{"id": "policy_pack_v2-0", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5363: employee Deshawn A., hired 06 December 2022, separated 29 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5363?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1352: employee Yuki K., hired 18 December 2022, separated 12 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1352?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9991: employee Chiara B., hired 05 November 2021, separated 08 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9991?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Leila.\n- Tessa reports to Hana.\n- Deshawn reports to Mei.\n- Wren works for Summit Energy.\n- Mara reports to Tessa.\n- Cedar Retail Group was founded in 2014.\n- Leila works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1997.\n- Wren reports to Anders.\n- Ironwood Manufacturing is headquartered in Austin.\n- Hana reports to Wren.\n- Hana works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Deshawn works for Summit Energy.\n- Jonas works for Cedar Retail Group.\n- Northwind Systems was founded in 1985.\n- Summit Energy was founded in 1979.\n- Cedar Retail Group is headquartered in Valencia.\n- Summit Energy is headquartered in Basel.\n- Emeka works for Summit Energy.\n- Leila reports to Jonas.\n- Anders reports to Emeka.\n- Jonas reports to Mara.\n- Tessa works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1981.\n- Cobalt Health is headquartered in Bergen.\n- Mei works for Beacon Insurance.\n- Zoya reports to Mei.\n- Beacon Insurance was founded in 1993.\n- Mei reports to Elena.\n- Beacon Insurance is headquartered in Bergen.\n- Zoya works for Beacon Insurance.\n- Chiara works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Sanne reports to Ravi.\n- Amara reports to Chiara.\n- Chiara reports to Kenji.\n- Elena works for Beacon Insurance.\n- Wren reports to Zoya.\n- Stefan reports to Amara.\n- Helios Logistics was founded in 2014.\n- Summit Energy is headquartered in Adelaide.\n- Dmitri reports to Felix.\n- Kenji works for Helios Logistics.\n- Felix reports to Wren.\n- Helios Logistics is headquartered in Bergen.\n- Felix works for Summit Energy.\n- Dmitri works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Kenji reports to Dmitri.\n- Amara works for Beacon Insurance.\n- Cobalt Health was founded in 2004.\n- Stefan works for Summit Energy.\n- Sanne works for Helios Logistics.\n- Ravi reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2230: employee Tobias T., hired 27 April 2022, separated 22 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2230?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9869: employee Ravi T., hired 12 June 2023, separated 21 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9869?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Pablo.\n- Tobias reports to Anders.\n- Summit Energy is headquartered in Tampere.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Bruno works for Summit Energy.\n- Pinnacle Software was founded in 2007.\n- Anders works for Pinnacle Software.\n- Tobias works for Summit Energy.\n- Pablo works for Pinnacle Software.\n- Deshawn reports to Tobias.\n- Ravi reports to Deshawn.\n- Cedar Retail Group is headquartered in Turku.\n- Deshawn works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Anders reports to Aisha.\n- Northwind Systems is headquartered in Tampere.\n- Bruno reports to Mara.\n- Cedar Retail Group was founded in 2015.\n- Mara works for Northwind Systems.\n- Pablo reports to Bruno.\n- Summit Energy was founded in 1990.\n- Pinnacle Software is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2343: employee Emeka A., hired 12 July 2023, separated 27 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2343?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Mara works for Cobalt Health.\n- Mara reports to Bruno.\n- Cobalt Health was founded in 2011.\n- Stefan reports to Aisha.\n- Beacon Insurance is headquartered in Malmo.\n- Helios Logistics is headquartered in Malmo.\n- Chiara works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Aisha works for Cedar Retail Group.\n- Bruno works for Cobalt Health.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2010.\n- Helios Logistics was founded in 1982.\n- Bruno reports to Chiara.\n- Beacon Insurance was founded in 1999.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Felix reports to Mara.\n- Chiara reports to Callum.\n- Callum reports to Zoya.\n- Cobalt Health is headquartered in Adelaide.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Viktor.\n- Helios Logistics is headquartered in Tampere.\n- Beacon Insurance was founded in 1992.\n- Wren works for Vantage Air.\n- Omar reports to Yuki.\n- Vantage Air is headquartered in Adelaide.\n- Helios Logistics was founded in 1979.\n- Leila works for Beacon Insurance.\n- Sofia reports to Elena.\n- Leila reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Ravi reports to Tobias.\n- Viktor works for Vantage Air.\n- Omar works for Pinnacle Software.\n- Wren reports to Dmitri.\n- Beacon Insurance is headquartered in Nagoya.\n- Yuki works for Helios Logistics.\n- Vantage Air was founded in 1990.\n- Ravi works for Helios Logistics.\n- Yuki reports to Ravi.\n- Viktor reports to Leila.\n- Tobias works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Dmitri works for Pinnacle Software.\n- Elena reports to Omar.\n- Pinnacle Software was founded in 2004.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3129: employee Dmitri S., hired 28 December 2020, separated 10 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3129?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Kenji.\n- Tobias works for Ironwood Manufacturing.\n- Kenji reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Priya works for Beacon Insurance.\n- Lucia reports to Ravi.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia works for Bluepine Aviation.\n- Aisha reports to Priya.\n- Fernhill Foods was founded in 1999.\n- Jonas works for Bluepine Aviation.\n- Ravi works for Fernhill Foods.\n- Pablo reports to Hana.\n- Emeka reports to Tobias.\n- Fernhill Foods is headquartered in Brno.\n- Hana reports to Anders.\n- Ironwood Manufacturing was founded in 1983.\n- Aisha works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1991.\n- Beacon Insurance is headquartered in Brno.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Ingrid reports to Pablo.\n- Anders works for Bluepine Aviation.\n- Ravi reports to Jonas.\n- Kenji works for Ironwood Manufacturing.\n- Anders reports to Aisha.\n- Bluepine Aviation is headquartered in Brno.\n- Tobias reports to Ingrid.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1986", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 70950, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Crescent Telecom is headquartered in Lyon.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 1984.\n- Priya works for Summit Energy.\n- Elena works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Lucia.\n- Elena reports to Yuki.\n- Crescent Telecom was founded in 1982.\n- Bluepine Aviation is headquartered in Tallinn.\n- Stefan reports to Nadia.\n- Summit Energy is headquartered in Brno.\n- Jonas reports to Stefan.\n- Summit Energy was founded in 1989.\n- Northwind Systems is headquartered in Lyon.\n- Hana works for Crescent Telecom.\n- Hana reports to Sofia.\n- Jonas works for Crescent Telecom.\n- Nadia reports to Priya.\n- Nadia works for Crescent Telecom.\n- Sofia reports to Elena.\n- Northwind Systems was founded in 2001.\n- Sofia works for Crescent Telecom.\n- Lucia works for Summit Energy.\n- Lucia reports to Hana.\n- Yuki reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Deshawn.\n- Beacon Insurance was founded in 1996.\n- Leila works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Sanne reports to Dmitri.\n- Cobalt Health is headquartered in Austin.\n- Bruno works for Ironwood Manufacturing.\n- Wren works for Vantage Air.\n- Leila reports to Tessa.\n- Vantage Air is headquartered in Austin.\n- Beacon Insurance is headquartered in Turku.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Bruno.\n- Ironwood Manufacturing was founded in 2004.\n- Emeka reports to Sanne.\n- Bruno reports to Leila.\n- Dmitri reports to Yuki.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Turku.\n- Deshawn reports to Ravi.\n- Wren reports to Emeka.\n- Emeka works for Vantage Air.\n- Ravi works for Ironwood Manufacturing.\n- Aisha works for Vantage Air.\n- Pablo reports to Wren.\n- Vantage Air was founded in 2004.\n- Deshawn works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1998.\n- Tessa works for Beacon Insurance.\n- Ravi reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Ravi works for Northwind Systems.\n- Stefan works for Fernhill Foods.\n- Zoya reports to Kenji.\n- Fernhill Foods is headquartered in Lyon.\n- Northwind Systems was founded in 1982.\n- Nadia works for Northwind Systems.\n- Helios Logistics is headquartered in Tampere.\n- Dmitri reports to Chiara.\n- Cobalt Health is headquartered in Tampere.\n- Chiara works for Cobalt Health.\n- Aisha reports to Stefan.\n- Fernhill Foods was founded in 1980.\n- Cobalt Health was founded in 1978.\n- Aisha works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Chiara reports to Zoya.\n- Kenji reports to Nadia.\n- Zoya works for Helios Logistics.\n- Northwind Systems is headquartered in Tampere.\n- Helios Logistics was founded in 1993.\n- Ravi reports to Dmitri.\n- Nadia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Vantage Air is headquartered in Turku.\n- Yuki works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Sanne reports to Aisha.\n- Mei works for Lattice Analytics.\n- Felix reports to Ravi.\n- Sanne works for Lattice Analytics.\n- Tessa reports to Kenji.\n- Sofia works for Lattice Analytics.\n- Vantage Air was founded in 2013.\n- Kenji works for Pinnacle Software.\n- Dmitri reports to Zoya.\n- Lattice Analytics is headquartered in Tampere.\n- Deshawn reports to Felix.\n- Pinnacle Software was founded in 1990.\n- Aisha reports to Yuki.\n- Dmitri works for Lattice Analytics.\n- Mei reports to Tessa.\n- Zoya reports to Deshawn.\n- Ravi reports to Sofia.\n- Yuki reports to Dmitri.\n- Ravi works for Pinnacle Software.\n- Meridian Bank is headquartered in Turku.\n- Tessa works for Vantage Air.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 1986.\n- Pinnacle Software is headquartered in Leeds.\n- Kenji reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 November 2022): For employees hired on or after 08 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6773: employee Ingrid S., hired 05 December 2020, separated 14 September 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6773?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-40", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6048: employee Anders S., hired 26 February 2024, separated 11 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6048?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-41", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-42", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8569: employee Mateo R., hired 10 April 2022, separated 29 July 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2026-8569 under the controlling rules.", "criteria": {"0": "$12,375", "1": "$53,300", "2": "$14,300", "3": "$12,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-43", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-44", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Northwind Systems.\n- Mateo works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Sofia reports to Callum.\n- Aisha works for Northwind Systems.\n- Atlas Freight is headquartered in Tampere.\n- Crescent Telecom was founded in 1996.\n- Northwind Systems was founded in 2012.\n- Atlas Freight was founded in 2009.\n- Summit Energy was founded in 2005.\n- Mateo reports to Hana.\n- Priya reports to Aisha.\n- Crescent Telecom is headquartered in Malmo.\n- Summit Energy is headquartered in Adelaide.\n- Hana reports to Stefan.\n- Aisha reports to Mateo.\n- Hana works for Crescent Telecom.\n- Callum works for Atlas Freight.\n- Jonas reports to Sofia.\n- Jonas works for Atlas Freight.\n- Stefan reports to Jonas.\n- Northwind Systems is headquartered in Adelaide.\n- Sofia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1991", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-45", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7497: employee Dmitri B., hired 25 July 2021, separated 18 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-7497?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-46", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Elena works for Bluepine Aviation.\n- Priya works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Summit Energy is headquartered in Adelaide.\n- Zoya works for Summit Energy.\n- Tessa reports to Stefan.\n- Amara works for Bluepine Aviation.\n- Felix reports to Priya.\n- Chiara reports to Felix.\n- Felix works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Bluepine Aviation was founded in 1975.\n- Chiara works for Summit Energy.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Priya reports to Zoya.\n- Omar reports to Deshawn.\n- Zoya reports to Tessa.\n- Lattice Analytics is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Brno.\n- Elena reports to Mateo.\n- Deshawn reports to Chiara.\n- Tessa works for Cobalt Health.\n- Amara reports to Callum.\n- Lattice Analytics was founded in 1994.\n- Omar works for Bluepine Aviation.\n- Summit Energy was founded in 1992.\n- Deshawn works for Summit Energy.\n- Cobalt Health was founded in 1977.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-47", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Lucia.\n- Anders reports to Zoya.\n- Bruno reports to Wren.\n- Wren works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Lucia reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Tobias reports to Anders.\n- Crescent Telecom was founded in 1976.\n- Atlas Freight is headquartered in Ghent.\n- Zoya works for Crescent Telecom.\n- Lucia works for Atlas Freight.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1988.\n- Tobias works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Cobalt Health is headquartered in Ghent.\n- Crescent Telecom is headquartered in Tallinn.\n- Atlas Freight was founded in 1980.\n- Pablo works for Beacon Insurance.\n- Zoya reports to Pablo.\n- Pablo reports to Callum.\n- Cobalt Health was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-48", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Anders.\n- Mara reports to Mei.\n- Anders reports to Ingrid.\n- Emeka works for Lattice Analytics.\n- Mara works for Ironwood Manufacturing.\n- Ravi reports to Stefan.\n- Sofia reports to Ravi.\n- Lattice Analytics is headquartered in Basel.\n- Atlas Freight was founded in 2006.\n- Summit Energy was founded in 2010.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Emeka reports to Sofia.\n- Stefan reports to Mara.\n- Ingrid works for Summit Energy.\n- Zoya works for Lattice Analytics.\n- Mei works for Ironwood Manufacturing.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Lattice Analytics was founded in 2004.\n- Sofia works for Lattice Analytics.\n- Ravi works for Ironwood Manufacturing.\n- Stefan works for Atlas Freight.\n- Anders works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 2000.\n- Mei reports to Kenji.\n- Ingrid reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-49", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-50", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-51", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Omar works for Bluepine Aviation.\n- Omar reports to Hana.\n- Tessa works for Summit Energy.\n- Bluepine Aviation was founded in 1989.\n- Summit Energy was founded in 2014.\n- Tessa reports to Emeka.\n- Pinnacle Software was founded in 2004.\n- Stefan works for Pinnacle Software.\n- Atlas Freight is headquartered in Brno.\n- Tobias reports to Aisha.\n- Leila works for Summit Energy.\n- Stefan reports to Omar.\n- Leila reports to Stefan.\n- Bluepine Aviation is headquartered in Austin.\n- Emeka works for Pinnacle Software.\n- Tobias works for Summit Energy.\n- Hana reports to Tessa.\n- Aisha reports to Leila.\n- Pinnacle Software is headquartered in Austin.\n- Hana works for Atlas Freight.\n- Aisha works for Pinnacle Software.\n- Atlas Freight was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-52", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8374: employee Callum K., hired 19 February 2023, separated 21 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8374?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-53", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-54", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1814: employee Kenji K., hired 20 September 2021, separated 18 January 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1814?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-55", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 April 2023): For employees hired on or after 11 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7679: employee Zoya M., hired 29 March 2020, separated 25 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7679?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-56", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9408: employee Amara S., hired 30 June 2023, separated 24 July 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-9408 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$1,650", "2": "$8,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-57", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-58", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 September 2022): For employees hired on or after 24 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4462: employee Mara A., hired 20 August 2019, separated 06 October 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-4462 under the controlling rules.", "criteria": {"0": "$15,375", "1": "$13,300", "2": "$15,300", "3": "$66,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-59", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Felix.\n- Emeka reports to Jonas.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Lucia reports to Hana.\n- Crescent Telecom was founded in 1999.\n- Crescent Telecom is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Hana reports to Sanne.\n- Stefan works for Fernhill Foods.\n- Felix reports to Tobias.\n- Fernhill Foods is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias reports to Stefan.\n- Deshawn works for Crescent Telecom.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Hana works for Ironwood Manufacturing.\n- Bruno reports to Priya.\n- Sanne works for Meridian Bank.\n- Dmitri reports to Lucia.\n- Fernhill Foods was founded in 2002.\n- Tobias works for Crescent Telecom.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Jonas reports to Deshawn.\n- Stefan reports to Emeka.\n- Emeka works for Meridian Bank.\n- Deshawn reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-60", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6787: employee Tessa T., hired 30 September 2020, separated 06 June 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6787?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-61", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 92452 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-62", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1858: employee Amara R., hired 10 November 2024, separated 24 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1858?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-63", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Dmitri.\n- Bruno works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.\n- Wren works for Atlas Freight.\n- Amara reports to Aisha.\n- Cedar Retail Group is headquartered in Dunedin.\n- Atlas Freight was founded in 1977.\n- Bruno reports to Amara.\n- Amara works for Vantage Air.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Meridian Bank was founded in 2005.\n- Leila works for Atlas Freight.\n- Kenji works for Cedar Retail Group.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Dmitri reports to Tobias.\n- Tobias reports to Kenji.\n- Tobias works for Atlas Freight.\n- Pablo reports to Leila.\n- Meridian Bank is headquartered in Dunedin.\n- Kenji reports to Pablo.\n- Mara reports to Bruno.\n- Cedar Retail Group was founded in 1980.\n- Leila reports to Wren.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-64", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8633: employee Kenji M., hired 16 November 2020, separated 02 March 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-8633 under the controlling rules.", "criteria": {"0": "$21,500", "1": "$22,100", "2": "$21,600", "3": "$93,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-65", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tessa.\n- Dmitri works for Summit Energy.\n- Mei works for Vantage Air.\n- Mateo reports to Ravi.\n- Tessa reports to Mei.\n- Wren reports to Yuki.\n- Mateo works for Vantage Air.\n- Tessa works for Vantage Air.\n- Bluepine Aviation was founded in 1983.\n- Pablo reports to Deshawn.\n- Beacon Insurance was founded in 1981.\n- Emeka reports to Wren.\n- Emeka works for Beacon Insurance.\n- Vantage Air was founded in 2000.\n- Yuki works for Beacon Insurance.\n- Ravi works for Vantage Air.\n- Dmitri reports to Omar.\n- Omar works for Beacon Insurance.\n- Chiara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Tampere.\n- Chiara reports to Dmitri.\n- Ravi reports to Chiara.\n- Mei reports to Pablo.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Mateo.\n- Wren works for Bluepine Aviation.\n- Vantage Air is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy is headquartered in Tampere.\n- Summit Energy was founded in 2009.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-66", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-67", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2006.\n- Dmitri reports to Ingrid.\n- Tobias works for Pinnacle Software.\n- Sofia reports to Nadia.\n- Ironwood Manufacturing is headquartered in Basel.\n- Sanne works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Pablo works for Northwind Systems.\n- Lattice Analytics is headquartered in Basel.\n- Amara works for Northwind Systems.\n- Nadia works for Ironwood Manufacturing.\n- Tessa reports to Amara.\n- Tobias reports to Yuki.\n- Dmitri works for Ironwood Manufacturing.\n- Ingrid reports to Sanne.\n- Amara reports to Sofia.\n- Pinnacle Software is headquartered in Ghent.\n- Sofia works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo reports to Tobias.\n- Pinnacle Software was founded in 1995.\n- Yuki reports to Lucia.\n- Jonas reports to Tessa.\n- Jonas works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Lucia works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2010.\n- Lucia reports to Jonas.\n- Northwind Systems is headquartered in Basel.\n- Sanne reports to Pablo.\n- Lattice Analytics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-68", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3363: employee Omar T., hired 28 July 2021, separated 13 June 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-3363 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$17,333", "2": "$4,000", "3": "$2,900"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-69", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Deshawn.\n- Fernhill Foods is headquartered in Malmo.\n- Felix works for Cedar Retail Group.\n- Ravi reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Hana reports to Bruno.\n- Fernhill Foods was founded in 2011.\n- Felix reports to Hana.\n- Cedar Retail Group is headquartered in Tallinn.\n- Summit Energy was founded in 1983.\n- Ravi works for Pinnacle Software.\n- Bruno reports to Ravi.\n- Lucia reports to Pablo.\n- Cedar Retail Group was founded in 1988.\n- Bruno works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Pablo works for Fernhill Foods.\n- Pinnacle Software is headquartered in Oslo.\n- Dmitri reports to Felix.\n- Dmitri works for Cedar Retail Group.\n- Pinnacle Software was founded in 1997.\n- Summit Energy is headquartered in Oslo.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-70", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2920: employee Sofia S., hired 30 March 2021, separated 11 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2920?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-71", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Dmitri works for Helios Logistics.\n- Priya reports to Zoya.\n- Helios Logistics was founded in 1987.\n- Aisha reports to Chiara.\n- Summit Energy is headquartered in Brno.\n- Aisha works for Helios Logistics.\n- Dmitri reports to Bruno.\n- Crescent Telecom was founded in 2012.\n- Elena works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Elena.\n- Chiara reports to Viktor.\n- Lattice Analytics was founded in 1997.\n- Zoya works for Crescent Telecom.\n- Viktor reports to Priya.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1981.\n- Helios Logistics is headquartered in Dunedin.\n- Sofia works for Summit Energy.\n- Bruno works for Helios Logistics.\n- Sofia reports to Dmitri.\n- Bruno reports to Mara.\n- Elena reports to Aisha.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1982", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-72", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Report Fraud — reports fraudulent activity", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-73", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "restart_service", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-74", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tessa.\n- Hana works for Crescent Telecom.\n- Vantage Air was founded in 1978.\n- Crescent Telecom is headquartered in Nagoya.\n- Meridian Bank is headquartered in Cork.\n- Jonas works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Jonas reports to Lucia.\n- Meridian Bank was founded in 2012.\n- Mei reports to Mara.\n- Vantage Air is headquartered in Halifax.\n- Beacon Insurance is headquartered in Oslo.\n- Aisha works for Vantage Air.\n- Mei works for Vantage Air.\n- Beacon Insurance was founded in 2008.\n- Hana reports to Chiara.\n- Chiara reports to Aisha.\n- Lucia reports to Mei.\n- Chiara works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-75", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 December 2024): For employees hired on or after 14 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4702: employee Mateo T., hired 20 July 2022, separated 11 January 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4702?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-76", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Nadia.\n- Lucia reports to Mei.\n- Pinnacle Software is headquartered in Turku.\n- Yuki works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Mei reports to Hana.\n- Nadia works for Atlas Freight.\n- Yuki reports to Ravi.\n- Mei works for Ironwood Manufacturing.\n- Ravi reports to Lucia.\n- Summit Energy was founded in 1981.\n- Summit Energy is headquartered in Cork.\n- Ravi works for Atlas Freight.\n- Viktor works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pablo works for Pinnacle Software.\n- Hana reports to Viktor.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 2014.\n- Ironwood Manufacturing was founded in 1981.\n- Viktor reports to Deshawn.\n- Hana works for Summit Energy.\n- Lucia works for Summit Energy.\n- Pablo reports to Yuki.\n- Pinnacle Software was founded in 1987.\n- Nadia reports to Kenji.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-77", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8846: employee Bruno B., hired 03 November 2023, separated 13 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8846?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-78", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-79", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5068: employee Amara S., hired 04 August 2021, separated 21 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5068?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-80", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Fernhill Foods is headquartered in Tallinn.\n- Callum reports to Anders.\n- Felix reports to Lucia.\n- Wren reports to Mara.\n- Anders works for Vantage Air.\n- Lucia reports to Leila.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Lucia works for Vantage Air.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo works for Cobalt Health.\n- Sofia reports to Mateo.\n- Mara reports to Chiara.\n- Helios Logistics was founded in 1996.\n- Anders reports to Felix.\n- Cobalt Health was founded in 2007.\n- Chiara reports to Sofia.\n- Callum works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Mateo reports to Callum.\n- Vantage Air was founded in 1979.\n- Helios Logistics is headquartered in Austin.\n- Vantage Air is headquartered in Ghent.\n- Sofia works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-81", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 September 2024): For employees hired on or after 29 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9718: employee Tobias M., hired 03 July 2024, separated 18 June 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-9718 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$5,692", "3": "$3,894"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-82", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-83", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-84", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Sanne.\n- Priya works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Sofia reports to Leila.\n- Meridian Bank was founded in 1975.\n- Meridian Bank is headquartered in Brno.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Bruno works for Meridian Bank.\n- Northwind Systems is headquartered in Ghent.\n- Nadia reports to Chiara.\n- Leila works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Priya reports to Sofia.\n- Sanne reports to Bruno.\n- Fernhill Foods is headquartered in Cork.\n- Tessa works for Meridian Bank.\n- Vantage Air is headquartered in Ghent.\n- Leila reports to Tessa.\n- Sanne works for Vantage Air.\n- Chiara works for Meridian Bank.\n- Vantage Air was founded in 2012.\n- Fernhill Foods was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-85", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Aisha.\n- Omar works for Lattice Analytics.\n- Anders works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Wren works for Summit Energy.\n- Priya reports to Mara.\n- Northwind Systems was founded in 1991.\n- Callum reports to Mateo.\n- Ironwood Manufacturing was founded in 1982.\n- Zoya works for Lattice Analytics.\n- Summit Energy was founded in 2007.\n- Ingrid reports to Omar.\n- Aisha reports to Anders.\n- Mateo reports to Wren.\n- Lattice Analytics was founded in 1999.\n- Jonas reports to Priya.\n- Lattice Analytics is headquartered in Tampere.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Omar reports to Callum.\n- Anders reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Mateo works for Ironwood Manufacturing.\n- Zoya reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Yuki reports to Zoya.\n- Priya works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Valencia.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-86", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6247: employee Dmitri B., hired 19 April 2022, separated 28 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6247?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-87", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Nadia.\n- Leila works for Pinnacle Software.\n- Leila reports to Dmitri.\n- Mei works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Pinnacle Software is headquartered in Brno.\n- Bruno reports to Mei.\n- Mei reports to Viktor.\n- Deshawn works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Valencia.\n- Tessa reports to Leila.\n- Pinnacle Software was founded in 2004.\n- Yuki works for Fernhill Foods.\n- Dmitri reports to Felix.\n- Dmitri works for Cedar Retail Group.\n- Viktor works for Beacon Insurance.\n- Nadia reports to Tessa.\n- Felix works for Beacon Insurance.\n- Mateo works for Pinnacle Software.\n- Beacon Insurance was founded in 1978.\n- Fernhill Foods is headquartered in Valencia.\n- Deshawn reports to Yuki.\n- Tessa works for Beacon Insurance.\n- Bruno works for Fernhill Foods.\n- Chiara works for Cedar Retail Group.\n- Yuki reports to Mateo.\n- Beacon Insurance is headquartered in Oslo.\n- Chiara reports to Bruno.\n- Viktor reports to Deshawn.\n- Fernhill Foods was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-88", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5899: employee Yuki K., hired 13 February 2021, separated 21 March 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5899?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5899 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-89", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-90", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cobalt Health.\n- Emeka works for Bluepine Aviation.\n- Tessa works for Cobalt Health.\n- Bluepine Aviation was founded in 1993.\n- Emeka reports to Priya.\n- Sofia works for Cobalt Health.\n- Elena works for Northwind Systems.\n- Helios Logistics was founded in 2015.\n- Elena reports to Emeka.\n- Viktor reports to Mateo.\n- Priya works for Helios Logistics.\n- Sofia reports to Viktor.\n- Northwind Systems was founded in 2015.\n- Cobalt Health is headquartered in Halifax.\n- Stefan works for Helios Logistics.\n- Viktor works for Northwind Systems.\n- Stefan reports to Elena.\n- Kenji works for Bluepine Aviation.\n- Helios Logistics is headquartered in Ghent.\n- Tessa reports to Stefan.\n- Cobalt Health was founded in 1976.\n- Omar works for Bluepine Aviation.\n- Omar reports to Kenji.\n- Northwind Systems is headquartered in Turku.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji reports to Sofia.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-91", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Stefan.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Lattice Analytics was founded in 1982.\n- Ravi works for Cobalt Health.\n- Beacon Insurance was founded in 2015.\n- Summit Energy is headquartered in Halifax.\n- Bruno reports to Ravi.\n- Summit Energy was founded in 1999.\n- Lattice Analytics is headquartered in Halifax.\n- Bruno works for Beacon Insurance.\n- Callum reports to Tobias.\n- Chiara works for Summit Energy.\n- Chiara reports to Bruno.\n- Nadia works for Lattice Analytics.\n- Stefan reports to Callum.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Zoya reports to Nadia.\n- Tobias reports to Zoya.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-92", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Ravi reports to Mateo.\n- Fernhill Foods was founded in 1981.\n- Anders works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Porto.\n- Mei works for Crescent Telecom.\n- Priya reports to Aisha.\n- Amara reports to Deshawn.\n- Mei reports to Anders.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.\n- Mateo works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Deshawn reports to Ravi.\n- Bluepine Aviation was founded in 1983.\n- Deshawn works for Northwind Systems.\n- Crescent Telecom is headquartered in Tampere.\n- Ravi works for Northwind Systems.\n- Mateo reports to Priya.\n- Northwind Systems was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-93", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-94", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1074: employee Mateo S., hired 07 December 2020, separated 15 March 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2025-1074 under the controlling rules.", "criteria": {"0": "$12,721", "1": "$55,125", "2": "$12,851", "3": "$10,721"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-95", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Northwind Systems is headquartered in Lyon.\n- Dmitri works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Lucia works for Summit Energy.\n- Mei works for Helios Logistics.\n- Pinnacle Software is headquartered in Brno.\n- Helios Logistics was founded in 1994.\n- Felix works for Northwind Systems.\n- Elena reports to Jonas.\n- Viktor reports to Anders.\n- Lucia reports to Viktor.\n- Mei reports to Lucia.\n- Tessa works for Summit Energy.\n- Felix reports to Wren.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Anders reports to Mateo.\n- Jonas works for Summit Energy.\n- Pinnacle Software was founded in 2001.\n- Wren reports to Elena.\n- Northwind Systems was founded in 2006.\n- Jonas reports to Dmitri.\n- Helios Logistics is headquartered in Lyon.\n- Tessa reports to Mei.\n- Pablo reports to Felix.\n- Wren works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Mateo reports to Pablo.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-96", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Amara works for Lattice Analytics.\n- Priya works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tallinn.\n- Dmitri works for Summit Energy.\n- Helios Logistics is headquartered in Oslo.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Pablo reports to Viktor.\n- Lattice Analytics was founded in 1992.\n- Stefan reports to Dmitri.\n- Omar reports to Pablo.\n- Priya reports to Omar.\n- Ravi works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Dmitri reports to Hana.\n- Crescent Telecom was founded in 2002.\n- Hana works for Lattice Analytics.\n- Ravi reports to Stefan.\n- Viktor works for Crescent Telecom.\n- Amara reports to Tobias.\n- Viktor reports to Amara.\n- Summit Energy was founded in 1977.\n- Crescent Telecom is headquartered in Tallinn.\n- Helios Logistics was founded in 2015.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-97", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9991: employee Wren A., hired 08 October 2021, separated 01 October 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-9991 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$5,250", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-98", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1874: employee Yuki M., hired 19 May 2023, separated 27 August 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1874?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-99", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5514: employee Bruno R., hired 04 August 2023, separated 10 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5514?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-100", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-7 (VERSION 7, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3520: employee Ravi B., hired 15 June 2019, separated 28 November 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3520?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-101", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Stefan.\n- Bluepine Aviation was founded in 2015.\n- Mei reports to Nadia.\n- Lattice Analytics is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Valencia.\n- Pablo reports to Mei.\n- Northwind Systems is headquartered in Leeds.\n- Callum works for Northwind Systems.\n- Fernhill Foods was founded in 1985.\n- Stefan works for Bluepine Aviation.\n- Lattice Analytics was founded in 2011.\n- Northwind Systems was founded in 1977.\n- Stefan reports to Bruno.\n- Bruno reports to Pablo.\n- Mei works for Fernhill Foods.\n- Nadia reports to Kenji.\n- Amara works for Northwind Systems.\n- Fernhill Foods is headquartered in Valencia.\n- Bruno works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Kenji works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Amara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-103", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-104", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-105", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-106", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Leila reports to Elena.\n- Aisha works for Cobalt Health.\n- Aisha reports to Leila.\n- Nadia works for Fernhill Foods.\n- Northwind Systems is headquartered in Tampere.\n- Cobalt Health is headquartered in Adelaide.\n- Kenji works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Elena reports to Emeka.\n- Beacon Insurance was founded in 1980.\n- Ravi reports to Tobias.\n- Tobias reports to Stefan.\n- Emeka reports to Kenji.\n- Tobias works for Northwind Systems.\n- Fernhill Foods was founded in 1984.\n- Stefan reports to Nadia.\n- Leila works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Cobalt Health was founded in 1986.\n- Northwind Systems was founded in 1991.\n- Fernhill Foods is headquartered in Adelaide.\n- Kenji reports to Omar.\n- Elena works for Beacon Insurance.\n- Emeka works for Fernhill Foods.\n- Beacon Insurance is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1994.\n- Meridian Bank is headquartered in Basel.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid works for Crescent Telecom.\n- Anders reports to Leila.\n- Viktor works for Crescent Telecom.\n- Ingrid reports to Hana.\n- Zoya reports to Nadia.\n- Dmitri reports to Mei.\n- Anders works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Crescent Telecom was founded in 1990.\n- Omar works for Pinnacle Software.\n- Nadia reports to Dmitri.\n- Nadia works for Meridian Bank.\n- Omar reports to Viktor.\n- Mara reports to Ingrid.\n- Viktor reports to Aisha.\n- Hana works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Hana reports to Anders.\n- Pinnacle Software was founded in 1999.\n- Leila works for Cedar Retail Group.\n- Leila reports to Zoya.\n- Mara works for Pinnacle Software.\n- Mei works for Meridian Bank.\n- Mei reports to Omar.\n- Meridian Bank was founded in 2006.\n- Crescent Telecom is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Leeds.\n- Dmitri works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-109", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-110", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6804: employee Omar M., hired 28 February 2021, separated 11 July 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6804?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Beacon Insurance was founded in 1978.\n- Cedar Retail Group was founded in 1992.\n- Cedar Retail Group is headquartered in Leeds.\n- Lattice Analytics is headquartered in Nagoya.\n- Amara reports to Nadia.\n- Bruno works for Lattice Analytics.\n- Lucia works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Aisha works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Sofia reports to Amara.\n- Callum reports to Aisha.\n- Sanne works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Lattice Analytics was founded in 1985.\n- Lucia reports to Sanne.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Jonas.\n- Beacon Insurance is headquartered in Adelaide.\n- Summit Energy was founded in 1992.\n- Jonas reports to Bruno.\n- Aisha reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Pablo reports to Lucia.\n- Sanne reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-112", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9990: employee Elena A., hired 28 July 2022, separated 24 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9990?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-113", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6026: employee Priya S., hired 19 January 2021, separated 31 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6026?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-114", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Stefan.\n- Ironwood Manufacturing was founded in 1999.\n- Vantage Air is headquartered in Austin.\n- Emeka reports to Pablo.\n- Mara reports to Mateo.\n- Pablo reports to Mei.\n- Yuki reports to Nadia.\n- Stefan works for Summit Energy.\n- Mei works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Summit Energy was founded in 1988.\n- Viktor reports to Emeka.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Pablo works for Ironwood Manufacturing.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Austin.\n- Vantage Air was founded in 1997.\n- Stefan reports to Mara.\n- Pinnacle Software is headquartered in Leeds.\n- Mei reports to Yuki.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Priya.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2012.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Helios Logistics is headquartered in Halifax.\n- Wren works for Crescent Telecom.\n- Helios Logistics was founded in 2004.\n- Callum works for Ironwood Manufacturing.\n- Emeka reports to Dmitri.\n- Chiara reports to Leila.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Wren reports to Emeka.\n- Fernhill Foods was founded in 1983.\n- Fernhill Foods is headquartered in Halifax.\n- Sofia reports to Callum.\n- Callum reports to Wren.\n- Pablo reports to Viktor.\n- Crescent Telecom was founded in 1989.\n- Leila reports to Sofia.\n- Ironwood Manufacturing was founded in 1980.\n- Leila works for Ironwood Manufacturing.\n- Sofia works for Helios Logistics.\n- Dmitri reports to Sanne.\n- Pablo works for Helios Logistics.\n- Dmitri works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Viktor reports to Chiara.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1975", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-117", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-118", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Northwind Systems.\n- Cobalt Health was founded in 1985.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Chiara reports to Tessa.\n- Zoya works for Cobalt Health.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Cobalt Health.\n- Tobias reports to Zoya.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group is headquartered in Turku.\n- Emeka reports to Pablo.\n- Emeka works for Northwind Systems.\n- Pablo reports to Chiara.\n- Ingrid reports to Jonas.\n- Omar reports to Elena.\n- Northwind Systems is headquartered in Tampere.\n- Meridian Bank is headquartered in Turku.\n- Zoya reports to Omar.\n- Meridian Bank was founded in 1981.\n- Jonas reports to Bruno.\n- Cobalt Health is headquartered in Turku.\n- Northwind Systems was founded in 2013.\n- Pablo works for Meridian Bank.\n- Elena reports to Mateo.\n- Jonas works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Mateo reports to Ingrid.\n- Chiara works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Bruno reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Atlas Freight.\n- Nadia works for Beacon Insurance.\n- Stefan reports to Pablo.\n- Omar reports to Deshawn.\n- Deshawn reports to Zoya.\n- Pablo works for Atlas Freight.\n- Stefan works for Fernhill Foods.\n- Beacon Insurance is headquartered in Dunedin.\n- Atlas Freight was founded in 2015.\n- Bluepine Aviation was founded in 1997.\n- Omar works for Atlas Freight.\n- Nadia reports to Wren.\n- Deshawn works for Atlas Freight.\n- Wren reports to Aisha.\n- Fernhill Foods is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Adelaide.\n- Zoya works for Fernhill Foods.\n- Wren works for Bluepine Aviation.\n- Atlas Freight is headquartered in Basel.\n- Fernhill Foods was founded in 1984.\n- Aisha reports to Stefan.\n- Zoya reports to Nadia.\n- Beacon Insurance was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-121", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2116: employee Mara S., hired 21 June 2023, separated 11 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2116?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-122", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2552: employee Ingrid A., hired 01 November 2023, separated 12 February 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-2552 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$8,231", "3": "$7,962"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-123", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8689: employee Tobias T., hired 30 December 2021, separated 17 September 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-8689 under the controlling rules.", "criteria": {"0": "$13,923", "1": "$12,923", "2": "$56,000", "3": "$12,808"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-124", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8237: employee Priya B., hired 26 October 2020, separated 01 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8237?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-125", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4812: employee Nadia S., hired 14 January 2022, separated 24 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4812?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-126", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4232: employee Yuki R., hired 08 July 2022, separated 27 October 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-4232 under the controlling rules.", "criteria": {"0": "$5,750", "1": "$4,800", "2": "$5,800", "3": "$25,133"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2001.\n- Stefan reports to Anders.\n- Mei works for Northwind Systems.\n- Viktor reports to Mei.\n- Mei reports to Bruno.\n- Northwind Systems was founded in 2011.\n- Sanne works for Atlas Freight.\n- Vantage Air is headquartered in Brno.\n- Kenji works for Northwind Systems.\n- Nadia works for Bluepine Aviation.\n- Jonas reports to Stefan.\n- Anders reports to Amara.\n- Atlas Freight was founded in 2013.\n- Anders works for Vantage Air.\n- Emeka reports to Mara.\n- Kenji reports to Nadia.\n- Northwind Systems is headquartered in Lyon.\n- Mara works for Bluepine Aviation.\n- Mara reports to Kenji.\n- Viktor works for Atlas Freight.\n- Vantage Air was founded in 2014.\n- Bluepine Aviation is headquartered in Dunedin.\n- Stefan works for Bluepine Aviation.\n- Atlas Freight is headquartered in Turku.\n- Amara reports to Emeka.\n- Bruno reports to Sanne.\n- Amara works for Atlas Freight.\n- Emeka works for Northwind Systems.\n- Bruno works for Atlas Freight.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-128", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Nadia.\n- Viktor reports to Ravi.\n- Dmitri works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Viktor works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Lucia reports to Yuki.\n- Atlas Freight was founded in 2001.\n- Aisha reports to Lucia.\n- Deshawn works for Cedar Retail Group.\n- Vantage Air is headquartered in Tallinn.\n- Priya works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Summit Energy is headquartered in Nagoya.\n- Jonas reports to Aisha.\n- Lucia works for Summit Energy.\n- Omar works for Summit Energy.\n- Omar reports to Deshawn.\n- Priya reports to Pablo.\n- Dmitri reports to Omar.\n- Aisha works for Vantage Air.\n- Cedar Retail Group was founded in 1998.\n- Pablo reports to Jonas.\n- Ravi reports to Priya.\n- Ravi works for Vantage Air.\n- Summit Energy was founded in 1991.\n- Deshawn reports to Viktor.\n- Vantage Air was founded in 2005.\n- Yuki works for Summit Energy.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-130", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-131", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 64875\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "change_address", "2": "cancel_order", "3": "exchange_item", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ingrid.\n- Deshawn reports to Emeka.\n- Emeka reports to Mateo.\n- Lattice Analytics is headquartered in Oslo.\n- Mei works for Lattice Analytics.\n- Mateo reports to Tobias.\n- Dmitri reports to Deshawn.\n- Mei reports to Nadia.\n- Ingrid works for Northwind Systems.\n- Emeka works for Vantage Air.\n- Lattice Analytics was founded in 1996.\n- Northwind Systems is headquartered in Oslo.\n- Nadia works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1988.\n- Ingrid reports to Mei.\n- Dmitri works for Lattice Analytics.\n- Stefan works for Northwind Systems.\n- Nadia reports to Amara.\n- Aisha reports to Stefan.\n- Stefan reports to Sofia.\n- Deshawn works for Northwind Systems.\n- Vantage Air was founded in 2013.\n- Tobias works for Lattice Analytics.\n- Sofia works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Aisha works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Nagoya.\n- Amara reports to Aisha.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Kenji.\n- Lattice Analytics was founded in 1999.\n- Deshawn reports to Tobias.\n- Emeka works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Deshawn works for Pinnacle Software.\n- Beacon Insurance is headquartered in Dunedin.\n- Tobias works for Beacon Insurance.\n- Jonas reports to Pablo.\n- Lattice Analytics is headquartered in Bergen.\n- Pablo works for Pinnacle Software.\n- Felix works for Atlas Freight.\n- Chiara reports to Jonas.\n- Felix reports to Deshawn.\n- Priya works for Pinnacle Software.\n- Pablo reports to Sanne.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1980.\n- Kenji works for Lattice Analytics.\n- Tobias reports to Amara.\n- Pinnacle Software is headquartered in Bergen.\n- Sanne reports to Priya.\n- Amara works for Atlas Freight.\n- Viktor reports to Emeka.\n- Chiara works for Pinnacle Software.\n- Priya reports to Felix.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Emeka reports to Chiara.\n- Beacon Insurance was founded in 2002.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-134", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Valencia.\n- Leila reports to Hana.\n- Sofia works for Crescent Telecom.\n- Mei reports to Nadia.\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 2009.\n- Northwind Systems is headquartered in Valencia.\n- Felix works for Crescent Telecom.\n- Northwind Systems was founded in 2007.\n- Deshawn reports to Sofia.\n- Mara reports to Leila.\n- Felix reports to Mei.\n- Mateo reports to Mara.\n- Beacon Insurance is headquartered in Valencia.\n- Hana reports to Felix.\n- Nadia reports to Deshawn.\n- Mei works for Crescent Telecom.\n- Leila works for Northwind Systems.\n- Bluepine Aviation was founded in 1998.\n- Sofia reports to Wren.\n- Hana works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Crescent Telecom was founded in 2006.\n- Mara works for Crescent Telecom.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Austin.\n- Atlas Freight was founded in 1975.\n- Omar works for Vantage Air.\n- Ingrid reports to Sanne.\n- Priya works for Atlas Freight.\n- Dmitri reports to Ingrid.\n- Vantage Air was founded in 1993.\n- Lattice Analytics was founded in 1996.\n- Dmitri works for Lattice Analytics.\n- Cobalt Health was founded in 1984.\n- Wren reports to Chiara.\n- Cobalt Health is headquartered in Halifax.\n- Sanne reports to Omar.\n- Ingrid works for Lattice Analytics.\n- Deshawn reports to Priya.\n- Atlas Freight is headquartered in Austin.\n- Chiara reports to Dmitri.\n- Chiara works for Vantage Air.\n- Wren works for Atlas Freight.\n- Omar reports to Deshawn.\n- Vantage Air is headquartered in Cork.\n- Deshawn works for Cobalt Health.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1999", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-137", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-138", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-139", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 February 2023): For employees hired on or after 12 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8600: employee Wren T., hired 03 May 2022, separated 01 September 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8600?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-140", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1987.\n- Amara works for Cedar Retail Group.\n- Aisha works for Ironwood Manufacturing.\n- Nadia reports to Hana.\n- Amara reports to Kenji.\n- Kenji works for Meridian Bank.\n- Sofia works for Cobalt Health.\n- Kenji reports to Sanne.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias works for Cedar Retail Group.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Meridian Bank was founded in 2001.\n- Hana works for Meridian Bank.\n- Aisha reports to Nadia.\n- Deshawn works for Cedar Retail Group.\n- Tessa reports to Aisha.\n- Sofia reports to Amara.\n- Wren reports to Tobias.\n- Hana reports to Wren.\n- Cedar Retail Group is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2007.\n- Sanne works for Cedar Retail Group.\n- Tobias reports to Callum.\n- Wren works for Cedar Retail Group.\n- Deshawn reports to Sofia.\n- Tessa works for Meridian Bank.\n- Cobalt Health is headquartered in Basel.\n- Nadia works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2001.\n- Callum reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2002", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-142", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4626: employee Callum T., hired 13 April 2022, separated 20 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4626?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-143", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Ravi works for Crescent Telecom.\n- Deshawn works for Vantage Air.\n- Emeka works for Vantage Air.\n- Fernhill Foods was founded in 1998.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Emeka.\n- Yuki reports to Viktor.\n- Crescent Telecom is headquartered in Halifax.\n- Lucia works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Priya works for Fernhill Foods.\n- Priya reports to Sanne.\n- Sanne works for Vantage Air.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 1989.\n- Lucia reports to Yuki.\n- Aisha reports to Deshawn.\n- Vantage Air was founded in 2011.\n- Lattice Analytics is headquartered in Nagoya.\n- Sanne reports to Ravi.\n- Yuki works for Crescent Telecom.\n- Jonas reports to Aisha.\n- Deshawn reports to Priya.\n- Crescent Telecom was founded in 1990.\n- Fernhill Foods is headquartered in Basel.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2006", "3": "2014"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-145", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 September 2023): For employees hired on or after 26 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4157: employee Priya A., hired 04 November 2021, separated 02 July 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-4157 under the controlling rules.", "criteria": {"0": "$17,524", "1": "$76,500", "2": "$17,654", "3": "$19,654"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Vantage Air was founded in 2006.\n- Crescent Telecom was founded in 1984.\n- Aisha reports to Ingrid.\n- Bluepine Aviation was founded in 2007.\n- Elena reports to Priya.\n- Ingrid reports to Pablo.\n- Vantage Air is headquartered in Ghent.\n- Crescent Telecom is headquartered in Porto.\n- Pablo works for Crescent Telecom.\n- Nadia works for Northwind Systems.\n- Pablo reports to Elena.\n- Elena works for Bluepine Aviation.\n- Hana reports to Wren.\n- Aisha works for Bluepine Aviation.\n- Northwind Systems is headquartered in Valencia.\n- Northwind Systems was founded in 1984.\n- Hana works for Bluepine Aviation.\n- Priya reports to Nadia.\n- Bluepine Aviation is headquartered in Valencia.\n- Priya works for Northwind Systems.\n- Ingrid works for Bluepine Aviation.\n- Wren reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-147", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7090: employee Wren S., hired 08 February 2023, separated 10 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-7090 under the controlling rules.", "criteria": {"0": "$42,750", "1": "$9,865", "2": "$9,365", "3": "$9,736"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-148", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1940: employee Zoya A., hired 19 November 2023, separated 03 January 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-1940 under the controlling rules.", "criteria": {"0": "$4,284", "1": "$8,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1940 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-149", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4922: employee Elena R., hired 28 December 2023, separated 14 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4922?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-150", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-151", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Jonas.\n- Jonas reports to Amara.\n- Fernhill Foods was founded in 1998.\n- Callum works for Bluepine Aviation.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Meridian Bank was founded in 1996.\n- Jonas works for Fernhill Foods.\n- Amara reports to Omar.\n- Ingrid works for Bluepine Aviation.\n- Helios Logistics was founded in 2014.\n- Ingrid reports to Zoya.\n- Bluepine Aviation was founded in 2002.\n- Pablo reports to Callum.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya reports to Bruno.\n- Felix works for Helios Logistics.\n- Omar reports to Pablo.\n- Anders works for Fernhill Foods.\n- Ravi works for Bluepine Aviation.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Zoya works for Meridian Bank.\n- Callum reports to Tessa.\n- Tessa reports to Felix.\n- Meridian Bank is headquartered in Adelaide.\n- Helios Logistics is headquartered in Valencia.\n- Omar works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Tessa works for Helios Logistics.\n- Ravi reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Dunedin.\n- Fernhill Foods was founded in 2013.\n- Crescent Telecom was founded in 1996.\n- Meridian Bank is headquartered in Nagoya.\n- Felix works for Fernhill Foods.\n- Bruno reports to Stefan.\n- Ravi reports to Bruno.\n- Nadia reports to Sanne.\n- Felix reports to Nadia.\n- Sofia works for Fernhill Foods.\n- Bruno works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Sanne reports to Ravi.\n- Sofia reports to Zoya.\n- Meridian Bank was founded in 1986.\n- Zoya reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Lattice Analytics is headquartered in Nagoya.\n- Atlas Freight was founded in 2009.\n- Pablo reports to Sanne.\n- Amara reports to Jonas.\n- Ingrid works for Northwind Systems.\n- Sanne works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid reports to Wren.\n- Mei works for Lattice Analytics.\n- Mei reports to Tobias.\n- Amara works for Crescent Telecom.\n- Deshawn reports to Amara.\n- Nadia works for Crescent Telecom.\n- Wren works for Northwind Systems.\n- Lattice Analytics was founded in 1990.\n- Tobias reports to Ingrid.\n- Tobias works for Atlas Freight.\n- Sanne reports to Nadia.\n- Crescent Telecom was founded in 1979.\n- Pablo works for Lattice Analytics.\n- Wren reports to Deshawn.\n- Nadia reports to Mei.\n- Atlas Freight is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Dunedin.\n- Northwind Systems was founded in 1991.\n- Jonas works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-155", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4977: employee Viktor T., hired 20 November 2021, separated 19 February 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2025-4977 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$7,500", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4977 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1998.\n- Cedar Retail Group is headquartered in Brno.\n- Bruno works for Cedar Retail Group.\n- Lucia reports to Sofia.\n- Sofia reports to Amara.\n- Sofia works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Felix works for Vantage Air.\n- Wren reports to Felix.\n- Viktor reports to Lucia.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Amara reports to Anders.\n- Anders reports to Dmitri.\n- Meridian Bank is headquartered in Valencia.\n- Viktor works for Meridian Bank.\n- Tessa works for Northwind Systems.\n- Lucia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Brno.\n- Meridian Bank was founded in 1995.\n- Northwind Systems was founded in 2000.\n- Dmitri reports to Bruno.\n- Bruno reports to Tessa.\n- Vantage Air was founded in 1978.\n- Dmitri works for Vantage Air.\n- Felix reports to Viktor.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-157", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9415: employee Stefan S., hired 24 September 2022, separated 28 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-9415 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$4,000", "3": "$3,450"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-158", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4032: employee Mateo S., hired 09 October 2020, separated 01 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4032?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-159", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1980.\n- Ingrid works for Cedar Retail Group.\n- Aisha reports to Deshawn.\n- Pablo reports to Wren.\n- Lattice Analytics was founded in 1975.\n- Wren works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Valencia.\n- Summit Energy was founded in 2001.\n- Felix works for Cedar Retail Group.\n- Tessa reports to Priya.\n- Nadia works for Lattice Analytics.\n- Northwind Systems was founded in 1998.\n- Lattice Analytics is headquartered in Valencia.\n- Yuki works for Cedar Retail Group.\n- Sanne works for Summit Energy.\n- Northwind Systems is headquartered in Valencia.\n- Sanne reports to Mara.\n- Deshawn works for Northwind Systems.\n- Felix reports to Nadia.\n- Pablo works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Priya works for Northwind Systems.\n- Priya reports to Pablo.\n- Nadia reports to Tessa.\n- Aisha works for Cedar Retail Group.\n- Ingrid reports to Aisha.\n- Deshawn reports to Sanne.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Mara reports to Yuki.\n- Yuki reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-161", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-162", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7277: employee Yuki R., hired 07 October 2019, separated 09 February 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2025-7277 under the controlling rules.", "criteria": {"0": "$11,200", "1": "$11,287", "2": "$48,533", "3": "$13,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2004.\n- Vantage Air is headquartered in Cork.\n- Deshawn works for Fernhill Foods.\n- Stefan reports to Mateo.\n- Jonas works for Vantage Air.\n- Mateo works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Priya works for Vantage Air.\n- Amara works for Fernhill Foods.\n- Bruno reports to Jonas.\n- Amara reports to Deshawn.\n- Fernhill Foods was founded in 2005.\n- Pinnacle Software is headquartered in Cork.\n- Chiara reports to Priya.\n- Beacon Insurance was founded in 2011.\n- Jonas reports to Chiara.\n- Priya reports to Stefan.\n- Chiara works for Vantage Air.\n- Beacon Insurance is headquartered in Bergen.\n- Vantage Air was founded in 2008.\n- Fernhill Foods is headquartered in Lyon.\n- Bruno works for Fernhill Foods.\n- Mateo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-164", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-165", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-166", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-167", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Viktor reports to Priya.\n- Viktor works for Crescent Telecom.\n- Callum reports to Zoya.\n- Nadia works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Priya reports to Mateo.\n- Ingrid reports to Nadia.\n- Stefan works for Lattice Analytics.\n- Crescent Telecom was founded in 1992.\n- Bruno reports to Hana.\n- Priya works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Wren reports to Stefan.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Tampere.\n- Wren works for Fernhill Foods.\n- Mateo reports to Ingrid.\n- Bruno works for Cobalt Health.\n- Hana reports to Callum.\n- Fernhill Foods is headquartered in Lyon.\n- Cobalt Health is headquartered in Oslo.\n- Nadia reports to Bruno.\n- Sofia reports to Wren.\n- Ingrid works for Fernhill Foods.\n- Callum works for Cobalt Health.\n- Fernhill Foods was founded in 2014.\n- Zoya reports to Sofia.\n- Lattice Analytics is headquartered in Lyon.\n- Cobalt Health was founded in 1994.\n- Lattice Analytics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Mara reports to Mei.\n- Mateo reports to Yuki.\n- Amara works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Meridian Bank is headquartered in Ghent.\n- Yuki reports to Mara.\n- Viktor works for Cobalt Health.\n- Mei reports to Hana.\n- Cobalt Health was founded in 2010.\n- Hana works for Beacon Insurance.\n- Priya works for Helios Logistics.\n- Beacon Insurance was founded in 1993.\n- Mateo works for Meridian Bank.\n- Nadia reports to Callum.\n- Anders reports to Priya.\n- Mei works for Helios Logistics.\n- Cobalt Health is headquartered in Dunedin.\n- Helios Logistics was founded in 2001.\n- Callum reports to Viktor.\n- Sofia reports to Nadia.\n- Helios Logistics is headquartered in Dunedin.\n- Viktor reports to Mateo.\n- Amara reports to Anders.\n- Anders works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Callum works for Meridian Bank.\n- Beacon Insurance is headquartered in Porto.\n- Nadia works for Helios Logistics.\n- Priya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-170", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7320: employee Zoya B., hired 07 April 2021, separated 09 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7320?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-171", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-172", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-173", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 08 November 2023): For employees hired on or after 08 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5558: employee Zoya T., hired 12 January 2020, separated 01 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-5558 under the controlling rules.", "criteria": {"0": "$132,000", "1": "$30,577", "2": "$30,462", "3": "$29,962"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-174", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8571: employee Zoya S., hired 15 June 2024, separated 28 February 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-8571 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$7,192", "3": "$3,635"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-175", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-176", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7204: employee Nadia R., hired 27 August 2022, separated 04 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7204?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-177", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-178", "family": "intent_v3", "state": "Incoming support message:\n\"26934 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-179", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "file_claim", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-180", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Chiara works for Vantage Air.\n- Atlas Freight is headquartered in Turku.\n- Anders works for Atlas Freight.\n- Vantage Air is headquartered in Turku.\n- Zoya reports to Chiara.\n- Deshawn reports to Nadia.\n- Pinnacle Software was founded in 2004.\n- Anders reports to Deshawn.\n- Summit Energy is headquartered in Nagoya.\n- Kenji reports to Callum.\n- Pinnacle Software is headquartered in Oslo.\n- Aisha reports to Ingrid.\n- Nadia reports to Zoya.\n- Callum reports to Aisha.\n- Omar works for Pinnacle Software.\n- Yuki reports to Kenji.\n- Aisha works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Atlas Freight was founded in 2015.\n- Ingrid works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Kenji works for Vantage Air.\n- Emeka reports to Omar.\n- Chiara reports to Yuki.\n- Deshawn works for Vantage Air.\n- Ingrid reports to Emeka.\n- Vantage Air was founded in 1993.\n- Summit Energy was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-182", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-183", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Bergen.\n- Mei works for Fernhill Foods.\n- Ravi works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Mei reports to Leila.\n- Beacon Insurance was founded in 2001.\n- Aisha works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Felix reports to Aisha.\n- Vantage Air is headquartered in Brno.\n- Fernhill Foods is headquartered in Bergen.\n- Leila works for Fernhill Foods.\n- Lattice Analytics is headquartered in Nagoya.\n- Zoya reports to Sanne.\n- Sanne reports to Mei.\n- Lattice Analytics was founded in 1991.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Leila reports to Ravi.\n- Aisha reports to Tessa.\n- Omar reports to Mara.\n- Mara works for Lattice Analytics.\n- Mara reports to Zoya.\n- Tessa reports to Omar.\n- Vantage Air was founded in 1982.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Nadia.\n- Nadia reports to Ingrid.\n- Hana reports to Anders.\n- Anders reports to Leila.\n- Ingrid reports to Hana.\n- Bluepine Aviation is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Ingrid works for Summit Energy.\n- Aisha works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Hana works for Beacon Insurance.\n- Northwind Systems is headquartered in Adelaide.\n- Amara reports to Jonas.\n- Jonas works for Northwind Systems.\n- Beacon Insurance was founded in 1996.\n- Anders works for Bluepine Aviation.\n- Northwind Systems was founded in 1976.\n- Leila reports to Aisha.\n- Bluepine Aviation was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1999", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Wren reports to Sanne.\n- Nadia reports to Priya.\n- Priya works for Crescent Telecom.\n- Ravi reports to Hana.\n- Wren works for Pinnacle Software.\n- Priya reports to Bruno.\n- Mei reports to Ravi.\n- Mei works for Lattice Analytics.\n- Lucia works for Meridian Bank.\n- Ravi works for Pinnacle Software.\n- Deshawn reports to Mei.\n- Emeka works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Mara reports to Nadia.\n- Bruno reports to Wren.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 1989.\n- Sanne reports to Deshawn.\n- Hana reports to Emeka.\n- Pinnacle Software is headquartered in Bergen.\n- Hana works for Lattice Analytics.\n- Pinnacle Software was founded in 2002.\n- Sanne works for Pinnacle Software.\n- Crescent Telecom was founded in 2007.\n- Mara works for Pinnacle Software.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Emeka reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1992.\n- Mateo reports to Deshawn.\n- Lucia reports to Dmitri.\n- Summit Energy was founded in 2012.\n- Lucia works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.\n- Kenji reports to Lucia.\n- Wren reports to Viktor.\n- Helios Logistics is headquartered in Adelaide.\n- Dmitri reports to Tessa.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji works for Summit Energy.\n- Helios Logistics was founded in 1983.\n- Viktor works for Helios Logistics.\n- Dmitri works for Atlas Freight.\n- Viktor reports to Kenji.\n- Crescent Telecom was founded in 1990.\n- Mateo works for Helios Logistics.\n- Tessa works for Atlas Freight.\n- Tessa reports to Mateo.\n- Atlas Freight is headquartered in Nagoya.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1987", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Oslo.\n- Felix works for Cobalt Health.\n- Callum reports to Mara.\n- Atlas Freight was founded in 1992.\n- Yuki works for Northwind Systems.\n- Kenji works for Atlas Freight.\n- Yuki reports to Amara.\n- Kenji reports to Felix.\n- Tobias works for Northwind Systems.\n- Tobias reports to Kenji.\n- Northwind Systems is headquartered in Halifax.\n- Wren works for Beacon Insurance.\n- Pablo works for Cobalt Health.\n- Atlas Freight is headquartered in Adelaide.\n- Wren reports to Callum.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1980.\n- Pablo reports to Deshawn.\n- Bruno works for Atlas Freight.\n- Amara reports to Bruno.\n- Northwind Systems was founded in 1997.\n- Felix reports to Wren.\n- Callum works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Cobalt Health was founded in 2007.\n- Mara reports to Pablo.\n- Amara works for Cobalt Health.\n- Bruno reports to Tobias.\n- Deshawn reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-189", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Anders works for Crescent Telecom.\n- Meridian Bank was founded in 1999.\n- Tessa works for Northwind Systems.\n- Felix reports to Wren.\n- Omar reports to Mara.\n- Meridian Bank is headquartered in Austin.\n- Viktor reports to Pablo.\n- Omar works for Crescent Telecom.\n- Northwind Systems is headquartered in Valencia.\n- Crescent Telecom was founded in 1977.\n- Pablo reports to Mei.\n- Northwind Systems was founded in 1997.\n- Wren reports to Jonas.\n- Mei reports to Lucia.\n- Tessa reports to Viktor.\n- Pablo works for Beacon Insurance.\n- Anders reports to Nadia.\n- Viktor works for Crescent Telecom.\n- Mara reports to Tessa.\n- Felix works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Valencia.\n- Wren works for Beacon Insurance.\n- Lucia reports to Felix.\n- Jonas reports to Anders.\n- Beacon Insurance was founded in 1995.\n- Mei works for Meridian Bank.\n- Jonas works for Northwind Systems.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-191", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3027: employee Hana M., hired 20 March 2024, separated 20 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3027?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-192", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8452: employee Yuki K., hired 15 June 2023, separated 26 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8452?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-193", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8405: employee Dmitri B., hired 07 November 2022, separated 25 February 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-8405 under the controlling rules.", "criteria": {"0": "$5,100", "1": "$5,175", "2": "$22,100", "3": "$4,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2011.\n- Vantage Air is headquartered in Austin.\n- Priya works for Summit Energy.\n- Dmitri works for Crescent Telecom.\n- Felix works for Helios Logistics.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Emeka reports to Priya.\n- Dmitri reports to Ravi.\n- Vantage Air was founded in 1992.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Ravi works for Crescent Telecom.\n- Felix reports to Wren.\n- Crescent Telecom is headquartered in Dunedin.\n- Wren reports to Stefan.\n- Helios Logistics was founded in 2012.\n- Crescent Telecom was founded in 1997.\n- Stefan reports to Dmitri.\n- Emeka works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Priya reports to Jonas.\n- Jonas reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Adelaide.\n- Kenji reports to Mei.\n- Viktor reports to Wren.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.\n- Fernhill Foods is headquartered in Lyon.\n- Wren works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Northwind Systems was founded in 1987.\n- Priya reports to Kenji.\n- Mei reports to Felix.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Northwind Systems is headquartered in Adelaide.\n- Viktor works for Northwind Systems.\n- Felix reports to Zoya.\n- Priya works for Crescent Telecom.\n- Mei works for Fernhill Foods.\n- Mateo works for Northwind Systems.\n- Zoya reports to Mateo.\n- Mateo reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-196", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6318: employee Tessa K., hired 27 June 2022, separated 27 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6318?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Summit Energy was founded in 1993.\n- Fernhill Foods is headquartered in Nagoya.\n- Tobias reports to Dmitri.\n- Pablo reports to Callum.\n- Summit Energy is headquartered in Nagoya.\n- Zoya reports to Felix.\n- Zoya works for Fernhill Foods.\n- Helios Logistics was founded in 2001.\n- Emeka reports to Sanne.\n- Sanne reports to Sofia.\n- Deshawn reports to Zoya.\n- Priya works for Vantage Air.\n- Tobias works for Vantage Air.\n- Deshawn works for Helios Logistics.\n- Callum works for Summit Energy.\n- Pablo works for Helios Logistics.\n- Sofia works for Fernhill Foods.\n- Helios Logistics is headquartered in Nagoya.\n- Felix reports to Tobias.\n- Fernhill Foods was founded in 2011.\n- Emeka works for Summit Energy.\n- Sofia reports to Mei.\n- Felix works for Fernhill Foods.\n- Priya reports to Pablo.\n- Vantage Air was founded in 1999.\n- Sanne works for Fernhill Foods.\n- Mei works for Helios Logistics.\n- Mei reports to Deshawn.\n- Dmitri works for Helios Logistics.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-198", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-199", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-200", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9463: employee Ingrid B., hired 03 January 2022, separated 31 October 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-9463 under the controlling rules.", "criteria": {"0": "$6,650", "1": "$6,500", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-201", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-202", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Felix.\n- Summit Energy is headquartered in Turku.\n- Felix works for Atlas Freight.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Ravi.\n- Leila works for Atlas Freight.\n- Crescent Telecom was founded in 2007.\n- Jonas reports to Mei.\n- Mei reports to Amara.\n- Mei works for Pinnacle Software.\n- Leila reports to Nadia.\n- Crescent Telecom is headquartered in Brno.\n- Pinnacle Software was founded in 1996.\n- Emeka reports to Bruno.\n- Ravi works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Jonas works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Amara works for Pinnacle Software.\n- Bruno works for Atlas Freight.\n- Felix reports to Jonas.\n- Pinnacle Software is headquartered in Cork.\n- Summit Energy was founded in 1984.\n- Amara reports to Mateo.\n- Emeka works for Atlas Freight.\n- Ravi reports to Emeka.\n- Atlas Freight was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Elena reports to Deshawn.\n- Vantage Air was founded in 2014.\n- Vantage Air is headquartered in Malmo.\n- Tobias reports to Omar.\n- Cedar Retail Group is headquartered in Malmo.\n- Leila reports to Hana.\n- Hana reports to Mara.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Sanne.\n- Emeka works for Vantage Air.\n- Sanne reports to Amara.\n- Callum works for Vantage Air.\n- Pablo reports to Callum.\n- Beacon Insurance is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2004.\n- Elena works for Vantage Air.\n- Omar reports to Leila.\n- Amara works for Summit Energy.\n- Deshawn works for Cedar Retail Group.\n- Amara reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Omar works for Vantage Air.\n- Leila works for Vantage Air.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 1985.\n- Summit Energy is headquartered in Tallinn.\n- Beacon Insurance was founded in 2011.\n- Pablo works for Vantage Air.\n- Mara reports to Pablo.\n- Deshawn reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Kenji.\n- Bluepine Aviation was founded in 2006.\n- Kenji works for Bluepine Aviation.\n- Pablo reports to Wren.\n- Crescent Telecom was founded in 2009.\n- Zoya reports to Pablo.\n- Wren works for Bluepine Aviation.\n- Aisha reports to Zoya.\n- Crescent Telecom is headquartered in Malmo.\n- Mara works for Bluepine Aviation.\n- Leila reports to Priya.\n- Meridian Bank was founded in 1979.\n- Leila works for Crescent Telecom.\n- Priya works for Bluepine Aviation.\n- Deshawn reports to Tobias.\n- Northwind Systems is headquartered in Leeds.\n- Viktor works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Priya reports to Mara.\n- Mara reports to Deshawn.\n- Kenji reports to Viktor.\n- Aisha works for Bluepine Aviation.\n- Viktor reports to Aisha.\n- Zoya works for Bluepine Aviation.\n- Northwind Systems was founded in 2009.\n- Wren reports to Leila.\n- Tobias works for Crescent Telecom.\n- Meridian Bank is headquartered in Lyon.\n- Deshawn works for Northwind Systems.\n- Bluepine Aviation is headquartered in Lyon.\n- Chiara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-206", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 August 2022): For employees hired on or after 18 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3119: employee Mara B., hired 05 February 2019, separated 30 November 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3119?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-207", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7134: employee Viktor A., hired 14 February 2023, separated 04 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7134?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-208", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-209", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7247: employee Mateo A., hired 29 January 2021, separated 02 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7247?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-210", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9682: employee Priya T., hired 25 November 2024, separated 18 August 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9682?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-211", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-212", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-213", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cedar Retail Group.\n- Tobias reports to Amara.\n- Mei reports to Mara.\n- Wren works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Austin.\n- Mei works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tallinn.\n- Fernhill Foods was founded in 2011.\n- Chiara works for Cedar Retail Group.\n- Felix reports to Elena.\n- Amara reports to Mei.\n- Omar works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Mara works for Cedar Retail Group.\n- Chiara reports to Wren.\n- Amara works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Elena reports to Jonas.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2004.\n- Pinnacle Software was founded in 1976.\n- Wren reports to Zoya.\n- Crescent Telecom was founded in 1999.\n- Zoya reports to Omar.\n- Elena works for Pinnacle Software.\n- Pablo reports to Chiara.\n- Pablo works for Crescent Telecom.\n- Omar reports to Tobias.\n- Jonas reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-215", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8663: employee Callum R., hired 13 March 2021, separated 27 January 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8663?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Viktor.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1989.\n- Sofia reports to Amara.\n- Atlas Freight was founded in 1995.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Pinnacle Software was founded in 1997.\n- Ingrid works for Pinnacle Software.\n- Leila reports to Mara.\n- Viktor reports to Leila.\n- Mara works for Pinnacle Software.\n- Felix reports to Ingrid.\n- Amara reports to Tobias.\n- Atlas Freight is headquartered in Porto.\n- Leila works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Viktor works for Crescent Telecom.\n- Mara reports to Felix.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-217", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 7, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5799: employee Wren S., hired 16 July 2022, separated 01 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5799?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-218", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7490: employee Deshawn R., hired 21 June 2021, separated 22 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7490?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-219", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-220", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3868: employee Priya T., hired 07 October 2022, separated 13 October 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-3868 under the controlling rules.", "criteria": {"0": "$5,769", "1": "$9,231", "2": "$40,000", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-221", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3969: employee Emeka T., hired 09 December 2023, separated 12 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-3969 under the controlling rules.", "criteria": {"0": "$9,087", "1": "$8,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-222", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1330: employee Ingrid K., hired 15 February 2024, separated 04 January 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1330?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-223", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8211: employee Dmitri B., hired 17 March 2022, separated 29 October 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-8211 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$6,300", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-224", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8571: employee Mei R., hired 10 March 2021, separated 14 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8571?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-225", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "set_timer", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-226", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1255: employee Sanne T., hired 15 March 2022, separated 24 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1255?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-227", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-228", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4925: employee Hana A., hired 25 December 2020, separated 31 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4925?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4925 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Yuki reports to Pablo.\n- Lucia reports to Jonas.\n- Ingrid reports to Lucia.\n- Wren works for Pinnacle Software.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom was founded in 1985.\n- Jonas works for Bluepine Aviation.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Lucia works for Crescent Telecom.\n- Pinnacle Software was founded in 2002.\n- Pinnacle Software is headquartered in Brno.\n- Wren reports to Tessa.\n- Fernhill Foods is headquartered in Lyon.\n- Tessa reports to Ingrid.\n- Bluepine Aviation was founded in 2008.\n- Yuki works for Pinnacle Software.\n- Amara works for Bluepine Aviation.\n- Jonas reports to Yuki.\n- Bluepine Aviation is headquartered in Brno.\n- Fernhill Foods was founded in 2010.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-230", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 7894\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "change_address", "4": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-231", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-232", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-233", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-234", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-235", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Priya.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Viktor reports to Mara.\n- Ingrid reports to Tessa.\n- Vantage Air was founded in 1976.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tallinn.\n- Mara works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Tessa reports to Wren.\n- Ingrid works for Vantage Air.\n- Ironwood Manufacturing was founded in 1976.\n- Nadia reports to Ingrid.\n- Fernhill Foods was founded in 1976.\n- Crescent Telecom was founded in 1986.\n- Priya reports to Viktor.\n- Tessa works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Nadia works for Fernhill Foods.\n- Vantage Air is headquartered in Leeds.\n- Mara reports to Nadia.\n- Crescent Telecom is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-237", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-238", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8800: employee Wren M., hired 20 December 2020, separated 06 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8800?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-239", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-240", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5052: employee Stefan B., hired 27 August 2021, separated 11 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5052?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-241", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1997.\n- Tessa reports to Dmitri.\n- Deshawn reports to Yuki.\n- Kenji works for Northwind Systems.\n- Kenji reports to Stefan.\n- Northwind Systems was founded in 1984.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Tobias works for Northwind Systems.\n- Stefan reports to Hana.\n- Yuki works for Bluepine Aviation.\n- Tobias reports to Ingrid.\n- Felix reports to Tobias.\n- Pinnacle Software is headquartered in Bergen.\n- Tessa works for Bluepine Aviation.\n- Hana reports to Deshawn.\n- Ingrid works for Meridian Bank.\n- Hana works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Meridian Bank was founded in 2005.\n- Dmitri works for Northwind Systems.\n- Ingrid reports to Sofia.\n- Northwind Systems is headquartered in Nagoya.\n- Felix works for Northwind Systems.\n- Anders reports to Kenji.\n- Sofia reports to Tessa.\n- Sofia works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Dmitri reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-243", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 September 2022): For employees hired on or after 25 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7621: employee Sanne M., hired 30 May 2019, separated 03 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7621?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-244", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1079: employee Pablo B., hired 29 November 2022, separated 17 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-1079 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$8,308", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Wren.\n- Wren works for Meridian Bank.\n- Chiara reports to Emeka.\n- Summit Energy was founded in 1989.\n- Yuki reports to Chiara.\n- Viktor works for Summit Energy.\n- Yuki works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Viktor reports to Yuki.\n- Cedar Retail Group is headquartered in Adelaide.\n- Chiara works for Cedar Retail Group.\n- Pablo works for Atlas Freight.\n- Meridian Bank is headquartered in Adelaide.\n- Emeka reports to Pablo.\n- Tobias reports to Viktor.\n- Cedar Retail Group was founded in 1996.\n- Atlas Freight was founded in 1990.\n- Pablo reports to Stefan.\n- Ravi works for Cedar Retail Group.\n- Tobias works for Meridian Bank.\n- Ravi reports to Tobias.\n- Summit Energy is headquartered in Basel.\n- Atlas Freight is headquartered in Austin.\n- Stefan reports to Anders.\n- Anders works for Cedar Retail Group.\n- Stefan works for Meridian Bank.\n- Meridian Bank was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-246", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3274: employee Sofia B., hired 07 September 2023, separated 02 September 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-3274 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$10,231", "2": "$9,231", "3": "$6,923"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-247", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-248", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-249", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-250", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3417: employee Yuki B., hired 17 January 2023, separated 01 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3417?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-251", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-252", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5883: employee Sofia T., hired 04 October 2022, separated 30 December 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-5883 under the controlling rules.", "criteria": {"0": "$7,200", "1": "$34,667", "2": "$8,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-253", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1983.\n- Callum reports to Mei.\n- Aisha works for Cobalt Health.\n- Mei works for Cedar Retail Group.\n- Lucia reports to Leila.\n- Bluepine Aviation is headquartered in Basel.\n- Cobalt Health is headquartered in Brno.\n- Callum works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Ravi reports to Ingrid.\n- Tessa reports to Ravi.\n- Cedar Retail Group was founded in 2001.\n- Ingrid works for Cobalt Health.\n- Leila reports to Tessa.\n- Bluepine Aviation was founded in 1995.\n- Tessa works for Bluepine Aviation.\n- Crescent Telecom was founded in 1986.\n- Lucia works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Brno.\n- Aisha reports to Lucia.\n- Stefan works for Cobalt Health.\n- Ingrid reports to Felix.\n- Stefan reports to Aisha.\n- Felix reports to Callum.\n- Leila works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-255", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 01 May 2023): For employees hired on or after 01 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9663: employee Felix B., hired 26 December 2020, separated 21 November 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2026-9663 under the controlling rules.", "criteria": {"0": "$43,000", "1": "$9,923", "2": "$10,038", "3": "$11,923"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-256", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3241: employee Tessa R., hired 25 August 2021, separated 26 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3241?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-257", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3166: employee Lucia B., hired 15 November 2024, separated 31 March 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3166?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-258", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-259", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-260", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3614: employee Tobias B., hired 07 June 2023, separated 06 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3614?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-261", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 1130 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-262", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-263", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8181: employee Anders S., hired 16 April 2024, separated 20 May 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-8181 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$3,808", "2": "$4,615", "3": "$5,115"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-264", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-265", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3744: employee Priya M., hired 07 March 2022, separated 21 May 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-3744 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,950", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-266", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Anders.\n- Mara works for Atlas Freight.\n- Wren reports to Lucia.\n- Anders reports to Deshawn.\n- Zoya works for Crescent Telecom.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1997.\n- Ravi reports to Callum.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lucia reports to Mara.\n- Atlas Freight was founded in 1978.\n- Wren works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Crescent Telecom was founded in 2002.\n- Anders works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Basel.\n- Deshawn reports to Zoya.\n- Deshawn works for Crescent Telecom.\n- Cobalt Health is headquartered in Austin.\n- Mara reports to Ravi.\n- Ironwood Manufacturing was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-268", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 February 2023): For employees hired on or after 13 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6934: employee Dmitri T., hired 27 January 2022, separated 05 August 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-6934 under the controlling rules.", "criteria": {"0": "$3,375", "1": "$14,300", "2": "$3,800", "3": "$3,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-269", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8900: employee Omar A., hired 02 August 2023, separated 10 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8900?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Tobias works for Atlas Freight.\n- Lattice Analytics was founded in 2001.\n- Lattice Analytics is headquartered in Nagoya.\n- Bruno works for Atlas Freight.\n- Deshawn reports to Mei.\n- Cobalt Health was founded in 1985.\n- Tobias reports to Bruno.\n- Yuki works for Lattice Analytics.\n- Atlas Freight is headquartered in Nagoya.\n- Bruno reports to Zoya.\n- Yuki reports to Ingrid.\n- Crescent Telecom was founded in 1998.\n- Cobalt Health is headquartered in Leeds.\n- Crescent Telecom is headquartered in Leeds.\n- Chiara reports to Tobias.\n- Mei reports to Elena.\n- Deshawn works for Atlas Freight.\n- Mei works for Cobalt Health.\n- Zoya reports to Deshawn.\n- Zoya works for Cobalt Health.\n- Ingrid reports to Stefan.\n- Elena works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Elena reports to Yuki.\n- Atlas Freight was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-271", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1998.\n- Jonas reports to Pablo.\n- Lattice Analytics is headquartered in Basel.\n- Hana reports to Zoya.\n- Vantage Air was founded in 2002.\n- Kenji works for Ironwood Manufacturing.\n- Pablo reports to Hana.\n- Zoya works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Stefan reports to Kenji.\n- Ironwood Manufacturing was founded in 1984.\n- Kenji reports to Felix.\n- Beacon Insurance is headquartered in Halifax.\n- Pablo works for Lattice Analytics.\n- Stefan works for Beacon Insurance.\n- Vantage Air is headquartered in Halifax.\n- Yuki reports to Stefan.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Hana works for Ironwood Manufacturing.\n- Felix reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-273", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6098: employee Lucia R., hired 31 December 2021, separated 20 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-6098 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$30,333", "2": "$7,000", "3": "$5,775"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Yuki reports to Mateo.\n- Callum reports to Kenji.\n- Yuki works for Northwind Systems.\n- Pablo works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.\n- Aisha works for Cedar Retail Group.\n- Kenji reports to Chiara.\n- Viktor reports to Ravi.\n- Beacon Insurance was founded in 1981.\n- Summit Energy was founded in 1984.\n- Northwind Systems is headquartered in Leeds.\n- Cedar Retail Group was founded in 1986.\n- Ravi reports to Callum.\n- Kenji works for Cedar Retail Group.\n- Ravi works for Beacon Insurance.\n- Summit Energy is headquartered in Oslo.\n- Pablo reports to Stefan.\n- Aisha reports to Yuki.\n- Stefan reports to Aisha.\n- Cedar Retail Group is headquartered in Ghent.\n- Jonas reports to Pablo.\n- Stefan works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Beacon Insurance is headquartered in Oslo.\n- Northwind Systems was founded in 2006.\n- Callum works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Mateo reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Chiara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-275", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7734: employee Nadia S., hired 09 December 2023, separated 26 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-7734 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$17,333", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-276", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-277", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-278", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4755: employee Callum B., hired 17 May 2023, separated 22 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4755?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-279", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7194: employee Felix B., hired 18 June 2020, separated 01 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7194?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-280", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-281", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6683: employee Priya T., hired 27 February 2024, separated 17 February 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6683?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-282", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 October 2022): For employees hired on or after 10 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8193: employee Elena R., hired 01 October 2019, separated 07 July 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-8193 under the controlling rules.", "criteria": {"0": "$4,750", "1": "$5,000", "2": "$4,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Ravi works for Lattice Analytics.\n- Meridian Bank is headquartered in Bergen.\n- Summit Energy was founded in 1982.\n- Leila reports to Pablo.\n- Lucia works for Lattice Analytics.\n- Bruno works for Summit Energy.\n- Lucia reports to Sofia.\n- Sofia reports to Tessa.\n- Cobalt Health was founded in 2010.\n- Lattice Analytics was founded in 1997.\n- Mei works for Meridian Bank.\n- Lattice Analytics is headquartered in Bergen.\n- Tessa works for Cobalt Health.\n- Sofia works for Meridian Bank.\n- Mei reports to Lucia.\n- Ingrid works for Meridian Bank.\n- Omar reports to Bruno.\n- Leila works for Lattice Analytics.\n- Ingrid reports to Leila.\n- Pablo reports to Omar.\n- Summit Energy is headquartered in Tampere.\n- Ravi reports to Mei.\n- Meridian Bank was founded in 1989.\n- Cobalt Health is headquartered in Oslo.\n- Omar works for Summit Energy.\n- Tessa reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-284", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 October 2022): For employees hired on or after 24 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2438: employee Viktor T., hired 25 June 2022, separated 11 October 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-2438 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$15,167", "2": "$4,500", "3": "$3,413"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-285", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Mateo works for Beacon Insurance.\n- Atlas Freight is headquartered in Lyon.\n- Kenji works for Beacon Insurance.\n- Crescent Telecom was founded in 1978.\n- Tobias works for Crescent Telecom.\n- Chiara works for Atlas Freight.\n- Mara reports to Aisha.\n- Atlas Freight was founded in 1989.\n- Jonas reports to Amara.\n- Beacon Insurance is headquartered in Adelaide.\n- Mei reports to Jonas.\n- Chiara reports to Mara.\n- Hana works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Aisha reports to Hana.\n- Aisha works for Bluepine Aviation.\n- Hana reports to Tobias.\n- Bluepine Aviation is headquartered in Ghent.\n- Beacon Insurance was founded in 2001.\n- Mei works for Atlas Freight.\n- Yuki reports to Chiara.\n- Tobias reports to Sanne.\n- Mateo reports to Yuki.\n- Kenji reports to Mei.\n- Crescent Telecom is headquartered in Lyon.\n- Mara works for Crescent Telecom.\n- Amara reports to Mateo.\n- Yuki works for Bluepine Aviation.\n- Sanne works for Crescent Telecom.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-287", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1923: employee Mara S., hired 26 November 2021, separated 29 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1923?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-288", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-289", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-290", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-291", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4676: employee Jonas T., hired 15 August 2019, separated 02 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4676?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-292", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Leeds.\n- Sanne works for Fernhill Foods.\n- Emeka reports to Stefan.\n- Fernhill Foods was founded in 1999.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2013.\n- Emeka works for Atlas Freight.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Cobalt Health was founded in 2002.\n- Ravi reports to Elena.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Aisha works for Cobalt Health.\n- Nadia reports to Sanne.\n- Sofia works for Atlas Freight.\n- Aisha reports to Jonas.\n- Elena reports to Dmitri.\n- Jonas reports to Nadia.\n- Sofia reports to Emeka.\n- Dmitri reports to Sofia.\n- Stefan works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ravi works for Cobalt Health.\n- Jonas works for Atlas Freight.\n- Cobalt Health is headquartered in Basel.\n- Stefan reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Priya works for Crescent Telecom.\n- Sofia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2007.\n- Stefan works for Crescent Telecom.\n- Sofia reports to Tessa.\n- Stefan reports to Elena.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1977.\n- Crescent Telecom is headquartered in Dunedin.\n- Anders works for Crescent Telecom.\n- Tessa reports to Lucia.\n- Omar works for Pinnacle Software.\n- Jonas reports to Sofia.\n- Lucia reports to Ravi.\n- Cedar Retail Group is headquartered in Tallinn.\n- Anders reports to Jonas.\n- Tessa works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Bluepine Aviation was founded in 2003.\n- Priya reports to Omar.\n- Omar reports to Anders.\n- Elena works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Brno.\n- Elena reports to Priya.\n- Crescent Telecom was founded in 1992.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Omar reports to Priya.\n- Priya works for Beacon Insurance.\n- Mara reports to Jonas.\n- Vantage Air is headquartered in Turku.\n- Mara works for Meridian Bank.\n- Yuki reports to Mara.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 2003.\n- Beacon Insurance is headquartered in Halifax.\n- Chiara works for Meridian Bank.\n- Beacon Insurance was founded in 1981.\n- Elena works for Meridian Bank.\n- Crescent Telecom is headquartered in Lyon.\n- Chiara reports to Tobias.\n- Crescent Telecom was founded in 2013.\n- Omar works for Vantage Air.\n- Deshawn works for Beacon Insurance.\n- Meridian Bank is headquartered in Oslo.\n- Elena reports to Yuki.\n- Yuki works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Jonas reports to Deshawn.\n- Tobias reports to Omar.\n- Meridian Bank was founded in 1978.\n- Deshawn reports to Chiara.\n- Priya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Nadia.\n- Northwind Systems is headquartered in Tampere.\n- Pinnacle Software was founded in 1982.\n- Bruno reports to Emeka.\n- Meridian Bank was founded in 2001.\n- Atlas Freight was founded in 1977.\n- Pinnacle Software is headquartered in Tampere.\n- Aisha reports to Ingrid.\n- Emeka reports to Ravi.\n- Meridian Bank is headquartered in Lyon.\n- Bruno works for Pinnacle Software.\n- Nadia works for Atlas Freight.\n- Sofia reports to Tobias.\n- Nadia reports to Aisha.\n- Emeka works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Aisha works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Ravi reports to Callum.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid works for Pinnacle Software.\n- Callum reports to Sofia.\n- Northwind Systems was founded in 2002.\n- Mateo reports to Bruno.\n- Tobias works for Atlas Freight.\n- Mateo works for Northwind Systems.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-297", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 November 2025): For employees hired on or after 22 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1152: employee Sanne A., hired 02 December 2022, separated 01 June 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1152?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Brno.\n- Felix works for Crescent Telecom.\n- Atlas Freight was founded in 1975.\n- Crescent Telecom was founded in 1984.\n- Hana works for Meridian Bank.\n- Zoya works for Fernhill Foods.\n- Bruno works for Atlas Freight.\n- Omar reports to Mei.\n- Bruno reports to Hana.\n- Sanne works for Meridian Bank.\n- Fernhill Foods was founded in 1984.\n- Mara works for Atlas Freight.\n- Zoya reports to Bruno.\n- Hana reports to Omar.\n- Sanne reports to Zoya.\n- Yuki works for Atlas Freight.\n- Meridian Bank was founded in 1993.\n- Felix reports to Mara.\n- Crescent Telecom is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Mara reports to Yuki.\n- Omar works for Atlas Freight.\n- Yuki reports to Leila.\n- Fernhill Foods is headquartered in Tallinn.\n- Mei reports to Felix.\n- Leila works for Atlas Freight.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-299", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 February 2025): For employees hired on or after 05 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3270: employee Callum M., hired 02 June 2021, separated 17 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3270?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Lucia.\n- Priya reports to Mateo.\n- Leila reports to Zoya.\n- Ingrid reports to Amara.\n- Ingrid works for Beacon Insurance.\n- Mateo works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Beacon Insurance was founded in 1976.\n- Beacon Insurance is headquartered in Cork.\n- Leila works for Fernhill Foods.\n- Northwind Systems is headquartered in Bergen.\n- Pinnacle Software is headquartered in Nagoya.\n- Northwind Systems was founded in 1985.\n- Amara reports to Priya.\n- Stefan works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Lucia reports to Stefan.\n- Pinnacle Software was founded in 2001.\n- Amara works for Fernhill Foods.\n- Stefan reports to Ingrid.\n- Priya works for Northwind Systems.\n- Fernhill Foods was founded in 2013.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-301", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-302", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "play_music", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-303", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Amara reports to Dmitri.\n- Sofia reports to Ingrid.\n- Atlas Freight is headquartered in Tallinn.\n- Dmitri reports to Aisha.\n- Bluepine Aviation was founded in 1978.\n- Amara works for Meridian Bank.\n- Ingrid works for Atlas Freight.\n- Aisha works for Summit Energy.\n- Ingrid reports to Amara.\n- Jonas works for Meridian Bank.\n- Jonas reports to Felix.\n- Dmitri works for Meridian Bank.\n- Callum reports to Jonas.\n- Atlas Freight was founded in 2015.\n- Meridian Bank was founded in 1987.\n- Summit Energy was founded in 1977.\n- Aisha reports to Callum.\n- Sofia works for Atlas Freight.\n- Meridian Bank is headquartered in Tallinn.\n- Felix works for Atlas Freight.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-305", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-306", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sofia.\n- Ironwood Manufacturing was founded in 1983.\n- Amara works for Ironwood Manufacturing.\n- Felix reports to Priya.\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Mara works for Bluepine Aviation.\n- Leila works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Fernhill Foods was founded in 1992.\n- Yuki works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Amara reports to Felix.\n- Sofia reports to Yuki.\n- Fernhill Foods is headquartered in Adelaide.\n- Cobalt Health is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Sofia works for Ironwood Manufacturing.\n- Felix works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Priya reports to Ingrid.\n- Leila reports to Amara.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-308", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9706: employee Ingrid R., hired 14 February 2023, separated 26 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-9706 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$8,731", "2": "$6,000", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Beacon Insurance is headquartered in Leeds.\n- Omar reports to Tobias.\n- Cedar Retail Group was founded in 1988.\n- Deshawn works for Beacon Insurance.\n- Mei reports to Sofia.\n- Deshawn reports to Chiara.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1976.\n- Ravi reports to Ingrid.\n- Chiara reports to Mei.\n- Chiara works for Cedar Retail Group.\n- Tobias works for Meridian Bank.\n- Tobias reports to Deshawn.\n- Omar works for Beacon Insurance.\n- Aisha reports to Omar.\n- Mei works for Cedar Retail Group.\n- Ingrid reports to Anders.\n- Meridian Bank is headquartered in Leeds.\n- Aisha works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Tampere.\n- Ravi works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1976.\n- Anders works for Meridian Bank.\n- Sofia reports to Ravi.\n- Cedar Retail Group is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-310", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-311", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-312", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 71643 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-313", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "provision_access", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-314", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-315", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1999.\n- Vantage Air is headquartered in Brno.\n- Kenji works for Ironwood Manufacturing.\n- Nadia reports to Amara.\n- Omar works for Vantage Air.\n- Tessa reports to Pablo.\n- Stefan reports to Nadia.\n- Omar reports to Kenji.\n- Sanne works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Zoya works for Vantage Air.\n- Pablo reports to Dmitri.\n- Stefan works for Vantage Air.\n- Sofia reports to Zoya.\n- Ironwood Manufacturing was founded in 2015.\n- Amara reports to Sofia.\n- Amara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Dmitri works for Helios Logistics.\n- Meridian Bank is headquartered in Brno.\n- Vantage Air was founded in 2010.\n- Ingrid works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Kenji reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya reports to Omar.\n- Nadia works for Vantage Air.\n- Sanne reports to Tessa.\n- Sofia works for Helios Logistics.\n- Ingrid reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Deshawn.\n- Crescent Telecom was founded in 1995.\n- Fernhill Foods was founded in 1992.\n- Amara reports to Leila.\n- Crescent Telecom is headquartered in Cork.\n- Pinnacle Software was founded in 1978.\n- Deshawn works for Fernhill Foods.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods is headquartered in Oslo.\n- Ravi reports to Stefan.\n- Yuki reports to Wren.\n- Leila works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Northwind Systems is headquartered in Oslo.\n- Kenji works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Viktor reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Leila reports to Viktor.\n- Hana reports to Amara.\n- Amara works for Northwind Systems.\n- Wren reports to Hana.\n- Kenji reports to Yuki.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Pinnacle Software is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-318", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-319", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-320", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-321", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4451: employee Elena A., hired 02 April 2024, separated 28 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4451?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-322", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-323", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5248: employee Elena M., hired 30 June 2020, separated 14 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5248?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-324", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-325", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2865: employee Omar R., hired 11 November 2023, separated 11 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2865?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Tessa works for Crescent Telecom.\n- Vantage Air is headquartered in Lyon.\n- Wren works for Cedar Retail Group.\n- Kenji reports to Callum.\n- Felix works for Cobalt Health.\n- Priya works for Cedar Retail Group.\n- Felix reports to Priya.\n- Sofia works for Vantage Air.\n- Mara works for Vantage Air.\n- Crescent Telecom was founded in 2001.\n- Cobalt Health was founded in 1984.\n- Crescent Telecom is headquartered in Porto.\n- Mara reports to Wren.\n- Cobalt Health is headquartered in Lyon.\n- Tessa reports to Mara.\n- Callum works for Vantage Air.\n- Priya reports to Tobias.\n- Cedar Retail Group is headquartered in Bergen.\n- Tobias works for Vantage Air.\n- Tobias reports to Tessa.\n- Mateo works for Vantage Air.\n- Kenji works for Vantage Air.\n- Wren reports to Sofia.\n- Sofia reports to Kenji.\n- Callum reports to Mateo.\n- Cedar Retail Group was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-327", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-328", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7494: employee Sofia K., hired 24 July 2022, separated 05 June 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7494?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-329", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-330", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2008.\n- Aisha works for Pinnacle Software.\n- Priya reports to Aisha.\n- Nadia works for Summit Energy.\n- Ingrid reports to Priya.\n- Jonas reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Yuki works for Pinnacle Software.\n- Zoya reports to Nadia.\n- Cedar Retail Group was founded in 2003.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia reports to Ingrid.\n- Priya works for Pinnacle Software.\n- Leila reports to Ravi.\n- Aisha reports to Yuki.\n- Meridian Bank was founded in 1991.\n- Ingrid works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Porto.\n- Leila works for Summit Energy.\n- Jonas works for Summit Energy.\n- Yuki reports to Callum.\n- Callum reports to Leila.\n- Summit Energy is headquartered in Porto.\n- Summit Energy was founded in 1981.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Aisha reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Tobias works for Bluepine Aviation.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Stefan reports to Callum.\n- Elena reports to Ingrid.\n- Sanne reports to Stefan.\n- Aisha works for Bluepine Aviation.\n- Beacon Insurance was founded in 2015.\n- Ravi reports to Aisha.\n- Jonas reports to Tobias.\n- Sofia reports to Elena.\n- Sofia works for Bluepine Aviation.\n- Callum works for Beacon Insurance.\n- Elena works for Fernhill Foods.\n- Callum reports to Sofia.\n- Ingrid works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Sanne works for Fernhill Foods.\n- Lattice Analytics was founded in 2010.\n- Bluepine Aviation was founded in 1983.\n- Lattice Analytics is headquartered in Bergen.\n- Ingrid reports to Ravi.\n- Fernhill Foods was founded in 1975.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Tobias reports to Mateo.\n- Stefan works for Bluepine Aviation.\n- Sofia reports to Hana.\n- Pinnacle Software is headquartered in Basel.\n- Hana reports to Jonas.\n- Cedar Retail Group is headquartered in Valencia.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Bluepine Aviation is headquartered in Adelaide.\n- Jonas reports to Kenji.\n- Mei works for Cedar Retail Group.\n- Jonas works for Cobalt Health.\n- Cedar Retail Group was founded in 1987.\n- Kenji works for Bluepine Aviation.\n- Mateo reports to Sofia.\n- Cobalt Health was founded in 2007.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Stefan reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Pinnacle Software was founded in 1975.\n- Mateo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Viktor works for Vantage Air.\n- Amara works for Summit Energy.\n- Sanne reports to Hana.\n- Mateo reports to Viktor.\n- Lattice Analytics was founded in 1996.\n- Hana works for Vantage Air.\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Ghent.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Hana reports to Tobias.\n- Emeka reports to Ingrid.\n- Mateo works for Vantage Air.\n- Tobias reports to Amara.\n- Ingrid works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Amara reports to Omar.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy was founded in 1990.\n- Ingrid reports to Mateo.\n- Summit Energy is headquartered in Tallinn.\n- Omar works for Lattice Analytics.\n- Omar reports to Emeka.\n- Bruno reports to Sanne.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-335", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6792: employee Aisha S., hired 07 April 2022, separated 31 May 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6792?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Zoya works for Lattice Analytics.\n- Yuki works for Summit Energy.\n- Meridian Bank was founded in 2012.\n- Yuki reports to Elena.\n- Leila works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1985.\n- Zoya reports to Pablo.\n- Elena works for Lattice Analytics.\n- Wren works for Summit Energy.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Chiara reports to Yuki.\n- Elena reports to Wren.\n- Leila reports to Sofia.\n- Pablo reports to Chiara.\n- Fernhill Foods was founded in 1989.\n- Summit Energy is headquartered in Nagoya.\n- Summit Energy was founded in 2006.\n- Lattice Analytics is headquartered in Nagoya.\n- Sofia works for Summit Energy.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-337", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sanne works for Helios Logistics.\n- Anders reports to Mateo.\n- Dmitri reports to Callum.\n- Mara works for Cedar Retail Group.\n- Elena reports to Anders.\n- Cedar Retail Group was founded in 1982.\n- Callum reports to Viktor.\n- Yuki reports to Dmitri.\n- Mara reports to Elena.\n- Bruno reports to Jonas.\n- Helios Logistics was founded in 1978.\n- Anders works for Beacon Insurance.\n- Amara works for Cedar Retail Group.\n- Viktor works for Helios Logistics.\n- Cedar Retail Group is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Mateo works for Helios Logistics.\n- Jonas reports to Amara.\n- Helios Logistics is headquartered in Nagoya.\n- Beacon Insurance was founded in 2006.\n- Amara reports to Yuki.\n- Ironwood Manufacturing was founded in 1999.\n- Jonas works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Elena works for Beacon Insurance.\n- Mateo reports to Sanne.\n- Viktor reports to Mara.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-339", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3395: employee Bruno R., hired 23 January 2022, separated 23 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3395?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-340", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7306: employee Omar T., hired 24 February 2021, separated 25 March 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-7306 under the controlling rules.", "criteria": {"0": "$10,675", "1": "$46,258", "2": "$10,762", "3": "$9,675"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-341", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7482: employee Amara S., hired 19 November 2020, separated 04 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7482?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-342", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-343", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1426: employee Ingrid B., hired 08 October 2021, separated 21 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1426?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Meridian Bank is headquartered in Dunedin.\n- Callum reports to Wren.\n- Hana works for Meridian Bank.\n- Aisha reports to Mara.\n- Mara works for Summit Energy.\n- Yuki reports to Omar.\n- Priya works for Pinnacle Software.\n- Emeka works for Northwind Systems.\n- Yuki works for Summit Energy.\n- Nadia reports to Yuki.\n- Zoya works for Summit Energy.\n- Chiara reports to Nadia.\n- Mara reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Northwind Systems was founded in 1995.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Zoya reports to Hana.\n- Northwind Systems is headquartered in Leeds.\n- Priya reports to Aisha.\n- Wren reports to Zoya.\n- Wren works for Meridian Bank.\n- Emeka reports to Priya.\n- Aisha works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Omar reports to Callum.\n- Meridian Bank was founded in 1976.\n- Summit Energy was founded in 2015.\n- Pinnacle Software is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-345", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6885: employee Amara R., hired 18 November 2020, separated 19 May 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2025-6885 under the controlling rules.", "criteria": {"0": "$29,077", "1": "$31,077", "2": "$126,000", "3": "$29,207"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-346", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1221: employee Viktor R., hired 22 September 2020, separated 06 January 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1221?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-347", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Turku.\n- Northwind Systems is headquartered in Cork.\n- Lucia works for Northwind Systems.\n- Sanne works for Fernhill Foods.\n- Nadia works for Northwind Systems.\n- Aisha reports to Lucia.\n- Northwind Systems was founded in 2005.\n- Callum reports to Jonas.\n- Callum works for Lattice Analytics.\n- Sofia reports to Yuki.\n- Yuki works for Northwind Systems.\n- Jonas reports to Sanne.\n- Fernhill Foods is headquartered in Turku.\n- Vantage Air is headquartered in Nagoya.\n- Sanne reports to Aisha.\n- Sofia works for Lattice Analytics.\n- Nadia reports to Sofia.\n- Fernhill Foods was founded in 1975.\n- Jonas works for Northwind Systems.\n- Vantage Air was founded in 2004.\n- Yuki reports to Callum.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Anders.\n- Leila works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Sofia works for Beacon Insurance.\n- Chiara works for Vantage Air.\n- Kenji reports to Nadia.\n- Sofia reports to Tobias.\n- Tessa reports to Mateo.\n- Chiara reports to Tessa.\n- Tobias works for Pinnacle Software.\n- Leila reports to Dmitri.\n- Priya reports to Zoya.\n- Tobias reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Nadia reports to Priya.\n- Beacon Insurance is headquartered in Lyon.\n- Dmitri works for Vantage Air.\n- Anders reports to Chiara.\n- Anders works for Pinnacle Software.\n- Vantage Air is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Zoya reports to Leila.\n- Beacon Insurance was founded in 1981.\n- Mateo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1991.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 2009.\n- Vantage Air was founded in 1993.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-350", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-351", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8130: employee Jonas M., hired 25 September 2020, separated 11 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8130?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-352", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-353", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 February 2023): For employees hired on or after 17 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5612: employee Tessa K., hired 08 September 2019, separated 21 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5612?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Priya works for Crescent Telecom.\n- Tessa reports to Stefan.\n- Yuki reports to Ravi.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1991.\n- Mara works for Fernhill Foods.\n- Yuki works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Omar works for Beacon Insurance.\n- Pinnacle Software was founded in 1996.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Tessa.\n- Sofia works for Fernhill Foods.\n- Tessa works for Pinnacle Software.\n- Ravi works for Fernhill Foods.\n- Stefan reports to Omar.\n- Mara reports to Yuki.\n- Beacon Insurance was founded in 1980.\n- Ravi reports to Dmitri.\n- Fernhill Foods was founded in 1987.\n- Omar reports to Priya.\n- Priya reports to Kenji.\n- Fernhill Foods is headquartered in Austin.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia reports to Mara.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-355", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "deprovision", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-356", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-357", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1021: employee Callum B., hired 29 March 2023, separated 16 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-1021 under the controlling rules.", "criteria": {"0": "$5,100", "1": "$6,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-358", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6426: employee Chiara T., hired 24 February 2021, separated 18 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6426?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-359", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3083: employee Priya T., hired 26 November 2019, separated 18 October 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-3083 under the controlling rules.", "criteria": {"0": "$18,375", "1": "$17,800", "2": "$18,300", "3": "$79,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-360", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-361", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-362", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3064: employee Callum A., hired 16 February 2022, separated 08 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3064?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Chiara.\n- Beacon Insurance is headquartered in Halifax.\n- Leila works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.\n- Beacon Insurance was founded in 1993.\n- Chiara reports to Leila.\n- Leila reports to Priya.\n- Meridian Bank was founded in 2012.\n- Chiara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2008.\n- Tobias works for Cedar Retail Group.\n- Aisha works for Northwind Systems.\n- Bruno reports to Jonas.\n- Bruno works for Beacon Insurance.\n- Ingrid reports to Bruno.\n- Priya works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Aisha reports to Tobias.\n- Meridian Bank is headquartered in Valencia.\n- Northwind Systems is headquartered in Halifax.\n- Northwind Systems was founded in 1992.\n- Priya reports to Aisha.\n- Jonas works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-364", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8415: employee Tessa R., hired 06 August 2023, separated 25 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8415?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-365", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-366", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-367", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6261: employee Tobias B., hired 16 April 2022, separated 13 March 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-6261 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,885", "2": "$10,385", "3": "$7,010"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-368", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7997: employee Wren T., hired 02 January 2021, separated 20 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7997?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-369", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 79673, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Sanne works for Summit Energy.\n- Zoya reports to Tessa.\n- Cedar Retail Group is headquartered in Tallinn.\n- Yuki works for Vantage Air.\n- Stefan reports to Omar.\n- Nadia reports to Zoya.\n- Sanne reports to Nadia.\n- Jonas works for Summit Energy.\n- Beacon Insurance is headquartered in Leeds.\n- Summit Energy was founded in 1977.\n- Nadia works for Cedar Retail Group.\n- Priya reports to Sanne.\n- Tessa reports to Jonas.\n- Aisha works for Beacon Insurance.\n- Omar reports to Priya.\n- Beacon Insurance was founded in 2007.\n- Summit Energy is headquartered in Tallinn.\n- Priya works for Vantage Air.\n- Tessa works for Summit Energy.\n- Ravi works for Beacon Insurance.\n- Vantage Air is headquartered in Leeds.\n- Yuki reports to Stefan.\n- Stefan works for Vantage Air.\n- Sofia reports to Yuki.\n- Zoya works for Summit Energy.\n- Jonas reports to Aisha.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Aisha reports to Ravi.\n- Cedar Retail Group was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1975", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-371", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4252: employee Deshawn R., hired 04 April 2023, separated 18 January 2027 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-4252 under the controlling rules.", "criteria": {"0": "$8,769", "1": "$40,000", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-372", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-373", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2844: employee Tobias A., hired 14 February 2021, separated 29 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2844?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-374", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3985: employee Sanne K., hired 25 December 2022, separated 18 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3985?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1989.\n- Lucia works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Zoya reports to Pablo.\n- Felix works for Cobalt Health.\n- Sanne works for Summit Energy.\n- Vantage Air is headquartered in Basel.\n- Sanne reports to Jonas.\n- Emeka reports to Felix.\n- Summit Energy was founded in 2013.\n- Zoya works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2011.\n- Jonas reports to Ingrid.\n- Vantage Air was founded in 1994.\n- Felix reports to Zoya.\n- Lucia reports to Sanne.\n- Pablo reports to Lucia.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2011", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Jonas.\n- Felix reports to Priya.\n- Felix works for Lattice Analytics.\n- Cobalt Health was founded in 1987.\n- Mara works for Fernhill Foods.\n- Elena reports to Mara.\n- Lucia works for Cobalt Health.\n- Amara reports to Felix.\n- Mei reports to Viktor.\n- Fernhill Foods was founded in 2005.\n- Tessa works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Cobalt Health is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1986.\n- Viktor works for Lattice Analytics.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Mara reports to Mei.\n- Lattice Analytics was founded in 2015.\n- Fernhill Foods is headquartered in Adelaide.\n- Jonas reports to Lucia.\n- Lucia reports to Amara.\n- Viktor reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Chiara.\n- Tobias works for Meridian Bank.\n- Cobalt Health was founded in 2008.\n- Dmitri works for Cobalt Health.\n- Lucia works for Pinnacle Software.\n- Stefan works for Meridian Bank.\n- Cobalt Health is headquartered in Brno.\n- Lucia reports to Stefan.\n- Dmitri reports to Aisha.\n- Omar reports to Tobias.\n- Pinnacle Software was founded in 1997.\n- Chiara reports to Emeka.\n- Meridian Bank is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Brno.\n- Omar works for Fernhill Foods.\n- Meridian Bank was founded in 2007.\n- Stefan reports to Omar.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Fernhill Foods is headquartered in Tallinn.\n- Emeka reports to Dmitri.\n- Emeka works for Cobalt Health.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-378", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9641: employee Priya S., hired 05 February 2023, separated 22 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9641?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Lucia works for Pinnacle Software.\n- Dmitri reports to Mei.\n- Leila reports to Yuki.\n- Ingrid works for Vantage Air.\n- Fernhill Foods is headquartered in Turku.\n- Lucia reports to Leila.\n- Leila works for Northwind Systems.\n- Aisha reports to Felix.\n- Yuki reports to Dmitri.\n- Felix works for Vantage Air.\n- Ingrid reports to Lucia.\n- Vantage Air is headquartered in Turku.\n- Northwind Systems is headquartered in Cork.\n- Aisha works for Pinnacle Software.\n- Tessa works for Vantage Air.\n- Wren works for Vantage Air.\n- Pinnacle Software was founded in 1999.\n- Mei reports to Aisha.\n- Felix reports to Tessa.\n- Tessa reports to Wren.\n- Pinnacle Software is headquartered in Tallinn.\n- Vantage Air was founded in 2006.\n- Northwind Systems was founded in 1990.\n- Mei works for Pinnacle Software.\n- Dmitri works for Northwind Systems.\n- Fernhill Foods was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-380", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-381", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-382", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-383", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-384", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-385", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3513: employee Yuki M., hired 06 December 2022, separated 05 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3513?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Cedar Retail Group was founded in 1979.\n- Jonas works for Northwind Systems.\n- Crescent Telecom is headquartered in Turku.\n- Aisha works for Crescent Telecom.\n- Ravi works for Cedar Retail Group.\n- Sofia reports to Stefan.\n- Lattice Analytics was founded in 2008.\n- Northwind Systems is headquartered in Cork.\n- Jonas reports to Leila.\n- Northwind Systems was founded in 2012.\n- Dmitri reports to Chiara.\n- Lattice Analytics is headquartered in Basel.\n- Aisha reports to Callum.\n- Crescent Telecom was founded in 1983.\n- Ravi reports to Aisha.\n- Chiara reports to Ravi.\n- Sofia works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Chiara works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Dmitri works for Crescent Telecom.\n- Stefan works for Northwind Systems.\n- Leila reports to Dmitri.\n- Stefan reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2000.\n- Aisha works for Helios Logistics.\n- Crescent Telecom is headquartered in Austin.\n- Zoya reports to Wren.\n- Wren reports to Kenji.\n- Emeka works for Helios Logistics.\n- Kenji works for Atlas Freight.\n- Felix reports to Zoya.\n- Helios Logistics was founded in 1990.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 1988.\n- Cedar Retail Group was founded in 1982.\n- Felix works for Crescent Telecom.\n- Kenji reports to Nadia.\n- Cedar Retail Group is headquartered in Malmo.\n- Nadia reports to Emeka.\n- Nadia works for Helios Logistics.\n- Amara works for Cedar Retail Group.\n- Amara reports to Aisha.\n- Aisha reports to Felix.\n- Helios Logistics is headquartered in Malmo.\n- Wren works for Crescent Telecom.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Aisha.\n- Aisha reports to Stefan.\n- Atlas Freight is headquartered in Valencia.\n- Viktor works for Northwind Systems.\n- Aisha works for Beacon Insurance.\n- Kenji works for Atlas Freight.\n- Leila reports to Callum.\n- Bluepine Aviation was founded in 2006.\n- Northwind Systems is headquartered in Porto.\n- Atlas Freight was founded in 1986.\n- Mateo reports to Viktor.\n- Chiara works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Bluepine Aviation is headquartered in Valencia.\n- Stefan works for Atlas Freight.\n- Beacon Insurance is headquartered in Tampere.\n- Tessa reports to Kenji.\n- Viktor reports to Leila.\n- Leila works for Northwind Systems.\n- Beacon Insurance was founded in 2014.\n- Northwind Systems was founded in 1976.\n- Callum reports to Nadia.\n- Stefan reports to Chiara.\n- Chiara reports to Mateo.\n- Callum works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Mateo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-389", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9361: employee Stefan M., hired 08 May 2022, separated 05 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9361?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Anders.\n- Yuki works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Kenji works for Cedar Retail Group.\n- Summit Energy was founded in 2005.\n- Sanne reports to Omar.\n- Beacon Insurance is headquartered in Bergen.\n- Pablo reports to Yuki.\n- Yuki reports to Kenji.\n- Omar reports to Amara.\n- Beacon Insurance was founded in 1999.\n- Summit Energy is headquartered in Bergen.\n- Northwind Systems is headquartered in Lyon.\n- Anders works for Cedar Retail Group.\n- Sanne works for Northwind Systems.\n- Mei reports to Pablo.\n- Amara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2000.\n- Mei works for Northwind Systems.\n- Anders reports to Mei.\n- Cedar Retail Group is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Felix.\n- Emeka works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1996.\n- Hana reports to Ravi.\n- Crescent Telecom was founded in 1989.\n- Ingrid reports to Chiara.\n- Ravi works for Northwind Systems.\n- Summit Energy was founded in 1985.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing was founded in 1975.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana works for Summit Energy.\n- Lucia works for Crescent Telecom.\n- Summit Energy is headquartered in Oslo.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi reports to Stefan.\n- Lucia reports to Hana.\n- Chiara works for Crescent Telecom.\n- Felix reports to Ingrid.\n- Chiara reports to Lucia.\n- Felix works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Chiara.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Deshawn reports to Wren.\n- Summit Energy is headquartered in Tallinn.\n- Zoya reports to Deshawn.\n- Bruno works for Meridian Bank.\n- Elena works for Summit Energy.\n- Elena reports to Aisha.\n- Summit Energy was founded in 2015.\n- Fernhill Foods is headquartered in Valencia.\n- Meridian Bank is headquartered in Malmo.\n- Wren reports to Bruno.\n- Fernhill Foods was founded in 1996.\n- Chiara reports to Zoya.\n- Northwind Systems is headquartered in Valencia.\n- Zoya works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Meridian Bank was founded in 1991.\n- Aisha works for Fernhill Foods.\n- Deshawn works for Meridian Bank.\n- Ingrid reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-393", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-394", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5160: employee Yuki M., hired 16 February 2021, separated 22 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5160?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-395", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Deshawn works for Vantage Air.\n- Helios Logistics was founded in 1986.\n- Tobias reports to Kenji.\n- Leila reports to Emeka.\n- Callum works for Vantage Air.\n- Cedar Retail Group was founded in 1978.\n- Tobias works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Deshawn reports to Tobias.\n- Mara works for Vantage Air.\n- Leila works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Vantage Air was founded in 1996.\n- Lattice Analytics was founded in 2003.\n- Kenji works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Vantage Air is headquartered in Nagoya.\n- Mara reports to Mateo.\n- Kenji reports to Mara.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Callum.\n- Callum reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-396", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 58761 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-397", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6573: employee Callum B., hired 08 October 2021, separated 26 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6573?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-398", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-399", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2726: employee Nadia A., hired 30 October 2023, separated 13 March 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2026-2726 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,600", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2726 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-400", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4373: employee Kenji B., hired 28 July 2023, separated 07 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4373?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2014.\n- Bluepine Aviation is headquartered in Brno.\n- Nadia reports to Kenji.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Cobalt Health is headquartered in Cork.\n- Leila works for Crescent Telecom.\n- Zoya reports to Tobias.\n- Bluepine Aviation was founded in 2002.\n- Felix works for Vantage Air.\n- Mara reports to Stefan.\n- Deshawn works for Bluepine Aviation.\n- Stefan reports to Nadia.\n- Kenji reports to Leila.\n- Vantage Air was founded in 1985.\n- Kenji works for Vantage Air.\n- Nadia works for Bluepine Aviation.\n- Mara works for Vantage Air.\n- Deshawn reports to Felix.\n- Zoya works for Bluepine Aviation.\n- Stefan works for Vantage Air.\n- Crescent Telecom was founded in 2000.\n- Tobias reports to Deshawn.\n- Aisha reports to Mara.\n- Leila reports to Zoya.\n- Vantage Air is headquartered in Tallinn.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Malmo", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2003.\n- Vantage Air was founded in 2011.\n- Bluepine Aviation was founded in 2002.\n- Lucia works for Ironwood Manufacturing.\n- Sanne reports to Lucia.\n- Jonas works for Bluepine Aviation.\n- Lucia reports to Callum.\n- Chiara reports to Jonas.\n- Dmitri works for Vantage Air.\n- Callum reports to Chiara.\n- Callum works for Ironwood Manufacturing.\n- Kenji reports to Sanne.\n- Vantage Air is headquartered in Leeds.\n- Kenji works for Bluepine Aviation.\n- Jonas reports to Bruno.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1975.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank is headquartered in Leeds.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Chiara works for Vantage Air.\n- Bluepine Aviation is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-403", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Ghent.\n- Northwind Systems is headquartered in Turku.\n- Bluepine Aviation is headquartered in Malmo.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Sofia reports to Felix.\n- Ravi works for Bluepine Aviation.\n- Sofia works for Helios Logistics.\n- Amara reports to Jonas.\n- Elena works for Bluepine Aviation.\n- Elena reports to Sofia.\n- Zoya reports to Amara.\n- Northwind Systems was founded in 1979.\n- Amara works for Helios Logistics.\n- Tobias reports to Anders.\n- Felix reports to Sanne.\n- Helios Logistics is headquartered in Malmo.\n- Stefan works for Northwind Systems.\n- Omar works for Bluepine Aviation.\n- Stefan reports to Elena.\n- Bluepine Aviation was founded in 1975.\n- Anders reports to Stefan.\n- Sanne reports to Ravi.\n- Tobias works for Helios Logistics.\n- Ravi reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Omar.\n- Felix works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Helios Logistics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-405", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1192: employee Tobias K., hired 06 November 2024, separated 03 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2025-1192 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$20,000", "2": "$5,615", "3": "$2,423"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Deshawn works for Bluepine Aviation.\n- Cobalt Health is headquartered in Halifax.\n- Leila reports to Sanne.\n- Sanne works for Cobalt Health.\n- Omar reports to Yuki.\n- Northwind Systems was founded in 1995.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation was founded in 1993.\n- Pinnacle Software is headquartered in Turku.\n- Ravi works for Pinnacle Software.\n- Wren reports to Ravi.\n- Priya reports to Leila.\n- Sanne reports to Omar.\n- Yuki reports to Deshawn.\n- Yuki works for Bluepine Aviation.\n- Cobalt Health was founded in 1982.\n- Sofia works for Pinnacle Software.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Sofia reports to Mei.\n- Northwind Systems is headquartered in Turku.\n- Pinnacle Software was founded in 1989.\n- Deshawn reports to Wren.\n- Ravi reports to Sofia.\n- Wren works for Cobalt Health.\n- Priya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-407", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 April 2025): For employees hired on or after 29 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8297: employee Pablo B., hired 04 July 2024, separated 30 August 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8297?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Anders.\n- Anders reports to Ravi.\n- Zoya works for Cobalt Health.\n- Sofia reports to Zoya.\n- Lucia works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Cobalt Health was founded in 2015.\n- Amara works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Lucia reports to Mara.\n- Vantage Air is headquartered in Nagoya.\n- Anders works for Beacon Insurance.\n- Nadia reports to Sofia.\n- Zoya reports to Chiara.\n- Mara works for Fernhill Foods.\n- Beacon Insurance was founded in 1983.\n- Ravi works for Fernhill Foods.\n- Vantage Air was founded in 1993.\n- Nadia works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Amara reports to Lucia.\n- Ravi reports to Nadia.\n- Beacon Insurance is headquartered in Nagoya.\n- Jonas reports to Amara.\n- Fernhill Foods is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-409", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-410", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-411", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-412", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Lattice Analytics was founded in 1993.\n- Priya reports to Mara.\n- Northwind Systems is headquartered in Tampere.\n- Fernhill Foods was founded in 1982.\n- Wren works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.\n- Chiara works for Lattice Analytics.\n- Ravi reports to Chiara.\n- Fernhill Foods is headquartered in Basel.\n- Wren reports to Priya.\n- Dmitri works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Mara reports to Dmitri.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara reports to Ingrid.\n- Priya works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Tallinn.\n- Dmitri reports to Mei.\n- Mei works for Lattice Analytics.\n- Northwind Systems was founded in 1989.\n- Ingrid reports to Nadia.\n- Mara works for Northwind Systems.\n- Elena reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Vantage Air was founded in 1980.\n- Pablo reports to Tobias.\n- Sanne works for Lattice Analytics.\n- Lucia reports to Mei.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing was founded in 2001.\n- Dmitri reports to Anders.\n- Mei works for Ironwood Manufacturing.\n- Summit Energy was founded in 1991.\n- Priya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sanne reports to Lucia.\n- Lucia works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Priya works for Summit Energy.\n- Anders works for Summit Energy.\n- Pablo works for Vantage Air.\n- Tobias works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Lyon.\n- Lattice Analytics was founded in 1975.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1989", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-415", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-416", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-417", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 62636 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "asks where an existing order is", "4": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-418", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-419", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-420", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8169: employee Elena M., hired 07 December 2019, separated 12 December 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8169?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mateo.\n- Chiara reports to Stefan.\n- Fernhill Foods is headquartered in Austin.\n- Callum works for Fernhill Foods.\n- Dmitri works for Beacon Insurance.\n- Meridian Bank was founded in 1995.\n- Callum reports to Dmitri.\n- Stefan reports to Mei.\n- Lattice Analytics was founded in 2006.\n- Sofia reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Mateo reports to Callum.\n- Sofia works for Beacon Insurance.\n- Wren works for Lattice Analytics.\n- Lucia reports to Chiara.\n- Fernhill Foods was founded in 2010.\n- Lucia works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Stefan works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Wren reports to Sofia.\n- Ingrid reports to Lucia.\n- Beacon Insurance is headquartered in Ghent.\n- Meridian Bank is headquartered in Basel.\n- Beacon Insurance was founded in 2014.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1985.\n- Chiara works for Helios Logistics.\n- Northwind Systems is headquartered in Nagoya.\n- Helios Logistics was founded in 1988.\n- Ravi reports to Priya.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1986.\n- Kenji works for Beacon Insurance.\n- Emeka reports to Mara.\n- Priya works for Beacon Insurance.\n- Chiara reports to Ravi.\n- Priya reports to Kenji.\n- Beacon Insurance was founded in 2004.\n- Amara reports to Chiara.\n- Nadia reports to Emeka.\n- Kenji reports to Nadia.\n- Beacon Insurance is headquartered in Leeds.\n- Amara works for Cedar Retail Group.\n- Helios Logistics is headquartered in Leeds.\n- Emeka works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Nadia works for Helios Logistics.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-423", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7011: employee Lucia T., hired 30 June 2020, separated 01 April 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7011?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Porto.\n- Fernhill Foods is headquartered in Oslo.\n- Aisha reports to Tobias.\n- Tobias reports to Mateo.\n- Omar reports to Mara.\n- Omar works for Ironwood Manufacturing.\n- Lucia reports to Nadia.\n- Northwind Systems was founded in 2006.\n- Yuki works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Tobias works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Northwind Systems is headquartered in Austin.\n- Yuki reports to Viktor.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Yuki.\n- Mara reports to Lucia.\n- Cobalt Health is headquartered in Austin.\n- Nadia reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Viktor reports to Leila.\n- Fernhill Foods was founded in 1990.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Austin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-425", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-426", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-427", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-428", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3447: employee Dmitri B., hired 24 February 2023, separated 10 February 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3447?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 2012.\n- Yuki works for Northwind Systems.\n- Beacon Insurance is headquartered in Lyon.\n- Helios Logistics was founded in 1996.\n- Ingrid reports to Anders.\n- Northwind Systems is headquartered in Dunedin.\n- Mei works for Northwind Systems.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Yuki reports to Mei.\n- Anders works for Northwind Systems.\n- Mei reports to Aisha.\n- Aisha reports to Sanne.\n- Priya works for Meridian Bank.\n- Deshawn reports to Yuki.\n- Sanne works for Meridian Bank.\n- Elena reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Pablo reports to Elena.\n- Anders reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Northwind Systems was founded in 1996.\n- Priya reports to Ingrid.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 1991.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-430", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-431", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6701: employee Bruno S., hired 31 July 2021, separated 30 March 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6701?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-432", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-433", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-434", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-435", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1997.\n- Nadia works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1980.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ravi works for Ironwood Manufacturing.\n- Tobias reports to Wren.\n- Pablo reports to Nadia.\n- Jonas reports to Pablo.\n- Cobalt Health is headquartered in Tampere.\n- Tessa works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Beacon Insurance is headquartered in Dunedin.\n- Ravi reports to Sanne.\n- Beacon Insurance was founded in 1989.\n- Nadia reports to Tobias.\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Tessa.\n- Wren works for Cobalt Health.\n- Tobias works for Bluepine Aviation.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Bluepine Aviation was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-437", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9117: employee Zoya M., hired 01 August 2023, separated 22 April 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-9117 under the controlling rules.", "criteria": {"0": "$5,950", "1": "$7,000", "2": "$30,333", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-438", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-439", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-440", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-441", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-442", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-443", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-444", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Meridian Bank was founded in 1996.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Jonas.\n- Mei works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Summit Energy is headquartered in Nagoya.\n- Meridian Bank is headquartered in Malmo.\n- Jonas reports to Viktor.\n- Viktor reports to Amara.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid reports to Mara.\n- Amara reports to Ravi.\n- Aisha works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Mei reports to Pablo.\n- Emeka works for Meridian Bank.\n- Lattice Analytics was founded in 1988.\n- Mara works for Summit Energy.\n- Pablo works for Meridian Bank.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1979.\n- Viktor works for Summit Energy.\n- Pablo reports to Ingrid.\n- Emeka reports to Mei.\n- Ravi reports to Aisha.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-446", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-447", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Weather — asks about weather", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Zoya works for Vantage Air.\n- Crescent Telecom is headquartered in Bergen.\n- Vantage Air was founded in 1992.\n- Aisha works for Summit Energy.\n- Zoya reports to Elena.\n- Sanne reports to Omar.\n- Crescent Telecom was founded in 1987.\n- Summit Energy is headquartered in Turku.\n- Omar works for Summit Energy.\n- Omar reports to Yuki.\n- Elena reports to Aisha.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Ingrid works for Crescent Telecom.\n- Beacon Insurance was founded in 1993.\n- Ingrid reports to Sanne.\n- Beacon Insurance is headquartered in Brno.\n- Elena works for Crescent Telecom.\n- Aisha reports to Ingrid.\n- Sofia reports to Zoya.\n- Sanne works for Summit Energy.\n- Summit Energy was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Dmitri works for Vantage Air.\n- Pablo works for Cedar Retail Group.\n- Yuki reports to Aisha.\n- Sanne reports to Kenji.\n- Cedar Retail Group is headquartered in Tampere.\n- Cobalt Health was founded in 1993.\n- Vantage Air was founded in 2009.\n- Mateo reports to Chiara.\n- Chiara reports to Dmitri.\n- Aisha reports to Emeka.\n- Chiara works for Vantage Air.\n- Kenji works for Cedar Retail Group.\n- Elena works for Fernhill Foods.\n- Elena reports to Stefan.\n- Sanne works for Cobalt Health.\n- Viktor reports to Mateo.\n- Emeka works for Cedar Retail Group.\n- Cobalt Health is headquartered in Turku.\n- Cedar Retail Group was founded in 2012.\n- Dmitri reports to Pablo.\n- Fernhill Foods was founded in 1993.\n- Viktor works for Cobalt Health.\n- Kenji reports to Yuki.\n- Stefan works for Cedar Retail Group.\n- Pablo reports to Elena.\n- Fernhill Foods is headquartered in Tampere.\n- Stefan reports to Sanne.\n- Aisha works for Cobalt Health.\n- Yuki works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-450", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-451", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7671: employee Mei T., hired 05 June 2024, separated 28 April 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2026-7671 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$9,231", "2": "$4,385", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7671 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Helios Logistics was founded in 1999.\n- Dmitri works for Northwind Systems.\n- Leila works for Summit Energy.\n- Zoya works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Pinnacle Software is headquartered in Brno.\n- Viktor works for Summit Energy.\n- Pablo reports to Zoya.\n- Deshawn reports to Omar.\n- Hana reports to Deshawn.\n- Pinnacle Software was founded in 1996.\n- Dmitri reports to Viktor.\n- Viktor reports to Tessa.\n- Mei reports to Leila.\n- Helios Logistics is headquartered in Austin.\n- Summit Energy is headquartered in Brno.\n- Hana works for Helios Logistics.\n- Tessa reports to Mei.\n- Zoya reports to Dmitri.\n- Deshawn works for Helios Logistics.\n- Leila reports to Hana.\n- Mei works for Summit Energy.\n- Northwind Systems is headquartered in Valencia.\n- Northwind Systems was founded in 2012.\n- Summit Energy was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-453", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8907: employee Bruno K., hired 23 December 2022, separated 09 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8907?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-454", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7451: employee Anders R., hired 05 June 2020, separated 24 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7451?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-455", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-456", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-9 (VERSION 2, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8256: employee Wren M., hired 19 March 2021, separated 16 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8256?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-457", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-458", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4996: employee Priya M., hired 11 October 2022, separated 21 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4996?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-459", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-460", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-461", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-462", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Beacon Insurance was founded in 2011.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Ravi.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Yuki reports to Deshawn.\n- Mateo reports to Priya.\n- Atlas Freight was founded in 2002.\n- Priya reports to Yuki.\n- Tessa reports to Dmitri.\n- Ravi reports to Emeka.\n- Tessa works for Bluepine Aviation.\n- Emeka works for Beacon Insurance.\n- Leila works for Atlas Freight.\n- Bluepine Aviation is headquartered in Adelaide.\n- Emeka reports to Tessa.\n- Yuki works for Beacon Insurance.\n- Dmitri reports to Nadia.\n- Northwind Systems was founded in 1996.\n- Atlas Freight is headquartered in Adelaide.\n- Nadia reports to Mateo.\n- Northwind Systems is headquartered in Leeds.\n- Bluepine Aviation was founded in 1998.\n- Mateo works for Northwind Systems.\n- Leila reports to Chiara.\n- Bruno works for Northwind Systems.\n- Bruno reports to Leila.\n- Ravi works for Beacon Insurance.\n- Deshawn works for Northwind Systems.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-464", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3292: employee Ravi M., hired 01 November 2020, separated 20 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3292?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Lucia reports to Jonas.\n- Mateo reports to Lucia.\n- Crescent Telecom is headquartered in Adelaide.\n- Kenji reports to Zoya.\n- Bluepine Aviation is headquartered in Lyon.\n- Zoya works for Lattice Analytics.\n- Lucia works for Helios Logistics.\n- Lattice Analytics is headquartered in Dunedin.\n- Crescent Telecom was founded in 2010.\n- Dmitri works for Crescent Telecom.\n- Kenji works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Mateo works for Bluepine Aviation.\n- Lattice Analytics was founded in 2002.\n- Jonas reports to Pablo.\n- Helios Logistics is headquartered in Brno.\n- Dmitri reports to Mateo.\n- Zoya reports to Dmitri.\n- Pablo reports to Deshawn.\n- Helios Logistics was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sanne.\n- Nadia reports to Sofia.\n- Priya reports to Tobias.\n- Sanne works for Summit Energy.\n- Fernhill Foods was founded in 1980.\n- Chiara works for Summit Energy.\n- Hana reports to Tessa.\n- Priya works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Sofia reports to Hana.\n- Stefan works for Fernhill Foods.\n- Tessa works for Summit Energy.\n- Stefan reports to Nadia.\n- Sofia works for Summit Energy.\n- Crescent Telecom was founded in 2010.\n- Crescent Telecom is headquartered in Oslo.\n- Hana works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Tessa reports to Priya.\n- Lattice Analytics is headquartered in Porto.\n- Summit Energy is headquartered in Oslo.\n- Lattice Analytics was founded in 1986.\n- Summit Energy was founded in 1976.\n- Chiara reports to Deshawn.\n- Tobias reports to Chiara.\n- Fernhill Foods is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-467", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-468", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 13922 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2013.\n- Summit Energy is headquartered in Leeds.\n- Meridian Bank was founded in 1980.\n- Hana reports to Omar.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Bruno.\n- Mateo works for Vantage Air.\n- Omar reports to Jonas.\n- Jonas reports to Mateo.\n- Beacon Insurance was founded in 2007.\n- Bruno reports to Deshawn.\n- Omar works for Vantage Air.\n- Summit Energy was founded in 1993.\n- Meridian Bank is headquartered in Bergen.\n- Bruno works for Vantage Air.\n- Deshawn works for Summit Energy.\n- Mateo reports to Wren.\n- Deshawn reports to Hana.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Vantage Air is headquartered in Nagoya.\n- Wren works for Vantage Air.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-470", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6328: employee Leila T., hired 11 November 2023, separated 04 April 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2026-6328 under the controlling rules.", "criteria": {"0": "$2,400", "1": "$4,000", "2": "$5,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Adelaide.\n- Stefan works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Priya reports to Deshawn.\n- Stefan reports to Sofia.\n- Northwind Systems was founded in 2015.\n- Ingrid reports to Tessa.\n- Deshawn works for Summit Energy.\n- Tobias reports to Stefan.\n- Emeka reports to Ingrid.\n- Helios Logistics was founded in 2000.\n- Deshawn reports to Chiara.\n- Tessa works for Northwind Systems.\n- Kenji works for Summit Energy.\n- Tessa reports to Priya.\n- Summit Energy was founded in 1996.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Bergen.\n- Chiara works for Northwind Systems.\n- Priya works for Summit Energy.\n- Tobias works for Crescent Telecom.\n- Sofia reports to Kenji.\n- Kenji reports to Emeka.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Nadia.\n- Priya works for Helios Logistics.\n- Northwind Systems was founded in 1990.\n- Nadia reports to Ravi.\n- Mara reports to Deshawn.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Deshawn works for Northwind Systems.\n- Helios Logistics is headquartered in Brno.\n- Ravi works for Vantage Air.\n- Wren works for Helios Logistics.\n- Deshawn reports to Priya.\n- Pablo reports to Mara.\n- Beacon Insurance is headquartered in Brno.\n- Helios Logistics was founded in 1976.\n- Mara works for Northwind Systems.\n- Vantage Air is headquartered in Leeds.\n- Aisha reports to Pablo.\n- Aisha works for Vantage Air.\n- Ravi reports to Aisha.\n- Nadia works for Beacon Insurance.\n- Northwind Systems is headquartered in Tallinn.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-473", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Leila.\n- Tessa reports to Priya.\n- Ironwood Manufacturing was founded in 2013.\n- Atlas Freight was founded in 1982.\n- Vantage Air is headquartered in Turku.\n- Aisha reports to Sofia.\n- Callum works for Vantage Air.\n- Cobalt Health was founded in 2012.\n- Sanne works for Vantage Air.\n- Hana works for Vantage Air.\n- Aisha works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Sanne reports to Tessa.\n- Leila works for Ironwood Manufacturing.\n- Vantage Air was founded in 1977.\n- Sofia reports to Sanne.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Hana.\n- Atlas Freight is headquartered in Turku.\n- Sofia works for Atlas Freight.\n- Cobalt Health is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Leila reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-475", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-476", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-477", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-478", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2080: employee Hana A., hired 03 September 2022, separated 18 April 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2080?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-479", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 January 2023): For employees hired on or after 04 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5505: employee Mei S., hired 04 July 2021, separated 03 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-5505 under the controlling rules.", "criteria": {"0": "$20,367", "1": "$6,700", "2": "$4,700", "3": "$4,650"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-480", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6038: employee Sofia K., hired 22 September 2022, separated 30 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6038?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Viktor works for Pinnacle Software.\n- Atlas Freight was founded in 1981.\n- Sanne works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila works for Fernhill Foods.\n- Tobias reports to Yuki.\n- Pinnacle Software was founded in 1978.\n- Fernhill Foods is headquartered in Halifax.\n- Wren reports to Tobias.\n- Wren works for Ironwood Manufacturing.\n- Viktor reports to Hana.\n- Pinnacle Software is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1982.\n- Sanne reports to Viktor.\n- Hana works for Fernhill Foods.\n- Leila reports to Sanne.\n- Yuki works for Atlas Freight.\n- Fernhill Foods was founded in 2015.\n- Nadia works for Fernhill Foods.\n- Nadia reports to Leila.\n- Yuki reports to Nadia.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1984", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-482", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-483", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-484", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-485", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-486", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 37028 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2002.\n- Ravi reports to Felix.\n- Sanne reports to Mei.\n- Bluepine Aviation is headquartered in Turku.\n- Pablo works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Pablo reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Felix reports to Dmitri.\n- Pinnacle Software is headquartered in Oslo.\n- Sanne works for Bluepine Aviation.\n- Amara reports to Sanne.\n- Lattice Analytics is headquartered in Dunedin.\n- Amara works for Bluepine Aviation.\n- Dmitri reports to Aisha.\n- Mei works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Bluepine Aviation was founded in 2008.\n- Aisha works for Bluepine Aviation.\n- Summit Energy was founded in 1988.\n- Lattice Analytics was founded in 1997.\n- Summit Energy is headquartered in Turku.\n- Mei reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-488", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-489", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-490", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-491", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2147: employee Yuki R., hired 23 April 2022, separated 29 March 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2147?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-492", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-493", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5767: employee Callum R., hired 04 September 2020, separated 07 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5767?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Mateo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Turku.\n- Aisha reports to Yuki.\n- Cobalt Health was founded in 2011.\n- Ravi reports to Aisha.\n- Meridian Bank is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Porto.\n- Stefan works for Cobalt Health.\n- Jonas works for Meridian Bank.\n- Priya works for Cobalt Health.\n- Jonas reports to Ravi.\n- Priya reports to Stefan.\n- Yuki works for Bluepine Aviation.\n- Ingrid reports to Priya.\n- Yuki reports to Ingrid.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Crescent Telecom was founded in 1985.\n- Meridian Bank was founded in 2000.\n- Mateo reports to Jonas.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-495", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6425: employee Mei S., hired 28 March 2023, separated 15 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6425?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6425 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-496", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3274: employee Hana T., hired 30 November 2024, separated 28 May 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3274?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-497", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2008.\n- Mei reports to Priya.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1988.\n- Aisha reports to Omar.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Yuki reports to Aisha.\n- Mei works for Ironwood Manufacturing.\n- Deshawn reports to Dmitri.\n- Yuki works for Vantage Air.\n- Omar works for Summit Energy.\n- Zoya works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Valencia.\n- Emeka reports to Yuki.\n- Vantage Air is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1978.\n- Dmitri works for Vantage Air.\n- Dmitri reports to Mei.\n- Sofia works for Vantage Air.\n- Priya works for Vantage Air.\n- Zoya reports to Sofia.\n- Omar reports to Deshawn.\n- Bluepine Aviation was founded in 1984.\n- Sofia reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-499", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1104: employee Elena K., hired 21 December 2021, separated 14 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1104?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-500", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Nagoya.\n- Mateo reports to Ingrid.\n- Stefan reports to Tessa.\n- Omar reports to Priya.\n- Fernhill Foods was founded in 2006.\n- Ingrid works for Fernhill Foods.\n- Kenji reports to Nadia.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Fernhill Foods is headquartered in Halifax.\n- Priya reports to Emeka.\n- Omar works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena reports to Omar.\n- Emeka reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Nadia reports to Stefan.\n- Tessa works for Fernhill Foods.\n- Stefan works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Elena works for Lattice Analytics.\n- Tessa reports to Mateo.\n- Cedar Retail Group was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-502", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-503", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Meridian Bank was founded in 1995.\n- Atlas Freight was founded in 2001.\n- Crescent Telecom is headquartered in Brno.\n- Mateo works for Atlas Freight.\n- Yuki works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Deshawn works for Atlas Freight.\n- Callum works for Northwind Systems.\n- Atlas Freight is headquartered in Brno.\n- Tessa works for Meridian Bank.\n- Callum reports to Mara.\n- Felix reports to Deshawn.\n- Meridian Bank is headquartered in Brno.\n- Dmitri works for Northwind Systems.\n- Omar reports to Yuki.\n- Mara reports to Kenji.\n- Nadia reports to Omar.\n- Crescent Telecom was founded in 1987.\n- Kenji works for Crescent Telecom.\n- Tessa reports to Mateo.\n- Nadia works for Atlas Freight.\n- Deshawn reports to Viktor.\n- Mara works for Atlas Freight.\n- Dmitri reports to Callum.\n- Viktor reports to Dmitri.\n- Northwind Systems is headquartered in Cork.\n- Mateo reports to Felix.\n- Yuki reports to Tessa.\n- Viktor works for Crescent Telecom.\n- Northwind Systems was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1991", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-505", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 99457\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-506", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-507", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-508", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-509", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4827: employee Wren R., hired 11 February 2021, separated 25 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4827?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4827 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-510", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1976.\n- Elena works for Ironwood Manufacturing.\n- Yuki reports to Kenji.\n- Felix reports to Ingrid.\n- Leila works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Ravi reports to Elena.\n- Lattice Analytics is headquartered in Turku.\n- Aisha reports to Yuki.\n- Kenji works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lattice Analytics was founded in 1978.\n- Elena reports to Aisha.\n- Priya reports to Ravi.\n- Aisha works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Meridian Bank is headquartered in Malmo.\n- Ingrid works for Lattice Analytics.\n- Leila reports to Omar.\n- Meridian Bank was founded in 2011.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Priya.\n- Priya works for Lattice Analytics.\n- Kenji reports to Felix.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-512", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8699: employee Deshawn M., hired 16 April 2022, separated 15 July 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-8699 under the controlling rules.", "criteria": {"0": "$4,200", "1": "$30,333", "2": "$7,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-513", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-514", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 June 2025): For employees hired on or after 16 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7784: employee Mei M., hired 13 January 2023, separated 17 April 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7784?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-515", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-516", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-517", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2005.\n- Hana works for Beacon Insurance.\n- Pinnacle Software was founded in 1984.\n- Stefan works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tallinn.\n- Nadia reports to Deshawn.\n- Stefan reports to Bruno.\n- Summit Energy is headquartered in Porto.\n- Bruno reports to Tobias.\n- Kenji works for Beacon Insurance.\n- Deshawn reports to Stefan.\n- Pinnacle Software is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Porto.\n- Viktor reports to Nadia.\n- Tobias works for Summit Energy.\n- Dmitri reports to Hana.\n- Tobias reports to Mei.\n- Bruno works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Lucia works for Pinnacle Software.\n- Viktor works for Summit Energy.\n- Nadia works for Summit Energy.\n- Mara reports to Kenji.\n- Kenji reports to Dmitri.\n- Summit Energy was founded in 1978.\n- Dmitri works for Beacon Insurance.\n- Hana reports to Viktor.\n- Mei works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2013.\n- Mara works for Pinnacle Software.\n- Mei reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-519", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 72037 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-520", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8585: employee Dmitri A., hired 06 October 2021, separated 27 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8585?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Nadia.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Porto.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Sofia.\n- Atlas Freight was founded in 1989.\n- Omar works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1992.\n- Lucia works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Beacon Insurance was founded in 2005.\n- Tobias reports to Kenji.\n- Bluepine Aviation was founded in 1986.\n- Hana reports to Deshawn.\n- Stefan works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Hana.\n- Priya reports to Stefan.\n- Stefan reports to Leila.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Bluepine Aviation is headquartered in Dunedin.\n- Kenji works for Beacon Insurance.\n- Lucia reports to Priya.\n- Deshawn reports to Callum.\n- Omar reports to Tobias.\n- Deshawn works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-522", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-523", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1511: employee Elena B., hired 20 December 2020, separated 06 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1511?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-524", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 57687 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "report_damage", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-525", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-526", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment", "4": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-527", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-528", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3885: employee Zoya M., hired 23 June 2022, separated 21 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3885?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-529", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-530", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-531", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8037: employee Mateo M., hired 05 July 2020, separated 27 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8037?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-532", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 March 2025): For employees hired on or after 05 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6270: employee Felix T., hired 18 November 2024, separated 21 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6270?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-533", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2610: employee Chiara B., hired 30 October 2020, separated 17 March 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2610?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mateo.\n- Stefan works for Ironwood Manufacturing.\n- Priya reports to Omar.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health is headquartered in Halifax.\n- Bruno reports to Mara.\n- Cobalt Health was founded in 1984.\n- Omar works for Ironwood Manufacturing.\n- Mei works for Atlas Freight.\n- Kenji reports to Sanne.\n- Bruno works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2014.\n- Mei reports to Bruno.\n- Mara works for Cobalt Health.\n- Emeka reports to Mei.\n- Atlas Freight is headquartered in Halifax.\n- Crescent Telecom was founded in 2008.\n- Crescent Telecom is headquartered in Halifax.\n- Priya works for Atlas Freight.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1996.\n- Mateo works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Emeka works for Cobalt Health.\n- Hana reports to Stefan.\n- Kenji works for Ironwood Manufacturing.\n- Mateo reports to Kenji.\n- Chiara works for Ironwood Manufacturing.\n- Stefan reports to Emeka.\n- Sanne reports to Priya.\n- Omar reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-535", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4622: employee Chiara B., hired 01 January 2023, separated 18 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4622?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-536", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-537", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-538", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8625: employee Kenji S., hired 03 September 2022, separated 22 October 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8625?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-539", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8388: employee Elena A., hired 11 February 2024, separated 08 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-8388 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,600", "2": "$6,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-540", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2041: employee Dmitri S., hired 07 September 2023, separated 09 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-2041 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$3,413", "2": "$7,500", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-541", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-542", "family": "intent_hardneg", "state": "Incoming support message:\n\"48149 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-543", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5920: employee Hana K., hired 17 July 2022, separated 16 July 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5920?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-544", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-545", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Wren works for Crescent Telecom.\n- Lucia reports to Chiara.\n- Amara works for Summit Energy.\n- Northwind Systems was founded in 1987.\n- Zoya works for Northwind Systems.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji reports to Tessa.\n- Kenji works for Vantage Air.\n- Sofia reports to Wren.\n- Sofia works for Summit Energy.\n- Mara works for Summit Energy.\n- Ravi reports to Sofia.\n- Wren reports to Amara.\n- Tessa works for Vantage Air.\n- Leila reports to Lucia.\n- Amara reports to Kenji.\n- Ravi works for Northwind Systems.\n- Mara reports to Hana.\n- Leila works for Vantage Air.\n- Lucia works for Crescent Telecom.\n- Tessa reports to Leila.\n- Vantage Air is headquartered in Tampere.\n- Crescent Telecom was founded in 2005.\n- Hana works for Vantage Air.\n- Northwind Systems is headquartered in Nagoya.\n- Summit Energy was founded in 2015.\n- Hana reports to Ravi.\n- Summit Energy is headquartered in Basel.\n- Vantage Air was founded in 1984.\n- Zoya reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-547", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-548", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-549", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-550", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 July 2025): For employees hired on or after 05 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9374: employee Elena K., hired 11 March 2024, separated 06 December 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-9374 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,000", "2": "$4,250", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1984.\n- Zoya works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2014.\n- Cedar Retail Group was founded in 2005.\n- Summit Energy is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Oslo.\n- Jonas reports to Yuki.\n- Leila reports to Lucia.\n- Yuki works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Callum reports to Pablo.\n- Priya reports to Leila.\n- Bruno works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Lucia works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Yuki reports to Zoya.\n- Bruno reports to Callum.\n- Atlas Freight is headquartered in Adelaide.\n- Leila works for Summit Energy.\n- Lucia reports to Bruno.\n- Kenji reports to Priya.\n- Zoya reports to Kenji.\n- Kenji works for Ironwood Manufacturing.\n- Jonas works for Cedar Retail Group.\n- Summit Energy was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-552", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Tessa reports to Omar.\n- Sanne reports to Elena.\n- Stefan works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Anders works for Fernhill Foods.\n- Bruno works for Helios Logistics.\n- Aisha works for Cedar Retail Group.\n- Bruno reports to Aisha.\n- Mateo works for Helios Logistics.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1981.\n- Cedar Retail Group was founded in 2009.\n- Tobias works for Helios Logistics.\n- Omar reports to Stefan.\n- Vantage Air was founded in 1978.\n- Helios Logistics is headquartered in Austin.\n- Lucia works for Fernhill Foods.\n- Tobias reports to Anders.\n- Lucia reports to Sanne.\n- Cedar Retail Group is headquartered in Oslo.\n- Vantage Air is headquartered in Valencia.\n- Aisha reports to Tobias.\n- Pablo reports to Tessa.\n- Stefan reports to Bruno.\n- Elena works for Vantage Air.\n- Pablo works for Fernhill Foods.\n- Helios Logistics was founded in 2009.\n- Tessa works for Cedar Retail Group.\n- Elena reports to Pablo.\n- Mateo reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-554", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-555", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Halifax.\n- Hana reports to Sofia.\n- Anders works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Valencia.\n- Yuki reports to Hana.\n- Northwind Systems was founded in 1991.\n- Nadia works for Cedar Retail Group.\n- Omar reports to Chiara.\n- Viktor works for Cedar Retail Group.\n- Nadia reports to Tessa.\n- Fernhill Foods was founded in 2012.\n- Anders reports to Mara.\n- Tessa works for Fernhill Foods.\n- Mara reports to Viktor.\n- Viktor reports to Leila.\n- Yuki works for Bluepine Aviation.\n- Leila reports to Wren.\n- Mara works for Fernhill Foods.\n- Cedar Retail Group was founded in 2009.\n- Leila works for Northwind Systems.\n- Chiara reports to Nadia.\n- Omar works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation was founded in 1997.\n- Bluepine Aviation is headquartered in Valencia.\n- Wren reports to Yuki.\n- Chiara works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Tessa reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Zoya.\n- Lattice Analytics is headquartered in Tampere.\n- Ravi reports to Ingrid.\n- Ironwood Manufacturing was founded in 1977.\n- Atlas Freight was founded in 1978.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Nadia reports to Jonas.\n- Ingrid reports to Nadia.\n- Nadia works for Ironwood Manufacturing.\n- Omar reports to Dmitri.\n- Jonas reports to Callum.\n- Zoya works for Lattice Analytics.\n- Callum reports to Omar.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Ravi works for Lattice Analytics.\n- Elena works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2010.\n- Zoya reports to Ravi.\n- Dmitri works for Cedar Retail Group.\n- Omar works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2001.\n- Callum works for Atlas Freight.\n- Dmitri reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-558", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7233: employee Priya K., hired 04 February 2023, separated 25 October 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-7233 under the controlling rules.", "criteria": {"0": "$6,200", "1": "$18,200", "2": "$4,200", "3": "$4,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Felix.\n- Chiara reports to Wren.\n- Hana works for Cobalt Health.\n- Bluepine Aviation was founded in 1992.\n- Crescent Telecom was founded in 2009.\n- Ironwood Manufacturing was founded in 2002.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Crescent Telecom is headquartered in Malmo.\n- Viktor works for Cobalt Health.\n- Wren reports to Hana.\n- Wren works for Cobalt Health.\n- Priya reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Hana reports to Sofia.\n- Cobalt Health is headquartered in Malmo.\n- Viktor reports to Tobias.\n- Felix reports to Priya.\n- Felix works for Cobalt Health.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cobalt Health was founded in 2013.\n- Tobias works for Crescent Telecom.\n- Sofia works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-560", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9365: employee Bruno B., hired 16 November 2020, separated 29 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9365?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-561", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2559: employee Omar S., hired 14 September 2022, separated 20 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2559?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-562", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-563", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3763: employee Deshawn B., hired 12 July 2021, separated 05 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-3763 under the controlling rules.", "criteria": {"0": "$15,966", "1": "$15,837", "2": "$17,837", "3": "$68,625"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-564", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Priya.\n- Amara works for Summit Energy.\n- Anders reports to Amara.\n- Pablo works for Crescent Telecom.\n- Felix works for Summit Energy.\n- Deshawn reports to Anders.\n- Viktor works for Crescent Telecom.\n- Amara reports to Yuki.\n- Yuki works for Cedar Retail Group.\n- Crescent Telecom was founded in 2015.\n- Ravi reports to Kenji.\n- Anders works for Crescent Telecom.\n- Priya reports to Mateo.\n- Emeka reports to Viktor.\n- Lattice Analytics was founded in 1975.\n- Summit Energy was founded in 2006.\n- Yuki reports to Felix.\n- Crescent Telecom is headquartered in Porto.\n- Cedar Retail Group was founded in 2001.\n- Summit Energy is headquartered in Nagoya.\n- Priya works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Leeds.\n- Lattice Analytics is headquartered in Basel.\n- Kenji reports to Pablo.\n- Viktor reports to Deshawn.\n- Mateo works for Summit Energy.\n- Ravi works for Lattice Analytics.\n- Felix reports to Ravi.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-566", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4463: employee Tobias S., hired 31 July 2023, separated 05 September 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-4463 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$4,846", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-567", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Deshawn.\n- Kenji reports to Mara.\n- Lattice Analytics is headquartered in Brno.\n- Amara works for Ironwood Manufacturing.\n- Mara works for Lattice Analytics.\n- Priya reports to Amara.\n- Dmitri reports to Felix.\n- Stefan reports to Dmitri.\n- Kenji works for Ironwood Manufacturing.\n- Tessa reports to Ravi.\n- Summit Energy was founded in 1995.\n- Pablo works for Summit Energy.\n- Priya works for Summit Energy.\n- Felix reports to Pablo.\n- Helios Logistics was founded in 2003.\n- Lattice Analytics was founded in 2014.\n- Dmitri works for Summit Energy.\n- Ravi works for Summit Energy.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Lucia works for Helios Logistics.\n- Lucia reports to Kenji.\n- Tessa works for Helios Logistics.\n- Pablo reports to Tessa.\n- Mara reports to Stefan.\n- Summit Energy is headquartered in Bergen.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Amara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-569", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 July 2023): For employees hired on or after 20 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8695: employee Lucia A., hired 12 December 2020, separated 25 November 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-8695 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$10,885", "2": "$45,000", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-570", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "control_lights", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-571", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Stefan.\n- Meridian Bank is headquartered in Ghent.\n- Cobalt Health is headquartered in Tampere.\n- Wren works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Callum reports to Nadia.\n- Cobalt Health was founded in 2009.\n- Bluepine Aviation is headquartered in Tampere.\n- Callum works for Meridian Bank.\n- Meridian Bank was founded in 1985.\n- Omar reports to Wren.\n- Amara works for Lattice Analytics.\n- Ravi reports to Amara.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation was founded in 2005.\n- Jonas reports to Ravi.\n- Nadia works for Cobalt Health.\n- Lattice Analytics was founded in 2000.\n- Ravi works for Bluepine Aviation.\n- Yuki reports to Omar.\n- Amara reports to Ingrid.\n- Lattice Analytics is headquartered in Lyon.\n- Ingrid reports to Callum.\n- Stefan works for Lattice Analytics.\n- Wren reports to Jonas.\n- Omar works for Bluepine Aviation.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sofia reports to Kenji.\n- Zoya reports to Callum.\n- Priya works for Bluepine Aviation.\n- Tobias works for Northwind Systems.\n- Tobias reports to Nadia.\n- Anders reports to Stefan.\n- Sofia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Leeds.\n- Stefan works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Dmitri works for Ironwood Manufacturing.\n- Mara works for Summit Energy.\n- Mateo works for Ironwood Manufacturing.\n- Callum reports to Anders.\n- Nadia reports to Mara.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1995.\n- Nadia works for Northwind Systems.\n- Zoya works for Ironwood Manufacturing.\n- Anders works for Summit Energy.\n- Mara reports to Sofia.\n- Ironwood Manufacturing was founded in 2008.\n- Summit Energy was founded in 1985.\n- Mateo reports to Dmitri.\n- Summit Energy is headquartered in Halifax.\n- Dmitri reports to Zoya.\n- Kenji reports to Mateo.\n- Northwind Systems was founded in 1984.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-574", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "request_leave", "2": "resignation", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-575", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2399: employee Zoya A., hired 30 July 2023, separated 06 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2399?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-576", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 12 February 2023): For employees hired on or after 12 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5921: employee Sanne B., hired 02 November 2021, separated 02 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5921?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-577", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5131: employee Viktor S., hired 03 October 2022, separated 04 December 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5131?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1990.\n- Lucia reports to Pablo.\n- Yuki reports to Anders.\n- Lucia works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Priya reports to Viktor.\n- Ravi works for Helios Logistics.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Viktor works for Helios Logistics.\n- Northwind Systems was founded in 1982.\n- Viktor reports to Omar.\n- Dmitri reports to Hana.\n- Pablo reports to Leila.\n- Hana works for Helios Logistics.\n- Dmitri works for Cedar Retail Group.\n- Anders reports to Lucia.\n- Leila reports to Priya.\n- Cedar Retail Group was founded in 2006.\n- Lattice Analytics is headquartered in Nagoya.\n- Pablo works for Helios Logistics.\n- Omar works for Lattice Analytics.\n- Tessa reports to Yuki.\n- Helios Logistics is headquartered in Bergen.\n- Helios Logistics was founded in 1992.\n- Omar reports to Dmitri.\n- Hana reports to Ravi.\n- Anders works for Cedar Retail Group.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-579", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-580", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5727: employee Leila R., hired 05 February 2024, separated 09 April 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-5727 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$8,000", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-581", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Omar.\n- Ravi works for Lattice Analytics.\n- Vantage Air is headquartered in Porto.\n- Priya works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Ravi reports to Pablo.\n- Lattice Analytics was founded in 2000.\n- Omar reports to Ravi.\n- Nadia reports to Kenji.\n- Pablo works for Vantage Air.\n- Chiara reports to Mara.\n- Summit Energy is headquartered in Leeds.\n- Omar works for Northwind Systems.\n- Lattice Analytics is headquartered in Cork.\n- Pablo reports to Nadia.\n- Northwind Systems was founded in 2002.\n- Kenji reports to Priya.\n- Chiara works for Summit Energy.\n- Kenji works for Summit Energy.\n- Northwind Systems is headquartered in Bergen.\n- Summit Energy was founded in 1993.\n- Vantage Air was founded in 1991.\n- Nadia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-583", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-584", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 31053\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-585", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-586", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sofia.\n- Amara works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Omar works for Cobalt Health.\n- Ravi reports to Omar.\n- Vantage Air was founded in 2009.\n- Sofia reports to Aisha.\n- Zoya reports to Stefan.\n- Aisha reports to Callum.\n- Lucia reports to Zoya.\n- Vantage Air is headquartered in Turku.\n- Anders reports to Amara.\n- Cobalt Health is headquartered in Lyon.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Callum works for Cobalt Health.\n- Omar reports to Lucia.\n- Cobalt Health was founded in 2006.\n- Northwind Systems is headquartered in Malmo.\n- Lucia works for Lattice Analytics.\n- Sofia works for Cobalt Health.\n- Anders works for Lattice Analytics.\n- Amara reports to Ravi.\n- Lattice Analytics is headquartered in Malmo.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-588", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-589", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-590", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-591", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-592", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1174: employee Anders K., hired 03 October 2024, separated 04 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1174?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Austin.\n- Emeka reports to Amara.\n- Crescent Telecom is headquartered in Turku.\n- Hana reports to Omar.\n- Bruno reports to Lucia.\n- Summit Energy is headquartered in Turku.\n- Priya works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Omar reports to Yuki.\n- Amara works for Summit Energy.\n- Crescent Telecom was founded in 2002.\n- Bruno works for Summit Energy.\n- Lucia works for Summit Energy.\n- Yuki reports to Nadia.\n- Amara reports to Priya.\n- Priya reports to Bruno.\n- Beacon Insurance was founded in 1998.\n- Lucia reports to Zoya.\n- Emeka works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Yuki works for Crescent Telecom.\n- Nadia works for Beacon Insurance.\n- Zoya reports to Hana.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1981.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Mara.\n- Nadia works for Crescent Telecom.\n- Leila reports to Deshawn.\n- Mara reports to Viktor.\n- Beacon Insurance was founded in 1979.\n- Priya reports to Leila.\n- Beacon Insurance is headquartered in Bergen.\n- Viktor reports to Kenji.\n- Tessa reports to Ravi.\n- Lucia works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Summit Energy is headquartered in Oslo.\n- Deshawn works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Deshawn reports to Lucia.\n- Summit Energy was founded in 1980.\n- Crescent Telecom was founded in 1989.\n- Stefan reports to Priya.\n- Lucia reports to Tessa.\n- Northwind Systems is headquartered in Oslo.\n- Crescent Telecom is headquartered in Bergen.\n- Stefan works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Nadia reports to Felix.\n- Felix reports to Stefan.\n- Leila works for Summit Energy.\n- Northwind Systems was founded in 1989.\n- Felix works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-595", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-596", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1993.\n- Vantage Air is headquartered in Adelaide.\n- Leila works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1977.\n- Priya works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Ingrid works for Bluepine Aviation.\n- Sofia works for Meridian Bank.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Meridian Bank is headquartered in Adelaide.\n- Omar reports to Callum.\n- Deshawn works for Pinnacle Software.\n- Leila reports to Sofia.\n- Callum works for Pinnacle Software.\n- Amara reports to Wren.\n- Anders reports to Priya.\n- Vantage Air was founded in 1986.\n- Ingrid reports to Amara.\n- Priya reports to Ingrid.\n- Callum reports to Anders.\n- Wren reports to Deshawn.\n- Deshawn reports to Leila.\n- Wren works for Vantage Air.\n- Bluepine Aviation is headquartered in Cork.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mara.\n- Mara reports to Viktor.\n- Bluepine Aviation is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Lyon.\n- Zoya reports to Ingrid.\n- Viktor works for Cedar Retail Group.\n- Helios Logistics was founded in 1990.\n- Northwind Systems was founded in 1994.\n- Cedar Retail Group was founded in 2013.\n- Mara works for Cedar Retail Group.\n- Felix reports to Priya.\n- Felix works for Helios Logistics.\n- Zoya works for Bluepine Aviation.\n- Sanne works for Cedar Retail Group.\n- Nadia works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Priya reports to Zoya.\n- Helios Logistics is headquartered in Lyon.\n- Viktor reports to Sanne.\n- Ingrid works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1987.\n- Priya works for Helios Logistics.\n- Sanne reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-599", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Ingrid reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Cobalt Health is headquartered in Lyon.\n- Emeka works for Fernhill Foods.\n- Viktor reports to Emeka.\n- Kenji works for Cobalt Health.\n- Fernhill Foods is headquartered in Nagoya.\n- Pablo reports to Deshawn.\n- Vantage Air was founded in 2009.\n- Sanne works for Cobalt Health.\n- Elena works for Vantage Air.\n- Bruno reports to Elena.\n- Sanne reports to Kenji.\n- Kenji reports to Tessa.\n- Cobalt Health was founded in 2007.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Ingrid.\n- Emeka reports to Sanne.\n- Northwind Systems was founded in 1985.\n- Viktor works for Fernhill Foods.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid works for Cobalt Health.\n- Pablo works for Northwind Systems.\n- Elena reports to Viktor.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1981.\n- Pablo works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tallinn.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Emeka reports to Pablo.\n- Amara works for Cedar Retail Group.\n- Pablo reports to Bruno.\n- Jonas reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Nadia reports to Kenji.\n- Mei reports to Amara.\n- Bruno reports to Sofia.\n- Deshawn reports to Mei.\n- Meridian Bank is headquartered in Tallinn.\n- Jonas works for Meridian Bank.\n- Mei works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tallinn.\n- Sofia reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Bruno works for Northwind Systems.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara reports to Jonas.\n- Sofia works for Meridian Bank.\n- Kenji works for Cedar Retail Group.\n- Northwind Systems was founded in 2005.\n- Pinnacle Software was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2008", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-602", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "rollback", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cedar Retail Group.\n- Ravi works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Bruno reports to Mei.\n- Ironwood Manufacturing was founded in 1980.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods was founded in 2006.\n- Anders works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1976.\n- Meridian Bank was founded in 2003.\n- Cedar Retail Group is headquartered in Cork.\n- Chiara works for Meridian Bank.\n- Fernhill Foods is headquartered in Cork.\n- Anders reports to Ravi.\n- Meridian Bank is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Kenji reports to Chiara.\n- Priya works for Cedar Retail Group.\n- Kenji works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Tobias reports to Anders.\n- Aisha reports to Sofia.\n- Ravi reports to Bruno.\n- Aisha works for Cedar Retail Group.\n- Chiara reports to Priya.\n- Mei reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-604", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9351: employee Anders K., hired 24 September 2021, separated 29 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-9351 under the controlling rules.", "criteria": {"0": "$8,775", "1": "$37,700", "2": "$6,700", "3": "$8,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-605", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 October 2025): For employees hired on or after 17 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2908: employee Emeka K., hired 14 November 2023, separated 14 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2908?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1995.\n- Helios Logistics was founded in 1979.\n- Omar works for Fernhill Foods.\n- Callum reports to Tobias.\n- Stefan works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2008.\n- Stefan reports to Aisha.\n- Helios Logistics is headquartered in Valencia.\n- Omar reports to Yuki.\n- Dmitri reports to Callum.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Stefan.\n- Bluepine Aviation is headquartered in Turku.\n- Yuki reports to Emeka.\n- Aisha reports to Dmitri.\n- Yuki works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Aisha works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias works for Bluepine Aviation.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-607", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-608", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-609", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3917: employee Deshawn S., hired 16 April 2025, separated 10 January 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-3917 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$4,038", "2": "$40,000", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-610", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3692: employee Wren K., hired 16 August 2022, separated 28 May 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3692?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sofia.\n- Bruno works for Helios Logistics.\n- Sofia reports to Aisha.\n- Bruno reports to Wren.\n- Vantage Air was founded in 2013.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Lucia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Malmo.\n- Mara works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Helios Logistics was founded in 2011.\n- Wren reports to Ingrid.\n- Leila works for Vantage Air.\n- Ingrid works for Cedar Retail Group.\n- Helios Logistics is headquartered in Leeds.\n- Vantage Air is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1996.\n- Leila reports to Bruno.\n- Cedar Retail Group was founded in 1985.\n- Lucia works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Ingrid reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-612", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-613", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-614", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-615", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7249: employee Callum B., hired 24 April 2023, separated 21 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7249?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mara.\n- Summit Energy is headquartered in Lyon.\n- Felix works for Vantage Air.\n- Chiara works for Fernhill Foods.\n- Vantage Air was founded in 1985.\n- Bluepine Aviation was founded in 1994.\n- Fernhill Foods was founded in 1986.\n- Leila works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Stefan works for Summit Energy.\n- Chiara reports to Nadia.\n- Mara works for Summit Energy.\n- Pablo works for Vantage Air.\n- Nadia works for Summit Energy.\n- Vantage Air is headquartered in Tampere.\n- Nadia reports to Emeka.\n- Pablo reports to Felix.\n- Fernhill Foods is headquartered in Tampere.\n- Summit Energy was founded in 1998.\n- Bluepine Aviation is headquartered in Tampere.\n- Mara reports to Stefan.\n- Stefan reports to Chiara.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Nagoya.\n- Mara reports to Hana.\n- Leila reports to Yuki.\n- Ironwood Manufacturing was founded in 2005.\n- Mateo works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Sanne reports to Leila.\n- Kenji reports to Mara.\n- Lattice Analytics is headquartered in Tallinn.\n- Cobalt Health was founded in 2011.\n- Emeka works for Lattice Analytics.\n- Mateo reports to Felix.\n- Mara works for Cobalt Health.\n- Hana reports to Mateo.\n- Nadia reports to Emeka.\n- Leila works for Lattice Analytics.\n- Yuki reports to Nadia.\n- Lattice Analytics was founded in 1987.\n- Yuki works for Cobalt Health.\n- Felix reports to Stefan.\n- Cedar Retail Group was founded in 1988.\n- Nadia works for Lattice Analytics.\n- Felix works for Cedar Retail Group.\n- Zoya works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Emeka reports to Zoya.\n- Zoya reports to Kenji.\n- Stefan works for Cedar Retail Group.\n- Hana works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1997.\n- Yuki works for Meridian Bank.\n- Hana reports to Callum.\n- Elena works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Beacon Insurance was founded in 2010.\n- Yuki reports to Stefan.\n- Atlas Freight was founded in 1989.\n- Meridian Bank is headquartered in Lyon.\n- Hana works for Cobalt Health.\n- Pablo reports to Omar.\n- Callum reports to Kenji.\n- Elena reports to Nadia.\n- Sofia reports to Pablo.\n- Tessa reports to Elena.\n- Bruno works for Meridian Bank.\n- Omar reports to Hana.\n- Stefan reports to Tessa.\n- Omar works for Atlas Freight.\n- Cobalt Health was founded in 2008.\n- Cobalt Health is headquartered in Brno.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Atlas Freight is headquartered in Turku.\n- Kenji reports to Bruno.\n- Stefan works for Meridian Bank.\n- Callum works for Cobalt Health.\n- Tessa works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Bruno reports to Yuki.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Callum.\n- Lattice Analytics is headquartered in Bergen.\n- Felix reports to Ingrid.\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Aisha works for Vantage Air.\n- Ingrid reports to Pablo.\n- Stefan reports to Kenji.\n- Summit Energy is headquartered in Bergen.\n- Lucia works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Summit Energy was founded in 2010.\n- Helios Logistics was founded in 2004.\n- Nadia works for Vantage Air.\n- Nadia reports to Lucia.\n- Aisha reports to Nadia.\n- Ingrid works for Helios Logistics.\n- Kenji works for Vantage Air.\n- Yuki works for Summit Energy.\n- Callum reports to Felix.\n- Vantage Air is headquartered in Ghent.\n- Helios Logistics is headquartered in Ghent.\n- Callum works for Vantage Air.\n- Pablo reports to Aisha.\n- Vantage Air was founded in 1991.\n- Kenji reports to Yuki.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-620", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6655: employee Elena M., hired 18 December 2020, separated 24 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6655?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-621", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6110: employee Deshawn T., hired 20 January 2021, separated 12 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6110?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-622", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-623", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-624", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-625", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Helios Logistics was founded in 1987.\n- Atlas Freight is headquartered in Bergen.\n- Dmitri works for Beacon Insurance.\n- Wren reports to Tessa.\n- Summit Energy is headquartered in Lyon.\n- Dmitri reports to Wren.\n- Deshawn reports to Tobias.\n- Mei reports to Deshawn.\n- Wren works for Atlas Freight.\n- Tobias reports to Hana.\n- Beacon Insurance is headquartered in Lyon.\n- Tobias works for Beacon Insurance.\n- Tessa reports to Mei.\n- Atlas Freight was founded in 1988.\n- Deshawn works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Hana reports to Sofia.\n- Tessa works for Helios Logistics.\n- Summit Energy was founded in 2008.\n- Sofia works for Summit Energy.\n- Hana works for Helios Logistics.\n- Beacon Insurance was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Felix.\n- Leila works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1990.\n- Northwind Systems is headquartered in Oslo.\n- Mateo reports to Leila.\n- Northwind Systems was founded in 1994.\n- Nadia works for Cobalt Health.\n- Leila reports to Jonas.\n- Viktor works for Pinnacle Software.\n- Felix reports to Nadia.\n- Viktor reports to Mateo.\n- Sofia works for Ironwood Manufacturing.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 2011.\n- Nadia reports to Elena.\n- Sofia reports to Amara.\n- Pinnacle Software is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Elena reports to Viktor.\n- Amara works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Jonas works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Cobalt Health was founded in 1979.\n- Amara reports to Emeka.\n- Emeka works for Northwind Systems.\n- Mateo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-628", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2048: employee Ingrid T., hired 19 January 2023, separated 18 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-2048 under the controlling rules.", "criteria": {"0": "$9,600", "1": "$10,100", "2": "$9,500", "3": "$41,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-629", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-630", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-631", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 2036 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-632", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-633", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-634", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3292: employee Bruno R., hired 03 February 2024, separated 22 April 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-3292 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$2,100", "2": "$6,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Cobalt Health was founded in 1978.\n- Mei works for Cobalt Health.\n- Yuki works for Northwind Systems.\n- Elena works for Cobalt Health.\n- Yuki reports to Leila.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight was founded in 1997.\n- Jonas works for Cobalt Health.\n- Sofia reports to Jonas.\n- Atlas Freight is headquartered in Lyon.\n- Crescent Telecom was founded in 2014.\n- Elena reports to Bruno.\n- Northwind Systems was founded in 1994.\n- Crescent Telecom is headquartered in Lyon.\n- Mara reports to Elena.\n- Sofia works for Atlas Freight.\n- Leila reports to Mara.\n- Leila works for Atlas Freight.\n- Cobalt Health is headquartered in Halifax.\n- Jonas reports to Mei.\n- Bruno reports to Sofia.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-636", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8474: employee Ravi M., hired 14 October 2023, separated 20 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8474?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Yuki.\n- Summit Energy was founded in 2015.\n- Tessa works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Wren reports to Mara.\n- Vantage Air is headquartered in Adelaide.\n- Mara works for Bluepine Aviation.\n- Mara reports to Lucia.\n- Emeka works for Vantage Air.\n- Ravi works for Pinnacle Software.\n- Bluepine Aviation was founded in 2010.\n- Pinnacle Software was founded in 2015.\n- Yuki works for Summit Energy.\n- Pablo works for Vantage Air.\n- Pablo reports to Tessa.\n- Ingrid reports to Emeka.\n- Summit Energy is headquartered in Adelaide.\n- Lucia reports to Tobias.\n- Lucia works for Bluepine Aviation.\n- Vantage Air was founded in 2007.\n- Stefan works for Bluepine Aviation.\n- Dmitri reports to Pablo.\n- Ravi reports to Wren.\n- Emeka reports to Stefan.\n- Pinnacle Software is headquartered in Lyon.\n- Tessa reports to Ravi.\n- Tobias works for Summit Energy.\n- Bluepine Aviation is headquartered in Lyon.\n- Wren works for Vantage Air.\n- Tobias reports to Ingrid.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-638", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-639", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6198: employee Sofia R., hired 27 March 2023, separated 23 October 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-6198 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$7,500", "2": "$3,600", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Pinnacle Software is headquartered in Turku.\n- Stefan works for Bluepine Aviation.\n- Cobalt Health was founded in 1986.\n- Omar works for Pinnacle Software.\n- Dmitri reports to Felix.\n- Cobalt Health is headquartered in Lyon.\n- Felix reports to Elena.\n- Elena works for Pinnacle Software.\n- Felix works for Atlas Freight.\n- Bluepine Aviation was founded in 1986.\n- Elena reports to Stefan.\n- Pinnacle Software was founded in 1982.\n- Jonas works for Bluepine Aviation.\n- Chiara reports to Priya.\n- Chiara works for Cobalt Health.\n- Jonas reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Bluepine Aviation is headquartered in Turku.\n- Priya reports to Jonas.\n- Atlas Freight was founded in 2002.\n- Omar reports to Chiara.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Mei reports to Wren.\n- Priya works for Pinnacle Software.\n- Hana reports to Mei.\n- Pablo works for Crescent Telecom.\n- Northwind Systems is headquartered in Malmo.\n- Priya reports to Pablo.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi reports to Dmitri.\n- Lucia reports to Mateo.\n- Pinnacle Software was founded in 2002.\n- Crescent Telecom was founded in 2006.\n- Mateo reports to Ravi.\n- Dmitri reports to Hana.\n- Crescent Telecom is headquartered in Turku.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Ravi works for Northwind Systems.\n- Felix reports to Lucia.\n- Wren works for Northwind Systems.\n- Mateo works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Lucia works for Crescent Telecom.\n- Northwind Systems was founded in 1977.\n- Wren reports to Priya.\n- Vantage Air was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-642", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6898: employee Priya A., hired 30 November 2020, separated 24 October 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6898?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-643", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Stefan.\n- Mei works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Mei reports to Ravi.\n- Zoya reports to Anders.\n- Crescent Telecom is headquartered in Nagoya.\n- Mateo works for Bluepine Aviation.\n- Sanne works for Summit Energy.\n- Zoya works for Crescent Telecom.\n- Mateo reports to Callum.\n- Bluepine Aviation is headquartered in Nagoya.\n- Beacon Insurance was founded in 1988.\n- Beacon Insurance is headquartered in Leeds.\n- Callum reports to Mei.\n- Stefan reports to Sanne.\n- Anders works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Summit Energy was founded in 1989.\n- Bluepine Aviation was founded in 2014.\n- Anders reports to Mateo.\n- Callum works for Beacon Insurance.\n- Summit Energy is headquartered in Nagoya.\n- Crescent Telecom was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Stefan.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji reports to Ingrid.\n- Mateo works for Vantage Air.\n- Aisha works for Vantage Air.\n- Pinnacle Software was founded in 2012.\n- Ravi works for Cedar Retail Group.\n- Ingrid reports to Mei.\n- Kenji works for Ironwood Manufacturing.\n- Ingrid works for Vantage Air.\n- Stefan reports to Aisha.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sanne works for Pinnacle Software.\n- Aisha reports to Tobias.\n- Cedar Retail Group is headquartered in Valencia.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Cedar Retail Group was founded in 2003.\n- Mei works for Cedar Retail Group.\n- Hana reports to Ravi.\n- Hana works for Cedar Retail Group.\n- Stefan works for Ironwood Manufacturing.\n- Mateo reports to Sanne.\n- Vantage Air was founded in 2003.\n- Tobias reports to Hana.\n- Ironwood Manufacturing was founded in 1996.\n- Sanne reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1991", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-646", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-647", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-648", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-649", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-650", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1950: employee Bruno B., hired 28 December 2023, separated 15 July 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2026-1950 under the controlling rules.", "criteria": {"0": "$9,533", "1": "$2,250", "2": "$2,200", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1976.\n- Cedar Retail Group is headquartered in Cork.\n- Callum works for Bluepine Aviation.\n- Lucia reports to Pablo.\n- Helios Logistics is headquartered in Austin.\n- Cedar Retail Group was founded in 1980.\n- Stefan reports to Zoya.\n- Helios Logistics was founded in 1979.\n- Zoya reports to Callum.\n- Lucia works for Beacon Insurance.\n- Bruno reports to Mara.\n- Bluepine Aviation is headquartered in Austin.\n- Beacon Insurance is headquartered in Dunedin.\n- Mara works for Beacon Insurance.\n- Tessa reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Tobias reports to Mei.\n- Bruno works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Mara reports to Stefan.\n- Stefan works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Callum reports to Wren.\n- Aisha reports to Tessa.\n- Mei works for Cedar Retail Group.\n- Pablo reports to Aisha.\n- Tobias works for Bluepine Aviation.\n- Aisha works for Beacon Insurance.\n- Wren reports to Lucia.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mateo.\n- Callum works for Fernhill Foods.\n- Callum reports to Omar.\n- Tessa reports to Callum.\n- Omar reports to Mara.\n- Mara works for Fernhill Foods.\n- Atlas Freight is headquartered in Turku.\n- Tessa works for Atlas Freight.\n- Yuki reports to Deshawn.\n- Mateo works for Atlas Freight.\n- Fernhill Foods is headquartered in Austin.\n- Crescent Telecom was founded in 2013.\n- Elena works for Crescent Telecom.\n- Elena reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Omar works for Atlas Freight.\n- Beacon Insurance was founded in 2012.\n- Kenji works for Crescent Telecom.\n- Ingrid reports to Yuki.\n- Mateo reports to Kenji.\n- Yuki works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Beacon Insurance is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Austin.\n- Fernhill Foods was founded in 1986.\n- Kenji reports to Tessa.\n- Atlas Freight was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1988", "2": "1983", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-653", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-654", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1217: employee Lucia R., hired 04 February 2023, separated 13 January 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-1217 under the controlling rules.", "criteria": {"0": "$2,375", "1": "$5,000", "2": "$6,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-655", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-656", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-657", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4464: employee Jonas K., hired 04 January 2023, separated 09 February 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-4464 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,650", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-658", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1635: employee Viktor T., hired 17 May 2022, separated 03 June 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1635?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-659", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ravi.\n- Ravi reports to Omar.\n- Omar reports to Chiara.\n- Elena works for Helios Logistics.\n- Fernhill Foods was founded in 1987.\n- Chiara works for Helios Logistics.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Tessa.\n- Helios Logistics is headquartered in Malmo.\n- Viktor works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1988.\n- Pinnacle Software is headquartered in Brno.\n- Viktor reports to Deshawn.\n- Helios Logistics was founded in 1981.\n- Tessa works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara reports to Anders.\n- Pinnacle Software was founded in 1990.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Elena reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-660", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 88984 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-661", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6184: employee Chiara S., hired 10 April 2022, separated 15 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6184?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-662", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-663", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 October 2025): For employees hired on or after 25 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6266: employee Chiara B., hired 21 August 2024, separated 03 May 2027 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-6266 under the controlling rules.", "criteria": {"0": "$12,400", "1": "$11,900", "2": "$51,567", "3": "$11,812"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-664", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2509: employee Leila S., hired 14 July 2024, separated 05 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2509?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-665", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "claim_luggage", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-666", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mei.\n- Meridian Bank is headquartered in Dunedin.\n- Vantage Air was founded in 2012.\n- Vantage Air is headquartered in Cork.\n- Meridian Bank was founded in 2001.\n- Leila reports to Dmitri.\n- Yuki works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Dmitri works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Zoya reports to Yuki.\n- Mara reports to Priya.\n- Zoya works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1993.\n- Yuki reports to Leila.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mei reports to Kenji.\n- Mei works for Ironwood Manufacturing.\n- Priya reports to Zoya.\n- Fernhill Foods was founded in 1995.\n- Kenji works for Meridian Bank.\n- Mara works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-668", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7548: employee Pablo T., hired 20 March 2023, separated 19 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7548?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-669", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-670", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "provision_access", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-671", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Omar reports to Kenji.\n- Kenji reports to Wren.\n- Dmitri works for Cobalt Health.\n- Callum works for Beacon Insurance.\n- Zoya reports to Omar.\n- Aisha reports to Nadia.\n- Zoya works for Cobalt Health.\n- Elena works for Cedar Retail Group.\n- Dmitri reports to Chiara.\n- Chiara reports to Zoya.\n- Kenji works for Cedar Retail Group.\n- Crescent Telecom was founded in 1994.\n- Omar works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Wren works for Crescent Telecom.\n- Beacon Insurance is headquartered in Brno.\n- Elena reports to Aisha.\n- Cobalt Health is headquartered in Brno.\n- Cedar Retail Group was founded in 1992.\n- Cobalt Health was founded in 1988.\n- Wren reports to Callum.\n- Beacon Insurance was founded in 1998.\n- Cedar Retail Group is headquartered in Brno.\n- Callum reports to Elena.\n- Crescent Telecom is headquartered in Porto.\n- Aisha works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-673", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2002.\n- Mara works for Atlas Freight.\n- Cedar Retail Group was founded in 1999.\n- Mara reports to Aisha.\n- Mateo works for Northwind Systems.\n- Nadia works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia reports to Stefan.\n- Ingrid reports to Callum.\n- Mateo reports to Nadia.\n- Northwind Systems is headquartered in Bergen.\n- Chiara reports to Mara.\n- Callum reports to Mateo.\n- Beacon Insurance is headquartered in Austin.\n- Pablo works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Stefan reports to Viktor.\n- Chiara works for Cedar Retail Group.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Stefan works for Atlas Freight.\n- Aisha reports to Pablo.\n- Northwind Systems was founded in 2000.\n- Pablo reports to Ingrid.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-675", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-676", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-677", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-678", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-679", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Cobalt Health was founded in 1977.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Atlas Freight was founded in 1984.\n- Omar reports to Amara.\n- Ironwood Manufacturing was founded in 1976.\n- Tessa reports to Jonas.\n- Summit Energy is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Brno.\n- Amara works for Ironwood Manufacturing.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Atlas Freight is headquartered in Brno.\n- Felix reports to Kenji.\n- Pablo reports to Stefan.\n- Pablo works for Summit Energy.\n- Stefan works for Atlas Freight.\n- Stefan reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Kenji works for Cobalt Health.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Atlas Freight was founded in 1980.\n- Vantage Air is headquartered in Basel.\n- Priya works for Crescent Telecom.\n- Chiara reports to Elena.\n- Mateo reports to Callum.\n- Crescent Telecom was founded in 2013.\n- Emeka works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Viktor reports to Bruno.\n- Hana works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Omar reports to Lucia.\n- Bruno reports to Priya.\n- Priya reports to Omar.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Callum reports to Viktor.\n- Lucia works for Atlas Freight.\n- Fernhill Foods was founded in 2011.\n- Viktor works for Vantage Air.\n- Chiara works for Crescent Telecom.\n- Elena works for Fernhill Foods.\n- Ingrid reports to Hana.\n- Atlas Freight is headquartered in Halifax.\n- Hana reports to Emeka.\n- Vantage Air was founded in 2011.\n- Crescent Telecom is headquartered in Halifax.\n- Emeka reports to Chiara.\n- Mateo works for Crescent Telecom.\n- Elena reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-682", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5785: employee Anders A., hired 26 January 2023, separated 27 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5785?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1986.\n- Tessa reports to Dmitri.\n- Dmitri works for Summit Energy.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 2015.\n- Emeka works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.\n- Callum reports to Leila.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Tessa.\n- Lucia reports to Mara.\n- Pinnacle Software is headquartered in Valencia.\n- Mara works for Helios Logistics.\n- Emeka reports to Priya.\n- Helios Logistics was founded in 1981.\n- Summit Energy is headquartered in Basel.\n- Lattice Analytics is headquartered in Valencia.\n- Nadia reports to Callum.\n- Mara reports to Omar.\n- Leila works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Leila reports to Emeka.\n- Priya works for Pinnacle Software.\n- Omar reports to Deshawn.\n- Sofia reports to Nadia.\n- Tessa works for Pinnacle Software.\n- Sofia works for Summit Energy.\n- Dmitri reports to Sofia.\n- Deshawn works for Summit Energy.\n- Nadia works for Pinnacle Software.\n- Summit Energy was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-684", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 March 2023): For employees hired on or after 13 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5109: employee Lucia M., hired 01 March 2020, separated 10 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5109?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5109 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-685", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Viktor works for Pinnacle Software.\n- Mara reports to Yuki.\n- Mateo reports to Jonas.\n- Lattice Analytics was founded in 2010.\n- Yuki reports to Viktor.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 1992.\n- Deshawn reports to Nadia.\n- Mara works for Pinnacle Software.\n- Pablo reports to Mateo.\n- Deshawn works for Lattice Analytics.\n- Pinnacle Software is headquartered in Leeds.\n- Pinnacle Software was founded in 1992.\n- Zoya reports to Anders.\n- Amara works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Zoya works for Pinnacle Software.\n- Hana reports to Amara.\n- Anders reports to Pablo.\n- Amara reports to Mara.\n- Cedar Retail Group was founded in 1996.\n- Nadia reports to Hana.\n- Mateo works for Cedar Retail Group.\n- Pablo works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Viktor reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-687", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 4955\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Cobalt Health is headquartered in Nagoya.\n- Atlas Freight was founded in 1975.\n- Bruno works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Hana works for Summit Energy.\n- Aisha works for Cobalt Health.\n- Priya reports to Elena.\n- Atlas Freight is headquartered in Dunedin.\n- Summit Energy was founded in 1989.\n- Stefan reports to Tobias.\n- Wren reports to Bruno.\n- Bruno reports to Omar.\n- Anders reports to Priya.\n- Tobias works for Ironwood Manufacturing.\n- Aisha reports to Chiara.\n- Anders works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Tobias reports to Wren.\n- Omar reports to Anders.\n- Elena works for Summit Energy.\n- Chiara reports to Hana.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2002.\n- Priya works for Atlas Freight.\n- Omar works for Summit Energy.\n- Chiara works for Summit Energy.\n- Elena reports to Aisha.\n- Zoya reports to Stefan.\n- Cobalt Health was founded in 1981.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-689", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7290: employee Aisha A., hired 29 July 2023, separated 21 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7290?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-690", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 September 2022): For employees hired on or after 20 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6192: employee Mara A., hired 14 March 2020, separated 17 August 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6192?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-691", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4149: employee Pablo S., hired 10 May 2021, separated 20 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-4149 under the controlling rules.", "criteria": {"0": "$26,481", "1": "$114,750", "2": "$27,481", "3": "$26,611"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Bruno reports to Callum.\n- Crescent Telecom is headquartered in Austin.\n- Atlas Freight is headquartered in Austin.\n- Crescent Telecom was founded in 1976.\n- Dmitri works for Pinnacle Software.\n- Kenji reports to Bruno.\n- Leila reports to Kenji.\n- Callum reports to Ingrid.\n- Mara reports to Dmitri.\n- Ingrid works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Kenji works for Bluepine Aviation.\n- Mara works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Austin.\n- Dmitri reports to Tessa.\n- Atlas Freight was founded in 2006.\n- Omar works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Callum works for Pinnacle Software.\n- Omar reports to Mara.\n- Tessa reports to Ravi.\n- Pinnacle Software is headquartered in Halifax.\n- Zoya reports to Leila.\n- Sofia reports to Zoya.\n- Pinnacle Software was founded in 1976.\n- Ingrid reports to Omar.\n- Tessa works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-693", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 December 2025): For employees hired on or after 27 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4254: employee Bruno K., hired 20 September 2024, separated 22 June 2027 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4254?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-694", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-695", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7483: employee Stefan S., hired 08 October 2021, separated 20 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7483?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-696", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3139: employee Anders M., hired 04 January 2023, separated 29 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3139?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Callum.\n- Callum reports to Priya.\n- Kenji works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Stefan works for Summit Energy.\n- Hana reports to Elena.\n- Stefan reports to Pablo.\n- Kenji reports to Hana.\n- Sofia works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Elena works for Meridian Bank.\n- Callum works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Pablo works for Cobalt Health.\n- Sofia reports to Stefan.\n- Summit Energy is headquartered in Turku.\n- Cobalt Health was founded in 1992.\n- Cedar Retail Group was founded in 2000.\n- Meridian Bank was founded in 1978.\n- Summit Energy was founded in 1996.\n- Pablo reports to Kenji.\n- Cedar Retail Group is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-698", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-699", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3737: employee Tessa S., hired 02 September 2020, separated 04 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3737?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3737 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-700", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-701", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2846: employee Wren R., hired 14 April 2024, separated 17 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2846?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cedar Retail Group.\n- Lucia works for Summit Energy.\n- Leila works for Atlas Freight.\n- Hana reports to Viktor.\n- Viktor reports to Mara.\n- Atlas Freight was founded in 2014.\n- Chiara works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Adelaide.\n- Summit Energy is headquartered in Cork.\n- Ingrid works for Cedar Retail Group.\n- Atlas Freight is headquartered in Cork.\n- Lucia reports to Hana.\n- Chiara reports to Leila.\n- Cedar Retail Group was founded in 2012.\n- Viktor works for Summit Energy.\n- Crescent Telecom was founded in 1994.\n- Omar reports to Lucia.\n- Cedar Retail Group is headquartered in Porto.\n- Ingrid reports to Chiara.\n- Omar works for Atlas Freight.\n- Summit Energy was founded in 2008.\n- Hana works for Atlas Freight.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-703", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-704", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "resignation", "4": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-705", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7143: employee Callum B., hired 04 November 2022, separated 17 October 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-7143 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$4,500", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-706", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 December 2025): For employees hired on or after 18 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4382: employee Omar A., hired 19 January 2024, separated 20 January 2027 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4382?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2010.\n- Ingrid reports to Ravi.\n- Sofia reports to Stefan.\n- Emeka reports to Viktor.\n- Crescent Telecom was founded in 2009.\n- Stefan works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Atlas Freight is headquartered in Bergen.\n- Crescent Telecom is headquartered in Leeds.\n- Emeka works for Atlas Freight.\n- Fernhill Foods was founded in 2006.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Bergen.\n- Ingrid works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Viktor reports to Anders.\n- Ravi reports to Sofia.\n- Anders reports to Hana.\n- Anders works for Crescent Telecom.\n- Cedar Retail Group was founded in 2000.\n- Hana reports to Ingrid.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-708", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Stefan.\n- Bluepine Aviation is headquartered in Tallinn.\n- Nadia reports to Omar.\n- Nadia works for Meridian Bank.\n- Ravi works for Fernhill Foods.\n- Bruno reports to Nadia.\n- Stefan reports to Ravi.\n- Fernhill Foods is headquartered in Halifax.\n- Aisha reports to Zoya.\n- Zoya reports to Tobias.\n- Bruno works for Fernhill Foods.\n- Cobalt Health was founded in 1992.\n- Anders reports to Mei.\n- Aisha works for Cobalt Health.\n- Ravi reports to Anders.\n- Meridian Bank is headquartered in Tallinn.\n- Bluepine Aviation was founded in 2009.\n- Tobias reports to Bruno.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Tobias works for Cobalt Health.\n- Omar works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tallinn.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-710", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-711", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-712", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-713", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8837: employee Jonas B., hired 20 June 2022, separated 30 August 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8837?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Mateo works for Vantage Air.\n- Omar works for Beacon Insurance.\n- Cedar Retail Group was founded in 1999.\n- Lucia reports to Sofia.\n- Emeka works for Cobalt Health.\n- Hana reports to Emeka.\n- Aisha works for Cedar Retail Group.\n- Wren works for Beacon Insurance.\n- Tobias reports to Aisha.\n- Emeka reports to Priya.\n- Vantage Air is headquartered in Austin.\n- Mateo reports to Hana.\n- Hana works for Cedar Retail Group.\n- Wren reports to Tobias.\n- Cobalt Health was founded in 2014.\n- Vantage Air was founded in 1987.\n- Omar reports to Mateo.\n- Beacon Insurance was founded in 2006.\n- Priya reports to Mei.\n- Mei works for Cobalt Health.\n- Sofia reports to Ravi.\n- Aisha reports to Lucia.\n- Lucia works for Cobalt Health.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Ravi works for Vantage Air.\n- Sofia works for Beacon Insurance.\n- Mei reports to Wren.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-715", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4630: employee Dmitri T., hired 14 February 2022, separated 10 July 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4630?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-716", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4488: employee Emeka M., hired 11 March 2021, separated 15 August 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4488?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Chiara works for Cobalt Health.\n- Amara reports to Hana.\n- Anders reports to Lucia.\n- Fernhill Foods was founded in 2004.\n- Bruno reports to Anders.\n- Chiara reports to Amara.\n- Beacon Insurance was founded in 1976.\n- Beacon Insurance is headquartered in Lyon.\n- Hana reports to Bruno.\n- Sofia works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Emeka reports to Chiara.\n- Bluepine Aviation is headquartered in Porto.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Lucia reports to Viktor.\n- Emeka works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Sofia reports to Emeka.\n- Cobalt Health was founded in 2007.\n- Viktor reports to Nadia.\n- Hana works for Cobalt Health.\n- Bluepine Aviation was founded in 1999.\n- Bruno works for Beacon Insurance.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Anders reports to Ingrid.\n- Yuki works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Crescent Telecom is headquartered in Basel.\n- Summit Energy is headquartered in Porto.\n- Kenji reports to Mara.\n- Mara works for Summit Energy.\n- Northwind Systems is headquartered in Porto.\n- Aisha reports to Yuki.\n- Beacon Insurance is headquartered in Brno.\n- Mei works for Beacon Insurance.\n- Leila reports to Anders.\n- Sanne reports to Kenji.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Ingrid reports to Wren.\n- Wren reports to Mei.\n- Mara reports to Leila.\n- Ingrid works for Beacon Insurance.\n- Crescent Telecom was founded in 1995.\n- Northwind Systems was founded in 2013.\n- Mei reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Tessa.\n- Viktor works for Bluepine Aviation.\n- Nadia works for Pinnacle Software.\n- Emeka reports to Anders.\n- Anders reports to Priya.\n- Bluepine Aviation was founded in 2004.\n- Cobalt Health was founded in 1977.\n- Pinnacle Software is headquartered in Brno.\n- Nadia reports to Jonas.\n- Tobias works for Pinnacle Software.\n- Wren reports to Nadia.\n- Wren works for Cobalt Health.\n- Tessa reports to Tobias.\n- Jonas works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Malmo.\n- Pinnacle Software was founded in 1989.\n- Fernhill Foods was founded in 1985.\n- Viktor reports to Emeka.\n- Emeka works for Cobalt Health.\n- Fernhill Foods is headquartered in Malmo.\n- Priya reports to Wren.\n- Elena works for Pinnacle Software.\n- Elena reports to Viktor.\n- Priya works for Bluepine Aviation.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1992", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Cobalt Health is headquartered in Dunedin.\n- Sofia reports to Amara.\n- Jonas reports to Deshawn.\n- Dmitri reports to Hana.\n- Emeka works for Cobalt Health.\n- Emeka reports to Omar.\n- Lattice Analytics is headquartered in Malmo.\n- Priya works for Meridian Bank.\n- Amara works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Hana reports to Emeka.\n- Pinnacle Software was founded in 1981.\n- Jonas works for Pinnacle Software.\n- Cobalt Health was founded in 2007.\n- Yuki works for Lattice Analytics.\n- Sofia works for Pinnacle Software.\n- Priya reports to Jonas.\n- Meridian Bank is headquartered in Basel.\n- Lattice Analytics was founded in 1982.\n- Pinnacle Software is headquartered in Basel.\n- Meridian Bank was founded in 1985.\n- Dmitri works for Pinnacle Software.\n- Ingrid reports to Sofia.\n- Callum works for Meridian Bank.\n- Callum reports to Yuki.\n- Amara reports to Dmitri.\n- Ingrid works for Meridian Bank.\n- Yuki reports to Priya.\n- Omar reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-721", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9242: employee Tobias A., hired 14 April 2023, separated 20 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9242?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Stefan.\n- Pinnacle Software is headquartered in Turku.\n- Mei works for Helios Logistics.\n- Mei reports to Elena.\n- Helios Logistics is headquartered in Austin.\n- Bruno works for Helios Logistics.\n- Bluepine Aviation is headquartered in Porto.\n- Deshawn reports to Mei.\n- Elena works for Bluepine Aviation.\n- Felix works for Pinnacle Software.\n- Bluepine Aviation was founded in 1991.\n- Viktor works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Porto.\n- Stefan works for Lattice Analytics.\n- Bruno reports to Felix.\n- Pablo reports to Mateo.\n- Stefan reports to Bruno.\n- Helios Logistics was founded in 1991.\n- Deshawn works for Bluepine Aviation.\n- Amara works for Helios Logistics.\n- Felix reports to Viktor.\n- Lattice Analytics was founded in 1998.\n- Elena reports to Pablo.\n- Pablo works for Pinnacle Software.\n- Mateo works for Helios Logistics.\n- Pinnacle Software was founded in 2014.\n- Viktor reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Jonas works for Cobalt Health.\n- Aisha works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Mara reports to Chiara.\n- Helios Logistics was founded in 1979.\n- Ingrid reports to Jonas.\n- Cobalt Health was founded in 2007.\n- Chiara works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Tobias works for Cobalt Health.\n- Aisha reports to Ingrid.\n- Jonas reports to Amara.\n- Chiara reports to Ravi.\n- Cobalt Health is headquartered in Austin.\n- Amara reports to Mara.\n- Helios Logistics is headquartered in Austin.\n- Pinnacle Software is headquartered in Ghent.\n- Mara works for Northwind Systems.\n- Pinnacle Software was founded in 1984.\n- Tobias reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-724", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-725", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-726", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8121: employee Zoya S., hired 10 June 2022, separated 16 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8121?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-727", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3796: employee Hana R., hired 16 December 2024, separated 28 February 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-3796 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$7,200", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-728", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-729", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-730", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9618: employee Dmitri A., hired 25 August 2023, separated 12 February 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-9618 under the controlling rules.", "criteria": {"0": "$2,885", "1": "$4,615", "2": "$20,000", "3": "$3,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-731", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-732", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 September 2022): For employees hired on or after 02 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8953: employee Priya B., hired 21 October 2021, separated 10 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8953?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-733", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 75671 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-734", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-735", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8963: employee Stefan K., hired 06 March 2023, separated 24 June 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-8963 under the controlling rules.", "criteria": {"0": "$21,288", "1": "$21,418", "2": "$92,250", "3": "$20,288"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-736", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 July 2025): For employees hired on or after 15 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7155: employee Mara B., hired 02 June 2024, separated 14 November 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7155?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-737", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-738", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Anders reports to Emeka.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Lucia reports to Tessa.\n- Anders works for Cobalt Health.\n- Priya reports to Aisha.\n- Amara works for Cobalt Health.\n- Amara reports to Yuki.\n- Cobalt Health was founded in 2004.\n- Tessa works for Cobalt Health.\n- Meridian Bank was founded in 1981.\n- Helios Logistics was founded in 1992.\n- Deshawn reports to Anders.\n- Aisha works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Priya works for Bluepine Aviation.\n- Tobias reports to Priya.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Emeka reports to Amara.\n- Yuki reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Chiara reports to Mara.\n- Mara reports to Tobias.\n- Aisha reports to Deshawn.\n- Helios Logistics is headquartered in Tampere.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Deshawn works for Cobalt Health.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Stefan reports to Elena.\n- Summit Energy is headquartered in Turku.\n- Sanne reports to Wren.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena reports to Sanne.\n- Mateo reports to Bruno.\n- Amara reports to Ravi.\n- Pinnacle Software is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1989.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Mara reports to Callum.\n- Callum reports to Mateo.\n- Callum works for Meridian Bank.\n- Stefan works for Pinnacle Software.\n- Bruno reports to Amara.\n- Bruno works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Meridian Bank was founded in 1987.\n- Wren works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1988.\n- Pablo reports to Callum.\n- Amara works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Jonas works for Meridian Bank.\n- Cobalt Health is headquartered in Valencia.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Jonas reports to Bruno.\n- Tessa reports to Yuki.\n- Pablo works for Cobalt Health.\n- Bruno reports to Tessa.\n- Amara reports to Jonas.\n- Priya reports to Pablo.\n- Cobalt Health was founded in 1984.\n- Omar works for Cobalt Health.\n- Hana works for Crescent Telecom.\n- Bruno works for Cobalt Health.\n- Callum reports to Omar.\n- Tessa works for Helios Logistics.\n- Omar reports to Amara.\n- Crescent Telecom is headquartered in Valencia.\n- Helios Logistics is headquartered in Brno.\n- Crescent Telecom was founded in 1997.\n- Priya works for Cobalt Health.\n- Hana reports to Felix.\n- Viktor works for Cobalt Health.\n- Viktor reports to Hana.\n- Felix works for Meridian Bank.\n- Felix reports to Priya.\n- Meridian Bank was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-742", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-743", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Lucia reports to Zoya.\n- Tobias reports to Sanne.\n- Anders reports to Tobias.\n- Sanne reports to Bruno.\n- Amara reports to Elena.\n- Fernhill Foods is headquartered in Dunedin.\n- Sofia works for Bluepine Aviation.\n- Sanne works for Lattice Analytics.\n- Cedar Retail Group was founded in 1989.\n- Viktor reports to Mara.\n- Cedar Retail Group is headquartered in Brno.\n- Mara works for Cedar Retail Group.\n- Anders works for Lattice Analytics.\n- Sofia reports to Lucia.\n- Bluepine Aviation was founded in 1998.\n- Leila reports to Viktor.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Dunedin.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Mara reports to Sofia.\n- Elena reports to Anders.\n- Zoya reports to Amara.\n- Lattice Analytics was founded in 1981.\n- Leila works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Amara works for Fernhill Foods.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-745", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Pablo.\n- Yuki works for Crescent Telecom.\n- Aisha reports to Wren.\n- Mateo works for Northwind Systems.\n- Wren reports to Mara.\n- Sanne reports to Aisha.\n- Aisha works for Atlas Freight.\n- Viktor reports to Mateo.\n- Pablo works for Crescent Telecom.\n- Mateo reports to Sanne.\n- Crescent Telecom is headquartered in Turku.\n- Viktor works for Bluepine Aviation.\n- Atlas Freight is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Tampere.\n- Atlas Freight was founded in 1987.\n- Mara works for Crescent Telecom.\n- Northwind Systems was founded in 2000.\n- Mara reports to Yuki.\n- Sanne works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Northwind Systems is headquartered in Ghent.\n- Crescent Telecom was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-747", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8274: employee Viktor R., hired 09 January 2024, separated 24 April 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8274?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-748", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-749", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-750", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 5, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 February 2023): For employees hired on or after 05 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3092: employee Priya K., hired 26 July 2020, separated 04 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3092?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Stefan.\n- Callum works for Summit Energy.\n- Omar reports to Sanne.\n- Meridian Bank was founded in 2013.\n- Summit Energy was founded in 1996.\n- Priya works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Vantage Air was founded in 1981.\n- Priya reports to Omar.\n- Mateo works for Meridian Bank.\n- Summit Energy is headquartered in Bergen.\n- Bluepine Aviation was founded in 2005.\n- Lucia works for Bluepine Aviation.\n- Vantage Air is headquartered in Cork.\n- Ingrid reports to Lucia.\n- Mateo reports to Callum.\n- Sanne works for Meridian Bank.\n- Bluepine Aviation is headquartered in Tallinn.\n- Omar works for Vantage Air.\n- Stefan works for Meridian Bank.\n- Lucia reports to Mateo.\n- Meridian Bank is headquartered in Cork.\n- Stefan reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1984.\n- Dmitri works for Cobalt Health.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Ravi.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Lyon.\n- Mara works for Cedar Retail Group.\n- Ravi reports to Yuki.\n- Fernhill Foods was founded in 1992.\n- Ravi works for Fernhill Foods.\n- Nadia works for Lattice Analytics.\n- Cobalt Health is headquartered in Oslo.\n- Yuki reports to Nadia.\n- Fernhill Foods is headquartered in Porto.\n- Omar reports to Chiara.\n- Dmitri reports to Mara.\n- Omar works for Lattice Analytics.\n- Yuki works for Cedar Retail Group.\n- Nadia reports to Omar.\n- Lattice Analytics was founded in 2000.\n- Cobalt Health was founded in 1980.\n- Mara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-753", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 7, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5316: employee Callum B., hired 11 October 2021, separated 09 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5316?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-754", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9669: employee Mateo T., hired 19 November 2020, separated 02 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9669?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Nadia reports to Anders.\n- Atlas Freight is headquartered in Dunedin.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Atlas Freight was founded in 2010.\n- Lattice Analytics is headquartered in Porto.\n- Elena works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Elena reports to Sanne.\n- Deshawn reports to Wren.\n- Mateo reports to Elena.\n- Mateo works for Pinnacle Software.\n- Anders reports to Tobias.\n- Wren works for Lattice Analytics.\n- Pinnacle Software was founded in 1982.\n- Lattice Analytics was founded in 1994.\n- Wren reports to Mateo.\n- Sanne reports to Nadia.\n- Ironwood Manufacturing was founded in 2015.\n- Sanne works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-756", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-757", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Emeka.\n- Emeka reports to Amara.\n- Pinnacle Software was founded in 1976.\n- Bruno works for Atlas Freight.\n- Amara reports to Leila.\n- Bruno reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Lattice Analytics is headquartered in Oslo.\n- Emeka works for Cobalt Health.\n- Atlas Freight was founded in 2007.\n- Ravi works for Lattice Analytics.\n- Omar works for Cobalt Health.\n- Omar reports to Jonas.\n- Pinnacle Software is headquartered in Austin.\n- Atlas Freight is headquartered in Lyon.\n- Cobalt Health was founded in 1977.\n- Cobalt Health is headquartered in Lyon.\n- Lattice Analytics was founded in 1994.\n- Anders works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Jonas works for Pinnacle Software.\n- Dmitri works for Lattice Analytics.\n- Leila reports to Anders.\n- Amara works for Pinnacle Software.\n- Jonas reports to Dmitri.\n- Dmitri reports to Ravi.\n- Ravi reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-759", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-760", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9022: employee Pablo T., hired 07 July 2022, separated 07 April 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9022?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Chiara reports to Omar.\n- Pinnacle Software was founded in 1985.\n- Zoya works for Pinnacle Software.\n- Emeka reports to Zoya.\n- Yuki reports to Chiara.\n- Omar reports to Priya.\n- Leila reports to Yuki.\n- Mara reports to Emeka.\n- Cobalt Health was founded in 2004.\n- Atlas Freight was founded in 1981.\n- Omar works for Cobalt Health.\n- Zoya reports to Leila.\n- Emeka works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 1993.\n- Pinnacle Software is headquartered in Halifax.\n- Yuki works for Cedar Retail Group.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-762", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-763", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 3, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5711: employee Mei K., hired 26 May 2020, separated 13 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-5711 under the controlling rules.", "criteria": {"0": "$44,200", "1": "$12,200", "2": "$10,250", "3": "$10,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-764", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-765", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question", "4": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-766", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-767", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3952: employee Zoya B., hired 31 July 2021, separated 13 February 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3952?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne works for Cedar Retail Group.\n- Tessa reports to Zoya.\n- Lucia works for Pinnacle Software.\n- Lattice Analytics is headquartered in Austin.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Lyon.\n- Zoya reports to Mateo.\n- Lattice Analytics was founded in 1981.\n- Cedar Retail Group was founded in 1981.\n- Bruno works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Viktor reports to Chiara.\n- Mateo reports to Lucia.\n- Chiara reports to Tessa.\n- Bruno reports to Viktor.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1984.\n- Lucia reports to Sanne.\n- Zoya works for Bluepine Aviation.\n- Sanne reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Yuki reports to Ingrid.\n- Pinnacle Software is headquartered in Halifax.\n- Bluepine Aviation was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Bruno works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Leeds.\n- Tobias works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.\n- Felix reports to Aisha.\n- Wren reports to Priya.\n- Ironwood Manufacturing is headquartered in Brno.\n- Crescent Telecom was founded in 2005.\n- Nadia works for Crescent Telecom.\n- Aisha reports to Viktor.\n- Nadia reports to Emeka.\n- Emeka reports to Anders.\n- Mara reports to Felix.\n- Bruno reports to Mara.\n- Viktor works for Bluepine Aviation.\n- Anders reports to Wren.\n- Priya works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2001.\n- Pinnacle Software was founded in 2008.\n- Priya reports to Bruno.\n- Aisha works for Pinnacle Software.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Viktor reports to Pablo.\n- Pablo reports to Tobias.\n- Felix works for Bluepine Aviation.\n- Pablo works for Pinnacle Software.\n- Bluepine Aviation was founded in 2004.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-770", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9348: employee Ravi B., hired 09 November 2021, separated 05 August 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9348?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-771", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7687: employee Elena K., hired 21 November 2020, separated 10 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7687?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-772", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3649: employee Wren B., hired 02 June 2022, separated 23 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3649?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-773", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6250: employee Viktor A., hired 06 June 2021, separated 01 August 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-6250 under the controlling rules.", "criteria": {"0": "$32,000", "1": "$130,000", "2": "$36,000", "3": "$30,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-774", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8700: employee Kenji S., hired 30 August 2021, separated 21 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8700?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-775", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-776", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 January 2023): For employees hired on or after 15 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5986: employee Mateo B., hired 01 January 2022, separated 25 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5986?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-777", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-778", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4777: employee Sanne R., hired 31 January 2022, separated 11 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4777?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-779", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-780", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5113: employee Sofia K., hired 15 December 2023, separated 06 September 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5113?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-781", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5864: employee Deshawn B., hired 30 April 2023, separated 06 June 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-5864 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,150", "2": "$5,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-782", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-783", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-784", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-785", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 3, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 December 2022): For employees hired on or after 24 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1495: employee Sanne R., hired 02 March 2020, separated 15 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1495?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-786", "family": "intent_v3", "state": "Incoming support message:\n\"Re: I moved — update delivery for 50385\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-787", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5634: employee Dmitri T., hired 17 August 2024, separated 04 September 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5634?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2014.\n- Omar works for Cobalt Health.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Mateo reports to Pablo.\n- Amara reports to Zoya.\n- Tessa works for Vantage Air.\n- Omar reports to Mateo.\n- Bruno works for Lattice Analytics.\n- Tessa reports to Callum.\n- Cobalt Health is headquartered in Tallinn.\n- Callum works for Cobalt Health.\n- Nadia works for Crescent Telecom.\n- Vantage Air is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Yuki works for Vantage Air.\n- Mei reports to Yuki.\n- Pablo works for Lattice Analytics.\n- Bruno reports to Amara.\n- Callum reports to Omar.\n- Pablo reports to Chiara.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Nadia.\n- Amara works for Crescent Telecom.\n- Yuki reports to Tessa.\n- Chiara reports to Bruno.\n- Lattice Analytics is headquartered in Turku.\n- Cobalt Health was founded in 2000.\n- Lattice Analytics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-789", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-790", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Ironwood Manufacturing.\n- Mateo reports to Viktor.\n- Ironwood Manufacturing was founded in 1984.\n- Zoya works for Summit Energy.\n- Viktor works for Summit Energy.\n- Zoya reports to Chiara.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Stefan reports to Lucia.\n- Vantage Air is headquartered in Porto.\n- Jonas reports to Zoya.\n- Mateo works for Summit Energy.\n- Dmitri reports to Mateo.\n- Dmitri works for Summit Energy.\n- Anders reports to Dmitri.\n- Stefan works for Ironwood Manufacturing.\n- Viktor reports to Elena.\n- Cobalt Health is headquartered in Porto.\n- Chiara works for Cobalt Health.\n- Yuki reports to Anders.\n- Ironwood Manufacturing is headquartered in Porto.\n- Jonas works for Vantage Air.\n- Summit Energy was founded in 2004.\n- Lucia reports to Ingrid.\n- Elena reports to Jonas.\n- Vantage Air was founded in 2012.\n- Cobalt Health was founded in 1992.\n- Ingrid works for Cobalt Health.\n- Anders works for Vantage Air.\n- Elena works for Ironwood Manufacturing.\n- Ingrid reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Brno", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1986.\n- Ravi works for Meridian Bank.\n- Felix reports to Ravi.\n- Sofia works for Helios Logistics.\n- Meridian Bank was founded in 1997.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Wren reports to Mei.\n- Jonas works for Helios Logistics.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Wren.\n- Felix works for Meridian Bank.\n- Wren works for Ironwood Manufacturing.\n- Mei reports to Kenji.\n- Kenji reports to Sofia.\n- Jonas reports to Leila.\n- Helios Logistics was founded in 1979.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Kenji works for Meridian Bank.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1989.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-793", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 90353\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-794", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-795", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8224: employee Nadia M., hired 12 May 2022, separated 07 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-8224 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,200", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Dmitri works for Cedar Retail Group.\n- Nadia reports to Deshawn.\n- Lattice Analytics was founded in 2002.\n- Mei works for Cedar Retail Group.\n- Lucia reports to Viktor.\n- Deshawn works for Vantage Air.\n- Yuki reports to Dmitri.\n- Lattice Analytics is headquartered in Halifax.\n- Dmitri reports to Nadia.\n- Mei reports to Lucia.\n- Vantage Air is headquartered in Halifax.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 2000.\n- Yuki works for Lattice Analytics.\n- Vantage Air was founded in 1995.\n- Deshawn reports to Mei.\n- Nadia works for Cedar Retail Group.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Viktor reports to Ingrid.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-797", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-798", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-799", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "test_results", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-800", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4738: employee Lucia M., hired 16 December 2020, separated 23 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2025-4738 under the controlling rules.", "criteria": {"0": "$16,385", "1": "$17,385", "2": "$16,269", "3": "$71,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mateo.\n- Lattice Analytics is headquartered in Turku.\n- Sofia reports to Felix.\n- Meridian Bank is headquartered in Cork.\n- Vantage Air was founded in 1990.\n- Jonas works for Lattice Analytics.\n- Meridian Bank was founded in 1986.\n- Tobias works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Jonas reports to Nadia.\n- Mateo reports to Priya.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Nadia works for Vantage Air.\n- Lattice Analytics was founded in 1991.\n- Mateo works for Lattice Analytics.\n- Priya reports to Jonas.\n- Vantage Air is headquartered in Porto.\n- Summit Energy is headquartered in Turku.\n- Mara reports to Tobias.\n- Felix works for Lattice Analytics.\n- Felix reports to Mara.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-802", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6037: employee Mara T., hired 07 March 2024, separated 03 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-6037 under the controlling rules.", "criteria": {"0": "$1,615", "1": "$9,231", "2": "$7,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Nagoya.\n- Tessa reports to Felix.\n- Felix works for Crescent Telecom.\n- Elena works for Northwind Systems.\n- Helios Logistics is headquartered in Basel.\n- Mei works for Helios Logistics.\n- Northwind Systems was founded in 1988.\n- Crescent Telecom was founded in 1987.\n- Sofia reports to Omar.\n- Jonas reports to Ingrid.\n- Atlas Freight was founded in 2015.\n- Jonas works for Helios Logistics.\n- Omar works for Crescent Telecom.\n- Mara reports to Jonas.\n- Mei reports to Tessa.\n- Mara works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Helios Logistics was founded in 1991.\n- Omar reports to Hana.\n- Hana works for Helios Logistics.\n- Atlas Freight is headquartered in Nagoya.\n- Hana reports to Mara.\n- Ingrid reports to Elena.\n- Elena reports to Mei.\n- Northwind Systems is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2010", "3": "2018"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Viktor.\n- Omar reports to Mara.\n- Stefan works for Cedar Retail Group.\n- Ravi works for Cobalt Health.\n- Aisha reports to Mei.\n- Cobalt Health was founded in 2013.\n- Mara reports to Elena.\n- Elena works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Stefan reports to Tessa.\n- Callum works for Vantage Air.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 1978.\n- Viktor works for Lattice Analytics.\n- Omar works for Cedar Retail Group.\n- Elena reports to Stefan.\n- Callum reports to Omar.\n- Mei works for Cobalt Health.\n- Lattice Analytics was founded in 1991.\n- Tessa reports to Pablo.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Lattice Analytics is headquartered in Brno.\n- Vantage Air is headquartered in Turku.\n- Vantage Air was founded in 1981.\n- Viktor reports to Ravi.\n- Ravi reports to Bruno.\n- Mara works for Vantage Air.\n- Pablo reports to Aisha.\n- Pablo works for Lattice Analytics.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-805", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-806", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1273: employee Tobias T., hired 02 July 2022, separated 27 October 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1273?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-807", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4894: employee Amara M., hired 19 December 2021, separated 17 May 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4894?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Elena reports to Ingrid.\n- Chiara reports to Dmitri.\n- Lattice Analytics is headquartered in Leeds.\n- Chiara works for Crescent Telecom.\n- Ingrid reports to Anders.\n- Northwind Systems is headquartered in Adelaide.\n- Yuki reports to Emeka.\n- Crescent Telecom is headquartered in Nagoya.\n- Helios Logistics is headquartered in Adelaide.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Lattice Analytics was founded in 2012.\n- Northwind Systems was founded in 1983.\n- Felix works for Lattice Analytics.\n- Emeka works for Northwind Systems.\n- Dmitri reports to Felix.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Anders works for Helios Logistics.\n- Dmitri works for Lattice Analytics.\n- Emeka reports to Elena.\n- Jonas reports to Chiara.\n- Stefan works for Helios Logistics.\n- Stefan reports to Jonas.\n- Anders reports to Stefan.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-809", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-810", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-811", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2740: employee Bruno B., hired 21 May 2022, separated 24 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2740?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Leila.\n- Sanne reports to Anders.\n- Ironwood Manufacturing was founded in 1987.\n- Yuki reports to Ravi.\n- Sofia reports to Wren.\n- Cobalt Health is headquartered in Nagoya.\n- Sanne works for Atlas Freight.\n- Anders reports to Sofia.\n- Vantage Air is headquartered in Tampere.\n- Ravi works for Vantage Air.\n- Atlas Freight was founded in 1988.\n- Yuki works for Ironwood Manufacturing.\n- Ravi reports to Tobias.\n- Anders works for Cobalt Health.\n- Vantage Air was founded in 2005.\n- Tobias reports to Sanne.\n- Tobias works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health was founded in 1983.\n- Atlas Freight is headquartered in Nagoya.\n- Leila works for Cobalt Health.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2009.\n- Northwind Systems was founded in 2013.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Summit Energy is headquartered in Basel.\n- Nadia reports to Elena.\n- Callum works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Northwind Systems is headquartered in Brno.\n- Mateo works for Northwind Systems.\n- Elena reports to Callum.\n- Ingrid reports to Nadia.\n- Tobias reports to Mateo.\n- Mateo reports to Dmitri.\n- Lattice Analytics is headquartered in Brno.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tessa works for Lattice Analytics.\n- Elena works for Summit Energy.\n- Lattice Analytics was founded in 2002.\n- Tessa reports to Ingrid.\n- Ingrid works for Northwind Systems.\n- Dmitri reports to Tessa.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Atlas Freight is headquartered in Valencia.\n- Ingrid reports to Omar.\n- Zoya reports to Amara.\n- Callum reports to Mei.\n- Elena reports to Callum.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Amara reports to Nadia.\n- Amara works for Atlas Freight.\n- Lattice Analytics was founded in 2013.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Tobias reports to Viktor.\n- Callum works for Atlas Freight.\n- Nadia reports to Ingrid.\n- Atlas Freight was founded in 2002.\n- Viktor works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Beacon Insurance was founded in 2009.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Omar reports to Tobias.\n- Lattice Analytics is headquartered in Cork.\n- Nadia works for Lattice Analytics.\n- Mei reports to Zoya.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-815", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3749: employee Tessa K., hired 17 November 2022, separated 30 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3749?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-816", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 61401 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-817", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4545: employee Nadia A., hired 21 February 2023, separated 24 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4545?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-818", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2343: employee Deshawn R., hired 25 June 2023, separated 22 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2343?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-819", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6204: employee Dmitri R., hired 25 January 2022, separated 21 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6204?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-820", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8116: employee Dmitri M., hired 09 October 2022, separated 22 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8116?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-821", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7861: employee Tessa B., hired 18 August 2024, separated 03 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7861?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-822", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7998: employee Kenji R., hired 05 June 2021, separated 09 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7998?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tobias.\n- Ravi reports to Priya.\n- Tobias reports to Ravi.\n- Wren works for Helios Logistics.\n- Atlas Freight was founded in 1976.\n- Priya works for Summit Energy.\n- Vantage Air was founded in 1987.\n- Leila works for Atlas Freight.\n- Sanne reports to Ingrid.\n- Ravi works for Summit Energy.\n- Wren reports to Sofia.\n- Sanne works for Helios Logistics.\n- Vantage Air is headquartered in Nagoya.\n- Ingrid works for Vantage Air.\n- Sofia reports to Sanne.\n- Helios Logistics was founded in 1976.\n- Atlas Freight is headquartered in Valencia.\n- Helios Logistics is headquartered in Malmo.\n- Tobias works for Atlas Freight.\n- Ingrid reports to Leila.\n- Summit Energy was founded in 1997.\n- Summit Energy is headquartered in Malmo.\n- Sofia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-824", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2414: employee Dmitri A., hired 15 August 2022, separated 10 June 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-2414 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$8,000", "2": "$4,900", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-825", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 March 2023): For employees hired on or after 11 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9021: employee Tobias R., hired 18 September 2021, separated 29 December 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9021?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Chiara.\n- Ravi works for Lattice Analytics.\n- Atlas Freight was founded in 1994.\n- Atlas Freight is headquartered in Tampere.\n- Chiara works for Atlas Freight.\n- Wren works for Lattice Analytics.\n- Ravi reports to Kenji.\n- Elena works for Atlas Freight.\n- Tessa reports to Bruno.\n- Wren reports to Tessa.\n- Deshawn reports to Wren.\n- Meridian Bank is headquartered in Adelaide.\n- Mara reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Mei works for Lattice Analytics.\n- Kenji works for Helios Logistics.\n- Elena reports to Sofia.\n- Dmitri reports to Mara.\n- Lattice Analytics was founded in 1990.\n- Meridian Bank was founded in 2005.\n- Bruno works for Meridian Bank.\n- Helios Logistics was founded in 1991.\n- Tessa works for Meridian Bank.\n- Dmitri works for Atlas Freight.\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Kenji reports to Dmitri.\n- Sofia reports to Ravi.\n- Mei reports to Elena.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-827", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-828", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Leila.\n- Yuki works for Vantage Air.\n- Nadia reports to Dmitri.\n- Nadia works for Lattice Analytics.\n- Mara works for Vantage Air.\n- Fernhill Foods was founded in 1980.\n- Emeka works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Stefan works for Vantage Air.\n- Yuki reports to Nadia.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri reports to Omar.\n- Lattice Analytics was founded in 1993.\n- Vantage Air is headquartered in Valencia.\n- Stefan reports to Mara.\n- Omar reports to Emeka.\n- Lattice Analytics is headquartered in Valencia.\n- Leila works for Crescent Telecom.\n- Vantage Air was founded in 1996.\n- Omar works for Lattice Analytics.\n- Leila reports to Stefan.\n- Crescent Telecom was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-830", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Turku.\n- Felix reports to Jonas.\n- Jonas reports to Hana.\n- Bluepine Aviation was founded in 1995.\n- Deshawn reports to Sanne.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Wren.\n- Hana works for Meridian Bank.\n- Beacon Insurance is headquartered in Turku.\n- Leila reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Helios Logistics was founded in 2014.\n- Leila works for Bluepine Aviation.\n- Yuki works for Helios Logistics.\n- Wren works for Bluepine Aviation.\n- Meridian Bank is headquartered in Ghent.\n- Beacon Insurance was founded in 1977.\n- Yuki reports to Felix.\n- Felix works for Beacon Insurance.\n- Hana reports to Leila.\n- Bluepine Aviation is headquartered in Turku.\n- Sanne works for Beacon Insurance.\n- Meridian Bank was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-832", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-833", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-834", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7515: employee Omar S., hired 26 September 2022, separated 26 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7515?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Lucia.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid works for Lattice Analytics.\n- Mei reports to Dmitri.\n- Stefan works for Vantage Air.\n- Mara works for Vantage Air.\n- Lattice Analytics was founded in 2013.\n- Tobias works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri reports to Mateo.\n- Ironwood Manufacturing was founded in 1989.\n- Deshawn reports to Stefan.\n- Nadia works for Fernhill Foods.\n- Mara reports to Tobias.\n- Ingrid reports to Callum.\n- Mateo works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Stefan reports to Nadia.\n- Vantage Air is headquartered in Leeds.\n- Tobias reports to Deshawn.\n- Nadia reports to Bruno.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia reports to Mara.\n- Bruno works for Ironwood Manufacturing.\n- Callum works for Vantage Air.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Ingrid.\n- Fernhill Foods was founded in 2011.\n- Vantage Air was founded in 2007.\n- Mei works for Vantage Air.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-836", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8522: employee Dmitri K., hired 11 February 2022, separated 16 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8522?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-837", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5273: employee Pablo K., hired 31 December 2020, separated 26 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5273?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-838", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-839", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7596: employee Wren T., hired 19 June 2021, separated 07 March 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7596?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-840", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-841", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-842", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mei.\n- Wren works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Cedar Retail Group was founded in 2003.\n- Fernhill Foods is headquartered in Turku.\n- Mei reports to Lucia.\n- Zoya works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1999.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1989.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 1981.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ravi works for Ironwood Manufacturing.\n- Stefan reports to Felix.\n- Stefan works for Ironwood Manufacturing.\n- Bruno reports to Anders.\n- Deshawn reports to Stefan.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya reports to Wren.\n- Jonas reports to Ravi.\n- Northwind Systems is headquartered in Bergen.\n- Felix reports to Bruno.\n- Anders reports to Zoya.\n- Felix works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Ironwood Manufacturing.\n- Ravi reports to Deshawn.\n- Bruno works for Fernhill Foods.\n- Lucia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-844", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 21610 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-845", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-846", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-847", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-848", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8624: employee Chiara T., hired 27 January 2023, separated 20 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8624?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-849", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5152: employee Ravi S., hired 23 December 2023, separated 25 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5152?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1982.\n- Ravi reports to Felix.\n- Bruno reports to Ravi.\n- Atlas Freight is headquartered in Lyon.\n- Vantage Air is headquartered in Valencia.\n- Cedar Retail Group was founded in 1987.\n- Aisha reports to Chiara.\n- Chiara reports to Bruno.\n- Kenji works for Meridian Bank.\n- Chiara works for Cedar Retail Group.\n- Zoya reports to Kenji.\n- Dmitri reports to Sofia.\n- Aisha works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Valencia.\n- Bruno works for Vantage Air.\n- Felix works for Meridian Bank.\n- Priya works for Cedar Retail Group.\n- Kenji reports to Priya.\n- Dmitri works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Meridian Bank was founded in 1992.\n- Sofia reports to Zoya.\n- Atlas Freight was founded in 1989.\n- Zoya works for Vantage Air.\n- Priya reports to Aisha.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Pablo works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Amara works for Atlas Freight.\n- Leila reports to Mei.\n- Beacon Insurance was founded in 1978.\n- Tobias works for Fernhill Foods.\n- Kenji reports to Amara.\n- Kenji works for Beacon Insurance.\n- Fernhill Foods is headquartered in Austin.\n- Deshawn reports to Mateo.\n- Tobias reports to Pablo.\n- Deshawn works for Cedar Retail Group.\n- Pablo reports to Leila.\n- Atlas Freight was founded in 1998.\n- Amara reports to Deshawn.\n- Fernhill Foods was founded in 1998.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Tobias.\n- Cedar Retail Group was founded in 1989.\n- Beacon Insurance is headquartered in Porto.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-852", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tallinn.\n- Dmitri reports to Sofia.\n- Stefan reports to Lucia.\n- Omar works for Lattice Analytics.\n- Bluepine Aviation was founded in 1996.\n- Mei reports to Dmitri.\n- Lucia works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Northwind Systems is headquartered in Tampere.\n- Atlas Freight was founded in 2007.\n- Wren works for Atlas Freight.\n- Hana reports to Amara.\n- Tessa reports to Wren.\n- Northwind Systems was founded in 2005.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics was founded in 1998.\n- Tessa works for Northwind Systems.\n- Sofia reports to Hana.\n- Lucia reports to Callum.\n- Sofia works for Bluepine Aviation.\n- Dmitri works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Omar reports to Mei.\n- Amara reports to Chiara.\n- Amara works for Lattice Analytics.\n- Callum reports to Tessa.\n- Chiara reports to Stefan.\n- Bluepine Aviation is headquartered in Turku.\n- Mei works for Northwind Systems.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Lucia reports to Kenji.\n- Meridian Bank is headquartered in Nagoya.\n- Chiara reports to Mara.\n- Leila reports to Chiara.\n- Tobias works for Crescent Telecom.\n- Northwind Systems was founded in 1981.\n- Chiara works for Crescent Telecom.\n- Dmitri reports to Deshawn.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Tobias.\n- Omar reports to Viktor.\n- Kenji reports to Wren.\n- Northwind Systems is headquartered in Nagoya.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Deshawn works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Hana reports to Dmitri.\n- Wren reports to Leila.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 1976.\n- Mara works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Tobias reports to Lucia.\n- Dmitri works for Northwind Systems.\n- Crescent Telecom was founded in 1979.\n- Meridian Bank was founded in 2006.\n- Lucia works for Cedar Retail Group.\n- Mara reports to Hana.\n- Omar works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1976", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-855", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4152: employee Leila B., hired 21 April 2024, separated 20 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4152?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-856", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2029: employee Wren K., hired 08 November 2023, separated 01 November 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2026-2029 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$4,615", "2": "$9,731", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Vantage Air is headquartered in Turku.\n- Beacon Insurance was founded in 2008.\n- Fernhill Foods was founded in 2003.\n- Mei reports to Callum.\n- Ingrid works for Vantage Air.\n- Tobias works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Tobias reports to Mei.\n- Mateo works for Crescent Telecom.\n- Viktor reports to Omar.\n- Mateo reports to Ingrid.\n- Vantage Air was founded in 2002.\n- Pablo reports to Viktor.\n- Ingrid reports to Elena.\n- Beacon Insurance is headquartered in Porto.\n- Elena reports to Tobias.\n- Tessa works for Crescent Telecom.\n- Aisha reports to Mateo.\n- Nadia reports to Aisha.\n- Callum reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Callum works for Beacon Insurance.\n- Crescent Telecom is headquartered in Porto.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-858", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-859", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Aisha.\n- Jonas reports to Bruno.\n- Summit Energy was founded in 1996.\n- Dmitri reports to Priya.\n- Aisha works for Cedar Retail Group.\n- Bruno reports to Dmitri.\n- Pablo reports to Jonas.\n- Priya works for Pinnacle Software.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Chiara works for Pinnacle Software.\n- Fernhill Foods was founded in 2005.\n- Pinnacle Software was founded in 1992.\n- Fernhill Foods is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Dmitri works for Pinnacle Software.\n- Summit Energy is headquartered in Porto.\n- Pablo works for Summit Energy.\n- Chiara reports to Pablo.\n- Jonas works for Summit Energy.\n- Emeka reports to Chiara.\n- Cedar Retail Group is headquartered in Turku.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1987", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Wren works for Ironwood Manufacturing.\n- Bruno reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Beacon Insurance was founded in 1998.\n- Pinnacle Software is headquartered in Adelaide.\n- Sanne reports to Bruno.\n- Zoya works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Mara reports to Omar.\n- Crescent Telecom was founded in 1998.\n- Zoya reports to Mara.\n- Aisha works for Ironwood Manufacturing.\n- Omar reports to Sanne.\n- Beacon Insurance is headquartered in Basel.\n- Deshawn works for Beacon Insurance.\n- Wren reports to Aisha.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pinnacle Software was founded in 1981.\n- Mateo works for Beacon Insurance.\n- Deshawn reports to Mateo.\n- Pablo works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Ingrid reports to Zoya.\n- Sanne works for Crescent Telecom.\n- Mateo reports to Wren.\n- Aisha reports to Ingrid.\n- Ironwood Manufacturing was founded in 2004.\n- Crescent Telecom is headquartered in Basel.\n- Dmitri reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Viktor works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Stefan works for Cedar Retail Group.\n- Sanne reports to Mateo.\n- Tobias works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Mateo works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1975.\n- Amara reports to Kenji.\n- Nadia works for Summit Energy.\n- Cedar Retail Group was founded in 1993.\n- Viktor reports to Tobias.\n- Kenji works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi works for Pinnacle Software.\n- Kenji reports to Stefan.\n- Summit Energy was founded in 1979.\n- Ravi reports to Viktor.\n- Pablo reports to Amara.\n- Cedar Retail Group is headquartered in Tampere.\n- Tobias reports to Pablo.\n- Pinnacle Software was founded in 1989.\n- Stefan reports to Nadia.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pablo works for Summit Energy.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1988", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-863", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5318: employee Anders T., hired 28 November 2022, separated 23 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5318?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Lucia reports to Tessa.\n- Zoya works for Pinnacle Software.\n- Tessa reports to Tobias.\n- Beacon Insurance was founded in 2008.\n- Bluepine Aviation is headquartered in Tallinn.\n- Sofia reports to Sanne.\n- Pinnacle Software is headquartered in Ghent.\n- Tobias works for Beacon Insurance.\n- Viktor reports to Deshawn.\n- Bluepine Aviation was founded in 1981.\n- Sofia works for Pinnacle Software.\n- Bruno works for Bluepine Aviation.\n- Aisha reports to Stefan.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Aisha.\n- Summit Energy was founded in 1994.\n- Viktor works for Summit Energy.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya reports to Kenji.\n- Deshawn works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Sanne reports to Zoya.\n- Sanne works for Summit Energy.\n- Aisha works for Beacon Insurance.\n- Stefan reports to Lucia.\n- Deshawn reports to Bruno.\n- Pinnacle Software was founded in 2014.\n- Summit Energy is headquartered in Oslo.\n- Tessa works for Summit Energy.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2006.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Cobalt Health is headquartered in Bergen.\n- Wren reports to Yuki.\n- Omar works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Viktor reports to Wren.\n- Mara works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.\n- Emeka reports to Omar.\n- Priya works for Fernhill Foods.\n- Summit Energy was founded in 1990.\n- Yuki reports to Emeka.\n- Cobalt Health was founded in 1985.\n- Callum reports to Mara.\n- Priya reports to Bruno.\n- Bruno reports to Amara.\n- Beacon Insurance is headquartered in Austin.\n- Amara reports to Callum.\n- Emeka works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Summit Energy is headquartered in Halifax.\n- Bruno works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Mara reports to Viktor.\n- Amara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-866", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5441: employee Priya M., hired 31 October 2024, separated 01 October 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5441?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-867", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3266: employee Tobias S., hired 14 October 2020, separated 15 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3266?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-868", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6991: employee Pablo S., hired 23 December 2022, separated 07 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2026-6991 under the controlling rules.", "criteria": {"0": "$6,231", "1": "$40,000", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Northwind Systems was founded in 1994.\n- Bluepine Aviation is headquartered in Bergen.\n- Meridian Bank is headquartered in Adelaide.\n- Felix reports to Viktor.\n- Leila works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Turku.\n- Dmitri works for Meridian Bank.\n- Yuki reports to Dmitri.\n- Bluepine Aviation was founded in 1979.\n- Northwind Systems is headquartered in Adelaide.\n- Meridian Bank was founded in 1985.\n- Jonas works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Viktor works for Bluepine Aviation.\n- Fernhill Foods was founded in 1996.\n- Yuki works for Fernhill Foods.\n- Wren reports to Felix.\n- Wren works for Meridian Bank.\n- Stefan reports to Jonas.\n- Jonas reports to Leila.\n- Leila reports to Yuki.\n- Dmitri reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1975.\n- Felix reports to Jonas.\n- Felix works for Meridian Bank.\n- Ingrid works for Pinnacle Software.\n- Sanne reports to Mara.\n- Pinnacle Software is headquartered in Dunedin.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Ravi.\n- Kenji reports to Sanne.\n- Mara reports to Chiara.\n- Ravi reports to Omar.\n- Tessa reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Ironwood Manufacturing was founded in 1992.\n- Meridian Bank was founded in 2008.\n- Omar works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ingrid reports to Felix.\n- Tessa works for Meridian Bank.\n- Chiara works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Chiara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-871", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-872", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-873", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1948: employee Tobias K., hired 10 January 2022, separated 10 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1948?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-874", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-875", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-876", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Hana.\n- Meridian Bank is headquartered in Adelaide.\n- Cobalt Health is headquartered in Malmo.\n- Chiara reports to Mara.\n- Felix works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Priya reports to Chiara.\n- Bruno reports to Priya.\n- Hana works for Meridian Bank.\n- Cobalt Health was founded in 1975.\n- Summit Energy was founded in 1989.\n- Beacon Insurance was founded in 2014.\n- Summit Energy is headquartered in Brno.\n- Deshawn works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Sanne works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Sanne reports to Felix.\n- Felix reports to Deshawn.\n- Meridian Bank was founded in 1999.\n- Hana reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Wren.\n- Leila reports to Nadia.\n- Beacon Insurance was founded in 2005.\n- Atlas Freight is headquartered in Porto.\n- Helios Logistics was founded in 1988.\n- Nadia works for Pinnacle Software.\n- Helios Logistics is headquartered in Porto.\n- Tobias works for Beacon Insurance.\n- Dmitri reports to Amara.\n- Beacon Insurance is headquartered in Porto.\n- Wren works for Pinnacle Software.\n- Wren reports to Emeka.\n- Mara reports to Tobias.\n- Mara works for Atlas Freight.\n- Pinnacle Software is headquartered in Leeds.\n- Amara reports to Leila.\n- Tobias reports to Ingrid.\n- Stefan reports to Mara.\n- Sanne reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Pinnacle Software was founded in 2013.\n- Stefan works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Ingrid reports to Aisha.\n- Ingrid works for Atlas Freight.\n- Emeka reports to Sanne.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Sanne works for Atlas Freight.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-879", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-880", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-881", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1736: employee Hana B., hired 08 June 2021, separated 26 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1736?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-882", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 February 2025): For employees hired on or after 28 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3647: employee Mara T., hired 07 October 2023, separated 27 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3647?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-883", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Ingrid reports to Priya.\n- Anders works for Pinnacle Software.\n- Priya works for Helios Logistics.\n- Ingrid works for Pinnacle Software.\n- Pablo reports to Aisha.\n- Helios Logistics was founded in 1998.\n- Omar reports to Ingrid.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software was founded in 2003.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Aisha reports to Emeka.\n- Yuki works for Helios Logistics.\n- Anders reports to Sofia.\n- Bluepine Aviation is headquartered in Porto.\n- Helios Logistics is headquartered in Porto.\n- Northwind Systems is headquartered in Porto.\n- Sofia reports to Yuki.\n- Pablo works for Pinnacle Software.\n- Emeka reports to Tessa.\n- Bluepine Aviation was founded in 1992.\n- Yuki reports to Pablo.\n- Emeka works for Helios Logistics.\n- Priya reports to Anders.\n- Northwind Systems was founded in 1978.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sofia.\n- Omar reports to Callum.\n- Kenji works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Austin.\n- Sofia works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Sofia reports to Ravi.\n- Bluepine Aviation was founded in 2006.\n- Ravi reports to Elena.\n- Tessa reports to Ingrid.\n- Beacon Insurance was founded in 1985.\n- Hana reports to Tessa.\n- Bruno reports to Dmitri.\n- Pinnacle Software is headquartered in Halifax.\n- Meridian Bank is headquartered in Austin.\n- Kenji reports to Omar.\n- Hana works for Beacon Insurance.\n- Dmitri works for Pinnacle Software.\n- Tessa works for Beacon Insurance.\n- Pinnacle Software was founded in 2013.\n- Elena works for Bluepine Aviation.\n- Meridian Bank was founded in 2011.\n- Dmitri reports to Kenji.\n- Ravi works for Bluepine Aviation.\n- Aisha works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum reports to Hana.\n- Omar works for Bluepine Aviation.\n- Callum works for Beacon Insurance.\n- Aisha reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-886", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-887", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-888", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-889", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-890", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-891", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8783: employee Stefan R., hired 23 June 2022, separated 07 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8783?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-892", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-893", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-894", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-895", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "cancel_subscription", "4": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Stefan.\n- Tobias reports to Elena.\n- Chiara works for Helios Logistics.\n- Vantage Air was founded in 2002.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Helios Logistics was founded in 1986.\n- Mara reports to Yuki.\n- Summit Energy is headquartered in Tampere.\n- Vantage Air is headquartered in Cork.\n- Priya reports to Chiara.\n- Priya works for Summit Energy.\n- Mara works for Vantage Air.\n- Elena works for Helios Logistics.\n- Kenji reports to Mara.\n- Yuki reports to Tobias.\n- Kenji works for Pinnacle Software.\n- Yuki works for Helios Logistics.\n- Pinnacle Software was founded in 2005.\n- Helios Logistics is headquartered in Cork.\n- Tobias works for Vantage Air.\n- Stefan reports to Kenji.\n- Pinnacle Software is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2006.\n- Crescent Telecom is headquartered in Lyon.\n- Leila works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Deshawn works for Cedar Retail Group.\n- Elena reports to Deshawn.\n- Sanne reports to Leila.\n- Tessa reports to Mara.\n- Cedar Retail Group is headquartered in Ghent.\n- Sanne works for Beacon Insurance.\n- Deshawn reports to Anders.\n- Pablo reports to Elena.\n- Beacon Insurance was founded in 1982.\n- Lucia works for Beacon Insurance.\n- Anders reports to Sanne.\n- Pablo works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Ghent.\n- Lucia reports to Pablo.\n- Crescent Telecom was founded in 1981.\n- Lattice Analytics was founded in 1987.\n- Leila reports to Tessa.\n- Yuki reports to Lucia.\n- Yuki works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-898", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8959: employee Leila T., hired 08 October 2020, separated 20 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8959?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Sofia works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Kenji reports to Bruno.\n- Felix reports to Mei.\n- Tobias works for Beacon Insurance.\n- Summit Energy was founded in 1981.\n- Lattice Analytics was founded in 1979.\n- Summit Energy is headquartered in Austin.\n- Sanne reports to Felix.\n- Bruno reports to Elena.\n- Beacon Insurance was founded in 2013.\n- Mei reports to Tobias.\n- Kenji works for Lattice Analytics.\n- Priya reports to Pablo.\n- Sofia reports to Kenji.\n- Pablo reports to Sanne.\n- Fernhill Foods was founded in 2004.\n- Mei works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Tobias reports to Sofia.\n- Lattice Analytics is headquartered in Basel.\n- Fernhill Foods is headquartered in Nagoya.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2016", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-900", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-901", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-902", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8545: employee Amara K., hired 22 February 2024, separated 03 February 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-8545 under the controlling rules.", "criteria": {"0": "$7,269", "1": "$7,399", "2": "$31,500", "3": "$6,269"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-903", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Hana.\n- Callum works for Vantage Air.\n- Pablo works for Beacon Insurance.\n- Callum reports to Pablo.\n- Bluepine Aviation is headquartered in Basel.\n- Vantage Air was founded in 2001.\n- Dmitri works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka works for Vantage Air.\n- Emeka reports to Ingrid.\n- Ironwood Manufacturing was founded in 1999.\n- Vantage Air is headquartered in Valencia.\n- Lucia works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Basel.\n- Ingrid reports to Anders.\n- Lucia reports to Dmitri.\n- Mateo reports to Emeka.\n- Beacon Insurance was founded in 1990.\n- Anders works for Ironwood Manufacturing.\n- Hana reports to Chiara.\n- Bluepine Aviation was founded in 2015.\n- Dmitri reports to Mateo.\n- Hana works for Bluepine Aviation.\n- Ingrid works for Ironwood Manufacturing.\n- Chiara works for Vantage Air.\n- Mateo works for Vantage Air.\n- Pablo reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Wren.\n- Wren reports to Kenji.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2011.\n- Vantage Air is headquartered in Oslo.\n- Fernhill Foods was founded in 1983.\n- Stefan reports to Yuki.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Fernhill Foods is headquartered in Brno.\n- Leila works for Vantage Air.\n- Kenji reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Leila reports to Stefan.\n- Ironwood Manufacturing was founded in 2013.\n- Wren works for Vantage Air.\n- Yuki works for Cobalt Health.\n- Stefan works for Fernhill Foods.\n- Kenji works for Vantage Air.\n- Emeka reports to Mara.\n- Vantage Air was founded in 1980.\n- Ingrid works for Fernhill Foods.\n- Mara works for Cobalt Health.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-906", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-907", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8632: employee Amara R., hired 26 November 2020, separated 15 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8632?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-908", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 December 2025): For employees hired on or after 07 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5511: employee Leila T., hired 03 November 2024, separated 14 August 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5511?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-909", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-910", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-911", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9392: employee Zoya T., hired 13 December 2021, separated 17 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9392?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-912", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-913", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8228: employee Tessa K., hired 13 October 2021, separated 16 February 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8228?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Dmitri reports to Sanne.\n- Sofia works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Vantage Air was founded in 1977.\n- Meridian Bank was founded in 1978.\n- Vantage Air is headquartered in Lyon.\n- Deshawn works for Bluepine Aviation.\n- Leila reports to Emeka.\n- Cedar Retail Group is headquartered in Lyon.\n- Hana reports to Deshawn.\n- Sanne reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sanne works for Cedar Retail Group.\n- Sofia reports to Tobias.\n- Deshawn reports to Leila.\n- Leila works for Bluepine Aviation.\n- Tessa reports to Hana.\n- Tessa works for Meridian Bank.\n- Tobias reports to Tessa.\n- Pablo works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2001.\n- Tobias works for Meridian Bank.\n- Anders reports to Pablo.\n- Lucia reports to Sofia.\n- Pablo reports to Dmitri.\n- Dmitri works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1979.\n- Meridian Bank is headquartered in Lyon.\n- Emeka works for Meridian Bank.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tessa.\n- Amara reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Beacon Insurance is headquartered in Valencia.\n- Felix works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Stefan reports to Amara.\n- Crescent Telecom is headquartered in Adelaide.\n- Tessa works for Crescent Telecom.\n- Cobalt Health was founded in 1987.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Nadia reports to Stefan.\n- Wren reports to Yuki.\n- Ironwood Manufacturing was founded in 2004.\n- Cobalt Health is headquartered in Turku.\n- Tessa reports to Felix.\n- Ingrid reports to Wren.\n- Stefan works for Beacon Insurance.\n- Amara works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1980", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Stefan reports to Ravi.\n- Ravi reports to Mara.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1980.\n- Pinnacle Software is headquartered in Nagoya.\n- Amara reports to Nadia.\n- Beacon Insurance is headquartered in Nagoya.\n- Sanne reports to Felix.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya works for Lattice Analytics.\n- Felix works for Meridian Bank.\n- Stefan works for Lattice Analytics.\n- Meridian Bank is headquartered in Nagoya.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Stefan.\n- Mara works for Meridian Bank.\n- Lattice Analytics was founded in 1987.\n- Amara works for Lattice Analytics.\n- Meridian Bank was founded in 2013.\n- Mara reports to Sanne.\n- Felix reports to Zoya.\n- Pinnacle Software was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-917", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9880: employee Amara A., hired 02 October 2019, separated 18 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9880?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-918", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1574: employee Leila A., hired 14 March 2022, separated 19 November 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-1574 under the controlling rules.", "criteria": {"0": "$15,885", "1": "$16,269", "2": "$71,000", "3": "$16,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-919", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8242: employee Hana A., hired 17 September 2022, separated 03 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8242?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ingrid.\n- Pablo works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Cobalt Health was founded in 2008.\n- Anders works for Lattice Analytics.\n- Mei reports to Mateo.\n- Lucia works for Vantage Air.\n- Lattice Analytics is headquartered in Cork.\n- Ingrid works for Cobalt Health.\n- Mei works for Vantage Air.\n- Wren reports to Bruno.\n- Aisha works for Lattice Analytics.\n- Fernhill Foods is headquartered in Dunedin.\n- Ingrid reports to Deshawn.\n- Aisha reports to Mei.\n- Viktor works for Fernhill Foods.\n- Lucia reports to Amara.\n- Deshawn works for Fernhill Foods.\n- Bruno reports to Anders.\n- Vantage Air was founded in 1992.\n- Cobalt Health is headquartered in Cork.\n- Mateo reports to Viktor.\n- Amara works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Anders reports to Lucia.\n- Viktor reports to Pablo.\n- Wren works for Lattice Analytics.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics was founded in 2013.\n- Fernhill Foods was founded in 2011.\n- Amara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-921", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-922", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-923", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5402: employee Elena K., hired 06 December 2019, separated 12 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5402?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2010.\n- Mara reports to Tobias.\n- Atlas Freight was founded in 1994.\n- Nadia reports to Mara.\n- Aisha works for Atlas Freight.\n- Bruno works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Vantage Air was founded in 1993.\n- Deshawn works for Atlas Freight.\n- Tobias works for Vantage Air.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Felix reports to Emeka.\n- Bruno reports to Priya.\n- Priya reports to Chiara.\n- Yuki reports to Deshawn.\n- Aisha reports to Yuki.\n- Deshawn reports to Nadia.\n- Kenji works for Cobalt Health.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Tobias reports to Bruno.\n- Fernhill Foods is headquartered in Dunedin.\n- Priya works for Vantage Air.\n- Kenji reports to Aisha.\n- Emeka reports to Kenji.\n- Fernhill Foods was founded in 2009.\n- Vantage Air is headquartered in Dunedin.\n- Nadia works for Atlas Freight.\n- Emeka works for Cobalt Health.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Mara works for Meridian Bank.\n- Northwind Systems was founded in 1978.\n- Bluepine Aviation was founded in 2002.\n- Sofia works for Lattice Analytics.\n- Sanne reports to Lucia.\n- Deshawn works for Bluepine Aviation.\n- Meridian Bank is headquartered in Cork.\n- Lucia reports to Sofia.\n- Hana works for Lattice Analytics.\n- Stefan works for Northwind Systems.\n- Anders reports to Mara.\n- Hana reports to Zoya.\n- Lucia works for Bluepine Aviation.\n- Mara reports to Sanne.\n- Zoya reports to Anders.\n- Lattice Analytics is headquartered in Cork.\n- Sofia reports to Stefan.\n- Anders works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Lattice Analytics was founded in 1980.\n- Chiara reports to Hana.\n- Meridian Bank was founded in 1982.\n- Deshawn reports to Chiara.\n- Zoya works for Meridian Bank.\n- Sanne works for Lattice Analytics.\n- Chiara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-926", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8951: employee Zoya R., hired 13 September 2021, separated 03 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-8951 under the controlling rules.", "criteria": {"0": "$10,875", "1": "$46,800", "2": "$10,800", "3": "$11,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-927", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 June 2023): For employees hired on or after 02 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5000: employee Sanne M., hired 20 July 2020, separated 06 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5000?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5000 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-928", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-929", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-930", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Beacon Insurance is headquartered in Leeds.\n- Omar works for Lattice Analytics.\n- Dmitri works for Crescent Telecom.\n- Sofia works for Beacon Insurance.\n- Deshawn reports to Bruno.\n- Pablo reports to Sofia.\n- Ingrid works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Sofia reports to Deshawn.\n- Jonas reports to Zoya.\n- Deshawn works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Fernhill Foods was founded in 1985.\n- Mara reports to Kenji.\n- Bruno reports to Omar.\n- Pablo works for Crescent Telecom.\n- Lattice Analytics was founded in 1990.\n- Kenji works for Lattice Analytics.\n- Dmitri reports to Mara.\n- Ingrid reports to Jonas.\n- Chiara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Malmo.\n- Lattice Analytics is headquartered in Oslo.\n- Kenji reports to Chiara.\n- Crescent Telecom was founded in 1979.\n- Beacon Insurance was founded in 1982.\n- Zoya reports to Dmitri.\n- Omar reports to Ingrid.\n- Mara works for Crescent Telecom.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Elena.\n- Sofia reports to Deshawn.\n- Nadia works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Hana reports to Jonas.\n- Helios Logistics was founded in 1991.\n- Sofia works for Northwind Systems.\n- Beacon Insurance was founded in 2011.\n- Bruno works for Beacon Insurance.\n- Summit Energy was founded in 2000.\n- Yuki works for Summit Energy.\n- Callum reports to Felix.\n- Northwind Systems is headquartered in Halifax.\n- Mateo works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Felix reports to Bruno.\n- Yuki reports to Hana.\n- Callum works for Helios Logistics.\n- Bruno reports to Sofia.\n- Elena reports to Sanne.\n- Helios Logistics is headquartered in Oslo.\n- Sanne reports to Yuki.\n- Northwind Systems was founded in 1975.\n- Jonas reports to Nadia.\n- Nadia reports to Mateo.\n- Sanne works for Northwind Systems.\n- Summit Energy is headquartered in Halifax.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-933", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3156: employee Felix T., hired 10 August 2023, separated 22 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3156?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Crescent Telecom.\n- Mei works for Ironwood Manufacturing.\n- Wren works for Crescent Telecom.\n- Viktor reports to Lucia.\n- Lattice Analytics was founded in 1985.\n- Lucia reports to Mara.\n- Bluepine Aviation was founded in 2015.\n- Wren reports to Yuki.\n- Lucia works for Bluepine Aviation.\n- Chiara reports to Amara.\n- Crescent Telecom is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2000.\n- Yuki reports to Mei.\n- Viktor works for Ironwood Manufacturing.\n- Amara reports to Viktor.\n- Mara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Brno.\n- Mei reports to Chiara.\n- Crescent Telecom was founded in 1977.\n- Chiara works for Lattice Analytics.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-935", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 95757\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-936", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-937", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-938", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "check_balance", "3": "open_account", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-939", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-940", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-941", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Amara.\n- Vantage Air is headquartered in Malmo.\n- Mateo works for Crescent Telecom.\n- Ingrid works for Vantage Air.\n- Amara reports to Pablo.\n- Ingrid reports to Chiara.\n- Nadia works for Vantage Air.\n- Omar works for Crescent Telecom.\n- Nadia reports to Aisha.\n- Cobalt Health is headquartered in Malmo.\n- Vantage Air was founded in 1981.\n- Cobalt Health was founded in 2014.\n- Amara works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 1991.\n- Crescent Telecom is headquartered in Adelaide.\n- Omar reports to Nadia.\n- Crescent Telecom was founded in 1999.\n- Leila works for Vantage Air.\n- Beacon Insurance is headquartered in Austin.\n- Chiara reports to Hana.\n- Chiara works for Cobalt Health.\n- Aisha reports to Ingrid.\n- Mateo reports to Leila.\n- Pablo reports to Omar.\n- Aisha works for Cobalt Health.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-943", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2070: employee Mei A., hired 07 August 2021, separated 02 November 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2070?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Viktor.\n- Leila reports to Anders.\n- Anders works for Cedar Retail Group.\n- Lattice Analytics was founded in 1985.\n- Tessa reports to Leila.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki works for Atlas Freight.\n- Hana works for Cedar Retail Group.\n- Elena reports to Zoya.\n- Omar reports to Tessa.\n- Atlas Freight was founded in 1983.\n- Zoya reports to Pablo.\n- Cedar Retail Group is headquartered in Turku.\n- Ingrid reports to Omar.\n- Omar works for Pinnacle Software.\n- Emeka works for Atlas Freight.\n- Anders reports to Yuki.\n- Pinnacle Software is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1987.\n- Yuki reports to Hana.\n- Ingrid works for Atlas Freight.\n- Elena works for Pinnacle Software.\n- Viktor works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tallinn.\n- Pablo works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Hana reports to Elena.\n- Emeka reports to Ingrid.\n- Pinnacle Software was founded in 2002.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-945", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sofia.\n- Helios Logistics was founded in 1983.\n- Sanne works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor reports to Chiara.\n- Chiara reports to Deshawn.\n- Cobalt Health was founded in 2000.\n- Ravi works for Crescent Telecom.\n- Sanne reports to Viktor.\n- Amara reports to Sanne.\n- Amara works for Cobalt Health.\n- Crescent Telecom was founded in 2011.\n- Zoya works for Cobalt Health.\n- Sofia works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Cobalt Health is headquartered in Malmo.\n- Deshawn works for Helios Logistics.\n- Pinnacle Software was founded in 1988.\n- Sofia reports to Zoya.\n- Viktor works for Pinnacle Software.\n- Helios Logistics is headquartered in Nagoya.\n- Ravi reports to Amara.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Deshawn works for Northwind Systems.\n- Ravi works for Crescent Telecom.\n- Tobias reports to Mei.\n- Chiara reports to Callum.\n- Tobias works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Adelaide.\n- Callum works for Cedar Retail Group.\n- Callum reports to Deshawn.\n- Northwind Systems was founded in 2009.\n- Nadia works for Pinnacle Software.\n- Ravi reports to Jonas.\n- Leila works for Northwind Systems.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Pinnacle Software is headquartered in Adelaide.\n- Mateo reports to Hana.\n- Deshawn reports to Mateo.\n- Crescent Telecom was founded in 1999.\n- Jonas reports to Tobias.\n- Mei reports to Nadia.\n- Chiara works for Cedar Retail Group.\n- Hana reports to Ravi.\n- Mateo works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tallinn.\n- Pinnacle Software was founded in 1991.\n- Leila reports to Chiara.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-948", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4845: employee Sanne R., hired 23 May 2023, separated 10 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4845?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Bluepine Aviation is headquartered in Brno.\n- Mara reports to Mei.\n- Elena reports to Felix.\n- Felix reports to Priya.\n- Crescent Telecom was founded in 1981.\n- Elena works for Bluepine Aviation.\n- Sanne reports to Elena.\n- Cobalt Health was founded in 1985.\n- Kenji reports to Mateo.\n- Kenji works for Bluepine Aviation.\n- Mateo reports to Sanne.\n- Sanne works for Vantage Air.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Emeka reports to Kenji.\n- Vantage Air is headquartered in Lyon.\n- Vantage Air was founded in 2009.\n- Bluepine Aviation was founded in 1987.\n- Felix works for Cobalt Health.\n- Mei reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health is headquartered in Brno.\n- Mateo works for Crescent Telecom.\n- Priya reports to Zoya.\n- Priya works for Cobalt Health.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Anders.\n- Mei works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Deshawn reports to Amara.\n- Mara works for Summit Energy.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1975.\n- Helios Logistics was founded in 1979.\n- Nadia works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Summit Energy was founded in 1981.\n- Mara reports to Mei.\n- Anders reports to Mateo.\n- Ironwood Manufacturing was founded in 2006.\n- Amara works for Summit Energy.\n- Anders works for Ironwood Manufacturing.\n- Mei reports to Deshawn.\n- Amara reports to Nadia.\n- Helios Logistics is headquartered in Bergen.\n- Mateo works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Mateo reports to Mara.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1973", "2": "1975", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-951", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 November 2022): For employees hired on or after 02 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3797: employee Omar S., hired 16 August 2019, separated 09 September 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3797?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-952", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-953", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-954", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-955", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-956", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-957", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-958", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-959", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-960", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Kenji.\n- Zoya works for Helios Logistics.\n- Ravi works for Cedar Retail Group.\n- Ingrid reports to Emeka.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Sanne reports to Tessa.\n- Omar works for Summit Energy.\n- Dmitri reports to Elena.\n- Summit Energy was founded in 2015.\n- Helios Logistics was founded in 1991.\n- Omar reports to Dmitri.\n- Beacon Insurance was founded in 1980.\n- Elena works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Tessa works for Helios Logistics.\n- Summit Energy is headquartered in Malmo.\n- Tessa reports to Ravi.\n- Cedar Retail Group is headquartered in Basel.\n- Emeka works for Summit Energy.\n- Cedar Retail Group was founded in 1980.\n- Elena reports to Zoya.\n- Ingrid works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Zoya reports to Ingrid.\n- Kenji reports to Omar.\n- Emeka reports to Mara.\n- Kenji works for Summit Energy.\n- Mara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-962", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-963", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2938: employee Viktor T., hired 28 October 2023, separated 27 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-2938?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Bruno reports to Chiara.\n- Lattice Analytics is headquartered in Valencia.\n- Chiara works for Helios Logistics.\n- Jonas reports to Bruno.\n- Pablo works for Helios Logistics.\n- Sanne reports to Hana.\n- Jonas works for Atlas Freight.\n- Helios Logistics was founded in 2012.\n- Cobalt Health was founded in 1987.\n- Pablo reports to Zoya.\n- Sofia reports to Jonas.\n- Felix works for Lattice Analytics.\n- Hana works for Cobalt Health.\n- Zoya reports to Sofia.\n- Atlas Freight was founded in 2003.\n- Cobalt Health is headquartered in Oslo.\n- Hana reports to Felix.\n- Sanne works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Chiara reports to Ravi.\n- Sofia works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Atlas Freight is headquartered in Oslo.\n- Helios Logistics is headquartered in Oslo.\n- Ravi reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-965", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9747: employee Deshawn T., hired 28 November 2022, separated 03 October 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9747?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-966", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-967", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8628: employee Lucia B., hired 06 January 2023, separated 11 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8628?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2010.\n- Cobalt Health is headquartered in Leeds.\n- Tobias reports to Omar.\n- Ingrid reports to Sofia.\n- Fernhill Foods is headquartered in Nagoya.\n- Ravi works for Helios Logistics.\n- Cobalt Health was founded in 1980.\n- Zoya reports to Ravi.\n- Mateo reports to Zoya.\n- Sofia works for Fernhill Foods.\n- Omar reports to Mateo.\n- Callum works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Nadia works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Ingrid works for Pinnacle Software.\n- Tobias works for Fernhill Foods.\n- Zoya works for Pinnacle Software.\n- Wren reports to Nadia.\n- Nadia reports to Pablo.\n- Ravi reports to Callum.\n- Helios Logistics is headquartered in Turku.\n- Wren works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Callum reports to Wren.\n- Mateo works for Cobalt Health.\n- Fernhill Foods was founded in 1996.\n- Pinnacle Software is headquartered in Nagoya.\n- Pablo reports to Tessa.\n- Pinnacle Software was founded in 1999.\n- Tessa reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-969", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 August 2025): For employees hired on or after 16 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8438: employee Aisha S., hired 16 November 2022, separated 25 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8438?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-970", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3511: employee Sofia B., hired 24 January 2022, separated 05 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3511?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-971", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4548: employee Callum K., hired 24 June 2023, separated 11 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4548?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Hana works for Cobalt Health.\n- Hana reports to Tobias.\n- Mateo reports to Sofia.\n- Yuki reports to Emeka.\n- Mateo works for Vantage Air.\n- Cobalt Health was founded in 1990.\n- Cedar Retail Group is headquartered in Malmo.\n- Vantage Air is headquartered in Leeds.\n- Cedar Retail Group was founded in 1982.\n- Yuki works for Vantage Air.\n- Viktor reports to Aisha.\n- Cobalt Health is headquartered in Oslo.\n- Lattice Analytics was founded in 1984.\n- Pablo reports to Hana.\n- Aisha works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Pablo works for Lattice Analytics.\n- Sofia works for Vantage Air.\n- Emeka reports to Mateo.\n- Kenji reports to Pablo.\n- Tobias reports to Yuki.\n- Viktor works for Vantage Air.\n- Jonas reports to Kenji.\n- Aisha reports to Jonas.\n- Mara reports to Viktor.\n- Lattice Analytics is headquartered in Malmo.\n- Tobias works for Cobalt Health.\n- Vantage Air was founded in 2008.\n- Emeka works for Cobalt Health.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-973", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "request_leave", "3": "payroll_issue", "4": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-974", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7707: employee Priya A., hired 01 December 2020, separated 10 March 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-7707 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$26,500", "2": "$28,000", "3": "$112,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-975", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7376: employee Mateo R., hired 24 May 2024, separated 25 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7376?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-976", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-977", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "control_lights", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-978", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4909: employee Sanne A., hired 13 February 2024, separated 14 November 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2025-4909 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,500", "2": "$1,400", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2007.\n- Lucia works for Helios Logistics.\n- Beacon Insurance was founded in 2010.\n- Hana works for Crescent Telecom.\n- Deshawn works for Helios Logistics.\n- Ingrid reports to Lucia.\n- Ingrid works for Beacon Insurance.\n- Deshawn reports to Nadia.\n- Fernhill Foods is headquartered in Halifax.\n- Crescent Telecom is headquartered in Brno.\n- Nadia works for Beacon Insurance.\n- Crescent Telecom was founded in 1996.\n- Aisha works for Helios Logistics.\n- Fernhill Foods was founded in 2003.\n- Beacon Insurance is headquartered in Brno.\n- Viktor reports to Deshawn.\n- Aisha reports to Ingrid.\n- Hana reports to Aisha.\n- Viktor works for Helios Logistics.\n- Lucia reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Nadia reports to Hana.\n- Helios Logistics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-980", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Deshawn reports to Mara.\n- Crescent Telecom was founded in 2010.\n- Helios Logistics is headquartered in Turku.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Mateo.\n- Bruno reports to Leila.\n- Kenji reports to Anders.\n- Mei works for Meridian Bank.\n- Anders works for Crescent Telecom.\n- Meridian Bank is headquartered in Tampere.\n- Deshawn works for Meridian Bank.\n- Mateo reports to Sofia.\n- Northwind Systems was founded in 2015.\n- Elena reports to Kenji.\n- Mateo works for Crescent Telecom.\n- Mara reports to Bruno.\n- Sofia works for Crescent Telecom.\n- Mei reports to Sanne.\n- Sofia reports to Elena.\n- Crescent Telecom is headquartered in Dunedin.\n- Meridian Bank was founded in 2005.\n- Bruno works for Northwind Systems.\n- Anders reports to Mei.\n- Leila works for Meridian Bank.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Leila reports to Emeka.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-982", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sanne.\n- Amara works for Northwind Systems.\n- Atlas Freight was founded in 2009.\n- Bluepine Aviation is headquartered in Bergen.\n- Sofia reports to Stefan.\n- Sofia works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Northwind Systems was founded in 1982.\n- Dmitri works for Northwind Systems.\n- Cobalt Health is headquartered in Ghent.\n- Bluepine Aviation was founded in 1981.\n- Cobalt Health was founded in 1977.\n- Dmitri reports to Tessa.\n- Northwind Systems is headquartered in Adelaide.\n- Tessa reports to Emeka.\n- Emeka reports to Sofia.\n- Sanne reports to Chiara.\n- Atlas Freight is headquartered in Brno.\n- Stefan works for Bluepine Aviation.\n- Emeka works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Chiara works for Bluepine Aviation.\n- Amara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-984", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-985", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 85507 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Cancel Order — wants to cancel a placed order", "2": "Change Address — wants the delivery address updated", "3": "Request Refund — asks for money back on a purchase", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-986", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-987", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 November 2025): For employees hired on or after 25 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6296: employee Sofia R., hired 21 July 2025, separated 29 March 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6296?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-988", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 33242 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-989", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-990", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8885: employee Viktor K., hired 11 December 2020, separated 05 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8885?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-991", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7654: employee Mara A., hired 03 April 2024, separated 23 August 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2026-7654 under the controlling rules.", "criteria": {"0": "$4,200", "1": "$9,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-992", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9644: employee Pablo M., hired 12 April 2021, separated 22 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9644?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-993", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-994", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Callum.\n- Bluepine Aviation is headquartered in Dunedin.\n- Leila reports to Lucia.\n- Emeka reports to Bruno.\n- Deshawn reports to Emeka.\n- Bruno reports to Leila.\n- Priya reports to Dmitri.\n- Lucia reports to Hana.\n- Dmitri works for Cedar Retail Group.\n- Deshawn works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Emeka works for Cedar Retail Group.\n- Cobalt Health was founded in 1980.\n- Aisha reports to Deshawn.\n- Callum reports to Priya.\n- Cedar Retail Group was founded in 2006.\n- Fernhill Foods is headquartered in Austin.\n- Bruno works for Cobalt Health.\n- Dmitri reports to Mara.\n- Bluepine Aviation was founded in 2015.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods was founded in 1985.\n- Callum works for Fernhill Foods.\n- Lucia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Dunedin.\n- Leila works for Cedar Retail Group.\n- Hana reports to Stefan.\n- Cobalt Health is headquartered in Austin.\n- Stefan works for Fernhill Foods.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-996", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5448: employee Nadia K., hired 22 December 2021, separated 30 March 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-5448 under the controlling rules.", "criteria": {"0": "$12,350", "1": "$62,183", "2": "$14,350", "3": "$14,438"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-997", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2246: employee Chiara R., hired 02 October 2020, separated 22 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2246?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-998", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1349: employee Callum A., hired 27 May 2021, separated 23 January 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2026-1349 under the controlling rules.", "criteria": {"0": "$16,188", "1": "$15,100", "2": "$16,100", "3": "$69,767"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-999", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1000", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9621: employee Pablo R., hired 11 December 2022, separated 09 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9621?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Jonas.\n- Felix reports to Kenji.\n- Jonas reports to Ingrid.\n- Fernhill Foods was founded in 1987.\n- Lucia reports to Sofia.\n- Helios Logistics was founded in 1997.\n- Hana works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Sofia reports to Felix.\n- Beacon Insurance was founded in 2007.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Summit Energy was founded in 2011.\n- Sofia works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Bruno works for Helios Logistics.\n- Hana reports to Bruno.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Fernhill Foods.\n- Summit Energy is headquartered in Nagoya.\n- Jonas works for Helios Logistics.\n- Beacon Insurance is headquartered in Porto.\n- Ingrid reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Hana reports to Chiara.\n- Cobalt Health is headquartered in Halifax.\n- Pablo reports to Aisha.\n- Aisha reports to Stefan.\n- Emeka works for Summit Energy.\n- Bruno reports to Hana.\n- Chiara works for Cobalt Health.\n- Ingrid works for Summit Energy.\n- Fernhill Foods is headquartered in Brno.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Summit Energy was founded in 1995.\n- Emeka reports to Ingrid.\n- Bruno works for Cobalt Health.\n- Dmitri reports to Lucia.\n- Summit Energy is headquartered in Brno.\n- Beacon Insurance is headquartered in Brno.\n- Stefan reports to Bruno.\n- Beacon Insurance was founded in 2015.\n- Aisha works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Chiara reports to Emeka.\n- Ingrid reports to Dmitri.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Kenji.\n- Deshawn works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Hana works for Bluepine Aviation.\n- Mei reports to Sofia.\n- Bluepine Aviation is headquartered in Cork.\n- Crescent Telecom was founded in 1981.\n- Crescent Telecom is headquartered in Cork.\n- Helios Logistics was founded in 1997.\n- Amara reports to Stefan.\n- Helios Logistics is headquartered in Nagoya.\n- Mei works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Sofia reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Hana reports to Yuki.\n- Fernhill Foods is headquartered in Nagoya.\n- Stefan works for Crescent Telecom.\n- Omar reports to Hana.\n- Omar works for Fernhill Foods.\n- Chiara works for Bluepine Aviation.\n- Emeka reports to Amara.\n- Stefan reports to Omar.\n- Yuki reports to Mei.\n- Bluepine Aviation was founded in 1975.\n- Yuki works for Helios Logistics.\n- Emeka works for Crescent Telecom.\n- Deshawn reports to Emeka.\n- Viktor reports to Chiara.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1004", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "provision_access", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1005", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-2 (VERSION 4, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3536: employee Anders T., hired 20 November 2020, separated 21 May 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-3536 under the controlling rules.", "criteria": {"0": "$20,192", "1": "$21,308", "2": "$88,000", "3": "$20,308"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1006", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1007", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8451: employee Dmitri B., hired 25 July 2024, separated 01 May 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-8451 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$2,250", "2": "$21,667", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1008", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 97989 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2005.\n- Helios Logistics was founded in 1995.\n- Hana reports to Amara.\n- Jonas reports to Leila.\n- Ironwood Manufacturing is headquartered in Cork.\n- Beacon Insurance was founded in 2009.\n- Ravi reports to Hana.\n- Lucia works for Cobalt Health.\n- Amara reports to Mateo.\n- Amara works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Cork.\n- Beacon Insurance is headquartered in Ghent.\n- Leila works for Helios Logistics.\n- Leila reports to Mara.\n- Mateo works for Beacon Insurance.\n- Ravi works for Ironwood Manufacturing.\n- Mateo reports to Lucia.\n- Cobalt Health is headquartered in Cork.\n- Jonas works for Cobalt Health.\n- Lucia reports to Jonas.\n- Mara works for Beacon Insurance.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1010", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6946: employee Deshawn K., hired 20 October 2020, separated 12 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6946?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6946 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Pablo reports to Aisha.\n- Fernhill Foods is headquartered in Malmo.\n- Omar reports to Callum.\n- Atlas Freight was founded in 1991.\n- Callum works for Helios Logistics.\n- Hana reports to Amara.\n- Bruno works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Amara works for Fernhill Foods.\n- Chiara reports to Tessa.\n- Kenji works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Fernhill Foods was founded in 1992.\n- Chiara works for Fernhill Foods.\n- Atlas Freight is headquartered in Turku.\n- Kenji reports to Pablo.\n- Callum reports to Bruno.\n- Cobalt Health was founded in 2002.\n- Cobalt Health is headquartered in Malmo.\n- Aisha works for Fernhill Foods.\n- Yuki reports to Hana.\n- Helios Logistics is headquartered in Turku.\n- Tessa reports to Kenji.\n- Lucia reports to Yuki.\n- Pablo works for Atlas Freight.\n- Yuki works for Helios Logistics.\n- Amara reports to Omar.\n- Helios Logistics was founded in 1979.\n- Bruno reports to Chiara.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1012", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1013", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1014", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1015", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1016", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1017", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1018", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2022: employee Mateo M., hired 25 October 2021, separated 10 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2022?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1019", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Anders reports to Ravi.\n- Callum works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Bruno works for Fernhill Foods.\n- Amara reports to Chiara.\n- Pablo reports to Yuki.\n- Fernhill Foods was founded in 2003.\n- Amara works for Northwind Systems.\n- Cedar Retail Group was founded in 1988.\n- Northwind Systems was founded in 1987.\n- Anders works for Cedar Retail Group.\n- Yuki works for Northwind Systems.\n- Ravi reports to Viktor.\n- Ravi works for Northwind Systems.\n- Bruno reports to Amara.\n- Yuki reports to Bruno.\n- Cedar Retail Group is headquartered in Basel.\n- Northwind Systems is headquartered in Halifax.\n- Fernhill Foods is headquartered in Tampere.\n- Lattice Analytics was founded in 1981.\n- Pablo works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Tampere.\n- Callum reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Nadia reports to Pablo.\n- Viktor reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Viktor.\n- Ingrid works for Cobalt Health.\n- Viktor reports to Bruno.\n- Pinnacle Software was founded in 1981.\n- Cobalt Health is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Lyon.\n- Bruno works for Cobalt Health.\n- Tessa reports to Mara.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Mara reports to Ingrid.\n- Cedar Retail Group was founded in 2015.\n- Tessa works for Fernhill Foods.\n- Lucia reports to Amara.\n- Lucia works for Fernhill Foods.\n- Cobalt Health was founded in 2014.\n- Amara works for Fernhill Foods.\n- Emeka works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Emeka reports to Tessa.\n- Fernhill Foods was founded in 1983.\n- Fernhill Foods is headquartered in Dunedin.\n- Bruno reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1022", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Sofia.\n- Tobias reports to Mara.\n- Beacon Insurance is headquartered in Nagoya.\n- Hana works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Sanne reports to Tobias.\n- Ironwood Manufacturing was founded in 1983.\n- Mara works for Meridian Bank.\n- Tobias works for Beacon Insurance.\n- Mara reports to Hana.\n- Atlas Freight was founded in 2011.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor works for Atlas Freight.\n- Hana reports to Aisha.\n- Sofia reports to Tessa.\n- Tessa works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Lyon.\n- Beacon Insurance was founded in 1985.\n- Tessa reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Meridian Bank was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Mei reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Jonas works for Ironwood Manufacturing.\n- Mei works for Bluepine Aviation.\n- Dmitri works for Cedar Retail Group.\n- Kenji reports to Aisha.\n- Elena reports to Jonas.\n- Zoya works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1987.\n- Chiara reports to Mei.\n- Jonas reports to Chiara.\n- Bluepine Aviation is headquartered in Lyon.\n- Mateo works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Zoya reports to Dmitri.\n- Aisha reports to Elena.\n- Bluepine Aviation was founded in 2006.\n- Viktor reports to Zoya.\n- Cedar Retail Group was founded in 1978.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Dmitri reports to Mateo.\n- Elena works for Cedar Retail Group.\n- Crescent Telecom was founded in 1979.\n- Cedar Retail Group is headquartered in Nagoya.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1025", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Jonas.\n- Jonas works for Atlas Freight.\n- Stefan reports to Sanne.\n- Pinnacle Software was founded in 2010.\n- Jonas reports to Bruno.\n- Summit Energy was founded in 1980.\n- Amara reports to Felix.\n- Summit Energy is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2002.\n- Atlas Freight is headquartered in Halifax.\n- Amara works for Summit Energy.\n- Bruno works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sanne works for Atlas Freight.\n- Stefan works for Summit Energy.\n- Atlas Freight was founded in 1985.\n- Nadia works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Bruno reports to Ingrid.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Amara.\n- Ingrid reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1027", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9868: employee Aisha B., hired 08 March 2021, separated 24 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9868?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1028", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1029", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1030", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1031", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6003: employee Bruno K., hired 20 December 2020, separated 06 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-6003?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.\n- Elena reports to Aisha.\n- Dmitri reports to Tessa.\n- Omar works for Lattice Analytics.\n- Summit Energy was founded in 2000.\n- Lattice Analytics is headquartered in Porto.\n- Stefan reports to Elena.\n- Bluepine Aviation was founded in 2006.\n- Stefan works for Bluepine Aviation.\n- Omar reports to Stefan.\n- Meridian Bank was founded in 2009.\n- Lattice Analytics was founded in 1985.\n- Meridian Bank is headquartered in Tallinn.\n- Tessa reports to Omar.\n- Aisha reports to Deshawn.\n- Tessa works for Meridian Bank.\n- Deshawn reports to Priya.\n- Bluepine Aviation is headquartered in Austin.\n- Summit Energy is headquartered in Leeds.\n- Elena works for Meridian Bank.\n- Aisha works for Summit Energy.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2009", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1033", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1034", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 7582 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1035", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1036", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5275: employee Deshawn A., hired 11 May 2023, separated 08 May 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5275?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1037", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6756: employee Bruno B., hired 23 March 2022, separated 23 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6756?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Lattice Analytics.\n- Yuki reports to Pablo.\n- Pablo reports to Anders.\n- Sofia reports to Emeka.\n- Mei works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Anders reports to Mei.\n- Mei reports to Bruno.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Mara reports to Yuki.\n- Crescent Telecom was founded in 1989.\n- Lattice Analytics is headquartered in Dunedin.\n- Emeka reports to Mara.\n- Northwind Systems was founded in 2004.\n- Crescent Telecom is headquartered in Oslo.\n- Mara works for Northwind Systems.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Northwind Systems is headquartered in Tallinn.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1039", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5304: employee Anders T., hired 04 May 2020, separated 16 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5304?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2000.\n- Pinnacle Software was founded in 1979.\n- Stefan works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ingrid works for Crescent Telecom.\n- Dmitri works for Pinnacle Software.\n- Viktor reports to Pablo.\n- Hana reports to Viktor.\n- Crescent Telecom was founded in 1987.\n- Viktor works for Pinnacle Software.\n- Mateo reports to Mei.\n- Aisha reports to Priya.\n- Ingrid reports to Dmitri.\n- Mei reports to Stefan.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn reports to Mateo.\n- Pablo reports to Tobias.\n- Deshawn works for Crescent Telecom.\n- Helios Logistics was founded in 2000.\n- Helios Logistics is headquartered in Turku.\n- Dmitri reports to Hana.\n- Mateo works for Helios Logistics.\n- Tobias reports to Aisha.\n- Aisha works for Helios Logistics.\n- Priya reports to Deshawn.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1041", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5249: employee Lucia A., hired 20 September 2022, separated 04 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5249?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1042", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "weather", "2": "set_alarm", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1043", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6851: employee Hana S., hired 04 December 2021, separated 30 July 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-6851 under the controlling rules.", "criteria": {"0": "$4,462", "1": "$2,375", "2": "$18,958", "3": "$4,375"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1044", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1045", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1046", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Priya.\n- Northwind Systems is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tampere.\n- Ravi reports to Emeka.\n- Leila works for Northwind Systems.\n- Aisha reports to Sanne.\n- Priya works for Northwind Systems.\n- Bluepine Aviation is headquartered in Halifax.\n- Ravi works for Northwind Systems.\n- Hana works for Bluepine Aviation.\n- Emeka reports to Ingrid.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 2011.\n- Ironwood Manufacturing was founded in 2014.\n- Hana reports to Ravi.\n- Priya reports to Hana.\n- Lattice Analytics was founded in 1976.\n- Leila reports to Aisha.\n- Northwind Systems was founded in 2000.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Emeka works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Sofia works for Meridian Bank.\n- Leila reports to Emeka.\n- Mateo works for Atlas Freight.\n- Felix reports to Omar.\n- Pablo works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Ghent.\n- Meridian Bank was founded in 2002.\n- Dmitri reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Mei reports to Leila.\n- Pablo reports to Mei.\n- Mara works for Atlas Freight.\n- Viktor works for Meridian Bank.\n- Mara reports to Sofia.\n- Lattice Analytics was founded in 1989.\n- Felix works for Lattice Analytics.\n- Kenji reports to Mara.\n- Omar reports to Viktor.\n- Bluepine Aviation was founded in 1999.\n- Omar works for Bluepine Aviation.\n- Mateo reports to Pablo.\n- Leila works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Sofia reports to Felix.\n- Atlas Freight was founded in 1995.\n- Lattice Analytics is headquartered in Ghent.\n- Meridian Bank is headquartered in Tallinn.\n- Atlas Freight is headquartered in Ghent.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1049", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2319: employee Jonas B., hired 25 December 2021, separated 10 June 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2319?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1050", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4360: employee Deshawn R., hired 19 September 2022, separated 23 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4360?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1051", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1052", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1053", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "referral", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1054", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7573: employee Ingrid R., hired 21 June 2023, separated 01 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7573?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1055", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1056", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9096: employee Zoya T., hired 31 December 2021, separated 14 July 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-9096 under the controlling rules.", "criteria": {"0": "$7,875", "1": "$33,800", "2": "$7,800", "3": "$8,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1057", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 January 2023): For employees hired on or after 14 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9874: employee Stefan T., hired 18 March 2020, separated 09 October 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9874?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1058", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1059", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1060", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6759: employee Yuki A., hired 28 November 2023, separated 26 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6759?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1061", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "open_account", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1062", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mei.\n- Fernhill Foods is headquartered in Halifax.\n- Yuki reports to Omar.\n- Kenji reports to Viktor.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 1979.\n- Omar reports to Mara.\n- Amara works for Lattice Analytics.\n- Mei reports to Mateo.\n- Mara works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1982.\n- Kenji works for Lattice Analytics.\n- Fernhill Foods was founded in 2002.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Omar works for Fernhill Foods.\n- Yuki works for Helios Logistics.\n- Lattice Analytics is headquartered in Halifax.\n- Amara reports to Yuki.\n- Mara reports to Kenji.\n- Helios Logistics is headquartered in Lyon.\n- Mei works for Fernhill Foods.\n- Lattice Analytics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1984.\n- Ironwood Manufacturing was founded in 1981.\n- Fernhill Foods is headquartered in Malmo.\n- Lattice Analytics is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia reports to Dmitri.\n- Nadia reports to Emeka.\n- Felix works for Lattice Analytics.\n- Hana reports to Kenji.\n- Lattice Analytics was founded in 1991.\n- Nadia works for Lattice Analytics.\n- Emeka reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Dmitri reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Bergen.\n- Emeka works for Fernhill Foods.\n- Felix reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Aisha reports to Felix.\n- Pinnacle Software was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1065", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1066", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1067", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 November 2025): For employees hired on or after 21 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2146: employee Dmitri T., hired 05 February 2024, separated 04 January 2027 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-2146?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1068", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 February 2023): For employees hired on or after 21 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5931: employee Wren K., hired 17 May 2022, separated 17 August 2023 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-5931 under the controlling rules.", "criteria": {"0": "$3,200", "1": "$13,867", "2": "$3,250", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1069", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1070", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Yuki.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ravi reports to Lucia.\n- Yuki works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa works for Fernhill Foods.\n- Mateo reports to Zoya.\n- Yuki reports to Ravi.\n- Stefan reports to Tessa.\n- Ironwood Manufacturing was founded in 2007.\n- Beacon Insurance was founded in 2009.\n- Zoya works for Ironwood Manufacturing.\n- Lucia works for Cedar Retail Group.\n- Fernhill Foods was founded in 2005.\n- Mateo works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1979.\n- Stefan works for Beacon Insurance.\n- Lucia reports to Mateo.\n- Fernhill Foods is headquartered in Leeds.\n- Tessa reports to Priya.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1072", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 November 2025): For employees hired on or after 11 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6784: employee Anders S., hired 26 November 2022, separated 06 June 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6784?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1073", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Nadia reports to Ravi.\n- Sanne reports to Anders.\n- Bluepine Aviation is headquartered in Oslo.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1978.\n- Anders works for Northwind Systems.\n- Lattice Analytics was founded in 1987.\n- Lattice Analytics is headquartered in Lyon.\n- Elena works for Lattice Analytics.\n- Mateo reports to Omar.\n- Bruno reports to Amara.\n- Ravi reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Jonas reports to Nadia.\n- Aisha reports to Mateo.\n- Bruno works for Beacon Insurance.\n- Bluepine Aviation was founded in 1989.\n- Lucia reports to Aisha.\n- Omar reports to Bruno.\n- Ravi works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Amara reports to Elena.\n- Northwind Systems is headquartered in Austin.\n- Anders reports to Jonas.\n- Northwind Systems was founded in 1988.\n- Nadia works for Lattice Analytics.\n- Amara works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1075", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1076", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2818: employee Pablo B., hired 16 May 2022, separated 21 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2818?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Cobalt Health was founded in 1997.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software is headquartered in Lyon.\n- Yuki works for Crescent Telecom.\n- Kenji works for Cobalt Health.\n- Hana reports to Kenji.\n- Lattice Analytics is headquartered in Tampere.\n- Pinnacle Software was founded in 1985.\n- Mara works for Cobalt Health.\n- Tessa works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Crescent Telecom was founded in 1975.\n- Stefan works for Pinnacle Software.\n- Viktor reports to Wren.\n- Viktor works for Lattice Analytics.\n- Ravi reports to Yuki.\n- Bruno reports to Hana.\n- Kenji reports to Tessa.\n- Wren works for Lattice Analytics.\n- Wren reports to Stefan.\n- Stefan reports to Mara.\n- Cobalt Health is headquartered in Lyon.\n- Callum works for Cobalt Health.\n- Tessa reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Lattice Analytics was founded in 1998.\n- Mara reports to Deshawn.\n- Callum reports to Viktor.\n- Crescent Telecom is headquartered in Lyon.\n- Deshawn reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1988", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1078", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mei.\n- Emeka works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Ravi reports to Aisha.\n- Lucia reports to Emeka.\n- Fernhill Foods is headquartered in Tampere.\n- Vantage Air was founded in 2007.\n- Leila reports to Lucia.\n- Callum works for Cobalt Health.\n- Fernhill Foods was founded in 1992.\n- Meridian Bank was founded in 1998.\n- Omar works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Ravi works for Fernhill Foods.\n- Emeka reports to Nadia.\n- Meridian Bank is headquartered in Tampere.\n- Nadia works for Meridian Bank.\n- Cobalt Health is headquartered in Nagoya.\n- Pablo reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1992.\n- Pablo works for Cobalt Health.\n- Mateo reports to Omar.\n- Leila works for Meridian Bank.\n- Mei works for Cobalt Health.\n- Vantage Air is headquartered in Basel.\n- Mei reports to Pablo.\n- Omar reports to Leila.\n- Nadia reports to Callum.\n- Dmitri reports to Mateo.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1080", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Brno.\n- Deshawn reports to Stefan.\n- Vantage Air is headquartered in Valencia.\n- Summit Energy was founded in 2002.\n- Ironwood Manufacturing was founded in 1987.\n- Vantage Air was founded in 1990.\n- Stefan works for Summit Energy.\n- Lucia works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Omar.\n- Aisha works for Ironwood Manufacturing.\n- Emeka reports to Lucia.\n- Deshawn works for Vantage Air.\n- Wren works for Vantage Air.\n- Stefan reports to Aisha.\n- Aisha reports to Wren.\n- Summit Energy is headquartered in Brno.\n- Omar reports to Deshawn.\n- Omar works for Vantage Air.\n- Emeka works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Beacon Insurance was founded in 1993.\n- Lucia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1082", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7488: employee Emeka A., hired 30 April 2024, separated 25 November 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7488?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1083", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5955: employee Leila B., hired 02 March 2023, separated 26 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5955?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1084", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1085", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1086", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1087", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1088", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1223: employee Sanne M., hired 07 May 2021, separated 22 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-1223?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1089", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3277: employee Jonas A., hired 30 November 2019, separated 21 January 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3277?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1090", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8467: employee Deshawn R., hired 16 January 2022, separated 03 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8467?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1091", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "set_alarm", "3": "send_message", "4": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mei.\n- Atlas Freight is headquartered in Valencia.\n- Felix works for Ironwood Manufacturing.\n- Pablo reports to Bruno.\n- Bluepine Aviation was founded in 1984.\n- Elena works for Ironwood Manufacturing.\n- Anders reports to Omar.\n- Mei works for Bluepine Aviation.\n- Mateo reports to Pablo.\n- Mei reports to Anders.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 1979.\n- Bluepine Aviation is headquartered in Valencia.\n- Atlas Freight was founded in 2009.\n- Felix reports to Elena.\n- Bruno works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mateo works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1988.\n- Omar reports to Mateo.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sanne.\n- Sanne reports to Kenji.\n- Crescent Telecom was founded in 1978.\n- Crescent Telecom is headquartered in Malmo.\n- Ravi reports to Felix.\n- Ironwood Manufacturing was founded in 1998.\n- Viktor reports to Amara.\n- Omar works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Priya works for Ironwood Manufacturing.\n- Tobias reports to Omar.\n- Omar reports to Ravi.\n- Priya reports to Viktor.\n- Ironwood Manufacturing is headquartered in Basel.\n- Helios Logistics was founded in 2001.\n- Kenji works for Northwind Systems.\n- Felix works for Ironwood Manufacturing.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Northwind Systems is headquartered in Turku.\n- Viktor works for Ironwood Manufacturing.\n- Elena works for Northwind Systems.\n- Felix reports to Mara.\n- Mara works for Helios Logistics.\n- Kenji reports to Tobias.\n- Tobias works for Helios Logistics.\n- Mara reports to Stefan.\n- Northwind Systems was founded in 1992.\n- Stefan reports to Elena.\n- Sanne works for Ironwood Manufacturing.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1094", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1095", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 November 2022): For employees hired on or after 10 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3897: employee Jonas M., hired 08 July 2019, separated 19 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3897?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1096", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1097", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9028: employee Leila T., hired 30 October 2019, separated 28 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9028?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9028 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1098", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Atlas Freight.\n- Deshawn reports to Bruno.\n- Zoya reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Felix.\n- Amara reports to Zoya.\n- Cobalt Health is headquartered in Nagoya.\n- Summit Energy was founded in 2010.\n- Felix reports to Mateo.\n- Felix works for Cobalt Health.\n- Summit Energy is headquartered in Valencia.\n- Omar works for Beacon Insurance.\n- Bruno reports to Stefan.\n- Atlas Freight is headquartered in Nagoya.\n- Beacon Insurance was founded in 1987.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Omar reports to Amara.\n- Bruno works for Summit Energy.\n- Stefan works for Cobalt Health.\n- Zoya works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Cobalt Health was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Viktor reports to Ingrid.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Sanne.\n- Ironwood Manufacturing was founded in 1983.\n- Nadia works for Bluepine Aviation.\n- Ingrid reports to Deshawn.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cobalt Health is headquartered in Dunedin.\n- Deshawn works for Bluepine Aviation.\n- Wren reports to Mateo.\n- Cobalt Health was founded in 1990.\n- Stefan reports to Yuki.\n- Deshawn reports to Nadia.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 1977.\n- Chiara works for Cobalt Health.\n- Ingrid works for Bluepine Aviation.\n- Chiara reports to Stefan.\n- Bluepine Aviation was founded in 1993.\n- Mateo works for Bluepine Aviation.\n- Stefan works for Summit Energy.\n- Mateo reports to Omar.\n- Yuki works for Summit Energy.\n- Sanne reports to Chiara.\n- Wren works for Bluepine Aviation.\n- Yuki reports to Sofia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sanne works for Cobalt Health.\n- Sofia reports to Viktor.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1101", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1102", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1103", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "open_account", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1104", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6869: employee Emeka M., hired 06 October 2020, separated 18 December 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6869?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Leila.\n- Summit Energy was founded in 2003.\n- Fernhill Foods was founded in 1989.\n- Pinnacle Software was founded in 1982.\n- Leila works for Summit Energy.\n- Helios Logistics is headquartered in Basel.\n- Ingrid works for Summit Energy.\n- Omar reports to Anders.\n- Helios Logistics was founded in 1975.\n- Omar works for Fernhill Foods.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Felix reports to Tessa.\n- Felix works for Helios Logistics.\n- Tessa works for Fernhill Foods.\n- Anders reports to Callum.\n- Tessa reports to Omar.\n- Fernhill Foods is headquartered in Basel.\n- Anders works for Summit Energy.\n- Ingrid reports to Elena.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Leila reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1106", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1107", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9708: employee Viktor M., hired 30 March 2021, separated 27 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9708?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1108", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9159: employee Felix A., hired 09 March 2022, separated 02 November 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9159?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1109", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9357: employee Tobias T., hired 14 October 2021, separated 29 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-9357 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$7,875", "2": "$33,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1110", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4422: employee Anders K., hired 18 June 2022, separated 30 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4422?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4422 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1111", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Elena reports to Sofia.\n- Fernhill Foods is headquartered in Nagoya.\n- Summit Energy was founded in 2000.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mei works for Fernhill Foods.\n- Mateo reports to Tobias.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1976.\n- Sofia works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods was founded in 1978.\n- Tobias reports to Jonas.\n- Mateo works for Cedar Retail Group.\n- Stefan works for Summit Energy.\n- Sofia reports to Mei.\n- Elena works for Cedar Retail Group.\n- Deshawn reports to Mara.\n- Jonas works for Summit Energy.\n- Mei reports to Mateo.\n- Dmitri works for Fernhill Foods.\n- Stefan reports to Deshawn.\n- Mara works for Ironwood Manufacturing.\n- Nadia works for Cedar Retail Group.\n- Deshawn works for Ironwood Manufacturing.\n- Tobias works for Summit Energy.\n- Jonas reports to Dmitri.\n- Dmitri reports to Nadia.\n- Nadia reports to Lucia.\n- Mara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1113", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1989.\n- Ironwood Manufacturing is headquartered in Basel.\n- Emeka reports to Chiara.\n- Beacon Insurance was founded in 2001.\n- Crescent Telecom was founded in 1982.\n- Sanne reports to Emeka.\n- Chiara reports to Yuki.\n- Viktor reports to Felix.\n- Beacon Insurance is headquartered in Basel.\n- Crescent Telecom is headquartered in Halifax.\n- Ingrid reports to Sanne.\n- Ingrid works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Viktor.\n- Chiara works for Cedar Retail Group.\n- Kenji reports to Stefan.\n- Cedar Retail Group is headquartered in Basel.\n- Bruno reports to Ingrid.\n- Felix works for Cedar Retail Group.\n- Viktor works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Felix reports to Kenji.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Bruno works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Cedar Retail Group was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1114", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1115", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1116", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1117", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7304: employee Sanne B., hired 25 October 2019, separated 26 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7304?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1118", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1119", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3762: employee Stefan T., hired 14 February 2022, separated 17 August 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-3762 under the controlling rules.", "criteria": {"0": "$47,667", "1": "$10,500", "2": "$10,938", "3": "$11,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Wren reports to Anders.\n- Fernhill Foods is headquartered in Halifax.\n- Dmitri works for Lattice Analytics.\n- Anders works for Fernhill Foods.\n- Anders reports to Jonas.\n- Chiara reports to Tobias.\n- Tobias reports to Wren.\n- Summit Energy is headquartered in Valencia.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Mateo works for Summit Energy.\n- Ravi works for Fernhill Foods.\n- Jonas works for Beacon Insurance.\n- Pablo works for Fernhill Foods.\n- Jonas reports to Pablo.\n- Sanne works for Fernhill Foods.\n- Beacon Insurance was founded in 2005.\n- Ravi reports to Mara.\n- Sanne reports to Chiara.\n- Wren works for Summit Energy.\n- Fernhill Foods was founded in 1998.\n- Dmitri reports to Ravi.\n- Tessa reports to Dmitri.\n- Tessa works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Lattice Analytics was founded in 2007.\n- Mara reports to Sanne.\n- Summit Energy was founded in 1987.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Priya reports to Hana.\n- Lucia works for Meridian Bank.\n- Bruno works for Cedar Retail Group.\n- Viktor reports to Zoya.\n- Cedar Retail Group is headquartered in Porto.\n- Meridian Bank was founded in 1999.\n- Cobalt Health is headquartered in Dunedin.\n- Northwind Systems is headquartered in Dunedin.\n- Hana works for Cobalt Health.\n- Bruno reports to Lucia.\n- Meridian Bank is headquartered in Brno.\n- Yuki reports to Bruno.\n- Sanne works for Cobalt Health.\n- Sanne reports to Viktor.\n- Cobalt Health was founded in 2015.\n- Yuki works for Cedar Retail Group.\n- Zoya reports to Yuki.\n- Hana reports to Sanne.\n- Northwind Systems was founded in 2005.\n- Cedar Retail Group was founded in 2013.\n- Zoya works for Meridian Bank.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1122", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1123", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1124", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6821: employee Mara K., hired 15 June 2024, separated 23 October 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-6821 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$9,000", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1125", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1126", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1127", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5864: employee Jonas A., hired 29 April 2023, separated 21 February 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5864?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1128", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 September 2022): For employees hired on or after 27 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8114: employee Sofia K., hired 11 March 2019, separated 08 January 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8114?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1129", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6023: employee Elena A., hired 13 January 2023, separated 22 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6023?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1130", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1131", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 February 2023): For employees hired on or after 22 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9349: employee Callum K., hired 08 September 2021, separated 03 April 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9349?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1132", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Aisha reports to Priya.\n- Kenji works for Ironwood Manufacturing.\n- Priya reports to Kenji.\n- Ingrid reports to Amara.\n- Wren works for Cobalt Health.\n- Ingrid works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Bruno works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Bruno reports to Aisha.\n- Cobalt Health was founded in 1996.\n- Vantage Air was founded in 2011.\n- Amara works for Vantage Air.\n- Bluepine Aviation is headquartered in Halifax.\n- Wren reports to Bruno.\n- Vantage Air is headquartered in Halifax.\n- Cobalt Health is headquartered in Turku.\n- Aisha works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2012.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lucia reports to Wren.\n- Amara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1134", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Deshawn.\n- Wren works for Atlas Freight.\n- Aisha works for Crescent Telecom.\n- Mara reports to Wren.\n- Atlas Freight is headquartered in Nagoya.\n- Mara works for Crescent Telecom.\n- Wren reports to Aisha.\n- Crescent Telecom is headquartered in Ghent.\n- Summit Energy is headquartered in Ghent.\n- Dmitri works for Summit Energy.\n- Helios Logistics was founded in 2001.\n- Atlas Freight was founded in 1987.\n- Aisha reports to Nadia.\n- Nadia reports to Callum.\n- Crescent Telecom was founded in 1996.\n- Helios Logistics is headquartered in Nagoya.\n- Summit Energy was founded in 1991.\n- Deshawn reports to Dmitri.\n- Callum works for Atlas Freight.\n- Deshawn works for Crescent Telecom.\n- Dmitri reports to Mara.\n- Nadia works for Summit Energy.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1136", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 54759 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1137", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7538: employee Chiara A., hired 05 July 2021, separated 22 March 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-7538 under the controlling rules.", "criteria": {"0": "$41,000", "1": "$9,346", "2": "$8,462", "3": "$9,462"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Felix.\n- Viktor works for Pinnacle Software.\n- Anders reports to Pablo.\n- Ingrid reports to Lucia.\n- Lucia works for Summit Energy.\n- Felix works for Cobalt Health.\n- Pablo reports to Ingrid.\n- Tessa reports to Yuki.\n- Wren reports to Hana.\n- Pinnacle Software was founded in 1983.\n- Lucia reports to Tessa.\n- Ingrid works for Pinnacle Software.\n- Summit Energy was founded in 2002.\n- Cobalt Health was founded in 1999.\n- Viktor reports to Wren.\n- Pinnacle Software is headquartered in Halifax.\n- Felix reports to Viktor.\n- Summit Energy is headquartered in Leeds.\n- Pablo works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Northwind Systems was founded in 1985.\n- Anders works for Pinnacle Software.\n- Yuki works for Cobalt Health.\n- Hana works for Pinnacle Software.\n- Northwind Systems is headquartered in Valencia.\n- Tessa works for Northwind Systems.\n- Cobalt Health is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Helios Logistics was founded in 1980.\n- Nadia reports to Bruno.\n- Cobalt Health is headquartered in Halifax.\n- Aisha works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Adelaide.\n- Stefan works for Helios Logistics.\n- Cobalt Health was founded in 2004.\n- Jonas reports to Hana.\n- Pablo reports to Felix.\n- Amara works for Summit Energy.\n- Bruno reports to Stefan.\n- Yuki works for Summit Energy.\n- Aisha reports to Amara.\n- Yuki reports to Priya.\n- Amara reports to Ravi.\n- Helios Logistics is headquartered in Valencia.\n- Priya reports to Pablo.\n- Hana works for Helios Logistics.\n- Summit Energy is headquartered in Halifax.\n- Nadia works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Pablo works for Cobalt Health.\n- Felix reports to Nadia.\n- Fernhill Foods was founded in 1979.\n- Summit Energy was founded in 1996.\n- Stefan reports to Jonas.\n- Felix works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Hana reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1140", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1141", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1142", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7205: employee Priya A., hired 02 September 2022, separated 09 March 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-7205 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$5,769", "2": "$11,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1143", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1144", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Nadia.\n- Felix reports to Elena.\n- Elena works for Bluepine Aviation.\n- Nadia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Hana reports to Yuki.\n- Mateo reports to Felix.\n- Hana works for Helios Logistics.\n- Viktor reports to Emeka.\n- Crescent Telecom was founded in 1977.\n- Viktor works for Cedar Retail Group.\n- Ravi reports to Dmitri.\n- Emeka works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Callum reports to Mateo.\n- Callum works for Cedar Retail Group.\n- Felix works for Crescent Telecom.\n- Cedar Retail Group was founded in 2009.\n- Helios Logistics was founded in 2005.\n- Bluepine Aviation was founded in 2010.\n- Bluepine Aviation is headquartered in Tallinn.\n- Yuki works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Ghent.\n- Nadia reports to Ravi.\n- Cedar Retail Group is headquartered in Cork.\n- Elena reports to Viktor.\n- Dmitri works for Bluepine Aviation.\n- Emeka reports to Hana.\n- Yuki reports to Zoya.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Sofia reports to Tobias.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Atlas Freight is headquartered in Ghent.\n- Zoya works for Bluepine Aviation.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 2011.\n- Bluepine Aviation is headquartered in Brno.\n- Zoya reports to Lucia.\n- Viktor works for Atlas Freight.\n- Hana reports to Viktor.\n- Bluepine Aviation was founded in 1988.\n- Ironwood Manufacturing is headquartered in Brno.\n- Atlas Freight was founded in 2005.\n- Hana works for Atlas Freight.\n- Anders reports to Hana.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Tobias reports to Zoya.\n- Viktor reports to Sofia.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1994.\n- Crescent Telecom was founded in 2006.\n- Wren reports to Ravi.\n- Helios Logistics is headquartered in Lyon.\n- Pablo works for Helios Logistics.\n- Atlas Freight was founded in 1977.\n- Sanne works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Atlas Freight is headquartered in Valencia.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Wren.\n- Helios Logistics was founded in 1991.\n- Anders works for Atlas Freight.\n- Yuki works for Lattice Analytics.\n- Mateo reports to Viktor.\n- Wren works for Lattice Analytics.\n- Ravi reports to Mateo.\n- Anders reports to Yuki.\n- Pablo reports to Aisha.\n- Yuki reports to Sanne.\n- Sanne reports to Pablo.\n- Deshawn reports to Anders.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1148", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.\n- Sofia reports to Pablo.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Fernhill Foods is headquartered in Dunedin.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Summit Energy.\n- Pablo reports to Aisha.\n- Summit Energy was founded in 2009.\n- Elena reports to Sofia.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Dmitri reports to Nadia.\n- Summit Energy is headquartered in Dunedin.\n- Lattice Analytics was founded in 2011.\n- Sofia works for Fernhill Foods.\n- Elena works for Vantage Air.\n- Mei works for Summit Energy.\n- Aisha reports to Mei.\n- Stefan reports to Dmitri.\n- Nadia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Pinnacle Software was founded in 1983.\n- Pinnacle Software is headquartered in Cork.\n- Tobias works for Pinnacle Software.\n- Cobalt Health is headquartered in Cork.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health was founded in 1990.\n- Jonas reports to Anders.\n- Tobias reports to Viktor.\n- Sofia reports to Tobias.\n- Mateo works for Cobalt Health.\n- Cedar Retail Group is headquartered in Tampere.\n- Zoya reports to Ingrid.\n- Ingrid reports to Jonas.\n- Summit Energy was founded in 2012.\n- Viktor reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group was founded in 1980.\n- Jonas works for Pinnacle Software.\n- Mateo reports to Sofia.\n- Zoya works for Cedar Retail Group.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Sofia.\n- Elena reports to Viktor.\n- Callum reports to Hana.\n- Crescent Telecom was founded in 1988.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods is headquartered in Malmo.\n- Emeka reports to Amara.\n- Fernhill Foods was founded in 2013.\n- Amara works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Emeka works for Bluepine Aviation.\n- Summit Energy is headquartered in Bergen.\n- Callum works for Crescent Telecom.\n- Amara reports to Callum.\n- Pablo reports to Elena.\n- Summit Energy was founded in 2010.\n- Sofia reports to Pablo.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Pablo works for Fernhill Foods.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Crescent Telecom is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1152", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1206: employee Pablo S., hired 01 April 2024, separated 14 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1206?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Jonas reports to Nadia.\n- Nadia reports to Tobias.\n- Priya works for Cedar Retail Group.\n- Fernhill Foods was founded in 2012.\n- Amara works for Cedar Retail Group.\n- Deshawn reports to Priya.\n- Mara reports to Deshawn.\n- Cedar Retail Group is headquartered in Brno.\n- Zoya reports to Jonas.\n- Helios Logistics was founded in 1999.\n- Helios Logistics is headquartered in Malmo.\n- Fernhill Foods is headquartered in Brno.\n- Cedar Retail Group was founded in 1991.\n- Mara works for Ironwood Manufacturing.\n- Nadia works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Priya reports to Zoya.\n- Jonas works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1999.\n- Tobias reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1154", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mara.\n- Chiara works for Lattice Analytics.\n- Tessa reports to Pablo.\n- Tessa works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Leila reports to Callum.\n- Callum works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Atlas Freight is headquartered in Halifax.\n- Emeka works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Aisha works for Atlas Freight.\n- Yuki reports to Aisha.\n- Chiara reports to Tessa.\n- Dmitri reports to Emeka.\n- Atlas Freight was founded in 1975.\n- Fernhill Foods was founded in 1994.\n- Mara reports to Leila.\n- Ironwood Manufacturing was founded in 1978.\n- Pablo reports to Yuki.\n- Leila works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Lattice Analytics was founded in 2007.\n- Wren works for Atlas Freight.\n- Pablo works for Lattice Analytics.\n- Emeka reports to Wren.\n- Callum reports to Dmitri.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha reports to Ingrid.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Halifax.\n- Pablo works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Basel.\n- Mara reports to Anders.\n- Dmitri reports to Hana.\n- Kenji reports to Emeka.\n- Deshawn works for Pinnacle Software.\n- Priya reports to Elena.\n- Hana reports to Kenji.\n- Elena works for Pinnacle Software.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Ghent.\n- Mara works for Pinnacle Software.\n- Sofia works for Helios Logistics.\n- Anders reports to Pablo.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 1990.\n- Helios Logistics was founded in 1992.\n- Priya works for Helios Logistics.\n- Sofia reports to Mara.\n- Deshawn reports to Priya.\n- Beacon Insurance was founded in 1985.\n- Hana works for Helios Logistics.\n- Emeka reports to Deshawn.\n- Kenji works for Bluepine Aviation.\n- Elena reports to Aisha.\n- Pablo reports to Dmitri.\n- Anders works for Bluepine Aviation.\n- Dmitri works for Pinnacle Software.\n- Aisha works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Adelaide.\n- Tobias works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Callum reports to Omar.\n- Omar reports to Tobias.\n- Mara works for Lattice Analytics.\n- Elena reports to Nadia.\n- Tobias reports to Felix.\n- Felix reports to Lucia.\n- Summit Energy was founded in 1976.\n- Zoya reports to Tessa.\n- Cobalt Health was founded in 1984.\n- Omar works for Summit Energy.\n- Nadia works for Summit Energy.\n- Tessa works for Pinnacle Software.\n- Lattice Analytics was founded in 1994.\n- Pinnacle Software was founded in 2008.\n- Zoya works for Pinnacle Software.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Pinnacle Software is headquartered in Lyon.\n- Mara reports to Zoya.\n- Lattice Analytics is headquartered in Turku.\n- Felix works for Summit Energy.\n- Elena works for Summit Energy.\n- Tessa reports to Callum.\n- Nadia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1158", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 68424 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1159", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 January 2025): For employees hired on or after 20 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4414: employee Pablo T., hired 24 December 2023, separated 24 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4414?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1160", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5474: employee Jonas A., hired 27 September 2020, separated 30 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5474?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1161", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Pinnacle Software.\n- Chiara works for Fernhill Foods.\n- Ravi reports to Bruno.\n- Viktor reports to Mara.\n- Northwind Systems is headquartered in Halifax.\n- Wren works for Pinnacle Software.\n- Fernhill Foods was founded in 1977.\n- Felix works for Northwind Systems.\n- Pablo reports to Chiara.\n- Wren reports to Sofia.\n- Felix reports to Ravi.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Mara reports to Callum.\n- Chiara reports to Felix.\n- Sofia works for Northwind Systems.\n- Sofia reports to Pablo.\n- Northwind Systems was founded in 2000.\n- Mara works for Pinnacle Software.\n- Bruno reports to Viktor.\n- Fernhill Foods is headquartered in Austin.\n- Viktor works for Fernhill Foods.\n- Helios Logistics is headquartered in Austin.\n- Bruno works for Fernhill Foods.\n- Pinnacle Software is headquartered in Valencia.\n- Pablo works for Northwind Systems.\n- Helios Logistics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Omar reports to Ingrid.\n- Jonas works for Beacon Insurance.\n- Ingrid reports to Lucia.\n- Deshawn works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 1978.\n- Beacon Insurance was founded in 1977.\n- Northwind Systems is headquartered in Ghent.\n- Jonas reports to Mara.\n- Beacon Insurance is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.\n- Northwind Systems was founded in 1986.\n- Omar works for Northwind Systems.\n- Nadia works for Vantage Air.\n- Yuki reports to Felix.\n- Lucia reports to Jonas.\n- Ingrid works for Meridian Bank.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Wren reports to Deshawn.\n- Wren works for Beacon Insurance.\n- Felix works for Vantage Air.\n- Deshawn reports to Yuki.\n- Felix reports to Nadia.\n- Mara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1976", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1164", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1165", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1997.\n- Tobias reports to Pablo.\n- Priya reports to Viktor.\n- Cedar Retail Group was founded in 1990.\n- Mei works for Bluepine Aviation.\n- Viktor works for Cedar Retail Group.\n- Pablo reports to Priya.\n- Felix reports to Anders.\n- Anders reports to Mei.\n- Hana works for Meridian Bank.\n- Hana reports to Jonas.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 2010.\n- Pablo works for Bluepine Aviation.\n- Jonas works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Felix works for Meridian Bank.\n- Cedar Retail Group is headquartered in Ghent.\n- Chiara works for Meridian Bank.\n- Bluepine Aviation is headquartered in Basel.\n- Anders works for Cedar Retail Group.\n- Viktor reports to Hana.\n- Jonas reports to Felix.\n- Tobias works for Bluepine Aviation.\n- Chiara reports to Tobias.\n- Ironwood Manufacturing was founded in 1979.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1167", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9634: employee Sofia K., hired 26 May 2022, separated 07 December 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9634?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1168", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1169", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1170", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3776: employee Ravi S., hired 23 April 2022, separated 10 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3776?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1171", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 May 2025): For employees hired on or after 27 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2836: employee Felix S., hired 31 March 2025, separated 04 June 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2836?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1172", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5105: employee Yuki A., hired 24 May 2020, separated 08 July 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-5105 under the controlling rules.", "criteria": {"0": "$10,762", "1": "$11,675", "2": "$46,258", "3": "$10,675"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tessa.\n- Wren reports to Omar.\n- Northwind Systems was founded in 1999.\n- Dmitri works for Fernhill Foods.\n- Bruno reports to Deshawn.\n- Deshawn reports to Ravi.\n- Helios Logistics was founded in 1999.\n- Pablo works for Cedar Retail Group.\n- Fernhill Foods was founded in 1995.\n- Cedar Retail Group is headquartered in Lyon.\n- Helios Logistics is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Anders works for Northwind Systems.\n- Stefan works for Fernhill Foods.\n- Pablo reports to Stefan.\n- Stefan reports to Anders.\n- Mateo reports to Wren.\n- Yuki works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Anders reports to Bruno.\n- Ravi works for Helios Logistics.\n- Omar reports to Pablo.\n- Dmitri reports to Mateo.\n- Omar works for Helios Logistics.\n- Cedar Retail Group was founded in 2008.\n- Mateo works for Helios Logistics.\n- Fernhill Foods is headquartered in Brno.\n- Bruno works for Northwind Systems.\n- Deshawn works for Fernhill Foods.\n- Tessa reports to Dmitri.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1174", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "arranges a pickup", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Oslo.\n- Mara works for Meridian Bank.\n- Cobalt Health was founded in 1980.\n- Bruno reports to Emeka.\n- Meridian Bank is headquartered in Malmo.\n- Yuki reports to Sanne.\n- Leila works for Cobalt Health.\n- Leila reports to Bruno.\n- Deshawn works for Cobalt Health.\n- Tobias reports to Deshawn.\n- Lucia works for Vantage Air.\n- Meridian Bank was founded in 1992.\n- Yuki works for Meridian Bank.\n- Zoya reports to Lucia.\n- Sanne reports to Leila.\n- Lattice Analytics is headquartered in Dunedin.\n- Lucia reports to Kenji.\n- Sanne works for Lattice Analytics.\n- Zoya works for Vantage Air.\n- Mara reports to Yuki.\n- Vantage Air was founded in 2000.\n- Vantage Air is headquartered in Oslo.\n- Lattice Analytics was founded in 2006.\n- Omar works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Omar reports to Zoya.\n- Tobias works for Lattice Analytics.\n- Emeka reports to Tobias.\n- Emeka works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Deshawn reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1176", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3267: employee Mei R., hired 02 May 2021, separated 05 June 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-3267 under the controlling rules.", "criteria": {"0": "$13,562", "1": "$59,150", "2": "$13,650", "3": "$11,650"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1177", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Northwind Systems is headquartered in Basel.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 2005.\n- Priya reports to Amara.\n- Sanne reports to Nadia.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia works for Lattice Analytics.\n- Aisha works for Meridian Bank.\n- Lattice Analytics was founded in 1989.\n- Deshawn reports to Aisha.\n- Meridian Bank is headquartered in Ghent.\n- Sanne works for Cedar Retail Group.\n- Mateo reports to Priya.\n- Callum works for Cedar Retail Group.\n- Deshawn works for Lattice Analytics.\n- Amara works for Northwind Systems.\n- Cedar Retail Group was founded in 1996.\n- Northwind Systems was founded in 1995.\n- Nadia reports to Deshawn.\n- Cedar Retail Group is headquartered in Ghent.\n- Amara reports to Callum.\n- Aisha reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1179", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Northwind Systems.\n- Sofia reports to Felix.\n- Crescent Telecom was founded in 2008.\n- Northwind Systems is headquartered in Halifax.\n- Wren works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Bergen.\n- Dmitri works for Northwind Systems.\n- Nadia reports to Viktor.\n- Emeka works for Northwind Systems.\n- Callum works for Cedar Retail Group.\n- Viktor reports to Callum.\n- Felix works for Northwind Systems.\n- Callum reports to Elena.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Sanne reports to Sofia.\n- Northwind Systems was founded in 1996.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Elena reports to Sanne.\n- Cedar Retail Group was founded in 1994.\n- Sanne works for Crescent Telecom.\n- Dmitri reports to Wren.\n- Wren reports to Emeka.\n- Crescent Telecom is headquartered in Halifax.\n- Elena works for Crescent Telecom.\n- Emeka reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1181", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4129: employee Leila A., hired 08 December 2024, separated 28 July 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4129?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1182", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 December 2025): For employees hired on or after 27 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5831: employee Pablo S., hired 11 October 2025, separated 21 February 2027 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5831?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1183", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5196: employee Hana S., hired 17 February 2024, separated 02 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5196?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Mara reports to Aisha.\n- Hana works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Vantage Air was founded in 2007.\n- Vantage Air is headquartered in Bergen.\n- Mateo reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya reports to Mara.\n- Lucia works for Helios Logistics.\n- Aisha works for Pinnacle Software.\n- Cobalt Health was founded in 1990.\n- Zoya works for Vantage Air.\n- Hana reports to Mateo.\n- Stefan reports to Lucia.\n- Mateo works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Cobalt Health is headquartered in Bergen.\n- Helios Logistics was founded in 1976.\n- Aisha reports to Hana.\n- Lucia reports to Zoya.\n- Pinnacle Software was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1974", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Nadia reports to Emeka.\n- Crescent Telecom is headquartered in Dunedin.\n- Mateo works for Cobalt Health.\n- Priya reports to Viktor.\n- Bruno reports to Mateo.\n- Priya works for Cobalt Health.\n- Beacon Insurance was founded in 1977.\n- Mateo reports to Nadia.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 1996.\n- Callum works for Crescent Telecom.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom was founded in 1994.\n- Beacon Insurance is headquartered in Dunedin.\n- Yuki works for Crescent Telecom.\n- Emeka reports to Dmitri.\n- Yuki reports to Ravi.\n- Cobalt Health is headquartered in Lyon.\n- Fernhill Foods was founded in 1976.\n- Bruno works for Beacon Insurance.\n- Ravi reports to Callum.\n- Viktor works for Cobalt Health.\n- Dmitri reports to Yuki.\n- Viktor reports to Bruno.\n- Dmitri works for Fernhill Foods.\n- Nadia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1186", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1187", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3024: employee Stefan K., hired 29 October 2021, separated 09 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3024?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Mara works for Cedar Retail Group.\n- Anders works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Bergen.\n- Vantage Air was founded in 1982.\n- Elena reports to Mara.\n- Sofia reports to Elena.\n- Pablo reports to Anders.\n- Vantage Air is headquartered in Austin.\n- Bruno works for Bluepine Aviation.\n- Mara reports to Tessa.\n- Bluepine Aviation was founded in 1999.\n- Pablo works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Austin.\n- Pinnacle Software is headquartered in Bergen.\n- Tessa reports to Deshawn.\n- Cedar Retail Group was founded in 1982.\n- Deshawn reports to Aisha.\n- Pinnacle Software was founded in 1981.\n- Leila reports to Sofia.\n- Anders reports to Leila.\n- Aisha works for Pinnacle Software.\n- Bruno reports to Pablo.\n- Deshawn works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Lucia reports to Sofia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor reports to Lucia.\n- Felix works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Felix reports to Kenji.\n- Northwind Systems is headquartered in Oslo.\n- Jonas works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Leila reports to Anders.\n- Sofia reports to Callum.\n- Beacon Insurance was founded in 1977.\n- Viktor works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1990.\n- Anders reports to Felix.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Kenji works for Beacon Insurance.\n- Elena reports to Amara.\n- Yuki reports to Leila.\n- Cobalt Health was founded in 2007.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Jonas reports to Elena.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Amara reports to Yuki.\n- Lucia works for Beacon Insurance.\n- Callum reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Cedar Retail Group is headquartered in Oslo.\n- Nadia works for Crescent Telecom.\n- Deshawn works for Fernhill Foods.\n- Omar works for Cedar Retail Group.\n- Nadia reports to Mateo.\n- Ravi works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Ravi reports to Sanne.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 1996.\n- Yuki reports to Nadia.\n- Sanne reports to Deshawn.\n- Deshawn reports to Yuki.\n- Mateo reports to Omar.\n- Cedar Retail Group was founded in 1984.\n- Ironwood Manufacturing was founded in 1983.\n- Amara works for Fernhill Foods.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Fernhill Foods was founded in 2004.\n- Amara reports to Ravi.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1191", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Dmitri.\n- Kenji reports to Mei.\n- Mateo reports to Kenji.\n- Kenji works for Northwind Systems.\n- Dmitri reports to Sanne.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Dmitri works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2008.\n- Meridian Bank was founded in 1985.\n- Sanne reports to Mateo.\n- Mei reports to Bruno.\n- Northwind Systems was founded in 1989.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Sanne works for Meridian Bank.\n- Northwind Systems is headquartered in Adelaide.\n- Amara reports to Stefan.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Chiara.\n- Chiara reports to Bruno.\n- Northwind Systems was founded in 1997.\n- Viktor reports to Leila.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Viktor works for Atlas Freight.\n- Leila works for Northwind Systems.\n- Callum reports to Mara.\n- Mei works for Northwind Systems.\n- Deshawn reports to Mei.\n- Omar works for Pinnacle Software.\n- Atlas Freight is headquartered in Lyon.\n- Bruno reports to Omar.\n- Northwind Systems is headquartered in Oslo.\n- Chiara works for Fernhill Foods.\n- Mei reports to Viktor.\n- Mara works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Fernhill Foods was founded in 2004.\n- Deshawn works for Pinnacle Software.\n- Omar reports to Deshawn.\n- Callum works for Fernhill Foods.\n- Pinnacle Software was founded in 2011.\n- Leila reports to Pablo.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1194", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2338: employee Wren B., hired 12 February 2021, separated 28 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2338?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1195", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 81869, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1196", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 January 2023): For employees hired on or after 05 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4303: employee Pablo R., hired 25 February 2020, separated 05 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4303?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1197", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1198", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1280: employee Ravi M., hired 20 July 2020, separated 02 June 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-1280 under the controlling rules.", "criteria": {"0": "$110,250", "1": "$25,442", "2": "$23,442", "3": "$25,312"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1199", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3234: employee Felix A., hired 13 January 2023, separated 30 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3234?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1200", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9800: employee Leila T., hired 26 December 2020, separated 19 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9800?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1201", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Callum reports to Felix.\n- Beacon Insurance was founded in 1982.\n- Deshawn works for Pinnacle Software.\n- Pablo reports to Deshawn.\n- Lattice Analytics was founded in 1988.\n- Felix works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Summit Energy was founded in 1983.\n- Sofia works for Beacon Insurance.\n- Emeka reports to Lucia.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Tessa.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 1985.\n- Lattice Analytics is headquartered in Ghent.\n- Zoya reports to Sofia.\n- Tessa reports to Callum.\n- Ravi reports to Emeka.\n- Zoya works for Lattice Analytics.\n- Emeka works for Summit Energy.\n- Pablo works for Pinnacle Software.\n- Summit Energy is headquartered in Oslo.\n- Callum works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Sofia reports to Amara.\n- Deshawn reports to Bruno.\n- Amara reports to Pablo.\n- Lucia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Malmo", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1203", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1672: employee Mara T., hired 13 September 2021, separated 10 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1672?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1204", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6436: employee Viktor B., hired 01 January 2024, separated 11 December 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-6436 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$7,000", "2": "$30,333", "3": "$2,362"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1205", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1994.\n- Stefan works for Atlas Freight.\n- Vantage Air was founded in 1999.\n- Kenji reports to Tessa.\n- Felix reports to Kenji.\n- Atlas Freight is headquartered in Ghent.\n- Omar reports to Zoya.\n- Tobias works for Vantage Air.\n- Callum reports to Felix.\n- Amara works for Beacon Insurance.\n- Jonas works for Helios Logistics.\n- Tobias reports to Amara.\n- Vantage Air is headquartered in Austin.\n- Bruno reports to Callum.\n- Kenji works for Beacon Insurance.\n- Bruno works for Atlas Freight.\n- Ingrid reports to Bruno.\n- Beacon Insurance is headquartered in Ghent.\n- Tessa works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Stefan reports to Omar.\n- Zoya works for Beacon Insurance.\n- Helios Logistics is headquartered in Leeds.\n- Zoya reports to Ingrid.\n- Beacon Insurance was founded in 2001.\n- Omar works for Beacon Insurance.\n- Helios Logistics was founded in 1983.\n- Tessa reports to Jonas.\n- Amara reports to Stefan.\n- Callum works for Atlas Freight.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1207", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 October 2025): For employees hired on or after 15 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1337: employee Chiara K., hired 31 October 2022, separated 05 May 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-1337 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$7,200", "2": "$22,533", "3": "$5,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1208", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Helios Logistics was founded in 1982.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne reports to Ravi.\n- Wren reports to Sanne.\n- Priya reports to Nadia.\n- Vantage Air was founded in 2011.\n- Elena reports to Priya.\n- Sanne works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Mateo reports to Wren.\n- Elena works for Vantage Air.\n- Pinnacle Software was founded in 1988.\n- Tobias works for Vantage Air.\n- Priya works for Helios Logistics.\n- Lattice Analytics was founded in 1989.\n- Tobias reports to Elena.\n- Nadia reports to Viktor.\n- Helios Logistics is headquartered in Cork.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Amara.\n- Ravi reports to Tobias.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Anders reports to Sanne.\n- Dmitri works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Crescent Telecom was founded in 2015.\n- Cobalt Health is headquartered in Nagoya.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 2003.\n- Pinnacle Software was founded in 1991.\n- Sofia works for Pinnacle Software.\n- Dmitri reports to Pablo.\n- Tobias reports to Sofia.\n- Sofia reports to Anders.\n- Pinnacle Software is headquartered in Adelaide.\n- Omar works for Crescent Telecom.\n- Cobalt Health was founded in 1986.\n- Northwind Systems is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Dunedin.\n- Omar reports to Tobias.\n- Ravi reports to Dmitri.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Northwind Systems is headquartered in Valencia.\n- Sanne reports to Tobias.\n- Crescent Telecom is headquartered in Austin.\n- Emeka reports to Deshawn.\n- Tobias reports to Emeka.\n- Kenji works for Pinnacle Software.\n- Mei reports to Kenji.\n- Emeka works for Helios Logistics.\n- Viktor works for Northwind Systems.\n- Bruno reports to Sanne.\n- Helios Logistics was founded in 1994.\n- Tobias works for Crescent Telecom.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn reports to Mei.\n- Pinnacle Software was founded in 1976.\n- Mei works for Helios Logistics.\n- Bruno works for Crescent Telecom.\n- Northwind Systems was founded in 2003.\n- Kenji reports to Viktor.\n- Helios Logistics is headquartered in Brno.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Dmitri works for Vantage Air.\n- Viktor works for Vantage Air.\n- Pinnacle Software was founded in 1977.\n- Priya reports to Viktor.\n- Vantage Air was founded in 1981.\n- Bruno reports to Aisha.\n- Pinnacle Software is headquartered in Malmo.\n- Stefan reports to Sofia.\n- Fernhill Foods was founded in 1990.\n- Pablo works for Vantage Air.\n- Cobalt Health was founded in 1986.\n- Sofia reports to Dmitri.\n- Aisha reports to Priya.\n- Pablo reports to Bruno.\n- Vantage Air is headquartered in Porto.\n- Aisha works for Pinnacle Software.\n- Cobalt Health is headquartered in Porto.\n- Bruno works for Cobalt Health.\n- Fernhill Foods is headquartered in Dunedin.\n- Dmitri reports to Pablo.\n- Sofia works for Cobalt Health.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1213", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "provision_access", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1214", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1215", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 August 2025): For employees hired on or after 14 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5434: employee Mateo T., hired 02 February 2025, separated 10 March 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-5434 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$1,100", "2": "$2,000", "3": "$0"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Beacon Insurance was founded in 1977.\n- Sofia works for Vantage Air.\n- Lattice Analytics was founded in 2008.\n- Sanne reports to Mara.\n- Meridian Bank was founded in 2004.\n- Sofia reports to Viktor.\n- Callum works for Beacon Insurance.\n- Lattice Analytics is headquartered in Adelaide.\n- Tobias works for Vantage Air.\n- Mateo reports to Callum.\n- Callum reports to Tobias.\n- Beacon Insurance is headquartered in Turku.\n- Sanne works for Beacon Insurance.\n- Mara works for Meridian Bank.\n- Mateo works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Sofia.\n- Vantage Air is headquartered in Adelaide.\n- Vantage Air was founded in 2006.\n- Viktor works for Vantage Air.\n- Dmitri reports to Sanne.\n- Dmitri works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Nadia.\n- Nadia works for Vantage Air.\n- Tessa works for Northwind Systems.\n- Yuki reports to Tobias.\n- Northwind Systems was founded in 2013.\n- Chiara reports to Anders.\n- Anders works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1980.\n- Lattice Analytics is headquartered in Brno.\n- Nadia reports to Tessa.\n- Pablo works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Tobias reports to Pablo.\n- Bluepine Aviation is headquartered in Brno.\n- Anders reports to Ingrid.\n- Ingrid reports to Yuki.\n- Vantage Air is headquartered in Lyon.\n- Vantage Air was founded in 1998.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1218", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 35102 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1219", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1220", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8988: employee Leila M., hired 05 April 2023, separated 01 November 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-8988 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$6,000", "3": "$5,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1221", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1222", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1223", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1224", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1225", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 19275 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1226", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1227", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8335: employee Callum T., hired 02 November 2023, separated 17 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8335?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1228", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1229", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 January 2023): For employees hired on or after 22 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6175: employee Pablo M., hired 30 July 2020, separated 01 June 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6175?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1230", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1231", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1463: employee Hana T., hired 16 December 2024, separated 23 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1463?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1232", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1233", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 59634 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1234", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2215: employee Kenji S., hired 04 December 2023, separated 10 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2215?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1235", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2013.\n- Jonas reports to Dmitri.\n- Lucia reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Cedar Retail Group is headquartered in Nagoya.\n- Jonas works for Cedar Retail Group.\n- Chiara reports to Bruno.\n- Mara works for Beacon Insurance.\n- Omar reports to Chiara.\n- Bruno reports to Felix.\n- Beacon Insurance was founded in 1987.\n- Vantage Air was founded in 1985.\n- Vantage Air is headquartered in Nagoya.\n- Felix reports to Pablo.\n- Beacon Insurance is headquartered in Turku.\n- Bruno works for Vantage Air.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Kenji reports to Mara.\n- Chiara works for Beacon Insurance.\n- Mara reports to Lucia.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 1999.\n- Omar works for Beacon Insurance.\n- Dmitri reports to Omar.\n- Felix works for Cedar Retail Group.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1237", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3563: employee Mateo S., hired 29 October 2021, separated 06 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3563?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Stefan reports to Dmitri.\n- Dmitri reports to Priya.\n- Vantage Air was founded in 1989.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Crescent Telecom was founded in 1991.\n- Northwind Systems was founded in 2002.\n- Stefan works for Fernhill Foods.\n- Vantage Air is headquartered in Porto.\n- Omar works for Fernhill Foods.\n- Hana works for Northwind Systems.\n- Leila works for Vantage Air.\n- Aisha reports to Leila.\n- Hana reports to Omar.\n- Priya reports to Mateo.\n- Sanne reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Mateo reports to Ingrid.\n- Priya works for Fernhill Foods.\n- Omar reports to Sanne.\n- Fernhill Foods was founded in 1984.\n- Sanne works for Northwind Systems.\n- Dmitri works for Vantage Air.\n- Ingrid reports to Hana.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1239", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1240", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1241", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 34039\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1242", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1243", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8143: employee Priya A., hired 10 January 2024, separated 01 February 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-8143 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$6,562", "2": "$8,500", "3": "$28,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1244", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1245", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6364: employee Viktor A., hired 27 June 2022, separated 23 September 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6364?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Mara reports to Emeka.\n- Emeka reports to Tobias.\n- Helios Logistics is headquartered in Valencia.\n- Sofia works for Ironwood Manufacturing.\n- Anders works for Vantage Air.\n- Tobias reports to Dmitri.\n- Mara works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Dmitri reports to Anders.\n- Anders reports to Sofia.\n- Chiara reports to Leila.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sofia reports to Chiara.\n- Summit Energy was founded in 1995.\n- Vantage Air is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2007.\n- Summit Energy is headquartered in Valencia.\n- Chiara works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Helios Logistics was founded in 1999.\n- Leila works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1247", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4604: employee Sanne T., hired 14 July 2021, separated 20 May 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4604?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Mei reports to Mara.\n- Callum reports to Omar.\n- Deshawn reports to Mateo.\n- Mara reports to Stefan.\n- Zoya works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Dunedin.\n- Stefan reports to Ingrid.\n- Stefan works for Northwind Systems.\n- Tobias works for Crescent Telecom.\n- Omar reports to Tobias.\n- Mei works for Northwind Systems.\n- Ingrid reports to Callum.\n- Callum works for Northwind Systems.\n- Fernhill Foods is headquartered in Dunedin.\n- Omar works for Crescent Telecom.\n- Northwind Systems was founded in 1987.\n- Crescent Telecom is headquartered in Dunedin.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Northwind Systems is headquartered in Brno.\n- Deshawn works for Northwind Systems.\n- Fernhill Foods was founded in 1993.\n- Ingrid works for Crescent Telecom.\n- Mateo reports to Mei.\n- Bluepine Aviation was founded in 2005.\n- Zoya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1249", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9861: employee Zoya B., hired 22 October 2022, separated 09 November 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9861?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1250", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Set Timer — asks for a countdown timer", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1251", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1574: employee Stefan A., hired 23 August 2023, separated 22 April 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-1574 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$18,958", "2": "$4,462", "3": "$6,375"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1252", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1253", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1254", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1255", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1256", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3880: employee Pablo A., hired 05 March 2021, separated 30 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3880?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1257", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1258", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1259", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4475: employee Ravi B., hired 17 October 2022, separated 04 January 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4475?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1260", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1261", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1262", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6726: employee Pablo S., hired 04 March 2021, separated 17 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6726?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6726 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Callum reports to Pablo.\n- Emeka works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Bruno reports to Callum.\n- Crescent Telecom was founded in 1988.\n- Meridian Bank was founded in 1991.\n- Bruno works for Crescent Telecom.\n- Ingrid reports to Ravi.\n- Felix reports to Bruno.\n- Fernhill Foods is headquartered in Bergen.\n- Ravi reports to Emeka.\n- Crescent Telecom is headquartered in Bergen.\n- Ravi works for Meridian Bank.\n- Callum works for Summit Energy.\n- Meridian Bank is headquartered in Valencia.\n- Summit Energy is headquartered in Bergen.\n- Sanne works for Crescent Telecom.\n- Pablo reports to Hana.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Summit Energy was founded in 1982.\n- Sanne reports to Ingrid.\n- Hana works for Summit Energy.\n- Pablo works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Emeka reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1264", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2723: employee Sofia T., hired 08 May 2022, separated 22 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2723?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1265", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1266", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1267", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 64755\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1268", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9097: employee Hana B., hired 12 June 2023, separated 19 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9097?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1269", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1270", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7043: employee Viktor R., hired 04 July 2021, separated 02 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7043?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7043 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1271", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8362: employee Felix K., hired 26 December 2023, separated 10 November 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2026-8362 under the controlling rules.", "criteria": {"0": "$3,115", "1": "$9,231", "2": "$40,000", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Sanne reports to Chiara.\n- Hana reports to Kenji.\n- Sanne works for Helios Logistics.\n- Atlas Freight is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1994.\n- Jonas reports to Anders.\n- Atlas Freight was founded in 1996.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara reports to Hana.\n- Felix works for Ironwood Manufacturing.\n- Kenji works for Vantage Air.\n- Helios Logistics was founded in 1994.\n- Vantage Air is headquartered in Valencia.\n- Anders works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Felix reports to Jonas.\n- Leila reports to Emeka.\n- Helios Logistics is headquartered in Brno.\n- Emeka works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Ingrid reports to Leila.\n- Emeka reports to Sanne.\n- Ingrid works for Atlas Freight.\n- Kenji reports to Felix.\n- Vantage Air was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1273", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1274", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1275", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1276", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Viktor.\n- Aisha works for Cedar Retail Group.\n- Summit Energy is headquartered in Bergen.\n- Stefan reports to Mei.\n- Mara works for Vantage Air.\n- Sanne works for Summit Energy.\n- Mei reports to Bruno.\n- Vantage Air was founded in 1977.\n- Deshawn works for Vantage Air.\n- Jonas works for Vantage Air.\n- Cedar Retail Group was founded in 1987.\n- Mei works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn reports to Jonas.\n- Vantage Air is headquartered in Basel.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Priya reports to Emeka.\n- Priya works for Vantage Air.\n- Viktor reports to Priya.\n- Bruno works for Vantage Air.\n- Sanne reports to Aisha.\n- Summit Energy was founded in 2009.\n- Mara reports to Dmitri.\n- Viktor works for Summit Energy.\n- Pinnacle Software was founded in 1980.\n- Emeka works for Summit Energy.\n- Jonas reports to Stefan.\n- Stefan works for Summit Energy.\n- Bruno reports to Sanne.\n- Emeka reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Emeka reports to Callum.\n- Callum reports to Ingrid.\n- Crescent Telecom was founded in 1994.\n- Helios Logistics is headquartered in Brno.\n- Pablo works for Crescent Telecom.\n- Emeka works for Pinnacle Software.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 1986.\n- Ravi reports to Elena.\n- Jonas works for Pinnacle Software.\n- Crescent Telecom is headquartered in Adelaide.\n- Pinnacle Software was founded in 1999.\n- Ingrid reports to Pablo.\n- Helios Logistics was founded in 1996.\n- Callum works for Fernhill Foods.\n- Pablo reports to Jonas.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Priya reports to Emeka.\n- Elena reports to Priya.\n- Fernhill Foods is headquartered in Adelaide.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2006.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Anders works for Bluepine Aviation.\n- Anders reports to Yuki.\n- Yuki reports to Callum.\n- Dmitri works for Fernhill Foods.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Fernhill Foods.\n- Pinnacle Software is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki works for Bluepine Aviation.\n- Callum works for Pinnacle Software.\n- Callum reports to Pablo.\n- Beacon Insurance was founded in 1983.\n- Bluepine Aviation was founded in 1994.\n- Pinnacle Software was founded in 2000.\n- Pablo reports to Emeka.\n- Dmitri reports to Bruno.\n- Beacon Insurance is headquartered in Dunedin.\n- Bruno reports to Anders.\n- Deshawn reports to Dmitri.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1280", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1281", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1282", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9590: employee Omar M., hired 03 September 2023, separated 27 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9590?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Sanne works for Pinnacle Software.\n- Tobias works for Ironwood Manufacturing.\n- Mei works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Chiara reports to Mei.\n- Bluepine Aviation is headquartered in Valencia.\n- Leila works for Pinnacle Software.\n- Leila reports to Deshawn.\n- Bluepine Aviation was founded in 1975.\n- Mei reports to Mateo.\n- Anders reports to Chiara.\n- Beacon Insurance was founded in 2013.\n- Tobias reports to Kenji.\n- Beacon Insurance is headquartered in Oslo.\n- Kenji works for Pinnacle Software.\n- Elena reports to Sanne.\n- Pinnacle Software is headquartered in Leeds.\n- Bruno works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Kenji reports to Leila.\n- Bruno reports to Viktor.\n- Sanne reports to Bruno.\n- Deshawn reports to Anders.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Deshawn works for Ironwood Manufacturing.\n- Viktor reports to Tobias.\n- Viktor works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1284", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1285", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Leila.\n- Beacon Insurance is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Cork.\n- Atlas Freight was founded in 1981.\n- Pinnacle Software was founded in 1993.\n- Kenji works for Atlas Freight.\n- Dmitri works for Pinnacle Software.\n- Leila works for Atlas Freight.\n- Lattice Analytics was founded in 2013.\n- Mara reports to Dmitri.\n- Tessa reports to Mara.\n- Dmitri reports to Amara.\n- Priya works for Lattice Analytics.\n- Beacon Insurance was founded in 1995.\n- Priya reports to Pablo.\n- Atlas Freight is headquartered in Valencia.\n- Mara works for Atlas Freight.\n- Tessa works for Lattice Analytics.\n- Pablo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Ghent.\n- Amara works for Pinnacle Software.\n- Leila reports to Priya.\n- Amara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1287", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1288", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Mei reports to Dmitri.\n- Stefan works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Beacon Insurance was founded in 1994.\n- Cobalt Health was founded in 2007.\n- Lattice Analytics is headquartered in Basel.\n- Viktor reports to Leila.\n- Omar works for Lattice Analytics.\n- Mateo works for Cobalt Health.\n- Lattice Analytics was founded in 2006.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Mei.\n- Cobalt Health is headquartered in Basel.\n- Viktor works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Mateo reports to Stefan.\n- Omar reports to Ingrid.\n- Helios Logistics was founded in 1976.\n- Beacon Insurance is headquartered in Leeds.\n- Wren reports to Mateo.\n- Dmitri works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Yuki reports to Viktor.\n- Dmitri reports to Wren.\n- Stefan reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1290", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1291", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-4 (VERSION 5, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4787: employee Nadia K., hired 03 May 2021, separated 13 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4787?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1292", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1293", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1294", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8324: employee Omar K., hired 03 April 2023, separated 08 July 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2026-8324 under the controlling rules.", "criteria": {"0": "$8,438", "1": "$9,885", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1295", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1299: employee Kenji K., hired 21 June 2023, separated 20 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-1299 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$10,385", "2": "$3,635", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1296", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sanne.\n- Anders works for Northwind Systems.\n- Zoya works for Lattice Analytics.\n- Amara reports to Anders.\n- Northwind Systems is headquartered in Tampere.\n- Northwind Systems was founded in 2015.\n- Vantage Air is headquartered in Ghent.\n- Bruno works for Lattice Analytics.\n- Omar works for Vantage Air.\n- Lattice Analytics is headquartered in Porto.\n- Aisha works for Summit Energy.\n- Ingrid works for Vantage Air.\n- Amara works for Summit Energy.\n- Sanne works for Summit Energy.\n- Mara works for Summit Energy.\n- Zoya reports to Amara.\n- Vantage Air was founded in 2005.\n- Emeka works for Vantage Air.\n- Aisha reports to Omar.\n- Chiara works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Summit Energy was founded in 2013.\n- Deshawn reports to Aisha.\n- Sanne reports to Chiara.\n- Lattice Analytics was founded in 1981.\n- Chiara reports to Emeka.\n- Summit Energy is headquartered in Oslo.\n- Mara reports to Deshawn.\n- Ingrid reports to Zoya.\n- Emeka reports to Ingrid.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1298", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1299", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2001: employee Ravi S., hired 24 June 2020, separated 23 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2001?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1300", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1301", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2015.\n- Aisha works for Vantage Air.\n- Amara works for Vantage Air.\n- Chiara works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Viktor reports to Sanne.\n- Northwind Systems was founded in 1990.\n- Leila works for Vantage Air.\n- Amara reports to Stefan.\n- Ingrid reports to Amara.\n- Meridian Bank is headquartered in Lyon.\n- Aisha reports to Emeka.\n- Chiara reports to Yuki.\n- Stefan works for Meridian Bank.\n- Sanne works for Northwind Systems.\n- Yuki reports to Pablo.\n- Vantage Air is headquartered in Tampere.\n- Northwind Systems is headquartered in Bergen.\n- Pablo works for Meridian Bank.\n- Sanne reports to Ingrid.\n- Leila reports to Deshawn.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Stefan reports to Chiara.\n- Emeka reports to Leila.\n- Emeka works for Vantage Air.\n- Meridian Bank was founded in 1976.\n- Viktor works for Vantage Air.\n- Deshawn reports to Viktor.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Viktor.\n- Pablo works for Cobalt Health.\n- Crescent Telecom was founded in 1999.\n- Ravi reports to Mei.\n- Omar works for Cobalt Health.\n- Mei reports to Omar.\n- Cedar Retail Group is headquartered in Lyon.\n- Viktor reports to Pablo.\n- Aisha reports to Yuki.\n- Crescent Telecom is headquartered in Cork.\n- Yuki works for Cedar Retail Group.\n- Atlas Freight is headquartered in Lyon.\n- Priya works for Cobalt Health.\n- Pablo reports to Stefan.\n- Stefan works for Atlas Freight.\n- Priya reports to Deshawn.\n- Atlas Freight was founded in 1983.\n- Cobalt Health was founded in 1983.\n- Ravi works for Cobalt Health.\n- Viktor works for Crescent Telecom.\n- Yuki reports to Priya.\n- Stefan reports to Ravi.\n- Cobalt Health is headquartered in Lyon.\n- Mei works for Atlas Freight.\n- Cedar Retail Group was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1304", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1305", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 December 2024): For employees hired on or after 22 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5286: employee Mara R., hired 24 July 2024, separated 01 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-5286?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1306", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1307", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 6, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5094: employee Priya A., hired 07 January 2023, separated 17 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5094?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1308", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mateo.\n- Aisha reports to Zoya.\n- Northwind Systems is headquartered in Lyon.\n- Sanne works for Northwind Systems.\n- Zoya works for Pinnacle Software.\n- Mateo reports to Lucia.\n- Bluepine Aviation was founded in 1975.\n- Lucia reports to Pablo.\n- Crescent Telecom was founded in 1995.\n- Deshawn reports to Elena.\n- Pablo works for Bluepine Aviation.\n- Deshawn works for Pinnacle Software.\n- Zoya reports to Sanne.\n- Northwind Systems was founded in 1998.\n- Pinnacle Software was founded in 2004.\n- Crescent Telecom is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Adelaide.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Adelaide.\n- Elena works for Northwind Systems.\n- Lucia works for Bluepine Aviation.\n- Pablo reports to Aisha.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Ravi reports to Nadia.\n- Nadia reports to Viktor.\n- Sofia works for Summit Energy.\n- Ironwood Manufacturing was founded in 1985.\n- Helios Logistics was founded in 1981.\n- Deshawn works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Callum reports to Leila.\n- Pablo reports to Ravi.\n- Mara reports to Hana.\n- Northwind Systems was founded in 2007.\n- Ravi works for Northwind Systems.\n- Summit Energy is headquartered in Malmo.\n- Sofia reports to Chiara.\n- Viktor reports to Mara.\n- Summit Energy was founded in 2007.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Tessa works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Leila reports to Tessa.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Deshawn reports to Sofia.\n- Tessa reports to Pablo.\n- Hana works for Northwind Systems.\n- Pablo works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Chiara reports to Callum.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1311", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1258: employee Mateo K., hired 24 December 2021, separated 24 August 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2025-1258 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$29,467", "2": "$6,750", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1312", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1313", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1314", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1315", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 January 2023): For employees hired on or after 05 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8553: employee Bruno A., hired 16 August 2020, separated 13 February 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8553?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1316", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1317", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4418: employee Omar R., hired 28 June 2021, separated 25 January 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-4418 under the controlling rules.", "criteria": {"0": "$10,885", "1": "$10,385", "2": "$45,000", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Mei reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Callum reports to Anders.\n- Vantage Air was founded in 1991.\n- Cedar Retail Group is headquartered in Cork.\n- Anders works for Lattice Analytics.\n- Dmitri reports to Callum.\n- Jonas reports to Tobias.\n- Fernhill Foods was founded in 1999.\n- Chiara works for Cedar Retail Group.\n- Lattice Analytics was founded in 2010.\n- Viktor works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Cedar Retail Group was founded in 1975.\n- Chiara reports to Dmitri.\n- Omar works for Vantage Air.\n- Mei works for Fernhill Foods.\n- Elena reports to Chiara.\n- Sofia works for Fernhill Foods.\n- Anders reports to Nadia.\n- Tobias reports to Omar.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Viktor reports to Elena.\n- Fernhill Foods is headquartered in Tallinn.\n- Nadia reports to Mei.\n- Elena works for Fernhill Foods.\n- Tobias works for Vantage Air.\n- Omar reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1319", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1320", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Sanne.\n- Mateo reports to Yuki.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Sanne reports to Tobias.\n- Callum works for Ironwood Manufacturing.\n- Yuki reports to Dmitri.\n- Deshawn works for Ironwood Manufacturing.\n- Dmitri works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 2008.\n- Felix reports to Ravi.\n- Deshawn reports to Callum.\n- Ironwood Manufacturing was founded in 1992.\n- Tobias reports to Mateo.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Deshawn.\n- Sanne works for Ironwood Manufacturing.\n- Omar reports to Felix.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1982.\n- Northwind Systems was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1322", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5837: employee Mara K., hired 28 November 2024, separated 20 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5837?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1323", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3773: employee Mateo B., hired 25 December 2023, separated 22 September 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-3773 under the controlling rules.", "criteria": {"0": "$4,125", "1": "$3,188", "2": "$3,125", "3": "$13,542"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1324", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1325", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2641: employee Anders B., hired 02 May 2023, separated 04 November 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-2641 under the controlling rules.", "criteria": {"0": "$3,245", "1": "$22,500", "2": "$5,192", "3": "$5,692"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1326", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1327", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1328", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7835: employee Zoya S., hired 20 November 2023, separated 27 October 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7835?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1329", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6531: employee Wren K., hired 20 October 2021, separated 12 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6531?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1330", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Ravi reports to Tessa.\n- Cobalt Health is headquartered in Tallinn.\n- Mei works for Ironwood Manufacturing.\n- Yuki works for Beacon Insurance.\n- Yuki reports to Mei.\n- Viktor works for Cobalt Health.\n- Mateo reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Mei reports to Bruno.\n- Felix works for Ironwood Manufacturing.\n- Elena reports to Dmitri.\n- Ironwood Manufacturing was founded in 1982.\n- Cobalt Health was founded in 1975.\n- Bruno works for Helios Logistics.\n- Wren reports to Viktor.\n- Felix reports to Wren.\n- Dmitri reports to Yuki.\n- Mateo works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Helios Logistics was founded in 2013.\n- Beacon Insurance was founded in 2007.\n- Viktor reports to Mateo.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Priya works for Beacon Insurance.\n- Bruno reports to Priya.\n- Priya reports to Felix.\n- Elena works for Ironwood Manufacturing.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Vantage Air.\n- Omar reports to Sanne.\n- Stefan reports to Hana.\n- Jonas reports to Emeka.\n- Elena reports to Lucia.\n- Jonas works for Beacon Insurance.\n- Tessa works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Tessa reports to Omar.\n- Chiara reports to Jonas.\n- Ravi reports to Nadia.\n- Northwind Systems was founded in 1978.\n- Crescent Telecom is headquartered in Ghent.\n- Ravi works for Northwind Systems.\n- Stefan works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.\n- Vantage Air was founded in 2011.\n- Emeka works for Beacon Insurance.\n- Vantage Air is headquartered in Dunedin.\n- Hana reports to Elena.\n- Elena works for Vantage Air.\n- Nadia works for Northwind Systems.\n- Emeka reports to Stefan.\n- Lucia reports to Tessa.\n- Hana works for Beacon Insurance.\n- Sanne works for Vantage Air.\n- Beacon Insurance was founded in 1990.\n- Sanne reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1333", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1334", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9158: employee Stefan R., hired 21 April 2023, separated 14 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9158?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Pinnacle Software was founded in 1996.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana reports to Nadia.\n- Pinnacle Software is headquartered in Bergen.\n- Deshawn reports to Chiara.\n- Stefan reports to Wren.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Nadia works for Ironwood Manufacturing.\n- Deshawn works for Meridian Bank.\n- Bruno reports to Stefan.\n- Ironwood Manufacturing was founded in 1992.\n- Nadia reports to Anders.\n- Meridian Bank is headquartered in Basel.\n- Anders reports to Bruno.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Deshawn.\n- Chiara works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1336", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5682: employee Wren M., hired 05 October 2021, separated 18 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5682?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1337", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 September 2025): For employees hired on or after 08 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6948: employee Tobias A., hired 18 March 2024, separated 16 April 2027 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6948?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1338", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "check_balance", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1339", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1340", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1341", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1342", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 October 2025): For employees hired on or after 22 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6234: employee Chiara T., hired 11 March 2023, separated 07 February 2027 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-6234 under the controlling rules.", "criteria": {"0": "$25,312", "1": "$110,250", "2": "$24,942", "3": "$25,442"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1343", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Swap order 89090 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1344", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "weather", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2015.\n- Amara reports to Omar.\n- Ingrid works for Crescent Telecom.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health is headquartered in Tampere.\n- Tessa reports to Elena.\n- Tessa works for Beacon Insurance.\n- Chiara reports to Felix.\n- Elena reports to Tobias.\n- Ravi works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri reports to Tessa.\n- Omar reports to Mara.\n- Elena works for Crescent Telecom.\n- Ingrid reports to Amara.\n- Crescent Telecom is headquartered in Tampere.\n- Ravi reports to Anders.\n- Pinnacle Software was founded in 1989.\n- Mara reports to Ravi.\n- Crescent Telecom was founded in 2009.\n- Felix reports to Dmitri.\n- Anders works for Crescent Telecom.\n- Omar works for Cobalt Health.\n- Pinnacle Software is headquartered in Turku.\n- Mara works for Crescent Telecom.\n- Tobias reports to Ingrid.\n- Felix works for Pinnacle Software.\n- Chiara works for Crescent Telecom.\n- Amara works for Cobalt Health.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1346", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1347", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3492: employee Priya K., hired 24 June 2022, separated 09 October 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2026-3492 under the controlling rules.", "criteria": {"0": "$5,900", "1": "$6,400", "2": "$6,450", "3": "$27,733"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1348", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1998.\n- Ironwood Manufacturing is headquartered in Cork.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri reports to Callum.\n- Lucia works for Pinnacle Software.\n- Felix reports to Dmitri.\n- Mei works for Ironwood Manufacturing.\n- Tessa reports to Felix.\n- Deshawn reports to Emeka.\n- Tobias reports to Tessa.\n- Callum works for Beacon Insurance.\n- Emeka works for Northwind Systems.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Callum reports to Mei.\n- Tessa works for Northwind Systems.\n- Felix works for Pinnacle Software.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Emeka reports to Lucia.\n- Northwind Systems is headquartered in Porto.\n- Aisha reports to Tobias.\n- Aisha works for Pinnacle Software.\n- Pablo reports to Aisha.\n- Pinnacle Software is headquartered in Cork.\n- Dmitri works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Mei reports to Stefan.\n- Pinnacle Software was founded in 2000.\n- Pablo works for Pinnacle Software.\n- Stefan reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1350", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1351", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2907: employee Pablo T., hired 04 March 2021, separated 07 November 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-2907 under the controlling rules.", "criteria": {"0": "$16,188", "1": "$69,767", "2": "$17,100", "3": "$16,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1352", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-8 (VERSION 6, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8304: employee Priya M., hired 14 January 2023, separated 29 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8304?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Pablo.\n- Cedar Retail Group is headquartered in Oslo.\n- Atlas Freight was founded in 1981.\n- Deshawn works for Atlas Freight.\n- Sofia reports to Priya.\n- Ironwood Manufacturing was founded in 2013.\n- Nadia reports to Lucia.\n- Mei works for Lattice Analytics.\n- Lucia reports to Mei.\n- Nadia works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Lattice Analytics was founded in 2013.\n- Sofia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1976.\n- Atlas Freight is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Nagoya.\n- Priya reports to Nadia.\n- Mei reports to Anders.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Deshawn.\n- Priya works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1354", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1355", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1356", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1169: employee Stefan B., hired 10 July 2020, separated 20 May 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-1169 under the controlling rules.", "criteria": {"0": "$50,267", "1": "$11,600", "2": "$11,700", "3": "$13,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1357", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Emeka.\n- Cobalt Health was founded in 1986.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Vantage Air is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Pinnacle Software was founded in 2011.\n- Felix reports to Lucia.\n- Felix works for Pinnacle Software.\n- Nadia reports to Kenji.\n- Emeka reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Bruno works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Kenji reports to Elena.\n- Cobalt Health is headquartered in Leeds.\n- Bruno reports to Felix.\n- Elena reports to Zoya.\n- Zoya works for Vantage Air.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Emeka works for Cobalt Health.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Mateo reports to Omar.\n- Callum reports to Mateo.\n- Mara reports to Mei.\n- Viktor reports to Callum.\n- Beacon Insurance was founded in 2010.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Helios Logistics was founded in 2002.\n- Nadia works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2008.\n- Beacon Insurance is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2000.\n- Mara works for Helios Logistics.\n- Mateo works for Beacon Insurance.\n- Mei works for Helios Logistics.\n- Viktor works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Porto.\n- Ingrid reports to Viktor.\n- Omar reports to Mara.\n- Omar works for Helios Logistics.\n- Mei reports to Nadia.\n- Helios Logistics is headquartered in Turku.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1359", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1501: employee Mara M., hired 02 September 2022, separated 25 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1501?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Jonas reports to Wren.\n- Chiara works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2008.\n- Mara works for Helios Logistics.\n- Bluepine Aviation was founded in 2010.\n- Chiara reports to Jonas.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Turku.\n- Hana reports to Omar.\n- Helios Logistics was founded in 1996.\n- Wren works for Ironwood Manufacturing.\n- Felix reports to Viktor.\n- Hana works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Wren reports to Hana.\n- Felix works for Helios Logistics.\n- Omar works for Bluepine Aviation.\n- Stefan works for Helios Logistics.\n- Mara reports to Stefan.\n- Bluepine Aviation is headquartered in Turku.\n- Atlas Freight is headquartered in Cork.\n- Viktor reports to Chiara.\n- Stefan reports to Bruno.\n- Atlas Freight was founded in 2015.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1361", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1362", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1363", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1364", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1363: employee Kenji B., hired 02 May 2024, separated 26 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-1363 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,000", "2": "$34,667", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1365", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2496: employee Bruno R., hired 19 March 2020, separated 23 June 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2496?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1366", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1367", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3823: employee Pablo R., hired 15 July 2021, separated 13 September 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3823?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1368", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6645: employee Deshawn R., hired 15 April 2024, separated 22 December 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-6645 under the controlling rules.", "criteria": {"0": "$700", "1": "$4,000", "2": "$3,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1369", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "send_message", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Priya.\n- Sofia reports to Deshawn.\n- Hana reports to Mara.\n- Crescent Telecom was founded in 2010.\n- Bluepine Aviation is headquartered in Adelaide.\n- Pablo reports to Sofia.\n- Hana works for Vantage Air.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Tessa.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Adelaide.\n- Aisha works for Ironwood Manufacturing.\n- Pablo works for Bluepine Aviation.\n- Priya reports to Pablo.\n- Bluepine Aviation was founded in 1977.\n- Vantage Air is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Hana.\n- Mara reports to Callum.\n- Tessa reports to Aisha.\n- Priya works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Vantage Air was founded in 1983.\n- Ironwood Manufacturing was founded in 2010.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1371", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 74358 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1372", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Elena.\n- Omar reports to Hana.\n- Felix reports to Omar.\n- Elena works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Tampere.\n- Hana reports to Tessa.\n- Tessa reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Mei reports to Felix.\n- Deshawn works for Northwind Systems.\n- Elena reports to Mateo.\n- Bluepine Aviation was founded in 1979.\n- Wren works for Fernhill Foods.\n- Mei works for Northwind Systems.\n- Mateo works for Fernhill Foods.\n- Felix works for Northwind Systems.\n- Ravi reports to Deshawn.\n- Hana works for Helios Logistics.\n- Mateo reports to Emeka.\n- Emeka reports to Mei.\n- Emeka works for Northwind Systems.\n- Tessa works for Fernhill Foods.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Wren reports to Lucia.\n- Northwind Systems is headquartered in Tallinn.\n- Fernhill Foods was founded in 1992.\n- Helios Logistics was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1980", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1374", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6497: employee Tessa A., hired 01 May 2022, separated 17 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6497?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1375", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Zoya reports to Tessa.\n- Bluepine Aviation is headquartered in Brno.\n- Tessa works for Fernhill Foods.\n- Meridian Bank was founded in 2006.\n- Priya reports to Ingrid.\n- Lucia reports to Zoya.\n- Ravi reports to Yuki.\n- Zoya works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Dunedin.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Brno.\n- Bluepine Aviation was founded in 1994.\n- Vantage Air was founded in 1994.\n- Fernhill Foods was founded in 2013.\n- Yuki works for Vantage Air.\n- Ingrid reports to Ravi.\n- Lucia works for Vantage Air.\n- Tessa reports to Priya.\n- Vantage Air is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1377", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1378", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1379", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1380", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1381", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9281: employee Amara T., hired 13 March 2021, separated 05 September 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9281?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1382", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8102: employee Hana A., hired 04 December 2024, separated 09 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-8102 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$1,350", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1383", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1384", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2036: employee Hana B., hired 03 July 2021, separated 12 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2036?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1385", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "scale_up", "4": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1386", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1387", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2732: employee Anders K., hired 08 March 2022, separated 17 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2732?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1388", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9355: employee Tessa M., hired 28 May 2024, separated 05 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9355?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1389", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6927: employee Amara T., hired 05 February 2023, separated 11 November 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-6927 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$10,000", "2": "$2,400", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1390", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4020: employee Bruno K., hired 21 October 2022, separated 05 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2025-4020 under the controlling rules.", "criteria": {"0": "$16,226", "1": "$69,750", "2": "$16,096", "3": "$15,096"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Chiara reports to Mara.\n- Callum works for Northwind Systems.\n- Leila reports to Nadia.\n- Summit Energy is headquartered in Brno.\n- Nadia works for Helios Logistics.\n- Callum reports to Kenji.\n- Tobias works for Meridian Bank.\n- Mara reports to Sofia.\n- Kenji reports to Tobias.\n- Nadia reports to Chiara.\n- Kenji works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Sofia works for Meridian Bank.\n- Aisha reports to Callum.\n- Sofia reports to Aisha.\n- Chiara works for Helios Logistics.\n- Mara works for Summit Energy.\n- Tobias reports to Amara.\n- Helios Logistics was founded in 1986.\n- Meridian Bank is headquartered in Nagoya.\n- Northwind Systems is headquartered in Tampere.\n- Meridian Bank was founded in 1999.\n- Northwind Systems was founded in 2005.\n- Summit Energy was founded in 2013.\n- Helios Logistics is headquartered in Oslo.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1392", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1393", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 79176 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1394", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1395", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 40691 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1396", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Emeka works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Leila reports to Mateo.\n- Anders works for Cedar Retail Group.\n- Aisha reports to Chiara.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji reports to Tobias.\n- Cedar Retail Group was founded in 1983.\n- Chiara works for Meridian Bank.\n- Aisha works for Cobalt Health.\n- Tessa reports to Dmitri.\n- Tessa works for Cedar Retail Group.\n- Ravi works for Ironwood Manufacturing.\n- Anders reports to Emeka.\n- Ironwood Manufacturing was founded in 1999.\n- Tobias reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Leila works for Ironwood Manufacturing.\n- Chiara reports to Anders.\n- Mateo reports to Kenji.\n- Dmitri reports to Leila.\n- Meridian Bank was founded in 1998.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1989.\n- Dmitri works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka reports to Tessa.\n- Zoya reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1398", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3505: employee Dmitri R., hired 23 May 2023, separated 11 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3505?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1399", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1400", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9727: employee Jonas A., hired 18 January 2020, separated 07 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9727?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1401", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1402", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 63943 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "reports an item arrived broken", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Aisha.\n- Felix works for Ironwood Manufacturing.\n- Tobias reports to Nadia.\n- Emeka reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Felix reports to Tobias.\n- Nadia works for Vantage Air.\n- Ravi reports to Anders.\n- Aisha works for Vantage Air.\n- Aisha reports to Wren.\n- Ingrid works for Summit Energy.\n- Tobias works for Ironwood Manufacturing.\n- Chiara reports to Ingrid.\n- Summit Energy was founded in 2012.\n- Anders reports to Elena.\n- Ironwood Manufacturing was founded in 1988.\n- Vantage Air is headquartered in Malmo.\n- Anders works for Vantage Air.\n- Cobalt Health is headquartered in Malmo.\n- Elena works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1979.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Vantage Air was founded in 1997.\n- Nadia reports to Jonas.\n- Ingrid reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Chiara works for Cobalt Health.\n- Jonas works for Vantage Air.\n- Elena reports to Felix.\n- Ironwood Manufacturing is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Austin", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Viktor.\n- Bluepine Aviation was founded in 1997.\n- Bluepine Aviation is headquartered in Tampere.\n- Callum reports to Tobias.\n- Tobias reports to Yuki.\n- Vantage Air was founded in 2014.\n- Lattice Analytics is headquartered in Leeds.\n- Yuki works for Cedar Retail Group.\n- Ravi reports to Stefan.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1996.\n- Tobias works for Vantage Air.\n- Viktor reports to Wren.\n- Wren reports to Callum.\n- Mateo works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.\n- Anders works for Cedar Retail Group.\n- Wren works for Lattice Analytics.\n- Stefan works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Brno.\n- Mateo reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Viktor works for Bluepine Aviation.\n- Elena reports to Mateo.\n- Anders reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1405", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Viktor.\n- Zoya works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Pablo works for Pinnacle Software.\n- Tobias reports to Pablo.\n- Sofia works for Pinnacle Software.\n- Mateo works for Atlas Freight.\n- Viktor works for Ironwood Manufacturing.\n- Zoya reports to Sofia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Amara works for Ironwood Manufacturing.\n- Felix reports to Zoya.\n- Ingrid reports to Amara.\n- Pinnacle Software is headquartered in Bergen.\n- Atlas Freight is headquartered in Adelaide.\n- Amara reports to Felix.\n- Mateo reports to Tobias.\n- Ingrid works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2001.\n- Ironwood Manufacturing was founded in 1993.\n- Pablo reports to Callum.\n- Pinnacle Software was founded in 2001.\n- Atlas Freight was founded in 1975.\n- Callum works for Ironwood Manufacturing.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Zoya reports to Kenji.\n- Dmitri works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Sanne works for Ironwood Manufacturing.\n- Wren reports to Anders.\n- Beacon Insurance is headquartered in Brno.\n- Anders works for Beacon Insurance.\n- Tessa reports to Mei.\n- Kenji works for Atlas Freight.\n- Mei reports to Wren.\n- Zoya works for Beacon Insurance.\n- Jonas works for Ironwood Manufacturing.\n- Anders reports to Amara.\n- Jonas reports to Zoya.\n- Omar works for Beacon Insurance.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Pinnacle Software was founded in 1999.\n- Pinnacle Software is headquartered in Oslo.\n- Amara reports to Omar.\n- Beacon Insurance was founded in 1991.\n- Dmitri reports to Sanne.\n- Sanne reports to Mateo.\n- Atlas Freight is headquartered in Halifax.\n- Atlas Freight was founded in 1997.\n- Amara works for Ironwood Manufacturing.\n- Kenji reports to Dmitri.\n- Mateo reports to Tessa.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Emeka.\n- Emeka works for Vantage Air.\n- Lucia reports to Deshawn.\n- Emeka reports to Hana.\n- Yuki works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Basel.\n- Felix works for Vantage Air.\n- Pablo reports to Viktor.\n- Amara reports to Mei.\n- Vantage Air was founded in 2010.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Vantage Air.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Nadia reports to Lucia.\n- Mei reports to Yuki.\n- Anders reports to Nadia.\n- Ironwood Manufacturing was founded in 1996.\n- Beacon Insurance was founded in 2004.\n- Amara works for Beacon Insurance.\n- Deshawn works for Pinnacle Software.\n- Hana works for Ironwood Manufacturing.\n- Yuki reports to Felix.\n- Felix reports to Pablo.\n- Pinnacle Software was founded in 2003.\n- Pablo works for Vantage Air.\n- Hana reports to Anders.\n- Mei works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1991", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1409", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1410", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9646: employee Viktor B., hired 13 September 2023, separated 09 July 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-9646 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$9,231", "2": "$4,615", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1411", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8654: employee Tessa R., hired 27 October 2021, separated 02 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8654?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Emeka reports to Yuki.\n- Viktor works for Fernhill Foods.\n- Meridian Bank was founded in 1982.\n- Yuki works for Meridian Bank.\n- Viktor reports to Wren.\n- Fernhill Foods was founded in 2010.\n- Aisha works for Fernhill Foods.\n- Aisha reports to Lucia.\n- Summit Energy was founded in 1979.\n- Deshawn works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Mei reports to Aisha.\n- Sofia works for Fernhill Foods.\n- Cobalt Health is headquartered in Halifax.\n- Lucia reports to Emeka.\n- Bruno works for Summit Energy.\n- Cobalt Health was founded in 1996.\n- Wren reports to Bruno.\n- Yuki reports to Callum.\n- Lucia works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Bruno reports to Deshawn.\n- Callum reports to Hana.\n- Mei works for Summit Energy.\n- Deshawn reports to Sofia.\n- Summit Energy is headquartered in Dunedin.\n- Callum works for Fernhill Foods.\n- Meridian Bank is headquartered in Austin.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1413", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1414", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1415", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1416", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1417", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1418", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 36674 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1419", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1420", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Viktor works for Fernhill Foods.\n- Cedar Retail Group was founded in 1986.\n- Omar reports to Mara.\n- Viktor reports to Kenji.\n- Mara reports to Deshawn.\n- Beacon Insurance is headquartered in Valencia.\n- Beacon Insurance was founded in 2000.\n- Omar works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2007.\n- Callum reports to Omar.\n- Sofia works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Kenji works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Kenji reports to Callum.\n- Fernhill Foods was founded in 2012.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Bergen.\n- Mara works for Cedar Retail Group.\n- Deshawn works for Beacon Insurance.\n- Chiara reports to Viktor.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1422", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6331: employee Viktor A., hired 19 January 2024, separated 21 August 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6331?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1423", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1424", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Deshawn works for Bluepine Aviation.\n- Ingrid reports to Yuki.\n- Bluepine Aviation was founded in 1994.\n- Viktor works for Bluepine Aviation.\n- Bruno works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Vantage Air is headquartered in Nagoya.\n- Mara reports to Viktor.\n- Ingrid works for Bluepine Aviation.\n- Yuki reports to Pablo.\n- Yuki works for Summit Energy.\n- Tessa reports to Ingrid.\n- Vantage Air was founded in 1996.\n- Omar works for Summit Energy.\n- Chiara works for Vantage Air.\n- Bruno reports to Mara.\n- Viktor reports to Tessa.\n- Deshawn reports to Bruno.\n- Summit Energy is headquartered in Valencia.\n- Chiara reports to Omar.\n- Mara works for Summit Energy.\n- Omar reports to Deshawn.\n- Jonas works for Summit Energy.\n- Sofia works for Beacon Insurance.\n- Tessa works for Summit Energy.\n- Beacon Insurance was founded in 1994.\n- Sofia reports to Chiara.\n- Bluepine Aviation is headquartered in Leeds.\n- Summit Energy was founded in 1988.\n- Jonas reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1426", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1427", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1428", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1996.\n- Stefan reports to Felix.\n- Hana works for Bluepine Aviation.\n- Wren reports to Hana.\n- Anders reports to Aisha.\n- Felix works for Beacon Insurance.\n- Hana reports to Anders.\n- Bluepine Aviation is headquartered in Lyon.\n- Mei reports to Zoya.\n- Beacon Insurance is headquartered in Brno.\n- Aisha works for Vantage Air.\n- Beacon Insurance was founded in 1989.\n- Aisha reports to Nadia.\n- Mei works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Nadia reports to Stefan.\n- Crescent Telecom was founded in 1985.\n- Jonas works for Bluepine Aviation.\n- Felix reports to Jonas.\n- Crescent Telecom is headquartered in Adelaide.\n- Zoya reports to Wren.\n- Bluepine Aviation was founded in 1989.\n- Nadia works for Beacon Insurance.\n- Vantage Air is headquartered in Lyon.\n- Anders works for Bluepine Aviation.\n- Wren works for Crescent Telecom.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1987", "2": "1984", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Emeka reports to Mateo.\n- Bluepine Aviation is headquartered in Halifax.\n- Amara works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Cobalt Health was founded in 1980.\n- Ingrid reports to Amara.\n- Hana works for Bluepine Aviation.\n- Ingrid works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Bluepine Aviation was founded in 2004.\n- Deshawn reports to Hana.\n- Cobalt Health is headquartered in Basel.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Cedar Retail Group is headquartered in Halifax.\n- Viktor works for Bluepine Aviation.\n- Mateo reports to Deshawn.\n- Amara reports to Emeka.\n- Hana reports to Kenji.\n- Northwind Systems is headquartered in Porto.\n- Cedar Retail Group was founded in 2008.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Priya reports to Callum.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1997.\n- Mei reports to Nadia.\n- Anders works for Cedar Retail Group.\n- Nadia reports to Yuki.\n- Vantage Air is headquartered in Halifax.\n- Callum works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Callum reports to Bruno.\n- Zoya reports to Mei.\n- Yuki works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Ghent.\n- Cedar Retail Group was founded in 1988.\n- Fernhill Foods was founded in 2003.\n- Pinnacle Software was founded in 2015.\n- Anders reports to Zoya.\n- Yuki reports to Priya.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1999.\n- Jonas works for Bluepine Aviation.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Jonas reports to Dmitri.\n- Tobias reports to Amara.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Tessa.\n- Hana reports to Sofia.\n- Lattice Analytics was founded in 2008.\n- Helios Logistics is headquartered in Valencia.\n- Hana works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Tessa works for Bluepine Aviation.\n- Helios Logistics was founded in 2001.\n- Lattice Analytics is headquartered in Lyon.\n- Sofia works for Meridian Bank.\n- Kenji reports to Jonas.\n- Sofia reports to Mateo.\n- Mateo reports to Kenji.\n- Wren works for Bluepine Aviation.\n- Wren reports to Tobias.\n- Bluepine Aviation is headquartered in Malmo.\n- Tessa reports to Wren.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1433", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1434", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 October 2022): For employees hired on or after 20 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7799: employee Elena K., hired 29 January 2022, separated 11 March 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7799?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Bluepine Aviation.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation was founded in 2003.\n- Anders works for Lattice Analytics.\n- Mei works for Fernhill Foods.\n- Cobalt Health is headquartered in Lyon.\n- Bruno works for Lattice Analytics.\n- Ingrid reports to Stefan.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno reports to Anders.\n- Anders reports to Felix.\n- Stefan works for Bluepine Aviation.\n- Fernhill Foods was founded in 1991.\n- Omar reports to Ingrid.\n- Lattice Analytics was founded in 2000.\n- Felix works for Lattice Analytics.\n- Cobalt Health was founded in 2008.\n- Lattice Analytics is headquartered in Leeds.\n- Priya reports to Bruno.\n- Priya works for Bluepine Aviation.\n- Mei reports to Omar.\n- Fernhill Foods is headquartered in Leeds.\n- Felix reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1436", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6319: employee Emeka R., hired 13 October 2021, separated 07 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6319?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1437", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1438", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Mateo works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Wren works for Crescent Telecom.\n- Anders reports to Felix.\n- Mateo reports to Callum.\n- Omar works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2005.\n- Sofia reports to Lucia.\n- Crescent Telecom was founded in 1985.\n- Lucia works for Helios Logistics.\n- Felix reports to Mateo.\n- Sanne reports to Anders.\n- Pablo reports to Sanne.\n- Callum reports to Omar.\n- Anders works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lucia reports to Pablo.\n- Omar reports to Wren.\n- Pinnacle Software is headquartered in Cork.\n- Helios Logistics is headquartered in Basel.\n- Pinnacle Software was founded in 1979.\n- Helios Logistics was founded in 2003.\n- Callum works for Crescent Telecom.\n- Felix works for Helios Logistics.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Oslo.\n- Cedar Retail Group was founded in 2014.\n- Nadia works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Nadia reports to Omar.\n- Atlas Freight was founded in 2008.\n- Dmitri reports to Priya.\n- Tessa reports to Nadia.\n- Kenji works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Lucia works for Cedar Retail Group.\n- Pablo works for Crescent Telecom.\n- Lucia reports to Dmitri.\n- Pablo reports to Tessa.\n- Priya reports to Bruno.\n- Omar reports to Jonas.\n- Viktor reports to Kenji.\n- Dmitri works for Cobalt Health.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Crescent Telecom was founded in 2006.\n- Jonas works for Crescent Telecom.\n- Cobalt Health was founded in 1993.\n- Bruno works for Atlas Freight.\n- Kenji reports to Mei.\n- Mei reports to Pablo.\n- Cedar Retail Group is headquartered in Oslo.\n- Bruno reports to Viktor.\n- Priya works for Atlas Freight.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1441", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1442", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1310: employee Chiara M., hired 15 April 2021, separated 08 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1310?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1443", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1444", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5513: employee Mei B., hired 20 March 2024, separated 23 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5513?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1445", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Adelaide.\n- Tessa works for Cobalt Health.\n- Northwind Systems is headquartered in Oslo.\n- Sofia works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Tessa reports to Ravi.\n- Mei works for Northwind Systems.\n- Mei reports to Kenji.\n- Leila reports to Mei.\n- Tobias works for Northwind Systems.\n- Stefan reports to Tessa.\n- Felix works for Cobalt Health.\n- Pinnacle Software is headquartered in Tallinn.\n- Stefan works for Cobalt Health.\n- Cedar Retail Group is headquartered in Tallinn.\n- Anders reports to Lucia.\n- Sofia reports to Stefan.\n- Cedar Retail Group was founded in 2004.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 2001.\n- Lucia reports to Sofia.\n- Ravi works for Pinnacle Software.\n- Leila works for Northwind Systems.\n- Pablo works for Pinnacle Software.\n- Kenji reports to Tobias.\n- Pablo reports to Anders.\n- Felix reports to Pablo.\n- Northwind Systems was founded in 1983.\n- Ravi reports to Leila.\n- Anders works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1447", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 July 2023): For employees hired on or after 31 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9513: employee Deshawn R., hired 10 January 2022, separated 18 November 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-9513 under the controlling rules.", "criteria": {"0": "$48,000", "1": "$11,577", "2": "$10,962", "3": "$11,077"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1448", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7248: employee Anders B., hired 18 April 2022, separated 05 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7248?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Priya works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Nadia reports to Hana.\n- Helios Logistics is headquartered in Leeds.\n- Callum works for Helios Logistics.\n- Cedar Retail Group is headquartered in Basel.\n- Hana works for Helios Logistics.\n- Vantage Air was founded in 2011.\n- Stefan reports to Tessa.\n- Helios Logistics was founded in 1989.\n- Callum reports to Stefan.\n- Crescent Telecom was founded in 1986.\n- Crescent Telecom is headquartered in Brno.\n- Vantage Air is headquartered in Turku.\n- Lucia works for Helios Logistics.\n- Priya reports to Sofia.\n- Hana reports to Mara.\n- Yuki reports to Priya.\n- Stefan works for Crescent Telecom.\n- Lucia reports to Callum.\n- Sofia reports to Nadia.\n- Tessa reports to Yuki.\n- Mara works for Helios Logistics.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1450", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1451", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1981.\n- Mateo reports to Lucia.\n- Pinnacle Software is headquartered in Cork.\n- Summit Energy is headquartered in Valencia.\n- Nadia works for Beacon Insurance.\n- Jonas works for Bluepine Aviation.\n- Nadia reports to Emeka.\n- Summit Energy was founded in 1990.\n- Callum works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Omar reports to Sanne.\n- Sanne reports to Jonas.\n- Aisha reports to Nadia.\n- Callum reports to Mateo.\n- Bluepine Aviation was founded in 2014.\n- Emeka reports to Callum.\n- Pinnacle Software was founded in 1976.\n- Bluepine Aviation is headquartered in Cork.\n- Aisha works for Pinnacle Software.\n- Lucia reports to Omar.\n- Mateo works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Ghent.\n- Zoya works for Bluepine Aviation.\n- Jonas reports to Zoya.\n- Sanne works for Bluepine Aviation.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1453", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1454", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Meridian Bank is headquartered in Basel.\n- Mara works for Ironwood Manufacturing.\n- Sanne reports to Omar.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2007.\n- Elena reports to Mara.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Tobias.\n- Elena works for Ironwood Manufacturing.\n- Vantage Air was founded in 2008.\n- Kenji reports to Elena.\n- Priya works for Ironwood Manufacturing.\n- Mateo reports to Kenji.\n- Kenji works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2005.\n- Sanne works for Vantage Air.\n- Priya reports to Mei.\n- Mateo works for Ironwood Manufacturing.\n- Mei works for Vantage Air.\n- Tobias works for Beacon Insurance.\n- Mara reports to Stefan.\n- Omar works for Meridian Bank.\n- Stefan reports to Priya.\n- Stefan works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2000.\n- Tobias reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1456", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Aisha works for Beacon Insurance.\n- Summit Energy is headquartered in Oslo.\n- Jonas reports to Bruno.\n- Beacon Insurance is headquartered in Turku.\n- Omar works for Beacon Insurance.\n- Chiara reports to Aisha.\n- Aisha reports to Omar.\n- Meridian Bank was founded in 1991.\n- Beacon Insurance was founded in 2004.\n- Meridian Bank is headquartered in Turku.\n- Chiara works for Helios Logistics.\n- Ravi works for Beacon Insurance.\n- Bruno works for Meridian Bank.\n- Jonas works for Beacon Insurance.\n- Ravi reports to Jonas.\n- Omar reports to Zoya.\n- Zoya works for Summit Energy.\n- Helios Logistics was founded in 1978.\n- Pablo reports to Chiara.\n- Helios Logistics is headquartered in Oslo.\n- Summit Energy was founded in 1999.\n- Bruno reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1458", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "set_alarm", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1459", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Mateo works for Helios Logistics.\n- Deshawn works for Fernhill Foods.\n- Bluepine Aviation was founded in 1985.\n- Vantage Air was founded in 1981.\n- Fernhill Foods was founded in 2015.\n- Leila reports to Tobias.\n- Dmitri reports to Felix.\n- Helios Logistics was founded in 1999.\n- Ravi reports to Anders.\n- Bluepine Aviation is headquartered in Oslo.\n- Tobias works for Vantage Air.\n- Felix works for Bluepine Aviation.\n- Anders works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Anders reports to Mateo.\n- Viktor reports to Dmitri.\n- Fernhill Foods is headquartered in Nagoya.\n- Mateo reports to Callum.\n- Helios Logistics is headquartered in Bergen.\n- Leila works for Helios Logistics.\n- Ravi works for Vantage Air.\n- Callum reports to Deshawn.\n- Felix reports to Ravi.\n- Vantage Air is headquartered in Dunedin.\n- Deshawn reports to Leila.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Deshawn works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Meridian Bank was founded in 1999.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Ingrid.\n- Ironwood Manufacturing was founded in 1994.\n- Stefan reports to Jonas.\n- Priya reports to Mei.\n- Emeka reports to Sanne.\n- Viktor reports to Stefan.\n- Northwind Systems was founded in 2015.\n- Jonas works for Crescent Telecom.\n- Sanne reports to Wren.\n- Pablo reports to Priya.\n- Crescent Telecom was founded in 1995.\n- Yuki works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Viktor works for Meridian Bank.\n- Yuki reports to Pablo.\n- Crescent Telecom is headquartered in Halifax.\n- Deshawn reports to Yuki.\n- Northwind Systems is headquartered in Dunedin.\n- Sanne works for Northwind Systems.\n- Pablo works for Meridian Bank.\n- Emeka works for Crescent Telecom.\n- Ingrid reports to Emeka.\n- Priya works for Crescent Telecom.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1461", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3192: employee Dmitri K., hired 07 September 2023, separated 10 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3192?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1462", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1358: employee Wren B., hired 20 November 2021, separated 08 May 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1358?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1463", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7623: employee Sofia S., hired 10 December 2021, separated 10 March 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-7623 under the controlling rules.", "criteria": {"0": "$4,125", "1": "$3,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1464", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mei.\n- Bluepine Aviation was founded in 1987.\n- Fernhill Foods is headquartered in Nagoya.\n- Zoya reports to Hana.\n- Bruno reports to Nadia.\n- Fernhill Foods was founded in 1977.\n- Callum reports to Deshawn.\n- Cedar Retail Group was founded in 2012.\n- Wren works for Cedar Retail Group.\n- Deshawn works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Zoya works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.\n- Pinnacle Software was founded in 1997.\n- Wren reports to Bruno.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Malmo.\n- Bruno works for Bluepine Aviation.\n- Deshawn reports to Zoya.\n- Mei reports to Wren.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1466", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sanne.\n- Sanne reports to Wren.\n- Wren reports to Hana.\n- Vantage Air is headquartered in Nagoya.\n- Amara reports to Deshawn.\n- Tessa works for Vantage Air.\n- Leila reports to Yuki.\n- Cedar Retail Group is headquartered in Valencia.\n- Leila works for Fernhill Foods.\n- Hana reports to Lucia.\n- Hana works for Fernhill Foods.\n- Cedar Retail Group was founded in 1999.\n- Tessa reports to Leila.\n- Vantage Air was founded in 2012.\n- Deshawn works for Fernhill Foods.\n- Anders reports to Amara.\n- Yuki works for Vantage Air.\n- Deshawn reports to Tessa.\n- Fernhill Foods is headquartered in Nagoya.\n- Sanne works for Fernhill Foods.\n- Anders works for Vantage Air.\n- Amara works for Fernhill Foods.\n- Lattice Analytics was founded in 2013.\n- Fernhill Foods was founded in 1991.\n- Lucia works for Fernhill Foods.\n- Wren works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Aisha reports to Sanne.\n- Priya reports to Sofia.\n- Leila works for Crescent Telecom.\n- Sanne works for Vantage Air.\n- Crescent Telecom was founded in 1979.\n- Vantage Air is headquartered in Oslo.\n- Elena works for Fernhill Foods.\n- Callum works for Crescent Telecom.\n- Dmitri works for Fernhill Foods.\n- Sanne reports to Lucia.\n- Lucia works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Vantage Air was founded in 1987.\n- Ingrid reports to Priya.\n- Nadia reports to Ingrid.\n- Callum reports to Nadia.\n- Fernhill Foods is headquartered in Malmo.\n- Sofia reports to Aisha.\n- Yuki reports to Callum.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Sofia works for Vantage Air.\n- Leila reports to Yuki.\n- Nadia works for Crescent Telecom.\n- Fernhill Foods was founded in 2013.\n- Elena reports to Dmitri.\n- Ingrid works for Crescent Telecom.\n- Priya works for Fernhill Foods.\n- Lucia reports to Elena.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1469", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 48494 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1470", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1471", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2562: employee Sofia R., hired 01 June 2023, separated 10 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2562?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1472", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3833: employee Deshawn S., hired 02 May 2022, separated 08 January 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3833?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1473", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Emeka reports to Sofia.\n- Sofia reports to Pablo.\n- Tessa reports to Jonas.\n- Jonas works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Tessa works for Fernhill Foods.\n- Jonas reports to Priya.\n- Priya reports to Nadia.\n- Priya works for Northwind Systems.\n- Zoya reports to Emeka.\n- Leila works for Vantage Air.\n- Emeka works for Fernhill Foods.\n- Northwind Systems is headquartered in Austin.\n- Nadia reports to Leila.\n- Leila reports to Zoya.\n- Meridian Bank is headquartered in Leeds.\n- Vantage Air was founded in 1987.\n- Pablo reports to Stefan.\n- Vantage Air is headquartered in Brno.\n- Fernhill Foods is headquartered in Leeds.\n- Meridian Bank was founded in 1992.\n- Northwind Systems was founded in 1990.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1993", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Bruno works for Pinnacle Software.\n- Kenji reports to Stefan.\n- Cobalt Health is headquartered in Lyon.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1986.\n- Leila works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Aisha.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Emeka works for Cobalt Health.\n- Cedar Retail Group was founded in 2009.\n- Deshawn reports to Bruno.\n- Sanne works for Pinnacle Software.\n- Emeka reports to Tessa.\n- Aisha reports to Felix.\n- Sanne reports to Leila.\n- Cedar Retail Group is headquartered in Lyon.\n- Felix reports to Sanne.\n- Nadia works for Cedar Retail Group.\n- Bruno reports to Mateo.\n- Pinnacle Software is headquartered in Dunedin.\n- Mateo reports to Nadia.\n- Meridian Bank is headquartered in Turku.\n- Stefan reports to Deshawn.\n- Meridian Bank was founded in 2014.\n- Stefan works for Meridian Bank.\n- Leila reports to Kenji.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1997.\n- Lattice Analytics was founded in 2013.\n- Cobalt Health was founded in 2013.\n- Omar reports to Aisha.\n- Beacon Insurance is headquartered in Austin.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Lucia.\n- Aisha works for Pinnacle Software.\n- Omar works for Beacon Insurance.\n- Aisha reports to Anders.\n- Lucia works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Anders reports to Sofia.\n- Pinnacle Software is headquartered in Turku.\n- Pinnacle Software was founded in 2013.\n- Sofia reports to Dmitri.\n- Sofia works for Beacon Insurance.\n- Cobalt Health is headquartered in Turku.\n- Lucia reports to Amara.\n- Anders works for Cobalt Health.\n- Lattice Analytics is headquartered in Turku.\n- Amara reports to Omar.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Crescent Telecom.\n- Kenji works for Atlas Freight.\n- Elena reports to Tessa.\n- Felix works for Northwind Systems.\n- Wren works for Lattice Analytics.\n- Stefan reports to Elena.\n- Atlas Freight was founded in 2001.\n- Emeka works for Northwind Systems.\n- Amara reports to Aisha.\n- Emeka reports to Sanne.\n- Kenji reports to Felix.\n- Atlas Freight is headquartered in Tallinn.\n- Crescent Telecom was founded in 2012.\n- Lattice Analytics was founded in 1989.\n- Stefan works for Atlas Freight.\n- Sanne works for Lattice Analytics.\n- Anders works for Atlas Freight.\n- Wren reports to Anders.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 1990.\n- Elena works for Lattice Analytics.\n- Crescent Telecom is headquartered in Valencia.\n- Lattice Analytics is headquartered in Oslo.\n- Tessa works for Atlas Freight.\n- Felix reports to Stefan.\n- Aisha reports to Emeka.\n- Tobias reports to Amara.\n- Aisha works for Northwind Systems.\n- Tessa reports to Tobias.\n- Tobias works for Lattice Analytics.\n- Anders reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1478", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1479", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2836: employee Felix T., hired 12 August 2020, separated 02 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2836?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1480", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4316: employee Tessa R., hired 30 May 2024, separated 04 June 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-4316 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$21,667", "2": "$4,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1481", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Jonas reports to Felix.\n- Elena works for Bluepine Aviation.\n- Elena reports to Mei.\n- Ravi works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Felix reports to Yuki.\n- Bluepine Aviation was founded in 1975.\n- Mei works for Beacon Insurance.\n- Hana works for Bluepine Aviation.\n- Lucia reports to Elena.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tallinn.\n- Lucia works for Beacon Insurance.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bruno reports to Lucia.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri reports to Bruno.\n- Ravi reports to Jonas.\n- Fernhill Foods was founded in 1987.\n- Sofia works for Fernhill Foods.\n- Priya reports to Sofia.\n- Beacon Insurance was founded in 1993.\n- Yuki works for Beacon Insurance.\n- Sofia reports to Hana.\n- Hana reports to Dmitri.\n- Mei reports to Ravi.\n- Felix works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1483", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "check_balance", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1484", "family": "intent_v3", "state": "Incoming support message:\n\"74804 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1485", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1486", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1487", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8713: employee Hana R., hired 15 April 2024, separated 22 October 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-8713 under the controlling rules.", "criteria": {"0": "$2,625", "1": "$7,000", "2": "$6,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Basel.\n- Mara works for Atlas Freight.\n- Helios Logistics is headquartered in Basel.\n- Mei reports to Lucia.\n- Atlas Freight is headquartered in Basel.\n- Lucia works for Atlas Freight.\n- Mei works for Ironwood Manufacturing.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1989.\n- Tobias works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Felix reports to Stefan.\n- Amara reports to Aisha.\n- Helios Logistics was founded in 1980.\n- Lucia reports to Mara.\n- Amara works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Stefan reports to Tobias.\n- Callum reports to Mateo.\n- Mara reports to Amara.\n- Atlas Freight was founded in 1997.\n- Mateo works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Stefan works for Ironwood Manufacturing.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing is headquartered in Basel.\n- Aisha reports to Kenji.\n- Pinnacle Software was founded in 2006.\n- Kenji reports to Felix.\n- Kenji works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Vantage Air is headquartered in Valencia.\n- Emeka works for Vantage Air.\n- Deshawn works for Northwind Systems.\n- Pablo works for Meridian Bank.\n- Omar works for Summit Energy.\n- Yuki reports to Aisha.\n- Nadia works for Northwind Systems.\n- Leila reports to Nadia.\n- Felix reports to Leila.\n- Omar reports to Viktor.\n- Yuki works for Northwind Systems.\n- Summit Energy was founded in 1994.\n- Meridian Bank was founded in 2004.\n- Mara works for Meridian Bank.\n- Northwind Systems is headquartered in Tallinn.\n- Emeka reports to Yuki.\n- Mara reports to Deshawn.\n- Leila works for Summit Energy.\n- Meridian Bank is headquartered in Tallinn.\n- Viktor works for Vantage Air.\n- Aisha reports to Mara.\n- Amara works for Vantage Air.\n- Viktor reports to Pablo.\n- Deshawn reports to Omar.\n- Northwind Systems was founded in 1986.\n- Nadia reports to Amara.\n- Aisha works for Northwind Systems.\n- Vantage Air was founded in 1994.\n- Pablo reports to Felix.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1490", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Beacon Insurance.\n- Elena works for Helios Logistics.\n- Beacon Insurance was founded in 1988.\n- Helios Logistics is headquartered in Turku.\n- Chiara works for Beacon Insurance.\n- Yuki reports to Mara.\n- Lattice Analytics was founded in 1998.\n- Felix works for Helios Logistics.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 1989.\n- Beacon Insurance is headquartered in Turku.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2013.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mara works for Lattice Analytics.\n- Tobias reports to Nadia.\n- Amara reports to Yuki.\n- Mateo works for Lattice Analytics.\n- Anders reports to Amara.\n- Nadia reports to Elena.\n- Mara reports to Chiara.\n- Anders works for Helios Logistics.\n- Lattice Analytics is headquartered in Porto.\n- Mateo reports to Priya.\n- Priya reports to Anders.\n- Felix reports to Mateo.\n- Amara works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Jonas reports to Felix.\n- Elena reports to Jonas.\n- Tobias works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Yuki.\n- Beacon Insurance is headquartered in Tallinn.\n- Sofia reports to Mei.\n- Priya reports to Tessa.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Tessa reports to Ingrid.\n- Sofia works for Crescent Telecom.\n- Sanne reports to Priya.\n- Beacon Insurance was founded in 1997.\n- Kenji works for Beacon Insurance.\n- Ingrid reports to Sofia.\n- Zoya reports to Callum.\n- Mei works for Northwind Systems.\n- Yuki works for Helios Logistics.\n- Leila works for Beacon Insurance.\n- Northwind Systems was founded in 2002.\n- Helios Logistics was founded in 1985.\n- Sanne works for Helios Logistics.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Tessa works for Helios Logistics.\n- Callum reports to Leila.\n- Zoya works for Northwind Systems.\n- Priya works for Crescent Telecom.\n- Yuki reports to Zoya.\n- Omar works for Crescent Telecom.\n- Leila reports to Omar.\n- Kenji reports to Sanne.\n- Crescent Telecom is headquartered in Turku.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1493", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1494", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Wren reports to Deshawn.\n- Jonas works for Bluepine Aviation.\n- Dmitri reports to Omar.\n- Yuki reports to Viktor.\n- Tobias works for Summit Energy.\n- Wren works for Atlas Freight.\n- Summit Energy was founded in 1996.\n- Nadia works for Atlas Freight.\n- Tobias reports to Nadia.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Chiara.\n- Atlas Freight is headquartered in Lyon.\n- Viktor works for Bluepine Aviation.\n- Chiara works for Ironwood Manufacturing.\n- Dmitri works for Summit Energy.\n- Viktor reports to Tobias.\n- Summit Energy is headquartered in Malmo.\n- Nadia reports to Leila.\n- Leila reports to Jonas.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara reports to Yuki.\n- Leila works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Jonas reports to Dmitri.\n- Atlas Freight was founded in 1984.\n- Mateo works for Bluepine Aviation.\n- Omar reports to Mateo.\n- Bluepine Aviation was founded in 2001.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1496", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 September 2025): For employees hired on or after 06 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3926: employee Hana R., hired 28 May 2023, separated 30 March 2027 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-3926 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,750", "2": "$21,667", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1497", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 15 January 2023): For employees hired on or after 15 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5752: employee Emeka A., hired 11 April 2019, separated 31 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5752?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1498", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1499", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1500", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Kenji works for Fernhill Foods.\n- Stefan works for Cobalt Health.\n- Bruno works for Bluepine Aviation.\n- Kenji reports to Dmitri.\n- Deshawn works for Bluepine Aviation.\n- Bruno reports to Jonas.\n- Cobalt Health was founded in 2000.\n- Bluepine Aviation is headquartered in Tallinn.\n- Fernhill Foods was founded in 2004.\n- Cobalt Health is headquartered in Tallinn.\n- Felix works for Fernhill Foods.\n- Lucia reports to Stefan.\n- Stefan reports to Sanne.\n- Jonas reports to Felix.\n- Dmitri works for Cobalt Health.\n- Sofia reports to Lucia.\n- Deshawn reports to Bruno.\n- Ironwood Manufacturing was founded in 2009.\n- Sanne reports to Zoya.\n- Sofia works for Ironwood Manufacturing.\n- Felix reports to Sofia.\n- Sanne works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Dmitri reports to Leila.\n- Ironwood Manufacturing is headquartered in Austin.\n- Zoya reports to Kenji.\n- Leila works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2002", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2010.\n- Mateo works for Cedar Retail Group.\n- Mara works for Summit Energy.\n- Callum works for Helios Logistics.\n- Sofia reports to Mara.\n- Sanne works for Summit Energy.\n- Helios Logistics was founded in 2012.\n- Summit Energy was founded in 1998.\n- Pablo works for Cedar Retail Group.\n- Mateo reports to Sofia.\n- Mara reports to Sanne.\n- Sanne reports to Chiara.\n- Meridian Bank was founded in 1987.\n- Callum reports to Ingrid.\n- Sofia works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Leila works for Cedar Retail Group.\n- Ingrid reports to Mei.\n- Leila reports to Omar.\n- Mei reports to Pablo.\n- Mei works for Summit Energy.\n- Stefan works for Summit Energy.\n- Helios Logistics is headquartered in Lyon.\n- Stefan reports to Callum.\n- Omar reports to Stefan.\n- Chiara works for Meridian Bank.\n- Chiara reports to Leila.\n- Summit Energy is headquartered in Adelaide.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1503", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1504", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1827: employee Mateo T., hired 14 June 2022, separated 17 September 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1827?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1827 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1505", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2523: employee Ravi S., hired 04 May 2021, separated 20 January 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-2523 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,500", "2": "$6,475", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1506", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Nadia reports to Hana.\n- Cedar Retail Group is headquartered in Cork.\n- Elena reports to Bruno.\n- Jonas works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Wren reports to Stefan.\n- Summit Energy was founded in 2005.\n- Bruno reports to Jonas.\n- Lucia works for Northwind Systems.\n- Summit Energy is headquartered in Lyon.\n- Lucia reports to Dmitri.\n- Hana reports to Wren.\n- Jonas reports to Mateo.\n- Dmitri reports to Elena.\n- Hana works for Northwind Systems.\n- Pinnacle Software was founded in 1999.\n- Nadia works for Pinnacle Software.\n- Cedar Retail Group was founded in 1989.\n- Mateo reports to Nadia.\n- Bruno works for Summit Energy.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Northwind Systems was founded in 1980.\n- Stefan works for Pinnacle Software.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1508", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4337: employee Omar B., hired 04 February 2022, separated 06 March 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4337?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1509", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 15021 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Stefan reports to Felix.\n- Omar reports to Mei.\n- Pinnacle Software is headquartered in Turku.\n- Omar works for Summit Energy.\n- Stefan works for Pinnacle Software.\n- Felix works for Beacon Insurance.\n- Meridian Bank is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Mei works for Summit Energy.\n- Priya works for Pinnacle Software.\n- Sofia works for Beacon Insurance.\n- Sanne reports to Anders.\n- Sanne works for Pinnacle Software.\n- Sofia reports to Omar.\n- Jonas works for Beacon Insurance.\n- Meridian Bank was founded in 1987.\n- Beacon Insurance was founded in 1995.\n- Priya reports to Stefan.\n- Pinnacle Software was founded in 1993.\n- Mei reports to Elena.\n- Summit Energy was founded in 1978.\n- Felix reports to Jonas.\n- Anders reports to Priya.\n- Anders works for Pinnacle Software.\n- Jonas reports to Sofia.\n- Summit Energy is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Valencia.\n- Ingrid reports to Dmitri.\n- Omar reports to Elena.\n- Dmitri reports to Stefan.\n- Elena works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Viktor reports to Yuki.\n- Tobias reports to Callum.\n- Yuki works for Cedar Retail Group.\n- Elena reports to Tobias.\n- Meridian Bank was founded in 2015.\n- Cedar Retail Group was founded in 2012.\n- Dmitri works for Cedar Retail Group.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn reports to Ravi.\n- Wren works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Ravi reports to Omar.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cobalt Health is headquartered in Leeds.\n- Omar works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Callum reports to Viktor.\n- Wren reports to Deshawn.\n- Stefan reports to Wren.\n- Cobalt Health was founded in 1999.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1512", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8323: employee Emeka S., hired 13 March 2023, separated 15 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-8323 under the controlling rules.", "criteria": {"0": "$7,175", "1": "$6,675", "2": "$7,088", "3": "$31,092"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Felix reports to Pablo.\n- Nadia reports to Bruno.\n- Atlas Freight was founded in 2010.\n- Vantage Air was founded in 1975.\n- Pablo reports to Kenji.\n- Mei works for Summit Energy.\n- Northwind Systems was founded in 2004.\n- Kenji reports to Mei.\n- Summit Energy is headquartered in Bergen.\n- Ravi works for Vantage Air.\n- Bruno works for Northwind Systems.\n- Ingrid reports to Felix.\n- Northwind Systems is headquartered in Oslo.\n- Jonas works for Summit Energy.\n- Kenji works for Atlas Freight.\n- Ravi reports to Jonas.\n- Felix works for Vantage Air.\n- Chiara reports to Ingrid.\n- Vantage Air is headquartered in Valencia.\n- Chiara works for Vantage Air.\n- Summit Energy was founded in 2013.\n- Mei reports to Nadia.\n- Atlas Freight is headquartered in Halifax.\n- Jonas reports to Chiara.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Aisha.\n- Sanne works for Atlas Freight.\n- Leila reports to Bruno.\n- Anders works for Atlas Freight.\n- Deshawn reports to Pablo.\n- Elena works for Atlas Freight.\n- Jonas works for Meridian Bank.\n- Lucia reports to Anders.\n- Jonas reports to Viktor.\n- Viktor works for Meridian Bank.\n- Lattice Analytics is headquartered in Porto.\n- Sanne reports to Elena.\n- Atlas Freight is headquartered in Cork.\n- Lucia works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Meridian Bank is headquartered in Porto.\n- Aisha reports to Deshawn.\n- Lattice Analytics was founded in 1980.\n- Bruno works for Cedar Retail Group.\n- Anders reports to Amara.\n- Leila works for Lattice Analytics.\n- Elena reports to Leila.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Brno.\n- Bruno reports to Lucia.\n- Aisha works for Atlas Freight.\n- Meridian Bank was founded in 1978.\n- Atlas Freight was founded in 1987.\n- Cedar Retail Group was founded in 2006.\n- Amara works for Lattice Analytics.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Mara reports to Ravi.\n- Ingrid works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Tobias reports to Dmitri.\n- Bruno works for Lattice Analytics.\n- Callum works for Helios Logistics.\n- Callum reports to Sofia.\n- Dmitri works for Vantage Air.\n- Wren reports to Hana.\n- Dmitri reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Bruno reports to Callum.\n- Ravi works for Vantage Air.\n- Tobias works for Vantage Air.\n- Crescent Telecom is headquartered in Brno.\n- Jonas reports to Wren.\n- Ravi reports to Tobias.\n- Mateo reports to Jonas.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Mara works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Porto.\n- Jonas works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Sofia reports to Mara.\n- Vantage Air was founded in 1975.\n- Hana reports to Ingrid.\n- Lattice Analytics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2000.\n- Ravi reports to Kenji.\n- Lattice Analytics is headquartered in Dunedin.\n- Zoya reports to Emeka.\n- Atlas Freight was founded in 1987.\n- Chiara works for Meridian Bank.\n- Fernhill Foods was founded in 1978.\n- Chiara reports to Amara.\n- Stefan reports to Leila.\n- Meridian Bank is headquartered in Cork.\n- Callum reports to Ravi.\n- Kenji reports to Stefan.\n- Amara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Turku.\n- Meridian Bank was founded in 1992.\n- Callum works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Kenji works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Omar works for Atlas Freight.\n- Leila reports to Chiara.\n- Ravi works for Lattice Analytics.\n- Atlas Freight is headquartered in Bergen.\n- Omar reports to Callum.\n- Leila works for Meridian Bank.\n- Amara reports to Zoya.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1517", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 June 2023): For employees hired on or after 19 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1526: employee Omar A., hired 15 August 2021, separated 09 September 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-1526 under the controlling rules.", "criteria": {"0": "$50,700", "1": "$11,200", "2": "$11,700", "3": "$11,625"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1518", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1519", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6737: employee Mara R., hired 25 October 2020, separated 14 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6737?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6737 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1520", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5105: employee Dmitri T., hired 18 October 2022, separated 05 February 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-5105 under the controlling rules.", "criteria": {"0": "$6,187", "1": "$26,542", "2": "$7,125", "3": "$6,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1521", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1522", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1523", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1524", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3442: employee Nadia B., hired 25 February 2022, separated 11 March 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3442?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1525", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1526", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9132: employee Elena S., hired 16 March 2023, separated 05 July 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9132?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1527", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6260: employee Tessa R., hired 22 July 2022, separated 22 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-6260?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1528", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2631: employee Aisha A., hired 30 December 2021, separated 18 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2631?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Jonas reports to Ravi.\n- Stefan works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Viktor reports to Jonas.\n- Ironwood Manufacturing was founded in 1988.\n- Callum reports to Mateo.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Sofia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Porto.\n- Ravi reports to Callum.\n- Anders works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Callum works for Vantage Air.\n- Elena works for Ironwood Manufacturing.\n- Sofia reports to Viktor.\n- Elena reports to Anders.\n- Mateo reports to Elena.\n- Anders reports to Omar.\n- Viktor works for Ironwood Manufacturing.\n- Stefan reports to Zoya.\n- Kenji reports to Sofia.\n- Kenji works for Vantage Air.\n- Beacon Insurance was founded in 1992.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1987.\n- Omar reports to Stefan.\n- Vantage Air was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1530", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1531", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1532", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1049: employee Callum A., hired 04 December 2022, separated 08 July 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-1049 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$9,731", "2": "$40,000", "3": "$8,308"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1533", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1534", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 May 2025): For employees hired on or after 29 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7766: employee Kenji A., hired 04 May 2023, separated 05 September 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7766?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7766 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1535", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1536", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Ingrid works for Lattice Analytics.\n- Vantage Air was founded in 1975.\n- Wren works for Lattice Analytics.\n- Felix reports to Mara.\n- Mei reports to Tobias.\n- Mei works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Mateo reports to Kenji.\n- Lattice Analytics is headquartered in Oslo.\n- Wren reports to Aisha.\n- Cobalt Health is headquartered in Malmo.\n- Bluepine Aviation was founded in 1993.\n- Tobias works for Cobalt Health.\n- Ingrid reports to Mateo.\n- Mara reports to Sanne.\n- Lattice Analytics was founded in 2011.\n- Bluepine Aviation is headquartered in Oslo.\n- Felix works for Vantage Air.\n- Aisha works for Cobalt Health.\n- Mara works for Lattice Analytics.\n- Aisha reports to Ingrid.\n- Kenji reports to Felix.\n- Deshawn reports to Mei.\n- Sanne reports to Nadia.\n- Mateo works for Cobalt Health.\n- Kenji works for Lattice Analytics.\n- Vantage Air is headquartered in Malmo.\n- Nadia works for Lattice Analytics.\n- Cobalt Health was founded in 1983.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1538", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1539", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1850: employee Felix M., hired 03 March 2025, separated 07 January 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1850?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1540", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2369: employee Callum K., hired 06 June 2023, separated 28 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-2369 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Amara.\n- Wren reports to Nadia.\n- Pablo reports to Mei.\n- Nadia works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Kenji reports to Callum.\n- Pablo works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Cork.\n- Wren works for Fernhill Foods.\n- Helios Logistics is headquartered in Cork.\n- Mei reports to Stefan.\n- Bluepine Aviation is headquartered in Valencia.\n- Fernhill Foods was founded in 1997.\n- Yuki works for Fernhill Foods.\n- Dmitri reports to Pablo.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Yuki reports to Dmitri.\n- Callum reports to Yuki.\n- Kenji works for Helios Logistics.\n- Bluepine Aviation was founded in 1981.\n- Amara reports to Kenji.\n- Callum works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Lattice Analytics was founded in 1998.\n- Lattice Analytics is headquartered in Tampere.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1542", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1543", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6329: employee Leila S., hired 17 September 2020, separated 20 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6329?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1544", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ravi.\n- Ironwood Manufacturing was founded in 2010.\n- Lattice Analytics is headquartered in Adelaide.\n- Kenji works for Fernhill Foods.\n- Elena works for Lattice Analytics.\n- Kenji reports to Tobias.\n- Bluepine Aviation is headquartered in Halifax.\n- Fernhill Foods was founded in 1979.\n- Zoya works for Bluepine Aviation.\n- Ravi reports to Sofia.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Lattice Analytics was founded in 2013.\n- Emeka reports to Amara.\n- Sofia reports to Zoya.\n- Amara works for Fernhill Foods.\n- Aisha reports to Elena.\n- Sanne reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation was founded in 2007.\n- Tobias reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Amara reports to Aisha.\n- Aisha works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1546", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "play_music", "4": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1547", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1548", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1065: employee Anders K., hired 19 February 2024, separated 25 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1065?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1549", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8845: employee Anders M., hired 02 October 2021, separated 22 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8845?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1550", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1551", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1552", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1553", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8092: employee Stefan T., hired 02 August 2024, separated 03 October 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-8092 under the controlling rules.", "criteria": {"0": "$779", "1": "$10,385", "2": "$45,000", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1554", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 5, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6447: employee Mei B., hired 30 May 2020, separated 28 January 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2026-6447 under the controlling rules.", "criteria": {"0": "$5,100", "1": "$7,050", "2": "$7,100", "3": "$30,767"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1555", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1556", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1557", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1558", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 71094\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1559", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7885: employee Tobias M., hired 23 November 2022, separated 04 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7885?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan reports to Lucia.\n- Hana reports to Sofia.\n- Anders reports to Amara.\n- Cobalt Health is headquartered in Adelaide.\n- Lucia reports to Bruno.\n- Bruno works for Summit Energy.\n- Ironwood Manufacturing was founded in 1993.\n- Sanne reports to Hana.\n- Ravi works for Summit Energy.\n- Hana works for Summit Energy.\n- Amara works for Bluepine Aviation.\n- Omar reports to Sanne.\n- Cobalt Health was founded in 1998.\n- Amara reports to Stefan.\n- Omar works for Cobalt Health.\n- Summit Energy was founded in 1979.\n- Lucia works for Summit Energy.\n- Bluepine Aviation was founded in 2002.\n- Sofia reports to Ravi.\n- Sofia works for Bluepine Aviation.\n- Summit Energy is headquartered in Oslo.\n- Anders works for Summit Energy.\n- Ravi reports to Anders.\n- Stefan works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Oslo.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Tobias works for Summit Energy.\n- Bluepine Aviation was founded in 2000.\n- Stefan works for Summit Energy.\n- Fernhill Foods was founded in 1976.\n- Summit Energy is headquartered in Lyon.\n- Bruno works for Summit Energy.\n- Mara reports to Ravi.\n- Tobias reports to Callum.\n- Bluepine Aviation is headquartered in Porto.\n- Summit Energy was founded in 2011.\n- Fernhill Foods is headquartered in Lyon.\n- Lattice Analytics was founded in 1995.\n- Mara works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Stefan reports to Wren.\n- Ravi reports to Ingrid.\n- Lattice Analytics is headquartered in Porto.\n- Callum works for Summit Energy.\n- Wren reports to Mara.\n- Bruno reports to Stefan.\n- Ingrid reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Mei reports to Sanne.\n- Mara works for Helios Logistics.\n- Kenji reports to Viktor.\n- Kenji works for Beacon Insurance.\n- Omar reports to Stefan.\n- Yuki works for Helios Logistics.\n- Mateo reports to Mei.\n- Omar works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Viktor works for Beacon Insurance.\n- Helios Logistics is headquartered in Malmo.\n- Deshawn works for Helios Logistics.\n- Yuki reports to Kenji.\n- Fernhill Foods was founded in 2006.\n- Wren reports to Yuki.\n- Fernhill Foods is headquartered in Malmo.\n- Stefan reports to Deshawn.\n- Beacon Insurance is headquartered in Halifax.\n- Helios Logistics was founded in 2007.\n- Sanne works for Helios Logistics.\n- Jonas works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Sanne reports to Mara.\n- Lattice Analytics was founded in 1995.\n- Deshawn reports to Jonas.\n- Beacon Insurance was founded in 1978.\n- Mara reports to Wren.\n- Mei works for Beacon Insurance.\n- Lattice Analytics is headquartered in Dunedin.\n- Jonas reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1563", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3841: employee Mara A., hired 02 May 2020, separated 20 November 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3841?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Nadia reports to Kenji.\n- Leila reports to Emeka.\n- Amara reports to Anders.\n- Dmitri reports to Elena.\n- Ingrid works for Meridian Bank.\n- Elena reports to Lucia.\n- Amara works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Ingrid reports to Leila.\n- Cedar Retail Group was founded in 1994.\n- Cedar Retail Group is headquartered in Basel.\n- Bluepine Aviation was founded in 1983.\n- Kenji works for Bluepine Aviation.\n- Chiara reports to Yuki.\n- Cobalt Health is headquartered in Tallinn.\n- Nadia works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Lucia works for Bluepine Aviation.\n- Cobalt Health was founded in 2000.\n- Dmitri works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Meridian Bank was founded in 2002.\n- Yuki works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tallinn.\n- Anders reports to Ingrid.\n- Lucia reports to Nadia.\n- Emeka reports to Chiara.\n- Kenji reports to Amara.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1565", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Cobalt Health was founded in 1993.\n- Ravi reports to Kenji.\n- Emeka reports to Omar.\n- Summit Energy is headquartered in Bergen.\n- Omar reports to Leila.\n- Summit Energy was founded in 1999.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Cobalt Health is headquartered in Turku.\n- Vantage Air is headquartered in Lyon.\n- Vantage Air was founded in 1981.\n- Zoya reports to Emeka.\n- Jonas reports to Zoya.\n- Emeka works for Vantage Air.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Omar works for Vantage Air.\n- Leila works for Vantage Air.\n- Zoya works for Summit Energy.\n- Kenji reports to Dmitri.\n- Leila reports to Ravi.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1567", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Stefan reports to Zoya.\n- Lattice Analytics was founded in 2010.\n- Ravi reports to Bruno.\n- Cobalt Health was founded in 1978.\n- Lattice Analytics is headquartered in Brno.\n- Cedar Retail Group is headquartered in Brno.\n- Bruno reports to Dmitri.\n- Pablo reports to Sanne.\n- Sanne works for Vantage Air.\n- Cobalt Health is headquartered in Tallinn.\n- Sanne reports to Tobias.\n- Vantage Air was founded in 1993.\n- Ravi works for Vantage Air.\n- Stefan works for Vantage Air.\n- Tobias reports to Stefan.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Zoya reports to Ravi.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Bruno works for Cobalt Health.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1569", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1570", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1571", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3965: employee Pablo A., hired 19 May 2022, separated 18 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3965?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1572", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6647: employee Emeka M., hired 07 October 2022, separated 10 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6647?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1573", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1574", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1575", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6705: employee Tessa B., hired 01 December 2019, separated 04 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6705?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Wren.\n- Pablo reports to Anders.\n- Wren works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Beacon Insurance is headquartered in Adelaide.\n- Crescent Telecom was founded in 1979.\n- Priya works for Beacon Insurance.\n- Bruno reports to Yuki.\n- Bruno works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Kenji reports to Viktor.\n- Northwind Systems was founded in 1995.\n- Beacon Insurance was founded in 1998.\n- Omar works for Beacon Insurance.\n- Sofia reports to Omar.\n- Wren reports to Mei.\n- Viktor reports to Priya.\n- Northwind Systems is headquartered in Adelaide.\n- Fernhill Foods was founded in 1986.\n- Yuki reports to Kenji.\n- Mei works for Northwind Systems.\n- Mei reports to Bruno.\n- Viktor works for Beacon Insurance.\n- Sofia works for Northwind Systems.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Felix reports to Sofia.\n- Anders works for Crescent Telecom.\n- Kenji works for Northwind Systems.\n- Yuki works for Crescent Telecom.\n- Priya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1577", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8961: employee Aisha S., hired 22 December 2022, separated 12 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8961?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1578", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4353: employee Bruno B., hired 09 August 2020, separated 02 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4353?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1579", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1580", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 November 2024): For employees hired on or after 02 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1740: employee Felix B., hired 21 May 2023, separated 19 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1740?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1581", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Ravi.\n- Summit Energy is headquartered in Lyon.\n- Jonas works for Bluepine Aviation.\n- Callum works for Summit Energy.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Jonas reports to Aisha.\n- Aisha works for Summit Energy.\n- Anders reports to Callum.\n- Bluepine Aviation was founded in 1988.\n- Fernhill Foods was founded in 1990.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Lattice Analytics is headquartered in Basel.\n- Summit Energy was founded in 1991.\n- Yuki reports to Tessa.\n- Aisha reports to Anders.\n- Ravi works for Fernhill Foods.\n- Chiara reports to Jonas.\n- Tessa works for Summit Energy.\n- Callum reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Mara works for Northwind Systems.\n- Meridian Bank is headquartered in Turku.\n- Elena works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Leila reports to Mateo.\n- Northwind Systems was founded in 1979.\n- Meridian Bank was founded in 1976.\n- Leila works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Fernhill Foods is headquartered in Valencia.\n- Callum reports to Sanne.\n- Wren works for Fernhill Foods.\n- Sanne reports to Leila.\n- Omar reports to Amara.\n- Wren reports to Callum.\n- Sanne works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Elena reports to Deshawn.\n- Ingrid reports to Wren.\n- Mateo reports to Yuki.\n- Amara reports to Mara.\n- Mara reports to Ingrid.\n- Fernhill Foods was founded in 2014.\n- Deshawn works for Beacon Insurance.\n- Mateo works for Northwind Systems.\n- Beacon Insurance was founded in 2005.\n- Yuki reports to Elena.\n- Northwind Systems is headquartered in Ghent.\n- Amara works for Meridian Bank.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Northwind Systems is headquartered in Malmo.\n- Mara works for Northwind Systems.\n- Omar reports to Dmitri.\n- Leila reports to Sofia.\n- Ingrid reports to Viktor.\n- Omar works for Cedar Retail Group.\n- Summit Energy was founded in 2009.\n- Cedar Retail Group was founded in 1996.\n- Sofia reports to Omar.\n- Dmitri reports to Mara.\n- Aisha reports to Ingrid.\n- Sofia works for Summit Energy.\n- Mara reports to Kenji.\n- Amara works for Northwind Systems.\n- Dmitri works for Cedar Retail Group.\n- Kenji works for Summit Energy.\n- Viktor reports to Amara.\n- Northwind Systems was founded in 1978.\n- Ironwood Manufacturing was founded in 1982.\n- Kenji reports to Aisha.\n- Cedar Retail Group is headquartered in Malmo.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1982.\n- Bruno works for Vantage Air.\n- Mei works for Ironwood Manufacturing.\n- Deshawn reports to Amara.\n- Omar works for Atlas Freight.\n- Tobias reports to Emeka.\n- Atlas Freight was founded in 1991.\n- Omar reports to Deshawn.\n- Amara works for Vantage Air.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Bruno reports to Omar.\n- Callum works for Vantage Air.\n- Emeka reports to Bruno.\n- Ironwood Manufacturing is headquartered in Turku.\n- Cobalt Health is headquartered in Basel.\n- Callum reports to Mateo.\n- Atlas Freight is headquartered in Dunedin.\n- Mei reports to Callum.\n- Mateo reports to Tobias.\n- Vantage Air is headquartered in Turku.\n- Cobalt Health was founded in 1994.\n- Emeka works for Atlas Freight.\n- Aisha reports to Mei.\n- Tobias works for Ironwood Manufacturing.\n- Mateo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1586", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1558: employee Stefan R., hired 07 August 2024, separated 09 February 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-1558 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$9,731", "2": "$40,000", "3": "$3,462"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1587", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Lucia reports to Callum.\n- Mei works for Crescent Telecom.\n- Bruno works for Fernhill Foods.\n- Crescent Telecom is headquartered in Bergen.\n- Bruno reports to Mei.\n- Mei reports to Mateo.\n- Mateo reports to Sofia.\n- Viktor works for Vantage Air.\n- Mateo works for Vantage Air.\n- Pablo works for Fernhill Foods.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Atlas Freight was founded in 1986.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Chiara reports to Pablo.\n- Pablo reports to Viktor.\n- Viktor reports to Bruno.\n- Sofia works for Atlas Freight.\n- Ravi reports to Omar.\n- Ravi works for Fernhill Foods.\n- Kenji reports to Chiara.\n- Callum works for Fernhill Foods.\n- Vantage Air was founded in 1990.\n- Omar works for Atlas Freight.\n- Omar reports to Kenji.\n- Crescent Telecom was founded in 2006.\n- Callum reports to Ravi.\n- Fernhill Foods is headquartered in Porto.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1589", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1590", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1591", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Wren reports to Ravi.\n- Ingrid works for Pinnacle Software.\n- Northwind Systems was founded in 2010.\n- Stefan reports to Tessa.\n- Nadia works for Pinnacle Software.\n- Ravi works for Fernhill Foods.\n- Mara reports to Omar.\n- Omar reports to Wren.\n- Nadia reports to Stefan.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan works for Pinnacle Software.\n- Meridian Bank is headquartered in Basel.\n- Mei works for Pinnacle Software.\n- Priya works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Mei reports to Mara.\n- Priya reports to Mei.\n- Tessa reports to Ingrid.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1990.\n- Pinnacle Software is headquartered in Basel.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Fernhill Foods was founded in 1982.\n- Ingrid reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1593", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1594", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1595", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1596", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Omar.\n- Crescent Telecom was founded in 2006.\n- Omar works for Beacon Insurance.\n- Tobias reports to Zoya.\n- Tessa works for Bluepine Aviation.\n- Emeka reports to Deshawn.\n- Tessa reports to Felix.\n- Omar reports to Tessa.\n- Crescent Telecom is headquartered in Basel.\n- Sofia reports to Dmitri.\n- Emeka works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Bluepine Aviation was founded in 1998.\n- Beacon Insurance was founded in 1976.\n- Dmitri reports to Tobias.\n- Zoya reports to Mara.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Callum reports to Emeka.\n- Felix works for Bluepine Aviation.\n- Tobias works for Beacon Insurance.\n- Mara works for Crescent Telecom.\n- Priya works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Leeds.\n- Lattice Analytics is headquartered in Basel.\n- Dmitri works for Bluepine Aviation.\n- Callum works for Crescent Telecom.\n- Priya reports to Sofia.\n- Lattice Analytics was founded in 2004.\n- Felix reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1598", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1599", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1600", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 1998.\n- Viktor works for Meridian Bank.\n- Ingrid reports to Zoya.\n- Sanne reports to Omar.\n- Meridian Bank is headquartered in Porto.\n- Aisha works for Cedar Retail Group.\n- Jonas reports to Aisha.\n- Cedar Retail Group was founded in 1990.\n- Chiara works for Meridian Bank.\n- Aisha reports to Viktor.\n- Chiara reports to Sanne.\n- Cobalt Health was founded in 2011.\n- Zoya reports to Pablo.\n- Sanne works for Lattice Analytics.\n- Pablo reports to Tobias.\n- Viktor reports to Ingrid.\n- Meridian Bank was founded in 1987.\n- Jonas works for Cedar Retail Group.\n- Cobalt Health is headquartered in Cork.\n- Pablo works for Meridian Bank.\n- Omar reports to Jonas.\n- Omar works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Porto.\n- Ingrid works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1602", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Deshawn reports to Viktor.\n- Nadia works for Fernhill Foods.\n- Beacon Insurance was founded in 1978.\n- Summit Energy is headquartered in Tampere.\n- Hana works for Beacon Insurance.\n- Hana reports to Aisha.\n- Stefan reports to Tessa.\n- Amara works for Fernhill Foods.\n- Nadia reports to Stefan.\n- Vantage Air was founded in 1982.\n- Aisha works for Summit Energy.\n- Mateo reports to Chiara.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Summit Energy was founded in 1997.\n- Aisha reports to Nadia.\n- Mateo works for Summit Energy.\n- Stefan works for Beacon Insurance.\n- Deshawn works for Vantage Air.\n- Viktor reports to Amara.\n- Chiara reports to Hana.\n- Fernhill Foods was founded in 2006.\n- Tessa reports to Deshawn.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1604", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1605", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "reports fraudulent activity", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1606", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6810: employee Nadia M., hired 18 May 2023, separated 03 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6810?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1607", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9479: employee Ingrid K., hired 06 July 2022, separated 21 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9479?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1608", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1609", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 2791 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1610", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1611", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1612", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 9488, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1613", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Mateo reports to Tessa.\n- Yuki works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1992.\n- Pablo reports to Emeka.\n- Yuki reports to Mateo.\n- Bluepine Aviation is headquartered in Turku.\n- Mateo works for Fernhill Foods.\n- Stefan reports to Yuki.\n- Sanne reports to Elena.\n- Emeka reports to Kenji.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Stefan works for Helios Logistics.\n- Viktor works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Turku.\n- Sanne works for Fernhill Foods.\n- Helios Logistics is headquartered in Cork.\n- Elena reports to Zoya.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Viktor reports to Pablo.\n- Jonas reports to Sanne.\n- Kenji reports to Jonas.\n- Emeka works for Bluepine Aviation.\n- Zoya reports to Stefan.\n- Zoya works for Fernhill Foods.\n- Helios Logistics was founded in 1996.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Summit Energy was founded in 1980.\n- Bluepine Aviation is headquartered in Malmo.\n- Elena reports to Sanne.\n- Mateo reports to Elena.\n- Bluepine Aviation was founded in 2015.\n- Amara works for Summit Energy.\n- Crescent Telecom was founded in 2014.\n- Tobias reports to Leila.\n- Atlas Freight was founded in 1986.\n- Atlas Freight is headquartered in Halifax.\n- Callum reports to Amara.\n- Sanne works for Bluepine Aviation.\n- Elena works for Summit Energy.\n- Omar reports to Mateo.\n- Summit Energy is headquartered in Malmo.\n- Crescent Telecom is headquartered in Tallinn.\n- Callum works for Summit Energy.\n- Omar works for Crescent Telecom.\n- Amara reports to Tobias.\n- Tobias works for Atlas Freight.\n- Mateo works for Bluepine Aviation.\n- Leila reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Stefan.\n- Mei works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1999.\n- Stefan works for Ironwood Manufacturing.\n- Wren works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1991.\n- Anders works for Lattice Analytics.\n- Pablo works for Ironwood Manufacturing.\n- Deshawn reports to Mei.\n- Ironwood Manufacturing was founded in 1989.\n- Pablo reports to Wren.\n- Tobias reports to Pablo.\n- Cedar Retail Group is headquartered in Cork.\n- Crescent Telecom is headquartered in Bergen.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Tobias.\n- Deshawn works for Ironwood Manufacturing.\n- Sofia reports to Lucia.\n- Tobias works for Cedar Retail Group.\n- Lattice Analytics was founded in 1978.\n- Sofia works for Ironwood Manufacturing.\n- Stefan reports to Sofia.\n- Lucia reports to Anders.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Anders reports to Deshawn.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Deshawn reports to Chiara.\n- Ravi works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1977.\n- Stefan works for Pinnacle Software.\n- Mei reports to Deshawn.\n- Vantage Air is headquartered in Brno.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Pinnacle Software was founded in 1980.\n- Omar reports to Stefan.\n- Nadia reports to Tobias.\n- Deshawn works for Crescent Telecom.\n- Stefan reports to Ravi.\n- Pinnacle Software is headquartered in Valencia.\n- Tobias reports to Omar.\n- Crescent Telecom was founded in 1988.\n- Vantage Air was founded in 1989.\n- Ravi reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1618", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Atlas Freight.\n- Felix works for Helios Logistics.\n- Mara works for Bluepine Aviation.\n- Chiara reports to Ingrid.\n- Cobalt Health was founded in 1978.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation is headquartered in Bergen.\n- Emeka works for Helios Logistics.\n- Felix reports to Emeka.\n- Helios Logistics is headquartered in Bergen.\n- Aisha reports to Felix.\n- Sanne works for Helios Logistics.\n- Priya works for Bluepine Aviation.\n- Chiara works for Cobalt Health.\n- Emeka reports to Yuki.\n- Mara reports to Chiara.\n- Yuki reports to Tessa.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Cobalt Health is headquartered in Turku.\n- Atlas Freight is headquartered in Turku.\n- Priya reports to Aisha.\n- Bluepine Aviation was founded in 2007.\n- Tessa reports to Viktor.\n- Atlas Freight was founded in 1984.\n- Viktor reports to Deshawn.\n- Sanne reports to Priya.\n- Tessa works for Cobalt Health.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Sanne.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Stefan reports to Hana.\n- Cedar Retail Group is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Nagoya.\n- Omar reports to Sanne.\n- Zoya works for Atlas Freight.\n- Elena reports to Zoya.\n- Jonas works for Cedar Retail Group.\n- Sofia reports to Omar.\n- Atlas Freight is headquartered in Tallinn.\n- Vantage Air was founded in 1978.\n- Vantage Air is headquartered in Halifax.\n- Sanne works for Vantage Air.\n- Omar works for Cedar Retail Group.\n- Fernhill Foods was founded in 1992.\n- Sofia works for Atlas Freight.\n- Hana reports to Sofia.\n- Sanne reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Elena works for Atlas Freight.\n- Jonas reports to Stefan.\n- Cedar Retail Group was founded in 1982.\n- Atlas Freight was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1621", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1622", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7483: employee Tobias M., hired 29 October 2024, separated 15 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-7483 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$7,000", "2": "$30,333", "3": "$2,625"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Zoya reports to Pablo.\n- Zoya works for Summit Energy.\n- Leila works for Fernhill Foods.\n- Summit Energy was founded in 1992.\n- Hana reports to Sofia.\n- Fernhill Foods was founded in 2010.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2010.\n- Sanne works for Bluepine Aviation.\n- Sofia works for Fernhill Foods.\n- Leila reports to Stefan.\n- Pablo reports to Hana.\n- Bluepine Aviation was founded in 2002.\n- Hana works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Mara works for Ironwood Manufacturing.\n- Pablo works for Fernhill Foods.\n- Sanne reports to Leila.\n- Sofia reports to Mara.\n- Summit Energy is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Porto.\n- Mara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1624", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "rotate_keys", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2006.\n- Jonas reports to Mateo.\n- Aisha works for Crescent Telecom.\n- Deshawn reports to Bruno.\n- Tobias reports to Viktor.\n- Anders works for Northwind Systems.\n- Bruno reports to Anders.\n- Felix works for Atlas Freight.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid works for Cobalt Health.\n- Lucia works for Crescent Telecom.\n- Deshawn works for Northwind Systems.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom was founded in 1999.\n- Bruno works for Northwind Systems.\n- Aisha reports to Tobias.\n- Ingrid reports to Aisha.\n- Viktor works for Atlas Freight.\n- Mateo works for Northwind Systems.\n- Felix reports to Mei.\n- Mateo reports to Felix.\n- Cobalt Health is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Viktor reports to Deshawn.\n- Anders reports to Lucia.\n- Lucia reports to Jonas.\n- Northwind Systems was founded in 1995.\n- Jonas works for Cobalt Health.\n- Mei works for Northwind Systems.\n- Cobalt Health was founded in 1993.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1626", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1627", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3012: employee Aisha K., hired 29 August 2022, separated 15 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3012?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1628", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1629", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1630", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1631", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7292: employee Felix S., hired 07 August 2020, separated 08 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7292?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1632", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1982.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mateo reports to Tessa.\n- Helios Logistics is headquartered in Lyon.\n- Viktor reports to Stefan.\n- Mateo works for Cedar Retail Group.\n- Wren reports to Lucia.\n- Kenji reports to Sanne.\n- Mara reports to Kenji.\n- Tessa works for Ironwood Manufacturing.\n- Mara works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1977.\n- Amara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2003.\n- Wren works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1987.\n- Stefan works for Cedar Retail Group.\n- Lucia reports to Mateo.\n- Kenji works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Pinnacle Software is headquartered in Leeds.\n- Stefan reports to Mara.\n- Sanne reports to Amara.\n- Amara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1634", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3568: employee Wren S., hired 02 December 2022, separated 01 March 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-3568 under the controlling rules.", "criteria": {"0": "$3,850", "1": "$7,500", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2004.\n- Beacon Insurance was founded in 1975.\n- Yuki reports to Priya.\n- Mateo reports to Omar.\n- Vantage Air is headquartered in Bergen.\n- Cedar Retail Group was founded in 2007.\n- Omar works for Vantage Air.\n- Nadia works for Beacon Insurance.\n- Mateo works for Crescent Telecom.\n- Vantage Air was founded in 2014.\n- Hana works for Cedar Retail Group.\n- Yuki works for Beacon Insurance.\n- Omar reports to Nadia.\n- Crescent Telecom is headquartered in Bergen.\n- Ingrid works for Crescent Telecom.\n- Priya reports to Tessa.\n- Priya works for Crescent Telecom.\n- Tessa reports to Ingrid.\n- Ingrid reports to Hana.\n- Cedar Retail Group is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Adelaide.\n- Tessa works for Beacon Insurance.\n- Hana reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mei.\n- Mara works for Pinnacle Software.\n- Mateo works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Pinnacle Software was founded in 2014.\n- Zoya reports to Leila.\n- Elena works for Pinnacle Software.\n- Felix reports to Chiara.\n- Mara reports to Elena.\n- Chiara works for Atlas Freight.\n- Mateo reports to Felix.\n- Cobalt Health was founded in 1985.\n- Stefan reports to Bruno.\n- Bluepine Aviation is headquartered in Austin.\n- Bruno reports to Mateo.\n- Pinnacle Software is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 1981.\n- Zoya works for Pinnacle Software.\n- Bluepine Aviation was founded in 2004.\n- Stefan works for Bluepine Aviation.\n- Felix works for Pinnacle Software.\n- Leila reports to Stefan.\n- Mei works for Cobalt Health.\n- Bruno works for Atlas Freight.\n- Cobalt Health is headquartered in Halifax.\n- Mei reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tallinn.\n- Wren reports to Ravi.\n- Helios Logistics was founded in 2014.\n- Bruno works for Helios Logistics.\n- Kenji reports to Bruno.\n- Crescent Telecom is headquartered in Tallinn.\n- Sanne reports to Callum.\n- Crescent Telecom was founded in 1992.\n- Callum works for Crescent Telecom.\n- Zoya works for Helios Logistics.\n- Mei reports to Zoya.\n- Elena works for Lattice Analytics.\n- Deshawn works for Helios Logistics.\n- Amara reports to Kenji.\n- Lattice Analytics was founded in 1993.\n- Sanne works for Lattice Analytics.\n- Deshawn reports to Amara.\n- Ravi reports to Stefan.\n- Stefan reports to Elena.\n- Callum reports to Mei.\n- Zoya reports to Deshawn.\n- Mei works for Lattice Analytics.\n- Helios Logistics is headquartered in Tallinn.\n- Ravi works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Kenji works for Lattice Analytics.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Bruno reports to Wren.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1638", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1639", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2439: employee Felix S., hired 14 May 2022, separated 18 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2439?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Bergen.\n- Priya works for Lattice Analytics.\n- Viktor reports to Bruno.\n- Felix works for Helios Logistics.\n- Vantage Air is headquartered in Porto.\n- Wren works for Vantage Air.\n- Bruno reports to Zoya.\n- Zoya reports to Priya.\n- Lattice Analytics is headquartered in Bergen.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 2009.\n- Jonas reports to Felix.\n- Omar reports to Viktor.\n- Tobias works for Helios Logistics.\n- Atlas Freight was founded in 1977.\n- Helios Logistics is headquartered in Porto.\n- Zoya works for Lattice Analytics.\n- Tobias reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Felix reports to Mei.\n- Helios Logistics was founded in 1984.\n- Wren reports to Omar.\n- Mei reports to Wren.\n- Bruno works for Vantage Air.\n- Mei works for Helios Logistics.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Viktor reports to Priya.\n- Ravi works for Helios Logistics.\n- Stefan reports to Nadia.\n- Stefan works for Helios Logistics.\n- Ravi reports to Stefan.\n- Nadia reports to Mei.\n- Vantage Air is headquartered in Austin.\n- Nadia works for Helios Logistics.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 1984.\n- Helios Logistics is headquartered in Oslo.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Oslo.\n- Priya reports to Bruno.\n- Mateo reports to Viktor.\n- Vantage Air was founded in 1988.\n- Helios Logistics was founded in 1985.\n- Viktor works for Helios Logistics.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Hana.\n- Omar reports to Tobias.\n- Emeka reports to Jonas.\n- Lattice Analytics is headquartered in Adelaide.\n- Yuki works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Callum works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Yuki reports to Elena.\n- Omar works for Cobalt Health.\n- Meridian Bank was founded in 1992.\n- Cobalt Health is headquartered in Tampere.\n- Cedar Retail Group was founded in 1981.\n- Cobalt Health was founded in 2009.\n- Tobias reports to Emeka.\n- Callum reports to Deshawn.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Mara works for Lattice Analytics.\n- Amara reports to Mara.\n- Wren reports to Omar.\n- Jonas works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Meridian Bank is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Tampere.\n- Mara reports to Wren.\n- Elena reports to Amara.\n- Amara works for Cedar Retail Group.\n- Jonas reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Tobias works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Omar works for Cedar Retail Group.\n- Crescent Telecom was founded in 2011.\n- Emeka reports to Elena.\n- Beacon Insurance was founded in 2007.\n- Helios Logistics was founded in 2015.\n- Nadia works for Beacon Insurance.\n- Yuki reports to Nadia.\n- Cedar Retail Group is headquartered in Lyon.\n- Beacon Insurance is headquartered in Valencia.\n- Elena reports to Leila.\n- Kenji reports to Pablo.\n- Emeka works for Crescent Telecom.\n- Leila reports to Deshawn.\n- Chiara reports to Omar.\n- Deshawn works for Crescent Telecom.\n- Kenji works for Helios Logistics.\n- Cedar Retail Group was founded in 1997.\n- Tobias reports to Kenji.\n- Mateo reports to Tobias.\n- Elena works for Crescent Telecom.\n- Pablo reports to Chiara.\n- Leila works for Helios Logistics.\n- Crescent Telecom is headquartered in Basel.\n- Deshawn reports to Yuki.\n- Omar reports to Emeka.\n- Mateo works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Elena.\n- Stefan reports to Omar.\n- Hana works for Fernhill Foods.\n- Summit Energy is headquartered in Bergen.\n- Omar works for Summit Energy.\n- Lattice Analytics is headquartered in Porto.\n- Mateo works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Lucia works for Summit Energy.\n- Yuki reports to Mateo.\n- Lucia reports to Hana.\n- Stefan works for Summit Energy.\n- Fernhill Foods is headquartered in Porto.\n- Elena reports to Yuki.\n- Omar reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Fernhill Foods was founded in 2002.\n- Ingrid reports to Dmitri.\n- Lattice Analytics was founded in 1992.\n- Summit Energy was founded in 1995.\n- Elena works for Summit Energy.\n- Mateo reports to Stefan.\n- Yuki works for Summit Energy.\n- Cedar Retail Group is headquartered in Ghent.\n- Mara works for Fernhill Foods.\n- Hana reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1990", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1645", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9807: employee Mateo T., hired 12 September 2022, separated 27 June 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-9807 under the controlling rules.", "criteria": {"0": "$8,308", "1": "$11,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1646", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1647", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1648", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1811: employee Priya T., hired 07 November 2022, separated 13 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1811?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1649", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1650", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1651", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1652", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1653", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1654", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9889: employee Zoya R., hired 20 March 2023, separated 12 December 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-9889 under the controlling rules.", "criteria": {"0": "$8,731", "1": "$7,846", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1655", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8942: employee Elena A., hired 12 September 2022, separated 31 December 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8942?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1656", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Leila reports to Omar.\n- Summit Energy was founded in 1981.\n- Mateo reports to Wren.\n- Wren reports to Mei.\n- Fernhill Foods was founded in 1980.\n- Leila works for Ironwood Manufacturing.\n- Omar works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Omar reports to Emeka.\n- Emeka reports to Viktor.\n- Mei reports to Elena.\n- Viktor reports to Mateo.\n- Tessa reports to Leila.\n- Summit Energy is headquartered in Valencia.\n- Pinnacle Software was founded in 2005.\n- Wren works for Pinnacle Software.\n- Elena reports to Deshawn.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Pinnacle Software is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tessa works for Pinnacle Software.\n- Elena works for Summit Energy.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1658", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2308: employee Elena B., hired 27 October 2019, separated 17 November 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2308?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1659", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1660", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 42648 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1661", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Leila.\n- Jonas reports to Omar.\n- Viktor reports to Wren.\n- Wren reports to Bruno.\n- Aisha works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Aisha reports to Anders.\n- Pinnacle Software was founded in 1998.\n- Chiara reports to Aisha.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Leila works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1982.\n- Jonas works for Ironwood Manufacturing.\n- Bruno reports to Nadia.\n- Beacon Insurance was founded in 1979.\n- Viktor works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Beacon Insurance is headquartered in Tallinn.\n- Leila reports to Jonas.\n- Nadia works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Basel.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Omar reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1663", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1664", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 July 2023): For employees hired on or after 20 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8837: employee Zoya M., hired 30 May 2022, separated 11 April 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8837?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1665", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 52080, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "report_damage", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Pablo works for Lattice Analytics.\n- Mateo reports to Priya.\n- Fernhill Foods was founded in 1988.\n- Lattice Analytics was founded in 1986.\n- Emeka reports to Deshawn.\n- Mateo works for Fernhill Foods.\n- Atlas Freight is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn works for Fernhill Foods.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group was founded in 2012.\n- Atlas Freight was founded in 1987.\n- Tobias reports to Mateo.\n- Sofia reports to Emeka.\n- Zoya reports to Dmitri.\n- Sanne works for Atlas Freight.\n- Yuki works for Cedar Retail Group.\n- Yuki reports to Pablo.\n- Dmitri reports to Sanne.\n- Jonas reports to Sofia.\n- Pablo reports to Jonas.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn reports to Zoya.\n- Priya works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods is headquartered in Valencia.\n- Jonas works for Lattice Analytics.\n- Tobias works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Priya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1981", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1667", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1668", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Cobalt Health was founded in 1990.\n- Atlas Freight was founded in 2014.\n- Deshawn reports to Ravi.\n- Northwind Systems was founded in 1981.\n- Jonas reports to Deshawn.\n- Ravi reports to Priya.\n- Tessa reports to Chiara.\n- Jonas works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara reports to Sanne.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne works for Bluepine Aviation.\n- Chiara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Dunedin.\n- Northwind Systems is headquartered in Leeds.\n- Priya reports to Emeka.\n- Bluepine Aviation was founded in 2009.\n- Emeka works for Atlas Freight.\n- Priya works for Northwind Systems.\n- Tessa works for Bluepine Aviation.\n- Emeka reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1670", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2809: employee Elena A., hired 21 November 2020, separated 01 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2809?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1671", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1672", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1673", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 34711 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Aisha reports to Stefan.\n- Lattice Analytics is headquartered in Valencia.\n- Mateo reports to Deshawn.\n- Cedar Retail Group is headquartered in Turku.\n- Viktor reports to Jonas.\n- Meridian Bank was founded in 1990.\n- Meridian Bank is headquartered in Turku.\n- Elena reports to Ingrid.\n- Ingrid reports to Lucia.\n- Aisha works for Meridian Bank.\n- Lucia works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Cedar Retail Group was founded in 1997.\n- Omar works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Deshawn works for Meridian Bank.\n- Stefan reports to Viktor.\n- Stefan works for Lattice Analytics.\n- Cobalt Health was founded in 2006.\n- Deshawn reports to Elena.\n- Lucia reports to Aisha.\n- Lattice Analytics was founded in 1983.\n- Jonas reports to Omar.\n- Ingrid works for Lattice Analytics.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Nadia.\n- Lattice Analytics was founded in 1987.\n- Nadia reports to Jonas.\n- Yuki works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Dunedin.\n- Aisha reports to Emeka.\n- Fernhill Foods was founded in 1992.\n- Jonas works for Pinnacle Software.\n- Aisha works for Fernhill Foods.\n- Yuki reports to Priya.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1991.\n- Emeka reports to Yuki.\n- Pinnacle Software was founded in 1993.\n- Hana reports to Aisha.\n- Nadia works for Pinnacle Software.\n- Jonas reports to Hana.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1676", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Atlas Freight was founded in 1988.\n- Summit Energy is headquartered in Ghent.\n- Wren reports to Anders.\n- Lattice Analytics was founded in 2006.\n- Wren works for Summit Energy.\n- Tobias works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.\n- Emeka reports to Deshawn.\n- Vantage Air is headquartered in Valencia.\n- Pablo works for Atlas Freight.\n- Bruno works for Vantage Air.\n- Deshawn reports to Dmitri.\n- Summit Energy was founded in 1992.\n- Ravi reports to Tobias.\n- Anders works for Atlas Freight.\n- Bruno reports to Pablo.\n- Lattice Analytics is headquartered in Valencia.\n- Sofia works for Atlas Freight.\n- Stefan works for Vantage Air.\n- Dmitri reports to Sofia.\n- Emeka works for Vantage Air.\n- Felix reports to Stefan.\n- Anders reports to Bruno.\n- Stefan reports to Ravi.\n- Sofia reports to Felix.\n- Ravi works for Vantage Air.\n- Felix works for Vantage Air.\n- Pablo reports to Emeka.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1678", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 53475 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Mei works for Vantage Air.\n- Tessa reports to Kenji.\n- Ravi reports to Zoya.\n- Priya works for Beacon Insurance.\n- Chiara reports to Priya.\n- Dmitri reports to Mei.\n- Bluepine Aviation is headquartered in Ghent.\n- Viktor reports to Ravi.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Sanne works for Beacon Insurance.\n- Vantage Air is headquartered in Bergen.\n- Fernhill Foods was founded in 1993.\n- Ravi works for Fernhill Foods.\n- Vantage Air was founded in 1996.\n- Kenji reports to Sanne.\n- Fernhill Foods is headquartered in Tallinn.\n- Chiara works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Sanne reports to Dmitri.\n- Mei reports to Viktor.\n- Dmitri works for Beacon Insurance.\n- Priya reports to Tessa.\n- Beacon Insurance was founded in 1997.\n- Bluepine Aviation was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1680", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9403: employee Wren K., hired 20 February 2024, separated 08 September 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-9403 under the controlling rules.", "criteria": {"0": "$0", "1": "$8,667", "2": "$2,000", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Mara reports to Wren.\n- Wren works for Crescent Telecom.\n- Callum works for Cobalt Health.\n- Crescent Telecom was founded in 1975.\n- Vantage Air is headquartered in Porto.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Sanne reports to Bruno.\n- Nadia works for Northwind Systems.\n- Mara works for Cobalt Health.\n- Callum reports to Leila.\n- Tessa works for Vantage Air.\n- Cobalt Health is headquartered in Leeds.\n- Cobalt Health was founded in 1998.\n- Deshawn works for Crescent Telecom.\n- Sanne works for Northwind Systems.\n- Vantage Air was founded in 1978.\n- Leila reports to Deshawn.\n- Bruno works for Cobalt Health.\n- Tessa reports to Mara.\n- Deshawn reports to Sanne.\n- Northwind Systems is headquartered in Nagoya.\n- Wren reports to Jonas.\n- Nadia reports to Tessa.\n- Crescent Telecom is headquartered in Porto.\n- Bruno reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1682", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1606: employee Nadia B., hired 21 August 2023, separated 24 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1606?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Ingrid works for Lattice Analytics.\n- Atlas Freight was founded in 1986.\n- Bruno reports to Omar.\n- Sanne reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods was founded in 1981.\n- Ingrid reports to Callum.\n- Emeka works for Fernhill Foods.\n- Elena works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Dmitri works for Lattice Analytics.\n- Emeka reports to Ingrid.\n- Callum works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Lattice Analytics was founded in 2013.\n- Viktor reports to Sanne.\n- Fernhill Foods is headquartered in Tampere.\n- Mateo reports to Tobias.\n- Dmitri reports to Bruno.\n- Mateo works for Lattice Analytics.\n- Nadia reports to Dmitri.\n- Elena reports to Emeka.\n- Tobias reports to Viktor.\n- Viktor works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Callum reports to Mateo.\n- Omar works for Fernhill Foods.\n- Pinnacle Software was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1684", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1685", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9614: employee Aisha B., hired 08 March 2020, separated 01 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9614?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1686", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1687", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1688", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1689", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1690", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1691", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1692", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7906: employee Anders A., hired 12 January 2022, separated 02 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-7906 under the controlling rules.", "criteria": {"0": "$24,481", "1": "$26,481", "2": "$26,611", "3": "$114,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7906 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1693", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1694", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8153: employee Tobias K., hired 15 November 2024, separated 27 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8153?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1695", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2238: employee Yuki S., hired 15 July 2022, separated 09 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2238?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1696", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 April 2023): For employees hired on or after 11 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1633: employee Kenji M., hired 08 November 2022, separated 07 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1633?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1697", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1698", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1699", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5490: employee Ingrid T., hired 20 March 2022, separated 24 September 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-5490 under the controlling rules.", "criteria": {"0": "$16,875", "1": "$16,800", "2": "$14,800", "3": "$72,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1700", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1701", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6799: employee Emeka B., hired 21 December 2021, separated 20 August 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-6799 under the controlling rules.", "criteria": {"0": "$16,100", "1": "$16,600", "2": "$69,767", "3": "$16,188"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1702", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 1104 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1703", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3956: employee Sofia T., hired 18 December 2023, separated 09 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3956?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1704", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1705", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1706", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Sofia reports to Tessa.\n- Mateo works for Summit Energy.\n- Jonas reports to Deshawn.\n- Priya works for Vantage Air.\n- Tessa reports to Mateo.\n- Emeka works for Vantage Air.\n- Yuki reports to Emeka.\n- Deshawn reports to Dmitri.\n- Bluepine Aviation is headquartered in Adelaide.\n- Dmitri works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Vantage Air was founded in 1994.\n- Yuki works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Jonas works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Summit Energy was founded in 1989.\n- Bluepine Aviation was founded in 2008.\n- Summit Energy is headquartered in Tampere.\n- Mateo reports to Jonas.\n- Nadia works for Vantage Air.\n- Emeka reports to Nadia.\n- Priya reports to Yuki.\n- Vantage Air is headquartered in Tampere.\n- Nadia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1708", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4918: employee Leila A., hired 09 October 2023, separated 10 May 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-4918 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$11,385", "2": "$45,000", "3": "$6,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1709", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Jonas.\n- Jonas reports to Lucia.\n- Bruno works for Helios Logistics.\n- Viktor reports to Zoya.\n- Chiara works for Cedar Retail Group.\n- Jonas works for Cobalt Health.\n- Fernhill Foods is headquartered in Austin.\n- Pablo reports to Dmitri.\n- Priya reports to Nadia.\n- Zoya works for Helios Logistics.\n- Chiara reports to Bruno.\n- Cobalt Health is headquartered in Austin.\n- Viktor works for Cobalt Health.\n- Felix works for Helios Logistics.\n- Bruno reports to Felix.\n- Dmitri works for Fernhill Foods.\n- Lucia reports to Chiara.\n- Dmitri reports to Stefan.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cobalt Health was founded in 1997.\n- Fernhill Foods was founded in 1991.\n- Stefan works for Cedar Retail Group.\n- Nadia works for Fernhill Foods.\n- Zoya reports to Priya.\n- Helios Logistics was founded in 1983.\n- Lucia works for Helios Logistics.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Helios Logistics is headquartered in Turku.\n- Priya works for Cedar Retail Group.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pablo reports to Dmitri.\n- Tobias works for Bluepine Aviation.\n- Beacon Insurance was founded in 2006.\n- Pablo works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1996.\n- Stefan reports to Pablo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tobias reports to Stefan.\n- Sofia reports to Mateo.\n- Mateo works for Bluepine Aviation.\n- Yuki reports to Jonas.\n- Mei works for Ironwood Manufacturing.\n- Dmitri reports to Zoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 2005.\n- Bluepine Aviation was founded in 1988.\n- Deshawn reports to Bruno.\n- Zoya reports to Deshawn.\n- Zoya works for Pinnacle Software.\n- Sofia works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Jonas reports to Sofia.\n- Beacon Insurance is headquartered in Cork.\n- Deshawn works for Ironwood Manufacturing.\n- Mei reports to Tobias.\n- Bruno reports to Yuki.\n- Bruno works for Bluepine Aviation.\n- Dmitri works for Pinnacle Software.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Anders works for Bluepine Aviation.\n- Callum works for Northwind Systems.\n- Cobalt Health was founded in 1982.\n- Chiara reports to Callum.\n- Northwind Systems is headquartered in Oslo.\n- Chiara works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Leila reports to Bruno.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Leila works for Northwind Systems.\n- Yuki reports to Hana.\n- Meridian Bank was founded in 1994.\n- Hana reports to Chiara.\n- Anders reports to Yuki.\n- Cobalt Health is headquartered in Lyon.\n- Zoya reports to Anders.\n- Northwind Systems was founded in 1985.\n- Bruno works for Northwind Systems.\n- Bluepine Aviation was founded in 1991.\n- Bluepine Aviation is headquartered in Oslo.\n- Callum reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1713", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1714", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 October 2022): For employees hired on or after 11 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6786: employee Chiara A., hired 22 December 2020, separated 16 October 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6786?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Ironwood Manufacturing.\n- Mara reports to Chiara.\n- Summit Energy is headquartered in Valencia.\n- Summit Energy was founded in 1979.\n- Deshawn reports to Wren.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods is headquartered in Porto.\n- Callum reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Wren works for Ironwood Manufacturing.\n- Emeka reports to Tessa.\n- Deshawn works for Beacon Insurance.\n- Wren reports to Mara.\n- Ironwood Manufacturing was founded in 2003.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Chiara reports to Amara.\n- Mara works for Beacon Insurance.\n- Fernhill Foods was founded in 2000.\n- Tessa works for Summit Energy.\n- Chiara works for Summit Energy.\n- Amara reports to Emeka.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1716", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Swap order 7771 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "change_address", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1717", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3709: employee Pablo R., hired 03 March 2023, separated 19 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3709?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1718", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tessa.\n- Anders works for Ironwood Manufacturing.\n- Tobias reports to Anders.\n- Anders reports to Sanne.\n- Tessa works for Vantage Air.\n- Tobias works for Northwind Systems.\n- Tessa reports to Amara.\n- Wren works for Ironwood Manufacturing.\n- Vantage Air was founded in 1994.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Northwind Systems was founded in 2005.\n- Lattice Analytics is headquartered in Brno.\n- Amara reports to Tobias.\n- Ingrid works for Northwind Systems.\n- Ingrid reports to Sofia.\n- Sofia works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2011.\n- Northwind Systems is headquartered in Brno.\n- Vantage Air is headquartered in Halifax.\n- Sanne reports to Ingrid.\n- Lattice Analytics was founded in 2014.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1720", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1721", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1722", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1185: employee Deshawn K., hired 15 January 2020, separated 18 August 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1185?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1185 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1723", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3837: employee Deshawn A., hired 01 September 2023, separated 11 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3837?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Zoya.\n- Elena reports to Callum.\n- Zoya works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Meridian Bank is headquartered in Basel.\n- Yuki reports to Ravi.\n- Anders reports to Yuki.\n- Tessa works for Meridian Bank.\n- Helios Logistics is headquartered in Leeds.\n- Elena works for Fernhill Foods.\n- Zoya reports to Wren.\n- Helios Logistics was founded in 2005.\n- Fernhill Foods was founded in 2007.\n- Yuki works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Wren reports to Anders.\n- Crescent Telecom is headquartered in Turku.\n- Callum works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Callum reports to Tessa.\n- Meridian Bank was founded in 2013.\n- Crescent Telecom was founded in 1976.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1725", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 May 2023): For employees hired on or after 30 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5839: employee Hana R., hired 25 December 2022, separated 11 August 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5839?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1726", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9883: employee Deshawn A., hired 02 October 2021, separated 03 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9883?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2008.\n- Tessa works for Vantage Air.\n- Dmitri reports to Deshawn.\n- Kenji works for Pinnacle Software.\n- Anders reports to Hana.\n- Pinnacle Software was founded in 1977.\n- Vantage Air was founded in 1985.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor works for Helios Logistics.\n- Mateo works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Zoya reports to Dmitri.\n- Mateo reports to Viktor.\n- Kenji reports to Mateo.\n- Tessa reports to Tobias.\n- Deshawn reports to Anders.\n- Vantage Air is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Adelaide.\n- Dmitri works for Meridian Bank.\n- Anders works for Pinnacle Software.\n- Hana works for Meridian Bank.\n- Deshawn works for Helios Logistics.\n- Meridian Bank was founded in 1986.\n- Viktor reports to Tessa.\n- Tobias works for Pinnacle Software.\n- Meridian Bank is headquartered in Bergen.\n- Tobias reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1728", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1729", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2002.\n- Meridian Bank is headquartered in Valencia.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Jonas works for Helios Logistics.\n- Mei works for Meridian Bank.\n- Ravi reports to Anders.\n- Mara reports to Bruno.\n- Bruno works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Omar reports to Ravi.\n- Kenji works for Helios Logistics.\n- Northwind Systems was founded in 2005.\n- Kenji reports to Mei.\n- Bruno reports to Jonas.\n- Lucia works for Helios Logistics.\n- Pinnacle Software is headquartered in Nagoya.\n- Priya works for Meridian Bank.\n- Anders works for Pinnacle Software.\n- Jonas reports to Kenji.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia reports to Omar.\n- Anders reports to Mara.\n- Northwind Systems is headquartered in Nagoya.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 1985.\n- Priya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1731", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1732", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1733", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "referral", "2": "coverage_question", "3": "test_results", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Nagoya.\n- Elena works for Cedar Retail Group.\n- Pablo works for Beacon Insurance.\n- Wren reports to Sanne.\n- Pablo reports to Mara.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Ghent.\n- Bruno reports to Omar.\n- Omar works for Cedar Retail Group.\n- Mara works for Ironwood Manufacturing.\n- Tessa reports to Wren.\n- Ironwood Manufacturing was founded in 2003.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara reports to Deshawn.\n- Tessa works for Cedar Retail Group.\n- Deshawn reports to Tobias.\n- Elena reports to Viktor.\n- Callum reports to Bruno.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Omar reports to Pablo.\n- Cedar Retail Group was founded in 2002.\n- Sanne reports to Elena.\n- Wren works for Ironwood Manufacturing.\n- Deshawn works for Lattice Analytics.\n- Beacon Insurance was founded in 1986.\n- Tobias reports to Tessa.\n- Lattice Analytics was founded in 2014.\n- Bruno works for Lattice Analytics.\n- Sanne works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Callum.\n- Meridian Bank is headquartered in Halifax.\n- Leila reports to Priya.\n- Amara works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Cedar Retail Group was founded in 2010.\n- Mateo works for Northwind Systems.\n- Cedar Retail Group is headquartered in Turku.\n- Mei reports to Kenji.\n- Pablo reports to Omar.\n- Amara reports to Bruno.\n- Meridian Bank was founded in 2007.\n- Mateo reports to Sanne.\n- Mei works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Northwind Systems was founded in 1987.\n- Kenji works for Northwind Systems.\n- Priya works for Cedar Retail Group.\n- Callum reports to Zoya.\n- Zoya reports to Mateo.\n- Northwind Systems is headquartered in Austin.\n- Helios Logistics is headquartered in Austin.\n- Priya reports to Pablo.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Kenji reports to Leila.\n- Omar reports to Amara.\n- Callum works for Northwind Systems.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1736", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7714: employee Kenji S., hired 12 July 2021, separated 25 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7714?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1737", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1738", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1739", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Sanne works for Northwind Systems.\n- Tobias works for Pinnacle Software.\n- Nadia reports to Sanne.\n- Vantage Air is headquartered in Nagoya.\n- Stefan reports to Elena.\n- Elena reports to Nadia.\n- Tobias reports to Stefan.\n- Priya works for Northwind Systems.\n- Anders reports to Chiara.\n- Sanne reports to Leila.\n- Priya reports to Tobias.\n- Chiara works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Cedar Retail Group is headquartered in Valencia.\n- Northwind Systems was founded in 2015.\n- Chiara reports to Priya.\n- Leila works for Northwind Systems.\n- Vantage Air was founded in 1975.\n- Leila reports to Dmitri.\n- Pinnacle Software is headquartered in Bergen.\n- Dmitri works for Vantage Air.\n- Wren works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Callum works for Vantage Air.\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group was founded in 2013.\n- Dmitri reports to Wren.\n- Wren reports to Callum.\n- Pinnacle Software was founded in 1977.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Deshawn.\n- Nadia works for Lattice Analytics.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri works for Lattice Analytics.\n- Helios Logistics was founded in 1981.\n- Lattice Analytics is headquartered in Austin.\n- Vantage Air is headquartered in Austin.\n- Anders works for Atlas Freight.\n- Sofia works for Lattice Analytics.\n- Leila reports to Ingrid.\n- Lattice Analytics was founded in 2011.\n- Lucia works for Helios Logistics.\n- Sofia reports to Dmitri.\n- Nadia reports to Anders.\n- Zoya reports to Nadia.\n- Atlas Freight was founded in 1994.\n- Anders reports to Lucia.\n- Helios Logistics is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Ingrid reports to Yuki.\n- Deshawn reports to Sanne.\n- Deshawn works for Vantage Air.\n- Lucia reports to Sofia.\n- Leila works for Atlas Freight.\n- Omar reports to Leila.\n- Yuki works for Lattice Analytics.\n- Zoya works for Helios Logistics.\n- Vantage Air was founded in 2002.\n- Dmitri reports to Omar.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Callum reports to Tobias.\n- Mei works for Pinnacle Software.\n- Stefan reports to Mei.\n- Atlas Freight was founded in 1996.\n- Amara works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Pablo works for Atlas Freight.\n- Meridian Bank was founded in 1999.\n- Amara reports to Sofia.\n- Pinnacle Software was founded in 1993.\n- Stefan works for Atlas Freight.\n- Yuki works for Meridian Bank.\n- Callum works for Pinnacle Software.\n- Mei reports to Priya.\n- Sofia reports to Deshawn.\n- Yuki reports to Jonas.\n- Tobias reports to Amara.\n- Meridian Bank is headquartered in Cork.\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn reports to Chiara.\n- Crescent Telecom was founded in 2006.\n- Priya reports to Yuki.\n- Chiara reports to Pablo.\n- Jonas works for Pinnacle Software.\n- Atlas Freight is headquartered in Cork.\n- Deshawn works for Crescent Telecom.\n- Priya works for Meridian Bank.\n- Pablo reports to Stefan.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1743", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3243: employee Sofia K., hired 22 May 2023, separated 16 August 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-3243 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$9,885", "3": "$5,712"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Amara.\n- Sofia works for Vantage Air.\n- Sofia reports to Sanne.\n- Priya works for Vantage Air.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Tobias reports to Priya.\n- Viktor reports to Mei.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom was founded in 1998.\n- Stefan reports to Zoya.\n- Vantage Air is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Basel.\n- Amara reports to Viktor.\n- Amara works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Priya reports to Tessa.\n- Sanne works for Vantage Air.\n- Cedar Retail Group was founded in 1979.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Sanne reports to Tobias.\n- Mei reports to Sofia.\n- Fernhill Foods was founded in 1995.\n- Vantage Air was founded in 1980.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Anders reports to Ravi.\n- Fernhill Foods was founded in 1994.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Bruno works for Ironwood Manufacturing.\n- Leila reports to Anders.\n- Cedar Retail Group was founded in 1995.\n- Mara reports to Bruno.\n- Cedar Retail Group is headquartered in Oslo.\n- Lucia works for Cedar Retail Group.\n- Sofia reports to Sanne.\n- Dmitri reports to Lucia.\n- Fernhill Foods is headquartered in Tampere.\n- Lucia reports to Mara.\n- Ingrid reports to Dmitri.\n- Sofia works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2009.\n- Ingrid works for Meridian Bank.\n- Anders works for Cedar Retail Group.\n- Meridian Bank is headquartered in Nagoya.\n- Dmitri works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1982.\n- Sanne reports to Ingrid.\n- Mara works for Fernhill Foods.\n- Ravi works for Cedar Retail Group.\n- Bruno reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1746", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Tessa works for Meridian Bank.\n- Wren reports to Zoya.\n- Wren works for Cedar Retail Group.\n- Cobalt Health is headquartered in Dunedin.\n- Lucia works for Meridian Bank.\n- Mateo reports to Omar.\n- Zoya reports to Tessa.\n- Bluepine Aviation is headquartered in Brno.\n- Felix works for Cobalt Health.\n- Cedar Retail Group is headquartered in Brno.\n- Meridian Bank was founded in 1987.\n- Cedar Retail Group was founded in 2010.\n- Meridian Bank is headquartered in Brno.\n- Lucia reports to Sofia.\n- Stefan reports to Lucia.\n- Bluepine Aviation was founded in 2005.\n- Omar works for Cedar Retail Group.\n- Yuki works for Bluepine Aviation.\n- Yuki reports to Mateo.\n- Stefan works for Cobalt Health.\n- Sofia reports to Felix.\n- Sofia works for Cedar Retail Group.\n- Omar reports to Wren.\n- Mateo works for Bluepine Aviation.\n- Felix reports to Yuki.\n- Cobalt Health was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1748", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9783: employee Omar A., hired 23 November 2023, separated 02 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9783?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1749", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tessa.\n- Leila reports to Priya.\n- Cedar Retail Group is headquartered in Malmo.\n- Bluepine Aviation was founded in 2004.\n- Priya reports to Aisha.\n- Aisha works for Cedar Retail Group.\n- Leila works for Beacon Insurance.\n- Pablo reports to Amara.\n- Stefan works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Tessa works for Cobalt Health.\n- Bluepine Aviation is headquartered in Ghent.\n- Tessa reports to Hana.\n- Wren reports to Leila.\n- Cedar Retail Group was founded in 1982.\n- Kenji works for Beacon Insurance.\n- Aisha reports to Stefan.\n- Cobalt Health was founded in 2000.\n- Stefan reports to Chiara.\n- Hana reports to Pablo.\n- Mara works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Kenji reports to Wren.\n- Beacon Insurance is headquartered in Tallinn.\n- Chiara reports to Mara.\n- Hana works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Wren works for Cedar Retail Group.\n- Cobalt Health is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1751", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1752", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2621: employee Dmitri K., hired 15 May 2023, separated 22 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2621?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Wren works for Fernhill Foods.\n- Jonas works for Crescent Telecom.\n- Stefan works for Fernhill Foods.\n- Tobias reports to Ingrid.\n- Fernhill Foods was founded in 1976.\n- Stefan reports to Wren.\n- Felix reports to Lucia.\n- Pinnacle Software was founded in 1995.\n- Helios Logistics was founded in 2004.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Tobias works for Fernhill Foods.\n- Deshawn reports to Amara.\n- Crescent Telecom is headquartered in Leeds.\n- Deshawn works for Helios Logistics.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Jonas reports to Stefan.\n- Amara reports to Tobias.\n- Wren reports to Deshawn.\n- Crescent Telecom was founded in 2010.\n- Amara works for Helios Logistics.\n- Priya works for Fernhill Foods.\n- Helios Logistics is headquartered in Brno.\n- Ingrid reports to Felix.\n- Priya reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1754", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1755", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1114: employee Nadia T., hired 15 May 2021, separated 07 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1114?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1756", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1757", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "send_message", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Kenji.\n- Yuki reports to Bruno.\n- Kenji reports to Pablo.\n- Bruno reports to Leila.\n- Atlas Freight was founded in 2010.\n- Leila works for Atlas Freight.\n- Kenji works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Summit Energy was founded in 1981.\n- Northwind Systems was founded in 2001.\n- Jonas reports to Yuki.\n- Bruno works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Northwind Systems is headquartered in Dunedin.\n- Zoya works for Summit Energy.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Yuki works for Fernhill Foods.\n- Jonas works for Summit Energy.\n- Atlas Freight is headquartered in Tallinn.\n- Zoya reports to Jonas.\n- Fernhill Foods was founded in 1985.\n- Pablo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Lucia.\n- Lucia works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Nadia works for Helios Logistics.\n- Atlas Freight was founded in 1979.\n- Wren reports to Sanne.\n- Sofia reports to Nadia.\n- Wren works for Atlas Freight.\n- Dmitri reports to Kenji.\n- Lucia reports to Dmitri.\n- Viktor works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Lattice Analytics is headquartered in Turku.\n- Kenji reports to Wren.\n- Atlas Freight is headquartered in Bergen.\n- Helios Logistics is headquartered in Bergen.\n- Nadia reports to Viktor.\n- Sanne works for Helios Logistics.\n- Sofia works for Atlas Freight.\n- Beacon Insurance was founded in 1997.\n- Beacon Insurance is headquartered in Nagoya.\n- Lattice Analytics was founded in 1981.\n- Helios Logistics was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Mei reports to Aisha.\n- Callum reports to Viktor.\n- Viktor works for Cobalt Health.\n- Leila reports to Zoya.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Aisha reports to Omar.\n- Lucia reports to Wren.\n- Tobias works for Lattice Analytics.\n- Zoya works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Zoya reports to Callum.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Ironwood Manufacturing was founded in 1991.\n- Cobalt Health was founded in 1983.\n- Viktor reports to Dmitri.\n- Dmitri reports to Tobias.\n- Omar works for Meridian Bank.\n- Sanne reports to Mei.\n- Cobalt Health is headquartered in Adelaide.\n- Dmitri works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Adelaide.\n- Sanne works for Lattice Analytics.\n- Meridian Bank was founded in 2009.\n- Mei works for Ironwood Manufacturing.\n- Omar reports to Leila.\n- Lattice Analytics is headquartered in Porto.\n- Lucia works for Lattice Analytics.\n- Callum works for Cobalt Health.\n- Wren reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1761", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3388: employee Viktor T., hired 10 August 2020, separated 17 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3388?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2000.\n- Bluepine Aviation was founded in 1990.\n- Summit Energy is headquartered in Turku.\n- Tobias works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Lucia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Turku.\n- Lucia reports to Anders.\n- Hana reports to Tobias.\n- Felix works for Cedar Retail Group.\n- Cobalt Health is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Valencia.\n- Anders works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Kenji reports to Stefan.\n- Priya reports to Lucia.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Pablo reports to Felix.\n- Stefan reports to Priya.\n- Cedar Retail Group was founded in 2011.\n- Sofia works for Bluepine Aviation.\n- Anders reports to Hana.\n- Felix reports to Kenji.\n- Tobias reports to Sofia.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1763", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1764", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-7384: employee Sanne T., hired 31 January 2023, separated 09 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-7384?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-7384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1765", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1972: employee Anders S., hired 13 April 2021, separated 08 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1972?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1976.\n- Pablo works for Beacon Insurance.\n- Lucia works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Nadia works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Stefan works for Crescent Telecom.\n- Elena reports to Lucia.\n- Anders reports to Omar.\n- Cobalt Health was founded in 2001.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo reports to Jonas.\n- Crescent Telecom was founded in 1986.\n- Sofia works for Crescent Telecom.\n- Omar reports to Elena.\n- Jonas works for Crescent Telecom.\n- Jonas reports to Ravi.\n- Dmitri works for Cobalt Health.\n- Sofia reports to Dmitri.\n- Lucia reports to Chiara.\n- Elena works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi reports to Anders.\n- Ravi works for Beacon Insurance.\n- Dmitri reports to Nadia.\n- Chiara reports to Stefan.\n- Atlas Freight is headquartered in Tallinn.\n- Anders works for Crescent Telecom.\n- Beacon Insurance was founded in 2002.\n- Stefan reports to Sofia.\n- Omar works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1767", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1315: employee Zoya T., hired 05 August 2020, separated 14 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1315?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1768", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3679: employee Aisha T., hired 19 October 2022, separated 21 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3679?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Deshawn.\n- Sofia works for Helios Logistics.\n- Crescent Telecom is headquartered in Cork.\n- Aisha works for Helios Logistics.\n- Sofia reports to Leila.\n- Crescent Telecom was founded in 2002.\n- Mei works for Crescent Telecom.\n- Deshawn reports to Lucia.\n- Omar reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Sanne works for Crescent Telecom.\n- Bruno works for Cobalt Health.\n- Omar works for Crescent Telecom.\n- Nadia reports to Aisha.\n- Sanne reports to Omar.\n- Fernhill Foods was founded in 2005.\n- Emeka reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Cobalt Health was founded in 2008.\n- Deshawn works for Helios Logistics.\n- Leila works for Crescent Telecom.\n- Stefan works for Cobalt Health.\n- Mei reports to Sofia.\n- Aisha reports to Stefan.\n- Lucia reports to Emeka.\n- Bruno reports to Mei.\n- Helios Logistics is headquartered in Ghent.\n- Cobalt Health is headquartered in Basel.\n- Fernhill Foods is headquartered in Basel.\n- Helios Logistics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1770", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1771", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1772", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5649: employee Zoya R., hired 24 March 2020, separated 22 November 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-5649 under the controlling rules.", "criteria": {"0": "$8,900", "1": "$8,325", "2": "$8,400", "3": "$36,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1773", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1774", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1775", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 August 2025): For employees hired on or after 25 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1026: employee Leila M., hired 24 June 2023, separated 15 December 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-1026?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1776", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1777", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1778", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1779", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7771: employee Stefan R., hired 17 February 2024, separated 21 August 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-7771 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$20,583", "2": "$4,688", "3": "$4,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2015.\n- Sofia works for Cedar Retail Group.\n- Mei works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Mei reports to Kenji.\n- Ravi reports to Mateo.\n- Kenji reports to Chiara.\n- Mateo works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tallinn.\n- Chiara works for Northwind Systems.\n- Cedar Retail Group is headquartered in Tampere.\n- Omar reports to Ravi.\n- Mateo reports to Callum.\n- Ravi works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Oslo.\n- Kenji works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Sofia reports to Omar.\n- Cedar Retail Group was founded in 2002.\n- Bluepine Aviation is headquartered in Tampere.\n- Crescent Telecom was founded in 2004.\n- Chiara reports to Sofia.\n- Northwind Systems was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2013", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2006.\n- Tobias works for Bluepine Aviation.\n- Helios Logistics is headquartered in Ghent.\n- Zoya reports to Tobias.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias reports to Dmitri.\n- Emeka reports to Mara.\n- Emeka works for Cedar Retail Group.\n- Bruno works for Bluepine Aviation.\n- Mateo reports to Nadia.\n- Omar reports to Chiara.\n- Bruno reports to Omar.\n- Cedar Retail Group is headquartered in Tallinn.\n- Omar works for Cedar Retail Group.\n- Nadia reports to Zoya.\n- Helios Logistics was founded in 2003.\n- Yuki works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Mara reports to Aisha.\n- Dmitri works for Cedar Retail Group.\n- Yuki reports to Bruno.\n- Aisha works for Bluepine Aviation.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Yuki.\n- Chiara reports to Emeka.\n- Cedar Retail Group was founded in 2013.\n- Nadia works for Cedar Retail Group.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1782", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1783", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1784", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1785", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1786", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Deshawn.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods was founded in 1978.\n- Fernhill Foods is headquartered in Turku.\n- Ravi works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Cedar Retail Group was founded in 1988.\n- Deshawn reports to Ravi.\n- Ravi reports to Kenji.\n- Kenji reports to Tessa.\n- Pablo works for Cedar Retail Group.\n- Tobias reports to Wren.\n- Deshawn works for Cedar Retail Group.\n- Cobalt Health is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Wren reports to Pablo.\n- Summit Energy is headquartered in Brno.\n- Wren works for Cobalt Health.\n- Tessa reports to Tobias.\n- Jonas works for Fernhill Foods.\n- Cobalt Health was founded in 1988.\n- Summit Energy was founded in 2007.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Lattice Analytics is headquartered in Dunedin.\n- Cobalt Health is headquartered in Bergen.\n- Tobias reports to Priya.\n- Tobias works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Jonas works for Cobalt Health.\n- Sofia reports to Omar.\n- Meridian Bank was founded in 2008.\n- Emeka reports to Stefan.\n- Meridian Bank is headquartered in Valencia.\n- Hana reports to Sofia.\n- Hana works for Lattice Analytics.\n- Jonas reports to Emeka.\n- Ironwood Manufacturing was founded in 1984.\n- Omar reports to Tobias.\n- Priya works for Ironwood Manufacturing.\n- Stefan reports to Hana.\n- Cobalt Health was founded in 1996.\n- Emeka works for Cobalt Health.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1789", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3458: employee Tessa K., hired 26 July 2023, separated 31 July 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-3458 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$8,000", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Ingrid.\n- Nadia works for Pinnacle Software.\n- Sofia reports to Mei.\n- Bluepine Aviation was founded in 1980.\n- Sanne works for Bluepine Aviation.\n- Pinnacle Software was founded in 2009.\n- Ironwood Manufacturing was founded in 2013.\n- Mei works for Vantage Air.\n- Jonas reports to Nadia.\n- Jonas works for Ironwood Manufacturing.\n- Ingrid works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Mara reports to Omar.\n- Pablo works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Sofia works for Pinnacle Software.\n- Yuki works for Bluepine Aviation.\n- Pablo reports to Sanne.\n- Pinnacle Software is headquartered in Bergen.\n- Yuki reports to Pablo.\n- Mei reports to Yuki.\n- Ingrid reports to Mara.\n- Vantage Air is headquartered in Porto.\n- Bluepine Aviation is headquartered in Tallinn.\n- Vantage Air was founded in 1998.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Omar reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Mei works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Sofia reports to Tobias.\n- Summit Energy was founded in 2013.\n- Summit Energy is headquartered in Leeds.\n- Chiara reports to Sofia.\n- Tobias reports to Deshawn.\n- Wren works for Cobalt Health.\n- Mei reports to Omar.\n- Omar reports to Yuki.\n- Cobalt Health was founded in 1987.\n- Aisha reports to Lucia.\n- Tobias works for Beacon Insurance.\n- Felix works for Pinnacle Software.\n- Lucia reports to Viktor.\n- Felix reports to Wren.\n- Chiara works for Beacon Insurance.\n- Yuki works for Cobalt Health.\n- Yuki reports to Aisha.\n- Beacon Insurance is headquartered in Cork.\n- Beacon Insurance was founded in 1998.\n- Deshawn reports to Mei.\n- Deshawn works for Summit Energy.\n- Pinnacle Software was founded in 1982.\n- Lucia works for Beacon Insurance.\n- Cobalt Health is headquartered in Bergen.\n- Viktor works for Cobalt Health.\n- Sofia works for Beacon Insurance.\n- Wren reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1982", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1792", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1793", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 August 2023): For employees hired on or after 13 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2595: employee Callum K., hired 11 July 2021, separated 20 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2595?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Atlas Freight was founded in 2006.\n- Sanne works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Omar reports to Priya.\n- Mateo reports to Jonas.\n- Atlas Freight is headquartered in Dunedin.\n- Elena works for Cedar Retail Group.\n- Chiara works for Lattice Analytics.\n- Beacon Insurance was founded in 2010.\n- Beacon Insurance is headquartered in Brno.\n- Priya works for Beacon Insurance.\n- Wren works for Cedar Retail Group.\n- Ingrid reports to Mateo.\n- Lattice Analytics is headquartered in Adelaide.\n- Felix reports to Chiara.\n- Felix works for Atlas Freight.\n- Jonas reports to Aisha.\n- Lattice Analytics was founded in 1977.\n- Ingrid works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Cedar Retail Group was founded in 1995.\n- Viktor reports to Wren.\n- Chiara reports to Omar.\n- Viktor works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Sanne reports to Ingrid.\n- Cedar Retail Group is headquartered in Brno.\n- Wren reports to Elena.\n- Aisha reports to Viktor.\n- Elena reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1795", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8935: employee Priya S., hired 10 March 2022, separated 07 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8935?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Mara reports to Emeka.\n- Wren reports to Ravi.\n- Cedar Retail Group was founded in 1993.\n- Wren works for Summit Energy.\n- Stefan works for Summit Energy.\n- Mei reports to Mara.\n- Aisha reports to Stefan.\n- Meridian Bank is headquartered in Bergen.\n- Aisha works for Summit Energy.\n- Ravi works for Meridian Bank.\n- Pablo reports to Aisha.\n- Sanne works for Meridian Bank.\n- Tobias works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Summit Energy was founded in 1993.\n- Sanne reports to Wren.\n- Ravi reports to Leila.\n- Ironwood Manufacturing was founded in 1987.\n- Lucia reports to Sanne.\n- Lucia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Mara works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1981.\n- Leila works for Summit Energy.\n- Pablo works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Leila reports to Mei.\n- Stefan reports to Tobias.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1797", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1798", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1986.\n- Felix works for Atlas Freight.\n- Sanne works for Ironwood Manufacturing.\n- Mateo works for Bluepine Aviation.\n- Ravi reports to Bruno.\n- Ironwood Manufacturing was founded in 1992.\n- Aisha reports to Felix.\n- Sanne reports to Wren.\n- Bluepine Aviation is headquartered in Lyon.\n- Aisha works for Northwind Systems.\n- Anders works for Atlas Freight.\n- Priya works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Ingrid reports to Sanne.\n- Atlas Freight was founded in 1998.\n- Bluepine Aviation was founded in 1990.\n- Felix reports to Ravi.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Wren works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Priya reports to Anders.\n- Ravi works for Atlas Freight.\n- Mateo reports to Aisha.\n- Northwind Systems is headquartered in Bergen.\n- Atlas Freight is headquartered in Lyon.\n- Bruno works for Atlas Freight.\n- Wren reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Stefan reports to Emeka.\n- Nadia reports to Sofia.\n- Meridian Bank was founded in 1991.\n- Bruno reports to Nadia.\n- Sofia works for Crescent Telecom.\n- Lucia reports to Bruno.\n- Emeka works for Meridian Bank.\n- Lucia works for Crescent Telecom.\n- Emeka reports to Chiara.\n- Nadia works for Meridian Bank.\n- Crescent Telecom was founded in 2009.\n- Beacon Insurance was founded in 1989.\n- Meridian Bank is headquartered in Valencia.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Beacon Insurance is headquartered in Valencia.\n- Summit Energy is headquartered in Valencia.\n- Chiara reports to Kenji.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 1990.\n- Stefan works for Beacon Insurance.\n- Kenji reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1801", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1802", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Dmitri works for Pinnacle Software.\n- Ravi reports to Lucia.\n- Bruno reports to Tobias.\n- Bruno works for Pinnacle Software.\n- Sanne works for Ironwood Manufacturing.\n- Dmitri reports to Ravi.\n- Kenji works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Tobias reports to Omar.\n- Omar reports to Kenji.\n- Summit Energy is headquartered in Valencia.\n- Pinnacle Software is headquartered in Basel.\n- Atlas Freight is headquartered in Valencia.\n- Yuki works for Pinnacle Software.\n- Kenji reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tobias works for Summit Energy.\n- Lucia reports to Yuki.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Summit Energy was founded in 2004.\n- Atlas Freight was founded in 2002.\n- Emeka reports to Bruno.\n- Pinnacle Software was founded in 2004.\n- Yuki reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1804", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 May 2025): For employees hired on or after 23 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6210: employee Jonas B., hired 22 March 2024, separated 04 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6210?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1805", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Pablo.\n- Callum works for Bluepine Aviation.\n- Deshawn reports to Sanne.\n- Lucia reports to Jonas.\n- Ravi works for Helios Logistics.\n- Vantage Air is headquartered in Porto.\n- Fernhill Foods was founded in 1975.\n- Mateo reports to Aisha.\n- Sofia works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Omar works for Fernhill Foods.\n- Pablo reports to Ravi.\n- Pablo works for Vantage Air.\n- Omar reports to Yuki.\n- Yuki works for Helios Logistics.\n- Ravi reports to Omar.\n- Mateo works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Yuki reports to Deshawn.\n- Bluepine Aviation is headquartered in Basel.\n- Helios Logistics is headquartered in Leeds.\n- Jonas reports to Sofia.\n- Vantage Air was founded in 1981.\n- Sofia reports to Callum.\n- Fernhill Foods is headquartered in Ghent.\n- Callum reports to Mateo.\n- Bluepine Aviation was founded in 1991.\n- Lucia works for Fernhill Foods.\n- Helios Logistics was founded in 1978.\n- Aisha works for Vantage Air.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1807", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1808", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "org_question", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1809", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1810", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1811", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8386: employee Chiara K., hired 10 May 2020, separated 08 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2026-8386 under the controlling rules.", "criteria": {"0": "$9,713", "1": "$42,467", "2": "$10,300", "3": "$9,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1812", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6603: employee Callum A., hired 05 January 2022, separated 30 June 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-6603 under the controlling rules.", "criteria": {"0": "$33,583", "1": "$6,750", "2": "$7,812", "3": "$7,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1813", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1814", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1842: employee Callum K., hired 05 November 2022, separated 23 June 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1842?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1815", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Jonas works for Beacon Insurance.\n- Leila reports to Jonas.\n- Sanne works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Jonas reports to Anders.\n- Crescent Telecom was founded in 1992.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Pinnacle Software is headquartered in Leeds.\n- Pablo reports to Leila.\n- Mara works for Vantage Air.\n- Beacon Insurance was founded in 1986.\n- Wren reports to Bruno.\n- Viktor works for Beacon Insurance.\n- Anders reports to Viktor.\n- Pinnacle Software was founded in 1977.\n- Mara reports to Mei.\n- Beacon Insurance is headquartered in Leeds.\n- Sanne reports to Pablo.\n- Bruno works for Vantage Air.\n- Mei reports to Sanne.\n- Vantage Air was founded in 2004.\n- Anders works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Viktor reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Vantage Air is headquartered in Austin.\n- Amara works for Lattice Analytics.\n- Northwind Systems was founded in 2004.\n- Northwind Systems is headquartered in Austin.\n- Atlas Freight is headquartered in Lyon.\n- Bruno reports to Deshawn.\n- Atlas Freight was founded in 1980.\n- Leila works for Atlas Freight.\n- Dmitri reports to Ravi.\n- Priya works for Atlas Freight.\n- Vantage Air was founded in 2013.\n- Priya reports to Aisha.\n- Mei works for Vantage Air.\n- Mei reports to Hana.\n- Bruno works for Lattice Analytics.\n- Mara reports to Wren.\n- Amara reports to Priya.\n- Wren works for Northwind Systems.\n- Hana works for Vantage Air.\n- Dmitri works for Lattice Analytics.\n- Ravi works for Northwind Systems.\n- Hana reports to Bruno.\n- Wren reports to Dmitri.\n- Mara works for Northwind Systems.\n- Aisha reports to Leila.\n- Leila reports to Mara.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Lattice Analytics is headquartered in Turku.\n- Ravi reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1818", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3391: employee Tessa S., hired 29 September 2021, separated 11 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3391?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1819", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8397: employee Wren R., hired 29 April 2025, separated 13 May 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-8397 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$9,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1820", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Sofia.\n- Priya works for Vantage Air.\n- Sofia reports to Sanne.\n- Fernhill Foods is headquartered in Lyon.\n- Vantage Air is headquartered in Valencia.\n- Sanne reports to Anders.\n- Meridian Bank is headquartered in Nagoya.\n- Summit Energy was founded in 2001.\n- Jonas works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Ingrid works for Meridian Bank.\n- Felix works for Vantage Air.\n- Anders works for Fernhill Foods.\n- Yuki reports to Bruno.\n- Lucia reports to Emeka.\n- Emeka reports to Leila.\n- Lucia works for Fernhill Foods.\n- Priya reports to Yuki.\n- Leila works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Anders reports to Priya.\n- Meridian Bank was founded in 2006.\n- Sanne works for Summit Energy.\n- Leila reports to Ingrid.\n- Bruno works for Summit Energy.\n- Vantage Air was founded in 2013.\n- Ingrid reports to Jonas.\n- Fernhill Foods was founded in 2014.\n- Jonas reports to Felix.\n- Summit Energy is headquartered in Valencia.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Tobias reports to Amara.\n- Cobalt Health is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Cobalt Health was founded in 2012.\n- Nadia works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Beacon Insurance was founded in 2013.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Atlas Freight is headquartered in Lyon.\n- Mara works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Atlas Freight was founded in 2003.\n- Mara reports to Bruno.\n- Bruno reports to Stefan.\n- Ironwood Manufacturing was founded in 1986.\n- Amara reports to Emeka.\n- Amara works for Ironwood Manufacturing.\n- Emeka reports to Nadia.\n- Stefan reports to Yuki.\n- Nadia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2016", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1823", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1824", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 85978 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1825", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1826", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 November 2022): For employees hired on or after 21 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3997: employee Priya K., hired 13 September 2022, separated 28 April 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3997?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1981.\n- Anders works for Northwind Systems.\n- Callum reports to Kenji.\n- Northwind Systems was founded in 1988.\n- Omar works for Pinnacle Software.\n- Dmitri works for Fernhill Foods.\n- Priya reports to Amara.\n- Lucia works for Pinnacle Software.\n- Anders reports to Hana.\n- Hana works for Cedar Retail Group.\n- Amara works for Northwind Systems.\n- Aisha reports to Anders.\n- Dmitri reports to Callum.\n- Fernhill Foods is headquartered in Nagoya.\n- Hana reports to Chiara.\n- Omar reports to Dmitri.\n- Lucia reports to Aisha.\n- Northwind Systems is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1993.\n- Pinnacle Software is headquartered in Austin.\n- Chiara reports to Priya.\n- Leila reports to Omar.\n- Chiara works for Northwind Systems.\n- Fernhill Foods was founded in 1988.\n- Amara reports to Leila.\n- Leila works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Aisha works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Austin.\n- Priya works for Pinnacle Software.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1828", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Viktor.\n- Felix works for Pinnacle Software.\n- Crescent Telecom was founded in 1995.\n- Vantage Air is headquartered in Dunedin.\n- Viktor reports to Mei.\n- Tessa reports to Leila.\n- Mei reports to Anders.\n- Pablo works for Vantage Air.\n- Crescent Telecom is headquartered in Dunedin.\n- Pinnacle Software was founded in 2010.\n- Tessa works for Pinnacle Software.\n- Deshawn works for Vantage Air.\n- Leila works for Crescent Telecom.\n- Deshawn reports to Tessa.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Pinnacle Software is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1983.\n- Pablo reports to Felix.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Deshawn.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Aisha reports to Jonas.\n- Elena works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Cedar Retail Group was founded in 1986.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 2006.\n- Cobalt Health was founded in 1995.\n- Jonas reports to Mei.\n- Ravi works for Crescent Telecom.\n- Dmitri works for Lattice Analytics.\n- Cobalt Health is headquartered in Brno.\n- Aisha works for Lattice Analytics.\n- Crescent Telecom was founded in 1990.\n- Jonas works for Crescent Telecom.\n- Wren works for Lattice Analytics.\n- Deshawn reports to Mara.\n- Elena reports to Aisha.\n- Wren reports to Ravi.\n- Crescent Telecom is headquartered in Austin.\n- Yuki reports to Wren.\n- Mei reports to Yuki.\n- Mara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1831", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1385: employee Omar K., hired 15 October 2020, separated 21 December 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1385?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1832", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2659: employee Zoya M., hired 17 April 2022, separated 01 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2659?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1833", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3747: employee Elena S., hired 21 June 2021, separated 10 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2026-3747 under the controlling rules.", "criteria": {"0": "$42,467", "1": "$9,900", "2": "$11,800", "3": "$9,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1834", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9072: employee Yuki R., hired 28 May 2023, separated 07 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9072?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1835", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1836", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3991: employee Mara T., hired 18 May 2022, separated 12 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3991?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-1837", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1838", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5179: employee Anders S., hired 07 February 2020, separated 03 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-5179?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1839", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6654: employee Yuki A., hired 16 July 2021, separated 07 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6654?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1840", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7113: employee Stefan S., hired 02 December 2022, separated 17 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7113?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1841", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 94086, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1842", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Mara works for Ironwood Manufacturing.\n- Wren reports to Mei.\n- Hana reports to Nadia.\n- Vantage Air was founded in 2004.\n- Nadia works for Vantage Air.\n- Atlas Freight is headquartered in Valencia.\n- Amara reports to Mara.\n- Felix reports to Hana.\n- Amara works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Mei works for Vantage Air.\n- Crescent Telecom was founded in 2004.\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1979.\n- Vantage Air is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Atlas Freight was founded in 2014.\n- Mei reports to Amara.\n- Mara reports to Kenji.\n- Felix works for Atlas Freight.\n- Kenji works for Vantage Air.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1844", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1975.\n- Stefan works for Meridian Bank.\n- Emeka works for Crescent Telecom.\n- Felix reports to Elena.\n- Stefan reports to Tessa.\n- Crescent Telecom is headquartered in Turku.\n- Meridian Bank was founded in 2013.\n- Bruno reports to Viktor.\n- Aisha works for Northwind Systems.\n- Bluepine Aviation is headquartered in Porto.\n- Crescent Telecom was founded in 1989.\n- Tessa works for Northwind Systems.\n- Tessa reports to Aisha.\n- Bruno works for Crescent Telecom.\n- Meridian Bank is headquartered in Turku.\n- Felix works for Crescent Telecom.\n- Viktor reports to Nadia.\n- Nadia reports to Stefan.\n- Elena works for Northwind Systems.\n- Nadia works for Bluepine Aviation.\n- Aisha reports to Felix.\n- Viktor works for Crescent Telecom.\n- Northwind Systems was founded in 1986.\n- Northwind Systems is headquartered in Porto.\n- Hana reports to Emeka.\n- Emeka reports to Bruno.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1992", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1846", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Ingrid reports to Callum.\n- Helios Logistics is headquartered in Austin.\n- Amara works for Helios Logistics.\n- Summit Energy was founded in 2009.\n- Felix reports to Amara.\n- Omar reports to Aisha.\n- Fernhill Foods is headquartered in Halifax.\n- Summit Energy is headquartered in Valencia.\n- Felix works for Bluepine Aviation.\n- Tobias works for Helios Logistics.\n- Mateo reports to Felix.\n- Mateo works for Helios Logistics.\n- Tobias reports to Omar.\n- Fernhill Foods was founded in 1979.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1998.\n- Ingrid works for Bluepine Aviation.\n- Helios Logistics was founded in 2015.\n- Omar works for Fernhill Foods.\n- Callum reports to Tobias.\n- Aisha reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Ghent.\n- Emeka reports to Chiara.\n- Chiara works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Leila reports to Amara.\n- Amara works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Mateo reports to Leila.\n- Nadia reports to Emeka.\n- Fernhill Foods was founded in 2001.\n- Wren works for Pinnacle Software.\n- Mateo works for Fernhill Foods.\n- Mei reports to Mateo.\n- Cobalt Health was founded in 2007.\n- Priya works for Fernhill Foods.\n- Tobias reports to Priya.\n- Amara reports to Tobias.\n- Pinnacle Software was founded in 1997.\n- Meridian Bank is headquartered in Ghent.\n- Emeka works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Meridian Bank was founded in 1979.\n- Priya reports to Wren.\n- Leila works for Fernhill Foods.\n- Wren reports to Nadia.\n- Pinnacle Software is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1849", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4275: employee Deshawn S., hired 12 April 2020, separated 21 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4275?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1850", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 57086\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1851", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 05 February 2025): For employees hired on or after 05 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9901: employee Zoya A., hired 27 September 2021, separated 03 April 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-9901 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Amara.\n- Stefan reports to Sanne.\n- Summit Energy was founded in 1990.\n- Amara works for Beacon Insurance.\n- Atlas Freight was founded in 1986.\n- Elena works for Summit Energy.\n- Stefan works for Atlas Freight.\n- Mateo reports to Hana.\n- Nadia reports to Felix.\n- Beacon Insurance was founded in 1999.\n- Mateo works for Atlas Freight.\n- Priya works for Summit Energy.\n- Lucia works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Elena reports to Emeka.\n- Nadia works for Atlas Freight.\n- Beacon Insurance is headquartered in Adelaide.\n- Summit Energy is headquartered in Nagoya.\n- Pablo reports to Lucia.\n- Felix works for Beacon Insurance.\n- Lucia reports to Stefan.\n- Emeka works for Atlas Freight.\n- Sanne reports to Elena.\n- Crescent Telecom is headquartered in Tampere.\n- Sanne works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Hana reports to Nadia.\n- Priya reports to Mateo.\n- Atlas Freight is headquartered in Nagoya.\n- Crescent Telecom was founded in 2004.\n- Amara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1853", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1854", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 4991, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1855", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1856", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7432: employee Felix M., hired 23 October 2019, separated 14 January 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7432?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1857", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2353: employee Leila R., hired 11 September 2023, separated 15 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2353?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1858", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1859", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 September 2024): For employees hired on or after 29 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8461: employee Stefan S., hired 19 September 2022, separated 28 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-8461 under the controlling rules.", "criteria": {"0": "$5,800", "1": "$6,750", "2": "$6,800", "3": "$29,467"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1860", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tobias.\n- Beacon Insurance is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Hana works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Pablo reports to Zoya.\n- Helios Logistics is headquartered in Oslo.\n- Helios Logistics was founded in 1983.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Leila reports to Pablo.\n- Viktor works for Beacon Insurance.\n- Ingrid works for Crescent Telecom.\n- Sanne works for Helios Logistics.\n- Northwind Systems was founded in 1991.\n- Crescent Telecom was founded in 1976.\n- Omar reports to Mei.\n- Hana reports to Omar.\n- Leila works for Crescent Telecom.\n- Mei reports to Ingrid.\n- Northwind Systems is headquartered in Oslo.\n- Zoya reports to Viktor.\n- Emeka works for Crescent Telecom.\n- Viktor reports to Emeka.\n- Zoya works for Beacon Insurance.\n- Tobias reports to Hana.\n- Emeka reports to Kenji.\n- Tobias works for Helios Logistics.\n- Kenji reports to Sanne.\n- Omar works for Beacon Insurance.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Beacon Insurance is headquartered in Turku.\n- Pinnacle Software is headquartered in Basel.\n- Atlas Freight is headquartered in Lyon.\n- Stefan works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Beacon Insurance was founded in 1990.\n- Mara works for Pinnacle Software.\n- Cobalt Health was founded in 1987.\n- Stefan reports to Priya.\n- Anders reports to Bruno.\n- Cobalt Health is headquartered in Lyon.\n- Mara reports to Stefan.\n- Emeka reports to Mara.\n- Yuki works for Atlas Freight.\n- Jonas reports to Emeka.\n- Bruno reports to Jonas.\n- Jonas works for Cobalt Health.\n- Pinnacle Software was founded in 2006.\n- Emeka works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Priya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Dmitri.\n- Dmitri reports to Stefan.\n- Sofia reports to Viktor.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1999.\n- Kenji works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Turku.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bruno works for Cedar Retail Group.\n- Aisha works for Ironwood Manufacturing.\n- Kenji reports to Sofia.\n- Viktor works for Beacon Insurance.\n- Bruno reports to Kenji.\n- Stefan reports to Bruno.\n- Amara works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.\n- Chiara reports to Emeka.\n- Dmitri works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1984.\n- Amara reports to Aisha.\n- Chiara works for Cedar Retail Group.\n- Beacon Insurance was founded in 1986.\n- Cedar Retail Group was founded in 2008.\n- Cedar Retail Group is headquartered in Dunedin.\n- Viktor reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1864", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1865", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6143: employee Viktor M., hired 22 November 2020, separated 29 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6143?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1866", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1867", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1868", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-2 (VERSION 7, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 04 September 2025): For employees hired on or after 04 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8736: employee Ingrid A., hired 05 April 2022, separated 25 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8736?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1869", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2874: employee Elena A., hired 26 November 2020, separated 10 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2874?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1870", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7495: employee Jonas A., hired 18 March 2022, separated 08 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7495?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1978.\n- Chiara reports to Yuki.\n- Bluepine Aviation was founded in 1981.\n- Mei works for Summit Energy.\n- Chiara works for Bluepine Aviation.\n- Meridian Bank was founded in 2001.\n- Mei reports to Bruno.\n- Meridian Bank is headquartered in Malmo.\n- Vantage Air is headquartered in Malmo.\n- Bruno reports to Mateo.\n- Nadia works for Bluepine Aviation.\n- Mateo works for Meridian Bank.\n- Sanne works for Bluepine Aviation.\n- Mateo reports to Viktor.\n- Summit Energy was founded in 2008.\n- Bluepine Aviation is headquartered in Valencia.\n- Yuki works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Bruno works for Summit Energy.\n- Yuki reports to Sanne.\n- Summit Energy is headquartered in Malmo.\n- Viktor reports to Chiara.\n- Nadia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Sanne reports to Priya.\n- Summit Energy is headquartered in Leeds.\n- Priya works for Summit Energy.\n- Sanne works for Summit Energy.\n- Omar works for Helios Logistics.\n- Priya reports to Mei.\n- Zoya works for Summit Energy.\n- Mei works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Ingrid reports to Zoya.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Chiara reports to Callum.\n- Lattice Analytics is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1983.\n- Callum reports to Hana.\n- Helios Logistics was founded in 1982.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Zoya reports to Tessa.\n- Yuki works for Ironwood Manufacturing.\n- Viktor reports to Chiara.\n- Omar reports to Yuki.\n- Hana reports to Sanne.\n- Callum works for Ironwood Manufacturing.\n- Ingrid works for Lattice Analytics.\n- Summit Energy was founded in 2002.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Yuki reports to Ingrid.\n- Mei reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1873", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1874", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4415: employee Kenji K., hired 11 August 2022, separated 24 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4415?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1875", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Omar.\n- Tobias reports to Wren.\n- Sanne works for Beacon Insurance.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Wren works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1982.\n- Sanne reports to Hana.\n- Hana works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Hana reports to Tobias.\n- Beacon Insurance is headquartered in Oslo.\n- Omar reports to Sanne.\n- Omar works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Anders.\n- Priya reports to Nadia.\n- Helios Logistics was founded in 1997.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1993.\n- Yuki reports to Priya.\n- Ironwood Manufacturing is headquartered in Austin.\n- Helios Logistics is headquartered in Oslo.\n- Nadia works for Ironwood Manufacturing.\n- Yuki works for Beacon Insurance.\n- Nadia reports to Kenji.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Tessa works for Northwind Systems.\n- Anders works for Atlas Freight.\n- Emeka works for Bluepine Aviation.\n- Hana reports to Emeka.\n- Hana works for Vantage Air.\n- Northwind Systems is headquartered in Bergen.\n- Emeka reports to Sofia.\n- Sofia reports to Ravi.\n- Kenji reports to Anders.\n- Dmitri reports to Tessa.\n- Sofia works for Bluepine Aviation.\n- Kenji works for Northwind Systems.\n- Vantage Air was founded in 1983.\n- Atlas Freight was founded in 1991.\n- Atlas Freight is headquartered in Malmo.\n- Bluepine Aviation was founded in 1995.\n- Tessa reports to Hana.\n- Bluepine Aviation is headquartered in Bergen.\n- Ingrid works for Vantage Air.\n- Ravi reports to Kenji.\n- Northwind Systems was founded in 1991.\n- Anders reports to Ingrid.\n- Bruno reports to Dmitri.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1878", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1879", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1556: employee Omar S., hired 03 March 2023, separated 18 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1556?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1880", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5837: employee Nadia R., hired 30 October 2022, separated 05 July 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5837?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1881", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1882", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1883", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Ravi reports to Deshawn.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2014.\n- Lucia reports to Elena.\n- Mateo reports to Viktor.\n- Ironwood Manufacturing was founded in 2012.\n- Lucia works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tampere.\n- Cedar Retail Group was founded in 2000.\n- Wren reports to Ravi.\n- Ironwood Manufacturing is headquartered in Brno.\n- Cedar Retail Group is headquartered in Lyon.\n- Pinnacle Software is headquartered in Brno.\n- Viktor works for Ironwood Manufacturing.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Pablo works for Cedar Retail Group.\n- Deshawn reports to Mateo.\n- Viktor reports to Pablo.\n- Elena works for Pinnacle Software.\n- Ravi works for Northwind Systems.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1885", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1886", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1091: employee Anders B., hired 11 November 2024, separated 17 May 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1091?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1887", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Hana.\n- Hana reports to Pablo.\n- Stefan works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Summit Energy was founded in 1998.\n- Pablo reports to Stefan.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Meridian Bank is headquartered in Lyon.\n- Vantage Air was founded in 2001.\n- Summit Energy is headquartered in Lyon.\n- Vantage Air is headquartered in Oslo.\n- Chiara reports to Omar.\n- Mei reports to Mateo.\n- Viktor reports to Zoya.\n- Omar works for Bluepine Aviation.\n- Omar reports to Aisha.\n- Stefan reports to Chiara.\n- Mateo works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank was founded in 1999.\n- Mei works for Summit Energy.\n- Bluepine Aviation is headquartered in Ghent.\n- Chiara works for Bluepine Aviation.\n- Zoya works for Summit Energy.\n- Aisha reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-1889", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 35690 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1890", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6920: employee Yuki R., hired 30 May 2022, separated 26 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6920?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1891", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1892", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7465: employee Nadia K., hired 26 July 2022, separated 12 April 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7465?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1893", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1894", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics was founded in 1983.\n- Callum reports to Chiara.\n- Mateo reports to Omar.\n- Lattice Analytics is headquartered in Tampere.\n- Jonas works for Atlas Freight.\n- Callum works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tampere.\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Chiara reports to Mara.\n- Hana reports to Mateo.\n- Fernhill Foods was founded in 2002.\n- Chiara works for Fernhill Foods.\n- Omar works for Ironwood Manufacturing.\n- Mateo works for Fernhill Foods.\n- Mara works for Atlas Freight.\n- Jonas reports to Callum.\n- Zoya reports to Hana.\n- Mara reports to Zoya.\n- Atlas Freight was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Ingrid reports to Stefan.\n- Pinnacle Software was founded in 2013.\n- Summit Energy is headquartered in Nagoya.\n- Viktor works for Pinnacle Software.\n- Fernhill Foods was founded in 1996.\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Hana.\n- Mateo works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Leila reports to Nadia.\n- Emeka works for Fernhill Foods.\n- Mei reports to Mateo.\n- Summit Energy was founded in 1984.\n- Mei works for Meridian Bank.\n- Ingrid works for Summit Energy.\n- Viktor reports to Deshawn.\n- Hana reports to Leila.\n- Deshawn works for Meridian Bank.\n- Stefan works for Summit Energy.\n- Nadia works for Summit Energy.\n- Meridian Bank is headquartered in Brno.\n- Deshawn reports to Ingrid.\n- Emeka reports to Mei.\n- Meridian Bank was founded in 2006.\n- Stefan reports to Emeka.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1897", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6523: employee Emeka T., hired 09 August 2023, separated 28 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6523?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1898", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1899", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3496: employee Nadia T., hired 12 June 2023, separated 05 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-3496 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$5,615", "2": "$4,154", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sofia.\n- Atlas Freight was founded in 1987.\n- Meridian Bank was founded in 1977.\n- Hana reports to Tobias.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Wren.\n- Zoya works for Lattice Analytics.\n- Tobias reports to Deshawn.\n- Hana works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Zoya reports to Sanne.\n- Cobalt Health is headquartered in Basel.\n- Felix reports to Ingrid.\n- Sanne reports to Felix.\n- Sanne works for Meridian Bank.\n- Priya reports to Tessa.\n- Wren reports to Zoya.\n- Priya works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Meridian Bank is headquartered in Lyon.\n- Lattice Analytics was founded in 1998.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid works for Cobalt Health.\n- Tessa works for Lattice Analytics.\n- Jonas reports to Priya.\n- Felix works for Lattice Analytics.\n- Cobalt Health was founded in 1987.\n- Wren works for Meridian Bank.\n- Tobias works for Lattice Analytics.\n- Sofia reports to Hana.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Zoya reports to Deshawn.\n- Leila reports to Zoya.\n- Aisha reports to Mei.\n- Amara reports to Leila.\n- Deshawn reports to Kenji.\n- Kenji reports to Aisha.\n- Deshawn works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1991.\n- Tobias works for Cedar Retail Group.\n- Mei reports to Chiara.\n- Mateo works for Helios Logistics.\n- Chiara works for Ironwood Manufacturing.\n- Zoya works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Chiara reports to Ravi.\n- Kenji works for Ironwood Manufacturing.\n- Viktor reports to Mateo.\n- Ironwood Manufacturing was founded in 2013.\n- Cedar Retail Group is headquartered in Ghent.\n- Amara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2006.\n- Beacon Insurance is headquartered in Malmo.\n- Tobias reports to Viktor.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Helios Logistics is headquartered in Malmo.\n- Helios Logistics was founded in 2001.\n- Ravi works for Ironwood Manufacturing.\n- Viktor works for Helios Logistics.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1986", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1902", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1987.\n- Cobalt Health is headquartered in Brno.\n- Callum reports to Deshawn.\n- Northwind Systems was founded in 1986.\n- Wren works for Northwind Systems.\n- Zoya works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Deshawn reports to Bruno.\n- Mei works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1978.\n- Bruno works for Northwind Systems.\n- Mara reports to Amara.\n- Tobias reports to Aisha.\n- Aisha works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tobias works for Cobalt Health.\n- Stefan works for Ironwood Manufacturing.\n- Bruno reports to Zoya.\n- Stefan reports to Mei.\n- Callum works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Amara reports to Stefan.\n- Northwind Systems is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2006.\n- Deshawn works for Cobalt Health.\n- Beacon Insurance is headquartered in Basel.\n- Pablo reports to Tobias.\n- Wren reports to Callum.\n- Pablo works for Ironwood Manufacturing.\n- Zoya reports to Mara.\n- Mei reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1904", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2025: employee Yuki S., hired 08 November 2022, separated 14 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2025?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1905", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 96068 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1985.\n- Cobalt Health was founded in 1983.\n- Mei reports to Deshawn.\n- Lattice Analytics is headquartered in Turku.\n- Yuki works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Yuki reports to Lucia.\n- Kenji reports to Callum.\n- Mateo reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Meridian Bank is headquartered in Halifax.\n- Ingrid works for Beacon Insurance.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Lucia reports to Ingrid.\n- Cobalt Health is headquartered in Nagoya.\n- Ingrid reports to Mei.\n- Callum reports to Yuki.\n- Kenji works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Lucia works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1907", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 September 2025): For employees hired on or after 06 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7277: employee Bruno A., hired 16 March 2025, separated 12 July 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7277?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1908", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6376: employee Priya A., hired 24 January 2024, separated 09 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-6376 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$4,000", "3": "$1,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1909", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "refill_rx", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1910", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Mei works for Cobalt Health.\n- Cedar Retail Group was founded in 1988.\n- Ravi works for Cobalt Health.\n- Dmitri reports to Elena.\n- Jonas works for Cedar Retail Group.\n- Sofia reports to Chiara.\n- Wren works for Cobalt Health.\n- Elena reports to Leila.\n- Ravi reports to Jonas.\n- Jonas reports to Sanne.\n- Chiara works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Fernhill Foods is headquartered in Austin.\n- Mei reports to Sofia.\n- Leila reports to Mei.\n- Aisha reports to Wren.\n- Cobalt Health is headquartered in Halifax.\n- Beacon Insurance was founded in 1986.\n- Chiara reports to Ravi.\n- Aisha works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Fernhill Foods was founded in 1978.\n- Sanne reports to Hana.\n- Leila works for Cobalt Health.\n- Sanne works for Fernhill Foods.\n- Hana reports to Aisha.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ingrid.\n- Tobias works for Summit Energy.\n- Sanne reports to Tobias.\n- Chiara reports to Sanne.\n- Mateo works for Fernhill Foods.\n- Cedar Retail Group was founded in 2014.\n- Sofia reports to Aisha.\n- Lucia works for Summit Energy.\n- Aisha reports to Lucia.\n- Lucia reports to Yuki.\n- Fernhill Foods is headquartered in Malmo.\n- Sanne works for Summit Energy.\n- Zoya works for Summit Energy.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 1981.\n- Summit Energy is headquartered in Ghent.\n- Sofia works for Fernhill Foods.\n- Ingrid reports to Sofia.\n- Tobias reports to Zoya.\n- Mateo reports to Chiara.\n- Aisha works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Malmo.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.\n- Crescent Telecom is headquartered in Turku.\n- Summit Energy was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1999", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group is headquartered in Turku.\n- Cedar Retail Group was founded in 1993.\n- Cobalt Health is headquartered in Cork.\n- Emeka reports to Amara.\n- Zoya reports to Sanne.\n- Tobias works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 1997.\n- Sanne works for Lattice Analytics.\n- Dmitri reports to Emeka.\n- Amara works for Lattice Analytics.\n- Sanne reports to Tobias.\n- Northwind Systems was founded in 1999.\n- Omar reports to Yuki.\n- Tobias reports to Omar.\n- Omar works for Lattice Analytics.\n- Amara reports to Zoya.\n- Lattice Analytics is headquartered in Oslo.\n- Yuki works for Lattice Analytics.\n- Zoya works for Northwind Systems.\n- Cobalt Health was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1914", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8892: employee Hana R., hired 13 January 2023, separated 11 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8892?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1915", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1916", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7897: employee Yuki T., hired 22 May 2021, separated 25 April 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-7897 under the controlling rules.", "criteria": {"0": "$32,608", "1": "$7,612", "2": "$6,525", "3": "$7,525"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1917", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4899: employee Omar R., hired 06 December 2022, separated 19 September 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-4899 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$7,231", "2": "$8,308", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4899 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1918", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1919", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6523: employee Tessa T., hired 13 May 2023, separated 26 November 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-6523 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,500", "2": "$17,333", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1920", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1921", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9988: employee Anders B., hired 26 July 2020, separated 18 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9988?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1922", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8831: employee Dmitri T., hired 01 July 2022, separated 23 May 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8831?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1923", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Ravi reports to Dmitri.\n- Lattice Analytics was founded in 1999.\n- Cobalt Health is headquartered in Malmo.\n- Zoya reports to Mara.\n- Mei works for Beacon Insurance.\n- Emeka reports to Ravi.\n- Callum works for Lattice Analytics.\n- Pablo works for Ironwood Manufacturing.\n- Mara works for Lattice Analytics.\n- Cobalt Health was founded in 1996.\n- Dmitri reports to Pablo.\n- Ironwood Manufacturing was founded in 2004.\n- Zoya works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Hana reports to Callum.\n- Dmitri works for Cobalt Health.\n- Beacon Insurance was founded in 1993.\n- Pablo reports to Yuki.\n- Callum reports to Emeka.\n- Ravi works for Beacon Insurance.\n- Mei reports to Hana.\n- Yuki reports to Zoya.\n- Lattice Analytics is headquartered in Malmo.\n- Yuki works for Lattice Analytics.\n- Hana works for Beacon Insurance.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1925", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1926", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1927", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3719: employee Omar M., hired 28 November 2020, separated 21 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3719?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1928", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1929", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 09 December 2022): For employees hired on or after 09 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2771: employee Mara S., hired 07 May 2021, separated 27 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2771?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-1930", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9239: employee Nadia T., hired 05 May 2021, separated 23 June 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2025-9239 under the controlling rules.", "criteria": {"0": "$8,725", "1": "$35,642", "2": "$8,138", "3": "$8,225"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Felix works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Amara reports to Nadia.\n- Priya works for Vantage Air.\n- Yuki works for Northwind Systems.\n- Felix reports to Amara.\n- Kenji works for Northwind Systems.\n- Mei reports to Yuki.\n- Pablo reports to Priya.\n- Vantage Air was founded in 1997.\n- Mei works for Northwind Systems.\n- Cobalt Health was founded in 1996.\n- Vantage Air is headquartered in Turku.\n- Northwind Systems was founded in 1977.\n- Nadia works for Vantage Air.\n- Kenji reports to Felix.\n- Northwind Systems is headquartered in Turku.\n- Crescent Telecom was founded in 1975.\n- Yuki reports to Pablo.\n- Crescent Telecom is headquartered in Adelaide.\n- Cobalt Health is headquartered in Adelaide.\n- Priya reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1932", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1463: employee Jonas K., hired 29 October 2020, separated 23 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1463?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1933", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1934", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1935", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7855: employee Sanne A., hired 23 January 2022, separated 12 October 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-7855 under the controlling rules.", "criteria": {"0": "$14,750", "1": "$16,750", "2": "$14,688", "3": "$63,917"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1936", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5092: employee Ingrid T., hired 16 April 2024, separated 07 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-5092 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$4,062", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2006.\n- Wren works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Omar reports to Wren.\n- Helios Logistics was founded in 1993.\n- Vantage Air is headquartered in Cork.\n- Tobias works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Felix reports to Aisha.\n- Vantage Air was founded in 2006.\n- Pinnacle Software is headquartered in Tampere.\n- Ravi reports to Zoya.\n- Fernhill Foods was founded in 2008.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Aisha reports to Omar.\n- Viktor works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tampere.\n- Omar works for Helios Logistics.\n- Tobias reports to Ravi.\n- Zoya reports to Viktor.\n- Felix works for Fernhill Foods.\n- Viktor reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Mei reports to Ingrid.\n- Tessa reports to Chiara.\n- Cedar Retail Group was founded in 1978.\n- Kenji reports to Tessa.\n- Mei works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Deshawn reports to Aisha.\n- Aisha reports to Elena.\n- Atlas Freight was founded in 1994.\n- Pinnacle Software was founded in 2001.\n- Cobalt Health is headquartered in Nagoya.\n- Tessa works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Elena reports to Mei.\n- Elena works for Atlas Freight.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Austin.\n- Ingrid reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Atlas Freight is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1939", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Pinnacle Software is headquartered in Austin.\n- Zoya works for Cobalt Health.\n- Atlas Freight was founded in 2012.\n- Cobalt Health is headquartered in Nagoya.\n- Cobalt Health was founded in 2005.\n- Anders reports to Felix.\n- Felix works for Pinnacle Software.\n- Hana reports to Anders.\n- Nadia reports to Leila.\n- Anders works for Atlas Freight.\n- Zoya reports to Mara.\n- Hana works for Pinnacle Software.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2003.\n- Mei works for Northwind Systems.\n- Omar reports to Zoya.\n- Mei reports to Hana.\n- Mara reports to Mei.\n- Nadia works for Pinnacle Software.\n- Leila reports to Omar.\n- Leila works for Cobalt Health.\n- Atlas Freight is headquartered in Nagoya.\n- Kenji reports to Nadia.\n- Pinnacle Software was founded in 1981.\n- Mara works for Cobalt Health.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1941", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7684: employee Jonas A., hired 07 December 2021, separated 02 July 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7684?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Bruno.\n- Crescent Telecom was founded in 2009.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Amara.\n- Omar works for Vantage Air.\n- Crescent Telecom is headquartered in Porto.\n- Dmitri works for Fernhill Foods.\n- Amara reports to Omar.\n- Bruno reports to Priya.\n- Dmitri reports to Tessa.\n- Aisha reports to Stefan.\n- Fernhill Foods is headquartered in Austin.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Aisha.\n- Omar reports to Sanne.\n- Tessa works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Amara works for Vantage Air.\n- Felix reports to Dmitri.\n- Vantage Air was founded in 1987.\n- Cobalt Health was founded in 1979.\n- Fernhill Foods was founded in 1981.\n- Cobalt Health is headquartered in Lyon.\n- Bruno works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1943", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Vantage Air was founded in 1978.\n- Atlas Freight is headquartered in Porto.\n- Elena works for Vantage Air.\n- Ingrid reports to Priya.\n- Vantage Air is headquartered in Nagoya.\n- Summit Energy is headquartered in Halifax.\n- Priya reports to Leila.\n- Aisha works for Lattice Analytics.\n- Leila reports to Aisha.\n- Elena reports to Tobias.\n- Lattice Analytics was founded in 1997.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1985.\n- Yuki reports to Ingrid.\n- Tobias works for Summit Energy.\n- Pablo reports to Yuki.\n- Aisha reports to Elena.\n- Yuki works for Atlas Freight.\n- Leila works for Vantage Air.\n- Lattice Analytics is headquartered in Malmo.\n- Priya works for Atlas Freight.\n- Summit Energy was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Felix reports to Sanne.\n- Jonas reports to Hana.\n- Cobalt Health is headquartered in Valencia.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Chiara.\n- Stefan reports to Jonas.\n- Cobalt Health was founded in 1994.\n- Pablo reports to Ravi.\n- Hana reports to Pablo.\n- Pinnacle Software is headquartered in Lyon.\n- Pablo works for Atlas Freight.\n- Jonas works for Northwind Systems.\n- Hana works for Cobalt Health.\n- Chiara works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Chiara reports to Felix.\n- Atlas Freight is headquartered in Lyon.\n- Sanne works for Northwind Systems.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Northwind Systems was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1946", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1947", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7211: employee Hana S., hired 03 April 2020, separated 07 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7211?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1948", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1949", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 April 2023): For employees hired on or after 02 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5531: employee Sofia S., hired 30 October 2019, separated 27 April 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5531?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Viktor reports to Aisha.\n- Amara reports to Yuki.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Sofia.\n- Omar reports to Viktor.\n- Cedar Retail Group was founded in 2009.\n- Ironwood Manufacturing was founded in 1983.\n- Sofia works for Cedar Retail Group.\n- Fernhill Foods was founded in 1997.\n- Omar works for Ironwood Manufacturing.\n- Viktor works for Vantage Air.\n- Fernhill Foods is headquartered in Brno.\n- Yuki works for Fernhill Foods.\n- Sofia reports to Deshawn.\n- Cedar Retail Group is headquartered in Brno.\n- Deshawn works for Fernhill Foods.\n- Vantage Air was founded in 1984.\n- Aisha works for Ironwood Manufacturing.\n- Amara works for Cedar Retail Group.\n- Deshawn reports to Omar.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Aisha reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1951", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1544: employee Mateo A., hired 11 February 2023, separated 02 March 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1544?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Emeka reports to Wren.\n- Wren works for Bluepine Aviation.\n- Sanne reports to Amara.\n- Yuki reports to Sanne.\n- Ironwood Manufacturing is headquartered in Brno.\n- Amara reports to Emeka.\n- Tobias reports to Ingrid.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1980.\n- Felix reports to Tobias.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Cobalt Health was founded in 1979.\n- Bluepine Aviation was founded in 1991.\n- Ingrid works for Cobalt Health.\n- Emeka works for Fernhill Foods.\n- Tobias works for Cobalt Health.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health is headquartered in Tampere.\n- Amara works for Cobalt Health.\n- Wren reports to Felix.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1953", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1954", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 28952\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Turku.\n- Anders reports to Viktor.\n- Bluepine Aviation was founded in 2012.\n- Anders works for Bluepine Aviation.\n- Leila reports to Ingrid.\n- Viktor works for Summit Energy.\n- Nadia reports to Bruno.\n- Lucia reports to Nadia.\n- Bruno reports to Anders.\n- Nadia works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Turku.\n- Sofia works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Sofia reports to Lucia.\n- Pinnacle Software was founded in 1975.\n- Viktor reports to Leila.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1992.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1956", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Kenji.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Halifax.\n- Helios Logistics is headquartered in Ghent.\n- Stefan reports to Mateo.\n- Cedar Retail Group was founded in 1978.\n- Sofia reports to Dmitri.\n- Mateo works for Bluepine Aviation.\n- Kenji works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Helios Logistics was founded in 1995.\n- Cobalt Health was founded in 2015.\n- Elena works for Helios Logistics.\n- Kenji reports to Sofia.\n- Bluepine Aviation was founded in 2009.\n- Wren works for Cedar Retail Group.\n- Elena reports to Wren.\n- Leila reports to Stefan.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri reports to Elena.\n- Cobalt Health is headquartered in Austin.\n- Dmitri works for Cobalt Health.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1958", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1959", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1960", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1961", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1613: employee Priya B., hired 27 February 2020, separated 15 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1613?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-1962", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Mara reports to Felix.\n- Leila works for Helios Logistics.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Mara works for Summit Energy.\n- Bruno reports to Dmitri.\n- Ravi reports to Omar.\n- Omar reports to Mara.\n- Beacon Insurance was founded in 2002.\n- Leila reports to Ravi.\n- Bruno works for Summit Energy.\n- Helios Logistics is headquartered in Dunedin.\n- Omar works for Helios Logistics.\n- Felix reports to Elena.\n- Felix works for Helios Logistics.\n- Summit Energy was founded in 2003.\n- Atlas Freight is headquartered in Dunedin.\n- Dmitri reports to Leila.\n- Dmitri works for Beacon Insurance.\n- Helios Logistics was founded in 1998.\n- Beacon Insurance is headquartered in Dunedin.\n- Atlas Freight was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1964", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-1965", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1966", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1967", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1029: employee Kenji M., hired 30 December 2019, separated 22 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1029?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-1968", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8586: employee Lucia R., hired 27 October 2021, separated 11 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8586?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-1969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tallinn.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 1980.\n- Deshawn reports to Aisha.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Anders works for Lattice Analytics.\n- Deshawn works for Bluepine Aviation.\n- Felix reports to Chiara.\n- Lattice Analytics is headquartered in Lyon.\n- Chiara reports to Deshawn.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pablo reports to Anders.\n- Zoya reports to Kenji.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Elena works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Elena reports to Ingrid.\n- Ingrid reports to Zoya.\n- Anders reports to Elena.\n- Bluepine Aviation was founded in 1983.\n- Zoya works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2005.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-1970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Beacon Insurance was founded in 2009.\n- Viktor reports to Tessa.\n- Viktor works for Northwind Systems.\n- Amara reports to Stefan.\n- Mei reports to Hana.\n- Amara works for Fernhill Foods.\n- Callum reports to Amara.\n- Crescent Telecom was founded in 1996.\n- Tessa works for Northwind Systems.\n- Fernhill Foods was founded in 1978.\n- Beacon Insurance is headquartered in Turku.\n- Callum works for Beacon Insurance.\n- Stefan reports to Mei.\n- Crescent Telecom is headquartered in Valencia.\n- Fernhill Foods is headquartered in Turku.\n- Elena works for Beacon Insurance.\n- Northwind Systems was founded in 2014.\n- Tessa reports to Elena.\n- Mei works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Stefan works for Beacon Insurance.\n- Hana reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1971", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1995.\n- Viktor reports to Sofia.\n- Wren works for Bluepine Aviation.\n- Yuki works for Vantage Air.\n- Dmitri reports to Elena.\n- Vantage Air is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren reports to Yuki.\n- Fernhill Foods was founded in 1986.\n- Sofia works for Ironwood Manufacturing.\n- Nadia reports to Viktor.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sofia reports to Wren.\n- Ironwood Manufacturing was founded in 1983.\n- Elena works for Fernhill Foods.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Nadia works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Adelaide.\n- Elena reports to Tobias.\n- Tobias reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1973", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-1974", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4877: employee Amara M., hired 23 August 2023, separated 26 January 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4877?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1975", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 18357 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-1976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Wren reports to Dmitri.\n- Elena reports to Callum.\n- Callum works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Meridian Bank is headquartered in Porto.\n- Callum reports to Sanne.\n- Mara reports to Lucia.\n- Pinnacle Software was founded in 1992.\n- Fernhill Foods was founded in 1996.\n- Ravi reports to Elena.\n- Crescent Telecom was founded in 2012.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Lucia reports to Wren.\n- Wren works for Crescent Telecom.\n- Emeka reports to Stefan.\n- Lucia works for Crescent Telecom.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Ravi.\n- Elena works for Fernhill Foods.\n- Emeka works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Stefan reports to Mara.\n- Fernhill Foods is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1977", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "book_flight", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1978", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7324: employee Ravi T., hired 05 November 2023, separated 28 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7324?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1979", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-1980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 2010.\n- Tobias works for Ironwood Manufacturing.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1995.\n- Omar reports to Chiara.\n- Bluepine Aviation is headquartered in Halifax.\n- Wren reports to Kenji.\n- Omar works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Anders.\n- Bruno works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Bruno reports to Omar.\n- Chiara reports to Wren.\n- Anders works for Bluepine Aviation.\n- Mei reports to Viktor.\n- Priya reports to Tobias.\n- Lattice Analytics was founded in 1981.\n- Kenji works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Kenji reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2006.\n- Anders reports to Bruno.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cedar Retail Group.\n- Tessa works for Helios Logistics.\n- Pablo reports to Anders.\n- Vantage Air was founded in 2005.\n- Viktor reports to Priya.\n- Ingrid reports to Aisha.\n- Wren reports to Leila.\n- Priya works for Vantage Air.\n- Priya reports to Sofia.\n- Meridian Bank is headquartered in Cork.\n- Vantage Air is headquartered in Austin.\n- Sofia works for Cedar Retail Group.\n- Anders works for Vantage Air.\n- Leila works for Cedar Retail Group.\n- Sofia reports to Callum.\n- Ingrid works for Vantage Air.\n- Aisha works for Meridian Bank.\n- Cedar Retail Group was founded in 1995.\n- Aisha reports to Tessa.\n- Leila reports to Ingrid.\n- Helios Logistics is headquartered in Austin.\n- Callum reports to Pablo.\n- Pablo works for Helios Logistics.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Wren.\n- Helios Logistics was founded in 1993.\n- Viktor works for Helios Logistics.\n- Meridian Bank was founded in 1984.\n- Cedar Retail Group is headquartered in Nagoya.\n- Anders reports to Sanne.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Lucia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Cork.\n- Pablo reports to Felix.\n- Emeka reports to Sofia.\n- Zoya reports to Lucia.\n- Mara reports to Emeka.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lucia reports to Pablo.\n- Zoya works for Bluepine Aviation.\n- Summit Energy was founded in 2004.\n- Stefan works for Northwind Systems.\n- Felix reports to Stefan.\n- Sofia reports to Chiara.\n- Northwind Systems is headquartered in Cork.\n- Omar works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Stefan reports to Omar.\n- Cobalt Health was founded in 1980.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Sofia works for Cobalt Health.\n- Chiara reports to Zoya.\n- Northwind Systems was founded in 1989.\n- Chiara works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Bluepine Aviation was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-1983", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5539: employee Zoya K., hired 17 May 2021, separated 18 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5539?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-1984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1985.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2000.\n- Sofia reports to Zoya.\n- Sofia works for Beacon Insurance.\n- Dmitri reports to Ravi.\n- Pablo reports to Nadia.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha reports to Stefan.\n- Pablo works for Ironwood Manufacturing.\n- Stefan reports to Kenji.\n- Meridian Bank was founded in 1980.\n- Kenji works for Meridian Bank.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Sofia.\n- Meridian Bank is headquartered in Dunedin.\n- Helios Logistics was founded in 1976.\n- Ravi works for Meridian Bank.\n- Zoya reports to Viktor.\n- Helios Logistics is headquartered in Oslo.\n- Zoya works for Ironwood Manufacturing.\n- Ravi reports to Aisha.\n- Stefan works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Aisha works for Helios Logistics.\n- Viktor reports to Dmitri.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-1985", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1986", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-1987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1980.\n- Atlas Freight was founded in 1975.\n- Aisha works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Callum works for Bluepine Aviation.\n- Ravi works for Cobalt Health.\n- Pablo reports to Callum.\n- Helios Logistics is headquartered in Oslo.\n- Bluepine Aviation was founded in 1987.\n- Zoya works for Cobalt Health.\n- Bluepine Aviation is headquartered in Oslo.\n- Ingrid reports to Ravi.\n- Felix works for Atlas Freight.\n- Aisha reports to Ingrid.\n- Pablo works for Bluepine Aviation.\n- Zoya reports to Aisha.\n- Deshawn works for Bluepine Aviation.\n- Ravi reports to Felix.\n- Cobalt Health was founded in 1987.\n- Ingrid works for Helios Logistics.\n- Deshawn reports to Zoya.\n- Cobalt Health is headquartered in Oslo.\n- Callum reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1978", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1988", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1989", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1990", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1991", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3558: employee Ingrid B., hired 02 March 2023, separated 11 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3558?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-1992", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-1993", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "weather", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1994", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "deprovision", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-1995", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-1996", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6451: employee Mara A., hired 13 October 2023, separated 26 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6451?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-1997", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-1998", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-1999", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2000", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6591: employee Jonas A., hired 06 December 2022, separated 18 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6591?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2001", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2002", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 51087 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Ravi reports to Callum.\n- Chiara reports to Ingrid.\n- Ingrid works for Meridian Bank.\n- Callum works for Lattice Analytics.\n- Cobalt Health was founded in 2011.\n- Aisha reports to Jonas.\n- Callum reports to Kenji.\n- Meridian Bank is headquartered in Turku.\n- Ingrid reports to Aisha.\n- Emeka works for Cobalt Health.\n- Emeka reports to Ravi.\n- Sofia works for Northwind Systems.\n- Lattice Analytics is headquartered in Turku.\n- Kenji works for Lattice Analytics.\n- Mara works for Meridian Bank.\n- Sofia reports to Emeka.\n- Zoya works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Northwind Systems is headquartered in Ghent.\n- Mara reports to Zoya.\n- Kenji reports to Chiara.\n- Lattice Analytics was founded in 2008.\n- Tessa works for Lattice Analytics.\n- Cobalt Health is headquartered in Turku.\n- Aisha works for Lattice Analytics.\n- Chiara works for Cobalt Health.\n- Tessa reports to Sofia.\n- Ravi works for Northwind Systems.\n- Meridian Bank was founded in 1980.\n- Northwind Systems was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Brno.\n- Bruno works for Cedar Retail Group.\n- Kenji works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Pablo reports to Mara.\n- Tobias reports to Dmitri.\n- Cedar Retail Group was founded in 1978.\n- Ironwood Manufacturing was founded in 1979.\n- Dmitri reports to Mei.\n- Tobias works for Cedar Retail Group.\n- Mei works for Northwind Systems.\n- Pablo works for Pinnacle Software.\n- Mara reports to Kenji.\n- Pinnacle Software was founded in 2014.\n- Bruno reports to Tobias.\n- Pinnacle Software is headquartered in Bergen.\n- Dmitri works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1994.\n- Mara works for Pinnacle Software.\n- Mateo works for Northwind Systems.\n- Mateo reports to Bruno.\n- Mei reports to Pablo.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Sofia works for Helios Logistics.\n- Emeka works for Lattice Analytics.\n- Bruno reports to Ingrid.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 1983.\n- Tessa reports to Bruno.\n- Viktor works for Bluepine Aviation.\n- Emeka reports to Viktor.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Lattice Analytics was founded in 2011.\n- Priya works for Northwind Systems.\n- Bluepine Aviation was founded in 1994.\n- Ingrid reports to Anders.\n- Bruno works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tampere.\n- Aisha reports to Sofia.\n- Viktor reports to Tessa.\n- Priya reports to Emeka.\n- Anders reports to Tobias.\n- Lattice Analytics is headquartered in Tampere.\n- Tobias reports to Aisha.\n- Northwind Systems is headquartered in Tampere.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Callum.\n- Emeka reports to Mara.\n- Crescent Telecom is headquartered in Turku.\n- Priya works for Pinnacle Software.\n- Felix works for Beacon Insurance.\n- Callum works for Lattice Analytics.\n- Beacon Insurance is headquartered in Turku.\n- Leila reports to Felix.\n- Crescent Telecom was founded in 2006.\n- Pablo works for Beacon Insurance.\n- Felix reports to Priya.\n- Pinnacle Software is headquartered in Turku.\n- Sanne works for Lattice Analytics.\n- Viktor works for Crescent Telecom.\n- Aisha reports to Pablo.\n- Viktor reports to Nadia.\n- Callum reports to Sanne.\n- Pablo reports to Leila.\n- Lattice Analytics is headquartered in Malmo.\n- Beacon Insurance was founded in 1978.\n- Sanne reports to Emeka.\n- Lattice Analytics was founded in 1988.\n- Emeka works for Beacon Insurance.\n- Kenji reports to Aisha.\n- Pinnacle Software was founded in 1989.\n- Leila works for Pinnacle Software.\n- Mara reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2007", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2008", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2009", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9283: employee Sanne S., hired 30 September 2023, separated 11 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9283?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2010", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5864: employee Mei K., hired 05 April 2022, separated 03 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5864?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2011", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "change_seat", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Nadia works for Cedar Retail Group.\n- Ravi works for Lattice Analytics.\n- Tobias reports to Elena.\n- Elena works for Cedar Retail Group.\n- Dmitri reports to Aisha.\n- Cobalt Health is headquartered in Brno.\n- Aisha reports to Nadia.\n- Lattice Analytics is headquartered in Halifax.\n- Tobias works for Lattice Analytics.\n- Tessa reports to Dmitri.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics was founded in 1989.\n- Cobalt Health was founded in 2007.\n- Cedar Retail Group was founded in 1996.\n- Cedar Retail Group is headquartered in Oslo.\n- Ravi reports to Mei.\n- Callum reports to Mara.\n- Elena reports to Tessa.\n- Mara reports to Tobias.\n- Nadia reports to Emeka.\n- Mara works for Fernhill Foods.\n- Ingrid reports to Callum.\n- Aisha works for Cedar Retail Group.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Mei works for Lattice Analytics.\n- Mei reports to Ingrid.\n- Fernhill Foods was founded in 1992.\n- Callum works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Summit Energy was founded in 1976.\n- Yuki reports to Wren.\n- Ravi reports to Callum.\n- Cobalt Health is headquartered in Halifax.\n- Dmitri works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Callum reports to Leila.\n- Wren reports to Ravi.\n- Jonas reports to Kenji.\n- Cobalt Health was founded in 2003.\n- Ravi works for Fernhill Foods.\n- Jonas works for Cobalt Health.\n- Yuki works for Fernhill Foods.\n- Bruno works for Summit Energy.\n- Leila reports to Chiara.\n- Leila works for Cobalt Health.\n- Wren works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Dmitri reports to Jonas.\n- Chiara reports to Dmitri.\n- Fernhill Foods was founded in 1991.\n- Pinnacle Software was founded in 1995.\n- Kenji reports to Bruno.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2014", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1320: employee Wren S., hired 29 October 2020, separated 04 July 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1320?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Mei reports to Emeka.\n- Emeka reports to Pablo.\n- Anders reports to Felix.\n- Meridian Bank was founded in 1982.\n- Cedar Retail Group was founded in 2008.\n- Felix reports to Hana.\n- Fernhill Foods was founded in 1997.\n- Cobalt Health is headquartered in Basel.\n- Hana works for Cedar Retail Group.\n- Lucia reports to Mei.\n- Fernhill Foods is headquartered in Basel.\n- Meridian Bank is headquartered in Tampere.\n- Mei works for Cobalt Health.\n- Pablo works for Cedar Retail Group.\n- Mateo reports to Priya.\n- Cedar Retail Group is headquartered in Lyon.\n- Nadia reports to Anders.\n- Wren works for Meridian Bank.\n- Priya works for Fernhill Foods.\n- Hana reports to Zoya.\n- Felix works for Fernhill Foods.\n- Anders works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Zoya reports to Lucia.\n- Emeka works for Cedar Retail Group.\n- Wren reports to Mateo.\n- Nadia works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Pablo reports to Wren.\n- Cobalt Health was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2016", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6827: employee Elena R., hired 26 January 2024, separated 24 June 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6827?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6827 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2017", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9223: employee Sofia B., hired 24 February 2021, separated 14 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9223?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2018", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2019", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7306: employee Tobias B., hired 24 May 2021, separated 10 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7306?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2020", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6705: employee Tessa T., hired 18 September 2022, separated 18 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6705?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2021", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5957: employee Bruno S., hired 13 October 2021, separated 25 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5957?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mara.\n- Mei works for Crescent Telecom.\n- Lucia works for Cobalt Health.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid works for Crescent Telecom.\n- Hana reports to Lucia.\n- Omar reports to Mei.\n- Aisha reports to Deshawn.\n- Nadia works for Cobalt Health.\n- Amara works for Lattice Analytics.\n- Cobalt Health is headquartered in Bergen.\n- Mara works for Cobalt Health.\n- Lattice Analytics is headquartered in Bergen.\n- Omar works for Lattice Analytics.\n- Hana works for Beacon Insurance.\n- Amara reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Deshawn reports to Omar.\n- Beacon Insurance was founded in 1999.\n- Deshawn works for Beacon Insurance.\n- Crescent Telecom was founded in 1975.\n- Cobalt Health was founded in 1985.\n- Mara reports to Amara.\n- Nadia reports to Hana.\n- Lattice Analytics was founded in 2001.\n- Mei reports to Nadia.\n- Beacon Insurance is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2023", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "changes benefits enrollment", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Tessa works for Cedar Retail Group.\n- Bruno reports to Tobias.\n- Leila reports to Callum.\n- Leila works for Lattice Analytics.\n- Crescent Telecom is headquartered in Tallinn.\n- Crescent Telecom was founded in 1996.\n- Emeka reports to Elena.\n- Cedar Retail Group is headquartered in Cork.\n- Tessa reports to Emeka.\n- Elena works for Lattice Analytics.\n- Lucia works for Cedar Retail Group.\n- Emeka works for Crescent Telecom.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 2009.\n- Lucia reports to Bruno.\n- Cedar Retail Group was founded in 1975.\n- Lattice Analytics is headquartered in Cork.\n- Callum reports to Lucia.\n- Callum works for Lattice Analytics.\n- Bruno works for Crescent Telecom.\n- Lattice Analytics was founded in 1977.\n- Elena reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1975", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2025", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2026", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2316: employee Zoya A., hired 03 September 2022, separated 28 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2316?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Elena.\n- Ingrid reports to Stefan.\n- Kenji reports to Felix.\n- Elena reports to Hana.\n- Zoya reports to Lucia.\n- Felix reports to Wren.\n- Elena works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Atlas Freight was founded in 1985.\n- Wren reports to Ingrid.\n- Pinnacle Software is headquartered in Lyon.\n- Cobalt Health is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 1979.\n- Amara works for Pinnacle Software.\n- Zoya works for Cobalt Health.\n- Beacon Insurance is headquartered in Brno.\n- Stefan reports to Amara.\n- Felix works for Cobalt Health.\n- Lucia works for Beacon Insurance.\n- Amara reports to Zoya.\n- Hana works for Pinnacle Software.\n- Beacon Insurance was founded in 1993.\n- Pinnacle Software was founded in 1989.\n- Ingrid works for Pinnacle Software.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mateo.\n- Bluepine Aviation is headquartered in Leeds.\n- Leila works for Northwind Systems.\n- Kenji reports to Tessa.\n- Mateo works for Bluepine Aviation.\n- Crescent Telecom was founded in 2012.\n- Leila reports to Kenji.\n- Hana works for Meridian Bank.\n- Kenji works for Northwind Systems.\n- Bruno reports to Tobias.\n- Northwind Systems is headquartered in Leeds.\n- Bruno works for Crescent Telecom.\n- Tobias reports to Ingrid.\n- Meridian Bank was founded in 1994.\n- Crescent Telecom is headquartered in Adelaide.\n- Tobias works for Northwind Systems.\n- Ingrid works for Bluepine Aviation.\n- Meridian Bank is headquartered in Tallinn.\n- Tessa works for Crescent Telecom.\n- Northwind Systems was founded in 1982.\n- Bluepine Aviation was founded in 2002.\n- Tessa reports to Hana.\n- Ingrid reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2029", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2030", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Elena reports to Stefan.\n- Emeka works for Meridian Bank.\n- Bluepine Aviation is headquartered in Cork.\n- Deshawn reports to Ravi.\n- Kenji reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2014.\n- Callum works for Ironwood Manufacturing.\n- Sanne reports to Elena.\n- Ironwood Manufacturing is headquartered in Cork.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Ravi reports to Kenji.\n- Lucia reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Lucia works for Meridian Bank.\n- Beacon Insurance is headquartered in Valencia.\n- Bluepine Aviation was founded in 2007.\n- Meridian Bank was founded in 1984.\n- Ravi works for Ironwood Manufacturing.\n- Stefan works for Bluepine Aviation.\n- Chiara reports to Lucia.\n- Ironwood Manufacturing was founded in 1998.\n- Callum reports to Chiara.\n- Stefan reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2005", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Priya.\n- Tessa reports to Ravi.\n- Ravi reports to Wren.\n- Sanne works for Crescent Telecom.\n- Summit Energy was founded in 1977.\n- Crescent Telecom is headquartered in Halifax.\n- Mara works for Crescent Telecom.\n- Elena reports to Sanne.\n- Crescent Telecom was founded in 1999.\n- Priya works for Crescent Telecom.\n- Anders works for Meridian Bank.\n- Wren reports to Elena.\n- Meridian Bank was founded in 2005.\n- Hana works for Beacon Insurance.\n- Priya reports to Tessa.\n- Summit Energy is headquartered in Ghent.\n- Ravi works for Meridian Bank.\n- Hana reports to Mara.\n- Tessa works for Crescent Telecom.\n- Elena works for Summit Energy.\n- Sanne reports to Hana.\n- Aisha works for Summit Energy.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 1981.\n- Meridian Bank is headquartered in Halifax.\n- Wren works for Meridian Bank.\n- Mara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2033", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9204: employee Stefan B., hired 14 November 2023, separated 21 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-9204 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$2,625", "2": "$1,500", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2034", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8898: employee Viktor B., hired 05 July 2020, separated 29 November 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8898?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2035", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2036", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2608: employee Bruno M., hired 13 February 2021, separated 05 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2608?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2037", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2038", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2714: employee Yuki A., hired 14 June 2022, separated 07 July 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-2714 under the controlling rules.", "criteria": {"0": "$18,000", "1": "$78,000", "2": "$20,000", "3": "$17,885"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2039", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2040", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1816: employee Sofia T., hired 01 December 2022, separated 13 April 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-1816 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$5,600", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2041", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1064: employee Mara A., hired 03 January 2021, separated 20 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1064?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2042", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9825: employee Priya S., hired 31 July 2021, separated 21 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9825?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9825 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2043", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5803: employee Elena M., hired 22 June 2020, separated 02 June 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-5803 under the controlling rules.", "criteria": {"0": "$6,250", "1": "$31,417", "2": "$7,250", "3": "$7,312"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2044", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8967: employee Tessa B., hired 17 January 2024, separated 30 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8967?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2045", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Chiara works for Atlas Freight.\n- Chiara reports to Zoya.\n- Helios Logistics is headquartered in Turku.\n- Amara works for Helios Logistics.\n- Cedar Retail Group was founded in 1977.\n- Jonas reports to Mateo.\n- Elena reports to Jonas.\n- Helios Logistics was founded in 1995.\n- Tessa works for Cedar Retail Group.\n- Zoya works for Helios Logistics.\n- Aisha reports to Tessa.\n- Zoya reports to Ravi.\n- Tessa reports to Tobias.\n- Elena works for Cedar Retail Group.\n- Atlas Freight is headquartered in Dunedin.\n- Ravi works for Cobalt Health.\n- Ravi reports to Elena.\n- Aisha works for Atlas Freight.\n- Mateo reports to Amara.\n- Cobalt Health was founded in 2010.\n- Cobalt Health is headquartered in Basel.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tobias works for Cobalt Health.\n- Amara reports to Aisha.\n- Atlas Freight was founded in 2007.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2047", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2048", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9142: employee Anders K., hired 07 January 2024, separated 05 August 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-9142 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$3,692", "2": "$20,000", "3": "$6,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Viktor reports to Tessa.\n- Stefan works for Atlas Freight.\n- Mateo reports to Stefan.\n- Kenji works for Northwind Systems.\n- Kenji reports to Zoya.\n- Stefan reports to Elena.\n- Anders works for Crescent Telecom.\n- Atlas Freight was founded in 2015.\n- Northwind Systems was founded in 2001.\n- Wren reports to Viktor.\n- Elena works for Crescent Telecom.\n- Summit Energy is headquartered in Ghent.\n- Zoya works for Summit Energy.\n- Crescent Telecom is headquartered in Ghent.\n- Atlas Freight is headquartered in Ghent.\n- Summit Energy was founded in 1998.\n- Northwind Systems is headquartered in Ghent.\n- Tessa reports to Pablo.\n- Pablo reports to Kenji.\n- Crescent Telecom was founded in 2009.\n- Mateo works for Northwind Systems.\n- Tessa works for Atlas Freight.\n- Anders reports to Wren.\n- Zoya reports to Mateo.\n- Viktor works for Atlas Freight.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2001.\n- Pinnacle Software is headquartered in Oslo.\n- Aisha reports to Tobias.\n- Kenji reports to Nadia.\n- Crescent Telecom was founded in 1989.\n- Jonas works for Meridian Bank.\n- Nadia reports to Emeka.\n- Summit Energy is headquartered in Bergen.\n- Anders works for Pinnacle Software.\n- Zoya reports to Lucia.\n- Kenji works for Pinnacle Software.\n- Ravi reports to Kenji.\n- Lucia works for Crescent Telecom.\n- Pinnacle Software was founded in 1992.\n- Tobias reports to Dmitri.\n- Aisha works for Meridian Bank.\n- Ravi works for Pinnacle Software.\n- Nadia works for Meridian Bank.\n- Chiara reports to Anders.\n- Dmitri works for Pinnacle Software.\n- Chiara works for Summit Energy.\n- Dmitri reports to Chiara.\n- Meridian Bank is headquartered in Leeds.\n- Crescent Telecom is headquartered in Oslo.\n- Meridian Bank was founded in 2014.\n- Emeka reports to Aisha.\n- Tobias works for Pinnacle Software.\n- Anders reports to Jonas.\n- Emeka works for Pinnacle Software.\n- Zoya works for Crescent Telecom.\n- Jonas reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2051", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Crescent Telecom is headquartered in Lyon.\n- Vantage Air was founded in 1978.\n- Yuki reports to Mara.\n- Kenji reports to Yuki.\n- Leila reports to Mateo.\n- Northwind Systems is headquartered in Lyon.\n- Mara reports to Viktor.\n- Mateo reports to Ravi.\n- Viktor works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Ravi reports to Pablo.\n- Crescent Telecom was founded in 1987.\n- Kenji works for Vantage Air.\n- Beacon Insurance was founded in 1976.\n- Leila works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Viktor reports to Hana.\n- Chiara reports to Leila.\n- Hana works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Mara works for Northwind Systems.\n- Vantage Air is headquartered in Tallinn.\n- Hana reports to Chiara.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1973", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2053", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2054", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9411: employee Mei K., hired 21 August 2020, separated 11 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9411?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2055", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2056", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2057", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Callum.\n- Meridian Bank is headquartered in Austin.\n- Viktor works for Atlas Freight.\n- Nadia reports to Zoya.\n- Atlas Freight was founded in 2009.\n- Meridian Bank was founded in 1995.\n- Crescent Telecom was founded in 2003.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Callum works for Atlas Freight.\n- Yuki reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Priya works for Crescent Telecom.\n- Mei works for Meridian Bank.\n- Emeka reports to Yuki.\n- Atlas Freight is headquartered in Leeds.\n- Priya reports to Mei.\n- Ironwood Manufacturing was founded in 1997.\n- Zoya reports to Emeka.\n- Zoya works for Crescent Telecom.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Viktor reports to Priya.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Sanne reports to Sofia.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Mara.\n- Viktor works for Crescent Telecom.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Sofia works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Mateo reports to Zoya.\n- Crescent Telecom is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Crescent Telecom was founded in 2005.\n- Zoya reports to Viktor.\n- Sofia reports to Hana.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance is headquartered in Valencia.\n- Hana reports to Mateo.\n- Mara works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Omar works for Crescent Telecom.\n- Mateo works for Cobalt Health.\n- Anders reports to Kenji.\n- Beacon Insurance was founded in 2006.\n- Omar reports to Anders.\n- Mara reports to Felix.\n- Anders works for Ironwood Manufacturing.\n- Hana works for Crescent Telecom.\n- Felix reports to Sanne.\n- Kenji reports to Aisha.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Mei reports to Anders.\n- Mei works for Meridian Bank.\n- Northwind Systems was founded in 1991.\n- Anders works for Fernhill Foods.\n- Viktor works for Meridian Bank.\n- Atlas Freight is headquartered in Brno.\n- Wren works for Meridian Bank.\n- Hana reports to Mei.\n- Priya reports to Viktor.\n- Anders reports to Wren.\n- Atlas Freight was founded in 1977.\n- Felix reports to Mara.\n- Wren reports to Priya.\n- Fernhill Foods was founded in 1998.\n- Hana works for Meridian Bank.\n- Felix works for Fernhill Foods.\n- Northwind Systems is headquartered in Valencia.\n- Meridian Bank is headquartered in Brno.\n- Priya works for Northwind Systems.\n- Mara reports to Hana.\n- Fernhill Foods is headquartered in Cork.\n- Meridian Bank was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2061", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2062", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2063", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2064", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6406: employee Chiara B., hired 02 May 2024, separated 06 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-6406 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,000", "2": "$1,625", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2065", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Jonas.\n- Helios Logistics was founded in 1993.\n- Northwind Systems was founded in 1985.\n- Lucia works for Northwind Systems.\n- Hana reports to Tobias.\n- Felix reports to Deshawn.\n- Jonas reports to Omar.\n- Pinnacle Software is headquartered in Malmo.\n- Tobias works for Northwind Systems.\n- Tobias reports to Felix.\n- Deshawn reports to Kenji.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji reports to Lucia.\n- Lucia reports to Emeka.\n- Kenji works for Pinnacle Software.\n- Jonas works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2014.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Omar works for Northwind Systems.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Pinnacle Software was founded in 2010.\n- Northwind Systems is headquartered in Malmo.\n- Hana works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Omar reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2067", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2068", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4627: employee Nadia B., hired 25 January 2021, separated 30 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4627?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Stefan.\n- Amara works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Meridian Bank was founded in 1983.\n- Anders reports to Amara.\n- Felix reports to Anders.\n- Meridian Bank is headquartered in Malmo.\n- Cedar Retail Group was founded in 2000.\n- Cedar Retail Group is headquartered in Lyon.\n- Lattice Analytics was founded in 1985.\n- Sofia works for Cedar Retail Group.\n- Pinnacle Software was founded in 1993.\n- Lucia reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Meridian Bank.\n- Stefan reports to Tobias.\n- Jonas reports to Sofia.\n- Tobias reports to Jonas.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2070", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2071", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2072", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1227: employee Aisha M., hired 20 August 2022, separated 16 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1227?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2073", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 January 2023): For employees hired on or after 03 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7205: employee Wren R., hired 01 March 2022, separated 13 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7205?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2074", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2075", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2076", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2077", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1980.\n- Hana works for Northwind Systems.\n- Tessa works for Vantage Air.\n- Hana reports to Ingrid.\n- Vantage Air was founded in 1982.\n- Zoya works for Vantage Air.\n- Priya reports to Aisha.\n- Vantage Air is headquartered in Bergen.\n- Tessa reports to Wren.\n- Wren reports to Priya.\n- Ingrid reports to Tessa.\n- Ingrid works for Helios Logistics.\n- Aisha reports to Deshawn.\n- Deshawn works for Vantage Air.\n- Helios Logistics is headquartered in Brno.\n- Jonas works for Vantage Air.\n- Helios Logistics was founded in 1995.\n- Priya works for Vantage Air.\n- Northwind Systems is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1993.\n- Zoya reports to Hana.\n- Bluepine Aviation is headquartered in Nagoya.\n- Deshawn reports to Mateo.\n- Mateo works for Helios Logistics.\n- Jonas reports to Zoya.\n- Aisha works for Vantage Air.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Yuki reports to Ravi.\n- Omar reports to Mei.\n- Sofia reports to Priya.\n- Yuki works for Helios Logistics.\n- Mateo reports to Stefan.\n- Ingrid works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Meridian Bank is headquartered in Bergen.\n- Ravi reports to Sofia.\n- Ravi works for Helios Logistics.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1986.\n- Deshawn reports to Elena.\n- Elena works for Atlas Freight.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Omar works for Atlas Freight.\n- Stefan works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Mateo works for Helios Logistics.\n- Mei reports to Ingrid.\n- Mara reports to Omar.\n- Lattice Analytics is headquartered in Nagoya.\n- Helios Logistics is headquartered in Brno.\n- Priya reports to Mara.\n- Ingrid reports to Deshawn.\n- Stefan reports to Yuki.\n- Lattice Analytics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2080", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2081", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2082", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 30489 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Kenji.\n- Cobalt Health was founded in 1981.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Omar.\n- Lucia works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1996.\n- Hana reports to Pablo.\n- Sofia works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Beacon Insurance is headquartered in Oslo.\n- Fernhill Foods is headquartered in Lyon.\n- Tobias works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Lucia reports to Elena.\n- Elena reports to Sofia.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila reports to Amara.\n- Sanne reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Leila works for Ironwood Manufacturing.\n- Kenji reports to Leila.\n- Beacon Insurance was founded in 1991.\n- Ironwood Manufacturing was founded in 2011.\n- Hana works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Sanne works for Fernhill Foods.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Lucia.\n- Cobalt Health is headquartered in Halifax.\n- Tobias reports to Sanne.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2084", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1512: employee Bruno K., hired 08 February 2022, separated 30 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-1512 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$6,750", "2": "$9,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Pablo.\n- Dmitri reports to Leila.\n- Cobalt Health is headquartered in Tampere.\n- Viktor works for Helios Logistics.\n- Dmitri works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Mara works for Cobalt Health.\n- Fernhill Foods was founded in 2012.\n- Cedar Retail Group is headquartered in Turku.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health was founded in 2010.\n- Ingrid reports to Dmitri.\n- Mara reports to Stefan.\n- Elena reports to Anders.\n- Leila reports to Viktor.\n- Leila works for Cobalt Health.\n- Stefan works for Cedar Retail Group.\n- Chiara reports to Mara.\n- Anders reports to Chiara.\n- Ingrid works for Helios Logistics.\n- Pablo works for Cobalt Health.\n- Cedar Retail Group was founded in 1984.\n- Pablo reports to Elena.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Mei works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Pablo reports to Hana.\n- Cobalt Health is headquartered in Lyon.\n- Helios Logistics is headquartered in Bergen.\n- Mara works for Summit Energy.\n- Omar reports to Amara.\n- Vantage Air is headquartered in Bergen.\n- Elena works for Summit Energy.\n- Elena reports to Tessa.\n- Amara works for Summit Energy.\n- Helios Logistics was founded in 2001.\n- Cobalt Health was founded in 1997.\n- Hana reports to Mei.\n- Omar works for Summit Energy.\n- Tessa works for Vantage Air.\n- Mara reports to Pablo.\n- Vantage Air was founded in 2012.\n- Mei reports to Omar.\n- Tessa reports to Mara.\n- Summit Energy was founded in 1990.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2087", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2088", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2089", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2090", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4695: employee Elena B., hired 04 February 2022, separated 09 March 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4695?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2091", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Bruno reports to Lucia.\n- Northwind Systems was founded in 1983.\n- Lucia reports to Deshawn.\n- Stefan works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Helios Logistics was founded in 2008.\n- Chiara works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Tessa reports to Sanne.\n- Deshawn reports to Chiara.\n- Northwind Systems is headquartered in Tampere.\n- Helios Logistics is headquartered in Dunedin.\n- Leila works for Northwind Systems.\n- Chiara reports to Priya.\n- Priya reports to Tessa.\n- Leila reports to Nadia.\n- Nadia reports to Stefan.\n- Tessa works for Northwind Systems.\n- Pinnacle Software is headquartered in Tampere.\n- Pinnacle Software was founded in 1999.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Deshawn works for Pinnacle Software.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Omar.\n- Cedar Retail Group was founded in 1990.\n- Crescent Telecom is headquartered in Lyon.\n- Sanne reports to Mei.\n- Omar works for Cedar Retail Group.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Sanne works for Crescent Telecom.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Lyon.\n- Hana works for Lattice Analytics.\n- Felix reports to Hana.\n- Jonas works for Lattice Analytics.\n- Beacon Insurance is headquartered in Oslo.\n- Hana reports to Wren.\n- Crescent Telecom was founded in 2003.\n- Jonas reports to Tobias.\n- Leila works for Beacon Insurance.\n- Tobias reports to Felix.\n- Omar reports to Jonas.\n- Tessa works for Crescent Telecom.\n- Beacon Insurance was founded in 1976.\n- Felix works for Lattice Analytics.\n- Mei reports to Tessa.\n- Lattice Analytics was founded in 2009.\n- Wren reports to Sanne.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2094", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 June 2025): For employees hired on or after 11 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5415: employee Lucia T., hired 14 March 2024, separated 01 December 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5415?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ravi.\n- Ravi works for Meridian Bank.\n- Summit Energy is headquartered in Cork.\n- Kenji works for Meridian Bank.\n- Kenji reports to Aisha.\n- Crescent Telecom was founded in 1980.\n- Sofia works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Callum works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Sanne works for Meridian Bank.\n- Priya works for Summit Energy.\n- Bluepine Aviation is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Dunedin.\n- Wren works for Crescent Telecom.\n- Ravi reports to Kenji.\n- Aisha reports to Sofia.\n- Sofia reports to Sanne.\n- Meridian Bank is headquartered in Dunedin.\n- Sanne reports to Priya.\n- Summit Energy was founded in 1982.\n- Meridian Bank was founded in 1995.\n- Callum reports to Jonas.\n- Jonas reports to Wren.\n- Mei reports to Callum.\n- Mei works for Meridian Bank.\n- Bluepine Aviation was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1983", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2096", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2999: employee Deshawn T., hired 10 November 2023, separated 19 July 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2999?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2097", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 October 2022): For employees hired on or after 31 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7812: employee Mara R., hired 02 July 2021, separated 21 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7812?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2098", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 37487, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2010.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Crescent Telecom.\n- Stefan reports to Viktor.\n- Sanne reports to Felix.\n- Stefan works for Crescent Telecom.\n- Beacon Insurance was founded in 2008.\n- Beacon Insurance is headquartered in Nagoya.\n- Amara works for Helios Logistics.\n- Summit Energy was founded in 1980.\n- Sanne works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Yuki reports to Sanne.\n- Viktor works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Felix reports to Amara.\n- Tessa reports to Stefan.\n- Tessa works for Helios Logistics.\n- Viktor reports to Zoya.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy is headquartered in Nagoya.\n- Zoya reports to Yuki.\n- Crescent Telecom was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2100", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Kenji works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Vantage Air was founded in 1975.\n- Ironwood Manufacturing was founded in 2005.\n- Deshawn reports to Tobias.\n- Lattice Analytics is headquartered in Dunedin.\n- Yuki works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1976.\n- Meridian Bank is headquartered in Dunedin.\n- Aisha reports to Kenji.\n- Tobias works for Lattice Analytics.\n- Kenji reports to Yuki.\n- Nadia works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.\n- Yuki reports to Tessa.\n- Vantage Air is headquartered in Brno.\n- Lattice Analytics was founded in 1977.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana reports to Deshawn.\n- Tessa reports to Nadia.\n- Nadia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2102", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2623: employee Priya S., hired 31 July 2023, separated 06 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2623?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ingrid.\n- Ingrid reports to Viktor.\n- Mara works for Summit Energy.\n- Bluepine Aviation was founded in 2008.\n- Stefan reports to Sanne.\n- Sanne reports to Mara.\n- Cedar Retail Group was founded in 1985.\n- Atlas Freight is headquartered in Basel.\n- Stefan works for Atlas Freight.\n- Elena reports to Nadia.\n- Summit Energy is headquartered in Basel.\n- Nadia reports to Bruno.\n- Bluepine Aviation is headquartered in Basel.\n- Mara reports to Leila.\n- Bruno reports to Zoya.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Anders works for Summit Energy.\n- Leila works for Bluepine Aviation.\n- Priya works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Anders reports to Stefan.\n- Elena works for Summit Energy.\n- Atlas Freight was founded in 2010.\n- Viktor works for Bluepine Aviation.\n- Bruno works for Cedar Retail Group.\n- Sanne works for Atlas Freight.\n- Summit Energy was founded in 1989.\n- Viktor reports to Elena.\n- Zoya works for Cedar Retail Group.\n- Priya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2104", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2023: employee Felix B., hired 07 August 2021, separated 04 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2023?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2105", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Felix.\n- Dmitri reports to Anders.\n- Priya works for Cedar Retail Group.\n- Atlas Freight was founded in 1985.\n- Northwind Systems was founded in 1988.\n- Lattice Analytics was founded in 2005.\n- Wren reports to Elena.\n- Dmitri works for Northwind Systems.\n- Anders reports to Wren.\n- Felix works for Lattice Analytics.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Elena reports to Yuki.\n- Priya reports to Dmitri.\n- Atlas Freight is headquartered in Valencia.\n- Felix reports to Priya.\n- Northwind Systems is headquartered in Valencia.\n- Amara works for Northwind Systems.\n- Lattice Analytics is headquartered in Dunedin.\n- Anders works for Northwind Systems.\n- Cedar Retail Group is headquartered in Dunedin.\n- Elena works for Northwind Systems.\n- Wren works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Kenji reports to Dmitri.\n- Pablo reports to Mei.\n- Cedar Retail Group is headquartered in Lyon.\n- Amara reports to Kenji.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 1999.\n- Mei reports to Ingrid.\n- Callum reports to Nadia.\n- Callum works for Helios Logistics.\n- Cedar Retail Group was founded in 1983.\n- Helios Logistics was founded in 1978.\n- Beacon Insurance is headquartered in Adelaide.\n- Dmitri reports to Pablo.\n- Dmitri works for Cedar Retail Group.\n- Helios Logistics is headquartered in Austin.\n- Nadia works for Helios Logistics.\n- Pablo works for Beacon Insurance.\n- Ingrid works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Emeka reports to Amara.\n- Ravi works for Beacon Insurance.\n- Nadia reports to Emeka.\n- Ravi reports to Callum.\n- Amara works for Cedar Retail Group.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2108", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3545: employee Yuki A., hired 21 October 2020, separated 09 September 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-3545 under the controlling rules.", "criteria": {"0": "$5,850", "1": "$8,000", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2109", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Hana works for Summit Energy.\n- Jonas reports to Chiara.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Lucia reports to Callum.\n- Deshawn works for Beacon Insurance.\n- Summit Energy was founded in 1975.\n- Callum reports to Deshawn.\n- Beacon Insurance was founded in 1983.\n- Summit Energy is headquartered in Bergen.\n- Northwind Systems was founded in 2003.\n- Deshawn reports to Jonas.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Hana reports to Lucia.\n- Tobias works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Tobias reports to Hana.\n- Northwind Systems is headquartered in Tampere.\n- Callum works for Summit Energy.\n- Chiara reports to Pablo.\n- Ironwood Manufacturing was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2111", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Pinnacle Software.\n- Hana reports to Sanne.\n- Wren reports to Anders.\n- Sofia works for Crescent Telecom.\n- Vantage Air was founded in 1980.\n- Tobias reports to Jonas.\n- Sofia reports to Wren.\n- Mateo works for Pinnacle Software.\n- Vantage Air is headquartered in Malmo.\n- Jonas reports to Hana.\n- Crescent Telecom was founded in 1978.\n- Anders reports to Yuki.\n- Cedar Retail Group is headquartered in Malmo.\n- Pinnacle Software was founded in 1991.\n- Leila works for Crescent Telecom.\n- Mateo reports to Leila.\n- Pinnacle Software is headquartered in Halifax.\n- Lucia reports to Sofia.\n- Wren works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Yuki reports to Emeka.\n- Cedar Retail Group was founded in 2007.\n- Lucia works for Crescent Telecom.\n- Tobias works for Pinnacle Software.\n- Emeka reports to Mateo.\n- Jonas works for Crescent Telecom.\n- Emeka works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Leila reports to Tobias.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1981", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2113", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2114", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2487: employee Hana R., hired 28 September 2023, separated 31 December 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-2487 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$4,615", "2": "$20,000", "3": "$5,615"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Bruno reports to Tessa.\n- Lattice Analytics was founded in 2003.\n- Cedar Retail Group is headquartered in Halifax.\n- Lucia works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Malmo.\n- Lucia reports to Priya.\n- Lattice Analytics is headquartered in Nagoya.\n- Viktor works for Lattice Analytics.\n- Pinnacle Software was founded in 1977.\n- Viktor reports to Lucia.\n- Amara works for Pinnacle Software.\n- Anders reports to Amara.\n- Pinnacle Software is headquartered in Malmo.\n- Bruno works for Lattice Analytics.\n- Elena reports to Anders.\n- Cedar Retail Group was founded in 1988.\n- Fernhill Foods was founded in 1996.\n- Amara reports to Bruno.\n- Priya works for Pinnacle Software.\n- Tessa reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Atlas Freight.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Tobias reports to Lucia.\n- Amara works for Northwind Systems.\n- Emeka reports to Amara.\n- Yuki reports to Sofia.\n- Bluepine Aviation was founded in 2004.\n- Chiara reports to Yuki.\n- Lucia reports to Sanne.\n- Chiara works for Bluepine Aviation.\n- Northwind Systems was founded in 2009.\n- Northwind Systems is headquartered in Porto.\n- Sanne reports to Emeka.\n- Emeka works for Northwind Systems.\n- Sofia reports to Stefan.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Dunedin.\n- Jonas works for Vantage Air.\n- Tobias works for Vantage Air.\n- Atlas Freight was founded in 1991.\n- Jonas reports to Chiara.\n- Lucia works for Northwind Systems.\n- Vantage Air is headquartered in Dunedin.\n- Stefan reports to Tobias.\n- Sanne works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2117", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Wren reports to Nadia.\n- Bruno reports to Yuki.\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Anders works for Cedar Retail Group.\n- Nadia works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Chiara reports to Callum.\n- Cedar Retail Group was founded in 1978.\n- Bruno works for Atlas Freight.\n- Cobalt Health is headquartered in Valencia.\n- Ingrid reports to Chiara.\n- Callum reports to Emeka.\n- Nadia reports to Bruno.\n- Yuki reports to Lucia.\n- Cobalt Health was founded in 2002.\n- Chiara works for Cedar Retail Group.\n- Wren works for Cobalt Health.\n- Lucia reports to Jonas.\n- Atlas Freight is headquartered in Leeds.\n- Ingrid works for Cedar Retail Group.\n- Yuki works for Cobalt Health.\n- Atlas Freight was founded in 1991.\n- Ironwood Manufacturing was founded in 1977.\n- Jonas reports to Ingrid.\n- Emeka reports to Anders.\n- Omar reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Tobias works for Northwind Systems.\n- Summit Energy is headquartered in Dunedin.\n- Dmitri reports to Ravi.\n- Omar works for Summit Energy.\n- Sanne reports to Tessa.\n- Pablo works for Summit Energy.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Zoya.\n- Summit Energy was founded in 1983.\n- Crescent Telecom is headquartered in Oslo.\n- Mara reports to Tobias.\n- Dmitri works for Crescent Telecom.\n- Fernhill Foods was founded in 1980.\n- Ravi works for Crescent Telecom.\n- Zoya works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Zoya reports to Dmitri.\n- Tobias reports to Omar.\n- Ravi reports to Stefan.\n- Stefan reports to Sanne.\n- Northwind Systems was founded in 1995.\n- Omar reports to Pablo.\n- Yuki reports to Mara.\n- Pablo reports to Viktor.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom was founded in 1976.\n- Mara works for Summit Energy.\n- Yuki works for Summit Energy.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2120", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Hana.\n- Hana reports to Nadia.\n- Hana works for Ironwood Manufacturing.\n- Sofia reports to Yuki.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo works for Meridian Bank.\n- Nadia reports to Mateo.\n- Ironwood Manufacturing was founded in 2007.\n- Dmitri works for Meridian Bank.\n- Nadia works for Vantage Air.\n- Meridian Bank was founded in 2001.\n- Yuki works for Meridian Bank.\n- Zoya reports to Dmitri.\n- Vantage Air was founded in 2014.\n- Sofia works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Yuki reports to Zoya.\n- Meridian Bank is headquartered in Brno.\n- Vantage Air is headquartered in Basel.\n- Bluepine Aviation was founded in 2004.\n- Ironwood Manufacturing is headquartered in Basel.\n- Dmitri reports to Aisha.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2122", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 51012, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2123", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Nadia.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics was founded in 1999.\n- Ravi reports to Dmitri.\n- Mei works for Beacon Insurance.\n- Tessa reports to Viktor.\n- Fernhill Foods was founded in 2007.\n- Sanne works for Lattice Analytics.\n- Beacon Insurance is headquartered in Bergen.\n- Viktor works for Atlas Freight.\n- Deshawn reports to Sanne.\n- Deshawn works for Fernhill Foods.\n- Mei reports to Tessa.\n- Lattice Analytics is headquartered in Bergen.\n- Atlas Freight was founded in 2014.\n- Ravi works for Atlas Freight.\n- Fernhill Foods is headquartered in Basel.\n- Dmitri reports to Deshawn.\n- Beacon Insurance was founded in 2007.\n- Sanne reports to Mei.\n- Tessa works for Fernhill Foods.\n- Atlas Freight is headquartered in Basel.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2125", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Anders.\n- Emeka reports to Ingrid.\n- Emeka works for Atlas Freight.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Priya.\n- Anders works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Sanne reports to Callum.\n- Atlas Freight was founded in 2000.\n- Priya reports to Emeka.\n- Bruno reports to Yuki.\n- Nadia works for Meridian Bank.\n- Anders reports to Pablo.\n- Atlas Freight is headquartered in Ghent.\n- Nadia reports to Bruno.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Sanne works for Atlas Freight.\n- Meridian Bank is headquartered in Bergen.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 2003.\n- Yuki works for Northwind Systems.\n- Callum reports to Nadia.\n- Meridian Bank was founded in 1983.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2127", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2336: employee Yuki A., hired 23 May 2021, separated 03 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2336?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2336 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2128", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2129", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Lucia.\n- Ingrid works for Lattice Analytics.\n- Zoya reports to Emeka.\n- Cobalt Health was founded in 1997.\n- Leila reports to Mei.\n- Zoya works for Crescent Telecom.\n- Ingrid reports to Ravi.\n- Lattice Analytics was founded in 1992.\n- Ironwood Manufacturing was founded in 1985.\n- Leila works for Lattice Analytics.\n- Ravi works for Crescent Telecom.\n- Emeka works for Lattice Analytics.\n- Crescent Telecom is headquartered in Leeds.\n- Anders works for Lattice Analytics.\n- Omar works for Crescent Telecom.\n- Anders reports to Yuki.\n- Mei works for Crescent Telecom.\n- Priya reports to Leila.\n- Emeka reports to Dmitri.\n- Priya works for Crescent Telecom.\n- Omar reports to Ingrid.\n- Crescent Telecom was founded in 1989.\n- Lattice Analytics is headquartered in Cork.\n- Yuki reports to Zoya.\n- Lucia works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Dmitri works for Cobalt Health.\n- Lucia reports to Omar.\n- Yuki works for Crescent Telecom.\n- Ravi reports to Priya.\n- Cobalt Health is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2131", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8065: employee Amara S., hired 24 May 2023, separated 19 September 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8065?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Tessa reports to Dmitri.\n- Tessa works for Northwind Systems.\n- Leila reports to Viktor.\n- Northwind Systems is headquartered in Malmo.\n- Dmitri works for Ironwood Manufacturing.\n- Mara reports to Tessa.\n- Northwind Systems was founded in 1987.\n- Leila works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Aisha works for Lattice Analytics.\n- Emeka reports to Omar.\n- Lattice Analytics is headquartered in Turku.\n- Omar works for Ironwood Manufacturing.\n- Dmitri reports to Mateo.\n- Ironwood Manufacturing was founded in 2008.\n- Jonas reports to Leila.\n- Jonas works for Northwind Systems.\n- Mei reports to Emeka.\n- Viktor reports to Mei.\n- Viktor works for Northwind Systems.\n- Pinnacle Software is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Omar reports to Elena.\n- Emeka works for Northwind Systems.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Aisha.\n- Pinnacle Software was founded in 1991.\n- Lattice Analytics was founded in 1999.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2133", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1974: employee Yuki K., hired 14 October 2022, separated 07 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1974?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2134", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7299: employee Tobias A., hired 21 October 2021, separated 02 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7299?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2135", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2927: employee Viktor K., hired 30 October 2021, separated 30 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2927?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2136", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Sofia works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Aisha reports to Felix.\n- Northwind Systems is headquartered in Ghent.\n- Cobalt Health was founded in 2006.\n- Wren reports to Hana.\n- Wren works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1995.\n- Lattice Analytics is headquartered in Nagoya.\n- Leila reports to Tessa.\n- Tobias reports to Wren.\n- Ironwood Manufacturing was founded in 1999.\n- Priya works for Ironwood Manufacturing.\n- Tessa reports to Aisha.\n- Ironwood Manufacturing is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Sofia.\n- Hana works for Cobalt Health.\n- Lattice Analytics was founded in 1982.\n- Leila works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Sofia reports to Tobias.\n- Aisha works for Northwind Systems.\n- Hana reports to Ravi.\n- Felix reports to Priya.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2138", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2139", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9445: employee Mei R., hired 26 May 2020, separated 14 November 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-9445 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,438", "2": "$8,000", "3": "$36,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2140", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2141", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 4, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5511: employee Wren M., hired 18 February 2021, separated 16 February 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5511?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2142", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2143", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2144", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Callum works for Crescent Telecom.\n- Lucia reports to Stefan.\n- Cedar Retail Group is headquartered in Cork.\n- Cedar Retail Group was founded in 1982.\n- Bruno reports to Deshawn.\n- Deshawn reports to Elena.\n- Bruno works for Vantage Air.\n- Elena reports to Lucia.\n- Stefan works for Beacon Insurance.\n- Dmitri reports to Bruno.\n- Beacon Insurance was founded in 2009.\n- Beacon Insurance is headquartered in Cork.\n- Crescent Telecom was founded in 1996.\n- Nadia works for Vantage Air.\n- Nadia reports to Callum.\n- Deshawn works for Beacon Insurance.\n- Vantage Air was founded in 2013.\n- Callum reports to Dmitri.\n- Elena works for Crescent Telecom.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2146", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Jonas.\n- Omar reports to Zoya.\n- Meridian Bank was founded in 1977.\n- Amara works for Vantage Air.\n- Zoya reports to Ingrid.\n- Tobias reports to Tessa.\n- Priya reports to Amara.\n- Cobalt Health was founded in 1977.\n- Tessa reports to Priya.\n- Jonas works for Vantage Air.\n- Zoya works for Meridian Bank.\n- Jonas reports to Felix.\n- Meridian Bank is headquartered in Brno.\n- Tessa works for Cobalt Health.\n- Pinnacle Software was founded in 1999.\n- Amara reports to Bruno.\n- Felix works for Vantage Air.\n- Omar works for Vantage Air.\n- Pinnacle Software is headquartered in Adelaide.\n- Cobalt Health is headquartered in Brno.\n- Bruno works for Cobalt Health.\n- Bruno reports to Omar.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Vantage Air was founded in 1976.\n- Tobias works for Cobalt Health.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2148", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9520: employee Mei S., hired 04 February 2022, separated 09 June 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9520?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2149", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9212: employee Amara S., hired 03 September 2021, separated 11 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9212?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2150", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8186: employee Emeka R., hired 22 October 2020, separated 18 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8186?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tobias.\n- Wren works for Atlas Freight.\n- Zoya works for Lattice Analytics.\n- Atlas Freight is headquartered in Bergen.\n- Zoya reports to Wren.\n- Felix works for Fernhill Foods.\n- Mara reports to Viktor.\n- Sofia reports to Felix.\n- Deshawn reports to Mara.\n- Atlas Freight was founded in 1979.\n- Mara works for Atlas Freight.\n- Ingrid works for Beacon Insurance.\n- Viktor reports to Sofia.\n- Beacon Insurance was founded in 1976.\n- Felix reports to Jonas.\n- Viktor works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods was founded in 1988.\n- Lattice Analytics is headquartered in Bergen.\n- Tobias works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Ingrid reports to Deshawn.\n- Jonas reports to Zoya.\n- Beacon Insurance is headquartered in Halifax.\n- Sofia works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Lattice Analytics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Ingrid works for Northwind Systems.\n- Helios Logistics is headquartered in Nagoya.\n- Mara reports to Ingrid.\n- Northwind Systems was founded in 2006.\n- Kenji reports to Mara.\n- Atlas Freight is headquartered in Turku.\n- Mara works for Northwind Systems.\n- Ravi works for Atlas Freight.\n- Pablo reports to Ravi.\n- Felix reports to Pablo.\n- Jonas works for Atlas Freight.\n- Emeka works for Cobalt Health.\n- Atlas Freight was founded in 1984.\n- Jonas reports to Felix.\n- Northwind Systems is headquartered in Halifax.\n- Cobalt Health was founded in 1982.\n- Felix works for Cobalt Health.\n- Ingrid reports to Dmitri.\n- Pablo works for Cobalt Health.\n- Kenji works for Northwind Systems.\n- Helios Logistics was founded in 1977.\n- Ravi reports to Callum.\n- Callum works for Helios Logistics.\n- Mateo works for Cobalt Health.\n- Amara reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Amara works for Atlas Freight.\n- Emeka reports to Mateo.\n- Callum reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1987", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2153", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2154", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2335: employee Sanne S., hired 15 November 2022, separated 09 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2335?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Tobias works for Crescent Telecom.\n- Sofia reports to Mateo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sofia works for Crescent Telecom.\n- Mateo reports to Dmitri.\n- Deshawn reports to Leila.\n- Zoya reports to Deshawn.\n- Cobalt Health is headquartered in Leeds.\n- Zoya works for Cedar Retail Group.\n- Crescent Telecom was founded in 1987.\n- Tessa reports to Zoya.\n- Deshawn works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Mateo works for Crescent Telecom.\n- Cobalt Health was founded in 1991.\n- Anders reports to Tessa.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing was founded in 1980.\n- Tobias reports to Anders.\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Sofia.\n- Crescent Telecom is headquartered in Leeds.\n- Cedar Retail Group was founded in 1977.\n- Tessa works for Crescent Telecom.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2156", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2157", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2926: employee Mateo S., hired 17 September 2024, separated 07 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2926?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2158", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2159", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 September 2025): For employees hired on or after 04 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5984: employee Hana R., hired 24 June 2024, separated 10 May 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5984?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2160", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9158: employee Lucia S., hired 19 May 2021, separated 28 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9158?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2161", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2162", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2062: employee Jonas S., hired 03 February 2023, separated 28 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2062?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Dmitri works for Vantage Air.\n- Lucia works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1983.\n- Mara reports to Nadia.\n- Meridian Bank was founded in 2012.\n- Callum reports to Lucia.\n- Mara works for Vantage Air.\n- Tessa reports to Kenji.\n- Vantage Air is headquartered in Valencia.\n- Beacon Insurance is headquartered in Valencia.\n- Dmitri reports to Callum.\n- Nadia works for Vantage Air.\n- Kenji reports to Mara.\n- Kenji works for Vantage Air.\n- Beacon Insurance was founded in 1987.\n- Vantage Air was founded in 1989.\n- Nadia reports to Dmitri.\n- Lucia reports to Mei.\n- Meridian Bank is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Callum works for Beacon Insurance.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2164", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2165", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Pablo.\n- Stefan reports to Kenji.\n- Meridian Bank is headquartered in Lyon.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Pablo works for Fernhill Foods.\n- Pablo reports to Anders.\n- Kenji reports to Lucia.\n- Meridian Bank was founded in 1990.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki reports to Tobias.\n- Dmitri works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 1983.\n- Tobias works for Ironwood Manufacturing.\n- Elena reports to Yuki.\n- Lucia reports to Dmitri.\n- Anders works for Atlas Freight.\n- Anders reports to Omar.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Atlas Freight is headquartered in Valencia.\n- Kenji works for Atlas Freight.\n- Omar works for Fernhill Foods.\n- Yuki works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1982.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1978", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2167", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1558: employee Chiara M., hired 16 August 2022, separated 17 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1558?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2168", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6896: employee Yuki B., hired 12 March 2024, separated 26 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-6896 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,050", "2": "$26,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6896 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2169", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 14 April 2025): For employees hired on or after 14 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6198: employee Ravi T., hired 02 May 2022, separated 08 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6198?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Kenji reports to Sanne.\n- Mara reports to Omar.\n- Pinnacle Software was founded in 1997.\n- Stefan works for Meridian Bank.\n- Mara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1982.\n- Sanne works for Pinnacle Software.\n- Meridian Bank was founded in 1978.\n- Omar works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Brno.\n- Emeka works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Basel.\n- Meridian Bank is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1993.\n- Sofia works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Stefan reports to Kenji.\n- Wren reports to Mara.\n- Omar reports to Sofia.\n- Wren works for Cedar Retail Group.\n- Sanne reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2171", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2172", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Basel.\n- Leila reports to Lucia.\n- Mei works for Cobalt Health.\n- Nadia works for Cedar Retail Group.\n- Cobalt Health is headquartered in Basel.\n- Leila works for Cobalt Health.\n- Nadia reports to Deshawn.\n- Helios Logistics was founded in 1998.\n- Chiara reports to Mei.\n- Chiara works for Cedar Retail Group.\n- Lucia works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Lucia reports to Priya.\n- Yuki works for Pinnacle Software.\n- Yuki reports to Dmitri.\n- Pinnacle Software was founded in 1999.\n- Cobalt Health was founded in 1978.\n- Mei reports to Yuki.\n- Pinnacle Software is headquartered in Leeds.\n- Omar works for Cedar Retail Group.\n- Deshawn reports to Leila.\n- Priya works for Helios Logistics.\n- Priya reports to Chiara.\n- Helios Logistics is headquartered in Brno.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Ravi works for Ironwood Manufacturing.\n- Ravi reports to Lucia.\n- Omar works for Cedar Retail Group.\n- Vantage Air was founded in 1988.\n- Mara reports to Omar.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mei works for Bluepine Aviation.\n- Mei reports to Viktor.\n- Lucia works for Cedar Retail Group.\n- Aisha works for Bluepine Aviation.\n- Lucia reports to Mei.\n- Viktor works for Ironwood Manufacturing.\n- Omar reports to Ravi.\n- Ironwood Manufacturing was founded in 2006.\n- Zoya reports to Aisha.\n- Bluepine Aviation was founded in 1994.\n- Aisha reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Mara.\n- Cedar Retail Group is headquartered in Brno.\n- Bluepine Aviation is headquartered in Cork.\n- Cedar Retail Group was founded in 2005.\n- Wren reports to Zoya.\n- Wren works for Bluepine Aviation.\n- Vantage Air is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2175", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8642: employee Elena B., hired 24 February 2022, separated 03 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8642?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2176", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2177", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5692: employee Kenji S., hired 09 May 2024, separated 04 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5692?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2178", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2014.\n- Ingrid reports to Nadia.\n- Tessa reports to Elena.\n- Stefan reports to Emeka.\n- Fernhill Foods was founded in 2012.\n- Priya works for Summit Energy.\n- Nadia works for Meridian Bank.\n- Callum reports to Tessa.\n- Summit Energy was founded in 1998.\n- Pablo reports to Ingrid.\n- Amara reports to Callum.\n- Tessa works for Summit Energy.\n- Pinnacle Software is headquartered in Adelaide.\n- Stefan works for Meridian Bank.\n- Amara works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Elena reports to Pablo.\n- Priya reports to Stefan.\n- Ingrid works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Elena works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Summit Energy is headquartered in Halifax.\n- Nadia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2180", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2181", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2182", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2183", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 3, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 March 2023): For employees hired on or after 16 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9581: employee Omar M., hired 27 January 2020, separated 18 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9581?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Nadia reports to Viktor.\n- Viktor works for Summit Energy.\n- Cobalt Health was founded in 1988.\n- Viktor reports to Jonas.\n- Leila reports to Nadia.\n- Mara reports to Amara.\n- Cobalt Health is headquartered in Ghent.\n- Priya reports to Mara.\n- Northwind Systems was founded in 1990.\n- Jonas works for Cobalt Health.\n- Leila works for Summit Energy.\n- Amara works for Northwind Systems.\n- Anders works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Jonas reports to Anders.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 2010.\n- Northwind Systems is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Nadia works for Cobalt Health.\n- Summit Energy was founded in 2000.\n- Amara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2185", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2186", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Oslo.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 1989.\n- Pinnacle Software was founded in 1985.\n- Summit Energy was founded in 1985.\n- Helios Logistics is headquartered in Halifax.\n- Sanne works for Pinnacle Software.\n- Lattice Analytics was founded in 2005.\n- Felix reports to Ravi.\n- Ravi reports to Jonas.\n- Pablo works for Lattice Analytics.\n- Jonas works for Helios Logistics.\n- Pablo reports to Ingrid.\n- Summit Energy is headquartered in Halifax.\n- Jonas reports to Pablo.\n- Ingrid reports to Bruno.\n- Bruno works for Helios Logistics.\n- Ingrid works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Bruno reports to Priya.\n- Mei reports to Tessa.\n- Priya reports to Mei.\n- Tessa works for Pinnacle Software.\n- Lattice Analytics is headquartered in Dunedin.\n- Tessa reports to Sanne.\n- Ravi works for Helios Logistics.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Omar reports to Mei.\n- Wren works for Cobalt Health.\n- Mei works for Meridian Bank.\n- Priya reports to Deshawn.\n- Vantage Air was founded in 2003.\n- Wren reports to Bruno.\n- Nadia reports to Dmitri.\n- Vantage Air is headquartered in Tallinn.\n- Meridian Bank was founded in 2009.\n- Chiara reports to Sanne.\n- Dmitri reports to Omar.\n- Cobalt Health was founded in 2013.\n- Meridian Bank is headquartered in Halifax.\n- Sanne works for Cobalt Health.\n- Dmitri works for Meridian Bank.\n- Cedar Retail Group was founded in 1995.\n- Omar works for Cobalt Health.\n- Chiara works for Vantage Air.\n- Cedar Retail Group is headquartered in Tampere.\n- Deshawn reports to Nadia.\n- Mei reports to Chiara.\n- Priya works for Meridian Bank.\n- Sanne reports to Wren.\n- Bruno works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1998", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2189", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Pinnacle Software was founded in 2009.\n- Aisha reports to Mara.\n- Meridian Bank was founded in 2015.\n- Deshawn reports to Emeka.\n- Mara reports to Deshawn.\n- Meridian Bank is headquartered in Valencia.\n- Hana works for Northwind Systems.\n- Crescent Telecom was founded in 1990.\n- Emeka works for Northwind Systems.\n- Crescent Telecom is headquartered in Nagoya.\n- Felix works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Northwind Systems is headquartered in Nagoya.\n- Deshawn works for Northwind Systems.\n- Ingrid reports to Aisha.\n- Viktor works for Northwind Systems.\n- Felix reports to Viktor.\n- Hana reports to Felix.\n- Aisha works for Meridian Bank.\n- Viktor reports to Ingrid.\n- Northwind Systems was founded in 1986.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2191", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 February 2023): For employees hired on or after 19 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4384: employee Kenji R., hired 27 April 2019, separated 31 July 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4384?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2192", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2193", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2194", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Atlas Freight is headquartered in Adelaide.\n- Yuki works for Helios Logistics.\n- Wren reports to Viktor.\n- Helios Logistics is headquartered in Tampere.\n- Elena works for Lattice Analytics.\n- Tobias reports to Wren.\n- Wren works for Vantage Air.\n- Felix works for Helios Logistics.\n- Lucia works for Lattice Analytics.\n- Vantage Air is headquartered in Basel.\n- Zoya reports to Kenji.\n- Lattice Analytics was founded in 2008.\n- Kenji works for Atlas Freight.\n- Leila reports to Lucia.\n- Atlas Freight was founded in 1985.\n- Viktor works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Vantage Air was founded in 2012.\n- Lucia reports to Sanne.\n- Sanne works for Helios Logistics.\n- Kenji reports to Elena.\n- Tobias works for Helios Logistics.\n- Mei reports to Yuki.\n- Helios Logistics was founded in 2005.\n- Felix reports to Leila.\n- Zoya works for Helios Logistics.\n- Sanne reports to Zoya.\n- Leila works for Helios Logistics.\n- Yuki reports to Tobias.\n- Viktor reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Yuki works for Bluepine Aviation.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Austin.\n- Tessa reports to Sanne.\n- Crescent Telecom is headquartered in Bergen.\n- Priya reports to Tobias.\n- Crescent Telecom was founded in 1977.\n- Yuki reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Tobias works for Bluepine Aviation.\n- Ingrid works for Lattice Analytics.\n- Ravi works for Atlas Freight.\n- Lattice Analytics was founded in 1998.\n- Ingrid reports to Priya.\n- Lattice Analytics is headquartered in Austin.\n- Sanne works for Bluepine Aviation.\n- Tobias reports to Yuki.\n- Emeka works for Lattice Analytics.\n- Ravi reports to Emeka.\n- Omar reports to Ingrid.\n- Emeka reports to Omar.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2003.\n- Sofia reports to Tessa.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2197", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3484: employee Zoya M., hired 24 June 2019, separated 17 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3484?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Viktor.\n- Kenji works for Northwind Systems.\n- Vantage Air is headquartered in Bergen.\n- Elena reports to Deshawn.\n- Cobalt Health was founded in 1980.\n- Bruno works for Vantage Air.\n- Nadia works for Northwind Systems.\n- Helios Logistics was founded in 1984.\n- Northwind Systems was founded in 1995.\n- Vantage Air was founded in 1997.\n- Bruno reports to Sofia.\n- Wren reports to Mateo.\n- Deshawn reports to Kenji.\n- Kenji reports to Bruno.\n- Cobalt Health is headquartered in Bergen.\n- Mateo reports to Sanne.\n- Deshawn works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Sofia reports to Nadia.\n- Viktor works for Vantage Air.\n- Viktor reports to Wren.\n- Helios Logistics is headquartered in Bergen.\n- Sanne works for Cobalt Health.\n- Northwind Systems is headquartered in Bergen.\n- Elena works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Summit Energy.\n- Mara works for Lattice Analytics.\n- Ingrid reports to Chiara.\n- Atlas Freight is headquartered in Austin.\n- Summit Energy was founded in 2000.\n- Zoya works for Atlas Freight.\n- Tobias reports to Hana.\n- Callum reports to Tobias.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics is headquartered in Lyon.\n- Zoya reports to Ingrid.\n- Ingrid works for Summit Energy.\n- Beacon Insurance was founded in 1992.\n- Deshawn reports to Dmitri.\n- Wren reports to Callum.\n- Callum works for Summit Energy.\n- Atlas Freight was founded in 2014.\n- Chiara reports to Wren.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Lattice Analytics was founded in 1982.\n- Sanne reports to Mara.\n- Dmitri reports to Sanne.\n- Wren works for Summit Energy.\n- Hana works for Lattice Analytics.\n- Deshawn works for Beacon Insurance.\n- Chiara works for Atlas Freight.\n- Dmitri works for Beacon Insurance.\n- Mara reports to Zoya.\n- Summit Energy is headquartered in Austin.\n- Lucia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2200", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "deprovision", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2201", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Jonas.\n- Pinnacle Software was founded in 1996.\n- Atlas Freight is headquartered in Brno.\n- Mei reports to Leila.\n- Helios Logistics was founded in 1994.\n- Sofia reports to Dmitri.\n- Jonas reports to Sanne.\n- Felix works for Pinnacle Software.\n- Sanne reports to Felix.\n- Atlas Freight was founded in 1991.\n- Dmitri works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Ravi reports to Sofia.\n- Crescent Telecom is headquartered in Ghent.\n- Pinnacle Software is headquartered in Austin.\n- Mei works for Pinnacle Software.\n- Jonas works for Helios Logistics.\n- Leila works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Felix reports to Elena.\n- Sanne works for Crescent Telecom.\n- Elena reports to Aisha.\n- Helios Logistics is headquartered in Malmo.\n- Ravi works for Pinnacle Software.\n- Aisha works for Helios Logistics.\n- Aisha reports to Ravi.\n- Crescent Telecom was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1978.\n- Aisha reports to Pablo.\n- Elena works for Vantage Air.\n- Northwind Systems is headquartered in Nagoya.\n- Lucia reports to Aisha.\n- Pablo reports to Tessa.\n- Tobias works for Crescent Telecom.\n- Aisha works for Northwind Systems.\n- Crescent Telecom is headquartered in Ghent.\n- Lucia works for Vantage Air.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Malmo.\n- Pablo works for Crescent Telecom.\n- Tobias reports to Zoya.\n- Zoya reports to Lucia.\n- Northwind Systems was founded in 1994.\n- Tessa works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Vantage Air is headquartered in Ghent.\n- Tessa reports to Elena.\n- Elena reports to Anders.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2204", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3968: employee Priya S., hired 14 December 2022, separated 24 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3968?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2205", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2206", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 September 2022): For employees hired on or after 13 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6090: employee Stefan T., hired 07 June 2020, separated 23 February 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2025-6090 under the controlling rules.", "criteria": {"0": "$9,200", "1": "$10,200", "2": "$39,867", "3": "$9,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2207", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4741: employee Callum A., hired 01 October 2023, separated 08 April 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4741?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Felix works for Helios Logistics.\n- Ingrid works for Northwind Systems.\n- Vantage Air is headquartered in Austin.\n- Deshawn works for Helios Logistics.\n- Mateo reports to Deshawn.\n- Anders reports to Aisha.\n- Mateo works for Vantage Air.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Northwind Systems is headquartered in Austin.\n- Helios Logistics was founded in 2008.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 1978.\n- Pinnacle Software is headquartered in Porto.\n- Dmitri reports to Mateo.\n- Elena reports to Felix.\n- Northwind Systems was founded in 1977.\n- Deshawn reports to Elena.\n- Hana reports to Dmitri.\n- Anders works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Aisha reports to Ingrid.\n- Helios Logistics is headquartered in Tampere.\n- Aisha works for Vantage Air.\n- Sofia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2209", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "play_music", "2": "set_alarm", "3": "set_timer", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2210", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 53513\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2211", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2015.\n- Chiara works for Cedar Retail Group.\n- Crescent Telecom was founded in 1983.\n- Anders works for Ironwood Manufacturing.\n- Ingrid works for Fernhill Foods.\n- Cedar Retail Group was founded in 1992.\n- Pablo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia works for Cedar Retail Group.\n- Callum works for Crescent Telecom.\n- Jonas reports to Emeka.\n- Emeka reports to Nadia.\n- Sofia reports to Jonas.\n- Fernhill Foods is headquartered in Malmo.\n- Callum reports to Ravi.\n- Ravi reports to Ingrid.\n- Bruno works for Fernhill Foods.\n- Viktor reports to Chiara.\n- Fernhill Foods was founded in 1985.\n- Chiara reports to Sofia.\n- Viktor works for Fernhill Foods.\n- Ingrid reports to Anders.\n- Bruno reports to Callum.\n- Nadia reports to Pablo.\n- Jonas works for Crescent Telecom.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Pablo reports to Bruno.\n- Sofia works for Fernhill Foods.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Hana.\n- Amara works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Nadia reports to Ingrid.\n- Helios Logistics was founded in 2011.\n- Ravi reports to Tobias.\n- Tobias reports to Amara.\n- Dmitri works for Crescent Telecom.\n- Felix reports to Nadia.\n- Tobias works for Helios Logistics.\n- Atlas Freight was founded in 2015.\n- Bluepine Aviation is headquartered in Oslo.\n- Crescent Telecom was founded in 1996.\n- Helios Logistics is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid works for Bluepine Aviation.\n- Hana reports to Ravi.\n- Dmitri reports to Felix.\n- Bluepine Aviation was founded in 1977.\n- Felix works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2214", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Hana reports to Tobias.\n- Omar works for Summit Energy.\n- Yuki reports to Nadia.\n- Sofia reports to Emeka.\n- Bruno works for Summit Energy.\n- Nadia works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 1977.\n- Omar reports to Viktor.\n- Jonas works for Northwind Systems.\n- Mara reports to Yuki.\n- Lattice Analytics is headquartered in Porto.\n- Bruno reports to Sofia.\n- Mara works for Cobalt Health.\n- Hana works for Northwind Systems.\n- Lattice Analytics was founded in 1996.\n- Tobias works for Summit Energy.\n- Cobalt Health is headquartered in Bergen.\n- Nadia reports to Jonas.\n- Sofia works for Cobalt Health.\n- Callum reports to Hana.\n- Cobalt Health was founded in 2006.\n- Emeka works for Cobalt Health.\n- Emeka reports to Omar.\n- Summit Energy is headquartered in Dunedin.\n- Viktor reports to Callum.\n- Northwind Systems is headquartered in Dunedin.\n- Viktor works for Cobalt Health.\n- Northwind Systems was founded in 2000.\n- Jonas reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Lucia.\n- Zoya reports to Dmitri.\n- Atlas Freight is headquartered in Tampere.\n- Chiara reports to Bruno.\n- Beacon Insurance was founded in 1984.\n- Priya works for Cobalt Health.\n- Bruno works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Chiara works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji reports to Priya.\n- Priya reports to Chiara.\n- Emeka works for Beacon Insurance.\n- Dmitri works for Atlas Freight.\n- Cobalt Health is headquartered in Cork.\n- Cedar Retail Group was founded in 2009.\n- Lucia reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Atlas Freight was founded in 1983.\n- Emeka reports to Amara.\n- Viktor works for Atlas Freight.\n- Amara reports to Zoya.\n- Zoya works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2217", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Kenji.\n- Priya reports to Tobias.\n- Kenji reports to Callum.\n- Fernhill Foods was founded in 2011.\n- Tobias works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Kenji works for Fernhill Foods.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Hana.\n- Emeka reports to Nadia.\n- Chiara works for Ironwood Manufacturing.\n- Priya works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1983.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 1991.\n- Callum reports to Sofia.\n- Bluepine Aviation was founded in 2013.\n- Bluepine Aviation is headquartered in Halifax.\n- Dmitri reports to Chiara.\n- Fernhill Foods is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Hana reports to Emeka.\n- Nadia reports to Priya.\n- Dmitri works for Ironwood Manufacturing.\n- Nadia works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2219", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2220", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5706: employee Sofia S., hired 15 April 2023, separated 06 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5706?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Aisha.\n- Wren reports to Yuki.\n- Summit Energy was founded in 1999.\n- Amara works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Wren works for Northwind Systems.\n- Yuki works for Summit Energy.\n- Meridian Bank is headquartered in Basel.\n- Aisha works for Meridian Bank.\n- Mara reports to Wren.\n- Hana reports to Viktor.\n- Zoya reports to Amara.\n- Mei reports to Zoya.\n- Chiara works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mara works for Northwind Systems.\n- Chiara reports to Mei.\n- Meridian Bank was founded in 2008.\n- Amara reports to Hana.\n- Zoya works for Ironwood Manufacturing.\n- Viktor works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1981.\n- Northwind Systems was founded in 2002.\n- Northwind Systems is headquartered in Bergen.\n- Viktor reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2015.\n- Mateo reports to Tobias.\n- Helios Logistics was founded in 2012.\n- Nadia reports to Lucia.\n- Kenji works for Summit Energy.\n- Kenji reports to Mara.\n- Mateo works for Summit Energy.\n- Ingrid reports to Kenji.\n- Mara works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan reports to Nadia.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Summit Energy is headquartered in Brno.\n- Tobias works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Nadia works for Summit Energy.\n- Mara reports to Stefan.\n- Vantage Air was founded in 1980.\n- Vantage Air is headquartered in Ghent.\n- Ravi reports to Ingrid.\n- Wren reports to Ravi.\n- Wren works for Helios Logistics.\n- Tobias reports to Wren.\n- Lucia works for Atlas Freight.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2223", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Cobalt Health is headquartered in Ghent.\n- Cobalt Health was founded in 1989.\n- Bruno works for Helios Logistics.\n- Fernhill Foods was founded in 1985.\n- Lattice Analytics was founded in 2000.\n- Mara works for Cobalt Health.\n- Mara reports to Callum.\n- Priya works for Helios Logistics.\n- Mei reports to Elena.\n- Dmitri reports to Mei.\n- Dmitri works for Cobalt Health.\n- Bruno reports to Zoya.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Mei works for Helios Logistics.\n- Callum reports to Bruno.\n- Callum works for Lattice Analytics.\n- Priya reports to Mara.\n- Fernhill Foods is headquartered in Nagoya.\n- Zoya reports to Dmitri.\n- Helios Logistics was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2225", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2226", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Priya reports to Omar.\n- Yuki works for Vantage Air.\n- Jonas reports to Sanne.\n- Sanne reports to Priya.\n- Vantage Air is headquartered in Leeds.\n- Anders reports to Jonas.\n- Tobias works for Cobalt Health.\n- Mara reports to Anders.\n- Bruno works for Vantage Air.\n- Tobias reports to Amara.\n- Kenji works for Cobalt Health.\n- Lattice Analytics is headquartered in Leeds.\n- Cobalt Health was founded in 1978.\n- Mara works for Fernhill Foods.\n- Vantage Air was founded in 2010.\n- Bruno reports to Ravi.\n- Ravi reports to Mara.\n- Lattice Analytics was founded in 2013.\n- Omar reports to Yuki.\n- Sanne works for Cobalt Health.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Kenji reports to Tobias.\n- Ravi works for Cobalt Health.\n- Omar works for Vantage Air.\n- Amara reports to Bruno.\n- Priya works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Fernhill Foods is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Kenji.\n- Vantage Air is headquartered in Tampere.\n- Vantage Air was founded in 1991.\n- Anders works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Anders reports to Mei.\n- Kenji reports to Emeka.\n- Dmitri reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Mateo reports to Tessa.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa works for Crescent Telecom.\n- Mei reports to Dmitri.\n- Crescent Telecom was founded in 1986.\n- Tessa reports to Priya.\n- Emeka works for Crescent Telecom.\n- Atlas Freight is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Tallinn.\n- Mateo works for Vantage Air.\n- Priya works for Vantage Air.\n- Cedar Retail Group was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2229", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8983: employee Sofia T., hired 30 January 2024, separated 21 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8983?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Bruno reports to Mateo.\n- Meridian Bank is headquartered in Basel.\n- Sanne works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Pablo reports to Mei.\n- Sanne reports to Stefan.\n- Anders reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Pablo.\n- Stefan works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Crescent Telecom was founded in 1978.\n- Summit Energy was founded in 1999.\n- Yuki works for Summit Energy.\n- Cedar Retail Group was founded in 1980.\n- Summit Energy is headquartered in Porto.\n- Aisha works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Mei works for Cedar Retail Group.\n- Mei reports to Ravi.\n- Aisha reports to Sanne.\n- Callum reports to Aisha.\n- Cedar Retail Group is headquartered in Basel.\n- Meridian Bank was founded in 1990.\n- Deshawn reports to Callum.\n- Pablo works for Crescent Telecom.\n- Yuki reports to Deshawn.\n- Bruno works for Meridian Bank.\n- Ravi reports to Anders.\n- Crescent Telecom is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2231", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1669: employee Omar R., hired 10 February 2024, separated 09 October 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-1669 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,000", "2": "$21,667", "3": "$4,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2232", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2233", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2234", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5936: employee Tessa S., hired 15 June 2024, separated 23 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5936?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2235", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2236", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2237", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Aisha.\n- Mei reports to Mara.\n- Viktor reports to Emeka.\n- Mara works for Meridian Bank.\n- Northwind Systems was founded in 1991.\n- Pinnacle Software is headquartered in Valencia.\n- Mei works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Meridian Bank was founded in 2000.\n- Aisha reports to Tessa.\n- Emeka works for Pinnacle Software.\n- Northwind Systems is headquartered in Bergen.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Bluepine Aviation is headquartered in Bergen.\n- Mara reports to Nadia.\n- Tessa reports to Viktor.\n- Nadia reports to Deshawn.\n- Meridian Bank is headquartered in Valencia.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Viktor works for Northwind Systems.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2012.\n- Sanne reports to Priya.\n- Mei works for Crescent Telecom.\n- Priya reports to Omar.\n- Crescent Telecom is headquartered in Malmo.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Tessa works for Crescent Telecom.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Atlas Freight was founded in 2005.\n- Wren works for Cedar Retail Group.\n- Priya works for Atlas Freight.\n- Mei reports to Tessa.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Tobias reports to Viktor.\n- Viktor reports to Mei.\n- Elena reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Tessa reports to Wren.\n- Crescent Telecom was founded in 1990.\n- Omar reports to Felix.\n- Atlas Freight is headquartered in Basel.\n- Felix reports to Elena.\n- Elena works for Atlas Freight.\n- Omar works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2000", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1984.\n- Ravi works for Bluepine Aviation.\n- Yuki reports to Kenji.\n- Dmitri works for Bluepine Aviation.\n- Yuki works for Vantage Air.\n- Kenji reports to Dmitri.\n- Tobias reports to Viktor.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Callum works for Vantage Air.\n- Tobias works for Vantage Air.\n- Callum reports to Yuki.\n- Amara works for Cedar Retail Group.\n- Ravi reports to Tobias.\n- Dmitri reports to Amara.\n- Bluepine Aviation is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Bergen.\n- Kenji works for Atlas Freight.\n- Amara reports to Chiara.\n- Stefan works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2008.\n- Vantage Air is headquartered in Austin.\n- Vantage Air was founded in 1998.\n- Chiara reports to Ravi.\n- Viktor reports to Stefan.\n- Cedar Retail Group was founded in 1992.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2241", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2242", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8859: employee Hana A., hired 10 March 2023, separated 27 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8859?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2243", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2244", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2245", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9368: employee Kenji T., hired 21 November 2021, separated 10 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9368?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2246", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2247", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 May 2023): For employees hired on or after 01 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6206: employee Priya A., hired 12 May 2020, separated 11 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6206?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2015.\n- Helios Logistics was founded in 1981.\n- Pinnacle Software was founded in 2008.\n- Wren reports to Sanne.\n- Mateo works for Fernhill Foods.\n- Leila reports to Mateo.\n- Sanne works for Vantage Air.\n- Wren works for Helios Logistics.\n- Vantage Air was founded in 1988.\n- Amara reports to Dmitri.\n- Yuki works for Helios Logistics.\n- Mateo reports to Stefan.\n- Stefan reports to Amara.\n- Sanne reports to Leila.\n- Stefan works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Yuki reports to Wren.\n- Dmitri works for Fernhill Foods.\n- Leila works for Pinnacle Software.\n- Helios Logistics is headquartered in Basel.\n- Amara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Brno.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2249", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2703: employee Mei K., hired 08 April 2021, separated 16 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-2703?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Lattice Analytics was founded in 2002.\n- Bruno works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Amara reports to Lucia.\n- Fernhill Foods was founded in 1980.\n- Sofia works for Pinnacle Software.\n- Yuki reports to Amara.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Pinnacle Software was founded in 1987.\n- Ravi works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Chiara reports to Bruno.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Yuki.\n- Ravi reports to Chiara.\n- Aisha reports to Hana.\n- Callum works for Lattice Analytics.\n- Meridian Bank was founded in 1995.\n- Lucia reports to Aisha.\n- Hana works for Lattice Analytics.\n- Meridian Bank is headquartered in Adelaide.\n- Omar works for Lattice Analytics.\n- Viktor works for Fernhill Foods.\n- Lattice Analytics is headquartered in Adelaide.\n- Viktor reports to Omar.\n- Amara works for Meridian Bank.\n- Omar reports to Ravi.\n- Hana reports to Callum.\n- Bruno reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2251", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4784: employee Wren K., hired 27 May 2022, separated 17 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4784?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2252", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2253", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 October 2025): For employees hired on or after 18 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5240: employee Ravi M., hired 23 September 2022, separated 15 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-5240 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$26,000", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2254", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2408: employee Pablo A., hired 31 January 2021, separated 21 February 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2408?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2255", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3148: employee Sanne M., hired 26 September 2024, separated 27 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3148?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2256", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2257", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2258", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1987.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pablo works for Fernhill Foods.\n- Mara reports to Pablo.\n- Ravi reports to Nadia.\n- Pinnacle Software is headquartered in Turku.\n- Fernhill Foods was founded in 2013.\n- Meridian Bank is headquartered in Dunedin.\n- Kenji works for Ironwood Manufacturing.\n- Callum reports to Ravi.\n- Nadia works for Pinnacle Software.\n- Ravi works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2010.\n- Pablo reports to Callum.\n- Meridian Bank was founded in 2001.\n- Leila reports to Kenji.\n- Leila works for Meridian Bank.\n- Kenji reports to Mara.\n- Felix works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Mara works for Pinnacle Software.\n- Fernhill Foods is headquartered in Turku.\n- Nadia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2260", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2261", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Hana reports to Jonas.\n- Northwind Systems was founded in 1999.\n- Omar works for Meridian Bank.\n- Crescent Telecom was founded in 1988.\n- Jonas works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Omar reports to Sanne.\n- Northwind Systems is headquartered in Oslo.\n- Leila reports to Hana.\n- Bruno works for Crescent Telecom.\n- Sanne works for Meridian Bank.\n- Jonas reports to Kenji.\n- Crescent Telecom is headquartered in Bergen.\n- Meridian Bank was founded in 2006.\n- Bruno reports to Chiara.\n- Sanne reports to Bruno.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank is headquartered in Austin.\n- Kenji reports to Omar.\n- Kenji works for Meridian Bank.\n- Leila works for Northwind Systems.\n- Beacon Insurance was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2263", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2264", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2265", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1979.\n- Anders works for Helios Logistics.\n- Mei works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan reports to Mara.\n- Anders reports to Stefan.\n- Chiara reports to Viktor.\n- Pablo reports to Sofia.\n- Mara reports to Tobias.\n- Emeka reports to Pablo.\n- Mara works for Ironwood Manufacturing.\n- Stefan works for Helios Logistics.\n- Chiara works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Elena reports to Mateo.\n- Pablo works for Atlas Freight.\n- Mateo works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2001.\n- Tobias works for Atlas Freight.\n- Northwind Systems is headquartered in Basel.\n- Sofia reports to Elena.\n- Mei reports to Chiara.\n- Elena works for Northwind Systems.\n- Mateo reports to Mei.\n- Northwind Systems was founded in 1992.\n- Helios Logistics was founded in 2015.\n- Viktor reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2267", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9861: employee Felix B., hired 27 February 2022, separated 10 October 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9861?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2268", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4282: employee Jonas R., hired 17 April 2022, separated 20 July 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-4282 under the controlling rules.", "criteria": {"0": "$9,675", "1": "$41,600", "2": "$10,600", "3": "$9,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2270", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5427: employee Mateo S., hired 19 November 2023, separated 04 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5427?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2271", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Chiara works for Meridian Bank.\n- Nadia reports to Leila.\n- Mateo works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Dmitri reports to Chiara.\n- Sanne reports to Mateo.\n- Dmitri works for Meridian Bank.\n- Sofia reports to Zoya.\n- Leila works for Fernhill Foods.\n- Mateo reports to Stefan.\n- Meridian Bank was founded in 1993.\n- Mara reports to Ravi.\n- Chiara reports to Sanne.\n- Helios Logistics was founded in 2004.\n- Sofia works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Leila reports to Dmitri.\n- Sanne works for Atlas Freight.\n- Fernhill Foods was founded in 2002.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Fernhill Foods is headquartered in Oslo.\n- Zoya reports to Mara.\n- Stefan reports to Sofia.\n- Meridian Bank is headquartered in Lyon.\n- Ravi reports to Emeka.\n- Atlas Freight was founded in 1986.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2273", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 07 October 2025): For employees hired on or after 07 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2405: employee Elena T., hired 20 August 2025, separated 29 July 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-2405 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$26,000", "2": "$4,050", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2274", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Hana reports to Anders.\n- Ravi reports to Callum.\n- Anders works for Beacon Insurance.\n- Aisha reports to Ravi.\n- Pablo reports to Emeka.\n- Meridian Bank is headquartered in Nagoya.\n- Northwind Systems was founded in 1987.\n- Sanne works for Meridian Bank.\n- Mara reports to Viktor.\n- Sanne reports to Leila.\n- Emeka works for Lattice Analytics.\n- Pablo works for Beacon Insurance.\n- Northwind Systems is headquartered in Austin.\n- Beacon Insurance was founded in 2000.\n- Elena works for Northwind Systems.\n- Meridian Bank was founded in 1999.\n- Leila works for Northwind Systems.\n- Aisha works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Lattice Analytics is headquartered in Austin.\n- Callum works for Lattice Analytics.\n- Viktor works for Northwind Systems.\n- Leila reports to Pablo.\n- Emeka reports to Hana.\n- Elena reports to Sanne.\n- Anders reports to Mara.\n- Lattice Analytics was founded in 2012.\n- Viktor reports to Aisha.\n- Beacon Insurance is headquartered in Nagoya.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2276", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8153: employee Emeka S., hired 21 October 2022, separated 07 July 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-8153 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$4,615", "2": "$3,231", "3": "$3,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2277", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9635: employee Lucia B., hired 15 March 2021, separated 18 May 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9635?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Summit Energy.\n- Lucia reports to Wren.\n- Meridian Bank is headquartered in Brno.\n- Summit Energy was founded in 1977.\n- Stefan reports to Bruno.\n- Tessa works for Cedar Retail Group.\n- Beacon Insurance was founded in 1995.\n- Elena reports to Chiara.\n- Mara reports to Elena.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group was founded in 1979.\n- Meridian Bank was founded in 1990.\n- Stefan works for Beacon Insurance.\n- Chiara reports to Dmitri.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri reports to Tessa.\n- Chiara works for Summit Energy.\n- Lucia works for Meridian Bank.\n- Wren reports to Tobias.\n- Tessa reports to Lucia.\n- Elena works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Turku.\n- Bruno reports to Mara.\n- Wren works for Meridian Bank.\n- Bruno works for Cedar Retail Group.\n- Summit Energy is headquartered in Turku.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2279", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2280", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2281", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2282", "family": "intent_v3", "state": "Incoming support message:\n\"43777 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia works for Lattice Analytics.\n- Tobias reports to Chiara.\n- Anders works for Lattice Analytics.\n- Meridian Bank was founded in 2013.\n- Tobias works for Meridian Bank.\n- Kenji reports to Viktor.\n- Amara works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Amara reports to Lucia.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 1979.\n- Viktor reports to Amara.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Kenji.\n- Cobalt Health is headquartered in Halifax.\n- Cobalt Health was founded in 1995.\n- Anders reports to Tobias.\n- Atlas Freight was founded in 1994.\n- Lucia reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2284", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5411: employee Mateo A., hired 08 December 2020, separated 01 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5411?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2285", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5098: employee Mara S., hired 22 February 2024, separated 27 July 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2025-5098 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$8,667", "2": "$800", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2286", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Lattice Analytics was founded in 1984.\n- Mei reports to Priya.\n- Ravi reports to Zoya.\n- Zoya reports to Elena.\n- Northwind Systems was founded in 1975.\n- Priya works for Northwind Systems.\n- Elena reports to Bruno.\n- Leila works for Northwind Systems.\n- Meridian Bank is headquartered in Turku.\n- Bluepine Aviation was founded in 1995.\n- Zoya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Cork.\n- Lattice Analytics is headquartered in Turku.\n- Meridian Bank was founded in 1986.\n- Ravi works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Leila reports to Ravi.\n- Tobias reports to Leila.\n- Bruno reports to Mei.\n- Northwind Systems is headquartered in Brno.\n- Elena works for Lattice Analytics.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Ghent.\n- Northwind Systems is headquartered in Cork.\n- Kenji works for Lattice Analytics.\n- Hana reports to Elena.\n- Amara reports to Callum.\n- Callum reports to Aisha.\n- Chiara works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Emeka reports to Priya.\n- Amara works for Cobalt Health.\n- Priya works for Summit Energy.\n- Northwind Systems was founded in 1976.\n- Elena reports to Kenji.\n- Elena works for Lattice Analytics.\n- Chiara reports to Bruno.\n- Hana works for Northwind Systems.\n- Summit Energy was founded in 2008.\n- Lattice Analytics was founded in 1989.\n- Priya reports to Mara.\n- Aisha reports to Chiara.\n- Bruno reports to Emeka.\n- Ravi works for Lattice Analytics.\n- Bruno works for Summit Energy.\n- Emeka works for Lattice Analytics.\n- Callum works for Cobalt Health.\n- Ravi reports to Amara.\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health is headquartered in Ghent.\n- Mara reports to Hana.\n- Cobalt Health was founded in 2001.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2289", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Valencia.\n- Pinnacle Software was founded in 1979.\n- Felix reports to Jonas.\n- Leila reports to Felix.\n- Pinnacle Software is headquartered in Tampere.\n- Felix works for Vantage Air.\n- Wren reports to Zoya.\n- Crescent Telecom was founded in 1975.\n- Crescent Telecom is headquartered in Austin.\n- Callum reports to Leila.\n- Vantage Air was founded in 2006.\n- Emeka reports to Sanne.\n- Wren works for Vantage Air.\n- Sanne works for Crescent Telecom.\n- Jonas works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Emeka works for Vantage Air.\n- Zoya reports to Lucia.\n- Tessa reports to Emeka.\n- Callum works for Pinnacle Software.\n- Lucia reports to Tessa.\n- Zoya works for Crescent Telecom.\n- Vantage Air is headquartered in Tampere.\n- Helios Logistics was founded in 2001.\n- Tessa works for Pinnacle Software.\n- Sanne reports to Callum.\n- Leila works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2291", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2292", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9493: employee Aisha B., hired 05 November 2020, separated 05 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9493?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2293", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2294", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2295", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong address on order 29225, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2296", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2297", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3872: employee Mei K., hired 29 June 2023, separated 07 April 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-3872 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$9,231", "2": "$40,000", "3": "$4,154"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2298", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1992.\n- Priya reports to Anders.\n- Beacon Insurance was founded in 1985.\n- Anders reports to Wren.\n- Helios Logistics is headquartered in Nagoya.\n- Summit Energy was founded in 1992.\n- Bruno works for Beacon Insurance.\n- Viktor reports to Omar.\n- Viktor works for Helios Logistics.\n- Priya works for Summit Energy.\n- Bruno reports to Viktor.\n- Wren works for Summit Energy.\n- Tobias reports to Bruno.\n- Wren reports to Jonas.\n- Omar reports to Priya.\n- Beacon Insurance is headquartered in Cork.\n- Anders works for Cobalt Health.\n- Summit Energy is headquartered in Tallinn.\n- Jonas works for Helios Logistics.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1999.\n- Tobias works for Beacon Insurance.\n- Omar works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2300", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 September 2025): For employees hired on or after 14 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2715: employee Mara A., hired 20 February 2025, separated 25 November 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2715?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2301", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2302", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 26446\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "request_refund", "3": "report_damage", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2303", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2304", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3502: employee Mei K., hired 28 January 2023, separated 16 September 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-3502 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$7,200", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Vantage Air.\n- Felix works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Vantage Air is headquartered in Halifax.\n- Sofia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Ghent.\n- Ravi reports to Zoya.\n- Bluepine Aviation was founded in 2010.\n- Sofia reports to Omar.\n- Jonas reports to Ravi.\n- Zoya reports to Sofia.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Felix reports to Mateo.\n- Beacon Insurance was founded in 2007.\n- Beacon Insurance is headquartered in Basel.\n- Omar works for Vantage Air.\n- Mateo reports to Stefan.\n- Omar reports to Lucia.\n- Ravi works for Vantage Air.\n- Yuki works for Crescent Telecom.\n- Lucia works for Bluepine Aviation.\n- Vantage Air was founded in 2002.\n- Yuki reports to Felix.\n- Stefan reports to Jonas.\n- Crescent Telecom was founded in 1990.\n- Zoya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2011.\n- Dmitri reports to Omar.\n- Helios Logistics is headquartered in Turku.\n- Nadia reports to Felix.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 1995.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods was founded in 2011.\n- Lucia works for Helios Logistics.\n- Fernhill Foods is headquartered in Lyon.\n- Felix works for Crescent Telecom.\n- Deshawn works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Lucia reports to Nadia.\n- Omar works for Crescent Telecom.\n- Tessa reports to Deshawn.\n- Felix reports to Priya.\n- Crescent Telecom was founded in 2008.\n- Crescent Telecom is headquartered in Turku.\n- Priya reports to Tessa.\n- Priya works for Fernhill Foods.\n- Deshawn reports to Dmitri.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2307", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2308", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7649: employee Wren T., hired 04 January 2023, separated 01 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7649?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2309", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2010.\n- Sofia works for Lattice Analytics.\n- Chiara reports to Aisha.\n- Tobias works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Lattice Analytics was founded in 1991.\n- Helios Logistics was founded in 2014.\n- Aisha works for Lattice Analytics.\n- Cobalt Health is headquartered in Tallinn.\n- Viktor reports to Callum.\n- Aisha reports to Stefan.\n- Sofia reports to Lucia.\n- Callum reports to Tobias.\n- Cedar Retail Group is headquartered in Brno.\n- Stefan works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Stefan reports to Viktor.\n- Helios Logistics is headquartered in Brno.\n- Lucia reports to Chiara.\n- Lucia works for Cedar Retail Group.\n- Chiara works for Lattice Analytics.\n- Callum works for Cobalt Health.\n- Lattice Analytics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1994", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Callum.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Jonas works for Helios Logistics.\n- Callum works for Fernhill Foods.\n- Jonas reports to Sanne.\n- Viktor works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1979.\n- Anders reports to Ingrid.\n- Helios Logistics was founded in 1975.\n- Viktor reports to Yuki.\n- Sanne reports to Viktor.\n- Yuki reports to Aisha.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2008.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Callum reports to Jonas.\n- Sofia works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Deshawn works for Fernhill Foods.\n- Ingrid reports to Deshawn.\n- Pinnacle Software was founded in 1993.\n- Deshawn reports to Sofia.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2312", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8070: employee Tessa B., hired 09 March 2024, separated 24 October 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-8070 under the controlling rules.", "criteria": {"0": "$1,000", "1": "$3,000", "2": "$13,000", "3": "$2,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2313", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2314", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7096: employee Dmitri A., hired 28 September 2020, separated 02 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7096?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2315", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2316", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2317", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 72945 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Wren.\n- Emeka works for Summit Energy.\n- Stefan works for Meridian Bank.\n- Elena reports to Emeka.\n- Yuki reports to Viktor.\n- Helios Logistics is headquartered in Brno.\n- Elena works for Summit Energy.\n- Atlas Freight is headquartered in Oslo.\n- Atlas Freight was founded in 2002.\n- Wren works for Meridian Bank.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Emeka reports to Kenji.\n- Summit Energy is headquartered in Lyon.\n- Meridian Bank was founded in 2002.\n- Stefan reports to Mara.\n- Mara works for Summit Energy.\n- Yuki works for Helios Logistics.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Meridian Bank.\n- Viktor reports to Stefan.\n- Wren reports to Elena.\n- Summit Energy was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Priya.\n- Anders reports to Felix.\n- Omar works for Meridian Bank.\n- Northwind Systems was founded in 1997.\n- Meridian Bank was founded in 2011.\n- Felix reports to Wren.\n- Meridian Bank is headquartered in Nagoya.\n- Tessa works for Northwind Systems.\n- Fernhill Foods was founded in 2000.\n- Wren works for Fernhill Foods.\n- Bruno reports to Omar.\n- Helios Logistics is headquartered in Tallinn.\n- Priya reports to Emeka.\n- Tessa reports to Bruno.\n- Fernhill Foods is headquartered in Tallinn.\n- Helios Logistics was founded in 1992.\n- Emeka reports to Anders.\n- Priya works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Northwind Systems is headquartered in Austin.\n- Anders works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Emeka works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2320", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1849: employee Chiara M., hired 02 July 2021, separated 06 March 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-1849 under the controlling rules.", "criteria": {"0": "$11,200", "1": "$9,200", "2": "$48,533", "3": "$11,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2321", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8967: employee Chiara B., hired 21 May 2021, separated 08 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8967?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Lucia.\n- Ravi works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Beacon Insurance was founded in 2002.\n- Omar works for Fernhill Foods.\n- Bruno works for Pinnacle Software.\n- Omar reports to Amara.\n- Beacon Insurance is headquartered in Valencia.\n- Bruno reports to Pablo.\n- Emeka reports to Stefan.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Chiara.\n- Pablo reports to Omar.\n- Lucia works for Fernhill Foods.\n- Anders reports to Emeka.\n- Anders works for Cedar Retail Group.\n- Pinnacle Software was founded in 1996.\n- Cedar Retail Group was founded in 1981.\n- Emeka works for Beacon Insurance.\n- Pablo works for Fernhill Foods.\n- Stefan reports to Bruno.\n- Elena reports to Ravi.\n- Chiara works for Pinnacle Software.\n- Amara reports to Sofia.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1999.\n- Stefan works for Beacon Insurance.\n- Lucia reports to Elena.\n- Elena works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Cobalt Health is headquartered in Leeds.\n- Mara works for Atlas Freight.\n- Aisha reports to Yuki.\n- Deshawn reports to Callum.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Pinnacle Software was founded in 1995.\n- Chiara reports to Lucia.\n- Atlas Freight is headquartered in Malmo.\n- Priya works for Summit Energy.\n- Lucia reports to Priya.\n- Summit Energy is headquartered in Brno.\n- Yuki reports to Nadia.\n- Priya reports to Amara.\n- Lucia works for Summit Energy.\n- Hana works for Pinnacle Software.\n- Mei works for Summit Energy.\n- Aisha works for Cobalt Health.\n- Yuki works for Pinnacle Software.\n- Cobalt Health was founded in 2012.\n- Nadia works for Cobalt Health.\n- Mei reports to Hana.\n- Summit Energy was founded in 1982.\n- Hana reports to Aisha.\n- Amara reports to Mei.\n- Callum reports to Mara.\n- Atlas Freight was founded in 1988.\n- Mara reports to Chiara.\n- Callum works for Cobalt Health.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2324", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2325", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2326", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1083: employee Nadia A., hired 19 December 2020, separated 20 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2025-1083 under the controlling rules.", "criteria": {"0": "$8,062", "1": "$10,000", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2327", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5500: employee Ingrid K., hired 04 March 2021, separated 11 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5500?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2328", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 21 March 2023): For employees hired on or after 21 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4837: employee Omar S., hired 31 July 2022, separated 20 July 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4837?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2329", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1374: employee Omar R., hired 12 December 2023, separated 31 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1374?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Pablo works for Helios Logistics.\n- Anders works for Northwind Systems.\n- Viktor reports to Pablo.\n- Northwind Systems is headquartered in Nagoya.\n- Helios Logistics was founded in 1975.\n- Helios Logistics is headquartered in Lyon.\n- Kenji reports to Anders.\n- Felix reports to Viktor.\n- Felix works for Helios Logistics.\n- Anders reports to Hana.\n- Ravi reports to Kenji.\n- Mei works for Bluepine Aviation.\n- Viktor works for Helios Logistics.\n- Jonas reports to Aisha.\n- Pablo reports to Jonas.\n- Beacon Insurance is headquartered in Nagoya.\n- Ravi works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Hana reports to Mei.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Lyon.\n- Jonas works for Beacon Insurance.\n- Northwind Systems was founded in 2004.\n- Beacon Insurance was founded in 2004.\n- Mei reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2331", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2332", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 August 2025): For employees hired on or after 10 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4086: employee Mara M., hired 03 February 2025, separated 07 March 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4086?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Kenji.\n- Priya works for Ironwood Manufacturing.\n- Dmitri works for Atlas Freight.\n- Cobalt Health was founded in 2003.\n- Priya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei works for Atlas Freight.\n- Meridian Bank was founded in 1990.\n- Anders reports to Priya.\n- Aisha works for Cobalt Health.\n- Hana reports to Pablo.\n- Atlas Freight was founded in 1984.\n- Mei reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Turku.\n- Kenji reports to Dmitri.\n- Ironwood Manufacturing was founded in 1982.\n- Deshawn reports to Anders.\n- Deshawn works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Dmitri reports to Mei.\n- Stefan reports to Hana.\n- Cobalt Health is headquartered in Turku.\n- Anders works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2334", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2335", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4576: employee Dmitri T., hired 04 June 2024, separated 20 December 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2026-4576 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,500", "2": "$2,625", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2336", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1225: employee Aisha T., hired 08 July 2024, separated 21 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1225?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2337", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2338", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "report_outage", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2339", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2340", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2341", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7621: employee Dmitri A., hired 18 June 2020, separated 06 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7621?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2342", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2343", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3953: employee Deshawn M., hired 22 July 2023, separated 26 December 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3953?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Ingrid works for Cedar Retail Group.\n- Tobias reports to Mateo.\n- Helios Logistics was founded in 1997.\n- Elena works for Cedar Retail Group.\n- Viktor reports to Aisha.\n- Helios Logistics is headquartered in Brno.\n- Mateo works for Helios Logistics.\n- Elena reports to Tobias.\n- Chiara reports to Mei.\n- Chiara works for Fernhill Foods.\n- Atlas Freight was founded in 1995.\n- Leila reports to Stefan.\n- Cedar Retail Group is headquartered in Brno.\n- Stefan reports to Ingrid.\n- Cedar Retail Group was founded in 1980.\n- Mateo reports to Viktor.\n- Atlas Freight is headquartered in Ghent.\n- Stefan works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Aisha reports to Chiara.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1997.\n- Tobias works for Cedar Retail Group.\n- Mei reports to Leila.\n- Aisha works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Valencia.\n- Cedar Retail Group was founded in 2006.\n- Helios Logistics is headquartered in Leeds.\n- Mei reports to Ingrid.\n- Atlas Freight was founded in 2003.\n- Felix works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Mateo reports to Elena.\n- Ravi works for Lattice Analytics.\n- Ingrid works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Lucia works for Lattice Analytics.\n- Ingrid reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Ravi reports to Mei.\n- Cedar Retail Group is headquartered in Bergen.\n- Helios Logistics was founded in 1989.\n- Felix reports to Ravi.\n- Lattice Analytics was founded in 2000.\n- Lucia reports to Felix.\n- Mei works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Leeds.\n- Elena reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Tessa reports to Zoya.\n- Dmitri reports to Sofia.\n- Leila works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Dmitri works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Sanne reports to Bruno.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 2014.\n- Sanne works for Cobalt Health.\n- Leila reports to Elena.\n- Hana works for Helios Logistics.\n- Wren works for Lattice Analytics.\n- Wren reports to Nadia.\n- Tessa works for Lattice Analytics.\n- Hana reports to Leila.\n- Bluepine Aviation was founded in 1999.\n- Bruno reports to Wren.\n- Deshawn reports to Tessa.\n- Nadia reports to Hana.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Bluepine Aviation is headquartered in Leeds.\n- Helios Logistics was founded in 2010.\n- Lattice Analytics is headquartered in Austin.\n- Elena works for Lattice Analytics.\n- Bruno works for Helios Logistics.\n- Zoya reports to Sanne.\n- Sofia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2347", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9767: employee Ingrid S., hired 19 October 2020, separated 19 August 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9767?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2348", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Fernhill Foods was founded in 2008.\n- Beacon Insurance is headquartered in Leeds.\n- Emeka works for Beacon Insurance.\n- Sanne reports to Emeka.\n- Sanne works for Pinnacle Software.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Nadia reports to Ravi.\n- Sofia works for Beacon Insurance.\n- Emeka reports to Priya.\n- Crescent Telecom is headquartered in Lyon.\n- Felix reports to Leila.\n- Crescent Telecom was founded in 1993.\n- Nadia works for Beacon Insurance.\n- Leila reports to Sofia.\n- Pinnacle Software is headquartered in Turku.\n- Yuki reports to Nadia.\n- Sofia reports to Yuki.\n- Beacon Insurance was founded in 1996.\n- Priya reports to Aisha.\n- Yuki works for Beacon Insurance.\n- Felix works for Fernhill Foods.\n- Ravi reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Northwind Systems was founded in 1998.\n- Beacon Insurance was founded in 1989.\n- Wren works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Wren reports to Pablo.\n- Ironwood Manufacturing was founded in 1976.\n- Hana reports to Jonas.\n- Tobias reports to Aisha.\n- Bruno reports to Tobias.\n- Deshawn works for Ironwood Manufacturing.\n- Hana works for Northwind Systems.\n- Meridian Bank was founded in 1993.\n- Tobias works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Brno.\n- Jonas reports to Chiara.\n- Aisha reports to Deshawn.\n- Pablo works for Northwind Systems.\n- Ingrid reports to Sanne.\n- Jonas works for Northwind Systems.\n- Ingrid works for Beacon Insurance.\n- Meridian Bank is headquartered in Basel.\n- Sanne reports to Hana.\n- Pablo reports to Yuki.\n- Yuki works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Chiara reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Deshawn reports to Wren.\n- Northwind Systems is headquartered in Turku.\n- Beacon Insurance is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2351", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7024: employee Felix K., hired 02 August 2021, separated 22 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7024?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2352", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2353", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2354", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2355", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2840: employee Mei R., hired 24 October 2020, separated 28 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2840?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2011.\n- Ingrid reports to Aisha.\n- Aisha reports to Zoya.\n- Helios Logistics is headquartered in Adelaide.\n- Wren reports to Ingrid.\n- Bluepine Aviation is headquartered in Adelaide.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 1983.\n- Omar works for Atlas Freight.\n- Ingrid works for Bluepine Aviation.\n- Omar reports to Mei.\n- Zoya works for Beacon Insurance.\n- Nadia reports to Omar.\n- Felix works for Atlas Freight.\n- Beacon Insurance was founded in 2006.\n- Mei works for Atlas Freight.\n- Nadia works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Mei reports to Felix.\n- Beacon Insurance is headquartered in Adelaide.\n- Zoya reports to Nadia.\n- Wren works for Beacon Insurance.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2357", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2358", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4331: employee Anders K., hired 12 September 2023, separated 12 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4331?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Deshawn.\n- Leila works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Deshawn works for Summit Energy.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods was founded in 2013.\n- Nadia works for Pinnacle Software.\n- Amara works for Summit Energy.\n- Pinnacle Software was founded in 1977.\n- Stefan reports to Tobias.\n- Pinnacle Software is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Halifax.\n- Emeka reports to Leila.\n- Northwind Systems is headquartered in Oslo.\n- Summit Energy was founded in 2004.\n- Tobias works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Northwind Systems was founded in 1979.\n- Deshawn reports to Felix.\n- Amara reports to Stefan.\n- Felix reports to Amara.\n- Tobias reports to Nadia.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Amara reports to Chiara.\n- Nadia reports to Deshawn.\n- Pinnacle Software was founded in 2007.\n- Aisha reports to Zoya.\n- Pablo reports to Mei.\n- Wren works for Helios Logistics.\n- Viktor reports to Lucia.\n- Ironwood Manufacturing was founded in 1987.\n- Helios Logistics was founded in 1988.\n- Deshawn works for Helios Logistics.\n- Chiara reports to Anders.\n- Zoya reports to Pablo.\n- Fernhill Foods was founded in 1979.\n- Zoya works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Aisha works for Ironwood Manufacturing.\n- Anders works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Nadia works for Helios Logistics.\n- Amara works for Pinnacle Software.\n- Helios Logistics is headquartered in Cork.\n- Fernhill Foods is headquartered in Lyon.\n- Pinnacle Software is headquartered in Cork.\n- Mei reports to Nadia.\n- Anders reports to Wren.\n- Chiara works for Helios Logistics.\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Aisha.\n- Mei works for Fernhill Foods.\n- Viktor works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2361", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2362", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sofia.\n- Stefan reports to Pablo.\n- Stefan works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya reports to Tobias.\n- Ravi works for Meridian Bank.\n- Beacon Insurance was founded in 2000.\n- Mara works for Meridian Bank.\n- Crescent Telecom is headquartered in Porto.\n- Meridian Bank was founded in 2009.\n- Zoya works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Anders works for Crescent Telecom.\n- Felix reports to Ravi.\n- Ravi reports to Mara.\n- Sofia works for Crescent Telecom.\n- Ingrid reports to Stefan.\n- Meridian Bank is headquartered in Bergen.\n- Sofia reports to Zoya.\n- Leila works for Crescent Telecom.\n- Pablo works for Ironwood Manufacturing.\n- Leila reports to Ingrid.\n- Pablo reports to Felix.\n- Crescent Telecom was founded in 2009.\n- Mei reports to Anders.\n- Ironwood Manufacturing was founded in 2003.\n- Beacon Insurance is headquartered in Bergen.\n- Mei works for Ironwood Manufacturing.\n- Felix works for Meridian Bank.\n- Tobias reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2364", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Aisha reports to Elena.\n- Sofia works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1991.\n- Omar works for Vantage Air.\n- Viktor reports to Hana.\n- Kenji reports to Wren.\n- Ironwood Manufacturing was founded in 1997.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Vantage Air is headquartered in Valencia.\n- Wren reports to Viktor.\n- Pinnacle Software is headquartered in Valencia.\n- Nadia reports to Callum.\n- Hana reports to Omar.\n- Nadia works for Vantage Air.\n- Northwind Systems was founded in 1990.\n- Sanne works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Callum reports to Sofia.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1994.\n- Priya reports to Sanne.\n- Omar reports to Priya.\n- Sanne reports to Aisha.\n- Elena reports to Nadia.\n- Priya works for Vantage Air.\n- Aisha works for Northwind Systems.\n- Hana works for Pinnacle Software.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2366", "family": "intent_v3", "state": "Incoming support message:\n\"72851 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "reports an item arrived broken", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Tessa reports to Hana.\n- Felix works for Crescent Telecom.\n- Yuki reports to Callum.\n- Lucia reports to Sanne.\n- Sofia works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Emeka reports to Priya.\n- Lucia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2000.\n- Hana works for Pinnacle Software.\n- Felix reports to Emeka.\n- Callum works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Omar reports to Felix.\n- Callum reports to Omar.\n- Sanne reports to Tessa.\n- Crescent Telecom is headquartered in Basel.\n- Pinnacle Software was founded in 1996.\n- Hana reports to Yuki.\n- Omar works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1986.\n- Atlas Freight was founded in 2003.\n- Emeka works for Ironwood Manufacturing.\n- Sofia reports to Dmitri.\n- Atlas Freight is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Meridian Bank is headquartered in Lyon.\n- Pablo reports to Emeka.\n- Hana works for Meridian Bank.\n- Fernhill Foods is headquartered in Turku.\n- Pablo works for Fernhill Foods.\n- Amara reports to Hana.\n- Fernhill Foods was founded in 1990.\n- Cobalt Health is headquartered in Basel.\n- Helios Logistics was founded in 1982.\n- Amara works for Fernhill Foods.\n- Mei reports to Lucia.\n- Chiara works for Meridian Bank.\n- Chiara reports to Amara.\n- Helios Logistics is headquartered in Austin.\n- Hana reports to Pablo.\n- Emeka reports to Felix.\n- Cobalt Health was founded in 1979.\n- Felix reports to Mei.\n- Mei works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Lucia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Yuki works for Lattice Analytics.\n- Sofia reports to Stefan.\n- Sanne reports to Sofia.\n- Summit Energy is headquartered in Ghent.\n- Vantage Air is headquartered in Halifax.\n- Anders works for Summit Energy.\n- Lattice Analytics was founded in 2009.\n- Ingrid reports to Sanne.\n- Ingrid works for Summit Energy.\n- Pablo works for Summit Energy.\n- Kenji works for Summit Energy.\n- Anders reports to Callum.\n- Stefan reports to Emeka.\n- Callum works for Summit Energy.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 2014.\n- Callum reports to Pablo.\n- Pinnacle Software was founded in 1981.\n- Amara reports to Anders.\n- Pinnacle Software is headquartered in Halifax.\n- Kenji reports to Amara.\n- Nadia reports to Yuki.\n- Nadia works for Vantage Air.\n- Amara works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki reports to Kenji.\n- Summit Energy was founded in 1990.\n- Pablo reports to Ingrid.\n- Sofia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Elena reports to Zoya.\n- Hana works for Helios Logistics.\n- Cedar Retail Group was founded in 2009.\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Mara.\n- Helios Logistics was founded in 1979.\n- Elena works for Cedar Retail Group.\n- Emeka works for Helios Logistics.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Sanne reports to Anders.\n- Fernhill Foods was founded in 1975.\n- Mara reports to Sofia.\n- Anders reports to Elena.\n- Anders works for Fernhill Foods.\n- Mei reports to Hana.\n- Helios Logistics is headquartered in Valencia.\n- Viktor reports to Yuki.\n- Cedar Retail Group is headquartered in Ghent.\n- Sofia reports to Bruno.\n- Hana reports to Sanne.\n- Sanne works for Helios Logistics.\n- Zoya reports to Viktor.\n- Viktor works for Helios Logistics.\n- Bruno reports to Mei.\n- Yuki works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Mara works for Ironwood Manufacturing.\n- Mei works for Helios Logistics.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Malmo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2371", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2372", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2373", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2374", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9279: employee Viktor A., hired 11 August 2022, separated 20 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9279?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2375", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2462: employee Ravi S., hired 11 September 2022, separated 15 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2462?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2376", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5954: employee Kenji K., hired 30 April 2022, separated 12 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5954?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Aisha.\n- Priya works for Bluepine Aviation.\n- Helios Logistics was founded in 2014.\n- Pablo reports to Kenji.\n- Callum reports to Mei.\n- Elena works for Helios Logistics.\n- Kenji reports to Yuki.\n- Mei reports to Pablo.\n- Dmitri reports to Bruno.\n- Ingrid works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2004.\n- Aisha reports to Elena.\n- Mei works for Fernhill Foods.\n- Yuki reports to Dmitri.\n- Aisha works for Cedar Retail Group.\n- Fernhill Foods was founded in 1978.\n- Cedar Retail Group is headquartered in Basel.\n- Priya reports to Ingrid.\n- Kenji works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Basel.\n- Elena reports to Priya.\n- Dmitri works for Fernhill Foods.\n- Ingrid reports to Lucia.\n- Pablo works for Helios Logistics.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lucia works for Fernhill Foods.\n- Cedar Retail Group was founded in 1984.\n- Yuki works for Fernhill Foods.\n- Callum works for Bluepine Aviation.\n- Helios Logistics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2378", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Anders.\n- Cobalt Health is headquartered in Brno.\n- Sofia works for Vantage Air.\n- Viktor works for Vantage Air.\n- Mara reports to Ingrid.\n- Elena reports to Viktor.\n- Pinnacle Software was founded in 2013.\n- Sofia reports to Mara.\n- Pinnacle Software is headquartered in Adelaide.\n- Nadia reports to Aisha.\n- Aisha reports to Elena.\n- Anders works for Pinnacle Software.\n- Viktor reports to Sofia.\n- Cobalt Health was founded in 2000.\n- Elena works for Vantage Air.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Ingrid works for Cobalt Health.\n- Beacon Insurance was founded in 2012.\n- Mara works for Cobalt Health.\n- Beacon Insurance is headquartered in Adelaide.\n- Nadia works for Pinnacle Software.\n- Vantage Air was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2380", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "install_software", "3": "report_outage", "4": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2381", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1982.\n- Pablo reports to Stefan.\n- Stefan works for Summit Energy.\n- Amara reports to Hana.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 2002.\n- Summit Energy is headquartered in Leeds.\n- Callum reports to Tessa.\n- Tobias reports to Viktor.\n- Hana works for Summit Energy.\n- Stefan reports to Amara.\n- Ironwood Manufacturing is headquartered in Turku.\n- Amara works for Summit Energy.\n- Elena reports to Tobias.\n- Pablo works for Cobalt Health.\n- Tessa works for Fernhill Foods.\n- Hana reports to Elena.\n- Kenji works for Cobalt Health.\n- Tobias works for Ironwood Manufacturing.\n- Kenji reports to Callum.\n- Viktor works for Fernhill Foods.\n- Elena works for Summit Energy.\n- Callum works for Cobalt Health.\n- Summit Energy was founded in 2001.\n- Viktor reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2383", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7033: employee Yuki M., hired 08 April 2022, separated 07 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7033?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2384", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7974: employee Jonas A., hired 27 March 2024, separated 11 July 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7974?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2385", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1729: employee Felix B., hired 01 May 2022, separated 18 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1729?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Mateo works for Fernhill Foods.\n- Wren works for Vantage Air.\n- Mateo reports to Emeka.\n- Summit Energy is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Cedar Retail Group was founded in 1988.\n- Vantage Air was founded in 2014.\n- Bruno works for Summit Energy.\n- Dmitri reports to Bruno.\n- Vantage Air is headquartered in Cork.\n- Jonas reports to Dmitri.\n- Jonas works for Vantage Air.\n- Bruno reports to Wren.\n- Mei reports to Sanne.\n- Summit Energy was founded in 2003.\n- Wren reports to Mei.\n- Fernhill Foods was founded in 2013.\n- Sanne works for Vantage Air.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Emeka reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2002.\n- Emeka reports to Mei.\n- Mateo works for Bluepine Aviation.\n- Pablo reports to Ravi.\n- Mateo reports to Felix.\n- Bluepine Aviation is headquartered in Malmo.\n- Crescent Telecom was founded in 1978.\n- Felix works for Meridian Bank.\n- Emeka works for Bluepine Aviation.\n- Omar works for Atlas Freight.\n- Yuki works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Yuki reports to Viktor.\n- Dmitri reports to Omar.\n- Crescent Telecom is headquartered in Halifax.\n- Bluepine Aviation was founded in 1998.\n- Meridian Bank is headquartered in Lyon.\n- Stefan works for Crescent Telecom.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Omar reports to Mateo.\n- Ravi reports to Callum.\n- Dmitri works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Pablo works for Meridian Bank.\n- Stefan reports to Dmitri.\n- Felix reports to Pablo.\n- Mei works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Stefan.\n- Callum reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2388", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8193: employee Viktor A., hired 26 March 2024, separated 25 June 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8193?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2389", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1046: employee Anders T., hired 01 March 2021, separated 18 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1046?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Amara works for Crescent Telecom.\n- Ingrid reports to Felix.\n- Amara reports to Mara.\n- Felix reports to Chiara.\n- Vantage Air is headquartered in Bergen.\n- Chiara works for Crescent Telecom.\n- Mara works for Vantage Air.\n- Cedar Retail Group was founded in 1989.\n- Tobias works for Crescent Telecom.\n- Felix works for Cobalt Health.\n- Cedar Retail Group is headquartered in Basel.\n- Aisha reports to Deshawn.\n- Crescent Telecom was founded in 1979.\n- Ingrid works for Cedar Retail Group.\n- Cobalt Health was founded in 1988.\n- Tobias reports to Pablo.\n- Deshawn reports to Ingrid.\n- Mara reports to Aisha.\n- Crescent Telecom is headquartered in Bergen.\n- Hana works for Cedar Retail Group.\n- Pablo works for Vantage Air.\n- Chiara reports to Hana.\n- Cobalt Health is headquartered in Lyon.\n- Hana reports to Tobias.\n- Aisha works for Cedar Retail Group.\n- Vantage Air was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2005", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mara.\n- Emeka works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Nadia works for Lattice Analytics.\n- Hana reports to Emeka.\n- Mateo reports to Mei.\n- Atlas Freight is headquartered in Malmo.\n- Mei works for Beacon Insurance.\n- Hana works for Lattice Analytics.\n- Nadia reports to Tobias.\n- Atlas Freight was founded in 1978.\n- Tobias works for Ironwood Manufacturing.\n- Mara reports to Mateo.\n- Mei reports to Hana.\n- Ironwood Manufacturing was founded in 1985.\n- Ironwood Manufacturing is headquartered in Cork.\n- Beacon Insurance was founded in 1988.\n- Lattice Analytics was founded in 1995.\n- Mara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Malmo.\n- Beacon Insurance is headquartered in Bergen.\n- Emeka reports to Sofia.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2392", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4820: employee Zoya K., hired 11 April 2020, separated 18 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4820?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2393", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3657: employee Stefan A., hired 01 May 2021, separated 25 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3657?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2394", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2395", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2396", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9615: employee Priya T., hired 03 July 2022, separated 30 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9615?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2397", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5038: employee Nadia R., hired 06 September 2022, separated 29 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-5038?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2398", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Tessa reports to Kenji.\n- Vantage Air was founded in 1977.\n- Vantage Air is headquartered in Tallinn.\n- Nadia reports to Dmitri.\n- Wren reports to Emeka.\n- Wren works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Emeka works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Emeka reports to Hana.\n- Mara reports to Elena.\n- Jonas works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1981.\n- Fernhill Foods is headquartered in Tallinn.\n- Hana reports to Mara.\n- Kenji works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Elena reports to Nadia.\n- Dmitri works for Fernhill Foods.\n- Jonas reports to Omar.\n- Kenji reports to Ravi.\n- Hana works for Meridian Bank.\n- Ravi reports to Wren.\n- Meridian Bank was founded in 1984.\n- Fernhill Foods was founded in 1984.\n- Omar works for Meridian Bank.\n- Tessa works for Vantage Air.\n- Dmitri reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Wren.\n- Meridian Bank is headquartered in Porto.\n- Nadia works for Meridian Bank.\n- Lucia reports to Priya.\n- Tessa works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Aisha reports to Tessa.\n- Lattice Analytics is headquartered in Halifax.\n- Stefan reports to Omar.\n- Atlas Freight was founded in 1979.\n- Zoya reports to Nadia.\n- Chiara works for Meridian Bank.\n- Omar works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Stefan works for Meridian Bank.\n- Priya reports to Chiara.\n- Wren works for Meridian Bank.\n- Sanne works for Helios Logistics.\n- Sanne reports to Zoya.\n- Omar reports to Lucia.\n- Bruno reports to Aisha.\n- Meridian Bank was founded in 1998.\n- Helios Logistics was founded in 1993.\n- Wren reports to Sanne.\n- Lattice Analytics was founded in 2009.\n- Priya works for Meridian Bank.\n- Zoya works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Aisha works for Helios Logistics.\n- Nadia reports to Bruno.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1988", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2401", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2402", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 49018, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "report_damage", "4": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2403", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Ingrid reports to Omar.\n- Omar works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank was founded in 1993.\n- Pablo reports to Priya.\n- Ironwood Manufacturing was founded in 1979.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mei works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Nadia reports to Sofia.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Oslo.\n- Lattice Analytics was founded in 2008.\n- Pablo works for Cedar Retail Group.\n- Ravi reports to Pablo.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1992.\n- Sofia works for Cedar Retail Group.\n- Wren reports to Ingrid.\n- Mei reports to Jonas.\n- Cedar Retail Group is headquartered in Tampere.\n- Wren works for Lattice Analytics.\n- Meridian Bank is headquartered in Turku.\n- Omar reports to Ravi.\n- Jonas reports to Wren.\n- Priya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2405", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2406", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5117: employee Nadia S., hired 23 August 2020, separated 17 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5117?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2407", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 14 December 2025): For employees hired on or after 14 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7152: employee Leila B., hired 17 October 2024, separated 05 October 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7152?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2408", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Turku.\n- Elena works for Vantage Air.\n- Priya reports to Pablo.\n- Stefan reports to Elena.\n- Fernhill Foods was founded in 2014.\n- Jonas reports to Deshawn.\n- Yuki works for Bluepine Aviation.\n- Lucia reports to Kenji.\n- Bluepine Aviation was founded in 1978.\n- Jonas works for Bluepine Aviation.\n- Mara reports to Jonas.\n- Pablo works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Beacon Insurance was founded in 2004.\n- Beacon Insurance is headquartered in Turku.\n- Deshawn works for Fernhill Foods.\n- Vantage Air was founded in 1994.\n- Lucia works for Vantage Air.\n- Deshawn reports to Lucia.\n- Pablo reports to Mara.\n- Bluepine Aviation is headquartered in Bergen.\n- Yuki reports to Stefan.\n- Kenji works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Elena reports to Priya.\n- Fernhill Foods is headquartered in Basel.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2410", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Austin.\n- Beacon Insurance was founded in 2009.\n- Fernhill Foods is headquartered in Nagoya.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Lattice Analytics was founded in 2001.\n- Deshawn reports to Omar.\n- Yuki reports to Emeka.\n- Omar works for Fernhill Foods.\n- Mara reports to Tobias.\n- Emeka reports to Deshawn.\n- Beacon Insurance is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2009.\n- Mateo works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Mateo reports to Ravi.\n- Yuki works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Ravi works for Beacon Insurance.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods was founded in 2011.\n- Ravi reports to Mara.\n- Sanne works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Mara works for Fernhill Foods.\n- Omar reports to Chiara.\n- Chiara reports to Mateo.\n- Tobias reports to Elena.\n- Callum reports to Yuki.\n- Elena reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2412", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2413", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 November 2025): For employees hired on or after 08 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1107: employee Jonas A., hired 19 October 2024, separated 27 May 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1107?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Mateo reports to Dmitri.\n- Cedar Retail Group is headquartered in Leeds.\n- Dmitri reports to Callum.\n- Mateo works for Beacon Insurance.\n- Dmitri works for Meridian Bank.\n- Felix reports to Chiara.\n- Callum works for Meridian Bank.\n- Chiara works for Helios Logistics.\n- Beacon Insurance was founded in 1989.\n- Chiara reports to Viktor.\n- Helios Logistics was founded in 1995.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 2000.\n- Beacon Insurance is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Viktor works for Cedar Retail Group.\n- Callum reports to Bruno.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group was founded in 2002.\n- Viktor reports to Mateo.\n- Tobias works for Beacon Insurance.\n- Bruno reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2415", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 3, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8439: employee Mei S., hired 06 June 2023, separated 08 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8439?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Sanne works for Cedar Retail Group.\n- Summit Energy is headquartered in Leeds.\n- Dmitri reports to Priya.\n- Summit Energy was founded in 1983.\n- Pinnacle Software is headquartered in Tampere.\n- Mateo reports to Sanne.\n- Hana reports to Tessa.\n- Hana works for Atlas Freight.\n- Cedar Retail Group was founded in 2015.\n- Cedar Retail Group is headquartered in Tampere.\n- Mara works for Atlas Freight.\n- Priya reports to Lucia.\n- Lucia works for Summit Energy.\n- Callum works for Cedar Retail Group.\n- Mara reports to Callum.\n- Dmitri works for Pinnacle Software.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 1977.\n- Lucia reports to Zoya.\n- Callum reports to Mateo.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Mara.\n- Tessa reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2417", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6876: employee Yuki B., hired 10 March 2020, separated 01 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6876?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2418", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1344: employee Aisha R., hired 06 June 2022, separated 29 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1344?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2419", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2420", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2421", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1984.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Pablo works for Cedar Retail Group.\n- Chiara reports to Tobias.\n- Omar reports to Emeka.\n- Fernhill Foods was founded in 1995.\n- Crescent Telecom was founded in 2011.\n- Jonas reports to Ravi.\n- Cedar Retail Group was founded in 1984.\n- Nadia works for Fernhill Foods.\n- Amara works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Ravi works for Cedar Retail Group.\n- Amara reports to Omar.\n- Cedar Retail Group is headquartered in Tallinn.\n- Omar works for Cedar Retail Group.\n- Mara reports to Pablo.\n- Crescent Telecom is headquartered in Cork.\n- Emeka works for Meridian Bank.\n- Nadia reports to Mara.\n- Tobias works for Fernhill Foods.\n- Meridian Bank is headquartered in Cork.\n- Emeka reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Tobias reports to Jonas.\n- Ravi reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2423", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2424", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2425", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Vantage Air.\n- Mara works for Fernhill Foods.\n- Meridian Bank was founded in 2010.\n- Ravi reports to Jonas.\n- Omar works for Helios Logistics.\n- Vantage Air was founded in 2012.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Aisha works for Meridian Bank.\n- Jonas reports to Kenji.\n- Chiara reports to Mara.\n- Mara reports to Ravi.\n- Sanne reports to Chiara.\n- Kenji reports to Aisha.\n- Fernhill Foods was founded in 2002.\n- Ravi works for Vantage Air.\n- Fernhill Foods is headquartered in Adelaide.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Tallinn.\n- Vantage Air is headquartered in Lyon.\n- Omar reports to Sanne.\n- Sanne works for Helios Logistics.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2427", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9912: employee Lucia B., hired 30 August 2024, separated 31 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-9912 under the controlling rules.", "criteria": {"0": "$1,312", "1": "$7,000", "2": "$9,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2428", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 4, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 August 2025): For employees hired on or after 20 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3970: employee Viktor A., hired 02 March 2022, separated 06 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3970?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2429", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks to text someone", "3": "asks for a countdown timer", "4": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2430", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Aisha.\n- Priya reports to Chiara.\n- Omar reports to Lucia.\n- Lucia reports to Dmitri.\n- Nadia reports to Omar.\n- Chiara works for Meridian Bank.\n- Vantage Air was founded in 2013.\n- Dmitri works for Cedar Retail Group.\n- Priya works for Meridian Bank.\n- Deshawn reports to Nadia.\n- Felix works for Meridian Bank.\n- Vantage Air is headquartered in Adelaide.\n- Hana works for Vantage Air.\n- Felix reports to Hana.\n- Lucia works for Vantage Air.\n- Meridian Bank was founded in 1987.\n- Nadia works for Meridian Bank.\n- Zoya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Chiara reports to Zoya.\n- Omar works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Leeds.\n- Aisha works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Adelaide.\n- Deshawn works for Vantage Air.\n- Cedar Retail Group was founded in 1987.\n- Zoya works for Meridian Bank.\n- Aisha reports to Priya.\n- Ironwood Manufacturing was founded in 2001.\n- Dmitri reports to Felix.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2432", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3783: employee Ravi K., hired 09 June 2022, separated 29 April 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-3783 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,000", "2": "$17,333", "3": "$3,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2433", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 December 2024): For employees hired on or after 22 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8829: employee Zoya R., hired 17 August 2021, separated 05 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-8829 under the controlling rules.", "criteria": {"0": "$19,150", "1": "$74,317", "2": "$17,062", "3": "$17,150"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2434", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ravi.\n- Fernhill Foods is headquartered in Malmo.\n- Aisha works for Bluepine Aviation.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Sofia reports to Amara.\n- Sofia works for Atlas Freight.\n- Felix reports to Priya.\n- Vantage Air is headquartered in Tallinn.\n- Amara works for Vantage Air.\n- Aisha reports to Felix.\n- Priya reports to Kenji.\n- Bluepine Aviation is headquartered in Malmo.\n- Ravi reports to Sofia.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation was founded in 2003.\n- Kenji works for Atlas Freight.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Fernhill Foods was founded in 1977.\n- Ingrid reports to Aisha.\n- Atlas Freight is headquartered in Cork.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2436", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1258: employee Chiara T., hired 09 December 2020, separated 19 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1258?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2437", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Set Timer — asks for a countdown timer", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Meridian Bank was founded in 2001.\n- Beacon Insurance is headquartered in Malmo.\n- Priya works for Meridian Bank.\n- Anders works for Beacon Insurance.\n- Atlas Freight was founded in 2002.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias reports to Priya.\n- Pablo reports to Lucia.\n- Cedar Retail Group was founded in 2006.\n- Tessa works for Meridian Bank.\n- Emeka works for Cedar Retail Group.\n- Tessa reports to Viktor.\n- Chiara reports to Anders.\n- Beacon Insurance was founded in 1986.\n- Lucia reports to Emeka.\n- Pablo works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Zoya reports to Tobias.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Lucia works for Beacon Insurance.\n- Zoya works for Atlas Freight.\n- Emeka reports to Chiara.\n- Viktor works for Atlas Freight.\n- Viktor reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1984", "2": "1981", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2439", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5737: employee Ravi R., hired 30 April 2023, separated 21 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5737?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5737 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Viktor.\n- Hana reports to Emeka.\n- Elena reports to Pablo.\n- Tessa works for Meridian Bank.\n- Helios Logistics is headquartered in Dunedin.\n- Pablo reports to Hana.\n- Meridian Bank was founded in 2009.\n- Sofia works for Helios Logistics.\n- Bruno reports to Ravi.\n- Viktor works for Helios Logistics.\n- Emeka reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Stefan reports to Elena.\n- Mei works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Zoya works for Pinnacle Software.\n- Atlas Freight is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Leeds.\n- Hana works for Pinnacle Software.\n- Atlas Freight was founded in 1980.\n- Ravi reports to Zoya.\n- Helios Logistics was founded in 1985.\n- Meridian Bank is headquartered in Leeds.\n- Zoya reports to Sofia.\n- Viktor reports to Mei.\n- Stefan works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Sofia reports to Tessa.\n- Pinnacle Software was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Elena works for Vantage Air.\n- Fernhill Foods was founded in 1984.\n- Amara reports to Lucia.\n- Mateo works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Tobias reports to Ravi.\n- Lucia reports to Mateo.\n- Felix works for Fernhill Foods.\n- Omar works for Vantage Air.\n- Pinnacle Software was founded in 1989.\n- Mateo reports to Omar.\n- Tobias works for Vantage Air.\n- Crescent Telecom was founded in 1976.\n- Mara reports to Bruno.\n- Ravi reports to Leila.\n- Pinnacle Software is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Halifax.\n- Bruno works for Vantage Air.\n- Elena reports to Tobias.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Amara works for Crescent Telecom.\n- Vantage Air was founded in 1991.\n- Omar reports to Mara.\n- Bruno reports to Wren.\n- Wren works for Crescent Telecom.\n- Wren reports to Felix.\n- Leila reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2442", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2443", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3412: employee Lucia R., hired 25 September 2023, separated 08 June 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3412?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2444", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2445", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6296: employee Aisha T., hired 12 August 2022, separated 17 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6296?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Sanne works for Cobalt Health.\n- Lattice Analytics was founded in 1986.\n- Cobalt Health is headquartered in Oslo.\n- Beacon Insurance was founded in 1987.\n- Beacon Insurance is headquartered in Nagoya.\n- Sanne reports to Lucia.\n- Emeka works for Meridian Bank.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Aisha.\n- Aisha works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Lucia works for Lattice Analytics.\n- Mara reports to Bruno.\n- Kenji reports to Pablo.\n- Mara works for Beacon Insurance.\n- Omar reports to Mara.\n- Aisha reports to Omar.\n- Cobalt Health was founded in 1992.\n- Kenji works for Beacon Insurance.\n- Viktor reports to Kenji.\n- Yuki reports to Viktor.\n- Meridian Bank is headquartered in Austin.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Bruno reports to Priya.\n- Meridian Bank was founded in 2004.\n- Lucia reports to Yuki.\n- Emeka reports to Sanne.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Wren.\n- Bruno works for Fernhill Foods.\n- Mara works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.\n- Leila reports to Ingrid.\n- Dmitri works for Crescent Telecom.\n- Meridian Bank was founded in 2012.\n- Mara reports to Stefan.\n- Fernhill Foods is headquartered in Halifax.\n- Leila works for Meridian Bank.\n- Fernhill Foods was founded in 1979.\n- Lattice Analytics was founded in 1992.\n- Wren reports to Yuki.\n- Yuki reports to Deshawn.\n- Yuki works for Crescent Telecom.\n- Dmitri reports to Viktor.\n- Lattice Analytics is headquartered in Halifax.\n- Deshawn reports to Dmitri.\n- Ingrid works for Meridian Bank.\n- Bruno reports to Leila.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Bruno.\n- Wren works for Meridian Bank.\n- Crescent Telecom was founded in 1979.\n- Deshawn works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1977.\n- Pablo works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Deshawn works for Beacon Insurance.\n- Pablo reports to Deshawn.\n- Elena works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Mara reports to Ravi.\n- Pinnacle Software is headquartered in Adelaide.\n- Jonas works for Northwind Systems.\n- Beacon Insurance was founded in 1989.\n- Aisha reports to Elena.\n- Tessa reports to Aisha.\n- Elena reports to Pablo.\n- Meridian Bank is headquartered in Oslo.\n- Mara works for Meridian Bank.\n- Ravi reports to Jonas.\n- Aisha works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Northwind Systems was founded in 2011.\n- Jonas reports to Sanne.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank was founded in 2001.\n- Deshawn reports to Zoya.\n- Chiara works for Meridian Bank.\n- Priya reports to Tessa.\n- Northwind Systems is headquartered in Dunedin.\n- Ravi works for Northwind Systems.\n- Sanne reports to Priya.\n- Zoya works for Beacon Insurance.\n- Chiara reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Viktor reports to Ravi.\n- Mateo works for Cedar Retail Group.\n- Chiara reports to Mateo.\n- Cedar Retail Group is headquartered in Lyon.\n- Mateo reports to Sanne.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Crescent Telecom was founded in 1977.\n- Emeka reports to Viktor.\n- Sanne works for Summit Energy.\n- Chiara works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Lyon.\n- Summit Energy was founded in 1978.\n- Pablo works for Summit Energy.\n- Sanne reports to Lucia.\n- Pablo reports to Chiara.\n- Emeka works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Emeka.\n- Cedar Retail Group was founded in 2014.\n- Viktor works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2450", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6016: employee Mara T., hired 26 April 2022, separated 24 June 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-6016 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,700", "2": "$13,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2451", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9228: employee Ingrid B., hired 09 February 2023, separated 08 August 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-9228 under the controlling rules.", "criteria": {"0": "$5,769", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2452", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 August 2025): For employees hired on or after 12 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4881: employee Tobias K., hired 17 April 2022, separated 24 May 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4881?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2453", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2454", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8303: employee Sanne S., hired 22 May 2023, separated 14 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8303?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Lyon.\n- Omar works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2000.\n- Summit Energy was founded in 2011.\n- Crescent Telecom is headquartered in Ghent.\n- Deshawn works for Ironwood Manufacturing.\n- Mei reports to Priya.\n- Pinnacle Software was founded in 1986.\n- Tobias reports to Mei.\n- Stefan works for Ironwood Manufacturing.\n- Priya works for Summit Energy.\n- Deshawn reports to Tobias.\n- Elena works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Nadia works for Ironwood Manufacturing.\n- Mei works for Crescent Telecom.\n- Stefan reports to Deshawn.\n- Omar reports to Stefan.\n- Ironwood Manufacturing was founded in 2005.\n- Pinnacle Software is headquartered in Adelaide.\n- Elena reports to Omar.\n- Priya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2456", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2013.\n- Ravi reports to Stefan.\n- Northwind Systems is headquartered in Turku.\n- Aisha works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Stefan works for Pinnacle Software.\n- Amara reports to Ravi.\n- Stefan reports to Wren.\n- Lattice Analytics was founded in 2008.\n- Anders works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Tessa reports to Elena.\n- Aisha reports to Felix.\n- Elena reports to Nadia.\n- Ravi works for Lattice Analytics.\n- Vantage Air is headquartered in Lyon.\n- Wren works for Northwind Systems.\n- Pinnacle Software is headquartered in Lyon.\n- Nadia reports to Anders.\n- Amara works for Pinnacle Software.\n- Wren reports to Tessa.\n- Vantage Air was founded in 1985.\n- Anders reports to Aisha.\n- Felix works for Northwind Systems.\n- Lattice Analytics is headquartered in Lyon.\n- Northwind Systems was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2458", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2459", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 November 2025): For employees hired on or after 08 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3295: employee Tessa T., hired 29 July 2025, separated 13 April 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3295?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2460", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8264: employee Elena B., hired 14 January 2021, separated 25 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-8264 under the controlling rules.", "criteria": {"0": "$23,538", "1": "$102,000", "2": "$25,538", "3": "$23,654"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2006.\n- Bluepine Aviation is headquartered in Porto.\n- Aisha reports to Zoya.\n- Mateo works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Priya works for Helios Logistics.\n- Stefan reports to Aisha.\n- Summit Energy was founded in 1980.\n- Stefan works for Beacon Insurance.\n- Priya reports to Felix.\n- Helios Logistics is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1981.\n- Felix works for Bluepine Aviation.\n- Zoya works for Summit Energy.\n- Mateo reports to Priya.\n- Pablo works for Beacon Insurance.\n- Felix reports to Stefan.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Helios Logistics was founded in 1975.\n- Viktor reports to Pablo.\n- Summit Energy is headquartered in Oslo.\n- Pablo reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2462", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2463", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9626: employee Viktor S., hired 16 September 2023, separated 14 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9626?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2464", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2465", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Kenji works for Vantage Air.\n- Mei reports to Bruno.\n- Priya works for Vantage Air.\n- Wren reports to Felix.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Northwind Systems was founded in 2005.\n- Amara works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Felix works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Vantage Air was founded in 1995.\n- Callum reports to Amara.\n- Vantage Air is headquartered in Halifax.\n- Priya reports to Kenji.\n- Crescent Telecom was founded in 2008.\n- Callum works for Crescent Telecom.\n- Wren works for Northwind Systems.\n- Felix reports to Stefan.\n- Stefan reports to Priya.\n- Bruno works for Vantage Air.\n- Crescent Telecom is headquartered in Cork.\n- Tessa reports to Wren.\n- Bruno reports to Callum.\n- Pinnacle Software was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2467", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9515: employee Sanne T., hired 30 August 2020, separated 18 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9515?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2468", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Hana reports to Tessa.\n- Lattice Analytics is headquartered in Tampere.\n- Hana works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka works for Lattice Analytics.\n- Sofia reports to Felix.\n- Northwind Systems is headquartered in Tampere.\n- Amara reports to Hana.\n- Amara works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2015.\n- Northwind Systems was founded in 2004.\n- Mara works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mateo works for Northwind Systems.\n- Mara reports to Mateo.\n- Lucia works for Northwind Systems.\n- Felix reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Emeka reports to Lucia.\n- Mateo reports to Sofia.\n- Crescent Telecom was founded in 1994.\n- Ironwood Manufacturing was founded in 2008.\n- Chiara reports to Amara.\n- Lucia reports to Mara.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2470", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2471", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 September 2022): For employees hired on or after 30 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7754: employee Sofia R., hired 19 June 2020, separated 30 November 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7754?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Kenji.\n- Mara works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Emeka reports to Tessa.\n- Deshawn reports to Sanne.\n- Pinnacle Software was founded in 1975.\n- Cedar Retail Group is headquartered in Ghent.\n- Kenji reports to Emeka.\n- Tessa works for Pinnacle Software.\n- Aisha works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1994.\n- Lattice Analytics was founded in 2004.\n- Emeka works for Lattice Analytics.\n- Pinnacle Software is headquartered in Cork.\n- Sanne reports to Mara.\n- Northwind Systems is headquartered in Nagoya.\n- Deshawn works for Northwind Systems.\n- Mara reports to Ravi.\n- Cedar Retail Group was founded in 1997.\n- Kenji works for Lattice Analytics.\n- Tessa reports to Aisha.\n- Lattice Analytics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Callum.\n- Northwind Systems was founded in 1988.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Nadia.\n- Cedar Retail Group is headquartered in Adelaide.\n- Dmitri reports to Viktor.\n- Lattice Analytics was founded in 1981.\n- Cedar Retail Group was founded in 2013.\n- Bruno reports to Felix.\n- Nadia reports to Bruno.\n- Callum works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Leeds.\n- Bluepine Aviation was founded in 2001.\n- Mara reports to Lucia.\n- Kenji reports to Omar.\n- Northwind Systems is headquartered in Leeds.\n- Lucia works for Lattice Analytics.\n- Felix reports to Mara.\n- Felix works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Omar reports to Stefan.\n- Dmitri works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Lucia reports to Dmitri.\n- Stefan reports to Emeka.\n- Viktor works for Northwind Systems.\n- Bluepine Aviation is headquartered in Ghent.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1999", "2": "2004", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Bruno.\n- Crescent Telecom was founded in 2015.\n- Anders reports to Elena.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Amara reports to Lucia.\n- Lucia reports to Jonas.\n- Felix reports to Chiara.\n- Felix works for Summit Energy.\n- Chiara reports to Anders.\n- Bruno works for Summit Energy.\n- Pinnacle Software is headquartered in Adelaide.\n- Elena reports to Amara.\n- Lucia works for Cobalt Health.\n- Chiara works for Pinnacle Software.\n- Cobalt Health is headquartered in Adelaide.\n- Anders works for Summit Energy.\n- Jonas reports to Mara.\n- Summit Energy was founded in 1993.\n- Elena works for Cobalt Health.\n- Summit Energy is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Amara works for Cobalt Health.\n- Kenji works for Pinnacle Software.\n- Crescent Telecom is headquartered in Nagoya.\n- Bruno reports to Kenji.\n- Pinnacle Software was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2475", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2476", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2477", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 December 2025): For employees hired on or after 09 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6411: employee Sanne T., hired 27 October 2024, separated 22 August 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-6411 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,500", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2478", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 15611 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2479", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "weather", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2480", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2481", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2482", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1993.\n- Hana works for Cobalt Health.\n- Mara reports to Yuki.\n- Cobalt Health is headquartered in Malmo.\n- Stefan reports to Mateo.\n- Priya works for Cobalt Health.\n- Yuki works for Vantage Air.\n- Omar reports to Elena.\n- Tessa reports to Leila.\n- Anders reports to Jonas.\n- Leila reports to Priya.\n- Priya reports to Anders.\n- Vantage Air is headquartered in Malmo.\n- Meridian Bank is headquartered in Austin.\n- Leila works for Vantage Air.\n- Tessa works for Vantage Air.\n- Elena reports to Mara.\n- Mateo works for Pinnacle Software.\n- Jonas works for Meridian Bank.\n- Pinnacle Software was founded in 2011.\n- Omar works for Vantage Air.\n- Mateo reports to Hana.\n- Pinnacle Software is headquartered in Malmo.\n- Jonas reports to Omar.\n- Vantage Air was founded in 1975.\n- Stefan works for Vantage Air.\n- Hana reports to Tessa.\n- Anders works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Cobalt Health was founded in 1988.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2484", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7783: employee Ingrid B., hired 23 August 2022, separated 25 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7783?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2485", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Lucia.\n- Amara reports to Jonas.\n- Pinnacle Software is headquartered in Bergen.\n- Bluepine Aviation was founded in 1984.\n- Amara works for Bluepine Aviation.\n- Yuki works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Sanne.\n- Jonas reports to Yuki.\n- Fernhill Foods was founded in 2004.\n- Anders works for Helios Logistics.\n- Jonas works for Fernhill Foods.\n- Helios Logistics was founded in 1993.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne works for Pinnacle Software.\n- Lucia works for Bluepine Aviation.\n- Lucia reports to Amara.\n- Leila works for Bluepine Aviation.\n- Pinnacle Software was founded in 2013.\n- Anders reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Helios Logistics is headquartered in Valencia.\n- Sanne reports to Stefan.\n- Stefan reports to Leila.\n- Bluepine Aviation is headquartered in Bergen.\n- Yuki reports to Anders.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2487", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 50209 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Bluepine Aviation is headquartered in Adelaide.\n- Fernhill Foods was founded in 2010.\n- Ravi reports to Sofia.\n- Wren works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.\n- Viktor reports to Tessa.\n- Sofia reports to Mei.\n- Pinnacle Software was founded in 2012.\n- Vantage Air was founded in 1994.\n- Hana reports to Ravi.\n- Pinnacle Software is headquartered in Brno.\n- Lucia works for Bluepine Aviation.\n- Mei reports to Wren.\n- Bluepine Aviation was founded in 1993.\n- Wren reports to Lucia.\n- Viktor works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Sofia works for Vantage Air.\n- Mei works for Vantage Air.\n- Lucia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1992", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2489", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2490", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2683: employee Elena T., hired 25 December 2023, separated 29 October 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-2683 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$9,000", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2491", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Tracking for 8465 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2492", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2493", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Lucia reports to Mara.\n- Cedar Retail Group is headquartered in Tallinn.\n- Viktor reports to Zoya.\n- Zoya works for Northwind Systems.\n- Mara reports to Bruno.\n- Cedar Retail Group was founded in 1985.\n- Stefan works for Vantage Air.\n- Zoya reports to Nadia.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Stefan reports to Tessa.\n- Northwind Systems was founded in 2008.\n- Tobias reports to Chiara.\n- Chiara reports to Lucia.\n- Priya works for Helios Logistics.\n- Bruno reports to Stefan.\n- Nadia works for Helios Logistics.\n- Northwind Systems is headquartered in Nagoya.\n- Tobias works for Helios Logistics.\n- Nadia reports to Priya.\n- Helios Logistics was founded in 1993.\n- Yuki reports to Tobias.\n- Tessa works for Northwind Systems.\n- Yuki works for Helios Logistics.\n- Tessa reports to Viktor.\n- Vantage Air is headquartered in Turku.\n- Chiara works for Vantage Air.\n- Bruno works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Dmitri reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Leila reports to Chiara.\n- Yuki works for Crescent Telecom.\n- Deshawn reports to Mara.\n- Sofia works for Meridian Bank.\n- Lattice Analytics was founded in 1989.\n- Hana reports to Deshawn.\n- Leila works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tallinn.\n- Mara works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 2012.\n- Chiara reports to Yuki.\n- Chiara works for Lattice Analytics.\n- Meridian Bank was founded in 2013.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara reports to Dmitri.\n- Aisha reports to Hana.\n- Fernhill Foods was founded in 1984.\n- Wren reports to Sofia.\n- Wren works for Meridian Bank.\n- Tobias works for Fernhill Foods.\n- Crescent Telecom is headquartered in Nagoya.\n- Meridian Bank is headquartered in Nagoya.\n- Tobias reports to Wren.\n- Sofia reports to Leila.\n- Deshawn works for Meridian Bank.\n- Dmitri works for Fernhill Foods.\n- Yuki reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1995.\n- Tobias reports to Kenji.\n- Tobias works for Cedar Retail Group.\n- Kenji reports to Ravi.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Halifax.\n- Meridian Bank was founded in 1997.\n- Ravi reports to Aisha.\n- Meridian Bank is headquartered in Nagoya.\n- Ravi works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Viktor works for Meridian Bank.\n- Zoya reports to Felix.\n- Felix reports to Amara.\n- Ironwood Manufacturing was founded in 1989.\n- Zoya works for Bluepine Aviation.\n- Amara reports to Viktor.\n- Viktor reports to Tobias.\n- Bluepine Aviation was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2497", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2498", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2499", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2500", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Elena works for Northwind Systems.\n- Helios Logistics was founded in 1987.\n- Mateo reports to Omar.\n- Meridian Bank was founded in 1991.\n- Hana reports to Anders.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Northwind Systems was founded in 1980.\n- Wren works for Northwind Systems.\n- Viktor works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Bluepine Aviation was founded in 1987.\n- Zoya works for Northwind Systems.\n- Wren reports to Viktor.\n- Viktor reports to Elena.\n- Elena reports to Zoya.\n- Amara reports to Hana.\n- Omar reports to Wren.\n- Hana works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Helios Logistics is headquartered in Oslo.\n- Northwind Systems is headquartered in Oslo.\n- Stefan reports to Mateo.\n- Meridian Bank is headquartered in Leeds.\n- Anders reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2502", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1123: employee Mei M., hired 09 November 2021, separated 11 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-1123 under the controlling rules.", "criteria": {"0": "$7,100", "1": "$9,100", "2": "$39,433", "3": "$9,188"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Nadia reports to Amara.\n- Felix reports to Bruno.\n- Nadia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Valencia.\n- Bluepine Aviation was founded in 1994.\n- Zoya works for Lattice Analytics.\n- Tessa reports to Mateo.\n- Lattice Analytics was founded in 1986.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Ravi.\n- Helios Logistics is headquartered in Turku.\n- Mateo works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Ravi works for Helios Logistics.\n- Kenji reports to Nadia.\n- Tessa works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Crescent Telecom was founded in 2006.\n- Crescent Telecom is headquartered in Valencia.\n- Amara reports to Zoya.\n- Deshawn reports to Tessa.\n- Mateo reports to Kenji.\n- Zoya reports to Felix.\n- Helios Logistics was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Pinnacle Software was founded in 1998.\n- Beacon Insurance is headquartered in Tallinn.\n- Bruno works for Beacon Insurance.\n- Elena reports to Leila.\n- Felix works for Pinnacle Software.\n- Bruno reports to Felix.\n- Vantage Air was founded in 1985.\n- Cobalt Health is headquartered in Ghent.\n- Yuki works for Vantage Air.\n- Cobalt Health was founded in 1977.\n- Sofia reports to Ravi.\n- Ravi reports to Elena.\n- Jonas reports to Bruno.\n- Pablo reports to Jonas.\n- Felix reports to Chiara.\n- Chiara works for Cobalt Health.\n- Yuki reports to Sofia.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Vantage Air is headquartered in Ghent.\n- Sofia works for Vantage Air.\n- Leila reports to Pablo.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2015.\n- Aisha works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Tessa works for Meridian Bank.\n- Aisha reports to Stefan.\n- Tessa reports to Pablo.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Meridian Bank is headquartered in Ghent.\n- Dmitri reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Hana reports to Mateo.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Pablo reports to Callum.\n- Ingrid reports to Kenji.\n- Kenji reports to Hana.\n- Lattice Analytics is headquartered in Adelaide.\n- Stefan works for Lattice Analytics.\n- Callum reports to Aisha.\n- Mateo reports to Tessa.\n- Pablo works for Northwind Systems.\n- Lattice Analytics was founded in 1990.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2506", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2507", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1838: employee Viktor B., hired 14 September 2022, separated 23 May 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2026-1838 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$4,000", "3": "$2,550"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2508", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7269: employee Callum K., hired 02 July 2023, separated 24 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7269?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ravi.\n- Ironwood Manufacturing is headquartered in Brno.\n- Anders reports to Ingrid.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 2009.\n- Ingrid works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Basel.\n- Crescent Telecom is headquartered in Tallinn.\n- Atlas Freight was founded in 2014.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Anders.\n- Emeka reports to Yuki.\n- Atlas Freight is headquartered in Tallinn.\n- Lattice Analytics was founded in 2010.\n- Emeka works for Ironwood Manufacturing.\n- Ravi reports to Jonas.\n- Anders works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1985.\n- Ingrid reports to Emeka.\n- Pablo works for Crescent Telecom.\n- Ravi works for Lattice Analytics.\n- Jonas reports to Sofia.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2510", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5729: employee Mara T., hired 24 June 2021, separated 01 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5729?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2511", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 September 2025): For employees hired on or after 21 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7732: employee Bruno R., hired 13 November 2022, separated 23 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7732?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2010.\n- Nadia reports to Tessa.\n- Cobalt Health is headquartered in Halifax.\n- Priya works for Northwind Systems.\n- Tobias reports to Aisha.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Pablo reports to Chiara.\n- Sanne works for Northwind Systems.\n- Mei reports to Felix.\n- Pinnacle Software is headquartered in Tampere.\n- Priya reports to Callum.\n- Aisha works for Northwind Systems.\n- Sanne reports to Tobias.\n- Stefan reports to Nadia.\n- Felix reports to Priya.\n- Chiara works for Northwind Systems.\n- Stefan works for Cobalt Health.\n- Tobias works for Vantage Air.\n- Aisha reports to Pablo.\n- Northwind Systems is headquartered in Porto.\n- Callum works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Northwind Systems was founded in 1985.\n- Vantage Air was founded in 1982.\n- Vantage Air is headquartered in Halifax.\n- Felix works for Northwind Systems.\n- Pablo works for Cobalt Health.\n- Mei works for Northwind Systems.\n- Tessa reports to Sanne.\n- Chiara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Mateo works for Northwind Systems.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Pablo reports to Sofia.\n- Emeka works for Northwind Systems.\n- Crescent Telecom is headquartered in Austin.\n- Lucia works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Mateo reports to Wren.\n- Mei reports to Zoya.\n- Pablo works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Emeka reports to Stefan.\n- Northwind Systems was founded in 2005.\n- Wren reports to Pablo.\n- Sofia reports to Mei.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Mei works for Ironwood Manufacturing.\n- Zoya works for Crescent Telecom.\n- Chiara reports to Lucia.\n- Lucia reports to Mateo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Stefan reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2514", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "control_lights", "1": "send_message", "2": "set_alarm", "3": "set_timer", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2515", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Felix.\n- Felix works for Cedar Retail Group.\n- Yuki works for Bluepine Aviation.\n- Stefan reports to Nadia.\n- Tessa reports to Mateo.\n- Vantage Air is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Yuki reports to Pablo.\n- Vantage Air was founded in 1979.\n- Tobias reports to Tessa.\n- Tobias works for Vantage Air.\n- Bluepine Aviation is headquartered in Halifax.\n- Mateo works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1976.\n- Nadia reports to Yuki.\n- Bluepine Aviation was founded in 1989.\n- Pablo works for Vantage Air.\n- Ironwood Manufacturing was founded in 2003.\n- Nadia works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Halifax.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Fernhill Foods is headquartered in Adelaide.\n- Leila works for Atlas Freight.\n- Cobalt Health is headquartered in Leeds.\n- Elena works for Atlas Freight.\n- Elena reports to Sanne.\n- Anders reports to Mei.\n- Atlas Freight is headquartered in Adelaide.\n- Amara reports to Anders.\n- Anders works for Atlas Freight.\n- Mei reports to Yuki.\n- Leila reports to Amara.\n- Fernhill Foods was founded in 1986.\n- Pablo works for Meridian Bank.\n- Cobalt Health was founded in 1988.\n- Meridian Bank is headquartered in Tallinn.\n- Yuki reports to Elena.\n- Mei works for Cobalt Health.\n- Atlas Freight was founded in 1987.\n- Sanne works for Atlas Freight.\n- Meridian Bank was founded in 1998.\n- Yuki works for Meridian Bank.\n- Sanne reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2518", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2519", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Priya works for Cobalt Health.\n- Stefan reports to Sanne.\n- Cobalt Health was founded in 2010.\n- Anders reports to Tessa.\n- Bruno reports to Amara.\n- Lucia reports to Ingrid.\n- Cobalt Health is headquartered in Malmo.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Ravi.\n- Priya reports to Lucia.\n- Ravi reports to Wren.\n- Callum reports to Bruno.\n- Bluepine Aviation was founded in 2004.\n- Summit Energy was founded in 1988.\n- Northwind Systems is headquartered in Oslo.\n- Callum works for Northwind Systems.\n- Summit Energy is headquartered in Oslo.\n- Wren reports to Callum.\n- Stefan works for Cobalt Health.\n- Northwind Systems was founded in 1993.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation is headquartered in Oslo.\n- Wren works for Summit Energy.\n- Amara reports to Anders.\n- Tessa works for Bluepine Aviation.\n- Ravi works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Tessa reports to Priya.\n- Lucia works for Cobalt Health.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Lucia.\n- Lattice Analytics is headquartered in Basel.\n- Dmitri works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Sanne works for Vantage Air.\n- Lattice Analytics was founded in 1979.\n- Lucia reports to Tobias.\n- Omar works for Atlas Freight.\n- Elena reports to Dmitri.\n- Atlas Freight was founded in 2013.\n- Vantage Air was founded in 2013.\n- Bruno works for Atlas Freight.\n- Vantage Air is headquartered in Valencia.\n- Dmitri reports to Omar.\n- Ironwood Manufacturing was founded in 1978.\n- Tobias reports to Elena.\n- Kenji reports to Sanne.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Omar reports to Kenji.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji works for Vantage Air.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2522", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 February 2023): For employees hired on or after 19 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2412: employee Dmitri S., hired 22 June 2019, separated 22 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2412?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Yuki.\n- Kenji works for Meridian Bank.\n- Lucia reports to Ravi.\n- Crescent Telecom was founded in 1997.\n- Elena works for Crescent Telecom.\n- Lucia works for Atlas Freight.\n- Meridian Bank was founded in 1978.\n- Sanne works for Atlas Freight.\n- Dmitri works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Dmitri reports to Aisha.\n- Ravi works for Atlas Freight.\n- Sofia works for Cobalt Health.\n- Wren reports to Emeka.\n- Ravi reports to Elena.\n- Sanne reports to Lucia.\n- Cobalt Health is headquartered in Valencia.\n- Elena reports to Sofia.\n- Crescent Telecom is headquartered in Valencia.\n- Aisha works for Meridian Bank.\n- Emeka reports to Dmitri.\n- Meridian Bank is headquartered in Valencia.\n- Mara works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Wren works for Crescent Telecom.\n- Atlas Freight was founded in 1983.\n- Aisha reports to Sanne.\n- Yuki works for Cobalt Health.\n- Yuki reports to Wren.\n- Atlas Freight is headquartered in Porto.\n- Sofia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2524", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 19702\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2525", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8188: employee Callum B., hired 05 June 2020, separated 24 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8188?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2526", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Mei reports to Zoya.\n- Kenji reports to Omar.\n- Helios Logistics was founded in 1994.\n- Zoya reports to Hana.\n- Cobalt Health was founded in 2015.\n- Hana reports to Kenji.\n- Mei works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Northwind Systems was founded in 1978.\n- Priya reports to Ravi.\n- Priya works for Northwind Systems.\n- Leila works for Helios Logistics.\n- Fernhill Foods was founded in 1975.\n- Zoya works for Fernhill Foods.\n- Cobalt Health is headquartered in Ghent.\n- Hana works for Helios Logistics.\n- Kenji works for Cobalt Health.\n- Ravi reports to Mei.\n- Leila reports to Priya.\n- Fernhill Foods is headquartered in Brno.\n- Helios Logistics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2528", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2529", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2530", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2531", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2532", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4373: employee Aisha R., hired 14 December 2020, separated 07 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4373?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2533", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1979.\n- Ingrid works for Northwind Systems.\n- Emeka reports to Mateo.\n- Fernhill Foods was founded in 1991.\n- Amara works for Fernhill Foods.\n- Leila reports to Mei.\n- Amara reports to Sanne.\n- Beacon Insurance was founded in 1995.\n- Sanne reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Sanne works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Zoya reports to Tessa.\n- Tessa reports to Felix.\n- Beacon Insurance is headquartered in Nagoya.\n- Mateo reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Ingrid reports to Amara.\n- Cedar Retail Group was founded in 2004.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Turku.\n- Northwind Systems is headquartered in Halifax.\n- Zoya works for Northwind Systems.\n- Fernhill Foods is headquartered in Ghent.\n- Leila works for Cedar Retail Group.\n- Mei reports to Ingrid.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2534", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2593: employee Aisha K., hired 10 March 2025, separated 10 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2593?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2535", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2536", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Oslo.\n- Vantage Air was founded in 1985.\n- Emeka reports to Sanne.\n- Aisha reports to Pablo.\n- Jonas works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Viktor reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Pablo reports to Felix.\n- Pablo works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Oslo.\n- Jonas reports to Nadia.\n- Ravi works for Bluepine Aviation.\n- Mara works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Felix reports to Jonas.\n- Ravi reports to Tessa.\n- Bluepine Aviation was founded in 1989.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Lucia.\n- Tessa reports to Aisha.\n- Pinnacle Software was founded in 1978.\n- Tessa works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Mara reports to Viktor.\n- Meridian Bank was founded in 1993.\n- Aisha works for Bluepine Aviation.\n- Viktor works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Nadia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2538", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2539", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4053: employee Sofia M., hired 27 January 2022, separated 17 September 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4053?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2540", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2541", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8484: employee Mateo T., hired 28 April 2021, separated 09 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8484?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2542", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5899: employee Omar A., hired 28 March 2022, separated 23 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5899?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5899 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2543", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8689: employee Deshawn A., hired 22 January 2023, separated 07 September 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8689?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2544", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9318: employee Elena T., hired 25 March 2025, separated 21 October 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-9318 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$9,000", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Ingrid works for Fernhill Foods.\n- Sanne reports to Stefan.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 1983.\n- Beacon Insurance is headquartered in Austin.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Beacon Insurance was founded in 1994.\n- Ironwood Manufacturing was founded in 2006.\n- Mei reports to Ingrid.\n- Hana works for Helios Logistics.\n- Stefan reports to Kenji.\n- Kenji works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Stefan works for Helios Logistics.\n- Kenji reports to Hana.\n- Felix reports to Yuki.\n- Ingrid reports to Felix.\n- Sanne works for Helios Logistics.\n- Yuki reports to Sanne.\n- Helios Logistics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2546", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4374: employee Lucia K., hired 10 May 2022, separated 22 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4374?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1994.\n- Viktor works for Vantage Air.\n- Jonas works for Meridian Bank.\n- Mara reports to Aisha.\n- Yuki works for Cobalt Health.\n- Stefan works for Vantage Air.\n- Jonas reports to Tobias.\n- Chiara works for Vantage Air.\n- Felix works for Meridian Bank.\n- Pinnacle Software was founded in 1994.\n- Vantage Air is headquartered in Halifax.\n- Ravi reports to Chiara.\n- Tobias works for Pinnacle Software.\n- Felix reports to Mara.\n- Yuki reports to Felix.\n- Viktor reports to Jonas.\n- Stefan reports to Yuki.\n- Mara works for Meridian Bank.\n- Aisha works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Aisha reports to Ravi.\n- Cobalt Health is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Meridian Bank was founded in 1987.\n- Chiara reports to Viktor.\n- Cobalt Health was founded in 2005.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Dmitri works for Vantage Air.\n- Priya reports to Kenji.\n- Northwind Systems is headquartered in Bergen.\n- Tessa works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Deshawn reports to Tessa.\n- Dmitri reports to Deshawn.\n- Leila reports to Amara.\n- Kenji works for Northwind Systems.\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 2009.\n- Vantage Air is headquartered in Bergen.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 2004.\n- Northwind Systems was founded in 2011.\n- Amara reports to Dmitri.\n- Callum works for Vantage Air.\n- Leila works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Tessa reports to Priya.\n- Vantage Air was founded in 1975.\n- Callum reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Mateo reports to Priya.\n- Mei works for Atlas Freight.\n- Amara reports to Mateo.\n- Lattice Analytics is headquartered in Bergen.\n- Priya works for Atlas Freight.\n- Sofia reports to Wren.\n- Wren reports to Chiara.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Atlas Freight was founded in 1997.\n- Lattice Analytics was founded in 1985.\n- Mei reports to Sofia.\n- Chiara reports to Deshawn.\n- Mateo works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1977.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sofia works for Beacon Insurance.\n- Priya reports to Mei.\n- Ingrid reports to Callum.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 2008.\n- Callum reports to Amara.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2550", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2551", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2552", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7205: employee Sanne T., hired 07 July 2021, separated 23 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7205?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2553", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Wren.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sofia reports to Bruno.\n- Zoya reports to Mara.\n- Bruno works for Cedar Retail Group.\n- Mara reports to Omar.\n- Mara works for Cedar Retail Group.\n- Emeka reports to Leila.\n- Jonas works for Northwind Systems.\n- Bluepine Aviation was founded in 2012.\n- Omar reports to Emeka.\n- Sofia works for Northwind Systems.\n- Nadia works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Omar works for Northwind Systems.\n- Jonas reports to Chiara.\n- Northwind Systems was founded in 2001.\n- Cedar Retail Group is headquartered in Malmo.\n- Wren reports to Sofia.\n- Nadia reports to Tobias.\n- Bruno reports to Nadia.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Tobias reports to Jonas.\n- Leila works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1976.\n- Wren works for Cedar Retail Group.\n- Vantage Air was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1978.\n- Emeka works for Cobalt Health.\n- Ravi reports to Pablo.\n- Zoya works for Meridian Bank.\n- Stefan reports to Mara.\n- Pablo reports to Callum.\n- Mara reports to Bruno.\n- Omar reports to Stefan.\n- Bruno works for Cobalt Health.\n- Emeka reports to Omar.\n- Meridian Bank was founded in 2007.\n- Pablo works for Pinnacle Software.\n- Fernhill Foods was founded in 2007.\n- Lucia works for Cobalt Health.\n- Zoya reports to Lucia.\n- Pinnacle Software is headquartered in Porto.\n- Lucia reports to Emeka.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software was founded in 2001.\n- Stefan works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Cobalt Health is headquartered in Bergen.\n- Callum works for Fernhill Foods.\n- Meridian Bank is headquartered in Bergen.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Ravi works for Northwind Systems.\n- Lattice Analytics is headquartered in Leeds.\n- Pinnacle Software was founded in 1993.\n- Emeka works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Pinnacle Software is headquartered in Tallinn.\n- Northwind Systems is headquartered in Porto.\n- Stefan works for Pinnacle Software.\n- Wren reports to Ravi.\n- Amara reports to Emeka.\n- Bluepine Aviation is headquartered in Porto.\n- Stefan reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Northwind Systems was founded in 2009.\n- Lattice Analytics was founded in 2002.\n- Mara works for Pinnacle Software.\n- Ravi reports to Mara.\n- Ingrid works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Mara reports to Amara.\n- Ingrid reports to Stefan.\n- Bluepine Aviation was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Callum.\n- Callum works for Pinnacle Software.\n- Cedar Retail Group was founded in 2009.\n- Helios Logistics was founded in 2015.\n- Mei works for Lattice Analytics.\n- Emeka reports to Mei.\n- Ingrid works for Cedar Retail Group.\n- Lucia works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Lucia reports to Mara.\n- Viktor reports to Anders.\n- Deshawn reports to Lucia.\n- Mara reports to Nadia.\n- Pablo reports to Sanne.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Halifax.\n- Sanne reports to Ingrid.\n- Sanne works for Helios Logistics.\n- Pinnacle Software is headquartered in Oslo.\n- Pablo works for Pinnacle Software.\n- Deshawn works for Lattice Analytics.\n- Viktor works for Pinnacle Software.\n- Emeka works for Helios Logistics.\n- Callum reports to Deshawn.\n- Lattice Analytics is headquartered in Cork.\n- Pinnacle Software was founded in 1996.\n- Lattice Analytics was founded in 2013.\n- Mei reports to Pablo.\n- Mara works for Helios Logistics.\n- Ingrid reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2558", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8954: employee Dmitri K., hired 12 July 2020, separated 12 December 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-8954 under the controlling rules.", "criteria": {"0": "$112,667", "1": "$26,000", "2": "$26,400", "3": "$28,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2559", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2560", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3964: employee Felix R., hired 17 August 2020, separated 04 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3964?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3964 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2561", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Cobalt Health was founded in 2013.\n- Emeka works for Cobalt Health.\n- Emeka reports to Jonas.\n- Bruno reports to Tobias.\n- Zoya reports to Bruno.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Viktor works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Elena reports to Wren.\n- Kenji reports to Viktor.\n- Cobalt Health is headquartered in Adelaide.\n- Omar works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Fernhill Foods was founded in 1988.\n- Meridian Bank was founded in 1995.\n- Elena works for Fernhill Foods.\n- Kenji works for Meridian Bank.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno works for Beacon Insurance.\n- Sanne reports to Emeka.\n- Viktor reports to Zoya.\n- Beacon Insurance was founded in 1997.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Omar.\n- Tobias reports to Sanne.\n- Stefan reports to Kenji.\n- Omar reports to Elena.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2563", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8900: employee Leila R., hired 07 November 2022, separated 28 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8900?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Anders works for Pinnacle Software.\n- Nadia reports to Hana.\n- Callum reports to Priya.\n- Cedar Retail Group is headquartered in Brno.\n- Hana works for Atlas Freight.\n- Felix reports to Mateo.\n- Cedar Retail Group was founded in 1987.\n- Omar works for Vantage Air.\n- Mei reports to Yuki.\n- Pinnacle Software was founded in 2006.\n- Anders reports to Kenji.\n- Tobias works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Vantage Air was founded in 1980.\n- Mei works for Cedar Retail Group.\n- Mateo works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Kenji reports to Tobias.\n- Atlas Freight was founded in 1990.\n- Priya works for Cedar Retail Group.\n- Omar reports to Mei.\n- Yuki reports to Anders.\n- Pinnacle Software is headquartered in Tampere.\n- Tobias reports to Felix.\n- Hana reports to Callum.\n- Felix works for Pinnacle Software.\n- Yuki works for Cedar Retail Group.\n- Vantage Air is headquartered in Tampere.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2565", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2566", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 12281, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2567", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2568", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2569", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "org_question", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Mei works for Pinnacle Software.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics is headquartered in Adelaide.\n- Callum works for Helios Logistics.\n- Mei reports to Amara.\n- Bluepine Aviation was founded in 1983.\n- Amara works for Beacon Insurance.\n- Helios Logistics was founded in 1996.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 2010.\n- Tobias works for Pinnacle Software.\n- Amara reports to Callum.\n- Hana reports to Felix.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tallinn.\n- Stefan reports to Elena.\n- Elena reports to Mei.\n- Felix works for Bluepine Aviation.\n- Tobias reports to Stefan.\n- Beacon Insurance was founded in 1980.\n- Callum reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2571", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1162: employee Chiara R., hired 29 April 2023, separated 26 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-1162 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$8,000", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Bruno.\n- Bruno reports to Pablo.\n- Lattice Analytics is headquartered in Malmo.\n- Elena works for Summit Energy.\n- Meridian Bank was founded in 1976.\n- Wren reports to Callum.\n- Summit Energy is headquartered in Turku.\n- Lattice Analytics was founded in 2010.\n- Callum reports to Elena.\n- Callum works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Summit Energy was founded in 1997.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lucia reports to Anders.\n- Sofia reports to Lucia.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Pablo reports to Wren.\n- Pablo works for Bluepine Aviation.\n- Lucia works for Lattice Analytics.\n- Meridian Bank is headquartered in Malmo.\n- Sofia works for Bluepine Aviation.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Callum reports to Dmitri.\n- Nadia works for Cobalt Health.\n- Crescent Telecom was founded in 2002.\n- Mei works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Mei reports to Tobias.\n- Aisha works for Atlas Freight.\n- Mara reports to Hana.\n- Lucia reports to Mara.\n- Mara works for Cobalt Health.\n- Stefan reports to Nadia.\n- Callum works for Cobalt Health.\n- Hana works for Crescent Telecom.\n- Amara works for Fernhill Foods.\n- Tessa works for Atlas Freight.\n- Tessa reports to Callum.\n- Atlas Freight was founded in 2003.\n- Stefan works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Amara reports to Stefan.\n- Hana reports to Mei.\n- Cobalt Health is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Fernhill Foods was founded in 2003.\n- Nadia reports to Aisha.\n- Dmitri reports to Amara.\n- Fernhill Foods is headquartered in Austin.\n- Tobias reports to Tessa.\n- Cobalt Health was founded in 1994.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Beacon Insurance was founded in 1981.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software is headquartered in Dunedin.\n- Priya works for Beacon Insurance.\n- Fernhill Foods is headquartered in Oslo.\n- Elena reports to Yuki.\n- Aisha reports to Elena.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Pinnacle Software was founded in 2001.\n- Tobias works for Fernhill Foods.\n- Jonas reports to Aisha.\n- Nadia reports to Priya.\n- Beacon Insurance is headquartered in Dunedin.\n- Mateo works for Fernhill Foods.\n- Yuki reports to Nadia.\n- Priya reports to Tobias.\n- Meridian Bank was founded in 1990.\n- Tobias reports to Mateo.\n- Nadia works for Beacon Insurance.\n- Aisha works for Meridian Bank.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2575", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 98414 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2576", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3641: employee Chiara R., hired 07 February 2023, separated 30 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3641?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2577", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2578", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 62358\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Elena reports to Mateo.\n- Felix reports to Sofia.\n- Sofia reports to Dmitri.\n- Aisha works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Helios Logistics is headquartered in Tampere.\n- Meridian Bank was founded in 2013.\n- Summit Energy was founded in 1992.\n- Helios Logistics was founded in 2015.\n- Meridian Bank is headquartered in Basel.\n- Tobias reports to Aisha.\n- Fernhill Foods was founded in 1990.\n- Summit Energy is headquartered in Tampere.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Priya.\n- Tobias works for Helios Logistics.\n- Aisha reports to Elena.\n- Mateo reports to Felix.\n- Mateo works for Helios Logistics.\n- Fernhill Foods is headquartered in Tampere.\n- Sofia works for Helios Logistics.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2580", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2581", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Elena reports to Bruno.\n- Ironwood Manufacturing is headquartered in Brno.\n- Wren works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Sofia reports to Callum.\n- Dmitri reports to Mei.\n- Jonas reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Ingrid reports to Priya.\n- Cobalt Health was founded in 1994.\n- Beacon Insurance is headquartered in Turku.\n- Callum reports to Elena.\n- Callum works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Meridian Bank is headquartered in Brno.\n- Beacon Insurance was founded in 2015.\n- Mei reports to Zoya.\n- Ironwood Manufacturing was founded in 1987.\n- Ravi reports to Sofia.\n- Ravi works for Beacon Insurance.\n- Bruno reports to Wren.\n- Wren reports to Jonas.\n- Elena works for Beacon Insurance.\n- Priya reports to Ravi.\n- Cobalt Health is headquartered in Turku.\n- Priya works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2583", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2584", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 May 2023): For employees hired on or after 02 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7513: employee Omar R., hired 09 January 2022, separated 17 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7513?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2585", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2586", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Mei reports to Sanne.\n- Mei works for Fernhill Foods.\n- Viktor reports to Tobias.\n- Lattice Analytics is headquartered in Turku.\n- Fernhill Foods is headquartered in Turku.\n- Lucia reports to Hana.\n- Sanne works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Kenji works for Ironwood Manufacturing.\n- Tobias reports to Elena.\n- Mara works for Fernhill Foods.\n- Elena reports to Kenji.\n- Hana reports to Mara.\n- Amara works for Pinnacle Software.\n- Amara reports to Mei.\n- Fernhill Foods was founded in 2011.\n- Kenji reports to Amara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Lucia.\n- Lattice Analytics was founded in 1990.\n- Pinnacle Software was founded in 1999.\n- Hana works for Pinnacle Software.\n- Viktor works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2588", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Elena.\n- Elena reports to Amara.\n- Cobalt Health is headquartered in Porto.\n- Anders reports to Mateo.\n- Callum works for Cobalt Health.\n- Amara reports to Nadia.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 2014.\n- Cobalt Health was founded in 1997.\n- Bluepine Aviation is headquartered in Tampere.\n- Zoya works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Vantage Air was founded in 2005.\n- Mateo reports to Zoya.\n- Callum reports to Anders.\n- Nadia works for Vantage Air.\n- Nadia reports to Callum.\n- Bluepine Aviation was founded in 2011.\n- Amara works for Meridian Bank.\n- Vantage Air is headquartered in Porto.\n- Anders works for Meridian Bank.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Tobias.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2005.\n- Helios Logistics was founded in 1976.\n- Hana reports to Ravi.\n- Ironwood Manufacturing was founded in 1999.\n- Lucia works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Lucia reports to Anders.\n- Stefan works for Beacon Insurance.\n- Mateo reports to Hana.\n- Nadia reports to Stefan.\n- Stefan reports to Aisha.\n- Priya works for Ironwood Manufacturing.\n- Aisha reports to Mateo.\n- Ravi works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Anders reports to Priya.\n- Mateo works for Northwind Systems.\n- Tobias works for Beacon Insurance.\n- Tobias reports to Nadia.\n- Hana works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tampere.\n- Beacon Insurance was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn works for Summit Energy.\n- Nadia works for Summit Energy.\n- Pinnacle Software was founded in 1997.\n- Amara reports to Elena.\n- Leila works for Pinnacle Software.\n- Nadia reports to Felix.\n- Felix works for Northwind Systems.\n- Amara works for Summit Energy.\n- Leila reports to Stefan.\n- Stefan reports to Sanne.\n- Mara works for Crescent Telecom.\n- Sofia works for Pinnacle Software.\n- Sanne works for Northwind Systems.\n- Crescent Telecom was founded in 2001.\n- Northwind Systems was founded in 1988.\n- Elena reports to Deshawn.\n- Elena works for Summit Energy.\n- Stefan works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Mara reports to Nadia.\n- Lucia reports to Amara.\n- Sofia reports to Aisha.\n- Lucia works for Summit Energy.\n- Deshawn reports to Sofia.\n- Summit Energy was founded in 2006.\n- Northwind Systems is headquartered in Tallinn.\n- Aisha works for Summit Energy.\n- Aisha reports to Mara.\n- Summit Energy is headquartered in Ghent.\n- Felix reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2592", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1750: employee Leila R., hired 12 April 2022, separated 04 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1750?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2593", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 68429\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2594", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2004.\n- Ingrid works for Lattice Analytics.\n- Tessa reports to Pablo.\n- Felix reports to Amara.\n- Tessa works for Pinnacle Software.\n- Cedar Retail Group was founded in 2006.\n- Stefan reports to Ingrid.\n- Viktor works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Summit Energy is headquartered in Lyon.\n- Mara works for Cedar Retail Group.\n- Wren works for Summit Energy.\n- Mara reports to Viktor.\n- Lattice Analytics was founded in 2009.\n- Wren reports to Stefan.\n- Pinnacle Software was founded in 1983.\n- Cedar Retail Group is headquartered in Lyon.\n- Viktor reports to Tessa.\n- Pinnacle Software is headquartered in Austin.\n- Amara works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Ravi.\n- Ingrid reports to Mara.\n- Ravi reports to Felix.\n- Felix works for Pinnacle Software.\n- Lattice Analytics is headquartered in Brno.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2596", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mei.\n- Lucia reports to Elena.\n- Pinnacle Software was founded in 1979.\n- Northwind Systems is headquartered in Bergen.\n- Yuki works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Emeka reports to Lucia.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Beacon Insurance was founded in 1997.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Lucia works for Pinnacle Software.\n- Leila reports to Emeka.\n- Leila works for Beacon Insurance.\n- Tobias reports to Sanne.\n- Pinnacle Software is headquartered in Tallinn.\n- Summit Energy was founded in 2008.\n- Emeka works for Beacon Insurance.\n- Ravi reports to Tobias.\n- Mara works for Summit Energy.\n- Mara reports to Mateo.\n- Tobias works for Pinnacle Software.\n- Mei works for Summit Energy.\n- Mateo reports to Leila.\n- Yuki reports to Ravi.\n- Mateo works for Summit Energy.\n- Mei reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Sanne works for Northwind Systems.\n- Stefan reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2598", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Lattice Analytics is headquartered in Halifax.\n- Fernhill Foods is headquartered in Bergen.\n- Ravi works for Lattice Analytics.\n- Emeka reports to Nadia.\n- Priya works for Fernhill Foods.\n- Leila reports to Emeka.\n- Lattice Analytics was founded in 1980.\n- Vantage Air was founded in 1996.\n- Callum reports to Tessa.\n- Vantage Air is headquartered in Bergen.\n- Nadia reports to Callum.\n- Tessa reports to Ravi.\n- Fernhill Foods was founded in 2009.\n- Priya reports to Leila.\n- Northwind Systems was founded in 2010.\n- Emeka works for Northwind Systems.\n- Ravi reports to Zoya.\n- Callum works for Fernhill Foods.\n- Nadia works for Lattice Analytics.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2600", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2601", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 May 2025): For employees hired on or after 16 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4268: employee Mateo S., hired 13 November 2024, separated 10 October 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4268?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2602", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3501: employee Amara T., hired 31 May 2023, separated 18 October 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3501?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2603", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3697: employee Anders A., hired 30 April 2021, separated 29 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3697?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2604", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3708: employee Wren M., hired 26 July 2022, separated 21 February 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3708?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2605", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3165: employee Wren A., hired 17 May 2022, separated 01 January 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3165?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2606", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8957: employee Deshawn S., hired 14 July 2023, separated 16 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8957?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2607", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2608", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3308: employee Yuki T., hired 06 March 2024, separated 09 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3308?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Felix.\n- Callum reports to Sofia.\n- Ravi reports to Ingrid.\n- Meridian Bank is headquartered in Basel.\n- Chiara reports to Yuki.\n- Mara works for Meridian Bank.\n- Priya reports to Mei.\n- Ingrid works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Priya works for Lattice Analytics.\n- Yuki works for Meridian Bank.\n- Helios Logistics was founded in 2012.\n- Bruno works for Lattice Analytics.\n- Callum works for Meridian Bank.\n- Leila reports to Priya.\n- Ingrid reports to Bruno.\n- Mara reports to Chiara.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 1983.\n- Summit Energy was founded in 2009.\n- Yuki reports to Ravi.\n- Helios Logistics is headquartered in Porto.\n- Summit Energy is headquartered in Basel.\n- Bruno reports to Callum.\n- Felix works for Helios Logistics.\n- Meridian Bank was founded in 1987.\n- Leila works for Summit Energy.\n- Sofia reports to Leila.\n- Ravi works for Helios Logistics.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Brno", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2610", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 December 2025): For employees hired on or after 31 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1757: employee Dmitri A., hired 01 April 2022, separated 17 January 2027 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1757?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1757 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2611", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1135: employee Dmitri R., hired 26 June 2021, separated 29 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1135?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1135 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2612", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7880: employee Ingrid B., hired 21 July 2021, separated 04 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7880?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2613", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6275: employee Chiara M., hired 31 May 2023, separated 28 January 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-6275 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$21,667", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2614", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2615", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2616", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2617", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2618", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1046: employee Mei A., hired 27 May 2023, separated 12 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1046?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2619", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2620", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "check_logs", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2621", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7830: employee Pablo R., hired 25 November 2023, separated 13 December 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7830?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2622", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7534: employee Pablo M., hired 07 July 2020, separated 18 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7534?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2623", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Lattice Analytics was founded in 1995.\n- Elena reports to Nadia.\n- Emeka works for Bluepine Aviation.\n- Yuki reports to Dmitri.\n- Dmitri reports to Sanne.\n- Bluepine Aviation was founded in 1999.\n- Emeka reports to Pablo.\n- Nadia works for Lattice Analytics.\n- Amara reports to Yuki.\n- Ravi reports to Amara.\n- Bluepine Aviation is headquartered in Tampere.\n- Sanne works for Vantage Air.\n- Dmitri works for Lattice Analytics.\n- Vantage Air is headquartered in Bergen.\n- Pablo works for Vantage Air.\n- Crescent Telecom was founded in 1976.\n- Crescent Telecom is headquartered in Dunedin.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Zoya.\n- Vantage Air was founded in 1996.\n- Zoya reports to Emeka.\n- Nadia reports to Ravi.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki works for Vantage Air.\n- Amara works for Crescent Telecom.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2625", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7927: employee Tessa K., hired 26 December 2019, separated 28 August 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7927?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2626", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2627", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 47438 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2628", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9900: employee Mateo K., hired 19 February 2021, separated 19 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9900?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2009.\n- Viktor works for Cedar Retail Group.\n- Anders works for Beacon Insurance.\n- Stefan reports to Mateo.\n- Elena reports to Kenji.\n- Deshawn reports to Viktor.\n- Beacon Insurance was founded in 2001.\n- Lucia reports to Deshawn.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 2000.\n- Mateo reports to Anders.\n- Anders reports to Elena.\n- Fernhill Foods is headquartered in Leeds.\n- Beacon Insurance is headquartered in Leeds.\n- Elena works for Fernhill Foods.\n- Kenji works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Viktor reports to Stefan.\n- Lucia works for Fernhill Foods.\n- Cobalt Health is headquartered in Valencia.\n- Fernhill Foods was founded in 1992.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1999", "2": "2004", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2630", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2631", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1277: employee Mateo M., hired 01 October 2022, separated 07 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1277?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2632", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Atlas Freight.\n- Sofia reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Lucia reports to Deshawn.\n- Leila reports to Lucia.\n- Lattice Analytics was founded in 2002.\n- Lattice Analytics is headquartered in Austin.\n- Dmitri works for Atlas Freight.\n- Deshawn works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Atlas Freight is headquartered in Malmo.\n- Crescent Telecom was founded in 1981.\n- Deshawn reports to Chiara.\n- Aisha works for Lattice Analytics.\n- Lucia works for Crescent Telecom.\n- Dmitri reports to Sofia.\n- Chiara reports to Dmitri.\n- Stefan reports to Aisha.\n- Atlas Freight was founded in 1992.\n- Helios Logistics is headquartered in Austin.\n- Helios Logistics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2634", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5316: employee Tessa S., hired 27 June 2020, separated 16 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5316?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2635", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 July 2025): For employees hired on or after 01 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9004: employee Zoya B., hired 09 December 2023, separated 04 January 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-9004 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,000", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Nadia reports to Leila.\n- Fernhill Foods was founded in 2003.\n- Lucia reports to Emeka.\n- Meridian Bank is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2012.\n- Nadia works for Meridian Bank.\n- Emeka reports to Ingrid.\n- Leila reports to Tobias.\n- Crescent Telecom was founded in 1985.\n- Pablo works for Crescent Telecom.\n- Ingrid works for Fernhill Foods.\n- Meridian Bank was founded in 1990.\n- Bluepine Aviation is headquartered in Tampere.\n- Lucia works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Fernhill Foods is headquartered in Tampere.\n- Callum reports to Nadia.\n- Ingrid reports to Pablo.\n- Crescent Telecom is headquartered in Cork.\n- Leila works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2637", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2638", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3414: employee Bruno M., hired 17 July 2023, separated 05 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3414?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2639", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Tobias.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Brno.\n- Priya reports to Yuki.\n- Beacon Insurance was founded in 2012.\n- Viktor works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Viktor reports to Wren.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.\n- Mara reports to Pablo.\n- Nadia reports to Mara.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Wren reports to Priya.\n- Priya works for Lattice Analytics.\n- Beacon Insurance is headquartered in Lyon.\n- Sofia works for Cedar Retail Group.\n- Kenji reports to Nadia.\n- Atlas Freight is headquartered in Lyon.\n- Wren works for Cedar Retail Group.\n- Atlas Freight was founded in 1993.\n- Pablo reports to Sofia.\n- Mara works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki reports to Kenji.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2641", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2642", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9980: employee Lucia M., hired 09 March 2022, separated 19 April 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-9980 under the controlling rules.", "criteria": {"0": "$8,048", "1": "$12,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2643", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2644", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6065: employee Yuki S., hired 15 June 2023, separated 25 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-6065 under the controlling rules.", "criteria": {"0": "$14,500", "1": "$62,400", "2": "$14,400", "3": "$12,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2645", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4554: employee Pablo B., hired 14 January 2023, separated 26 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4554?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2646", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7947: employee Felix M., hired 24 August 2022, separated 05 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7947?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2647", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2648", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2649", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Dmitri works for Crescent Telecom.\n- Elena works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Jonas reports to Ravi.\n- Ravi reports to Elena.\n- Kenji reports to Jonas.\n- Kenji works for Meridian Bank.\n- Emeka reports to Mateo.\n- Emeka works for Meridian Bank.\n- Crescent Telecom is headquartered in Porto.\n- Meridian Bank is headquartered in Valencia.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Meridian Bank was founded in 2009.\n- Mateo reports to Aisha.\n- Crescent Telecom was founded in 1995.\n- Northwind Systems was founded in 1996.\n- Ravi works for Crescent Telecom.\n- Dmitri reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2004", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2650", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2651", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2652", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8300: employee Zoya B., hired 09 February 2021, separated 02 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8300?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Aisha reports to Yuki.\n- Viktor reports to Bruno.\n- Yuki works for Helios Logistics.\n- Mara reports to Pablo.\n- Viktor works for Pinnacle Software.\n- Aisha works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2005.\n- Mara works for Pinnacle Software.\n- Ingrid works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1977.\n- Bluepine Aviation is headquartered in Tampere.\n- Pablo works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Pablo reports to Aisha.\n- Bruno works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Porto.\n- Ingrid reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Mara.\n- Ironwood Manufacturing was founded in 2000.\n- Bluepine Aviation was founded in 2001.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tobias.\n- Anders works for Bluepine Aviation.\n- Zoya reports to Jonas.\n- Tobias reports to Deshawn.\n- Tessa reports to Hana.\n- Omar works for Bluepine Aviation.\n- Deshawn reports to Tessa.\n- Zoya works for Bluepine Aviation.\n- Atlas Freight was founded in 2000.\n- Crescent Telecom is headquartered in Leeds.\n- Kenji works for Bluepine Aviation.\n- Anders reports to Omar.\n- Bluepine Aviation is headquartered in Leeds.\n- Crescent Telecom was founded in 2002.\n- Deshawn works for Pinnacle Software.\n- Kenji reports to Amara.\n- Atlas Freight is headquartered in Bergen.\n- Bluepine Aviation was founded in 1994.\n- Pinnacle Software is headquartered in Bergen.\n- Hana reports to Anders.\n- Jonas reports to Kenji.\n- Jonas works for Pinnacle Software.\n- Amara works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Tessa works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2655", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3108: employee Mateo B., hired 19 April 2022, separated 02 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3108?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1986.\n- Mara works for Atlas Freight.\n- Lattice Analytics was founded in 1980.\n- Lucia works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Nagoya.\n- Atlas Freight is headquartered in Dunedin.\n- Lucia reports to Tobias.\n- Emeka works for Atlas Freight.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Chiara reports to Elena.\n- Omar works for Pinnacle Software.\n- Ingrid works for Lattice Analytics.\n- Mara reports to Lucia.\n- Tobias works for Lattice Analytics.\n- Emeka reports to Omar.\n- Elena reports to Ingrid.\n- Helios Logistics was founded in 1982.\n- Tobias reports to Emeka.\n- Ingrid reports to Mara.\n- Chiara works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Meridian Bank.\n- Sofia reports to Stefan.\n- Meridian Bank is headquartered in Basel.\n- Callum reports to Sofia.\n- Deshawn works for Meridian Bank.\n- Elena reports to Callum.\n- Lattice Analytics was founded in 2014.\n- Leila works for Cobalt Health.\n- Aisha works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Helios Logistics is headquartered in Valencia.\n- Leila reports to Aisha.\n- Helios Logistics was founded in 1986.\n- Aisha reports to Deshawn.\n- Felix works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Priya works for Cobalt Health.\n- Stefan reports to Tobias.\n- Tobias reports to Priya.\n- Cobalt Health was founded in 2013.\n- Meridian Bank was founded in 1976.\n- Felix reports to Elena.\n- Callum works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Deshawn reports to Felix.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2658", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1941: employee Tobias R., hired 01 July 2022, separated 23 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1941?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2659", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1886: employee Pablo M., hired 05 February 2023, separated 06 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1886?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1886 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2660", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6211: employee Priya M., hired 04 January 2020, separated 26 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6211?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2661", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6156: employee Aisha A., hired 15 November 2022, separated 04 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6156?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2662", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 February 2023): For employees hired on or after 08 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8407: employee Jonas K., hired 06 January 2023, separated 29 April 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-8407 under the controlling rules.", "criteria": {"0": "$5,115", "1": "$20,000", "2": "$1,038", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2663", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4397: employee Tobias B., hired 12 January 2020, separated 09 May 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-4397 under the controlling rules.", "criteria": {"0": "$13,350", "1": "$14,350", "2": "$14,438", "3": "$62,183"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Pablo reports to Emeka.\n- Beacon Insurance was founded in 1979.\n- Leila works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Bluepine Aviation was founded in 1979.\n- Dmitri reports to Wren.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 2004.\n- Emeka reports to Deshawn.\n- Priya reports to Kenji.\n- Cobalt Health is headquartered in Adelaide.\n- Leila reports to Dmitri.\n- Wren reports to Pablo.\n- Bluepine Aviation is headquartered in Lyon.\n- Atlas Freight was founded in 1999.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Deshawn reports to Priya.\n- Wren works for Bluepine Aviation.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2665", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2666", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Omar works for Helios Logistics.\n- Vantage Air is headquartered in Nagoya.\n- Leila works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Emeka works for Vantage Air.\n- Viktor reports to Leila.\n- Yuki reports to Omar.\n- Helios Logistics was founded in 1978.\n- Pinnacle Software is headquartered in Ghent.\n- Helios Logistics is headquartered in Ghent.\n- Sanne reports to Viktor.\n- Yuki works for Pinnacle Software.\n- Emeka reports to Sanne.\n- Omar reports to Callum.\n- Viktor works for Pinnacle Software.\n- Vantage Air was founded in 1986.\n- Leila reports to Yuki.\n- Atlas Freight was founded in 1992.\n- Callum works for Helios Logistics.\n- Pinnacle Software was founded in 1984.\n- Zoya reports to Emeka.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Leila reports to Dmitri.\n- Viktor works for Vantage Air.\n- Crescent Telecom was founded in 1992.\n- Tobias works for Beacon Insurance.\n- Anders reports to Sanne.\n- Vantage Air is headquartered in Austin.\n- Leila works for Beacon Insurance.\n- Lucia works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Sanne reports to Pablo.\n- Dmitri reports to Lucia.\n- Beacon Insurance was founded in 1978.\n- Amara reports to Tobias.\n- Tobias reports to Leila.\n- Aisha reports to Viktor.\n- Sofia works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Vantage Air was founded in 1987.\n- Crescent Telecom is headquartered in Leeds.\n- Amara works for Summit Energy.\n- Lucia reports to Aisha.\n- Viktor reports to Zoya.\n- Zoya reports to Sofia.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Anders works for Beacon Insurance.\n- Sofia reports to Anders.\n- Summit Energy was founded in 1981.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2669", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4094: employee Priya S., hired 23 January 2022, separated 08 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4094?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2670", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3897: employee Ingrid M., hired 02 March 2022, separated 12 November 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-3897 under the controlling rules.", "criteria": {"0": "$51,567", "1": "$11,900", "2": "$12,900", "3": "$11,812"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2671", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2768: employee Aisha K., hired 27 October 2022, separated 29 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2768?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Dmitri.\n- Tobias reports to Ravi.\n- Dmitri reports to Nadia.\n- Beacon Insurance is headquartered in Nagoya.\n- Mateo works for Beacon Insurance.\n- Omar reports to Mara.\n- Felix works for Beacon Insurance.\n- Nadia works for Fernhill Foods.\n- Sofia works for Beacon Insurance.\n- Tobias works for Fernhill Foods.\n- Mara reports to Tobias.\n- Ravi reports to Ingrid.\n- Ravi works for Beacon Insurance.\n- Fernhill Foods was founded in 2005.\n- Meridian Bank was founded in 1981.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Ingrid reports to Mateo.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Nadia reports to Omar.\n- Dmitri works for Beacon Insurance.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Meridian Bank is headquartered in Ghent.\n- Mateo reports to Sofia.\n- Atlas Freight was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2673", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2674", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2675", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 July 2025): For employees hired on or after 06 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3058: employee Ingrid K., hired 17 December 2021, separated 26 November 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-3058 under the controlling rules.", "criteria": {"0": "$17,062", "1": "$16,150", "2": "$17,150", "3": "$74,317"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Nadia.\n- Anders reports to Mateo.\n- Bluepine Aviation is headquartered in Oslo.\n- Tobias works for Helios Logistics.\n- Nadia works for Bluepine Aviation.\n- Dmitri reports to Anders.\n- Ingrid reports to Mei.\n- Mei works for Bluepine Aviation.\n- Helios Logistics is headquartered in Austin.\n- Pinnacle Software is headquartered in Tampere.\n- Ingrid works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Hana reports to Dmitri.\n- Anders works for Cobalt Health.\n- Felix reports to Deshawn.\n- Sofia reports to Tobias.\n- Callum works for Pinnacle Software.\n- Helios Logistics was founded in 1984.\n- Cobalt Health was founded in 1981.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn reports to Callum.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 1983.\n- Bluepine Aviation was founded in 1977.\n- Deshawn works for Bluepine Aviation.\n- Callum reports to Ingrid.\n- Tobias reports to Hana.\n- Sofia works for Helios Logistics.\n- Felix works for Cobalt Health.\n- Nadia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1982", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mateo.\n- Aisha reports to Priya.\n- Mateo works for Crescent Telecom.\n- Tessa reports to Lucia.\n- Lucia works for Crescent Telecom.\n- Callum reports to Zoya.\n- Crescent Telecom was founded in 1997.\n- Zoya reports to Hana.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji reports to Tessa.\n- Felix reports to Aisha.\n- Callum works for Crescent Telecom.\n- Fernhill Foods is headquartered in Valencia.\n- Tessa works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Summit Energy was founded in 2011.\n- Atlas Freight is headquartered in Tallinn.\n- Felix works for Summit Energy.\n- Fernhill Foods was founded in 2013.\n- Atlas Freight was founded in 1987.\n- Lucia reports to Callum.\n- Kenji works for Atlas Freight.\n- Hana works for Fernhill Foods.\n- Zoya works for Crescent Telecom.\n- Priya works for Summit Energy.\n- Mateo reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1984.\n- Beacon Insurance is headquartered in Adelaide.\n- Vantage Air was founded in 2004.\n- Yuki reports to Tessa.\n- Dmitri works for Fernhill Foods.\n- Mei reports to Sanne.\n- Sanne works for Northwind Systems.\n- Tessa works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Chiara reports to Deshawn.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Dmitri reports to Leila.\n- Yuki works for Beacon Insurance.\n- Vantage Air is headquartered in Turku.\n- Leila reports to Chiara.\n- Fernhill Foods is headquartered in Basel.\n- Callum reports to Dmitri.\n- Felix works for Northwind Systems.\n- Deshawn reports to Yuki.\n- Chiara works for Vantage Air.\n- Beacon Insurance was founded in 1994.\n- Northwind Systems is headquartered in Basel.\n- Callum works for Fernhill Foods.\n- Sanne reports to Callum.\n- Deshawn works for Fernhill Foods.\n- Tessa reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2679", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Nadia.\n- Leila reports to Tessa.\n- Mara works for Helios Logistics.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 1980.\n- Atlas Freight was founded in 2001.\n- Mara reports to Leila.\n- Helios Logistics was founded in 1984.\n- Nadia reports to Deshawn.\n- Summit Energy is headquartered in Lyon.\n- Sofia works for Cedar Retail Group.\n- Amara reports to Mara.\n- Mateo reports to Amara.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Tessa works for Helios Logistics.\n- Cedar Retail Group is headquartered in Oslo.\n- Atlas Freight is headquartered in Basel.\n- Sofia reports to Mateo.\n- Leila works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Helios Logistics is headquartered in Leeds.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2681", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 7, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 December 2023): For employees hired on or after 12 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8595: employee Ingrid M., hired 06 August 2023, separated 01 July 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-8595 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$2,850", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mara.\n- Leila works for Summit Energy.\n- Helios Logistics was founded in 1997.\n- Lattice Analytics is headquartered in Brno.\n- Mara reports to Mei.\n- Fernhill Foods was founded in 1991.\n- Summit Energy was founded in 1994.\n- Lattice Analytics was founded in 1976.\n- Fernhill Foods is headquartered in Porto.\n- Hana reports to Nadia.\n- Kenji reports to Leila.\n- Hana works for Helios Logistics.\n- Leila reports to Hana.\n- Helios Logistics is headquartered in Brno.\n- Mara works for Lattice Analytics.\n- Nadia works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Amara reports to Ingrid.\n- Summit Energy is headquartered in Basel.\n- Ingrid works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Amara works for Helios Logistics.\n- Nadia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1995", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2683", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2903: employee Zoya A., hired 11 July 2021, separated 26 September 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2903?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2684", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1994.\n- Ingrid works for Cobalt Health.\n- Aisha reports to Omar.\n- Atlas Freight was founded in 1987.\n- Ingrid reports to Wren.\n- Sofia works for Cobalt Health.\n- Bruno works for Atlas Freight.\n- Wren works for Cobalt Health.\n- Mateo works for Beacon Insurance.\n- Omar reports to Mateo.\n- Crescent Telecom was founded in 1997.\n- Nadia reports to Sanne.\n- Mateo reports to Stefan.\n- Stefan works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Stefan reports to Sofia.\n- Sofia reports to Nadia.\n- Sanne reports to Bruno.\n- Cobalt Health was founded in 1979.\n- Atlas Freight is headquartered in Nagoya.\n- Wren reports to Aisha.\n- Nadia works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Cobalt Health is headquartered in Malmo.\n- Omar works for Atlas Freight.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2686", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2162: employee Sofia R., hired 15 November 2023, separated 24 October 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-2162 under the controlling rules.", "criteria": {"0": "$2,700", "1": "$4,000", "2": "$17,333", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2687", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2688", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7646: employee Ingrid R., hired 15 October 2021, separated 26 June 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7646?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2689", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2690", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2691", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2692", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7255: employee Pablo M., hired 14 May 2023, separated 26 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7255?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2693", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2694", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2695", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2696", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2697", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2698", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2699", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Tobias works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Chiara reports to Callum.\n- Hana reports to Felix.\n- Callum works for Crescent Telecom.\n- Tobias reports to Mei.\n- Crescent Telecom was founded in 1981.\n- Ironwood Manufacturing was founded in 2013.\n- Hana works for Ironwood Manufacturing.\n- Jonas reports to Chiara.\n- Felix works for Crescent Telecom.\n- Mei works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Callum reports to Anders.\n- Ravi works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Austin.\n- Helios Logistics was founded in 2005.\n- Felix reports to Ravi.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Crescent Telecom is headquartered in Bergen.\n- Elena reports to Hana.\n- Helios Logistics is headquartered in Tampere.\n- Pinnacle Software was founded in 2005.\n- Mei reports to Elena.\n- Ravi reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2701", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2702", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2703", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Callum.\n- Amara works for Cedar Retail Group.\n- Callum reports to Dmitri.\n- Amara reports to Lucia.\n- Helios Logistics is headquartered in Leeds.\n- Mateo reports to Amara.\n- Helios Logistics was founded in 2004.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 1996.\n- Lucia works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Stefan reports to Ingrid.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Ingrid works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Dmitri reports to Aisha.\n- Lucia reports to Stefan.\n- Beacon Insurance was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2705", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2706", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2707", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2708", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3743: employee Jonas A., hired 12 August 2021, separated 19 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3743?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2709", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9793: employee Mateo M., hired 26 March 2022, separated 24 February 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9793?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2710", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 7713, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "request_refund", "3": "report_damage", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Jonas.\n- Pablo works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Fernhill Foods is headquartered in Bergen.\n- Callum reports to Aisha.\n- Chiara reports to Emeka.\n- Emeka reports to Callum.\n- Beacon Insurance is headquartered in Malmo.\n- Jonas works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Hana works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Kenji works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Atlas Freight was founded in 1996.\n- Pablo reports to Zoya.\n- Atlas Freight is headquartered in Nagoya.\n- Jonas reports to Hana.\n- Fernhill Foods was founded in 2004.\n- Ironwood Manufacturing was founded in 2009.\n- Aisha reports to Priya.\n- Hana reports to Chiara.\n- Beacon Insurance was founded in 1996.\n- Emeka works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2713", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2714", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2715", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9176: employee Aisha A., hired 23 November 2022, separated 27 May 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-9176 under the controlling rules.", "criteria": {"0": "$22,846", "1": "$99,000", "2": "$22,716", "3": "$23,846"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2716", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 January 2023): For employees hired on or after 03 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6870: employee Lucia M., hired 10 November 2020, separated 17 May 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-6870 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$5,769", "2": "$7,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2717", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to text someone", "3": "asks about weather", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Cedar Retail Group is headquartered in Oslo.\n- Bruno works for Cedar Retail Group.\n- Mateo reports to Hana.\n- Amara reports to Bruno.\n- Callum works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Priya works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Hana reports to Priya.\n- Helios Logistics is headquartered in Austin.\n- Mateo works for Crescent Telecom.\n- Priya reports to Anders.\n- Crescent Telecom was founded in 2003.\n- Amara works for Cedar Retail Group.\n- Chiara reports to Callum.\n- Crescent Telecom is headquartered in Valencia.\n- Cedar Retail Group was founded in 1975.\n- Chiara works for Helios Logistics.\n- Summit Energy was founded in 1994.\n- Callum reports to Mateo.\n- Helios Logistics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2719", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2720", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1245: employee Amara K., hired 19 May 2023, separated 13 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1245?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1980.\n- Deshawn works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Deshawn reports to Sofia.\n- Stefan works for Crescent Telecom.\n- Northwind Systems is headquartered in Lyon.\n- Sofia works for Ironwood Manufacturing.\n- Stefan reports to Emeka.\n- Lucia reports to Stefan.\n- Tessa works for Fernhill Foods.\n- Northwind Systems was founded in 1988.\n- Fernhill Foods is headquartered in Lyon.\n- Crescent Telecom is headquartered in Malmo.\n- Tessa reports to Deshawn.\n- Nadia reports to Lucia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Emeka reports to Jonas.\n- Lucia works for Fernhill Foods.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1993.\n- Jonas works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2002.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2722", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4172: employee Viktor A., hired 30 November 2020, separated 10 November 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-4172 under the controlling rules.", "criteria": {"0": "$8,150", "1": "$10,150", "2": "$43,983", "3": "$10,238"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2723", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2724", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2725", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia reports to Ravi.\n- Chiara reports to Jonas.\n- Wren works for Cobalt Health.\n- Viktor reports to Mara.\n- Cobalt Health is headquartered in Basel.\n- Sofia works for Northwind Systems.\n- Wren reports to Viktor.\n- Northwind Systems is headquartered in Porto.\n- Mara works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Northwind Systems was founded in 2015.\n- Viktor works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Jonas reports to Lucia.\n- Mateo reports to Hana.\n- Hana works for Northwind Systems.\n- Hana reports to Sofia.\n- Meridian Bank is headquartered in Basel.\n- Cobalt Health was founded in 1982.\n- Bruno reports to Chiara.\n- Jonas works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Ravi reports to Mateo.\n- Lucia works for Northwind Systems.\n- Meridian Bank was founded in 1987.\n- Cedar Retail Group was founded in 2002.\n- Lucia reports to Wren.\n- Sofia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ingrid.\n- Omar works for Ironwood Manufacturing.\n- Dmitri works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Nadia reports to Mei.\n- Wren reports to Yuki.\n- Nadia works for Crescent Telecom.\n- Summit Energy was founded in 1983.\n- Omar reports to Mara.\n- Mara works for Fernhill Foods.\n- Mei reports to Jonas.\n- Tessa reports to Stefan.\n- Crescent Telecom is headquartered in Porto.\n- Fernhill Foods was founded in 2008.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Omar.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 1997.\n- Tessa works for Summit Energy.\n- Stefan reports to Dmitri.\n- Yuki works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Ironwood Manufacturing is headquartered in Brno.\n- Dmitri reports to Nadia.\n- Summit Energy is headquartered in Nagoya.\n- Wren works for Summit Energy.\n- Ingrid reports to Tessa.\n- Jonas reports to Wren.\n- Fernhill Foods is headquartered in Nagoya.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Callum.\n- Chiara works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Bruno works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Kenji reports to Nadia.\n- Jonas works for Vantage Air.\n- Meridian Bank is headquartered in Lyon.\n- Callum reports to Sofia.\n- Lucia works for Vantage Air.\n- Northwind Systems was founded in 2007.\n- Viktor reports to Emeka.\n- Cobalt Health is headquartered in Brno.\n- Vantage Air was founded in 2009.\n- Nadia reports to Bruno.\n- Kenji works for Cobalt Health.\n- Sanne works for Meridian Bank.\n- Bruno reports to Wren.\n- Sanne reports to Lucia.\n- Cobalt Health was founded in 1981.\n- Sofia reports to Jonas.\n- Sofia works for Northwind Systems.\n- Wren reports to Chiara.\n- Emeka works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Lucia reports to Viktor.\n- Northwind Systems is headquartered in Lyon.\n- Viktor works for Vantage Air.\n- Jonas reports to Sanne.\n- Nadia works for Vantage Air.\n- Meridian Bank was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2729", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 October 2025): For employees hired on or after 10 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4261: employee Wren R., hired 11 August 2022, separated 03 February 2027 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4261?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Dmitri reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Omar works for Ironwood Manufacturing.\n- Wren reports to Tessa.\n- Ironwood Manufacturing was founded in 2001.\n- Helios Logistics is headquartered in Bergen.\n- Helios Logistics was founded in 1987.\n- Wren works for Ironwood Manufacturing.\n- Omar reports to Amara.\n- Mateo reports to Wren.\n- Lucia reports to Anders.\n- Lucia works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Anders works for Cedar Retail Group.\n- Mara reports to Omar.\n- Amara reports to Mateo.\n- Amara works for Helios Logistics.\n- Cobalt Health was founded in 1993.\n- Tessa reports to Ingrid.\n- Deshawn reports to Mara.\n- Cobalt Health is headquartered in Malmo.\n- Cedar Retail Group was founded in 1990.\n- Ingrid reports to Ravi.\n- Dmitri works for Cedar Retail Group.\n- Anders reports to Deshawn.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Ravi works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2731", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2732", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2322: employee Kenji M., hired 04 July 2021, separated 23 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2322?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2733", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2734", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7711: employee Kenji S., hired 08 July 2023, separated 11 October 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7711?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2735", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Wren.\n- Wren works for Vantage Air.\n- Yuki works for Fernhill Foods.\n- Dmitri works for Summit Energy.\n- Leila works for Summit Energy.\n- Pablo reports to Omar.\n- Summit Energy is headquartered in Adelaide.\n- Zoya reports to Leila.\n- Pablo works for Northwind Systems.\n- Zoya works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Bruno reports to Yuki.\n- Wren reports to Bruno.\n- Northwind Systems was founded in 1989.\n- Fernhill Foods is headquartered in Adelaide.\n- Vantage Air is headquartered in Cork.\n- Bruno works for Northwind Systems.\n- Summit Energy was founded in 1992.\n- Fernhill Foods was founded in 2015.\n- Leila reports to Pablo.\n- Northwind Systems is headquartered in Cork.\n- Dmitri reports to Zoya.\n- Vantage Air was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2737", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 73171 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2738", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Meridian Bank was founded in 1994.\n- Nadia reports to Felix.\n- Ironwood Manufacturing was founded in 1977.\n- Emeka reports to Sanne.\n- Beacon Insurance was founded in 2010.\n- Beacon Insurance is headquartered in Nagoya.\n- Mei works for Summit Energy.\n- Kenji reports to Mara.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Summit Energy was founded in 1980.\n- Felix works for Meridian Bank.\n- Mara reports to Mei.\n- Pablo reports to Elena.\n- Mei reports to Yuki.\n- Elena reports to Ravi.\n- Sanne reports to Pablo.\n- Meridian Bank is headquartered in Tampere.\n- Kenji works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Summit Energy is headquartered in Tampere.\n- Dmitri reports to Emeka.\n- Yuki reports to Nadia.\n- Felix reports to Dmitri.\n- Elena works for Ironwood Manufacturing.\n- Dmitri works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2740", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8830: employee Hana B., hired 23 February 2022, separated 11 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8830?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2741", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 September 2025): For employees hired on or after 22 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8564: employee Elena A., hired 26 August 2024, separated 12 August 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8564?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8564 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2742", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2743", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2744", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "send_message", "2": "play_music", "3": "weather", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2745", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 15081 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "change_address", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2746", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8753: employee Felix M., hired 20 February 2022, separated 06 December 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8753?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2747", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3973: employee Kenji K., hired 04 July 2024, separated 17 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3973?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2748", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2625: employee Leila K., hired 25 December 2022, separated 07 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2625?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Atlas Freight is headquartered in Nagoya.\n- Nadia works for Summit Energy.\n- Bruno reports to Jonas.\n- Summit Energy is headquartered in Basel.\n- Yuki works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1989.\n- Chiara works for Atlas Freight.\n- Hana reports to Nadia.\n- Sofia reports to Dmitri.\n- Summit Energy was founded in 1999.\n- Cedar Retail Group is headquartered in Basel.\n- Chiara reports to Leila.\n- Cobalt Health is headquartered in Bergen.\n- Cedar Retail Group was founded in 1986.\n- Dmitri reports to Chiara.\n- Leila reports to Bruno.\n- Deshawn reports to Yuki.\n- Yuki reports to Sofia.\n- Jonas works for Summit Energy.\n- Viktor reports to Hana.\n- Nadia reports to Deshawn.\n- Dmitri works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Leila works for Cobalt Health.\n- Viktor works for Atlas Freight.\n- Tessa reports to Viktor.\n- Bruno works for Summit Energy.\n- Deshawn works for Atlas Freight.\n- Cobalt Health was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2750", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Hana.\n- Tobias works for Crescent Telecom.\n- Dmitri reports to Amara.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Chiara works for Meridian Bank.\n- Wren reports to Chiara.\n- Crescent Telecom was founded in 2002.\n- Northwind Systems was founded in 2010.\n- Chiara reports to Viktor.\n- Meridian Bank is headquartered in Malmo.\n- Vantage Air is headquartered in Austin.\n- Sanne works for Vantage Air.\n- Wren works for Northwind Systems.\n- Vantage Air was founded in 1980.\n- Tobias reports to Wren.\n- Crescent Telecom is headquartered in Austin.\n- Viktor reports to Sanne.\n- Dmitri works for Vantage Air.\n- Viktor works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Meridian Bank was founded in 1997.\n- Amara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2752", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Ingrid reports to Wren.\n- Mara reports to Felix.\n- Felix reports to Kenji.\n- Ingrid works for Ironwood Manufacturing.\n- Kenji works for Summit Energy.\n- Kenji reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Wren works for Crescent Telecom.\n- Summit Energy is headquartered in Dunedin.\n- Crescent Telecom was founded in 1988.\n- Pinnacle Software is headquartered in Basel.\n- Mara works for Crescent Telecom.\n- Ravi reports to Chiara.\n- Chiara reports to Sofia.\n- Felix works for Summit Energy.\n- Tessa works for Summit Energy.\n- Chiara works for Crescent Telecom.\n- Sofia works for Summit Energy.\n- Tessa reports to Mara.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Pinnacle Software was founded in 1986.\n- Summit Energy was founded in 2003.\n- Wren reports to Sanne.\n- Crescent Telecom is headquartered in Basel.\n- Sofia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2754", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 May 2025): For employees hired on or after 23 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9075: employee Viktor K., hired 09 March 2025, separated 13 June 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9075?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2755", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5325: employee Mateo B., hired 12 April 2023, separated 28 February 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-5325 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$26,000", "2": "$6,000", "3": "$2,025"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2756", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2757", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Ravi reports to Emeka.\n- Crescent Telecom is headquartered in Dunedin.\n- Mei reports to Ravi.\n- Elena works for Cobalt Health.\n- Callum reports to Hana.\n- Callum works for Crescent Telecom.\n- Felix reports to Elena.\n- Elena reports to Mei.\n- Meridian Bank is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Cobalt Health was founded in 1981.\n- Crescent Telecom was founded in 1992.\n- Emeka works for Meridian Bank.\n- Hana works for Beacon Insurance.\n- Emeka reports to Sanne.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Ravi works for Cobalt Health.\n- Felix works for Beacon Insurance.\n- Jonas works for Crescent Telecom.\n- Dmitri reports to Callum.\n- Jonas reports to Felix.\n- Beacon Insurance was founded in 2006.\n- Hana reports to Jonas.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2759", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8263: employee Viktor B., hired 26 January 2022, separated 02 July 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8263?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2008.\n- Pinnacle Software is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pinnacle Software was founded in 2005.\n- Omar works for Lattice Analytics.\n- Amara works for Ironwood Manufacturing.\n- Sanne reports to Omar.\n- Ingrid reports to Amara.\n- Jonas reports to Lucia.\n- Ingrid works for Pinnacle Software.\n- Lattice Analytics was founded in 2006.\n- Leila reports to Sanne.\n- Amara reports to Jonas.\n- Ironwood Manufacturing was founded in 1990.\n- Lucia works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Cork.\n- Emeka reports to Leila.\n- Emeka works for Ironwood Manufacturing.\n- Omar reports to Ingrid.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2761", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2762", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7169: employee Mara A., hired 14 October 2021, separated 11 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7169?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2763", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2764", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2765", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1997.\n- Meridian Bank was founded in 1984.\n- Callum reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Chiara reports to Bruno.\n- Mara works for Meridian Bank.\n- Kenji reports to Callum.\n- Wren reports to Mateo.\n- Mara reports to Wren.\n- Bruno reports to Mara.\n- Callum works for Ironwood Manufacturing.\n- Kenji works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.\n- Zoya reports to Dmitri.\n- Northwind Systems is headquartered in Halifax.\n- Mateo reports to Emeka.\n- Emeka works for Atlas Freight.\n- Emeka reports to Kenji.\n- Dmitri works for Atlas Freight.\n- Northwind Systems was founded in 1990.\n- Chiara works for Ironwood Manufacturing.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2005.\n- Bruno works for Northwind Systems.\n- Wren works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Lyon.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2767", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2004.\n- Bruno works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Fernhill Foods was founded in 1999.\n- Leila reports to Tessa.\n- Hana works for Summit Energy.\n- Fernhill Foods is headquartered in Oslo.\n- Yuki works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Pablo reports to Priya.\n- Cedar Retail Group is headquartered in Oslo.\n- Pablo works for Northwind Systems.\n- Aisha reports to Hana.\n- Priya reports to Aisha.\n- Northwind Systems was founded in 1990.\n- Tessa works for Northwind Systems.\n- Bruno reports to Leila.\n- Summit Energy is headquartered in Oslo.\n- Aisha works for Fernhill Foods.\n- Leila works for Summit Energy.\n- Tessa reports to Pablo.\n- Hana reports to Yuki.\n- Summit Energy was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2769", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6391: employee Nadia S., hired 22 July 2020, separated 06 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6391?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2770", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1621: employee Omar B., hired 13 May 2023, separated 30 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1621?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Kenji.\n- Meridian Bank is headquartered in Tallinn.\n- Atlas Freight is headquartered in Nagoya.\n- Kenji works for Meridian Bank.\n- Bruno reports to Nadia.\n- Wren reports to Sofia.\n- Amara reports to Yuki.\n- Leila reports to Wren.\n- Anders reports to Amara.\n- Summit Energy was founded in 1984.\n- Bruno works for Atlas Freight.\n- Crescent Telecom is headquartered in Nagoya.\n- Amara works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Summit Energy is headquartered in Tallinn.\n- Atlas Freight was founded in 1996.\n- Nadia works for Atlas Freight.\n- Nadia reports to Tobias.\n- Leila works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Yuki reports to Leila.\n- Anders works for Atlas Freight.\n- Meridian Bank was founded in 2010.\n- Emeka works for Crescent Telecom.\n- Sofia reports to Bruno.\n- Crescent Telecom was founded in 1998.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Anders.\n- Sofia works for Meridian Bank.\n- Kenji reports to Emeka.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1999", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2772", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "report_delay", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Crescent Telecom was founded in 2001.\n- Sanne reports to Yuki.\n- Zoya reports to Aisha.\n- Crescent Telecom is headquartered in Leeds.\n- Aisha reports to Amara.\n- Kenji works for Crescent Telecom.\n- Lucia reports to Sanne.\n- Amara reports to Lucia.\n- Viktor works for Beacon Insurance.\n- Fernhill Foods was founded in 1990.\n- Chiara reports to Stefan.\n- Mateo reports to Zoya.\n- Stefan works for Pinnacle Software.\n- Mateo works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2014.\n- Amara works for Crescent Telecom.\n- Beacon Insurance is headquartered in Oslo.\n- Lucia works for Beacon Insurance.\n- Chiara works for Pinnacle Software.\n- Tobias reports to Mateo.\n- Yuki reports to Kenji.\n- Sanne works for Fernhill Foods.\n- Zoya works for Crescent Telecom.\n- Pinnacle Software was founded in 2014.\n- Aisha works for Crescent Telecom.\n- Viktor reports to Tobias.\n- Kenji reports to Chiara.\n- Fernhill Foods is headquartered in Ghent.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Sanne works for Summit Energy.\n- Beacon Insurance was founded in 1977.\n- Beacon Insurance is headquartered in Turku.\n- Summit Energy was founded in 1991.\n- Ingrid reports to Mateo.\n- Mara works for Summit Energy.\n- Dmitri works for Meridian Bank.\n- Mateo works for Northwind Systems.\n- Dmitri reports to Mara.\n- Chiara reports to Sanne.\n- Meridian Bank was founded in 1984.\n- Ingrid works for Northwind Systems.\n- Summit Energy is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Northwind Systems was founded in 2006.\n- Ravi reports to Dmitri.\n- Mara reports to Chiara.\n- Ravi works for Meridian Bank.\n- Mateo reports to Ravi.\n- Yuki reports to Ingrid.\n- Yuki works for Summit Energy.\n- Northwind Systems is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Yuki works for Lattice Analytics.\n- Sofia works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Jonas reports to Stefan.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1992.\n- Stefan reports to Tobias.\n- Stefan works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 1979.\n- Helios Logistics was founded in 2001.\n- Aisha reports to Leila.\n- Jonas works for Lattice Analytics.\n- Felix reports to Aisha.\n- Yuki reports to Felix.\n- Aisha works for Fernhill Foods.\n- Helios Logistics is headquartered in Austin.\n- Ingrid reports to Jonas.\n- Lattice Analytics is headquartered in Austin.\n- Leila reports to Ingrid.\n- Felix works for Ironwood Manufacturing.\n- Sofia reports to Mei.\n- Lattice Analytics was founded in 2008.\n- Tobias reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2776", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2777", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2285: employee Stefan T., hired 20 September 2021, separated 06 March 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2025-2285 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,736", "2": "$8,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2778", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2779", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8745: employee Wren B., hired 02 July 2022, separated 01 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8745?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2780", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2781", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4951: employee Sofia S., hired 23 March 2024, separated 25 July 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-4951 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$7,800", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Omar reports to Tobias.\n- Helios Logistics is headquartered in Ghent.\n- Jonas reports to Tessa.\n- Wren works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Cobalt Health was founded in 1997.\n- Tobias works for Fernhill Foods.\n- Emeka reports to Wren.\n- Atlas Freight was founded in 2007.\n- Atlas Freight is headquartered in Ghent.\n- Chiara works for Cobalt Health.\n- Dmitri reports to Chiara.\n- Helios Logistics was founded in 1988.\n- Mara reports to Zoya.\n- Ravi reports to Omar.\n- Wren reports to Mara.\n- Zoya works for Fernhill Foods.\n- Chiara reports to Jonas.\n- Mara works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Dmitri works for Atlas Freight.\n- Fernhill Foods was founded in 1993.\n- Ravi works for Cobalt Health.\n- Tessa works for Helios Logistics.\n- Tobias reports to Emeka.\n- Omar works for Cobalt Health.\n- Bruno works for Fernhill Foods.\n- Cobalt Health is headquartered in Basel.\n- Jonas works for Fernhill Foods.\n- Zoya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Priya reports to Mara.\n- Mara works for Bluepine Aviation.\n- Jonas reports to Priya.\n- Sofia works for Bluepine Aviation.\n- Cobalt Health was founded in 1990.\n- Beacon Insurance was founded in 1978.\n- Omar reports to Sofia.\n- Beacon Insurance is headquartered in Oslo.\n- Amara reports to Yuki.\n- Mei reports to Amara.\n- Pablo reports to Felix.\n- Felix reports to Mei.\n- Yuki reports to Omar.\n- Priya works for Bluepine Aviation.\n- Cobalt Health is headquartered in Oslo.\n- Pablo works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Oslo.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Jonas.\n- Felix works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Sofia reports to Stefan.\n- Tessa works for Meridian Bank.\n- Jonas works for Cobalt Health.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 1983.\n- Bluepine Aviation was founded in 1984.\n- Stefan reports to Tessa.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2784", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2785", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2786", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2787", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7023: employee Kenji R., hired 27 September 2021, separated 28 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7023?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Atlas Freight.\n- Anders reports to Felix.\n- Atlas Freight was founded in 2013.\n- Mara reports to Amara.\n- Priya works for Crescent Telecom.\n- Northwind Systems was founded in 1982.\n- Crescent Telecom is headquartered in Halifax.\n- Elena reports to Omar.\n- Northwind Systems is headquartered in Halifax.\n- Sanne reports to Priya.\n- Cedar Retail Group is headquartered in Cork.\n- Anders works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Omar reports to Emeka.\n- Emeka reports to Mara.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Mara works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Atlas Freight is headquartered in Tampere.\n- Felix reports to Sanne.\n- Omar works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Priya reports to Elena.\n- Emeka works for Northwind Systems.\n- Amara reports to Wren.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2789", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Fernhill Foods was founded in 1992.\n- Yuki reports to Elena.\n- Aisha reports to Chiara.\n- Crescent Telecom was founded in 1981.\n- Pablo reports to Felix.\n- Pinnacle Software was founded in 1998.\n- Beacon Insurance was founded in 1988.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Mei works for Pinnacle Software.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Lucia.\n- Mei reports to Yuki.\n- Sanne works for Fernhill Foods.\n- Lucia reports to Pablo.\n- Ravi reports to Mei.\n- Sanne reports to Stefan.\n- Beacon Insurance is headquartered in Cork.\n- Dmitri works for Crescent Telecom.\n- Stefan works for Fernhill Foods.\n- Yuki works for Beacon Insurance.\n- Ravi works for Crescent Telecom.\n- Pinnacle Software is headquartered in Brno.\n- Lucia works for Crescent Telecom.\n- Felix works for Beacon Insurance.\n- Felix reports to Ravi.\n- Dmitri reports to Aisha.\n- Elena reports to Sanne.\n- Fernhill Foods is headquartered in Halifax.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Helios Logistics is headquartered in Dunedin.\n- Emeka reports to Callum.\n- Ravi works for Cedar Retail Group.\n- Cobalt Health is headquartered in Lyon.\n- Ravi reports to Yuki.\n- Helios Logistics was founded in 1993.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Lucia works for Fernhill Foods.\n- Yuki reports to Emeka.\n- Emeka works for Helios Logistics.\n- Cedar Retail Group was founded in 2007.\n- Anders works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Austin.\n- Lucia reports to Mei.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena reports to Lucia.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods was founded in 1997.\n- Anders reports to Ravi.\n- Mei reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mateo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy is headquartered in Porto.\n- Hana works for Summit Energy.\n- Cobalt Health was founded in 1975.\n- Meridian Bank was founded in 2009.\n- Meridian Bank is headquartered in Halifax.\n- Amara works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Bluepine Aviation was founded in 1981.\n- Omar reports to Callum.\n- Aisha works for Summit Energy.\n- Leila works for Bluepine Aviation.\n- Mateo reports to Mara.\n- Mara works for Summit Energy.\n- Mara reports to Omar.\n- Callum works for Bluepine Aviation.\n- Summit Energy was founded in 1978.\n- Aisha reports to Amara.\n- Cobalt Health is headquartered in Porto.\n- Omar works for Meridian Bank.\n- Hana reports to Leila.\n- Leila reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2793", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Vantage Air is headquartered in Adelaide.\n- Dmitri reports to Jonas.\n- Summit Energy is headquartered in Adelaide.\n- Helios Logistics is headquartered in Halifax.\n- Jonas reports to Mei.\n- Dmitri works for Vantage Air.\n- Sanne works for Helios Logistics.\n- Beacon Insurance is headquartered in Bergen.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 1984.\n- Mei reports to Stefan.\n- Beacon Insurance was founded in 1977.\n- Elena reports to Lucia.\n- Sanne reports to Elena.\n- Lucia reports to Dmitri.\n- Elena works for Summit Energy.\n- Jonas works for Summit Energy.\n- Tessa works for Helios Logistics.\n- Mei works for Summit Energy.\n- Tessa reports to Sanne.\n- Lucia works for Beacon Insurance.\n- Vantage Air was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2795", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2796", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3734: employee Mateo B., hired 04 October 2020, separated 19 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3734?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2797", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Deshawn works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Lattice Analytics was founded in 1992.\n- Cobalt Health is headquartered in Adelaide.\n- Atlas Freight is headquartered in Oslo.\n- Ingrid reports to Elena.\n- Jonas works for Beacon Insurance.\n- Cobalt Health was founded in 1995.\n- Lucia reports to Ingrid.\n- Emeka works for Lattice Analytics.\n- Ingrid works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 2003.\n- Hana reports to Lucia.\n- Beacon Insurance is headquartered in Valencia.\n- Deshawn reports to Hana.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Elena reports to Kenji.\n- Kenji reports to Jonas.\n- Elena works for Cobalt Health.\n- Hana works for Beacon Insurance.\n- Sofia works for Lattice Analytics.\n- Jonas reports to Priya.\n- Priya reports to Sofia.\n- Sofia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2799", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3731: employee Sanne M., hired 03 March 2022, separated 06 April 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-3731 under the controlling rules.", "criteria": {"0": "$8,846", "1": "$10,731", "2": "$10,846", "3": "$47,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2800", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2801", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2802", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 December 2025): For employees hired on or after 26 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2074: employee Zoya A., hired 17 November 2025, separated 25 January 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2026-2074 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$350", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Kenji reports to Omar.\n- Mara reports to Kenji.\n- Jonas works for Summit Energy.\n- Mateo reports to Ravi.\n- Callum reports to Mara.\n- Omar reports to Mateo.\n- Summit Energy was founded in 1978.\n- Fernhill Foods is headquartered in Porto.\n- Meridian Bank was founded in 1979.\n- Crescent Telecom is headquartered in Porto.\n- Ravi reports to Jonas.\n- Crescent Telecom was founded in 1990.\n- Ingrid reports to Pablo.\n- Omar works for Fernhill Foods.\n- Meridian Bank is headquartered in Porto.\n- Wren works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Callum works for Meridian Bank.\n- Fernhill Foods was founded in 1993.\n- Ravi works for Fernhill Foods.\n- Kenji works for Meridian Bank.\n- Jonas reports to Wren.\n- Mara works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Pablo works for Fernhill Foods.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2804", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5686: employee Callum B., hired 05 April 2023, separated 29 April 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-5686 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$4,284", "2": "$10,385", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Anders reports to Aisha.\n- Aisha reports to Sofia.\n- Amara works for Summit Energy.\n- Mei reports to Anders.\n- Cedar Retail Group is headquartered in Cork.\n- Meridian Bank is headquartered in Tallinn.\n- Hana reports to Emeka.\n- Emeka reports to Mei.\n- Crescent Telecom is headquartered in Malmo.\n- Deshawn reports to Ingrid.\n- Crescent Telecom was founded in 2005.\n- Anders works for Meridian Bank.\n- Amara reports to Kenji.\n- Summit Energy is headquartered in Bergen.\n- Mei works for Meridian Bank.\n- Ingrid works for Crescent Telecom.\n- Kenji reports to Deshawn.\n- Sofia reports to Amara.\n- Hana works for Meridian Bank.\n- Emeka works for Summit Energy.\n- Kenji works for Meridian Bank.\n- Summit Energy was founded in 2005.\n- Sofia works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Meridian Bank was founded in 1991.\n- Cedar Retail Group was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2806", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2274: employee Jonas R., hired 15 January 2022, separated 14 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2274?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Sanne reports to Viktor.\n- Helios Logistics is headquartered in Oslo.\n- Pinnacle Software is headquartered in Turku.\n- Kenji reports to Ravi.\n- Aisha works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Chiara reports to Kenji.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila reports to Hana.\n- Ravi reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Hana reports to Sanne.\n- Bluepine Aviation is headquartered in Turku.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1992.\n- Viktor reports to Felix.\n- Aisha reports to Leila.\n- Viktor works for Cedar Retail Group.\n- Felix reports to Chiara.\n- Kenji works for Pinnacle Software.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Pinnacle Software was founded in 2009.\n- Sanne works for Pinnacle Software.\n- Helios Logistics was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Sofia reports to Aisha.\n- Lattice Analytics was founded in 1995.\n- Anders reports to Mara.\n- Mei works for Fernhill Foods.\n- Anders works for Helios Logistics.\n- Aisha reports to Anders.\n- Fernhill Foods is headquartered in Porto.\n- Mara works for Fernhill Foods.\n- Yuki works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Bruno reports to Omar.\n- Sofia works for Lattice Analytics.\n- Aisha works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Mei reports to Zoya.\n- Zoya works for Helios Logistics.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Omar works for Fernhill Foods.\n- Dmitri works for Ironwood Manufacturing.\n- Yuki reports to Sofia.\n- Omar reports to Mei.\n- Dmitri reports to Bruno.\n- Helios Logistics was founded in 1991.\n- Fernhill Foods was founded in 1996.\n- Mara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2809", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5887: employee Chiara B., hired 04 February 2024, separated 16 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5887?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2810", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6615: employee Amara B., hired 31 December 2020, separated 11 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6615?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Stefan.\n- Amara works for Cobalt Health.\n- Cedar Retail Group is headquartered in Bergen.\n- Aisha works for Fernhill Foods.\n- Amara reports to Aisha.\n- Mara reports to Yuki.\n- Anders reports to Ravi.\n- Anders works for Cobalt Health.\n- Aisha reports to Anders.\n- Bruno reports to Mateo.\n- Bruno works for Cedar Retail Group.\n- Yuki works for Bluepine Aviation.\n- Ravi works for Cedar Retail Group.\n- Cobalt Health was founded in 1985.\n- Cobalt Health is headquartered in Bergen.\n- Cedar Retail Group was founded in 1984.\n- Mara works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Stefan reports to Bruno.\n- Stefan works for Cedar Retail Group.\n- Callum reports to Mara.\n- Fernhill Foods was founded in 1979.\n- Mateo reports to Amara.\n- Bluepine Aviation was founded in 2013.\n- Mateo works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2812", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2595: employee Anders R., hired 04 February 2021, separated 10 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-2595?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2813", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2155: employee Mara K., hired 09 September 2021, separated 23 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2155?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2814", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5318: employee Leila T., hired 20 May 2021, separated 13 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5318?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2815", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2816", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3019: employee Nadia M., hired 17 March 2021, separated 28 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3019?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1978.\n- Mateo reports to Tessa.\n- Dmitri reports to Omar.\n- Mara reports to Nadia.\n- Nadia reports to Mateo.\n- Zoya reports to Chiara.\n- Meridian Bank was founded in 1998.\n- Nadia works for Crescent Telecom.\n- Tessa reports to Callum.\n- Dmitri works for Crescent Telecom.\n- Omar reports to Anders.\n- Anders works for Meridian Bank.\n- Chiara reports to Dmitri.\n- Atlas Freight is headquartered in Bergen.\n- Mara works for Meridian Bank.\n- Anders reports to Mara.\n- Chiara works for Atlas Freight.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Northwind Systems is headquartered in Tallinn.\n- Callum works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2818", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 May 2025): For employees hired on or after 16 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9102: employee Stefan R., hired 09 August 2023, separated 13 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9102?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2819", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8246: employee Jonas B., hired 12 June 2022, separated 20 April 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-8246 under the controlling rules.", "criteria": {"0": "$16,731", "1": "$15,615", "2": "$16,615", "3": "$72,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2820", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-5 (VERSION 3, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 February 2023): For employees hired on or after 01 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1762: employee Emeka T., hired 08 April 2019, separated 04 December 2023 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-1762 under the controlling rules.", "criteria": {"0": "$20,433", "1": "$18,303", "2": "$18,433", "3": "$79,875"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2821", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3514: employee Mei M., hired 11 May 2023, separated 15 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3514?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2822", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3203: employee Emeka M., hired 09 November 2021, separated 05 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3203?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2823", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 October 2025): For employees hired on or after 16 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7031: employee Mei B., hired 09 December 2023, separated 12 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7031?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2824", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2825", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Amara works for Pinnacle Software.\n- Deshawn reports to Amara.\n- Pinnacle Software was founded in 2012.\n- Emeka reports to Dmitri.\n- Yuki reports to Elena.\n- Ironwood Manufacturing was founded in 2010.\n- Pinnacle Software is headquartered in Ghent.\n- Sofia works for Pinnacle Software.\n- Beacon Insurance was founded in 1994.\n- Bluepine Aviation is headquartered in Tampere.\n- Beacon Insurance is headquartered in Tampere.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Deshawn works for Ironwood Manufacturing.\n- Sofia reports to Nadia.\n- Pablo reports to Yuki.\n- Tessa reports to Pablo.\n- Nadia reports to Deshawn.\n- Amara reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Tessa works for Bluepine Aviation.\n- Elena reports to Sofia.\n- Elena works for Bluepine Aviation.\n- Nadia works for Ironwood Manufacturing.\n- Dmitri works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2827", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2828", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5857: employee Tessa B., hired 02 April 2023, separated 18 October 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5857?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2829", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2830", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Stefan.\n- Nadia reports to Dmitri.\n- Mateo works for Pinnacle Software.\n- Pablo works for Fernhill Foods.\n- Ravi works for Pinnacle Software.\n- Fernhill Foods was founded in 1998.\n- Vantage Air is headquartered in Basel.\n- Sofia reports to Ravi.\n- Ironwood Manufacturing was founded in 1996.\n- Dmitri works for Vantage Air.\n- Sofia works for Pinnacle Software.\n- Vantage Air was founded in 1998.\n- Dmitri reports to Mateo.\n- Pinnacle Software is headquartered in Lyon.\n- Ravi reports to Pablo.\n- Pinnacle Software was founded in 2009.\n- Wren reports to Nadia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Stefan reports to Sofia.\n- Nadia works for Pinnacle Software.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2832", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 March 2023): For employees hired on or after 09 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1588: employee Mei R., hired 23 January 2023, separated 09 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1588?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Fernhill Foods was founded in 1992.\n- Anders works for Cobalt Health.\n- Pablo works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Pablo reports to Tessa.\n- Cobalt Health is headquartered in Adelaide.\n- Stefan reports to Priya.\n- Cobalt Health was founded in 1996.\n- Deshawn reports to Jonas.\n- Tobias works for Cobalt Health.\n- Priya reports to Leila.\n- Tessa works for Cobalt Health.\n- Leila reports to Deshawn.\n- Tessa reports to Wren.\n- Priya works for Pinnacle Software.\n- Tobias reports to Stefan.\n- Pinnacle Software is headquartered in Malmo.\n- Wren reports to Anders.\n- Stefan works for Cobalt Health.\n- Jonas reports to Pablo.\n- Leila works for Northwind Systems.\n- Fernhill Foods is headquartered in Malmo.\n- Northwind Systems was founded in 2000.\n- Deshawn works for Fernhill Foods.\n- Pinnacle Software was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2834", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2835", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1673: employee Felix M., hired 30 April 2021, separated 09 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1673?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Emeka works for Cobalt Health.\n- Zoya reports to Nadia.\n- Lucia works for Ironwood Manufacturing.\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Cobalt Health is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 2001.\n- Nadia works for Cobalt Health.\n- Mateo works for Atlas Freight.\n- Mateo reports to Priya.\n- Atlas Freight is headquartered in Bergen.\n- Fernhill Foods was founded in 2004.\n- Atlas Freight was founded in 1989.\n- Zoya works for Cobalt Health.\n- Pablo works for Atlas Freight.\n- Hana reports to Zoya.\n- Lucia reports to Mateo.\n- Pablo reports to Emeka.\n- Nadia reports to Pablo.\n- Hana works for Atlas Freight.\n- Priya reports to Hana.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2837", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2838", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2839", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8642: employee Amara T., hired 02 May 2024, separated 05 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8642?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2840", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Viktor.\n- Elena works for Bluepine Aviation.\n- Fernhill Foods was founded in 1979.\n- Pablo works for Lattice Analytics.\n- Amara works for Bluepine Aviation.\n- Lucia reports to Amara.\n- Lattice Analytics is headquartered in Porto.\n- Amara reports to Yuki.\n- Viktor reports to Hana.\n- Lattice Analytics was founded in 1985.\n- Northwind Systems is headquartered in Porto.\n- Hana works for Bluepine Aviation.\n- Yuki reports to Tessa.\n- Bluepine Aviation was founded in 1977.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila works for Northwind Systems.\n- Yuki works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Leila reports to Elena.\n- Pablo reports to Lucia.\n- Lucia works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Hana reports to Pablo.\n- Wren reports to Leila.\n- Viktor works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Porto.\n- Northwind Systems was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2842", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9650: employee Callum M., hired 25 January 2024, separated 23 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9650?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2843", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9293: employee Kenji T., hired 06 March 2022, separated 09 March 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-9293 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$2,596", "2": "$10,385", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2844", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4433: employee Aisha S., hired 16 June 2023, separated 10 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4433?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2845", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2846", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2847", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Sofia.\n- Wren works for Northwind Systems.\n- Atlas Freight was founded in 1975.\n- Vantage Air was founded in 1977.\n- Atlas Freight is headquartered in Adelaide.\n- Felix reports to Omar.\n- Meridian Bank was founded in 1981.\n- Mateo reports to Dmitri.\n- Nadia reports to Mateo.\n- Priya works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Meridian Bank is headquartered in Brno.\n- Zoya reports to Felix.\n- Vantage Air is headquartered in Oslo.\n- Zoya works for Atlas Freight.\n- Sofia reports to Mara.\n- Dmitri works for Vantage Air.\n- Nadia works for Northwind Systems.\n- Omar reports to Mei.\n- Priya reports to Nadia.\n- Mei works for Meridian Bank.\n- Wren reports to Priya.\n- Mateo works for Atlas Freight.\n- Mara reports to Wren.\n- Sofia works for Vantage Air.\n- Elena works for Atlas Freight.\n- Mara works for Meridian Bank.\n- Dmitri reports to Elena.\n- Northwind Systems is headquartered in Brno.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1970", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Omar.\n- Bluepine Aviation was founded in 2011.\n- Cobalt Health is headquartered in Tallinn.\n- Omar works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Adelaide.\n- Nadia reports to Mateo.\n- Cobalt Health was founded in 2006.\n- Hana reports to Aisha.\n- Aisha works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1996.\n- Anders works for Meridian Bank.\n- Anders reports to Hana.\n- Tobias reports to Sanne.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Sanne reports to Nadia.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group is headquartered in Brno.\n- Omar reports to Anders.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2009", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Summit Energy is headquartered in Tampere.\n- Helios Logistics is headquartered in Malmo.\n- Omar reports to Sofia.\n- Pinnacle Software was founded in 2009.\n- Emeka reports to Tobias.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Omar.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Helios Logistics was founded in 1986.\n- Bruno works for Helios Logistics.\n- Pinnacle Software is headquartered in Oslo.\n- Sofia works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Omar works for Helios Logistics.\n- Anders works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Sofia reports to Anders.\n- Bruno reports to Mateo.\n- Fernhill Foods was founded in 2012.\n- Felix reports to Bruno.\n- Anders reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2851", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2953: employee Omar S., hired 02 March 2024, separated 25 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2953?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2852", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2853", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Dmitri.\n- Sanne reports to Chiara.\n- Zoya reports to Sanne.\n- Elena works for Northwind Systems.\n- Chiara works for Lattice Analytics.\n- Cobalt Health was founded in 1984.\n- Dmitri works for Summit Energy.\n- Amara reports to Zoya.\n- Chiara reports to Leila.\n- Tessa reports to Callum.\n- Lattice Analytics was founded in 2011.\n- Northwind Systems is headquartered in Valencia.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Amara works for Cobalt Health.\n- Dmitri reports to Tessa.\n- Tessa works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Summit Energy was founded in 1989.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Elena reports to Amara.\n- Callum works for Summit Energy.\n- Northwind Systems was founded in 2004.\n- Sanne works for Northwind Systems.\n- Leila reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2855", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9380: employee Zoya A., hired 15 September 2021, separated 02 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-9380 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$4,375", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9380 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Bruno.\n- Priya works for Atlas Freight.\n- Aisha reports to Sofia.\n- Jonas works for Cedar Retail Group.\n- Helios Logistics was founded in 1990.\n- Mei works for Ironwood Manufacturing.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Chiara works for Cedar Retail Group.\n- Aisha works for Helios Logistics.\n- Bruno reports to Jonas.\n- Zoya reports to Aisha.\n- Atlas Freight was founded in 2012.\n- Chiara reports to Zoya.\n- Sofia reports to Priya.\n- Bruno works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Anders reports to Chiara.\n- Cedar Retail Group is headquartered in Halifax.\n- Jonas reports to Mei.\n- Atlas Freight is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2000.\n- Helios Logistics is headquartered in Halifax.\n- Mei reports to Anders.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2014.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2857", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2858", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2859", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2860", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8037: employee Tessa K., hired 21 March 2020, separated 01 October 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-8037 under the controlling rules.", "criteria": {"0": "$15,192", "1": "$15,577", "2": "$15,692", "3": "$68,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Summit Energy was founded in 1995.\n- Lattice Analytics is headquartered in Valencia.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Ingrid works for Cobalt Health.\n- Priya works for Lattice Analytics.\n- Wren works for Bluepine Aviation.\n- Wren reports to Ingrid.\n- Emeka works for Summit Energy.\n- Emeka reports to Priya.\n- Jonas reports to Emeka.\n- Elena reports to Jonas.\n- Mateo reports to Wren.\n- Jonas works for Lattice Analytics.\n- Bluepine Aviation was founded in 1990.\n- Ingrid reports to Elena.\n- Priya reports to Stefan.\n- Summit Energy is headquartered in Turku.\n- Lattice Analytics was founded in 1979.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 1977.\n- Stefan works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2007.\n- Bluepine Aviation was founded in 1986.\n- Sofia reports to Omar.\n- Cedar Retail Group was founded in 1995.\n- Dmitri reports to Tobias.\n- Sofia works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Oslo.\n- Callum reports to Leila.\n- Chiara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1976.\n- Pinnacle Software is headquartered in Brno.\n- Lucia works for Vantage Air.\n- Chiara reports to Lucia.\n- Leila reports to Sofia.\n- Callum works for Vantage Air.\n- Dmitri works for Cedar Retail Group.\n- Tobias reports to Callum.\n- Vantage Air is headquartered in Oslo.\n- Leila works for Bluepine Aviation.\n- Lucia reports to Dmitri.\n- Tobias works for Vantage Air.\n- Cedar Retail Group is headquartered in Oslo.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2002", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2863", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9562: employee Deshawn S., hired 28 April 2023, separated 28 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-9562 under the controlling rules.", "criteria": {"0": "$7,875", "1": "$7,800", "2": "$33,800", "3": "$8,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.\n- Summit Energy is headquartered in Adelaide.\n- Mara reports to Leila.\n- Sofia works for Helios Logistics.\n- Felix reports to Mara.\n- Ravi reports to Stefan.\n- Lattice Analytics was founded in 1986.\n- Felix works for Crescent Telecom.\n- Sanne reports to Felix.\n- Ravi works for Summit Energy.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Stefan reports to Sanne.\n- Leila reports to Tessa.\n- Tessa reports to Sofia.\n- Summit Energy was founded in 2004.\n- Crescent Telecom was founded in 1992.\n- Helios Logistics was founded in 1993.\n- Sanne works for Crescent Telecom.\n- Helios Logistics is headquartered in Adelaide.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2865", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 August 2025): For employees hired on or after 10 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5534: employee Kenji M., hired 07 May 2022, separated 12 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5534?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Deshawn.\n- Ironwood Manufacturing was founded in 2012.\n- Tessa works for Atlas Freight.\n- Vantage Air was founded in 2011.\n- Lucia reports to Jonas.\n- Aisha works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn reports to Aisha.\n- Deshawn works for Ironwood Manufacturing.\n- Elena works for Helios Logistics.\n- Atlas Freight is headquartered in Brno.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Tessa reports to Zoya.\n- Helios Logistics is headquartered in Valencia.\n- Sofia reports to Kenji.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas works for Atlas Freight.\n- Aisha reports to Tessa.\n- Jonas reports to Priya.\n- Zoya reports to Sofia.\n- Zoya works for Helios Logistics.\n- Atlas Freight was founded in 2000.\n- Kenji reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2867", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Fernhill Foods was founded in 1985.\n- Amara works for Fernhill Foods.\n- Pablo reports to Chiara.\n- Chiara reports to Deshawn.\n- Dmitri works for Lattice Analytics.\n- Ingrid reports to Amara.\n- Lattice Analytics is headquartered in Austin.\n- Mateo works for Lattice Analytics.\n- Dmitri reports to Sanne.\n- Hana works for Lattice Analytics.\n- Sanne works for Ironwood Manufacturing.\n- Deshawn reports to Hana.\n- Mateo reports to Ingrid.\n- Hana reports to Mei.\n- Lattice Analytics was founded in 2001.\n- Sanne reports to Pablo.\n- Ironwood Manufacturing was founded in 1982.\n- Mei works for Pinnacle Software.\n- Amara reports to Dmitri.\n- Pablo works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Fernhill Foods is headquartered in Lyon.\n- Ingrid works for Lattice Analytics.\n- Deshawn works for Fernhill Foods.\n- Pinnacle Software was founded in 1981.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2869", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6773: employee Callum S., hired 05 February 2021, separated 23 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6773?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2870", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2871", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6772: employee Sofia S., hired 15 March 2023, separated 23 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6772?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2872", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2873", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2874", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2875", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Mara reports to Mateo.\n- Sofia reports to Omar.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sofia works for Fernhill Foods.\n- Beacon Insurance was founded in 1998.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Sofia.\n- Kenji reports to Jonas.\n- Mara works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Jonas reports to Mara.\n- Mateo reports to Ingrid.\n- Fernhill Foods is headquartered in Ghent.\n- Vantage Air was founded in 2006.\n- Vantage Air is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1997.\n- Kenji works for Bluepine Aviation.\n- Stefan reports to Kenji.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2877", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2560: employee Emeka T., hired 30 August 2021, separated 14 July 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2560?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2878", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2879", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6096: employee Emeka M., hired 17 October 2024, separated 18 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6096?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2880", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2881", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2882", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Helios Logistics was founded in 1989.\n- Elena works for Helios Logistics.\n- Ravi reports to Hana.\n- Dmitri works for Bluepine Aviation.\n- Ravi works for Meridian Bank.\n- Dmitri reports to Tobias.\n- Ironwood Manufacturing was founded in 2013.\n- Priya reports to Ravi.\n- Aisha works for Meridian Bank.\n- Helios Logistics is headquartered in Bergen.\n- Priya works for Helios Logistics.\n- Tobias reports to Priya.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Meridian Bank is headquartered in Bergen.\n- Hana reports to Nadia.\n- Meridian Bank was founded in 1997.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.\n- Nadia works for Bluepine Aviation.\n- Omar works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Mara works for Bluepine Aviation.\n- Kenji reports to Emeka.\n- Omar reports to Mara.\n- Aisha reports to Kenji.\n- Nadia reports to Aisha.\n- Emeka reports to Omar.\n- Elena reports to Dmitri.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Adelaide.\n- Sanne works for Beacon Insurance.\n- Yuki reports to Priya.\n- Jonas works for Summit Energy.\n- Cobalt Health was founded in 1983.\n- Beacon Insurance is headquartered in Lyon.\n- Mara reports to Nadia.\n- Yuki works for Fernhill Foods.\n- Chiara works for Beacon Insurance.\n- Priya reports to Sanne.\n- Fernhill Foods is headquartered in Adelaide.\n- Beacon Insurance was founded in 2012.\n- Pablo reports to Mara.\n- Priya works for Cobalt Health.\n- Nadia works for Summit Energy.\n- Chiara reports to Yuki.\n- Pablo works for Beacon Insurance.\n- Nadia reports to Jonas.\n- Summit Energy was founded in 2014.\n- Fernhill Foods was founded in 1995.\n- Cobalt Health is headquartered in Adelaide.\n- Sanne reports to Pablo.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2885", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5647: employee Kenji R., hired 27 June 2023, separated 22 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5647?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2886", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Callum reports to Tessa.\n- Dmitri reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Ravi reports to Elena.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Cork.\n- Elena reports to Callum.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Pinnacle Software was founded in 1995.\n- Amara reports to Kenji.\n- Elena works for Lattice Analytics.\n- Tessa reports to Dmitri.\n- Pinnacle Software is headquartered in Tampere.\n- Lattice Analytics was founded in 2001.\n- Dmitri works for Lattice Analytics.\n- Mara reports to Ravi.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2004.\n- Mara works for Pinnacle Software.\n- Tessa works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1999", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Lucia.\n- Yuki reports to Ravi.\n- Yuki works for Beacon Insurance.\n- Amara reports to Sofia.\n- Atlas Freight is headquartered in Bergen.\n- Beacon Insurance is headquartered in Leeds.\n- Hana reports to Ingrid.\n- Lattice Analytics was founded in 1996.\n- Hana works for Atlas Freight.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Ravi works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Ingrid works for Beacon Insurance.\n- Atlas Freight was founded in 1987.\n- Helios Logistics was founded in 2003.\n- Lucia reports to Yuki.\n- Ingrid reports to Amara.\n- Ravi reports to Hana.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Emeka works for Vantage Air.\n- Tobias reports to Dmitri.\n- Leila reports to Amara.\n- Felix reports to Tobias.\n- Bluepine Aviation was founded in 2012.\n- Fernhill Foods was founded in 1989.\n- Chiara works for Vantage Air.\n- Sanne reports to Felix.\n- Felix works for Fernhill Foods.\n- Amara reports to Emeka.\n- Sanne works for Fernhill Foods.\n- Vantage Air was founded in 2013.\n- Dmitri reports to Leila.\n- Amara works for Bluepine Aviation.\n- Tobias works for Vantage Air.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara reports to Sanne.\n- Northwind Systems was founded in 1999.\n- Northwind Systems is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Leeds.\n- Leila works for Fernhill Foods.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2890", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3158: employee Mara M., hired 16 August 2021, separated 22 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-3158?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2891", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9452: employee Zoya T., hired 14 October 2022, separated 27 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9452?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2892", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ravi.\n- Pablo works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Tobias works for Ironwood Manufacturing.\n- Lucia reports to Hana.\n- Pablo reports to Anders.\n- Chiara reports to Nadia.\n- Ironwood Manufacturing was founded in 1985.\n- Lucia works for Cobalt Health.\n- Nadia works for Ironwood Manufacturing.\n- Stefan works for Cedar Retail Group.\n- Elena works for Ironwood Manufacturing.\n- Stefan reports to Chiara.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cobalt Health is headquartered in Valencia.\n- Anders works for Cedar Retail Group.\n- Helios Logistics is headquartered in Oslo.\n- Hana reports to Tobias.\n- Jonas reports to Stefan.\n- Cedar Retail Group is headquartered in Lyon.\n- Chiara works for Helios Logistics.\n- Tobias reports to Jonas.\n- Jonas works for Cedar Retail Group.\n- Ravi reports to Wren.\n- Hana works for Helios Logistics.\n- Cedar Retail Group was founded in 1975.\n- Ravi works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Nadia reports to Pablo.\n- Anders reports to Elena.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2894", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 24801 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Austin.\n- Nadia reports to Bruno.\n- Aisha works for Beacon Insurance.\n- Viktor reports to Stefan.\n- Cedar Retail Group is headquartered in Valencia.\n- Tessa reports to Felix.\n- Callum works for Cedar Retail Group.\n- Beacon Insurance was founded in 1998.\n- Lucia works for Beacon Insurance.\n- Chiara reports to Elena.\n- Northwind Systems was founded in 2004.\n- Nadia works for Northwind Systems.\n- Lucia reports to Tessa.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Hana.\n- Elena works for Cedar Retail Group.\n- Callum reports to Chiara.\n- Viktor works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Northwind Systems is headquartered in Austin.\n- Cedar Retail Group was founded in 2000.\n- Pinnacle Software is headquartered in Porto.\n- Elena reports to Viktor.\n- Tessa works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Aisha reports to Lucia.\n- Felix reports to Callum.\n- Hana reports to Aisha.\n- Pinnacle Software was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Atlas Freight is headquartered in Halifax.\n- Jonas works for Meridian Bank.\n- Mateo works for Atlas Freight.\n- Beacon Insurance is headquartered in Adelaide.\n- Atlas Freight was founded in 2013.\n- Kenji reports to Dmitri.\n- Sanne works for Cobalt Health.\n- Beacon Insurance was founded in 1976.\n- Sanne reports to Mara.\n- Meridian Bank was founded in 1991.\n- Cobalt Health was founded in 2007.\n- Meridian Bank is headquartered in Cork.\n- Jonas reports to Mateo.\n- Viktor works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Mei works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Mara reports to Kenji.\n- Viktor reports to Nadia.\n- Stefan reports to Aisha.\n- Amara reports to Mei.\n- Nadia reports to Amara.\n- Dmitri reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Nadia works for Beacon Insurance.\n- Stefan works for Atlas Freight.\n- Mateo reports to Viktor.\n- Aisha works for Meridian Bank.\n- Mei reports to Stefan.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2897", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9626: employee Zoya M., hired 09 June 2024, separated 04 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9626?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2898", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2899", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3475: employee Mei M., hired 06 January 2023, separated 17 December 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-3475 under the controlling rules.", "criteria": {"0": "$10,000", "1": "$8,000", "2": "$34,667", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2900", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8010: employee Hana M., hired 18 June 2023, separated 14 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8010?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2901", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8635: employee Sofia A., hired 01 May 2023, separated 30 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8635?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2902", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5676: employee Yuki M., hired 08 January 2022, separated 07 May 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-5676 under the controlling rules.", "criteria": {"0": "$14,058", "1": "$15,058", "2": "$65,250", "3": "$14,928"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2903", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9419: employee Dmitri S., hired 23 May 2023, separated 04 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9419?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2904", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2905", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2906", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1366: employee Omar A., hired 20 February 2020, separated 24 December 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1366?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2907", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2908", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2909", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2910", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8744: employee Aisha M., hired 04 June 2023, separated 27 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8744?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Austin.\n- Stefan reports to Chiara.\n- Omar works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Stefan works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2005.\n- Tobias reports to Aisha.\n- Tobias works for Cedar Retail Group.\n- Omar reports to Elena.\n- Elena works for Northwind Systems.\n- Deshawn works for Cobalt Health.\n- Northwind Systems was founded in 1996.\n- Pablo reports to Stefan.\n- Chiara reports to Omar.\n- Pablo works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2005.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 2007.\n- Chiara works for Cedar Retail Group.\n- Deshawn reports to Tobias.\n- Aisha reports to Pablo.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2912", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7125: employee Viktor T., hired 04 April 2021, separated 31 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7125?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2913", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8213: employee Chiara K., hired 12 January 2022, separated 27 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8213?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Helios Logistics is headquartered in Oslo.\n- Yuki reports to Viktor.\n- Bluepine Aviation was founded in 2000.\n- Viktor reports to Ingrid.\n- Cobalt Health is headquartered in Brno.\n- Callum works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Oslo.\n- Ingrid works for Fernhill Foods.\n- Dmitri reports to Nadia.\n- Ingrid reports to Dmitri.\n- Wren works for Bluepine Aviation.\n- Dmitri works for Fernhill Foods.\n- Nadia reports to Callum.\n- Bluepine Aviation is headquartered in Oslo.\n- Yuki works for Bluepine Aviation.\n- Cobalt Health was founded in 2002.\n- Callum reports to Elena.\n- Fernhill Foods was founded in 1976.\n- Nadia works for Fernhill Foods.\n- Helios Logistics was founded in 2011.\n- Wren reports to Yuki.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2915", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2916", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6742: employee Deshawn A., hired 18 March 2021, separated 12 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-6742 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,000", "2": "$3,400", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2917", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2918", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2919", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 June 2025): For employees hired on or after 18 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7284: employee Elena A., hired 30 December 2021, separated 18 February 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-7284 under the controlling rules.", "criteria": {"0": "$55,250", "1": "$12,750", "2": "$12,812", "3": "$13,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2920", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6351: employee Felix T., hired 09 June 2022, separated 06 December 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-6351 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$5,769", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-2921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Callum.\n- Crescent Telecom was founded in 1975.\n- Stefan reports to Priya.\n- Summit Energy was founded in 1992.\n- Meridian Bank was founded in 2007.\n- Summit Energy is headquartered in Dunedin.\n- Lucia reports to Elena.\n- Priya reports to Nadia.\n- Viktor reports to Mei.\n- Mei works for Crescent Telecom.\n- Viktor works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Priya works for Summit Energy.\n- Beacon Insurance was founded in 1990.\n- Meridian Bank is headquartered in Dunedin.\n- Elena works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Crescent Telecom is headquartered in Adelaide.\n- Lucia works for Beacon Insurance.\n- Stefan works for Summit Energy.\n- Callum reports to Viktor.\n- Callum works for Meridian Bank.\n- Elena reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1978.\n- Cedar Retail Group was founded in 2000.\n- Deshawn reports to Felix.\n- Ravi reports to Priya.\n- Omar works for Cedar Retail Group.\n- Mateo works for Helios Logistics.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics is headquartered in Cork.\n- Yuki reports to Mateo.\n- Ravi works for Cedar Retail Group.\n- Helios Logistics was founded in 1992.\n- Omar reports to Ravi.\n- Pinnacle Software was founded in 1999.\n- Nadia reports to Kenji.\n- Nadia works for Fernhill Foods.\n- Mateo reports to Nadia.\n- Deshawn works for Cedar Retail Group.\n- Yuki works for Pinnacle Software.\n- Priya works for Helios Logistics.\n- Felix reports to Omar.\n- Pinnacle Software is headquartered in Lyon.\n- Kenji reports to Deshawn.\n- Priya reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Halifax.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2923", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2924", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9265: employee Zoya K., hired 12 May 2021, separated 14 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9265?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2925", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1021: employee Priya R., hired 24 February 2022, separated 02 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2026-1021 under the controlling rules.", "criteria": {"0": "$4,312", "1": "$3,750", "2": "$18,417", "3": "$4,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2926", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 94375 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "report_damage", "2": "request_refund", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2927", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2529: employee Sofia S., hired 27 June 2022, separated 02 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2529?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2928", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2929", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2930", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 90333 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2931", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2932", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3718: employee Deshawn S., hired 25 July 2021, separated 01 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3718?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2933", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 12746 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2934", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Amara reports to Mateo.\n- Felix works for Fernhill Foods.\n- Wren reports to Chiara.\n- Sofia reports to Amara.\n- Vantage Air is headquartered in Bergen.\n- Beacon Insurance was founded in 1988.\n- Felix reports to Sofia.\n- Mateo works for Fernhill Foods.\n- Crescent Telecom was founded in 2013.\n- Chiara works for Beacon Insurance.\n- Sanne reports to Callum.\n- Vantage Air was founded in 2014.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Chiara reports to Pablo.\n- Callum reports to Leila.\n- Leila reports to Felix.\n- Fernhill Foods is headquartered in Tampere.\n- Sanne works for Beacon Insurance.\n- Fernhill Foods was founded in 2012.\n- Sofia works for Vantage Air.\n- Leila works for Crescent Telecom.\n- Pablo works for Fernhill Foods.\n- Beacon Insurance is headquartered in Brno.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ingrid.\n- Hana works for Meridian Bank.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji works for Lattice Analytics.\n- Mei works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.\n- Wren works for Meridian Bank.\n- Elena reports to Kenji.\n- Meridian Bank is headquartered in Lyon.\n- Fernhill Foods is headquartered in Tampere.\n- Elena works for Meridian Bank.\n- Pinnacle Software was founded in 2002.\n- Mei reports to Stefan.\n- Zoya reports to Aisha.\n- Stefan works for Meridian Bank.\n- Aisha reports to Hana.\n- Ingrid works for Meridian Bank.\n- Hana reports to Elena.\n- Aisha works for Lattice Analytics.\n- Fernhill Foods was founded in 1995.\n- Meridian Bank was founded in 2010.\n- Lattice Analytics was founded in 2012.\n- Zoya works for Lattice Analytics.\n- Anders reports to Wren.\n- Ingrid reports to Mei.\n- Kenji reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2008", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sofia.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi reports to Emeka.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Tessa works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Bruno reports to Callum.\n- Vantage Air is headquartered in Valencia.\n- Mara works for Helios Logistics.\n- Mei reports to Tobias.\n- Vantage Air was founded in 1996.\n- Emeka works for Beacon Insurance.\n- Tobias reports to Mara.\n- Mara reports to Anders.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Kenji reports to Ravi.\n- Ironwood Manufacturing was founded in 1993.\n- Beacon Insurance was founded in 1990.\n- Anders reports to Mateo.\n- Emeka reports to Mei.\n- Helios Logistics is headquartered in Malmo.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2005.\n- Callum works for Helios Logistics.\n- Mateo works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Callum reports to Tessa.\n- Anders works for Ironwood Manufacturing.\n- Mateo reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2938", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Felix reports to Yuki.\n- Pinnacle Software is headquartered in Ghent.\n- Summit Energy was founded in 1985.\n- Viktor reports to Sofia.\n- Omar reports to Viktor.\n- Sofia reports to Felix.\n- Bruno works for Summit Energy.\n- Viktor works for Pinnacle Software.\n- Bluepine Aviation was founded in 1978.\n- Wren works for Crescent Telecom.\n- Bruno reports to Omar.\n- Yuki works for Summit Energy.\n- Felix works for Bluepine Aviation.\n- Pinnacle Software was founded in 1984.\n- Crescent Telecom was founded in 1979.\n- Wren reports to Priya.\n- Omar works for Bluepine Aviation.\n- Yuki reports to Wren.\n- Crescent Telecom is headquartered in Halifax.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2940", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2010.\n- Bluepine Aviation was founded in 2014.\n- Felix reports to Zoya.\n- Ravi works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Tobias reports to Hana.\n- Hana reports to Felix.\n- Zoya works for Ironwood Manufacturing.\n- Felix works for Bluepine Aviation.\n- Atlas Freight was founded in 2005.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Wren reports to Yuki.\n- Tobias works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Ravi reports to Wren.\n- Omar reports to Tobias.\n- Yuki works for Atlas Freight.\n- Hana works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2011.\n- Atlas Freight is headquartered in Lyon.\n- Zoya reports to Ravi.\n- Bluepine Aviation is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Helios Logistics was founded in 1999.\n- Fernhill Foods is headquartered in Malmo.\n- Omar reports to Chiara.\n- Sofia works for Bluepine Aviation.\n- Beacon Insurance was founded in 2008.\n- Anders reports to Nadia.\n- Hana works for Helios Logistics.\n- Yuki works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Chiara reports to Yuki.\n- Chiara works for Fernhill Foods.\n- Yuki reports to Sofia.\n- Beacon Insurance is headquartered in Bergen.\n- Elena reports to Mateo.\n- Nadia reports to Elena.\n- Hana reports to Callum.\n- Helios Logistics is headquartered in Bergen.\n- Sofia reports to Hana.\n- Nadia works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Fernhill Foods was founded in 2009.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Basel.\n- Mateo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2943", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2944", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2945", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2946", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5876: employee Lucia A., hired 03 September 2023, separated 15 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-5876 under the controlling rules.", "criteria": {"0": "$3,125", "1": "$4,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2947", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 10251, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2948", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2949", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5828: employee Pablo S., hired 25 March 2023, separated 25 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5828?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5828 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2950", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 64704, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "change_address", "4": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Emeka reports to Callum.\n- Jonas reports to Pablo.\n- Wren reports to Lucia.\n- Callum reports to Leila.\n- Wren works for Cobalt Health.\n- Leila reports to Jonas.\n- Helios Logistics is headquartered in Brno.\n- Cobalt Health was founded in 1986.\n- Beacon Insurance is headquartered in Austin.\n- Lucia reports to Anders.\n- Anders works for Beacon Insurance.\n- Hana reports to Wren.\n- Leila works for Helios Logistics.\n- Pablo works for Beacon Insurance.\n- Lucia works for Summit Energy.\n- Deshawn reports to Emeka.\n- Cobalt Health is headquartered in Halifax.\n- Summit Energy is headquartered in Malmo.\n- Jonas works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Emeka works for Helios Logistics.\n- Hana works for Beacon Insurance.\n- Helios Logistics was founded in 1986.\n- Summit Energy was founded in 2009.\n- Pablo reports to Hana.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2952", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5002: employee Nadia R., hired 15 November 2020, separated 13 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5002?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2953", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 September 2025): For employees hired on or after 27 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2898: employee Sanne S., hired 31 August 2024, separated 26 August 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2898?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2954", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7651: employee Tessa B., hired 19 January 2022, separated 02 March 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7651?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2955", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2956", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 August 2023): For employees hired on or after 01 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8286: employee Callum S., hired 18 July 2022, separated 05 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-8286 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,000", "2": "$4,000", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2957", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2958", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2959", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3945: employee Lucia M., hired 08 March 2023, separated 19 February 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3945?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2960", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2002.\n- Crescent Telecom was founded in 2003.\n- Priya works for Crescent Telecom.\n- Tobias works for Fernhill Foods.\n- Hana works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods was founded in 1980.\n- Ingrid works for Bluepine Aviation.\n- Sofia reports to Omar.\n- Priya reports to Pablo.\n- Pablo reports to Tobias.\n- Anders reports to Ingrid.\n- Hana reports to Priya.\n- Omar works for Fernhill Foods.\n- Pablo works for Bluepine Aviation.\n- Tessa reports to Mateo.\n- Tobias reports to Tessa.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Porto.\n- Meridian Bank is headquartered in Malmo.\n- Fernhill Foods is headquartered in Brno.\n- Tessa works for Fernhill Foods.\n- Mateo reports to Anders.\n- Anders works for Fernhill Foods.\n- Crescent Telecom is headquartered in Porto.\n- Omar reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Jonas works for Beacon Insurance.\n- Omar works for Helios Logistics.\n- Deshawn works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Dmitri reports to Bruno.\n- Bruno works for Helios Logistics.\n- Viktor reports to Callum.\n- Deshawn reports to Dmitri.\n- Helios Logistics was founded in 1992.\n- Bluepine Aviation is headquartered in Brno.\n- Beacon Insurance was founded in 1988.\n- Dmitri works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Omar reports to Lucia.\n- Pablo reports to Omar.\n- Pablo works for Bluepine Aviation.\n- Bruno reports to Pablo.\n- Ironwood Manufacturing was founded in 2014.\n- Callum works for Ironwood Manufacturing.\n- Aisha works for Helios Logistics.\n- Jonas reports to Deshawn.\n- Stefan reports to Viktor.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bluepine Aviation was founded in 1989.\n- Callum reports to Aisha.\n- Stefan works for Helios Logistics.\n- Lucia reports to Hana.\n- Aisha reports to Jonas.\n- Lucia works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-2963", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2964", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8284: employee Amara M., hired 28 September 2020, separated 11 November 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-8284 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,650", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2965", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7771: employee Yuki R., hired 03 June 2022, separated 16 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7771?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2966", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Meridian Bank is headquartered in Valencia.\n- Bruno reports to Pablo.\n- Pablo reports to Ingrid.\n- Ingrid works for Summit Energy.\n- Zoya reports to Lucia.\n- Lucia works for Meridian Bank.\n- Zoya works for Beacon Insurance.\n- Fernhill Foods was founded in 1986.\n- Summit Energy is headquartered in Dunedin.\n- Tobias reports to Priya.\n- Meridian Bank was founded in 2006.\n- Tobias works for Summit Energy.\n- Bruno works for Summit Energy.\n- Viktor works for Meridian Bank.\n- Pablo works for Beacon Insurance.\n- Mateo works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Beacon Insurance is headquartered in Valencia.\n- Leila reports to Zoya.\n- Viktor reports to Tobias.\n- Summit Energy was founded in 1984.\n- Priya reports to Mateo.\n- Lucia reports to Bruno.\n- Ingrid reports to Viktor.\n- Leila works for Summit Energy.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-2968", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2969", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2970", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1575: employee Priya T., hired 08 October 2023, separated 22 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-1575 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$8,731", "3": "$3,462"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Viktor.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2010.\n- Kenji works for Beacon Insurance.\n- Northwind Systems was founded in 2003.\n- Lucia works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Beacon Insurance was founded in 2004.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne reports to Emeka.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka reports to Dmitri.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Kenji reports to Chiara.\n- Lucia reports to Sofia.\n- Dmitri works for Beacon Insurance.\n- Sofia reports to Sanne.\n- Sanne works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tampere.\n- Chiara works for Beacon Insurance.\n- Dmitri reports to Kenji.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Lucia.\n- Felix works for Cedar Retail Group.\n- Omar reports to Felix.\n- Cedar Retail Group was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-2972", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-2973", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 August 2025): For employees hired on or after 04 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4365: employee Ingrid R., hired 05 September 2022, separated 05 May 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4365?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2974", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4241: employee Callum S., hired 11 January 2021, separated 28 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4241?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-2975", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2976", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Chiara reports to Aisha.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group was founded in 1988.\n- Ravi reports to Anders.\n- Chiara works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Brno.\n- Kenji reports to Ravi.\n- Aisha reports to Felix.\n- Anders reports to Callum.\n- Kenji works for Lattice Analytics.\n- Amara reports to Chiara.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Brno.\n- Felix works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 2013.\n- Tobias works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Callum reports to Zoya.\n- Ironwood Manufacturing was founded in 2006.\n- Zoya reports to Tobias.\n- Tobias reports to Elena.\n- Pinnacle Software was founded in 2008.\n- Ingrid reports to Kenji.\n- Elena reports to Amara.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-2978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Summit Energy was founded in 1985.\n- Felix works for Helios Logistics.\n- Deshawn works for Vantage Air.\n- Mei works for Summit Energy.\n- Pablo reports to Sofia.\n- Helios Logistics is headquartered in Valencia.\n- Mateo works for Vantage Air.\n- Summit Energy is headquartered in Adelaide.\n- Sanne reports to Priya.\n- Mei reports to Pablo.\n- Cedar Retail Group was founded in 1986.\n- Deshawn reports to Mei.\n- Sofia works for Helios Logistics.\n- Vantage Air is headquartered in Turku.\n- Priya reports to Deshawn.\n- Vantage Air was founded in 1989.\n- Cedar Retail Group is headquartered in Lyon.\n- Felix reports to Mateo.\n- Mateo reports to Sanne.\n- Helios Logistics was founded in 1992.\n- Pablo works for Vantage Air.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-2979", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-2980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1994.\n- Leila works for Bluepine Aviation.\n- Meridian Bank is headquartered in Leeds.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Mara reports to Nadia.\n- Nadia reports to Ravi.\n- Aisha reports to Leila.\n- Bluepine Aviation was founded in 1978.\n- Nadia works for Meridian Bank.\n- Mara works for Bluepine Aviation.\n- Ravi reports to Aisha.\n- Leila reports to Stefan.\n- Cedar Retail Group is headquartered in Leeds.\n- Ravi works for Vantage Air.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo reports to Mara.\n- Aisha works for Cedar Retail Group.\n- Vantage Air was founded in 2000.\n- Cedar Retail Group was founded in 1998.\n- Mateo works for Bluepine Aviation.\n- Stefan reports to Jonas.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2981", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1056: employee Felix R., hired 19 December 2023, separated 15 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-1056 under the controlling rules.", "criteria": {"0": "$5,692", "1": "$22,500", "2": "$4,673", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-2982", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7050: employee Felix K., hired 09 February 2021, separated 20 August 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-7050 under the controlling rules.", "criteria": {"0": "$56,333", "1": "$13,000", "2": "$14,000", "3": "$13,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Zoya reports to Omar.\n- Priya works for Ironwood Manufacturing.\n- Aisha reports to Tessa.\n- Jonas reports to Sanne.\n- Meridian Bank is headquartered in Valencia.\n- Tessa works for Lattice Analytics.\n- Zoya works for Cobalt Health.\n- Deshawn reports to Nadia.\n- Lattice Analytics is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1986.\n- Omar works for Lattice Analytics.\n- Omar reports to Deshawn.\n- Nadia reports to Aisha.\n- Sanne reports to Mara.\n- Mara works for Meridian Bank.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics was founded in 1985.\n- Cobalt Health was founded in 1992.\n- Cobalt Health is headquartered in Tampere.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa reports to Priya.\n- Priya reports to Jonas.\n- Meridian Bank was founded in 1994.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2984", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9501: employee Felix T., hired 06 December 2023, separated 10 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9501?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-2985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Kenji works for Lattice Analytics.\n- Helios Logistics was founded in 1992.\n- Helios Logistics is headquartered in Oslo.\n- Tobias works for Helios Logistics.\n- Pinnacle Software was founded in 2004.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance was founded in 1980.\n- Deshawn works for Beacon Insurance.\n- Yuki reports to Dmitri.\n- Lucia reports to Leila.\n- Yuki works for Lattice Analytics.\n- Callum reports to Deshawn.\n- Kenji reports to Lucia.\n- Lattice Analytics was founded in 2003.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn reports to Yuki.\n- Lattice Analytics is headquartered in Oslo.\n- Beacon Insurance is headquartered in Lyon.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Kenji.\n- Leila reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-2986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Jonas.\n- Jonas works for Cedar Retail Group.\n- Cobalt Health is headquartered in Basel.\n- Priya reports to Yuki.\n- Bluepine Aviation was founded in 2014.\n- Yuki reports to Emeka.\n- Cobalt Health was founded in 1988.\n- Lattice Analytics is headquartered in Nagoya.\n- Yuki works for Cobalt Health.\n- Cedar Retail Group is headquartered in Brno.\n- Emeka works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Cedar Retail Group was founded in 1986.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Jonas reports to Mateo.\n- Mateo reports to Priya.\n- Mateo works for Bluepine Aviation.\n- Emeka reports to Deshawn.\n- Lattice Analytics was founded in 1999.\n- Deshawn reports to Chiara.\n- Chiara works for Cobalt Health.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-2987", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9506: employee Anders T., hired 27 February 2022, separated 10 September 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-9506 under the controlling rules.", "criteria": {"0": "$22,750", "1": "$98,583", "2": "$23,625", "3": "$20,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-2988", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-2989", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-2990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Ingrid.\n- Sofia reports to Emeka.\n- Vantage Air is headquartered in Tampere.\n- Emeka works for Atlas Freight.\n- Felix works for Summit Energy.\n- Beacon Insurance is headquartered in Basel.\n- Kenji works for Summit Energy.\n- Atlas Freight was founded in 1986.\n- Dmitri reports to Tobias.\n- Vantage Air was founded in 1976.\n- Felix reports to Yuki.\n- Priya works for Vantage Air.\n- Atlas Freight is headquartered in Adelaide.\n- Dmitri works for Summit Energy.\n- Kenji reports to Mei.\n- Mei works for Vantage Air.\n- Summit Energy was founded in 2006.\n- Tobias works for Summit Energy.\n- Tobias reports to Tessa.\n- Mei reports to Sofia.\n- Priya reports to Dmitri.\n- Aisha works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Emeka reports to Felix.\n- Beacon Insurance was founded in 1993.\n- Ingrid reports to Aisha.\n- Aisha reports to Priya.\n- Sofia works for Beacon Insurance.\n- Summit Energy is headquartered in Tampere.\n- Yuki works for Vantage Air.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2991", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4738: employee Omar M., hired 07 March 2024, separated 23 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-4738 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$34,667", "2": "$4,800", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-2992", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2993", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6468: employee Wren B., hired 11 April 2024, separated 19 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-6468 under the controlling rules.", "criteria": {"0": "$5,452", "1": "$10,385", "2": "$45,000", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-2994", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2898: employee Stefan A., hired 28 April 2024, separated 19 August 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-2898 under the controlling rules.", "criteria": {"0": "$525", "1": "$3,000", "2": "$15,167", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2995", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-2996", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5127: employee Hana B., hired 08 November 2022, separated 16 November 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-5127 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$8,000", "2": "$4,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-2997", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "play_music", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-2998", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-2999", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3000", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision", "4": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3001", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6214: employee Dmitri B., hired 20 September 2020, separated 05 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6214?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3002", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 31 May 2025): For employees hired on or after 31 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9936: employee Lucia S., hired 08 November 2023, separated 09 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9936?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3003", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7524: employee Leila A., hired 01 April 2022, separated 26 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7524?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3004", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5826: employee Mei T., hired 11 July 2023, separated 04 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-5826 under the controlling rules.", "criteria": {"0": "$7,308", "1": "$8,438", "2": "$8,308", "3": "$36,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Elena reports to Aisha.\n- Stefan works for Cedar Retail Group.\n- Elena works for Ironwood Manufacturing.\n- Summit Energy was founded in 2008.\n- Aisha works for Meridian Bank.\n- Felix works for Summit Energy.\n- Amara reports to Sanne.\n- Dmitri works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Malmo.\n- Kenji works for Summit Energy.\n- Zoya reports to Stefan.\n- Ravi works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Austin.\n- Aisha reports to Felix.\n- Sanne works for Ironwood Manufacturing.\n- Kenji reports to Amara.\n- Mateo reports to Zoya.\n- Ironwood Manufacturing was founded in 1993.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Anders works for Cedar Retail Group.\n- Anders reports to Dmitri.\n- Dmitri reports to Mateo.\n- Meridian Bank is headquartered in Malmo.\n- Cedar Retail Group was founded in 2004.\n- Meridian Bank was founded in 1996.\n- Ravi reports to Kenji.\n- Sanne reports to Elena.\n- Felix reports to Anders.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3006", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Aisha.\n- Pablo works for Northwind Systems.\n- Elena reports to Priya.\n- Aisha reports to Lucia.\n- Emeka reports to Wren.\n- Crescent Telecom was founded in 2013.\n- Crescent Telecom is headquartered in Ghent.\n- Helios Logistics was founded in 2011.\n- Kenji works for Helios Logistics.\n- Cobalt Health was founded in 1991.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Leeds.\n- Elena works for Crescent Telecom.\n- Cobalt Health is headquartered in Leeds.\n- Priya reports to Sanne.\n- Northwind Systems was founded in 2003.\n- Wren works for Northwind Systems.\n- Helios Logistics is headquartered in Nagoya.\n- Wren reports to Kenji.\n- Sanne reports to Tessa.\n- Lucia reports to Elena.\n- Emeka works for Helios Logistics.\n- Tessa reports to Pablo.\n- Lucia works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Sanne works for Cobalt Health.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3008", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3009", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9469: employee Anders S., hired 22 July 2023, separated 27 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9469?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3010", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5404: employee Amara A., hired 30 March 2022, separated 19 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5404?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3011", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8668: employee Leila M., hired 19 September 2022, separated 22 November 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8668?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Dunedin.\n- Anders works for Atlas Freight.\n- Mei reports to Sofia.\n- Sofia reports to Hana.\n- Jonas reports to Anders.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2002.\n- Sofia works for Pinnacle Software.\n- Anders reports to Pablo.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Nadia reports to Emeka.\n- Nadia works for Atlas Freight.\n- Helios Logistics is headquartered in Austin.\n- Hana reports to Nadia.\n- Mei works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Jonas works for Helios Logistics.\n- Leila reports to Kenji.\n- Kenji works for Helios Logistics.\n- Pablo reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Austin.\n- Helios Logistics was founded in 1989.\n- Ironwood Manufacturing was founded in 1981.\n- Kenji reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3013", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3014", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2140: employee Tessa S., hired 28 February 2022, separated 31 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2140?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1990.\n- Bluepine Aviation is headquartered in Bergen.\n- Hana works for Atlas Freight.\n- Wren works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Ravi reports to Tobias.\n- Northwind Systems was founded in 2002.\n- Wren reports to Viktor.\n- Viktor reports to Nadia.\n- Atlas Freight is headquartered in Valencia.\n- Nadia works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Tobias reports to Wren.\n- Elena reports to Mateo.\n- Northwind Systems is headquartered in Nagoya.\n- Elena works for Atlas Freight.\n- Mateo reports to Ravi.\n- Anders reports to Elena.\n- Ironwood Manufacturing was founded in 2012.\n- Nadia reports to Mara.\n- Tobias works for Northwind Systems.\n- Ravi works for Atlas Freight.\n- Hana reports to Anders.\n- Mara works for Atlas Freight.\n- Bluepine Aviation was founded in 1979.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3016", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3017", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 April 2023): For employees hired on or after 25 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6605: employee Pablo K., hired 18 May 2021, separated 01 August 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6605?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2009.\n- Vantage Air is headquartered in Tampere.\n- Pinnacle Software is headquartered in Tampere.\n- Mara works for Beacon Insurance.\n- Bruno works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Elena reports to Ravi.\n- Bruno reports to Tessa.\n- Mei reports to Sanne.\n- Ravi reports to Felix.\n- Pinnacle Software was founded in 1985.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara reports to Bruno.\n- Jonas reports to Elena.\n- Cedar Retail Group is headquartered in Halifax.\n- Felix reports to Mara.\n- Ravi works for Pinnacle Software.\n- Sanne reports to Priya.\n- Beacon Insurance was founded in 1994.\n- Priya reports to Jonas.\n- Elena works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Priya works for Vantage Air.\n- Felix works for Pinnacle Software.\n- Vantage Air was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3019", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1985.\n- Tobias reports to Mara.\n- Crescent Telecom is headquartered in Bergen.\n- Zoya reports to Tobias.\n- Mara works for Crescent Telecom.\n- Deshawn works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Mei reports to Lucia.\n- Leila works for Summit Energy.\n- Mara reports to Mei.\n- Zoya works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1996.\n- Felix reports to Deshawn.\n- Lucia reports to Felix.\n- Leila reports to Zoya.\n- Pinnacle Software is headquartered in Adelaide.\n- Crescent Telecom was founded in 1978.\n- Lucia works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Summit Energy is headquartered in Lyon.\n- Mei works for Summit Energy.\n- Pinnacle Software was founded in 2011.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3021", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Ravi reports to Leila.\n- Anders works for Beacon Insurance.\n- Mara reports to Amara.\n- Leila works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Sanne works for Beacon Insurance.\n- Fernhill Foods was founded in 1999.\n- Amara works for Fernhill Foods.\n- Priya reports to Deshawn.\n- Lucia works for Fernhill Foods.\n- Amara reports to Ravi.\n- Priya works for Beacon Insurance.\n- Pablo works for Ironwood Manufacturing.\n- Jonas reports to Priya.\n- Jonas works for Beacon Insurance.\n- Leila reports to Dmitri.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Beacon Insurance was founded in 1993.\n- Ironwood Manufacturing was founded in 1995.\n- Pablo reports to Anders.\n- Deshawn works for Beacon Insurance.\n- Sanne reports to Pablo.\n- Anders reports to Mara.\n- Pinnacle Software is headquartered in Tampere.\n- Dmitri reports to Jonas.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3023", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3024", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "send_message", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3025", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3026", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 66379 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Leila.\n- Cobalt Health was founded in 2004.\n- Amara works for Vantage Air.\n- Mei works for Cobalt Health.\n- Amara reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Vantage Air was founded in 1978.\n- Leila reports to Amara.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Viktor.\n- Zoya reports to Mei.\n- Helios Logistics was founded in 2005.\n- Lucia works for Cobalt Health.\n- Tessa reports to Aisha.\n- Lattice Analytics is headquartered in Austin.\n- Helios Logistics is headquartered in Oslo.\n- Aisha works for Helios Logistics.\n- Viktor reports to Lucia.\n- Vantage Air is headquartered in Porto.\n- Zoya works for Vantage Air.\n- Mei reports to Emeka.\n- Leila works for Helios Logistics.\n- Cobalt Health is headquartered in Oslo.\n- Aisha reports to Zoya.\n- Tessa works for Vantage Air.\n- Viktor works for Vantage Air.\n- Lattice Analytics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3028", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6536: employee Tobias R., hired 21 December 2022, separated 01 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6536?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3029", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 August 2023): For employees hired on or after 04 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7754: employee Priya S., hired 30 October 2019, separated 24 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7754?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3030", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4069: employee Pablo M., hired 12 August 2023, separated 25 October 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2025-4069 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,600", "2": "$5,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Zoya.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Anders.\n- Fernhill Foods was founded in 1980.\n- Lattice Analytics was founded in 2002.\n- Zoya reports to Stefan.\n- Ironwood Manufacturing was founded in 1980.\n- Anders works for Fernhill Foods.\n- Ravi reports to Amara.\n- Bluepine Aviation was founded in 1977.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mateo reports to Tessa.\n- Priya reports to Sanne.\n- Zoya works for Ironwood Manufacturing.\n- Anders reports to Ravi.\n- Ingrid works for Lattice Analytics.\n- Sanne works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Malmo.\n- Stefan reports to Ingrid.\n- Ravi works for Fernhill Foods.\n- Tessa reports to Callum.\n- Tessa works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Amara works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Sanne reports to Mateo.\n- Lattice Analytics is headquartered in Halifax.\n- Amara reports to Priya.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1978", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3032", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3033", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9611: employee Lucia M., hired 21 June 2024, separated 29 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9611?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3034", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3405: employee Yuki S., hired 12 March 2024, separated 27 June 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-3405 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$3,900"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3035", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3036", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3037", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4659: employee Mei K., hired 19 May 2022, separated 09 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4659?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3038", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ravi works for Ironwood Manufacturing.\n- Wren reports to Pablo.\n- Dmitri reports to Mara.\n- Viktor works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Amara reports to Viktor.\n- Vantage Air is headquartered in Ghent.\n- Anders reports to Deshawn.\n- Callum reports to Amara.\n- Pablo works for Vantage Air.\n- Fernhill Foods was founded in 1982.\n- Deshawn works for Vantage Air.\n- Sanne works for Vantage Air.\n- Northwind Systems was founded in 1985.\n- Mara reports to Ingrid.\n- Sanne reports to Dmitri.\n- Dmitri works for Vantage Air.\n- Viktor reports to Anders.\n- Pablo reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Valencia.\n- Anders works for Vantage Air.\n- Mara works for Vantage Air.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi reports to Sanne.\n- Ingrid reports to Wren.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Vantage Air was founded in 2004.\n- Ingrid works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Cedar Retail Group was founded in 2014.\n- Mei works for Bluepine Aviation.\n- Jonas reports to Mei.\n- Cobalt Health is headquartered in Ghent.\n- Cobalt Health was founded in 2001.\n- Viktor reports to Pablo.\n- Callum reports to Priya.\n- Yuki works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Cedar Retail Group is headquartered in Porto.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Vantage Air is headquartered in Tampere.\n- Mei reports to Sanne.\n- Jonas works for Vantage Air.\n- Sanne works for Vantage Air.\n- Bluepine Aviation was founded in 2015.\n- Yuki reports to Callum.\n- Pablo reports to Jonas.\n- Priya reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Lucia.\n- Lucia reports to Wren.\n- Vantage Air was founded in 1989.\n- Emeka reports to Sofia.\n- Mei works for Cedar Retail Group.\n- Sofia reports to Jonas.\n- Lucia works for Helios Logistics.\n- Viktor reports to Emeka.\n- Cedar Retail Group was founded in 1976.\n- Vantage Air is headquartered in Ghent.\n- Callum works for Cedar Retail Group.\n- Callum reports to Viktor.\n- Meridian Bank was founded in 1979.\n- Jonas works for Cedar Retail Group.\n- Helios Logistics is headquartered in Lyon.\n- Jonas reports to Mei.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 1987.\n- Meridian Bank is headquartered in Lyon.\n- Sofia works for Vantage Air.\n- Viktor works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Wren works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3042", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3085: employee Omar S., hired 03 January 2023, separated 04 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3085?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3043", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4114: employee Ingrid S., hired 19 March 2020, separated 06 September 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4114?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3044", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mateo.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Emeka works for Beacon Insurance.\n- Mateo reports to Mara.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka reports to Tessa.\n- Mara works for Ironwood Manufacturing.\n- Tessa reports to Elena.\n- Beacon Insurance was founded in 1992.\n- Tessa works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2002.\n- Felix reports to Emeka.\n- Elena works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Elena reports to Yuki.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom is headquartered in Lyon.\n- Crescent Telecom was founded in 2005.\n- Mara reports to Leila.\n- Fernhill Foods is headquartered in Porto.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2001.\n- Bluepine Aviation was founded in 1975.\n- Ironwood Manufacturing is headquartered in Basel.\n- Wren reports to Omar.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Mateo reports to Stefan.\n- Ravi works for Bluepine Aviation.\n- Tessa works for Atlas Freight.\n- Bluepine Aviation is headquartered in Basel.\n- Lucia works for Bluepine Aviation.\n- Chiara works for Ironwood Manufacturing.\n- Sofia works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Sofia reports to Felix.\n- Mateo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2002.\n- Yuki reports to Lucia.\n- Omar reports to Pablo.\n- Chiara reports to Tessa.\n- Northwind Systems is headquartered in Dunedin.\n- Lucia reports to Ravi.\n- Northwind Systems was founded in 1983.\n- Pablo works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Pablo reports to Sofia.\n- Felix works for Atlas Freight.\n- Ravi reports to Wren.\n- Felix reports to Mateo.\n- Tessa reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3047", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2063: employee Felix K., hired 22 October 2021, separated 23 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-2063?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Chiara.\n- Nadia reports to Mateo.\n- Mateo reports to Dmitri.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance is headquartered in Austin.\n- Elena reports to Priya.\n- Jonas reports to Nadia.\n- Leila works for Beacon Insurance.\n- Lattice Analytics was founded in 1985.\n- Dmitri reports to Leila.\n- Mateo works for Beacon Insurance.\n- Jonas works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Lattice Analytics is headquartered in Malmo.\n- Chiara works for Fernhill Foods.\n- Nadia works for Lattice Analytics.\n- Leila reports to Elena.\n- Priya works for Lattice Analytics.\n- Fernhill Foods was founded in 1989.\n- Atlas Freight was founded in 2015.\n- Atlas Freight is headquartered in Austin.\n- Beacon Insurance was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3049", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6508: employee Felix M., hired 10 December 2022, separated 06 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6508?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3050", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 September 2022): For employees hired on or after 28 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8048: employee Ravi S., hired 21 April 2021, separated 01 February 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-8048 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$17,333", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3051", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Dmitri reports to Mei.\n- Yuki works for Crescent Telecom.\n- Callum reports to Yuki.\n- Callum works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom was founded in 2005.\n- Cobalt Health was founded in 1979.\n- Ironwood Manufacturing was founded in 2007.\n- Crescent Telecom is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Sanne works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2015.\n- Yuki reports to Emeka.\n- Dmitri works for Cobalt Health.\n- Mei works for Crescent Telecom.\n- Cobalt Health is headquartered in Lyon.\n- Sanne reports to Felix.\n- Felix reports to Zoya.\n- Emeka reports to Dmitri.\n- Felix works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3053", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7098: employee Yuki R., hired 24 January 2024, separated 31 August 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-7098 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$2,400", "2": "$5,500", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3054", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Tessa reports to Priya.\n- Yuki reports to Emeka.\n- Viktor reports to Tessa.\n- Omar reports to Viktor.\n- Beacon Insurance was founded in 2004.\n- Vantage Air is headquartered in Ghent.\n- Deshawn works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Viktor works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Bluepine Aviation.\n- Emeka works for Northwind Systems.\n- Priya works for Bluepine Aviation.\n- Omar works for Vantage Air.\n- Northwind Systems is headquartered in Nagoya.\n- Aisha works for Bluepine Aviation.\n- Priya reports to Deshawn.\n- Emeka reports to Aisha.\n- Northwind Systems was founded in 1984.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Basel.\n- Emeka reports to Elena.\n- Fernhill Foods was founded in 1992.\n- Kenji works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Felix reports to Wren.\n- Cobalt Health was founded in 1981.\n- Yuki works for Cobalt Health.\n- Fernhill Foods is headquartered in Basel.\n- Leila reports to Sanne.\n- Ironwood Manufacturing was founded in 1990.\n- Yuki reports to Emeka.\n- Elena works for Fernhill Foods.\n- Mara reports to Yuki.\n- Sanne works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Elena reports to Nadia.\n- Deshawn reports to Felix.\n- Felix works for Fernhill Foods.\n- Meridian Bank was founded in 1998.\n- Cobalt Health is headquartered in Malmo.\n- Aisha reports to Mara.\n- Emeka works for Ironwood Manufacturing.\n- Wren reports to Kenji.\n- Nadia reports to Deshawn.\n- Meridian Bank is headquartered in Tallinn.\n- Sanne reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1987", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3057", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6592: employee Aisha B., hired 18 October 2022, separated 14 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6592?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Tobias works for Vantage Air.\n- Chiara works for Vantage Air.\n- Anders reports to Jonas.\n- Northwind Systems was founded in 2004.\n- Stefan works for Vantage Air.\n- Jonas works for Pinnacle Software.\n- Ravi reports to Mara.\n- Chiara reports to Tobias.\n- Hana works for Vantage Air.\n- Northwind Systems is headquartered in Ghent.\n- Anders works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Vantage Air is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 2006.\n- Mateo reports to Stefan.\n- Hana reports to Mateo.\n- Mara reports to Hana.\n- Vantage Air was founded in 1981.\n- Tobias reports to Anders.\n- Emeka reports to Chiara.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software was founded in 2004.\n- Ravi works for Northwind Systems.\n- Jonas reports to Ravi.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3059", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3060", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Malmo.\n- Yuki works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Elena works for Meridian Bank.\n- Bluepine Aviation was founded in 2004.\n- Zoya reports to Elena.\n- Atlas Freight was founded in 1994.\n- Beacon Insurance was founded in 2015.\n- Meridian Bank was founded in 1989.\n- Zoya works for Beacon Insurance.\n- Mei reports to Zoya.\n- Bruno reports to Deshawn.\n- Mei works for Meridian Bank.\n- Nadia works for Bluepine Aviation.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Deshawn reports to Ingrid.\n- Ingrid reports to Nadia.\n- Ingrid works for Beacon Insurance.\n- Atlas Freight is headquartered in Basel.\n- Yuki reports to Mei.\n- Bluepine Aviation is headquartered in Leeds.\n- Nadia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3062", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Sanne reports to Omar.\n- Priya reports to Tessa.\n- Priya works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2014.\n- Pinnacle Software is headquartered in Oslo.\n- Fernhill Foods was founded in 2007.\n- Hana works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Turku.\n- Viktor reports to Hana.\n- Pablo works for Cobalt Health.\n- Dmitri reports to Sanne.\n- Pablo reports to Priya.\n- Felix reports to Dmitri.\n- Sanne works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Tessa reports to Elena.\n- Tessa works for Pinnacle Software.\n- Omar reports to Pablo.\n- Dmitri works for Fernhill Foods.\n- Elena reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 1979.\n- Felix works for Cobalt Health.\n- Pinnacle Software was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3064", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3065", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3066", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Yuki reports to Nadia.\n- Tobias reports to Aisha.\n- Nadia reports to Jonas.\n- Vantage Air is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Leeds.\n- Lattice Analytics was founded in 1977.\n- Omar reports to Chiara.\n- Aisha works for Bluepine Aviation.\n- Dmitri reports to Tobias.\n- Wren works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Bluepine Aviation was founded in 2009.\n- Jonas reports to Viktor.\n- Chiara reports to Yuki.\n- Chiara works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1982.\n- Tobias works for Lattice Analytics.\n- Vantage Air was founded in 1993.\n- Nadia works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Aisha reports to Wren.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3068", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 May 2023): For employees hired on or after 30 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8310: employee Aisha A., hired 30 July 2020, separated 19 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8310?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Northwind Systems was founded in 1992.\n- Elena reports to Pablo.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Bluepine Aviation was founded in 2006.\n- Bruno reports to Chiara.\n- Anders reports to Omar.\n- Mara reports to Emeka.\n- Mei reports to Mara.\n- Bluepine Aviation is headquartered in Porto.\n- Omar reports to Viktor.\n- Hana reports to Tessa.\n- Chiara reports to Anders.\n- Anders works for Pinnacle Software.\n- Viktor works for Bluepine Aviation.\n- Tessa reports to Elena.\n- Omar works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Pablo reports to Bruno.\n- Cedar Retail Group was founded in 1990.\n- Northwind Systems is headquartered in Porto.\n- Emeka works for Northwind Systems.\n- Mei works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Bruno works for Northwind Systems.\n- Pinnacle Software was founded in 1989.\n- Elena works for Pinnacle Software.\n- Emeka reports to Hana.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3070", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Anders.\n- Ironwood Manufacturing was founded in 2002.\n- Cobalt Health is headquartered in Tampere.\n- Anders works for Lattice Analytics.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Aisha reports to Wren.\n- Sanne reports to Pablo.\n- Wren works for Summit Energy.\n- Tobias works for Cobalt Health.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 2015.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Sanne.\n- Anders reports to Elena.\n- Elena reports to Stefan.\n- Aisha works for Lattice Analytics.\n- Summit Energy was founded in 1996.\n- Tobias reports to Deshawn.\n- Elena works for Summit Energy.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Wren reports to Tobias.\n- Deshawn reports to Lucia.\n- Cobalt Health was founded in 2010.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Ghent.\n- Helios Logistics was founded in 1983.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2008.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid works for Meridian Bank.\n- Kenji reports to Elena.\n- Ingrid reports to Omar.\n- Northwind Systems is headquartered in Tallinn.\n- Tessa reports to Stefan.\n- Ravi reports to Tessa.\n- Pablo reports to Ravi.\n- Elena reports to Pablo.\n- Lucia reports to Sofia.\n- Elena works for Cedar Retail Group.\n- Northwind Systems was founded in 1978.\n- Tessa works for Helios Logistics.\n- Omar works for Cedar Retail Group.\n- Stefan reports to Lucia.\n- Omar reports to Kenji.\n- Lucia works for Northwind Systems.\n- Kenji works for Cedar Retail Group.\n- Pablo works for Helios Logistics.\n- Stefan works for Northwind Systems.\n- Ravi works for Cedar Retail Group.\n- Meridian Bank is headquartered in Nagoya.\n- Meridian Bank was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Priya.\n- Jonas works for Ironwood Manufacturing.\n- Emeka reports to Elena.\n- Lattice Analytics is headquartered in Tallinn.\n- Mei works for Atlas Freight.\n- Viktor reports to Tobias.\n- Priya reports to Jonas.\n- Jonas reports to Emeka.\n- Priya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Tobias reports to Mateo.\n- Tobias works for Lattice Analytics.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 2005.\n- Atlas Freight was founded in 1990.\n- Viktor works for Atlas Freight.\n- Lattice Analytics was founded in 1998.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Mateo works for Atlas Freight.\n- Elena reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3074", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3075", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-1968: employee Lucia R., hired 12 May 2021, separated 30 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-1968?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-1968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3076", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3077", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 73479\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Sanne works for Northwind Systems.\n- Sanne reports to Pablo.\n- Northwind Systems was founded in 1984.\n- Vantage Air is headquartered in Dunedin.\n- Northwind Systems is headquartered in Dunedin.\n- Omar reports to Callum.\n- Cedar Retail Group was founded in 2010.\n- Emeka works for Northwind Systems.\n- Summit Energy is headquartered in Porto.\n- Pablo reports to Emeka.\n- Omar works for Northwind Systems.\n- Priya reports to Leila.\n- Callum reports to Sanne.\n- Zoya reports to Priya.\n- Vantage Air was founded in 2008.\n- Priya works for Summit Energy.\n- Callum works for Summit Energy.\n- Leila works for Summit Energy.\n- Pablo works for Cedar Retail Group.\n- Leila reports to Omar.\n- Zoya works for Vantage Air.\n- Summit Energy was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1983.\n- Cobalt Health is headquartered in Oslo.\n- Felix reports to Elena.\n- Fernhill Foods was founded in 1997.\n- Nadia reports to Mateo.\n- Lattice Analytics was founded in 2004.\n- Nadia works for Cobalt Health.\n- Fernhill Foods is headquartered in Bergen.\n- Kenji reports to Nadia.\n- Felix works for Cobalt Health.\n- Mateo reports to Felix.\n- Emeka reports to Zoya.\n- Cobalt Health was founded in 1975.\n- Lattice Analytics is headquartered in Turku.\n- Helios Logistics is headquartered in Oslo.\n- Mateo works for Helios Logistics.\n- Omar works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Elena reports to Emeka.\n- Kenji works for Helios Logistics.\n- Zoya works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Zoya reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3080", "family": "intent_hardneg", "state": "Incoming support message:\n\"10116 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3081", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2857: employee Ravi M., hired 31 March 2023, separated 21 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2857?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Aisha reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1989.\n- Northwind Systems is headquartered in Tallinn.\n- Crescent Telecom was founded in 1989.\n- Amara reports to Callum.\n- Summit Energy is headquartered in Ghent.\n- Elena reports to Pablo.\n- Summit Energy was founded in 2000.\n- Yuki works for Northwind Systems.\n- Callum works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tallinn.\n- Mateo works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Callum reports to Yuki.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Chiara.\n- Leila reports to Elena.\n- Bruno reports to Mateo.\n- Bruno works for Northwind Systems.\n- Chiara reports to Amara.\n- Amara works for Summit Energy.\n- Yuki reports to Bruno.\n- Elena works for Crescent Telecom.\n- Viktor reports to Leila.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1996.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Pablo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Meridian Bank.\n- Anders reports to Dmitri.\n- Cedar Retail Group was founded in 1985.\n- Dmitri works for Meridian Bank.\n- Elena reports to Wren.\n- Meridian Bank is headquartered in Turku.\n- Wren reports to Chiara.\n- Atlas Freight is headquartered in Porto.\n- Mara works for Atlas Freight.\n- Lattice Analytics was founded in 2004.\n- Mara reports to Kenji.\n- Yuki reports to Mara.\n- Atlas Freight was founded in 2014.\n- Chiara works for Cedar Retail Group.\n- Yuki works for Atlas Freight.\n- Anders works for Lattice Analytics.\n- Kenji works for Meridian Bank.\n- Dmitri reports to Zoya.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Meridian Bank.\n- Lattice Analytics is headquartered in Turku.\n- Jonas reports to Anders.\n- Zoya reports to Yuki.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank was founded in 2002.\n- Elena works for Cedar Retail Group.\n- Kenji reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3084", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1579: employee Chiara B., hired 27 March 2022, separated 20 December 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-1579 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,500", "2": "$5,950", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1992.\n- Mateo works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group was founded in 1997.\n- Omar works for Atlas Freight.\n- Sofia reports to Amara.\n- Bluepine Aviation was founded in 2015.\n- Helios Logistics is headquartered in Valencia.\n- Mateo reports to Kenji.\n- Callum works for Cedar Retail Group.\n- Kenji reports to Tessa.\n- Amara works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Amara reports to Callum.\n- Bluepine Aviation is headquartered in Lyon.\n- Zoya reports to Mateo.\n- Callum reports to Zoya.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Tessa reports to Omar.\n- Cedar Retail Group is headquartered in Lyon.\n- Kenji works for Bluepine Aviation.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3086", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3087", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3088", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3089", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5567: employee Dmitri M., hired 20 April 2021, separated 26 July 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5567?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3090", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3091", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Vantage Air was founded in 2003.\n- Leila works for Vantage Air.\n- Priya reports to Stefan.\n- Stefan reports to Mateo.\n- Stefan works for Vantage Air.\n- Bruno works for Atlas Freight.\n- Pinnacle Software is headquartered in Austin.\n- Hana reports to Mei.\n- Summit Energy is headquartered in Austin.\n- Mara works for Vantage Air.\n- Sofia reports to Pablo.\n- Mei works for Pinnacle Software.\n- Summit Energy was founded in 2000.\n- Pinnacle Software was founded in 1982.\n- Omar works for Summit Energy.\n- Vantage Air is headquartered in Cork.\n- Omar reports to Mara.\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 1994.\n- Pablo reports to Hana.\n- Aisha works for Pinnacle Software.\n- Mateo reports to Omar.\n- Aisha reports to Leila.\n- Bruno reports to Sofia.\n- Atlas Freight is headquartered in Austin.\n- Sofia works for Vantage Air.\n- Leila reports to Priya.\n- Mei reports to Aisha.\n- Mateo works for Atlas Freight.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1977", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3093", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 November 2022): For employees hired on or after 16 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3017: employee Felix A., hired 20 October 2020, separated 10 March 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3017?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Wren reports to Felix.\n- Felix works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Pablo reports to Wren.\n- Mara reports to Anders.\n- Felix reports to Mara.\n- Lucia reports to Dmitri.\n- Atlas Freight is headquartered in Tallinn.\n- Northwind Systems was founded in 1982.\n- Dmitri reports to Nadia.\n- Lattice Analytics is headquartered in Tallinn.\n- Dmitri works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Hana reports to Lucia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Lucia works for Atlas Freight.\n- Nadia reports to Chiara.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1994.\n- Anders reports to Hana.\n- Mara works for Northwind Systems.\n- Lattice Analytics was founded in 2015.\n- Wren works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1976.\n- Nadia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1977", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3095", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Helios Logistics.\n- Amara reports to Elena.\n- Lucia works for Vantage Air.\n- Kenji works for Helios Logistics.\n- Stefan works for Crescent Telecom.\n- Wren works for Summit Energy.\n- Callum reports to Stefan.\n- Stefan reports to Hana.\n- Vantage Air is headquartered in Adelaide.\n- Helios Logistics is headquartered in Malmo.\n- Mei works for Vantage Air.\n- Callum works for Crescent Telecom.\n- Summit Energy is headquartered in Valencia.\n- Crescent Telecom is headquartered in Adelaide.\n- Ravi works for Helios Logistics.\n- Elena works for Crescent Telecom.\n- Elena reports to Zoya.\n- Summit Energy was founded in 1992.\n- Lucia reports to Kenji.\n- Hana reports to Amara.\n- Vantage Air was founded in 1995.\n- Ravi reports to Sofia.\n- Helios Logistics was founded in 2002.\n- Hana works for Summit Energy.\n- Amara works for Summit Energy.\n- Kenji reports to Mei.\n- Zoya reports to Wren.\n- Sofia works for Summit Energy.\n- Sofia reports to Lucia.\n- Wren reports to Ravi.\n- Crescent Telecom was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1990", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3097", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8706: employee Yuki S., hired 02 February 2022, separated 12 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8706?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1975.\n- Beacon Insurance was founded in 2015.\n- Cedar Retail Group was founded in 2008.\n- Dmitri reports to Ingrid.\n- Emeka reports to Dmitri.\n- Felix works for Bluepine Aviation.\n- Wren works for Beacon Insurance.\n- Bluepine Aviation was founded in 2003.\n- Ingrid reports to Felix.\n- Emeka works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Amara reports to Wren.\n- Felix reports to Chiara.\n- Bluepine Aviation is headquartered in Turku.\n- Tessa works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Chiara reports to Amara.\n- Sanne works for Bluepine Aviation.\n- Tessa reports to Leila.\n- Ingrid works for Beacon Insurance.\n- Leila reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Leila works for Crescent Telecom.\n- Wren reports to Tessa.\n- Crescent Telecom is headquartered in Lyon.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Pablo reports to Yuki.\n- Elena reports to Hana.\n- Helios Logistics is headquartered in Dunedin.\n- Pablo works for Ironwood Manufacturing.\n- Emeka reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Chiara works for Northwind Systems.\n- Hana reports to Felix.\n- Elena works for Helios Logistics.\n- Northwind Systems is headquartered in Basel.\n- Wren reports to Mei.\n- Tobias reports to Wren.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Felix reports to Pablo.\n- Callum reports to Tobias.\n- Wren works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1993.\n- Callum works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Yuki reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Chiara reports to Callum.\n- Yuki works for Ironwood Manufacturing.\n- Mei reports to Elena.\n- Mei works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Porto.\n- Hana works for Helios Logistics.\n- Lattice Analytics was founded in 2015.\n- Helios Logistics was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3100", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3101", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3103", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6730: employee Mateo S., hired 04 December 2020, separated 30 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6730?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3104", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2401: employee Mateo B., hired 27 May 2022, separated 24 October 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2401?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Bruno reports to Lucia.\n- Wren reports to Pablo.\n- Fernhill Foods was founded in 2004.\n- Nadia reports to Bruno.\n- Pablo reports to Zoya.\n- Priya works for Cobalt Health.\n- Cedar Retail Group was founded in 1976.\n- Lucia reports to Dmitri.\n- Meridian Bank was founded in 2011.\n- Chiara reports to Nadia.\n- Dmitri works for Meridian Bank.\n- Cedar Retail Group is headquartered in Nagoya.\n- Zoya works for Fernhill Foods.\n- Cobalt Health was founded in 2004.\n- Meridian Bank is headquartered in Nagoya.\n- Cobalt Health is headquartered in Leeds.\n- Anders reports to Priya.\n- Dmitri reports to Wren.\n- Zoya reports to Anders.\n- Anders works for Cobalt Health.\n- Nadia works for Cedar Retail Group.\n- Bruno works for Fernhill Foods.\n- Chiara works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Fernhill Foods is headquartered in Leeds.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1971", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1993.\n- Cedar Retail Group was founded in 2012.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1978.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Anders works for Cedar Retail Group.\n- Ingrid reports to Anders.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 1995.\n- Pinnacle Software is headquartered in Cork.\n- Ravi reports to Mara.\n- Anders reports to Leila.\n- Cobalt Health is headquartered in Brno.\n- Mara works for Cobalt Health.\n- Leila reports to Wren.\n- Felix works for Pinnacle Software.\n- Omar works for Vantage Air.\n- Mara reports to Felix.\n- Ravi works for Pinnacle Software.\n- Omar reports to Ingrid.\n- Wren reports to Ravi.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Chiara.\n- Nadia reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2007.\n- Yuki works for Cedar Retail Group.\n- Leila reports to Ingrid.\n- Atlas Freight is headquartered in Lyon.\n- Cedar Retail Group was founded in 2001.\n- Ingrid reports to Amara.\n- Atlas Freight was founded in 1987.\n- Sanne works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia works for Cedar Retail Group.\n- Amara works for Pinnacle Software.\n- Chiara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Bergen.\n- Leila works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 1984.\n- Anders reports to Leila.\n- Stefan works for Pinnacle Software.\n- Sanne reports to Sofia.\n- Dmitri reports to Anders.\n- Felix reports to Nadia.\n- Nadia works for Pinnacle Software.\n- Sofia reports to Stefan.\n- Ingrid works for Atlas Freight.\n- Felix works for Bluepine Aviation.\n- Stefan reports to Felix.\n- Chiara reports to Yuki.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1993.\n- Deshawn works for Summit Energy.\n- Yuki reports to Elena.\n- Meridian Bank is headquartered in Ghent.\n- Sanne reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Summit Energy is headquartered in Ghent.\n- Yuki works for Summit Energy.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid reports to Sanne.\n- Tessa reports to Lucia.\n- Bluepine Aviation is headquartered in Lyon.\n- Elena works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom was founded in 1975.\n- Felix works for Summit Energy.\n- Deshawn reports to Nadia.\n- Summit Energy was founded in 1987.\n- Elena reports to Deshawn.\n- Nadia reports to Ingrid.\n- Sanne works for Meridian Bank.\n- Felix reports to Yuki.\n- Mei works for Summit Energy.\n- Mei reports to Tessa.\n- Lucia works for Summit Energy.\n- Meridian Bank was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3109", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 November 2022): For employees hired on or after 29 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3025: employee Tobias S., hired 19 January 2020, separated 05 March 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3025?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Sanne reports to Felix.\n- Meridian Bank is headquartered in Nagoya.\n- Omar works for Beacon Insurance.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Halifax.\n- Wren reports to Yuki.\n- Cobalt Health was founded in 2007.\n- Beacon Insurance was founded in 1983.\n- Felix reports to Callum.\n- Amara reports to Omar.\n- Tobias reports to Amara.\n- Amara works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Wren works for Beacon Insurance.\n- Yuki reports to Tobias.\n- Beacon Insurance is headquartered in Halifax.\n- Meridian Bank was founded in 1994.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Wren.\n- Callum works for Beacon Insurance.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3111", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5409: employee Priya T., hired 15 December 2023, separated 17 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5409?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Callum.\n- Ironwood Manufacturing was founded in 1981.\n- Jonas works for Meridian Bank.\n- Callum reports to Jonas.\n- Felix reports to Priya.\n- Northwind Systems is headquartered in Turku.\n- Mara reports to Tobias.\n- Tobias reports to Mateo.\n- Summit Energy is headquartered in Basel.\n- Jonas reports to Tessa.\n- Priya works for Ironwood Manufacturing.\n- Tessa works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Summit Energy was founded in 1975.\n- Meridian Bank is headquartered in Porto.\n- Tobias works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Felix works for Northwind Systems.\n- Meridian Bank was founded in 1993.\n- Northwind Systems was founded in 1996.\n- Callum works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Basel.\n- Priya reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3113", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Vantage Air.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Tobias.\n- Wren reports to Priya.\n- Jonas works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1997.\n- Bluepine Aviation is headquartered in Valencia.\n- Viktor reports to Omar.\n- Pinnacle Software is headquartered in Malmo.\n- Priya reports to Dmitri.\n- Pinnacle Software was founded in 1979.\n- Dmitri works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Nadia reports to Pablo.\n- Vantage Air is headquartered in Valencia.\n- Omar works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Omar reports to Nadia.\n- Priya works for Pinnacle Software.\n- Felix reports to Wren.\n- Nadia works for Vantage Air.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Anders.\n- Viktor works for Pinnacle Software.\n- Vantage Air was founded in 1984.\n- Fernhill Foods was founded in 1988.\n- Wren works for Vantage Air.\n- Deshawn reports to Jonas.\n- Jonas reports to Viktor.\n- Pablo reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3114", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9132: employee Kenji B., hired 10 October 2020, separated 31 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9132?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3115", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 2033 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3116", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tobias.\n- Tessa works for Summit Energy.\n- Kenji reports to Callum.\n- Kenji works for Beacon Insurance.\n- Elena reports to Ravi.\n- Elena works for Fernhill Foods.\n- Callum reports to Ingrid.\n- Fernhill Foods is headquartered in Lyon.\n- Deshawn works for Northwind Systems.\n- Tessa reports to Deshawn.\n- Summit Energy is headquartered in Cork.\n- Deshawn reports to Elena.\n- Northwind Systems is headquartered in Cork.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Summit Energy was founded in 1976.\n- Beacon Insurance was founded in 1993.\n- Tobias works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Tessa.\n- Northwind Systems was founded in 1989.\n- Ravi works for Summit Energy.\n- Fernhill Foods was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Bruno.\n- Amara works for Northwind Systems.\n- Lucia reports to Priya.\n- Viktor works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Stefan reports to Yuki.\n- Leila works for Northwind Systems.\n- Atlas Freight was founded in 1990.\n- Dmitri reports to Sanne.\n- Tessa reports to Dmitri.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Priya reports to Viktor.\n- Yuki works for Northwind Systems.\n- Yuki reports to Lucia.\n- Omar works for Fernhill Foods.\n- Bluepine Aviation was founded in 1990.\n- Fernhill Foods was founded in 2010.\n- Viktor reports to Tessa.\n- Bruno reports to Leila.\n- Atlas Freight is headquartered in Brno.\n- Northwind Systems was founded in 2008.\n- Bluepine Aviation is headquartered in Cork.\n- Leila reports to Amara.\n- Bruno works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Cork.\n- Sanne works for Atlas Freight.\n- Sanne reports to Omar.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Felix.\n- Elena works for Meridian Bank.\n- Tobias works for Beacon Insurance.\n- Felix works for Northwind Systems.\n- Mei reports to Zoya.\n- Pablo reports to Viktor.\n- Zoya reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Lucia reports to Tobias.\n- Lattice Analytics is headquartered in Basel.\n- Northwind Systems is headquartered in Oslo.\n- Leila works for Beacon Insurance.\n- Leila reports to Anders.\n- Northwind Systems was founded in 2003.\n- Meridian Bank is headquartered in Oslo.\n- Pablo works for Northwind Systems.\n- Felix reports to Nadia.\n- Nadia reports to Elena.\n- Meridian Bank was founded in 2006.\n- Zoya works for Meridian Bank.\n- Nadia works for Lattice Analytics.\n- Beacon Insurance was founded in 1988.\n- Lucia works for Northwind Systems.\n- Lattice Analytics was founded in 1997.\n- Beacon Insurance is headquartered in Ghent.\n- Viktor reports to Lucia.\n- Tobias reports to Mei.\n- Elena reports to Pablo.\n- Mei works for Lattice Analytics.\n- Viktor works for Beacon Insurance.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "2000", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Hana.\n- Amara works for Pinnacle Software.\n- Northwind Systems was founded in 2001.\n- Mateo works for Northwind Systems.\n- Sofia reports to Aisha.\n- Crescent Telecom is headquartered in Malmo.\n- Callum works for Pinnacle Software.\n- Mei works for Northwind Systems.\n- Sofia works for Atlas Freight.\n- Pinnacle Software is headquartered in Austin.\n- Mei reports to Yuki.\n- Atlas Freight was founded in 1995.\n- Pinnacle Software was founded in 2001.\n- Tessa works for Atlas Freight.\n- Northwind Systems is headquartered in Malmo.\n- Bruno works for Atlas Freight.\n- Tessa reports to Mateo.\n- Aisha reports to Lucia.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Omar reports to Bruno.\n- Mateo reports to Mei.\n- Hana reports to Sofia.\n- Amara reports to Tessa.\n- Crescent Telecom was founded in 2007.\n- Aisha works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Lucia works for Atlas Freight.\n- Lucia reports to Callum.\n- Hana works for Pinnacle Software.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3121", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3122", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9116: employee Felix A., hired 30 May 2021, separated 06 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9116?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mateo.\n- Lucia works for Crescent Telecom.\n- Elena works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Nadia works for Vantage Air.\n- Ravi reports to Aisha.\n- Stefan works for Summit Energy.\n- Lucia reports to Ravi.\n- Vantage Air was founded in 2005.\n- Beacon Insurance was founded in 1984.\n- Aisha reports to Ingrid.\n- Summit Energy is headquartered in Lyon.\n- Mateo reports to Lucia.\n- Ingrid works for Crescent Telecom.\n- Aisha works for Vantage Air.\n- Ingrid reports to Stefan.\n- Nadia reports to Callum.\n- Crescent Telecom was founded in 1987.\n- Beacon Insurance is headquartered in Ghent.\n- Elena reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Vantage Air is headquartered in Ghent.\n- Callum works for Vantage Air.\n- Zoya reports to Nadia.\n- Crescent Telecom is headquartered in Halifax.\n- Summit Energy was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3124", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3125", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3126", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ingrid.\n- Lucia reports to Chiara.\n- Aisha reports to Lucia.\n- Zoya works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Bluepine Aviation is headquartered in Austin.\n- Priya works for Atlas Freight.\n- Chiara works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Lucia works for Atlas Freight.\n- Zoya reports to Anders.\n- Ingrid reports to Sanne.\n- Leila reports to Bruno.\n- Bluepine Aviation was founded in 1988.\n- Bruno works for Lattice Analytics.\n- Dmitri works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Austin.\n- Atlas Freight is headquartered in Oslo.\n- Sanne reports to Mateo.\n- Mateo reports to Priya.\n- Priya reports to Zoya.\n- Atlas Freight was founded in 1984.\n- Ingrid works for Atlas Freight.\n- Sanne works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Meridian Bank was founded in 2015.\n- Anders reports to Leila.\n- Lattice Analytics was founded in 2015.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Lattice Analytics.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2001.\n- Ravi reports to Elena.\n- Cobalt Health is headquartered in Leeds.\n- Omar works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Elena reports to Zoya.\n- Bluepine Aviation is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Amara.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Leila works for Bluepine Aviation.\n- Crescent Telecom was founded in 2012.\n- Elena works for Crescent Telecom.\n- Mei reports to Ravi.\n- Omar reports to Leila.\n- Cobalt Health was founded in 2000.\n- Leila reports to Mei.\n- Tessa reports to Omar.\n- Ironwood Manufacturing was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3129", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9524: employee Emeka S., hired 22 January 2021, separated 18 February 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9524?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Sanne works for Pinnacle Software.\n- Chiara reports to Hana.\n- Chiara works for Beacon Insurance.\n- Wren reports to Sanne.\n- Deshawn works for Summit Energy.\n- Tobias works for Summit Energy.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 2008.\n- Summit Energy was founded in 1992.\n- Callum reports to Stefan.\n- Hana works for Summit Energy.\n- Tobias reports to Sofia.\n- Wren works for Pinnacle Software.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Stefan works for Beacon Insurance.\n- Pinnacle Software is headquartered in Brno.\n- Jonas reports to Wren.\n- Helios Logistics was founded in 1987.\n- Pinnacle Software was founded in 1997.\n- Priya works for Summit Energy.\n- Hana reports to Priya.\n- Sofia reports to Callum.\n- Sofia works for Beacon Insurance.\n- Stefan reports to Nadia.\n- Callum works for Pinnacle Software.\n- Summit Energy is headquartered in Lyon.\n- Nadia works for Helios Logistics.\n- Sanne reports to Tobias.\n- Deshawn reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3131", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 3005 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3132", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3133", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7203: employee Viktor B., hired 17 February 2024, separated 09 September 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2026-7203 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$10,385", "2": "$3,894", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3134", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3135", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3136", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7691: employee Lucia M., hired 15 August 2022, separated 04 February 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2026-7691 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$3,750", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3137", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6300: employee Lucia K., hired 21 September 2023, separated 11 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6300?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3138", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3139", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3140", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3141", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1108: employee Wren M., hired 09 September 2021, separated 06 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1108?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3142", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 96443 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3143", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 6317\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Wren.\n- Wren reports to Stefan.\n- Priya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Chiara works for Bluepine Aviation.\n- Crescent Telecom was founded in 1990.\n- Lucia works for Bluepine Aviation.\n- Summit Energy was founded in 2014.\n- Deshawn works for Bluepine Aviation.\n- Viktor reports to Chiara.\n- Summit Energy is headquartered in Adelaide.\n- Viktor works for Bluepine Aviation.\n- Wren works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Chiara reports to Priya.\n- Bluepine Aviation was founded in 2006.\n- Lattice Analytics was founded in 1975.\n- Crescent Telecom is headquartered in Malmo.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Viktor.\n- Lucia reports to Tessa.\n- Lattice Analytics is headquartered in Brno.\n- Deshawn reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3145", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9134: employee Lucia T., hired 18 May 2020, separated 17 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9134?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3146", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3147", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Priya works for Beacon Insurance.\n- Priya reports to Amara.\n- Tessa works for Crescent Telecom.\n- Stefan works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Atlas Freight is headquartered in Tallinn.\n- Crescent Telecom was founded in 1975.\n- Beacon Insurance was founded in 1975.\n- Zoya reports to Tessa.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1982.\n- Yuki reports to Leila.\n- Leila reports to Stefan.\n- Yuki works for Crescent Telecom.\n- Stefan reports to Priya.\n- Amara works for Beacon Insurance.\n- Tessa reports to Jonas.\n- Jonas reports to Yuki.\n- Zoya works for Beacon Insurance.\n- Atlas Freight was founded in 2010.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Crescent Telecom is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3149", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3150", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3151", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6566: employee Emeka M., hired 04 October 2024, separated 11 May 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6566?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3152", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3153", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 25485 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3154", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3155", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8989: employee Anders M., hired 25 October 2020, separated 10 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8989?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3156", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 December 2025): For employees hired on or after 11 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7303: employee Mei A., hired 17 September 2025, separated 22 February 2027 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-7303 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$7,000", "3": "$1,750"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3157", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3158", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Valencia.\n- Wren works for Ironwood Manufacturing.\n- Sanne works for Meridian Bank.\n- Cedar Retail Group was founded in 2001.\n- Ingrid reports to Omar.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Sanne.\n- Jonas reports to Nadia.\n- Nadia works for Ironwood Manufacturing.\n- Lucia reports to Wren.\n- Dmitri works for Cedar Retail Group.\n- Meridian Bank was founded in 1990.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Dmitri reports to Anders.\n- Ironwood Manufacturing was founded in 1994.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders reports to Jonas.\n- Anders works for Cedar Retail Group.\n- Sofia reports to Lucia.\n- Sanne reports to Dmitri.\n- Wren reports to Kenji.\n- Nadia reports to Ingrid.\n- Omar works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1996.\n- Sofia works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Jonas works for Meridian Bank.\n- Cedar Retail Group is headquartered in Valencia.\n- Kenji works for Ironwood Manufacturing.\n- Lucia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3160", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3161", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3259: employee Leila M., hired 26 March 2022, separated 07 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3259?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3162", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7141: employee Ingrid M., hired 18 January 2022, separated 13 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7141?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Beacon Insurance.\n- Hana works for Summit Energy.\n- Beacon Insurance is headquartered in Bergen.\n- Zoya reports to Yuki.\n- Felix reports to Zoya.\n- Beacon Insurance was founded in 2001.\n- Nadia reports to Lucia.\n- Nadia works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Pablo reports to Callum.\n- Summit Energy is headquartered in Adelaide.\n- Hana reports to Pablo.\n- Lucia reports to Felix.\n- Pinnacle Software is headquartered in Bergen.\n- Lucia works for Pinnacle Software.\n- Callum reports to Nadia.\n- Callum works for Pinnacle Software.\n- Helios Logistics was founded in 1993.\n- Helios Logistics is headquartered in Bergen.\n- Pinnacle Software was founded in 2015.\n- Summit Energy was founded in 1984.\n- Pablo works for Beacon Insurance.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3164", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Wren reports to Chiara.\n- Sanne reports to Viktor.\n- Chiara reports to Leila.\n- Leila reports to Aisha.\n- Lattice Analytics was founded in 2006.\n- Aisha works for Cobalt Health.\n- Tessa reports to Sofia.\n- Crescent Telecom was founded in 1996.\n- Aisha reports to Sanne.\n- Viktor reports to Tessa.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Wren works for Lattice Analytics.\n- Yuki reports to Tobias.\n- Mei reports to Wren.\n- Meridian Bank is headquartered in Nagoya.\n- Omar reports to Mei.\n- Sofia reports to Yuki.\n- Crescent Telecom is headquartered in Basel.\n- Chiara works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Cobalt Health was founded in 1998.\n- Meridian Bank was founded in 2009.\n- Sanne works for Cobalt Health.\n- Omar works for Crescent Telecom.\n- Viktor works for Lattice Analytics.\n- Tessa works for Cobalt Health.\n- Yuki works for Crescent Telecom.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Callum.\n- Callum reports to Jonas.\n- Bruno reports to Nadia.\n- Deshawn works for Beacon Insurance.\n- Northwind Systems is headquartered in Tallinn.\n- Tobias reports to Leila.\n- Beacon Insurance is headquartered in Basel.\n- Deshawn reports to Dmitri.\n- Yuki reports to Bruno.\n- Wren reports to Deshawn.\n- Dmitri works for Northwind Systems.\n- Atlas Freight was founded in 1999.\n- Nadia works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Beacon Insurance was founded in 2006.\n- Atlas Freight is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Jonas reports to Yuki.\n- Wren works for Atlas Freight.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Yuki works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Nadia reports to Tobias.\n- Jonas works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3167", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mateo.\n- Crescent Telecom is headquartered in Austin.\n- Viktor reports to Chiara.\n- Wren reports to Leila.\n- Kenji reports to Aisha.\n- Vantage Air was founded in 1980.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Halifax.\n- Pablo reports to Sanne.\n- Summit Energy was founded in 2005.\n- Mateo works for Summit Energy.\n- Jonas reports to Kenji.\n- Aisha works for Vantage Air.\n- Aisha reports to Viktor.\n- Vantage Air is headquartered in Halifax.\n- Kenji works for Summit Energy.\n- Cobalt Health was founded in 2008.\n- Pablo works for Crescent Telecom.\n- Chiara works for Cobalt Health.\n- Leila reports to Jonas.\n- Wren works for Vantage Air.\n- Viktor works for Vantage Air.\n- Chiara reports to Pablo.\n- Leila works for Vantage Air.\n- Jonas works for Summit Energy.\n- Cobalt Health is headquartered in Ghent.\n- Crescent Telecom was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3169", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9608: employee Anders R., hired 23 October 2021, separated 15 August 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9608?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Viktor reports to Mateo.\n- Emeka reports to Mara.\n- Summit Energy is headquartered in Bergen.\n- Elena reports to Callum.\n- Hana reports to Elena.\n- Callum reports to Wren.\n- Mateo works for Cedar Retail Group.\n- Mara reports to Hana.\n- Wren reports to Priya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Fernhill Foods was founded in 1989.\n- Callum works for Fernhill Foods.\n- Wren works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Cobalt Health was founded in 2002.\n- Elena works for Cedar Retail Group.\n- Mateo reports to Leila.\n- Cedar Retail Group was founded in 1995.\n- Hana works for Summit Energy.\n- Kenji works for Cobalt Health.\n- Viktor works for Summit Energy.\n- Cobalt Health is headquartered in Halifax.\n- Emeka works for Cedar Retail Group.\n- Leila reports to Dmitri.\n- Summit Energy was founded in 1988.\n- Priya reports to Viktor.\n- Leila works for Fernhill Foods.\n- Mara works for Summit Energy.\n- Dmitri reports to Kenji.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3171", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9898: employee Amara M., hired 21 September 2021, separated 27 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9898?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3172", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3173", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7004: employee Elena A., hired 08 July 2021, separated 02 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7004?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3174", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3175", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Kenji works for Vantage Air.\n- Crescent Telecom was founded in 1990.\n- Viktor reports to Stefan.\n- Sofia works for Crescent Telecom.\n- Tessa reports to Viktor.\n- Chiara reports to Sofia.\n- Bluepine Aviation is headquartered in Austin.\n- Kenji reports to Tessa.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1994.\n- Vantage Air is headquartered in Austin.\n- Priya works for Crescent Telecom.\n- Stefan reports to Priya.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 1978.\n- Priya reports to Chiara.\n- Bluepine Aviation was founded in 1989.\n- Crescent Telecom is headquartered in Halifax.\n- Sofia reports to Leila.\n- Tessa works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3177", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8919: employee Jonas K., hired 25 September 2023, separated 30 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8919?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3178", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2983: employee Deshawn K., hired 20 July 2023, separated 28 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-2983 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$7,000", "2": "$2,250", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3179", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 7, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7543: employee Leila A., hired 16 June 2024, separated 23 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-7543 under the controlling rules.", "criteria": {"0": "$6,385", "1": "$7,500", "2": "$7,385", "3": "$32,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3180", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3626: employee Lucia A., hired 26 April 2021, separated 23 August 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-3626 under the controlling rules.", "criteria": {"0": "$21,418", "1": "$21,288", "2": "$19,288", "3": "$92,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3181", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3182", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3183", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3184", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 19 November 2025): For employees hired on or after 19 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9211: employee Callum M., hired 21 April 2023, separated 27 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9211?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Ravi works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Elena reports to Ingrid.\n- Tobias reports to Sofia.\n- Kenji reports to Priya.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha reports to Mateo.\n- Omar reports to Ravi.\n- Kenji works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid reports to Aisha.\n- Pinnacle Software is headquartered in Valencia.\n- Priya works for Crescent Telecom.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Deshawn reports to Kenji.\n- Mei reports to Deshawn.\n- Ironwood Manufacturing was founded in 2004.\n- Pinnacle Software was founded in 1980.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Priya reports to Elena.\n- Aisha works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Crescent Telecom was founded in 2000.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3186", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6258: employee Ingrid R., hired 10 March 2023, separated 03 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6258?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3187", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8527: employee Dmitri B., hired 11 March 2024, separated 19 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8527?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Omar reports to Sanne.\n- Callum reports to Anders.\n- Fernhill Foods was founded in 2007.\n- Sanne reports to Yuki.\n- Ironwood Manufacturing was founded in 2002.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Pablo.\n- Leila reports to Ingrid.\n- Anders reports to Aisha.\n- Summit Energy is headquartered in Tampere.\n- Anders works for Ironwood Manufacturing.\n- Pablo reports to Omar.\n- Sofia reports to Callum.\n- Aisha works for Beacon Insurance.\n- Yuki reports to Hana.\n- Sanne works for Beacon Insurance.\n- Omar works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Bergen.\n- Ingrid reports to Sofia.\n- Beacon Insurance is headquartered in Bergen.\n- Summit Energy was founded in 2000.\n- Zoya reports to Leila.\n- Ironwood Manufacturing is headquartered in Austin.\n- Beacon Insurance was founded in 1993.\n- Sofia works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Zoya works for Summit Energy.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3189", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5134: employee Emeka M., hired 03 January 2022, separated 03 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5134?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3190", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3191", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "restart_service", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3192", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3193", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4047: employee Nadia T., hired 08 August 2024, separated 06 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-4047 under the controlling rules.", "criteria": {"0": "$1,050", "1": "$17,333", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3194", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3195", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Ravi works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Summit Energy is headquartered in Austin.\n- Cedar Retail Group was founded in 1983.\n- Ingrid reports to Viktor.\n- Jonas reports to Stefan.\n- Vantage Air is headquartered in Dunedin.\n- Mei reports to Sofia.\n- Callum works for Vantage Air.\n- Meridian Bank was founded in 1975.\n- Callum reports to Ravi.\n- Sofia works for Summit Energy.\n- Sofia reports to Ingrid.\n- Viktor reports to Wren.\n- Stefan reports to Callum.\n- Meridian Bank is headquartered in Austin.\n- Ravi reports to Mei.\n- Felix reports to Jonas.\n- Ingrid works for Meridian Bank.\n- Cedar Retail Group is headquartered in Ghent.\n- Vantage Air was founded in 1993.\n- Felix works for Cedar Retail Group.\n- Wren works for Vantage Air.\n- Summit Energy was founded in 2015.\n- Jonas works for Summit Energy.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom was founded in 1984.\n- Anders reports to Priya.\n- Nadia reports to Omar.\n- Zoya reports to Pablo.\n- Hana reports to Bruno.\n- Priya reports to Zoya.\n- Lattice Analytics is headquartered in Basel.\n- Pablo works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Bruno reports to Nadia.\n- Beacon Insurance is headquartered in Leeds.\n- Pinnacle Software was founded in 1978.\n- Pinnacle Software is headquartered in Basel.\n- Crescent Telecom is headquartered in Ghent.\n- Omar reports to Anders.\n- Lattice Analytics was founded in 1983.\n- Nadia works for Crescent Telecom.\n- Anders works for Lattice Analytics.\n- Omar works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Beacon Insurance was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3198", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3199", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5959: employee Chiara M., hired 01 October 2024, separated 27 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5959?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Hana.\n- Kenji reports to Pablo.\n- Pablo reports to Zoya.\n- Sofia works for Meridian Bank.\n- Fernhill Foods was founded in 2000.\n- Hana works for Cobalt Health.\n- Bruno reports to Priya.\n- Meridian Bank was founded in 2003.\n- Cobalt Health is headquartered in Oslo.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1977.\n- Pablo works for Cobalt Health.\n- Zoya reports to Bruno.\n- Ravi works for Fernhill Foods.\n- Priya reports to Sofia.\n- Meridian Bank is headquartered in Oslo.\n- Ravi reports to Kenji.\n- Priya works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Zoya works for Northwind Systems.\n- Bruno works for Cobalt Health.\n- Northwind Systems was founded in 1988.\n- Northwind Systems is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sofia.\n- Mateo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1976.\n- Sofia reports to Jonas.\n- Tessa works for Beacon Insurance.\n- Atlas Freight is headquartered in Basel.\n- Beacon Insurance was founded in 2014.\n- Callum works for Beacon Insurance.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Atlas Freight was founded in 2002.\n- Mateo reports to Amara.\n- Jonas reports to Ravi.\n- Amara reports to Callum.\n- Amara works for Atlas Freight.\n- Jonas works for Cedar Retail Group.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn works for Cedar Retail Group.\n- Ravi reports to Deshawn.\n- Deshawn reports to Mateo.\n- Ironwood Manufacturing was founded in 1996.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Beacon Insurance is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3202", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1703: employee Dmitri A., hired 14 March 2023, separated 10 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-1703?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3203", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Lattice Analytics was founded in 1980.\n- Chiara reports to Tessa.\n- Mei reports to Amara.\n- Chiara works for Vantage Air.\n- Deshawn reports to Chiara.\n- Priya reports to Mei.\n- Hana reports to Kenji.\n- Anders reports to Lucia.\n- Amara reports to Anders.\n- Helios Logistics was founded in 2003.\n- Lucia works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Hana works for Beacon Insurance.\n- Helios Logistics is headquartered in Malmo.\n- Mei works for Helios Logistics.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Amara works for Lattice Analytics.\n- Beacon Insurance was founded in 1982.\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Basel.\n- Vantage Air was founded in 2012.\n- Lattice Analytics is headquartered in Malmo.\n- Tessa reports to Hana.\n- Priya works for Beacon Insurance.\n- Lucia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Chiara.\n- Ravi works for Pinnacle Software.\n- Vantage Air is headquartered in Dunedin.\n- Stefan works for Vantage Air.\n- Felix reports to Elena.\n- Chiara reports to Nadia.\n- Nadia reports to Dmitri.\n- Pinnacle Software was founded in 1996.\n- Vantage Air was founded in 1979.\n- Deshawn reports to Mateo.\n- Dmitri reports to Felix.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 1976.\n- Mateo works for Fernhill Foods.\n- Elena works for Pinnacle Software.\n- Pablo works for Northwind Systems.\n- Zoya reports to Jonas.\n- Northwind Systems was founded in 1981.\n- Chiara works for Northwind Systems.\n- Elena reports to Ravi.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Ghent.\n- Dmitri works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Pablo reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Ravi reports to Stefan.\n- Mateo reports to Zoya.\n- Felix works for Fernhill Foods.\n- Jonas works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Ironwood Manufacturing.\n- Tessa works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Felix works for Bluepine Aviation.\n- Viktor reports to Omar.\n- Emeka reports to Aisha.\n- Lattice Analytics was founded in 1980.\n- Sofia works for Ironwood Manufacturing.\n- Jonas reports to Leila.\n- Sofia reports to Dmitri.\n- Leila works for Ironwood Manufacturing.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Felix reports to Emeka.\n- Viktor works for Meridian Bank.\n- Zoya works for Ironwood Manufacturing.\n- Tessa reports to Felix.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Emeka works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2003.\n- Lucia reports to Zoya.\n- Aisha reports to Sofia.\n- Dmitri works for Meridian Bank.\n- Bluepine Aviation was founded in 1986.\n- Zoya reports to Viktor.\n- Meridian Bank was founded in 1988.\n- Meridian Bank is headquartered in Malmo.\n- Omar reports to Jonas.\n- Leila reports to Tessa.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3207", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3208", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4013: employee Dmitri B., hired 17 May 2024, separated 18 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4013?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Felix reports to Pablo.\n- Crescent Telecom was founded in 1975.\n- Helios Logistics is headquartered in Halifax.\n- Cedar Retail Group was founded in 1991.\n- Yuki works for Vantage Air.\n- Mateo reports to Mara.\n- Zoya reports to Kenji.\n- Pablo works for Cedar Retail Group.\n- Felix works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Mara reports to Felix.\n- Amara works for Vantage Air.\n- Yuki reports to Mateo.\n- Kenji reports to Sofia.\n- Vantage Air was founded in 2008.\n- Sanne reports to Amara.\n- Cedar Retail Group is headquartered in Halifax.\n- Zoya works for Crescent Telecom.\n- Helios Logistics was founded in 2007.\n- Emeka works for Crescent Telecom.\n- Anders reports to Zoya.\n- Crescent Telecom is headquartered in Malmo.\n- Pablo reports to Anders.\n- Vantage Air is headquartered in Halifax.\n- Anders works for Helios Logistics.\n- Emeka reports to Sanne.\n- Kenji works for Cedar Retail Group.\n- Sanne works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Bruno reports to Callum.\n- Cedar Retail Group was founded in 1994.\n- Chiara reports to Bruno.\n- Cedar Retail Group is headquartered in Adelaide.\n- Kenji works for Vantage Air.\n- Kenji reports to Sanne.\n- Helios Logistics is headquartered in Adelaide.\n- Omar works for Vantage Air.\n- Priya reports to Chiara.\n- Vantage Air was founded in 2005.\n- Sanne works for Meridian Bank.\n- Vantage Air is headquartered in Leeds.\n- Helios Logistics was founded in 1998.\n- Chiara works for Cedar Retail Group.\n- Mateo works for Helios Logistics.\n- Meridian Bank was founded in 2014.\n- Omar reports to Ravi.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Felix works for Helios Logistics.\n- Priya works for Cedar Retail Group.\n- Callum reports to Mateo.\n- Felix reports to Priya.\n- Ravi works for Helios Logistics.\n- Mateo reports to Kenji.\n- Ravi reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Summit Energy was founded in 1999.\n- Chiara works for Summit Energy.\n- Helios Logistics was founded in 1992.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Pablo works for Helios Logistics.\n- Viktor reports to Elena.\n- Elena works for Summit Energy.\n- Elena reports to Callum.\n- Tobias works for Helios Logistics.\n- Mara works for Lattice Analytics.\n- Mara reports to Pablo.\n- Cobalt Health was founded in 2006.\n- Lattice Analytics was founded in 1996.\n- Lucia works for Summit Energy.\n- Helios Logistics is headquartered in Bergen.\n- Callum reports to Wren.\n- Wren works for Summit Energy.\n- Chiara reports to Bruno.\n- Wren reports to Lucia.\n- Tobias reports to Mara.\n- Lattice Analytics is headquartered in Adelaide.\n- Pablo reports to Viktor.\n- Lucia reports to Chiara.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3212", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3213", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3214", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9133: employee Kenji K., hired 18 September 2023, separated 27 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9133?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Omar reports to Deshawn.\n- Aisha works for Fernhill Foods.\n- Atlas Freight is headquartered in Porto.\n- Fernhill Foods was founded in 1979.\n- Pablo reports to Mara.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Leila works for Fernhill Foods.\n- Bruno works for Summit Energy.\n- Anders works for Atlas Freight.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy was founded in 1992.\n- Dmitri reports to Pablo.\n- Mara works for Summit Energy.\n- Aisha reports to Amara.\n- Summit Energy is headquartered in Oslo.\n- Felix reports to Leila.\n- Deshawn reports to Bruno.\n- Felix works for Atlas Freight.\n- Anders reports to Aisha.\n- Leila reports to Omar.\n- Mara reports to Felix.\n- Dmitri works for Fernhill Foods.\n- Omar works for Summit Energy.\n- Viktor reports to Anders.\n- Ironwood Manufacturing was founded in 2002.\n- Fernhill Foods is headquartered in Adelaide.\n- Viktor works for Ironwood Manufacturing.\n- Bruno reports to Viktor.\n- Atlas Freight was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3216", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3217", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3218", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 September 2025): For employees hired on or after 21 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3479: employee Elena S., hired 19 January 2024, separated 28 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3479?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mara.\n- Sofia reports to Nadia.\n- Jonas reports to Leila.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Leila reports to Omar.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lattice Analytics was founded in 1983.\n- Wren reports to Lucia.\n- Mara works for Helios Logistics.\n- Vantage Air is headquartered in Cork.\n- Nadia reports to Ravi.\n- Lucia works for Helios Logistics.\n- Ravi works for Vantage Air.\n- Helios Logistics was founded in 1994.\n- Tessa reports to Sofia.\n- Mara reports to Jonas.\n- Jonas works for Helios Logistics.\n- Lattice Analytics is headquartered in Leeds.\n- Tessa works for Lattice Analytics.\n- Lucia reports to Tessa.\n- Nadia works for Helios Logistics.\n- Wren works for Bluepine Aviation.\n- Leila works for Vantage Air.\n- Helios Logistics is headquartered in Leeds.\n- Sofia works for Helios Logistics.\n- Bluepine Aviation was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Ingrid reports to Felix.\n- Sofia reports to Ingrid.\n- Summit Energy is headquartered in Basel.\n- Anders reports to Priya.\n- Priya reports to Sofia.\n- Crescent Telecom was founded in 1980.\n- Helios Logistics was founded in 1992.\n- Sofia works for Crescent Telecom.\n- Summit Energy was founded in 2004.\n- Ingrid works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1999.\n- Priya works for Summit Energy.\n- Felix reports to Kenji.\n- Kenji works for Ironwood Manufacturing.\n- Chiara works for Helios Logistics.\n- Viktor works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji reports to Viktor.\n- Viktor reports to Jonas.\n- Pablo reports to Anders.\n- Jonas works for Summit Energy.\n- Chiara reports to Pablo.\n- Helios Logistics is headquartered in Dunedin.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3221", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4511: employee Felix B., hired 08 January 2022, separated 29 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4511?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3222", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3223", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Emeka.\n- Jonas reports to Leila.\n- Deshawn works for Bluepine Aviation.\n- Mei reports to Kenji.\n- Emeka works for Lattice Analytics.\n- Felix reports to Mara.\n- Wren works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.\n- Bluepine Aviation was founded in 1975.\n- Lattice Analytics is headquartered in Adelaide.\n- Emeka reports to Wren.\n- Wren reports to Felix.\n- Lattice Analytics was founded in 2001.\n- Bruno reports to Ingrid.\n- Mara works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 2006.\n- Meridian Bank was founded in 1992.\n- Leila works for Pinnacle Software.\n- Kenji works for Bluepine Aviation.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Mei works for Bluepine Aviation.\n- Mara reports to Bruno.\n- Jonas works for Lattice Analytics.\n- Leila reports to Deshawn.\n- Ingrid reports to Pablo.\n- Bluepine Aviation is headquartered in Brno.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Mei.\n- Ingrid works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3225", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 57673\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3226", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3227", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3228", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 95448\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3229", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Stefan reports to Lucia.\n- Amara works for Cobalt Health.\n- Nadia works for Meridian Bank.\n- Cobalt Health was founded in 2000.\n- Emeka works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Lattice Analytics was founded in 1975.\n- Stefan works for Cobalt Health.\n- Lucia reports to Emeka.\n- Nadia reports to Callum.\n- Meridian Bank was founded in 1989.\n- Ravi reports to Omar.\n- Northwind Systems is headquartered in Tallinn.\n- Sofia reports to Nadia.\n- Omar works for Meridian Bank.\n- Lattice Analytics is headquartered in Lyon.\n- Cobalt Health is headquartered in Malmo.\n- Emeka reports to Bruno.\n- Ravi works for Lattice Analytics.\n- Meridian Bank is headquartered in Tallinn.\n- Northwind Systems was founded in 2002.\n- Bruno reports to Amara.\n- Amara reports to Sofia.\n- Omar reports to Stefan.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Vantage Air was founded in 1976.\n- Amara works for Vantage Air.\n- Elena reports to Kenji.\n- Ingrid reports to Amara.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Kenji reports to Hana.\n- Callum works for Crescent Telecom.\n- Amara reports to Tobias.\n- Ingrid works for Vantage Air.\n- Pinnacle Software is headquartered in Oslo.\n- Stefan reports to Sofia.\n- Bluepine Aviation was founded in 1984.\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 1990.\n- Pablo works for Vantage Air.\n- Callum reports to Ingrid.\n- Felix works for Pinnacle Software.\n- Kenji works for Bluepine Aviation.\n- Tobias reports to Dmitri.\n- Bluepine Aviation is headquartered in Tampere.\n- Sofia works for Crescent Telecom.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Elena.\n- Pinnacle Software was founded in 1978.\n- Hana works for Pinnacle Software.\n- Sofia reports to Callum.\n- Tobias works for Pinnacle Software.\n- Felix reports to Pablo.\n- Hana reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3232", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3233", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia works for Cedar Retail Group.\n- Beacon Insurance was founded in 2006.\n- Leila works for Meridian Bank.\n- Yuki works for Cedar Retail Group.\n- Nadia reports to Hana.\n- Sofia reports to Jonas.\n- Cobalt Health is headquartered in Porto.\n- Jonas works for Cedar Retail Group.\n- Cobalt Health was founded in 2008.\n- Ravi works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Leila reports to Nadia.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Jonas reports to Leila.\n- Ravi reports to Viktor.\n- Hana reports to Ravi.\n- Yuki reports to Sofia.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Hana works for Vantage Air.\n- Tobias reports to Bruno.\n- Vantage Air is headquartered in Malmo.\n- Tobias works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Cobalt Health is headquartered in Malmo.\n- Leila reports to Yuki.\n- Pinnacle Software was founded in 1998.\n- Yuki reports to Felix.\n- Bruno reports to Sofia.\n- Tessa reports to Leila.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Cobalt Health was founded in 1986.\n- Stefan reports to Tobias.\n- Stefan works for Vantage Air.\n- Sofia works for Cobalt Health.\n- Bruno works for Vantage Air.\n- Leila works for Pinnacle Software.\n- Beacon Insurance was founded in 2013.\n- Tessa works for Cobalt Health.\n- Hana reports to Stefan.\n- Sofia reports to Jonas.\n- Jonas reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2011", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3236", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3237", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Lucia.\n- Viktor works for Vantage Air.\n- Viktor reports to Wren.\n- Chiara reports to Amara.\n- Amara works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Mei works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Summit Energy is headquartered in Oslo.\n- Summit Energy was founded in 2000.\n- Yuki works for Atlas Freight.\n- Atlas Freight was founded in 2000.\n- Jonas reports to Bruno.\n- Mei reports to Chiara.\n- Sanne reports to Yuki.\n- Jonas works for Atlas Freight.\n- Tessa works for Summit Energy.\n- Vantage Air was founded in 2012.\n- Sanne works for Vantage Air.\n- Dmitri reports to Viktor.\n- Wren reports to Tessa.\n- Lucia reports to Sanne.\n- Bruno reports to Dmitri.\n- Amara reports to Jonas.\n- Bruno works for Summit Energy.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Atlas Freight is headquartered in Malmo.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Fernhill Foods.\n- Wren works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Vantage Air is headquartered in Malmo.\n- Wren reports to Bruno.\n- Amara reports to Callum.\n- Fernhill Foods was founded in 2009.\n- Yuki reports to Chiara.\n- Meridian Bank is headquartered in Valencia.\n- Pablo works for Meridian Bank.\n- Tessa reports to Deshawn.\n- Deshawn works for Meridian Bank.\n- Pablo reports to Yuki.\n- Bruno works for Fernhill Foods.\n- Deshawn reports to Lucia.\n- Callum works for Cedar Retail Group.\n- Mara reports to Amara.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Chiara reports to Viktor.\n- Lucia reports to Wren.\n- Vantage Air was founded in 1986.\n- Yuki works for Fernhill Foods.\n- Bruno reports to Pablo.\n- Viktor works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Valencia.\n- Cedar Retail Group was founded in 2002.\n- Viktor reports to Mara.\n- Lucia works for Vantage Air.\n- Chiara works for Vantage Air.\n- Meridian Bank was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3240", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3241", "family": "intent_v3", "state": "Incoming support message:\n\"78407 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3242", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3243", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6982: employee Yuki S., hired 21 October 2022, separated 02 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6982?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1989.\n- Cobalt Health was founded in 2011.\n- Tessa reports to Yuki.\n- Sofia reports to Anders.\n- Emeka reports to Amara.\n- Mei works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Summit Energy is headquartered in Nagoya.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Mei reports to Tessa.\n- Pinnacle Software is headquartered in Nagoya.\n- Amara reports to Mei.\n- Northwind Systems is headquartered in Malmo.\n- Chiara reports to Emeka.\n- Mateo works for Pinnacle Software.\n- Sofia works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Chiara works for Northwind Systems.\n- Callum works for Cobalt Health.\n- Northwind Systems was founded in 1983.\n- Zoya reports to Callum.\n- Mateo reports to Chiara.\n- Yuki reports to Sofia.\n- Cobalt Health is headquartered in Malmo.\n- Emeka works for Pinnacle Software.\n- Zoya works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Callum reports to Mateo.\n- Ingrid reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2015.\n- Emeka works for Beacon Insurance.\n- Tessa works for Lattice Analytics.\n- Mara works for Beacon Insurance.\n- Sofia works for Vantage Air.\n- Mateo works for Beacon Insurance.\n- Mateo reports to Mara.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka reports to Omar.\n- Hana works for Bluepine Aviation.\n- Lattice Analytics was founded in 1993.\n- Omar works for Lattice Analytics.\n- Callum reports to Tessa.\n- Omar reports to Callum.\n- Mara reports to Sofia.\n- Lattice Analytics is headquartered in Bergen.\n- Beacon Insurance is headquartered in Bergen.\n- Sofia reports to Hana.\n- Callum works for Beacon Insurance.\n- Vantage Air is headquartered in Adelaide.\n- Vantage Air was founded in 2013.\n- Beacon Insurance was founded in 1981.\n- Tessa reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3246", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3247", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3248", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2003.\n- Mara works for Pinnacle Software.\n- Anders reports to Elena.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Mateo reports to Pablo.\n- Elena works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Mateo works for Beacon Insurance.\n- Dmitri works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Summit Energy was founded in 1987.\n- Emeka reports to Dmitri.\n- Elena reports to Emeka.\n- Zoya reports to Omar.\n- Pablo reports to Jonas.\n- Jonas reports to Mara.\n- Northwind Systems is headquartered in Porto.\n- Pinnacle Software was founded in 1996.\n- Northwind Systems was founded in 1985.\n- Zoya works for Pinnacle Software.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software is headquartered in Adelaide.\n- Emeka works for Summit Energy.\n- Omar works for Beacon Insurance.\n- Mara reports to Anders.\n- Dmitri reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Nadia reports to Hana.\n- Atlas Freight was founded in 1987.\n- Mei reports to Mateo.\n- Lucia reports to Nadia.\n- Nadia works for Atlas Freight.\n- Zoya works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2008.\n- Mateo reports to Aisha.\n- Northwind Systems is headquartered in Tampere.\n- Jonas works for Cedar Retail Group.\n- Kenji works for Atlas Freight.\n- Dmitri reports to Mei.\n- Zoya reports to Kenji.\n- Mateo works for Atlas Freight.\n- Northwind Systems was founded in 2005.\n- Jonas reports to Zoya.\n- Dmitri works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Cedar Retail Group was founded in 2004.\n- Aisha reports to Jonas.\n- Hana works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Basel.\n- Lucia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Lyon.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Cobalt Health was founded in 1982.\n- Felix works for Atlas Freight.\n- Cobalt Health is headquartered in Oslo.\n- Bruno reports to Elena.\n- Amara reports to Kenji.\n- Elena works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Priya reports to Ravi.\n- Bruno works for Ironwood Manufacturing.\n- Lucia reports to Bruno.\n- Crescent Telecom is headquartered in Oslo.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Crescent Telecom was founded in 1993.\n- Hana works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Amara works for Ironwood Manufacturing.\n- Hana reports to Felix.\n- Atlas Freight is headquartered in Adelaide.\n- Ravi works for Cobalt Health.\n- Jonas reports to Amara.\n- Kenji reports to Stefan.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Omar reports to Hana.\n- Priya works for Crescent Telecom.\n- Elena reports to Omar.\n- Kenji works for Ironwood Manufacturing.\n- Ravi reports to Lucia.\n- Stefan reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Nadia reports to Viktor.\n- Nadia works for Ironwood Manufacturing.\n- Tobias reports to Wren.\n- Omar works for Cobalt Health.\n- Cedar Retail Group is headquartered in Valencia.\n- Mei works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Mei reports to Lucia.\n- Cobalt Health was founded in 2003.\n- Omar reports to Leila.\n- Sofia reports to Nadia.\n- Beacon Insurance is headquartered in Ghent.\n- Wren works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Leila reports to Sofia.\n- Wren reports to Omar.\n- Viktor works for Cobalt Health.\n- Leila works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2005.\n- Lucia reports to Elena.\n- Tobias works for Cobalt Health.\n- Lucia works for Cedar Retail Group.\n- Elena reports to Tobias.\n- Beacon Insurance was founded in 1994.\n- Cobalt Health is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3253", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "scale_up", "3": "rotate_keys", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3254", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3255", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 March 2023): For employees hired on or after 16 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1209: employee Bruno B., hired 20 May 2022, separated 14 February 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-1209 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,400", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Valencia.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1995.\n- Dmitri reports to Stefan.\n- Crescent Telecom is headquartered in Valencia.\n- Lattice Analytics is headquartered in Tallinn.\n- Mara works for Lattice Analytics.\n- Stefan works for Crescent Telecom.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias reports to Dmitri.\n- Hana reports to Mara.\n- Stefan reports to Bruno.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom was founded in 1983.\n- Ravi reports to Hana.\n- Hana works for Crescent Telecom.\n- Mara reports to Tobias.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Bruno reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3257", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4810: employee Tessa A., hired 05 August 2021, separated 22 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4810?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Summit Energy was founded in 1975.\n- Chiara reports to Mei.\n- Chiara works for Northwind Systems.\n- Stefan reports to Yuki.\n- Aisha reports to Mara.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 2009.\n- Yuki reports to Zoya.\n- Jonas works for Summit Energy.\n- Cobalt Health was founded in 2003.\n- Cobalt Health is headquartered in Porto.\n- Jonas reports to Deshawn.\n- Priya works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Bruno works for Summit Energy.\n- Mei reports to Bruno.\n- Mara reports to Sofia.\n- Stefan works for Summit Energy.\n- Deshawn works for Northwind Systems.\n- Priya reports to Aisha.\n- Sofia works for Cobalt Health.\n- Bruno reports to Priya.\n- Northwind Systems is headquartered in Porto.\n- Zoya reports to Chiara.\n- Deshawn reports to Stefan.\n- Northwind Systems was founded in 1975.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Summit Energy is headquartered in Porto.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3259", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6237: employee Wren K., hired 09 October 2020, separated 13 November 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6237?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3260", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Stefan.\n- Bruno works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mei works for Cedar Retail Group.\n- Lucia works for Atlas Freight.\n- Fernhill Foods was founded in 2004.\n- Fernhill Foods is headquartered in Leeds.\n- Anders works for Ironwood Manufacturing.\n- Dmitri reports to Elena.\n- Cedar Retail Group was founded in 2006.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Atlas Freight was founded in 1980.\n- Atlas Freight is headquartered in Basel.\n- Anders reports to Kenji.\n- Mei reports to Bruno.\n- Lucia reports to Dmitri.\n- Elena works for Fernhill Foods.\n- Stefan works for Atlas Freight.\n- Bruno reports to Anders.\n- Ironwood Manufacturing was founded in 1981.\n- Kenji works for Ironwood Manufacturing.\n- Elena reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1975", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3262", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7716: employee Aisha M., hired 01 October 2022, separated 14 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7716?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3263", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Tessa works for Lattice Analytics.\n- Fernhill Foods was founded in 1977.\n- Anders reports to Tessa.\n- Lattice Analytics is headquartered in Nagoya.\n- Pablo reports to Stefan.\n- Yuki reports to Pablo.\n- Deshawn works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Mara reports to Felix.\n- Fernhill Foods is headquartered in Adelaide.\n- Ravi reports to Mara.\n- Ravi works for Fernhill Foods.\n- Northwind Systems was founded in 1980.\n- Pinnacle Software is headquartered in Ghent.\n- Pablo works for Fernhill Foods.\n- Northwind Systems is headquartered in Adelaide.\n- Stefan reports to Deshawn.\n- Mara works for Pinnacle Software.\n- Felix reports to Anders.\n- Yuki works for Fernhill Foods.\n- Anders works for Northwind Systems.\n- Tessa reports to Omar.\n- Pinnacle Software was founded in 1981.\n- Stefan works for Fernhill Foods.\n- Omar reports to Yuki.\n- Lattice Analytics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3265", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3266", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3267", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3268", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2929: employee Priya R., hired 12 November 2021, separated 15 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2929?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3269", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9162: employee Stefan R., hired 31 May 2023, separated 21 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9162?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mei.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 1987.\n- Leila reports to Tessa.\n- Mei works for Bluepine Aviation.\n- Ingrid works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1987.\n- Bluepine Aviation is headquartered in Basel.\n- Meridian Bank is headquartered in Nagoya.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Ingrid reports to Ravi.\n- Bluepine Aviation was founded in 2012.\n- Sofia works for Fernhill Foods.\n- Ravi reports to Yuki.\n- Mei reports to Sofia.\n- Ironwood Manufacturing was founded in 2007.\n- Amara reports to Mateo.\n- Leila works for Ironwood Manufacturing.\n- Mateo works for Meridian Bank.\n- Yuki reports to Leila.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ravi works for Fernhill Foods.\n- Tessa works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Stefan reports to Amara.\n- Sofia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3271", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3272", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Anders reports to Jonas.\n- Jonas works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Yuki reports to Anders.\n- Summit Energy is headquartered in Bergen.\n- Pinnacle Software is headquartered in Austin.\n- Ravi works for Lattice Analytics.\n- Meridian Bank was founded in 2011.\n- Amara works for Summit Energy.\n- Nadia reports to Amara.\n- Lattice Analytics was founded in 1980.\n- Jonas reports to Sanne.\n- Viktor works for Pinnacle Software.\n- Nadia works for Summit Energy.\n- Summit Energy was founded in 1995.\n- Pinnacle Software was founded in 1998.\n- Sanne reports to Viktor.\n- Lattice Analytics is headquartered in Tallinn.\n- Sanne works for Summit Energy.\n- Anders works for Pinnacle Software.\n- Amara reports to Ravi.\n- Ravi reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3274", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1299: employee Bruno M., hired 26 October 2020, separated 30 June 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1299?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3275", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 29395 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3276", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 71213 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3277", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1829: employee Mara T., hired 28 January 2024, separated 15 October 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-1829 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$6,000", "2": "$2,100", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3278", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9862: employee Mateo S., hired 02 March 2023, separated 20 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9862?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Chiara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Tampere.\n- Cedar Retail Group was founded in 2002.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Jonas works for Cobalt Health.\n- Ravi reports to Viktor.\n- Vantage Air was founded in 2011.\n- Atlas Freight was founded in 2009.\n- Mateo reports to Jonas.\n- Omar works for Vantage Air.\n- Sofia works for Cobalt Health.\n- Vantage Air is headquartered in Tampere.\n- Callum reports to Elena.\n- Elena works for Vantage Air.\n- Ravi works for Cobalt Health.\n- Anders reports to Sofia.\n- Mateo works for Vantage Air.\n- Elena reports to Mateo.\n- Cobalt Health was founded in 1983.\n- Cobalt Health is headquartered in Lyon.\n- Sofia reports to Callum.\n- Callum works for Cobalt Health.\n- Jonas reports to Chiara.\n- Viktor reports to Anders.\n- Omar reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3280", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3281", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "send_message", "3": "play_music", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3282", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9158: employee Yuki R., hired 12 January 2023, separated 10 January 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-9158 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,625", "2": "$15,167", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Omar reports to Zoya.\n- Pinnacle Software was founded in 2011.\n- Yuki reports to Tobias.\n- Chiara reports to Anders.\n- Zoya works for Meridian Bank.\n- Viktor works for Cobalt Health.\n- Meridian Bank is headquartered in Nagoya.\n- Viktor reports to Omar.\n- Fernhill Foods was founded in 2002.\n- Anders reports to Viktor.\n- Meridian Bank was founded in 1994.\n- Cobalt Health was founded in 1996.\n- Pinnacle Software is headquartered in Porto.\n- Anders works for Fernhill Foods.\n- Tobias reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Omar works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Zoya reports to Ravi.\n- Fernhill Foods is headquartered in Porto.\n- Cobalt Health is headquartered in Porto.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3284", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3285", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6521: employee Leila R., hired 23 September 2022, separated 02 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6521?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3286", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1984.\n- Felix reports to Sofia.\n- Crescent Telecom was founded in 1991.\n- Emeka works for Crescent Telecom.\n- Bruno reports to Tobias.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Omar.\n- Wren works for Beacon Insurance.\n- Pablo works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Amara reports to Felix.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pinnacle Software was founded in 1977.\n- Hana works for Ironwood Manufacturing.\n- Tobias reports to Amara.\n- Pablo reports to Emeka.\n- Nadia works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Felix works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Malmo.\n- Omar reports to Pablo.\n- Yuki reports to Hana.\n- Pinnacle Software is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2005.\n- Nadia reports to Bruno.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Cork.\n- Wren reports to Yuki.\n- Bruno works for Ironwood Manufacturing.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3288", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3289", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3290", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "control_lights", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3291", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4998: employee Mei K., hired 13 May 2023, separated 11 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4998?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2013.\n- Callum works for Summit Energy.\n- Elena reports to Pablo.\n- Ironwood Manufacturing was founded in 2006.\n- Leila reports to Jonas.\n- Elena works for Summit Energy.\n- Felix reports to Mei.\n- Summit Energy is headquartered in Basel.\n- Beacon Insurance was founded in 1988.\n- Tobias reports to Stefan.\n- Pablo works for Beacon Insurance.\n- Jonas reports to Tobias.\n- Leila works for Cedar Retail Group.\n- Callum reports to Leila.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Mei reports to Yuki.\n- Stefan reports to Elena.\n- Tobias works for Ironwood Manufacturing.\n- Yuki reports to Callum.\n- Beacon Insurance is headquartered in Malmo.\n- Jonas works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Porto.\n- Felix works for Beacon Insurance.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Bruno.\n- Helios Logistics is headquartered in Turku.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Anders works for Helios Logistics.\n- Meridian Bank was founded in 1984.\n- Ravi works for Helios Logistics.\n- Anders reports to Lucia.\n- Sofia reports to Anders.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 1987.\n- Cobalt Health was founded in 1985.\n- Callum works for Helios Logistics.\n- Sofia works for Northwind Systems.\n- Helios Logistics was founded in 1975.\n- Ravi reports to Sofia.\n- Bruno reports to Stefan.\n- Stefan reports to Wren.\n- Wren reports to Callum.\n- Lucia works for Helios Logistics.\n- Stefan works for Northwind Systems.\n- Cobalt Health is headquartered in Basel.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3294", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Crescent Telecom was founded in 2006.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 2005.\n- Wren reports to Tessa.\n- Omar works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Wren works for Cedar Retail Group.\n- Tobias works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Crescent Telecom is headquartered in Austin.\n- Yuki reports to Tobias.\n- Anders reports to Mei.\n- Amara works for Cedar Retail Group.\n- Amara reports to Zoya.\n- Fernhill Foods was founded in 2004.\n- Lucia reports to Viktor.\n- Vantage Air is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1997.\n- Viktor works for Crescent Telecom.\n- Omar reports to Anders.\n- Ingrid reports to Wren.\n- Fernhill Foods is headquartered in Tampere.\n- Tessa reports to Amara.\n- Tobias reports to Lucia.\n- Zoya reports to Omar.\n- Tessa works for Vantage Air.\n- Viktor reports to Ingrid.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3296", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Priya.\n- Anders works for Lattice Analytics.\n- Yuki works for Bluepine Aviation.\n- Bruno reports to Jonas.\n- Jonas reports to Kenji.\n- Stefan reports to Yuki.\n- Lattice Analytics was founded in 1986.\n- Bruno works for Lattice Analytics.\n- Zoya reports to Anders.\n- Bluepine Aviation is headquartered in Tampere.\n- Stefan works for Lattice Analytics.\n- Priya reports to Zoya.\n- Bluepine Aviation was founded in 1983.\n- Jonas works for Atlas Freight.\n- Viktor reports to Omar.\n- Omar reports to Bruno.\n- Lattice Analytics is headquartered in Basel.\n- Priya works for Bluepine Aviation.\n- Zoya works for Atlas Freight.\n- Beacon Insurance was founded in 1996.\n- Kenji works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 1997.\n- Beacon Insurance is headquartered in Cork.\n- Omar works for Lattice Analytics.\n- Anders reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1984", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3298", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "send_message", "2": "control_lights", "3": "set_alarm", "4": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Meridian Bank was founded in 1998.\n- Nadia works for Summit Energy.\n- Felix works for Meridian Bank.\n- Kenji works for Summit Energy.\n- Nadia reports to Bruno.\n- Summit Energy was founded in 1976.\n- Lucia reports to Nadia.\n- Summit Energy is headquartered in Turku.\n- Beacon Insurance was founded in 2001.\n- Bruno reports to Omar.\n- Kenji reports to Anders.\n- Meridian Bank is headquartered in Leeds.\n- Wren works for Meridian Bank.\n- Beacon Insurance is headquartered in Leeds.\n- Ingrid works for Meridian Bank.\n- Ingrid reports to Wren.\n- Bruno works for Bluepine Aviation.\n- Zoya reports to Ravi.\n- Zoya works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Omar reports to Ingrid.\n- Bluepine Aviation was founded in 1996.\n- Wren reports to Felix.\n- Felix reports to Kenji.\n- Lucia works for Bluepine Aviation.\n- Ravi reports to Lucia.\n- Jonas works for Summit Energy.\n- Anders reports to Jonas.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3300", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3301", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Mei works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1984.\n- Elena reports to Omar.\n- Bluepine Aviation was founded in 1976.\n- Zoya reports to Viktor.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Nadia reports to Wren.\n- Viktor reports to Nadia.\n- Zoya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Leeds.\n- Lattice Analytics is headquartered in Malmo.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Hana reports to Elena.\n- Elena works for Fernhill Foods.\n- Omar reports to Aisha.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Mei reports to Zoya.\n- Sofia works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Sofia reports to Hana.\n- Wren works for Fernhill Foods.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Deshawn.\n- Lucia reports to Ravi.\n- Beacon Insurance was founded in 1981.\n- Stefan works for Pinnacle Software.\n- Ravi reports to Pablo.\n- Stefan reports to Lucia.\n- Pinnacle Software is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Fernhill Foods was founded in 2009.\n- Pinnacle Software was founded in 1979.\n- Meridian Bank is headquartered in Bergen.\n- Ravi works for Beacon Insurance.\n- Pablo works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Elena reports to Stefan.\n- Tobias reports to Dmitri.\n- Pablo reports to Tobias.\n- Meridian Bank was founded in 1995.\n- Lucia works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Fernhill Foods is headquartered in Oslo.\n- Dmitri works for Beacon Insurance.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3304", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6066: employee Deshawn K., hired 11 March 2023, separated 27 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6066?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3305", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7026: employee Jonas A., hired 30 July 2023, separated 18 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-7026 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$17,333", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3306", "family": "intent_hardneg", "state": "Incoming support message:\n\"90310 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3307", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Sanne reports to Emeka.\n- Atlas Freight was founded in 2009.\n- Dmitri reports to Omar.\n- Chiara reports to Sanne.\n- Northwind Systems is headquartered in Malmo.\n- Bruno reports to Chiara.\n- Tobias works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Sanne works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Felix works for Pinnacle Software.\n- Northwind Systems was founded in 1986.\n- Bruno works for Atlas Freight.\n- Felix reports to Nadia.\n- Nadia works for Pinnacle Software.\n- Emeka reports to Tobias.\n- Lucia works for Atlas Freight.\n- Beacon Insurance was founded in 1981.\n- Beacon Insurance is headquartered in Ghent.\n- Pinnacle Software was founded in 1975.\n- Atlas Freight is headquartered in Malmo.\n- Pinnacle Software is headquartered in Leeds.\n- Lucia reports to Bruno.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3309", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to text someone", "3": "asks about weather", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3310", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3311", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1985.\n- Lucia works for Vantage Air.\n- Fernhill Foods was founded in 2015.\n- Nadia reports to Yuki.\n- Nadia works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Brno.\n- Yuki works for Lattice Analytics.\n- Vantage Air is headquartered in Brno.\n- Tessa works for Lattice Analytics.\n- Lucia reports to Elena.\n- Yuki reports to Tessa.\n- Anders reports to Dmitri.\n- Mara reports to Anders.\n- Dmitri reports to Lucia.\n- Lattice Analytics is headquartered in Malmo.\n- Mara works for Lattice Analytics.\n- Tessa reports to Mara.\n- Anders works for Fernhill Foods.\n- Lattice Analytics was founded in 2004.\n- Fernhill Foods is headquartered in Malmo.\n- Vantage Air was founded in 1979.\n- Elena works for Vantage Air.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "2007", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3313", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3314", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Priya.\n- Amara reports to Chiara.\n- Anders reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Beacon Insurance was founded in 1982.\n- Chiara reports to Mei.\n- Fernhill Foods was founded in 1995.\n- Beacon Insurance is headquartered in Turku.\n- Yuki reports to Sofia.\n- Yuki works for Pinnacle Software.\n- Atlas Freight is headquartered in Tallinn.\n- Deshawn reports to Yuki.\n- Amara works for Beacon Insurance.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 1982.\n- Fernhill Foods is headquartered in Brno.\n- Mateo works for Atlas Freight.\n- Pinnacle Software was founded in 1990.\n- Mei reports to Mateo.\n- Aisha works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Fernhill Foods.\n- Priya reports to Anders.\n- Sofia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3316", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 30998 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2015.\n- Aisha reports to Ingrid.\n- Stefan reports to Anders.\n- Crescent Telecom is headquartered in Tampere.\n- Ingrid reports to Kenji.\n- Beacon Insurance was founded in 1987.\n- Bruno reports to Mei.\n- Helios Logistics is headquartered in Bergen.\n- Anders works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1986.\n- Anders reports to Aisha.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Ravi.\n- Stefan works for Helios Logistics.\n- Mei reports to Stefan.\n- Helios Logistics was founded in 1983.\n- Beacon Insurance is headquartered in Bergen.\n- Bruno works for Helios Logistics.\n- Mei works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ingrid works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3318", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Sofia reports to Tobias.\n- Beacon Insurance is headquartered in Brno.\n- Sofia works for Fernhill Foods.\n- Viktor reports to Felix.\n- Bruno reports to Zoya.\n- Lattice Analytics was founded in 1980.\n- Viktor works for Beacon Insurance.\n- Felix reports to Callum.\n- Emeka reports to Bruno.\n- Bruno works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Aisha reports to Viktor.\n- Felix works for Beacon Insurance.\n- Amara reports to Emeka.\n- Lattice Analytics is headquartered in Brno.\n- Callum works for Northwind Systems.\n- Zoya works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Tobias reports to Aisha.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods was founded in 1995.\n- Zoya reports to Sofia.\n- Beacon Insurance was founded in 2011.\n- Northwind Systems was founded in 2001.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1975", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3320", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3321", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Tessa.\n- Felix works for Vantage Air.\n- Tessa works for Fernhill Foods.\n- Bluepine Aviation was founded in 2010.\n- Bruno reports to Felix.\n- Felix reports to Sofia.\n- Priya reports to Leila.\n- Bruno works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Porto.\n- Vantage Air is headquartered in Porto.\n- Leila works for Beacon Insurance.\n- Tessa reports to Priya.\n- Sofia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1979.\n- Vantage Air was founded in 2000.\n- Amara reports to Sanne.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Porto.\n- Sofia reports to Amara.\n- Beacon Insurance was founded in 2011.\n- Bluepine Aviation is headquartered in Tallinn.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3323", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9152: employee Sanne M., hired 29 November 2023, separated 09 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9152?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3324", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Nagoya.\n- Yuki works for Helios Logistics.\n- Mateo reports to Chiara.\n- Lattice Analytics was founded in 1979.\n- Vantage Air was founded in 1993.\n- Helios Logistics was founded in 2010.\n- Omar reports to Sofia.\n- Leila works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Chiara reports to Omar.\n- Omar works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Mateo works for Vantage Air.\n- Meridian Bank is headquartered in Nagoya.\n- Helios Logistics is headquartered in Nagoya.\n- Ravi reports to Mateo.\n- Meridian Bank was founded in 2005.\n- Vantage Air is headquartered in Cork.\n- Ravi works for Meridian Bank.\n- Felix reports to Aisha.\n- Viktor reports to Yuki.\n- Sofia works for Vantage Air.\n- Leila reports to Deshawn.\n- Elena reports to Felix.\n- Felix works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Sofia reports to Elena.\n- Aisha reports to Viktor.\n- Yuki reports to Leila.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Kenji reports to Felix.\n- Kenji works for Pinnacle Software.\n- Tobias reports to Viktor.\n- Lucia reports to Tobias.\n- Amara reports to Dmitri.\n- Atlas Freight is headquartered in Porto.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Amara.\n- Dmitri works for Meridian Bank.\n- Pinnacle Software is headquartered in Turku.\n- Summit Energy was founded in 1997.\n- Amara works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Felix works for Summit Energy.\n- Jonas reports to Ingrid.\n- Viktor reports to Jonas.\n- Meridian Bank was founded in 1987.\n- Tobias works for Meridian Bank.\n- Summit Energy is headquartered in Bergen.\n- Felix reports to Sanne.\n- Jonas works for Meridian Bank.\n- Atlas Freight was founded in 1985.\n- Viktor works for Atlas Freight.\n- Pinnacle Software was founded in 2009.\n- Sanne reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3327", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6358: employee Yuki A., hired 06 June 2023, separated 11 November 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6358?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3328", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9058: employee Anders B., hired 16 January 2021, separated 03 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9058?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3329", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1184: employee Hana T., hired 21 April 2021, separated 14 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-1184 under the controlling rules.", "criteria": {"0": "$3,900", "1": "$21,233", "2": "$4,950", "3": "$4,900"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Felix reports to Zoya.\n- Callum works for Ironwood Manufacturing.\n- Priya reports to Dmitri.\n- Priya works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.\n- Lattice Analytics was founded in 2015.\n- Tobias reports to Priya.\n- Ironwood Manufacturing was founded in 1992.\n- Aisha reports to Felix.\n- Cobalt Health was founded in 2011.\n- Tobias works for Lattice Analytics.\n- Stefan reports to Hana.\n- Ingrid works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Meridian Bank was founded in 1975.\n- Ingrid reports to Callum.\n- Viktor reports to Aisha.\n- Zoya reports to Tobias.\n- Emeka reports to Stefan.\n- Felix works for Cobalt Health.\n- Hana reports to Viktor.\n- Dmitri reports to Ingrid.\n- Aisha works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Cobalt Health is headquartered in Leeds.\n- Meridian Bank is headquartered in Valencia.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3331", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3332", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7831: employee Anders T., hired 04 October 2022, separated 13 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-7831 under the controlling rules.", "criteria": {"0": "$36,400", "1": "$9,400", "2": "$8,500", "3": "$8,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3333", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8521: employee Yuki M., hired 20 October 2021, separated 09 December 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-8521 under the controlling rules.", "criteria": {"0": "$55,250", "1": "$11,750", "2": "$12,812", "3": "$12,750"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3334", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3502: employee Bruno S., hired 15 September 2021, separated 04 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3502?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3335", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3336", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Crescent Telecom was founded in 1976.\n- Yuki reports to Omar.\n- Wren reports to Zoya.\n- Callum works for Northwind Systems.\n- Atlas Freight is headquartered in Nagoya.\n- Priya works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Wren works for Cedar Retail Group.\n- Leila works for Northwind Systems.\n- Omar reports to Leila.\n- Atlas Freight was founded in 2009.\n- Leila reports to Chiara.\n- Pablo works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Priya reports to Callum.\n- Yuki works for Atlas Freight.\n- Callum reports to Elena.\n- Chiara works for Atlas Freight.\n- Northwind Systems is headquartered in Bergen.\n- Dmitri reports to Yuki.\n- Omar works for Northwind Systems.\n- Pablo reports to Nadia.\n- Chiara reports to Priya.\n- Elena reports to Wren.\n- Nadia reports to Dmitri.\n- Cedar Retail Group was founded in 1991.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Tessa works for Vantage Air.\n- Lattice Analytics was founded in 1989.\n- Vantage Air is headquartered in Ghent.\n- Lattice Analytics is headquartered in Adelaide.\n- Zoya reports to Priya.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Tessa reports to Zoya.\n- Priya reports to Stefan.\n- Mei works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Helios Logistics is headquartered in Tampere.\n- Priya works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Helios Logistics was founded in 2010.\n- Stefan reports to Sofia.\n- Sofia reports to Aisha.\n- Jonas works for Lattice Analytics.\n- Mei reports to Tessa.\n- Northwind Systems was founded in 1996.\n- Aisha works for Vantage Air.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2008", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3340", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3341", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 5, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1045: employee Mateo T., hired 11 May 2022, separated 17 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1045?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Halifax.\n- Omar reports to Jonas.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Omar works for Beacon Insurance.\n- Fernhill Foods was founded in 2006.\n- Ravi works for Fernhill Foods.\n- Jonas works for Beacon Insurance.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Omar.\n- Callum reports to Priya.\n- Stefan works for Pinnacle Software.\n- Viktor works for Beacon Insurance.\n- Jonas reports to Yuki.\n- Callum works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Porto.\n- Priya reports to Stefan.\n- Pinnacle Software was founded in 2009.\n- Priya works for Ironwood Manufacturing.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Yuki reports to Callum.\n- Stefan reports to Ravi.\n- Ravi reports to Viktor.\n- Beacon Insurance was founded in 1996.\n- Elena reports to Emeka.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Chiara.\n- Summit Energy was founded in 2008.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1990.\n- Tobias works for Ironwood Manufacturing.\n- Mei works for Vantage Air.\n- Yuki works for Ironwood Manufacturing.\n- Callum reports to Tobias.\n- Tobias reports to Bruno.\n- Chiara reports to Yuki.\n- Deshawn reports to Sofia.\n- Vantage Air was founded in 1977.\n- Elena reports to Tessa.\n- Mei reports to Deshawn.\n- Chiara works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Sofia reports to Elena.\n- Callum works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Yuki reports to Sanne.\n- Atlas Freight is headquartered in Brno.\n- Sanne reports to Leila.\n- Atlas Freight was founded in 1989.\n- Bruno works for Summit Energy.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Tessa works for Ironwood Manufacturing.\n- Sanne works for Atlas Freight.\n- Tessa reports to Callum.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3344", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3345", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8540: employee Omar M., hired 08 December 2021, separated 06 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8540?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3346", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 13511, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Jonas.\n- Wren reports to Ravi.\n- Wren works for Meridian Bank.\n- Ravi works for Vantage Air.\n- Mei works for Meridian Bank.\n- Atlas Freight was founded in 2005.\n- Zoya reports to Felix.\n- Pablo reports to Mei.\n- Yuki reports to Pablo.\n- Felix reports to Yuki.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 1977.\n- Nadia works for Meridian Bank.\n- Atlas Freight is headquartered in Halifax.\n- Zoya works for Vantage Air.\n- Pablo works for Meridian Bank.\n- Mei reports to Nadia.\n- Yuki works for Meridian Bank.\n- Jonas reports to Zoya.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Vantage Air is headquartered in Lyon.\n- Jonas works for Meridian Bank.\n- Vantage Air was founded in 2000.\n- Nadia reports to Chiara.\n- Felix works for Meridian Bank.\n- Cobalt Health was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3348", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3349", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Crescent Telecom was founded in 2012.\n- Mateo works for Lattice Analytics.\n- Helios Logistics was founded in 1981.\n- Kenji reports to Callum.\n- Callum works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Viktor reports to Kenji.\n- Vantage Air is headquartered in Malmo.\n- Tessa works for Crescent Telecom.\n- Lattice Analytics is headquartered in Porto.\n- Callum reports to Tessa.\n- Crescent Telecom is headquartered in Tampere.\n- Amara reports to Yuki.\n- Viktor works for Crescent Telecom.\n- Dmitri reports to Viktor.\n- Helios Logistics is headquartered in Tampere.\n- Mateo reports to Amara.\n- Yuki works for Vantage Air.\n- Amara works for Crescent Telecom.\n- Lattice Analytics was founded in 1994.\n- Vantage Air was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3351", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3352", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7137: employee Stefan K., hired 11 June 2022, separated 27 October 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2025-7137 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$7,000", "3": "$5,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3353", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5206: employee Callum T., hired 17 January 2022, separated 03 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5206?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3354", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3355", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3356", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9717: employee Callum M., hired 29 November 2022, separated 24 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9717?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9717 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3357", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Kenji.\n- Bluepine Aviation is headquartered in Malmo.\n- Jonas works for Summit Energy.\n- Mateo works for Summit Energy.\n- Lucia works for Summit Energy.\n- Zoya works for Pinnacle Software.\n- Lucia reports to Deshawn.\n- Northwind Systems was founded in 1979.\n- Kenji works for Northwind Systems.\n- Summit Energy was founded in 1976.\n- Pinnacle Software was founded in 2005.\n- Emeka reports to Hana.\n- Zoya reports to Mateo.\n- Aisha works for Northwind Systems.\n- Aisha reports to Jonas.\n- Hana works for Pinnacle Software.\n- Deshawn reports to Emeka.\n- Northwind Systems is headquartered in Malmo.\n- Summit Energy is headquartered in Tampere.\n- Ingrid works for Summit Energy.\n- Mateo reports to Ingrid.\n- Bluepine Aviation was founded in 1997.\n- Emeka works for Summit Energy.\n- Kenji reports to Aisha.\n- Pinnacle Software is headquartered in Tallinn.\n- Ingrid reports to Lucia.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3358", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7071: employee Deshawn B., hired 26 January 2022, separated 12 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7071?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3359", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2900: employee Elena R., hired 19 October 2020, separated 12 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2900?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Aisha reports to Sanne.\n- Helios Logistics is headquartered in Lyon.\n- Dmitri works for Beacon Insurance.\n- Tessa works for Helios Logistics.\n- Ravi works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Emeka reports to Felix.\n- Beacon Insurance was founded in 2012.\n- Emeka works for Ironwood Manufacturing.\n- Stefan reports to Emeka.\n- Helios Logistics was founded in 2013.\n- Beacon Insurance is headquartered in Leeds.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Tessa.\n- Tessa reports to Aisha.\n- Ravi reports to Stefan.\n- Cedar Retail Group was founded in 2011.\n- Aisha works for Beacon Insurance.\n- Dmitri reports to Ravi.\n- Ironwood Manufacturing was founded in 1989.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Kenji.\n- Northwind Systems is headquartered in Tallinn.\n- Lucia works for Pinnacle Software.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Pinnacle Software was founded in 2001.\n- Chiara reports to Anders.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia reports to Sofia.\n- Helios Logistics is headquartered in Ghent.\n- Yuki works for Helios Logistics.\n- Northwind Systems was founded in 1994.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Yuki.\n- Leila works for Helios Logistics.\n- Mara reports to Chiara.\n- Helios Logistics was founded in 2003.\n- Mara works for Beacon Insurance.\n- Callum works for Northwind Systems.\n- Yuki reports to Callum.\n- Sofia reports to Amara.\n- Beacon Insurance was founded in 2001.\n- Kenji works for Pinnacle Software.\n- Leila reports to Bruno.\n- Sofia works for Beacon Insurance.\n- Amara reports to Mara.\n- Anders reports to Leila.\n- Bruno works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Callum reports to Aisha.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3362", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2011: employee Tobias A., hired 17 March 2020, separated 08 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2011?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mateo.\n- Lattice Analytics is headquartered in Porto.\n- Bruno works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Anders works for Northwind Systems.\n- Mateo reports to Anders.\n- Lattice Analytics was founded in 2007.\n- Bruno reports to Tobias.\n- Omar works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Ravi works for Lattice Analytics.\n- Viktor reports to Callum.\n- Northwind Systems is headquartered in Tampere.\n- Amara reports to Omar.\n- Mei reports to Ravi.\n- Cobalt Health is headquartered in Lyon.\n- Viktor works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Dmitri reports to Viktor.\n- Mateo works for Lattice Analytics.\n- Cobalt Health was founded in 2015.\n- Tobias reports to Pablo.\n- Northwind Systems was founded in 1980.\n- Anders reports to Dmitri.\n- Callum works for Northwind Systems.\n- Dmitri works for Lattice Analytics.\n- Meridian Bank was founded in 2015.\n- Tobias works for Meridian Bank.\n- Omar reports to Bruno.\n- Meridian Bank is headquartered in Lyon.\n- Ravi reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mei.\n- Chiara works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Crescent Telecom was founded in 1991.\n- Priya works for Crescent Telecom.\n- Callum reports to Chiara.\n- Beacon Insurance was founded in 2010.\n- Helios Logistics was founded in 1991.\n- Ingrid reports to Mateo.\n- Tobias reports to Priya.\n- Chiara reports to Ingrid.\n- Crescent Telecom is headquartered in Brno.\n- Cedar Retail Group is headquartered in Lyon.\n- Emeka works for Helios Logistics.\n- Mateo reports to Ravi.\n- Cedar Retail Group was founded in 2013.\n- Mei reports to Amara.\n- Ravi works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Ravi reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Callum works for Crescent Telecom.\n- Amara reports to Emeka.\n- Mateo works for Crescent Telecom.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Felix works for Cobalt Health.\n- Sofia works for Lattice Analytics.\n- Hana reports to Leila.\n- Chiara reports to Ravi.\n- Sofia reports to Mara.\n- Vantage Air was founded in 1993.\n- Mara reports to Aisha.\n- Felix reports to Sofia.\n- Cobalt Health was founded in 2012.\n- Aisha works for Cobalt Health.\n- Kenji works for Lattice Analytics.\n- Kenji reports to Chiara.\n- Chiara works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.\n- Leila reports to Kenji.\n- Ravi works for Lattice Analytics.\n- Leila works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.\n- Aisha reports to Hana.\n- Vantage Air is headquartered in Ghent.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 2004.\n- Mara works for Vantage Air.\n- Ravi reports to Tessa.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3366", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7024: employee Viktor M., hired 15 February 2022, separated 19 June 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7024?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3367", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2309: employee Felix A., hired 14 January 2022, separated 06 October 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-2309 under the controlling rules.", "criteria": {"0": "$4,625", "1": "$4,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3368", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1004: employee Amara M., hired 09 February 2024, separated 26 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1004?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Anders.\n- Anders works for Crescent Telecom.\n- Nadia works for Meridian Bank.\n- Deshawn reports to Tobias.\n- Ravi reports to Emeka.\n- Emeka works for Summit Energy.\n- Ingrid works for Helios Logistics.\n- Sofia works for Meridian Bank.\n- Helios Logistics is headquartered in Tallinn.\n- Priya works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Tobias reports to Yuki.\n- Nadia reports to Ravi.\n- Summit Energy was founded in 1985.\n- Priya reports to Ingrid.\n- Emeka reports to Jonas.\n- Summit Energy is headquartered in Tallinn.\n- Tobias works for Crescent Telecom.\n- Sofia reports to Priya.\n- Anders reports to Amara.\n- Crescent Telecom was founded in 1981.\n- Deshawn works for Meridian Bank.\n- Amara reports to Deshawn.\n- Helios Logistics was founded in 2006.\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Amara works for Meridian Bank.\n- Crescent Telecom is headquartered in Brno.\n- Meridian Bank was founded in 1988.\n- Yuki reports to Nadia.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3370", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3371", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8733: employee Aisha B., hired 10 February 2023, separated 10 January 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-8733 under the controlling rules.", "criteria": {"0": "$4,933", "1": "$22,500", "2": "$5,192", "3": "$7,192"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Emeka.\n- Emeka reports to Chiara.\n- Mara works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Leila reports to Deshawn.\n- Leila works for Pinnacle Software.\n- Cedar Retail Group was founded in 2001.\n- Pinnacle Software is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Dunedin.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid works for Cedar Retail Group.\n- Amara works for Vantage Air.\n- Pinnacle Software was founded in 1976.\n- Felix reports to Amara.\n- Wren reports to Felix.\n- Ironwood Manufacturing was founded in 1996.\n- Mara reports to Ingrid.\n- Chiara reports to Mara.\n- Deshawn reports to Wren.\n- Vantage Air is headquartered in Oslo.\n- Wren works for Cedar Retail Group.\n- Felix works for Ironwood Manufacturing.\n- Chiara works for Cedar Retail Group.\n- Nadia reports to Leila.\n- Vantage Air was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3373", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4228: employee Bruno R., hired 15 May 2023, separated 03 May 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-4228?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Omar.\n- Aisha works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Nagoya.\n- Hana reports to Kenji.\n- Kenji reports to Aisha.\n- Bluepine Aviation was founded in 1999.\n- Ironwood Manufacturing was founded in 1977.\n- Meridian Bank was founded in 1990.\n- Ingrid works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Basel.\n- Amara reports to Stefan.\n- Meridian Bank is headquartered in Basel.\n- Aisha reports to Ingrid.\n- Bruno reports to Amara.\n- Kenji works for Bluepine Aviation.\n- Omar works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1999.\n- Bluepine Aviation is headquartered in Ghent.\n- Omar reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Bruno works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Sanne reports to Kenji.\n- Bluepine Aviation was founded in 1983.\n- Kenji works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Hana.\n- Lattice Analytics is headquartered in Bergen.\n- Bruno works for Pinnacle Software.\n- Vantage Air was founded in 2008.\n- Chiara reports to Sanne.\n- Vantage Air is headquartered in Halifax.\n- Ingrid works for Lattice Analytics.\n- Emeka reports to Ingrid.\n- Bruno reports to Pablo.\n- Kenji reports to Bruno.\n- Pinnacle Software was founded in 1975.\n- Chiara works for Vantage Air.\n- Lattice Analytics was founded in 1985.\n- Bluepine Aviation is headquartered in Bergen.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3376", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3377", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 85099\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3378", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3379", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Zoya.\n- Omar reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Anders reports to Leila.\n- Sanne reports to Omar.\n- Mateo reports to Anders.\n- Felix reports to Jonas.\n- Anders works for Fernhill Foods.\n- Summit Energy was founded in 1978.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Fernhill Foods was founded in 1984.\n- Omar works for Fernhill Foods.\n- Jonas works for Lattice Analytics.\n- Leila reports to Yuki.\n- Summit Energy is headquartered in Adelaide.\n- Leila works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Lyon.\n- Lucia reports to Sanne.\n- Aisha reports to Hana.\n- Yuki reports to Felix.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha works for Summit Energy.\n- Zoya works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1984.\n- Zoya reports to Lucia.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3381", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 72660 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Lattice Analytics was founded in 1981.\n- Jonas reports to Yuki.\n- Mateo reports to Zoya.\n- Kenji works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Yuki reports to Mara.\n- Mara reports to Mateo.\n- Mara works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Felix reports to Kenji.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji reports to Viktor.\n- Sofia works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1988.\n- Sofia reports to Deshawn.\n- Northwind Systems was founded in 2006.\n- Jonas works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1996.\n- Zoya works for Lattice Analytics.\n- Viktor reports to Jonas.\n- Ravi reports to Felix.\n- Dmitri reports to Ravi.\n- Northwind Systems is headquartered in Ghent.\n- Felix works for Northwind Systems.\n- Mateo works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Zoya reports to Sofia.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3383", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3384", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 97328 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3385", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 70357\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3386", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7590: employee Priya R., hired 24 December 2021, separated 29 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7590?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3387", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4777: employee Yuki S., hired 23 December 2022, separated 24 January 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-4777 under the controlling rules.", "criteria": {"0": "$3,675", "1": "$30,333", "2": "$7,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3388", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2011.\n- Northwind Systems is headquartered in Oslo.\n- Mei works for Pinnacle Software.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Viktor.\n- Pinnacle Software was founded in 1997.\n- Mei reports to Dmitri.\n- Omar works for Northwind Systems.\n- Ingrid works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Tessa reports to Omar.\n- Zoya reports to Anders.\n- Felix reports to Mei.\n- Felix works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.\n- Pinnacle Software is headquartered in Turku.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Zoya.\n- Anders works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Lattice Analytics was founded in 2010.\n- Ingrid reports to Elena.\n- Omar reports to Felix.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Amara works for Summit Energy.\n- Stefan reports to Aisha.\n- Pinnacle Software was founded in 1995.\n- Aisha reports to Viktor.\n- Viktor reports to Dmitri.\n- Viktor works for Pinnacle Software.\n- Summit Energy was founded in 1988.\n- Emeka works for Lattice Analytics.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health is headquartered in Tampere.\n- Lucia reports to Amara.\n- Ingrid works for Summit Energy.\n- Aisha works for Summit Energy.\n- Mateo reports to Emeka.\n- Pinnacle Software is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tallinn.\n- Ingrid reports to Tessa.\n- Summit Energy is headquartered in Tallinn.\n- Amara reports to Ingrid.\n- Zoya reports to Mateo.\n- Pablo works for Lattice Analytics.\n- Stefan works for Pinnacle Software.\n- Dmitri reports to Pablo.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Mateo works for Lattice Analytics.\n- Zoya works for Cobalt Health.\n- Emeka reports to Stefan.\n- Tessa reports to Zoya.\n- Cobalt Health was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3391", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6972: employee Mara B., hired 01 December 2021, separated 17 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6972?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Beacon Insurance is headquartered in Bergen.\n- Elena reports to Omar.\n- Lattice Analytics was founded in 1985.\n- Stefan reports to Viktor.\n- Cobalt Health is headquartered in Bergen.\n- Mateo reports to Elena.\n- Bruno works for Pinnacle Software.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Bergen.\n- Chiara reports to Mateo.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Chiara.\n- Beacon Insurance was founded in 1986.\n- Tessa works for Pinnacle Software.\n- Elena works for Lattice Analytics.\n- Bruno reports to Stefan.\n- Cobalt Health was founded in 1997.\n- Pinnacle Software was founded in 2006.\n- Pinnacle Software is headquartered in Halifax.\n- Stefan works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Omar reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1989", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3393", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7275: employee Yuki A., hired 01 January 2022, separated 08 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7275?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3394", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3395", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3923: employee Tessa T., hired 17 May 2020, separated 14 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3923?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Amara.\n- Mei reports to Mara.\n- Priya works for Atlas Freight.\n- Priya reports to Jonas.\n- Atlas Freight is headquartered in Austin.\n- Ingrid reports to Aisha.\n- Helios Logistics was founded in 1988.\n- Mateo works for Helios Logistics.\n- Wren works for Ironwood Manufacturing.\n- Vantage Air was founded in 1999.\n- Ironwood Manufacturing was founded in 2010.\n- Deshawn works for Ironwood Manufacturing.\n- Ingrid works for Helios Logistics.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Helios Logistics.\n- Dmitri reports to Ingrid.\n- Mei works for Atlas Freight.\n- Wren reports to Mei.\n- Dmitri works for Ironwood Manufacturing.\n- Chiara reports to Mateo.\n- Jonas works for Helios Logistics.\n- Vantage Air is headquartered in Austin.\n- Chiara works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Helios Logistics is headquartered in Tampere.\n- Aisha reports to Priya.\n- Jonas reports to Deshawn.\n- Atlas Freight was founded in 2010.\n- Mara reports to Chiara.\n- Amara reports to Wren.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3397", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3398", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3399", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3400", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6764: employee Nadia B., hired 13 December 2020, separated 04 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6764?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Dmitri.\n- Nadia reports to Bruno.\n- Ironwood Manufacturing was founded in 2004.\n- Bluepine Aviation is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Bruno works for Meridian Bank.\n- Dmitri reports to Nadia.\n- Bruno reports to Viktor.\n- Pablo reports to Sofia.\n- Meridian Bank is headquartered in Porto.\n- Mei works for Bluepine Aviation.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Nadia works for Ironwood Manufacturing.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Atlas Freight was founded in 2012.\n- Omar works for Atlas Freight.\n- Viktor reports to Mei.\n- Meridian Bank was founded in 1977.\n- Sofia works for Bluepine Aviation.\n- Omar reports to Pablo.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3402", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3403", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6359: employee Anders R., hired 08 August 2021, separated 09 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6359?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3404", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3405", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "control_lights", "3": "weather", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3406", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5763: employee Kenji S., hired 06 May 2023, separated 27 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5763?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.\n- Tobias works for Helios Logistics.\n- Lattice Analytics was founded in 1980.\n- Helios Logistics is headquartered in Oslo.\n- Deshawn works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Anders reports to Sanne.\n- Helios Logistics was founded in 2007.\n- Kenji reports to Tobias.\n- Ironwood Manufacturing was founded in 1975.\n- Mateo reports to Deshawn.\n- Bluepine Aviation was founded in 1983.\n- Sanne works for Ironwood Manufacturing.\n- Jonas reports to Yuki.\n- Deshawn reports to Amara.\n- Ravi reports to Anders.\n- Yuki reports to Felix.\n- Felix works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Sanne reports to Mateo.\n- Kenji works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Amara reports to Jonas.\n- Mateo works for Ironwood Manufacturing.\n- Mei works for Lattice Analytics.\n- Felix reports to Mei.\n- Bluepine Aviation is headquartered in Oslo.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3408", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7622: employee Mateo T., hired 09 June 2022, separated 01 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7622?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3409", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2975: employee Anders M., hired 10 June 2023, separated 01 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2975?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Elena reports to Mateo.\n- Tessa reports to Sanne.\n- Sanne reports to Priya.\n- Pinnacle Software was founded in 2002.\n- Callum reports to Bruno.\n- Felix reports to Callum.\n- Atlas Freight was founded in 2009.\n- Atlas Freight is headquartered in Porto.\n- Felix works for Pinnacle Software.\n- Bruno works for Summit Energy.\n- Beacon Insurance was founded in 1983.\n- Tobias reports to Elena.\n- Tobias works for Beacon Insurance.\n- Priya works for Summit Energy.\n- Jonas reports to Felix.\n- Beacon Insurance is headquartered in Bergen.\n- Elena works for Beacon Insurance.\n- Sanne works for Atlas Freight.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1988.\n- Mateo works for Summit Energy.\n- Bruno reports to Tessa.\n- Pinnacle Software is headquartered in Cork.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3411", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Tracking for 93673 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3412", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3413", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3414", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3415", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9303: employee Felix B., hired 28 December 2021, separated 18 June 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-9303 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$6,562", "2": "$28,167", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Sanne reports to Stefan.\n- Stefan works for Atlas Freight.\n- Ingrid works for Beacon Insurance.\n- Zoya works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Ingrid reports to Anders.\n- Mei works for Vantage Air.\n- Beacon Insurance is headquartered in Basel.\n- Atlas Freight is headquartered in Tampere.\n- Mateo works for Beacon Insurance.\n- Emeka reports to Ravi.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 1989.\n- Yuki reports to Mateo.\n- Kenji works for Atlas Freight.\n- Vantage Air is headquartered in Basel.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sanne works for Bluepine Aviation.\n- Chiara works for Vantage Air.\n- Chiara reports to Yuki.\n- Ravi reports to Kenji.\n- Anders reports to Chiara.\n- Stefan reports to Mei.\n- Mei reports to Emeka.\n- Beacon Insurance was founded in 2000.\n- Ravi works for Bluepine Aviation.\n- Zoya reports to Sanne.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1990", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3417", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4634: employee Wren S., hired 20 October 2022, separated 16 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4634?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3418", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7128: employee Bruno R., hired 28 May 2022, separated 21 June 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-7128 under the controlling rules.", "criteria": {"0": "$15,300", "1": "$17,300", "2": "$66,300", "3": "$15,375"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3419", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7285: employee Tessa B., hired 26 May 2019, separated 19 February 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-7285 under the controlling rules.", "criteria": {"0": "$11,100", "1": "$11,200", "2": "$48,533", "3": "$9,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3420", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1907: employee Callum S., hired 16 February 2023, separated 11 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2026-1907 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$1,558", "2": "$10,385", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3421", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4133: employee Amara S., hired 30 November 2021, separated 18 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4133?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2001.\n- Ingrid works for Cedar Retail Group.\n- Vantage Air is headquartered in Dunedin.\n- Callum reports to Priya.\n- Yuki reports to Callum.\n- Sofia reports to Pablo.\n- Vantage Air was founded in 2002.\n- Atlas Freight is headquartered in Lyon.\n- Zoya works for Cedar Retail Group.\n- Mei reports to Wren.\n- Zoya reports to Jonas.\n- Mateo works for Atlas Freight.\n- Crescent Telecom was founded in 2011.\n- Jonas reports to Ingrid.\n- Atlas Freight was founded in 1997.\n- Chiara works for Cedar Retail Group.\n- Wren reports to Mateo.\n- Crescent Telecom is headquartered in Austin.\n- Priya works for Atlas Freight.\n- Wren works for Vantage Air.\n- Ingrid reports to Mei.\n- Sofia works for Cedar Retail Group.\n- Jonas works for Crescent Telecom.\n- Pablo reports to Yuki.\n- Mateo reports to Sofia.\n- Callum works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Priya reports to Chiara.\n- Yuki works for Cedar Retail Group.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3423", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5805: employee Amara M., hired 03 October 2021, separated 19 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5805?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3424", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 February 2023): For employees hired on or after 20 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7851: employee Felix S., hired 15 December 2021, separated 07 March 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7851?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Felix works for Crescent Telecom.\n- Beacon Insurance was founded in 2011.\n- Stefan works for Atlas Freight.\n- Yuki reports to Jonas.\n- Amara works for Crescent Telecom.\n- Lucia reports to Stefan.\n- Crescent Telecom is headquartered in Bergen.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Felix reports to Nadia.\n- Jonas works for Atlas Freight.\n- Crescent Telecom was founded in 2009.\n- Nadia reports to Amara.\n- Mei works for Bluepine Aviation.\n- Lucia works for Atlas Freight.\n- Aisha works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Bergen.\n- Amara reports to Lucia.\n- Nadia works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Jonas reports to Mateo.\n- Mei reports to Aisha.\n- Mateo reports to Mei.\n- Atlas Freight was founded in 1996.\n- Atlas Freight is headquartered in Bergen.\n- Aisha reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Cedar Retail Group was founded in 1981.\n- Cedar Retail Group is headquartered in Cork.\n- Viktor reports to Stefan.\n- Meridian Bank was founded in 1979.\n- Tessa works for Vantage Air.\n- Pablo reports to Viktor.\n- Viktor works for Vantage Air.\n- Crescent Telecom is headquartered in Adelaide.\n- Chiara reports to Yuki.\n- Yuki reports to Tessa.\n- Chiara works for Meridian Bank.\n- Emeka works for Cedar Retail Group.\n- Stefan works for Meridian Bank.\n- Priya works for Cedar Retail Group.\n- Tessa reports to Pablo.\n- Stefan reports to Aisha.\n- Yuki works for Crescent Telecom.\n- Aisha reports to Mara.\n- Mara reports to Priya.\n- Emeka reports to Chiara.\n- Crescent Telecom was founded in 2006.\n- Vantage Air is headquartered in Tallinn.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Meridian Bank is headquartered in Adelaide.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Tampere.\n- Tobias works for Crescent Telecom.\n- Omar works for Cobalt Health.\n- Zoya reports to Callum.\n- Cobalt Health was founded in 1997.\n- Elena works for Cedar Retail Group.\n- Sanne reports to Elena.\n- Crescent Telecom was founded in 1980.\n- Nadia reports to Omar.\n- Leila reports to Nadia.\n- Zoya works for Cedar Retail Group.\n- Omar reports to Yuki.\n- Cobalt Health is headquartered in Tampere.\n- Leila works for Cedar Retail Group.\n- Elena reports to Leila.\n- Tobias reports to Sanne.\n- Fernhill Foods was founded in 1983.\n- Yuki reports to Amara.\n- Yuki works for Crescent Telecom.\n- Nadia works for Cobalt Health.\n- Amara works for Crescent Telecom.\n- Callum works for Cobalt Health.\n- Callum reports to Tobias.\n- Sanne works for Cobalt Health.\n- Fernhill Foods is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1995", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3428", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8791: employee Lucia M., hired 01 July 2020, separated 03 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8791?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mara.\n- Viktor reports to Elena.\n- Sofia reports to Sanne.\n- Cedar Retail Group is headquartered in Tampere.\n- Sanne works for Bluepine Aviation.\n- Felix reports to Nadia.\n- Elena reports to Priya.\n- Viktor works for Summit Energy.\n- Bluepine Aviation is headquartered in Oslo.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Summit Energy was founded in 2004.\n- Priya works for Bluepine Aviation.\n- Summit Energy is headquartered in Dunedin.\n- Felix works for Summit Energy.\n- Cedar Retail Group was founded in 1980.\n- Mara reports to Viktor.\n- Bluepine Aviation was founded in 2000.\n- Priya reports to Felix.\n- Fernhill Foods was founded in 1976.\n- Mara works for Summit Energy.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3430", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3946: employee Aisha A., hired 24 December 2020, separated 29 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3946?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3946 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3431", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2000.\n- Stefan works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tallinn.\n- Felix works for Crescent Telecom.\n- Fernhill Foods is headquartered in Valencia.\n- Hana works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2010.\n- Beacon Insurance was founded in 1989.\n- Wren works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias works for Fernhill Foods.\n- Wren reports to Mara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Fernhill Foods was founded in 1986.\n- Mei works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Lucia works for Crescent Telecom.\n- Callum reports to Stefan.\n- Mara works for Beacon Insurance.\n- Mateo reports to Felix.\n- Mateo works for Beacon Insurance.\n- Callum works for Ironwood Manufacturing.\n- Lucia reports to Leila.\n- Mara reports to Ravi.\n- Stefan reports to Tobias.\n- Felix reports to Callum.\n- Hana reports to Wren.\n- Tobias reports to Mei.\n- Leila reports to Mateo.\n- Mei reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3433", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3838: employee Mara R., hired 07 April 2022, separated 05 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3838?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3434", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Kenji.\n- Emeka works for Helios Logistics.\n- Jonas works for Cobalt Health.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2014.\n- Beacon Insurance is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Austin.\n- Kenji reports to Callum.\n- Emeka reports to Jonas.\n- Ravi works for Beacon Insurance.\n- Helios Logistics was founded in 2009.\n- Beacon Insurance was founded in 1994.\n- Callum reports to Emeka.\n- Tessa works for Cobalt Health.\n- Elena reports to Tessa.\n- Felix works for Beacon Insurance.\n- Ravi reports to Mara.\n- Kenji works for Beacon Insurance.\n- Cobalt Health is headquartered in Halifax.\n- Mara works for Cedar Retail Group.\n- Amara works for Beacon Insurance.\n- Amara reports to Elena.\n- Jonas reports to Ravi.\n- Elena works for Helios Logistics.\n- Mara reports to Felix.\n- Helios Logistics is headquartered in Valencia.\n- Cobalt Health was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Beacon Insurance is headquartered in Bergen.\n- Sanne works for Vantage Air.\n- Nadia works for Meridian Bank.\n- Helios Logistics was founded in 1978.\n- Sofia works for Helios Logistics.\n- Bruno reports to Ingrid.\n- Callum reports to Sofia.\n- Stefan works for Meridian Bank.\n- Beacon Insurance was founded in 2014.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air was founded in 1986.\n- Omar reports to Elena.\n- Elena works for Vantage Air.\n- Callum works for Helios Logistics.\n- Meridian Bank was founded in 2013.\n- Mateo reports to Priya.\n- Bruno works for Beacon Insurance.\n- Ingrid reports to Leila.\n- Sofia reports to Nadia.\n- Nadia reports to Bruno.\n- Omar works for Meridian Bank.\n- Elena reports to Callum.\n- Stefan reports to Mateo.\n- Mateo works for Meridian Bank.\n- Leila reports to Sanne.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Malmo.\n- Priya reports to Omar.\n- Meridian Bank is headquartered in Bergen.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3437", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Tobias works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Helios Logistics was founded in 2005.\n- Helios Logistics is headquartered in Leeds.\n- Mei reports to Kenji.\n- Kenji reports to Mateo.\n- Chiara works for Cobalt Health.\n- Lucia works for Helios Logistics.\n- Chiara reports to Aisha.\n- Stefan reports to Sanne.\n- Stefan works for Cobalt Health.\n- Mateo reports to Stefan.\n- Dmitri reports to Mei.\n- Cobalt Health is headquartered in Valencia.\n- Mateo works for Helios Logistics.\n- Aisha reports to Lucia.\n- Lucia reports to Dmitri.\n- Cedar Retail Group was founded in 2013.\n- Dmitri works for Meridian Bank.\n- Tobias reports to Chiara.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cobalt Health was founded in 1976.\n- Meridian Bank was founded in 1999.\n- Kenji works for Meridian Bank.\n- Aisha works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3439", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6582: employee Callum T., hired 07 July 2020, separated 19 February 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6582?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ravi.\n- Deshawn works for Lattice Analytics.\n- Ingrid works for Pinnacle Software.\n- Elena works for Lattice Analytics.\n- Ravi works for Pinnacle Software.\n- Aisha works for Bluepine Aviation.\n- Callum reports to Aisha.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji works for Vantage Air.\n- Pinnacle Software was founded in 1983.\n- Emeka works for Lattice Analytics.\n- Aisha reports to Lucia.\n- Mara works for Pinnacle Software.\n- Vantage Air was founded in 1984.\n- Lucia works for Pinnacle Software.\n- Ingrid reports to Callum.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation was founded in 1980.\n- Lucia reports to Wren.\n- Ravi reports to Deshawn.\n- Elena reports to Sofia.\n- Wren reports to Kenji.\n- Kenji reports to Elena.\n- Vantage Air is headquartered in Bergen.\n- Lattice Analytics was founded in 1988.\n- Lattice Analytics is headquartered in Porto.\n- Callum works for Vantage Air.\n- Pinnacle Software is headquartered in Porto.\n- Sofia reports to Mara.\n- Wren works for Vantage Air.\n- Deshawn reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3441", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 February 2023): For employees hired on or after 16 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6251: employee Dmitri S., hired 10 June 2021, separated 21 September 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-6251 under the controlling rules.", "criteria": {"0": "$12,221", "1": "$12,851", "2": "$55,125", "3": "$12,721"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3442", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3443", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 September 2022): For employees hired on or after 23 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9428: employee Pablo S., hired 02 October 2019, separated 19 November 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9428?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3444", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Cork.\n- Cedar Retail Group was founded in 2015.\n- Mei works for Cedar Retail Group.\n- Meridian Bank is headquartered in Ghent.\n- Jonas works for Meridian Bank.\n- Omar reports to Leila.\n- Bruno works for Fernhill Foods.\n- Jonas reports to Omar.\n- Tessa works for Bluepine Aviation.\n- Hana reports to Tobias.\n- Omar works for Meridian Bank.\n- Mei reports to Jonas.\n- Cedar Retail Group is headquartered in Cork.\n- Bluepine Aviation was founded in 2013.\n- Bluepine Aviation is headquartered in Lyon.\n- Leila reports to Hana.\n- Hana works for Fernhill Foods.\n- Leila works for Bluepine Aviation.\n- Meridian Bank was founded in 2004.\n- Tobias reports to Tessa.\n- Bruno reports to Mei.\n- Callum reports to Bruno.\n- Tessa reports to Zoya.\n- Fernhill Foods was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3446", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3447", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9688: employee Callum M., hired 08 July 2024, separated 14 March 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-9688 under the controlling rules.", "criteria": {"0": "$1,050", "1": "$4,000", "2": "$2,000", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Helios Logistics was founded in 1990.\n- Ingrid reports to Anders.\n- Amara works for Atlas Freight.\n- Deshawn works for Helios Logistics.\n- Bluepine Aviation was founded in 1975.\n- Callum reports to Lucia.\n- Helios Logistics is headquartered in Oslo.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance is headquartered in Cork.\n- Anders reports to Amara.\n- Felix works for Helios Logistics.\n- Beacon Insurance was founded in 2015.\n- Atlas Freight is headquartered in Cork.\n- Callum works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Pablo works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Sofia reports to Ingrid.\n- Emeka reports to Pablo.\n- Felix reports to Sofia.\n- Deshawn reports to Callum.\n- Ingrid works for Bluepine Aviation.\n- Pablo reports to Deshawn.\n- Amara reports to Emeka.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3449", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3450", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3451", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3452", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 45338 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Sanne.\n- Hana reports to Bruno.\n- Pinnacle Software is headquartered in Adelaide.\n- Amara works for Helios Logistics.\n- Dmitri works for Pinnacle Software.\n- Amara reports to Viktor.\n- Pablo works for Helios Logistics.\n- Sanne works for Pinnacle Software.\n- Helios Logistics was founded in 1975.\n- Fernhill Foods is headquartered in Porto.\n- Ravi works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Tessa reports to Pablo.\n- Ravi reports to Dmitri.\n- Bruno reports to Amara.\n- Hana works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Pinnacle Software was founded in 2002.\n- Sanne reports to Nadia.\n- Bruno works for Fernhill Foods.\n- Tessa works for Helios Logistics.\n- Northwind Systems is headquartered in Halifax.\n- Helios Logistics is headquartered in Adelaide.\n- Fernhill Foods was founded in 1983.\n- Pablo reports to Ravi.\n- Dmitri reports to Hana.\n- Northwind Systems was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1983", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3454", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5588: employee Pablo T., hired 28 December 2019, separated 25 June 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-5588 under the controlling rules.", "criteria": {"0": "$17,654", "1": "$17,524", "2": "$76,500", "3": "$15,654"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Chiara.\n- Northwind Systems was founded in 2012.\n- Yuki works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Mei reports to Pablo.\n- Priya works for Cobalt Health.\n- Sanne works for Vantage Air.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Priya.\n- Northwind Systems is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Adelaide.\n- Vantage Air was founded in 1978.\n- Ingrid reports to Elena.\n- Priya reports to Nadia.\n- Vantage Air is headquartered in Porto.\n- Nadia works for Cobalt Health.\n- Elena reports to Yuki.\n- Cedar Retail Group was founded in 2002.\n- Nadia reports to Ingrid.\n- Chiara reports to Sanne.\n- Cobalt Health was founded in 2000.\n- Sanne reports to Stefan.\n- Mei works for Vantage Air.\n- Cobalt Health is headquartered in Turku.\n- Chiara works for Cedar Retail Group.\n- Elena works for Vantage Air.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3456", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Zoya.\n- Vantage Air is headquartered in Bergen.\n- Zoya reports to Felix.\n- Lattice Analytics is headquartered in Bergen.\n- Mara works for Vantage Air.\n- Stefan reports to Nadia.\n- Deshawn works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Crescent Telecom was founded in 1992.\n- Amara works for Lattice Analytics.\n- Lucia reports to Stefan.\n- Northwind Systems is headquartered in Bergen.\n- Stefan works for Lattice Analytics.\n- Crescent Telecom is headquartered in Oslo.\n- Nadia works for Lattice Analytics.\n- Felix works for Crescent Telecom.\n- Mara reports to Amara.\n- Northwind Systems was founded in 1985.\n- Zoya works for Crescent Telecom.\n- Felix reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Nadia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3458", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 4796 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3459", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1984.\n- Sofia works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Bluepine Aviation was founded in 2004.\n- Ingrid reports to Kenji.\n- Kenji reports to Chiara.\n- Kenji works for Northwind Systems.\n- Aisha reports to Lucia.\n- Mara works for Pinnacle Software.\n- Cobalt Health is headquartered in Turku.\n- Bluepine Aviation is headquartered in Adelaide.\n- Aisha works for Bluepine Aviation.\n- Sofia reports to Sanne.\n- Chiara works for Cobalt Health.\n- Mara reports to Aisha.\n- Northwind Systems is headquartered in Turku.\n- Chiara reports to Mara.\n- Cobalt Health was founded in 1998.\n- Lucia works for Pinnacle Software.\n- Northwind Systems was founded in 2007.\n- Lucia reports to Sofia.\n- Sanne works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3460", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3461", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9132: employee Zoya S., hired 15 December 2020, separated 10 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9132?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3462", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3463", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Viktor.\n- Aisha reports to Callum.\n- Hana works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1980.\n- Stefan works for Lattice Analytics.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Lattice Analytics was founded in 1978.\n- Bruno reports to Stefan.\n- Ironwood Manufacturing was founded in 1981.\n- Cobalt Health is headquartered in Malmo.\n- Sanne works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Hana reports to Wren.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Stefan reports to Kenji.\n- Wren reports to Bruno.\n- Viktor reports to Hana.\n- Lucia reports to Nadia.\n- Sanne reports to Omar.\n- Omar reports to Lucia.\n- Viktor works for Lattice Analytics.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Aisha.\n- Kenji works for Summit Energy.\n- Omar works for Summit Energy.\n- Aisha works for Summit Energy.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3465", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5833: employee Viktor M., hired 31 May 2023, separated 02 January 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5833?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3466", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3467", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 27 January 2023): For employees hired on or after 27 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3982: employee Mateo M., hired 17 December 2022, separated 11 May 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-3982 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$1,750", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3468", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-5 (VERSION 3, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4334: employee Viktor R., hired 06 June 2022, separated 20 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4334?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Sofia works for Meridian Bank.\n- Chiara reports to Sanne.\n- Aisha works for Summit Energy.\n- Stefan reports to Bruno.\n- Vantage Air was founded in 1990.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno reports to Jonas.\n- Stefan works for Meridian Bank.\n- Aisha reports to Stefan.\n- Mateo works for Vantage Air.\n- Sanne reports to Sofia.\n- Chiara works for Beacon Insurance.\n- Sofia reports to Omar.\n- Summit Energy was founded in 1977.\n- Omar reports to Aisha.\n- Vantage Air is headquartered in Malmo.\n- Summit Energy is headquartered in Tampere.\n- Jonas works for Summit Energy.\n- Meridian Bank was founded in 1981.\n- Jonas reports to Mateo.\n- Mateo reports to Ravi.\n- Beacon Insurance was founded in 1996.\n- Bruno works for Meridian Bank.\n- Sanne works for Beacon Insurance.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3470", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 7, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5798: employee Ingrid A., hired 23 January 2023, separated 07 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5798?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3471", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 28429 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3472", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-5 (VERSION 7, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8095: employee Priya B., hired 28 July 2024, separated 04 February 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-8095 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$6,000", "3": "$4,688"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3473", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3474", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1983.\n- Deshawn reports to Mei.\n- Yuki reports to Felix.\n- Viktor works for Crescent Telecom.\n- Sofia works for Northwind Systems.\n- Yuki works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Pablo works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Sofia reports to Mateo.\n- Viktor reports to Aisha.\n- Mateo reports to Stefan.\n- Crescent Telecom is headquartered in Tampere.\n- Mateo works for Crescent Telecom.\n- Leila reports to Deshawn.\n- Mei works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Northwind Systems was founded in 1981.\n- Bluepine Aviation is headquartered in Bergen.\n- Deshawn works for Pinnacle Software.\n- Bluepine Aviation was founded in 2005.\n- Felix works for Crescent Telecom.\n- Northwind Systems is headquartered in Leeds.\n- Pablo reports to Leila.\n- Mei reports to Viktor.\n- Pinnacle Software was founded in 1996.\n- Felix reports to Pablo.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3476", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "cancel_trip", "3": "book_flight", "4": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3477", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Set Timer — asks for a countdown timer", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2007.\n- Mateo works for Beacon Insurance.\n- Jonas works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Austin.\n- Hana works for Ironwood Manufacturing.\n- Mei reports to Kenji.\n- Kenji reports to Sanne.\n- Beacon Insurance was founded in 1983.\n- Ingrid reports to Anders.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Priya.\n- Priya reports to Mara.\n- Priya works for Fernhill Foods.\n- Mateo reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Hana reports to Emeka.\n- Jonas reports to Hana.\n- Mara works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Turku.\n- Crescent Telecom was founded in 1996.\n- Mei works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Jonas.\n- Anders reports to Mateo.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3479", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7095: employee Felix R., hired 09 February 2023, separated 21 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-7095 under the controlling rules.", "criteria": {"0": "$1,350", "1": "$6,000", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3480", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3481", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Emeka.\n- Zoya reports to Stefan.\n- Zoya works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Omar works for Bluepine Aviation.\n- Omar reports to Viktor.\n- Emeka works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Sofia reports to Pablo.\n- Ironwood Manufacturing was founded in 2013.\n- Summit Energy is headquartered in Porto.\n- Pablo reports to Elena.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Summit Energy was founded in 1986.\n- Sofia works for Ironwood Manufacturing.\n- Stefan reports to Hana.\n- Bluepine Aviation was founded in 2002.\n- Helios Logistics is headquartered in Porto.\n- Callum works for Helios Logistics.\n- Hana reports to Sofia.\n- Helios Logistics was founded in 1978.\n- Stefan works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2011", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3483", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3484", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-8 (VERSION 2, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4213: employee Anders A., hired 29 April 2022, separated 22 September 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4213?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3485", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3486", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3487", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Viktor.\n- Jonas works for Beacon Insurance.\n- Cobalt Health is headquartered in Leeds.\n- Bruno reports to Sanne.\n- Sanne reports to Mara.\n- Chiara reports to Mei.\n- Priya works for Atlas Freight.\n- Leila reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Turku.\n- Viktor reports to Chiara.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1975.\n- Atlas Freight is headquartered in Bergen.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1982.\n- Cobalt Health was founded in 1997.\n- Sanne works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Deshawn works for Cobalt Health.\n- Deshawn reports to Aisha.\n- Jonas reports to Dmitri.\n- Mara works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Mei reports to Priya.\n- Viktor works for Ironwood Manufacturing.\n- Chiara works for Atlas Freight.\n- Mara reports to Leila.\n- Beacon Insurance was founded in 1987.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3490", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3491", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3492", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9012: employee Sofia K., hired 09 November 2023, separated 19 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9012?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Tessa.\n- Leila reports to Chiara.\n- Mateo works for Fernhill Foods.\n- Aisha works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Tessa reports to Aisha.\n- Kenji works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Sofia reports to Omar.\n- Mateo reports to Mei.\n- Bluepine Aviation was founded in 1991.\n- Bluepine Aviation is headquartered in Malmo.\n- Chiara works for Bluepine Aviation.\n- Fernhill Foods was founded in 2004.\n- Atlas Freight was founded in 1998.\n- Sofia works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Mei works for Fernhill Foods.\n- Atlas Freight is headquartered in Oslo.\n- Chiara reports to Viktor.\n- Omar works for Crescent Telecom.\n- Mei reports to Leila.\n- Sanne reports to Emeka.\n- Viktor reports to Sanne.\n- Emeka works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Emeka reports to Kenji.\n- Leila works for Fernhill Foods.\n- Aisha reports to Sofia.\n- Crescent Telecom is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Jonas.\n- Elena works for Cobalt Health.\n- Northwind Systems is headquartered in Valencia.\n- Jonas works for Cedar Retail Group.\n- Amara works for Cobalt Health.\n- Hana reports to Elena.\n- Cobalt Health was founded in 1977.\n- Northwind Systems was founded in 2014.\n- Cedar Retail Group is headquartered in Porto.\n- Mateo works for Cedar Retail Group.\n- Cobalt Health is headquartered in Lyon.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Fernhill Foods was founded in 2012.\n- Viktor works for Cobalt Health.\n- Viktor reports to Hana.\n- Hana works for Fernhill Foods.\n- Mateo reports to Amara.\n- Fernhill Foods is headquartered in Porto.\n- Leila works for Cobalt Health.\n- Amara reports to Viktor.\n- Leila reports to Mateo.\n- Jonas reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sofia.\n- Leila reports to Mateo.\n- Summit Energy was founded in 1987.\n- Sanne reports to Ingrid.\n- Chiara reports to Wren.\n- Amara reports to Yuki.\n- Summit Energy is headquartered in Malmo.\n- Cedar Retail Group was founded in 1987.\n- Mateo reports to Amara.\n- Atlas Freight was founded in 2007.\n- Lattice Analytics is headquartered in Malmo.\n- Priya works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Yuki works for Lattice Analytics.\n- Elena reports to Omar.\n- Omar works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Ingrid works for Lattice Analytics.\n- Omar reports to Leila.\n- Mateo works for Cedar Retail Group.\n- Yuki reports to Priya.\n- Chiara works for Cedar Retail Group.\n- Priya reports to Chiara.\n- Wren works for Cedar Retail Group.\n- Sofia works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Cedar Retail Group is headquartered in Brno.\n- Amara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1992.\n- Sofia reports to Elena.\n- Atlas Freight is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3496", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9506: employee Viktor R., hired 07 November 2021, separated 22 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9506?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3497", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7684: employee Kenji M., hired 19 April 2023, separated 19 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7684?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Elena.\n- Fernhill Foods was founded in 1986.\n- Tessa works for Fernhill Foods.\n- Lucia reports to Tessa.\n- Lucia works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Halifax.\n- Kenji reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Jonas reports to Anders.\n- Meridian Bank was founded in 2002.\n- Chiara reports to Bruno.\n- Elena reports to Ingrid.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1982.\n- Ingrid reports to Kenji.\n- Jonas works for Ironwood Manufacturing.\n- Priya reports to Amara.\n- Meridian Bank is headquartered in Halifax.\n- Stefan works for Bluepine Aviation.\n- Anders works for Fernhill Foods.\n- Bluepine Aviation was founded in 1994.\n- Stefan reports to Chiara.\n- Amara reports to Lucia.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena works for Fernhill Foods.\n- Tessa reports to Jonas.\n- Chiara works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3499", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9661: employee Stefan T., hired 18 December 2022, separated 15 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9661?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1986.\n- Crescent Telecom was founded in 2008.\n- Jonas reports to Nadia.\n- Pablo works for Pinnacle Software.\n- Hana reports to Stefan.\n- Atlas Freight is headquartered in Halifax.\n- Leila reports to Mara.\n- Sofia reports to Jonas.\n- Hana works for Northwind Systems.\n- Pinnacle Software was founded in 2002.\n- Atlas Freight was founded in 1980.\n- Jonas works for Atlas Freight.\n- Yuki reports to Leila.\n- Crescent Telecom is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Tobias works for Atlas Freight.\n- Pinnacle Software is headquartered in Adelaide.\n- Nadia works for Pinnacle Software.\n- Tobias reports to Sofia.\n- Nadia reports to Pablo.\n- Sofia works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Pablo reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Northwind Systems is headquartered in Adelaide.\n- Stefan reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1995.\n- Elena reports to Chiara.\n- Pinnacle Software is headquartered in Ghent.\n- Chiara works for Summit Energy.\n- Callum reports to Ingrid.\n- Emeka works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Emeka reports to Callum.\n- Kenji reports to Dmitri.\n- Leila reports to Elena.\n- Helios Logistics was founded in 2001.\n- Helios Logistics is headquartered in Cork.\n- Summit Energy was founded in 1999.\n- Elena works for Summit Energy.\n- Ingrid reports to Kenji.\n- Pinnacle Software was founded in 1986.\n- Leila works for Crescent Telecom.\n- Summit Energy is headquartered in Leeds.\n- Dmitri reports to Leila.\n- Callum works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3502", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3503", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3504", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3505", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2572: employee Priya K., hired 01 April 2023, separated 09 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2572?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Meridian Bank was founded in 2003.\n- Omar works for Lattice Analytics.\n- Yuki reports to Lucia.\n- Summit Energy was founded in 2012.\n- Summit Energy is headquartered in Bergen.\n- Hana works for Lattice Analytics.\n- Omar reports to Anders.\n- Callum reports to Wren.\n- Wren reports to Omar.\n- Lucia reports to Emeka.\n- Leila reports to Hana.\n- Aisha works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Tobias reports to Callum.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Lattice Analytics was founded in 1989.\n- Pablo works for Summit Energy.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom was founded in 2007.\n- Callum works for Summit Energy.\n- Anders works for Lattice Analytics.\n- Hana reports to Yuki.\n- Lattice Analytics is headquartered in Halifax.\n- Anders reports to Aisha.\n- Emeka works for Crescent Telecom.\n- Aisha reports to Pablo.\n- Leila works for Meridian Bank.\n- Yuki works for Lattice Analytics.\n- Emeka reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Aisha reports to Tessa.\n- Ravi works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Priya works for Northwind Systems.\n- Priya reports to Callum.\n- Sofia works for Northwind Systems.\n- Ravi reports to Mei.\n- Chiara works for Crescent Telecom.\n- Anders works for Atlas Freight.\n- Chiara reports to Priya.\n- Atlas Freight is headquartered in Tallinn.\n- Northwind Systems was founded in 1989.\n- Tessa reports to Omar.\n- Omar reports to Chiara.\n- Crescent Telecom was founded in 1989.\n- Lattice Analytics was founded in 2003.\n- Callum reports to Leila.\n- Omar works for Northwind Systems.\n- Leila works for Lattice Analytics.\n- Nadia reports to Aisha.\n- Atlas Freight was founded in 1985.\n- Mei reports to Anders.\n- Tessa works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Sofia reports to Nadia.\n- Aisha works for Northwind Systems.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Leila reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2015.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid works for Meridian Bank.\n- Anders reports to Leila.\n- Felix works for Summit Energy.\n- Kenji reports to Aisha.\n- Felix reports to Kenji.\n- Summit Energy was founded in 2003.\n- Jonas reports to Felix.\n- Bruno works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Anders works for Atlas Freight.\n- Wren reports to Jonas.\n- Leila works for Fernhill Foods.\n- Aisha works for Meridian Bank.\n- Elena reports to Ravi.\n- Ingrid reports to Elena.\n- Elena works for Summit Energy.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Wren works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Bruno reports to Ingrid.\n- Fernhill Foods is headquartered in Oslo.\n- Zoya reports to Bruno.\n- Atlas Freight was founded in 2012.\n- Zoya works for Summit Energy.\n- Leila reports to Zoya.\n- Fernhill Foods was founded in 1989.\n- Ravi works for Meridian Bank.\n- Aisha reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3509", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3510", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3511", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Chiara.\n- Cedar Retail Group was founded in 1988.\n- Elena works for Summit Energy.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Priya reports to Deshawn.\n- Elena reports to Omar.\n- Summit Energy was founded in 2011.\n- Zoya reports to Priya.\n- Bruno works for Summit Energy.\n- Chiara works for Summit Energy.\n- Zoya works for Cedar Retail Group.\n- Omar reports to Mateo.\n- Vantage Air is headquartered in Ghent.\n- Jonas works for Summit Energy.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1981.\n- Summit Energy is headquartered in Porto.\n- Priya works for Cedar Retail Group.\n- Chiara reports to Elena.\n- Deshawn reports to Bruno.\n- Omar works for Vantage Air.\n- Bruno reports to Jonas.\n- Mateo works for Cobalt Health.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Jonas reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3513", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3514", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3515", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3516", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Callum reports to Viktor.\n- Kenji works for Lattice Analytics.\n- Crescent Telecom was founded in 1978.\n- Dmitri works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Pablo works for Crescent Telecom.\n- Lattice Analytics was founded in 1983.\n- Emeka reports to Tessa.\n- Lattice Analytics is headquartered in Lyon.\n- Dmitri reports to Pablo.\n- Viktor works for Lattice Analytics.\n- Aisha reports to Callum.\n- Beacon Insurance was founded in 1991.\n- Viktor reports to Emeka.\n- Tessa works for Lattice Analytics.\n- Anders reports to Bruno.\n- Tessa reports to Dmitri.\n- Aisha works for Pinnacle Software.\n- Anders works for Beacon Insurance.\n- Pinnacle Software is headquartered in Halifax.\n- Kenji reports to Anders.\n- Pablo reports to Kenji.\n- Callum works for Beacon Insurance.\n- Pinnacle Software was founded in 1980.\n- Crescent Telecom is headquartered in Lyon.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1983", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1977.\n- Lucia works for Crescent Telecom.\n- Ingrid reports to Yuki.\n- Beacon Insurance was founded in 1981.\n- Tessa works for Beacon Insurance.\n- Crescent Telecom was founded in 1996.\n- Lucia reports to Ingrid.\n- Amara works for Beacon Insurance.\n- Yuki works for Crescent Telecom.\n- Meridian Bank is headquartered in Nagoya.\n- Felix works for Crescent Telecom.\n- Dmitri reports to Tessa.\n- Sanne works for Beacon Insurance.\n- Ingrid works for Meridian Bank.\n- Sanne reports to Bruno.\n- Felix reports to Lucia.\n- Mara reports to Amara.\n- Crescent Telecom is headquartered in Nagoya.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Dmitri.\n- Mara works for Meridian Bank.\n- Vantage Air was founded in 2015.\n- Yuki reports to Mara.\n- Beacon Insurance is headquartered in Cork.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3519", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4951: employee Sofia K., hired 14 January 2024, separated 20 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4951?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3520", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Vantage Air.\n- Anders works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Mateo reports to Ravi.\n- Vantage Air is headquartered in Turku.\n- Chiara reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Priya reports to Chiara.\n- Pablo reports to Priya.\n- Yuki reports to Mateo.\n- Beacon Insurance is headquartered in Leeds.\n- Ravi reports to Anders.\n- Vantage Air was founded in 2013.\n- Anders reports to Deshawn.\n- Beacon Insurance was founded in 2012.\n- Pinnacle Software was founded in 1989.\n- Cedar Retail Group was founded in 1983.\n- Cedar Retail Group is headquartered in Leeds.\n- Ravi works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3522", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5032: employee Zoya S., hired 15 October 2021, separated 20 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5032?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3523", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3524", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 March 2023): For employees hired on or after 08 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2857: employee Tobias S., hired 28 August 2022, separated 30 May 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2857?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2006.\n- Summit Energy is headquartered in Brno.\n- Felix works for Summit Energy.\n- Dmitri works for Bluepine Aviation.\n- Jonas reports to Priya.\n- Deshawn reports to Wren.\n- Priya works for Summit Energy.\n- Hana reports to Amara.\n- Pinnacle Software was founded in 2007.\n- Tessa reports to Hana.\n- Bluepine Aviation is headquartered in Adelaide.\n- Jonas works for Cedar Retail Group.\n- Ravi reports to Anders.\n- Wren reports to Tessa.\n- Anders reports to Callum.\n- Hana works for Pinnacle Software.\n- Amara works for Summit Energy.\n- Callum reports to Dmitri.\n- Deshawn works for Pinnacle Software.\n- Tessa works for Summit Energy.\n- Wren works for Pinnacle Software.\n- Summit Energy was founded in 1979.\n- Bluepine Aviation was founded in 1995.\n- Dmitri reports to Jonas.\n- Callum works for Summit Energy.\n- Anders works for Summit Energy.\n- Priya reports to Deshawn.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Deshawn.\n- Anders works for Crescent Telecom.\n- Callum reports to Omar.\n- Pablo reports to Chiara.\n- Crescent Telecom was founded in 1990.\n- Aisha works for Atlas Freight.\n- Priya reports to Zoya.\n- Omar works for Cobalt Health.\n- Anders reports to Pablo.\n- Cobalt Health is headquartered in Brno.\n- Zoya reports to Anders.\n- Stefan reports to Callum.\n- Stefan works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Summit Energy is headquartered in Tallinn.\n- Summit Energy was founded in 2011.\n- Zoya works for Crescent Telecom.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Atlas Freight was founded in 2014.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Chiara works for Cobalt Health.\n- Deshawn reports to Aisha.\n- Chiara reports to Stefan.\n- Atlas Freight is headquartered in Tallinn.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Helios Logistics was founded in 1993.\n- Anders works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Vantage Air is headquartered in Tallinn.\n- Northwind Systems was founded in 1979.\n- Cobalt Health is headquartered in Tallinn.\n- Mei works for Cobalt Health.\n- Chiara reports to Nadia.\n- Callum works for Cobalt Health.\n- Aisha reports to Mara.\n- Nadia works for Vantage Air.\n- Northwind Systems is headquartered in Tallinn.\n- Mei reports to Chiara.\n- Jonas reports to Mei.\n- Chiara works for Cobalt Health.\n- Vantage Air was founded in 1987.\n- Cobalt Health was founded in 1995.\n- Nadia reports to Callum.\n- Anders reports to Mateo.\n- Mateo works for Cobalt Health.\n- Ingrid reports to Jonas.\n- Helios Logistics is headquartered in Tallinn.\n- Mara works for Northwind Systems.\n- Mara reports to Anders.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Bergen.\n- Sofia works for Meridian Bank.\n- Deshawn works for Cedar Retail Group.\n- Lucia reports to Leila.\n- Callum works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Leila reports to Stefan.\n- Ravi reports to Kenji.\n- Ironwood Manufacturing was founded in 1977.\n- Tobias works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Meridian Bank was founded in 1975.\n- Leila works for Ironwood Manufacturing.\n- Anders reports to Lucia.\n- Stefan reports to Sofia.\n- Kenji works for Ironwood Manufacturing.\n- Deshawn reports to Tobias.\n- Sofia reports to Pablo.\n- Ravi works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.\n- Callum reports to Anders.\n- Summit Energy was founded in 1984.\n- Stefan works for Summit Energy.\n- Jonas works for Ironwood Manufacturing.\n- Kenji reports to Deshawn.\n- Tobias reports to Callum.\n- Cedar Retail Group was founded in 1976.\n- Jonas reports to Ravi.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1972", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3529", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4246: employee Hana T., hired 18 July 2020, separated 02 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4246?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3530", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1809: employee Sanne B., hired 09 April 2023, separated 11 February 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1809?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3531", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6467: employee Tobias A., hired 17 November 2022, separated 25 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6467?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1994.\n- Beacon Insurance was founded in 1997.\n- Meridian Bank is headquartered in Nagoya.\n- Pablo works for Ironwood Manufacturing.\n- Mei reports to Yuki.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki reports to Emeka.\n- Ironwood Manufacturing was founded in 2006.\n- Nadia reports to Callum.\n- Meridian Bank was founded in 1999.\n- Nadia works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Callum works for Meridian Bank.\n- Yuki works for Beacon Insurance.\n- Kenji reports to Chiara.\n- Chiara works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Mei works for Meridian Bank.\n- Chiara reports to Mei.\n- Emeka reports to Nadia.\n- Pablo reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3533", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5257: employee Omar T., hired 25 August 2020, separated 03 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5257?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Nadia.\n- Tobias works for Crescent Telecom.\n- Jonas works for Atlas Freight.\n- Leila reports to Hana.\n- Cedar Retail Group was founded in 1985.\n- Crescent Telecom was founded in 1990.\n- Bluepine Aviation was founded in 2014.\n- Leila works for Crescent Telecom.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Adelaide.\n- Atlas Freight was founded in 2000.\n- Tobias reports to Jonas.\n- Atlas Freight is headquartered in Valencia.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Sofia reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana works for Atlas Freight.\n- Hana reports to Felix.\n- Nadia reports to Tobias.\n- Jonas reports to Leila.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3535", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 5512 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "exchange_item", "3": "track_order", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3536", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6848: employee Elena B., hired 26 April 2023, separated 25 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-6848 under the controlling rules.", "criteria": {"0": "$5,712", "1": "$11,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3537", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Kenji.\n- Mara reports to Tessa.\n- Kenji works for Atlas Freight.\n- Crescent Telecom was founded in 1975.\n- Omar works for Atlas Freight.\n- Lattice Analytics is headquartered in Malmo.\n- Elena works for Atlas Freight.\n- Kenji reports to Dmitri.\n- Lattice Analytics was founded in 2014.\n- Pinnacle Software was founded in 1992.\n- Stefan works for Lattice Analytics.\n- Pinnacle Software is headquartered in Adelaide.\n- Atlas Freight is headquartered in Malmo.\n- Dmitri reports to Mara.\n- Mateo works for Pinnacle Software.\n- Mei reports to Omar.\n- Mei works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Omar reports to Pablo.\n- Elena reports to Stefan.\n- Pablo reports to Mateo.\n- Atlas Freight was founded in 1975.\n- Crescent Telecom is headquartered in Oslo.\n- Pablo works for Lattice Analytics.\n- Dmitri works for Atlas Freight.\n- Tessa reports to Mei.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3539", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3540", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3541", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-3 (VERSION 3, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3731: employee Ingrid B., hired 20 November 2022, separated 28 December 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-3731 under the controlling rules.", "criteria": {"0": "$15,100", "1": "$15,500", "2": "$15,600", "3": "$67,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3542", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1984.\n- Crescent Telecom is headquartered in Austin.\n- Lucia works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Omar works for Beacon Insurance.\n- Omar reports to Lucia.\n- Meridian Bank was founded in 1990.\n- Amara reports to Jonas.\n- Crescent Telecom was founded in 2000.\n- Meridian Bank is headquartered in Oslo.\n- Lucia reports to Aisha.\n- Jonas works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Sofia reports to Chiara.\n- Sofia works for Meridian Bank.\n- Aisha works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1987.\n- Chiara works for Bluepine Aviation.\n- Elena works for Meridian Bank.\n- Beacon Insurance is headquartered in Bergen.\n- Elena reports to Omar.\n- Chiara reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3544", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2855: employee Yuki T., hired 02 January 2022, separated 05 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2855?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3545", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3546", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3547", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3548", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3127: employee Elena T., hired 29 November 2022, separated 05 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3127?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Lattice Analytics was founded in 1995.\n- Jonas works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Aisha reports to Leila.\n- Fernhill Foods was founded in 1984.\n- Tessa reports to Anders.\n- Pablo reports to Sanne.\n- Pinnacle Software is headquartered in Tampere.\n- Ravi works for Crescent Telecom.\n- Pablo works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Ravi reports to Zoya.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Jonas reports to Hana.\n- Pinnacle Software was founded in 2015.\n- Viktor reports to Tessa.\n- Leila works for Fernhill Foods.\n- Lattice Analytics is headquartered in Oslo.\n- Zoya reports to Viktor.\n- Hana reports to Pablo.\n- Tessa works for Lattice Analytics.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Ravi.\n- Anders reports to Wren.\n- Crescent Telecom was founded in 1977.\n- Hana works for Fernhill Foods.\n- Leila reports to Jonas.\n- Anders works for Fernhill Foods.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3550", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3551", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8330: employee Callum B., hired 09 October 2023, separated 23 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8330?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Zoya.\n- Mateo reports to Dmitri.\n- Pinnacle Software was founded in 1975.\n- Tessa works for Atlas Freight.\n- Chiara works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Mei works for Vantage Air.\n- Viktor works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mei reports to Ravi.\n- Ravi works for Vantage Air.\n- Zoya reports to Mateo.\n- Atlas Freight is headquartered in Dunedin.\n- Amara works for Pinnacle Software.\n- Atlas Freight was founded in 1990.\n- Bluepine Aviation was founded in 2006.\n- Mateo works for Pinnacle Software.\n- Ravi reports to Viktor.\n- Vantage Air was founded in 1988.\n- Dmitri reports to Chiara.\n- Chiara reports to Mei.\n- Viktor reports to Amara.\n- Dmitri works for Atlas Freight.\n- Felix reports to Tessa.\n- Vantage Air is headquartered in Turku.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Wren reports to Mateo.\n- Meridian Bank is headquartered in Malmo.\n- Mateo reports to Lucia.\n- Amara works for Cedar Retail Group.\n- Mara reports to Amara.\n- Tobias works for Vantage Air.\n- Lucia reports to Tobias.\n- Vantage Air was founded in 2013.\n- Wren works for Pinnacle Software.\n- Amara reports to Anders.\n- Mateo works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Pinnacle Software is headquartered in Malmo.\n- Tobias reports to Mara.\n- Anders reports to Callum.\n- Meridian Bank was founded in 2007.\n- Callum works for Pinnacle Software.\n- Cedar Retail Group was founded in 1980.\n- Vantage Air is headquartered in Adelaide.\n- Callum reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Anders works for Meridian Bank.\n- Pinnacle Software was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2008", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3554", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 29255\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3555", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Pablo.\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Brno.\n- Omar works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Crescent Telecom is headquartered in Oslo.\n- Meridian Bank is headquartered in Oslo.\n- Pablo works for Crescent Telecom.\n- Pablo reports to Deshawn.\n- Fernhill Foods is headquartered in Basel.\n- Nadia reports to Lucia.\n- Ironwood Manufacturing was founded in 1994.\n- Meridian Bank was founded in 2003.\n- Lucia reports to Bruno.\n- Deshawn works for Ironwood Manufacturing.\n- Wren reports to Omar.\n- Lucia works for Fernhill Foods.\n- Omar reports to Nadia.\n- Fernhill Foods was founded in 2015.\n- Stefan works for Fernhill Foods.\n- Crescent Telecom was founded in 1987.\n- Deshawn reports to Wren.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3557", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3558", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8350: employee Jonas K., hired 02 March 2024, separated 25 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8350?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Hana reports to Ingrid.\n- Tessa works for Meridian Bank.\n- Northwind Systems is headquartered in Malmo.\n- Pinnacle Software was founded in 2001.\n- Meridian Bank is headquartered in Malmo.\n- Stefan reports to Emeka.\n- Viktor reports to Omar.\n- Northwind Systems was founded in 2005.\n- Ravi works for Northwind Systems.\n- Omar works for Pinnacle Software.\n- Tessa reports to Ravi.\n- Ravi reports to Stefan.\n- Hana works for Meridian Bank.\n- Viktor works for Northwind Systems.\n- Meridian Bank was founded in 1986.\n- Pinnacle Software is headquartered in Bergen.\n- Emeka reports to Viktor.\n- Stefan works for Pinnacle Software.\n- Cobalt Health is headquartered in Lyon.\n- Omar reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3560", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3561", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Emeka.\n- Crescent Telecom was founded in 1975.\n- Fernhill Foods was founded in 2011.\n- Crescent Telecom is headquartered in Ghent.\n- Mei works for Lattice Analytics.\n- Emeka reports to Mei.\n- Zoya reports to Ingrid.\n- Tessa works for Crescent Telecom.\n- Kenji reports to Amara.\n- Yuki reports to Kenji.\n- Mei reports to Tobias.\n- Elena works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Priya reports to Tessa.\n- Cobalt Health is headquartered in Nagoya.\n- Kenji works for Fernhill Foods.\n- Lattice Analytics was founded in 1980.\n- Tessa reports to Yuki.\n- Tobias works for Cobalt Health.\n- Elena reports to Jonas.\n- Lattice Analytics is headquartered in Ghent.\n- Priya works for Fernhill Foods.\n- Amara reports to Zoya.\n- Cobalt Health was founded in 2011.\n- Jonas works for Lattice Analytics.\n- Emeka works for Cobalt Health.\n- Tobias reports to Elena.\n- Amara works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Fernhill Foods is headquartered in Halifax.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Oslo.\n- Pablo reports to Deshawn.\n- Lattice Analytics is headquartered in Basel.\n- Kenji works for Helios Logistics.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Hana reports to Callum.\n- Hana works for Atlas Freight.\n- Nadia reports to Pablo.\n- Jonas reports to Nadia.\n- Deshawn reports to Aisha.\n- Aisha reports to Hana.\n- Helios Logistics is headquartered in Leeds.\n- Kenji reports to Jonas.\n- Atlas Freight was founded in 2009.\n- Pablo works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group was founded in 1989.\n- Jonas works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Aisha works for Cedar Retail Group.\n- Lattice Analytics was founded in 2004.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Crescent Telecom is headquartered in Porto.\n- Beacon Insurance was founded in 2011.\n- Yuki works for Cobalt Health.\n- Sofia works for Crescent Telecom.\n- Vantage Air was founded in 1984.\n- Yuki reports to Pablo.\n- Ravi works for Beacon Insurance.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 2003.\n- Sofia reports to Yuki.\n- Crescent Telecom was founded in 1998.\n- Leila reports to Tobias.\n- Pablo reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Lucia works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Lucia reports to Sofia.\n- Ravi reports to Leila.\n- Tobias reports to Lucia.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3565", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 September 2022): For employees hired on or after 16 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2397: employee Dmitri S., hired 06 February 2019, separated 06 February 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2397?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3566", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3500: employee Zoya A., hired 15 July 2020, separated 28 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3500?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3567", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Swap order 89107 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3568", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Deshawn.\n- Mateo works for Ironwood Manufacturing.\n- Aisha works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Meridian Bank is headquartered in Dunedin.\n- Elena reports to Chiara.\n- Tobias works for Cobalt Health.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tobias reports to Mara.\n- Yuki works for Cedar Retail Group.\n- Wren reports to Elena.\n- Chiara reports to Pablo.\n- Chiara works for Cedar Retail Group.\n- Mateo reports to Wren.\n- Pablo works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Wren works for Meridian Bank.\n- Pablo reports to Yuki.\n- Cedar Retail Group was founded in 1994.\n- Deshawn reports to Tobias.\n- Cobalt Health was founded in 1975.\n- Deshawn works for Cedar Retail Group.\n- Meridian Bank was founded in 1984.\n- Ironwood Manufacturing was founded in 1979.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara reports to Mateo.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1997", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3570", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7898: employee Nadia S., hired 29 July 2020, separated 23 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7898?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3571", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3572", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 31534 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3573", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "rollback", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1981.\n- Yuki works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Anders.\n- Jonas works for Beacon Insurance.\n- Sofia reports to Felix.\n- Felix reports to Tobias.\n- Lattice Analytics is headquartered in Halifax.\n- Felix works for Cobalt Health.\n- Nadia reports to Yuki.\n- Crescent Telecom was founded in 2015.\n- Beacon Insurance was founded in 1992.\n- Anders works for Beacon Insurance.\n- Tobias reports to Zoya.\n- Omar works for Cobalt Health.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas reports to Nadia.\n- Omar reports to Chiara.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Cobalt Health is headquartered in Halifax.\n- Lattice Analytics was founded in 2011.\n- Tobias works for Lattice Analytics.\n- Chiara reports to Priya.\n- Yuki reports to Omar.\n- Chiara works for Crescent Telecom.\n- Nadia works for Beacon Insurance.\n- Priya reports to Sofia.\n- Anders reports to Jonas.\n- Priya works for Crescent Telecom.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3575", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9765: employee Yuki M., hired 18 August 2023, separated 19 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9765?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3576", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1638: employee Viktor T., hired 24 August 2021, separated 27 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1638?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Bruno works for Vantage Air.\n- Pablo works for Vantage Air.\n- Meridian Bank is headquartered in Dunedin.\n- Jonas reports to Zoya.\n- Hana works for Vantage Air.\n- Ingrid reports to Hana.\n- Pablo reports to Stefan.\n- Nadia reports to Jonas.\n- Stefan reports to Ingrid.\n- Stefan works for Lattice Analytics.\n- Kenji works for Pinnacle Software.\n- Hana reports to Nadia.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Sanne.\n- Nadia works for Vantage Air.\n- Bruno reports to Pablo.\n- Vantage Air was founded in 2015.\n- Jonas works for Meridian Bank.\n- Vantage Air is headquartered in Austin.\n- Sanne works for Vantage Air.\n- Pinnacle Software was founded in 2004.\n- Ingrid works for Lattice Analytics.\n- Pinnacle Software is headquartered in Oslo.\n- Kenji reports to Callum.\n- Lattice Analytics is headquartered in Oslo.\n- Callum works for Meridian Bank.\n- Lattice Analytics was founded in 2002.\n- Callum reports to Bruno.\n- Meridian Bank was founded in 1998.\n- Sanne reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3578", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3579", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3580", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3581", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "update_benefits", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3582", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3583", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5919: employee Stefan A., hired 24 January 2023, separated 03 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-5919?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Pablo reports to Sanne.\n- Nadia reports to Mara.\n- Fernhill Foods was founded in 1980.\n- Aisha works for Crescent Telecom.\n- Mara reports to Stefan.\n- Ironwood Manufacturing is headquartered in Turku.\n- Nadia works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Ravi works for Fernhill Foods.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Mateo reports to Aisha.\n- Fernhill Foods is headquartered in Austin.\n- Pinnacle Software was founded in 2015.\n- Stefan reports to Mateo.\n- Sanne reports to Nadia.\n- Crescent Telecom was founded in 1994.\n- Ravi reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Sanne works for Pinnacle Software.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Aisha reports to Ingrid.\n- Leila works for Helios Logistics.\n- Crescent Telecom is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Leila reports to Aisha.\n- Pablo works for Helios Logistics.\n- Elena reports to Mara.\n- Mara works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Ingrid reports to Sanne.\n- Atlas Freight was founded in 1999.\n- Mara reports to Leila.\n- Helios Logistics is headquartered in Dunedin.\n- Bluepine Aviation was founded in 2010.\n- Crescent Telecom was founded in 1984.\n- Pablo reports to Elena.\n- Helios Logistics was founded in 2015.\n- Sanne reports to Mateo.\n- Aisha works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3586", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3587", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4868: employee Felix T., hired 02 August 2023, separated 15 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4868?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3588", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3589", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3590", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3591", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Deshawn reports to Nadia.\n- Helios Logistics was founded in 2012.\n- Helios Logistics is headquartered in Austin.\n- Aisha works for Bluepine Aviation.\n- Amara works for Atlas Freight.\n- Deshawn works for Helios Logistics.\n- Leila reports to Deshawn.\n- Aisha reports to Felix.\n- Lattice Analytics is headquartered in Malmo.\n- Bluepine Aviation was founded in 2002.\n- Ravi works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Atlas Freight was founded in 2002.\n- Nadia reports to Emeka.\n- Viktor works for Atlas Freight.\n- Amara reports to Viktor.\n- Felix reports to Leila.\n- Emeka works for Lattice Analytics.\n- Felix works for Atlas Freight.\n- Ravi reports to Tobias.\n- Lattice Analytics was founded in 2011.\n- Atlas Freight is headquartered in Malmo.\n- Tobias works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Bluepine Aviation is headquartered in Austin.\n- Leila works for Atlas Freight.\n- Callum reports to Ravi.\n- Viktor reports to Callum.\n- Pablo reports to Aisha.\n- Tobias reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3593", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 83071 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3594", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3595", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9427: employee Emeka R., hired 08 May 2022, separated 01 January 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-9427 under the controlling rules.", "criteria": {"0": "$6,231", "1": "$10,231", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3596", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Omar reports to Amara.\n- Lattice Analytics was founded in 1979.\n- Amara reports to Lucia.\n- Helios Logistics is headquartered in Cork.\n- Tessa works for Lattice Analytics.\n- Northwind Systems is headquartered in Basel.\n- Northwind Systems was founded in 1978.\n- Lucia reports to Kenji.\n- Beacon Insurance was founded in 1991.\n- Leila works for Helios Logistics.\n- Omar works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Kenji reports to Tessa.\n- Chiara reports to Omar.\n- Tessa reports to Leila.\n- Helios Logistics was founded in 1987.\n- Lattice Analytics is headquartered in Oslo.\n- Beacon Insurance is headquartered in Cork.\n- Leila reports to Pablo.\n- Amara works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Aisha.\n- Lattice Analytics was founded in 1978.\n- Atlas Freight is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 2014.\n- Lattice Analytics is headquartered in Tampere.\n- Mara reports to Kenji.\n- Aisha reports to Nadia.\n- Viktor reports to Sofia.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Pinnacle Software is headquartered in Malmo.\n- Viktor works for Pinnacle Software.\n- Nadia reports to Callum.\n- Hana reports to Mara.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Nadia works for Pinnacle Software.\n- Lucia reports to Hana.\n- Lucia works for Atlas Freight.\n- Hana works for Ironwood Manufacturing.\n- Mateo reports to Lucia.\n- Mateo works for Lattice Analytics.\n- Sofia works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1983.\n- Callum reports to Mateo.\n- Aisha works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3599", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4702: employee Aisha T., hired 17 May 2021, separated 02 February 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4702?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3600", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Wren reports to Yuki.\n- Bluepine Aviation is headquartered in Malmo.\n- Beacon Insurance was founded in 2003.\n- Aisha reports to Leila.\n- Leila reports to Wren.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Cork.\n- Zoya works for Ironwood Manufacturing.\n- Yuki works for Pinnacle Software.\n- Dmitri works for Bluepine Aviation.\n- Lucia reports to Emeka.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bluepine Aviation was founded in 1986.\n- Emeka reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Dmitri reports to Zoya.\n- Pinnacle Software was founded in 1991.\n- Emeka works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Pinnacle Software is headquartered in Cork.\n- Yuki reports to Dmitri.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3602", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 19871\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3603", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "update_benefits", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3604", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9829: employee Sofia M., hired 08 June 2022, separated 08 July 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-9829 under the controlling rules.", "criteria": {"0": "$12,202", "1": "$11,202", "2": "$52,875", "3": "$12,072"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3605", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4675: employee Bruno M., hired 11 April 2022, separated 30 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4675?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3606", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1984.\n- Cedar Retail Group was founded in 2001.\n- Mei reports to Priya.\n- Fernhill Foods was founded in 1994.\n- Cedar Retail Group is headquartered in Ghent.\n- Deshawn reports to Tobias.\n- Mei works for Cedar Retail Group.\n- Amara reports to Dmitri.\n- Yuki reports to Lucia.\n- Priya reports to Yuki.\n- Dmitri works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Austin.\n- Atlas Freight was founded in 2008.\n- Priya works for Bluepine Aviation.\n- Omar works for Cedar Retail Group.\n- Yuki works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Emeka reports to Ingrid.\n- Tobias reports to Omar.\n- Emeka works for Atlas Freight.\n- Tessa reports to Emeka.\n- Tessa works for Fernhill Foods.\n- Tobias works for Bluepine Aviation.\n- Dmitri reports to Mei.\n- Ingrid reports to Deshawn.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Brno.\n- Lucia works for Atlas Freight.\n- Deshawn works for Fernhill Foods.\n- Omar reports to Amara.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Anders reports to Tobias.\n- Cedar Retail Group was founded in 2009.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2014.\n- Omar reports to Zoya.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Lattice Analytics is headquartered in Ghent.\n- Beacon Insurance is headquartered in Lyon.\n- Leila reports to Nadia.\n- Lattice Analytics was founded in 1976.\n- Tobias reports to Omar.\n- Jonas works for Beacon Insurance.\n- Zoya reports to Callum.\n- Callum reports to Leila.\n- Mei works for Lattice Analytics.\n- Leila works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Jonas.\n- Omar works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Nadia reports to Mei.\n- Mei reports to Pablo.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3609", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8566: employee Priya S., hired 11 June 2020, separated 19 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8566?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3610", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Wren.\n- Ingrid works for Pinnacle Software.\n- Leila works for Cedar Retail Group.\n- Tessa reports to Felix.\n- Wren works for Meridian Bank.\n- Leila reports to Mateo.\n- Cedar Retail Group is headquartered in Malmo.\n- Priya works for Pinnacle Software.\n- Mateo reports to Emeka.\n- Mei works for Cedar Retail Group.\n- Priya reports to Tessa.\n- Mei reports to Mara.\n- Tessa works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Basel.\n- Cedar Retail Group was founded in 1981.\n- Felix works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mara works for Cedar Retail Group.\n- Emeka works for Meridian Bank.\n- Elena works for Ironwood Manufacturing.\n- Emeka reports to Ingrid.\n- Pinnacle Software was founded in 2009.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Elena.\n- Felix reports to Amara.\n- Meridian Bank is headquartered in Turku.\n- Elena reports to Mei.\n- Wren reports to Leila.\n- Meridian Bank was founded in 2002.\n- Ironwood Manufacturing was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3611", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2871: employee Leila S., hired 18 March 2022, separated 18 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2871?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3612", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2012.\n- Kenji reports to Tobias.\n- Cobalt Health is headquartered in Valencia.\n- Emeka reports to Felix.\n- Omar works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Kenji works for Ironwood Manufacturing.\n- Amara reports to Ravi.\n- Felix reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Omar reports to Emeka.\n- Yuki works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Ravi reports to Sanne.\n- Sofia reports to Omar.\n- Ravi works for Cobalt Health.\n- Emeka works for Cedar Retail Group.\n- Sofia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Basel.\n- Lucia reports to Amara.\n- Dmitri reports to Kenji.\n- Sanne works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2011.\n- Ironwood Manufacturing was founded in 1987.\n- Tobias reports to Sofia.\n- Sanne reports to Yuki.\n- Cobalt Health was founded in 1981.\n- Felix works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Priya reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Dmitri works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Beacon Insurance was founded in 2002.\n- Emeka works for Vantage Air.\n- Jonas reports to Priya.\n- Summit Energy is headquartered in Ghent.\n- Stefan reports to Emeka.\n- Summit Energy was founded in 1980.\n- Emeka reports to Jonas.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1975.\n- Elena works for Summit Energy.\n- Lucia reports to Leila.\n- Priya works for Summit Energy.\n- Dmitri reports to Lucia.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3615", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Leila.\n- Bruno works for Vantage Air.\n- Felix works for Northwind Systems.\n- Yuki reports to Omar.\n- Chiara reports to Emeka.\n- Vantage Air was founded in 2004.\n- Vantage Air is headquartered in Lyon.\n- Dmitri works for Vantage Air.\n- Emeka reports to Bruno.\n- Felix reports to Anders.\n- Omar works for Atlas Freight.\n- Bruno reports to Felix.\n- Callum works for Cobalt Health.\n- Atlas Freight is headquartered in Lyon.\n- Anders reports to Dmitri.\n- Atlas Freight was founded in 1978.\n- Yuki works for Atlas Freight.\n- Leila works for Cobalt Health.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 1985.\n- Anders works for Vantage Air.\n- Cobalt Health was founded in 2006.\n- Cobalt Health is headquartered in Malmo.\n- Chiara works for Northwind Systems.\n- Leila reports to Callum.\n- Emeka works for Northwind Systems.\n- Callum reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3617", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5386: employee Tobias A., hired 23 December 2021, separated 23 April 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-5386 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,567", "2": "$9,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Leila works for Northwind Systems.\n- Pinnacle Software is headquartered in Halifax.\n- Mei reports to Leila.\n- Northwind Systems is headquartered in Halifax.\n- Mateo works for Atlas Freight.\n- Sanne reports to Elena.\n- Pablo works for Northwind Systems.\n- Elena reports to Dmitri.\n- Sanne works for Northwind Systems.\n- Viktor reports to Chiara.\n- Viktor works for Atlas Freight.\n- Northwind Systems was founded in 2011.\n- Atlas Freight was founded in 1997.\n- Dmitri works for Atlas Freight.\n- Yuki reports to Mateo.\n- Nadia works for Atlas Freight.\n- Fernhill Foods is headquartered in Brno.\n- Nadia reports to Viktor.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara reports to Mei.\n- Pinnacle Software was founded in 1994.\n- Yuki works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Stefan reports to Pablo.\n- Fernhill Foods was founded in 2007.\n- Dmitri reports to Yuki.\n- Leila reports to Stefan.\n- Mei works for Northwind Systems.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Anders.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Sanne reports to Chiara.\n- Ironwood Manufacturing was founded in 1988.\n- Tobias reports to Lucia.\n- Lucia reports to Viktor.\n- Anders reports to Elena.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Dmitri.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Oslo.\n- Tobias works for Vantage Air.\n- Dmitri reports to Zoya.\n- Felix works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Bergen.\n- Fernhill Foods was founded in 1999.\n- Dmitri works for Fernhill Foods.\n- Elena works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Sanne.\n- Sanne works for Vantage Air.\n- Felix reports to Tobias.\n- Lucia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3620", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3621", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 49430, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3622", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9245: employee Tessa T., hired 20 April 2023, separated 25 July 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9245?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2007.\n- Aisha works for Summit Energy.\n- Hana reports to Nadia.\n- Callum reports to Yuki.\n- Jonas works for Bluepine Aviation.\n- Summit Energy was founded in 2001.\n- Hana works for Summit Energy.\n- Mei works for Vantage Air.\n- Lucia works for Northwind Systems.\n- Aisha reports to Lucia.\n- Bluepine Aviation was founded in 1987.\n- Zoya works for Northwind Systems.\n- Lucia reports to Felix.\n- Elena works for Summit Energy.\n- Northwind Systems was founded in 2002.\n- Mara works for Northwind Systems.\n- Elena reports to Callum.\n- Nadia reports to Mei.\n- Zoya reports to Mara.\n- Yuki works for Summit Energy.\n- Vantage Air is headquartered in Brno.\n- Northwind Systems is headquartered in Dunedin.\n- Nadia works for Northwind Systems.\n- Mara reports to Jonas.\n- Bluepine Aviation is headquartered in Tampere.\n- Yuki reports to Hana.\n- Felix reports to Elena.\n- Callum works for Vantage Air.\n- Summit Energy is headquartered in Brno.\n- Felix works for Bluepine Aviation.\n- Jonas reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3624", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8985: employee Leila R., hired 20 January 2023, separated 31 October 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8985?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3625", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2996: employee Aisha A., hired 26 February 2022, separated 12 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2996?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3626", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3627", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3628", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1127: employee Leila T., hired 17 October 2023, separated 23 April 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-1127 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$8,000", "2": "$30,333", "3": "$6,562"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3629", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5296: employee Tobias M., hired 09 July 2020, separated 03 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5296?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1988.\n- Stefan reports to Viktor.\n- Bruno reports to Mara.\n- Pablo works for Cobalt Health.\n- Crescent Telecom is headquartered in Brno.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Cobalt Health was founded in 1978.\n- Tessa reports to Bruno.\n- Chiara reports to Priya.\n- Cobalt Health is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Viktor reports to Chiara.\n- Mara reports to Pablo.\n- Viktor works for Ironwood Manufacturing.\n- Chiara works for Cobalt Health.\n- Priya reports to Tessa.\n- Crescent Telecom was founded in 1991.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Stefan works for Cobalt Health.\n- Tessa works for Crescent Telecom.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3631", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3632", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3308: employee Hana A., hired 26 September 2022, separated 08 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3308?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3633", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3634", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3805: employee Anders K., hired 20 April 2022, separated 17 August 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-3805 under the controlling rules.", "criteria": {"0": "$21,288", "1": "$21,418", "2": "$92,250", "3": "$21,788"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3635", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2145: employee Callum R., hired 25 May 2021, separated 05 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2145?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3636", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6095: employee Dmitri S., hired 23 November 2020, separated 21 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6095?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3637", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Nadia reports to Aisha.\n- Hana reports to Emeka.\n- Vantage Air is headquartered in Lyon.\n- Ravi works for Lattice Analytics.\n- Summit Energy was founded in 2011.\n- Aisha reports to Bruno.\n- Nadia works for Lattice Analytics.\n- Viktor reports to Sanne.\n- Emeka works for Summit Energy.\n- Lattice Analytics was founded in 2015.\n- Sanne reports to Ravi.\n- Summit Energy is headquartered in Tampere.\n- Viktor works for Vantage Air.\n- Aisha works for Summit Energy.\n- Dmitri reports to Nadia.\n- Deshawn reports to Viktor.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Bruno reports to Omar.\n- Emeka reports to Pablo.\n- Bluepine Aviation was founded in 1979.\n- Omar works for Lattice Analytics.\n- Pablo reports to Deshawn.\n- Sanne works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Bruno works for Summit Energy.\n- Deshawn works for Lattice Analytics.\n- Vantage Air was founded in 2008.\n- Pablo works for Vantage Air.\n- Ravi reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2010", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mei.\n- Fernhill Foods is headquartered in Adelaide.\n- Mei works for Helios Logistics.\n- Viktor reports to Elena.\n- Bruno reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mei reports to Bruno.\n- Mara works for Fernhill Foods.\n- Northwind Systems was founded in 2012.\n- Elena works for Fernhill Foods.\n- Helios Logistics is headquartered in Tampere.\n- Northwind Systems is headquartered in Bergen.\n- Viktor works for Northwind Systems.\n- Ingrid reports to Mara.\n- Zoya works for Helios Logistics.\n- Fernhill Foods was founded in 2008.\n- Dmitri works for Northwind Systems.\n- Helios Logistics was founded in 1987.\n- Ingrid works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1994.\n- Dmitri reports to Zoya.\n- Zoya reports to Viktor.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ravi.\n- Zoya works for Fernhill Foods.\n- Viktor reports to Wren.\n- Fernhill Foods was founded in 2008.\n- Priya works for Beacon Insurance.\n- Stefan works for Lattice Analytics.\n- Priya reports to Stefan.\n- Deshawn works for Lattice Analytics.\n- Dmitri works for Beacon Insurance.\n- Pablo reports to Priya.\n- Zoya reports to Deshawn.\n- Wren works for Beacon Insurance.\n- Deshawn reports to Pablo.\n- Lattice Analytics is headquartered in Porto.\n- Dmitri reports to Zoya.\n- Beacon Insurance is headquartered in Tampere.\n- Ravi reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Viktor works for Lattice Analytics.\n- Beacon Insurance was founded in 1990.\n- Ravi works for Lattice Analytics.\n- Northwind Systems was founded in 1985.\n- Fernhill Foods is headquartered in Porto.\n- Lattice Analytics was founded in 1977.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ravi.\n- Zoya works for Cobalt Health.\n- Priya works for Cedar Retail Group.\n- Stefan works for Meridian Bank.\n- Cedar Retail Group was founded in 2002.\n- Ravi works for Cedar Retail Group.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Atlas Freight is headquartered in Adelaide.\n- Zoya reports to Lucia.\n- Cobalt Health was founded in 2002.\n- Deshawn reports to Stefan.\n- Deshawn works for Cedar Retail Group.\n- Ravi reports to Aisha.\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health is headquartered in Oslo.\n- Yuki works for Cobalt Health.\n- Priya reports to Deshawn.\n- Lucia works for Cobalt Health.\n- Atlas Freight was founded in 2008.\n- Meridian Bank was founded in 2000.\n- Aisha reports to Yuki.\n- Yuki reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Helios Logistics is headquartered in Adelaide.\n- Kenji reports to Sofia.\n- Wren reports to Tessa.\n- Helios Logistics was founded in 1977.\n- Sofia reports to Wren.\n- Sofia works for Crescent Telecom.\n- Tobias works for Fernhill Foods.\n- Wren works for Helios Logistics.\n- Atlas Freight is headquartered in Oslo.\n- Tessa reports to Mara.\n- Crescent Telecom is headquartered in Porto.\n- Atlas Freight was founded in 1989.\n- Fernhill Foods was founded in 1988.\n- Zoya works for Atlas Freight.\n- Dmitri reports to Kenji.\n- Chiara works for Crescent Telecom.\n- Mara works for Atlas Freight.\n- Felix works for Crescent Telecom.\n- Kenji works for Helios Logistics.\n- Tobias reports to Dmitri.\n- Zoya reports to Felix.\n- Mara reports to Zoya.\n- Chiara reports to Tobias.\n- Crescent Telecom was founded in 2003.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3643", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1285: employee Sanne M., hired 09 December 2022, separated 08 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1285?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ravi.\n- Pinnacle Software is headquartered in Cork.\n- Zoya reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Summit Energy was founded in 2009.\n- Beacon Insurance is headquartered in Cork.\n- Mara reports to Yuki.\n- Mateo reports to Kenji.\n- Mara works for Atlas Freight.\n- Kenji reports to Mara.\n- Felix works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Summit Energy is headquartered in Cork.\n- Felix reports to Zoya.\n- Yuki reports to Felix.\n- Atlas Freight is headquartered in Turku.\n- Ravi works for Beacon Insurance.\n- Atlas Freight was founded in 2015.\n- Beacon Insurance was founded in 1982.\n- Pinnacle Software was founded in 2007.\n- Kenji works for Beacon Insurance.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3645", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9927: employee Zoya K., hired 20 December 2021, separated 31 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9927?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3646", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2015: employee Elena A., hired 13 June 2021, separated 15 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2015?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Nadia.\n- Priya reports to Zoya.\n- Nadia works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Hana works for Bluepine Aviation.\n- Wren reports to Hana.\n- Zoya works for Bluepine Aviation.\n- Cobalt Health was founded in 1995.\n- Hana reports to Ingrid.\n- Ironwood Manufacturing was founded in 2002.\n- Wren works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Emeka reports to Wren.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation was founded in 1996.\n- Felix reports to Priya.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 1980.\n- Cobalt Health is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3648", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6745: employee Aisha T., hired 19 September 2021, separated 28 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-6745 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$6,000", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3649", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 July 2025): For employees hired on or after 17 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3353: employee Lucia S., hired 02 June 2022, separated 06 September 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3353?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3650", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7224: employee Emeka S., hired 21 April 2020, separated 09 March 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-7224 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$14,000", "2": "$56,333", "3": "$14,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3651", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3652", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 March 2023): For employees hired on or after 11 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5470: employee Bruno R., hired 09 November 2019, separated 05 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5470?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3653", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3654", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9486: employee Pablo A., hired 03 October 2021, separated 24 November 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9486?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Cedar Retail Group was founded in 1999.\n- Felix reports to Kenji.\n- Deshawn reports to Callum.\n- Mateo reports to Felix.\n- Helios Logistics is headquartered in Brno.\n- Mara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Leeds.\n- Deshawn works for Cedar Retail Group.\n- Lucia works for Helios Logistics.\n- Zoya works for Fernhill Foods.\n- Callum works for Cedar Retail Group.\n- Felix works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Helios Logistics was founded in 1994.\n- Zoya reports to Mara.\n- Kenji works for Helios Logistics.\n- Cedar Retail Group is headquartered in Valencia.\n- Crescent Telecom was founded in 1985.\n- Jonas works for Crescent Telecom.\n- Callum reports to Mateo.\n- Mara reports to Deshawn.\n- Bruno reports to Jonas.\n- Fernhill Foods was founded in 2005.\n- Crescent Telecom is headquartered in Valencia.\n- Jonas reports to Lucia.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3656", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9802: employee Ravi M., hired 10 November 2020, separated 03 March 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-9802 under the controlling rules.", "criteria": {"0": "$27,909", "1": "$28,038", "2": "$28,538", "3": "$121,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3657", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Lucia works for Cedar Retail Group.\n- Nadia reports to Lucia.\n- Dmitri works for Northwind Systems.\n- Zoya works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Tessa reports to Yuki.\n- Lucia reports to Dmitri.\n- Yuki works for Vantage Air.\n- Ironwood Manufacturing was founded in 2001.\n- Cedar Retail Group is headquartered in Nagoya.\n- Vantage Air is headquartered in Nagoya.\n- Dmitri reports to Zoya.\n- Northwind Systems is headquartered in Basel.\n- Yuki reports to Pablo.\n- Zoya reports to Mara.\n- Nadia works for Northwind Systems.\n- Pablo reports to Callum.\n- Callum reports to Hana.\n- Tessa works for Vantage Air.\n- Hana works for Vantage Air.\n- Northwind Systems was founded in 1991.\n- Pablo works for Northwind Systems.\n- Cedar Retail Group was founded in 1980.\n- Hana reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3659", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Summit Energy is headquartered in Dunedin.\n- Pablo reports to Zoya.\n- Helios Logistics was founded in 1989.\n- Stefan works for Vantage Air.\n- Leila works for Summit Energy.\n- Bluepine Aviation was founded in 1982.\n- Chiara works for Helios Logistics.\n- Vantage Air was founded in 2007.\n- Mateo reports to Stefan.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya works for Vantage Air.\n- Summit Energy was founded in 1993.\n- Vantage Air is headquartered in Porto.\n- Helios Logistics is headquartered in Turku.\n- Tessa works for Vantage Air.\n- Mei reports to Chiara.\n- Mateo works for Helios Logistics.\n- Stefan reports to Pablo.\n- Chiara reports to Leila.\n- Leila reports to Tessa.\n- Mei works for Bluepine Aviation.\n- Zoya reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3660", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3363: employee Mara R., hired 21 November 2022, separated 10 July 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2026-3363 under the controlling rules.", "criteria": {"0": "$10,125", "1": "$45,000", "2": "$9,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Viktor.\n- Jonas reports to Dmitri.\n- Dmitri reports to Leila.\n- Leila works for Atlas Freight.\n- Helios Logistics was founded in 1979.\n- Wren reports to Kenji.\n- Leila reports to Aisha.\n- Jonas works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.\n- Viktor works for Atlas Freight.\n- Aisha reports to Wren.\n- Viktor reports to Jonas.\n- Atlas Freight was founded in 1985.\n- Helios Logistics is headquartered in Adelaide.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Lattice Analytics was founded in 1979.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Stefan reports to Nadia.\n- Viktor works for Ironwood Manufacturing.\n- Amara reports to Wren.\n- Tessa reports to Felix.\n- Elena works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Lattice Analytics was founded in 2004.\n- Nadia reports to Omar.\n- Lattice Analytics is headquartered in Brno.\n- Wren reports to Elena.\n- Amara works for Fernhill Foods.\n- Omar reports to Viktor.\n- Callum reports to Amara.\n- Wren works for Fernhill Foods.\n- Meridian Bank is headquartered in Brno.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Ironwood Manufacturing was founded in 2003.\n- Fernhill Foods is headquartered in Oslo.\n- Stefan works for Lattice Analytics.\n- Fernhill Foods was founded in 2012.\n- Omar works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Viktor reports to Callum.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3663", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Deshawn reports to Stefan.\n- Tessa works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Bruno reports to Jonas.\n- Jonas works for Cobalt Health.\n- Tobias works for Meridian Bank.\n- Cobalt Health is headquartered in Valencia.\n- Fernhill Foods was founded in 2002.\n- Aisha works for Cobalt Health.\n- Pablo works for Meridian Bank.\n- Aisha reports to Deshawn.\n- Jonas reports to Tobias.\n- Mateo works for Fernhill Foods.\n- Meridian Bank was founded in 1993.\n- Bruno works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Amara reports to Aisha.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa reports to Amara.\n- Cobalt Health was founded in 1978.\n- Stefan works for Meridian Bank.\n- Tobias reports to Tessa.\n- Stefan reports to Pablo.\n- Meridian Bank is headquartered in Basel.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3665", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7898: employee Aisha M., hired 16 February 2023, separated 26 June 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-7898 under the controlling rules.", "criteria": {"0": "$9,346", "1": "$45,000", "2": "$10,385", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Leila.\n- Lucia reports to Emeka.\n- Priya works for Bluepine Aviation.\n- Helios Logistics was founded in 1988.\n- Yuki reports to Bruno.\n- Yuki works for Bluepine Aviation.\n- Bruno works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Helios Logistics is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1983.\n- Jonas reports to Elena.\n- Emeka reports to Yuki.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Leila reports to Jonas.\n- Cobalt Health was founded in 2005.\n- Emeka works for Helios Logistics.\n- Bluepine Aviation is headquartered in Turku.\n- Lattice Analytics is headquartered in Turku.\n- Elena reports to Priya.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3667", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4887: employee Mateo R., hired 31 August 2020, separated 05 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4887?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3668", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 October 2022): For employees hired on or after 02 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3070: employee Viktor R., hired 28 November 2021, separated 22 February 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-3070 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$6,500", "3": "$2,700"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3669", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3670", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 17265 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3671", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 57618\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "track_order", "3": "request_refund", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3672", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7901: employee Sofia T., hired 06 March 2022, separated 12 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7901?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Anders reports to Bruno.\n- Tessa works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Cobalt Health was founded in 2012.\n- Felix works for Pinnacle Software.\n- Lattice Analytics is headquartered in Halifax.\n- Fernhill Foods is headquartered in Tampere.\n- Fernhill Foods was founded in 1988.\n- Anders works for Pinnacle Software.\n- Tessa reports to Viktor.\n- Pablo reports to Elena.\n- Mateo works for Lattice Analytics.\n- Mateo reports to Nadia.\n- Lattice Analytics was founded in 1996.\n- Ravi reports to Felix.\n- Bruno reports to Kenji.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software was founded in 1980.\n- Viktor reports to Mateo.\n- Pinnacle Software is headquartered in Turku.\n- Kenji reports to Ravi.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Pablo.\n- Felix reports to Hana.\n- Cobalt Health is headquartered in Turku.\n- Elena reports to Anders.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3674", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 14 March 2025): For employees hired on or after 14 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6567: employee Priya K., hired 18 March 2024, separated 12 March 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6567?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3675", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7036: employee Anders B., hired 19 February 2024, separated 16 January 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-7036 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$2,000", "3": "$1,900"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3676", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3677", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2848: employee Priya B., hired 10 April 2023, separated 20 January 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2848?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Yuki.\n- Fernhill Foods was founded in 2012.\n- Yuki reports to Sanne.\n- Deshawn works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Crescent Telecom was founded in 2000.\n- Leila works for Pinnacle Software.\n- Sanne works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Anders reports to Amara.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Mara reports to Anders.\n- Bruno works for Bluepine Aviation.\n- Amara works for Crescent Telecom.\n- Yuki works for Fernhill Foods.\n- Sanne reports to Bruno.\n- Pinnacle Software was founded in 2014.\n- Bluepine Aviation is headquartered in Austin.\n- Deshawn reports to Leila.\n- Crescent Telecom is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1975.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3679", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9322: employee Kenji A., hired 04 December 2022, separated 23 May 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-9322 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$3,462", "2": "$8,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3680", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1731: employee Mara B., hired 25 June 2024, separated 27 March 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-1731 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$1,500", "2": "$21,667", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Northwind Systems is headquartered in Valencia.\n- Vantage Air was founded in 1986.\n- Felix works for Meridian Bank.\n- Deshawn works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Pablo reports to Bruno.\n- Vantage Air is headquartered in Dunedin.\n- Jonas reports to Nadia.\n- Hana reports to Jonas.\n- Felix reports to Callum.\n- Meridian Bank is headquartered in Lyon.\n- Pinnacle Software was founded in 2007.\n- Meridian Bank was founded in 2003.\n- Bruno works for Pinnacle Software.\n- Nadia works for Meridian Bank.\n- Pinnacle Software is headquartered in Valencia.\n- Mateo reports to Pablo.\n- Pablo works for Northwind Systems.\n- Deshawn reports to Lucia.\n- Callum works for Pinnacle Software.\n- Nadia reports to Felix.\n- Lucia reports to Mateo.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 1986.\n- Bruno reports to Hana.\n- Jonas works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3682", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3683", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Hana.\n- Omar reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Pablo works for Lattice Analytics.\n- Hana works for Ironwood Manufacturing.\n- Omar works for Beacon Insurance.\n- Priya reports to Leila.\n- Hana reports to Kenji.\n- Stefan works for Ironwood Manufacturing.\n- Kenji works for Beacon Insurance.\n- Leila works for Lattice Analytics.\n- Zoya works for Beacon Insurance.\n- Lattice Analytics was founded in 1994.\n- Stefan reports to Lucia.\n- Crescent Telecom is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2014.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lattice Analytics is headquartered in Tampere.\n- Beacon Insurance is headquartered in Porto.\n- Crescent Telecom was founded in 2013.\n- Kenji reports to Omar.\n- Leila reports to Zoya.\n- Emeka works for Lattice Analytics.\n- Beacon Insurance was founded in 1994.\n- Lucia reports to Emeka.\n- Emeka reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3685", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5908: employee Kenji R., hired 24 January 2024, separated 17 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5908?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3686", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3687", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 October 2025): For employees hired on or after 27 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8488: employee Tessa R., hired 29 December 2021, separated 16 October 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8488?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3688", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3689", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 December 2025): For employees hired on or after 17 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4946: employee Bruno T., hired 09 January 2025, separated 20 January 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4946?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4946 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3690", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3691", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 October 2025): For employees hired on or after 25 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5761: employee Felix T., hired 15 June 2025, separated 11 February 2027 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-5761 under the controlling rules.", "criteria": {"0": "$6,620", "1": "$45,000", "2": "$10,385", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3692", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6502: employee Deshawn T., hired 09 August 2021, separated 01 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-6502 under the controlling rules.", "criteria": {"0": "$4,950", "1": "$4,900", "2": "$5,400", "3": "$21,233"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3693", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3694", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2798: employee Mateo K., hired 27 May 2022, separated 07 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2025-2798 under the controlling rules.", "criteria": {"0": "$8,600", "1": "$9,100", "2": "$37,267", "3": "$8,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Ravi reports to Kenji.\n- Kenji works for Cobalt Health.\n- Kenji reports to Tobias.\n- Ravi works for Vantage Air.\n- Cedar Retail Group is headquartered in Ghent.\n- Cobalt Health was founded in 1994.\n- Ingrid reports to Stefan.\n- Deshawn reports to Ingrid.\n- Zoya works for Cobalt Health.\n- Zoya reports to Hana.\n- Yuki reports to Omar.\n- Dmitri reports to Deshawn.\n- Vantage Air is headquartered in Tallinn.\n- Ingrid works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Omar works for Cobalt Health.\n- Tobias works for Summit Energy.\n- Omar reports to Ravi.\n- Summit Energy is headquartered in Bergen.\n- Nadia works for Cobalt Health.\n- Cedar Retail Group was founded in 2010.\n- Yuki works for Cobalt Health.\n- Summit Energy was founded in 2008.\n- Stefan reports to Nadia.\n- Tobias reports to Dmitri.\n- Dmitri works for Summit Energy.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1994.\n- Hana reports to Yuki.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3696", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6760: employee Lucia T., hired 30 May 2021, separated 26 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6760?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3697", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3698", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6533: employee Amara S., hired 04 June 2020, separated 27 April 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6533?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3699", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Mei works for Cedar Retail Group.\n- Lattice Analytics was founded in 1979.\n- Chiara works for Lattice Analytics.\n- Mara works for Meridian Bank.\n- Cedar Retail Group was founded in 1980.\n- Meridian Bank is headquartered in Halifax.\n- Pablo reports to Sanne.\n- Chiara reports to Pablo.\n- Cedar Retail Group is headquartered in Basel.\n- Mei reports to Lucia.\n- Tessa reports to Tobias.\n- Sanne works for Cedar Retail Group.\n- Cobalt Health is headquartered in Halifax.\n- Wren works for Meridian Bank.\n- Pablo works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Halifax.\n- Meridian Bank was founded in 1985.\n- Tobias reports to Chiara.\n- Lucia works for Lattice Analytics.\n- Cobalt Health was founded in 2008.\n- Sanne reports to Mei.\n- Lucia reports to Mara.\n- Tobias works for Cobalt Health.\n- Deshawn reports to Tessa.\n- Tessa works for Lattice Analytics.\n- Mara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1983", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Lucia reports to Priya.\n- Emeka reports to Sanne.\n- Omar works for Atlas Freight.\n- Sofia reports to Emeka.\n- Cobalt Health was founded in 1994.\n- Priya reports to Sofia.\n- Lattice Analytics was founded in 1989.\n- Mei reports to Omar.\n- Sofia works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Sanne reports to Hana.\n- Sanne works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Cobalt Health is headquartered in Nagoya.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1977.\n- Omar reports to Yuki.\n- Anders reports to Mei.\n- Anders works for Lattice Analytics.\n- Yuki reports to Lucia.\n- Meridian Bank was founded in 1986.\n- Meridian Bank is headquartered in Bergen.\n- Lucia works for Cobalt Health.\n- Emeka works for Atlas Freight.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3701", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 29 June 2023): For employees hired on or after 29 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6784: employee Dmitri S., hired 23 November 2020, separated 16 December 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-6784 under the controlling rules.", "criteria": {"0": "$3,875", "1": "$3,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3702", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3703", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "cancel_trip", "3": "book_flight", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3704", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Priya.\n- Omar reports to Aisha.\n- Atlas Freight was founded in 1979.\n- Deshawn reports to Zoya.\n- Zoya reports to Anders.\n- Priya works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Anders reports to Viktor.\n- Deshawn works for Cobalt Health.\n- Aisha works for Atlas Freight.\n- Mei reports to Wren.\n- Crescent Telecom was founded in 1988.\n- Zoya works for Cobalt Health.\n- Mei works for Crescent Telecom.\n- Cobalt Health is headquartered in Adelaide.\n- Anders works for Atlas Freight.\n- Priya reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Viktor reports to Mei.\n- Tobias reports to Omar.\n- Omar works for Atlas Freight.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Cobalt Health was founded in 2013.\n- Crescent Telecom is headquartered in Adelaide.\n- Viktor works for Atlas Freight.\n- Fernhill Foods was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3706", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7243: employee Mei M., hired 01 October 2019, separated 08 March 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7243?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3707", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8864: employee Stefan B., hired 01 October 2021, separated 20 October 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8864?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3708", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 December 2025): For employees hired on or after 28 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9275: employee Zoya T., hired 19 October 2025, separated 16 August 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9275?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3709", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7998: employee Stefan B., hired 15 August 2021, separated 23 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7998?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3710", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 51716, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3711", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3712", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 July 2025): For employees hired on or after 04 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1494: employee Sofia R., hired 02 January 2025, separated 28 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1494?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3713", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9612: employee Callum A., hired 01 April 2022, separated 13 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9612?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Tessa reports to Yuki.\n- Mateo works for Lattice Analytics.\n- Mei reports to Dmitri.\n- Amara reports to Emeka.\n- Yuki reports to Mei.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji reports to Anders.\n- Mei works for Bluepine Aviation.\n- Pinnacle Software was founded in 1976.\n- Elena works for Beacon Insurance.\n- Chiara works for Lattice Analytics.\n- Mateo reports to Kenji.\n- Dmitri reports to Elena.\n- Lattice Analytics was founded in 1976.\n- Emeka works for Lattice Analytics.\n- Jonas works for Beacon Insurance.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Yuki works for Bluepine Aviation.\n- Jonas reports to Amara.\n- Amara works for Pinnacle Software.\n- Emeka reports to Mateo.\n- Anders works for Lattice Analytics.\n- Anders reports to Tessa.\n- Elena reports to Chiara.\n- Lattice Analytics is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Dunedin.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3715", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 81779\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3716", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3717", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3718", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3719", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9560: employee Leila T., hired 06 October 2023, separated 18 April 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9560?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Felix works for Crescent Telecom.\n- Priya reports to Elena.\n- Mara works for Summit Energy.\n- Elena reports to Felix.\n- Viktor works for Crescent Telecom.\n- Summit Energy is headquartered in Halifax.\n- Helios Logistics was founded in 2009.\n- Mara reports to Emeka.\n- Atlas Freight was founded in 2008.\n- Priya works for Atlas Freight.\n- Crescent Telecom is headquartered in Brno.\n- Aisha reports to Mara.\n- Helios Logistics is headquartered in Turku.\n- Felix reports to Aisha.\n- Elena works for Atlas Freight.\n- Zoya works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Viktor reports to Zoya.\n- Crescent Telecom was founded in 2015.\n- Summit Energy was founded in 1991.\n- Aisha works for Crescent Telecom.\n- Zoya reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Pinnacle Software was founded in 2015.\n- Northwind Systems is headquartered in Adelaide.\n- Nadia works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Felix reports to Jonas.\n- Anders reports to Ingrid.\n- Viktor works for Beacon Insurance.\n- Lucia works for Northwind Systems.\n- Bluepine Aviation was founded in 2013.\n- Mei reports to Mateo.\n- Stefan reports to Felix.\n- Northwind Systems was founded in 2006.\n- Jonas reports to Nadia.\n- Mateo works for Pinnacle Software.\n- Beacon Insurance was founded in 2003.\n- Mei works for Northwind Systems.\n- Ingrid works for Beacon Insurance.\n- Lucia reports to Mei.\n- Ingrid reports to Viktor.\n- Bluepine Aviation is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Turku.\n- Pinnacle Software is headquartered in Bergen.\n- Felix works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Mateo reports to Anders.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Cobalt Health is headquartered in Lyon.\n- Elena works for Northwind Systems.\n- Emeka reports to Anders.\n- Viktor reports to Chiara.\n- Cedar Retail Group is headquartered in Dunedin.\n- Chiara works for Cobalt Health.\n- Anders works for Crescent Telecom.\n- Leila reports to Elena.\n- Zoya reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Ravi reports to Viktor.\n- Crescent Telecom is headquartered in Lyon.\n- Crescent Telecom was founded in 1992.\n- Cedar Retail Group was founded in 1984.\n- Viktor works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Leila works for Cedar Retail Group.\n- Chiara reports to Leila.\n- Elena reports to Callum.\n- Cobalt Health was founded in 2009.\n- Emeka works for Crescent Telecom.\n- Mara reports to Kenji.\n- Northwind Systems was founded in 2008.\n- Mara works for Cedar Retail Group.\n- Ingrid reports to Emeka.\n- Callum reports to Mara.\n- Ravi works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2011", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Aisha.\n- Northwind Systems was founded in 2015.\n- Mara works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tampere.\n- Zoya reports to Mara.\n- Bluepine Aviation is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1985.\n- Priya works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Mateo reports to Zoya.\n- Mateo works for Ironwood Manufacturing.\n- Anders works for Northwind Systems.\n- Mara reports to Priya.\n- Fernhill Foods was founded in 1986.\n- Bluepine Aviation was founded in 1984.\n- Priya reports to Mei.\n- Anders reports to Mateo.\n- Zoya works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Stefan reports to Anders.\n- Fernhill Foods is headquartered in Oslo.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3724", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3725", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3726", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Aisha.\n- Cedar Retail Group was founded in 2011.\n- Pablo reports to Hana.\n- Cobalt Health was founded in 1987.\n- Chiara works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Anders works for Pinnacle Software.\n- Anders reports to Dmitri.\n- Pinnacle Software is headquartered in Valencia.\n- Pablo works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Ravi works for Pinnacle Software.\n- Bluepine Aviation was founded in 2010.\n- Cedar Retail Group is headquartered in Valencia.\n- Viktor reports to Pablo.\n- Dmitri works for Cedar Retail Group.\n- Viktor works for Bluepine Aviation.\n- Hana reports to Anders.\n- Deshawn works for Bluepine Aviation.\n- Cobalt Health is headquartered in Brno.\n- Aisha reports to Chiara.\n- Chiara reports to Stefan.\n- Ingrid works for Cobalt Health.\n- Aisha works for Bluepine Aviation.\n- Dmitri reports to Deshawn.\n- Deshawn reports to Jonas.\n- Pinnacle Software was founded in 1995.\n- Stefan works for Cobalt Health.\n- Ravi reports to Viktor.\n- Jonas works for Bluepine Aviation.\n- Stefan reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3728", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3729", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5595: employee Viktor M., hired 07 October 2023, separated 19 March 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5595?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3730", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1354: employee Sanne T., hired 08 May 2022, separated 19 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1354?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Bruno.\n- Chiara works for Pinnacle Software.\n- Bruno works for Helios Logistics.\n- Cobalt Health is headquartered in Turku.\n- Chiara reports to Elena.\n- Sanne reports to Mateo.\n- Sofia reports to Chiara.\n- Bruno reports to Tessa.\n- Tessa works for Helios Logistics.\n- Pinnacle Software was founded in 1977.\n- Elena works for Lattice Analytics.\n- Sanne works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Nadia works for Cobalt Health.\n- Lattice Analytics is headquartered in Tallinn.\n- Cobalt Health was founded in 2006.\n- Helios Logistics is headquartered in Turku.\n- Aisha works for Helios Logistics.\n- Nadia reports to Sanne.\n- Helios Logistics was founded in 2001.\n- Mateo works for Lattice Analytics.\n- Tessa reports to Amara.\n- Lattice Analytics was founded in 2005.\n- Amara works for Helios Logistics.\n- Aisha reports to Sofia.\n- Elena reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3732", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7347: employee Mateo M., hired 28 June 2024, separated 13 January 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-7347 under the controlling rules.", "criteria": {"0": "$5,077", "1": "$5,192", "2": "$22,000", "3": "$5,577"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3733", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2855: employee Dmitri T., hired 04 March 2022, separated 23 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2855?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3734", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 65791 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3735", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6451: employee Nadia A., hired 19 January 2021, separated 14 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6451?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3736", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4158: employee Emeka B., hired 31 October 2020, separated 21 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4158?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3737", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3738", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Turku.\n- Elena works for Bluepine Aviation.\n- Amara reports to Elena.\n- Zoya reports to Viktor.\n- Chiara reports to Sanne.\n- Vantage Air was founded in 1979.\n- Sanne reports to Nadia.\n- Meridian Bank was founded in 2010.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Elena reports to Priya.\n- Nadia reports to Leila.\n- Viktor reports to Chiara.\n- Pablo reports to Bruno.\n- Bluepine Aviation was founded in 1977.\n- Bruno reports to Ingrid.\n- Leila works for Vantage Air.\n- Bruno works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Meridian Bank is headquartered in Oslo.\n- Zoya works for Bluepine Aviation.\n- Priya reports to Zoya.\n- Amara works for Vantage Air.\n- Ingrid works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Ingrid reports to Amara.\n- Vantage Air is headquartered in Turku.\n- Priya works for Vantage Air.\n- Bluepine Aviation is headquartered in Turku.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3740", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3741", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4374: employee Viktor A., hired 26 May 2020, separated 06 May 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4374?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3742", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3743", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 97684, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3744", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3745", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3746", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2000.\n- Mara works for Beacon Insurance.\n- Helios Logistics is headquartered in Ghent.\n- Sanne works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Zoya reports to Tobias.\n- Lucia works for Ironwood Manufacturing.\n- Hana reports to Omar.\n- Helios Logistics was founded in 2007.\n- Lucia reports to Hana.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Jonas.\n- Vantage Air was founded in 2000.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Omar reports to Zoya.\n- Priya works for Beacon Insurance.\n- Jonas works for Ironwood Manufacturing.\n- Mara reports to Bruno.\n- Tobias reports to Sanne.\n- Hana works for Vantage Air.\n- Priya reports to Mara.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1979.\n- Vantage Air is headquartered in Leeds.\n- Jonas reports to Lucia.\n- Tobias works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3748", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3349: employee Pablo T., hired 08 April 2023, separated 17 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-3349 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$5,075", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3749", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4175: employee Stefan B., hired 11 March 2023, separated 01 January 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4175?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3750", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 92190 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3751", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8435: employee Tessa R., hired 04 November 2021, separated 10 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8435?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3752", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9813: employee Ingrid R., hired 10 April 2023, separated 17 April 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9813?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Nadia reports to Tessa.\n- Northwind Systems is headquartered in Halifax.\n- Crescent Telecom was founded in 2010.\n- Tessa reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Pablo reports to Yuki.\n- Northwind Systems was founded in 2002.\n- Jonas reports to Elena.\n- Beacon Insurance was founded in 1985.\n- Nadia works for Northwind Systems.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Malmo.\n- Tessa works for Pinnacle Software.\n- Crescent Telecom is headquartered in Lyon.\n- Pinnacle Software is headquartered in Malmo.\n- Elena reports to Amara.\n- Bruno reports to Pablo.\n- Pablo works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Amara reports to Nadia.\n- Pinnacle Software was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3754", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3755", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2013.\n- Tessa works for Northwind Systems.\n- Pablo works for Crescent Telecom.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Chiara reports to Amara.\n- Callum reports to Kenji.\n- Dmitri reports to Mateo.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Dmitri works for Meridian Bank.\n- Crescent Telecom was founded in 1978.\n- Chiara works for Crescent Telecom.\n- Mateo works for Northwind Systems.\n- Pablo reports to Dmitri.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 2012.\n- Kenji reports to Tessa.\n- Northwind Systems is headquartered in Halifax.\n- Northwind Systems was founded in 2012.\n- Mateo reports to Chiara.\n- Amara works for Northwind Systems.\n- Amara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Omar.\n- Emeka works for Cobalt Health.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Sofia works for Bluepine Aviation.\n- Nadia reports to Zoya.\n- Tobias works for Cobalt Health.\n- Mei reports to Anders.\n- Mei works for Summit Energy.\n- Bluepine Aviation was founded in 1990.\n- Tobias reports to Bruno.\n- Amara reports to Nadia.\n- Bluepine Aviation is headquartered in Austin.\n- Zoya reports to Emeka.\n- Meridian Bank is headquartered in Porto.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Meridian Bank was founded in 2004.\n- Summit Energy is headquartered in Porto.\n- Anders works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Anders reports to Amara.\n- Omar reports to Tobias.\n- Bruno reports to Sofia.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3758", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1915: employee Yuki K., hired 05 August 2022, separated 25 December 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1915?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Crescent Telecom.\n- Bluepine Aviation was founded in 2000.\n- Atlas Freight was founded in 1996.\n- Atlas Freight is headquartered in Leeds.\n- Callum works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tampere.\n- Amara reports to Callum.\n- Mateo works for Crescent Telecom.\n- Aisha reports to Mara.\n- Mateo reports to Jonas.\n- Omar works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Jonas reports to Anders.\n- Mara reports to Amara.\n- Aisha works for Atlas Freight.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Tampere.\n- Anders reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3760", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 52265 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3761", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1248: employee Hana B., hired 20 October 2022, separated 12 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1248?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3762", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3763", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3764", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Mei reports to Ingrid.\n- Elena reports to Kenji.\n- Viktor reports to Mei.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Elena works for Cobalt Health.\n- Ingrid reports to Anders.\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health was founded in 1976.\n- Aisha reports to Elena.\n- Cedar Retail Group was founded in 1992.\n- Lucia reports to Tobias.\n- Kenji reports to Viktor.\n- Ingrid works for Cobalt Health.\n- Jonas reports to Lucia.\n- Cobalt Health is headquartered in Bergen.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Tobias works for Meridian Bank.\n- Vantage Air is headquartered in Tallinn.\n- Anders reports to Jonas.\n- Lucia works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1998.\n- Chiara reports to Priya.\n- Zoya reports to Tessa.\n- Beacon Insurance is headquartered in Malmo.\n- Priya reports to Yuki.\n- Felix reports to Chiara.\n- Ironwood Manufacturing was founded in 1998.\n- Hana reports to Viktor.\n- Ravi reports to Felix.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1992.\n- Yuki reports to Callum.\n- Yuki works for Ironwood Manufacturing.\n- Zoya works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Jonas reports to Deshawn.\n- Chiara works for Pinnacle Software.\n- Lattice Analytics was founded in 1989.\n- Deshawn works for Beacon Insurance.\n- Lattice Analytics is headquartered in Ghent.\n- Felix works for Pinnacle Software.\n- Viktor reports to Ravi.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Viktor works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Jonas works for Beacon Insurance.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Callum reports to Jonas.\n- Tessa reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3767", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 July 2023): For employees hired on or after 20 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9821: employee Kenji R., hired 11 February 2021, separated 29 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9821?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3768", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3769", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3770", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 February 2023): For employees hired on or after 25 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3569: employee Yuki R., hired 27 May 2019, separated 04 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3569?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3771", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4080: employee Elena K., hired 10 June 2023, separated 28 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4080?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Tallinn.\n- Anders reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1999.\n- Kenji reports to Aisha.\n- Yuki reports to Bruno.\n- Northwind Systems was founded in 1981.\n- Bruno reports to Nadia.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno works for Summit Energy.\n- Nadia reports to Kenji.\n- Aisha works for Cedar Retail Group.\n- Summit Energy was founded in 2006.\n- Summit Energy is headquartered in Leeds.\n- Anders works for Summit Energy.\n- Leila reports to Anders.\n- Fernhill Foods is headquartered in Leeds.\n- Ingrid works for Fernhill Foods.\n- Leila works for Summit Energy.\n- Ingrid reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Callum.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Dmitri works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Elena reports to Hana.\n- Elena works for Atlas Freight.\n- Cedar Retail Group is headquartered in Dunedin.\n- Priya reports to Sofia.\n- Cedar Retail Group was founded in 1981.\n- Deshawn works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Anders reports to Priya.\n- Sofia works for Lattice Analytics.\n- Pablo reports to Elena.\n- Lattice Analytics was founded in 1980.\n- Callum reports to Pablo.\n- Priya works for Atlas Freight.\n- Cobalt Health was founded in 1977.\n- Pablo works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Yuki reports to Anders.\n- Dmitri reports to Yuki.\n- Hana reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Atlas Freight was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Helios Logistics was founded in 1993.\n- Pinnacle Software is headquartered in Leeds.\n- Fernhill Foods was founded in 1983.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Sofia works for Helios Logistics.\n- Chiara reports to Pablo.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Chiara works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.\n- Pablo reports to Sofia.\n- Pinnacle Software was founded in 2010.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance was founded in 2013.\n- Kenji reports to Zoya.\n- Viktor reports to Aisha.\n- Sofia reports to Deshawn.\n- Deshawn reports to Kenji.\n- Aisha reports to Chiara.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Emeka.\n- Mei works for Crescent Telecom.\n- Felix reports to Mei.\n- Tessa reports to Lucia.\n- Sanne works for Vantage Air.\n- Hana reports to Mateo.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Sanne.\n- Dmitri works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Stefan reports to Pablo.\n- Ironwood Manufacturing was founded in 1985.\n- Dmitri reports to Stefan.\n- Lucia reports to Felix.\n- Vantage Air was founded in 1979.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lucia works for Atlas Freight.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Sanne reports to Dmitri.\n- Mei reports to Aisha.\n- Crescent Telecom was founded in 1990.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight is headquartered in Tallinn.\n- Atlas Freight was founded in 1992.\n- Pablo works for Ironwood Manufacturing.\n- Aisha reports to Hana.\n- Hana works for Atlas Freight.\n- Aisha works for Ironwood Manufacturing.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Kenji.\n- Northwind Systems is headquartered in Malmo.\n- Ravi reports to Viktor.\n- Ravi works for Bluepine Aviation.\n- Kenji reports to Lucia.\n- Mei works for Bluepine Aviation.\n- Callum works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Bluepine Aviation was founded in 1993.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Northwind Systems was founded in 1983.\n- Bluepine Aviation is headquartered in Tallinn.\n- Viktor works for Northwind Systems.\n- Vantage Air is headquartered in Tallinn.\n- Cobalt Health was founded in 1977.\n- Lucia reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Viktor reports to Nadia.\n- Cobalt Health is headquartered in Basel.\n- Nadia reports to Callum.\n- Mei reports to Ravi.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3777", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Vantage Air was founded in 2008.\n- Omar reports to Stefan.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa reports to Ingrid.\n- Stefan reports to Pablo.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid reports to Mei.\n- Ironwood Manufacturing is headquartered in Porto.\n- Leila reports to Omar.\n- Ingrid works for Vantage Air.\n- Pablo works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Basel.\n- Omar works for Atlas Freight.\n- Yuki reports to Tessa.\n- Stefan works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1984.\n- Cedar Retail Group was founded in 2006.\n- Pablo reports to Yuki.\n- Vantage Air is headquartered in Adelaide.\n- Mei works for Vantage Air.\n- Atlas Freight was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3779", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3780", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 48733\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3781", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5330: employee Zoya M., hired 02 June 2024, separated 30 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-5330 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$2,250", "2": "$4,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3782", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9315: employee Mara S., hired 18 July 2022, separated 06 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9315?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3783", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3784", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3785", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Cobalt Health is headquartered in Brno.\n- Lucia works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Ingrid reports to Lucia.\n- Summit Energy was founded in 1990.\n- Sanne works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Sanne.\n- Summit Energy is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1997.\n- Lucia reports to Priya.\n- Sofia reports to Ingrid.\n- Lattice Analytics is headquartered in Turku.\n- Lattice Analytics was founded in 1986.\n- Viktor works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia works for Cobalt Health.\n- Sanne reports to Aisha.\n- Aisha reports to Viktor.\n- Priya reports to Ravi.\n- Aisha works for Summit Energy.\n- Cobalt Health was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3787", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3788", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 30679 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "change_address", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3789", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8195: employee Deshawn B., hired 12 March 2021, separated 18 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8195?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8195 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3790", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 20901, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3791", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5860: employee Nadia M., hired 26 January 2020, separated 12 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5860?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Bruno reports to Anders.\n- Anders reports to Felix.\n- Atlas Freight was founded in 1990.\n- Beacon Insurance was founded in 2008.\n- Felix reports to Kenji.\n- Anders works for Beacon Insurance.\n- Aisha works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Basel.\n- Callum reports to Bruno.\n- Atlas Freight is headquartered in Basel.\n- Ravi reports to Aisha.\n- Kenji reports to Viktor.\n- Kenji works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2011.\n- Northwind Systems was founded in 2013.\n- Viktor works for Northwind Systems.\n- Beacon Insurance is headquartered in Basel.\n- Ravi works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Aisha reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tessa.\n- Chiara reports to Omar.\n- Beacon Insurance was founded in 2004.\n- Fernhill Foods was founded in 1979.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Ingrid works for Fernhill Foods.\n- Vantage Air was founded in 1976.\n- Cedar Retail Group was founded in 1981.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mara works for Cedar Retail Group.\n- Elena reports to Mara.\n- Ravi works for Beacon Insurance.\n- Mara reports to Ravi.\n- Beacon Insurance is headquartered in Tallinn.\n- Omar reports to Zoya.\n- Zoya works for Vantage Air.\n- Zoya reports to Sofia.\n- Tessa works for Fernhill Foods.\n- Elena works for Beacon Insurance.\n- Vantage Air is headquartered in Nagoya.\n- Sofia reports to Elena.\n- Omar works for Vantage Air.\n- Ingrid reports to Sanne.\n- Chiara works for Vantage Air.\n- Tessa reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3794", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3795", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 37744 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3796", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6883: employee Sanne T., hired 01 October 2022, separated 17 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-6883 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$5,800", "2": "$7,750", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3797", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3798", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9990: employee Deshawn S., hired 03 July 2020, separated 02 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9990?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3799", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2956: employee Tobias A., hired 04 July 2022, separated 21 July 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2956?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3800", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3801", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3802", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Emeka reports to Chiara.\n- Aisha works for Beacon Insurance.\n- Emeka works for Summit Energy.\n- Elena reports to Hana.\n- Mei reports to Stefan.\n- Zoya reports to Dmitri.\n- Beacon Insurance was founded in 1975.\n- Sanne works for Fernhill Foods.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2003.\n- Summit Energy is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Leeds.\n- Elena works for Beacon Insurance.\n- Hana works for Fernhill Foods.\n- Stefan works for Summit Energy.\n- Chiara works for Fernhill Foods.\n- Jonas reports to Mei.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana reports to Sanne.\n- Stefan reports to Zoya.\n- Dmitri reports to Emeka.\n- Sanne reports to Ingrid.\n- Fernhill Foods was founded in 1990.\n- Mei works for Beacon Insurance.\n- Ingrid works for Bluepine Aviation.\n- Chiara reports to Elena.\n- Summit Energy was founded in 2008.\n- Zoya works for Beacon Insurance.\n- Dmitri works for Bluepine Aviation.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3804", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 November 2025): For employees hired on or after 17 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1169: employee Priya M., hired 05 October 2024, separated 15 May 2027 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-1169 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,900", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-3805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ravi.\n- Leila reports to Aisha.\n- Cobalt Health was founded in 1988.\n- Aisha reports to Hana.\n- Leila works for Atlas Freight.\n- Omar reports to Felix.\n- Hana reports to Sofia.\n- Sofia works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Meridian Bank is headquartered in Nagoya.\n- Sofia reports to Omar.\n- Hana works for Cobalt Health.\n- Atlas Freight was founded in 2005.\n- Omar works for Lattice Analytics.\n- Anders works for Atlas Freight.\n- Meridian Bank was founded in 1988.\n- Bruno works for Cobalt Health.\n- Lattice Analytics was founded in 1998.\n- Anders reports to Leila.\n- Cobalt Health is headquartered in Adelaide.\n- Felix works for Cobalt Health.\n- Ravi reports to Stefan.\n- Felix reports to Bruno.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3806", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3807", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cedar Retail Group.\n- Ingrid works for Fernhill Foods.\n- Pinnacle Software was founded in 1985.\n- Aisha works for Pinnacle Software.\n- Meridian Bank was founded in 2002.\n- Chiara reports to Aisha.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Lucia reports to Kenji.\n- Viktor reports to Ingrid.\n- Omar reports to Nadia.\n- Stefan works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Stefan reports to Chiara.\n- Nadia reports to Viktor.\n- Kenji works for Cedar Retail Group.\n- Ingrid reports to Lucia.\n- Kenji reports to Felix.\n- Fernhill Foods was founded in 2002.\n- Chiara works for Pinnacle Software.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Cedar Retail Group was founded in 2007.\n- Felix works for Fernhill Foods.\n- Aisha reports to Omar.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3809", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3810", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1672: employee Chiara B., hired 12 April 2023, separated 22 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1672?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3811", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3812", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3813", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4258: employee Jonas T., hired 22 March 2022, separated 02 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-4258 under the controlling rules.", "criteria": {"0": "$5,075", "1": "$30,333", "2": "$8,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3814", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3815", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3816", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3817", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "wire_transfer", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Nadia.\n- Summit Energy was founded in 2010.\n- Stefan reports to Hana.\n- Tobias works for Cobalt Health.\n- Mateo works for Northwind Systems.\n- Hana reports to Ingrid.\n- Lattice Analytics is headquartered in Tallinn.\n- Summit Energy is headquartered in Ghent.\n- Lucia reports to Stefan.\n- Lattice Analytics was founded in 1989.\n- Kenji reports to Amara.\n- Amara reports to Deshawn.\n- Hana works for Summit Energy.\n- Lucia works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Ingrid reports to Mateo.\n- Kenji works for Lattice Analytics.\n- Tobias reports to Lucia.\n- Stefan works for Summit Energy.\n- Cobalt Health is headquartered in Tallinn.\n- Deshawn reports to Tobias.\n- Northwind Systems was founded in 1997.\n- Cobalt Health was founded in 1995.\n- Amara works for Lattice Analytics.\n- Northwind Systems is headquartered in Ghent.\n- Deshawn works for Summit Energy.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1987", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3819", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1997.\n- Cedar Retail Group was founded in 2008.\n- Sofia works for Helios Logistics.\n- Beacon Insurance was founded in 2013.\n- Dmitri works for Cedar Retail Group.\n- Deshawn works for Helios Logistics.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Beacon Insurance is headquartered in Porto.\n- Mara works for Beacon Insurance.\n- Helios Logistics is headquartered in Porto.\n- Bruno reports to Stefan.\n- Pinnacle Software is headquartered in Porto.\n- Sofia reports to Bruno.\n- Ingrid reports to Deshawn.\n- Tessa reports to Dmitri.\n- Leila works for Helios Logistics.\n- Leila reports to Sofia.\n- Stefan reports to Tessa.\n- Pinnacle Software was founded in 1985.\n- Stefan works for Pinnacle Software.\n- Mara reports to Ingrid.\n- Bruno works for Helios Logistics.\n- Deshawn reports to Leila.\n- Pablo reports to Mara.\n- Tessa works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Leila reports to Priya.\n- Hana reports to Viktor.\n- Kenji reports to Aisha.\n- Northwind Systems is headquartered in Austin.\n- Tessa works for Crescent Telecom.\n- Zoya works for Atlas Freight.\n- Ingrid reports to Mateo.\n- Viktor reports to Leila.\n- Atlas Freight was founded in 1990.\n- Zoya reports to Hana.\n- Mei works for Atlas Freight.\n- Aisha works for Crescent Telecom.\n- Hana works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Felix reports to Zoya.\n- Aisha reports to Felix.\n- Ironwood Manufacturing was founded in 2011.\n- Priya reports to Ingrid.\n- Mei reports to Kenji.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Crescent Telecom was founded in 1982.\n- Ingrid works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Kenji works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Viktor works for Northwind Systems.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ingrid.\n- Ingrid reports to Ravi.\n- Northwind Systems is headquartered in Ghent.\n- Atlas Freight is headquartered in Malmo.\n- Hana works for Atlas Freight.\n- Sanne reports to Tobias.\n- Callum reports to Sanne.\n- Yuki works for Vantage Air.\n- Ravi works for Vantage Air.\n- Crescent Telecom was founded in 1983.\n- Kenji works for Atlas Freight.\n- Yuki reports to Kenji.\n- Crescent Telecom is headquartered in Adelaide.\n- Vantage Air was founded in 1978.\n- Tobias works for Northwind Systems.\n- Callum works for Vantage Air.\n- Ravi reports to Yuki.\n- Northwind Systems was founded in 2006.\n- Atlas Freight was founded in 1981.\n- Vantage Air is headquartered in Bergen.\n- Ingrid works for Vantage Air.\n- Kenji reports to Callum.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1981", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3823", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Yuki.\n- Elena reports to Omar.\n- Meridian Bank was founded in 1982.\n- Zoya reports to Jonas.\n- Wren works for Meridian Bank.\n- Anders works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Jonas reports to Ravi.\n- Callum reports to Elena.\n- Pinnacle Software was founded in 2008.\n- Crescent Telecom is headquartered in Adelaide.\n- Omar works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Nagoya.\n- Zoya works for Cedar Retail Group.\n- Omar reports to Stefan.\n- Ravi reports to Wren.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Crescent Telecom.\n- Stefan works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Elena works for Pinnacle Software.\n- Callum works for Meridian Bank.\n- Anders reports to Callum.\n- Pinnacle Software is headquartered in Porto.\n- Cedar Retail Group was founded in 1999.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3825", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2733: employee Zoya R., hired 04 August 2023, separated 12 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2733?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3826", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3827", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Mei reports to Priya.\n- Priya works for Beacon Insurance.\n- Dmitri reports to Lucia.\n- Dmitri works for Helios Logistics.\n- Priya reports to Dmitri.\n- Sofia works for Pinnacle Software.\n- Callum reports to Elena.\n- Ingrid reports to Sofia.\n- Bluepine Aviation is headquartered in Lyon.\n- Elena reports to Mei.\n- Pinnacle Software is headquartered in Ghent.\n- Callum works for Beacon Insurance.\n- Mei works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Malmo.\n- Helios Logistics is headquartered in Malmo.\n- Bluepine Aviation was founded in 2011.\n- Pinnacle Software was founded in 2012.\n- Helios Logistics was founded in 1998.\n- Lucia reports to Ingrid.\n- Elena works for Pinnacle Software.\n- Beacon Insurance was founded in 2010.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3829", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Tessa.\n- Tessa works for Helios Logistics.\n- Meridian Bank was founded in 1982.\n- Sanne reports to Zoya.\n- Meridian Bank is headquartered in Valencia.\n- Leila works for Meridian Bank.\n- Mateo reports to Elena.\n- Deshawn works for Meridian Bank.\n- Ingrid works for Crescent Telecom.\n- Elena reports to Leila.\n- Zoya reports to Mateo.\n- Vantage Air was founded in 2008.\n- Bruno works for Helios Logistics.\n- Crescent Telecom is headquartered in Turku.\n- Anders works for Meridian Bank.\n- Mara reports to Sanne.\n- Sanne works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Zoya works for Vantage Air.\n- Elena works for Meridian Bank.\n- Helios Logistics is headquartered in Tallinn.\n- Bruno reports to Ingrid.\n- Helios Logistics was founded in 1996.\n- Anders reports to Mara.\n- Emeka reports to Bruno.\n- Mara works for Meridian Bank.\n- Vantage Air is headquartered in Tallinn.\n- Mateo works for Vantage Air.\n- Tessa reports to Deshawn.\n- Deshawn reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Northwind Systems is headquartered in Brno.\n- Felix works for Fernhill Foods.\n- Dmitri works for Meridian Bank.\n- Stefan reports to Callum.\n- Tessa reports to Ingrid.\n- Fernhill Foods is headquartered in Lyon.\n- Stefan works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Cedar Retail Group was founded in 1985.\n- Ingrid works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Northwind Systems was founded in 1997.\n- Meridian Bank is headquartered in Halifax.\n- Mara works for Cedar Retail Group.\n- Meridian Bank was founded in 1995.\n- Viktor works for Northwind Systems.\n- Deshawn reports to Dmitri.\n- Fernhill Foods was founded in 2009.\n- Cedar Retail Group is headquartered in Lyon.\n- Felix reports to Priya.\n- Tessa works for Fernhill Foods.\n- Mara reports to Felix.\n- Priya reports to Deshawn.\n- Viktor reports to Mara.\n- Ingrid reports to Stefan.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3832", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3833", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 November 2025): For employees hired on or after 24 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2426: employee Leila M., hired 22 May 2024, separated 12 February 2027 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2426?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3834", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6701: employee Felix A., hired 24 November 2020, separated 31 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6701?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3835", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1490: employee Deshawn A., hired 28 November 2023, separated 22 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1490?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3836", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7287: employee Wren M., hired 24 February 2022, separated 19 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-7287?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3837", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7603: employee Chiara B., hired 31 March 2023, separated 13 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7603?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3838", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6990: employee Mara R., hired 14 August 2022, separated 11 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-6990?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1997.\n- Vantage Air was founded in 1996.\n- Omar works for Fernhill Foods.\n- Summit Energy is headquartered in Bergen.\n- Felix works for Summit Energy.\n- Mateo reports to Felix.\n- Fernhill Foods was founded in 2015.\n- Vantage Air is headquartered in Bergen.\n- Omar reports to Leila.\n- Leila works for Summit Energy.\n- Callum reports to Jonas.\n- Dmitri reports to Omar.\n- Leila reports to Chiara.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Dmitri works for Summit Energy.\n- Mateo works for Summit Energy.\n- Jonas reports to Mateo.\n- Fernhill Foods is headquartered in Halifax.\n- Cedar Retail Group was founded in 1984.\n- Felix reports to Dmitri.\n- Chiara works for Fernhill Foods.\n- Callum works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3840", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Dmitri works for Northwind Systems.\n- Emeka works for Cedar Retail Group.\n- Northwind Systems is headquartered in Bergen.\n- Helios Logistics was founded in 2010.\n- Lattice Analytics was founded in 2001.\n- Lattice Analytics is headquartered in Turku.\n- Helios Logistics is headquartered in Dunedin.\n- Wren reports to Nadia.\n- Ingrid works for Lattice Analytics.\n- Emeka reports to Mara.\n- Nadia works for Lattice Analytics.\n- Wren works for Cedar Retail Group.\n- Nadia reports to Emeka.\n- Sofia works for Helios Logistics.\n- Aisha reports to Wren.\n- Cedar Retail Group was founded in 2006.\n- Ingrid reports to Aisha.\n- Cedar Retail Group is headquartered in Cork.\n- Chiara works for Cedar Retail Group.\n- Aisha works for Northwind Systems.\n- Mara reports to Chiara.\n- Lucia works for Northwind Systems.\n- Dmitri reports to Sofia.\n- Northwind Systems was founded in 1984.\n- Lucia reports to Ingrid.\n- Sofia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3841", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3842", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3843", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Kenji reports to Elena.\n- Elena works for Cobalt Health.\n- Ravi works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.\n- Sofia works for Beacon Insurance.\n- Stefan reports to Emeka.\n- Priya reports to Amara.\n- Amara works for Meridian Bank.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Wren reports to Kenji.\n- Lucia reports to Ravi.\n- Cobalt Health is headquartered in Nagoya.\n- Priya works for Beacon Insurance.\n- Felix reports to Priya.\n- Meridian Bank is headquartered in Tampere.\n- Deshawn works for Meridian Bank.\n- Ravi reports to Wren.\n- Emeka works for Atlas Freight.\n- Beacon Insurance was founded in 1977.\n- Atlas Freight was founded in 2006.\n- Stefan works for Atlas Freight.\n- Cobalt Health was founded in 1976.\n- Deshawn reports to Felix.\n- Elena reports to Stefan.\n- Lucia works for Meridian Bank.\n- Amara reports to Sofia.\n- Emeka reports to Deshawn.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3845", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6152: employee Mara T., hired 19 October 2022, separated 08 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6152?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Nadia.\n- Ingrid works for Meridian Bank.\n- Summit Energy is headquartered in Tampere.\n- Stefan works for Pinnacle Software.\n- Bluepine Aviation was founded in 2008.\n- Mateo reports to Felix.\n- Meridian Bank is headquartered in Austin.\n- Meridian Bank was founded in 1990.\n- Tessa reports to Elena.\n- Pinnacle Software is headquartered in Tampere.\n- Tessa works for Meridian Bank.\n- Summit Energy was founded in 1978.\n- Omar works for Pinnacle Software.\n- Ingrid reports to Stefan.\n- Elena reports to Bruno.\n- Pinnacle Software was founded in 1975.\n- Tobias reports to Tessa.\n- Felix works for Summit Energy.\n- Stefan reports to Tobias.\n- Mateo works for Pinnacle Software.\n- Bruno works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Omar.\n- Tobias works for Pinnacle Software.\n- Omar reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1970", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3847", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3848", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2230: employee Ingrid S., hired 25 May 2020, separated 12 January 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2230?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3849", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3850", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tampere.\n- Callum works for Helios Logistics.\n- Hana reports to Ingrid.\n- Hana works for Northwind Systems.\n- Helios Logistics was founded in 2003.\n- Pablo works for Pinnacle Software.\n- Dmitri reports to Amara.\n- Callum reports to Viktor.\n- Helios Logistics is headquartered in Tampere.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 2006.\n- Pinnacle Software was founded in 1991.\n- Dmitri works for Helios Logistics.\n- Viktor reports to Pablo.\n- Stefan works for Cobalt Health.\n- Leila reports to Hana.\n- Pablo reports to Anders.\n- Anders reports to Leila.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Cobalt Health was founded in 2006.\n- Amara works for Cobalt Health.\n- Leila works for Helios Logistics.\n- Northwind Systems is headquartered in Tampere.\n- Amara reports to Stefan.\n- Ingrid reports to Dmitri.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Callum.\n- Cobalt Health is headquartered in Dunedin.\n- Zoya reports to Ravi.\n- Jonas works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Callum works for Summit Energy.\n- Pablo works for Vantage Air.\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health was founded in 2010.\n- Kenji works for Vantage Air.\n- Callum reports to Pablo.\n- Wren works for Summit Energy.\n- Omar reports to Aisha.\n- Sanne reports to Zoya.\n- Hana works for Cobalt Health.\n- Elena reports to Wren.\n- Vantage Air is headquartered in Leeds.\n- Sanne works for Summit Energy.\n- Ravi works for Cobalt Health.\n- Omar works for Vantage Air.\n- Aisha reports to Jonas.\n- Pablo reports to Hana.\n- Kenji reports to Omar.\n- Wren reports to Kenji.\n- Vantage Air was founded in 1993.\n- Ravi reports to Elena.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 2009.\n- Fernhill Foods is headquartered in Leeds.\n- Summit Energy was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3853", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Adelaide.\n- Anders reports to Bruno.\n- Tessa works for Beacon Insurance.\n- Leila reports to Hana.\n- Vantage Air was founded in 2012.\n- Aisha works for Vantage Air.\n- Viktor reports to Mara.\n- Chiara works for Cobalt Health.\n- Atlas Freight is headquartered in Adelaide.\n- Vantage Air is headquartered in Adelaide.\n- Priya works for Vantage Air.\n- Mara reports to Anders.\n- Cobalt Health was founded in 2011.\n- Omar works for Cobalt Health.\n- Viktor works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Aisha reports to Leila.\n- Chiara reports to Priya.\n- Mara works for Cobalt Health.\n- Bruno reports to Ingrid.\n- Omar reports to Tessa.\n- Bruno works for Vantage Air.\n- Atlas Freight was founded in 1995.\n- Beacon Insurance was founded in 2003.\n- Anders works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Ingrid reports to Omar.\n- Ingrid works for Beacon Insurance.\n- Tessa reports to Aisha.\n- Hana reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2004.\n- Vantage Air was founded in 1996.\n- Stefan works for Lattice Analytics.\n- Mateo reports to Dmitri.\n- Ravi reports to Amara.\n- Dmitri reports to Yuki.\n- Ingrid works for Vantage Air.\n- Summit Energy was founded in 1996.\n- Summit Energy is headquartered in Porto.\n- Amara reports to Pablo.\n- Ingrid reports to Stefan.\n- Amara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air is headquartered in Porto.\n- Yuki works for Lattice Analytics.\n- Jonas works for Fernhill Foods.\n- Stefan reports to Tessa.\n- Mateo works for Summit Energy.\n- Dmitri works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Jonas reports to Mateo.\n- Lattice Analytics is headquartered in Porto.\n- Pablo works for Fernhill Foods.\n- Pablo reports to Ingrid.\n- Fernhill Foods was founded in 1979.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1974", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3856", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3857", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Zoya works for Pinnacle Software.\n- Viktor reports to Mateo.\n- Ingrid works for Northwind Systems.\n- Ingrid reports to Elena.\n- Pablo reports to Felix.\n- Felix reports to Stefan.\n- Wren reports to Viktor.\n- Lattice Analytics is headquartered in Brno.\n- Elena reports to Sanne.\n- Lattice Analytics was founded in 1983.\n- Pinnacle Software is headquartered in Turku.\n- Pablo works for Pinnacle Software.\n- Northwind Systems was founded in 1995.\n- Cedar Retail Group was founded in 1977.\n- Yuki reports to Zoya.\n- Northwind Systems is headquartered in Valencia.\n- Yuki works for Northwind Systems.\n- Pinnacle Software was founded in 2003.\n- Cedar Retail Group is headquartered in Turku.\n- Mateo reports to Yuki.\n- Stefan reports to Priya.\n- Priya works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Viktor works for Lattice Analytics.\n- Zoya reports to Pablo.\n- Sanne works for Pinnacle Software.\n- Priya reports to Ingrid.\n- Mateo works for Northwind Systems.\n- Wren works for Lattice Analytics.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3859", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3860", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 37256 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Priya reports to Sanne.\n- Aisha reports to Omar.\n- Jonas reports to Bruno.\n- Bruno reports to Priya.\n- Lattice Analytics was founded in 2005.\n- Bruno works for Lattice Analytics.\n- Fernhill Foods is headquartered in Brno.\n- Lattice Analytics is headquartered in Ghent.\n- Omar reports to Leila.\n- Tessa reports to Aisha.\n- Atlas Freight was founded in 1995.\n- Jonas works for Crescent Telecom.\n- Sanne reports to Tessa.\n- Sanne works for Lattice Analytics.\n- Crescent Telecom was founded in 2004.\n- Leila works for Lattice Analytics.\n- Omar works for Crescent Telecom.\n- Priya works for Fernhill Foods.\n- Atlas Freight is headquartered in Tampere.\n- Fernhill Foods was founded in 2010.\n- Aisha works for Lattice Analytics.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3862", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Malmo.\n- Helios Logistics is headquartered in Leeds.\n- Leila works for Pinnacle Software.\n- Helios Logistics was founded in 1985.\n- Mateo reports to Sanne.\n- Lucia works for Helios Logistics.\n- Sanne reports to Bruno.\n- Aisha reports to Omar.\n- Leila reports to Lucia.\n- Pinnacle Software was founded in 1989.\n- Meridian Bank was founded in 2002.\n- Priya works for Meridian Bank.\n- Bruno reports to Aisha.\n- Deshawn works for Crescent Telecom.\n- Lucia reports to Viktor.\n- Aisha works for Meridian Bank.\n- Priya reports to Leila.\n- Bruno works for Crescent Telecom.\n- Omar reports to Priya.\n- Crescent Telecom is headquartered in Malmo.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Viktor works for Meridian Bank.\n- Pinnacle Software is headquartered in Lyon.\n- Mateo works for Meridian Bank.\n- Deshawn reports to Mateo.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Nadia.\n- Bruno works for Helios Logistics.\n- Lucia reports to Jonas.\n- Bruno reports to Emeka.\n- Lattice Analytics was founded in 2001.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1976.\n- Emeka works for Lattice Analytics.\n- Meridian Bank was founded in 1992.\n- Nadia reports to Priya.\n- Jonas reports to Viktor.\n- Elena works for Lattice Analytics.\n- Ingrid reports to Bruno.\n- Helios Logistics is headquartered in Bergen.\n- Elena reports to Lucia.\n- Tessa reports to Elena.\n- Viktor works for Helios Logistics.\n- Emeka reports to Tessa.\n- Helios Logistics was founded in 2012.\n- Crescent Telecom is headquartered in Bergen.\n- Priya reports to Ingrid.\n- Lucia works for Helios Logistics.\n- Priya works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Ingrid works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Lattice Analytics is headquartered in Oslo.\n- Tessa works for Lattice Analytics.\n- Jonas works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Viktor reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3865", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3866", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3867", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4230: employee Tobias K., hired 07 April 2025, separated 16 November 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4230?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3868", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Emeka.\n- Omar reports to Tessa.\n- Pinnacle Software was founded in 2008.\n- Mateo reports to Tobias.\n- Sanne reports to Omar.\n- Callum reports to Priya.\n- Mei reports to Callum.\n- Fernhill Foods was founded in 2009.\n- Crescent Telecom is headquartered in Halifax.\n- Omar works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Stefan works for Fernhill Foods.\n- Mateo works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Tobias works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Northwind Systems was founded in 2006.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom was founded in 1988.\n- Priya reports to Mateo.\n- Tobias reports to Sanne.\n- Mei works for Crescent Telecom.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3870", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3871", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3257: employee Omar T., hired 08 August 2022, separated 20 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3257?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Jonas.\n- Dmitri works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Wren reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Felix reports to Wren.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Northwind Systems was founded in 1985.\n- Lattice Analytics was founded in 1997.\n- Lattice Analytics is headquartered in Leeds.\n- Dmitri reports to Elena.\n- Ironwood Manufacturing was founded in 1998.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Valencia.\n- Emeka reports to Dmitri.\n- Omar reports to Emeka.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Elena works for Lattice Analytics.\n- Elena reports to Ingrid.\n- Emeka works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1995", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3873", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3874", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 4183 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Fernhill Foods is headquartered in Cork.\n- Emeka reports to Callum.\n- Elena reports to Yuki.\n- Leila reports to Wren.\n- Emeka works for Fernhill Foods.\n- Lattice Analytics is headquartered in Halifax.\n- Cobalt Health was founded in 2001.\n- Fernhill Foods was founded in 1978.\n- Leila works for Fernhill Foods.\n- Callum reports to Aisha.\n- Callum works for Fernhill Foods.\n- Pinnacle Software is headquartered in Dunedin.\n- Yuki reports to Leila.\n- Lattice Analytics was founded in 1984.\n- Yuki works for Pinnacle Software.\n- Aisha works for Lattice Analytics.\n- Tobias works for Cobalt Health.\n- Pinnacle Software was founded in 1996.\n- Cobalt Health is headquartered in Cork.\n- Wren works for Pinnacle Software.\n- Aisha reports to Tobias.\n- Wren reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3876", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Summit Energy.\n- Elena reports to Emeka.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods was founded in 1981.\n- Summit Energy was founded in 1984.\n- Elena works for Cobalt Health.\n- Dmitri reports to Anders.\n- Anders reports to Stefan.\n- Emeka reports to Mara.\n- Cobalt Health was founded in 1976.\n- Leila works for Summit Energy.\n- Mara reports to Sanne.\n- Jonas reports to Chiara.\n- Stefan reports to Leila.\n- Dmitri works for Summit Energy.\n- Kenji reports to Elena.\n- Fernhill Foods is headquartered in Malmo.\n- Stefan works for Cobalt Health.\n- Jonas works for Northwind Systems.\n- Anders works for Fernhill Foods.\n- Callum works for Cobalt Health.\n- Chiara reports to Kenji.\n- Chiara works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Leila reports to Jonas.\n- Kenji works for Fernhill Foods.\n- Northwind Systems is headquartered in Basel.\n- Northwind Systems was founded in 2001.\n- Mara works for Northwind Systems.\n- Sanne works for Cobalt Health.\n- Sanne reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3878", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 July 2025): For employees hired on or after 22 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2657: employee Callum R., hired 16 January 2023, separated 08 March 2027 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2657?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3879", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7059: employee Amara S., hired 09 September 2024, separated 19 August 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7059?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3880", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6017: employee Ravi B., hired 22 August 2023, separated 09 April 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-6017 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$26,000", "2": "$3,900", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3881", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Felix.\n- Pinnacle Software is headquartered in Brno.\n- Ingrid works for Pinnacle Software.\n- Pablo reports to Chiara.\n- Ingrid reports to Bruno.\n- Stefan reports to Pablo.\n- Callum works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Vantage Air was founded in 1995.\n- Vantage Air is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.\n- Beacon Insurance was founded in 2000.\n- Anders reports to Callum.\n- Deshawn works for Beacon Insurance.\n- Felix works for Vantage Air.\n- Anders works for Vantage Air.\n- Tobias works for Pinnacle Software.\n- Pablo works for Cobalt Health.\n- Bruno reports to Tobias.\n- Chiara works for Beacon Insurance.\n- Cobalt Health was founded in 1997.\n- Felix reports to Stefan.\n- Tobias reports to Anders.\n- Deshawn reports to Sanne.\n- Pinnacle Software was founded in 2001.\n- Cobalt Health is headquartered in Cork.\n- Callum reports to Deshawn.\n- Stefan works for Beacon Insurance.\n- Bruno works for Pinnacle Software.\n- Chiara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3883", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3884", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4828: employee Stefan B., hired 20 July 2020, separated 16 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4828?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4828 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Bluepine Aviation was founded in 1997.\n- Mateo works for Vantage Air.\n- Priya reports to Deshawn.\n- Tobias works for Vantage Air.\n- Bruno reports to Sanne.\n- Deshawn reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Sanne works for Meridian Bank.\n- Callum reports to Bruno.\n- Callum works for Fernhill Foods.\n- Mateo reports to Tobias.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Basel.\n- Aisha reports to Yuki.\n- Sanne reports to Priya.\n- Yuki works for Meridian Bank.\n- Bluepine Aviation is headquartered in Oslo.\n- Fernhill Foods was founded in 1985.\n- Emeka works for Vantage Air.\n- Priya works for Fernhill Foods.\n- Emeka reports to Callum.\n- Aisha works for Meridian Bank.\n- Vantage Air was founded in 1995.\n- Meridian Bank was founded in 2008.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Adelaide.\n- Zoya works for Vantage Air.\n- Tobias works for Cedar Retail Group.\n- Leila works for Lattice Analytics.\n- Zoya reports to Chiara.\n- Lattice Analytics was founded in 2004.\n- Vantage Air was founded in 2001.\n- Viktor works for Lattice Analytics.\n- Bluepine Aviation was founded in 2005.\n- Emeka works for Vantage Air.\n- Chiara reports to Lucia.\n- Callum reports to Emeka.\n- Chiara works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Emeka reports to Leila.\n- Viktor reports to Zoya.\n- Bluepine Aviation is headquartered in Porto.\n- Leila reports to Tobias.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3887", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3888", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5317: employee Emeka M., hired 06 October 2020, separated 12 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5317?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3889", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9036: employee Lucia R., hired 29 May 2024, separated 14 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9036?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3890", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3891", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Helios Logistics was founded in 2015.\n- Helios Logistics is headquartered in Cork.\n- Northwind Systems is headquartered in Turku.\n- Nadia reports to Hana.\n- Zoya reports to Deshawn.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Fernhill Foods was founded in 2002.\n- Sofia works for Ironwood Manufacturing.\n- Elena works for Northwind Systems.\n- Sofia reports to Pablo.\n- Ironwood Manufacturing was founded in 2002.\n- Amara reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Northwind Systems was founded in 1993.\n- Ingrid reports to Nadia.\n- Amara works for Fernhill Foods.\n- Elena reports to Amara.\n- Deshawn works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.\n- Mei works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Nadia works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pablo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2001.\n- Emeka works for Cobalt Health.\n- Ravi works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.\n- Stefan works for Pinnacle Software.\n- Mateo reports to Sofia.\n- Pinnacle Software is headquartered in Leeds.\n- Omar reports to Ravi.\n- Kenji works for Summit Energy.\n- Ingrid reports to Emeka.\n- Cobalt Health is headquartered in Leeds.\n- Kenji reports to Mara.\n- Cobalt Health was founded in 2015.\n- Sofia reports to Ingrid.\n- Yuki reports to Stefan.\n- Mateo works for Pinnacle Software.\n- Helios Logistics was founded in 2008.\n- Emeka reports to Kenji.\n- Sanne reports to Omar.\n- Yuki works for Helios Logistics.\n- Ingrid works for Pinnacle Software.\n- Summit Energy is headquartered in Leeds.\n- Omar works for Pinnacle Software.\n- Mara works for Summit Energy.\n- Elena reports to Sanne.\n- Elena works for Pinnacle Software.\n- Sofia works for Helios Logistics.\n- Stefan reports to Mateo.\n- Pinnacle Software was founded in 2013.\n- Mara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Mei reports to Emeka.\n- Priya reports to Ravi.\n- Summit Energy was founded in 2015.\n- Callum works for Ironwood Manufacturing.\n- Priya works for Summit Energy.\n- Kenji reports to Aisha.\n- Emeka reports to Priya.\n- Anders reports to Lucia.\n- Ironwood Manufacturing was founded in 1987.\n- Aisha works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Crescent Telecom is headquartered in Tampere.\n- Ravi reports to Kenji.\n- Bruno works for Crescent Telecom.\n- Emeka works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tampere.\n- Lucia works for Beacon Insurance.\n- Crescent Telecom was founded in 1983.\n- Ravi works for Beacon Insurance.\n- Lucia reports to Bruno.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mei works for Ironwood Manufacturing.\n- Kenji works for Beacon Insurance.\n- Callum reports to Mei.\n- Beacon Insurance was founded in 1986.\n- Aisha reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3895", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Cobalt Health was founded in 2001.\n- Wren reports to Mei.\n- Mei reports to Omar.\n- Pinnacle Software was founded in 2001.\n- Bruno works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Austin.\n- Jonas reports to Wren.\n- Jonas works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bruno reports to Zoya.\n- Wren works for Ironwood Manufacturing.\n- Zoya reports to Jonas.\n- Atlas Freight was founded in 1993.\n- Mara reports to Bruno.\n- Zoya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1984.\n- Nadia reports to Mara.\n- Omar works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Cobalt Health is headquartered in Valencia.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Aisha works for Summit Energy.\n- Mei works for Bluepine Aviation.\n- Anders reports to Aisha.\n- Pinnacle Software was founded in 2002.\n- Amara reports to Wren.\n- Sanne reports to Anders.\n- Summit Energy is headquartered in Ghent.\n- Lattice Analytics is headquartered in Bergen.\n- Mara works for Bluepine Aviation.\n- Mara reports to Pablo.\n- Mei reports to Amara.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha reports to Hana.\n- Sanne works for Pinnacle Software.\n- Summit Energy was founded in 1981.\n- Emeka works for Summit Energy.\n- Wren reports to Dmitri.\n- Emeka reports to Leila.\n- Amara works for Lattice Analytics.\n- Dmitri reports to Mara.\n- Pablo reports to Emeka.\n- Bluepine Aviation was founded in 1997.\n- Lattice Analytics was founded in 1998.\n- Hana works for Bluepine Aviation.\n- Anders works for Summit Energy.\n- Leila reports to Sanne.\n- Bluepine Aviation is headquartered in Ghent.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cobalt Health.\n- Elena reports to Aisha.\n- Chiara works for Cobalt Health.\n- Aisha works for Ironwood Manufacturing.\n- Mateo works for Vantage Air.\n- Ingrid reports to Mateo.\n- Anders reports to Elena.\n- Ironwood Manufacturing was founded in 2001.\n- Hana reports to Anders.\n- Elena works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Amara works for Bluepine Aviation.\n- Wren reports to Deshawn.\n- Felix reports to Amara.\n- Amara reports to Sofia.\n- Sofia works for Vantage Air.\n- Ingrid works for Ironwood Manufacturing.\n- Sofia reports to Hana.\n- Deshawn reports to Chiara.\n- Wren works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Cork.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 2015.\n- Aisha reports to Wren.\n- Felix works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2004.\n- Mateo reports to Felix.\n- Deshawn works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Jonas reports to Mei.\n- Mara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2002.\n- Helios Logistics was founded in 1990.\n- Lattice Analytics was founded in 1992.\n- Tobias works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ravi reports to Tessa.\n- Tobias reports to Elena.\n- Jonas works for Meridian Bank.\n- Helios Logistics is headquartered in Leeds.\n- Tessa works for Ironwood Manufacturing.\n- Mei reports to Mara.\n- Lattice Analytics is headquartered in Austin.\n- Ravi works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Elena works for Meridian Bank.\n- Elena reports to Ravi.\n- Tessa reports to Yuki.\n- Yuki reports to Jonas.\n- Meridian Bank was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Priya works for Cedar Retail Group.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group was founded in 2002.\n- Mara reports to Sofia.\n- Leila reports to Ingrid.\n- Amara reports to Leila.\n- Nadia works for Beacon Insurance.\n- Yuki works for Summit Energy.\n- Vantage Air was founded in 2012.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Nadia reports to Yuki.\n- Vantage Air is headquartered in Brno.\n- Beacon Insurance was founded in 2013.\n- Yuki reports to Priya.\n- Amara works for Vantage Air.\n- Cedar Retail Group is headquartered in Turku.\n- Summit Energy was founded in 1978.\n- Priya reports to Amara.\n- Sofia works for Summit Energy.\n- Sofia reports to Nadia.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3901", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3902", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Sofia reports to Kenji.\n- Omar works for Beacon Insurance.\n- Tobias reports to Zoya.\n- Anders works for Cedar Retail Group.\n- Leila reports to Lucia.\n- Mei works for Beacon Insurance.\n- Atlas Freight is headquartered in Brno.\n- Kenji works for Cedar Retail Group.\n- Tobias works for Beacon Insurance.\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight was founded in 1991.\n- Mateo reports to Mei.\n- Cedar Retail Group was founded in 2002.\n- Vantage Air was founded in 2010.\n- Lucia reports to Anders.\n- Mei reports to Priya.\n- Bruno reports to Leila.\n- Beacon Insurance is headquartered in Brno.\n- Priya reports to Omar.\n- Anders reports to Mateo.\n- Priya works for Vantage Air.\n- Omar reports to Tobias.\n- Beacon Insurance was founded in 1977.\n- Kenji reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Sofia works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Lucia works for Beacon Insurance.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1988.\n- Leila reports to Chiara.\n- Wren works for Fernhill Foods.\n- Helios Logistics is headquartered in Tallinn.\n- Zoya reports to Priya.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Zoya.\n- Meridian Bank is headquartered in Dunedin.\n- Chiara reports to Ravi.\n- Ravi reports to Wren.\n- Lattice Analytics was founded in 1976.\n- Tobias works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Chiara works for Lattice Analytics.\n- Wren reports to Mara.\n- Fernhill Foods is headquartered in Malmo.\n- Tobias reports to Emeka.\n- Ravi works for Helios Logistics.\n- Emeka reports to Sofia.\n- Leila works for Fernhill Foods.\n- Emeka works for Meridian Bank.\n- Mara works for Lattice Analytics.\n- Meridian Bank was founded in 1976.\n- Fernhill Foods was founded in 1995.\n- Mara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3905", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9869: employee Mara S., hired 20 December 2022, separated 23 November 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2026-9869 under the controlling rules.", "criteria": {"0": "$21,233", "1": "$4,987", "2": "$4,900", "3": "$4,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3906", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3907", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3908", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3910", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3911", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Leila reports to Jonas.\n- Sanne reports to Mateo.\n- Leila works for Ironwood Manufacturing.\n- Tessa reports to Wren.\n- Lattice Analytics is headquartered in Cork.\n- Atlas Freight was founded in 2002.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Dmitri works for Meridian Bank.\n- Pablo works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Wren works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Anders works for Lattice Analytics.\n- Felix reports to Sanne.\n- Meridian Bank was founded in 1993.\n- Dmitri reports to Felix.\n- Anders reports to Dmitri.\n- Pablo reports to Anders.\n- Ironwood Manufacturing was founded in 1975.\n- Atlas Freight is headquartered in Oslo.\n- Wren reports to Kenji.\n- Mateo works for Lattice Analytics.\n- Meridian Bank is headquartered in Oslo.\n- Jonas reports to Priya.\n- Priya reports to Tessa.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Felix works for Atlas Freight.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Fernhill Foods.\n- Callum works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2007.\n- Mei reports to Priya.\n- Callum reports to Felix.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia reports to Deshawn.\n- Priya works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2013.\n- Nadia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1999.\n- Priya reports to Sanne.\n- Anders reports to Callum.\n- Deshawn reports to Anders.\n- Deshawn works for Fernhill Foods.\n- Cedar Retail Group was founded in 1996.\n- Anders works for Cedar Retail Group.\n- Sanne reports to Nadia.\n- Felix works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3914", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3915", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 March 2023): For employees hired on or after 14 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9631: employee Sofia M., hired 06 October 2019, separated 04 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9631?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3916", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-8 (VERSION 4, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2244: employee Kenji S., hired 20 February 2021, separated 13 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2244?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3917", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4370: employee Sofia M., hired 31 July 2022, separated 24 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4370?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3918", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3919", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9811: employee Bruno K., hired 18 December 2023, separated 16 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9811?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3920", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Anders.\n- Nadia works for Cedar Retail Group.\n- Felix reports to Kenji.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Jonas works for Cedar Retail Group.\n- Chiara works for Ironwood Manufacturing.\n- Jonas reports to Elena.\n- Yuki works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Ravi works for Ironwood Manufacturing.\n- Leila reports to Chiara.\n- Pablo works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Halifax.\n- Tessa works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Felix works for Ironwood Manufacturing.\n- Anders works for Lattice Analytics.\n- Anders reports to Ravi.\n- Cedar Retail Group is headquartered in Brno.\n- Lattice Analytics was founded in 2008.\n- Pinnacle Software is headquartered in Brno.\n- Ravi reports to Felix.\n- Yuki reports to Tessa.\n- Pablo reports to Leila.\n- Chiara reports to Yuki.\n- Tessa reports to Nadia.\n- Ironwood Manufacturing was founded in 1988.\n- Pinnacle Software was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3922", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1091: employee Emeka K., hired 07 March 2023, separated 19 January 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1091?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3923", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 July 2025): For employees hired on or after 27 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4083: employee Viktor M., hired 19 June 2023, separated 26 May 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4083?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3924", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Elena reports to Omar.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Bluepine Aviation.\n- Mateo works for Cobalt Health.\n- Fernhill Foods was founded in 1993.\n- Omar reports to Mei.\n- Nadia works for Cobalt Health.\n- Northwind Systems is headquartered in Ghent.\n- Jonas reports to Mateo.\n- Bluepine Aviation was founded in 1998.\n- Deshawn works for Northwind Systems.\n- Bluepine Aviation is headquartered in Austin.\n- Northwind Systems was founded in 1984.\n- Dmitri works for Fernhill Foods.\n- Jonas works for Northwind Systems.\n- Mei reports to Dmitri.\n- Omar works for Fernhill Foods.\n- Nadia reports to Sofia.\n- Aisha reports to Deshawn.\n- Sofia reports to Jonas.\n- Cobalt Health was founded in 1998.\n- Fernhill Foods is headquartered in Ghent.\n- Deshawn reports to Elena.\n- Sofia works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Mateo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3926", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6228: employee Amara S., hired 03 February 2024, separated 10 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6228?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1978.\n- Mara works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Aisha works for Summit Energy.\n- Kenji reports to Omar.\n- Vantage Air was founded in 2011.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 2012.\n- Beacon Insurance is headquartered in Austin.\n- Pablo works for Beacon Insurance.\n- Amara reports to Mei.\n- Summit Energy was founded in 1999.\n- Sanne works for Beacon Insurance.\n- Sanne reports to Viktor.\n- Summit Energy is headquartered in Turku.\n- Mei works for Beacon Insurance.\n- Viktor reports to Mara.\n- Mei reports to Chiara.\n- Chiara reports to Kenji.\n- Aisha reports to Sanne.\n- Pablo reports to Amara.\n- Kenji works for Vantage Air.\n- Chiara works for Vantage Air.\n- Mara reports to Pablo.\n- Vantage Air is headquartered in Lyon.\n- Omar works for Beacon Insurance.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3928", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3929", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8138: employee Stefan K., hired 04 July 2023, separated 25 August 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-8138 under the controlling rules.", "criteria": {"0": "$8,731", "1": "$9,231", "2": "$3,808", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3930", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3931", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5437: employee Pablo T., hired 21 July 2023, separated 21 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5437?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-3932", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3933", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3934", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6739: employee Lucia K., hired 18 July 2021, separated 13 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6739?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3935", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3936", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3350: employee Deshawn R., hired 28 January 2022, separated 09 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3350?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3937", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3938", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3939", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya reports to Callum.\n- Mara works for Pinnacle Software.\n- Cobalt Health was founded in 2007.\n- Amara works for Lattice Analytics.\n- Viktor reports to Ingrid.\n- Pinnacle Software was founded in 2002.\n- Pinnacle Software is headquartered in Leeds.\n- Tessa works for Lattice Analytics.\n- Ravi works for Cobalt Health.\n- Callum reports to Leila.\n- Priya works for Pinnacle Software.\n- Callum works for Summit Energy.\n- Lattice Analytics was founded in 1999.\n- Priya reports to Amara.\n- Mara reports to Deshawn.\n- Tessa reports to Zoya.\n- Ingrid reports to Ravi.\n- Ingrid works for Cobalt Health.\n- Summit Energy is headquartered in Halifax.\n- Zoya works for Summit Energy.\n- Cobalt Health is headquartered in Halifax.\n- Deshawn works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Summit Energy was founded in 2006.\n- Pablo works for Lattice Analytics.\n- Leila reports to Mara.\n- Ravi reports to Pablo.\n- Pablo reports to Priya.\n- Viktor works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1983.\n- Cedar Retail Group is headquartered in Oslo.\n- Tobias reports to Aisha.\n- Deshawn works for Vantage Air.\n- Nadia reports to Bruno.\n- Stefan reports to Pablo.\n- Tobias works for Vantage Air.\n- Pablo works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Aisha reports to Dmitri.\n- Mara works for Cedar Retail Group.\n- Kenji works for Crescent Telecom.\n- Mara reports to Kenji.\n- Kenji reports to Nadia.\n- Vantage Air was founded in 1987.\n- Dmitri works for Vantage Air.\n- Deshawn reports to Stefan.\n- Omar reports to Mara.\n- Crescent Telecom was founded in 1989.\n- Bruno reports to Deshawn.\n- Helios Logistics is headquartered in Oslo.\n- Pablo reports to Tessa.\n- Stefan works for Vantage Air.\n- Cedar Retail Group was founded in 1992.\n- Crescent Telecom is headquartered in Leeds.\n- Tessa reports to Tobias.\n- Omar works for Crescent Telecom.\n- Vantage Air is headquartered in Oslo.\n- Aisha works for Cedar Retail Group.\n- Tessa works for Crescent Telecom.\n- Bruno works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3942", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7163: employee Yuki T., hired 18 June 2020, separated 23 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7163?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tobias.\n- Chiara reports to Sofia.\n- Northwind Systems was founded in 1998.\n- Omar reports to Priya.\n- Tessa works for Northwind Systems.\n- Anders works for Helios Logistics.\n- Bluepine Aviation was founded in 2000.\n- Helios Logistics is headquartered in Leeds.\n- Lucia works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Omar works for Cedar Retail Group.\n- Kenji works for Bluepine Aviation.\n- Deshawn reports to Chiara.\n- Priya reports to Lucia.\n- Sofia reports to Kenji.\n- Priya works for Helios Logistics.\n- Cedar Retail Group was founded in 2013.\n- Tobias reports to Omar.\n- Northwind Systems is headquartered in Cork.\n- Deshawn works for Bluepine Aviation.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation is headquartered in Cork.\n- Anders reports to Aisha.\n- Chiara works for Cedar Retail Group.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Sofia works for Bluepine Aviation.\n- Lucia reports to Tessa.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji reports to Sanne.\n- Sanne reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Atlas Freight is headquartered in Porto.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Elena reports to Omar.\n- Atlas Freight was founded in 1992.\n- Nadia reports to Stefan.\n- Ravi works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Ravi reports to Priya.\n- Lattice Analytics was founded in 1991.\n- Anders works for Cobalt Health.\n- Bruno reports to Tobias.\n- Lucia reports to Bruno.\n- Anders reports to Ravi.\n- Lucia works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Stefan works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Omar reports to Lucia.\n- Tessa reports to Elena.\n- Cobalt Health is headquartered in Porto.\n- Priya works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Stefan reports to Tessa.\n- Fernhill Foods was founded in 1987.\n- Priya reports to Mateo.\n- Elena works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Mateo reports to Nadia.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3945", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Aisha reports to Tessa.\n- Bruno works for Vantage Air.\n- Beacon Insurance is headquartered in Halifax.\n- Meridian Bank was founded in 1995.\n- Viktor reports to Aisha.\n- Meridian Bank is headquartered in Halifax.\n- Priya reports to Leila.\n- Vantage Air was founded in 1981.\n- Beacon Insurance was founded in 1985.\n- Leila works for Meridian Bank.\n- Elena reports to Anders.\n- Priya works for Vantage Air.\n- Anders reports to Priya.\n- Tessa works for Vantage Air.\n- Viktor works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Deshawn reports to Amara.\n- Elena works for Vantage Air.\n- Aisha works for Beacon Insurance.\n- Amara reports to Sanne.\n- Summit Energy was founded in 1984.\n- Vantage Air is headquartered in Oslo.\n- Tessa reports to Jonas.\n- Deshawn works for Beacon Insurance.\n- Jonas reports to Bruno.\n- Anders works for Vantage Air.\n- Leila reports to Deshawn.\n- Bruno reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Fernhill Foods was founded in 1997.\n- Lucia reports to Leila.\n- Northwind Systems is headquartered in Adelaide.\n- Omar reports to Emeka.\n- Elena works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2008.\n- Aisha works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Elena reports to Bruno.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Bergen.\n- Yuki works for Bluepine Aviation.\n- Bruno works for Cedar Retail Group.\n- Aisha reports to Omar.\n- Bruno reports to Aisha.\n- Leila works for Northwind Systems.\n- Emeka reports to Yuki.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1987", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3948", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3694: employee Tobias A., hired 20 January 2023, separated 02 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3694?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3949", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3950", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9326: employee Hana M., hired 13 March 2023, separated 08 November 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9326?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3951", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1983: employee Bruno M., hired 26 November 2021, separated 22 July 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-1983 under the controlling rules.", "criteria": {"0": "$46,150", "1": "$10,575", "2": "$8,650", "3": "$10,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3952", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3953", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-3954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Northwind Systems is headquartered in Malmo.\n- Amara works for Crescent Telecom.\n- Amara reports to Priya.\n- Pablo reports to Ingrid.\n- Fernhill Foods is headquartered in Cork.\n- Chiara reports to Deshawn.\n- Felix reports to Mei.\n- Ingrid works for Crescent Telecom.\n- Priya reports to Stefan.\n- Felix works for Northwind Systems.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Stefan works for Crescent Telecom.\n- Anders works for Northwind Systems.\n- Anders reports to Viktor.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Omar reports to Amara.\n- Omar works for Northwind Systems.\n- Ingrid reports to Omar.\n- Crescent Telecom was founded in 1979.\n- Fernhill Foods was founded in 1987.\n- Chiara works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Mei reports to Chiara.\n- Stefan reports to Anders.\n- Viktor reports to Felix.\n- Crescent Telecom is headquartered in Dunedin.\n- Pablo works for Fernhill Foods.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Ingrid reports to Mateo.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Leila works for Beacon Insurance.\n- Mateo works for Cedar Retail Group.\n- Zoya works for Beacon Insurance.\n- Stefan reports to Ingrid.\n- Ironwood Manufacturing was founded in 2007.\n- Hana works for Cedar Retail Group.\n- Leila reports to Emeka.\n- Beacon Insurance was founded in 1981.\n- Ingrid works for Cedar Retail Group.\n- Pablo reports to Hana.\n- Cedar Retail Group was founded in 2001.\n- Zoya reports to Leila.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Hana reports to Zoya.\n- Emeka reports to Stefan.\n- Fernhill Foods was founded in 2001.\n- Emeka works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3956", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Hana reports to Dmitri.\n- Sofia works for Atlas Freight.\n- Summit Energy was founded in 2004.\n- Deshawn works for Helios Logistics.\n- Nadia reports to Callum.\n- Jonas reports to Zoya.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Dmitri works for Helios Logistics.\n- Deshawn reports to Yuki.\n- Dmitri reports to Jonas.\n- Mara reports to Sofia.\n- Nadia works for Summit Energy.\n- Jonas works for Summit Energy.\n- Helios Logistics is headquartered in Basel.\n- Yuki reports to Mara.\n- Northwind Systems is headquartered in Tampere.\n- Hana works for Summit Energy.\n- Atlas Freight was founded in 1975.\n- Callum reports to Deshawn.\n- Yuki works for Helios Logistics.\n- Northwind Systems was founded in 1975.\n- Helios Logistics was founded in 1984.\n- Zoya reports to Nadia.\n- Summit Energy is headquartered in Austin.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2006.\n- Meridian Bank is headquartered in Valencia.\n- Mateo works for Meridian Bank.\n- Ingrid reports to Tobias.\n- Chiara works for Cedar Retail Group.\n- Dmitri reports to Mateo.\n- Mateo reports to Emeka.\n- Callum works for Cedar Retail Group.\n- Tessa reports to Kenji.\n- Felix works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1999.\n- Bruno reports to Tessa.\n- Sofia reports to Callum.\n- Emeka reports to Bruno.\n- Atlas Freight is headquartered in Nagoya.\n- Bruno works for Ironwood Manufacturing.\n- Felix reports to Sofia.\n- Kenji works for Meridian Bank.\n- Ingrid works for Atlas Freight.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1983.\n- Kenji reports to Ingrid.\n- Tessa works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Felix.\n- Callum reports to Chiara.\n- Dmitri works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-3959", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-3960", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3961", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3962", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3963", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Northwind Systems is headquartered in Brno.\n- Atlas Freight was founded in 2003.\n- Felix reports to Chiara.\n- Tessa reports to Felix.\n- Northwind Systems was founded in 2005.\n- Tessa works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1979.\n- Aisha reports to Lucia.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha works for Northwind Systems.\n- Yuki reports to Tessa.\n- Bluepine Aviation was founded in 1977.\n- Chiara works for Northwind Systems.\n- Felix works for Cedar Retail Group.\n- Callum works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Lucia reports to Yuki.\n- Cedar Retail Group is headquartered in Brno.\n- Lucia works for Atlas Freight.\n- Callum reports to Aisha.\n- Sanne reports to Callum.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1972", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3965", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3966", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1363: employee Sofia R., hired 29 November 2023, separated 21 May 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2026-1363 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$24,700", "2": "$5,625", "3": "$7,700"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana works for Ironwood Manufacturing.\n- Mara works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1976.\n- Anders works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1977.\n- Sofia works for Cedar Retail Group.\n- Anders reports to Chiara.\n- Cedar Retail Group is headquartered in Brno.\n- Hana reports to Yuki.\n- Mei works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor reports to Hana.\n- Chiara reports to Amara.\n- Chiara works for Cedar Retail Group.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1999.\n- Amara reports to Mei.\n- Mei reports to Ingrid.\n- Mara reports to Sofia.\n- Yuki works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Cedar Retail Group was founded in 2005.\n- Sofia reports to Viktor.\n- Ingrid reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-3968", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3969", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-3970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2000.\n- Felix works for Northwind Systems.\n- Tessa reports to Pablo.\n- Mara works for Ironwood Manufacturing.\n- Pablo works for Bluepine Aviation.\n- Mei reports to Jonas.\n- Aisha reports to Felix.\n- Aisha works for Summit Energy.\n- Sofia works for Summit Energy.\n- Tessa works for Summit Energy.\n- Northwind Systems is headquartered in Basel.\n- Bluepine Aviation is headquartered in Basel.\n- Pablo reports to Aisha.\n- Summit Energy is headquartered in Tampere.\n- Sofia reports to Mara.\n- Ironwood Manufacturing was founded in 1998.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Summit Energy was founded in 1996.\n- Felix reports to Sofia.\n- Jonas reports to Tessa.\n- Mei works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3971", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-3972", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3973", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5408: employee Emeka A., hired 29 August 2021, separated 04 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5408?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-3974", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3975", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1873: employee Anders A., hired 10 March 2024, separated 22 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1873?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Sanne reports to Priya.\n- Helios Logistics was founded in 1985.\n- Chiara reports to Ingrid.\n- Priya works for Vantage Air.\n- Yuki reports to Deshawn.\n- Crescent Telecom was founded in 2000.\n- Helios Logistics is headquartered in Brno.\n- Chiara works for Cedar Retail Group.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 1981.\n- Sofia works for Helios Logistics.\n- Pablo reports to Amara.\n- Hana works for Cedar Retail Group.\n- Aisha reports to Pablo.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Elena.\n- Amara works for Crescent Telecom.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 1996.\n- Crescent Telecom is headquartered in Halifax.\n- Priya reports to Sofia.\n- Elena works for Cedar Retail Group.\n- Yuki works for Crescent Telecom.\n- Elena reports to Aisha.\n- Hana reports to Yuki.\n- Sofia reports to Chiara.\n- Deshawn reports to Sanne.\n- Deshawn works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-3977", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-3978", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Amara reports to Ingrid.\n- Hana works for Beacon Insurance.\n- Mateo reports to Lucia.\n- Deshawn reports to Hana.\n- Ingrid reports to Stefan.\n- Zoya reports to Mateo.\n- Vantage Air was founded in 2013.\n- Zoya works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Hana reports to Amara.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1975.\n- Atlas Freight was founded in 1981.\n- Stefan reports to Zoya.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Lucia works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Ingrid works for Vantage Air.\n- Beacon Insurance is headquartered in Bergen.\n- Mateo works for Vantage Air.\n- Beacon Insurance was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-3980", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 July 2025): For employees hired on or after 15 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3956: employee Hana M., hired 23 February 2024, separated 30 November 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-3956 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$2,700", "2": "$13,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-3981", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3982", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9979: employee Stefan A., hired 20 December 2021, separated 11 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9979?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Felix.\n- Deshawn reports to Aisha.\n- Deshawn works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Turku.\n- Felix reports to Viktor.\n- Lucia reports to Dmitri.\n- Lucia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2014.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Zoya.\n- Aisha works for Lattice Analytics.\n- Dmitri reports to Wren.\n- Wren reports to Deshawn.\n- Anders reports to Chiara.\n- Felix works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Viktor reports to Hana.\n- Aisha reports to Callum.\n- Fernhill Foods was founded in 1984.\n- Hana works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Turku.\n- Cedar Retail Group was founded in 2001.\n- Wren works for Cedar Retail Group.\n- Lattice Analytics was founded in 2008.\n- Chiara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Turku.\n- Callum works for Ironwood Manufacturing.\n- Zoya works for Cedar Retail Group.\n- Dmitri works for Ironwood Manufacturing.\n- Zoya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-3984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1980.\n- Lattice Analytics was founded in 2004.\n- Kenji works for Summit Energy.\n- Omar works for Lattice Analytics.\n- Emeka reports to Zoya.\n- Jonas works for Lattice Analytics.\n- Leila reports to Callum.\n- Elena reports to Mara.\n- Summit Energy is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Callum works for Lattice Analytics.\n- Summit Energy was founded in 2008.\n- Elena works for Lattice Analytics.\n- Chiara reports to Stefan.\n- Crescent Telecom is headquartered in Porto.\n- Leila works for Lattice Analytics.\n- Stefan reports to Emeka.\n- Jonas reports to Kenji.\n- Stefan works for Crescent Telecom.\n- Vantage Air was founded in 1990.\n- Emeka works for Summit Energy.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Callum reports to Omar.\n- Yuki reports to Jonas.\n- Mara works for Summit Energy.\n- Yuki works for Vantage Air.\n- Omar reports to Elena.\n- Zoya works for Crescent Telecom.\n- Mara reports to Yuki.\n- Kenji reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3985", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8270: employee Ravi R., hired 26 September 2023, separated 17 August 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-8270 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,000", "2": "$34,667", "3": "$2,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3986", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 19936 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3987", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-3988", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-3989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1999.\n- Felix works for Vantage Air.\n- Nadia reports to Yuki.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Nadia works for Pinnacle Software.\n- Vantage Air was founded in 1989.\n- Yuki works for Lattice Analytics.\n- Stefan reports to Nadia.\n- Anders works for Lattice Analytics.\n- Felix reports to Anders.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Mei reports to Felix.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Meridian Bank is headquartered in Porto.\n- Lattice Analytics was founded in 2000.\n- Wren reports to Mei.\n- Leila works for Pinnacle Software.\n- Leila reports to Wren.\n- Pinnacle Software is headquartered in Adelaide.\n- Yuki reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3990", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7755: employee Priya R., hired 29 November 2021, separated 12 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7755?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2013.\n- Zoya reports to Deshawn.\n- Bluepine Aviation was founded in 1980.\n- Priya works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Deshawn works for Lattice Analytics.\n- Meridian Bank is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Bergen.\n- Lattice Analytics was founded in 1993.\n- Priya reports to Emeka.\n- Zoya works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Anders reports to Chiara.\n- Callum reports to Tessa.\n- Stefan works for Lattice Analytics.\n- Wren reports to Anders.\n- Chiara works for Lattice Analytics.\n- Emeka reports to Zoya.\n- Crescent Telecom is headquartered in Dunedin.\n- Tessa reports to Priya.\n- Deshawn reports to Wren.\n- Meridian Bank was founded in 2008.\n- Omar reports to Callum.\n- Pablo reports to Omar.\n- Callum works for Crescent Telecom.\n- Pablo works for Lattice Analytics.\n- Stefan reports to Pablo.\n- Emeka works for Crescent Telecom.\n- Tessa works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3992", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4823: employee Felix T., hired 23 July 2020, separated 12 December 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4823?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-3993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Felix.\n- Emeka works for Ironwood Manufacturing.\n- Ravi works for Bluepine Aviation.\n- Callum reports to Ingrid.\n- Ravi reports to Priya.\n- Ironwood Manufacturing was founded in 1978.\n- Sofia works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.\n- Summit Energy is headquartered in Valencia.\n- Priya reports to Viktor.\n- Hana works for Bluepine Aviation.\n- Ingrid reports to Kenji.\n- Fernhill Foods was founded in 1992.\n- Ingrid works for Bluepine Aviation.\n- Sofia reports to Ravi.\n- Fernhill Foods is headquartered in Valencia.\n- Pablo works for Ironwood Manufacturing.\n- Hana reports to Lucia.\n- Felix works for Ironwood Manufacturing.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Fernhill Foods.\n- Felix reports to Emeka.\n- Priya works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Summit Energy was founded in 1998.\n- Viktor reports to Hana.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor works for Summit Energy.\n- Lucia reports to Pablo.\n- Bluepine Aviation was founded in 1984.\n- Kenji reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-3994", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 February 2023): For employees hired on or after 07 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4634: employee Yuki S., hired 26 October 2021, separated 26 February 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2026-4634 under the controlling rules.", "criteria": {"0": "$50,267", "1": "$11,500", "2": "$11,100", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3995", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3324: employee Omar B., hired 17 March 2020, separated 04 December 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-3324 under the controlling rules.", "criteria": {"0": "$21,346", "1": "$22,231", "2": "$92,000", "3": "$21,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-3996", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4393: employee Wren A., hired 03 August 2020, separated 13 February 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2025-4393 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$8,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-3997", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5884: employee Mara T., hired 26 January 2021, separated 03 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5884?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-3998", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-3999", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4396: employee Deshawn B., hired 14 July 2023, separated 05 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4396?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4000", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4001", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5674: employee Deshawn B., hired 10 September 2024, separated 15 September 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-5674?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Helios Logistics.\n- Emeka reports to Mateo.\n- Anders reports to Aisha.\n- Aisha reports to Mei.\n- Emeka works for Ironwood Manufacturing.\n- Priya reports to Anders.\n- Cedar Retail Group was founded in 2009.\n- Helios Logistics was founded in 1998.\n- Ironwood Manufacturing was founded in 1991.\n- Mei reports to Nadia.\n- Helios Logistics is headquartered in Malmo.\n- Aisha works for Helios Logistics.\n- Mei works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Priya works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Malmo.\n- Pablo reports to Priya.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics was founded in 1995.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mateo reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Bruno reports to Sofia.\n- Sofia reports to Ravi.\n- Vantage Air is headquartered in Valencia.\n- Elena reports to Deshawn.\n- Bruno works for Pinnacle Software.\n- Vantage Air was founded in 2003.\n- Ravi reports to Callum.\n- Priya reports to Amara.\n- Sofia works for Atlas Freight.\n- Kenji reports to Emeka.\n- Hana works for Pinnacle Software.\n- Meridian Bank is headquartered in Bergen.\n- Emeka works for Atlas Freight.\n- Meridian Bank was founded in 1995.\n- Kenji works for Pinnacle Software.\n- Jonas works for Meridian Bank.\n- Deshawn reports to Bruno.\n- Pinnacle Software is headquartered in Bergen.\n- Callum works for Atlas Freight.\n- Hana reports to Elena.\n- Priya works for Pinnacle Software.\n- Atlas Freight was founded in 2004.\n- Deshawn works for Meridian Bank.\n- Amara reports to Hana.\n- Jonas reports to Kenji.\n- Emeka reports to Priya.\n- Pinnacle Software was founded in 1989.\n- Atlas Freight is headquartered in Bergen.\n- Elena works for Meridian Bank.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4004", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 49417\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "exchange_item", "4": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4005", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Yuki reports to Aisha.\n- Vantage Air was founded in 1980.\n- Emeka reports to Callum.\n- Stefan works for Cobalt Health.\n- Northwind Systems was founded in 2004.\n- Bruno works for Cobalt Health.\n- Viktor reports to Mateo.\n- Callum reports to Yuki.\n- Bruno reports to Priya.\n- Sanne works for Cobalt Health.\n- Viktor works for Meridian Bank.\n- Vantage Air is headquartered in Tampere.\n- Meridian Bank was founded in 1997.\n- Northwind Systems is headquartered in Lyon.\n- Mateo reports to Bruno.\n- Tessa works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Tessa.\n- Sanne reports to Deshawn.\n- Cobalt Health is headquartered in Oslo.\n- Mateo works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Tessa reports to Emeka.\n- Priya reports to Stefan.\n- Yuki works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Aisha reports to Sanne.\n- Cobalt Health was founded in 2005.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Sanne.\n- Callum works for Meridian Bank.\n- Aisha reports to Mateo.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Emeka.\n- Atlas Freight was founded in 2004.\n- Atlas Freight is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Adelaide.\n- Mateo reports to Priya.\n- Crescent Telecom was founded in 2008.\n- Meridian Bank was founded in 2007.\n- Cobalt Health was founded in 1979.\n- Priya reports to Callum.\n- Emeka works for Meridian Bank.\n- Emeka reports to Chiara.\n- Priya works for Atlas Freight.\n- Meridian Bank is headquartered in Turku.\n- Bruno works for Meridian Bank.\n- Sanne reports to Bruno.\n- Mateo works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4008", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4009", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4010", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 September 2025): For employees hired on or after 20 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2833: employee Bruno R., hired 28 April 2023, separated 06 July 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2833?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4011", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4012", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4013", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3779: employee Felix M., hired 02 December 2020, separated 12 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3779?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4014", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Pablo.\n- Felix reports to Deshawn.\n- Tobias works for Summit Energy.\n- Crescent Telecom is headquartered in Tampere.\n- Cobalt Health is headquartered in Tampere.\n- Callum reports to Ingrid.\n- Leila reports to Felix.\n- Wren works for Summit Energy.\n- Wren reports to Mara.\n- Summit Energy is headquartered in Tampere.\n- Crescent Telecom was founded in 1996.\n- Callum works for Summit Energy.\n- Felix works for Crescent Telecom.\n- Mara works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Pablo reports to Wren.\n- Meridian Bank was founded in 1994.\n- Cobalt Health was founded in 2010.\n- Aisha works for Summit Energy.\n- Ingrid reports to Leila.\n- Leila works for Crescent Telecom.\n- Mara reports to Tobias.\n- Meridian Bank is headquartered in Tampere.\n- Ingrid works for Crescent Telecom.\n- Tobias reports to Aisha.\n- Summit Energy was founded in 2002.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Dunedin", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Elena reports to Viktor.\n- Helios Logistics was founded in 2014.\n- Helios Logistics is headquartered in Tallinn.\n- Elena works for Helios Logistics.\n- Wren reports to Elena.\n- Pinnacle Software was founded in 2011.\n- Meridian Bank is headquartered in Brno.\n- Lattice Analytics is headquartered in Tallinn.\n- Lattice Analytics was founded in 1992.\n- Wren works for Meridian Bank.\n- Lucia reports to Jonas.\n- Jonas reports to Ravi.\n- Viktor works for Lattice Analytics.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Sanne reports to Tobias.\n- Meridian Bank was founded in 1981.\n- Sanne works for Meridian Bank.\n- Jonas works for Lattice Analytics.\n- Tobias works for Pinnacle Software.\n- Viktor reports to Sanne.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Elena.\n- Sofia reports to Tessa.\n- Pinnacle Software is headquartered in Ghent.\n- Callum reports to Omar.\n- Elena works for Helios Logistics.\n- Priya reports to Bruno.\n- Kenji works for Pinnacle Software.\n- Bruno reports to Kenji.\n- Helios Logistics is headquartered in Halifax.\n- Atlas Freight was founded in 1997.\n- Bruno works for Atlas Freight.\n- Omar works for Helios Logistics.\n- Sanne reports to Callum.\n- Pinnacle Software was founded in 2009.\n- Atlas Freight is headquartered in Leeds.\n- Lucia reports to Sofia.\n- Mateo works for Atlas Freight.\n- Elena reports to Lucia.\n- Sofia works for Atlas Freight.\n- Meridian Bank was founded in 1992.\n- Sanne works for Helios Logistics.\n- Callum works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Meridian Bank is headquartered in Halifax.\n- Omar reports to Priya.\n- Yuki reports to Mateo.\n- Priya works for Helios Logistics.\n- Yuki works for Atlas Freight.\n- Tessa reports to Sanne.\n- Lucia works for Meridian Bank.\n- Helios Logistics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4018", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4019", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4020", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 47189 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4021", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4022", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3763: employee Mateo B., hired 03 August 2021, separated 27 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3763?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4023", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4024", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5671: employee Stefan T., hired 28 December 2020, separated 14 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5671?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5671 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4025", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4026", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4027", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4028", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3541: employee Dmitri S., hired 22 October 2020, separated 13 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3541?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4029", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2610: employee Mei M., hired 09 February 2021, separated 04 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2610?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4030", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4031", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Lucia reports to Dmitri.\n- Priya works for Beacon Insurance.\n- Callum reports to Viktor.\n- Pablo reports to Leila.\n- Mei reports to Felix.\n- Helios Logistics was founded in 2014.\n- Beacon Insurance is headquartered in Adelaide.\n- Leila works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2011.\n- Leila reports to Lucia.\n- Pablo works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Lucia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Basel.\n- Dmitri reports to Callum.\n- Dmitri works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1994.\n- Priya reports to Pablo.\n- Ironwood Manufacturing was founded in 2010.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Mei.\n- Felix works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Tobias reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4033", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3536: employee Sofia K., hired 08 July 2021, separated 17 February 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3536?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4034", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6067: employee Felix M., hired 03 September 2024, separated 18 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6067?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2004.\n- Mei reports to Viktor.\n- Beacon Insurance is headquartered in Leeds.\n- Tessa reports to Anders.\n- Summit Energy was founded in 2010.\n- Anders works for Beacon Insurance.\n- Zoya works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Zoya reports to Mara.\n- Beacon Insurance was founded in 2014.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health was founded in 2011.\n- Mara reports to Wren.\n- Viktor reports to Zoya.\n- Mara works for Cobalt Health.\n- Anders reports to Mei.\n- Tessa works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Wren reports to Aisha.\n- Viktor works for Cobalt Health.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4036", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8572: employee Ingrid T., hired 31 May 2023, separated 13 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8572?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4037", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4618: employee Leila B., hired 02 June 2019, separated 01 June 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4618?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4038", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7576: employee Lucia T., hired 18 January 2024, separated 06 August 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-7576 under the controlling rules.", "criteria": {"0": "$2,615", "1": "$4,615", "2": "$4,154", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4039", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 38994 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Bluepine Aviation is headquartered in Basel.\n- Fernhill Foods was founded in 2009.\n- Zoya works for Vantage Air.\n- Amara works for Bluepine Aviation.\n- Vantage Air was founded in 1980.\n- Stefan reports to Deshawn.\n- Jonas reports to Emeka.\n- Dmitri works for Vantage Air.\n- Yuki works for Vantage Air.\n- Omar works for Vantage Air.\n- Northwind Systems was founded in 1981.\n- Emeka reports to Omar.\n- Leila reports to Zoya.\n- Pablo reports to Viktor.\n- Leila works for Vantage Air.\n- Omar reports to Yuki.\n- Yuki reports to Stefan.\n- Dmitri reports to Leila.\n- Deshawn works for Northwind Systems.\n- Viktor reports to Jonas.\n- Stefan works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Zoya reports to Amara.\n- Viktor works for Vantage Air.\n- Fernhill Foods is headquartered in Basel.\n- Vantage Air is headquartered in Basel.\n- Pablo works for Northwind Systems.\n- Deshawn reports to Dmitri.\n- Bluepine Aviation was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Leeds.\n- Viktor works for Vantage Air.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Leila reports to Lucia.\n- Viktor reports to Elena.\n- Zoya reports to Stefan.\n- Callum reports to Viktor.\n- Tobias reports to Aisha.\n- Leila works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Fernhill Foods was founded in 1982.\n- Fernhill Foods is headquartered in Leeds.\n- Vantage Air was founded in 2004.\n- Zoya works for Fernhill Foods.\n- Stefan reports to Nadia.\n- Aisha reports to Zoya.\n- Crescent Telecom is headquartered in Ghent.\n- Lucia reports to Tobias.\n- Nadia works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Lattice Analytics is headquartered in Ghent.\n- Callum works for Lattice Analytics.\n- Crescent Telecom was founded in 2002.\n- Elena works for Vantage Air.\n- Nadia reports to Callum.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4042", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 October 2025): For employees hired on or after 12 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1891: employee Aisha M., hired 31 July 2023, separated 19 December 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1891?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4043", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4044", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4045", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3941: employee Sofia R., hired 29 November 2021, separated 18 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3941?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Lucia.\n- Sofia works for Meridian Bank.\n- Viktor reports to Aisha.\n- Pinnacle Software was founded in 2004.\n- Meridian Bank was founded in 2005.\n- Viktor works for Summit Energy.\n- Atlas Freight is headquartered in Oslo.\n- Priya reports to Sanne.\n- Meridian Bank is headquartered in Oslo.\n- Summit Energy is headquartered in Valencia.\n- Bruno works for Summit Energy.\n- Sanne works for Summit Energy.\n- Pablo reports to Bruno.\n- Sanne reports to Viktor.\n- Priya works for Meridian Bank.\n- Lucia reports to Pablo.\n- Atlas Freight was founded in 2008.\n- Pablo works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.\n- Aisha works for Summit Energy.\n- Aisha reports to Amara.\n- Bruno reports to Stefan.\n- Amara works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Sofia reports to Priya.\n- Stefan works for Pinnacle Software.\n- Summit Energy was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4047", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4048", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Yuki reports to Ingrid.\n- Beacon Insurance is headquartered in Dunedin.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group was founded in 1991.\n- Cedar Retail Group is headquartered in Oslo.\n- Beacon Insurance was founded in 1982.\n- Kenji works for Meridian Bank.\n- Mei reports to Callum.\n- Meridian Bank is headquartered in Dunedin.\n- Callum reports to Bruno.\n- Bruno reports to Hana.\n- Ingrid works for Cedar Retail Group.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Mei works for Beacon Insurance.\n- Ingrid reports to Kenji.\n- Nadia reports to Mei.\n- Nadia works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Kenji reports to Nadia.\n- Meridian Bank was founded in 1977.\n- Pinnacle Software is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4050", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9499: employee Sanne R., hired 08 February 2023, separated 09 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9499?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4051", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4052", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4053", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Chiara works for Atlas Freight.\n- Fernhill Foods was founded in 2004.\n- Sofia reports to Bruno.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1984.\n- Dmitri works for Atlas Freight.\n- Anders works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Chiara reports to Zoya.\n- Felix works for Atlas Freight.\n- Zoya reports to Omar.\n- Fernhill Foods is headquartered in Tampere.\n- Nadia works for Atlas Freight.\n- Felix reports to Anders.\n- Atlas Freight is headquartered in Tampere.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Bruno reports to Felix.\n- Dmitri reports to Nadia.\n- Crescent Telecom was founded in 1985.\n- Anders reports to Chiara.\n- Ingrid works for Ironwood Manufacturing.\n- Omar reports to Dmitri.\n- Zoya works for Fernhill Foods.\n- Nadia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Helios Logistics was founded in 1995.\n- Mei works for Summit Energy.\n- Amara works for Helios Logistics.\n- Summit Energy was founded in 1983.\n- Cobalt Health is headquartered in Leeds.\n- Anders reports to Tobias.\n- Cedar Retail Group was founded in 1979.\n- Amara reports to Wren.\n- Chiara reports to Mei.\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Wren reports to Deshawn.\n- Cobalt Health was founded in 2000.\n- Viktor reports to Anders.\n- Cedar Retail Group is headquartered in Lyon.\n- Mei reports to Zoya.\n- Anders works for Cedar Retail Group.\n- Zoya reports to Viktor.\n- Chiara works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Tobias works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Tobias reports to Hana.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Dmitri reports to Priya.\n- Vantage Air was founded in 2008.\n- Jonas reports to Hana.\n- Dmitri works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Priya reports to Jonas.\n- Summit Energy is headquartered in Turku.\n- Elena works for Vantage Air.\n- Chiara works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air is headquartered in Basel.\n- Atlas Freight is headquartered in Turku.\n- Fernhill Foods was founded in 1985.\n- Elena reports to Lucia.\n- Hana works for Atlas Freight.\n- Summit Energy was founded in 1998.\n- Chiara reports to Ravi.\n- Ingrid works for Atlas Freight.\n- Omar works for Summit Energy.\n- Omar reports to Elena.\n- Lucia works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Atlas Freight was founded in 1984.\n- Jonas works for Fernhill Foods.\n- Ravi reports to Ingrid.\n- Hana reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Oslo.\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Brno.\n- Priya reports to Tessa.\n- Mei works for Bluepine Aviation.\n- Callum reports to Emeka.\n- Zoya reports to Priya.\n- Callum works for Lattice Analytics.\n- Tessa works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2013.\n- Zoya works for Cedar Retail Group.\n- Leila works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Turku.\n- Summit Energy was founded in 1998.\n- Lattice Analytics was founded in 2011.\n- Mei reports to Zoya.\n- Emeka reports to Leila.\n- Ingrid works for Lattice Analytics.\n- Bluepine Aviation was founded in 2006.\n- Bluepine Aviation is headquartered in Turku.\n- Tessa reports to Callum.\n- Priya works for Bluepine Aviation.\n- Ingrid reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4058", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 22 February 2023): For employees hired on or after 22 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8798: employee Sanne R., hired 16 July 2022, separated 28 September 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-8798 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$21,667", "2": "$5,000", "3": "$2,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4059", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4768: employee Kenji T., hired 05 June 2020, separated 03 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4768?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4060", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4061", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2248: employee Kenji M., hired 28 November 2022, separated 15 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2248?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Brno.\n- Hana reports to Kenji.\n- Crescent Telecom is headquartered in Leeds.\n- Mara reports to Callum.\n- Callum reports to Dmitri.\n- Ravi reports to Yuki.\n- Pablo reports to Zoya.\n- Ironwood Manufacturing was founded in 2008.\n- Callum works for Northwind Systems.\n- Dmitri works for Bluepine Aviation.\n- Northwind Systems was founded in 1992.\n- Pablo works for Northwind Systems.\n- Tessa reports to Ravi.\n- Northwind Systems is headquartered in Leeds.\n- Kenji reports to Pablo.\n- Hana works for Ironwood Manufacturing.\n- Yuki reports to Mara.\n- Mara works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Zoya works for Bluepine Aviation.\n- Dmitri reports to Hana.\n- Crescent Telecom was founded in 1983.\n- Ravi works for Bluepine Aviation.\n- Tessa works for Northwind Systems.\n- Bluepine Aviation was founded in 1991.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4063", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3795: employee Lucia K., hired 04 December 2021, separated 13 September 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-3795 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,050", "2": "$6,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4064", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3084: employee Viktor R., hired 07 April 2023, separated 20 February 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-3084 under the controlling rules.", "criteria": {"0": "$5,938", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Leila.\n- Viktor reports to Lucia.\n- Hana reports to Viktor.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Lucia works for Bluepine Aviation.\n- Viktor works for Ironwood Manufacturing.\n- Leila reports to Omar.\n- Ravi works for Ironwood Manufacturing.\n- Tessa reports to Dmitri.\n- Crescent Telecom was founded in 1999.\n- Zoya works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tessa works for Atlas Freight.\n- Bruno works for Crescent Telecom.\n- Atlas Freight is headquartered in Bergen.\n- Crescent Telecom is headquartered in Lyon.\n- Sanne works for Atlas Freight.\n- Zoya reports to Ravi.\n- Hana works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Halifax.\n- Atlas Freight was founded in 2000.\n- Ravi reports to Sanne.\n- Sanne reports to Bruno.\n- Omar reports to Zoya.\n- Dmitri reports to Hana.\n- Bruno reports to Tessa.\n- Amara works for Atlas Freight.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4066", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1992.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Omar reports to Lucia.\n- Ingrid works for Atlas Freight.\n- Callum works for Helios Logistics.\n- Lucia reports to Anders.\n- Lucia works for Crescent Telecom.\n- Bruno reports to Chiara.\n- Cedar Retail Group was founded in 1987.\n- Anders works for Helios Logistics.\n- Deshawn reports to Callum.\n- Helios Logistics was founded in 2007.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Chiara reports to Deshawn.\n- Helios Logistics is headquartered in Nagoya.\n- Crescent Telecom was founded in 1990.\n- Callum reports to Omar.\n- Anders reports to Ingrid.\n- Bruno works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Cedar Retail Group is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4068", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Chiara.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group was founded in 1988.\n- Felix reports to Omar.\n- Nadia reports to Kenji.\n- Jonas works for Cedar Retail Group.\n- Ravi reports to Nadia.\n- Omar reports to Ravi.\n- Chiara reports to Deshawn.\n- Cedar Retail Group is headquartered in Leeds.\n- Emeka works for Meridian Bank.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Beacon Insurance is headquartered in Nagoya.\n- Emeka reports to Jonas.\n- Lucia works for Helios Logistics.\n- Lucia reports to Bruno.\n- Felix works for Beacon Insurance.\n- Meridian Bank was founded in 1994.\n- Nadia works for Helios Logistics.\n- Yuki reports to Felix.\n- Deshawn works for Cedar Retail Group.\n- Yuki works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Chiara works for Beacon Insurance.\n- Helios Logistics is headquartered in Nagoya.\n- Kenji works for Beacon Insurance.\n- Jonas reports to Yuki.\n- Meridian Bank is headquartered in Leeds.\n- Beacon Insurance was founded in 1975.\n- Deshawn reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4070", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7169: employee Ravi T., hired 14 July 2022, separated 05 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-7169 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$28,167", "2": "$6,562", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4071", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Deshawn works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1993.\n- Hana works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Yuki reports to Leila.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Chiara works for Atlas Freight.\n- Beacon Insurance was founded in 1998.\n- Chiara reports to Zoya.\n- Tessa reports to Elena.\n- Hana reports to Tessa.\n- Meridian Bank is headquartered in Austin.\n- Zoya reports to Dmitri.\n- Felix reports to Yuki.\n- Yuki works for Beacon Insurance.\n- Deshawn reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1999.\n- Viktor works for Ironwood Manufacturing.\n- Leila reports to Hana.\n- Atlas Freight was founded in 2003.\n- Leila works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Priya works for Atlas Freight.\n- Viktor reports to Felix.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Deshawn.\n- Tessa works for Atlas Freight.\n- Dmitri reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4073", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 35028 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Omar works for Pinnacle Software.\n- Mara works for Helios Logistics.\n- Deshawn reports to Mara.\n- Chiara reports to Felix.\n- Emeka reports to Hana.\n- Beacon Insurance is headquartered in Adelaide.\n- Helios Logistics was founded in 1983.\n- Crescent Telecom is headquartered in Lyon.\n- Hana works for Helios Logistics.\n- Deshawn works for Crescent Telecom.\n- Aisha works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Hana reports to Elena.\n- Elena reports to Chiara.\n- Pinnacle Software is headquartered in Porto.\n- Crescent Telecom was founded in 2003.\n- Beacon Insurance was founded in 2014.\n- Aisha reports to Emeka.\n- Mara reports to Omar.\n- Pinnacle Software was founded in 2005.\n- Helios Logistics is headquartered in Porto.\n- Omar reports to Aisha.\n- Chiara works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Felix works for Beacon Insurance.\n- Lucia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4075", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 67717 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4076", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 January 2023): For employees hired on or after 19 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5695: employee Anders A., hired 25 July 2021, separated 15 July 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5695?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4077", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Callum.\n- Mateo reports to Kenji.\n- Crescent Telecom is headquartered in Basel.\n- Callum reports to Sanne.\n- Kenji works for Lattice Analytics.\n- Stefan works for Crescent Telecom.\n- Tobias works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Cobalt Health was founded in 2006.\n- Bluepine Aviation is headquartered in Tampere.\n- Tobias reports to Nadia.\n- Mara reports to Wren.\n- Mara works for Bluepine Aviation.\n- Wren reports to Anders.\n- Sanne reports to Amara.\n- Elena reports to Mateo.\n- Elena works for Crescent Telecom.\n- Cobalt Health is headquartered in Porto.\n- Sanne works for Crescent Telecom.\n- Wren works for Cobalt Health.\n- Anders reports to Elena.\n- Lattice Analytics was founded in 2011.\n- Nadia works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Amara works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Stefan reports to Tobias.\n- Bluepine Aviation was founded in 1995.\n- Amara reports to Mara.\n- Lattice Analytics is headquartered in Porto.\n- Crescent Telecom was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4079", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4777: employee Callum B., hired 10 January 2020, separated 08 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-4777?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4080", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 November 2024): For employees hired on or after 24 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5961: employee Ingrid K., hired 23 April 2022, separated 11 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5961?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4081", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2009.\n- Pinnacle Software was founded in 2004.\n- Callum reports to Bruno.\n- Bruno reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Leila works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Wren reports to Callum.\n- Priya works for Summit Energy.\n- Mei reports to Emeka.\n- Mei works for Pinnacle Software.\n- Bruno works for Crescent Telecom.\n- Summit Energy is headquartered in Adelaide.\n- Emeka reports to Leila.\n- Emeka works for Summit Energy.\n- Jonas reports to Mei.\n- Summit Energy was founded in 1985.\n- Priya reports to Wren.\n- Crescent Telecom is headquartered in Brno.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4083", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4084", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4085", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3499: employee Sanne S., hired 31 August 2022, separated 04 September 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3499?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4086", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4087", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4088", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Viktor.\n- Fernhill Foods was founded in 2008.\n- Yuki reports to Jonas.\n- Bruno works for Summit Energy.\n- Jonas works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Yuki works for Summit Energy.\n- Cedar Retail Group is headquartered in Bergen.\n- Chiara works for Lattice Analytics.\n- Nadia reports to Bruno.\n- Bruno reports to Chiara.\n- Summit Energy was founded in 1980.\n- Lattice Analytics is headquartered in Porto.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Viktor reports to Stefan.\n- Lucia works for Lattice Analytics.\n- Cedar Retail Group was founded in 2010.\n- Nadia works for Lattice Analytics.\n- Lucia reports to Yuki.\n- Stefan works for Fernhill Foods.\n- Chiara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4090", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4091", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4092", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4620: employee Elena M., hired 21 March 2021, separated 11 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4620?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4620 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4093", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6990: employee Kenji M., hired 31 August 2024, separated 03 April 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-6990 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,600", "2": "$7,500", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4094", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Anders.\n- Meridian Bank is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo works for Ironwood Manufacturing.\n- Pablo works for Meridian Bank.\n- Vantage Air was founded in 2007.\n- Anders works for Meridian Bank.\n- Pablo reports to Viktor.\n- Aisha reports to Sofia.\n- Viktor works for Bluepine Aviation.\n- Sanne reports to Aisha.\n- Sofia reports to Pablo.\n- Viktor reports to Mateo.\n- Sanne works for Meridian Bank.\n- Bluepine Aviation was founded in 2004.\n- Wren works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1986.\n- Sofia works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Anders reports to Wren.\n- Meridian Bank was founded in 2012.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4096", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1928: employee Wren B., hired 15 January 2025, separated 06 August 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-1928 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,500", "2": "$2,700", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1928 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4097", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1214: employee Wren S., hired 01 September 2021, separated 03 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1214?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4098", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Lattice Analytics was founded in 1988.\n- Lattice Analytics is headquartered in Austin.\n- Mei reports to Leila.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Viktor.\n- Anders works for Cobalt Health.\n- Anders reports to Mei.\n- Viktor works for Lattice Analytics.\n- Callum reports to Anders.\n- Priya works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Leila reports to Hana.\n- Hana works for Pinnacle Software.\n- Aisha reports to Priya.\n- Cobalt Health is headquartered in Austin.\n- Pablo works for Pinnacle Software.\n- Elena reports to Pablo.\n- Mei works for Cobalt Health.\n- Pinnacle Software was founded in 2012.\n- Viktor reports to Aisha.\n- Priya reports to Elena.\n- Aisha works for Lattice Analytics.\n- Cobalt Health was founded in 1992.\n- Crescent Telecom was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Felix.\n- Mara reports to Chiara.\n- Wren reports to Omar.\n- Omar works for Bluepine Aviation.\n- Aisha reports to Ingrid.\n- Chiara works for Bluepine Aviation.\n- Ingrid reports to Amara.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Leila works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Leila reports to Wren.\n- Tobias works for Bluepine Aviation.\n- Lattice Analytics was founded in 1983.\n- Felix reports to Tobias.\n- Tobias reports to Aisha.\n- Northwind Systems is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1986.\n- Ingrid works for Northwind Systems.\n- Aisha works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Amara works for Bluepine Aviation.\n- Emeka reports to Leila.\n- Meridian Bank is headquartered in Halifax.\n- Meridian Bank was founded in 1996.\n- Callum reports to Emeka.\n- Amara reports to Mara.\n- Lattice Analytics is headquartered in Turku.\n- Mara works for Lattice Analytics.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4101", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4102", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1977.\n- Beacon Insurance is headquartered in Basel.\n- Bruno works for Beacon Insurance.\n- Viktor reports to Jonas.\n- Omar works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Zoya reports to Sanne.\n- Atlas Freight was founded in 1976.\n- Sanne reports to Omar.\n- Ironwood Manufacturing is headquartered in Turku.\n- Atlas Freight is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1999.\n- Ravi reports to Mara.\n- Viktor works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Turku.\n- Jonas reports to Ravi.\n- Lucia works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Mara reports to Wren.\n- Bluepine Aviation was founded in 1986.\n- Wren works for Beacon Insurance.\n- Wren reports to Mateo.\n- Jonas works for Atlas Freight.\n- Priya reports to Viktor.\n- Sanne works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Lucia reports to Priya.\n- Omar reports to Bruno.\n- Bruno reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Aisha.\n- Nadia works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Brno.\n- Atlas Freight is headquartered in Bergen.\n- Ingrid works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Aisha reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Wren reports to Nadia.\n- Tobias reports to Ingrid.\n- Ironwood Manufacturing was founded in 2014.\n- Amara works for Cobalt Health.\n- Kenji reports to Tobias.\n- Vantage Air was founded in 2004.\n- Tobias works for Atlas Freight.\n- Cobalt Health was founded in 1986.\n- Sofia reports to Kenji.\n- Aisha works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Vantage Air is headquartered in Bergen.\n- Amara reports to Sofia.\n- Cobalt Health is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4105", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4106", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3131: employee Dmitri S., hired 11 November 2022, separated 09 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-3131 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$8,000", "2": "$34,667", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4107", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 January 2023): For employees hired on or after 28 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1845: employee Ravi K., hired 28 April 2022, separated 10 March 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-1845 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,885", "3": "$2,337"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Crescent Telecom is headquartered in Bergen.\n- Tobias reports to Omar.\n- Mateo reports to Dmitri.\n- Northwind Systems was founded in 1986.\n- Omar works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Tobias works for Bluepine Aviation.\n- Ravi reports to Tobias.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom was founded in 1977.\n- Stefan reports to Hana.\n- Pablo reports to Ravi.\n- Omar reports to Mateo.\n- Cobalt Health was founded in 2001.\n- Mateo works for Northwind Systems.\n- Dmitri works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tampere.\n- Hana works for Crescent Telecom.\n- Hana reports to Pablo.\n- Northwind Systems is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Tobias.\n- Atlas Freight was founded in 2009.\n- Lucia works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Cobalt Health is headquartered in Halifax.\n- Omar works for Pinnacle Software.\n- Yuki works for Cobalt Health.\n- Aisha reports to Yuki.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Leeds.\n- Lucia reports to Aisha.\n- Pinnacle Software is headquartered in Halifax.\n- Priya reports to Kenji.\n- Aisha works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias reports to Lucia.\n- Beacon Insurance was founded in 1994.\n- Kenji works for Atlas Freight.\n- Kenji reports to Omar.\n- Cobalt Health was founded in 1993.\n- Tobias works for Atlas Freight.\n- Pinnacle Software was founded in 2011.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4110", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7131: employee Mei A., hired 24 February 2023, separated 10 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7131?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4111", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4112", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4113", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4114", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Pablo works for Cobalt Health.\n- Deshawn works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Leila reports to Zoya.\n- Beacon Insurance is headquartered in Turku.\n- Cobalt Health is headquartered in Turku.\n- Mara reports to Deshawn.\n- Pablo reports to Hana.\n- Vantage Air was founded in 2003.\n- Crescent Telecom was founded in 1975.\n- Tobias reports to Pablo.\n- Zoya reports to Tobias.\n- Cobalt Health was founded in 2009.\n- Hana reports to Felix.\n- Hana works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Vantage Air is headquartered in Austin.\n- Mara works for Vantage Air.\n- Felix reports to Mara.\n- Leila works for Cobalt Health.\n- Beacon Insurance was founded in 1990.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1973", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4116", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mei.\n- Mateo reports to Kenji.\n- Nadia works for Bluepine Aviation.\n- Lattice Analytics was founded in 1994.\n- Emeka reports to Mateo.\n- Amara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Mei works for Lattice Analytics.\n- Mateo works for Ironwood Manufacturing.\n- Mei reports to Emeka.\n- Bluepine Aviation is headquartered in Lyon.\n- Amara reports to Deshawn.\n- Meridian Bank was founded in 1991.\n- Ironwood Manufacturing was founded in 1983.\n- Emeka works for Ironwood Manufacturing.\n- Wren reports to Nadia.\n- Deshawn works for Bluepine Aviation.\n- Kenji reports to Amara.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2000.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4118", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Anders reports to Omar.\n- Pablo works for Ironwood Manufacturing.\n- Viktor reports to Pablo.\n- Emeka works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Anders works for Vantage Air.\n- Crescent Telecom is headquartered in Tallinn.\n- Vantage Air is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 2014.\n- Crescent Telecom was founded in 1976.\n- Pablo reports to Nadia.\n- Omar reports to Emeka.\n- Wren reports to Tobias.\n- Fernhill Foods is headquartered in Turku.\n- Hana works for Vantage Air.\n- Emeka reports to Viktor.\n- Wren works for Vantage Air.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 2014.\n- Omar works for Vantage Air.\n- Hana reports to Wren.\n- Nadia reports to Ingrid.\n- Tobias works for Vantage Air.\n- Ingrid reports to Hana.\n- Fernhill Foods was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4120", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 46070 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4121", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4122", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 97891\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4123", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4124", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4125", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Kenji.\n- Helios Logistics was founded in 2011.\n- Lucia works for Crescent Telecom.\n- Mara reports to Lucia.\n- Bluepine Aviation was founded in 1996.\n- Tobias reports to Emeka.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Aisha reports to Mara.\n- Mei works for Ironwood Manufacturing.\n- Kenji reports to Aisha.\n- Tobias works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Lucia reports to Viktor.\n- Viktor works for Ironwood Manufacturing.\n- Mara works for Helios Logistics.\n- Kenji works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Emeka reports to Mei.\n- Ironwood Manufacturing was founded in 1996.\n- Anders works for Bluepine Aviation.\n- Viktor reports to Anders.\n- Mei reports to Sanne.\n- Aisha works for Ironwood Manufacturing.\n- Sanne works for Helios Logistics.\n- Crescent Telecom was founded in 1976.\n- Bluepine Aviation is headquartered in Porto.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2015.\n- Northwind Systems is headquartered in Turku.\n- Jonas works for Fernhill Foods.\n- Deshawn works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1984.\n- Anders works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Ingrid reports to Anders.\n- Atlas Freight was founded in 1989.\n- Vantage Air was founded in 1975.\n- Ingrid works for Fernhill Foods.\n- Vantage Air is headquartered in Turku.\n- Deshawn reports to Yuki.\n- Fernhill Foods is headquartered in Leeds.\n- Pablo works for Fernhill Foods.\n- Yuki reports to Callum.\n- Pablo reports to Felix.\n- Callum works for Atlas Freight.\n- Leila reports to Wren.\n- Felix reports to Jonas.\n- Lucia works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Hana reports to Lucia.\n- Atlas Freight is headquartered in Austin.\n- Wren reports to Pablo.\n- Yuki works for Northwind Systems.\n- Callum reports to Ingrid.\n- Lucia reports to Deshawn.\n- Jonas reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Ghent.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Callum.\n- Leila reports to Stefan.\n- Crescent Telecom is headquartered in Austin.\n- Anders reports to Mei.\n- Bluepine Aviation was founded in 2012.\n- Crescent Telecom was founded in 2007.\n- Mei works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Callum reports to Hana.\n- Callum works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Turku.\n- Mei reports to Leila.\n- Cedar Retail Group is headquartered in Ghent.\n- Elena reports to Chiara.\n- Cedar Retail Group was founded in 1990.\n- Atlas Freight was founded in 2004.\n- Leila works for Bluepine Aviation.\n- Stefan works for Atlas Freight.\n- Hana reports to Anders.\n- Anders works for Bluepine Aviation.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4129", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8592: employee Sanne M., hired 06 April 2023, separated 06 May 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-8592 under the controlling rules.", "criteria": {"0": "$35,642", "1": "$8,225", "2": "$8,138", "3": "$10,225"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4130", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4131", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5232: employee Kenji S., hired 21 February 2021, separated 12 November 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-5232 under the controlling rules.", "criteria": {"0": "$12,000", "1": "$11,500", "2": "$49,833", "3": "$11,562"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4132", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Priya.\n- Bluepine Aviation was founded in 1995.\n- Amara reports to Elena.\n- Mara reports to Nadia.\n- Pablo reports to Omar.\n- Beacon Insurance was founded in 1987.\n- Fernhill Foods was founded in 1984.\n- Omar works for Fernhill Foods.\n- Dmitri works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Nadia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Ghent.\n- Nadia reports to Amara.\n- Elena works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Priya reports to Pablo.\n- Omar reports to Mara.\n- Hana reports to Kenji.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Mara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Elena reports to Dmitri.\n- Kenji works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1998", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2004.\n- Tobias reports to Deshawn.\n- Felix works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Bergen.\n- Felix reports to Mateo.\n- Emeka works for Bluepine Aviation.\n- Beacon Insurance was founded in 1991.\n- Sanne reports to Pablo.\n- Mateo reports to Bruno.\n- Anders works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 2003.\n- Elena works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Lucia works for Meridian Bank.\n- Bruno reports to Sanne.\n- Elena reports to Felix.\n- Emeka reports to Lucia.\n- Fernhill Foods was founded in 1981.\n- Pablo reports to Anders.\n- Tobias works for Bluepine Aviation.\n- Deshawn reports to Leila.\n- Lucia reports to Elena.\n- Anders reports to Tobias.\n- Sanne works for Bluepine Aviation.\n- Mateo works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Pablo works for Fernhill Foods.\n- Beacon Insurance is headquartered in Nagoya.\n- Meridian Bank is headquartered in Nagoya.\n- Leila works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4135", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 16055\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Zoya.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Emeka.\n- Beacon Insurance was founded in 2004.\n- Emeka works for Cobalt Health.\n- Viktor works for Bluepine Aviation.\n- Summit Energy is headquartered in Malmo.\n- Anders works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Summit Energy was founded in 1975.\n- Emeka reports to Wren.\n- Beacon Insurance is headquartered in Bergen.\n- Bruno works for Summit Energy.\n- Jonas works for Summit Energy.\n- Zoya reports to Deshawn.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Jonas.\n- Cobalt Health was founded in 1998.\n- Chiara reports to Anders.\n- Omar reports to Chiara.\n- Chiara works for Beacon Insurance.\n- Dmitri reports to Bruno.\n- Omar works for Bluepine Aviation.\n- Wren works for Cobalt Health.\n- Wren reports to Dmitri.\n- Zoya works for Summit Energy.\n- Bluepine Aviation was founded in 1992.\n- Ingrid works for Beacon Insurance.\n- Anders reports to Ingrid.\n- Bruno reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods is headquartered in Ghent.\n- Summit Energy was founded in 2003.\n- Jonas reports to Lucia.\n- Nadia works for Fernhill Foods.\n- Tobias reports to Hana.\n- Lucia reports to Callum.\n- Fernhill Foods was founded in 1981.\n- Hana works for Summit Energy.\n- Nadia reports to Sofia.\n- Sofia reports to Ravi.\n- Ravi works for Summit Energy.\n- Sofia works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom was founded in 1989.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance was founded in 1985.\n- Hana reports to Jonas.\n- Ravi reports to Tobias.\n- Callum works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1994.\n- Deshawn reports to Sofia.\n- Chiara reports to Mara.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Deshawn works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Atlas Freight is headquartered in Oslo.\n- Mara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Oslo.\n- Atlas Freight was founded in 1998.\n- Jonas works for Bluepine Aviation.\n- Bruno reports to Deshawn.\n- Mara reports to Bruno.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Nadia reports to Jonas.\n- Bluepine Aviation was founded in 2012.\n- Beacon Insurance is headquartered in Porto.\n- Nadia works for Beacon Insurance.\n- Amara reports to Nadia.\n- Bruno works for Beacon Insurance.\n- Sofia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4139", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8713: employee Mara M., hired 21 November 2022, separated 12 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-8713 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$6,000", "2": "$8,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Anders.\n- Ravi reports to Chiara.\n- Pinnacle Software was founded in 1978.\n- Chiara reports to Sanne.\n- Anders reports to Ravi.\n- Tessa reports to Omar.\n- Elena works for Fernhill Foods.\n- Omar works for Cobalt Health.\n- Pinnacle Software is headquartered in Tallinn.\n- Cobalt Health was founded in 1998.\n- Dmitri works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Nadia reports to Bruno.\n- Sanne reports to Tessa.\n- Sanne works for Fernhill Foods.\n- Tessa works for Bluepine Aviation.\n- Omar reports to Nadia.\n- Anders works for Pinnacle Software.\n- Fernhill Foods is headquartered in Leeds.\n- Cobalt Health is headquartered in Malmo.\n- Chiara works for Cobalt Health.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia works for Bluepine Aviation.\n- Bruno reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4141", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Sanne works for Cobalt Health.\n- Pinnacle Software is headquartered in Valencia.\n- Callum works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Ingrid reports to Stefan.\n- Amara reports to Tessa.\n- Summit Energy is headquartered in Malmo.\n- Amara works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Stefan works for Bluepine Aviation.\n- Sanne reports to Ingrid.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Bruno.\n- Bruno reports to Lucia.\n- Bluepine Aviation was founded in 1999.\n- Bruno works for Summit Energy.\n- Lucia reports to Hana.\n- Cobalt Health is headquartered in Turku.\n- Mateo reports to Amara.\n- Mateo works for Cobalt Health.\n- Hana reports to Leila.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Leila reports to Callum.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Summit Energy was founded in 1988.\n- Ingrid works for Summit Energy.\n- Mei reports to Sanne.\n- Callum reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4143", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8577: employee Stefan A., hired 05 April 2022, separated 03 April 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8577?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4144", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4145", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4146", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4147", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Callum.\n- Pinnacle Software was founded in 2005.\n- Atlas Freight is headquartered in Ghent.\n- Zoya works for Beacon Insurance.\n- Viktor reports to Emeka.\n- Emeka reports to Omar.\n- Kenji reports to Pablo.\n- Ravi works for Pinnacle Software.\n- Callum works for Atlas Freight.\n- Viktor works for Lattice Analytics.\n- Emeka works for Atlas Freight.\n- Lattice Analytics was founded in 1976.\n- Kenji works for Pinnacle Software.\n- Beacon Insurance is headquartered in Lyon.\n- Lattice Analytics is headquartered in Ghent.\n- Beacon Insurance was founded in 1984.\n- Ravi reports to Zoya.\n- Atlas Freight was founded in 2014.\n- Pinnacle Software is headquartered in Nagoya.\n- Zoya reports to Viktor.\n- Omar works for Pinnacle Software.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Zoya.\n- Emeka reports to Mei.\n- Wren reports to Emeka.\n- Felix reports to Mara.\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Felix.\n- Cedar Retail Group was founded in 1982.\n- Jonas works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Felix works for Atlas Freight.\n- Kenji works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Mei reports to Elena.\n- Zoya works for Cedar Retail Group.\n- Atlas Freight was founded in 2011.\n- Elena works for Atlas Freight.\n- Jonas reports to Viktor.\n- Elena reports to Kenji.\n- Zoya reports to Tobias.\n- Helios Logistics was founded in 1989.\n- Aisha reports to Wren.\n- Fernhill Foods was founded in 1996.\n- Fernhill Foods is headquartered in Lyon.\n- Tobias reports to Aisha.\n- Aisha works for Helios Logistics.\n- Tobias works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Lyon.\n- Mei works for Cedar Retail Group.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4150", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4151", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7922: employee Sofia A., hired 07 November 2023, separated 23 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7922?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4152", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4153", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6263: employee Dmitri K., hired 23 February 2021, separated 28 January 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6263?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4154", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4155", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4156", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4157", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4158", "family": "intent_hardneg", "state": "Incoming support message:\n\"93298 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4159", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Anders reports to Sanne.\n- Tessa works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Stefan.\n- Nadia reports to Ravi.\n- Hana works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Cobalt Health is headquartered in Leeds.\n- Pablo reports to Emeka.\n- Leila reports to Hana.\n- Nadia works for Summit Energy.\n- Leila works for Meridian Bank.\n- Stefan works for Beacon Insurance.\n- Summit Energy was founded in 2007.\n- Dmitri works for Beacon Insurance.\n- Hana reports to Ingrid.\n- Stefan reports to Dmitri.\n- Pablo works for Beacon Insurance.\n- Emeka reports to Anders.\n- Sanne reports to Nadia.\n- Meridian Bank was founded in 1998.\n- Cobalt Health was founded in 2014.\n- Ravi works for Cobalt Health.\n- Ravi reports to Leila.\n- Summit Energy is headquartered in Ghent.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4161", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4162", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5733: employee Elena S., hired 03 December 2020, separated 24 June 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5733?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Amara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Emeka works for Beacon Insurance.\n- Sanne reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 1997.\n- Dmitri reports to Nadia.\n- Mei works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Ghent.\n- Stefan reports to Emeka.\n- Mei reports to Sofia.\n- Mara works for Cobalt Health.\n- Stefan works for Helios Logistics.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 1995.\n- Ironwood Manufacturing was founded in 2001.\n- Amara works for Ironwood Manufacturing.\n- Sofia reports to Tessa.\n- Sofia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1993.\n- Bruno reports to Mara.\n- Beacon Insurance is headquartered in Ghent.\n- Bruno works for Beacon Insurance.\n- Amara reports to Mateo.\n- Mateo reports to Bruno.\n- Tessa works for Beacon Insurance.\n- Nadia reports to Stefan.\n- Sanne works for Cobalt Health.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Mara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Emeka.\n- Tessa reports to Yuki.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Meridian Bank was founded in 1983.\n- Callum reports to Omar.\n- Ravi works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Emeka works for Atlas Freight.\n- Deshawn reports to Priya.\n- Yuki reports to Lucia.\n- Fernhill Foods is headquartered in Tallinn.\n- Meridian Bank is headquartered in Valencia.\n- Tessa works for Atlas Freight.\n- Beacon Insurance was founded in 1979.\n- Emeka reports to Mara.\n- Priya reports to Callum.\n- Ravi reports to Kenji.\n- Fernhill Foods was founded in 1978.\n- Kenji works for Meridian Bank.\n- Mara works for Beacon Insurance.\n- Lucia reports to Ravi.\n- Beacon Insurance is headquartered in Tallinn.\n- Omar reports to Anders.\n- Lucia works for Fernhill Foods.\n- Callum works for Beacon Insurance.\n- Priya works for Fernhill Foods.\n- Kenji reports to Deshawn.\n- Atlas Freight was founded in 2001.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sanne.\n- Chiara reports to Viktor.\n- Lattice Analytics is headquartered in Brno.\n- Meridian Bank is headquartered in Brno.\n- Amara works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Kenji works for Lattice Analytics.\n- Viktor works for Beacon Insurance.\n- Sanne reports to Chiara.\n- Meridian Bank was founded in 1979.\n- Sofia reports to Jonas.\n- Jonas reports to Zoya.\n- Sanne works for Meridian Bank.\n- Felix works for Summit Energy.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Sofia works for Lattice Analytics.\n- Chiara works for Beacon Insurance.\n- Kenji reports to Amara.\n- Viktor reports to Deshawn.\n- Summit Energy was founded in 1995.\n- Anders works for Lattice Analytics.\n- Felix reports to Anders.\n- Zoya reports to Felix.\n- Lattice Analytics was founded in 2013.\n- Beacon Insurance was founded in 1984.\n- Jonas works for Summit Energy.\n- Amara reports to Leila.\n- Leila works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Leila reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Amara reports to Callum.\n- Deshawn reports to Sofia.\n- Chiara reports to Ingrid.\n- Callum works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Cork.\n- Lattice Analytics is headquartered in Cork.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics was founded in 1975.\n- Crescent Telecom was founded in 2002.\n- Ingrid reports to Jonas.\n- Tobias works for Beacon Insurance.\n- Sofia works for Crescent Telecom.\n- Tobias reports to Aisha.\n- Aisha reports to Hana.\n- Deshawn works for Lattice Analytics.\n- Beacon Insurance was founded in 2013.\n- Jonas works for Crescent Telecom.\n- Bluepine Aviation was founded in 1990.\n- Crescent Telecom is headquartered in Lyon.\n- Hana works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Callum reports to Deshawn.\n- Ingrid works for Crescent Telecom.\n- Jonas reports to Amara.\n- Amara works for Beacon Insurance.\n- Hana reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2011", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4167", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5240: employee Tessa K., hired 21 April 2023, separated 13 August 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-5240 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$15,167", "2": "$3,000", "3": "$2,275"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Pablo.\n- Ravi works for Atlas Freight.\n- Hana works for Bluepine Aviation.\n- Atlas Freight is headquartered in Austin.\n- Bluepine Aviation was founded in 1992.\n- Pablo works for Atlas Freight.\n- Wren reports to Chiara.\n- Chiara reports to Sanne.\n- Bruno reports to Felix.\n- Elena works for Bluepine Aviation.\n- Sanne reports to Ingrid.\n- Ravi reports to Wren.\n- Sanne works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Austin.\n- Fernhill Foods was founded in 2002.\n- Felix reports to Ravi.\n- Pablo reports to Tessa.\n- Tessa reports to Elena.\n- Tessa works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Leeds.\n- Felix works for Crescent Telecom.\n- Elena reports to Bruno.\n- Ingrid reports to Hana.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom was founded in 2014.\n- Bruno works for Bluepine Aviation.\n- Atlas Freight was founded in 1992.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Cobalt Health was founded in 2002.\n- Ravi reports to Felix.\n- Nadia reports to Pablo.\n- Dmitri reports to Kenji.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1985.\n- Callum reports to Nadia.\n- Sanne works for Cobalt Health.\n- Zoya reports to Ravi.\n- Kenji reports to Sanne.\n- Atlas Freight is headquartered in Turku.\n- Lucia works for Cobalt Health.\n- Felix reports to Callum.\n- Pablo reports to Dmitri.\n- Cobalt Health is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Sanne reports to Lucia.\n- Kenji works for Ironwood Manufacturing.\n- Nadia works for Vantage Air.\n- Zoya works for Vantage Air.\n- Felix works for Ironwood Manufacturing.\n- Vantage Air was founded in 1998.\n- Callum works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1985.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4170", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7189: employee Felix R., hired 25 June 2022, separated 10 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7189?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4171", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4172", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 08 March 2023): For employees hired on or after 08 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4293: employee Mara S., hired 27 July 2019, separated 19 August 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4293?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4173", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Lattice Analytics is headquartered in Valencia.\n- Jonas works for Northwind Systems.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Helios Logistics was founded in 1981.\n- Lattice Analytics was founded in 2012.\n- Emeka reports to Felix.\n- Emeka works for Lattice Analytics.\n- Felix reports to Jonas.\n- Callum reports to Sanne.\n- Helios Logistics is headquartered in Adelaide.\n- Sanne reports to Elena.\n- Callum works for Helios Logistics.\n- Omar reports to Callum.\n- Aisha reports to Viktor.\n- Northwind Systems was founded in 1989.\n- Felix works for Helios Logistics.\n- Crescent Telecom was founded in 1992.\n- Jonas reports to Aisha.\n- Northwind Systems is headquartered in Basel.\n- Elena works for Lattice Analytics.\n- Viktor reports to Omar.\n- Mei reports to Emeka.\n- Mei works for Helios Logistics.\n- Sanne works for Lattice Analytics.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4175", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Bruno reports to Dmitri.\n- Dmitri works for Lattice Analytics.\n- Stefan works for Fernhill Foods.\n- Callum works for Meridian Bank.\n- Sanne works for Fernhill Foods.\n- Meridian Bank was founded in 1984.\n- Tobias works for Meridian Bank.\n- Stefan reports to Tobias.\n- Lattice Analytics was founded in 1979.\n- Tobias reports to Sanne.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne reports to Bruno.\n- Dmitri reports to Viktor.\n- Lattice Analytics is headquartered in Austin.\n- Meridian Bank is headquartered in Ghent.\n- Bruno works for Lattice Analytics.\n- Yuki works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Austin.\n- Fernhill Foods was founded in 1980.\n- Viktor reports to Callum.\n- Cedar Retail Group was founded in 1993.\n- Yuki reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4177", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4178", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Aisha reports to Pablo.\n- Priya reports to Tobias.\n- Lucia reports to Kenji.\n- Meridian Bank is headquartered in Tampere.\n- Nadia works for Northwind Systems.\n- Tobias reports to Bruno.\n- Tobias works for Northwind Systems.\n- Pablo reports to Hana.\n- Priya works for Meridian Bank.\n- Bruno reports to Dmitri.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Northwind Systems is headquartered in Ghent.\n- Wren works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2013.\n- Dmitri works for Ironwood Manufacturing.\n- Wren reports to Lucia.\n- Hana works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2004.\n- Hana reports to Priya.\n- Aisha works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1984.\n- Mei works for Meridian Bank.\n- Northwind Systems was founded in 1993.\n- Nadia reports to Aisha.\n- Bluepine Aviation is headquartered in Oslo.\n- Mei reports to Nadia.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4180", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Mara reports to Stefan.\n- Amara reports to Lucia.\n- Yuki works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Summit Energy is headquartered in Basel.\n- Bluepine Aviation was founded in 1993.\n- Aisha works for Summit Energy.\n- Beacon Insurance was founded in 1999.\n- Yuki reports to Mara.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Summit Energy was founded in 1981.\n- Wren reports to Yuki.\n- Wren works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Tessa reports to Amara.\n- Tessa works for Cedar Retail Group.\n- Tobias reports to Callum.\n- Cedar Retail Group was founded in 2005.\n- Stefan reports to Tessa.\n- Bluepine Aviation is headquartered in Basel.\n- Callum reports to Aisha.\n- Lucia works for Summit Energy.\n- Aisha reports to Wren.\n- Stefan works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4182", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8352: employee Priya S., hired 19 February 2022, separated 07 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8352?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tampere.\n- Summit Energy was founded in 1984.\n- Mei works for Pinnacle Software.\n- Omar reports to Mara.\n- Zoya works for Summit Energy.\n- Northwind Systems was founded in 1993.\n- Kenji works for Pinnacle Software.\n- Emeka works for Northwind Systems.\n- Mara works for Pinnacle Software.\n- Bluepine Aviation was founded in 2009.\n- Emeka reports to Zoya.\n- Mara reports to Lucia.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji reports to Sanne.\n- Lucia works for Northwind Systems.\n- Sanne works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Hana reports to Omar.\n- Zoya reports to Felix.\n- Lucia reports to Emeka.\n- Pinnacle Software was founded in 1977.\n- Hana works for Bluepine Aviation.\n- Felix reports to Mei.\n- Summit Energy is headquartered in Porto.\n- Mei reports to Kenji.\n- Omar works for Summit Energy.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Helios Logistics is headquartered in Halifax.\n- Fernhill Foods was founded in 2015.\n- Leila works for Cedar Retail Group.\n- Lucia works for Fernhill Foods.\n- Mara reports to Callum.\n- Northwind Systems was founded in 2000.\n- Jonas works for Fernhill Foods.\n- Lucia reports to Pablo.\n- Mara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Malmo.\n- Helios Logistics was founded in 1986.\n- Pablo reports to Jonas.\n- Nadia works for Northwind Systems.\n- Pablo works for Helios Logistics.\n- Leila reports to Viktor.\n- Wren works for Helios Logistics.\n- Callum reports to Lucia.\n- Viktor reports to Wren.\n- Nadia reports to Aisha.\n- Cedar Retail Group was founded in 2010.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Jonas reports to Nadia.\n- Aisha reports to Leila.\n- Fernhill Foods is headquartered in Austin.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4185", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Deshawn reports to Dmitri.\n- Mara reports to Leila.\n- Yuki works for Crescent Telecom.\n- Dmitri reports to Tessa.\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Bruno.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Mara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Crescent Telecom was founded in 1999.\n- Beacon Insurance is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Tessa reports to Sanne.\n- Bruno works for Ironwood Manufacturing.\n- Mara works for Crescent Telecom.\n- Leila reports to Yuki.\n- Bruno reports to Deshawn.\n- Beacon Insurance was founded in 2007.\n- Vantage Air was founded in 2008.\n- Yuki reports to Stefan.\n- Tessa works for Beacon Insurance.\n- Crescent Telecom is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1984.\n- Deshawn works for Ironwood Manufacturing.\n- Leila works for Crescent Telecom.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4187", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 November 2025): For employees hired on or after 11 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7731: employee Wren T., hired 10 February 2024, separated 06 June 2027 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-7731 under the controlling rules.", "criteria": {"0": "$7,615", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4188", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4189", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4190", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4191", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3972: employee Jonas A., hired 24 April 2021, separated 25 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3972?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Pablo.\n- Meridian Bank is headquartered in Ghent.\n- Wren works for Vantage Air.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Pablo works for Beacon Insurance.\n- Wren reports to Zoya.\n- Kenji works for Meridian Bank.\n- Fernhill Foods was founded in 1998.\n- Beacon Insurance was founded in 2012.\n- Lucia works for Fernhill Foods.\n- Vantage Air was founded in 1992.\n- Tessa reports to Wren.\n- Mei reports to Aisha.\n- Ingrid works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Ghent.\n- Fernhill Foods is headquartered in Ghent.\n- Zoya reports to Lucia.\n- Pablo reports to Emeka.\n- Kenji reports to Ingrid.\n- Aisha reports to Tessa.\n- Ingrid reports to Mei.\n- Vantage Air is headquartered in Ghent.\n- Tessa works for Meridian Bank.\n- Emeka works for Fernhill Foods.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4193", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Ravi reports to Amara.\n- Summit Energy was founded in 1998.\n- Tessa reports to Pablo.\n- Felix reports to Tessa.\n- Pinnacle Software is headquartered in Leeds.\n- Pablo works for Atlas Freight.\n- Ravi works for Summit Energy.\n- Atlas Freight was founded in 1978.\n- Pablo reports to Tobias.\n- Hana reports to Felix.\n- Tessa works for Vantage Air.\n- Tobias works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Atlas Freight is headquartered in Lyon.\n- Deshawn reports to Hana.\n- Vantage Air was founded in 2002.\n- Tobias reports to Ravi.\n- Pinnacle Software was founded in 1998.\n- Vantage Air is headquartered in Lyon.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4195", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4196", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4197", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Hana reports to Deshawn.\n- Emeka reports to Bruno.\n- Cobalt Health is headquartered in Basel.\n- Tessa reports to Hana.\n- Atlas Freight is headquartered in Basel.\n- Cobalt Health was founded in 2009.\n- Crescent Telecom is headquartered in Porto.\n- Chiara reports to Leila.\n- Tessa works for Atlas Freight.\n- Mei reports to Ingrid.\n- Crescent Telecom was founded in 1985.\n- Wren reports to Emeka.\n- Wren works for Atlas Freight.\n- Bruno works for Vantage Air.\n- Leila reports to Tessa.\n- Deshawn works for Atlas Freight.\n- Leila works for Cobalt Health.\n- Hana works for Vantage Air.\n- Ingrid works for Cobalt Health.\n- Mei works for Vantage Air.\n- Deshawn reports to Mei.\n- Emeka works for Cobalt Health.\n- Chiara works for Atlas Freight.\n- Ingrid reports to Wren.\n- Atlas Freight was founded in 1980.\n- Vantage Air was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4199", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3389: employee Sofia K., hired 23 May 2021, separated 20 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3389?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4200", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8145: employee Wren A., hired 25 August 2022, separated 29 November 2023 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2026-8145 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$2,600", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Elena works for Northwind Systems.\n- Lattice Analytics was founded in 1993.\n- Vantage Air is headquartered in Bergen.\n- Omar reports to Stefan.\n- Omar works for Vantage Air.\n- Deshawn works for Ironwood Manufacturing.\n- Deshawn reports to Ingrid.\n- Stefan works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Northwind Systems is headquartered in Tallinn.\n- Bruno reports to Omar.\n- Chiara works for Northwind Systems.\n- Lattice Analytics is headquartered in Halifax.\n- Ingrid reports to Mei.\n- Ironwood Manufacturing was founded in 1989.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Vantage Air was founded in 2011.\n- Mei works for Vantage Air.\n- Stefan reports to Deshawn.\n- Northwind Systems was founded in 1994.\n- Chiara reports to Bruno.\n- Elena reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Oslo.\n- Mateo works for Atlas Freight.\n- Anders works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Jonas works for Bluepine Aviation.\n- Leila works for Northwind Systems.\n- Emeka reports to Jonas.\n- Stefan reports to Leila.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 1990.\n- Sofia works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Emeka works for Meridian Bank.\n- Anders reports to Deshawn.\n- Lucia reports to Sanne.\n- Meridian Bank is headquartered in Tallinn.\n- Sanne reports to Stefan.\n- Pablo reports to Emeka.\n- Lucia works for Northwind Systems.\n- Amara reports to Pablo.\n- Bluepine Aviation was founded in 1996.\n- Atlas Freight was founded in 1982.\n- Jonas reports to Sofia.\n- Deshawn works for Bluepine Aviation.\n- Sofia reports to Lucia.\n- Sanne works for Bluepine Aviation.\n- Mateo reports to Anders.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Leila reports to Mateo.\n- Meridian Bank was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4203", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mara.\n- Ingrid reports to Aisha.\n- Meridian Bank is headquartered in Adelaide.\n- Bruno reports to Zoya.\n- Felix works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Mara reports to Ingrid.\n- Amara reports to Felix.\n- Lattice Analytics is headquartered in Leeds.\n- Crescent Telecom is headquartered in Bergen.\n- Lucia works for Lattice Analytics.\n- Zoya reports to Elena.\n- Pablo works for Vantage Air.\n- Mara works for Lattice Analytics.\n- Yuki reports to Tessa.\n- Lattice Analytics was founded in 1985.\n- Yuki works for Lattice Analytics.\n- Tessa works for Meridian Bank.\n- Lucia reports to Yuki.\n- Zoya works for Vantage Air.\n- Tessa reports to Amara.\n- Vantage Air was founded in 1989.\n- Felix reports to Bruno.\n- Aisha works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Elena reports to Pablo.\n- Vantage Air is headquartered in Adelaide.\n- Crescent Telecom was founded in 1975.\n- Meridian Bank was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4205", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4206", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6372: employee Anders S., hired 07 October 2023, separated 18 May 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-6372 under the controlling rules.", "criteria": {"0": "$1,800", "1": "$2,000", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4207", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mateo.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Yuki works for Cobalt Health.\n- Kenji reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Atlas Freight is headquartered in Tampere.\n- Amara works for Atlas Freight.\n- Cobalt Health was founded in 2011.\n- Anders reports to Kenji.\n- Amara reports to Callum.\n- Kenji works for Atlas Freight.\n- Yuki reports to Emeka.\n- Cobalt Health is headquartered in Tampere.\n- Sanne works for Vantage Air.\n- Callum works for Atlas Freight.\n- Summit Energy was founded in 1985.\n- Emeka works for Summit Energy.\n- Sanne reports to Amara.\n- Jonas reports to Anders.\n- Vantage Air was founded in 2010.\n- Jonas works for Summit Energy.\n- Mateo reports to Sanne.\n- Atlas Freight was founded in 1994.\n- Ingrid reports to Yuki.\n- Anders works for Atlas Freight.\n- Summit Energy is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4209", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8738: employee Felix M., hired 16 October 2023, separated 04 September 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-8738 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$7,399", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4210", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4211", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4212", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 January 2023): For employees hired on or after 10 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7429: employee Pablo M., hired 24 March 2021, separated 05 February 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7429?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4213", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4214", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4215", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Lucia works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Bergen.\n- Summit Energy is headquartered in Porto.\n- Priya reports to Mei.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Priya works for Lattice Analytics.\n- Hana works for Summit Energy.\n- Leila reports to Sanne.\n- Atlas Freight was founded in 2007.\n- Sanne reports to Lucia.\n- Atlas Freight is headquartered in Porto.\n- Sanne works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Wren reports to Leila.\n- Mei works for Summit Energy.\n- Mei reports to Callum.\n- Lattice Analytics was founded in 1992.\n- Hana reports to Wren.\n- Tobias reports to Priya.\n- Tobias works for Lattice Analytics.\n- Lucia reports to Tobias.\n- Stefan works for Summit Energy.\n- Leila works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2015.\n- Stefan reports to Hana.\n- Summit Energy was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2003.\n- Mei works for Atlas Freight.\n- Amara reports to Nadia.\n- Dmitri works for Pinnacle Software.\n- Tobias works for Atlas Freight.\n- Jonas reports to Ingrid.\n- Atlas Freight is headquartered in Ghent.\n- Bluepine Aviation was founded in 1993.\n- Mei reports to Amara.\n- Sanne reports to Mei.\n- Nadia works for Atlas Freight.\n- Dmitri reports to Sanne.\n- Bluepine Aviation is headquartered in Porto.\n- Sanne works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Tobias reports to Dmitri.\n- Pinnacle Software is headquartered in Ghent.\n- Nadia reports to Jonas.\n- Amara works for Cedar Retail Group.\n- Jonas works for Atlas Freight.\n- Pinnacle Software was founded in 1992.\n- Cedar Retail Group was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1987", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4218", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4219", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8897: employee Amara S., hired 20 September 2020, separated 02 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8897?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Amara reports to Aisha.\n- Meridian Bank is headquartered in Lyon.\n- Cobalt Health was founded in 1984.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Meridian Bank was founded in 1999.\n- Cedar Retail Group is headquartered in Dunedin.\n- Hana reports to Elena.\n- Elena works for Meridian Bank.\n- Jonas reports to Amara.\n- Callum reports to Mateo.\n- Mateo reports to Sofia.\n- Elena reports to Callum.\n- Aisha reports to Hana.\n- Sofia works for Cedar Retail Group.\n- Amara works for Meridian Bank.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1998.\n- Mateo works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group was founded in 2003.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4221", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8199: employee Mateo S., hired 04 April 2025, separated 09 December 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-8199 under the controlling rules.", "criteria": {"0": "$5,990", "1": "$28,125", "2": "$6,620", "3": "$6,490"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4222", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4223", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Turku.\n- Stefan works for Crescent Telecom.\n- Amara works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Amara reports to Dmitri.\n- Cedar Retail Group was founded in 2010.\n- Pablo works for Cedar Retail Group.\n- Lucia works for Summit Energy.\n- Leila reports to Elena.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Bruno reports to Amara.\n- Leila works for Fernhill Foods.\n- Mei works for Summit Energy.\n- Pablo reports to Bruno.\n- Mei reports to Pablo.\n- Stefan reports to Mei.\n- Elena reports to Stefan.\n- Dmitri works for Crescent Telecom.\n- Lucia reports to Leila.\n- Bruno works for Crescent Telecom.\n- Wren reports to Lucia.\n- Fernhill Foods was founded in 1986.\n- Fernhill Foods is headquartered in Bergen.\n- Summit Energy was founded in 2006.\n- Crescent Telecom was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4225", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4226", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Elena.\n- Sofia works for Vantage Air.\n- Cobalt Health was founded in 1978.\n- Elena works for Helios Logistics.\n- Felix works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Emeka reports to Wren.\n- Kenji works for Helios Logistics.\n- Callum works for Vantage Air.\n- Elena reports to Felix.\n- Cobalt Health is headquartered in Valencia.\n- Leila reports to Callum.\n- Amara reports to Emeka.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Kenji reports to Tessa.\n- Amara works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Helios Logistics is headquartered in Valencia.\n- Callum reports to Sofia.\n- Emeka works for Vantage Air.\n- Sofia reports to Kenji.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 2011.\n- Omar works for Cobalt Health.\n- Felix reports to Omar.\n- Leila works for Cobalt Health.\n- Omar reports to Leila.\n- Vantage Air was founded in 2008.\n- Wren reports to Bruno.\n- Helios Logistics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4228", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9254: employee Dmitri K., hired 03 April 2024, separated 09 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9254?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4229", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4230", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2324: employee Hana B., hired 25 December 2021, separated 26 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2324?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4231", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-3 (VERSION 5, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5334: employee Viktor B., hired 14 March 2021, separated 22 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5334?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4232", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 55576 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4233", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9437: employee Tobias B., hired 15 October 2023, separated 25 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-9437 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$40,000", "2": "$7,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4234", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5153: employee Chiara M., hired 17 November 2021, separated 07 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5153?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Leila.\n- Lucia reports to Viktor.\n- Hana reports to Amara.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Pinnacle Software is headquartered in Cork.\n- Crescent Telecom is headquartered in Malmo.\n- Cobalt Health was founded in 1995.\n- Lucia works for Pinnacle Software.\n- Crescent Telecom was founded in 1994.\n- Viktor works for Cobalt Health.\n- Priya works for Crescent Telecom.\n- Leila reports to Priya.\n- Priya reports to Mateo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Amara works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Mateo reports to Hana.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Amara reports to Lucia.\n- Cobalt Health is headquartered in Cork.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Stefan reports to Tessa.\n- Wren reports to Pablo.\n- Chiara reports to Sanne.\n- Chiara works for Ironwood Manufacturing.\n- Hana reports to Mei.\n- Felix works for Cedar Retail Group.\n- Omar reports to Chiara.\n- Lattice Analytics is headquartered in Valencia.\n- Cedar Retail Group was founded in 2012.\n- Stefan works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Felix reports to Omar.\n- Lattice Analytics was founded in 1991.\n- Hana works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Tessa reports to Felix.\n- Pablo works for Lattice Analytics.\n- Pinnacle Software was founded in 1984.\n- Pinnacle Software is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mei reports to Wren.\n- Tessa works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2007.\n- Omar works for Lattice Analytics.\n- Sanne reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4237", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4238", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3480: employee Leila T., hired 02 November 2021, separated 01 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3480?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4239", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9527: employee Amara M., hired 06 February 2022, separated 02 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9527?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Tessa reports to Priya.\n- Bluepine Aviation is headquartered in Austin.\n- Sofia works for Ironwood Manufacturing.\n- Sanne reports to Omar.\n- Omar works for Bluepine Aviation.\n- Nadia reports to Bruno.\n- Beacon Insurance is headquartered in Ghent.\n- Omar reports to Nadia.\n- Bluepine Aviation was founded in 1995.\n- Ravi reports to Tessa.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lattice Analytics is headquartered in Halifax.\n- Ravi works for Bluepine Aviation.\n- Tessa works for Lattice Analytics.\n- Sanne works for Bluepine Aviation.\n- Sofia reports to Sanne.\n- Nadia works for Lattice Analytics.\n- Bruno works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1987.\n- Beacon Insurance was founded in 2014.\n- Lattice Analytics was founded in 2012.\n- Bruno reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4241", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Stefan works for Pinnacle Software.\n- Ingrid works for Cobalt Health.\n- Mara reports to Viktor.\n- Wren works for Pinnacle Software.\n- Vantage Air was founded in 1978.\n- Pablo works for Pinnacle Software.\n- Ravi reports to Pablo.\n- Mei reports to Ravi.\n- Stefan reports to Mara.\n- Pablo reports to Wren.\n- Wren reports to Yuki.\n- Vantage Air is headquartered in Austin.\n- Dmitri reports to Mei.\n- Cobalt Health was founded in 2010.\n- Cobalt Health is headquartered in Austin.\n- Dmitri works for Pinnacle Software.\n- Ingrid reports to Dmitri.\n- Viktor reports to Ingrid.\n- Summit Energy is headquartered in Lyon.\n- Pinnacle Software was founded in 2010.\n- Mara works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Mei works for Summit Energy.\n- Viktor works for Pinnacle Software.\n- Summit Energy was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4243", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3478: employee Aisha M., hired 05 July 2023, separated 12 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-3478 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$1,731", "2": "$40,000", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4244", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1981.\n- Northwind Systems was founded in 1984.\n- Chiara works for Meridian Bank.\n- Northwind Systems is headquartered in Tallinn.\n- Sofia works for Summit Energy.\n- Kenji works for Bluepine Aviation.\n- Summit Energy is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1978.\n- Viktor reports to Leila.\n- Leila works for Meridian Bank.\n- Yuki reports to Sofia.\n- Yuki works for Bluepine Aviation.\n- Kenji reports to Yuki.\n- Hana works for Bluepine Aviation.\n- Hana reports to Lucia.\n- Meridian Bank is headquartered in Oslo.\n- Lucia works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Chiara reports to Hana.\n- Leila reports to Chiara.\n- Sofia reports to Viktor.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Stefan works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Pablo works for Cedar Retail Group.\n- Elena reports to Amara.\n- Wren reports to Mei.\n- Wren works for Helios Logistics.\n- Ingrid reports to Lucia.\n- Lucia works for Helios Logistics.\n- Leila works for Cedar Retail Group.\n- Chiara reports to Elena.\n- Felix works for Helios Logistics.\n- Mei reports to Stefan.\n- Amara reports to Wren.\n- Lucia reports to Pablo.\n- Pablo reports to Chiara.\n- Elena works for Crescent Telecom.\n- Stefan reports to Zoya.\n- Cedar Retail Group was founded in 1985.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 2013.\n- Ingrid works for Ironwood Manufacturing.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Leila reports to Felix.\n- Ironwood Manufacturing was founded in 1975.\n- Helios Logistics was founded in 2015.\n- Felix reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4247", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3027: employee Jonas M., hired 03 May 2021, separated 12 August 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-3027 under the controlling rules.", "criteria": {"0": "$12,721", "1": "$14,721", "2": "$12,851", "3": "$55,125"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1976.\n- Amara reports to Sofia.\n- Zoya reports to Elena.\n- Nadia works for Summit Energy.\n- Mateo reports to Nadia.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Kenji.\n- Mara reports to Wren.\n- Elena reports to Mateo.\n- Nadia reports to Tobias.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Kenji reports to Mara.\n- Mateo works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Crescent Telecom is headquartered in Halifax.\n- Summit Energy was founded in 1984.\n- Sofia reports to Ingrid.\n- Zoya works for Crescent Telecom.\n- Mei reports to Amara.\n- Crescent Telecom was founded in 1984.\n- Tobias works for Fernhill Foods.\n- Wren reports to Zoya.\n- Summit Energy is headquartered in Malmo.\n- Sofia works for Fernhill Foods.\n- Elena works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Porto.\n- Cedar Retail Group was founded in 1998.\n- Priya reports to Wren.\n- Ingrid works for Cedar Retail Group.\n- Dmitri reports to Stefan.\n- Meridian Bank was founded in 2002.\n- Aisha reports to Priya.\n- Dmitri works for Atlas Freight.\n- Aisha works for Cedar Retail Group.\n- Elena reports to Pablo.\n- Atlas Freight is headquartered in Nagoya.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Yuki reports to Aisha.\n- Atlas Freight was founded in 1998.\n- Pablo reports to Kenji.\n- Wren reports to Dmitri.\n- Stefan works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Ingrid reports to Elena.\n- Stefan reports to Ingrid.\n- Ironwood Manufacturing was founded in 2013.\n- Meridian Bank is headquartered in Porto.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Mara reports to Emeka.\n- Ingrid works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Tallinn.\n- Lucia reports to Deshawn.\n- Deshawn works for Cedar Retail Group.\n- Tobias reports to Lucia.\n- Yuki reports to Hana.\n- Mara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1993.\n- Pinnacle Software was founded in 2012.\n- Yuki works for Bluepine Aviation.\n- Ingrid reports to Tobias.\n- Cedar Retail Group was founded in 2007.\n- Mateo reports to Mara.\n- Cobalt Health was founded in 1988.\n- Mateo works for Pinnacle Software.\n- Lucia works for Cobalt Health.\n- Priya works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Cobalt Health is headquartered in Valencia.\n- Hana works for Pinnacle Software.\n- Hana reports to Mateo.\n- Priya reports to Yuki.\n- Cedar Retail Group is headquartered in Austin.\n- Emeka reports to Ingrid.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4251", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Mara reports to Jonas.\n- Callum works for Atlas Freight.\n- Viktor reports to Emeka.\n- Deshawn reports to Priya.\n- Cobalt Health is headquartered in Tampere.\n- Mara works for Cobalt Health.\n- Beacon Insurance was founded in 1975.\n- Dmitri reports to Callum.\n- Kenji works for Lattice Analytics.\n- Lucia reports to Deshawn.\n- Emeka works for Beacon Insurance.\n- Mei reports to Mara.\n- Dmitri works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Jonas reports to Dmitri.\n- Chiara works for Beacon Insurance.\n- Lattice Analytics was founded in 2001.\n- Lucia works for Lattice Analytics.\n- Mei works for Beacon Insurance.\n- Callum reports to Viktor.\n- Kenji reports to Lucia.\n- Atlas Freight was founded in 2001.\n- Cobalt Health was founded in 1990.\n- Priya reports to Chiara.\n- Priya works for Cobalt Health.\n- Chiara reports to Mei.\n- Viktor works for Cobalt Health.\n- Atlas Freight is headquartered in Cork.\n- Jonas works for Cobalt Health.\n- Lattice Analytics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Priya works for Helios Logistics.\n- Sofia works for Bluepine Aviation.\n- Mei works for Vantage Air.\n- Viktor reports to Mei.\n- Jonas reports to Hana.\n- Yuki reports to Mateo.\n- Mateo works for Helios Logistics.\n- Mei reports to Nadia.\n- Helios Logistics is headquartered in Porto.\n- Sofia reports to Priya.\n- Hana reports to Aisha.\n- Stefan reports to Jonas.\n- Summit Energy was founded in 2010.\n- Nadia reports to Stefan.\n- Nadia works for Helios Logistics.\n- Jonas works for Summit Energy.\n- Vantage Air is headquartered in Porto.\n- Aisha reports to Ravi.\n- Aisha works for Summit Energy.\n- Viktor works for Helios Logistics.\n- Vantage Air was founded in 1989.\n- Mateo reports to Sofia.\n- Hana works for Helios Logistics.\n- Stefan works for Bluepine Aviation.\n- Summit Energy is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Porto.\n- Ravi reports to Yuki.\n- Bluepine Aviation was founded in 2002.\n- Yuki works for Bluepine Aviation.\n- Helios Logistics was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "1997", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4254", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Deshawn.\n- Deshawn reports to Anders.\n- Kenji reports to Felix.\n- Vantage Air is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Ravi reports to Wren.\n- Omar reports to Kenji.\n- Anders works for Atlas Freight.\n- Mara reports to Leila.\n- Vantage Air was founded in 1996.\n- Dmitri reports to Omar.\n- Mara works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Tessa works for Vantage Air.\n- Lucia works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Oslo.\n- Leila works for Atlas Freight.\n- Wren works for Vantage Air.\n- Tessa reports to Ravi.\n- Felix works for Ironwood Manufacturing.\n- Lucia reports to Tessa.\n- Anders reports to Lucia.\n- Deshawn works for Ironwood Manufacturing.\n- Omar works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1991.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Crescent Telecom was founded in 2001.\n- Atlas Freight was founded in 1987.\n- Kenji works for Atlas Freight.\n- Wren reports to Dmitri.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Viktor.\n- Atlas Freight was founded in 1995.\n- Beacon Insurance was founded in 1977.\n- Ironwood Manufacturing was founded in 1995.\n- Leila works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Mateo works for Beacon Insurance.\n- Omar works for Ironwood Manufacturing.\n- Viktor reports to Hana.\n- Omar reports to Kenji.\n- Hana works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Summit Energy is headquartered in Dunedin.\n- Kenji reports to Mateo.\n- Jonas works for Ironwood Manufacturing.\n- Hana reports to Bruno.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji works for Atlas Freight.\n- Summit Energy was founded in 1995.\n- Leila reports to Jonas.\n- Jonas reports to Omar.\n- Bruno works for Atlas Freight.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4257", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Helios Logistics.\n- Crescent Telecom is headquartered in Brno.\n- Fernhill Foods was founded in 1992.\n- Tessa reports to Ingrid.\n- Pablo works for Fernhill Foods.\n- Pablo reports to Stefan.\n- Zoya reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Adelaide.\n- Callum works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Pablo.\n- Callum reports to Kenji.\n- Stefan reports to Omar.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1989.\n- Crescent Telecom was founded in 2005.\n- Stefan works for Crescent Telecom.\n- Helios Logistics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4259", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2001.\n- Fernhill Foods was founded in 1992.\n- Nadia reports to Elena.\n- Chiara works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Felix reports to Viktor.\n- Vantage Air is headquartered in Adelaide.\n- Viktor reports to Jonas.\n- Elena reports to Chiara.\n- Elena works for Fernhill Foods.\n- Cobalt Health is headquartered in Valencia.\n- Viktor works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Vantage Air was founded in 1976.\n- Sanne works for Lattice Analytics.\n- Felix works for Vantage Air.\n- Wren works for Cobalt Health.\n- Bruno works for Vantage Air.\n- Jonas reports to Dmitri.\n- Jonas works for Lattice Analytics.\n- Bruno reports to Felix.\n- Wren reports to Bruno.\n- Dmitri reports to Sanne.\n- Chiara reports to Wren.\n- Fernhill Foods is headquartered in Valencia.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Ravi works for Summit Energy.\n- Mei reports to Anders.\n- Bluepine Aviation was founded in 1982.\n- Crescent Telecom was founded in 2010.\n- Mateo works for Crescent Telecom.\n- Anders reports to Felix.\n- Mei works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Mateo reports to Chiara.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Bluepine Aviation is headquartered in Porto.\n- Felix reports to Emeka.\n- Bruno reports to Zoya.\n- Jonas reports to Mei.\n- Zoya reports to Mateo.\n- Anders works for Bluepine Aviation.\n- Northwind Systems is headquartered in Austin.\n- Jonas works for Bluepine Aviation.\n- Bruno works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Tessa reports to Ravi.\n- Chiara reports to Jonas.\n- Ravi reports to Sanne.\n- Summit Energy was founded in 1995.\n- Northwind Systems was founded in 1984.\n- Sanne reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Omar reports to Bruno.\n- Crescent Telecom was founded in 1976.\n- Ravi reports to Nadia.\n- Omar works for Lattice Analytics.\n- Nadia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Lyon.\n- Dmitri reports to Chiara.\n- Felix works for Crescent Telecom.\n- Priya works for Meridian Bank.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom is headquartered in Dunedin.\n- Mara reports to Jonas.\n- Bruno reports to Mara.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Jonas reports to Ravi.\n- Meridian Bank was founded in 1983.\n- Mara works for Crescent Telecom.\n- Bluepine Aviation was founded in 2002.\n- Felix reports to Priya.\n- Bluepine Aviation is headquartered in Austin.\n- Lattice Analytics was founded in 2004.\n- Nadia reports to Dmitri.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4263", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1865: employee Hana R., hired 04 September 2023, separated 02 May 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-1865 under the controlling rules.", "criteria": {"0": "$11,200", "1": "$10,200", "2": "$10,125", "3": "$44,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Priya.\n- Mei works for Atlas Freight.\n- Hana reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Oslo.\n- Atlas Freight is headquartered in Halifax.\n- Pinnacle Software is headquartered in Oslo.\n- Priya works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1976.\n- Pablo works for Ironwood Manufacturing.\n- Chiara reports to Mei.\n- Deshawn works for Atlas Freight.\n- Pablo reports to Mara.\n- Mara reports to Deshawn.\n- Atlas Freight was founded in 2015.\n- Bluepine Aviation was founded in 2003.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Mara works for Ironwood Manufacturing.\n- Stefan reports to Pablo.\n- Mei reports to Stefan.\n- Zoya works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Priya reports to Zoya.\n- Hana works for Ironwood Manufacturing.\n- Zoya reports to Hana.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4265", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4266", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4267", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4835: employee Mateo A., hired 22 January 2025, separated 13 July 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-4835 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$10,000", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Pinnacle Software was founded in 2000.\n- Hana reports to Mateo.\n- Omar works for Northwind Systems.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2012.\n- Pablo reports to Emeka.\n- Elena reports to Chiara.\n- Hana works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Omar reports to Amara.\n- Sanne reports to Anders.\n- Emeka works for Pinnacle Software.\n- Amara works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Mateo works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Northwind Systems was founded in 1993.\n- Northwind Systems is headquartered in Malmo.\n- Amara reports to Hana.\n- Zoya reports to Elena.\n- Zoya works for Northwind Systems.\n- Mateo reports to Mara.\n- Pinnacle Software is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Tampere.\n- Mara works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Anders reports to Pablo.\n- Mara reports to Sanne.\n- Cedar Retail Group was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Stefan.\n- Viktor works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Stefan reports to Wren.\n- Vantage Air was founded in 1996.\n- Wren reports to Leila.\n- Stefan works for Cobalt Health.\n- Meridian Bank was founded in 1985.\n- Zoya reports to Elena.\n- Viktor reports to Pablo.\n- Sofia works for Pinnacle Software.\n- Callum works for Vantage Air.\n- Wren works for Meridian Bank.\n- Cobalt Health is headquartered in Oslo.\n- Vantage Air is headquartered in Austin.\n- Callum reports to Sofia.\n- Elena works for Meridian Bank.\n- Cobalt Health was founded in 1994.\n- Leila works for Meridian Bank.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 1980.\n- Leila reports to Callum.\n- Elena reports to Viktor.\n- Pablo works for Cobalt Health.\n- Zoya works for Vantage Air.\n- Sofia reports to Yuki.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4270", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7482: employee Stefan B., hired 13 July 2022, separated 18 June 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7482?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4271", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8619: employee Stefan S., hired 23 August 2023, separated 30 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8619?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8619 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4272", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 January 2023): For employees hired on or after 12 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1069: employee Mara T., hired 02 January 2022, separated 02 April 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1069?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Vantage Air.\n- Ingrid works for Cedar Retail Group.\n- Vantage Air is headquartered in Adelaide.\n- Ravi reports to Tobias.\n- Zoya works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Mei works for Meridian Bank.\n- Ingrid reports to Lucia.\n- Tobias works for Meridian Bank.\n- Wren reports to Jonas.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Wren.\n- Sofia works for Meridian Bank.\n- Zoya reports to Felix.\n- Vantage Air was founded in 1990.\n- Felix works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Lucia works for Meridian Bank.\n- Lucia reports to Zoya.\n- Wren works for Ironwood Manufacturing.\n- Sofia reports to Mei.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Felix reports to Ravi.\n- Meridian Bank was founded in 2014.\n- Jonas reports to Sofia.\n- Mei reports to Nadia.\n- Cedar Retail Group was founded in 1985.\n- Nadia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4274", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1447: employee Hana R., hired 09 June 2021, separated 31 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1447?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4275", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 August 2022): For employees hired on or after 07 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5562: employee Bruno K., hired 11 November 2020, separated 22 November 2022 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5562?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4276", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8243: employee Felix K., hired 21 December 2022, separated 04 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8243?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4277", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4278", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4969: employee Mara M., hired 27 April 2021, separated 15 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4969?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4279", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4280", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4281", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4282", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9272: employee Dmitri A., hired 24 November 2022, separated 18 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9272?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4283", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9316: employee Omar R., hired 27 July 2023, separated 27 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-9316 under the controlling rules.", "criteria": {"0": "$8,438", "1": "$36,833", "2": "$8,500", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4284", "family": "intent_hardneg", "state": "Incoming support message:\n\"11777 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4285", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4286", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Ingrid.\n- Pinnacle Software is headquartered in Nagoya.\n- Deshawn works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Tobias reports to Viktor.\n- Mara reports to Nadia.\n- Viktor reports to Deshawn.\n- Ravi works for Vantage Air.\n- Viktor works for Crescent Telecom.\n- Mei works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Pinnacle Software was founded in 1987.\n- Deshawn reports to Hana.\n- Ravi reports to Felix.\n- Fernhill Foods was founded in 2012.\n- Ingrid reports to Mei.\n- Hana reports to Mara.\n- Fernhill Foods is headquartered in Basel.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Crescent Telecom is headquartered in Ghent.\n- Felix works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Vantage Air is headquartered in Nagoya.\n- Felix reports to Tobias.\n- Vantage Air was founded in 1981.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4288", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4289", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8472: employee Nadia T., hired 15 June 2021, separated 02 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8472?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Amara works for Fernhill Foods.\n- Northwind Systems is headquartered in Austin.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1990.\n- Nadia reports to Viktor.\n- Elena reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Leeds.\n- Mei works for Fernhill Foods.\n- Leila reports to Mei.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Amara reports to Nadia.\n- Dmitri reports to Leila.\n- Beacon Insurance was founded in 1982.\n- Bluepine Aviation was founded in 2013.\n- Viktor reports to Elena.\n- Viktor works for Northwind Systems.\n- Elena works for Beacon Insurance.\n- Mei reports to Amara.\n- Dmitri works for Beacon Insurance.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4291", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1180: employee Lucia M., hired 13 May 2022, separated 21 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1180?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Tobias reports to Omar.\n- Leila works for Cedar Retail Group.\n- Pinnacle Software was founded in 1993.\n- Chiara reports to Emeka.\n- Viktor reports to Chiara.\n- Pinnacle Software is headquartered in Halifax.\n- Felix reports to Ingrid.\n- Felix works for Lattice Analytics.\n- Fernhill Foods is headquartered in Austin.\n- Yuki works for Pinnacle Software.\n- Leila reports to Callum.\n- Callum works for Fernhill Foods.\n- Omar reports to Felix.\n- Omar works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Yuki reports to Viktor.\n- Cedar Retail Group was founded in 2009.\n- Cedar Retail Group is headquartered in Cork.\n- Chiara works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Callum reports to Yuki.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Tobias.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Lattice Analytics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4293", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4294", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5204: employee Priya R., hired 19 September 2022, separated 06 July 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5204?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4295", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4391: employee Sofia A., hired 02 February 2021, separated 28 July 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2025-4391 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,087", "2": "$10,385", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4296", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3884: employee Wren A., hired 25 October 2022, separated 30 August 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3884?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4297", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4298", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4299", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4300", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2750: employee Priya A., hired 11 December 2023, separated 11 June 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-2750 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,250", "2": "$30,333", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4301", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1943: employee Nadia A., hired 08 February 2024, separated 15 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-1943?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4302", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-8 (VERSION 3, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6087: employee Emeka B., hired 07 May 2023, separated 17 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6087?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2003.\n- Meridian Bank is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tobias reports to Stefan.\n- Stefan reports to Elena.\n- Pinnacle Software is headquartered in Tallinn.\n- Elena reports to Aisha.\n- Stefan works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Dmitri reports to Tobias.\n- Zoya works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Emeka works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Mara reports to Emeka.\n- Emeka reports to Dmitri.\n- Tobias works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Lattice Analytics was founded in 1984.\n- Lattice Analytics is headquartered in Nagoya.\n- Pinnacle Software was founded in 1996.\n- Zoya reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4304", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-7 (VERSION 7, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1350: employee Bruno A., hired 07 May 2023, separated 15 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1350?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4305", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7955: employee Felix A., hired 07 September 2021, separated 18 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7955?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4306", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5022: employee Pablo S., hired 01 March 2020, separated 20 July 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5022?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4307", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9933: employee Anders A., hired 26 October 2021, separated 16 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9933?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Tessa works for Helios Logistics.\n- Tessa reports to Elena.\n- Lucia works for Summit Energy.\n- Elena reports to Mateo.\n- Northwind Systems is headquartered in Tampere.\n- Bruno works for Helios Logistics.\n- Mateo works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Summit Energy is headquartered in Turku.\n- Sanne reports to Ravi.\n- Aisha works for Summit Energy.\n- Helios Logistics was founded in 1993.\n- Zoya reports to Lucia.\n- Yuki works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Bruno reports to Aisha.\n- Lattice Analytics was founded in 1986.\n- Mateo reports to Yuki.\n- Elena works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Helios Logistics is headquartered in Brno.\n- Ravi reports to Bruno.\n- Ravi works for Lattice Analytics.\n- Yuki reports to Zoya.\n- Lattice Analytics is headquartered in Turku.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4309", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Mei works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Bruno reports to Viktor.\n- Deshawn works for Beacon Insurance.\n- Omar reports to Ravi.\n- Mei reports to Anders.\n- Viktor works for Pinnacle Software.\n- Zoya reports to Omar.\n- Bluepine Aviation was founded in 2002.\n- Viktor reports to Zoya.\n- Summit Energy is headquartered in Basel.\n- Ravi works for Pinnacle Software.\n- Anders reports to Bruno.\n- Beacon Insurance is headquartered in Nagoya.\n- Summit Energy was founded in 2010.\n- Beacon Insurance was founded in 2000.\n- Pinnacle Software is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Omar works for Beacon Insurance.\n- Deshawn reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4311", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4312", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4313", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9129: employee Lucia A., hired 20 April 2020, separated 23 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9129?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Ravi.\n- Priya reports to Sanne.\n- Pinnacle Software was founded in 2007.\n- Stefan reports to Yuki.\n- Zoya reports to Mei.\n- Sanne reports to Zoya.\n- Yuki works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Atlas Freight is headquartered in Turku.\n- Yuki reports to Anders.\n- Ingrid works for Pinnacle Software.\n- Atlas Freight was founded in 2011.\n- Stefan works for Atlas Freight.\n- Helios Logistics is headquartered in Cork.\n- Tessa reports to Priya.\n- Mei works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Ravi works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Mei reports to Ingrid.\n- Zoya works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Ingrid reports to Stefan.\n- Crescent Telecom is headquartered in Cork.\n- Helios Logistics was founded in 2012.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4315", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4316", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 47958\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4317", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4318", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5041: employee Deshawn K., hired 30 December 2023, separated 28 November 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5041?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4319", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4320", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4321", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7427: employee Deshawn R., hired 29 June 2023, separated 16 September 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7427?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4322", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8755: employee Elena B., hired 03 November 2022, separated 17 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8755?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4323", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9370: employee Ingrid M., hired 19 November 2023, separated 10 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9370?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4324", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3372: employee Zoya M., hired 18 May 2023, separated 07 February 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3372?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4325", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3159: employee Hana A., hired 12 January 2023, separated 26 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3159?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4326", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 29518\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4327", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Chiara works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Valencia.\n- Tobias reports to Bruno.\n- Helios Logistics was founded in 1989.\n- Ingrid works for Crescent Telecom.\n- Mara works for Ironwood Manufacturing.\n- Yuki works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Bruno reports to Sanne.\n- Pablo reports to Chiara.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Wren.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 1994.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Crescent Telecom was founded in 1982.\n- Nadia reports to Tobias.\n- Wren reports to Pablo.\n- Yuki reports to Nadia.\n- Amara reports to Mara.\n- Chiara reports to Ingrid.\n- Pablo works for Beacon Insurance.\n- Sanne reports to Amara.\n- Wren works for Ironwood Manufacturing.\n- Nadia works for Helios Logistics.\n- Mara reports to Kenji.\n- Ironwood Manufacturing was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4329", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Kenji works for Crescent Telecom.\n- Elena reports to Nadia.\n- Callum works for Atlas Freight.\n- Viktor reports to Emeka.\n- Crescent Telecom was founded in 1988.\n- Viktor works for Bluepine Aviation.\n- Fernhill Foods was founded in 2004.\n- Crescent Telecom is headquartered in Adelaide.\n- Atlas Freight is headquartered in Oslo.\n- Nadia reports to Jonas.\n- Kenji reports to Elena.\n- Atlas Freight was founded in 1993.\n- Callum reports to Kenji.\n- Emeka reports to Sofia.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka works for Atlas Freight.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Callum.\n- Bluepine Aviation is headquartered in Adelaide.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tampere.\n- Tessa reports to Omar.\n- Emeka reports to Ravi.\n- Tobias works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Pinnacle Software was founded in 1999.\n- Emeka works for Meridian Bank.\n- Callum reports to Stefan.\n- Tessa works for Pinnacle Software.\n- Callum works for Meridian Bank.\n- Stefan reports to Mara.\n- Crescent Telecom was founded in 2000.\n- Omar works for Pinnacle Software.\n- Northwind Systems was founded in 2005.\n- Mara reports to Emeka.\n- Ravi works for Pinnacle Software.\n- Omar reports to Callum.\n- Mara works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Pinnacle Software is headquartered in Halifax.\n- Crescent Telecom is headquartered in Tampere.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4332", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7274: employee Jonas S., hired 18 November 2020, separated 08 July 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7274?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4333", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4334", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4335", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Chiara.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Felix works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Felix reports to Stefan.\n- Lucia works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Stefan reports to Lucia.\n- Pinnacle Software is headquartered in Valencia.\n- Fernhill Foods was founded in 1998.\n- Tessa works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Valencia.\n- Pablo reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2010.\n- Viktor reports to Felix.\n- Fernhill Foods is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Tessa reports to Mei.\n- Pinnacle Software was founded in 1984.\n- Chiara works for Ironwood Manufacturing.\n- Mei reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4337", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 July 2025): For employees hired on or after 09 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1651: employee Hana K., hired 29 August 2023, separated 18 September 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1651?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2008.\n- Helios Logistics was founded in 2001.\n- Callum reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Hana reports to Viktor.\n- Lattice Analytics was founded in 2005.\n- Viktor reports to Nadia.\n- Hana works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Anders reports to Callum.\n- Helios Logistics is headquartered in Lyon.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Anders works for Lattice Analytics.\n- Ingrid reports to Emeka.\n- Northwind Systems is headquartered in Ghent.\n- Callum works for Helios Logistics.\n- Northwind Systems was founded in 1992.\n- Nadia works for Northwind Systems.\n- Sanne works for Lattice Analytics.\n- Lucia reports to Omar.\n- Omar reports to Anders.\n- Lucia works for Lattice Analytics.\n- Emeka reports to Sanne.\n- Sanne reports to Hana.\n- Omar works for Northwind Systems.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4339", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Yuki reports to Hana.\n- Lucia works for Atlas Freight.\n- Vantage Air is headquartered in Valencia.\n- Hana reports to Mei.\n- Omar reports to Pablo.\n- Pablo reports to Zoya.\n- Fernhill Foods is headquartered in Basel.\n- Vantage Air was founded in 1978.\n- Emeka works for Atlas Freight.\n- Mei reports to Lucia.\n- Emeka reports to Omar.\n- Atlas Freight was founded in 1975.\n- Yuki works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Porto.\n- Pablo works for Fernhill Foods.\n- Zoya reports to Yuki.\n- Atlas Freight is headquartered in Ghent.\n- Mei works for Atlas Freight.\n- Jonas works for Vantage Air.\n- Leila reports to Emeka.\n- Zoya works for Lattice Analytics.\n- Jonas reports to Leila.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Mei works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Ravi reports to Mei.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Mateo works for Atlas Freight.\n- Kenji reports to Emeka.\n- Chiara reports to Deshawn.\n- Deshawn reports to Sanne.\n- Emeka works for Pinnacle Software.\n- Ravi works for Atlas Freight.\n- Chiara works for Crescent Telecom.\n- Pinnacle Software was founded in 1978.\n- Sanne works for Cedar Retail Group.\n- Tobias reports to Chiara.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix reports to Kenji.\n- Sanne reports to Felix.\n- Deshawn works for Cedar Retail Group.\n- Atlas Freight is headquartered in Turku.\n- Crescent Telecom was founded in 2008.\n- Atlas Freight was founded in 1983.\n- Emeka reports to Ravi.\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1999.\n- Mateo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Elena reports to Omar.\n- Beacon Insurance was founded in 2014.\n- Elena works for Lattice Analytics.\n- Lucia works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics is headquartered in Adelaide.\n- Vantage Air was founded in 1997.\n- Priya reports to Mateo.\n- Mateo works for Vantage Air.\n- Nadia reports to Priya.\n- Beacon Insurance is headquartered in Adelaide.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Lucia.\n- Omar works for Beacon Insurance.\n- Omar reports to Emeka.\n- Felix works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Anders works for Beacon Insurance.\n- Vantage Air is headquartered in Adelaide.\n- Lattice Analytics was founded in 1995.\n- Priya works for Vantage Air.\n- Lucia reports to Anders.\n- Fernhill Foods is headquartered in Halifax.\n- Mateo reports to Elena.\n- Anders reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1981.\n- Kenji reports to Felix.\n- Lucia reports to Mei.\n- Cedar Retail Group is headquartered in Adelaide.\n- Emeka reports to Yuki.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2004.\n- Felix reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Cedar Retail Group was founded in 1986.\n- Kenji works for Cedar Retail Group.\n- Beacon Insurance was founded in 1988.\n- Vantage Air is headquartered in Tallinn.\n- Mei works for Vantage Air.\n- Priya works for Vantage Air.\n- Beacon Insurance is headquartered in Valencia.\n- Felix works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Yuki reports to Priya.\n- Yuki works for Cedar Retail Group.\n- Sofia reports to Kenji.\n- Priya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4344", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4345", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4346", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4347", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4348", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4349", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4350", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4351", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4352", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8606: employee Amara T., hired 18 July 2022, separated 30 September 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-8606 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$5,400", "2": "$6,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4353", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7905: employee Viktor K., hired 05 November 2019, separated 18 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7905?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4354", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Pablo.\n- Anders reports to Zoya.\n- Lattice Analytics was founded in 1992.\n- Omar reports to Hana.\n- Zoya works for Bluepine Aviation.\n- Wren reports to Anders.\n- Pablo reports to Mateo.\n- Vantage Air was founded in 1976.\n- Beacon Insurance was founded in 2012.\n- Omar works for Beacon Insurance.\n- Bruno works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Bruno reports to Omar.\n- Bluepine Aviation was founded in 1986.\n- Beacon Insurance is headquartered in Turku.\n- Mateo reports to Wren.\n- Amara reports to Sanne.\n- Lattice Analytics is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Ghent.\n- Anders works for Beacon Insurance.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Pablo works for Beacon Insurance.\n- Sanne works for Lattice Analytics.\n- Hana reports to Amara.\n- Wren works for Lattice Analytics.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Adelaide.\n- Hana works for Vantage Air.\n- Mara reports to Tessa.\n- Anders reports to Yuki.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Emeka works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Helios Logistics was founded in 1993.\n- Zoya reports to Ingrid.\n- Sanne reports to Anders.\n- Yuki reports to Deshawn.\n- Bruno works for Helios Logistics.\n- Beacon Insurance was founded in 2007.\n- Pablo reports to Zoya.\n- Emeka reports to Hana.\n- Deshawn works for Crescent Telecom.\n- Tessa works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Anders works for Vantage Air.\n- Crescent Telecom was founded in 1978.\n- Hana reports to Mara.\n- Vantage Air was founded in 1976.\n- Ingrid works for Vantage Air.\n- Mara works for Helios Logistics.\n- Deshawn reports to Bruno.\n- Vantage Air is headquartered in Adelaide.\n- Ingrid reports to Emeka.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa reports to Sanne.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1974", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4357", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4358", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5424: employee Ravi A., hired 27 October 2022, separated 12 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5424?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4359", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Sofia reports to Jonas.\n- Omar works for Pinnacle Software.\n- Dmitri works for Helios Logistics.\n- Omar reports to Dmitri.\n- Priya works for Meridian Bank.\n- Pinnacle Software was founded in 1992.\n- Dmitri reports to Mara.\n- Mei works for Cedar Retail Group.\n- Yuki reports to Sofia.\n- Meridian Bank was founded in 1999.\n- Kenji reports to Elena.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Jonas reports to Kenji.\n- Elena reports to Mei.\n- Jonas works for Pinnacle Software.\n- Meridian Bank is headquartered in Halifax.\n- Mei reports to Omar.\n- Cedar Retail Group is headquartered in Tampere.\n- Mara reports to Priya.\n- Helios Logistics was founded in 2009.\n- Pinnacle Software is headquartered in Valencia.\n- Mara works for Helios Logistics.\n- Cedar Retail Group was founded in 1982.\n- Yuki works for Meridian Bank.\n- Elena works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4361", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7218: employee Hana A., hired 25 October 2024, separated 28 November 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-7218 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$1,925", "2": "$7,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Tessa.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 1981.\n- Emeka works for Meridian Bank.\n- Tessa works for Vantage Air.\n- Aisha reports to Sanne.\n- Yuki reports to Jonas.\n- Nadia reports to Amara.\n- Yuki works for Atlas Freight.\n- Fernhill Foods is headquartered in Malmo.\n- Amara reports to Wren.\n- Amara works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Bruno reports to Emeka.\n- Meridian Bank was founded in 2009.\n- Aisha works for Vantage Air.\n- Emeka reports to Nadia.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Aisha.\n- Sanne reports to Yuki.\n- Jonas reports to Lucia.\n- Bruno works for Meridian Bank.\n- Atlas Freight was founded in 1985.\n- Wren works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Sanne works for Vantage Air.\n- Lucia works for Meridian Bank.\n- Atlas Freight is headquartered in Malmo.\n- Meridian Bank is headquartered in Tampere.\n- Fernhill Foods was founded in 1979.\n- Wren reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4363", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia reports to Emeka.\n- Leila reports to Lucia.\n- Leila works for Fernhill Foods.\n- Lucia works for Lattice Analytics.\n- Cobalt Health was founded in 1983.\n- Lattice Analytics was founded in 2002.\n- Anders works for Fernhill Foods.\n- Ingrid reports to Felix.\n- Pablo works for Cobalt Health.\n- Ingrid works for Fernhill Foods.\n- Emeka reports to Ingrid.\n- Felix reports to Anders.\n- Pablo reports to Wren.\n- Fernhill Foods is headquartered in Turku.\n- Lattice Analytics is headquartered in Tampere.\n- Emeka works for Fernhill Foods.\n- Cedar Retail Group was founded in 1999.\n- Fernhill Foods was founded in 2008.\n- Wren reports to Leila.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4365", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1821: employee Sanne B., hired 21 September 2021, separated 22 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1821?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4366", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 November 2024): For employees hired on or after 22 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4073: employee Jonas M., hired 06 October 2023, separated 19 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4073?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4367", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4368", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4951: employee Elena R., hired 30 June 2021, separated 01 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4951?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4369", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4307: employee Chiara M., hired 03 December 2019, separated 22 June 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4307?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4370", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4371", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4372", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4373", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9518: employee Emeka S., hired 23 February 2020, separated 12 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9518?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4374", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 January 2023): For employees hired on or after 10 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1009: employee Stefan R., hired 21 September 2019, separated 27 March 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2026-1009 under the controlling rules.", "criteria": {"0": "$19,500", "1": "$20,250", "2": "$17,500", "3": "$84,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Viktor works for Fernhill Foods.\n- Omar works for Cobalt Health.\n- Jonas reports to Viktor.\n- Pinnacle Software was founded in 2003.\n- Vantage Air was founded in 1985.\n- Omar reports to Ravi.\n- Viktor reports to Leila.\n- Cobalt Health was founded in 1998.\n- Fernhill Foods was founded in 2006.\n- Aisha works for Cobalt Health.\n- Ravi reports to Mei.\n- Lucia reports to Jonas.\n- Cobalt Health is headquartered in Austin.\n- Ravi works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Leila reports to Omar.\n- Vantage Air is headquartered in Nagoya.\n- Leila works for Pinnacle Software.\n- Mei reports to Aisha.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4376", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4377", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Vantage Air.\n- Pablo reports to Priya.\n- Emeka works for Meridian Bank.\n- Chiara reports to Viktor.\n- Pablo works for Meridian Bank.\n- Mei reports to Ingrid.\n- Helios Logistics was founded in 1988.\n- Viktor works for Northwind Systems.\n- Ravi reports to Dmitri.\n- Priya reports to Elena.\n- Vantage Air was founded in 2002.\n- Meridian Bank is headquartered in Tampere.\n- Viktor reports to Emeka.\n- Callum works for Northwind Systems.\n- Emeka reports to Callum.\n- Mei works for Helios Logistics.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Dmitri reports to Chiara.\n- Priya works for Vantage Air.\n- Chiara works for Vantage Air.\n- Elena reports to Felix.\n- Callum reports to Pablo.\n- Northwind Systems is headquartered in Ghent.\n- Ingrid reports to Ravi.\n- Northwind Systems was founded in 1985.\n- Ravi works for Meridian Bank.\n- Helios Logistics is headquartered in Ghent.\n- Vantage Air is headquartered in Tampere.\n- Felix works for Vantage Air.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1979.\n- Tessa works for Fernhill Foods.\n- Ravi works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Anders works for Pinnacle Software.\n- Cobalt Health was founded in 1993.\n- Cobalt Health is headquartered in Bergen.\n- Pinnacle Software is headquartered in Bergen.\n- Ravi reports to Priya.\n- Pinnacle Software was founded in 1992.\n- Tessa reports to Anders.\n- Stefan works for Cobalt Health.\n- Beacon Insurance was founded in 1977.\n- Amara reports to Mateo.\n- Kenji works for Cobalt Health.\n- Beacon Insurance is headquartered in Porto.\n- Stefan reports to Tessa.\n- Kenji reports to Stefan.\n- Fernhill Foods is headquartered in Porto.\n- Mateo works for Beacon Insurance.\n- Mateo reports to Kenji.\n- Anders reports to Ravi.\n- Amara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4380", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Omar.\n- Sofia reports to Tessa.\n- Hana reports to Yuki.\n- Cobalt Health was founded in 1995.\n- Yuki reports to Amara.\n- Sofia works for Crescent Telecom.\n- Pablo works for Cobalt Health.\n- Pablo reports to Sofia.\n- Meridian Bank was founded in 1994.\n- Omar reports to Viktor.\n- Wren reports to Felix.\n- Viktor reports to Ingrid.\n- Cobalt Health is headquartered in Oslo.\n- Viktor works for Meridian Bank.\n- Summit Energy was founded in 2004.\n- Hana works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Felix works for Summit Energy.\n- Kenji works for Meridian Bank.\n- Felix reports to Kenji.\n- Yuki works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Tessa works for Summit Energy.\n- Tessa reports to Hana.\n- Amara reports to Wren.\n- Summit Energy is headquartered in Oslo.\n- Meridian Bank is headquartered in Cork.\n- Amara works for Meridian Bank.\n- Crescent Telecom is headquartered in Dunedin.\n- Wren works for Meridian Bank.\n- Crescent Telecom was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2007", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4382", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "file_claim", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4383", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-5 (VERSION 7, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9011: employee Zoya S., hired 02 November 2021, separated 15 October 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9011?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Bruno reports to Wren.\n- Hana works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods was founded in 2009.\n- Pinnacle Software was founded in 1977.\n- Zoya works for Cedar Retail Group.\n- Ingrid reports to Mei.\n- Yuki reports to Jonas.\n- Beacon Insurance is headquartered in Halifax.\n- Dmitri works for Fernhill Foods.\n- Cedar Retail Group was founded in 1976.\n- Fernhill Foods is headquartered in Ghent.\n- Bruno works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Ingrid works for Pinnacle Software.\n- Mei reports to Bruno.\n- Beacon Insurance was founded in 1990.\n- Wren works for Cedar Retail Group.\n- Dmitri reports to Hana.\n- Zoya reports to Dmitri.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Yuki works for Cedar Retail Group.\n- Elena reports to Ingrid.\n- Jonas reports to Elena.\n- Hana reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Priya works for Cobalt Health.\n- Priya reports to Pablo.\n- Wren reports to Mei.\n- Summit Energy is headquartered in Malmo.\n- Lattice Analytics was founded in 2011.\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Summit Energy.\n- Pablo reports to Tessa.\n- Elena works for Lattice Analytics.\n- Tessa works for Cobalt Health.\n- Pablo works for Lattice Analytics.\n- Cobalt Health was founded in 1976.\n- Mei works for Lattice Analytics.\n- Sofia reports to Anders.\n- Mei reports to Hana.\n- Sofia works for Cobalt Health.\n- Anders reports to Ravi.\n- Wren works for Cobalt Health.\n- Elena reports to Sofia.\n- Hana reports to Priya.\n- Summit Energy was founded in 2007.\n- Ravi works for Summit Energy.\n- Ravi reports to Wren.\n- Lattice Analytics is headquartered in Malmo.\n- Cobalt Health is headquartered in Malmo.\n- Pinnacle Software was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Meridian Bank was founded in 1980.\n- Nadia works for Meridian Bank.\n- Emeka works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Priya reports to Chiara.\n- Mateo works for Beacon Insurance.\n- Aisha reports to Sanne.\n- Cedar Retail Group was founded in 2004.\n- Beacon Insurance was founded in 1999.\n- Jonas works for Summit Energy.\n- Mateo reports to Jonas.\n- Emeka reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Ravi reports to Mateo.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne works for Cedar Retail Group.\n- Jonas reports to Priya.\n- Ravi works for Summit Energy.\n- Wren reports to Ravi.\n- Sanne reports to Nadia.\n- Priya works for Summit Energy.\n- Wren works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Malmo.\n- Aisha works for Meridian Bank.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4387", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Omar works for Summit Energy.\n- Omar reports to Aisha.\n- Aisha reports to Stefan.\n- Anders works for Summit Energy.\n- Lattice Analytics was founded in 2011.\n- Viktor works for Summit Energy.\n- Stefan reports to Mara.\n- Helios Logistics was founded in 2011.\n- Mara reports to Tobias.\n- Mara works for Helios Logistics.\n- Pablo reports to Anders.\n- Stefan works for Helios Logistics.\n- Aisha works for Summit Energy.\n- Cobalt Health was founded in 1993.\n- Pablo works for Lattice Analytics.\n- Bruno works for Summit Energy.\n- Viktor reports to Omar.\n- Cobalt Health is headquartered in Basel.\n- Bruno reports to Emeka.\n- Tobias works for Cobalt Health.\n- Summit Energy was founded in 1992.\n- Emeka works for Summit Energy.\n- Anders reports to Bruno.\n- Tobias reports to Pablo.\n- Helios Logistics is headquartered in Tampere.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4389", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4390", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4391", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8043: employee Deshawn A., hired 04 October 2020, separated 25 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8043?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8043 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4392", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3528: employee Zoya S., hired 06 October 2022, separated 26 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3528?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Omar.\n- Meridian Bank is headquartered in Tampere.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa reports to Chiara.\n- Atlas Freight was founded in 2003.\n- Leila reports to Anders.\n- Felix reports to Ravi.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1981.\n- Atlas Freight is headquartered in Malmo.\n- Anders works for Atlas Freight.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa works for Meridian Bank.\n- Chiara works for Cedar Retail Group.\n- Sofia reports to Leila.\n- Sofia works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Meridian Bank was founded in 2004.\n- Chiara reports to Sofia.\n- Omar reports to Tessa.\n- Fernhill Foods was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4394", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 77313 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4395", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5599: employee Ingrid T., hired 11 March 2021, separated 31 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5599?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4396", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9166: employee Mateo M., hired 01 December 2024, separated 20 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-9166 under the controlling rules.", "criteria": {"0": "$4,115", "1": "$3,462", "2": "$4,615", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4397", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "check_logs", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4398", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3614: employee Zoya K., hired 04 September 2022, separated 02 August 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-3614 under the controlling rules.", "criteria": {"0": "$9,750", "1": "$8,800", "2": "$42,467", "3": "$9,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4399", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2443: employee Lucia T., hired 01 August 2022, separated 23 October 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2443?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4400", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3890: employee Aisha T., hired 04 March 2024, separated 10 November 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-3890 under the controlling rules.", "criteria": {"0": "$9,808", "1": "$42,000", "2": "$10,192", "3": "$9,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4401", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6021: employee Stefan S., hired 06 September 2022, separated 01 October 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-6021 under the controlling rules.", "criteria": {"0": "$7,875", "1": "$7,800", "2": "$9,800", "3": "$33,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4402", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4403", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2034: employee Tobias A., hired 11 April 2024, separated 08 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2034?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4404", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 March 2023): For employees hired on or after 17 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1704: employee Sanne M., hired 25 April 2021, separated 09 March 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-1704?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4405", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1529: employee Dmitri A., hired 13 November 2023, separated 28 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1529?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Callum.\n- Fernhill Foods is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Callum reports to Wren.\n- Atlas Freight is headquartered in Porto.\n- Mei works for Beacon Insurance.\n- Atlas Freight was founded in 1978.\n- Leila reports to Felix.\n- Nadia works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.\n- Felix reports to Emeka.\n- Omar reports to Nadia.\n- Leila works for Atlas Freight.\n- Felix works for Beacon Insurance.\n- Fernhill Foods was founded in 1989.\n- Wren reports to Mei.\n- Ironwood Manufacturing was founded in 2008.\n- Wren works for Ironwood Manufacturing.\n- Emeka reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tampere.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4407", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4909: employee Stefan T., hired 19 October 2023, separated 25 March 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4909?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4408", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Northwind Systems.\n- Mei reports to Aisha.\n- Bruno works for Helios Logistics.\n- Felix reports to Priya.\n- Cobalt Health is headquartered in Brno.\n- Stefan reports to Omar.\n- Meridian Bank was founded in 1988.\n- Aisha works for Cobalt Health.\n- Helios Logistics is headquartered in Ghent.\n- Pablo works for Cobalt Health.\n- Helios Logistics was founded in 1990.\n- Bruno reports to Stefan.\n- Omar reports to Felix.\n- Pablo reports to Bruno.\n- Omar works for Northwind Systems.\n- Priya reports to Mei.\n- Cobalt Health was founded in 2011.\n- Meridian Bank is headquartered in Brno.\n- Felix works for Cobalt Health.\n- Northwind Systems was founded in 2010.\n- Stefan works for Helios Logistics.\n- Northwind Systems is headquartered in Nagoya.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2005", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4410", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 23790\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4411", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2955: employee Anders T., hired 22 March 2022, separated 01 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2955?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4412", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4413", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4776: employee Omar M., hired 12 April 2022, separated 08 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4776?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4414", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 September 2023): For employees hired on or after 26 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8973: employee Kenji M., hired 06 March 2020, separated 05 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8973?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4415", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4416", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4417", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1339: employee Chiara R., hired 24 December 2020, separated 19 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1339?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Dmitri.\n- Bruno works for Helios Logistics.\n- Stefan reports to Ravi.\n- Summit Energy was founded in 2009.\n- Anders reports to Stefan.\n- Anders works for Ironwood Manufacturing.\n- Stefan works for Cobalt Health.\n- Zoya works for Summit Energy.\n- Bruno reports to Anders.\n- Zoya reports to Sofia.\n- Cobalt Health is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1999.\n- Dmitri works for Helios Logistics.\n- Felix works for Cobalt Health.\n- Helios Logistics was founded in 1997.\n- Summit Energy is headquartered in Porto.\n- Ravi reports to Zoya.\n- Sofia works for Helios Logistics.\n- Cobalt Health was founded in 1999.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Dmitri reports to Felix.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4419", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Pablo reports to Tessa.\n- Pinnacle Software is headquartered in Valencia.\n- Mei reports to Elena.\n- Mateo works for Meridian Bank.\n- Sofia reports to Pablo.\n- Lattice Analytics is headquartered in Valencia.\n- Meridian Bank was founded in 2000.\n- Elena reports to Mateo.\n- Sofia works for Pinnacle Software.\n- Tessa reports to Wren.\n- Meridian Bank is headquartered in Basel.\n- Wren reports to Chiara.\n- Mei works for Ironwood Manufacturing.\n- Elena works for Meridian Bank.\n- Priya works for Lattice Analytics.\n- Tessa works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Chiara reports to Priya.\n- Emeka reports to Mei.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pinnacle Software was founded in 1983.\n- Chiara works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2007.\n- Priya reports to Emeka.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4421", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4422", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4423", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4424", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3854: employee Tessa K., hired 25 January 2021, separated 10 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3854?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4425", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4427", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4428", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4293: employee Elena A., hired 26 September 2021, separated 24 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4293?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4429", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4430", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 November 2025): For employees hired on or after 03 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7807: employee Bruno S., hired 17 September 2022, separated 04 February 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-7807 under the controlling rules.", "criteria": {"0": "$10,000", "1": "$8,000", "2": "$6,800", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4431", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4432: employee Mei B., hired 06 September 2022, separated 17 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-4432 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$6,250", "2": "$26,867", "3": "$6,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Mei reports to Lucia.\n- Lucia works for Summit Energy.\n- Sanne works for Summit Energy.\n- Atlas Freight was founded in 1993.\n- Emeka works for Cobalt Health.\n- Elena works for Atlas Freight.\n- Sanne reports to Elena.\n- Zoya works for Lattice Analytics.\n- Pablo reports to Hana.\n- Lattice Analytics is headquartered in Brno.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Priya reports to Sanne.\n- Atlas Freight is headquartered in Tampere.\n- Cobalt Health is headquartered in Brno.\n- Leila reports to Deshawn.\n- Lucia reports to Emeka.\n- Priya works for Lattice Analytics.\n- Felix reports to Mei.\n- Summit Energy was founded in 1999.\n- Hana works for Cobalt Health.\n- Emeka reports to Pablo.\n- Felix works for Lattice Analytics.\n- Deshawn reports to Felix.\n- Mei works for Atlas Freight.\n- Leila works for Summit Energy.\n- Zoya reports to Leila.\n- Summit Energy is headquartered in Porto.\n- Hana reports to Priya.\n- Cobalt Health was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Tampere", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4433", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Kenji reports to Sofia.\n- Beacon Insurance is headquartered in Basel.\n- Chiara works for Cedar Retail Group.\n- Summit Energy is headquartered in Tallinn.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Viktor.\n- Leila works for Crescent Telecom.\n- Sofia reports to Aisha.\n- Cedar Retail Group is headquartered in Nagoya.\n- Sofia works for Crescent Telecom.\n- Aisha works for Beacon Insurance.\n- Crescent Telecom is headquartered in Nagoya.\n- Viktor reports to Leila.\n- Chiara reports to Ravi.\n- Crescent Telecom was founded in 2010.\n- Callum reports to Kenji.\n- Beacon Insurance was founded in 2013.\n- Viktor works for Summit Energy.\n- Cedar Retail Group was founded in 1984.\n- Leila reports to Callum.\n- Summit Energy was founded in 2003.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4435", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4393: employee Felix S., hired 19 January 2021, separated 24 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4393?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4436", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 November 2025): For employees hired on or after 18 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9307: employee Amara S., hired 06 June 2023, separated 28 August 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9307?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4437", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4438", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6960: employee Ravi R., hired 14 December 2023, separated 24 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-6960 under the controlling rules.", "criteria": {"0": "$6,375", "1": "$6,300", "2": "$5,800", "3": "$27,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4439", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Viktor works for Fernhill Foods.\n- Lattice Analytics was founded in 1991.\n- Tobias reports to Sanne.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Leila works for Lattice Analytics.\n- Summit Energy was founded in 1987.\n- Hana reports to Tobias.\n- Felix works for Summit Energy.\n- Viktor reports to Hana.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Mateo reports to Tessa.\n- Ingrid reports to Omar.\n- Mateo works for Summit Energy.\n- Ravi works for Summit Energy.\n- Sanne reports to Ravi.\n- Priya reports to Leila.\n- Lattice Analytics is headquartered in Oslo.\n- Felix reports to Mateo.\n- Fernhill Foods was founded in 2013.\n- Priya works for Summit Energy.\n- Pinnacle Software was founded in 1994.\n- Sanne works for Summit Energy.\n- Tessa works for Pinnacle Software.\n- Leila reports to Felix.\n- Tessa reports to Viktor.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1985", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4441", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2554: employee Mateo T., hired 22 June 2023, separated 10 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2554?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4442", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4443", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 June 2025): For employees hired on or after 18 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5137: employee Mateo S., hired 04 May 2025, separated 04 November 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-5137 under the controlling rules.", "criteria": {"0": "$3,938", "1": "$30,333", "2": "$6,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4444", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Anders reports to Ravi.\n- Anders works for Ironwood Manufacturing.\n- Pablo works for Northwind Systems.\n- Ravi works for Fernhill Foods.\n- Sofia reports to Felix.\n- Felix reports to Tessa.\n- Fernhill Foods is headquartered in Cork.\n- Tessa reports to Pablo.\n- Ravi reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Austin.\n- Amara works for Northwind Systems.\n- Amara reports to Sofia.\n- Vantage Air was founded in 2015.\n- Wren reports to Amara.\n- Northwind Systems was founded in 1981.\n- Pablo reports to Mei.\n- Mei works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Mei reports to Anders.\n- Vantage Air is headquartered in Tampere.\n- Felix works for Vantage Air.\n- Fernhill Foods was founded in 1984.\n- Ironwood Manufacturing was founded in 1997.\n- Northwind Systems is headquartered in Tampere.\n- Sofia works for Northwind Systems.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4446", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Amara.\n- Atlas Freight was founded in 2015.\n- Summit Energy was founded in 1981.\n- Amara works for Atlas Freight.\n- Cedar Retail Group was founded in 1991.\n- Yuki reports to Tobias.\n- Ingrid reports to Viktor.\n- Jonas reports to Ingrid.\n- Tobias works for Atlas Freight.\n- Amara reports to Deshawn.\n- Viktor reports to Wren.\n- Anders works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Ingrid works for Cedar Retail Group.\n- Deshawn reports to Anders.\n- Yuki works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Elena works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1976.\n- Summit Energy is headquartered in Cork.\n- Viktor works for Summit Energy.\n- Elena reports to Jonas.\n- Anders reports to Yuki.\n- Wren works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2014.\n- Atlas Freight was founded in 2002.\n- Bruno works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Aisha reports to Amara.\n- Deshawn reports to Hana.\n- Amara reports to Jonas.\n- Atlas Freight is headquartered in Brno.\n- Fernhill Foods was founded in 1997.\n- Chiara reports to Leila.\n- Hana reports to Zoya.\n- Bruno reports to Deshawn.\n- Helios Logistics was founded in 2003.\n- Anders reports to Chiara.\n- Jonas reports to Anders.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Leila reports to Bruno.\n- Deshawn works for Ironwood Manufacturing.\n- Leila works for Helios Logistics.\n- Aisha works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Helios Logistics is headquartered in Porto.\n- Amara works for Fernhill Foods.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4449", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2636: employee Aisha S., hired 04 September 2020, separated 25 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2636?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4450", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4451", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1694: employee Hana A., hired 26 August 2022, separated 25 November 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-1694 under the controlling rules.", "criteria": {"0": "$5,971", "1": "$12,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1979.\n- Callum reports to Emeka.\n- Beacon Insurance was founded in 1977.\n- Bruno reports to Ingrid.\n- Atlas Freight was founded in 2002.\n- Emeka works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1986.\n- Zoya works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Ingrid reports to Mara.\n- Callum works for Ironwood Manufacturing.\n- Lucia reports to Zoya.\n- Emeka reports to Lucia.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Austin.\n- Deshawn reports to Bruno.\n- Bluepine Aviation is headquartered in Leeds.\n- Mara works for Bluepine Aviation.\n- Ingrid works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Austin.\n- Zoya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4453", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1332: employee Leila M., hired 27 March 2021, separated 18 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1332?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation was founded in 1980.\n- Aisha reports to Omar.\n- Ingrid reports to Aisha.\n- Tessa reports to Dmitri.\n- Kenji reports to Mateo.\n- Kenji works for Pinnacle Software.\n- Bruno works for Crescent Telecom.\n- Omar reports to Bruno.\n- Ironwood Manufacturing was founded in 2015.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Cork.\n- Pinnacle Software was founded in 1991.\n- Omar works for Pinnacle Software.\n- Mateo reports to Ingrid.\n- Crescent Telecom was founded in 2001.\n- Bruno reports to Tessa.\n- Aisha works for Pinnacle Software.\n- Dmitri works for Crescent Telecom.\n- Pinnacle Software is headquartered in Oslo.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4455", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8670: employee Aisha R., hired 29 October 2021, separated 02 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8670?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4456", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1548: employee Yuki K., hired 31 July 2022, separated 28 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1548?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4457", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Atlas Freight was founded in 2006.\n- Felix works for Atlas Freight.\n- Elena works for Pinnacle Software.\n- Dmitri reports to Chiara.\n- Felix reports to Anders.\n- Atlas Freight is headquartered in Valencia.\n- Bluepine Aviation was founded in 1988.\n- Pinnacle Software was founded in 2004.\n- Ironwood Manufacturing was founded in 2006.\n- Anders works for Pinnacle Software.\n- Anders reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Chiara reports to Mateo.\n- Jonas reports to Dmitri.\n- Elena reports to Jonas.\n- Chiara works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Felix.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4459", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 28898 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4460", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4461", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Tobias works for Atlas Freight.\n- Amara works for Vantage Air.\n- Tobias reports to Pablo.\n- Helios Logistics is headquartered in Nagoya.\n- Pablo reports to Anders.\n- Ironwood Manufacturing was founded in 1984.\n- Amara reports to Elena.\n- Lucia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Atlas Freight is headquartered in Valencia.\n- Elena works for Vantage Air.\n- Anders works for Vantage Air.\n- Helios Logistics was founded in 1978.\n- Vantage Air is headquartered in Valencia.\n- Callum reports to Omar.\n- Atlas Freight was founded in 2001.\n- Omar works for Atlas Freight.\n- Elena reports to Callum.\n- Pablo works for Vantage Air.\n- Omar reports to Lucia.\n- Anders reports to Amara.\n- Vantage Air was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4463", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9808: employee Bruno A., hired 10 December 2021, separated 11 April 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9808?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Omar reports to Ingrid.\n- Kenji reports to Deshawn.\n- Omar works for Cobalt Health.\n- Deshawn reports to Lucia.\n- Yuki works for Cobalt Health.\n- Anders works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Ravi works for Vantage Air.\n- Yuki reports to Priya.\n- Vantage Air was founded in 1978.\n- Crescent Telecom was founded in 2009.\n- Vantage Air is headquartered in Lyon.\n- Cobalt Health is headquartered in Tallinn.\n- Ingrid reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Lucia works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Pinnacle Software was founded in 2000.\n- Priya works for Cobalt Health.\n- Kenji works for Pinnacle Software.\n- Anders reports to Kenji.\n- Pinnacle Software is headquartered in Tallinn.\n- Ravi reports to Omar.\n- Cobalt Health was founded in 1990.\n- Priya reports to Anders.\n- Bruno reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia works for Pinnacle Software.\n- Omar works for Bluepine Aviation.\n- Sanne reports to Aisha.\n- Summit Energy is headquartered in Dunedin.\n- Sanne works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Anders works for Summit Energy.\n- Aisha reports to Sofia.\n- Pablo works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Omar reports to Callum.\n- Vantage Air was founded in 1988.\n- Felix reports to Sanne.\n- Bluepine Aviation is headquartered in Nagoya.\n- Kenji works for Summit Energy.\n- Anders reports to Omar.\n- Summit Energy was founded in 2010.\n- Pinnacle Software was founded in 2002.\n- Pablo reports to Kenji.\n- Vantage Air is headquartered in Bergen.\n- Kenji reports to Anders.\n- Felix works for Vantage Air.\n- Callum reports to Felix.\n- Bluepine Aviation was founded in 1998.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Hana works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Anders works for Bluepine Aviation.\n- Cobalt Health was founded in 1996.\n- Emeka works for Bluepine Aviation.\n- Hana reports to Priya.\n- Mara works for Cobalt Health.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Callum.\n- Yuki works for Cobalt Health.\n- Anders reports to Yuki.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Bluepine Aviation was founded in 1983.\n- Sanne works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1978.\n- Summit Energy was founded in 1979.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Priya reports to Sanne.\n- Yuki reports to Sofia.\n- Callum reports to Mara.\n- Sanne reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Aisha.\n- Aisha reports to Yuki.\n- Yuki reports to Stefan.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems was founded in 1992.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 2004.\n- Priya reports to Sanne.\n- Sofia works for Bluepine Aviation.\n- Amara works for Beacon Insurance.\n- Emeka works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Vantage Air was founded in 2004.\n- Vantage Air is headquartered in Cork.\n- Priya works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Sanne reports to Mei.\n- Beacon Insurance is headquartered in Nagoya.\n- Wren reports to Sofia.\n- Beacon Insurance was founded in 1988.\n- Stefan reports to Kenji.\n- Amara reports to Viktor.\n- Sofia reports to Emeka.\n- Kenji works for Northwind Systems.\n- Kenji reports to Wren.\n- Bluepine Aviation is headquartered in Cork.\n- Emeka reports to Amara.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tallinn.\n- Ingrid works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Emeka works for Meridian Bank.\n- Ingrid reports to Tobias.\n- Hana reports to Dmitri.\n- Sanne reports to Nadia.\n- Kenji works for Cedar Retail Group.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Cedar Retail Group was founded in 2015.\n- Tobias reports to Sanne.\n- Tobias works for Meridian Bank.\n- Dmitri reports to Viktor.\n- Deshawn reports to Hana.\n- Meridian Bank was founded in 2013.\n- Sanne works for Cedar Retail Group.\n- Helios Logistics was founded in 1994.\n- Helios Logistics is headquartered in Tampere.\n- Bluepine Aviation was founded in 1993.\n- Mei reports to Sofia.\n- Mei works for Cedar Retail Group.\n- Nadia works for Bluepine Aviation.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Kenji reports to Deshawn.\n- Sofia reports to Kenji.\n- Nadia reports to Mei.\n- Emeka reports to Ingrid.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4469", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9963: employee Dmitri S., hired 05 September 2023, separated 09 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9963?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4470", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4471", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4472", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2397: employee Amara B., hired 09 May 2023, separated 20 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2397?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4473", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4474", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Tobias reports to Deshawn.\n- Kenji works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.\n- Elena reports to Callum.\n- Viktor reports to Leila.\n- Deshawn reports to Kenji.\n- Atlas Freight is headquartered in Basel.\n- Crescent Telecom was founded in 2001.\n- Vantage Air is headquartered in Turku.\n- Tessa works for Crescent Telecom.\n- Vantage Air was founded in 2008.\n- Leila works for Atlas Freight.\n- Elena works for Vantage Air.\n- Leila reports to Elena.\n- Lattice Analytics was founded in 2001.\n- Kenji reports to Viktor.\n- Tobias works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Callum works for Vantage Air.\n- Crescent Telecom is headquartered in Leeds.\n- Callum reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4476", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 November 2023): For employees hired on or after 08 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3395: employee Yuki M., hired 03 April 2021, separated 25 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3395?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4478", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4479", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Halifax.\n- Summit Energy was founded in 1986.\n- Northwind Systems was founded in 2003.\n- Tessa works for Summit Energy.\n- Tobias works for Cedar Retail Group.\n- Priya reports to Tobias.\n- Hana reports to Felix.\n- Mateo works for Cedar Retail Group.\n- Ravi reports to Priya.\n- Hana works for Northwind Systems.\n- Cobalt Health was founded in 1981.\n- Northwind Systems is headquartered in Dunedin.\n- Tobias reports to Tessa.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group was founded in 2011.\n- Ravi works for Summit Energy.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sanne reports to Ravi.\n- Mateo reports to Sanne.\n- Felix works for Cedar Retail Group.\n- Tessa reports to Hana.\n- Priya works for Cobalt Health.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4481", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4482", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4483", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "weather", "3": "play_music", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4484", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 49730\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4485", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 39040, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Kenji works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Malmo.\n- Northwind Systems is headquartered in Bergen.\n- Crescent Telecom was founded in 1988.\n- Mara works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Helios Logistics was founded in 1985.\n- Northwind Systems was founded in 2011.\n- Sanne works for Cedar Retail Group.\n- Mateo works for Northwind Systems.\n- Cedar Retail Group was founded in 1977.\n- Tessa works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Zoya works for Northwind Systems.\n- Omar works for Cedar Retail Group.\n- Mara reports to Omar.\n- Helios Logistics is headquartered in Nagoya.\n- Stefan reports to Zoya.\n- Omar reports to Tessa.\n- Leila reports to Sanne.\n- Sanne reports to Mara.\n- Viktor reports to Stefan.\n- Zoya reports to Mateo.\n- Viktor works for Crescent Telecom.\n- Tessa reports to Kenji.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4487", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9017: employee Omar B., hired 24 October 2020, separated 01 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9017?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4488", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Aisha.\n- Helios Logistics is headquartered in Malmo.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Callum works for Fernhill Foods.\n- Tessa reports to Anders.\n- Aisha reports to Tessa.\n- Meridian Bank is headquartered in Malmo.\n- Aisha works for Fernhill Foods.\n- Priya reports to Callum.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Fernhill Foods is headquartered in Bergen.\n- Priya works for Helios Logistics.\n- Wren reports to Mateo.\n- Wren works for Fernhill Foods.\n- Callum reports to Nadia.\n- Anders reports to Viktor.\n- Nadia reports to Wren.\n- Helios Logistics was founded in 1975.\n- Anders works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Fernhill Foods was founded in 2001.\n- Viktor works for Helios Logistics.\n- Nadia works for Meridian Bank.\n- Viktor reports to Priya.\n- Meridian Bank was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4490", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4491", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 73168 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4492", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2836: employee Pablo T., hired 07 August 2021, separated 07 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2836?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4493", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4494", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2001.\n- Sofia works for Ironwood Manufacturing.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Hana reports to Stefan.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Amara reports to Sanne.\n- Sofia reports to Aisha.\n- Amara works for Fernhill Foods.\n- Sanne reports to Anders.\n- Northwind Systems was founded in 2006.\n- Stefan reports to Tessa.\n- Tessa works for Northwind Systems.\n- Chiara reports to Hana.\n- Stefan works for Atlas Freight.\n- Fernhill Foods is headquartered in Oslo.\n- Chiara works for Northwind Systems.\n- Emeka reports to Chiara.\n- Anders works for Atlas Freight.\n- Tessa reports to Sofia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Anders reports to Emeka.\n- Aisha works for Northwind Systems.\n- Atlas Freight is headquartered in Oslo.\n- Hana works for Atlas Freight.\n- Fernhill Foods was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4496", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 September 2024): For employees hired on or after 29 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3711: employee Mateo T., hired 02 May 2024, separated 07 February 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3711?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Vantage Air is headquartered in Brno.\n- Atlas Freight is headquartered in Halifax.\n- Priya reports to Stefan.\n- Nadia works for Ironwood Manufacturing.\n- Emeka reports to Nadia.\n- Fernhill Foods is headquartered in Turku.\n- Atlas Freight was founded in 2001.\n- Aisha reports to Wren.\n- Priya works for Vantage Air.\n- Stefan reports to Mateo.\n- Mateo reports to Emeka.\n- Fernhill Foods was founded in 1997.\n- Deshawn reports to Aisha.\n- Ironwood Manufacturing was founded in 1991.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Turku.\n- Vantage Air was founded in 1997.\n- Stefan works for Vantage Air.\n- Wren reports to Priya.\n- Mateo works for Atlas Freight.\n- Aisha works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4498", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4499", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8962: employee Leila A., hired 18 March 2024, separated 26 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8962?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4500", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4501", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5230: employee Tobias R., hired 01 May 2021, separated 19 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-4-2025-5230 under the controlling rules.", "criteria": {"0": "$17,500", "1": "$20,250", "2": "$84,500", "3": "$19,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4502", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9646: employee Tobias K., hired 16 August 2020, separated 16 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9646?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4503", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5704: employee Lucia T., hired 19 December 2024, separated 03 June 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-5704 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$2,250", "2": "$26,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Dmitri works for Pinnacle Software.\n- Lucia works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.\n- Atlas Freight is headquartered in Brno.\n- Meridian Bank was founded in 1976.\n- Zoya works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Lucia reports to Anders.\n- Beacon Insurance was founded in 1990.\n- Zoya reports to Dmitri.\n- Sanne reports to Deshawn.\n- Dmitri reports to Lucia.\n- Meridian Bank is headquartered in Nagoya.\n- Atlas Freight was founded in 1988.\n- Mateo reports to Viktor.\n- Sanne works for Meridian Bank.\n- Pinnacle Software is headquartered in Tampere.\n- Viktor reports to Zoya.\n- Pinnacle Software was founded in 2003.\n- Anders reports to Sanne.\n- Mateo works for Atlas Freight.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Viktor.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Viktor reports to Yuki.\n- Mara reports to Mateo.\n- Crescent Telecom was founded in 1981.\n- Northwind Systems is headquartered in Ghent.\n- Lucia works for Cobalt Health.\n- Deshawn reports to Dmitri.\n- Viktor works for Cedar Retail Group.\n- Mateo works for Northwind Systems.\n- Pablo reports to Deshawn.\n- Cedar Retail Group was founded in 1992.\n- Stefan works for Northwind Systems.\n- Pablo works for Cobalt Health.\n- Deshawn works for Cedar Retail Group.\n- Sanne reports to Lucia.\n- Cobalt Health is headquartered in Ghent.\n- Yuki works for Cobalt Health.\n- Mara works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Stefan reports to Mara.\n- Cobalt Health was founded in 1975.\n- Cedar Retail Group is headquartered in Ghent.\n- Yuki reports to Sanne.\n- Dmitri reports to Stefan.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1978.\n- Amara works for Helios Logistics.\n- Dmitri works for Cobalt Health.\n- Stefan works for Helios Logistics.\n- Vantage Air was founded in 1982.\n- Helios Logistics was founded in 1988.\n- Mei reports to Sanne.\n- Nadia reports to Wren.\n- Anders works for Helios Logistics.\n- Vantage Air is headquartered in Tallinn.\n- Pablo works for Helios Logistics.\n- Mei works for Fernhill Foods.\n- Sofia reports to Stefan.\n- Helios Logistics is headquartered in Valencia.\n- Wren works for Helios Logistics.\n- Pablo reports to Emeka.\n- Wren reports to Sofia.\n- Sanne works for Fernhill Foods.\n- Emeka reports to Dmitri.\n- Sofia works for Cobalt Health.\n- Fernhill Foods is headquartered in Leeds.\n- Anders reports to Amara.\n- Callum works for Cobalt Health.\n- Dmitri reports to Anders.\n- Cobalt Health was founded in 1988.\n- Cobalt Health is headquartered in Leeds.\n- Nadia works for Cobalt Health.\n- Emeka works for Vantage Air.\n- Amara reports to Nadia.\n- Callum reports to Pablo.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1991", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4508", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4509", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Chiara reports to Omar.\n- Emeka works for Crescent Telecom.\n- Sofia reports to Deshawn.\n- Felix reports to Lucia.\n- Hana reports to Leila.\n- Omar reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Crescent Telecom is headquartered in Valencia.\n- Lattice Analytics was founded in 1991.\n- Emeka reports to Dmitri.\n- Mara works for Crescent Telecom.\n- Mara reports to Pablo.\n- Lucia reports to Mara.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Sofia.\n- Pablo reports to Hana.\n- Chiara works for Lattice Analytics.\n- Crescent Telecom was founded in 2009.\n- Omar works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Turku.\n- Sofia works for Lattice Analytics.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2002.\n- Hana works for Ironwood Manufacturing.\n- Lucia works for Bluepine Aviation.\n- Deshawn reports to Felix.\n- Ironwood Manufacturing was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4511", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 September 2022): For employees hired on or after 28 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9556: employee Tessa S., hired 27 March 2021, separated 24 April 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9556?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Malmo.\n- Yuki works for Northwind Systems.\n- Viktor works for Crescent Telecom.\n- Fernhill Foods is headquartered in Cork.\n- Northwind Systems is headquartered in Oslo.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Fernhill Foods was founded in 1995.\n- Crescent Telecom is headquartered in Malmo.\n- Elena reports to Zoya.\n- Leila works for Fernhill Foods.\n- Viktor reports to Priya.\n- Northwind Systems was founded in 2008.\n- Leila reports to Viktor.\n- Hana reports to Elena.\n- Helios Logistics was founded in 2006.\n- Zoya reports to Leila.\n- Priya works for Crescent Telecom.\n- Yuki reports to Hana.\n- Elena works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Priya reports to Aisha.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4513", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4514", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4515", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4516", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 July 2025): For employees hired on or after 29 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3622: employee Deshawn M., hired 03 July 2024, separated 15 February 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3622?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4517", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6624: employee Amara M., hired 12 April 2023, separated 21 June 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6624?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4518", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4519", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Aisha works for Northwind Systems.\n- Mei reports to Bruno.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mateo works for Atlas Freight.\n- Mateo reports to Tessa.\n- Northwind Systems was founded in 1981.\n- Mei works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Cobalt Health is headquartered in Lyon.\n- Atlas Freight was founded in 2006.\n- Yuki works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Halifax.\n- Yuki reports to Chiara.\n- Chiara works for Atlas Freight.\n- Aisha reports to Mei.\n- Tessa reports to Yuki.\n- Lucia reports to Mateo.\n- Chiara reports to Aisha.\n- Cobalt Health was founded in 1998.\n- Lucia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4521", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2008.\n- Vantage Air is headquartered in Halifax.\n- Mateo reports to Ingrid.\n- Helios Logistics was founded in 2001.\n- Emeka works for Vantage Air.\n- Kenji works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Mei works for Crescent Telecom.\n- Ravi reports to Mei.\n- Amara works for Helios Logistics.\n- Aisha reports to Mateo.\n- Emeka reports to Ravi.\n- Kenji reports to Amara.\n- Priya reports to Elena.\n- Vantage Air was founded in 1985.\n- Priya works for Helios Logistics.\n- Summit Energy is headquartered in Cork.\n- Crescent Telecom is headquartered in Halifax.\n- Ingrid reports to Kenji.\n- Aisha works for Summit Energy.\n- Mei reports to Aisha.\n- Crescent Telecom was founded in 1982.\n- Ingrid works for Crescent Telecom.\n- Amara reports to Priya.\n- Mateo works for Helios Logistics.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4523", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4524", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 52899\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "report_damage", "2": "track_order", "3": "request_refund", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4525", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4526", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6047: employee Leila M., hired 07 February 2021, separated 09 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6047?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4527", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 5161 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4528", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2069: employee Jonas A., hired 23 January 2022, separated 24 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2069?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Jonas.\n- Ingrid works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Turku.\n- Summit Energy was founded in 2004.\n- Nadia works for Meridian Bank.\n- Nadia reports to Stefan.\n- Lattice Analytics is headquartered in Tampere.\n- Meridian Bank is headquartered in Ghent.\n- Ingrid reports to Sofia.\n- Amara works for Lattice Analytics.\n- Sofia works for Meridian Bank.\n- Jonas reports to Bruno.\n- Lattice Analytics was founded in 2000.\n- Amara reports to Kenji.\n- Sofia reports to Sanne.\n- Jonas works for Lattice Analytics.\n- Bluepine Aviation was founded in 1985.\n- Sanne reports to Nadia.\n- Bruno reports to Omar.\n- Stefan works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Kenji reports to Ingrid.\n- Meridian Bank was founded in 1991.\n- Summit Energy is headquartered in Ghent.\n- Kenji works for Summit Energy.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4530", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4531", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2015.\n- Chiara works for Ironwood Manufacturing.\n- Jonas works for Cedar Retail Group.\n- Omar reports to Ravi.\n- Cedar Retail Group is headquartered in Dunedin.\n- Jonas reports to Kenji.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Bergen.\n- Viktor works for Crescent Telecom.\n- Ravi reports to Dmitri.\n- Nadia reports to Sofia.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Dmitri works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Sanne reports to Viktor.\n- Ingrid reports to Jonas.\n- Nadia works for Cedar Retail Group.\n- Viktor reports to Omar.\n- Ironwood Manufacturing was founded in 1990.\n- Beacon Insurance is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Kenji reports to Nadia.\n- Cedar Retail Group was founded in 1979.\n- Callum reports to Sanne.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Callum works for Crescent Telecom.\n- Dmitri reports to Chiara.\n- Omar works for Beacon Insurance.\n- Sofia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4533", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6054: employee Nadia A., hired 10 June 2022, separated 03 September 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-6054 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,200", "2": "$4,500", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4534", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4535", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4536", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1716: employee Chiara T., hired 06 December 2024, separated 14 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1716?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4537", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6309: employee Tessa K., hired 20 April 2024, separated 27 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6309?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Anders.\n- Dmitri reports to Yuki.\n- Chiara works for Crescent Telecom.\n- Amara works for Fernhill Foods.\n- Ingrid reports to Nadia.\n- Zoya reports to Omar.\n- Fernhill Foods is headquartered in Leeds.\n- Chiara reports to Zoya.\n- Ravi works for Fernhill Foods.\n- Ravi reports to Dmitri.\n- Lattice Analytics was founded in 1999.\n- Yuki reports to Ingrid.\n- Nadia works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Nadia reports to Amara.\n- Crescent Telecom is headquartered in Turku.\n- Crescent Telecom was founded in 2000.\n- Northwind Systems was founded in 2010.\n- Lattice Analytics is headquartered in Turku.\n- Anders works for Fernhill Foods.\n- Northwind Systems is headquartered in Halifax.\n- Zoya works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Fernhill Foods was founded in 1997.\n- Omar reports to Ravi.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "1992", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4539", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4540", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1520: employee Jonas B., hired 19 November 2022, separated 21 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1520?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4541", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4542", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4543", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4544", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4545", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4546", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4547", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Emeka reports to Mateo.\n- Ravi works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Amara reports to Callum.\n- Fernhill Foods is headquartered in Ghent.\n- Callum works for Ironwood Manufacturing.\n- Mara reports to Priya.\n- Meridian Bank is headquartered in Basel.\n- Mateo works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1995.\n- Dmitri works for Ironwood Manufacturing.\n- Mara works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Meridian Bank was founded in 2013.\n- Ravi reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Dmitri reports to Amara.\n- Priya reports to Emeka.\n- Fernhill Foods was founded in 2010.\n- Ironwood Manufacturing was founded in 2005.\n- Deshawn reports to Dmitri.\n- Callum reports to Ravi.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4549", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tessa works for Ironwood Manufacturing.\n- Sanne reports to Bruno.\n- Mei works for Fernhill Foods.\n- Chiara reports to Kenji.\n- Fernhill Foods is headquartered in Lyon.\n- Ravi reports to Omar.\n- Northwind Systems was founded in 1982.\n- Lattice Analytics is headquartered in Dunedin.\n- Fernhill Foods was founded in 1997.\n- Sanne works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1995.\n- Lattice Analytics was founded in 1986.\n- Omar works for Lattice Analytics.\n- Mei reports to Ravi.\n- Tessa reports to Mei.\n- Northwind Systems is headquartered in Dunedin.\n- Ravi works for Ironwood Manufacturing.\n- Kenji reports to Sanne.\n- Kenji works for Fernhill Foods.\n- Bruno reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4551", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1241: employee Tobias R., hired 30 June 2022, separated 27 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1241?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4552", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Sofia works for Lattice Analytics.\n- Felix reports to Hana.\n- Lucia works for Lattice Analytics.\n- Omar reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Cobalt Health is headquartered in Porto.\n- Anders works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Lucia reports to Anders.\n- Crescent Telecom is headquartered in Brno.\n- Hana works for Crescent Telecom.\n- Amara works for Lattice Analytics.\n- Cobalt Health was founded in 2000.\n- Cedar Retail Group was founded in 1993.\n- Crescent Telecom was founded in 2006.\n- Cedar Retail Group is headquartered in Porto.\n- Sofia reports to Priya.\n- Anders reports to Amara.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Amara reports to Felix.\n- Jonas reports to Sofia.\n- Viktor works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Viktor reports to Emeka.\n- Emeka reports to Omar.\n- Felix works for Crescent Telecom.\n- Pablo reports to Lucia.\n- Priya reports to Viktor.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4554", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4555", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4556", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Malmo.\n- Lucia reports to Pablo.\n- Tobias works for Atlas Freight.\n- Pablo reports to Mara.\n- Tobias reports to Wren.\n- Fernhill Foods was founded in 1979.\n- Pablo works for Fernhill Foods.\n- Cedar Retail Group was founded in 2008.\n- Fernhill Foods is headquartered in Malmo.\n- Nadia reports to Chiara.\n- Northwind Systems was founded in 2011.\n- Bruno works for Atlas Freight.\n- Mateo reports to Ravi.\n- Mara reports to Tobias.\n- Wren works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Atlas Freight is headquartered in Austin.\n- Northwind Systems is headquartered in Valencia.\n- Atlas Freight was founded in 1993.\n- Nadia works for Atlas Freight.\n- Chiara works for Northwind Systems.\n- Ravi works for Atlas Freight.\n- Bruno reports to Lucia.\n- Chiara reports to Mateo.\n- Lucia works for Northwind Systems.\n- Wren reports to Nadia.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4558", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4559", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 19793 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Zoya.\n- Mara works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Leila reports to Wren.\n- Mara reports to Viktor.\n- Summit Energy is headquartered in Brno.\n- Cedar Retail Group was founded in 1990.\n- Meridian Bank is headquartered in Brno.\n- Anders works for Crescent Telecom.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Meridian Bank was founded in 2001.\n- Mei works for Crescent Telecom.\n- Mei reports to Leila.\n- Cedar Retail Group is headquartered in Brno.\n- Crescent Telecom is headquartered in Brno.\n- Crescent Telecom was founded in 2015.\n- Zoya reports to Anders.\n- Dmitri reports to Mei.\n- Leila works for Summit Energy.\n- Wren works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Wren reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Summit Energy was founded in 1989.\n- Jonas reports to Callum.\n- Omar reports to Sanne.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Crescent Telecom was founded in 2009.\n- Sanne reports to Priya.\n- Crescent Telecom is headquartered in Adelaide.\n- Pablo works for Summit Energy.\n- Nadia reports to Deshawn.\n- Beacon Insurance was founded in 1990.\n- Summit Energy is headquartered in Oslo.\n- Callum reports to Lucia.\n- Deshawn reports to Felix.\n- Felix reports to Omar.\n- Beacon Insurance is headquartered in Oslo.\n- Felix works for Lattice Analytics.\n- Mara reports to Jonas.\n- Dmitri reports to Pablo.\n- Nadia works for Summit Energy.\n- Jonas works for Crescent Telecom.\n- Dmitri works for Summit Energy.\n- Deshawn works for Crescent Telecom.\n- Omar works for Beacon Insurance.\n- Priya reports to Mara.\n- Sanne works for Beacon Insurance.\n- Mara works for Lattice Analytics.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4562", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7153: employee Callum R., hired 09 April 2023, separated 24 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7153?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4563", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4564", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4565", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Priya reports to Aisha.\n- Felix works for Meridian Bank.\n- Yuki reports to Wren.\n- Aisha reports to Hana.\n- Omar works for Vantage Air.\n- Pinnacle Software was founded in 1985.\n- Yuki works for Vantage Air.\n- Beacon Insurance was founded in 1995.\n- Lucia works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Amara reports to Felix.\n- Vantage Air was founded in 1987.\n- Dmitri reports to Omar.\n- Wren works for Beacon Insurance.\n- Wren reports to Dmitri.\n- Lucia reports to Priya.\n- Tessa works for Vantage Air.\n- Felix reports to Lucia.\n- Omar reports to Elena.\n- Tessa reports to Amara.\n- Vantage Air is headquartered in Cork.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Elena reports to Tessa.\n- Meridian Bank is headquartered in Brno.\n- Beacon Insurance is headquartered in Valencia.\n- Dmitri works for Vantage Air.\n- Meridian Bank was founded in 1993.\n- Amara works for Meridian Bank.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4567", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Deshawn.\n- Pablo works for Crescent Telecom.\n- Callum works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Sofia works for Northwind Systems.\n- Crescent Telecom is headquartered in Lyon.\n- Leila reports to Sofia.\n- Northwind Systems is headquartered in Tallinn.\n- Leila works for Crescent Telecom.\n- Northwind Systems was founded in 1979.\n- Deshawn works for Beacon Insurance.\n- Sofia reports to Callum.\n- Beacon Insurance is headquartered in Adelaide.\n- Hana reports to Pablo.\n- Beacon Insurance was founded in 1977.\n- Tessa reports to Ravi.\n- Summit Energy is headquartered in Halifax.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 1998.\n- Summit Energy was founded in 1988.\n- Ravi reports to Hana.\n- Hana works for Summit Energy.\n- Pablo reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2010.\n- Helios Logistics was founded in 2012.\n- Pablo works for Helios Logistics.\n- Pablo reports to Omar.\n- Northwind Systems was founded in 1978.\n- Nadia works for Helios Logistics.\n- Jonas reports to Tessa.\n- Helios Logistics is headquartered in Halifax.\n- Omar reports to Elena.\n- Northwind Systems is headquartered in Ghent.\n- Mara works for Helios Logistics.\n- Summit Energy was founded in 2012.\n- Elena reports to Nadia.\n- Amara works for Summit Energy.\n- Omar works for Helios Logistics.\n- Elena works for Northwind Systems.\n- Amara reports to Pablo.\n- Mara reports to Amara.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Nadia reports to Jonas.\n- Jonas works for Helios Logistics.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Nadia.\n- Helios Logistics is headquartered in Brno.\n- Leila reports to Dmitri.\n- Pinnacle Software was founded in 1981.\n- Ingrid works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1981.\n- Nadia works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Nadia reports to Yuki.\n- Helios Logistics was founded in 1982.\n- Yuki works for Bluepine Aviation.\n- Lucia reports to Tessa.\n- Yuki reports to Emeka.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ingrid reports to Lucia.\n- Dmitri works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Turku.\n- Dmitri reports to Omar.\n- Ironwood Manufacturing was founded in 1984.\n- Emeka reports to Ingrid.\n- Lucia works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Leila works for Pinnacle Software.\n- Tessa works for Bluepine Aviation.\n- Omar reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4571", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4572", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5039: employee Mara M., hired 19 February 2022, separated 06 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5039?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Ravi works for Vantage Air.\n- Atlas Freight was founded in 2012.\n- Mei works for Atlas Freight.\n- Vantage Air is headquartered in Leeds.\n- Deshawn reports to Amara.\n- Felix works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Felix reports to Ravi.\n- Yuki works for Cobalt Health.\n- Mara works for Atlas Freight.\n- Lucia reports to Sofia.\n- Cobalt Health is headquartered in Leeds.\n- Leila reports to Deshawn.\n- Atlas Freight is headquartered in Halifax.\n- Sofia reports to Mara.\n- Vantage Air was founded in 1978.\n- Yuki reports to Leila.\n- Stefan reports to Yuki.\n- Stefan works for Vantage Air.\n- Mei reports to Felix.\n- Cobalt Health was founded in 2013.\n- Ravi reports to Lucia.\n- Lucia works for Cobalt Health.\n- Amara reports to Jonas.\n- Northwind Systems was founded in 1980.\n- Jonas works for Vantage Air.\n- Mara reports to Stefan.\n- Deshawn works for Northwind Systems.\n- Sofia works for Cobalt Health.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Hana reports to Felix.\n- Felix works for Lattice Analytics.\n- Sanne works for Crescent Telecom.\n- Kenji reports to Mateo.\n- Ingrid reports to Yuki.\n- Aisha works for Vantage Air.\n- Hana works for Crescent Telecom.\n- Mateo reports to Lucia.\n- Lattice Analytics was founded in 1977.\n- Sanne reports to Aisha.\n- Lattice Analytics is headquartered in Valencia.\n- Northwind Systems was founded in 1988.\n- Lucia works for Crescent Telecom.\n- Northwind Systems is headquartered in Valencia.\n- Crescent Telecom was founded in 1998.\n- Mateo works for Vantage Air.\n- Yuki reports to Hana.\n- Kenji works for Crescent Telecom.\n- Aisha reports to Ingrid.\n- Lucia reports to Sanne.\n- Vantage Air is headquartered in Ghent.\n- Tobias works for Vantage Air.\n- Crescent Telecom is headquartered in Dunedin.\n- Vantage Air was founded in 2000.\n- Ingrid works for Lattice Analytics.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4575", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4576", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6210: employee Sofia T., hired 09 March 2020, separated 24 January 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-6210 under the controlling rules.", "criteria": {"0": "$19,082", "1": "$83,250", "2": "$19,212", "3": "$17,212"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4577", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4578", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 2000.\n- Sanne reports to Ravi.\n- Leila reports to Aisha.\n- Kenji reports to Zoya.\n- Zoya works for Vantage Air.\n- Zoya reports to Sanne.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha reports to Elena.\n- Ironwood Manufacturing is headquartered in Brno.\n- Yuki reports to Leila.\n- Crescent Telecom was founded in 2004.\n- Kenji works for Bluepine Aviation.\n- Sanne works for Ironwood Manufacturing.\n- Elena reports to Kenji.\n- Bluepine Aviation was founded in 1997.\n- Leila works for Ironwood Manufacturing.\n- Yuki works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Crescent Telecom is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "2003", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4580", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6602: employee Tessa B., hired 05 June 2020, separated 22 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6602?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Pinnacle Software was founded in 1982.\n- Ravi works for Atlas Freight.\n- Hana reports to Nadia.\n- Leila reports to Ravi.\n- Atlas Freight is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 2004.\n- Bruno reports to Leila.\n- Pinnacle Software is headquartered in Valencia.\n- Hana works for Atlas Freight.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Elena works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Leila works for Atlas Freight.\n- Jonas reports to Hana.\n- Lattice Analytics was founded in 2000.\n- Bruno works for Pinnacle Software.\n- Emeka works for Lattice Analytics.\n- Ravi reports to Jonas.\n- Nadia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tessa.\n- Anders reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Meridian Bank was founded in 2014.\n- Wren reports to Anders.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 2004.\n- Zoya works for Beacon Insurance.\n- Sanne reports to Viktor.\n- Viktor reports to Wren.\n- Tessa reports to Zoya.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Sanne works for Lattice Analytics.\n- Pablo reports to Leila.\n- Cedar Retail Group was founded in 1981.\n- Wren works for Beacon Insurance.\n- Meridian Bank is headquartered in Dunedin.\n- Beacon Insurance was founded in 1975.\n- Viktor works for Cedar Retail Group.\n- Tessa works for Meridian Bank.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2013.\n- Stefan reports to Yuki.\n- Emeka reports to Priya.\n- Pinnacle Software is headquartered in Basel.\n- Ravi works for Atlas Freight.\n- Priya reports to Mei.\n- Mei works for Pinnacle Software.\n- Mara works for Crescent Telecom.\n- Cobalt Health was founded in 1979.\n- Sanne reports to Ravi.\n- Crescent Telecom is headquartered in Dunedin.\n- Sanne works for Cobalt Health.\n- Mateo works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Ravi reports to Mara.\n- Yuki works for Crescent Telecom.\n- Mateo reports to Emeka.\n- Stefan works for Pinnacle Software.\n- Cobalt Health is headquartered in Lyon.\n- Pinnacle Software was founded in 1982.\n- Atlas Freight is headquartered in Lyon.\n- Priya works for Cobalt Health.\n- Crescent Telecom was founded in 1989.\n- Amara reports to Stefan.\n- Mei reports to Amara.\n- Emeka works for Cobalt Health.\n- Mara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4584", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2202: employee Sanne S., hired 13 December 2022, separated 16 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-2202 under the controlling rules.", "criteria": {"0": "$47,000", "1": "$11,346", "2": "$10,846", "3": "$10,731"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4585", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4586", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 94922 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4587", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Tessa works for Meridian Bank.\n- Aisha reports to Anders.\n- Kenji reports to Pablo.\n- Tessa reports to Callum.\n- Summit Energy was founded in 2003.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 2010.\n- Chiara reports to Kenji.\n- Yuki reports to Sanne.\n- Omar works for Beacon Insurance.\n- Pablo works for Meridian Bank.\n- Pablo reports to Mateo.\n- Beacon Insurance is headquartered in Porto.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo reports to Stefan.\n- Northwind Systems is headquartered in Lyon.\n- Anders works for Meridian Bank.\n- Summit Energy is headquartered in Nagoya.\n- Omar reports to Chiara.\n- Kenji works for Beacon Insurance.\n- Stefan works for Meridian Bank.\n- Mateo works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Callum works for Meridian Bank.\n- Sanne reports to Aisha.\n- Anders reports to Omar.\n- Callum reports to Yuki.\n- Northwind Systems was founded in 1996.\n- Yuki works for Summit Energy.\n- Meridian Bank was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4589", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 December 2024): For employees hired on or after 14 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1596: employee Mateo M., hired 31 August 2021, separated 22 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-1596 under the controlling rules.", "criteria": {"0": "$17,600", "1": "$17,500", "2": "$76,267", "3": "$18,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4590", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8373: employee Aisha K., hired 08 September 2023, separated 21 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8373?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4591", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Sanne.\n- Tobias reports to Nadia.\n- Nadia reports to Ingrid.\n- Northwind Systems was founded in 2015.\n- Emeka reports to Bruno.\n- Lattice Analytics was founded in 2012.\n- Mara reports to Wren.\n- Atlas Freight was founded in 1996.\n- Wren works for Lattice Analytics.\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Atlas Freight is headquartered in Dunedin.\n- Amara works for Lattice Analytics.\n- Ingrid reports to Emeka.\n- Kenji works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Amara reports to Hana.\n- Emeka works for Atlas Freight.\n- Fernhill Foods was founded in 1984.\n- Kenji reports to Mara.\n- Northwind Systems is headquartered in Halifax.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Kenji.\n- Sanne works for Northwind Systems.\n- Nadia works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Tobias.\n- Lattice Analytics is headquartered in Adelaide.\n- Ingrid works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Wren reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4593", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4594", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5127: employee Chiara T., hired 15 March 2023, separated 17 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5127?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4595", "family": "intent_v3", "state": "Incoming support message:\n\"Order 43512 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Callum reports to Tobias.\n- Fernhill Foods is headquartered in Lyon.\n- Yuki reports to Kenji.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Oslo.\n- Kenji reports to Stefan.\n- Fernhill Foods was founded in 1990.\n- Felix reports to Callum.\n- Callum works for Fernhill Foods.\n- Zoya reports to Felix.\n- Zoya works for Crescent Telecom.\n- Chiara works for Fernhill Foods.\n- Tobias works for Crescent Telecom.\n- Stefan works for Helios Logistics.\n- Emeka works for Bluepine Aviation.\n- Chiara reports to Emeka.\n- Stefan reports to Zoya.\n- Yuki works for Fernhill Foods.\n- Tobias reports to Chiara.\n- Ingrid works for Helios Logistics.\n- Crescent Telecom was founded in 1977.\n- Crescent Telecom is headquartered in Oslo.\n- Amara works for Crescent Telecom.\n- Ravi works for Fernhill Foods.\n- Ingrid reports to Amara.\n- Emeka reports to Ingrid.\n- Ravi reports to Yuki.\n- Bluepine Aviation was founded in 1976.\n- Helios Logistics was founded in 1985.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1995.\n- Kenji reports to Tessa.\n- Pinnacle Software was founded in 1981.\n- Cobalt Health was founded in 1994.\n- Pinnacle Software is headquartered in Oslo.\n- Tessa reports to Chiara.\n- Amara works for Vantage Air.\n- Ravi reports to Sofia.\n- Ravi works for Pinnacle Software.\n- Amara reports to Ingrid.\n- Emeka reports to Sanne.\n- Emeka works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Vantage Air was founded in 2001.\n- Chiara works for Cobalt Health.\n- Pablo reports to Amara.\n- Cobalt Health is headquartered in Leeds.\n- Tessa works for Vantage Air.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Chiara reports to Callum.\n- Sanne works for Cobalt Health.\n- Sofia reports to Emeka.\n- Sanne reports to Mateo.\n- Vantage Air is headquartered in Oslo.\n- Mateo works for Pinnacle Software.\n- Callum works for Vantage Air.\n- Ingrid works for Pinnacle Software.\n- Kenji works for Vantage Air.\n- Callum reports to Pablo.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1990.\n- Felix reports to Amara.\n- Ingrid works for Beacon Insurance.\n- Pinnacle Software was founded in 1990.\n- Omar reports to Mateo.\n- Beacon Insurance was founded in 2012.\n- Omar works for Fernhill Foods.\n- Mateo reports to Felix.\n- Ravi works for Fernhill Foods.\n- Nadia works for Cedar Retail Group.\n- Ravi reports to Ingrid.\n- Cedar Retail Group was founded in 1977.\n- Pinnacle Software is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mateo works for Cedar Retail Group.\n- Felix works for Beacon Insurance.\n- Nadia reports to Ravi.\n- Ingrid reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Tessa reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4599", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4050: employee Stefan A., hired 06 November 2021, separated 19 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4050?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Fernhill Foods was founded in 2008.\n- Yuki works for Pinnacle Software.\n- Hana works for Fernhill Foods.\n- Dmitri reports to Yuki.\n- Aisha reports to Tobias.\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 2014.\n- Kenji reports to Amara.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Beacon Insurance is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Amara reports to Hana.\n- Tobias works for Fernhill Foods.\n- Anders works for Pinnacle Software.\n- Hana reports to Anders.\n- Aisha works for Fernhill Foods.\n- Tobias reports to Dmitri.\n- Yuki reports to Kenji.\n- Dmitri works for Fernhill Foods.\n- Beacon Insurance was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1977.\n- Leila works for Cobalt Health.\n- Beacon Insurance was founded in 1980.\n- Nadia reports to Kenji.\n- Felix reports to Nadia.\n- Cobalt Health was founded in 1979.\n- Sofia works for Cobalt Health.\n- Kenji reports to Ingrid.\n- Ravi works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Felix works for Bluepine Aviation.\n- Bruno reports to Leila.\n- Lattice Analytics was founded in 1981.\n- Beacon Insurance is headquartered in Ghent.\n- Kenji works for Cobalt Health.\n- Lattice Analytics is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Basel.\n- Ravi reports to Sofia.\n- Anders reports to Emeka.\n- Anders works for Cobalt Health.\n- Bruno works for Lattice Analytics.\n- Ingrid reports to Ravi.\n- Emeka works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Leila reports to Felix.\n- Emeka reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1978", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Fernhill Foods is headquartered in Tampere.\n- Elena reports to Aisha.\n- Cobalt Health was founded in 2012.\n- Beacon Insurance is headquartered in Bergen.\n- Aisha works for Cobalt Health.\n- Hana reports to Jonas.\n- Beacon Insurance was founded in 1999.\n- Kenji reports to Hana.\n- Kenji works for Beacon Insurance.\n- Omar reports to Emeka.\n- Aisha reports to Omar.\n- Cobalt Health is headquartered in Oslo.\n- Omar works for Cobalt Health.\n- Ingrid reports to Elena.\n- Ingrid works for Vantage Air.\n- Fernhill Foods was founded in 1992.\n- Elena works for Vantage Air.\n- Jonas reports to Ingrid.\n- Jonas works for Beacon Insurance.\n- Hana works for Fernhill Foods.\n- Vantage Air was founded in 1985.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Anders works for Fernhill Foods.\n- Tessa reports to Viktor.\n- Chiara reports to Tessa.\n- Viktor reports to Emeka.\n- Northwind Systems is headquartered in Basel.\n- Beacon Insurance is headquartered in Leeds.\n- Northwind Systems was founded in 1989.\n- Mara reports to Zoya.\n- Lattice Analytics is headquartered in Halifax.\n- Fernhill Foods is headquartered in Leeds.\n- Viktor works for Beacon Insurance.\n- Emeka works for Northwind Systems.\n- Deshawn reports to Mara.\n- Lattice Analytics was founded in 1997.\n- Fernhill Foods was founded in 2010.\n- Anders reports to Deshawn.\n- Zoya reports to Chiara.\n- Zoya works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Mara works for Northwind Systems.\n- Beacon Insurance was founded in 2008.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "2000", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Pinnacle Software was founded in 2004.\n- Mateo reports to Bruno.\n- Leila works for Vantage Air.\n- Hana reports to Kenji.\n- Pinnacle Software is headquartered in Nagoya.\n- Priya works for Crescent Telecom.\n- Leila reports to Tobias.\n- Aisha reports to Hana.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Priya reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Omar reports to Priya.\n- Vantage Air is headquartered in Lyon.\n- Tobias works for Vantage Air.\n- Lucia works for Vantage Air.\n- Kenji works for Pinnacle Software.\n- Bruno reports to Aisha.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Crescent Telecom was founded in 1989.\n- Kenji reports to Lucia.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Lucia reports to Leila.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1992", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4605", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Atlas Freight was founded in 2000.\n- Omar reports to Leila.\n- Dmitri reports to Chiara.\n- Cedar Retail Group is headquartered in Turku.\n- Vantage Air was founded in 2012.\n- Stefan works for Vantage Air.\n- Cedar Retail Group was founded in 2009.\n- Elena reports to Omar.\n- Omar works for Cedar Retail Group.\n- Sanne reports to Bruno.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight is headquartered in Turku.\n- Emeka reports to Elena.\n- Bruno works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Leila reports to Dmitri.\n- Bruno reports to Emeka.\n- Northwind Systems was founded in 1988.\n- Priya works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Emeka works for Vantage Air.\n- Stefan reports to Sanne.\n- Chiara reports to Priya.\n- Vantage Air is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4607", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 13147\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Helios Logistics was founded in 2011.\n- Hana works for Meridian Bank.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn reports to Tessa.\n- Meridian Bank is headquartered in Lyon.\n- Ravi works for Meridian Bank.\n- Amara reports to Mei.\n- Cobalt Health is headquartered in Basel.\n- Kenji works for Helios Logistics.\n- Ravi reports to Amara.\n- Fernhill Foods was founded in 1990.\n- Zoya reports to Deshawn.\n- Jonas reports to Ravi.\n- Anders reports to Zoya.\n- Hana reports to Kenji.\n- Deshawn works for Meridian Bank.\n- Fernhill Foods is headquartered in Turku.\n- Mei works for Fernhill Foods.\n- Tessa reports to Hana.\n- Kenji reports to Jonas.\n- Amara works for Helios Logistics.\n- Jonas works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Cobalt Health was founded in 2010.\n- Meridian Bank was founded in 1980.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Wren reports to Hana.\n- Mara works for Summit Energy.\n- Omar works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Cobalt Health is headquartered in Porto.\n- Wren works for Helios Logistics.\n- Amara reports to Zoya.\n- Zoya works for Meridian Bank.\n- Summit Energy is headquartered in Lyon.\n- Zoya reports to Tobias.\n- Jonas reports to Leila.\n- Leila reports to Wren.\n- Amara works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Priya works for Meridian Bank.\n- Nadia reports to Sanne.\n- Hana reports to Omar.\n- Mara reports to Nadia.\n- Summit Energy was founded in 1990.\n- Tobias works for Cobalt Health.\n- Helios Logistics is headquartered in Cork.\n- Priya reports to Mara.\n- Helios Logistics was founded in 2011.\n- Cobalt Health was founded in 1996.\n- Meridian Bank was founded in 1986.\n- Sanne reports to Amara.\n- Leila works for Summit Energy.\n- Hana works for Summit Energy.\n- Tobias reports to Jonas.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2009", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4610", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9768: employee Chiara K., hired 04 June 2020, separated 21 July 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9768?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software is headquartered in Brno.\n- Hana works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Crescent Telecom is headquartered in Valencia.\n- Jonas reports to Tessa.\n- Jonas works for Crescent Telecom.\n- Pinnacle Software was founded in 1988.\n- Ingrid reports to Hana.\n- Tessa works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Zoya reports to Chiara.\n- Kenji works for Meridian Bank.\n- Leila works for Crescent Telecom.\n- Sofia works for Beacon Insurance.\n- Meridian Bank is headquartered in Valencia.\n- Crescent Telecom was founded in 1978.\n- Kenji reports to Sofia.\n- Leila reports to Viktor.\n- Chiara reports to Leila.\n- Ingrid works for Meridian Bank.\n- Hana reports to Kenji.\n- Viktor reports to Jonas.\n- Tessa reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1976", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4612", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5533: employee Nadia R., hired 29 December 2019, separated 09 November 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5533?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Hana.\n- Cedar Retail Group was founded in 2008.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha reports to Zoya.\n- Pablo works for Lattice Analytics.\n- Hana works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Bergen.\n- Ravi reports to Viktor.\n- Amara reports to Chiara.\n- Atlas Freight was founded in 2008.\n- Pablo reports to Aisha.\n- Lucia works for Atlas Freight.\n- Ravi works for Cedar Retail Group.\n- Amara works for Atlas Freight.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 1981.\n- Stefan reports to Mara.\n- Aisha works for Atlas Freight.\n- Viktor reports to Pablo.\n- Chiara works for Northwind Systems.\n- Lucia reports to Ravi.\n- Stefan works for Atlas Freight.\n- Lattice Analytics was founded in 1991.\n- Mara reports to Lucia.\n- Felix reports to Stefan.\n- Mara works for Lattice Analytics.\n- Zoya works for Cedar Retail Group.\n- Hana reports to Felix.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4614", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4615", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4616", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2012.\n- Deshawn reports to Yuki.\n- Nadia reports to Mateo.\n- Mateo works for Northwind Systems.\n- Pablo reports to Tobias.\n- Tobias reports to Hana.\n- Atlas Freight is headquartered in Nagoya.\n- Nadia works for Atlas Freight.\n- Northwind Systems was founded in 2015.\n- Lattice Analytics is headquartered in Austin.\n- Tobias works for Summit Energy.\n- Hana works for Northwind Systems.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Hana reports to Sofia.\n- Mateo reports to Pablo.\n- Sofia reports to Deshawn.\n- Summit Energy is headquartered in Nagoya.\n- Northwind Systems is headquartered in Austin.\n- Summit Energy was founded in 1996.\n- Deshawn works for Northwind Systems.\n- Yuki works for Lattice Analytics.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4618", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4619", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8320: employee Tessa T., hired 16 January 2022, separated 20 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8320?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4620", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8344: employee Hana K., hired 24 February 2022, separated 24 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-8344 under the controlling rules.", "criteria": {"0": "$8,700", "1": "$37,267", "2": "$8,600", "3": "$8,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4621", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5856: employee Bruno S., hired 13 October 2023, separated 22 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5856?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4622", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4623", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 52559\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4625", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4626", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4627", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1350: employee Yuki A., hired 06 August 2024, separated 18 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1350?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2000.\n- Kenji works for Bluepine Aviation.\n- Anders works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Mara reports to Bruno.\n- Tessa works for Summit Energy.\n- Kenji reports to Anders.\n- Tessa reports to Felix.\n- Vantage Air was founded in 1985.\n- Callum works for Summit Energy.\n- Deshawn reports to Omar.\n- Mateo reports to Deshawn.\n- Anders reports to Callum.\n- Wren works for Meridian Bank.\n- Felix reports to Mateo.\n- Mei reports to Mara.\n- Callum reports to Tessa.\n- Felix works for Summit Energy.\n- Mara works for Vantage Air.\n- Bluepine Aviation is headquartered in Valencia.\n- Vantage Air is headquartered in Dunedin.\n- Omar reports to Wren.\n- Bruno reports to Kenji.\n- Meridian Bank was founded in 1998.\n- Mateo works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Meridian Bank is headquartered in Dunedin.\n- Omar works for Summit Energy.\n- Bluepine Aviation was founded in 2009.\n- Bruno works for Vantage Air.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4629", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4630", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Northwind Systems is headquartered in Malmo.\n- Zoya reports to Aisha.\n- Summit Energy was founded in 1998.\n- Pablo works for Crescent Telecom.\n- Stefan works for Beacon Insurance.\n- Callum works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Northwind Systems was founded in 2001.\n- Stefan reports to Mei.\n- Crescent Telecom is headquartered in Malmo.\n- Mei reports to Jonas.\n- Crescent Telecom was founded in 2014.\n- Amara reports to Pablo.\n- Amara works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Aisha reports to Stefan.\n- Callum reports to Dmitri.\n- Jonas works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Dmitri reports to Zoya.\n- Dmitri works for Beacon Insurance.\n- Pablo reports to Sofia.\n- Jonas reports to Amara.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4632", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4633", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 51248\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4634", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4635", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4636", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Tobias works for Cobalt Health.\n- Wren reports to Jonas.\n- Ironwood Manufacturing was founded in 1990.\n- Chiara works for Ironwood Manufacturing.\n- Yuki works for Meridian Bank.\n- Tobias reports to Yuki.\n- Crescent Telecom is headquartered in Austin.\n- Priya works for Meridian Bank.\n- Meridian Bank was founded in 1978.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Yuki reports to Felix.\n- Amara works for Meridian Bank.\n- Jonas reports to Amara.\n- Kenji works for Meridian Bank.\n- Kenji reports to Wren.\n- Felix works for Meridian Bank.\n- Crescent Telecom was founded in 1980.\n- Lucia reports to Kenji.\n- Priya reports to Chiara.\n- Amara reports to Priya.\n- Meridian Bank is headquartered in Porto.\n- Felix reports to Lucia.\n- Cobalt Health was founded in 1988.\n- Jonas works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4638", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3971: employee Felix S., hired 25 May 2022, separated 19 July 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-3971 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,000", "2": "$26,000", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4639", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4640", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4641", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7383: employee Amara R., hired 24 April 2023, separated 23 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-7383 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$5,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7383 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4642", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4643", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4644", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5838: employee Mei T., hired 11 July 2021, separated 10 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5838?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4645", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sofia.\n- Leila works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Hana reports to Lucia.\n- Crescent Telecom is headquartered in Malmo.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1997.\n- Beacon Insurance is headquartered in Halifax.\n- Omar reports to Emeka.\n- Crescent Telecom was founded in 2007.\n- Leila reports to Deshawn.\n- Lucia works for Vantage Air.\n- Deshawn works for Summit Energy.\n- Sofia works for Beacon Insurance.\n- Summit Energy was founded in 1994.\n- Sofia reports to Hana.\n- Yuki works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Vantage Air is headquartered in Halifax.\n- Deshawn reports to Yuki.\n- Vantage Air was founded in 1980.\n- Summit Energy is headquartered in Dunedin.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4647", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4648", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4649", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4650", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-2 (VERSION 4, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 31 May 2025): For employees hired on or after 31 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4792: employee Mei A., hired 10 August 2021, separated 07 January 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4792?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4651", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4652", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4653", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6155: employee Leila K., hired 19 February 2023, separated 25 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6155?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4654", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Bluepine Aviation.\n- Nadia works for Summit Energy.\n- Tessa reports to Ravi.\n- Leila reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo works for Pinnacle Software.\n- Leila works for Meridian Bank.\n- Pablo reports to Nadia.\n- Bluepine Aviation was founded in 1978.\n- Tessa works for Summit Energy.\n- Meridian Bank was founded in 1980.\n- Summit Energy was founded in 1994.\n- Ravi works for Summit Energy.\n- Jonas reports to Aisha.\n- Pinnacle Software is headquartered in Ghent.\n- Meridian Bank is headquartered in Ghent.\n- Zoya reports to Mara.\n- Ingrid works for Pinnacle Software.\n- Mara reports to Tessa.\n- Mara works for Meridian Bank.\n- Jonas works for Pinnacle Software.\n- Ravi reports to Jonas.\n- Nadia reports to Ingrid.\n- Pinnacle Software was founded in 1986.\n- Summit Energy is headquartered in Dunedin.\n- Ingrid reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4656", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 February 2023): For employees hired on or after 03 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6811: employee Hana R., hired 10 November 2020, separated 31 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6811?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4657", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Tessa reports to Sanne.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 2014.\n- Emeka works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Lucia works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation was founded in 1994.\n- Kenji works for Meridian Bank.\n- Hana reports to Emeka.\n- Ingrid reports to Ravi.\n- Crescent Telecom is headquartered in Ghent.\n- Kenji reports to Elena.\n- Meridian Bank was founded in 1996.\n- Bluepine Aviation is headquartered in Valencia.\n- Sanne reports to Anders.\n- Anders works for Bluepine Aviation.\n- Tessa works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Hana.\n- Elena reports to Ingrid.\n- Hana works for Crescent Telecom.\n- Lucia reports to Tessa.\n- Elena works for Meridian Bank.\n- Crescent Telecom was founded in 1978.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2012", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4659", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3165: employee Tobias T., hired 15 July 2021, separated 03 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-3165 under the controlling rules.", "criteria": {"0": "$8,325", "1": "$10,400", "2": "$8,400", "3": "$36,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Nadia.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ingrid reports to Lucia.\n- Nadia reports to Ingrid.\n- Cobalt Health is headquartered in Adelaide.\n- Ingrid works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Lucia reports to Amara.\n- Dmitri reports to Ravi.\n- Atlas Freight is headquartered in Adelaide.\n- Kenji reports to Chiara.\n- Atlas Freight was founded in 1984.\n- Chiara works for Cedar Retail Group.\n- Helios Logistics is headquartered in Halifax.\n- Nadia works for Helios Logistics.\n- Cobalt Health was founded in 2009.\n- Cedar Retail Group was founded in 1981.\n- Helios Logistics was founded in 1985.\n- Amara works for Cobalt Health.\n- Ravi reports to Kenji.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4661", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4828: employee Elena S., hired 17 November 2019, separated 11 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4828?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4828 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2007.\n- Amara reports to Wren.\n- Omar reports to Amara.\n- Meridian Bank was founded in 2011.\n- Elena reports to Kenji.\n- Fernhill Foods was founded in 2008.\n- Anders works for Fernhill Foods.\n- Dmitri works for Pinnacle Software.\n- Lucia works for Summit Energy.\n- Pinnacle Software was founded in 2007.\n- Callum works for Fernhill Foods.\n- Lucia reports to Omar.\n- Meridian Bank is headquartered in Tallinn.\n- Pablo reports to Lucia.\n- Kenji works for Fernhill Foods.\n- Dmitri reports to Anders.\n- Kenji reports to Dmitri.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Pablo works for Summit Energy.\n- Wren works for Summit Energy.\n- Callum reports to Elena.\n- Elena works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Wren reports to Callum.\n- Fernhill Foods is headquartered in Tampere.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4663", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4082: employee Hana A., hired 14 March 2022, separated 30 January 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-4082 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$4,875", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Wren.\n- Chiara reports to Zoya.\n- Northwind Systems is headquartered in Brno.\n- Nadia reports to Mei.\n- Leila works for Summit Energy.\n- Wren reports to Deshawn.\n- Northwind Systems was founded in 1990.\n- Amara reports to Nadia.\n- Cobalt Health is headquartered in Brno.\n- Ingrid reports to Ravi.\n- Summit Energy was founded in 1995.\n- Zoya works for Summit Energy.\n- Nadia works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Lucia reports to Amara.\n- Beacon Insurance is headquartered in Leeds.\n- Leila reports to Ingrid.\n- Ravi works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Beacon Insurance was founded in 1975.\n- Amara works for Cobalt Health.\n- Aisha works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Deshawn reports to Chiara.\n- Cobalt Health was founded in 1994.\n- Summit Energy is headquartered in Brno.\n- Deshawn works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Aisha reports to Lucia.\n- Ingrid works for Cobalt Health.\n- Mei works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4665", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4666", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4667", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8663: employee Zoya R., hired 14 January 2021, separated 05 April 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-8663 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$6,500", "2": "$5,600", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4668", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 October 2022): For employees hired on or after 13 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7471: employee Kenji K., hired 19 July 2021, separated 01 December 2022 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7471?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Cobalt Health was founded in 2012.\n- Nadia reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Tobias works for Pinnacle Software.\n- Ingrid reports to Deshawn.\n- Northwind Systems is headquartered in Turku.\n- Felix works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Callum reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Aisha reports to Tobias.\n- Anders reports to Callum.\n- Viktor reports to Nadia.\n- Tobias reports to Felix.\n- Northwind Systems was founded in 2009.\n- Cobalt Health is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Tallinn.\n- Callum works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Fernhill Foods was founded in 1983.\n- Chiara reports to Anders.\n- Deshawn reports to Aisha.\n- Pinnacle Software was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4670", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4671", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 December 2022): For employees hired on or after 22 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6997: employee Stefan B., hired 27 March 2022, separated 04 December 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6997?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4672", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 May 2023): For employees hired on or after 23 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9279: employee Jonas B., hired 30 September 2022, separated 22 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9279?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Pablo.\n- Pablo works for Helios Logistics.\n- Summit Energy was founded in 2014.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mei works for Pinnacle Software.\n- Callum reports to Mei.\n- Helios Logistics was founded in 1998.\n- Mateo works for Summit Energy.\n- Jonas reports to Anders.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Tessa reports to Mateo.\n- Anders works for Helios Logistics.\n- Mei reports to Jonas.\n- Summit Energy is headquartered in Ghent.\n- Pinnacle Software was founded in 2003.\n- Helios Logistics is headquartered in Dunedin.\n- Mateo reports to Callum.\n- Callum works for Summit Energy.\n- Emeka reports to Tessa.\n- Tessa works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4674", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1045: employee Jonas M., hired 02 March 2020, separated 13 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1045?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4675", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8958: employee Omar M., hired 11 April 2020, separated 22 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8958?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4676", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5820: employee Leila R., hired 14 April 2021, separated 16 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5820?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Hana works for Bluepine Aviation.\n- Vantage Air was founded in 2011.\n- Vantage Air is headquartered in Dunedin.\n- Kenji works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Bluepine Aviation was founded in 2002.\n- Emeka reports to Leila.\n- Mara reports to Kenji.\n- Leila reports to Sanne.\n- Mara works for Crescent Telecom.\n- Sanne reports to Tobias.\n- Leila works for Vantage Air.\n- Amara reports to Hana.\n- Kenji reports to Emeka.\n- Tobias reports to Amara.\n- Cedar Retail Group is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2004.\n- Tobias works for Vantage Air.\n- Crescent Telecom was founded in 2003.\n- Crescent Telecom is headquartered in Porto.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4678", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 August 2025): For employees hired on or after 06 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1055: employee Priya K., hired 05 December 2023, separated 31 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-1055 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$8,312", "2": "$6,400", "3": "$36,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4679", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4680", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4681", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 66749\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4682", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "weather", "3": "set_timer", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4683", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Tobias reports to Kenji.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Tessa.\n- Ingrid works for Summit Energy.\n- Leila reports to Zoya.\n- Crescent Telecom was founded in 1998.\n- Sofia works for Meridian Bank.\n- Felix works for Crescent Telecom.\n- Leila works for Meridian Bank.\n- Ingrid reports to Leila.\n- Felix reports to Sofia.\n- Ironwood Manufacturing was founded in 1976.\n- Tessa reports to Dmitri.\n- Tessa works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2013.\n- Crescent Telecom is headquartered in Tampere.\n- Zoya works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Basel.\n- Kenji works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Meridian Bank is headquartered in Tampere.\n- Dmitri reports to Callum.\n- Callum works for Crescent Telecom.\n- Dmitri works for Meridian Bank.\n- Mei reports to Ingrid.\n- Callum reports to Felix.\n- Sofia reports to Tobias.\n- Jonas reports to Mei.\n- Summit Energy was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4685", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Emeka reports to Ingrid.\n- Priya reports to Zoya.\n- Dmitri works for Cobalt Health.\n- Deshawn works for Crescent Telecom.\n- Dmitri reports to Nadia.\n- Ingrid reports to Ravi.\n- Cobalt Health is headquartered in Basel.\n- Nadia reports to Deshawn.\n- Deshawn reports to Elena.\n- Priya works for Fernhill Foods.\n- Cobalt Health was founded in 1980.\n- Lucia reports to Priya.\n- Zoya works for Fernhill Foods.\n- Crescent Telecom is headquartered in Basel.\n- Lucia works for Crescent Telecom.\n- Pablo works for Fernhill Foods.\n- Northwind Systems was founded in 1991.\n- Fernhill Foods is headquartered in Leeds.\n- Northwind Systems is headquartered in Ghent.\n- Fernhill Foods was founded in 1996.\n- Pablo reports to Chiara.\n- Ravi reports to Dmitri.\n- Emeka works for Crescent Telecom.\n- Zoya reports to Pablo.\n- Nadia works for Fernhill Foods.\n- Elena works for Northwind Systems.\n- Chiara reports to Emeka.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Bruno reports to Mei.\n- Helios Logistics was founded in 1990.\n- Cedar Retail Group was founded in 2003.\n- Meridian Bank is headquartered in Halifax.\n- Dmitri works for Cedar Retail Group.\n- Hana works for Helios Logistics.\n- Leila works for Cedar Retail Group.\n- Leila reports to Omar.\n- Cobalt Health is headquartered in Porto.\n- Hana reports to Jonas.\n- Omar reports to Dmitri.\n- Dmitri reports to Bruno.\n- Cedar Retail Group is headquartered in Oslo.\n- Helios Logistics is headquartered in Halifax.\n- Omar works for Helios Logistics.\n- Mei works for Cedar Retail Group.\n- Meridian Bank was founded in 1985.\n- Pablo works for Helios Logistics.\n- Jonas reports to Leila.\n- Mei reports to Pablo.\n- Jonas works for Helios Logistics.\n- Cobalt Health was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Atlas Freight.\n- Elena works for Cedar Retail Group.\n- Elena reports to Felix.\n- Viktor reports to Chiara.\n- Zoya works for Cobalt Health.\n- Kenji reports to Elena.\n- Chiara works for Meridian Bank.\n- Emeka reports to Bruno.\n- Cedar Retail Group is headquartered in Basel.\n- Amara reports to Emeka.\n- Bruno reports to Omar.\n- Viktor works for Cedar Retail Group.\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Cedar Retail Group was founded in 1989.\n- Cobalt Health is headquartered in Cork.\n- Meridian Bank is headquartered in Bergen.\n- Felix reports to Amara.\n- Omar reports to Viktor.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Meridian Bank was founded in 1992.\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 2015.\n- Chiara reports to Zoya.\n- Bruno works for Atlas Freight.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4689", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1133: employee Mara T., hired 21 June 2023, separated 20 September 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1133?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.\n- Sofia reports to Emeka.\n- Crescent Telecom is headquartered in Basel.\n- Pablo reports to Lucia.\n- Cedar Retail Group is headquartered in Austin.\n- Pablo works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Hana works for Cedar Retail Group.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group was founded in 1979.\n- Chiara reports to Sofia.\n- Crescent Telecom was founded in 1977.\n- Lucia works for Cedar Retail Group.\n- Sanne reports to Hana.\n- Viktor reports to Pablo.\n- Beacon Insurance is headquartered in Austin.\n- Lucia reports to Mateo.\n- Mateo reports to Omar.\n- Viktor works for Crescent Telecom.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tampere.\n- Omar works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Elena reports to Sanne.\n- Beacon Insurance was founded in 2011.\n- Omar reports to Deshawn.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Viktor.\n- Hana reports to Chiara.\n- Helios Logistics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4691", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4692", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 August 2025): For employees hired on or after 27 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2606: employee Elena S., hired 03 August 2023, separated 26 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2606?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Felix reports to Ravi.\n- Felix works for Summit Energy.\n- Pinnacle Software was founded in 2008.\n- Ravi works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Deshawn works for Ironwood Manufacturing.\n- Wren works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Bruno reports to Felix.\n- Pinnacle Software is headquartered in Porto.\n- Tobias works for Fernhill Foods.\n- Summit Energy is headquartered in Ghent.\n- Pablo reports to Bruno.\n- Deshawn reports to Sofia.\n- Summit Energy was founded in 1989.\n- Ironwood Manufacturing was founded in 2005.\n- Fernhill Foods is headquartered in Ghent.\n- Ravi reports to Deshawn.\n- Fernhill Foods was founded in 1988.\n- Wren reports to Pablo.\n- Sofia reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4694", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4695", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4360: employee Ingrid A., hired 12 March 2023, separated 08 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4360?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4696", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8525: employee Bruno M., hired 09 July 2019, separated 25 May 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8525?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ravi.\n- Pinnacle Software is headquartered in Tallinn.\n- Nadia reports to Ingrid.\n- Stefan reports to Nadia.\n- Atlas Freight is headquartered in Valencia.\n- Zoya works for Vantage Air.\n- Ravi works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Nadia works for Vantage Air.\n- Meridian Bank is headquartered in Valencia.\n- Zoya reports to Tessa.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Meridian Bank was founded in 1987.\n- Mateo reports to Viktor.\n- Atlas Freight was founded in 1975.\n- Ravi reports to Mateo.\n- Viktor reports to Stefan.\n- Pinnacle Software was founded in 2002.\n- Vantage Air is headquartered in Turku.\n- Tessa works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4698", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4699", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6242: employee Kenji S., hired 31 July 2023, separated 22 March 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-6242 under the controlling rules.", "criteria": {"0": "$1,600", "1": "$4,000", "2": "$8,667", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Anders.\n- Sofia works for Pinnacle Software.\n- Kenji works for Fernhill Foods.\n- Bluepine Aviation was founded in 2003.\n- Pablo reports to Ravi.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Bruno works for Fernhill Foods.\n- Pablo works for Beacon Insurance.\n- Nadia reports to Pablo.\n- Ravi works for Bluepine Aviation.\n- Anders reports to Bruno.\n- Pinnacle Software is headquartered in Adelaide.\n- Omar reports to Tobias.\n- Sofia reports to Omar.\n- Anders works for Fernhill Foods.\n- Bruno reports to Aisha.\n- Beacon Insurance was founded in 2015.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ravi reports to Kenji.\n- Fernhill Foods was founded in 1980.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Nadia.\n- Pinnacle Software was founded in 1987.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4701", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4702", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 August 2025): For employees hired on or after 07 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4855: employee Mara T., hired 11 September 2023, separated 26 October 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4855?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4703", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4704", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_timer", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4705", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6846: employee Stefan K., hired 28 March 2020, separated 03 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6846?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4706", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1994.\n- Amara works for Beacon Insurance.\n- Omar reports to Ingrid.\n- Ravi works for Crescent Telecom.\n- Stefan works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Jonas reports to Felix.\n- Mara works for Summit Energy.\n- Elena works for Crescent Telecom.\n- Deshawn reports to Stefan.\n- Amara reports to Mara.\n- Summit Energy is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Deshawn.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Stefan reports to Amara.\n- Viktor works for Northwind Systems.\n- Crescent Telecom was founded in 1990.\n- Chiara reports to Elena.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Viktor reports to Ravi.\n- Beacon Insurance was founded in 1987.\n- Beacon Insurance is headquartered in Leeds.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 1984.\n- Mara reports to Viktor.\n- Elena reports to Omar.\n- Felix reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1994.\n- Pinnacle Software was founded in 1990.\n- Elena works for Crescent Telecom.\n- Mara reports to Ravi.\n- Kenji reports to Amara.\n- Cedar Retail Group is headquartered in Basel.\n- Jonas works for Crescent Telecom.\n- Elena reports to Jonas.\n- Bruno reports to Kenji.\n- Atlas Freight was founded in 2003.\n- Mara works for Crescent Telecom.\n- Amara reports to Callum.\n- Kenji works for Crescent Telecom.\n- Atlas Freight is headquartered in Basel.\n- Callum works for Pinnacle Software.\n- Amara works for Atlas Freight.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Elena.\n- Crescent Telecom was founded in 2013.\n- Bruno works for Crescent Telecom.\n- Jonas reports to Bruno.\n- Pinnacle Software is headquartered in Halifax.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2008", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4709", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9556: employee Chiara R., hired 13 August 2020, separated 16 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9556?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4710", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 7, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3434: employee Stefan T., hired 30 August 2024, separated 24 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-3434 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$5,000", "2": "$750", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4711", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3756: employee Zoya S., hired 22 April 2022, separated 05 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3756?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4712", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4713", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4714", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 65245\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Zoya reports to Nadia.\n- Nadia reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Zoya works for Atlas Freight.\n- Aisha reports to Dmitri.\n- Atlas Freight is headquartered in Lyon.\n- Emeka works for Bluepine Aviation.\n- Ingrid reports to Aisha.\n- Cedar Retail Group was founded in 1980.\n- Felix reports to Emeka.\n- Bluepine Aviation is headquartered in Nagoya.\n- Pinnacle Software was founded in 1975.\n- Pinnacle Software is headquartered in Lyon.\n- Bruno reports to Ingrid.\n- Dmitri reports to Felix.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation was founded in 2011.\n- Felix works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Dmitri works for Bluepine Aviation.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4716", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9812: employee Elena K., hired 09 February 2022, separated 28 September 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9812?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4717", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Atlas Freight was founded in 1997.\n- Atlas Freight is headquartered in Turku.\n- Omar reports to Elena.\n- Nadia reports to Mara.\n- Felix works for Summit Energy.\n- Ironwood Manufacturing was founded in 2012.\n- Elena works for Summit Energy.\n- Crescent Telecom was founded in 2015.\n- Ironwood Manufacturing is headquartered in Turku.\n- Elena reports to Mateo.\n- Summit Energy was founded in 2008.\n- Chiara works for Ironwood Manufacturing.\n- Felix reports to Nadia.\n- Mara works for Crescent Telecom.\n- Mateo works for Summit Energy.\n- Nadia works for Crescent Telecom.\n- Chiara reports to Felix.\n- Mateo reports to Chiara.\n- Mara reports to Tobias.\n- Summit Energy is headquartered in Tampere.\n- Tobias works for Summit Energy.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Elena.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Stefan reports to Mateo.\n- Elena reports to Tobias.\n- Stefan works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.\n- Sofia works for Pinnacle Software.\n- Lucia reports to Hana.\n- Hana works for Beacon Insurance.\n- Hana reports to Felix.\n- Meridian Bank was founded in 1991.\n- Pinnacle Software was founded in 2000.\n- Fernhill Foods was founded in 2008.\n- Meridian Bank is headquartered in Valencia.\n- Beacon Insurance was founded in 2015.\n- Tobias works for Fernhill Foods.\n- Felix works for Pinnacle Software.\n- Tobias reports to Lucia.\n- Felix reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4720", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 68568\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "request_refund", "2": "change_address", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4721", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2536: employee Deshawn T., hired 09 March 2023, separated 16 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2536?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4722", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8904: employee Omar M., hired 10 December 2022, separated 27 September 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8904?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4723", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 35820\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Northwind Systems was founded in 1982.\n- Amara works for Northwind Systems.\n- Wren reports to Anders.\n- Vantage Air was founded in 1982.\n- Zoya works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 2010.\n- Vantage Air is headquartered in Malmo.\n- Kenji works for Vantage Air.\n- Amara reports to Kenji.\n- Anders works for Beacon Insurance.\n- Northwind Systems is headquartered in Halifax.\n- Mateo reports to Mara.\n- Mateo works for Northwind Systems.\n- Sanne reports to Mateo.\n- Summit Energy was founded in 1978.\n- Zoya reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Sanne works for Beacon Insurance.\n- Mara reports to Wren.\n- Mara works for Vantage Air.\n- Kenji reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Kenji reports to Tessa.\n- Chiara reports to Emeka.\n- Sanne works for Cobalt Health.\n- Tessa works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Ingrid works for Summit Energy.\n- Beacon Insurance is headquartered in Lyon.\n- Priya reports to Zoya.\n- Lattice Analytics is headquartered in Tampere.\n- Ingrid reports to Sanne.\n- Summit Energy was founded in 1990.\n- Tessa reports to Chiara.\n- Chiara works for Beacon Insurance.\n- Cobalt Health was founded in 1997.\n- Cobalt Health is headquartered in Halifax.\n- Beacon Insurance was founded in 1991.\n- Emeka reports to Priya.\n- Zoya works for Summit Energy.\n- Kenji works for Lattice Analytics.\n- Sanne reports to Kenji.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4726", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-6 (VERSION 4, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5051: employee Mei A., hired 30 June 2020, separated 28 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2025-5051 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,000", "2": "$6,825", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4727", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5022: employee Ravi M., hired 09 April 2020, separated 19 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5022?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Helios Logistics.\n- Felix reports to Bruno.\n- Omar works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2003.\n- Lattice Analytics was founded in 1991.\n- Felix works for Cedar Retail Group.\n- Omar reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Helios Logistics is headquartered in Malmo.\n- Helios Logistics was founded in 1993.\n- Sanne works for Cedar Retail Group.\n- Bruno reports to Kenji.\n- Nadia reports to Ingrid.\n- Sanne reports to Nadia.\n- Kenji reports to Mateo.\n- Bluepine Aviation is headquartered in Brno.\n- Mateo reports to Chiara.\n- Ingrid reports to Hana.\n- Cedar Retail Group was founded in 1992.\n- Nadia works for Helios Logistics.\n- Ingrid works for Cedar Retail Group.\n- Chiara works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Nagoya.\n- Hana reports to Felix.\n- Mateo works for Cedar Retail Group.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ravi.\n- Summit Energy was founded in 1990.\n- Mateo works for Summit Energy.\n- Crescent Telecom was founded in 1988.\n- Beacon Insurance was founded in 1984.\n- Ravi reports to Tessa.\n- Summit Energy is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Mara works for Beacon Insurance.\n- Crescent Telecom is headquartered in Malmo.\n- Anders reports to Mateo.\n- Amara works for Fernhill Foods.\n- Amara reports to Emeka.\n- Mateo reports to Aisha.\n- Fernhill Foods is headquartered in Tampere.\n- Ravi works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Fernhill Foods was founded in 1992.\n- Beacon Insurance is headquartered in Dunedin.\n- Aisha reports to Mara.\n- Tessa reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4730", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8628: employee Sofia A., hired 24 March 2022, separated 23 May 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8628?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4731", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Bruno reports to Elena.\n- Elena works for Summit Energy.\n- Nadia reports to Tessa.\n- Vantage Air is headquartered in Brno.\n- Zoya works for Vantage Air.\n- Pinnacle Software was founded in 1997.\n- Tessa reports to Stefan.\n- Pinnacle Software is headquartered in Basel.\n- Tessa works for Fernhill Foods.\n- Summit Energy was founded in 1998.\n- Vantage Air was founded in 1995.\n- Ravi reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Fernhill Foods was founded in 2002.\n- Callum reports to Nadia.\n- Kenji reports to Callum.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Stefan reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Zoya reports to Ravi.\n- Nadia works for Fernhill Foods.\n- Elena reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sanne reports to Yuki.\n- Emeka reports to Sanne.\n- Beacon Insurance was founded in 2000.\n- Zoya works for Bluepine Aviation.\n- Viktor works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1998.\n- Bruno works for Vantage Air.\n- Aisha works for Ironwood Manufacturing.\n- Yuki reports to Bruno.\n- Ironwood Manufacturing was founded in 2003.\n- Vantage Air is headquartered in Dunedin.\n- Vantage Air was founded in 2003.\n- Aisha reports to Emeka.\n- Bluepine Aviation is headquartered in Tampere.\n- Bruno reports to Viktor.\n- Yuki works for Ironwood Manufacturing.\n- Omar reports to Aisha.\n- Viktor reports to Zoya.\n- Beacon Insurance is headquartered in Tampere.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Elena.\n- Amara reports to Aisha.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Helios Logistics was founded in 1983.\n- Meridian Bank is headquartered in Leeds.\n- Aisha reports to Anders.\n- Hana reports to Leila.\n- Leila works for Summit Energy.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Elena works for Ironwood Manufacturing.\n- Mateo reports to Hana.\n- Summit Energy was founded in 1977.\n- Amara works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Deshawn reports to Mateo.\n- Elena reports to Deshawn.\n- Ironwood Manufacturing was founded in 1979.\n- Mateo works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1981.\n- Summit Energy is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4735", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2679: employee Aisha R., hired 02 March 2023, separated 08 March 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2025-2679 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$4,000", "2": "$8,667", "3": "$1,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1999.\n- Atlas Freight is headquartered in Cork.\n- Elena works for Atlas Freight.\n- Pablo reports to Elena.\n- Jonas reports to Viktor.\n- Yuki works for Atlas Freight.\n- Pinnacle Software was founded in 2009.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Wren works for Vantage Air.\n- Pinnacle Software is headquartered in Basel.\n- Priya works for Pinnacle Software.\n- Jonas works for Helios Logistics.\n- Atlas Freight was founded in 1979.\n- Omar reports to Yuki.\n- Tobias works for Vantage Air.\n- Elena reports to Tobias.\n- Vantage Air is headquartered in Basel.\n- Ingrid reports to Pablo.\n- Pablo works for Helios Logistics.\n- Viktor works for Vantage Air.\n- Priya reports to Wren.\n- Helios Logistics is headquartered in Nagoya.\n- Wren reports to Omar.\n- Yuki reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Viktor reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4737", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 January 2025): For employees hired on or after 20 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3249: employee Sofia B., hired 30 July 2024, separated 18 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3249?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Aisha.\n- Wren works for Cobalt Health.\n- Beacon Insurance is headquartered in Turku.\n- Aisha works for Beacon Insurance.\n- Ingrid works for Crescent Telecom.\n- Wren reports to Sanne.\n- Priya reports to Wren.\n- Crescent Telecom is headquartered in Malmo.\n- Beacon Insurance was founded in 2014.\n- Sanne works for Pinnacle Software.\n- Crescent Telecom was founded in 1999.\n- Viktor reports to Felix.\n- Felix reports to Anders.\n- Aisha reports to Viktor.\n- Anders works for Crescent Telecom.\n- Viktor works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Ingrid reports to Priya.\n- Priya works for Crescent Telecom.\n- Pinnacle Software was founded in 1980.\n- Sanne reports to Zoya.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1996.\n- Hana works for Crescent Telecom.\n- Anders reports to Ingrid.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4739", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2724: employee Priya K., hired 14 May 2024, separated 15 June 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-2724 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,125", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4740", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 May 2023): For employees hired on or after 30 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3478: employee Zoya R., hired 24 July 2021, separated 21 February 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3478?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4741", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "claim_luggage", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Bruno works for Summit Energy.\n- Wren reports to Elena.\n- Mei works for Pinnacle Software.\n- Sofia reports to Lucia.\n- Atlas Freight was founded in 1983.\n- Leila reports to Yuki.\n- Lucia works for Crescent Telecom.\n- Pinnacle Software is headquartered in Turku.\n- Amara reports to Sofia.\n- Leila works for Atlas Freight.\n- Summit Energy is headquartered in Turku.\n- Elena reports to Sanne.\n- Yuki reports to Amara.\n- Amara works for Pinnacle Software.\n- Sofia works for Crescent Telecom.\n- Summit Energy was founded in 1977.\n- Chiara reports to Bruno.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Pinnacle Software was founded in 1994.\n- Tessa reports to Chiara.\n- Lucia reports to Wren.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Turku.\n- Crescent Telecom was founded in 1998.\n- Sanne works for Pinnacle Software.\n- Mei reports to Leila.\n- Tessa works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Sanne reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1986.\n- Mei reports to Elena.\n- Crescent Telecom was founded in 2004.\n- Amara works for Pinnacle Software.\n- Elena reports to Emeka.\n- Cedar Retail Group was founded in 2013.\n- Emeka reports to Priya.\n- Pinnacle Software is headquartered in Leeds.\n- Crescent Telecom is headquartered in Leeds.\n- Mei works for Pinnacle Software.\n- Priya reports to Mara.\n- Elena works for Crescent Telecom.\n- Amara reports to Stefan.\n- Tobias reports to Mei.\n- Mara works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Pinnacle Software was founded in 2006.\n- Wren reports to Tobias.\n- Tobias works for Atlas Freight.\n- Emeka works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Atlas Freight is headquartered in Dunedin.\n- Stefan reports to Wren.\n- Priya works for Atlas Freight.\n- Mara reports to Sanne.\n- Yuki reports to Amara.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila works for Pinnacle Software.\n- Sanne works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Sanne reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1997.\n- Beacon Insurance was founded in 2012.\n- Pablo works for Crescent Telecom.\n- Jonas reports to Callum.\n- Sanne reports to Lucia.\n- Callum works for Crescent Telecom.\n- Nadia works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Nadia reports to Viktor.\n- Sanne works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Callum reports to Sanne.\n- Lucia reports to Mei.\n- Mara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1984.\n- Beacon Insurance is headquartered in Lyon.\n- Mara reports to Tobias.\n- Deshawn reports to Pablo.\n- Cobalt Health is headquartered in Lyon.\n- Deshawn works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Crescent Telecom is headquartered in Lyon.\n- Viktor works for Ironwood Manufacturing.\n- Tobias reports to Jonas.\n- Stefan reports to Nadia.\n- Mei reports to Deshawn.\n- Mei works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Viktor reports to Mara.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "2000", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4745", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "weather", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4746", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8559: employee Sanne S., hired 16 July 2023, separated 02 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8559?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4747", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Callum.\n- Bluepine Aviation was founded in 2007.\n- Atlas Freight is headquartered in Dunedin.\n- Leila works for Atlas Freight.\n- Sanne reports to Sofia.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo works for Cedar Retail Group.\n- Callum reports to Leila.\n- Elena reports to Stefan.\n- Mateo reports to Nadia.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Tessa.\n- Nadia reports to Sanne.\n- Vantage Air is headquartered in Leeds.\n- Stefan works for Vantage Air.\n- Nadia works for Vantage Air.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Sofia reports to Elena.\n- Sanne works for Atlas Freight.\n- Leila reports to Zoya.\n- Sofia works for Vantage Air.\n- Elena works for Vantage Air.\n- Viktor reports to Tobias.\n- Tessa reports to Viktor.\n- Cedar Retail Group was founded in 2000.\n- Atlas Freight was founded in 1981.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4749", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4750", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4751", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Atlas Freight.\n- Vantage Air was founded in 2005.\n- Mei works for Fernhill Foods.\n- Priya works for Vantage Air.\n- Fernhill Foods is headquartered in Nagoya.\n- Tobias reports to Stefan.\n- Helios Logistics was founded in 1989.\n- Vantage Air is headquartered in Ghent.\n- Deshawn reports to Leila.\n- Atlas Freight is headquartered in Nagoya.\n- Leila works for Fernhill Foods.\n- Bruno works for Vantage Air.\n- Tessa reports to Mei.\n- Yuki reports to Omar.\n- Deshawn works for Vantage Air.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa works for Atlas Freight.\n- Tobias works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Nadia reports to Tobias.\n- Mei reports to Bruno.\n- Bruno reports to Deshawn.\n- Nadia works for Vantage Air.\n- Atlas Freight was founded in 2013.\n- Stefan reports to Yuki.\n- Omar works for Fernhill Foods.\n- Wren reports to Tessa.\n- Priya reports to Wren.\n- Wren works for Atlas Freight.\n- Omar reports to Priya.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4753", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1060: employee Zoya B., hired 07 July 2022, separated 25 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1060?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4754", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6655: employee Aisha B., hired 08 August 2023, separated 21 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6655?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4755", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-7775: employee Ravi T., hired 17 January 2020, separated 20 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-7775?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-7775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Cobalt Health was founded in 1998.\n- Crescent Telecom was founded in 1993.\n- Summit Energy is headquartered in Turku.\n- Summit Energy was founded in 2014.\n- Zoya works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Chiara reports to Leila.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila works for Cobalt Health.\n- Anders works for Cedar Retail Group.\n- Amara works for Summit Energy.\n- Ingrid works for Crescent Telecom.\n- Nadia reports to Wren.\n- Leila reports to Anders.\n- Cedar Retail Group is headquartered in Nagoya.\n- Elena reports to Chiara.\n- Ingrid reports to Omar.\n- Emeka works for Summit Energy.\n- Wren reports to Aisha.\n- Cobalt Health is headquartered in Halifax.\n- Emeka reports to Amara.\n- Anders reports to Ingrid.\n- Elena works for Cobalt Health.\n- Amara reports to Zoya.\n- Cedar Retail Group was founded in 1978.\n- Aisha reports to Elena.\n- Nadia works for Cedar Retail Group.\n- Omar reports to Emeka.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4757", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4758", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2015.\n- Atlas Freight was founded in 2011.\n- Stefan reports to Tobias.\n- Pinnacle Software is headquartered in Oslo.\n- Elena works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Jonas reports to Deshawn.\n- Atlas Freight is headquartered in Leeds.\n- Chiara works for Pinnacle Software.\n- Tobias reports to Elena.\n- Hana reports to Kenji.\n- Fernhill Foods was founded in 2008.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Deshawn works for Fernhill Foods.\n- Deshawn reports to Stefan.\n- Chiara reports to Hana.\n- Kenji reports to Jonas.\n- Stefan works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Pinnacle Software was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4760", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Sanne reports to Felix.\n- Crescent Telecom was founded in 1978.\n- Pinnacle Software was founded in 2003.\n- Wren works for Crescent Telecom.\n- Elena reports to Sanne.\n- Leila reports to Anders.\n- Kenji works for Pinnacle Software.\n- Mei reports to Elena.\n- Mei works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Kenji reports to Wren.\n- Anders reports to Mei.\n- Wren reports to Leila.\n- Crescent Telecom is headquartered in Nagoya.\n- Felix works for Fernhill Foods.\n- Elena works for Crescent Telecom.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 1995.\n- Fernhill Foods was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4762", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Leila reports to Emeka.\n- Tobias reports to Ingrid.\n- Anders reports to Yuki.\n- Helios Logistics is headquartered in Tampere.\n- Beacon Insurance is headquartered in Bergen.\n- Anders works for Northwind Systems.\n- Meridian Bank was founded in 1998.\n- Ravi reports to Leila.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 2007.\n- Tobias works for Northwind Systems.\n- Wren reports to Dmitri.\n- Chiara reports to Wren.\n- Wren works for Meridian Bank.\n- Emeka reports to Anders.\n- Dmitri reports to Ravi.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Ingrid works for Beacon Insurance.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Northwind Systems was founded in 1985.\n- Yuki reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4764", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4765", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Felix reports to Wren.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Deshawn.\n- Summit Energy was founded in 1992.\n- Northwind Systems is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Oslo.\n- Nadia reports to Chiara.\n- Emeka reports to Stefan.\n- Atlas Freight was founded in 1981.\n- Wren reports to Nadia.\n- Wren works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Sanne works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Chiara reports to Emeka.\n- Emeka works for Atlas Freight.\n- Lattice Analytics was founded in 1978.\n- Northwind Systems was founded in 1995.\n- Summit Energy is headquartered in Bergen.\n- Deshawn reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4767", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6880: employee Mara A., hired 09 February 2020, separated 01 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6880?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4768", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Bergen.\n- Pablo works for Beacon Insurance.\n- Dmitri reports to Tobias.\n- Dmitri works for Beacon Insurance.\n- Yuki works for Bluepine Aviation.\n- Callum works for Vantage Air.\n- Tobias works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Vantage Air is headquartered in Oslo.\n- Beacon Insurance is headquartered in Bergen.\n- Tobias reports to Mara.\n- Kenji reports to Callum.\n- Yuki reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Jonas reports to Pablo.\n- Callum reports to Dmitri.\n- Aisha reports to Omar.\n- Crescent Telecom was founded in 2012.\n- Bluepine Aviation was founded in 1978.\n- Aisha works for Crescent Telecom.\n- Vantage Air was founded in 2004.\n- Mara reports to Jonas.\n- Omar reports to Yuki.\n- Crescent Telecom is headquartered in Austin.\n- Beacon Insurance was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4770", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9997: employee Omar S., hired 04 August 2021, separated 30 May 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-9997 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$7,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4771", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1317: employee Chiara T., hired 14 October 2024, separated 26 July 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2025-1317 under the controlling rules.", "criteria": {"0": "$2,615", "1": "$4,615", "2": "$20,000", "3": "$2,769"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Beacon Insurance was founded in 1980.\n- Mateo reports to Kenji.\n- Wren works for Meridian Bank.\n- Amara works for Beacon Insurance.\n- Emeka works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 2002.\n- Pinnacle Software was founded in 2012.\n- Leila works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Lyon.\n- Pablo reports to Stefan.\n- Emeka reports to Tobias.\n- Tobias reports to Leila.\n- Leila reports to Pablo.\n- Ravi reports to Bruno.\n- Bruno works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Kenji reports to Wren.\n- Mara reports to Emeka.\n- Mateo works for Bluepine Aviation.\n- Wren reports to Mara.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Tobias works for Bluepine Aviation.\n- Stefan reports to Ravi.\n- Bluepine Aviation was founded in 1976.\n- Bruno reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4773", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2659: employee Mara A., hired 11 December 2020, separated 16 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2659?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4774", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4775", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4776", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9419: employee Mei S., hired 25 October 2022, separated 01 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9419?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Ghent.\n- Leila works for Cobalt Health.\n- Sofia reports to Omar.\n- Omar reports to Mei.\n- Lucia works for Ironwood Manufacturing.\n- Omar works for Bluepine Aviation.\n- Sofia works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Aisha reports to Sofia.\n- Cobalt Health is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1979.\n- Aisha works for Bluepine Aviation.\n- Mei reports to Leila.\n- Lucia reports to Zoya.\n- Atlas Freight was founded in 1994.\n- Bluepine Aviation was founded in 2014.\n- Pablo reports to Lucia.\n- Zoya reports to Aisha.\n- Cobalt Health was founded in 2009.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4778", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9004: employee Callum M., hired 19 September 2023, separated 08 October 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-9004 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$13,000", "2": "$3,000", "3": "$2,475"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Cedar Retail Group was founded in 1976.\n- Tessa reports to Mateo.\n- Bruno works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Tessa works for Cobalt Health.\n- Bluepine Aviation is headquartered in Austin.\n- Mei reports to Tessa.\n- Nadia reports to Omar.\n- Elena reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Aisha reports to Mei.\n- Omar reports to Aisha.\n- Emeka reports to Bruno.\n- Omar works for Cobalt Health.\n- Cedar Retail Group is headquartered in Malmo.\n- Bluepine Aviation was founded in 1978.\n- Fernhill Foods is headquartered in Austin.\n- Mateo works for Bluepine Aviation.\n- Cobalt Health was founded in 2008.\n- Fernhill Foods was founded in 1991.\n- Bruno reports to Felix.\n- Emeka works for Fernhill Foods.\n- Felix reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4780", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4781", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Yuki reports to Anders.\n- Kenji works for Pinnacle Software.\n- Lattice Analytics is headquartered in Austin.\n- Bruno works for Ironwood Manufacturing.\n- Lucia reports to Pablo.\n- Elena works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Elena reports to Tobias.\n- Deshawn works for Pinnacle Software.\n- Zoya works for Fernhill Foods.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Leeds.\n- Fernhill Foods is headquartered in Austin.\n- Tobias works for Ironwood Manufacturing.\n- Bruno reports to Lucia.\n- Chiara reports to Yuki.\n- Viktor works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1995.\n- Kenji reports to Bruno.\n- Fernhill Foods was founded in 1975.\n- Lucia works for Pinnacle Software.\n- Lattice Analytics was founded in 1995.\n- Tobias reports to Chiara.\n- Pablo reports to Deshawn.\n- Zoya reports to Viktor.\n- Anders works for Ironwood Manufacturing.\n- Yuki works for Pinnacle Software.\n- Deshawn reports to Zoya.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Aisha works for Atlas Freight.\n- Sanne reports to Lucia.\n- Atlas Freight was founded in 1983.\n- Omar reports to Sanne.\n- Aisha reports to Hana.\n- Dmitri reports to Aisha.\n- Pinnacle Software is headquartered in Halifax.\n- Hana works for Northwind Systems.\n- Elena reports to Omar.\n- Cedar Retail Group was founded in 2010.\n- Lucia reports to Dmitri.\n- Lucia works for Atlas Freight.\n- Northwind Systems is headquartered in Turku.\n- Dmitri works for Pinnacle Software.\n- Atlas Freight is headquartered in Turku.\n- Omar works for Pinnacle Software.\n- Sanne works for Atlas Freight.\n- Pinnacle Software was founded in 1983.\n- Northwind Systems was founded in 2007.\n- Hana reports to Felix.\n- Felix works for Pinnacle Software.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4784", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4785", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1903: employee Dmitri S., hired 03 August 2023, separated 17 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-1903 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,625", "2": "$13,000", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4786", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Amara.\n- Callum reports to Priya.\n- Cedar Retail Group was founded in 2000.\n- Dmitri works for Lattice Analytics.\n- Lucia reports to Wren.\n- Leila reports to Tessa.\n- Callum works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Omar reports to Leila.\n- Omar works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Tessa reports to Lucia.\n- Cedar Retail Group is headquartered in Austin.\n- Crescent Telecom is headquartered in Bergen.\n- Wren works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Amara reports to Mateo.\n- Priya reports to Omar.\n- Amara works for Cedar Retail Group.\n- Summit Energy was founded in 1988.\n- Summit Energy is headquartered in Bergen.\n- Crescent Telecom was founded in 2006.\n- Priya works for Summit Energy.\n- Dmitri reports to Callum.\n- Lattice Analytics was founded in 2015.\n- Lucia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4788", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4789", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7800: employee Amara B., hired 15 December 2020, separated 04 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7800?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Chiara.\n- Tessa works for Beacon Insurance.\n- Dmitri reports to Deshawn.\n- Omar reports to Aisha.\n- Lattice Analytics is headquartered in Dunedin.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Viktor reports to Dmitri.\n- Helios Logistics is headquartered in Porto.\n- Felix reports to Viktor.\n- Chiara works for Helios Logistics.\n- Dmitri works for Lattice Analytics.\n- Deshawn works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Deshawn reports to Tessa.\n- Summit Energy was founded in 2009.\n- Chiara reports to Omar.\n- Helios Logistics was founded in 1981.\n- Lattice Analytics was founded in 2015.\n- Viktor works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Beacon Insurance was founded in 1986.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tessa.\n- Kenji works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Tessa works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1993.\n- Fernhill Foods was founded in 1983.\n- Amara reports to Leila.\n- Stefan works for Helios Logistics.\n- Callum works for Fernhill Foods.\n- Lattice Analytics was founded in 1981.\n- Zoya reports to Nadia.\n- Fernhill Foods is headquartered in Porto.\n- Lattice Analytics is headquartered in Lyon.\n- Nadia reports to Kenji.\n- Zoya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Adelaide.\n- Leila reports to Zoya.\n- Nadia works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1975.\n- Kenji reports to Stefan.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Amara works for Ironwood Manufacturing.\n- Callum reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4792", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4793", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4794", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4795", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8979: employee Dmitri A., hired 24 April 2022, separated 31 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8979?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4796", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8272: employee Ingrid K., hired 26 December 2020, separated 06 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8272?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4797", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1069: employee Omar A., hired 25 December 2020, separated 19 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1069?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4798", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4799", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 7, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7796: employee Wren S., hired 18 November 2024, separated 08 October 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-7796 under the controlling rules.", "criteria": {"0": "$3,375", "1": "$3,300", "2": "$2,300", "3": "$14,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4800", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1296: employee Elena B., hired 12 September 2020, separated 10 March 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1296?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4801", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4802", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 January 2023): For employees hired on or after 05 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1403: employee Deshawn T., hired 06 October 2021, separated 02 May 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1403?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4803", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Lattice Analytics was founded in 2002.\n- Crescent Telecom was founded in 1980.\n- Leila works for Lattice Analytics.\n- Callum reports to Pablo.\n- Chiara reports to Callum.\n- Aisha reports to Viktor.\n- Northwind Systems was founded in 1998.\n- Leila reports to Chiara.\n- Felix works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Sofia reports to Mei.\n- Lattice Analytics is headquartered in Oslo.\n- Crescent Telecom is headquartered in Porto.\n- Hana reports to Felix.\n- Northwind Systems is headquartered in Porto.\n- Aisha works for Lattice Analytics.\n- Amara reports to Aisha.\n- Mei reports to Sanne.\n- Callum works for Meridian Bank.\n- Viktor works for Northwind Systems.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Amara.\n- Pablo reports to Sofia.\n- Chiara works for Lattice Analytics.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 1990.\n- Mei works for Northwind Systems.\n- Felix reports to Leila.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4805", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6066: employee Priya B., hired 10 March 2022, separated 03 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6066?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4806", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 3, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4745: employee Chiara T., hired 10 March 2021, separated 18 September 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4745?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4807", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9775: employee Tobias T., hired 29 March 2024, separated 23 September 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-9775 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$3,000", "2": "$3,500", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4808", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5199: employee Emeka B., hired 05 October 2022, separated 24 November 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-5199 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$11,231", "3": "$7,269"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Stefan.\n- Wren reports to Viktor.\n- Vantage Air is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1979.\n- Tessa reports to Callum.\n- Callum reports to Zoya.\n- Helios Logistics is headquartered in Adelaide.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Zoya reports to Jonas.\n- Bruno works for Vantage Air.\n- Callum works for Vantage Air.\n- Stefan works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.\n- Bruno reports to Wren.\n- Crescent Telecom is headquartered in Adelaide.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1984.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 2003.\n- Jonas works for Cedar Retail Group.\n- Stefan reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4810", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Brno.\n- Priya works for Crescent Telecom.\n- Cedar Retail Group was founded in 1989.\n- Ravi reports to Amara.\n- Ravi works for Cedar Retail Group.\n- Leila works for Fernhill Foods.\n- Crescent Telecom was founded in 2009.\n- Pablo reports to Emeka.\n- Amara reports to Mei.\n- Helios Logistics was founded in 1985.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Anders works for Helios Logistics.\n- Fernhill Foods was founded in 1986.\n- Amara works for Fernhill Foods.\n- Leila reports to Priya.\n- Emeka reports to Anders.\n- Mei reports to Pablo.\n- Priya reports to Ravi.\n- Helios Logistics is headquartered in Brno.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4812", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4813", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4814", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4815", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4816", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4817", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4818", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2240: employee Mateo M., hired 08 April 2023, separated 08 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2240?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4819", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4820", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Viktor works for Cobalt Health.\n- Priya works for Summit Energy.\n- Priya reports to Lucia.\n- Jonas reports to Pablo.\n- Pablo reports to Kenji.\n- Elena works for Northwind Systems.\n- Cobalt Health was founded in 2006.\n- Pablo works for Cobalt Health.\n- Meridian Bank is headquartered in Brno.\n- Wren works for Cobalt Health.\n- Summit Energy was founded in 2009.\n- Northwind Systems was founded in 1988.\n- Sanne works for Summit Energy.\n- Northwind Systems is headquartered in Halifax.\n- Stefan reports to Jonas.\n- Viktor reports to Priya.\n- Cobalt Health is headquartered in Valencia.\n- Lucia works for Meridian Bank.\n- Lucia reports to Tobias.\n- Jonas works for Summit Energy.\n- Deshawn works for Northwind Systems.\n- Summit Energy is headquartered in Brno.\n- Deshawn reports to Stefan.\n- Stefan works for Summit Energy.\n- Kenji works for Summit Energy.\n- Meridian Bank was founded in 2010.\n- Kenji reports to Sanne.\n- Sanne reports to Wren.\n- Wren reports to Viktor.\n- Tobias reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4822", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4823", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Chiara.\n- Ingrid works for Cobalt Health.\n- Omar works for Fernhill Foods.\n- Kenji works for Crescent Telecom.\n- Amara works for Ironwood Manufacturing.\n- Zoya works for Fernhill Foods.\n- Cobalt Health is headquartered in Valencia.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Fernhill Foods was founded in 1975.\n- Tobias reports to Ingrid.\n- Ingrid reports to Lucia.\n- Kenji reports to Tobias.\n- Amara reports to Mei.\n- Ironwood Manufacturing was founded in 1981.\n- Hana reports to Kenji.\n- Zoya reports to Amara.\n- Crescent Telecom was founded in 1986.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Omar reports to Hana.\n- Tobias works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1990.\n- Mei works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Chiara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4825", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4826", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4827", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Aisha.\n- Bluepine Aviation was founded in 1982.\n- Callum works for Summit Energy.\n- Tobias works for Summit Energy.\n- Beacon Insurance was founded in 1991.\n- Mateo reports to Yuki.\n- Beacon Insurance is headquartered in Tampere.\n- Ravi works for Bluepine Aviation.\n- Dmitri reports to Tobias.\n- Mateo works for Vantage Air.\n- Summit Energy was founded in 2010.\n- Aisha reports to Amara.\n- Dmitri works for Summit Energy.\n- Tobias reports to Ravi.\n- Summit Energy is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Turku.\n- Amara works for Vantage Air.\n- Ravi reports to Mateo.\n- Amara reports to Dmitri.\n- Vantage Air was founded in 1997.\n- Yuki works for Bluepine Aviation.\n- Aisha works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4829", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4830", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4084: employee Hana A., hired 02 June 2021, separated 23 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4084?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4831", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1983.\n- Stefan works for Beacon Insurance.\n- Priya reports to Stefan.\n- Vantage Air was founded in 2008.\n- Pablo reports to Priya.\n- Beacon Insurance is headquartered in Oslo.\n- Nadia works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Vantage Air is headquartered in Adelaide.\n- Yuki reports to Zoya.\n- Summit Energy is headquartered in Adelaide.\n- Zoya works for Helios Logistics.\n- Elena reports to Lucia.\n- Priya works for Beacon Insurance.\n- Summit Energy was founded in 2013.\n- Elena works for Beacon Insurance.\n- Helios Logistics is headquartered in Oslo.\n- Pablo works for Helios Logistics.\n- Nadia reports to Elena.\n- Beacon Insurance was founded in 1982.\n- Zoya reports to Pablo.\n- Stefan reports to Nadia.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4833", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4385: employee Bruno M., hired 10 February 2024, separated 13 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4385?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4834", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6843: employee Nadia S., hired 22 August 2022, separated 11 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6843?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4835", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4836", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1693: employee Hana A., hired 17 October 2020, separated 01 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1693?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4837", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4838", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4839", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4840", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5981: employee Chiara M., hired 22 August 2022, separated 27 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5981?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4841", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4842", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Callum reports to Felix.\n- Lucia reports to Bruno.\n- Mei works for Cobalt Health.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Cobalt Health was founded in 1995.\n- Sanne reports to Tessa.\n- Bruno works for Cedar Retail Group.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Cedar Retail Group is headquartered in Valencia.\n- Kenji works for Cobalt Health.\n- Tessa reports to Callum.\n- Cobalt Health is headquartered in Valencia.\n- Mei reports to Kenji.\n- Bluepine Aviation was founded in 2015.\n- Summit Energy is headquartered in Turku.\n- Kenji reports to Sanne.\n- Cedar Retail Group was founded in 2012.\n- Sanne works for Bluepine Aviation.\n- Bruno reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4844", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4845", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5161: employee Mateo K., hired 26 September 2021, separated 27 October 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5161?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5161 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Zoya.\n- Meridian Bank was founded in 1996.\n- Deshawn reports to Stefan.\n- Bruno works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Hana.\n- Tessa works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Cork.\n- Tessa reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Hana works for Fernhill Foods.\n- Zoya works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Fernhill Foods is headquartered in Cork.\n- Bruno reports to Tessa.\n- Stefan works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1995.\n- Stefan reports to Lucia.\n- Hana reports to Bruno.\n- Deshawn works for Cedar Retail Group.\n- Fernhill Foods was founded in 2006.\n- Zoya reports to Deshawn.\n- Cedar Retail Group was founded in 1988.\n- Cedar Retail Group is headquartered in Cork.\n- Jonas reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2001", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4847", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Zoya.\n- Beacon Insurance was founded in 2006.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Yuki reports to Stefan.\n- Stefan reports to Leila.\n- Omar works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Leila reports to Elena.\n- Beacon Insurance is headquartered in Nagoya.\n- Aisha reports to Yuki.\n- Summit Energy was founded in 1982.\n- Summit Energy is headquartered in Nagoya.\n- Elena works for Beacon Insurance.\n- Zoya reports to Sofia.\n- Stefan works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Omar reports to Kenji.\n- Sofia works for Summit Energy.\n- Chiara reports to Aisha.\n- Elena reports to Omar.\n- Cobalt Health is headquartered in Nagoya.\n- Cobalt Health was founded in 1982.\n- Northwind Systems is headquartered in Brno.\n- Chiara works for Summit Energy.\n- Aisha works for Summit Energy.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Callum.\n- Emeka works for Cedar Retail Group.\n- Tobias reports to Viktor.\n- Omar works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Mateo reports to Bruno.\n- Cedar Retail Group is headquartered in Porto.\n- Cobalt Health is headquartered in Bergen.\n- Viktor works for Meridian Bank.\n- Bruno reports to Tobias.\n- Cedar Retail Group was founded in 1985.\n- Bruno works for Cobalt Health.\n- Omar reports to Emeka.\n- Chiara works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Emeka reports to Mateo.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Chiara reports to Omar.\n- Viktor reports to Sofia.\n- Tobias works for Cedar Retail Group.\n- Meridian Bank is headquartered in Lyon.\n- Sofia works for Cobalt Health.\n- Helios Logistics is headquartered in Lyon.\n- Mateo works for Helios Logistics.\n- Meridian Bank was founded in 2004.\n- Helios Logistics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mateo.\n- Bluepine Aviation was founded in 2001.\n- Yuki works for Vantage Air.\n- Yuki reports to Kenji.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mateo works for Vantage Air.\n- Pablo reports to Mei.\n- Viktor works for Vantage Air.\n- Elena reports to Pablo.\n- Anders works for Cobalt Health.\n- Ingrid works for Beacon Insurance.\n- Cobalt Health is headquartered in Bergen.\n- Beacon Insurance is headquartered in Bergen.\n- Ingrid reports to Viktor.\n- Stefan works for Cobalt Health.\n- Tobias reports to Zoya.\n- Viktor reports to Anders.\n- Kenji works for Vantage Air.\n- Tobias works for Vantage Air.\n- Zoya works for Vantage Air.\n- Mei works for Beacon Insurance.\n- Mei reports to Ingrid.\n- Zoya reports to Yuki.\n- Pablo works for Vantage Air.\n- Cobalt Health was founded in 1988.\n- Anders reports to Stefan.\n- Elena works for Vantage Air.\n- Mateo reports to Tobias.\n- Beacon Insurance was founded in 2006.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2002", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Lyon.\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics was founded in 2011.\n- Amara works for Cedar Retail Group.\n- Sofia works for Cobalt Health.\n- Sofia reports to Amara.\n- Elena reports to Emeka.\n- Dmitri works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2008.\n- Cobalt Health is headquartered in Halifax.\n- Elena works for Bluepine Aviation.\n- Dmitri reports to Stefan.\n- Callum reports to Sofia.\n- Stefan reports to Callum.\n- Callum works for Bluepine Aviation.\n- Emeka reports to Yuki.\n- Bluepine Aviation was founded in 1976.\n- Amara reports to Elena.\n- Stefan works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 2001.\n- Felix works for Vantage Air.\n- Amara works for Cobalt Health.\n- Callum reports to Kenji.\n- Dmitri works for Helios Logistics.\n- Cobalt Health is headquartered in Oslo.\n- Tobias reports to Callum.\n- Lattice Analytics was founded in 1983.\n- Lattice Analytics is headquartered in Oslo.\n- Helios Logistics is headquartered in Nagoya.\n- Felix reports to Tobias.\n- Ingrid works for Lattice Analytics.\n- Cobalt Health was founded in 1985.\n- Dmitri reports to Elena.\n- Kenji works for Cobalt Health.\n- Callum works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Kenji reports to Ingrid.\n- Amara reports to Dmitri.\n- Tobias works for Helios Logistics.\n- Ingrid reports to Amara.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4853", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4854", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8912: employee Yuki A., hired 07 February 2023, separated 14 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8912?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4855", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4856", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4857", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4858", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1680: employee Ingrid B., hired 18 July 2021, separated 08 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1680?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Bruno reports to Kenji.\n- Tessa works for Summit Energy.\n- Pinnacle Software is headquartered in Dunedin.\n- Elena works for Fernhill Foods.\n- Elena reports to Dmitri.\n- Jonas reports to Nadia.\n- Tessa reports to Emeka.\n- Dmitri works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Lattice Analytics was founded in 1991.\n- Kenji reports to Tessa.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software was founded in 1983.\n- Viktor reports to Bruno.\n- Fernhill Foods is headquartered in Lyon.\n- Summit Energy was founded in 2007.\n- Chiara works for Fernhill Foods.\n- Bruno works for Lattice Analytics.\n- Chiara reports to Viktor.\n- Dmitri reports to Jonas.\n- Jonas works for Summit Energy.\n- Kenji works for Summit Energy.\n- Nadia reports to Chiara.\n- Summit Energy is headquartered in Dunedin.\n- Fernhill Foods was founded in 1988.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4860", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7228: employee Felix A., hired 11 December 2021, separated 05 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7228?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mei.\n- Chiara works for Meridian Bank.\n- Ravi reports to Wren.\n- Bluepine Aviation is headquartered in Ghent.\n- Jonas works for Cedar Retail Group.\n- Tobias reports to Jonas.\n- Cedar Retail Group was founded in 2005.\n- Bluepine Aviation was founded in 2009.\n- Mei reports to Mateo.\n- Cedar Retail Group is headquartered in Brno.\n- Jonas reports to Tessa.\n- Wren reports to Kenji.\n- Meridian Bank is headquartered in Austin.\n- Zoya works for Atlas Freight.\n- Chiara reports to Emeka.\n- Mateo works for Atlas Freight.\n- Meridian Bank was founded in 2005.\n- Tessa reports to Zoya.\n- Tessa works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Kenji works for Cedar Retail Group.\n- Atlas Freight is headquartered in Ghent.\n- Mateo reports to Tobias.\n- Zoya reports to Chiara.\n- Pablo works for Cedar Retail Group.\n- Kenji reports to Pablo.\n- Ravi works for Meridian Bank.\n- Atlas Freight was founded in 1979.\n- Tobias works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1974", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Helios Logistics is headquartered in Malmo.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Anders works for Beacon Insurance.\n- Crescent Telecom was founded in 1986.\n- Stefan reports to Ingrid.\n- Sanne works for Crescent Telecom.\n- Helios Logistics was founded in 1976.\n- Beacon Insurance was founded in 1994.\n- Elena works for Helios Logistics.\n- Leila reports to Elena.\n- Stefan works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Pablo works for Beacon Insurance.\n- Ingrid reports to Chiara.\n- Sanne reports to Anders.\n- Leila works for Helios Logistics.\n- Kenji reports to Leila.\n- Aisha works for Crescent Telecom.\n- Cobalt Health is headquartered in Tallinn.\n- Pablo reports to Stefan.\n- Elena reports to Pablo.\n- Cobalt Health was founded in 1985.\n- Chiara reports to Sanne.\n- Kenji works for Helios Logistics.\n- Aisha reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4863", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge", "4": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4864", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4865", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6818: employee Deshawn R., hired 23 August 2019, separated 13 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-6818?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4866", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Zoya.\n- Atlas Freight was founded in 2008.\n- Viktor works for Atlas Freight.\n- Lucia works for Lattice Analytics.\n- Felix reports to Tessa.\n- Zoya works for Atlas Freight.\n- Wren works for Cedar Retail Group.\n- Atlas Freight is headquartered in Porto.\n- Mei works for Atlas Freight.\n- Mei reports to Kenji.\n- Lattice Analytics was founded in 1977.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Dmitri reports to Lucia.\n- Kenji works for Summit Energy.\n- Pablo works for Atlas Freight.\n- Summit Energy is headquartered in Brno.\n- Dmitri works for Atlas Freight.\n- Ingrid reports to Viktor.\n- Lucia reports to Mei.\n- Tessa works for Cedar Retail Group.\n- Summit Energy was founded in 1982.\n- Ingrid works for Lattice Analytics.\n- Wren reports to Ingrid.\n- Pablo reports to Felix.\n- Zoya reports to Stefan.\n- Stefan reports to Dmitri.\n- Stefan works for Lattice Analytics.\n- Viktor reports to Pablo.\n- Felix works for Atlas Freight.\n- Cedar Retail Group was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1975", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4868", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4869", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4870", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4871", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4872", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4873", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sanne.\n- Deshawn works for Lattice Analytics.\n- Felix works for Atlas Freight.\n- Felix reports to Tobias.\n- Mara works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Anders works for Lattice Analytics.\n- Sofia reports to Callum.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Anders reports to Hana.\n- Atlas Freight is headquartered in Cork.\n- Sanne works for Atlas Freight.\n- Beacon Insurance is headquartered in Leeds.\n- Sanne reports to Anders.\n- Tobias reports to Mara.\n- Hana reports to Ingrid.\n- Ingrid reports to Leila.\n- Deshawn reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Callum reports to Felix.\n- Atlas Freight was founded in 1988.\n- Lattice Analytics is headquartered in Cork.\n- Emeka works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Bluepine Aviation was founded in 2001.\n- Tobias works for Bluepine Aviation.\n- Beacon Insurance was founded in 1989.\n- Lattice Analytics was founded in 2010.\n- Leila reports to Deshawn.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1983", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4875", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4876", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5777: employee Dmitri A., hired 01 July 2021, separated 14 January 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-5777 under the controlling rules.", "criteria": {"0": "$76,500", "1": "$19,654", "2": "$17,524", "3": "$17,654"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4877", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Vantage Air is headquartered in Brno.\n- Mei works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Felix works for Vantage Air.\n- Cobalt Health is headquartered in Oslo.\n- Sanne works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Dmitri works for Crescent Telecom.\n- Viktor reports to Priya.\n- Mei reports to Dmitri.\n- Sanne reports to Mei.\n- Crescent Telecom was founded in 2013.\n- Dmitri reports to Viktor.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Priya reports to Hana.\n- Meridian Bank was founded in 1992.\n- Felix reports to Sanne.\n- Cobalt Health was founded in 2002.\n- Elena reports to Felix.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4879", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4880", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Emeka works for Ironwood Manufacturing.\n- Sofia reports to Anders.\n- Chiara reports to Dmitri.\n- Pablo works for Crescent Telecom.\n- Cobalt Health is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Dunedin.\n- Dmitri reports to Leila.\n- Emeka reports to Sofia.\n- Bluepine Aviation was founded in 1979.\n- Dmitri works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Halifax.\n- Leila works for Crescent Telecom.\n- Priya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Callum reports to Chiara.\n- Anders works for Crescent Telecom.\n- Anders reports to Callum.\n- Chiara works for Ironwood Manufacturing.\n- Bruno reports to Emeka.\n- Priya works for Ironwood Manufacturing.\n- Bruno works for Bluepine Aviation.\n- Crescent Telecom was founded in 1979.\n- Leila reports to Priya.\n- Cobalt Health was founded in 2001.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4882", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2035: employee Anders A., hired 18 September 2023, separated 08 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2035?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4883", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7926: employee Elena R., hired 04 December 2023, separated 25 January 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7926?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4884", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4885", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4886", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4887", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3786: employee Jonas S., hired 17 April 2022, separated 04 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3786?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4888", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9449: employee Dmitri M., hired 08 December 2022, separated 10 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9449?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2014.\n- Northwind Systems is headquartered in Dunedin.\n- Kenji works for Northwind Systems.\n- Omar works for Cobalt Health.\n- Felix reports to Aisha.\n- Aisha reports to Anders.\n- Lattice Analytics is headquartered in Valencia.\n- Sanne reports to Mei.\n- Mei works for Northwind Systems.\n- Amara reports to Omar.\n- Helios Logistics was founded in 2006.\n- Kenji reports to Amara.\n- Aisha works for Helios Logistics.\n- Felix works for Lattice Analytics.\n- Anders reports to Sanne.\n- Northwind Systems was founded in 1994.\n- Anders works for Helios Logistics.\n- Cobalt Health was founded in 1980.\n- Mei reports to Kenji.\n- Amara works for Helios Logistics.\n- Cobalt Health is headquartered in Dunedin.\n- Helios Logistics is headquartered in Valencia.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4890", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8049: employee Ingrid R., hired 20 September 2019, separated 17 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8049?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4891", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1976.\n- Hana works for Lattice Analytics.\n- Ingrid reports to Ravi.\n- Tessa reports to Hana.\n- Ravi works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Anders.\n- Atlas Freight was founded in 1988.\n- Fernhill Foods was founded in 1983.\n- Ravi reports to Aisha.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Hana reports to Felix.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Ghent.\n- Aisha reports to Tessa.\n- Anders works for Lattice Analytics.\n- Felix reports to Chiara.\n- Fernhill Foods is headquartered in Ghent.\n- Lattice Analytics was founded in 1987.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4893", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4894", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1121: employee Mateo R., hired 10 December 2020, separated 08 March 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1121?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4895", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "book_flight", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Summit Energy is headquartered in Oslo.\n- Ravi reports to Sofia.\n- Sofia reports to Felix.\n- Yuki reports to Chiara.\n- Sanne reports to Ravi.\n- Tobias reports to Emeka.\n- Felix works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Sanne.\n- Omar reports to Yuki.\n- Yuki works for Summit Energy.\n- Chiara reports to Tobias.\n- Chiara works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Valencia.\n- Crescent Telecom is headquartered in Ghent.\n- Summit Energy was founded in 1990.\n- Cedar Retail Group was founded in 2000.\n- Sofia works for Cedar Retail Group.\n- Omar works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Crescent Telecom was founded in 1991.\n- Sanne works for Summit Energy.\n- Felix reports to Deshawn.\n- Beacon Insurance was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mateo.\n- Callum reports to Ravi.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2001.\n- Ravi works for Atlas Freight.\n- Fernhill Foods was founded in 2011.\n- Mateo reports to Callum.\n- Atlas Freight was founded in 1982.\n- Nadia reports to Anders.\n- Leila works for Atlas Freight.\n- Callum works for Bluepine Aviation.\n- Viktor works for Atlas Freight.\n- Elena reports to Viktor.\n- Anders reports to Stefan.\n- Stefan works for Fernhill Foods.\n- Mara works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Stefan reports to Elena.\n- Nadia works for Atlas Freight.\n- Leila reports to Bruno.\n- Mara reports to Sanne.\n- Bluepine Aviation was founded in 2006.\n- Mateo works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tampere.\n- Ravi reports to Leila.\n- Bruno works for Atlas Freight.\n- Cedar Retail Group is headquartered in Austin.\n- Elena works for Atlas Freight.\n- Fernhill Foods is headquartered in Austin.\n- Bruno reports to Mara.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4898", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6535: employee Wren K., hired 08 April 2023, separated 06 July 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-6535 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,125", "2": "$5,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4899", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4900", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7494: employee Mei S., hired 12 March 2022, separated 28 July 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7494?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Bruno works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Nadia works for Northwind Systems.\n- Meridian Bank is headquartered in Brno.\n- Pinnacle Software was founded in 2002.\n- Tessa reports to Tobias.\n- Pinnacle Software is headquartered in Leeds.\n- Mateo reports to Jonas.\n- Omar reports to Nadia.\n- Northwind Systems is headquartered in Leeds.\n- Meridian Bank was founded in 1996.\n- Aisha works for Pinnacle Software.\n- Omar works for Meridian Bank.\n- Aisha reports to Omar.\n- Jonas reports to Bruno.\n- Ravi works for Northwind Systems.\n- Nadia reports to Wren.\n- Lattice Analytics was founded in 1979.\n- Jonas works for Lattice Analytics.\n- Northwind Systems was founded in 1988.\n- Lattice Analytics is headquartered in Turku.\n- Bruno reports to Ravi.\n- Tobias works for Northwind Systems.\n- Tobias reports to Aisha.\n- Wren works for Northwind Systems.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4902", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4903", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 3, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 August 2025): For employees hired on or after 09 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5781: employee Hana K., hired 03 April 2025, separated 08 December 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5781?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-4904", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4905", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4906", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4907", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8895: employee Kenji B., hired 04 January 2022, separated 16 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8895?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1983.\n- Ravi works for Crescent Telecom.\n- Vantage Air is headquartered in Cork.\n- Leila reports to Nadia.\n- Bruno reports to Amara.\n- Leila works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Dmitri works for Crescent Telecom.\n- Northwind Systems is headquartered in Ghent.\n- Priya reports to Viktor.\n- Chiara reports to Bruno.\n- Northwind Systems was founded in 2002.\n- Priya works for Northwind Systems.\n- Nadia reports to Chiara.\n- Cobalt Health is headquartered in Cork.\n- Amara reports to Ravi.\n- Vantage Air was founded in 1984.\n- Nadia works for Crescent Telecom.\n- Viktor reports to Callum.\n- Amara works for Vantage Air.\n- Dmitri reports to Leila.\n- Jonas reports to Priya.\n- Bruno works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Stefan works for Vantage Air.\n- Callum reports to Stefan.\n- Crescent Telecom is headquartered in Bergen.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 2004.\n- Stefan reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4909", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 March 2025): For employees hired on or after 28 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5747: employee Anders M., hired 26 October 2022, separated 22 September 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5747?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Viktor reports to Sofia.\n- Atlas Freight was founded in 1998.\n- Zoya works for Atlas Freight.\n- Callum works for Ironwood Manufacturing.\n- Hana reports to Stefan.\n- Tobias works for Summit Energy.\n- Zoya reports to Hana.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Deshawn works for Summit Energy.\n- Callum reports to Viktor.\n- Stefan reports to Deshawn.\n- Sofia works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1987.\n- Sofia reports to Zoya.\n- Summit Energy was founded in 2007.\n- Pinnacle Software is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Mara works for Meridian Bank.\n- Chiara works for Fernhill Foods.\n- Tobias reports to Mateo.\n- Elena reports to Chiara.\n- Mara reports to Aisha.\n- Northwind Systems was founded in 2006.\n- Dmitri works for Northwind Systems.\n- Callum reports to Wren.\n- Dmitri reports to Tobias.\n- Aisha reports to Dmitri.\n- Chiara reports to Nadia.\n- Wren works for Meridian Bank.\n- Mateo works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Fernhill Foods is headquartered in Austin.\n- Callum works for Atlas Freight.\n- Meridian Bank is headquartered in Basel.\n- Nadia works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Mateo reports to Callum.\n- Atlas Freight is headquartered in Basel.\n- Elena works for Meridian Bank.\n- Fernhill Foods was founded in 1989.\n- Wren reports to Elena.\n- Atlas Freight was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Mei works for Vantage Air.\n- Callum works for Beacon Insurance.\n- Cobalt Health is headquartered in Malmo.\n- Pablo reports to Wren.\n- Vantage Air is headquartered in Cork.\n- Cobalt Health was founded in 1977.\n- Bruno reports to Ravi.\n- Jonas reports to Ingrid.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Malmo.\n- Wren reports to Callum.\n- Chiara works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Nadia reports to Mei.\n- Ingrid reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Ravi works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Ravi reports to Nadia.\n- Wren works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 2005.\n- Ingrid works for Beacon Insurance.\n- Callum reports to Mateo.\n- Mateo reports to Chiara.\n- Ironwood Manufacturing was founded in 2015.\n- Aisha reports to Pablo.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2009", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4913", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4914", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4915", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 November 2025): For employees hired on or after 07 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5961: employee Omar B., hired 28 July 2025, separated 30 April 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-5961 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$3,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4916", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4917", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4918", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 26 September 2022): For employees hired on or after 26 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7094: employee Pablo B., hired 12 March 2019, separated 02 October 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7094?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1978.\n- Wren works for Beacon Insurance.\n- Deshawn works for Cedar Retail Group.\n- Sofia works for Summit Energy.\n- Priya works for Beacon Insurance.\n- Omar reports to Deshawn.\n- Aisha works for Cedar Retail Group.\n- Summit Energy was founded in 1990.\n- Cedar Retail Group is headquartered in Austin.\n- Wren reports to Bruno.\n- Mei reports to Omar.\n- Kenji works for Beacon Insurance.\n- Bruno reports to Priya.\n- Omar works for Cedar Retail Group.\n- Sofia reports to Wren.\n- Helios Logistics is headquartered in Tampere.\n- Helios Logistics was founded in 1978.\n- Deshawn reports to Aisha.\n- Cedar Retail Group was founded in 1986.\n- Beacon Insurance is headquartered in Oslo.\n- Bruno works for Helios Logistics.\n- Ravi reports to Sofia.\n- Summit Energy is headquartered in Oslo.\n- Ravi works for Beacon Insurance.\n- Aisha reports to Ravi.\n- Mei works for Cedar Retail Group.\n- Kenji reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4920", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9798: employee Jonas B., hired 13 September 2022, separated 17 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9798?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ingrid.\n- Pinnacle Software is headquartered in Tampere.\n- Vantage Air was founded in 1987.\n- Mateo reports to Nadia.\n- Mei works for Vantage Air.\n- Anders reports to Priya.\n- Sofia reports to Mateo.\n- Priya works for Helios Logistics.\n- Viktor reports to Sofia.\n- Mateo works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Helios Logistics was founded in 1977.\n- Cobalt Health is headquartered in Oslo.\n- Felix works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Mei reports to Anders.\n- Pinnacle Software was founded in 1999.\n- Anders works for Pinnacle Software.\n- Viktor works for Cobalt Health.\n- Ingrid reports to Viktor.\n- Bruno works for Pinnacle Software.\n- Ingrid works for Helios Logistics.\n- Cobalt Health was founded in 1988.\n- Sofia works for Vantage Air.\n- Felix reports to Mei.\n- Helios Logistics is headquartered in Adelaide.\n- Priya reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1983", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4922", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4923", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4924", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 73265, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4925", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4926", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4927", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4928", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4929", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 30 November 2025): For employees hired on or after 30 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3181: employee Nadia M., hired 08 July 2024, separated 10 March 2027 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3181?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4930", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Anders reports to Mei.\n- Hana reports to Aisha.\n- Hana works for Atlas Freight.\n- Meridian Bank was founded in 1991.\n- Mara works for Summit Energy.\n- Atlas Freight was founded in 2014.\n- Zoya works for Summit Energy.\n- Mei reports to Hana.\n- Bruno works for Pinnacle Software.\n- Felix works for Meridian Bank.\n- Mara reports to Anders.\n- Summit Energy is headquartered in Dunedin.\n- Ravi reports to Kenji.\n- Meridian Bank is headquartered in Dunedin.\n- Bruno reports to Felix.\n- Zoya reports to Ravi.\n- Pinnacle Software is headquartered in Halifax.\n- Summit Energy was founded in 1990.\n- Kenji works for Pinnacle Software.\n- Anders works for Atlas Freight.\n- Aisha works for Pinnacle Software.\n- Felix reports to Zoya.\n- Pinnacle Software was founded in 2014.\n- Kenji reports to Mara.\n- Atlas Freight is headquartered in Nagoya.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2012", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4932", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5512: employee Bruno T., hired 24 February 2023, separated 11 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5512?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4933", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4586: employee Stefan A., hired 09 February 2020, separated 21 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-4586 under the controlling rules.", "criteria": {"0": "$32,067", "1": "$7,350", "2": "$6,400", "3": "$7,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-4934", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4935", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4936", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 10191 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4937", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Yuki.\n- Meridian Bank is headquartered in Adelaide.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara reports to Stefan.\n- Atlas Freight was founded in 1986.\n- Stefan works for Meridian Bank.\n- Felix works for Atlas Freight.\n- Meridian Bank was founded in 1994.\n- Stefan reports to Felix.\n- Amara works for Vantage Air.\n- Omar works for Meridian Bank.\n- Omar reports to Kenji.\n- Zoya reports to Amara.\n- Vantage Air was founded in 1977.\n- Chiara works for Atlas Freight.\n- Yuki reports to Emeka.\n- Yuki works for Ironwood Manufacturing.\n- Emeka reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Oslo.\n- Kenji works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Felix reports to Zoya.\n- Aisha reports to Omar.\n- Ironwood Manufacturing was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Sofia reports to Bruno.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 1989.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Mateo reports to Priya.\n- Meridian Bank was founded in 1996.\n- Priya reports to Sofia.\n- Lattice Analytics is headquartered in Valencia.\n- Hana works for Northwind Systems.\n- Lattice Analytics was founded in 1998.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Deshawn.\n- Hana reports to Mateo.\n- Emeka works for Meridian Bank.\n- Crescent Telecom was founded in 2003.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Deshawn works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Tessa reports to Emeka.\n- Emeka reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-4940", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Northwind Systems.\n- Mara reports to Deshawn.\n- Ravi works for Bluepine Aviation.\n- Summit Energy was founded in 1990.\n- Bruno reports to Ravi.\n- Ingrid reports to Leila.\n- Jonas reports to Bruno.\n- Hana works for Bluepine Aviation.\n- Deshawn works for Summit Energy.\n- Ingrid works for Meridian Bank.\n- Amara works for Summit Energy.\n- Meridian Bank is headquartered in Malmo.\n- Bluepine Aviation was founded in 2011.\n- Mara works for Bluepine Aviation.\n- Meridian Bank was founded in 1983.\n- Ravi reports to Mara.\n- Summit Energy is headquartered in Bergen.\n- Deshawn reports to Ingrid.\n- Mateo reports to Amara.\n- Leila reports to Mateo.\n- Northwind Systems was founded in 1995.\n- Mateo works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Northwind Systems is headquartered in Malmo.\n- Amara reports to Hana.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Mei works for Vantage Air.\n- Pablo reports to Zoya.\n- Fernhill Foods was founded in 1993.\n- Zoya reports to Mei.\n- Sanne works for Vantage Air.\n- Wren works for Vantage Air.\n- Elena reports to Sanne.\n- Emeka works for Fernhill Foods.\n- Vantage Air was founded in 1996.\n- Cedar Retail Group is headquartered in Austin.\n- Wren reports to Emeka.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group was founded in 1992.\n- Lattice Analytics was founded in 1986.\n- Fernhill Foods is headquartered in Austin.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo works for Fernhill Foods.\n- Vantage Air is headquartered in Halifax.\n- Sanne reports to Wren.\n- Mateo reports to Pablo.\n- Emeka reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Chiara reports to Ingrid.\n- Chiara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1999.\n- Stefan works for Fernhill Foods.\n- Viktor works for Cedar Retail Group.\n- Pinnacle Software was founded in 2012.\n- Callum works for Pinnacle Software.\n- Sanne reports to Dmitri.\n- Kenji reports to Viktor.\n- Sanne works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Ingrid reports to Callum.\n- Cedar Retail Group is headquartered in Halifax.\n- Fernhill Foods was founded in 1980.\n- Lattice Analytics was founded in 1975.\n- Viktor reports to Chiara.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Callum reports to Stefan.\n- Dmitri reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4944", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9865: employee Dmitri A., hired 13 September 2023, separated 07 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9865?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-4945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tampere.\n- Ingrid reports to Dmitri.\n- Bluepine Aviation is headquartered in Oslo.\n- Ravi works for Lattice Analytics.\n- Bluepine Aviation was founded in 1976.\n- Lattice Analytics is headquartered in Oslo.\n- Fernhill Foods was founded in 1982.\n- Amara works for Pinnacle Software.\n- Amara reports to Stefan.\n- Ingrid works for Lattice Analytics.\n- Sofia reports to Ingrid.\n- Pinnacle Software was founded in 1975.\n- Hana works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Turku.\n- Hana reports to Amara.\n- Dmitri reports to Ravi.\n- Sofia works for Fernhill Foods.\n- Lattice Analytics was founded in 1977.\n- Stefan reports to Mei.\n- Mei reports to Sofia.\n- Mei works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Dmitri works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4946", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4947", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9188: employee Chiara S., hired 19 June 2023, separated 21 May 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2026-9188 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$4,000", "2": "$3,000", "3": "$2,850"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4948", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rollback", "2": "check_logs", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4949", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4950", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2013.\n- Lattice Analytics is headquartered in Brno.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics was founded in 2000.\n- Anders works for Lattice Analytics.\n- Felix works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Jonas works for Northwind Systems.\n- Bluepine Aviation is headquartered in Brno.\n- Viktor reports to Sanne.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 2006.\n- Anders reports to Jonas.\n- Sanne reports to Anders.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 1993.\n- Deshawn reports to Priya.\n- Dmitri reports to Deshawn.\n- Deshawn works for Lattice Analytics.\n- Jonas reports to Felix.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight is headquartered in Brno.\n- Felix reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4952", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9900: employee Emeka R., hired 03 January 2021, separated 15 December 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-9900 under the controlling rules.", "criteria": {"0": "$25,133", "1": "$5,800", "2": "$5,850", "3": "$3,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Yuki.\n- Vantage Air is headquartered in Turku.\n- Elena works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Deshawn works for Vantage Air.\n- Priya reports to Elena.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 1994.\n- Mateo works for Vantage Air.\n- Jonas reports to Wren.\n- Lattice Analytics is headquartered in Halifax.\n- Bruno reports to Deshawn.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Lattice Analytics was founded in 1975.\n- Elena reports to Jonas.\n- Vantage Air was founded in 1995.\n- Deshawn reports to Priya.\n- Wren reports to Mateo.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Priya works for Vantage Air.\n- Summit Energy is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4954", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "claim_luggage", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4955", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4956", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9538: employee Ingrid M., hired 07 January 2025, separated 18 July 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9538?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4957", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4958", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-4959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Stefan reports to Emeka.\n- Chiara works for Meridian Bank.\n- Lattice Analytics is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid reports to Nadia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Wren works for Lattice Analytics.\n- Chiara reports to Dmitri.\n- Stefan works for Lattice Analytics.\n- Northwind Systems was founded in 1991.\n- Bluepine Aviation was founded in 1999.\n- Nadia reports to Stefan.\n- Dmitri reports to Wren.\n- Meridian Bank was founded in 1994.\n- Emeka reports to Chiara.\n- Dmitri works for Meridian Bank.\n- Ingrid works for Bluepine Aviation.\n- Nadia works for Meridian Bank.\n- Lattice Analytics was founded in 1992.\n- Meridian Bank is headquartered in Tampere.\n- Ravi reports to Ingrid.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4960", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4961", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan", "4": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4962", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6053: employee Aisha T., hired 18 March 2022, separated 21 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6053?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4963", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Cobalt Health is headquartered in Austin.\n- Mateo reports to Tobias.\n- Mateo works for Bluepine Aviation.\n- Tobias works for Cobalt Health.\n- Atlas Freight was founded in 1977.\n- Cobalt Health was founded in 2013.\n- Felix reports to Mateo.\n- Amara works for Atlas Freight.\n- Bluepine Aviation was founded in 2012.\n- Stefan reports to Deshawn.\n- Deshawn reports to Amara.\n- Bluepine Aviation is headquartered in Bergen.\n- Elena reports to Yuki.\n- Cedar Retail Group was founded in 2006.\n- Amara reports to Felix.\n- Deshawn works for Bluepine Aviation.\n- Tobias reports to Mara.\n- Atlas Freight is headquartered in Halifax.\n- Yuki reports to Stefan.\n- Cedar Retail Group is headquartered in Halifax.\n- Mei works for Bluepine Aviation.\n- Elena works for Cedar Retail Group.\n- Felix works for Bluepine Aviation.\n- Mei reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-4965", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3433: employee Tessa A., hired 04 August 2022, separated 02 January 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3433?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4966", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4967", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3639: employee Sanne B., hired 12 January 2022, separated 06 March 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-3639 under the controlling rules.", "criteria": {"0": "$6,300", "1": "$6,400", "2": "$27,733", "3": "$5,900"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4968", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4969", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6957: employee Chiara M., hired 27 August 2022, separated 13 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6957?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4970", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Nadia reports to Hana.\n- Jonas reports to Dmitri.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Dmitri reports to Felix.\n- Hana works for Summit Energy.\n- Hana reports to Yuki.\n- Yuki reports to Lucia.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Helios Logistics is headquartered in Dunedin.\n- Summit Energy is headquartered in Lyon.\n- Felix reports to Nadia.\n- Ironwood Manufacturing was founded in 1985.\n- Yuki works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Felix works for Helios Logistics.\n- Lucia reports to Emeka.\n- Nadia works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Helios Logistics was founded in 1988.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-4972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Sanne works for Lattice Analytics.\n- Amara reports to Stefan.\n- Elena reports to Mei.\n- Meridian Bank was founded in 1999.\n- Mei works for Northwind Systems.\n- Mei reports to Bruno.\n- Summit Energy is headquartered in Oslo.\n- Sanne reports to Elena.\n- Summit Energy was founded in 1975.\n- Northwind Systems is headquartered in Oslo.\n- Wren works for Meridian Bank.\n- Amara works for Summit Energy.\n- Ingrid reports to Amara.\n- Yuki reports to Sanne.\n- Meridian Bank is headquartered in Ghent.\n- Elena works for Summit Energy.\n- Ingrid works for Lattice Analytics.\n- Anders reports to Ingrid.\n- Bruno reports to Wren.\n- Stefan reports to Yuki.\n- Lattice Analytics is headquartered in Ghent.\n- Northwind Systems was founded in 1986.\n- Lattice Analytics was founded in 2011.\n- Bruno works for Summit Energy.\n- Anders works for Lattice Analytics.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2009", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4973", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-4974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Beacon Insurance was founded in 1996.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Hana.\n- Ironwood Manufacturing was founded in 1994.\n- Wren reports to Viktor.\n- Bluepine Aviation is headquartered in Oslo.\n- Hana works for Ironwood Manufacturing.\n- Elena reports to Bruno.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Viktor reports to Tessa.\n- Bruno reports to Wren.\n- Mara works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Felix reports to Chiara.\n- Hana reports to Mara.\n- Bruno works for Beacon Insurance.\n- Chiara reports to Elena.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne works for Cobalt Health.\n- Mara reports to Sanne.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 2008.\n- Viktor works for Beacon Insurance.\n- Bluepine Aviation was founded in 1986.\n- Elena works for Cobalt Health.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4975", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-4976", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4977", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8983: employee Anders A., hired 24 January 2020, separated 28 November 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8983?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Kenji reports to Ingrid.\n- Deshawn reports to Sanne.\n- Mara reports to Kenji.\n- Anders reports to Deshawn.\n- Mara works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Crescent Telecom was founded in 1981.\n- Kenji works for Crescent Telecom.\n- Pablo reports to Bruno.\n- Bluepine Aviation was founded in 2007.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Pablo works for Summit Energy.\n- Felix reports to Anders.\n- Sanne reports to Mara.\n- Bruno reports to Felix.\n- Tessa works for Summit Energy.\n- Pinnacle Software is headquartered in Bergen.\n- Felix works for Pinnacle Software.\n- Ingrid reports to Tessa.\n- Summit Energy was founded in 1995.\n- Pinnacle Software was founded in 1981.\n- Summit Energy is headquartered in Nagoya.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Pablo reports to Emeka.\n- Zoya reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Emeka reports to Priya.\n- Leila reports to Omar.\n- Anders works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Jonas reports to Zoya.\n- Amara reports to Leila.\n- Emeka works for Vantage Air.\n- Dmitri reports to Callum.\n- Omar works for Pinnacle Software.\n- Omar reports to Anders.\n- Jonas works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pablo works for Beacon Insurance.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Vantage Air is headquartered in Leeds.\n- Amara works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Priya reports to Jonas.\n- Callum reports to Bruno.\n- Vantage Air was founded in 1991.\n- Beacon Insurance was founded in 1993.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-4980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Lucia works for Summit Energy.\n- Priya works for Meridian Bank.\n- Bruno works for Summit Energy.\n- Dmitri works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Sanne reports to Dmitri.\n- Callum reports to Sanne.\n- Ironwood Manufacturing is headquartered in Porto.\n- Summit Energy is headquartered in Cork.\n- Fernhill Foods was founded in 1985.\n- Nadia works for Summit Energy.\n- Stefan reports to Priya.\n- Priya reports to Lucia.\n- Summit Energy was founded in 1979.\n- Fernhill Foods is headquartered in Malmo.\n- Stefan works for Summit Energy.\n- Bruno reports to Amara.\n- Meridian Bank is headquartered in Brno.\n- Dmitri reports to Nadia.\n- Aisha reports to Bruno.\n- Aisha works for Ironwood Manufacturing.\n- Amara reports to Callum.\n- Meridian Bank was founded in 1992.\n- Amara works for Meridian Bank.\n- Lucia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4981", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3871: employee Viktor R., hired 24 November 2021, separated 18 July 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3871?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-4982", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5813: employee Emeka K., hired 10 February 2021, separated 28 July 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5813?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4983", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5294: employee Elena A., hired 27 February 2021, separated 01 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5294?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5294 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Cobalt Health is headquartered in Oslo.\n- Callum works for Cedar Retail Group.\n- Pablo works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.\n- Pablo reports to Mara.\n- Zoya works for Cobalt Health.\n- Anders works for Ironwood Manufacturing.\n- Deshawn reports to Stefan.\n- Anders reports to Sofia.\n- Stefan reports to Pablo.\n- Sofia reports to Zoya.\n- Ironwood Manufacturing was founded in 1990.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1986.\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 1993.\n- Callum reports to Anders.\n- Cobalt Health was founded in 1982.\n- Sofia works for Cedar Retail Group.\n- Zoya reports to Deshawn.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4985", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 17601 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-4986", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-4987", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4988", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 April 2023): For employees hired on or after 25 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5480: employee Emeka M., hired 21 January 2022, separated 30 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-5480 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$8,500", "2": "$34,667", "3": "$4,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-4989", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8742: employee Anders K., hired 10 February 2020, separated 27 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8742?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-4990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Crescent Telecom is headquartered in Valencia.\n- Leila reports to Tessa.\n- Viktor works for Bluepine Aviation.\n- Yuki reports to Hana.\n- Pinnacle Software is headquartered in Lyon.\n- Dmitri works for Crescent Telecom.\n- Tessa reports to Nadia.\n- Pinnacle Software was founded in 1988.\n- Deshawn reports to Jonas.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Nadia reports to Viktor.\n- Tessa works for Crescent Telecom.\n- Bluepine Aviation was founded in 1978.\n- Crescent Telecom was founded in 2000.\n- Jonas works for Crescent Telecom.\n- Nadia works for Bluepine Aviation.\n- Anders reports to Leila.\n- Leila works for Bluepine Aviation.\n- Viktor reports to Dmitri.\n- Bluepine Aviation is headquartered in Valencia.\n- Hana works for Bluepine Aviation.\n- Hana reports to Anders.\n- Anders works for Bluepine Aviation.\n- Meridian Bank is headquartered in Dunedin.\n- Dmitri reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4991", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8004: employee Lucia B., hired 16 March 2023, separated 10 March 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8004?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4992", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 59281\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-4993", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4624: employee Chiara A., hired 20 May 2021, separated 17 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4624?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-4994", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-4995", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 50120 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-4996", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-4997", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 20 February 2025): For employees hired on or after 20 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7603: employee Zoya R., hired 02 November 2023, separated 11 July 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-7603 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$6,750", "2": "$29,467", "3": "$8,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-4998", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-4999", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5000", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "wire_transfer", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Kenji.\n- Sofia works for Vantage Air.\n- Meridian Bank was founded in 2013.\n- Mateo works for Cobalt Health.\n- Chiara reports to Zoya.\n- Vantage Air is headquartered in Malmo.\n- Cobalt Health is headquartered in Porto.\n- Jonas reports to Mateo.\n- Zoya works for Cobalt Health.\n- Sofia reports to Dmitri.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo reports to Chiara.\n- Omar reports to Ravi.\n- Ravi works for Vantage Air.\n- Fernhill Foods was founded in 1990.\n- Felix reports to Omar.\n- Chiara works for Meridian Bank.\n- Vantage Air was founded in 1993.\n- Fernhill Foods is headquartered in Malmo.\n- Jonas works for Fernhill Foods.\n- Ravi reports to Jonas.\n- Felix works for Meridian Bank.\n- Dmitri works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Dmitri reports to Felix.\n- Cobalt Health was founded in 2012.\n- Omar works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5002", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 73168 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5003", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5004", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7801: employee Pablo K., hired 09 August 2022, separated 11 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7801?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Malmo.\n- Chiara reports to Mei.\n- Pablo works for Fernhill Foods.\n- Bluepine Aviation was founded in 1985.\n- Felix reports to Bruno.\n- Sanne reports to Callum.\n- Mei works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Sanne works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Mara reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Wren works for Beacon Insurance.\n- Mara works for Fernhill Foods.\n- Stefan reports to Sanne.\n- Callum reports to Mara.\n- Bluepine Aviation is headquartered in Leeds.\n- Tessa reports to Priya.\n- Priya reports to Wren.\n- Beacon Insurance was founded in 1987.\n- Fernhill Foods was founded in 1994.\n- Atlas Freight was founded in 2002.\n- Tessa works for Atlas Freight.\n- Fernhill Foods is headquartered in Malmo.\n- Bruno works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Priya works for Bluepine Aviation.\n- Bruno reports to Pablo.\n- Pablo reports to Tessa.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1975.\n- Deshawn works for Atlas Freight.\n- Leila reports to Bruno.\n- Bruno reports to Deshawn.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Cobalt Health was founded in 1998.\n- Stefan works for Atlas Freight.\n- Elena reports to Stefan.\n- Mei reports to Leila.\n- Bruno works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Elena works for Atlas Freight.\n- Omar reports to Elena.\n- Ravi reports to Mei.\n- Northwind Systems was founded in 1997.\n- Northwind Systems is headquartered in Basel.\n- Leila works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Atlas Freight is headquartered in Halifax.\n- Omar works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Stefan reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1973", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Meridian Bank is headquartered in Austin.\n- Pablo works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Callum reports to Nadia.\n- Meridian Bank was founded in 2015.\n- Kenji works for Meridian Bank.\n- Kenji reports to Pablo.\n- Pablo reports to Yuki.\n- Lattice Analytics was founded in 1978.\n- Deshawn works for Vantage Air.\n- Atlas Freight is headquartered in Porto.\n- Elena works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Leila reports to Elena.\n- Vantage Air was founded in 1997.\n- Atlas Freight was founded in 1984.\n- Yuki works for Atlas Freight.\n- Deshawn reports to Callum.\n- Yuki reports to Hana.\n- Nadia reports to Leila.\n- Elena reports to Sanne.\n- Lattice Analytics is headquartered in Austin.\n- Hana works for Meridian Bank.\n- Nadia works for Vantage Air.\n- Hana reports to Deshawn.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Yuki reports to Elena.\n- Mara reports to Yuki.\n- Mei reports to Wren.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Felix reports to Mara.\n- Summit Energy was founded in 1994.\n- Stefan reports to Leila.\n- Mara works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Elena reports to Mei.\n- Cobalt Health was founded in 1991.\n- Stefan works for Cobalt Health.\n- Yuki works for Summit Energy.\n- Mei works for Cobalt Health.\n- Wren reports to Stefan.\n- Summit Energy is headquartered in Adelaide.\n- Felix works for Bluepine Aviation.\n- Wren works for Summit Energy.\n- Bluepine Aviation was founded in 2002.\n- Cedar Retail Group is headquartered in Turku.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5009", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5010", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7768: employee Nadia B., hired 08 February 2024, separated 22 October 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-7768 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$21,667", "2": "$5,000", "3": "$4,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mara.\n- Mara works for Northwind Systems.\n- Bluepine Aviation was founded in 2006.\n- Stefan reports to Deshawn.\n- Deshawn reports to Nadia.\n- Chiara reports to Stefan.\n- Northwind Systems is headquartered in Cork.\n- Nadia reports to Tobias.\n- Mara reports to Chiara.\n- Atlas Freight was founded in 1975.\n- Ingrid works for Cedar Retail Group.\n- Tobias reports to Ingrid.\n- Northwind Systems was founded in 2001.\n- Stefan works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation is headquartered in Cork.\n- Cedar Retail Group was founded in 2003.\n- Chiara works for Cedar Retail Group.\n- Deshawn works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Atlas Freight is headquartered in Cork.\n- Cedar Retail Group is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5012", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3842: employee Mei B., hired 28 June 2021, separated 13 February 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3842?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5013", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4697: employee Deshawn K., hired 13 January 2021, separated 29 October 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-4697 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,865", "2": "$10,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight is headquartered in Austin.\n- Viktor works for Pinnacle Software.\n- Ingrid reports to Amara.\n- Amara works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Wren works for Bluepine Aviation.\n- Mateo works for Pinnacle Software.\n- Chiara reports to Mateo.\n- Nadia works for Pinnacle Software.\n- Sofia reports to Wren.\n- Mateo reports to Nadia.\n- Yuki works for Atlas Freight.\n- Yuki reports to Chiara.\n- Mara works for Pinnacle Software.\n- Bluepine Aviation was founded in 2003.\n- Pinnacle Software was founded in 1992.\n- Crescent Telecom is headquartered in Oslo.\n- Wren reports to Viktor.\n- Nadia reports to Sanne.\n- Pinnacle Software is headquartered in Austin.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Crescent Telecom was founded in 1997.\n- Mara reports to Yuki.\n- Ingrid works for Bluepine Aviation.\n- Viktor reports to Priya.\n- Amara reports to Sofia.\n- Priya reports to Mara.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1987", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2008.\n- Atlas Freight was founded in 1995.\n- Tobias reports to Chiara.\n- Lucia works for Cobalt Health.\n- Leila reports to Hana.\n- Chiara reports to Lucia.\n- Priya works for Cobalt Health.\n- Viktor works for Atlas Freight.\n- Felix reports to Anders.\n- Hana works for Cobalt Health.\n- Bluepine Aviation was founded in 1981.\n- Felix works for Lattice Analytics.\n- Sofia reports to Felix.\n- Lattice Analytics is headquartered in Basel.\n- Dmitri works for Atlas Freight.\n- Chiara works for Cobalt Health.\n- Bluepine Aviation is headquartered in Dunedin.\n- Priya reports to Tobias.\n- Anders reports to Priya.\n- Hana reports to Sofia.\n- Dmitri reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Anders works for Atlas Freight.\n- Lucia reports to Viktor.\n- Viktor reports to Dmitri.\n- Leila works for Lattice Analytics.\n- Atlas Freight is headquartered in Basel.\n- Cobalt Health is headquartered in Basel.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5016", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7157: employee Sanne A., hired 18 October 2023, separated 20 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7157?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sanne.\n- Pinnacle Software was founded in 1994.\n- Sanne reports to Priya.\n- Bruno works for Cobalt Health.\n- Amara reports to Ingrid.\n- Crescent Telecom was founded in 2004.\n- Dmitri reports to Bruno.\n- Cobalt Health is headquartered in Porto.\n- Sanne works for Cobalt Health.\n- Lucia reports to Hana.\n- Dmitri works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Priya reports to Lucia.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara works for Pinnacle Software.\n- Mei reports to Dmitri.\n- Priya works for Cobalt Health.\n- Lattice Analytics was founded in 2010.\n- Crescent Telecom is headquartered in Porto.\n- Ingrid works for Cobalt Health.\n- Hana works for Pinnacle Software.\n- Lattice Analytics is headquartered in Porto.\n- Mei works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Hana reports to Mei.\n- Cobalt Health was founded in 2000.\n- Bruno reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5018", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5019", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 July 2023): For employees hired on or after 31 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5549: employee Priya M., hired 30 June 2023, separated 07 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5549?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Hana.\n- Zoya reports to Bruno.\n- Zoya works for Ironwood Manufacturing.\n- Amara reports to Sofia.\n- Bruno reports to Tessa.\n- Hana works for Northwind Systems.\n- Sofia works for Pinnacle Software.\n- Atlas Freight was founded in 1987.\n- Tessa works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Pinnacle Software is headquartered in Dunedin.\n- Northwind Systems was founded in 2009.\n- Tessa reports to Callum.\n- Atlas Freight is headquartered in Adelaide.\n- Callum reports to Emeka.\n- Amara works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2011.\n- Hana reports to Amara.\n- Northwind Systems is headquartered in Dunedin.\n- Bruno works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5021", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1184: employee Bruno T., hired 05 December 2022, separated 26 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1184?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5022", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5023", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7469: employee Ravi M., hired 24 December 2023, separated 12 February 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7469?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5024", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5025", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1651: employee Felix T., hired 27 February 2021, separated 20 April 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-1651 under the controlling rules.", "criteria": {"0": "$39,650", "1": "$9,225", "2": "$9,150", "3": "$8,150"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5026", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5027", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 April 2025): For employees hired on or after 22 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2244: employee Deshawn T., hired 20 August 2021, separated 16 July 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2244?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5028", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Elena.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Hana.\n- Wren reports to Dmitri.\n- Omar reports to Amara.\n- Aisha works for Cobalt Health.\n- Elena works for Bluepine Aviation.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Lyon.\n- Kenji reports to Aisha.\n- Crescent Telecom was founded in 2007.\n- Omar works for Ironwood Manufacturing.\n- Hana reports to Omar.\n- Ironwood Manufacturing is headquartered in Basel.\n- Bluepine Aviation is headquartered in Basel.\n- Elena reports to Viktor.\n- Tessa works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Bluepine Aviation was founded in 1979.\n- Amara works for Ironwood Manufacturing.\n- Aisha reports to Wren.\n- Cobalt Health was founded in 2007.\n- Ironwood Manufacturing was founded in 1997.\n- Wren works for Crescent Telecom.\n- Amara reports to Tessa.\n- Crescent Telecom is headquartered in Ghent.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5030", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5031", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Amara.\n- Hana works for Summit Energy.\n- Nadia works for Vantage Air.\n- Pablo reports to Bruno.\n- Sofia reports to Pablo.\n- Bruno works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Helios Logistics was founded in 2000.\n- Bruno reports to Kenji.\n- Ravi works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Jonas reports to Elena.\n- Amara works for Summit Energy.\n- Hana reports to Emeka.\n- Nadia reports to Omar.\n- Emeka works for Vantage Air.\n- Kenji reports to Hana.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Northwind Systems was founded in 1986.\n- Omar reports to Sofia.\n- Omar works for Northwind Systems.\n- Summit Energy is headquartered in Ghent.\n- Northwind Systems is headquartered in Ghent.\n- Amara reports to Ravi.\n- Vantage Air was founded in 1979.\n- Elena reports to Nadia.\n- Helios Logistics is headquartered in Ghent.\n- Pablo works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Summit Energy was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1999", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Emeka works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.\n- Priya works for Ironwood Manufacturing.\n- Deshawn works for Fernhill Foods.\n- Leila reports to Sanne.\n- Sanne reports to Emeka.\n- Vantage Air is headquartered in Leeds.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia reports to Zoya.\n- Vantage Air was founded in 1982.\n- Cedar Retail Group was founded in 1980.\n- Viktor works for Vantage Air.\n- Nadia works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Leila works for Ironwood Manufacturing.\n- Viktor reports to Leila.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Mateo works for Vantage Air.\n- Ironwood Manufacturing was founded in 1993.\n- Zoya reports to Mateo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sofia reports to Viktor.\n- Mateo reports to Priya.\n- Sanne works for Vantage Air.\n- Priya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5034", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5035", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5036", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5037", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5276: employee Ingrid R., hired 25 May 2020, separated 01 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5276?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5038", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5039", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 March 2023): For employees hired on or after 06 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4157: employee Callum S., hired 27 August 2022, separated 16 July 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4157?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5040", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3617: employee Felix R., hired 21 November 2023, separated 19 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3617?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Leila works for Vantage Air.\n- Fernhill Foods was founded in 2008.\n- Pablo reports to Leila.\n- Priya works for Fernhill Foods.\n- Mei reports to Emeka.\n- Viktor reports to Kenji.\n- Emeka works for Beacon Insurance.\n- Vantage Air was founded in 1975.\n- Cedar Retail Group was founded in 1987.\n- Mara works for Cedar Retail Group.\n- Callum reports to Viktor.\n- Amara reports to Priya.\n- Pablo works for Fernhill Foods.\n- Sofia reports to Amara.\n- Kenji works for Vantage Air.\n- Mara reports to Mei.\n- Callum works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.\n- Kenji reports to Sofia.\n- Fernhill Foods is headquartered in Oslo.\n- Tobias reports to Pablo.\n- Emeka reports to Callum.\n- Sofia works for Vantage Air.\n- Beacon Insurance was founded in 1979.\n- Viktor works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Beacon Insurance is headquartered in Oslo.\n- Leila reports to Mara.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5042", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 September 2025): For employees hired on or after 13 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3567: employee Hana K., hired 10 August 2025, separated 06 July 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-3567 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$1,350", "2": "$2,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5043", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8535: employee Hana S., hired 02 July 2021, separated 22 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8535?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5044", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3302: employee Stefan S., hired 21 October 2020, separated 26 January 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-3302 under the controlling rules.", "criteria": {"0": "$93,600", "1": "$21,500", "2": "$22,100", "3": "$21,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5045", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5046", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5047", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5048", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7453: employee Dmitri A., hired 08 February 2024, separated 24 October 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-7453 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$17,333", "2": "$4,000", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5049", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Mateo reports to Dmitri.\n- Beacon Insurance is headquartered in Ghent.\n- Ravi reports to Stefan.\n- Helios Logistics was founded in 1986.\n- Mateo works for Helios Logistics.\n- Viktor reports to Leila.\n- Mara reports to Mateo.\n- Beacon Insurance was founded in 1989.\n- Wren works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Bluepine Aviation was founded in 1998.\n- Helios Logistics is headquartered in Ghent.\n- Wren reports to Ravi.\n- Mei works for Northwind Systems.\n- Stefan reports to Sofia.\n- Ravi works for Beacon Insurance.\n- Mei reports to Viktor.\n- Viktor works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Pablo reports to Wren.\n- Dmitri reports to Mei.\n- Sofia reports to Nadia.\n- Leila reports to Pablo.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia works for Bluepine Aviation.\n- Northwind Systems was founded in 2010.\n- Leila works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Lattice Analytics was founded in 2002.\n- Summit Energy is headquartered in Porto.\n- Mei works for Lattice Analytics.\n- Crescent Telecom is headquartered in Cork.\n- Bruno reports to Sofia.\n- Tobias works for Ironwood Manufacturing.\n- Summit Energy was founded in 1992.\n- Mei reports to Leila.\n- Sofia reports to Priya.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Tampere.\n- Pablo reports to Deshawn.\n- Sofia works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Crescent Telecom was founded in 2012.\n- Priya reports to Pablo.\n- Ironwood Manufacturing was founded in 1986.\n- Pablo works for Summit Energy.\n- Leila works for Ironwood Manufacturing.\n- Mara works for Summit Energy.\n- Dmitri reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Deshawn reports to Tobias.\n- Tobias reports to Mei.\n- Mara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1984", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5052", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5053", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5054", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9562: employee Pablo B., hired 30 March 2023, separated 14 December 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9562?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5055", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 27 March 2023): For employees hired on or after 27 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7905: employee Deshawn M., hired 27 August 2019, separated 12 July 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7905?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5056", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5057", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5058", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "send_message", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5059", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 72218\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Hana.\n- Dmitri reports to Elena.\n- Chiara works for Atlas Freight.\n- Felix works for Pinnacle Software.\n- Lucia works for Ironwood Manufacturing.\n- Hana reports to Zoya.\n- Chiara reports to Dmitri.\n- Atlas Freight is headquartered in Basel.\n- Pinnacle Software was founded in 1978.\n- Felix reports to Chiara.\n- Elena works for Bluepine Aviation.\n- Hana works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.\n- Zoya reports to Lucia.\n- Lucia reports to Felix.\n- Ironwood Manufacturing was founded in 1983.\n- Atlas Freight was founded in 1986.\n- Bluepine Aviation was founded in 1985.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Zoya works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5061", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5062", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 46471, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5063", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8440: employee Felix S., hired 05 November 2022, separated 10 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-8440 under the controlling rules.", "criteria": {"0": "$52,000", "1": "$12,115", "2": "$12,000", "3": "$14,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Deshawn.\n- Emeka works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Elena reports to Leila.\n- Kenji works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya reports to Wren.\n- Dmitri reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Kenji.\n- Beacon Insurance was founded in 1995.\n- Wren reports to Dmitri.\n- Tobias reports to Zoya.\n- Vantage Air was founded in 1981.\n- Lattice Analytics was founded in 2003.\n- Vantage Air is headquartered in Tallinn.\n- Kenji reports to Emeka.\n- Dmitri works for Vantage Air.\n- Zoya works for Beacon Insurance.\n- Sofia works for Cedar Retail Group.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Leila reports to Sanne.\n- Leila works for Lattice Analytics.\n- Elena works for Beacon Insurance.\n- Sanne reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2006", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5065", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 2003.\n- Bluepine Aviation was founded in 1989.\n- Lattice Analytics was founded in 1996.\n- Elena works for Bluepine Aviation.\n- Atlas Freight is headquartered in Ghent.\n- Chiara reports to Sanne.\n- Bluepine Aviation is headquartered in Leeds.\n- Stefan works for Bluepine Aviation.\n- Kenji works for Lattice Analytics.\n- Sanne works for Fernhill Foods.\n- Tobias reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Felix reports to Tobias.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Ingrid reports to Felix.\n- Atlas Freight was founded in 2015.\n- Viktor reports to Kenji.\n- Pablo reports to Ingrid.\n- Stefan reports to Pablo.\n- Kenji reports to Chiara.\n- Lattice Analytics is headquartered in Tallinn.\n- Viktor works for Lattice Analytics.\n- Sanne reports to Stefan.\n- Pablo works for Lattice Analytics.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Tessa reports to Dmitri.\n- Fernhill Foods is headquartered in Leeds.\n- Tobias works for Cedar Retail Group.\n- Mei reports to Tessa.\n- Crescent Telecom was founded in 1983.\n- Aisha works for Crescent Telecom.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1999.\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri reports to Ingrid.\n- Viktor reports to Mei.\n- Jonas reports to Aisha.\n- Jonas works for Summit Energy.\n- Tobias reports to Jonas.\n- Aisha reports to Viktor.\n- Dmitri works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Viktor works for Summit Energy.\n- Cedar Retail Group was founded in 1978.\n- Fernhill Foods was founded in 2005.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5068", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 71020\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "cancel_order", "3": "report_damage", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5069", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5070", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 58542, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Lucia reports to Tobias.\n- Lucia works for Atlas Freight.\n- Anders reports to Ingrid.\n- Viktor reports to Dmitri.\n- Crescent Telecom is headquartered in Porto.\n- Atlas Freight is headquartered in Turku.\n- Viktor works for Meridian Bank.\n- Ingrid reports to Viktor.\n- Pablo reports to Callum.\n- Callum works for Vantage Air.\n- Deshawn reports to Kenji.\n- Vantage Air is headquartered in Nagoya.\n- Crescent Telecom was founded in 1983.\n- Meridian Bank is headquartered in Porto.\n- Tobias reports to Pablo.\n- Deshawn works for Atlas Freight.\n- Meridian Bank was founded in 2005.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Anders works for Meridian Bank.\n- Atlas Freight was founded in 1990.\n- Ingrid works for Crescent Telecom.\n- Callum reports to Anders.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Deshawn.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5072", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5073", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Crescent Telecom is headquartered in Austin.\n- Ravi reports to Aisha.\n- Chiara works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Fernhill Foods was founded in 1976.\n- Crescent Telecom was founded in 1975.\n- Meridian Bank is headquartered in Porto.\n- Vantage Air is headquartered in Lyon.\n- Sofia works for Fernhill Foods.\n- Vantage Air was founded in 1985.\n- Felix reports to Sofia.\n- Fernhill Foods is headquartered in Austin.\n- Pablo works for Fernhill Foods.\n- Sofia reports to Zoya.\n- Elena works for Meridian Bank.\n- Elena reports to Felix.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Pablo.\n- Meridian Bank was founded in 1985.\n- Chiara reports to Elena.\n- Aisha reports to Chiara.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5075", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2331: employee Mei M., hired 16 June 2024, separated 14 January 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2331?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Anders reports to Yuki.\n- Tessa reports to Mateo.\n- Yuki reports to Lucia.\n- Bluepine Aviation was founded in 1999.\n- Mateo reports to Anders.\n- Bluepine Aviation is headquartered in Tampere.\n- Anders works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2002.\n- Amara works for Northwind Systems.\n- Summit Energy was founded in 2007.\n- Amara reports to Tessa.\n- Mateo works for Northwind Systems.\n- Lucia reports to Mara.\n- Lucia works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tessa works for Summit Energy.\n- Mara reports to Jonas.\n- Northwind Systems is headquartered in Malmo.\n- Jonas works for Northwind Systems.\n- Mara works for Bluepine Aviation.\n- Summit Energy is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5077", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 5963 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants a different size/color/variant", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1996.\n- Bluepine Aviation is headquartered in Tampere.\n- Fernhill Foods was founded in 1992.\n- Stefan works for Bluepine Aviation.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Viktor.\n- Viktor reports to Dmitri.\n- Hana reports to Ravi.\n- Dmitri reports to Sofia.\n- Bluepine Aviation was founded in 1984.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Stefan reports to Priya.\n- Viktor works for Bluepine Aviation.\n- Mei reports to Stefan.\n- Sofia reports to Mei.\n- Hana works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Dmitri works for Fernhill Foods.\n- Pinnacle Software was founded in 1978.\n- Priya works for Fernhill Foods.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5079", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5080", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7113: employee Callum K., hired 20 June 2022, separated 28 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7113?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5081", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7136: employee Sanne B., hired 29 August 2023, separated 08 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7136?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5082", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5013: employee Yuki R., hired 14 September 2023, separated 21 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5013?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5083", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5084", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Priya works for Cedar Retail Group.\n- Ingrid works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Priya reports to Mara.\n- Mei works for Cedar Retail Group.\n- Jonas reports to Sanne.\n- Ingrid reports to Kenji.\n- Fernhill Foods was founded in 1989.\n- Dmitri reports to Ingrid.\n- Nadia reports to Mateo.\n- Sanne works for Fernhill Foods.\n- Dmitri works for Cedar Retail Group.\n- Vantage Air was founded in 1990.\n- Mara reports to Tobias.\n- Cedar Retail Group is headquartered in Brno.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Tobias works for Vantage Air.\n- Aisha reports to Nadia.\n- Jonas works for Atlas Freight.\n- Sanne reports to Mei.\n- Cedar Retail Group was founded in 1982.\n- Kenji reports to Aisha.\n- Mateo works for Vantage Air.\n- Atlas Freight was founded in 2009.\n- Nadia works for Fernhill Foods.\n- Mei reports to Dmitri.\n- Vantage Air is headquartered in Basel.\n- Tobias reports to Jonas.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5086", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5087", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 October 2025): For employees hired on or after 06 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7806: employee Yuki B., hired 20 June 2022, separated 15 March 2027 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7806?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5088", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5089", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "control_lights", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Elena reports to Callum.\n- Callum reports to Anders.\n- Meridian Bank was founded in 1975.\n- Helios Logistics was founded in 1999.\n- Meridian Bank is headquartered in Leeds.\n- Yuki reports to Ravi.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance was founded in 1991.\n- Tobias reports to Sanne.\n- Tobias works for Fernhill Foods.\n- Sanne works for Meridian Bank.\n- Sanne reports to Felix.\n- Amara reports to Mara.\n- Anders reports to Yuki.\n- Anders works for Meridian Bank.\n- Elena works for Beacon Insurance.\n- Fernhill Foods was founded in 1991.\n- Ravi works for Helios Logistics.\n- Felix works for Meridian Bank.\n- Mara works for Fernhill Foods.\n- Felix reports to Elena.\n- Callum works for Fernhill Foods.\n- Mara reports to Aisha.\n- Yuki works for Beacon Insurance.\n- Mei reports to Tobias.\n- Mei works for Helios Logistics.\n- Ravi reports to Amara.\n- Aisha works for Beacon Insurance.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1970", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5091", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8464: employee Anders T., hired 18 April 2021, separated 15 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8464?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5092", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Callum.\n- Mara works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Sofia reports to Ravi.\n- Bruno works for Vantage Air.\n- Bluepine Aviation was founded in 2003.\n- Nadia reports to Bruno.\n- Crescent Telecom was founded in 1989.\n- Lattice Analytics is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Ghent.\n- Viktor reports to Aisha.\n- Vantage Air was founded in 1986.\n- Omar works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Callum works for Vantage Air.\n- Felix reports to Zoya.\n- Felix works for Vantage Air.\n- Mara reports to Nadia.\n- Bruno reports to Omar.\n- Zoya works for Crescent Telecom.\n- Viktor works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Vantage Air is headquartered in Halifax.\n- Yuki works for Vantage Air.\n- Ravi reports to Mara.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Callum reports to Felix.\n- Zoya reports to Viktor.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Deshawn reports to Emeka.\n- Atlas Freight is headquartered in Basel.\n- Tessa works for Cedar Retail Group.\n- Anders reports to Mara.\n- Deshawn works for Cedar Retail Group.\n- Atlas Freight was founded in 2015.\n- Tessa reports to Bruno.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Cedar Retail Group is headquartered in Ghent.\n- Ingrid works for Ironwood Manufacturing.\n- Kenji reports to Mei.\n- Mara reports to Tessa.\n- Cedar Retail Group was founded in 2008.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Leila works for Atlas Freight.\n- Mei reports to Anders.\n- Bruno works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Crescent Telecom was founded in 2011.\n- Emeka works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Emeka reports to Leila.\n- Ingrid reports to Deshawn.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5095", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5096", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-3 (VERSION 3, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 August 2022): For employees hired on or after 24 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9734: employee Felix T., hired 30 November 2019, separated 02 November 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9734?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5097", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 May 2023): For employees hired on or after 22 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7545: employee Callum S., hired 24 March 2020, separated 17 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7545?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5098", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4423: employee Omar M., hired 20 January 2022, separated 03 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4423?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4423 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Dmitri.\n- Vantage Air is headquartered in Tampere.\n- Stefan works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Pinnacle Software was founded in 2000.\n- Pinnacle Software is headquartered in Tampere.\n- Sanne works for Pinnacle Software.\n- Stefan reports to Bruno.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Dmitri reports to Stefan.\n- Crescent Telecom was founded in 1982.\n- Vantage Air was founded in 1978.\n- Lucia works for Vantage Air.\n- Lucia reports to Sofia.\n- Sanne reports to Emeka.\n- Atlas Freight was founded in 1994.\n- Atlas Freight is headquartered in Turku.\n- Nadia works for Pinnacle Software.\n- Sofia reports to Nadia.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Lucia.\n- Emeka works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5100", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5101", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2901: employee Anders M., hired 10 October 2022, separated 30 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2901?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5102", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Atlas Freight is headquartered in Dunedin.\n- Meridian Bank was founded in 1977.\n- Priya reports to Mateo.\n- Sofia works for Meridian Bank.\n- Deshawn reports to Elena.\n- Viktor reports to Callum.\n- Viktor works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Bluepine Aviation was founded in 1998.\n- Cobalt Health was founded in 1979.\n- Cobalt Health is headquartered in Porto.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Mateo reports to Deshawn.\n- Meridian Bank is headquartered in Porto.\n- Sanne reports to Tessa.\n- Jonas works for Meridian Bank.\n- Tessa reports to Jonas.\n- Tessa works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Wren reports to Priya.\n- Elena works for Bluepine Aviation.\n- Aisha reports to Sofia.\n- Callum works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Jonas reports to Wren.\n- Atlas Freight was founded in 2015.\n- Elena reports to Viktor.\n- Sofia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5104", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Vantage Air is headquartered in Austin.\n- Stefan reports to Anders.\n- Pinnacle Software is headquartered in Nagoya.\n- Elena reports to Hana.\n- Northwind Systems is headquartered in Ghent.\n- Tobias works for Fernhill Foods.\n- Priya reports to Felix.\n- Felix works for Pinnacle Software.\n- Yuki reports to Stefan.\n- Hana works for Northwind Systems.\n- Deshawn reports to Priya.\n- Anders works for Fernhill Foods.\n- Ravi works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Fernhill Foods was founded in 2004.\n- Priya works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Vantage Air was founded in 1985.\n- Northwind Systems was founded in 1998.\n- Felix reports to Nadia.\n- Yuki works for Vantage Air.\n- Ravi reports to Yuki.\n- Anders reports to Elena.\n- Fernhill Foods is headquartered in Nagoya.\n- Elena works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Callum reports to Ravi.\n- Hana reports to Tobias.\n- Pinnacle Software was founded in 1999.\n- Nadia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Crescent Telecom is headquartered in Tampere.\n- Mara reports to Tobias.\n- Fernhill Foods was founded in 1980.\n- Kenji reports to Sofia.\n- Jonas reports to Bruno.\n- Sofia works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Priya reports to Mara.\n- Tobias works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Hana reports to Priya.\n- Tessa reports to Wren.\n- Fernhill Foods is headquartered in Tampere.\n- Helios Logistics was founded in 1995.\n- Vantage Air is headquartered in Tampere.\n- Bruno reports to Pablo.\n- Vantage Air was founded in 2003.\n- Mara works for Helios Logistics.\n- Crescent Telecom was founded in 1982.\n- Tobias reports to Tessa.\n- Kenji works for Vantage Air.\n- Sofia reports to Ravi.\n- Ravi works for Vantage Air.\n- Priya works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Wren reports to Kenji.\n- Pablo reports to Hana.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Hana reports to Tessa.\n- Tessa reports to Sanne.\n- Priya works for Fernhill Foods.\n- Pablo reports to Priya.\n- Yuki works for Bluepine Aviation.\n- Sanne works for Pinnacle Software.\n- Callum reports to Amara.\n- Northwind Systems is headquartered in Brno.\n- Northwind Systems was founded in 1976.\n- Amara works for Northwind Systems.\n- Bluepine Aviation was founded in 1977.\n- Tessa works for Bluepine Aviation.\n- Stefan reports to Callum.\n- Yuki reports to Deshawn.\n- Amara reports to Elena.\n- Fernhill Foods is headquartered in Tampere.\n- Elena works for Northwind Systems.\n- Deshawn reports to Hana.\n- Pinnacle Software was founded in 2003.\n- Hana works for Bluepine Aviation.\n- Elena reports to Pablo.\n- Anders reports to Yuki.\n- Bluepine Aviation is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Callum works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Fernhill Foods was founded in 2007.\n- Sanne reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5108", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8875: employee Tessa R., hired 27 May 2021, separated 19 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8875?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5109", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5110", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2858: employee Mei M., hired 27 September 2021, separated 18 August 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2858?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5111", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2239: employee Leila T., hired 05 October 2020, separated 29 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2239?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5112", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6071: employee Callum A., hired 27 September 2021, separated 03 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6071?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5113", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2017: employee Chiara A., hired 04 August 2020, separated 28 April 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-2017 under the controlling rules.", "criteria": {"0": "$118,000", "1": "$27,231", "2": "$26,231", "3": "$27,115"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mateo.\n- Ravi works for Lattice Analytics.\n- Yuki reports to Mara.\n- Callum reports to Deshawn.\n- Lattice Analytics is headquartered in Basel.\n- Bruno works for Crescent Telecom.\n- Dmitri reports to Yuki.\n- Tessa reports to Ravi.\n- Lattice Analytics was founded in 2009.\n- Cobalt Health is headquartered in Turku.\n- Mara works for Cobalt Health.\n- Lucia reports to Nadia.\n- Nadia reports to Bruno.\n- Pinnacle Software was founded in 1998.\n- Nadia works for Pinnacle Software.\n- Crescent Telecom was founded in 2004.\n- Crescent Telecom is headquartered in Brno.\n- Deshawn works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Mateo works for Lattice Analytics.\n- Bruno reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Ravi reports to Wren.\n- Mara reports to Callum.\n- Callum works for Crescent Telecom.\n- Pinnacle Software is headquartered in Brno.\n- Tessa works for Lattice Analytics.\n- Wren works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Cobalt Health was founded in 1995.\n- Mateo reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Hana.\n- Kenji works for Summit Energy.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Pinnacle Software is headquartered in Halifax.\n- Cedar Retail Group was founded in 1975.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Callum.\n- Pablo works for Summit Energy.\n- Pablo reports to Emeka.\n- Summit Energy was founded in 1987.\n- Kenji reports to Ravi.\n- Emeka works for Pinnacle Software.\n- Callum works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Aisha reports to Pablo.\n- Hana reports to Zoya.\n- Callum reports to Aisha.\n- Atlas Freight was founded in 1975.\n- Atlas Freight is headquartered in Adelaide.\n- Hana works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Ingrid.\n- Tessa works for Northwind Systems.\n- Chiara reports to Tessa.\n- Tessa reports to Wren.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ravi works for Cedar Retail Group.\n- Northwind Systems was founded in 1997.\n- Callum works for Fernhill Foods.\n- Anders reports to Chiara.\n- Fernhill Foods was founded in 1996.\n- Chiara works for Fernhill Foods.\n- Ingrid reports to Pablo.\n- Callum reports to Hana.\n- Sanne works for Ironwood Manufacturing.\n- Hana reports to Ravi.\n- Sanne reports to Dmitri.\n- Ravi reports to Sanne.\n- Priya works for Fernhill Foods.\n- Anders works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Nagoya.\n- Dmitri works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2006.\n- Cedar Retail Group was founded in 1985.\n- Northwind Systems is headquartered in Valencia.\n- Ingrid works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Dmitri reports to Anders.\n- Priya reports to Callum.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5117", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5118", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1984.\n- Amara reports to Zoya.\n- Zoya reports to Felix.\n- Fernhill Foods is headquartered in Basel.\n- Stefan works for Meridian Bank.\n- Zoya works for Pinnacle Software.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Pinnacle Software.\n- Viktor reports to Aisha.\n- Emeka works for Pinnacle Software.\n- Meridian Bank was founded in 2009.\n- Elena works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Callum works for Fernhill Foods.\n- Crescent Telecom was founded in 2015.\n- Viktor works for Crescent Telecom.\n- Stefan reports to Amara.\n- Mara reports to Emeka.\n- Meridian Bank is headquartered in Basel.\n- Chiara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Basel.\n- Amara works for Pinnacle Software.\n- Dmitri reports to Chiara.\n- Felix works for Pinnacle Software.\n- Felix reports to Elena.\n- Chiara reports to Viktor.\n- Emeka reports to Stefan.\n- Pinnacle Software was founded in 1986.\n- Aisha reports to Callum.\n- Callum reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5120", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8018: employee Amara M., hired 25 August 2022, separated 31 October 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2025-8018 under the controlling rules.", "criteria": {"0": "$6,600", "1": "$8,000", "2": "$7,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5121", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8649: employee Leila S., hired 13 April 2022, separated 13 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8649?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Valencia.\n- Kenji reports to Nadia.\n- Sofia reports to Mara.\n- Deshawn works for Summit Energy.\n- Chiara reports to Zoya.\n- Cobalt Health is headquartered in Valencia.\n- Ravi works for Atlas Freight.\n- Callum works for Summit Energy.\n- Priya reports to Ravi.\n- Zoya reports to Kenji.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Zoya works for Crescent Telecom.\n- Ravi reports to Anders.\n- Atlas Freight was founded in 2001.\n- Summit Energy is headquartered in Austin.\n- Mara reports to Chiara.\n- Nadia reports to Deshawn.\n- Kenji works for Cobalt Health.\n- Emeka works for Atlas Freight.\n- Anders works for Cobalt Health.\n- Sofia works for Atlas Freight.\n- Emeka reports to Callum.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Anders reports to Emeka.\n- Priya works for Cobalt Health.\n- Crescent Telecom was founded in 2012.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Leeds.\n- Deshawn reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5123", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1223: employee Dmitri T., hired 16 June 2022, separated 20 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1223?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5124", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5125", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 9359, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5126", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 January 2023): For employees hired on or after 03 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9565: employee Zoya M., hired 12 January 2022, separated 10 July 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9565?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Helios Logistics is headquartered in Dunedin.\n- Pablo reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Nadia reports to Tessa.\n- Tessa reports to Mei.\n- Mateo works for Bluepine Aviation.\n- Callum reports to Mateo.\n- Fernhill Foods was founded in 1986.\n- Tessa works for Helios Logistics.\n- Anders reports to Callum.\n- Summit Energy is headquartered in Turku.\n- Mei works for Fernhill Foods.\n- Mei reports to Anders.\n- Callum works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Ghent.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Helios Logistics was founded in 1978.\n- Summit Energy was founded in 1978.\n- Pablo works for Summit Energy.\n- Ingrid works for Bluepine Aviation.\n- Mateo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5128", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Bruno.\n- Northwind Systems is headquartered in Austin.\n- Northwind Systems was founded in 1983.\n- Omar reports to Lucia.\n- Pablo works for Cobalt Health.\n- Fernhill Foods was founded in 1994.\n- Mei reports to Viktor.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Sanne works for Cobalt Health.\n- Hana reports to Felix.\n- Sanne reports to Zoya.\n- Mei works for Northwind Systems.\n- Omar works for Fernhill Foods.\n- Bruno works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Cobalt Health was founded in 2006.\n- Sofia works for Cobalt Health.\n- Zoya reports to Mei.\n- Sofia reports to Pablo.\n- Hana works for Fernhill Foods.\n- Lucia reports to Hana.\n- Viktor reports to Chiara.\n- Atlas Freight was founded in 1989.\n- Zoya works for Fernhill Foods.\n- Lucia works for Northwind Systems.\n- Atlas Freight is headquartered in Oslo.\n- Chiara works for Atlas Freight.\n- Felix reports to Sanne.\n- Fernhill Foods is headquartered in Oslo.\n- Chiara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5130", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9151: employee Ravi B., hired 04 November 2021, separated 08 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9151?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Pinnacle Software is headquartered in Ghent.\n- Callum reports to Viktor.\n- Lattice Analytics was founded in 1987.\n- Omar works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Viktor reports to Pablo.\n- Amara reports to Mei.\n- Fernhill Foods was founded in 1997.\n- Emeka reports to Amara.\n- Felix works for Beacon Insurance.\n- Emeka works for Lattice Analytics.\n- Omar reports to Mateo.\n- Lucia works for Fernhill Foods.\n- Callum works for Lattice Analytics.\n- Viktor works for Pinnacle Software.\n- Felix reports to Hana.\n- Anders reports to Lucia.\n- Hana reports to Anders.\n- Mei reports to Omar.\n- Beacon Insurance was founded in 2007.\n- Beacon Insurance is headquartered in Brno.\n- Hana works for Lattice Analytics.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Anders works for Lattice Analytics.\n- Pinnacle Software was founded in 2010.\n- Lucia reports to Emeka.\n- Pablo reports to Felix.\n- Mei works for Pinnacle Software.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5132", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5133", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Summit Energy is headquartered in Valencia.\n- Dmitri works for Summit Energy.\n- Jonas reports to Ravi.\n- Lattice Analytics was founded in 2009.\n- Tobias reports to Jonas.\n- Ironwood Manufacturing was founded in 2000.\n- Crescent Telecom was founded in 1984.\n- Omar works for Lattice Analytics.\n- Elena reports to Mara.\n- Pablo reports to Callum.\n- Ravi reports to Elena.\n- Callum reports to Dmitri.\n- Pablo works for Summit Energy.\n- Callum works for Lattice Analytics.\n- Mara reports to Omar.\n- Tessa works for Summit Energy.\n- Tessa reports to Pablo.\n- Crescent Telecom is headquartered in Valencia.\n- Dmitri reports to Tobias.\n- Elena works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Jonas works for Crescent Telecom.\n- Summit Energy was founded in 1992.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ravi reports to Nadia.\n- Chiara works for Cobalt Health.\n- Dmitri reports to Chiara.\n- Wren reports to Mateo.\n- Crescent Telecom was founded in 1993.\n- Mateo reports to Aisha.\n- Meridian Bank was founded in 2000.\n- Wren works for Crescent Telecom.\n- Cobalt Health was founded in 1978.\n- Crescent Telecom is headquartered in Leeds.\n- Bluepine Aviation was founded in 1985.\n- Ingrid reports to Dmitri.\n- Callum works for Bluepine Aviation.\n- Emeka reports to Stefan.\n- Aisha reports to Ravi.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Emeka works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Felix works for Meridian Bank.\n- Chiara reports to Wren.\n- Nadia works for Cobalt Health.\n- Felix reports to Callum.\n- Meridian Bank is headquartered in Dunedin.\n- Callum reports to Emeka.\n- Aisha works for Meridian Bank.\n- Stefan reports to Ingrid.\n- Stefan works for Crescent Telecom.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5136", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9149: employee Aisha R., hired 04 March 2023, separated 16 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9149?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5137", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 23310 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5138", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9657: employee Amara M., hired 20 July 2020, separated 26 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9657?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sofia.\n- Cedar Retail Group was founded in 1993.\n- Felix reports to Nadia.\n- Sofia reports to Ravi.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1994.\n- Ravi reports to Amara.\n- Lattice Analytics was founded in 1981.\n- Zoya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lattice Analytics is headquartered in Halifax.\n- Ravi works for Atlas Freight.\n- Amara works for Lattice Analytics.\n- Amara reports to Jonas.\n- Callum reports to Felix.\n- Atlas Freight is headquartered in Austin.\n- Priya reports to Callum.\n- Zoya works for Ironwood Manufacturing.\n- Pablo reports to Priya.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Felix works for Ironwood Manufacturing.\n- Nadia works for Lattice Analytics.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Callum works for Ironwood Manufacturing.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5140", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Jonas.\n- Jonas reports to Deshawn.\n- Vantage Air is headquartered in Valencia.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Stefan works for Cedar Retail Group.\n- Northwind Systems is headquartered in Valencia.\n- Mei reports to Tessa.\n- Beacon Insurance was founded in 1978.\n- Mei works for Cedar Retail Group.\n- Pablo reports to Elena.\n- Pablo works for Northwind Systems.\n- Sofia reports to Pablo.\n- Jonas works for Vantage Air.\n- Tessa reports to Dmitri.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Vantage Air was founded in 1979.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Priya.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Adelaide.\n- Elena reports to Zoya.\n- Tobias reports to Mei.\n- Northwind Systems was founded in 1994.\n- Elena works for Beacon Insurance.\n- Priya works for Vantage Air.\n- Cedar Retail Group was founded in 2010.\n- Dmitri reports to Sofia.\n- Dmitri works for Vantage Air.\n- Deshawn reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Helios Logistics is headquartered in Halifax.\n- Amara works for Meridian Bank.\n- Mateo reports to Ravi.\n- Amara reports to Kenji.\n- Viktor reports to Sanne.\n- Ingrid reports to Emeka.\n- Callum reports to Ingrid.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Emeka works for Meridian Bank.\n- Ingrid works for Atlas Freight.\n- Emeka reports to Bruno.\n- Meridian Bank was founded in 2005.\n- Bruno reports to Amara.\n- Viktor works for Beacon Insurance.\n- Sanne works for Meridian Bank.\n- Beacon Insurance was founded in 2011.\n- Helios Logistics was founded in 2015.\n- Kenji reports to Mateo.\n- Ravi reports to Viktor.\n- Ravi works for Beacon Insurance.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Callum works for Beacon Insurance.\n- Meridian Bank is headquartered in Leeds.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5143", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 51686 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Helios Logistics was founded in 1994.\n- Mateo reports to Bruno.\n- Leila works for Northwind Systems.\n- Bruno reports to Leila.\n- Dmitri works for Fernhill Foods.\n- Kenji reports to Aisha.\n- Helios Logistics is headquartered in Tallinn.\n- Ravi reports to Hana.\n- Northwind Systems was founded in 1986.\n- Dmitri reports to Kenji.\n- Beacon Insurance was founded in 2003.\n- Callum reports to Dmitri.\n- Kenji works for Fernhill Foods.\n- Yuki reports to Ravi.\n- Callum works for Beacon Insurance.\n- Aisha works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Tallinn.\n- Yuki works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Leila reports to Yuki.\n- Hana reports to Callum.\n- Northwind Systems is headquartered in Tallinn.\n- Fernhill Foods was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5145", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6352: employee Felix M., hired 06 August 2022, separated 10 September 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6352?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5146", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5147", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5148", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5805: employee Stefan K., hired 10 July 2022, separated 07 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5805?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cobalt Health.\n- Pablo reports to Ingrid.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Leila reports to Callum.\n- Nadia reports to Yuki.\n- Bluepine Aviation was founded in 2001.\n- Northwind Systems was founded in 1999.\n- Jonas reports to Mara.\n- Ingrid works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Anders works for Bluepine Aviation.\n- Emeka reports to Anders.\n- Anders reports to Zoya.\n- Northwind Systems is headquartered in Ghent.\n- Pablo works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Mara reports to Leila.\n- Zoya reports to Jonas.\n- Kenji reports to Pablo.\n- Callum works for Ironwood Manufacturing.\n- Yuki reports to Kenji.\n- Yuki works for Bluepine Aviation.\n- Cobalt Health is headquartered in Porto.\n- Ingrid reports to Emeka.\n- Leila works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1998.\n- Ironwood Manufacturing is headquartered in Porto.\n- Cobalt Health was founded in 1989.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5150", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5151", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1064: employee Sanne S., hired 29 April 2021, separated 17 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1064?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5152", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5153", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5154", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5155", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7898: employee Viktor K., hired 31 December 2023, separated 19 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7898?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1984.\n- Omar reports to Sofia.\n- Lattice Analytics is headquartered in Malmo.\n- Crescent Telecom was founded in 2013.\n- Ironwood Manufacturing was founded in 1988.\n- Kenji works for Crescent Telecom.\n- Anders reports to Omar.\n- Kenji reports to Ingrid.\n- Crescent Telecom is headquartered in Ghent.\n- Tobias works for Lattice Analytics.\n- Mara reports to Nadia.\n- Tobias reports to Kenji.\n- Lattice Analytics was founded in 2007.\n- Nadia reports to Mei.\n- Bruno works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Ghent.\n- Nadia works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Wren reports to Anders.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Mara.\n- Anders works for Ironwood Manufacturing.\n- Mei reports to Tobias.\n- Ingrid works for Ironwood Manufacturing.\n- Mei works for Crescent Telecom.\n- Leila reports to Wren.\n- Bruno reports to Leila.\n- Omar works for Ironwood Manufacturing.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mara.\n- Hana reports to Dmitri.\n- Lattice Analytics was founded in 1985.\n- Fernhill Foods was founded in 2005.\n- Mei works for Bluepine Aviation.\n- Dmitri reports to Tobias.\n- Hana works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation was founded in 2002.\n- Chiara works for Vantage Air.\n- Ingrid reports to Yuki.\n- Fernhill Foods is headquartered in Basel.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Mara reports to Chiara.\n- Yuki reports to Hana.\n- Bluepine Aviation is headquartered in Ghent.\n- Dmitri works for Lattice Analytics.\n- Vantage Air is headquartered in Ghent.\n- Mara works for Lattice Analytics.\n- Vantage Air was founded in 2005.\n- Priya reports to Mei.\n- Tobias reports to Priya.\n- Priya works for Vantage Air.\n- Emeka reports to Ingrid.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5158", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7085: employee Stefan M., hired 05 March 2021, separated 01 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7085?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5159", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Elena works for Cobalt Health.\n- Lattice Analytics was founded in 1975.\n- Yuki reports to Callum.\n- Amara reports to Lucia.\n- Tessa works for Lattice Analytics.\n- Lucia reports to Priya.\n- Sanne reports to Yuki.\n- Sanne works for Lattice Analytics.\n- Cobalt Health is headquartered in Oslo.\n- Vantage Air was founded in 1975.\n- Cobalt Health was founded in 2003.\n- Mateo works for Helios Logistics.\n- Mei reports to Tessa.\n- Vantage Air is headquartered in Oslo.\n- Priya works for Cobalt Health.\n- Aisha reports to Mateo.\n- Mateo reports to Amara.\n- Priya reports to Mei.\n- Callum works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Helios Logistics is headquartered in Oslo.\n- Callum reports to Elena.\n- Deshawn reports to Sanne.\n- Deshawn works for Vantage Air.\n- Mei works for Cobalt Health.\n- Aisha works for Helios Logistics.\n- Lattice Analytics is headquartered in Ghent.\n- Tessa reports to Deshawn.\n- Helios Logistics was founded in 2012.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5161", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5162", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Felix.\n- Deshawn works for Ironwood Manufacturing.\n- Sanne reports to Ravi.\n- Tobias works for Pinnacle Software.\n- Mei works for Cobalt Health.\n- Bruno reports to Mei.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Callum.\n- Yuki works for Pinnacle Software.\n- Felix reports to Yuki.\n- Sanne works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Kenji reports to Deshawn.\n- Fernhill Foods is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Callum reports to Tobias.\n- Deshawn reports to Sanne.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Cobalt Health was founded in 2006.\n- Callum works for Fernhill Foods.\n- Pinnacle Software is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1984.\n- Pinnacle Software was founded in 2011.\n- Fernhill Foods was founded in 1976.\n- Yuki reports to Bruno.\n- Bruno works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5164", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5165", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5166", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4931: employee Mateo S., hired 28 March 2023, separated 08 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-4931 under the controlling rules.", "criteria": {"0": "$11,850", "1": "$10,850", "2": "$10,938", "3": "$47,017"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5167", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5168", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5169", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5170", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 November 2022): For employees hired on or after 25 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5807: employee Kenji K., hired 15 August 2021, separated 24 June 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5807?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5171", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Chiara works for Northwind Systems.\n- Wren reports to Sofia.\n- Amara works for Northwind Systems.\n- Kenji reports to Lucia.\n- Deshawn reports to Amara.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1995.\n- Bluepine Aviation was founded in 1977.\n- Lucia reports to Deshawn.\n- Kenji works for Ironwood Manufacturing.\n- Amara reports to Wren.\n- Stefan reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Tobias works for Summit Energy.\n- Sofia reports to Chiara.\n- Omar reports to Ingrid.\n- Ingrid reports to Stefan.\n- Northwind Systems is headquartered in Halifax.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Tobias reports to Omar.\n- Bluepine Aviation is headquartered in Cork.\n- Stefan works for Ironwood Manufacturing.\n- Chiara reports to Tobias.\n- Summit Energy is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Northwind Systems was founded in 1985.\n- Summit Energy was founded in 1985.\n- Lucia works for Bluepine Aviation.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5173", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4898: employee Omar K., hired 01 April 2020, separated 15 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4898?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5174", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4414: employee Mara K., hired 31 March 2021, separated 27 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4414?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5175", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1999.\n- Pinnacle Software was founded in 2000.\n- Pinnacle Software is headquartered in Oslo.\n- Tobias works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Mara reports to Wren.\n- Jonas works for Summit Energy.\n- Wren reports to Ingrid.\n- Ingrid reports to Jonas.\n- Hana works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Zoya works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Ingrid works for Crescent Telecom.\n- Lucia reports to Mara.\n- Jonas reports to Dmitri.\n- Tobias reports to Hana.\n- Sanne reports to Lucia.\n- Hana reports to Sanne.\n- Zoya reports to Tobias.\n- Wren works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Crescent Telecom is headquartered in Oslo.\n- Summit Energy is headquartered in Tallinn.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5177", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5178", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5179", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7733: employee Sofia T., hired 24 June 2020, separated 15 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7733?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cedar Retail Group.\n- Lattice Analytics was founded in 1994.\n- Bluepine Aviation is headquartered in Malmo.\n- Priya reports to Callum.\n- Viktor works for Atlas Freight.\n- Stefan reports to Mei.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Priya.\n- Cedar Retail Group is headquartered in Malmo.\n- Cedar Retail Group was founded in 2000.\n- Ingrid reports to Elena.\n- Mei reports to Ravi.\n- Lattice Analytics is headquartered in Oslo.\n- Callum reports to Viktor.\n- Elena works for Bluepine Aviation.\n- Atlas Freight is headquartered in Oslo.\n- Bluepine Aviation was founded in 2011.\n- Ingrid works for Cedar Retail Group.\n- Viktor reports to Ingrid.\n- Atlas Freight was founded in 1991.\n- Stefan works for Atlas Freight.\n- Priya works for Bluepine Aviation.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1989", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Pinnacle Software was founded in 2007.\n- Pablo works for Meridian Bank.\n- Anders works for Bluepine Aviation.\n- Meridian Bank was founded in 1998.\n- Amara reports to Ingrid.\n- Sofia works for Bluepine Aviation.\n- Sofia reports to Pablo.\n- Wren works for Pinnacle Software.\n- Dmitri works for Meridian Bank.\n- Pinnacle Software is headquartered in Cork.\n- Omar works for Crescent Telecom.\n- Wren reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Meridian Bank is headquartered in Tallinn.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Sanne.\n- Sanne reports to Omar.\n- Bluepine Aviation was founded in 2000.\n- Sanne works for Meridian Bank.\n- Pablo reports to Anders.\n- Crescent Telecom was founded in 1999.\n- Bluepine Aviation is headquartered in Tallinn.\n- Amara works for Crescent Telecom.\n- Ingrid reports to Wren.\n- Omar reports to Amara.\n- Ravi reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5182", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-8 (VERSION 3, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1249: employee Omar K., hired 10 May 2023, separated 29 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1249?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5183", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5184", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 October 2022): For employees hired on or after 07 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1901: employee Omar K., hired 04 March 2020, separated 24 March 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1901?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5185", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5312: employee Priya B., hired 30 March 2020, separated 29 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5312?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5186", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5187", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5188", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5189", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5190", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 November 2024): For employees hired on or after 02 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5424: employee Felix R., hired 21 February 2024, separated 08 April 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-5424 under the controlling rules.", "criteria": {"0": "$7,875", "1": "$33,800", "2": "$5,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2014.\n- Yuki reports to Zoya.\n- Vantage Air was founded in 2014.\n- Amara reports to Yuki.\n- Atlas Freight is headquartered in Adelaide.\n- Felix reports to Amara.\n- Deshawn works for Cobalt Health.\n- Ingrid reports to Omar.\n- Omar works for Vantage Air.\n- Deshawn reports to Hana.\n- Vantage Air is headquartered in Halifax.\n- Amara works for Vantage Air.\n- Cobalt Health is headquartered in Adelaide.\n- Cobalt Health was founded in 1978.\n- Omar reports to Deshawn.\n- Pinnacle Software is headquartered in Halifax.\n- Aisha reports to Felix.\n- Lucia works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Zoya works for Atlas Freight.\n- Aisha works for Pinnacle Software.\n- Ingrid works for Atlas Freight.\n- Pinnacle Software was founded in 1987.\n- Hana reports to Bruno.\n- Yuki works for Vantage Air.\n- Priya reports to Lucia.\n- Bruno works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Bruno reports to Aisha.\n- Zoya reports to Priya.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5192", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7025: employee Dmitri B., hired 18 February 2023, separated 14 March 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-7025 under the controlling rules.", "criteria": {"0": "$6,200", "1": "$34,667", "2": "$8,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Tobias works for Vantage Air.\n- Meridian Bank is headquartered in Tallinn.\n- Mara works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Mara reports to Chiara.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Omar reports to Aisha.\n- Amara reports to Mara.\n- Chiara works for Meridian Bank.\n- Kenji reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Stefan reports to Kenji.\n- Beacon Insurance is headquartered in Oslo.\n- Kenji works for Meridian Bank.\n- Aisha works for Ironwood Manufacturing.\n- Chiara reports to Stefan.\n- Meridian Bank was founded in 2002.\n- Vantage Air is headquartered in Tallinn.\n- Beacon Insurance was founded in 1997.\n- Vantage Air was founded in 1984.\n- Tobias reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5194", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 31 December 2025): For employees hired on or after 31 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9307: employee Felix R., hired 26 April 2025, separated 25 June 2027 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9307?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5195", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation was founded in 1999.\n- Dmitri reports to Kenji.\n- Crescent Telecom is headquartered in Leeds.\n- Felix reports to Nadia.\n- Priya reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Kenji reports to Priya.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group was founded in 2008.\n- Kenji works for Crescent Telecom.\n- Anders reports to Dmitri.\n- Beacon Insurance is headquartered in Bergen.\n- Lucia reports to Felix.\n- Nadia works for Bluepine Aviation.\n- Crescent Telecom was founded in 1976.\n- Dmitri works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Beacon Insurance was founded in 1991.\n- Priya works for Crescent Telecom.\n- Felix works for Cedar Retail Group.\n- Nadia reports to Anders.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1984.\n- Dmitri works for Northwind Systems.\n- Anders reports to Leila.\n- Northwind Systems is headquartered in Bergen.\n- Crescent Telecom is headquartered in Cork.\n- Hana works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Leila reports to Wren.\n- Mateo reports to Anders.\n- Leila works for Crescent Telecom.\n- Mateo works for Beacon Insurance.\n- Helios Logistics is headquartered in Cork.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Wren reports to Sanne.\n- Northwind Systems was founded in 2009.\n- Anders works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Dmitri reports to Mateo.\n- Helios Logistics was founded in 2004.\n- Zoya works for Northwind Systems.\n- Aisha reports to Dmitri.\n- Zoya reports to Deshawn.\n- Hana reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Malmo.\n- Summit Energy was founded in 1981.\n- Hana works for Helios Logistics.\n- Callum reports to Omar.\n- Ironwood Manufacturing was founded in 1993.\n- Amara reports to Callum.\n- Wren reports to Hana.\n- Meridian Bank was founded in 2012.\n- Meridian Bank is headquartered in Malmo.\n- Viktor reports to Mara.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tallinn.\n- Wren works for Summit Energy.\n- Hana reports to Amara.\n- Summit Energy is headquartered in Basel.\n- Helios Logistics was founded in 2008.\n- Amara works for Summit Energy.\n- Viktor works for Meridian Bank.\n- Tobias works for Helios Logistics.\n- Mara works for Meridian Bank.\n- Omar reports to Viktor.\n- Omar works for Ironwood Manufacturing.\n- Tobias reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5199", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5200", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5201", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Ingrid reports to Bruno.\n- Yuki reports to Tobias.\n- Tobias works for Meridian Bank.\n- Tobias reports to Pablo.\n- Summit Energy was founded in 2014.\n- Stefan works for Summit Energy.\n- Yuki works for Beacon Insurance.\n- Summit Energy is headquartered in Cork.\n- Aisha reports to Chiara.\n- Lattice Analytics is headquartered in Leeds.\n- Bruno reports to Aisha.\n- Beacon Insurance was founded in 1979.\n- Mateo works for Lattice Analytics.\n- Pablo reports to Mateo.\n- Beacon Insurance is headquartered in Cork.\n- Mateo reports to Stefan.\n- Lattice Analytics was founded in 1989.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Pablo works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Leila reports to Yuki.\n- Chiara reports to Leila.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid works for Lattice Analytics.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5203", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3685: employee Tessa B., hired 23 November 2023, separated 08 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3685?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Tobias works for Lattice Analytics.\n- Callum works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri reports to Mateo.\n- Beacon Insurance was founded in 1989.\n- Summit Energy was founded in 1990.\n- Mateo reports to Amara.\n- Northwind Systems is headquartered in Porto.\n- Omar reports to Nadia.\n- Northwind Systems was founded in 2015.\n- Nadia works for Beacon Insurance.\n- Dmitri works for Lattice Analytics.\n- Mateo works for Summit Energy.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 1990.\n- Callum reports to Tobias.\n- Nadia reports to Callum.\n- Stefan reports to Omar.\n- Omar works for Summit Energy.\n- Amara reports to Stefan.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5205", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5740: employee Kenji R., hired 06 September 2022, separated 23 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5740?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5206", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5207", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1689: employee Kenji M., hired 17 January 2022, separated 14 July 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1689?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5208", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Atlas Freight.\n- Tessa reports to Mei.\n- Felix works for Atlas Freight.\n- Chiara reports to Ravi.\n- Viktor reports to Bruno.\n- Emeka reports to Felix.\n- Leila reports to Tobias.\n- Felix reports to Tessa.\n- Elena reports to Emeka.\n- Crescent Telecom is headquartered in Nagoya.\n- Meridian Bank is headquartered in Basel.\n- Chiara works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Atlas Freight was founded in 1993.\n- Tobias reports to Elena.\n- Stefan works for Crescent Telecom.\n- Atlas Freight is headquartered in Cork.\n- Elena works for Ironwood Manufacturing.\n- Tobias works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Crescent Telecom was founded in 2009.\n- Stefan reports to Viktor.\n- Meridian Bank was founded in 1990.\n- Mei works for Crescent Telecom.\n- Ravi reports to Stefan.\n- Ironwood Manufacturing was founded in 2002.\n- Viktor works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mei reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2012", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5210", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5211", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5948: employee Aisha B., hired 27 December 2022, separated 04 December 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-5948 under the controlling rules.", "criteria": {"0": "$72,000", "1": "$16,731", "2": "$17,115", "3": "$16,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5212", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5213", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5214", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8829: employee Amara T., hired 13 February 2022, separated 02 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8829?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5215", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 December 2022): For employees hired on or after 13 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6829: employee Mateo R., hired 06 April 2022, separated 05 May 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6829?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Priya reports to Viktor.\n- Pablo works for Cedar Retail Group.\n- Summit Energy was founded in 2003.\n- Ironwood Manufacturing was founded in 1997.\n- Northwind Systems is headquartered in Lyon.\n- Summit Energy is headquartered in Oslo.\n- Northwind Systems was founded in 1990.\n- Bruno reports to Callum.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2010.\n- Viktor works for Northwind Systems.\n- Nadia reports to Priya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tobias reports to Pablo.\n- Bruno works for Summit Energy.\n- Emeka works for Summit Energy.\n- Callum reports to Felix.\n- Nadia works for Ironwood Manufacturing.\n- Viktor reports to Tobias.\n- Felix reports to Amara.\n- Pablo reports to Emeka.\n- Amara works for Summit Energy.\n- Emeka reports to Bruno.\n- Callum works for Cedar Retail Group.\n- Priya works for Ironwood Manufacturing.\n- Felix works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Jonas.\n- Leila works for Ironwood Manufacturing.\n- Zoya reports to Elena.\n- Leila reports to Yuki.\n- Kenji works for Meridian Bank.\n- Wren reports to Bruno.\n- Elena reports to Tessa.\n- Tessa reports to Kenji.\n- Wren works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Yuki works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Yuki reports to Zoya.\n- Cobalt Health is headquartered in Cork.\n- Kenji reports to Wren.\n- Ironwood Manufacturing was founded in 1975.\n- Zoya works for Cobalt Health.\n- Elena works for Fernhill Foods.\n- Cobalt Health was founded in 2006.\n- Jonas reports to Hana.\n- Fernhill Foods is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Meridian Bank was founded in 1977.\n- Bruno reports to Mateo.\n- Fernhill Foods was founded in 2001.\n- Hana reports to Emeka.\n- Bruno works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Meridian Bank is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5218", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5219", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5420: employee Dmitri A., hired 06 January 2022, separated 29 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5420?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5220", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5221", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5222", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7162: employee Viktor K., hired 20 April 2023, separated 24 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-7162 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$8,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Crescent Telecom was founded in 2012.\n- Northwind Systems was founded in 2007.\n- Priya works for Fernhill Foods.\n- Mara works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems is headquartered in Nagoya.\n- Yuki reports to Tobias.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Priya reports to Mateo.\n- Tobias works for Bluepine Aviation.\n- Omar works for Crescent Telecom.\n- Omar reports to Yuki.\n- Aisha reports to Mara.\n- Tobias reports to Viktor.\n- Mateo works for Northwind Systems.\n- Crescent Telecom is headquartered in Porto.\n- Mateo reports to Wren.\n- Wren reports to Omar.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji reports to Priya.\n- Wren works for Northwind Systems.\n- Fernhill Foods was founded in 1988.\n- Bluepine Aviation was founded in 1987.\n- Mara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5224", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 August 2022): For employees hired on or after 26 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4395: employee Hana R., hired 13 November 2021, separated 11 November 2022 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4395?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5225", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5226", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Kenji.\n- Anders reports to Mateo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mateo works for Summit Energy.\n- Ironwood Manufacturing was founded in 1998.\n- Lattice Analytics is headquartered in Leeds.\n- Atlas Freight was founded in 1985.\n- Hana works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Stefan reports to Jonas.\n- Kenji reports to Sofia.\n- Hana reports to Leila.\n- Sofia works for Summit Energy.\n- Kenji works for Summit Energy.\n- Ingrid reports to Anders.\n- Sofia reports to Stefan.\n- Mateo reports to Hana.\n- Tobias works for Ironwood Manufacturing.\n- Anders works for Lattice Analytics.\n- Stefan works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Porto.\n- Tobias reports to Ingrid.\n- Lattice Analytics was founded in 1977.\n- Summit Energy was founded in 1993.\n- Leila works for Lattice Analytics.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5227", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Pablo works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1992.\n- Chiara works for Lattice Analytics.\n- Amara reports to Aisha.\n- Anders reports to Zoya.\n- Chiara reports to Pablo.\n- Bluepine Aviation is headquartered in Brno.\n- Pablo reports to Mateo.\n- Tessa works for Vantage Air.\n- Bluepine Aviation was founded in 2009.\n- Lattice Analytics is headquartered in Lyon.\n- Mateo works for Ironwood Manufacturing.\n- Callum works for Bluepine Aviation.\n- Vantage Air was founded in 2002.\n- Anders works for Vantage Air.\n- Callum reports to Anders.\n- Zoya reports to Tessa.\n- Aisha works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Turku.\n- Mateo reports to Amara.\n- Zoya works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tessa reports to Viktor.\n- Lattice Analytics was founded in 2013.\n- Viktor reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Chiara.\n- Cobalt Health is headquartered in Nagoya.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Pinnacle Software was founded in 2013.\n- Cobalt Health was founded in 2007.\n- Sofia works for Crescent Telecom.\n- Ingrid reports to Nadia.\n- Omar works for Cobalt Health.\n- Sofia reports to Sanne.\n- Chiara works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Pinnacle Software is headquartered in Tampere.\n- Dmitri works for Vantage Air.\n- Sanne works for Crescent Telecom.\n- Omar reports to Dmitri.\n- Jonas reports to Sofia.\n- Crescent Telecom was founded in 1992.\n- Crescent Telecom is headquartered in Porto.\n- Chiara reports to Jonas.\n- Sanne reports to Omar.\n- Vantage Air is headquartered in Nagoya.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5230", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Omar.\n- Beacon Insurance was founded in 2000.\n- Yuki works for Northwind Systems.\n- Helios Logistics was founded in 1979.\n- Crescent Telecom is headquartered in Tallinn.\n- Omar reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Ingrid works for Crescent Telecom.\n- Callum reports to Ingrid.\n- Mara reports to Mateo.\n- Crescent Telecom was founded in 1993.\n- Callum works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Viktor works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tallinn.\n- Amara reports to Yuki.\n- Kenji works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Kenji reports to Mara.\n- Helios Logistics is headquartered in Austin.\n- Bruno reports to Callum.\n- Mateo works for Northwind Systems.\n- Omar works for Helios Logistics.\n- Deshawn reports to Bruno.\n- Sofia reports to Viktor.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Ingrid reports to Amara.\n- Mateo reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5232", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7183: employee Elena R., hired 26 October 2024, separated 12 June 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7183?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5233", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 40856 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5234", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6700: employee Priya M., hired 07 September 2021, separated 02 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6700?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5235", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5236", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2771: employee Emeka A., hired 25 May 2023, separated 15 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2771?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5237", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5238", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5239", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5240", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1741: employee Ravi B., hired 03 October 2022, separated 04 January 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-1741 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$5,692", "2": "$22,500", "3": "$5,063"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Pablo reports to Sanne.\n- Helios Logistics is headquartered in Basel.\n- Pablo works for Bluepine Aviation.\n- Tobias reports to Leila.\n- Priya works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Bluepine Aviation was founded in 2001.\n- Wren works for Cobalt Health.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health is headquartered in Basel.\n- Wren reports to Tobias.\n- Nadia reports to Yuki.\n- Sanne works for Cobalt Health.\n- Yuki reports to Ingrid.\n- Ingrid reports to Priya.\n- Cobalt Health was founded in 1981.\n- Leila reports to Zoya.\n- Helios Logistics was founded in 2007.\n- Sanne reports to Wren.\n- Ingrid works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Nadia works for Fernhill Foods.\n- Yuki works for Cobalt Health.\n- Leila works for Bluepine Aviation.\n- Priya reports to Pablo.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5242", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7554: employee Priya S., hired 16 June 2023, separated 17 March 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7554?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Helios Logistics is headquartered in Porto.\n- Viktor works for Helios Logistics.\n- Mei works for Meridian Bank.\n- Vantage Air is headquartered in Tallinn.\n- Bruno works for Meridian Bank.\n- Helios Logistics was founded in 2007.\n- Lucia reports to Viktor.\n- Amara works for Fernhill Foods.\n- Leila works for Vantage Air.\n- Tessa reports to Bruno.\n- Vantage Air was founded in 1987.\n- Dmitri reports to Mei.\n- Lucia works for Vantage Air.\n- Dmitri works for Helios Logistics.\n- Meridian Bank is headquartered in Adelaide.\n- Viktor reports to Tessa.\n- Anders reports to Lucia.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Amara reports to Anders.\n- Tessa works for Vantage Air.\n- Bruno reports to Dmitri.\n- Mei reports to Callum.\n- Emeka reports to Leila.\n- Meridian Bank was founded in 1982.\n- Anders works for Helios Logistics.\n- Callum reports to Priya.\n- Priya works for Helios Logistics.\n- Priya reports to Emeka.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5244", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7242: employee Sofia B., hired 09 May 2020, separated 13 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7242?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1981.\n- Ingrid works for Ironwood Manufacturing.\n- Tessa works for Atlas Freight.\n- Aisha reports to Viktor.\n- Vantage Air was founded in 2009.\n- Aisha works for Atlas Freight.\n- Wren reports to Tessa.\n- Atlas Freight is headquartered in Nagoya.\n- Bruno works for Vantage Air.\n- Elena reports to Pablo.\n- Viktor reports to Jonas.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Bruno.\n- Cobalt Health was founded in 1983.\n- Ironwood Manufacturing was founded in 1996.\n- Cobalt Health is headquartered in Cork.\n- Ingrid reports to Hana.\n- Wren works for Vantage Air.\n- Hana reports to Elena.\n- Pablo works for Vantage Air.\n- Tessa reports to Ingrid.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Viktor works for Vantage Air.\n- Pablo reports to Aisha.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Deshawn reports to Jonas.\n- Fernhill Foods is headquartered in Basel.\n- Ingrid works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Fernhill Foods was founded in 2002.\n- Meridian Bank was founded in 1981.\n- Meridian Bank is headquartered in Nagoya.\n- Chiara reports to Tessa.\n- Mei reports to Chiara.\n- Bluepine Aviation is headquartered in Tampere.\n- Priya reports to Ingrid.\n- Bluepine Aviation was founded in 1982.\n- Ravi reports to Emeka.\n- Ingrid reports to Aisha.\n- Atlas Freight was founded in 1977.\n- Sofia works for Atlas Freight.\n- Ravi works for Bluepine Aviation.\n- Aisha reports to Sofia.\n- Deshawn works for Fernhill Foods.\n- Atlas Freight is headquartered in Tampere.\n- Jonas works for Atlas Freight.\n- Emeka reports to Bruno.\n- Tessa reports to Priya.\n- Priya works for Meridian Bank.\n- Jonas reports to Mei.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Bruno reports to Deshawn.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5247", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 2271\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5248", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Mateo reports to Priya.\n- Dmitri works for Lattice Analytics.\n- Anders works for Northwind Systems.\n- Ravi reports to Elena.\n- Lattice Analytics is headquartered in Turku.\n- Elena works for Pinnacle Software.\n- Lattice Analytics was founded in 1984.\n- Elena reports to Felix.\n- Zoya reports to Sofia.\n- Pinnacle Software is headquartered in Brno.\n- Felix reports to Zoya.\n- Priya reports to Anders.\n- Northwind Systems is headquartered in Brno.\n- Priya works for Pinnacle Software.\n- Amara reports to Ravi.\n- Mateo works for Lattice Analytics.\n- Amara works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Sofia works for Pinnacle Software.\n- Meridian Bank was founded in 2008.\n- Ravi works for Meridian Bank.\n- Pinnacle Software was founded in 1991.\n- Dmitri reports to Amara.\n- Meridian Bank is headquartered in Oslo.\n- Sofia reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5250", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9956: employee Stefan K., hired 22 December 2022, separated 19 June 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-9956 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$34,667", "2": "$7,500", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5251", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5252", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tessa.\n- Summit Energy was founded in 2012.\n- Pinnacle Software was founded in 1978.\n- Omar works for Summit Energy.\n- Cobalt Health is headquartered in Tampere.\n- Callum reports to Felix.\n- Callum works for Crescent Telecom.\n- Aisha reports to Omar.\n- Summit Energy is headquartered in Basel.\n- Tessa reports to Anders.\n- Felix works for Cobalt Health.\n- Anders reports to Priya.\n- Anders works for Summit Energy.\n- Leila reports to Kenji.\n- Leila works for Pinnacle Software.\n- Kenji works for Crescent Telecom.\n- Cobalt Health was founded in 1981.\n- Crescent Telecom is headquartered in Basel.\n- Felix reports to Aisha.\n- Priya reports to Leila.\n- Bruno works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Priya works for Cobalt Health.\n- Omar reports to Bruno.\n- Pinnacle Software is headquartered in Tampere.\n- Crescent Telecom was founded in 1988.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5254", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5255", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8926: employee Chiara M., hired 14 July 2023, separated 17 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-8926 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$11,385", "2": "$9,346", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5256", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9762: employee Hana S., hired 17 May 2021, separated 06 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9762?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Emeka.\n- Chiara reports to Ingrid.\n- Felix works for Lattice Analytics.\n- Emeka works for Helios Logistics.\n- Dmitri works for Fernhill Foods.\n- Emeka reports to Hana.\n- Crescent Telecom was founded in 1979.\n- Anders works for Fernhill Foods.\n- Deshawn reports to Kenji.\n- Anders reports to Leila.\n- Helios Logistics is headquartered in Malmo.\n- Chiara works for Helios Logistics.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn works for Helios Logistics.\n- Felix reports to Chiara.\n- Lattice Analytics was founded in 1988.\n- Fernhill Foods was founded in 2006.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Deshawn.\n- Lattice Analytics is headquartered in Malmo.\n- Dmitri reports to Anders.\n- Hana reports to Dmitri.\n- Hana works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Kenji works for Lattice Analytics.\n- Helios Logistics was founded in 1979.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5258", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5259", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5276: employee Hana A., hired 24 August 2022, separated 03 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5276?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5260", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4543: employee Anders A., hired 06 June 2024, separated 12 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4543?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5261", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4210: employee Lucia M., hired 27 February 2020, separated 17 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4210?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5262", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 March 2025): For employees hired on or after 14 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9094: employee Mara B., hired 02 August 2021, separated 31 January 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9094?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5263", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9657: employee Yuki K., hired 12 July 2022, separated 17 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9657?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mateo.\n- Chiara reports to Aisha.\n- Amara works for Bluepine Aviation.\n- Lattice Analytics was founded in 1982.\n- Aisha reports to Kenji.\n- Hana reports to Wren.\n- Wren reports to Callum.\n- Hana works for Bluepine Aviation.\n- Amara reports to Chiara.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software was founded in 1982.\n- Kenji works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Callum reports to Amara.\n- Lattice Analytics is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Austin.\n- Wren works for Beacon Insurance.\n- Pinnacle Software is headquartered in Ghent.\n- Beacon Insurance is headquartered in Austin.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Bluepine Aviation was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5265", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5266", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6175: employee Lucia B., hired 23 September 2022, separated 15 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6175?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Chiara.\n- Chiara works for Meridian Bank.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Dunedin.\n- Lucia reports to Jonas.\n- Ravi reports to Ingrid.\n- Helios Logistics is headquartered in Basel.\n- Lucia works for Meridian Bank.\n- Jonas reports to Sanne.\n- Sanne works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Mara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Bergen.\n- Yuki works for Helios Logistics.\n- Meridian Bank was founded in 2013.\n- Helios Logistics was founded in 1980.\n- Yuki reports to Lucia.\n- Ironwood Manufacturing is headquartered in Basel.\n- Chiara reports to Yuki.\n- Jonas works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1980.\n- Atlas Freight was founded in 1991.\n- Mara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5268", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5269", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1989.\n- Emeka works for Bluepine Aviation.\n- Kenji reports to Callum.\n- Lucia reports to Jonas.\n- Callum works for Helios Logistics.\n- Emeka reports to Mateo.\n- Ravi reports to Emeka.\n- Jonas reports to Amara.\n- Helios Logistics is headquartered in Tampere.\n- Ravi works for Northwind Systems.\n- Lucia works for Cedar Retail Group.\n- Mateo reports to Dmitri.\n- Kenji works for Northwind Systems.\n- Aisha works for Bluepine Aviation.\n- Hana works for Northwind Systems.\n- Zoya reports to Kenji.\n- Bluepine Aviation is headquartered in Tallinn.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Jonas works for Helios Logistics.\n- Callum reports to Aisha.\n- Dmitri works for Bluepine Aviation.\n- Zoya works for Northwind Systems.\n- Cedar Retail Group is headquartered in Turku.\n- Amara reports to Ravi.\n- Hana reports to Zoya.\n- Mateo works for Helios Logistics.\n- Bluepine Aviation was founded in 2013.\n- Helios Logistics was founded in 1983.\n- Cedar Retail Group was founded in 1982.\n- Dmitri reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Sofia.\n- Vantage Air was founded in 2003.\n- Tobias works for Vantage Air.\n- Mateo reports to Pablo.\n- Cedar Retail Group was founded in 1993.\n- Sofia reports to Bruno.\n- Cedar Retail Group is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Leila works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Bruno works for Lattice Analytics.\n- Tobias reports to Mateo.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2003.\n- Ravi reports to Tobias.\n- Lattice Analytics was founded in 2007.\n- Lattice Analytics is headquartered in Leeds.\n- Felix works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Pablo reports to Felix.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5272", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5273", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Viktor.\n- Cedar Retail Group was founded in 1983.\n- Amara works for Pinnacle Software.\n- Tobias works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Malmo.\n- Mara works for Cedar Retail Group.\n- Jonas reports to Tobias.\n- Jonas works for Beacon Insurance.\n- Nadia works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1976.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Nadia.\n- Mara reports to Emeka.\n- Viktor reports to Ingrid.\n- Emeka reports to Jonas.\n- Pinnacle Software was founded in 2008.\n- Bluepine Aviation was founded in 2001.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Nadia reports to Amara.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2003.\n- Tobias works for Atlas Freight.\n- Lattice Analytics was founded in 1988.\n- Meridian Bank is headquartered in Dunedin.\n- Callum works for Meridian Bank.\n- Mara reports to Sanne.\n- Stefan reports to Lucia.\n- Aisha works for Beacon Insurance.\n- Sanne works for Lattice Analytics.\n- Mei reports to Dmitri.\n- Sanne reports to Stefan.\n- Bruno reports to Callum.\n- Dmitri works for Lattice Analytics.\n- Lucia reports to Mei.\n- Elena reports to Pablo.\n- Lattice Analytics is headquartered in Dunedin.\n- Atlas Freight is headquartered in Porto.\n- Meridian Bank was founded in 1994.\n- Tobias reports to Bruno.\n- Stefan works for Atlas Freight.\n- Mei works for Beacon Insurance.\n- Lucia works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Mara works for Lattice Analytics.\n- Atlas Freight was founded in 2011.\n- Dmitri reports to Elena.\n- Beacon Insurance is headquartered in Porto.\n- Callum reports to Aisha.\n- Elena works for Beacon Insurance.\n- Pablo works for Meridian Bank.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1985.\n- Helios Logistics was founded in 1985.\n- Tobias reports to Mei.\n- Atlas Freight was founded in 2008.\n- Kenji reports to Nadia.\n- Elena works for Atlas Freight.\n- Sanne reports to Kenji.\n- Omar reports to Chiara.\n- Fernhill Foods is headquartered in Dunedin.\n- Helios Logistics is headquartered in Turku.\n- Anders reports to Omar.\n- Omar works for Fernhill Foods.\n- Mei reports to Elena.\n- Meridian Bank is headquartered in Turku.\n- Anders works for Fernhill Foods.\n- Elena reports to Emeka.\n- Atlas Freight is headquartered in Ghent.\n- Chiara reports to Sanne.\n- Tobias works for Atlas Freight.\n- Nadia reports to Tobias.\n- Chiara works for Atlas Freight.\n- Kenji works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Sanne works for Meridian Bank.\n- Mei works for Fernhill Foods.\n- Emeka works for Atlas Freight.\n- Meridian Bank was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5277", "family": "intent_v3", "state": "Incoming support message:\n\"66585 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "track_order", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5278", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9808: employee Yuki B., hired 01 March 2021, separated 31 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9808?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5279", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Emeka reports to Nadia.\n- Ingrid works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Sanne works for Fernhill Foods.\n- Pablo works for Crescent Telecom.\n- Pablo reports to Yuki.\n- Yuki reports to Tobias.\n- Beacon Insurance was founded in 1979.\n- Tobias reports to Ingrid.\n- Emeka works for Northwind Systems.\n- Hana reports to Emeka.\n- Fernhill Foods is headquartered in Halifax.\n- Nadia works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Bruno.\n- Yuki works for Crescent Telecom.\n- Sanne reports to Hana.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 1998.\n- Crescent Telecom is headquartered in Ghent.\n- Mei reports to Sanne.\n- Nadia reports to Pablo.\n- Tobias works for Northwind Systems.\n- Crescent Telecom was founded in 1996.\n- Northwind Systems was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5281", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6530: employee Nadia K., hired 08 June 2023, separated 18 April 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6530?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5282", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1975.\n- Tessa reports to Ravi.\n- Pinnacle Software was founded in 1982.\n- Sanne works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Cobalt Health is headquartered in Cork.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Ravi reports to Anders.\n- Sanne reports to Zoya.\n- Zoya reports to Yuki.\n- Ravi works for Cobalt Health.\n- Lattice Analytics is headquartered in Dunedin.\n- Tessa works for Cobalt Health.\n- Felix reports to Sanne.\n- Lattice Analytics was founded in 1982.\n- Meridian Bank is headquartered in Ghent.\n- Elena works for Cobalt Health.\n- Yuki works for Pinnacle Software.\n- Elena reports to Tessa.\n- Felix works for Cobalt Health.\n- Pinnacle Software is headquartered in Tampere.\n- Yuki reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Pablo.\n- Felix works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Nadia reports to Mateo.\n- Mateo works for Crescent Telecom.\n- Helios Logistics is headquartered in Adelaide.\n- Tobias reports to Emeka.\n- Bruno reports to Tobias.\n- Bruno works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Mateo reports to Deshawn.\n- Elena reports to Viktor.\n- Vantage Air is headquartered in Oslo.\n- Helios Logistics was founded in 1994.\n- Elena works for Vantage Air.\n- Sofia works for Helios Logistics.\n- Crescent Telecom is headquartered in Austin.\n- Emeka reports to Elena.\n- Vantage Air was founded in 1993.\n- Viktor reports to Sofia.\n- Pablo reports to Bruno.\n- Cobalt Health is headquartered in Oslo.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Tobias works for Vantage Air.\n- Zoya reports to Nadia.\n- Viktor works for Crescent Telecom.\n- Nadia works for Vantage Air.\n- Cobalt Health was founded in 1997.\n- Deshawn reports to Felix.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5284", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5285", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Vantage Air was founded in 1989.\n- Mara reports to Mateo.\n- Emeka reports to Anders.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1998.\n- Mateo works for Vantage Air.\n- Emeka works for Vantage Air.\n- Felix reports to Tessa.\n- Mara works for Vantage Air.\n- Ravi reports to Sofia.\n- Cobalt Health was founded in 2000.\n- Vantage Air is headquartered in Adelaide.\n- Tessa reports to Ravi.\n- Summit Energy is headquartered in Lyon.\n- Anders works for Summit Energy.\n- Mateo reports to Emeka.\n- Sofia works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Anders reports to Felix.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5287", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 92548 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5288", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7330: employee Yuki A., hired 11 February 2024, separated 27 October 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-7330 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$6,800", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5289", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5290", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 May 2023): For employees hired on or after 31 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7961: employee Mei A., hired 28 August 2022, separated 28 February 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7961?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5291", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5292", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2006.\n- Priya reports to Dmitri.\n- Hana works for Crescent Telecom.\n- Hana reports to Emeka.\n- Tessa reports to Priya.\n- Tessa works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2009.\n- Emeka works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Meridian Bank was founded in 1991.\n- Mateo works for Meridian Bank.\n- Sofia reports to Mateo.\n- Jonas reports to Elena.\n- Atlas Freight is headquartered in Ghent.\n- Sofia works for Meridian Bank.\n- Elena reports to Sofia.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Ravi reports to Jonas.\n- Priya works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Lyon.\n- Dmitri works for Crescent Telecom.\n- Emeka reports to Tessa.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Dmitri reports to Ravi.\n- Crescent Telecom was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2001", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Wren.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Lattice Analytics is headquartered in Bergen.\n- Callum reports to Lucia.\n- Aisha works for Beacon Insurance.\n- Meridian Bank is headquartered in Bergen.\n- Sanne reports to Hana.\n- Tessa works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Beacon Insurance was founded in 2013.\n- Fernhill Foods was founded in 1976.\n- Wren reports to Aisha.\n- Fernhill Foods is headquartered in Austin.\n- Lattice Analytics was founded in 1994.\n- Omar reports to Sanne.\n- Tessa reports to Callum.\n- Beacon Insurance is headquartered in Bergen.\n- Omar works for Lattice Analytics.\n- Hana reports to Tessa.\n- Aisha reports to Zoya.\n- Hana works for Beacon Insurance.\n- Wren works for Fernhill Foods.\n- Callum works for Lattice Analytics.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Omar.\n- Lucia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Mara reports to Lucia.\n- Sofia works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Atlas Freight was founded in 1977.\n- Viktor reports to Sofia.\n- Atlas Freight is headquartered in Tampere.\n- Bruno works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group was founded in 1975.\n- Bruno reports to Elena.\n- Yuki works for Cedar Retail Group.\n- Mei works for Bluepine Aviation.\n- Yuki reports to Stefan.\n- Elena reports to Mara.\n- Mei reports to Viktor.\n- Stefan reports to Mei.\n- Bluepine Aviation is headquartered in Ghent.\n- Sofia reports to Felix.\n- Stefan works for Pinnacle Software.\n- Lucia reports to Yuki.\n- Cedar Retail Group is headquartered in Tampere.\n- Bluepine Aviation was founded in 1988.\n- Felix works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Pablo works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Tessa reports to Ravi.\n- Felix works for Summit Energy.\n- Fernhill Foods was founded in 1992.\n- Pablo reports to Viktor.\n- Fernhill Foods is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Ingrid works for Atlas Freight.\n- Ingrid reports to Anders.\n- Anders reports to Sofia.\n- Felix reports to Pablo.\n- Priya works for Summit Energy.\n- Atlas Freight was founded in 2007.\n- Summit Energy is headquartered in Brno.\n- Sofia reports to Aisha.\n- Aisha reports to Priya.\n- Ravi reports to Ingrid.\n- Hana reports to Tessa.\n- Ravi works for Pinnacle Software.\n- Tessa works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Viktor reports to Mei.\n- Sofia works for Summit Energy.\n- Mei works for Fernhill Foods.\n- Mei reports to Hana.\n- Summit Energy was founded in 1997.\n- Viktor works for Atlas Freight.\n- Anders works for Pinnacle Software.\n- Pinnacle Software was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Cobalt Health was founded in 2009.\n- Sofia reports to Jonas.\n- Viktor reports to Dmitri.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Helios Logistics.\n- Stefan works for Cobalt Health.\n- Elena works for Fernhill Foods.\n- Helios Logistics is headquartered in Brno.\n- Jonas works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Fernhill Foods was founded in 1995.\n- Stefan reports to Sofia.\n- Northwind Systems is headquartered in Tampere.\n- Dmitri reports to Wren.\n- Helios Logistics was founded in 1995.\n- Fernhill Foods is headquartered in Leeds.\n- Elena reports to Aisha.\n- Cobalt Health is headquartered in Leeds.\n- Northwind Systems was founded in 1976.\n- Jonas reports to Elena.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5298", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Lucia reports to Mara.\n- Cobalt Health was founded in 2015.\n- Summit Energy was founded in 2004.\n- Felix reports to Zoya.\n- Zoya reports to Lucia.\n- Hana reports to Elena.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 1978.\n- Felix works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2004.\n- Hana works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Elena reports to Felix.\n- Mara reports to Yuki.\n- Tessa reports to Hana.\n- Mara works for Ironwood Manufacturing.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5300", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8236: employee Deshawn B., hired 10 June 2022, separated 16 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8236?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight was founded in 2008.\n- Nadia works for Ironwood Manufacturing.\n- Felix reports to Nadia.\n- Jonas works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Fernhill Foods was founded in 1976.\n- Ironwood Manufacturing was founded in 1985.\n- Northwind Systems is headquartered in Basel.\n- Jonas reports to Elena.\n- Atlas Freight is headquartered in Turku.\n- Ravi reports to Sanne.\n- Nadia reports to Jonas.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Ravi.\n- Sanne reports to Lucia.\n- Northwind Systems was founded in 1984.\n- Ravi works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Oslo.\n- Lucia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5302", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Stefan.\n- Yuki works for Vantage Air.\n- Beacon Insurance is headquartered in Nagoya.\n- Beacon Insurance was founded in 1994.\n- Stefan works for Beacon Insurance.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1988.\n- Ravi reports to Elena.\n- Deshawn works for Beacon Insurance.\n- Vantage Air was founded in 1987.\n- Stefan reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Deshawn reports to Mateo.\n- Mateo reports to Jonas.\n- Ravi works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Elena reports to Deshawn.\n- Yuki reports to Dmitri.\n- Vantage Air is headquartered in Dunedin.\n- Atlas Freight was founded in 2010.\n- Elena works for Vantage Air.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Pablo reports to Amara.\n- Callum works for Lattice Analytics.\n- Ingrid reports to Elena.\n- Tobias works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Cork.\n- Lucia reports to Ingrid.\n- Sanne works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1977.\n- Leila works for Bluepine Aviation.\n- Elena reports to Mei.\n- Meridian Bank is headquartered in Halifax.\n- Lattice Analytics was founded in 2001.\n- Leila reports to Sanne.\n- Callum reports to Deshawn.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2015.\n- Mei reports to Dmitri.\n- Sanne reports to Pablo.\n- Meridian Bank was founded in 1996.\n- Dmitri reports to Leila.\n- Tobias reports to Lucia.\n- Mei works for Bluepine Aviation.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Meridian Bank.\n- Ingrid works for Ironwood Manufacturing.\n- Lucia works for Lattice Analytics.\n- Amara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5305", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3339: employee Emeka B., hired 13 October 2021, separated 29 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3339?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5306", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5307", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5308", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Dunedin.\n- Mara reports to Ravi.\n- Callum reports to Stefan.\n- Helios Logistics is headquartered in Malmo.\n- Nadia reports to Callum.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Tessa works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2014.\n- Hana reports to Nadia.\n- Sanne works for Helios Logistics.\n- Wren reports to Sanne.\n- Pinnacle Software was founded in 1993.\n- Wren works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1988.\n- Tessa reports to Hana.\n- Ravi reports to Wren.\n- Stefan works for Helios Logistics.\n- Callum works for Pinnacle Software.\n- Sanne reports to Tessa.\n- Mara works for Helios Logistics.\n- Pinnacle Software is headquartered in Basel.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Cedar Retail Group was founded in 2010.\n- Zoya reports to Mei.\n- Vantage Air was founded in 1995.\n- Sofia works for Cobalt Health.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mei works for Vantage Air.\n- Jonas reports to Tessa.\n- Cobalt Health is headquartered in Tampere.\n- Mei reports to Sofia.\n- Leila reports to Hana.\n- Amara works for Cedar Retail Group.\n- Hana reports to Amara.\n- Dmitri reports to Sanne.\n- Mara reports to Bruno.\n- Mara works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Sanne reports to Leila.\n- Ironwood Manufacturing was founded in 1992.\n- Cobalt Health was founded in 1978.\n- Leila works for Cedar Retail Group.\n- Zoya works for Vantage Air.\n- Cedar Retail Group is headquartered in Tampere.\n- Amara reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Sanne works for Cobalt Health.\n- Sofia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Sanne works for Ironwood Manufacturing.\n- Zoya reports to Mateo.\n- Sanne reports to Deshawn.\n- Atlas Freight was founded in 1978.\n- Mateo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara reports to Emeka.\n- Cedar Retail Group is headquartered in Porto.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Jonas reports to Sanne.\n- Deshawn reports to Callum.\n- Omar reports to Priya.\n- Lucia works for Atlas Freight.\n- Cedar Retail Group was founded in 1995.\n- Callum works for Atlas Freight.\n- Mara reports to Jonas.\n- Deshawn works for Cedar Retail Group.\n- Jonas works for Crescent Telecom.\n- Emeka reports to Mara.\n- Chiara works for Cedar Retail Group.\n- Priya reports to Chiara.\n- Ironwood Manufacturing was founded in 2010.\n- Callum reports to Lucia.\n- Mateo reports to Omar.\n- Zoya works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5312", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6233: employee Sanne T., hired 06 January 2025, separated 24 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6233?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5313", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2691: employee Viktor M., hired 18 June 2021, separated 22 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2691?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5314", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Callum.\n- Beacon Insurance is headquartered in Nagoya.\n- Cobalt Health is headquartered in Valencia.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn reports to Anders.\n- Northwind Systems was founded in 1992.\n- Callum reports to Chiara.\n- Beacon Insurance was founded in 1995.\n- Ingrid works for Lattice Analytics.\n- Aisha reports to Tobias.\n- Cobalt Health was founded in 1985.\n- Pablo works for Cobalt Health.\n- Pablo reports to Aisha.\n- Ingrid reports to Pablo.\n- Lattice Analytics was founded in 2004.\n- Callum works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Chiara works for Cobalt Health.\n- Aisha works for Northwind Systems.\n- Tobias works for Lattice Analytics.\n- Deshawn works for Northwind Systems.\n- Tobias reports to Deshawn.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mei.\n- Deshawn reports to Priya.\n- Kenji reports to Ingrid.\n- Lattice Analytics is headquartered in Adelaide.\n- Crescent Telecom was founded in 2000.\n- Crescent Telecom is headquartered in Tallinn.\n- Leila reports to Stefan.\n- Chiara works for Crescent Telecom.\n- Pinnacle Software was founded in 1995.\n- Ingrid works for Lattice Analytics.\n- Chiara reports to Emeka.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Adelaide.\n- Priya reports to Kenji.\n- Ingrid reports to Chiara.\n- Mei works for Beacon Insurance.\n- Stefan reports to Deshawn.\n- Leila works for Pinnacle Software.\n- Mei reports to Leila.\n- Priya works for Pinnacle Software.\n- Stefan works for Lattice Analytics.\n- Emeka works for Pinnacle Software.\n- Beacon Insurance was founded in 2003.\n- Pinnacle Software is headquartered in Austin.\n- Lattice Analytics was founded in 1997.\n- Kenji works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5317", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Chiara.\n- Ingrid reports to Tobias.\n- Chiara reports to Amara.\n- Northwind Systems was founded in 2002.\n- Tobias works for Northwind Systems.\n- Mei works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Tobias reports to Pablo.\n- Pablo reports to Deshawn.\n- Ravi works for Summit Energy.\n- Aisha reports to Mei.\n- Cedar Retail Group is headquartered in Tallinn.\n- Northwind Systems is headquartered in Adelaide.\n- Summit Energy is headquartered in Tallinn.\n- Deshawn reports to Aisha.\n- Lucia works for Northwind Systems.\n- Deshawn works for Summit Energy.\n- Ravi reports to Sofia.\n- Pablo works for Cedar Retail Group.\n- Summit Energy was founded in 1985.\n- Sofia reports to Lucia.\n- Ingrid works for Summit Energy.\n- Cedar Retail Group was founded in 2006.\n- Atlas Freight is headquartered in Tallinn.\n- Yuki works for Atlas Freight.\n- Sofia works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Amara reports to Ingrid.\n- Atlas Freight was founded in 2000.\n- Chiara works for Summit Energy.\n- Lucia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Callum.\n- Pablo reports to Lucia.\n- Elena works for Pinnacle Software.\n- Elena reports to Pablo.\n- Lucia works for Lattice Analytics.\n- Ingrid reports to Jonas.\n- Jonas reports to Chiara.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Lyon.\n- Pinnacle Software was founded in 2012.\n- Atlas Freight is headquartered in Lyon.\n- Leila works for Pinnacle Software.\n- Nadia works for Lattice Analytics.\n- Callum reports to Amara.\n- Chiara reports to Elena.\n- Atlas Freight was founded in 2014.\n- Nadia reports to Leila.\n- Fernhill Foods was founded in 2001.\n- Wren works for Lattice Analytics.\n- Chiara works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Ingrid works for Lattice Analytics.\n- Lucia reports to Nadia.\n- Deshawn reports to Wren.\n- Amara reports to Deshawn.\n- Lattice Analytics was founded in 2002.\n- Callum works for Lattice Analytics.\n- Pinnacle Software is headquartered in Lyon.\n- Amara works for Pinnacle Software.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Leila.\n- Cobalt Health is headquartered in Basel.\n- Dmitri works for Ironwood Manufacturing.\n- Ingrid reports to Callum.\n- Pinnacle Software is headquartered in Porto.\n- Deshawn works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Leila reports to Deshawn.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Cobalt Health was founded in 1979.\n- Dmitri reports to Ingrid.\n- Nadia reports to Aisha.\n- Leila works for Ironwood Manufacturing.\n- Deshawn reports to Nadia.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Aisha works for Pinnacle Software.\n- Mara reports to Dmitri.\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2008", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5321", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 46030\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Cedar Retail Group is headquartered in Lyon.\n- Northwind Systems was founded in 1981.\n- Felix works for Summit Energy.\n- Deshawn works for Meridian Bank.\n- Elena reports to Amara.\n- Hana works for Summit Energy.\n- Omar works for Meridian Bank.\n- Summit Energy was founded in 1979.\n- Omar reports to Ravi.\n- Tobias reports to Elena.\n- Amara works for Summit Energy.\n- Felix reports to Tobias.\n- Dmitri reports to Mei.\n- Hana reports to Omar.\n- Amara reports to Dmitri.\n- Summit Energy is headquartered in Lyon.\n- Ravi reports to Felix.\n- Cedar Retail Group was founded in 1981.\n- Meridian Bank is headquartered in Lyon.\n- Dmitri works for Summit Energy.\n- Northwind Systems is headquartered in Tallinn.\n- Elena works for Summit Energy.\n- Mei reports to Deshawn.\n- Tobias works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Meridian Bank was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5323", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 27 July 2025): For employees hired on or after 27 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6689: employee Mara A., hired 10 March 2025, separated 20 June 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-6689 under the controlling rules.", "criteria": {"0": "$2,275", "1": "$2,500", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5324", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5325", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3068: employee Kenji M., hired 10 January 2022, separated 12 November 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-3068 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,731", "2": "$6,462", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5326", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3206: employee Tessa B., hired 25 August 2023, separated 04 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3206?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1986.\n- Felix reports to Hana.\n- Pinnacle Software was founded in 1997.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn reports to Tessa.\n- Helios Logistics was founded in 1977.\n- Ingrid reports to Felix.\n- Tessa works for Crescent Telecom.\n- Hana reports to Mara.\n- Crescent Telecom is headquartered in Austin.\n- Bruno reports to Leila.\n- Bluepine Aviation was founded in 1987.\n- Leila works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Leila reports to Anders.\n- Hana works for Pinnacle Software.\n- Stefan works for Helios Logistics.\n- Zoya reports to Stefan.\n- Anders works for Helios Logistics.\n- Mara works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Zoya works for Bluepine Aviation.\n- Elena reports to Deshawn.\n- Bluepine Aviation is headquartered in Tampere.\n- Stefan reports to Elena.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5328", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 November 2025): For employees hired on or after 14 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2809: employee Tessa K., hired 18 January 2025, separated 31 October 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2809?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5329", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Priya reports to Jonas.\n- Viktor works for Meridian Bank.\n- Lucia reports to Priya.\n- Mei works for Bluepine Aviation.\n- Felix reports to Tessa.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lucia works for Meridian Bank.\n- Jonas works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Tessa reports to Stefan.\n- Meridian Bank was founded in 1985.\n- Viktor reports to Felix.\n- Crescent Telecom was founded in 1980.\n- Stefan works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1975.\n- Crescent Telecom is headquartered in Bergen.\n- Stefan reports to Ingrid.\n- Ingrid reports to Mei.\n- Felix works for Crescent Telecom.\n- Emeka works for Beacon Insurance.\n- Mei reports to Lucia.\n- Beacon Insurance was founded in 1999.\n- Jonas reports to Emeka.\n- Meridian Bank is headquartered in Bergen.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Nagoya.\n- Lucia works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Leila reports to Callum.\n- Callum reports to Pablo.\n- Mateo works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Vantage Air was founded in 1977.\n- Omar works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Mara reports to Mateo.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1999.\n- Bluepine Aviation was founded in 1990.\n- Vantage Air is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Dmitri works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2006.\n- Mateo reports to Leila.\n- Omar reports to Mara.\n- Pablo reports to Lucia.\n- Leila works for Cedar Retail Group.\n- Dmitri reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5332", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "wire_transfer", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5333", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6155: employee Yuki A., hired 27 December 2023, separated 07 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6155?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Fernhill Foods.\n- Mateo works for Bluepine Aviation.\n- Mara works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Mara reports to Jonas.\n- Zoya reports to Tessa.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas reports to Emeka.\n- Deshawn reports to Mara.\n- Ironwood Manufacturing was founded in 2013.\n- Mateo reports to Sanne.\n- Ingrid reports to Felix.\n- Deshawn works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Atlas Freight was founded in 1991.\n- Sanne works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Emeka works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Emeka reports to Zoya.\n- Mei reports to Ingrid.\n- Felix reports to Leila.\n- Fernhill Foods was founded in 2013.\n- Sanne reports to Deshawn.\n- Ingrid works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2006.\n- Leila reports to Mateo.\n- Bluepine Aviation is headquartered in Leeds.\n- Fernhill Foods is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5335", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Ravi reports to Emeka.\n- Stefan reports to Tobias.\n- Felix works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1999.\n- Pinnacle Software was founded in 1999.\n- Mateo works for Meridian Bank.\n- Pinnacle Software is headquartered in Bergen.\n- Tobias reports to Nadia.\n- Stefan works for Ironwood Manufacturing.\n- Emeka reports to Stefan.\n- Ironwood Manufacturing was founded in 1982.\n- Meridian Bank is headquartered in Leeds.\n- Mateo reports to Ravi.\n- Nadia works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Nadia reports to Felix.\n- Callum reports to Mateo.\n- Vantage Air is headquartered in Leeds.\n- Vantage Air was founded in 2009.\n- Callum works for Pinnacle Software.\n- Tobias works for Vantage Air.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5337", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5617: employee Chiara R., hired 24 June 2022, separated 07 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5617?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2001.\n- Wren works for Fernhill Foods.\n- Summit Energy was founded in 1985.\n- Deshawn works for Summit Energy.\n- Dmitri works for Bluepine Aviation.\n- Stefan reports to Deshawn.\n- Emeka reports to Elena.\n- Wren reports to Emeka.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2004.\n- Fernhill Foods is headquartered in Nagoya.\n- Fernhill Foods was founded in 1991.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Aisha works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Tessa works for Summit Energy.\n- Elena works for Summit Energy.\n- Elena reports to Aisha.\n- Deshawn reports to Dmitri.\n- Tessa reports to Wren.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5339", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5340", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5341", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 84454 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5342", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5343", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9200: employee Sanne S., hired 14 February 2024, separated 04 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9200?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5344", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5345", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5346", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7963: employee Callum K., hired 16 December 2020, separated 29 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7963?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Wren reports to Tessa.\n- Fernhill Foods is headquartered in Valencia.\n- Bluepine Aviation was founded in 2005.\n- Hana works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Lucia works for Fernhill Foods.\n- Zoya works for Bluepine Aviation.\n- Fernhill Foods was founded in 2007.\n- Wren works for Helios Logistics.\n- Pinnacle Software was founded in 1988.\n- Zoya reports to Bruno.\n- Tessa reports to Sofia.\n- Bruno reports to Viktor.\n- Sofia reports to Zoya.\n- Lucia reports to Mateo.\n- Helios Logistics was founded in 1994.\n- Viktor reports to Hana.\n- Mara reports to Wren.\n- Sofia works for Pinnacle Software.\n- Helios Logistics is headquartered in Tallinn.\n- Mateo works for Fernhill Foods.\n- Mara works for Pinnacle Software.\n- Tessa works for Bluepine Aviation.\n- Mateo reports to Mara.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5348", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5349", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5350", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3529: employee Felix R., hired 11 December 2022, separated 12 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-3529 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$3,150", "2": "$4,000", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5351", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 37143, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5352", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Hana reports to Zoya.\n- Tobias reports to Nadia.\n- Cobalt Health is headquartered in Turku.\n- Leila reports to Omar.\n- Cedar Retail Group is headquartered in Turku.\n- Helios Logistics is headquartered in Basel.\n- Elena reports to Hana.\n- Tobias works for Cedar Retail Group.\n- Omar reports to Tobias.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Cobalt Health was founded in 1997.\n- Elena works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Crescent Telecom was founded in 1997.\n- Hana works for Helios Logistics.\n- Nadia reports to Elena.\n- Crescent Telecom is headquartered in Ghent.\n- Omar works for Helios Logistics.\n- Felix reports to Leila.\n- Helios Logistics was founded in 2013.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5354", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9342: employee Hana M., hired 03 July 2023, separated 09 May 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-9342 under the controlling rules.", "criteria": {"0": "$18,200", "1": "$4,200", "2": "$3,700", "3": "$4,275"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5355", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7872: employee Mara M., hired 26 June 2023, separated 01 November 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-7872 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$8,731", "3": "$6,462"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Viktor.\n- Sanne reports to Callum.\n- Tobias works for Meridian Bank.\n- Jonas works for Cedar Retail Group.\n- Priya works for Meridian Bank.\n- Stefan works for Cedar Retail Group.\n- Jonas reports to Anders.\n- Tobias reports to Stefan.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara reports to Priya.\n- Mara works for Meridian Bank.\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 1990.\n- Zoya reports to Jonas.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Zoya works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Mara.\n- Cedar Retail Group was founded in 1987.\n- Callum reports to Zoya.\n- Meridian Bank is headquartered in Dunedin.\n- Meridian Bank was founded in 2002.\n- Anders reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Crescent Telecom is headquartered in Porto.\n- Callum works for Cedar Retail Group.\n- Mara reports to Tobias.\n- Mateo reports to Amara.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5357", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ravi.\n- Summit Energy was founded in 2000.\n- Wren reports to Jonas.\n- Jonas reports to Dmitri.\n- Helios Logistics is headquartered in Cork.\n- Ravi works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Summit Energy is headquartered in Leeds.\n- Dmitri reports to Deshawn.\n- Fernhill Foods is headquartered in Cork.\n- Kenji reports to Sofia.\n- Deshawn works for Fernhill Foods.\n- Dmitri works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Fernhill Foods was founded in 2008.\n- Sofia works for Summit Energy.\n- Mara reports to Stefan.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ravi reports to Amara.\n- Ironwood Manufacturing was founded in 1982.\n- Helios Logistics was founded in 1995.\n- Mara works for Summit Energy.\n- Stefan works for Summit Energy.\n- Kenji works for Ironwood Manufacturing.\n- Amara reports to Kenji.\n- Jonas works for Ironwood Manufacturing.\n- Sofia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5359", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5360", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5361", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7490: employee Elena A., hired 17 July 2020, separated 18 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7490?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5362", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5363", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4674: employee Sanne A., hired 03 August 2021, separated 22 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4674?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5364", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8793: employee Hana B., hired 11 September 2021, separated 08 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8793?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5365", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5366", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5367", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "removes access for a leaver", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5368", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Mateo reports to Zoya.\n- Mateo works for Summit Energy.\n- Priya works for Summit Energy.\n- Zoya reports to Omar.\n- Lattice Analytics was founded in 1981.\n- Ravi reports to Mateo.\n- Felix reports to Priya.\n- Felix works for Ironwood Manufacturing.\n- Kenji reports to Felix.\n- Sofia works for Lattice Analytics.\n- Omar works for Summit Energy.\n- Atlas Freight is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Basel.\n- Stefan reports to Wren.\n- Lattice Analytics is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1994.\n- Priya reports to Sofia.\n- Zoya works for Summit Energy.\n- Wren works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Sofia reports to Stefan.\n- Kenji works for Lattice Analytics.\n- Stefan works for Atlas Freight.\n- Wren reports to Ravi.\n- Atlas Freight was founded in 1981.\n- Summit Energy was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5370", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "deprovision", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5371", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 20730, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Stefan.\n- Dmitri reports to Lucia.\n- Mei reports to Felix.\n- Beacon Insurance is headquartered in Porto.\n- Omar works for Beacon Insurance.\n- Atlas Freight was founded in 2009.\n- Omar reports to Dmitri.\n- Meridian Bank was founded in 1992.\n- Felix works for Meridian Bank.\n- Stefan reports to Mei.\n- Felix reports to Omar.\n- Yuki works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Lucia works for Atlas Freight.\n- Summit Energy is headquartered in Tampere.\n- Summit Energy was founded in 1975.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Atlas Freight is headquartered in Turku.\n- Tobias works for Beacon Insurance.\n- Tobias reports to Yuki.\n- Meridian Bank is headquartered in Cork.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5373", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5374", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5375", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5376", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5377", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 1128 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5378", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 February 2023): For employees hired on or after 17 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9600: employee Mateo A., hired 09 October 2020, separated 25 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9600?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5379", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5380", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9468: employee Callum K., hired 24 November 2020, separated 10 October 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-9468 under the controlling rules.", "criteria": {"0": "$58,000", "1": "$13,385", "2": "$13,500", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5381", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5382", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5383", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 October 2025): For employees hired on or after 19 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6104: employee Viktor K., hired 21 June 2024, separated 10 June 2027 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6104?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Callum reports to Jonas.\n- Priya reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Zoya reports to Callum.\n- Zoya works for Cedar Retail Group.\n- Sanne reports to Amara.\n- Callum works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 2015.\n- Sanne works for Northwind Systems.\n- Tessa reports to Felix.\n- Priya works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Crescent Telecom is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Adelaide.\n- Crescent Telecom was founded in 2012.\n- Northwind Systems is headquartered in Leeds.\n- Aisha reports to Zoya.\n- Aisha works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Amara reports to Priya.\n- Felix works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Jonas reports to Tessa.\n- Felix reports to Sanne.\n- Pinnacle Software was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5385", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 December 2022): For employees hired on or after 14 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9219: employee Nadia B., hired 23 October 2019, separated 14 March 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9219?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5386", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Callum works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Callum reports to Mei.\n- Mei reports to Nadia.\n- Northwind Systems is headquartered in Basel.\n- Felix reports to Callum.\n- Northwind Systems was founded in 2012.\n- Nadia reports to Jonas.\n- Summit Energy is headquartered in Tampere.\n- Elena reports to Felix.\n- Fernhill Foods was founded in 2001.\n- Pablo works for Northwind Systems.\n- Mei works for Summit Energy.\n- Pablo reports to Leila.\n- Jonas works for Northwind Systems.\n- Leila works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Fernhill Foods is headquartered in Dunedin.\n- Summit Energy was founded in 1988.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 1978.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5388", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5389", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6136: employee Mateo A., hired 02 May 2021, separated 15 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6136?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2014.\n- Northwind Systems is headquartered in Leeds.\n- Aisha works for Lattice Analytics.\n- Cobalt Health is headquartered in Valencia.\n- Mei works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Pinnacle Software is headquartered in Nagoya.\n- Mei reports to Jonas.\n- Emeka reports to Mara.\n- Ingrid reports to Felix.\n- Bruno works for Lattice Analytics.\n- Felix reports to Wren.\n- Mara works for Northwind Systems.\n- Emeka works for Lattice Analytics.\n- Tessa works for Cobalt Health.\n- Ingrid works for Lattice Analytics.\n- Aisha reports to Emeka.\n- Lattice Analytics is headquartered in Leeds.\n- Mara reports to Tessa.\n- Tobias works for Northwind Systems.\n- Bruno reports to Aisha.\n- Cobalt Health was founded in 2004.\n- Wren reports to Yuki.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Pinnacle Software was founded in 2004.\n- Tobias reports to Ingrid.\n- Wren works for Lattice Analytics.\n- Jonas reports to Bruno.\n- Felix works for Pinnacle Software.\n- Yuki reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Ingrid reports to Bruno.\n- Felix reports to Priya.\n- Aisha reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Fernhill Foods is headquartered in Tallinn.\n- Zoya reports to Mei.\n- Priya reports to Aisha.\n- Ingrid works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tallinn.\n- Wren works for Pinnacle Software.\n- Callum works for Beacon Insurance.\n- Fernhill Foods was founded in 2004.\n- Aisha works for Crescent Telecom.\n- Mei reports to Viktor.\n- Wren reports to Callum.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Felix works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Leila reports to Wren.\n- Beacon Insurance is headquartered in Malmo.\n- Crescent Telecom was founded in 1975.\n- Tessa works for Crescent Telecom.\n- Viktor reports to Leila.\n- Beacon Insurance was founded in 1975.\n- Tessa reports to Ingrid.\n- Mei works for Fernhill Foods.\n- Pinnacle Software was founded in 1998.\n- Bruno reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5392", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4336: employee Deshawn R., hired 11 September 2022, separated 24 January 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4336?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4336 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5393", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5394", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8229: employee Yuki B., hired 26 July 2022, separated 22 March 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-8229 under the controlling rules.", "criteria": {"0": "$9,200", "1": "$8,100", "2": "$8,200", "3": "$35,533"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5395", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Tessa.\n- Northwind Systems is headquartered in Brno.\n- Mateo reports to Ravi.\n- Lattice Analytics is headquartered in Brno.\n- Bluepine Aviation is headquartered in Leeds.\n- Sofia works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Brno.\n- Elena reports to Tobias.\n- Northwind Systems was founded in 1979.\n- Crescent Telecom was founded in 2002.\n- Felix works for Lattice Analytics.\n- Tessa reports to Felix.\n- Amara works for Northwind Systems.\n- Bluepine Aviation was founded in 1998.\n- Sanne works for Crescent Telecom.\n- Leila reports to Sanne.\n- Sanne reports to Mateo.\n- Tobias works for Crescent Telecom.\n- Ravi reports to Sofia.\n- Ravi works for Crescent Telecom.\n- Mateo works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics was founded in 1981.\n- Tobias reports to Leila.\n- Tessa works for Crescent Telecom.\n- Felix reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Felix.\n- Bruno reports to Aisha.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Beacon Insurance was founded in 1979.\n- Crescent Telecom is headquartered in Nagoya.\n- Hana reports to Chiara.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 2001.\n- Chiara works for Crescent Telecom.\n- Northwind Systems was founded in 2009.\n- Mateo reports to Nadia.\n- Emeka works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Chiara reports to Mateo.\n- Beacon Insurance is headquartered in Oslo.\n- Felix works for Beacon Insurance.\n- Nadia reports to Jonas.\n- Nadia works for Crescent Telecom.\n- Callum works for Beacon Insurance.\n- Hana works for Crescent Telecom.\n- Felix reports to Hana.\n- Bruno works for Crescent Telecom.\n- Jonas reports to Emeka.\n- Aisha works for Northwind Systems.\n- Crescent Telecom was founded in 2003.\n- Emeka reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5398", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 8722 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5399", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mei.\n- Sofia works for Meridian Bank.\n- Priya reports to Tobias.\n- Mei works for Lattice Analytics.\n- Mateo reports to Priya.\n- Mei reports to Mateo.\n- Tobias works for Lattice Analytics.\n- Jonas reports to Sofia.\n- Sofia reports to Dmitri.\n- Bluepine Aviation is headquartered in Tampere.\n- Jonas works for Meridian Bank.\n- Deshawn works for Lattice Analytics.\n- Helios Logistics is headquartered in Malmo.\n- Deshawn reports to Jonas.\n- Meridian Bank is headquartered in Malmo.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Lattice Analytics was founded in 1981.\n- Helios Logistics was founded in 1987.\n- Meridian Bank was founded in 2003.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Malmo.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5401", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Felix works for Ironwood Manufacturing.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Beacon Insurance is headquartered in Tampere.\n- Cobalt Health was founded in 2015.\n- Yuki works for Cedar Retail Group.\n- Aisha reports to Felix.\n- Cedar Retail Group was founded in 2004.\n- Tobias reports to Yuki.\n- Omar reports to Emeka.\n- Cedar Retail Group is headquartered in Valencia.\n- Priya reports to Sofia.\n- Yuki reports to Priya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tobias works for Beacon Insurance.\n- Anders reports to Omar.\n- Felix reports to Ravi.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Hana works for Beacon Insurance.\n- Deshawn reports to Tobias.\n- Hana reports to Aisha.\n- Anders works for Cedar Retail Group.\n- Ravi works for Beacon Insurance.\n- Sofia reports to Hana.\n- Ravi reports to Anders.\n- Aisha works for Ironwood Manufacturing.\n- Priya works for Cobalt Health.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Nadia reports to Leila.\n- Fernhill Foods is headquartered in Ghent.\n- Lattice Analytics was founded in 1982.\n- Bruno works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Stefan works for Fernhill Foods.\n- Jonas reports to Bruno.\n- Cedar Retail Group was founded in 2004.\n- Mei reports to Deshawn.\n- Stefan reports to Mei.\n- Leila reports to Jonas.\n- Ironwood Manufacturing was founded in 2008.\n- Lattice Analytics is headquartered in Porto.\n- Aisha works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Aisha reports to Stefan.\n- Mei works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Bruno reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5404", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5405", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5406", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5407", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 30908\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "request_refund", "2": "track_order", "3": "cancel_order", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5408", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8706: employee Mateo R., hired 08 August 2020, separated 22 November 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-8706 under the controlling rules.", "criteria": {"0": "$5,625", "1": "$6,187", "2": "$26,542", "3": "$6,125"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5409", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 56327 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5410", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4132: employee Sofia B., hired 03 January 2024, separated 04 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4132?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Tessa.\n- Atlas Freight is headquartered in Lyon.\n- Meridian Bank was founded in 1987.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1982.\n- Elena works for Atlas Freight.\n- Emeka reports to Omar.\n- Omar works for Cobalt Health.\n- Bruno reports to Pablo.\n- Pablo reports to Emeka.\n- Pablo works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Yuki reports to Bruno.\n- Cobalt Health is headquartered in Basel.\n- Tessa reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Meridian Bank is headquartered in Basel.\n- Emeka works for Cobalt Health.\n- Atlas Freight was founded in 2014.\n- Cobalt Health was founded in 1994.\n- Deshawn reports to Elena.\n- Bruno works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1999.\n- Mei works for Helios Logistics.\n- Atlas Freight is headquartered in Tampere.\n- Viktor reports to Dmitri.\n- Wren works for Atlas Freight.\n- Ingrid reports to Hana.\n- Cedar Retail Group is headquartered in Ghent.\n- Ravi reports to Felix.\n- Hana reports to Viktor.\n- Hana works for Helios Logistics.\n- Dmitri works for Cedar Retail Group.\n- Tobias reports to Elena.\n- Dmitri reports to Ravi.\n- Wren reports to Mei.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank is headquartered in Halifax.\n- Ravi works for Cedar Retail Group.\n- Elena reports to Nadia.\n- Nadia works for Helios Logistics.\n- Elena works for Cedar Retail Group.\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Mei reports to Tobias.\n- Viktor works for Cedar Retail Group.\n- Helios Logistics was founded in 1975.\n- Nadia reports to Lucia.\n- Felix works for Atlas Freight.\n- Meridian Bank was founded in 1994.\n- Lucia works for Meridian Bank.\n- Ingrid works for Cedar Retail Group.\n- Lucia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5413", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6132: employee Pablo B., hired 25 September 2021, separated 16 June 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-6132 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,550", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5414", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5415", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Chiara.\n- Yuki reports to Stefan.\n- Fernhill Foods is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Dunedin.\n- Stefan reports to Nadia.\n- Deshawn works for Northwind Systems.\n- Leila works for Fernhill Foods.\n- Chiara reports to Leila.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1980.\n- Nadia works for Beacon Insurance.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Yuki works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Nadia reports to Wren.\n- Beacon Insurance was founded in 1986.\n- Mei works for Beacon Insurance.\n- Wren reports to Viktor.\n- Deshawn reports to Lucia.\n- Chiara works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Viktor works for Northwind Systems.\n- Viktor reports to Mei.\n- Fernhill Foods was founded in 1985.\n- Northwind Systems was founded in 2014.\n- Leila reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5416", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5417", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5418", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5419", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5420", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5421", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 July 2025): For employees hired on or after 20 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3123: employee Omar T., hired 13 December 2024, separated 28 October 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-3123 under the controlling rules.", "criteria": {"0": "$2,850", "1": "$13,000", "2": "$5,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Tessa works for Ironwood Manufacturing.\n- Yuki works for Bluepine Aviation.\n- Sofia reports to Tessa.\n- Bluepine Aviation is headquartered in Halifax.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Hana works for Summit Energy.\n- Bruno works for Ironwood Manufacturing.\n- Tessa reports to Viktor.\n- Deshawn reports to Sofia.\n- Ironwood Manufacturing was founded in 2005.\n- Priya reports to Hana.\n- Viktor works for Bluepine Aviation.\n- Cobalt Health is headquartered in Leeds.\n- Summit Energy was founded in 2009.\n- Zoya reports to Bruno.\n- Priya works for Cobalt Health.\n- Yuki reports to Deshawn.\n- Summit Energy is headquartered in Oslo.\n- Bruno reports to Callum.\n- Hana reports to Zoya.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cobalt Health was founded in 2015.\n- Callum reports to Yuki.\n- Bluepine Aviation was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5423", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Vantage Air.\n- Summit Energy is headquartered in Nagoya.\n- Summit Energy was founded in 1999.\n- Northwind Systems is headquartered in Valencia.\n- Viktor works for Helios Logistics.\n- Sofia reports to Yuki.\n- Jonas reports to Sofia.\n- Northwind Systems was founded in 2000.\n- Zoya reports to Priya.\n- Helios Logistics was founded in 2004.\n- Felix works for Vantage Air.\n- Mateo works for Helios Logistics.\n- Ingrid works for Vantage Air.\n- Leila works for Summit Energy.\n- Leila reports to Ingrid.\n- Sofia works for Summit Energy.\n- Mei reports to Mateo.\n- Mateo reports to Felix.\n- Vantage Air was founded in 2007.\n- Helios Logistics is headquartered in Cork.\n- Yuki reports to Viktor.\n- Vantage Air is headquartered in Nagoya.\n- Felix reports to Zoya.\n- Priya reports to Leila.\n- Priya works for Summit Energy.\n- Ingrid reports to Bruno.\n- Jonas works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Zoya works for Summit Energy.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5425", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5426", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8480: employee Priya T., hired 13 August 2021, separated 06 October 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8480?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Atlas Freight was founded in 2002.\n- Viktor works for Atlas Freight.\n- Helios Logistics was founded in 2008.\n- Ingrid works for Crescent Telecom.\n- Viktor reports to Jonas.\n- Kenji reports to Mateo.\n- Vantage Air was founded in 1978.\n- Helios Logistics is headquartered in Halifax.\n- Ravi reports to Priya.\n- Dmitri reports to Ravi.\n- Mateo works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Mateo reports to Callum.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Priya works for Helios Logistics.\n- Atlas Freight is headquartered in Porto.\n- Jonas reports to Hana.\n- Bruno reports to Viktor.\n- Bruno works for Helios Logistics.\n- Priya reports to Bruno.\n- Dmitri works for Vantage Air.\n- Crescent Telecom was founded in 1979.\n- Vantage Air is headquartered in Tallinn.\n- Ingrid reports to Deshawn.\n- Deshawn reports to Kenji.\n- Callum works for Helios Logistics.\n- Hana reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Halifax.\n- Zoya reports to Jonas.\n- Mateo works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Cobalt Health was founded in 1990.\n- Amara works for Cobalt Health.\n- Crescent Telecom was founded in 1975.\n- Tessa works for Crescent Telecom.\n- Aisha reports to Mateo.\n- Crescent Telecom is headquartered in Leeds.\n- Aisha works for Crescent Telecom.\n- Lattice Analytics was founded in 1992.\n- Ravi works for Cobalt Health.\n- Wren works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Cobalt Health is headquartered in Ghent.\n- Stefan reports to Omar.\n- Mateo reports to Amara.\n- Ravi reports to Stefan.\n- Jonas reports to Ravi.\n- Amara reports to Wren.\n- Fernhill Foods was founded in 1987.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Wren reports to Tessa.\n- Omar reports to Aisha.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Felix reports to Zoya.\n- Cedar Retail Group is headquartered in Dunedin.\n- Meridian Bank was founded in 2010.\n- Zoya reports to Viktor.\n- Ironwood Manufacturing was founded in 1977.\n- Jonas works for Northwind Systems.\n- Cedar Retail Group was founded in 1983.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 2006.\n- Leila reports to Felix.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Stefan reports to Jonas.\n- Felix works for Ironwood Manufacturing.\n- Elena reports to Nadia.\n- Jonas reports to Elena.\n- Nadia reports to Leila.\n- Nadia works for Ironwood Manufacturing.\n- Stefan works for Cedar Retail Group.\n- Elena works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5430", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5431", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5903: employee Chiara T., hired 30 October 2023, separated 26 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5903?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5432", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9675: employee Dmitri R., hired 04 June 2023, separated 20 September 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-9675 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$6,250", "2": "$18,417", "3": "$4,312"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5433", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5434", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5435", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5436", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5437", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Wren.\n- Ravi reports to Aisha.\n- Nadia reports to Mei.\n- Mara works for Lattice Analytics.\n- Vantage Air was founded in 1975.\n- Cedar Retail Group was founded in 2009.\n- Tobias works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Mei reports to Stefan.\n- Tobias reports to Ravi.\n- Mei works for Bluepine Aviation.\n- Stefan works for Vantage Air.\n- Dmitri reports to Tobias.\n- Lattice Analytics was founded in 2000.\n- Lattice Analytics is headquartered in Bergen.\n- Bluepine Aviation was founded in 2011.\n- Cedar Retail Group is headquartered in Bergen.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Felix works for Lattice Analytics.\n- Felix reports to Mara.\n- Wren reports to Dmitri.\n- Nadia works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.\n- Mara reports to Nadia.\n- Wren works for Cedar Retail Group.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5439", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Sofia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Malmo.\n- Chiara reports to Felix.\n- Elena works for Pinnacle Software.\n- Hana reports to Mateo.\n- Elena reports to Callum.\n- Felix reports to Ingrid.\n- Stefan works for Cedar Retail Group.\n- Chiara works for Crescent Telecom.\n- Beacon Insurance was founded in 1976.\n- Cedar Retail Group is headquartered in Basel.\n- Bruno reports to Ravi.\n- Crescent Telecom is headquartered in Valencia.\n- Mateo reports to Bruno.\n- Cedar Retail Group was founded in 2000.\n- Ravi reports to Sofia.\n- Bruno works for Beacon Insurance.\n- Pinnacle Software was founded in 1988.\n- Pinnacle Software is headquartered in Cork.\n- Crescent Telecom was founded in 2010.\n- Ingrid reports to Stefan.\n- Aisha reports to Elena.\n- Callum reports to Chiara.\n- Felix works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Stefan reports to Hana.\n- Hana works for Pinnacle Software.\n- Ravi works for Beacon Insurance.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5441", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Mara reports to Chiara.\n- Hana works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Cobalt Health was founded in 1992.\n- Atlas Freight was founded in 2006.\n- Aisha reports to Sofia.\n- Deshawn reports to Tessa.\n- Helios Logistics is headquartered in Lyon.\n- Kenji reports to Omar.\n- Sofia works for Helios Logistics.\n- Hana reports to Nadia.\n- Tobias works for Helios Logistics.\n- Tobias reports to Hana.\n- Deshawn works for Helios Logistics.\n- Aisha works for Cobalt Health.\n- Omar reports to Deshawn.\n- Cobalt Health is headquartered in Halifax.\n- Chiara reports to Tobias.\n- Atlas Freight is headquartered in Lyon.\n- Mara works for Summit Energy.\n- Kenji works for Cobalt Health.\n- Stefan reports to Mara.\n- Nadia works for Summit Energy.\n- Tessa reports to Stefan.\n- Sofia reports to Kenji.\n- Helios Logistics was founded in 2005.\n- Summit Energy was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5443", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5682: employee Mateo R., hired 20 June 2020, separated 26 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5682?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5444", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 February 2023): For employees hired on or after 09 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2535: employee Aisha A., hired 09 March 2022, separated 15 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2535?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5445", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Leeds.\n- Nadia reports to Priya.\n- Sofia reports to Emeka.\n- Priya reports to Pablo.\n- Hana reports to Mara.\n- Mara reports to Tessa.\n- Atlas Freight is headquartered in Adelaide.\n- Felix works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Anders reports to Hana.\n- Tessa works for Fernhill Foods.\n- Nadia works for Ironwood Manufacturing.\n- Priya works for Atlas Freight.\n- Pablo works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Atlas Freight was founded in 1977.\n- Yuki reports to Sofia.\n- Ironwood Manufacturing was founded in 1997.\n- Yuki works for Ironwood Manufacturing.\n- Emeka reports to Anders.\n- Helios Logistics is headquartered in Cork.\n- Mei reports to Felix.\n- Hana works for Ironwood Manufacturing.\n- Felix reports to Yuki.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 1977.\n- Helios Logistics was founded in 2011.\n- Emeka works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Basel", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Cedar Retail Group is headquartered in Turku.\n- Atlas Freight was founded in 1983.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Stefan works for Cedar Retail Group.\n- Northwind Systems was founded in 1985.\n- Tessa works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1982.\n- Dmitri works for Northwind Systems.\n- Viktor reports to Wren.\n- Stefan reports to Aisha.\n- Tessa reports to Viktor.\n- Pablo reports to Stefan.\n- Cedar Retail Group was founded in 2015.\n- Pablo works for Ironwood Manufacturing.\n- Aisha reports to Tessa.\n- Jonas works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Dmitri reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5448", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6396: employee Aisha R., hired 16 November 2021, separated 24 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6396?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2003.\n- Callum works for Northwind Systems.\n- Zoya reports to Anders.\n- Anders works for Helios Logistics.\n- Omar reports to Callum.\n- Cedar Retail Group was founded in 1990.\n- Felix works for Bluepine Aviation.\n- Helios Logistics is headquartered in Leeds.\n- Callum reports to Priya.\n- Stefan works for Helios Logistics.\n- Stefan reports to Jonas.\n- Northwind Systems was founded in 1995.\n- Anders reports to Deshawn.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Jonas reports to Felix.\n- Northwind Systems is headquartered in Leeds.\n- Priya reports to Mara.\n- Ravi works for Cedar Retail Group.\n- Zoya works for Bluepine Aviation.\n- Deshawn reports to Stefan.\n- Priya works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Felix reports to Ravi.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji works for Northwind Systems.\n- Ravi reports to Kenji.\n- Mara reports to Zoya.\n- Omar works for Northwind Systems.\n- Bluepine Aviation is headquartered in Leeds.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5450", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7310: employee Yuki S., hired 22 August 2024, separated 29 July 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7310?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5451", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5452", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5453", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5454", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7962: employee Leila K., hired 22 November 2024, separated 21 May 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-7962 under the controlling rules.", "criteria": {"0": "$20,583", "1": "$4,250", "2": "$4,688", "3": "$4,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5455", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 November 2025): For employees hired on or after 28 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7829: employee Mara A., hired 06 March 2023, separated 31 August 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7829?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5456", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5915: employee Nadia R., hired 16 November 2023, separated 05 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2026-5915 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$1,650", "2": "$26,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Omar reports to Sofia.\n- Dmitri works for Helios Logistics.\n- Lattice Analytics is headquartered in Oslo.\n- Ingrid works for Crescent Telecom.\n- Callum reports to Elena.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Summit Energy was founded in 1982.\n- Helios Logistics was founded in 1986.\n- Jonas reports to Amara.\n- Amara reports to Hana.\n- Helios Logistics is headquartered in Turku.\n- Sofia reports to Anders.\n- Ingrid reports to Omar.\n- Summit Energy is headquartered in Turku.\n- Hana works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Hana reports to Dmitri.\n- Elena reports to Jonas.\n- Dmitri reports to Ingrid.\n- Sofia works for Summit Energy.\n- Amara works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Crescent Telecom was founded in 1984.\n- Elena works for Helios Logistics.\n- Omar works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1979", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Dmitri.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Felix works for Beacon Insurance.\n- Felix reports to Omar.\n- Dmitri reports to Kenji.\n- Beacon Insurance was founded in 2006.\n- Chiara reports to Mateo.\n- Atlas Freight was founded in 1992.\n- Chiara works for Atlas Freight.\n- Kenji reports to Chiara.\n- Tessa works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Tessa reports to Deshawn.\n- Mateo works for Atlas Freight.\n- Leila works for Cobalt Health.\n- Atlas Freight is headquartered in Bergen.\n- Mateo reports to Emeka.\n- Cobalt Health was founded in 2011.\n- Kenji works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Crescent Telecom is headquartered in Turku.\n- Lucia reports to Felix.\n- Lucia works for Atlas Freight.\n- Leila reports to Hana.\n- Omar reports to Leila.\n- Emeka works for Atlas Freight.\n- Deshawn reports to Lucia.\n- Cobalt Health is headquartered in Turku.\n- Dmitri works for Cobalt Health.\n- Crescent Telecom was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5459", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8913: employee Emeka K., hired 03 April 2022, separated 21 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8913?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mateo.\n- Northwind Systems is headquartered in Turku.\n- Lucia reports to Ingrid.\n- Stefan reports to Viktor.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Northwind Systems was founded in 2008.\n- Anders works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Nadia works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Lucia works for Fernhill Foods.\n- Ingrid reports to Nadia.\n- Kenji reports to Tobias.\n- Viktor works for Northwind Systems.\n- Fernhill Foods was founded in 1986.\n- Mateo works for Northwind Systems.\n- Lattice Analytics was founded in 2003.\n- Ingrid works for Lattice Analytics.\n- Stefan works for Fernhill Foods.\n- Tobias reports to Sofia.\n- Amara reports to Kenji.\n- Mateo reports to Lucia.\n- Pinnacle Software was founded in 1981.\n- Pablo works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Nadia reports to Anders.\n- Anders reports to Stefan.\n- Sofia works for Pinnacle Software.\n- Viktor reports to Pablo.\n- Tobias works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5461", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 93701, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Elena works for Atlas Freight.\n- Cobalt Health was founded in 1999.\n- Cobalt Health is headquartered in Oslo.\n- Vantage Air was founded in 1998.\n- Sofia works for Vantage Air.\n- Anders reports to Tobias.\n- Ingrid works for Atlas Freight.\n- Tobias reports to Chiara.\n- Sanne reports to Sofia.\n- Aisha works for Vantage Air.\n- Sofia reports to Elena.\n- Atlas Freight was founded in 1983.\n- Sanne works for Cobalt Health.\n- Northwind Systems is headquartered in Adelaide.\n- Chiara reports to Jonas.\n- Chiara works for Cobalt Health.\n- Vantage Air is headquartered in Halifax.\n- Northwind Systems was founded in 1993.\n- Tobias works for Vantage Air.\n- Jonas reports to Ravi.\n- Atlas Freight is headquartered in Oslo.\n- Ingrid reports to Aisha.\n- Aisha reports to Anders.\n- Jonas works for Vantage Air.\n- Ravi reports to Sanne.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1997", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5463", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Status on my shipment 65001 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1992.\n- Crescent Telecom is headquartered in Ghent.\n- Leila works for Vantage Air.\n- Priya reports to Tessa.\n- Helios Logistics was founded in 2014.\n- Amara works for Pinnacle Software.\n- Helios Logistics is headquartered in Halifax.\n- Mara reports to Stefan.\n- Kenji reports to Nadia.\n- Vantage Air is headquartered in Tallinn.\n- Dmitri works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Tessa works for Pinnacle Software.\n- Nadia reports to Leila.\n- Pinnacle Software is headquartered in Ghent.\n- Leila reports to Dmitri.\n- Omar reports to Priya.\n- Nadia works for Pinnacle Software.\n- Crescent Telecom was founded in 1992.\n- Priya works for Pinnacle Software.\n- Kenji works for Vantage Air.\n- Tessa reports to Mara.\n- Amara reports to Kenji.\n- Dmitri reports to Omar.\n- Vantage Air was founded in 2015.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1979.\n- Pablo works for Summit Energy.\n- Bruno works for Crescent Telecom.\n- Pablo reports to Elena.\n- Aisha reports to Mateo.\n- Wren works for Beacon Insurance.\n- Wren reports to Pablo.\n- Tessa reports to Bruno.\n- Tessa works for Summit Energy.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Summit Energy was founded in 1977.\n- Summit Energy is headquartered in Adelaide.\n- Beacon Insurance was founded in 1975.\n- Mateo works for Crescent Telecom.\n- Lattice Analytics is headquartered in Cork.\n- Omar reports to Aisha.\n- Crescent Telecom was founded in 1996.\n- Omar works for Crescent Telecom.\n- Bruno reports to Omar.\n- Aisha works for Lattice Analytics.\n- Beacon Insurance is headquartered in Nagoya.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5466", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Tobias reports to Viktor.\n- Northwind Systems was founded in 1989.\n- Vantage Air is headquartered in Austin.\n- Aisha works for Atlas Freight.\n- Pablo works for Northwind Systems.\n- Leila works for Lattice Analytics.\n- Vantage Air was founded in 2014.\n- Atlas Freight was founded in 1995.\n- Yuki reports to Priya.\n- Priya works for Lattice Analytics.\n- Sofia reports to Leila.\n- Lattice Analytics was founded in 2008.\n- Sofia works for Lattice Analytics.\n- Ravi reports to Pablo.\n- Atlas Freight is headquartered in Austin.\n- Pablo reports to Elena.\n- Viktor works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Priya reports to Ravi.\n- Ravi works for Atlas Freight.\n- Lattice Analytics is headquartered in Tallinn.\n- Viktor reports to Sofia.\n- Tobias works for Lattice Analytics.\n- Elena reports to Aisha.\n- Leila reports to Yuki.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5468", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5469", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Beacon Insurance was founded in 2006.\n- Pinnacle Software was founded in 2010.\n- Chiara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Aisha works for Vantage Air.\n- Aisha reports to Nadia.\n- Tobias works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Basel.\n- Omar reports to Chiara.\n- Tessa reports to Tobias.\n- Nadia reports to Tessa.\n- Beacon Insurance is headquartered in Halifax.\n- Tobias reports to Elena.\n- Elena reports to Lucia.\n- Pinnacle Software is headquartered in Basel.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Ironwood Manufacturing was founded in 1996.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5471", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5472", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5287: employee Wren S., hired 27 March 2024, separated 11 November 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5287?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5473", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7613: employee Dmitri T., hired 13 June 2021, separated 17 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7613?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Tessa.\n- Jonas reports to Priya.\n- Viktor reports to Elena.\n- Deshawn reports to Viktor.\n- Atlas Freight is headquartered in Halifax.\n- Northwind Systems was founded in 2006.\n- Kenji reports to Mara.\n- Lucia works for Northwind Systems.\n- Leila reports to Lucia.\n- Beacon Insurance was founded in 1980.\n- Bluepine Aviation is headquartered in Austin.\n- Tessa works for Atlas Freight.\n- Priya works for Beacon Insurance.\n- Atlas Freight was founded in 2007.\n- Lucia reports to Ravi.\n- Bluepine Aviation was founded in 2010.\n- Beacon Insurance is headquartered in Brno.\n- Deshawn works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Mara works for Atlas Freight.\n- Priya reports to Kenji.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Pablo.\n- Viktor works for Northwind Systems.\n- Tessa reports to Deshawn.\n- Elena works for Atlas Freight.\n- Ravi reports to Jonas.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5475", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2244: employee Amara M., hired 27 July 2022, separated 31 August 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-2244 under the controlling rules.", "criteria": {"0": "$6,562", "1": "$6,500", "2": "$28,167", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5476", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5477", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7287: employee Callum B., hired 30 September 2020, separated 14 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7287?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5478", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8016: employee Felix A., hired 03 November 2022, separated 28 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8016?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Deshawn.\n- Deshawn reports to Emeka.\n- Amara works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Northwind Systems was founded in 2005.\n- Ravi reports to Hana.\n- Meridian Bank is headquartered in Ghent.\n- Atlas Freight is headquartered in Bergen.\n- Emeka reports to Ravi.\n- Meridian Bank was founded in 1976.\n- Mara works for Northwind Systems.\n- Omar reports to Elena.\n- Deshawn works for Meridian Bank.\n- Mara reports to Omar.\n- Omar works for Atlas Freight.\n- Northwind Systems is headquartered in Ghent.\n- Elena works for Vantage Air.\n- Emeka works for Atlas Freight.\n- Hana reports to Amara.\n- Hana works for Meridian Bank.\n- Vantage Air is headquartered in Bergen.\n- Atlas Freight was founded in 2002.\n- Vantage Air was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5480", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5481", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5482", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 September 2025): For employees hired on or after 26 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4589: employee Tessa T., hired 03 August 2025, separated 11 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-4589 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$2,000", "2": "$1,500", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Felix works for Lattice Analytics.\n- Felix reports to Leila.\n- Mateo reports to Aisha.\n- Omar works for Lattice Analytics.\n- Leila reports to Viktor.\n- Ravi works for Meridian Bank.\n- Fernhill Foods is headquartered in Basel.\n- Lucia reports to Ravi.\n- Viktor works for Fernhill Foods.\n- Amara works for Lattice Analytics.\n- Ravi reports to Deshawn.\n- Fernhill Foods was founded in 2003.\n- Lucia works for Meridian Bank.\n- Aisha reports to Omar.\n- Amara reports to Felix.\n- Mateo works for Lattice Analytics.\n- Viktor reports to Lucia.\n- Beacon Insurance is headquartered in Basel.\n- Meridian Bank was founded in 1977.\n- Meridian Bank is headquartered in Porto.\n- Beacon Insurance was founded in 1980.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Amara.\n- Lattice Analytics was founded in 1992.\n- Deshawn reports to Mateo.\n- Priya works for Beacon Insurance.\n- Aisha works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Priya reports to Chiara.\n- Lattice Analytics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5484", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2921: employee Wren S., hired 05 January 2024, separated 02 September 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-2921 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,000", "2": "$17,333", "3": "$3,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5485", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5486", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Pinnacle Software.\n- Fernhill Foods was founded in 2009.\n- Nadia reports to Sofia.\n- Pinnacle Software is headquartered in Nagoya.\n- Nadia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Lyon.\n- Leila works for Pinnacle Software.\n- Jonas works for Fernhill Foods.\n- Vantage Air is headquartered in Nagoya.\n- Emeka works for Vantage Air.\n- Mara works for Pinnacle Software.\n- Sanne reports to Stefan.\n- Omar reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Jonas reports to Lucia.\n- Amara reports to Jonas.\n- Sofia reports to Omar.\n- Pinnacle Software was founded in 1993.\n- Sofia works for Cedar Retail Group.\n- Viktor reports to Sanne.\n- Leila reports to Mara.\n- Omar works for Vantage Air.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka reports to Amara.\n- Vantage Air was founded in 1996.\n- Cedar Retail Group was founded in 1989.\n- Amara works for Vantage Air.\n- Lucia works for Pinnacle Software.\n- Stefan reports to Emeka.\n- Stefan works for Fernhill Foods.\n- Mara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5488", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5489", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Bruno.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 2002.\n- Lattice Analytics is headquartered in Oslo.\n- Viktor reports to Deshawn.\n- Sofia works for Lattice Analytics.\n- Bruno reports to Omar.\n- Summit Energy is headquartered in Halifax.\n- Viktor works for Beacon Insurance.\n- Lattice Analytics was founded in 1987.\n- Elena reports to Jonas.\n- Elena works for Summit Energy.\n- Sofia reports to Mateo.\n- Summit Energy was founded in 2004.\n- Mateo works for Summit Energy.\n- Bruno works for Meridian Bank.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 1977.\n- Meridian Bank is headquartered in Tampere.\n- Deshawn works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Deshawn reports to Elena.\n- Mateo reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5491", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8243: employee Priya B., hired 04 August 2020, separated 31 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-8243 under the controlling rules.", "criteria": {"0": "$17,500", "1": "$19,500", "2": "$84,500", "3": "$20,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5492", "family": "intent_v3", "state": "Incoming support message:\n\"Order 61652 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Ingrid.\n- Omar works for Crescent Telecom.\n- Sofia works for Meridian Bank.\n- Chiara works for Crescent Telecom.\n- Cobalt Health is headquartered in Lyon.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1990.\n- Ingrid reports to Emeka.\n- Meridian Bank is headquartered in Bergen.\n- Sofia reports to Jonas.\n- Deshawn works for Meridian Bank.\n- Deshawn reports to Sofia.\n- Bluepine Aviation is headquartered in Austin.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Felix.\n- Mei reports to Pablo.\n- Meridian Bank was founded in 2013.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 2007.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation was founded in 1995.\n- Kenji reports to Deshawn.\n- Jonas works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Emeka reports to Chiara.\n- Mateo reports to Kenji.\n- Ingrid works for Meridian Bank.\n- Mei works for Cobalt Health.\n- Jonas reports to Mei.\n- Chiara reports to Omar.\n- Emeka works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5494", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5495", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5496", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7747: employee Zoya A., hired 06 August 2020, separated 28 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7747?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5497", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 1314\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5498", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5499", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5500", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7700: employee Aisha R., hired 05 March 2023, separated 05 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7700?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5501", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5502", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5881: employee Omar S., hired 01 November 2020, separated 27 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5881?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Anders reports to Mateo.\n- Mateo reports to Sanne.\n- Dmitri reports to Zoya.\n- Helios Logistics was founded in 2005.\n- Sanne works for Crescent Telecom.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.\n- Emeka works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Omar reports to Dmitri.\n- Atlas Freight was founded in 2007.\n- Mateo works for Helios Logistics.\n- Crescent Telecom was founded in 1982.\n- Sanne reports to Omar.\n- Hana reports to Anders.\n- Crescent Telecom is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar works for Helios Logistics.\n- Emeka reports to Hana.\n- Hana works for Bluepine Aviation.\n- Atlas Freight is headquartered in Lyon.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2000", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5504", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 43633 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5505", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9116: employee Callum M., hired 17 September 2023, separated 08 December 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-9116 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$5,400", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods was founded in 2003.\n- Tobias works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Omar works for Atlas Freight.\n- Mei reports to Tobias.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Tallinn.\n- Ingrid reports to Mei.\n- Northwind Systems is headquartered in Tallinn.\n- Summit Energy was founded in 1982.\n- Dmitri works for Fernhill Foods.\n- Priya reports to Elena.\n- Ingrid works for Summit Energy.\n- Priya works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Stefan reports to Dmitri.\n- Dmitri reports to Omar.\n- Fernhill Foods is headquartered in Tallinn.\n- Elena works for Northwind Systems.\n- Stefan works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Tobias reports to Stefan.\n- Elena reports to Mateo.\n- Omar reports to Priya.\n- Ravi reports to Ingrid.\n- Northwind Systems was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5507", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Northwind Systems is headquartered in Cork.\n- Helios Logistics was founded in 2008.\n- Nadia works for Northwind Systems.\n- Bluepine Aviation was founded in 1996.\n- Anders works for Helios Logistics.\n- Hana works for Bluepine Aviation.\n- Kenji reports to Sofia.\n- Bluepine Aviation is headquartered in Cork.\n- Helios Logistics is headquartered in Lyon.\n- Yuki reports to Mateo.\n- Tessa reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems was founded in 1994.\n- Tessa works for Bluepine Aviation.\n- Mateo reports to Tessa.\n- Hana reports to Yuki.\n- Sofia reports to Nadia.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 1976.\n- Anders reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5509", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5510", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6806: employee Mara S., hired 08 September 2023, separated 25 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6806?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Emeka reports to Aisha.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Tampere.\n- Nadia reports to Mateo.\n- Nadia works for Cobalt Health.\n- Deshawn reports to Nadia.\n- Cobalt Health was founded in 1983.\n- Atlas Freight was founded in 1981.\n- Atlas Freight is headquartered in Leeds.\n- Deshawn works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Deshawn.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Aisha reports to Lucia.\n- Mateo reports to Emeka.\n- Bluepine Aviation was founded in 2005.\n- Mateo works for Crescent Telecom.\n- Bruno reports to Ravi.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1995", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ravi.\n- Lattice Analytics is headquartered in Halifax.\n- Summit Energy is headquartered in Tampere.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Mara reports to Tobias.\n- Yuki works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Mei reports to Lucia.\n- Mei works for Lattice Analytics.\n- Crescent Telecom was founded in 2015.\n- Tessa works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2013.\n- Ingrid reports to Priya.\n- Priya reports to Mara.\n- Ravi reports to Ingrid.\n- Summit Energy was founded in 1993.\n- Ingrid works for Lattice Analytics.\n- Ravi works for Crescent Telecom.\n- Lucia reports to Yuki.\n- Tessa reports to Bruno.\n- Priya works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Lattice Analytics was founded in 1992.\n- Yuki reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5513", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2011.\n- Yuki works for Cobalt Health.\n- Callum reports to Ravi.\n- Hana reports to Callum.\n- Anders works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Lucia works for Atlas Freight.\n- Helios Logistics was founded in 1975.\n- Jonas works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Anders reports to Yuki.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1979.\n- Ravi works for Cobalt Health.\n- Lattice Analytics was founded in 2015.\n- Lattice Analytics is headquartered in Tampere.\n- Ravi reports to Jonas.\n- Atlas Freight is headquartered in Tampere.\n- Yuki reports to Hana.\n- Jonas reports to Lucia.\n- Callum works for Lattice Analytics.\n- Viktor reports to Anders.\n- Helios Logistics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Tobias.\n- Northwind Systems was founded in 1996.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Bluepine Aviation was founded in 1979.\n- Stefan reports to Nadia.\n- Yuki works for Atlas Freight.\n- Yuki reports to Dmitri.\n- Atlas Freight was founded in 1979.\n- Elena reports to Stefan.\n- Sanne reports to Elena.\n- Pablo works for Bluepine Aviation.\n- Northwind Systems is headquartered in Porto.\n- Stefan works for Atlas Freight.\n- Tobias reports to Tessa.\n- Tobias works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Elena works for Northwind Systems.\n- Atlas Freight is headquartered in Porto.\n- Aisha reports to Yuki.\n- Leila works for Atlas Freight.\n- Tessa reports to Leila.\n- Nadia reports to Aisha.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Felix works for Northwind Systems.\n- Bluepine Aviation is headquartered in Cork.\n- Sanne works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1998.\n- Felix reports to Pablo.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5516", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Viktor.\n- Amara works for Cedar Retail Group.\n- Helios Logistics was founded in 2014.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor reports to Felix.\n- Aisha reports to Callum.\n- Amara reports to Wren.\n- Felix works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Callum reports to Lucia.\n- Callum works for Bluepine Aviation.\n- Felix reports to Zoya.\n- Lucia works for Cedar Retail Group.\n- Cobalt Health was founded in 2002.\n- Cedar Retail Group is headquartered in Adelaide.\n- Zoya works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Bluepine Aviation is headquartered in Adelaide.\n- Cobalt Health is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2014.\n- Wren works for Bluepine Aviation.\n- Wren reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5518", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5137: employee Kenji K., hired 12 February 2021, separated 27 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5137?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5519", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5520", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9484: employee Kenji K., hired 09 November 2020, separated 26 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9484?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5521", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5522", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4731: employee Sofia B., hired 15 November 2023, separated 16 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4731?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5523", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9351: employee Tessa R., hired 31 January 2022, separated 26 September 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9351?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5524", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 27179 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Kenji works for Ironwood Manufacturing.\n- Elena works for Crescent Telecom.\n- Bruno works for Helios Logistics.\n- Bruno reports to Wren.\n- Tessa reports to Callum.\n- Summit Energy was founded in 1984.\n- Callum reports to Elena.\n- Sanne works for Ironwood Manufacturing.\n- Wren works for Crescent Telecom.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sanne reports to Bruno.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2005.\n- Ravi works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Elena reports to Ingrid.\n- Ingrid works for Summit Energy.\n- Crescent Telecom was founded in 1982.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 1977.\n- Summit Energy is headquartered in Adelaide.\n- Zoya reports to Ravi.\n- Kenji reports to Sanne.\n- Ingrid reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Nadia.\n- Crescent Telecom was founded in 2011.\n- Crescent Telecom is headquartered in Turku.\n- Nadia works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Nadia reports to Lucia.\n- Wren reports to Elena.\n- Zoya works for Pinnacle Software.\n- Atlas Freight is headquartered in Tallinn.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 1981.\n- Ingrid works for Atlas Freight.\n- Northwind Systems was founded in 1991.\n- Anders reports to Wren.\n- Pinnacle Software is headquartered in Turku.\n- Zoya reports to Anders.\n- Pinnacle Software was founded in 1993.\n- Ingrid reports to Zoya.\n- Elena works for Pinnacle Software.\n- Mara works for Northwind Systems.\n- Elena reports to Mara.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5527", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9706: employee Mara B., hired 13 March 2021, separated 06 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9706?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5528", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3453: employee Sofia A., hired 25 June 2023, separated 10 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3453?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5529", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5530", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "set_timer", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Ironwood Manufacturing was founded in 1975.\n- Summit Energy was founded in 2012.\n- Omar reports to Tobias.\n- Summit Energy is headquartered in Malmo.\n- Zoya works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Tobias works for Crescent Telecom.\n- Zoya reports to Dmitri.\n- Lucia reports to Ingrid.\n- Lucia works for Summit Energy.\n- Crescent Telecom is headquartered in Ghent.\n- Deshawn reports to Emeka.\n- Ingrid reports to Zoya.\n- Stefan works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2004.\n- Helios Logistics is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Dmitri works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Stefan reports to Deshawn.\n- Callum reports to Stefan.\n- Ingrid works for Ironwood Manufacturing.\n- Dmitri reports to Omar.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5532", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1795: employee Ravi B., hired 06 October 2023, separated 05 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1795?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5533", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1551: employee Ravi S., hired 30 August 2022, separated 26 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1551?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5534", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3467: employee Mara S., hired 08 July 2021, separated 17 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3467?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5535", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9357: employee Mei T., hired 30 November 2021, separated 23 March 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9357?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5536", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5537", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5538", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3086: employee Omar S., hired 07 November 2021, separated 10 September 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3086?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5539", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5540", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1998.\n- Ingrid reports to Chiara.\n- Vantage Air is headquartered in Adelaide.\n- Mateo reports to Ingrid.\n- Sofia works for Cedar Retail Group.\n- Vantage Air was founded in 1988.\n- Ingrid works for Cedar Retail Group.\n- Sofia reports to Tobias.\n- Fernhill Foods was founded in 2004.\n- Helios Logistics is headquartered in Austin.\n- Yuki reports to Priya.\n- Elena works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Elena.\n- Leila reports to Sofia.\n- Tobias works for Cedar Retail Group.\n- Chiara works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Emeka works for Helios Logistics.\n- Tobias reports to Emeka.\n- Priya works for Fernhill Foods.\n- Chiara reports to Yuki.\n- Leila works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Adelaide.\n- Elena reports to Mateo.\n- Helios Logistics was founded in 2011.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5542", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Hana.\n- Lucia works for Vantage Air.\n- Stefan reports to Anders.\n- Nadia reports to Kenji.\n- Crescent Telecom was founded in 1990.\n- Pablo works for Beacon Insurance.\n- Crescent Telecom is headquartered in Dunedin.\n- Hana reports to Nadia.\n- Ingrid works for Ironwood Manufacturing.\n- Anders reports to Tobias.\n- Beacon Insurance is headquartered in Halifax.\n- Ingrid reports to Wren.\n- Lucia reports to Ingrid.\n- Kenji works for Beacon Insurance.\n- Vantage Air was founded in 1998.\n- Tobias works for Ironwood Manufacturing.\n- Anders works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2006.\n- Wren reports to Stefan.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Vantage Air is headquartered in Dunedin.\n- Pablo reports to Lucia.\n- Nadia works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Stefan works for Crescent Telecom.\n- Beacon Insurance was founded in 1994.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5544", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5958: employee Kenji M., hired 26 August 2023, separated 28 December 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5958?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5545", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Jonas.\n- Jonas reports to Viktor.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Pinnacle Software.\n- Callum works for Crescent Telecom.\n- Fernhill Foods was founded in 1982.\n- Crescent Telecom is headquartered in Cork.\n- Pinnacle Software was founded in 1978.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Dmitri reports to Felix.\n- Felix works for Pinnacle Software.\n- Bruno reports to Dmitri.\n- Crescent Telecom was founded in 2013.\n- Fernhill Foods is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2011.\n- Viktor works for Crescent Telecom.\n- Emeka reports to Bruno.\n- Viktor reports to Callum.\n- Dmitri works for Pinnacle Software.\n- Felix reports to Tessa.\n- Pinnacle Software is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5547", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5548", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5310: employee Jonas K., hired 11 March 2021, separated 04 November 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-5310 under the controlling rules.", "criteria": {"0": "$24,014", "1": "$24,885", "2": "$103,500", "3": "$23,885"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Priya works for Helios Logistics.\n- Atlas Freight was founded in 1975.\n- Aisha reports to Sofia.\n- Mei reports to Priya.\n- Jonas reports to Stefan.\n- Cobalt Health is headquartered in Halifax.\n- Helios Logistics is headquartered in Bergen.\n- Sofia reports to Nadia.\n- Tobias reports to Mei.\n- Omar reports to Tobias.\n- Sofia works for Atlas Freight.\n- Stefan reports to Omar.\n- Nadia works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Helios Logistics was founded in 2010.\n- Crescent Telecom is headquartered in Porto.\n- Tobias works for Atlas Freight.\n- Omar works for Crescent Telecom.\n- Leila reports to Aisha.\n- Jonas works for Atlas Freight.\n- Priya reports to Leila.\n- Aisha works for Helios Logistics.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Crescent Telecom was founded in 2002.\n- Cobalt Health was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5550", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3361: employee Amara R., hired 30 November 2022, separated 22 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-3361 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$2,100", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5551", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3773: employee Tobias T., hired 12 April 2022, separated 13 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3773?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5552", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9832: employee Dmitri K., hired 12 April 2023, separated 19 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9832?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5553", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Swap order 90345 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5554", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6495: employee Bruno T., hired 13 April 2023, separated 17 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6495?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5555", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5556", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Stefan works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Mara works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tallinn.\n- Sofia works for Lattice Analytics.\n- Deshawn reports to Mei.\n- Amara reports to Emeka.\n- Bruno works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Dunedin.\n- Amara works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Crescent Telecom was founded in 2015.\n- Beacon Insurance is headquartered in Tallinn.\n- Mara reports to Bruno.\n- Aisha works for Crescent Telecom.\n- Beacon Insurance was founded in 1989.\n- Bruno reports to Deshawn.\n- Stefan reports to Amara.\n- Emeka works for Lattice Analytics.\n- Sofia reports to Mara.\n- Jonas reports to Stefan.\n- Mei reports to Hana.\n- Emeka reports to Sofia.\n- Hana reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5558", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5559", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5560", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5561", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Dmitri reports to Jonas.\n- Lucia works for Cobalt Health.\n- Chiara reports to Omar.\n- Cobalt Health is headquartered in Bergen.\n- Kenji reports to Amara.\n- Summit Energy was founded in 2009.\n- Summit Energy is headquartered in Bergen.\n- Helios Logistics is headquartered in Leeds.\n- Priya works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Sofia works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Aisha works for Summit Energy.\n- Priya reports to Sofia.\n- Helios Logistics was founded in 1976.\n- Amara reports to Aisha.\n- Kenji works for Cobalt Health.\n- Northwind Systems is headquartered in Austin.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Omar reports to Dmitri.\n- Sofia reports to Kenji.\n- Jonas reports to Lucia.\n- Aisha reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5563", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5564", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7063: employee Felix A., hired 16 October 2021, separated 19 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7063?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5565", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5566", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "book_flight", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5567", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3157: employee Viktor S., hired 01 March 2024, separated 18 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3157?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5568", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5569", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8860: employee Chiara R., hired 03 September 2022, separated 12 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8860?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5570", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5571", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5572", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5573", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5574", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 August 2024): For employees hired on or after 08 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9526: employee Aisha T., hired 19 May 2023, separated 19 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9526?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5575", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Lucia.\n- Ingrid reports to Mei.\n- Tessa reports to Sanne.\n- Ingrid works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics was founded in 1982.\n- Sofia works for Beacon Insurance.\n- Chiara reports to Ingrid.\n- Pinnacle Software was founded in 1990.\n- Stefan reports to Chiara.\n- Beacon Insurance was founded in 1994.\n- Mei reports to Sofia.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Mei works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.\n- Fernhill Foods is headquartered in Porto.\n- Sanne reports to Stefan.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5577", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5578", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 2101, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Report Damage — reports an item arrived broken", "3": "Change Address — wants the delivery address updated", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5579", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7829: employee Viktor S., hired 03 March 2022, separated 19 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7829?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5580", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4994: employee Anders S., hired 06 November 2024, separated 26 January 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-4994 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,500", "2": "$4,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5581", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5508: employee Callum B., hired 08 April 2021, separated 16 November 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-5508 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,850", "2": "$26,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5582", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "reroute", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2002.\n- Crescent Telecom was founded in 1980.\n- Kenji works for Vantage Air.\n- Priya works for Vantage Air.\n- Mei reports to Mara.\n- Ingrid reports to Tessa.\n- Dmitri reports to Anders.\n- Jonas reports to Viktor.\n- Yuki works for Vantage Air.\n- Mara works for Meridian Bank.\n- Tessa reports to Mei.\n- Kenji reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ingrid works for Meridian Bank.\n- Viktor reports to Kenji.\n- Meridian Bank was founded in 2000.\n- Mei works for Crescent Telecom.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Anders reports to Priya.\n- Vantage Air is headquartered in Austin.\n- Dmitri works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Meridian Bank is headquartered in Austin.\n- Felix reports to Ingrid.\n- Anders works for Crescent Telecom.\n- Yuki reports to Felix.\n- Priya reports to Yuki.\n- Viktor works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5584", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5585", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "check_logs", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1976.\n- Callum works for Northwind Systems.\n- Bruno reports to Hana.\n- Bruno works for Crescent Telecom.\n- Stefan reports to Callum.\n- Mara works for Fernhill Foods.\n- Stefan works for Crescent Telecom.\n- Northwind Systems was founded in 1975.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 1997.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Brno.\n- Priya works for Summit Energy.\n- Fernhill Foods is headquartered in Adelaide.\n- Ravi reports to Kenji.\n- Ravi works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Northwind Systems is headquartered in Austin.\n- Hana works for Crescent Telecom.\n- Priya reports to Mara.\n- Hana reports to Ravi.\n- Kenji reports to Stefan.\n- Callum reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5587", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Hana reports to Ravi.\n- Omar works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1993.\n- Bruno works for Fernhill Foods.\n- Emeka reports to Hana.\n- Emeka works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Viktor reports to Mara.\n- Omar reports to Mateo.\n- Ravi works for Fernhill Foods.\n- Ingrid reports to Emeka.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 1991.\n- Fernhill Foods was founded in 1997.\n- Mara reports to Omar.\n- Ravi reports to Bruno.\n- Mateo works for Ironwood Manufacturing.\n- Priya reports to Ingrid.\n- Viktor works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1995.\n- Ironwood Manufacturing is headquartered in Austin.\n- Chiara reports to Priya.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena works for Fernhill Foods.\n- Bruno reports to Elena.\n- Mateo reports to Chiara.\n- Hana works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5589", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-2 (VERSION 6, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7563: employee Jonas R., hired 30 November 2021, separated 26 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7563?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Cobalt Health is headquartered in Brno.\n- Ravi reports to Amara.\n- Crescent Telecom is headquartered in Valencia.\n- Amara works for Cobalt Health.\n- Deshawn reports to Sanne.\n- Felix works for Crescent Telecom.\n- Pinnacle Software is headquartered in Valencia.\n- Bruno works for Pinnacle Software.\n- Ravi works for Lattice Analytics.\n- Deshawn works for Cobalt Health.\n- Bruno reports to Ravi.\n- Lattice Analytics is headquartered in Turku.\n- Felix reports to Omar.\n- Omar reports to Bruno.\n- Crescent Telecom was founded in 2015.\n- Omar works for Pinnacle Software.\n- Lattice Analytics was founded in 1987.\n- Mateo works for Cobalt Health.\n- Pinnacle Software was founded in 2007.\n- Sanne reports to Mateo.\n- Amara reports to Deshawn.\n- Cobalt Health was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Kenji.\n- Deshawn works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Viktor works for Ironwood Manufacturing.\n- Kenji works for Crescent Telecom.\n- Nadia reports to Sofia.\n- Fernhill Foods is headquartered in Lyon.\n- Deshawn reports to Callum.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia works for Ironwood Manufacturing.\n- Mateo reports to Tessa.\n- Viktor reports to Mateo.\n- Yuki works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Mei reports to Hana.\n- Meridian Bank is headquartered in Ghent.\n- Fernhill Foods was founded in 1999.\n- Crescent Telecom was founded in 1988.\n- Hana works for Fernhill Foods.\n- Tessa reports to Ingrid.\n- Hana reports to Deshawn.\n- Meridian Bank was founded in 2004.\n- Sofia works for Ironwood Manufacturing.\n- Mateo works for Fernhill Foods.\n- Mei works for Crescent Telecom.\n- Ingrid reports to Nadia.\n- Yuki reports to Viktor.\n- Tessa works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1991.\n- Kenji reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Felix works for Atlas Freight.\n- Emeka reports to Dmitri.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mara works for Atlas Freight.\n- Viktor reports to Felix.\n- Lattice Analytics was founded in 1984.\n- Dmitri reports to Aisha.\n- Atlas Freight was founded in 1975.\n- Mara reports to Viktor.\n- Jonas reports to Mara.\n- Pinnacle Software was founded in 2008.\n- Ingrid reports to Hana.\n- Aisha reports to Jonas.\n- Hana works for Pinnacle Software.\n- Atlas Freight is headquartered in Tampere.\n- Cedar Retail Group was founded in 2003.\n- Ingrid works for Lattice Analytics.\n- Pinnacle Software is headquartered in Tallinn.\n- Felix reports to Tobias.\n- Lucia works for Cedar Retail Group.\n- Hana reports to Emeka.\n- Lucia reports to Ingrid.\n- Lattice Analytics is headquartered in Dunedin.\n- Dmitri works for Cedar Retail Group.\n- Jonas works for Lattice Analytics.\n- Emeka works for Atlas Freight.\n- Tobias reports to Zoya.\n- Aisha works for Atlas Freight.\n- Viktor works for Pinnacle Software.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5593", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5594", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5849: employee Ingrid K., hired 15 November 2022, separated 11 May 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5849?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5595", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6736: employee Bruno S., hired 18 April 2022, separated 24 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6736?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mateo.\n- Callum works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Nadia works for Cobalt Health.\n- Bluepine Aviation was founded in 1981.\n- Ironwood Manufacturing was founded in 2009.\n- Sanne works for Crescent Telecom.\n- Cobalt Health was founded in 1981.\n- Mateo works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 2011.\n- Nadia reports to Yuki.\n- Callum reports to Mara.\n- Cobalt Health is headquartered in Valencia.\n- Yuki works for Cobalt Health.\n- Mara reports to Pablo.\n- Yuki reports to Viktor.\n- Viktor works for Cobalt Health.\n- Pablo reports to Sanne.\n- Bluepine Aviation is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Mara works for Cobalt Health.\n- Mateo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5597", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1816: employee Sanne B., hired 24 December 2023, separated 15 August 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-1816 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$5,600", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5598", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Priya reports to Ravi.\n- Atlas Freight is headquartered in Tallinn.\n- Bruno reports to Tessa.\n- Northwind Systems was founded in 1985.\n- Tessa works for Northwind Systems.\n- Crescent Telecom was founded in 2009.\n- Elena reports to Hana.\n- Viktor works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Kenji works for Atlas Freight.\n- Ingrid reports to Pablo.\n- Lattice Analytics was founded in 1987.\n- Ingrid works for Lattice Analytics.\n- Bruno works for Northwind Systems.\n- Viktor reports to Kenji.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Bruno.\n- Hana works for Crescent Telecom.\n- Omar works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Wren reports to Omar.\n- Kenji reports to Wren.\n- Crescent Telecom is headquartered in Lyon.\n- Hana reports to Ingrid.\n- Atlas Freight was founded in 1998.\n- Tessa reports to Viktor.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Lattice Analytics is headquartered in Bergen.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1985", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5600", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Aisha reports to Emeka.\n- Cedar Retail Group was founded in 1979.\n- Omar reports to Ravi.\n- Pablo reports to Mara.\n- Jonas reports to Yuki.\n- Bruno works for Crescent Telecom.\n- Mara works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.\n- Bruno reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Yuki works for Meridian Bank.\n- Zoya reports to Bruno.\n- Meridian Bank was founded in 1987.\n- Yuki reports to Sanne.\n- Emeka reports to Omar.\n- Omar works for Cedar Retail Group.\n- Sanne reports to Pablo.\n- Jonas works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Zoya.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Bergen.\n- Mara reports to Wren.\n- Emeka works for Bluepine Aviation.\n- Meridian Bank is headquartered in Ghent.\n- Crescent Telecom is headquartered in Cork.\n- Cedar Retail Group is headquartered in Brno.\n- Crescent Telecom was founded in 1976.\n- Aisha works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5602", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 August 2025): For employees hired on or after 07 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2806: employee Pablo M., hired 19 August 2024, separated 03 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2806?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5603", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7170: employee Bruno K., hired 12 March 2022, separated 07 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7170?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5604", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4059: employee Pablo A., hired 19 March 2021, separated 12 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4059?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2004.\n- Callum works for Helios Logistics.\n- Pinnacle Software is headquartered in Tallinn.\n- Hana works for Cobalt Health.\n- Viktor works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Viktor reports to Stefan.\n- Pinnacle Software was founded in 2003.\n- Tessa reports to Lucia.\n- Mateo reports to Callum.\n- Tessa works for Crescent Telecom.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Tessa.\n- Hana reports to Mateo.\n- Stefan works for Crescent Telecom.\n- Helios Logistics was founded in 1995.\n- Lucia reports to Viktor.\n- Dmitri reports to Hana.\n- Helios Logistics is headquartered in Tallinn.\n- Crescent Telecom was founded in 1995.\n- Lucia works for Pinnacle Software.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Deshawn.\n- Northwind Systems was founded in 1993.\n- Callum reports to Leila.\n- Northwind Systems is headquartered in Dunedin.\n- Helios Logistics was founded in 2004.\n- Omar works for Helios Logistics.\n- Meridian Bank is headquartered in Valencia.\n- Callum works for Cedar Retail Group.\n- Stefan reports to Omar.\n- Chiara works for Meridian Bank.\n- Wren reports to Callum.\n- Zoya reports to Amara.\n- Ingrid reports to Wren.\n- Leila works for Meridian Bank.\n- Amara works for Helios Logistics.\n- Meridian Bank was founded in 1975.\n- Leila reports to Chiara.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara reports to Stefan.\n- Helios Logistics is headquartered in Brno.\n- Stefan works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Deshawn reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Cedar Retail Group was founded in 1988.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5607", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5608", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1999: employee Yuki A., hired 29 October 2022, separated 10 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1999?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5609", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5610", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5611", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7520: employee Priya K., hired 20 April 2022, separated 16 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7520?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5612", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4276: employee Tessa B., hired 12 October 2022, separated 16 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4276?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5613", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Amara reports to Priya.\n- Pinnacle Software was founded in 2012.\n- Yuki works for Pinnacle Software.\n- Callum reports to Wren.\n- Sanne works for Meridian Bank.\n- Wren works for Fernhill Foods.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Ravi works for Meridian Bank.\n- Vantage Air is headquartered in Cork.\n- Chiara works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Amara works for Pinnacle Software.\n- Meridian Bank is headquartered in Leeds.\n- Dmitri reports to Chiara.\n- Dmitri works for Vantage Air.\n- Fernhill Foods was founded in 1991.\n- Priya reports to Bruno.\n- Leila reports to Amara.\n- Chiara reports to Ravi.\n- Pinnacle Software is headquartered in Austin.\n- Fernhill Foods is headquartered in Leeds.\n- Leila works for Pinnacle Software.\n- Meridian Bank was founded in 2007.\n- Sofia reports to Yuki.\n- Bruno reports to Dmitri.\n- Callum works for Pinnacle Software.\n- Bruno works for Vantage Air.\n- Ravi reports to Sanne.\n- Sanne reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "1994", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5615", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1188: employee Mara T., hired 02 August 2024, separated 28 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1188?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5616", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8520: employee Lucia R., hired 09 August 2021, separated 19 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8520?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5617", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5432: employee Tessa K., hired 05 June 2020, separated 02 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5432?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5618", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5619", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5620", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5621", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Beacon Insurance is headquartered in Brno.\n- Emeka works for Beacon Insurance.\n- Chiara reports to Deshawn.\n- Meridian Bank was founded in 2007.\n- Cedar Retail Group is headquartered in Ghent.\n- Stefan works for Meridian Bank.\n- Amara works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Viktor reports to Emeka.\n- Cedar Retail Group was founded in 2015.\n- Deshawn reports to Stefan.\n- Cobalt Health is headquartered in Porto.\n- Viktor works for Cedar Retail Group.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1980.\n- Cobalt Health was founded in 1990.\n- Emeka reports to Chiara.\n- Tessa reports to Dmitri.\n- Meridian Bank is headquartered in Ghent.\n- Dmitri reports to Amara.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5623", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Wren.\n- Viktor reports to Zoya.\n- Emeka reports to Ingrid.\n- Wren works for Crescent Telecom.\n- Zoya works for Northwind Systems.\n- Crescent Telecom was founded in 1996.\n- Mara works for Beacon Insurance.\n- Bruno works for Northwind Systems.\n- Beacon Insurance was founded in 1987.\n- Ingrid reports to Lucia.\n- Ingrid works for Crescent Telecom.\n- Bruno reports to Emeka.\n- Lucia works for Beacon Insurance.\n- Viktor works for Fernhill Foods.\n- Mara reports to Omar.\n- Emeka works for Northwind Systems.\n- Omar works for Crescent Telecom.\n- Priya reports to Viktor.\n- Priya works for Crescent Telecom.\n- Zoya reports to Mara.\n- Omar reports to Bruno.\n- Northwind Systems was founded in 1992.\n- Fernhill Foods was founded in 1995.\n- Crescent Telecom is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.\n- Northwind Systems is headquartered in Halifax.\n- Fernhill Foods is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5625", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_timer", "2": "set_alarm", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1997.\n- Kenji works for Fernhill Foods.\n- Felix reports to Jonas.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 1992.\n- Vantage Air is headquartered in Lyon.\n- Priya works for Vantage Air.\n- Yuki reports to Sofia.\n- Omar works for Vantage Air.\n- Omar reports to Chiara.\n- Emeka works for Cobalt Health.\n- Beacon Insurance was founded in 1989.\n- Emeka reports to Amara.\n- Priya reports to Callum.\n- Felix works for Cobalt Health.\n- Sofia reports to Omar.\n- Amara works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Beacon Insurance is headquartered in Dunedin.\n- Amara reports to Felix.\n- Jonas works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Fernhill Foods is headquartered in Lyon.\n- Kenji reports to Yuki.\n- Lucia works for Beacon Insurance.\n- Chiara works for Vantage Air.\n- Lucia reports to Kenji.\n- Yuki works for Vantage Air.\n- Chiara reports to Priya.\n- Callum reports to Emeka.\n- Cobalt Health was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5627", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1656: employee Priya R., hired 03 September 2021, separated 24 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-1656?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Northwind Systems was founded in 1985.\n- Mei works for Pinnacle Software.\n- Leila reports to Mei.\n- Pinnacle Software is headquartered in Leeds.\n- Leila works for Northwind Systems.\n- Callum reports to Tessa.\n- Crescent Telecom was founded in 1977.\n- Nadia reports to Hana.\n- Amara works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Chiara reports to Amara.\n- Mei reports to Callum.\n- Chiara works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Pinnacle Software was founded in 1979.\n- Tessa works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Tessa reports to Nadia.\n- Beacon Insurance is headquartered in Ghent.\n- Callum works for Northwind Systems.\n- Hana reports to Chiara.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5630", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5631", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Chiara.\n- Jonas reports to Tobias.\n- Meridian Bank was founded in 2014.\n- Viktor works for Meridian Bank.\n- Jonas works for Cedar Retail Group.\n- Leila reports to Dmitri.\n- Cedar Retail Group is headquartered in Cork.\n- Mei reports to Viktor.\n- Cedar Retail Group was founded in 1984.\n- Summit Energy was founded in 1985.\n- Chiara works for Vantage Air.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Kenji.\n- Vantage Air was founded in 2003.\n- Vantage Air is headquartered in Basel.\n- Summit Energy is headquartered in Cork.\n- Leila works for Vantage Air.\n- Kenji works for Vantage Air.\n- Tobias works for Meridian Bank.\n- Viktor reports to Jonas.\n- Mei works for Meridian Bank.\n- Chiara reports to Leila.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5633", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_alarm", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5634", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8788: employee Aisha K., hired 04 August 2023, separated 22 June 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8788?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5635", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9224: employee Felix B., hired 06 August 2021, separated 25 August 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-9224 under the controlling rules.", "criteria": {"0": "$88,400", "1": "$20,500", "2": "$19,400", "3": "$20,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5636", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5637", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5638", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5639", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8338: employee Ingrid T., hired 25 May 2022, separated 17 February 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-8338 under the controlling rules.", "criteria": {"0": "$46,125", "1": "$10,514", "2": "$11,144", "3": "$10,644"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1984.\n- Stefan works for Helios Logistics.\n- Pablo reports to Stefan.\n- Emeka works for Summit Energy.\n- Tobias works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1993.\n- Yuki reports to Sofia.\n- Lucia reports to Mara.\n- Pablo works for Atlas Freight.\n- Lattice Analytics is headquartered in Brno.\n- Zoya reports to Tobias.\n- Stefan reports to Zoya.\n- Zoya works for Summit Energy.\n- Ingrid reports to Lucia.\n- Yuki works for Helios Logistics.\n- Sofia reports to Emeka.\n- Lucia works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Mara reports to Yuki.\n- Mara works for Helios Logistics.\n- Atlas Freight is headquartered in Austin.\n- Emeka reports to Pablo.\n- Helios Logistics is headquartered in Austin.\n- Atlas Freight was founded in 2000.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2003", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5641", "family": "intent_v3", "state": "Incoming support message:\n\"Re: I moved — update delivery for 74687\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Amara reports to Sofia.\n- Northwind Systems was founded in 1988.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Halifax.\n- Priya works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Halifax.\n- Omar reports to Bruno.\n- Emeka works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.\n- Fernhill Foods was founded in 1996.\n- Nadia reports to Emeka.\n- Sanne works for Northwind Systems.\n- Bruno reports to Hana.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Priya.\n- Priya reports to Nadia.\n- Pinnacle Software was founded in 1976.\n- Yuki works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Sanne reports to Omar.\n- Ironwood Manufacturing is headquartered in Brno.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Hana reports to Amara.\n- Omar works for Northwind Systems.\n- Emeka reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1986", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Stefan reports to Mei.\n- Tessa works for Helios Logistics.\n- Mei works for Vantage Air.\n- Emeka reports to Stefan.\n- Nadia reports to Lucia.\n- Emeka works for Pinnacle Software.\n- Stefan works for Helios Logistics.\n- Tessa reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Vantage Air was founded in 1988.\n- Dmitri reports to Emeka.\n- Hana works for Pinnacle Software.\n- Lucia reports to Hana.\n- Helios Logistics is headquartered in Leeds.\n- Hana reports to Tessa.\n- Northwind Systems was founded in 1990.\n- Nadia works for Pinnacle Software.\n- Vantage Air is headquartered in Porto.\n- Helios Logistics was founded in 1986.\n- Northwind Systems is headquartered in Leeds.\n- Lucia works for Vantage Air.\n- Pinnacle Software was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5644", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 19 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4076: employee Amara M., hired 21 May 2020, separated 10 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4076?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5645", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4057: employee Pablo S., hired 13 October 2022, separated 08 November 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-4057 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$9,731", "3": "$5,077"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5646", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-7 (VERSION 7, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4578: employee Mateo R., hired 08 August 2022, separated 27 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2026-4578 under the controlling rules.", "criteria": {"0": "$13,600", "1": "$13,500", "2": "$58,933", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5647", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8125: employee Lucia T., hired 22 February 2022, separated 11 June 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8125?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5648", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5649", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9004: employee Viktor R., hired 01 June 2021, separated 22 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9004?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5650", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5651", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5652", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5653", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5654", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Bergen.\n- Mei reports to Viktor.\n- Lattice Analytics is headquartered in Halifax.\n- Meridian Bank is headquartered in Valencia.\n- Viktor works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Hana reports to Anders.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Meridian Bank was founded in 1987.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1983.\n- Sofia reports to Elena.\n- Sofia works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Anders reports to Mei.\n- Ironwood Manufacturing was founded in 1996.\n- Priya reports to Hana.\n- Anders works for Meridian Bank.\n- Elena reports to Bruno.\n- Viktor reports to Sofia.\n- Bruno works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5656", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5657", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Bruno.\n- Mateo reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy is headquartered in Dunedin.\n- Callum reports to Sofia.\n- Chiara works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Bruno reports to Callum.\n- Lucia works for Crescent Telecom.\n- Sofia reports to Lucia.\n- Ravi works for Crescent Telecom.\n- Callum works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1998.\n- Dmitri reports to Ravi.\n- Ironwood Manufacturing was founded in 2010.\n- Kenji reports to Elena.\n- Lucia reports to Chiara.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bruno works for Crescent Telecom.\n- Mateo works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Lyon.\n- Anders reports to Felix.\n- Elena works for Lattice Analytics.\n- Ravi reports to Anders.\n- Lattice Analytics was founded in 1976.\n- Summit Energy was founded in 1997.\n- Anders works for Lattice Analytics.\n- Sofia works for Summit Energy.\n- Felix reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5659", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Sanne works for Helios Logistics.\n- Stefan works for Ironwood Manufacturing.\n- Yuki reports to Aisha.\n- Tobias reports to Emeka.\n- Zoya works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1981.\n- Lattice Analytics is headquartered in Brno.\n- Stefan reports to Dmitri.\n- Zoya reports to Yuki.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha reports to Stefan.\n- Bluepine Aviation was founded in 1993.\n- Dmitri reports to Omar.\n- Ironwood Manufacturing was founded in 1982.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo works for Ironwood Manufacturing.\n- Tobias works for Helios Logistics.\n- Aisha works for Lattice Analytics.\n- Helios Logistics is headquartered in Oslo.\n- Omar works for Bluepine Aviation.\n- Sanne reports to Zoya.\n- Pablo reports to Tobias.\n- Lattice Analytics was founded in 2014.\n- Emeka works for Helios Logistics.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Tobias.\n- Jonas reports to Kenji.\n- Elena works for Summit Energy.\n- Cobalt Health was founded in 1998.\n- Lucia works for Meridian Bank.\n- Emeka reports to Felix.\n- Kenji reports to Lucia.\n- Summit Energy was founded in 2010.\n- Felix reports to Ravi.\n- Ravi reports to Pablo.\n- Tobias reports to Mateo.\n- Emeka works for Pinnacle Software.\n- Anders reports to Dmitri.\n- Pablo works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Anders works for Pinnacle Software.\n- Felix works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Mateo works for Summit Energy.\n- Elena reports to Anders.\n- Meridian Bank was founded in 2015.\n- Ravi works for Summit Energy.\n- Cobalt Health is headquartered in Ghent.\n- Dmitri reports to Emeka.\n- Dmitri works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Pinnacle Software was founded in 1991.\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Elena.\n- Summit Energy is headquartered in Ghent.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5661", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5662", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5663", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5931: employee Lucia S., hired 27 May 2023, separated 29 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5931?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5664", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance was founded in 1995.\n- Crescent Telecom is headquartered in Brno.\n- Bluepine Aviation was founded in 1990.\n- Priya works for Crescent Telecom.\n- Mateo reports to Viktor.\n- Priya reports to Jonas.\n- Tessa works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Oslo.\n- Bruno works for Ironwood Manufacturing.\n- Aisha reports to Mateo.\n- Crescent Telecom was founded in 1993.\n- Mateo works for Crescent Telecom.\n- Jonas reports to Tessa.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor reports to Mara.\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1993.\n- Mara reports to Priya.\n- Aisha works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Mara works for Ironwood Manufacturing.\n- Viktor works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1987.\n- Pinnacle Software is headquartered in Oslo.\n- Meridian Bank is headquartered in Nagoya.\n- Ingrid works for Meridian Bank.\n- Pinnacle Software was founded in 1977.\n- Stefan reports to Bruno.\n- Sanne works for Northwind Systems.\n- Wren works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Northwind Systems was founded in 1997.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Bruno works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Ingrid reports to Mara.\n- Sanne reports to Mateo.\n- Mara reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Sofia reports to Chiara.\n- Chiara reports to Sanne.\n- Stefan works for Pinnacle Software.\n- Wren reports to Zoya.\n- Mateo reports to Ingrid.\n- Bruno reports to Sofia.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5667", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 June 2025): For employees hired on or after 04 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6340: employee Deshawn A., hired 25 November 2022, separated 04 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6340?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6340 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5668", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3493: employee Ingrid A., hired 09 January 2023, separated 05 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3493?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5669", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5611: employee Dmitri K., hired 28 November 2021, separated 19 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-5611 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,050", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5670", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 March 2025): For employees hired on or after 14 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5598: employee Dmitri R., hired 03 June 2023, separated 27 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5598?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5671", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5672", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 71491 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5673", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "install_software", "4": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5674", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5675", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5676", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Meridian Bank.\n- Pablo reports to Jonas.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Callum.\n- Atlas Freight was founded in 2003.\n- Nadia reports to Stefan.\n- Nadia works for Lattice Analytics.\n- Viktor reports to Pablo.\n- Lattice Analytics was founded in 2005.\n- Wren works for Atlas Freight.\n- Wren reports to Lucia.\n- Lucia reports to Viktor.\n- Ironwood Manufacturing was founded in 2002.\n- Callum reports to Amara.\n- Meridian Bank was founded in 1995.\n- Stefan reports to Dmitri.\n- Aisha works for Meridian Bank.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Nadia.\n- Lucia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Oslo.\n- Jonas reports to Aisha.\n- Pablo works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.\n- Chiara works for Meridian Bank.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Porto.\n- Aisha reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5678", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4477: employee Pablo A., hired 13 July 2020, separated 28 February 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4477?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5679", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Mei reports to Kenji.\n- Ingrid reports to Mei.\n- Stefan reports to Hana.\n- Tessa reports to Lucia.\n- Cedar Retail Group was founded in 2006.\n- Mei works for Ironwood Manufacturing.\n- Deshawn works for Cedar Retail Group.\n- Stefan works for Summit Energy.\n- Cedar Retail Group is headquartered in Bergen.\n- Viktor works for Summit Energy.\n- Deshawn reports to Stefan.\n- Crescent Telecom is headquartered in Basel.\n- Lucia reports to Deshawn.\n- Ingrid works for Summit Energy.\n- Hana reports to Pablo.\n- Viktor reports to Ingrid.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 2012.\n- Hana works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa works for Summit Energy.\n- Ironwood Manufacturing was founded in 1986.\n- Pablo reports to Viktor.\n- Crescent Telecom was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5681", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5682", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1984.\n- Felix works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Meridian Bank is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Adelaide.\n- Stefan reports to Yuki.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Priya.\n- Sofia works for Meridian Bank.\n- Crescent Telecom was founded in 1992.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Felix.\n- Deshawn works for Crescent Telecom.\n- Elena reports to Stefan.\n- Felix reports to Sofia.\n- Summit Energy is headquartered in Adelaide.\n- Priya reports to Deshawn.\n- Fernhill Foods is headquartered in Austin.\n- Summit Energy was founded in 1982.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Elena works for Meridian Bank.\n- Deshawn reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Chiara works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Lattice Analytics was founded in 1999.\n- Leila reports to Viktor.\n- Viktor reports to Kenji.\n- Priya reports to Chiara.\n- Priya works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance was founded in 2011.\n- Chiara reports to Aisha.\n- Tobias reports to Priya.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Northwind Systems was founded in 2001.\n- Deshawn works for Beacon Insurance.\n- Helios Logistics was founded in 2014.\n- Aisha reports to Deshawn.\n- Northwind Systems is headquartered in Bergen.\n- Aisha works for Northwind Systems.\n- Viktor works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Deshawn reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Nagoya.\n- Mateo reports to Zoya.\n- Chiara works for Crescent Telecom.\n- Elena reports to Mara.\n- Cobalt Health was founded in 2003.\n- Yuki reports to Elena.\n- Cedar Retail Group was founded in 1989.\n- Atlas Freight was founded in 2010.\n- Yuki works for Cedar Retail Group.\n- Omar works for Crescent Telecom.\n- Ravi reports to Stefan.\n- Stefan works for Atlas Freight.\n- Mara reports to Emeka.\n- Mateo works for Atlas Freight.\n- Ingrid works for Cobalt Health.\n- Chiara reports to Omar.\n- Zoya works for Atlas Freight.\n- Omar reports to Mateo.\n- Crescent Telecom was founded in 1975.\n- Felix reports to Ingrid.\n- Cedar Retail Group is headquartered in Halifax.\n- Emeka reports to Chiara.\n- Atlas Freight is headquartered in Halifax.\n- Zoya reports to Ravi.\n- Cobalt Health is headquartered in Malmo.\n- Mara works for Atlas Freight.\n- Elena works for Crescent Telecom.\n- Felix works for Cedar Retail Group.\n- Emeka works for Crescent Telecom.\n- Ravi works for Cedar Retail Group.\n- Stefan reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5686", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4901: employee Callum B., hired 17 September 2021, separated 18 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4901?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5687", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4480: employee Felix B., hired 14 March 2021, separated 26 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4480?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5688", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3382: employee Nadia S., hired 20 July 2022, separated 06 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3382?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5689", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-3 (VERSION 3, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8147: employee Kenji K., hired 13 April 2021, separated 18 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-8147 under the controlling rules.", "criteria": {"0": "$21,500", "1": "$20,600", "2": "$93,600", "3": "$21,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5690", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1991.\n- Pinnacle Software was founded in 1989.\n- Fernhill Foods is headquartered in Adelaide.\n- Felix reports to Omar.\n- Callum reports to Jonas.\n- Wren works for Pinnacle Software.\n- Omar works for Fernhill Foods.\n- Kenji reports to Felix.\n- Northwind Systems is headquartered in Porto.\n- Bluepine Aviation is headquartered in Basel.\n- Dmitri reports to Ravi.\n- Sanne reports to Callum.\n- Bluepine Aviation was founded in 1976.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Ravi reports to Sanne.\n- Aisha works for Fernhill Foods.\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tampere.\n- Jonas reports to Aisha.\n- Callum works for Northwind Systems.\n- Ravi works for Fernhill Foods.\n- Sanne works for Northwind Systems.\n- Dmitri works for Fernhill Foods.\n- Wren reports to Kenji.\n- Jonas works for Bluepine Aviation.\n- Omar reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5692", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Tessa.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Viktor works for Vantage Air.\n- Tessa reports to Sofia.\n- Elena reports to Jonas.\n- Viktor reports to Omar.\n- Hana reports to Sanne.\n- Bluepine Aviation is headquartered in Nagoya.\n- Hana works for Vantage Air.\n- Summit Energy is headquartered in Valencia.\n- Tessa works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 2003.\n- Bluepine Aviation was founded in 1983.\n- Ingrid works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Jonas reports to Viktor.\n- Vantage Air is headquartered in Tampere.\n- Sanne works for Summit Energy.\n- Ingrid reports to Pablo.\n- Sanne reports to Ingrid.\n- Vantage Air was founded in 2005.\n- Pablo reports to Elena.\n- Meridian Bank is headquartered in Porto.\n- Omar works for Bluepine Aviation.\n- Elena works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5694", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2463: employee Mara S., hired 01 September 2021, separated 21 June 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-2463?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5695", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2910: employee Deshawn T., hired 13 February 2022, separated 27 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2910?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5696", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Jonas.\n- Wren reports to Kenji.\n- Lattice Analytics is headquartered in Halifax.\n- Elena works for Summit Energy.\n- Vantage Air is headquartered in Adelaide.\n- Summit Energy is headquartered in Basel.\n- Kenji reports to Felix.\n- Summit Energy was founded in 2008.\n- Viktor works for Cedar Retail Group.\n- Leila reports to Mara.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Wren works for Vantage Air.\n- Tessa works for Lattice Analytics.\n- Jonas works for Vantage Air.\n- Felix reports to Amara.\n- Elena reports to Leila.\n- Amara works for Lattice Analytics.\n- Amara reports to Elena.\n- Cedar Retail Group is headquartered in Basel.\n- Hana reports to Wren.\n- Hana works for Vantage Air.\n- Jonas reports to Hana.\n- Tessa reports to Viktor.\n- Lattice Analytics was founded in 1994.\n- Vantage Air was founded in 1991.\n- Felix works for Vantage Air.\n- Mara works for Summit Energy.\n- Kenji works for Lattice Analytics.\n- Leila works for Summit Energy.\n- Viktor reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5698", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5699", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5700", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 11757 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5701", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5316: employee Jonas T., hired 03 July 2022, separated 25 June 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5316?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5702", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Send Message — asks to text someone", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2010.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Tessa.\n- Anders reports to Pablo.\n- Vantage Air was founded in 1993.\n- Amara reports to Wren.\n- Sanne works for Vantage Air.\n- Northwind Systems is headquartered in Tampere.\n- Sanne reports to Elena.\n- Anders works for Northwind Systems.\n- Priya works for Cobalt Health.\n- Mara reports to Deshawn.\n- Deshawn reports to Amara.\n- Wren works for Cobalt Health.\n- Vantage Air is headquartered in Porto.\n- Mara works for Northwind Systems.\n- Pinnacle Software is headquartered in Cork.\n- Northwind Systems was founded in 1976.\n- Pablo reports to Priya.\n- Tessa works for Cobalt Health.\n- Elena works for Vantage Air.\n- Pablo works for Vantage Air.\n- Priya reports to Mara.\n- Deshawn works for Vantage Air.\n- Pinnacle Software was founded in 1979.\n- Amara works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Tessa reports to Anders.\n- Wren reports to Lucia.\n- Cobalt Health is headquartered in Cork.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1976", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5704", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4423: employee Callum T., hired 30 January 2021, separated 25 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4423?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4423 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sanne.\n- Sanne reports to Mateo.\n- Meridian Bank is headquartered in Basel.\n- Ingrid reports to Viktor.\n- Hana works for Meridian Bank.\n- Anders works for Cobalt Health.\n- Viktor reports to Elena.\n- Viktor works for Helios Logistics.\n- Mateo works for Bluepine Aviation.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Helios Logistics is headquartered in Tampere.\n- Anders reports to Priya.\n- Priya works for Cobalt Health.\n- Yuki reports to Hana.\n- Meridian Bank was founded in 1992.\n- Tessa works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Ingrid works for Meridian Bank.\n- Helios Logistics was founded in 1999.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana reports to Ingrid.\n- Tessa reports to Yuki.\n- Bluepine Aviation was founded in 2008.\n- Mateo reports to Anders.\n- Cobalt Health is headquartered in Tampere.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Emeka.\n- Nadia reports to Elena.\n- Leila works for Cedar Retail Group.\n- Pablo reports to Aisha.\n- Bruno reports to Pablo.\n- Fernhill Foods was founded in 1999.\n- Chiara reports to Priya.\n- Priya reports to Leila.\n- Stefan works for Vantage Air.\n- Atlas Freight is headquartered in Leeds.\n- Hana reports to Stefan.\n- Elena works for Atlas Freight.\n- Cedar Retail Group was founded in 2015.\n- Pablo works for Vantage Air.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 1988.\n- Aisha works for Atlas Freight.\n- Sanne reports to Nadia.\n- Hana works for Atlas Freight.\n- Aisha reports to Hana.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Vantage Air is headquartered in Leeds.\n- Bruno works for Atlas Freight.\n- Elena reports to Bruno.\n- Emeka reports to Sanne.\n- Cedar Retail Group is headquartered in Malmo.\n- Atlas Freight was founded in 2006.\n- Priya works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Lucia.\n- Yuki reports to Amara.\n- Yuki works for Crescent Telecom.\n- Emeka reports to Deshawn.\n- Nadia works for Crescent Telecom.\n- Kenji reports to Chiara.\n- Atlas Freight was founded in 1990.\n- Bruno reports to Yuki.\n- Nadia reports to Emeka.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Nadia.\n- Lucia works for Crescent Telecom.\n- Fernhill Foods is headquartered in Cork.\n- Kenji works for Cobalt Health.\n- Emeka works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Zoya works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Crescent Telecom is headquartered in Oslo.\n- Zoya reports to Mei.\n- Crescent Telecom was founded in 1988.\n- Deshawn reports to Zoya.\n- Atlas Freight is headquartered in Cork.\n- Amara reports to Hana.\n- Mei works for Cobalt Health.\n- Fernhill Foods was founded in 2002.\n- Cobalt Health is headquartered in Basel.\n- Bruno works for Atlas Freight.\n- Hana reports to Kenji.\n- Cobalt Health was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5708", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Priya.\n- Beacon Insurance is headquartered in Dunedin.\n- Tobias reports to Mateo.\n- Priya works for Beacon Insurance.\n- Tobias works for Lattice Analytics.\n- Ravi reports to Felix.\n- Fernhill Foods is headquartered in Leeds.\n- Mateo works for Beacon Insurance.\n- Mateo reports to Omar.\n- Felix works for Beacon Insurance.\n- Meridian Bank is headquartered in Tampere.\n- Priya reports to Ravi.\n- Amara works for Lattice Analytics.\n- Omar works for Beacon Insurance.\n- Meridian Bank was founded in 1994.\n- Stefan works for Meridian Bank.\n- Beacon Insurance was founded in 2004.\n- Mara works for Fernhill Foods.\n- Amara reports to Stefan.\n- Ravi works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Mara reports to Yuki.\n- Fernhill Foods was founded in 2005.\n- Omar reports to Amara.\n- Stefan reports to Mara.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5710", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1982.\n- Tessa reports to Bruno.\n- Meridian Bank was founded in 1997.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software was founded in 1989.\n- Tobias works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Aisha reports to Anders.\n- Anders reports to Emeka.\n- Bruno reports to Aisha.\n- Priya reports to Lucia.\n- Lucia reports to Tobias.\n- Lucia works for Fernhill Foods.\n- Emeka reports to Priya.\n- Aisha works for Fernhill Foods.\n- Bruno works for Pinnacle Software.\n- Callum works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Tobias reports to Callum.\n- Emeka works for Fernhill Foods.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1980.\n- Viktor reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5712", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5713", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5714", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 54604, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5715", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 61441, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5716", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1795: employee Ravi B., hired 25 April 2022, separated 14 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1795?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5717", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5718", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5719", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5720", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5721", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Chiara.\n- Kenji reports to Ingrid.\n- Kenji works for Northwind Systems.\n- Cedar Retail Group was founded in 1993.\n- Sofia reports to Tobias.\n- Vantage Air was founded in 1998.\n- Ravi reports to Sofia.\n- Nadia reports to Ravi.\n- Nadia works for Cedar Retail Group.\n- Viktor works for Northwind Systems.\n- Sofia works for Cedar Retail Group.\n- Deshawn works for Vantage Air.\n- Ravi works for Northwind Systems.\n- Omar reports to Nadia.\n- Mateo reports to Mei.\n- Deshawn reports to Omar.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Mateo.\n- Chiara works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 2003.\n- Northwind Systems was founded in 2006.\n- Mei works for Northwind Systems.\n- Cedar Retail Group is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.\n- Chiara reports to Kenji.\n- Tobias reports to Viktor.\n- Northwind Systems is headquartered in Leeds.\n- Summit Energy is headquartered in Ghent.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5723", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 May 2025): For employees hired on or after 28 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4990: employee Stefan B., hired 30 December 2021, separated 06 July 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4990?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5724", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 36202\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5725", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5726", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 26629 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5727", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5728", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1980.\n- Amara reports to Emeka.\n- Pablo reports to Amara.\n- Vantage Air was founded in 2005.\n- Meridian Bank was founded in 1986.\n- Bluepine Aviation is headquartered in Malmo.\n- Meridian Bank is headquartered in Porto.\n- Stefan reports to Leila.\n- Kenji reports to Ingrid.\n- Emeka reports to Mara.\n- Elena works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Pablo works for Lattice Analytics.\n- Mei reports to Kenji.\n- Leila works for Bluepine Aviation.\n- Mara reports to Stefan.\n- Leila reports to Mei.\n- Amara works for Meridian Bank.\n- Lattice Analytics was founded in 2007.\n- Emeka works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Malmo.\n- Elena reports to Pablo.\n- Kenji works for Lattice Analytics.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Leeds.\n- Lattice Analytics was founded in 2013.\n- Lucia works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Yuki reports to Lucia.\n- Meridian Bank is headquartered in Leeds.\n- Aisha works for Cobalt Health.\n- Aisha reports to Ravi.\n- Beacon Insurance is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Basel.\n- Elena reports to Felix.\n- Ingrid reports to Bruno.\n- Felix works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 2010.\n- Yuki works for Cobalt Health.\n- Tessa reports to Elena.\n- Ravi reports to Yuki.\n- Hana works for Lattice Analytics.\n- Pablo works for Cobalt Health.\n- Pablo reports to Hana.\n- Lucia reports to Tessa.\n- Felix reports to Ingrid.\n- Meridian Bank was founded in 1981.\n- Bruno works for Lattice Analytics.\n- Cobalt Health was founded in 1976.\n- Bruno reports to Wren.\n- Ravi works for Lattice Analytics.\n- Wren reports to Pablo.\n- Tessa works for Cobalt Health.\n- Ingrid works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5731", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5528: employee Stefan K., hired 10 July 2020, separated 21 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5528?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5732", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5733", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9666: employee Omar A., hired 28 May 2024, separated 12 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9666?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Bruno reports to Callum.\n- Mei works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1989.\n- Kenji reports to Mateo.\n- Felix reports to Hana.\n- Ravi reports to Mei.\n- Lattice Analytics was founded in 1985.\n- Mei reports to Omar.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka reports to Ravi.\n- Crescent Telecom was founded in 1998.\n- Bruno works for Crescent Telecom.\n- Mateo works for Northwind Systems.\n- Wren reports to Felix.\n- Wren works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Priya works for Atlas Freight.\n- Mateo reports to Bruno.\n- Hana reports to Emeka.\n- Northwind Systems was founded in 2006.\n- Callum reports to Priya.\n- Ravi works for Lattice Analytics.\n- Northwind Systems is headquartered in Valencia.\n- Emeka works for Crescent Telecom.\n- Hana works for Northwind Systems.\n- Felix works for Atlas Freight.\n- Priya reports to Wren.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Nagoya.\n- Aisha reports to Nadia.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Bruno works for Atlas Freight.\n- Aisha works for Beacon Insurance.\n- Northwind Systems is headquartered in Nagoya.\n- Sanne works for Vantage Air.\n- Pablo reports to Sanne.\n- Amara works for Atlas Freight.\n- Mateo reports to Wren.\n- Atlas Freight was founded in 2001.\n- Kenji reports to Aisha.\n- Emeka works for Northwind Systems.\n- Beacon Insurance was founded in 2010.\n- Omar works for Beacon Insurance.\n- Felix reports to Bruno.\n- Omar reports to Pablo.\n- Beacon Insurance is headquartered in Nagoya.\n- Amara reports to Omar.\n- Kenji works for Vantage Air.\n- Nadia works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Mateo works for Beacon Insurance.\n- Nadia reports to Emeka.\n- Sanne reports to Kenji.\n- Atlas Freight is headquartered in Cork.\n- Felix works for Northwind Systems.\n- Vantage Air was founded in 1995.\n- Emeka reports to Felix.\n- Wren reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Viktor works for Bluepine Aviation.\n- Nadia reports to Wren.\n- Viktor reports to Kenji.\n- Nadia works for Pinnacle Software.\n- Cedar Retail Group was founded in 2005.\n- Pinnacle Software was founded in 2007.\n- Bluepine Aviation was founded in 2004.\n- Bluepine Aviation is headquartered in Tallinn.\n- Wren reports to Emeka.\n- Emeka reports to Dmitri.\n- Helios Logistics was founded in 1980.\n- Wren works for Cedar Retail Group.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Yuki.\n- Bruno works for Helios Logistics.\n- Yuki reports to Bruno.\n- Cedar Retail Group is headquartered in Tallinn.\n- Dmitri works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Cork.\n- Bruno reports to Viktor.\n- Emeka works for Bluepine Aviation.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5737", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2555: employee Sofia T., hired 05 April 2023, separated 30 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2555?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2555 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5738", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5739", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Bergen.\n- Viktor reports to Mei.\n- Viktor works for Northwind Systems.\n- Lattice Analytics was founded in 1978.\n- Callum works for Lattice Analytics.\n- Sanne works for Atlas Freight.\n- Pablo reports to Sofia.\n- Northwind Systems was founded in 2004.\n- Pablo works for Lattice Analytics.\n- Deshawn reports to Sanne.\n- Lattice Analytics is headquartered in Halifax.\n- Leila reports to Viktor.\n- Mei works for Northwind Systems.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Northwind Systems is headquartered in Basel.\n- Atlas Freight was founded in 2013.\n- Tessa works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.\n- Priya reports to Tessa.\n- Priya works for Atlas Freight.\n- Sofia reports to Priya.\n- Leila works for Cedar Retail Group.\n- Sanne reports to Pablo.\n- Deshawn works for Atlas Freight.\n- Callum reports to Deshawn.\n- Tessa reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Bruno.\n- Priya works for Crescent Telecom.\n- Callum reports to Dmitri.\n- Pinnacle Software was founded in 1980.\n- Priya reports to Omar.\n- Nadia works for Crescent Telecom.\n- Viktor reports to Nadia.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Callum works for Fernhill Foods.\n- Omar reports to Wren.\n- Elena reports to Yuki.\n- Anders works for Crescent Telecom.\n- Sofia reports to Anders.\n- Wren reports to Sofia.\n- Wren works for Crescent Telecom.\n- Fernhill Foods was founded in 2011.\n- Atlas Freight is headquartered in Tallinn.\n- Elena works for Fernhill Foods.\n- Anders reports to Elena.\n- Atlas Freight was founded in 2006.\n- Nadia reports to Priya.\n- Viktor works for Atlas Freight.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom was founded in 1986.\n- Sofia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Atlas Freight.\n- Crescent Telecom is headquartered in Tallinn.\n- Yuki works for Atlas Freight.\n- Bruno reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5742", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5743", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9961: employee Stefan A., hired 29 October 2021, separated 27 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9961?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5744", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5745", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5746", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3021: employee Stefan M., hired 09 December 2022, separated 08 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3021?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Chiara.\n- Yuki reports to Mara.\n- Mateo reports to Jonas.\n- Chiara reports to Pablo.\n- Helios Logistics is headquartered in Ghent.\n- Mara reports to Zoya.\n- Fernhill Foods was founded in 1988.\n- Tessa works for Helios Logistics.\n- Bruno reports to Ravi.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Vantage Air was founded in 1979.\n- Zoya works for Vantage Air.\n- Fernhill Foods is headquartered in Ghent.\n- Vantage Air is headquartered in Cork.\n- Mateo works for Vantage Air.\n- Ravi works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Helios Logistics was founded in 1998.\n- Ravi reports to Yuki.\n- Ironwood Manufacturing was founded in 2010.\n- Mara works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Yuki works for Helios Logistics.\n- Chiara works for Vantage Air.\n- Zoya reports to Mateo.\n- Pablo works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Elena reports to Sanne.\n- Northwind Systems was founded in 2003.\n- Omar reports to Elena.\n- Sanne reports to Wren.\n- Tessa reports to Callum.\n- Viktor reports to Felix.\n- Elena works for Beacon Insurance.\n- Vantage Air was founded in 1999.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Pablo works for Crescent Telecom.\n- Nadia works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Crescent Telecom was founded in 2010.\n- Beacon Insurance was founded in 2007.\n- Felix reports to Nadia.\n- Yuki works for Vantage Air.\n- Felix works for Northwind Systems.\n- Pablo reports to Viktor.\n- Callum reports to Pablo.\n- Sanne works for Vantage Air.\n- Wren reports to Tessa.\n- Omar works for Vantage Air.\n- Crescent Telecom is headquartered in Dunedin.\n- Northwind Systems is headquartered in Dunedin.\n- Stefan reports to Yuki.\n- Callum works for Beacon Insurance.\n- Wren works for Northwind Systems.\n- Nadia reports to Stefan.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5749", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 January 2023): For employees hired on or after 17 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5681: employee Jonas M., hired 29 September 2022, separated 07 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5681?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5750", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5751", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1549: employee Omar A., hired 18 July 2023, separated 30 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1549?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5752", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5817: employee Hana B., hired 07 May 2022, separated 15 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5817?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5753", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Priya works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1980.\n- Lucia reports to Yuki.\n- Sofia reports to Anders.\n- Cobalt Health is headquartered in Bergen.\n- Yuki reports to Sofia.\n- Lucia works for Cobalt Health.\n- Mara reports to Priya.\n- Fernhill Foods was founded in 2008.\n- Anders reports to Deshawn.\n- Cedar Retail Group is headquartered in Bergen.\n- Mara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Nagoya.\n- Tobias works for Bluepine Aviation.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 2014.\n- Deshawn works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1976.\n- Bluepine Aviation is headquartered in Basel.\n- Anders works for Fernhill Foods.\n- Tobias reports to Lucia.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5755", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6532: employee Kenji S., hired 14 November 2020, separated 01 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6532?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5756", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2000.\n- Northwind Systems is headquartered in Malmo.\n- Wren works for Helios Logistics.\n- Zoya reports to Sanne.\n- Cobalt Health was founded in 1989.\n- Mateo reports to Zoya.\n- Atlas Freight is headquartered in Malmo.\n- Felix reports to Wren.\n- Omar works for Atlas Freight.\n- Mateo works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Helios Logistics was founded in 1982.\n- Sanne reports to Mara.\n- Mara works for Northwind Systems.\n- Wren reports to Mateo.\n- Sanne works for Northwind Systems.\n- Stefan reports to Omar.\n- Atlas Freight was founded in 1979.\n- Omar reports to Felix.\n- Nadia works for Northwind Systems.\n- Stefan works for Atlas Freight.\n- Felix works for Northwind Systems.\n- Cobalt Health is headquartered in Turku.\n- Nadia reports to Yuki.\n- Mara reports to Nadia.\n- Helios Logistics is headquartered in Malmo.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5758", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5759", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9355: employee Ingrid M., hired 28 March 2022, separated 09 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9355?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5760", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Ingrid works for Meridian Bank.\n- Pinnacle Software is headquartered in Bergen.\n- Anders reports to Jonas.\n- Crescent Telecom is headquartered in Bergen.\n- Yuki reports to Dmitri.\n- Sofia works for Crescent Telecom.\n- Leila works for Pinnacle Software.\n- Cobalt Health is headquartered in Leeds.\n- Crescent Telecom was founded in 2010.\n- Emeka works for Crescent Telecom.\n- Jonas reports to Zoya.\n- Hana reports to Anders.\n- Anders works for Crescent Telecom.\n- Leila reports to Ingrid.\n- Cobalt Health was founded in 1979.\n- Dmitri reports to Sofia.\n- Hana works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Dmitri works for Meridian Bank.\n- Sofia reports to Emeka.\n- Jonas works for Meridian Bank.\n- Emeka reports to Leila.\n- Pinnacle Software was founded in 1977.\n- Yuki works for Cobalt Health.\n- Zoya reports to Yuki.\n- Meridian Bank was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Dunedin.\n- Nadia reports to Tessa.\n- Mateo reports to Chiara.\n- Bluepine Aviation was founded in 1993.\n- Cobalt Health is headquartered in Austin.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara works for Bluepine Aviation.\n- Cobalt Health was founded in 2013.\n- Aisha reports to Amara.\n- Helios Logistics is headquartered in Cork.\n- Tessa reports to Priya.\n- Atlas Freight was founded in 2008.\n- Nadia works for Helios Logistics.\n- Stefan reports to Nadia.\n- Priya reports to Aisha.\n- Helios Logistics was founded in 1992.\n- Chiara reports to Stefan.\n- Stefan works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Priya works for Helios Logistics.\n- Mateo works for Atlas Freight.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5763", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5764", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1104: employee Leila A., hired 12 July 2023, separated 01 September 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-1104 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$3,938", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ravi.\n- Helios Logistics is headquartered in Nagoya.\n- Zoya works for Cobalt Health.\n- Zoya reports to Bruno.\n- Hana reports to Tobias.\n- Mara reports to Lucia.\n- Tobias works for Cobalt Health.\n- Crescent Telecom was founded in 2013.\n- Hana works for Crescent Telecom.\n- Lucia reports to Priya.\n- Felix reports to Elena.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Mara works for Crescent Telecom.\n- Meridian Bank was founded in 2003.\n- Wren works for Meridian Bank.\n- Elena reports to Wren.\n- Elena works for Meridian Bank.\n- Priya reports to Zoya.\n- Priya works for Helios Logistics.\n- Ravi reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.\n- Lucia works for Crescent Telecom.\n- Bruno works for Cobalt Health.\n- Crescent Telecom is headquartered in Cork.\n- Mateo reports to Hana.\n- Ravi works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Meridian Bank is headquartered in Dunedin.\n- Felix works for Cobalt Health.\n- Bruno reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5766", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Sofia reports to Felix.\n- Amara works for Pinnacle Software.\n- Felix works for Crescent Telecom.\n- Emeka reports to Sofia.\n- Tobias works for Pinnacle Software.\n- Kenji works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Priya works for Pinnacle Software.\n- Felix reports to Viktor.\n- Crescent Telecom is headquartered in Valencia.\n- Priya reports to Chiara.\n- Pablo reports to Emeka.\n- Ravi reports to Amara.\n- Meridian Bank is headquartered in Bergen.\n- Crescent Telecom was founded in 1977.\n- Emeka works for Crescent Telecom.\n- Viktor reports to Priya.\n- Amara reports to Tobias.\n- Meridian Bank was founded in 2001.\n- Viktor works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Pinnacle Software is headquartered in Basel.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Ravi.\n- Tobias reports to Kenji.\n- Pinnacle Software was founded in 1989.\n- Kenji reports to Pablo.\n- Cedar Retail Group is headquartered in Basel.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5768", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-7 (VERSION 7, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5812: employee Yuki T., hired 11 August 2022, separated 24 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5812?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Vantage Air is headquartered in Valencia.\n- Omar works for Lattice Analytics.\n- Amara reports to Yuki.\n- Callum works for Atlas Freight.\n- Yuki reports to Tobias.\n- Tobias reports to Mara.\n- Omar reports to Mei.\n- Lattice Analytics is headquartered in Malmo.\n- Leila reports to Omar.\n- Mara works for Atlas Freight.\n- Mei reports to Sanne.\n- Callum reports to Chiara.\n- Chiara works for Vantage Air.\n- Mara reports to Leila.\n- Amara works for Vantage Air.\n- Atlas Freight was founded in 1986.\n- Bluepine Aviation was founded in 1979.\n- Sanne reports to Callum.\n- Tobias works for Lattice Analytics.\n- Sanne works for Atlas Freight.\n- Bluepine Aviation is headquartered in Valencia.\n- Vantage Air was founded in 1978.\n- Yuki works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics was founded in 2005.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5770", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2637: employee Mei S., hired 03 November 2020, separated 19 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2637?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5771", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mara.\n- Emeka reports to Nadia.\n- Mara works for Vantage Air.\n- Mara reports to Tessa.\n- Sanne reports to Emeka.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tobias works for Meridian Bank.\n- Wren reports to Ingrid.\n- Kenji works for Vantage Air.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka works for Vantage Air.\n- Meridian Bank is headquartered in Nagoya.\n- Sofia reports to Callum.\n- Sanne works for Cedar Retail Group.\n- Callum reports to Wren.\n- Callum works for Atlas Freight.\n- Tobias reports to Bruno.\n- Nadia works for Meridian Bank.\n- Cedar Retail Group was founded in 2000.\n- Wren works for Atlas Freight.\n- Ingrid reports to Tobias.\n- Bruno works for Meridian Bank.\n- Nadia reports to Sofia.\n- Atlas Freight was founded in 2003.\n- Meridian Bank was founded in 2004.\n- Ingrid works for Cedar Retail Group.\n- Vantage Air was founded in 2006.\n- Vantage Air is headquartered in Adelaide.\n- Sofia works for Vantage Air.\n- Kenji reports to Sanne.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Ravi works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Callum reports to Emeka.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Bluepine Aviation was founded in 1991.\n- Bluepine Aviation is headquartered in Cork.\n- Atlas Freight is headquartered in Bergen.\n- Viktor works for Lattice Analytics.\n- Nadia reports to Tessa.\n- Hana reports to Felix.\n- Atlas Freight was founded in 1983.\n- Callum works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Amara reports to Wren.\n- Helios Logistics is headquartered in Cork.\n- Priya reports to Nadia.\n- Nadia works for Atlas Freight.\n- Aisha reports to Ravi.\n- Wren reports to Hana.\n- Priya works for Bluepine Aviation.\n- Viktor reports to Priya.\n- Tessa reports to Amara.\n- Helios Logistics was founded in 1986.\n- Wren works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Adelaide.\n- Ravi reports to Callum.\n- Felix works for Helios Logistics.\n- Amara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5774", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5775", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5776", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Crescent Telecom was founded in 1998.\n- Bluepine Aviation was founded in 1977.\n- Elena works for Atlas Freight.\n- Zoya works for Bluepine Aviation.\n- Amara reports to Pablo.\n- Tessa works for Pinnacle Software.\n- Anders reports to Aisha.\n- Sanne reports to Elena.\n- Crescent Telecom is headquartered in Nagoya.\n- Sanne works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 2003.\n- Yuki reports to Mateo.\n- Elena reports to Yuki.\n- Tessa reports to Zoya.\n- Anders works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Turku.\n- Mateo reports to Tessa.\n- Pablo reports to Anders.\n- Mateo works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Aisha works for Bluepine Aviation.\n- Atlas Freight was founded in 2012.\n- Amara works for Atlas Freight.\n- Zoya reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sofia.\n- Northwind Systems is headquartered in Dunedin.\n- Bluepine Aviation was founded in 2012.\n- Jonas works for Meridian Bank.\n- Fernhill Foods is headquartered in Leeds.\n- Leila reports to Kenji.\n- Meridian Bank is headquartered in Cork.\n- Hana reports to Mateo.\n- Sofia reports to Hana.\n- Kenji works for Northwind Systems.\n- Hana works for Bluepine Aviation.\n- Deshawn works for Fernhill Foods.\n- Meridian Bank was founded in 1984.\n- Sofia works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Fernhill Foods was founded in 2011.\n- Mateo works for Bluepine Aviation.\n- Bruno reports to Jonas.\n- Bruno works for Northwind Systems.\n- Bluepine Aviation is headquartered in Leeds.\n- Northwind Systems was founded in 1978.\n- Mateo reports to Bruno.\n- Jonas reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Ghent.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Mara works for Beacon Insurance.\n- Tobias works for Vantage Air.\n- Sanne works for Cobalt Health.\n- Anders reports to Deshawn.\n- Anders works for Bluepine Aviation.\n- Hana reports to Viktor.\n- Viktor reports to Anders.\n- Deshawn works for Vantage Air.\n- Sanne reports to Hana.\n- Nadia reports to Sanne.\n- Beacon Insurance was founded in 1998.\n- Beacon Insurance is headquartered in Ghent.\n- Deshawn reports to Amara.\n- Yuki works for Vantage Air.\n- Hana works for Cobalt Health.\n- Yuki reports to Tobias.\n- Viktor works for Beacon Insurance.\n- Mara reports to Nadia.\n- Cobalt Health was founded in 1983.\n- Nadia works for Beacon Insurance.\n- Bluepine Aviation was founded in 2015.\n- Bluepine Aviation is headquartered in Basel.\n- Tobias reports to Mara.\n- Cobalt Health is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5780", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5781", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3703: employee Lucia R., hired 01 November 2023, separated 05 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3703?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5782", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5783", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Aisha.\n- Vantage Air is headquartered in Austin.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Chiara.\n- Sanne works for Cobalt Health.\n- Leila reports to Tessa.\n- Tessa reports to Jonas.\n- Stefan reports to Nadia.\n- Lattice Analytics is headquartered in Austin.\n- Priya works for Vantage Air.\n- Cobalt Health is headquartered in Austin.\n- Stefan works for Cobalt Health.\n- Crescent Telecom is headquartered in Malmo.\n- Priya reports to Deshawn.\n- Nadia works for Crescent Telecom.\n- Deshawn works for Vantage Air.\n- Lattice Analytics was founded in 2004.\n- Vantage Air was founded in 1989.\n- Nadia reports to Priya.\n- Deshawn reports to Leila.\n- Cobalt Health was founded in 1980.\n- Chiara works for Crescent Telecom.\n- Leila works for Lattice Analytics.\n- Crescent Telecom was founded in 1980.\n- Aisha works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Aisha reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Malmo", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5785", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5786", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5787", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5788", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5789", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4673: employee Nadia T., hired 04 April 2023, separated 23 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4673?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5790", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Lucia reports to Tobias.\n- Atlas Freight was founded in 2007.\n- Pinnacle Software is headquartered in Basel.\n- Stefan works for Atlas Freight.\n- Felix reports to Stefan.\n- Atlas Freight is headquartered in Dunedin.\n- Felix works for Ironwood Manufacturing.\n- Viktor reports to Felix.\n- Dmitri reports to Viktor.\n- Dmitri works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Sofia reports to Mateo.\n- Bluepine Aviation was founded in 2005.\n- Ingrid reports to Lucia.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1997.\n- Ravi reports to Ingrid.\n- Sofia works for Atlas Freight.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tobias works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1991.\n- Stefan reports to Ravi.\n- Ravi works for Pinnacle Software.\n- Mateo reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5792", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5793", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5794", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2388: employee Anders S., hired 26 January 2024, separated 23 January 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-2388 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$8,231", "2": "$4,615", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Lucia.\n- Chiara works for Cedar Retail Group.\n- Yuki reports to Mateo.\n- Pinnacle Software is headquartered in Tampere.\n- Ravi works for Vantage Air.\n- Mara works for Vantage Air.\n- Aisha reports to Amara.\n- Fernhill Foods was founded in 1982.\n- Stefan works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Yuki works for Cedar Retail Group.\n- Mei reports to Stefan.\n- Omar works for Vantage Air.\n- Pinnacle Software was founded in 1996.\n- Cedar Retail Group is headquartered in Tampere.\n- Aisha works for Fernhill Foods.\n- Lucia works for Cedar Retail Group.\n- Mateo works for Vantage Air.\n- Sanne works for Fernhill Foods.\n- Omar reports to Sanne.\n- Vantage Air was founded in 1989.\n- Cedar Retail Group was founded in 2007.\n- Sanne reports to Yuki.\n- Fernhill Foods is headquartered in Tampere.\n- Stefan reports to Chiara.\n- Amara reports to Omar.\n- Mei works for Cedar Retail Group.\n- Chiara reports to Mara.\n- Vantage Air is headquartered in Tampere.\n- Mara reports to Aisha.\n- Lucia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5796", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5797", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Viktor.\n- Helios Logistics was founded in 1996.\n- Cobalt Health was founded in 2003.\n- Ingrid works for Pinnacle Software.\n- Wren reports to Tobias.\n- Tobias works for Helios Logistics.\n- Kenji works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.\n- Kenji reports to Deshawn.\n- Tobias reports to Kenji.\n- Bluepine Aviation was founded in 1985.\n- Viktor works for Cobalt Health.\n- Helios Logistics is headquartered in Malmo.\n- Lucia works for Cobalt Health.\n- Deshawn works for Helios Logistics.\n- Wren works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 1998.\n- Cobalt Health is headquartered in Halifax.\n- Viktor reports to Ingrid.\n- Bruno works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Tessa reports to Wren.\n- Bluepine Aviation is headquartered in Cork.\n- Bruno reports to Lucia.\n- Ingrid reports to Mateo.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Pablo reports to Ravi.\n- Lucia reports to Pablo.\n- Ravi works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Cork.\n- Pablo works for Fernhill Foods.\n- Cedar Retail Group was founded in 1976.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Fernhill Foods was founded in 1975.\n- Lucia works for Ironwood Manufacturing.\n- Callum works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Viktor works for Ironwood Manufacturing.\n- Summit Energy was founded in 1975.\n- Summit Energy is headquartered in Nagoya.\n- Amara reports to Callum.\n- Wren works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2003.\n- Stefan reports to Amara.\n- Stefan works for Cedar Retail Group.\n- Wren reports to Lucia.\n- Viktor reports to Stefan.\n- Callum reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5800", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7761: employee Kenji M., hired 08 January 2025, separated 12 April 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-7761 under the controlling rules.", "criteria": {"0": "$3,413", "1": "$15,167", "2": "$1,500", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2012.\n- Yuki reports to Mateo.\n- Amara works for Beacon Insurance.\n- Yuki works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Kenji reports to Leila.\n- Meridian Bank was founded in 1975.\n- Kenji works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Beacon Insurance was founded in 1990.\n- Bluepine Aviation was founded in 1996.\n- Priya works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Mara works for Atlas Freight.\n- Amara reports to Priya.\n- Callum reports to Yuki.\n- Aisha reports to Amara.\n- Priya reports to Anders.\n- Mara reports to Aisha.\n- Wren reports to Callum.\n- Wren works for Beacon Insurance.\n- Aisha works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Zoya reports to Wren.\n- Bluepine Aviation is headquartered in Austin.\n- Mateo reports to Mara.\n- Meridian Bank is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Bergen.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Northwind Systems was founded in 1983.\n- Sanne reports to Tessa.\n- Bruno reports to Tobias.\n- Aisha works for Summit Energy.\n- Ironwood Manufacturing was founded in 2010.\n- Ingrid reports to Aisha.\n- Bruno works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Tessa works for Cedar Retail Group.\n- Aisha reports to Bruno.\n- Cedar Retail Group is headquartered in Bergen.\n- Emeka reports to Sanne.\n- Nadia reports to Ingrid.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cedar Retail Group was founded in 1998.\n- Summit Energy was founded in 2011.\n- Sanne works for Summit Energy.\n- Ingrid works for Ironwood Manufacturing.\n- Tessa reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5803", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6656: employee Hana T., hired 10 April 2023, separated 24 April 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6656?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5804", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9015: employee Wren R., hired 07 October 2021, separated 22 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9015?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Stefan reports to Sofia.\n- Stefan works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara reports to Emeka.\n- Helios Logistics was founded in 1998.\n- Sofia works for Helios Logistics.\n- Mara works for Beacon Insurance.\n- Pablo reports to Anders.\n- Emeka reports to Stefan.\n- Emeka works for Helios Logistics.\n- Nadia reports to Mara.\n- Helios Logistics is headquartered in Halifax.\n- Beacon Insurance was founded in 2010.\n- Vantage Air was founded in 1981.\n- Viktor works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1983.\n- Sofia reports to Viktor.\n- Viktor reports to Pablo.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 2003.\n- Deshawn reports to Ravi.\n- Mei reports to Omar.\n- Fernhill Foods is headquartered in Tampere.\n- Beacon Insurance is headquartered in Austin.\n- Omar works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Ravi reports to Mei.\n- Pablo works for Crescent Telecom.\n- Elena works for Fernhill Foods.\n- Lattice Analytics was founded in 2012.\n- Lattice Analytics is headquartered in Tampere.\n- Anders works for Fernhill Foods.\n- Ravi works for Beacon Insurance.\n- Pablo reports to Deshawn.\n- Elena reports to Dmitri.\n- Anders reports to Pablo.\n- Beacon Insurance was founded in 2005.\n- Crescent Telecom was founded in 2008.\n- Omar reports to Elena.\n- Crescent Telecom is headquartered in Austin.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5807", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5808", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1977.\n- Crescent Telecom is headquartered in Valencia.\n- Northwind Systems was founded in 1990.\n- Tessa works for Beacon Insurance.\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 1999.\n- Zoya reports to Sofia.\n- Yuki works for Meridian Bank.\n- Tessa reports to Stefan.\n- Meridian Bank is headquartered in Malmo.\n- Nadia works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Stefan works for Northwind Systems.\n- Stefan reports to Zoya.\n- Sofia reports to Deshawn.\n- Northwind Systems is headquartered in Austin.\n- Deshawn reports to Yuki.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance is headquartered in Malmo.\n- Yuki reports to Nadia.\n- Nadia reports to Amara.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2009.\n- Sofia works for Crescent Telecom.\n- Nadia reports to Elena.\n- Nadia works for Crescent Telecom.\n- Vantage Air was founded in 1985.\n- Vantage Air is headquartered in Malmo.\n- Tessa reports to Kenji.\n- Zoya reports to Nadia.\n- Meridian Bank is headquartered in Malmo.\n- Tessa works for Crescent Telecom.\n- Viktor works for Pinnacle Software.\n- Zoya works for Crescent Telecom.\n- Pinnacle Software is headquartered in Adelaide.\n- Tobias works for Meridian Bank.\n- Crescent Telecom is headquartered in Malmo.\n- Elena works for Pinnacle Software.\n- Kenji works for Crescent Telecom.\n- Sofia reports to Tessa.\n- Kenji reports to Tobias.\n- Pinnacle Software was founded in 1980.\n- Tobias reports to Zoya.\n- Meridian Bank was founded in 2010.\n- Viktor reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5811", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 January 2025): For employees hired on or after 29 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9424: employee Pablo K., hired 18 March 2024, separated 28 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9424?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Cobalt Health was founded in 2000.\n- Fernhill Foods is headquartered in Basel.\n- Callum reports to Chiara.\n- Sanne reports to Lucia.\n- Omar works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Chiara reports to Mara.\n- Meridian Bank is headquartered in Nagoya.\n- Jonas reports to Sanne.\n- Cobalt Health is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2004.\n- Callum works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Sanne works for Fernhill Foods.\n- Chiara works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Fernhill Foods was founded in 1996.\n- Lucia reports to Callum.\n- Omar reports to Yuki.\n- Yuki reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5813", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Pablo.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2001.\n- Elena reports to Leila.\n- Elena works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lucia works for Ironwood Manufacturing.\n- Felix reports to Ingrid.\n- Ingrid reports to Tobias.\n- Ironwood Manufacturing was founded in 1994.\n- Hana works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.\n- Deshawn reports to Amara.\n- Priya works for Beacon Insurance.\n- Hana reports to Priya.\n- Felix works for Beacon Insurance.\n- Priya reports to Bruno.\n- Amara reports to Felix.\n- Ingrid works for Beacon Insurance.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 2003.\n- Deshawn works for Lattice Analytics.\n- Pablo reports to Deshawn.\n- Tobias reports to Elena.\n- Leila works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Valencia.\n- Lucia reports to Hana.\n- Beacon Insurance was founded in 1994.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5815", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5489: employee Yuki T., hired 26 December 2020, separated 02 March 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5489?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Pablo reports to Sanne.\n- Bruno works for Vantage Air.\n- Amara works for Fernhill Foods.\n- Emeka reports to Ingrid.\n- Bluepine Aviation is headquartered in Lyon.\n- Yuki works for Summit Energy.\n- Yuki reports to Pablo.\n- Fernhill Foods is headquartered in Cork.\n- Summit Energy was founded in 1977.\n- Bluepine Aviation was founded in 1989.\n- Emeka works for Fernhill Foods.\n- Tessa reports to Elena.\n- Tessa works for Summit Energy.\n- Vantage Air was founded in 1979.\n- Fernhill Foods was founded in 1979.\n- Elena works for Bluepine Aviation.\n- Bruno reports to Yuki.\n- Amara reports to Stefan.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Stefan reports to Bruno.\n- Elena reports to Amara.\n- Ingrid reports to Tessa.\n- Sanne works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5817", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5818", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2004.\n- Kenji reports to Zoya.\n- Tobias works for Lattice Analytics.\n- Ingrid works for Cobalt Health.\n- Yuki reports to Nadia.\n- Ingrid reports to Mara.\n- Ravi reports to Stefan.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Valencia.\n- Anders reports to Yuki.\n- Bluepine Aviation is headquartered in Oslo.\n- Ravi works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Tobias reports to Ravi.\n- Nadia reports to Deshawn.\n- Deshawn reports to Tobias.\n- Stefan works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Lattice Analytics is headquartered in Cork.\n- Cobalt Health was founded in 2000.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1980.\n- Cobalt Health is headquartered in Valencia.\n- Kenji works for Lattice Analytics.\n- Mara reports to Omar.\n- Yuki works for Cobalt Health.\n- Omar works for Pinnacle Software.\n- Omar reports to Kenji.\n- Deshawn works for Pinnacle Software.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Aisha.\n- Deshawn reports to Sanne.\n- Leila works for Crescent Telecom.\n- Tobias reports to Priya.\n- Aisha works for Meridian Bank.\n- Beacon Insurance was founded in 1976.\n- Elena works for Beacon Insurance.\n- Priya reports to Leila.\n- Meridian Bank was founded in 1982.\n- Tobias works for Crescent Telecom.\n- Ravi reports to Tobias.\n- Ravi works for Beacon Insurance.\n- Crescent Telecom is headquartered in Malmo.\n- Sofia reports to Wren.\n- Aisha reports to Deshawn.\n- Sanne reports to Elena.\n- Priya works for Crescent Telecom.\n- Elena reports to Ravi.\n- Deshawn works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1984.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Meridian Bank is headquartered in Porto.\n- Beacon Insurance is headquartered in Malmo.\n- Sofia works for Crescent Telecom.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5821", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 60110 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5822", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1993.\n- Tobias reports to Felix.\n- Emeka reports to Omar.\n- Jonas reports to Nadia.\n- Atlas Freight was founded in 1992.\n- Nadia reports to Emeka.\n- Cedar Retail Group was founded in 1983.\n- Sofia works for Ironwood Manufacturing.\n- Emeka works for Pinnacle Software.\n- Tobias works for Atlas Freight.\n- Pinnacle Software is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Kenji reports to Tobias.\n- Nadia works for Ironwood Manufacturing.\n- Jonas works for Cedar Retail Group.\n- Atlas Freight is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1984.\n- Cedar Retail Group is headquartered in Oslo.\n- Omar works for Atlas Freight.\n- Kenji works for Ironwood Manufacturing.\n- Felix reports to Sofia.\n- Sofia reports to Jonas.\n- Felix works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1996.\n- Yuki works for Northwind Systems.\n- Anders works for Cedar Retail Group.\n- Kenji reports to Chiara.\n- Elena reports to Kenji.\n- Northwind Systems was founded in 2008.\n- Anders reports to Elena.\n- Summit Energy is headquartered in Lyon.\n- Fernhill Foods is headquartered in Austin.\n- Aisha reports to Yuki.\n- Cedar Retail Group was founded in 2008.\n- Mara works for Northwind Systems.\n- Aisha works for Summit Energy.\n- Jonas reports to Sanne.\n- Cedar Retail Group is headquartered in Austin.\n- Chiara reports to Aisha.\n- Northwind Systems is headquartered in Basel.\n- Kenji works for Cedar Retail Group.\n- Sanne works for Summit Energy.\n- Elena works for Northwind Systems.\n- Wren reports to Jonas.\n- Fernhill Foods was founded in 1994.\n- Wren works for Cedar Retail Group.\n- Chiara works for Northwind Systems.\n- Mara reports to Wren.\n- Jonas works for Summit Energy.\n- Sanne reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1991", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5825", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5826", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Kenji.\n- Felix works for Meridian Bank.\n- Ravi reports to Pablo.\n- Kenji reports to Bruno.\n- Dmitri works for Helios Logistics.\n- Beacon Insurance is headquartered in Valencia.\n- Sofia reports to Wren.\n- Bruno reports to Tobias.\n- Tobias works for Atlas Freight.\n- Felix reports to Ravi.\n- Tobias reports to Felix.\n- Wren works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Dmitri reports to Sofia.\n- Pablo works for Atlas Freight.\n- Kenji works for Beacon Insurance.\n- Atlas Freight is headquartered in Valencia.\n- Bruno works for Helios Logistics.\n- Beacon Insurance was founded in 1986.\n- Atlas Freight was founded in 2006.\n- Meridian Bank is headquartered in Dunedin.\n- Helios Logistics was founded in 1990.\n- Helios Logistics is headquartered in Brno.\n- Sofia works for Helios Logistics.\n- Meridian Bank was founded in 1985.\n- Ravi works for Meridian Bank.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5828", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5829", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1323: employee Stefan B., hired 15 August 2020, separated 28 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1323?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5830", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Callum works for Cobalt Health.\n- Lucia reports to Callum.\n- Cobalt Health was founded in 1983.\n- Sofia reports to Yuki.\n- Mateo works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Felix works for Pinnacle Software.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Felix.\n- Pinnacle Software was founded in 2005.\n- Deshawn works for Helios Logistics.\n- Mateo reports to Sofia.\n- Amara reports to Deshawn.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2011.\n- Helios Logistics was founded in 1990.\n- Sofia works for Cobalt Health.\n- Felix reports to Ingrid.\n- Cobalt Health is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Yuki reports to Zoya.\n- Callum reports to Amara.\n- Ingrid reports to Lucia.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Hana works for Helios Logistics.\n- Anders reports to Amara.\n- Helios Logistics is headquartered in Brno.\n- Sanne works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Meridian Bank was founded in 1992.\n- Cedar Retail Group was founded in 1996.\n- Meridian Bank is headquartered in Dunedin.\n- Beacon Insurance was founded in 2002.\n- Anders works for Helios Logistics.\n- Hana reports to Sanne.\n- Deshawn works for Beacon Insurance.\n- Nadia reports to Ravi.\n- Nadia works for Beacon Insurance.\n- Mara reports to Ingrid.\n- Jonas works for Cedar Retail Group.\n- Deshawn reports to Jonas.\n- Ingrid reports to Nadia.\n- Amara reports to Deshawn.\n- Mara works for Cedar Retail Group.\n- Helios Logistics was founded in 1992.\n- Ingrid works for Helios Logistics.\n- Amara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Lyon.\n- Beacon Insurance is headquartered in Nagoya.\n- Sanne reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1999", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5833", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3877: employee Bruno M., hired 18 June 2020, separated 16 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3877?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Northwind Systems was founded in 2006.\n- Ingrid reports to Leila.\n- Northwind Systems is headquartered in Malmo.\n- Amara reports to Deshawn.\n- Aisha works for Fernhill Foods.\n- Anders reports to Viktor.\n- Ironwood Manufacturing is headquartered in Turku.\n- Fernhill Foods is headquartered in Malmo.\n- Amara works for Ironwood Manufacturing.\n- Tobias reports to Anders.\n- Leila works for Beacon Insurance.\n- Viktor reports to Amara.\n- Viktor works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Fernhill Foods was founded in 1981.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 2000.\n- Anders works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Amara reports to Priya.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Viktor reports to Zoya.\n- Beacon Insurance is headquartered in Valencia.\n- Mara works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 1981.\n- Chiara reports to Hana.\n- Tessa reports to Mei.\n- Zoya works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Hana reports to Amara.\n- Beacon Insurance was founded in 1996.\n- Ironwood Manufacturing was founded in 2011.\n- Mei works for Vantage Air.\n- Mei reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Bergen.\n- Hana works for Ironwood Manufacturing.\n- Priya reports to Viktor.\n- Cobalt Health was founded in 2006.\n- Chiara works for Beacon Insurance.\n- Tessa works for Ironwood Manufacturing.\n- Mara reports to Tessa.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5836", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5837", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5838", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7654: employee Jonas T., hired 11 June 2023, separated 12 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7654?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5839", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7703: employee Emeka A., hired 05 September 2023, separated 05 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7703?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5840", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ingrid.\n- Meridian Bank is headquartered in Oslo.\n- Chiara works for Pinnacle Software.\n- Chiara reports to Yuki.\n- Wren reports to Mara.\n- Pinnacle Software is headquartered in Porto.\n- Emeka reports to Callum.\n- Aisha reports to Kenji.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1991.\n- Meridian Bank was founded in 1995.\n- Tessa works for Pinnacle Software.\n- Kenji works for Meridian Bank.\n- Ingrid reports to Aisha.\n- Cedar Retail Group is headquartered in Lyon.\n- Pinnacle Software was founded in 2003.\n- Mara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2009.\n- Kenji reports to Wren.\n- Yuki works for Beacon Insurance.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Callum works for Pinnacle Software.\n- Ingrid works for Beacon Insurance.\n- Pablo reports to Chiara.\n- Callum reports to Pablo.\n- Elena reports to Emeka.\n- Mara reports to Elena.\n- Wren works for Meridian Bank.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Bluepine Aviation was founded in 1983.\n- Bluepine Aviation is headquartered in Turku.\n- Tessa works for Vantage Air.\n- Mara reports to Viktor.\n- Lattice Analytics is headquartered in Leeds.\n- Anders reports to Felix.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Tallinn.\n- Viktor works for Lattice Analytics.\n- Mara works for Bluepine Aviation.\n- Felix works for Cobalt Health.\n- Yuki reports to Emeka.\n- Felix reports to Yuki.\n- Deshawn reports to Stefan.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1980.\n- Emeka works for Bluepine Aviation.\n- Yuki works for Lattice Analytics.\n- Anders works for Bluepine Aviation.\n- Stefan reports to Anders.\n- Elena reports to Leila.\n- Stefan works for Cobalt Health.\n- Tessa reports to Elena.\n- Elena works for Bluepine Aviation.\n- Kenji reports to Tessa.\n- Lattice Analytics was founded in 1976.\n- Viktor reports to Deshawn.\n- Leila works for Vantage Air.\n- Cobalt Health is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5843", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5844", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3363: employee Kenji M., hired 14 June 2022, separated 14 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3363?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5845", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5846", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2010: employee Nadia S., hired 09 January 2022, separated 12 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2010?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Kenji.\n- Omar reports to Priya.\n- Kenji works for Crescent Telecom.\n- Sanne reports to Lucia.\n- Helios Logistics was founded in 2009.\n- Tobias reports to Deshawn.\n- Chiara reports to Omar.\n- Deshawn reports to Callum.\n- Callum reports to Sanne.\n- Bluepine Aviation was founded in 2005.\n- Kenji reports to Chiara.\n- Crescent Telecom was founded in 2012.\n- Helios Logistics is headquartered in Malmo.\n- Priya reports to Felix.\n- Crescent Telecom is headquartered in Malmo.\n- Lucia works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2008.\n- Omar works for Helios Logistics.\n- Bluepine Aviation is headquartered in Ghent.\n- Callum works for Helios Logistics.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Turku.\n- Priya works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5848", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2634: employee Lucia K., hired 16 May 2022, separated 26 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2634?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5849", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1253: employee Sofia K., hired 27 April 2023, separated 23 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1253?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5850", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5851", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 76541 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5852", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5444: employee Ravi M., hired 19 April 2020, separated 08 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5444?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5853", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5854", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "check_logs", "4": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Amara.\n- Beacon Insurance was founded in 2004.\n- Deshawn reports to Yuki.\n- Amara reports to Deshawn.\n- Lucia reports to Mara.\n- Emeka works for Crescent Telecom.\n- Pinnacle Software was founded in 1991.\n- Priya reports to Lucia.\n- Emeka reports to Mateo.\n- Deshawn works for Pinnacle Software.\n- Crescent Telecom is headquartered in Turku.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Mara reports to Emeka.\n- Priya works for Crescent Telecom.\n- Bruno reports to Kenji.\n- Crescent Telecom was founded in 2014.\n- Lucia works for Crescent Telecom.\n- Anders works for Pinnacle Software.\n- Mateo reports to Bruno.\n- Yuki works for Crescent Telecom.\n- Kenji works for Pinnacle Software.\n- Anders reports to Felix.\n- Felix works for Crescent Telecom.\n- Beacon Insurance is headquartered in Dunedin.\n- Yuki reports to Priya.\n- Amara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Mateo works for Beacon Insurance.\n- Helios Logistics was founded in 1994.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1996.\n- Zoya reports to Tessa.\n- Bruno works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Tessa works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Northwind Systems is headquartered in Oslo.\n- Kenji works for Lattice Analytics.\n- Bruno reports to Amara.\n- Jonas works for Lattice Analytics.\n- Omar reports to Mateo.\n- Kenji reports to Lucia.\n- Dmitri works for Northwind Systems.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Adelaide.\n- Omar works for Northwind Systems.\n- Elena reports to Jonas.\n- Lucia reports to Chiara.\n- Lattice Analytics was founded in 2005.\n- Tessa reports to Bruno.\n- Bluepine Aviation was founded in 1983.\n- Dmitri reports to Omar.\n- Elena works for Vantage Air.\n- Mateo reports to Zoya.\n- Lattice Analytics is headquartered in Oslo.\n- Chiara works for Lattice Analytics.\n- Jonas reports to Kenji.\n- Chiara reports to Dmitri.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Bruno reports to Pablo.\n- Northwind Systems was founded in 2006.\n- Ironwood Manufacturing is headquartered in Brno.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1997.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Sanne reports to Viktor.\n- Bruno works for Ironwood Manufacturing.\n- Wren reports to Bruno.\n- Yuki reports to Sanne.\n- Dmitri reports to Kenji.\n- Pablo reports to Aisha.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Anders.\n- Sanne works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Tessa works for Northwind Systems.\n- Pinnacle Software was founded in 2005.\n- Anders works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Brno.\n- Dmitri works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Halifax.\n- Aisha reports to Tessa.\n- Pablo works for Bluepine Aviation.\n- Omar reports to Yuki.\n- Yuki works for Bluepine Aviation.\n- Viktor reports to Wren.\n- Anders reports to Omar.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Aisha works for Ironwood Manufacturing.\n- Nadia reports to Leila.\n- Dmitri reports to Aisha.\n- Lucia reports to Nadia.\n- Atlas Freight was founded in 2003.\n- Beacon Insurance was founded in 2007.\n- Lucia works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics was founded in 2005.\n- Priya reports to Dmitri.\n- Wren reports to Priya.\n- Tobias works for Atlas Freight.\n- Tobias reports to Lucia.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2000.\n- Leila reports to Wren.\n- Wren works for Beacon Insurance.\n- Atlas Freight is headquartered in Austin.\n- Lattice Analytics is headquartered in Austin.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Stefan reports to Nadia.\n- Ingrid reports to Ravi.\n- Callum reports to Yuki.\n- Felix reports to Stefan.\n- Jonas works for Summit Energy.\n- Yuki reports to Ingrid.\n- Summit Energy is headquartered in Valencia.\n- Mateo works for Lattice Analytics.\n- Mateo reports to Jonas.\n- Nadia works for Summit Energy.\n- Jonas reports to Callum.\n- Callum works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Cobalt Health is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Halifax.\n- Lattice Analytics was founded in 2010.\n- Dmitri works for Lattice Analytics.\n- Ravi reports to Bruno.\n- Summit Energy was founded in 2012.\n- Emeka reports to Dmitri.\n- Yuki works for Cobalt Health.\n- Dmitri reports to Mateo.\n- Felix works for Lattice Analytics.\n- Bruno works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2005.\n- Nadia reports to Emeka.\n- Cobalt Health was founded in 1978.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1973", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Omar works for Lattice Analytics.\n- Anders works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Stefan reports to Viktor.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom is headquartered in Austin.\n- Anders reports to Stefan.\n- Northwind Systems was founded in 1999.\n- Tobias reports to Nadia.\n- Lattice Analytics was founded in 1983.\n- Mateo works for Atlas Freight.\n- Crescent Telecom was founded in 2014.\n- Nadia works for Crescent Telecom.\n- Tobias works for Lattice Analytics.\n- Stefan works for Northwind Systems.\n- Callum reports to Mateo.\n- Viktor works for Crescent Telecom.\n- Mateo reports to Tobias.\n- Callum works for Lattice Analytics.\n- Atlas Freight was founded in 1976.\n- Nadia reports to Anders.\n- Omar reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5861", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5862", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Cobalt Health was founded in 2009.\n- Elena works for Vantage Air.\n- Yuki reports to Mara.\n- Vantage Air is headquartered in Ghent.\n- Atlas Freight is headquartered in Tampere.\n- Zoya reports to Elena.\n- Zoya works for Atlas Freight.\n- Mara works for Vantage Air.\n- Bluepine Aviation was founded in 1989.\n- Callum works for Bluepine Aviation.\n- Amara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Nagoya.\n- Callum reports to Yuki.\n- Yuki works for Bluepine Aviation.\n- Vantage Air was founded in 1988.\n- Chiara reports to Callum.\n- Cobalt Health is headquartered in Nagoya.\n- Mara reports to Dmitri.\n- Dmitri reports to Zoya.\n- Dmitri works for Bluepine Aviation.\n- Amara reports to Chiara.\n- Atlas Freight was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5864", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5865", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5866", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5867", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 1981.\n- Atlas Freight is headquartered in Tampere.\n- Ingrid reports to Pablo.\n- Amara works for Cobalt Health.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 2012.\n- Ingrid works for Cobalt Health.\n- Wren works for Atlas Freight.\n- Emeka works for Crescent Telecom.\n- Zoya works for Atlas Freight.\n- Wren reports to Bruno.\n- Pablo reports to Stefan.\n- Bruno works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Amara reports to Emeka.\n- Emeka reports to Ingrid.\n- Stefan works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Atlas Freight was founded in 1994.\n- Zoya reports to Wren.\n- Bruno reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Crescent Telecom was founded in 2004.\n- Priya reports to Emeka.\n- Mei works for Vantage Air.\n- Yuki works for Crescent Telecom.\n- Mei reports to Hana.\n- Emeka works for Vantage Air.\n- Priya works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Emeka reports to Mei.\n- Chiara works for Pinnacle Software.\n- Lucia reports to Mateo.\n- Chiara reports to Amara.\n- Vantage Air is headquartered in Oslo.\n- Hana reports to Ravi.\n- Pablo reports to Lucia.\n- Ravi reports to Chiara.\n- Summit Energy was founded in 2000.\n- Jonas works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Yuki.\n- Yuki reports to Priya.\n- Jonas reports to Pablo.\n- Ravi works for Crescent Telecom.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Pinnacle Software was founded in 1990.\n- Pinnacle Software is headquartered in Porto.\n- Amara works for Pinnacle Software.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5870", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5871", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5872", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 March 2023): For employees hired on or after 27 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1971: employee Sanne R., hired 28 June 2019, separated 15 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1971?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5873", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5874", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1724: employee Bruno K., hired 09 October 2021, separated 12 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-1724 under the controlling rules.", "criteria": {"0": "$35,533", "1": "$8,250", "2": "$9,200", "3": "$8,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5875", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5876", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5438: employee Amara K., hired 12 December 2023, separated 17 April 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-5438 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$40,000", "2": "$9,231", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Helios Logistics is headquartered in Valencia.\n- Anders reports to Dmitri.\n- Viktor reports to Anders.\n- Northwind Systems was founded in 2012.\n- Pinnacle Software is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Dmitri reports to Nadia.\n- Nadia works for Northwind Systems.\n- Emeka reports to Callum.\n- Anders works for Pinnacle Software.\n- Dmitri works for Helios Logistics.\n- Viktor works for Pinnacle Software.\n- Lucia works for Lattice Analytics.\n- Pinnacle Software was founded in 1994.\n- Nadia reports to Emeka.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Yuki reports to Viktor.\n- Emeka works for Helios Logistics.\n- Callum reports to Lucia.\n- Lattice Analytics is headquartered in Leeds.\n- Helios Logistics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5878", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5446: employee Jonas A., hired 25 December 2020, separated 08 September 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-5446 under the controlling rules.", "criteria": {"0": "$16,692", "1": "$15,692", "2": "$15,577", "3": "$68,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Meridian Bank.\n- Nadia reports to Pablo.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Nadia works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Lucia reports to Aisha.\n- Mara works for Summit Energy.\n- Jonas works for Helios Logistics.\n- Summit Energy is headquartered in Tallinn.\n- Aisha reports to Nadia.\n- Aisha works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2012.\n- Tessa works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tampere.\n- Tessa reports to Mara.\n- Pablo works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 2008.\n- Helios Logistics was founded in 1996.\n- Mara reports to Jonas.\n- Summit Energy was founded in 2004.\n- Pablo reports to Tessa.\n- Anders reports to Stefan.\n- Jonas reports to Amara.\n- Amara works for Summit Energy.\n- Stefan reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Pablo.\n- Lucia works for Pinnacle Software.\n- Wren reports to Felix.\n- Kenji reports to Wren.\n- Pinnacle Software is headquartered in Leeds.\n- Leila works for Summit Energy.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Summit Energy is headquartered in Oslo.\n- Fernhill Foods was founded in 2010.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1981.\n- Pablo works for Fernhill Foods.\n- Jonas reports to Lucia.\n- Mateo reports to Kenji.\n- Pinnacle Software was founded in 2015.\n- Wren works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Lucia reports to Leila.\n- Kenji works for Fernhill Foods.\n- Leila reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5882", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Zoya.\n- Zoya works for Ironwood Manufacturing.\n- Pablo reports to Bruno.\n- Vantage Air is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Vantage Air was founded in 1994.\n- Meridian Bank is headquartered in Porto.\n- Omar reports to Emeka.\n- Pablo works for Vantage Air.\n- Zoya reports to Priya.\n- Tessa works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Helios Logistics is headquartered in Basel.\n- Wren reports to Omar.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1978.\n- Bruno works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Amara works for Vantage Air.\n- Emeka reports to Pablo.\n- Ironwood Manufacturing was founded in 1988.\n- Mara reports to Tessa.\n- Ravi works for Meridian Bank.\n- Bruno reports to Mara.\n- Emeka works for Vantage Air.\n- Ravi reports to Amara.\n- Tessa reports to Ravi.\n- Dmitri reports to Wren.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5884", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4523: employee Lucia K., hired 08 August 2019, separated 16 October 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4523?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Stefan works for Cedar Retail Group.\n- Jonas reports to Viktor.\n- Northwind Systems was founded in 1989.\n- Jonas works for Northwind Systems.\n- Omar reports to Felix.\n- Cedar Retail Group was founded in 1997.\n- Cedar Retail Group is headquartered in Tampere.\n- Stefan reports to Emeka.\n- Felix reports to Stefan.\n- Viktor reports to Ingrid.\n- Deshawn works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Emeka reports to Deshawn.\n- Omar works for Northwind Systems.\n- Ingrid reports to Omar.\n- Felix works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Crescent Telecom is headquartered in Turku.\n- Emeka works for Crescent Telecom.\n- Viktor works for Cedar Retail Group.\n- Meridian Bank was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5886", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 71257 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5887", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 75968 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "track_order", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Mateo reports to Elena.\n- Callum works for Helios Logistics.\n- Callum reports to Priya.\n- Northwind Systems is headquartered in Valencia.\n- Viktor reports to Wren.\n- Elena works for Bluepine Aviation.\n- Priya reports to Viktor.\n- Priya works for Helios Logistics.\n- Viktor works for Vantage Air.\n- Northwind Systems was founded in 2006.\n- Deshawn works for Northwind Systems.\n- Vantage Air was founded in 2013.\n- Mateo works for Bluepine Aviation.\n- Wren works for Vantage Air.\n- Bluepine Aviation was founded in 2015.\n- Helios Logistics is headquartered in Valencia.\n- Vantage Air is headquartered in Malmo.\n- Lucia works for Northwind Systems.\n- Elena reports to Lucia.\n- Helios Logistics was founded in 2012.\n- Wren reports to Mateo.\n- Deshawn reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5889", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-5890", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5891", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5892", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3586: employee Callum T., hired 08 March 2022, separated 23 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-3586 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$6,490", "2": "$9,885", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5893", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5894", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6660: employee Stefan S., hired 24 September 2023, separated 28 November 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-6660 under the controlling rules.", "criteria": {"0": "$7,200", "1": "$8,000", "2": "$34,667", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5895", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2880: employee Wren T., hired 15 July 2020, separated 09 June 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-2880 under the controlling rules.", "criteria": {"0": "$11,700", "1": "$52,867", "2": "$12,250", "3": "$12,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5896", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4632: employee Sanne B., hired 19 June 2020, separated 08 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4632?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5897", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5898", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Lucia works for Cedar Retail Group.\n- Priya works for Northwind Systems.\n- Felix reports to Mateo.\n- Northwind Systems was founded in 1991.\n- Jonas reports to Sanne.\n- Pinnacle Software is headquartered in Valencia.\n- Pinnacle Software was founded in 1982.\n- Jonas works for Cedar Retail Group.\n- Chiara works for Vantage Air.\n- Amara works for Pinnacle Software.\n- Chiara reports to Ingrid.\n- Kenji reports to Jonas.\n- Tessa reports to Chiara.\n- Mateo reports to Priya.\n- Sanne reports to Lucia.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Ingrid works for Northwind Systems.\n- Lucia reports to Callum.\n- Callum works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Callum reports to Felix.\n- Amara reports to Kenji.\n- Kenji works for Cedar Retail Group.\n- Northwind Systems is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 2001.\n- Sanne works for Pinnacle Software.\n- Priya reports to Tessa.\n- Vantage Air is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Sanne reports to Omar.\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2000.\n- Cobalt Health is headquartered in Malmo.\n- Dmitri works for Cedar Retail Group.\n- Beacon Insurance was founded in 2000.\n- Crescent Telecom was founded in 2006.\n- Amara reports to Aisha.\n- Amara works for Cobalt Health.\n- Omar reports to Amara.\n- Viktor reports to Lucia.\n- Aisha reports to Ravi.\n- Cedar Retail Group is headquartered in Malmo.\n- Viktor works for Cedar Retail Group.\n- Lucia works for Crescent Telecom.\n- Sanne works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Aisha works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Beacon Insurance is headquartered in Bergen.\n- Dmitri reports to Sanne.\n- Jonas reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Ravi reports to Jonas.\n- Omar works for Beacon Insurance.\n- Jonas works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "2003", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Stefan.\n- Kenji works for Helios Logistics.\n- Wren reports to Leila.\n- Callum reports to Wren.\n- Viktor works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Stefan reports to Amara.\n- Helios Logistics is headquartered in Oslo.\n- Crescent Telecom is headquartered in Nagoya.\n- Bruno works for Crescent Telecom.\n- Atlas Freight was founded in 2008.\n- Beacon Insurance is headquartered in Dunedin.\n- Crescent Telecom was founded in 2000.\n- Felix works for Crescent Telecom.\n- Bruno reports to Zoya.\n- Sofia reports to Viktor.\n- Atlas Freight is headquartered in Oslo.\n- Mei works for Beacon Insurance.\n- Helios Logistics was founded in 1979.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 1999.\n- Zoya works for Crescent Telecom.\n- Viktor reports to Mei.\n- Felix reports to Kenji.\n- Leila works for Crescent Telecom.\n- Zoya reports to Felix.\n- Callum works for Atlas Freight.\n- Mei reports to Callum.\n- Sofia works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Amara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5902", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5903", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5904", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5905", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5979: employee Yuki B., hired 29 April 2024, separated 18 October 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5979?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1980.\n- Lattice Analytics is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Crescent Telecom was founded in 1999.\n- Aisha works for Ironwood Manufacturing.\n- Viktor reports to Nadia.\n- Amara reports to Yuki.\n- Tobias works for Lattice Analytics.\n- Yuki works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 1979.\n- Mateo reports to Sofia.\n- Sanne reports to Viktor.\n- Atlas Freight is headquartered in Brno.\n- Sofia reports to Hana.\n- Hana reports to Anders.\n- Ravi works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Tobias reports to Mateo.\n- Ravi reports to Sanne.\n- Nadia works for Crescent Telecom.\n- Amara works for Atlas Freight.\n- Anders reports to Aisha.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2000.\n- Mateo works for Crescent Telecom.\n- Yuki reports to Ravi.\n- Hana works for Lattice Analytics.\n- Crescent Telecom is headquartered in Oslo.\n- Sofia works for Lattice Analytics.\n- Aisha reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1975", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5907", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Felix.\n- Elena reports to Tobias.\n- Cedar Retail Group was founded in 2012.\n- Wren works for Cedar Retail Group.\n- Beacon Insurance was founded in 1997.\n- Amara works for Summit Energy.\n- Felix works for Cedar Retail Group.\n- Elena works for Beacon Insurance.\n- Chiara reports to Bruno.\n- Mara reports to Chiara.\n- Summit Energy is headquartered in Ghent.\n- Summit Energy was founded in 2003.\n- Hana works for Cedar Retail Group.\n- Fernhill Foods was founded in 1988.\n- Mara works for Fernhill Foods.\n- Bruno reports to Wren.\n- Chiara works for Summit Energy.\n- Tessa works for Summit Energy.\n- Beacon Insurance is headquartered in Cork.\n- Bruno works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Tessa reports to Amara.\n- Tobias reports to Dmitri.\n- Tobias works for Fernhill Foods.\n- Dmitri works for Summit Energy.\n- Mei reports to Elena.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Felix reports to Tessa.\n- Wren reports to Mei.\n- Amara reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5909", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 December 2022): For employees hired on or after 05 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3747: employee Bruno B., hired 11 August 2019, separated 16 May 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3747?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5910", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5911", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 3640\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Yuki.\n- Wren works for Lattice Analytics.\n- Northwind Systems was founded in 1987.\n- Yuki reports to Emeka.\n- Crescent Telecom was founded in 2013.\n- Mei works for Ironwood Manufacturing.\n- Jonas reports to Tobias.\n- Lattice Analytics is headquartered in Cork.\n- Bruno works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2005.\n- Emeka works for Northwind Systems.\n- Tobias works for Crescent Telecom.\n- Deshawn reports to Bruno.\n- Bruno reports to Elena.\n- Elena works for Crescent Telecom.\n- Emeka reports to Mei.\n- Northwind Systems is headquartered in Adelaide.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Turku.\n- Lattice Analytics was founded in 1997.\n- Tobias reports to Kenji.\n- Kenji reports to Deshawn.\n- Jonas works for Lattice Analytics.\n- Elena reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5913", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5031: employee Callum T., hired 30 September 2021, separated 10 July 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5031?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5914", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5915", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2295: employee Callum B., hired 13 September 2023, separated 05 June 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-2295 under the controlling rules.", "criteria": {"0": "$10,200", "1": "$10,125", "2": "$44,200", "3": "$8,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Felix reports to Ingrid.\n- Sofia works for Fernhill Foods.\n- Felix works for Lattice Analytics.\n- Yuki reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Tobias reports to Sofia.\n- Fernhill Foods is headquartered in Bergen.\n- Mateo reports to Deshawn.\n- Zoya reports to Mateo.\n- Sanne reports to Zoya.\n- Summit Energy was founded in 2007.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 1980.\n- Sofia reports to Yuki.\n- Summit Energy is headquartered in Austin.\n- Atlas Freight is headquartered in Basel.\n- Ravi reports to Sanne.\n- Yuki works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Lattice Analytics was founded in 1987.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Tobias.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5917", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4659: employee Felix T., hired 21 April 2024, separated 21 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4659?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Northwind Systems was founded in 2007.\n- Anders reports to Emeka.\n- Sanne works for Helios Logistics.\n- Fernhill Foods was founded in 1984.\n- Helios Logistics was founded in 2009.\n- Lucia works for Helios Logistics.\n- Northwind Systems is headquartered in Oslo.\n- Sanne reports to Lucia.\n- Emeka reports to Mei.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Lucia reports to Viktor.\n- Viktor reports to Tessa.\n- Viktor works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Fernhill Foods is headquartered in Ghent.\n- Mei reports to Sanne.\n- Helios Logistics is headquartered in Halifax.\n- Tessa works for Meridian Bank.\n- Aisha reports to Anders.\n- Aisha works for Fernhill Foods.\n- Meridian Bank was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5919", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6379: employee Ravi S., hired 01 August 2021, separated 23 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6379?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5920", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5921", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 33421, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5922", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5923", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6100: employee Zoya K., hired 17 May 2020, separated 30 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6100?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5924", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5925", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8334: employee Mateo R., hired 04 July 2021, separated 24 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8334?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5926", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5183: employee Sofia R., hired 04 April 2022, separated 21 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5183?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Yuki works for Summit Energy.\n- Crescent Telecom was founded in 2007.\n- Bruno reports to Chiara.\n- Priya works for Crescent Telecom.\n- Omar reports to Yuki.\n- Dmitri reports to Priya.\n- Tessa reports to Stefan.\n- Chiara works for Summit Energy.\n- Tessa works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Summit Energy was founded in 2015.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi works for Summit Energy.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Ravi reports to Bruno.\n- Chiara reports to Dmitri.\n- Yuki reports to Jonas.\n- Crescent Telecom is headquartered in Halifax.\n- Bruno works for Ironwood Manufacturing.\n- Priya reports to Tessa.\n- Meridian Bank was founded in 2001.\n- Jonas reports to Ravi.\n- Ironwood Manufacturing was founded in 1999.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-5928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Emeka works for Fernhill Foods.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods is headquartered in Porto.\n- Jonas works for Fernhill Foods.\n- Kenji reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan works for Crescent Telecom.\n- Vantage Air was founded in 1975.\n- Stefan reports to Kenji.\n- Deshawn works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Vantage Air is headquartered in Oslo.\n- Fernhill Foods was founded in 2005.\n- Mateo works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Mateo reports to Jonas.\n- Emeka reports to Mateo.\n- Crescent Telecom is headquartered in Porto.\n- Ingrid reports to Omar.\n- Ravi reports to Stefan.\n- Ravi works for Fernhill Foods.\n- Omar reports to Mei.\n- Mei reports to Ravi.\n- Deshawn reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5929", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5930", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1291: employee Zoya A., hired 11 May 2020, separated 02 February 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-1291 under the controlling rules.", "criteria": {"0": "$69,767", "1": "$16,188", "2": "$16,600", "3": "$16,100"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5931", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 57372 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Deshawn.\n- Callum works for Pinnacle Software.\n- Ravi works for Vantage Air.\n- Dmitri reports to Tessa.\n- Summit Energy was founded in 1993.\n- Kenji works for Summit Energy.\n- Pinnacle Software is headquartered in Lyon.\n- Kenji reports to Bruno.\n- Bruno reports to Mateo.\n- Bruno works for Summit Energy.\n- Ravi reports to Callum.\n- Deshawn reports to Omar.\n- Leila reports to Chiara.\n- Mateo reports to Hana.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Ravi.\n- Mateo works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Vantage Air was founded in 1977.\n- Omar works for Vantage Air.\n- Leila works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Summit Energy is headquartered in Adelaide.\n- Deshawn works for Summit Energy.\n- Pinnacle Software was founded in 1983.\n- Tessa works for Vantage Air.\n- Fernhill Foods was founded in 1979.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri works for Vantage Air.\n- Chiara reports to Kenji.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5933", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5934", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Yuki.\n- Summit Energy is headquartered in Lyon.\n- Hana works for Summit Energy.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Kenji reports to Dmitri.\n- Dmitri reports to Zoya.\n- Aisha works for Meridian Bank.\n- Kenji works for Beacon Insurance.\n- Mateo reports to Kenji.\n- Mateo works for Meridian Bank.\n- Beacon Insurance was founded in 2003.\n- Anders reports to Mateo.\n- Dmitri works for Beacon Insurance.\n- Meridian Bank is headquartered in Tampere.\n- Northwind Systems was founded in 1996.\n- Summit Energy was founded in 1996.\n- Meridian Bank was founded in 1979.\n- Zoya works for Meridian Bank.\n- Aisha reports to Hana.\n- Yuki works for Meridian Bank.\n- Yuki reports to Aisha.\n- Northwind Systems is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Leeds.\n- Mei reports to Felix.\n- Felix reports to Zoya.\n- Yuki reports to Jonas.\n- Wren works for Vantage Air.\n- Ingrid reports to Mei.\n- Kenji reports to Stefan.\n- Ironwood Manufacturing was founded in 1978.\n- Yuki works for Ironwood Manufacturing.\n- Jonas reports to Sofia.\n- Zoya reports to Pablo.\n- Pablo works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Felix works for Bluepine Aviation.\n- Sofia works for Ironwood Manufacturing.\n- Tessa reports to Kenji.\n- Vantage Air was founded in 1976.\n- Bluepine Aviation was founded in 1982.\n- Beacon Insurance was founded in 1998.\n- Mei works for Vantage Air.\n- Stefan works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Stefan reports to Yuki.\n- Beacon Insurance is headquartered in Nagoya.\n- Zoya works for Bluepine Aviation.\n- Sofia reports to Ingrid.\n- Kenji works for Ironwood Manufacturing.\n- Ingrid works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Pablo reports to Wren.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Vantage Air.\n- Sanne reports to Tessa.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Kenji reports to Zoya.\n- Zoya works for Vantage Air.\n- Yuki works for Crescent Telecom.\n- Zoya reports to Sanne.\n- Lucia reports to Aisha.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Tessa reports to Lucia.\n- Kenji works for Ironwood Manufacturing.\n- Aisha reports to Yuki.\n- Aisha works for Vantage Air.\n- Beacon Insurance is headquartered in Dunedin.\n- Tessa works for Crescent Telecom.\n- Beacon Insurance was founded in 1995.\n- Vantage Air was founded in 2013.\n- Dmitri reports to Kenji.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.\n- Vantage Air is headquartered in Adelaide.\n- Elena reports to Ravi.\n- Crescent Telecom was founded in 1985.\n- Ravi reports to Dmitri.\n- Sanne works for Vantage Air.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5938", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5939", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3819: employee Tobias T., hired 11 May 2021, separated 07 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3819?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5940", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2007.\n- Mara works for Bluepine Aviation.\n- Felix reports to Ravi.\n- Ingrid reports to Pablo.\n- Cedar Retail Group was founded in 2014.\n- Jonas works for Fernhill Foods.\n- Mara reports to Felix.\n- Ingrid works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Basel.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Pablo works for Fernhill Foods.\n- Summit Energy was founded in 1987.\n- Callum reports to Ingrid.\n- Summit Energy is headquartered in Dunedin.\n- Fernhill Foods was founded in 1992.\n- Ravi works for Summit Energy.\n- Priya reports to Callum.\n- Pablo reports to Mara.\n- Tobias reports to Deshawn.\n- Tobias works for Bluepine Aviation.\n- Jonas reports to Yuki.\n- Nadia reports to Priya.\n- Priya works for Cedar Retail Group.\n- Deshawn reports to Jonas.\n- Callum works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Turku.\n- Yuki works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Ravi reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Zoya reports to Stefan.\n- Cobalt Health was founded in 1985.\n- Sofia reports to Wren.\n- Lucia reports to Aisha.\n- Sanne works for Helios Logistics.\n- Northwind Systems is headquartered in Malmo.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Helios Logistics was founded in 1997.\n- Stefan works for Cobalt Health.\n- Omar reports to Jonas.\n- Wren reports to Ingrid.\n- Jonas reports to Sanne.\n- Zoya works for Northwind Systems.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Aisha reports to Omar.\n- Lucia works for Crescent Telecom.\n- Stefan reports to Kenji.\n- Helios Logistics is headquartered in Turku.\n- Kenji works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Zoya.\n- Jonas works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Northwind Systems was founded in 1983.\n- Felix reports to Lucia.\n- Cobalt Health is headquartered in Malmo.\n- Sanne reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5943", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5425: employee Pablo K., hired 20 December 2020, separated 06 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5425?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5425 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-5944", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5945", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2004.\n- Helios Logistics is headquartered in Porto.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2001.\n- Summit Energy is headquartered in Tallinn.\n- Amara works for Atlas Freight.\n- Elena reports to Zoya.\n- Elena works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Atlas Freight is headquartered in Tallinn.\n- Zoya reports to Viktor.\n- Ingrid reports to Wren.\n- Viktor reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Omar reports to Amara.\n- Helios Logistics was founded in 1983.\n- Omar works for Summit Energy.\n- Atlas Freight was founded in 1976.\n- Wren reports to Omar.\n- Wren works for Cedar Retail Group.\n- Mara reports to Ingrid.\n- Amara reports to Sanne.\n- Viktor works for Summit Energy.\n- Cedar Retail Group is headquartered in Austin.\n- Stefan reports to Mara.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5947", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 78419 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "reports an item arrived broken", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5948", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5949", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank was founded in 1987.\n- Nadia reports to Mara.\n- Leila works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Fernhill Foods was founded in 2002.\n- Nadia works for Meridian Bank.\n- Priya works for Vantage Air.\n- Omar reports to Callum.\n- Leila reports to Nadia.\n- Deshawn works for Vantage Air.\n- Tessa works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Callum works for Vantage Air.\n- Meridian Bank is headquartered in Tampere.\n- Tessa reports to Priya.\n- Priya reports to Leila.\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 2011.\n- Deshawn reports to Tessa.\n- Mara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5951", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 65991\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5952", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5953", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5954", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Porto.\n- Dmitri reports to Mateo.\n- Sofia reports to Elena.\n- Lattice Analytics is headquartered in Adelaide.\n- Atlas Freight is headquartered in Tallinn.\n- Elena works for Summit Energy.\n- Northwind Systems was founded in 1979.\n- Emeka works for Summit Energy.\n- Lattice Analytics was founded in 2006.\n- Nadia reports to Hana.\n- Elena reports to Leila.\n- Sofia works for Lattice Analytics.\n- Mateo works for Summit Energy.\n- Mateo reports to Sofia.\n- Leila works for Northwind Systems.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Hana reports to Amara.\n- Hana works for Atlas Freight.\n- Amara reports to Lucia.\n- Nadia works for Atlas Freight.\n- Amara works for Lattice Analytics.\n- Leila reports to Emeka.\n- Lucia reports to Dmitri.\n- Summit Energy is headquartered in Adelaide.\n- Atlas Freight was founded in 2015.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5956", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5957", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1968: employee Viktor K., hired 16 December 2022, separated 04 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1968?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5958", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1112: employee Mara S., hired 02 June 2021, separated 14 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1112?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5959", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Nadia.\n- Felix works for Pinnacle Software.\n- Sanne works for Fernhill Foods.\n- Meridian Bank was founded in 1977.\n- Pinnacle Software was founded in 2009.\n- Chiara works for Pinnacle Software.\n- Ingrid works for Fernhill Foods.\n- Anders reports to Chiara.\n- Fernhill Foods was founded in 1995.\n- Meridian Bank is headquartered in Tallinn.\n- Sofia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Bruno works for Pinnacle Software.\n- Viktor reports to Anders.\n- Ingrid reports to Hana.\n- Tobias works for Cedar Retail Group.\n- Viktor works for Pinnacle Software.\n- Tobias reports to Lucia.\n- Nadia works for Pinnacle Software.\n- Cedar Retail Group was founded in 2014.\n- Chiara reports to Sofia.\n- Felix reports to Bruno.\n- Fernhill Foods is headquartered in Oslo.\n- Bruno reports to Tobias.\n- Hana reports to Sanne.\n- Pinnacle Software is headquartered in Malmo.\n- Anders works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Sofia reports to Ingrid.\n- Nadia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5961", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5962", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7431: employee Mara S., hired 29 January 2023, separated 30 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7431?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5963", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9375: employee Jonas K., hired 04 April 2023, separated 26 June 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9375?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9375 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5964", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2989: employee Mara B., hired 05 July 2021, separated 12 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2989?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-5965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Bruno.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Pinnacle Software is headquartered in Ghent.\n- Tessa reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Emeka works for Pinnacle Software.\n- Ingrid reports to Mara.\n- Bruno works for Atlas Freight.\n- Mara reports to Tessa.\n- Cobalt Health was founded in 1999.\n- Emeka reports to Sofia.\n- Pinnacle Software was founded in 1997.\n- Tessa works for Crescent Telecom.\n- Atlas Freight was founded in 1999.\n- Cobalt Health is headquartered in Ghent.\n- Mateo reports to Emeka.\n- Mateo works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Bruno reports to Mateo.\n- Deshawn works for Crescent Telecom.\n- Sofia works for Cobalt Health.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5966", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5967", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-5968", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5969", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 April 2023): For employees hired on or after 23 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8369: employee Sanne M., hired 02 January 2020, separated 24 November 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-8369 under the controlling rules.", "criteria": {"0": "$12,188", "1": "$14,250", "2": "$12,250", "3": "$53,083"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-5970", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5971", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5972", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Vantage Air.\n- Zoya works for Cedar Retail Group.\n- Pinnacle Software was founded in 1984.\n- Elena works for Vantage Air.\n- Ravi reports to Chiara.\n- Chiara reports to Nadia.\n- Zoya reports to Priya.\n- Bruno reports to Mara.\n- Beacon Insurance is headquartered in Cork.\n- Ravi works for Beacon Insurance.\n- Cedar Retail Group was founded in 2015.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Priya works for Pinnacle Software.\n- Mara reports to Ravi.\n- Pinnacle Software is headquartered in Brno.\n- Beacon Insurance was founded in 2015.\n- Vantage Air was founded in 2003.\n- Priya reports to Elena.\n- Elena reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-5974", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5975", "family": "intent_v3", "state": "Incoming support message:\n\"Order 66616 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Yuki reports to Elena.\n- Lattice Analytics was founded in 2002.\n- Sanne works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid reports to Tessa.\n- Anders works for Lattice Analytics.\n- Ingrid works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Viktor works for Northwind Systems.\n- Cedar Retail Group was founded in 2001.\n- Elena works for Northwind Systems.\n- Pinnacle Software was founded in 1987.\n- Tessa works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Brno.\n- Mateo reports to Priya.\n- Lucia reports to Yuki.\n- Lucia works for Cedar Retail Group.\n- Priya works for Lattice Analytics.\n- Felix reports to Sanne.\n- Priya reports to Felix.\n- Mateo works for Lattice Analytics.\n- Northwind Systems is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Dmitri reports to Anders.\n- Northwind Systems was founded in 1980.\n- Viktor reports to Dmitri.\n- Sanne reports to Viktor.\n- Dmitri works for Northwind Systems.\n- Felix works for Cedar Retail Group.\n- Tessa reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Nadia.\n- Tobias reports to Sanne.\n- Tessa reports to Wren.\n- Cobalt Health is headquartered in Austin.\n- Amara reports to Deshawn.\n- Tobias works for Vantage Air.\n- Priya works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Kenji reports to Tobias.\n- Crescent Telecom was founded in 1995.\n- Northwind Systems was founded in 1985.\n- Emeka reports to Pablo.\n- Vantage Air was founded in 1993.\n- Vantage Air is headquartered in Dunedin.\n- Sanne works for Vantage Air.\n- Northwind Systems is headquartered in Halifax.\n- Tessa works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Pablo works for Cobalt Health.\n- Priya reports to Tessa.\n- Pablo reports to Priya.\n- Crescent Telecom is headquartered in Dunedin.\n- Deshawn works for Cobalt Health.\n- Nadia reports to Mateo.\n- Mateo reports to Emeka.\n- Mateo works for Cobalt Health.\n- Amara works for Northwind Systems.\n- Nadia works for Vantage Air.\n- Wren reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Cobalt Health was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5978", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 14 May 2025): For employees hired on or after 14 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3953: employee Felix K., hired 20 August 2023, separated 14 July 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3953?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-5979", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5980", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1996.\n- Kenji reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Pablo reports to Elena.\n- Aisha works for Crescent Telecom.\n- Dmitri reports to Bruno.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Crescent Telecom was founded in 2012.\n- Ironwood Manufacturing is headquartered in Turku.\n- Deshawn reports to Dmitri.\n- Elena works for Atlas Freight.\n- Crescent Telecom is headquartered in Brno.\n- Elena reports to Aisha.\n- Ingrid reports to Mei.\n- Bruno reports to Chiara.\n- Atlas Freight is headquartered in Turku.\n- Kenji works for Crescent Telecom.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Turku.\n- Pablo works for Ironwood Manufacturing.\n- Jonas works for Vantage Air.\n- Chiara works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Aisha reports to Jonas.\n- Jonas reports to Kenji.\n- Ingrid works for Crescent Telecom.\n- Vantage Air was founded in 1988.\n- Atlas Freight was founded in 1995.\n- Mei reports to Pablo.\n- Chiara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5982", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-5983", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9004: employee Kenji B., hired 04 August 2023, separated 30 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9004?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5984", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sofia.\n- Kenji reports to Priya.\n- Tobias reports to Aisha.\n- Elena works for Crescent Telecom.\n- Sanne reports to Hana.\n- Omar works for Helios Logistics.\n- Zoya reports to Kenji.\n- Priya works for Northwind Systems.\n- Helios Logistics was founded in 1980.\n- Crescent Telecom is headquartered in Halifax.\n- Northwind Systems is headquartered in Oslo.\n- Crescent Telecom was founded in 1995.\n- Priya reports to Sanne.\n- Aisha reports to Amara.\n- Amara works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.\n- Bruno works for Helios Logistics.\n- Bruno reports to Tobias.\n- Sofia works for Cedar Retail Group.\n- Sofia reports to Zoya.\n- Aisha works for Northwind Systems.\n- Tobias works for Cedar Retail Group.\n- Omar reports to Bruno.\n- Sanne works for Crescent Telecom.\n- Zoya works for Northwind Systems.\n- Cedar Retail Group was founded in 1993.\n- Northwind Systems was founded in 1983.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara reports to Elena.\n- Hana works for Crescent Telecom.\n- Helios Logistics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1978", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-5986", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5987", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-5988", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8270: employee Sofia B., hired 25 May 2022, separated 15 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8270?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-5989", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5785: employee Viktor T., hired 16 August 2020, separated 25 April 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5785?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-5990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Meridian Bank.\n- Hana works for Vantage Air.\n- Lattice Analytics was founded in 1982.\n- Vantage Air is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tampere.\n- Omar works for Lattice Analytics.\n- Mateo reports to Ravi.\n- Priya reports to Kenji.\n- Tessa works for Vantage Air.\n- Kenji works for Ironwood Manufacturing.\n- Hana reports to Priya.\n- Kenji reports to Mateo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ravi works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Tessa reports to Omar.\n- Omar reports to Jonas.\n- Vantage Air was founded in 1995.\n- Meridian Bank is headquartered in Oslo.\n- Jonas reports to Hana.\n- Priya works for Vantage Air.\n- Meridian Bank was founded in 1979.\n- Ironwood Manufacturing was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-5991", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8730: employee Anders T., hired 07 February 2023, separated 19 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8730?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-5992", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3119: employee Priya B., hired 02 January 2023, separated 26 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3119?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-5993", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-5994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Nagoya.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Callum reports to Nadia.\n- Amara reports to Pablo.\n- Nadia reports to Hana.\n- Dmitri reports to Mateo.\n- Mateo reports to Callum.\n- Bluepine Aviation was founded in 1982.\n- Mateo works for Helios Logistics.\n- Dmitri works for Pinnacle Software.\n- Hana reports to Amara.\n- Pablo works for Cobalt Health.\n- Pablo reports to Elena.\n- Nadia works for Cobalt Health.\n- Pinnacle Software was founded in 2010.\n- Helios Logistics was founded in 2003.\n- Cobalt Health was founded in 2014.\n- Helios Logistics is headquartered in Lyon.\n- Hana works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Callum works for Helios Logistics.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2009", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-5995", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-5996", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-5997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Leila.\n- Aisha works for Atlas Freight.\n- Leila reports to Callum.\n- Bruno reports to Felix.\n- Felix reports to Viktor.\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Elena reports to Lucia.\n- Priya works for Vantage Air.\n- Lattice Analytics is headquartered in Leeds.\n- Felix works for Ironwood Manufacturing.\n- Priya reports to Yuki.\n- Elena works for Vantage Air.\n- Ironwood Manufacturing was founded in 1986.\n- Callum reports to Anders.\n- Ingrid reports to Bruno.\n- Lucia works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Yuki works for Vantage Air.\n- Aisha reports to Priya.\n- Lattice Analytics was founded in 1980.\n- Yuki reports to Ingrid.\n- Atlas Freight was founded in 2005.\n- Viktor works for Lattice Analytics.\n- Bruno works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Oslo.\n- Atlas Freight is headquartered in Nagoya.\n- Vantage Air was founded in 1978.\n- Anders works for Vantage Air.\n- Ingrid works for Ironwood Manufacturing.\n- Anders reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-5998", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-5999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1984.\n- Elena reports to Jonas.\n- Emeka reports to Tobias.\n- Lucia works for Ironwood Manufacturing.\n- Anders works for Bluepine Aviation.\n- Jonas reports to Nadia.\n- Cedar Retail Group was founded in 1998.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1986.\n- Vantage Air is headquartered in Nagoya.\n- Callum works for Vantage Air.\n- Nadia reports to Emeka.\n- Vantage Air was founded in 1986.\n- Nadia works for Vantage Air.\n- Anders reports to Lucia.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Callum.\n- Ingrid works for Ironwood Manufacturing.\n- Wren works for Bluepine Aviation.\n- Tobias reports to Ingrid.\n- Emeka works for Ironwood Manufacturing.\n- Callum reports to Anders.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ingrid reports to Wren.\n- Elena works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Nagoya.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6000", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6001", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1763: employee Deshawn A., hired 03 May 2021, separated 30 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1763?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6002", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3831: employee Chiara M., hired 26 August 2023, separated 03 September 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-3831 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$26,000", "2": "$8,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6003", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6004", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6162: employee Stefan S., hired 28 May 2022, separated 26 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6162?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6005", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8965: employee Wren R., hired 16 December 2021, separated 25 March 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8965?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6006", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6007", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Felix.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Deshawn works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Tessa.\n- Priya reports to Lucia.\n- Stefan works for Crescent Telecom.\n- Felix reports to Stefan.\n- Lucia reports to Nadia.\n- Tessa reports to Priya.\n- Mateo works for Northwind Systems.\n- Deshawn reports to Mateo.\n- Nadia works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Crescent Telecom was founded in 2012.\n- Crescent Telecom is headquartered in Oslo.\n- Northwind Systems is headquartered in Oslo.\n- Stefan reports to Dmitri.\n- Northwind Systems was founded in 1977.\n- Fernhill Foods was founded in 1991.\n- Mateo reports to Mei.\n- Priya works for Northwind Systems.\n- Tessa works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Oslo.\n- Sanne works for Meridian Bank.\n- Cobalt Health was founded in 2008.\n- Leila works for Meridian Bank.\n- Leila reports to Chiara.\n- Meridian Bank is headquartered in Dunedin.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1998.\n- Kenji works for Northwind Systems.\n- Bruno works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia works for Meridian Bank.\n- Nadia reports to Sanne.\n- Bruno reports to Nadia.\n- Felix reports to Kenji.\n- Kenji reports to Ingrid.\n- Ironwood Manufacturing was founded in 1999.\n- Felix works for Meridian Bank.\n- Ingrid reports to Bruno.\n- Wren reports to Felix.\n- Ingrid works for Cobalt Health.\n- Northwind Systems was founded in 1996.\n- Cobalt Health is headquartered in Cork.\n- Chiara works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Sanne reports to Leila.\n- Elena reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6010", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6011", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6012", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup", "4": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6013", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 July 2025): For employees hired on or after 29 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1622: employee Deshawn A., hired 05 January 2024, separated 23 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1622?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6014", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 77680\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Viktor works for Cedar Retail Group.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Zoya works for Northwind Systems.\n- Cobalt Health is headquartered in Leeds.\n- Yuki works for Northwind Systems.\n- Yuki reports to Mateo.\n- Vantage Air is headquartered in Ghent.\n- Elena reports to Yuki.\n- Priya reports to Aisha.\n- Cedar Retail Group is headquartered in Valencia.\n- Northwind Systems is headquartered in Ghent.\n- Vantage Air was founded in 1982.\n- Mateo works for Cedar Retail Group.\n- Wren reports to Priya.\n- Elena works for Northwind Systems.\n- Viktor reports to Zoya.\n- Zoya reports to Elena.\n- Aisha reports to Viktor.\n- Wren works for Vantage Air.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1985.\n- Sanne reports to Wren.\n- Sofia works for Fernhill Foods.\n- Wren reports to Leila.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Yuki works for Lattice Analytics.\n- Bruno works for Meridian Bank.\n- Fernhill Foods is headquartered in Bergen.\n- Yuki reports to Sofia.\n- Zoya works for Lattice Analytics.\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Zoya.\n- Meridian Bank is headquartered in Brno.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2000.\n- Lattice Analytics was founded in 1976.\n- Wren works for Meridian Bank.\n- Pablo reports to Yuki.\n- Meridian Bank was founded in 1976.\n- Zoya reports to Pablo.\n- Sofia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2002.\n- Wren works for Helios Logistics.\n- Vantage Air was founded in 2010.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Chiara works for Vantage Air.\n- Pablo works for Meridian Bank.\n- Vantage Air is headquartered in Leeds.\n- Crescent Telecom is headquartered in Bergen.\n- Pablo reports to Wren.\n- Crescent Telecom was founded in 2003.\n- Anders reports to Tessa.\n- Jonas reports to Anders.\n- Ravi reports to Pablo.\n- Tessa works for Vantage Air.\n- Meridian Bank is headquartered in Malmo.\n- Ravi works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Chiara reports to Ravi.\n- Deshawn reports to Jonas.\n- Wren reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2005", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6018", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6019", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Brno.\n- Jonas reports to Zoya.\n- Priya reports to Jonas.\n- Zoya reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Bruno.\n- Lattice Analytics is headquartered in Brno.\n- Stefan works for Cobalt Health.\n- Bluepine Aviation is headquartered in Cork.\n- Tessa works for Bluepine Aviation.\n- Cobalt Health is headquartered in Dunedin.\n- Tessa reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Stefan reports to Tobias.\n- Tobias works for Cobalt Health.\n- Bruno works for Bluepine Aviation.\n- Cobalt Health was founded in 2002.\n- Lattice Analytics was founded in 1985.\n- Ironwood Manufacturing was founded in 2011.\n- Bluepine Aviation was founded in 1977.\n- Tobias reports to Tessa.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6021", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4998: employee Nadia B., hired 03 January 2022, separated 01 November 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-4998 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$15,167", "2": "$3,500", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6022", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Mateo reports to Mara.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Mara reports to Stefan.\n- Lattice Analytics was founded in 1990.\n- Deshawn reports to Dmitri.\n- Stefan reports to Sofia.\n- Northwind Systems is headquartered in Ghent.\n- Deshawn works for Northwind Systems.\n- Viktor reports to Kenji.\n- Northwind Systems was founded in 1975.\n- Lattice Analytics is headquartered in Bergen.\n- Mei reports to Mateo.\n- Dmitri reports to Viktor.\n- Cedar Retail Group was founded in 1983.\n- Leila reports to Deshawn.\n- Kenji reports to Mei.\n- Viktor works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Mara works for Vantage Air.\n- Leila works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Mei works for Cedar Retail Group.\n- Mateo works for Vantage Air.\n- Cedar Retail Group is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Amara.\n- Jonas reports to Zoya.\n- Cobalt Health is headquartered in Halifax.\n- Leila reports to Jonas.\n- Summit Energy was founded in 1977.\n- Summit Energy is headquartered in Basel.\n- Crescent Telecom was founded in 1991.\n- Zoya works for Cobalt Health.\n- Omar reports to Leila.\n- Pinnacle Software was founded in 1997.\n- Lucia reports to Hana.\n- Amara reports to Lucia.\n- Pinnacle Software is headquartered in Bergen.\n- Zoya reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Hana works for Summit Energy.\n- Crescent Telecom is headquartered in Halifax.\n- Amara works for Crescent Telecom.\n- Cobalt Health was founded in 2000.\n- Lucia works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6025", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6026", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8850: employee Wren M., hired 18 August 2020, separated 27 June 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8850?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6027", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4830: employee Viktor M., hired 16 March 2022, separated 13 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4830?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6028", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 67202 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1983.\n- Felix works for Meridian Bank.\n- Leila reports to Elena.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya reports to Viktor.\n- Stefan reports to Aisha.\n- Leila works for Pinnacle Software.\n- Felix reports to Sofia.\n- Stefan works for Meridian Bank.\n- Wren reports to Priya.\n- Pinnacle Software was founded in 1986.\n- Viktor reports to Stefan.\n- Priya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Turku.\n- Wren works for Crescent Telecom.\n- Viktor works for Cedar Retail Group.\n- Meridian Bank is headquartered in Porto.\n- Crescent Telecom was founded in 1987.\n- Aisha works for Pinnacle Software.\n- Sofia reports to Wren.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia works for Meridian Bank.\n- Yuki works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Cedar Retail Group was founded in 1982.\n- Yuki reports to Leila.\n- Elena reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6030", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7953: employee Emeka B., hired 30 April 2022, separated 22 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7953?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Jonas.\n- Vantage Air was founded in 1977.\n- Fernhill Foods was founded in 2000.\n- Deshawn works for Beacon Insurance.\n- Ingrid reports to Mei.\n- Wren reports to Callum.\n- Fernhill Foods is headquartered in Austin.\n- Callum reports to Kenji.\n- Jonas reports to Tessa.\n- Beacon Insurance was founded in 1988.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Callum works for Cobalt Health.\n- Kenji reports to Felix.\n- Vantage Air is headquartered in Cork.\n- Felix works for Fernhill Foods.\n- Wren works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Mei works for Beacon Insurance.\n- Tessa works for Cobalt Health.\n- Jonas works for Beacon Insurance.\n- Deshawn reports to Leila.\n- Tessa reports to Deshawn.\n- Kenji works for Cobalt Health.\n- Beacon Insurance is headquartered in Austin.\n- Leila reports to Ingrid.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1998.\n- Mateo reports to Priya.\n- Sanne works for Northwind Systems.\n- Dmitri reports to Callum.\n- Cobalt Health is headquartered in Malmo.\n- Jonas works for Cobalt Health.\n- Nadia reports to Dmitri.\n- Nadia works for Cobalt Health.\n- Callum reports to Leila.\n- Northwind Systems is headquartered in Bergen.\n- Priya reports to Nadia.\n- Northwind Systems was founded in 2008.\n- Amara works for Ironwood Manufacturing.\n- Leila reports to Amara.\n- Jonas reports to Sanne.\n- Atlas Freight was founded in 1990.\n- Callum works for Atlas Freight.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo works for Cobalt Health.\n- Priya works for Ironwood Manufacturing.\n- Leila works for Atlas Freight.\n- Elena works for Northwind Systems.\n- Elena reports to Jonas.\n- Ironwood Manufacturing is headquartered in Porto.\n- Amara reports to Elena.\n- Cobalt Health was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6033", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5662: employee Nadia B., hired 29 September 2023, separated 16 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5662?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Zoya.\n- Beacon Insurance is headquartered in Cork.\n- Cedar Retail Group was founded in 1982.\n- Emeka works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Elena works for Vantage Air.\n- Wren reports to Ravi.\n- Elena reports to Yuki.\n- Anders reports to Elena.\n- Anders works for Vantage Air.\n- Pinnacle Software was founded in 1979.\n- Chiara reports to Emeka.\n- Beacon Insurance was founded in 1996.\n- Zoya reports to Ingrid.\n- Vantage Air was founded in 2002.\n- Chiara works for Beacon Insurance.\n- Amara works for Cedar Retail Group.\n- Jonas reports to Wren.\n- Yuki reports to Amara.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ravi works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Emeka reports to Stefan.\n- Wren works for Pinnacle Software.\n- Vantage Air is headquartered in Dunedin.\n- Ingrid works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Ingrid reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1991", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6035", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2181: employee Pablo R., hired 06 September 2022, separated 22 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2181?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6036", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6037", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6038", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6039", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Nadia.\n- Yuki reports to Stefan.\n- Cobalt Health is headquartered in Tampere.\n- Helios Logistics was founded in 2010.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Helios Logistics is headquartered in Halifax.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Bruno reports to Yuki.\n- Cobalt Health was founded in 2012.\n- Mateo works for Vantage Air.\n- Viktor reports to Wren.\n- Wren reports to Hana.\n- Mateo reports to Bruno.\n- Hana reports to Mateo.\n- Stefan works for Helios Logistics.\n- Bruno works for Meridian Bank.\n- Viktor works for Cobalt Health.\n- Vantage Air is headquartered in Halifax.\n- Hana works for Vantage Air.\n- Yuki works for Cobalt Health.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6041", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 41352, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6042", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6043", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8866: employee Mara K., hired 20 September 2020, separated 18 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8866?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6044", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6045", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6046", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 November 2025): For employees hired on or after 15 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3111: employee Zoya A., hired 27 June 2025, separated 13 April 2027 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3111?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6047", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6048", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6049", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cedar Retail Group.\n- Priya works for Northwind Systems.\n- Priya reports to Tobias.\n- Aisha reports to Dmitri.\n- Bluepine Aviation was founded in 2009.\n- Dmitri reports to Pablo.\n- Ironwood Manufacturing was founded in 1977.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tobias works for Cedar Retail Group.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Stefan.\n- Pablo works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Northwind Systems is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Dunedin.\n- Aisha works for Northwind Systems.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1999.\n- Viktor works for Northwind Systems.\n- Stefan reports to Aisha.\n- Northwind Systems was founded in 2014.\n- Pablo reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6051", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6052", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6053", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6054", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9179: employee Priya K., hired 10 April 2022, separated 15 April 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9179?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6055", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "send_message", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2001.\n- Emeka works for Lattice Analytics.\n- Pablo works for Vantage Air.\n- Nadia reports to Ingrid.\n- Elena reports to Amara.\n- Ravi reports to Deshawn.\n- Elena works for Bluepine Aviation.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Mei works for Vantage Air.\n- Helios Logistics was founded in 1987.\n- Amara reports to Ravi.\n- Mei reports to Emeka.\n- Pablo reports to Nadia.\n- Ingrid works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Dunedin.\n- Vantage Air was founded in 1981.\n- Deshawn works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Lattice Analytics was founded in 1995.\n- Emeka reports to Priya.\n- Deshawn reports to Pablo.\n- Nadia works for Lattice Analytics.\n- Ingrid reports to Mei.\n- Priya works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Kenji reports to Felix.\n- Amara reports to Pablo.\n- Ravi reports to Tobias.\n- Kenji works for Pinnacle Software.\n- Yuki works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Mateo works for Atlas Freight.\n- Crescent Telecom was founded in 1997.\n- Yuki reports to Mateo.\n- Tobias reports to Amara.\n- Mateo reports to Mei.\n- Tobias works for Atlas Freight.\n- Felix works for Pinnacle Software.\n- Pablo reports to Yuki.\n- Ravi works for Pinnacle Software.\n- Mei reports to Kenji.\n- Summit Energy was founded in 1996.\n- Mei works for Atlas Freight.\n- Pinnacle Software was founded in 1992.\n- Atlas Freight is headquartered in Adelaide.\n- Felix reports to Anders.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Summit Energy is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6058", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6059", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9056: employee Pablo B., hired 26 December 2020, separated 18 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9056?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6060", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6061", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3469: employee Nadia K., hired 02 February 2021, separated 16 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3469?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6062", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6063", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Basel.\n- Chiara works for Ironwood Manufacturing.\n- Aisha reports to Elena.\n- Anders works for Pinnacle Software.\n- Mateo works for Northwind Systems.\n- Amara reports to Mateo.\n- Anders reports to Leila.\n- Amara works for Crescent Telecom.\n- Mateo reports to Zoya.\n- Leila reports to Amara.\n- Pinnacle Software is headquartered in Tampere.\n- Northwind Systems is headquartered in Basel.\n- Leila works for Northwind Systems.\n- Pinnacle Software was founded in 1990.\n- Chiara reports to Aisha.\n- Zoya works for Pinnacle Software.\n- Crescent Telecom was founded in 1976.\n- Northwind Systems was founded in 2003.\n- Aisha works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2003.\n- Crescent Telecom is headquartered in Tampere.\n- Elena works for Pinnacle Software.\n- Zoya reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6065", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6066", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3409: employee Deshawn R., hired 21 February 2022, separated 19 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3409?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 2001.\n- Cedar Retail Group is headquartered in Valencia.\n- Elena reports to Kenji.\n- Lucia reports to Tessa.\n- Ingrid reports to Chiara.\n- Ingrid works for Cedar Retail Group.\n- Lucia works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Kenji reports to Lucia.\n- Dmitri works for Beacon Insurance.\n- Mei reports to Ingrid.\n- Viktor works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Kenji works for Beacon Insurance.\n- Cedar Retail Group was founded in 2013.\n- Beacon Insurance is headquartered in Tampere.\n- Dmitri reports to Viktor.\n- Beacon Insurance was founded in 2011.\n- Mei works for Cedar Retail Group.\n- Chiara reports to Elena.\n- Vantage Air was founded in 2003.\n- Tessa reports to Dmitri.\n- Elena works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Viktor reports to Mateo.\n- Vantage Air is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6068", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1609: employee Ingrid M., hired 13 August 2021, separated 04 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1609?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6069", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6070", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4233: employee Emeka R., hired 23 November 2019, separated 20 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4233?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Kenji reports to Leila.\n- Tessa works for Pinnacle Software.\n- Meridian Bank is headquartered in Turku.\n- Deshawn reports to Kenji.\n- Deshawn works for Helios Logistics.\n- Kenji works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Wren reports to Tessa.\n- Vantage Air was founded in 1989.\n- Vantage Air is headquartered in Turku.\n- Leila reports to Mara.\n- Meridian Bank was founded in 1983.\n- Elena works for Meridian Bank.\n- Elena reports to Mateo.\n- Emeka reports to Deshawn.\n- Leila works for Vantage Air.\n- Mara reports to Sanne.\n- Tessa reports to Elena.\n- Emeka works for Meridian Bank.\n- Pinnacle Software was founded in 1979.\n- Mateo works for Meridian Bank.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1990.\n- Helios Logistics is headquartered in Malmo.\n- Sanne reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6072", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8744: employee Elena M., hired 27 August 2021, separated 18 February 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-8744 under the controlling rules.", "criteria": {"0": "$8,800", "1": "$8,750", "2": "$6,800", "3": "$38,133"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Porto.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Omar reports to Ravi.\n- Wren works for Cedar Retail Group.\n- Dmitri reports to Callum.\n- Chiara reports to Yuki.\n- Dmitri works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Yuki works for Cobalt Health.\n- Anders works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Lucia reports to Dmitri.\n- Lucia works for Meridian Bank.\n- Omar works for Cedar Retail Group.\n- Bruno reports to Omar.\n- Meridian Bank was founded in 2011.\n- Beacon Insurance is headquartered in Malmo.\n- Cedar Retail Group was founded in 1979.\n- Bruno works for Cobalt Health.\n- Wren reports to Anders.\n- Ravi reports to Chiara.\n- Meridian Bank is headquartered in Valencia.\n- Yuki reports to Lucia.\n- Callum works for Meridian Bank.\n- Cobalt Health was founded in 1998.\n- Callum reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6074", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8909: employee Mara M., hired 09 April 2023, separated 26 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8909?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6075", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6076", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9419: employee Lucia M., hired 28 September 2021, separated 28 November 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9419?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6077", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 December 2022): For employees hired on or after 26 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8008: employee Omar S., hired 22 May 2021, separated 03 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8008?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6078", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 70727, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Lucia reports to Omar.\n- Viktor reports to Zoya.\n- Beacon Insurance was founded in 2009.\n- Meridian Bank was founded in 1998.\n- Ravi works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Bruno reports to Viktor.\n- Pablo works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Sofia reports to Yuki.\n- Ravi reports to Sofia.\n- Pablo reports to Wren.\n- Jonas reports to Lucia.\n- Yuki reports to Bruno.\n- Omar reports to Pablo.\n- Pinnacle Software is headquartered in Oslo.\n- Nadia reports to Ravi.\n- Nadia works for Beacon Insurance.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 2012.\n- Wren reports to Nadia.\n- Zoya works for Atlas Freight.\n- Wren works for Beacon Insurance.\n- Yuki works for Atlas Freight.\n- Pinnacle Software was founded in 1998.\n- Lucia works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Bruno works for Atlas Freight.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6080", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sofia.\n- Meridian Bank is headquartered in Brno.\n- Hana reports to Jonas.\n- Ingrid works for Cobalt Health.\n- Viktor reports to Hana.\n- Meridian Bank was founded in 2014.\n- Leila works for Meridian Bank.\n- Callum reports to Lucia.\n- Sofia works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Cobalt Health was founded in 1993.\n- Pablo reports to Ingrid.\n- Lattice Analytics is headquartered in Lyon.\n- Lucia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1985.\n- Ingrid reports to Viktor.\n- Aisha works for Lattice Analytics.\n- Viktor works for Meridian Bank.\n- Cobalt Health is headquartered in Basel.\n- Leila reports to Aisha.\n- Pablo works for Lattice Analytics.\n- Lucia reports to Pablo.\n- Sofia reports to Leila.\n- Ironwood Manufacturing is headquartered in Basel.\n- Jonas works for Meridian Bank.\n- Lattice Analytics was founded in 1986.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6081", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6082", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6083", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6084", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5091: employee Deshawn K., hired 25 July 2022, separated 28 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5091?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6085", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1375: employee Pablo R., hired 09 June 2023, separated 11 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1375?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1375 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation was founded in 1979.\n- Sanne reports to Ravi.\n- Deshawn works for Crescent Telecom.\n- Mei reports to Deshawn.\n- Sofia works for Pinnacle Software.\n- Sanne works for Bluepine Aviation.\n- Felix reports to Sanne.\n- Pinnacle Software was founded in 1993.\n- Omar reports to Felix.\n- Ingrid works for Bluepine Aviation.\n- Crescent Telecom was founded in 2000.\n- Beacon Insurance was founded in 1999.\n- Jonas reports to Priya.\n- Ingrid reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Beacon Insurance is headquartered in Oslo.\n- Pinnacle Software is headquartered in Porto.\n- Ravi works for Bluepine Aviation.\n- Priya reports to Omar.\n- Felix works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Turku.\n- Ravi reports to Mei.\n- Deshawn reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Atlas Freight was founded in 1991.\n- Stefan works for Beacon Insurance.\n- Elena works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Callum works for Pinnacle Software.\n- Tessa reports to Aisha.\n- Helios Logistics was founded in 2006.\n- Emeka works for Helios Logistics.\n- Felix works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Emeka reports to Deshawn.\n- Stefan reports to Mei.\n- Felix reports to Callum.\n- Aisha reports to Emeka.\n- Helios Logistics is headquartered in Cork.\n- Beacon Insurance is headquartered in Cork.\n- Deshawn reports to Elena.\n- Mei works for Beacon Insurance.\n- Sofia reports to Stefan.\n- Aisha works for Pinnacle Software.\n- Beacon Insurance was founded in 1998.\n- Sofia works for Beacon Insurance.\n- Pinnacle Software was founded in 1992.\n- Pinnacle Software is headquartered in Leeds.\n- Mei reports to Tessa.\n- Elena reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6088", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6089", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6090", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6091", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6092", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6093", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 43544\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Chiara reports to Tobias.\n- Anders works for Summit Energy.\n- Nadia reports to Yuki.\n- Chiara works for Northwind Systems.\n- Hana works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Porto.\n- Elena works for Crescent Telecom.\n- Leila works for Summit Energy.\n- Yuki reports to Lucia.\n- Nadia works for Crescent Telecom.\n- Summit Energy is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Austin.\n- Tobias works for Summit Energy.\n- Northwind Systems is headquartered in Austin.\n- Lucia reports to Anders.\n- Tobias reports to Nadia.\n- Wren reports to Leila.\n- Northwind Systems was founded in 1995.\n- Crescent Telecom was founded in 2005.\n- Anders reports to Elena.\n- Yuki works for Crescent Telecom.\n- Elena reports to Hana.\n- Hana reports to Wren.\n- Bluepine Aviation was founded in 1994.\n- Summit Energy was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Austin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6095", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2514: employee Ingrid M., hired 10 December 2020, separated 07 July 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2514?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6096", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7383: employee Yuki A., hired 21 June 2021, separated 04 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7383?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7383 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6097", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5733: employee Jonas M., hired 01 August 2021, separated 03 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5733?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6098", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 26480, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6099", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6100", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6101", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6102", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6103", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6307: employee Chiara K., hired 05 November 2024, separated 16 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6307?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6104", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6105", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6106", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6107", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5869: employee Mara A., hired 08 December 2019, separated 31 January 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-5869 under the controlling rules.", "criteria": {"0": "$26,481", "1": "$114,750", "2": "$26,611", "3": "$25,981"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6108", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Aisha reports to Tobias.\n- Helios Logistics was founded in 1984.\n- Atlas Freight is headquartered in Halifax.\n- Mateo works for Atlas Freight.\n- Fernhill Foods was founded in 2004.\n- Atlas Freight was founded in 1987.\n- Sanne reports to Aisha.\n- Jonas reports to Yuki.\n- Viktor works for Helios Logistics.\n- Cobalt Health is headquartered in Tallinn.\n- Tobias works for Helios Logistics.\n- Yuki works for Atlas Freight.\n- Cobalt Health was founded in 2014.\n- Viktor reports to Jonas.\n- Fernhill Foods is headquartered in Tallinn.\n- Tobias reports to Viktor.\n- Yuki reports to Mateo.\n- Jonas works for Atlas Freight.\n- Helios Logistics is headquartered in Austin.\n- Aisha works for Helios Logistics.\n- Stefan reports to Sanne.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6110", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Summit Energy was founded in 2014.\n- Fernhill Foods is headquartered in Valencia.\n- Stefan reports to Ravi.\n- Pablo reports to Emeka.\n- Anders reports to Dmitri.\n- Emeka works for Summit Energy.\n- Ravi reports to Sofia.\n- Deshawn reports to Lucia.\n- Summit Energy is headquartered in Brno.\n- Stefan works for Lattice Analytics.\n- Lucia reports to Stefan.\n- Cedar Retail Group was founded in 1982.\n- Deshawn works for Cedar Retail Group.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Ravi works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Pablo works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 2011.\n- Sofia reports to Anders.\n- Dmitri reports to Pablo.\n- Dmitri works for Lattice Analytics.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6112", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6113", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Bruno reports to Chiara.\n- Viktor reports to Elena.\n- Bluepine Aviation was founded in 1989.\n- Mateo reports to Yuki.\n- Bluepine Aviation is headquartered in Brno.\n- Bruno works for Bluepine Aviation.\n- Yuki works for Cedar Retail Group.\n- Elena reports to Mateo.\n- Viktor works for Bluepine Aviation.\n- Chiara works for Meridian Bank.\n- Cedar Retail Group was founded in 1983.\n- Tessa works for Bluepine Aviation.\n- Mara reports to Hana.\n- Atlas Freight was founded in 2003.\n- Amara works for Bluepine Aviation.\n- Hana reports to Amara.\n- Atlas Freight is headquartered in Brno.\n- Meridian Bank is headquartered in Porto.\n- Mateo works for Meridian Bank.\n- Deshawn reports to Mara.\n- Mara works for Bluepine Aviation.\n- Amara reports to Tessa.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Viktor.\n- Deshawn works for Cedar Retail Group.\n- Chiara reports to Zoya.\n- Meridian Bank was founded in 1994.\n- Yuki reports to Deshawn.\n- Cedar Retail Group is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Wren reports to Hana.\n- Deshawn reports to Wren.\n- Callum works for Crescent Telecom.\n- Nadia works for Beacon Insurance.\n- Amara works for Helios Logistics.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 1988.\n- Yuki reports to Callum.\n- Hana reports to Amara.\n- Beacon Insurance was founded in 1992.\n- Callum reports to Ingrid.\n- Helios Logistics is headquartered in Tallinn.\n- Nadia reports to Leila.\n- Meridian Bank is headquartered in Porto.\n- Kenji works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Leila works for Helios Logistics.\n- Meridian Bank was founded in 1984.\n- Wren works for Beacon Insurance.\n- Helios Logistics was founded in 2001.\n- Kenji reports to Deshawn.\n- Leila reports to Kenji.\n- Amara reports to Yuki.\n- Beacon Insurance is headquartered in Tallinn.\n- Hana works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Mateo works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Mara reports to Lucia.\n- Yuki works for Crescent Telecom.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank was founded in 2003.\n- Wren works for Beacon Insurance.\n- Meridian Bank is headquartered in Malmo.\n- Leila reports to Stefan.\n- Northwind Systems is headquartered in Dunedin.\n- Lucia works for Meridian Bank.\n- Lucia reports to Zoya.\n- Ingrid works for Northwind Systems.\n- Stefan reports to Yuki.\n- Northwind Systems was founded in 2002.\n- Zoya reports to Felix.\n- Viktor reports to Leila.\n- Mara works for Meridian Bank.\n- Ingrid reports to Wren.\n- Beacon Insurance was founded in 2011.\n- Crescent Telecom is headquartered in Malmo.\n- Felix works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Anders reports to Mara.\n- Yuki reports to Mateo.\n- Wren reports to Anders.\n- Leila works for Meridian Bank.\n- Felix reports to Viktor.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Chiara.\n- Northwind Systems is headquartered in Dunedin.\n- Summit Energy is headquartered in Porto.\n- Northwind Systems was founded in 2007.\n- Fernhill Foods is headquartered in Dunedin.\n- Mara works for Ironwood Manufacturing.\n- Sofia works for Northwind Systems.\n- Elena works for Summit Energy.\n- Mateo reports to Pablo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mateo works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Elena reports to Mateo.\n- Chiara works for Summit Energy.\n- Mara reports to Sofia.\n- Sofia reports to Ingrid.\n- Ironwood Manufacturing was founded in 2002.\n- Fernhill Foods was founded in 2014.\n- Nadia works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Nadia.\n- Aisha reports to Elena.\n- Ingrid works for Summit Energy.\n- Emeka reports to Aisha.\n- Summit Energy was founded in 2009.\n- Pablo works for Ironwood Manufacturing.\n- Pablo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6118", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6119", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6009: employee Mei T., hired 26 January 2024, separated 28 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6009?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6120", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1980.\n- Leila reports to Tessa.\n- Mateo works for Fernhill Foods.\n- Atlas Freight is headquartered in Bergen.\n- Priya works for Summit Energy.\n- Fernhill Foods was founded in 1985.\n- Fernhill Foods is headquartered in Halifax.\n- Chiara reports to Mei.\n- Mei reports to Hana.\n- Hana works for Summit Energy.\n- Mateo reports to Leila.\n- Chiara works for Beacon Insurance.\n- Mara reports to Priya.\n- Kenji works for Atlas Freight.\n- Yuki reports to Amara.\n- Yuki works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Amara works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Atlas Freight was founded in 1996.\n- Summit Energy is headquartered in Halifax.\n- Hana reports to Tobias.\n- Tobias reports to Yuki.\n- Beacon Insurance was founded in 2004.\n- Beacon Insurance is headquartered in Bergen.\n- Kenji reports to Mara.\n- Tobias works for Fernhill Foods.\n- Priya reports to Mateo.\n- Mara works for Atlas Freight.\n- Amara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Viktor reports to Tessa.\n- Jonas works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Fernhill Foods is headquartered in Nagoya.\n- Hana reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Jonas reports to Anders.\n- Ingrid reports to Hana.\n- Ingrid works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Nagoya.\n- Tessa reports to Zoya.\n- Anders works for Pinnacle Software.\n- Beacon Insurance was founded in 1981.\n- Hana works for Bluepine Aviation.\n- Deshawn reports to Jonas.\n- Wren reports to Mei.\n- Mei works for Pinnacle Software.\n- Bluepine Aviation was founded in 2004.\n- Mei reports to Viktor.\n- Viktor works for Beacon Insurance.\n- Pinnacle Software was founded in 1994.\n- Beacon Insurance is headquartered in Oslo.\n- Anders reports to Wren.\n- Zoya works for Bluepine Aviation.\n- Fernhill Foods was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6123", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6124", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Aisha works for Helios Logistics.\n- Omar works for Vantage Air.\n- Atlas Freight was founded in 1991.\n- Helios Logistics is headquartered in Oslo.\n- Deshawn reports to Viktor.\n- Elena works for Vantage Air.\n- Dmitri works for Northwind Systems.\n- Elena reports to Deshawn.\n- Deshawn works for Helios Logistics.\n- Mei reports to Tobias.\n- Helios Logistics was founded in 2011.\n- Northwind Systems was founded in 1992.\n- Mei works for Helios Logistics.\n- Dmitri reports to Omar.\n- Priya reports to Aisha.\n- Felix works for Atlas Freight.\n- Hana works for Northwind Systems.\n- Tobias reports to Dmitri.\n- Vantage Air was founded in 1982.\n- Hana reports to Amara.\n- Viktor works for Atlas Freight.\n- Amara works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Felix reports to Hana.\n- Viktor reports to Mei.\n- Amara reports to Elena.\n- Aisha reports to Felix.\n- Atlas Freight is headquartered in Malmo.\n- Northwind Systems is headquartered in Malmo.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6126", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka works for Fernhill Foods.\n- Crescent Telecom was founded in 2002.\n- Callum works for Fernhill Foods.\n- Emeka reports to Sanne.\n- Dmitri works for Summit Energy.\n- Crescent Telecom is headquartered in Oslo.\n- Leila works for Crescent Telecom.\n- Leila reports to Emeka.\n- Fernhill Foods was founded in 1995.\n- Pinnacle Software is headquartered in Lyon.\n- Summit Energy was founded in 1979.\n- Kenji reports to Lucia.\n- Lucia reports to Leila.\n- Dmitri reports to Callum.\n- Jonas reports to Dmitri.\n- Pinnacle Software was founded in 1999.\n- Kenji works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Jonas.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6128", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6129", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3082: employee Lucia A., hired 07 July 2024, separated 05 October 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3082?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Pablo works for Beacon Insurance.\n- Lucia reports to Pablo.\n- Stefan works for Cobalt Health.\n- Fernhill Foods was founded in 2009.\n- Leila works for Fernhill Foods.\n- Tessa works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Tampere.\n- Tobias works for Helios Logistics.\n- Sofia reports to Stefan.\n- Tessa reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Tobias reports to Lucia.\n- Beacon Insurance is headquartered in Halifax.\n- Leila reports to Aisha.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki works for Cobalt Health.\n- Helios Logistics is headquartered in Halifax.\n- Yuki reports to Tobias.\n- Pablo reports to Tessa.\n- Beacon Insurance was founded in 2000.\n- Aisha works for Fernhill Foods.\n- Helios Logistics was founded in 1994.\n- Lucia works for Fernhill Foods.\n- Aisha reports to Yuki.\n- Stefan reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6131", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Emeka reports to Nadia.\n- Fernhill Foods is headquartered in Basel.\n- Aisha works for Summit Energy.\n- Wren works for Summit Energy.\n- Sanne reports to Ingrid.\n- Kenji reports to Emeka.\n- Mara works for Cobalt Health.\n- Mara reports to Kenji.\n- Deshawn works for Summit Energy.\n- Emeka works for Summit Energy.\n- Fernhill Foods was founded in 1992.\n- Aisha reports to Zoya.\n- Deshawn reports to Ravi.\n- Cobalt Health is headquartered in Malmo.\n- Nadia reports to Wren.\n- Nadia works for Fernhill Foods.\n- Sanne works for Beacon Insurance.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Beacon Insurance is headquartered in Malmo.\n- Omar reports to Aisha.\n- Wren reports to Sanne.\n- Ravi works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Summit Energy was founded in 1977.\n- Zoya reports to Mara.\n- Cobalt Health was founded in 2010.\n- Ravi reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1975", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Mateo reports to Amara.\n- Anders works for Beacon Insurance.\n- Crescent Telecom is headquartered in Austin.\n- Northwind Systems was founded in 1998.\n- Crescent Telecom was founded in 2012.\n- Northwind Systems is headquartered in Dunedin.\n- Mateo works for Beacon Insurance.\n- Meridian Bank was founded in 1993.\n- Beacon Insurance was founded in 2001.\n- Amara reports to Ravi.\n- Amara works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Callum reports to Mateo.\n- Aisha reports to Callum.\n- Anders reports to Aisha.\n- Meridian Bank is headquartered in Dunedin.\n- Ravi works for Meridian Bank.\n- Leila works for Beacon Insurance.\n- Zoya reports to Anders.\n- Ravi reports to Leila.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6134", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Mateo reports to Hana.\n- Yuki reports to Ravi.\n- Ravi works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Crescent Telecom was founded in 2004.\n- Dmitri works for Cedar Retail Group.\n- Jonas reports to Omar.\n- Zoya reports to Dmitri.\n- Zoya works for Meridian Bank.\n- Jonas works for Atlas Freight.\n- Yuki works for Cedar Retail Group.\n- Meridian Bank was founded in 1988.\n- Omar reports to Zoya.\n- Crescent Telecom is headquartered in Lyon.\n- Meridian Bank is headquartered in Austin.\n- Sanne works for Crescent Telecom.\n- Hana reports to Jonas.\n- Sanne reports to Mateo.\n- Mateo works for Meridian Bank.\n- Omar works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 2014.\n- Dmitri reports to Lucia.\n- Lucia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6136", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Bruno reports to Hana.\n- Omar works for Fernhill Foods.\n- Amara reports to Pablo.\n- Cobalt Health is headquartered in Dunedin.\n- Bruno works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Cobalt Health.\n- Vantage Air is headquartered in Leeds.\n- Aisha reports to Chiara.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Felix works for Vantage Air.\n- Chiara reports to Zoya.\n- Amara works for Vantage Air.\n- Zoya works for Pinnacle Software.\n- Kenji reports to Bruno.\n- Fernhill Foods was founded in 2012.\n- Fernhill Foods is headquartered in Tallinn.\n- Hana reports to Aisha.\n- Chiara works for Cobalt Health.\n- Pablo reports to Felix.\n- Kenji works for Cobalt Health.\n- Callum reports to Amara.\n- Omar reports to Callum.\n- Dmitri reports to Omar.\n- Pinnacle Software is headquartered in Brno.\n- Vantage Air was founded in 2013.\n- Pinnacle Software was founded in 1997.\n- Zoya reports to Dmitri.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6138", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2005.\n- Summit Energy was founded in 1993.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Callum works for Pinnacle Software.\n- Amara reports to Callum.\n- Chiara works for Ironwood Manufacturing.\n- Mara reports to Tobias.\n- Bluepine Aviation is headquartered in Ghent.\n- Summit Energy is headquartered in Dunedin.\n- Tessa reports to Omar.\n- Ironwood Manufacturing was founded in 2009.\n- Tessa works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Callum reports to Tessa.\n- Kenji works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Elena works for Pinnacle Software.\n- Emeka reports to Mara.\n- Omar reports to Chiara.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Zoya reports to Amara.\n- Bruno works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Mara works for Ironwood Manufacturing.\n- Chiara reports to Bruno.\n- Omar works for Summit Energy.\n- Kenji reports to Elena.\n- Pinnacle Software is headquartered in Dunedin.\n- Tobias reports to Kenji.\n- Elena reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6140", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6089: employee Mara T., hired 18 November 2021, separated 23 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6089?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Viktor.\n- Wren reports to Ravi.\n- Emeka works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Viktor works for Vantage Air.\n- Emeka reports to Anders.\n- Vantage Air was founded in 2001.\n- Aisha reports to Tessa.\n- Bluepine Aviation is headquartered in Basel.\n- Viktor reports to Wren.\n- Tessa works for Bluepine Aviation.\n- Vantage Air is headquartered in Basel.\n- Tessa reports to Leila.\n- Fernhill Foods is headquartered in Nagoya.\n- Ravi works for Vantage Air.\n- Wren works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Leila reports to Lucia.\n- Pablo works for Fernhill Foods.\n- Anders works for Bluepine Aviation.\n- Anders reports to Priya.\n- Fernhill Foods was founded in 2014.\n- Bluepine Aviation was founded in 2015.\n- Priya works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Pablo reports to Emeka.\n- Zoya works for Bluepine Aviation.\n- Ravi reports to Aisha.\n- Beacon Insurance is headquartered in Basel.\n- Lucia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6142", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6984: employee Priya B., hired 24 December 2022, separated 10 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6984?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Oslo.\n- Mateo reports to Priya.\n- Amara works for Summit Energy.\n- Bruno works for Atlas Freight.\n- Pablo works for Lattice Analytics.\n- Summit Energy is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Oslo.\n- Mara reports to Leila.\n- Mateo works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Nadia works for Lattice Analytics.\n- Lucia works for Atlas Freight.\n- Nadia reports to Kenji.\n- Ravi reports to Pablo.\n- Leila reports to Lucia.\n- Lattice Analytics is headquartered in Lyon.\n- Bruno reports to Mara.\n- Dmitri reports to Amara.\n- Leila works for Cedar Retail Group.\n- Priya reports to Dmitri.\n- Summit Energy was founded in 2004.\n- Lattice Analytics was founded in 2012.\n- Kenji reports to Mateo.\n- Atlas Freight was founded in 1980.\n- Mara works for Cedar Retail Group.\n- Pablo reports to Bruno.\n- Ravi works for Summit Energy.\n- Amara reports to Ravi.\n- Dmitri works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Cedar Retail Group was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Mara reports to Amara.\n- Tessa works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Elena reports to Yuki.\n- Atlas Freight was founded in 2015.\n- Kenji works for Lattice Analytics.\n- Deshawn reports to Aisha.\n- Bluepine Aviation was founded in 2003.\n- Leila works for Bluepine Aviation.\n- Amara reports to Pablo.\n- Tessa reports to Elena.\n- Bluepine Aviation is headquartered in Malmo.\n- Sanne reports to Omar.\n- Aisha reports to Sanne.\n- Amara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Dunedin.\n- Omar works for Atlas Freight.\n- Omar reports to Tessa.\n- Atlas Freight is headquartered in Halifax.\n- Leila reports to Kenji.\n- Lattice Analytics was founded in 1983.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 2003.\n- Sanne works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Yuki reports to Leila.\n- Elena works for Fernhill Foods.\n- Kenji reports to Mara.\n- Aisha works for Atlas Freight.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6145", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6146", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6062: employee Anders T., hired 06 September 2022, separated 07 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6062?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6147", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4680: employee Nadia M., hired 12 November 2022, separated 28 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4680?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6148", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6149", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6150", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Lucia.\n- Ingrid works for Helios Logistics.\n- Tessa works for Ironwood Manufacturing.\n- Felix works for Fernhill Foods.\n- Lucia reports to Anders.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Ironwood Manufacturing was founded in 2001.\n- Anders works for Fernhill Foods.\n- Jonas reports to Emeka.\n- Mateo reports to Felix.\n- Mateo works for Fernhill Foods.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Ingrid reports to Jonas.\n- Tessa reports to Ravi.\n- Fernhill Foods was founded in 2003.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Ravi reports to Ingrid.\n- Lucia works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Jonas works for Ironwood Manufacturing.\n- Felix reports to Aisha.\n- Anders reports to Mateo.\n- Summit Energy is headquartered in Oslo.\n- Helios Logistics was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6152", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6153", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tessa.\n- Tessa works for Summit Energy.\n- Lattice Analytics was founded in 2007.\n- Summit Energy is headquartered in Halifax.\n- Mei reports to Chiara.\n- Sofia works for Meridian Bank.\n- Nadia reports to Sanne.\n- Mei works for Vantage Air.\n- Chiara reports to Amara.\n- Meridian Bank is headquartered in Leeds.\n- Vantage Air was founded in 1999.\n- Ravi works for Vantage Air.\n- Sofia reports to Mei.\n- Meridian Bank was founded in 2012.\n- Amara reports to Nadia.\n- Vantage Air is headquartered in Tampere.\n- Lattice Analytics is headquartered in Halifax.\n- Ravi reports to Sofia.\n- Summit Energy was founded in 1983.\n- Chiara works for Meridian Bank.\n- Amara works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sanne.\n- Sanne reports to Leila.\n- Deshawn works for Northwind Systems.\n- Yuki reports to Deshawn.\n- Helios Logistics was founded in 2008.\n- Yuki works for Crescent Telecom.\n- Deshawn reports to Viktor.\n- Emeka works for Helios Logistics.\n- Northwind Systems was founded in 2002.\n- Viktor works for Beacon Insurance.\n- Leila works for Northwind Systems.\n- Leila reports to Emeka.\n- Viktor reports to Zoya.\n- Northwind Systems is headquartered in Malmo.\n- Beacon Insurance is headquartered in Malmo.\n- Crescent Telecom was founded in 1975.\n- Zoya reports to Bruno.\n- Bruno works for Helios Logistics.\n- Sanne works for Northwind Systems.\n- Zoya works for Crescent Telecom.\n- Helios Logistics is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Beacon Insurance was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cedar Retail Group.\n- Anders reports to Lucia.\n- Mateo reports to Yuki.\n- Cedar Retail Group is headquartered in Tampere.\n- Crescent Telecom was founded in 2010.\n- Cedar Retail Group was founded in 1983.\n- Jonas reports to Felix.\n- Mateo works for Meridian Bank.\n- Lucia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Bergen.\n- Lucia reports to Ingrid.\n- Felix reports to Priya.\n- Yuki reports to Jonas.\n- Priya reports to Anders.\n- Fernhill Foods was founded in 2001.\n- Fernhill Foods is headquartered in Leeds.\n- Yuki works for Crescent Telecom.\n- Anders works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Meridian Bank is headquartered in Bergen.\n- Priya works for Crescent Telecom.\n- Ingrid works for Fernhill Foods.\n- Meridian Bank was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Yuki reports to Mateo.\n- Kenji works for Lattice Analytics.\n- Atlas Freight was founded in 1987.\n- Yuki works for Summit Energy.\n- Meridian Bank is headquartered in Porto.\n- Callum works for Lattice Analytics.\n- Tessa works for Meridian Bank.\n- Hana reports to Tobias.\n- Viktor works for Atlas Freight.\n- Tobias reports to Kenji.\n- Pablo reports to Callum.\n- Meridian Bank was founded in 2014.\n- Mateo works for Summit Energy.\n- Tobias works for Lattice Analytics.\n- Summit Energy is headquartered in Porto.\n- Lattice Analytics is headquartered in Bergen.\n- Lattice Analytics was founded in 1979.\n- Atlas Freight is headquartered in Porto.\n- Callum reports to Hana.\n- Kenji reports to Tessa.\n- Pablo works for Meridian Bank.\n- Mateo reports to Pablo.\n- Summit Energy was founded in 1977.\n- Sanne works for Atlas Freight.\n- Viktor reports to Yuki.\n- Sanne reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6158", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6159", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Leila.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Malmo.\n- Anders works for Ironwood Manufacturing.\n- Emeka reports to Stefan.\n- Viktor works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Sofia reports to Viktor.\n- Ironwood Manufacturing was founded in 1989.\n- Cedar Retail Group is headquartered in Austin.\n- Aisha works for Bluepine Aviation.\n- Emeka works for Cedar Retail Group.\n- Chiara works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2003.\n- Aisha reports to Emeka.\n- Mei works for Cedar Retail Group.\n- Chiara reports to Aisha.\n- Leila works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Porto.\n- Tobias reports to Anders.\n- Sofia works for Beacon Insurance.\n- Anders reports to Chiara.\n- Mei reports to Lucia.\n- Stefan reports to Wren.\n- Stefan works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2002.\n- Wren works for Beacon Insurance.\n- Leila reports to Tobias.\n- Lucia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6161", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1158: employee Tessa K., hired 26 September 2023, separated 10 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1158?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6162", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2722: employee Felix T., hired 14 March 2023, separated 13 July 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-2722 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$6,000", "2": "$11,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2722 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Anders works for Bluepine Aviation.\n- Emeka reports to Nadia.\n- Priya works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Tampere.\n- Viktor works for Cedar Retail Group.\n- Deshawn reports to Yuki.\n- Nadia works for Crescent Telecom.\n- Bluepine Aviation was founded in 1984.\n- Viktor reports to Priya.\n- Nadia reports to Jonas.\n- Crescent Telecom was founded in 1995.\n- Lattice Analytics was founded in 2008.\n- Jonas reports to Aisha.\n- Anders reports to Viktor.\n- Emeka works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Cedar Retail Group was founded in 1994.\n- Amara reports to Anders.\n- Priya reports to Deshawn.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Bruno.\n- Yuki works for Cedar Retail Group.\n- Deshawn works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tampere.\n- Amara works for Crescent Telecom.\n- Yuki reports to Mateo.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6164", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6165", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1347: employee Tobias B., hired 08 October 2022, separated 27 August 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1347?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6166", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1944: employee Leila K., hired 13 February 2024, separated 25 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1944?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2013.\n- Bruno reports to Tobias.\n- Hana works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.\n- Omar reports to Emeka.\n- Cobalt Health is headquartered in Oslo.\n- Tobias works for Crescent Telecom.\n- Emeka reports to Pablo.\n- Mateo works for Northwind Systems.\n- Pablo works for Crescent Telecom.\n- Cobalt Health was founded in 1983.\n- Mei works for Crescent Telecom.\n- Hana reports to Mei.\n- Bruno works for Cobalt Health.\n- Vantage Air was founded in 1985.\n- Tobias reports to Omar.\n- Mateo reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 2006.\n- Omar works for Northwind Systems.\n- Vantage Air is headquartered in Austin.\n- Pablo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Yuki reports to Leila.\n- Lattice Analytics was founded in 2010.\n- Atlas Freight is headquartered in Cork.\n- Yuki works for Beacon Insurance.\n- Dmitri works for Lattice Analytics.\n- Elena reports to Emeka.\n- Jonas reports to Yuki.\n- Emeka reports to Jonas.\n- Beacon Insurance was founded in 1985.\n- Tobias reports to Dmitri.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Stefan reports to Tobias.\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software was founded in 1995.\n- Pinnacle Software is headquartered in Halifax.\n- Stefan works for Beacon Insurance.\n- Leila works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Leila reports to Stefan.\n- Atlas Freight was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6169", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6170", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6171", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6172", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6173", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4268: employee Ingrid S., hired 26 April 2022, separated 27 June 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2026-4268 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$26,000", "2": "$6,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6174", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6175", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7655: employee Lucia B., hired 07 November 2022, separated 26 June 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7655?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6176", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6177", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9643: employee Viktor M., hired 09 November 2023, separated 10 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-9643 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,865", "2": "$10,385", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6178", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Fernhill Foods is headquartered in Halifax.\n- Yuki reports to Lucia.\n- Bruno works for Fernhill Foods.\n- Bluepine Aviation was founded in 1986.\n- Crescent Telecom is headquartered in Bergen.\n- Mei reports to Amara.\n- Pablo reports to Bruno.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Bruno reports to Mei.\n- Yuki works for Fernhill Foods.\n- Crescent Telecom was founded in 1977.\n- Amara reports to Viktor.\n- Sofia works for Fernhill Foods.\n- Viktor reports to Sofia.\n- Sofia reports to Yuki.\n- Fernhill Foods was founded in 1983.\n- Lucia works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Meridian Bank was founded in 1991.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6180", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7463: employee Mei A., hired 18 June 2022, separated 02 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7463?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2004.\n- Mei reports to Pablo.\n- Pablo works for Pinnacle Software.\n- Deshawn reports to Leila.\n- Vantage Air was founded in 1984.\n- Crescent Telecom is headquartered in Porto.\n- Mei works for Crescent Telecom.\n- Priya works for Vantage Air.\n- Bruno works for Vantage Air.\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Porto.\n- Amara works for Crescent Telecom.\n- Vantage Air is headquartered in Valencia.\n- Crescent Telecom was founded in 1979.\n- Amara reports to Anders.\n- Pablo reports to Amara.\n- Priya reports to Bruno.\n- Meridian Bank is headquartered in Valencia.\n- Leila works for Meridian Bank.\n- Leila reports to Priya.\n- Bruno reports to Mei.\n- Deshawn works for Vantage Air.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Mateo works for Lattice Analytics.\n- Hana reports to Zoya.\n- Kenji reports to Mei.\n- Mei reports to Callum.\n- Aisha works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Northwind Systems is headquartered in Turku.\n- Lattice Analytics was founded in 1997.\n- Zoya reports to Aisha.\n- Mara works for Cedar Retail Group.\n- Omar reports to Mara.\n- Kenji works for Cedar Retail Group.\n- Mara reports to Emeka.\n- Zoya works for Lattice Analytics.\n- Mateo reports to Kenji.\n- Omar works for Cedar Retail Group.\n- Hana works for Northwind Systems.\n- Lattice Analytics is headquartered in Bergen.\n- Emeka reports to Ingrid.\n- Atlas Freight was founded in 1983.\n- Aisha reports to Mateo.\n- Sanne works for Lattice Analytics.\n- Callum reports to Omar.\n- Mei works for Lattice Analytics.\n- Cedar Retail Group was founded in 2008.\n- Ingrid reports to Sanne.\n- Cedar Retail Group is headquartered in Turku.\n- Atlas Freight is headquartered in Malmo.\n- Northwind Systems was founded in 1980.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6183", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6184", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6185", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6186", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 July 2023): For employees hired on or after 15 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7054: employee Chiara T., hired 26 May 2022, separated 09 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7054?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6187", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6188", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6189", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5622: employee Aisha T., hired 26 February 2022, separated 04 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5622?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6190", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6191", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ravi.\n- Tobias works for Summit Energy.\n- Vantage Air was founded in 2000.\n- Fernhill Foods is headquartered in Nagoya.\n- Priya reports to Emeka.\n- Tobias reports to Felix.\n- Priya works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Vantage Air is headquartered in Nagoya.\n- Pablo works for Vantage Air.\n- Elena reports to Jonas.\n- Jonas works for Summit Energy.\n- Jonas reports to Pablo.\n- Ingrid reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Summit Energy was founded in 1999.\n- Emeka works for Northwind Systems.\n- Ravi reports to Priya.\n- Felix reports to Elena.\n- Hana reports to Ingrid.\n- Fernhill Foods was founded in 2001.\n- Northwind Systems was founded in 2012.\n- Hana works for Fernhill Foods.\n- Pablo reports to Tessa.\n- Bruno reports to Tobias.\n- Northwind Systems is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Crescent Telecom.\n- Sofia reports to Leila.\n- Nadia works for Meridian Bank.\n- Mei reports to Tessa.\n- Nadia reports to Sofia.\n- Hana reports to Nadia.\n- Helios Logistics was founded in 2002.\n- Crescent Telecom is headquartered in Oslo.\n- Mei works for Meridian Bank.\n- Meridian Bank was founded in 1975.\n- Vantage Air was founded in 2009.\n- Helios Logistics is headquartered in Dunedin.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Crescent Telecom was founded in 1976.\n- Anders works for Vantage Air.\n- Anders reports to Mei.\n- Leila works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Leila reports to Emeka.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Emeka reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6194", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6195", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Adelaide.\n- Helios Logistics was founded in 2006.\n- Ingrid reports to Bruno.\n- Omar reports to Ravi.\n- Mara reports to Dmitri.\n- Mateo reports to Zoya.\n- Helios Logistics is headquartered in Tampere.\n- Cobalt Health is headquartered in Nagoya.\n- Mara works for Pinnacle Software.\n- Mateo works for Cobalt Health.\n- Pinnacle Software is headquartered in Tampere.\n- Ingrid works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 2012.\n- Tobias works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Felix reports to Mara.\n- Omar works for Cobalt Health.\n- Bruno reports to Felix.\n- Bruno works for Pinnacle Software.\n- Dmitri reports to Tobias.\n- Cobalt Health was founded in 2009.\n- Tobias reports to Mateo.\n- Ravi reports to Ingrid.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6197", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3126: employee Emeka B., hired 23 April 2022, separated 18 August 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-3126 under the controlling rules.", "criteria": {"0": "$55,467", "1": "$13,800", "2": "$12,900", "3": "$12,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6198", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 February 2023): For employees hired on or after 18 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1801: employee Callum B., hired 27 April 2021, separated 22 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1801?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Priya works for Fernhill Foods.\n- Jonas reports to Viktor.\n- Bluepine Aviation was founded in 2004.\n- Viktor works for Northwind Systems.\n- Callum reports to Elena.\n- Mateo reports to Amara.\n- Fernhill Foods is headquartered in Austin.\n- Viktor reports to Aisha.\n- Northwind Systems was founded in 1996.\n- Aisha works for Northwind Systems.\n- Jonas works for Pinnacle Software.\n- Elena reports to Priya.\n- Bluepine Aviation is headquartered in Basel.\n- Felix reports to Pablo.\n- Aisha reports to Mateo.\n- Northwind Systems is headquartered in Austin.\n- Callum works for Bluepine Aviation.\n- Elena works for Fernhill Foods.\n- Pablo works for Pinnacle Software.\n- Amara works for Fernhill Foods.\n- Pablo reports to Callum.\n- Felix works for Bluepine Aviation.\n- Pinnacle Software was founded in 1994.\n- Amara reports to Felix.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Austin", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6200", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6201", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ingrid.\n- Atlas Freight was founded in 1976.\n- Pinnacle Software was founded in 1993.\n- Sanne works for Northwind Systems.\n- Tobias reports to Hana.\n- Leila works for Crescent Telecom.\n- Sanne reports to Tobias.\n- Hana works for Crescent Telecom.\n- Pinnacle Software is headquartered in Malmo.\n- Priya works for Atlas Freight.\n- Ingrid works for Northwind Systems.\n- Mateo works for Crescent Telecom.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Stefan works for Atlas Freight.\n- Felix reports to Pablo.\n- Crescent Telecom was founded in 1988.\n- Atlas Freight is headquartered in Oslo.\n- Mei reports to Stefan.\n- Northwind Systems was founded in 1986.\n- Pablo reports to Mateo.\n- Priya reports to Mei.\n- Hana reports to Felix.\n- Crescent Telecom is headquartered in Nagoya.\n- Mateo reports to Viktor.\n- Mei works for Atlas Freight.\n- Viktor reports to Leila.\n- Tobias works for Northwind Systems.\n- Ingrid reports to Sanne.\n- Viktor works for Northwind Systems.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1976", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6203", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 May 2025): For employees hired on or after 17 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8332: employee Omar R., hired 24 January 2025, separated 07 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8332?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6204", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6205", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2002.\n- Fernhill Foods is headquartered in Tampere.\n- Summit Energy is headquartered in Nagoya.\n- Mara works for Cobalt Health.\n- Omar reports to Mara.\n- Jonas works for Atlas Freight.\n- Summit Energy was founded in 2000.\n- Atlas Freight is headquartered in Halifax.\n- Cobalt Health is headquartered in Tampere.\n- Callum reports to Hana.\n- Leila works for Summit Energy.\n- Hana works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Zoya reports to Callum.\n- Jonas reports to Zoya.\n- Sanne reports to Felix.\n- Omar works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Felix works for Cobalt Health.\n- Dmitri reports to Jonas.\n- Zoya works for Fernhill Foods.\n- Leila reports to Dmitri.\n- Atlas Freight was founded in 1991.\n- Felix reports to Omar.\n- Fernhill Foods was founded in 1975.\n- Mara reports to Leila.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6207", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7328: employee Chiara M., hired 25 July 2022, separated 26 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2025-7328 under the controlling rules.", "criteria": {"0": "$8,250", "1": "$10,200", "2": "$8,200", "3": "$35,533"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6208", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6209", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "play_music", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Mateo reports to Callum.\n- Mei works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Dmitri reports to Mei.\n- Elena reports to Felix.\n- Callum reports to Emeka.\n- Felix works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Stefan works for Atlas Freight.\n- Emeka reports to Wren.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Austin.\n- Mei reports to Elena.\n- Dmitri works for Atlas Freight.\n- Emeka works for Pinnacle Software.\n- Stefan reports to Mateo.\n- Northwind Systems was founded in 1981.\n- Felix reports to Stefan.\n- Elena works for Northwind Systems.\n- Fernhill Foods was founded in 1986.\n- Pinnacle Software was founded in 2013.\n- Wren reports to Bruno.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6211", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6212", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 May 2025): For employees hired on or after 29 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4795: employee Pablo K., hired 21 May 2023, separated 16 November 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4795?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Tobias.\n- Felix works for Crescent Telecom.\n- Mateo reports to Tessa.\n- Fernhill Foods is headquartered in Brno.\n- Elena works for Crescent Telecom.\n- Viktor works for Cedar Retail Group.\n- Elena reports to Jonas.\n- Fernhill Foods was founded in 1995.\n- Ironwood Manufacturing was founded in 1977.\n- Tobias reports to Zoya.\n- Zoya works for Ironwood Manufacturing.\n- Jonas reports to Felix.\n- Cedar Retail Group was founded in 1976.\n- Crescent Telecom was founded in 2015.\n- Anders works for Crescent Telecom.\n- Jonas works for Fernhill Foods.\n- Crescent Telecom is headquartered in Brno.\n- Tobias works for Fernhill Foods.\n- Anders reports to Mateo.\n- Tessa reports to Viktor.\n- Cedar Retail Group is headquartered in Cork.\n- Tessa works for Fernhill Foods.\n- Zoya reports to Elena.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix reports to Anders.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1972", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6214", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 17 September 2025): For employees hired on or after 17 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2786: employee Chiara S., hired 16 August 2024, separated 01 December 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2786?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6215", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Deshawn.\n- Northwind Systems is headquartered in Lyon.\n- Kenji works for Crescent Telecom.\n- Omar works for Summit Energy.\n- Hana reports to Kenji.\n- Deshawn reports to Callum.\n- Callum works for Pinnacle Software.\n- Emeka reports to Stefan.\n- Pinnacle Software was founded in 1983.\n- Stefan reports to Nadia.\n- Stefan works for Crescent Telecom.\n- Kenji reports to Dmitri.\n- Nadia reports to Wren.\n- Summit Energy was founded in 2003.\n- Dmitri reports to Elena.\n- Crescent Telecom was founded in 1982.\n- Dmitri works for Pinnacle Software.\n- Callum reports to Omar.\n- Northwind Systems was founded in 1989.\n- Deshawn works for Pinnacle Software.\n- Anders reports to Emeka.\n- Pinnacle Software is headquartered in Bergen.\n- Nadia works for Northwind Systems.\n- Crescent Telecom is headquartered in Adelaide.\n- Emeka works for Crescent Telecom.\n- Wren works for Pinnacle Software.\n- Omar reports to Hana.\n- Summit Energy is headquartered in Bergen.\n- Anders works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Hana works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6217", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Mateo reports to Nadia.\n- Aisha reports to Tobias.\n- Ravi works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Aisha works for Fernhill Foods.\n- Beacon Insurance was founded in 2004.\n- Bruno reports to Callum.\n- Mateo works for Cedar Retail Group.\n- Pablo works for Pinnacle Software.\n- Mara works for Fernhill Foods.\n- Ravi reports to Mateo.\n- Fernhill Foods was founded in 2008.\n- Tobias works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Callum works for Beacon Insurance.\n- Pablo reports to Emeka.\n- Pinnacle Software was founded in 1991.\n- Callum reports to Ravi.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Tobias reports to Bruno.\n- Cedar Retail Group was founded in 1984.\n- Nadia reports to Pablo.\n- Mara reports to Aisha.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6219", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "weather", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6220", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9159: employee Callum B., hired 05 January 2025, separated 03 August 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9159?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6221", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6222", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6223", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6224", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1476: employee Elena K., hired 12 February 2021, separated 21 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1476?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Ingrid works for Northwind Systems.\n- Beacon Insurance is headquartered in Brno.\n- Ingrid reports to Elena.\n- Tobias reports to Ingrid.\n- Sanne reports to Ravi.\n- Ravi reports to Tessa.\n- Priya reports to Tobias.\n- Dmitri reports to Hana.\n- Priya works for Pinnacle Software.\n- Northwind Systems was founded in 2002.\n- Amara works for Northwind Systems.\n- Amara reports to Sanne.\n- Hana works for Pinnacle Software.\n- Wren reports to Omar.\n- Omar reports to Dmitri.\n- Pinnacle Software is headquartered in Ghent.\n- Tessa reports to Priya.\n- Elena reports to Wren.\n- Pinnacle Software was founded in 1994.\n- Dmitri works for Northwind Systems.\n- Tobias works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2013.\n- Tessa works for Bluepine Aviation.\n- Ravi works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6226", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8860: employee Wren S., hired 28 February 2023, separated 15 September 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-8860 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$21,667", "2": "$3,125", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6227", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6228", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6229", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6230", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6231", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6232", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6233", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Kenji works for Fernhill Foods.\n- Tessa reports to Omar.\n- Omar works for Summit Energy.\n- Kenji reports to Elena.\n- Omar reports to Mateo.\n- Elena reports to Priya.\n- Nadia works for Summit Energy.\n- Atlas Freight is headquartered in Halifax.\n- Summit Energy was founded in 1996.\n- Priya works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Sanne works for Ironwood Manufacturing.\n- Elena works for Atlas Freight.\n- Mateo reports to Sanne.\n- Callum reports to Zoya.\n- Priya reports to Tessa.\n- Atlas Freight was founded in 1983.\n- Callum works for Summit Energy.\n- Nadia reports to Kenji.\n- Ironwood Manufacturing was founded in 2015.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Summit Energy is headquartered in Brno.\n- Mateo works for Summit Energy.\n- Fernhill Foods is headquartered in Malmo.\n- Zoya reports to Nadia.\n- Fernhill Foods was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Malmo", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6235", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6236", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6796: employee Kenji M., hired 14 July 2021, separated 03 March 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-6796 under the controlling rules.", "criteria": {"0": "$5,538", "1": "$8,731", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6237", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2601: employee Kenji A., hired 28 July 2022, separated 02 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2601?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6238", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8144: employee Sofia K., hired 30 January 2024, separated 06 March 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-8144 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$22,500", "2": "$2,856", "3": "$4,192"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8144 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Ravi.\n- Tessa works for Cedar Retail Group.\n- Viktor reports to Lucia.\n- Bluepine Aviation was founded in 1980.\n- Bluepine Aviation is headquartered in Oslo.\n- Sanne reports to Mateo.\n- Ironwood Manufacturing was founded in 2008.\n- Vantage Air is headquartered in Tallinn.\n- Elena works for Cedar Retail Group.\n- Tessa reports to Aisha.\n- Ravi reports to Elena.\n- Cedar Retail Group is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Sanne works for Cedar Retail Group.\n- Mateo reports to Tessa.\n- Lucia reports to Sanne.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2012.\n- Lucia works for Vantage Air.\n- Viktor works for Cedar Retail Group.\n- Vantage Air was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Elena works for Summit Energy.\n- Helios Logistics is headquartered in Halifax.\n- Chiara reports to Hana.\n- Yuki works for Helios Logistics.\n- Lucia works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Yuki reports to Aisha.\n- Mei reports to Kenji.\n- Wren works for Summit Energy.\n- Lattice Analytics was founded in 2000.\n- Kenji reports to Chiara.\n- Chiara works for Summit Energy.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1987.\n- Jonas reports to Yuki.\n- Callum reports to Jonas.\n- Aisha reports to Elena.\n- Kenji works for Lattice Analytics.\n- Aisha works for Helios Logistics.\n- Wren reports to Callum.\n- Elena reports to Viktor.\n- Callum works for Summit Energy.\n- Hana reports to Lucia.\n- Crescent Telecom is headquartered in Turku.\n- Summit Energy is headquartered in Halifax.\n- Helios Logistics was founded in 1994.\n- Lattice Analytics is headquartered in Tampere.\n- Hana works for Helios Logistics.\n- Viktor reports to Mei.\n- Crescent Telecom was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6241", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6242", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6243", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6244", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6245", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Jonas.\n- Ingrid reports to Kenji.\n- Northwind Systems is headquartered in Halifax.\n- Sanne works for Summit Energy.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Yuki reports to Sanne.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Kenji reports to Omar.\n- Nadia works for Bluepine Aviation.\n- Summit Energy was founded in 1982.\n- Pablo works for Ironwood Manufacturing.\n- Omar works for Summit Energy.\n- Lucia reports to Yuki.\n- Kenji works for Bluepine Aviation.\n- Sanne reports to Pablo.\n- Ingrid works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Jonas reports to Ingrid.\n- Callum works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2003.\n- Summit Energy is headquartered in Oslo.\n- Omar reports to Nadia.\n- Jonas works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6247", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6248", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Jonas.\n- Summit Energy was founded in 2015.\n- Dmitri works for Fernhill Foods.\n- Tessa works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Felix.\n- Jonas works for Summit Energy.\n- Fernhill Foods was founded in 1975.\n- Aisha works for Pinnacle Software.\n- Aisha reports to Tessa.\n- Felix reports to Wren.\n- Crescent Telecom was founded in 1996.\n- Wren works for Fernhill Foods.\n- Chiara works for Pinnacle Software.\n- Summit Energy is headquartered in Valencia.\n- Chiara reports to Dmitri.\n- Fernhill Foods is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Austin.\n- Anders reports to Aisha.\n- Pinnacle Software was founded in 1998.\n- Anders works for Pinnacle Software.\n- Wren reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Nadia works for Summit Energy.\n- Hana reports to Dmitri.\n- Callum works for Cedar Retail Group.\n- Dmitri works for Cobalt Health.\n- Omar reports to Callum.\n- Tobias works for Summit Energy.\n- Cedar Retail Group is headquartered in Lyon.\n- Tessa works for Fernhill Foods.\n- Priya works for Cedar Retail Group.\n- Dmitri reports to Omar.\n- Callum reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Cobalt Health is headquartered in Brno.\n- Ravi reports to Priya.\n- Cobalt Health was founded in 2009.\n- Cedar Retail Group was founded in 1995.\n- Summit Energy was founded in 1978.\n- Fernhill Foods was founded in 1996.\n- Summit Energy is headquartered in Dunedin.\n- Priya reports to Nadia.\n- Ingrid reports to Ravi.\n- Nadia reports to Tobias.\n- Tessa reports to Hana.\n- Hana works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2003.\n- Felix reports to Bruno.\n- Priya works for Fernhill Foods.\n- Kenji works for Atlas Freight.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Kenji reports to Ravi.\n- Atlas Freight is headquartered in Brno.\n- Summit Energy is headquartered in Oslo.\n- Bruno works for Atlas Freight.\n- Lattice Analytics is headquartered in Turku.\n- Bruno reports to Viktor.\n- Fernhill Foods is headquartered in Brno.\n- Leila works for Fernhill Foods.\n- Summit Energy was founded in 1995.\n- Callum works for Summit Energy.\n- Leila reports to Kenji.\n- Priya reports to Felix.\n- Atlas Freight was founded in 1990.\n- Callum reports to Priya.\n- Viktor works for Summit Energy.\n- Ravi reports to Callum.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6252", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 April 2025): For employees hired on or after 10 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8429: employee Kenji A., hired 08 February 2024, separated 14 March 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8429?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Bruno works for Crescent Telecom.\n- Cobalt Health is headquartered in Tallinn.\n- Vantage Air was founded in 2008.\n- Felix reports to Amara.\n- Amara reports to Ravi.\n- Vantage Air is headquartered in Brno.\n- Bruno reports to Sofia.\n- Hana works for Crescent Telecom.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1987.\n- Cobalt Health was founded in 1995.\n- Sofia reports to Nadia.\n- Hana reports to Tessa.\n- Ravi reports to Bruno.\n- Ravi works for Vantage Air.\n- Dmitri reports to Hana.\n- Crescent Telecom is headquartered in Tallinn.\n- Felix works for Vantage Air.\n- Sofia works for Cobalt Health.\n- Leila reports to Felix.\n- Nadia reports to Dmitri.\n- Leila works for Cobalt Health.\n- Crescent Telecom was founded in 1979.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Fernhill Foods was founded in 1985.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Wren reports to Kenji.\n- Callum works for Fernhill Foods.\n- Kenji reports to Omar.\n- Omar reports to Bruno.\n- Bruno reports to Callum.\n- Callum reports to Priya.\n- Yuki reports to Wren.\n- Summit Energy was founded in 2007.\n- Cobalt Health is headquartered in Dunedin.\n- Viktor works for Beacon Insurance.\n- Summit Energy is headquartered in Dunedin.\n- Omar works for Fernhill Foods.\n- Beacon Insurance is headquartered in Brno.\n- Bruno works for Cobalt Health.\n- Priya works for Summit Energy.\n- Kenji works for Beacon Insurance.\n- Fernhill Foods is headquartered in Ghent.\n- Viktor reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Atlas Freight was founded in 1983.\n- Leila reports to Mei.\n- Bruno works for Summit Energy.\n- Mei reports to Bruno.\n- Bluepine Aviation was founded in 1986.\n- Sofia works for Bluepine Aviation.\n- Aisha works for Helios Logistics.\n- Mei works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Zoya reports to Hana.\n- Ingrid works for Summit Energy.\n- Bruno reports to Deshawn.\n- Callum reports to Elena.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Bluepine Aviation.\n- Hana reports to Leila.\n- Summit Energy is headquartered in Tallinn.\n- Atlas Freight is headquartered in Lyon.\n- Aisha reports to Stefan.\n- Callum works for Atlas Freight.\n- Bluepine Aviation is headquartered in Lyon.\n- Ingrid reports to Callum.\n- Elena works for Bluepine Aviation.\n- Summit Energy was founded in 1997.\n- Helios Logistics was founded in 1987.\n- Sofia reports to Aisha.\n- Deshawn reports to Sofia.\n- Deshawn works for Atlas Freight.\n- Leila works for Helios Logistics.\n- Stefan reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6256", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6257", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1732: employee Sanne R., hired 07 March 2022, separated 04 January 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-1732 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,000", "2": "$2,800", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6258", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6259", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6260", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6261", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6262", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6263", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6264", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6265", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6266", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6267", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Hana works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Cedar Retail Group was founded in 2011.\n- Cedar Retail Group is headquartered in Basel.\n- Chiara works for Atlas Freight.\n- Mateo works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Mei works for Atlas Freight.\n- Bluepine Aviation was founded in 1981.\n- Kenji works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Atlas Freight was founded in 1976.\n- Hana reports to Stefan.\n- Leila reports to Mei.\n- Beacon Insurance is headquartered in Bergen.\n- Mara reports to Kenji.\n- Leila works for Cedar Retail Group.\n- Kenji reports to Leila.\n- Beacon Insurance was founded in 1978.\n- Mei reports to Chiara.\n- Chiara reports to Hana.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Sanne works for Helios Logistics.\n- Cobalt Health was founded in 2005.\n- Aisha works for Cedar Retail Group.\n- Hana reports to Sanne.\n- Elena reports to Aisha.\n- Emeka works for Crescent Telecom.\n- Chiara works for Cedar Retail Group.\n- Emeka reports to Chiara.\n- Tessa reports to Emeka.\n- Aisha reports to Hana.\n- Mara works for Helios Logistics.\n- Pablo reports to Dmitri.\n- Tessa works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Helios Logistics is headquartered in Adelaide.\n- Pablo works for Cedar Retail Group.\n- Dmitri reports to Elena.\n- Mara reports to Tessa.\n- Hana works for Cedar Retail Group.\n- Chiara reports to Pablo.\n- Helios Logistics was founded in 1993.\n- Cedar Retail Group was founded in 2005.\n- Cobalt Health is headquartered in Lyon.\n- Crescent Telecom was founded in 1986.\n- Crescent Telecom is headquartered in Brno.\n- Cedar Retail Group is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6270", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Ingrid works for Meridian Bank.\n- Chiara works for Bluepine Aviation.\n- Anders reports to Deshawn.\n- Ingrid reports to Kenji.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1979.\n- Callum reports to Elena.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.\n- Meridian Bank is headquartered in Porto.\n- Crescent Telecom was founded in 1985.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor works for Bluepine Aviation.\n- Elena reports to Ingrid.\n- Anders works for Bluepine Aviation.\n- Viktor reports to Anders.\n- Chiara reports to Callum.\n- Callum works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Meridian Bank was founded in 1988.\n- Kenji works for Bluepine Aviation.\n- Deshawn reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6272", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1991.\n- Felix reports to Leila.\n- Cobalt Health was founded in 2006.\n- Cobalt Health is headquartered in Valencia.\n- Leila reports to Yuki.\n- Felix works for Helios Logistics.\n- Leila works for Cobalt Health.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1984.\n- Wren reports to Tobias.\n- Helios Logistics is headquartered in Halifax.\n- Viktor reports to Tessa.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Jonas works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Yuki reports to Jonas.\n- Cedar Retail Group is headquartered in Ghent.\n- Ravi works for Helios Logistics.\n- Tessa reports to Felix.\n- Ravi reports to Nadia.\n- Mateo works for Cobalt Health.\n- Mateo reports to Wren.\n- Tessa works for Cobalt Health.\n- Viktor works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Nadia reports to Ingrid.\n- Vantage Air was founded in 1989.\n- Jonas reports to Mateo.\n- Yuki works for Cobalt Health.\n- Tobias reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6274", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9687: employee Emeka R., hired 21 September 2024, separated 26 February 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-9687 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$7,500", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Hana works for Bluepine Aviation.\n- Viktor works for Fernhill Foods.\n- Crescent Telecom is headquartered in Brno.\n- Kenji works for Helios Logistics.\n- Dmitri reports to Omar.\n- Viktor reports to Nadia.\n- Emeka reports to Chiara.\n- Omar reports to Emeka.\n- Crescent Telecom was founded in 2007.\n- Bluepine Aviation is headquartered in Brno.\n- Chiara works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Nadia reports to Bruno.\n- Omar works for Crescent Telecom.\n- Fernhill Foods was founded in 2014.\n- Chiara reports to Viktor.\n- Nadia works for Fernhill Foods.\n- Helios Logistics was founded in 1993.\n- Fernhill Foods is headquartered in Tallinn.\n- Emeka works for Fernhill Foods.\n- Kenji reports to Dmitri.\n- Bluepine Aviation was founded in 1980.\n- Helios Logistics is headquartered in Tallinn.\n- Bruno reports to Hana.\n- Lucia reports to Kenji.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Mei works for Bluepine Aviation.\n- Chiara reports to Hana.\n- Fernhill Foods was founded in 1992.\n- Omar reports to Lucia.\n- Yuki reports to Stefan.\n- Bluepine Aviation was founded in 1980.\n- Mateo works for Crescent Telecom.\n- Hana reports to Yuki.\n- Stefan works for Fernhill Foods.\n- Viktor reports to Kenji.\n- Mei reports to Viktor.\n- Bluepine Aviation is headquartered in Lyon.\n- Viktor works for Northwind Systems.\n- Crescent Telecom was founded in 1992.\n- Hana works for Fernhill Foods.\n- Yuki works for Crescent Telecom.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Omar.\n- Crescent Telecom is headquartered in Malmo.\n- Mateo reports to Mei.\n- Northwind Systems was founded in 1985.\n- Chiara works for Crescent Telecom.\n- Stefan reports to Mateo.\n- Northwind Systems is headquartered in Malmo.\n- Lucia works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6277", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1517: employee Amara R., hired 03 December 2020, separated 13 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1517?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6278", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Lucia.\n- Chiara reports to Omar.\n- Bruno reports to Callum.\n- Atlas Freight is headquartered in Leeds.\n- Callum reports to Chiara.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ingrid reports to Hana.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 1983.\n- Ironwood Manufacturing was founded in 2008.\n- Pablo reports to Bruno.\n- Bruno works for Atlas Freight.\n- Ingrid works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Omar works for Atlas Freight.\n- Lucia reports to Pablo.\n- Pablo works for Atlas Freight.\n- Summit Energy was founded in 1978.\n- Callum works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 1997.\n- Summit Energy is headquartered in Austin.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6280", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1976.\n- Pablo works for Ironwood Manufacturing.\n- Mara reports to Bruno.\n- Pinnacle Software was founded in 1975.\n- Pinnacle Software is headquartered in Dunedin.\n- Helios Logistics was founded in 2006.\n- Anders works for Helios Logistics.\n- Kenji reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Dmitri works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Ravi reports to Pablo.\n- Cedar Retail Group is headquartered in Bergen.\n- Dmitri reports to Anders.\n- Helios Logistics is headquartered in Bergen.\n- Pablo reports to Kenji.\n- Hana reports to Ravi.\n- Bruno works for Pinnacle Software.\n- Ravi works for Ironwood Manufacturing.\n- Bruno reports to Dmitri.\n- Anders reports to Elena.\n- Lucia reports to Mara.\n- Lucia works for Helios Logistics.\n- Cedar Retail Group was founded in 1984.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6282", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Chiara.\n- Deshawn reports to Mei.\n- Northwind Systems is headquartered in Porto.\n- Meridian Bank was founded in 1982.\n- Beacon Insurance is headquartered in Porto.\n- Chiara reports to Elena.\n- Tobias works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Meridian Bank is headquartered in Valencia.\n- Beacon Insurance was founded in 1988.\n- Elena works for Meridian Bank.\n- Nadia works for Beacon Insurance.\n- Mara reports to Nadia.\n- Cedar Retail Group is headquartered in Oslo.\n- Nadia reports to Tobias.\n- Mateo works for Northwind Systems.\n- Cedar Retail Group was founded in 1988.\n- Mei reports to Mara.\n- Deshawn works for Cedar Retail Group.\n- Northwind Systems was founded in 2013.\n- Mei works for Beacon Insurance.\n- Mateo reports to Deshawn.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1988", "2": "1991", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6284", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8111: employee Bruno T., hired 16 November 2023, separated 23 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8111?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6285", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Deshawn reports to Mateo.\n- Bruno reports to Callum.\n- Mateo reports to Sofia.\n- Anders works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia works for Vantage Air.\n- Bluepine Aviation is headquartered in Malmo.\n- Deshawn works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2011.\n- Zoya reports to Yuki.\n- Zoya works for Bluepine Aviation.\n- Ingrid works for Cedar Retail Group.\n- Yuki reports to Deshawn.\n- Mateo works for Bluepine Aviation.\n- Wren reports to Pablo.\n- Ingrid reports to Wren.\n- Anders reports to Zoya.\n- Sofia reports to Ingrid.\n- Vantage Air was founded in 2010.\n- Callum reports to Priya.\n- Pablo reports to Bruno.\n- Crescent Telecom was founded in 1988.\n- Cedar Retail Group was founded in 1995.\n- Callum works for Cedar Retail Group.\n- Vantage Air is headquartered in Dunedin.\n- Yuki works for Cedar Retail Group.\n- Bruno works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Wren works for Vantage Air.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Aisha reports to Tessa.\n- Viktor reports to Deshawn.\n- Kenji reports to Viktor.\n- Vantage Air is headquartered in Porto.\n- Amara reports to Aisha.\n- Kenji works for Vantage Air.\n- Stefan works for Summit Energy.\n- Tessa works for Summit Energy.\n- Atlas Freight is headquartered in Porto.\n- Summit Energy was founded in 2012.\n- Stefan reports to Amara.\n- Viktor works for Vantage Air.\n- Atlas Freight was founded in 2010.\n- Deshawn works for Cobalt Health.\n- Summit Energy is headquartered in Porto.\n- Amara works for Vantage Air.\n- Dmitri works for Atlas Freight.\n- Cobalt Health was founded in 2012.\n- Vantage Air was founded in 2007.\n- Cobalt Health is headquartered in Porto.\n- Deshawn reports to Dmitri.\n- Tessa reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Tobias.\n- Pablo works for Helios Logistics.\n- Pablo reports to Emeka.\n- Crescent Telecom was founded in 2006.\n- Aisha reports to Tessa.\n- Tessa reports to Zoya.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar works for Helios Logistics.\n- Emeka reports to Omar.\n- Vantage Air is headquartered in Ghent.\n- Tobias works for Crescent Telecom.\n- Omar reports to Aisha.\n- Helios Logistics was founded in 2012.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Emeka works for Helios Logistics.\n- Aisha works for Bluepine Aviation.\n- Tobias reports to Priya.\n- Tessa works for Helios Logistics.\n- Crescent Telecom is headquartered in Leeds.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Basel.\n- Aisha works for Fernhill Foods.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods was founded in 1975.\n- Summit Energy was founded in 1988.\n- Stefan works for Cedar Retail Group.\n- Mara works for Fernhill Foods.\n- Lattice Analytics was founded in 2006.\n- Fernhill Foods is headquartered in Basel.\n- Mateo reports to Kenji.\n- Leila works for Summit Energy.\n- Aisha reports to Leila.\n- Mateo works for Cedar Retail Group.\n- Stefan reports to Aisha.\n- Elena works for Cedar Retail Group.\n- Summit Energy is headquartered in Basel.\n- Lattice Analytics is headquartered in Lyon.\n- Mara reports to Stefan.\n- Cedar Retail Group was founded in 2000.\n- Mei works for Summit Energy.\n- Leila reports to Elena.\n- Kenji reports to Mara.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1973", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6290", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2233: employee Sofia A., hired 26 January 2022, separated 17 November 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2233?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Mateo works for Crescent Telecom.\n- Helios Logistics is headquartered in Brno.\n- Crescent Telecom was founded in 2005.\n- Viktor reports to Mateo.\n- Yuki works for Helios Logistics.\n- Deshawn reports to Pablo.\n- Lattice Analytics was founded in 1995.\n- Omar works for Helios Logistics.\n- Chiara reports to Omar.\n- Pablo works for Fernhill Foods.\n- Lattice Analytics is headquartered in Brno.\n- Aisha reports to Nadia.\n- Felix works for Lattice Analytics.\n- Deshawn works for Helios Logistics.\n- Pablo reports to Yuki.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1976.\n- Zoya works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Felix reports to Viktor.\n- Aisha works for Crescent Telecom.\n- Zoya reports to Felix.\n- Mateo reports to Kenji.\n- Crescent Telecom is headquartered in Basel.\n- Viktor works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Helios Logistics was founded in 1986.\n- Yuki reports to Zoya.\n- Omar reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2003", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Atlas Freight was founded in 1975.\n- Jonas works for Crescent Telecom.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Omar works for Ironwood Manufacturing.\n- Hana reports to Amara.\n- Crescent Telecom was founded in 1989.\n- Callum works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Aisha.\n- Leila reports to Jonas.\n- Jonas reports to Omar.\n- Zoya reports to Hana.\n- Ironwood Manufacturing was founded in 1985.\n- Amara works for Crescent Telecom.\n- Atlas Freight is headquartered in Porto.\n- Felix reports to Mei.\n- Omar reports to Chiara.\n- Crescent Telecom is headquartered in Porto.\n- Aisha reports to Ingrid.\n- Fernhill Foods is headquartered in Oslo.\n- Felix works for Ironwood Manufacturing.\n- Ingrid reports to Felix.\n- Aisha works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Mei reports to Callum.\n- Zoya works for Atlas Freight.\n- Callum reports to Zoya.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Amara reports to Mateo.\n- Mei reports to Callum.\n- Fernhill Foods is headquartered in Cork.\n- Northwind Systems was founded in 1980.\n- Meridian Bank was founded in 1993.\n- Vantage Air is headquartered in Lyon.\n- Deshawn reports to Yuki.\n- Vantage Air was founded in 2015.\n- Nadia works for Vantage Air.\n- Callum reports to Wren.\n- Wren works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Deshawn works for Fernhill Foods.\n- Amara works for Vantage Air.\n- Yuki works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Mateo reports to Mei.\n- Wren reports to Nadia.\n- Mateo works for Meridian Bank.\n- Northwind Systems is headquartered in Lyon.\n- Mei works for Northwind Systems.\n- Fernhill Foods was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6294", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6295", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1997.\n- Deshawn reports to Yuki.\n- Deshawn works for Cedar Retail Group.\n- Atlas Freight was founded in 2009.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Callum reports to Leila.\n- Yuki reports to Callum.\n- Bluepine Aviation was founded in 2000.\n- Leila reports to Omar.\n- Bruno works for Atlas Freight.\n- Cedar Retail Group was founded in 2004.\n- Emeka works for Atlas Freight.\n- Mateo works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Turku.\n- Crescent Telecom is headquartered in Tallinn.\n- Bruno reports to Emeka.\n- Callum works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Omar reports to Mateo.\n- Mateo reports to Bruno.\n- Leila works for Cedar Retail Group.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6297", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 19 July 2025): For employees hired on or after 19 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8376: employee Sofia S., hired 10 May 2025, separated 17 July 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-8376 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$1,500", "2": "$15,167", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2002.\n- Zoya reports to Sofia.\n- Meridian Bank was founded in 2013.\n- Beacon Insurance is headquartered in Dunedin.\n- Hana reports to Dmitri.\n- Ravi reports to Zoya.\n- Meridian Bank is headquartered in Malmo.\n- Deshawn works for Meridian Bank.\n- Mei reports to Ingrid.\n- Deshawn reports to Mateo.\n- Ingrid works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Dmitri reports to Deshawn.\n- Cobalt Health was founded in 1991.\n- Dmitri works for Meridian Bank.\n- Cobalt Health is headquartered in Halifax.\n- Mei works for Helios Logistics.\n- Ingrid reports to Ravi.\n- Aisha works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Mateo works for Cobalt Health.\n- Lucia reports to Hana.\n- Chiara reports to Aisha.\n- Chiara works for Beacon Insurance.\n- Aisha reports to Mei.\n- Beacon Insurance was founded in 2010.\n- Zoya works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6299", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1986.\n- Cedar Retail Group was founded in 2013.\n- Mateo works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Vantage Air is headquartered in Malmo.\n- Dmitri reports to Amara.\n- Ironwood Manufacturing was founded in 1984.\n- Zoya works for Vantage Air.\n- Sofia reports to Ravi.\n- Mei works for Vantage Air.\n- Lucia reports to Sofia.\n- Beacon Insurance is headquartered in Malmo.\n- Sofia works for Cedar Retail Group.\n- Mateo reports to Dmitri.\n- Amara works for Beacon Insurance.\n- Ravi works for Vantage Air.\n- Lucia works for Beacon Insurance.\n- Amara reports to Mei.\n- Ravi reports to Mateo.\n- Jonas works for Vantage Air.\n- Cedar Retail Group is headquartered in Leeds.\n- Beacon Insurance was founded in 1982.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mei reports to Zoya.\n- Dmitri works for Cedar Retail Group.\n- Viktor works for Vantage Air.\n- Viktor reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6301", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim", "4": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1983.\n- Crescent Telecom is headquartered in Tallinn.\n- Fernhill Foods was founded in 1975.\n- Omar works for Crescent Telecom.\n- Mei reports to Leila.\n- Beacon Insurance is headquartered in Adelaide.\n- Bruno reports to Jonas.\n- Pinnacle Software was founded in 1988.\n- Pablo reports to Sofia.\n- Leila works for Fernhill Foods.\n- Omar reports to Ravi.\n- Stefan reports to Omar.\n- Stefan works for Crescent Telecom.\n- Ravi works for Beacon Insurance.\n- Fernhill Foods is headquartered in Tampere.\n- Pablo works for Fernhill Foods.\n- Leila reports to Stefan.\n- Ravi reports to Bruno.\n- Sofia works for Crescent Telecom.\n- Jonas reports to Mateo.\n- Beacon Insurance was founded in 1990.\n- Mateo reports to Pablo.\n- Jonas works for Fernhill Foods.\n- Mei works for Crescent Telecom.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo works for Pinnacle Software.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6303", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3506: employee Lucia R., hired 16 October 2024, separated 05 July 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3506?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6304", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Vantage Air is headquartered in Valencia.\n- Beacon Insurance is headquartered in Leeds.\n- Ravi reports to Dmitri.\n- Aisha works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Mateo works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Aisha reports to Zoya.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation was founded in 2008.\n- Pinnacle Software is headquartered in Ghent.\n- Vantage Air was founded in 2009.\n- Sofia works for Bluepine Aviation.\n- Beacon Insurance was founded in 1988.\n- Dmitri reports to Elena.\n- Bluepine Aviation is headquartered in Leeds.\n- Mei works for Pinnacle Software.\n- Jonas reports to Mateo.\n- Elena works for Pinnacle Software.\n- Priya reports to Sofia.\n- Bruno reports to Jonas.\n- Bruno works for Pinnacle Software.\n- Kenji works for Vantage Air.\n- Mateo reports to Priya.\n- Elena reports to Bruno.\n- Pinnacle Software was founded in 2007.\n- Mei reports to Ravi.\n- Sofia reports to Aisha.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Sanne reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Northwind Systems is headquartered in Ghent.\n- Deshawn reports to Amara.\n- Crescent Telecom was founded in 2000.\n- Leila works for Beacon Insurance.\n- Omar reports to Aisha.\n- Ingrid reports to Kenji.\n- Zoya works for Northwind Systems.\n- Crescent Telecom is headquartered in Tallinn.\n- Stefan reports to Zoya.\n- Kenji reports to Stefan.\n- Amara reports to Ingrid.\n- Beacon Insurance is headquartered in Tallinn.\n- Yuki works for Beacon Insurance.\n- Ingrid works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Pinnacle Software was founded in 1985.\n- Aisha works for Northwind Systems.\n- Leila reports to Deshawn.\n- Aisha reports to Yuki.\n- Stefan works for Pinnacle Software.\n- Nadia reports to Omar.\n- Beacon Insurance was founded in 1986.\n- Deshawn works for Pinnacle Software.\n- Northwind Systems was founded in 1999.\n- Yuki reports to Leila.\n- Sanne works for Beacon Insurance.\n- Amara works for Northwind Systems.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6307", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2376: employee Hana K., hired 30 March 2023, separated 29 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2376?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6308", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1143: employee Wren M., hired 24 August 2020, separated 06 February 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1143?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6309", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6310", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6311", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 64372, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6312", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3822: employee Leila M., hired 21 September 2023, separated 25 August 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3822?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tobias.\n- Zoya works for Cedar Retail Group.\n- Cobalt Health is headquartered in Porto.\n- Aisha works for Beacon Insurance.\n- Tobias works for Vantage Air.\n- Leila works for Cedar Retail Group.\n- Deshawn works for Cobalt Health.\n- Cedar Retail Group is headquartered in Lyon.\n- Vantage Air was founded in 2011.\n- Deshawn reports to Felix.\n- Felix works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Zoya reports to Sofia.\n- Cedar Retail Group was founded in 1978.\n- Beacon Insurance was founded in 2012.\n- Vantage Air is headquartered in Leeds.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Cobalt Health.\n- Felix reports to Amara.\n- Tobias reports to Leila.\n- Leila reports to Aisha.\n- Sofia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6314", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6315", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4775: employee Zoya T., hired 04 June 2021, separated 05 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4775?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2012.\n- Ingrid works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Summit Energy was founded in 2002.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Ravi works for Meridian Bank.\n- Ravi reports to Aisha.\n- Ingrid reports to Amara.\n- Fernhill Foods is headquartered in Leeds.\n- Aisha works for Fernhill Foods.\n- Bruno works for Summit Energy.\n- Mara reports to Lucia.\n- Hana reports to Ravi.\n- Amara works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Pinnacle Software is headquartered in Ghent.\n- Fernhill Foods was founded in 2008.\n- Aisha reports to Ingrid.\n- Lucia reports to Bruno.\n- Bruno reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Halifax.\n- Lucia reports to Elena.\n- Mara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1988.\n- Aisha reports to Mara.\n- Chiara reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Chiara works for Northwind Systems.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air was founded in 1999.\n- Mateo works for Ironwood Manufacturing.\n- Ravi reports to Sanne.\n- Northwind Systems was founded in 1996.\n- Hana works for Northwind Systems.\n- Elena reports to Mateo.\n- Nadia reports to Chiara.\n- Jonas reports to Nadia.\n- Elena works for Ironwood Manufacturing.\n- Kenji reports to Ravi.\n- Ravi works for Vantage Air.\n- Lucia works for Lattice Analytics.\n- Jonas works for Ironwood Manufacturing.\n- Hana reports to Lucia.\n- Nadia works for Ironwood Manufacturing.\n- Sanne reports to Hana.\n- Northwind Systems is headquartered in Porto.\n- Mateo reports to Aisha.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Felix reports to Emeka.\n- Beacon Insurance is headquartered in Dunedin.\n- Hana reports to Elena.\n- Emeka works for Pinnacle Software.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Wren reports to Felix.\n- Lucia reports to Hana.\n- Ravi reports to Mei.\n- Bluepine Aviation is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Beacon Insurance was founded in 1989.\n- Felix works for Summit Energy.\n- Hana works for Bluepine Aviation.\n- Ravi works for Summit Energy.\n- Wren works for Summit Energy.\n- Aisha reports to Ravi.\n- Mei reports to Lucia.\n- Elena reports to Wren.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Dmitri reports to Aisha.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6319", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1307: employee Anders B., hired 05 June 2023, separated 30 July 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1307?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6320", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Tobias.\n- Priya works for Fernhill Foods.\n- Leila reports to Stefan.\n- Emeka reports to Anders.\n- Anders works for Fernhill Foods.\n- Chiara works for Ironwood Manufacturing.\n- Tessa reports to Chiara.\n- Ironwood Manufacturing was founded in 1984.\n- Fernhill Foods was founded in 1992.\n- Stefan works for Meridian Bank.\n- Stefan reports to Dmitri.\n- Tessa works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1996.\n- Hana works for Ironwood Manufacturing.\n- Tobias reports to Leila.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Meridian Bank is headquartered in Turku.\n- Dmitri reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Emeka.\n- Tobias works for Northwind Systems.\n- Fernhill Foods is headquartered in Bergen.\n- Northwind Systems is headquartered in Turku.\n- Callum reports to Priya.\n- Priya reports to Tessa.\n- Emeka works for Northwind Systems.\n- Meridian Bank was founded in 1994.\n- Dmitri works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Anders reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6322", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6323", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6923: employee Stefan M., hired 26 August 2022, separated 20 June 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-6923 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$34,667", "2": "$4,800", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sofia.\n- Tobias reports to Tessa.\n- Atlas Freight is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Sofia reports to Leila.\n- Summit Energy was founded in 2001.\n- Callum works for Vantage Air.\n- Sofia works for Fernhill Foods.\n- Dmitri reports to Kenji.\n- Nadia works for Fernhill Foods.\n- Tessa reports to Mei.\n- Nadia reports to Yuki.\n- Dmitri works for Summit Energy.\n- Leila reports to Lucia.\n- Callum reports to Dmitri.\n- Kenji reports to Anders.\n- Tessa works for Summit Energy.\n- Lucia reports to Tobias.\n- Lucia works for Summit Energy.\n- Vantage Air is headquartered in Ghent.\n- Summit Energy is headquartered in Adelaide.\n- Mei works for Fernhill Foods.\n- Mei reports to Nadia.\n- Tobias works for Vantage Air.\n- Yuki works for Fernhill Foods.\n- Atlas Freight was founded in 1979.\n- Anders works for Atlas Freight.\n- Vantage Air was founded in 1996.\n- Leila works for Atlas Freight.\n- Fernhill Foods was founded in 1975.\n- Fernhill Foods is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6325", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Aisha.\n- Crescent Telecom was founded in 2008.\n- Ingrid works for Cobalt Health.\n- Jonas reports to Viktor.\n- Wren reports to Jonas.\n- Summit Energy was founded in 1997.\n- Helios Logistics is headquartered in Dunedin.\n- Jonas works for Helios Logistics.\n- Ingrid reports to Yuki.\n- Chiara reports to Deshawn.\n- Chiara works for Summit Energy.\n- Tessa works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Deshawn works for Crescent Telecom.\n- Pablo reports to Bruno.\n- Bruno works for Summit Energy.\n- Aisha works for Summit Energy.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo works for Summit Energy.\n- Cobalt Health was founded in 1994.\n- Viktor works for Helios Logistics.\n- Deshawn reports to Mara.\n- Helios Logistics was founded in 2008.\n- Summit Energy is headquartered in Tampere.\n- Cobalt Health is headquartered in Oslo.\n- Yuki works for Crescent Telecom.\n- Tessa reports to Pablo.\n- Yuki reports to Chiara.\n- Wren works for Cobalt Health.\n- Aisha reports to Tessa.\n- Bruno reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6327", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6328", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4811: employee Stefan S., hired 24 August 2019, separated 16 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4811?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6329", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Nadia.\n- Hana reports to Leila.\n- Priya works for Summit Energy.\n- Viktor reports to Priya.\n- Nadia reports to Hana.\n- Tessa works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Vantage Air is headquartered in Nagoya.\n- Summit Energy was founded in 1988.\n- Fernhill Foods was founded in 2007.\n- Fernhill Foods is headquartered in Leeds.\n- Chiara works for Vantage Air.\n- Chiara reports to Mara.\n- Priya reports to Jonas.\n- Mara works for Atlas Freight.\n- Vantage Air was founded in 1997.\n- Tessa reports to Chiara.\n- Hana works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.\n- Jonas works for Atlas Freight.\n- Mara reports to Sanne.\n- Leila works for Vantage Air.\n- Atlas Freight is headquartered in Tallinn.\n- Leila reports to Tessa.\n- Sanne works for Fernhill Foods.\n- Atlas Freight was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6330", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6331", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 January 2023): For employees hired on or after 16 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1984: employee Amara R., hired 02 August 2020, separated 05 March 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1984?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Sanne works for Northwind Systems.\n- Tobias reports to Amara.\n- Felix reports to Sofia.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Felix works for Fernhill Foods.\n- Northwind Systems was founded in 1975.\n- Fernhill Foods is headquartered in Basel.\n- Atlas Freight is headquartered in Tallinn.\n- Amara reports to Mateo.\n- Fernhill Foods was founded in 1984.\n- Emeka reports to Wren.\n- Sanne reports to Felix.\n- Mateo reports to Mara.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 1980.\n- Tobias works for Helios Logistics.\n- Mateo works for Northwind Systems.\n- Sofia reports to Viktor.\n- Sofia works for Atlas Freight.\n- Wren reports to Sanne.\n- Wren works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Mara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1982.\n- Mateo reports to Emeka.\n- Summit Energy is headquartered in Cork.\n- Emeka reports to Sanne.\n- Deshawn works for Cedar Retail Group.\n- Vantage Air is headquartered in Dunedin.\n- Priya reports to Mei.\n- Amara reports to Pablo.\n- Summit Energy was founded in 1994.\n- Cobalt Health was founded in 1980.\n- Callum works for Summit Energy.\n- Cobalt Health is headquartered in Nagoya.\n- Callum reports to Mara.\n- Sanne works for Cedar Retail Group.\n- Pablo reports to Dmitri.\n- Cedar Retail Group is headquartered in Turku.\n- Yuki reports to Amara.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Yuki works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Sanne reports to Callum.\n- Cedar Retail Group was founded in 1986.\n- Amara works for Cedar Retail Group.\n- Dmitri reports to Priya.\n- Mara reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Deshawn reports to Mateo.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6334", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Beacon Insurance was founded in 2000.\n- Felix reports to Amara.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Stefan works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Viktor works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Viktor reports to Yuki.\n- Cobalt Health is headquartered in Porto.\n- Cobalt Health was founded in 1984.\n- Northwind Systems was founded in 2012.\n- Yuki reports to Hana.\n- Omar reports to Felix.\n- Omar works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Northwind Systems is headquartered in Porto.\n- Hana works for Bluepine Aviation.\n- Hana reports to Omar.\n- Bluepine Aviation was founded in 2013.\n- Beacon Insurance is headquartered in Cork.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6336", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6337", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4445: employee Priya T., hired 15 September 2022, separated 01 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4445?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Kenji works for Crescent Telecom.\n- Emeka reports to Viktor.\n- Tobias reports to Yuki.\n- Ravi works for Crescent Telecom.\n- Viktor reports to Zoya.\n- Hana reports to Omar.\n- Viktor works for Helios Logistics.\n- Zoya reports to Kenji.\n- Tobias works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Emeka works for Helios Logistics.\n- Anders reports to Tobias.\n- Bluepine Aviation is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 1993.\n- Kenji reports to Anders.\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Yuki reports to Hana.\n- Northwind Systems is headquartered in Ghent.\n- Ravi reports to Emeka.\n- Helios Logistics was founded in 1981.\n- Yuki works for Helios Logistics.\n- Bluepine Aviation was founded in 1986.\n- Anders works for Crescent Telecom.\n- Northwind Systems was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6339", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 29395 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1984.\n- Tessa works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum reports to Stefan.\n- Helios Logistics is headquartered in Turku.\n- Chiara reports to Callum.\n- Stefan reports to Tessa.\n- Elena reports to Chiara.\n- Yuki reports to Emeka.\n- Emeka reports to Leila.\n- Bluepine Aviation was founded in 2002.\n- Leila works for Lattice Analytics.\n- Yuki works for Bluepine Aviation.\n- Lattice Analytics was founded in 2010.\n- Callum works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Chiara works for Helios Logistics.\n- Leila reports to Elena.\n- Fernhill Foods is headquartered in Brno.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Stefan works for Helios Logistics.\n- Fernhill Foods was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6341", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4286: employee Jonas M., hired 27 January 2023, separated 14 December 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-4286 under the controlling rules.", "criteria": {"0": "$18,633", "1": "$4,300", "2": "$4,350", "3": "$2,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1984.\n- Atlas Freight is headquartered in Bergen.\n- Tobias works for Vantage Air.\n- Aisha reports to Felix.\n- Sofia reports to Tobias.\n- Viktor works for Bluepine Aviation.\n- Vantage Air was founded in 1977.\n- Viktor reports to Callum.\n- Bruno reports to Aisha.\n- Felix works for Fernhill Foods.\n- Tobias reports to Bruno.\n- Vantage Air is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Lyon.\n- Bruno works for Fernhill Foods.\n- Aisha works for Vantage Air.\n- Sofia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Adelaide.\n- Atlas Freight was founded in 2015.\n- Yuki works for Bluepine Aviation.\n- Fernhill Foods was founded in 1994.\n- Yuki reports to Viktor.\n- Callum works for Atlas Freight.\n- Felix reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6343", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Wren.\n- Lucia reports to Elena.\n- Crescent Telecom is headquartered in Brno.\n- Mara reports to Callum.\n- Meridian Bank was founded in 2003.\n- Callum works for Crescent Telecom.\n- Nadia reports to Zoya.\n- Wren works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Atlas Freight was founded in 1997.\n- Aisha reports to Viktor.\n- Viktor works for Crescent Telecom.\n- Lattice Analytics is headquartered in Halifax.\n- Priya reports to Mara.\n- Priya works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Zoya works for Crescent Telecom.\n- Meridian Bank is headquartered in Malmo.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Wren reports to Priya.\n- Nadia works for Lattice Analytics.\n- Viktor reports to Lucia.\n- Crescent Telecom was founded in 1982.\n- Mara works for Crescent Telecom.\n- Elena reports to Nadia.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6345", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6346", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6347", "family": "intent_v3", "state": "Incoming support message:\n\"Order 3593 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6348", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6349", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3266: employee Deshawn A., hired 02 May 2022, separated 25 July 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3266?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6350", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6351", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6352", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Felix works for Helios Logistics.\n- Stefan works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1997.\n- Cedar Retail Group is headquartered in Dunedin.\n- Helios Logistics is headquartered in Dunedin.\n- Sofia works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Viktor works for Helios Logistics.\n- Bruno reports to Viktor.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank was founded in 2012.\n- Hana reports to Felix.\n- Meridian Bank is headquartered in Tallinn.\n- Felix reports to Stefan.\n- Bruno works for Meridian Bank.\n- Sofia reports to Jonas.\n- Viktor reports to Hana.\n- Stefan reports to Sofia.\n- Cedar Retail Group was founded in 1984.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Sanne works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Emeka reports to Elena.\n- Anders reports to Felix.\n- Lucia works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Elena reports to Tessa.\n- Mateo reports to Ingrid.\n- Mateo works for Cobalt Health.\n- Felix reports to Lucia.\n- Summit Energy was founded in 1995.\n- Pinnacle Software was founded in 1976.\n- Jonas reports to Emeka.\n- Cobalt Health is headquartered in Basel.\n- Tessa reports to Mateo.\n- Ingrid reports to Anders.\n- Wren works for Summit Energy.\n- Cobalt Health was founded in 2010.\n- Dmitri works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Dmitri reports to Wren.\n- Hana reports to Dmitri.\n- Lucia reports to Hana.\n- Pinnacle Software is headquartered in Cork.\n- Elena works for Northwind Systems.\n- Tessa works for Cobalt Health.\n- Jonas works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1971", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6355", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6356", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6357", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4298: employee Tobias A., hired 07 November 2023, separated 21 November 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-4298 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$3,750", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6358", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6359", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6360", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 May 2023): For employees hired on or after 26 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1210: employee Ingrid K., hired 15 September 2019, separated 23 August 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1210?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6361", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3763: employee Ingrid K., hired 27 July 2023, separated 05 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3763?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6362", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6363", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6364", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6365", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6426: employee Jonas T., hired 20 March 2021, separated 29 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6426?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Malmo.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2014.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Zoya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Leila reports to Ingrid.\n- Wren works for Summit Energy.\n- Viktor works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Tessa.\n- Amara reports to Leila.\n- Crescent Telecom was founded in 2005.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Zoya works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Elena reports to Mara.\n- Amara works for Summit Energy.\n- Fernhill Foods was founded in 1994.\n- Elena works for Fernhill Foods.\n- Tessa works for Summit Energy.\n- Tessa reports to Elena.\n- Mara reports to Hana.\n- Summit Energy was founded in 2014.\n- Tobias reports to Viktor.\n- Viktor reports to Zoya.\n- Aisha reports to Amara.\n- Hana reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6367", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Mateo reports to Emeka.\n- Emeka works for Northwind Systems.\n- Helios Logistics is headquartered in Austin.\n- Amara works for Helios Logistics.\n- Mateo works for Summit Energy.\n- Emeka reports to Yuki.\n- Kenji reports to Ravi.\n- Summit Energy is headquartered in Austin.\n- Nadia reports to Kenji.\n- Ravi reports to Ingrid.\n- Elena works for Northwind Systems.\n- Elena reports to Amara.\n- Kenji works for Bluepine Aviation.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Helios Logistics was founded in 2006.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Lucia reports to Mateo.\n- Yuki reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Yuki works for Summit Energy.\n- Bluepine Aviation was founded in 2014.\n- Ingrid reports to Lucia.\n- Northwind Systems was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "2005", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6369", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Leila.\n- Meridian Bank is headquartered in Basel.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Viktor works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2010.\n- Summit Energy is headquartered in Valencia.\n- Aisha works for Summit Energy.\n- Northwind Systems is headquartered in Basel.\n- Meridian Bank was founded in 1991.\n- Leila works for Summit Energy.\n- Ironwood Manufacturing was founded in 1975.\n- Yuki reports to Omar.\n- Leila reports to Viktor.\n- Omar reports to Aisha.\n- Deshawn reports to Yuki.\n- Stefan works for Summit Energy.\n- Stefan reports to Mateo.\n- Omar works for Summit Energy.\n- Mateo reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2002", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6371", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mei.\n- Yuki works for Helios Logistics.\n- Atlas Freight was founded in 1977.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Yuki reports to Lucia.\n- Atlas Freight is headquartered in Bergen.\n- Dmitri reports to Elena.\n- Mateo works for Helios Logistics.\n- Lucia reports to Mateo.\n- Mateo reports to Dmitri.\n- Helios Logistics was founded in 2010.\n- Felix reports to Bruno.\n- Felix works for Ironwood Manufacturing.\n- Elena works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Dmitri works for Helios Logistics.\n- Mei works for Bluepine Aviation.\n- Mei reports to Yuki.\n- Ironwood Manufacturing was founded in 1995.\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6372", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6373", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8306: employee Nadia B., hired 07 December 2022, separated 05 October 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-8306 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$10,885", "3": "$7,269"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6374", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Ravi reports to Viktor.\n- Anders works for Cedar Retail Group.\n- Hana reports to Stefan.\n- Anders reports to Leila.\n- Stefan works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1989.\n- Mara works for Cedar Retail Group.\n- Emeka reports to Mara.\n- Fernhill Foods is headquartered in Dunedin.\n- Hana works for Bluepine Aviation.\n- Viktor reports to Bruno.\n- Callum reports to Felix.\n- Cedar Retail Group is headquartered in Basel.\n- Leila works for Fernhill Foods.\n- Lucia reports to Anders.\n- Ravi works for Cedar Retail Group.\n- Fernhill Foods was founded in 1981.\n- Viktor works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.\n- Bruno works for Fernhill Foods.\n- Stefan reports to Callum.\n- Mara reports to Ravi.\n- Felix works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tampere.\n- Cedar Retail Group was founded in 1997.\n- Leila reports to Hana.\n- Cobalt Health was founded in 2013.\n- Felix reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6376", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Lucia.\n- Felix works for Vantage Air.\n- Aisha works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Nagoya.\n- Vantage Air was founded in 1982.\n- Helios Logistics is headquartered in Malmo.\n- Bluepine Aviation was founded in 1991.\n- Lucia reports to Aisha.\n- Fernhill Foods was founded in 1997.\n- Callum reports to Felix.\n- Fernhill Foods is headquartered in Malmo.\n- Aisha reports to Stefan.\n- Stefan works for Fernhill Foods.\n- Tobias reports to Dmitri.\n- Stefan reports to Elena.\n- Callum works for Bluepine Aviation.\n- Felix reports to Tobias.\n- Helios Logistics was founded in 2006.\n- Elena works for Helios Logistics.\n- Vantage Air is headquartered in Nagoya.\n- Dmitri works for Bluepine Aviation.\n- Lucia works for Helios Logistics.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2001", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6378", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1675: employee Anders K., hired 24 May 2022, separated 14 April 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1675?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6379", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8276: employee Lucia A., hired 09 August 2020, separated 28 December 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-8276 under the controlling rules.", "criteria": {"0": "$8,827", "1": "$45,000", "2": "$10,385", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6380", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5957: employee Ravi R., hired 15 October 2021, separated 02 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5957?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6381", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8335: employee Priya A., hired 02 January 2024, separated 04 July 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-8335 under the controlling rules.", "criteria": {"0": "$0", "1": "$2,000", "2": "$500", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Lucia reports to Priya.\n- Priya reports to Sanne.\n- Vantage Air is headquartered in Porto.\n- Priya works for Cobalt Health.\n- Yuki reports to Emeka.\n- Kenji reports to Elena.\n- Fernhill Foods is headquartered in Halifax.\n- Lattice Analytics is headquartered in Oslo.\n- Pablo reports to Viktor.\n- Cobalt Health was founded in 1976.\n- Viktor reports to Kenji.\n- Yuki works for Vantage Air.\n- Sanne reports to Pablo.\n- Lattice Analytics was founded in 1997.\n- Kenji works for Vantage Air.\n- Omar reports to Yuki.\n- Cobalt Health is headquartered in Oslo.\n- Sanne works for Cobalt Health.\n- Lucia works for Fernhill Foods.\n- Elena reports to Omar.\n- Pablo works for Lattice Analytics.\n- Elena works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Vantage Air was founded in 1996.\n- Fernhill Foods was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6383", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6310: employee Dmitri T., hired 06 November 2022, separated 23 February 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6310?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6384", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Atlas Freight was founded in 1980.\n- Lucia reports to Tobias.\n- Meridian Bank was founded in 2000.\n- Mateo reports to Aisha.\n- Aisha reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Yuki reports to Mateo.\n- Pablo works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Pinnacle Software is headquartered in Leeds.\n- Pablo reports to Zoya.\n- Lucia works for Atlas Freight.\n- Fernhill Foods was founded in 2010.\n- Yuki works for Pinnacle Software.\n- Fernhill Foods is headquartered in Bergen.\n- Pinnacle Software was founded in 1991.\n- Zoya works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Tobias reports to Sanne.\n- Zoya reports to Hana.\n- Meridian Bank is headquartered in Bergen.\n- Tobias works for Meridian Bank.\n- Leila reports to Yuki.\n- Sanne reports to Pablo.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1990.\n- Nadia works for Northwind Systems.\n- Atlas Freight is headquartered in Tallinn.\n- Zoya works for Northwind Systems.\n- Pablo reports to Chiara.\n- Priya reports to Elena.\n- Sanne works for Lattice Analytics.\n- Tobias reports to Priya.\n- Sanne reports to Pablo.\n- Lattice Analytics is headquartered in Valencia.\n- Meridian Bank was founded in 2007.\n- Priya works for Lattice Analytics.\n- Nadia reports to Anders.\n- Chiara works for Atlas Freight.\n- Elena reports to Sanne.\n- Atlas Freight was founded in 2005.\n- Zoya reports to Lucia.\n- Northwind Systems is headquartered in Cork.\n- Lucia reports to Nadia.\n- Lattice Analytics was founded in 1989.\n- Meridian Bank is headquartered in Tallinn.\n- Tobias works for Meridian Bank.\n- Anders works for Lattice Analytics.\n- Anders reports to Tobias.\n- Lucia works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Leila.\n- Omar works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Porto.\n- Lucia reports to Omar.\n- Stefan works for Meridian Bank.\n- Omar reports to Felix.\n- Priya works for Meridian Bank.\n- Cedar Retail Group was founded in 1997.\n- Anders works for Bluepine Aviation.\n- Felix reports to Anders.\n- Leila works for Meridian Bank.\n- Summit Energy was founded in 2005.\n- Summit Energy is headquartered in Cork.\n- Mei works for Summit Energy.\n- Stefan reports to Nadia.\n- Nadia works for Meridian Bank.\n- Leila reports to Dmitri.\n- Elena reports to Hana.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Dmitri reports to Stefan.\n- Lucia works for Meridian Bank.\n- Dmitri works for Cedar Retail Group.\n- Nadia reports to Priya.\n- Priya reports to Mei.\n- Meridian Bank is headquartered in Ghent.\n- Bluepine Aviation was founded in 1996.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Anders reports to Elena.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6388", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6389", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Status on my shipment 14097 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6390", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Aisha works for Cedar Retail Group.\n- Ravi works for Beacon Insurance.\n- Yuki reports to Omar.\n- Callum works for Meridian Bank.\n- Wren reports to Emeka.\n- Beacon Insurance is headquartered in Brno.\n- Ingrid reports to Wren.\n- Vantage Air was founded in 1995.\n- Tessa reports to Dmitri.\n- Yuki works for Cedar Retail Group.\n- Meridian Bank is headquartered in Brno.\n- Ingrid works for Meridian Bank.\n- Tessa works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Emeka reports to Tobias.\n- Emeka works for Cedar Retail Group.\n- Beacon Insurance was founded in 2007.\n- Cedar Retail Group is headquartered in Dunedin.\n- Pablo works for Beacon Insurance.\n- Ravi reports to Yuki.\n- Aisha reports to Pablo.\n- Cedar Retail Group was founded in 2000.\n- Dmitri reports to Ravi.\n- Pablo reports to Ingrid.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Aisha.\n- Callum reports to Tessa.\n- Meridian Bank was founded in 1977.\n- Wren works for Vantage Air.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6392", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Sofia reports to Mei.\n- Mei works for Cedar Retail Group.\n- Summit Energy is headquartered in Porto.\n- Wren reports to Yuki.\n- Beacon Insurance was founded in 1988.\n- Aisha works for Helios Logistics.\n- Yuki reports to Jonas.\n- Cedar Retail Group is headquartered in Ghent.\n- Cedar Retail Group was founded in 1987.\n- Yuki works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Aisha reports to Wren.\n- Anders works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 2011.\n- Helios Logistics is headquartered in Austin.\n- Anders reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Jonas reports to Anders.\n- Elena works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Bruno works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2010.\n- Crescent Telecom is headquartered in Nagoya.\n- Northwind Systems was founded in 1996.\n- Emeka reports to Mateo.\n- Tessa works for Crescent Telecom.\n- Dmitri reports to Nadia.\n- Ingrid reports to Sanne.\n- Ingrid works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Mateo works for Northwind Systems.\n- Mateo reports to Dmitri.\n- Chiara works for Northwind Systems.\n- Chiara reports to Priya.\n- Meridian Bank is headquartered in Nagoya.\n- Ravi reports to Tessa.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Sanne works for Crescent Telecom.\n- Meridian Bank was founded in 1979.\n- Bruno reports to Emeka.\n- Leila reports to Bruno.\n- Priya reports to Ingrid.\n- Priya works for Crescent Telecom.\n- Leila works for Meridian Bank.\n- Sanne reports to Leila.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Dmitri works for Crescent Telecom.\n- Nadia reports to Ravi.\n- Crescent Telecom was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6395", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1244: employee Bruno M., hired 26 October 2022, separated 17 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1244?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Helios Logistics is headquartered in Valencia.\n- Callum reports to Aisha.\n- Hana works for Helios Logistics.\n- Hana reports to Felix.\n- Tobias works for Cedar Retail Group.\n- Aisha works for Helios Logistics.\n- Chiara reports to Zoya.\n- Tessa works for Vantage Air.\n- Northwind Systems was founded in 1986.\n- Felix works for Helios Logistics.\n- Cedar Retail Group was founded in 1985.\n- Deshawn works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Tessa reports to Callum.\n- Zoya reports to Tobias.\n- Helios Logistics was founded in 1995.\n- Tobias reports to Hana.\n- Vantage Air is headquartered in Adelaide.\n- Vantage Air was founded in 1997.\n- Mara works for Northwind Systems.\n- Chiara works for Cedar Retail Group.\n- Felix reports to Tessa.\n- Aisha reports to Mara.\n- Mara reports to Deshawn.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6397", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 January 2023): For employees hired on or after 02 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5308: employee Ravi M., hired 10 July 2022, separated 08 November 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5308?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6398", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 December 2022): For employees hired on or after 19 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9299: employee Mara T., hired 19 May 2019, separated 06 February 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9299?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6399", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mara.\n- Crescent Telecom was founded in 1978.\n- Ironwood Manufacturing was founded in 2003.\n- Anders reports to Dmitri.\n- Mei reports to Lucia.\n- Anders works for Crescent Telecom.\n- Dmitri works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lucia reports to Leila.\n- Meridian Bank was founded in 2011.\n- Leila works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Meridian Bank is headquartered in Austin.\n- Cobalt Health was founded in 2010.\n- Mei works for Ironwood Manufacturing.\n- Yuki works for Meridian Bank.\n- Yuki reports to Mei.\n- Lucia works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Anders.\n- Crescent Telecom is headquartered in Austin.\n- Dmitri reports to Yuki.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2001", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6401", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6402", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6403", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6587: employee Omar M., hired 06 August 2023, separated 05 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6587?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 1993.\n- Elena reports to Mateo.\n- Bluepine Aviation is headquartered in Lyon.\n- Felix reports to Anders.\n- Crescent Telecom was founded in 2001.\n- Anders works for Vantage Air.\n- Anders reports to Stefan.\n- Tessa works for Crescent Telecom.\n- Chiara works for Vantage Air.\n- Aisha reports to Felix.\n- Zoya reports to Callum.\n- Tessa reports to Ingrid.\n- Zoya works for Northwind Systems.\n- Callum reports to Elena.\n- Mateo works for Bluepine Aviation.\n- Northwind Systems is headquartered in Valencia.\n- Ingrid works for Vantage Air.\n- Chiara reports to Aisha.\n- Bluepine Aviation was founded in 1994.\n- Crescent Telecom is headquartered in Oslo.\n- Stefan reports to Hana.\n- Hana works for Vantage Air.\n- Mateo reports to Tessa.\n- Elena works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Stefan works for Vantage Air.\n- Hana reports to Zoya.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6405", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Jonas reports to Yuki.\n- Priya works for Bluepine Aviation.\n- Amara works for Pinnacle Software.\n- Omar reports to Callum.\n- Priya reports to Omar.\n- Jonas works for Pinnacle Software.\n- Lucia reports to Mateo.\n- Hana works for Meridian Bank.\n- Bluepine Aviation was founded in 2007.\n- Ingrid reports to Kenji.\n- Meridian Bank was founded in 1976.\n- Meridian Bank is headquartered in Austin.\n- Ingrid works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Helios Logistics was founded in 1989.\n- Amara reports to Priya.\n- Mateo works for Bluepine Aviation.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Hana reports to Jonas.\n- Mateo reports to Mei.\n- Yuki reports to Lucia.\n- Omar works for Bluepine Aviation.\n- Mei reports to Amara.\n- Pinnacle Software is headquartered in Halifax.\n- Yuki works for Helios Logistics.\n- Callum reports to Ingrid.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Emeka reports to Bruno.\n- Bluepine Aviation is headquartered in Halifax.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Hana reports to Mei.\n- Stefan reports to Ingrid.\n- Viktor reports to Leila.\n- Stefan works for Cobalt Health.\n- Felix works for Bluepine Aviation.\n- Mei reports to Jonas.\n- Felix reports to Stefan.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Leila reports to Hana.\n- Cobalt Health is headquartered in Lyon.\n- Jonas works for Cobalt Health.\n- Meridian Bank was founded in 1991.\n- Hana works for Bluepine Aviation.\n- Deshawn works for Ironwood Manufacturing.\n- Bruno works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1994.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Dmitri.\n- Emeka works for Cobalt Health.\n- Meridian Bank is headquartered in Lyon.\n- Jonas reports to Deshawn.\n- Mei works for Meridian Bank.\n- Cobalt Health was founded in 1995.\n- Ingrid works for Bluepine Aviation.\n- Dmitri reports to Viktor.\n- Deshawn reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1987.\n- Amara reports to Kenji.\n- Sofia works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Ingrid works for Atlas Freight.\n- Ingrid reports to Sanne.\n- Mara works for Lattice Analytics.\n- Aisha reports to Ingrid.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Stefan reports to Yuki.\n- Aisha works for Lattice Analytics.\n- Sanne reports to Hana.\n- Bruno reports to Wren.\n- Hana reports to Amara.\n- Atlas Freight was founded in 1988.\n- Sofia reports to Aisha.\n- Kenji works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Bruno works for Lattice Analytics.\n- Meridian Bank is headquartered in Cork.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Yuki reports to Mara.\n- Kenji reports to Bruno.\n- Stefan works for Meridian Bank.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6408", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Chiara works for Lattice Analytics.\n- Priya reports to Chiara.\n- Mara reports to Nadia.\n- Sofia reports to Elena.\n- Nadia works for Helios Logistics.\n- Elena reports to Priya.\n- Nadia reports to Kenji.\n- Sanne works for Pinnacle Software.\n- Tobias works for Helios Logistics.\n- Elena works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Tobias reports to Sofia.\n- Tessa works for Helios Logistics.\n- Cobalt Health was founded in 1979.\n- Lattice Analytics is headquartered in Leeds.\n- Helios Logistics is headquartered in Ghent.\n- Kenji works for Cobalt Health.\n- Kenji reports to Sanne.\n- Pinnacle Software is headquartered in Ghent.\n- Sofia works for Helios Logistics.\n- Lattice Analytics was founded in 2015.\n- Pinnacle Software was founded in 1976.\n- Chiara reports to Tessa.\n- Tessa reports to Mara.\n- Stefan reports to Tobias.\n- Sanne reports to Bruno.\n- Priya works for Helios Logistics.\n- Mara works for Pinnacle Software.\n- Helios Logistics was founded in 2005.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Atlas Freight.\n- Cedar Retail Group was founded in 1990.\n- Dmitri reports to Hana.\n- Pablo reports to Aisha.\n- Felix reports to Pablo.\n- Ravi reports to Ingrid.\n- Mei works for Atlas Freight.\n- Hana reports to Tessa.\n- Sanne reports to Leila.\n- Leila reports to Dmitri.\n- Cedar Retail Group is headquartered in Austin.\n- Atlas Freight was founded in 1995.\n- Dmitri works for Cedar Retail Group.\n- Northwind Systems was founded in 2015.\n- Pablo works for Ironwood Manufacturing.\n- Tessa reports to Felix.\n- Atlas Freight is headquartered in Tallinn.\n- Ravi works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2004.\n- Mei reports to Ravi.\n- Ingrid works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Northwind Systems is headquartered in Tampere.\n- Felix works for Ironwood Manufacturing.\n- Aisha reports to Mei.\n- Ingrid reports to Tobias.\n- Tobias works for Atlas Freight.\n- Aisha works for Ironwood Manufacturing.\n- Sanne works for Atlas Freight.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1985", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Kenji works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Elena works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1979.\n- Cobalt Health is headquartered in Cork.\n- Ravi reports to Tobias.\n- Sanne reports to Emeka.\n- Tobias works for Cobalt Health.\n- Ravi works for Beacon Insurance.\n- Aisha reports to Ravi.\n- Emeka works for Cobalt Health.\n- Elena reports to Anders.\n- Beacon Insurance was founded in 1988.\n- Emeka reports to Lucia.\n- Vantage Air is headquartered in Bergen.\n- Anders works for Cobalt Health.\n- Beacon Insurance is headquartered in Bergen.\n- Kenji reports to Sanne.\n- Jonas reports to Aisha.\n- Anders reports to Kenji.\n- Lucia works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Lucia reports to Jonas.\n- Vantage Air was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6412", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4691: employee Tessa R., hired 19 May 2024, separated 03 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4691?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6413", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Deshawn.\n- Helios Logistics is headquartered in Basel.\n- Sofia reports to Viktor.\n- Fernhill Foods is headquartered in Brno.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Omar works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Helios Logistics was founded in 1976.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Nadia works for Cobalt Health.\n- Omar reports to Wren.\n- Nadia reports to Zoya.\n- Mateo reports to Omar.\n- Elena reports to Mateo.\n- Deshawn works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Stefan reports to Nadia.\n- Wren reports to Sofia.\n- Fernhill Foods was founded in 2012.\n- Stefan works for Helios Logistics.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Wren works for Ironwood Manufacturing.\n- Deshawn reports to Stefan.\n- Elena works for Helios Logistics.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6415", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Deshawn works for Lattice Analytics.\n- Omar works for Fernhill Foods.\n- Beacon Insurance was founded in 1992.\n- Lattice Analytics is headquartered in Tampere.\n- Mei works for Lattice Analytics.\n- Leila reports to Deshawn.\n- Lattice Analytics was founded in 1990.\n- Aisha reports to Mei.\n- Deshawn reports to Omar.\n- Mei reports to Leila.\n- Callum reports to Felix.\n- Ingrid reports to Kenji.\n- Kenji reports to Dmitri.\n- Felix reports to Ingrid.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2010.\n- Dmitri works for Fernhill Foods.\n- Ingrid works for Lattice Analytics.\n- Fernhill Foods is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Porto.\n- Felix works for Fernhill Foods.\n- Leila works for Lattice Analytics.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1983", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6416", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6418", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7149: employee Aisha B., hired 27 April 2024, separated 05 June 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2026-7149 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$5,000", "2": "$6,000", "3": "$4,950"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6419", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6420", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6421", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9367: employee Lucia M., hired 06 September 2019, separated 06 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9367?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6422", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2775: employee Emeka K., hired 12 April 2024, separated 24 November 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-2775 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$8,231", "2": "$3,462", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 2007.\n- Tessa works for Summit Energy.\n- Mateo works for Lattice Analytics.\n- Tessa reports to Mateo.\n- Meridian Bank is headquartered in Bergen.\n- Bluepine Aviation was founded in 1982.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Deshawn works for Meridian Bank.\n- Lattice Analytics is headquartered in Lyon.\n- Anders works for Summit Energy.\n- Ingrid reports to Tessa.\n- Summit Energy is headquartered in Turku.\n- Meridian Bank was founded in 2004.\n- Anders reports to Tobias.\n- Lattice Analytics was founded in 1998.\n- Tobias works for Meridian Bank.\n- Ravi works for Summit Energy.\n- Amara reports to Deshawn.\n- Deshawn reports to Anders.\n- Ravi reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Lucia.\n- Viktor works for Helios Logistics.\n- Callum reports to Viktor.\n- Nadia works for Atlas Freight.\n- Atlas Freight was founded in 1998.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 2014.\n- Stefan reports to Sofia.\n- Helios Logistics is headquartered in Ghent.\n- Atlas Freight is headquartered in Valencia.\n- Viktor reports to Chiara.\n- Yuki reports to Nadia.\n- Cedar Retail Group was founded in 1978.\n- Lattice Analytics is headquartered in Oslo.\n- Stefan works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Nadia reports to Stefan.\n- Helios Logistics was founded in 1981.\n- Cedar Retail Group is headquartered in Valencia.\n- Callum works for Helios Logistics.\n- Lucia reports to Yuki.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Mara works for Bluepine Aviation.\n- Elena works for Vantage Air.\n- Pinnacle Software was founded in 1990.\n- Omar reports to Stefan.\n- Pablo reports to Elena.\n- Wren works for Bluepine Aviation.\n- Lucia works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Elena reports to Lucia.\n- Emeka reports to Kenji.\n- Leila works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 2007.\n- Pinnacle Software is headquartered in Turku.\n- Mara reports to Amara.\n- Wren reports to Sanne.\n- Summit Energy is headquartered in Bergen.\n- Leila reports to Omar.\n- Bluepine Aviation is headquartered in Turku.\n- Stefan reports to Wren.\n- Bluepine Aviation was founded in 1975.\n- Sanne reports to Mara.\n- Omar works for Pinnacle Software.\n- Vantage Air was founded in 1996.\n- Amara reports to Pablo.\n- Emeka works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Amara works for Summit Energy.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6426", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2004.\n- Ravi works for Helios Logistics.\n- Ingrid works for Crescent Telecom.\n- Yuki reports to Omar.\n- Crescent Telecom was founded in 1986.\n- Nadia works for Helios Logistics.\n- Lattice Analytics was founded in 1985.\n- Omar works for Helios Logistics.\n- Viktor works for Bluepine Aviation.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom is headquartered in Cork.\n- Yuki works for Crescent Telecom.\n- Tessa works for Bluepine Aviation.\n- Ingrid reports to Tessa.\n- Nadia reports to Amara.\n- Bluepine Aviation is headquartered in Austin.\n- Mara reports to Priya.\n- Lattice Analytics is headquartered in Austin.\n- Jonas works for Lattice Analytics.\n- Amara reports to Dmitri.\n- Omar reports to Ingrid.\n- Helios Logistics was founded in 1995.\n- Amara works for Lattice Analytics.\n- Priya reports to Nadia.\n- Mara works for Bluepine Aviation.\n- Viktor reports to Jonas.\n- Dmitri reports to Ravi.\n- Ravi reports to Yuki.\n- Priya works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Jonas reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Bruno works for Pinnacle Software.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1993.\n- Tobias reports to Sanne.\n- Deshawn reports to Chiara.\n- Callum reports to Anders.\n- Sanne works for Vantage Air.\n- Yuki reports to Deshawn.\n- Cedar Retail Group is headquartered in Leeds.\n- Pinnacle Software is headquartered in Leeds.\n- Yuki works for Vantage Air.\n- Bluepine Aviation is headquartered in Brno.\n- Anders works for Pinnacle Software.\n- Bruno reports to Callum.\n- Callum works for Cedar Retail Group.\n- Anders reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Deshawn works for Bluepine Aviation.\n- Sanne reports to Yuki.\n- Vantage Air was founded in 2000.\n- Pinnacle Software was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Stefan reports to Felix.\n- Bluepine Aviation was founded in 1976.\n- Tessa reports to Callum.\n- Pinnacle Software is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Porto.\n- Amara works for Bluepine Aviation.\n- Leila reports to Amara.\n- Amara reports to Emeka.\n- Jonas reports to Elena.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Helios Logistics was founded in 1986.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Tobias reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pablo works for Pinnacle Software.\n- Elena works for Ironwood Manufacturing.\n- Tobias works for Pinnacle Software.\n- Kenji reports to Tobias.\n- Emeka reports to Pablo.\n- Leila works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Pablo reports to Jonas.\n- Jonas works for Pinnacle Software.\n- Helios Logistics is headquartered in Porto.\n- Elena reports to Tessa.\n- Callum reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6430", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Anders.\n- Priya reports to Mei.\n- Crescent Telecom was founded in 1983.\n- Fernhill Foods was founded in 2013.\n- Amara works for Crescent Telecom.\n- Amara reports to Elena.\n- Ravi works for Crescent Telecom.\n- Mei reports to Ravi.\n- Bluepine Aviation was founded in 2008.\n- Elena works for Crescent Telecom.\n- Jonas reports to Lucia.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena reports to Jonas.\n- Ironwood Manufacturing was founded in 2000.\n- Priya works for Ironwood Manufacturing.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Austin.\n- Anders reports to Priya.\n- Crescent Telecom is headquartered in Bergen.\n- Lucia works for Ironwood Manufacturing.\n- Anders works for Fernhill Foods.\n- Jonas works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2010.\n- Wren works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Tessa reports to Bruno.\n- Lattice Analytics was founded in 2007.\n- Priya works for Summit Energy.\n- Wren reports to Amara.\n- Tobias reports to Yuki.\n- Atlas Freight was founded in 1992.\n- Bruno works for Atlas Freight.\n- Summit Energy is headquartered in Tallinn.\n- Priya reports to Tessa.\n- Yuki reports to Deshawn.\n- Summit Energy was founded in 1977.\n- Deshawn reports to Priya.\n- Tobias works for Summit Energy.\n- Amara reports to Tobias.\n- Lattice Analytics is headquartered in Tampere.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6433", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7630: employee Stefan A., hired 21 January 2023, separated 21 December 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2025-7630 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$6,000", "2": "$26,000", "3": "$4,275"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6434", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 July 2025): For employees hired on or after 18 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4546: employee Tessa T., hired 18 January 2025, separated 24 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4546?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4546 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6435", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2087: employee Chiara R., hired 20 April 2020, separated 01 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2087?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Callum.\n- Mateo works for Cedar Retail Group.\n- Sanne reports to Felix.\n- Beacon Insurance is headquartered in Lyon.\n- Callum reports to Sofia.\n- Ironwood Manufacturing was founded in 1992.\n- Lucia works for Ironwood Manufacturing.\n- Jonas works for Cedar Retail Group.\n- Mateo reports to Emeka.\n- Jonas reports to Deshawn.\n- Callum works for Beacon Insurance.\n- Bruno reports to Mateo.\n- Emeka works for Helios Logistics.\n- Lucia reports to Stefan.\n- Helios Logistics is headquartered in Malmo.\n- Yuki works for Ironwood Manufacturing.\n- Sofia reports to Bruno.\n- Cedar Retail Group was founded in 1985.\n- Beacon Insurance was founded in 1986.\n- Deshawn reports to Sanne.\n- Emeka reports to Yuki.\n- Bruno works for Beacon Insurance.\n- Sanne works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics was founded in 2003.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Stefan reports to Jonas.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2006.\n- Dmitri reports to Jonas.\n- Callum works for Ironwood Manufacturing.\n- Leila works for Cobalt Health.\n- Callum reports to Nadia.\n- Lattice Analytics is headquartered in Brno.\n- Cobalt Health was founded in 2004.\n- Jonas works for Ironwood Manufacturing.\n- Hana reports to Priya.\n- Wren reports to Leila.\n- Anders works for Lattice Analytics.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Cobalt Health is headquartered in Malmo.\n- Hana works for Pinnacle Software.\n- Jonas reports to Hana.\n- Nadia works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Priya works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Amara works for Lattice Analytics.\n- Priya reports to Callum.\n- Amara reports to Wren.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Ingrid reports to Amara.\n- Wren works for Cobalt Health.\n- Emeka reports to Dmitri.\n- Leila reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6438", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 November 2022): For employees hired on or after 05 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1792: employee Deshawn S., hired 27 June 2019, separated 02 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-1792 under the controlling rules.", "criteria": {"0": "$11,800", "1": "$12,300", "2": "$11,750", "3": "$51,133"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6439", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6440", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Felix.\n- Yuki reports to Mara.\n- Summit Energy is headquartered in Oslo.\n- Mara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Yuki works for Lattice Analytics.\n- Cobalt Health was founded in 1990.\n- Tessa reports to Aisha.\n- Aisha reports to Yuki.\n- Hana reports to Priya.\n- Summit Energy was founded in 2005.\n- Priya works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Pablo reports to Stefan.\n- Crescent Telecom was founded in 1999.\n- Hana works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Callum reports to Tessa.\n- Aisha works for Lattice Analytics.\n- Callum works for Crescent Telecom.\n- Priya reports to Callum.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Felix reports to Pablo.\n- Felix works for Crescent Telecom.\n- Lattice Analytics was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6442", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6443", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Emeka.\n- Yuki reports to Aisha.\n- Sanne works for Atlas Freight.\n- Bruno works for Cobalt Health.\n- Pinnacle Software was founded in 1996.\n- Aisha works for Pinnacle Software.\n- Zoya reports to Jonas.\n- Emeka reports to Pablo.\n- Bruno reports to Sanne.\n- Pablo works for Atlas Freight.\n- Cobalt Health was founded in 1977.\n- Tobias works for Pinnacle Software.\n- Wren reports to Bruno.\n- Atlas Freight was founded in 2003.\n- Sanne reports to Tobias.\n- Tobias reports to Priya.\n- Pinnacle Software is headquartered in Nagoya.\n- Priya works for Pinnacle Software.\n- Emeka works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Northwind Systems is headquartered in Malmo.\n- Jonas reports to Omar.\n- Omar works for Cobalt Health.\n- Priya reports to Zoya.\n- Pablo reports to Wren.\n- Wren works for Northwind Systems.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Zoya works for Cobalt Health.\n- Northwind Systems was founded in 1991.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6445", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8981: employee Zoya A., hired 12 February 2024, separated 12 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-8981 under the controlling rules.", "criteria": {"0": "$3,115", "1": "$45,000", "2": "$10,385", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Vantage Air was founded in 1989.\n- Cobalt Health was founded in 2004.\n- Felix reports to Sanne.\n- Crescent Telecom was founded in 1983.\n- Amara reports to Mateo.\n- Aisha reports to Amara.\n- Stefan works for Cobalt Health.\n- Mateo works for Crescent Telecom.\n- Stefan reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Fernhill Foods was founded in 2009.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Pablo reports to Felix.\n- Jonas reports to Stefan.\n- Vantage Air is headquartered in Dunedin.\n- Cobalt Health is headquartered in Oslo.\n- Jonas works for Cobalt Health.\n- Felix works for Fernhill Foods.\n- Crescent Telecom is headquartered in Turku.\n- Mateo reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2007", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Deshawn reports to Felix.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Northwind Systems was founded in 1986.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Mara reports to Omar.\n- Bruno reports to Mei.\n- Mei reports to Deshawn.\n- Priya reports to Mara.\n- Hana works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Northwind Systems is headquartered in Oslo.\n- Lattice Analytics was founded in 2002.\n- Felix reports to Hana.\n- Mara works for Summit Energy.\n- Felix works for Summit Energy.\n- Lattice Analytics is headquartered in Basel.\n- Zoya reports to Sofia.\n- Summit Energy was founded in 2008.\n- Viktor reports to Zoya.\n- Hana reports to Viktor.\n- Elena reports to Priya.\n- Mei works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Sofia reports to Elena.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6448", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7290: employee Felix M., hired 07 April 2020, separated 02 October 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2025-7290 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$29,467", "2": "$6,750", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6449", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 5, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7480: employee Tobias S., hired 14 April 2020, separated 07 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7480?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6450", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6451", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6452", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to text someone", "3": "asks for a countdown timer", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6453", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6454", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3933: employee Felix R., hired 16 October 2021, separated 03 September 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-3933 under the controlling rules.", "criteria": {"0": "$5,462", "1": "$6,462", "2": "$6,577", "3": "$28,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6455", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6456", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6586: employee Jonas M., hired 09 June 2021, separated 28 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6586?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6457", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6105: employee Lucia R., hired 19 February 2025, separated 23 December 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6105?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2002.\n- Hana reports to Tessa.\n- Jonas works for Pinnacle Software.\n- Vantage Air is headquartered in Halifax.\n- Felix reports to Wren.\n- Yuki reports to Jonas.\n- Ironwood Manufacturing was founded in 1977.\n- Yuki works for Vantage Air.\n- Elena reports to Hana.\n- Atlas Freight is headquartered in Bergen.\n- Elena works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Viktor reports to Felix.\n- Wren reports to Elena.\n- Tessa reports to Dmitri.\n- Pinnacle Software was founded in 1984.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2008.\n- Viktor works for Ironwood Manufacturing.\n- Felix works for Atlas Freight.\n- Pinnacle Software is headquartered in Bergen.\n- Wren works for Ironwood Manufacturing.\n- Tessa works for Atlas Freight.\n- Dmitri reports to Yuki.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Jonas reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6459", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6460", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2488: employee Priya R., hired 02 April 2023, separated 18 June 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-2488 under the controlling rules.", "criteria": {"0": "$5,538", "1": "$40,000", "2": "$9,231", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6461", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6462", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4034: employee Jonas B., hired 02 October 2022, separated 19 February 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-4034 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$3,600", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6463", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "check_balance", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Lucia.\n- Sofia reports to Kenji.\n- Anders works for Atlas Freight.\n- Deshawn works for Lattice Analytics.\n- Tessa reports to Anders.\n- Sanne works for Ironwood Manufacturing.\n- Viktor reports to Sofia.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Emeka reports to Deshawn.\n- Lucia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Adelaide.\n- Sanne reports to Viktor.\n- Lattice Analytics was founded in 2003.\n- Bluepine Aviation is headquartered in Turku.\n- Emeka works for Bluepine Aviation.\n- Anders reports to Sanne.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2002.\n- Lucia reports to Dmitri.\n- Ravi reports to Emeka.\n- Dmitri works for Lattice Analytics.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight was founded in 1997.\n- Kenji works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Kenji reports to Nadia.\n- Bluepine Aviation was founded in 1992.\n- Dmitri reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Summit Energy.\n- Omar works for Beacon Insurance.\n- Felix reports to Ravi.\n- Summit Energy is headquartered in Tampere.\n- Wren reports to Tobias.\n- Ingrid works for Bluepine Aviation.\n- Tobias reports to Omar.\n- Beacon Insurance is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Austin.\n- Callum reports to Ingrid.\n- Nadia reports to Felix.\n- Beacon Insurance was founded in 2015.\n- Nadia works for Beacon Insurance.\n- Ingrid reports to Wren.\n- Felix works for Bluepine Aviation.\n- Omar reports to Nadia.\n- Cedar Retail Group was founded in 2014.\n- Wren works for Beacon Insurance.\n- Summit Energy was founded in 1979.\n- Bluepine Aviation was founded in 2006.\n- Callum works for Summit Energy.\n- Ravi works for Summit Energy.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Nadia works for Meridian Bank.\n- Helios Logistics is headquartered in Basel.\n- Meridian Bank is headquartered in Oslo.\n- Atlas Freight is headquartered in Porto.\n- Priya works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Anders reports to Tessa.\n- Nadia reports to Sanne.\n- Jonas reports to Priya.\n- Priya reports to Anders.\n- Jonas works for Atlas Freight.\n- Tessa reports to Viktor.\n- Helios Logistics was founded in 2006.\n- Mara reports to Nadia.\n- Felix reports to Tobias.\n- Mara works for Atlas Freight.\n- Atlas Freight was founded in 1989.\n- Meridian Bank was founded in 1980.\n- Cedar Retail Group was founded in 2001.\n- Felix works for Atlas Freight.\n- Cedar Retail Group is headquartered in Oslo.\n- Sanne works for Atlas Freight.\n- Viktor reports to Mara.\n- Tobias reports to Jonas.\n- Tessa works for Meridian Bank.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6467", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3195: employee Zoya B., hired 14 August 2022, separated 10 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-3195 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$45,000", "2": "$5,192", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3195 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6468", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6470", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6471", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Amara.\n- Chiara works for Lattice Analytics.\n- Mara reports to Kenji.\n- Pablo works for Vantage Air.\n- Chiara reports to Hana.\n- Amara works for Fernhill Foods.\n- Vantage Air is headquartered in Cork.\n- Ingrid reports to Mara.\n- Lattice Analytics is headquartered in Austin.\n- Mei works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Nadia reports to Elena.\n- Mei reports to Nadia.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1984.\n- Hana works for Vantage Air.\n- Pinnacle Software is headquartered in Austin.\n- Lattice Analytics was founded in 2014.\n- Pablo reports to Mei.\n- Mara works for Lattice Analytics.\n- Kenji works for Vantage Air.\n- Hana reports to Pablo.\n- Amara reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Pinnacle Software was founded in 2006.\n- Vantage Air was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6473", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Zoya.\n- Sofia reports to Sanne.\n- Aisha reports to Ingrid.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Callum works for Lattice Analytics.\n- Callum reports to Omar.\n- Zoya works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 2012.\n- Northwind Systems was founded in 1987.\n- Omar works for Beacon Insurance.\n- Lattice Analytics is headquartered in Valencia.\n- Jonas reports to Sofia.\n- Beacon Insurance is headquartered in Nagoya.\n- Sanne works for Beacon Insurance.\n- Omar reports to Aisha.\n- Aisha works for Northwind Systems.\n- Leila reports to Jonas.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Beacon Insurance was founded in 2013.\n- Sofia works for Crescent Telecom.\n- Zoya reports to Callum.\n- Ingrid works for Lattice Analytics.\n- Sanne reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Aisha.\n- Ingrid works for Crescent Telecom.\n- Leila reports to Mei.\n- Elena reports to Dmitri.\n- Crescent Telecom is headquartered in Malmo.\n- Aisha reports to Ingrid.\n- Northwind Systems is headquartered in Porto.\n- Amara works for Crescent Telecom.\n- Cobalt Health is headquartered in Ghent.\n- Hana works for Northwind Systems.\n- Mei reports to Hana.\n- Aisha works for Cobalt Health.\n- Hana reports to Elena.\n- Summit Energy is headquartered in Malmo.\n- Cobalt Health was founded in 2005.\n- Kenji works for Crescent Telecom.\n- Leila works for Northwind Systems.\n- Elena works for Summit Energy.\n- Dmitri works for Northwind Systems.\n- Crescent Telecom was founded in 1990.\n- Summit Energy was founded in 1989.\n- Amara reports to Lucia.\n- Ingrid reports to Amara.\n- Lucia works for Northwind Systems.\n- Lucia reports to Leila.\n- Northwind Systems was founded in 1993.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6476", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6477", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6478", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Crescent Telecom was founded in 1992.\n- Kenji works for Crescent Telecom.\n- Tessa works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Helios Logistics was founded in 2001.\n- Tessa reports to Aisha.\n- Bruno reports to Tessa.\n- Crescent Telecom is headquartered in Dunedin.\n- Nadia works for Crescent Telecom.\n- Kenji reports to Bruno.\n- Nadia reports to Mei.\n- Viktor reports to Dmitri.\n- Bluepine Aviation was founded in 2014.\n- Aisha works for Bluepine Aviation.\n- Mei reports to Kenji.\n- Bluepine Aviation is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Leeds.\n- Dmitri works for Bluepine Aviation.\n- Aisha reports to Viktor.\n- Helios Logistics is headquartered in Nagoya.\n- Beacon Insurance was founded in 1999.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6480", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Pinnacle Software was founded in 1983.\n- Beacon Insurance was founded in 1992.\n- Wren reports to Omar.\n- Tobias works for Helios Logistics.\n- Jonas works for Northwind Systems.\n- Amara reports to Tobias.\n- Callum works for Helios Logistics.\n- Beacon Insurance is headquartered in Cork.\n- Helios Logistics is headquartered in Cork.\n- Mei works for Helios Logistics.\n- Ravi reports to Callum.\n- Callum reports to Pablo.\n- Ravi works for Northwind Systems.\n- Pablo reports to Stefan.\n- Dmitri reports to Mei.\n- Viktor reports to Amara.\n- Tobias reports to Jonas.\n- Northwind Systems is headquartered in Cork.\n- Stefan reports to Dmitri.\n- Northwind Systems was founded in 1982.\n- Helios Logistics was founded in 1989.\n- Pinnacle Software is headquartered in Porto.\n- Amara works for Northwind Systems.\n- Stefan works for Helios Logistics.\n- Mei reports to Viktor.\n- Wren works for Pinnacle Software.\n- Viktor works for Beacon Insurance.\n- Dmitri works for Northwind Systems.\n- Omar reports to Ravi.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6482", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1998.\n- Sanne reports to Bruno.\n- Bruno reports to Priya.\n- Tobias reports to Mei.\n- Lattice Analytics is headquartered in Halifax.\n- Priya works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Priya reports to Mateo.\n- Mei reports to Zoya.\n- Jonas works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Atlas Freight was founded in 1991.\n- Beacon Insurance is headquartered in Oslo.\n- Jonas reports to Sanne.\n- Zoya works for Beacon Insurance.\n- Atlas Freight is headquartered in Oslo.\n- Helios Logistics was founded in 1984.\n- Sanne works for Helios Logistics.\n- Beacon Insurance was founded in 2012.\n- Bruno works for Lattice Analytics.\n- Mateo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Beacon Insurance was founded in 2004.\n- Fernhill Foods was founded in 1997.\n- Viktor reports to Zoya.\n- Viktor works for Summit Energy.\n- Summit Energy was founded in 1979.\n- Stefan reports to Wren.\n- Yuki works for Fernhill Foods.\n- Zoya reports to Jonas.\n- Jonas reports to Sofia.\n- Summit Energy is headquartered in Porto.\n- Omar reports to Stefan.\n- Yuki reports to Viktor.\n- Sofia reports to Omar.\n- Stefan works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Northwind Systems is headquartered in Bergen.\n- Zoya works for Northwind Systems.\n- Omar works for Beacon Insurance.\n- Northwind Systems was founded in 2002.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6485", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6486", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9115: employee Priya S., hired 10 November 2023, separated 15 November 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2025-9115 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$8,667", "2": "$1,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 2006.\n- Anders works for Atlas Freight.\n- Anders reports to Stefan.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pablo works for Atlas Freight.\n- Emeka works for Cedar Retail Group.\n- Wren reports to Anders.\n- Sofia reports to Pablo.\n- Pablo reports to Wren.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Sofia.\n- Pinnacle Software was founded in 1984.\n- Cedar Retail Group is headquartered in Turku.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Stefan works for Pinnacle Software.\n- Amara reports to Priya.\n- Sofia works for Pinnacle Software.\n- Bruno reports to Omar.\n- Bruno works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1995.\n- Tobias works for Ironwood Manufacturing.\n- Stefan reports to Amara.\n- Priya reports to Emeka.\n- Omar reports to Tobias.\n- Priya works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Tobias reports to Hana.\n- Hana works for Atlas Freight.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Viktor reports to Yuki.\n- Mara reports to Zoya.\n- Crescent Telecom is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Emeka reports to Wren.\n- Crescent Telecom was founded in 1985.\n- Elena works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Fernhill Foods was founded in 1997.\n- Nadia works for Summit Energy.\n- Helios Logistics was founded in 2005.\n- Emeka works for Crescent Telecom.\n- Aisha works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Elena reports to Priya.\n- Aisha reports to Stefan.\n- Summit Energy was founded in 1985.\n- Summit Energy is headquartered in Dunedin.\n- Wren works for Crescent Telecom.\n- Zoya reports to Viktor.\n- Viktor works for Summit Energy.\n- Stefan works for Summit Energy.\n- Nadia reports to Emeka.\n- Helios Logistics is headquartered in Dunedin.\n- Mara works for Summit Energy.\n- Wren reports to Aisha.\n- Stefan reports to Mara.\n- Yuki reports to Callum.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6489", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3102: employee Emeka A., hired 22 May 2021, separated 22 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3102?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6490", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6491", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Fernhill Foods is headquartered in Valencia.\n- Beacon Insurance is headquartered in Dunedin.\n- Hana works for Cobalt Health.\n- Sofia reports to Elena.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Fernhill Foods was founded in 1981.\n- Crescent Telecom is headquartered in Valencia.\n- Nadia works for Crescent Telecom.\n- Callum works for Cobalt Health.\n- Ingrid works for Fernhill Foods.\n- Nadia reports to Leila.\n- Anders works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Beacon Insurance was founded in 1977.\n- Cobalt Health was founded in 1975.\n- Deshawn works for Cobalt Health.\n- Callum reports to Sofia.\n- Elena works for Cobalt Health.\n- Ingrid reports to Deshawn.\n- Hana reports to Anders.\n- Leila reports to Callum.\n- Crescent Telecom was founded in 1990.\n- Bruno reports to Nadia.\n- Elena reports to Ingrid.\n- Anders reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6493", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 October 2022): For employees hired on or after 20 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7182: employee Mateo S., hired 02 July 2022, separated 01 September 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7182?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7182 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6494", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 October 2022): For employees hired on or after 04 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5785: employee Lucia B., hired 12 January 2022, separated 28 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5785?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6495", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6496", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 82704 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6497", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6498", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 33511, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "wants the delivery address updated", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Crescent Telecom was founded in 1990.\n- Yuki reports to Lucia.\n- Viktor reports to Aisha.\n- Beacon Insurance is headquartered in Tallinn.\n- Lucia reports to Omar.\n- Crescent Telecom is headquartered in Austin.\n- Helios Logistics is headquartered in Tallinn.\n- Pinnacle Software was founded in 2013.\n- Amara works for Pinnacle Software.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Pinnacle Software is headquartered in Turku.\n- Mara works for Helios Logistics.\n- Aisha reports to Amara.\n- Beacon Insurance was founded in 1992.\n- Amara reports to Yuki.\n- Mara reports to Viktor.\n- Hana reports to Mara.\n- Hana works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Yuki works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ravi.\n- Atlas Freight was founded in 2012.\n- Meridian Bank is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Oslo.\n- Wren works for Bluepine Aviation.\n- Atlas Freight is headquartered in Oslo.\n- Lucia reports to Zoya.\n- Omar works for Cedar Retail Group.\n- Sofia works for Meridian Bank.\n- Callum reports to Wren.\n- Bluepine Aviation was founded in 1978.\n- Kenji works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Oslo.\n- Nadia reports to Kenji.\n- Emeka works for Atlas Freight.\n- Lucia works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group was founded in 2009.\n- Ravi works for Atlas Freight.\n- Wren reports to Sofia.\n- Emeka reports to Omar.\n- Zoya reports to Callum.\n- Zoya works for Atlas Freight.\n- Callum works for Bluepine Aviation.\n- Ravi reports to Emeka.\n- Meridian Bank was founded in 2006.\n- Kenji reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6501", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 74984\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6502", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6503", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "control_lights", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6504", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2000.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Helios Logistics was founded in 2002.\n- Helios Logistics is headquartered in Basel.\n- Mara reports to Jonas.\n- Callum works for Cobalt Health.\n- Amara reports to Anders.\n- Vantage Air was founded in 2014.\n- Deshawn reports to Aisha.\n- Jonas works for Ironwood Manufacturing.\n- Aisha works for Helios Logistics.\n- Yuki works for Cobalt Health.\n- Lucia works for Vantage Air.\n- Viktor works for Helios Logistics.\n- Cobalt Health is headquartered in Bergen.\n- Mei reports to Deshawn.\n- Yuki reports to Mei.\n- Jonas reports to Amara.\n- Lucia reports to Mara.\n- Callum reports to Yuki.\n- Mei works for Cobalt Health.\n- Deshawn works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Anders reports to Callum.\n- Aisha reports to Mateo.\n- Anders works for Vantage Air.\n- Viktor reports to Lucia.\n- Amara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1976.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2012", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tallinn.\n- Lucia reports to Mateo.\n- Ravi works for Fernhill Foods.\n- Sanne works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Mateo reports to Sanne.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 1999.\n- Lucia works for Meridian Bank.\n- Chiara works for Fernhill Foods.\n- Priya reports to Kenji.\n- Meridian Bank is headquartered in Tallinn.\n- Deshawn reports to Anders.\n- Zoya works for Northwind Systems.\n- Chiara reports to Lucia.\n- Wren works for Northwind Systems.\n- Fernhill Foods is headquartered in Tallinn.\n- Sanne reports to Ravi.\n- Fernhill Foods was founded in 1989.\n- Deshawn works for Crescent Telecom.\n- Zoya reports to Chiara.\n- Kenji works for Northwind Systems.\n- Meridian Bank was founded in 1982.\n- Kenji reports to Zoya.\n- Ravi reports to Yuki.\n- Mateo works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Yuki reports to Deshawn.\n- Northwind Systems was founded in 1999.\n- Anders reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1985.\n- Felix works for Helios Logistics.\n- Wren works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tallinn.\n- Mateo reports to Dmitri.\n- Bruno works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Lattice Analytics was founded in 2006.\n- Elena reports to Mara.\n- Helios Logistics was founded in 1978.\n- Lucia works for Fernhill Foods.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Wren.\n- Fernhill Foods was founded in 1994.\n- Helios Logistics is headquartered in Oslo.\n- Lattice Analytics is headquartered in Austin.\n- Mara reports to Lucia.\n- Bruno reports to Mateo.\n- Lucia reports to Bruno.\n- Wren reports to Felix.\n- Fernhill Foods is headquartered in Ghent.\n- Elena works for Lattice Analytics.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6508", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Dmitri reports to Amara.\n- Cedar Retail Group was founded in 2013.\n- Sanne works for Bluepine Aviation.\n- Yuki reports to Omar.\n- Callum works for Bluepine Aviation.\n- Amara works for Fernhill Foods.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Sanne.\n- Ironwood Manufacturing was founded in 1979.\n- Bluepine Aviation was founded in 1976.\n- Bluepine Aviation is headquartered in Ghent.\n- Sanne reports to Tessa.\n- Amara reports to Callum.\n- Fernhill Foods is headquartered in Brno.\n- Dmitri works for Cedar Retail Group.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tessa works for Bluepine Aviation.\n- Omar reports to Emeka.\n- Cedar Retail Group is headquartered in Ghent.\n- Callum reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6510", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Priya reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Zoya reports to Dmitri.\n- Beacon Insurance was founded in 1990.\n- Dmitri works for Pinnacle Software.\n- Mei works for Cobalt Health.\n- Pablo works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Brno.\n- Ingrid works for Beacon Insurance.\n- Pablo reports to Emeka.\n- Nadia reports to Priya.\n- Cobalt Health was founded in 1995.\n- Dmitri reports to Wren.\n- Bluepine Aviation was founded in 1996.\n- Stefan reports to Zoya.\n- Wren works for Cobalt Health.\n- Sofia reports to Ingrid.\n- Anders reports to Sofia.\n- Ingrid reports to Nadia.\n- Cobalt Health is headquartered in Nagoya.\n- Pinnacle Software was founded in 1976.\n- Wren reports to Pablo.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Sofia works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Mei reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Mei works for Meridian Bank.\n- Leila works for Crescent Telecom.\n- Amara works for Northwind Systems.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Leila.\n- Crescent Telecom is headquartered in Turku.\n- Dmitri reports to Ingrid.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 2012.\n- Nadia works for Meridian Bank.\n- Atlas Freight is headquartered in Porto.\n- Mara reports to Stefan.\n- Zoya works for Crescent Telecom.\n- Meridian Bank is headquartered in Turku.\n- Wren works for Northwind Systems.\n- Nadia reports to Amara.\n- Wren reports to Elena.\n- Elena works for Crescent Telecom.\n- Amara reports to Mara.\n- Meridian Bank was founded in 1989.\n- Crescent Telecom was founded in 1994.\n- Dmitri works for Meridian Bank.\n- Atlas Freight was founded in 1978.\n- Elena reports to Nadia.\n- Ingrid reports to Deshawn.\n- Stefan reports to Mei.\n- Ingrid works for Meridian Bank.\n- Zoya reports to Dmitri.\n- Mei reports to Zoya.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6513", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6514", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2384: employee Viktor T., hired 03 August 2022, separated 23 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2384?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6515", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2829: employee Hana B., hired 10 October 2022, separated 16 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2829?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Felix.\n- Felix reports to Aisha.\n- Jonas reports to Nadia.\n- Nadia reports to Tessa.\n- Lucia reports to Ravi.\n- Cobalt Health is headquartered in Oslo.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Ghent.\n- Hana works for Beacon Insurance.\n- Cedar Retail Group was founded in 1984.\n- Cobalt Health was founded in 1993.\n- Hana reports to Lucia.\n- Jonas works for Atlas Freight.\n- Aisha works for Beacon Insurance.\n- Atlas Freight was founded in 2008.\n- Nadia works for Cedar Retail Group.\n- Aisha reports to Hana.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ravi works for Atlas Freight.\n- Tessa works for Cedar Retail Group.\n- Felix works for Beacon Insurance.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Lattice Analytics was founded in 1991.\n- Crescent Telecom is headquartered in Lyon.\n- Yuki reports to Mei.\n- Priya reports to Yuki.\n- Summit Energy is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Lyon.\n- Chiara works for Meridian Bank.\n- Lucia works for Crescent Telecom.\n- Mei reports to Bruno.\n- Yuki works for Lattice Analytics.\n- Bruno reports to Lucia.\n- Meridian Bank is headquartered in Turku.\n- Tessa reports to Priya.\n- Priya works for Lattice Analytics.\n- Zoya reports to Tessa.\n- Lucia reports to Chiara.\n- Crescent Telecom was founded in 1994.\n- Meridian Bank was founded in 2010.\n- Tessa works for Lattice Analytics.\n- Mei works for Crescent Telecom.\n- Summit Energy was founded in 1979.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Hana reports to Chiara.\n- Ingrid reports to Pablo.\n- Pablo reports to Aisha.\n- Wren reports to Ingrid.\n- Sofia works for Fernhill Foods.\n- Cedar Retail Group was founded in 2001.\n- Pablo works for Fernhill Foods.\n- Sofia reports to Hana.\n- Jonas works for Summit Energy.\n- Helios Logistics was founded in 2003.\n- Fernhill Foods was founded in 2012.\n- Summit Energy was founded in 1998.\n- Chiara works for Summit Energy.\n- Aisha works for Helios Logistics.\n- Fernhill Foods is headquartered in Bergen.\n- Emeka reports to Jonas.\n- Chiara reports to Wren.\n- Cedar Retail Group is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Deshawn reports to Kenji.\n- Jonas reports to Sofia.\n- Wren works for Fernhill Foods.\n- Emeka works for Helios Logistics.\n- Yuki works for Fernhill Foods.\n- Deshawn works for Cedar Retail Group.\n- Kenji works for Summit Energy.\n- Aisha reports to Yuki.\n- Kenji reports to Emeka.\n- Ingrid works for Cedar Retail Group.\n- Helios Logistics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Jonas reports to Kenji.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid reports to Jonas.\n- Crescent Telecom is headquartered in Halifax.\n- Omar works for Helios Logistics.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Stefan reports to Deshawn.\n- Viktor works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Kenji works for Helios Logistics.\n- Priya reports to Lucia.\n- Kenji reports to Omar.\n- Helios Logistics is headquartered in Bergen.\n- Anders works for Lattice Analytics.\n- Helios Logistics was founded in 1981.\n- Stefan works for Helios Logistics.\n- Lucia reports to Ingrid.\n- Deshawn reports to Anders.\n- Cedar Retail Group was founded in 1985.\n- Crescent Telecom was founded in 1982.\n- Lucia works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Omar reports to Stefan.\n- Viktor reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6520", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8808: employee Tobias S., hired 22 April 2021, separated 31 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8808?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6521", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8026: employee Nadia M., hired 16 January 2023, separated 08 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8026?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2015.\n- Lucia reports to Omar.\n- Bruno reports to Dmitri.\n- Lattice Analytics was founded in 2003.\n- Chiara reports to Mateo.\n- Northwind Systems is headquartered in Turku.\n- Mateo reports to Lucia.\n- Crescent Telecom was founded in 1994.\n- Dmitri reports to Pablo.\n- Mateo works for Northwind Systems.\n- Crescent Telecom is headquartered in Malmo.\n- Lattice Analytics is headquartered in Porto.\n- Tessa reports to Bruno.\n- Pablo reports to Chiara.\n- Lucia works for Northwind Systems.\n- Dmitri works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Tessa works for Crescent Telecom.\n- Northwind Systems was founded in 2014.\n- Pablo works for Northwind Systems.\n- Omar works for Lattice Analytics.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1989", "2": "1992", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6523", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Omar works for Atlas Freight.\n- Meridian Bank was founded in 1983.\n- Jonas reports to Aisha.\n- Emeka reports to Yuki.\n- Aisha works for Beacon Insurance.\n- Emeka works for Pinnacle Software.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 1991.\n- Tessa reports to Chiara.\n- Pinnacle Software is headquartered in Oslo.\n- Chiara works for Atlas Freight.\n- Meridian Bank is headquartered in Tallinn.\n- Aisha reports to Tessa.\n- Mateo works for Atlas Freight.\n- Omar reports to Emeka.\n- Chiara reports to Mei.\n- Beacon Insurance was founded in 2014.\n- Pinnacle Software was founded in 2011.\n- Beacon Insurance is headquartered in Lyon.\n- Lucia works for Atlas Freight.\n- Mei works for Meridian Bank.\n- Mei reports to Omar.\n- Tessa works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Lucia reports to Jonas.\n- Mateo reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1986.\n- Bluepine Aviation is headquartered in Lyon.\n- Atlas Freight is headquartered in Austin.\n- Stefan reports to Ravi.\n- Sanne reports to Stefan.\n- Mara reports to Deshawn.\n- Tessa works for Atlas Freight.\n- Wren reports to Sanne.\n- Pablo reports to Tessa.\n- Meridian Bank was founded in 2015.\n- Tessa reports to Bruno.\n- Summit Energy is headquartered in Austin.\n- Deshawn works for Summit Energy.\n- Wren works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Kenji reports to Sofia.\n- Sanne works for Summit Energy.\n- Mara works for Meridian Bank.\n- Bluepine Aviation was founded in 1977.\n- Emeka reports to Pablo.\n- Ravi works for Summit Energy.\n- Stefan works for Atlas Freight.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight was founded in 1993.\n- Deshawn reports to Wren.\n- Bruno reports to Kenji.\n- Pablo works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Sofia reports to Mara.\n- Meridian Bank is headquartered in Brno.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6526", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6527", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 30 March 2023): For employees hired on or after 30 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7215: employee Nadia B., hired 27 October 2021, separated 17 July 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7215?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6528", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6529", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6530", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6531", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1451: employee Tessa A., hired 22 November 2020, separated 22 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1451?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6532", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6533", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4599: employee Jonas K., hired 30 December 2022, separated 17 August 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-4599 under the controlling rules.", "criteria": {"0": "$3,692", "1": "$8,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6534", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6535", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4310: employee Omar M., hired 19 October 2020, separated 14 September 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-4310 under the controlling rules.", "criteria": {"0": "$19,500", "1": "$19,600", "2": "$84,933", "3": "$19,100"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Aisha reports to Priya.\n- Ravi reports to Sofia.\n- Meridian Bank was founded in 1995.\n- Cedar Retail Group was founded in 1975.\n- Vantage Air was founded in 1980.\n- Bluepine Aviation is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Chiara works for Cedar Retail Group.\n- Jonas reports to Tessa.\n- Sofia reports to Pablo.\n- Ravi works for Vantage Air.\n- Tessa reports to Ravi.\n- Cedar Retail Group is headquartered in Leeds.\n- Sofia works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Bluepine Aviation was founded in 2015.\n- Pablo reports to Chiara.\n- Chiara reports to Aisha.\n- Priya works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6537", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 85319, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2011.\n- Aisha works for Summit Energy.\n- Atlas Freight is headquartered in Leeds.\n- Summit Energy was founded in 1978.\n- Aisha reports to Chiara.\n- Ravi reports to Omar.\n- Bruno works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Ravi works for Helios Logistics.\n- Crescent Telecom is headquartered in Malmo.\n- Mara works for Crescent Telecom.\n- Amara works for Atlas Freight.\n- Pablo reports to Ravi.\n- Pablo works for Helios Logistics.\n- Tessa reports to Sofia.\n- Sofia works for Crescent Telecom.\n- Mara reports to Bruno.\n- Crescent Telecom was founded in 1983.\n- Bruno reports to Aisha.\n- Omar works for Helios Logistics.\n- Atlas Freight was founded in 1977.\n- Amara reports to Mara.\n- Chiara works for Crescent Telecom.\n- Tessa works for Atlas Freight.\n- Chiara reports to Tessa.\n- Omar reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6539", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6540", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Meridian Bank.\n- Sofia reports to Viktor.\n- Tobias reports to Hana.\n- Amara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Nagoya.\n- Hana reports to Amara.\n- Wren reports to Pablo.\n- Viktor works for Cedar Retail Group.\n- Sofia works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Amara reports to Yuki.\n- Kenji works for Cedar Retail Group.\n- Anders reports to Kenji.\n- Pablo reports to Anders.\n- Meridian Bank is headquartered in Oslo.\n- Cedar Retail Group was founded in 1982.\n- Yuki works for Summit Energy.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Kenji reports to Sofia.\n- Viktor reports to Tobias.\n- Summit Energy is headquartered in Oslo.\n- Pablo works for Beacon Insurance.\n- Tobias works for Cedar Retail Group.\n- Summit Energy was founded in 2007.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6542", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6543", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1524: employee Tobias B., hired 17 November 2023, separated 11 December 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-1524 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$4,000", "3": "$1,650"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6544", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6545", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-6 (VERSION 6, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8874: employee Omar K., hired 04 September 2023, separated 03 August 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-8874 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$5,000", "2": "$4,000", "3": "$3,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 2005.\n- Wren works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Lyon.\n- Kenji works for Ironwood Manufacturing.\n- Vantage Air was founded in 2007.\n- Kenji reports to Mateo.\n- Dmitri reports to Anders.\n- Mara reports to Callum.\n- Sanne reports to Dmitri.\n- Ironwood Manufacturing was founded in 2002.\n- Anders works for Vantage Air.\n- Mateo reports to Sanne.\n- Mara works for Vantage Air.\n- Meridian Bank is headquartered in Porto.\n- Sanne works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Porto.\n- Meridian Bank was founded in 2010.\n- Fernhill Foods is headquartered in Lyon.\n- Mateo works for Ironwood Manufacturing.\n- Wren reports to Mara.\n- Callum reports to Kenji.\n- Callum works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6547", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 October 2024): For employees hired on or after 29 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7503: employee Sanne T., hired 21 September 2023, separated 02 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-7503 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,750", "2": "$5,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6548", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Stefan.\n- Yuki reports to Mei.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Elena reports to Wren.\n- Fernhill Foods is headquartered in Malmo.\n- Elena works for Atlas Freight.\n- Amara works for Ironwood Manufacturing.\n- Pablo works for Fernhill Foods.\n- Summit Energy is headquartered in Oslo.\n- Atlas Freight is headquartered in Malmo.\n- Ingrid reports to Pablo.\n- Hana works for Atlas Freight.\n- Pablo reports to Kenji.\n- Amara reports to Hana.\n- Kenji works for Fernhill Foods.\n- Yuki works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1986.\n- Ingrid works for Ironwood Manufacturing.\n- Stefan reports to Yuki.\n- Jonas works for Atlas Freight.\n- Summit Energy was founded in 1982.\n- Mei works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Mei reports to Felix.\n- Ironwood Manufacturing was founded in 1996.\n- Felix reports to Ingrid.\n- Felix works for Ironwood Manufacturing.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Kenji reports to Amara.\n- Hana reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6550", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6551", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Zoya.\n- Leila works for Northwind Systems.\n- Aisha reports to Felix.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2003.\n- Aisha works for Pinnacle Software.\n- Zoya reports to Aisha.\n- Ravi works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Zoya works for Cobalt Health.\n- Leila reports to Elena.\n- Felix reports to Viktor.\n- Cobalt Health was founded in 1993.\n- Viktor works for Northwind Systems.\n- Pinnacle Software is headquartered in Oslo.\n- Northwind Systems is headquartered in Porto.\n- Priya reports to Amara.\n- Kenji works for Cobalt Health.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Ravi reports to Priya.\n- Viktor reports to Kenji.\n- Amara reports to Leila.\n- Pinnacle Software was founded in 2011.\n- Cobalt Health is headquartered in Porto.\n- Elena works for Northwind Systems.\n- Felix works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6553", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6554", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 December 2025): For employees hired on or after 03 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3408: employee Sofia A., hired 19 January 2024, separated 13 July 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3408?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6555", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6462: employee Sanne B., hired 03 December 2020, separated 16 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6462?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6556", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1989.\n- Helios Logistics was founded in 2011.\n- Felix reports to Stefan.\n- Hana reports to Yuki.\n- Atlas Freight is headquartered in Dunedin.\n- Stefan works for Atlas Freight.\n- Pablo works for Cobalt Health.\n- Yuki reports to Leila.\n- Leila works for Cobalt Health.\n- Stefan reports to Mei.\n- Cobalt Health is headquartered in Dunedin.\n- Mei reports to Hana.\n- Helios Logistics is headquartered in Dunedin.\n- Hana works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Leila reports to Pablo.\n- Meridian Bank is headquartered in Dunedin.\n- Cobalt Health was founded in 1994.\n- Pablo reports to Bruno.\n- Mei works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Felix works for Atlas Freight.\n- Meridian Bank was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6558", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Omar works for Fernhill Foods.\n- Zoya works for Crescent Telecom.\n- Elena reports to Aisha.\n- Mara reports to Mei.\n- Callum reports to Mara.\n- Omar reports to Deshawn.\n- Crescent Telecom was founded in 1981.\n- Mei reports to Elena.\n- Zoya reports to Callum.\n- Cobalt Health was founded in 1979.\n- Meridian Bank is headquartered in Ghent.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn reports to Zoya.\n- Deshawn works for Crescent Telecom.\n- Cobalt Health is headquartered in Halifax.\n- Mei works for Fernhill Foods.\n- Meridian Bank was founded in 1997.\n- Elena works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Fernhill Foods is headquartered in Halifax.\n- Fernhill Foods was founded in 1978.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Viktor.\n- Leila reports to Omar.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy was founded in 2014.\n- Viktor works for Lattice Analytics.\n- Wren works for Summit Energy.\n- Viktor reports to Stefan.\n- Lucia reports to Nadia.\n- Crescent Telecom was founded in 1984.\n- Wren reports to Lucia.\n- Summit Energy is headquartered in Brno.\n- Cobalt Health was founded in 1984.\n- Ravi reports to Leila.\n- Priya reports to Wren.\n- Hana works for Lattice Analytics.\n- Lucia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.\n- Emeka works for Crescent Telecom.\n- Elena reports to Hana.\n- Omar works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Emeka reports to Priya.\n- Ravi works for Cobalt Health.\n- Nadia reports to Ravi.\n- Lattice Analytics was founded in 1978.\n- Stefan reports to Elena.\n- Crescent Telecom is headquartered in Tampere.\n- Leila works for Summit Energy.\n- Priya works for Summit Energy.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mateo.\n- Pinnacle Software was founded in 2009.\n- Emeka reports to Dmitri.\n- Mei reports to Tobias.\n- Callum reports to Mei.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tampere.\n- Cobalt Health was founded in 2000.\n- Mateo reports to Anders.\n- Ingrid reports to Callum.\n- Mateo works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Lattice Analytics is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1997.\n- Anders works for Cobalt Health.\n- Pinnacle Software is headquartered in Dunedin.\n- Callum works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Dmitri works for Pinnacle Software.\n- Mei works for Cobalt Health.\n- Dmitri reports to Ingrid.\n- Lattice Analytics was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6561", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6010: employee Amara T., hired 05 January 2025, separated 19 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6010?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6562", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1471: employee Sofia S., hired 03 September 2024, separated 11 March 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-1471 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$8,000", "2": "$1,312", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Kenji.\n- Anders reports to Sanne.\n- Yuki works for Beacon Insurance.\n- Northwind Systems was founded in 1988.\n- Dmitri works for Summit Energy.\n- Sanne works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1983.\n- Leila works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1979.\n- Anders works for Summit Energy.\n- Pablo reports to Dmitri.\n- Bruno reports to Pablo.\n- Mei works for Beacon Insurance.\n- Felix reports to Ravi.\n- Elena works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Yuki reports to Leila.\n- Pablo works for Northwind Systems.\n- Summit Energy is headquartered in Halifax.\n- Ravi works for Ironwood Manufacturing.\n- Elena reports to Felix.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Kenji works for Beacon Insurance.\n- Dmitri reports to Elena.\n- Summit Energy was founded in 1978.\n- Felix works for Ironwood Manufacturing.\n- Mei reports to Anders.\n- Kenji reports to Yuki.\n- Ravi reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6564", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5545: employee Ingrid S., hired 06 August 2022, separated 15 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5545?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6565", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Zoya works for Cobalt Health.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Austin.\n- Nadia reports to Felix.\n- Pablo works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Tobias reports to Wren.\n- Meridian Bank was founded in 1982.\n- Helios Logistics is headquartered in Tallinn.\n- Wren reports to Anders.\n- Pablo reports to Nadia.\n- Bruno reports to Tobias.\n- Meridian Bank is headquartered in Austin.\n- Anders works for Meridian Bank.\n- Felix reports to Zoya.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1999.\n- Anders reports to Pablo.\n- Helios Logistics was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1987", "2": "1984", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2000.\n- Kenji works for Summit Energy.\n- Tessa reports to Yuki.\n- Viktor works for Cobalt Health.\n- Felix reports to Viktor.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Viktor reports to Elena.\n- Kenji reports to Anders.\n- Felix works for Cobalt Health.\n- Anders reports to Bruno.\n- Summit Energy is headquartered in Brno.\n- Bruno reports to Felix.\n- Pinnacle Software was founded in 1990.\n- Cobalt Health is headquartered in Leeds.\n- Tessa works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Yuki reports to Kenji.\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Pinnacle Software.\n- Bruno works for Summit Energy.\n- Summit Energy was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Kenji works for Cedar Retail Group.\n- Sanne reports to Bruno.\n- Kenji reports to Viktor.\n- Bruno reports to Dmitri.\n- Tessa works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance was founded in 2000.\n- Viktor works for Bluepine Aviation.\n- Tessa reports to Kenji.\n- Helios Logistics is headquartered in Leeds.\n- Bluepine Aviation was founded in 2007.\n- Viktor reports to Amara.\n- Mei reports to Tobias.\n- Amara reports to Sanne.\n- Tobias reports to Elena.\n- Helios Logistics was founded in 2000.\n- Bruno works for Helios Logistics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Dmitri reports to Mei.\n- Amara works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Leeds.\n- Cedar Retail Group was founded in 1984.\n- Tobias works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "1995", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6569", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1706: employee Jonas K., hired 07 May 2024, separated 16 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1706?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Amara.\n- Yuki works for Crescent Telecom.\n- Aisha works for Cedar Retail Group.\n- Crescent Telecom was founded in 1977.\n- Leila reports to Emeka.\n- Cedar Retail Group was founded in 2014.\n- Ironwood Manufacturing was founded in 1988.\n- Ironwood Manufacturing is headquartered in Turku.\n- Atlas Freight is headquartered in Turku.\n- Stefan reports to Pablo.\n- Elena reports to Yuki.\n- Yuki reports to Stefan.\n- Atlas Freight was founded in 1991.\n- Amara reports to Aisha.\n- Stefan works for Ironwood Manufacturing.\n- Leila works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Turku.\n- Elena works for Atlas Freight.\n- Cedar Retail Group is headquartered in Halifax.\n- Pablo works for Cedar Retail Group.\n- Emeka reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Amara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1986", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6571", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5315: employee Sanne A., hired 23 December 2022, separated 14 December 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5315?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Malmo.\n- Deshawn reports to Sofia.\n- Aisha works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.\n- Kenji works for Summit Energy.\n- Mara works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Atlas Freight was founded in 1999.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2007.\n- Sofia works for Summit Energy.\n- Tessa reports to Deshawn.\n- Tessa works for Helios Logistics.\n- Mei reports to Kenji.\n- Stefan works for Atlas Freight.\n- Amara works for Ironwood Manufacturing.\n- Deshawn works for Atlas Freight.\n- Aisha reports to Stefan.\n- Tobias reports to Tessa.\n- Stefan reports to Mei.\n- Kenji reports to Tobias.\n- Helios Logistics was founded in 1989.\n- Sofia reports to Mara.\n- Mara reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "1994", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6573", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7921: employee Leila S., hired 23 November 2022, separated 06 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7921?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6574", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2343: employee Dmitri A., hired 10 December 2021, separated 22 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2343?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6575", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2461: employee Anders T., hired 27 July 2024, separated 22 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2461?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Hana reports to Tobias.\n- Fernhill Foods is headquartered in Tallinn.\n- Summit Energy was founded in 1990.\n- Dmitri reports to Hana.\n- Sofia works for Fernhill Foods.\n- Emeka reports to Viktor.\n- Nadia reports to Emeka.\n- Tobias works for Vantage Air.\n- Fernhill Foods was founded in 1990.\n- Vantage Air is headquartered in Bergen.\n- Tobias reports to Nadia.\n- Helios Logistics was founded in 1979.\n- Summit Energy is headquartered in Dunedin.\n- Hana works for Fernhill Foods.\n- Dmitri works for Summit Energy.\n- Viktor reports to Sofia.\n- Helios Logistics is headquartered in Tallinn.\n- Viktor works for Summit Energy.\n- Nadia works for Helios Logistics.\n- Aisha reports to Dmitri.\n- Emeka works for Summit Energy.\n- Vantage Air was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6577", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6639: employee Tobias T., hired 17 June 2024, separated 28 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6639?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1976.\n- Yuki works for Beacon Insurance.\n- Summit Energy is headquartered in Adelaide.\n- Deshawn works for Ironwood Manufacturing.\n- Pablo reports to Yuki.\n- Callum reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Mara reports to Deshawn.\n- Crescent Telecom is headquartered in Valencia.\n- Mara works for Summit Energy.\n- Crescent Telecom was founded in 1994.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2006.\n- Deshawn reports to Ravi.\n- Lucia works for Beacon Insurance.\n- Yuki reports to Lucia.\n- Ravi reports to Pablo.\n- Viktor reports to Mara.\n- Summit Energy was founded in 1998.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "2001", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Helios Logistics was founded in 2014.\n- Vantage Air was founded in 1981.\n- Mara reports to Pablo.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Mara works for Helios Logistics.\n- Anders works for Vantage Air.\n- Helios Logistics is headquartered in Lyon.\n- Crescent Telecom is headquartered in Lyon.\n- Atlas Freight is headquartered in Porto.\n- Pablo reports to Kenji.\n- Ravi works for Vantage Air.\n- Omar works for Crescent Telecom.\n- Kenji reports to Sanne.\n- Kenji works for Crescent Telecom.\n- Omar reports to Tobias.\n- Priya works for Crescent Telecom.\n- Elena reports to Mara.\n- Ravi reports to Wren.\n- Sanne works for Vantage Air.\n- Priya reports to Omar.\n- Vantage Air is headquartered in Dunedin.\n- Pablo works for Crescent Telecom.\n- Wren reports to Chiara.\n- Tobias works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Chiara reports to Anders.\n- Crescent Telecom was founded in 2010.\n- Tobias reports to Elena.\n- Sanne reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6580", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 08 September 2025): For employees hired on or after 08 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2498: employee Ravi B., hired 05 May 2025, separated 15 January 2027 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2025-2498 under the controlling rules.", "criteria": {"0": "$3,923", "1": "$2,615", "2": "$20,000", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Elena.\n- Vantage Air was founded in 1995.\n- Leila reports to Sanne.\n- Mateo works for Meridian Bank.\n- Mateo reports to Leila.\n- Aisha works for Beacon Insurance.\n- Stefan reports to Aisha.\n- Stefan works for Meridian Bank.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Omar works for Pinnacle Software.\n- Elena works for Meridian Bank.\n- Yuki reports to Omar.\n- Hana works for Pinnacle Software.\n- Beacon Insurance was founded in 2003.\n- Beacon Insurance is headquartered in Dunedin.\n- Meridian Bank was founded in 1981.\n- Callum reports to Emeka.\n- Yuki works for Pinnacle Software.\n- Mara works for Beacon Insurance.\n- Callum works for Meridian Bank.\n- Pinnacle Software was founded in 1996.\n- Aisha reports to Yuki.\n- Emeka reports to Mara.\n- Mara reports to Hana.\n- Elena reports to Callum.\n- Vantage Air is headquartered in Tallinn.\n- Omar reports to Mateo.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Hana.\n- Helios Logistics was founded in 1984.\n- Yuki works for Vantage Air.\n- Hana works for Atlas Freight.\n- Hana reports to Stefan.\n- Wren reports to Yuki.\n- Atlas Freight is headquartered in Porto.\n- Northwind Systems is headquartered in Valencia.\n- Omar reports to Nadia.\n- Stefan reports to Wren.\n- Vantage Air was founded in 1998.\n- Amara reports to Sofia.\n- Mateo reports to Callum.\n- Northwind Systems was founded in 1976.\n- Stefan works for Atlas Freight.\n- Ingrid works for Vantage Air.\n- Sanne reports to Amara.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Vantage Air is headquartered in Tampere.\n- Sanne works for Vantage Air.\n- Sofia reports to Omar.\n- Yuki reports to Sanne.\n- Helios Logistics is headquartered in Porto.\n- Callum works for Helios Logistics.\n- Omar works for Atlas Freight.\n- Wren works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Sofia works for Vantage Air.\n- Callum reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Leila.\n- Ravi works for Vantage Air.\n- Chiara reports to Amara.\n- Dmitri works for Summit Energy.\n- Vantage Air is headquartered in Valencia.\n- Aisha reports to Ravi.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Amara works for Atlas Freight.\n- Cobalt Health was founded in 1976.\n- Kenji reports to Deshawn.\n- Yuki works for Cobalt Health.\n- Sanne reports to Pablo.\n- Pablo reports to Kenji.\n- Amara reports to Dmitri.\n- Kenji works for Atlas Freight.\n- Deshawn reports to Tessa.\n- Atlas Freight is headquartered in Ghent.\n- Deshawn works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Sanne works for Atlas Freight.\n- Vantage Air was founded in 2002.\n- Tessa reports to Chiara.\n- Chiara works for Vantage Air.\n- Yuki reports to Sanne.\n- Cobalt Health is headquartered in Ghent.\n- Leila works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Ravi reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6584", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6585", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 January 2023): For employees hired on or after 05 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2630: employee Jonas M., hired 21 January 2022, separated 02 August 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-2630 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,500", "2": "$1,875", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Viktor reports to Jonas.\n- Jonas reports to Tessa.\n- Summit Energy is headquartered in Tampere.\n- Chiara reports to Viktor.\n- Mara reports to Nadia.\n- Nadia works for Summit Energy.\n- Nadia reports to Elena.\n- Fernhill Foods is headquartered in Tampere.\n- Omar works for Fernhill Foods.\n- Elena works for Crescent Telecom.\n- Felix reports to Sofia.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Sofia reports to Aisha.\n- Fernhill Foods was founded in 1980.\n- Dmitri works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Dmitri reports to Felix.\n- Northwind Systems was founded in 2004.\n- Crescent Telecom was founded in 2006.\n- Viktor works for Fernhill Foods.\n- Aisha works for Summit Energy.\n- Omar reports to Chiara.\n- Felix works for Crescent Telecom.\n- Elena reports to Dmitri.\n- Aisha reports to Omar.\n- Sofia works for Crescent Telecom.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6587", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6273: employee Priya T., hired 28 September 2023, separated 08 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6273?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2014.\n- Ravi works for Meridian Bank.\n- Ingrid reports to Pablo.\n- Felix works for Lattice Analytics.\n- Dmitri reports to Felix.\n- Leila reports to Ravi.\n- Pablo reports to Yuki.\n- Lucia reports to Dmitri.\n- Beacon Insurance was founded in 1978.\n- Ingrid works for Meridian Bank.\n- Callum reports to Leila.\n- Ironwood Manufacturing was founded in 2002.\n- Yuki reports to Lucia.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lucia works for Meridian Bank.\n- Omar reports to Callum.\n- Yuki works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Lattice Analytics.\n- Pablo works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Dmitri works for Beacon Insurance.\n- Felix reports to Omar.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Beacon Insurance.\n- Meridian Bank was founded in 2003.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6589", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8980: employee Emeka K., hired 11 December 2022, separated 18 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8980?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6590", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6591", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8869: employee Mateo A., hired 12 December 2022, separated 22 December 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8869?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Fernhill Foods.\n- Kenji reports to Bruno.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 1976.\n- Sofia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Sofia reports to Wren.\n- Fernhill Foods was founded in 1980.\n- Deshawn works for Summit Energy.\n- Bruno works for Summit Energy.\n- Dmitri reports to Sofia.\n- Crescent Telecom was founded in 1980.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance is headquartered in Turku.\n- Deshawn reports to Kenji.\n- Kenji works for Summit Energy.\n- Mei reports to Deshawn.\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Bruno reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Fernhill Foods is headquartered in Dunedin.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1975", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6593", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8445: employee Tessa T., hired 03 July 2021, separated 23 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-8445 under the controlling rules.", "criteria": {"0": "$11,700", "1": "$50,267", "2": "$11,100", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Ingrid reports to Dmitri.\n- Helios Logistics was founded in 2013.\n- Aisha reports to Sofia.\n- Leila reports to Aisha.\n- Helios Logistics is headquartered in Brno.\n- Pablo reports to Ingrid.\n- Hana reports to Priya.\n- Sofia works for Helios Logistics.\n- Cobalt Health is headquartered in Brno.\n- Hana works for Lattice Analytics.\n- Dmitri works for Northwind Systems.\n- Stefan reports to Leila.\n- Dmitri reports to Hana.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Cobalt Health was founded in 2010.\n- Lattice Analytics is headquartered in Brno.\n- Priya works for Lattice Analytics.\n- Northwind Systems was founded in 2003.\n- Viktor works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Sofia reports to Pablo.\n- Priya reports to Viktor.\n- Pablo works for Cobalt Health.\n- Lattice Analytics was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6595", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6596", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1983.\n- Helios Logistics was founded in 2009.\n- Crescent Telecom was founded in 2013.\n- Mateo reports to Dmitri.\n- Helios Logistics is headquartered in Valencia.\n- Bruno works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Vantage Air is headquartered in Ghent.\n- Tobias works for Helios Logistics.\n- Bruno reports to Priya.\n- Crescent Telecom is headquartered in Porto.\n- Emeka reports to Mateo.\n- Atlas Freight is headquartered in Turku.\n- Dmitri works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Priya reports to Emeka.\n- Priya works for Crescent Telecom.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Tobias.\n- Dmitri reports to Ravi.\n- Vantage Air was founded in 2015.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6598", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5842: employee Ravi M., hired 18 October 2022, separated 26 May 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-5842 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$3,000", "2": "$2,700", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6599", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1377: employee Stefan B., hired 11 August 2022, separated 19 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-1377 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$8,654", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6600", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3870: employee Omar T., hired 02 November 2022, separated 05 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-3870 under the controlling rules.", "criteria": {"0": "$2,800", "1": "$15,167", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6601", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6602", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3260: employee Yuki A., hired 10 December 2021, separated 09 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3260?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6603", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8977: employee Mara A., hired 12 March 2024, separated 24 July 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8977?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8977 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6604", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4366: employee Amara K., hired 19 May 2023, separated 28 April 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-4366 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$4,050", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6605", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5036: employee Lucia T., hired 13 December 2021, separated 17 December 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-5036 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$5,000", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6606", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "test_results", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Wren.\n- Aisha works for Cobalt Health.\n- Mateo reports to Chiara.\n- Mara reports to Kenji.\n- Mara works for Bluepine Aviation.\n- Wren works for Pinnacle Software.\n- Kenji reports to Priya.\n- Lucia works for Cobalt Health.\n- Bluepine Aviation was founded in 1982.\n- Aisha reports to Sofia.\n- Kenji works for Cobalt Health.\n- Atlas Freight was founded in 1995.\n- Pinnacle Software is headquartered in Tampere.\n- Wren reports to Lucia.\n- Bluepine Aviation is headquartered in Turku.\n- Sofia reports to Mara.\n- Cobalt Health is headquartered in Turku.\n- Chiara works for Atlas Freight.\n- Priya reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Atlas Freight is headquartered in Brno.\n- Pinnacle Software was founded in 1978.\n- Sofia works for Cobalt Health.\n- Chiara reports to Aisha.\n- Cobalt Health was founded in 1999.\n- Mateo works for Bluepine Aviation.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6608", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Lucia works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Elena reports to Aisha.\n- Priya works for Fernhill Foods.\n- Summit Energy is headquartered in Halifax.\n- Jonas reports to Lucia.\n- Meridian Bank is headquartered in Basel.\n- Jonas works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Deshawn works for Summit Energy.\n- Aisha reports to Priya.\n- Fernhill Foods is headquartered in Cork.\n- Summit Energy was founded in 2001.\n- Meridian Bank was founded in 1988.\n- Lucia reports to Elena.\n- Hana works for Summit Energy.\n- Vantage Air was founded in 1977.\n- Elena works for Fernhill Foods.\n- Hana reports to Deshawn.\n- Nadia reports to Hana.\n- Priya reports to Nadia.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6610", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1984.\n- Amara reports to Priya.\n- Tessa works for Beacon Insurance.\n- Viktor reports to Hana.\n- Viktor works for Beacon Insurance.\n- Jonas works for Meridian Bank.\n- Emeka works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1999.\n- Emeka reports to Jonas.\n- Meridian Bank was founded in 1986.\n- Meridian Bank is headquartered in Turku.\n- Hana reports to Tessa.\n- Dmitri works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1986.\n- Wren reports to Emeka.\n- Beacon Insurance is headquartered in Adelaide.\n- Jonas reports to Dmitri.\n- Hana works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya works for Crescent Telecom.\n- Deshawn reports to Amara.\n- Wren works for Beacon Insurance.\n- Priya reports to Viktor.\n- Deshawn works for Beacon Insurance.\n- Dmitri reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1984", "2": "1981", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6611", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6612", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6613", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5368: employee Ingrid M., hired 20 June 2024, separated 13 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5368?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6614", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6615", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6616", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3115: employee Aisha K., hired 11 April 2022, separated 25 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3115?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6617", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5402: employee Priya T., hired 06 May 2023, separated 27 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5402?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group was founded in 2013.\n- Sanne works for Cedar Retail Group.\n- Yuki works for Vantage Air.\n- Northwind Systems was founded in 1987.\n- Cedar Retail Group is headquartered in Adelaide.\n- Bruno reports to Dmitri.\n- Mateo works for Vantage Air.\n- Lattice Analytics was founded in 1996.\n- Bruno works for Lattice Analytics.\n- Mateo reports to Ingrid.\n- Deshawn reports to Pablo.\n- Ingrid reports to Sanne.\n- Callum works for Cedar Retail Group.\n- Dmitri works for Lattice Analytics.\n- Sanne reports to Deshawn.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Vantage Air is headquartered in Bergen.\n- Callum reports to Mei.\n- Ravi reports to Yuki.\n- Tessa reports to Ravi.\n- Ingrid works for Vantage Air.\n- Lattice Analytics is headquartered in Austin.\n- Yuki reports to Callum.\n- Tessa works for Northwind Systems.\n- Mei works for Vantage Air.\n- Pablo reports to Tessa.\n- Mei reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6619", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6620", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6621", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6622", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong address on order 8203, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6623", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6624", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6625", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5833: employee Tobias R., hired 26 October 2021, separated 16 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5833?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Crescent Telecom.\n- Elena reports to Pablo.\n- Nadia works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Lucia reports to Viktor.\n- Mei reports to Bruno.\n- Tessa works for Vantage Air.\n- Viktor reports to Deshawn.\n- Tessa reports to Elena.\n- Crescent Telecom was founded in 1985.\n- Nadia reports to Mei.\n- Viktor works for Cobalt Health.\n- Dmitri works for Vantage Air.\n- Deshawn reports to Tessa.\n- Cobalt Health is headquartered in Dunedin.\n- Bruno works for Vantage Air.\n- Bruno reports to Dmitri.\n- Atlas Freight was founded in 1979.\n- Cobalt Health was founded in 1995.\n- Dmitri reports to Lucia.\n- Pablo works for Cobalt Health.\n- Crescent Telecom is headquartered in Bergen.\n- Vantage Air was founded in 1988.\n- Deshawn works for Vantage Air.\n- Atlas Freight is headquartered in Bergen.\n- Elena works for Crescent Telecom.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6627", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6628", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 February 2023): For employees hired on or after 16 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4457: employee Elena K., hired 25 October 2022, separated 30 July 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4457?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6629", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "play_music", "2": "control_lights", "3": "set_timer", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Bruno reports to Elena.\n- Wren reports to Nadia.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Ravi reports to Mateo.\n- Wren works for Bluepine Aviation.\n- Crescent Telecom was founded in 1990.\n- Lucia works for Ironwood Manufacturing.\n- Nadia reports to Aisha.\n- Lucia reports to Wren.\n- Northwind Systems was founded in 1978.\n- Northwind Systems is headquartered in Nagoya.\n- Aisha reports to Deshawn.\n- Ravi works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Bergen.\n- Nadia works for Bluepine Aviation.\n- Mateo reports to Omar.\n- Bluepine Aviation was founded in 1992.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Ravi.\n- Omar reports to Jonas.\n- Deshawn reports to Sofia.\n- Deshawn works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1976.\n- Bruno works for Crescent Telecom.\n- Jonas reports to Lucia.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6631", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4670: employee Bruno M., hired 24 March 2022, separated 12 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4670?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Jonas.\n- Vantage Air was founded in 2004.\n- Hana works for Summit Energy.\n- Aisha works for Vantage Air.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Emeka reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Bergen.\n- Vantage Air is headquartered in Oslo.\n- Viktor reports to Kenji.\n- Kenji reports to Nadia.\n- Summit Energy was founded in 1976.\n- Yuki reports to Aisha.\n- Tobias works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Sofia works for Ironwood Manufacturing.\n- Tobias reports to Sofia.\n- Kenji works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Jonas reports to Emeka.\n- Summit Energy is headquartered in Halifax.\n- Aisha reports to Hana.\n- Northwind Systems was founded in 1990.\n- Sofia reports to Yuki.\n- Jonas works for Summit Energy.\n- Ironwood Manufacturing was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tobias.\n- Mateo reports to Lucia.\n- Bruno works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Mateo.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cedar Retail Group was founded in 1989.\n- Bruno reports to Priya.\n- Amara works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Bruno.\n- Priya reports to Ravi.\n- Ingrid works for Fernhill Foods.\n- Ravi reports to Ingrid.\n- Pinnacle Software is headquartered in Austin.\n- Fernhill Foods was founded in 2000.\n- Ravi works for Pinnacle Software.\n- Leila works for Cedar Retail Group.\n- Tobias reports to Amara.\n- Amara reports to Chiara.\n- Ironwood Manufacturing was founded in 1990.\n- Cedar Retail Group is headquartered in Leeds.\n- Fernhill Foods is headquartered in Leeds.\n- Pinnacle Software was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6634", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Leila works for Helios Logistics.\n- Jonas reports to Omar.\n- Pablo reports to Ingrid.\n- Helios Logistics is headquartered in Valencia.\n- Cedar Retail Group was founded in 1979.\n- Ingrid works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Mei reports to Dmitri.\n- Pinnacle Software is headquartered in Valencia.\n- Omar reports to Pablo.\n- Sanne works for Cedar Retail Group.\n- Lattice Analytics was founded in 1987.\n- Helios Logistics was founded in 1992.\n- Dmitri works for Cedar Retail Group.\n- Leila reports to Tobias.\n- Pablo works for Lattice Analytics.\n- Ingrid reports to Mei.\n- Omar works for Lattice Analytics.\n- Pinnacle Software was founded in 1993.\n- Jonas works for Pinnacle Software.\n- Dmitri reports to Leila.\n- Mei works for Helios Logistics.\n- Tobias reports to Priya.\n- Lattice Analytics is headquartered in Ghent.\n- Priya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6635", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3328: employee Felix S., hired 22 April 2022, separated 14 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3328?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2015.\n- Mateo works for Northwind Systems.\n- Zoya works for Lattice Analytics.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Nadia works for Northwind Systems.\n- Cobalt Health is headquartered in Cork.\n- Sanne reports to Bruno.\n- Vantage Air is headquartered in Cork.\n- Lattice Analytics is headquartered in Basel.\n- Sanne works for Northwind Systems.\n- Zoya reports to Nadia.\n- Tessa works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Mara reports to Mateo.\n- Elena reports to Tobias.\n- Tessa reports to Mara.\n- Anders reports to Tessa.\n- Elena works for Northwind Systems.\n- Anders works for Vantage Air.\n- Bruno reports to Anders.\n- Mateo reports to Zoya.\n- Tobias works for Vantage Air.\n- Cobalt Health was founded in 2005.\n- Nadia reports to Elena.\n- Lattice Analytics was founded in 2014.\n- Bruno works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6637", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6638", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 October 2025): For employees hired on or after 04 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5857: employee Aisha T., hired 04 April 2023, separated 29 January 2027 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5857?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6639", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6640", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2010.\n- Vantage Air is headquartered in Adelaide.\n- Stefan works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Cedar Retail Group is headquartered in Oslo.\n- Dmitri reports to Aisha.\n- Ravi works for Fernhill Foods.\n- Sofia reports to Ravi.\n- Aisha works for Fernhill Foods.\n- Atlas Freight is headquartered in Oslo.\n- Aisha reports to Callum.\n- Mateo reports to Sofia.\n- Mateo works for Vantage Air.\n- Elena reports to Nadia.\n- Elena works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Nadia reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Atlas Freight was founded in 2010.\n- Callum reports to Bruno.\n- Fernhill Foods is headquartered in Adelaide.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group was founded in 1996.\n- Sofia works for Fernhill Foods.\n- Ravi reports to Elena.\n- Fernhill Foods was founded in 1993.\n- Stefan reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Pablo reports to Sofia.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Mei reports to Yuki.\n- Bluepine Aviation was founded in 1989.\n- Yuki reports to Omar.\n- Bruno reports to Aisha.\n- Omar works for Summit Energy.\n- Omar reports to Pablo.\n- Sofia reports to Emeka.\n- Leila reports to Dmitri.\n- Summit Energy is headquartered in Valencia.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Crescent Telecom is headquartered in Ghent.\n- Bruno works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Leila works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Dmitri works for Northwind Systems.\n- Bluepine Aviation is headquartered in Malmo.\n- Dmitri reports to Bruno.\n- Aisha works for Crescent Telecom.\n- Northwind Systems was founded in 2007.\n- Crescent Telecom was founded in 2004.\n- Aisha reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6643", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6644", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7496: employee Mateo S., hired 03 March 2022, separated 18 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7496?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6645", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 July 2023): For employees hired on or after 04 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1511: employee Ravi R., hired 19 October 2022, separated 21 September 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1511?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6646", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9308: employee Zoya B., hired 08 June 2020, separated 21 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9308?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6647", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4545: employee Hana B., hired 22 March 2022, separated 29 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4545?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6648", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 September 2024): For employees hired on or after 19 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9534: employee Aisha M., hired 13 September 2022, separated 09 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9534?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6649", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6650", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Deshawn works for Crescent Telecom.\n- Aisha reports to Viktor.\n- Zoya reports to Yuki.\n- Hana reports to Tessa.\n- Zoya works for Bluepine Aviation.\n- Kenji reports to Deshawn.\n- Bluepine Aviation was founded in 1982.\n- Priya reports to Kenji.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Yuki reports to Aisha.\n- Tessa works for Ironwood Manufacturing.\n- Kenji works for Meridian Bank.\n- Tessa reports to Zoya.\n- Sofia reports to Hana.\n- Tobias reports to Sofia.\n- Yuki works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2004.\n- Viktor works for Bluepine Aviation.\n- Mateo reports to Tobias.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Hana works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1976.\n- Priya works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Ironwood Manufacturing is headquartered in Turku.\n- Deshawn reports to Mateo.\n- Meridian Bank is headquartered in Turku.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6652", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6653", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6416: employee Mateo B., hired 02 October 2022, separated 25 March 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6416?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mateo.\n- Amara reports to Dmitri.\n- Wren reports to Yuki.\n- Anders reports to Amara.\n- Jonas reports to Anders.\n- Omar reports to Ravi.\n- Aisha reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Yuki reports to Jonas.\n- Cedar Retail Group is headquartered in Leeds.\n- Fernhill Foods is headquartered in Basel.\n- Yuki works for Cedar Retail Group.\n- Mateo reports to Zoya.\n- Cedar Retail Group was founded in 1989.\n- Amara works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Beacon Insurance was founded in 1992.\n- Dmitri reports to Mara.\n- Mateo works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Zoya reports to Aisha.\n- Ravi works for Ironwood Manufacturing.\n- Wren works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Valencia.\n- Zoya works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2009.\n- Fernhill Foods was founded in 1987.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6655", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 November 2022): For employees hired on or after 07 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1873: employee Jonas A., hired 17 January 2021, separated 29 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1873?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6656", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ingrid.\n- Felix works for Meridian Bank.\n- Lattice Analytics was founded in 1987.\n- Vantage Air is headquartered in Basel.\n- Yuki works for Meridian Bank.\n- Zoya works for Vantage Air.\n- Yuki reports to Priya.\n- Chiara reports to Yuki.\n- Felix reports to Zoya.\n- Bluepine Aviation is headquartered in Austin.\n- Lattice Analytics is headquartered in Basel.\n- Priya works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Zoya reports to Sanne.\n- Bluepine Aviation was founded in 2008.\n- Vantage Air was founded in 1998.\n- Meridian Bank is headquartered in Austin.\n- Pablo reports to Stefan.\n- Meridian Bank was founded in 1986.\n- Stefan works for Meridian Bank.\n- Amara reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Amara works for Vantage Air.\n- Ingrid reports to Pablo.\n- Ingrid works for Vantage Air.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6658", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials", "4": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6659", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1979.\n- Wren works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Mei reports to Tobias.\n- Pinnacle Software was founded in 2000.\n- Hana works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Ingrid works for Pinnacle Software.\n- Tobias works for Northwind Systems.\n- Amara works for Cobalt Health.\n- Omar reports to Lucia.\n- Lucia reports to Amara.\n- Leila works for Northwind Systems.\n- Leila reports to Mei.\n- Lucia works for Pinnacle Software.\n- Wren reports to Mara.\n- Pinnacle Software is headquartered in Lyon.\n- Cobalt Health is headquartered in Lyon.\n- Helios Logistics is headquartered in Lyon.\n- Hana reports to Tessa.\n- Tessa works for Cobalt Health.\n- Amara reports to Dmitri.\n- Tessa reports to Omar.\n- Ingrid reports to Hana.\n- Dmitri reports to Leila.\n- Northwind Systems is headquartered in Nagoya.\n- Cobalt Health was founded in 1980.\n- Mei works for Pinnacle Software.\n- Tobias reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Bruno reports to Felix.\n- Priya reports to Bruno.\n- Crescent Telecom is headquartered in Tampere.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Jonas works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 2013.\n- Vantage Air is headquartered in Halifax.\n- Vantage Air was founded in 1980.\n- Beacon Insurance was founded in 2004.\n- Lattice Analytics was founded in 2009.\n- Mei reports to Jonas.\n- Sofia works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Emeka reports to Mei.\n- Beacon Insurance is headquartered in Austin.\n- Felix reports to Sofia.\n- Hana reports to Priya.\n- Jonas reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6662", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6663", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6664", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6665", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1767: employee Leila K., hired 20 June 2023, separated 16 November 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1767?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6666", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Beacon Insurance.\n- Wren works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Beacon Insurance is headquartered in Bergen.\n- Atlas Freight was founded in 2003.\n- Helios Logistics is headquartered in Halifax.\n- Tessa reports to Mei.\n- Helios Logistics was founded in 2014.\n- Atlas Freight is headquartered in Ghent.\n- Cobalt Health was founded in 1987.\n- Chiara works for Helios Logistics.\n- Mei reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 1986.\n- Chiara reports to Tobias.\n- Cobalt Health is headquartered in Halifax.\n- Sanne reports to Mateo.\n- Hana reports to Wren.\n- Mateo reports to Chiara.\n- Tobias works for Atlas Freight.\n- Hana works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6668", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "report_delay", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6670", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6671", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6672", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 November 2022): For employees hired on or after 23 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8046: employee Aisha T., hired 01 June 2019, separated 30 June 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8046?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6673", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Tessa reports to Mateo.\n- Summit Energy is headquartered in Porto.\n- Yuki reports to Callum.\n- Fernhill Foods is headquartered in Porto.\n- Fernhill Foods was founded in 2002.\n- Tessa works for Pinnacle Software.\n- Summit Energy was founded in 1994.\n- Meridian Bank was founded in 2012.\n- Ravi works for Fernhill Foods.\n- Callum reports to Ravi.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Callum works for Summit Energy.\n- Mateo works for Fernhill Foods.\n- Ravi reports to Viktor.\n- Yuki works for Summit Energy.\n- Viktor reports to Tessa.\n- Aisha reports to Leila.\n- Pinnacle Software is headquartered in Tallinn.\n- Aisha works for Pinnacle Software.\n- Mateo reports to Aisha.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6675", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1895: employee Omar M., hired 08 November 2020, separated 04 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1895?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6676", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6677", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Sanne reports to Hana.\n- Tobias works for Vantage Air.\n- Lucia works for Crescent Telecom.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2010.\n- Lattice Analytics is headquartered in Cork.\n- Yuki reports to Lucia.\n- Elena reports to Dmitri.\n- Hana works for Vantage Air.\n- Nadia reports to Yuki.\n- Lucia reports to Tobias.\n- Crescent Telecom is headquartered in Lyon.\n- Crescent Telecom was founded in 2004.\n- Vantage Air is headquartered in Oslo.\n- Hana reports to Nadia.\n- Dmitri reports to Sanne.\n- Vantage Air was founded in 2012.\n- Lattice Analytics was founded in 1987.\n- Sanne works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Yuki works for Lattice Analytics.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Adelaide.\n- Anders works for Summit Energy.\n- Omar works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1979.\n- Summit Energy was founded in 1984.\n- Pablo works for Summit Energy.\n- Jonas reports to Wren.\n- Jonas works for Summit Energy.\n- Pinnacle Software was founded in 2012.\n- Hana reports to Mara.\n- Sanne reports to Kenji.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1995.\n- Pablo reports to Hana.\n- Hana works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Stefan reports to Pablo.\n- Omar reports to Anders.\n- Pinnacle Software is headquartered in Adelaide.\n- Wren works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Kenji reports to Omar.\n- Mara reports to Sanne.\n- Summit Energy is headquartered in Austin.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Wren reports to Mateo.\n- Sofia works for Lattice Analytics.\n- Mateo works for Ironwood Manufacturing.\n- Priya reports to Amara.\n- Sofia reports to Priya.\n- Ironwood Manufacturing was founded in 1976.\n- Nadia reports to Jonas.\n- Vantage Air was founded in 2009.\n- Vantage Air is headquartered in Valencia.\n- Amara reports to Yuki.\n- Yuki reports to Wren.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Jonas works for Vantage Air.\n- Crescent Telecom was founded in 1995.\n- Amara works for Vantage Air.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lattice Analytics is headquartered in Bergen.\n- Mateo reports to Nadia.\n- Priya works for Crescent Telecom.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1972", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Priya works for Pinnacle Software.\n- Fernhill Foods was founded in 1995.\n- Sofia reports to Priya.\n- Zoya reports to Wren.\n- Emeka works for Pinnacle Software.\n- Wren reports to Sofia.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Pinnacle Software.\n- Callum reports to Tobias.\n- Priya reports to Callum.\n- Aisha reports to Elena.\n- Tobias works for Fernhill Foods.\n- Bluepine Aviation was founded in 1988.\n- Aisha works for Fernhill Foods.\n- Summit Energy is headquartered in Adelaide.\n- Elena reports to Dmitri.\n- Zoya works for Fernhill Foods.\n- Pinnacle Software is headquartered in Ghent.\n- Summit Energy was founded in 2015.\n- Emeka reports to Zoya.\n- Sofia works for Bluepine Aviation.\n- Callum works for Summit Energy.\n- Wren works for Pinnacle Software.\n- Dmitri reports to Emeka.\n- Pinnacle Software was founded in 1977.\n- Elena works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Chiara reports to Leila.\n- Emeka works for Pinnacle Software.\n- Emeka reports to Mei.\n- Dmitri reports to Sofia.\n- Sofia works for Cobalt Health.\n- Stefan reports to Omar.\n- Ironwood Manufacturing was founded in 1981.\n- Omar reports to Kenji.\n- Mei works for Ironwood Manufacturing.\n- Summit Energy was founded in 2013.\n- Leila reports to Stefan.\n- Summit Energy is headquartered in Ghent.\n- Leila works for Ironwood Manufacturing.\n- Bruno reports to Felix.\n- Felix reports to Chiara.\n- Dmitri works for Cobalt Health.\n- Chiara works for Pinnacle Software.\n- Kenji reports to Viktor.\n- Viktor reports to Emeka.\n- Pinnacle Software was founded in 2001.\n- Cobalt Health is headquartered in Valencia.\n- Stefan works for Cobalt Health.\n- Mei reports to Dmitri.\n- Bruno works for Pinnacle Software.\n- Omar works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Cobalt Health was founded in 1998.\n- Pinnacle Software is headquartered in Valencia.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6683", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Helios Logistics was founded in 1982.\n- Summit Energy is headquartered in Turku.\n- Leila reports to Felix.\n- Pablo reports to Tobias.\n- Cobalt Health is headquartered in Adelaide.\n- Amara works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Viktor reports to Mei.\n- Sanne reports to Viktor.\n- Tobias works for Summit Energy.\n- Wren reports to Ravi.\n- Felix reports to Amara.\n- Northwind Systems is headquartered in Austin.\n- Amara reports to Sanne.\n- Tobias reports to Leila.\n- Northwind Systems was founded in 1995.\n- Stefan reports to Emeka.\n- Summit Energy was founded in 1986.\n- Ravi reports to Stefan.\n- Viktor works for Cobalt Health.\n- Felix works for Summit Energy.\n- Emeka works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Wren works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Emeka reports to Pablo.\n- Mei works for Helios Logistics.\n- Stefan works for Cobalt Health.\n- Ravi works for Northwind Systems.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6685", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9777: employee Sanne A., hired 25 February 2024, separated 10 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9777?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2004.\n- Cedar Retail Group is headquartered in Leeds.\n- Tobias reports to Kenji.\n- Ironwood Manufacturing was founded in 2000.\n- Dmitri works for Ironwood Manufacturing.\n- Felix works for Bluepine Aviation.\n- Nadia reports to Bruno.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Kenji reports to Jonas.\n- Kenji works for Fernhill Foods.\n- Amara reports to Anders.\n- Anders works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Brno.\n- Amara works for Bluepine Aviation.\n- Bruno works for Ironwood Manufacturing.\n- Anders reports to Omar.\n- Cedar Retail Group was founded in 2000.\n- Hana reports to Dmitri.\n- Jonas reports to Nadia.\n- Hana works for Cedar Retail Group.\n- Bruno reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Felix.\n- Omar works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Jonas works for Bluepine Aviation.\n- Stefan reports to Hana.\n- Fernhill Foods was founded in 2005.\n- Felix reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6687", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2139: employee Mei S., hired 05 November 2019, separated 15 July 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-2139 under the controlling rules.", "criteria": {"0": "$10,650", "1": "$46,150", "2": "$10,150", "3": "$10,575"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Elena reports to Wren.\n- Emeka reports to Elena.\n- Wren works for Lattice Analytics.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 2015.\n- Felix reports to Viktor.\n- Pablo works for Summit Energy.\n- Viktor reports to Pablo.\n- Lattice Analytics is headquartered in Ghent.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1982.\n- Pablo reports to Leila.\n- Leila reports to Emeka.\n- Sofia reports to Felix.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics was founded in 1977.\n- Atlas Freight was founded in 2015.\n- Elena works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Felix works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6689", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6794: employee Omar R., hired 28 August 2023, separated 11 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6794?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6690", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 August 2023): For employees hired on or after 01 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4771: employee Yuki M., hired 21 March 2023, separated 03 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-4771 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$7,500", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Aisha works for Beacon Insurance.\n- Lucia reports to Zoya.\n- Hana reports to Tessa.\n- Emeka reports to Pablo.\n- Dmitri works for Beacon Insurance.\n- Anders reports to Dmitri.\n- Pablo reports to Chiara.\n- Aisha reports to Emeka.\n- Tessa works for Bluepine Aviation.\n- Dmitri reports to Lucia.\n- Beacon Insurance is headquartered in Oslo.\n- Zoya works for Bluepine Aviation.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Northwind Systems is headquartered in Malmo.\n- Anders works for Northwind Systems.\n- Pablo works for Atlas Freight.\n- Chiara reports to Hana.\n- Chiara works for Bluepine Aviation.\n- Northwind Systems was founded in 2002.\n- Tessa reports to Anders.\n- Bluepine Aviation was founded in 2012.\n- Lucia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Leeds.\n- Beacon Insurance was founded in 1982.\n- Emeka works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6692", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6693", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6618: employee Mateo K., hired 10 October 2023, separated 12 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6618?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6694", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 45059 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6695", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6696", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 88187 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6697", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6484: employee Ravi R., hired 07 November 2023, separated 19 May 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6484?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6698", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6699", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6700", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3406: employee Tobias S., hired 17 October 2021, separated 03 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3406?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6701", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5262: employee Tobias S., hired 19 November 2020, separated 28 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5262?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5262 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6702", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6703", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Emeka reports to Kenji.\n- Dmitri reports to Ingrid.\n- Zoya reports to Priya.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Lyon.\n- Kenji works for Ironwood Manufacturing.\n- Pablo works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.\n- Priya reports to Aisha.\n- Lattice Analytics was founded in 1993.\n- Lattice Analytics is headquartered in Porto.\n- Cedar Retail Group is headquartered in Nagoya.\n- Summit Energy was founded in 1978.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pablo reports to Dmitri.\n- Priya works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2004.\n- Aisha works for Lattice Analytics.\n- Kenji reports to Pablo.\n- Aisha reports to Emeka.\n- Ingrid works for Ironwood Manufacturing.\n- Zoya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6705", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Atlas Freight.\n- Felix reports to Aisha.\n- Atlas Freight was founded in 1992.\n- Summit Energy was founded in 2004.\n- Deshawn works for Fernhill Foods.\n- Jonas works for Cedar Retail Group.\n- Fernhill Foods was founded in 2005.\n- Atlas Freight is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Brno.\n- Aisha reports to Jonas.\n- Felix works for Atlas Freight.\n- Yuki reports to Bruno.\n- Yuki works for Atlas Freight.\n- Fernhill Foods is headquartered in Malmo.\n- Cedar Retail Group was founded in 1990.\n- Sanne works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Mei works for Cedar Retail Group.\n- Sanne reports to Yuki.\n- Mei reports to Deshawn.\n- Deshawn reports to Felix.\n- Bruno reports to Mei.\n- Jonas reports to Leila.\n- Aisha works for Summit Energy.\n- Bruno works for Fernhill Foods.\n- Leila reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6707", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Swap order 69199 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6708", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2358: employee Wren S., hired 29 October 2019, separated 20 November 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2358?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6709", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "update_card", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6710", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Elena works for Pinnacle Software.\n- Atlas Freight is headquartered in Austin.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Callum reports to Lucia.\n- Sanne reports to Zoya.\n- Helios Logistics is headquartered in Basel.\n- Amara reports to Elena.\n- Lucia reports to Bruno.\n- Vantage Air is headquartered in Lyon.\n- Sanne works for Helios Logistics.\n- Zoya reports to Callum.\n- Amara works for Helios Logistics.\n- Pinnacle Software was founded in 2000.\n- Jonas reports to Sanne.\n- Pablo reports to Emeka.\n- Atlas Freight was founded in 2008.\n- Leila works for Vantage Air.\n- Callum works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Bruno works for Vantage Air.\n- Bruno reports to Leila.\n- Leila reports to Amara.\n- Kenji reports to Pablo.\n- Zoya works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Lucia works for Pinnacle Software.\n- Helios Logistics was founded in 1982.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6712", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8864: employee Sofia B., hired 03 September 2023, separated 10 February 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-8864 under the controlling rules.", "criteria": {"0": "$8,077", "1": "$11,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Lyon.\n- Anders reports to Mara.\n- Anders works for Pinnacle Software.\n- Chiara reports to Anders.\n- Mara reports to Amara.\n- Cobalt Health was founded in 1984.\n- Fernhill Foods was founded in 1996.\n- Pinnacle Software was founded in 1986.\n- Amara works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Ingrid reports to Dmitri.\n- Leila reports to Tessa.\n- Mara works for Pinnacle Software.\n- Felix reports to Chiara.\n- Amara reports to Leila.\n- Tessa reports to Ingrid.\n- Dmitri works for Cobalt Health.\n- Ingrid works for Pinnacle Software.\n- Stefan works for Cobalt Health.\n- Felix works for Fernhill Foods.\n- Leila works for Cobalt Health.\n- Pinnacle Software is headquartered in Lyon.\n- Stefan reports to Felix.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1988.\n- Chiara works for Pinnacle Software.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Omar works for Cedar Retail Group.\n- Tobias reports to Leila.\n- Omar reports to Mateo.\n- Leila reports to Mei.\n- Mei reports to Ingrid.\n- Cedar Retail Group was founded in 2010.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Chiara reports to Yuki.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 1989.\n- Leila works for Crescent Telecom.\n- Mei works for Cedar Retail Group.\n- Ingrid reports to Chiara.\n- Bluepine Aviation is headquartered in Oslo.\n- Tobias works for Lattice Analytics.\n- Yuki reports to Omar.\n- Cedar Retail Group is headquartered in Turku.\n- Ingrid works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Ghent.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6715", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6716", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1979.\n- Sofia reports to Elena.\n- Chiara works for Beacon Insurance.\n- Meridian Bank was founded in 1997.\n- Elena reports to Mei.\n- Mei reports to Deshawn.\n- Amara reports to Mateo.\n- Leila works for Cobalt Health.\n- Cedar Retail Group was founded in 1975.\n- Beacon Insurance is headquartered in Ghent.\n- Mateo reports to Sofia.\n- Mateo works for Beacon Insurance.\n- Leila reports to Amara.\n- Deshawn works for Cobalt Health.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei works for Meridian Bank.\n- Cobalt Health is headquartered in Oslo.\n- Meridian Bank is headquartered in Halifax.\n- Deshawn reports to Chiara.\n- Sofia works for Beacon Insurance.\n- Elena works for Cedar Retail Group.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6718", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-6 (VERSION 2, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4652: employee Deshawn R., hired 26 March 2022, separated 30 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-4652 under the controlling rules.", "criteria": {"0": "$55,125", "1": "$12,851", "2": "$12,221", "3": "$12,721"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Yuki reports to Elena.\n- Jonas works for Cobalt Health.\n- Chiara works for Vantage Air.\n- Nadia reports to Jonas.\n- Deshawn works for Cobalt Health.\n- Nadia works for Meridian Bank.\n- Omar reports to Nadia.\n- Summit Energy is headquartered in Halifax.\n- Bruno works for Meridian Bank.\n- Leila reports to Omar.\n- Sofia reports to Chiara.\n- Meridian Bank is headquartered in Halifax.\n- Meridian Bank was founded in 2009.\n- Sofia works for Vantage Air.\n- Cobalt Health was founded in 2015.\n- Leila works for Cobalt Health.\n- Vantage Air was founded in 2002.\n- Cobalt Health is headquartered in Oslo.\n- Bruno reports to Deshawn.\n- Jonas reports to Yuki.\n- Vantage Air is headquartered in Nagoya.\n- Elena works for Vantage Air.\n- Chiara reports to Leila.\n- Omar works for Summit Energy.\n- Elena reports to Bruno.\n- Summit Energy was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6720", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8061: employee Viktor S., hired 25 August 2022, separated 03 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8061?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8061 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Kenji.\n- Mei works for Vantage Air.\n- Stefan reports to Priya.\n- Mei reports to Mateo.\n- Cedar Retail Group was founded in 2011.\n- Kenji works for Crescent Telecom.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1975.\n- Tobias reports to Mei.\n- Jonas reports to Stefan.\n- Mateo reports to Jonas.\n- Jonas works for Vantage Air.\n- Crescent Telecom is headquartered in Cork.\n- Cedar Retail Group is headquartered in Dunedin.\n- Stefan works for Cedar Retail Group.\n- Vantage Air is headquartered in Cork.\n- Crescent Telecom was founded in 2007.\n- Viktor works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Priya reports to Viktor.\n- Tobias works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6722", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3917: employee Mateo T., hired 04 May 2021, separated 11 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3917?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6723", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6724", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4326: employee Priya S., hired 25 November 2022, separated 24 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4326?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6725", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5352: employee Mara M., hired 15 May 2023, separated 23 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-5352 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$6,000", "3": "$2,812"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6726", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 7004, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6727", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2959: employee Zoya R., hired 16 March 2024, separated 04 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2025-2959 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$30,333", "2": "$5,688", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6728", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2730: employee Leila A., hired 22 January 2021, separated 04 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-2730 under the controlling rules.", "criteria": {"0": "$98,583", "1": "$22,250", "2": "$22,750", "3": "$23,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6729", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6559: employee Viktor R., hired 14 February 2021, separated 30 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6559?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Yuki.\n- Cedar Retail Group was founded in 1995.\n- Pinnacle Software is headquartered in Valencia.\n- Kenji works for Summit Energy.\n- Mei works for Cedar Retail Group.\n- Amara reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Amara works for Crescent Telecom.\n- Ingrid reports to Jonas.\n- Crescent Telecom was founded in 1984.\n- Aisha reports to Amara.\n- Aisha works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Valencia.\n- Jonas reports to Kenji.\n- Jonas works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Yuki works for Pinnacle Software.\n- Summit Energy was founded in 2006.\n- Bruno reports to Aisha.\n- Mei reports to Ingrid.\n- Crescent Telecom is headquartered in Lyon.\n- Felix works for Crescent Telecom.\n- Pinnacle Software was founded in 1988.\n- Zoya reports to Mei.\n- Kenji reports to Felix.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1998", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6731", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6732", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2635: employee Zoya K., hired 30 April 2021, separated 06 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2635?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6733", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6734", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6735", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6736", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6738", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6739", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2073: employee Mateo S., hired 11 November 2022, separated 06 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2073?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6740", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Stefan reports to Callum.\n- Callum reports to Mei.\n- Beacon Insurance is headquartered in Cork.\n- Mateo works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ravi works for Lattice Analytics.\n- Mateo reports to Stefan.\n- Yuki works for Lattice Analytics.\n- Vantage Air was founded in 2008.\n- Ironwood Manufacturing was founded in 2013.\n- Mei reports to Yuki.\n- Hana works for Lattice Analytics.\n- Vantage Air is headquartered in Cork.\n- Yuki reports to Hana.\n- Ravi reports to Deshawn.\n- Deshawn works for Vantage Air.\n- Lattice Analytics is headquartered in Adelaide.\n- Hana reports to Ravi.\n- Stefan works for Vantage Air.\n- Lattice Analytics was founded in 1989.\n- Mei works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6742", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 31461 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6743", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9311: employee Ingrid R., hired 22 December 2021, separated 26 June 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-9311 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$45,067", "2": "$10,500", "3": "$10,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6744", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1264: employee Jonas A., hired 10 July 2020, separated 12 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1264?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6745", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6746", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9051: employee Emeka R., hired 20 July 2023, separated 13 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9051?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6747", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6069: employee Amara R., hired 19 August 2022, separated 17 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6069?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6748", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6749", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8701: employee Tessa T., hired 22 August 2023, separated 06 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8701?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6750", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6751", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 19 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1243: employee Mateo M., hired 06 January 2021, separated 12 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1243?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Kenji works for Helios Logistics.\n- Vantage Air was founded in 1984.\n- Vantage Air is headquartered in Brno.\n- Aisha works for Helios Logistics.\n- Cedar Retail Group was founded in 1993.\n- Mei reports to Aisha.\n- Jonas works for Vantage Air.\n- Callum works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Mara reports to Kenji.\n- Meridian Bank was founded in 1976.\n- Helios Logistics was founded in 2005.\n- Mei works for Cedar Retail Group.\n- Jonas reports to Callum.\n- Zoya works for Meridian Bank.\n- Callum reports to Mara.\n- Kenji reports to Priya.\n- Aisha reports to Jonas.\n- Helios Logistics is headquartered in Tallinn.\n- Mara works for Cedar Retail Group.\n- Priya reports to Zoya.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6753", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3955: employee Ravi S., hired 06 October 2022, separated 27 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3955?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6754", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6755", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "refill_rx", "4": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6756", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7208: employee Mara B., hired 25 November 2021, separated 08 March 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-7208 under the controlling rules.", "criteria": {"0": "$58,000", "1": "$12,385", "2": "$13,385", "3": "$13,269"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6757", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6758", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "coverage_question", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6759", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6760", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "report_delay", "4": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Nagoya.\n- Helios Logistics was founded in 2007.\n- Pablo reports to Tessa.\n- Fernhill Foods is headquartered in Tampere.\n- Lattice Analytics was founded in 1976.\n- Emeka works for Lattice Analytics.\n- Anders works for Helios Logistics.\n- Leila works for Fernhill Foods.\n- Wren reports to Callum.\n- Viktor reports to Pablo.\n- Vantage Air is headquartered in Tampere.\n- Callum works for Fernhill Foods.\n- Vantage Air was founded in 1981.\n- Leila reports to Wren.\n- Fernhill Foods was founded in 1985.\n- Pablo works for Vantage Air.\n- Callum reports to Emeka.\n- Wren works for Lattice Analytics.\n- Tessa reports to Leila.\n- Helios Logistics is headquartered in Halifax.\n- Viktor works for Lattice Analytics.\n- Tessa works for Vantage Air.\n- Emeka reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6762", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6764", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7911: employee Tessa M., hired 17 January 2021, separated 18 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7911?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Mei reports to Sofia.\n- Kenji reports to Mei.\n- Dmitri works for Meridian Bank.\n- Priya reports to Yuki.\n- Lucia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1975.\n- Dmitri reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Turku.\n- Meridian Bank is headquartered in Malmo.\n- Yuki reports to Chiara.\n- Sofia reports to Aisha.\n- Fernhill Foods was founded in 2015.\n- Aisha works for Bluepine Aviation.\n- Sofia works for Fernhill Foods.\n- Mei works for Meridian Bank.\n- Ingrid reports to Lucia.\n- Kenji works for Meridian Bank.\n- Lucia reports to Priya.\n- Ingrid works for Fernhill Foods.\n- Aisha reports to Dmitri.\n- Ironwood Manufacturing was founded in 1992.\n- Yuki works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Meridian Bank is headquartered in Basel.\n- Viktor reports to Pablo.\n- Leila works for Beacon Insurance.\n- Omar reports to Ingrid.\n- Ingrid reports to Elena.\n- Meridian Bank was founded in 2003.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance was founded in 1988.\n- Pablo reports to Leila.\n- Ingrid works for Beacon Insurance.\n- Lattice Analytics was founded in 2014.\n- Bluepine Aviation is headquartered in Leeds.\n- Hana reports to Mei.\n- Lattice Analytics is headquartered in Bergen.\n- Beacon Insurance is headquartered in Basel.\n- Mei reports to Viktor.\n- Omar works for Bluepine Aviation.\n- Sofia reports to Hana.\n- Leila reports to Sanne.\n- Mei works for Lattice Analytics.\n- Elena reports to Sofia.\n- Pablo works for Lattice Analytics.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation was founded in 1991.\n- Hana works for Lattice Analytics.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6767", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2960: employee Wren A., hired 10 June 2020, separated 16 October 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-2960 under the controlling rules.", "criteria": {"0": "$9,308", "1": "$11,423", "2": "$11,308", "3": "$49,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6768", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6769", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Chiara reports to Hana.\n- Beacon Insurance is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Beacon Insurance was founded in 2006.\n- Mara works for Beacon Insurance.\n- Northwind Systems is headquartered in Turku.\n- Anders works for Beacon Insurance.\n- Hana reports to Ingrid.\n- Wren works for Cedar Retail Group.\n- Dmitri reports to Tobias.\n- Hana works for Beacon Insurance.\n- Tessa works for Cedar Retail Group.\n- Ingrid reports to Wren.\n- Stefan works for Beacon Insurance.\n- Tobias works for Cedar Retail Group.\n- Dmitri works for Beacon Insurance.\n- Tessa reports to Stefan.\n- Zoya reports to Anders.\n- Ironwood Manufacturing was founded in 1993.\n- Stefan reports to Dmitri.\n- Tobias reports to Zoya.\n- Cedar Retail Group is headquartered in Valencia.\n- Ingrid works for Beacon Insurance.\n- Chiara works for Northwind Systems.\n- Mara reports to Chiara.\n- Northwind Systems was founded in 2008.\n- Zoya works for Beacon Insurance.\n- Cedar Retail Group was founded in 1999.\n- Wren reports to Yuki.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Felix.\n- Nadia reports to Pablo.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 2004.\n- Meridian Bank was founded in 1988.\n- Felix reports to Emeka.\n- Crescent Telecom was founded in 1999.\n- Bruno works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Kenji works for Crescent Telecom.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Viktor.\n- Pablo reports to Omar.\n- Mara reports to Amara.\n- Omar works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Meridian Bank is headquartered in Bergen.\n- Mara works for Lattice Analytics.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Bruno.\n- Nadia works for Crescent Telecom.\n- Amara reports to Stefan.\n- Omar reports to Kenji.\n- Pablo works for Atlas Freight.\n- Deshawn reports to Mara.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1992.\n- Lattice Analytics is headquartered in Brno.\n- Felix works for Crescent Telecom.\n- Viktor reports to Nadia.\n- Crescent Telecom is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6772", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6773", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6774", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6775", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6776", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9102: employee Ravi S., hired 26 March 2024, separated 24 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-9102 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$7,788", "2": "$10,385", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Bergen.\n- Aisha works for Cobalt Health.\n- Atlas Freight was founded in 1977.\n- Aisha reports to Stefan.\n- Kenji works for Cobalt Health.\n- Mara works for Atlas Freight.\n- Cobalt Health was founded in 1990.\n- Mara reports to Leila.\n- Leila works for Cobalt Health.\n- Kenji reports to Chiara.\n- Stefan works for Cobalt Health.\n- Chiara reports to Bruno.\n- Meridian Bank is headquartered in Oslo.\n- Chiara works for Meridian Bank.\n- Nadia works for Atlas Freight.\n- Summit Energy was founded in 1988.\n- Summit Energy is headquartered in Adelaide.\n- Nadia reports to Aisha.\n- Stefan reports to Mara.\n- Bruno reports to Nadia.\n- Meridian Bank was founded in 1999.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1980.\n- Meridian Bank was founded in 2015.\n- Anders works for Northwind Systems.\n- Anders reports to Tobias.\n- Northwind Systems was founded in 2013.\n- Jonas reports to Hana.\n- Lucia works for Northwind Systems.\n- Hana reports to Ingrid.\n- Ironwood Manufacturing was founded in 2014.\n- Ingrid reports to Anders.\n- Lucia reports to Mei.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias works for Meridian Bank.\n- Mei works for Ironwood Manufacturing.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Ingrid works for Meridian Bank.\n- Jonas works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Meridian Bank is headquartered in Bergen.\n- Mei reports to Jonas.\n- Tobias reports to Wren.\n- Northwind Systems is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6779", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6780", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6781", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9076: employee Wren T., hired 28 June 2020, separated 16 October 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9076?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Zoya reports to Deshawn.\n- Jonas reports to Ingrid.\n- Zoya works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods was founded in 1981.\n- Bluepine Aviation is headquartered in Halifax.\n- Nadia reports to Sofia.\n- Sofia reports to Jonas.\n- Mei reports to Zoya.\n- Fernhill Foods is headquartered in Tallinn.\n- Chiara works for Vantage Air.\n- Yuki reports to Nadia.\n- Deshawn works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Mateo works for Bluepine Aviation.\n- Deshawn reports to Mateo.\n- Ingrid reports to Chiara.\n- Nadia works for Vantage Air.\n- Yuki works for Bluepine Aviation.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 1975.\n- Bluepine Aviation was founded in 1995.\n- Vantage Air was founded in 1990.\n- Chiara reports to Mei.\n- Jonas works for Vantage Air.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6783", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6784", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6785", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 September 2022): For employees hired on or after 29 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5600: employee Yuki K., hired 05 December 2021, separated 17 February 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5600?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6786", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6787", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3409: employee Elena T., hired 24 December 2021, separated 14 June 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3409?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6788", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5998: employee Ravi M., hired 25 April 2020, separated 03 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5998?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6789", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6556: employee Omar A., hired 22 September 2021, separated 29 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6556?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6790", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6791", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5141: employee Jonas R., hired 19 July 2024, separated 01 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5141?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6792", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6793", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Hana works for Meridian Bank.\n- Tessa reports to Bruno.\n- Sanne reports to Dmitri.\n- Summit Energy was founded in 1975.\n- Sofia works for Cobalt Health.\n- Ravi reports to Tessa.\n- Bluepine Aviation was founded in 1994.\n- Meridian Bank was founded in 2013.\n- Summit Energy is headquartered in Ghent.\n- Dmitri works for Summit Energy.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bruno reports to Sanne.\n- Tessa works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Mara works for Cobalt Health.\n- Dmitri reports to Sofia.\n- Mara reports to Ravi.\n- Cobalt Health was founded in 1992.\n- Sofia reports to Hana.\n- Sanne works for Cobalt Health.\n- Ravi works for Meridian Bank.\n- Cobalt Health is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6795", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Summit Energy was founded in 2009.\n- Mateo works for Lattice Analytics.\n- Summit Energy is headquartered in Brno.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Oslo.\n- Felix reports to Sanne.\n- Bruno reports to Mateo.\n- Ingrid works for Summit Energy.\n- Mateo reports to Sofia.\n- Beacon Insurance was founded in 2009.\n- Sanne reports to Ingrid.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Kenji.\n- Lattice Analytics was founded in 1988.\n- Fernhill Foods was founded in 1986.\n- Fernhill Foods is headquartered in Adelaide.\n- Kenji reports to Jonas.\n- Kenji works for Fernhill Foods.\n- Jonas reports to Felix.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Priya.\n- Ingrid works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.\n- Amara reports to Ravi.\n- Aisha works for Meridian Bank.\n- Ravi works for Crescent Telecom.\n- Meridian Bank was founded in 1997.\n- Fernhill Foods was founded in 2015.\n- Cedar Retail Group is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Basel.\n- Cedar Retail Group was founded in 1997.\n- Jonas reports to Dmitri.\n- Crescent Telecom was founded in 1975.\n- Aisha reports to Amara.\n- Amara works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Ravi reports to Ingrid.\n- Tessa works for Fernhill Foods.\n- Ingrid reports to Tessa.\n- Fernhill Foods is headquartered in Bergen.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6798", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8416: employee Lucia K., hired 29 September 2023, separated 01 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8416?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6799", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6800", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7708: employee Mateo R., hired 17 July 2023, separated 01 August 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-7708 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$5,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6801", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6802", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7103: employee Priya S., hired 25 February 2024, separated 17 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7103?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Dmitri reports to Felix.\n- Aisha works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Felix reports to Mei.\n- Jonas reports to Lucia.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Lucia reports to Sofia.\n- Atlas Freight is headquartered in Cork.\n- Cedar Retail Group was founded in 1999.\n- Crescent Telecom is headquartered in Ghent.\n- Kenji reports to Jonas.\n- Emeka reports to Aisha.\n- Sofia works for Helios Logistics.\n- Jonas works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Basel.\n- Mei works for Cedar Retail Group.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Crescent Telecom was founded in 1984.\n- Sofia reports to Stefan.\n- Helios Logistics is headquartered in Ghent.\n- Aisha reports to Kenji.\n- Mei reports to Emeka.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6804", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6805", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 36931\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Oslo.\n- Ingrid reports to Stefan.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 2012.\n- Pinnacle Software was founded in 2002.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid works for Crescent Telecom.\n- Stefan works for Bluepine Aviation.\n- Callum reports to Yuki.\n- Callum works for Crescent Telecom.\n- Leila reports to Emeka.\n- Sanne works for Crescent Telecom.\n- Bluepine Aviation was founded in 1975.\n- Zoya reports to Sanne.\n- Pinnacle Software is headquartered in Adelaide.\n- Sanne reports to Callum.\n- Yuki works for Bluepine Aviation.\n- Emeka works for Lattice Analytics.\n- Leila works for Pinnacle Software.\n- Yuki reports to Leila.\n- Lattice Analytics was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2015", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Helios Logistics was founded in 1984.\n- Cobalt Health was founded in 2003.\n- Viktor reports to Sofia.\n- Helios Logistics is headquartered in Basel.\n- Leila works for Helios Logistics.\n- Wren reports to Leila.\n- Dmitri works for Northwind Systems.\n- Dmitri reports to Viktor.\n- Callum works for Northwind Systems.\n- Viktor works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Northwind Systems is headquartered in Adelaide.\n- Wren works for Helios Logistics.\n- Northwind Systems was founded in 2013.\n- Mara reports to Callum.\n- Cobalt Health is headquartered in Basel.\n- Lattice Analytics was founded in 1979.\n- Callum reports to Wren.\n- Jonas reports to Mara.\n- Jonas works for Helios Logistics.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6808", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6809", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6810", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Bluepine Aviation was founded in 1985.\n- Aisha reports to Priya.\n- Priya works for Bluepine Aviation.\n- Hana reports to Omar.\n- Leila works for Vantage Air.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Vantage Air is headquartered in Malmo.\n- Omar reports to Mara.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Leila reports to Bruno.\n- Vantage Air was founded in 1998.\n- Helios Logistics is headquartered in Valencia.\n- Priya reports to Leila.\n- Mara works for Vantage Air.\n- Stefan reports to Aisha.\n- Aisha works for Helios Logistics.\n- Beacon Insurance was founded in 1986.\n- Mara reports to Stefan.\n- Stefan works for Vantage Air.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6812", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mei works for Fernhill Foods.\n- Amara reports to Kenji.\n- Atlas Freight is headquartered in Turku.\n- Emeka works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2012.\n- Priya works for Atlas Freight.\n- Viktor works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1996.\n- Mei reports to Viktor.\n- Leila works for Fernhill Foods.\n- Atlas Freight was founded in 1998.\n- Helios Logistics is headquartered in Turku.\n- Felix works for Atlas Freight.\n- Viktor reports to Emeka.\n- Emeka reports to Priya.\n- Priya reports to Amara.\n- Fernhill Foods is headquartered in Valencia.\n- Kenji reports to Felix.\n- Felix reports to Leila.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6814", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Zoya.\n- Northwind Systems is headquartered in Valencia.\n- Chiara reports to Hana.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Mei reports to Lucia.\n- Stefan works for Vantage Air.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Tobias reports to Sanne.\n- Northwind Systems was founded in 2000.\n- Sanne works for Lattice Analytics.\n- Lucia reports to Leila.\n- Lattice Analytics was founded in 1976.\n- Emeka works for Northwind Systems.\n- Hana works for Vantage Air.\n- Aisha reports to Emeka.\n- Dmitri reports to Aisha.\n- Hana reports to Mei.\n- Cobalt Health is headquartered in Valencia.\n- Leila works for Cobalt Health.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Leila reports to Stefan.\n- Zoya works for Cobalt Health.\n- Lattice Analytics is headquartered in Valencia.\n- Stefan reports to Dmitri.\n- Tobias works for Lattice Analytics.\n- Lucia works for Vantage Air.\n- Chiara works for Cobalt Health.\n- Emeka reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6816", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6817", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5538: employee Ravi M., hired 19 December 2022, separated 28 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5538?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6818", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3937: employee Emeka K., hired 21 December 2021, separated 13 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3937?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Aisha.\n- Hana works for Meridian Bank.\n- Aisha reports to Chiara.\n- Sanne works for Cobalt Health.\n- Pablo reports to Hana.\n- Chiara works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Aisha works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Tessa reports to Sanne.\n- Felix reports to Tobias.\n- Hana reports to Tessa.\n- Tobias reports to Callum.\n- Leila works for Cobalt Health.\n- Pinnacle Software is headquartered in Oslo.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software was founded in 1981.\n- Atlas Freight was founded in 1983.\n- Felix works for Meridian Bank.\n- Sanne reports to Felix.\n- Pablo works for Meridian Bank.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Tessa works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Meridian Bank was founded in 2000.\n- Leila reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1997.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sanne works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1999.\n- Mateo reports to Zoya.\n- Tessa works for Vantage Air.\n- Tessa reports to Aisha.\n- Emeka works for Cedar Retail Group.\n- Bruno works for Bluepine Aviation.\n- Emeka reports to Mei.\n- Aisha works for Bluepine Aviation.\n- Mei reports to Sanne.\n- Leila reports to Amara.\n- Mei works for Vantage Air.\n- Bluepine Aviation is headquartered in Ghent.\n- Aisha reports to Bruno.\n- Zoya reports to Emeka.\n- Mara works for Cedar Retail Group.\n- Sanne reports to Priya.\n- Amara reports to Mara.\n- Leila works for Cedar Retail Group.\n- Zoya works for Vantage Air.\n- Priya works for Cedar Retail Group.\n- Vantage Air was founded in 2000.\n- Amara works for Cedar Retail Group.\n- Bruno reports to Leila.\n- Mara reports to Mateo.\n- Vantage Air is headquartered in Lyon.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Lattice Analytics was founded in 1997.\n- Kenji works for Summit Energy.\n- Sanne reports to Kenji.\n- Mara reports to Lucia.\n- Ironwood Manufacturing was founded in 1993.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sanne works for Lattice Analytics.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia works for Summit Energy.\n- Omar works for Ironwood Manufacturing.\n- Priya works for Summit Energy.\n- Priya reports to Omar.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Pablo works for Helios Logistics.\n- Mei reports to Priya.\n- Lattice Analytics is headquartered in Valencia.\n- Kenji reports to Mei.\n- Helios Logistics was founded in 1986.\n- Omar reports to Pablo.\n- Summit Energy is headquartered in Valencia.\n- Pablo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6822", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5561: employee Pablo T., hired 20 September 2022, separated 14 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5561?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6823", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3244: employee Zoya A., hired 05 June 2023, separated 29 April 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-3244 under the controlling rules.", "criteria": {"0": "$54,000", "1": "$12,462", "2": "$12,332", "3": "$14,462"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6824", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6825", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 54376 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Request Refund — asks for money back on a purchase", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6826", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 March 2023): For employees hired on or after 31 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9404: employee Tessa M., hired 01 August 2020, separated 07 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9404?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-6827", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 82114\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1984.\n- Mateo works for Vantage Air.\n- Lattice Analytics was founded in 1984.\n- Tessa reports to Yuki.\n- Deshawn reports to Chiara.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Tessa works for Lattice Analytics.\n- Chiara reports to Tessa.\n- Emeka reports to Deshawn.\n- Lattice Analytics is headquartered in Austin.\n- Emeka works for Lattice Analytics.\n- Bluepine Aviation was founded in 2000.\n- Atlas Freight was founded in 1988.\n- Leila reports to Mateo.\n- Atlas Freight is headquartered in Turku.\n- Dmitri reports to Emeka.\n- Leila works for Bluepine Aviation.\n- Mateo reports to Dmitri.\n- Deshawn works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Vantage Air is headquartered in Adelaide.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6829", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2010.\n- Chiara reports to Sanne.\n- Priya reports to Chiara.\n- Aisha reports to Deshawn.\n- Priya works for Lattice Analytics.\n- Aisha works for Cedar Retail Group.\n- Sofia works for Cobalt Health.\n- Lattice Analytics is headquartered in Ghent.\n- Nadia reports to Priya.\n- Meridian Bank is headquartered in Valencia.\n- Tobias works for Cobalt Health.\n- Sanne works for Meridian Bank.\n- Tobias reports to Nadia.\n- Cobalt Health is headquartered in Brno.\n- Sanne reports to Anders.\n- Chiara works for Cedar Retail Group.\n- Deshawn works for Meridian Bank.\n- Cedar Retail Group was founded in 1996.\n- Lattice Analytics was founded in 1992.\n- Cobalt Health was founded in 2011.\n- Anders reports to Aisha.\n- Sofia reports to Tobias.\n- Deshawn reports to Zoya.\n- Anders works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6831", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6832", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4931: employee Sanne S., hired 02 November 2023, separated 18 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-4931 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$1,800", "2": "$26,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6833", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6834", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3349: employee Pablo M., hired 12 May 2022, separated 13 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3349?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Bruno reports to Tessa.\n- Lucia works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Northwind Systems was founded in 1987.\n- Vantage Air was founded in 2006.\n- Ravi reports to Tobias.\n- Tessa reports to Amara.\n- Tessa works for Northwind Systems.\n- Lucia reports to Ravi.\n- Meridian Bank is headquartered in Dunedin.\n- Mara reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Elena works for Meridian Bank.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Brno.\n- Cedar Retail Group was founded in 2010.\n- Elena reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Vantage Air is headquartered in Leeds.\n- Meridian Bank was founded in 1994.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 2015.\n- Anders reports to Mara.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Cedar Retail Group.\n- Atlas Freight was founded in 1982.\n- Cedar Retail Group was founded in 1990.\n- Leila reports to Viktor.\n- Mara reports to Leila.\n- Crescent Telecom is headquartered in Tallinn.\n- Northwind Systems was founded in 2007.\n- Omar reports to Anders.\n- Viktor works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Tobias reports to Omar.\n- Northwind Systems is headquartered in Tallinn.\n- Leila works for Northwind Systems.\n- Jonas reports to Tobias.\n- Omar works for Crescent Telecom.\n- Viktor reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6837", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6838", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6839", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6840", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Aisha works for Pinnacle Software.\n- Jonas reports to Tessa.\n- Bluepine Aviation is headquartered in Malmo.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Callum reports to Zoya.\n- Northwind Systems was founded in 2005.\n- Amara works for Pinnacle Software.\n- Jonas works for Atlas Freight.\n- Tessa reports to Amara.\n- Stefan works for Bluepine Aviation.\n- Ingrid works for Atlas Freight.\n- Aisha reports to Jonas.\n- Bluepine Aviation was founded in 1978.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software was founded in 1982.\n- Amara reports to Pablo.\n- Hana reports to Ingrid.\n- Pablo reports to Stefan.\n- Ingrid reports to Callum.\n- Pinnacle Software is headquartered in Malmo.\n- Zoya reports to Aisha.\n- Northwind Systems is headquartered in Bergen.\n- Atlas Freight was founded in 2008.\n- Pablo works for Pinnacle Software.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6842", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 17 July 2025): For employees hired on or after 17 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8581: employee Amara S., hired 12 June 2024, separated 22 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8581?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mateo.\n- Tessa reports to Wren.\n- Tessa works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Zoya reports to Emeka.\n- Mateo reports to Stefan.\n- Anders reports to Leila.\n- Pinnacle Software was founded in 1983.\n- Bruno works for Helios Logistics.\n- Zoya works for Lattice Analytics.\n- Helios Logistics is headquartered in Cork.\n- Wren works for Atlas Freight.\n- Lattice Analytics was founded in 2007.\n- Emeka works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Stefan works for Lattice Analytics.\n- Bruno reports to Priya.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1997.\n- Mateo works for Helios Logistics.\n- Lattice Analytics is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Emeka reports to Anders.\n- Stefan reports to Tessa.\n- Priya reports to Elena.\n- Helios Logistics was founded in 1988.\n- Wren reports to Bruno.\n- Atlas Freight is headquartered in Basel.\n- Aisha reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6844", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6845", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6094: employee Leila K., hired 19 December 2021, separated 26 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6094?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6846", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Amara works for Beacon Insurance.\n- Wren reports to Emeka.\n- Stefan reports to Yuki.\n- Yuki works for Vantage Air.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 1985.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1995.\n- Ravi works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Anders reports to Ravi.\n- Vantage Air is headquartered in Valencia.\n- Emeka works for Beacon Insurance.\n- Yuki reports to Aisha.\n- Ravi reports to Wren.\n- Aisha reports to Deshawn.\n- Deshawn reports to Mateo.\n- Mateo reports to Amara.\n- Amara reports to Anders.\n- Anders works for Vantage Air.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Deshawn works for Meridian Bank.\n- Vantage Air was founded in 2009.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "1990", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6848", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2592: employee Chiara M., hired 18 October 2021, separated 01 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2592?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6849", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 25125, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6850", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2078: employee Mei B., hired 11 November 2023, separated 27 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2078?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Zoya reports to Chiara.\n- Chiara works for Summit Energy.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji works for Beacon Insurance.\n- Mateo reports to Aisha.\n- Chiara reports to Dmitri.\n- Wren reports to Zoya.\n- Stefan reports to Kenji.\n- Zoya works for Summit Energy.\n- Mateo works for Bluepine Aviation.\n- Summit Energy was founded in 1978.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Beacon Insurance was founded in 1979.\n- Dmitri works for Fernhill Foods.\n- Beacon Insurance is headquartered in Turku.\n- Aisha works for Bluepine Aviation.\n- Stefan works for Beacon Insurance.\n- Fernhill Foods was founded in 1976.\n- Kenji reports to Mateo.\n- Summit Energy is headquartered in Oslo.\n- Aisha reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1978", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Mei reports to Lucia.\n- Stefan reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Zoya reports to Mei.\n- Anders works for Ironwood Manufacturing.\n- Lucia works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Amara reports to Felix.\n- Ironwood Manufacturing was founded in 1978.\n- Tessa reports to Anders.\n- Meridian Bank was founded in 1977.\n- Meridian Bank is headquartered in Austin.\n- Lucia reports to Callum.\n- Mei works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena reports to Zoya.\n- Callum reports to Tessa.\n- Fernhill Foods is headquartered in Adelaide.\n- Fernhill Foods was founded in 2011.\n- Bluepine Aviation was founded in 1981.\n- Zoya works for Fernhill Foods.\n- Callum works for Bluepine Aviation.\n- Ingrid reports to Omar.\n- Ingrid works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Felix reports to Stefan.\n- Anders reports to Amara.\n- Amara works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6853", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7834: employee Jonas K., hired 21 May 2023, separated 26 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7834?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6854", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5131: employee Sanne K., hired 25 December 2024, separated 31 March 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-5131 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$5,500", "3": "$1,625"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6855", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6856", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Mateo reports to Ravi.\n- Viktor works for Summit Energy.\n- Cobalt Health was founded in 2006.\n- Omar reports to Zoya.\n- Ravi works for Ironwood Manufacturing.\n- Leila works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1984.\n- Yuki reports to Tessa.\n- Yuki works for Summit Energy.\n- Mateo works for Cobalt Health.\n- Crescent Telecom is headquartered in Bergen.\n- Viktor reports to Mateo.\n- Zoya reports to Yuki.\n- Tessa reports to Leila.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Summit Energy was founded in 1994.\n- Crescent Telecom was founded in 1980.\n- Omar works for Summit Energy.\n- Leila reports to Viktor.\n- Summit Energy is headquartered in Lyon.\n- Tessa works for Cobalt Health.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6858", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-8 (VERSION 3, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1633: employee Chiara T., hired 28 August 2020, separated 09 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1633?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6859", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 May 2025): For employees hired on or after 11 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8823: employee Mei R., hired 05 July 2024, separated 07 January 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-8823 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$1,875", "2": "$5,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6860", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Sofia reports to Tessa.\n- Jonas works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Jonas reports to Anders.\n- Zoya reports to Jonas.\n- Crescent Telecom was founded in 2014.\n- Kenji works for Lattice Analytics.\n- Lucia reports to Pablo.\n- Beacon Insurance is headquartered in Ghent.\n- Pablo works for Bluepine Aviation.\n- Kenji reports to Mara.\n- Yuki works for Beacon Insurance.\n- Ingrid reports to Yuki.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1998.\n- Ingrid works for Lattice Analytics.\n- Mara works for Beacon Insurance.\n- Sanne works for Bluepine Aviation.\n- Mara reports to Ingrid.\n- Zoya works for Lattice Analytics.\n- Beacon Insurance was founded in 1988.\n- Crescent Telecom is headquartered in Basel.\n- Lattice Analytics is headquartered in Brno.\n- Sanne reports to Kenji.\n- Anders reports to Lucia.\n- Pablo reports to Sofia.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Yuki reports to Zoya.\n- Lucia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6862", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4199: employee Ravi K., hired 28 April 2023, separated 13 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4199?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6863", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5470: employee Chiara A., hired 01 June 2024, separated 09 December 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-5470 under the controlling rules.", "criteria": {"0": "$1,250", "1": "$4,500", "2": "$10,833", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6864", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5778: employee Kenji M., hired 13 February 2024, separated 19 December 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5778?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6865", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2098: employee Bruno B., hired 25 March 2021, separated 07 May 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2098?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Felix.\n- Felix works for Fernhill Foods.\n- Meridian Bank was founded in 1999.\n- Ingrid works for Crescent Telecom.\n- Hana reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Fernhill Foods is headquartered in Basel.\n- Hana works for Fernhill Foods.\n- Pablo reports to Lucia.\n- Zoya reports to Ingrid.\n- Lucia reports to Zoya.\n- Nadia reports to Hana.\n- Atlas Freight was founded in 1990.\n- Zoya works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Atlas Freight is headquartered in Valencia.\n- Fernhill Foods was founded in 1983.\n- Meridian Bank is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.\n- Crescent Telecom was founded in 2002.\n- Nadia works for Crescent Telecom.\n- Felix reports to Nadia.\n- Pablo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6867", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3421: employee Jonas M., hired 05 September 2024, separated 10 December 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3421?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3421 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6868", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6869", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 June 2025): For employees hired on or after 16 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1676: employee Kenji M., hired 18 April 2022, separated 01 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1676?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6870", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9541: employee Sofia T., hired 11 October 2019, separated 05 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9541?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6871", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rollback", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6872", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6873", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6874", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5617: employee Aisha M., hired 13 May 2021, separated 12 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5617?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6875", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Jonas.\n- Sofia works for Helios Logistics.\n- Meridian Bank is headquartered in Bergen.\n- Tobias reports to Tessa.\n- Omar works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1999.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Jonas works for Helios Logistics.\n- Chiara works for Meridian Bank.\n- Sofia reports to Dmitri.\n- Vantage Air was founded in 1988.\n- Helios Logistics is headquartered in Ghent.\n- Yuki reports to Elena.\n- Tobias works for Ironwood Manufacturing.\n- Chiara reports to Sofia.\n- Vantage Air is headquartered in Austin.\n- Dmitri reports to Yuki.\n- Tessa works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Dmitri works for Vantage Air.\n- Helios Logistics was founded in 1980.\n- Yuki works for Vantage Air.\n- Ironwood Manufacturing was founded in 2004.\n- Omar reports to Tobias.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas reports to Omar.\n- Tessa reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6877", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 61762 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6878", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6879", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Omar.\n- Atlas Freight is headquartered in Brno.\n- Vantage Air was founded in 1977.\n- Mateo works for Summit Energy.\n- Zoya works for Atlas Freight.\n- Ingrid reports to Lucia.\n- Nadia works for Summit Energy.\n- Stefan works for Summit Energy.\n- Crescent Telecom is headquartered in Tallinn.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Jonas works for Crescent Telecom.\n- Stefan reports to Zoya.\n- Summit Energy was founded in 1999.\n- Lucia works for Crescent Telecom.\n- Summit Energy is headquartered in Tallinn.\n- Nadia reports to Anders.\n- Sanne works for Atlas Freight.\n- Omar reports to Mateo.\n- Ingrid works for Crescent Telecom.\n- Zoya reports to Nadia.\n- Atlas Freight was founded in 1989.\n- Lucia reports to Stefan.\n- Anders works for Atlas Freight.\n- Sanne reports to Ingrid.\n- Mateo reports to Jonas.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Yuki.\n- Aisha works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo reports to Callum.\n- Meridian Bank was founded in 1987.\n- Omar reports to Ingrid.\n- Mei works for Ironwood Manufacturing.\n- Ingrid works for Fernhill Foods.\n- Sofia reports to Elena.\n- Ravi reports to Tobias.\n- Omar works for Pinnacle Software.\n- Fernhill Foods was founded in 1996.\n- Callum reports to Tessa.\n- Ravi works for Meridian Bank.\n- Ingrid reports to Mateo.\n- Tessa reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Pinnacle Software was founded in 1988.\n- Yuki works for Pinnacle Software.\n- Elena works for Meridian Bank.\n- Elena reports to Mei.\n- Pinnacle Software is headquartered in Brno.\n- Tobias reports to Omar.\n- Ironwood Manufacturing was founded in 2015.\n- Mei reports to Aisha.\n- Mateo works for Meridian Bank.\n- Fernhill Foods is headquartered in Malmo.\n- Callum works for Fernhill Foods.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Leila reports to Chiara.\n- Leila works for Vantage Air.\n- Cobalt Health is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Tampere.\n- Sofia works for Cobalt Health.\n- Atlas Freight was founded in 2000.\n- Pinnacle Software was founded in 1977.\n- Omar works for Atlas Freight.\n- Deshawn reports to Nadia.\n- Atlas Freight is headquartered in Tallinn.\n- Kenji reports to Leila.\n- Zoya works for Cobalt Health.\n- Bruno reports to Sofia.\n- Zoya reports to Deshawn.\n- Nadia works for Atlas Freight.\n- Vantage Air was founded in 1975.\n- Deshawn works for Atlas Freight.\n- Omar reports to Zoya.\n- Cobalt Health was founded in 2009.\n- Chiara works for Atlas Freight.\n- Sanne reports to Bruno.\n- Chiara reports to Omar.\n- Vantage Air is headquartered in Nagoya.\n- Bruno works for Vantage Air.\n- Nadia reports to Sanne.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1973", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Malmo.\n- Mateo reports to Aisha.\n- Vantage Air is headquartered in Basel.\n- Chiara works for Vantage Air.\n- Tobias works for Cedar Retail Group.\n- Vantage Air was founded in 2002.\n- Emeka reports to Omar.\n- Aisha works for Cobalt Health.\n- Omar works for Cedar Retail Group.\n- Bruno reports to Elena.\n- Cedar Retail Group was founded in 2001.\n- Elena works for Cedar Retail Group.\n- Emeka works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Elena reports to Mateo.\n- Meridian Bank is headquartered in Nagoya.\n- Cobalt Health is headquartered in Basel.\n- Omar reports to Bruno.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Aisha reports to Chiara.\n- Meridian Bank was founded in 1979.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6884", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 September 2025): For employees hired on or after 26 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2417: employee Priya S., hired 28 November 2021, separated 18 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2417?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6885", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6886", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 November 2022): For employees hired on or after 17 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6320: employee Felix T., hired 14 October 2019, separated 03 May 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6320?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6887", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6036: employee Stefan K., hired 09 May 2021, separated 03 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6036?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Chiara works for Meridian Bank.\n- Emeka works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Emeka reports to Callum.\n- Callum reports to Chiara.\n- Mateo reports to Stefan.\n- Tobias reports to Dmitri.\n- Chiara reports to Tobias.\n- Dmitri reports to Elena.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2005.\n- Priya works for Crescent Telecom.\n- Meridian Bank is headquartered in Austin.\n- Meridian Bank was founded in 1986.\n- Dmitri works for Atlas Freight.\n- Bluepine Aviation is headquartered in Austin.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 2014.\n- Elena works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Priya reports to Hana.\n- Tobias works for Crescent Telecom.\n- Mateo works for Meridian Bank.\n- Bluepine Aviation was founded in 1992.\n- Hana reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1981", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6889", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6890", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Crescent Telecom.\n- Omar reports to Aisha.\n- Elena reports to Lucia.\n- Bluepine Aviation was founded in 1993.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Lattice Analytics.\n- Beacon Insurance was founded in 2003.\n- Crescent Telecom was founded in 1995.\n- Bluepine Aviation is headquartered in Valencia.\n- Elena works for Lattice Analytics.\n- Aisha reports to Elena.\n- Anders reports to Omar.\n- Viktor works for Lattice Analytics.\n- Tobias reports to Sofia.\n- Viktor reports to Anders.\n- Wren reports to Viktor.\n- Tobias works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Adelaide.\n- Sofia reports to Mateo.\n- Mateo reports to Wren.\n- Wren works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sanne.\n- Lucia works for Lattice Analytics.\n- Amara reports to Lucia.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Anders reports to Elena.\n- Summit Energy is headquartered in Lyon.\n- Ingrid reports to Amara.\n- Mei reports to Tessa.\n- Lattice Analytics was founded in 1993.\n- Anders works for Lattice Analytics.\n- Helios Logistics is headquartered in Valencia.\n- Wren reports to Pablo.\n- Helios Logistics was founded in 1988.\n- Summit Energy was founded in 1976.\n- Pablo reports to Ingrid.\n- Pablo works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Mei works for Summit Energy.\n- Amara works for Summit Energy.\n- Pinnacle Software is headquartered in Basel.\n- Lucia reports to Mei.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1993.\n- Sanne reports to Wren.\n- Elena works for Lattice Analytics.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1976.\n- Dmitri reports to Kenji.\n- Leila works for Cobalt Health.\n- Lattice Analytics is headquartered in Leeds.\n- Tessa works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Callum reports to Dmitri.\n- Leila reports to Omar.\n- Omar reports to Chiara.\n- Sanne works for Lattice Analytics.\n- Elena works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Bergen.\n- Chiara reports to Felix.\n- Omar works for Vantage Air.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air was founded in 1993.\n- Emeka works for Cobalt Health.\n- Fernhill Foods was founded in 2006.\n- Chiara works for Lattice Analytics.\n- Dmitri works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Emeka reports to Tessa.\n- Kenji works for Lattice Analytics.\n- Felix reports to Callum.\n- Cobalt Health was founded in 1985.\n- Tobias reports to Leila.\n- Kenji reports to Sanne.\n- Cobalt Health is headquartered in Bergen.\n- Sanne reports to Emeka.\n- Tessa reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6894", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Ravi works for Cobalt Health.\n- Ingrid reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Sofia reports to Elena.\n- Ravi reports to Ingrid.\n- Pablo works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Emeka reports to Ravi.\n- Jonas reports to Sanne.\n- Lattice Analytics was founded in 1985.\n- Lattice Analytics is headquartered in Bergen.\n- Zoya works for Cedar Retail Group.\n- Mei reports to Tessa.\n- Zoya reports to Bruno.\n- Cobalt Health is headquartered in Leeds.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Cedar Retail Group was founded in 2001.\n- Cobalt Health was founded in 2012.\n- Tessa reports to Zoya.\n- Elena reports to Jonas.\n- Bruno works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Mei.\n- Pablo reports to Emeka.\n- Ingrid works for Bluepine Aviation.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Mara reports to Lucia.\n- Bluepine Aviation was founded in 1978.\n- Omar works for Beacon Insurance.\n- Anders works for Bluepine Aviation.\n- Wren reports to Mateo.\n- Anders reports to Mara.\n- Viktor reports to Anders.\n- Omar reports to Aisha.\n- Lucia works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Emeka works for Beacon Insurance.\n- Lucia reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Beacon Insurance was founded in 2001.\n- Mateo reports to Omar.\n- Northwind Systems is headquartered in Cork.\n- Beacon Insurance is headquartered in Porto.\n- Amara works for Bluepine Aviation.\n- Wren works for Cedar Retail Group.\n- Aisha reports to Yuki.\n- Yuki reports to Emeka.\n- Cedar Retail Group was founded in 2001.\n- Yuki works for Bluepine Aviation.\n- Viktor works for Cedar Retail Group.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1998.\n- Ravi reports to Amara.\n- Cedar Retail Group is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6897", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 September 2025): For employees hired on or after 04 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1084: employee Tobias A., hired 29 March 2024, separated 15 July 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1084?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6898", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 6280\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6899", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5301: employee Mara T., hired 18 October 2023, separated 10 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5301?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6900", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 September 2025): For employees hired on or after 04 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2089: employee Sofia S., hired 28 November 2023, separated 14 May 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-2089 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$12,400", "2": "$53,733", "3": "$12,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6901", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4530: employee Priya B., hired 25 July 2022, separated 11 October 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4530?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6902", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1996.\n- Chiara works for Summit Energy.\n- Stefan works for Meridian Bank.\n- Summit Energy is headquartered in Adelaide.\n- Fernhill Foods was founded in 1982.\n- Stefan reports to Mara.\n- Atlas Freight is headquartered in Leeds.\n- Hana works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Hana reports to Ingrid.\n- Atlas Freight was founded in 1987.\n- Fernhill Foods is headquartered in Leeds.\n- Bruno reports to Hana.\n- Zoya works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias works for Summit Energy.\n- Chiara reports to Zoya.\n- Ravi works for Summit Energy.\n- Ravi reports to Chiara.\n- Ingrid works for Meridian Bank.\n- Tobias reports to Felix.\n- Emeka reports to Bruno.\n- Summit Energy was founded in 1983.\n- Emeka works for Fernhill Foods.\n- Felix reports to Ravi.\n- Ingrid reports to Lucia.\n- Zoya reports to Emeka.\n- Lucia works for Atlas Freight.\n- Felix works for Summit Energy.\n- Mara works for Summit Energy.\n- Mara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1981", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6904", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3238: employee Leila T., hired 27 September 2022, separated 10 December 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3238?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Ghent.\n- Viktor reports to Tessa.\n- Elena reports to Priya.\n- Ingrid works for Pinnacle Software.\n- Leila works for Fernhill Foods.\n- Emeka works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Jonas works for Cobalt Health.\n- Priya reports to Emeka.\n- Tessa reports to Leila.\n- Tessa works for Cobalt Health.\n- Ingrid reports to Mei.\n- Cobalt Health is headquartered in Bergen.\n- Mei reports to Elena.\n- Fernhill Foods was founded in 1980.\n- Cobalt Health was founded in 1987.\n- Bluepine Aviation is headquartered in Ghent.\n- Emeka reports to Deshawn.\n- Jonas reports to Viktor.\n- Bluepine Aviation was founded in 1981.\n- Deshawn works for Fernhill Foods.\n- Leila reports to Ingrid.\n- Fernhill Foods is headquartered in Leeds.\n- Pinnacle Software was founded in 1987.\n- Mei works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6906", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2003.\n- Mara reports to Zoya.\n- Yuki works for Fernhill Foods.\n- Zoya reports to Elena.\n- Yuki reports to Mei.\n- Fernhill Foods was founded in 1982.\n- Zoya works for Pinnacle Software.\n- Elena reports to Yuki.\n- Callum works for Fernhill Foods.\n- Omar works for Cobalt Health.\n- Pinnacle Software is headquartered in Ghent.\n- Cobalt Health was founded in 1979.\n- Fernhill Foods is headquartered in Halifax.\n- Mei reports to Callum.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Omar.\n- Cedar Retail Group is headquartered in Halifax.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Elena works for Fernhill Foods.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6908", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6909", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6910", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 24419 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Amara reports to Stefan.\n- Omar reports to Nadia.\n- Emeka works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.\n- Deshawn works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Emeka reports to Amara.\n- Stefan works for Ironwood Manufacturing.\n- Felix reports to Deshawn.\n- Felix works for Helios Logistics.\n- Deshawn reports to Emeka.\n- Stefan reports to Omar.\n- Nadia reports to Pablo.\n- Bluepine Aviation is headquartered in Leeds.\n- Pinnacle Software was founded in 1983.\n- Ironwood Manufacturing was founded in 2002.\n- Helios Logistics was founded in 1979.\n- Callum works for Pinnacle Software.\n- Callum reports to Ingrid.\n- Bluepine Aviation was founded in 2010.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Omar works for Pinnacle Software.\n- Ingrid reports to Felix.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1976.\n- Ingrid works for Cobalt Health.\n- Mateo reports to Felix.\n- Felix works for Beacon Insurance.\n- Viktor reports to Ingrid.\n- Yuki reports to Elena.\n- Felix reports to Zoya.\n- Northwind Systems is headquartered in Tampere.\n- Chiara reports to Tobias.\n- Aisha reports to Chiara.\n- Beacon Insurance was founded in 1978.\n- Emeka reports to Yuki.\n- Yuki works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1992.\n- Aisha works for Northwind Systems.\n- Emeka works for Cobalt Health.\n- Chiara works for Vantage Air.\n- Elena works for Cobalt Health.\n- Tobias works for Beacon Insurance.\n- Northwind Systems was founded in 1999.\n- Vantage Air is headquartered in Tampere.\n- Viktor works for Beacon Insurance.\n- Elena reports to Sofia.\n- Sofia reports to Viktor.\n- Ingrid reports to Mateo.\n- Beacon Insurance is headquartered in Tampere.\n- Cobalt Health is headquartered in Halifax.\n- Zoya reports to Aisha.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1987", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cobalt Health.\n- Lattice Analytics was founded in 2015.\n- Mateo reports to Chiara.\n- Ironwood Manufacturing was founded in 2010.\n- Chiara works for Lattice Analytics.\n- Atlas Freight was founded in 2014.\n- Chiara reports to Ravi.\n- Mateo works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Sanne works for Atlas Freight.\n- Cobalt Health was founded in 1994.\n- Ravi works for Atlas Freight.\n- Elena reports to Mateo.\n- Mara reports to Sanne.\n- Tobias reports to Mara.\n- Sanne reports to Bruno.\n- Cobalt Health is headquartered in Brno.\n- Bruno reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6914", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 August 2023): For employees hired on or after 04 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6619: employee Priya B., hired 26 March 2020, separated 04 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6619?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6619 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Deshawn reports to Jonas.\n- Northwind Systems is headquartered in Leeds.\n- Chiara reports to Deshawn.\n- Bruno reports to Wren.\n- Jonas reports to Bruno.\n- Fernhill Foods was founded in 1984.\n- Bruno works for Meridian Bank.\n- Callum works for Crescent Telecom.\n- Northwind Systems was founded in 1978.\n- Meridian Bank was founded in 1993.\n- Callum reports to Chiara.\n- Fernhill Foods is headquartered in Cork.\n- Crescent Telecom was founded in 1992.\n- Mara works for Meridian Bank.\n- Jonas works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Wren reports to Kenji.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Mara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6916", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3022: employee Mara M., hired 23 October 2021, separated 03 February 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3022?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-6917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Yuki reports to Elena.\n- Chiara works for Vantage Air.\n- Nadia reports to Yuki.\n- Pinnacle Software is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 1984.\n- Lucia works for Pinnacle Software.\n- Fernhill Foods was founded in 1983.\n- Tessa works for Fernhill Foods.\n- Yuki works for Pinnacle Software.\n- Tessa reports to Nadia.\n- Jonas reports to Wren.\n- Lucia reports to Callum.\n- Vantage Air was founded in 1975.\n- Nadia works for Lattice Analytics.\n- Chiara reports to Jonas.\n- Callum reports to Tessa.\n- Callum works for Lattice Analytics.\n- Fernhill Foods is headquartered in Basel.\n- Jonas works for Pinnacle Software.\n- Elena reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Pinnacle Software was founded in 2006.\n- Vantage Air is headquartered in Basel.\n- Ravi reports to Chiara.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Lucia reports to Jonas.\n- Beacon Insurance is headquartered in Valencia.\n- Jonas reports to Dmitri.\n- Jonas works for Beacon Insurance.\n- Yuki works for Bluepine Aviation.\n- Hana reports to Aisha.\n- Mara reports to Lucia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Aisha reports to Tobias.\n- Crescent Telecom was founded in 1980.\n- Lucia works for Crescent Telecom.\n- Yuki reports to Mara.\n- Lattice Analytics was founded in 1987.\n- Beacon Insurance was founded in 1987.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom is headquartered in Adelaide.\n- Dmitri reports to Hana.\n- Bluepine Aviation was founded in 1991.\n- Tobias works for Crescent Telecom.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6919", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6920", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1626: employee Ravi R., hired 25 December 2021, separated 04 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1626?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6921", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Beacon Insurance was founded in 1995.\n- Omar works for Beacon Insurance.\n- Omar reports to Felix.\n- Ingrid reports to Chiara.\n- Fernhill Foods was founded in 1999.\n- Felix works for Fernhill Foods.\n- Chiara reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Anders.\n- Dmitri works for Crescent Telecom.\n- Amara works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Ghent.\n- Beacon Insurance is headquartered in Brno.\n- Anders works for Fernhill Foods.\n- Crescent Telecom was founded in 1989.\n- Lucia reports to Amara.\n- Chiara works for Crescent Telecom.\n- Amara reports to Omar.\n- Crescent Telecom is headquartered in Bergen.\n- Ingrid works for Cedar Retail Group.\n- Felix reports to Dmitri.\n- Cedar Retail Group was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-6923", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6924", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6925", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 June 2025): For employees hired on or after 18 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1082: employee Dmitri T., hired 06 September 2024, separated 11 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1082?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6926", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6927", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 2890, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1986.\n- Bluepine Aviation is headquartered in Halifax.\n- Sanne reports to Deshawn.\n- Zoya works for Summit Energy.\n- Anders works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Wren reports to Kenji.\n- Kenji works for Cedar Retail Group.\n- Aisha works for Summit Energy.\n- Chiara works for Cedar Retail Group.\n- Summit Energy was founded in 2014.\n- Lucia reports to Zoya.\n- Lattice Analytics is headquartered in Halifax.\n- Kenji reports to Viktor.\n- Deshawn reports to Omar.\n- Wren works for Summit Energy.\n- Bluepine Aviation was founded in 1986.\n- Lattice Analytics was founded in 1983.\n- Sanne works for Bluepine Aviation.\n- Summit Energy is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Aisha reports to Anders.\n- Lucia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Chiara reports to Sanne.\n- Anders reports to Chiara.\n- Zoya reports to Aisha.\n- Viktor works for Lattice Analytics.\n- Deshawn works for Bluepine Aviation.\n- Ravi reports to Lucia.\n- Viktor reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6929", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2000.\n- Beacon Insurance is headquartered in Dunedin.\n- Crescent Telecom was founded in 1983.\n- Tobias works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Lyon.\n- Northwind Systems is headquartered in Cork.\n- Lucia reports to Anders.\n- Nadia reports to Callum.\n- Northwind Systems was founded in 2000.\n- Bruno reports to Pablo.\n- Anders reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Tobias reports to Nadia.\n- Callum reports to Aisha.\n- Amara reports to Tobias.\n- Aisha works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Aisha reports to Lucia.\n- Pablo reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Deshawn.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Leila reports to Zoya.\n- Beacon Insurance was founded in 1994.\n- Mara works for Atlas Freight.\n- Zoya works for Vantage Air.\n- Mara reports to Emeka.\n- Zoya reports to Mara.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid works for Atlas Freight.\n- Deshawn reports to Ingrid.\n- Nadia reports to Mateo.\n- Yuki reports to Nadia.\n- Emeka works for Atlas Freight.\n- Ingrid reports to Leila.\n- Yuki works for Beacon Insurance.\n- Bruno reports to Tessa.\n- Nadia works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Emeka reports to Omar.\n- Cedar Retail Group was founded in 2000.\n- Vantage Air is headquartered in Valencia.\n- Atlas Freight was founded in 1975.\n- Omar reports to Bruno.\n- Vantage Air was founded in 1992.\n- Mateo works for Cedar Retail Group.\n- Bruno works for Vantage Air.\n- Beacon Insurance is headquartered in Valencia.\n- Omar works for Vantage Air.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6932", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Dmitri reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Atlas Freight was founded in 1999.\n- Aisha works for Atlas Freight.\n- Jonas reports to Ravi.\n- Beacon Insurance is headquartered in Oslo.\n- Cobalt Health is headquartered in Porto.\n- Sofia works for Ironwood Manufacturing.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 1985.\n- Ravi works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Felix reports to Lucia.\n- Priya reports to Kenji.\n- Beacon Insurance was founded in 2006.\n- Lucia works for Cobalt Health.\n- Sofia reports to Jonas.\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji reports to Dmitri.\n- Felix works for Cobalt Health.\n- Aisha reports to Sofia.\n- Atlas Freight is headquartered in Valencia.\n- Chiara reports to Felix.\n- Priya works for Atlas Freight.\n- Ravi reports to Chiara.\n- Wren reports to Aisha.\n- Sanne works for Cobalt Health.\n- Sanne reports to Priya.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Ingrid works for Northwind Systems.\n- Emeka reports to Yuki.\n- Beacon Insurance is headquartered in Cork.\n- Yuki reports to Ingrid.\n- Pinnacle Software was founded in 1998.\n- Viktor works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Beacon Insurance was founded in 1988.\n- Tobias reports to Emeka.\n- Emeka works for Helios Logistics.\n- Priya reports to Kenji.\n- Kenji reports to Viktor.\n- Tobias works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Pinnacle Software is headquartered in Tallinn.\n- Northwind Systems is headquartered in Tallinn.\n- Mateo reports to Tobias.\n- Kenji works for Northwind Systems.\n- Helios Logistics was founded in 2014.\n- Northwind Systems was founded in 1988.\n- Ingrid reports to Priya.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Aisha.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji works for Cedar Retail Group.\n- Sofia reports to Ingrid.\n- Northwind Systems was founded in 2000.\n- Aisha reports to Elena.\n- Zoya works for Cedar Retail Group.\n- Ingrid reports to Emeka.\n- Ingrid works for Crescent Telecom.\n- Nadia works for Meridian Bank.\n- Aisha works for Crescent Telecom.\n- Ravi works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Nadia reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Sofia.\n- Ravi reports to Kenji.\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 2014.\n- Crescent Telecom was founded in 1997.\n- Northwind Systems is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Elena works for Northwind Systems.\n- Kenji reports to Zoya.\n- Elena reports to Nadia.\n- Crescent Telecom is headquartered in Malmo.\n- Cedar Retail Group was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6936", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Aisha reports to Sanne.\n- Aisha works for Meridian Bank.\n- Crescent Telecom was founded in 1997.\n- Amara reports to Aisha.\n- Dmitri works for Cobalt Health.\n- Ingrid works for Lattice Analytics.\n- Meridian Bank is headquartered in Tampere.\n- Zoya reports to Pablo.\n- Tobias works for Cobalt Health.\n- Jonas reports to Amara.\n- Ingrid reports to Mara.\n- Lucia reports to Ingrid.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Sanne reports to Stefan.\n- Cobalt Health is headquartered in Cork.\n- Meridian Bank was founded in 1998.\n- Tobias reports to Lucia.\n- Lattice Analytics was founded in 1978.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Dmitri reports to Zoya.\n- Jonas works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Pablo reports to Jonas.\n- Amara works for Cobalt Health.\n- Stefan works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Mara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1996.\n- Kenji works for Summit Energy.\n- Meridian Bank was founded in 1989.\n- Kenji reports to Ravi.\n- Bluepine Aviation is headquartered in Cork.\n- Jonas works for Summit Energy.\n- Mateo works for Meridian Bank.\n- Cobalt Health is headquartered in Oslo.\n- Nadia works for Meridian Bank.\n- Mara works for Bluepine Aviation.\n- Jonas reports to Nadia.\n- Hana works for Bluepine Aviation.\n- Callum reports to Mara.\n- Felix works for Cobalt Health.\n- Tessa reports to Leila.\n- Pablo works for Cobalt Health.\n- Mara reports to Felix.\n- Summit Energy was founded in 1986.\n- Leila works for Cobalt Health.\n- Leila reports to Hana.\n- Hana reports to Jonas.\n- Pablo reports to Tessa.\n- Summit Energy is headquartered in Porto.\n- Felix reports to Pablo.\n- Mateo reports to Callum.\n- Ravi works for Summit Energy.\n- Nadia reports to Kenji.\n- Tessa works for Bluepine Aviation.\n- Callum works for Cobalt Health.\n- Bluepine Aviation was founded in 1997.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "2000", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Priya.\n- Tobias reports to Stefan.\n- Chiara works for Lattice Analytics.\n- Felix reports to Mateo.\n- Helios Logistics is headquartered in Basel.\n- Lattice Analytics was founded in 2005.\n- Emeka reports to Elena.\n- Mara works for Northwind Systems.\n- Priya works for Helios Logistics.\n- Fernhill Foods was founded in 2007.\n- Nadia works for Northwind Systems.\n- Stefan works for Fernhill Foods.\n- Pablo reports to Tessa.\n- Helios Logistics was founded in 2014.\n- Tessa reports to Nadia.\n- Mateo works for Helios Logistics.\n- Emeka works for Fernhill Foods.\n- Priya reports to Emeka.\n- Pablo works for Northwind Systems.\n- Tobias works for Fernhill Foods.\n- Stefan reports to Mara.\n- Mara reports to Pablo.\n- Northwind Systems is headquartered in Basel.\n- Nadia reports to Felix.\n- Lattice Analytics is headquartered in Tampere.\n- Felix works for Helios Logistics.\n- Fernhill Foods is headquartered in Tampere.\n- Elena reports to Chiara.\n- Northwind Systems was founded in 2009.\n- Elena works for Fernhill Foods.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6940", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-6941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Mei reports to Callum.\n- Felix reports to Anders.\n- Jonas works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Bruno reports to Ravi.\n- Priya reports to Leila.\n- Crescent Telecom was founded in 1993.\n- Viktor reports to Mei.\n- Fernhill Foods was founded in 2013.\n- Atlas Freight is headquartered in Basel.\n- Mei works for Helios Logistics.\n- Atlas Freight was founded in 1975.\n- Callum reports to Priya.\n- Hana reports to Bruno.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Felix works for Fernhill Foods.\n- Tessa reports to Hana.\n- Anders reports to Viktor.\n- Ravi reports to Jonas.\n- Priya works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Leila reports to Tessa.\n- Bruno works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Helios Logistics was founded in 1983.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6942", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6943", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6944", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3853: employee Zoya R., hired 09 April 2021, separated 11 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3853?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Sofia reports to Ingrid.\n- Deshawn reports to Hana.\n- Deshawn works for Beacon Insurance.\n- Northwind Systems was founded in 1990.\n- Priya works for Ironwood Manufacturing.\n- Hana reports to Sofia.\n- Anders works for Northwind Systems.\n- Beacon Insurance is headquartered in Tallinn.\n- Nadia reports to Deshawn.\n- Priya reports to Anders.\n- Cobalt Health is headquartered in Cork.\n- Bruno reports to Priya.\n- Cobalt Health was founded in 1992.\n- Ingrid reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Ingrid works for Cobalt Health.\n- Northwind Systems is headquartered in Tallinn.\n- Beacon Insurance was founded in 1991.\n- Nadia works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Hana works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Amara reports to Elena.\n- Lattice Analytics is headquartered in Ghent.\n- Callum works for Northwind Systems.\n- Lattice Analytics was founded in 1994.\n- Zoya reports to Callum.\n- Mateo works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Northwind Systems is headquartered in Basel.\n- Ravi works for Lattice Analytics.\n- Vantage Air is headquartered in Valencia.\n- Nadia reports to Ravi.\n- Wren reports to Pablo.\n- Wren works for Beacon Insurance.\n- Callum reports to Priya.\n- Beacon Insurance was founded in 2004.\n- Aisha reports to Omar.\n- Ravi reports to Wren.\n- Elena reports to Aisha.\n- Omar works for Northwind Systems.\n- Zoya works for Beacon Insurance.\n- Northwind Systems was founded in 1980.\n- Vantage Air was founded in 1989.\n- Elena works for Vantage Air.\n- Omar reports to Mateo.\n- Mateo reports to Nadia.\n- Aisha works for Northwind Systems.\n- Pablo reports to Zoya.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tallinn.\n- Felix reports to Callum.\n- Hana works for Helios Logistics.\n- Emeka works for Meridian Bank.\n- Atlas Freight is headquartered in Tallinn.\n- Meridian Bank was founded in 1980.\n- Hana reports to Aisha.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi works for Helios Logistics.\n- Callum reports to Omar.\n- Ravi reports to Kenji.\n- Omar reports to Emeka.\n- Atlas Freight was founded in 2011.\n- Zoya reports to Hana.\n- Aisha works for Meridian Bank.\n- Pinnacle Software was founded in 2004.\n- Felix works for Meridian Bank.\n- Tobias reports to Ravi.\n- Kenji reports to Zoya.\n- Callum works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Meridian Bank is headquartered in Oslo.\n- Omar works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Emeka reports to Tobias.\n- Helios Logistics was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6948", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6949", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3330: employee Jonas B., hired 02 June 2022, separated 11 July 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-3330 under the controlling rules.", "criteria": {"0": "$11,700", "1": "$50,700", "2": "$12,700", "3": "$11,625"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6950", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6951", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Ravi.\n- Elena reports to Stefan.\n- Fernhill Foods was founded in 1997.\n- Cedar Retail Group was founded in 2004.\n- Viktor reports to Lucia.\n- Cedar Retail Group is headquartered in Brno.\n- Bluepine Aviation was founded in 1986.\n- Atlas Freight is headquartered in Austin.\n- Stefan works for Atlas Freight.\n- Kenji works for Bluepine Aviation.\n- Hana reports to Callum.\n- Stefan reports to Hana.\n- Callum reports to Mateo.\n- Mateo works for Atlas Freight.\n- Mateo reports to Viktor.\n- Kenji reports to Elena.\n- Bluepine Aviation is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Adelaide.\n- Lucia works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Ravi reports to Emeka.\n- Elena works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Viktor works for Cedar Retail Group.\n- Atlas Freight was founded in 1977.\n- Emeka works for Atlas Freight.\n- Callum works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-6953", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 December 2022): For employees hired on or after 03 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1966: employee Sanne T., hired 27 September 2019, separated 09 November 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1966?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6954", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6955", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8824: employee Mara K., hired 10 April 2022, separated 11 December 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-8824 under the controlling rules.", "criteria": {"0": "$76,500", "1": "$17,524", "2": "$17,654", "3": "$17,154"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Tessa reports to Anders.\n- Ironwood Manufacturing was founded in 1980.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki works for Ironwood Manufacturing.\n- Jonas reports to Ingrid.\n- Vantage Air is headquartered in Lyon.\n- Cedar Retail Group was founded in 2001.\n- Dmitri reports to Priya.\n- Mara reports to Yuki.\n- Tessa works for Vantage Air.\n- Yuki reports to Jonas.\n- Vantage Air was founded in 2010.\n- Ingrid reports to Dmitri.\n- Priya works for Pinnacle Software.\n- Anders works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Austin.\n- Ingrid works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1995.\n- Anders reports to Mara.\n- Dmitri works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2005.\n- Pinnacle Software is headquartered in Ghent.\n- Northwind Systems was founded in 2001.\n- Northwind Systems is headquartered in Dunedin.\n- Wren works for Northwind Systems.\n- Sofia works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Lucia reports to Omar.\n- Ingrid works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Lattice Analytics is headquartered in Austin.\n- Felix works for Lattice Analytics.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Hana works for Pinnacle Software.\n- Stefan reports to Sofia.\n- Felix reports to Leila.\n- Anders reports to Zoya.\n- Stefan works for Atlas Freight.\n- Leila works for Pinnacle Software.\n- Mateo reports to Felix.\n- Hana reports to Mateo.\n- Ingrid reports to Lucia.\n- Mateo works for Pinnacle Software.\n- Leila reports to Wren.\n- Zoya reports to Ingrid.\n- Sofia reports to Hana.\n- Lucia works for Lattice Analytics.\n- Wren reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6958", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4963: employee Omar K., hired 10 October 2023, separated 07 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4963?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mara.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Ravi reports to Aisha.\n- Leila works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Crescent Telecom is headquartered in Nagoya.\n- Ingrid works for Crescent Telecom.\n- Summit Energy is headquartered in Nagoya.\n- Crescent Telecom was founded in 1986.\n- Summit Energy was founded in 1981.\n- Leila reports to Mei.\n- Aisha reports to Leila.\n- Chiara works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Zoya works for Bluepine Aviation.\n- Mara reports to Chiara.\n- Chiara reports to Ingrid.\n- Ravi works for Summit Energy.\n- Ingrid reports to Zoya.\n- Helios Logistics was founded in 1989.\n- Bluepine Aviation was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6960", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6278: employee Mara B., hired 15 November 2021, separated 22 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6278?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Aisha works for Cedar Retail Group.\n- Priya reports to Mei.\n- Omar reports to Tobias.\n- Northwind Systems is headquartered in Austin.\n- Ingrid reports to Viktor.\n- Tessa reports to Leila.\n- Mei reports to Tessa.\n- Tessa works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Leila works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Basel.\n- Ingrid works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Nagoya.\n- Leila reports to Ingrid.\n- Meridian Bank was founded in 1995.\n- Mei works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Tobias reports to Aisha.\n- Mara reports to Priya.\n- Beacon Insurance was founded in 1983.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Aisha reports to Mara.\n- Cedar Retail Group was founded in 2005.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6962", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5475: employee Pablo K., hired 23 May 2021, separated 30 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5475?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6963", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6964", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6965", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6966", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6967", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Yuki works for Pinnacle Software.\n- Ingrid reports to Deshawn.\n- Anders works for Bluepine Aviation.\n- Elena works for Vantage Air.\n- Pinnacle Software was founded in 1998.\n- Pinnacle Software is headquartered in Turku.\n- Viktor reports to Sanne.\n- Kenji works for Meridian Bank.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank was founded in 1994.\n- Anders reports to Felix.\n- Sofia works for Pinnacle Software.\n- Nadia reports to Elena.\n- Elena reports to Anders.\n- Sanne reports to Nadia.\n- Meridian Bank is headquartered in Turku.\n- Viktor works for Meridian Bank.\n- Leila works for Pinnacle Software.\n- Kenji reports to Viktor.\n- Leila reports to Ingrid.\n- Deshawn works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Vantage Air was founded in 1979.\n- Felix reports to Sofia.\n- Vantage Air is headquartered in Dunedin.\n- Sofia reports to Leila.\n- Deshawn reports to Yuki.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6969", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6970", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7609: employee Bruno S., hired 29 January 2022, separated 11 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7609?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6971", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9309: employee Leila K., hired 11 August 2021, separated 18 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9309?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Jonas works for Helios Logistics.\n- Hana works for Cedar Retail Group.\n- Tobias works for Cobalt Health.\n- Lattice Analytics is headquartered in Tallinn.\n- Aisha works for Helios Logistics.\n- Cedar Retail Group is headquartered in Bergen.\n- Tessa works for Helios Logistics.\n- Pablo works for Cedar Retail Group.\n- Callum reports to Nadia.\n- Viktor reports to Callum.\n- Nadia reports to Tessa.\n- Omar reports to Pablo.\n- Jonas reports to Omar.\n- Cedar Retail Group was founded in 1982.\n- Helios Logistics is headquartered in Tallinn.\n- Pablo reports to Viktor.\n- Aisha reports to Tobias.\n- Cobalt Health was founded in 2009.\n- Nadia works for Lattice Analytics.\n- Tessa reports to Hana.\n- Viktor works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Lattice Analytics was founded in 2010.\n- Hana reports to Aisha.\n- Helios Logistics was founded in 2008.\n- Cobalt Health is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1998.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Summit Energy was founded in 1994.\n- Omar works for Summit Energy.\n- Sofia reports to Tessa.\n- Lattice Analytics was founded in 2010.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Bergen.\n- Mara reports to Kenji.\n- Lattice Analytics is headquartered in Ghent.\n- Ingrid reports to Lucia.\n- Callum reports to Ingrid.\n- Northwind Systems is headquartered in Ghent.\n- Nadia works for Lattice Analytics.\n- Callum works for Ironwood Manufacturing.\n- Tessa reports to Callum.\n- Wren reports to Mara.\n- Tessa works for Northwind Systems.\n- Kenji works for Lattice Analytics.\n- Lucia reports to Omar.\n- Omar reports to Wren.\n- Bruno reports to Sofia.\n- Wren works for Northwind Systems.\n- Sofia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1977.\n- Nadia reports to Bruno.\n- Hana reports to Nadia.\n- Bruno works for Ironwood Manufacturing.\n- Hana works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2005", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-6974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2003.\n- Kenji works for Pinnacle Software.\n- Deshawn reports to Mara.\n- Amara reports to Tobias.\n- Tessa works for Bluepine Aviation.\n- Viktor reports to Tessa.\n- Meridian Bank was founded in 1976.\n- Ravi works for Bluepine Aviation.\n- Tobias reports to Jonas.\n- Viktor works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Omar reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.\n- Mara works for Ironwood Manufacturing.\n- Omar works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Pinnacle Software was founded in 1983.\n- Jonas reports to Viktor.\n- Pinnacle Software is headquartered in Leeds.\n- Mara reports to Ravi.\n- Jonas works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Bluepine Aviation was founded in 1996.\n- Ravi reports to Amara.\n- Bluepine Aviation is headquartered in Lyon.\n- Tessa reports to Kenji.\n- Tobias works for Ironwood Manufacturing.\n- Dmitri reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6975", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-6976", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 87839 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6977", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Callum works for Pinnacle Software.\n- Atlas Freight was founded in 2009.\n- Lattice Analytics was founded in 1981.\n- Chiara reports to Leila.\n- Ironwood Manufacturing was founded in 1993.\n- Leila reports to Lucia.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Lucia reports to Callum.\n- Amara works for Pinnacle Software.\n- Dmitri works for Ironwood Manufacturing.\n- Callum reports to Pablo.\n- Lattice Analytics is headquartered in Dunedin.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Leila works for Atlas Freight.\n- Sanne works for Lattice Analytics.\n- Pablo reports to Amara.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Elena reports to Sanne.\n- Mara works for Pinnacle Software.\n- Mara reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Dmitri reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6979", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2336: employee Nadia S., hired 05 February 2021, separated 18 March 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-2336 under the controlling rules.", "criteria": {"0": "$88,400", "1": "$21,400", "2": "$20,400", "3": "$20,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2336 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-6980", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 39381 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-6981", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6982", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Brno.\n- Mei reports to Bruno.\n- Wren works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Lattice Analytics is headquartered in Brno.\n- Ingrid works for Beacon Insurance.\n- Crescent Telecom was founded in 1985.\n- Omar works for Beacon Insurance.\n- Hana works for Crescent Telecom.\n- Summit Energy was founded in 1986.\n- Nadia works for Beacon Insurance.\n- Mara works for Lattice Analytics.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Omar reports to Tobias.\n- Wren reports to Hana.\n- Hana reports to Nadia.\n- Nadia reports to Felix.\n- Beacon Insurance was founded in 1976.\n- Ingrid reports to Leila.\n- Lattice Analytics was founded in 1999.\n- Bruno works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Felix works for Crescent Telecom.\n- Leila reports to Wren.\n- Mei works for Lattice Analytics.\n- Felix reports to Mei.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias reports to Mara.\n- Mara reports to Ingrid.\n- Bruno reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-6984", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "provision_access", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-6985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mateo.\n- Dmitri works for Northwind Systems.\n- Dmitri reports to Aisha.\n- Tessa works for Summit Energy.\n- Leila reports to Jonas.\n- Callum works for Northwind Systems.\n- Bluepine Aviation was founded in 2004.\n- Nadia works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Helios Logistics was founded in 1975.\n- Amara works for Summit Energy.\n- Wren works for Bluepine Aviation.\n- Tessa reports to Amara.\n- Helios Logistics is headquartered in Leeds.\n- Mateo works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Kenji works for Bluepine Aviation.\n- Callum reports to Nadia.\n- Aisha works for Bluepine Aviation.\n- Northwind Systems was founded in 1998.\n- Leila works for Helios Logistics.\n- Jonas reports to Wren.\n- Mateo reports to Lucia.\n- Summit Energy is headquartered in Leeds.\n- Amara reports to Dmitri.\n- Lucia reports to Kenji.\n- Bluepine Aviation is headquartered in Cork.\n- Wren reports to Callum.\n- Nadia reports to Tessa.\n- Summit Energy was founded in 2004.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6986", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2719: employee Mei R., hired 16 December 2020, separated 06 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2719?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-6987", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6988", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6249: employee Sanne B., hired 01 May 2021, separated 26 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6249?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-6989", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 February 2023): For employees hired on or after 02 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8755: employee Aisha M., hired 12 December 2021, separated 27 October 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-8755 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$30,333", "2": "$6,650", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-6990", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 February 2023): For employees hired on or after 11 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9391: employee Pablo M., hired 07 August 2019, separated 24 March 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9391?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-6991", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-6992", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-6993", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-6994", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8066: employee Priya M., hired 05 August 2021, separated 13 April 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2025-8066 under the controlling rules.", "criteria": {"0": "$17,692", "1": "$68,000", "2": "$15,692", "3": "$15,577"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sanne.\n- Stefan works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Mara reports to Dmitri.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1975.\n- Sanne reports to Chiara.\n- Atlas Freight was founded in 2015.\n- Yuki reports to Stefan.\n- Leila reports to Wren.\n- Summit Energy was founded in 1997.\n- Vantage Air is headquartered in Leeds.\n- Chiara works for Beacon Insurance.\n- Dmitri reports to Leila.\n- Sanne works for Vantage Air.\n- Nadia works for Atlas Freight.\n- Stefan reports to Hana.\n- Mei works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Vantage Air was founded in 1986.\n- Hana reports to Nadia.\n- Wren works for Beacon Insurance.\n- Viktor works for Atlas Freight.\n- Mara works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Mei reports to Yuki.\n- Viktor reports to Mei.\n- Nadia reports to Mara.\n- Summit Energy is headquartered in Leeds.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-6996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Tessa reports to Dmitri.\n- Tessa works for Lattice Analytics.\n- Emeka reports to Wren.\n- Wren reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Summit Energy was founded in 1978.\n- Vantage Air was founded in 2013.\n- Cobalt Health is headquartered in Ghent.\n- Emeka works for Vantage Air.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health was founded in 1993.\n- Hana works for Summit Energy.\n- Ingrid reports to Hana.\n- Ingrid works for Cobalt Health.\n- Vantage Air is headquartered in Basel.\n- Hana reports to Emeka.\n- Sanne reports to Tessa.\n- Dmitri reports to Lucia.\n- Lattice Analytics was founded in 1992.\n- Wren works for Cobalt Health.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-6997", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2483: employee Callum A., hired 20 February 2022, separated 23 November 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2483?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-6998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Basel.\n- Stefan works for Pinnacle Software.\n- Bruno works for Vantage Air.\n- Zoya works for Summit Energy.\n- Anders works for Summit Energy.\n- Anders reports to Stefan.\n- Bruno reports to Zoya.\n- Stefan reports to Wren.\n- Summit Energy is headquartered in Ghent.\n- Priya reports to Anders.\n- Dmitri reports to Mara.\n- Pinnacle Software was founded in 1997.\n- Vantage Air is headquartered in Bergen.\n- Zoya reports to Priya.\n- Priya works for Pinnacle Software.\n- Atlas Freight was founded in 1985.\n- Vantage Air was founded in 1980.\n- Pinnacle Software is headquartered in Basel.\n- Dmitri works for Vantage Air.\n- Wren reports to Dmitri.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-6999", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7000", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Priya reports to Ravi.\n- Mara works for Meridian Bank.\n- Summit Energy was founded in 1994.\n- Tobias works for Meridian Bank.\n- Ravi works for Summit Energy.\n- Anders reports to Priya.\n- Yuki works for Fernhill Foods.\n- Priya works for Meridian Bank.\n- Aisha works for Summit Energy.\n- Fernhill Foods was founded in 1984.\n- Fernhill Foods is headquartered in Basel.\n- Meridian Bank was founded in 1995.\n- Aisha reports to Ingrid.\n- Beacon Insurance is headquartered in Tampere.\n- Jonas reports to Aisha.\n- Ravi reports to Tobias.\n- Mara reports to Jonas.\n- Beacon Insurance was founded in 1987.\n- Jonas works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Yuki reports to Dmitri.\n- Ingrid works for Beacon Insurance.\n- Tobias reports to Mara.\n- Ingrid reports to Yuki.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7002", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Elena reports to Amara.\n- Leila works for Cobalt Health.\n- Bruno works for Summit Energy.\n- Fernhill Foods is headquartered in Ghent.\n- Emeka works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Pinnacle Software is headquartered in Bergen.\n- Aisha reports to Elena.\n- Emeka reports to Pablo.\n- Viktor reports to Tessa.\n- Fernhill Foods was founded in 2002.\n- Bruno reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Pablo reports to Leila.\n- Leila reports to Mei.\n- Pinnacle Software was founded in 1997.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Ravi works for Summit Energy.\n- Tessa reports to Aisha.\n- Amara reports to Ravi.\n- Elena works for Cobalt Health.\n- Tessa works for Fernhill Foods.\n- Mei reports to Bruno.\n- Aisha works for Summit Energy.\n- Ravi reports to Emeka.\n- Cobalt Health was founded in 1982.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7004", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Deshawn reports to Stefan.\n- Bruno reports to Ravi.\n- Felix works for Atlas Freight.\n- Mara reports to Bruno.\n- Wren works for Lattice Analytics.\n- Beacon Insurance was founded in 2002.\n- Stefan works for Lattice Analytics.\n- Atlas Freight is headquartered in Dunedin.\n- Mara works for Atlas Freight.\n- Wren reports to Mara.\n- Lattice Analytics was founded in 2012.\n- Northwind Systems is headquartered in Dunedin.\n- Omar reports to Deshawn.\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Brno.\n- Northwind Systems was founded in 1983.\n- Felix reports to Wren.\n- Bruno works for Beacon Insurance.\n- Atlas Freight was founded in 1984.\n- Deshawn works for Atlas Freight.\n- Ravi reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Nadia.\n- Zoya reports to Bruno.\n- Atlas Freight was founded in 1989.\n- Lucia reports to Mateo.\n- Yuki reports to Amara.\n- Pablo works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Jonas works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Cedar Retail Group is headquartered in Porto.\n- Bruno works for Pinnacle Software.\n- Cedar Retail Group was founded in 2008.\n- Pinnacle Software is headquartered in Brno.\n- Dmitri works for Atlas Freight.\n- Amara works for Pinnacle Software.\n- Jonas reports to Dmitri.\n- Stefan reports to Yuki.\n- Dmitri reports to Pablo.\n- Mateo works for Ironwood Manufacturing.\n- Pablo reports to Zoya.\n- Ironwood Manufacturing was founded in 1993.\n- Felix works for Pinnacle Software.\n- Zoya works for Atlas Freight.\n- Felix reports to Jonas.\n- Bruno reports to Stefan.\n- Stefan works for Pinnacle Software.\n- Atlas Freight is headquartered in Nagoya.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7007", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7008", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8358: employee Aisha A., hired 04 December 2021, separated 02 May 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8358?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7009", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7010", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7011", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6647: employee Zoya M., hired 19 April 2022, separated 16 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6647?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7012", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8636: employee Yuki B., hired 24 November 2023, separated 31 March 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-8636 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$1,625", "2": "$3,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7013", "family": "intent_v3", "state": "Incoming support message:\n\"41598 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Basel.\n- Tobias reports to Omar.\n- Viktor works for Vantage Air.\n- Omar works for Cobalt Health.\n- Vantage Air was founded in 1976.\n- Bluepine Aviation was founded in 1985.\n- Cobalt Health was founded in 2013.\n- Elena reports to Tobias.\n- Omar reports to Pablo.\n- Sofia reports to Emeka.\n- Viktor reports to Bruno.\n- Pablo works for Vantage Air.\n- Bruno works for Cobalt Health.\n- Pablo reports to Jonas.\n- Emeka works for Cobalt Health.\n- Sofia works for Summit Energy.\n- Bluepine Aviation is headquartered in Turku.\n- Bruno reports to Sofia.\n- Cobalt Health is headquartered in Leeds.\n- Emeka reports to Elena.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1982.\n- Chiara reports to Viktor.\n- Elena works for Bluepine Aviation.\n- Jonas works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1988", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7015", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Tobias.\n- Northwind Systems was founded in 1990.\n- Sofia works for Summit Energy.\n- Tobias works for Summit Energy.\n- Tobias reports to Hana.\n- Mara reports to Felix.\n- Lattice Analytics is headquartered in Tallinn.\n- Felix reports to Sofia.\n- Elena reports to Deshawn.\n- Cobalt Health is headquartered in Cork.\n- Sofia reports to Pablo.\n- Cobalt Health was founded in 2006.\n- Pablo reports to Elena.\n- Mateo reports to Mara.\n- Mateo works for Summit Energy.\n- Northwind Systems is headquartered in Tallinn.\n- Felix works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Summit Energy is headquartered in Oslo.\n- Deshawn works for Summit Energy.\n- Hana works for Summit Energy.\n- Hana reports to Mateo.\n- Callum works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Summit Energy was founded in 1978.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7017", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7018", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1999.\n- Tobias works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Cobalt Health is headquartered in Austin.\n- Chiara reports to Sanne.\n- Atlas Freight is headquartered in Valencia.\n- Chiara works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Elena works for Helios Logistics.\n- Sanne reports to Deshawn.\n- Omar works for Crescent Telecom.\n- Helios Logistics was founded in 2003.\n- Deshawn reports to Mei.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia reports to Tobias.\n- Mei reports to Elena.\n- Omar reports to Lucia.\n- Crescent Telecom is headquartered in Dunedin.\n- Deshawn works for Atlas Freight.\n- Tobias reports to Chiara.\n- Crescent Telecom was founded in 1999.\n- Sanne works for Atlas Freight.\n- Cobalt Health was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7020", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Crescent Telecom was founded in 1979.\n- Elena works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Amara reports to Chiara.\n- Lattice Analytics is headquartered in Ghent.\n- Tessa works for Lattice Analytics.\n- Chiara reports to Zoya.\n- Viktor reports to Anders.\n- Zoya reports to Lucia.\n- Elena reports to Tessa.\n- Bluepine Aviation was founded in 1992.\n- Mara works for Bluepine Aviation.\n- Amara works for Crescent Telecom.\n- Anders reports to Nadia.\n- Nadia reports to Amara.\n- Nadia works for Crescent Telecom.\n- Mara reports to Viktor.\n- Zoya works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Bergen.\n- Meridian Bank is headquartered in Dunedin.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Halifax.\n- Lattice Analytics was founded in 1976.\n- Meridian Bank was founded in 2001.\n- Lucia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7022", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2117: employee Dmitri K., hired 21 March 2020, separated 16 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2117?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7023", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Omar.\n- Viktor reports to Stefan.\n- Aisha reports to Viktor.\n- Stefan reports to Hana.\n- Northwind Systems was founded in 2008.\n- Wren reports to Dmitri.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Stefan works for Bluepine Aviation.\n- Omar works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Nagoya.\n- Viktor works for Summit Energy.\n- Nadia reports to Aisha.\n- Emeka reports to Sofia.\n- Wren works for Summit Energy.\n- Sofia works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Fernhill Foods is headquartered in Adelaide.\n- Summit Energy is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1999.\n- Felix reports to Emeka.\n- Summit Energy was founded in 1991.\n- Dmitri works for Bluepine Aviation.\n- Aisha works for Fernhill Foods.\n- Northwind Systems is headquartered in Ghent.\n- Nadia works for Bluepine Aviation.\n- Sofia reports to Wren.\n- Omar reports to Nadia.\n- Emeka works for Fernhill Foods.\n- Ravi works for Summit Energy.\n- Hana reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Kenji reports to Felix.\n- Deshawn reports to Chiara.\n- Bluepine Aviation is headquartered in Bergen.\n- Wren reports to Amara.\n- Bluepine Aviation was founded in 1995.\n- Summit Energy was founded in 2007.\n- Kenji works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Chiara works for Summit Energy.\n- Deshawn works for Bluepine Aviation.\n- Cobalt Health is headquartered in Adelaide.\n- Jonas reports to Deshawn.\n- Callum reports to Kenji.\n- Amara reports to Hana.\n- Elena works for Summit Energy.\n- Fernhill Foods was founded in 1997.\n- Chiara reports to Callum.\n- Elena reports to Nadia.\n- Nadia works for Summit Energy.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum works for Fernhill Foods.\n- Summit Energy is headquartered in Bergen.\n- Amara works for Summit Energy.\n- Tessa reports to Elena.\n- Nadia reports to Jonas.\n- Cobalt Health was founded in 2000.\n- Felix works for Summit Energy.\n- Jonas works for Summit Energy.\n- Tessa works for Cobalt Health.\n- Hana reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Crescent Telecom was founded in 2004.\n- Pinnacle Software was founded in 1996.\n- Ravi reports to Lucia.\n- Stefan works for Lattice Analytics.\n- Dmitri works for Crescent Telecom.\n- Yuki reports to Stefan.\n- Wren works for Pinnacle Software.\n- Zoya reports to Jonas.\n- Lattice Analytics is headquartered in Lyon.\n- Aisha reports to Ravi.\n- Lattice Analytics was founded in 2012.\n- Tobias reports to Dmitri.\n- Dmitri reports to Aisha.\n- Jonas works for Atlas Freight.\n- Pinnacle Software is headquartered in Adelaide.\n- Wren reports to Tobias.\n- Zoya works for Atlas Freight.\n- Jonas reports to Wren.\n- Aisha works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias works for Pinnacle Software.\n- Lucia reports to Yuki.\n- Lucia works for Pinnacle Software.\n- Atlas Freight is headquartered in Malmo.\n- Yuki works for Pinnacle Software.\n- Atlas Freight was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7027", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7028", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5508: employee Pablo M., hired 16 July 2022, separated 15 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5508?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7029", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7030", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7031", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7032", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7033", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Emeka works for Vantage Air.\n- Emeka reports to Aisha.\n- Callum reports to Tobias.\n- Pinnacle Software was founded in 1976.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum works for Vantage Air.\n- Mei reports to Chiara.\n- Yuki reports to Emeka.\n- Vantage Air is headquartered in Turku.\n- Pinnacle Software is headquartered in Oslo.\n- Beacon Insurance was founded in 1990.\n- Mei works for Pinnacle Software.\n- Yuki works for Ironwood Manufacturing.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Viktor.\n- Chiara works for Pinnacle Software.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2005.\n- Viktor reports to Callum.\n- Viktor works for Vantage Air.\n- Chiara reports to Yuki.\n- Vantage Air was founded in 2005.\n- Aisha reports to Zoya.\n- Mara works for Vantage Air.\n- Tobias works for Vantage Air.\n- Tobias reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Tobias works for Fernhill Foods.\n- Leila works for Lattice Analytics.\n- Deshawn works for Pinnacle Software.\n- Omar reports to Deshawn.\n- Pinnacle Software was founded in 1993.\n- Sofia reports to Leila.\n- Ravi reports to Sofia.\n- Ingrid works for Fernhill Foods.\n- Callum reports to Tobias.\n- Summit Energy was founded in 1979.\n- Ingrid reports to Ravi.\n- Hana reports to Ingrid.\n- Lattice Analytics was founded in 1976.\n- Summit Energy is headquartered in Bergen.\n- Callum works for Summit Energy.\n- Leila reports to Omar.\n- Ravi works for Lattice Analytics.\n- Omar works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Tobias reports to Hana.\n- Fernhill Foods was founded in 1990.\n- Deshawn reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Meridian Bank was founded in 1981.\n- Bruno reports to Tobias.\n- Mei works for Summit Energy.\n- Fernhill Foods is headquartered in Porto.\n- Emeka works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Tobias works for Meridian Bank.\n- Mei reports to Lucia.\n- Bluepine Aviation was founded in 1999.\n- Summit Energy was founded in 2000.\n- Emeka reports to Bruno.\n- Yuki reports to Mei.\n- Fernhill Foods was founded in 1995.\n- Wren reports to Felix.\n- Bluepine Aviation is headquartered in Porto.\n- Felix reports to Emeka.\n- Meridian Bank is headquartered in Turku.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7037", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9919: employee Tobias M., hired 05 June 2022, separated 26 January 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-9919 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$7,800", "2": "$8,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7038", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6668: employee Mara K., hired 04 January 2024, separated 10 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6668?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7039", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "book_flight", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7040", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 54472 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7041", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7042", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7043", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7044", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6313: employee Ingrid S., hired 02 July 2023, separated 09 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6313?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6313 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Lucia reports to Anders.\n- Lattice Analytics was founded in 1998.\n- Northwind Systems is headquartered in Austin.\n- Mara reports to Lucia.\n- Felix reports to Nadia.\n- Helios Logistics was founded in 1985.\n- Nadia works for Lattice Analytics.\n- Zoya reports to Ravi.\n- Northwind Systems was founded in 2014.\n- Tessa works for Vantage Air.\n- Lucia works for Northwind Systems.\n- Nadia reports to Zoya.\n- Mara works for Lattice Analytics.\n- Zoya works for Vantage Air.\n- Lattice Analytics is headquartered in Austin.\n- Vantage Air was founded in 1998.\n- Felix works for Lattice Analytics.\n- Ravi reports to Tessa.\n- Helios Logistics is headquartered in Porto.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Mara.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7046", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7047", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 69786 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "request_refund", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7048", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8065: employee Mei B., hired 09 December 2021, separated 22 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8065?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Hana.\n- Helios Logistics was founded in 1986.\n- Bruno works for Cedar Retail Group.\n- Helios Logistics is headquartered in Basel.\n- Omar works for Crescent Telecom.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Amara works for Crescent Telecom.\n- Hana reports to Zoya.\n- Omar reports to Leila.\n- Leila reports to Bruno.\n- Fernhill Foods was founded in 1980.\n- Crescent Telecom was founded in 1996.\n- Nadia reports to Omar.\n- Hana works for Helios Logistics.\n- Felix works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Adelaide.\n- Bruno reports to Felix.\n- Leila works for Helios Logistics.\n- Deshawn works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Deshawn reports to Nadia.\n- Cedar Retail Group was founded in 2008.\n- Felix reports to Wren.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7050", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 98629\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7051", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1988.\n- Sofia works for Meridian Bank.\n- Zoya reports to Sofia.\n- Helios Logistics was founded in 1981.\n- Zoya works for Fernhill Foods.\n- Amara reports to Nadia.\n- Nadia works for Meridian Bank.\n- Fernhill Foods is headquartered in Nagoya.\n- Anders reports to Wren.\n- Northwind Systems was founded in 2009.\n- Chiara reports to Zoya.\n- Northwind Systems is headquartered in Adelaide.\n- Anders works for Meridian Bank.\n- Wren works for Northwind Systems.\n- Fernhill Foods was founded in 2003.\n- Felix works for Fernhill Foods.\n- Sofia reports to Felix.\n- Helios Logistics is headquartered in Valencia.\n- Nadia reports to Chiara.\n- Felix reports to Anders.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7053", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5256: employee Sanne M., hired 25 March 2024, separated 06 February 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-5256 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$3,600", "2": "$7,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7054", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2165: employee Anders B., hired 23 January 2022, separated 07 October 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-2165 under the controlling rules.", "criteria": {"0": "$19,400", "1": "$18,400", "2": "$18,500", "3": "$79,733"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7055", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 56398 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7056", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7057", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7058", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7059", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7060", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7061", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7062", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9182: employee Mei K., hired 16 May 2023, separated 29 November 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-9182 under the controlling rules.", "criteria": {"0": "$33,583", "1": "$7,812", "2": "$7,750", "3": "$5,750"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9182 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7063", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Tessa works for Pinnacle Software.\n- Sofia reports to Bruno.\n- Pinnacle Software is headquartered in Leeds.\n- Lattice Analytics was founded in 2001.\n- Dmitri reports to Leila.\n- Lattice Analytics is headquartered in Tallinn.\n- Viktor works for Pinnacle Software.\n- Leila reports to Viktor.\n- Helios Logistics is headquartered in Halifax.\n- Bruno reports to Dmitri.\n- Pinnacle Software was founded in 1989.\n- Bluepine Aviation is headquartered in Leeds.\n- Zoya reports to Kenji.\n- Tessa reports to Zoya.\n- Helios Logistics was founded in 2010.\n- Sofia works for Lattice Analytics.\n- Dmitri works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Kenji reports to Sofia.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7065", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7066", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7067", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Hana reports to Yuki.\n- Tobias reports to Wren.\n- Tobias works for Northwind Systems.\n- Callum reports to Felix.\n- Anders reports to Deshawn.\n- Helios Logistics was founded in 1978.\n- Helios Logistics is headquartered in Tampere.\n- Anders works for Northwind Systems.\n- Wren works for Meridian Bank.\n- Beacon Insurance was founded in 1999.\n- Hana works for Beacon Insurance.\n- Wren reports to Hana.\n- Felix works for Northwind Systems.\n- Deshawn reports to Tobias.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Northwind Systems is headquartered in Malmo.\n- Beacon Insurance is headquartered in Cork.\n- Deshawn works for Beacon Insurance.\n- Yuki reports to Callum.\n- Northwind Systems was founded in 1978.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7069", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5494: employee Anders K., hired 07 November 2020, separated 16 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5494?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7070", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1999.\n- Viktor works for Meridian Bank.\n- Chiara reports to Priya.\n- Mateo reports to Tessa.\n- Ravi reports to Mateo.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Viktor reports to Felix.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Mara reports to Chiara.\n- Meridian Bank was founded in 1986.\n- Amara reports to Viktor.\n- Vantage Air was founded in 1993.\n- Lattice Analytics is headquartered in Malmo.\n- Mara works for Cedar Retail Group.\n- Meridian Bank is headquartered in Dunedin.\n- Ravi works for Cedar Retail Group.\n- Anders reports to Callum.\n- Tessa works for Cedar Retail Group.\n- Vantage Air is headquartered in Malmo.\n- Priya works for Vantage Air.\n- Anders works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Felix works for Meridian Bank.\n- Callum reports to Mara.\n- Priya reports to Deshawn.\n- Mateo works for Lattice Analytics.\n- Tessa reports to Amara.\n- Deshawn reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Kenji.\n- Bluepine Aviation is headquartered in Oslo.\n- Tessa works for Summit Energy.\n- Kenji works for Vantage Air.\n- Mei reports to Pablo.\n- Bluepine Aviation was founded in 1991.\n- Ravi reports to Sofia.\n- Vantage Air is headquartered in Oslo.\n- Tobias reports to Elena.\n- Tobias works for Summit Energy.\n- Sanne reports to Viktor.\n- Amara reports to Sanne.\n- Cobalt Health is headquartered in Ghent.\n- Nadia works for Bluepine Aviation.\n- Pablo reports to Ravi.\n- Ravi works for Cobalt Health.\n- Mei works for Bluepine Aviation.\n- Amara works for Cobalt Health.\n- Kenji reports to Tobias.\n- Vantage Air was founded in 1989.\n- Elena works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Viktor reports to Nadia.\n- Summit Energy was founded in 2012.\n- Sanne works for Cobalt Health.\n- Tessa reports to Amara.\n- Cobalt Health was founded in 1980.\n- Sofia works for Bluepine Aviation.\n- Nadia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Callum.\n- Atlas Freight was founded in 1994.\n- Anders reports to Viktor.\n- Tessa works for Helios Logistics.\n- Deshawn works for Ironwood Manufacturing.\n- Leila works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Deshawn reports to Tessa.\n- Leila reports to Anders.\n- Callum reports to Sanne.\n- Stefan works for Helios Logistics.\n- Viktor reports to Mara.\n- Helios Logistics is headquartered in Cork.\n- Tessa reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Basel.\n- Anders works for Cedar Retail Group.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 2002.\n- Dmitri works for Helios Logistics.\n- Stefan reports to Leila.\n- Cedar Retail Group was founded in 2009.\n- Mara works for Atlas Freight.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Cork.\n- Cedar Retail Group is headquartered in Cork.\n- Mara reports to Deshawn.\n- Ironwood Manufacturing was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7074", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7075", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 11483\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7076", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 7, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 November 2022): For employees hired on or after 23 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4319: employee Bruno B., hired 18 April 2022, separated 10 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4319?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Wren.\n- Tobias works for Pinnacle Software.\n- Leila reports to Chiara.\n- Northwind Systems was founded in 2012.\n- Viktor reports to Elena.\n- Elena works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1982.\n- Mara works for Pinnacle Software.\n- Cobalt Health is headquartered in Malmo.\n- Tobias reports to Leila.\n- Aisha works for Pinnacle Software.\n- Wren reports to Mara.\n- Wren works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Northwind Systems is headquartered in Dunedin.\n- Cobalt Health was founded in 2003.\n- Mara reports to Tobias.\n- Leila works for Cobalt Health.\n- Chiara reports to Viktor.\n- Pinnacle Software is headquartered in Bergen.\n- Pinnacle Software was founded in 1978.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7078", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3513: employee Sofia T., hired 01 July 2023, separated 28 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3513?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7079", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7080", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2003.\n- Ironwood Manufacturing was founded in 2011.\n- Tessa reports to Hana.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 2008.\n- Meridian Bank was founded in 1992.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mara reports to Dmitri.\n- Priya reports to Pablo.\n- Meridian Bank is headquartered in Austin.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Elena works for Meridian Bank.\n- Dmitri works for Summit Energy.\n- Omar reports to Kenji.\n- Chiara works for Meridian Bank.\n- Hana works for Northwind Systems.\n- Elena reports to Mara.\n- Omar works for Summit Energy.\n- Pablo reports to Chiara.\n- Kenji reports to Tessa.\n- Dmitri reports to Omar.\n- Kenji works for Northwind Systems.\n- Summit Energy is headquartered in Brno.\n- Hana reports to Priya.\n- Mara works for Northwind Systems.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Callum works for Ironwood Manufacturing.\n- Sanne works for Crescent Telecom.\n- Elena reports to Felix.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ravi reports to Leila.\n- Elena works for Cobalt Health.\n- Callum reports to Ravi.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 2015.\n- Leila works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Felix reports to Sanne.\n- Viktor reports to Elena.\n- Ironwood Manufacturing was founded in 1997.\n- Ravi works for Pinnacle Software.\n- Cobalt Health was founded in 1992.\n- Felix works for Pinnacle Software.\n- Stefan reports to Viktor.\n- Pinnacle Software was founded in 1996.\n- Leila reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7082", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9121: employee Anders S., hired 25 November 2020, separated 10 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9121?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7083", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3370: employee Deshawn S., hired 25 April 2022, separated 11 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3370?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7084", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7085", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Helios Logistics is headquartered in Nagoya.\n- Anders reports to Priya.\n- Crescent Telecom was founded in 1989.\n- Viktor reports to Lucia.\n- Atlas Freight is headquartered in Nagoya.\n- Amara reports to Pablo.\n- Dmitri reports to Tessa.\n- Crescent Telecom is headquartered in Tallinn.\n- Amara works for Crescent Telecom.\n- Atlas Freight was founded in 1988.\n- Felix reports to Amara.\n- Dmitri works for Helios Logistics.\n- Pinnacle Software is headquartered in Brno.\n- Priya works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Felix works for Helios Logistics.\n- Pablo works for Pinnacle Software.\n- Lucia works for Helios Logistics.\n- Priya reports to Viktor.\n- Anders works for Crescent Telecom.\n- Tessa reports to Felix.\n- Viktor works for Atlas Freight.\n- Lucia reports to Dmitri.\n- Pinnacle Software was founded in 1993.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Kenji reports to Aisha.\n- Pablo reports to Mateo.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7087", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5980: employee Ravi R., hired 25 July 2020, separated 31 October 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-5980?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7088", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8922: employee Viktor R., hired 04 April 2024, separated 03 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8922?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7089", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7090", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Chiara works for Crescent Telecom.\n- Jonas works for Meridian Bank.\n- Summit Energy was founded in 2014.\n- Ravi reports to Jonas.\n- Mei reports to Priya.\n- Yuki works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Crescent Telecom is headquartered in Nagoya.\n- Elena reports to Nadia.\n- Meridian Bank was founded in 1996.\n- Nadia works for Crescent Telecom.\n- Cobalt Health was founded in 1993.\n- Priya reports to Elena.\n- Crescent Telecom was founded in 1987.\n- Elena works for Crescent Telecom.\n- Meridian Bank is headquartered in Nagoya.\n- Ravi works for Cobalt Health.\n- Jonas reports to Mei.\n- Chiara reports to Yuki.\n- Cobalt Health is headquartered in Nagoya.\n- Nadia reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7092", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5384: employee Deshawn S., hired 25 February 2021, separated 10 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5384?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7093", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4566: employee Felix R., hired 23 June 2024, separated 30 October 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4566?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7094", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Priya works for Vantage Air.\n- Sofia works for Bluepine Aviation.\n- Pinnacle Software was founded in 1993.\n- Pablo reports to Nadia.\n- Priya reports to Leila.\n- Tessa works for Vantage Air.\n- Nadia works for Bluepine Aviation.\n- Vantage Air was founded in 1999.\n- Fernhill Foods is headquartered in Bergen.\n- Mateo reports to Viktor.\n- Nadia reports to Tessa.\n- Pinnacle Software is headquartered in Lyon.\n- Mateo works for Vantage Air.\n- Bluepine Aviation was founded in 1978.\n- Fernhill Foods was founded in 2014.\n- Pablo works for Vantage Air.\n- Leila works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Lyon.\n- Tessa reports to Mateo.\n- Leila reports to Pablo.\n- Sofia reports to Priya.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "2002", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Pinnacle Software was founded in 1977.\n- Nadia works for Ironwood Manufacturing.\n- Yuki works for Pinnacle Software.\n- Chiara works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Stefan works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Dmitri reports to Elena.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Nadia reports to Hana.\n- Priya reports to Dmitri.\n- Stefan reports to Priya.\n- Ingrid reports to Nadia.\n- Priya works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Hana reports to Stefan.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing was founded in 1977.\n- Yuki reports to Ingrid.\n- Elena works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Fernhill Foods was founded in 2015.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Vantage Air was founded in 2008.\n- Chiara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Yuki.\n- Beacon Insurance was founded in 1991.\n- Sofia reports to Felix.\n- Elena works for Cedar Retail Group.\n- Yuki reports to Bruno.\n- Bruno reports to Mara.\n- Chiara reports to Sofia.\n- Bruno works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Basel.\n- Beacon Insurance is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Basel.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Yuki works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Mara reports to Elena.\n- Atlas Freight was founded in 1976.\n- Elena reports to Viktor.\n- Viktor works for Crescent Telecom.\n- Atlas Freight is headquartered in Turku.\n- Felix works for Beacon Insurance.\n- Sofia works for Crescent Telecom.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1989", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Chiara.\n- Bruno works for Meridian Bank.\n- Dmitri reports to Anders.\n- Emeka works for Bluepine Aviation.\n- Meridian Bank is headquartered in Oslo.\n- Bluepine Aviation was founded in 2004.\n- Viktor works for Bluepine Aviation.\n- Anders reports to Elena.\n- Chiara works for Bluepine Aviation.\n- Nadia reports to Viktor.\n- Sofia works for Meridian Bank.\n- Mei reports to Emeka.\n- Cobalt Health was founded in 1992.\n- Dmitri works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Anders works for Beacon Insurance.\n- Nadia works for Meridian Bank.\n- Callum reports to Dmitri.\n- Sofia reports to Mei.\n- Pablo reports to Nadia.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Beacon Insurance was founded in 1996.\n- Elena reports to Bruno.\n- Cobalt Health is headquartered in Oslo.\n- Mei works for Cobalt Health.\n- Pablo works for Meridian Bank.\n- Beacon Insurance is headquartered in Bergen.\n- Emeka reports to Callum.\n- Meridian Bank was founded in 1992.\n- Chiara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7099", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Yuki works for Beacon Insurance.\n- Bruno reports to Tobias.\n- Summit Energy is headquartered in Basel.\n- Stefan works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1976.\n- Ravi reports to Dmitri.\n- Deshawn reports to Mei.\n- Beacon Insurance was founded in 1984.\n- Stefan reports to Yuki.\n- Mei reports to Stefan.\n- Amara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2002.\n- Dmitri works for Northwind Systems.\n- Summit Energy was founded in 1977.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tobias reports to Deshawn.\n- Amara reports to Mara.\n- Mara reports to Bruno.\n- Beacon Insurance is headquartered in Halifax.\n- Bruno works for Northwind Systems.\n- Yuki reports to Ravi.\n- Northwind Systems is headquartered in Halifax.\n- Tobias works for Summit Energy.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Hana.\n- Atlas Freight is headquartered in Valencia.\n- Priya reports to Zoya.\n- Summit Energy was founded in 1994.\n- Atlas Freight was founded in 2003.\n- Yuki works for Atlas Freight.\n- Hana reports to Tobias.\n- Zoya works for Atlas Freight.\n- Omar reports to Ingrid.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid reports to Priya.\n- Tobias works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Crescent Telecom was founded in 1975.\n- Fernhill Foods was founded in 2009.\n- Summit Energy is headquartered in Bergen.\n- Tobias reports to Yuki.\n- Tessa works for Summit Energy.\n- Hana works for Summit Energy.\n- Chiara works for Atlas Freight.\n- Omar works for Summit Energy.\n- Priya works for Atlas Freight.\n- Zoya reports to Tessa.\n- Yuki reports to Dmitri.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Omar.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2001", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7102", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9040: employee Emeka S., hired 07 February 2023, separated 13 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9040?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7103", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1266: employee Elena A., hired 26 September 2020, separated 06 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-1266 under the controlling rules.", "criteria": {"0": "$11,812", "1": "$11,400", "2": "$51,567", "3": "$11,900"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7104", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7105", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5630: employee Kenji R., hired 31 October 2022, separated 12 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5630?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Hana.\n- Amara reports to Priya.\n- Lucia works for Cobalt Health.\n- Omar works for Northwind Systems.\n- Bluepine Aviation is headquartered in Dunedin.\n- Chiara reports to Amara.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Felix reports to Lucia.\n- Bluepine Aviation was founded in 1991.\n- Amara works for Cobalt Health.\n- Zoya reports to Chiara.\n- Atlas Freight is headquartered in Malmo.\n- Northwind Systems is headquartered in Ghent.\n- Chiara works for Bluepine Aviation.\n- Hana reports to Omar.\n- Zoya works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Northwind Systems was founded in 2002.\n- Cobalt Health is headquartered in Ghent.\n- Hana works for Cobalt Health.\n- Omar reports to Zoya.\n- Felix works for Bluepine Aviation.\n- Priya reports to Felix.\n- Cobalt Health was founded in 2002.\n- Priya works for Northwind Systems.\n- Lucia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7107", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7108", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Dmitri.\n- Pinnacle Software is headquartered in Oslo.\n- Summit Energy was founded in 1990.\n- Tobias works for Pinnacle Software.\n- Lucia reports to Tessa.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Wren.\n- Pablo reports to Kenji.\n- Kenji works for Lattice Analytics.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Tobias reports to Amara.\n- Tessa reports to Chiara.\n- Summit Energy is headquartered in Oslo.\n- Kenji reports to Deshawn.\n- Amara reports to Pablo.\n- Lattice Analytics is headquartered in Oslo.\n- Chiara reports to Callum.\n- Lattice Analytics was founded in 2004.\n- Chiara works for Vantage Air.\n- Anders reports to Lucia.\n- Amara works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Callum works for Summit Energy.\n- Lucia works for Lattice Analytics.\n- Deshawn works for Pinnacle Software.\n- Tessa works for Summit Energy.\n- Vantage Air was founded in 1975.\n- Wren reports to Anders.\n- Pinnacle Software was founded in 2004.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7110", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4247: employee Mara T., hired 06 May 2023, separated 01 February 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-4247 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$5,375", "2": "$18,958", "3": "$4,462"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7111", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 November 2025): For employees hired on or after 21 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1632: employee Viktor T., hired 26 August 2024, separated 25 January 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-1632 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$13,000", "2": "$3,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7112", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 14153 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7113", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7114", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Cedar Retail Group was founded in 1983.\n- Aisha reports to Mei.\n- Aisha works for Cedar Retail Group.\n- Viktor works for Helios Logistics.\n- Beacon Insurance was founded in 2007.\n- Sofia reports to Tessa.\n- Anders reports to Viktor.\n- Cedar Retail Group is headquartered in Lyon.\n- Sofia works for Cedar Retail Group.\n- Felix reports to Stefan.\n- Helios Logistics is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Nagoya.\n- Anders works for Helios Logistics.\n- Tessa reports to Anders.\n- Felix works for Helios Logistics.\n- Mei reports to Bruno.\n- Bluepine Aviation was founded in 2005.\n- Beacon Insurance is headquartered in Malmo.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics was founded in 1988.\n- Dmitri reports to Felix.\n- Tessa works for Helios Logistics.\n- Bruno reports to Sofia.\n- Mei works for Bluepine Aviation.\n- Stefan reports to Aisha.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2000", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7116", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5377: employee Zoya K., hired 16 December 2023, separated 15 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2025-5377 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$21,667", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Nadia works for Bluepine Aviation.\n- Lucia reports to Stefan.\n- Pinnacle Software was founded in 1985.\n- Bruno reports to Nadia.\n- Stefan works for Beacon Insurance.\n- Bluepine Aviation was founded in 1992.\n- Mei works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Helios Logistics is headquartered in Turku.\n- Bruno works for Helios Logistics.\n- Pinnacle Software is headquartered in Dunedin.\n- Mateo works for Beacon Insurance.\n- Leila reports to Lucia.\n- Mei reports to Leila.\n- Beacon Insurance was founded in 2008.\n- Bluepine Aviation is headquartered in Dunedin.\n- Stefan reports to Amara.\n- Lucia works for Bluepine Aviation.\n- Ravi works for Pinnacle Software.\n- Helios Logistics was founded in 1988.\n- Nadia reports to Mateo.\n- Beacon Insurance is headquartered in Dunedin.\n- Amara reports to Ravi.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7118", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Zoya.\n- Stefan works for Atlas Freight.\n- Deshawn works for Crescent Telecom.\n- Omar works for Atlas Freight.\n- Northwind Systems was founded in 1975.\n- Ravi reports to Deshawn.\n- Leila works for Northwind Systems.\n- Deshawn reports to Omar.\n- Tobias reports to Callum.\n- Callum works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Mara reports to Ravi.\n- Crescent Telecom was founded in 2009.\n- Atlas Freight was founded in 1997.\n- Ravi works for Northwind Systems.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Zoya works for Atlas Freight.\n- Yuki works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Sanne reports to Tobias.\n- Crescent Telecom is headquartered in Halifax.\n- Pablo reports to Mara.\n- Cobalt Health was founded in 1985.\n- Yuki reports to Sanne.\n- Callum reports to Stefan.\n- Northwind Systems is headquartered in Bergen.\n- Atlas Freight is headquartered in Turku.\n- Stefan reports to Pablo.\n- Tobias works for Atlas Freight.\n- Zoya reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Beacon Insurance.\n- Mateo works for Vantage Air.\n- Pinnacle Software was founded in 1980.\n- Elena reports to Mateo.\n- Priya works for Pinnacle Software.\n- Nadia works for Beacon Insurance.\n- Mateo reports to Yuki.\n- Yuki reports to Nadia.\n- Vantage Air was founded in 2006.\n- Pablo reports to Aisha.\n- Anders reports to Jonas.\n- Vantage Air is headquartered in Ghent.\n- Yuki works for Pinnacle Software.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Zoya.\n- Zoya reports to Priya.\n- Anders works for Pinnacle Software.\n- Elena works for Vantage Air.\n- Priya reports to Elena.\n- Beacon Insurance was founded in 1982.\n- Summit Energy was founded in 2006.\n- Summit Energy is headquartered in Ghent.\n- Jonas reports to Pablo.\n- Pinnacle Software is headquartered in Malmo.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7121", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7122", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7123", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9601: employee Wren R., hired 02 November 2023, separated 21 December 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-9601 under the controlling rules.", "criteria": {"0": "$36,000", "1": "$8,178", "2": "$7,808", "3": "$8,308"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Stefan works for Fernhill Foods.\n- Cobalt Health is headquartered in Halifax.\n- Felix reports to Aisha.\n- Stefan reports to Zoya.\n- Elena reports to Nadia.\n- Northwind Systems was founded in 1994.\n- Ingrid works for Northwind Systems.\n- Cobalt Health was founded in 2012.\n- Atlas Freight was founded in 1978.\n- Fernhill Foods is headquartered in Basel.\n- Elena works for Cobalt Health.\n- Wren reports to Felix.\n- Aisha reports to Ingrid.\n- Nadia reports to Stefan.\n- Felix works for Atlas Freight.\n- Callum reports to Yuki.\n- Yuki works for Atlas Freight.\n- Zoya works for Cobalt Health.\n- Ingrid reports to Elena.\n- Aisha works for Atlas Freight.\n- Northwind Systems is headquartered in Brno.\n- Callum works for Atlas Freight.\n- Nadia works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Fernhill Foods was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Kenji.\n- Ironwood Manufacturing was founded in 2013.\n- Priya reports to Leila.\n- Hana works for Cobalt Health.\n- Viktor works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Elena reports to Hana.\n- Cobalt Health was founded in 1988.\n- Meridian Bank was founded in 1993.\n- Hana reports to Viktor.\n- Beacon Insurance was founded in 1990.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Omar reports to Amara.\n- Meridian Bank is headquartered in Valencia.\n- Amara works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Amara reports to Elena.\n- Beacon Insurance is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7126", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5809: employee Mara R., hired 03 January 2024, separated 21 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5809?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1978.\n- Mara works for Lattice Analytics.\n- Pinnacle Software is headquartered in Halifax.\n- Vantage Air is headquartered in Basel.\n- Northwind Systems was founded in 2011.\n- Felix reports to Elena.\n- Pablo works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Emeka works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Emeka reports to Felix.\n- Pinnacle Software was founded in 2012.\n- Elena reports to Omar.\n- Chiara works for Pinnacle Software.\n- Stefan reports to Leila.\n- Omar works for Northwind Systems.\n- Mara reports to Yuki.\n- Leila reports to Emeka.\n- Vantage Air was founded in 1984.\n- Lattice Analytics is headquartered in Halifax.\n- Yuki reports to Chiara.\n- Omar reports to Mara.\n- Leila works for Lattice Analytics.\n- Pablo reports to Stefan.\n- Felix works for Vantage Air.\n- Elena works for Lattice Analytics.\n- Stefan works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 2008.\n- Stefan reports to Anders.\n- Bruno reports to Felix.\n- Mei reports to Pablo.\n- Viktor works for Summit Energy.\n- Sanne reports to Bruno.\n- Pablo works for Summit Energy.\n- Elena works for Bluepine Aviation.\n- Anders reports to Nadia.\n- Zoya reports to Elena.\n- Elena reports to Viktor.\n- Summit Energy was founded in 2010.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank was founded in 1981.\n- Sanne works for Summit Energy.\n- Nadia reports to Wren.\n- Summit Energy is headquartered in Turku.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.\n- Pablo reports to Sanne.\n- Felix reports to Stefan.\n- Felix works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Stefan works for Lattice Analytics.\n- Wren reports to Zoya.\n- Nadia works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Hana.\n- Amara works for Northwind Systems.\n- Meridian Bank was founded in 2015.\n- Callum reports to Yuki.\n- Northwind Systems is headquartered in Porto.\n- Sofia reports to Emeka.\n- Callum works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Hana works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Sofia works for Northwind Systems.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Meridian Bank is headquartered in Ghent.\n- Emeka works for Pinnacle Software.\n- Dmitri reports to Kenji.\n- Hana reports to Sofia.\n- Leila reports to Callum.\n- Pinnacle Software is headquartered in Porto.\n- Leila works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki reports to Dmitri.\n- Anders works for Ironwood Manufacturing.\n- Kenji works for Meridian Bank.\n- Amara reports to Leila.\n- Aisha reports to Amara.\n- Emeka reports to Tessa.\n- Northwind Systems was founded in 1999.\n- Tessa reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7130", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 93722\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7131", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7132", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 72223 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7133", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 8067 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7134", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 80670 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "reports an item arrived broken", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7135", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1473: employee Mei R., hired 06 March 2024, separated 29 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1473?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7136", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5411: employee Mara S., hired 27 June 2021, separated 25 October 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-5411?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7137", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7138", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9293: employee Ravi S., hired 30 November 2023, separated 01 May 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-9293 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,750", "2": "$500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Nadia.\n- Mateo reports to Jonas.\n- Zoya reports to Amara.\n- Priya works for Fernhill Foods.\n- Ingrid reports to Lucia.\n- Ingrid works for Meridian Bank.\n- Fernhill Foods was founded in 2000.\n- Lattice Analytics is headquartered in Ghent.\n- Jonas works for Lattice Analytics.\n- Bruno works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Bruno reports to Aisha.\n- Lattice Analytics was founded in 1975.\n- Felix reports to Ingrid.\n- Meridian Bank is headquartered in Valencia.\n- Priya reports to Bruno.\n- Jonas reports to Dmitri.\n- Nadia works for Meridian Bank.\n- Nadia reports to Zoya.\n- Lucia reports to Priya.\n- Mateo works for Fernhill Foods.\n- Amara reports to Felix.\n- Aisha works for Meridian Bank.\n- Fernhill Foods is headquartered in Leeds.\n- Dmitri works for Fernhill Foods.\n- Cobalt Health was founded in 2011.\n- Meridian Bank was founded in 2000.\n- Felix works for Lattice Analytics.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7140", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6279: employee Tobias B., hired 24 February 2024, separated 25 August 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-6279 under the controlling rules.", "criteria": {"0": "$6,750", "1": "$4,750", "2": "$20,583", "3": "$4,688"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7141", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Vantage Air is headquartered in Lyon.\n- Kenji reports to Priya.\n- Tessa works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Summit Energy was founded in 1977.\n- Vantage Air was founded in 1993.\n- Viktor reports to Deshawn.\n- Priya reports to Leila.\n- Ravi works for Summit Energy.\n- Ingrid works for Vantage Air.\n- Viktor works for Summit Energy.\n- Leila reports to Chiara.\n- Ingrid reports to Ravi.\n- Summit Energy is headquartered in Lyon.\n- Hana works for Vantage Air.\n- Deshawn reports to Tessa.\n- Chiara reports to Mara.\n- Helios Logistics was founded in 1985.\n- Chiara works for Pinnacle Software.\n- Mara works for Summit Energy.\n- Pinnacle Software was founded in 2002.\n- Tessa reports to Ingrid.\n- Tobias works for Helios Logistics.\n- Ravi reports to Kenji.\n- Leila works for Summit Energy.\n- Mara reports to Hana.\n- Helios Logistics is headquartered in Halifax.\n- Priya works for Helios Logistics.\n- Tobias reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1982.\n- Yuki reports to Hana.\n- Cobalt Health is headquartered in Leeds.\n- Zoya works for Cedar Retail Group.\n- Amara reports to Omar.\n- Cedar Retail Group is headquartered in Turku.\n- Omar works for Summit Energy.\n- Jonas works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Cobalt Health was founded in 1976.\n- Atlas Freight was founded in 1993.\n- Summit Energy is headquartered in Brno.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Amara works for Cobalt Health.\n- Jonas reports to Tessa.\n- Ingrid reports to Jonas.\n- Tessa reports to Zoya.\n- Atlas Freight is headquartered in Leeds.\n- Yuki works for Cedar Retail Group.\n- Omar reports to Yuki.\n- Zoya reports to Amara.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7144", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Elena.\n- Leila works for Northwind Systems.\n- Ingrid works for Atlas Freight.\n- Yuki reports to Sanne.\n- Leila reports to Callum.\n- Northwind Systems is headquartered in Halifax.\n- Callum reports to Ingrid.\n- Northwind Systems was founded in 1996.\n- Ingrid reports to Yuki.\n- Elena works for Pinnacle Software.\n- Meridian Bank is headquartered in Leeds.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 1979.\n- Mara works for Meridian Bank.\n- Pinnacle Software is headquartered in Basel.\n- Yuki works for Northwind Systems.\n- Atlas Freight was founded in 2006.\n- Atlas Freight is headquartered in Halifax.\n- Callum works for Northwind Systems.\n- Meridian Bank was founded in 1981.\n- Kenji reports to Mara.\n- Elena reports to Kenji.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7146", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7916: employee Jonas S., hired 08 June 2023, separated 14 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7916?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7147", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5020: employee Nadia S., hired 18 July 2023, separated 05 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5020?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7148", "family": "intent_v3", "state": "Incoming support message:\n\"Order 85942 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7149", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9352: employee Sanne K., hired 27 August 2021, separated 10 September 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-9352 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$4,500", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Ravi works for Cedar Retail Group.\n- Chiara works for Helios Logistics.\n- Anders reports to Chiara.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Helios Logistics is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1986.\n- Deshawn reports to Anders.\n- Emeka reports to Deshawn.\n- Jonas works for Ironwood Manufacturing.\n- Priya reports to Ravi.\n- Elena reports to Emeka.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ravi reports to Elena.\n- Cobalt Health is headquartered in Turku.\n- Jonas reports to Priya.\n- Cobalt Health was founded in 2007.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics was founded in 2011.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Omar reports to Pablo.\n- Summit Energy was founded in 2002.\n- Omar works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Deshawn works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Lucia works for Summit Energy.\n- Yuki reports to Stefan.\n- Pablo reports to Yuki.\n- Dmitri reports to Lucia.\n- Helios Logistics was founded in 2003.\n- Deshawn reports to Omar.\n- Lattice Analytics was founded in 1988.\n- Beacon Insurance was founded in 1978.\n- Beacon Insurance is headquartered in Oslo.\n- Stefan reports to Bruno.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia reports to Deshawn.\n- Summit Energy is headquartered in Leeds.\n- Dmitri works for Helios Logistics.\n- Stefan works for Summit Energy.\n- Lattice Analytics is headquartered in Oslo.\n- Bruno reports to Chiara.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7152", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 January 2023): For employees hired on or after 29 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9065: employee Ravi B., hired 19 February 2020, separated 12 April 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-9065 under the controlling rules.", "criteria": {"0": "$10,762", "1": "$46,258", "2": "$8,675", "3": "$10,675"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Bluepine Aviation was founded in 1987.\n- Yuki reports to Sanne.\n- Nadia reports to Kenji.\n- Crescent Telecom was founded in 1980.\n- Anders reports to Nadia.\n- Omar reports to Tessa.\n- Yuki works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Fernhill Foods is headquartered in Austin.\n- Beacon Insurance was founded in 1986.\n- Omar works for Fernhill Foods.\n- Sanne reports to Anders.\n- Nadia works for Fernhill Foods.\n- Tessa reports to Bruno.\n- Bruno reports to Yuki.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Fernhill Foods was founded in 1997.\n- Bruno works for Fernhill Foods.\n- Kenji works for Crescent Telecom.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7154", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7155", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6719: employee Sanne S., hired 01 April 2021, separated 02 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-6719 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,885", "2": "$9,606", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7156", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7157", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7812: employee Nadia M., hired 14 June 2022, separated 26 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-7812?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1999.\n- Zoya reports to Emeka.\n- Cobalt Health is headquartered in Valencia.\n- Felix reports to Zoya.\n- Mara works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Hana works for Fernhill Foods.\n- Wren reports to Sofia.\n- Omar works for Fernhill Foods.\n- Meridian Bank was founded in 1990.\n- Sofia reports to Dmitri.\n- Emeka reports to Leila.\n- Yuki works for Cobalt Health.\n- Hana reports to Wren.\n- Yuki reports to Felix.\n- Omar reports to Mara.\n- Felix works for Meridian Bank.\n- Fernhill Foods was founded in 2006.\n- Zoya works for Cedar Retail Group.\n- Leila reports to Deshawn.\n- Cobalt Health was founded in 2015.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Meridian Bank is headquartered in Dunedin.\n- Mara reports to Yuki.\n- Wren works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Leila works for Meridian Bank.\n- Deshawn reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7159", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7160", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 39697, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7161", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 59667 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7162", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7163", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7180: employee Leila R., hired 16 January 2022, separated 14 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7180?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7164", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 5311 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7165", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 26338 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7166", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7167", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7168", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 January 2026): For employees hired on or after 09 January 2026, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6196: employee Kenji B., hired 14 June 2023, separated 15 August 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6196?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7169", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4566: employee Aisha R., hired 12 September 2023, separated 19 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4566?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7170", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 January 2025): For employees hired on or after 29 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5411: employee Viktor T., hired 06 August 2022, separated 12 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5411?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7171", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7172", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7173", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7174", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1707: employee Mateo K., hired 06 June 2024, separated 11 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1707?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7175", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3066: employee Leila R., hired 18 September 2022, separated 17 June 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-3066 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$1,500", "3": "$1,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7176", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Fernhill Foods is headquartered in Valencia.\n- Meridian Bank is headquartered in Tampere.\n- Zoya reports to Priya.\n- Ironwood Manufacturing was founded in 2009.\n- Mara reports to Zoya.\n- Chiara works for Ironwood Manufacturing.\n- Emeka works for Meridian Bank.\n- Sofia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Tampere.\n- Meridian Bank was founded in 1993.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1981.\n- Elena reports to Sofia.\n- Viktor reports to Callum.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Callum reports to Emeka.\n- Elena works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Zoya works for Ironwood Manufacturing.\n- Emeka reports to Kenji.\n- Summit Energy was founded in 1976.\n- Kenji reports to Elena.\n- Priya reports to Viktor.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7178", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7179", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 94179 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7180", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7181", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8186: employee Hana T., hired 14 May 2020, separated 29 February 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8186?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7182", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7183", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6548: employee Chiara K., hired 14 September 2020, separated 09 June 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-6548 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$58,933", "2": "$13,600", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7184", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4478: employee Zoya T., hired 09 December 2022, separated 09 January 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4478?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Pinnacle Software was founded in 2004.\n- Sofia reports to Ingrid.\n- Lattice Analytics is headquartered in Malmo.\n- Fernhill Foods was founded in 2007.\n- Kenji reports to Stefan.\n- Cobalt Health was founded in 2015.\n- Deshawn works for Pinnacle Software.\n- Stefan works for Lattice Analytics.\n- Cobalt Health is headquartered in Austin.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics was founded in 2004.\n- Priya works for Cobalt Health.\n- Ingrid works for Lattice Analytics.\n- Leila reports to Deshawn.\n- Wren works for Lattice Analytics.\n- Bruno reports to Priya.\n- Pinnacle Software is headquartered in Austin.\n- Priya reports to Leila.\n- Fernhill Foods is headquartered in Austin.\n- Wren reports to Sofia.\n- Deshawn reports to Tobias.\n- Tobias reports to Kenji.\n- Sofia works for Fernhill Foods.\n- Stefan reports to Wren.\n- Bruno works for Fernhill Foods.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7186", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1402: employee Sanne S., hired 18 April 2022, separated 30 July 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-1402 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$30,333", "2": "$5,775", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7187", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7188", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7189", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7190", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7191", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6550: employee Sofia B., hired 02 November 2022, separated 22 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6550?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7192", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 63140, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7193", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Priya reports to Mateo.\n- Mateo reports to Felix.\n- Northwind Systems was founded in 2007.\n- Sanne works for Lattice Analytics.\n- Meridian Bank is headquartered in Austin.\n- Northwind Systems is headquartered in Austin.\n- Felix works for Fernhill Foods.\n- Lattice Analytics was founded in 2002.\n- Priya works for Northwind Systems.\n- Meridian Bank was founded in 2003.\n- Felix reports to Sanne.\n- Mei works for Meridian Bank.\n- Lattice Analytics is headquartered in Nagoya.\n- Yuki works for Meridian Bank.\n- Mei reports to Priya.\n- Mateo works for Northwind Systems.\n- Fernhill Foods is headquartered in Nagoya.\n- Fernhill Foods was founded in 1986.\n- Pablo works for Fernhill Foods.\n- Nadia reports to Mei.\n- Pablo reports to Nadia.\n- Yuki reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2010", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7195", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7196", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9412: employee Nadia K., hired 11 November 2023, separated 11 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9412?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Callum works for Vantage Air.\n- Sofia works for Lattice Analytics.\n- Felix reports to Ravi.\n- Bruno reports to Viktor.\n- Lattice Analytics is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1999.\n- Bruno works for Summit Energy.\n- Wren reports to Jonas.\n- Vantage Air was founded in 1977.\n- Wren works for Summit Energy.\n- Jonas reports to Omar.\n- Callum reports to Felix.\n- Ravi reports to Bruno.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia reports to Ingrid.\n- Summit Energy is headquartered in Brno.\n- Jonas works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Viktor works for Lattice Analytics.\n- Vantage Air is headquartered in Nagoya.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Ingrid reports to Wren.\n- Omar reports to Callum.\n- Felix works for Vantage Air.\n- Summit Energy was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7198", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 10257, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7199", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1283: employee Pablo A., hired 14 January 2021, separated 09 November 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-1283 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$6,462", "2": "$9,231", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7200", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7201", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7202", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6572: employee Mateo K., hired 20 February 2023, separated 30 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6572?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7203", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4559: employee Pablo K., hired 29 September 2019, separated 15 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4559?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7204", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 38813\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7205", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6453: employee Priya T., hired 25 October 2022, separated 05 August 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6453?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7206", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9794: employee Tessa K., hired 07 April 2023, separated 30 September 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9794?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7207", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7675: employee Jonas A., hired 09 June 2022, separated 28 August 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7675?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7208", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7209", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Sofia.\n- Mateo works for Cobalt Health.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Kenji reports to Callum.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Cork.\n- Mateo reports to Bruno.\n- Bluepine Aviation was founded in 1988.\n- Mei works for Cobalt Health.\n- Yuki reports to Amara.\n- Kenji works for Vantage Air.\n- Nadia works for Cobalt Health.\n- Mei reports to Wren.\n- Nadia reports to Kenji.\n- Sofia works for Vantage Air.\n- Wren reports to Yuki.\n- Viktor reports to Nadia.\n- Amara works for Vantage Air.\n- Helios Logistics is headquartered in Malmo.\n- Amara reports to Viktor.\n- Cobalt Health was founded in 1987.\n- Viktor works for Bluepine Aviation.\n- Bruno reports to Mei.\n- Sofia reports to Mateo.\n- Callum works for Cobalt Health.\n- Helios Logistics was founded in 1988.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Crescent Telecom.\n- Sanne works for Pinnacle Software.\n- Chiara reports to Felix.\n- Emeka reports to Zoya.\n- Crescent Telecom was founded in 1995.\n- Sanne reports to Mei.\n- Ravi works for Helios Logistics.\n- Priya reports to Elena.\n- Chiara works for Crescent Telecom.\n- Helios Logistics was founded in 2003.\n- Jonas reports to Emeka.\n- Zoya works for Pinnacle Software.\n- Mei reports to Ravi.\n- Pinnacle Software is headquartered in Leeds.\n- Helios Logistics is headquartered in Leeds.\n- Elena works for Pinnacle Software.\n- Zoya reports to Priya.\n- Bluepine Aviation was founded in 2001.\n- Mei works for Crescent Telecom.\n- Anders reports to Jonas.\n- Crescent Telecom is headquartered in Brno.\n- Jonas works for Crescent Telecom.\n- Ravi reports to Chiara.\n- Emeka works for Bluepine Aviation.\n- Felix reports to Aisha.\n- Aisha reports to Anders.\n- Bluepine Aviation is headquartered in Brno.\n- Pinnacle Software was founded in 2008.\n- Anders works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7212", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 October 2025): For employees hired on or after 13 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8675: employee Tessa B., hired 31 July 2024, separated 21 January 2027 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8675?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7213", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 08 August 2022): For employees hired on or after 08 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2666: employee Viktor M., hired 13 March 2022, separated 17 December 2022 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2666?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7214", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7012: employee Chiara M., hired 05 November 2022, separated 27 September 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7012?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7215", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7216", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1183: employee Sofia K., hired 29 May 2020, separated 03 August 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1183?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7217", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mei.\n- Mateo works for Northwind Systems.\n- Leila reports to Sanne.\n- Tobias reports to Tessa.\n- Anders reports to Leila.\n- Mei works for Northwind Systems.\n- Summit Energy is headquartered in Tampere.\n- Mateo reports to Anders.\n- Helios Logistics was founded in 1989.\n- Northwind Systems was founded in 1982.\n- Tobias works for Summit Energy.\n- Sanne works for Helios Logistics.\n- Sanne reports to Tobias.\n- Tessa works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Summit Energy was founded in 1988.\n- Jonas reports to Mateo.\n- Leila works for Northwind Systems.\n- Pinnacle Software was founded in 2011.\n- Anders works for Summit Energy.\n- Northwind Systems is headquartered in Tampere.\n- Helios Logistics is headquartered in Austin.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7219", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1302: employee Ingrid M., hired 11 April 2022, separated 05 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1302?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1990.\n- Bruno reports to Lucia.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2003.\n- Bruno works for Helios Logistics.\n- Leila reports to Tobias.\n- Mara works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2009.\n- Felix works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Tampere.\n- Mara reports to Zoya.\n- Helios Logistics was founded in 1984.\n- Zoya works for Cedar Retail Group.\n- Leila works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Nagoya.\n- Tobias works for Cedar Retail Group.\n- Lucia reports to Ingrid.\n- Tobias reports to Felix.\n- Zoya reports to Callum.\n- Pablo reports to Mara.\n- Ingrid works for Helios Logistics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Felix reports to Bruno.\n- Callum reports to Leila.\n- Ironwood Manufacturing is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2006", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7221", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7222", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 90640 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Exchange Item — wants a different size/color/variant", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7223", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1680: employee Yuki B., hired 08 March 2022, separated 04 September 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1680?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7224", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7225", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7226", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7227", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6424: employee Felix M., hired 17 April 2022, separated 08 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6424?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Ravi reports to Zoya.\n- Lattice Analytics was founded in 2000.\n- Zoya works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1994.\n- Emeka reports to Sofia.\n- Ingrid reports to Mateo.\n- Ravi works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mateo works for Bluepine Aviation.\n- Stefan works for Fernhill Foods.\n- Anders works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Zoya reports to Sanne.\n- Dmitri reports to Ravi.\n- Mei works for Lattice Analytics.\n- Dmitri works for Bluepine Aviation.\n- Anders reports to Stefan.\n- Sofia works for Ironwood Manufacturing.\n- Sanne reports to Ingrid.\n- Bluepine Aviation is headquartered in Turku.\n- Fernhill Foods was founded in 1977.\n- Mei reports to Deshawn.\n- Mateo reports to Mei.\n- Bluepine Aviation was founded in 1976.\n- Deshawn reports to Anders.\n- Fernhill Foods is headquartered in Leeds.\n- Sofia reports to Dmitri.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7229", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_timer", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Helios Logistics is headquartered in Cork.\n- Fernhill Foods was founded in 1978.\n- Beacon Insurance is headquartered in Cork.\n- Vantage Air was founded in 2014.\n- Jonas works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Vantage Air is headquartered in Cork.\n- Leila reports to Sofia.\n- Nadia works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Beacon Insurance was founded in 2003.\n- Nadia reports to Dmitri.\n- Tessa reports to Leila.\n- Tessa works for Vantage Air.\n- Mara reports to Jonas.\n- Elena reports to Tessa.\n- Sofia works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Helios Logistics was founded in 1986.\n- Leila works for Vantage Air.\n- Dmitri works for Beacon Insurance.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Leila reports to Mara.\n- Priya reports to Wren.\n- Mateo works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Wren reports to Sanne.\n- Ravi works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Wren works for Beacon Insurance.\n- Yuki reports to Priya.\n- Sanne reports to Mateo.\n- Mara reports to Ravi.\n- Beacon Insurance was founded in 1995.\n- Leila works for Pinnacle Software.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Lattice Analytics was founded in 2014.\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software is headquartered in Lyon.\n- Atlas Freight was founded in 1976.\n- Pinnacle Software was founded in 1977.\n- Mateo reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Amara works for Cobalt Health.\n- Emeka reports to Omar.\n- Emeka works for Ironwood Manufacturing.\n- Stefan reports to Emeka.\n- Beacon Insurance was founded in 2001.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Amara reports to Dmitri.\n- Pablo reports to Stefan.\n- Cobalt Health is headquartered in Oslo.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 1982.\n- Omar works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1979.\n- Omar reports to Amara.\n- Dmitri reports to Jonas.\n- Jonas reports to Mateo.\n- Crescent Telecom was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7233", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7234", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4702: employee Stefan S., hired 14 December 2022, separated 28 November 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-4702 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$21,667", "2": "$5,000", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7235", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7236", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1722: employee Wren S., hired 07 December 2021, separated 05 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1722?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1722 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7237", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7238", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7239", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3286: employee Jonas B., hired 09 September 2021, separated 18 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3286?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7240", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2288: employee Hana T., hired 21 July 2021, separated 25 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2288?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7241", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account", "4": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7242", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7243", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7244", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6696: employee Omar S., hired 31 July 2020, separated 26 November 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-6696 under the controlling rules.", "criteria": {"0": "$46,800", "1": "$10,800", "2": "$10,750", "3": "$11,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7245", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2156: employee Nadia A., hired 14 August 2022, separated 26 August 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2156?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7246", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Viktor.\n- Mara works for Northwind Systems.\n- Viktor reports to Felix.\n- Mara reports to Stefan.\n- Felix reports to Sanne.\n- Viktor works for Meridian Bank.\n- Cedar Retail Group was founded in 1996.\n- Tobias works for Lattice Analytics.\n- Northwind Systems was founded in 1985.\n- Lattice Analytics is headquartered in Halifax.\n- Stefan works for Lattice Analytics.\n- Sanne works for Northwind Systems.\n- Chiara works for Cedar Retail Group.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Lucia.\n- Elena works for Lattice Analytics.\n- Elena reports to Nadia.\n- Felix works for Cedar Retail Group.\n- Meridian Bank was founded in 2001.\n- Northwind Systems is headquartered in Tampere.\n- Meridian Bank is headquartered in Tampere.\n- Sanne reports to Chiara.\n- Lattice Analytics was founded in 1985.\n- Lucia works for Meridian Bank.\n- Chiara reports to Mara.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7248", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 September 2025): For employees hired on or after 26 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3916: employee Stefan A., hired 19 September 2023, separated 22 October 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3916?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7249", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 2006.\n- Emeka works for Meridian Bank.\n- Atlas Freight was founded in 1976.\n- Cedar Retail Group was founded in 1989.\n- Mateo reports to Emeka.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Amara reports to Mateo.\n- Meridian Bank is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Lucia reports to Ingrid.\n- Emeka reports to Yuki.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Hana.\n- Hana works for Beacon Insurance.\n- Ingrid reports to Amara.\n- Mateo works for Meridian Bank.\n- Atlas Freight is headquartered in Adelaide.\n- Amara works for Meridian Bank.\n- Yuki works for Atlas Freight.\n- Hana reports to Lucia.\n- Ingrid works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7251", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7252", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9019: employee Wren B., hired 18 October 2020, separated 03 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9019?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7253", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1980.\n- Tessa reports to Dmitri.\n- Felix works for Cobalt Health.\n- Mateo reports to Jonas.\n- Mateo works for Bluepine Aviation.\n- Felix reports to Kenji.\n- Zoya reports to Mateo.\n- Dmitri works for Fernhill Foods.\n- Tessa works for Bluepine Aviation.\n- Lattice Analytics was founded in 2003.\n- Dmitri reports to Felix.\n- Jonas reports to Stefan.\n- Kenji reports to Elena.\n- Fernhill Foods was founded in 1977.\n- Stefan works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Cork.\n- Kenji works for Bluepine Aviation.\n- Elena reports to Yuki.\n- Yuki works for Cobalt Health.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.\n- Elena works for Cobalt Health.\n- Yuki reports to Zoya.\n- Fernhill Foods is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7255", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Felix works for Vantage Air.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Adelaide.\n- Fernhill Foods was founded in 1983.\n- Vantage Air is headquartered in Adelaide.\n- Felix reports to Mei.\n- Dmitri reports to Sofia.\n- Anders works for Vantage Air.\n- Sofia reports to Mara.\n- Mara reports to Jonas.\n- Mei works for Summit Energy.\n- Mara works for Vantage Air.\n- Jonas reports to Felix.\n- Beacon Insurance is headquartered in Tampere.\n- Fernhill Foods is headquartered in Tampere.\n- Beacon Insurance was founded in 1993.\n- Vantage Air was founded in 1978.\n- Priya works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Priya reports to Anders.\n- Anders reports to Dmitri.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7257", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7258", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7259", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7260", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Anders works for Atlas Freight.\n- Deshawn works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Austin.\n- Dmitri reports to Aisha.\n- Bruno reports to Anders.\n- Jonas works for Crescent Telecom.\n- Fernhill Foods is headquartered in Austin.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Crescent Telecom was founded in 1975.\n- Aisha reports to Sanne.\n- Aisha works for Cedar Retail Group.\n- Anders reports to Emeka.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1995.\n- Jonas reports to Callum.\n- Callum reports to Dmitri.\n- Felix works for Atlas Freight.\n- Emeka reports to Jonas.\n- Deshawn reports to Bruno.\n- Callum works for Cedar Retail Group.\n- Bruno works for Crescent Telecom.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Crescent Telecom is headquartered in Austin.\n- Cedar Retail Group was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Amara.\n- Beacon Insurance was founded in 2001.\n- Beacon Insurance is headquartered in Cork.\n- Aisha works for Meridian Bank.\n- Northwind Systems was founded in 2014.\n- Amara reports to Ravi.\n- Northwind Systems is headquartered in Halifax.\n- Jonas works for Northwind Systems.\n- Felix works for Beacon Insurance.\n- Amara works for Meridian Bank.\n- Lucia reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Emeka works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Anders works for Beacon Insurance.\n- Pinnacle Software is headquartered in Dunedin.\n- Priya reports to Jonas.\n- Pinnacle Software was founded in 2006.\n- Lucia works for Pinnacle Software.\n- Meridian Bank was founded in 2004.\n- Anders reports to Emeka.\n- Chiara reports to Stefan.\n- Stefan reports to Lucia.\n- Ravi reports to Priya.\n- Emeka reports to Chiara.\n- Ravi works for Meridian Bank.\n- Felix reports to Aisha.\n- Meridian Bank is headquartered in Turku.\n- Aisha reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2011.\n- Wren works for Meridian Bank.\n- Callum reports to Pablo.\n- Ingrid reports to Amara.\n- Northwind Systems is headquartered in Porto.\n- Meridian Bank was founded in 1991.\n- Tessa works for Lattice Analytics.\n- Amara reports to Callum.\n- Callum works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Lucia reports to Dmitri.\n- Crescent Telecom was founded in 2009.\n- Pablo works for Meridian Bank.\n- Wren reports to Kenji.\n- Lucia works for Lattice Analytics.\n- Kenji reports to Lucia.\n- Pablo reports to Elena.\n- Lattice Analytics is headquartered in Bergen.\n- Elena works for Meridian Bank.\n- Tessa reports to Wren.\n- Amara works for Meridian Bank.\n- Lattice Analytics was founded in 1995.\n- Kenji works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Ingrid.\n- Meridian Bank is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7264", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 21109, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7265", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7266", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3592: employee Sofia R., hired 19 November 2020, separated 17 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3592?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7267", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7268", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 77700 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7269", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2871: employee Priya R., hired 07 May 2022, separated 30 August 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-2871 under the controlling rules.", "criteria": {"0": "$10,150", "1": "$43,983", "2": "$10,062", "3": "$10,650"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7270", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2809: employee Mara K., hired 12 August 2019, separated 23 February 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-2809 under the controlling rules.", "criteria": {"0": "$126,000", "1": "$29,207", "2": "$29,577", "3": "$29,077"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7271", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8160: employee Nadia S., hired 07 March 2024, separated 30 July 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2025-8160 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$7,500", "2": "$3,675", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7272", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3382: employee Omar T., hired 14 January 2024, separated 04 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3382?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7273", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3032: employee Mateo M., hired 09 December 2021, separated 05 November 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3032?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7274", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Felix works for Ironwood Manufacturing.\n- Stefan reports to Pablo.\n- Lucia works for Helios Logistics.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 1985.\n- Tobias reports to Leila.\n- Omar reports to Ingrid.\n- Callum reports to Kenji.\n- Felix reports to Omar.\n- Kenji works for Helios Logistics.\n- Pablo reports to Lucia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Ironwood Manufacturing was founded in 1989.\n- Lucia reports to Yuki.\n- Leila reports to Chiara.\n- Helios Logistics was founded in 1992.\n- Cobalt Health was founded in 2010.\n- Chiara works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Brno.\n- Chiara reports to Stefan.\n- Pablo works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Ingrid reports to Callum.\n- Kenji reports to Tobias.\n- Omar works for Summit Energy.\n- Leila works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7276", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 95195\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Hana.\n- Beacon Insurance was founded in 2004.\n- Hana works for Helios Logistics.\n- Aisha reports to Emeka.\n- Mara works for Helios Logistics.\n- Mara reports to Ingrid.\n- Summit Energy was founded in 2001.\n- Aisha works for Summit Energy.\n- Helios Logistics was founded in 1991.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Felix.\n- Helios Logistics is headquartered in Austin.\n- Emeka works for Summit Energy.\n- Ingrid works for Beacon Insurance.\n- Emeka reports to Zoya.\n- Cobalt Health was founded in 1983.\n- Hana reports to Mara.\n- Beacon Insurance is headquartered in Cork.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Felix works for Helios Logistics.\n- Cobalt Health is headquartered in Malmo.\n- Ingrid reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7278", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7279", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8694: employee Omar A., hired 30 October 2021, separated 14 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8694?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Yuki works for Vantage Air.\n- Atlas Freight is headquartered in Porto.\n- Yuki reports to Mara.\n- Beacon Insurance is headquartered in Leeds.\n- Lattice Analytics was founded in 1994.\n- Beacon Insurance was founded in 2012.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Porto.\n- Elena works for Beacon Insurance.\n- Atlas Freight was founded in 1993.\n- Lattice Analytics is headquartered in Porto.\n- Emeka reports to Mateo.\n- Emeka works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Mateo works for Vantage Air.\n- Lucia reports to Nadia.\n- Mara works for Vantage Air.\n- Nadia works for Atlas Freight.\n- Omar reports to Emeka.\n- Mara reports to Lucia.\n- Mateo reports to Elena.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7281", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3504: employee Priya S., hired 13 April 2022, separated 18 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3504?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7282", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7283", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 2, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4366: employee Nadia K., hired 24 September 2022, separated 27 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4366?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7284", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7285", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1739: employee Jonas B., hired 21 December 2020, separated 15 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1739?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7286", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Aisha reports to Yuki.\n- Tessa reports to Jonas.\n- Wren reports to Aisha.\n- Meridian Bank is headquartered in Brno.\n- Mara reports to Emeka.\n- Meridian Bank was founded in 1998.\n- Jonas reports to Mara.\n- Ravi reports to Kenji.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2012.\n- Yuki works for Meridian Bank.\n- Tessa works for Cobalt Health.\n- Emeka reports to Ravi.\n- Wren works for Meridian Bank.\n- Kenji works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Cedar Retail Group was founded in 2010.\n- Cedar Retail Group is headquartered in Brno.\n- Leila works for Meridian Bank.\n- Aisha works for Cedar Retail Group.\n- Ravi works for Meridian Bank.\n- Leila reports to Wren.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2001.\n- Cedar Retail Group was founded in 2003.\n- Helios Logistics is headquartered in Cork.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1994.\n- Amara works for Helios Logistics.\n- Mateo reports to Tessa.\n- Leila works for Northwind Systems.\n- Hana reports to Mateo.\n- Hana works for Cedar Retail Group.\n- Amara reports to Zoya.\n- Tessa works for Helios Logistics.\n- Ravi works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Stefan works for Vantage Air.\n- Zoya reports to Hana.\n- Northwind Systems is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Bergen.\n- Tessa reports to Ravi.\n- Ravi reports to Stefan.\n- Leila reports to Amara.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7289", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7290", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Northwind Systems.\n- Crescent Telecom was founded in 1982.\n- Omar reports to Emeka.\n- Nadia reports to Wren.\n- Emeka works for Crescent Telecom.\n- Omar works for Meridian Bank.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Zoya.\n- Wren reports to Hana.\n- Zoya works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tallinn.\n- Felix works for Bluepine Aviation.\n- Amara reports to Lucia.\n- Bluepine Aviation is headquartered in Dunedin.\n- Northwind Systems was founded in 1998.\n- Lucia reports to Omar.\n- Leila works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Hana reports to Amara.\n- Meridian Bank is headquartered in Nagoya.\n- Wren works for Northwind Systems.\n- Bluepine Aviation was founded in 2006.\n- Nadia works for Crescent Telecom.\n- Zoya reports to Felix.\n- Leila reports to Tessa.\n- Crescent Telecom is headquartered in Tallinn.\n- Tessa works for Bluepine Aviation.\n- Meridian Bank was founded in 1999.\n- Tessa reports to Dmitri.\n- Felix reports to Nadia.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Felix reports to Deshawn.\n- Deshawn reports to Ravi.\n- Aisha reports to Pablo.\n- Felix works for Crescent Telecom.\n- Leila reports to Anders.\n- Mara works for Atlas Freight.\n- Ravi reports to Leila.\n- Aisha works for Crescent Telecom.\n- Mara reports to Aisha.\n- Atlas Freight is headquartered in Leeds.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Anders reports to Mara.\n- Ravi works for Pinnacle Software.\n- Crescent Telecom was founded in 2005.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Anders works for Crescent Telecom.\n- Atlas Freight was founded in 2012.\n- Beacon Insurance was founded in 2013.\n- Pinnacle Software was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7293", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Hana reports to Pablo.\n- Felix reports to Ravi.\n- Amara reports to Callum.\n- Wren works for Atlas Freight.\n- Ravi works for Lattice Analytics.\n- Cobalt Health was founded in 2000.\n- Viktor works for Fernhill Foods.\n- Dmitri reports to Felix.\n- Atlas Freight is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Dmitri works for Cobalt Health.\n- Ravi reports to Yuki.\n- Viktor reports to Dmitri.\n- Callum reports to Viktor.\n- Felix works for Lattice Analytics.\n- Yuki works for Atlas Freight.\n- Mei works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Mei reports to Amara.\n- Pablo works for Atlas Freight.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Wren reports to Hana.\n- Lattice Analytics was founded in 1976.\n- Pablo reports to Mei.\n- Fernhill Foods was founded in 1997.\n- Yuki reports to Tobias.\n- Atlas Freight was founded in 2015.\n- Tobias works for Atlas Freight.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7295", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4920: employee Mara T., hired 12 May 2022, separated 01 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4920?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7296", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Deshawn reports to Lucia.\n- Mateo reports to Dmitri.\n- Deshawn works for Summit Energy.\n- Cedar Retail Group was founded in 1989.\n- Felix reports to Chiara.\n- Felix works for Cedar Retail Group.\n- Mei reports to Deshawn.\n- Chiara reports to Stefan.\n- Dmitri reports to Mei.\n- Crescent Telecom was founded in 1985.\n- Meridian Bank was founded in 1991.\n- Meridian Bank is headquartered in Brno.\n- Chiara works for Crescent Telecom.\n- Dmitri works for Summit Energy.\n- Stefan reports to Mateo.\n- Lucia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Brno.\n- Stefan works for Crescent Telecom.\n- Summit Energy was founded in 1975.\n- Cedar Retail Group is headquartered in Basel.\n- Summit Energy is headquartered in Brno.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Nadia.\n- Wren works for Summit Energy.\n- Ingrid reports to Wren.\n- Stefan works for Summit Energy.\n- Yuki works for Bluepine Aviation.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 1984.\n- Jonas reports to Stefan.\n- Wren reports to Yuki.\n- Jonas works for Helios Logistics.\n- Kenji reports to Tessa.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom is headquartered in Brno.\n- Tessa works for Bluepine Aviation.\n- Chiara reports to Deshawn.\n- Tessa reports to Hana.\n- Chiara works for Helios Logistics.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 2014.\n- Ingrid works for Helios Logistics.\n- Callum reports to Chiara.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Jonas.\n- Deshawn works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Bergen.\n- Hana reports to Ingrid.\n- Stefan reports to Kenji.\n- Crescent Telecom was founded in 1994.\n- Bluepine Aviation was founded in 1991.\n- Hana works for Summit Energy.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7299", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7300", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1978.\n- Zoya works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Deshawn works for Northwind Systems.\n- Tobias reports to Sofia.\n- Northwind Systems was founded in 2011.\n- Sofia works for Northwind Systems.\n- Anders reports to Felix.\n- Deshawn reports to Bruno.\n- Crescent Telecom is headquartered in Valencia.\n- Felix works for Ironwood Manufacturing.\n- Mei works for Northwind Systems.\n- Bruno works for Ironwood Manufacturing.\n- Mei reports to Zoya.\n- Crescent Telecom was founded in 2011.\n- Anders works for Crescent Telecom.\n- Helios Logistics is headquartered in Austin.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Zoya reports to Anders.\n- Sofia reports to Deshawn.\n- Dmitri works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1997.\n- Dmitri reports to Lucia.\n- Lucia reports to Mei.\n- Bruno reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Jonas.\n- Priya works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Priya reports to Omar.\n- Mateo reports to Callum.\n- Stefan works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1994.\n- Ironwood Manufacturing was founded in 2011.\n- Jonas works for Lattice Analytics.\n- Wren reports to Stefan.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lattice Analytics was founded in 2002.\n- Omar works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Wren works for Lattice Analytics.\n- Crescent Telecom is headquartered in Ghent.\n- Emeka reports to Wren.\n- Stefan reports to Priya.\n- Lucia reports to Emeka.\n- Callum works for Ironwood Manufacturing.\n- Jonas reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1994.\n- Emeka works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Meridian Bank was founded in 2005.\n- Leila reports to Tobias.\n- Mateo reports to Zoya.\n- Wren reports to Callum.\n- Zoya works for Bluepine Aviation.\n- Mara reports to Mateo.\n- Meridian Bank is headquartered in Cork.\n- Mara works for Cobalt Health.\n- Leila works for Meridian Bank.\n- Tobias reports to Wren.\n- Sofia works for Bluepine Aviation.\n- Northwind Systems was founded in 1982.\n- Northwind Systems is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias works for Bluepine Aviation.\n- Mateo works for Cobalt Health.\n- Sofia reports to Mara.\n- Zoya reports to Leila.\n- Wren works for Cobalt Health.\n- Bluepine Aviation is headquartered in Cork.\n- Cobalt Health was founded in 2012.\n- Bluepine Aviation was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Leila works for Cedar Retail Group.\n- Sanne reports to Pablo.\n- Priya reports to Ravi.\n- Deshawn reports to Leila.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Mei.\n- Mei works for Cedar Retail Group.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Priya.\n- Cedar Retail Group was founded in 1976.\n- Ironwood Manufacturing was founded in 1985.\n- Stefan reports to Chiara.\n- Crescent Telecom is headquartered in Malmo.\n- Priya works for Ironwood Manufacturing.\n- Pablo reports to Stefan.\n- Ravi reports to Deshawn.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Cork.\n- Mara reports to Jonas.\n- Cobalt Health was founded in 1995.\n- Sanne works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Jonas works for Cedar Retail Group.\n- Crescent Telecom was founded in 1983.\n- Mei reports to Tessa.\n- Cedar Retail Group is headquartered in Valencia.\n- Deshawn works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7305", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 11643, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Mara works for Lattice Analytics.\n- Stefan reports to Pablo.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Callum reports to Deshawn.\n- Ravi works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Felix reports to Mara.\n- Aisha works for Lattice Analytics.\n- Summit Energy was founded in 2015.\n- Helios Logistics is headquartered in Basel.\n- Ravi reports to Stefan.\n- Emeka works for Summit Energy.\n- Felix works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tampere.\n- Helios Logistics was founded in 1976.\n- Wren reports to Emeka.\n- Deshawn reports to Ravi.\n- Summit Energy is headquartered in Ghent.\n- Lattice Analytics was founded in 1977.\n- Pablo reports to Felix.\n- Beacon Insurance is headquartered in Basel.\n- Wren works for Helios Logistics.\n- Aisha reports to Wren.\n- Emeka reports to Nadia.\n- Callum works for Beacon Insurance.\n- Dmitri reports to Callum.\n- Mara reports to Aisha.\n- Deshawn works for Beacon Insurance.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2001", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7307", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 75318\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Tobias reports to Felix.\n- Fernhill Foods is headquartered in Tallinn.\n- Lattice Analytics was founded in 2002.\n- Felix reports to Ravi.\n- Lattice Analytics is headquartered in Austin.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana reports to Tessa.\n- Pablo reports to Lucia.\n- Aisha reports to Omar.\n- Fernhill Foods was founded in 2015.\n- Pablo works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Dmitri reports to Sanne.\n- Bluepine Aviation was founded in 1990.\n- Aisha works for Bluepine Aviation.\n- Ravi reports to Aisha.\n- Hana works for Ironwood Manufacturing.\n- Elena reports to Pablo.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Tobias works for Bluepine Aviation.\n- Sanne reports to Hana.\n- Lucia works for Fernhill Foods.\n- Omar reports to Elena.\n- Tessa works for Ironwood Manufacturing.\n- Omar works for Fernhill Foods.\n- Dmitri works for Ironwood Manufacturing.\n- Lucia reports to Dmitri.\n- Sanne works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7309", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9906: employee Aisha A., hired 23 June 2021, separated 15 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9906?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9906 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7310", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7311", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3842: employee Jonas B., hired 14 December 2020, separated 13 November 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-3842 under the controlling rules.", "criteria": {"0": "$7,250", "1": "$31,200", "2": "$8,200", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7312", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7313", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7314", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7315", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1981: employee Stefan T., hired 19 February 2024, separated 05 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-1981 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$17,333", "2": "$4,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7316", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6974: employee Wren A., hired 24 February 2023, separated 05 December 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6974?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7317", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Beacon Insurance was founded in 2012.\n- Yuki reports to Mara.\n- Yuki works for Cobalt Health.\n- Mei reports to Nadia.\n- Pinnacle Software was founded in 1978.\n- Dmitri reports to Leila.\n- Nadia reports to Emeka.\n- Mara works for Pinnacle Software.\n- Cobalt Health is headquartered in Valencia.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 2011.\n- Beacon Insurance is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Leila works for Pinnacle Software.\n- Leila reports to Pablo.\n- Mara reports to Sofia.\n- Mei works for Ironwood Manufacturing.\n- Dmitri works for Beacon Insurance.\n- Emeka works for Cobalt Health.\n- Sofia reports to Mei.\n- Mateo reports to Yuki.\n- Kenji reports to Mateo.\n- Lucia works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Mateo works for Beacon Insurance.\n- Emeka reports to Dmitri.\n- Lucia reports to Kenji.\n- Ironwood Manufacturing was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7319", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7320", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7321", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "set_timer", "4": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7322", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Amara.\n- Atlas Freight was founded in 2007.\n- Lucia works for Atlas Freight.\n- Amara reports to Mara.\n- Ironwood Manufacturing was founded in 1989.\n- Tessa reports to Kenji.\n- Emeka reports to Hana.\n- Mara reports to Anders.\n- Meridian Bank was founded in 2013.\n- Kenji works for Ironwood Manufacturing.\n- Leila works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Leila reports to Omar.\n- Aisha reports to Emeka.\n- Tessa works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Fernhill Foods was founded in 1988.\n- Amara works for Meridian Bank.\n- Aisha works for Ironwood Manufacturing.\n- Anders reports to Jonas.\n- Mara works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Jonas reports to Tessa.\n- Hana works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Dunedin.\n- Kenji reports to Leila.\n- Atlas Freight is headquartered in Austin.\n- Emeka works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Cork.\n- Hana reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2013", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ravi reports to Callum.\n- Deshawn works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1975.\n- Viktor works for Ironwood Manufacturing.\n- Mei reports to Kenji.\n- Ironwood Manufacturing was founded in 1985.\n- Tessa works for Bluepine Aviation.\n- Deshawn reports to Mei.\n- Wren reports to Omar.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Viktor.\n- Sofia reports to Deshawn.\n- Wren works for Ironwood Manufacturing.\n- Omar reports to Ravi.\n- Callum reports to Mateo.\n- Mateo reports to Sofia.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1979.\n- Kenji works for Ironwood Manufacturing.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Viktor reports to Wren.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki reports to Tessa.\n- Mateo works for Ironwood Manufacturing.\n- Callum works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7325", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 29 September 2024): For employees hired on or after 29 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6122: employee Mei K., hired 06 June 2024, separated 02 December 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-6122 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$1,750", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7326", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6039: employee Mateo R., hired 21 September 2022, separated 22 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6039?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1982.\n- Stefan works for Bluepine Aviation.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Tessa works for Bluepine Aviation.\n- Meridian Bank was founded in 1995.\n- Wren reports to Callum.\n- Nadia reports to Elena.\n- Callum reports to Zoya.\n- Sanne works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Hana reports to Mara.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 2014.\n- Stefan reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Mara works for Beacon Insurance.\n- Ingrid reports to Sanne.\n- Ravi reports to Hana.\n- Elena reports to Tessa.\n- Wren works for Meridian Bank.\n- Zoya reports to Ingrid.\n- Ravi works for Meridian Bank.\n- Sanne reports to Stefan.\n- Elena works for Fernhill Foods.\n- Meridian Bank is headquartered in Adelaide.\n- Mara reports to Wren.\n- Callum works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7328", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9803: employee Tobias A., hired 29 September 2024, separated 25 May 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-9803 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$3,200", "2": "$4,200", "3": "$18,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7329", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7330", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5245: employee Sofia A., hired 05 February 2020, separated 13 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5245?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7331", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 August 2025): For employees hired on or after 02 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6113: employee Kenji K., hired 01 August 2024, separated 24 December 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6113?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7332", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7333", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7444: employee Yuki R., hired 23 October 2021, separated 09 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7444?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7334", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Lucia.\n- Bruno works for Cobalt Health.\n- Viktor works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Leeds.\n- Deshawn reports to Sofia.\n- Priya reports to Mara.\n- Cobalt Health was founded in 1977.\n- Yuki reports to Bruno.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1989.\n- Bluepine Aviation is headquartered in Austin.\n- Deshawn works for Lattice Analytics.\n- Lucia reports to Yuki.\n- Lucia works for Cobalt Health.\n- Yuki works for Bluepine Aviation.\n- Bruno reports to Priya.\n- Mara works for Cobalt Health.\n- Priya works for Bluepine Aviation.\n- Cobalt Health is headquartered in Leeds.\n- Cedar Retail Group was founded in 2001.\n- Lattice Analytics was founded in 2011.\n- Lattice Analytics is headquartered in Leeds.\n- Mara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7336", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7337", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6680: employee Pablo R., hired 22 March 2022, separated 22 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6680?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7338", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Fernhill Foods.\n- Bruno reports to Tobias.\n- Zoya reports to Ravi.\n- Mateo works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Amara.\n- Helios Logistics is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Omar reports to Mateo.\n- Zoya works for Cobalt Health.\n- Amara works for Crescent Telecom.\n- Cobalt Health was founded in 1983.\n- Wren reports to Omar.\n- Kenji reports to Wren.\n- Crescent Telecom was founded in 2002.\n- Amara reports to Bruno.\n- Chiara works for Fernhill Foods.\n- Crescent Telecom is headquartered in Tallinn.\n- Fernhill Foods was founded in 2015.\n- Bruno works for Cobalt Health.\n- Omar works for Crescent Telecom.\n- Chiara reports to Kenji.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi works for Cobalt Health.\n- Helios Logistics was founded in 1990.\n- Wren works for Cobalt Health.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7340", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7873: employee Ingrid B., hired 26 December 2021, separated 05 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7873?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7341", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 October 2022): For employees hired on or after 01 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5552: employee Jonas M., hired 08 July 2022, separated 12 February 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5552?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7342", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7343", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9870: employee Omar R., hired 27 December 2023, separated 30 August 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-9870 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$5,000", "2": "$21,667", "3": "$2,188"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1992.\n- Northwind Systems was founded in 1977.\n- Aisha reports to Tobias.\n- Tessa works for Vantage Air.\n- Wren reports to Aisha.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Wren works for Vantage Air.\n- Nadia reports to Bruno.\n- Tessa reports to Kenji.\n- Bluepine Aviation was founded in 1987.\n- Northwind Systems is headquartered in Lyon.\n- Tobias reports to Sofia.\n- Vantage Air was founded in 1976.\n- Aisha works for Ironwood Manufacturing.\n- Sofia reports to Tessa.\n- Bruno works for Northwind Systems.\n- Bruno reports to Wren.\n- Sofia works for Bluepine Aviation.\n- Kenji works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7345", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7346", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8456: employee Sanne B., hired 04 August 2022, separated 10 August 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8456?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7347", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1977.\n- Mara reports to Sofia.\n- Nadia works for Helios Logistics.\n- Sanne works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1989.\n- Priya works for Cobalt Health.\n- Mara works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1988.\n- Sofia works for Ironwood Manufacturing.\n- Ravi reports to Omar.\n- Helios Logistics is headquartered in Malmo.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Sanne.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Basel.\n- Cobalt Health is headquartered in Basel.\n- Sanne reports to Hana.\n- Deshawn reports to Ravi.\n- Nadia reports to Priya.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sofia reports to Deshawn.\n- Priya reports to Stefan.\n- Ironwood Manufacturing was founded in 1977.\n- Hana works for Lattice Analytics.\n- Hana reports to Nadia.\n- Deshawn works for Helios Logistics.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7349", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7350", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cedar Retail Group.\n- Mara works for Beacon Insurance.\n- Lattice Analytics is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Ravi reports to Lucia.\n- Emeka reports to Amara.\n- Amara reports to Viktor.\n- Cedar Retail Group was founded in 1995.\n- Bruno reports to Mei.\n- Omar reports to Pablo.\n- Mei works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor reports to Kenji.\n- Mei reports to Omar.\n- Crescent Telecom was founded in 1998.\n- Lucia works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Lucia reports to Bruno.\n- Beacon Insurance is headquartered in Basel.\n- Sofia works for Crescent Telecom.\n- Kenji works for Beacon Insurance.\n- Mara reports to Ravi.\n- Lattice Analytics was founded in 2008.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance was founded in 1976.\n- Ravi works for Lattice Analytics.\n- Pablo reports to Sofia.\n- Pablo works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Kenji reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7352", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1893: employee Jonas M., hired 14 June 2023, separated 02 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1893?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Viktor reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa reports to Anders.\n- Felix reports to Yuki.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 1998.\n- Felix works for Ironwood Manufacturing.\n- Anders reports to Amara.\n- Tessa works for Ironwood Manufacturing.\n- Kenji reports to Tessa.\n- Yuki reports to Omar.\n- Yuki works for Summit Energy.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy was founded in 2015.\n- Zoya reports to Viktor.\n- Omar reports to Kenji.\n- Summit Energy is headquartered in Brno.\n- Emeka reports to Zoya.\n- Zoya works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Leeds.\n- Wren works for Northwind Systems.\n- Helios Logistics was founded in 1992.\n- Anders works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Oslo.\n- Chiara reports to Emeka.\n- Ironwood Manufacturing was founded in 2007.\n- Amara reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Chiara.\n- Mateo reports to Ravi.\n- Cedar Retail Group was founded in 1992.\n- Beacon Insurance is headquartered in Tampere.\n- Fernhill Foods was founded in 2014.\n- Tobias works for Fernhill Foods.\n- Yuki reports to Priya.\n- Atlas Freight was founded in 2003.\n- Ravi reports to Sofia.\n- Priya reports to Lucia.\n- Tobias reports to Yuki.\n- Chiara reports to Deshawn.\n- Yuki works for Beacon Insurance.\n- Sofia works for Atlas Freight.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Ravi works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Beacon Insurance was founded in 1986.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Priya works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Deshawn works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Deshawn reports to Kenji.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2012", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7355", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "control_lights", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7356", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7357", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1993.\n- Mara works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Malmo.\n- Jonas reports to Anders.\n- Anders works for Atlas Freight.\n- Priya reports to Deshawn.\n- Amara works for Atlas Freight.\n- Northwind Systems is headquartered in Valencia.\n- Nadia works for Atlas Freight.\n- Anders reports to Priya.\n- Beacon Insurance was founded in 1987.\n- Beacon Insurance is headquartered in Malmo.\n- Priya works for Northwind Systems.\n- Atlas Freight is headquartered in Malmo.\n- Deshawn reports to Tessa.\n- Tessa reports to Nadia.\n- Northwind Systems was founded in 2015.\n- Amara reports to Hana.\n- Cedar Retail Group was founded in 1981.\n- Tessa works for Beacon Insurance.\n- Deshawn works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Mara reports to Omar.\n- Nadia reports to Mara.\n- Hana works for Atlas Freight.\n- Omar reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Pablo works for Northwind Systems.\n- Mei works for Bluepine Aviation.\n- Zoya reports to Anders.\n- Chiara reports to Felix.\n- Wren works for Pinnacle Software.\n- Bruno works for Northwind Systems.\n- Omar works for Atlas Freight.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1981.\n- Pablo reports to Omar.\n- Pinnacle Software was founded in 1981.\n- Northwind Systems was founded in 1997.\n- Pinnacle Software is headquartered in Tallinn.\n- Anders reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 1997.\n- Atlas Freight is headquartered in Tallinn.\n- Chiara works for Atlas Freight.\n- Kenji works for Northwind Systems.\n- Zoya works for Atlas Freight.\n- Bruno reports to Emeka.\n- Omar reports to Zoya.\n- Felix reports to Mei.\n- Northwind Systems is headquartered in Tallinn.\n- Wren reports to Bruno.\n- Dmitri reports to Kenji.\n- Anders works for Atlas Freight.\n- Kenji reports to Chiara.\n- Felix works for Atlas Freight.\n- Emeka reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7360", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4805: employee Viktor S., hired 10 June 2023, separated 21 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4805?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7361", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "send_message", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7362", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7363", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7364", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7366", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7367", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4213: employee Leila S., hired 25 February 2024, separated 21 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4213?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7368", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3367: employee Bruno K., hired 31 March 2024, separated 21 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-3367 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,050", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7369", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8621: employee Sofia R., hired 28 August 2023, separated 16 November 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8621?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7370", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6860: employee Felix B., hired 05 February 2021, separated 14 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-6860 under the controlling rules.", "criteria": {"0": "$25,312", "1": "$110,250", "2": "$25,442", "3": "$23,442"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7371", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6097: employee Tobias B., hired 29 August 2024, separated 21 April 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-6097 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$4,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7372", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7373", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6958: employee Leila T., hired 08 February 2024, separated 30 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6958?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7374", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4686: employee Dmitri S., hired 02 July 2021, separated 21 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4686?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7375", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2252: employee Viktor R., hired 14 June 2022, separated 20 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2252?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Leila reports to Mei.\n- Yuki works for Helios Logistics.\n- Mei reports to Hana.\n- Stefan reports to Leila.\n- Callum works for Helios Logistics.\n- Lattice Analytics was founded in 1975.\n- Helios Logistics is headquartered in Leeds.\n- Pinnacle Software is headquartered in Halifax.\n- Mei works for Pinnacle Software.\n- Cobalt Health was founded in 1993.\n- Helios Logistics was founded in 1976.\n- Anders works for Lattice Analytics.\n- Cobalt Health is headquartered in Leeds.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia reports to Stefan.\n- Emeka works for Cobalt Health.\n- Stefan works for Helios Logistics.\n- Deshawn works for Pinnacle Software.\n- Yuki reports to Deshawn.\n- Pinnacle Software was founded in 2003.\n- Anders reports to Emeka.\n- Leila works for Pinnacle Software.\n- Callum reports to Dmitri.\n- Wren reports to Lucia.\n- Dmitri reports to Yuki.\n- Wren works for Cobalt Health.\n- Dmitri works for Pinnacle Software.\n- Emeka reports to Wren.\n- Hana works for Pinnacle Software.\n- Deshawn reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7377", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2003.\n- Kenji reports to Bruno.\n- Ingrid works for Beacon Insurance.\n- Aisha reports to Chiara.\n- Bruno reports to Aisha.\n- Fernhill Foods was founded in 1995.\n- Nadia works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Chiara reports to Stefan.\n- Summit Energy is headquartered in Turku.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 2009.\n- Omar reports to Nadia.\n- Omar works for Summit Energy.\n- Bruno works for Cobalt Health.\n- Ingrid reports to Kenji.\n- Summit Energy was founded in 2013.\n- Kenji works for Beacon Insurance.\n- Nadia reports to Ingrid.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Aisha works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7379", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7380", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7381", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1810: employee Deshawn T., hired 11 December 2020, separated 02 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1810?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7383", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7384", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7752: employee Hana R., hired 23 October 2023, separated 05 February 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-7752 under the controlling rules.", "criteria": {"0": "$750", "1": "$2,500", "2": "$3,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7385", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1916: employee Omar R., hired 01 August 2022, separated 17 February 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1916?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7386", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2447: employee Wren T., hired 04 October 2019, separated 19 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2447?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7387", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6956: employee Omar M., hired 04 December 2023, separated 04 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6956?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7388", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2248: employee Anders R., hired 10 November 2023, separated 10 July 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2248?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7389", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Nadia.\n- Hana reports to Omar.\n- Lattice Analytics is headquartered in Nagoya.\n- Cobalt Health was founded in 1978.\n- Jonas reports to Ingrid.\n- Northwind Systems is headquartered in Leeds.\n- Hana works for Bluepine Aviation.\n- Zoya reports to Amara.\n- Nadia reports to Mei.\n- Amara reports to Jonas.\n- Omar works for Cobalt Health.\n- Bluepine Aviation was founded in 1991.\n- Nadia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Austin.\n- Zoya works for Cobalt Health.\n- Amara works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Halifax.\n- Jonas works for Cobalt Health.\n- Mei works for Lattice Analytics.\n- Northwind Systems was founded in 1979.\n- Ingrid reports to Hana.\n- Lattice Analytics was founded in 2009.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7391", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7392", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7393", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "request_leave", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Leila.\n- Emeka works for Vantage Air.\n- Emeka reports to Priya.\n- Deshawn reports to Yuki.\n- Yuki reports to Viktor.\n- Tessa works for Meridian Bank.\n- Vantage Air was founded in 2014.\n- Mei works for Cedar Retail Group.\n- Helios Logistics is headquartered in Austin.\n- Tessa reports to Mei.\n- Mei reports to Zoya.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 2005.\n- Meridian Bank was founded in 1997.\n- Zoya works for Helios Logistics.\n- Callum works for Vantage Air.\n- Amara works for Vantage Air.\n- Priya works for Helios Logistics.\n- Viktor reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Yuki works for Meridian Bank.\n- Callum reports to Deshawn.\n- Viktor works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Helios Logistics was founded in 2006.\n- Leila works for Vantage Air.\n- Ingrid reports to Amara.\n- Vantage Air is headquartered in Dunedin.\n- Ingrid works for Meridian Bank.\n- Priya reports to Callum.\n- Leila reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7395", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5984: employee Priya M., hired 23 January 2023, separated 11 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5984?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Sanne works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Summit Energy is headquartered in Turku.\n- Dmitri works for Vantage Air.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Turku.\n- Fernhill Foods is headquartered in Dunedin.\n- Mara works for Vantage Air.\n- Sofia works for Cedar Retail Group.\n- Anders reports to Leila.\n- Mara reports to Sofia.\n- Anders works for Fernhill Foods.\n- Yuki works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Vantage Air is headquartered in Austin.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Fernhill Foods was founded in 1977.\n- Leila works for Cedar Retail Group.\n- Aisha reports to Anders.\n- Tessa reports to Yuki.\n- Zoya works for Summit Energy.\n- Yuki reports to Aisha.\n- Sanne reports to Zoya.\n- Mei reports to Elena.\n- Elena reports to Mara.\n- Leila reports to Dmitri.\n- Dmitri reports to Mei.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7397", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Lattice Analytics was founded in 2015.\n- Atlas Freight was founded in 1976.\n- Bluepine Aviation is headquartered in Austin.\n- Callum works for Ironwood Manufacturing.\n- Priya reports to Sanne.\n- Omar reports to Leila.\n- Zoya works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Turku.\n- Omar works for Bluepine Aviation.\n- Hana reports to Sofia.\n- Pablo reports to Omar.\n- Ironwood Manufacturing was founded in 1977.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila reports to Dmitri.\n- Sofia reports to Pablo.\n- Zoya reports to Callum.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1993.\n- Sofia works for Lattice Analytics.\n- Atlas Freight is headquartered in Tallinn.\n- Hana works for Lattice Analytics.\n- Callum reports to Hana.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Priya.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7399", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 July 2023): For employees hired on or after 27 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1851: employee Kenji R., hired 24 October 2021, separated 03 March 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1851?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7400", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7401", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7734: employee Leila M., hired 17 October 2021, separated 30 June 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-7734 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$9,606", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7402", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7403", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 32099\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7404", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7405", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7406", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6277: employee Felix M., hired 08 March 2021, separated 08 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6277?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Hana reports to Sofia.\n- Leila works for Atlas Freight.\n- Tessa works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Leila reports to Kenji.\n- Cobalt Health is headquartered in Oslo.\n- Jonas reports to Hana.\n- Kenji reports to Jonas.\n- Atlas Freight is headquartered in Lyon.\n- Meridian Bank was founded in 1999.\n- Cedar Retail Group was founded in 2014.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Atlas Freight was founded in 1995.\n- Sofia reports to Dmitri.\n- Emeka reports to Tessa.\n- Cobalt Health was founded in 2002.\n- Dmitri reports to Emeka.\n- Sofia works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Meridian Bank is headquartered in Lyon.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Hana works for Summit Energy.\n- Leila works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Zoya works for Beacon Insurance.\n- Amara reports to Zoya.\n- Summit Energy was founded in 1981.\n- Atlas Freight is headquartered in Malmo.\n- Felix reports to Leila.\n- Leila reports to Amara.\n- Emeka reports to Bruno.\n- Zoya reports to Anders.\n- Summit Energy is headquartered in Basel.\n- Amara works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Hana reports to Felix.\n- Atlas Freight was founded in 2015.\n- Anders reports to Emeka.\n- Bluepine Aviation is headquartered in Lyon.\n- Bluepine Aviation was founded in 2007.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7409", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7410", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3712: employee Hana M., hired 22 October 2021, separated 06 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3712?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7411", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mateo.\n- Tessa reports to Stefan.\n- Mateo reports to Tobias.\n- Pinnacle Software was founded in 2002.\n- Felix works for Fernhill Foods.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 2013.\n- Tobias works for Helios Logistics.\n- Fernhill Foods is headquartered in Cork.\n- Ravi works for Fernhill Foods.\n- Pablo reports to Amara.\n- Pablo works for Pinnacle Software.\n- Anders works for Fernhill Foods.\n- Tobias reports to Pablo.\n- Amara reports to Hana.\n- Hana reports to Tessa.\n- Stefan reports to Felix.\n- Helios Logistics is headquartered in Porto.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi reports to Viktor.\n- Stefan works for Cedar Retail Group.\n- Viktor works for Pinnacle Software.\n- Mateo works for Cedar Retail Group.\n- Anders reports to Yuki.\n- Cedar Retail Group is headquartered in Porto.\n- Yuki works for Cedar Retail Group.\n- Felix reports to Anders.\n- Tessa works for Helios Logistics.\n- Cedar Retail Group was founded in 1990.\n- Hana works for Pinnacle Software.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7413", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "check_logs", "2": "scale_up", "3": "rotate_keys", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7414", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7415", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 7, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8634: employee Zoya A., hired 15 July 2022, separated 07 June 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-8634 under the controlling rules.", "criteria": {"0": "$10,600", "1": "$9,500", "2": "$9,600", "3": "$41,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Zoya works for Ironwood Manufacturing.\n- Tessa works for Helios Logistics.\n- Viktor reports to Sofia.\n- Hana works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1980.\n- Ironwood Manufacturing was founded in 1996.\n- Mateo works for Ironwood Manufacturing.\n- Callum reports to Zoya.\n- Zoya reports to Viktor.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Hana reports to Nadia.\n- Emeka works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Sofia reports to Tessa.\n- Tessa reports to Emeka.\n- Mateo reports to Hana.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Cedar Retail Group was founded in 2012.\n- Sanne reports to Callum.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Nadia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7417", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3272: employee Sanne M., hired 21 January 2024, separated 21 November 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3272?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7418", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7419", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1069: employee Chiara S., hired 22 November 2021, separated 19 January 2027 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1069?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7420", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 32754\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7421", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 January 2023): For employees hired on or after 07 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6053: employee Bruno K., hired 18 November 2019, separated 17 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6053?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7422", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7423", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 March 2025): For employees hired on or after 31 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3096: employee Aisha M., hired 11 September 2023, separated 01 November 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-3096 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$6,000", "2": "$3,875", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Cobalt Health was founded in 1998.\n- Emeka works for Helios Logistics.\n- Emeka reports to Amara.\n- Amara works for Cobalt Health.\n- Sanne works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2002.\n- Viktor works for Cobalt Health.\n- Leila reports to Callum.\n- Callum reports to Emeka.\n- Yuki reports to Felix.\n- Fernhill Foods was founded in 2006.\n- Amara reports to Sanne.\n- Helios Logistics is headquartered in Tallinn.\n- Viktor reports to Yuki.\n- Sanne reports to Viktor.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Porto.\n- Helios Logistics was founded in 1981.\n- Leila works for Fernhill Foods.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7425", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7426", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7427", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2547: employee Deshawn T., hired 20 November 2023, separated 21 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2547?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7428", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7429", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7430", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1520: employee Nadia M., hired 14 September 2023, separated 19 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-1520 under the controlling rules.", "criteria": {"0": "$2,400", "1": "$34,667", "2": "$8,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Emeka.\n- Meridian Bank was founded in 1988.\n- Mei works for Lattice Analytics.\n- Cobalt Health is headquartered in Adelaide.\n- Meridian Bank is headquartered in Adelaide.\n- Kenji reports to Bruno.\n- Emeka works for Lattice Analytics.\n- Aisha reports to Chiara.\n- Kenji works for Meridian Bank.\n- Bruno works for Lattice Analytics.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Aisha.\n- Chiara reports to Omar.\n- Lattice Analytics was founded in 2006.\n- Chiara works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Omar works for Lattice Analytics.\n- Bruno reports to Mei.\n- Fernhill Foods was founded in 1975.\n- Mateo reports to Ingrid.\n- Lattice Analytics is headquartered in Tampere.\n- Stefan works for Cobalt Health.\n- Fernhill Foods is headquartered in Malmo.\n- Cobalt Health was founded in 1977.\n- Aisha works for Cobalt Health.\n- Emeka reports to Mateo.\n- Omar reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7432", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Lucia.\n- Vantage Air is headquartered in Adelaide.\n- Atlas Freight was founded in 1985.\n- Yuki works for Atlas Freight.\n- Vantage Air was founded in 1998.\n- Kenji reports to Aisha.\n- Tessa works for Atlas Freight.\n- Anders reports to Yuki.\n- Helios Logistics was founded in 2005.\n- Lucia reports to Zoya.\n- Helios Logistics is headquartered in Adelaide.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Zoya works for Helios Logistics.\n- Anders works for Northwind Systems.\n- Lucia works for Atlas Freight.\n- Northwind Systems was founded in 1990.\n- Atlas Freight is headquartered in Malmo.\n- Bruno reports to Anders.\n- Aisha works for Helios Logistics.\n- Kenji works for Atlas Freight.\n- Tessa reports to Kenji.\n- Aisha reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1980", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7434", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Mateo works for Atlas Freight.\n- Mateo reports to Chiara.\n- Nadia reports to Jonas.\n- Priya reports to Emeka.\n- Beacon Insurance is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1989.\n- Beacon Insurance was founded in 2007.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Basel.\n- Jonas reports to Mateo.\n- Chiara works for Atlas Freight.\n- Nadia works for Ironwood Manufacturing.\n- Sanne works for Atlas Freight.\n- Ingrid reports to Nadia.\n- Atlas Freight was founded in 1983.\n- Sanne reports to Ingrid.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Atlas Freight is headquartered in Cork.\n- Emeka reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7436", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 03 February 2023): For employees hired on or after 03 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1023: employee Ravi B., hired 24 April 2019, separated 02 April 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1023?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7437", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7438", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5855: employee Hana R., hired 09 May 2023, separated 05 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5855?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7439", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6862: employee Yuki A., hired 24 July 2020, separated 13 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6862?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7440", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1765: employee Wren T., hired 08 December 2021, separated 24 May 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1765?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7441", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7442", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9701: employee Priya S., hired 13 January 2023, separated 06 September 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-9701 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$5,000", "3": "$2,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7443", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7444", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7445", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Priya.\n- Pinnacle Software was founded in 1979.\n- Viktor works for Cobalt Health.\n- Beacon Insurance is headquartered in Austin.\n- Pinnacle Software is headquartered in Austin.\n- Priya works for Beacon Insurance.\n- Elena reports to Viktor.\n- Bruno works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Ravi reports to Jonas.\n- Hana works for Beacon Insurance.\n- Jonas works for Cobalt Health.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Elena.\n- Bruno reports to Aisha.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Priya reports to Ravi.\n- Beacon Insurance was founded in 2013.\n- Cobalt Health was founded in 1977.\n- Cobalt Health is headquartered in Turku.\n- Jonas reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Summit Energy is headquartered in Bergen.\n- Sanne reports to Deshawn.\n- Pablo reports to Sofia.\n- Meridian Bank was founded in 1983.\n- Northwind Systems was founded in 2005.\n- Deshawn reports to Mei.\n- Pinnacle Software is headquartered in Bergen.\n- Northwind Systems is headquartered in Bergen.\n- Lucia works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Mei works for Meridian Bank.\n- Dmitri works for Northwind Systems.\n- Pinnacle Software was founded in 1981.\n- Kenji reports to Amara.\n- Mei reports to Dmitri.\n- Dmitri reports to Callum.\n- Meridian Bank is headquartered in Bergen.\n- Kenji works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Lucia reports to Sanne.\n- Amara works for Meridian Bank.\n- Sofia reports to Lucia.\n- Callum reports to Kenji.\n- Callum works for Summit Energy.\n- Sofia works for Northwind Systems.\n- Summit Energy was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7448", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7449", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9040: employee Sofia S., hired 22 February 2021, separated 18 February 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9040?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7450", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9641: employee Tessa T., hired 27 February 2022, separated 19 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9641?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7451", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6246: employee Tobias B., hired 22 May 2021, separated 07 June 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6246?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Stefan.\n- Kenji reports to Nadia.\n- Ironwood Manufacturing was founded in 2015.\n- Cobalt Health is headquartered in Tampere.\n- Lucia reports to Elena.\n- Lucia works for Ironwood Manufacturing.\n- Stefan reports to Mateo.\n- Vantage Air was founded in 1999.\n- Beacon Insurance is headquartered in Tallinn.\n- Anders works for Vantage Air.\n- Stefan works for Ironwood Manufacturing.\n- Kenji works for Vantage Air.\n- Mateo reports to Kenji.\n- Nadia reports to Lucia.\n- Vantage Air is headquartered in Porto.\n- Elena reports to Anders.\n- Beacon Insurance was founded in 2013.\n- Mateo works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Nadia works for Cobalt Health.\n- Elena works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2004.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7453", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7454", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Jonas.\n- Callum reports to Emeka.\n- Cedar Retail Group was founded in 1975.\n- Helios Logistics is headquartered in Brno.\n- Wren reports to Stefan.\n- Sofia works for Pinnacle Software.\n- Tobias reports to Sofia.\n- Mei reports to Yuki.\n- Beacon Insurance was founded in 2002.\n- Cedar Retail Group is headquartered in Malmo.\n- Yuki works for Cedar Retail Group.\n- Yuki reports to Callum.\n- Helios Logistics was founded in 1980.\n- Stefan works for Cedar Retail Group.\n- Aisha works for Beacon Insurance.\n- Jonas works for Helios Logistics.\n- Pinnacle Software is headquartered in Austin.\n- Mei works for Pinnacle Software.\n- Aisha reports to Tobias.\n- Jonas reports to Wren.\n- Pinnacle Software was founded in 1998.\n- Stefan reports to Mei.\n- Beacon Insurance is headquartered in Austin.\n- Wren works for Helios Logistics.\n- Tobias works for Beacon Insurance.\n- Callum works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1975.\n- Hana reports to Zoya.\n- Cobalt Health is headquartered in Basel.\n- Bluepine Aviation was founded in 1983.\n- Zoya reports to Omar.\n- Ironwood Manufacturing was founded in 1985.\n- Dmitri works for Bluepine Aviation.\n- Elena reports to Lucia.\n- Elena works for Lattice Analytics.\n- Aisha works for Ironwood Manufacturing.\n- Lucia reports to Chiara.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mara reports to Elena.\n- Chiara reports to Dmitri.\n- Dmitri reports to Aisha.\n- Lattice Analytics was founded in 1995.\n- Lucia works for Bluepine Aviation.\n- Zoya works for Cobalt Health.\n- Chiara works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Basel.\n- Hana works for Ironwood Manufacturing.\n- Omar reports to Priya.\n- Aisha reports to Hana.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Omar works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7457", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas reports to Leila.\n- Vantage Air is headquartered in Leeds.\n- Lucia works for Atlas Freight.\n- Aisha reports to Mei.\n- Amara reports to Lucia.\n- Leila reports to Amara.\n- Yuki works for Meridian Bank.\n- Atlas Freight was founded in 1987.\n- Lucia reports to Priya.\n- Priya works for Atlas Freight.\n- Meridian Bank is headquartered in Valencia.\n- Vantage Air was founded in 1992.\n- Yuki reports to Felix.\n- Priya reports to Deshawn.\n- Mei works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.\n- Mei reports to Sofia.\n- Deshawn reports to Aisha.\n- Sofia works for Meridian Bank.\n- Felix works for Vantage Air.\n- Jonas works for Vantage Air.\n- Aisha works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Sofia reports to Omar.\n- Leila works for Meridian Bank.\n- Felix reports to Jonas.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7459", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Bruno.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Bruno works for Lattice Analytics.\n- Deshawn works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2008.\n- Sofia works for Helios Logistics.\n- Lattice Analytics was founded in 1989.\n- Beacon Insurance was founded in 1995.\n- Lucia works for Beacon Insurance.\n- Jonas reports to Mara.\n- Mara reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Turku.\n- Helios Logistics was founded in 2001.\n- Lucia reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Sofia.\n- Elena reports to Lucia.\n- Lattice Analytics is headquartered in Turku.\n- Elena works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Deshawn reports to Elena.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7461", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8564: employee Pablo T., hired 09 February 2021, separated 12 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8564?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8564 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7462", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7463", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6296: employee Deshawn T., hired 04 August 2021, separated 27 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6296?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7464", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3266: employee Wren T., hired 24 November 2023, separated 19 March 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-3266 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$2,500", "2": "$10,833", "3": "$1,625"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7465", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4464: employee Felix T., hired 31 December 2022, separated 19 May 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-4464 under the controlling rules.", "criteria": {"0": "$7,200", "1": "$6,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7466", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8548: employee Mateo S., hired 08 July 2024, separated 12 June 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-8548 under the controlling rules.", "criteria": {"0": "$2,200", "1": "$9,533", "2": "$4,200", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7467", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7468", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7469", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7470", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1975.\n- Callum reports to Bruno.\n- Viktor works for Vantage Air.\n- Sofia works for Beacon Insurance.\n- Bruno reports to Elena.\n- Yuki reports to Lucia.\n- Omar reports to Emeka.\n- Leila works for Crescent Telecom.\n- Anders reports to Wren.\n- Beacon Insurance was founded in 2004.\n- Bruno works for Beacon Insurance.\n- Emeka reports to Anders.\n- Leila reports to Sofia.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2006.\n- Crescent Telecom was founded in 1991.\n- Elena works for Vantage Air.\n- Crescent Telecom is headquartered in Adelaide.\n- Wren works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Wren reports to Callum.\n- Anders works for Beacon Insurance.\n- Lucia reports to Viktor.\n- Yuki works for Crescent Telecom.\n- Callum works for Beacon Insurance.\n- Elena reports to Leila.\n- Northwind Systems is headquartered in Ghent.\n- Sofia reports to Yuki.\n- Emeka works for Northwind Systems.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7472", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7606: employee Kenji R., hired 10 October 2023, separated 20 September 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7606?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7473", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Vantage Air was founded in 1982.\n- Ironwood Manufacturing was founded in 1989.\n- Tobias reports to Nadia.\n- Nadia works for Ironwood Manufacturing.\n- Viktor reports to Amara.\n- Vantage Air is headquartered in Tampere.\n- Amara reports to Tessa.\n- Fernhill Foods was founded in 1976.\n- Fernhill Foods is headquartered in Dunedin.\n- Mei works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor works for Cobalt Health.\n- Mara reports to Tobias.\n- Tessa works for Ironwood Manufacturing.\n- Amara works for Fernhill Foods.\n- Nadia reports to Ingrid.\n- Tobias works for Fernhill Foods.\n- Cobalt Health was founded in 1996.\n- Ingrid reports to Viktor.\n- Mei reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7475", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7476", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 54129 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Lucia.\n- Lucia reports to Callum.\n- Yuki works for Summit Energy.\n- Lucia works for Fernhill Foods.\n- Yuki reports to Aisha.\n- Mara works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Tobias reports to Yuki.\n- Northwind Systems is headquartered in Brno.\n- Viktor reports to Mara.\n- Northwind Systems was founded in 1987.\n- Elena works for Summit Energy.\n- Elena reports to Viktor.\n- Tobias works for Northwind Systems.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1980.\n- Callum reports to Elena.\n- Summit Energy is headquartered in Leeds.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Callum works for Northwind Systems.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Emeka.\n- Wren works for Fernhill Foods.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Meridian Bank is headquartered in Nagoya.\n- Cobalt Health was founded in 1999.\n- Cobalt Health is headquartered in Basel.\n- Ingrid reports to Wren.\n- Felix reports to Yuki.\n- Zoya works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Nagoya.\n- Fernhill Foods was founded in 1981.\n- Yuki reports to Tobias.\n- Emeka works for Cobalt Health.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Ingrid.\n- Wren reports to Zoya.\n- Meridian Bank was founded in 2003.\n- Emeka reports to Felix.\n- Jonas works for Fernhill Foods.\n- Felix works for Meridian Bank.\n- Fernhill Foods is headquartered in Nagoya.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7479", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 93213 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "exchange_item", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7480", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 58117, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7481", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9027: employee Emeka A., hired 17 December 2020, separated 30 May 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9027?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7482", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7051: employee Aisha T., hired 16 May 2024, separated 29 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7051?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7483", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Wren.\n- Sanne reports to Pablo.\n- Zoya works for Cedar Retail Group.\n- Atlas Freight is headquartered in Nagoya.\n- Wren works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Lattice Analytics is headquartered in Turku.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Nadia.\n- Nadia reports to Sanne.\n- Lattice Analytics was founded in 2003.\n- Nadia works for Cedar Retail Group.\n- Atlas Freight was founded in 1980.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Pablo reports to Jonas.\n- Jonas works for Atlas Freight.\n- Cedar Retail Group was founded in 1980.\n- Elena works for Bluepine Aviation.\n- Wren reports to Zoya.\n- Bluepine Aviation was founded in 1977.\n- Zoya reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7485", "family": "intent_hardneg", "state": "Incoming support message:\n\"1330 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1989.\n- Bruno reports to Leila.\n- Tessa reports to Aisha.\n- Vantage Air was founded in 2011.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ingrid reports to Bruno.\n- Bruno works for Vantage Air.\n- Tobias reports to Tessa.\n- Leila reports to Tobias.\n- Bluepine Aviation is headquartered in Austin.\n- Stefan reports to Ingrid.\n- Vantage Air is headquartered in Cork.\n- Tobias works for Vantage Air.\n- Cobalt Health is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Aisha reports to Zoya.\n- Ironwood Manufacturing was founded in 1982.\n- Leila works for Ironwood Manufacturing.\n- Ingrid works for Cobalt Health.\n- Zoya works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2004.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Halifax", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7487", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 65395 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7488", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 64828 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7489", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7265: employee Priya T., hired 17 December 2020, separated 29 October 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7265?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Wren.\n- Wren reports to Omar.\n- Amara reports to Hana.\n- Tessa reports to Bruno.\n- Hana reports to Nadia.\n- Tobias works for Pinnacle Software.\n- Wren works for Cobalt Health.\n- Meridian Bank was founded in 1994.\n- Meridian Bank is headquartered in Cork.\n- Tessa works for Pinnacle Software.\n- Cobalt Health was founded in 2014.\n- Nadia works for Pinnacle Software.\n- Northwind Systems was founded in 1983.\n- Pablo works for Meridian Bank.\n- Nadia reports to Pablo.\n- Bruno works for Northwind Systems.\n- Pinnacle Software was founded in 1994.\n- Omar works for Pinnacle Software.\n- Northwind Systems is headquartered in Austin.\n- Pablo reports to Leila.\n- Tobias reports to Tessa.\n- Amara works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Leila reports to Tobias.\n- Pinnacle Software is headquartered in Austin.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1992", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7491", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7492", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 April 2023): For employees hired on or after 23 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3618: employee Ingrid B., hired 28 October 2019, separated 12 July 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-3618 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$9,606", "2": "$45,000", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7493", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Nadia.\n- Cobalt Health was founded in 2005.\n- Priya works for Helios Logistics.\n- Sofia reports to Mara.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 1999.\n- Yuki reports to Dmitri.\n- Mara works for Cobalt Health.\n- Sofia works for Crescent Telecom.\n- Cobalt Health is headquartered in Adelaide.\n- Sanne works for Helios Logistics.\n- Dmitri reports to Sanne.\n- Dmitri works for Crescent Telecom.\n- Amara reports to Viktor.\n- Nadia reports to Priya.\n- Yuki works for Cobalt Health.\n- Sanne reports to Felix.\n- Felix works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Amara works for Helios Logistics.\n- Nadia works for Fernhill Foods.\n- Bruno reports to Sofia.\n- Mara reports to Amara.\n- Crescent Telecom was founded in 1987.\n- Ravi reports to Bruno.\n- Helios Logistics was founded in 1988.\n- Helios Logistics is headquartered in Valencia.\n- Viktor reports to Yuki.\n- Bruno works for Fernhill Foods.\n- Viktor works for Cobalt Health.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7495", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6500: employee Leila B., hired 02 June 2021, separated 20 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6500?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7496", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Nadia.\n- Viktor reports to Tobias.\n- Leila reports to Hana.\n- Vantage Air is headquartered in Valencia.\n- Ingrid works for Vantage Air.\n- Amara reports to Zoya.\n- Zoya reports to Mara.\n- Amara works for Summit Energy.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia reports to Amara.\n- Bluepine Aviation is headquartered in Lyon.\n- Zoya works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Tobias reports to Stefan.\n- Hana works for Beacon Insurance.\n- Summit Energy is headquartered in Lyon.\n- Mateo works for Bluepine Aviation.\n- Nadia works for Summit Energy.\n- Tobias works for Summit Energy.\n- Bluepine Aviation was founded in 1989.\n- Beacon Insurance was founded in 2003.\n- Stefan works for Summit Energy.\n- Ingrid reports to Mateo.\n- Viktor works for Vantage Air.\n- Summit Energy was founded in 2011.\n- Mateo reports to Lucia.\n- Stefan reports to Ingrid.\n- Nadia reports to Viktor.\n- Leila works for Beacon Insurance.\n- Vantage Air was founded in 1983.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7498", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2308: employee Mara T., hired 19 July 2024, separated 19 October 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2308?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7499", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7500", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7501", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5419: employee Yuki R., hired 28 December 2020, separated 11 February 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-5419 under the controlling rules.", "criteria": {"0": "$49,400", "1": "$11,475", "2": "$10,900", "3": "$11,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1991.\n- Sofia reports to Ingrid.\n- Felix works for Atlas Freight.\n- Beacon Insurance was founded in 1975.\n- Aisha reports to Bruno.\n- Beacon Insurance is headquartered in Nagoya.\n- Vantage Air was founded in 1999.\n- Pablo works for Lattice Analytics.\n- Aisha works for Atlas Freight.\n- Emeka works for Vantage Air.\n- Felix reports to Pablo.\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight was founded in 2015.\n- Pablo reports to Emeka.\n- Ingrid reports to Aisha.\n- Atlas Freight is headquartered in Austin.\n- Stefan reports to Sofia.\n- Bruno works for Vantage Air.\n- Ingrid works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Stefan works for Beacon Insurance.\n- Bruno reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1975", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7503", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4947: employee Hana T., hired 28 September 2020, separated 15 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-4947 under the controlling rules.", "criteria": {"0": "$8,700", "1": "$9,200", "2": "$37,700", "3": "$8,775"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7504", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6749: employee Aisha A., hired 26 October 2023, separated 06 May 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6749?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7505", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 31 May 2023): For employees hired on or after 31 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8682: employee Bruno S., hired 23 May 2022, separated 03 December 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8682?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7506", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1046: employee Wren T., hired 16 June 2022, separated 06 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1046?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7507", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7508", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1328: employee Amara K., hired 23 November 2024, separated 10 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1328?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7509", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7510", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7511", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7512", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7513", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9852: employee Callum S., hired 05 February 2022, separated 05 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9852?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Omar.\n- Leila reports to Chiara.\n- Dmitri works for Northwind Systems.\n- Pablo reports to Leila.\n- Amara works for Atlas Freight.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn works for Atlas Freight.\n- Priya works for Helios Logistics.\n- Omar reports to Lucia.\n- Leila works for Atlas Freight.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Priya reports to Pablo.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Mara reports to Dmitri.\n- Atlas Freight is headquartered in Basel.\n- Dmitri reports to Deshawn.\n- Northwind Systems was founded in 2002.\n- Helios Logistics is headquartered in Basel.\n- Amara reports to Priya.\n- Chiara works for Helios Logistics.\n- Chiara reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7515", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Summit Energy was founded in 1984.\n- Ingrid works for Summit Energy.\n- Elena works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Lattice Analytics was founded in 2010.\n- Bluepine Aviation is headquartered in Halifax.\n- Bruno reports to Hana.\n- Ingrid reports to Bruno.\n- Meridian Bank was founded in 1986.\n- Nadia reports to Tessa.\n- Tessa works for Meridian Bank.\n- Elena reports to Jonas.\n- Jonas works for Summit Energy.\n- Bruno works for Summit Energy.\n- Jonas reports to Nadia.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Hana reports to Elena.\n- Bluepine Aviation was founded in 1986.\n- Meridian Bank is headquartered in Valencia.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7517", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7518", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7519", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7520", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3056: employee Ingrid S., hired 30 December 2021, separated 19 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3056?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7521", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5303: employee Stefan M., hired 27 May 2021, separated 31 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5303?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mateo.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pablo works for Pinnacle Software.\n- Mateo reports to Pablo.\n- Pablo reports to Deshawn.\n- Pinnacle Software is headquartered in Adelaide.\n- Vantage Air was founded in 1995.\n- Mei reports to Tessa.\n- Dmitri reports to Tobias.\n- Mara works for Vantage Air.\n- Deshawn works for Fernhill Foods.\n- Dmitri works for Pinnacle Software.\n- Vantage Air is headquartered in Adelaide.\n- Kenji reports to Dmitri.\n- Mei works for Fernhill Foods.\n- Tobias works for Bluepine Aviation.\n- Nadia reports to Kenji.\n- Deshawn reports to Nadia.\n- Bluepine Aviation was founded in 1994.\n- Fernhill Foods is headquartered in Tallinn.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Fernhill Foods was founded in 2006.\n- Tessa reports to Mara.\n- Tessa works for Bluepine Aviation.\n- Nadia works for Pinnacle Software.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7523", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Nagoya.\n- Stefan works for Vantage Air.\n- Zoya works for Cedar Retail Group.\n- Anders reports to Dmitri.\n- Zoya reports to Viktor.\n- Callum reports to Stefan.\n- Summit Energy was founded in 1984.\n- Vantage Air was founded in 1997.\n- Leila works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Viktor reports to Anders.\n- Omar works for Summit Energy.\n- Callum works for Summit Energy.\n- Aisha reports to Ravi.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Viktor works for Pinnacle Software.\n- Ravi reports to Zoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan reports to Wren.\n- Summit Energy is headquartered in Valencia.\n- Felix works for Pinnacle Software.\n- Omar reports to Aisha.\n- Wren reports to Felix.\n- Wren works for Pinnacle Software.\n- Dmitri reports to Leila.\n- Anders works for Pinnacle Software.\n- Felix reports to Omar.\n- Cedar Retail Group was founded in 2013.\n- Pinnacle Software was founded in 1977.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7525", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Felix.\n- Amara reports to Pablo.\n- Omar works for Beacon Insurance.\n- Meridian Bank was founded in 1977.\n- Zoya works for Beacon Insurance.\n- Pablo reports to Omar.\n- Bruno reports to Aisha.\n- Stefan works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Helios Logistics was founded in 2002.\n- Priya works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Zoya reports to Priya.\n- Felix works for Meridian Bank.\n- Aisha works for Beacon Insurance.\n- Fernhill Foods is headquartered in Austin.\n- Priya reports to Amara.\n- Kenji reports to Stefan.\n- Felix reports to Zoya.\n- Viktor reports to Tessa.\n- Tessa reports to Kenji.\n- Bruno works for Meridian Bank.\n- Helios Logistics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Austin.\n- Beacon Insurance was founded in 2013.\n- Meridian Bank is headquartered in Adelaide.\n- Omar reports to Bruno.\n- Fernhill Foods was founded in 1981.\n- Kenji works for Beacon Insurance.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7527", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7528", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6381: employee Yuki B., hired 03 June 2020, separated 24 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6381?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7529", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3372: employee Bruno K., hired 13 March 2023, separated 01 January 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3372?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7530", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7531", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1266: employee Omar K., hired 24 December 2021, separated 06 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1266?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7532", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7533", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "control_lights", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7534", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7535", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7536", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4183: employee Pablo R., hired 18 October 2021, separated 30 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4183?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7537", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7538", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7539", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Aisha reports to Viktor.\n- Mara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2000.\n- Pablo works for Beacon Insurance.\n- Dmitri works for Vantage Air.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya reports to Felix.\n- Elena works for Cedar Retail Group.\n- Vantage Air was founded in 1993.\n- Elena reports to Pablo.\n- Anders works for Vantage Air.\n- Meridian Bank is headquartered in Basel.\n- Sofia reports to Aisha.\n- Zoya works for Vantage Air.\n- Beacon Insurance was founded in 2014.\n- Mara reports to Zoya.\n- Cedar Retail Group is headquartered in Dunedin.\n- Felix works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Viktor works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Anders reports to Sofia.\n- Viktor reports to Ingrid.\n- Dmitri reports to Elena.\n- Felix reports to Tessa.\n- Meridian Bank was founded in 2001.\n- Vantage Air is headquartered in Dunedin.\n- Ingrid reports to Dmitri.\n- Pablo reports to Mara.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1994.\n- Lattice Analytics was founded in 1983.\n- Priya reports to Anders.\n- Nadia works for Atlas Freight.\n- Wren reports to Kenji.\n- Vantage Air was founded in 2000.\n- Amara reports to Callum.\n- Stefan reports to Wren.\n- Zoya works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Kenji reports to Nadia.\n- Hana reports to Chiara.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Atlas Freight.\n- Nadia reports to Ingrid.\n- Callum reports to Stefan.\n- Hana works for Pinnacle Software.\n- Amara works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Ingrid works for Atlas Freight.\n- Kenji works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Anders works for Lattice Analytics.\n- Atlas Freight is headquartered in Tallinn.\n- Chiara reports to Priya.\n- Chiara works for Vantage Air.\n- Atlas Freight was founded in 1975.\n- Pinnacle Software is headquartered in Turku.\n- Ingrid reports to Hana.\n- Lattice Analytics is headquartered in Porto.\n- Anders reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7542", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7543", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1948: employee Elena T., hired 09 August 2021, separated 28 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1948?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7544", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3685: employee Viktor R., hired 07 August 2022, separated 27 March 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3685?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Deshawn works for Helios Logistics.\n- Cobalt Health was founded in 2013.\n- Viktor reports to Elena.\n- Priya reports to Sanne.\n- Deshawn reports to Priya.\n- Lucia reports to Mara.\n- Elena works for Helios Logistics.\n- Elena reports to Deshawn.\n- Viktor works for Crescent Telecom.\n- Helios Logistics was founded in 2015.\n- Lucia works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Priya works for Cobalt Health.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Crescent Telecom is headquartered in Cork.\n- Mara works for Crescent Telecom.\n- Sanne reports to Callum.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Callum works for Crescent Telecom.\n- Lattice Analytics was founded in 1989.\n- Ravi reports to Viktor.\n- Jonas reports to Lucia.\n- Crescent Telecom was founded in 2010.\n- Mara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7546", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Jonas reports to Tessa.\n- Cedar Retail Group is headquartered in Basel.\n- Cedar Retail Group was founded in 1992.\n- Lucia works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 1976.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Hana.\n- Chiara works for Cedar Retail Group.\n- Hana works for Atlas Freight.\n- Chiara reports to Stefan.\n- Zoya reports to Jonas.\n- Stefan reports to Lucia.\n- Hana reports to Chiara.\n- Atlas Freight is headquartered in Adelaide.\n- Zoya works for Atlas Freight.\n- Stefan works for Helios Logistics.\n- Sofia reports to Zoya.\n- Beacon Insurance was founded in 2004.\n- Atlas Freight was founded in 1998.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7548", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8812: employee Wren K., hired 01 July 2022, separated 25 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8812?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7549", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7550", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2012.\n- Sofia works for Vantage Air.\n- Lucia works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Bruno reports to Anders.\n- Hana works for Cedar Retail Group.\n- Callum reports to Felix.\n- Fernhill Foods was founded in 2004.\n- Bruno works for Cedar Retail Group.\n- Anders reports to Wren.\n- Chiara reports to Callum.\n- Vantage Air was founded in 2003.\n- Felix reports to Emeka.\n- Kenji reports to Bruno.\n- Emeka works for Vantage Air.\n- Chiara works for Vantage Air.\n- Wren reports to Hana.\n- Zoya works for Cobalt Health.\n- Vantage Air is headquartered in Malmo.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group is headquartered in Malmo.\n- Sofia reports to Chiara.\n- Hana reports to Sofia.\n- Anders works for Fernhill Foods.\n- Lucia reports to Kenji.\n- Wren works for Vantage Air.\n- Callum works for Vantage Air.\n- Cobalt Health is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Malmo.\n- Cedar Retail Group was founded in 1987.\n- Emeka reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7552", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5954: employee Amara R., hired 09 July 2023, separated 26 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-5954 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$2,000", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Nadia works for Cedar Retail Group.\n- Anders works for Northwind Systems.\n- Anders reports to Jonas.\n- Omar works for Lattice Analytics.\n- Mateo reports to Elena.\n- Callum reports to Anders.\n- Omar reports to Callum.\n- Jonas reports to Mateo.\n- Pinnacle Software was founded in 1997.\n- Callum works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Northwind Systems is headquartered in Halifax.\n- Tobias works for Lattice Analytics.\n- Cedar Retail Group was founded in 2011.\n- Mateo works for Cedar Retail Group.\n- Northwind Systems was founded in 2005.\n- Lattice Analytics was founded in 1978.\n- Lattice Analytics is headquartered in Bergen.\n- Pinnacle Software is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Halifax.\n- Nadia reports to Omar.\n- Tobias reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7554", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7555", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7556", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 7, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5414: employee Bruno M., hired 21 January 2022, separated 25 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-5414?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mara.\n- Vantage Air was founded in 1995.\n- Callum works for Cedar Retail Group.\n- Deshawn reports to Nadia.\n- Chiara reports to Callum.\n- Hana works for Vantage Air.\n- Chiara works for Vantage Air.\n- Cedar Retail Group was founded in 1992.\n- Nadia works for Cedar Retail Group.\n- Mara reports to Sofia.\n- Cedar Retail Group is headquartered in Leeds.\n- Deshawn works for Cedar Retail Group.\n- Atlas Freight was founded in 2009.\n- Nadia reports to Hana.\n- Atlas Freight is headquartered in Leeds.\n- Lattice Analytics was founded in 1975.\n- Callum reports to Felix.\n- Vantage Air is headquartered in Brno.\n- Lattice Analytics is headquartered in Tampere.\n- Sofia reports to Chiara.\n- Felix works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7558", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6084: employee Omar M., hired 15 September 2022, separated 05 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6084?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7559", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 22190\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "request_refund", "2": "cancel_order", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7560", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1710: employee Mara R., hired 12 January 2023, separated 24 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1710?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7561", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tessa.\n- Ravi reports to Pablo.\n- Bluepine Aviation was founded in 2011.\n- Crescent Telecom was founded in 1996.\n- Crescent Telecom is headquartered in Tallinn.\n- Jonas works for Bluepine Aviation.\n- Lattice Analytics was founded in 1976.\n- Lattice Analytics is headquartered in Cork.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Kenji works for Crescent Telecom.\n- Vantage Air was founded in 1985.\n- Tessa reports to Jonas.\n- Ravi works for Bluepine Aviation.\n- Priya works for Lattice Analytics.\n- Pablo reports to Kenji.\n- Jonas reports to Elena.\n- Elena works for Vantage Air.\n- Bluepine Aviation is headquartered in Valencia.\n- Yuki works for Crescent Telecom.\n- Elena reports to Ravi.\n- Priya reports to Yuki.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7563", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7564", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7565", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7370: employee Tessa B., hired 06 April 2023, separated 21 October 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-7370 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$30,333", "2": "$7,000", "3": "$4,375"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7566", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7567", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6963: employee Aisha S., hired 22 November 2022, separated 27 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6963?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7568", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7569", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Oslo.\n- Priya works for Cobalt Health.\n- Mateo reports to Priya.\n- Ingrid works for Ironwood Manufacturing.\n- Leila reports to Mara.\n- Anders reports to Mateo.\n- Amara reports to Ravi.\n- Leila works for Crescent Telecom.\n- Aisha works for Cobalt Health.\n- Amara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2005.\n- Mara reports to Amara.\n- Chiara reports to Leila.\n- Anders works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Austin.\n- Summit Energy is headquartered in Oslo.\n- Aisha reports to Ingrid.\n- Ravi works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Summit Energy was founded in 2009.\n- Mateo works for Cobalt Health.\n- Ingrid reports to Anders.\n- Cobalt Health is headquartered in Basel.\n- Ravi reports to Aisha.\n- Crescent Telecom was founded in 1987.\n- Chiara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7571", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "payroll_issue", "3": "request_leave", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Wren reports to Ravi.\n- Lucia reports to Wren.\n- Cobalt Health is headquartered in Basel.\n- Leila works for Pinnacle Software.\n- Cobalt Health was founded in 1982.\n- Ravi reports to Leila.\n- Wren works for Pinnacle Software.\n- Stefan works for Cobalt Health.\n- Bruno reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Jonas reports to Aisha.\n- Pinnacle Software was founded in 1996.\n- Lattice Analytics was founded in 2006.\n- Cedar Retail Group is headquartered in Turku.\n- Amara reports to Stefan.\n- Mateo reports to Deshawn.\n- Hana reports to Mateo.\n- Lattice Analytics is headquartered in Malmo.\n- Aisha works for Cobalt Health.\n- Jonas works for Lattice Analytics.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2013.\n- Stefan reports to Bruno.\n- Deshawn reports to Amara.\n- Hana works for Cedar Retail Group.\n- Ravi works for Cobalt Health.\n- Deshawn works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Leila reports to Jonas.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7573", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3329: employee Ravi S., hired 22 December 2022, separated 21 August 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2025-3329 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$10,833", "2": "$2,550", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7574", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7575", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4854: employee Yuki M., hired 24 February 2023, separated 26 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4854?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7576", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7577", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8732: employee Anders M., hired 27 April 2022, separated 28 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8732?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7578", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7579", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4938: employee Aisha M., hired 02 May 2023, separated 10 March 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4938?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7580", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7581", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ravi.\n- Lattice Analytics is headquartered in Malmo.\n- Ravi reports to Hana.\n- Kenji works for Northwind Systems.\n- Lattice Analytics was founded in 2000.\n- Bruno works for Lattice Analytics.\n- Summit Energy is headquartered in Valencia.\n- Jonas works for Northwind Systems.\n- Amara reports to Yuki.\n- Wren reports to Jonas.\n- Hana reports to Omar.\n- Wren works for Northwind Systems.\n- Bruno reports to Wren.\n- Northwind Systems is headquartered in Porto.\n- Deshawn reports to Bruno.\n- Amara works for Lattice Analytics.\n- Hana works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Ingrid reports to Kenji.\n- Viktor works for Atlas Freight.\n- Yuki works for Lattice Analytics.\n- Northwind Systems was founded in 1978.\n- Ravi works for Lattice Analytics.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Atlas Freight is headquartered in Porto.\n- Yuki reports to Ingrid.\n- Atlas Freight was founded in 1986.\n- Viktor reports to Amara.\n- Omar reports to Viktor.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Porto", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7583", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1099: employee Kenji B., hired 31 December 2020, separated 06 October 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-1099 under the controlling rules.", "criteria": {"0": "$70,417", "1": "$18,000", "2": "$15,250", "3": "$16,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7584", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9852: employee Yuki S., hired 08 April 2021, separated 09 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9852?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7585", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2491: employee Mara A., hired 27 June 2021, separated 26 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2491?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Aisha.\n- Pinnacle Software was founded in 2001.\n- Leila works for Lattice Analytics.\n- Mateo reports to Leila.\n- Cobalt Health was founded in 1986.\n- Pinnacle Software is headquartered in Basel.\n- Mateo works for Pinnacle Software.\n- Aisha reports to Yuki.\n- Sanne works for Meridian Bank.\n- Lattice Analytics is headquartered in Leeds.\n- Cobalt Health is headquartered in Basel.\n- Chiara works for Pinnacle Software.\n- Stefan works for Cobalt Health.\n- Yuki reports to Stefan.\n- Chiara reports to Mateo.\n- Lattice Analytics was founded in 1985.\n- Yuki works for Pinnacle Software.\n- Priya reports to Chiara.\n- Meridian Bank was founded in 2006.\n- Meridian Bank is headquartered in Austin.\n- Sanne reports to Priya.\n- Aisha works for Pinnacle Software.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7587", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Sofia works for Helios Logistics.\n- Lucia reports to Tobias.\n- Cedar Retail Group is headquartered in Ghent.\n- Mateo reports to Tessa.\n- Summit Energy is headquartered in Cork.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Atlas Freight was founded in 2009.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara works for Atlas Freight.\n- Viktor reports to Mateo.\n- Hana works for Helios Logistics.\n- Jonas works for Summit Energy.\n- Jonas reports to Viktor.\n- Chiara reports to Sofia.\n- Sofia reports to Ravi.\n- Ravi works for Atlas Freight.\n- Ravi reports to Lucia.\n- Tobias reports to Hana.\n- Summit Energy was founded in 1983.\n- Tessa reports to Chiara.\n- Helios Logistics was founded in 1988.\n- Tobias works for Helios Logistics.\n- Mateo works for Summit Energy.\n- Cedar Retail Group was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7589", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9799: employee Ingrid R., hired 17 July 2021, separated 15 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-9799 under the controlling rules.", "criteria": {"0": "$33,750", "1": "$35,827", "2": "$31,750", "3": "$146,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Beacon Insurance is headquartered in Austin.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Aisha works for Fernhill Foods.\n- Kenji reports to Mei.\n- Fernhill Foods is headquartered in Tallinn.\n- Fernhill Foods was founded in 1996.\n- Cobalt Health is headquartered in Turku.\n- Sofia works for Beacon Insurance.\n- Felix reports to Aisha.\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Kenji works for Atlas Freight.\n- Aisha reports to Leila.\n- Leila reports to Sofia.\n- Sofia reports to Tobias.\n- Mei works for Fernhill Foods.\n- Cobalt Health was founded in 2012.\n- Mara reports to Kenji.\n- Mei reports to Felix.\n- Mara works for Cobalt Health.\n- Beacon Insurance was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7591", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Priya reports to Elena.\n- Wren reports to Amara.\n- Viktor works for Cobalt Health.\n- Lattice Analytics was founded in 1992.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Emeka reports to Priya.\n- Bluepine Aviation is headquartered in Basel.\n- Leila reports to Pablo.\n- Bluepine Aviation was founded in 1986.\n- Hana works for Cobalt Health.\n- Emeka works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn works for Lattice Analytics.\n- Leila works for Crescent Telecom.\n- Pablo works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Pablo reports to Hana.\n- Viktor reports to Felix.\n- Amara reports to Dmitri.\n- Dmitri reports to Viktor.\n- Hana reports to Deshawn.\n- Priya works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Wren works for Crescent Telecom.\n- Cobalt Health is headquartered in Oslo.\n- Felix reports to Leila.\n- Crescent Telecom is headquartered in Tallinn.\n- Cobalt Health was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Felix reports to Viktor.\n- Omar works for Summit Energy.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Zoya.\n- Cedar Retail Group is headquartered in Brno.\n- Priya works for Fernhill Foods.\n- Tessa works for Cedar Retail Group.\n- Leila works for Fernhill Foods.\n- Cedar Retail Group was founded in 1988.\n- Nadia reports to Tessa.\n- Zoya reports to Callum.\n- Priya reports to Yuki.\n- Leila reports to Kenji.\n- Callum works for Northwind Systems.\n- Fernhill Foods is headquartered in Leeds.\n- Kenji reports to Omar.\n- Summit Energy was founded in 2003.\n- Chiara reports to Priya.\n- Chiara works for Fernhill Foods.\n- Summit Energy is headquartered in Leeds.\n- Nadia works for Fernhill Foods.\n- Northwind Systems was founded in 1985.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Fernhill Foods was founded in 1977.\n- Zoya works for Fernhill Foods.\n- Omar reports to Chiara.\n- Yuki reports to Nadia.\n- Kenji works for Cedar Retail Group.\n- Tessa reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1980", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7594", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7595", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7596", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9533: employee Felix K., hired 13 February 2021, separated 22 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9533?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7597", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Tobias reports to Tessa.\n- Anders works for Helios Logistics.\n- Sanne reports to Lucia.\n- Helios Logistics was founded in 2015.\n- Tobias works for Pinnacle Software.\n- Deshawn reports to Tobias.\n- Beacon Insurance is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Sanne works for Bluepine Aviation.\n- Pinnacle Software was founded in 2001.\n- Lucia works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Zoya reports to Sanne.\n- Mateo works for Pinnacle Software.\n- Callum works for Helios Logistics.\n- Bluepine Aviation was founded in 1980.\n- Yuki works for Beacon Insurance.\n- Callum reports to Anders.\n- Mateo reports to Deshawn.\n- Anders reports to Zoya.\n- Lucia reports to Yuki.\n- Helios Logistics is headquartered in Valencia.\n- Tessa reports to Callum.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Meridian Bank was founded in 1986.\n- Zoya reports to Jonas.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Stefan.\n- Cedar Retail Group was founded in 2005.\n- Felix reports to Zoya.\n- Mateo works for Meridian Bank.\n- Jonas reports to Lucia.\n- Priya reports to Mateo.\n- Emeka reports to Felix.\n- Cedar Retail Group is headquartered in Turku.\n- Lucia works for Meridian Bank.\n- Tobias works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Lucia reports to Priya.\n- Jonas works for Crescent Telecom.\n- Mateo reports to Anders.\n- Zoya works for Cedar Retail Group.\n- Crescent Telecom was founded in 2013.\n- Priya works for Crescent Telecom.\n- Tobias reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Meridian Bank is headquartered in Turku.\n- Northwind Systems was founded in 1993.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Crescent Telecom.\n- Hana works for Meridian Bank.\n- Pinnacle Software was founded in 1997.\n- Priya works for Meridian Bank.\n- Crescent Telecom was founded in 1989.\n- Priya reports to Hana.\n- Pinnacle Software is headquartered in Cork.\n- Meridian Bank is headquartered in Nagoya.\n- Ravi works for Crescent Telecom.\n- Pablo reports to Jonas.\n- Pablo works for Meridian Bank.\n- Sofia reports to Priya.\n- Viktor works for Meridian Bank.\n- Ravi reports to Felix.\n- Felix works for Pinnacle Software.\n- Crescent Telecom is headquartered in Cork.\n- Sofia works for Crescent Telecom.\n- Jonas reports to Sofia.\n- Felix reports to Pablo.\n- Meridian Bank was founded in 1981.\n- Hana reports to Viktor.\n- Bluepine Aviation was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7601", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7602", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "reports a system outage", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7603", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7604", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6257: employee Emeka R., hired 04 August 2022, separated 12 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6257?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7605", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7606", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Callum reports to Emeka.\n- Dmitri works for Lattice Analytics.\n- Helios Logistics was founded in 1982.\n- Fernhill Foods is headquartered in Nagoya.\n- Emeka works for Fernhill Foods.\n- Lattice Analytics was founded in 1977.\n- Aisha reports to Dmitri.\n- Viktor works for Helios Logistics.\n- Fernhill Foods was founded in 1997.\n- Ravi reports to Callum.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Mateo.\n- Pinnacle Software is headquartered in Turku.\n- Mateo reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Viktor reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Lattice Analytics is headquartered in Porto.\n- Yuki reports to Aisha.\n- Pinnacle Software was founded in 2010.\n- Callum works for Pinnacle Software.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1999.\n- Jonas reports to Bruno.\n- Helios Logistics was founded in 2008.\n- Jonas works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Mateo reports to Leila.\n- Ingrid reports to Mateo.\n- Kenji reports to Jonas.\n- Leila works for Fernhill Foods.\n- Meridian Bank was founded in 2009.\n- Mara reports to Omar.\n- Mateo works for Crescent Telecom.\n- Bruno reports to Mara.\n- Aisha works for Helios Logistics.\n- Aisha reports to Viktor.\n- Sanne works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Crescent Telecom is headquartered in Oslo.\n- Leila reports to Aisha.\n- Omar works for Meridian Bank.\n- Bruno works for Fernhill Foods.\n- Meridian Bank is headquartered in Oslo.\n- Ingrid works for Helios Logistics.\n- Viktor reports to Mei.\n- Crescent Telecom was founded in 2014.\n- Omar reports to Sanne.\n- Mei works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Sanne reports to Ingrid.\n- Helios Logistics is headquartered in Cork.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1991.\n- Lucia works for Summit Energy.\n- Kenji reports to Emeka.\n- Priya reports to Lucia.\n- Ravi reports to Aisha.\n- Ironwood Manufacturing was founded in 2015.\n- Ravi works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Fernhill Foods was founded in 1989.\n- Summit Energy was founded in 2001.\n- Emeka reports to Tobias.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Bruno reports to Hana.\n- Emeka works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Deshawn reports to Ravi.\n- Fernhill Foods is headquartered in Oslo.\n- Deshawn works for Pinnacle Software.\n- Hana reports to Deshawn.\n- Tobias reports to Priya.\n- Hana works for Fernhill Foods.\n- Bruno works for Pinnacle Software.\n- Lucia reports to Bruno.\n- Ironwood Manufacturing is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7610", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7710: employee Wren R., hired 19 October 2023, separated 09 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-7710 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$4,500", "3": "$2,625"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7611", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7612", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Stefan reports to Ravi.\n- Pablo reports to Felix.\n- Wren works for Ironwood Manufacturing.\n- Tessa reports to Sofia.\n- Ironwood Manufacturing was founded in 1994.\n- Northwind Systems was founded in 2000.\n- Chiara reports to Tessa.\n- Zoya works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sofia works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Pinnacle Software was founded in 1980.\n- Tobias reports to Stefan.\n- Northwind Systems is headquartered in Porto.\n- Tobias works for Northwind Systems.\n- Sofia reports to Wren.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1987.\n- Zoya reports to Tobias.\n- Pablo works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Felix works for Atlas Freight.\n- Felix reports to Zoya.\n- Ravi reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7614", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7615", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6151: employee Pablo S., hired 05 January 2023, separated 05 April 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6151?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2005.\n- Lucia works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Valencia.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1979.\n- Mei reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Leila.\n- Vantage Air is headquartered in Oslo.\n- Leila works for Ironwood Manufacturing.\n- Pablo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2013.\n- Priya reports to Pablo.\n- Pablo reports to Deshawn.\n- Lucia reports to Mei.\n- Leila reports to Aisha.\n- Aisha reports to Jonas.\n- Bluepine Aviation was founded in 1988.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2011", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7617", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3290: employee Lucia S., hired 28 August 2020, separated 03 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3290?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7618", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3079: employee Nadia R., hired 11 September 2023, separated 17 December 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-3079 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$30,333", "2": "$5,688", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7619", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Helios Logistics is headquartered in Oslo.\n- Emeka works for Meridian Bank.\n- Lattice Analytics was founded in 2008.\n- Summit Energy was founded in 1978.\n- Sofia reports to Priya.\n- Jonas reports to Ravi.\n- Emeka reports to Tessa.\n- Summit Energy is headquartered in Brno.\n- Nadia reports to Aisha.\n- Meridian Bank was founded in 1998.\n- Mateo works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Amara reports to Sofia.\n- Nadia works for Meridian Bank.\n- Lattice Analytics is headquartered in Brno.\n- Sofia works for Summit Energy.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Lattice Analytics.\n- Viktor reports to Amara.\n- Aisha reports to Viktor.\n- Ravi works for Summit Energy.\n- Helios Logistics was founded in 1979.\n- Ravi reports to Emeka.\n- Mateo reports to Anders.\n- Priya reports to Jonas.\n- Tessa works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Amara works for Summit Energy.\n- Tessa reports to Mateo.\n- Aisha works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7621", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7622", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 31 July 2025): For employees hired on or after 31 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5282: employee Nadia M., hired 14 November 2024, separated 27 January 2027 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5282?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7623", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3600: employee Sofia T., hired 01 April 2021, separated 12 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3600?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2008.\n- Cobalt Health was founded in 1976.\n- Chiara works for Vantage Air.\n- Leila works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Mateo works for Vantage Air.\n- Crescent Telecom is headquartered in Porto.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 2002.\n- Pinnacle Software is headquartered in Porto.\n- Cobalt Health is headquartered in Austin.\n- Pablo works for Cobalt Health.\n- Pablo reports to Bruno.\n- Vantage Air was founded in 2004.\n- Chiara reports to Leila.\n- Bruno reports to Mateo.\n- Mateo reports to Sofia.\n- Leila reports to Dmitri.\n- Sofia reports to Tobias.\n- Vantage Air is headquartered in Porto.\n- Tobias reports to Chiara.\n- Tobias works for Pinnacle Software.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7625", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7626", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7627", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Bruno reports to Mara.\n- Tessa works for Helios Logistics.\n- Sanne reports to Viktor.\n- Mei works for Lattice Analytics.\n- Leila reports to Tessa.\n- Lattice Analytics was founded in 2006.\n- Mara works for Atlas Freight.\n- Hana reports to Sanne.\n- Amara reports to Bruno.\n- Amara works for Cobalt Health.\n- Tessa reports to Wren.\n- Lattice Analytics is headquartered in Tampere.\n- Hana works for Helios Logistics.\n- Wren works for Lattice Analytics.\n- Wren reports to Mei.\n- Helios Logistics was founded in 1986.\n- Tobias works for Atlas Freight.\n- Tobias reports to Leila.\n- Mara reports to Nadia.\n- Helios Logistics is headquartered in Austin.\n- Nadia reports to Hana.\n- Cobalt Health is headquartered in Porto.\n- Viktor works for Atlas Freight.\n- Cobalt Health was founded in 1981.\n- Atlas Freight was founded in 2002.\n- Mei reports to Amara.\n- Nadia works for Helios Logistics.\n- Leila works for Cobalt Health.\n- Bruno works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7629", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5217: employee Stefan A., hired 02 October 2022, separated 28 February 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5217?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7630", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Zoya works for Vantage Air.\n- Kenji works for Vantage Air.\n- Ravi reports to Sofia.\n- Kenji reports to Priya.\n- Sanne works for Fernhill Foods.\n- Mei reports to Nadia.\n- Ravi works for Vantage Air.\n- Callum reports to Mei.\n- Fernhill Foods is headquartered in Lyon.\n- Sofia works for Vantage Air.\n- Fernhill Foods was founded in 1982.\n- Sofia reports to Zoya.\n- Zoya reports to Sanne.\n- Nadia works for Bluepine Aviation.\n- Deshawn works for Vantage Air.\n- Callum works for Vantage Air.\n- Deshawn reports to Ravi.\n- Meridian Bank was founded in 1995.\n- Vantage Air was founded in 2007.\n- Vantage Air is headquartered in Austin.\n- Bluepine Aviation is headquartered in Lyon.\n- Bluepine Aviation was founded in 2006.\n- Nadia reports to Deshawn.\n- Meridian Bank is headquartered in Tallinn.\n- Mei works for Bluepine Aviation.\n- Priya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1979.\n- Pinnacle Software was founded in 1975.\n- Tobias reports to Sofia.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn reports to Tobias.\n- Jonas works for Atlas Freight.\n- Callum works for Bluepine Aviation.\n- Deshawn works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Chiara reports to Callum.\n- Bluepine Aviation was founded in 1980.\n- Omar works for Cobalt Health.\n- Callum reports to Omar.\n- Cobalt Health was founded in 2007.\n- Cobalt Health is headquartered in Brno.\n- Tobias works for Cobalt Health.\n- Sofia reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Omar reports to Deshawn.\n- Jonas reports to Chiara.\n- Pinnacle Software is headquartered in Brno.\n- Aisha works for Atlas Freight.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Beacon Insurance was founded in 2000.\n- Bluepine Aviation was founded in 1991.\n- Ravi reports to Bruno.\n- Bruno reports to Elena.\n- Wren works for Cedar Retail Group.\n- Crescent Telecom was founded in 1982.\n- Elena works for Beacon Insurance.\n- Wren reports to Tessa.\n- Crescent Telecom is headquartered in Porto.\n- Sanne reports to Mateo.\n- Elena reports to Yuki.\n- Yuki reports to Kenji.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Porto.\n- Mateo reports to Wren.\n- Callum works for Crescent Telecom.\n- Beacon Insurance is headquartered in Malmo.\n- Mateo works for Bluepine Aviation.\n- Kenji works for Crescent Telecom.\n- Cedar Retail Group was founded in 2013.\n- Sanne works for Crescent Telecom.\n- Callum reports to Sanne.\n- Bruno works for Crescent Telecom.\n- Tessa reports to Ravi.\n- Tessa works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7634", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 42028 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7635", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6003: employee Callum A., hired 04 November 2021, separated 02 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6003?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7636", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 28669 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1988.\n- Lucia reports to Callum.\n- Meridian Bank was founded in 1997.\n- Emeka works for Pinnacle Software.\n- Meridian Bank is headquartered in Adelaide.\n- Pinnacle Software was founded in 1975.\n- Priya reports to Mateo.\n- Crescent Telecom is headquartered in Malmo.\n- Omar reports to Lucia.\n- Amara reports to Priya.\n- Pinnacle Software is headquartered in Lyon.\n- Vantage Air is headquartered in Adelaide.\n- Kenji works for Pinnacle Software.\n- Vantage Air was founded in 2011.\n- Omar works for Crescent Telecom.\n- Lucia works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Mateo reports to Omar.\n- Callum works for Vantage Air.\n- Callum reports to Emeka.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Kenji.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7638", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6488: employee Stefan S., hired 17 January 2024, separated 18 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6488?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7639", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6580: employee Viktor M., hired 30 August 2023, separated 23 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6580?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7640", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Chiara works for Bluepine Aviation.\n- Kenji reports to Jonas.\n- Meridian Bank is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Turku.\n- Deshawn works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Turku.\n- Priya works for Meridian Bank.\n- Priya reports to Anders.\n- Ironwood Manufacturing is headquartered in Porto.\n- Meridian Bank was founded in 1982.\n- Pablo works for Pinnacle Software.\n- Deshawn reports to Kenji.\n- Bluepine Aviation was founded in 2001.\n- Anders reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Pablo.\n- Jonas works for Pinnacle Software.\n- Chiara reports to Deshawn.\n- Pinnacle Software was founded in 2000.\n- Jonas reports to Priya.\n- Ironwood Manufacturing was founded in 1998.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Yuki works for Helios Logistics.\n- Ravi reports to Mara.\n- Deshawn works for Vantage Air.\n- Anders works for Fernhill Foods.\n- Atlas Freight is headquartered in Malmo.\n- Helios Logistics was founded in 2008.\n- Tobias reports to Ravi.\n- Vantage Air was founded in 1990.\n- Fernhill Foods was founded in 1996.\n- Vantage Air is headquartered in Malmo.\n- Viktor works for Atlas Freight.\n- Emeka works for Fernhill Foods.\n- Wren reports to Mateo.\n- Emeka reports to Wren.\n- Deshawn reports to Viktor.\n- Mara reports to Zoya.\n- Anders reports to Deshawn.\n- Atlas Freight was founded in 1982.\n- Mateo works for Fernhill Foods.\n- Zoya reports to Sanne.\n- Yuki reports to Anders.\n- Tobias works for Fernhill Foods.\n- Mara works for Atlas Freight.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Mateo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1980.\n- Aisha works for Ironwood Manufacturing.\n- Vantage Air was founded in 2010.\n- Mara reports to Omar.\n- Callum works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Fernhill Foods was founded in 2009.\n- Jonas reports to Mara.\n- Lucia works for Vantage Air.\n- Hana reports to Lucia.\n- Aisha reports to Callum.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lucia reports to Pablo.\n- Vantage Air is headquartered in Lyon.\n- Pablo works for Atlas Freight.\n- Mara works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Atlas Freight is headquartered in Tallinn.\n- Omar works for Atlas Freight.\n- Fernhill Foods is headquartered in Basel.\n- Callum reports to Jonas.\n- Omar reports to Hana.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7644", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7645", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 December 2025): For employees hired on or after 15 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9565: employee Callum R., hired 08 October 2025, separated 29 January 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-9565 under the controlling rules.", "criteria": {"0": "$1,312", "1": "$9,000", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7646", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 30 September 2025): For employees hired on or after 30 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5166: employee Ingrid R., hired 15 June 2023, separated 13 January 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-5166 under the controlling rules.", "criteria": {"0": "$8,731", "1": "$40,000", "2": "$9,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7647", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7648", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7649", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1979.\n- Crescent Telecom was founded in 1998.\n- Cobalt Health is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Tessa reports to Mara.\n- Bruno works for Ironwood Manufacturing.\n- Ravi reports to Bruno.\n- Bluepine Aviation was founded in 2000.\n- Sofia reports to Jonas.\n- Chiara works for Ironwood Manufacturing.\n- Tessa works for Bluepine Aviation.\n- Jonas works for Ironwood Manufacturing.\n- Dmitri reports to Sofia.\n- Mara reports to Ravi.\n- Sofia works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Kenji reports to Chiara.\n- Bruno reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2005.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Nadia reports to Tessa.\n- Ravi works for Bluepine Aviation.\n- Jonas reports to Nadia.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7651", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2497: employee Jonas M., hired 28 January 2022, separated 12 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2497?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7652", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2011.\n- Yuki reports to Hana.\n- Elena works for Meridian Bank.\n- Emeka works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Kenji works for Ironwood Manufacturing.\n- Ravi works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Helios Logistics was founded in 1994.\n- Chiara reports to Ravi.\n- Fernhill Foods was founded in 2012.\n- Callum works for Meridian Bank.\n- Emeka reports to Nadia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Pablo reports to Yuki.\n- Nadia reports to Callum.\n- Hana reports to Emeka.\n- Zoya works for Helios Logistics.\n- Meridian Bank was founded in 1990.\n- Nadia works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Jonas reports to Elena.\n- Fernhill Foods is headquartered in Turku.\n- Callum reports to Jonas.\n- Ravi reports to Kenji.\n- Meridian Bank is headquartered in Turku.\n- Kenji reports to Zoya.\n- Helios Logistics is headquartered in Dunedin.\n- Hana works for Fernhill Foods.\n- Zoya reports to Pablo.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7654", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 40594 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7655", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 September 2025): For employees hired on or after 07 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2772: employee Bruno R., hired 08 September 2024, separated 12 March 2027 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2772?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Anders works for Helios Logistics.\n- Zoya reports to Emeka.\n- Tobias reports to Anders.\n- Atlas Freight is headquartered in Porto.\n- Summit Energy is headquartered in Brno.\n- Mei reports to Mateo.\n- Kenji works for Atlas Freight.\n- Tessa reports to Felix.\n- Crescent Telecom was founded in 1999.\n- Ingrid reports to Tessa.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 2015.\n- Ingrid works for Helios Logistics.\n- Felix works for Atlas Freight.\n- Deshawn reports to Kenji.\n- Atlas Freight was founded in 2006.\n- Tessa works for Crescent Telecom.\n- Mateo reports to Tobias.\n- Felix reports to Mei.\n- Anders reports to Deshawn.\n- Helios Logistics is headquartered in Brno.\n- Deshawn works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Leila reports to Ingrid.\n- Zoya works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Mei works for Crescent Telecom.\n- Summit Energy was founded in 2005.\n- Mateo works for Crescent Telecom.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7657", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Sanne works for Pinnacle Software.\n- Nadia reports to Aisha.\n- Priya works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Ravi works for Meridian Bank.\n- Aisha works for Atlas Freight.\n- Mara works for Pinnacle Software.\n- Nadia works for Atlas Freight.\n- Bruno reports to Viktor.\n- Pinnacle Software was founded in 2005.\n- Atlas Freight is headquartered in Basel.\n- Ravi reports to Mara.\n- Callum works for Meridian Bank.\n- Viktor reports to Callum.\n- Priya reports to Ravi.\n- Sanne reports to Priya.\n- Northwind Systems is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.\n- Callum reports to Nadia.\n- Viktor works for Atlas Freight.\n- Northwind Systems was founded in 1988.\n- Felix reports to Sanne.\n- Mara reports to Bruno.\n- Meridian Bank was founded in 2011.\n- Atlas Freight was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7659", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2954: employee Stefan T., hired 17 June 2023, separated 11 April 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2954?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7660", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Viktor reports to Wren.\n- Northwind Systems is headquartered in Halifax.\n- Fernhill Foods is headquartered in Austin.\n- Lattice Analytics was founded in 2008.\n- Deshawn works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Mara reports to Deshawn.\n- Beacon Insurance was founded in 2002.\n- Pablo reports to Aisha.\n- Stefan reports to Mara.\n- Amara works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Wren works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Northwind Systems was founded in 2006.\n- Zoya reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka reports to Stefan.\n- Fernhill Foods was founded in 2002.\n- Wren reports to Pablo.\n- Aisha works for Fernhill Foods.\n- Mara works for Beacon Insurance.\n- Amara reports to Zoya.\n- Deshawn reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7662", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7663", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7664", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4143: employee Nadia M., hired 04 March 2024, separated 12 December 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4143?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7665", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4886: employee Ingrid B., hired 03 November 2020, separated 25 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4886?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4886 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7666", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7667", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Pinnacle Software.\n- Felix reports to Wren.\n- Elena works for Pinnacle Software.\n- Helios Logistics is headquartered in Tampere.\n- Felix works for Helios Logistics.\n- Leila reports to Elena.\n- Bluepine Aviation was founded in 2001.\n- Wren works for Vantage Air.\n- Pinnacle Software was founded in 2006.\n- Helios Logistics was founded in 2002.\n- Bluepine Aviation is headquartered in Ghent.\n- Lucia reports to Leila.\n- Elena reports to Pablo.\n- Wren reports to Lucia.\n- Yuki works for Pinnacle Software.\n- Vantage Air was founded in 2010.\n- Pinnacle Software is headquartered in Valencia.\n- Pablo works for Pinnacle Software.\n- Mateo reports to Felix.\n- Lucia works for Vantage Air.\n- Yuki reports to Mateo.\n- Leila works for Bluepine Aviation.\n- Vantage Air is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7669", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7670", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1163: employee Ingrid R., hired 19 April 2023, separated 03 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1163?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Hana.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Yuki works for Cedar Retail Group.\n- Yuki reports to Mei.\n- Kenji works for Cedar Retail Group.\n- Dmitri reports to Sofia.\n- Hana reports to Felix.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy is headquartered in Tallinn.\n- Felix reports to Dmitri.\n- Mei works for Summit Energy.\n- Crescent Telecom was founded in 2004.\n- Mei reports to Deshawn.\n- Deshawn reports to Kenji.\n- Cedar Retail Group was founded in 2003.\n- Dmitri works for Crescent Telecom.\n- Hana works for Summit Energy.\n- Cedar Retail Group is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1995.\n- Sofia works for Cedar Retail Group.\n- Summit Energy was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2001", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7672", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 73828 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7673", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7674", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6869: employee Hana A., hired 25 October 2022, separated 23 May 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6869?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1988.\n- Anders works for Atlas Freight.\n- Tobias reports to Mateo.\n- Mateo works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Omar reports to Wren.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2010.\n- Beacon Insurance is headquartered in Ghent.\n- Tobias works for Crescent Telecom.\n- Nadia reports to Tobias.\n- Chiara works for Ironwood Manufacturing.\n- Bruno reports to Emeka.\n- Beacon Insurance was founded in 2007.\n- Wren reports to Nadia.\n- Atlas Freight is headquartered in Oslo.\n- Ravi reports to Omar.\n- Chiara reports to Ravi.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Mateo reports to Bruno.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ravi works for Crescent Telecom.\n- Emeka reports to Anders.\n- Wren works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2015.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1986", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1981.\n- Jonas works for Meridian Bank.\n- Beacon Insurance is headquartered in Halifax.\n- Priya reports to Jonas.\n- Priya works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Sanne reports to Bruno.\n- Jonas reports to Dmitri.\n- Mei reports to Ravi.\n- Ravi works for Meridian Bank.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri reports to Chiara.\n- Meridian Bank is headquartered in Malmo.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Mei.\n- Ravi reports to Sanne.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2003.\n- Meridian Bank was founded in 2006.\n- Mei works for Beacon Insurance.\n- Helios Logistics was founded in 2010.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Priya.\n- Anders works for Cedar Retail Group.\n- Tobias reports to Chiara.\n- Mei reports to Tobias.\n- Chiara reports to Viktor.\n- Kenji works for Bluepine Aviation.\n- Anders reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Jonas reports to Anders.\n- Pablo works for Bluepine Aviation.\n- Chiara works for Lattice Analytics.\n- Cedar Retail Group was founded in 2005.\n- Vantage Air is headquartered in Lyon.\n- Bruno reports to Pablo.\n- Bluepine Aviation is headquartered in Bergen.\n- Lattice Analytics was founded in 1996.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya reports to Bruno.\n- Bluepine Aviation was founded in 1985.\n- Priya works for Bluepine Aviation.\n- Amara reports to Jonas.\n- Bruno works for Lattice Analytics.\n- Zoya reports to Mei.\n- Amara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Dunedin.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Viktor works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Dmitri reports to Callum.\n- Atlas Freight was founded in 1976.\n- Lattice Analytics was founded in 2007.\n- Amara reports to Aisha.\n- Omar reports to Jonas.\n- Ironwood Manufacturing was founded in 2005.\n- Omar works for Atlas Freight.\n- Leila reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Callum reports to Amara.\n- Deshawn reports to Priya.\n- Helios Logistics is headquartered in Halifax.\n- Callum works for Lattice Analytics.\n- Aisha reports to Leila.\n- Leila works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Lattice Analytics is headquartered in Halifax.\n- Helios Logistics was founded in 1997.\n- Amara works for Atlas Freight.\n- Aisha works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Priya reports to Omar.\n- Dmitri works for Lattice Analytics.\n- Jonas reports to Dmitri.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7679", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6006: employee Omar K., hired 05 August 2021, separated 24 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2026-6006 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,062", "2": "$8,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7680", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7681", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5729: employee Yuki K., hired 06 November 2022, separated 04 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5729?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7682", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7683", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 7028 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mei.\n- Anders works for Cedar Retail Group.\n- Mateo works for Lattice Analytics.\n- Cedar Retail Group was founded in 1997.\n- Mei reports to Hana.\n- Aisha works for Cedar Retail Group.\n- Viktor works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Lattice Analytics is headquartered in Valencia.\n- Mei works for Northwind Systems.\n- Callum reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Pinnacle Software is headquartered in Cork.\n- Sanne reports to Anders.\n- Pinnacle Software was founded in 2012.\n- Northwind Systems was founded in 2000.\n- Hana works for Pinnacle Software.\n- Nadia reports to Deshawn.\n- Lattice Analytics was founded in 1988.\n- Aisha reports to Mateo.\n- Sanne works for Lattice Analytics.\n- Mateo reports to Callum.\n- Deshawn reports to Aisha.\n- Callum works for Cedar Retail Group.\n- Hana reports to Nadia.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7685", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5280: employee Nadia M., hired 04 May 2021, separated 29 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5280?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7686", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2413: employee Elena B., hired 17 September 2021, separated 18 August 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2413?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7687", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3404: employee Yuki A., hired 28 September 2020, separated 28 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3404?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7688", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7324: employee Ingrid A., hired 26 October 2022, separated 29 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7324?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7689", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7690", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8016: employee Jonas S., hired 30 April 2024, separated 03 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8016?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7691", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 October 2025): For employees hired on or after 14 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4267: employee Tobias A., hired 01 January 2023, separated 30 July 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2026-4267 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$4,000", "2": "$17,333", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7692", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Helios Logistics is headquartered in Porto.\n- Nadia reports to Mateo.\n- Viktor works for Cedar Retail Group.\n- Lucia reports to Ravi.\n- Chiara reports to Lucia.\n- Ravi reports to Pablo.\n- Tobias reports to Nadia.\n- Cedar Retail Group is headquartered in Porto.\n- Northwind Systems is headquartered in Tampere.\n- Northwind Systems was founded in 2004.\n- Kenji reports to Viktor.\n- Helios Logistics was founded in 1975.\n- Mateo works for Northwind Systems.\n- Ravi works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Pablo reports to Tobias.\n- Chiara works for Cedar Retail Group.\n- Viktor reports to Chiara.\n- Tobias works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Mateo reports to Bruno.\n- Lucia works for Meridian Bank.\n- Cedar Retail Group was founded in 2005.\n- Nadia works for Helios Logistics.\n- Meridian Bank was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Summit Energy was founded in 2011.\n- Elena reports to Mateo.\n- Mateo reports to Mara.\n- Summit Energy is headquartered in Oslo.\n- Elena works for Bluepine Aviation.\n- Mateo works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank is headquartered in Oslo.\n- Amara works for Meridian Bank.\n- Mei reports to Sofia.\n- Aisha reports to Amara.\n- Bluepine Aviation is headquartered in Brno.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Dmitri reports to Stefan.\n- Mei works for Meridian Bank.\n- Bluepine Aviation was founded in 1997.\n- Sofia works for Meridian Bank.\n- Mara reports to Viktor.\n- Stefan reports to Aisha.\n- Sofia reports to Ingrid.\n- Aisha works for Summit Energy.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank was founded in 2000.\n- Ingrid works for Summit Energy.\n- Kenji reports to Dmitri.\n- Ingrid reports to Kenji.\n- Dmitri works for Helios Logistics.\n- Amara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Brno", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Emeka works for Beacon Insurance.\n- Yuki works for Summit Energy.\n- Dmitri reports to Tobias.\n- Emeka reports to Nadia.\n- Tobias works for Northwind Systems.\n- Nadia reports to Amara.\n- Amara reports to Yuki.\n- Meridian Bank was founded in 2008.\n- Wren reports to Hana.\n- Summit Energy was founded in 1982.\n- Meridian Bank is headquartered in Brno.\n- Beacon Insurance was founded in 2001.\n- Northwind Systems was founded in 1978.\n- Beacon Insurance is headquartered in Tallinn.\n- Northwind Systems is headquartered in Leeds.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Tobias reports to Emeka.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Northwind Systems.\n- Chiara works for Beacon Insurance.\n- Ingrid works for Northwind Systems.\n- Chiara reports to Bruno.\n- Beacon Insurance was founded in 1996.\n- Felix reports to Callum.\n- Northwind Systems was founded in 1992.\n- Priya works for Northwind Systems.\n- Ingrid reports to Sofia.\n- Meridian Bank was founded in 1979.\n- Kenji works for Meridian Bank.\n- Kenji reports to Pablo.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Sofia works for Vantage Air.\n- Stefan reports to Chiara.\n- Callum works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Priya reports to Hana.\n- Bruno reports to Felix.\n- Stefan works for Beacon Insurance.\n- Felix works for Northwind Systems.\n- Vantage Air is headquartered in Brno.\n- Hana reports to Zoya.\n- Bruno works for Beacon Insurance.\n- Callum reports to Ingrid.\n- Sofia reports to Priya.\n- Vantage Air was founded in 1987.\n- Zoya reports to Kenji.\n- Northwind Systems is headquartered in Halifax.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7697", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7698", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 06 November 2022): For employees hired on or after 06 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3602: employee Pablo K., hired 19 July 2022, separated 30 December 2022 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-3602 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$8,000", "2": "$34,667", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7699", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7700", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Emeka.\n- Sanne works for Helios Logistics.\n- Aisha works for Crescent Telecom.\n- Leila reports to Ingrid.\n- Aisha reports to Zoya.\n- Meridian Bank is headquartered in Dunedin.\n- Pablo reports to Aisha.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 2011.\n- Callum reports to Leila.\n- Ravi reports to Felix.\n- Pablo works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Emeka reports to Ravi.\n- Lucia works for Meridian Bank.\n- Ingrid works for Summit Energy.\n- Crescent Telecom was founded in 2006.\n- Felix works for Crescent Telecom.\n- Zoya reports to Lucia.\n- Summit Energy was founded in 2006.\n- Callum works for Meridian Bank.\n- Leila works for Summit Energy.\n- Jonas works for Summit Energy.\n- Jonas reports to Pablo.\n- Emeka works for Helios Logistics.\n- Meridian Bank was founded in 2007.\n- Felix reports to Jonas.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Ravi works for Crescent Telecom.\n- Ingrid reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7702", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7703", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7704", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7705", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Stefan works for Helios Logistics.\n- Bluepine Aviation is headquartered in Ghent.\n- Omar reports to Yuki.\n- Bruno reports to Tessa.\n- Zoya reports to Bruno.\n- Crescent Telecom is headquartered in Austin.\n- Tessa reports to Omar.\n- Helios Logistics was founded in 2008.\n- Stefan reports to Mei.\n- Zoya works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Viktor reports to Zoya.\n- Crescent Telecom was founded in 1980.\n- Northwind Systems was founded in 2005.\n- Omar works for Crescent Telecom.\n- Yuki reports to Stefan.\n- Northwind Systems is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Bluepine Aviation was founded in 1995.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7707", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1273: employee Sofia A., hired 12 June 2020, separated 21 July 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-1273 under the controlling rules.", "criteria": {"0": "$15,375", "1": "$15,300", "2": "$13,300", "3": "$66,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Amara works for Beacon Insurance.\n- Zoya reports to Ravi.\n- Chiara works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Bruno reports to Emeka.\n- Northwind Systems is headquartered in Bergen.\n- Felix works for Northwind Systems.\n- Jonas works for Vantage Air.\n- Jonas reports to Chiara.\n- Yuki reports to Elena.\n- Beacon Insurance is headquartered in Bergen.\n- Amara reports to Bruno.\n- Vantage Air is headquartered in Brno.\n- Ravi reports to Mei.\n- Deshawn works for Vantage Air.\n- Mei reports to Jonas.\n- Deshawn reports to Zoya.\n- Mei works for Northwind Systems.\n- Zoya works for Beacon Insurance.\n- Ravi works for Vantage Air.\n- Elena works for Cobalt Health.\n- Bruno works for Beacon Insurance.\n- Felix reports to Yuki.\n- Emeka reports to Deshawn.\n- Chiara reports to Felix.\n- Vantage Air was founded in 1987.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Northwind Systems was founded in 1986.\n- Beacon Insurance was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7709", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7710", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1998: employee Sanne B., hired 07 July 2022, separated 19 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1998?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7711", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7712", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1996.\n- Yuki reports to Sofia.\n- Nadia reports to Ingrid.\n- Chiara reports to Tobias.\n- Pablo works for Cedar Retail Group.\n- Crescent Telecom was founded in 1998.\n- Nadia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1978.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Atlas Freight is headquartered in Oslo.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Mateo.\n- Cedar Retail Group was founded in 1978.\n- Sofia reports to Nadia.\n- Crescent Telecom is headquartered in Lyon.\n- Tobias reports to Pablo.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid works for Cedar Retail Group.\n- Sofia works for Crescent Telecom.\n- Yuki works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7714", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 40078 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7715", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2001.\n- Tessa reports to Yuki.\n- Anders reports to Kenji.\n- Pinnacle Software was founded in 1992.\n- Bluepine Aviation was founded in 1987.\n- Pinnacle Software is headquartered in Brno.\n- Omar works for Ironwood Manufacturing.\n- Yuki works for Bluepine Aviation.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Amara reports to Callum.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sanne works for Cedar Retail Group.\n- Omar reports to Felix.\n- Tessa works for Cedar Retail Group.\n- Felix reports to Amara.\n- Amara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2003.\n- Anders works for Pinnacle Software.\n- Yuki reports to Omar.\n- Bluepine Aviation is headquartered in Tampere.\n- Callum reports to Anders.\n- Kenji reports to Sanne.\n- Tobias reports to Tessa.\n- Kenji works for Bluepine Aviation.\n- Callum works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7717", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7718", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Omar works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Northwind Systems is headquartered in Adelaide.\n- Lucia reports to Sanne.\n- Crescent Telecom is headquartered in Leeds.\n- Aisha works for Northwind Systems.\n- Aisha reports to Elena.\n- Amara reports to Bruno.\n- Lucia works for Cobalt Health.\n- Crescent Telecom was founded in 1988.\n- Hana works for Cobalt Health.\n- Bluepine Aviation was founded in 1992.\n- Bruno works for Cobalt Health.\n- Tobias reports to Amara.\n- Tobias works for Bluepine Aviation.\n- Northwind Systems was founded in 2005.\n- Cobalt Health is headquartered in Oslo.\n- Elena works for Northwind Systems.\n- Omar reports to Hana.\n- Bluepine Aviation is headquartered in Adelaide.\n- Deshawn works for Northwind Systems.\n- Cobalt Health was founded in 2003.\n- Bruno reports to Omar.\n- Elena reports to Lucia.\n- Deshawn reports to Aisha.\n- Hana reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7721", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7722", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 53553 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Tessa reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Elena reports to Aisha.\n- Viktor works for Meridian Bank.\n- Beacon Insurance is headquartered in Lyon.\n- Tessa works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Mara reports to Emeka.\n- Pinnacle Software is headquartered in Lyon.\n- Emeka reports to Nadia.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Viktor.\n- Viktor reports to Mara.\n- Cedar Retail Group is headquartered in Lyon.\n- Beacon Insurance was founded in 1984.\n- Nadia works for Beacon Insurance.\n- Mara works for Cedar Retail Group.\n- Meridian Bank is headquartered in Valencia.\n- Pinnacle Software was founded in 1982.\n- Nadia reports to Tessa.\n- Meridian Bank was founded in 1983.\n- Cedar Retail Group was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7724", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7725", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9547: employee Zoya M., hired 21 November 2020, separated 10 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9547?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7726", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7727", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-9 (VERSION 2, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 September 2025): For employees hired on or after 26 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2934: employee Yuki T., hired 28 February 2025, separated 09 April 2027 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-2934 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$6,500", "3": "$5,513"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Callum works for Beacon Insurance.\n- Mara reports to Callum.\n- Cedar Retail Group was founded in 1978.\n- Felix works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2000.\n- Cedar Retail Group is headquartered in Ghent.\n- Aisha works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Adelaide.\n- Helios Logistics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1997.\n- Anders reports to Felix.\n- Priya reports to Aisha.\n- Callum reports to Anders.\n- Aisha reports to Mara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Omar reports to Elena.\n- Anders works for Helios Logistics.\n- Elena reports to Priya.\n- Mara works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Helios Logistics was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Bruno.\n- Felix reports to Pablo.\n- Viktor reports to Nadia.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Bruno reports to Lucia.\n- Viktor works for Lattice Analytics.\n- Meridian Bank is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Lyon.\n- Pablo works for Summit Energy.\n- Lattice Analytics is headquartered in Leeds.\n- Summit Energy was founded in 2000.\n- Stefan reports to Yuki.\n- Stefan works for Meridian Bank.\n- Lucia reports to Viktor.\n- Pablo reports to Stefan.\n- Cedar Retail Group was founded in 1990.\n- Meridian Bank was founded in 1992.\n- Bruno works for Lattice Analytics.\n- Summit Energy is headquartered in Lyon.\n- Nadia works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7730", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7663: employee Tessa K., hired 20 January 2022, separated 31 March 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7663?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7731", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9775: employee Tobias R., hired 05 May 2023, separated 01 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9775?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Emeka.\n- Sofia reports to Kenji.\n- Tessa reports to Deshawn.\n- Northwind Systems was founded in 1977.\n- Tessa works for Lattice Analytics.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 1994.\n- Tobias reports to Bruno.\n- Northwind Systems is headquartered in Valencia.\n- Nadia works for Meridian Bank.\n- Emeka reports to Tessa.\n- Lattice Analytics was founded in 2007.\n- Meridian Bank is headquartered in Malmo.\n- Kenji works for Atlas Freight.\n- Meridian Bank was founded in 2010.\n- Wren works for Atlas Freight.\n- Emeka works for Northwind Systems.\n- Mara reports to Tobias.\n- Bruno works for Meridian Bank.\n- Mara works for Northwind Systems.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia reports to Wren.\n- Bruno reports to Sofia.\n- Deshawn works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Deshawn reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Elena reports to Zoya.\n- Meridian Bank is headquartered in Cork.\n- Northwind Systems is headquartered in Tallinn.\n- Elena works for Pinnacle Software.\n- Bruno reports to Mara.\n- Mateo reports to Tessa.\n- Tessa works for Meridian Bank.\n- Northwind Systems was founded in 1997.\n- Yuki works for Meridian Bank.\n- Mara works for Pinnacle Software.\n- Yuki reports to Hana.\n- Zoya reports to Anders.\n- Chiara works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Meridian Bank was founded in 1981.\n- Pinnacle Software was founded in 2013.\n- Summit Energy was founded in 1977.\n- Chiara reports to Bruno.\n- Tessa reports to Felix.\n- Hana reports to Mateo.\n- Viktor reports to Chiara.\n- Felix works for Meridian Bank.\n- Pinnacle Software is headquartered in Tallinn.\n- Summit Energy is headquartered in Bergen.\n- Mateo works for Northwind Systems.\n- Felix reports to Viktor.\n- Mara reports to Elena.\n- Anders works for Summit Energy.\n- Hana works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7734", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7735", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2767: employee Priya R., hired 11 June 2024, separated 22 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2767?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7736", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Emeka.\n- Mateo works for Summit Energy.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Summit Energy.\n- Northwind Systems was founded in 1987.\n- Ravi reports to Mateo.\n- Aisha reports to Hana.\n- Callum reports to Ravi.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Leila works for Northwind Systems.\n- Fernhill Foods was founded in 1992.\n- Tobias works for Cedar Retail Group.\n- Hana reports to Dmitri.\n- Sofia works for Summit Energy.\n- Callum works for Cedar Retail Group.\n- Tobias reports to Nadia.\n- Emeka reports to Callum.\n- Summit Energy was founded in 1983.\n- Summit Energy is headquartered in Halifax.\n- Mateo reports to Omar.\n- Fernhill Foods is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Tampere.\n- Omar works for Fernhill Foods.\n- Ravi works for Cedar Retail Group.\n- Northwind Systems is headquartered in Halifax.\n- Nadia works for Northwind Systems.\n- Dmitri reports to Leila.\n- Sofia reports to Tobias.\n- Hana works for Fernhill Foods.\n- Nadia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7738", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Bruno.\n- Northwind Systems was founded in 1975.\n- Ravi reports to Hana.\n- Cedar Retail Group was founded in 2013.\n- Cedar Retail Group is headquartered in Leeds.\n- Hana works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.\n- Stefan reports to Nadia.\n- Vantage Air is headquartered in Brno.\n- Ravi works for Ironwood Manufacturing.\n- Mateo reports to Stefan.\n- Mateo works for Vantage Air.\n- Nadia works for Vantage Air.\n- Sofia reports to Ravi.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Stefan works for Vantage Air.\n- Mei reports to Zoya.\n- Vantage Air was founded in 1998.\n- Hana reports to Mateo.\n- Bruno works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Deshawn works for Vantage Air.\n- Sofia works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Deshawn.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Felix.\n- Viktor reports to Callum.\n- Yuki reports to Stefan.\n- Felix works for Northwind Systems.\n- Lattice Analytics is headquartered in Tallinn.\n- Stefan works for Meridian Bank.\n- Lucia reports to Dmitri.\n- Felix reports to Lucia.\n- Viktor works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1979.\n- Dmitri reports to Yuki.\n- Callum works for Fernhill Foods.\n- Priya reports to Viktor.\n- Meridian Bank was founded in 2010.\n- Zoya works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Northwind Systems was founded in 1987.\n- Mateo reports to Omar.\n- Meridian Bank is headquartered in Basel.\n- Lattice Analytics was founded in 2009.\n- Zoya reports to Priya.\n- Northwind Systems is headquartered in Dunedin.\n- Mateo works for Northwind Systems.\n- Lucia works for Lattice Analytics.\n- Stefan reports to Zoya.\n- Dmitri works for Lattice Analytics.\n- Callum reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2004", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7741", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7742", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5045: employee Tessa A., hired 08 October 2019, separated 29 September 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5045?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7743", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7744", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1187: employee Omar B., hired 24 April 2021, separated 23 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1187?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7745", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 June 2025): For employees hired on or after 17 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4097: employee Hana R., hired 11 December 2023, separated 13 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4097?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Northwind Systems was founded in 1991.\n- Ravi reports to Anders.\n- Mateo works for Cedar Retail Group.\n- Northwind Systems is headquartered in Leeds.\n- Ravi works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Meridian Bank is headquartered in Ghent.\n- Cobalt Health is headquartered in Leeds.\n- Wren works for Northwind Systems.\n- Emeka reports to Mei.\n- Meridian Bank was founded in 2003.\n- Cobalt Health was founded in 1977.\n- Pablo reports to Viktor.\n- Anders reports to Pablo.\n- Zoya reports to Ravi.\n- Leila reports to Wren.\n- Pablo works for Northwind Systems.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor reports to Leila.\n- Mateo reports to Emeka.\n- Viktor works for Cedar Retail Group.\n- Leila works for Northwind Systems.\n- Anders works for Meridian Bank.\n- Mei reports to Zoya.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Ravi.\n- Wren works for Pinnacle Software.\n- Lucia reports to Hana.\n- Ironwood Manufacturing is headquartered in Porto.\n- Wren reports to Lucia.\n- Ravi reports to Mara.\n- Fernhill Foods is headquartered in Halifax.\n- Viktor works for Summit Energy.\n- Viktor reports to Mei.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1987.\n- Ironwood Manufacturing was founded in 1986.\n- Hana reports to Viktor.\n- Lucia works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Halifax.\n- Pinnacle Software was founded in 1994.\n- Summit Energy is headquartered in Halifax.\n- Summit Energy was founded in 1999.\n- Ravi works for Summit Energy.\n- Mara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7748", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8947: employee Sofia A., hired 18 August 2021, separated 30 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8947?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2003.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Amara works for Summit Energy.\n- Leila works for Meridian Bank.\n- Omar reports to Leila.\n- Mateo reports to Bruno.\n- Summit Energy is headquartered in Bergen.\n- Northwind Systems was founded in 1993.\n- Bruno reports to Mei.\n- Anders works for Lattice Analytics.\n- Mei reports to Pablo.\n- Pablo reports to Omar.\n- Bruno works for Meridian Bank.\n- Anders reports to Mateo.\n- Summit Energy was founded in 2002.\n- Meridian Bank was founded in 1987.\n- Lattice Analytics is headquartered in Malmo.\n- Mateo works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Leila reports to Amara.\n- Northwind Systems is headquartered in Porto.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7750", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6864: employee Mateo B., hired 26 October 2022, separated 08 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6864?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1996.\n- Bruno reports to Stefan.\n- Northwind Systems is headquartered in Adelaide.\n- Mara works for Vantage Air.\n- Mara reports to Bruno.\n- Ingrid works for Vantage Air.\n- Bruno works for Northwind Systems.\n- Vantage Air was founded in 1977.\n- Atlas Freight was founded in 2006.\n- Ingrid reports to Mara.\n- Mei works for Vantage Air.\n- Stefan works for Northwind Systems.\n- Sofia works for Vantage Air.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Emeka works for Northwind Systems.\n- Summit Energy is headquartered in Brno.\n- Stefan reports to Emeka.\n- Northwind Systems was founded in 1981.\n- Mei reports to Sofia.\n- Atlas Freight is headquartered in Brno.\n- Sofia reports to Ingrid.\n- Tessa reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7752", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7024: employee Lucia B., hired 23 May 2023, separated 29 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-7024 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$6,192", "3": "$3,375"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7753", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7754", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback", "4": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7755", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7756", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7757", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2646: employee Pablo T., hired 22 October 2022, separated 04 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2646?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Priya.\n- Helios Logistics is headquartered in Brno.\n- Priya reports to Felix.\n- Callum reports to Elena.\n- Anders works for Helios Logistics.\n- Elena works for Pinnacle Software.\n- Anders reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Callum works for Pinnacle Software.\n- Priya works for Cedar Retail Group.\n- Felix reports to Zoya.\n- Felix works for Helios Logistics.\n- Elena reports to Anders.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1980.\n- Pinnacle Software is headquartered in Austin.\n- Omar works for Helios Logistics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1979.\n- Pinnacle Software was founded in 2000.\n- Stefan reports to Omar.\n- Helios Logistics was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1977", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7759", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7741: employee Wren T., hired 12 February 2021, separated 30 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7741?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7760", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7761", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8823: employee Elena R., hired 03 September 2023, separated 20 July 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-8823 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,375", "2": "$8,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7762", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7763", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 March 2023): For employees hired on or after 28 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9766: employee Elena R., hired 24 April 2022, separated 23 August 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-9766 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$6,000", "2": "$4,062", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9766 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Sanne works for Pinnacle Software.\n- Tobias reports to Mateo.\n- Pinnacle Software was founded in 2005.\n- Sofia works for Northwind Systems.\n- Leila reports to Viktor.\n- Viktor reports to Aisha.\n- Bruno reports to Amara.\n- Northwind Systems was founded in 1991.\n- Mateo reports to Wren.\n- Amara works for Fernhill Foods.\n- Aisha reports to Sofia.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Tobias works for Summit Energy.\n- Bruno works for Fernhill Foods.\n- Wren works for Northwind Systems.\n- Summit Energy was founded in 1987.\n- Sofia reports to Omar.\n- Ingrid reports to Sanne.\n- Fernhill Foods was founded in 1977.\n- Amara reports to Leila.\n- Summit Energy is headquartered in Brno.\n- Mateo works for Northwind Systems.\n- Omar reports to Tobias.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Aisha works for Summit Energy.\n- Sanne reports to Bruno.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7765", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7766", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Callum works for Vantage Air.\n- Ingrid works for Pinnacle Software.\n- Lattice Analytics was founded in 2013.\n- Beacon Insurance is headquartered in Nagoya.\n- Zoya reports to Mateo.\n- Wren reports to Zoya.\n- Beacon Insurance was founded in 1996.\n- Callum reports to Hana.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Ingrid.\n- Mateo reports to Emeka.\n- Zoya works for Vantage Air.\n- Wren works for Vantage Air.\n- Pinnacle Software is headquartered in Cork.\n- Lattice Analytics is headquartered in Tampere.\n- Vantage Air is headquartered in Nagoya.\n- Mateo works for Lattice Analytics.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Sanne reports to Callum.\n- Pinnacle Software was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7768", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1991.\n- Fernhill Foods is headquartered in Turku.\n- Wren works for Beacon Insurance.\n- Stefan reports to Anders.\n- Ravi reports to Amara.\n- Lattice Analytics was founded in 2004.\n- Yuki reports to Jonas.\n- Ingrid works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Anders reports to Yuki.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance was founded in 1994.\n- Felix reports to Mateo.\n- Mateo reports to Ravi.\n- Amara works for Lattice Analytics.\n- Jonas reports to Wren.\n- Beacon Insurance is headquartered in Turku.\n- Jonas works for Fernhill Foods.\n- Yuki works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1997.\n- Anders works for Fernhill Foods.\n- Ravi works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Stefan works for Ironwood Manufacturing.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Mara reports to Pablo.\n- Zoya works for Beacon Insurance.\n- Northwind Systems was founded in 1997.\n- Beacon Insurance is headquartered in Brno.\n- Aisha works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1990.\n- Priya works for Helios Logistics.\n- Aisha reports to Viktor.\n- Lattice Analytics was founded in 2013.\n- Mara works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Viktor works for Beacon Insurance.\n- Lattice Analytics is headquartered in Ghent.\n- Pablo works for Lattice Analytics.\n- Viktor reports to Priya.\n- Yuki works for Northwind Systems.\n- Tobias works for Beacon Insurance.\n- Priya reports to Tobias.\n- Zoya reports to Wren.\n- Beacon Insurance was founded in 1994.\n- Tobias reports to Zoya.\n- Anders reports to Mara.\n- Pablo reports to Aisha.\n- Helios Logistics is headquartered in Brno.\n- Wren reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7771", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7772", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1993.\n- Lucia works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Pablo reports to Wren.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2015.\n- Chiara works for Cobalt Health.\n- Pablo works for Atlas Freight.\n- Cobalt Health was founded in 1984.\n- Sofia reports to Pablo.\n- Sofia works for Cobalt Health.\n- Chiara reports to Nadia.\n- Wren reports to Omar.\n- Fernhill Foods is headquartered in Adelaide.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Atlas Freight is headquartered in Adelaide.\n- Nadia reports to Lucia.\n- Tessa works for Ironwood Manufacturing.\n- Omar reports to Tessa.\n- Cobalt Health is headquartered in Turku.\n- Lucia reports to Sofia.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Tobias works for Meridian Bank.\n- Priya reports to Dmitri.\n- Bruno works for Pinnacle Software.\n- Elena works for Helios Logistics.\n- Elena reports to Tobias.\n- Pinnacle Software was founded in 1994.\n- Helios Logistics was founded in 1994.\n- Crescent Telecom was founded in 2015.\n- Tessa works for Pinnacle Software.\n- Tobias reports to Priya.\n- Priya works for Helios Logistics.\n- Tessa reports to Bruno.\n- Deshawn reports to Tessa.\n- Deshawn works for Pinnacle Software.\n- Meridian Bank was founded in 1982.\n- Emeka works for Crescent Telecom.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Emeka reports to Deshawn.\n- Pinnacle Software is headquartered in Cork.\n- Meridian Bank is headquartered in Oslo.\n- Bruno reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7775", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1260: employee Bruno B., hired 07 January 2020, separated 21 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1260?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7776", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3904: employee Deshawn K., hired 07 July 2022, separated 04 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-3904 under the controlling rules.", "criteria": {"0": "$21,288", "1": "$21,418", "2": "$20,788", "3": "$92,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7777", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 30306 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7778", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "deprovision", "4": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7779", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 February 2023): For employees hired on or after 20 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8814: employee Kenji M., hired 28 August 2022, separated 11 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8814?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7780", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7781", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 61442 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "exchange_item", "2": "change_address", "3": "request_refund", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7782", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7017: employee Mateo B., hired 05 May 2022, separated 04 November 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-7017 under the controlling rules.", "criteria": {"0": "$22,716", "1": "$22,846", "2": "$99,000", "3": "$21,846"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7783", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 June 2025): For employees hired on or after 23 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1636: employee Chiara A., hired 23 September 2021, separated 14 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1636?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7784", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8775: employee Sofia M., hired 10 August 2023, separated 22 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8775?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7785", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5680: employee Aisha M., hired 21 January 2023, separated 01 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-5680 under the controlling rules.", "criteria": {"0": "$11,300", "1": "$53,300", "2": "$12,375", "3": "$12,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Sofia reports to Tobias.\n- Callum works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Tessa reports to Mateo.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Cobalt Health is headquartered in Lyon.\n- Cedar Retail Group was founded in 2012.\n- Fernhill Foods was founded in 2010.\n- Tobias works for Cobalt Health.\n- Pablo reports to Callum.\n- Mateo reports to Yuki.\n- Fernhill Foods is headquartered in Cork.\n- Callum reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Cobalt Health was founded in 2012.\n- Kenji works for Cobalt Health.\n- Yuki reports to Sofia.\n- Tobias reports to Kenji.\n- Pinnacle Software was founded in 1990.\n- Cedar Retail Group is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ingrid.\n- Omar reports to Priya.\n- Deshawn reports to Omar.\n- Deshawn works for Vantage Air.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Helios Logistics.\n- Kenji reports to Yuki.\n- Priya works for Vantage Air.\n- Yuki reports to Tobias.\n- Ravi works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Vantage Air was founded in 1999.\n- Cobalt Health was founded in 1983.\n- Yuki works for Helios Logistics.\n- Hana reports to Elena.\n- Fernhill Foods was founded in 1975.\n- Helios Logistics is headquartered in Austin.\n- Tobias works for Helios Logistics.\n- Ingrid reports to Nadia.\n- Fernhill Foods is headquartered in Brno.\n- Tobias reports to Mei.\n- Ingrid works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Mei reports to Hana.\n- Helios Logistics was founded in 2011.\n- Omar works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Nadia reports to Ravi.\n- Elena reports to Deshawn.\n- Hana works for Helios Logistics.\n- Vantage Air is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Felix.\n- Bruno reports to Wren.\n- Dmitri works for Beacon Insurance.\n- Wren reports to Tessa.\n- Beacon Insurance is headquartered in Leeds.\n- Beacon Insurance was founded in 2015.\n- Felix reports to Ravi.\n- Bluepine Aviation was founded in 1991.\n- Pablo works for Bluepine Aviation.\n- Wren works for Meridian Bank.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Dmitri reports to Pablo.\n- Pablo reports to Omar.\n- Omar reports to Anders.\n- Meridian Bank was founded in 1975.\n- Bruno works for Bluepine Aviation.\n- Ravi reports to Dmitri.\n- Meridian Bank is headquartered in Dunedin.\n- Callum works for Beacon Insurance.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Anders reports to Bruno.\n- Anders works for Bluepine Aviation.\n- Crescent Telecom was founded in 2013.\n- Tessa works for Crescent Telecom.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7789", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7790", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Lattice Analytics was founded in 2015.\n- Northwind Systems was founded in 1977.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Ghent.\n- Yuki works for Meridian Bank.\n- Mara reports to Aisha.\n- Northwind Systems is headquartered in Ghent.\n- Amara reports to Nadia.\n- Aisha works for Meridian Bank.\n- Bluepine Aviation was founded in 1979.\n- Viktor reports to Yuki.\n- Amara works for Bluepine Aviation.\n- Chiara works for Meridian Bank.\n- Yuki reports to Chiara.\n- Viktor works for Northwind Systems.\n- Nadia reports to Viktor.\n- Kenji reports to Amara.\n- Meridian Bank was founded in 1991.\n- Chiara reports to Mara.\n- Meridian Bank is headquartered in Malmo.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7792", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Nadia works for Helios Logistics.\n- Yuki works for Fernhill Foods.\n- Summit Energy is headquartered in Porto.\n- Ingrid reports to Tessa.\n- Deshawn reports to Ingrid.\n- Mateo reports to Sanne.\n- Bruno works for Fernhill Foods.\n- Yuki reports to Bruno.\n- Deshawn works for Meridian Bank.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Mateo works for Meridian Bank.\n- Ingrid works for Summit Energy.\n- Helios Logistics was founded in 2013.\n- Felix reports to Nadia.\n- Fernhill Foods was founded in 2002.\n- Tobias reports to Yuki.\n- Summit Energy was founded in 1985.\n- Felix works for Summit Energy.\n- Bruno reports to Lucia.\n- Lucia reports to Felix.\n- Lucia works for Summit Energy.\n- Helios Logistics is headquartered in Malmo.\n- Meridian Bank is headquartered in Malmo.\n- Sanne reports to Deshawn.\n- Meridian Bank was founded in 2006.\n- Wren reports to Mateo.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Tobias.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7794", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Viktor reports to Mara.\n- Tobias reports to Viktor.\n- Cedar Retail Group was founded in 1982.\n- Mara reports to Emeka.\n- Nadia works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Turku.\n- Meridian Bank was founded in 1976.\n- Viktor works for Cedar Retail Group.\n- Tobias works for Beacon Insurance.\n- Zoya works for Ironwood Manufacturing.\n- Emeka reports to Lucia.\n- Emeka works for Meridian Bank.\n- Mei reports to Nadia.\n- Mara works for Cedar Retail Group.\n- Nadia reports to Zoya.\n- Lucia works for Beacon Insurance.\n- Mei works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia reports to Mei.\n- Ironwood Manufacturing was founded in 2009.\n- Beacon Insurance was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Deshawn reports to Mara.\n- Pinnacle Software was founded in 2013.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 1999.\n- Leila works for Ironwood Manufacturing.\n- Sanne reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Pinnacle Software is headquartered in Ghent.\n- Ingrid reports to Zoya.\n- Callum reports to Leila.\n- Mara works for Pinnacle Software.\n- Chiara works for Crescent Telecom.\n- Ingrid works for Helios Logistics.\n- Sanne works for Crescent Telecom.\n- Deshawn works for Pinnacle Software.\n- Callum works for Helios Logistics.\n- Chiara reports to Sanne.\n- Mara reports to Callum.\n- Leila reports to Chiara.\n- Ironwood Manufacturing was founded in 1993.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7797", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4531: employee Chiara T., hired 26 October 2023, separated 13 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-4531 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$8,231", "2": "$40,000", "3": "$2,538"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Halifax.\n- Nadia reports to Tessa.\n- Beacon Insurance is headquartered in Halifax.\n- Sofia works for Helios Logistics.\n- Lattice Analytics was founded in 2009.\n- Dmitri works for Lattice Analytics.\n- Mara reports to Bruno.\n- Helios Logistics is headquartered in Bergen.\n- Beacon Insurance was founded in 1976.\n- Vantage Air is headquartered in Bergen.\n- Tessa reports to Leila.\n- Tessa works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Vantage Air was founded in 1986.\n- Leila works for Lattice Analytics.\n- Dmitri reports to Stefan.\n- Stefan reports to Emeka.\n- Zoya works for Helios Logistics.\n- Zoya reports to Nadia.\n- Mara works for Lattice Analytics.\n- Helios Logistics was founded in 1988.\n- Emeka reports to Zoya.\n- Emeka works for Beacon Insurance.\n- Stefan works for Helios Logistics.\n- Bruno reports to Dmitri.\n- Sofia reports to Mara.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Lucia.\n- Amara reports to Hana.\n- Sanne works for Bluepine Aviation.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Hana reports to Bruno.\n- Aisha reports to Deshawn.\n- Stefan reports to Sanne.\n- Lattice Analytics is headquartered in Brno.\n- Lucia works for Beacon Insurance.\n- Kenji reports to Stefan.\n- Pinnacle Software was founded in 1998.\n- Mei works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Mei reports to Kenji.\n- Bluepine Aviation is headquartered in Leeds.\n- Lucia reports to Amara.\n- Amara works for Pinnacle Software.\n- Bluepine Aviation was founded in 2007.\n- Kenji works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Beacon Insurance was founded in 1996.\n- Bruno reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7800", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Yuki works for Cobalt Health.\n- Kenji works for Meridian Bank.\n- Leila reports to Aisha.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Kenji.\n- Elena reports to Zoya.\n- Meridian Bank was founded in 1985.\n- Dmitri reports to Tessa.\n- Aisha reports to Ravi.\n- Bruno reports to Elena.\n- Zoya works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Leila works for Bluepine Aviation.\n- Northwind Systems was founded in 1979.\n- Tessa works for Cobalt Health.\n- Northwind Systems is headquartered in Cork.\n- Yuki reports to Leila.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Turku.\n- Bruno works for Meridian Bank.\n- Aisha works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Bluepine Aviation is headquartered in Ghent.\n- Elena works for Cobalt Health.\n- Zoya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Anders reports to Dmitri.\n- Meridian Bank was founded in 1985.\n- Deshawn reports to Lucia.\n- Callum reports to Anders.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Callum works for Lattice Analytics.\n- Mei reports to Callum.\n- Emeka reports to Deshawn.\n- Cedar Retail Group was founded in 2012.\n- Lucia reports to Mei.\n- Cobalt Health was founded in 1982.\n- Meridian Bank is headquartered in Lyon.\n- Emeka works for Cedar Retail Group.\n- Pablo reports to Emeka.\n- Lattice Analytics was founded in 2004.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei works for Lattice Analytics.\n- Lucia works for Cobalt Health.\n- Deshawn works for Cedar Retail Group.\n- Cobalt Health is headquartered in Adelaide.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Yuki works for Lattice Analytics.\n- Jonas reports to Viktor.\n- Lucia works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Viktor reports to Yuki.\n- Crescent Telecom is headquartered in Ghent.\n- Mara works for Crescent Telecom.\n- Aisha reports to Dmitri.\n- Fernhill Foods is headquartered in Dunedin.\n- Chiara reports to Kenji.\n- Yuki reports to Aisha.\n- Chiara works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Kenji reports to Callum.\n- Kenji works for Ironwood Manufacturing.\n- Jonas works for Crescent Telecom.\n- Amara reports to Mara.\n- Crescent Telecom was founded in 1998.\n- Lucia reports to Amara.\n- Callum works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Sofia reports to Jonas.\n- Aisha works for Lattice Analytics.\n- Fernhill Foods was founded in 1983.\n- Mara reports to Sofia.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 1997.\n- Dmitri reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1998.\n- Priya reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Vantage Air was founded in 1979.\n- Ravi reports to Sofia.\n- Jonas reports to Elena.\n- Jonas works for Meridian Bank.\n- Priya works for Lattice Analytics.\n- Vantage Air is headquartered in Valencia.\n- Lattice Analytics is headquartered in Valencia.\n- Mara works for Lattice Analytics.\n- Sofia reports to Omar.\n- Elena reports to Mara.\n- Lattice Analytics was founded in 1979.\n- Meridian Bank is headquartered in Valencia.\n- Meridian Bank was founded in 1996.\n- Sanne reports to Jonas.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Sofia works for Meridian Bank.\n- Ravi works for Summit Energy.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Lucia works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Fernhill Foods was founded in 1977.\n- Pinnacle Software is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Halifax.\n- Bruno reports to Tessa.\n- Pinnacle Software was founded in 1975.\n- Tessa works for Pinnacle Software.\n- Cobalt Health was founded in 1976.\n- Callum works for Cobalt Health.\n- Leila reports to Bruno.\n- Summit Energy was founded in 1976.\n- Deshawn reports to Stefan.\n- Lucia reports to Zoya.\n- Mateo reports to Leila.\n- Stefan reports to Lucia.\n- Zoya reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Chiara.\n- Deshawn works for Fernhill Foods.\n- Chiara reports to Deshawn.\n- Tessa reports to Mara.\n- Summit Energy is headquartered in Porto.\n- Zoya works for Summit Energy.\n- Leila works for Pinnacle Software.\n- Cobalt Health is headquartered in Porto.\n- Stefan works for Fernhill Foods.\n- Callum reports to Ravi.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7806", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7807", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7808", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 10340, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7809", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9212: employee Anders A., hired 18 April 2021, separated 06 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9212?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7810", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Pinnacle Software was founded in 2015.\n- Chiara works for Vantage Air.\n- Sanne works for Pinnacle Software.\n- Vantage Air was founded in 1980.\n- Beacon Insurance is headquartered in Austin.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods is headquartered in Austin.\n- Vantage Air is headquartered in Austin.\n- Emeka works for Vantage Air.\n- Pablo reports to Jonas.\n- Kenji reports to Ingrid.\n- Callum reports to Kenji.\n- Beacon Insurance was founded in 2006.\n- Chiara reports to Callum.\n- Pinnacle Software is headquartered in Turku.\n- Ingrid reports to Emeka.\n- Jonas works for Vantage Air.\n- Callum works for Vantage Air.\n- Fernhill Foods was founded in 1986.\n- Kenji works for Pinnacle Software.\n- Emeka reports to Nadia.\n- Deshawn works for Vantage Air.\n- Sanne reports to Deshawn.\n- Nadia works for Beacon Insurance.\n- Pablo works for Vantage Air.\n- Jonas reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7812", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7813", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Deshawn works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Nadia works for Helios Logistics.\n- Felix works for Northwind Systems.\n- Emeka reports to Stefan.\n- Stefan works for Helios Logistics.\n- Stefan reports to Bruno.\n- Helios Logistics is headquartered in Malmo.\n- Atlas Freight was founded in 2007.\n- Ravi works for Northwind Systems.\n- Ravi reports to Callum.\n- Ingrid works for Meridian Bank.\n- Northwind Systems was founded in 1997.\n- Bruno reports to Deshawn.\n- Helios Logistics was founded in 1998.\n- Meridian Bank is headquartered in Turku.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Sanne works for Northwind Systems.\n- Sanne reports to Zoya.\n- Ingrid reports to Nadia.\n- Felix reports to Emeka.\n- Zoya reports to Mei.\n- Bruno works for Northwind Systems.\n- Nadia reports to Ravi.\n- Callum works for Helios Logistics.\n- Deshawn reports to Ingrid.\n- Zoya works for Atlas Freight.\n- Northwind Systems is headquartered in Turku.\n- Callum reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7815", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7816", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Brno.\n- Zoya reports to Pablo.\n- Tobias reports to Aisha.\n- Leila works for Cedar Retail Group.\n- Aisha works for Bluepine Aviation.\n- Hana reports to Anders.\n- Pablo works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Brno.\n- Anders reports to Zoya.\n- Lattice Analytics was founded in 2001.\n- Deshawn reports to Hana.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila reports to Deshawn.\n- Anders works for Lattice Analytics.\n- Zoya works for Bluepine Aviation.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group was founded in 2006.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Hana works for Lattice Analytics.\n- Bluepine Aviation was founded in 2008.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7818", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4012: employee Dmitri R., hired 10 February 2025, separated 29 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4012?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Emeka.\n- Beacon Insurance is headquartered in Nagoya.\n- Stefan works for Beacon Insurance.\n- Emeka reports to Mei.\n- Helios Logistics was founded in 1990.\n- Bruno reports to Viktor.\n- Mateo works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Emeka works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Mei reports to Stefan.\n- Omar works for Crescent Telecom.\n- Helios Logistics is headquartered in Malmo.\n- Vantage Air was founded in 2011.\n- Hana reports to Zoya.\n- Nadia reports to Yuki.\n- Stefan reports to Mateo.\n- Yuki works for Beacon Insurance.\n- Crescent Telecom is headquartered in Adelaide.\n- Zoya works for Helios Logistics.\n- Crescent Telecom was founded in 1976.\n- Vantage Air is headquartered in Adelaide.\n- Mateo reports to Omar.\n- Beacon Insurance was founded in 1981.\n- Viktor works for Helios Logistics.\n- Yuki reports to Hana.\n- Ingrid reports to Bruno.\n- Nadia works for Vantage Air.\n- Mei works for Crescent Telecom.\n- Viktor reports to Nadia.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7820", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1978.\n- Priya works for Atlas Freight.\n- Crescent Telecom is headquartered in Leeds.\n- Cobalt Health was founded in 1982.\n- Sanne reports to Priya.\n- Ravi works for Fernhill Foods.\n- Sofia reports to Zoya.\n- Mateo reports to Sanne.\n- Emeka works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Sofia works for Crescent Telecom.\n- Zoya reports to Ravi.\n- Crescent Telecom was founded in 1988.\n- Jonas works for Cobalt Health.\n- Fernhill Foods was founded in 1979.\n- Zoya works for Cobalt Health.\n- Sanne works for Crescent Telecom.\n- Cobalt Health is headquartered in Cork.\n- Bruno works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Dmitri reports to Mateo.\n- Fernhill Foods is headquartered in Brno.\n- Emeka reports to Bruno.\n- Jonas reports to Tessa.\n- Leila reports to Dmitri.\n- Tessa reports to Leila.\n- Ravi reports to Emeka.\n- Priya reports to Sofia.\n- Atlas Freight is headquartered in Leeds.\n- Dmitri works for Fernhill Foods.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7822", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7010: employee Ravi B., hired 11 January 2023, separated 12 January 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7010?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7823", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7824", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Zoya.\n- Anders reports to Hana.\n- Aisha reports to Amara.\n- Beacon Insurance is headquartered in Halifax.\n- Hana works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1989.\n- Bluepine Aviation was founded in 1981.\n- Kenji works for Bluepine Aviation.\n- Zoya reports to Dmitri.\n- Summit Energy is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Amara works for Summit Energy.\n- Jonas reports to Anders.\n- Hana reports to Ingrid.\n- Amara reports to Jonas.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2015.\n- Dmitri reports to Yuki.\n- Ingrid works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Ingrid reports to Kenji.\n- Dmitri works for Summit Energy.\n- Zoya works for Summit Energy.\n- Bluepine Aviation is headquartered in Halifax.\n- Yuki works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Summit Energy was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7826", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7827", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7828", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7829", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7830", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7831", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Aisha.\n- Ingrid reports to Dmitri.\n- Atlas Freight is headquartered in Cork.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Priya works for Helios Logistics.\n- Mara works for Fernhill Foods.\n- Viktor reports to Lucia.\n- Tobias reports to Ravi.\n- Tobias works for Fernhill Foods.\n- Atlas Freight was founded in 2008.\n- Lattice Analytics was founded in 1998.\n- Aisha works for Lattice Analytics.\n- Priya reports to Pablo.\n- Aisha reports to Viktor.\n- Fernhill Foods is headquartered in Basel.\n- Dmitri reports to Mara.\n- Fernhill Foods was founded in 1997.\n- Dmitri works for Atlas Freight.\n- Lattice Analytics is headquartered in Basel.\n- Ravi reports to Sofia.\n- Lucia works for Atlas Freight.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Sanne.\n- Lucia reports to Tobias.\n- Pablo works for Helios Logistics.\n- Ravi works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Pablo reports to Ingrid.\n- Helios Logistics was founded in 2005.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7833", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7834", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4286: employee Aisha M., hired 19 August 2021, separated 25 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4286?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7835", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to inspect logs or metrics", "4": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Atlas Freight is headquartered in Dunedin.\n- Ravi reports to Emeka.\n- Zoya works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Atlas Freight was founded in 1981.\n- Stefan reports to Kenji.\n- Dmitri reports to Tessa.\n- Ravi works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Wren reports to Ingrid.\n- Cedar Retail Group was founded in 1992.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Zoya reports to Stefan.\n- Stefan works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1987.\n- Tessa reports to Callum.\n- Emeka works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Chiara.\n- Callum works for Ironwood Manufacturing.\n- Chiara works for Cedar Retail Group.\n- Helios Logistics was founded in 1997.\n- Ingrid reports to Nadia.\n- Callum reports to Ravi.\n- Cedar Retail Group is headquartered in Leeds.\n- Chiara reports to Zoya.\n- Kenji reports to Dmitri.\n- Helios Logistics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7837", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7838", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Amara works for Cobalt Health.\n- Crescent Telecom was founded in 2014.\n- Cobalt Health was founded in 1996.\n- Hana works for Bluepine Aviation.\n- Jonas works for Crescent Telecom.\n- Cobalt Health is headquartered in Nagoya.\n- Felix reports to Sofia.\n- Ravi works for Crescent Telecom.\n- Mateo works for Cobalt Health.\n- Ravi reports to Amara.\n- Bluepine Aviation was founded in 2002.\n- Anders reports to Zoya.\n- Hana reports to Felix.\n- Summit Energy was founded in 1984.\n- Leila works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Dunedin.\n- Kenji works for Bluepine Aviation.\n- Viktor works for Cobalt Health.\n- Sofia reports to Jonas.\n- Zoya reports to Ravi.\n- Felix works for Bluepine Aviation.\n- Amara reports to Leila.\n- Anders works for Cobalt Health.\n- Viktor reports to Mateo.\n- Leila reports to Viktor.\n- Jonas reports to Anders.\n- Mateo reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7840", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7841", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7842", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7843", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Sanne reports to Wren.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mara reports to Felix.\n- Priya works for Vantage Air.\n- Priya reports to Nadia.\n- Vantage Air was founded in 2001.\n- Zoya reports to Tessa.\n- Tessa reports to Kenji.\n- Sanne works for Bluepine Aviation.\n- Felix works for Summit Energy.\n- Nadia works for Bluepine Aviation.\n- Amara reports to Priya.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Zoya works for Summit Energy.\n- Emeka reports to Sanne.\n- Summit Energy was founded in 1989.\n- Tessa works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Dmitri reports to Zoya.\n- Pinnacle Software is headquartered in Turku.\n- Kenji works for Vantage Air.\n- Wren works for Bluepine Aviation.\n- Nadia reports to Emeka.\n- Felix reports to Dmitri.\n- Emeka works for Bluepine Aviation.\n- Mara works for Pinnacle Software.\n- Wren reports to Mara.\n- Pinnacle Software was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1982.\n- Vantage Air is headquartered in Porto.\n- Anders works for Summit Energy.\n- Amara works for Vantage Air.\n- Leila reports to Elena.\n- Beacon Insurance was founded in 1994.\n- Summit Energy was founded in 1988.\n- Amara reports to Ingrid.\n- Ingrid reports to Ravi.\n- Mei reports to Amara.\n- Ravi works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Basel.\n- Wren reports to Pablo.\n- Jonas reports to Anders.\n- Beacon Insurance is headquartered in Cork.\n- Chiara works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Pablo reports to Mei.\n- Jonas works for Beacon Insurance.\n- Ravi reports to Chiara.\n- Bluepine Aviation was founded in 1996.\n- Nadia works for Summit Energy.\n- Mei works for Bluepine Aviation.\n- Ingrid works for Vantage Air.\n- Chiara reports to Nadia.\n- Nadia reports to Jonas.\n- Summit Energy is headquartered in Adelaide.\n- Elena works for Vantage Air.\n- Wren works for Vantage Air.\n- Elena reports to Wren.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7846", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 February 2023): For employees hired on or after 20 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9703: employee Omar A., hired 26 April 2022, separated 26 July 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-9703 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,385", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7847", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Mara reports to Mei.\n- Lucia reports to Amara.\n- Mei reports to Jonas.\n- Amara reports to Omar.\n- Omar works for Summit Energy.\n- Jonas works for Atlas Freight.\n- Cobalt Health is headquartered in Malmo.\n- Mara works for Summit Energy.\n- Cobalt Health was founded in 2007.\n- Mei works for Cobalt Health.\n- Priya works for Atlas Freight.\n- Omar reports to Priya.\n- Chiara reports to Sofia.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Sofia works for Summit Energy.\n- Sofia reports to Mara.\n- Zoya reports to Bruno.\n- Bruno reports to Lucia.\n- Zoya works for Summit Energy.\n- Anders works for Atlas Freight.\n- Chiara works for Cobalt Health.\n- Summit Energy is headquartered in Leeds.\n- Atlas Freight is headquartered in Basel.\n- Bruno works for Cobalt Health.\n- Anders reports to Zoya.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Priya reports to Chiara.\n- Atlas Freight was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7849", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3039: employee Leila S., hired 22 January 2024, separated 13 February 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3039?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Priya works for Cedar Retail Group.\n- Callum works for Fernhill Foods.\n- Dmitri works for Cedar Retail Group.\n- Fernhill Foods was founded in 1981.\n- Priya reports to Callum.\n- Summit Energy was founded in 2013.\n- Felix works for Cedar Retail Group.\n- Meridian Bank is headquartered in Dunedin.\n- Sofia reports to Dmitri.\n- Emeka reports to Elena.\n- Felix reports to Leila.\n- Cedar Retail Group is headquartered in Porto.\n- Mei works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Mei reports to Sofia.\n- Callum reports to Anders.\n- Sofia works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Summit Energy is headquartered in Leeds.\n- Leila reports to Emeka.\n- Meridian Bank was founded in 1998.\n- Cedar Retail Group was founded in 2012.\n- Dmitri reports to Priya.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Anders reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7851", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 58057 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7852", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9507: employee Mateo B., hired 15 March 2021, separated 29 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9507?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Ravi reports to Sofia.\n- Nadia reports to Mara.\n- Tessa works for Atlas Freight.\n- Mateo reports to Ravi.\n- Ravi works for Northwind Systems.\n- Sofia reports to Zoya.\n- Northwind Systems was founded in 1979.\n- Mara reports to Tessa.\n- Atlas Freight is headquartered in Halifax.\n- Bruno works for Atlas Freight.\n- Nadia works for Northwind Systems.\n- Callum reports to Bruno.\n- Helios Logistics is headquartered in Halifax.\n- Cedar Retail Group was founded in 1979.\n- Bruno reports to Mateo.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Cedar Retail Group is headquartered in Halifax.\n- Zoya works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Atlas Freight was founded in 2010.\n- Zoya reports to Nadia.\n- Anders works for Cedar Retail Group.\n- Tessa reports to Anders.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7854", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7855", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "weather", "2": "set_alarm", "3": "set_timer", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7856", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Viktor reports to Amara.\n- Crescent Telecom was founded in 2003.\n- Crescent Telecom is headquartered in Halifax.\n- Wren reports to Emeka.\n- Tessa reports to Mateo.\n- Anders reports to Sofia.\n- Tessa works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Vantage Air is headquartered in Halifax.\n- Stefan reports to Anders.\n- Meridian Bank was founded in 1992.\n- Mateo works for Atlas Freight.\n- Amara reports to Tessa.\n- Emeka reports to Stefan.\n- Nadia reports to Viktor.\n- Vantage Air was founded in 1976.\n- Amara works for Vantage Air.\n- Sofia reports to Nadia.\n- Anders works for Meridian Bank.\n- Atlas Freight was founded in 1981.\n- Atlas Freight is headquartered in Brno.\n- Meridian Bank is headquartered in Brno.\n- Sofia works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Wren works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7858", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 9045 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7859", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7860", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7861", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Ghent.\n- Nadia works for Northwind Systems.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Pablo works for Pinnacle Software.\n- Callum reports to Stefan.\n- Leila reports to Yuki.\n- Meridian Bank is headquartered in Valencia.\n- Yuki works for Pinnacle Software.\n- Bruno reports to Nadia.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Viktor reports to Pablo.\n- Zoya works for Fernhill Foods.\n- Anders reports to Sanne.\n- Pinnacle Software was founded in 1982.\n- Viktor works for Fernhill Foods.\n- Leila works for Pinnacle Software.\n- Stefan reports to Viktor.\n- Stefan works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Yuki reports to Callum.\n- Meridian Bank was founded in 1993.\n- Anders works for Pinnacle Software.\n- Northwind Systems was founded in 1988.\n- Nadia reports to Zoya.\n- Sanne works for Pinnacle Software.\n- Northwind Systems is headquartered in Valencia.\n- Sanne reports to Wren.\n- Pablo reports to Anders.\n- Zoya reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Stefan reports to Mei.\n- Elena works for Lattice Analytics.\n- Meridian Bank is headquartered in Cork.\n- Aisha reports to Ravi.\n- Mei reports to Felix.\n- Meridian Bank was founded in 2002.\n- Felix reports to Anders.\n- Ravi reports to Tessa.\n- Lattice Analytics was founded in 1978.\n- Tessa reports to Amara.\n- Anders reports to Wren.\n- Fernhill Foods is headquartered in Oslo.\n- Anders works for Lattice Analytics.\n- Amara works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Fernhill Foods was founded in 1988.\n- Aisha works for Meridian Bank.\n- Cobalt Health is headquartered in Oslo.\n- Tobias reports to Aisha.\n- Lattice Analytics is headquartered in Oslo.\n- Stefan works for Lattice Analytics.\n- Amara reports to Dmitri.\n- Elena reports to Tobias.\n- Mei works for Meridian Bank.\n- Ravi works for Fernhill Foods.\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Dmitri reports to Stefan.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Meridian Bank was founded in 1976.\n- Emeka reports to Kenji.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Emeka works for Cedar Retail Group.\n- Priya works for Ironwood Manufacturing.\n- Omar works for Meridian Bank.\n- Mara reports to Wren.\n- Northwind Systems is headquartered in Tallinn.\n- Wren reports to Mei.\n- Felix reports to Nadia.\n- Nadia reports to Ingrid.\n- Omar reports to Mara.\n- Felix works for Northwind Systems.\n- Chiara works for Meridian Bank.\n- Priya reports to Omar.\n- Kenji works for Cedar Retail Group.\n- Mei reports to Sofia.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.\n- Chiara reports to Emeka.\n- Meridian Bank is headquartered in Tallinn.\n- Mei works for Meridian Bank.\n- Northwind Systems was founded in 1987.\n- Wren works for Northwind Systems.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sofia reports to Chiara.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Ghent", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7865", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5660: employee Mei R., hired 27 January 2023, separated 29 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5660?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sofia.\n- Leila reports to Stefan.\n- Mateo works for Meridian Bank.\n- Lattice Analytics is headquartered in Valencia.\n- Viktor works for Lattice Analytics.\n- Cobalt Health was founded in 2001.\n- Mei works for Cobalt Health.\n- Deshawn reports to Viktor.\n- Northwind Systems is headquartered in Turku.\n- Stefan works for Lattice Analytics.\n- Sofia works for Northwind Systems.\n- Elena reports to Mateo.\n- Sofia reports to Jonas.\n- Meridian Bank was founded in 1989.\n- Viktor reports to Yuki.\n- Northwind Systems was founded in 1999.\n- Yuki reports to Elena.\n- Mei reports to Leila.\n- Deshawn works for Lattice Analytics.\n- Elena works for Northwind Systems.\n- Yuki works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Leila works for Northwind Systems.\n- Lattice Analytics was founded in 2011.\n- Jonas reports to Mei.\n- Cobalt Health is headquartered in Oslo.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7867", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8285: employee Aisha S., hired 07 March 2022, separated 03 June 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8285?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Sanne works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Yuki works for Lattice Analytics.\n- Tobias reports to Ingrid.\n- Yuki reports to Anders.\n- Tobias works for Lattice Analytics.\n- Atlas Freight was founded in 1993.\n- Deshawn reports to Pablo.\n- Felix works for Helios Logistics.\n- Anders reports to Tobias.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Tessa works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Sanne reports to Tessa.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Crescent Telecom is headquartered in Leeds.\n- Felix reports to Yuki.\n- Helios Logistics was founded in 1982.\n- Nadia works for Crescent Telecom.\n- Omar reports to Deshawn.\n- Atlas Freight is headquartered in Turku.\n- Deshawn works for Crescent Telecom.\n- Ingrid reports to Omar.\n- Omar works for Atlas Freight.\n- Ravi reports to Felix.\n- Pablo reports to Nadia.\n- Lattice Analytics is headquartered in Tallinn.\n- Crescent Telecom was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1991.\n- Fernhill Foods was founded in 2011.\n- Pinnacle Software is headquartered in Porto.\n- Viktor works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Wren reports to Amara.\n- Mei works for Summit Energy.\n- Sofia reports to Chiara.\n- Mei reports to Sofia.\n- Meridian Bank is headquartered in Bergen.\n- Anders works for Summit Energy.\n- Meridian Bank was founded in 2006.\n- Amara reports to Mei.\n- Jonas works for Meridian Bank.\n- Summit Energy was founded in 2008.\n- Sofia works for Meridian Bank.\n- Wren works for Pinnacle Software.\n- Viktor reports to Wren.\n- Chiara works for Meridian Bank.\n- Fernhill Foods is headquartered in Bergen.\n- Summit Energy is headquartered in Oslo.\n- Anders reports to Jonas.\n- Chiara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2011", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7870", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7871", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3270: employee Sanne A., hired 14 August 2023, separated 03 January 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-3270 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$8,000", "2": "$34,667", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7872", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Chiara works for Summit Energy.\n- Chiara reports to Hana.\n- Nadia works for Summit Energy.\n- Mei works for Summit Energy.\n- Tobias reports to Tessa.\n- Tobias works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Tessa works for Summit Energy.\n- Atlas Freight was founded in 1992.\n- Mara works for Summit Energy.\n- Sanne reports to Ravi.\n- Leila works for Atlas Freight.\n- Nadia reports to Sanne.\n- Mei reports to Mara.\n- Leila reports to Kenji.\n- Vantage Air is headquartered in Halifax.\n- Sanne works for Atlas Freight.\n- Summit Energy was founded in 2015.\n- Mara reports to Nadia.\n- Cobalt Health was founded in 1975.\n- Ravi reports to Tobias.\n- Summit Energy is headquartered in Tallinn.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Leila.\n- Tessa reports to Chiara.\n- Hana reports to Ingrid.\n- Cobalt Health is headquartered in Halifax.\n- Kenji works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Vantage Air was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1978", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7874", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Lucia reports to Emeka.\n- Elena works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Ravi works for Beacon Insurance.\n- Tessa works for Meridian Bank.\n- Omar works for Northwind Systems.\n- Mateo works for Beacon Insurance.\n- Omar reports to Lucia.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Nadia reports to Tessa.\n- Meridian Bank was founded in 1979.\n- Lucia works for Meridian Bank.\n- Amara reports to Priya.\n- Nadia works for Beacon Insurance.\n- Chiara reports to Nadia.\n- Deshawn reports to Amara.\n- Meridian Bank is headquartered in Turku.\n- Priya reports to Mateo.\n- Northwind Systems was founded in 1989.\n- Deshawn works for Atlas Freight.\n- Ravi reports to Chiara.\n- Mateo reports to Ravi.\n- Beacon Insurance was founded in 1983.\n- Atlas Freight was founded in 1977.\n- Emeka reports to Elena.\n- Northwind Systems is headquartered in Turku.\n- Tessa reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7876", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Sanne reports to Felix.\n- Sanne works for Pinnacle Software.\n- Wren reports to Deshawn.\n- Aisha reports to Elena.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2001.\n- Deshawn works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Summit Energy was founded in 2005.\n- Deshawn reports to Sanne.\n- Kenji reports to Tessa.\n- Lucia reports to Pablo.\n- Felix works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Wren works for Beacon Insurance.\n- Pinnacle Software was founded in 1985.\n- Amara reports to Wren.\n- Kenji works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Oslo.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 1991.\n- Elena reports to Amara.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa reports to Emeka.\n- Pablo reports to Kenji.\n- Emeka reports to Aisha.\n- Emeka works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7878", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7023: employee Lucia R., hired 20 July 2023, separated 15 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7023?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Sanne.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei works for Fernhill Foods.\n- Mei reports to Elena.\n- Ravi works for Meridian Bank.\n- Sanne works for Cedar Retail Group.\n- Omar reports to Mateo.\n- Pablo works for Meridian Bank.\n- Cobalt Health was founded in 1988.\n- Sanne reports to Omar.\n- Mateo reports to Sofia.\n- Fernhill Foods is headquartered in Cork.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Pablo.\n- Fernhill Foods was founded in 1997.\n- Elena reports to Ravi.\n- Meridian Bank was founded in 1980.\n- Omar works for Meridian Bank.\n- Cobalt Health is headquartered in Cork.\n- Mateo works for Cedar Retail Group.\n- Elena works for Fernhill Foods.\n- Cedar Retail Group was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Meridian Bank was founded in 1992.\n- Pinnacle Software was founded in 2010.\n- Omar works for Pinnacle Software.\n- Lucia reports to Elena.\n- Nadia works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pinnacle Software is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2002.\n- Zoya works for Meridian Bank.\n- Yuki works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Lucia works for Pinnacle Software.\n- Felix reports to Yuki.\n- Yuki reports to Stefan.\n- Stefan reports to Zoya.\n- Zoya reports to Nadia.\n- Felix works for Pinnacle Software.\n- Elena works for Bluepine Aviation.\n- Meridian Bank is headquartered in Adelaide.\n- Elena reports to Felix.\n- Emeka works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1990.\n- Nadia reports to Omar.\n- Bluepine Aviation is headquartered in Turku.\n- Omar reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7881", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7882", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Stefan.\n- Elena works for Cedar Retail Group.\n- Stefan reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Tobias reports to Lucia.\n- Cobalt Health was founded in 1980.\n- Stefan works for Cedar Retail Group.\n- Ravi reports to Elena.\n- Emeka works for Cobalt Health.\n- Lucia works for Fernhill Foods.\n- Omar works for Bluepine Aviation.\n- Cobalt Health is headquartered in Basel.\n- Nadia works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Turku.\n- Elena reports to Emeka.\n- Bluepine Aviation was founded in 1984.\n- Nadia reports to Omar.\n- Bluepine Aviation is headquartered in Turku.\n- Cedar Retail Group is headquartered in Adelaide.\n- Fernhill Foods was founded in 1987.\n- Tobias works for Cobalt Health.\n- Omar reports to Tobias.\n- Cedar Retail Group was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Meridian Bank is headquartered in Leeds.\n- Emeka reports to Leila.\n- Priya reports to Stefan.\n- Cedar Retail Group was founded in 1995.\n- Omar reports to Priya.\n- Elena reports to Emeka.\n- Northwind Systems was founded in 1978.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Meridian Bank was founded in 1988.\n- Sanne reports to Omar.\n- Anders works for Meridian Bank.\n- Cedar Retail Group is headquartered in Leeds.\n- Elena works for Vantage Air.\n- Stefan reports to Anders.\n- Priya works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 2015.\n- Viktor works for Vantage Air.\n- Sanne works for Northwind Systems.\n- Viktor reports to Elena.\n- Anders reports to Viktor.\n- Leila reports to Mara.\n- Northwind Systems is headquartered in Austin.\n- Stefan works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Anders works for Fernhill Foods.\n- Jonas reports to Anders.\n- Lucia works for Atlas Freight.\n- Anders reports to Nadia.\n- Nadia reports to Omar.\n- Omar reports to Leila.\n- Fernhill Foods was founded in 1984.\n- Nadia works for Fernhill Foods.\n- Atlas Freight was founded in 1985.\n- Helios Logistics is headquartered in Turku.\n- Viktor reports to Tessa.\n- Jonas works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Northwind Systems was founded in 1985.\n- Omar works for Fernhill Foods.\n- Atlas Freight is headquartered in Porto.\n- Leila works for Northwind Systems.\n- Helios Logistics was founded in 1989.\n- Tessa reports to Jonas.\n- Lucia reports to Viktor.\n- Viktor works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7887", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3463: employee Anders B., hired 31 March 2021, separated 27 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3463?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7888", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3733: employee Zoya S., hired 05 May 2021, separated 30 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3733?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7889", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1678: employee Leila T., hired 27 November 2023, separated 31 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1678?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7890", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Wren.\n- Yuki works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Leila works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Pablo works for Crescent Telecom.\n- Bruno reports to Ingrid.\n- Crescent Telecom is headquartered in Austin.\n- Wren reports to Hana.\n- Crescent Telecom was founded in 1987.\n- Tobias reports to Mara.\n- Mara reports to Bruno.\n- Bluepine Aviation was founded in 1989.\n- Omar reports to Pablo.\n- Pinnacle Software was founded in 1977.\n- Pablo reports to Tobias.\n- Bluepine Aviation is headquartered in Leeds.\n- Pinnacle Software is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Leila reports to Omar.\n- Ingrid works for Bluepine Aviation.\n- Hana reports to Leila.\n- Mara works for Crescent Telecom.\n- Fernhill Foods was founded in 1977.\n- Omar works for Pinnacle Software.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7892", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 March 2025): For employees hired on or after 16 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8064: employee Sanne T., hired 04 February 2024, separated 22 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8064?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7893", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3080: employee Hana A., hired 27 May 2021, separated 22 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3080?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Vantage Air is headquartered in Valencia.\n- Mara reports to Deshawn.\n- Mateo works for Helios Logistics.\n- Crescent Telecom is headquartered in Valencia.\n- Felix reports to Mateo.\n- Mateo reports to Viktor.\n- Viktor works for Helios Logistics.\n- Mara works for Vantage Air.\n- Viktor reports to Bruno.\n- Lucia reports to Felix.\n- Helios Logistics is headquartered in Leeds.\n- Crescent Telecom was founded in 1975.\n- Bruno works for Crescent Telecom.\n- Pinnacle Software was founded in 1979.\n- Deshawn works for Helios Logistics.\n- Bruno reports to Pablo.\n- Felix works for Pinnacle Software.\n- Deshawn reports to Lucia.\n- Vantage Air was founded in 1983.\n- Pinnacle Software is headquartered in Lyon.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7895", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7896", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7897", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7898", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7899", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7900", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Anders reports to Leila.\n- Leila reports to Kenji.\n- Helios Logistics is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Austin.\n- Deshawn works for Helios Logistics.\n- Aisha reports to Elena.\n- Felix works for Northwind Systems.\n- Elena reports to Mateo.\n- Leila works for Beacon Insurance.\n- Northwind Systems is headquartered in Oslo.\n- Kenji works for Helios Logistics.\n- Northwind Systems was founded in 1995.\n- Mateo works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Cedar Retail Group was founded in 1992.\n- Ingrid works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Helios Logistics was founded in 2004.\n- Beacon Insurance is headquartered in Oslo.\n- Kenji reports to Felix.\n- Elena works for Northwind Systems.\n- Beacon Insurance was founded in 2012.\n- Felix reports to Ingrid.\n- Wren reports to Deshawn.\n- Ingrid reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7902", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1979.\n- Nadia works for Beacon Insurance.\n- Pablo reports to Tessa.\n- Summit Energy is headquartered in Halifax.\n- Priya reports to Nadia.\n- Tessa reports to Emeka.\n- Bluepine Aviation was founded in 2013.\n- Bluepine Aviation is headquartered in Oslo.\n- Emeka works for Bluepine Aviation.\n- Yuki works for Ironwood Manufacturing.\n- Kenji works for Summit Energy.\n- Yuki reports to Pablo.\n- Pablo works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Hana reports to Priya.\n- Beacon Insurance was founded in 2003.\n- Emeka reports to Hana.\n- Hana works for Beacon Insurance.\n- Kenji reports to Yuki.\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Summit Energy was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7904", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2107: employee Elena T., hired 06 December 2022, separated 08 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2107?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Kenji reports to Mara.\n- Callum works for Summit Energy.\n- Amara reports to Sanne.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Elena reports to Leila.\n- Summit Energy is headquartered in Bergen.\n- Mei reports to Kenji.\n- Sanne works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Summit Energy was founded in 1997.\n- Ravi works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1998.\n- Sofia works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Amara works for Summit Energy.\n- Ironwood Manufacturing was founded in 2015.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 2002.\n- Felix reports to Sofia.\n- Sofia reports to Elena.\n- Elena works for Summit Energy.\n- Mei works for Summit Energy.\n- Kenji works for Helios Logistics.\n- Lucia reports to Callum.\n- Lucia works for Ironwood Manufacturing.\n- Ravi reports to Amara.\n- Sanne reports to Felix.\n- Leila reports to Mei.\n- Callum reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7906", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6746: employee Chiara T., hired 25 June 2023, separated 01 May 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-6746?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7907", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7908", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9827: employee Sanne R., hired 20 July 2021, separated 28 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9827?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9827 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Adelaide.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Summit Energy was founded in 2014.\n- Cobalt Health was founded in 1990.\n- Crescent Telecom is headquartered in Turku.\n- Felix reports to Zoya.\n- Mei reports to Emeka.\n- Viktor works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Cobalt Health is headquartered in Oslo.\n- Callum reports to Mei.\n- Atlas Freight was founded in 2004.\n- Wren works for Crescent Telecom.\n- Wren reports to Callum.\n- Felix works for Cobalt Health.\n- Emeka works for Crescent Telecom.\n- Mara reports to Felix.\n- Emeka reports to Viktor.\n- Viktor reports to Mara.\n- Zoya works for Summit Energy.\n- Callum works for Summit Energy.\n- Crescent Telecom was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7910", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Aisha works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Bruno reports to Mara.\n- Felix works for Fernhill Foods.\n- Nadia reports to Felix.\n- Bluepine Aviation was founded in 1984.\n- Ravi reports to Hana.\n- Pablo reports to Elena.\n- Amara reports to Lucia.\n- Lucia reports to Aisha.\n- Crescent Telecom was founded in 2010.\n- Hana reports to Pablo.\n- Elena works for Beacon Insurance.\n- Pablo works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods was founded in 2009.\n- Amara works for Fernhill Foods.\n- Elena reports to Amara.\n- Bluepine Aviation is headquartered in Basel.\n- Mara works for Crescent Telecom.\n- Hana works for Bluepine Aviation.\n- Felix reports to Sanne.\n- Fernhill Foods is headquartered in Lyon.\n- Mara reports to Nadia.\n- Aisha reports to Bruno.\n- Ravi works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Lyon.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7912", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6645: employee Ingrid K., hired 30 July 2021, separated 09 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6645?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1995.\n- Ravi reports to Stefan.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Lucia works for Cobalt Health.\n- Atlas Freight is headquartered in Halifax.\n- Viktor reports to Ravi.\n- Chiara works for Vantage Air.\n- Chiara reports to Elena.\n- Stefan reports to Amara.\n- Lucia reports to Viktor.\n- Elena reports to Deshawn.\n- Elena works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Priya reports to Mei.\n- Deshawn works for Vantage Air.\n- Cobalt Health was founded in 2002.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing was founded in 1982.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn reports to Priya.\n- Vantage Air was founded in 1986.\n- Ravi works for Ironwood Manufacturing.\n- Mei reports to Lucia.\n- Viktor works for Vantage Air.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7914", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4071: employee Felix K., hired 15 October 2020, separated 07 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4071?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 2009.\n- Pablo works for Beacon Insurance.\n- Meridian Bank is headquartered in Nagoya.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Ingrid works for Meridian Bank.\n- Nadia works for Beacon Insurance.\n- Ingrid reports to Stefan.\n- Pablo reports to Aisha.\n- Stefan reports to Pablo.\n- Emeka reports to Ingrid.\n- Beacon Insurance is headquartered in Brno.\n- Felix reports to Tessa.\n- Meridian Bank was founded in 1989.\n- Nadia reports to Felix.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tessa works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1985.\n- Pinnacle Software was founded in 2011.\n- Tessa reports to Emeka.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7916", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7917", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7918", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7919", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9829: employee Ravi M., hired 05 September 2021, separated 02 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9829?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7920", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 49266 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7921", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-7922", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Mara reports to Emeka.\n- Mateo works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Tobias reports to Yuki.\n- Crescent Telecom is headquartered in Adelaide.\n- Amara reports to Dmitri.\n- Emeka reports to Mateo.\n- Dmitri works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1976.\n- Vantage Air was founded in 2008.\n- Ironwood Manufacturing is headquartered in Turku.\n- Amara works for Ironwood Manufacturing.\n- Hana reports to Deshawn.\n- Lucia works for Crescent Telecom.\n- Kenji works for Vantage Air.\n- Ironwood Manufacturing was founded in 1989.\n- Emeka works for Crescent Telecom.\n- Mateo reports to Amara.\n- Yuki reports to Kenji.\n- Mei works for Vantage Air.\n- Dmitri reports to Mei.\n- Mei reports to Lucia.\n- Mara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Dunedin.\n- Tobias works for Vantage Air.\n- Deshawn reports to Mara.\n- Kenji reports to Hana.\n- Deshawn works for Lattice Analytics.\n- Hana works for Vantage Air.\n- Lattice Analytics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7924", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7925", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3394: employee Dmitri K., hired 15 July 2023, separated 03 July 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3394?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3394 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Pablo works for Lattice Analytics.\n- Lucia reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Callum reports to Felix.\n- Callum works for Pinnacle Software.\n- Beacon Insurance was founded in 2002.\n- Aisha reports to Lucia.\n- Aisha works for Pinnacle Software.\n- Lucia works for Beacon Insurance.\n- Pablo reports to Emeka.\n- Zoya reports to Dmitri.\n- Sanne works for Lattice Analytics.\n- Emeka works for Vantage Air.\n- Lattice Analytics is headquartered in Halifax.\n- Pinnacle Software was founded in 1982.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Felix reports to Aisha.\n- Pinnacle Software is headquartered in Oslo.\n- Mateo reports to Sanne.\n- Vantage Air was founded in 1997.\n- Dmitri works for Beacon Insurance.\n- Sanne reports to Pablo.\n- Lattice Analytics was founded in 2015.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7927", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2547: employee Tessa R., hired 02 May 2023, separated 23 August 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-2547 under the controlling rules.", "criteria": {"0": "$8,625", "1": "$6,700", "2": "$8,700", "3": "$37,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7928", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8812: employee Priya S., hired 31 October 2022, separated 26 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8812?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Leila works for Beacon Insurance.\n- Pablo reports to Kenji.\n- Cobalt Health is headquartered in Turku.\n- Fernhill Foods is headquartered in Malmo.\n- Hana works for Meridian Bank.\n- Kenji reports to Hana.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Beacon Insurance was founded in 1999.\n- Deshawn reports to Yuki.\n- Deshawn works for Meridian Bank.\n- Viktor reports to Deshawn.\n- Fernhill Foods was founded in 1998.\n- Tessa reports to Viktor.\n- Yuki works for Meridian Bank.\n- Beacon Insurance is headquartered in Austin.\n- Viktor works for Fernhill Foods.\n- Leila reports to Pablo.\n- Nadia reports to Tessa.\n- Meridian Bank is headquartered in Tampere.\n- Yuki reports to Leila.\n- Cobalt Health was founded in 1986.\n- Kenji works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Zoya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Viktor.\n- Aisha works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Felix reports to Aisha.\n- Beacon Insurance was founded in 1983.\n- Viktor works for Summit Energy.\n- Crescent Telecom is headquartered in Tallinn.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Emeka reports to Yuki.\n- Tessa works for Crescent Telecom.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Emeka.\n- Hana reports to Elena.\n- Felix works for Summit Energy.\n- Crescent Telecom was founded in 1986.\n- Beacon Insurance is headquartered in Tampere.\n- Tobias works for Summit Energy.\n- Zoya reports to Hana.\n- Viktor reports to Felix.\n- Summit Energy is headquartered in Dunedin.\n- Aisha reports to Tobias.\n- Ironwood Manufacturing was founded in 2008.\n- Hana works for Crescent Telecom.\n- Zoya works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Yuki reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Lyon.\n- Meridian Bank was founded in 2009.\n- Kenji works for Vantage Air.\n- Meridian Bank is headquartered in Austin.\n- Vantage Air was founded in 1995.\n- Beacon Insurance was founded in 1998.\n- Chiara reports to Kenji.\n- Ironwood Manufacturing was founded in 1975.\n- Mara reports to Callum.\n- Sofia reports to Mateo.\n- Leila reports to Mei.\n- Mateo works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.\n- Kenji reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Wren reports to Chiara.\n- Sofia works for Beacon Insurance.\n- Viktor reports to Sofia.\n- Callum reports to Viktor.\n- Mei works for Vantage Air.\n- Mei reports to Mara.\n- Vantage Air is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Ingrid reports to Omar.\n- Priya works for Summit Energy.\n- Priya reports to Sanne.\n- Leila reports to Ingrid.\n- Sanne reports to Felix.\n- Hana reports to Dmitri.\n- Felix reports to Viktor.\n- Sanne works for Cedar Retail Group.\n- Mateo reports to Pablo.\n- Ingrid works for Pinnacle Software.\n- Dmitri works for Summit Energy.\n- Pablo works for Vantage Air.\n- Summit Energy was founded in 2004.\n- Dmitri reports to Priya.\n- Omar reports to Nadia.\n- Pinnacle Software is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2014.\n- Pablo reports to Leila.\n- Felix works for Cedar Retail Group.\n- Pinnacle Software was founded in 2013.\n- Cedar Retail Group is headquartered in Nagoya.\n- Summit Energy is headquartered in Nagoya.\n- Mateo works for Vantage Air.\n- Viktor works for Summit Energy.\n- Leila works for Summit Energy.\n- Omar works for Summit Energy.\n- Vantage Air is headquartered in Tallinn.\n- Vantage Air was founded in 1991.\n- Nadia reports to Hana.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7933", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Nadia.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Cobalt Health was founded in 1984.\n- Chiara reports to Deshawn.\n- Tobias reports to Zoya.\n- Chiara works for Summit Energy.\n- Helios Logistics was founded in 2005.\n- Zoya reports to Chiara.\n- Elena reports to Priya.\n- Amara reports to Tobias.\n- Cobalt Health is headquartered in Lyon.\n- Priya works for Cobalt Health.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Nadia works for Cobalt Health.\n- Ravi works for Helios Logistics.\n- Ravi reports to Elena.\n- Tobias works for Pinnacle Software.\n- Priya reports to Amara.\n- Elena works for Cobalt Health.\n- Amara works for Summit Energy.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy was founded in 2014.\n- Deshawn reports to Felix.\n- Pinnacle Software was founded in 1999.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7935", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3106: employee Chiara M., hired 09 January 2021, separated 06 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3106?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-7936", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1983.\n- Tobias works for Helios Logistics.\n- Callum reports to Emeka.\n- Tobias reports to Stefan.\n- Crescent Telecom is headquartered in Brno.\n- Mei works for Cedar Retail Group.\n- Viktor reports to Bruno.\n- Callum works for Crescent Telecom.\n- Cedar Retail Group was founded in 1985.\n- Helios Logistics was founded in 1986.\n- Mei reports to Tobias.\n- Tessa works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Turku.\n- Helios Logistics is headquartered in Brno.\n- Viktor works for Helios Logistics.\n- Bruno reports to Callum.\n- Stefan works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Crescent Telecom was founded in 1997.\n- Emeka reports to Elena.\n- Bluepine Aviation is headquartered in Brno.\n- Tessa reports to Viktor.\n- Elena reports to Nadia.\n- Elena works for Bluepine Aviation.\n- Emeka works for Cedar Retail Group.\n- Nadia works for Bluepine Aviation.\n- Stefan reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7938", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 July 2023): For employees hired on or after 13 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3963: employee Ravi T., hired 09 July 2022, separated 01 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3963?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2003.\n- Felix reports to Mateo.\n- Atlas Freight was founded in 1981.\n- Mateo reports to Anders.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Jonas reports to Pablo.\n- Anders works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2015.\n- Cobalt Health is headquartered in Leeds.\n- Pinnacle Software was founded in 1981.\n- Felix works for Atlas Freight.\n- Lucia reports to Jonas.\n- Mateo works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Anders reports to Tobias.\n- Dmitri reports to Felix.\n- Pablo reports to Dmitri.\n- Atlas Freight is headquartered in Brno.\n- Dmitri works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7940", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Crescent Telecom is headquartered in Dunedin.\n- Vantage Air is headquartered in Oslo.\n- Lucia reports to Tessa.\n- Anders works for Vantage Air.\n- Sofia reports to Lucia.\n- Lucia works for Vantage Air.\n- Omar works for Summit Energy.\n- Mara works for Vantage Air.\n- Yuki reports to Sofia.\n- Ravi reports to Omar.\n- Callum works for Cobalt Health.\n- Deshawn reports to Yuki.\n- Ingrid works for Cobalt Health.\n- Crescent Telecom was founded in 2006.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Ravi works for Crescent Telecom.\n- Anders reports to Deshawn.\n- Summit Energy was founded in 2009.\n- Yuki works for Cobalt Health.\n- Tessa reports to Ingrid.\n- Vantage Air was founded in 1988.\n- Callum reports to Ravi.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Deshawn works for Vantage Air.\n- Ingrid reports to Mara.\n- Stefan reports to Anders.\n- Cobalt Health was founded in 2015.\n- Omar reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Felix.\n- Northwind Systems was founded in 2005.\n- Atlas Freight was founded in 2009.\n- Felix works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Mara reports to Deshawn.\n- Tobias works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Helios Logistics.\n- Stefan reports to Kenji.\n- Deshawn reports to Stefan.\n- Anders reports to Mara.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias reports to Anders.\n- Wren reports to Tobias.\n- Anders works for Northwind Systems.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1989.\n- Stefan works for Helios Logistics.\n- Cobalt Health was founded in 2013.\n- Northwind Systems is headquartered in Cork.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7943", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9863: employee Emeka T., hired 26 February 2022, separated 19 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9863?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9863 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7944", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7812: employee Sofia T., hired 10 May 2021, separated 26 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-7812?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7945", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Chiara.\n- Pablo reports to Nadia.\n- Kenji reports to Leila.\n- Sanne reports to Viktor.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Meridian Bank is headquartered in Tampere.\n- Viktor works for Crescent Telecom.\n- Deshawn works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Cedar Retail Group was founded in 1982.\n- Tessa works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Crescent Telecom was founded in 1983.\n- Chiara works for Crescent Telecom.\n- Felix reports to Bruno.\n- Chiara reports to Mateo.\n- Fernhill Foods is headquartered in Brno.\n- Meridian Bank was founded in 2012.\n- Cedar Retail Group is headquartered in Leeds.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn reports to Tessa.\n- Tessa reports to Felix.\n- Viktor reports to Pablo.\n- Pablo works for Meridian Bank.\n- Felix works for Fernhill Foods.\n- Bruno works for Cedar Retail Group.\n- Leila reports to Deshawn.\n- Mateo reports to Sanne.\n- Nadia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7947", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3537: employee Lucia T., hired 03 August 2022, separated 17 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3537?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7948", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7949", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-2 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4721: employee Tobias S., hired 07 March 2023, separated 25 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4721?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4721 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-7950", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4415: employee Nadia T., hired 06 January 2022, separated 21 May 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4415?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Crescent Telecom is headquartered in Bergen.\n- Leila works for Crescent Telecom.\n- Lattice Analytics was founded in 1981.\n- Lattice Analytics is headquartered in Oslo.\n- Mara reports to Omar.\n- Chiara works for Lattice Analytics.\n- Crescent Telecom was founded in 2012.\n- Mateo reports to Elena.\n- Helios Logistics is headquartered in Brno.\n- Stefan works for Lattice Analytics.\n- Zoya reports to Yuki.\n- Summit Energy is headquartered in Bergen.\n- Deshawn reports to Anders.\n- Leila reports to Deshawn.\n- Anders works for Summit Energy.\n- Stefan reports to Mateo.\n- Omar reports to Ravi.\n- Omar works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Yuki reports to Chiara.\n- Mara works for Helios Logistics.\n- Chiara reports to Leila.\n- Zoya works for Crescent Telecom.\n- Summit Energy was founded in 2003.\n- Ravi reports to Zoya.\n- Deshawn works for Summit Energy.\n- Ravi works for Summit Energy.\n- Helios Logistics was founded in 2005.\n- Elena works for Lattice Analytics.\n- Elena reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7952", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8826: employee Mei B., hired 01 August 2020, separated 02 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8826?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7953", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7954", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7955", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4985: employee Mateo B., hired 22 August 2021, separated 11 February 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-4985 under the controlling rules.", "criteria": {"0": "$11,000", "1": "$10,938", "2": "$47,667", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-7957", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7958", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-7959", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3461: employee Priya K., hired 09 November 2021, separated 06 January 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3461?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Lucia reports to Leila.\n- Pinnacle Software is headquartered in Cork.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Cork.\n- Fernhill Foods was founded in 1977.\n- Tessa reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Leila reports to Chiara.\n- Pablo reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Deshawn reports to Wren.\n- Northwind Systems was founded in 2007.\n- Lucia works for Northwind Systems.\n- Yuki works for Pinnacle Software.\n- Zoya reports to Pablo.\n- Dmitri reports to Deshawn.\n- Chiara works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Leila works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Hana reports to Zoya.\n- Pablo works for Pinnacle Software.\n- Priya reports to Hana.\n- Northwind Systems is headquartered in Basel.\n- Pinnacle Software was founded in 1994.\n- Wren works for Pinnacle Software.\n- Hana works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Chiara reports to Yuki.\n- Yuki reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Deshawn reports to Sofia.\n- Mara works for Lattice Analytics.\n- Summit Energy was founded in 1977.\n- Northwind Systems is headquartered in Leeds.\n- Summit Energy is headquartered in Malmo.\n- Cedar Retail Group was founded in 1999.\n- Sofia reports to Mara.\n- Wren works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Dmitri reports to Wren.\n- Wren reports to Yuki.\n- Northwind Systems was founded in 1995.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sofia works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Dmitri works for Northwind Systems.\n- Deshawn works for Summit Energy.\n- Lattice Analytics is headquartered in Nagoya.\n- Elena reports to Deshawn.\n- Mara reports to Dmitri.\n- Yuki reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7962", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Dmitri.\n- Bluepine Aviation is headquartered in Nagoya.\n- Omar reports to Stefan.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1998.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Zoya works for Vantage Air.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Wren reports to Callum.\n- Vantage Air was founded in 2012.\n- Bruno reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Zoya reports to Nadia.\n- Callum reports to Sanne.\n- Bruno works for Vantage Air.\n- Helios Logistics is headquartered in Nagoya.\n- Stefan works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Nadia reports to Yuki.\n- Yuki works for Ironwood Manufacturing.\n- Dmitri reports to Zoya.\n- Bluepine Aviation was founded in 2005.\n- Sanne reports to Bruno.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Amara.\n- Stefan reports to Aisha.\n- Aisha works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tessa reports to Pablo.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Vantage Air is headquartered in Brno.\n- Amara reports to Nadia.\n- Beacon Insurance is headquartered in Lyon.\n- Viktor reports to Chiara.\n- Viktor works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Ghent.\n- Fernhill Foods was founded in 2009.\n- Pablo reports to Stefan.\n- Vantage Air was founded in 1998.\n- Ironwood Manufacturing was founded in 1991.\n- Pablo works for Vantage Air.\n- Tessa works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Nadia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7965", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2848: employee Nadia B., hired 23 May 2022, separated 24 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-2848?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Northwind Systems was founded in 2000.\n- Stefan works for Beacon Insurance.\n- Lattice Analytics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Cork.\n- Callum works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Mei reports to Priya.\n- Viktor reports to Anders.\n- Helios Logistics is headquartered in Cork.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1976.\n- Yuki reports to Dmitri.\n- Priya reports to Yuki.\n- Priya works for Helios Logistics.\n- Omar reports to Stefan.\n- Yuki works for Beacon Insurance.\n- Dmitri works for Lattice Analytics.\n- Stefan reports to Mei.\n- Helios Logistics was founded in 2010.\n- Callum reports to Pablo.\n- Dmitri reports to Viktor.\n- Mei works for Lattice Analytics.\n- Anders reports to Hana.\n- Northwind Systems is headquartered in Tallinn.\n- Lattice Analytics was founded in 2014.\n- Pablo reports to Amara.\n- Omar works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Hana reports to Callum.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7967", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Felix reports to Jonas.\n- Mei works for Cedar Retail Group.\n- Dmitri works for Bluepine Aviation.\n- Elena works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.\n- Mei reports to Ingrid.\n- Elena reports to Nadia.\n- Bluepine Aviation was founded in 2006.\n- Lattice Analytics was founded in 2013.\n- Cedar Retail Group was founded in 1999.\n- Nadia reports to Leila.\n- Leila works for Lattice Analytics.\n- Cobalt Health was founded in 2011.\n- Felix works for Cobalt Health.\n- Cedar Retail Group is headquartered in Lyon.\n- Cobalt Health is headquartered in Halifax.\n- Lattice Analytics is headquartered in Leeds.\n- Dmitri reports to Felix.\n- Ingrid reports to Elena.\n- Bluepine Aviation is headquartered in Halifax.\n- Ingrid works for Lattice Analytics.\n- Jonas reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7969", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6624: employee Aisha S., hired 20 August 2021, separated 26 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6624?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-7970", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1905: employee Mara A., hired 02 December 2021, separated 16 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1905?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Tobias reports to Stefan.\n- Yuki works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Kenji.\n- Fernhill Foods is headquartered in Cork.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Nadia reports to Zoya.\n- Meridian Bank was founded in 2001.\n- Anders reports to Tobias.\n- Stefan works for Vantage Air.\n- Anders works for Meridian Bank.\n- Nadia works for Fernhill Foods.\n- Vantage Air was founded in 1982.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Cork.\n- Vantage Air is headquartered in Brno.\n- Kenji reports to Yuki.\n- Meridian Bank is headquartered in Ghent.\n- Fernhill Foods was founded in 1991.\n- Zoya reports to Viktor.\n- Stefan reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7972", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-7973", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "open_account", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-7974", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7975", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 October 2025): For employees hired on or after 10 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3248: employee Kenji A., hired 30 October 2022, separated 18 May 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3248?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-7976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Kenji works for Ironwood Manufacturing.\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Kenji reports to Aisha.\n- Amara reports to Sofia.\n- Stefan reports to Tobias.\n- Ironwood Manufacturing was founded in 1989.\n- Sanne works for Lattice Analytics.\n- Nadia reports to Tessa.\n- Helios Logistics is headquartered in Brno.\n- Lattice Analytics was founded in 2015.\n- Helios Logistics was founded in 1980.\n- Lattice Analytics is headquartered in Ghent.\n- Nadia works for Ironwood Manufacturing.\n- Emeka reports to Stefan.\n- Sofia reports to Sanne.\n- Tobias works for Ironwood Manufacturing.\n- Tessa reports to Amara.\n- Aisha works for Ironwood Manufacturing.\n- Tobias reports to Kenji.\n- Stefan works for Lattice Analytics.\n- Northwind Systems is headquartered in Ghent.\n- Sofia works for Ironwood Manufacturing.\n- Sanne reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7977", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "reset_password", "2": "provision_access", "3": "report_outage", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-7978", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Fernhill Foods was founded in 1984.\n- Mara works for Bluepine Aviation.\n- Elena reports to Priya.\n- Priya reports to Anders.\n- Callum works for Vantage Air.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Mara reports to Yuki.\n- Ironwood Manufacturing is headquartered in Turku.\n- Vantage Air is headquartered in Cork.\n- Hana works for Vantage Air.\n- Tobias works for Vantage Air.\n- Anders reports to Hana.\n- Yuki works for Vantage Air.\n- Fernhill Foods is headquartered in Cork.\n- Callum reports to Mara.\n- Bluepine Aviation was founded in 2007.\n- Amara reports to Elena.\n- Priya works for Fernhill Foods.\n- Anders works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Bluepine Aviation is headquartered in Cork.\n- Vantage Air was founded in 1975.\n- Yuki reports to Stefan.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7980", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 May 2025): For employees hired on or after 26 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7377: employee Aisha A., hired 14 February 2024, separated 28 December 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7377?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Emeka.\n- Stefan reports to Omar.\n- Emeka reports to Leila.\n- Stefan works for Crescent Telecom.\n- Sofia works for Helios Logistics.\n- Nadia works for Crescent Telecom.\n- Northwind Systems is headquartered in Tallinn.\n- Elena reports to Nadia.\n- Callum works for Helios Logistics.\n- Leila works for Crescent Telecom.\n- Emeka works for Helios Logistics.\n- Omar reports to Priya.\n- Crescent Telecom is headquartered in Tallinn.\n- Omar works for Cobalt Health.\n- Northwind Systems was founded in 2004.\n- Nadia reports to Kenji.\n- Amara reports to Sofia.\n- Ingrid reports to Elena.\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 1994.\n- Amara works for Crescent Telecom.\n- Sofia reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Priya works for Northwind Systems.\n- Callum reports to Amara.\n- Leila reports to Callum.\n- Cobalt Health was founded in 1994.\n- Crescent Telecom was founded in 2005.\n- Elena works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7982", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-5 (VERSION 3, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2961: employee Chiara R., hired 04 November 2022, separated 22 May 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2961?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-7983", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7984", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5269: employee Priya R., hired 30 September 2020, separated 27 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5269?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Lyon.\n- Lattice Analytics was founded in 1990.\n- Emeka reports to Amara.\n- Beacon Insurance was founded in 1990.\n- Amara reports to Callum.\n- Beacon Insurance is headquartered in Bergen.\n- Callum works for Beacon Insurance.\n- Dmitri works for Helios Logistics.\n- Stefan reports to Chiara.\n- Dmitri reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Helios Logistics is headquartered in Basel.\n- Cedar Retail Group is headquartered in Lyon.\n- Zoya reports to Stefan.\n- Emeka works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Cedar Retail Group was founded in 1999.\n- Amara works for Beacon Insurance.\n- Chiara reports to Emeka.\n- Chiara works for Cedar Retail Group.\n- Elena reports to Zoya.\n- Helios Logistics was founded in 2004.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Stefan works for Atlas Freight.\n- Helios Logistics is headquartered in Cork.\n- Sofia works for Helios Logistics.\n- Omar reports to Sanne.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Felix reports to Viktor.\n- Helios Logistics was founded in 2008.\n- Bruno reports to Omar.\n- Fernhill Foods was founded in 2015.\n- Sofia reports to Felix.\n- Fernhill Foods is headquartered in Tampere.\n- Viktor works for Fernhill Foods.\n- Bruno works for Atlas Freight.\n- Omar works for Meridian Bank.\n- Atlas Freight was founded in 1983.\n- Sanne works for Fernhill Foods.\n- Wren reports to Yuki.\n- Felix works for Fernhill Foods.\n- Stefan reports to Bruno.\n- Meridian Bank was founded in 2008.\n- Wren works for Meridian Bank.\n- Atlas Freight is headquartered in Cork.\n- Lucia reports to Sofia.\n- Yuki reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-7987", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1710: employee Pablo R., hired 19 September 2021, separated 22 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1710?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-7988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Felix.\n- Dmitri works for Beacon Insurance.\n- Omar works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2002.\n- Bluepine Aviation was founded in 1985.\n- Hana works for Beacon Insurance.\n- Cobalt Health is headquartered in Nagoya.\n- Felix works for Cobalt Health.\n- Viktor reports to Mei.\n- Deshawn reports to Dmitri.\n- Priya works for Bluepine Aviation.\n- Beacon Insurance was founded in 1990.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Viktor works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1989.\n- Hana reports to Omar.\n- Deshawn works for Bluepine Aviation.\n- Mei reports to Hana.\n- Beacon Insurance is headquartered in Adelaide.\n- Nadia reports to Deshawn.\n- Emeka works for Beacon Insurance.\n- Felix reports to Priya.\n- Omar reports to Emeka.\n- Bluepine Aviation is headquartered in Nagoya.\n- Dmitri reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-7989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1982.\n- Leila works for Ironwood Manufacturing.\n- Sanne works for Vantage Air.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy is headquartered in Lyon.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Aisha reports to Priya.\n- Anders reports to Sofia.\n- Sofia works for Vantage Air.\n- Yuki works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Nagoya.\n- Anders works for Ironwood Manufacturing.\n- Summit Energy was founded in 2008.\n- Emeka works for Vantage Air.\n- Tessa reports to Mateo.\n- Cobalt Health was founded in 1988.\n- Ironwood Manufacturing was founded in 2010.\n- Emeka reports to Aisha.\n- Sanne reports to Anders.\n- Priya reports to Stefan.\n- Stefan reports to Ravi.\n- Stefan works for Summit Energy.\n- Mateo reports to Sanne.\n- Leila reports to Yuki.\n- Aisha works for Summit Energy.\n- Sofia reports to Leila.\n- Priya works for Vantage Air.\n- Yuki reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-7990", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-7991", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-7992", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 May 2023): For employees hired on or after 12 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2399: employee Mei M., hired 29 July 2022, separated 29 January 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-2399 under the controlling rules.", "criteria": {"0": "$4,115", "1": "$20,000", "2": "$3,462", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-7993", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "set_timer", "2": "weather", "3": "set_alarm", "4": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Cork.\n- Aisha reports to Lucia.\n- Emeka works for Summit Energy.\n- Callum reports to Pablo.\n- Tessa reports to Omar.\n- Yuki reports to Nadia.\n- Tobias works for Ironwood Manufacturing.\n- Ravi reports to Yuki.\n- Nadia reports to Aisha.\n- Kenji reports to Tessa.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Tobias reports to Kenji.\n- Ravi works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Pinnacle Software was founded in 2000.\n- Yuki works for Ironwood Manufacturing.\n- Lucia reports to Emeka.\n- Ironwood Manufacturing was founded in 1992.\n- Omar works for Pinnacle Software.\n- Pablo works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Vantage Air was founded in 2010.\n- Aisha works for Vantage Air.\n- Summit Energy was founded in 2014.\n- Lucia works for Vantage Air.\n- Omar reports to Ravi.\n- Emeka reports to Callum.\n- Tessa works for Summit Energy.\n- Vantage Air is headquartered in Nagoya.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-7995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Crescent Telecom.\n- Deshawn reports to Stefan.\n- Tobias reports to Lucia.\n- Tessa works for Crescent Telecom.\n- Ravi works for Helios Logistics.\n- Stefan works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Viktor works for Bluepine Aviation.\n- Lucia works for Pinnacle Software.\n- Callum works for Bluepine Aviation.\n- Viktor reports to Tobias.\n- Lucia reports to Ravi.\n- Mateo reports to Omar.\n- Pinnacle Software is headquartered in Tallinn.\n- Callum reports to Tessa.\n- Ravi reports to Hana.\n- Omar works for Helios Logistics.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Bluepine Aviation was founded in 1998.\n- Deshawn works for Helios Logistics.\n- Tobias works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Basel.\n- Pinnacle Software was founded in 1988.\n- Omar reports to Callum.\n- Helios Logistics was founded in 2001.\n- Crescent Telecom is headquartered in Tallinn.\n- Tessa reports to Pablo.\n- Stefan reports to Viktor.\n- Helios Logistics is headquartered in Austin.\n- Hana reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-7996", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-7997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Meridian Bank is headquartered in Porto.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno reports to Deshawn.\n- Wren reports to Sanne.\n- Viktor reports to Anders.\n- Kenji reports to Bruno.\n- Anders reports to Kenji.\n- Deshawn works for Cedar Retail Group.\n- Anders works for Helios Logistics.\n- Sanne reports to Omar.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group is headquartered in Valencia.\n- Viktor works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Dmitri reports to Ravi.\n- Meridian Bank was founded in 1985.\n- Emeka reports to Mei.\n- Sanne works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Omar reports to Dmitri.\n- Deshawn reports to Wren.\n- Cedar Retail Group was founded in 2010.\n- Helios Logistics was founded in 1991.\n- Helios Logistics is headquartered in Turku.\n- Mei reports to Viktor.\n- Wren works for Helios Logistics.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1994", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Summit Energy was founded in 1985.\n- Amara works for Vantage Air.\n- Tessa works for Vantage Air.\n- Tessa reports to Felix.\n- Summit Energy is headquartered in Turku.\n- Emeka works for Summit Energy.\n- Stefan works for Summit Energy.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Lucia works for Vantage Air.\n- Lucia reports to Anders.\n- Felix works for Summit Energy.\n- Amara reports to Lucia.\n- Beacon Insurance is headquartered in Leeds.\n- Anders works for Vantage Air.\n- Omar reports to Callum.\n- Vantage Air was founded in 2002.\n- Emeka reports to Stefan.\n- Callum reports to Amara.\n- Beacon Insurance was founded in 1989.\n- Zoya reports to Omar.\n- Zoya works for Northwind Systems.\n- Felix reports to Emeka.\n- Northwind Systems was founded in 2012.\n- Callum works for Beacon Insurance.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-7999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Austin.\n- Tobias reports to Mara.\n- Mara works for Northwind Systems.\n- Tobias works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Northwind Systems was founded in 1996.\n- Meridian Bank is headquartered in Austin.\n- Stefan works for Lattice Analytics.\n- Leila reports to Kenji.\n- Helios Logistics was founded in 2006.\n- Bruno works for Helios Logistics.\n- Omar reports to Wren.\n- Leila works for Helios Logistics.\n- Stefan reports to Tobias.\n- Kenji works for Helios Logistics.\n- Nadia works for Meridian Bank.\n- Lattice Analytics is headquartered in Tampere.\n- Bruno reports to Omar.\n- Helios Logistics is headquartered in Adelaide.\n- Meridian Bank was founded in 2014.\n- Wren works for Meridian Bank.\n- Lattice Analytics was founded in 2001.\n- Kenji reports to Bruno.\n- Wren reports to Stefan.\n- Mara reports to Anders.\n- Anders reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8000", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8001", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8002", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8858: employee Dmitri R., hired 10 March 2020, separated 16 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8858?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8003", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3636: employee Viktor M., hired 19 May 2023, separated 23 February 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-3636 under the controlling rules.", "criteria": {"0": "$2,077", "1": "$11,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8004", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8005", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3636: employee Hana S., hired 26 June 2023, separated 02 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3636?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8006", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7101: employee Lucia B., hired 20 September 2022, separated 07 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-7101 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$30,333", "2": "$5,250", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7101 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1979.\n- Chiara works for Cobalt Health.\n- Amara reports to Jonas.\n- Kenji reports to Elena.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 2007.\n- Mei works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 2001.\n- Viktor reports to Hana.\n- Jonas works for Cedar Retail Group.\n- Hana reports to Stefan.\n- Jonas reports to Kenji.\n- Northwind Systems is headquartered in Oslo.\n- Hana works for Cedar Retail Group.\n- Viktor works for Fernhill Foods.\n- Amara works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Northwind Systems was founded in 1982.\n- Stefan reports to Anders.\n- Mei reports to Amara.\n- Stefan works for Cedar Retail Group.\n- Anders reports to Chiara.\n- Kenji works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tallinn.\n- Elena reports to Viktor.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8008", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8009", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8010", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9893: employee Mateo K., hired 14 September 2023, separated 16 September 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9893?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Sanne reports to Amara.\n- Helios Logistics is headquartered in Valencia.\n- Cedar Retail Group was founded in 2011.\n- Amara reports to Viktor.\n- Tessa reports to Mara.\n- Helios Logistics was founded in 2013.\n- Mara reports to Anders.\n- Pinnacle Software is headquartered in Valencia.\n- Stefan works for Helios Logistics.\n- Beacon Insurance was founded in 1982.\n- Felix reports to Pablo.\n- Pablo works for Beacon Insurance.\n- Priya works for Helios Logistics.\n- Mei works for Beacon Insurance.\n- Pinnacle Software was founded in 1992.\n- Priya reports to Tessa.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Felix works for Pinnacle Software.\n- Anders reports to Stefan.\n- Amara works for Pinnacle Software.\n- Anders works for Helios Logistics.\n- Stefan reports to Mei.\n- Mei reports to Felix.\n- Beacon Insurance is headquartered in Halifax.\n- Mara works for Beacon Insurance.\n- Jonas works for Cedar Retail Group.\n- Jonas reports to Sanne.\n- Pablo reports to Jonas.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8012", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8013", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2986: employee Tessa M., hired 07 May 2024, separated 10 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2986?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8014", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5217: employee Sanne R., hired 19 June 2021, separated 23 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5217?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8015", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8016", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8017", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4208: employee Viktor T., hired 19 May 2021, separated 07 May 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-4208 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$10,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Stefan.\n- Lattice Analytics is headquartered in Valencia.\n- Wren works for Lattice Analytics.\n- Stefan works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Ravi works for Vantage Air.\n- Kenji reports to Ravi.\n- Pablo works for Cedar Retail Group.\n- Vantage Air is headquartered in Tampere.\n- Emeka works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2009.\n- Emeka reports to Pablo.\n- Chiara reports to Anders.\n- Wren reports to Dmitri.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 2013.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sanne reports to Ingrid.\n- Dmitri works for Vantage Air.\n- Pablo reports to Kenji.\n- Stefan reports to Omar.\n- Omar works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Omar reports to Emeka.\n- Lattice Analytics was founded in 1985.\n- Ingrid works for Cedar Retail Group.\n- Anders works for Bluepine Aviation.\n- Vantage Air was founded in 1992.\n- Ravi reports to Wren.\n- Dmitri reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8019", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip", "4": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8020", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9617: employee Deshawn R., hired 02 September 2023, separated 03 June 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-9617 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8021", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-6 (VERSION 5, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 August 2023): For employees hired on or after 28 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8751: employee Ravi T., hired 25 September 2020, separated 20 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8751?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8022", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2005.\n- Felix works for Crescent Telecom.\n- Lattice Analytics is headquartered in Lyon.\n- Yuki reports to Ingrid.\n- Atlas Freight is headquartered in Lyon.\n- Priya works for Crescent Telecom.\n- Ingrid reports to Felix.\n- Meridian Bank was founded in 2000.\n- Tobias works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Stefan reports to Deshawn.\n- Lattice Analytics was founded in 1993.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya reports to Kenji.\n- Ingrid works for Crescent Telecom.\n- Yuki works for Meridian Bank.\n- Kenji reports to Tobias.\n- Stefan works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Felix reports to Stefan.\n- Crescent Telecom was founded in 2003.\n- Tobias reports to Yuki.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8024", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8025", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8026", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Hana works for Cobalt Health.\n- Ravi works for Helios Logistics.\n- Ravi reports to Tessa.\n- Aisha reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Hana reports to Elena.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Elena reports to Sanne.\n- Callum reports to Hana.\n- Callum works for Cobalt Health.\n- Sanne reports to Ravi.\n- Cobalt Health was founded in 1985.\n- Northwind Systems is headquartered in Cork.\n- Helios Logistics was founded in 1983.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa works for Northwind Systems.\n- Tessa reports to Aisha.\n- Cedar Retail Group was founded in 1988.\n- Northwind Systems was founded in 2013.\n- Elena works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1983", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8028", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mateo.\n- Sofia reports to Ingrid.\n- Tobias works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Helios Logistics is headquartered in Bergen.\n- Summit Energy is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1984.\n- Bluepine Aviation was founded in 2007.\n- Bluepine Aviation is headquartered in Bergen.\n- Lucia reports to Priya.\n- Nadia works for Helios Logistics.\n- Priya reports to Mei.\n- Mateo reports to Bruno.\n- Priya works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Ingrid works for Summit Energy.\n- Sofia works for Cedar Retail Group.\n- Summit Energy was founded in 1991.\n- Lucia works for Cedar Retail Group.\n- Bruno reports to Tobias.\n- Tobias reports to Anders.\n- Bruno works for Summit Energy.\n- Anders works for Helios Logistics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Helios Logistics was founded in 1992.\n- Anders reports to Nadia.\n- Ingrid reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Chiara.\n- Pablo reports to Kenji.\n- Bluepine Aviation was founded in 2009.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Lucia works for Northwind Systems.\n- Chiara reports to Lucia.\n- Northwind Systems is headquartered in Austin.\n- Elena works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Lucia reports to Zoya.\n- Viktor reports to Bruno.\n- Bruno reports to Sanne.\n- Fernhill Foods is headquartered in Turku.\n- Northwind Systems was founded in 1990.\n- Zoya works for Northwind Systems.\n- Kenji reports to Callum.\n- Aisha works for Ironwood Manufacturing.\n- Callum reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Omar reports to Elena.\n- Sanne reports to Pablo.\n- Ironwood Manufacturing was founded in 2009.\n- Sanne works for Fernhill Foods.\n- Viktor works for Ironwood Manufacturing.\n- Elena reports to Viktor.\n- Pablo works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Fernhill Foods was founded in 1991.\n- Omar works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Lucia.\n- Meridian Bank is headquartered in Basel.\n- Dmitri reports to Yuki.\n- Lucia reports to Chiara.\n- Chiara reports to Dmitri.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Stefan reports to Mara.\n- Chiara works for Summit Energy.\n- Helios Logistics is headquartered in Basel.\n- Yuki reports to Stefan.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1975.\n- Dmitri works for Summit Energy.\n- Hana works for Meridian Bank.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1977.\n- Meridian Bank was founded in 2011.\n- Tobias works for Meridian Bank.\n- Yuki works for Crescent Telecom.\n- Lucia works for Helios Logistics.\n- Mara reports to Tobias.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8032", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8033", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2322: employee Tobias S., hired 11 February 2020, separated 06 February 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2322?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8034", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 6, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9552: employee Deshawn A., hired 19 February 2024, separated 18 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9552?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8035", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8769: employee Mateo R., hired 08 August 2022, separated 11 September 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8769?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8769 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8036", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2705: employee Deshawn T., hired 27 May 2024, separated 24 June 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-2705 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$6,500", "2": "$2,888", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8037", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8038", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4316: employee Stefan T., hired 01 June 2021, separated 14 November 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-4316 under the controlling rules.", "criteria": {"0": "$39,433", "1": "$7,100", "2": "$9,188", "3": "$9,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1999.\n- Aisha reports to Emeka.\n- Aisha works for Pinnacle Software.\n- Vantage Air was founded in 1975.\n- Vantage Air is headquartered in Porto.\n- Emeka works for Ironwood Manufacturing.\n- Felix reports to Deshawn.\n- Anders works for Ironwood Manufacturing.\n- Leila works for Pinnacle Software.\n- Emeka reports to Felix.\n- Ravi works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Felix works for Vantage Air.\n- Sanne reports to Leila.\n- Ironwood Manufacturing is headquartered in Cork.\n- Cobalt Health was founded in 2011.\n- Cobalt Health is headquartered in Basel.\n- Pinnacle Software was founded in 1989.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Pinnacle Software.\n- Anders reports to Ravi.\n- Ravi reports to Aisha.\n- Deshawn reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8040", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8041", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8691: employee Stefan T., hired 25 July 2021, separated 16 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8691?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8042", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 August 2025): For employees hired on or after 03 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1912: employee Kenji B., hired 28 June 2024, separated 26 November 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-1912 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$10,885", "3": "$5,452"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8043", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Mara works for Atlas Freight.\n- Beacon Insurance was founded in 1994.\n- Elena reports to Leila.\n- Ingrid works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Ingrid reports to Mara.\n- Tobias works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Atlas Freight is headquartered in Porto.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Elena works for Beacon Insurance.\n- Callum reports to Omar.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn works for Beacon Insurance.\n- Callum works for Cedar Retail Group.\n- Sanne reports to Elena.\n- Leila reports to Ingrid.\n- Cedar Retail Group was founded in 2015.\n- Jonas works for Beacon Insurance.\n- Mara reports to Jonas.\n- Jonas reports to Callum.\n- Beacon Insurance is headquartered in Lyon.\n- Tobias reports to Sanne.\n- Omar reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "2005", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8045", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 November 2022): For employees hired on or after 13 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6387: employee Lucia T., hired 08 July 2022, separated 04 October 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-6387 under the controlling rules.", "criteria": {"0": "$9,346", "1": "$10,385", "2": "$12,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8046", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Austin.\n- Lucia reports to Callum.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2012.\n- Callum works for Crescent Telecom.\n- Anders works for Meridian Bank.\n- Tobias reports to Sofia.\n- Dmitri works for Atlas Freight.\n- Tobias works for Meridian Bank.\n- Kenji works for Crescent Telecom.\n- Atlas Freight is headquartered in Austin.\n- Callum reports to Kenji.\n- Crescent Telecom was founded in 1976.\n- Lucia works for Atlas Freight.\n- Meridian Bank was founded in 1993.\n- Sofia reports to Aisha.\n- Dmitri reports to Anders.\n- Crescent Telecom is headquartered in Cork.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1992.\n- Aisha reports to Lucia.\n- Aisha works for Meridian Bank.\n- Anders reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sofia.\n- Ironwood Manufacturing was founded in 1980.\n- Zoya works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2002.\n- Omar reports to Yuki.\n- Emeka works for Ironwood Manufacturing.\n- Yuki reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Lucia works for Bluepine Aviation.\n- Zoya reports to Bruno.\n- Leila reports to Lucia.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lucia reports to Emeka.\n- Sofia works for Lattice Analytics.\n- Ravi reports to Zoya.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Brno.\n- Lattice Analytics is headquartered in Brno.\n- Bluepine Aviation is headquartered in Tampere.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Emeka reports to Omar.\n- Leila works for Helios Logistics.\n- Bluepine Aviation was founded in 2000.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8049", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8050", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "claim_luggage", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8051", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8052", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4667: employee Viktor A., hired 31 May 2022, separated 03 October 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-4667 under the controlling rules.", "criteria": {"0": "$5,800", "1": "$25,133", "2": "$5,750", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2002.\n- Summit Energy was founded in 1993.\n- Tobias reports to Stefan.\n- Leila works for Fernhill Foods.\n- Deshawn reports to Hana.\n- Hana reports to Tobias.\n- Callum works for Fernhill Foods.\n- Summit Energy is headquartered in Cork.\n- Viktor works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Stefan works for Vantage Air.\n- Ingrid works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Stefan reports to Leila.\n- Lattice Analytics is headquartered in Lyon.\n- Tobias works for Fernhill Foods.\n- Vantage Air was founded in 2013.\n- Viktor reports to Ingrid.\n- Fernhill Foods is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Leila reports to Callum.\n- Ingrid reports to Deshawn.\n- Lattice Analytics was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8054", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8055", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8056", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 May 2025): For employees hired on or after 28 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9795: employee Yuki K., hired 03 September 2021, separated 26 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9795?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Cedar Retail Group was founded in 2010.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Omar.\n- Priya reports to Ravi.\n- Lattice Analytics is headquartered in Oslo.\n- Cobalt Health is headquartered in Brno.\n- Elena works for Lattice Analytics.\n- Cobalt Health was founded in 2013.\n- Ravi works for Cedar Retail Group.\n- Omar reports to Priya.\n- Sofia works for Cobalt Health.\n- Elena reports to Stefan.\n- Amara reports to Jonas.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Omar works for Lattice Analytics.\n- Jonas reports to Sofia.\n- Ravi reports to Elena.\n- Lattice Analytics was founded in 2011.\n- Cedar Retail Group is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8058", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 21365 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8059", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8060", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 49589\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8061", "family": "intent_hardneg", "state": "Incoming support message:\n\"37010 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Jonas reports to Yuki.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2008.\n- Lucia works for Cedar Retail Group.\n- Ingrid works for Cobalt Health.\n- Elena works for Meridian Bank.\n- Cobalt Health is headquartered in Tampere.\n- Yuki works for Cobalt Health.\n- Emeka works for Meridian Bank.\n- Zoya reports to Emeka.\n- Meridian Bank was founded in 2010.\n- Summit Energy was founded in 1979.\n- Cedar Retail Group is headquartered in Tampere.\n- Yuki reports to Zoya.\n- Felix reports to Jonas.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Ingrid reports to Elena.\n- Elena reports to Sanne.\n- Anders works for Meridian Bank.\n- Summit Energy is headquartered in Turku.\n- Cobalt Health was founded in 2011.\n- Jonas works for Cobalt Health.\n- Anders reports to Ingrid.\n- Sanne reports to Felix.\n- Lucia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8063", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 34740 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8064", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 February 2023): For employees hired on or after 19 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9183: employee Emeka M., hired 11 February 2020, separated 14 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9183?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8065", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 83046 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8066", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7527: employee Ingrid T., hired 14 May 2023, separated 29 September 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7527?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8067", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8068", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 65921 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "report_damage", "2": "cancel_order", "3": "track_order", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8069", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8070", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1945: employee Bruno A., hired 20 August 2021, separated 07 November 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1945?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8071", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7907: employee Emeka B., hired 20 February 2020, separated 07 June 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7907 under the controlling rules.", "criteria": {"0": "$6,450", "1": "$6,900", "2": "$6,400", "3": "$27,733"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Helios Logistics was founded in 2009.\n- Atlas Freight is headquartered in Basel.\n- Emeka reports to Dmitri.\n- Vantage Air is headquartered in Basel.\n- Leila works for Ironwood Manufacturing.\n- Emeka works for Vantage Air.\n- Leila reports to Emeka.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Anders works for Vantage Air.\n- Chiara reports to Anders.\n- Hana works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1990.\n- Chiara works for Ironwood Manufacturing.\n- Bruno reports to Chiara.\n- Anders reports to Hana.\n- Dmitri works for Helios Logistics.\n- Sofia reports to Leila.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 2003.\n- Hana reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8073", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9629: employee Elena B., hired 16 September 2021, separated 04 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9629?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1994.\n- Ironwood Manufacturing was founded in 1976.\n- Tobias reports to Kenji.\n- Beacon Insurance was founded in 1991.\n- Kenji reports to Yuki.\n- Sofia reports to Viktor.\n- Sofia works for Ironwood Manufacturing.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Adelaide.\n- Yuki works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Elena.\n- Mara works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Adelaide.\n- Kenji works for Beacon Insurance.\n- Stefan works for Lattice Analytics.\n- Elena reports to Stefan.\n- Aisha reports to Sofia.\n- Viktor reports to Tobias.\n- Stefan reports to Mara.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics was founded in 1987.\n- Beacon Insurance is headquartered in Valencia.\n- Yuki reports to Ravi.\n- Tobias works for Ironwood Manufacturing.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Basel", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8075", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer", "4": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8076", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8780: employee Tessa K., hired 04 May 2022, separated 01 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8780?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8077", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5003: employee Sofia R., hired 05 July 2024, separated 14 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5003?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tobias.\n- Sanne works for Helios Logistics.\n- Mateo reports to Leila.\n- Elena reports to Callum.\n- Northwind Systems is headquartered in Tallinn.\n- Cobalt Health was founded in 1984.\n- Lucia reports to Sanne.\n- Mateo works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Tobias works for Helios Logistics.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena works for Northwind Systems.\n- Cobalt Health is headquartered in Turku.\n- Sanne reports to Pablo.\n- Helios Logistics is headquartered in Lyon.\n- Helios Logistics was founded in 1983.\n- Pablo reports to Yuki.\n- Yuki works for Cedar Retail Group.\n- Pablo works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Cedar Retail Group was founded in 1991.\n- Wren reports to Mateo.\n- Callum reports to Wren.\n- Northwind Systems was founded in 1977.\n- Lucia works for Cobalt Health.\n- Tobias reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8079", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7529: employee Pablo R., hired 28 April 2021, separated 03 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-7529?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8080", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Chiara reports to Amara.\n- Hana works for Cedar Retail Group.\n- Amara reports to Mateo.\n- Northwind Systems was founded in 1982.\n- Cedar Retail Group was founded in 1993.\n- Lattice Analytics was founded in 2012.\n- Lucia reports to Emeka.\n- Northwind Systems is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Amara works for Summit Energy.\n- Hana reports to Chiara.\n- Felix works for Lattice Analytics.\n- Lucia works for Summit Energy.\n- Felix reports to Hana.\n- Summit Energy is headquartered in Dunedin.\n- Tobias works for Northwind Systems.\n- Chiara works for Summit Energy.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Lattice Analytics is headquartered in Valencia.\n- Mateo reports to Tobias.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Ravi reports to Sofia.\n- Callum reports to Sanne.\n- Aisha reports to Deshawn.\n- Elena reports to Callum.\n- Sanne reports to Aisha.\n- Chiara works for Beacon Insurance.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Priya reports to Elena.\n- Cobalt Health is headquartered in Cork.\n- Chiara reports to Priya.\n- Sofia reports to Pablo.\n- Beacon Insurance is headquartered in Cork.\n- Cobalt Health was founded in 1984.\n- Pablo reports to Chiara.\n- Aisha works for Ironwood Manufacturing.\n- Omar works for Cobalt Health.\n- Omar reports to Amara.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Fernhill Foods was founded in 1985.\n- Amara works for Ironwood Manufacturing.\n- Deshawn reports to Omar.\n- Deshawn works for Fernhill Foods.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Cork.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1980.\n- Deshawn works for Northwind Systems.\n- Vantage Air is headquartered in Tampere.\n- Priya works for Vantage Air.\n- Omar works for Vantage Air.\n- Amara reports to Sanne.\n- Northwind Systems is headquartered in Tampere.\n- Chiara works for Vantage Air.\n- Omar reports to Nadia.\n- Vantage Air was founded in 1988.\n- Amara works for Atlas Freight.\n- Summit Energy was founded in 1975.\n- Sanne works for Atlas Freight.\n- Deshawn reports to Chiara.\n- Priya reports to Deshawn.\n- Nadia reports to Ravi.\n- Ravi works for Summit Energy.\n- Ravi reports to Priya.\n- Atlas Freight is headquartered in Halifax.\n- Sanne reports to Omar.\n- Northwind Systems was founded in 2000.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Adelaide.\n- Helios Logistics was founded in 1997.\n- Dmitri works for Vantage Air.\n- Jonas reports to Lucia.\n- Lucia reports to Dmitri.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 2012.\n- Aisha reports to Mara.\n- Wren reports to Kenji.\n- Felix works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Helios Logistics is headquartered in Malmo.\n- Vantage Air was founded in 1979.\n- Aisha works for Helios Logistics.\n- Crescent Telecom is headquartered in Malmo.\n- Dmitri reports to Felix.\n- Vantage Air is headquartered in Turku.\n- Wren works for Helios Logistics.\n- Kenji reports to Aisha.\n- Mara works for Crescent Telecom.\n- Lucia works for Cobalt Health.\n- Felix reports to Wren.\n- Crescent Telecom was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Lucia.\n- Nadia works for Meridian Bank.\n- Stefan reports to Aisha.\n- Dmitri works for Atlas Freight.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Pablo works for Meridian Bank.\n- Leila reports to Callum.\n- Atlas Freight was founded in 1986.\n- Cobalt Health is headquartered in Bergen.\n- Pablo reports to Nadia.\n- Dmitri reports to Bruno.\n- Aisha reports to Sanne.\n- Jonas reports to Leila.\n- Ingrid works for Cobalt Health.\n- Lucia works for Atlas Freight.\n- Meridian Bank was founded in 1997.\n- Bruno reports to Jonas.\n- Cobalt Health was founded in 1997.\n- Lucia reports to Dmitri.\n- Summit Energy is headquartered in Tallinn.\n- Atlas Freight is headquartered in Dunedin.\n- Nadia reports to Ingrid.\n- Bruno works for Meridian Bank.\n- Aisha works for Cobalt Health.\n- Jonas works for Atlas Freight.\n- Callum reports to Stefan.\n- Sanne works for Cobalt Health.\n- Summit Energy was founded in 1985.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8086", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8087", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Mara works for Vantage Air.\n- Crescent Telecom is headquartered in Porto.\n- Vantage Air was founded in 1979.\n- Ravi works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1982.\n- Amara reports to Ravi.\n- Beacon Insurance is headquartered in Bergen.\n- Nadia works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Porto.\n- Amara works for Vantage Air.\n- Felix reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Stefan reports to Callum.\n- Callum reports to Mara.\n- Ironwood Manufacturing was founded in 1988.\n- Felix works for Ironwood Manufacturing.\n- Mara reports to Nadia.\n- Tobias reports to Sanne.\n- Nadia reports to Felix.\n- Ironwood Manufacturing is headquartered in Turku.\n- Beacon Insurance was founded in 2004.\n- Ravi reports to Mei.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1982", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8089", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8090", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8091", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3300: employee Chiara M., hired 25 May 2023, separated 17 February 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3300?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8092", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8093", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1740: employee Amara R., hired 23 November 2021, separated 05 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1740?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8094", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8825: employee Felix R., hired 27 November 2021, separated 29 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8825?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8825 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8095", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8096", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8097", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5441: employee Callum K., hired 04 March 2022, separated 14 June 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5441?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8098", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8099", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6408: employee Priya R., hired 29 April 2022, separated 11 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6408?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8100", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6428: employee Mara A., hired 20 September 2022, separated 21 October 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-6428 under the controlling rules.", "criteria": {"0": "$3,700", "1": "$18,200", "2": "$4,125", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8101", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Austin.\n- Sanne works for Helios Logistics.\n- Yuki reports to Jonas.\n- Pinnacle Software is headquartered in Malmo.\n- Mei works for Helios Logistics.\n- Pablo reports to Mei.\n- Priya works for Summit Energy.\n- Sanne reports to Leila.\n- Jonas reports to Sanne.\n- Summit Energy was founded in 2002.\n- Helios Logistics is headquartered in Basel.\n- Jonas works for Summit Energy.\n- Mei reports to Priya.\n- Pablo works for Pinnacle Software.\n- Yuki works for Summit Energy.\n- Helios Logistics was founded in 2013.\n- Pinnacle Software was founded in 1980.\n- Leila works for Summit Energy.\n- Priya reports to Yuki.\n- Leila reports to Nadia.\n- Ironwood Manufacturing was founded in 1994.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8103", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Tracking for 97452 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8104", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8105", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 February 2023): For employees hired on or after 18 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7861: employee Tessa T., hired 01 December 2022, separated 05 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-7861?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Brno.\n- Felix reports to Yuki.\n- Atlas Freight was founded in 1983.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 2009.\n- Dmitri works for Beacon Insurance.\n- Elena works for Atlas Freight.\n- Sofia reports to Deshawn.\n- Yuki reports to Aisha.\n- Jonas reports to Felix.\n- Beacon Insurance was founded in 2005.\n- Hana works for Beacon Insurance.\n- Bruno reports to Sofia.\n- Emeka reports to Hana.\n- Emeka works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Deshawn reports to Dmitri.\n- Northwind Systems was founded in 1991.\n- Deshawn works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Jonas works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Hana reports to Callum.\n- Atlas Freight is headquartered in Halifax.\n- Callum reports to Elena.\n- Northwind Systems is headquartered in Halifax.\n- Elena reports to Bruno.\n- Aisha reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8107", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Summit Energy was founded in 1996.\n- Callum reports to Tobias.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Tobias reports to Jonas.\n- Helios Logistics is headquartered in Adelaide.\n- Callum works for Summit Energy.\n- Atlas Freight is headquartered in Cork.\n- Helios Logistics was founded in 1977.\n- Lucia works for Helios Logistics.\n- Jonas reports to Yuki.\n- Jonas works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.\n- Tobias works for Helios Logistics.\n- Leila reports to Mei.\n- Wren reports to Callum.\n- Mei reports to Wren.\n- Yuki reports to Lucia.\n- Lattice Analytics was founded in 2004.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tessa.\n- Aisha works for Vantage Air.\n- Tessa reports to Hana.\n- Fernhill Foods is headquartered in Lyon.\n- Cobalt Health was founded in 1980.\n- Wren reports to Nadia.\n- Wren works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Tessa works for Fernhill Foods.\n- Aisha reports to Mara.\n- Vantage Air was founded in 2005.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Helios Logistics is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Cobalt Health is headquartered in Lyon.\n- Fernhill Foods was founded in 2009.\n- Nadia reports to Aisha.\n- Mara works for Cobalt Health.\n- Hana works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Sanne reports to Wren.\n- Hana reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8110", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9882: employee Dmitri B., hired 22 December 2023, separated 20 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9882?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8111", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2005.\n- Beacon Insurance was founded in 1976.\n- Elena works for Northwind Systems.\n- Sofia reports to Bruno.\n- Jonas works for Fernhill Foods.\n- Beacon Insurance is headquartered in Basel.\n- Tessa reports to Elena.\n- Mateo reports to Wren.\n- Fernhill Foods was founded in 1986.\n- Anders works for Pinnacle Software.\n- Deshawn reports to Jonas.\n- Deshawn works for Beacon Insurance.\n- Tessa works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Northwind Systems is headquartered in Lyon.\n- Leila works for Beacon Insurance.\n- Fernhill Foods is headquartered in Bergen.\n- Mateo works for Northwind Systems.\n- Sofia works for Pinnacle Software.\n- Elena reports to Sofia.\n- Anders reports to Leila.\n- Leila reports to Mateo.\n- Wren works for Northwind Systems.\n- Jonas reports to Anders.\n- Bruno reports to Deshawn.\n- Pinnacle Software was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1981", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8113", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 September 2025): For employees hired on or after 08 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9103: employee Kenji K., hired 02 June 2025, separated 12 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9103?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8114", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Atlas Freight is headquartered in Porto.\n- Chiara works for Beacon Insurance.\n- Kenji reports to Leila.\n- Ironwood Manufacturing is headquartered in Austin.\n- Pablo reports to Felix.\n- Felix reports to Kenji.\n- Elena works for Beacon Insurance.\n- Tessa reports to Pablo.\n- Felix works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Yuki reports to Elena.\n- Leila reports to Stefan.\n- Beacon Insurance was founded in 1975.\n- Sanne works for Ironwood Manufacturing.\n- Stefan works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Meridian Bank was founded in 2007.\n- Sanne reports to Yuki.\n- Nadia reports to Tessa.\n- Tessa works for Atlas Freight.\n- Elena reports to Nadia.\n- Yuki works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Chiara reports to Aisha.\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 1990.\n- Ironwood Manufacturing was founded in 2006.\n- Aisha reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8116", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9882: employee Ravi S., hired 27 February 2021, separated 03 January 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-9882 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,500", "2": "$6,650", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Zoya.\n- Zoya works for Meridian Bank.\n- Chiara reports to Anders.\n- Beacon Insurance is headquartered in Tallinn.\n- Hana works for Cobalt Health.\n- Tessa works for Fernhill Foods.\n- Dmitri reports to Mateo.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health was founded in 2003.\n- Mei works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Wren works for Meridian Bank.\n- Wren reports to Callum.\n- Meridian Bank was founded in 1979.\n- Tessa reports to Mei.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1981.\n- Mateo reports to Leila.\n- Chiara works for Beacon Insurance.\n- Leila reports to Tessa.\n- Fernhill Foods was founded in 2001.\n- Hana reports to Wren.\n- Cobalt Health is headquartered in Malmo.\n- Anders works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Meridian Bank is headquartered in Tallinn.\n- Ingrid reports to Dmitri.\n- Zoya reports to Chiara.\n- Dmitri works for Cobalt Health.\n- Callum works for Beacon Insurance.\n- Mei reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8118", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Bruno reports to Yuki.\n- Bruno works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Hana reports to Ingrid.\n- Mara reports to Omar.\n- Sofia reports to Chiara.\n- Hana works for Cedar Retail Group.\n- Stefan reports to Hana.\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Ghent.\n- Mara works for Pinnacle Software.\n- Anders reports to Stefan.\n- Omar works for Pinnacle Software.\n- Chiara reports to Leila.\n- Chiara works for Cedar Retail Group.\n- Stefan works for Pinnacle Software.\n- Leila works for Cedar Retail Group.\n- Crescent Telecom was founded in 1975.\n- Meridian Bank is headquartered in Turku.\n- Cedar Retail Group was founded in 1975.\n- Leila reports to Anders.\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Ghent.\n- Ingrid reports to Mara.\n- Yuki reports to Mei.\n- Yuki works for Crescent Telecom.\n- Meridian Bank was founded in 1976.\n- Anders works for Meridian Bank.\n- Omar reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8120", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9114: employee Yuki M., hired 08 September 2024, separated 01 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9114?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2001.\n- Zoya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Halifax.\n- Hana reports to Jonas.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Felix works for Lattice Analytics.\n- Helios Logistics is headquartered in Lyon.\n- Ravi reports to Zoya.\n- Aisha reports to Felix.\n- Omar works for Cedar Retail Group.\n- Aisha works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Felix reports to Ravi.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2014.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Lyon.\n- Jonas reports to Omar.\n- Omar reports to Aisha.\n- Helios Logistics was founded in 2002.\n- Nadia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8122", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6309: employee Ravi T., hired 13 April 2023, separated 28 February 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-6309 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$6,000", "3": "$3,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8123", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8124", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8125", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-3 (VERSION 3, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5433: employee Sanne K., hired 31 July 2024, separated 04 September 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-5433 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$6,000", "2": "$4,125", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8126", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Leila works for Ironwood Manufacturing.\n- Mara reports to Dmitri.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Emeka.\n- Dmitri works for Beacon Insurance.\n- Tobias reports to Mateo.\n- Mara works for Vantage Air.\n- Leila reports to Amara.\n- Tobias works for Vantage Air.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Viktor reports to Leila.\n- Callum works for Vantage Air.\n- Zoya reports to Viktor.\n- Vantage Air was founded in 1983.\n- Emeka reports to Zoya.\n- Chiara works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Mateo works for Ironwood Manufacturing.\n- Chiara reports to Mara.\n- Beacon Insurance was founded in 1993.\n- Amara reports to Chiara.\n- Fernhill Foods was founded in 1992.\n- Beacon Insurance is headquartered in Nagoya.\n- Mateo reports to Sofia.\n- Ironwood Manufacturing was founded in 2002.\n- Amara works for Fernhill Foods.\n- Dmitri reports to Callum.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8128", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8129", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8130", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8131", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Pablo reports to Callum.\n- Kenji works for Helios Logistics.\n- Summit Energy was founded in 2015.\n- Lucia works for Pinnacle Software.\n- Lattice Analytics was founded in 2015.\n- Kenji reports to Hana.\n- Dmitri works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.\n- Helios Logistics was founded in 1988.\n- Ingrid works for Pinnacle Software.\n- Leila works for Summit Energy.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Viktor reports to Ingrid.\n- Lattice Analytics is headquartered in Dunedin.\n- Ingrid reports to Dmitri.\n- Callum works for Pinnacle Software.\n- Summit Energy is headquartered in Halifax.\n- Lucia reports to Pablo.\n- Hana works for Lattice Analytics.\n- Callum reports to Leila.\n- Pablo works for Summit Energy.\n- Hana reports to Viktor.\n- Helios Logistics is headquartered in Ghent.\n- Leila reports to Mara.\n- Mara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8133", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8134", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Dmitri.\n- Dmitri reports to Zoya.\n- Beacon Insurance is headquartered in Austin.\n- Stefan reports to Aisha.\n- Ravi reports to Amara.\n- Helios Logistics was founded in 1982.\n- Omar works for Vantage Air.\n- Ravi works for Beacon Insurance.\n- Zoya works for Vantage Air.\n- Cobalt Health is headquartered in Leeds.\n- Elena works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Aisha reports to Nadia.\n- Omar reports to Elena.\n- Amara works for Beacon Insurance.\n- Dmitri works for Helios Logistics.\n- Mateo works for Cobalt Health.\n- Vantage Air is headquartered in Leeds.\n- Nadia works for Cobalt Health.\n- Elena reports to Stefan.\n- Zoya reports to Omar.\n- Vantage Air was founded in 1977.\n- Beacon Insurance was founded in 1989.\n- Aisha works for Vantage Air.\n- Cobalt Health was founded in 1997.\n- Amara reports to Mateo.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8136", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9021: employee Pablo S., hired 15 April 2023, separated 12 July 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9021?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Lattice Analytics.\n- Cobalt Health was founded in 2005.\n- Crescent Telecom was founded in 2002.\n- Ravi reports to Deshawn.\n- Lattice Analytics is headquartered in Dunedin.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cobalt Health is headquartered in Leeds.\n- Dmitri works for Ironwood Manufacturing.\n- Ravi works for Cobalt Health.\n- Sanne reports to Ravi.\n- Lattice Analytics was founded in 1984.\n- Crescent Telecom is headquartered in Austin.\n- Hana works for Crescent Telecom.\n- Felix reports to Yuki.\n- Yuki reports to Dmitri.\n- Ironwood Manufacturing was founded in 1998.\n- Wren works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Deshawn reports to Hana.\n- Dmitri reports to Sanne.\n- Wren reports to Felix.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8138", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8139", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9206: employee Omar R., hired 18 November 2022, separated 27 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9206?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Emeka works for Vantage Air.\n- Tessa reports to Anders.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ravi reports to Emeka.\n- Aisha reports to Ravi.\n- Bruno works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Basel.\n- Jonas works for Ironwood Manufacturing.\n- Pablo reports to Bruno.\n- Emeka reports to Tessa.\n- Anders works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Pablo works for Vantage Air.\n- Meridian Bank was founded in 1989.\n- Tessa works for Vantage Air.\n- Jonas reports to Chiara.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 1980.\n- Aisha works for Meridian Bank.\n- Anders reports to Ingrid.\n- Lattice Analytics was founded in 1991.\n- Ironwood Manufacturing was founded in 2001.\n- Bruno reports to Jonas.\n- Chiara reports to Aisha.\n- Chiara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8141", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Pablo.\n- Cedar Retail Group is headquartered in Cork.\n- Aisha reports to Zoya.\n- Northwind Systems is headquartered in Brno.\n- Atlas Freight is headquartered in Brno.\n- Viktor reports to Tobias.\n- Zoya reports to Viktor.\n- Lucia works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Stefan reports to Lucia.\n- Northwind Systems was founded in 2009.\n- Viktor works for Pinnacle Software.\n- Atlas Freight was founded in 1981.\n- Stefan works for Northwind Systems.\n- Pablo works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Cedar Retail Group was founded in 1999.\n- Pinnacle Software is headquartered in Valencia.\n- Bruno works for Pinnacle Software.\n- Lucia reports to Aisha.\n- Tobias works for Cedar Retail Group.\n- Pinnacle Software was founded in 1990.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Lattice Analytics was founded in 2005.\n- Lattice Analytics is headquartered in Oslo.\n- Hana works for Summit Energy.\n- Chiara works for Lattice Analytics.\n- Yuki reports to Elena.\n- Ravi works for Summit Energy.\n- Ingrid works for Atlas Freight.\n- Wren reports to Chiara.\n- Summit Energy is headquartered in Oslo.\n- Mara reports to Hana.\n- Mara works for Atlas Freight.\n- Chiara reports to Ravi.\n- Atlas Freight is headquartered in Nagoya.\n- Elena reports to Mara.\n- Yuki works for Cedar Retail Group.\n- Summit Energy was founded in 2003.\n- Atlas Freight was founded in 1998.\n- Wren works for Summit Energy.\n- Cedar Retail Group was founded in 1987.\n- Ravi reports to Yuki.\n- Elena works for Summit Energy.\n- Hana reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8144", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8145", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8146", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5605: employee Ingrid B., hired 29 January 2023, separated 12 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5605?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8147", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6961: employee Felix T., hired 29 August 2021, separated 20 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6961?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1991.\n- Mei works for Helios Logistics.\n- Omar reports to Stefan.\n- Pinnacle Software was founded in 2012.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ravi reports to Omar.\n- Stefan reports to Deshawn.\n- Ravi works for Lattice Analytics.\n- Dmitri reports to Priya.\n- Mei reports to Kenji.\n- Helios Logistics is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Deshawn reports to Mei.\n- Stefan works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation was founded in 1993.\n- Omar works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Kenji reports to Dmitri.\n- Lattice Analytics is headquartered in Porto.\n- Helios Logistics was founded in 1990.\n- Deshawn works for Pinnacle Software.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8149", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mara.\n- Meridian Bank is headquartered in Ghent.\n- Hana works for Meridian Bank.\n- Mara works for Pinnacle Software.\n- Zoya reports to Pablo.\n- Pinnacle Software was founded in 1995.\n- Pinnacle Software is headquartered in Malmo.\n- Pablo works for Crescent Telecom.\n- Felix reports to Ingrid.\n- Callum works for Meridian Bank.\n- Ingrid reports to Callum.\n- Sanne works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Crescent Telecom is headquartered in Turku.\n- Lattice Analytics is headquartered in Austin.\n- Meridian Bank was founded in 2001.\n- Omar works for Lattice Analytics.\n- Pablo reports to Omar.\n- Felix works for Meridian Bank.\n- Mara reports to Hana.\n- Crescent Telecom was founded in 1975.\n- Omar reports to Sanne.\n- Ingrid works for Meridian Bank.\n- Sanne reports to Priya.\n- Priya works for Meridian Bank.\n- Hana reports to Felix.\n- Lattice Analytics was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8151", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8152", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5831: employee Ingrid T., hired 26 April 2021, separated 04 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5831?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8153", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Viktor reports to Emeka.\n- Pablo reports to Viktor.\n- Jonas works for Vantage Air.\n- Sofia works for Ironwood Manufacturing.\n- Pablo works for Northwind Systems.\n- Priya reports to Sofia.\n- Priya works for Northwind Systems.\n- Helios Logistics was founded in 1992.\n- Viktor works for Northwind Systems.\n- Vantage Air is headquartered in Porto.\n- Dmitri reports to Jonas.\n- Emeka works for Helios Logistics.\n- Northwind Systems was founded in 1989.\n- Emeka reports to Priya.\n- Ironwood Manufacturing was founded in 2003.\n- Northwind Systems is headquartered in Porto.\n- Elena reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Vantage Air was founded in 1977.\n- Elena works for Ironwood Manufacturing.\n- Jonas reports to Pablo.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8155", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8156", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 69730, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants to cancel a placed order", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Aisha works for Meridian Bank.\n- Cedar Retail Group is headquartered in Ghent.\n- Deshawn works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Beacon Insurance was founded in 1994.\n- Anders reports to Stefan.\n- Yuki reports to Aisha.\n- Anders works for Meridian Bank.\n- Ravi works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Aisha reports to Ravi.\n- Stefan reports to Tessa.\n- Meridian Bank is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Pablo reports to Yuki.\n- Fernhill Foods is headquartered in Basel.\n- Tessa reports to Deshawn.\n- Cedar Retail Group was founded in 2015.\n- Pablo works for Cedar Retail Group.\n- Meridian Bank was founded in 2006.\n- Fernhill Foods was founded in 1990.\n- Deshawn reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lucia works for Ironwood Manufacturing.\n- Elena reports to Anders.\n- Sofia works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Ingrid reports to Tobias.\n- Tessa works for Atlas Freight.\n- Leila reports to Viktor.\n- Sofia reports to Felix.\n- Callum reports to Elena.\n- Helios Logistics was founded in 1980.\n- Viktor works for Helios Logistics.\n- Cobalt Health is headquartered in Ghent.\n- Ingrid works for Ironwood Manufacturing.\n- Elena works for Helios Logistics.\n- Felix reports to Callum.\n- Atlas Freight is headquartered in Tampere.\n- Lucia reports to Leila.\n- Cobalt Health was founded in 1976.\n- Ironwood Manufacturing was founded in 1976.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Mei reports to Tessa.\n- Mei works for Ironwood Manufacturing.\n- Tessa reports to Ingrid.\n- Felix works for Helios Logistics.\n- Viktor reports to Mei.\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Tobias reports to Sofia.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8159", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2959: employee Deshawn K., hired 15 April 2024, separated 13 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2959?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Deshawn.\n- Bluepine Aviation is headquartered in Oslo.\n- Sofia works for Crescent Telecom.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Aisha.\n- Crescent Telecom was founded in 2008.\n- Tessa works for Bluepine Aviation.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Omar reports to Mateo.\n- Crescent Telecom is headquartered in Tallinn.\n- Omar works for Fernhill Foods.\n- Tobias reports to Anders.\n- Aisha reports to Chiara.\n- Jonas works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air is headquartered in Tallinn.\n- Chiara reports to Tobias.\n- Sofia reports to Omar.\n- Deshawn works for Bluepine Aviation.\n- Chiara works for Crescent Telecom.\n- Tessa reports to Sofia.\n- Jonas reports to Tessa.\n- Bluepine Aviation was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8161", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8162", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5345: employee Dmitri T., hired 03 May 2022, separated 24 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5345?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8163", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8164", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8165", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 85484 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Omar reports to Zoya.\n- Elena reports to Tessa.\n- Mateo reports to Omar.\n- Amara reports to Stefan.\n- Atlas Freight was founded in 1990.\n- Deshawn reports to Elena.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Cedar Retail Group was founded in 1997.\n- Stefan reports to Deshawn.\n- Amara works for Bluepine Aviation.\n- Deshawn works for Lattice Analytics.\n- Mateo works for Cedar Retail Group.\n- Omar works for Lattice Analytics.\n- Zoya reports to Amara.\n- Stefan works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Valencia.\n- Lattice Analytics is headquartered in Basel.\n- Atlas Freight is headquartered in Valencia.\n- Lattice Analytics was founded in 1991.\n- Bluepine Aviation was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8167", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8434: employee Lucia R., hired 15 February 2024, separated 28 December 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-8434 under the controlling rules.", "criteria": {"0": "$3,800", "1": "$4,750", "2": "$4,800", "3": "$20,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8168", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8169", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8170", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8171", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8172", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8173", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 5, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2382: employee Leila M., hired 30 June 2023, separated 16 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2382?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Deshawn.\n- Mei works for Summit Energy.\n- Mateo works for Helios Logistics.\n- Mara reports to Mateo.\n- Fernhill Foods was founded in 1975.\n- Deshawn works for Summit Energy.\n- Vantage Air is headquartered in Valencia.\n- Bruno reports to Amara.\n- Anders reports to Mei.\n- Summit Energy was founded in 2015.\n- Helios Logistics is headquartered in Cork.\n- Aisha works for Summit Energy.\n- Deshawn reports to Anders.\n- Emeka reports to Pablo.\n- Pablo works for Vantage Air.\n- Emeka works for Summit Energy.\n- Amara works for Fernhill Foods.\n- Omar reports to Bruno.\n- Chiara works for Vantage Air.\n- Fernhill Foods is headquartered in Cork.\n- Anders works for Helios Logistics.\n- Omar works for Summit Energy.\n- Chiara reports to Omar.\n- Bruno works for Fernhill Foods.\n- Summit Energy is headquartered in Cork.\n- Mei reports to Chiara.\n- Mara works for Fernhill Foods.\n- Vantage Air was founded in 2014.\n- Helios Logistics was founded in 2015.\n- Amara reports to Aisha.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2009", "2": "2012", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2013.\n- Nadia works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Stefan reports to Nadia.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 1997.\n- Nadia reports to Anders.\n- Cobalt Health is headquartered in Adelaide.\n- Anders works for Helios Logistics.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Priya.\n- Beacon Insurance is headquartered in Malmo.\n- Priya reports to Dmitri.\n- Leila works for Helios Logistics.\n- Lucia reports to Sofia.\n- Leila reports to Lucia.\n- Dmitri works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Sofia works for Beacon Insurance.\n- Wren reports to Jonas.\n- Jonas works for Cobalt Health.\n- Jonas reports to Leila.\n- Helios Logistics was founded in 1983.\n- Ironwood Manufacturing was founded in 1991.\n- Sofia reports to Stefan.\n- Helios Logistics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8176", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8177", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7512: employee Omar S., hired 05 April 2024, separated 26 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7512 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,385", "3": "$6,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8178", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2010.\n- Hana reports to Sanne.\n- Fernhill Foods is headquartered in Brno.\n- Amara works for Ironwood Manufacturing.\n- Aisha reports to Anders.\n- Amara reports to Yuki.\n- Fernhill Foods was founded in 2008.\n- Sanne reports to Aisha.\n- Yuki works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Zoya reports to Kenji.\n- Yuki reports to Hana.\n- Aisha works for Pinnacle Software.\n- Callum reports to Tobias.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 1985.\n- Hana works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Lucia works for Cobalt Health.\n- Tobias reports to Amara.\n- Zoya works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1989.\n- Bruno works for Cobalt Health.\n- Kenji reports to Lucia.\n- Pinnacle Software is headquartered in Adelaide.\n- Lucia reports to Callum.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Bruno.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8180", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1512: employee Felix R., hired 04 April 2022, separated 24 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1512?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8181", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8182", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2452: employee Callum B., hired 11 February 2021, separated 14 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-2452 under the controlling rules.", "criteria": {"0": "$6,625", "1": "$26,542", "2": "$6,125", "3": "$6,187"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Deshawn.\n- Bluepine Aviation is headquartered in Nagoya.\n- Emeka reports to Lucia.\n- Jonas works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Adelaide.\n- Cobalt Health was founded in 2004.\n- Emeka works for Summit Energy.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Bluepine Aviation was founded in 1983.\n- Yuki reports to Wren.\n- Amara works for Summit Energy.\n- Deshawn reports to Elena.\n- Hana works for Fernhill Foods.\n- Amara reports to Jonas.\n- Jonas reports to Emeka.\n- Lucia reports to Hana.\n- Lucia works for Summit Energy.\n- Cobalt Health is headquartered in Porto.\n- Summit Energy is headquartered in Turku.\n- Wren works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Deshawn works for Fernhill Foods.\n- Summit Energy was founded in 1983.\n- Yuki works for Bluepine Aviation.\n- Elena reports to Anders.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8184", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9429: employee Bruno B., hired 15 October 2024, separated 25 March 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2026-9429 under the controlling rules.", "criteria": {"0": "$800", "1": "$8,667", "2": "$3,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8185", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8186", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8187", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "test_results", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8188", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8189", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8190", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8191", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8192", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4109: employee Zoya K., hired 18 January 2022, separated 02 January 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4109?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4109 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8193", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Viktor.\n- Sanne reports to Hana.\n- Deshawn works for Cobalt Health.\n- Bruno reports to Pablo.\n- Helios Logistics was founded in 1986.\n- Stefan works for Cobalt Health.\n- Wren works for Helios Logistics.\n- Cobalt Health was founded in 2002.\n- Wren reports to Deshawn.\n- Helios Logistics is headquartered in Leeds.\n- Summit Energy was founded in 2015.\n- Hana works for Summit Energy.\n- Jonas reports to Bruno.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Viktor works for Bluepine Aviation.\n- Hana reports to Jonas.\n- Kenji reports to Sanne.\n- Pablo works for Bluepine Aviation.\n- Felix works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Leeds.\n- Sanne works for Bluepine Aviation.\n- Deshawn reports to Felix.\n- Stefan reports to Omar.\n- Summit Energy is headquartered in Lyon.\n- Viktor reports to Stefan.\n- Jonas works for Helios Logistics.\n- Omar reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1989", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Bruno reports to Elena.\n- Meridian Bank was founded in 1998.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Tallinn.\n- Felix works for Meridian Bank.\n- Elena reports to Ingrid.\n- Lattice Analytics was founded in 1989.\n- Ingrid works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Cedar Retail Group was founded in 1977.\n- Felix reports to Bruno.\n- Viktor reports to Deshawn.\n- Deshawn reports to Amara.\n- Bruno works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Deshawn works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Halifax.\n- Fernhill Foods was founded in 2001.\n- Pablo reports to Felix.\n- Viktor works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Amara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8196", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 July 2025): For employees hired on or after 15 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7056: employee Sofia K., hired 24 September 2024, separated 04 August 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7056?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8197", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1469: employee Pablo K., hired 03 May 2025, separated 08 September 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-1469 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$10,833", "2": "$2,500", "3": "$2,438"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Sofia.\n- Pinnacle Software was founded in 1995.\n- Ingrid reports to Callum.\n- Anders works for Cedar Retail Group.\n- Sofia works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Anders reports to Chiara.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia reports to Zoya.\n- Ingrid works for Cedar Retail Group.\n- Lucia works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Zoya works for Cedar Retail Group.\n- Chiara works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1978.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 2015.\n- Zoya reports to Lucia.\n- Callum reports to Anders.\n- Lucia reports to Ingrid.\n- Ironwood Manufacturing was founded in 1983.\n- Lattice Analytics is headquartered in Valencia.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8199", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Mateo works for Ironwood Manufacturing.\n- Kenji reports to Sofia.\n- Fernhill Foods was founded in 2012.\n- Felix reports to Yuki.\n- Crescent Telecom was founded in 1989.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Chiara reports to Kenji.\n- Mateo reports to Bruno.\n- Sofia reports to Mateo.\n- Cedar Retail Group was founded in 1976.\n- Bruno works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1976.\n- Fernhill Foods is headquartered in Porto.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Zoya.\n- Yuki reports to Chiara.\n- Emeka works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Bruno reports to Hana.\n- Hana reports to Emeka.\n- Hana works for Ironwood Manufacturing.\n- Tobias reports to Dmitri.\n- Zoya reports to Felix.\n- Chiara works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8201", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6854: employee Emeka B., hired 11 January 2020, separated 28 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6854?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8202", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8203", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8204", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4553: employee Leila R., hired 18 May 2023, separated 14 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4553?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Sofia reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Deshawn works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Beacon Insurance was founded in 1991.\n- Mara reports to Ingrid.\n- Elena works for Cobalt Health.\n- Yuki works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1977.\n- Cedar Retail Group is headquartered in Brno.\n- Cedar Retail Group was founded in 1991.\n- Beacon Insurance is headquartered in Ghent.\n- Hana works for Cobalt Health.\n- Sanne reports to Elena.\n- Sofia works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Hana reports to Sofia.\n- Wren reports to Deshawn.\n- Deshawn reports to Mara.\n- Sanne works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Pablo reports to Sanne.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Cobalt Health was founded in 2011.\n- Elena reports to Yuki.\n- Yuki reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Anders.\n- Omar works for Summit Energy.\n- Jonas works for Vantage Air.\n- Jonas reports to Felix.\n- Amara works for Vantage Air.\n- Tobias works for Beacon Insurance.\n- Mei reports to Sanne.\n- Tobias reports to Omar.\n- Tessa reports to Tobias.\n- Tessa works for Summit Energy.\n- Omar reports to Lucia.\n- Mei works for Beacon Insurance.\n- Felix works for Vantage Air.\n- Anders reports to Mei.\n- Vantage Air is headquartered in Valencia.\n- Amara reports to Tessa.\n- Summit Energy was founded in 1987.\n- Sanne works for Fernhill Foods.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne reports to Jonas.\n- Anders works for Fernhill Foods.\n- Vantage Air was founded in 2015.\n- Lucia works for Beacon Insurance.\n- Summit Energy is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Beacon Insurance was founded in 2011.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8207", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8208", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8209", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 27 January 2023): For employees hired on or after 27 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7229: employee Sanne S., hired 22 October 2020, separated 28 November 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-7229 under the controlling rules.", "criteria": {"0": "$67,600", "1": "$17,600", "2": "$15,500", "3": "$15,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8210", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4623: employee Callum K., hired 12 June 2021, separated 19 April 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-4623 under the controlling rules.", "criteria": {"0": "$11,600", "1": "$11,700", "2": "$11,100", "3": "$50,267"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8211", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4782: employee Sanne A., hired 11 July 2023, separated 17 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-4782 under the controlling rules.", "criteria": {"0": "$5,769", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8212", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 July 2023): For employees hired on or after 15 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1460: employee Yuki R., hired 17 November 2022, separated 30 September 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1460?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8213", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6397: employee Dmitri T., hired 05 November 2020, separated 14 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6397?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8214", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8215", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7432: employee Lucia R., hired 30 October 2023, separated 27 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7432?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Anders.\n- Jonas works for Beacon Insurance.\n- Nadia reports to Sofia.\n- Sofia reports to Felix.\n- Anders reports to Jonas.\n- Felix reports to Hana.\n- Atlas Freight is headquartered in Bergen.\n- Nadia works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Pablo works for Atlas Freight.\n- Beacon Insurance is headquartered in Cork.\n- Sofia works for Atlas Freight.\n- Fernhill Foods was founded in 2010.\n- Meridian Bank was founded in 1982.\n- Anders works for Meridian Bank.\n- Fernhill Foods is headquartered in Cork.\n- Pablo reports to Nadia.\n- Meridian Bank is headquartered in Brno.\n- Hana works for Atlas Freight.\n- Jonas reports to Leila.\n- Atlas Freight was founded in 2011.\n- Beacon Insurance was founded in 2002.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8217", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4297: employee Anders T., hired 09 April 2023, separated 21 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4297?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8218", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8220", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8752: employee Bruno S., hired 11 February 2022, separated 25 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8752?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Viktor reports to Jonas.\n- Northwind Systems was founded in 1994.\n- Northwind Systems is headquartered in Bergen.\n- Emeka reports to Dmitri.\n- Jonas works for Northwind Systems.\n- Elena reports to Priya.\n- Bluepine Aviation is headquartered in Turku.\n- Aisha reports to Anders.\n- Meridian Bank was founded in 1995.\n- Anders works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Nagoya.\n- Priya works for Bluepine Aviation.\n- Aisha works for Meridian Bank.\n- Elena works for Fernhill Foods.\n- Dmitri reports to Viktor.\n- Jonas reports to Elena.\n- Viktor works for Fernhill Foods.\n- Priya reports to Aisha.\n- Dmitri works for Fernhill Foods.\n- Bluepine Aviation was founded in 1991.\n- Emeka works for Northwind Systems.\n- Fernhill Foods was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8222", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2042: employee Yuki M., hired 29 November 2020, separated 04 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-2042 under the controlling rules.", "criteria": {"0": "$16,100", "1": "$14,100", "2": "$16,188", "3": "$69,767"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Kenji works for Helios Logistics.\n- Jonas reports to Deshawn.\n- Helios Logistics is headquartered in Basel.\n- Lattice Analytics is headquartered in Dunedin.\n- Zoya reports to Mei.\n- Zoya works for Cedar Retail Group.\n- Helios Logistics was founded in 2009.\n- Kenji reports to Sofia.\n- Anders reports to Mateo.\n- Anders works for Summit Energy.\n- Mei works for Lattice Analytics.\n- Summit Energy was founded in 2002.\n- Cedar Retail Group is headquartered in Dunedin.\n- Deshawn works for Helios Logistics.\n- Lattice Analytics was founded in 1981.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Nadia.\n- Sofia works for Summit Energy.\n- Deshawn reports to Dmitri.\n- Jonas works for Helios Logistics.\n- Mateo reports to Jonas.\n- Cedar Retail Group was founded in 1985.\n- Mateo works for Cedar Retail Group.\n- Nadia reports to Zoya.\n- Nadia works for Cedar Retail Group.\n- Sofia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2012", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Malmo.\n- Amara works for Northwind Systems.\n- Callum reports to Priya.\n- Priya reports to Jonas.\n- Mara works for Helios Logistics.\n- Amara reports to Sanne.\n- Pablo reports to Mara.\n- Northwind Systems is headquartered in Valencia.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Sanne reports to Callum.\n- Northwind Systems was founded in 1986.\n- Ironwood Manufacturing was founded in 2010.\n- Jonas works for Northwind Systems.\n- Pablo works for Helios Logistics.\n- Callum works for Summit Energy.\n- Mara reports to Chiara.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Helios Logistics is headquartered in Malmo.\n- Chiara works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Felix reports to Aisha.\n- Aisha reports to Amara.\n- Chiara reports to Felix.\n- Deshawn reports to Sofia.\n- Sofia reports to Pablo.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 1995.\n- Aisha works for Ironwood Manufacturing.\n- Sanne works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8225", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8226", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8227", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8228", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1996.\n- Pinnacle Software is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Oslo.\n- Nadia works for Helios Logistics.\n- Nadia reports to Stefan.\n- Viktor reports to Kenji.\n- Lucia reports to Yuki.\n- Emeka works for Beacon Insurance.\n- Kenji reports to Emeka.\n- Jonas works for Beacon Insurance.\n- Yuki works for Pinnacle Software.\n- Lucia works for Northwind Systems.\n- Stefan reports to Lucia.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Viktor works for Beacon Insurance.\n- Sanne works for Northwind Systems.\n- Helios Logistics was founded in 1987.\n- Beacon Insurance was founded in 1975.\n- Kenji works for Beacon Insurance.\n- Mateo reports to Nadia.\n- Northwind Systems was founded in 2007.\n- Sanne reports to Jonas.\n- Mateo works for Helios Logistics.\n- Emeka reports to Sanne.\n- Yuki reports to Viktor.\n- Helios Logistics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8230", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 December 2025): For employees hired on or after 18 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4216: employee Mara R., hired 25 February 2025, separated 16 May 2027 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4216?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8231", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8232", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 3234 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Amara.\n- Omar reports to Kenji.\n- Meridian Bank was founded in 1996.\n- Amara reports to Felix.\n- Jonas works for Cobalt Health.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Wren works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Wren reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy was founded in 2008.\n- Felix reports to Ingrid.\n- Tessa works for Summit Energy.\n- Cobalt Health is headquartered in Tampere.\n- Meridian Bank is headquartered in Basel.\n- Ingrid works for Summit Energy.\n- Mei works for Summit Energy.\n- Omar works for Cobalt Health.\n- Tessa reports to Mei.\n- Dmitri reports to Omar.\n- Felix works for Cobalt Health.\n- Ingrid reports to Sofia.\n- Bruno works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Mei reports to Dmitri.\n- Sofia reports to Tessa.\n- Kenji reports to Wren.\n- Cobalt Health was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Nadia reports to Sofia.\n- Ironwood Manufacturing was founded in 1978.\n- Hana reports to Viktor.\n- Cobalt Health was founded in 1988.\n- Sofia reports to Leila.\n- Deshawn works for Cobalt Health.\n- Leila reports to Deshawn.\n- Kenji reports to Nadia.\n- Elena reports to Emeka.\n- Cedar Retail Group is headquartered in Bergen.\n- Sofia works for Cobalt Health.\n- Leila works for Ironwood Manufacturing.\n- Deshawn reports to Callum.\n- Elena works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Hana works for Ironwood Manufacturing.\n- Viktor reports to Kenji.\n- Northwind Systems was founded in 2003.\n- Northwind Systems is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2010.\n- Nadia works for Ironwood Manufacturing.\n- Emeka reports to Hana.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8235", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3210: employee Ingrid T., hired 01 July 2023, separated 30 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-3210 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$1,400", "2": "$2,000", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8236", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8237", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4154: employee Kenji R., hired 09 April 2021, separated 28 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4154?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8238", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 90269 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8239", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8240", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7577: employee Sanne B., hired 22 May 2024, separated 27 May 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7577?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Ravi reports to Bruno.\n- Felix reports to Mateo.\n- Pablo works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Mara reports to Hana.\n- Beacon Insurance was founded in 2004.\n- Ironwood Manufacturing was founded in 2006.\n- Mateo works for Ironwood Manufacturing.\n- Pablo reports to Aisha.\n- Kenji works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Ravi works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Pinnacle Software was founded in 1985.\n- Bluepine Aviation is headquartered in Lyon.\n- Wren reports to Mara.\n- Aisha reports to Ravi.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bruno works for Beacon Insurance.\n- Elena reports to Kenji.\n- Pinnacle Software is headquartered in Leeds.\n- Stefan reports to Wren.\n- Wren works for Beacon Insurance.\n- Mateo reports to Elena.\n- Kenji reports to Stefan.\n- Beacon Insurance is headquartered in Leeds.\n- Hana reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8242", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8243", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Nadia reports to Emeka.\n- Dmitri reports to Mateo.\n- Pinnacle Software was founded in 2012.\n- Pablo reports to Nadia.\n- Lattice Analytics is headquartered in Leeds.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid reports to Sofia.\n- Vantage Air was founded in 2006.\n- Vantage Air is headquartered in Leeds.\n- Pablo works for Lattice Analytics.\n- Meridian Bank was founded in 1978.\n- Dmitri works for Pinnacle Software.\n- Mateo works for Lattice Analytics.\n- Emeka reports to Lucia.\n- Meridian Bank is headquartered in Valencia.\n- Sofia works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Lattice Analytics was founded in 1985.\n- Lucia reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Mateo reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Dmitri.\n- Vantage Air was founded in 1993.\n- Helios Logistics is headquartered in Leeds.\n- Priya works for Cobalt Health.\n- Priya reports to Tessa.\n- Tessa reports to Elena.\n- Dmitri works for Helios Logistics.\n- Yuki works for Cobalt Health.\n- Bluepine Aviation is headquartered in Leeds.\n- Cobalt Health is headquartered in Brno.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Deshawn.\n- Sanne works for Bluepine Aviation.\n- Helios Logistics was founded in 1992.\n- Dmitri reports to Priya.\n- Cobalt Health was founded in 1982.\n- Elena works for Vantage Air.\n- Yuki reports to Sanne.\n- Bluepine Aviation was founded in 1986.\n- Tessa works for Cobalt Health.\n- Deshawn works for Bluepine Aviation.\n- Vantage Air is headquartered in Leeds.\n- Deshawn reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Mara works for Fernhill Foods.\n- Callum works for Bluepine Aviation.\n- Nadia reports to Tessa.\n- Bluepine Aviation was founded in 2002.\n- Elena reports to Felix.\n- Bruno reports to Callum.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Nagoya.\n- Callum reports to Mara.\n- Fernhill Foods was founded in 1997.\n- Mei reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Nadia works for Crescent Telecom.\n- Tessa reports to Mei.\n- Crescent Telecom was founded in 1989.\n- Cedar Retail Group was founded in 2013.\n- Bluepine Aviation is headquartered in Austin.\n- Crescent Telecom is headquartered in Dunedin.\n- Mara reports to Elena.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8247", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8248", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4141: employee Dmitri B., hired 08 April 2022, separated 22 July 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4141?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8249", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8250", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Mateo reports to Deshawn.\n- Callum works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Ravi works for Helios Logistics.\n- Lucia reports to Mara.\n- Callum reports to Ravi.\n- Ingrid reports to Tobias.\n- Deshawn reports to Callum.\n- Felix reports to Omar.\n- Ingrid works for Vantage Air.\n- Ravi reports to Felix.\n- Pinnacle Software is headquartered in Basel.\n- Sofia works for Helios Logistics.\n- Deshawn works for Pinnacle Software.\n- Stefan reports to Ingrid.\n- Omar works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.\n- Pinnacle Software was founded in 1991.\n- Helios Logistics is headquartered in Halifax.\n- Felix works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Mara reports to Mateo.\n- Mara works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Cedar Retail Group was founded in 2011.\n- Sofia reports to Stefan.\n- Tobias works for Helios Logistics.\n- Vantage Air was founded in 1988.\n- Helios Logistics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Viktor.\n- Hana works for Meridian Bank.\n- Cobalt Health was founded in 1984.\n- Hana reports to Emeka.\n- Jonas reports to Omar.\n- Viktor reports to Bruno.\n- Bruno reports to Kenji.\n- Northwind Systems was founded in 2013.\n- Helios Logistics is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Meridian Bank is headquartered in Tampere.\n- Kenji reports to Hana.\n- Omar works for Cobalt Health.\n- Meridian Bank was founded in 2003.\n- Jonas works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Helios Logistics was founded in 1993.\n- Cobalt Health is headquartered in Turku.\n- Mei reports to Jonas.\n- Mei works for Helios Logistics.\n- Bruno works for Meridian Bank.\n- Emeka works for Helios Logistics.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Ingrid reports to Lucia.\n- Ingrid works for Summit Energy.\n- Sanne reports to Nadia.\n- Vantage Air is headquartered in Basel.\n- Mateo works for Vantage Air.\n- Aisha works for Helios Logistics.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Summit Energy is headquartered in Brno.\n- Helios Logistics was founded in 2009.\n- Lucia works for Helios Logistics.\n- Nadia reports to Mateo.\n- Bluepine Aviation was founded in 2015.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mei reports to Aisha.\n- Mei works for Vantage Air.\n- Lucia reports to Elena.\n- Mateo reports to Ingrid.\n- Helios Logistics is headquartered in Malmo.\n- Aisha reports to Sanne.\n- Summit Energy was founded in 1998.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8254", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8750: employee Emeka S., hired 08 February 2022, separated 07 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-8750 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$3,700", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8255", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5754: employee Wren T., hired 04 November 2023, separated 13 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5754?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8256", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8257", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8258", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 January 2026): For employees hired on or after 16 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2204: employee Yuki B., hired 27 August 2025, separated 08 December 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-2204 under the controlling rules.", "criteria": {"0": "$5,850", "1": "$26,000", "2": "$5,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Callum works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Mateo reports to Nadia.\n- Ingrid works for Crescent Telecom.\n- Tobias reports to Deshawn.\n- Tobias works for Crescent Telecom.\n- Pinnacle Software was founded in 1995.\n- Aisha reports to Sanne.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid reports to Wren.\n- Mateo works for Crescent Telecom.\n- Atlas Freight is headquartered in Nagoya.\n- Deshawn works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Hana reports to Leila.\n- Lucia works for Pinnacle Software.\n- Vantage Air is headquartered in Leeds.\n- Leila reports to Tobias.\n- Leila works for Crescent Telecom.\n- Wren works for Pinnacle Software.\n- Vantage Air was founded in 1989.\n- Crescent Telecom was founded in 1975.\n- Crescent Telecom is headquartered in Leeds.\n- Atlas Freight was founded in 2005.\n- Sanne reports to Callum.\n- Hana works for Atlas Freight.\n- Lucia reports to Hana.\n- Nadia reports to Aisha.\n- Callum reports to Lucia.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1998", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Emeka works for Vantage Air.\n- Chiara works for Vantage Air.\n- Emeka reports to Callum.\n- Wren reports to Kenji.\n- Vantage Air is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri works for Atlas Freight.\n- Bluepine Aviation was founded in 1986.\n- Meridian Bank was founded in 1983.\n- Atlas Freight is headquartered in Bergen.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Leila reports to Chiara.\n- Vantage Air was founded in 1999.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Dmitri.\n- Wren works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Hana works for Vantage Air.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Meridian Bank.\n- Hana reports to Emeka.\n- Bruno reports to Tobias.\n- Dmitri reports to Bruno.\n- Kenji reports to Leila.\n- Tobias reports to Hana.\n- Chiara reports to Jonas.\n- Mei works for Meridian Bank.\n- Mei reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1978", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8261", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mateo.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Vantage Air is headquartered in Brno.\n- Mateo works for Summit Energy.\n- Vantage Air was founded in 2012.\n- Amara works for Meridian Bank.\n- Bluepine Aviation is headquartered in Leeds.\n- Ingrid reports to Lucia.\n- Summit Energy is headquartered in Leeds.\n- Sofia works for Bluepine Aviation.\n- Omar reports to Jonas.\n- Summit Energy was founded in 2006.\n- Amara reports to Ingrid.\n- Viktor works for Bluepine Aviation.\n- Omar works for Meridian Bank.\n- Lucia works for Bluepine Aviation.\n- Mateo reports to Amara.\n- Bluepine Aviation was founded in 2006.\n- Viktor reports to Omar.\n- Jonas works for Meridian Bank.\n- Lucia reports to Viktor.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8263", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8264", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Sofia.\n- Sofia works for Atlas Freight.\n- Zoya works for Vantage Air.\n- Mei works for Lattice Analytics.\n- Atlas Freight is headquartered in Tallinn.\n- Tobias reports to Priya.\n- Priya reports to Anders.\n- Mei reports to Mara.\n- Sofia reports to Tobias.\n- Viktor reports to Bruno.\n- Lattice Analytics was founded in 2011.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Anders works for Atlas Freight.\n- Bruno reports to Omar.\n- Priya works for Lattice Analytics.\n- Stefan works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Anders reports to Stefan.\n- Omar works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1998.\n- Atlas Freight was founded in 1982.\n- Vantage Air was founded in 1999.\n- Mara reports to Callum.\n- Viktor works for Lattice Analytics.\n- Stefan reports to Zoya.\n- Lattice Analytics is headquartered in Lyon.\n- Bruno works for Lattice Analytics.\n- Omar reports to Mei.\n- Mara works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8266", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 7, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3405: employee Yuki T., hired 08 August 2021, separated 11 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3405?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8267", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4006: employee Stefan A., hired 28 November 2019, separated 05 September 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4006?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8268", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 14578 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "request_refund", "2": "cancel_order", "3": "track_order", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8269", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7409: employee Ingrid R., hired 20 September 2020, separated 16 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7409?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8270", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2999: employee Dmitri B., hired 20 April 2020, separated 03 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2999?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1982.\n- Bruno works for Helios Logistics.\n- Leila reports to Yuki.\n- Kenji reports to Tobias.\n- Helios Logistics is headquartered in Brno.\n- Kenji works for Meridian Bank.\n- Tobias reports to Amara.\n- Mara reports to Leila.\n- Leila works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1993.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Deshawn reports to Mara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki reports to Zoya.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Yuki works for Vantage Air.\n- Deshawn works for Helios Logistics.\n- Stefan works for Vantage Air.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 2003.\n- Zoya reports to Viktor.\n- Elena reports to Stefan.\n- Mara works for Meridian Bank.\n- Viktor reports to Kenji.\n- Tobias works for Ironwood Manufacturing.\n- Stefan reports to Deshawn.\n- Amara reports to Bruno.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8272", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2071: employee Elena M., hired 17 November 2021, separated 27 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2071?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8273", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1986.\n- Lattice Analytics was founded in 2014.\n- Mara reports to Lucia.\n- Yuki reports to Tobias.\n- Viktor reports to Elena.\n- Ravi reports to Chiara.\n- Helios Logistics was founded in 1999.\n- Viktor works for Northwind Systems.\n- Helios Logistics is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Dunedin.\n- Ravi works for Lattice Analytics.\n- Chiara works for Bluepine Aviation.\n- Mara works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Yuki works for Helios Logistics.\n- Tobias reports to Mara.\n- Northwind Systems was founded in 1996.\n- Lucia reports to Viktor.\n- Elena reports to Ravi.\n- Tobias works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Viktor.\n- Meridian Bank was founded in 2010.\n- Nadia works for Cobalt Health.\n- Tobias works for Pinnacle Software.\n- Sanne works for Bluepine Aviation.\n- Aisha reports to Hana.\n- Stefan reports to Lucia.\n- Deshawn works for Pinnacle Software.\n- Stefan works for Cobalt Health.\n- Sanne reports to Aisha.\n- Jonas reports to Deshawn.\n- Hana works for Bluepine Aviation.\n- Pinnacle Software was founded in 2015.\n- Jonas works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Deshawn reports to Tobias.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation was founded in 1981.\n- Cobalt Health was founded in 1985.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Meridian Bank is headquartered in Brno.\n- Nadia reports to Stefan.\n- Tobias reports to Nadia.\n- Lucia reports to Sanne.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8276", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8227: employee Callum S., hired 28 November 2022, separated 14 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-8227 under the controlling rules.", "criteria": {"0": "$7,125", "1": "$7,200", "2": "$9,200", "3": "$31,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8277", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Atlas Freight.\n- Viktor works for Lattice Analytics.\n- Yuki works for Atlas Freight.\n- Aisha reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Kenji reports to Viktor.\n- Atlas Freight is headquartered in Bergen.\n- Jonas reports to Kenji.\n- Tessa works for Atlas Freight.\n- Dmitri works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Atlas Freight was founded in 2015.\n- Jonas works for Atlas Freight.\n- Helios Logistics was founded in 1986.\n- Nadia works for Cedar Retail Group.\n- Yuki reports to Dmitri.\n- Viktor reports to Nadia.\n- Lattice Analytics is headquartered in Dunedin.\n- Dmitri reports to Aisha.\n- Kenji works for Lattice Analytics.\n- Nadia reports to Yuki.\n- Cedar Retail Group was founded in 1995.\n- Tessa reports to Jonas.\n- Lattice Analytics was founded in 1983.\n- Cedar Retail Group is headquartered in Bergen.\n- Tobias reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8279", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8280", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8281", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "install_software", "2": "report_outage", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8282", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8283", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8284", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2645: employee Kenji A., hired 24 March 2024, separated 25 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-2645 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$8,500", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Lucia.\n- Pinnacle Software was founded in 1981.\n- Bruno works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2010.\n- Wren works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Mara reports to Bruno.\n- Lucia reports to Priya.\n- Tobias reports to Mara.\n- Wren reports to Anders.\n- Helios Logistics is headquartered in Adelaide.\n- Amara reports to Dmitri.\n- Crescent Telecom is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2008.\n- Elena reports to Amara.\n- Priya reports to Elena.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Crescent Telecom was founded in 1996.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Amara works for Pinnacle Software.\n- Lucia works for Crescent Telecom.\n- Aisha works for Pinnacle Software.\n- Hana reports to Tobias.\n- Dmitri reports to Hana.\n- Anders reports to Aisha.\n- Tobias works for Crescent Telecom.\n- Elena works for Pinnacle Software.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Wren.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Deshawn works for Summit Energy.\n- Dmitri reports to Mara.\n- Jonas reports to Deshawn.\n- Hana works for Cedar Retail Group.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1982.\n- Pablo works for Helios Logistics.\n- Atlas Freight was founded in 1994.\n- Mara works for Helios Logistics.\n- Deshawn reports to Priya.\n- Cedar Retail Group is headquartered in Porto.\n- Kenji works for Helios Logistics.\n- Wren reports to Jonas.\n- Kenji reports to Stefan.\n- Emeka works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Ravi reports to Emeka.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Stefan reports to Hana.\n- Priya reports to Dmitri.\n- Mara reports to Pablo.\n- Helios Logistics was founded in 2004.\n- Stefan works for Helios Logistics.\n- Ravi works for Atlas Freight.\n- Pablo reports to Ravi.\n- Summit Energy was founded in 1992.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8287", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8288", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3982: employee Tessa K., hired 26 April 2022, separated 08 March 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-3982 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$40,000", "2": "$9,231", "3": "$6,692"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8289", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4275: employee Lucia A., hired 17 September 2023, separated 20 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4275?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Emeka.\n- Yuki works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Yuki reports to Mateo.\n- Meridian Bank is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1986.\n- Aisha works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1976.\n- Northwind Systems is headquartered in Turku.\n- Wren works for Meridian Bank.\n- Viktor reports to Yuki.\n- Bruno works for Meridian Bank.\n- Pablo reports to Aisha.\n- Callum works for Ironwood Manufacturing.\n- Jonas reports to Callum.\n- Meridian Bank was founded in 2014.\n- Viktor works for Northwind Systems.\n- Anders works for Meridian Bank.\n- Bruno reports to Sanne.\n- Aisha reports to Anders.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mateo reports to Jonas.\n- Pablo works for Ironwood Manufacturing.\n- Emeka reports to Viktor.\n- Callum reports to Pablo.\n- Mateo works for Meridian Bank.\n- Anders reports to Wren.\n- Jonas works for Meridian Bank.\n- Beacon Insurance was founded in 1992.\n- Beacon Insurance is headquartered in Turku.\n- Emeka works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8291", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 March 2023): For employees hired on or after 04 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2337: employee Ravi M., hired 24 April 2021, separated 22 November 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2337?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8292", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8293", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8294", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8295", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Sofia.\n- Tobias reports to Callum.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Cobalt Health is headquartered in Tallinn.\n- Omar works for Meridian Bank.\n- Anders works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Felix works for Meridian Bank.\n- Tobias works for Cobalt Health.\n- Cedar Retail Group is headquartered in Ghent.\n- Atlas Freight is headquartered in Ghent.\n- Meridian Bank was founded in 1980.\n- Cobalt Health was founded in 2003.\n- Nadia reports to Sanne.\n- Nadia works for Cedar Retail Group.\n- Mateo reports to Mei.\n- Dmitri reports to Mateo.\n- Mei works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.\n- Kenji reports to Omar.\n- Callum works for Cedar Retail Group.\n- Mateo works for Cobalt Health.\n- Sofia reports to Anders.\n- Sanne reports to Felix.\n- Callum reports to Dmitri.\n- Felix reports to Kenji.\n- Cedar Retail Group was founded in 1988.\n- Kenji works for Atlas Freight.\n- Anders reports to Nadia.\n- Atlas Freight was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1983", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Lattice Analytics.\n- Helios Logistics is headquartered in Porto.\n- Lucia works for Bluepine Aviation.\n- Callum reports to Dmitri.\n- Hana works for Vantage Air.\n- Dmitri works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Helios Logistics was founded in 1982.\n- Bluepine Aviation was founded in 1977.\n- Bluepine Aviation is headquartered in Porto.\n- Lattice Analytics was founded in 2002.\n- Sanne reports to Mara.\n- Vantage Air is headquartered in Tampere.\n- Zoya reports to Priya.\n- Stefan works for Bluepine Aviation.\n- Priya works for Vantage Air.\n- Hana reports to Zoya.\n- Lucia reports to Callum.\n- Stefan reports to Sanne.\n- Zoya works for Lattice Analytics.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 2005.\n- Lattice Analytics is headquartered in Tampere.\n- Mara works for Vantage Air.\n- Priya reports to Sofia.\n- Dmitri reports to Hana.\n- Mara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8298", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6864: employee Leila A., hired 23 November 2020, separated 29 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6864?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Deshawn reports to Zoya.\n- Zoya reports to Leila.\n- Ravi reports to Ingrid.\n- Meridian Bank is headquartered in Oslo.\n- Zoya works for Atlas Freight.\n- Fernhill Foods was founded in 2011.\n- Ravi works for Fernhill Foods.\n- Atlas Freight was founded in 1998.\n- Bluepine Aviation was founded in 2006.\n- Hana reports to Bruno.\n- Meridian Bank was founded in 1984.\n- Mei works for Atlas Freight.\n- Mei reports to Mateo.\n- Ingrid reports to Deshawn.\n- Mateo reports to Stefan.\n- Aisha works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.\n- Stefan works for Fernhill Foods.\n- Viktor reports to Mei.\n- Bruno reports to Viktor.\n- Atlas Freight is headquartered in Nagoya.\n- Mateo works for Atlas Freight.\n- Stefan reports to Aisha.\n- Ingrid works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Aisha reports to Ravi.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "2001", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8300", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3552: employee Bruno R., hired 06 May 2023, separated 19 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3552?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Yuki reports to Ingrid.\n- Jonas reports to Wren.\n- Jonas works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Cobalt Health was founded in 1996.\n- Chiara reports to Callum.\n- Mateo reports to Chiara.\n- Callum works for Helios Logistics.\n- Ingrid works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Wren works for Cobalt Health.\n- Ingrid reports to Bruno.\n- Yuki works for Cedar Retail Group.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Cedar Retail Group is headquartered in Brno.\n- Wren reports to Yuki.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Helios Logistics was founded in 2002.\n- Helios Logistics is headquartered in Brno.\n- Amara reports to Mateo.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 1990.\n- Stefan works for Summit Energy.\n- Cedar Retail Group is headquartered in Porto.\n- Bruno reports to Sofia.\n- Callum reports to Emeka.\n- Bluepine Aviation was founded in 1978.\n- Emeka reports to Bruno.\n- Cedar Retail Group was founded in 1976.\n- Jonas reports to Callum.\n- Sofia reports to Wren.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Sofia works for Summit Energy.\n- Wren works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Bluepine Aviation is headquartered in Malmo.\n- Wren reports to Stefan.\n- Amara reports to Jonas.\n- Jonas works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Anders reports to Kenji.\n- Bruno works for Crescent Telecom.\n- Tobias reports to Amara.\n- Deshawn reports to Tobias.\n- Amara works for Summit Energy.\n- Tobias works for Summit Energy.\n- Kenji works for Bluepine Aviation.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8303", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3945: employee Sofia B., hired 06 May 2023, separated 03 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3945?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2013.\n- Jonas works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Chiara reports to Jonas.\n- Mei works for Crescent Telecom.\n- Lucia reports to Emeka.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Austin.\n- Fernhill Foods is headquartered in Brno.\n- Mara reports to Ravi.\n- Sofia works for Cobalt Health.\n- Omar works for Fernhill Foods.\n- Anders reports to Sofia.\n- Cobalt Health is headquartered in Valencia.\n- Mei reports to Omar.\n- Ravi works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Jonas reports to Anders.\n- Emeka reports to Mara.\n- Ravi reports to Chiara.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Bluepine Aviation is headquartered in Brno.\n- Lucia works for Fernhill Foods.\n- Sofia reports to Mei.\n- Chiara works for Crescent Telecom.\n- Cobalt Health was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Deshawn.\n- Ingrid reports to Viktor.\n- Stefan reports to Felix.\n- Cobalt Health was founded in 1992.\n- Deshawn reports to Mei.\n- Meridian Bank was founded in 2006.\n- Beacon Insurance is headquartered in Malmo.\n- Fernhill Foods is headquartered in Cork.\n- Priya reports to Aisha.\n- Meridian Bank is headquartered in Porto.\n- Felix works for Meridian Bank.\n- Mei reports to Priya.\n- Cobalt Health is headquartered in Porto.\n- Deshawn works for Beacon Insurance.\n- Viktor works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Stefan works for Beacon Insurance.\n- Anders works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Aisha reports to Chiara.\n- Beacon Insurance was founded in 2009.\n- Priya works for Meridian Bank.\n- Fernhill Foods was founded in 2002.\n- Chiara reports to Stefan.\n- Felix reports to Anders.\n- Aisha works for Fernhill Foods.\n- Chiara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Felix reports to Pablo.\n- Cobalt Health is headquartered in Malmo.\n- Kenji reports to Jonas.\n- Aisha reports to Kenji.\n- Sanne reports to Felix.\n- Beacon Insurance was founded in 1983.\n- Sanne works for Beacon Insurance.\n- Hana works for Northwind Systems.\n- Cobalt Health was founded in 1983.\n- Sofia works for Beacon Insurance.\n- Northwind Systems is headquartered in Malmo.\n- Felix works for Northwind Systems.\n- Sofia reports to Leila.\n- Aisha works for Cobalt Health.\n- Pablo reports to Hana.\n- Hana reports to Aisha.\n- Mara reports to Sofia.\n- Kenji works for Beacon Insurance.\n- Leila reports to Sanne.\n- Jonas works for Beacon Insurance.\n- Meridian Bank is headquartered in Austin.\n- Northwind Systems was founded in 2010.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Beacon Insurance is headquartered in Malmo.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8307", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2441: employee Bruno T., hired 22 February 2024, separated 05 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2441?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Mara works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Chiara reports to Deshawn.\n- Priya works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Helios Logistics was founded in 2007.\n- Bruno works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Hana works for Bluepine Aviation.\n- Amara works for Beacon Insurance.\n- Hana reports to Nadia.\n- Beacon Insurance is headquartered in Cork.\n- Aisha works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1983.\n- Amara reports to Bruno.\n- Bruno reports to Chiara.\n- Felix reports to Aisha.\n- Beacon Insurance was founded in 1992.\n- Nadia works for Bluepine Aviation.\n- Priya reports to Mara.\n- Nadia reports to Amara.\n- Deshawn works for Helios Logistics.\n- Aisha reports to Priya.\n- Deshawn reports to Felix.\n- Bluepine Aviation was founded in 1990.\n- Helios Logistics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Vantage Air was founded in 1981.\n- Nadia reports to Leila.\n- Anders reports to Mara.\n- Aisha works for Ironwood Manufacturing.\n- Ravi reports to Nadia.\n- Emeka reports to Ravi.\n- Fernhill Foods is headquartered in Lyon.\n- Aisha reports to Callum.\n- Vantage Air is headquartered in Turku.\n- Callum works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Anders works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1993.\n- Leila reports to Anders.\n- Pinnacle Software was founded in 1983.\n- Ironwood Manufacturing is headquartered in Turku.\n- Fernhill Foods was founded in 1985.\n- Mara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Turku.\n- Ravi works for Fernhill Foods.\n- Leila works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tobias.\n- Cobalt Health is headquartered in Lyon.\n- Ravi reports to Tessa.\n- Pablo reports to Zoya.\n- Nadia reports to Hana.\n- Zoya works for Cobalt Health.\n- Ravi works for Helios Logistics.\n- Mei reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Atlas Freight is headquartered in Oslo.\n- Tessa reports to Mei.\n- Tobias reports to Ravi.\n- Lucia reports to Nadia.\n- Cobalt Health was founded in 2007.\n- Tobias works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Hana works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1993.\n- Zoya reports to Lucia.\n- Tessa works for Ironwood Manufacturing.\n- Leila works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Nadia works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8311", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8312", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8313", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6583: employee Ravi K., hired 28 January 2023, separated 17 August 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-6583 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$3,250", "2": "$6,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Jonas.\n- Jonas reports to Yuki.\n- Ironwood Manufacturing was founded in 1976.\n- Yuki reports to Mateo.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air is headquartered in Bergen.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Zoya works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Emeka works for Helios Logistics.\n- Emeka reports to Elena.\n- Priya works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Yuki works for Ironwood Manufacturing.\n- Lucia works for Pinnacle Software.\n- Jonas works for Ironwood Manufacturing.\n- Aisha reports to Emeka.\n- Pinnacle Software was founded in 1995.\n- Lucia reports to Ravi.\n- Kenji works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.\n- Nadia reports to Priya.\n- Mateo reports to Lucia.\n- Kenji reports to Nadia.\n- Helios Logistics was founded in 1996.\n- Ravi reports to Zoya.\n- Ravi works for Pinnacle Software.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8315", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8316", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2867: employee Mei A., hired 10 May 2022, separated 07 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2867?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8317", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4931: employee Sofia S., hired 09 July 2022, separated 04 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4931?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8318", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1966: employee Callum T., hired 20 March 2022, separated 03 April 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-1966 under the controlling rules.", "criteria": {"0": "$4,692", "1": "$2,596", "2": "$22,500", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8319", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3840: employee Jonas A., hired 16 May 2023, separated 10 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3840?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8320", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Valencia.\n- Fernhill Foods is headquartered in Tallinn.\n- Yuki works for Meridian Bank.\n- Zoya works for Summit Energy.\n- Stefan reports to Wren.\n- Mateo reports to Deshawn.\n- Helios Logistics was founded in 1986.\n- Mateo works for Summit Energy.\n- Meridian Bank was founded in 1978.\n- Lucia reports to Sanne.\n- Deshawn works for Meridian Bank.\n- Summit Energy is headquartered in Valencia.\n- Yuki reports to Zoya.\n- Summit Energy was founded in 1977.\n- Fernhill Foods was founded in 1990.\n- Deshawn reports to Lucia.\n- Lucia works for Summit Energy.\n- Wren reports to Yuki.\n- Sanne reports to Stefan.\n- Stefan works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Helios Logistics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8322", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8323", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1996.\n- Ingrid reports to Elena.\n- Bruno works for Northwind Systems.\n- Meridian Bank was founded in 1975.\n- Lattice Analytics was founded in 1985.\n- Leila works for Lattice Analytics.\n- Atlas Freight is headquartered in Tallinn.\n- Elena reports to Jonas.\n- Aisha reports to Anders.\n- Bruno reports to Ingrid.\n- Aisha works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Jonas reports to Leila.\n- Anders reports to Tessa.\n- Lattice Analytics is headquartered in Austin.\n- Tessa reports to Pablo.\n- Viktor works for Atlas Freight.\n- Meridian Bank is headquartered in Valencia.\n- Jonas works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Viktor reports to Bruno.\n- Leila reports to Aisha.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Elena works for Meridian Bank.\n- Northwind Systems is headquartered in Valencia.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8325", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8326", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8327", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver", "4": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8328", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "book_appointment", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8329", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8330", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3361: employee Mara S., hired 15 May 2024, separated 28 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3361?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8331", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8332", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8333", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Nagoya.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1980.\n- Ravi reports to Zoya.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Cobalt Health is headquartered in Dunedin.\n- Priya works for Meridian Bank.\n- Cobalt Health was founded in 1977.\n- Priya reports to Aisha.\n- Aisha reports to Tobias.\n- Chiara reports to Mara.\n- Mara works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Kenji reports to Sofia.\n- Omar works for Atlas Freight.\n- Zoya reports to Omar.\n- Tobias works for Ironwood Manufacturing.\n- Sofia reports to Ravi.\n- Pablo reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Tobias reports to Pablo.\n- Sofia works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Basel.\n- Meridian Bank was founded in 1988.\n- Omar reports to Priya.\n- Ravi works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Mara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8335", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7133: employee Lucia K., hired 11 December 2021, separated 14 January 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-7133 under the controlling rules.", "criteria": {"0": "$32,000", "1": "$7,269", "2": "$5,385", "3": "$7,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Deshawn.\n- Meridian Bank was founded in 1979.\n- Hana reports to Pablo.\n- Amara works for Crescent Telecom.\n- Tessa reports to Wren.\n- Beacon Insurance is headquartered in Bergen.\n- Pablo works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Felix reports to Tobias.\n- Tessa works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Bergen.\n- Crescent Telecom is headquartered in Brno.\n- Tobias reports to Hana.\n- Sofia reports to Tessa.\n- Priya reports to Felix.\n- Emeka works for Cedar Retail Group.\n- Sofia works for Crescent Telecom.\n- Beacon Insurance was founded in 1995.\n- Priya works for Beacon Insurance.\n- Tobias works for Cedar Retail Group.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Amara.\n- Crescent Telecom was founded in 2005.\n- Meridian Bank is headquartered in Oslo.\n- Wren works for Meridian Bank.\n- Emeka reports to Priya.\n- Amara reports to Emeka.\n- Cedar Retail Group was founded in 2009.\n- Wren reports to Chiara.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ingrid.\n- Atlas Freight was founded in 2015.\n- Crescent Telecom is headquartered in Lyon.\n- Pinnacle Software was founded in 2004.\n- Ingrid reports to Priya.\n- Anders works for Pinnacle Software.\n- Summit Energy was founded in 2006.\n- Leila reports to Mateo.\n- Pinnacle Software is headquartered in Cork.\n- Leila works for Atlas Freight.\n- Bruno works for Summit Energy.\n- Hana works for Crescent Telecom.\n- Summit Energy is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Lucia reports to Bruno.\n- Bruno reports to Anders.\n- Kenji works for Summit Energy.\n- Mateo reports to Stefan.\n- Priya reports to Leila.\n- Stefan reports to Lucia.\n- Ingrid works for Crescent Telecom.\n- Anders reports to Hana.\n- Priya works for Pinnacle Software.\n- Mateo works for Crescent Telecom.\n- Stefan works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Aisha.\n- Tessa works for Beacon Insurance.\n- Yuki reports to Sofia.\n- Ravi works for Cobalt Health.\n- Meridian Bank is headquartered in Halifax.\n- Tobias reports to Mara.\n- Beacon Insurance was founded in 2006.\n- Tessa reports to Ravi.\n- Lucia reports to Tobias.\n- Chiara reports to Bruno.\n- Sofia reports to Lucia.\n- Cobalt Health is headquartered in Basel.\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Bruno works for Vantage Air.\n- Chiara works for Beacon Insurance.\n- Tobias works for Meridian Bank.\n- Vantage Air was founded in 2001.\n- Ravi reports to Yuki.\n- Lucia works for Cobalt Health.\n- Deshawn reports to Chiara.\n- Vantage Air is headquartered in Dunedin.\n- Meridian Bank was founded in 2012.\n- Mara reports to Mei.\n- Aisha works for Meridian Bank.\n- Mara works for Beacon Insurance.\n- Yuki works for Vantage Air.\n- Mei works for Cobalt Health.\n- Aisha reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8339", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6379: employee Jonas R., hired 01 January 2022, separated 04 April 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6379?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8340", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1981.\n- Deshawn reports to Sofia.\n- Felix reports to Priya.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ravi reports to Yuki.\n- Priya reports to Deshawn.\n- Mara works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Felix.\n- Mara reports to Ravi.\n- Vantage Air is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Yuki works for Vantage Air.\n- Deshawn works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Sofia works for Northwind Systems.\n- Yuki reports to Jonas.\n- Vantage Air was founded in 2008.\n- Northwind Systems was founded in 1997.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 2002.\n- Priya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8342", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8343", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8344", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8345", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Felix reports to Ravi.\n- Deshawn reports to Dmitri.\n- Atlas Freight is headquartered in Malmo.\n- Aisha works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2010.\n- Deshawn works for Bluepine Aviation.\n- Ravi works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Mara reports to Felix.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bluepine Aviation is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Malmo.\n- Atlas Freight was founded in 2008.\n- Aisha reports to Lucia.\n- Fernhill Foods was founded in 1982.\n- Ironwood Manufacturing was founded in 2006.\n- Dmitri works for Atlas Freight.\n- Ravi reports to Priya.\n- Lucia reports to Deshawn.\n- Priya reports to Aisha.\n- Lucia works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8347", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9458: employee Zoya B., hired 27 March 2024, separated 02 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9458?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8348", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8349", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9893: employee Nadia B., hired 26 July 2023, separated 14 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9893?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8350", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8351", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8352", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8287: employee Ingrid S., hired 29 July 2023, separated 15 September 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8287?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8353", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2573: employee Callum M., hired 14 January 2021, separated 20 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2573?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Lattice Analytics.\n- Meridian Bank is headquartered in Turku.\n- Ravi works for Lattice Analytics.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Leeds.\n- Anders works for Helios Logistics.\n- Meridian Bank was founded in 1990.\n- Chiara reports to Ravi.\n- Zoya works for Meridian Bank.\n- Zoya reports to Sofia.\n- Chiara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Cork.\n- Ravi reports to Callum.\n- Cedar Retail Group was founded in 1983.\n- Omar works for Cedar Retail Group.\n- Lattice Analytics was founded in 2000.\n- Callum reports to Omar.\n- Anders reports to Chiara.\n- Helios Logistics was founded in 1995.\n- Callum works for Helios Logistics.\n- Sofia reports to Pablo.\n- Cedar Retail Group is headquartered in Turku.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Felix reports to Dmitri.\n- Anders works for Meridian Bank.\n- Omar reports to Anders.\n- Jonas reports to Callum.\n- Dmitri works for Cedar Retail Group.\n- Cobalt Health was founded in 2012.\n- Callum works for Cedar Retail Group.\n- Cobalt Health is headquartered in Leeds.\n- Leila reports to Zoya.\n- Felix works for Cobalt Health.\n- Zoya works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1983.\n- Omar works for Meridian Bank.\n- Cedar Retail Group was founded in 2003.\n- Bluepine Aviation is headquartered in Porto.\n- Cedar Retail Group is headquartered in Cork.\n- Zoya reports to Omar.\n- Jonas works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Anders reports to Felix.\n- Dmitri reports to Jonas.\n- Meridian Bank was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8356", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2991: employee Felix K., hired 06 March 2024, separated 06 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2991?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8357", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8358", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9772: employee Mara B., hired 09 March 2023, separated 31 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9772?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8359", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5487: employee Aisha B., hired 04 May 2021, separated 20 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5487?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Dmitri.\n- Sofia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Lyon.\n- Pablo works for Cedar Retail Group.\n- Dmitri reports to Amara.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1994.\n- Amara reports to Ravi.\n- Sofia reports to Bruno.\n- Mara reports to Pablo.\n- Amara works for Crescent Telecom.\n- Mara works for Northwind Systems.\n- Cedar Retail Group is headquartered in Malmo.\n- Crescent Telecom was founded in 2004.\n- Callum works for Pinnacle Software.\n- Bruno works for Northwind Systems.\n- Bruno reports to Aisha.\n- Pablo reports to Sofia.\n- Dmitri works for Cedar Retail Group.\n- Anders works for Northwind Systems.\n- Callum reports to Anders.\n- Pinnacle Software is headquartered in Lyon.\n- Cedar Retail Group was founded in 1979.\n- Ravi works for Northwind Systems.\n- Crescent Telecom is headquartered in Dunedin.\n- Ravi reports to Callum.\n- Pinnacle Software was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tallinn.\n- Callum reports to Aisha.\n- Tessa works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Jonas works for Summit Energy.\n- Emeka works for Helios Logistics.\n- Leila works for Summit Energy.\n- Jonas reports to Tessa.\n- Lucia reports to Callum.\n- Summit Energy is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Adelaide.\n- Aisha works for Helios Logistics.\n- Hana works for Atlas Freight.\n- Callum works for Cedar Retail Group.\n- Aisha reports to Jonas.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Tessa reports to Leila.\n- Helios Logistics was founded in 1988.\n- Nadia reports to Emeka.\n- Atlas Freight is headquartered in Porto.\n- Emeka reports to Viktor.\n- Atlas Freight was founded in 1982.\n- Ravi reports to Hana.\n- Pablo reports to Lucia.\n- Hana reports to Pablo.\n- Lucia works for Helios Logistics.\n- Viktor reports to Ravi.\n- Summit Energy was founded in 2007.\n- Nadia works for Helios Logistics.\n- Ravi works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Malmo.\n- Helios Logistics is headquartered in Malmo.\n- Ingrid reports to Lucia.\n- Dmitri reports to Ingrid.\n- Felix reports to Yuki.\n- Summit Energy was founded in 2006.\n- Zoya reports to Felix.\n- Helios Logistics was founded in 1998.\n- Leila reports to Stefan.\n- Lucia reports to Sofia.\n- Dmitri works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Stefan reports to Mara.\n- Sofia works for Meridian Bank.\n- Yuki reports to Dmitri.\n- Zoya works for Summit Energy.\n- Mara works for Ironwood Manufacturing.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing was founded in 1975.\n- Sofia reports to Leila.\n- Leila works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Felix works for Summit Energy.\n- Lucia works for Summit Energy.\n- Yuki works for Helios Logistics.\n- Meridian Bank was founded in 2013.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8363", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4776: employee Stefan M., hired 02 September 2022, separated 18 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4776?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8364", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3341: employee Emeka S., hired 13 January 2024, separated 16 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3341?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8365", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 February 2026): For employees hired on or after 06 February 2026, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8787: employee Leila M., hired 18 April 2023, separated 29 January 2027 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8787?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8366", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 80509 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8367", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8368", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9765: employee Tobias S., hired 09 February 2021, separated 11 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9765?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8369", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8370", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8371", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8372", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9926: employee Chiara T., hired 12 October 2023, separated 31 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9926?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8373", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 27161 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8374", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8375", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5683: employee Wren K., hired 21 December 2019, separated 22 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5683?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8376", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 November 2025): For employees hired on or after 24 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8865: employee Zoya B., hired 21 February 2025, separated 06 April 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8865?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8377", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8786: employee Felix A., hired 27 April 2022, separated 21 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8786?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8378", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8379", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4657: employee Kenji S., hired 01 March 2021, separated 14 December 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-4657 under the controlling rules.", "criteria": {"0": "$6,462", "1": "$40,000", "2": "$9,231", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8380", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8381", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Anders.\n- Mei reports to Leila.\n- Sofia works for Ironwood Manufacturing.\n- Stefan reports to Nadia.\n- Lattice Analytics is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Pinnacle Software is headquartered in Halifax.\n- Lattice Analytics was founded in 1977.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Stefan works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Kenji works for Pinnacle Software.\n- Sofia reports to Mei.\n- Bluepine Aviation was founded in 2015.\n- Leila reports to Emeka.\n- Pinnacle Software was founded in 2007.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2008.\n- Emeka works for Ironwood Manufacturing.\n- Mei works for Lattice Analytics.\n- Kenji reports to Sofia.\n- Anders reports to Stefan.\n- Bluepine Aviation is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8383", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 22867\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8384", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8385", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6532: employee Yuki R., hired 10 June 2021, separated 19 May 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-6532 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,500", "2": "$3,900", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Stefan.\n- Cobalt Health was founded in 1994.\n- Mara works for Helios Logistics.\n- Amara reports to Viktor.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mara reports to Sofia.\n- Bruno works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1982.\n- Lucia reports to Amara.\n- Stefan reports to Tobias.\n- Ironwood Manufacturing was founded in 2007.\n- Tobias works for Helios Logistics.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Stefan works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Bruno reports to Mateo.\n- Mateo reports to Emeka.\n- Mateo works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Cobalt Health is headquartered in Lyon.\n- Amara works for Meridian Bank.\n- Sofia reports to Lucia.\n- Meridian Bank is headquartered in Lyon.\n- Helios Logistics is headquartered in Malmo.\n- Emeka reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8387", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8388", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8389", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8390", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8391", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Anders.\n- Zoya reports to Ravi.\n- Nadia reports to Tobias.\n- Zoya works for Crescent Telecom.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom was founded in 1987.\n- Aisha works for Crescent Telecom.\n- Stefan reports to Aisha.\n- Atlas Freight was founded in 1989.\n- Atlas Freight is headquartered in Halifax.\n- Anders works for Atlas Freight.\n- Crescent Telecom is headquartered in Halifax.\n- Lattice Analytics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Aisha reports to Zoya.\n- Mara reports to Nadia.\n- Mara works for Atlas Freight.\n- Dmitri works for Crescent Telecom.\n- Lattice Analytics was founded in 1987.\n- Anders reports to Sofia.\n- Tobias works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1999.\n- Sofia reports to Mara.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8393", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8101: employee Tobias T., hired 26 November 2023, separated 06 August 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-8101 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$36,400", "2": "$8,900", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8101 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8394", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8793: employee Mei M., hired 09 March 2022, separated 13 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8793?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8395", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8396", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8397", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1802: employee Omar S., hired 18 January 2022, separated 21 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1802?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Dmitri.\n- Lattice Analytics is headquartered in Basel.\n- Cedar Retail Group was founded in 2012.\n- Anders works for Cedar Retail Group.\n- Dmitri works for Lattice Analytics.\n- Omar works for Cedar Retail Group.\n- Sofia works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Austin.\n- Zoya reports to Sofia.\n- Chiara works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Sofia reports to Hana.\n- Beacon Insurance was founded in 2009.\n- Pinnacle Software was founded in 1983.\n- Dmitri reports to Chiara.\n- Stefan reports to Omar.\n- Hana works for Beacon Insurance.\n- Pinnacle Software is headquartered in Austin.\n- Stefan works for Lattice Analytics.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Turku.\n- Ravi works for Lattice Analytics.\n- Elena reports to Zoya.\n- Ravi reports to Stefan.\n- Chiara reports to Anders.\n- Lattice Analytics was founded in 2003.\n- Omar reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8399", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "check_logs", "4": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8400", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2005.\n- Dmitri reports to Ravi.\n- Beacon Insurance is headquartered in Porto.\n- Elena reports to Mara.\n- Mara reports to Yuki.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Beacon Insurance was founded in 1988.\n- Yuki reports to Omar.\n- Cobalt Health was founded in 1994.\n- Ravi works for Pinnacle Software.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Priya reports to Mateo.\n- Yuki works for Cobalt Health.\n- Dmitri works for Fernhill Foods.\n- Ravi reports to Elena.\n- Mara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Cobalt Health is headquartered in Porto.\n- Priya works for Pinnacle Software.\n- Omar works for Beacon Insurance.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8402", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8403", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Aisha.\n- Omar reports to Deshawn.\n- Summit Energy was founded in 2003.\n- Ravi works for Fernhill Foods.\n- Wren reports to Priya.\n- Yuki reports to Omar.\n- Bluepine Aviation is headquartered in Basel.\n- Summit Energy is headquartered in Basel.\n- Omar works for Summit Energy.\n- Amara reports to Ravi.\n- Anders reports to Amara.\n- Wren works for Summit Energy.\n- Aisha reports to Wren.\n- Yuki works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Fernhill Foods was founded in 2004.\n- Deshawn works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Northwind Systems was founded in 1986.\n- Priya reports to Sanne.\n- Anders works for Summit Energy.\n- Ravi reports to Yuki.\n- Northwind Systems is headquartered in Leeds.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation was founded in 2006.\n- Amara works for Fernhill Foods.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Leeds", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8405", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8406", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7492: employee Hana T., hired 08 December 2021, separated 14 April 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-7492 under the controlling rules.", "criteria": {"0": "$10,750", "1": "$46,800", "2": "$10,800", "3": "$11,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Kenji reports to Tobias.\n- Beacon Insurance is headquartered in Dunedin.\n- Hana reports to Amara.\n- Stefan reports to Emeka.\n- Ironwood Manufacturing was founded in 1981.\n- Meridian Bank was founded in 1985.\n- Zoya reports to Tessa.\n- Amara works for Beacon Insurance.\n- Tobias works for Ironwood Manufacturing.\n- Ravi reports to Omar.\n- Omar reports to Zoya.\n- Ravi works for Meridian Bank.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Stefan.\n- Tobias reports to Wren.\n- Tessa reports to Hana.\n- Kenji works for Beacon Insurance.\n- Stefan works for Atlas Freight.\n- Amara reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight was founded in 1983.\n- Wren reports to Ravi.\n- Omar works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Wren.\n- Zoya works for Helios Logistics.\n- Vantage Air was founded in 1998.\n- Jonas works for Crescent Telecom.\n- Emeka works for Vantage Air.\n- Elena reports to Nadia.\n- Elena works for Helios Logistics.\n- Emeka reports to Mara.\n- Mara works for Crescent Telecom.\n- Pablo reports to Sofia.\n- Cobalt Health was founded in 1985.\n- Helios Logistics is headquartered in Nagoya.\n- Nadia works for Cobalt Health.\n- Jonas reports to Lucia.\n- Nadia reports to Mateo.\n- Stefan reports to Zoya.\n- Zoya reports to Jonas.\n- Lucia reports to Pablo.\n- Vantage Air is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Sofia reports to Elena.\n- Wren reports to Emeka.\n- Wren works for Vantage Air.\n- Crescent Telecom was founded in 1975.\n- Stefan works for Vantage Air.\n- Helios Logistics was founded in 1976.\n- Lucia works for Vantage Air.\n- Pablo works for Crescent Telecom.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Mateo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1988", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Elena.\n- Viktor reports to Yuki.\n- Meridian Bank is headquartered in Bergen.\n- Meridian Bank was founded in 1978.\n- Yuki reports to Kenji.\n- Aisha works for Cedar Retail Group.\n- Elena works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Yuki works for Cedar Retail Group.\n- Beacon Insurance was founded in 2011.\n- Elena reports to Jonas.\n- Ravi works for Cobalt Health.\n- Lucia reports to Ravi.\n- Jonas reports to Lucia.\n- Cobalt Health was founded in 1987.\n- Lucia works for Meridian Bank.\n- Anders reports to Viktor.\n- Jonas works for Cobalt Health.\n- Priya works for Meridian Bank.\n- Kenji works for Cedar Retail Group.\n- Anders works for Beacon Insurance.\n- Priya reports to Anders.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health is headquartered in Bergen.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi reports to Aisha.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Kenji.\n- Northwind Systems was founded in 1992.\n- Amara works for Beacon Insurance.\n- Ravi works for Northwind Systems.\n- Omar reports to Deshawn.\n- Ravi reports to Chiara.\n- Fernhill Foods is headquartered in Brno.\n- Beacon Insurance was founded in 2013.\n- Hana reports to Leila.\n- Leila reports to Amara.\n- Kenji works for Atlas Freight.\n- Chiara reports to Anders.\n- Elena reports to Ravi.\n- Chiara works for Atlas Freight.\n- Northwind Systems is headquartered in Porto.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Elena works for Fernhill Foods.\n- Beacon Insurance is headquartered in Porto.\n- Deshawn reports to Hana.\n- Omar works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Elena.\n- Atlas Freight was founded in 2000.\n- Deshawn works for Fernhill Foods.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8411", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8412", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9245: employee Stefan A., hired 05 April 2024, separated 17 March 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9245?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Sanne works for Helios Logistics.\n- Cobalt Health is headquartered in Adelaide.\n- Ingrid reports to Chiara.\n- Ingrid works for Lattice Analytics.\n- Anders reports to Stefan.\n- Priya works for Helios Logistics.\n- Sanne reports to Anders.\n- Helios Logistics is headquartered in Tampere.\n- Emeka reports to Sanne.\n- Helios Logistics was founded in 1993.\n- Sofia reports to Ingrid.\n- Lattice Analytics was founded in 1997.\n- Wren reports to Mateo.\n- Elena works for Cobalt Health.\n- Stefan reports to Sofia.\n- Wren works for Lattice Analytics.\n- Mateo reports to Emeka.\n- Mateo works for Crescent Telecom.\n- Chiara works for Helios Logistics.\n- Zoya reports to Elena.\n- Stefan works for Helios Logistics.\n- Priya reports to Wren.\n- Chiara reports to Zoya.\n- Cobalt Health was founded in 1975.\n- Emeka works for Cobalt Health.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 2004.\n- Anders works for Helios Logistics.\n- Sofia works for Lattice Analytics.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Leila works for Fernhill Foods.\n- Mateo reports to Felix.\n- Hana works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Nadia reports to Leila.\n- Hana reports to Nadia.\n- Fernhill Foods is headquartered in Basel.\n- Kenji reports to Priya.\n- Beacon Insurance was founded in 1975.\n- Lucia works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Lattice Analytics is headquartered in Porto.\n- Fernhill Foods was founded in 1995.\n- Mateo works for Fernhill Foods.\n- Lattice Analytics was founded in 2002.\n- Pinnacle Software was founded in 1991.\n- Priya reports to Mateo.\n- Kenji works for Fernhill Foods.\n- Lucia reports to Hana.\n- Nadia works for Lattice Analytics.\n- Felix reports to Lucia.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8415", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2193: employee Viktor B., hired 12 October 2021, separated 07 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2193?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8416", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8417", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tobias.\n- Tobias works for Cobalt Health.\n- Beacon Insurance was founded in 1987.\n- Zoya works for Crescent Telecom.\n- Leila reports to Zoya.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Atlas Freight is headquartered in Austin.\n- Viktor works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Jonas reports to Sanne.\n- Leila works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 2013.\n- Tessa reports to Sofia.\n- Dmitri works for Atlas Freight.\n- Cobalt Health is headquartered in Austin.\n- Wren reports to Pablo.\n- Dmitri reports to Elena.\n- Beacon Insurance is headquartered in Dunedin.\n- Tobias reports to Leila.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Dmitri.\n- Atlas Freight was founded in 1997.\n- Pablo works for Beacon Insurance.\n- Zoya reports to Tessa.\n- Elena works for Crescent Telecom.\n- Cobalt Health was founded in 1993.\n- Elena reports to Wren.\n- Viktor reports to Jonas.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8418", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8419", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8420", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2600: employee Yuki T., hired 09 July 2021, separated 14 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2600?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8421", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3815: employee Hana M., hired 08 January 2023, separated 26 March 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3815?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Cobalt Health was founded in 1975.\n- Beacon Insurance is headquartered in Turku.\n- Pinnacle Software is headquartered in Leeds.\n- Pinnacle Software was founded in 1992.\n- Mei works for Beacon Insurance.\n- Mei reports to Mara.\n- Tobias works for Beacon Insurance.\n- Omar reports to Mei.\n- Callum works for Beacon Insurance.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Emeka.\n- Beacon Insurance was founded in 1983.\n- Emeka works for Crescent Telecom.\n- Mara works for Pinnacle Software.\n- Callum reports to Nadia.\n- Cobalt Health is headquartered in Leeds.\n- Kenji works for Cobalt Health.\n- Mara reports to Kenji.\n- Kenji reports to Elena.\n- Tobias reports to Omar.\n- Elena works for Cobalt Health.\n- Omar works for Pinnacle Software.\n- Anders works for Cobalt Health.\n- Crescent Telecom was founded in 1988.\n- Anders reports to Tobias.\n- Elena reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8423", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8424", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8425", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8426", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 98571 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8427", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4289: employee Wren S., hired 03 June 2024, separated 26 April 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4289?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8428", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9008: employee Tessa R., hired 30 April 2020, separated 07 September 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-9008 under the controlling rules.", "criteria": {"0": "$19,800", "1": "$84,500", "2": "$21,500", "3": "$19,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Ravi reports to Wren.\n- Omar works for Helios Logistics.\n- Nadia reports to Priya.\n- Hana works for Atlas Freight.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Felix.\n- Wren works for Helios Logistics.\n- Felix reports to Sanne.\n- Callum works for Helios Logistics.\n- Deshawn works for Fernhill Foods.\n- Deshawn reports to Omar.\n- Vantage Air is headquartered in Oslo.\n- Tessa reports to Deshawn.\n- Omar reports to Nadia.\n- Priya works for Vantage Air.\n- Helios Logistics was founded in 2011.\n- Felix works for Helios Logistics.\n- Atlas Freight is headquartered in Ghent.\n- Atlas Freight was founded in 2003.\n- Hana reports to Ravi.\n- Vantage Air was founded in 1991.\n- Fernhill Foods was founded in 2002.\n- Priya reports to Bruno.\n- Sanne reports to Hana.\n- Tessa works for Atlas Freight.\n- Helios Logistics is headquartered in Oslo.\n- Wren reports to Callum.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8430", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8431", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 70411 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8432", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7982: employee Kenji B., hired 14 October 2021, separated 23 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7982?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Sanne works for Crescent Telecom.\n- Ingrid works for Vantage Air.\n- Mara reports to Stefan.\n- Lattice Analytics is headquartered in Nagoya.\n- Deshawn reports to Lucia.\n- Crescent Telecom was founded in 2010.\n- Anders reports to Elena.\n- Elena works for Vantage Air.\n- Ravi works for Crescent Telecom.\n- Lucia reports to Anders.\n- Zoya works for Crescent Telecom.\n- Stefan works for Summit Energy.\n- Aisha reports to Yuki.\n- Crescent Telecom is headquartered in Nagoya.\n- Yuki reports to Deshawn.\n- Anders works for Lattice Analytics.\n- Deshawn works for Vantage Air.\n- Lattice Analytics was founded in 2004.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Vantage Air was founded in 2004.\n- Summit Energy was founded in 1983.\n- Stefan reports to Sanne.\n- Aisha works for Lattice Analytics.\n- Vantage Air is headquartered in Bergen.\n- Sanne reports to Zoya.\n- Lucia works for Crescent Telecom.\n- Ingrid reports to Mara.\n- Zoya reports to Ravi.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Leila reports to Anders.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Helios Logistics is headquartered in Basel.\n- Zoya works for Helios Logistics.\n- Beacon Insurance was founded in 1975.\n- Sanne reports to Zoya.\n- Stefan reports to Lucia.\n- Helios Logistics was founded in 1976.\n- Leila works for Helios Logistics.\n- Yuki reports to Stefan.\n- Beacon Insurance is headquartered in Tallinn.\n- Anders works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Atlas Freight is headquartered in Tallinn.\n- Yuki works for Meridian Bank.\n- Lucia reports to Sanne.\n- Mateo reports to Yuki.\n- Anders reports to Mateo.\n- Mateo works for Meridian Bank.\n- Atlas Freight was founded in 1981.\n- Meridian Bank was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8435", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8436", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4792: employee Leila K., hired 29 July 2023, separated 22 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-4792 under the controlling rules.", "criteria": {"0": "$6,562", "1": "$4,500", "2": "$6,500", "3": "$28,167"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8437", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9600: employee Ingrid R., hired 16 March 2023, separated 02 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9600?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8438", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5092: employee Emeka T., hired 07 June 2021, separated 20 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-5092 under the controlling rules.", "criteria": {"0": "$17,600", "1": "$76,267", "2": "$17,100", "3": "$17,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8439", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8440", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8441", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8442", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9090: employee Yuki R., hired 09 November 2023, separated 06 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9090?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8443", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8444", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2748: employee Tessa M., hired 28 October 2022, separated 30 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2748?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8445", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 09 March 2023): For employees hired on or after 09 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1829: employee Zoya K., hired 20 December 2022, separated 16 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1829?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8446", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 September 2025): For employees hired on or after 19 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5470: employee Tessa T., hired 10 January 2023, separated 29 March 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5470?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1981.\n- Elena reports to Mei.\n- Atlas Freight is headquartered in Adelaide.\n- Atlas Freight was founded in 2002.\n- Beacon Insurance is headquartered in Bergen.\n- Leila works for Beacon Insurance.\n- Pinnacle Software was founded in 1993.\n- Helios Logistics is headquartered in Bergen.\n- Chiara works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Leila reports to Felix.\n- Mateo reports to Aisha.\n- Ingrid works for Helios Logistics.\n- Nadia reports to Amara.\n- Aisha works for Pinnacle Software.\n- Mei reports to Ingrid.\n- Chiara reports to Tessa.\n- Felix reports to Elena.\n- Mara reports to Chiara.\n- Pinnacle Software is headquartered in Porto.\n- Aisha reports to Leila.\n- Mateo works for Pinnacle Software.\n- Amara reports to Mara.\n- Felix works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Helios Logistics was founded in 1985.\n- Ingrid reports to Nadia.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8448", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8449", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9295: employee Ravi T., hired 06 May 2020, separated 30 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9295?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8450", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8451", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1205: employee Viktor R., hired 22 November 2020, separated 03 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-1205 under the controlling rules.", "criteria": {"0": "$45,067", "1": "$9,400", "2": "$10,500", "3": "$10,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8452", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 47169\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Meridian Bank was founded in 1990.\n- Amara reports to Nadia.\n- Yuki reports to Omar.\n- Lattice Analytics is headquartered in Adelaide.\n- Viktor reports to Priya.\n- Omar works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1994.\n- Nadia works for Ironwood Manufacturing.\n- Elena reports to Viktor.\n- Omar reports to Jonas.\n- Jonas reports to Elena.\n- Viktor works for Cobalt Health.\n- Yuki works for Lattice Analytics.\n- Cobalt Health is headquartered in Adelaide.\n- Lattice Analytics was founded in 2011.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Cobalt Health was founded in 1977.\n- Meridian Bank is headquartered in Lyon.\n- Priya reports to Amara.\n- Jonas works for Cobalt Health.\n- Elena works for Meridian Bank.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1982.\n- Felix works for Summit Energy.\n- Emeka reports to Amara.\n- Dmitri reports to Viktor.\n- Atlas Freight is headquartered in Halifax.\n- Summit Energy is headquartered in Basel.\n- Northwind Systems is headquartered in Dunedin.\n- Leila works for Atlas Freight.\n- Emeka works for Summit Energy.\n- Dmitri works for Atlas Freight.\n- Chiara works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Summit Energy was founded in 1985.\n- Leila reports to Yuki.\n- Chiara reports to Felix.\n- Anders reports to Dmitri.\n- Amara reports to Chiara.\n- Anders works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Pablo reports to Leila.\n- Yuki reports to Anders.\n- Cedar Retail Group is headquartered in Basel.\n- Atlas Freight was founded in 1977.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Felix reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8455", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9291: employee Anders R., hired 08 February 2023, separated 12 August 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9291?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2010.\n- Fernhill Foods is headquartered in Lyon.\n- Emeka works for Summit Energy.\n- Jonas works for Pinnacle Software.\n- Ingrid works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Stefan works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1979.\n- Felix works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1994.\n- Sanne works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Priya.\n- Priya works for Summit Energy.\n- Sanne reports to Felix.\n- Chiara reports to Ingrid.\n- Pablo reports to Nadia.\n- Chiara works for Fernhill Foods.\n- Summit Energy was founded in 1979.\n- Aisha reports to Sanne.\n- Felix reports to Stefan.\n- Stefan reports to Jonas.\n- Pablo works for Summit Energy.\n- Jonas reports to Tessa.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ingrid reports to Emeka.\n- Pinnacle Software is headquartered in Leeds.\n- Priya reports to Chiara.\n- Emeka reports to Aisha.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Stefan reports to Leila.\n- Kenji works for Summit Energy.\n- Bruno reports to Kenji.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1987.\n- Meridian Bank was founded in 1979.\n- Ravi works for Pinnacle Software.\n- Ingrid reports to Hana.\n- Priya reports to Emeka.\n- Beacon Insurance is headquartered in Halifax.\n- Leila works for Meridian Bank.\n- Emeka reports to Sanne.\n- Priya works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Nadia reports to Ravi.\n- Stefan works for Summit Energy.\n- Sanne reports to Bruno.\n- Pinnacle Software is headquartered in Dunedin.\n- Kenji reports to Stefan.\n- Sanne works for Beacon Insurance.\n- Meridian Bank is headquartered in Dunedin.\n- Hana reports to Amara.\n- Beacon Insurance was founded in 1989.\n- Ravi reports to Priya.\n- Summit Energy is headquartered in Halifax.\n- Amara reports to Nadia.\n- Amara works for Summit Energy.\n- Bruno works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Yuki.\n- Dmitri reports to Aisha.\n- Ingrid reports to Callum.\n- Crescent Telecom is headquartered in Bergen.\n- Helios Logistics is headquartered in Ghent.\n- Aisha reports to Felix.\n- Bruno works for Helios Logistics.\n- Felix works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Aisha works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Anders reports to Dmitri.\n- Yuki works for Helios Logistics.\n- Tobias works for Meridian Bank.\n- Cobalt Health was founded in 1986.\n- Dmitri works for Helios Logistics.\n- Callum reports to Priya.\n- Anders works for Meridian Bank.\n- Leila reports to Bruno.\n- Priya reports to Kenji.\n- Kenji reports to Tobias.\n- Helios Logistics was founded in 1997.\n- Crescent Telecom was founded in 2014.\n- Meridian Bank was founded in 2005.\n- Meridian Bank is headquartered in Lyon.\n- Yuki reports to Leila.\n- Tobias reports to Anders.\n- Cobalt Health is headquartered in Ghent.\n- Leila works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8459", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 July 2025): For employees hired on or after 29 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6500: employee Omar A., hired 24 March 2023, separated 19 December 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-6500 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$29,467", "2": "$6,750", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8460", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8461", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 February 2023): For employees hired on or after 01 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5733: employee Priya S., hired 11 October 2022, separated 10 September 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-5733 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$9,000", "2": "$5,400", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8462", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8463", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1453: employee Leila K., hired 19 December 2022, separated 11 February 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-1453 under the controlling rules.", "criteria": {"0": "$1,100", "1": "$2,000", "2": "$1,000", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Zoya reports to Kenji.\n- Beacon Insurance was founded in 1991.\n- Amara reports to Tobias.\n- Sofia works for Beacon Insurance.\n- Omar works for Atlas Freight.\n- Lucia reports to Hana.\n- Atlas Freight is headquartered in Tallinn.\n- Ravi reports to Sofia.\n- Sofia reports to Mateo.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Elena works for Beacon Insurance.\n- Dmitri works for Lattice Analytics.\n- Kenji works for Vantage Air.\n- Mateo reports to Elena.\n- Lattice Analytics was founded in 1986.\n- Hana works for Atlas Freight.\n- Vantage Air is headquartered in Bergen.\n- Zoya works for Beacon Insurance.\n- Vantage Air was founded in 1977.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Hana reports to Dmitri.\n- Elena reports to Zoya.\n- Kenji reports to Amara.\n- Tobias reports to Lucia.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8465", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3579: employee Dmitri K., hired 29 July 2021, separated 03 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3579?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Helios Logistics was founded in 1986.\n- Pablo reports to Sofia.\n- Aisha works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Sofia works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Zoya reports to Aisha.\n- Crescent Telecom is headquartered in Valencia.\n- Helios Logistics is headquartered in Brno.\n- Emeka reports to Lucia.\n- Tessa reports to Pablo.\n- Deshawn reports to Emeka.\n- Zoya works for Helios Logistics.\n- Hana reports to Wren.\n- Dmitri reports to Hana.\n- Bluepine Aviation was founded in 1994.\n- Deshawn works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Crescent Telecom was founded in 1991.\n- Aisha reports to Dmitri.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Zoya.\n- Callum reports to Deshawn.\n- Wren reports to Tessa.\n- Bluepine Aviation is headquartered in Brno.\n- Pablo works for Helios Logistics.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Cedar Retail Group is headquartered in Tallinn.\n- Dmitri works for Summit Energy.\n- Bruno works for Cobalt Health.\n- Anders reports to Dmitri.\n- Chiara works for Cedar Retail Group.\n- Mara reports to Ingrid.\n- Sofia works for Northwind Systems.\n- Leila reports to Jonas.\n- Yuki works for Summit Energy.\n- Callum reports to Chiara.\n- Cobalt Health is headquartered in Tampere.\n- Summit Energy was founded in 1981.\n- Sofia reports to Yuki.\n- Jonas works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Chiara reports to Bruno.\n- Cobalt Health was founded in 1987.\n- Anders works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Ingrid reports to Sofia.\n- Yuki reports to Anders.\n- Summit Energy is headquartered in Oslo.\n- Callum works for Northwind Systems.\n- Zoya reports to Leila.\n- Mara works for Cedar Retail Group.\n- Bruno reports to Zoya.\n- Northwind Systems was founded in 2008.\n- Cedar Retail Group was founded in 1979.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8468", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4669: employee Leila K., hired 22 October 2024, separated 09 September 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4669?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Northwind Systems was founded in 2011.\n- Pablo works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2003.\n- Deshawn reports to Mateo.\n- Ravi reports to Amara.\n- Ingrid works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Aisha works for Helios Logistics.\n- Amara reports to Anders.\n- Aisha reports to Pablo.\n- Bruno reports to Yuki.\n- Northwind Systems is headquartered in Leeds.\n- Beacon Insurance was founded in 2006.\n- Ravi works for Beacon Insurance.\n- Pablo reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Yuki reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Mateo works for Beacon Insurance.\n- Anders reports to Ingrid.\n- Mateo reports to Ravi.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Helios Logistics was founded in 1989.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8470", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2690: employee Ravi M., hired 07 November 2020, separated 04 March 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2025-2690 under the controlling rules.", "criteria": {"0": "$14,615", "1": "$72,000", "2": "$16,615", "3": "$16,745"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2690 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8471", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Ingrid works for Lattice Analytics.\n- Tessa works for Northwind Systems.\n- Wren reports to Dmitri.\n- Northwind Systems is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Brno.\n- Viktor works for Cedar Retail Group.\n- Lattice Analytics was founded in 1994.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1984.\n- Northwind Systems was founded in 1989.\n- Dmitri reports to Tessa.\n- Viktor reports to Wren.\n- Leila reports to Viktor.\n- Lattice Analytics is headquartered in Brno.\n- Dmitri works for Cedar Retail Group.\n- Chiara works for Northwind Systems.\n- Leila works for Lattice Analytics.\n- Tessa reports to Chiara.\n- Bluepine Aviation was founded in 1994.\n- Sanne reports to Ingrid.\n- Bluepine Aviation is headquartered in Ghent.\n- Ingrid reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1982", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8473", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8474", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8475", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1554: employee Nadia B., hired 31 August 2024, separated 08 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1554?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8476", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-3 (VERSION 3, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8163: employee Tessa K., hired 14 November 2023, separated 14 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8163?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8477", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8478", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8406: employee Mara T., hired 18 February 2023, separated 10 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8406?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mei.\n- Helios Logistics was founded in 2015.\n- Vantage Air is headquartered in Brno.\n- Elena works for Crescent Telecom.\n- Mei works for Helios Logistics.\n- Wren works for Vantage Air.\n- Pinnacle Software is headquartered in Brno.\n- Sanne works for Vantage Air.\n- Mei reports to Deshawn.\n- Tobias reports to Wren.\n- Crescent Telecom was founded in 1987.\n- Wren reports to Omar.\n- Priya works for Pinnacle Software.\n- Sanne reports to Tobias.\n- Pinnacle Software was founded in 1987.\n- Omar works for Helios Logistics.\n- Vantage Air was founded in 1994.\n- Crescent Telecom is headquartered in Nagoya.\n- Tobias works for Pinnacle Software.\n- Deshawn reports to Sanne.\n- Priya reports to Elena.\n- Deshawn works for Crescent Telecom.\n- Helios Logistics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8480", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 March 2023): For employees hired on or after 17 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7229: employee Leila M., hired 19 August 2020, separated 13 July 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-7229 under the controlling rules.", "criteria": {"0": "$23,292", "1": "$5,438", "2": "$7,375", "3": "$5,375"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1992.\n- Mara works for Meridian Bank.\n- Cedar Retail Group was founded in 2007.\n- Helios Logistics was founded in 1979.\n- Pablo reports to Mara.\n- Kenji reports to Omar.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Kenji.\n- Stefan reports to Pablo.\n- Meridian Bank was founded in 1976.\n- Dmitri works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Nadia reports to Stefan.\n- Crescent Telecom is headquartered in Dunedin.\n- Nadia works for Helios Logistics.\n- Stefan works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Pablo works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Yuki works for Crescent Telecom.\n- Meridian Bank is headquartered in Dunedin.\n- Sofia reports to Nadia.\n- Helios Logistics is headquartered in Leeds.\n- Mara reports to Aisha.\n- Callum reports to Tobias.\n- Dmitri reports to Sofia.\n- Yuki reports to Dmitri.\n- Tobias reports to Yuki.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8482", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8128: employee Lucia B., hired 27 October 2019, separated 29 October 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8128?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8483", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8484", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6994: employee Mei R., hired 28 February 2021, separated 28 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6994?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8485", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 June 2025): For employees hired on or after 07 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8253: employee Anders B., hired 29 December 2023, separated 04 November 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2025-8253 under the controlling rules.", "criteria": {"0": "$13,077", "1": "$11,077", "2": "$48,000", "3": "$10,962"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Priya reports to Nadia.\n- Emeka works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Sofia reports to Ravi.\n- Ironwood Manufacturing was founded in 2000.\n- Priya works for Cobalt Health.\n- Fernhill Foods was founded in 1982.\n- Hana reports to Priya.\n- Cobalt Health is headquartered in Lyon.\n- Emeka reports to Sofia.\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health was founded in 1986.\n- Hana works for Meridian Bank.\n- Fernhill Foods is headquartered in Nagoya.\n- Callum works for Fernhill Foods.\n- Sofia works for Meridian Bank.\n- Ingrid reports to Callum.\n- Callum reports to Hana.\n- Meridian Bank was founded in 2008.\n- Ravi reports to Ingrid.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8488", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2883: employee Deshawn B., hired 18 May 2023, separated 17 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2883?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8489", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Atlas Freight was founded in 2001.\n- Elena reports to Emeka.\n- Summit Energy is headquartered in Leeds.\n- Lattice Analytics is headquartered in Valencia.\n- Mateo reports to Viktor.\n- Atlas Freight is headquartered in Leeds.\n- Viktor works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Bruno reports to Mara.\n- Lattice Analytics was founded in 1987.\n- Beacon Insurance was founded in 1991.\n- Elena works for Atlas Freight.\n- Anders works for Beacon Insurance.\n- Anders reports to Elena.\n- Dmitri reports to Stefan.\n- Stefan works for Atlas Freight.\n- Viktor reports to Bruno.\n- Dmitri works for Beacon Insurance.\n- Emeka reports to Ingrid.\n- Mara works for Beacon Insurance.\n- Summit Energy was founded in 1986.\n- Ingrid works for Beacon Insurance.\n- Mara reports to Dmitri.\n- Jonas works for Atlas Freight.\n- Stefan reports to Jonas.\n- Ingrid reports to Kenji.\n- Jonas reports to Anders.\n- Beacon Insurance is headquartered in Austin.\n- Mateo works for Lattice Analytics.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8491", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6169: employee Callum A., hired 30 September 2022, separated 26 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-6169 under the controlling rules.", "criteria": {"0": "$9,062", "1": "$39,000", "2": "$8,500", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8492", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mara reports to Wren.\n- Felix works for Ironwood Manufacturing.\n- Tessa works for Pinnacle Software.\n- Wren works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Tessa reports to Amara.\n- Deshawn works for Pinnacle Software.\n- Wren reports to Kenji.\n- Amara reports to Felix.\n- Lattice Analytics is headquartered in Bergen.\n- Kenji reports to Mateo.\n- Zoya reports to Mara.\n- Emeka reports to Hana.\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Deshawn reports to Callum.\n- Ironwood Manufacturing was founded in 2006.\n- Beacon Insurance was founded in 2004.\n- Amara works for Beacon Insurance.\n- Emeka works for Pinnacle Software.\n- Callum reports to Tessa.\n- Felix reports to Zoya.\n- Pinnacle Software was founded in 2001.\n- Lattice Analytics was founded in 1976.\n- Hana works for Lattice Analytics.\n- Callum works for Pinnacle Software.\n- Zoya works for Ironwood Manufacturing.\n- Mateo reports to Emeka.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1999", "2": "1996", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8494", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 December 2022): For employees hired on or after 18 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1478: employee Lucia R., hired 12 January 2020, separated 11 June 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1478?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8495", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1290: employee Nadia R., hired 18 June 2020, separated 05 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1290?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Callum reports to Mateo.\n- Ravi reports to Elena.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Viktor reports to Ravi.\n- Fernhill Foods was founded in 2014.\n- Stefan works for Fernhill Foods.\n- Northwind Systems was founded in 2006.\n- Mateo reports to Stefan.\n- Ingrid works for Ironwood Manufacturing.\n- Vantage Air was founded in 1989.\n- Sofia reports to Ingrid.\n- Callum works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Mateo works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Northwind Systems is headquartered in Basel.\n- Ingrid reports to Viktor.\n- Elena reports to Callum.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Vantage Air was founded in 2007.\n- Priya works for Meridian Bank.\n- Tessa works for Atlas Freight.\n- Priya reports to Leila.\n- Lattice Analytics was founded in 1995.\n- Tobias reports to Jonas.\n- Amara works for Vantage Air.\n- Yuki works for Meridian Bank.\n- Yuki reports to Mateo.\n- Atlas Freight was founded in 1989.\n- Zoya reports to Viktor.\n- Mateo reports to Tessa.\n- Mateo works for Atlas Freight.\n- Lattice Analytics is headquartered in Dunedin.\n- Leila reports to Tobias.\n- Zoya works for Vantage Air.\n- Callum reports to Amara.\n- Jonas works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Meridian Bank was founded in 1990.\n- Vantage Air is headquartered in Tallinn.\n- Viktor works for Atlas Freight.\n- Amara reports to Zoya.\n- Elena reports to Priya.\n- Jonas reports to Callum.\n- Meridian Bank is headquartered in Tallinn.\n- Callum works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Tessa reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Leila reports to Mara.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Meridian Bank.\n- Lucia reports to Omar.\n- Helios Logistics is headquartered in Brno.\n- Lucia works for Fernhill Foods.\n- Yuki reports to Stefan.\n- Amara works for Meridian Bank.\n- Bruno works for Helios Logistics.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Mara reports to Nadia.\n- Ravi reports to Lucia.\n- Fernhill Foods is headquartered in Porto.\n- Omar works for Fernhill Foods.\n- Nadia reports to Jonas.\n- Bruno reports to Leila.\n- Jonas reports to Pablo.\n- Mara works for Meridian Bank.\n- Pablo works for Cedar Retail Group.\n- Stefan works for Meridian Bank.\n- Omar reports to Amara.\n- Stefan reports to Ravi.\n- Yuki works for Fernhill Foods.\n- Pablo reports to Yuki.\n- Helios Logistics was founded in 1994.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8499", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Vantage Air is headquartered in Porto.\n- Mara reports to Callum.\n- Wren reports to Amara.\n- Dmitri works for Northwind Systems.\n- Nadia reports to Stefan.\n- Cedar Retail Group was founded in 2015.\n- Felix works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Callum reports to Felix.\n- Felix reports to Priya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Northwind Systems was founded in 1980.\n- Amara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1981.\n- Nadia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Lyon.\n- Mateo works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Amara reports to Mara.\n- Callum works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Lyon.\n- Dmitri reports to Wren.\n- Priya reports to Mateo.\n- Vantage Air was founded in 1991.\n- Wren works for Pinnacle Software.\n- Mateo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8501", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8502", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Elena works for Cobalt Health.\n- Viktor works for Meridian Bank.\n- Priya reports to Deshawn.\n- Cobalt Health is headquartered in Oslo.\n- Nadia works for Cobalt Health.\n- Ingrid reports to Mei.\n- Viktor reports to Felix.\n- Deshawn reports to Anders.\n- Lattice Analytics is headquartered in Oslo.\n- Deshawn works for Cobalt Health.\n- Felix reports to Tobias.\n- Mei works for Vantage Air.\n- Anders reports to Elena.\n- Tobias reports to Nadia.\n- Meridian Bank is headquartered in Austin.\n- Ingrid works for Cobalt Health.\n- Nadia reports to Priya.\n- Mei reports to Viktor.\n- Lattice Analytics was founded in 2004.\n- Vantage Air was founded in 2004.\n- Anders works for Meridian Bank.\n- Priya works for Cobalt Health.\n- Vantage Air is headquartered in Austin.\n- Cobalt Health was founded in 2002.\n- Meridian Bank was founded in 2006.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8504", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Pablo reports to Jonas.\n- Elena reports to Callum.\n- Emeka reports to Dmitri.\n- Jonas reports to Elena.\n- Dmitri reports to Kenji.\n- Elena works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Bruno works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Austin.\n- Callum reports to Bruno.\n- Nadia reports to Felix.\n- Emeka works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Bruno reports to Nadia.\n- Chiara reports to Emeka.\n- Chiara works for Helios Logistics.\n- Atlas Freight is headquartered in Austin.\n- Callum works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Amara reports to Pablo.\n- Ironwood Manufacturing is headquartered in Austin.\n- Helios Logistics was founded in 2012.\n- Helios Logistics is headquartered in Halifax.\n- Crescent Telecom was founded in 1983.\n- Felix reports to Chiara.\n- Ironwood Manufacturing was founded in 1995.\n- Atlas Freight was founded in 2014.\n- Felix works for Helios Logistics.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1977.\n- Kenji works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Ingrid works for Pinnacle Software.\n- Kenji reports to Zoya.\n- Sofia reports to Kenji.\n- Crescent Telecom was founded in 2005.\n- Ravi reports to Mara.\n- Cobalt Health was founded in 2000.\n- Pinnacle Software is headquartered in Oslo.\n- Summit Energy is headquartered in Leeds.\n- Zoya reports to Dmitri.\n- Ingrid reports to Sofia.\n- Dmitri reports to Ravi.\n- Summit Energy was founded in 1983.\n- Dmitri works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Anders works for Summit Energy.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8507", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8508", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8509", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Stefan works for Atlas Freight.\n- Emeka reports to Yuki.\n- Mara works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Priya reports to Amara.\n- Amara reports to Omar.\n- Hana reports to Emeka.\n- Mara reports to Priya.\n- Summit Energy is headquartered in Oslo.\n- Beacon Insurance is headquartered in Nagoya.\n- Summit Energy was founded in 2014.\n- Yuki works for Beacon Insurance.\n- Amara works for Summit Energy.\n- Hana works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Lattice Analytics is headquartered in Oslo.\n- Deshawn reports to Mara.\n- Atlas Freight is headquartered in Oslo.\n- Elena works for Beacon Insurance.\n- Bruno reports to Elena.\n- Stefan reports to Felix.\n- Emeka works for Atlas Freight.\n- Elena reports to Hana.\n- Omar reports to Bruno.\n- Atlas Freight was founded in 2013.\n- Felix works for Beacon Insurance.\n- Omar works for Summit Energy.\n- Yuki reports to Stefan.\n- Beacon Insurance was founded in 1995.\n- Lattice Analytics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8511", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 64012 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8512", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8513", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6688: employee Tessa T., hired 05 March 2020, separated 05 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6688?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8514", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7160: employee Callum A., hired 16 August 2022, separated 18 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7160?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8515", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ingrid.\n- Emeka reports to Tessa.\n- Bruno reports to Ravi.\n- Lucia works for Cobalt Health.\n- Meridian Bank is headquartered in Oslo.\n- Fernhill Foods was founded in 2009.\n- Chiara works for Ironwood Manufacturing.\n- Ravi reports to Emeka.\n- Ravi works for Meridian Bank.\n- Cobalt Health was founded in 1997.\n- Hana works for Cobalt Health.\n- Fernhill Foods is headquartered in Valencia.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri reports to Priya.\n- Priya reports to Bruno.\n- Meridian Bank was founded in 1984.\n- Callum works for Fernhill Foods.\n- Bruno works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Hana reports to Callum.\n- Ironwood Manufacturing was founded in 1994.\n- Cobalt Health is headquartered in Cork.\n- Priya works for Cobalt Health.\n- Tessa reports to Pablo.\n- Ingrid reports to Lucia.\n- Lucia reports to Chiara.\n- Emeka works for Ironwood Manufacturing.\n- Chiara reports to Hana.\n- Tessa works for Cobalt Health.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8517", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7857: employee Mateo R., hired 19 January 2022, separated 03 October 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7857?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Callum works for Helios Logistics.\n- Jonas works for Cobalt Health.\n- Mara reports to Jonas.\n- Leila reports to Omar.\n- Chiara works for Cobalt Health.\n- Dmitri works for Helios Logistics.\n- Northwind Systems was founded in 1988.\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mara works for Ironwood Manufacturing.\n- Priya works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2005.\n- Cobalt Health was founded in 2011.\n- Leila works for Helios Logistics.\n- Dmitri reports to Chiara.\n- Omar reports to Priya.\n- Omar works for Helios Logistics.\n- Jonas reports to Leila.\n- Helios Logistics is headquartered in Austin.\n- Callum reports to Mara.\n- Helios Logistics was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tampere.\n- Ravi works for Helios Logistics.\n- Northwind Systems is headquartered in Tallinn.\n- Sofia works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Northwind Systems was founded in 1984.\n- Jonas works for Crescent Telecom.\n- Sofia reports to Jonas.\n- Aisha reports to Omar.\n- Hana works for Northwind Systems.\n- Aisha works for Helios Logistics.\n- Ravi reports to Elena.\n- Hana reports to Aisha.\n- Cedar Retail Group is headquartered in Porto.\n- Jonas reports to Ravi.\n- Omar reports to Sofia.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 2009.\n- Stefan reports to Hana.\n- Omar works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Cedar Retail Group was founded in 1985.\n- Helios Logistics was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Leila works for Summit Energy.\n- Jonas reports to Kenji.\n- Helios Logistics was founded in 1988.\n- Dmitri works for Summit Energy.\n- Kenji reports to Pablo.\n- Anders works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Summit Energy was founded in 1993.\n- Bruno reports to Anders.\n- Dmitri reports to Lucia.\n- Lucia reports to Nadia.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Nadia works for Helios Logistics.\n- Summit Energy is headquartered in Dunedin.\n- Helios Logistics is headquartered in Valencia.\n- Pablo works for Beacon Insurance.\n- Cobalt Health is headquartered in Austin.\n- Anders reports to Mara.\n- Nadia reports to Bruno.\n- Mara reports to Leila.\n- Jonas works for Helios Logistics.\n- Mara works for Summit Energy.\n- Beacon Insurance was founded in 1991.\n- Leila reports to Jonas.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8521", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8522", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "check_balance", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8523", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8524", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8525", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Austin.\n- Aisha works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Sanne works for Meridian Bank.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 2003.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tessa reports to Sanne.\n- Pinnacle Software was founded in 1997.\n- Mei reports to Emeka.\n- Aisha reports to Priya.\n- Mateo reports to Mara.\n- Pablo reports to Anders.\n- Ironwood Manufacturing was founded in 1976.\n- Priya reports to Mei.\n- Meridian Bank was founded in 1999.\n- Mara reports to Bruno.\n- Emeka reports to Mateo.\n- Mara works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Emeka works for Ironwood Manufacturing.\n- Pablo works for Crescent Telecom.\n- Pinnacle Software is headquartered in Tampere.\n- Tobias works for Crescent Telecom.\n- Bruno reports to Pablo.\n- Bruno works for Meridian Bank.\n- Tobias reports to Tessa.\n- Anders reports to Tobias.\n- Tessa works for Ironwood Manufacturing.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8527", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8528", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1515: employee Leila S., hired 22 May 2023, separated 23 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1515?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8529", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2583: employee Tessa S., hired 14 April 2023, separated 14 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2583?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8530", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8531", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8532", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9424: employee Anders M., hired 01 February 2022, separated 19 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9424?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8533", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 26 October 2022): For employees hired on or after 26 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5623: employee Deshawn R., hired 18 July 2019, separated 27 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5623?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8534", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Bergen.\n- Cobalt Health was founded in 1998.\n- Fernhill Foods was founded in 1988.\n- Tobias works for Cobalt Health.\n- Ravi reports to Tobias.\n- Tessa works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Sanne reports to Ravi.\n- Pinnacle Software was founded in 1997.\n- Stefan works for Meridian Bank.\n- Fernhill Foods is headquartered in Malmo.\n- Tobias reports to Kenji.\n- Aisha reports to Sanne.\n- Pinnacle Software is headquartered in Porto.\n- Ingrid reports to Stefan.\n- Aisha works for Cobalt Health.\n- Tessa reports to Ingrid.\n- Meridian Bank was founded in 1975.\n- Kenji works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Stefan reports to Aisha.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8536", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8537", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 June 2023): For employees hired on or after 19 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2511: employee Omar S., hired 16 December 2022, separated 02 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2511?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8538", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9367: employee Stefan A., hired 03 July 2023, separated 20 March 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-9367 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$45,000", "2": "$10,385", "3": "$4,413"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8539", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8540", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Tessa reports to Mei.\n- Bruno reports to Amara.\n- Amara reports to Leila.\n- Anders reports to Lucia.\n- Helios Logistics is headquartered in Cork.\n- Summit Energy is headquartered in Oslo.\n- Ravi reports to Bruno.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Anders works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Fernhill Foods is headquartered in Oslo.\n- Jonas reports to Ravi.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Sanne works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Mei reports to Zoya.\n- Zoya reports to Deshawn.\n- Fernhill Foods was founded in 1976.\n- Lucia reports to Sanne.\n- Leila reports to Anders.\n- Crescent Telecom is headquartered in Cork.\n- Amara works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Summit Energy was founded in 1978.\n- Sanne reports to Tessa.\n- Leila works for Helios Logistics.\n- Zoya works for Fernhill Foods.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8542", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Felix.\n- Stefan works for Cobalt Health.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Nadia.\n- Sanne works for Meridian Bank.\n- Felix reports to Tessa.\n- Deshawn works for Meridian Bank.\n- Bluepine Aviation is headquartered in Bergen.\n- Zoya reports to Hana.\n- Tessa reports to Dmitri.\n- Stefan reports to Deshawn.\n- Hana works for Bluepine Aviation.\n- Cobalt Health is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1999.\n- Felix works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Hana reports to Stefan.\n- Priya reports to Sanne.\n- Nadia reports to Elena.\n- Fernhill Foods is headquartered in Nagoya.\n- Dmitri works for Cobalt Health.\n- Elena reports to Zoya.\n- Fernhill Foods was founded in 2012.\n- Tessa works for Meridian Bank.\n- Priya works for Bluepine Aviation.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Cobalt Health was founded in 1979.\n- Dmitri reports to Priya.\n- Chiara works for Bluepine Aviation.\n- Meridian Bank was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Anders reports to Ravi.\n- Kenji reports to Mateo.\n- Lucia reports to Jonas.\n- Meridian Bank is headquartered in Cork.\n- Bluepine Aviation was founded in 1986.\n- Wren reports to Deshawn.\n- Anders works for Atlas Freight.\n- Bluepine Aviation is headquartered in Tallinn.\n- Elena reports to Kenji.\n- Wren works for Helios Logistics.\n- Meridian Bank was founded in 1991.\n- Jonas works for Helios Logistics.\n- Mateo works for Atlas Freight.\n- Zoya reports to Anders.\n- Elena works for Meridian Bank.\n- Ingrid reports to Priya.\n- Priya works for Bluepine Aviation.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 1993.\n- Helios Logistics is headquartered in Leeds.\n- Ingrid works for Atlas Freight.\n- Helios Logistics was founded in 1995.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Lucia.\n- Priya reports to Wren.\n- Ravi reports to Elena.\n- Mateo reports to Ingrid.\n- Zoya works for Atlas Freight.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8545", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8996: employee Aisha K., hired 27 July 2022, separated 15 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8996?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8546", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8547", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8548", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8549", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8550", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Kenji.\n- Tobias works for Cobalt Health.\n- Kenji works for Crescent Telecom.\n- Omar reports to Sofia.\n- Callum works for Bluepine Aviation.\n- Chiara reports to Felix.\n- Chiara works for Cobalt Health.\n- Bruno reports to Stefan.\n- Aisha works for Crescent Telecom.\n- Felix works for Cobalt Health.\n- Felix reports to Tobias.\n- Crescent Telecom is headquartered in Ghent.\n- Cobalt Health is headquartered in Austin.\n- Bluepine Aviation is headquartered in Austin.\n- Callum reports to Omar.\n- Stefan reports to Callum.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom was founded in 2011.\n- Tobias reports to Bruno.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Chiara.\n- Bruno works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2011.\n- Cobalt Health was founded in 1997.\n- Stefan works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2002.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8552", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mateo.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Jonas.\n- Mateo reports to Felix.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Felix works for Beacon Insurance.\n- Callum reports to Aisha.\n- Aisha reports to Amara.\n- Felix reports to Tobias.\n- Aisha works for Beacon Insurance.\n- Pinnacle Software was founded in 1993.\n- Callum works for Vantage Air.\n- Jonas works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Brno.\n- Mateo works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2011.\n- Pinnacle Software is headquartered in Ghent.\n- Vantage Air was founded in 2003.\n- Tessa reports to Callum.\n- Tessa works for Vantage Air.\n- Ironwood Manufacturing was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Ghent.\n- Pinnacle Software was founded in 1990.\n- Ingrid reports to Aisha.\n- Hana works for Bluepine Aviation.\n- Kenji reports to Hana.\n- Omar works for Ironwood Manufacturing.\n- Ingrid works for Bluepine Aviation.\n- Mei reports to Omar.\n- Bluepine Aviation was founded in 1987.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Amara.\n- Cobalt Health was founded in 1981.\n- Ironwood Manufacturing is headquartered in Turku.\n- Kenji works for Ironwood Manufacturing.\n- Amara works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Ironwood Manufacturing was founded in 1991.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Aisha works for Pinnacle Software.\n- Hana reports to Mei.\n- Cobalt Health is headquartered in Turku.\n- Tobias works for Ironwood Manufacturing.\n- Tobias reports to Mateo.\n- Amara reports to Tobias.\n- Aisha reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2002.\n- Kenji reports to Sanne.\n- Felix works for Helios Logistics.\n- Stefan reports to Hana.\n- Stefan works for Cedar Retail Group.\n- Leila reports to Tessa.\n- Bluepine Aviation is headquartered in Leeds.\n- Jonas reports to Callum.\n- Kenji works for Cedar Retail Group.\n- Callum reports to Zoya.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Helios Logistics.\n- Hana works for Bluepine Aviation.\n- Priya reports to Kenji.\n- Bruno works for Bluepine Aviation.\n- Tessa reports to Stefan.\n- Priya works for Helios Logistics.\n- Callum works for Cedar Retail Group.\n- Zoya reports to Leila.\n- Beacon Insurance was founded in 1999.\n- Sanne reports to Felix.\n- Tessa works for Helios Logistics.\n- Felix reports to Bruno.\n- Cedar Retail Group was founded in 2015.\n- Cedar Retail Group is headquartered in Ghent.\n- Jonas works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Leeds.\n- Bruno reports to Jonas.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1980.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8556", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8557", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 36831, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8558", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8559", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8560", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4623: employee Anders A., hired 13 December 2022, separated 05 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-4623 under the controlling rules.", "criteria": {"0": "$7,200", "1": "$9,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Zoya.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Crescent Telecom was founded in 1981.\n- Lucia works for Beacon Insurance.\n- Omar reports to Dmitri.\n- Emeka works for Beacon Insurance.\n- Hana reports to Lucia.\n- Omar works for Summit Energy.\n- Lucia reports to Ravi.\n- Summit Energy is headquartered in Brno.\n- Emeka reports to Omar.\n- Ravi works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Beacon Insurance is headquartered in Cork.\n- Beacon Insurance was founded in 2010.\n- Zoya reports to Emeka.\n- Sanne works for Crescent Telecom.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 1985.\n- Summit Energy was founded in 1990.\n- Ravi reports to Sanne.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8562", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5178: employee Ingrid S., hired 24 December 2021, separated 25 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5178?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Lucia.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Fernhill Foods.\n- Chiara reports to Mei.\n- Kenji reports to Felix.\n- Bruno works for Fernhill Foods.\n- Felix works for Pinnacle Software.\n- Meridian Bank was founded in 2002.\n- Fernhill Foods was founded in 1989.\n- Pinnacle Software is headquartered in Austin.\n- Fernhill Foods is headquartered in Halifax.\n- Crescent Telecom was founded in 2003.\n- Lucia reports to Bruno.\n- Mei works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Mei reports to Ingrid.\n- Stefan works for Fernhill Foods.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 2013.\n- Ingrid reports to Kenji.\n- Bruno reports to Stefan.\n- Meridian Bank is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8564", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8565", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7127: employee Aisha S., hired 23 July 2022, separated 24 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7127?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 2001.\n- Ironwood Manufacturing was founded in 1981.\n- Amara reports to Sanne.\n- Priya reports to Wren.\n- Yuki reports to Kenji.\n- Pinnacle Software was founded in 2015.\n- Deshawn works for Pinnacle Software.\n- Wren works for Fernhill Foods.\n- Kenji works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Amara works for Pinnacle Software.\n- Nadia reports to Hana.\n- Yuki works for Cobalt Health.\n- Fernhill Foods was founded in 1982.\n- Nadia works for Fernhill Foods.\n- Hana reports to Deshawn.\n- Mateo reports to Yuki.\n- Fernhill Foods is headquartered in Austin.\n- Pablo works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Sanne reports to Ravi.\n- Mateo works for Fernhill Foods.\n- Deshawn reports to Amara.\n- Ravi reports to Priya.\n- Pablo reports to Mateo.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi works for Cobalt Health.\n- Kenji reports to Nadia.\n- Sanne works for Cobalt Health.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8567", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7944: employee Lucia A., hired 16 December 2023, separated 17 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7944?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8568", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8569", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8143: employee Leila A., hired 21 October 2020, separated 18 November 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8143?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Dmitri reports to Priya.\n- Dmitri works for Fernhill Foods.\n- Ravi reports to Dmitri.\n- Priya reports to Hana.\n- Kenji works for Fernhill Foods.\n- Viktor reports to Leila.\n- Ironwood Manufacturing was founded in 2012.\n- Priya works for Bluepine Aviation.\n- Hana reports to Lucia.\n- Zoya works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Cork.\n- Hana works for Summit Energy.\n- Zoya reports to Viktor.\n- Bluepine Aviation was founded in 1988.\n- Summit Energy was founded in 1991.\n- Fernhill Foods was founded in 1979.\n- Bluepine Aviation is headquartered in Oslo.\n- Kenji reports to Zoya.\n- Chiara reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Summit Energy is headquartered in Turku.\n- Lucia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8571", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2901: employee Viktor S., hired 24 January 2022, separated 21 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2901?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8572", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8573", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8501: employee Deshawn B., hired 02 December 2020, separated 05 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8501?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8574", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3006: employee Ingrid T., hired 09 July 2021, separated 26 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3006?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8575", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8576", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8577", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 13512\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "change_address", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8578", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8579", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1539: employee Anders S., hired 16 September 2022, separated 27 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1539?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8580", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8365: employee Yuki A., hired 04 June 2023, separated 29 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8365?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8581", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 40047 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8582", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8583", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8584", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2001.\n- Jonas reports to Ingrid.\n- Northwind Systems is headquartered in Oslo.\n- Kenji reports to Priya.\n- Pinnacle Software is headquartered in Oslo.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics was founded in 2004.\n- Ingrid reports to Tessa.\n- Ravi works for Northwind Systems.\n- Emeka reports to Ravi.\n- Pablo reports to Emeka.\n- Ravi reports to Jonas.\n- Lattice Analytics is headquartered in Brno.\n- Northwind Systems was founded in 2012.\n- Pinnacle Software was founded in 1980.\n- Ingrid works for Lattice Analytics.\n- Tessa reports to Kenji.\n- Atlas Freight is headquartered in Brno.\n- Jonas works for Pinnacle Software.\n- Emeka works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Priya works for Atlas Freight.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8586", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8587", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8588", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2000.\n- Leila reports to Amara.\n- Leila works for Atlas Freight.\n- Tobias reports to Viktor.\n- Emeka works for Helios Logistics.\n- Aisha works for Vantage Air.\n- Amara works for Vantage Air.\n- Lucia reports to Leila.\n- Viktor works for Cedar Retail Group.\n- Helios Logistics is headquartered in Halifax.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 2002.\n- Amara reports to Tobias.\n- Tobias works for Atlas Freight.\n- Chiara works for Vantage Air.\n- Viktor reports to Aisha.\n- Emeka reports to Lucia.\n- Vantage Air was founded in 1988.\n- Atlas Freight is headquartered in Halifax.\n- Atlas Freight was founded in 2003.\n- Chiara reports to Emeka.\n- Vantage Air is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1997.\n- Chiara works for Crescent Telecom.\n- Omar reports to Chiara.\n- Cedar Retail Group is headquartered in Brno.\n- Nadia works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Dmitri reports to Nadia.\n- Crescent Telecom is headquartered in Brno.\n- Ingrid works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.\n- Chiara reports to Zoya.\n- Omar works for Crescent Telecom.\n- Lattice Analytics was founded in 1982.\n- Pablo works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Adelaide.\n- Bruno works for Lattice Analytics.\n- Pablo reports to Omar.\n- Meridian Bank is headquartered in Tampere.\n- Bruno reports to Ingrid.\n- Zoya reports to Dmitri.\n- Crescent Telecom was founded in 2008.\n- Nadia reports to Bruno.\n- Cedar Retail Group was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2011", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8591", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1986.\n- Sofia reports to Zoya.\n- Omar works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Halifax.\n- Aisha reports to Ingrid.\n- Tessa reports to Sofia.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 2005.\n- Pinnacle Software was founded in 1988.\n- Ingrid works for Vantage Air.\n- Pinnacle Software is headquartered in Halifax.\n- Chiara reports to Viktor.\n- Aisha works for Vantage Air.\n- Nadia works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Viktor works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1995.\n- Mateo works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Omar reports to Aisha.\n- Nadia reports to Chiara.\n- Mateo reports to Tessa.\n- Ingrid reports to Nadia.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Elena reports to Tobias.\n- Mara works for Lattice Analytics.\n- Leila reports to Amara.\n- Cedar Retail Group was founded in 2000.\n- Zoya works for Summit Energy.\n- Stefan works for Cedar Retail Group.\n- Tobias reports to Felix.\n- Leila works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Omar reports to Kenji.\n- Mei works for Vantage Air.\n- Lattice Analytics was founded in 1988.\n- Amara works for Lattice Analytics.\n- Kenji reports to Elena.\n- Summit Energy was founded in 1975.\n- Yuki works for Vantage Air.\n- Yuki reports to Leila.\n- Tobias works for Summit Energy.\n- Mara reports to Zoya.\n- Felix reports to Mara.\n- Vantage Air is headquartered in Lyon.\n- Zoya reports to Stefan.\n- Amara reports to Mei.\n- Cedar Retail Group is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tampere.\n- Vantage Air was founded in 2000.\n- Felix works for Cedar Retail Group.\n- Mei reports to Omar.\n- Summit Energy is headquartered in Tampere.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8594", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 September 2024): For employees hired on or after 19 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3485: employee Jonas K., hired 11 August 2023, separated 04 May 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-3485 under the controlling rules.", "criteria": {"0": "$5,950", "1": "$8,000", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8595", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1574: employee Chiara B., hired 18 October 2024, separated 14 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1574?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2012.\n- Vantage Air was founded in 1981.\n- Stefan works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Vantage Air is headquartered in Tampere.\n- Dmitri works for Meridian Bank.\n- Stefan reports to Leila.\n- Meridian Bank was founded in 1994.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Bergen.\n- Emeka works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Nadia reports to Anders.\n- Meridian Bank is headquartered in Lyon.\n- Anders works for Vantage Air.\n- Emeka reports to Jonas.\n- Leila reports to Priya.\n- Mara reports to Bruno.\n- Leila works for Vantage Air.\n- Nadia works for Meridian Bank.\n- Anders reports to Mara.\n- Bruno works for Meridian Bank.\n- Jonas reports to Nadia.\n- Bruno reports to Dmitri.\n- Dmitri reports to Stefan.\n- Ironwood Manufacturing was founded in 1982.\n- Jonas works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8597", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8598", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8599", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4036: employee Bruno S., hired 14 October 2022, separated 13 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4036?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Hana.\n- Mara reports to Anders.\n- Mei works for Summit Energy.\n- Vantage Air was founded in 2012.\n- Tobias reports to Chiara.\n- Pablo works for Vantage Air.\n- Lucia reports to Felix.\n- Amara reports to Mara.\n- Tobias works for Summit Energy.\n- Chiara reports to Pablo.\n- Amara works for Summit Energy.\n- Anders reports to Tobias.\n- Aisha reports to Nadia.\n- Aisha works for Summit Energy.\n- Felix reports to Mei.\n- Lucia works for Atlas Freight.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Pablo reports to Aisha.\n- Vantage Air is headquartered in Porto.\n- Mara works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Hana works for Atlas Freight.\n- Summit Energy is headquartered in Porto.\n- Atlas Freight was founded in 1998.\n- Fernhill Foods was founded in 1992.\n- Anders works for Vantage Air.\n- Nadia reports to Lucia.\n- Summit Energy was founded in 1975.\n- Nadia works for Summit Energy.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8601", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "open_account", "4": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Leila works for Atlas Freight.\n- Leila reports to Ingrid.\n- Atlas Freight is headquartered in Malmo.\n- Beacon Insurance was founded in 1979.\n- Stefan reports to Viktor.\n- Ingrid reports to Stefan.\n- Elena reports to Mateo.\n- Elena works for Beacon Insurance.\n- Stefan works for Cedar Retail Group.\n- Mateo works for Pinnacle Software.\n- Atlas Freight was founded in 1994.\n- Viktor works for Atlas Freight.\n- Jonas works for Cedar Retail Group.\n- Pinnacle Software was founded in 2008.\n- Jonas reports to Leila.\n- Ingrid works for Cedar Retail Group.\n- Viktor reports to Elena.\n- Cedar Retail Group was founded in 1983.\n- Mateo reports to Anders.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8603", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9923: employee Anders S., hired 18 October 2019, separated 15 September 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9923?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8604", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 14440 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8605", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8606", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1252: employee Wren A., hired 09 March 2022, separated 16 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1252?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8607", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1567: employee Aisha A., hired 29 September 2021, separated 19 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1567?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8608", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8609", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8610", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1992.\n- Mara works for Meridian Bank.\n- Zoya reports to Mara.\n- Atlas Freight is headquartered in Austin.\n- Pinnacle Software was founded in 1989.\n- Viktor works for Meridian Bank.\n- Cedar Retail Group is headquartered in Adelaide.\n- Aisha reports to Tobias.\n- Tobias reports to Mateo.\n- Mateo reports to Viktor.\n- Mateo works for Pinnacle Software.\n- Viktor reports to Wren.\n- Aisha works for Pinnacle Software.\n- Meridian Bank was founded in 1994.\n- Mara reports to Kenji.\n- Meridian Bank is headquartered in Adelaide.\n- Kenji works for Pinnacle Software.\n- Kenji reports to Aisha.\n- Pinnacle Software is headquartered in Austin.\n- Cedar Retail Group was founded in 2009.\n- Tobias works for Cedar Retail Group.\n- Wren works for Pinnacle Software.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8611", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8612", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8613", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8614", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 66551\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8615", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8616", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Felix.\n- Kenji reports to Zoya.\n- Fernhill Foods was founded in 1996.\n- Amara reports to Kenji.\n- Nadia reports to Emeka.\n- Kenji works for Fernhill Foods.\n- Emeka reports to Amara.\n- Atlas Freight is headquartered in Nagoya.\n- Lattice Analytics was founded in 2000.\n- Lattice Analytics is headquartered in Nagoya.\n- Northwind Systems was founded in 1988.\n- Fernhill Foods is headquartered in Dunedin.\n- Priya reports to Deshawn.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 1991.\n- Northwind Systems is headquartered in Ghent.\n- Amara works for Fernhill Foods.\n- Deshawn works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Nadia works for Northwind Systems.\n- Deshawn reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8618", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7073: employee Ravi R., hired 30 May 2023, separated 12 December 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-7073 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$8,667", "2": "$1,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8619", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6541: employee Mateo M., hired 01 August 2021, separated 06 November 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6541?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8620", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5688: employee Sanne S., hired 09 July 2020, separated 02 October 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5688?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8621", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 94544\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8622", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8624", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 32196 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8625", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8626", "family": "intent_v3", "state": "Incoming support message:\n\"Order 82692 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "report_damage", "2": "exchange_item", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Beacon Insurance is headquartered in Austin.\n- Viktor works for Bluepine Aviation.\n- Tobias reports to Mateo.\n- Beacon Insurance was founded in 1984.\n- Priya reports to Yuki.\n- Tobias works for Cobalt Health.\n- Ravi reports to Sofia.\n- Bluepine Aviation was founded in 2006.\n- Fernhill Foods was founded in 2002.\n- Priya works for Bluepine Aviation.\n- Zoya works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Zoya.\n- Zoya reports to Viktor.\n- Ravi works for Bluepine Aviation.\n- Cobalt Health is headquartered in Malmo.\n- Sofia works for Beacon Insurance.\n- Yuki works for Cobalt Health.\n- Yuki reports to Aisha.\n- Aisha reports to Stefan.\n- Aisha works for Beacon Insurance.\n- Mateo reports to Priya.\n- Cobalt Health was founded in 1996.\n- Bluepine Aviation is headquartered in Valencia.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Fernhill Foods was founded in 1985.\n- Meridian Bank is headquartered in Adelaide.\n- Amara reports to Yuki.\n- Elena reports to Jonas.\n- Cobalt Health was founded in 2014.\n- Fernhill Foods is headquartered in Adelaide.\n- Yuki reports to Omar.\n- Omar reports to Sanne.\n- Helios Logistics is headquartered in Oslo.\n- Amara works for Cobalt Health.\n- Helios Logistics was founded in 2008.\n- Meridian Bank was founded in 2009.\n- Sanne reports to Elena.\n- Omar works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Cobalt Health is headquartered in Turku.\n- Elena works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Felix reports to Sofia.\n- Yuki works for Fernhill Foods.\n- Jonas reports to Felix.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Adelaide.\n- Crescent Telecom was founded in 1994.\n- Chiara reports to Bruno.\n- Hana reports to Chiara.\n- Vantage Air was founded in 1992.\n- Felix works for Vantage Air.\n- Mei reports to Ravi.\n- Vantage Air is headquartered in Valencia.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila reports to Omar.\n- Cedar Retail Group is headquartered in Tallinn.\n- Hana works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1994.\n- Chiara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2012.\n- Mei works for Cedar Retail Group.\n- Omar reports to Felix.\n- Felix reports to Hana.\n- Omar works for Cedar Retail Group.\n- Bruno reports to Mei.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Pablo.\n- Fernhill Foods is headquartered in Cork.\n- Jonas works for Fernhill Foods.\n- Lucia reports to Amara.\n- Mara works for Bluepine Aviation.\n- Crescent Telecom was founded in 1977.\n- Emeka works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Pablo works for Ironwood Manufacturing.\n- Ravi works for Crescent Telecom.\n- Kenji works for Fernhill Foods.\n- Priya reports to Jonas.\n- Deshawn works for Crescent Telecom.\n- Ravi reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Felix works for Fernhill Foods.\n- Sofia reports to Mara.\n- Crescent Telecom is headquartered in Adelaide.\n- Jonas reports to Ravi.\n- Pablo reports to Lucia.\n- Emeka reports to Felix.\n- Fernhill Foods was founded in 1984.\n- Amara works for Ironwood Manufacturing.\n- Kenji reports to Emeka.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1991.\n- Bluepine Aviation is headquartered in Adelaide.\n- Amara reports to Priya.\n- Bluepine Aviation was founded in 1998.\n- Felix reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8631", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Zoya.\n- Zoya works for Atlas Freight.\n- Vantage Air is headquartered in Oslo.\n- Priya works for Vantage Air.\n- Ravi works for Summit Energy.\n- Leila works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Emeka works for Summit Energy.\n- Leila reports to Ravi.\n- Atlas Freight was founded in 2013.\n- Vantage Air was founded in 1988.\n- Atlas Freight is headquartered in Oslo.\n- Zoya reports to Priya.\n- Kenji works for Meridian Bank.\n- Emeka reports to Kenji.\n- Meridian Bank was founded in 1997.\n- Chiara reports to Emeka.\n- Priya reports to Chiara.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1986.\n- Kenji reports to Leila.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8633", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3598: employee Callum A., hired 09 January 2021, separated 20 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3598?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8634", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8635", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8636", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Ingrid reports to Aisha.\n- Bluepine Aviation is headquartered in Cork.\n- Mateo reports to Ravi.\n- Zoya reports to Mateo.\n- Kenji reports to Bruno.\n- Mei works for Pinnacle Software.\n- Ravi reports to Omar.\n- Vantage Air was founded in 1983.\n- Pinnacle Software is headquartered in Oslo.\n- Aisha reports to Anders.\n- Bluepine Aviation was founded in 1984.\n- Ingrid works for Vantage Air.\n- Ravi works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Zoya works for Northwind Systems.\n- Aisha works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Anders reports to Mei.\n- Northwind Systems was founded in 1975.\n- Pinnacle Software was founded in 2006.\n- Mateo works for Pinnacle Software.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Northwind Systems is headquartered in Malmo.\n- Omar reports to Ingrid.\n- Kenji works for Northwind Systems.\n- Mei reports to Mara.\n- Bruno reports to Zoya.\n- Mara reports to Amara.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8638", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Pinnacle Software was founded in 2001.\n- Viktor reports to Elena.\n- Pablo reports to Jonas.\n- Jonas reports to Priya.\n- Summit Energy is headquartered in Leeds.\n- Cedar Retail Group was founded in 2006.\n- Nadia reports to Viktor.\n- Zoya works for Pinnacle Software.\n- Nadia works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Wren reports to Zoya.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Elena reports to Anders.\n- Aisha reports to Callum.\n- Callum works for Meridian Bank.\n- Wren works for Summit Energy.\n- Viktor works for Meridian Bank.\n- Callum reports to Pablo.\n- Priya works for Meridian Bank.\n- Aisha works for Summit Energy.\n- Zoya reports to Nadia.\n- Pinnacle Software is headquartered in Leeds.\n- Leila reports to Wren.\n- Summit Energy was founded in 1990.\n- Meridian Bank was founded in 1979.\n- Elena works for Pinnacle Software.\n- Jonas works for Summit Energy.\n- Priya reports to Leila.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8640", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Tessa reports to Jonas.\n- Cedar Retail Group is headquartered in Turku.\n- Bluepine Aviation was founded in 1984.\n- Callum reports to Yuki.\n- Tobias reports to Callum.\n- Nadia works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Kenji reports to Tobias.\n- Jonas works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Nadia reports to Tessa.\n- Tessa works for Summit Energy.\n- Cedar Retail Group was founded in 1990.\n- Summit Energy is headquartered in Leeds.\n- Tobias works for Summit Energy.\n- Chiara reports to Kenji.\n- Yuki reports to Nadia.\n- Yuki works for Summit Energy.\n- Bluepine Aviation is headquartered in Leeds.\n- Kenji works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8642", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7200: employee Anders A., hired 09 December 2021, separated 28 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7200?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Stefan.\n- Helios Logistics was founded in 1982.\n- Summit Energy is headquartered in Malmo.\n- Elena works for Helios Logistics.\n- Yuki reports to Sanne.\n- Beacon Insurance is headquartered in Malmo.\n- Helios Logistics is headquartered in Leeds.\n- Elena reports to Emeka.\n- Sanne reports to Elena.\n- Viktor reports to Amara.\n- Amara works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Beacon Insurance was founded in 2006.\n- Amara reports to Jonas.\n- Emeka works for Summit Energy.\n- Jonas works for Summit Energy.\n- Stefan works for Atlas Freight.\n- Summit Energy was founded in 1990.\n- Tobias works for Beacon Insurance.\n- Jonas reports to Yuki.\n- Kenji reports to Viktor.\n- Viktor works for Summit Energy.\n- Atlas Freight was founded in 1996.\n- Yuki works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Zoya works for Atlas Freight.\n- Tobias reports to Kenji.\n- Atlas Freight is headquartered in Basel.\n- Kenji works for Summit Energy.\n- Stefan reports to Zoya.\n- Zoya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8644", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6219: employee Dmitri R., hired 03 October 2019, separated 06 August 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6219?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8645", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8646", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8647", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8648", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 September 2022): For employees hired on or after 06 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3836: employee Amara A., hired 01 August 2019, separated 15 May 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3836?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8649", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tampere.\n- Bruno works for Crescent Telecom.\n- Helios Logistics is headquartered in Tampere.\n- Yuki works for Pinnacle Software.\n- Pablo reports to Leila.\n- Nadia works for Pinnacle Software.\n- Atlas Freight was founded in 2009.\n- Crescent Telecom was founded in 1996.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Pinnacle Software was founded in 1977.\n- Nadia reports to Sofia.\n- Bruno reports to Mei.\n- Wren reports to Pablo.\n- Leila reports to Nadia.\n- Wren works for Pinnacle Software.\n- Yuki reports to Anders.\n- Lucia works for Pinnacle Software.\n- Aisha reports to Hana.\n- Aisha works for Pinnacle Software.\n- Lucia reports to Wren.\n- Mei works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Anders reports to Lucia.\n- Hana reports to Yuki.\n- Atlas Freight is headquartered in Leeds.\n- Anders works for Crescent Telecom.\n- Pablo works for Atlas Freight.\n- Crescent Telecom is headquartered in Valencia.\n- Sofia reports to Bruno.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8650", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Leila.\n- Deshawn works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Elena reports to Hana.\n- Ironwood Manufacturing was founded in 2005.\n- Yuki reports to Deshawn.\n- Deshawn reports to Anders.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia works for Ironwood Manufacturing.\n- Leila reports to Yuki.\n- Anders reports to Elena.\n- Leila works for Pinnacle Software.\n- Beacon Insurance was founded in 2011.\n- Pinnacle Software was founded in 1983.\n- Yuki works for Ironwood Manufacturing.\n- Hana reports to Aisha.\n- Aisha works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Ghent.\n- Elena works for Ironwood Manufacturing.\n- Vantage Air was founded in 1993.\n- Beacon Insurance is headquartered in Malmo.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Hana reports to Jonas.\n- Nadia works for Lattice Analytics.\n- Hana works for Bluepine Aviation.\n- Wren reports to Omar.\n- Lattice Analytics was founded in 2001.\n- Omar reports to Deshawn.\n- Jonas reports to Wren.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Mei reports to Nadia.\n- Zoya works for Lattice Analytics.\n- Priya works for Vantage Air.\n- Kenji works for Vantage Air.\n- Emeka reports to Zoya.\n- Priya reports to Hana.\n- Omar works for Lattice Analytics.\n- Tessa works for Cedar Retail Group.\n- Jonas works for Lattice Analytics.\n- Cedar Retail Group was founded in 1987.\n- Nadia reports to Kenji.\n- Bluepine Aviation was founded in 2015.\n- Cedar Retail Group is headquartered in Bergen.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn reports to Tessa.\n- Tessa reports to Emeka.\n- Bluepine Aviation is headquartered in Bergen.\n- Deshawn works for Bluepine Aviation.\n- Mei works for Vantage Air.\n- Kenji reports to Priya.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8653", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3852: employee Omar R., hired 22 January 2021, separated 10 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3852?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8654", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Mateo reports to Leila.\n- Aisha works for Lattice Analytics.\n- Mara reports to Aisha.\n- Sanne reports to Ingrid.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Valencia.\n- Pablo reports to Yuki.\n- Cobalt Health was founded in 1976.\n- Lucia works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Yuki works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Sanne works for Bluepine Aviation.\n- Sofia reports to Lucia.\n- Aisha reports to Jonas.\n- Mara works for Helios Logistics.\n- Sofia works for Cobalt Health.\n- Helios Logistics was founded in 1975.\n- Jonas reports to Sanne.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia reports to Mateo.\n- Ingrid reports to Sofia.\n- Wren works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid works for Bluepine Aviation.\n- Wren reports to Mara.\n- Cobalt Health is headquartered in Nagoya.\n- Yuki reports to Wren.\n- Lattice Analytics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Zoya works for Helios Logistics.\n- Cedar Retail Group is headquartered in Adelaide.\n- Yuki works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1981.\n- Zoya reports to Sanne.\n- Sofia works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Sofia.\n- Mara reports to Viktor.\n- Helios Logistics was founded in 1989.\n- Wren works for Lattice Analytics.\n- Sofia reports to Wren.\n- Omar works for Cedar Retail Group.\n- Viktor reports to Yuki.\n- Helios Logistics is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2003.\n- Ironwood Manufacturing is headquartered in Cork.\n- Yuki reports to Zoya.\n- Omar reports to Mara.\n- Lattice Analytics was founded in 1997.\n- Lattice Analytics is headquartered in Ghent.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8657", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Cedar Retail Group was founded in 1994.\n- Pinnacle Software was founded in 2011.\n- Chiara reports to Ravi.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Vantage Air is headquartered in Halifax.\n- Tobias reports to Pablo.\n- Vantage Air was founded in 1995.\n- Chiara works for Cedar Retail Group.\n- Summit Energy is headquartered in Nagoya.\n- Sofia reports to Emeka.\n- Ravi works for Cedar Retail Group.\n- Pablo reports to Callum.\n- Amara works for Summit Energy.\n- Ravi reports to Amara.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa reports to Sanne.\n- Emeka reports to Tessa.\n- Tobias works for Vantage Air.\n- Elena works for Summit Energy.\n- Amara reports to Elena.\n- Zoya reports to Chiara.\n- Sanne works for Summit Energy.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 1980.\n- Sanne reports to Zoya.\n- Elena reports to Tobias.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8659", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2396: employee Sofia S., hired 23 April 2022, separated 18 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2396?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8660", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8661", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sanne.\n- Ingrid reports to Hana.\n- Cobalt Health was founded in 2000.\n- Mei works for Fernhill Foods.\n- Helios Logistics is headquartered in Porto.\n- Priya works for Ironwood Manufacturing.\n- Mateo reports to Mei.\n- Hana works for Ironwood Manufacturing.\n- Mateo works for Cobalt Health.\n- Felix reports to Ingrid.\n- Felix works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Sanne works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Helios Logistics was founded in 1975.\n- Ingrid works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Nagoya.\n- Lucia reports to Felix.\n- Deshawn works for Fernhill Foods.\n- Callum reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.\n- Sanne reports to Deshawn.\n- Deshawn reports to Callum.\n- Ironwood Manufacturing was founded in 2014.\n- Callum works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1991.\n- Mei reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8663", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8664", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8665", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Control Lights — controls lighting", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8666", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 93173 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8667", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 August 2025): For employees hired on or after 02 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8158: employee Hana T., hired 10 February 2022, separated 11 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8158?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8668", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8669", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software is headquartered in Bergen.\n- Leila reports to Deshawn.\n- Beacon Insurance was founded in 1993.\n- Felix works for Beacon Insurance.\n- Ingrid reports to Mei.\n- Crescent Telecom is headquartered in Bergen.\n- Leila works for Crescent Telecom.\n- Summit Energy is headquartered in Bergen.\n- Felix reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Crescent Telecom was founded in 1975.\n- Zoya reports to Leila.\n- Mei works for Beacon Insurance.\n- Deshawn reports to Mateo.\n- Deshawn works for Summit Energy.\n- Pinnacle Software was founded in 2014.\n- Mateo reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Mei reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Northwind Systems is headquartered in Turku.\n- Kenji works for Lattice Analytics.\n- Meridian Bank was founded in 1975.\n- Pinnacle Software is headquartered in Brno.\n- Mara reports to Omar.\n- Lattice Analytics was founded in 1987.\n- Callum works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Yuki works for Meridian Bank.\n- Aisha reports to Kenji.\n- Omar works for Pinnacle Software.\n- Felix works for Meridian Bank.\n- Elena reports to Tobias.\n- Lattice Analytics is headquartered in Brno.\n- Tobias reports to Yuki.\n- Northwind Systems was founded in 1999.\n- Ingrid works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Pinnacle Software was founded in 2014.\n- Callum reports to Pablo.\n- Elena works for Northwind Systems.\n- Pablo reports to Felix.\n- Kenji reports to Ingrid.\n- Yuki reports to Mara.\n- Amara reports to Aisha.\n- Pablo works for Meridian Bank.\n- Ingrid reports to Callum.\n- Felix reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Bruno works for Beacon Insurance.\n- Elena works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Aisha reports to Nadia.\n- Ingrid reports to Pablo.\n- Ingrid works for Beacon Insurance.\n- Lucia reports to Aisha.\n- Elena reports to Bruno.\n- Beacon Insurance was founded in 1990.\n- Ravi reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Bruno reports to Ingrid.\n- Pablo reports to Tessa.\n- Beacon Insurance is headquartered in Valencia.\n- Atlas Freight was founded in 1984.\n- Vantage Air was founded in 1990.\n- Omar reports to Lucia.\n- Northwind Systems is headquartered in Ghent.\n- Nadia works for Northwind Systems.\n- Tessa works for Atlas Freight.\n- Aisha works for Vantage Air.\n- Omar works for Atlas Freight.\n- Tessa reports to Omar.\n- Pablo works for Beacon Insurance.\n- Ravi works for Vantage Air.\n- Atlas Freight is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8673", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "set_timer", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8674", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 August 2025): For employees hired on or after 22 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7038: employee Omar A., hired 12 May 2022, separated 12 May 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7038?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8675", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8676", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 1061 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8677", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8678", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8679", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5992: employee Leila S., hired 19 December 2022, separated 08 June 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-5992 under the controlling rules.", "criteria": {"0": "$10,938", "1": "$47,017", "2": "$10,850", "3": "$8,850"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8680", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Aisha reports to Zoya.\n- Crescent Telecom was founded in 1996.\n- Lattice Analytics is headquartered in Ghent.\n- Helios Logistics was founded in 2007.\n- Nadia works for Ironwood Manufacturing.\n- Aisha works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Zoya works for Crescent Telecom.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Zoya reports to Kenji.\n- Pablo reports to Callum.\n- Kenji reports to Pablo.\n- Mateo reports to Nadia.\n- Nadia reports to Tessa.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2013.\n- Sofia reports to Aisha.\n- Viktor works for Helios Logistics.\n- Viktor reports to Mateo.\n- Kenji works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Callum reports to Viktor.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2010", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8682", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Wren works for Vantage Air.\n- Cedar Retail Group was founded in 1976.\n- Callum works for Vantage Air.\n- Wren reports to Priya.\n- Atlas Freight was founded in 1976.\n- Atlas Freight is headquartered in Tallinn.\n- Stefan works for Cedar Retail Group.\n- Vantage Air was founded in 1980.\n- Callum reports to Amara.\n- Amara reports to Sanne.\n- Crescent Telecom was founded in 1999.\n- Stefan reports to Felix.\n- Amara works for Atlas Freight.\n- Sanne works for Cedar Retail Group.\n- Felix reports to Callum.\n- Crescent Telecom is headquartered in Lyon.\n- Priya works for Atlas Freight.\n- Ravi works for Vantage Air.\n- Priya reports to Ravi.\n- Ravi reports to Stefan.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Priya works for Meridian Bank.\n- Lattice Analytics was founded in 1976.\n- Meridian Bank is headquartered in Brno.\n- Ravi reports to Priya.\n- Aisha works for Vantage Air.\n- Ingrid reports to Viktor.\n- Viktor reports to Yuki.\n- Leila reports to Dmitri.\n- Priya reports to Chiara.\n- Beacon Insurance was founded in 2003.\n- Mateo reports to Wren.\n- Wren reports to Omar.\n- Meridian Bank was founded in 1992.\n- Vantage Air was founded in 2011.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Yuki works for Meridian Bank.\n- Chiara works for Vantage Air.\n- Beacon Insurance is headquartered in Brno.\n- Dmitri works for Beacon Insurance.\n- Aisha reports to Ravi.\n- Dmitri reports to Mateo.\n- Ingrid works for Beacon Insurance.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Wren works for Meridian Bank.\n- Chiara reports to Ingrid.\n- Omar works for Vantage Air.\n- Leila works for Lattice Analytics.\n- Omar reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8685", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Leila reports to Stefan.\n- Yuki reports to Ingrid.\n- Sofia works for Summit Energy.\n- Yuki works for Meridian Bank.\n- Deshawn reports to Yuki.\n- Bruno works for Summit Energy.\n- Stefan works for Summit Energy.\n- Bruno reports to Kenji.\n- Sofia reports to Leila.\n- Fernhill Foods is headquartered in Tampere.\n- Ingrid works for Helios Logistics.\n- Meridian Bank was founded in 2008.\n- Deshawn works for Meridian Bank.\n- Fernhill Foods was founded in 2010.\n- Summit Energy is headquartered in Leeds.\n- Helios Logistics was founded in 2010.\n- Ingrid reports to Bruno.\n- Leila works for Fernhill Foods.\n- Kenji reports to Sofia.\n- Summit Energy was founded in 1982.\n- Meridian Bank is headquartered in Nagoya.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8687", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4210: employee Hana R., hired 02 July 2022, separated 09 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4210?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1980.\n- Nadia works for Bluepine Aviation.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Aisha reports to Nadia.\n- Elena works for Crescent Telecom.\n- Nadia reports to Jonas.\n- Pinnacle Software was founded in 1993.\n- Aisha works for Beacon Insurance.\n- Felix reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Lucia reports to Mara.\n- Bluepine Aviation is headquartered in Austin.\n- Ingrid works for Crescent Telecom.\n- Felix works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Beacon Insurance was founded in 1999.\n- Ingrid reports to Callum.\n- Mara reports to Elena.\n- Amara reports to Ingrid.\n- Jonas reports to Amara.\n- Mara works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Elena reports to Pablo.\n- Bruno reports to Aisha.\n- Jonas works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.\n- Lucia works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8689", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 01 December 2025): For employees hired on or after 01 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8299: employee Dmitri R., hired 02 March 2023, separated 28 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8299?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Omar works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Kenji reports to Viktor.\n- Atlas Freight is headquartered in Ghent.\n- Stefan reports to Mateo.\n- Atlas Freight was founded in 1997.\n- Pinnacle Software is headquartered in Oslo.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Mateo works for Lattice Analytics.\n- Ravi works for Atlas Freight.\n- Anders reports to Lucia.\n- Bluepine Aviation was founded in 1979.\n- Bruno works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Emeka reports to Stefan.\n- Jonas reports to Bruno.\n- Jonas works for Atlas Freight.\n- Bluepine Aviation is headquartered in Oslo.\n- Ingrid reports to Jonas.\n- Ingrid works for Lattice Analytics.\n- Omar reports to Emeka.\n- Lucia reports to Omar.\n- Lattice Analytics was founded in 1989.\n- Stefan works for Lattice Analytics.\n- Ravi reports to Ingrid.\n- Kenji works for Atlas Freight.\n- Bruno reports to Anders.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8691", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8692", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8693", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Lyon.\n- Pinnacle Software was founded in 1975.\n- Fernhill Foods is headquartered in Lyon.\n- Omar reports to Lucia.\n- Pinnacle Software is headquartered in Basel.\n- Kenji reports to Ingrid.\n- Viktor works for Beacon Insurance.\n- Ravi reports to Viktor.\n- Viktor reports to Kenji.\n- Beacon Insurance was founded in 2002.\n- Beacon Insurance is headquartered in Tallinn.\n- Kenji works for Fernhill Foods.\n- Omar works for Bluepine Aviation.\n- Lucia reports to Amara.\n- Lucia works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Amara works for Bluepine Aviation.\n- Deshawn works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Leila works for Bluepine Aviation.\n- Ravi works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Priya reports to Leila.\n- Amara reports to Emeka.\n- Leila reports to Ravi.\n- Bluepine Aviation was founded in 1990.\n- Ingrid reports to Omar.\n- Emeka reports to Mateo.\n- Fernhill Foods was founded in 2007.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mateo.\n- Pinnacle Software was founded in 2007.\n- Summit Energy is headquartered in Tampere.\n- Yuki works for Summit Energy.\n- Elena works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Yuki reports to Priya.\n- Bluepine Aviation is headquartered in Lyon.\n- Elena reports to Sanne.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne reports to Anders.\n- Bluepine Aviation was founded in 2002.\n- Anders reports to Kenji.\n- Zoya works for Summit Energy.\n- Sanne works for Bluepine Aviation.\n- Northwind Systems is headquartered in Turku.\n- Anders works for Pinnacle Software.\n- Mateo reports to Yuki.\n- Kenji reports to Zoya.\n- Kenji works for Bluepine Aviation.\n- Summit Energy was founded in 2007.\n- Northwind Systems was founded in 1975.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8696", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2936: employee Sanne T., hired 17 December 2023, separated 14 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2936?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8697", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8698", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8699", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4131: employee Nadia A., hired 16 March 2024, separated 20 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4131?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8700", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8701", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8702", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8703", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Yuki.\n- Emeka reports to Kenji.\n- Emeka works for Fernhill Foods.\n- Lucia reports to Aisha.\n- Pinnacle Software was founded in 1975.\n- Cedar Retail Group was founded in 2005.\n- Priya reports to Wren.\n- Lucia works for Cedar Retail Group.\n- Yuki works for Lattice Analytics.\n- Pinnacle Software is headquartered in Leeds.\n- Priya works for Cedar Retail Group.\n- Wren reports to Lucia.\n- Wren works for Pinnacle Software.\n- Yuki reports to Stefan.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 2010.\n- Aisha works for Fernhill Foods.\n- Kenji works for Cedar Retail Group.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Priya.\n- Fernhill Foods is headquartered in Leeds.\n- Fernhill Foods was founded in 2009.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tobias.\n- Wren works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Deshawn reports to Mara.\n- Zoya reports to Lucia.\n- Emeka reports to Leila.\n- Atlas Freight is headquartered in Porto.\n- Tobias reports to Kenji.\n- Sanne reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Mara works for Summit Energy.\n- Beacon Insurance was founded in 1982.\n- Summit Energy is headquartered in Cork.\n- Emeka works for Fernhill Foods.\n- Wren reports to Anders.\n- Deshawn works for Summit Energy.\n- Fernhill Foods is headquartered in Cork.\n- Callum works for Fernhill Foods.\n- Kenji works for Beacon Insurance.\n- Lucia works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Lucia reports to Deshawn.\n- Anders works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Kenji reports to Sanne.\n- Summit Energy was founded in 1998.\n- Mara reports to Callum.\n- Fernhill Foods was founded in 2004.\n- Atlas Freight was founded in 2011.\n- Callum reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8706", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8707", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8708", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3537: employee Viktor B., hired 14 April 2023, separated 17 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3537?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8709", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Chiara.\n- Zoya reports to Sanne.\n- Chiara reports to Callum.\n- Nadia reports to Jonas.\n- Lucia reports to Zoya.\n- Jonas reports to Mara.\n- Lattice Analytics was founded in 1978.\n- Beacon Insurance was founded in 1975.\n- Pinnacle Software is headquartered in Tallinn.\n- Zoya works for Lattice Analytics.\n- Lucia works for Pinnacle Software.\n- Bluepine Aviation was founded in 1998.\n- Lattice Analytics is headquartered in Basel.\n- Callum reports to Lucia.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Sanne works for Bluepine Aviation.\n- Jonas works for Beacon Insurance.\n- Chiara works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Mara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Oslo.\n- Pinnacle Software was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Emeka works for Summit Energy.\n- Dmitri reports to Jonas.\n- Jonas works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 2002.\n- Jonas reports to Aisha.\n- Cobalt Health is headquartered in Austin.\n- Aisha reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Beacon Insurance is headquartered in Dunedin.\n- Deshawn reports to Mateo.\n- Ironwood Manufacturing was founded in 2005.\n- Leila reports to Hana.\n- Hana reports to Emeka.\n- Cobalt Health was founded in 1996.\n- Beacon Insurance was founded in 2006.\n- Mateo works for Cobalt Health.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Beacon Insurance.\n- Hana works for Ironwood Manufacturing.\n- Aisha works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8712", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1916: employee Viktor A., hired 13 February 2022, separated 13 June 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-1916 under the controlling rules.", "criteria": {"0": "$6,450", "1": "$6,400", "2": "$27,733", "3": "$4,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8713", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 32297 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8714", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8715", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6514: employee Mateo M., hired 22 June 2024, separated 26 October 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-6514 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$6,000", "2": "$5,175", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8716", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1949: employee Stefan S., hired 29 January 2023, separated 29 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1949?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1949 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8717", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2160: employee Elena R., hired 02 June 2024, separated 28 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2160?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8718", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5430: employee Elena S., hired 21 May 2021, separated 23 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-5430?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8719", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2015.\n- Felix works for Meridian Bank.\n- Crescent Telecom was founded in 1997.\n- Meridian Bank is headquartered in Basel.\n- Crescent Telecom is headquartered in Lyon.\n- Amara reports to Omar.\n- Ironwood Manufacturing was founded in 1975.\n- Deshawn works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Felix.\n- Sanne works for Beacon Insurance.\n- Deshawn reports to Mara.\n- Aisha works for Crescent Telecom.\n- Felix reports to Amara.\n- Meridian Bank was founded in 1991.\n- Beacon Insurance is headquartered in Oslo.\n- Omar reports to Zoya.\n- Amara works for Ironwood Manufacturing.\n- Sanne reports to Aisha.\n- Zoya reports to Deshawn.\n- Aisha reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Mara reports to Sanne.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mara works for Ironwood Manufacturing.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8721", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8722", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8723", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8724", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5788: employee Elena R., hired 03 January 2024, separated 05 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5788?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8725", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1994.\n- Priya works for Atlas Freight.\n- Ingrid reports to Nadia.\n- Priya reports to Ravi.\n- Sofia works for Helios Logistics.\n- Crescent Telecom is headquartered in Brno.\n- Callum reports to Priya.\n- Mei works for Crescent Telecom.\n- Nadia works for Helios Logistics.\n- Hana works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Ravi reports to Chiara.\n- Mei reports to Callum.\n- Callum works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Sofia reports to Ingrid.\n- Summit Energy is headquartered in Tampere.\n- Leila works for Crescent Telecom.\n- Helios Logistics was founded in 1975.\n- Atlas Freight is headquartered in Brno.\n- Leila reports to Sofia.\n- Summit Energy was founded in 2004.\n- Chiara reports to Hana.\n- Atlas Freight was founded in 1988.\n- Ravi works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Hana reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8727", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Valencia.\n- Dmitri reports to Sofia.\n- Callum reports to Dmitri.\n- Bluepine Aviation is headquartered in Valencia.\n- Omar works for Northwind Systems.\n- Dmitri works for Vantage Air.\n- Aisha reports to Kenji.\n- Northwind Systems is headquartered in Nagoya.\n- Aisha works for Bluepine Aviation.\n- Kenji reports to Callum.\n- Sofia reports to Omar.\n- Kenji works for Bluepine Aviation.\n- Vantage Air was founded in 2009.\n- Northwind Systems was founded in 2004.\n- Emeka works for Vantage Air.\n- Wren works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Omar reports to Emeka.\n- Callum works for Beacon Insurance.\n- Bluepine Aviation was founded in 1992.\n- Wren reports to Aisha.\n- Beacon Insurance was founded in 2004.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Dmitri works for Crescent Telecom.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Northwind Systems was founded in 2009.\n- Crescent Telecom was founded in 2006.\n- Chiara reports to Dmitri.\n- Deshawn reports to Chiara.\n- Dmitri reports to Sanne.\n- Crescent Telecom is headquartered in Nagoya.\n- Sanne works for Meridian Bank.\n- Sanne reports to Nadia.\n- Chiara works for Northwind Systems.\n- Pablo reports to Deshawn.\n- Priya works for Meridian Bank.\n- Lattice Analytics is headquartered in Basel.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Nadia reports to Priya.\n- Lattice Analytics was founded in 2013.\n- Northwind Systems is headquartered in Adelaide.\n- Pablo works for Crescent Telecom.\n- Bruno reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Bruno works for Beacon Insurance.\n- Ingrid works for Atlas Freight.\n- Priya reports to Ingrid.\n- Wren works for Bluepine Aviation.\n- Mateo reports to Bruno.\n- Tessa works for Bluepine Aviation.\n- Priya works for Atlas Freight.\n- Elena reports to Wren.\n- Beacon Insurance was founded in 1988.\n- Bluepine Aviation was founded in 1981.\n- Chiara reports to Elena.\n- Atlas Freight is headquartered in Leeds.\n- Wren reports to Anders.\n- Cobalt Health is headquartered in Porto.\n- Elena works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Bruno reports to Yuki.\n- Mateo works for Cobalt Health.\n- Bluepine Aviation is headquartered in Austin.\n- Chiara works for Bluepine Aviation.\n- Atlas Freight was founded in 1986.\n- Yuki reports to Tessa.\n- Ingrid reports to Mateo.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1989", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8731", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8992: employee Tessa B., hired 11 March 2021, separated 10 May 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8992?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8732", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8733", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8734", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7618: employee Mara A., hired 26 April 2023, separated 17 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7618?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8735", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3515: employee Lucia T., hired 19 November 2022, separated 04 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3515?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8736", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8737", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6806: employee Omar K., hired 30 January 2021, separated 25 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6806?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Vantage Air.\n- Mateo reports to Mara.\n- Chiara works for Vantage Air.\n- Bluepine Aviation was founded in 1984.\n- Jonas works for Cedar Retail Group.\n- Wren reports to Mei.\n- Tessa works for Cobalt Health.\n- Mei works for Vantage Air.\n- Cedar Retail Group was founded in 1997.\n- Mara reports to Felix.\n- Sofia reports to Yuki.\n- Sofia works for Bluepine Aviation.\n- Ravi works for Cobalt Health.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara reports to Wren.\n- Cobalt Health is headquartered in Tallinn.\n- Priya reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Felix works for Cedar Retail Group.\n- Ravi reports to Mateo.\n- Felix reports to Jonas.\n- Cobalt Health was founded in 2013.\n- Mei reports to Ravi.\n- Vantage Air was founded in 1997.\n- Wren works for Bluepine Aviation.\n- Tessa reports to Priya.\n- Bluepine Aviation is headquartered in Porto.\n- Yuki reports to Tessa.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8739", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8740", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8741", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6523: employee Lucia S., hired 02 February 2024, separated 24 March 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-6523 under the controlling rules.", "criteria": {"0": "$7,875", "1": "$33,800", "2": "$7,800", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Viktor.\n- Lucia works for Cobalt Health.\n- Chiara reports to Deshawn.\n- Tobias works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Nagoya.\n- Priya reports to Chiara.\n- Tessa reports to Kenji.\n- Ravi reports to Elena.\n- Kenji works for Cedar Retail Group.\n- Pinnacle Software was founded in 2002.\n- Cobalt Health is headquartered in Nagoya.\n- Cobalt Health was founded in 1989.\n- Tessa works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Emeka works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Porto.\n- Elena works for Cedar Retail Group.\n- Crescent Telecom was founded in 1993.\n- Chiara works for Crescent Telecom.\n- Emeka reports to Tessa.\n- Lucia reports to Priya.\n- Cedar Retail Group was founded in 1994.\n- Priya works for Crescent Telecom.\n- Felix reports to Lucia.\n- Deshawn reports to Ravi.\n- Pinnacle Software is headquartered in Cork.\n- Kenji reports to Felix.\n- Felix works for Cedar Retail Group.\n- Elena reports to Tobias.\n- Ravi works for Cedar Retail Group.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8743", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8744", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 12108, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Wren works for Helios Logistics.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1980.\n- Helios Logistics is headquartered in Tallinn.\n- Dmitri reports to Priya.\n- Bluepine Aviation is headquartered in Brno.\n- Chiara reports to Wren.\n- Yuki works for Helios Logistics.\n- Lucia works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Yuki reports to Lucia.\n- Dmitri works for Bluepine Aviation.\n- Helios Logistics was founded in 1981.\n- Northwind Systems is headquartered in Brno.\n- Priya reports to Stefan.\n- Stefan reports to Yuki.\n- Bluepine Aviation was founded in 1989.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2001.\n- Deshawn reports to Dmitri.\n- Wren reports to Deshawn.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health was founded in 1979.\n- Ingrid reports to Sofia.\n- Cobalt Health is headquartered in Tampere.\n- Vantage Air was founded in 1991.\n- Stefan works for Cobalt Health.\n- Vantage Air is headquartered in Cork.\n- Hana works for Cedar Retail Group.\n- Hana reports to Anders.\n- Anders reports to Omar.\n- Ingrid works for Summit Energy.\n- Sofia reports to Hana.\n- Sofia works for Cedar Retail Group.\n- Bruno reports to Ingrid.\n- Omar works for Cedar Retail Group.\n- Anders works for Vantage Air.\n- Omar reports to Stefan.\n- Summit Energy was founded in 1988.\n- Stefan reports to Viktor.\n- Bruno works for Cobalt Health.\n- Ravi reports to Pablo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Pablo reports to Wren.\n- Viktor reports to Ravi.\n- Viktor works for Vantage Air.\n- Cedar Retail Group was founded in 1988.\n- Pablo works for Vantage Air.\n- Wren works for Summit Energy.\n- Mateo reports to Bruno.\n- Ravi works for Cedar Retail Group.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Elena works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Sanne reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Omar reports to Elena.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Omar works for Cobalt Health.\n- Atlas Freight was founded in 1991.\n- Tobias reports to Tessa.\n- Elena reports to Lucia.\n- Mei reports to Sanne.\n- Pablo reports to Felix.\n- Bruno reports to Dmitri.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Dunedin.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Anders.\n- Sanne works for Ironwood Manufacturing.\n- Pablo works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Felix reports to Omar.\n- Helios Logistics was founded in 1986.\n- Felix works for Ironwood Manufacturing.\n- Anders reports to Pablo.\n- Tobias works for Cobalt Health.\n- Anders works for Atlas Freight.\n- Dmitri reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8748", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8749", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8750", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Aisha reports to Hana.\n- Zoya reports to Sofia.\n- Sofia reports to Felix.\n- Sofia works for Summit Energy.\n- Northwind Systems is headquartered in Tallinn.\n- Viktor works for Summit Energy.\n- Chiara reports to Lucia.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia works for Northwind Systems.\n- Vantage Air was founded in 1979.\n- Felix reports to Viktor.\n- Yuki reports to Tessa.\n- Tessa reports to Aisha.\n- Tessa works for Pinnacle Software.\n- Viktor reports to Yuki.\n- Aisha works for Summit Energy.\n- Lucia reports to Zoya.\n- Summit Energy was founded in 1997.\n- Summit Energy is headquartered in Ghent.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Hana works for Summit Energy.\n- Felix works for Summit Energy.\n- Yuki works for Pinnacle Software.\n- Northwind Systems was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Kenji works for Helios Logistics.\n- Cobalt Health is headquartered in Turku.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2006.\n- Helios Logistics is headquartered in Turku.\n- Meridian Bank is headquartered in Oslo.\n- Ravi reports to Mateo.\n- Tessa reports to Kenji.\n- Callum reports to Tessa.\n- Hana reports to Mara.\n- Nadia reports to Ravi.\n- Mara reports to Nadia.\n- Meridian Bank was founded in 2014.\n- Mara works for Bluepine Aviation.\n- Cobalt Health was founded in 1979.\n- Hana works for Meridian Bank.\n- Mateo reports to Callum.\n- Helios Logistics was founded in 2014.\n- Callum works for Helios Logistics.\n- Mateo works for Meridian Bank.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8753", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8754", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 June 2025): For employees hired on or after 30 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5438: employee Mara S., hired 23 December 2022, separated 22 November 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5438?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8755", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8756", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Yuki.\n- Meridian Bank was founded in 1996.\n- Ravi works for Helios Logistics.\n- Viktor works for Vantage Air.\n- Aisha works for Vantage Air.\n- Yuki works for Vantage Air.\n- Crescent Telecom is headquartered in Turku.\n- Elena reports to Dmitri.\n- Stefan reports to Ravi.\n- Elena works for Vantage Air.\n- Ravi reports to Pablo.\n- Crescent Telecom was founded in 2014.\n- Dmitri works for Meridian Bank.\n- Helios Logistics is headquartered in Leeds.\n- Meridian Bank is headquartered in Brno.\n- Helios Logistics was founded in 1986.\n- Pablo reports to Elena.\n- Dmitri reports to Aisha.\n- Yuki reports to Stefan.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 2003.\n- Vantage Air is headquartered in Turku.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1997.\n- Sofia reports to Priya.\n- Aisha reports to Zoya.\n- Ingrid works for Northwind Systems.\n- Wren reports to Omar.\n- Omar reports to Yuki.\n- Mei reports to Sanne.\n- Wren works for Atlas Freight.\n- Northwind Systems is headquartered in Halifax.\n- Mei works for Atlas Freight.\n- Chiara works for Northwind Systems.\n- Atlas Freight was founded in 2001.\n- Omar works for Northwind Systems.\n- Priya reports to Anders.\n- Zoya works for Fernhill Foods.\n- Sofia works for Northwind Systems.\n- Fernhill Foods was founded in 2012.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Yuki works for Crescent Telecom.\n- Sanne works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Ingrid reports to Sofia.\n- Anders works for Atlas Freight.\n- Crescent Telecom is headquartered in Lyon.\n- Chiara reports to Mei.\n- Yuki reports to Ingrid.\n- Anders reports to Chiara.\n- Sanne reports to Aisha.\n- Northwind Systems was founded in 2012.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8759", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8760", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8761", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Hana.\n- Anders works for Lattice Analytics.\n- Stefan reports to Felix.\n- Lattice Analytics was founded in 2008.\n- Atlas Freight is headquartered in Halifax.\n- Tobias works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2000.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Hana works for Atlas Freight.\n- Ingrid reports to Anders.\n- Leila works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Anders reports to Priya.\n- Priya reports to Leila.\n- Stefan works for Lattice Analytics.\n- Felix reports to Ingrid.\n- Felix works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 1975.\n- Atlas Freight was founded in 1999.\n- Hana reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8763", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7930: employee Callum A., hired 12 June 2024, separated 02 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7930?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8764", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8765", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8766", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Amara works for Meridian Bank.\n- Atlas Freight is headquartered in Nagoya.\n- Sanne reports to Kenji.\n- Jonas reports to Mara.\n- Mara reports to Viktor.\n- Zoya reports to Felix.\n- Omar works for Meridian Bank.\n- Lucia works for Crescent Telecom.\n- Omar reports to Sanne.\n- Leila reports to Jonas.\n- Felix reports to Amara.\n- Viktor reports to Tessa.\n- Meridian Bank is headquartered in Basel.\n- Sanne works for Meridian Bank.\n- Mara works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Felix works for Summit Energy.\n- Tessa works for Meridian Bank.\n- Kenji reports to Leila.\n- Jonas works for Atlas Freight.\n- Tessa reports to Lucia.\n- Viktor works for Meridian Bank.\n- Crescent Telecom was founded in 1979.\n- Meridian Bank was founded in 2008.\n- Zoya works for Atlas Freight.\n- Summit Energy was founded in 2000.\n- Amara reports to Omar.\n- Kenji works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Viktor.\n- Ingrid reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Callum reports to Anders.\n- Bluepine Aviation is headquartered in Halifax.\n- Wren works for Fernhill Foods.\n- Bluepine Aviation was founded in 2005.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lattice Analytics was founded in 1982.\n- Wren reports to Ingrid.\n- Callum works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Oslo.\n- Anders works for Lattice Analytics.\n- Ravi reports to Chiara.\n- Viktor works for Ironwood Manufacturing.\n- Chiara works for Lattice Analytics.\n- Emeka works for Fernhill Foods.\n- Viktor reports to Emeka.\n- Ingrid works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1980.\n- Kenji reports to Ravi.\n- Emeka reports to Wren.\n- Stefan works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Stefan reports to Callum.\n- Ironwood Manufacturing was founded in 2001.\n- Fernhill Foods is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8769", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6117: employee Lucia M., hired 23 August 2023, separated 25 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6117?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Callum reports to Sofia.\n- Cedar Retail Group was founded in 2009.\n- Priya works for Atlas Freight.\n- Nadia reports to Priya.\n- Sanne reports to Aisha.\n- Chiara reports to Sanne.\n- Nadia works for Atlas Freight.\n- Dmitri reports to Nadia.\n- Aisha reports to Dmitri.\n- Fernhill Foods was founded in 1983.\n- Fernhill Foods is headquartered in Malmo.\n- Atlas Freight was founded in 2004.\n- Meridian Bank was founded in 1988.\n- Priya reports to Callum.\n- Chiara works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Atlas Freight is headquartered in Tallinn.\n- Meridian Bank is headquartered in Malmo.\n- Dmitri works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Aisha works for Cedar Retail Group.\n- Sofia reports to Ravi.\n- Yuki works for Fernhill Foods.\n- Ravi reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-8771", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Porto.\n- Amara reports to Wren.\n- Summit Energy was founded in 1994.\n- Wren works for Lattice Analytics.\n- Wren reports to Zoya.\n- Ravi works for Summit Energy.\n- Lattice Analytics was founded in 2000.\n- Leila works for Lattice Analytics.\n- Zoya reports to Deshawn.\n- Lattice Analytics is headquartered in Dunedin.\n- Summit Energy is headquartered in Malmo.\n- Crescent Telecom is headquartered in Malmo.\n- Amara works for Crescent Telecom.\n- Viktor works for Summit Energy.\n- Cobalt Health was founded in 1994.\n- Deshawn works for Crescent Telecom.\n- Leila reports to Viktor.\n- Ravi reports to Leila.\n- Crescent Telecom was founded in 2014.\n- Priya works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Priya reports to Amara.\n- Deshawn reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8773", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6027: employee Bruno A., hired 18 September 2020, separated 09 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-6027 under the controlling rules.", "criteria": {"0": "$16,250", "1": "$16,750", "2": "$70,417", "3": "$17,625"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8774", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Omar reports to Aisha.\n- Summit Energy is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Aisha reports to Priya.\n- Atlas Freight was founded in 1977.\n- Yuki works for Summit Energy.\n- Zoya reports to Omar.\n- Pablo reports to Wren.\n- Priya reports to Mara.\n- Aisha works for Summit Energy.\n- Fernhill Foods was founded in 1998.\n- Summit Energy was founded in 1981.\n- Mara reports to Yuki.\n- Wren works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Wren reports to Leila.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Sofia reports to Zoya.\n- Zoya works for Atlas Freight.\n- Pablo works for Summit Energy.\n- Mara works for Pinnacle Software.\n- Yuki reports to Pablo.\n- Pinnacle Software was founded in 1976.\n- Leila works for Fernhill Foods.\n- Atlas Freight is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1972", "2": "1980", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8776", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7258: employee Emeka S., hired 07 July 2021, separated 05 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7258?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Northwind Systems was founded in 1983.\n- Tobias works for Northwind Systems.\n- Deshawn reports to Chiara.\n- Pablo works for Northwind Systems.\n- Helios Logistics was founded in 1982.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Leila.\n- Deshawn works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Mei reports to Emeka.\n- Ingrid works for Northwind Systems.\n- Beacon Insurance is headquartered in Austin.\n- Northwind Systems is headquartered in Valencia.\n- Leila reports to Pablo.\n- Meridian Bank is headquartered in Valencia.\n- Emeka reports to Deshawn.\n- Beacon Insurance was founded in 1978.\n- Ingrid reports to Tobias.\n- Meridian Bank was founded in 1994.\n- Tobias reports to Mei.\n- Helios Logistics is headquartered in Adelaide.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8778", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8779", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 98359 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8780", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8781", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Leila works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Basel.\n- Hana works for Cedar Retail Group.\n- Beacon Insurance was founded in 1993.\n- Sanne works for Cedar Retail Group.\n- Atlas Freight was founded in 2007.\n- Callum reports to Sanne.\n- Atlas Freight is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1986.\n- Wren reports to Hana.\n- Chiara works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Sanne reports to Wren.\n- Deshawn reports to Sofia.\n- Cedar Retail Group was founded in 1986.\n- Wren works for Beacon Insurance.\n- Leila reports to Deshawn.\n- Sofia reports to Chiara.\n- Chiara reports to Callum.\n- Callum works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Lucia.\n- Jonas reports to Bruno.\n- Helios Logistics is headquartered in Porto.\n- Lucia reports to Nadia.\n- Jonas works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Adelaide.\n- Felix works for Crescent Telecom.\n- Viktor works for Cedar Retail Group.\n- Atlas Freight is headquartered in Adelaide.\n- Felix reports to Amara.\n- Atlas Freight was founded in 1989.\n- Nadia reports to Viktor.\n- Crescent Telecom was founded in 2009.\n- Cedar Retail Group was founded in 1977.\n- Yuki works for Helios Logistics.\n- Amara reports to Yuki.\n- Yuki reports to Jonas.\n- Nadia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Malmo.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8784", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8785", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8786", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8787", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4715: employee Tobias M., hired 20 November 2022, separated 26 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4715?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8788", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6127: employee Anders A., hired 14 August 2023, separated 06 February 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2026-6127 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$3,750", "2": "$21,667", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8789", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 77150 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ingrid.\n- Priya reports to Tessa.\n- Pinnacle Software was founded in 1993.\n- Bruno works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Wren reports to Priya.\n- Helios Logistics was founded in 1992.\n- Ingrid reports to Jonas.\n- Kenji works for Crescent Telecom.\n- Sofia reports to Wren.\n- Ingrid works for Helios Logistics.\n- Priya works for Vantage Air.\n- Jonas works for Vantage Air.\n- Jonas reports to Hana.\n- Tessa reports to Kenji.\n- Helios Logistics is headquartered in Halifax.\n- Vantage Air was founded in 2006.\n- Stefan reports to Mei.\n- Wren works for Pinnacle Software.\n- Bruno reports to Sofia.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Hana works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom was founded in 2009.\n- Vantage Air is headquartered in Austin.\n- Sofia works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Aisha reports to Stefan.\n- Mei reports to Bruno.\n- Pinnacle Software is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8791", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3619: employee Tessa B., hired 02 March 2024, separated 02 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3619?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3619 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Ghent.\n- Ravi reports to Callum.\n- Nadia works for Atlas Freight.\n- Fernhill Foods is headquartered in Porto.\n- Callum reports to Anders.\n- Sofia reports to Sanne.\n- Atlas Freight was founded in 2014.\n- Emeka works for Fernhill Foods.\n- Nadia reports to Emeka.\n- Jonas reports to Sofia.\n- Sanne reports to Nadia.\n- Ingrid reports to Mara.\n- Atlas Freight is headquartered in Ghent.\n- Sofia works for Cedar Retail Group.\n- Aisha reports to Lucia.\n- Cedar Retail Group is headquartered in Leeds.\n- Fernhill Foods was founded in 2011.\n- Meridian Bank was founded in 1992.\n- Lucia works for Meridian Bank.\n- Mara reports to Aisha.\n- Jonas works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Lucia reports to Jonas.\n- Cedar Retail Group was founded in 2008.\n- Mara works for Meridian Bank.\n- Anders reports to Ingrid.\n- Anders works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Ingrid works for Fernhill Foods.\n- Callum works for Meridian Bank.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8793", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Priya.\n- Aisha works for Atlas Freight.\n- Tessa reports to Nadia.\n- Priya reports to Tessa.\n- Cedar Retail Group was founded in 1990.\n- Ingrid works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Ravi reports to Aisha.\n- Vantage Air is headquartered in Malmo.\n- Stefan works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Ravi works for Atlas Freight.\n- Vantage Air was founded in 1977.\n- Aisha reports to Stefan.\n- Yuki works for Cobalt Health.\n- Nadia reports to Yuki.\n- Tessa works for Cedar Retail Group.\n- Cobalt Health was founded in 2015.\n- Atlas Freight is headquartered in Leeds.\n- Cobalt Health is headquartered in Leeds.\n- Yuki reports to Ingrid.\n- Zoya works for Atlas Freight.\n- Nadia works for Cobalt Health.\n- Zoya reports to Mei.\n- Atlas Freight was founded in 1998.\n- Priya works for Vantage Air.\n- Mei reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8795", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8796", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 June 2025): For employees hired on or after 28 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2645: employee Aisha B., hired 04 July 2024, separated 30 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2645?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8797", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8798", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Jonas reports to Tobias.\n- Tobias works for Helios Logistics.\n- Felix reports to Jonas.\n- Sanne works for Beacon Insurance.\n- Kenji works for Cobalt Health.\n- Callum works for Fernhill Foods.\n- Tobias reports to Viktor.\n- Beacon Insurance is headquartered in Malmo.\n- Viktor reports to Kenji.\n- Fernhill Foods is headquartered in Leeds.\n- Cobalt Health was founded in 1975.\n- Cobalt Health is headquartered in Leeds.\n- Helios Logistics is headquartered in Basel.\n- Viktor works for Fernhill Foods.\n- Callum reports to Felix.\n- Omar reports to Pablo.\n- Beacon Insurance was founded in 2013.\n- Felix works for Cobalt Health.\n- Mei reports to Sanne.\n- Kenji reports to Omar.\n- Pablo works for Cobalt Health.\n- Fernhill Foods was founded in 1979.\n- Helios Logistics was founded in 2015.\n- Jonas works for Cobalt Health.\n- Pablo reports to Mei.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1970", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8800", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8801", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8802", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 April 2023): For employees hired on or after 07 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9650: employee Mara B., hired 10 April 2021, separated 08 August 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-9650 under the controlling rules.", "criteria": {"0": "$8,957", "1": "$8,827", "2": "$6,827", "3": "$38,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Tobias reports to Hana.\n- Cedar Retail Group was founded in 2001.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 2014.\n- Hana works for Lattice Analytics.\n- Omar reports to Mara.\n- Felix works for Summit Energy.\n- Lattice Analytics is headquartered in Valencia.\n- Ingrid reports to Dmitri.\n- Dmitri reports to Tobias.\n- Ingrid works for Cedar Retail Group.\n- Helios Logistics is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Valencia.\n- Yuki reports to Omar.\n- Leila reports to Zoya.\n- Lattice Analytics was founded in 1990.\n- Zoya reports to Felix.\n- Hana reports to Leila.\n- Felix reports to Yuki.\n- Tobias works for Summit Energy.\n- Leila works for Cedar Retail Group.\n- Helios Logistics was founded in 2011.\n- Dmitri works for Lattice Analytics.\n- Omar works for Summit Energy.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8804", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7837: employee Sofia R., hired 02 January 2023, separated 18 April 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-7837 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,300", "2": "$3,500", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Vantage Air is headquartered in Cork.\n- Omar reports to Amara.\n- Vantage Air was founded in 1980.\n- Viktor works for Meridian Bank.\n- Tobias reports to Priya.\n- Priya works for Northwind Systems.\n- Amara reports to Viktor.\n- Viktor reports to Zoya.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Deshawn reports to Omar.\n- Zoya reports to Leila.\n- Amara works for Vantage Air.\n- Priya reports to Deshawn.\n- Pinnacle Software was founded in 2013.\n- Northwind Systems was founded in 2004.\n- Tobias works for Vantage Air.\n- Northwind Systems is headquartered in Cork.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Dmitri reports to Callum.\n- Pablo works for Cobalt Health.\n- Omar reports to Mateo.\n- Mateo reports to Anders.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cobalt Health was founded in 1986.\n- Omar works for Atlas Freight.\n- Emeka reports to Omar.\n- Callum reports to Wren.\n- Atlas Freight is headquartered in Halifax.\n- Aisha works for Ironwood Manufacturing.\n- Mei works for Helios Logistics.\n- Priya works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Aisha reports to Priya.\n- Anders reports to Mei.\n- Priya reports to Pablo.\n- Mateo works for Cobalt Health.\n- Helios Logistics is headquartered in Leeds.\n- Mei reports to Lucia.\n- Helios Logistics was founded in 2009.\n- Pablo reports to Dmitri.\n- Callum works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1979.\n- Ironwood Manufacturing was founded in 2006.\n- Cobalt Health is headquartered in Turku.\n- Dmitri works for Ironwood Manufacturing.\n- Lucia reports to Aisha.\n- Lucia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1982", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8807", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1514: employee Kenji B., hired 25 May 2022, separated 24 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1514?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Nadia.\n- Helios Logistics was founded in 2011.\n- Ravi works for Ironwood Manufacturing.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2010.\n- Helios Logistics is headquartered in Tampere.\n- Yuki reports to Ravi.\n- Hana reports to Ingrid.\n- Callum works for Fernhill Foods.\n- Ingrid reports to Yuki.\n- Leila reports to Elena.\n- Leila works for Helios Logistics.\n- Hana works for Fernhill Foods.\n- Viktor works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Fernhill Foods was founded in 1978.\n- Ingrid works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Yuki works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ravi reports to Pablo.\n- Nadia reports to Callum.\n- Pablo reports to Leila.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1976.\n- Callum reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8809", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8810", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1980.\n- Elena reports to Bruno.\n- Beacon Insurance was founded in 2007.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Bruno works for Atlas Freight.\n- Kenji reports to Lucia.\n- Deshawn reports to Mara.\n- Emeka works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Fernhill Foods is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1977.\n- Kenji works for Atlas Freight.\n- Deshawn works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Fernhill Foods was founded in 1978.\n- Atlas Freight is headquartered in Nagoya.\n- Tobias reports to Emeka.\n- Mara reports to Elena.\n- Lucia works for Atlas Freight.\n- Lucia reports to Deshawn.\n- Elena works for Beacon Insurance.\n- Emeka reports to Kenji.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Lattice Analytics is headquartered in Lyon.\n- Lucia reports to Leila.\n- Felix works for Summit Energy.\n- Leila reports to Sofia.\n- Omar works for Lattice Analytics.\n- Cedar Retail Group was founded in 1993.\n- Dmitri reports to Ravi.\n- Deshawn works for Helios Logistics.\n- Lattice Analytics was founded in 2002.\n- Summit Energy is headquartered in Adelaide.\n- Sofia reports to Omar.\n- Leila works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 1997.\n- Deshawn reports to Felix.\n- Helios Logistics is headquartered in Nagoya.\n- Omar reports to Deshawn.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics was founded in 1999.\n- Felix reports to Dmitri.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1996", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8813", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5324: employee Anders R., hired 02 April 2024, separated 28 August 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-5324 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$11,231", "3": "$3,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1980.\n- Wren works for Meridian Bank.\n- Yuki reports to Wren.\n- Pinnacle Software is headquartered in Porto.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Pinnacle Software.\n- Beacon Insurance is headquartered in Porto.\n- Sanne reports to Sofia.\n- Pablo reports to Jonas.\n- Beacon Insurance was founded in 2012.\n- Jonas reports to Deshawn.\n- Sofia reports to Omar.\n- Hana reports to Yuki.\n- Sofia works for Beacon Insurance.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software was founded in 2003.\n- Wren reports to Mateo.\n- Deshawn reports to Sanne.\n- Meridian Bank was founded in 1998.\n- Jonas works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Sanne works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Pablo.\n- Yuki works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8815", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8817", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8818", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6513: employee Chiara S., hired 09 November 2019, separated 21 July 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6513?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8819", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1082: employee Bruno S., hired 26 July 2022, separated 28 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1082?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8820", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5539: employee Wren T., hired 11 September 2022, separated 22 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5539?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Elena works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Atlas Freight was founded in 2011.\n- Meridian Bank is headquartered in Halifax.\n- Omar reports to Elena.\n- Sofia reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Sofia works for Meridian Bank.\n- Mateo reports to Omar.\n- Atlas Freight is headquartered in Oslo.\n- Northwind Systems was founded in 2006.\n- Omar works for Atlas Freight.\n- Bruno reports to Mateo.\n- Mateo works for Northwind Systems.\n- Meridian Bank was founded in 2001.\n- Viktor works for Northwind Systems.\n- Mei works for Pinnacle Software.\n- Zoya reports to Mei.\n- Elena reports to Viktor.\n- Pinnacle Software was founded in 2001.\n- Mei reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8822", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5217: employee Stefan T., hired 15 May 2020, separated 24 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5217?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8823", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3049: employee Bruno T., hired 13 March 2023, separated 05 June 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3049?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8824", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8825", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6470: employee Aisha A., hired 31 October 2022, separated 25 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6470?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8826", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7830: employee Kenji B., hired 25 October 2022, separated 20 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7830?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8827", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4115: employee Elena T., hired 03 March 2021, separated 13 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4115?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Stefan works for Crescent Telecom.\n- Nadia reports to Amara.\n- Crescent Telecom was founded in 1988.\n- Bruno works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Vantage Air was founded in 1982.\n- Crescent Telecom is headquartered in Lyon.\n- Wren reports to Stefan.\n- Vantage Air is headquartered in Lyon.\n- Amara reports to Wren.\n- Lattice Analytics is headquartered in Nagoya.\n- Bruno reports to Sanne.\n- Cedar Retail Group was founded in 1981.\n- Stefan reports to Hana.\n- Viktor reports to Bruno.\n- Sanne reports to Nadia.\n- Felix reports to Callum.\n- Sanne works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 1980.\n- Hana reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Deshawn works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Chiara reports to Callum.\n- Mei works for Vantage Air.\n- Ingrid reports to Yuki.\n- Tobias works for Fernhill Foods.\n- Vantage Air is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1981.\n- Hana reports to Ingrid.\n- Fernhill Foods is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Cork.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Chiara works for Ironwood Manufacturing.\n- Mei reports to Wren.\n- Lucia works for Atlas Freight.\n- Yuki reports to Viktor.\n- Ingrid works for Fernhill Foods.\n- Kenji reports to Deshawn.\n- Fernhill Foods was founded in 1978.\n- Lucia reports to Chiara.\n- Wren reports to Hana.\n- Viktor reports to Tobias.\n- Callum reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Callum works for Ironwood Manufacturing.\n- Vantage Air was founded in 2005.\n- Atlas Freight was founded in 1978.\n- Yuki works for Atlas Freight.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8830", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8831", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8832", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8833", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8834", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2847: employee Hana R., hired 03 February 2024, separated 20 November 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2847?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8835", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8836", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 45502 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "request_refund", "3": "change_address", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Beacon Insurance was founded in 1977.\n- Callum works for Northwind Systems.\n- Chiara reports to Leila.\n- Northwind Systems was founded in 2014.\n- Northwind Systems is headquartered in Oslo.\n- Pablo works for Northwind Systems.\n- Anders reports to Pablo.\n- Viktor works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Crescent Telecom was founded in 1989.\n- Elena reports to Anders.\n- Viktor reports to Elena.\n- Beacon Insurance is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2012.\n- Mara reports to Chiara.\n- Anders works for Ironwood Manufacturing.\n- Leila reports to Callum.\n- Chiara works for Northwind Systems.\n- Elena works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Callum reports to Viktor.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Priya reports to Emeka.\n- Hana reports to Leila.\n- Sofia reports to Anders.\n- Leila reports to Priya.\n- Sanne reports to Sofia.\n- Vantage Air is headquartered in Austin.\n- Sanne works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software is headquartered in Tallinn.\n- Emeka works for Fernhill Foods.\n- Jonas works for Vantage Air.\n- Cobalt Health is headquartered in Tallinn.\n- Anders works for Fernhill Foods.\n- Anders reports to Jonas.\n- Vantage Air was founded in 2014.\n- Hana works for Vantage Air.\n- Pinnacle Software was founded in 2012.\n- Priya works for Cobalt Health.\n- Jonas reports to Hana.\n- Sofia works for Vantage Air.\n- Cobalt Health was founded in 2014.\n- Fernhill Foods was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8839", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7318: employee Zoya A., hired 20 December 2020, separated 22 October 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7318 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$26,000", "2": "$5,700", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8840", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5948: employee Chiara M., hired 12 March 2022, separated 21 November 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-5948 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$1,700", "3": "$1,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8841", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8842", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7443: employee Sofia B., hired 26 January 2022, separated 30 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7443?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8843", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6143: employee Bruno A., hired 04 February 2023, separated 30 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6143?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8844", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8781: employee Callum T., hired 18 September 2022, separated 16 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8781?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8845", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Crescent Telecom is headquartered in Oslo.\n- Viktor works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Leila.\n- Emeka works for Helios Logistics.\n- Felix reports to Yuki.\n- Vantage Air is headquartered in Ghent.\n- Sofia works for Pinnacle Software.\n- Leila reports to Hana.\n- Sofia reports to Priya.\n- Emeka reports to Felix.\n- Crescent Telecom was founded in 2009.\n- Priya reports to Mateo.\n- Tessa reports to Viktor.\n- Yuki works for Pinnacle Software.\n- Priya works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Tessa works for Helios Logistics.\n- Hana reports to Emeka.\n- Helios Logistics was founded in 2007.\n- Yuki reports to Tessa.\n- Omar reports to Chiara.\n- Leila works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Pinnacle Software was founded in 1991.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor reports to Omar.\n- Vantage Air was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Aisha.\n- Cedar Retail Group is headquartered in Tallinn.\n- Lucia reports to Pablo.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Sanne.\n- Mateo works for Lattice Analytics.\n- Aisha works for Cedar Retail Group.\n- Nadia works for Northwind Systems.\n- Cedar Retail Group was founded in 1993.\n- Northwind Systems was founded in 2006.\n- Beacon Insurance is headquartered in Adelaide.\n- Felix reports to Mateo.\n- Beacon Insurance was founded in 2012.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Callum.\n- Pablo reports to Chiara.\n- Viktor reports to Lucia.\n- Lattice Analytics was founded in 1995.\n- Callum reports to Nadia.\n- Callum works for Beacon Insurance.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo reports to Viktor.\n- Pablo works for Beacon Insurance.\n- Felix works for Lattice Analytics.\n- Viktor works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8848", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5153: employee Bruno T., hired 13 August 2024, separated 03 May 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5153?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Elena.\n- Dmitri works for Summit Energy.\n- Elena reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Ravi works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Jonas works for Northwind Systems.\n- Dmitri reports to Sanne.\n- Elena works for Northwind Systems.\n- Chiara reports to Anders.\n- Beacon Insurance was founded in 1992.\n- Ravi reports to Yuki.\n- Sanne works for Beacon Insurance.\n- Bluepine Aviation was founded in 2006.\n- Summit Energy was founded in 1979.\n- Northwind Systems is headquartered in Tampere.\n- Felix reports to Chiara.\n- Anders reports to Jonas.\n- Jonas reports to Ravi.\n- Northwind Systems was founded in 1998.\n- Sanne reports to Felix.\n- Bluepine Aviation is headquartered in Turku.\n- Felix works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8850", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Zoya.\n- Omar works for Helios Logistics.\n- Hana reports to Dmitri.\n- Amara works for Pinnacle Software.\n- Viktor reports to Pablo.\n- Priya reports to Omar.\n- Meridian Bank is headquartered in Basel.\n- Pinnacle Software was founded in 2000.\n- Priya works for Vantage Air.\n- Pablo reports to Priya.\n- Aisha reports to Viktor.\n- Omar reports to Mei.\n- Mei reports to Hana.\n- Hana works for Vantage Air.\n- Sanne works for Helios Logistics.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Pablo works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Zoya works for Helios Logistics.\n- Dmitri works for Pinnacle Software.\n- Vantage Air was founded in 1976.\n- Meridian Bank was founded in 1986.\n- Sanne reports to Aisha.\n- Mei works for Vantage Air.\n- Pinnacle Software is headquartered in Tampere.\n- Helios Logistics was founded in 2004.\n- Nadia works for Vantage Air.\n- Zoya reports to Amara.\n- Dmitri reports to Nadia.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Dunedin.\n- Pinnacle Software was founded in 1997.\n- Amara reports to Hana.\n- Amara works for Pinnacle Software.\n- Dmitri reports to Yuki.\n- Dmitri works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1989.\n- Elena works for Pinnacle Software.\n- Lucia reports to Mei.\n- Stefan reports to Amara.\n- Stefan works for Ironwood Manufacturing.\n- Leila reports to Lucia.\n- Mateo works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Mei reports to Mateo.\n- Summit Energy was founded in 1977.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mei works for Pinnacle Software.\n- Atlas Freight was founded in 1996.\n- Hana reports to Leila.\n- Elena reports to Stefan.\n- Mateo reports to Dmitri.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Anders.\n- Cobalt Health was founded in 2008.\n- Anders reports to Priya.\n- Lattice Analytics is headquartered in Brno.\n- Priya reports to Mei.\n- Lattice Analytics was founded in 2001.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 2009.\n- Ingrid works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Mei works for Helios Logistics.\n- Ingrid reports to Deshawn.\n- Emeka reports to Mateo.\n- Anders works for Cobalt Health.\n- Mateo reports to Nadia.\n- Tobias works for Meridian Bank.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Mateo works for Cobalt Health.\n- Deshawn works for Meridian Bank.\n- Deshawn reports to Dmitri.\n- Cobalt Health is headquartered in Lyon.\n- Tobias reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Mei reports to Emeka.\n- Helios Logistics is headquartered in Lyon.\n- Dmitri works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8854", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8782: employee Hana K., hired 22 January 2023, separated 06 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8782?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8855", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1805: employee Anders M., hired 28 August 2024, separated 24 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1805?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Priya works for Bluepine Aviation.\n- Helios Logistics was founded in 1977.\n- Hana reports to Zoya.\n- Leila works for Meridian Bank.\n- Bluepine Aviation is headquartered in Turku.\n- Mei reports to Leila.\n- Leila reports to Yuki.\n- Yuki reports to Hana.\n- Mei works for Bluepine Aviation.\n- Ravi works for Vantage Air.\n- Yuki works for Helios Logistics.\n- Dmitri works for Meridian Bank.\n- Zoya reports to Dmitri.\n- Vantage Air is headquartered in Adelaide.\n- Meridian Bank was founded in 2000.\n- Hana works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Priya reports to Mei.\n- Vantage Air was founded in 2008.\n- Zoya works for Meridian Bank.\n- Helios Logistics is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1972", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8857", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8626: employee Pablo A., hired 02 January 2025, separated 02 August 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8626?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Lucia reports to Viktor.\n- Dmitri works for Cobalt Health.\n- Sanne works for Cedar Retail Group.\n- Viktor reports to Deshawn.\n- Cedar Retail Group was founded in 2003.\n- Helios Logistics was founded in 1990.\n- Emeka works for Cedar Retail Group.\n- Kenji reports to Nadia.\n- Viktor works for Fernhill Foods.\n- Kenji works for Helios Logistics.\n- Sanne reports to Elena.\n- Nadia works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Kenji.\n- Deshawn works for Cedar Retail Group.\n- Sofia works for Helios Logistics.\n- Elena works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Tessa reports to Sofia.\n- Nadia reports to Tessa.\n- Cobalt Health is headquartered in Oslo.\n- Sofia reports to Sanne.\n- Cobalt Health was founded in 2008.\n- Cedar Retail Group is headquartered in Lyon.\n- Fernhill Foods was founded in 2008.\n- Stefan reports to Lucia.\n- Fernhill Foods is headquartered in Ghent.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa works for Cedar Retail Group.\n- Emeka reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Omar.\n- Helios Logistics is headquartered in Halifax.\n- Wren reports to Leila.\n- Kenji reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Wren works for Meridian Bank.\n- Omar reports to Elena.\n- Helios Logistics was founded in 2004.\n- Dmitri reports to Wren.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Mara.\n- Bruno works for Meridian Bank.\n- Fernhill Foods is headquartered in Lyon.\n- Meridian Bank was founded in 1992.\n- Elena works for Cobalt Health.\n- Elena reports to Ingrid.\n- Cobalt Health was founded in 1979.\n- Leila works for Fernhill Foods.\n- Jonas reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Mara works for Helios Logistics.\n- Mara reports to Bruno.\n- Omar works for Helios Logistics.\n- Cobalt Health is headquartered in Ghent.\n- Fernhill Foods was founded in 1994.\n- Meridian Bank is headquartered in Lyon.\n- Ingrid works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8860", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1127: employee Deshawn A., hired 31 January 2023, separated 20 August 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2025-1127 under the controlling rules.", "criteria": {"0": "$3,250", "1": "$5,000", "2": "$7,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8861", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 71962 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Aisha.\n- Crescent Telecom was founded in 2010.\n- Sofia reports to Nadia.\n- Dmitri works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Porto.\n- Callum works for Atlas Freight.\n- Leila reports to Dmitri.\n- Aisha works for Fernhill Foods.\n- Atlas Freight was founded in 2014.\n- Fernhill Foods is headquartered in Porto.\n- Wren works for Fernhill Foods.\n- Callum reports to Sofia.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Mateo works for Bluepine Aviation.\n- Wren reports to Leila.\n- Fernhill Foods was founded in 2012.\n- Bluepine Aviation was founded in 1977.\n- Nadia reports to Wren.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mateo reports to Callum.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Mateo reports to Pablo.\n- Leila works for Summit Energy.\n- Zoya works for Bluepine Aviation.\n- Yuki reports to Wren.\n- Fernhill Foods is headquartered in Porto.\n- Leila reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Mei reports to Deshawn.\n- Deshawn reports to Leila.\n- Mei works for Northwind Systems.\n- Bluepine Aviation is headquartered in Turku.\n- Northwind Systems was founded in 2005.\n- Pablo works for Fernhill Foods.\n- Deshawn works for Northwind Systems.\n- Mateo works for Summit Energy.\n- Wren reports to Aisha.\n- Yuki works for Bluepine Aviation.\n- Summit Energy was founded in 1986.\n- Pablo reports to Sofia.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1979.\n- Aisha works for Fernhill Foods.\n- Sofia reports to Yuki.\n- Northwind Systems is headquartered in Porto.\n- Aisha reports to Mei.\n- Sofia works for Fernhill Foods.\n- Emeka reports to Zoya.\n- Fernhill Foods was founded in 2011.\n- Ingrid reports to Emeka.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8864", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8865", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8866", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5993: employee Yuki A., hired 30 January 2024, separated 29 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5993?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8867", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8868", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8869", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Hana.\n- Hana works for Meridian Bank.\n- Aisha works for Summit Energy.\n- Stefan reports to Viktor.\n- Wren reports to Mara.\n- Priya works for Summit Energy.\n- Zoya works for Helios Logistics.\n- Summit Energy was founded in 2007.\n- Helios Logistics is headquartered in Lyon.\n- Aisha reports to Priya.\n- Sanne works for Meridian Bank.\n- Summit Energy is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Hana reports to Zoya.\n- Cedar Retail Group was founded in 1976.\n- Priya reports to Wren.\n- Viktor works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Wren works for Meridian Bank.\n- Helios Logistics was founded in 1993.\n- Ingrid reports to Felix.\n- Cedar Retail Group is headquartered in Brno.\n- Mara works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Felix works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Viktor reports to Sanne.\n- Mei works for Meridian Bank.\n- Sanne reports to Mei.\n- Mei reports to Ingrid.\n- Meridian Bank was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Tessa.\n- Omar reports to Lucia.\n- Ravi works for Crescent Telecom.\n- Fernhill Foods was founded in 1982.\n- Chiara works for Crescent Telecom.\n- Tessa works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Vantage Air was founded in 1987.\n- Vantage Air is headquartered in Bergen.\n- Tessa reports to Omar.\n- Chiara reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Deshawn reports to Mei.\n- Pinnacle Software was founded in 2005.\n- Fernhill Foods is headquartered in Valencia.\n- Crescent Telecom is headquartered in Valencia.\n- Lucia reports to Chiara.\n- Crescent Telecom was founded in 1997.\n- Ravi reports to Deshawn.\n- Mei works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8872", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8873", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1988.\n- Pinnacle Software is headquartered in Dunedin.\n- Zoya works for Cobalt Health.\n- Zoya reports to Mateo.\n- Bruno works for Helios Logistics.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara works for Atlas Freight.\n- Emeka reports to Priya.\n- Helios Logistics is headquartered in Austin.\n- Bruno reports to Emeka.\n- Priya works for Atlas Freight.\n- Cobalt Health was founded in 1989.\n- Mateo reports to Chiara.\n- Deshawn works for Pinnacle Software.\n- Helios Logistics was founded in 2015.\n- Cobalt Health is headquartered in Dunedin.\n- Felix reports to Bruno.\n- Felix works for Cobalt Health.\n- Emeka works for Pinnacle Software.\n- Deshawn reports to Zoya.\n- Mateo works for Pinnacle Software.\n- Chiara reports to Felix.\n- Atlas Freight was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8875", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8876", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8877", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8878", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8879", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8880", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Jonas.\n- Tobias works for Bluepine Aviation.\n- Ingrid reports to Chiara.\n- Chiara works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Jonas works for Fernhill Foods.\n- Tessa reports to Mara.\n- Felix works for Cobalt Health.\n- Jonas reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Elena reports to Tessa.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1995.\n- Cobalt Health was founded in 1993.\n- Kenji reports to Tobias.\n- Chiara reports to Amara.\n- Cobalt Health is headquartered in Oslo.\n- Tobias reports to Felix.\n- Tessa works for Ironwood Manufacturing.\n- Amara reports to Dmitri.\n- Leila works for Fernhill Foods.\n- Mara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Oslo.\n- Elena works for Ironwood Manufacturing.\n- Dmitri reports to Elena.\n- Fernhill Foods was founded in 1989.\n- Dmitri works for Ironwood Manufacturing.\n- Felix reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Amara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8882", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 6870\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Nadia.\n- Cedar Retail Group is headquartered in Brno.\n- Leila works for Summit Energy.\n- Amara works for Vantage Air.\n- Wren works for Cedar Retail Group.\n- Summit Energy is headquartered in Bergen.\n- Sanne reports to Sofia.\n- Tobias works for Cedar Retail Group.\n- Leila reports to Felix.\n- Priya works for Summit Energy.\n- Jonas reports to Sanne.\n- Pinnacle Software was founded in 2000.\n- Sofia reports to Leila.\n- Vantage Air is headquartered in Brno.\n- Felix works for Summit Energy.\n- Sofia works for Cedar Retail Group.\n- Vantage Air was founded in 1989.\n- Felix reports to Ravi.\n- Nadia works for Pinnacle Software.\n- Priya reports to Jonas.\n- Pinnacle Software is headquartered in Brno.\n- Sanne works for Pinnacle Software.\n- Summit Energy was founded in 1988.\n- Jonas works for Vantage Air.\n- Nadia reports to Lucia.\n- Cedar Retail Group was founded in 1999.\n- Ravi reports to Amara.\n- Amara reports to Tobias.\n- Lucia works for Vantage Air.\n- Ravi works for Pinnacle Software.\n- Wren reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8884", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8885", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8886", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5035: employee Tobias R., hired 13 November 2022, separated 30 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5035?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8887", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8888", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-8889", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8890", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Lucia works for Summit Energy.\n- Wren reports to Viktor.\n- Tessa reports to Amara.\n- Beacon Insurance is headquartered in Turku.\n- Lucia reports to Sanne.\n- Wren works for Pinnacle Software.\n- Emeka reports to Elena.\n- Beacon Insurance was founded in 2014.\n- Atlas Freight was founded in 2001.\n- Summit Energy was founded in 1976.\n- Pinnacle Software was founded in 1983.\n- Emeka works for Beacon Insurance.\n- Amara reports to Wren.\n- Pinnacle Software is headquartered in Tallinn.\n- Sanne works for Beacon Insurance.\n- Summit Energy is headquartered in Lyon.\n- Viktor reports to Lucia.\n- Tessa works for Summit Energy.\n- Elena works for Pinnacle Software.\n- Elena reports to Tessa.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8892", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8893", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8894", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8895", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5789: employee Pablo T., hired 01 February 2023, separated 07 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5789?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1992.\n- Emeka works for Meridian Bank.\n- Mateo reports to Kenji.\n- Nadia reports to Anders.\n- Crescent Telecom is headquartered in Basel.\n- Leila works for Meridian Bank.\n- Crescent Telecom was founded in 1975.\n- Anders works for Crescent Telecom.\n- Tobias reports to Leila.\n- Lattice Analytics was founded in 2013.\n- Tobias works for Ironwood Manufacturing.\n- Omar reports to Priya.\n- Dmitri reports to Zoya.\n- Meridian Bank was founded in 2012.\n- Lattice Analytics is headquartered in Dunedin.\n- Anders reports to Mateo.\n- Zoya reports to Emeka.\n- Meridian Bank is headquartered in Lyon.\n- Priya works for Ironwood Manufacturing.\n- Hana works for Crescent Telecom.\n- Kenji reports to Hana.\n- Priya reports to Dmitri.\n- Zoya works for Lattice Analytics.\n- Leila reports to Nadia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mateo works for Meridian Bank.\n- Hana reports to Omar.\n- Dmitri works for Crescent Telecom.\n- Kenji works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Jonas works for Pinnacle Software.\n- Leila reports to Tobias.\n- Deshawn reports to Ingrid.\n- Cedar Retail Group is headquartered in Valencia.\n- Leila works for Cedar Retail Group.\n- Mateo works for Pinnacle Software.\n- Fernhill Foods was founded in 1979.\n- Viktor reports to Pablo.\n- Viktor works for Beacon Insurance.\n- Ingrid reports to Jonas.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Mara works for Pinnacle Software.\n- Sofia reports to Deshawn.\n- Ingrid works for Fernhill Foods.\n- Mara reports to Sofia.\n- Beacon Insurance was founded in 2003.\n- Jonas reports to Viktor.\n- Deshawn works for Pinnacle Software.\n- Tobias works for Fernhill Foods.\n- Beacon Insurance is headquartered in Oslo.\n- Tobias reports to Mara.\n- Pablo reports to Mateo.\n- Pablo works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Cedar Retail Group was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8898", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8899", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8900", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 86854 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "report_damage", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1992.\n- Dmitri reports to Wren.\n- Chiara works for Lattice Analytics.\n- Atlas Freight was founded in 2011.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Aisha works for Atlas Freight.\n- Lattice Analytics is headquartered in Oslo.\n- Aisha reports to Tobias.\n- Bruno works for Lattice Analytics.\n- Beacon Insurance is headquartered in Brno.\n- Viktor works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Mei reports to Aisha.\n- Kenji reports to Viktor.\n- Mei works for Cobalt Health.\n- Viktor reports to Bruno.\n- Tobias works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Mateo reports to Callum.\n- Atlas Freight is headquartered in Lyon.\n- Dmitri works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Tobias reports to Dmitri.\n- Bruno reports to Chiara.\n- Callum reports to Kenji.\n- Beacon Insurance was founded in 1991.\n- Callum works for Lattice Analytics.\n- Chiara reports to Felix.\n- Wren reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8902", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7854: employee Emeka T., hired 15 November 2021, separated 09 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7854?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Nadia.\n- Leila reports to Sofia.\n- Leila works for Vantage Air.\n- Beacon Insurance was founded in 2000.\n- Northwind Systems was founded in 2000.\n- Beacon Insurance is headquartered in Brno.\n- Northwind Systems is headquartered in Brno.\n- Felix works for Atlas Freight.\n- Vantage Air is headquartered in Brno.\n- Sanne works for Beacon Insurance.\n- Felix reports to Sanne.\n- Nadia works for Vantage Air.\n- Hana works for Vantage Air.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Atlas Freight was founded in 1994.\n- Sanne reports to Wren.\n- Deshawn works for Northwind Systems.\n- Wren reports to Deshawn.\n- Sofia reports to Hana.\n- Sofia works for Beacon Insurance.\n- Deshawn reports to Leila.\n- Atlas Freight is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Sofia reports to Ravi.\n- Ravi reports to Emeka.\n- Emeka reports to Sanne.\n- Atlas Freight was founded in 2006.\n- Pinnacle Software was founded in 2011.\n- Sanne works for Beacon Insurance.\n- Pinnacle Software is headquartered in Nagoya.\n- Sofia works for Beacon Insurance.\n- Felix works for Lattice Analytics.\n- Sanne reports to Felix.\n- Hana reports to Kenji.\n- Jonas reports to Sofia.\n- Emeka works for Atlas Freight.\n- Felix reports to Hana.\n- Lattice Analytics was founded in 1996.\n- Beacon Insurance is headquartered in Tampere.\n- Atlas Freight is headquartered in Austin.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.\n- Jonas works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8905", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6512: employee Sofia B., hired 27 May 2022, separated 15 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6512?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Northwind Systems was founded in 1987.\n- Yuki works for Beacon Insurance.\n- Ingrid reports to Sanne.\n- Jonas reports to Omar.\n- Jonas works for Fernhill Foods.\n- Sanne works for Pinnacle Software.\n- Bruno reports to Ingrid.\n- Emeka reports to Jonas.\n- Northwind Systems is headquartered in Adelaide.\n- Elena works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.\n- Elena reports to Bruno.\n- Pinnacle Software is headquartered in Leeds.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1984.\n- Ingrid works for Northwind Systems.\n- Yuki reports to Emeka.\n- Beacon Insurance was founded in 1982.\n- Fernhill Foods is headquartered in Austin.\n- Sanne reports to Yuki.\n- Pinnacle Software was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8907", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Leeds.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki reports to Wren.\n- Jonas reports to Lucia.\n- Fernhill Foods was founded in 2009.\n- Lucia reports to Yuki.\n- Cobalt Health was founded in 2011.\n- Lucia works for Cobalt Health.\n- Wren reports to Tobias.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Tobias works for Vantage Air.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Jonas.\n- Tobias reports to Sanne.\n- Summit Energy was founded in 2015.\n- Sanne works for Summit Energy.\n- Sanne reports to Pablo.\n- Wren works for Fernhill Foods.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2014", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mateo.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Meridian Bank was founded in 1997.\n- Leila reports to Hana.\n- Meridian Bank is headquartered in Malmo.\n- Mateo reports to Mara.\n- Anders reports to Elena.\n- Elena reports to Yuki.\n- Nadia reports to Amara.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Anders works for Northwind Systems.\n- Elena works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Zoya works for Lattice Analytics.\n- Amara reports to Anders.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Lattice Analytics is headquartered in Basel.\n- Yuki reports to Callum.\n- Mara reports to Nadia.\n- Ironwood Manufacturing was founded in 2010.\n- Mateo works for Ironwood Manufacturing.\n- Hana reports to Bruno.\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 1980.\n- Leila works for Meridian Bank.\n- Zoya reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Amara.\n- Tessa works for Helios Logistics.\n- Cobalt Health is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar reports to Mei.\n- Omar works for Cobalt Health.\n- Jonas reports to Omar.\n- Wren works for Helios Logistics.\n- Cedar Retail Group was founded in 1978.\n- Zoya reports to Tessa.\n- Amara works for Helios Logistics.\n- Cedar Retail Group is headquartered in Ghent.\n- Jonas works for Cobalt Health.\n- Helios Logistics was founded in 1977.\n- Amara reports to Wren.\n- Mei works for Cedar Retail Group.\n- Cobalt Health was founded in 1991.\n- Helios Logistics is headquartered in Tallinn.\n- Tessa reports to Priya.\n- Wren reports to Jonas.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8911", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3912: employee Pablo M., hired 17 September 2021, separated 18 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3912?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Northwind Systems is headquartered in Halifax.\n- Yuki works for Cobalt Health.\n- Chiara works for Meridian Bank.\n- Leila reports to Yuki.\n- Wren reports to Amara.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Hana.\n- Cobalt Health was founded in 1981.\n- Lucia reports to Dmitri.\n- Lattice Analytics is headquartered in Basel.\n- Jonas reports to Wren.\n- Yuki reports to Nadia.\n- Amara reports to Sofia.\n- Meridian Bank was founded in 1980.\n- Nadia works for Lattice Analytics.\n- Amara works for Cobalt Health.\n- Sofia reports to Chiara.\n- Sofia works for Meridian Bank.\n- Lattice Analytics was founded in 2006.\n- Hana reports to Jonas.\n- Bruno reports to Leila.\n- Cobalt Health is headquartered in Halifax.\n- Hana works for Cobalt Health.\n- Meridian Bank is headquartered in Halifax.\n- Chiara reports to Bruno.\n- Northwind Systems was founded in 2003.\n- Jonas works for Meridian Bank.\n- Bruno works for Lattice Analytics.\n- Wren works for Meridian Bank.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8913", "family": "intent_v3", "state": "Incoming support message:\n\"Order 77372 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Malmo.\n- Zoya reports to Lucia.\n- Felix reports to Wren.\n- Wren works for Summit Energy.\n- Wren reports to Anders.\n- Mei works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Amara reports to Mei.\n- Beacon Insurance was founded in 2013.\n- Anders reports to Amara.\n- Atlas Freight is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1979.\n- Beacon Insurance is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Basel.\n- Lucia works for Ironwood Manufacturing.\n- Deshawn reports to Felix.\n- Anders works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 2009.\n- Mei reports to Zoya.\n- Atlas Freight was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Malmo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Anders.\n- Lucia works for Northwind Systems.\n- Anders works for Lattice Analytics.\n- Northwind Systems is headquartered in Bergen.\n- Mateo works for Vantage Air.\n- Nadia works for Vantage Air.\n- Tobias reports to Nadia.\n- Lattice Analytics is headquartered in Oslo.\n- Northwind Systems was founded in 2014.\n- Vantage Air is headquartered in Bergen.\n- Sofia works for Vantage Air.\n- Fernhill Foods was founded in 1981.\n- Nadia reports to Felix.\n- Felix reports to Mateo.\n- Callum works for Fernhill Foods.\n- Tobias works for Lattice Analytics.\n- Felix works for Northwind Systems.\n- Jonas works for Lattice Analytics.\n- Lucia reports to Jonas.\n- Mateo reports to Aisha.\n- Vantage Air was founded in 1982.\n- Anders reports to Sofia.\n- Fernhill Foods is headquartered in Basel.\n- Aisha works for Vantage Air.\n- Callum reports to Lucia.\n- Sofia reports to Tobias.\n- Lattice Analytics was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8916", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8917", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1287: employee Jonas A., hired 19 November 2022, separated 27 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1287?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8918", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6861: employee Dmitri R., hired 18 June 2021, separated 08 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6861?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8919", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8920", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5362: employee Hana S., hired 16 August 2023, separated 27 June 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-5362 under the controlling rules.", "criteria": {"0": "$16,683", "1": "$3,938", "2": "$1,850", "3": "$3,850"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-8921", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8922", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8923", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2014.\n- Mei reports to Sanne.\n- Zoya reports to Emeka.\n- Mara works for Beacon Insurance.\n- Lattice Analytics was founded in 1987.\n- Omar reports to Zoya.\n- Beacon Insurance is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Zoya works for Lattice Analytics.\n- Beacon Insurance was founded in 2005.\n- Tessa works for Beacon Insurance.\n- Sanne works for Lattice Analytics.\n- Omar works for Vantage Air.\n- Sanne reports to Mara.\n- Lattice Analytics is headquartered in Lyon.\n- Vantage Air was founded in 1992.\n- Pablo reports to Tessa.\n- Mei works for Beacon Insurance.\n- Pablo works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Tessa reports to Mei.\n- Mara reports to Omar.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Hana reports to Mei.\n- Crescent Telecom is headquartered in Brno.\n- Bruno reports to Felix.\n- Atlas Freight is headquartered in Ghent.\n- Felix works for Crescent Telecom.\n- Aisha works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2004.\n- Ironwood Manufacturing was founded in 1986.\n- Fernhill Foods is headquartered in Adelaide.\n- Tessa reports to Hana.\n- Callum reports to Aisha.\n- Callum works for Fernhill Foods.\n- Fernhill Foods was founded in 2005.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1987.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bruno works for Atlas Freight.\n- Dmitri reports to Priya.\n- Mei reports to Tobias.\n- Hana works for Ironwood Manufacturing.\n- Mei works for Fernhill Foods.\n- Felix reports to Callum.\n- Aisha reports to Dmitri.\n- Priya reports to Tessa.\n- Priya works for Crescent Telecom.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8926", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7023: employee Sofia K., hired 05 June 2020, separated 07 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7023?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8927", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8928", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Lucia works for Lattice Analytics.\n- Sanne reports to Omar.\n- Tobias reports to Chiara.\n- Bluepine Aviation is headquartered in Ghent.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Tobias works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Omar reports to Kenji.\n- Chiara works for Bluepine Aviation.\n- Lucia reports to Nadia.\n- Mara reports to Lucia.\n- Bluepine Aviation was founded in 2006.\n- Sanne works for Bluepine Aviation.\n- Chiara reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Lattice Analytics was founded in 2010.\n- Cedar Retail Group is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tampere.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8930", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 87296\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Lucia.\n- Meridian Bank was founded in 1999.\n- Yuki reports to Tobias.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Summit Energy was founded in 1986.\n- Vantage Air is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Pablo reports to Leila.\n- Mei works for Vantage Air.\n- Tobias reports to Jonas.\n- Vantage Air was founded in 1984.\n- Jonas reports to Pablo.\n- Lucia reports to Yuki.\n- Leila works for Summit Energy.\n- Lattice Analytics was founded in 1988.\n- Lucia works for Meridian Bank.\n- Leila reports to Mei.\n- Pablo works for Vantage Air.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8932", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8933", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8934", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3718: employee Deshawn B., hired 08 December 2021, separated 01 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3718?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-8935", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1050: employee Zoya R., hired 04 April 2021, separated 30 March 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1050?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8936", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8937", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Priya works for Lattice Analytics.\n- Lattice Analytics was founded in 2004.\n- Summit Energy was founded in 1979.\n- Hana works for Summit Energy.\n- Mateo reports to Dmitri.\n- Hana reports to Ingrid.\n- Viktor reports to Priya.\n- Dmitri works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Callum reports to Hana.\n- Atlas Freight was founded in 1999.\n- Dmitri reports to Callum.\n- Atlas Freight is headquartered in Bergen.\n- Priya reports to Mateo.\n- Viktor works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing was founded in 1981.\n- Mateo works for Summit Energy.\n- Callum works for Ironwood Manufacturing.\n- Stefan works for Summit Energy.\n- Lattice Analytics is headquartered in Cork.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Lyon.\n- Tobias works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Austin.\n- Meridian Bank was founded in 1980.\n- Priya works for Pinnacle Software.\n- Tobias reports to Sanne.\n- Hana reports to Amara.\n- Amara works for Pinnacle Software.\n- Amara reports to Bruno.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Priya reports to Tobias.\n- Meridian Bank is headquartered in Austin.\n- Elena reports to Omar.\n- Ingrid reports to Mei.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Callum.\n- Mei works for Cedar Retail Group.\n- Omar works for Meridian Bank.\n- Cedar Retail Group was founded in 2014.\n- Omar reports to Nadia.\n- Nadia reports to Ingrid.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.\n- Nadia works for Meridian Bank.\n- Pinnacle Software was founded in 2011.\n- Bruno reports to Priya.\n- Hana works for Cedar Retail Group.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-8940", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tobias.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Emeka works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Basel.\n- Mateo works for Beacon Insurance.\n- Pinnacle Software is headquartered in Tampere.\n- Priya reports to Jonas.\n- Fernhill Foods was founded in 1975.\n- Ironwood Manufacturing is headquartered in Basel.\n- Emeka reports to Mateo.\n- Priya works for Beacon Insurance.\n- Deshawn reports to Amara.\n- Mei reports to Wren.\n- Aisha works for Beacon Insurance.\n- Wren works for Fernhill Foods.\n- Pinnacle Software was founded in 2007.\n- Jonas works for Pinnacle Software.\n- Amara reports to Stefan.\n- Mei works for Beacon Insurance.\n- Jonas reports to Mei.\n- Beacon Insurance was founded in 2005.\n- Fernhill Foods is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Mateo reports to Deshawn.\n- Wren reports to Aisha.\n- Tobias works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Tobias reports to Emeka.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8942", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5398: employee Zoya R., hired 17 September 2022, separated 03 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5398?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8943", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8884: employee Leila K., hired 20 October 2022, separated 01 September 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-8884 under the controlling rules.", "criteria": {"0": "$8,700", "1": "$8,600", "2": "$6,600", "3": "$37,267"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Dmitri reports to Sofia.\n- Ravi reports to Dmitri.\n- Amara reports to Stefan.\n- Northwind Systems is headquartered in Dunedin.\n- Elena works for Vantage Air.\n- Northwind Systems was founded in 2010.\n- Sofia works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Lucia reports to Callum.\n- Vantage Air was founded in 1985.\n- Zoya reports to Lucia.\n- Bruno works for Crescent Telecom.\n- Dmitri works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Bruno reports to Amara.\n- Elena reports to Ravi.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1984.\n- Stefan reports to Zoya.\n- Helios Logistics was founded in 1983.\n- Stefan works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Crescent Telecom is headquartered in Dunedin.\n- Zoya works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8945", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Summit Energy was founded in 1996.\n- Ravi reports to Felix.\n- Lattice Analytics is headquartered in Leeds.\n- Atlas Freight was founded in 1984.\n- Ingrid reports to Ravi.\n- Viktor works for Lattice Analytics.\n- Felix reports to Tobias.\n- Zoya works for Summit Energy.\n- Lattice Analytics was founded in 1984.\n- Sofia reports to Ingrid.\n- Ravi works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health is headquartered in Leeds.\n- Ingrid works for Lattice Analytics.\n- Anders reports to Sofia.\n- Felix works for Summit Energy.\n- Tobias reports to Zoya.\n- Cobalt Health was founded in 1993.\n- Tobias works for Cobalt Health.\n- Zoya reports to Viktor.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Callum.\n- Elena reports to Priya.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Northwind Systems is headquartered in Tampere.\n- Priya reports to Lucia.\n- Summit Energy is headquartered in Bergen.\n- Amara reports to Omar.\n- Pinnacle Software was founded in 1999.\n- Mateo works for Northwind Systems.\n- Leila reports to Amara.\n- Pinnacle Software is headquartered in Austin.\n- Elena works for Summit Energy.\n- Northwind Systems was founded in 2005.\n- Leila works for Summit Energy.\n- Priya works for Crescent Telecom.\n- Amara works for Northwind Systems.\n- Callum reports to Elena.\n- Summit Energy was founded in 1983.\n- Omar works for Crescent Telecom.\n- Mateo reports to Leila.\n- Callum works for Pinnacle Software.\n- Crescent Telecom was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Dunedin.\n- Northwind Systems is headquartered in Dunedin.\n- Jonas reports to Kenji.\n- Pablo works for Fernhill Foods.\n- Amara works for Vantage Air.\n- Kenji works for Vantage Air.\n- Callum reports to Dmitri.\n- Aisha works for Ironwood Manufacturing.\n- Mei reports to Pablo.\n- Pablo reports to Amara.\n- Ravi works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Northwind Systems was founded in 2014.\n- Ironwood Manufacturing was founded in 1976.\n- Fernhill Foods was founded in 1980.\n- Kenji reports to Callum.\n- Jonas works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Deshawn reports to Aisha.\n- Fernhill Foods is headquartered in Turku.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha reports to Ravi.\n- Ravi reports to Mei.\n- Dmitri works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Dmitri reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 1987.\n- Viktor reports to Ingrid.\n- Beacon Insurance was founded in 1981.\n- Beacon Insurance is headquartered in Oslo.\n- Jonas reports to Anders.\n- Emeka works for Atlas Freight.\n- Ingrid works for Fernhill Foods.\n- Sanne reports to Viktor.\n- Anders works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Amara reports to Jonas.\n- Viktor works for Atlas Freight.\n- Summit Energy is headquartered in Cork.\n- Sanne works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Emeka reports to Amara.\n- Mara works for Beacon Insurance.\n- Atlas Freight was founded in 1991.\n- Yuki works for Beacon Insurance.\n- Yuki reports to Felix.\n- Atlas Freight is headquartered in Oslo.\n- Mara reports to Emeka.\n- Summit Energy was founded in 2015.\n- Felix reports to Mara.\n- Felix works for Atlas Freight.\n- Ingrid reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8950", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7754: employee Yuki R., hired 06 September 2020, separated 11 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7754?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Summit Energy.\n- Viktor reports to Yuki.\n- Beacon Insurance was founded in 2000.\n- Mara works for Cobalt Health.\n- Mateo reports to Priya.\n- Mateo works for Summit Energy.\n- Kenji works for Summit Energy.\n- Cobalt Health is headquartered in Malmo.\n- Leila reports to Mateo.\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Yuki works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Ingrid works for Summit Energy.\n- Anders reports to Kenji.\n- Ingrid reports to Felix.\n- Pinnacle Software is headquartered in Porto.\n- Summit Energy was founded in 1985.\n- Kenji reports to Mei.\n- Mara reports to Ingrid.\n- Felix reports to Leila.\n- Summit Energy is headquartered in Malmo.\n- Anders works for Cobalt Health.\n- Mei reports to Mara.\n- Pinnacle Software was founded in 1992.\n- Beacon Insurance is headquartered in Oslo.\n- Felix works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Yuki reports to Anders.\n- Tessa reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Yuki reports to Priya.\n- Yuki works for Cedar Retail Group.\n- Priya reports to Tobias.\n- Northwind Systems was founded in 1997.\n- Leila reports to Deshawn.\n- Felix reports to Leila.\n- Amara works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Cedar Retail Group was founded in 2001.\n- Deshawn works for Vantage Air.\n- Northwind Systems is headquartered in Brno.\n- Felix works for Atlas Freight.\n- Deshawn reports to Emeka.\n- Amara reports to Felix.\n- Vantage Air was founded in 1984.\n- Emeka reports to Yuki.\n- Elena reports to Bruno.\n- Atlas Freight was founded in 1986.\n- Leila works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Brno.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Tobias works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8953", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9335: employee Bruno B., hired 25 November 2021, separated 05 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9335?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Chiara reports to Stefan.\n- Yuki reports to Mateo.\n- Yuki works for Northwind Systems.\n- Callum reports to Viktor.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tampere.\n- Bruno reports to Callum.\n- Meridian Bank was founded in 2002.\n- Chiara works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1981.\n- Meridian Bank is headquartered in Tampere.\n- Hana works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan reports to Hana.\n- Hana reports to Yuki.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2012.\n- Mateo reports to Bruno.\n- Viktor works for Cedar Retail Group.\n- Northwind Systems is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1997.\n- Northwind Systems was founded in 2008.\n- Beacon Insurance was founded in 1975.\n- Ravi works for Northwind Systems.\n- Stefan works for Lattice Analytics.\n- Crescent Telecom is headquartered in Basel.\n- Ravi reports to Stefan.\n- Omar reports to Leila.\n- Lattice Analytics is headquartered in Nagoya.\n- Callum works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Chiara works for Crescent Telecom.\n- Omar works for Northwind Systems.\n- Leila works for Beacon Insurance.\n- Yuki reports to Omar.\n- Yuki works for Crescent Telecom.\n- Chiara reports to Yuki.\n- Lattice Analytics was founded in 2005.\n- Callum reports to Chiara.\n- Stefan reports to Sofia.\n- Northwind Systems is headquartered in Austin.\n- Sofia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Vantage Air was founded in 2006.\n- Tobias reports to Elena.\n- Vantage Air is headquartered in Cork.\n- Kenji reports to Jonas.\n- Ingrid works for Crescent Telecom.\n- Elena reports to Deshawn.\n- Wren reports to Kenji.\n- Helios Logistics was founded in 1982.\n- Bluepine Aviation is headquartered in Dunedin.\n- Stefan reports to Ingrid.\n- Viktor works for Vantage Air.\n- Jonas reports to Tobias.\n- Crescent Telecom is headquartered in Tallinn.\n- Helios Logistics is headquartered in Cork.\n- Jonas works for Vantage Air.\n- Viktor reports to Nadia.\n- Bluepine Aviation was founded in 1994.\n- Stefan works for Helios Logistics.\n- Elena works for Vantage Air.\n- Tobias works for Crescent Telecom.\n- Ingrid reports to Viktor.\n- Wren works for Helios Logistics.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Nadia works for Bluepine Aviation.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Yuki.\n- Yuki reports to Emeka.\n- Callum reports to Anders.\n- Anders reports to Amara.\n- Callum works for Meridian Bank.\n- Vantage Air was founded in 1980.\n- Vantage Air is headquartered in Tampere.\n- Emeka reports to Callum.\n- Meridian Bank was founded in 2014.\n- Lattice Analytics is headquartered in Nagoya.\n- Lucia works for Vantage Air.\n- Summit Energy was founded in 1985.\n- Yuki works for Lattice Analytics.\n- Amara reports to Deshawn.\n- Summit Energy is headquartered in Tampere.\n- Lattice Analytics was founded in 2002.\n- Anders works for Meridian Bank.\n- Amara works for Vantage Air.\n- Meridian Bank is headquartered in Leeds.\n- Deshawn works for Summit Energy.\n- Stefan works for Summit Energy.\n- Deshawn reports to Stefan.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8958", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8959", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Mei reports to Lucia.\n- Pinnacle Software was founded in 1986.\n- Atlas Freight was founded in 2010.\n- Meridian Bank was founded in 1982.\n- Tobias reports to Mei.\n- Atlas Freight is headquartered in Lyon.\n- Wren works for Northwind Systems.\n- Dmitri reports to Bruno.\n- Sanne reports to Callum.\n- Omar reports to Felix.\n- Sanne works for Pinnacle Software.\n- Felix reports to Wren.\n- Lucia reports to Viktor.\n- Stefan reports to Omar.\n- Viktor reports to Stefan.\n- Omar works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Callum reports to Dmitri.\n- Northwind Systems was founded in 2013.\n- Meridian Bank is headquartered in Leeds.\n- Northwind Systems is headquartered in Basel.\n- Viktor works for Northwind Systems.\n- Pinnacle Software is headquartered in Leeds.\n- Stefan works for Meridian Bank.\n- Bruno works for Pinnacle Software.\n- Lucia works for Meridian Bank.\n- Felix works for Northwind Systems.\n- Wren reports to Sanne.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-8961", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8962", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8967: employee Jonas B., hired 26 January 2022, separated 27 May 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-8967 under the controlling rules.", "criteria": {"0": "$4,950", "1": "$25,783", "2": "$5,950", "3": "$6,037"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8963", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8964", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2496: employee Viktor T., hired 04 October 2021, separated 12 January 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2496?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-8965", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Sofia.\n- Anders works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Bluepine Aviation was founded in 1993.\n- Cobalt Health is headquartered in Cork.\n- Viktor reports to Anders.\n- Ingrid reports to Priya.\n- Priya reports to Mei.\n- Sofia works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Malmo.\n- Dmitri works for Crescent Telecom.\n- Sofia reports to Ingrid.\n- Ravi works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Priya works for Cobalt Health.\n- Beacon Insurance was founded in 2012.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Mei reports to Viktor.\n- Crescent Telecom is headquartered in Cork.\n- Beacon Insurance is headquartered in Adelaide.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1990.\n- Pablo reports to Ravi.\n- Anders reports to Pablo.\n- Dmitri reports to Kenji.\n- Ingrid works for Beacon Insurance.\n- Ravi reports to Tessa.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2015", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8967", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7434: employee Kenji B., hired 10 August 2021, separated 04 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7434?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 2006.\n- Ravi reports to Amara.\n- Beacon Insurance was founded in 1984.\n- Aisha works for Crescent Telecom.\n- Felix reports to Ravi.\n- Amara works for Crescent Telecom.\n- Aisha reports to Felix.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom was founded in 2002.\n- Crescent Telecom is headquartered in Turku.\n- Felix works for Crescent Telecom.\n- Tobias reports to Stefan.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 2013.\n- Anders reports to Aisha.\n- Fernhill Foods is headquartered in Turku.\n- Anders works for Summit Energy.\n- Ravi works for Crescent Telecom.\n- Summit Energy is headquartered in Porto.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Anders.\n- Amara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8969", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 March 2023): For employees hired on or after 13 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4477: employee Sofia B., hired 22 October 2020, separated 13 February 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4477?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8970", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-8971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mara.\n- Cobalt Health is headquartered in Cork.\n- Pablo works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Crescent Telecom was founded in 1981.\n- Mara reports to Emeka.\n- Jonas reports to Dmitri.\n- Hana reports to Zoya.\n- Hana works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Zoya works for Bluepine Aviation.\n- Mara works for Crescent Telecom.\n- Omar reports to Pablo.\n- Pablo reports to Hana.\n- Jonas works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Stefan reports to Omar.\n- Cobalt Health was founded in 1985.\n- Emeka works for Cobalt Health.\n- Bluepine Aviation was founded in 2002.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Wren.\n- Zoya reports to Jonas.\n- Crescent Telecom is headquartered in Nagoya.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8972", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8966: employee Mei A., hired 17 March 2022, separated 17 October 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-8966 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$45,000", "2": "$10,385", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Mei reports to Amara.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Amara reports to Elena.\n- Lucia reports to Tobias.\n- Lucia works for Pinnacle Software.\n- Mateo works for Lattice Analytics.\n- Cedar Retail Group was founded in 2001.\n- Amara works for Lattice Analytics.\n- Emeka reports to Viktor.\n- Elena works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Mei.\n- Tobias works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Bergen.\n- Mateo reports to Yuki.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics was founded in 1994.\n- Bluepine Aviation was founded in 2008.\n- Stefan reports to Mateo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Viktor works for Cedar Retail Group.\n- Yuki works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Bergen.\n- Yuki reports to Sanne.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tobias reports to Emeka.\n- Mei works for Bluepine Aviation.\n- Aisha reports to Stefan.\n- Viktor reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-8974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Beacon Insurance is headquartered in Dunedin.\n- Hana reports to Amara.\n- Jonas works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Lattice Analytics was founded in 2000.\n- Hana works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.\n- Priya reports to Jonas.\n- Elena works for Lattice Analytics.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia reports to Sanne.\n- Mara works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Priya works for Fernhill Foods.\n- Beacon Insurance was founded in 2011.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 2013.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Nadia.\n- Sanne reports to Priya.\n- Pinnacle Software was founded in 1993.\n- Sanne works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Elena reports to Viktor.\n- Jonas reports to Felix.\n- Mara reports to Elena.\n- Amara reports to Yuki.\n- Yuki reports to Ingrid.\n- Felix reports to Mara.\n- Fernhill Foods is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-8975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Amara works for Meridian Bank.\n- Jonas works for Cobalt Health.\n- Atlas Freight was founded in 2005.\n- Dmitri works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Meridian Bank was founded in 1975.\n- Jonas reports to Ingrid.\n- Yuki works for Vantage Air.\n- Nadia reports to Mara.\n- Nadia works for Vantage Air.\n- Leila reports to Tobias.\n- Leila works for Vantage Air.\n- Cobalt Health was founded in 1987.\n- Bruno works for Cobalt Health.\n- Tobias reports to Nadia.\n- Vantage Air is headquartered in Turku.\n- Ingrid reports to Dmitri.\n- Yuki reports to Jonas.\n- Tobias works for Meridian Bank.\n- Amara reports to Yuki.\n- Vantage Air was founded in 1983.\n- Mara reports to Bruno.\n- Cobalt Health is headquartered in Valencia.\n- Atlas Freight is headquartered in Cork.\n- Bruno reports to Amara.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8976", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2962: employee Lucia B., hired 02 June 2024, separated 06 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2962?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-8977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Atlas Freight was founded in 2009.\n- Beacon Insurance is headquartered in Adelaide.\n- Nadia reports to Lucia.\n- Viktor works for Beacon Insurance.\n- Callum works for Vantage Air.\n- Lucia reports to Chiara.\n- Chiara works for Northwind Systems.\n- Zoya works for Beacon Insurance.\n- Northwind Systems is headquartered in Adelaide.\n- Northwind Systems was founded in 1979.\n- Vantage Air was founded in 2003.\n- Lucia works for Vantage Air.\n- Beacon Insurance was founded in 2013.\n- Viktor reports to Nadia.\n- Chiara reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Vantage Air is headquartered in Cork.\n- Jonas reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Hana reports to Viktor.\n- Zoya reports to Callum.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8978", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8979", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6618: employee Leila K., hired 22 May 2021, separated 24 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6618?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8980", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1198: employee Viktor T., hired 25 July 2022, separated 11 December 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1198?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8981", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8982", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2885: employee Mei A., hired 07 January 2023, separated 11 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2885?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8983", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-8984", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8985", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5924: employee Elena K., hired 16 September 2021, separated 20 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5924?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8986", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9199: employee Sofia S., hired 07 September 2021, separated 03 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9199?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Leila reports to Kenji.\n- Leila works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Priya reports to Leila.\n- Dmitri reports to Priya.\n- Fernhill Foods was founded in 1979.\n- Pinnacle Software is headquartered in Adelaide.\n- Northwind Systems was founded in 1996.\n- Beacon Insurance is headquartered in Adelaide.\n- Pinnacle Software was founded in 2007.\n- Deshawn works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Beacon Insurance was founded in 2008.\n- Kenji works for Beacon Insurance.\n- Chiara reports to Nadia.\n- Wren works for Beacon Insurance.\n- Nadia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Lyon.\n- Northwind Systems is headquartered in Tallinn.\n- Dmitri works for Beacon Insurance.\n- Kenji reports to Chiara.\n- Deshawn reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-8988", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8989", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 September 2025): For employees hired on or after 17 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7067: employee Callum B., hired 18 January 2025, separated 01 October 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7067?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8990", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-8991", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3670: employee Callum R., hired 26 November 2021, separated 03 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3670?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-8992", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-8993", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5991: employee Amara K., hired 30 November 2022, separated 13 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5991?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-8994", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-8995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Crescent Telecom was founded in 1992.\n- Sanne works for Atlas Freight.\n- Viktor reports to Wren.\n- Viktor works for Atlas Freight.\n- Hana reports to Mateo.\n- Yuki reports to Jonas.\n- Atlas Freight is headquartered in Tampere.\n- Hana works for Northwind Systems.\n- Sanne reports to Callum.\n- Jonas works for Crescent Telecom.\n- Callum reports to Hana.\n- Meridian Bank was founded in 2001.\n- Meridian Bank is headquartered in Tampere.\n- Elena works for Meridian Bank.\n- Mateo reports to Yuki.\n- Mateo works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Nadia reports to Viktor.\n- Northwind Systems was founded in 2003.\n- Northwind Systems is headquartered in Austin.\n- Wren works for Crescent Telecom.\n- Elena reports to Nadia.\n- Jonas reports to Elena.\n- Callum works for Meridian Bank.\n- Atlas Freight was founded in 1996.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-8996", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-8997", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9624: employee Zoya S., hired 02 March 2022, separated 18 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9624?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-8998", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7035: employee Bruno K., hired 20 July 2022, separated 12 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7035?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-8999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Callum reports to Aisha.\n- Cobalt Health is headquartered in Tallinn.\n- Kenji works for Crescent Telecom.\n- Hana reports to Chiara.\n- Cobalt Health was founded in 1984.\n- Jonas reports to Mateo.\n- Chiara reports to Callum.\n- Stefan reports to Kenji.\n- Jonas works for Cobalt Health.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Bluepine Aviation was founded in 1989.\n- Mateo reports to Anders.\n- Crescent Telecom was founded in 1978.\n- Ingrid reports to Jonas.\n- Mateo works for Bluepine Aviation.\n- Ingrid works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Anders reports to Hana.\n- Meridian Bank was founded in 2000.\n- Chiara works for Crescent Telecom.\n- Kenji reports to Ingrid.\n- Bluepine Aviation is headquartered in Cork.\n- Hana works for Bluepine Aviation.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9000", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7222: employee Pablo B., hired 10 November 2024, separated 04 August 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-7222 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$1,700", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mateo.\n- Nadia works for Cedar Retail Group.\n- Tobias reports to Viktor.\n- Nadia reports to Tobias.\n- Vantage Air is headquartered in Halifax.\n- Cedar Retail Group was founded in 1986.\n- Tessa works for Vantage Air.\n- Leila reports to Felix.\n- Mateo reports to Leila.\n- Omar works for Vantage Air.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Mateo works for Cedar Retail Group.\n- Omar reports to Stefan.\n- Ravi reports to Omar.\n- Cobalt Health was founded in 2012.\n- Vantage Air was founded in 2007.\n- Helios Logistics is headquartered in Lyon.\n- Tobias works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Elena works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Elena reports to Tessa.\n- Ravi works for Helios Logistics.\n- Leila works for Vantage Air.\n- Viktor reports to Ravi.\n- Viktor works for Helios Logistics.\n- Stefan reports to Elena.\n- Felix reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9002", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9003", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6971: employee Bruno T., hired 24 March 2023, separated 14 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-6971 under the controlling rules.", "criteria": {"0": "$10,500", "1": "$10,900", "2": "$45,067", "3": "$10,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9004", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9005", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9006", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2743: employee Omar B., hired 17 March 2023, separated 02 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-2743 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$26,000", "2": "$6,000", "3": "$4,050"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9007", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3301: employee Mara M., hired 28 June 2023, separated 10 April 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3301?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9008", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9009", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6405: employee Pablo T., hired 28 November 2024, separated 09 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-6405 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,625", "2": "$1,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9010", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9011", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 January 2023): For employees hired on or after 27 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3999: employee Yuki M., hired 18 April 2022, separated 05 March 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-3999 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$3,115", "2": "$40,000", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Beacon Insurance is headquartered in Basel.\n- Emeka works for Pinnacle Software.\n- Pablo reports to Mara.\n- Stefan works for Beacon Insurance.\n- Ingrid reports to Deshawn.\n- Bluepine Aviation was founded in 1979.\n- Mara works for Northwind Systems.\n- Bluepine Aviation is headquartered in Basel.\n- Northwind Systems was founded in 1991.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Stefan reports to Bruno.\n- Deshawn reports to Chiara.\n- Pablo works for Northwind Systems.\n- Chiara reports to Pablo.\n- Bruno works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software was founded in 1997.\n- Emeka reports to Stefan.\n- Pinnacle Software is headquartered in Basel.\n- Northwind Systems is headquartered in Tampere.\n- Mara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9013", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Tessa reports to Deshawn.\n- Chiara works for Helios Logistics.\n- Omar reports to Jonas.\n- Leila reports to Chiara.\n- Jonas works for Fernhill Foods.\n- Dmitri reports to Leila.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1999.\n- Chiara reports to Anders.\n- Deshawn works for Northwind Systems.\n- Jonas reports to Viktor.\n- Leila works for Helios Logistics.\n- Viktor reports to Tessa.\n- Callum reports to Dmitri.\n- Helios Logistics is headquartered in Tallinn.\n- Tessa works for Vantage Air.\n- Northwind Systems was founded in 2014.\n- Fernhill Foods is headquartered in Malmo.\n- Vantage Air was founded in 1994.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn reports to Callum.\n- Vantage Air is headquartered in Tampere.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9015", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9016", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3787: employee Ingrid T., hired 20 February 2023, separated 03 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-3787 under the controlling rules.", "criteria": {"0": "$54,600", "1": "$12,688", "2": "$13,600", "3": "$12,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9017", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8364: employee Viktor A., hired 14 December 2023, separated 24 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8364?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1986.\n- Atlas Freight is headquartered in Turku.\n- Aisha reports to Viktor.\n- Nadia reports to Lucia.\n- Viktor works for Summit Energy.\n- Atlas Freight was founded in 1991.\n- Ingrid works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Turku.\n- Priya reports to Ingrid.\n- Viktor reports to Anders.\n- Fernhill Foods was founded in 2015.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Priya.\n- Deshawn reports to Aisha.\n- Fernhill Foods is headquartered in Tampere.\n- Priya works for Fernhill Foods.\n- Summit Energy was founded in 2001.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lucia works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Lucia reports to Deshawn.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Felix reports to Tobias.\n- Yuki reports to Leila.\n- Mara works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Priya reports to Kenji.\n- Vantage Air was founded in 2009.\n- Crescent Telecom is headquartered in Basel.\n- Yuki works for Bluepine Aviation.\n- Tobias reports to Mara.\n- Vantage Air is headquartered in Nagoya.\n- Leila reports to Chiara.\n- Tobias works for Vantage Air.\n- Kenji reports to Felix.\n- Mara reports to Yuki.\n- Leila works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Fernhill Foods was founded in 2006.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Leeds.\n- Fernhill Foods is headquartered in Porto.\n- Felix works for Bluepine Aviation.\n- Crescent Telecom was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9020", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 January 2026): For employees hired on or after 02 January 2026, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9534: employee Sofia R., hired 17 October 2025, separated 27 March 2027 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9534?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Northwind Systems.\n- Felix reports to Callum.\n- Aisha works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Northwind Systems was founded in 2000.\n- Nadia works for Meridian Bank.\n- Omar reports to Nadia.\n- Sanne reports to Felix.\n- Cedar Retail Group is headquartered in Valencia.\n- Omar works for Northwind Systems.\n- Callum reports to Sofia.\n- Northwind Systems is headquartered in Valencia.\n- Meridian Bank was founded in 2006.\n- Sanne works for Meridian Bank.\n- Sofia reports to Zoya.\n- Zoya works for Vantage Air.\n- Felix works for Meridian Bank.\n- Vantage Air is headquartered in Oslo.\n- Zoya reports to Aisha.\n- Cedar Retail Group was founded in 1989.\n- Meridian Bank is headquartered in Oslo.\n- Vantage Air was founded in 1996.\n- Aisha reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1999", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9022", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9023", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9024", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9025", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2451: employee Chiara S., hired 29 November 2022, separated 16 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2451?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Nadia reports to Mei.\n- Beacon Insurance was founded in 1985.\n- Kenji works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Hana reports to Deshawn.\n- Beacon Insurance is headquartered in Halifax.\n- Cobalt Health is headquartered in Bergen.\n- Kenji reports to Hana.\n- Deshawn reports to Nadia.\n- Bluepine Aviation was founded in 1983.\n- Cobalt Health was founded in 2001.\n- Lucia reports to Anders.\n- Meridian Bank was founded in 1992.\n- Mei works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Emeka reports to Lucia.\n- Lucia works for Meridian Bank.\n- Emeka works for Cobalt Health.\n- Meridian Bank is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Valencia.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9027", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9028", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9029", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3149: employee Felix B., hired 26 November 2021, separated 04 April 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-3149 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$5,950", "2": "$7,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Tobias works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Chiara reports to Tessa.\n- Omar reports to Kenji.\n- Mara works for Crescent Telecom.\n- Sofia reports to Mara.\n- Mei reports to Chiara.\n- Mateo reports to Dmitri.\n- Helios Logistics is headquartered in Austin.\n- Dmitri works for Helios Logistics.\n- Cedar Retail Group was founded in 2005.\n- Sofia works for Cedar Retail Group.\n- Tessa works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Crescent Telecom was founded in 1994.\n- Omar works for Crescent Telecom.\n- Northwind Systems was founded in 1993.\n- Priya reports to Omar.\n- Mei works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Bergen.\n- Tessa reports to Priya.\n- Helios Logistics was founded in 1990.\n- Tobias reports to Mei.\n- Mara reports to Elena.\n- Chiara works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Turku.\n- Kenji reports to Sofia.\n- Dmitri reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9031", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Ingrid.\n- Beacon Insurance was founded in 2010.\n- Fernhill Foods is headquartered in Nagoya.\n- Deshawn reports to Viktor.\n- Hana works for Summit Energy.\n- Lattice Analytics is headquartered in Ghent.\n- Elena reports to Yuki.\n- Fernhill Foods was founded in 2001.\n- Ingrid reports to Pablo.\n- Kenji works for Fernhill Foods.\n- Lattice Analytics was founded in 2005.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Viktor reports to Priya.\n- Summit Energy was founded in 1983.\n- Ingrid works for Beacon Insurance.\n- Priya reports to Kenji.\n- Summit Energy is headquartered in Turku.\n- Yuki works for Lattice Analytics.\n- Pablo works for Fernhill Foods.\n- Anders works for Lattice Analytics.\n- Pablo reports to Hana.\n- Kenji reports to Anders.\n- Viktor works for Fernhill Foods.\n- Anders reports to Elena.\n- Deshawn works for Lattice Analytics.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9033", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9034", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8745: employee Elena K., hired 27 December 2021, separated 02 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8745?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9035", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Tessa reports to Yuki.\n- Aisha reports to Kenji.\n- Beacon Insurance was founded in 2011.\n- Kenji reports to Mara.\n- Aisha works for Beacon Insurance.\n- Mara reports to Sofia.\n- Vantage Air was founded in 1978.\n- Pinnacle Software was founded in 1992.\n- Vantage Air is headquartered in Oslo.\n- Yuki reports to Dmitri.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Sofia works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Beacon Insurance is headquartered in Oslo.\n- Pinnacle Software is headquartered in Leeds.\n- Dmitri works for Helios Logistics.\n- Tessa works for Pinnacle Software.\n- Helios Logistics was founded in 1980.\n- Anders works for Helios Logistics.\n- Sofia reports to Anders.\n- Anders reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9037", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9429: employee Sanne A., hired 03 May 2021, separated 14 July 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9429?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9038", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9039", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4850: employee Ravi B., hired 18 October 2023, separated 19 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4850?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9040", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2019: employee Omar S., hired 31 July 2023, separated 31 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2019?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9041", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "resignation", "4": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9042", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9043", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3249: employee Callum S., hired 07 December 2021, separated 24 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3249?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Nadia.\n- Lucia works for Vantage Air.\n- Bluepine Aviation was founded in 2012.\n- Lucia reports to Anders.\n- Bruno works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid works for Bluepine Aviation.\n- Beacon Insurance was founded in 2003.\n- Jonas reports to Bruno.\n- Bruno reports to Emeka.\n- Viktor works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Basel.\n- Ingrid reports to Yuki.\n- Viktor reports to Stefan.\n- Ironwood Manufacturing was founded in 1979.\n- Emeka works for Ironwood Manufacturing.\n- Emeka reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Nadia works for Ironwood Manufacturing.\n- Anders reports to Viktor.\n- Anders works for Vantage Air.\n- Nadia reports to Jonas.\n- Beacon Insurance is headquartered in Adelaide.\n- Vantage Air was founded in 1996.\n- Stefan works for Vantage Air.\n- Yuki reports to Amara.\n- Amara reports to Felix.\n- Amara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1982", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9045", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "request_leave", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9046", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9047", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Leila.\n- Cobalt Health was founded in 1997.\n- Vantage Air is headquartered in Dunedin.\n- Helios Logistics was founded in 1985.\n- Leila works for Cobalt Health.\n- Lattice Analytics was founded in 2015.\n- Chiara works for Vantage Air.\n- Jonas works for Helios Logistics.\n- Viktor reports to Ravi.\n- Jonas reports to Chiara.\n- Leila reports to Viktor.\n- Cobalt Health is headquartered in Dunedin.\n- Mateo reports to Bruno.\n- Hana works for Helios Logistics.\n- Mateo works for Cobalt Health.\n- Ravi reports to Jonas.\n- Viktor works for Vantage Air.\n- Mei works for Cobalt Health.\n- Helios Logistics is headquartered in Dunedin.\n- Hana reports to Emeka.\n- Bruno reports to Tobias.\n- Stefan works for Cobalt Health.\n- Chiara reports to Mei.\n- Vantage Air was founded in 2015.\n- Lattice Analytics is headquartered in Dunedin.\n- Mei reports to Stefan.\n- Emeka works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Stefan reports to Mateo.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9049", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6335: employee Leila R., hired 17 April 2022, separated 18 July 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-6335 under the controlling rules.", "criteria": {"0": "$50,267", "1": "$13,600", "2": "$11,500", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9050", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9051", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9052", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9053", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9054", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2386: employee Bruno T., hired 02 January 2022, separated 13 December 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2386?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9055", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 February 2023): For employees hired on or after 05 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7581: employee Nadia T., hired 14 October 2022, separated 29 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7581?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Lattice Analytics was founded in 2002.\n- Sanne works for Vantage Air.\n- Leila reports to Priya.\n- Meridian Bank was founded in 2001.\n- Priya works for Lattice Analytics.\n- Tessa reports to Amara.\n- Vantage Air is headquartered in Valencia.\n- Dmitri works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Sanne reports to Leila.\n- Leila works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Mara works for Vantage Air.\n- Priya reports to Mara.\n- Anders reports to Sanne.\n- Mara reports to Dmitri.\n- Lattice Analytics is headquartered in Adelaide.\n- Summit Energy is headquartered in Valencia.\n- Summit Energy was founded in 1984.\n- Vantage Air was founded in 1988.\n- Yuki reports to Tessa.\n- Anders works for Lattice Analytics.\n- Dmitri reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Amara reports to Anders.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9057", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 93041\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9058", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9059", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1980.\n- Sanne works for Bluepine Aviation.\n- Anders works for Vantage Air.\n- Tessa works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Lucia works for Bluepine Aviation.\n- Nadia works for Pinnacle Software.\n- Hana reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa reports to Lucia.\n- Priya reports to Nadia.\n- Sanne reports to Priya.\n- Pinnacle Software is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1990.\n- Amara works for Vantage Air.\n- Anders reports to Hana.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1984.\n- Cobalt Health is headquartered in Nagoya.\n- Vantage Air is headquartered in Cork.\n- Nadia reports to Amara.\n- Cobalt Health was founded in 2002.\n- Tobias reports to Tessa.\n- Bruno reports to Sanne.\n- Amara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9061", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9062", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2432: employee Mateo S., hired 04 February 2021, separated 12 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2432?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2011.\n- Lucia works for Helios Logistics.\n- Dmitri reports to Amara.\n- Amara works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Helios Logistics was founded in 1979.\n- Viktor reports to Dmitri.\n- Elena works for Meridian Bank.\n- Jonas works for Crescent Telecom.\n- Stefan works for Ironwood Manufacturing.\n- Leila reports to Elena.\n- Elena reports to Jonas.\n- Leila works for Helios Logistics.\n- Meridian Bank is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Crescent Telecom is headquartered in Porto.\n- Lucia reports to Leila.\n- Amara reports to Lucia.\n- Crescent Telecom was founded in 2014.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1993.\n- Helios Logistics is headquartered in Malmo.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9064", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9096: employee Felix S., hired 02 December 2023, separated 21 July 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9096?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9065", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9057: employee Amara M., hired 17 April 2023, separated 07 June 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2026-9057 under the controlling rules.", "criteria": {"0": "$2,750", "1": "$5,500", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mara.\n- Bruno reports to Viktor.\n- Mei works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Deshawn reports to Bruno.\n- Mei reports to Omar.\n- Viktor works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Amara works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Nadia reports to Aisha.\n- Sanne reports to Deshawn.\n- Nadia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1983.\n- Amara reports to Ravi.\n- Lattice Analytics was founded in 1988.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software is headquartered in Cork.\n- Mara reports to Zoya.\n- Ironwood Manufacturing was founded in 2003.\n- Deshawn works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Aisha reports to Sanne.\n- Pinnacle Software was founded in 1991.\n- Sanne works for Beacon Insurance.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Mei.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lattice Analytics is headquartered in Basel.\n- Ravi reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9067", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance was founded in 1976.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1984.\n- Leila works for Fernhill Foods.\n- Leila reports to Priya.\n- Lucia reports to Wren.\n- Felix works for Beacon Insurance.\n- Ingrid reports to Lucia.\n- Tobias reports to Bruno.\n- Wren works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1978.\n- Tobias works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Fernhill Foods was founded in 1977.\n- Bruno reports to Felix.\n- Fernhill Foods is headquartered in Malmo.\n- Lucia works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Priya reports to Ingrid.\n- Beacon Insurance is headquartered in Malmo.\n- Wren reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9069", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5942: employee Nadia B., hired 03 December 2023, separated 17 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5942?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9070", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7802: employee Tessa A., hired 19 March 2023, separated 09 October 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-7802 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$2,400", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Cedar Retail Group was founded in 1975.\n- Dmitri works for Summit Energy.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia reports to Emeka.\n- Elena reports to Anders.\n- Anders works for Cedar Retail Group.\n- Dmitri reports to Chiara.\n- Fernhill Foods was founded in 1983.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka works for Fernhill Foods.\n- Wren works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara reports to Nadia.\n- Anders reports to Dmitri.\n- Wren reports to Jonas.\n- Emeka reports to Wren.\n- Summit Energy was founded in 2010.\n- Summit Energy is headquartered in Porto.\n- Chiara works for Summit Energy.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9072", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4799: employee Ingrid R., hired 11 August 2024, separated 09 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4799?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Sofia works for Summit Energy.\n- Fernhill Foods was founded in 2009.\n- Kenji works for Fernhill Foods.\n- Mateo reports to Mei.\n- Crescent Telecom is headquartered in Porto.\n- Emeka works for Summit Energy.\n- Zoya works for Cedar Retail Group.\n- Nadia reports to Sofia.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa works for Cedar Retail Group.\n- Callum reports to Jonas.\n- Crescent Telecom was founded in 2012.\n- Jonas reports to Mateo.\n- Fernhill Foods is headquartered in Turku.\n- Mei works for Fernhill Foods.\n- Cedar Retail Group was founded in 1991.\n- Callum works for Cedar Retail Group.\n- Emeka reports to Callum.\n- Nadia works for Summit Energy.\n- Zoya reports to Kenji.\n- Mateo works for Crescent Telecom.\n- Sofia reports to Emeka.\n- Jonas works for Cedar Retail Group.\n- Kenji reports to Nadia.\n- Tessa reports to Zoya.\n- Summit Energy was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Sanne works for Beacon Insurance.\n- Callum reports to Aisha.\n- Anders reports to Lucia.\n- Sanne reports to Anders.\n- Lucia works for Helios Logistics.\n- Mara works for Beacon Insurance.\n- Helios Logistics is headquartered in Adelaide.\n- Beacon Insurance was founded in 2009.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Cobalt Health was founded in 2008.\n- Summit Energy is headquartered in Porto.\n- Helios Logistics was founded in 2014.\n- Mara reports to Tessa.\n- Emeka reports to Callum.\n- Aisha works for Helios Logistics.\n- Callum works for Summit Energy.\n- Mateo reports to Yuki.\n- Tessa works for Summit Energy.\n- Cobalt Health is headquartered in Basel.\n- Yuki works for Cobalt Health.\n- Aisha reports to Sanne.\n- Yuki reports to Emeka.\n- Lucia reports to Mara.\n- Mateo works for Beacon Insurance.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2004", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9075", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8691: employee Yuki K., hired 28 May 2022, separated 09 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8691?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9076", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits", "4": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9077", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5424: employee Ingrid T., hired 22 September 2022, separated 14 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5424?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9078", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9079", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9080", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Meridian Bank is headquartered in Austin.\n- Aisha reports to Hana.\n- Pinnacle Software was founded in 1978.\n- Hana reports to Tessa.\n- Lucia works for Bluepine Aviation.\n- Meridian Bank was founded in 1998.\n- Aisha works for Pinnacle Software.\n- Summit Energy is headquartered in Austin.\n- Tessa reports to Sofia.\n- Chiara reports to Lucia.\n- Lucia reports to Anders.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Sofia reports to Chiara.\n- Sofia works for Meridian Bank.\n- Summit Energy was founded in 1985.\n- Bluepine Aviation was founded in 1979.\n- Pablo works for Summit Energy.\n- Anders works for Pinnacle Software.\n- Pablo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2014.\n- Cedar Retail Group is headquartered in Porto.\n- Mara works for Pinnacle Software.\n- Callum reports to Mara.\n- Sanne works for Pinnacle Software.\n- Bruno reports to Felix.\n- Ingrid reports to Jonas.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Sanne.\n- Mara reports to Mei.\n- Jonas reports to Bruno.\n- Meridian Bank is headquartered in Oslo.\n- Sofia reports to Ingrid.\n- Bruno works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Oslo.\n- Cedar Retail Group was founded in 1995.\n- Pablo works for Cedar Retail Group.\n- Atlas Freight was founded in 1993.\n- Jonas works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Atlas Freight is headquartered in Oslo.\n- Sanne reports to Callum.\n- Mei reports to Sofia.\n- Felix works for Pinnacle Software.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Bruno.\n- Vantage Air is headquartered in Cork.\n- Tobias reports to Tessa.\n- Vantage Air was founded in 1982.\n- Cedar Retail Group was founded in 2002.\n- Bruno reports to Anders.\n- Bluepine Aviation is headquartered in Halifax.\n- Zoya works for Cobalt Health.\n- Anders works for Cedar Retail Group.\n- Kenji reports to Ingrid.\n- Anders reports to Zoya.\n- Kenji works for Bluepine Aviation.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2005.\n- Mara works for Cedar Retail Group.\n- Chiara reports to Kenji.\n- Tessa works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Zoya reports to Tobias.\n- Ingrid reports to Mara.\n- Cobalt Health is headquartered in Halifax.\n- Tessa reports to Chiara.\n- Bruno works for Cedar Retail Group.\n- Cobalt Health was founded in 2014.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias works for Cobalt Health.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Jonas reports to Callum.\n- Nadia works for Cedar Retail Group.\n- Callum reports to Mei.\n- Sofia reports to Amara.\n- Cedar Retail Group is headquartered in Oslo.\n- Bruno works for Beacon Insurance.\n- Mara reports to Priya.\n- Mei reports to Mara.\n- Mei works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Amara works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Lattice Analytics is headquartered in Basel.\n- Sofia works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1977.\n- Beacon Insurance is headquartered in Adelaide.\n- Ingrid reports to Bruno.\n- Lattice Analytics was founded in 1984.\n- Priya reports to Nadia.\n- Beacon Insurance was founded in 1985.\n- Callum works for Cedar Retail Group.\n- Nadia reports to Sofia.\n- Ingrid works for Lattice Analytics.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Nadia reports to Wren.\n- Bluepine Aviation is headquartered in Nagoya.\n- Kenji works for Bluepine Aviation.\n- Sofia reports to Kenji.\n- Bluepine Aviation was founded in 1980.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Kenji reports to Priya.\n- Ingrid works for Bluepine Aviation.\n- Wren works for Crescent Telecom.\n- Lucia reports to Mei.\n- Crescent Telecom was founded in 1993.\n- Mei reports to Nadia.\n- Priya works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1977.\n- Summit Energy was founded in 1981.\n- Ingrid reports to Sofia.\n- Summit Energy is headquartered in Valencia.\n- Priya reports to Lucia.\n- Sofia works for Bluepine Aviation.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9085", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9086", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-6 (VERSION 5, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8705: employee Dmitri A., hired 28 April 2024, separated 01 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8705?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight is headquartered in Porto.\n- Sofia reports to Mei.\n- Pinnacle Software was founded in 1977.\n- Tobias works for Atlas Freight.\n- Vantage Air was founded in 1983.\n- Northwind Systems was founded in 1985.\n- Felix reports to Viktor.\n- Chiara reports to Tobias.\n- Felix works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Mei works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Vantage Air is headquartered in Cork.\n- Mei reports to Jonas.\n- Jonas works for Vantage Air.\n- Chiara works for Northwind Systems.\n- Viktor reports to Anders.\n- Anders reports to Chiara.\n- Northwind Systems is headquartered in Valencia.\n- Zoya reports to Tessa.\n- Jonas reports to Zoya.\n- Atlas Freight was founded in 1979.\n- Zoya works for Vantage Air.\n- Anders works for Northwind Systems.\n- Sofia works for Vantage Air.\n- Tessa reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Ingrid works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sofia reports to Sanne.\n- Amara works for Ironwood Manufacturing.\n- Jonas reports to Tobias.\n- Sanne works for Ironwood Manufacturing.\n- Mateo reports to Aisha.\n- Fernhill Foods is headquartered in Malmo.\n- Dmitri reports to Mateo.\n- Dmitri works for Atlas Freight.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Amara.\n- Lattice Analytics is headquartered in Turku.\n- Sanne reports to Ingrid.\n- Amara reports to Sofia.\n- Jonas works for Ironwood Manufacturing.\n- Ingrid reports to Zoya.\n- Lattice Analytics was founded in 1982.\n- Atlas Freight was founded in 1994.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1982.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Fernhill Foods was founded in 2012.\n- Zoya reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9089", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9090", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Deshawn.\n- Fernhill Foods was founded in 2014.\n- Emeka works for Fernhill Foods.\n- Northwind Systems was founded in 2000.\n- Summit Energy is headquartered in Basel.\n- Hana works for Summit Energy.\n- Ravi reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Tobias.\n- Nadia works for Northwind Systems.\n- Hana reports to Nadia.\n- Dmitri reports to Emeka.\n- Fernhill Foods is headquartered in Basel.\n- Yuki works for Lattice Analytics.\n- Tobias reports to Leila.\n- Dmitri works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Lattice Analytics is headquartered in Basel.\n- Leila works for Lattice Analytics.\n- Deshawn reports to Hana.\n- Northwind Systems is headquartered in Turku.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Summit Energy was founded in 1985.\n- Leila reports to Dmitri.\n- Deshawn works for Fernhill Foods.\n- Emeka reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9092", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6125: employee Tessa B., hired 30 August 2022, separated 17 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6125?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9093", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2001.\n- Bluepine Aviation is headquartered in Malmo.\n- Bluepine Aviation was founded in 2003.\n- Anders reports to Chiara.\n- Callum reports to Anders.\n- Chiara works for Helios Logistics.\n- Anders works for Pinnacle Software.\n- Chiara reports to Emeka.\n- Hana works for Pinnacle Software.\n- Lattice Analytics is headquartered in Halifax.\n- Lattice Analytics was founded in 1977.\n- Yuki works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Emeka reports to Dmitri.\n- Hana reports to Callum.\n- Mara reports to Yuki.\n- Callum works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Yuki reports to Hana.\n- Pinnacle Software is headquartered in Ghent.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1993.\n- Helios Logistics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9095", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4397: employee Sofia K., hired 31 July 2022, separated 23 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4397?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9096", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9097", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6916: employee Ravi A., hired 19 June 2023, separated 23 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6916?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9098", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 January 2023): For employees hired on or after 14 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2577: employee Tessa A., hired 10 July 2021, separated 13 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-2577?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9099", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5407: employee Kenji K., hired 27 July 2020, separated 28 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-5407?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9100", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9101", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Hana.\n- Tobias works for Cobalt Health.\n- Bruno works for Beacon Insurance.\n- Atlas Freight was founded in 1976.\n- Tobias reports to Bruno.\n- Atlas Freight is headquartered in Malmo.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods was founded in 1986.\n- Lucia reports to Chiara.\n- Nadia reports to Tobias.\n- Cobalt Health is headquartered in Tampere.\n- Hana reports to Anders.\n- Lucia works for Atlas Freight.\n- Beacon Insurance was founded in 1985.\n- Deshawn works for Cobalt Health.\n- Anders reports to Ravi.\n- Beacon Insurance is headquartered in Brno.\n- Jonas works for Cobalt Health.\n- Fernhill Foods is headquartered in Malmo.\n- Ravi reports to Deshawn.\n- Cobalt Health was founded in 1999.\n- Sanne reports to Mateo.\n- Hana works for Atlas Freight.\n- Deshawn reports to Jonas.\n- Ravi works for Beacon Insurance.\n- Mateo reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Jonas reports to Sanne.\n- Nadia works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Valencia.\n- Beacon Insurance is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1991.\n- Sanne works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1992.\n- Stefan reports to Viktor.\n- Aisha reports to Stefan.\n- Elena reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Mateo reports to Elena.\n- Sanne reports to Mateo.\n- Elena works for Ironwood Manufacturing.\n- Emeka reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1989.\n- Stefan works for Lattice Analytics.\n- Beacon Insurance was founded in 1977.\n- Mateo works for Beacon Insurance.\n- Emeka works for Lattice Analytics.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Anders reports to Leila.\n- Ingrid works for Ironwood Manufacturing.\n- Nadia reports to Amara.\n- Cobalt Health is headquartered in Oslo.\n- Emeka reports to Ingrid.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 2001.\n- Pinnacle Software is headquartered in Oslo.\n- Tessa works for Pinnacle Software.\n- Leila reports to Jonas.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Callum reports to Nadia.\n- Anders works for Cobalt Health.\n- Ingrid reports to Callum.\n- Pinnacle Software was founded in 1991.\n- Amara works for Pinnacle Software.\n- Jonas works for Cobalt Health.\n- Jonas reports to Tessa.\n- Cobalt Health was founded in 1994.\n- Tessa reports to Emeka.\n- Leila works for Vantage Air.\n- Priya works for Vantage Air.\n- Priya reports to Anders.\n- Ironwood Manufacturing was founded in 2002.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9105", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9106", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 29375 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9107", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9108", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9109", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8275: employee Mei S., hired 02 August 2021, separated 28 June 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-8275 under the controlling rules.", "criteria": {"0": "$31,200", "1": "$7,250", "2": "$6,200", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9110", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Dmitri reports to Yuki.\n- Emeka works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Dmitri.\n- Cedar Retail Group was founded in 1990.\n- Yuki reports to Emeka.\n- Amara reports to Ravi.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Viktor.\n- Crescent Telecom was founded in 1994.\n- Lattice Analytics was founded in 2004.\n- Lattice Analytics is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Oslo.\n- Dmitri works for Cedar Retail Group.\n- Ravi reports to Tessa.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 1994.\n- Emeka reports to Pablo.\n- Vantage Air is headquartered in Austin.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Zoya.\n- Beacon Insurance is headquartered in Leeds.\n- Zoya reports to Yuki.\n- Amara works for Helios Logistics.\n- Lattice Analytics is headquartered in Valencia.\n- Ravi works for Beacon Insurance.\n- Lattice Analytics was founded in 2004.\n- Viktor works for Pinnacle Software.\n- Omar reports to Kenji.\n- Omar works for Lattice Analytics.\n- Kenji works for Beacon Insurance.\n- Pinnacle Software is headquartered in Basel.\n- Anders works for Lattice Analytics.\n- Kenji reports to Anders.\n- Beacon Insurance was founded in 2013.\n- Mei works for Helios Logistics.\n- Ravi reports to Omar.\n- Helios Logistics is headquartered in Valencia.\n- Amara reports to Ravi.\n- Yuki works for Pinnacle Software.\n- Anders reports to Viktor.\n- Helios Logistics was founded in 2010.\n- Callum works for Pinnacle Software.\n- Zoya works for Beacon Insurance.\n- Mei reports to Amara.\n- Viktor reports to Callum.\n- Pinnacle Software was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9113", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7031: employee Emeka M., hired 24 February 2022, separated 20 September 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7031?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Hana.\n- Kenji reports to Mei.\n- Mei works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1978.\n- Tessa reports to Kenji.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2001.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Emeka works for Bluepine Aviation.\n- Viktor works for Meridian Bank.\n- Mei reports to Emeka.\n- Hana works for Fernhill Foods.\n- Viktor reports to Tessa.\n- Fernhill Foods was founded in 2010.\n- Kenji works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Emeka reports to Anders.\n- Fernhill Foods is headquartered in Malmo.\n- Meridian Bank was founded in 1980.\n- Tessa works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Hana reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Aisha reports to Felix.\n- Tessa reports to Elena.\n- Cobalt Health was founded in 2009.\n- Aisha works for Crescent Telecom.\n- Elena reports to Amara.\n- Cobalt Health is headquartered in Malmo.\n- Crescent Telecom was founded in 1994.\n- Bluepine Aviation is headquartered in Malmo.\n- Tessa works for Bluepine Aviation.\n- Amara works for Ironwood Manufacturing.\n- Sanne reports to Mateo.\n- Crescent Telecom is headquartered in Cork.\n- Amara reports to Emeka.\n- Ironwood Manufacturing is headquartered in Cork.\n- Priya works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Priya reports to Sanne.\n- Felix works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2013.\n- Sanne works for Bluepine Aviation.\n- Kenji reports to Priya.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Mateo reports to Aisha.\n- Mateo works for Cobalt Health.\n- Emeka reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9116", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9117", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Dmitri.\n- Aisha works for Ironwood Manufacturing.\n- Anders reports to Pablo.\n- Aisha reports to Anders.\n- Sanne works for Ironwood Manufacturing.\n- Omar works for Cobalt Health.\n- Omar reports to Sanne.\n- Ironwood Manufacturing was founded in 1978.\n- Cobalt Health was founded in 2000.\n- Elena works for Ironwood Manufacturing.\n- Chiara works for Cedar Retail Group.\n- Sanne reports to Kenji.\n- Bluepine Aviation is headquartered in Turku.\n- Elena reports to Emeka.\n- Cobalt Health is headquartered in Nagoya.\n- Dmitri reports to Omar.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia reports to Yuki.\n- Yuki reports to Chiara.\n- Dmitri works for Ironwood Manufacturing.\n- Kenji reports to Elena.\n- Nadia works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Emeka works for Cobalt Health.\n- Cedar Retail Group was founded in 2014.\n- Chiara reports to Aisha.\n- Kenji works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2007.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9119", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 August 2025): For employees hired on or after 02 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8755: employee Tessa T., hired 01 July 2024, separated 29 July 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-8755 under the controlling rules.", "criteria": {"0": "$11,100", "1": "$9,188", "2": "$9,100", "3": "$39,433"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9120", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4687: employee Jonas B., hired 01 May 2023, separated 05 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4687?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9121", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1830: employee Pablo A., hired 05 May 2023, separated 27 October 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1830?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9122", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9123", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 15306\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9124", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Bruno works for Crescent Telecom.\n- Vantage Air was founded in 1976.\n- Chiara reports to Anders.\n- Meridian Bank was founded in 2007.\n- Sofia reports to Deshawn.\n- Crescent Telecom was founded in 2003.\n- Ingrid works for Vantage Air.\n- Bruno reports to Chiara.\n- Sofia works for Helios Logistics.\n- Yuki works for Vantage Air.\n- Helios Logistics was founded in 2014.\n- Emeka works for Crescent Telecom.\n- Tobias reports to Sofia.\n- Mateo works for Helios Logistics.\n- Mateo reports to Viktor.\n- Crescent Telecom is headquartered in Dunedin.\n- Anders works for Helios Logistics.\n- Vantage Air is headquartered in Austin.\n- Deshawn works for Crescent Telecom.\n- Ingrid reports to Mateo.\n- Lucia works for Vantage Air.\n- Chiara works for Vantage Air.\n- Helios Logistics is headquartered in Dunedin.\n- Meridian Bank is headquartered in Austin.\n- Viktor works for Vantage Air.\n- Emeka reports to Lucia.\n- Yuki reports to Bruno.\n- Lucia reports to Ingrid.\n- Viktor reports to Tobias.\n- Deshawn reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mara.\n- Mara reports to Felix.\n- Pinnacle Software is headquartered in Tampere.\n- Chiara works for Lattice Analytics.\n- Bruno works for Cedar Retail Group.\n- Vantage Air was founded in 2008.\n- Felix reports to Zoya.\n- Tobias reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Tobias works for Vantage Air.\n- Bruno reports to Tobias.\n- Mara works for Vantage Air.\n- Sofia works for Vantage Air.\n- Felix works for Pinnacle Software.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Halifax.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Chiara.\n- Pinnacle Software was founded in 1987.\n- Lattice Analytics was founded in 1994.\n- Chiara reports to Bruno.\n- Vantage Air is headquartered in Oslo.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9127", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "invoice_copy", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Pablo reports to Priya.\n- Priya works for Pinnacle Software.\n- Priya reports to Mateo.\n- Sofia works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Beacon Insurance is headquartered in Tampere.\n- Pinnacle Software is headquartered in Basel.\n- Jonas reports to Felix.\n- Pinnacle Software was founded in 1997.\n- Zoya works for Cobalt Health.\n- Amara works for Pinnacle Software.\n- Sofia reports to Pablo.\n- Zoya reports to Sofia.\n- Cobalt Health was founded in 2004.\n- Cobalt Health is headquartered in Tampere.\n- Beacon Insurance was founded in 1999.\n- Pablo works for Atlas Freight.\n- Amara reports to Jonas.\n- Mateo works for Atlas Freight.\n- Mateo reports to Amara.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Yuki works for Beacon Insurance.\n- Omar reports to Priya.\n- Zoya reports to Tobias.\n- Cedar Retail Group was founded in 2015.\n- Ravi works for Northwind Systems.\n- Jonas reports to Yuki.\n- Mateo reports to Ravi.\n- Northwind Systems is headquartered in Cork.\n- Priya reports to Leila.\n- Ingrid reports to Omar.\n- Crescent Telecom was founded in 1989.\n- Beacon Insurance was founded in 1976.\n- Northwind Systems was founded in 1985.\n- Cedar Retail Group is headquartered in Dunedin.\n- Zoya works for Beacon Insurance.\n- Omar works for Cedar Retail Group.\n- Leila reports to Jonas.\n- Ingrid works for Beacon Insurance.\n- Tobias reports to Ingrid.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya works for Beacon Insurance.\n- Felix reports to Mateo.\n- Mateo works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Dmitri works for Northwind Systems.\n- Felix works for Crescent Telecom.\n- Yuki reports to Dmitri.\n- Dmitri reports to Felix.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Felix.\n- Helios Logistics is headquartered in Tampere.\n- Callum reports to Ingrid.\n- Deshawn works for Atlas Freight.\n- Wren works for Helios Logistics.\n- Crescent Telecom is headquartered in Turku.\n- Northwind Systems was founded in 1994.\n- Sofia works for Northwind Systems.\n- Crescent Telecom was founded in 1990.\n- Ingrid reports to Deshawn.\n- Atlas Freight was founded in 1986.\n- Hana reports to Aisha.\n- Felix works for Atlas Freight.\n- Tessa reports to Lucia.\n- Helios Logistics was founded in 2008.\n- Felix reports to Callum.\n- Atlas Freight is headquartered in Austin.\n- Aisha works for Northwind Systems.\n- Callum works for Crescent Telecom.\n- Lucia reports to Omar.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Wren.\n- Wren reports to Sofia.\n- Sofia reports to Bruno.\n- Omar works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Tessa works for Helios Logistics.\n- Hana works for Northwind Systems.\n- Ingrid works for Atlas Freight.\n- Bruno works for Northwind Systems.\n- Aisha reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9131", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Chiara.\n- Atlas Freight was founded in 1988.\n- Kenji reports to Dmitri.\n- Amara works for Bluepine Aviation.\n- Lucia works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Chiara works for Northwind Systems.\n- Amara reports to Leila.\n- Wren works for Fernhill Foods.\n- Bluepine Aviation was founded in 1980.\n- Kenji works for Bluepine Aviation.\n- Chiara reports to Viktor.\n- Bruno works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Lucia reports to Kenji.\n- Jonas reports to Anders.\n- Wren reports to Lucia.\n- Anders reports to Amara.\n- Northwind Systems is headquartered in Cork.\n- Leila works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Cork.\n- Atlas Freight is headquartered in Adelaide.\n- Viktor reports to Bruno.\n- Fernhill Foods was founded in 1990.\n- Sofia reports to Jonas.\n- Fernhill Foods is headquartered in Adelaide.\n- Anders works for Northwind Systems.\n- Sofia works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Leila reports to Wren.\n- Northwind Systems was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9133", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4888: employee Nadia K., hired 10 December 2021, separated 31 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4888?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2005.\n- Fernhill Foods was founded in 1989.\n- Mateo works for Cedar Retail Group.\n- Northwind Systems is headquartered in Lyon.\n- Dmitri reports to Sofia.\n- Crescent Telecom was founded in 2002.\n- Crescent Telecom is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Malmo.\n- Bruno works for Northwind Systems.\n- Anders works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Halifax.\n- Cedar Retail Group was founded in 1978.\n- Wren reports to Anders.\n- Mateo reports to Wren.\n- Pablo works for Crescent Telecom.\n- Aisha reports to Mateo.\n- Wren works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Anders reports to Pablo.\n- Bruno reports to Aisha.\n- Aisha works for Northwind Systems.\n- Pablo reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9135", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9136", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 July 2025): For employees hired on or after 07 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3707: employee Tobias A., hired 25 December 2022, separated 18 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3707?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9137", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9020: employee Elena M., hired 21 May 2022, separated 11 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9020?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Meridian Bank was founded in 1977.\n- Jonas works for Atlas Freight.\n- Yuki works for Beacon Insurance.\n- Omar reports to Callum.\n- Emeka reports to Priya.\n- Hana reports to Pablo.\n- Viktor reports to Yuki.\n- Yuki reports to Deshawn.\n- Bruno reports to Viktor.\n- Emeka works for Summit Energy.\n- Jonas reports to Hana.\n- Beacon Insurance was founded in 2011.\n- Hana works for Meridian Bank.\n- Atlas Freight is headquartered in Brno.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Bruno.\n- Callum reports to Emeka.\n- Elena works for Atlas Freight.\n- Deshawn works for Summit Energy.\n- Atlas Freight was founded in 1992.\n- Omar works for Meridian Bank.\n- Summit Energy was founded in 2012.\n- Summit Energy is headquartered in Tampere.\n- Elena reports to Jonas.\n- Beacon Insurance is headquartered in Tampere.\n- Callum works for Beacon Insurance.\n- Deshawn reports to Omar.\n- Meridian Bank is headquartered in Halifax.\n- Priya works for Summit Energy.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9140", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3343: employee Elena M., hired 04 June 2025, separated 02 December 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-3343 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$15,167", "2": "$4,000", "3": "$1,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9141", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9142", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9143", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9144", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7704: employee Hana M., hired 29 April 2023, separated 18 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7704?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Ingrid reports to Viktor.\n- Summit Energy is headquartered in Brno.\n- Ingrid works for Helios Logistics.\n- Beacon Insurance was founded in 1993.\n- Yuki works for Beacon Insurance.\n- Sanne reports to Omar.\n- Omar reports to Pablo.\n- Mara reports to Mateo.\n- Sanne works for Summit Energy.\n- Mateo works for Helios Logistics.\n- Summit Energy was founded in 2006.\n- Amara works for Beacon Insurance.\n- Pablo reports to Amara.\n- Priya works for Summit Energy.\n- Amara reports to Ingrid.\n- Priya reports to Aisha.\n- Viktor reports to Yuki.\n- Mateo reports to Ravi.\n- Pablo works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Helios Logistics was founded in 1998.\n- Ravi works for Summit Energy.\n- Yuki reports to Priya.\n- Ravi reports to Sanne.\n- Helios Logistics is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Viktor works for Beacon Insurance.\n- Aisha works for Helios Logistics.\n- Atlas Freight was founded in 2004.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9146", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7967: employee Dmitri R., hired 05 June 2021, separated 30 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7967?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9147", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9148", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4821: employee Ravi M., hired 24 March 2023, separated 17 December 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4821?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9149", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9150", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9151", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sofia.\n- Cobalt Health was founded in 1986.\n- Sofia reports to Tessa.\n- Sofia works for Summit Energy.\n- Lattice Analytics was founded in 1977.\n- Ravi works for Cobalt Health.\n- Summit Energy is headquartered in Ghent.\n- Priya reports to Mateo.\n- Elena works for Lattice Analytics.\n- Summit Energy was founded in 1989.\n- Mateo reports to Stefan.\n- Tessa reports to Omar.\n- Fernhill Foods was founded in 1990.\n- Stefan reports to Amara.\n- Priya works for Cobalt Health.\n- Fernhill Foods is headquartered in Ghent.\n- Omar works for Cobalt Health.\n- Lattice Analytics is headquartered in Dunedin.\n- Amara works for Summit Energy.\n- Stefan works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Elena reports to Priya.\n- Omar reports to Elena.\n- Mateo works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Cobalt Health is headquartered in Ghent.\n- Amara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Felix.\n- Mara works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Mara reports to Kenji.\n- Stefan works for Beacon Insurance.\n- Crescent Telecom was founded in 1998.\n- Atlas Freight was founded in 1995.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Helios Logistics is headquartered in Cork.\n- Kenji reports to Emeka.\n- Felix works for Helios Logistics.\n- Nadia reports to Ravi.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Porto.\n- Emeka works for Crescent Telecom.\n- Mateo works for Beacon Insurance.\n- Emeka reports to Mateo.\n- Beacon Insurance was founded in 2014.\n- Crescent Telecom is headquartered in Porto.\n- Ravi reports to Jonas.\n- Felix reports to Elena.\n- Jonas reports to Stefan.\n- Kenji works for Atlas Freight.\n- Elena reports to Mara.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9154", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7498: employee Tobias T., hired 18 March 2020, separated 29 March 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7498?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9155", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2868: employee Mara T., hired 07 June 2023, separated 23 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2868?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9156", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9157", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9158", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2010.\n- Ravi reports to Zoya.\n- Felix works for Pinnacle Software.\n- Sanne works for Beacon Insurance.\n- Mara works for Pinnacle Software.\n- Jonas reports to Ingrid.\n- Mara reports to Bruno.\n- Zoya reports to Chiara.\n- Sanne reports to Amara.\n- Bruno reports to Sanne.\n- Helios Logistics is headquartered in Dunedin.\n- Aisha reports to Ravi.\n- Ingrid reports to Aisha.\n- Amara works for Beacon Insurance.\n- Ingrid works for Helios Logistics.\n- Chiara reports to Mara.\n- Amara reports to Felix.\n- Pinnacle Software is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Brno.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Felix reports to Dmitri.\n- Aisha works for Pinnacle Software.\n- Chiara works for Beacon Insurance.\n- Bluepine Aviation was founded in 1986.\n- Zoya works for Bluepine Aviation.\n- Bruno works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Jonas works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Crescent Telecom was founded in 2006.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa works for Atlas Freight.\n- Hana reports to Mei.\n- Sofia works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Yuki reports to Mateo.\n- Mateo reports to Ingrid.\n- Summit Energy is headquartered in Tallinn.\n- Sofia reports to Chiara.\n- Summit Energy was founded in 1980.\n- Chiara reports to Hana.\n- Tessa reports to Emeka.\n- Jonas reports to Tessa.\n- Pablo works for Cedar Retail Group.\n- Dmitri reports to Sofia.\n- Dmitri works for Summit Energy.\n- Atlas Freight was founded in 2003.\n- Hana works for Summit Energy.\n- Mateo works for Atlas Freight.\n- Yuki works for Cedar Retail Group.\n- Ingrid works for Crescent Telecom.\n- Atlas Freight is headquartered in Halifax.\n- Mei works for Summit Energy.\n- Emeka reports to Pablo.\n- Ingrid reports to Dmitri.\n- Jonas works for Summit Energy.\n- Pablo reports to Yuki.\n- Cedar Retail Group was founded in 2003.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9161", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1548: employee Chiara A., hired 04 February 2021, separated 14 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1548?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Omar.\n- Ironwood Manufacturing was founded in 1990.\n- Deshawn works for Pinnacle Software.\n- Hana reports to Ravi.\n- Dmitri works for Vantage Air.\n- Hana works for Ironwood Manufacturing.\n- Amara reports to Bruno.\n- Callum works for Ironwood Manufacturing.\n- Ravi reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Jonas reports to Deshawn.\n- Vantage Air is headquartered in Brno.\n- Omar reports to Dmitri.\n- Bruno works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Brno.\n- Amara works for Pinnacle Software.\n- Deshawn reports to Amara.\n- Dmitri reports to Hana.\n- Pinnacle Software is headquartered in Ghent.\n- Atlas Freight was founded in 2014.\n- Bruno reports to Callum.\n- Pinnacle Software was founded in 1997.\n- Vantage Air was founded in 1976.\n- Omar works for Vantage Air.\n- Atlas Freight is headquartered in Ghent.\n- Ravi works for Vantage Air.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9164", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3968: employee Nadia A., hired 12 April 2024, separated 12 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3968?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9165", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Fernhill Foods was founded in 1984.\n- Northwind Systems was founded in 1994.\n- Amara works for Fernhill Foods.\n- Leila reports to Anders.\n- Northwind Systems is headquartered in Austin.\n- Ravi reports to Priya.\n- Priya reports to Sanne.\n- Anders works for Fernhill Foods.\n- Sanne reports to Leila.\n- Fernhill Foods is headquartered in Oslo.\n- Meridian Bank is headquartered in Dunedin.\n- Mei reports to Amara.\n- Amara reports to Yuki.\n- Anders reports to Mei.\n- Priya works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Ravi works for Northwind Systems.\n- Cedar Retail Group was founded in 2012.\n- Meridian Bank was founded in 2011.\n- Cedar Retail Group is headquartered in Austin.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9167", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7160: employee Bruno S., hired 24 July 2021, separated 23 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7160?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9168", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 05 August 2025): For employees hired on or after 05 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6581: employee Zoya M., hired 16 May 2022, separated 10 May 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6581?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9169", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9170", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9688: employee Amara A., hired 10 August 2022, separated 06 August 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9688?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9171", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 August 2025): For employees hired on or after 13 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4072: employee Nadia M., hired 09 August 2023, separated 01 April 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4072?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9172", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9173", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Lattice Analytics is headquartered in Basel.\n- Vantage Air is headquartered in Basel.\n- Nadia works for Crescent Telecom.\n- Vantage Air was founded in 1988.\n- Sofia reports to Deshawn.\n- Viktor reports to Sofia.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Nadia.\n- Viktor works for Lattice Analytics.\n- Mara reports to Viktor.\n- Bruno works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Brno.\n- Lattice Analytics was founded in 2005.\n- Omar works for Vantage Air.\n- Crescent Telecom was founded in 2013.\n- Bluepine Aviation is headquartered in Basel.\n- Nadia reports to Bruno.\n- Amara reports to Mara.\n- Amara works for Lattice Analytics.\n- Bruno reports to Omar.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9175", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9176", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2856: employee Ingrid S., hired 26 October 2023, separated 23 August 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-2856 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,500", "2": "$2,700", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9177", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9178", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9179", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 13339 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Cedar Retail Group was founded in 2010.\n- Mateo works for Cedar Retail Group.\n- Sanne reports to Mateo.\n- Atlas Freight was founded in 1991.\n- Pinnacle Software was founded in 1993.\n- Yuki reports to Kenji.\n- Amara works for Cedar Retail Group.\n- Deshawn reports to Sanne.\n- Helios Logistics was founded in 1995.\n- Kenji reports to Leila.\n- Kenji works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Amara reports to Yuki.\n- Deshawn works for Cedar Retail Group.\n- Atlas Freight is headquartered in Porto.\n- Sofia reports to Deshawn.\n- Helios Logistics is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Porto.\n- Mateo reports to Amara.\n- Leila works for Atlas Freight.\n- Yuki works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Tessa works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Stefan reports to Tessa.\n- Stefan works for Cedar Retail Group.\n- Ravi works for Bluepine Aviation.\n- Felix reports to Mateo.\n- Tessa reports to Felix.\n- Mateo works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Nagoya.\n- Lattice Analytics was founded in 2003.\n- Mei works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2010.\n- Priya works for Bluepine Aviation.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Mei reports to Callum.\n- Ravi reports to Hana.\n- Priya reports to Nadia.\n- Hana reports to Priya.\n- Fernhill Foods was founded in 1984.\n- Mateo reports to Mei.\n- Callum reports to Ravi.\n- Fernhill Foods is headquartered in Valencia.\n- Felix works for Fernhill Foods.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9182", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9183", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3012: employee Deshawn S., hired 17 October 2021, separated 03 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3012?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9184", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9185", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "control_lights", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Yuki reports to Priya.\n- Yuki works for Crescent Telecom.\n- Fernhill Foods is headquartered in Basel.\n- Mateo works for Fernhill Foods.\n- Hana reports to Ravi.\n- Mei works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Ravi works for Lattice Analytics.\n- Mei reports to Mateo.\n- Nadia works for Lattice Analytics.\n- Zoya reports to Mei.\n- Zoya works for Fernhill Foods.\n- Lattice Analytics is headquartered in Leeds.\n- Hana works for Lattice Analytics.\n- Cobalt Health is headquartered in Leeds.\n- Crescent Telecom was founded in 2012.\n- Priya reports to Kenji.\n- Nadia reports to Jonas.\n- Kenji reports to Zoya.\n- Jonas works for Fernhill Foods.\n- Cobalt Health was founded in 1976.\n- Crescent Telecom is headquartered in Basel.\n- Jonas reports to Yuki.\n- Priya works for Crescent Telecom.\n- Kenji works for Fernhill Foods.\n- Mateo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9187", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Nadia works for Lattice Analytics.\n- Yuki reports to Anders.\n- Lattice Analytics is headquartered in Dunedin.\n- Sanne reports to Ingrid.\n- Anders works for Lattice Analytics.\n- Sanne works for Cedar Retail Group.\n- Ingrid works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi reports to Callum.\n- Pablo works for Pinnacle Software.\n- Cedar Retail Group was founded in 2005.\n- Yuki works for Ironwood Manufacturing.\n- Ravi works for Pinnacle Software.\n- Anders reports to Nadia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Callum reports to Yuki.\n- Callum works for Lattice Analytics.\n- Pinnacle Software was founded in 1988.\n- Lattice Analytics was founded in 1979.\n- Nadia reports to Sanne.\n- Pablo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar works for Vantage Air.\n- Amara reports to Ravi.\n- Bluepine Aviation was founded in 1978.\n- Vantage Air is headquartered in Cork.\n- Emeka reports to Hana.\n- Omar reports to Stefan.\n- Callum reports to Omar.\n- Priya works for Beacon Insurance.\n- Amara works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia reports to Aisha.\n- Aisha works for Cedar Retail Group.\n- Hana reports to Lucia.\n- Ravi works for Beacon Insurance.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Chiara works for Vantage Air.\n- Emeka works for Vantage Air.\n- Ingrid works for Bluepine Aviation.\n- Chiara reports to Priya.\n- Cedar Retail Group was founded in 1992.\n- Beacon Insurance is headquartered in Bergen.\n- Ingrid reports to Amara.\n- Priya reports to Callum.\n- Aisha reports to Ingrid.\n- Lucia works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9190", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7345: employee Pablo B., hired 06 June 2021, separated 01 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7345?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9191", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9192", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9193", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9194", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3010: employee Felix S., hired 11 November 2022, separated 09 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3010?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9195", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3375: employee Viktor B., hired 21 December 2021, separated 03 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3375?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3375 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9196", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 52992 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9197", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9198", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 6982 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9199", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 24003 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9200", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Mateo works for Bluepine Aviation.\n- Atlas Freight is headquartered in Leeds.\n- Viktor works for Atlas Freight.\n- Northwind Systems was founded in 2011.\n- Ingrid works for Beacon Insurance.\n- Wren works for Bluepine Aviation.\n- Hana reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Beacon Insurance is headquartered in Leeds.\n- Deshawn works for Bluepine Aviation.\n- Callum works for Atlas Freight.\n- Beacon Insurance was founded in 2008.\n- Kenji reports to Hana.\n- Amara works for Beacon Insurance.\n- Viktor reports to Deshawn.\n- Atlas Freight was founded in 1976.\n- Bluepine Aviation was founded in 1998.\n- Mateo reports to Priya.\n- Priya reports to Kenji.\n- Bluepine Aviation is headquartered in Bergen.\n- Amara reports to Mateo.\n- Callum reports to Wren.\n- Ingrid reports to Callum.\n- Kenji works for Beacon Insurance.\n- Hana works for Northwind Systems.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9202", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3314: employee Callum T., hired 17 May 2022, separated 12 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3314?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9203", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9204", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Cobalt Health is headquartered in Adelaide.\n- Helios Logistics was founded in 1977.\n- Summit Energy is headquartered in Ghent.\n- Ravi reports to Sanne.\n- Priya reports to Yuki.\n- Helios Logistics is headquartered in Ghent.\n- Cobalt Health was founded in 1988.\n- Callum reports to Dmitri.\n- Callum works for Summit Energy.\n- Sanne reports to Callum.\n- Sanne works for Helios Logistics.\n- Beacon Insurance is headquartered in Turku.\n- Dmitri works for Summit Energy.\n- Priya works for Cobalt Health.\n- Dmitri reports to Tobias.\n- Felix works for Beacon Insurance.\n- Felix reports to Priya.\n- Beacon Insurance was founded in 2012.\n- Tobias works for Helios Logistics.\n- Tobias reports to Felix.\n- Yuki works for Helios Logistics.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9206", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4935: employee Mei A., hired 09 July 2022, separated 17 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4935?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9207", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Aisha works for Vantage Air.\n- Deshawn reports to Anders.\n- Summit Energy was founded in 1999.\n- Jonas reports to Elena.\n- Jonas works for Summit Energy.\n- Yuki reports to Jonas.\n- Felix works for Summit Energy.\n- Stefan reports to Yuki.\n- Felix reports to Deshawn.\n- Anders reports to Omar.\n- Aisha reports to Stefan.\n- Elena reports to Emeka.\n- Meridian Bank was founded in 1996.\n- Summit Energy is headquartered in Tallinn.\n- Emeka works for Summit Energy.\n- Elena works for Helios Logistics.\n- Vantage Air was founded in 1990.\n- Viktor works for Helios Logistics.\n- Stefan works for Vantage Air.\n- Viktor reports to Aisha.\n- Helios Logistics was founded in 2006.\n- Meridian Bank is headquartered in Adelaide.\n- Yuki works for Meridian Bank.\n- Emeka reports to Bruno.\n- Omar reports to Viktor.\n- Bruno works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Vantage Air is headquartered in Tallinn.\n- Helios Logistics is headquartered in Adelaide.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9208", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3638: employee Stefan K., hired 03 November 2020, separated 13 February 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-3638 under the controlling rules.", "criteria": {"0": "$11,423", "1": "$49,000", "2": "$11,308", "3": "$11,808"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9209", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 83787\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Lucia.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 1983.\n- Cobalt Health is headquartered in Bergen.\n- Kenji works for Atlas Freight.\n- Amara reports to Ingrid.\n- Fernhill Foods is headquartered in Bergen.\n- Callum reports to Sanne.\n- Ravi reports to Kenji.\n- Sofia works for Atlas Freight.\n- Lucia works for Fernhill Foods.\n- Amara works for Meridian Bank.\n- Sanne reports to Amara.\n- Meridian Bank was founded in 1977.\n- Fernhill Foods was founded in 2004.\n- Meridian Bank is headquartered in Bergen.\n- Sofia reports to Ravi.\n- Sanne works for Atlas Freight.\n- Cobalt Health was founded in 2000.\n- Ravi works for Meridian Bank.\n- Ingrid works for Fernhill Foods.\n- Callum works for Atlas Freight.\n- Ingrid reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9211", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4868: employee Wren S., hired 29 October 2022, separated 25 August 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-4868 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$34,667", "2": "$8,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9212", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1761: employee Nadia K., hired 27 January 2023, separated 17 October 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-1761?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9213", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Tobias reports to Ingrid.\n- Anders reports to Hana.\n- Dmitri works for Summit Energy.\n- Pablo works for Summit Energy.\n- Callum works for Summit Energy.\n- Bruno reports to Mara.\n- Wren reports to Callum.\n- Tobias works for Summit Energy.\n- Helios Logistics is headquartered in Valencia.\n- Anders works for Helios Logistics.\n- Callum reports to Anders.\n- Hana works for Summit Energy.\n- Ingrid works for Beacon Insurance.\n- Bluepine Aviation was founded in 1983.\n- Helios Logistics was founded in 2011.\n- Mara reports to Wren.\n- Beacon Insurance was founded in 1995.\n- Bluepine Aviation is headquartered in Porto.\n- Wren works for Summit Energy.\n- Pablo reports to Dmitri.\n- Summit Energy is headquartered in Porto.\n- Beacon Insurance is headquartered in Bergen.\n- Dmitri reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Summit Energy was founded in 2015.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9215", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Amara works for Ironwood Manufacturing.\n- Viktor reports to Emeka.\n- Amara reports to Mei.\n- Sanne reports to Amara.\n- Mei reports to Mateo.\n- Stefan works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cobalt Health was founded in 1981.\n- Bruno works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Callum reports to Lucia.\n- Emeka works for Crescent Telecom.\n- Viktor works for Lattice Analytics.\n- Lucia reports to Sanne.\n- Mateo reports to Aisha.\n- Crescent Telecom was founded in 1988.\n- Lattice Analytics is headquartered in Brno.\n- Emeka reports to Jonas.\n- Aisha works for Cobalt Health.\n- Jonas reports to Callum.\n- Mateo works for Lattice Analytics.\n- Bruno reports to Stefan.\n- Lucia works for Cobalt Health.\n- Sanne works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 2004.\n- Aisha reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight was founded in 2008.\n- Ironwood Manufacturing was founded in 1999.\n- Deshawn works for Cobalt Health.\n- Atlas Freight is headquartered in Brno.\n- Hana works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Yuki works for Cobalt Health.\n- Lucia reports to Deshawn.\n- Stefan reports to Yuki.\n- Lattice Analytics is headquartered in Nagoya.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1976.\n- Yuki reports to Lucia.\n- Stefan works for Atlas Freight.\n- Lucia works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Lattice Analytics was founded in 1984.\n- Zoya works for Cobalt Health.\n- Chiara reports to Zoya.\n- Cobalt Health is headquartered in Brno.\n- Nadia reports to Stefan.\n- Zoya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9218", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Tobias.\n- Chiara works for Atlas Freight.\n- Priya reports to Viktor.\n- Vantage Air is headquartered in Bergen.\n- Summit Energy was founded in 2009.\n- Tessa reports to Mei.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Priya works for Pinnacle Software.\n- Atlas Freight is headquartered in Dunedin.\n- Tobias reports to Tessa.\n- Viktor works for Vantage Air.\n- Mei works for Pinnacle Software.\n- Callum works for Summit Energy.\n- Atlas Freight was founded in 1983.\n- Pinnacle Software was founded in 1991.\n- Callum reports to Chiara.\n- Viktor reports to Yuki.\n- Mei reports to Mateo.\n- Vantage Air was founded in 2015.\n- Tobias works for Vantage Air.\n- Summit Energy is headquartered in Tallinn.\n- Tessa works for Vantage Air.\n- Yuki works for Atlas Freight.\n- Mateo reports to Callum.\n- Chiara reports to Priya.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Chiara.\n- Jonas reports to Lucia.\n- Felix reports to Hana.\n- Tobias works for Cedar Retail Group.\n- Helios Logistics is headquartered in Oslo.\n- Lattice Analytics is headquartered in Bergen.\n- Lattice Analytics was founded in 1981.\n- Chiara reports to Sofia.\n- Chiara works for Ironwood Manufacturing.\n- Lucia works for Helios Logistics.\n- Jonas works for Cedar Retail Group.\n- Sofia reports to Kenji.\n- Helios Logistics was founded in 2001.\n- Zoya works for Helios Logistics.\n- Kenji reports to Nadia.\n- Cedar Retail Group was founded in 1987.\n- Cedar Retail Group is headquartered in Oslo.\n- Kenji works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Hana works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2015.\n- Hana reports to Tobias.\n- Nadia reports to Felix.\n- Tobias reports to Zoya.\n- Felix works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Sofia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9221", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9222", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9223", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9224", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Zoya works for Summit Energy.\n- Chiara reports to Mara.\n- Elena reports to Felix.\n- Beacon Insurance was founded in 1987.\n- Helios Logistics was founded in 1981.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Chiara works for Summit Energy.\n- Elena works for Beacon Insurance.\n- Zoya reports to Stefan.\n- Pablo reports to Chiara.\n- Mara works for Lattice Analytics.\n- Summit Energy was founded in 2012.\n- Felix works for Summit Energy.\n- Jonas works for Helios Logistics.\n- Jonas reports to Pablo.\n- Helios Logistics is headquartered in Oslo.\n- Lattice Analytics was founded in 1981.\n- Summit Energy is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Nagoya.\n- Stefan reports to Jonas.\n- Mara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9226", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Omar works for Northwind Systems.\n- Cobalt Health was founded in 1979.\n- Fernhill Foods was founded in 1986.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Lucia works for Cobalt Health.\n- Meridian Bank was founded in 2004.\n- Hana reports to Omar.\n- Cobalt Health is headquartered in Tampere.\n- Dmitri works for Northwind Systems.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Hana works for Meridian Bank.\n- Yuki works for Northwind Systems.\n- Lucia reports to Kenji.\n- Yuki reports to Sanne.\n- Sanne reports to Dmitri.\n- Dmitri reports to Aisha.\n- Kenji reports to Yuki.\n- Sanne works for Meridian Bank.\n- Northwind Systems was founded in 1991.\n- Aisha reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9228", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9229", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9230", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6064: employee Bruno K., hired 16 May 2024, separated 27 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6064?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9231", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2801: employee Amara B., hired 17 March 2022, separated 15 October 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2801?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9232", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Bruno reports to Leila.\n- Amara works for Bluepine Aviation.\n- Vantage Air was founded in 2006.\n- Leila works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Hana reports to Callum.\n- Yuki works for Vantage Air.\n- Sofia works for Vantage Air.\n- Leila reports to Yuki.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Kenji reports to Anders.\n- Emeka reports to Zoya.\n- Callum reports to Kenji.\n- Hana works for Beacon Insurance.\n- Bluepine Aviation was founded in 2003.\n- Yuki reports to Sofia.\n- Kenji works for Lattice Analytics.\n- Beacon Insurance is headquartered in Halifax.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Brno.\n- Anders works for Vantage Air.\n- Anders reports to Emeka.\n- Bruno works for Bluepine Aviation.\n- Amara reports to Felix.\n- Lattice Analytics is headquartered in Leeds.\n- Felix works for Vantage Air.\n- Sofia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9234", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7453: employee Mei M., hired 10 August 2022, separated 26 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7453?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9235", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9236", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4678: employee Yuki S., hired 25 May 2022, separated 01 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4678?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9237", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3515: employee Jonas R., hired 15 July 2022, separated 08 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3515?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9238", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1994.\n- Sanne reports to Mei.\n- Lattice Analytics is headquartered in Bergen.\n- Jonas reports to Pablo.\n- Yuki reports to Lucia.\n- Ravi works for Fernhill Foods.\n- Tessa works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Sanne works for Meridian Bank.\n- Fernhill Foods is headquartered in Bergen.\n- Bruno works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Mei reports to Tessa.\n- Meridian Bank is headquartered in Ghent.\n- Fernhill Foods was founded in 1984.\n- Mei works for Lattice Analytics.\n- Lucia reports to Jonas.\n- Bruno reports to Zoya.\n- Yuki works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Meridian Bank was founded in 2010.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Sanne.\n- Pablo works for Fernhill Foods.\n- Lattice Analytics was founded in 1982.\n- Tessa reports to Callum.\n- Vantage Air is headquartered in Tallinn.\n- Lucia works for Fernhill Foods.\n- Zoya reports to Yuki.\n- Callum reports to Bruno.\n- Ravi reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9240", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1893: employee Hana T., hired 22 May 2022, separated 01 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1893?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9241", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5125: employee Anders S., hired 05 January 2023, separated 24 May 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5125?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Pablo reports to Omar.\n- Meridian Bank is headquartered in Cork.\n- Omar works for Atlas Freight.\n- Zoya reports to Lucia.\n- Leila reports to Pablo.\n- Meridian Bank was founded in 2012.\n- Tobias works for Beacon Insurance.\n- Mateo reports to Tessa.\n- Chiara reports to Tobias.\n- Tessa works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Pablo works for Meridian Bank.\n- Cobalt Health is headquartered in Austin.\n- Tobias reports to Mateo.\n- Omar reports to Jonas.\n- Beacon Insurance was founded in 1975.\n- Mateo works for Atlas Freight.\n- Stefan reports to Chiara.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1982.\n- Amara works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Lucia reports to Leila.\n- Cobalt Health was founded in 2007.\n- Stefan works for Cobalt Health.\n- Tessa reports to Amara.\n- Zoya works for Beacon Insurance.\n- Amara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Turku.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Felix.\n- Hana reports to Mei.\n- Ravi works for Vantage Air.\n- Helios Logistics was founded in 2013.\n- Leila works for Atlas Freight.\n- Felix works for Vantage Air.\n- Mei reports to Leila.\n- Pinnacle Software was founded in 2007.\n- Kenji reports to Omar.\n- Vantage Air was founded in 1987.\n- Ravi reports to Hana.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Basel.\n- Mei works for Vantage Air.\n- Hana works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Zoya works for Pinnacle Software.\n- Felix reports to Zoya.\n- Leila reports to Kenji.\n- Atlas Freight was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1990", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9244", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7111: employee Stefan K., hired 20 November 2021, separated 22 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7111?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Omar.\n- Omar reports to Elena.\n- Hana works for Lattice Analytics.\n- Jonas works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Valencia.\n- Elena reports to Jonas.\n- Nadia works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Meridian Bank was founded in 1995.\n- Cobalt Health is headquartered in Cork.\n- Omar works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.\n- Pablo reports to Nadia.\n- Cobalt Health was founded in 1983.\n- Lattice Analytics is headquartered in Halifax.\n- Emeka works for Meridian Bank.\n- Jonas reports to Pablo.\n- Kenji reports to Lucia.\n- Ironwood Manufacturing was founded in 2011.\n- Hana reports to Kenji.\n- Nadia reports to Hana.\n- Mateo works for Ironwood Manufacturing.\n- Kenji works for Lattice Analytics.\n- Mateo reports to Emeka.\n- Lattice Analytics was founded in 1996.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9246", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9247", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Turku.\n- Amara reports to Sofia.\n- Stefan works for Pinnacle Software.\n- Vantage Air is headquartered in Turku.\n- Aisha works for Bluepine Aviation.\n- Sofia reports to Yuki.\n- Lattice Analytics was founded in 1975.\n- Vantage Air was founded in 1998.\n- Stefan reports to Nadia.\n- Emeka works for Lattice Analytics.\n- Chiara works for Bluepine Aviation.\n- Nadia reports to Priya.\n- Bluepine Aviation was founded in 2006.\n- Wren works for Bluepine Aviation.\n- Emeka reports to Aisha.\n- Wren reports to Chiara.\n- Amara works for Bluepine Aviation.\n- Chiara reports to Stefan.\n- Yuki works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Priya works for Vantage Air.\n- Priya reports to Emeka.\n- Aisha reports to Amara.\n- Pinnacle Software was founded in 1991.\n- Nadia works for Vantage Air.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9249", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 September 2025): For employees hired on or after 16 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9212: employee Ingrid B., hired 25 May 2022, separated 19 February 2027 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9212?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Summit Energy.\n- Cobalt Health was founded in 1988.\n- Emeka reports to Ravi.\n- Cobalt Health is headquartered in Austin.\n- Pablo works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Mateo reports to Wren.\n- Bluepine Aviation is headquartered in Turku.\n- Helios Logistics was founded in 2001.\n- Helios Logistics is headquartered in Malmo.\n- Ingrid reports to Emeka.\n- Ravi works for Summit Energy.\n- Ravi reports to Mateo.\n- Pablo reports to Tobias.\n- Callum works for Helios Logistics.\n- Bluepine Aviation was founded in 1995.\n- Tobias reports to Felix.\n- Summit Energy is headquartered in Austin.\n- Omar works for Helios Logistics.\n- Callum reports to Ingrid.\n- Felix reports to Callum.\n- Ingrid works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Summit Energy was founded in 2011.\n- Omar reports to Pablo.\n- Wren works for Summit Energy.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9251", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9691: employee Viktor B., hired 24 May 2022, separated 20 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9691?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Sofia.\n- Ingrid works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri works for Pinnacle Software.\n- Felix reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Ingrid reports to Dmitri.\n- Vantage Air is headquartered in Lyon.\n- Felix works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Emeka reports to Elena.\n- Beacon Insurance is headquartered in Basel.\n- Sanne works for Beacon Insurance.\n- Sofia reports to Emeka.\n- Elena works for Vantage Air.\n- Sanne reports to Jonas.\n- Jonas reports to Ingrid.\n- Vantage Air was founded in 1989.\n- Elena reports to Felix.\n- Emeka works for Vantage Air.\n- Sofia works for Beacon Insurance.\n- Bluepine Aviation was founded in 1982.\n- Pablo reports to Mateo.\n- Pinnacle Software was founded in 1977.\n- Beacon Insurance was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9253", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2141: employee Sanne A., hired 12 February 2025, separated 22 December 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2141?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9254", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9255", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5244: employee Ingrid S., hired 27 March 2023, separated 01 October 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5244?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9256", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6807: employee Chiara T., hired 06 January 2020, separated 16 May 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6807?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9257", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2012.\n- Sanne works for Atlas Freight.\n- Mateo reports to Callum.\n- Meridian Bank was founded in 2015.\n- Bluepine Aviation is headquartered in Turku.\n- Crescent Telecom was founded in 1991.\n- Dmitri works for Meridian Bank.\n- Atlas Freight is headquartered in Bergen.\n- Crescent Telecom is headquartered in Bergen.\n- Meridian Bank is headquartered in Bergen.\n- Yuki works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Dmitri reports to Sanne.\n- Bluepine Aviation was founded in 1983.\n- Yuki reports to Mateo.\n- Lucia reports to Yuki.\n- Lucia works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Callum works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Sanne reports to Priya.\n- Priya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9259", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7881: employee Sofia B., hired 03 May 2022, separated 03 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7881?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9260", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Ravi reports to Priya.\n- Tessa works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Wren works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1981.\n- Sofia works for Ironwood Manufacturing.\n- Wren reports to Chiara.\n- Lattice Analytics was founded in 1997.\n- Zoya reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Priya reports to Wren.\n- Zoya works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Ghent.\n- Sofia reports to Tessa.\n- Fernhill Foods is headquartered in Bergen.\n- Chiara reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cedar Retail Group was founded in 2007.\n- Chiara works for Fernhill Foods.\n- Deshawn works for Cedar Retail Group.\n- Fernhill Foods was founded in 2001.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Aisha reports to Bruno.\n- Callum reports to Sanne.\n- Bruno works for Atlas Freight.\n- Amara reports to Kenji.\n- Bluepine Aviation was founded in 1992.\n- Meridian Bank is headquartered in Dunedin.\n- Vantage Air was founded in 1985.\n- Vantage Air is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Stefan reports to Amara.\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 1990.\n- Stefan works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Amara works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Callum works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Yuki reports to Aisha.\n- Bluepine Aviation is headquartered in Halifax.\n- Sanne works for Meridian Bank.\n- Dmitri reports to Yuki.\n- Kenji reports to Dmitri.\n- Sanne reports to Stefan.\n- Bruno reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Summit Energy was founded in 2002.\n- Tobias works for Cobalt Health.\n- Mateo reports to Lucia.\n- Viktor works for Summit Energy.\n- Hana works for Northwind Systems.\n- Lucia reports to Kenji.\n- Leila works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Cobalt Health was founded in 2001.\n- Callum reports to Hana.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Kenji works for Northwind Systems.\n- Cedar Retail Group was founded in 1987.\n- Elena works for Summit Energy.\n- Priya reports to Elena.\n- Summit Energy is headquartered in Turku.\n- Hana reports to Viktor.\n- Priya works for Cedar Retail Group.\n- Leila reports to Callum.\n- Tobias reports to Leila.\n- Kenji reports to Tobias.\n- Mateo works for Cobalt Health.\n- Northwind Systems was founded in 1979.\n- Northwind Systems is headquartered in Halifax.\n- Elena reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9264", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9265", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9266", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Aisha.\n- Pinnacle Software was founded in 2014.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Mei works for Atlas Freight.\n- Pinnacle Software is headquartered in Austin.\n- Priya reports to Zoya.\n- Zoya reports to Mei.\n- Aisha reports to Omar.\n- Bruno works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Priya.\n- Omar works for Cobalt Health.\n- Zoya works for Summit Energy.\n- Cobalt Health is headquartered in Austin.\n- Aisha works for Summit Energy.\n- Kenji reports to Bruno.\n- Atlas Freight was founded in 2006.\n- Mei reports to Kenji.\n- Cobalt Health was founded in 1984.\n- Summit Energy was founded in 1991.\n- Kenji works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9268", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1393: employee Pablo S., hired 04 October 2020, separated 12 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1393?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Viktor.\n- Stefan works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Viktor reports to Ravi.\n- Anders reports to Stefan.\n- Vantage Air is headquartered in Austin.\n- Vantage Air was founded in 2008.\n- Anders works for Fernhill Foods.\n- Omar reports to Pablo.\n- Hana reports to Omar.\n- Crescent Telecom was founded in 1999.\n- Felix works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Fernhill Foods was founded in 1988.\n- Hana works for Northwind Systems.\n- Omar works for Fernhill Foods.\n- Northwind Systems was founded in 1999.\n- Fernhill Foods is headquartered in Tallinn.\n- Northwind Systems is headquartered in Adelaide.\n- Viktor works for Fernhill Foods.\n- Pablo reports to Felix.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Kenji.\n- Mateo reports to Emeka.\n- Leila reports to Ingrid.\n- Mateo works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Cedar Retail Group is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Emeka reports to Leila.\n- Leila works for Cobalt Health.\n- Hana reports to Aisha.\n- Hana works for Cedar Retail Group.\n- Lattice Analytics was founded in 1977.\n- Omar reports to Yuki.\n- Cobalt Health is headquartered in Dunedin.\n- Beacon Insurance was founded in 1997.\n- Ingrid works for Beacon Insurance.\n- Cobalt Health was founded in 1978.\n- Kenji works for Cedar Retail Group.\n- Yuki works for Lattice Analytics.\n- Aisha reports to Mateo.\n- Cedar Retail Group was founded in 1984.\n- Tobias reports to Hana.\n- Omar works for Lattice Analytics.\n- Ingrid reports to Omar.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9271", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9272", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "control_lights", "4": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9273", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8607: employee Ingrid A., hired 16 May 2023, separated 11 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-8607 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$6,825", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9274", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1298: employee Aisha A., hired 14 June 2022, separated 30 June 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1298?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9275", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 December 2025): For employees hired on or after 02 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8051: employee Callum M., hired 27 March 2022, separated 28 November 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8051?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9276", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6608: employee Wren S., hired 20 September 2021, separated 24 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6608?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1977.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Tessa works for Pinnacle Software.\n- Anders reports to Felix.\n- Amara works for Crescent Telecom.\n- Deshawn works for Ironwood Manufacturing.\n- Ingrid reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Omar works for Crescent Telecom.\n- Deshawn reports to Anders.\n- Aisha works for Pinnacle Software.\n- Tessa reports to Wren.\n- Anders works for Bluepine Aviation.\n- Pinnacle Software was founded in 1990.\n- Lucia reports to Amara.\n- Crescent Telecom is headquartered in Nagoya.\n- Sanne works for Pinnacle Software.\n- Yuki works for Ironwood Manufacturing.\n- Wren reports to Aisha.\n- Felix reports to Omar.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1976.\n- Lucia works for Crescent Telecom.\n- Amara reports to Tessa.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Omar reports to Yuki.\n- Sanne reports to Ingrid.\n- Aisha reports to Deshawn.\n- Pinnacle Software is headquartered in Malmo.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9278", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Ravi reports to Ingrid.\n- Priya reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ingrid works for Cedar Retail Group.\n- Beacon Insurance was founded in 1999.\n- Cedar Retail Group was founded in 2008.\n- Summit Energy was founded in 1998.\n- Amara works for Beacon Insurance.\n- Ingrid reports to Amara.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Deshawn.\n- Deshawn reports to Jonas.\n- Cedar Retail Group is headquartered in Brno.\n- Priya works for Summit Energy.\n- Ravi works for Beacon Insurance.\n- Emeka reports to Callum.\n- Jonas reports to Ravi.\n- Sanne reports to Priya.\n- Callum reports to Stefan.\n- Callum works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Porto.\n- Jonas works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "2002", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9280", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9281", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9282", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 July 2025): For employees hired on or after 20 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9627: employee Lucia A., hired 09 May 2024, separated 29 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9627?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9283", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1980.\n- Anders works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Chiara reports to Nadia.\n- Callum works for Atlas Freight.\n- Deshawn works for Cobalt Health.\n- Callum reports to Aisha.\n- Cobalt Health was founded in 1978.\n- Dmitri works for Atlas Freight.\n- Ravi works for Cobalt Health.\n- Mei reports to Deshawn.\n- Anders reports to Callum.\n- Cedar Retail Group is headquartered in Turku.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Turku.\n- Dmitri reports to Priya.\n- Cobalt Health is headquartered in Tallinn.\n- Aisha reports to Chiara.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Ravi reports to Anders.\n- Atlas Freight was founded in 2003.\n- Priya reports to Ravi.\n- Chiara works for Cedar Retail Group.\n- Deshawn reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Wren.\n- Yuki works for Meridian Bank.\n- Tessa reports to Ingrid.\n- Wren works for Meridian Bank.\n- Tessa works for Lattice Analytics.\n- Northwind Systems was founded in 2015.\n- Emeka works for Northwind Systems.\n- Emeka reports to Yuki.\n- Ravi reports to Tessa.\n- Wren reports to Emeka.\n- Northwind Systems is headquartered in Bergen.\n- Cedar Retail Group was founded in 1981.\n- Ingrid reports to Bruno.\n- Lattice Analytics was founded in 1977.\n- Lattice Analytics is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Cork.\n- Bruno reports to Amara.\n- Ravi works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Ingrid works for Lattice Analytics.\n- Meridian Bank is headquartered in Bergen.\n- Bruno works for Northwind Systems.\n- Meridian Bank was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Lucia.\n- Cobalt Health is headquartered in Bergen.\n- Mara reports to Zoya.\n- Callum works for Atlas Freight.\n- Omar reports to Kenji.\n- Sofia works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Atlas Freight is headquartered in Leeds.\n- Callum reports to Pablo.\n- Sofia reports to Mara.\n- Mateo works for Cobalt Health.\n- Priya reports to Sofia.\n- Zoya reports to Callum.\n- Omar works for Atlas Freight.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sanne reports to Bruno.\n- Priya works for Atlas Freight.\n- Zoya works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Mateo reports to Priya.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Sanne works for Atlas Freight.\n- Lucia reports to Sanne.\n- Cobalt Health was founded in 1981.\n- Ironwood Manufacturing was founded in 1998.\n- Pablo reports to Omar.\n- Crescent Telecom is headquartered in Oslo.\n- Bruno works for Crescent Telecom.\n- Atlas Freight was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9287", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9288", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9289", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Kenji reports to Mateo.\n- Tobias reports to Elena.\n- Wren works for Beacon Insurance.\n- Lattice Analytics was founded in 1976.\n- Tobias works for Meridian Bank.\n- Kenji works for Summit Energy.\n- Hana reports to Bruno.\n- Mateo works for Summit Energy.\n- Bruno reports to Emeka.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Meridian Bank is headquartered in Nagoya.\n- Summit Energy is headquartered in Adelaide.\n- Beacon Insurance was founded in 1995.\n- Elena reports to Hana.\n- Emeka works for Beacon Insurance.\n- Elena works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Leila works for Lattice Analytics.\n- Mateo reports to Lucia.\n- Emeka reports to Leila.\n- Summit Energy was founded in 1992.\n- Meridian Bank was founded in 1975.\n- Wren reports to Tobias.\n- Bruno works for Meridian Bank.\n- Leila reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1974", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1991.\n- Vantage Air is headquartered in Ghent.\n- Tessa reports to Viktor.\n- Northwind Systems is headquartered in Malmo.\n- Priya works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Tobias reports to Mei.\n- Lattice Analytics was founded in 1977.\n- Viktor works for Crescent Telecom.\n- Bruno works for Vantage Air.\n- Viktor reports to Bruno.\n- Lattice Analytics is headquartered in Ghent.\n- Felix reports to Dmitri.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Dmitri reports to Priya.\n- Mei reports to Wren.\n- Yuki reports to Felix.\n- Bruno reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Wren reports to Tessa.\n- Dmitri works for Lattice Analytics.\n- Northwind Systems was founded in 2008.\n- Tobias works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9292", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 July 2025): For employees hired on or after 16 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4994: employee Emeka B., hired 06 October 2021, separated 29 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4994?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9293", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8227: employee Amara S., hired 28 February 2021, separated 14 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8227?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9294", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3868: employee Stefan S., hired 26 September 2022, separated 25 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3868?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Elena reports to Viktor.\n- Emeka reports to Kenji.\n- Yuki works for Atlas Freight.\n- Elena works for Northwind Systems.\n- Viktor reports to Ingrid.\n- Yuki reports to Emeka.\n- Crescent Telecom is headquartered in Lyon.\n- Northwind Systems was founded in 1996.\n- Viktor works for Atlas Freight.\n- Omar reports to Amara.\n- Mara reports to Elena.\n- Emeka works for Crescent Telecom.\n- Kenji reports to Mara.\n- Mara works for Northwind Systems.\n- Crescent Telecom was founded in 2000.\n- Atlas Freight was founded in 1983.\n- Omar works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Leila works for Atlas Freight.\n- Ingrid reports to Omar.\n- Helios Logistics is headquartered in Halifax.\n- Ingrid works for Northwind Systems.\n- Kenji works for Crescent Telecom.\n- Leila reports to Yuki.\n- Helios Logistics was founded in 1981.\n- Atlas Freight is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "2003", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9296", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 72511 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Aisha.\n- Pablo reports to Wren.\n- Tobias works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 2002.\n- Amara works for Helios Logistics.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 2013.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Aisha works for Helios Logistics.\n- Priya reports to Mei.\n- Fernhill Foods is headquartered in Brno.\n- Cedar Retail Group was founded in 2000.\n- Callum reports to Priya.\n- Fernhill Foods was founded in 1989.\n- Pablo works for Cedar Retail Group.\n- Aisha reports to Tobias.\n- Callum works for Fernhill Foods.\n- Tobias reports to Amara.\n- Wren works for Cedar Retail Group.\n- Amara reports to Callum.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Summit Energy was founded in 2003.\n- Priya reports to Sanne.\n- Summit Energy is headquartered in Bergen.\n- Meridian Bank was founded in 2000.\n- Tobias works for Summit Energy.\n- Ingrid works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Zoya reports to Tobias.\n- Mateo works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Tobias reports to Dmitri.\n- Viktor works for Summit Energy.\n- Dmitri reports to Priya.\n- Ravi reports to Viktor.\n- Mateo reports to Ravi.\n- Wren reports to Zoya.\n- Priya works for Meridian Bank.\n- Cobalt Health was founded in 1982.\n- Viktor reports to Wren.\n- Pinnacle Software was founded in 1991.\n- Sanne works for Summit Energy.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Meridian Bank is headquartered in Bergen.\n- Zoya works for Meridian Bank.\n- Sanne reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9299", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2203: employee Anders S., hired 24 December 2023, separated 02 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2203?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Chiara.\n- Beacon Insurance is headquartered in Valencia.\n- Tessa reports to Aisha.\n- Atlas Freight is headquartered in Nagoya.\n- Priya works for Crescent Telecom.\n- Ravi reports to Yuki.\n- Priya reports to Omar.\n- Cobalt Health was founded in 2011.\n- Sofia reports to Priya.\n- Atlas Freight was founded in 1996.\n- Cobalt Health is headquartered in Valencia.\n- Aisha works for Cobalt Health.\n- Crescent Telecom is headquartered in Nagoya.\n- Omar works for Crescent Telecom.\n- Ravi works for Beacon Insurance.\n- Chiara reports to Sofia.\n- Crescent Telecom was founded in 1989.\n- Tessa works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Yuki reports to Tessa.\n- Chiara works for Atlas Freight.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9301", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7438: employee Stefan S., hired 22 July 2021, separated 09 December 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7438?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Emeka reports to Jonas.\n- Lucia reports to Emeka.\n- Meridian Bank was founded in 1979.\n- Jonas works for Meridian Bank.\n- Cobalt Health was founded in 1993.\n- Dmitri reports to Viktor.\n- Viktor reports to Lucia.\n- Sofia works for Cobalt Health.\n- Bruno reports to Stefan.\n- Summit Energy is headquartered in Halifax.\n- Viktor works for Meridian Bank.\n- Cobalt Health is headquartered in Basel.\n- Sofia reports to Bruno.\n- Pablo works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Basel.\n- Deshawn reports to Dmitri.\n- Summit Energy was founded in 2001.\n- Jonas reports to Sofia.\n- Meridian Bank is headquartered in Turku.\n- Pablo reports to Deshawn.\n- Cedar Retail Group was founded in 2005.\n- Bruno works for Summit Energy.\n- Stefan works for Meridian Bank.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9303", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9304", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6202: employee Mateo K., hired 11 April 2023, separated 09 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6202?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ingrid.\n- Cobalt Health was founded in 2000.\n- Meridian Bank is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Meridian Bank was founded in 1990.\n- Ingrid works for Meridian Bank.\n- Mateo reports to Sofia.\n- Zoya reports to Lucia.\n- Omar works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Ingrid reports to Tobias.\n- Mara works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 1981.\n- Lucia works for Cobalt Health.\n- Mara reports to Bruno.\n- Cobalt Health is headquartered in Brno.\n- Mateo works for Vantage Air.\n- Bruno works for Vantage Air.\n- Zoya works for Vantage Air.\n- Ironwood Manufacturing was founded in 2000.\n- Tobias works for Vantage Air.\n- Lucia reports to Mara.\n- Tobias reports to Mateo.\n- Sofia works for Cobalt Health.\n- Amara reports to Omar.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9306", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9307", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8531: employee Yuki T., hired 06 February 2020, separated 09 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8531?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9308", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5306: employee Yuki A., hired 26 February 2023, separated 07 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5306?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Helios Logistics is headquartered in Brno.\n- Viktor works for Summit Energy.\n- Mara reports to Viktor.\n- Helios Logistics was founded in 1983.\n- Sofia works for Northwind Systems.\n- Lucia reports to Kenji.\n- Viktor reports to Sofia.\n- Summit Energy was founded in 1979.\n- Mei works for Northwind Systems.\n- Kenji reports to Mei.\n- Summit Energy is headquartered in Nagoya.\n- Northwind Systems is headquartered in Brno.\n- Lucia works for Summit Energy.\n- Meridian Bank was founded in 1996.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Northwind Systems was founded in 1986.\n- Sofia reports to Nadia.\n- Kenji works for Meridian Bank.\n- Callum reports to Mara.\n- Mara works for Helios Logistics.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1981", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Basel.\n- Fernhill Foods is headquartered in Lyon.\n- Wren reports to Viktor.\n- Pinnacle Software is headquartered in Cork.\n- Hana reports to Amara.\n- Cedar Retail Group was founded in 2009.\n- Viktor reports to Sofia.\n- Fernhill Foods was founded in 1989.\n- Felix works for Pinnacle Software.\n- Omar works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Wren works for Ironwood Manufacturing.\n- Sofia reports to Jonas.\n- Jonas works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1988.\n- Omar reports to Chiara.\n- Chiara reports to Hana.\n- Amara works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Chiara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1985.\n- Amara reports to Wren.\n- Sanne reports to Omar.\n- Felix reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9311", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9312", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1747: employee Pablo M., hired 28 December 2023, separated 26 August 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1747?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9313", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 November 2025): For employees hired on or after 27 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8486: employee Leila B., hired 19 June 2024, separated 09 May 2027 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8486?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Cork.\n- Callum works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Jonas reports to Callum.\n- Helios Logistics was founded in 1997.\n- Cobalt Health is headquartered in Tallinn.\n- Elena reports to Zoya.\n- Elena works for Northwind Systems.\n- Omar works for Cobalt Health.\n- Tessa works for Northwind Systems.\n- Ravi works for Cobalt Health.\n- Omar reports to Elena.\n- Bruno works for Meridian Bank.\n- Tessa reports to Ravi.\n- Jonas works for Cobalt Health.\n- Callum reports to Tobias.\n- Deshawn reports to Tessa.\n- Tobias reports to Deshawn.\n- Tobias works for Helios Logistics.\n- Meridian Bank is headquartered in Tampere.\n- Northwind Systems is headquartered in Cork.\n- Meridian Bank was founded in 1976.\n- Cobalt Health was founded in 2000.\n- Zoya reports to Bruno.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Crescent Telecom is headquartered in Halifax.\n- Zoya reports to Elena.\n- Bruno works for Pinnacle Software.\n- Helios Logistics was founded in 1980.\n- Yuki reports to Bruno.\n- Beacon Insurance is headquartered in Austin.\n- Helios Logistics is headquartered in Brno.\n- Pablo works for Crescent Telecom.\n- Beacon Insurance was founded in 1986.\n- Crescent Telecom was founded in 2015.\n- Zoya works for Helios Logistics.\n- Bruno reports to Pablo.\n- Pinnacle Software is headquartered in Halifax.\n- Elena reports to Yuki.\n- Anders works for Crescent Telecom.\n- Pinnacle Software was founded in 2001.\n- Anders reports to Zoya.\n- Yuki works for Helios Logistics.\n- Pablo reports to Dmitri.\n- Dmitri reports to Wren.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Leila.\n- Tessa reports to Hana.\n- Atlas Freight is headquartered in Adelaide.\n- Hana reports to Ingrid.\n- Cedar Retail Group is headquartered in Cork.\n- Callum works for Northwind Systems.\n- Leila reports to Callum.\n- Callum reports to Sofia.\n- Pinnacle Software is headquartered in Cork.\n- Northwind Systems was founded in 1991.\n- Zoya reports to Chiara.\n- Pinnacle Software was founded in 2004.\n- Atlas Freight was founded in 1998.\n- Northwind Systems is headquartered in Cork.\n- Chiara reports to Tessa.\n- Sofia works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Chiara works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Hana works for Cedar Retail Group.\n- Ingrid works for Atlas Freight.\n- Cedar Retail Group was founded in 1980.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2013.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank was founded in 1992.\n- Nadia reports to Felix.\n- Hana reports to Chiara.\n- Meridian Bank is headquartered in Bergen.\n- Hana works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1975.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Felix reports to Hana.\n- Mara reports to Deshawn.\n- Mara works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods was founded in 2006.\n- Dmitri reports to Kenji.\n- Deshawn reports to Nadia.\n- Chiara reports to Dmitri.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Felix works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Zoya.\n- Cedar Retail Group was founded in 1988.\n- Wren works for Crescent Telecom.\n- Emeka works for Northwind Systems.\n- Lucia reports to Tobias.\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Bergen.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Tobias works for Northwind Systems.\n- Wren reports to Mei.\n- Emeka reports to Wren.\n- Vantage Air is headquartered in Porto.\n- Tobias reports to Felix.\n- Vantage Air was founded in 1998.\n- Northwind Systems is headquartered in Adelaide.\n- Felix works for Crescent Telecom.\n- Zoya reports to Lucia.\n- Crescent Telecom was founded in 1976.\n- Ingrid works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Ingrid reports to Emeka.\n- Zoya works for Vantage Air.\n- Felix reports to Dmitri.\n- Jonas reports to Ingrid.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9319", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9320", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9321", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4541: employee Sanne R., hired 09 December 2022, separated 19 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-4541 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$2,500", "2": "$8,667", "3": "$1,900"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Dmitri.\n- Zoya reports to Bruno.\n- Lattice Analytics is headquartered in Halifax.\n- Ingrid works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Summit Energy is headquartered in Porto.\n- Jonas reports to Mei.\n- Meridian Bank is headquartered in Halifax.\n- Bruno works for Meridian Bank.\n- Zoya works for Fernhill Foods.\n- Mei reports to Ingrid.\n- Fernhill Foods is headquartered in Porto.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Jonas works for Lattice Analytics.\n- Bruno reports to Aisha.\n- Summit Energy was founded in 1983.\n- Mara works for Lattice Analytics.\n- Aisha reports to Nadia.\n- Tobias reports to Zoya.\n- Meridian Bank was founded in 1988.\n- Nadia works for Lattice Analytics.\n- Ingrid reports to Tobias.\n- Fernhill Foods was founded in 1985.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Sanne reports to Emeka.\n- Lucia works for Lattice Analytics.\n- Summit Energy was founded in 2000.\n- Emeka reports to Lucia.\n- Deshawn reports to Mateo.\n- Pinnacle Software was founded in 2015.\n- Mateo works for Northwind Systems.\n- Stefan works for Lattice Analytics.\n- Northwind Systems is headquartered in Leeds.\n- Tessa reports to Sanne.\n- Stefan reports to Nadia.\n- Ravi works for Pinnacle Software.\n- Tessa works for Summit Energy.\n- Viktor reports to Stefan.\n- Yuki reports to Deshawn.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Nadia works for Lattice Analytics.\n- Emeka works for Northwind Systems.\n- Yuki works for Summit Energy.\n- Sanne works for Summit Energy.\n- Northwind Systems was founded in 2013.\n- Summit Energy is headquartered in Turku.\n- Lattice Analytics was founded in 2000.\n- Priya reports to Ravi.\n- Viktor works for Lattice Analytics.\n- Nadia reports to Yuki.\n- Deshawn works for Lattice Analytics.\n- Mateo reports to Tessa.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Dmitri.\n- Ingrid works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Tessa reports to Pablo.\n- Tessa works for Bluepine Aviation.\n- Deshawn reports to Mateo.\n- Nadia reports to Tessa.\n- Bluepine Aviation is headquartered in Lyon.\n- Ingrid reports to Nadia.\n- Mateo works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1981.\n- Emeka works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Lyon.\n- Pinnacle Software was founded in 2001.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Bluepine Aviation was founded in 2006.\n- Dmitri works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1989.\n- Deshawn works for Pinnacle Software.\n- Emeka reports to Deshawn.\n- Pinnacle Software is headquartered in Nagoya.\n- Dmitri reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9325", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3205: employee Ingrid R., hired 02 June 2021, separated 05 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3205?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Chiara works for Bluepine Aviation.\n- Leila works for Cobalt Health.\n- Aisha reports to Leila.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji reports to Tessa.\n- Amara reports to Sanne.\n- Cobalt Health is headquartered in Tampere.\n- Tessa works for Cedar Retail Group.\n- Tobias works for Helios Logistics.\n- Bluepine Aviation was founded in 1975.\n- Chiara reports to Tobias.\n- Cobalt Health was founded in 1984.\n- Sofia reports to Aisha.\n- Sanne reports to Kenji.\n- Helios Logistics was founded in 2013.\n- Cedar Retail Group was founded in 1996.\n- Amara works for Cobalt Health.\n- Leila reports to Amara.\n- Tobias reports to Sofia.\n- Kenji works for Helios Logistics.\n- Ingrid reports to Chiara.\n- Aisha works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Sofia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9327", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9328", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 92539, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9329", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9330", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9331", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7006: employee Hana K., hired 27 October 2022, separated 06 March 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7006?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9332", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9374: employee Zoya S., hired 14 April 2024, separated 30 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9374?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9333", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9334", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9335", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Tobias works for Pinnacle Software.\n- Bruno works for Crescent Telecom.\n- Sofia reports to Dmitri.\n- Nadia works for Pinnacle Software.\n- Elena reports to Emeka.\n- Atlas Freight was founded in 2010.\n- Sanne works for Northwind Systems.\n- Pinnacle Software is headquartered in Halifax.\n- Crescent Telecom was founded in 2004.\n- Tobias reports to Mara.\n- Elena works for Crescent Telecom.\n- Bruno reports to Elena.\n- Northwind Systems is headquartered in Halifax.\n- Emeka reports to Tobias.\n- Dmitri reports to Aisha.\n- Nadia reports to Sanne.\n- Pinnacle Software was founded in 2012.\n- Atlas Freight is headquartered in Halifax.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia works for Atlas Freight.\n- Aisha reports to Nadia.\n- Northwind Systems was founded in 1999.\n- Mara reports to Sofia.\n- Mara works for Atlas Freight.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9337", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9338", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7680: employee Tobias S., hired 17 November 2020, separated 09 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7680?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Zoya reports to Sanne.\n- Aisha works for Helios Logistics.\n- Wren works for Summit Energy.\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Wren reports to Deshawn.\n- Sanne works for Helios Logistics.\n- Crescent Telecom was founded in 1981.\n- Hana reports to Aisha.\n- Sanne reports to Viktor.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1994.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Viktor reports to Hana.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Summit Energy was founded in 1990.\n- Deshawn works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn reports to Chiara.\n- Crescent Telecom is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9340", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6656: employee Tessa K., hired 30 November 2024, separated 06 November 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-6656 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$8,312", "2": "$36,400", "3": "$9,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9341", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4321: employee Mara A., hired 11 March 2023, separated 23 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4321?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9342", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9228: employee Priya A., hired 16 October 2023, separated 20 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9228?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9343", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9344", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3063: employee Sofia R., hired 21 November 2022, separated 26 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3063?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9345", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9346", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7516: employee Ingrid R., hired 01 February 2020, separated 25 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7516?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9347", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 September 2025): For employees hired on or after 27 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9460: employee Tobias M., hired 31 May 2023, separated 28 November 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-9460 under the controlling rules.", "criteria": {"0": "$3,200", "1": "$22,533", "2": "$5,200", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9348", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 18477 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Tessa works for Summit Energy.\n- Sofia reports to Felix.\n- Cedar Retail Group was founded in 2008.\n- Northwind Systems is headquartered in Bergen.\n- Mara reports to Kenji.\n- Mateo works for Cedar Retail Group.\n- Summit Energy is headquartered in Bergen.\n- Nadia reports to Stefan.\n- Kenji reports to Mateo.\n- Sofia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Austin.\n- Summit Energy was founded in 2000.\n- Mateo reports to Nadia.\n- Nadia works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 1998.\n- Kenji works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1993.\n- Felix reports to Mara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Stefan reports to Tessa.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2003", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Felix reports to Aisha.\n- Emeka reports to Felix.\n- Summit Energy was founded in 2008.\n- Dmitri reports to Sanne.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Jonas reports to Pablo.\n- Cedar Retail Group is headquartered in Leeds.\n- Dmitri works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Tobias works for Cedar Retail Group.\n- Sanne reports to Tobias.\n- Sanne works for Helios Logistics.\n- Summit Energy is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Tobias reports to Emeka.\n- Helios Logistics was founded in 1990.\n- Pinnacle Software is headquartered in Nagoya.\n- Aisha reports to Jonas.\n- Helios Logistics is headquartered in Nagoya.\n- Jonas works for Helios Logistics.\n- Pinnacle Software was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sanne.\n- Atlas Freight was founded in 1996.\n- Amara reports to Anders.\n- Sanne reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Bruno.\n- Amara works for Pinnacle Software.\n- Aisha works for Helios Logistics.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Sanne works for Crescent Telecom.\n- Aisha reports to Elena.\n- Crescent Telecom was founded in 1985.\n- Bruno reports to Tobias.\n- Helios Logistics is headquartered in Halifax.\n- Helios Logistics was founded in 1988.\n- Pinnacle Software was founded in 1978.\n- Tobias works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Tobias reports to Aisha.\n- Pinnacle Software is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1973", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9352", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9353", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9944: employee Elena T., hired 23 February 2020, separated 10 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9944?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9354", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6708: employee Bruno M., hired 30 July 2021, separated 12 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6708?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2012.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pablo reports to Sofia.\n- Ironwood Manufacturing was founded in 2004.\n- Pinnacle Software is headquartered in Oslo.\n- Deshawn reports to Hana.\n- Helios Logistics is headquartered in Oslo.\n- Sofia works for Helios Logistics.\n- Sanne reports to Ravi.\n- Pablo works for Vantage Air.\n- Pinnacle Software was founded in 1995.\n- Vantage Air is headquartered in Basel.\n- Leila reports to Pablo.\n- Helios Logistics was founded in 1982.\n- Hana works for Ironwood Manufacturing.\n- Deshawn works for Helios Logistics.\n- Ravi works for Pinnacle Software.\n- Stefan reports to Leila.\n- Hana reports to Sanne.\n- Stefan works for Helios Logistics.\n- Ravi reports to Stefan.\n- Leila works for Ironwood Manufacturing.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9356", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7950: employee Felix A., hired 08 May 2025, separated 09 November 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7950?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9357", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2002.\n- Pinnacle Software is headquartered in Basel.\n- Beacon Insurance is headquartered in Lyon.\n- Ravi works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Lyon.\n- Bruno reports to Callum.\n- Summit Energy was founded in 2010.\n- Ravi reports to Emeka.\n- Pinnacle Software was founded in 1993.\n- Ingrid reports to Stefan.\n- Pablo works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Emeka reports to Dmitri.\n- Bruno works for Cedar Retail Group.\n- Pablo reports to Bruno.\n- Cedar Retail Group was founded in 1990.\n- Callum reports to Viktor.\n- Amara works for Cedar Retail Group.\n- Callum works for Pinnacle Software.\n- Summit Energy is headquartered in Basel.\n- Viktor works for Pinnacle Software.\n- Dmitri works for Cedar Retail Group.\n- Stefan reports to Pablo.\n- Stefan works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Dmitri reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Fernhill Foods.\n- Kenji reports to Amara.\n- Summit Energy is headquartered in Leeds.\n- Crescent Telecom is headquartered in Porto.\n- Zoya works for Crescent Telecom.\n- Emeka reports to Yuki.\n- Fernhill Foods was founded in 2006.\n- Amara works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Crescent Telecom was founded in 1994.\n- Leila reports to Mei.\n- Cedar Retail Group is headquartered in Porto.\n- Callum reports to Leila.\n- Amara reports to Emeka.\n- Cedar Retail Group was founded in 2013.\n- Emeka works for Cedar Retail Group.\n- Summit Energy was founded in 2005.\n- Kenji works for Summit Energy.\n- Zoya reports to Callum.\n- Fernhill Foods is headquartered in Porto.\n- Yuki reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9359", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9360", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 95171 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9361", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 56643 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "reports an item arrived broken", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9362", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3424: employee Leila A., hired 02 November 2021, separated 02 April 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3424?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Mei works for Cobalt Health.\n- Leila reports to Lucia.\n- Omar works for Cobalt Health.\n- Lucia reports to Omar.\n- Beacon Insurance was founded in 1991.\n- Wren reports to Tessa.\n- Wren works for Cobalt Health.\n- Helios Logistics is headquartered in Basel.\n- Mei reports to Sanne.\n- Vantage Air is headquartered in Austin.\n- Leila works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Tobias reports to Mei.\n- Lucia works for Helios Logistics.\n- Cobalt Health was founded in 2009.\n- Vantage Air was founded in 2012.\n- Omar reports to Wren.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Sanne reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Emeka works for Beacon Insurance.\n- Northwind Systems was founded in 2013.\n- Meridian Bank is headquartered in Oslo.\n- Stefan reports to Kenji.\n- Tessa works for Crescent Telecom.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Beacon Insurance is headquartered in Tampere.\n- Dmitri works for Northwind Systems.\n- Beacon Insurance was founded in 1975.\n- Anders works for Meridian Bank.\n- Emeka reports to Elena.\n- Aisha works for Beacon Insurance.\n- Stefan works for Meridian Bank.\n- Zoya reports to Tessa.\n- Crescent Telecom is headquartered in Oslo.\n- Felix works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Elena reports to Felix.\n- Northwind Systems is headquartered in Malmo.\n- Anders reports to Callum.\n- Aisha reports to Stefan.\n- Crescent Telecom was founded in 1998.\n- Callum reports to Emeka.\n- Callum works for Meridian Bank.\n- Dmitri reports to Aisha.\n- Mei reports to Zoya.\n- Kenji works for Crescent Telecom.\n- Tessa reports to Anders.\n- Mei works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Cobalt Health was founded in 1979.\n- Atlas Freight was founded in 1978.\n- Mei reports to Leila.\n- Cobalt Health is headquartered in Tallinn.\n- Pinnacle Software was founded in 1976.\n- Callum works for Atlas Freight.\n- Leila reports to Chiara.\n- Ingrid reports to Nadia.\n- Callum reports to Ingrid.\n- Lucia reports to Mei.\n- Jonas reports to Stefan.\n- Nadia works for Atlas Freight.\n- Lattice Analytics was founded in 2003.\n- Tobias reports to Lucia.\n- Lucia works for Pinnacle Software.\n- Ingrid works for Lattice Analytics.\n- Leila works for Pinnacle Software.\n- Chiara works for Lattice Analytics.\n- Chiara reports to Jonas.\n- Stefan works for Cobalt Health.\n- Atlas Freight is headquartered in Adelaide.\n- Jonas works for Cobalt Health.\n- Stefan reports to Callum.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9366", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4351: employee Chiara K., hired 24 May 2022, separated 02 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4351?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9367", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9368", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9369", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3796: employee Viktor A., hired 17 March 2022, separated 31 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3796?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9370", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "rollback", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9371", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8167: employee Stefan M., hired 16 June 2023, separated 12 October 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-8167 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$7,962", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Vantage Air was founded in 1991.\n- Deshawn works for Vantage Air.\n- Cedar Retail Group is headquartered in Tallinn.\n- Lucia works for Cedar Retail Group.\n- Mateo reports to Anders.\n- Northwind Systems was founded in 2008.\n- Meridian Bank was founded in 1979.\n- Anders works for Cedar Retail Group.\n- Sofia reports to Lucia.\n- Northwind Systems is headquartered in Basel.\n- Meridian Bank is headquartered in Basel.\n- Anders reports to Stefan.\n- Viktor works for Cedar Retail Group.\n- Deshawn reports to Sofia.\n- Cedar Retail Group was founded in 1989.\n- Zoya works for Northwind Systems.\n- Viktor reports to Deshawn.\n- Sofia works for Vantage Air.\n- Lucia reports to Mateo.\n- Mateo works for Cedar Retail Group.\n- Stefan reports to Zoya.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9373", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Zoya.\n- Ingrid works for Lattice Analytics.\n- Aisha works for Crescent Telecom.\n- Chiara works for Fernhill Foods.\n- Summit Energy was founded in 1995.\n- Lattice Analytics was founded in 2012.\n- Fernhill Foods was founded in 2014.\n- Zoya works for Lattice Analytics.\n- Lucia works for Summit Energy.\n- Tessa reports to Aisha.\n- Fernhill Foods is headquartered in Basel.\n- Crescent Telecom is headquartered in Cork.\n- Zoya reports to Hana.\n- Aisha reports to Lucia.\n- Crescent Telecom was founded in 1980.\n- Tobias works for Summit Energy.\n- Hana reports to Chiara.\n- Tessa works for Fernhill Foods.\n- Summit Energy is headquartered in Basel.\n- Ingrid reports to Tessa.\n- Hana works for Summit Energy.\n- Tobias reports to Ingrid.\n- Lattice Analytics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9375", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1584: employee Kenji A., hired 24 April 2023, separated 11 September 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-1584 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$45,000", "2": "$10,385", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Lattice Analytics was founded in 1982.\n- Yuki works for Helios Logistics.\n- Pablo reports to Yuki.\n- Helios Logistics was founded in 1985.\n- Dmitri works for Lattice Analytics.\n- Deshawn works for Meridian Bank.\n- Jonas reports to Chiara.\n- Pablo works for Lattice Analytics.\n- Lucia works for Helios Logistics.\n- Meridian Bank is headquartered in Porto.\n- Helios Logistics is headquartered in Porto.\n- Dmitri reports to Lucia.\n- Beacon Insurance was founded in 1980.\n- Meridian Bank was founded in 2013.\n- Jonas works for Beacon Insurance.\n- Elena reports to Pablo.\n- Chiara works for Beacon Insurance.\n- Lucia reports to Jonas.\n- Lattice Analytics is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Austin.\n- Deshawn reports to Elena.\n- Yuki reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Omar reports to Elena.\n- Zoya works for Helios Logistics.\n- Mei reports to Stefan.\n- Meridian Bank is headquartered in Tallinn.\n- Helios Logistics is headquartered in Halifax.\n- Elena reports to Amara.\n- Summit Energy is headquartered in Adelaide.\n- Meridian Bank was founded in 2005.\n- Bruno works for Meridian Bank.\n- Amara works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Helios Logistics was founded in 1982.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 1981.\n- Bruno reports to Mei.\n- Lucia reports to Omar.\n- Elena works for Helios Logistics.\n- Summit Energy was founded in 1995.\n- Zoya reports to Bruno.\n- Omar works for Beacon Insurance.\n- Stefan works for Summit Energy.\n- Amara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Elena reports to Yuki.\n- Pablo reports to Wren.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Dmitri reports to Nadia.\n- Cobalt Health was founded in 1976.\n- Deshawn reports to Dmitri.\n- Fernhill Foods is headquartered in Nagoya.\n- Wren works for Cobalt Health.\n- Nadia reports to Pablo.\n- Zoya reports to Elena.\n- Wren reports to Zoya.\n- Bluepine Aviation is headquartered in Austin.\n- Zoya works for Bluepine Aviation.\n- Deshawn works for Fernhill Foods.\n- Atlas Freight was founded in 2014.\n- Fernhill Foods was founded in 1982.\n- Pablo works for Atlas Freight.\n- Nadia works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Bluepine Aviation was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Deshawn.\n- Bruno works for Atlas Freight.\n- Deshawn works for Summit Energy.\n- Beacon Insurance is headquartered in Adelaide.\n- Wren works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Amara reports to Anders.\n- Ironwood Manufacturing was founded in 2007.\n- Mei reports to Amara.\n- Sofia reports to Wren.\n- Ravi works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Beacon Insurance was founded in 2002.\n- Anders reports to Ravi.\n- Atlas Freight was founded in 1985.\n- Summit Energy is headquartered in Ghent.\n- Deshawn reports to Mei.\n- Sofia works for Atlas Freight.\n- Wren reports to Bruno.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Atlas Freight is headquartered in Leeds.\n- Anders works for Atlas Freight.\n- Summit Energy was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cedar Retail Group.\n- Leila works for Meridian Bank.\n- Kenji works for Cedar Retail Group.\n- Omar reports to Tobias.\n- Northwind Systems is headquartered in Valencia.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Tobias works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2009.\n- Bluepine Aviation is headquartered in Ghent.\n- Meridian Bank is headquartered in Ghent.\n- Bluepine Aviation was founded in 1995.\n- Leila reports to Sanne.\n- Kenji reports to Anders.\n- Cedar Retail Group is headquartered in Tallinn.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Anders works for Bluepine Aviation.\n- Sanne works for Northwind Systems.\n- Sanne reports to Nadia.\n- Nadia reports to Kenji.\n- Anders reports to Omar.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9381", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Mara reports to Mateo.\n- Deshawn works for Helios Logistics.\n- Fernhill Foods was founded in 1995.\n- Chiara reports to Wren.\n- Omar reports to Deshawn.\n- Mateo works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1999.\n- Mateo reports to Amara.\n- Beacon Insurance is headquartered in Leeds.\n- Chiara works for Helios Logistics.\n- Hana works for Fernhill Foods.\n- Amara reports to Chiara.\n- Helios Logistics was founded in 1992.\n- Deshawn reports to Mara.\n- Helios Logistics is headquartered in Cork.\n- Wren reports to Hana.\n- Omar works for Fernhill Foods.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Leeds.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1987.\n- Leila works for Summit Energy.\n- Leila reports to Ingrid.\n- Amara works for Northwind Systems.\n- Summit Energy was founded in 2013.\n- Northwind Systems was founded in 2009.\n- Viktor works for Atlas Freight.\n- Ingrid reports to Yuki.\n- Summit Energy is headquartered in Adelaide.\n- Bruno reports to Viktor.\n- Amara reports to Leila.\n- Atlas Freight is headquartered in Turku.\n- Mateo reports to Deshawn.\n- Deshawn reports to Bruno.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Felix works for Cobalt Health.\n- Bruno works for Atlas Freight.\n- Cobalt Health is headquartered in Tampere.\n- Kenji reports to Amara.\n- Cobalt Health was founded in 2010.\n- Kenji works for Summit Energy.\n- Deshawn works for Atlas Freight.\n- Mateo works for Cobalt Health.\n- Viktor reports to Felix.\n- Yuki works for Summit Energy.\n- Felix reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Stefan.\n- Summit Energy is headquartered in Lyon.\n- Chiara reports to Omar.\n- Sanne works for Fernhill Foods.\n- Callum works for Summit Energy.\n- Elena works for Cobalt Health.\n- Zoya works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Tessa reports to Callum.\n- Stefan works for Summit Energy.\n- Cobalt Health was founded in 2011.\n- Mara works for Summit Energy.\n- Helios Logistics was founded in 1983.\n- Amara reports to Sanne.\n- Nadia works for Summit Energy.\n- Zoya reports to Elena.\n- Stefan reports to Tessa.\n- Mara reports to Bruno.\n- Omar reports to Mara.\n- Amara works for Cobalt Health.\n- Summit Energy was founded in 1981.\n- Omar works for Helios Logistics.\n- Tessa works for Fernhill Foods.\n- Nadia reports to Amara.\n- Sanne reports to Chiara.\n- Bruno works for Helios Logistics.\n- Chiara works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Cobalt Health is headquartered in Lyon.\n- Bruno reports to Zoya.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9385", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Emeka.\n- Bruno works for Meridian Bank.\n- Pinnacle Software was founded in 2005.\n- Northwind Systems was founded in 1991.\n- Ravi reports to Bruno.\n- Dmitri reports to Ravi.\n- Deshawn works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Dmitri works for Meridian Bank.\n- Pinnacle Software is headquartered in Dunedin.\n- Stefan works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Emeka reports to Leila.\n- Deshawn reports to Stefan.\n- Sofia works for Pinnacle Software.\n- Northwind Systems is headquartered in Basel.\n- Emeka works for Meridian Bank.\n- Stefan reports to Dmitri.\n- Bruno reports to Sofia.\n- Meridian Bank is headquartered in Cork.\n- Lattice Analytics was founded in 1992.\n- Leila works for Northwind Systems.\n- Meridian Bank was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Fernhill Foods was founded in 1977.\n- Sanne works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Emeka works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Amara works for Bluepine Aviation.\n- Ravi works for Northwind Systems.\n- Tessa reports to Anders.\n- Tobias works for Northwind Systems.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Emeka reports to Sofia.\n- Leila works for Fernhill Foods.\n- Sanne reports to Ravi.\n- Ravi reports to Amara.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1982.\n- Deshawn reports to Tobias.\n- Leila reports to Emeka.\n- Pablo reports to Deshawn.\n- Amara reports to Pablo.\n- Wren reports to Sanne.\n- Tobias reports to Tessa.\n- Sofia reports to Wren.\n- Wren works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Northwind Systems was founded in 2005.\n- Deshawn works for Northwind Systems.\n- Fernhill Foods is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2005", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9388", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3562: employee Chiara T., hired 28 June 2020, separated 19 May 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-3562 under the controlling rules.", "criteria": {"0": "$105,733", "1": "$24,900", "2": "$24,400", "3": "$24,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9389", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Meridian Bank is headquartered in Nagoya.\n- Chiara reports to Mara.\n- Mara reports to Deshawn.\n- Anders reports to Callum.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank was founded in 1975.\n- Lattice Analytics was founded in 2006.\n- Stefan reports to Nadia.\n- Anders works for Bluepine Aviation.\n- Pablo reports to Stefan.\n- Deshawn reports to Pablo.\n- Bluepine Aviation was founded in 1985.\n- Bluepine Aviation is headquartered in Nagoya.\n- Chiara works for Cobalt Health.\n- Cobalt Health was founded in 1981.\n- Nadia reports to Anders.\n- Mara works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sofia.\n- Anders reports to Tessa.\n- Fernhill Foods was founded in 1977.\n- Mateo works for Fernhill Foods.\n- Kenji works for Cobalt Health.\n- Amara reports to Bruno.\n- Amara works for Cobalt Health.\n- Tessa reports to Kenji.\n- Dmitri reports to Amara.\n- Sofia works for Fernhill Foods.\n- Jonas works for Cobalt Health.\n- Beacon Insurance was founded in 2010.\n- Mateo reports to Anders.\n- Dmitri works for Lattice Analytics.\n- Callum reports to Dmitri.\n- Leila reports to Chiara.\n- Kenji reports to Leila.\n- Bruno works for Beacon Insurance.\n- Tessa works for Cobalt Health.\n- Callum works for Beacon Insurance.\n- Lattice Analytics is headquartered in Nagoya.\n- Lattice Analytics was founded in 1983.\n- Cobalt Health was founded in 1981.\n- Beacon Insurance is headquartered in Nagoya.\n- Anders works for Beacon Insurance.\n- Cobalt Health is headquartered in Bergen.\n- Jonas reports to Mateo.\n- Fernhill Foods is headquartered in Bergen.\n- Leila works for Fernhill Foods.\n- Chiara reports to Callum.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9392", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5432: employee Sanne B., hired 16 November 2023, separated 16 September 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-5432 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,500", "2": "$2,700", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9393", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9394", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5919: employee Chiara M., hired 09 December 2021, separated 20 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5919?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9395", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9396", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9397", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Mei reports to Aisha.\n- Kenji works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Bruno works for Crescent Telecom.\n- Felix reports to Tobias.\n- Aisha works for Crescent Telecom.\n- Priya reports to Felix.\n- Leila reports to Kenji.\n- Lucia reports to Bruno.\n- Mei works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Beacon Insurance was founded in 1983.\n- Tobias works for Pinnacle Software.\n- Zoya works for Crescent Telecom.\n- Lucia works for Helios Logistics.\n- Leila works for Beacon Insurance.\n- Aisha reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Beacon Insurance is headquartered in Porto.\n- Helios Logistics is headquartered in Valencia.\n- Kenji reports to Mei.\n- Sanne works for Beacon Insurance.\n- Helios Logistics was founded in 1987.\n- Crescent Telecom was founded in 1999.\n- Sanne reports to Leila.\n- Pinnacle Software was founded in 2001.\n- Crescent Telecom is headquartered in Malmo.\n- Bruno reports to Zoya.\n- Pinnacle Software is headquartered in Malmo.\n- Chiara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Wren works for Cobalt Health.\n- Summit Energy is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.\n- Stefan works for Lattice Analytics.\n- Priya works for Cobalt Health.\n- Stefan reports to Tobias.\n- Elena reports to Mara.\n- Mara reports to Lucia.\n- Tessa reports to Elena.\n- Sanne works for Summit Energy.\n- Priya reports to Sanne.\n- Lucia works for Meridian Bank.\n- Lucia reports to Stefan.\n- Meridian Bank was founded in 1987.\n- Sanne reports to Tessa.\n- Cobalt Health is headquartered in Lyon.\n- Lattice Analytics was founded in 1986.\n- Elena works for Lattice Analytics.\n- Tobias works for Summit Energy.\n- Ravi works for Meridian Bank.\n- Lattice Analytics is headquartered in Ghent.\n- Ravi reports to Dmitri.\n- Mara works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Dmitri reports to Ingrid.\n- Wren reports to Ravi.\n- Tessa works for Meridian Bank.\n- Ingrid reports to Priya.\n- Cobalt Health was founded in 1988.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Vantage Air was founded in 1985.\n- Callum reports to Priya.\n- Northwind Systems is headquartered in Malmo.\n- Sofia works for Vantage Air.\n- Deshawn reports to Sofia.\n- Lucia reports to Callum.\n- Mateo reports to Viktor.\n- Wren works for Beacon Insurance.\n- Sofia reports to Wren.\n- Fernhill Foods is headquartered in Malmo.\n- Lucia works for Northwind Systems.\n- Beacon Insurance was founded in 1997.\n- Pablo reports to Mateo.\n- Pablo works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Priya reports to Bruno.\n- Viktor reports to Ingrid.\n- Bruno reports to Deshawn.\n- Mateo works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Tessa reports to Lucia.\n- Vantage Air is headquartered in Austin.\n- Fernhill Foods was founded in 2015.\n- Ingrid works for Beacon Insurance.\n- Bruno works for Fernhill Foods.\n- Beacon Insurance is headquartered in Oslo.\n- Northwind Systems was founded in 1978.\n- Ingrid reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9401", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9402", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 38867\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9403", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "send_message", "2": "play_music", "3": "control_lights", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9404", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3734: employee Zoya T., hired 06 April 2021, separated 12 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3734?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9405", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1530: employee Anders R., hired 19 December 2021, separated 24 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1530?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Hana reports to Mateo.\n- Bruno reports to Dmitri.\n- Mara works for Fernhill Foods.\n- Mei reports to Jonas.\n- Omar works for Cobalt Health.\n- Ingrid works for Ironwood Manufacturing.\n- Mateo reports to Mei.\n- Fernhill Foods was founded in 1986.\n- Hana works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Bruno works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Fernhill Foods is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1998.\n- Jonas works for Cobalt Health.\n- Omar reports to Hana.\n- Bluepine Aviation was founded in 2008.\n- Ingrid reports to Mara.\n- Dmitri works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Emeka reports to Ingrid.\n- Cobalt Health was founded in 1995.\n- Cobalt Health is headquartered in Malmo.\n- Jonas reports to Emeka.\n- Mara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9407", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9408", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9409", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Mara reports to Amara.\n- Amara works for Helios Logistics.\n- Callum reports to Leila.\n- Amara reports to Jonas.\n- Ironwood Manufacturing was founded in 1989.\n- Wren reports to Callum.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Emeka reports to Nadia.\n- Northwind Systems was founded in 1999.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Leila works for Bluepine Aviation.\n- Tobias reports to Wren.\n- Bluepine Aviation was founded in 1987.\n- Northwind Systems is headquartered in Turku.\n- Tobias works for Northwind Systems.\n- Emeka works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Nagoya.\n- Leila reports to Emeka.\n- Jonas reports to Mei.\n- Nadia reports to Mara.\n- Helios Logistics was founded in 1994.\n- Wren works for Northwind Systems.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Jonas works for Pinnacle Software.\n- Emeka reports to Lucia.\n- Summit Energy is headquartered in Cork.\n- Ingrid works for Pinnacle Software.\n- Summit Energy was founded in 1979.\n- Pinnacle Software is headquartered in Malmo.\n- Dmitri reports to Chiara.\n- Emeka works for Bluepine Aviation.\n- Lattice Analytics was founded in 1998.\n- Ingrid reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Pablo works for Lattice Analytics.\n- Pinnacle Software was founded in 1991.\n- Bruno reports to Pablo.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki reports to Ingrid.\n- Lucia reports to Bruno.\n- Viktor works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Priya reports to Jonas.\n- Pablo reports to Viktor.\n- Bruno works for Pinnacle Software.\n- Sanne reports to Emeka.\n- Priya works for Pinnacle Software.\n- Chiara reports to Priya.\n- Chiara works for Pinnacle Software.\n- Jonas reports to Yuki.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9412", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 93937, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "track_order", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9413", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6657: employee Elena A., hired 10 November 2021, separated 08 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6657?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia reports to Callum.\n- Summit Energy was founded in 1991.\n- Meridian Bank is headquartered in Dunedin.\n- Hana reports to Nadia.\n- Northwind Systems was founded in 2000.\n- Bruno works for Summit Energy.\n- Aisha works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1994.\n- Ironwood Manufacturing was founded in 1986.\n- Anders works for Northwind Systems.\n- Summit Energy is headquartered in Bergen.\n- Ingrid reports to Lucia.\n- Lucia reports to Bruno.\n- Anders reports to Aisha.\n- Callum reports to Ingrid.\n- Northwind Systems is headquartered in Turku.\n- Callum works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Bruno reports to Anders.\n- Nadia works for Summit Energy.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9415", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9416", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9417", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8149: employee Emeka T., hired 26 July 2024, separated 13 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-8149 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,000", "2": "$34,667", "3": "$5,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9418", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9419", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2327: employee Tessa T., hired 05 November 2021, separated 21 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2327?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9420", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Elena.\n- Northwind Systems was founded in 1986.\n- Elena works for Northwind Systems.\n- Elena reports to Mateo.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Northwind Systems is headquartered in Brno.\n- Mei works for Northwind Systems.\n- Mei reports to Yuki.\n- Amara works for Cedar Retail Group.\n- Yuki works for Northwind Systems.\n- Vantage Air was founded in 1996.\n- Stefan reports to Anders.\n- Jonas works for Northwind Systems.\n- Vantage Air is headquartered in Brno.\n- Stefan works for Vantage Air.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1996.\n- Mateo reports to Lucia.\n- Jonas reports to Amara.\n- Mateo works for Vantage Air.\n- Crescent Telecom was founded in 2015.\n- Ravi works for Crescent Telecom.\n- Anders reports to Jonas.\n- Lucia reports to Stefan.\n- Anders works for Northwind Systems.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9422", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-9 (VERSION 2, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5982: employee Jonas B., hired 15 January 2024, separated 13 November 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-5982 under the controlling rules.", "criteria": {"0": "$1,600", "1": "$3,500", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9423", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Aisha.\n- Pablo works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1993.\n- Nadia works for Pinnacle Software.\n- Meridian Bank is headquartered in Tallinn.\n- Mei works for Pinnacle Software.\n- Anders works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mara works for Pinnacle Software.\n- Meridian Bank was founded in 1996.\n- Lucia works for Bluepine Aviation.\n- Aisha reports to Yuki.\n- Pablo reports to Mei.\n- Pinnacle Software is headquartered in Valencia.\n- Dmitri works for Bluepine Aviation.\n- Kenji reports to Anders.\n- Bluepine Aviation was founded in 2008.\n- Sofia works for Ironwood Manufacturing.\n- Lucia reports to Sofia.\n- Yuki works for Ironwood Manufacturing.\n- Anders reports to Emeka.\n- Mei reports to Kenji.\n- Aisha works for Meridian Bank.\n- Sofia reports to Dmitri.\n- Nadia reports to Lucia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Yuki reports to Nadia.\n- Emeka reports to Mara.\n- Pinnacle Software was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2003", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9425", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sanne.\n- Deshawn reports to Viktor.\n- Sanne works for Bluepine Aviation.\n- Fernhill Foods was founded in 1993.\n- Crescent Telecom was founded in 1987.\n- Priya works for Meridian Bank.\n- Sofia works for Fernhill Foods.\n- Leila works for Meridian Bank.\n- Elena works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Bluepine Aviation was founded in 1986.\n- Fernhill Foods is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Ghent.\n- Mei works for Crescent Telecom.\n- Mei reports to Deshawn.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Meridian Bank is headquartered in Valencia.\n- Zoya reports to Pablo.\n- Crescent Telecom is headquartered in Porto.\n- Leila reports to Zoya.\n- Viktor reports to Elena.\n- Pablo reports to Priya.\n- Viktor works for Meridian Bank.\n- Zoya works for Crescent Telecom.\n- Sanne reports to Leila.\n- Priya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9427", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9428", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9429", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-8 (VERSION 3, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9041: employee Deshawn A., hired 12 January 2024, separated 30 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9041?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9430", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9431", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9432", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9433", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9434", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 March 2023): For employees hired on or after 27 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9193: employee Viktor S., hired 11 November 2019, separated 23 November 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9193?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Jonas reports to Nadia.\n- Meridian Bank was founded in 1992.\n- Nadia reports to Chiara.\n- Helios Logistics is headquartered in Adelaide.\n- Crescent Telecom was founded in 1992.\n- Ingrid works for Helios Logistics.\n- Emeka reports to Mara.\n- Chiara reports to Stefan.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Jonas.\n- Kenji reports to Lucia.\n- Mara works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Ravi reports to Yuki.\n- Mara reports to Ingrid.\n- Omar reports to Kenji.\n- Vantage Air was founded in 1975.\n- Vantage Air is headquartered in Adelaide.\n- Stefan reports to Emeka.\n- Lucia reports to Ravi.\n- Kenji works for Crescent Telecom.\n- Lucia works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Nadia works for Meridian Bank.\n- Omar works for Helios Logistics.\n- Stefan works for Crescent Telecom.\n- Helios Logistics was founded in 1997.\n- Meridian Bank is headquartered in Cork.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9436", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9437", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9438", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8387: employee Yuki T., hired 14 October 2022, separated 14 February 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-8387 under the controlling rules.", "criteria": {"0": "$12,851", "1": "$14,721", "2": "$12,721", "3": "$55,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9439", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9440", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9395: employee Chiara S., hired 30 June 2023, separated 29 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9395?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Nadia reports to Aisha.\n- Hana works for Cobalt Health.\n- Sofia reports to Emeka.\n- Leila reports to Hana.\n- Jonas reports to Amara.\n- Jonas works for Northwind Systems.\n- Felix works for Pinnacle Software.\n- Wren works for Northwind Systems.\n- Leila works for Pinnacle Software.\n- Cobalt Health was founded in 1985.\n- Amara reports to Deshawn.\n- Hana reports to Wren.\n- Northwind Systems was founded in 1993.\n- Sofia works for Cobalt Health.\n- Felix reports to Jonas.\n- Aisha works for Lattice Analytics.\n- Northwind Systems is headquartered in Brno.\n- Deshawn reports to Leila.\n- Lattice Analytics was founded in 1985.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Tessa reports to Nadia.\n- Wren reports to Tessa.\n- Pinnacle Software is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Malmo.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software was founded in 1991.\n- Emeka works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Aisha reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Oslo.\n- Tobias works for Vantage Air.\n- Summit Energy was founded in 1991.\n- Atlas Freight was founded in 1987.\n- Zoya works for Summit Energy.\n- Dmitri works for Vantage Air.\n- Bruno reports to Leila.\n- Ironwood Manufacturing was founded in 2009.\n- Mei works for Atlas Freight.\n- Kenji reports to Emeka.\n- Vantage Air was founded in 1997.\n- Leila reports to Dmitri.\n- Wren works for Vantage Air.\n- Lucia reports to Yuki.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Leila works for Atlas Freight.\n- Emeka reports to Wren.\n- Wren reports to Lucia.\n- Yuki reports to Tobias.\n- Summit Energy is headquartered in Basel.\n- Pablo reports to Kenji.\n- Lucia works for Vantage Air.\n- Zoya reports to Pablo.\n- Emeka works for Ironwood Manufacturing.\n- Mei reports to Zoya.\n- Dmitri reports to Mei.\n- Pablo works for Vantage Air.\n- Atlas Freight is headquartered in Basel.\n- Bruno works for Vantage Air.\n- Kenji works for Summit Energy.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9443", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9444", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9445", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9446", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9447", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Callum reports to Amara.\n- Northwind Systems was founded in 1979.\n- Crescent Telecom was founded in 1997.\n- Bluepine Aviation is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Northwind Systems is headquartered in Valencia.\n- Kenji works for Bluepine Aviation.\n- Amara reports to Hana.\n- Hana reports to Elena.\n- Kenji reports to Wren.\n- Chiara reports to Viktor.\n- Ironwood Manufacturing was founded in 2015.\n- Chiara works for Ironwood Manufacturing.\n- Callum works for Crescent Telecom.\n- Wren reports to Chiara.\n- Wren works for Northwind Systems.\n- Crescent Telecom is headquartered in Oslo.\n- Viktor works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Hana works for Ironwood Manufacturing.\n- Elena reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Dmitri.\n- Kenji reports to Chiara.\n- Ironwood Manufacturing was founded in 2009.\n- Tobias reports to Kenji.\n- Chiara reports to Ravi.\n- Cobalt Health was founded in 2014.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka reports to Tessa.\n- Emeka works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Ravi works for Atlas Freight.\n- Ravi reports to Emeka.\n- Atlas Freight is headquartered in Dunedin.\n- Tessa works for Atlas Freight.\n- Meridian Bank is headquartered in Cork.\n- Tobias works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1985.\n- Cobalt Health is headquartered in Porto.\n- Tessa reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9450", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2245: employee Callum M., hired 22 April 2020, separated 03 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2245?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9451", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5390: employee Pablo T., hired 04 July 2021, separated 25 September 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5390?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5390 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9452", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9453", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9454", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8630: employee Omar A., hired 02 October 2021, separated 17 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-8630 under the controlling rules.", "criteria": {"0": "$81,000", "1": "$18,692", "2": "$18,822", "3": "$19,692"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Kenji.\n- Omar reports to Nadia.\n- Mateo works for Meridian Bank.\n- Kenji reports to Yuki.\n- Wren works for Atlas Freight.\n- Yuki reports to Stefan.\n- Mei reports to Mateo.\n- Mei works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Kenji works for Meridian Bank.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Amara.\n- Stefan reports to Tobias.\n- Amara works for Helios Logistics.\n- Cedar Retail Group is headquartered in Turku.\n- Mateo reports to Omar.\n- Helios Logistics is headquartered in Brno.\n- Nadia works for Atlas Freight.\n- Helios Logistics was founded in 1984.\n- Meridian Bank was founded in 2004.\n- Atlas Freight was founded in 1993.\n- Meridian Bank is headquartered in Brno.\n- Amara reports to Mei.\n- Cedar Retail Group was founded in 1999.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9456", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Helios Logistics.\n- Lucia reports to Ingrid.\n- Amara reports to Kenji.\n- Beacon Insurance was founded in 2004.\n- Helios Logistics was founded in 1978.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Nadia works for Bluepine Aviation.\n- Mateo works for Beacon Insurance.\n- Stefan reports to Dmitri.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Adelaide.\n- Anders reports to Amara.\n- Callum reports to Nadia.\n- Kenji works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Nadia reports to Anders.\n- Ingrid reports to Mateo.\n- Dmitri works for Helios Logistics.\n- Kenji reports to Lucia.\n- Mateo reports to Stefan.\n- Beacon Insurance is headquartered in Austin.\n- Helios Logistics is headquartered in Tampere.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9458", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9459", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9460", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9461", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9462", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9463", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9464", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Callum works for Helios Logistics.\n- Omar reports to Kenji.\n- Chiara works for Pinnacle Software.\n- Viktor reports to Jonas.\n- Amara reports to Priya.\n- Jonas works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Priya reports to Omar.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1985.\n- Priya works for Pinnacle Software.\n- Northwind Systems is headquartered in Ghent.\n- Leila reports to Viktor.\n- Helios Logistics was founded in 1999.\n- Omar works for Summit Energy.\n- Chiara reports to Leila.\n- Kenji reports to Callum.\n- Tessa works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa reports to Chiara.\n- Summit Energy is headquartered in Adelaide.\n- Helios Logistics is headquartered in Cork.\n- Northwind Systems was founded in 1986.\n- Callum reports to Tessa.\n- Pinnacle Software was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2006", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Felix.\n- Stefan works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mara reports to Priya.\n- Atlas Freight was founded in 2014.\n- Chiara reports to Jonas.\n- Felix reports to Ingrid.\n- Pinnacle Software is headquartered in Halifax.\n- Jonas reports to Callum.\n- Atlas Freight is headquartered in Tallinn.\n- Sanne reports to Mei.\n- Jonas works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Priya reports to Dmitri.\n- Ingrid reports to Mara.\n- Ironwood Manufacturing was founded in 2000.\n- Cedar Retail Group is headquartered in Halifax.\n- Callum works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Mei works for Pinnacle Software.\n- Sanne works for Atlas Freight.\n- Chiara works for Pinnacle Software.\n- Callum reports to Stefan.\n- Ingrid works for Pinnacle Software.\n- Dmitri works for Atlas Freight.\n- Cedar Retail Group was founded in 1981.\n- Stefan reports to Sanne.\n- Priya works for Ironwood Manufacturing.\n- Mei reports to Aisha.\n- Pinnacle Software was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9467", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 October 2025): For employees hired on or after 27 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8922: employee Tessa R., hired 28 July 2025, separated 03 January 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8922?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Northwind Systems is headquartered in Austin.\n- Meridian Bank is headquartered in Porto.\n- Summit Energy is headquartered in Porto.\n- Northwind Systems was founded in 1975.\n- Dmitri reports to Priya.\n- Chiara works for Northwind Systems.\n- Priya reports to Sanne.\n- Dmitri works for Lattice Analytics.\n- Viktor reports to Hana.\n- Lattice Analytics was founded in 1991.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Meridian Bank was founded in 2015.\n- Amara works for Summit Energy.\n- Lucia works for Meridian Bank.\n- Lucia reports to Deshawn.\n- Nadia reports to Ravi.\n- Deshawn reports to Nadia.\n- Chiara reports to Dmitri.\n- Summit Energy was founded in 1977.\n- Aisha reports to Lucia.\n- Ravi works for Lattice Analytics.\n- Nadia works for Northwind Systems.\n- Amara reports to Aisha.\n- Viktor works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Sanne reports to Amara.\n- Ravi reports to Viktor.\n- Aisha works for Lattice Analytics.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9469", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1996.\n- Fernhill Foods was founded in 1985.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Ghent.\n- Aisha works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Ghent.\n- Mateo works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Nadia reports to Chiara.\n- Fernhill Foods is headquartered in Basel.\n- Mara works for Crescent Telecom.\n- Bluepine Aviation was founded in 1982.\n- Mara reports to Jonas.\n- Chiara reports to Deshawn.\n- Crescent Telecom was founded in 2011.\n- Nadia works for Crescent Telecom.\n- Aisha reports to Ravi.\n- Deshawn reports to Aisha.\n- Jonas reports to Mateo.\n- Mateo reports to Nadia.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9471", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9472", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 January 2026): For employees hired on or after 12 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6997: employee Bruno K., hired 22 August 2022, separated 08 September 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6997?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9473", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5762: employee Mara T., hired 26 April 2023, separated 04 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5762?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9474", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3050: employee Omar A., hired 23 November 2020, separated 16 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3050?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9475", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9508: employee Hana B., hired 18 April 2023, separated 01 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9508?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9476", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6315: employee Chiara S., hired 29 July 2023, separated 27 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2026-6315 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$8,385", "3": "$8,827"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Chiara reports to Viktor.\n- Ravi reports to Elena.\n- Crescent Telecom was founded in 1986.\n- Viktor reports to Ravi.\n- Lucia works for Helios Logistics.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Austin.\n- Pablo reports to Chiara.\n- Helios Logistics was founded in 2008.\n- Priya reports to Wren.\n- Priya works for Crescent Telecom.\n- Wren reports to Lucia.\n- Ravi works for Helios Logistics.\n- Bluepine Aviation was founded in 1992.\n- Elena works for Helios Logistics.\n- Elena reports to Priya.\n- Bruno works for Lattice Analytics.\n- Nadia reports to Bruno.\n- Lucia reports to Nadia.\n- Wren works for Helios Logistics.\n- Viktor works for Crescent Telecom.\n- Lattice Analytics was founded in 1979.\n- Helios Logistics is headquartered in Austin.\n- Chiara works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2011", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9478", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Omar.\n- Ironwood Manufacturing was founded in 1989.\n- Callum works for Vantage Air.\n- Anders reports to Felix.\n- Ingrid works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Vantage Air is headquartered in Nagoya.\n- Lucia reports to Sanne.\n- Kenji works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tampere.\n- Felix reports to Callum.\n- Mei reports to Dmitri.\n- Sanne reports to Ingrid.\n- Lucia works for Meridian Bank.\n- Callum reports to Kenji.\n- Omar reports to Lucia.\n- Felix works for Meridian Bank.\n- Dmitri reports to Anders.\n- Anders works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2003.\n- Northwind Systems was founded in 1988.\n- Northwind Systems is headquartered in Nagoya.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9480", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3870: employee Yuki A., hired 15 May 2023, separated 15 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3870?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9481", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2640: employee Nadia B., hired 03 September 2021, separated 09 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2640?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Zoya reports to Wren.\n- Leila works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Sofia works for Fernhill Foods.\n- Callum works for Meridian Bank.\n- Summit Energy was founded in 1998.\n- Tessa reports to Zoya.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Meridian Bank.\n- Deshawn reports to Mateo.\n- Stefan works for Beacon Insurance.\n- Sofia reports to Dmitri.\n- Callum reports to Ingrid.\n- Leila reports to Callum.\n- Ingrid reports to Sofia.\n- Beacon Insurance was founded in 2015.\n- Fernhill Foods is headquartered in Porto.\n- Meridian Bank was founded in 1995.\n- Meridian Bank is headquartered in Porto.\n- Wren reports to Deshawn.\n- Fernhill Foods was founded in 2009.\n- Beacon Insurance is headquartered in Porto.\n- Dmitri reports to Sanne.\n- Stefan reports to Leila.\n- Dmitri works for Meridian Bank.\n- Zoya works for Beacon Insurance.\n- Mateo reports to Stefan.\n- Tessa works for Summit Energy.\n- Sanne works for Summit Energy.\n- Deshawn works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9483", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2015.\n- Pablo reports to Mateo.\n- Anders works for Fernhill Foods.\n- Aisha reports to Sanne.\n- Mateo reports to Mara.\n- Mateo works for Fernhill Foods.\n- Anders reports to Pablo.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Yuki.\n- Lattice Analytics is headquartered in Porto.\n- Mara works for Pinnacle Software.\n- Amara reports to Omar.\n- Sanne works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Lattice Analytics was founded in 2004.\n- Vantage Air was founded in 1989.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara works for Lattice Analytics.\n- Mara reports to Aisha.\n- Pinnacle Software is headquartered in Dunedin.\n- Yuki reports to Amara.\n- Omar reports to Anders.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9485", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Vantage Air was founded in 1990.\n- Priya reports to Stefan.\n- Mara works for Vantage Air.\n- Mateo reports to Hana.\n- Atlas Freight is headquartered in Oslo.\n- Sanne works for Helios Logistics.\n- Meridian Bank was founded in 2012.\n- Zoya reports to Jonas.\n- Jonas reports to Sanne.\n- Sanne reports to Mei.\n- Mei works for Vantage Air.\n- Mateo works for Vantage Air.\n- Mei reports to Mara.\n- Omar works for Vantage Air.\n- Zoya works for Vantage Air.\n- Hana works for Vantage Air.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Meridian Bank is headquartered in Oslo.\n- Helios Logistics is headquartered in Oslo.\n- Jonas works for Meridian Bank.\n- Omar reports to Priya.\n- Hana reports to Zoya.\n- Helios Logistics was founded in 1993.\n- Atlas Freight was founded in 1993.\n- Mara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9487", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1321: employee Sanne B., hired 03 December 2020, separated 04 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1321?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Vantage Air.\n- Kenji works for Ironwood Manufacturing.\n- Hana reports to Felix.\n- Mei reports to Anders.\n- Ironwood Manufacturing is headquartered in Cork.\n- Northwind Systems was founded in 1992.\n- Omar works for Ironwood Manufacturing.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Vantage Air is headquartered in Basel.\n- Kenji reports to Chiara.\n- Anders works for Bluepine Aviation.\n- Felix works for Ironwood Manufacturing.\n- Omar reports to Mara.\n- Northwind Systems is headquartered in Adelaide.\n- Mara reports to Hana.\n- Vantage Air was founded in 1991.\n- Bluepine Aviation is headquartered in Oslo.\n- Mei works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Ironwood Manufacturing was founded in 1991.\n- Hana works for Vantage Air.\n- Chiara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9489", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2319: employee Emeka A., hired 30 August 2022, separated 15 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2025-2319 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$4,000", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9490", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9952: employee Emeka K., hired 19 June 2020, separated 10 May 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-9952 under the controlling rules.", "criteria": {"0": "$11,800", "1": "$9,750", "2": "$9,800", "3": "$42,467"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Meridian Bank was founded in 1993.\n- Chiara reports to Callum.\n- Felix reports to Sofia.\n- Amara works for Fernhill Foods.\n- Amara reports to Chiara.\n- Hana reports to Zoya.\n- Chiara works for Summit Energy.\n- Elena works for Meridian Bank.\n- Felix works for Summit Energy.\n- Sofia works for Fernhill Foods.\n- Wren reports to Mei.\n- Beacon Insurance was founded in 1983.\n- Summit Energy was founded in 1983.\n- Hana works for Meridian Bank.\n- Summit Energy is headquartered in Tallinn.\n- Zoya works for Summit Energy.\n- Zoya reports to Elena.\n- Elena reports to Wren.\n- Mara reports to Amara.\n- Mara works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Callum works for Beacon Insurance.\n- Fernhill Foods is headquartered in Austin.\n- Mei reports to Mara.\n- Sofia reports to Hana.\n- Meridian Bank is headquartered in Austin.\n- Wren works for Meridian Bank.\n- Sanne reports to Felix.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9492", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Sanne reports to Bruno.\n- Bruno works for Cobalt Health.\n- Priya works for Summit Energy.\n- Nadia reports to Priya.\n- Cedar Retail Group is headquartered in Oslo.\n- Cobalt Health was founded in 1992.\n- Ingrid works for Cedar Retail Group.\n- Tessa works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Lucia works for Cobalt Health.\n- Bruno reports to Nadia.\n- Ravi works for Pinnacle Software.\n- Kenji reports to Tessa.\n- Summit Energy is headquartered in Oslo.\n- Callum reports to Ingrid.\n- Summit Energy was founded in 1998.\n- Pinnacle Software is headquartered in Turku.\n- Tessa reports to Sanne.\n- Cedar Retail Group was founded in 1977.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Ravi reports to Lucia.\n- Cobalt Health is headquartered in Turku.\n- Callum works for Cedar Retail Group.\n- Priya reports to Callum.\n- Ingrid reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9494", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9495", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9496", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Mateo reports to Ingrid.\n- Ingrid reports to Lucia.\n- Kenji works for Summit Energy.\n- Mei reports to Tessa.\n- Mateo works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Nadia.\n- Lucia reports to Amara.\n- Lattice Analytics is headquartered in Turku.\n- Atlas Freight was founded in 1981.\n- Pinnacle Software was founded in 2000.\n- Ingrid works for Lattice Analytics.\n- Kenji reports to Mateo.\n- Atlas Freight is headquartered in Austin.\n- Elena works for Pinnacle Software.\n- Lattice Analytics was founded in 2004.\n- Hana reports to Mei.\n- Summit Energy was founded in 1982.\n- Amara works for Pinnacle Software.\n- Summit Energy is headquartered in Austin.\n- Hana works for Summit Energy.\n- Nadia reports to Elena.\n- Lucia works for Lattice Analytics.\n- Nadia works for Atlas Freight.\n- Amara reports to Hana.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "2007", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9498", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Dmitri works for Summit Energy.\n- Mei reports to Dmitri.\n- Fernhill Foods is headquartered in Dunedin.\n- Sanne works for Summit Energy.\n- Mateo reports to Omar.\n- Kenji reports to Priya.\n- Priya reports to Mei.\n- Cobalt Health is headquartered in Dunedin.\n- Deshawn works for Summit Energy.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1985.\n- Tobias reports to Deshawn.\n- Lucia works for Atlas Freight.\n- Deshawn reports to Emeka.\n- Atlas Freight is headquartered in Dunedin.\n- Mateo works for Cobalt Health.\n- Mei works for Fernhill Foods.\n- Emeka works for Atlas Freight.\n- Cobalt Health was founded in 1986.\n- Bruno works for Atlas Freight.\n- Fernhill Foods was founded in 1976.\n- Summit Energy is headquartered in Dunedin.\n- Omar works for Summit Energy.\n- Dmitri reports to Bruno.\n- Omar reports to Tobias.\n- Sanne reports to Lucia.\n- Kenji works for Fernhill Foods.\n- Priya works for Summit Energy.\n- Bruno reports to Sanne.\n- Atlas Freight was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9500", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 December 2025): For employees hired on or after 17 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5614: employee Pablo K., hired 31 May 2022, separated 03 May 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-5614?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9501", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6716: employee Mateo A., hired 23 October 2022, separated 10 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6716?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Elena.\n- Pablo reports to Stefan.\n- Kenji reports to Zoya.\n- Summit Energy was founded in 1987.\n- Helios Logistics is headquartered in Turku.\n- Elena works for Summit Energy.\n- Emeka reports to Yuki.\n- Kenji works for Summit Energy.\n- Zoya reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Stefan works for Cedar Retail Group.\n- Emeka works for Lattice Analytics.\n- Yuki reports to Leila.\n- Lattice Analytics is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ravi reports to Mateo.\n- Zoya works for Lattice Analytics.\n- Elena reports to Emeka.\n- Leila reports to Kenji.\n- Yuki works for Lattice Analytics.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Mateo works for Cedar Retail Group.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 1984.\n- Summit Energy is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9503", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7998: employee Aisha M., hired 27 May 2023, separated 26 July 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-7998 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,000", "2": "$13,000", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Ravi reports to Aisha.\n- Cedar Retail Group was founded in 1993.\n- Stefan works for Cedar Retail Group.\n- Aisha reports to Bruno.\n- Bruno reports to Mara.\n- Ravi works for Vantage Air.\n- Deshawn works for Lattice Analytics.\n- Fernhill Foods is headquartered in Nagoya.\n- Emeka works for Cedar Retail Group.\n- Bruno works for Vantage Air.\n- Mara works for Vantage Air.\n- Callum reports to Mei.\n- Dmitri reports to Deshawn.\n- Mara reports to Callum.\n- Stefan reports to Dmitri.\n- Emeka reports to Ravi.\n- Lattice Analytics is headquartered in Turku.\n- Mei reports to Stefan.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Lattice Analytics was founded in 2007.\n- Fernhill Foods was founded in 1992.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei works for Cedar Retail Group.\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9505", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 October 2022): For employees hired on or after 11 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8088: employee Sofia T., hired 06 July 2021, separated 07 July 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8088?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Viktor.\n- Viktor works for Crescent Telecom.\n- Mei reports to Tessa.\n- Dmitri reports to Nadia.\n- Nadia reports to Mei.\n- Nadia works for Meridian Bank.\n- Tessa reports to Pablo.\n- Mei works for Meridian Bank.\n- Emeka works for Crescent Telecom.\n- Meridian Bank was founded in 2010.\n- Pablo works for Meridian Bank.\n- Bruno works for Bluepine Aviation.\n- Emeka reports to Chiara.\n- Tessa works for Northwind Systems.\n- Crescent Telecom was founded in 1979.\n- Omar works for Bluepine Aviation.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Chiara works for Meridian Bank.\n- Dmitri works for Bluepine Aviation.\n- Elena works for Northwind Systems.\n- Omar reports to Dmitri.\n- Viktor reports to Elena.\n- Meridian Bank is headquartered in Halifax.\n- Elena reports to Aisha.\n- Bluepine Aviation was founded in 1989.\n- Bluepine Aviation is headquartered in Valencia.\n- Aisha reports to Bruno.\n- Bruno reports to Emeka.\n- Northwind Systems is headquartered in Valencia.\n- Crescent Telecom is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9507", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Elena.\n- Meridian Bank was founded in 1991.\n- Beacon Insurance was founded in 1982.\n- Amara reports to Kenji.\n- Tessa reports to Yuki.\n- Callum works for Beacon Insurance.\n- Crescent Telecom is headquartered in Valencia.\n- Tessa works for Beacon Insurance.\n- Hana reports to Mara.\n- Mara reports to Chiara.\n- Crescent Telecom was founded in 1977.\n- Tobias works for Beacon Insurance.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Tampere.\n- Chiara reports to Tobias.\n- Tobias reports to Amara.\n- Elena works for Bluepine Aviation.\n- Meridian Bank is headquartered in Austin.\n- Bluepine Aviation is headquartered in Lyon.\n- Mara works for Meridian Bank.\n- Callum reports to Tessa.\n- Elena reports to Hana.\n- Kenji works for Beacon Insurance.\n- Hana works for Crescent Telecom.\n- Chiara works for Beacon Insurance.\n- Bluepine Aviation was founded in 1991.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9509", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 June 2025): For employees hired on or after 11 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7096: employee Mara M., hired 10 January 2024, separated 05 December 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7096?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9510", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 January 2023): For employees hired on or after 09 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7600: employee Emeka K., hired 16 April 2022, separated 01 March 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7600?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9511", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3976: employee Aisha R., hired 06 December 2021, separated 21 February 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3976?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9512", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9495: employee Bruno B., hired 04 May 2023, separated 29 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9495?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9513", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9514", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9515", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9516", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9517", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Deshawn.\n- Tessa works for Lattice Analytics.\n- Meridian Bank is headquartered in Leeds.\n- Deshawn reports to Tessa.\n- Tessa reports to Mara.\n- Deshawn works for Lattice Analytics.\n- Yuki reports to Dmitri.\n- Summit Energy is headquartered in Bergen.\n- Fernhill Foods is headquartered in Leeds.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 2005.\n- Mara works for Lattice Analytics.\n- Kenji works for Summit Energy.\n- Mara reports to Yuki.\n- Fernhill Foods was founded in 1985.\n- Meridian Bank was founded in 1992.\n- Kenji reports to Aisha.\n- Dmitri reports to Omar.\n- Omar works for Meridian Bank.\n- Summit Energy was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9519", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Deshawn.\n- Anders reports to Felix.\n- Beacon Insurance was founded in 1995.\n- Ironwood Manufacturing was founded in 2015.\n- Crescent Telecom is headquartered in Austin.\n- Dmitri reports to Mei.\n- Sanne reports to Dmitri.\n- Mei reports to Anders.\n- Callum works for Lattice Analytics.\n- Felix reports to Elena.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Crescent Telecom was founded in 2004.\n- Sofia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tallinn.\n- Elena works for Beacon Insurance.\n- Dmitri works for Ironwood Manufacturing.\n- Mei works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Sofia reports to Tessa.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Tessa reports to Sanne.\n- Felix works for Crescent Telecom.\n- Sanne works for Ironwood Manufacturing.\n- Elena reports to Callum.\n- Lattice Analytics was founded in 2004.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9521", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9522", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Chiara reports to Omar.\n- Ingrid works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1994.\n- Omar reports to Tobias.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mara works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Vantage Air was founded in 2001.\n- Amara works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2012.\n- Cobalt Health was founded in 1975.\n- Chiara works for Cobalt Health.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Priya works for Ironwood Manufacturing.\n- Mateo works for Vantage Air.\n- Jonas reports to Amara.\n- Ingrid reports to Priya.\n- Anders reports to Zoya.\n- Emeka works for Ironwood Manufacturing.\n- Tobias reports to Jonas.\n- Amara reports to Emeka.\n- Emeka reports to Ingrid.\n- Jonas works for Ironwood Manufacturing.\n- Mara reports to Mateo.\n- Mateo reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Priya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9524", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Kenji.\n- Anders reports to Mei.\n- Vantage Air was founded in 2008.\n- Crescent Telecom was founded in 1975.\n- Amara works for Lattice Analytics.\n- Kenji works for Vantage Air.\n- Emeka reports to Anders.\n- Jonas works for Crescent Telecom.\n- Amara reports to Tobias.\n- Crescent Telecom is headquartered in Brno.\n- Lattice Analytics was founded in 1983.\n- Nadia reports to Emeka.\n- Callum works for Vantage Air.\n- Nadia works for Vantage Air.\n- Mei reports to Bruno.\n- Anders works for Lattice Analytics.\n- Callum reports to Nadia.\n- Mei works for Bluepine Aviation.\n- Vantage Air is headquartered in Brno.\n- Emeka works for Crescent Telecom.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Jonas.\n- Bluepine Aviation is headquartered in Brno.\n- Kenji reports to Callum.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ravi.\n- Stefan works for Vantage Air.\n- Deshawn reports to Kenji.\n- Pablo reports to Amara.\n- Leila works for Vantage Air.\n- Pablo works for Pinnacle Software.\n- Vantage Air was founded in 2015.\n- Viktor works for Cedar Retail Group.\n- Aisha works for Vantage Air.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Viktor reports to Sofia.\n- Ingrid works for Vantage Air.\n- Lattice Analytics was founded in 2008.\n- Leila reports to Deshawn.\n- Amara reports to Aisha.\n- Kenji reports to Ingrid.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Jonas works for Cedar Retail Group.\n- Kenji works for Lattice Analytics.\n- Ingrid reports to Jonas.\n- Ravi works for Cedar Retail Group.\n- Jonas reports to Pablo.\n- Lattice Analytics is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.\n- Cedar Retail Group was founded in 1992.\n- Ravi reports to Leila.\n- Aisha reports to Stefan.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9527", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9528", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Emeka.\n- Mei works for Lattice Analytics.\n- Yuki reports to Aisha.\n- Amara works for Northwind Systems.\n- Emeka reports to Mei.\n- Wren works for Lattice Analytics.\n- Ingrid reports to Lucia.\n- Amara reports to Felix.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders works for Northwind Systems.\n- Lucia works for Fernhill Foods.\n- Lattice Analytics is headquartered in Brno.\n- Emeka works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Mei reports to Yuki.\n- Lattice Analytics was founded in 2012.\n- Anders reports to Wren.\n- Fernhill Foods is headquartered in Bergen.\n- Northwind Systems was founded in 1975.\n- Northwind Systems is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1985.\n- Ingrid works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2013.\n- Yuki works for Lattice Analytics.\n- Wren reports to Amara.\n- Felix reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9530", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9467: employee Callum A., hired 29 September 2022, separated 26 February 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9467?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9531", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9532", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9533", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9534", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5597: employee Stefan M., hired 01 June 2021, separated 19 April 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-5597 under the controlling rules.", "criteria": {"0": "$12,100", "1": "$54,600", "2": "$12,600", "3": "$12,688"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5597 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Yuki reports to Lucia.\n- Atlas Freight is headquartered in Oslo.\n- Dmitri reports to Yuki.\n- Kenji reports to Pablo.\n- Elena reports to Sanne.\n- Beacon Insurance is headquartered in Valencia.\n- Viktor works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mara works for Beacon Insurance.\n- Crescent Telecom was founded in 1983.\n- Hana reports to Elena.\n- Crescent Telecom is headquartered in Bergen.\n- Atlas Freight was founded in 1987.\n- Viktor reports to Kenji.\n- Yuki works for Atlas Freight.\n- Sanne reports to Dmitri.\n- Kenji works for Crescent Telecom.\n- Sanne works for Ironwood Manufacturing.\n- Lucia reports to Mara.\n- Pablo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2012.\n- Beacon Insurance was founded in 1982.\n- Dmitri works for Ironwood Manufacturing.\n- Pablo reports to Hana.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9536", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Lattice Analytics was founded in 1979.\n- Pablo works for Vantage Air.\n- Sofia reports to Ingrid.\n- Lattice Analytics is headquartered in Lyon.\n- Meridian Bank was founded in 2003.\n- Atlas Freight was founded in 1995.\n- Nadia reports to Felix.\n- Dmitri reports to Nadia.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Meridian Bank is headquartered in Brno.\n- Sofia works for Vantage Air.\n- Pablo reports to Tobias.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Lyon.\n- Felix reports to Pablo.\n- Atlas Freight is headquartered in Ghent.\n- Viktor reports to Sofia.\n- Tobias reports to Viktor.\n- Dmitri works for Atlas Freight.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9538", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7700: employee Ingrid S., hired 25 April 2023, separated 31 August 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7700?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9539", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9540", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 December 2025): For employees hired on or after 04 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1589: employee Sofia B., hired 24 May 2025, separated 01 July 2027 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1589?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Zoya reports to Sanne.\n- Jonas works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.\n- Mara works for Lattice Analytics.\n- Meridian Bank was founded in 2011.\n- Lattice Analytics is headquartered in Porto.\n- Elena reports to Stefan.\n- Mei works for Northwind Systems.\n- Aisha works for Cobalt Health.\n- Sanne reports to Hana.\n- Hana works for Meridian Bank.\n- Elena works for Cobalt Health.\n- Jonas reports to Mara.\n- Hana reports to Elena.\n- Northwind Systems was founded in 1995.\n- Mara reports to Zoya.\n- Tobias works for Cobalt Health.\n- Lattice Analytics was founded in 1988.\n- Emeka reports to Jonas.\n- Stefan works for Meridian Bank.\n- Northwind Systems is headquartered in Turku.\n- Nadia works for Lattice Analytics.\n- Cobalt Health was founded in 2010.\n- Zoya works for Lattice Analytics.\n- Mei reports to Nadia.\n- Stefan reports to Aisha.\n- Sanne works for Northwind Systems.\n- Nadia reports to Emeka.\n- Tobias reports to Mei.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9542", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "deprovision", "2": "reset_password", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9543", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9544", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9545", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Crescent Telecom was founded in 1989.\n- Cobalt Health was founded in 1979.\n- Wren reports to Hana.\n- Omar works for Cobalt Health.\n- Bluepine Aviation is headquartered in Oslo.\n- Hana reports to Ravi.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Aisha works for Bluepine Aviation.\n- Omar reports to Aisha.\n- Amara reports to Mateo.\n- Hana works for Bluepine Aviation.\n- Ravi reports to Amara.\n- Bluepine Aviation was founded in 1978.\n- Mateo works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Halifax.\n- Pablo works for Cobalt Health.\n- Callum reports to Wren.\n- Cobalt Health is headquartered in Halifax.\n- Fernhill Foods was founded in 2012.\n- Pablo reports to Omar.\n- Callum works for Cobalt Health.\n- Aisha reports to Tobias.\n- Tobias reports to Callum.\n- Wren works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Amara.\n- Mateo reports to Tobias.\n- Aisha reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Aisha works for Vantage Air.\n- Atlas Freight was founded in 2010.\n- Tessa works for Atlas Freight.\n- Mateo works for Vantage Air.\n- Lattice Analytics was founded in 1991.\n- Northwind Systems is headquartered in Dunedin.\n- Vantage Air is headquartered in Cork.\n- Kenji reports to Tessa.\n- Dmitri reports to Kenji.\n- Tobias reports to Elena.\n- Elena reports to Aisha.\n- Tessa reports to Priya.\n- Elena works for Lattice Analytics.\n- Northwind Systems was founded in 2005.\n- Tobias works for Lattice Analytics.\n- Priya works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Deshawn reports to Dmitri.\n- Dmitri works for Lattice Analytics.\n- Atlas Freight is headquartered in Oslo.\n- Amara works for Atlas Freight.\n- Vantage Air was founded in 2012.\n- Lattice Analytics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9548", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8202: employee Elena B., hired 26 October 2023, separated 24 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8202?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9549", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9550", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Deshawn reports to Ingrid.\n- Northwind Systems is headquartered in Basel.\n- Lucia works for Cobalt Health.\n- Anders reports to Mei.\n- Omar reports to Lucia.\n- Lucia reports to Deshawn.\n- Tessa reports to Zoya.\n- Hana works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1995.\n- Deshawn works for Northwind Systems.\n- Omar works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Ingrid reports to Tessa.\n- Cobalt Health was founded in 1998.\n- Ingrid works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Tessa works for Cobalt Health.\n- Mei reports to Omar.\n- Kenji works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Basel.\n- Cobalt Health is headquartered in Brno.\n- Zoya works for Bluepine Aviation.\n- Hana reports to Kenji.\n- Zoya reports to Hana.\n- Bluepine Aviation was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Priya works for Helios Logistics.\n- Hana reports to Sanne.\n- Stefan works for Bluepine Aviation.\n- Jonas works for Atlas Freight.\n- Bruno reports to Jonas.\n- Sanne reports to Bruno.\n- Leila reports to Kenji.\n- Atlas Freight is headquartered in Nagoya.\n- Mara reports to Wren.\n- Bruno works for Lattice Analytics.\n- Priya reports to Hana.\n- Kenji reports to Stefan.\n- Helios Logistics was founded in 1998.\n- Wren reports to Leila.\n- Lattice Analytics was founded in 1992.\n- Hana works for Atlas Freight.\n- Leila works for Bluepine Aviation.\n- Atlas Freight was founded in 1976.\n- Lattice Analytics is headquartered in Tampere.\n- Bluepine Aviation was founded in 1975.\n- Bluepine Aviation is headquartered in Tallinn.\n- Jonas reports to Mara.\n- Helios Logistics is headquartered in Tallinn.\n- Wren works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9553", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4094: employee Kenji T., hired 26 January 2022, separated 22 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4094?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9554", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9555", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 May 2023): For employees hired on or after 26 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5514: employee Leila T., hired 25 August 2019, separated 29 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5514?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Pablo.\n- Sanne works for Northwind Systems.\n- Emeka reports to Mara.\n- Northwind Systems was founded in 1977.\n- Helios Logistics was founded in 1996.\n- Emeka works for Northwind Systems.\n- Deshawn reports to Dmitri.\n- Ingrid reports to Deshawn.\n- Northwind Systems is headquartered in Cork.\n- Priya reports to Elena.\n- Deshawn works for Northwind Systems.\n- Anders reports to Ingrid.\n- Pablo works for Northwind Systems.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Dmitri reports to Priya.\n- Tessa works for Northwind Systems.\n- Dmitri works for Meridian Bank.\n- Zoya works for Northwind Systems.\n- Mara reports to Anders.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne reports to Tessa.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Priya works for Helios Logistics.\n- Pablo reports to Zoya.\n- Zoya reports to Sanne.\n- Meridian Bank is headquartered in Cork.\n- Meridian Bank was founded in 1993.\n- Anders works for Helios Logistics.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9557", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9558", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9244: employee Bruno M., hired 20 May 2023, separated 25 April 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-9244 under the controlling rules.", "criteria": {"0": "$10,962", "1": "$13,077", "2": "$48,000", "3": "$11,077"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9559", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2184: employee Stefan T., hired 08 December 2021, separated 15 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2184?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9560", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4699: employee Emeka S., hired 31 March 2022, separated 26 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4699?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Zoya.\n- Ravi reports to Deshawn.\n- Cobalt Health was founded in 1981.\n- Hana works for Cobalt Health.\n- Chiara works for Summit Energy.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Ravi works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Elena reports to Priya.\n- Emeka reports to Ravi.\n- Lattice Analytics was founded in 1979.\n- Sofia works for Summit Energy.\n- Zoya reports to Chiara.\n- Elena works for Summit Energy.\n- Lattice Analytics is headquartered in Oslo.\n- Chiara reports to Elena.\n- Summit Energy was founded in 1985.\n- Zoya works for Lattice Analytics.\n- Jonas works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Fernhill Foods was founded in 1990.\n- Jonas reports to Sofia.\n- Deshawn reports to Jonas.\n- Priya works for Fernhill Foods.\n- Hana reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Bruno.\n- Stefan reports to Ravi.\n- Tobias reports to Dmitri.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Aisha.\n- Dmitri works for Fernhill Foods.\n- Summit Energy is headquartered in Nagoya.\n- Bruno reports to Stefan.\n- Ravi reports to Viktor.\n- Pinnacle Software was founded in 2003.\n- Fernhill Foods was founded in 1996.\n- Tessa works for Summit Energy.\n- Stefan works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Viktor reports to Mateo.\n- Deshawn works for Fernhill Foods.\n- Summit Energy was founded in 2004.\n- Aisha reports to Hana.\n- Ravi works for Pinnacle Software.\n- Dmitri reports to Yuki.\n- Fernhill Foods is headquartered in Dunedin.\n- Bruno works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Tessa reports to Deshawn.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 1997.\n- Deshawn reports to Tobias.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Lattice Analytics is headquartered in Austin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lucia works for Northwind Systems.\n- Priya reports to Lucia.\n- Priya works for Lattice Analytics.\n- Northwind Systems was founded in 2014.\n- Wren reports to Aisha.\n- Elena works for Lattice Analytics.\n- Northwind Systems is headquartered in Lyon.\n- Leila works for Summit Energy.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 2009.\n- Ravi works for Lattice Analytics.\n- Ingrid reports to Wren.\n- Summit Energy was founded in 2015.\n- Aisha reports to Leila.\n- Ravi reports to Mateo.\n- Summit Energy is headquartered in Dunedin.\n- Lucia reports to Ingrid.\n- Elena reports to Ravi.\n- Leila reports to Omar.\n- Ingrid works for Northwind Systems.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Priya.\n- Bluepine Aviation was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1984.\n- Beacon Insurance is headquartered in Dunedin.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Bluepine Aviation.\n- Beacon Insurance was founded in 1996.\n- Stefan works for Crescent Telecom.\n- Hana reports to Sanne.\n- Nadia works for Beacon Insurance.\n- Sofia works for Atlas Freight.\n- Bluepine Aviation was founded in 2003.\n- Omar works for Bluepine Aviation.\n- Nadia reports to Wren.\n- Crescent Telecom was founded in 2009.\n- Sanne reports to Nadia.\n- Sofia reports to Emeka.\n- Yuki works for Atlas Freight.\n- Wren reports to Stefan.\n- Wren works for Bluepine Aviation.\n- Hana works for Atlas Freight.\n- Emeka reports to Anders.\n- Yuki reports to Hana.\n- Anders works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Anders reports to Omar.\n- Priya reports to Yuki.\n- Stefan reports to Sofia.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tessa reports to Priya.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Pablo.\n- Mei reports to Chiara.\n- Zoya reports to Sofia.\n- Atlas Freight was founded in 1976.\n- Fernhill Foods was founded in 2000.\n- Dmitri works for Cobalt Health.\n- Atlas Freight is headquartered in Halifax.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Tobias.\n- Cobalt Health is headquartered in Halifax.\n- Pablo works for Cobalt Health.\n- Mei works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Vantage Air is headquartered in Cork.\n- Mara works for Cobalt Health.\n- Felix works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Priya works for Atlas Freight.\n- Cobalt Health was founded in 1992.\n- Aisha reports to Dmitri.\n- Pablo reports to Aisha.\n- Dmitri reports to Felix.\n- Tobias reports to Kenji.\n- Kenji reports to Zoya.\n- Sofia works for Vantage Air.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air was founded in 1987.\n- Mara reports to Priya.\n- Tobias works for Fernhill Foods.\n- Priya reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Felix.\n- Lattice Analytics is headquartered in Cork.\n- Nadia works for Helios Logistics.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Deshawn.\n- Helios Logistics is headquartered in Bergen.\n- Hana reports to Nadia.\n- Nadia reports to Bruno.\n- Dmitri works for Lattice Analytics.\n- Omar reports to Sofia.\n- Deshawn reports to Pablo.\n- Omar works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Cobalt Health was founded in 2012.\n- Lattice Analytics was founded in 1992.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Pablo reports to Chiara.\n- Helios Logistics was founded in 1976.\n- Chiara reports to Dmitri.\n- Felix works for Helios Logistics.\n- Cobalt Health is headquartered in Bergen.\n- Bruno works for Crescent Telecom.\n- Deshawn works for Helios Logistics.\n- Bruno reports to Omar.\n- Chiara works for Helios Logistics.\n- Crescent Telecom was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9567", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2008.\n- Aisha works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Cork.\n- Omar reports to Mateo.\n- Sofia reports to Ingrid.\n- Callum works for Pinnacle Software.\n- Omar works for Vantage Air.\n- Elena works for Pinnacle Software.\n- Tessa works for Vantage Air.\n- Bluepine Aviation was founded in 1979.\n- Pinnacle Software was founded in 2000.\n- Ingrid reports to Aisha.\n- Tessa reports to Sofia.\n- Mateo works for Pinnacle Software.\n- Callum reports to Mara.\n- Kenji works for Bluepine Aviation.\n- Aisha reports to Kenji.\n- Mara works for Bluepine Aviation.\n- Mara reports to Omar.\n- Vantage Air was founded in 1976.\n- Vantage Air is headquartered in Lyon.\n- Ingrid works for Vantage Air.\n- Lattice Analytics is headquartered in Malmo.\n- Elena reports to Callum.\n- Sofia works for Vantage Air.\n- Mateo reports to Tessa.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9569", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 16426 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9570", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9571", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8123: employee Leila S., hired 07 December 2021, separated 22 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8123?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Ravi works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Cobalt Health is headquartered in Oslo.\n- Bruno works for Atlas Freight.\n- Mei works for Lattice Analytics.\n- Ravi reports to Mei.\n- Vantage Air is headquartered in Tallinn.\n- Amara reports to Zoya.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Tessa reports to Bruno.\n- Atlas Freight is headquartered in Brno.\n- Mei reports to Sofia.\n- Sofia works for Cobalt Health.\n- Sofia reports to Amara.\n- Atlas Freight was founded in 1979.\n- Cobalt Health was founded in 2012.\n- Zoya reports to Tessa.\n- Lattice Analytics was founded in 1995.\n- Bruno reports to Hana.\n- Zoya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Nadia.\n- Elena works for Helios Logistics.\n- Sanne reports to Elena.\n- Mei reports to Amara.\n- Pablo works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Stefan works for Helios Logistics.\n- Vantage Air is headquartered in Bergen.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 1984.\n- Nadia reports to Mara.\n- Helios Logistics is headquartered in Bergen.\n- Mei works for Vantage Air.\n- Sanne works for Vantage Air.\n- Emeka reports to Felix.\n- Lattice Analytics is headquartered in Bergen.\n- Nadia works for Helios Logistics.\n- Cedar Retail Group was founded in 1992.\n- Cedar Retail Group is headquartered in Tampere.\n- Amara reports to Sanne.\n- Callum reports to Stefan.\n- Callum works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 1982.\n- Pablo reports to Aisha.\n- Vantage Air was founded in 2006.\n- Felix reports to Mei.\n- Elena reports to Pablo.\n- Mara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Pinnacle Software is headquartered in Brno.\n- Felix reports to Elena.\n- Pablo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1977.\n- Cedar Retail Group is headquartered in Tampere.\n- Meridian Bank is headquartered in Tampere.\n- Vantage Air is headquartered in Brno.\n- Ingrid works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Elena reports to Omar.\n- Vantage Air was founded in 2000.\n- Omar reports to Pablo.\n- Cedar Retail Group was founded in 1998.\n- Elena works for Cedar Retail Group.\n- Ravi reports to Callum.\n- Pablo reports to Ravi.\n- Anders works for Cedar Retail Group.\n- Tobias reports to Tessa.\n- Tobias works for Vantage Air.\n- Callum reports to Hana.\n- Callum works for Cedar Retail Group.\n- Felix works for Vantage Air.\n- Sanne works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Tessa reports to Felix.\n- Meridian Bank was founded in 2006.\n- Sanne reports to Ingrid.\n- Hana works for Meridian Bank.\n- Ingrid reports to Tobias.\n- Hana reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9575", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7910: employee Tessa K., hired 13 December 2022, separated 03 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7910?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9576", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9577", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9578", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1580: employee Tobias A., hired 01 March 2022, separated 14 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-1580 under the controlling rules.", "criteria": {"0": "$13,721", "1": "$12,851", "2": "$55,125", "3": "$12,721"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9579", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8439: employee Wren T., hired 14 August 2022, separated 27 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8439?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9580", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7962: employee Mara B., hired 02 December 2023, separated 23 January 2027 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2026-7962 under the controlling rules.", "criteria": {"0": "$7,750", "1": "$7,800", "2": "$7,300", "3": "$33,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9581", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9582", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5214: employee Jonas T., hired 06 April 2024, separated 11 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-5214 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$4,413", "2": "$7,192", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9583", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7823: employee Zoya K., hired 28 July 2022, separated 31 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7823?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Kenji works for Atlas Freight.\n- Amara reports to Mei.\n- Atlas Freight is headquartered in Brno.\n- Mei reports to Jonas.\n- Kenji reports to Viktor.\n- Dmitri reports to Amara.\n- Ingrid works for Ironwood Manufacturing.\n- Viktor reports to Ingrid.\n- Ingrid reports to Dmitri.\n- Jonas reports to Lucia.\n- Atlas Freight was founded in 2005.\n- Ironwood Manufacturing was founded in 1982.\n- Vantage Air is headquartered in Leeds.\n- Jonas works for Ironwood Manufacturing.\n- Vantage Air was founded in 1998.\n- Amara works for Atlas Freight.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9585", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 40441, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9586", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9587", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8431: employee Pablo K., hired 04 January 2022, separated 07 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8431?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9588", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "send_message", "4": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9589", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 August 2025): For employees hired on or after 20 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6865: employee Mei R., hired 25 September 2023, separated 26 February 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6865?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9590", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9591", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Amara.\n- Northwind Systems is headquartered in Porto.\n- Callum reports to Dmitri.\n- Cobalt Health is headquartered in Leeds.\n- Elena reports to Sanne.\n- Dmitri reports to Leila.\n- Leila works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Amara reports to Stefan.\n- Sanne reports to Nadia.\n- Sanne works for Cobalt Health.\n- Dmitri works for Northwind Systems.\n- Callum works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Northwind Systems was founded in 1983.\n- Stefan reports to Elena.\n- Elena works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods was founded in 2002.\n- Cobalt Health was founded in 2007.\n- Fernhill Foods is headquartered in Nagoya.\n- Nadia works for Northwind Systems.\n- Summit Energy was founded in 2005.\n- Leila reports to Sofia.\n- Nadia reports to Yuki.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9594", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2385: employee Stefan K., hired 19 March 2022, separated 25 May 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2385?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9595", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9596", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2014.\n- Priya reports to Callum.\n- Kenji reports to Zoya.\n- Hana works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Cedar Retail Group was founded in 1976.\n- Fernhill Foods was founded in 2003.\n- Leila works for Helios Logistics.\n- Callum reports to Bruno.\n- Helios Logistics is headquartered in Basel.\n- Crescent Telecom is headquartered in Valencia.\n- Emeka reports to Kenji.\n- Deshawn reports to Emeka.\n- Crescent Telecom was founded in 1986.\n- Bruno works for Fernhill Foods.\n- Zoya reports to Leila.\n- Hana reports to Amara.\n- Emeka works for Crescent Telecom.\n- Amara reports to Deshawn.\n- Callum works for Helios Logistics.\n- Cedar Retail Group is headquartered in Basel.\n- Deshawn works for Helios Logistics.\n- Amara works for Fernhill Foods.\n- Zoya works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Halifax.\n- Leila reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9598", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 16955 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Jonas reports to Mara.\n- Zoya works for Summit Energy.\n- Stefan works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Summit Energy is headquartered in Brno.\n- Felix works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Nadia reports to Leila.\n- Meridian Bank was founded in 1983.\n- Leila works for Summit Energy.\n- Chiara works for Cobalt Health.\n- Mara works for Lattice Analytics.\n- Cobalt Health is headquartered in Basel.\n- Dmitri works for Lattice Analytics.\n- Leila reports to Chiara.\n- Sanne works for Meridian Bank.\n- Mateo reports to Stefan.\n- Meridian Bank is headquartered in Valencia.\n- Jonas works for Summit Energy.\n- Lattice Analytics was founded in 1992.\n- Sanne reports to Zoya.\n- Priya reports to Dmitri.\n- Stefan reports to Sanne.\n- Summit Energy was founded in 1986.\n- Felix reports to Priya.\n- Mateo works for Cobalt Health.\n- Zoya reports to Jonas.\n- Lattice Analytics is headquartered in Basel.\n- Cobalt Health was founded in 1989.\n- Mara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9600", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1692: employee Emeka M., hired 30 January 2023, separated 12 December 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-1692 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$5,800", "2": "$8,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2013.\n- Viktor reports to Anders.\n- Felix works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Nadia works for Lattice Analytics.\n- Summit Energy is headquartered in Leeds.\n- Mateo reports to Sofia.\n- Sofia reports to Deshawn.\n- Ironwood Manufacturing was founded in 2008.\n- Elena reports to Viktor.\n- Amara reports to Mateo.\n- Ingrid works for Lattice Analytics.\n- Nadia reports to Mara.\n- Elena works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Callum reports to Felix.\n- Summit Energy was founded in 1981.\n- Mara reports to Elena.\n- Deshawn reports to Nadia.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sofia works for Summit Energy.\n- Lattice Analytics is headquartered in Bergen.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 2006.\n- Viktor works for Beacon Insurance.\n- Felix reports to Amara.\n- Anders works for Summit Energy.\n- Anders reports to Ingrid.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Hana reports to Pablo.\n- Hana works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Pablo works for Cobalt Health.\n- Helios Logistics was founded in 2009.\n- Northwind Systems is headquartered in Cork.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo reports to Chiara.\n- Cobalt Health was founded in 1980.\n- Chiara reports to Hana.\n- Nadia reports to Ravi.\n- Summit Energy is headquartered in Tallinn.\n- Nadia works for Helios Logistics.\n- Mei reports to Mateo.\n- Pablo reports to Nadia.\n- Summit Energy was founded in 1997.\n- Ravi works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Ravi reports to Felix.\n- Northwind Systems was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9603", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9604", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9605", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9606", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Pablo works for Vantage Air.\n- Nadia reports to Mei.\n- Cedar Retail Group is headquartered in Austin.\n- Beacon Insurance is headquartered in Tampere.\n- Vantage Air was founded in 2000.\n- Mei works for Vantage Air.\n- Nadia works for Cedar Retail Group.\n- Ingrid works for Beacon Insurance.\n- Mei reports to Mara.\n- Tessa works for Vantage Air.\n- Mara reports to Zoya.\n- Cedar Retail Group was founded in 1981.\n- Summit Energy is headquartered in Tampere.\n- Callum works for Vantage Air.\n- Callum reports to Nadia.\n- Pablo reports to Callum.\n- Summit Energy was founded in 2005.\n- Mara works for Summit Energy.\n- Beacon Insurance was founded in 2005.\n- Zoya reports to Tessa.\n- Tessa reports to Ingrid.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2008", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9608", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9609", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9610", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 October 2025): For employees hired on or after 08 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5124: employee Anders B., hired 22 February 2022, separated 21 May 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5124?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9611", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9612", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1449: employee Dmitri K., hired 02 February 2023, separated 16 July 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1449?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9613", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3024: employee Nadia K., hired 10 April 2022, separated 21 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3024?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9614", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Wren.\n- Wren works for Pinnacle Software.\n- Yuki reports to Mei.\n- Sanne works for Cedar Retail Group.\n- Beacon Insurance was founded in 2015.\n- Deshawn reports to Sanne.\n- Wren reports to Yuki.\n- Cobalt Health is headquartered in Dunedin.\n- Yuki works for Pinnacle Software.\n- Mei reports to Deshawn.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1979.\n- Pinnacle Software is headquartered in Dunedin.\n- Pinnacle Software was founded in 2012.\n- Cedar Retail Group is headquartered in Cork.\n- Cobalt Health was founded in 1999.\n- Beacon Insurance is headquartered in Oslo.\n- Mei works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Mateo works for Beacon Insurance.\n- Sanne reports to Omar.\n- Omar works for Beacon Insurance.\n- Sofia reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9616", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9617", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9618", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9025: employee Aisha T., hired 02 February 2021, separated 09 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9025?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9619", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2060: employee Aisha B., hired 29 April 2022, separated 23 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2060?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9620", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 21044 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Bruno reports to Amara.\n- Pinnacle Software is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Stefan works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Felix works for Bluepine Aviation.\n- Northwind Systems was founded in 1977.\n- Wren reports to Leila.\n- Amara works for Pinnacle Software.\n- Yuki reports to Felix.\n- Bluepine Aviation was founded in 1994.\n- Aisha reports to Stefan.\n- Ingrid works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2007.\n- Bluepine Aviation is headquartered in Malmo.\n- Wren works for Pinnacle Software.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Bruno.\n- Stefan reports to Hana.\n- Hana reports to Wren.\n- Hana works for Northwind Systems.\n- Dmitri reports to Ingrid.\n- Amara reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Pinnacle Software was founded in 1977.\n- Bruno works for Pinnacle Software.\n- Jonas reports to Yuki.\n- Leila reports to Dmitri.\n- Northwind Systems is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9622", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2527: employee Omar B., hired 26 April 2022, separated 05 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-2527 under the controlling rules.", "criteria": {"0": "$8,567", "1": "$45,000", "2": "$10,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9623", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9624", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6446: employee Mara S., hired 15 March 2020, separated 23 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6446?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9625", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Halifax.\n- Dmitri works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Amara works for Helios Logistics.\n- Bruno reports to Yuki.\n- Helios Logistics is headquartered in Lyon.\n- Ravi works for Atlas Freight.\n- Omar reports to Tobias.\n- Ingrid works for Vantage Air.\n- Anders works for Vantage Air.\n- Hana reports to Bruno.\n- Helios Logistics was founded in 2005.\n- Atlas Freight was founded in 2012.\n- Yuki works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Viktor reports to Amara.\n- Bruno works for Atlas Freight.\n- Hana works for Ironwood Manufacturing.\n- Dmitri reports to Omar.\n- Ingrid reports to Hana.\n- Vantage Air is headquartered in Adelaide.\n- Ravi reports to Ingrid.\n- Anders reports to Leila.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Adelaide.\n- Amara reports to Anders.\n- Yuki reports to Dmitri.\n- Ironwood Manufacturing was founded in 1988.\n- Tobias reports to Viktor.\n- Vantage Air was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9627", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9628", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Helios Logistics is headquartered in Brno.\n- Kenji reports to Amara.\n- Pablo reports to Zoya.\n- Beacon Insurance is headquartered in Brno.\n- Tessa works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Zoya works for Helios Logistics.\n- Summit Energy was founded in 1996.\n- Cedar Retail Group is headquartered in Brno.\n- Kenji works for Summit Energy.\n- Emeka works for Beacon Insurance.\n- Tessa reports to Chiara.\n- Bruno reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Beacon Insurance was founded in 1985.\n- Bruno works for Cedar Retail Group.\n- Chiara reports to Leila.\n- Aisha works for Helios Logistics.\n- Deshawn reports to Pablo.\n- Summit Energy is headquartered in Brno.\n- Priya works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Zoya reports to Priya.\n- Amara works for Cedar Retail Group.\n- Emeka reports to Tessa.\n- Aisha reports to Kenji.\n- Helios Logistics was founded in 1995.\n- Cedar Retail Group was founded in 1987.\n- Priya reports to Aisha.\n- Amara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9630", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9631", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9632", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Cobalt Health is headquartered in Ghent.\n- Dmitri reports to Anders.\n- Mara works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Sanne reports to Priya.\n- Cobalt Health was founded in 1975.\n- Atlas Freight is headquartered in Dunedin.\n- Felix reports to Mara.\n- Priya reports to Dmitri.\n- Northwind Systems was founded in 2005.\n- Vantage Air is headquartered in Oslo.\n- Priya works for Atlas Freight.\n- Mara reports to Nadia.\n- Leila reports to Felix.\n- Anders works for Vantage Air.\n- Northwind Systems is headquartered in Ghent.\n- Atlas Freight was founded in 1986.\n- Leila works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Felix works for Cobalt Health.\n- Vantage Air was founded in 1995.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9634", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3808: employee Bruno T., hired 06 October 2020, separated 13 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-3808 under the controlling rules.", "criteria": {"0": "$102,267", "1": "$23,600", "2": "$24,600", "3": "$23,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9635", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9636", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9637", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5319: employee Anders K., hired 08 October 2023, separated 03 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-5319 under the controlling rules.", "criteria": {"0": "$6,620", "1": "$28,125", "2": "$5,990", "3": "$6,490"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9638", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9639", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8269: employee Jonas B., hired 01 June 2023, separated 13 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8269?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9640", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9488: employee Kenji K., hired 01 August 2023, separated 15 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-9488 under the controlling rules.", "criteria": {"0": "$3,635", "1": "$4,692", "2": "$22,500", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9641", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9642", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9643", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9644", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Emeka.\n- Ingrid reports to Lucia.\n- Kenji works for Lattice Analytics.\n- Emeka reports to Pablo.\n- Lattice Analytics was founded in 2005.\n- Jonas works for Summit Energy.\n- Tessa reports to Anders.\n- Mateo reports to Stefan.\n- Mateo works for Meridian Bank.\n- Tessa works for Summit Energy.\n- Meridian Bank was founded in 1980.\n- Felix works for Summit Energy.\n- Anders reports to Jonas.\n- Jonas reports to Mateo.\n- Stefan reports to Viktor.\n- Anders works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Viktor reports to Ingrid.\n- Summit Energy is headquartered in Porto.\n- Lattice Analytics is headquartered in Tampere.\n- Meridian Bank is headquartered in Turku.\n- Viktor works for Fernhill Foods.\n- Lucia works for Lattice Analytics.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 2006.\n- Pablo reports to Tessa.\n- Ingrid works for Lattice Analytics.\n- Fernhill Foods is headquartered in Porto.\n- Fernhill Foods was founded in 1995.\n- Stefan works for Meridian Bank.\n- Lucia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Leila works for Vantage Air.\n- Ravi works for Ironwood Manufacturing.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Anders reports to Priya.\n- Mei reports to Anders.\n- Ironwood Manufacturing was founded in 1981.\n- Lattice Analytics is headquartered in Cork.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Priya works for Ironwood Manufacturing.\n- Felix works for Summit Energy.\n- Priya reports to Tobias.\n- Amara reports to Felix.\n- Felix reports to Ravi.\n- Vantage Air is headquartered in Nagoya.\n- Leila reports to Ingrid.\n- Tessa reports to Mei.\n- Vantage Air was founded in 1987.\n- Ingrid reports to Amara.\n- Tessa works for Ironwood Manufacturing.\n- Anders works for Summit Energy.\n- Tobias reports to Leila.\n- Mei works for Summit Energy.\n- Amara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1971", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9647", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 91151\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9648", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9649", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9650", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9651", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 November 2025): For employees hired on or after 13 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1892: employee Mei R., hired 06 August 2023, separated 24 September 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1892?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9652", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9653", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9654", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6891: employee Stefan A., hired 24 December 2019, separated 09 November 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-6891 under the controlling rules.", "criteria": {"0": "$13,600", "1": "$11,700", "2": "$50,267", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9655", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3484: employee Hana B., hired 02 September 2022, separated 12 October 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-3484 under the controlling rules.", "criteria": {"0": "$50,700", "1": "$11,700", "2": "$12,700", "3": "$11,625"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9656", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9657", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9659", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5557: employee Dmitri M., hired 01 June 2021, separated 04 October 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5557?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Cedar Retail Group was founded in 2007.\n- Mara works for Northwind Systems.\n- Priya reports to Wren.\n- Chiara reports to Stefan.\n- Northwind Systems is headquartered in Tallinn.\n- Anders reports to Sofia.\n- Pinnacle Software is headquartered in Tallinn.\n- Mara reports to Chiara.\n- Cedar Retail Group is headquartered in Tallinn.\n- Priya works for Pinnacle Software.\n- Mateo works for Northwind Systems.\n- Wren reports to Mara.\n- Sofia reports to Mei.\n- Mei reports to Ingrid.\n- Northwind Systems was founded in 1977.\n- Kenji works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Malmo.\n- Tessa reports to Mateo.\n- Helios Logistics was founded in 2010.\n- Mei works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Ingrid reports to Tessa.\n- Tessa works for Northwind Systems.\n- Anders works for Helios Logistics.\n- Pinnacle Software was founded in 2011.\n- Kenji reports to Priya.\n- Stefan works for Northwind Systems.\n- Ingrid works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Omar.\n- Deshawn reports to Jonas.\n- Jonas reports to Pablo.\n- Atlas Freight was founded in 1977.\n- Mei works for Atlas Freight.\n- Omar reports to Zoya.\n- Ingrid works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Zoya reports to Mei.\n- Mei reports to Hana.\n- Anders reports to Deshawn.\n- Jonas works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 2008.\n- Ironwood Manufacturing was founded in 1981.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Pablo reports to Nadia.\n- Hana works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Pablo works for Atlas Freight.\n- Cedar Retail Group was founded in 2015.\n- Deshawn works for Atlas Freight.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Ingrid.\n- Atlas Freight is headquartered in Dunedin.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9662", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9663", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9664", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9665", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9666", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2845: employee Viktor R., hired 06 October 2023, separated 22 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2845?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9667", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 August 2025): For employees hired on or after 10 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7484: employee Leila T., hired 29 May 2023, separated 07 May 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7484?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9668", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3515: employee Emeka M., hired 25 March 2023, separated 30 December 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3515?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9669", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9670", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9671", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8829: employee Mateo K., hired 27 June 2022, separated 17 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8829?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Sanne works for Meridian Bank.\n- Fernhill Foods was founded in 1975.\n- Deshawn reports to Hana.\n- Pablo works for Meridian Bank.\n- Dmitri works for Fernhill Foods.\n- Priya works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 2015.\n- Pablo reports to Dmitri.\n- Hana reports to Sofia.\n- Meridian Bank was founded in 2013.\n- Dmitri reports to Sanne.\n- Tessa works for Summit Energy.\n- Fernhill Foods is headquartered in Oslo.\n- Northwind Systems was founded in 2001.\n- Aisha reports to Deshawn.\n- Priya reports to Tessa.\n- Northwind Systems is headquartered in Bergen.\n- Meridian Bank is headquartered in Brno.\n- Sanne reports to Aisha.\n- Emeka reports to Pablo.\n- Aisha works for Northwind Systems.\n- Sofia reports to Priya.\n- Hana works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9673", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 October 2025): For employees hired on or after 12 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1333: employee Kenji A., hired 13 November 2022, separated 15 November 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1333?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9674", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cedar Retail Group.\n- Hana works for Pinnacle Software.\n- Leila reports to Deshawn.\n- Ravi works for Cedar Retail Group.\n- Pinnacle Software was founded in 1976.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2005.\n- Fernhill Foods was founded in 2012.\n- Emeka reports to Omar.\n- Callum works for Fernhill Foods.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Zoya works for Fernhill Foods.\n- Elena works for Beacon Insurance.\n- Zoya reports to Elena.\n- Mara works for Cedar Retail Group.\n- Hana reports to Zoya.\n- Cedar Retail Group is headquartered in Basel.\n- Beacon Insurance is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Basel.\n- Elena reports to Mara.\n- Leila works for Fernhill Foods.\n- Deshawn reports to Hana.\n- Mara reports to Ravi.\n- Omar reports to Callum.\n- Deshawn works for Cedar Retail Group.\n- Callum reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9676", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7712: employee Stefan B., hired 20 June 2022, separated 24 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7712?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Crescent Telecom was founded in 2011.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Valencia.\n- Priya works for Lattice Analytics.\n- Cedar Retail Group was founded in 1993.\n- Leila reports to Priya.\n- Wren reports to Leila.\n- Wren works for Cedar Retail Group.\n- Dmitri works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Valencia.\n- Pablo works for Crescent Telecom.\n- Leila works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Valencia.\n- Ravi reports to Pablo.\n- Priya reports to Dmitri.\n- Dmitri reports to Felix.\n- Lattice Analytics was founded in 2012.\n- Felix reports to Ingrid.\n- Bluepine Aviation was founded in 1988.\n- Ingrid reports to Ravi.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Nadia.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo reports to Viktor.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance was founded in 1975.\n- Lattice Analytics was founded in 1986.\n- Mateo works for Beacon Insurance.\n- Deshawn works for Lattice Analytics.\n- Nadia works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Lucia works for Lattice Analytics.\n- Stefan works for Vantage Air.\n- Stefan reports to Tobias.\n- Lattice Analytics is headquartered in Porto.\n- Meridian Bank was founded in 2005.\n- Yuki reports to Wren.\n- Omar works for Beacon Insurance.\n- Kenji works for Lattice Analytics.\n- Lucia reports to Mateo.\n- Wren reports to Kenji.\n- Elena works for Lattice Analytics.\n- Omar reports to Stefan.\n- Wren works for Lattice Analytics.\n- Beacon Insurance is headquartered in Nagoya.\n- Vantage Air is headquartered in Porto.\n- Yuki works for Beacon Insurance.\n- Nadia reports to Lucia.\n- Viktor reports to Deshawn.\n- Deshawn reports to Yuki.\n- Vantage Air was founded in 1993.\n- Tobias reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9679", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7221: employee Zoya S., hired 22 June 2024, separated 06 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7221?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9680", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 June 2025): For employees hired on or after 15 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9936: employee Mei K., hired 21 December 2023, separated 01 December 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9936?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9681", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9682", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 17017, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Bruno reports to Leila.\n- Elena reports to Amara.\n- Amara reports to Stefan.\n- Elena works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Bluepine Aviation is headquartered in Oslo.\n- Meridian Bank was founded in 1999.\n- Mara reports to Aisha.\n- Stefan reports to Yuki.\n- Atlas Freight was founded in 2011.\n- Bluepine Aviation was founded in 1985.\n- Yuki works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Leila works for Atlas Freight.\n- Meridian Bank is headquartered in Oslo.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha reports to Bruno.\n- Leila reports to Elena.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 1986.\n- Mara works for Bluepine Aviation.\n- Atlas Freight is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9684", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9685", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9686", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9687", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Felix works for Pinnacle Software.\n- Jonas reports to Callum.\n- Bruno works for Pinnacle Software.\n- Jonas works for Beacon Insurance.\n- Mateo reports to Felix.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Aisha.\n- Crescent Telecom was founded in 1987.\n- Pinnacle Software is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Turku.\n- Beacon Insurance was founded in 2011.\n- Wren reports to Mateo.\n- Felix reports to Tessa.\n- Pinnacle Software was founded in 1979.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Turku.\n- Mei works for Pinnacle Software.\n- Mei reports to Wren.\n- Dmitri reports to Jonas.\n- Wren works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Aisha reports to Dmitri.\n- Beacon Insurance is headquartered in Lyon.\n- Tessa reports to Bruno.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9689", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1627: employee Elena R., hired 20 January 2024, separated 29 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1627?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mateo.\n- Vantage Air is headquartered in Adelaide.\n- Viktor reports to Emeka.\n- Yuki reports to Viktor.\n- Nadia works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Aisha reports to Kenji.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mateo works for Helios Logistics.\n- Kenji works for Vantage Air.\n- Sofia works for Vantage Air.\n- Amara reports to Ravi.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Sofia reports to Nadia.\n- Vantage Air was founded in 1993.\n- Viktor works for Helios Logistics.\n- Amara works for Vantage Air.\n- Kenji reports to Sofia.\n- Ironwood Manufacturing was founded in 2004.\n- Mateo reports to Yuki.\n- Helios Logistics was founded in 2011.\n- Ravi works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Emeka reports to Callum.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia reports to Amara.\n- Helios Logistics is headquartered in Turku.\n- Callum reports to Aisha.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9691", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9692", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2746: employee Bruno S., hired 23 November 2021, separated 04 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2746?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9693", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 September 2022): For employees hired on or after 04 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1530: employee Yuki B., hired 14 November 2018, separated 07 October 2022 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1530?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2007.\n- Omar reports to Pablo.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Cobalt Health is headquartered in Lyon.\n- Crescent Telecom was founded in 2004.\n- Northwind Systems was founded in 1985.\n- Anders works for Cobalt Health.\n- Aisha reports to Anders.\n- Summit Energy is headquartered in Austin.\n- Crescent Telecom is headquartered in Lyon.\n- Wren works for Cobalt Health.\n- Kenji reports to Wren.\n- Mara reports to Elena.\n- Elena works for Crescent Telecom.\n- Pablo works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Anders reports to Omar.\n- Summit Energy was founded in 2012.\n- Aisha works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Pablo reports to Kenji.\n- Wren reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9695", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4540: employee Emeka K., hired 23 June 2020, separated 21 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4540?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9696", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9697", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9698", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2048: employee Callum B., hired 29 September 2021, separated 06 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2048?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9699", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2003.\n- Viktor reports to Chiara.\n- Meridian Bank is headquartered in Nagoya.\n- Meridian Bank was founded in 1978.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Summit Energy was founded in 1976.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Bruno reports to Emeka.\n- Aisha reports to Bruno.\n- Chiara works for Northwind Systems.\n- Mateo reports to Aisha.\n- Emeka reports to Wren.\n- Mateo works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Sanne works for Northwind Systems.\n- Hana reports to Mateo.\n- Wren works for Summit Energy.\n- Aisha works for Beacon Insurance.\n- Wren reports to Sanne.\n- Stefan works for Summit Energy.\n- Northwind Systems is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Halifax.\n- Chiara reports to Stefan.\n- Sanne reports to Viktor.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9700", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1241: employee Wren S., hired 29 June 2022, separated 07 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1241?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9701", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4290: employee Lucia B., hired 16 May 2024, separated 01 November 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-4290 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$4,400", "2": "$19,067", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9702", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Meridian Bank is headquartered in Porto.\n- Cedar Retail Group was founded in 2014.\n- Deshawn reports to Mateo.\n- Anders works for Fernhill Foods.\n- Northwind Systems was founded in 1991.\n- Fernhill Foods was founded in 1984.\n- Amara reports to Deshawn.\n- Cedar Retail Group is headquartered in Malmo.\n- Mateo works for Meridian Bank.\n- Hana works for Fernhill Foods.\n- Anders reports to Emeka.\n- Emeka reports to Amara.\n- Meridian Bank was founded in 2012.\n- Omar works for Cedar Retail Group.\n- Omar reports to Anders.\n- Amara works for Meridian Bank.\n- Fernhill Foods is headquartered in Leeds.\n- Deshawn works for Fernhill Foods.\n- Leila works for Northwind Systems.\n- Leila reports to Omar.\n- Hana reports to Leila.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9704", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9705", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6832: employee Lucia K., hired 21 July 2021, separated 01 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-6832 under the controlling rules.", "criteria": {"0": "$6,200", "1": "$34,667", "2": "$8,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Leila.\n- Helios Logistics was founded in 1977.\n- Sofia reports to Hana.\n- Felix works for Lattice Analytics.\n- Felix reports to Ingrid.\n- Zoya works for Crescent Telecom.\n- Jonas works for Meridian Bank.\n- Lattice Analytics is headquartered in Bergen.\n- Ravi reports to Zoya.\n- Callum works for Meridian Bank.\n- Helios Logistics is headquartered in Malmo.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Leila reports to Jonas.\n- Ravi works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Meridian Bank was founded in 1996.\n- Emeka works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Crescent Telecom is headquartered in Basel.\n- Ingrid works for Crescent Telecom.\n- Callum reports to Sofia.\n- Pablo reports to Bruno.\n- Lattice Analytics was founded in 1988.\n- Hana reports to Felix.\n- Jonas reports to Pablo.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Meridian Bank.\n- Bruno reports to Ravi.\n- Zoya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9707", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9708", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9709", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9710", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 15616 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Anders.\n- Ironwood Manufacturing was founded in 1998.\n- Pinnacle Software was founded in 2000.\n- Tobias reports to Callum.\n- Helios Logistics was founded in 2006.\n- Chiara reports to Tobias.\n- Pinnacle Software is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Jonas reports to Mateo.\n- Callum reports to Nadia.\n- Northwind Systems was founded in 1987.\n- Yuki works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Anders works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Omar reports to Lucia.\n- Chiara works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Jonas works for Helios Logistics.\n- Nadia reports to Bruno.\n- Mateo reports to Chiara.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Jonas.\n- Lucia reports to Stefan.\n- Mateo works for Northwind Systems.\n- Bruno reports to Yuki.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Tobias works for Ironwood Manufacturing.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9712", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3094: employee Jonas M., hired 15 April 2020, separated 29 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3094?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9713", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9714", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Lucia works for Ironwood Manufacturing.\n- Yuki reports to Lucia.\n- Pablo reports to Sanne.\n- Zoya reports to Deshawn.\n- Ironwood Manufacturing was founded in 2007.\n- Wren reports to Viktor.\n- Deshawn works for Northwind Systems.\n- Emeka reports to Jonas.\n- Jonas works for Summit Energy.\n- Sanne works for Summit Energy.\n- Mei reports to Pablo.\n- Mei works for Helios Logistics.\n- Northwind Systems is headquartered in Tallinn.\n- Wren works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Viktor reports to Mei.\n- Helios Logistics was founded in 1981.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Summit Energy.\n- Lucia reports to Chiara.\n- Emeka works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Pablo works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Deshawn reports to Yuki.\n- Sanne reports to Emeka.\n- Chiara reports to Wren.\n- Northwind Systems was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Felix.\n- Amara reports to Ravi.\n- Felix works for Lattice Analytics.\n- Beacon Insurance is headquartered in Nagoya.\n- Dmitri reports to Jonas.\n- Summit Energy was founded in 1996.\n- Dmitri works for Summit Energy.\n- Leila works for Summit Energy.\n- Jonas works for Fernhill Foods.\n- Mateo works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Ravi reports to Mateo.\n- Summit Energy is headquartered in Nagoya.\n- Mateo reports to Dmitri.\n- Felix reports to Amara.\n- Beacon Insurance was founded in 2003.\n- Elena works for Beacon Insurance.\n- Fernhill Foods was founded in 2004.\n- Fernhill Foods is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Austin.\n- Ravi works for Fernhill Foods.\n- Jonas reports to Elena.\n- Lattice Analytics was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9717", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6630: employee Dmitri R., hired 25 April 2023, separated 24 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6630?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Bluepine Aviation is headquartered in Tallinn.\n- Amara works for Lattice Analytics.\n- Mara works for Cobalt Health.\n- Lattice Analytics was founded in 1993.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki works for Lattice Analytics.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo reports to Priya.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2015.\n- Priya reports to Mara.\n- Viktor reports to Leila.\n- Wren reports to Yuki.\n- Amara reports to Nadia.\n- Summit Energy was founded in 1999.\n- Viktor works for Summit Energy.\n- Yuki reports to Amara.\n- Nadia reports to Viktor.\n- Priya works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Wren.\n- Cobalt Health was founded in 2007.\n- Leila works for Summit Energy.\n- Leila reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9719", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1197: employee Felix T., hired 07 September 2023, separated 04 February 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1197?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9720", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9721", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1844: employee Dmitri R., hired 30 October 2023, separated 02 July 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-1844 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,400", "2": "$17,333", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9722", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9723", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3514: employee Hana R., hired 23 October 2023, separated 10 January 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3514?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9724", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3766: employee Jonas M., hired 20 May 2023, separated 25 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3766?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3766 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9725", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1168: employee Dmitri T., hired 04 June 2024, separated 27 April 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1168?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9726", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 86408 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9727", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7129: employee Bruno K., hired 14 May 2024, separated 12 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7129?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9728", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9729", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9730", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Hana reports to Sanne.\n- Zoya works for Atlas Freight.\n- Tobias works for Pinnacle Software.\n- Mara reports to Viktor.\n- Viktor reports to Stefan.\n- Hana works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Viktor works for Atlas Freight.\n- Ravi reports to Zoya.\n- Atlas Freight was founded in 2004.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Beacon Insurance is headquartered in Malmo.\n- Pinnacle Software is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 2006.\n- Tobias reports to Ravi.\n- Pinnacle Software was founded in 2015.\n- Mara works for Beacon Insurance.\n- Atlas Freight is headquartered in Valencia.\n- Beacon Insurance was founded in 2008.\n- Zoya reports to Hana.\n- Sanne reports to Mara.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9732", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3049: employee Elena T., hired 29 April 2024, separated 10 August 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2025-3049 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,900", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9733", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9734", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6410: employee Omar T., hired 02 February 2020, separated 19 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6410?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9735", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9736", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9737", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 2001.\n- Vantage Air is headquartered in Basel.\n- Ingrid works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Omar works for Vantage Air.\n- Callum reports to Jonas.\n- Emeka reports to Bruno.\n- Lucia reports to Callum.\n- Northwind Systems is headquartered in Ghent.\n- Ingrid reports to Emeka.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Bruno works for Bluepine Aviation.\n- Tessa reports to Lucia.\n- Jonas works for Northwind Systems.\n- Stefan works for Bluepine Aviation.\n- Jonas reports to Ingrid.\n- Omar reports to Tessa.\n- Bruno reports to Aisha.\n- Lattice Analytics is headquartered in Ghent.\n- Stefan reports to Omar.\n- Northwind Systems was founded in 2009.\n- Vantage Air was founded in 2006.\n- Lucia works for Vantage Air.\n- Tessa works for Lattice Analytics.\n- Emeka works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9739", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2905: employee Bruno A., hired 27 February 2021, separated 23 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2905?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9740", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4020: employee Nadia S., hired 16 November 2024, separated 05 November 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-4020 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$45,000", "2": "$10,385", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9741", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2458: employee Dmitri B., hired 10 February 2022, separated 17 June 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2458?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9742", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9743", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8394: employee Stefan M., hired 29 April 2023, separated 08 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-8394 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$3,375", "2": "$4,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8394 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9744", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9745", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9746", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-4 (VERSION 5, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 January 2023): For employees hired on or after 08 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3409: employee Hana S., hired 14 December 2019, separated 31 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3409?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9747", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9748", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9750", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9751", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9752", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2990: employee Dmitri T., hired 06 October 2021, separated 21 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2990?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Wren.\n- Cedar Retail Group was founded in 2013.\n- Mara works for Cedar Retail Group.\n- Viktor reports to Ingrid.\n- Atlas Freight was founded in 1982.\n- Ingrid works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Lucia.\n- Cedar Retail Group is headquartered in Brno.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia reports to Viktor.\n- Viktor works for Atlas Freight.\n- Beacon Insurance was founded in 1991.\n- Helios Logistics is headquartered in Malmo.\n- Wren reports to Jonas.\n- Mara reports to Deshawn.\n- Jonas works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Wren works for Cedar Retail Group.\n- Jonas reports to Mara.\n- Helios Logistics was founded in 2005.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Callum.\n- Hana reports to Amara.\n- Tobias works for Fernhill Foods.\n- Amara reports to Pablo.\n- Wren works for Fernhill Foods.\n- Callum works for Cobalt Health.\n- Cedar Retail Group was founded in 1987.\n- Kenji reports to Hana.\n- Mara works for Cedar Retail Group.\n- Zoya reports to Mara.\n- Cobalt Health is headquartered in Nagoya.\n- Kenji works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Basel.\n- Fernhill Foods is headquartered in Nagoya.\n- Tobias reports to Stefan.\n- Pinnacle Software was founded in 1986.\n- Zoya works for Pinnacle Software.\n- Cobalt Health was founded in 1988.\n- Pinnacle Software is headquartered in Basel.\n- Mara reports to Ravi.\n- Hana works for Cobalt Health.\n- Yuki works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Fernhill Foods was founded in 1996.\n- Amara works for Cobalt Health.\n- Wren reports to Kenji.\n- Callum reports to Zoya.\n- Pablo works for Pinnacle Software.\n- Stefan works for Cedar Retail Group.\n- Ravi works for Cobalt Health.\n- Stefan reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1977.\n- Omar reports to Ravi.\n- Mara reports to Zoya.\n- Tessa reports to Leila.\n- Sanne reports to Kenji.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Tampere.\n- Ravi reports to Sanne.\n- Zoya works for Cobalt Health.\n- Ravi works for Northwind Systems.\n- Cobalt Health is headquartered in Adelaide.\n- Mara works for Cobalt Health.\n- Tessa works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Leila reports to Mara.\n- Mateo works for Atlas Freight.\n- Cobalt Health was founded in 2006.\n- Yuki works for Northwind Systems.\n- Omar works for Crescent Telecom.\n- Atlas Freight was founded in 1977.\n- Northwind Systems was founded in 2012.\n- Leila works for Atlas Freight.\n- Zoya reports to Omar.\n- Northwind Systems is headquartered in Turku.\n- Yuki reports to Tessa.\n- Mateo reports to Yuki.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9756", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9757", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Dmitri reports to Mara.\n- Helios Logistics was founded in 2008.\n- Mara reports to Emeka.\n- Amara works for Cobalt Health.\n- Mei works for Helios Logistics.\n- Cobalt Health was founded in 2000.\n- Anders reports to Dmitri.\n- Summit Energy is headquartered in Dunedin.\n- Emeka reports to Amara.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Nagoya.\n- Summit Energy was founded in 2008.\n- Mei reports to Aisha.\n- Kenji reports to Anders.\n- Dmitri works for Summit Energy.\n- Anders works for Ironwood Manufacturing.\n- Amara reports to Mei.\n- Ironwood Manufacturing was founded in 2015.\n- Helios Logistics is headquartered in Nagoya.\n- Aisha works for Helios Logistics.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9759", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1982.\n- Omar works for Fernhill Foods.\n- Ravi reports to Anders.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum reports to Wren.\n- Fernhill Foods is headquartered in Bergen.\n- Elena works for Helios Logistics.\n- Zoya works for Fernhill Foods.\n- Elena reports to Ravi.\n- Pablo reports to Priya.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1987.\n- Mei reports to Aisha.\n- Jonas works for Fernhill Foods.\n- Wren reports to Omar.\n- Anders works for Cedar Retail Group.\n- Fernhill Foods was founded in 1995.\n- Priya reports to Mei.\n- Pablo works for Fernhill Foods.\n- Cedar Retail Group was founded in 1996.\n- Mei works for Cedar Retail Group.\n- Aisha works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Jonas reports to Pablo.\n- Priya works for Cedar Retail Group.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Adelaide.\n- Zoya reports to Elena.\n- Aisha reports to Zoya.\n- Helios Logistics is headquartered in Adelaide.\n- Anders reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9761", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8254: employee Mara K., hired 10 October 2020, separated 31 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8254?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9762", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5500: employee Wren A., hired 22 August 2021, separated 17 February 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2025-5500 under the controlling rules.", "criteria": {"0": "$21,308", "1": "$20,308", "2": "$88,000", "3": "$20,192"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9763", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9764", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9626: employee Pablo B., hired 09 May 2021, separated 07 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9626?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9765", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2782: employee Hana A., hired 30 March 2022, separated 12 October 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-2782 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$24,700", "2": "$5,625", "3": "$4,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9766", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2927: employee Pablo K., hired 23 May 2021, separated 16 August 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-2927?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9767", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8913: employee Omar A., hired 04 March 2023, separated 12 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8913?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1982.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Leila reports to Ravi.\n- Ravi reports to Stefan.\n- Nadia reports to Callum.\n- Callum works for Helios Logistics.\n- Stefan reports to Tobias.\n- Helios Logistics was founded in 1984.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Anders.\n- Tobias reports to Dmitri.\n- Ironwood Manufacturing was founded in 1995.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lattice Analytics is headquartered in Leeds.\n- Leila works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Malmo.\n- Anders works for Atlas Freight.\n- Ravi works for Helios Logistics.\n- Anders reports to Nadia.\n- Atlas Freight was founded in 1982.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9769", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9770", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9771", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6926: employee Priya B., hired 06 September 2021, separated 15 August 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6926?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9772", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9773", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3005: employee Dmitri T., hired 25 May 2021, separated 18 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-3005 under the controlling rules.", "criteria": {"0": "$16,100", "1": "$16,600", "2": "$69,767", "3": "$16,188"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Adelaide.\n- Lucia works for Fernhill Foods.\n- Jonas reports to Wren.\n- Dmitri reports to Sanne.\n- Emeka reports to Dmitri.\n- Aisha reports to Ingrid.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Nadia works for Cobalt Health.\n- Wren reports to Leila.\n- Elena works for Summit Energy.\n- Nadia reports to Lucia.\n- Atlas Freight was founded in 2009.\n- Lucia reports to Jonas.\n- Leila reports to Tessa.\n- Aisha works for Atlas Freight.\n- Ingrid works for Summit Energy.\n- Emeka works for Summit Energy.\n- Fernhill Foods was founded in 1983.\n- Cobalt Health was founded in 2014.\n- Tessa works for Cobalt Health.\n- Ingrid reports to Emeka.\n- Dmitri works for Summit Energy.\n- Sanne works for Fernhill Foods.\n- Atlas Freight is headquartered in Austin.\n- Fernhill Foods is headquartered in Nagoya.\n- Leila works for Atlas Freight.\n- Tessa reports to Aisha.\n- Wren works for Summit Energy.\n- Elena reports to Nadia.\n- Summit Energy is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9775", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Nagoya.\n- Summit Energy was founded in 1999.\n- Sanne works for Pinnacle Software.\n- Summit Energy is headquartered in Valencia.\n- Elena reports to Chiara.\n- Pinnacle Software was founded in 1998.\n- Sanne reports to Mara.\n- Pablo works for Summit Energy.\n- Bluepine Aviation was founded in 1988.\n- Tessa works for Summit Energy.\n- Mara reports to Dmitri.\n- Callum reports to Pablo.\n- Chiara works for Pinnacle Software.\n- Pablo reports to Sanne.\n- Mara works for Meridian Bank.\n- Chiara reports to Tessa.\n- Meridian Bank was founded in 1978.\n- Dmitri reports to Elena.\n- Meridian Bank is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Cork.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9777", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9778", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9597: employee Sofia A., hired 21 March 2022, separated 08 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9597?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9597 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9779", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Lucia works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Elena reports to Tessa.\n- Leila reports to Sofia.\n- Jonas works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Mateo works for Vantage Air.\n- Atlas Freight is headquartered in Tallinn.\n- Sofia works for Atlas Freight.\n- Tessa reports to Leila.\n- Tessa works for Cedar Retail Group.\n- Lucia reports to Elena.\n- Cedar Retail Group is headquartered in Valencia.\n- Jonas reports to Lucia.\n- Elena works for Vantage Air.\n- Cedar Retail Group was founded in 2012.\n- Beacon Insurance is headquartered in Malmo.\n- Leila works for Cedar Retail Group.\n- Vantage Air was founded in 2008.\n- Sofia reports to Mateo.\n- Beacon Insurance was founded in 2005.\n- Atlas Freight was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9781", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Helios Logistics was founded in 1978.\n- Meridian Bank was founded in 1996.\n- Priya reports to Kenji.\n- Mateo works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Priya works for Atlas Freight.\n- Mateo reports to Bruno.\n- Hana reports to Mateo.\n- Helios Logistics is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Meridian Bank is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1997.\n- Bruno works for Atlas Freight.\n- Elena works for Meridian Bank.\n- Kenji reports to Elena.\n- Sofia reports to Anders.\n- Sofia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Bergen.\n- Atlas Freight was founded in 1990.\n- Hana works for Ironwood Manufacturing.\n- Anders reports to Priya.\n- Elena reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9783", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 December 2022): For employees hired on or after 15 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9646: employee Felix K., hired 22 August 2020, separated 01 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9646?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9784", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Summit Energy was founded in 1980.\n- Ironwood Manufacturing was founded in 1979.\n- Beacon Insurance was founded in 1994.\n- Elena works for Summit Energy.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Ingrid reports to Ravi.\n- Dmitri works for Fernhill Foods.\n- Ravi reports to Deshawn.\n- Priya works for Summit Energy.\n- Felix reports to Mei.\n- Chiara works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Beacon Insurance is headquartered in Valencia.\n- Felix works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Adelaide.\n- Emeka reports to Ingrid.\n- Priya reports to Chiara.\n- Chiara reports to Dmitri.\n- Mei reports to Elena.\n- Elena reports to Priya.\n- Ingrid works for Summit Energy.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Emeka.\n- Fernhill Foods is headquartered in Bergen.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9786", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9787", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9788", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9789", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9790", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9791", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 November 2025): For employees hired on or after 05 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8540: employee Leila S., hired 10 April 2024, separated 03 September 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8540?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9792", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 65754 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Cedar Retail Group was founded in 2011.\n- Viktor reports to Mei.\n- Viktor works for Pinnacle Software.\n- Atlas Freight is headquartered in Halifax.\n- Bruno reports to Viktor.\n- Stefan reports to Lucia.\n- Helios Logistics was founded in 1977.\n- Lucia reports to Tobias.\n- Mei works for Pinnacle Software.\n- Chiara works for Atlas Freight.\n- Tobias works for Cedar Retail Group.\n- Helios Logistics is headquartered in Adelaide.\n- Atlas Freight was founded in 1999.\n- Mei reports to Deshawn.\n- Pinnacle Software was founded in 1978.\n- Cedar Retail Group is headquartered in Adelaide.\n- Tobias reports to Chiara.\n- Deshawn reports to Stefan.\n- Lucia works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Stefan works for Atlas Freight.\n- Bruno works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9794", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9795", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Bruno.\n- Lattice Analytics was founded in 2006.\n- Emeka reports to Aisha.\n- Elena works for Fernhill Foods.\n- Mara reports to Callum.\n- Atlas Freight is headquartered in Nagoya.\n- Fernhill Foods was founded in 1989.\n- Aisha works for Bluepine Aviation.\n- Elena reports to Mara.\n- Callum works for Atlas Freight.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Anders.\n- Hana reports to Ravi.\n- Hana works for Lattice Analytics.\n- Fernhill Foods is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Lyon.\n- Mara works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Bluepine Aviation was founded in 1977.\n- Aisha reports to Zoya.\n- Lattice Analytics is headquartered in Nagoya.\n- Anders works for Bluepine Aviation.\n- Bruno reports to Hana.\n- Ravi reports to Elena.\n- Bruno works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Atlas Freight was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9797", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9798", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 June 2023): For employees hired on or after 14 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3747: employee Leila R., hired 24 November 2022, separated 30 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3747?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9799", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9800", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-5 (VERSION 7, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9434: employee Yuki R., hired 29 November 2022, separated 24 July 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-9434 under the controlling rules.", "criteria": {"0": "$17,654", "1": "$17,524", "2": "$76,500", "3": "$17,154"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9801", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Vantage Air.\n- Yuki works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Nagoya.\n- Amara reports to Aisha.\n- Sanne reports to Tessa.\n- Priya reports to Anders.\n- Tessa works for Atlas Freight.\n- Aisha reports to Yuki.\n- Vantage Air is headquartered in Lyon.\n- Tessa reports to Priya.\n- Bluepine Aviation was founded in 2004.\n- Fernhill Foods is headquartered in Lyon.\n- Sanne works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Pablo reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1975.\n- Anders works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Deshawn reports to Amara.\n- Anders reports to Pablo.\n- Bluepine Aviation is headquartered in Lyon.\n- Vantage Air was founded in 1976.\n- Yuki reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9803", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1976: employee Ingrid S., hired 15 December 2022, separated 18 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1976?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9804", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9805", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1602: employee Omar B., hired 25 August 2021, separated 06 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1602?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9806", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Zoya.\n- Pinnacle Software was founded in 1979.\n- Pinnacle Software is headquartered in Austin.\n- Amara works for Crescent Telecom.\n- Amara reports to Stefan.\n- Chiara works for Crescent Telecom.\n- Summit Energy was founded in 2015.\n- Ravi reports to Yuki.\n- Nadia reports to Chiara.\n- Helios Logistics was founded in 2011.\n- Zoya works for Pinnacle Software.\n- Ravi works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Stefan works for Helios Logistics.\n- Chiara reports to Priya.\n- Nadia works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Summit Energy is headquartered in Austin.\n- Zoya reports to Nadia.\n- Yuki works for Summit Energy.\n- Stefan reports to Ravi.\n- Crescent Telecom was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Omar.\n- Beacon Insurance was founded in 1978.\n- Tobias reports to Lucia.\n- Beacon Insurance is headquartered in Porto.\n- Omar works for Summit Energy.\n- Sofia works for Beacon Insurance.\n- Lucia reports to Leila.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha works for Helios Logistics.\n- Leila works for Lattice Analytics.\n- Summit Energy is headquartered in Porto.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Lucia works for Lattice Analytics.\n- Helios Logistics was founded in 2015.\n- Stefan reports to Sofia.\n- Summit Energy was founded in 2010.\n- Sofia reports to Tobias.\n- Omar reports to Stefan.\n- Lattice Analytics was founded in 1985.\n- Sanne works for Helios Logistics.\n- Leila reports to Aisha.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9809", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9810", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 April 2025): For employees hired on or after 10 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7345: employee Nadia R., hired 13 June 2023, separated 13 July 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7345?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Wren.\n- Deshawn works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Priya works for Atlas Freight.\n- Wren reports to Dmitri.\n- Crescent Telecom was founded in 2009.\n- Deshawn reports to Elena.\n- Callum reports to Deshawn.\n- Callum works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Tallinn.\n- Dmitri reports to Kenji.\n- Dmitri works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1983.\n- Priya reports to Callum.\n- Northwind Systems is headquartered in Cork.\n- Elena works for Northwind Systems.\n- Atlas Freight was founded in 2014.\n- Felix works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Ghent.\n- Elena reports to Felix.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Northwind Systems was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Ghent", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9812", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 February 2023): For employees hired on or after 03 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4215: employee Dmitri T., hired 22 August 2021, separated 20 June 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-4215 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$9,346", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Elena.\n- Pinnacle Software was founded in 1996.\n- Emeka works for Pinnacle Software.\n- Fernhill Foods was founded in 1978.\n- Helios Logistics is headquartered in Basel.\n- Emeka reports to Hana.\n- Fernhill Foods is headquartered in Basel.\n- Ingrid works for Helios Logistics.\n- Lucia reports to Emeka.\n- Pinnacle Software is headquartered in Basel.\n- Lucia works for Fernhill Foods.\n- Amara reports to Omar.\n- Deshawn works for Bluepine Aviation.\n- Omar reports to Mei.\n- Nadia reports to Lucia.\n- Helios Logistics was founded in 1994.\n- Hana reports to Ingrid.\n- Bluepine Aviation is headquartered in Bergen.\n- Elena works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Deshawn.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Elena reports to Amara.\n- Nadia works for Helios Logistics.\n- Hana works for Pinnacle Software.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9814", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9810: employee Mara R., hired 24 December 2020, separated 24 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9810?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9815", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8308: employee Viktor R., hired 13 July 2022, separated 08 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8308?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Tobias reports to Lucia.\n- Emeka works for Meridian Bank.\n- Sanne works for Cedar Retail Group.\n- Leila reports to Elena.\n- Crescent Telecom was founded in 1981.\n- Beacon Insurance is headquartered in Porto.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas reports to Kenji.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji reports to Nadia.\n- Mara reports to Tessa.\n- Leila works for Crescent Telecom.\n- Tessa reports to Tobias.\n- Cedar Retail Group was founded in 1996.\n- Sanne reports to Mara.\n- Meridian Bank was founded in 1998.\n- Yuki reports to Jonas.\n- Elena works for Crescent Telecom.\n- Nadia works for Meridian Bank.\n- Nadia reports to Leila.\n- Jonas works for Cedar Retail Group.\n- Kenji works for Meridian Bank.\n- Lucia reports to Yuki.\n- Tobias works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Beacon Insurance was founded in 1993.\n- Meridian Bank is headquartered in Cork.\n- Elena reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9817", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9818", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9819", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5567: employee Sofia R., hired 04 April 2023, separated 22 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5567?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Lucia.\n- Dmitri works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Beacon Insurance is headquartered in Basel.\n- Wren works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Bruno works for Pinnacle Software.\n- Viktor works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Porto.\n- Fernhill Foods was founded in 2002.\n- Pinnacle Software was founded in 2015.\n- Leila reports to Dmitri.\n- Bluepine Aviation was founded in 1996.\n- Bruno reports to Viktor.\n- Wren reports to Hana.\n- Lucia reports to Wren.\n- Hana reports to Bruno.\n- Leila works for Beacon Insurance.\n- Tobias reports to Leila.\n- Lucia works for Fernhill Foods.\n- Pinnacle Software is headquartered in Cork.\n- Tobias works for Fernhill Foods.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Hana works for Cedar Retail Group.\n- Aisha reports to Leila.\n- Jonas works for Vantage Air.\n- Hana reports to Jonas.\n- Ravi reports to Amara.\n- Helios Logistics is headquartered in Turku.\n- Omar reports to Tessa.\n- Ravi works for Meridian Bank.\n- Leila reports to Omar.\n- Lucia works for Cedar Retail Group.\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Turku.\n- Omar works for Vantage Air.\n- Zoya works for Meridian Bank.\n- Dmitri reports to Lucia.\n- Amara works for Meridian Bank.\n- Tessa reports to Zoya.\n- Amara reports to Dmitri.\n- Zoya reports to Ravi.\n- Tessa works for Meridian Bank.\n- Cedar Retail Group is headquartered in Cork.\n- Sanne works for Meridian Bank.\n- Jonas reports to Aisha.\n- Lucia reports to Sanne.\n- Helios Logistics was founded in 1998.\n- Meridian Bank is headquartered in Cork.\n- Dmitri works for Cedar Retail Group.\n- Meridian Bank was founded in 1988.\n- Cedar Retail Group was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9822", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 November 2022): For employees hired on or after 25 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8919: employee Priya T., hired 06 March 2021, separated 02 May 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2026-8919 under the controlling rules.", "criteria": {"0": "$4,125", "1": "$21,667", "2": "$3,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9823", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Brno.\n- Lattice Analytics was founded in 1994.\n- Amara reports to Lucia.\n- Viktor works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Stefan reports to Mateo.\n- Kenji reports to Emeka.\n- Bluepine Aviation was founded in 1988.\n- Lucia works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sofia reports to Kenji.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 2006.\n- Mara works for Helios Logistics.\n- Felix reports to Viktor.\n- Mara reports to Stefan.\n- Emeka reports to Felix.\n- Lucia reports to Callum.\n- Kenji works for Lattice Analytics.\n- Yuki reports to Amara.\n- Callum works for Bluepine Aviation.\n- Callum reports to Mara.\n- Sofia works for Lattice Analytics.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1996.\n- Viktor reports to Yuki.\n- Bluepine Aviation is headquartered in Brno.\n- Felix works for Bluepine Aviation.\n- Stefan works for Helios Logistics.\n- Mateo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1983.\n- Mara reports to Stefan.\n- Mateo reports to Anders.\n- Elena reports to Omar.\n- Zoya works for Meridian Bank.\n- Anders reports to Elena.\n- Tessa works for Pinnacle Software.\n- Stefan works for Meridian Bank.\n- Stefan reports to Tessa.\n- Mateo works for Atlas Freight.\n- Meridian Bank is headquartered in Austin.\n- Pinnacle Software was founded in 1984.\n- Omar works for Pinnacle Software.\n- Omar reports to Wren.\n- Emeka works for Meridian Bank.\n- Callum reports to Mateo.\n- Elena works for Meridian Bank.\n- Amara reports to Emeka.\n- Pinnacle Software is headquartered in Dunedin.\n- Mara works for Atlas Freight.\n- Wren reports to Mara.\n- Emeka reports to Callum.\n- Anders works for Bluepine Aviation.\n- Amara works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Bluepine Aviation is headquartered in Turku.\n- Meridian Bank was founded in 1992.\n- Wren works for Pinnacle Software.\n- Atlas Freight is headquartered in Austin.\n- Tessa reports to Zoya.\n- Atlas Freight was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9826", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Bruno works for Crescent Telecom.\n- Jonas reports to Kenji.\n- Pablo reports to Bruno.\n- Helios Logistics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka works for Helios Logistics.\n- Jonas works for Northwind Systems.\n- Chiara reports to Jonas.\n- Northwind Systems was founded in 1995.\n- Pablo works for Northwind Systems.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Tessa.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Elena works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1975.\n- Chiara works for Northwind Systems.\n- Felix reports to Pablo.\n- Crescent Telecom was founded in 2003.\n- Northwind Systems is headquartered in Oslo.\n- Kenji reports to Felix.\n- Ironwood Manufacturing was founded in 2013.\n- Emeka reports to Amara.\n- Elena reports to Emeka.\n- Bruno reports to Elena.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9828", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2894: employee Deshawn T., hired 09 June 2022, separated 24 July 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2894?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9829", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9830", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9831", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 11470\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Felix reports to Mei.\n- Nadia works for Crescent Telecom.\n- Jonas reports to Felix.\n- Kenji reports to Nadia.\n- Zoya reports to Ravi.\n- Cobalt Health is headquartered in Lyon.\n- Bluepine Aviation was founded in 1985.\n- Mei reports to Hana.\n- Mei works for Cobalt Health.\n- Hana reports to Kenji.\n- Atlas Freight was founded in 1996.\n- Jonas works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Tobias reports to Jonas.\n- Tobias works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Nadia reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Felix works for Cobalt Health.\n- Crescent Telecom was founded in 1984.\n- Callum reports to Tobias.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9833", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 December 2022): For employees hired on or after 14 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5868: employee Chiara S., hired 11 June 2021, separated 13 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-5868 under the controlling rules.", "criteria": {"0": "$13,202", "1": "$12,202", "2": "$12,072", "3": "$52,875"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9834", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Elena reports to Dmitri.\n- Wren reports to Mara.\n- Dmitri reports to Felix.\n- Elena works for Cedar Retail Group.\n- Dmitri works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy is headquartered in Turku.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Wren works for Beacon Insurance.\n- Mara reports to Deshawn.\n- Beacon Insurance is headquartered in Porto.\n- Summit Energy was founded in 2012.\n- Felix reports to Viktor.\n- Atlas Freight was founded in 1983.\n- Viktor reports to Amara.\n- Viktor works for Summit Energy.\n- Felix works for Cedar Retail Group.\n- Deshawn reports to Elena.\n- Cedar Retail Group is headquartered in Porto.\n- Beacon Insurance was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Deshawn.\n- Stefan works for Cedar Retail Group.\n- Atlas Freight was founded in 2004.\n- Deshawn works for Vantage Air.\n- Cedar Retail Group was founded in 1991.\n- Beacon Insurance was founded in 2005.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Felix works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Felix reports to Sofia.\n- Hana works for Cedar Retail Group.\n- Vantage Air was founded in 1982.\n- Tessa reports to Hana.\n- Mei reports to Felix.\n- Priya works for Beacon Insurance.\n- Sofia reports to Tessa.\n- Priya reports to Mei.\n- Bruno works for Cedar Retail Group.\n- Atlas Freight is headquartered in Malmo.\n- Deshawn reports to Bruno.\n- Vantage Air is headquartered in Tampere.\n- Sofia works for Atlas Freight.\n- Tessa works for Vantage Air.\n- Bruno reports to Yuki.\n- Hana reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9837", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Deshawn.\n- Mei works for Summit Energy.\n- Anders works for Atlas Freight.\n- Mei reports to Anders.\n- Bruno works for Lattice Analytics.\n- Priya reports to Mei.\n- Deshawn reports to Leila.\n- Ironwood Manufacturing was founded in 1987.\n- Leila works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Atlas Freight was founded in 2007.\n- Summit Energy was founded in 2012.\n- Bruno reports to Tobias.\n- Lattice Analytics was founded in 1980.\n- Hana works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Sofia.\n- Priya works for Summit Energy.\n- Atlas Freight is headquartered in Lyon.\n- Leila reports to Hana.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Summit Energy is headquartered in Basel.\n- Tobias works for Lattice Analytics.\n- Anders reports to Bruno.\n- Sofia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2005", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9839", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9840", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Viktor.\n- Ironwood Manufacturing was founded in 1975.\n- Dmitri works for Ironwood Manufacturing.\n- Sanne reports to Felix.\n- Mateo works for Helios Logistics.\n- Ravi works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Turku.\n- Chiara reports to Mateo.\n- Stefan reports to Chiara.\n- Yuki reports to Omar.\n- Cobalt Health was founded in 1984.\n- Ravi reports to Yuki.\n- Chiara works for Ironwood Manufacturing.\n- Viktor works for Cobalt Health.\n- Felix works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Vantage Air was founded in 1979.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Malmo.\n- Stefan works for Cobalt Health.\n- Dmitri reports to Stefan.\n- Mateo reports to Sanne.\n- Omar reports to Dmitri.\n- Cobalt Health is headquartered in Malmo.\n- Helios Logistics was founded in 1989.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9842", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 5259, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Pablo reports to Kenji.\n- Jonas works for Crescent Telecom.\n- Bruno reports to Callum.\n- Dmitri reports to Anders.\n- Kenji works for Cedar Retail Group.\n- Summit Energy is headquartered in Brno.\n- Felix works for Cedar Retail Group.\n- Mei reports to Pablo.\n- Vantage Air is headquartered in Austin.\n- Kenji reports to Omar.\n- Dmitri works for Cedar Retail Group.\n- Ingrid works for Summit Energy.\n- Mei works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Ingrid reports to Dmitri.\n- Omar reports to Jonas.\n- Cedar Retail Group was founded in 2013.\n- Omar works for Cedar Retail Group.\n- Anders reports to Mei.\n- Cedar Retail Group is headquartered in Austin.\n- Vantage Air was founded in 1976.\n- Summit Energy was founded in 1985.\n- Anders works for Vantage Air.\n- Callum works for Crescent Telecom.\n- Zoya reports to Bruno.\n- Crescent Telecom is headquartered in Brno.\n- Felix reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Jonas reports to Felix.\n- Crescent Telecom was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9844", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 40099\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Tobias.\n- Northwind Systems was founded in 2005.\n- Pablo works for Pinnacle Software.\n- Callum works for Northwind Systems.\n- Omar works for Pinnacle Software.\n- Bruno works for Crescent Telecom.\n- Wren reports to Tessa.\n- Nadia works for Crescent Telecom.\n- Lucia works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tampere.\n- Northwind Systems is headquartered in Lyon.\n- Beacon Insurance was founded in 1985.\n- Kenji works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Pinnacle Software is headquartered in Leeds.\n- Callum reports to Wren.\n- Pinnacle Software was founded in 2002.\n- Wren works for Pinnacle Software.\n- Bruno reports to Pablo.\n- Mara reports to Callum.\n- Kenji reports to Bruno.\n- Leila reports to Nadia.\n- Pablo reports to Omar.\n- Lucia reports to Kenji.\n- Mara works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Omar reports to Mara.\n- Crescent Telecom was founded in 1979.\n- Crescent Telecom is headquartered in Porto.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Porto", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9846", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9847", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9848", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1271: employee Wren B., hired 29 November 2022, separated 06 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1271?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1271 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9849", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9850", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Tessa works for Atlas Freight.\n- Bluepine Aviation was founded in 1994.\n- Lucia reports to Emeka.\n- Atlas Freight was founded in 1981.\n- Pinnacle Software is headquartered in Dunedin.\n- Mateo reports to Kenji.\n- Aisha reports to Mateo.\n- Emeka reports to Tessa.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka works for Fernhill Foods.\n- Mateo works for Atlas Freight.\n- Bruno reports to Lucia.\n- Tessa reports to Aisha.\n- Lucia works for Bluepine Aviation.\n- Kenji reports to Zoya.\n- Pinnacle Software was founded in 2011.\n- Kenji works for Fernhill Foods.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Nagoya.\n- Atlas Freight is headquartered in Porto.\n- Zoya works for Bluepine Aviation.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9852", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4582: employee Ingrid K., hired 11 November 2021, separated 07 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4582?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Yuki reports to Dmitri.\n- Northwind Systems is headquartered in Dunedin.\n- Lattice Analytics was founded in 1994.\n- Lucia reports to Sofia.\n- Summit Energy is headquartered in Basel.\n- Lucia works for Atlas Freight.\n- Dmitri reports to Lucia.\n- Summit Energy was founded in 2008.\n- Atlas Freight is headquartered in Halifax.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Mei reports to Nadia.\n- Ingrid works for Atlas Freight.\n- Sofia reports to Jonas.\n- Stefan works for Northwind Systems.\n- Jonas reports to Hana.\n- Tessa works for Northwind Systems.\n- Lattice Analytics is headquartered in Dunedin.\n- Felix reports to Stefan.\n- Tessa reports to Yuki.\n- Stefan reports to Mei.\n- Nadia reports to Tessa.\n- Sofia works for Northwind Systems.\n- Felix works for Summit Energy.\n- Ingrid reports to Felix.\n- Northwind Systems was founded in 2013.\n- Jonas works for Northwind Systems.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9854", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1710: employee Chiara B., hired 31 October 2020, separated 08 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1710?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9855", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 December 2022): For employees hired on or after 09 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2887: employee Anders K., hired 30 November 2021, separated 10 February 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-2887 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$3,600", "2": "$8,000", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9856", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9857", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9858", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4354: employee Sanne R., hired 18 November 2024, separated 02 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-4354?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9859", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7096: employee Lucia K., hired 06 August 2022, separated 04 July 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-7096 under the controlling rules.", "criteria": {"0": "$8,769", "1": "$9,231", "2": "$11,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9860", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9861", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5399: employee Elena M., hired 25 August 2020, separated 06 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5399?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Omar.\n- Beacon Insurance is headquartered in Porto.\n- Emeka reports to Ingrid.\n- Omar works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Nadia works for Beacon Insurance.\n- Summit Energy was founded in 1994.\n- Ingrid works for Beacon Insurance.\n- Sofia reports to Pablo.\n- Anders works for Summit Energy.\n- Nadia reports to Anders.\n- Pablo works for Summit Energy.\n- Pablo reports to Nadia.\n- Tobias works for Beacon Insurance.\n- Helios Logistics is headquartered in Valencia.\n- Chiara reports to Viktor.\n- Omar reports to Tobias.\n- Beacon Insurance was founded in 2014.\n- Emeka works for Helios Logistics.\n- Viktor reports to Emeka.\n- Northwind Systems was founded in 1995.\n- Summit Energy is headquartered in Leeds.\n- Chiara works for Summit Energy.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Oslo.\n- Anders reports to Chiara.\n- Helios Logistics was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9863", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 99799 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9864", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Ghent.\n- Hana reports to Priya.\n- Aisha works for Cedar Retail Group.\n- Hana works for Atlas Freight.\n- Priya works for Cedar Retail Group.\n- Mei reports to Tobias.\n- Wren reports to Mei.\n- Atlas Freight is headquartered in Ghent.\n- Helios Logistics was founded in 1997.\n- Priya reports to Wren.\n- Summit Energy was founded in 1982.\n- Pablo reports to Sanne.\n- Cedar Retail Group is headquartered in Leeds.\n- Chiara reports to Hana.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Pablo.\n- Helios Logistics is headquartered in Ghent.\n- Wren works for Cedar Retail Group.\n- Chiara works for Summit Energy.\n- Sanne reports to Aisha.\n- Tobias works for Cedar Retail Group.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1987.\n- Mei works for Summit Energy.\n- Cedar Retail Group was founded in 2001.\n- Sanne works for Helios Logistics.\n- Tobias reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9866", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Fernhill Foods is headquartered in Malmo.\n- Lattice Analytics is headquartered in Brno.\n- Mei reports to Lucia.\n- Dmitri reports to Mei.\n- Atlas Freight was founded in 1995.\n- Felix reports to Zoya.\n- Lucia reports to Viktor.\n- Lucia works for Atlas Freight.\n- Lattice Analytics was founded in 2006.\n- Viktor reports to Felix.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Zoya works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Deshawn.\n- Zoya reports to Tessa.\n- Mei works for Lattice Analytics.\n- Atlas Freight is headquartered in Malmo.\n- Viktor works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9868", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4040: employee Mara S., hired 31 May 2020, separated 23 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4040?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-9869", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9870", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9871", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2000.\n- Pinnacle Software is headquartered in Cork.\n- Wren works for Pinnacle Software.\n- Wren reports to Omar.\n- Ironwood Manufacturing is headquartered in Cork.\n- Hana works for Helios Logistics.\n- Felix works for Ironwood Manufacturing.\n- Hana reports to Leila.\n- Cobalt Health is headquartered in Brno.\n- Aisha works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Priya reports to Aisha.\n- Amara works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Helios Logistics was founded in 1981.\n- Aisha reports to Wren.\n- Kenji reports to Nadia.\n- Priya works for Cobalt Health.\n- Omar reports to Kenji.\n- Sofia works for Ironwood Manufacturing.\n- Leila reports to Yuki.\n- Nadia reports to Felix.\n- Yuki reports to Sofia.\n- Leila works for Pinnacle Software.\n- Felix reports to Amara.\n- Pinnacle Software was founded in 1977.\n- Sofia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2010", "2": "2005", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Ravi reports to Wren.\n- Vantage Air is headquartered in Malmo.\n- Aisha reports to Pablo.\n- Zoya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Wren works for Ironwood Manufacturing.\n- Zoya works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Kenji works for Vantage Air.\n- Cedar Retail Group was founded in 1998.\n- Ironwood Manufacturing was founded in 1976.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1982.\n- Mara reports to Kenji.\n- Mara works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Nagoya.\n- Aisha works for Ironwood Manufacturing.\n- Wren reports to Zoya.\n- Ravi works for Ironwood Manufacturing.\n- Vantage Air was founded in 2010.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1979", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Sofia works for Lattice Analytics.\n- Zoya reports to Aisha.\n- Dmitri reports to Amara.\n- Amara reports to Bruno.\n- Priya reports to Omar.\n- Helios Logistics was founded in 1990.\n- Wren reports to Zoya.\n- Lattice Analytics was founded in 2015.\n- Zoya works for Cedar Retail Group.\n- Aisha reports to Priya.\n- Wren works for Beacon Insurance.\n- Cedar Retail Group was founded in 2004.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Cedar Retail Group.\n- Omar works for Lattice Analytics.\n- Bruno works for Helios Logistics.\n- Lattice Analytics is headquartered in Ghent.\n- Helios Logistics is headquartered in Ghent.\n- Beacon Insurance was founded in 1998.\n- Cedar Retail Group is headquartered in Turku.\n- Sofia reports to Ravi.\n- Dmitri works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Omar reports to Sofia.\n- Bruno reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9875", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2013.\n- Nadia reports to Omar.\n- Deshawn works for Fernhill Foods.\n- Elena works for Northwind Systems.\n- Vantage Air was founded in 2000.\n- Anders works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Omar reports to Leila.\n- Zoya reports to Elena.\n- Fernhill Foods was founded in 2005.\n- Deshawn reports to Lucia.\n- Zoya works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Mara works for Northwind Systems.\n- Anders reports to Sofia.\n- Vantage Air is headquartered in Porto.\n- Lattice Analytics is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Halifax.\n- Mara reports to Deshawn.\n- Sofia reports to Zoya.\n- Omar works for Vantage Air.\n- Elena reports to Nadia.\n- Nadia works for Vantage Air.\n- Lucia reports to Anders.\n- Lattice Analytics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9877", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9878", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Jonas reports to Omar.\n- Meridian Bank was founded in 2014.\n- Summit Energy is headquartered in Oslo.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 1986.\n- Meridian Bank is headquartered in Ghent.\n- Chiara works for Summit Energy.\n- Omar works for Atlas Freight.\n- Hana works for Crescent Telecom.\n- Stefan reports to Hana.\n- Atlas Freight is headquartered in Oslo.\n- Tessa reports to Emeka.\n- Emeka works for Meridian Bank.\n- Stefan works for Summit Energy.\n- Ravi reports to Jonas.\n- Chiara reports to Stefan.\n- Tessa works for Atlas Freight.\n- Omar reports to Chiara.\n- Emeka reports to Ravi.\n- Summit Energy was founded in 2010.\n- Atlas Freight was founded in 1991.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9880", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9881", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Ingrid reports to Lucia.\n- Wren works for Crescent Telecom.\n- Zoya works for Helios Logistics.\n- Felix works for Crescent Telecom.\n- Mara reports to Wren.\n- Callum works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Cedar Retail Group is headquartered in Ghent.\n- Summit Energy was founded in 2014.\n- Felix reports to Zoya.\n- Wren reports to Priya.\n- Chiara reports to Mara.\n- Summit Energy is headquartered in Halifax.\n- Cedar Retail Group was founded in 1983.\n- Lucia reports to Chiara.\n- Crescent Telecom was founded in 2013.\n- Mara works for Summit Energy.\n- Sofia reports to Leila.\n- Leila works for Cedar Retail Group.\n- Lucia works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Priya reports to Callum.\n- Helios Logistics was founded in 1987.\n- Leila reports to Nadia.\n- Zoya reports to Sofia.\n- Nadia works for Summit Energy.\n- Callum reports to Felix.\n- Chiara works for Summit Energy.\n- Sofia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9883", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5532: employee Hana M., hired 26 July 2021, separated 21 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5532?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Kenji reports to Hana.\n- Leila reports to Lucia.\n- Summit Energy was founded in 1989.\n- Mei works for Vantage Air.\n- Fernhill Foods was founded in 1985.\n- Elena works for Vantage Air.\n- Lucia reports to Anders.\n- Kenji works for Fernhill Foods.\n- Summit Energy is headquartered in Lyon.\n- Callum reports to Deshawn.\n- Anders works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Mei reports to Callum.\n- Anders reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Elena reports to Kenji.\n- Callum works for Northwind Systems.\n- Deshawn works for Vantage Air.\n- Fernhill Foods is headquartered in Turku.\n- Hana reports to Mei.\n- Northwind Systems is headquartered in Lyon.\n- Deshawn reports to Viktor.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9885", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9886", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9887", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4972: employee Zoya R., hired 28 August 2024, separated 07 January 2027 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4972?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9888", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 August 2024): For employees hired on or after 08 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6860: employee Jonas B., hired 22 September 2021, separated 23 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6860?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1989.\n- Beacon Insurance is headquartered in Porto.\n- Viktor works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Tessa works for Summit Energy.\n- Bluepine Aviation was founded in 1983.\n- Ingrid works for Beacon Insurance.\n- Tessa reports to Ingrid.\n- Felix works for Summit Energy.\n- Ravi reports to Pablo.\n- Pablo reports to Leila.\n- Summit Energy is headquartered in Basel.\n- Ingrid reports to Ravi.\n- Anders reports to Felix.\n- Beacon Insurance was founded in 1984.\n- Bluepine Aviation is headquartered in Tampere.\n- Leila works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Summit Energy was founded in 1989.\n- Pablo works for Beacon Insurance.\n- Viktor reports to Anders.\n- Northwind Systems is headquartered in Basel.\n- Felix reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9890", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7357: employee Nadia K., hired 05 January 2021, separated 24 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-7357?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2010.\n- Mara works for Vantage Air.\n- Priya works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Amara works for Vantage Air.\n- Meridian Bank was founded in 1992.\n- Bruno works for Northwind Systems.\n- Pablo reports to Lucia.\n- Wren reports to Viktor.\n- Viktor reports to Ingrid.\n- Wren works for Northwind Systems.\n- Bruno reports to Mara.\n- Northwind Systems was founded in 2012.\n- Viktor works for Meridian Bank.\n- Chiara reports to Pablo.\n- Vantage Air is headquartered in Austin.\n- Northwind Systems is headquartered in Austin.\n- Pablo works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Mara reports to Wren.\n- Ingrid reports to Priya.\n- Lucia reports to Amara.\n- Ingrid works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2002.\n- Amara reports to Bruno.\n- Meridian Bank is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9892", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9893", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 11308, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "report_damage", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9894", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4150: employee Emeka K., hired 15 August 2023, separated 23 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4150?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Crescent Telecom was founded in 1990.\n- Dmitri reports to Emeka.\n- Bruno reports to Yuki.\n- Fernhill Foods is headquartered in Halifax.\n- Pablo reports to Ingrid.\n- Crescent Telecom is headquartered in Oslo.\n- Leila works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Tobias.\n- Yuki reports to Ravi.\n- Tobias reports to Leila.\n- Callum works for Pinnacle Software.\n- Aisha reports to Callum.\n- Chiara works for Pinnacle Software.\n- Callum reports to Chiara.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Ingrid reports to Bruno.\n- Pinnacle Software is headquartered in Halifax.\n- Fernhill Foods was founded in 2013.\n- Leila reports to Pablo.\n- Dmitri works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Ravi reports to Aisha.\n- Cedar Retail Group was founded in 1992.\n- Pinnacle Software was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9896", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9403: employee Tobias T., hired 24 October 2020, separated 19 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9403?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9897", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 4, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 28 September 2022): For employees hired on or after 28 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2569: employee Tessa R., hired 17 December 2019, separated 21 November 2022 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2569?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9898", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2861: employee Chiara K., hired 24 October 2022, separated 22 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-2861 under the controlling rules.", "criteria": {"0": "$9,300", "1": "$9,375", "2": "$7,300", "3": "$40,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Nagoya.\n- Priya works for Ironwood Manufacturing.\n- Felix works for Atlas Freight.\n- Viktor works for Summit Energy.\n- Sofia reports to Viktor.\n- Pablo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1993.\n- Yuki reports to Kenji.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Lucia reports to Felix.\n- Deshawn reports to Callum.\n- Sofia works for Summit Energy.\n- Pablo reports to Lucia.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Lucia works for Crescent Telecom.\n- Kenji reports to Priya.\n- Summit Energy was founded in 1990.\n- Crescent Telecom was founded in 1993.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Atlas Freight was founded in 2014.\n- Callum reports to Yuki.\n- Crescent Telecom is headquartered in Nagoya.\n- Viktor reports to Pablo.\n- Yuki works for Summit Energy.\n- Felix reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9901", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8323: employee Nadia M., hired 18 August 2024, separated 14 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8323?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Stefan.\n- Bluepine Aviation was founded in 1994.\n- Tessa works for Bluepine Aviation.\n- Priya works for Meridian Bank.\n- Mateo reports to Mara.\n- Meridian Bank is headquartered in Tampere.\n- Bruno reports to Emeka.\n- Northwind Systems was founded in 1986.\n- Mateo works for Meridian Bank.\n- Helios Logistics was founded in 1991.\n- Helios Logistics is headquartered in Dunedin.\n- Mara works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tampere.\n- Lucia works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Bruno works for Helios Logistics.\n- Northwind Systems is headquartered in Cork.\n- Stefan reports to Mateo.\n- Mara reports to Lucia.\n- Priya reports to Tessa.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9903", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9904", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 19 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5141: employee Tessa B., hired 14 October 2021, separated 19 March 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5141?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Aisha.\n- Mara works for Crescent Telecom.\n- Summit Energy was founded in 1986.\n- Elena works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Lattice Analytics was founded in 1981.\n- Aisha works for Crescent Telecom.\n- Viktor works for Summit Energy.\n- Amara works for Meridian Bank.\n- Tessa reports to Amara.\n- Crescent Telecom is headquartered in Cork.\n- Aisha reports to Elena.\n- Summit Energy is headquartered in Malmo.\n- Viktor reports to Zoya.\n- Amara reports to Pablo.\n- Meridian Bank was founded in 2015.\n- Elena reports to Tessa.\n- Pablo works for Meridian Bank.\n- Crescent Telecom was founded in 1998.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Lattice Analytics is headquartered in Oslo.\n- Mara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9906", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Kenji.\n- Emeka reports to Mara.\n- Cobalt Health is headquartered in Nagoya.\n- Jonas reports to Felix.\n- Nadia works for Vantage Air.\n- Deshawn works for Beacon Insurance.\n- Kenji reports to Emeka.\n- Emeka works for Helios Logistics.\n- Nadia reports to Dmitri.\n- Viktor works for Beacon Insurance.\n- Jonas works for Cobalt Health.\n- Helios Logistics is headquartered in Basel.\n- Vantage Air was founded in 1977.\n- Viktor reports to Nadia.\n- Helios Logistics was founded in 2014.\n- Pablo works for Cobalt Health.\n- Felix reports to Amara.\n- Felix works for Vantage Air.\n- Amara works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Dmitri reports to Sofia.\n- Vantage Air is headquartered in Nagoya.\n- Mara works for Cobalt Health.\n- Kenji works for Vantage Air.\n- Cobalt Health was founded in 2009.\n- Mara reports to Jonas.\n- Amara reports to Pablo.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1995.\n- Dmitri works for Vantage Air.\n- Pablo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9908", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9909", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Crescent Telecom was founded in 1976.\n- Emeka reports to Aisha.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Ingrid works for Helios Logistics.\n- Bruno reports to Ingrid.\n- Meridian Bank was founded in 2015.\n- Kenji works for Meridian Bank.\n- Helios Logistics was founded in 2003.\n- Aisha reports to Deshawn.\n- Ingrid reports to Priya.\n- Aisha works for Crescent Telecom.\n- Priya reports to Stefan.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Priya works for Meridian Bank.\n- Fernhill Foods was founded in 2001.\n- Helios Logistics is headquartered in Cork.\n- Stefan works for Crescent Telecom.\n- Meridian Bank is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Elena reports to Mei.\n- Leila works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Beacon Insurance was founded in 2007.\n- Mei reports to Sofia.\n- Dmitri works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Lucia reports to Anders.\n- Bluepine Aviation was founded in 2000.\n- Mara works for Meridian Bank.\n- Pinnacle Software was founded in 1977.\n- Sofia works for Pinnacle Software.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance is headquartered in Dunedin.\n- Chiara works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Amara reports to Leila.\n- Stefan works for Pinnacle Software.\n- Chiara reports to Lucia.\n- Pinnacle Software is headquartered in Dunedin.\n- Anders reports to Elena.\n- Meridian Bank was founded in 1989.\n- Mara reports to Chiara.\n- Emeka reports to Mara.\n- Mei works for Bluepine Aviation.\n- Sofia reports to Dmitri.\n- Dmitri reports to Stefan.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1988.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2003.\n- Cobalt Health is headquartered in Nagoya.\n- Tessa works for Cedar Retail Group.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Hana reports to Wren.\n- Bluepine Aviation was founded in 1979.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Wren reports to Tessa.\n- Mei reports to Felix.\n- Bluepine Aviation is headquartered in Leeds.\n- Omar reports to Deshawn.\n- Felix reports to Omar.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Jonas works for Northwind Systems.\n- Cedar Retail Group is headquartered in Leeds.\n- Tessa reports to Mei.\n- Jonas reports to Hana.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9913", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 May 2023): For employees hired on or after 02 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1733: employee Kenji K., hired 24 June 2022, separated 18 November 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1733?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-9914", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 7187, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Elena.\n- Priya reports to Mateo.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Emeka works for Crescent Telecom.\n- Atlas Freight is headquartered in Porto.\n- Chiara reports to Emeka.\n- Mateo works for Ironwood Manufacturing.\n- Chiara works for Crescent Telecom.\n- Emeka reports to Hana.\n- Nadia reports to Aisha.\n- Atlas Freight was founded in 1975.\n- Ironwood Manufacturing was founded in 2015.\n- Northwind Systems was founded in 1982.\n- Aisha reports to Chiara.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 2002.\n- Northwind Systems is headquartered in Porto.\n- Elena works for Crescent Telecom.\n- Hana reports to Priya.\n- Aisha works for Atlas Freight.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Nadia reports to Viktor.\n- Lattice Analytics is headquartered in Tampere.\n- Crescent Telecom is headquartered in Basel.\n- Felix reports to Nadia.\n- Tessa works for Fernhill Foods.\n- Crescent Telecom was founded in 1992.\n- Pablo reports to Tessa.\n- Viktor reports to Mateo.\n- Ravi reports to Felix.\n- Tessa reports to Kenji.\n- Pablo works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Summit Energy was founded in 2007.\n- Fernhill Foods was founded in 1996.\n- Ravi works for Lattice Analytics.\n- Chiara reports to Sanne.\n- Sanne reports to Pablo.\n- Chiara works for Fernhill Foods.\n- Kenji works for Crescent Telecom.\n- Viktor works for Lattice Analytics.\n- Nadia works for Crescent Telecom.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Chiara.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Lattice Analytics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2000.\n- Dmitri reports to Hana.\n- Tobias reports to Pablo.\n- Zoya reports to Elena.\n- Bluepine Aviation was founded in 1997.\n- Elena works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Cobalt Health is headquartered in Adelaide.\n- Dmitri works for Cobalt Health.\n- Pablo works for Beacon Insurance.\n- Tobias works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Malmo.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Hana works for Bluepine Aviation.\n- Elena reports to Omar.\n- Nadia reports to Tobias.\n- Tessa reports to Nadia.\n- Omar reports to Dmitri.\n- Hana reports to Tessa.\n- Sanne reports to Zoya.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9918", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Amara reports to Jonas.\n- Ironwood Manufacturing was founded in 1994.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Atlas Freight was founded in 2015.\n- Ravi reports to Anders.\n- Sofia reports to Amara.\n- Sofia works for Northwind Systems.\n- Lucia reports to Sofia.\n- Atlas Freight is headquartered in Lyon.\n- Jonas works for Northwind Systems.\n- Mateo works for Atlas Freight.\n- Anders reports to Mateo.\n- Mateo reports to Mara.\n- Northwind Systems is headquartered in Lyon.\n- Helios Logistics is headquartered in Tallinn.\n- Amara works for Northwind Systems.\n- Lucia works for Atlas Freight.\n- Northwind Systems was founded in 2009.\n- Ingrid works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Jonas reports to Ingrid.\n- Anders works for Northwind Systems.\n- Bruno reports to Lucia.\n- Helios Logistics was founded in 1996.\n- Mara works for Northwind Systems.\n- Mara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2018", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9920", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1995.\n- Ravi reports to Lucia.\n- Amara reports to Ingrid.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Lucia works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Bruno reports to Aisha.\n- Leila reports to Tessa.\n- Aisha reports to Kenji.\n- Beacon Insurance is headquartered in Austin.\n- Sanne reports to Leila.\n- Bruno works for Crescent Telecom.\n- Tessa reports to Ravi.\n- Mateo works for Beacon Insurance.\n- Meridian Bank was founded in 2005.\n- Leila works for Beacon Insurance.\n- Kenji reports to Dmitri.\n- Aisha works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Ingrid reports to Mateo.\n- Crescent Telecom is headquartered in Nagoya.\n- Northwind Systems was founded in 1983.\n- Mateo reports to Sanne.\n- Tessa works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Dmitri works for Northwind Systems.\n- Ravi works for Crescent Telecom.\n- Lucia reports to Bruno.\n- Sanne works for Meridian Bank.\n- Ingrid works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9923", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5810: employee Viktor K., hired 18 February 2023, separated 27 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-5810 under the controlling rules.", "criteria": {"0": "$4,275", "1": "$6,000", "2": "$6,500", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9924", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9925", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2008.\n- Callum reports to Dmitri.\n- Tessa works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Amara reports to Tessa.\n- Leila works for Northwind Systems.\n- Tessa reports to Leila.\n- Leila reports to Zoya.\n- Helios Logistics is headquartered in Brno.\n- Dmitri works for Cobalt Health.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Cobalt Health is headquartered in Cork.\n- Mara works for Northwind Systems.\n- Zoya reports to Mara.\n- Amara works for Cobalt Health.\n- Dmitri reports to Amara.\n- Zoya works for Helios Logistics.\n- Mara reports to Elena.\n- Northwind Systems is headquartered in Cork.\n- Northwind Systems was founded in 2010.\n- Helios Logistics was founded in 2009.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Callum reports to Jonas.\n- Emeka works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.\n- Mara reports to Callum.\n- Amara reports to Dmitri.\n- Jonas works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Pinnacle Software was founded in 1984.\n- Yuki works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Jonas reports to Hana.\n- Dmitri reports to Stefan.\n- Mara works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1986.\n- Stefan reports to Elena.\n- Fernhill Foods was founded in 1981.\n- Elena works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Porto.\n- Pinnacle Software is headquartered in Ghent.\n- Fernhill Foods is headquartered in Porto.\n- Emeka reports to Yuki.\n- Yuki reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9928", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9929", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-9930", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Wren reports to Mateo.\n- Summit Energy is headquartered in Brno.\n- Omar reports to Amara.\n- Amara reports to Elena.\n- Mateo reports to Zoya.\n- Priya works for Northwind Systems.\n- Nadia works for Fernhill Foods.\n- Zoya reports to Kenji.\n- Summit Energy was founded in 2003.\n- Wren works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Fernhill Foods was founded in 1984.\n- Nadia reports to Wren.\n- Kenji reports to Tessa.\n- Omar works for Pinnacle Software.\n- Tessa reports to Omar.\n- Elena works for Summit Energy.\n- Kenji works for Pinnacle Software.\n- Northwind Systems was founded in 1991.\n- Pinnacle Software is headquartered in Brno.\n- Tessa works for Northwind Systems.\n- Priya reports to Nadia.\n- Pinnacle Software was founded in 2015.\n- Mateo works for Fernhill Foods.\n- Northwind Systems is headquartered in Dunedin.\n- Amara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tessa.\n- Wren reports to Mei.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Adelaide.\n- Mara reports to Wren.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa reports to Sanne.\n- Callum works for Fernhill Foods.\n- Jonas works for Lattice Analytics.\n- Emeka reports to Jonas.\n- Omar reports to Callum.\n- Stefan reports to Yuki.\n- Stefan works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2015.\n- Nadia reports to Mara.\n- Ironwood Manufacturing was founded in 1977.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software was founded in 1979.\n- Callum reports to Stefan.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Tessa works for Pinnacle Software.\n- Jonas reports to Nadia.\n- Mei reports to Omar.\n- Fernhill Foods was founded in 1983.\n- Mei works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1977", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Zoya reports to Felix.\n- Tessa reports to Hana.\n- Mara reports to Yuki.\n- Cedar Retail Group is headquartered in Leeds.\n- Stefan reports to Ingrid.\n- Summit Energy is headquartered in Leeds.\n- Cedar Retail Group was founded in 1976.\n- Zoya works for Pinnacle Software.\n- Sofia works for Bluepine Aviation.\n- Lucia works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.\n- Stefan works for Summit Energy.\n- Tessa works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia reports to Lucia.\n- Hana reports to Sofia.\n- Jonas reports to Stefan.\n- Yuki works for Cedar Retail Group.\n- Jonas works for Summit Energy.\n- Omar works for Cedar Retail Group.\n- Yuki reports to Zoya.\n- Summit Energy was founded in 1985.\n- Omar reports to Tessa.\n- Felix reports to Jonas.\n- Hana works for Bluepine Aviation.\n- Pinnacle Software was founded in 1980.\n- Pinnacle Software is headquartered in Leeds.\n- Mara works for Summit Energy.\n- Ingrid reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1978", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9935", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-2 (VERSION 6, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5535: employee Priya M., hired 24 June 2024, separated 18 May 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-5535 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$34,667", "2": "$8,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-9936", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9937", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7647: employee Omar R., hired 11 February 2021, separated 28 July 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-7647 under the controlling rules.", "criteria": {"0": "$20,250", "1": "$19,500", "2": "$20,000", "3": "$84,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9938", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue", "4": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9939", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cobalt Health.\n- Pablo reports to Ravi.\n- Tessa reports to Mara.\n- Cobalt Health is headquartered in Basel.\n- Emeka works for Meridian Bank.\n- Pablo works for Ironwood Manufacturing.\n- Zoya reports to Nadia.\n- Chiara reports to Emeka.\n- Ironwood Manufacturing was founded in 1995.\n- Crescent Telecom was founded in 1986.\n- Mara reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Nadia reports to Tessa.\n- Elena works for Meridian Bank.\n- Amara reports to Elena.\n- Tessa works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Cobalt Health was founded in 1990.\n- Callum works for Cobalt Health.\n- Emeka reports to Callum.\n- Elena reports to Aisha.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Meridian Bank is headquartered in Tallinn.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Cobalt Health.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Zoya works for Cobalt Health.\n- Meridian Bank was founded in 2013.\n- Callum reports to Pablo.\n- Aisha reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9941", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9942", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2772: employee Ravi S., hired 02 January 2022, separated 14 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2772?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Deshawn reports to Hana.\n- Chiara reports to Ingrid.\n- Callum works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Pinnacle Software is headquartered in Halifax.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Brno.\n- Pablo works for Summit Energy.\n- Aisha reports to Pablo.\n- Cobalt Health was founded in 1976.\n- Crescent Telecom was founded in 1975.\n- Callum reports to Mara.\n- Hana works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Summit Energy was founded in 2011.\n- Ingrid reports to Deshawn.\n- Pinnacle Software was founded in 1997.\n- Hana reports to Callum.\n- Deshawn works for Crescent Telecom.\n- Summit Energy is headquartered in Brno.\n- Pablo reports to Chiara.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9945", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9946", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2903: employee Tobias T., hired 09 February 2024, separated 26 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2903?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Pablo works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Basel.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Anders reports to Mateo.\n- Ironwood Manufacturing was founded in 1981.\n- Beacon Insurance was founded in 2007.\n- Pablo reports to Nadia.\n- Viktor reports to Deshawn.\n- Dmitri reports to Viktor.\n- Mateo works for Lattice Analytics.\n- Amara reports to Pablo.\n- Viktor works for Ironwood Manufacturing.\n- Dmitri works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Aisha reports to Kenji.\n- Tessa works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Tessa reports to Aisha.\n- Bluepine Aviation was founded in 1993.\n- Nadia reports to Anders.\n- Jonas reports to Dmitri.\n- Lattice Analytics is headquartered in Basel.\n- Deshawn works for Beacon Insurance.\n- Deshawn reports to Amara.\n- Nadia works for Lattice Analytics.\n- Mateo reports to Tessa.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9948", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7676: employee Pablo B., hired 12 September 2020, separated 02 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7676?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9949", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Ironwood Manufacturing.\n- Dmitri reports to Hana.\n- Ironwood Manufacturing is headquartered in Basel.\n- Hana reports to Jonas.\n- Kenji reports to Dmitri.\n- Mei works for Ironwood Manufacturing.\n- Jonas works for Northwind Systems.\n- Mei reports to Kenji.\n- Jonas reports to Mateo.\n- Atlas Freight was founded in 2000.\n- Cobalt Health was founded in 2006.\n- Northwind Systems is headquartered in Bergen.\n- Mateo works for Northwind Systems.\n- Cobalt Health is headquartered in Bergen.\n- Kenji works for Northwind Systems.\n- Northwind Systems was founded in 1990.\n- Sanne reports to Mei.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo reports to Sofia.\n- Sofia works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Atlas Freight is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1988", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9951", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7742: employee Mateo S., hired 10 July 2020, separated 25 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7742?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Bluepine Aviation was founded in 1975.\n- Priya reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Sanne reports to Jonas.\n- Mei reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Felix works for Bluepine Aviation.\n- Fernhill Foods was founded in 2006.\n- Fernhill Foods is headquartered in Bergen.\n- Sanne works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Elena reports to Nadia.\n- Mei works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Aisha reports to Felix.\n- Felix reports to Mei.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Tessa reports to Tobias.\n- Pinnacle Software was founded in 2008.\n- Tobias reports to Elena.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor reports to Aisha.\n- Kenji reports to Sanne.\n- Pinnacle Software is headquartered in Bergen.\n- Jonas reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9953", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9004: employee Hana M., hired 02 January 2023, separated 23 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9004?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.\n- Fernhill Foods is headquartered in Valencia.\n- Yuki works for Crescent Telecom.\n- Tobias reports to Stefan.\n- Viktor works for Lattice Analytics.\n- Helios Logistics is headquartered in Tallinn.\n- Mara works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Callum works for Helios Logistics.\n- Felix reports to Tessa.\n- Stefan reports to Viktor.\n- Tessa reports to Yuki.\n- Amara reports to Mara.\n- Aisha reports to Amara.\n- Lattice Analytics is headquartered in Tallinn.\n- Viktor reports to Aisha.\n- Crescent Telecom is headquartered in Nagoya.\n- Lattice Analytics was founded in 1978.\n- Tessa works for Fernhill Foods.\n- Stefan works for Crescent Telecom.\n- Amara works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Callum reports to Felix.\n- Mara reports to Callum.\n- Crescent Telecom was founded in 2003.\n- Helios Logistics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9955", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8227: employee Felix S., hired 23 March 2023, separated 02 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8227?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Ravi reports to Leila.\n- Ironwood Manufacturing is headquartered in Cork.\n- Kenji reports to Zoya.\n- Kenji works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1985.\n- Atlas Freight is headquartered in Cork.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Ravi works for Ironwood Manufacturing.\n- Wren works for Atlas Freight.\n- Lattice Analytics is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Cork.\n- Omar works for Lattice Analytics.\n- Zoya reports to Omar.\n- Atlas Freight was founded in 2004.\n- Omar reports to Emeka.\n- Tobias reports to Ravi.\n- Zoya works for Ironwood Manufacturing.\n- Leila reports to Kenji.\n- Emeka reports to Wren.\n- Leila works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1988", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9957", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6052: employee Tessa R., hired 17 June 2023, separated 17 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6052?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9958", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4015: employee Pablo M., hired 14 January 2022, separated 12 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4015?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom was founded in 1991.\n- Deshawn works for Fernhill Foods.\n- Anders reports to Sanne.\n- Aisha reports to Viktor.\n- Sofia works for Pinnacle Software.\n- Zoya works for Crescent Telecom.\n- Pinnacle Software is headquartered in Porto.\n- Pablo works for Pinnacle Software.\n- Nadia reports to Aisha.\n- Anders works for Cedar Retail Group.\n- Omar reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Viktor reports to Pablo.\n- Tobias reports to Deshawn.\n- Pinnacle Software was founded in 1976.\n- Zoya reports to Tobias.\n- Sanne reports to Callum.\n- Callum reports to Omar.\n- Callum works for Cedar Retail Group.\n- Pablo reports to Anders.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Dunedin.\n- Sofia reports to Zoya.\n- Fernhill Foods was founded in 2001.\n- Cedar Retail Group was founded in 1992.\n- Aisha works for Fernhill Foods.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9960", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6750: employee Omar B., hired 27 February 2023, separated 08 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6750?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9961", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Aisha works for Summit Energy.\n- Bruno reports to Ravi.\n- Aisha reports to Elena.\n- Beacon Insurance was founded in 2015.\n- Elena reports to Kenji.\n- Sanne works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Bruno works for Summit Energy.\n- Tobias works for Helios Logistics.\n- Northwind Systems is headquartered in Basel.\n- Helios Logistics was founded in 2006.\n- Elena works for Beacon Insurance.\n- Stefan reports to Tobias.\n- Helios Logistics is headquartered in Porto.\n- Ravi works for Summit Energy.\n- Ravi reports to Sanne.\n- Kenji reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Northwind Systems was founded in 1983.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 2000.\n- Sanne reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Tampere", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Yuki reports to Kenji.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2013.\n- Yuki works for Ironwood Manufacturing.\n- Emeka works for Cobalt Health.\n- Kenji reports to Nadia.\n- Ingrid works for Cobalt Health.\n- Priya reports to Callum.\n- Stefan works for Cobalt Health.\n- Ingrid reports to Chiara.\n- Chiara reports to Dmitri.\n- Callum works for Lattice Analytics.\n- Cobalt Health was founded in 1984.\n- Lattice Analytics was founded in 1985.\n- Elena reports to Emeka.\n- Priya works for Cobalt Health.\n- Chiara works for Lattice Analytics.\n- Emeka reports to Amara.\n- Kenji works for Ironwood Manufacturing.\n- Callum reports to Yuki.\n- Nadia reports to Stefan.\n- Dmitri works for Cedar Retail Group.\n- Cobalt Health is headquartered in Halifax.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Amara reports to Ingrid.\n- Dmitri reports to Priya.\n- Lattice Analytics is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9964", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7967: employee Leila T., hired 02 August 2020, separated 13 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7967?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-9965", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9966", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9967", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1772: employee Aisha S., hired 28 July 2021, separated 02 April 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-1772 under the controlling rules.", "criteria": {"0": "$16,100", "1": "$15,100", "2": "$69,767", "3": "$16,188"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Elena reports to Anders.\n- Pablo works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Emeka works for Vantage Air.\n- Atlas Freight is headquartered in Austin.\n- Lucia works for Vantage Air.\n- Anders works for Atlas Freight.\n- Vantage Air was founded in 1993.\n- Cobalt Health is headquartered in Austin.\n- Anders reports to Lucia.\n- Nadia reports to Amara.\n- Atlas Freight was founded in 1980.\n- Pablo reports to Nadia.\n- Callum works for Cobalt Health.\n- Callum reports to Elena.\n- Nadia works for Bluepine Aviation.\n- Ingrid reports to Priya.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena works for Bluepine Aviation.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation was founded in 2007.\n- Ravi reports to Ingrid.\n- Amara reports to Emeka.\n- Priya reports to Pablo.\n- Amara works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Cobalt Health was founded in 2002.\n- Lucia reports to Ravi.\n- Emeka reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-9969", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1208: employee Zoya B., hired 10 June 2020, separated 04 May 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-1208 under the controlling rules.", "criteria": {"0": "$15,558", "1": "$65,250", "2": "$15,188", "3": "$15,058"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-9970", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2966: employee Felix B., hired 13 November 2024, separated 29 May 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-2966 under the controlling rules.", "criteria": {"0": "$3,375", "1": "$14,300", "2": "$1,300", "3": "$3,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Lattice Analytics was founded in 1996.\n- Tobias works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2008.\n- Hana reports to Ravi.\n- Wren reports to Mateo.\n- Callum reports to Wren.\n- Pinnacle Software is headquartered in Turku.\n- Pinnacle Software was founded in 2015.\n- Dmitri works for Pinnacle Software.\n- Zoya reports to Mei.\n- Tobias reports to Dmitri.\n- Ravi works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Wren works for Lattice Analytics.\n- Dmitri reports to Zoya.\n- Mei works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Basel.\n- Summit Energy is headquartered in Turku.\n- Lattice Analytics is headquartered in Oslo.\n- Mateo reports to Hana.\n- Summit Energy was founded in 1979.\n- Mara reports to Callum.\n- Ravi reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-9972", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9973", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9974", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Bruno reports to Kenji.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya works for Lattice Analytics.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 2007.\n- Pablo works for Ironwood Manufacturing.\n- Leila works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2015.\n- Anders works for Ironwood Manufacturing.\n- Tobias works for Cobalt Health.\n- Pablo reports to Ingrid.\n- Cobalt Health is headquartered in Dunedin.\n- Elena works for Cobalt Health.\n- Omar reports to Deshawn.\n- Deshawn reports to Zoya.\n- Elena reports to Pablo.\n- Cobalt Health was founded in 1987.\n- Ingrid reports to Tobias.\n- Nadia reports to Anders.\n- Zoya reports to Leila.\n- Kenji reports to Nadia.\n- Deshawn works for Ironwood Manufacturing.\n- Nadia works for Lattice Analytics.\n- Anders reports to Omar.\n- Tobias reports to Bruno.\n- Ingrid works for Lattice Analytics.\n- Bruno works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-9976", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9977", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1956: employee Sanne T., hired 17 October 2023, separated 08 August 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-1956 under the controlling rules.", "criteria": {"0": "$2,800", "1": "$3,500", "2": "$3,000", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Emeka works for Northwind Systems.\n- Wren reports to Stefan.\n- Mateo reports to Dmitri.\n- Stefan reports to Mei.\n- Northwind Systems is headquartered in Lyon.\n- Tobias reports to Mateo.\n- Meridian Bank was founded in 2008.\n- Tobias works for Northwind Systems.\n- Aisha works for Helios Logistics.\n- Dmitri reports to Aisha.\n- Lucia reports to Sanne.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Deshawn works for Atlas Freight.\n- Lucia works for Northwind Systems.\n- Stefan works for Helios Logistics.\n- Wren works for Atlas Freight.\n- Sanne reports to Deshawn.\n- Aisha reports to Wren.\n- Helios Logistics was founded in 1997.\n- Chiara reports to Tobias.\n- Atlas Freight was founded in 1984.\n- Meridian Bank is headquartered in Cork.\n- Mateo works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Helios Logistics is headquartered in Ghent.\n- Sanne works for Northwind Systems.\n- Deshawn reports to Emeka.\n- Atlas Freight is headquartered in Cork.\n- Emeka reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2006", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Lattice Analytics was founded in 2001.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Deshawn works for Lattice Analytics.\n- Mei works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Pablo works for Lattice Analytics.\n- Chiara works for Meridian Bank.\n- Amara reports to Ingrid.\n- Kenji works for Lattice Analytics.\n- Pinnacle Software is headquartered in Turku.\n- Sanne reports to Chiara.\n- Kenji reports to Sanne.\n- Lucia reports to Deshawn.\n- Pablo reports to Viktor.\n- Ingrid reports to Lucia.\n- Mei reports to Yuki.\n- Sanne works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2010.\n- Aisha reports to Kenji.\n- Amara works for Lattice Analytics.\n- Aisha works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Deshawn reports to Pablo.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pinnacle Software was founded in 1982.\n- Lucia works for Ironwood Manufacturing.\n- Yuki reports to Aisha.\n- Chiara reports to Amara.\n- Meridian Bank was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Yuki works for Cedar Retail Group.\n- Cobalt Health is headquartered in Cork.\n- Sanne reports to Bruno.\n- Lattice Analytics is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Aisha reports to Sanne.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Lucia.\n- Cedar Retail Group is headquartered in Austin.\n- Lattice Analytics was founded in 2006.\n- Lucia works for Cedar Retail Group.\n- Yuki reports to Tessa.\n- Lucia reports to Mara.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Yuki.\n- Cobalt Health was founded in 1990.\n- Cedar Retail Group was founded in 2014.\n- Amara works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 1999.\n- Amara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-9981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ravi.\n- Chiara reports to Jonas.\n- Bluepine Aviation was founded in 2002.\n- Cobalt Health was founded in 1992.\n- Jonas reports to Emeka.\n- Dmitri reports to Sofia.\n- Emeka reports to Deshawn.\n- Kenji works for Pinnacle Software.\n- Leila works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Dmitri works for Pinnacle Software.\n- Mateo works for Bluepine Aviation.\n- Elena works for Pinnacle Software.\n- Meridian Bank was founded in 1995.\n- Sofia works for Pinnacle Software.\n- Emeka works for Meridian Bank.\n- Elena reports to Mateo.\n- Mateo reports to Leila.\n- Deshawn works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Meridian Bank is headquartered in Malmo.\n- Sofia reports to Chiara.\n- Deshawn reports to Ingrid.\n- Pinnacle Software was founded in 2003.\n- Bluepine Aviation is headquartered in Malmo.\n- Chiara works for Meridian Bank.\n- Cobalt Health is headquartered in Dunedin.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Ingrid reports to Elena.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9982", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9983", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "report_outage", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-9984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Sofia works for Vantage Air.\n- Northwind Systems was founded in 1980.\n- Leila works for Northwind Systems.\n- Summit Energy is headquartered in Halifax.\n- Pablo works for Northwind Systems.\n- Sofia reports to Stefan.\n- Nadia works for Northwind Systems.\n- Chiara works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Nadia reports to Jonas.\n- Stefan reports to Elena.\n- Omar reports to Pablo.\n- Ravi reports to Nadia.\n- Pablo reports to Leila.\n- Elena works for Vantage Air.\n- Leila reports to Ravi.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 2008.\n- Elena reports to Viktor.\n- Dmitri works for Summit Energy.\n- Meridian Bank was founded in 1984.\n- Meridian Bank is headquartered in Tallinn.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Halifax.\n- Vantage Air was founded in 1995.\n- Chiara reports to Omar.\n- Jonas reports to Dmitri.\n- Viktor reports to Chiara.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9985", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4255: employee Aisha R., hired 05 October 2021, separated 04 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4255?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Turku.\n- Meridian Bank is headquartered in Leeds.\n- Priya reports to Aisha.\n- Pinnacle Software is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Tobias works for Fernhill Foods.\n- Bruno reports to Tobias.\n- Tessa works for Pinnacle Software.\n- Ravi works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Tobias reports to Priya.\n- Tessa reports to Ravi.\n- Fernhill Foods was founded in 1986.\n- Nadia reports to Bruno.\n- Meridian Bank was founded in 1991.\n- Beacon Insurance was founded in 1986.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha reports to Tessa.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Ravi reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-9987", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6397: employee Ravi M., hired 13 February 2022, separated 31 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6397?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-9988", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 October 2022): For employees hired on or after 30 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9811: employee Callum B., hired 27 March 2019, separated 20 November 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9811?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2004.\n- Dmitri works for Northwind Systems.\n- Wren reports to Dmitri.\n- Ingrid reports to Zoya.\n- Summit Energy is headquartered in Tallinn.\n- Helios Logistics was founded in 1980.\n- Helios Logistics is headquartered in Malmo.\n- Northwind Systems is headquartered in Malmo.\n- Zoya reports to Sofia.\n- Viktor works for Northwind Systems.\n- Zoya works for Cedar Retail Group.\n- Summit Energy was founded in 1999.\n- Hana reports to Ingrid.\n- Jonas works for Summit Energy.\n- Viktor reports to Mei.\n- Mei reports to Wren.\n- Ingrid works for Cedar Retail Group.\n- Jonas reports to Emeka.\n- Cedar Retail Group is headquartered in Malmo.\n- Sofia works for Cedar Retail Group.\n- Lucia works for Northwind Systems.\n- Emeka works for Helios Logistics.\n- Cedar Retail Group was founded in 1975.\n- Mei works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Emeka reports to Sanne.\n- Sofia reports to Lucia.\n- Dmitri reports to Hana.\n- Sanne works for Northwind Systems.\n- Hana works for Cedar Retail Group.\n- Lucia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9990", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 January 2026): For employees hired on or after 06 January 2026, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3115: employee Kenji B., hired 07 December 2025, separated 03 May 2027 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3115?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-9991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Vantage Air.\n- Summit Energy is headquartered in Dunedin.\n- Yuki reports to Bruno.\n- Summit Energy was founded in 2002.\n- Vantage Air was founded in 1994.\n- Pinnacle Software is headquartered in Nagoya.\n- Crescent Telecom was founded in 1987.\n- Mateo reports to Tessa.\n- Deshawn works for Vantage Air.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Deshawn.\n- Deshawn reports to Zoya.\n- Yuki works for Summit Energy.\n- Emeka reports to Ingrid.\n- Crescent Telecom is headquartered in Nagoya.\n- Ingrid reports to Mateo.\n- Pinnacle Software was founded in 2004.\n- Emeka works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Vantage Air is headquartered in Dunedin.\n- Bruno works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Bruno reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-9992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Crescent Telecom.\n- Atlas Freight was founded in 1994.\n- Deshawn reports to Mateo.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods was founded in 2008.\n- Atlas Freight is headquartered in Basel.\n- Elena works for Atlas Freight.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Elena reports to Chiara.\n- Pinnacle Software was founded in 2007.\n- Mara reports to Mei.\n- Deshawn works for Pinnacle Software.\n- Ingrid reports to Deshawn.\n- Mei reports to Elena.\n- Chiara reports to Ingrid.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Hana reports to Mara.\n- Chiara works for Pinnacle Software.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-9993", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "report_outage", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-9994", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-9995", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6794: employee Mateo K., hired 04 January 2021, separated 07 November 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6794?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-9996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Beacon Insurance is headquartered in Brno.\n- Hana reports to Mateo.\n- Lucia works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Viktor reports to Emeka.\n- Meridian Bank was founded in 2002.\n- Tessa works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Ingrid reports to Mei.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Meridian Bank.\n- Pinnacle Software is headquartered in Brno.\n- Priya works for Beacon Insurance.\n- Emeka reports to Aisha.\n- Pinnacle Software was founded in 1991.\n- Aisha works for Beacon Insurance.\n- Mateo reports to Zoya.\n- Cobalt Health is headquartered in Malmo.\n- Lucia reports to Viktor.\n- Zoya works for Meridian Bank.\n- Tessa reports to Hana.\n- Beacon Insurance was founded in 1981.\n- Mei works for Pinnacle Software.\n- Mei reports to Priya.\n- Zoya reports to Stefan.\n- Mateo works for Meridian Bank.\n- Aisha reports to Tessa.\n- Cobalt Health was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-9997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2002.\n- Aisha reports to Sanne.\n- Dmitri reports to Omar.\n- Lattice Analytics was founded in 1988.\n- Sanne reports to Pablo.\n- Fernhill Foods is headquartered in Malmo.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Wren reports to Yuki.\n- Yuki reports to Tobias.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Wren.\n- Wren works for Lattice Analytics.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software is headquartered in Bergen.\n- Beacon Insurance was founded in 2013.\n- Omar works for Fernhill Foods.\n- Lattice Analytics is headquartered in Malmo.\n- Tobias works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tampere.\n- Aisha works for Beacon Insurance.\n- Sanne works for Lattice Analytics.\n- Omar reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-9998", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-9999", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10000", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9124: employee Mara A., hired 17 February 2021, separated 02 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9124?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10001", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9667: employee Wren R., hired 23 November 2022, separated 24 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9667?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10002", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Emeka works for Bluepine Aviation.\n- Vantage Air is headquartered in Oslo.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi reports to Sanne.\n- Yuki reports to Tobias.\n- Bluepine Aviation was founded in 1978.\n- Tobias reports to Emeka.\n- Leila works for Beacon Insurance.\n- Sanne reports to Yuki.\n- Atlas Freight is headquartered in Valencia.\n- Stefan works for Beacon Insurance.\n- Hana reports to Ravi.\n- Sanne works for Atlas Freight.\n- Bluepine Aviation is headquartered in Adelaide.\n- Stefan reports to Leila.\n- Yuki works for Atlas Freight.\n- Vantage Air was founded in 1999.\n- Leila reports to Anders.\n- Beacon Insurance was founded in 2012.\n- Amara works for Bluepine Aviation.\n- Amara reports to Hana.\n- Ravi works for Beacon Insurance.\n- Hana works for Atlas Freight.\n- Anders works for Beacon Insurance.\n- Tobias works for Vantage Air.\n- Atlas Freight was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Helios Logistics was founded in 2004.\n- Priya reports to Ingrid.\n- Felix reports to Priya.\n- Cobalt Health is headquartered in Oslo.\n- Mateo works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Oslo.\n- Lattice Analytics was founded in 1982.\n- Priya works for Lattice Analytics.\n- Aisha reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Cobalt Health was founded in 2005.\n- Helios Logistics is headquartered in Basel.\n- Ingrid reports to Elena.\n- Aisha works for Helios Logistics.\n- Emeka reports to Aisha.\n- Cedar Retail Group was founded in 1986.\n- Mateo reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Ingrid works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Elena reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10005", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10006", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10007", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8206: employee Zoya B., hired 20 September 2022, separated 24 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8206?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10008", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10009", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "referral", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Crescent Telecom.\n- Ravi reports to Hana.\n- Pinnacle Software is headquartered in Adelaide.\n- Crescent Telecom was founded in 1982.\n- Chiara works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Basel.\n- Chiara reports to Priya.\n- Pinnacle Software was founded in 1996.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Aisha.\n- Hana works for Cedar Retail Group.\n- Hana reports to Chiara.\n- Crescent Telecom is headquartered in Adelaide.\n- Sanne reports to Stefan.\n- Aisha works for Cobalt Health.\n- Priya reports to Sanne.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group was founded in 2010.\n- Cobalt Health is headquartered in Basel.\n- Aisha reports to Ravi.\n- Cobalt Health was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1995", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Wren.\n- Kenji works for Crescent Telecom.\n- Felix works for Pinnacle Software.\n- Wren works for Meridian Bank.\n- Wren reports to Felix.\n- Felix reports to Sofia.\n- Tessa works for Pinnacle Software.\n- Sanne works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Pablo works for Pinnacle Software.\n- Viktor reports to Tessa.\n- Mara works for Meridian Bank.\n- Crescent Telecom is headquartered in Adelaide.\n- Sofia works for Crescent Telecom.\n- Tessa reports to Jonas.\n- Meridian Bank was founded in 2005.\n- Pablo reports to Mara.\n- Summit Energy was founded in 1996.\n- Viktor works for Summit Energy.\n- Meridian Bank is headquartered in Halifax.\n- Pinnacle Software is headquartered in Brno.\n- Pinnacle Software was founded in 2005.\n- Kenji reports to Pablo.\n- Summit Energy is headquartered in Dunedin.\n- Crescent Telecom was founded in 2000.\n- Sanne reports to Kenji.\n- Jonas reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1977.\n- Stefan works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Leila reports to Stefan.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group was founded in 2014.\n- Pinnacle Software is headquartered in Valencia.\n- Dmitri reports to Anders.\n- Anders reports to Tessa.\n- Deshawn reports to Mara.\n- Tessa reports to Leila.\n- Cedar Retail Group is headquartered in Valencia.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Dmitri works for Meridian Bank.\n- Mara works for Northwind Systems.\n- Stefan reports to Deshawn.\n- Ingrid reports to Dmitri.\n- Northwind Systems is headquartered in Lyon.\n- Tessa works for Meridian Bank.\n- Meridian Bank was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2003.\n- Sanne works for Beacon Insurance.\n- Crescent Telecom is headquartered in Brno.\n- Kenji works for Pinnacle Software.\n- Jonas reports to Stefan.\n- Stefan works for Pinnacle Software.\n- Priya reports to Emeka.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 1975.\n- Zoya reports to Mara.\n- Pinnacle Software is headquartered in Bergen.\n- Helios Logistics was founded in 2000.\n- Emeka works for Beacon Insurance.\n- Ravi reports to Kenji.\n- Helios Logistics is headquartered in Brno.\n- Dmitri reports to Mei.\n- Mara works for Beacon Insurance.\n- Wren reports to Zoya.\n- Mei works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Mara reports to Dmitri.\n- Priya works for Beacon Insurance.\n- Mei reports to Sanne.\n- Zoya works for Beacon Insurance.\n- Sanne reports to Priya.\n- Emeka reports to Ravi.\n- Beacon Insurance was founded in 1979.\n- Stefan reports to Wren.\n- Beacon Insurance is headquartered in Austin.\n- Ravi works for Pinnacle Software.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10014", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Halifax.\n- Omar works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Elena works for Bluepine Aviation.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Kenji reports to Dmitri.\n- Elena reports to Omar.\n- Aisha works for Northwind Systems.\n- Tessa reports to Aisha.\n- Priya works for Ironwood Manufacturing.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Jonas.\n- Emeka reports to Amara.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation was founded in 1989.\n- Jonas reports to Sofia.\n- Atlas Freight is headquartered in Oslo.\n- Priya reports to Elena.\n- Omar reports to Tessa.\n- Atlas Freight was founded in 1980.\n- Jonas works for Northwind Systems.\n- Amara reports to Tobias.\n- Ironwood Manufacturing was founded in 1976.\n- Northwind Systems is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sofia reports to Emeka.\n- Aisha reports to Kenji.\n- Dmitri works for Northwind Systems.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10016", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8973: employee Sanne K., hired 10 December 2022, separated 22 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8973?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10017", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10018", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 61917 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Atlas Freight.\n- Jonas reports to Felix.\n- Dmitri reports to Tessa.\n- Mara reports to Elena.\n- Emeka reports to Chiara.\n- Bruno reports to Mateo.\n- Chiara works for Atlas Freight.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Callum reports to Mara.\n- Mateo reports to Callum.\n- Atlas Freight was founded in 1993.\n- Mateo works for Summit Energy.\n- Bruno works for Crescent Telecom.\n- Summit Energy is headquartered in Cork.\n- Crescent Telecom was founded in 2003.\n- Summit Energy was founded in 2011.\n- Callum works for Summit Energy.\n- Elena reports to Emeka.\n- Felix reports to Dmitri.\n- Jonas works for Summit Energy.\n- Atlas Freight is headquartered in Oslo.\n- Mara works for Atlas Freight.\n- Pablo reports to Bruno.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Tessa reports to Pablo.\n- Tessa works for Beacon Insurance.\n- Crescent Telecom is headquartered in Leeds.\n- Dmitri works for Summit Energy.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10020", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Jonas works for Pinnacle Software.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Cedar Retail Group was founded in 1978.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Mara reports to Emeka.\n- Callum reports to Wren.\n- Mei works for Ironwood Manufacturing.\n- Sofia reports to Mara.\n- Bluepine Aviation is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Wren works for Pinnacle Software.\n- Leila works for Ironwood Manufacturing.\n- Deshawn reports to Jonas.\n- Mei reports to Deshawn.\n- Jonas reports to Lucia.\n- Pinnacle Software was founded in 1980.\n- Emeka works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Lucia reports to Callum.\n- Stefan reports to Bruno.\n- Emeka reports to Leila.\n- Sofia works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Mara works for Cedar Retail Group.\n- Leila reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Ironwood Manufacturing.\n- Emeka works for Beacon Insurance.\n- Chiara reports to Mateo.\n- Bluepine Aviation was founded in 1995.\n- Nadia works for Cedar Retail Group.\n- Beacon Insurance was founded in 1999.\n- Mateo reports to Dmitri.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia works for Cedar Retail Group.\n- Omar works for Ironwood Manufacturing.\n- Wren works for Cedar Retail Group.\n- Bruno reports to Emeka.\n- Wren reports to Omar.\n- Dmitri works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1981.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Chiara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Dmitri reports to Mei.\n- Lucia reports to Chiara.\n- Mei reports to Wren.\n- Mateo works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 2010.\n- Nadia reports to Bruno.\n- Omar reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10023", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10024", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10025", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10026", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 July 2025): For employees hired on or after 13 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9742: employee Leila S., hired 20 January 2024, separated 28 October 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9742?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10027", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10028", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10029", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10030", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 March 2025): For employees hired on or after 02 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2545: employee Chiara T., hired 09 May 2022, separated 23 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2545?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10031", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6300: employee Mateo B., hired 04 August 2024, separated 05 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6300?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10032", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4680: employee Sanne M., hired 08 October 2022, separated 04 July 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-4680 under the controlling rules.", "criteria": {"0": "$15,577", "1": "$14,692", "2": "$68,000", "3": "$15,692"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Priya reports to Mei.\n- Ravi works for Beacon Insurance.\n- Helios Logistics is headquartered in Leeds.\n- Vantage Air was founded in 1989.\n- Emeka works for Vantage Air.\n- Tobias works for Beacon Insurance.\n- Mara reports to Kenji.\n- Beacon Insurance was founded in 2002.\n- Deshawn works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Emeka reports to Mara.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1994.\n- Ironwood Manufacturing is headquartered in Turku.\n- Tobias reports to Priya.\n- Mei reports to Emeka.\n- Kenji works for Beacon Insurance.\n- Zoya reports to Deshawn.\n- Ravi reports to Zoya.\n- Zoya works for Ironwood Manufacturing.\n- Deshawn reports to Anders.\n- Vantage Air is headquartered in Leeds.\n- Priya works for Ironwood Manufacturing.\n- Anders works for Helios Logistics.\n- Anders reports to Tobias.\n- Beacon Insurance is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10034", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10035", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8439: employee Ravi B., hired 22 May 2020, separated 12 May 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8439?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10036", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Ravi works for Summit Energy.\n- Pablo works for Helios Logistics.\n- Amara reports to Mateo.\n- Lucia works for Summit Energy.\n- Pablo reports to Ravi.\n- Felix works for Lattice Analytics.\n- Ravi reports to Omar.\n- Summit Energy was founded in 1979.\n- Helios Logistics is headquartered in Valencia.\n- Anders reports to Emeka.\n- Helios Logistics was founded in 1978.\n- Lattice Analytics was founded in 1991.\n- Meridian Bank was founded in 1983.\n- Callum reports to Amara.\n- Lucia reports to Callum.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri works for Summit Energy.\n- Amara works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Omar reports to Anders.\n- Emeka works for Summit Energy.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Felix.\n- Meridian Bank is headquartered in Cork.\n- Emeka reports to Lucia.\n- Ingrid works for Summit Energy.\n- Callum works for Helios Logistics.\n- Ingrid reports to Dmitri.\n- Mateo reports to Ingrid.\n- Summit Energy is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1982", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10038", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8768: employee Deshawn R., hired 23 August 2021, separated 07 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8768?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10039", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Stefan works for Bluepine Aviation.\n- Viktor reports to Hana.\n- Viktor works for Vantage Air.\n- Zoya reports to Bruno.\n- Vantage Air is headquartered in Lyon.\n- Hana works for Meridian Bank.\n- Amara reports to Zoya.\n- Meridian Bank was founded in 1982.\n- Bluepine Aviation is headquartered in Adelaide.\n- Pablo reports to Viktor.\n- Vantage Air was founded in 2004.\n- Lattice Analytics is headquartered in Cork.\n- Ingrid works for Meridian Bank.\n- Lattice Analytics was founded in 1990.\n- Deshawn works for Bluepine Aviation.\n- Elena reports to Ingrid.\n- Stefan reports to Deshawn.\n- Aisha reports to Elena.\n- Emeka works for Bluepine Aviation.\n- Bruno works for Meridian Bank.\n- Hana reports to Aisha.\n- Ingrid reports to Stefan.\n- Pablo works for Meridian Bank.\n- Elena works for Vantage Air.\n- Bluepine Aviation was founded in 1995.\n- Emeka reports to Amara.\n- Amara works for Lattice Analytics.\n- Deshawn reports to Emeka.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10041", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10042", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10043", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10044", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10045", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10046", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tobias.\n- Northwind Systems is headquartered in Oslo.\n- Tobias reports to Dmitri.\n- Kenji works for Helios Logistics.\n- Kenji reports to Elena.\n- Chiara reports to Sofia.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 2008.\n- Mara works for Crescent Telecom.\n- Northwind Systems was founded in 1978.\n- Dmitri reports to Kenji.\n- Tobias works for Crescent Telecom.\n- Helios Logistics is headquartered in Oslo.\n- Sofia reports to Mara.\n- Ingrid reports to Chiara.\n- Dmitri works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Sofia works for Crescent Telecom.\n- Cobalt Health was founded in 2007.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Helios Logistics was founded in 1987.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10048", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5864: employee Felix R., hired 08 March 2020, separated 20 August 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5864?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Jonas.\n- Yuki works for Meridian Bank.\n- Wren reports to Yuki.\n- Atlas Freight is headquartered in Bergen.\n- Mara works for Bluepine Aviation.\n- Viktor reports to Leila.\n- Atlas Freight was founded in 2012.\n- Anders works for Atlas Freight.\n- Meridian Bank was founded in 1984.\n- Viktor works for Meridian Bank.\n- Fernhill Foods is headquartered in Bergen.\n- Zoya reports to Ingrid.\n- Meridian Bank is headquartered in Turku.\n- Bluepine Aviation is headquartered in Bergen.\n- Fernhill Foods was founded in 1980.\n- Jonas works for Bluepine Aviation.\n- Ingrid reports to Viktor.\n- Anders reports to Mateo.\n- Ingrid works for Atlas Freight.\n- Wren works for Fernhill Foods.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Jonas reports to Anders.\n- Mara reports to Zoya.\n- Leila works for Bluepine Aviation.\n- Mateo works for Meridian Bank.\n- Yuki reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10050", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 April 2023): For employees hired on or after 22 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3169: employee Zoya T., hired 13 March 2022, separated 19 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3169?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1997.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Helios Logistics is headquartered in Dunedin.\n- Lucia works for Meridian Bank.\n- Yuki reports to Omar.\n- Omar works for Meridian Bank.\n- Jonas reports to Aisha.\n- Zoya works for Cobalt Health.\n- Jonas works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Tobias works for Cobalt Health.\n- Aisha reports to Amara.\n- Cobalt Health was founded in 2011.\n- Lucia reports to Tobias.\n- Zoya reports to Pablo.\n- Amara works for Cobalt Health.\n- Pablo reports to Yuki.\n- Ingrid works for Ironwood Manufacturing.\n- Leila reports to Emeka.\n- Emeka reports to Zoya.\n- Omar reports to Jonas.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cobalt Health is headquartered in Adelaide.\n- Leila works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Amara reports to Lucia.\n- Aisha works for Helios Logistics.\n- Ingrid reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Ravi.\n- Vantage Air is headquartered in Nagoya.\n- Sofia works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Sofia reports to Wren.\n- Tobias works for Vantage Air.\n- Callum works for Ironwood Manufacturing.\n- Sanne works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Anders works for Vantage Air.\n- Hana works for Pinnacle Software.\n- Mei reports to Omar.\n- Emeka works for Ironwood Manufacturing.\n- Wren works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1999.\n- Vantage Air was founded in 1977.\n- Emeka reports to Anders.\n- Callum reports to Stefan.\n- Ravi reports to Callum.\n- Tobias reports to Sofia.\n- Mei works for Vantage Air.\n- Stefan works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1979.\n- Hana reports to Emeka.\n- Pinnacle Software was founded in 2001.\n- Stefan reports to Tobias.\n- Pinnacle Software is headquartered in Lyon.\n- Omar reports to Hana.\n- Ravi works for Ironwood Manufacturing.\n- Sanne reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10053", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10054", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5258: employee Sanne A., hired 07 October 2019, separated 01 October 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5258?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10055", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8026: employee Amara T., hired 02 July 2023, separated 13 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8026?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Beacon Insurance was founded in 1991.\n- Mara reports to Lucia.\n- Hana reports to Dmitri.\n- Elena reports to Nadia.\n- Helios Logistics was founded in 1991.\n- Anders works for Atlas Freight.\n- Sanne works for Beacon Insurance.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1994.\n- Hana works for Helios Logistics.\n- Atlas Freight was founded in 1995.\n- Dmitri reports to Elena.\n- Lucia reports to Ingrid.\n- Tessa reports to Callum.\n- Stefan reports to Anders.\n- Mara works for Beacon Insurance.\n- Sanne reports to Mara.\n- Helios Logistics is headquartered in Adelaide.\n- Ingrid works for Helios Logistics.\n- Tessa works for Beacon Insurance.\n- Atlas Freight is headquartered in Ghent.\n- Stefan works for Helios Logistics.\n- Callum works for Lattice Analytics.\n- Nadia works for Atlas Freight.\n- Callum reports to Hana.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Lattice Analytics is headquartered in Adelaide.\n- Elena works for Helios Logistics.\n- Nadia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1997", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Turku.\n- Chiara reports to Priya.\n- Sofia works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Yuki reports to Dmitri.\n- Priya works for Cobalt Health.\n- Bluepine Aviation is headquartered in Turku.\n- Wren works for Meridian Bank.\n- Amara reports to Yuki.\n- Meridian Bank is headquartered in Adelaide.\n- Cobalt Health was founded in 2015.\n- Elena works for Meridian Bank.\n- Chiara works for Crescent Telecom.\n- Yuki works for Bluepine Aviation.\n- Priya reports to Sofia.\n- Sofia reports to Elena.\n- Meridian Bank was founded in 1979.\n- Dmitri works for Meridian Bank.\n- Bluepine Aviation was founded in 2009.\n- Elena reports to Wren.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 1994.\n- Dmitri reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10058", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10059", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8760: employee Yuki S., hired 04 April 2022, separated 13 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8760?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10060", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10061", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10062", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Felix reports to Mei.\n- Tobias reports to Leila.\n- Felix works for Meridian Bank.\n- Wren reports to Mara.\n- Ravi reports to Anders.\n- Beacon Insurance is headquartered in Tampere.\n- Mei works for Bluepine Aviation.\n- Kenji reports to Sanne.\n- Wren works for Meridian Bank.\n- Sanne works for Beacon Insurance.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Anders reports to Tobias.\n- Priya reports to Amara.\n- Ravi works for Bluepine Aviation.\n- Kenji works for Beacon Insurance.\n- Amara reports to Wren.\n- Cobalt Health is headquartered in Tampere.\n- Priya works for Beacon Insurance.\n- Meridian Bank was founded in 1988.\n- Mara reports to Ravi.\n- Anders works for Meridian Bank.\n- Cobalt Health was founded in 2013.\n- Bluepine Aviation was founded in 1991.\n- Leila works for Bluepine Aviation.\n- Beacon Insurance was founded in 2008.\n- Mei reports to Priya.\n- Tobias works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tampere.\n- Leila reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10064", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5074: employee Stefan T., hired 24 January 2023, separated 13 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5074?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Bruno works for Vantage Air.\n- Mateo works for Vantage Air.\n- Elena works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Omar works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Bruno reports to Kenji.\n- Pinnacle Software is headquartered in Valencia.\n- Omar reports to Pablo.\n- Pinnacle Software was founded in 2006.\n- Crescent Telecom is headquartered in Basel.\n- Kenji reports to Jonas.\n- Vantage Air is headquartered in Valencia.\n- Elena reports to Bruno.\n- Kenji works for Summit Energy.\n- Ingrid reports to Omar.\n- Ingrid works for Vantage Air.\n- Jonas works for Vantage Air.\n- Yuki reports to Lucia.\n- Mateo reports to Yuki.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 2009.\n- Vantage Air was founded in 2013.\n- Crescent Telecom was founded in 1999.\n- Pablo reports to Elena.\n- Lucia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10066", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 November 2024): For employees hired on or after 02 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6902: employee Jonas A., hired 15 May 2021, separated 01 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6902?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6902 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10067", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1996.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Kenji works for Meridian Bank.\n- Kenji reports to Wren.\n- Meridian Bank is headquartered in Dunedin.\n- Elena works for Fernhill Foods.\n- Zoya reports to Mateo.\n- Ironwood Manufacturing was founded in 1995.\n- Elena reports to Leila.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Elena.\n- Zoya works for Northwind Systems.\n- Felix reports to Zoya.\n- Meridian Bank was founded in 1988.\n- Fernhill Foods was founded in 1992.\n- Wren works for Ironwood Manufacturing.\n- Leila reports to Kenji.\n- Felix works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Nagoya.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Stefan reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Ravi reports to Elena.\n- Nadia reports to Tessa.\n- Pinnacle Software was founded in 2013.\n- Ravi works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Halifax.\n- Tessa works for Fernhill Foods.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Aisha reports to Mei.\n- Elena reports to Nadia.\n- Cedar Retail Group is headquartered in Bergen.\n- Mei reports to Ravi.\n- Kenji works for Fernhill Foods.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha works for Pinnacle Software.\n- Viktor reports to Hana.\n- Viktor works for Pinnacle Software.\n- Emeka reports to Viktor.\n- Hana reports to Aisha.\n- Mei works for Atlas Freight.\n- Tessa reports to Kenji.\n- Fernhill Foods was founded in 1979.\n- Emeka works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1992", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10070", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10071", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5272: employee Amara B., hired 19 March 2022, separated 24 April 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-5272?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2011.\n- Jonas reports to Priya.\n- Ingrid reports to Omar.\n- Priya reports to Leila.\n- Vantage Air is headquartered in Cork.\n- Sofia works for Vantage Air.\n- Viktor reports to Sofia.\n- Sofia reports to Mara.\n- Yuki reports to Dmitri.\n- Omar reports to Viktor.\n- Priya works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Omar works for Vantage Air.\n- Chiara works for Vantage Air.\n- Viktor works for Vantage Air.\n- Helios Logistics was founded in 2010.\n- Yuki works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Cedar Retail Group is headquartered in Dunedin.\n- Chiara reports to Yuki.\n- Helios Logistics is headquartered in Nagoya.\n- Vantage Air was founded in 2008.\n- Jonas works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Northwind Systems is headquartered in Dunedin.\n- Hana reports to Ingrid.\n- Mara works for Vantage Air.\n- Dmitri reports to Hana.\n- Leila reports to Chiara.\n- Cedar Retail Group was founded in 1981.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Zoya.\n- Meridian Bank was founded in 2011.\n- Deshawn reports to Wren.\n- Atlas Freight is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Leeds.\n- Mateo works for Atlas Freight.\n- Zoya works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Atlas Freight was founded in 2006.\n- Ravi works for Atlas Freight.\n- Wren reports to Ravi.\n- Mateo reports to Deshawn.\n- Zoya reports to Mateo.\n- Felix reports to Amara.\n- Lattice Analytics was founded in 1979.\n- Deshawn works for Lattice Analytics.\n- Meridian Bank is headquartered in Nagoya.\n- Amara reports to Mara.\n- Mara works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sanne works for Northwind Systems.\n- Felix reports to Emeka.\n- Leila reports to Priya.\n- Ironwood Manufacturing was founded in 2005.\n- Felix works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Priya reports to Viktor.\n- Emeka reports to Jonas.\n- Beacon Insurance was founded in 2010.\n- Helios Logistics is headquartered in Leeds.\n- Priya works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Viktor reports to Bruno.\n- Bruno works for Helios Logistics.\n- Bruno reports to Felix.\n- Beacon Insurance is headquartered in Tallinn.\n- Helios Logistics was founded in 1994.\n- Leila works for Helios Logistics.\n- Sanne reports to Leila.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10075", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 40001 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10076", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10077", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10078", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Bluepine Aviation was founded in 2014.\n- Mei works for Pinnacle Software.\n- Leila reports to Zoya.\n- Ravi reports to Mei.\n- Mara works for Pinnacle Software.\n- Helios Logistics was founded in 1984.\n- Zoya works for Pinnacle Software.\n- Mei reports to Yuki.\n- Ravi works for Helios Logistics.\n- Lucia reports to Mara.\n- Pinnacle Software was founded in 2014.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Mara reports to Tobias.\n- Tobias reports to Ravi.\n- Bluepine Aviation is headquartered in Basel.\n- Tobias works for Bluepine Aviation.\n- Yuki reports to Leila.\n- Vantage Air is headquartered in Turku.\n- Leila works for Helios Logistics.\n- Vantage Air was founded in 2014.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10080", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji works for Beacon Insurance.\n- Pablo works for Bluepine Aviation.\n- Viktor works for Beacon Insurance.\n- Mei reports to Pablo.\n- Amara reports to Kenji.\n- Cobalt Health was founded in 2003.\n- Viktor reports to Leila.\n- Amara works for Ironwood Manufacturing.\n- Omar works for Bluepine Aviation.\n- Cobalt Health is headquartered in Turku.\n- Yuki reports to Mateo.\n- Mateo reports to Omar.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Omar reports to Aisha.\n- Beacon Insurance was founded in 1989.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Kenji reports to Viktor.\n- Beacon Insurance is headquartered in Malmo.\n- Aisha reports to Amara.\n- Leila reports to Mei.\n- Mateo works for Bluepine Aviation.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10082", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3664: employee Zoya B., hired 24 August 2020, separated 13 June 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3664?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Priya.\n- Pinnacle Software was founded in 1991.\n- Mei reports to Tobias.\n- Mei works for Pinnacle Software.\n- Wren reports to Anders.\n- Stefan reports to Sanne.\n- Tobias works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.\n- Vantage Air was founded in 1983.\n- Anders reports to Elena.\n- Omar works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Omar reports to Mei.\n- Priya reports to Omar.\n- Sanne works for Pinnacle Software.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Ironwood Manufacturing is headquartered in Turku.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan works for Helios Logistics.\n- Sofia reports to Tessa.\n- Vantage Air is headquartered in Turku.\n- Pinnacle Software is headquartered in Oslo.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Sofia works for Helios Logistics.\n- Wren works for Vantage Air.\n- Tessa reports to Stefan.\n- Deshawn works for Ironwood Manufacturing.\n- Sanne reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10084", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1983.\n- Mara reports to Amara.\n- Mei reports to Kenji.\n- Deshawn reports to Emeka.\n- Lucia reports to Mara.\n- Vantage Air is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Omar reports to Dmitri.\n- Cobalt Health is headquartered in Tallinn.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Kenji reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Atlas Freight was founded in 1992.\n- Lucia works for Atlas Freight.\n- Jonas reports to Hana.\n- Atlas Freight is headquartered in Tallinn.\n- Cobalt Health was founded in 1999.\n- Jonas works for Cobalt Health.\n- Mei works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Dmitri reports to Mei.\n- Mara works for Pinnacle Software.\n- Omar works for Vantage Air.\n- Hana reports to Aisha.\n- Amara works for Pinnacle Software.\n- Emeka works for Cobalt Health.\n- Amara reports to Omar.\n- Emeka reports to Lucia.\n- Vantage Air was founded in 1978.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1975.\n- Tessa works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Yuki reports to Mateo.\n- Pinnacle Software was founded in 2015.\n- Wren works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Tessa reports to Yuki.\n- Mara works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Kenji reports to Mara.\n- Kenji works for Ironwood Manufacturing.\n- Wren reports to Tessa.\n- Tobias reports to Kenji.\n- Fernhill Foods was founded in 1979.\n- Dmitri reports to Wren.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Dmitri works for Crescent Telecom.\n- Mateo reports to Felix.\n- Deshawn works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Mara reports to Dmitri.\n- Deshawn reports to Tobias.\n- Ironwood Manufacturing was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10087", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10088", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5264: employee Ingrid B., hired 28 September 2021, separated 29 September 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5264?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Meridian Bank is headquartered in Adelaide.\n- Leila reports to Anders.\n- Amara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1998.\n- Aisha reports to Sanne.\n- Ingrid works for Lattice Analytics.\n- Atlas Freight is headquartered in Adelaide.\n- Ingrid reports to Aisha.\n- Elena works for Lattice Analytics.\n- Tessa works for Meridian Bank.\n- Aisha works for Cedar Retail Group.\n- Meridian Bank was founded in 1994.\n- Elena reports to Tessa.\n- Tessa reports to Ingrid.\n- Amara reports to Elena.\n- Sanne works for Lattice Analytics.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Ghent.\n- Atlas Freight was founded in 1985.\n- Anders works for Meridian Bank.\n- Cedar Retail Group was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10090", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10091", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3518: employee Mateo K., hired 09 September 2021, separated 13 May 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-3518 under the controlling rules.", "criteria": {"0": "$8,100", "1": "$30,767", "2": "$7,050", "3": "$7,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Elena reports to Priya.\n- Felix works for Meridian Bank.\n- Mei reports to Tobias.\n- Tobias works for Atlas Freight.\n- Tobias reports to Elena.\n- Meridian Bank is headquartered in Dunedin.\n- Lattice Analytics was founded in 1995.\n- Elena works for Cobalt Health.\n- Atlas Freight was founded in 1992.\n- Ingrid reports to Callum.\n- Cobalt Health is headquartered in Turku.\n- Kenji reports to Felix.\n- Meridian Bank was founded in 2012.\n- Ravi reports to Ingrid.\n- Atlas Freight is headquartered in Brno.\n- Kenji works for Lattice Analytics.\n- Felix reports to Zoya.\n- Priya reports to Ravi.\n- Priya works for Meridian Bank.\n- Callum works for Atlas Freight.\n- Callum reports to Kenji.\n- Lattice Analytics is headquartered in Dunedin.\n- Cobalt Health was founded in 2004.\n- Ingrid works for Meridian Bank.\n- Zoya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Leila.\n- Beacon Insurance was founded in 2008.\n- Pablo works for Cedar Retail Group.\n- Meridian Bank was founded in 1993.\n- Pablo reports to Amara.\n- Deshawn reports to Jonas.\n- Meridian Bank is headquartered in Ghent.\n- Deshawn works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2008.\n- Wren reports to Pablo.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1992.\n- Leila works for Cedar Retail Group.\n- Yuki works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Yuki reports to Deshawn.\n- Leila reports to Wren.\n- Jonas works for Bluepine Aviation.\n- Amara reports to Tobias.\n- Wren works for Meridian Bank.\n- Omar reports to Yuki.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Amara works for Cedar Retail Group.\n- Jonas reports to Stefan.\n- Beacon Insurance is headquartered in Oslo.\n- Tobias works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10094", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10095", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 85961, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "change_address", "2": "request_refund", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10096", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10097", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Sofia.\n- Tobias works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Emeka reports to Felix.\n- Emeka works for Helios Logistics.\n- Vantage Air was founded in 2003.\n- Mara works for Beacon Insurance.\n- Tobias reports to Emeka.\n- Crescent Telecom was founded in 1997.\n- Mara reports to Pablo.\n- Pablo works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 2007.\n- Omar reports to Mara.\n- Crescent Telecom is headquartered in Turku.\n- Vantage Air is headquartered in Lyon.\n- Ravi reports to Omar.\n- Beacon Insurance was founded in 2000.\n- Omar works for Crescent Telecom.\n- Pablo reports to Tobias.\n- Ravi works for Helios Logistics.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2014.\n- Sanne reports to Stefan.\n- Crescent Telecom is headquartered in Leeds.\n- Crescent Telecom was founded in 1983.\n- Cedar Retail Group was founded in 1992.\n- Atlas Freight is headquartered in Lyon.\n- Stefan reports to Emeka.\n- Tobias reports to Mara.\n- Sofia reports to Sanne.\n- Ingrid works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Tobias works for Cedar Retail Group.\n- Ingrid reports to Sofia.\n- Cedar Retail Group is headquartered in Cork.\n- Atlas Freight was founded in 2005.\n- Sanne works for Crescent Telecom.\n- Mara reports to Ingrid.\n- Meridian Bank is headquartered in Turku.\n- Dmitri works for Crescent Telecom.\n- Emeka works for Atlas Freight.\n- Emeka reports to Dmitri.\n- Sofia works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10100", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10101", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Elena works for Crescent Telecom.\n- Mei reports to Deshawn.\n- Ironwood Manufacturing was founded in 1994.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 2001.\n- Jonas works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Chiara reports to Mei.\n- Wren reports to Chiara.\n- Crescent Telecom was founded in 2007.\n- Sofia works for Crescent Telecom.\n- Callum works for Ironwood Manufacturing.\n- Zoya reports to Elena.\n- Deshawn reports to Emeka.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 2003.\n- Zoya works for Ironwood Manufacturing.\n- Emeka works for Northwind Systems.\n- Wren works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mei works for Lattice Analytics.\n- Jonas reports to Wren.\n- Crescent Telecom is headquartered in Lyon.\n- Callum reports to Jonas.\n- Sofia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10103", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "referral", "3": "book_appointment", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Cobalt Health is headquartered in Ghent.\n- Cobalt Health was founded in 1995.\n- Bluepine Aviation was founded in 2013.\n- Tobias reports to Sofia.\n- Sanne reports to Zoya.\n- Callum works for Atlas Freight.\n- Omar reports to Callum.\n- Zoya reports to Stefan.\n- Stefan works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Helios Logistics is headquartered in Tampere.\n- Anders reports to Tessa.\n- Callum reports to Sanne.\n- Zoya works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Omar works for Cobalt Health.\n- Nadia reports to Tobias.\n- Tessa works for Cobalt Health.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 1981.\n- Stefan reports to Anders.\n- Sofia works for Atlas Freight.\n- Helios Logistics was founded in 2006.\n- Sofia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Chiara works for Lattice Analytics.\n- Vantage Air was founded in 1990.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sofia reports to Tessa.\n- Tessa reports to Stefan.\n- Kenji works for Lattice Analytics.\n- Vantage Air is headquartered in Nagoya.\n- Sofia works for Fernhill Foods.\n- Chiara reports to Omar.\n- Omar reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2014.\n- Stefan reports to Chiara.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2004.\n- Stefan works for Vantage Air.\n- Fernhill Foods was founded in 1992.\n- Felix works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Porto.\n- Kenji reports to Sofia.\n- Omar works for Fernhill Foods.\n- Felix reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10106", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10107", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10108", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6839: employee Mara B., hired 17 February 2020, separated 18 June 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6839?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Yuki works for Summit Energy.\n- Callum works for Summit Energy.\n- Sofia reports to Priya.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 1997.\n- Bruno reports to Sofia.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Cedar Retail Group is headquartered in Dunedin.\n- Nadia works for Northwind Systems.\n- Mei reports to Bruno.\n- Sanne reports to Tobias.\n- Northwind Systems was founded in 1988.\n- Priya reports to Felix.\n- Yuki reports to Nadia.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Nadia reports to Mei.\n- Vantage Air was founded in 1999.\n- Tobias reports to Viktor.\n- Felix reports to Mara.\n- Sanne works for Vantage Air.\n- Priya works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Callum reports to Sanne.\n- Mei works for Northwind Systems.\n- Viktor works for Summit Energy.\n- Mara works for Vantage Air.\n- Viktor reports to Yuki.\n- Cedar Retail Group was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Vantage Air was founded in 1982.\n- Cedar Retail Group was founded in 2010.\n- Yuki works for Lattice Analytics.\n- Bruno works for Vantage Air.\n- Yuki reports to Hana.\n- Bluepine Aviation was founded in 1980.\n- Ravi reports to Yuki.\n- Vantage Air is headquartered in Valencia.\n- Bruno reports to Priya.\n- Hana works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Lattice Analytics is headquartered in Halifax.\n- Anders reports to Ravi.\n- Lucia reports to Bruno.\n- Stefan works for Cedar Retail Group.\n- Hana reports to Lucia.\n- Lattice Analytics was founded in 1976.\n- Priya works for Vantage Air.\n- Anders works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Halifax.\n- Priya reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1983", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 2013.\n- Viktor reports to Kenji.\n- Cedar Retail Group was founded in 1979.\n- Bruno works for Cedar Retail Group.\n- Vantage Air is headquartered in Cork.\n- Hana works for Crescent Telecom.\n- Amara reports to Bruno.\n- Vantage Air was founded in 1990.\n- Nadia works for Crescent Telecom.\n- Helios Logistics is headquartered in Porto.\n- Stefan works for Cedar Retail Group.\n- Kenji reports to Amara.\n- Zoya reports to Elena.\n- Crescent Telecom was founded in 1990.\n- Kenji works for Crescent Telecom.\n- Viktor works for Vantage Air.\n- Yuki works for Helios Logistics.\n- Hana reports to Yuki.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia reports to Hana.\n- Elena reports to Viktor.\n- Zoya works for Helios Logistics.\n- Bruno reports to Stefan.\n- Amara works for Cedar Retail Group.\n- Yuki reports to Zoya.\n- Crescent Telecom is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10112", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9559: employee Aisha K., hired 16 January 2023, separated 24 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9559?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10113", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Stefan reports to Emeka.\n- Northwind Systems was founded in 2000.\n- Priya reports to Ravi.\n- Ingrid works for Crescent Telecom.\n- Beacon Insurance is headquartered in Lyon.\n- Crescent Telecom is headquartered in Lyon.\n- Ingrid reports to Pablo.\n- Stefan works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Crescent Telecom was founded in 1994.\n- Tessa reports to Priya.\n- Ravi reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Priya works for Crescent Telecom.\n- Emeka reports to Tessa.\n- Mei reports to Stefan.\n- Northwind Systems is headquartered in Lyon.\n- Pablo works for Beacon Insurance.\n- Cobalt Health was founded in 1992.\n- Beacon Insurance was founded in 2000.\n- Cobalt Health is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10115", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8097: employee Mara S., hired 26 March 2020, separated 23 February 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-8097 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$13,500", "2": "$58,000", "3": "$13,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10116", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Kenji reports to Sanne.\n- Bruno reports to Deshawn.\n- Pinnacle Software is headquartered in Malmo.\n- Bruno works for Helios Logistics.\n- Hana works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Pinnacle Software was founded in 1993.\n- Tobias reports to Hana.\n- Hana reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Wren reports to Bruno.\n- Helios Logistics was founded in 1997.\n- Sanne reports to Wren.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1975.\n- Wren works for Helios Logistics.\n- Deshawn reports to Mei.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10118", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Mateo reports to Emeka.\n- Felix reports to Elena.\n- Jonas works for Cedar Retail Group.\n- Wren reports to Callum.\n- Stefan works for Bluepine Aviation.\n- Callum reports to Dmitri.\n- Cedar Retail Group was founded in 1990.\n- Callum works for Cedar Retail Group.\n- Ravi reports to Felix.\n- Jonas reports to Stefan.\n- Emeka works for Bluepine Aviation.\n- Atlas Freight is headquartered in Brno.\n- Mara reports to Aisha.\n- Atlas Freight was founded in 2007.\n- Elena works for Bluepine Aviation.\n- Elena reports to Jonas.\n- Dmitri works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ravi works for Bluepine Aviation.\n- Dmitri reports to Ravi.\n- Northwind Systems was founded in 2011.\n- Aisha reports to Mateo.\n- Bluepine Aviation was founded in 1990.\n- Northwind Systems is headquartered in Brno.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha works for Northwind Systems.\n- Wren works for Cedar Retail Group.\n- Emeka reports to Wren.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1993", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10120", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 78207\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1980.\n- Bluepine Aviation was founded in 2013.\n- Viktor works for Northwind Systems.\n- Ingrid reports to Amara.\n- Mateo works for Northwind Systems.\n- Chiara reports to Viktor.\n- Chiara works for Ironwood Manufacturing.\n- Jonas works for Northwind Systems.\n- Mateo reports to Jonas.\n- Elena reports to Mateo.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Northwind Systems is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2000.\n- Yuki reports to Ingrid.\n- Deshawn works for Northwind Systems.\n- Summit Energy was founded in 1975.\n- Amara reports to Elena.\n- Ingrid works for Ironwood Manufacturing.\n- Deshawn reports to Pablo.\n- Elena works for Summit Energy.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Brno.\n- Pablo reports to Chiara.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Pablo works for Bluepine Aviation.\n- Viktor reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Dunedin.\n- Dmitri works for Lattice Analytics.\n- Summit Energy was founded in 1984.\n- Tessa reports to Mateo.\n- Nadia reports to Dmitri.\n- Anders reports to Tessa.\n- Nadia works for Summit Energy.\n- Ironwood Manufacturing was founded in 1975.\n- Lattice Analytics was founded in 2010.\n- Tessa works for Summit Energy.\n- Leila works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Yuki.\n- Summit Energy is headquartered in Tampere.\n- Anders works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mateo works for Summit Energy.\n- Yuki reports to Leila.\n- Leila reports to Nadia.\n- Lattice Analytics is headquartered in Brno.\n- Yuki works for Summit Energy.\n- Mateo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Dmitri reports to Aisha.\n- Crescent Telecom was founded in 1990.\n- Dmitri works for Vantage Air.\n- Sanne works for Crescent Telecom.\n- Ingrid reports to Priya.\n- Crescent Telecom is headquartered in Basel.\n- Ravi reports to Sanne.\n- Tessa works for Northwind Systems.\n- Vantage Air was founded in 1987.\n- Sanne reports to Emeka.\n- Aisha reports to Ravi.\n- Vantage Air is headquartered in Dunedin.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Bluepine Aviation was founded in 1991.\n- Jonas reports to Sofia.\n- Emeka works for Northwind Systems.\n- Bluepine Aviation is headquartered in Dunedin.\n- Priya reports to Jonas.\n- Sofia reports to Dmitri.\n- Sofia works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Ingrid works for Crescent Telecom.\n- Northwind Systems was founded in 2001.\n- Jonas works for Crescent Telecom.\n- Aisha works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Yuki works for Helios Logistics.\n- Kenji reports to Pablo.\n- Dmitri works for Helios Logistics.\n- Pablo reports to Dmitri.\n- Bruno works for Ironwood Manufacturing.\n- Deshawn reports to Mateo.\n- Fernhill Foods is headquartered in Tampere.\n- Dmitri reports to Bruno.\n- Cedar Retail Group is headquartered in Bergen.\n- Emeka reports to Deshawn.\n- Tessa reports to Kenji.\n- Mateo works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1975.\n- Tessa works for Cedar Retail Group.\n- Fernhill Foods was founded in 2000.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics was founded in 2004.\n- Deshawn works for Fernhill Foods.\n- Bruno reports to Callum.\n- Cedar Retail Group was founded in 1985.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Kenji works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Pablo works for Cedar Retail Group.\n- Mateo reports to Tessa.\n- Yuki reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10125", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Yuki works for Atlas Freight.\n- Vantage Air is headquartered in Lyon.\n- Sanne reports to Elena.\n- Pinnacle Software was founded in 2007.\n- Elena reports to Jonas.\n- Elena works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Aisha works for Beacon Insurance.\n- Jonas reports to Omar.\n- Omar reports to Aisha.\n- Yuki reports to Sanne.\n- Pinnacle Software is headquartered in Lyon.\n- Beacon Insurance was founded in 2003.\n- Jonas works for Pinnacle Software.\n- Aisha reports to Mei.\n- Beacon Insurance is headquartered in Malmo.\n- Leila works for Vantage Air.\n- Atlas Freight is headquartered in Malmo.\n- Mei reports to Deshawn.\n- Mara works for Vantage Air.\n- Omar works for Atlas Freight.\n- Deshawn reports to Mara.\n- Atlas Freight was founded in 1981.\n- Vantage Air was founded in 2012.\n- Sanne works for Atlas Freight.\n- Leila reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Tessa works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Sanne reports to Felix.\n- Felix reports to Yuki.\n- Northwind Systems was founded in 2003.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 2010.\n- Ravi reports to Lucia.\n- Tessa reports to Aisha.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 2006.\n- Summit Energy is headquartered in Tampere.\n- Felix works for Northwind Systems.\n- Ravi works for Summit Energy.\n- Yuki reports to Tessa.\n- Yuki works for Northwind Systems.\n- Cobalt Health is headquartered in Turku.\n- Northwind Systems is headquartered in Austin.\n- Aisha reports to Elena.\n- Elena works for Northwind Systems.\n- Summit Energy was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "2006", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Lattice Analytics was founded in 1992.\n- Stefan reports to Leila.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Ravi works for Cedar Retail Group.\n- Chiara works for Lattice Analytics.\n- Sanne works for Bluepine Aviation.\n- Leila works for Meridian Bank.\n- Ingrid reports to Sanne.\n- Mara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2004.\n- Omar reports to Stefan.\n- Sanne reports to Ravi.\n- Tessa works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Meridian Bank is headquartered in Dunedin.\n- Hana works for Lattice Analytics.\n- Callum reports to Tessa.\n- Hana reports to Omar.\n- Cedar Retail Group is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Cork.\n- Leila reports to Callum.\n- Cedar Retail Group was founded in 1996.\n- Callum works for Meridian Bank.\n- Mara reports to Chiara.\n- Chiara reports to Hana.\n- Lattice Analytics is headquartered in Porto.\n- Viktor reports to Ingrid.\n- Ravi reports to Mara.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10129", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking", "4": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10130", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Jonas works for Northwind Systems.\n- Sanne works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1986.\n- Mateo works for Northwind Systems.\n- Kenji works for Lattice Analytics.\n- Zoya reports to Sanne.\n- Mateo reports to Jonas.\n- Tobias reports to Pablo.\n- Tessa works for Lattice Analytics.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Tobias.\n- Zoya works for Lattice Analytics.\n- Kenji reports to Tessa.\n- Jonas reports to Wren.\n- Mei works for Northwind Systems.\n- Lattice Analytics is headquartered in Valencia.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 2015.\n- Pablo works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2000.\n- Tessa reports to Mei.\n- Pablo reports to Zoya.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Sanne reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Cobalt Health was founded in 2015.\n- Meridian Bank is headquartered in Dunedin.\n- Deshawn works for Cobalt Health.\n- Bruno reports to Zoya.\n- Felix reports to Mateo.\n- Ravi reports to Felix.\n- Northwind Systems is headquartered in Dunedin.\n- Tessa reports to Deshawn.\n- Northwind Systems was founded in 1993.\n- Viktor works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Bruno works for Meridian Bank.\n- Felix works for Fernhill Foods.\n- Kenji reports to Tessa.\n- Viktor reports to Chiara.\n- Meridian Bank was founded in 2012.\n- Cobalt Health is headquartered in Malmo.\n- Chiara reports to Sanne.\n- Chiara works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Zoya works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Mateo reports to Kenji.\n- Fernhill Foods is headquartered in Tallinn.\n- Deshawn reports to Bruno.\n- Fernhill Foods was founded in 2012.\n- Callum reports to Viktor.\n- Sanne reports to Ravi.\n- Kenji works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10133", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8523: employee Sofia S., hired 29 March 2021, separated 31 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8523?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1986.\n- Leila reports to Chiara.\n- Atlas Freight was founded in 2005.\n- Pinnacle Software was founded in 1988.\n- Atlas Freight is headquartered in Nagoya.\n- Tobias reports to Wren.\n- Omar works for Atlas Freight.\n- Helios Logistics is headquartered in Nagoya.\n- Sanne reports to Mara.\n- Mara reports to Yuki.\n- Sanne works for Northwind Systems.\n- Mara works for Atlas Freight.\n- Leila works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Chiara reports to Omar.\n- Omar reports to Sanne.\n- Northwind Systems is headquartered in Austin.\n- Chiara works for Pinnacle Software.\n- Helios Logistics was founded in 1991.\n- Yuki works for Atlas Freight.\n- Yuki reports to Tobias.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mateo.\n- Lattice Analytics is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Ghent.\n- Anders works for Meridian Bank.\n- Anders reports to Chiara.\n- Wren works for Cedar Retail Group.\n- Wren reports to Lucia.\n- Tessa reports to Anders.\n- Cobalt Health was founded in 1992.\n- Elena works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Hana works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Hana reports to Elena.\n- Nadia reports to Hana.\n- Mateo works for Cobalt Health.\n- Lattice Analytics was founded in 2010.\n- Cobalt Health is headquartered in Bergen.\n- Cedar Retail Group was founded in 1992.\n- Meridian Bank is headquartered in Bergen.\n- Aisha reports to Wren.\n- Lucia reports to Nadia.\n- Mateo reports to Tessa.\n- Chiara works for Cobalt Health.\n- Meridian Bank was founded in 2010.\n- Tessa works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Stefan.\n- Felix works for Summit Energy.\n- Stefan works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.\n- Kenji reports to Dmitri.\n- Chiara reports to Mateo.\n- Lattice Analytics was founded in 2015.\n- Dmitri works for Pinnacle Software.\n- Summit Energy was founded in 1982.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi reports to Sofia.\n- Summit Energy is headquartered in Brno.\n- Nadia works for Fernhill Foods.\n- Nadia reports to Felix.\n- Callum works for Fernhill Foods.\n- Mateo works for Lattice Analytics.\n- Felix reports to Chiara.\n- Sofia works for Pinnacle Software.\n- Dmitri reports to Callum.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Kenji.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Tampere.\n- Stefan reports to Ravi.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Crescent Telecom was founded in 1984.\n- Yuki reports to Viktor.\n- Priya reports to Kenji.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 2011.\n- Viktor works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Emeka works for Pinnacle Software.\n- Emeka reports to Mara.\n- Bluepine Aviation is headquartered in Austin.\n- Crescent Telecom is headquartered in Malmo.\n- Kenji works for Pinnacle Software.\n- Bluepine Aviation was founded in 1989.\n- Zoya reports to Emeka.\n- Kenji reports to Sofia.\n- Sofia works for Atlas Freight.\n- Sofia reports to Zoya.\n- Zoya works for Atlas Freight.\n- Mara reports to Yuki.\n- Priya works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Atlas Freight was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10138", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2467: employee Leila K., hired 17 September 2024, separated 30 July 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-2467 under the controlling rules.", "criteria": {"0": "$3,800", "1": "$8,500", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10139", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3845: employee Tobias S., hired 11 October 2022, separated 12 April 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-3845 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$10,000", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10140", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10141", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2001: employee Tessa S., hired 20 September 2022, separated 18 June 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-2001 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$24,267", "2": "$6,600", "3": "$5,550"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1980.\n- Beacon Insurance is headquartered in Brno.\n- Priya works for Summit Energy.\n- Zoya reports to Elena.\n- Deshawn works for Cedar Retail Group.\n- Elena works for Atlas Freight.\n- Cedar Retail Group was founded in 1990.\n- Atlas Freight was founded in 1988.\n- Omar works for Beacon Insurance.\n- Omar reports to Priya.\n- Dmitri reports to Zoya.\n- Sofia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Priya reports to Deshawn.\n- Atlas Freight is headquartered in Brno.\n- Zoya works for Cedar Retail Group.\n- Sofia reports to Omar.\n- Elena reports to Sofia.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Beacon Insurance was founded in 1998.\n- Summit Energy is headquartered in Valencia.\n- Deshawn reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10143", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4324: employee Jonas T., hired 18 November 2020, separated 27 January 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-4324 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$4,000", "3": "$2,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10144", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Bruno.\n- Summit Energy is headquartered in Cork.\n- Felix works for Crescent Telecom.\n- Omar works for Fernhill Foods.\n- Crescent Telecom was founded in 2012.\n- Wren reports to Felix.\n- Summit Energy was founded in 1994.\n- Nadia works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Leila reports to Nadia.\n- Nadia reports to Mei.\n- Ironwood Manufacturing was founded in 1992.\n- Crescent Telecom is headquartered in Dunedin.\n- Bruno works for Summit Energy.\n- Hana works for Fernhill Foods.\n- Felix reports to Tessa.\n- Wren works for Ironwood Manufacturing.\n- Tessa reports to Omar.\n- Hana reports to Stefan.\n- Fernhill Foods is headquartered in Turku.\n- Tessa works for Ironwood Manufacturing.\n- Mei reports to Hana.\n- Stefan reports to Wren.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Fernhill Foods was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10146", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10147", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1309: employee Pablo R., hired 09 February 2022, separated 05 June 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-1309 under the controlling rules.", "criteria": {"0": "$11,308", "1": "$12,308", "2": "$49,000", "3": "$11,423"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10148", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10149", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9238: employee Ravi T., hired 03 December 2021, separated 15 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9238?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10150", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10151", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6554: employee Viktor R., hired 20 January 2021, separated 26 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6554?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Priya.\n- Zoya reports to Tobias.\n- Aisha works for Meridian Bank.\n- Felix reports to Anders.\n- Vantage Air was founded in 1991.\n- Pinnacle Software was founded in 1976.\n- Lattice Analytics is headquartered in Dunedin.\n- Vantage Air is headquartered in Valencia.\n- Callum works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Tobias reports to Aisha.\n- Ingrid reports to Viktor.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 1992.\n- Meridian Bank was founded in 1997.\n- Callum reports to Felix.\n- Nadia works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Priya works for Vantage Air.\n- Ingrid works for Meridian Bank.\n- Anders works for Pinnacle Software.\n- Priya reports to Callum.\n- Nadia reports to Zoya.\n- Pinnacle Software is headquartered in Dunedin.\n- Anders reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10153", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7589: employee Sofia B., hired 18 September 2021, separated 09 April 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-7589 under the controlling rules.", "criteria": {"0": "$3,900", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10154", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3046: employee Tessa B., hired 04 November 2022, separated 28 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3046?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Mateo reports to Sofia.\n- Sanne works for Northwind Systems.\n- Tobias reports to Lucia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Omar works for Meridian Bank.\n- Omar reports to Mateo.\n- Nadia reports to Sanne.\n- Sofia reports to Bruno.\n- Sofia works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Cedar Retail Group was founded in 2005.\n- Pablo works for Pinnacle Software.\n- Tobias works for Cedar Retail Group.\n- Meridian Bank was founded in 1978.\n- Nadia works for Cedar Retail Group.\n- Mateo works for Meridian Bank.\n- Pinnacle Software was founded in 1988.\n- Felix works for Cedar Retail Group.\n- Lucia reports to Pablo.\n- Northwind Systems was founded in 2010.\n- Northwind Systems is headquartered in Ghent.\n- Lucia works for Cedar Retail Group.\n- Meridian Bank is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Ghent.\n- Bruno reports to Felix.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2008", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tampere.\n- Stefan reports to Mei.\n- Pinnacle Software was founded in 1985.\n- Callum reports to Stefan.\n- Stefan works for Pinnacle Software.\n- Meridian Bank was founded in 1996.\n- Viktor reports to Emeka.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1976.\n- Meridian Bank is headquartered in Leeds.\n- Mei reports to Omar.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 2005.\n- Atlas Freight is headquartered in Tallinn.\n- Wren reports to Callum.\n- Sofia reports to Wren.\n- Emeka works for Ironwood Manufacturing.\n- Mei works for Pinnacle Software.\n- Callum works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Omar reports to Viktor.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10157", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 24960 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10158", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 September 2025): For employees hired on or after 06 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3984: employee Jonas R., hired 18 January 2024, separated 26 March 2027 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3984?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10159", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-6 (VERSION 3, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1462: employee Sanne S., hired 31 August 2021, separated 07 March 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-1462 under the controlling rules.", "criteria": {"0": "$3,750", "1": "$4,688", "2": "$20,583", "3": "$4,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10160", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase", "4": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Zoya.\n- Pablo reports to Mei.\n- Viktor reports to Yuki.\n- Callum reports to Priya.\n- Viktor works for Helios Logistics.\n- Atlas Freight was founded in 1975.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1983.\n- Emeka works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Atlas Freight is headquartered in Cork.\n- Summit Energy was founded in 2003.\n- Lucia reports to Pablo.\n- Mei reports to Emeka.\n- Emeka reports to Ravi.\n- Ravi works for Atlas Freight.\n- Pablo works for Summit Energy.\n- Zoya works for Lattice Analytics.\n- Yuki reports to Callum.\n- Callum works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Helios Logistics is headquartered in Ghent.\n- Lucia works for Helios Logistics.\n- Zoya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10162", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 May 2023): For employees hired on or after 30 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9305: employee Tobias K., hired 15 December 2022, separated 05 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9305?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9305 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10163", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Fernhill Foods was founded in 1977.\n- Mei works for Meridian Bank.\n- Cedar Retail Group was founded in 1980.\n- Fernhill Foods is headquartered in Lyon.\n- Sanne reports to Wren.\n- Mara works for Meridian Bank.\n- Priya reports to Tobias.\n- Meridian Bank was founded in 1999.\n- Cedar Retail Group is headquartered in Lyon.\n- Dmitri works for Cedar Retail Group.\n- Meridian Bank is headquartered in Basel.\n- Wren works for Meridian Bank.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Mei reports to Lucia.\n- Wren reports to Mara.\n- Lucia reports to Priya.\n- Mara reports to Dmitri.\n- Vantage Air was founded in 1979.\n- Dmitri reports to Mei.\n- Priya works for Meridian Bank.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10165", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10166", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Ravi.\n- Summit Energy was founded in 1995.\n- Mateo reports to Anders.\n- Vantage Air was founded in 1996.\n- Viktor works for Vantage Air.\n- Kenji works for Summit Energy.\n- Elena works for Crescent Telecom.\n- Callum reports to Emeka.\n- Ravi works for Crescent Telecom.\n- Pablo works for Vantage Air.\n- Summit Energy is headquartered in Brno.\n- Crescent Telecom is headquartered in Brno.\n- Callum works for Summit Energy.\n- Amara reports to Kenji.\n- Ravi reports to Amara.\n- Kenji reports to Ingrid.\n- Crescent Telecom was founded in 1991.\n- Emeka reports to Tessa.\n- Emeka works for Summit Energy.\n- Ingrid works for Cobalt Health.\n- Amara works for Summit Energy.\n- Mateo works for Summit Energy.\n- Pablo reports to Elena.\n- Vantage Air is headquartered in Lyon.\n- Tessa reports to Viktor.\n- Ingrid reports to Mateo.\n- Cobalt Health is headquartered in Brno.\n- Anders reports to Pablo.\n- Cobalt Health was founded in 1975.\n- Anders works for Cobalt Health.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10168", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1979.\n- Priya reports to Zoya.\n- Beacon Insurance was founded in 1976.\n- Emeka reports to Lucia.\n- Chiara works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Zoya reports to Amara.\n- Lucia reports to Chiara.\n- Mateo works for Northwind Systems.\n- Jonas reports to Sanne.\n- Beacon Insurance is headquartered in Halifax.\n- Amara reports to Mateo.\n- Northwind Systems is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Jonas works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Cork.\n- Emeka works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Sanne reports to Emeka.\n- Hana works for Crescent Telecom.\n- Northwind Systems was founded in 2013.\n- Mateo reports to Jonas.\n- Crescent Telecom was founded in 1985.\n- Amara works for Beacon Insurance.\n- Sanne works for Northwind Systems.\n- Hana reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2011.\n- Lattice Analytics is headquartered in Oslo.\n- Jonas reports to Mara.\n- Amara reports to Yuki.\n- Ravi reports to Jonas.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Tallinn.\n- Jonas works for Cobalt Health.\n- Amara works for Northwind Systems.\n- Mara reports to Viktor.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Kenji works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 2007.\n- Mateo works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Kenji reports to Mateo.\n- Mateo reports to Ravi.\n- Mara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1984.\n- Viktor reports to Amara.\n- Lattice Analytics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2009", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tessa.\n- Aisha works for Northwind Systems.\n- Atlas Freight was founded in 1996.\n- Beacon Insurance is headquartered in Lyon.\n- Priya works for Atlas Freight.\n- Deshawn reports to Aisha.\n- Amara reports to Deshawn.\n- Amara works for Cedar Retail Group.\n- Northwind Systems was founded in 2008.\n- Aisha reports to Leila.\n- Deshawn works for Beacon Insurance.\n- Cedar Retail Group was founded in 1999.\n- Atlas Freight is headquartered in Brno.\n- Pablo works for Northwind Systems.\n- Leila reports to Mateo.\n- Tessa works for Atlas Freight.\n- Mateo works for Northwind Systems.\n- Priya reports to Amara.\n- Leila works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Beacon Insurance was founded in 2012.\n- Mateo reports to Pablo.\n- Cedar Retail Group is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10172", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks about weather", "4": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Nadia.\n- Deshawn works for Vantage Air.\n- Amara reports to Leila.\n- Nadia reports to Mara.\n- Vantage Air was founded in 1985.\n- Bruno reports to Callum.\n- Mara reports to Amara.\n- Chiara works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Ghent.\n- Mara works for Bluepine Aviation.\n- Leila works for Vantage Air.\n- Amara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Ghent.\n- Bruno works for Vantage Air.\n- Deshawn reports to Emeka.\n- Callum works for Vantage Air.\n- Chiara reports to Wren.\n- Bluepine Aviation was founded in 2009.\n- Ironwood Manufacturing was founded in 1976.\n- Vantage Air is headquartered in Ghent.\n- Wren reports to Bruno.\n- Beacon Insurance was founded in 1998.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Wren works for Vantage Air.\n- Leila reports to Deshawn.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10174", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10175", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10176", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10177", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7912: employee Priya B., hired 19 February 2022, separated 25 December 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2025-7912 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,000", "2": "$7,600", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10178", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10179", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10180", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5037: employee Elena M., hired 10 August 2023, separated 31 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-5037 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$5,538", "2": "$40,000", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10181", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10182", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8969: employee Zoya S., hired 11 July 2021, separated 02 October 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-8969 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,800", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10183", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 27 March 2025): For employees hired on or after 27 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5758: employee Pablo M., hired 23 May 2024, separated 14 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5758?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5758 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10184", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 7107, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10185", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10186", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10187", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4162: employee Sanne S., hired 20 February 2024, separated 05 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-4162 under the controlling rules.", "criteria": {"0": "$9,308", "1": "$8,438", "2": "$8,308", "3": "$36,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Leila works for Bluepine Aviation.\n- Atlas Freight is headquartered in Adelaide.\n- Tessa reports to Ravi.\n- Leila reports to Felix.\n- Bluepine Aviation was founded in 1999.\n- Felix reports to Omar.\n- Atlas Freight was founded in 2001.\n- Felix works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Amara reports to Leila.\n- Northwind Systems was founded in 1985.\n- Vantage Air was founded in 1978.\n- Ravi reports to Amara.\n- Wren works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Vantage Air is headquartered in Basel.\n- Bluepine Aviation is headquartered in Basel.\n- Wren reports to Tessa.\n- Omar reports to Anders.\n- Amara works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10189", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5409: employee Omar S., hired 16 December 2019, separated 06 January 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5409?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10190", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10191", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7363: employee Zoya S., hired 20 June 2020, separated 18 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7363?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10192", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Wren.\n- Meridian Bank was founded in 1998.\n- Atlas Freight was founded in 1989.\n- Sanne works for Bluepine Aviation.\n- Sofia reports to Elena.\n- Wren reports to Ravi.\n- Meridian Bank is headquartered in Malmo.\n- Elena reports to Sanne.\n- Bluepine Aviation was founded in 2015.\n- Atlas Freight is headquartered in Brno.\n- Ravi works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Ravi reports to Mei.\n- Wren works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Brno.\n- Sanne reports to Lucia.\n- Lucia works for Meridian Bank.\n- Lucia reports to Tobias.\n- Ironwood Manufacturing was founded in 1986.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10194", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Pablo.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Pablo reports to Kenji.\n- Meridian Bank is headquartered in Porto.\n- Lucia works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Aisha reports to Viktor.\n- Cobalt Health is headquartered in Porto.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Viktor reports to Jonas.\n- Northwind Systems is headquartered in Adelaide.\n- Priya works for Meridian Bank.\n- Jonas works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Lattice Analytics is headquartered in Porto.\n- Cobalt Health was founded in 1983.\n- Pablo works for Meridian Bank.\n- Priya reports to Elena.\n- Elena reports to Aisha.\n- Mateo reports to Lucia.\n- Sofia reports to Mateo.\n- Northwind Systems was founded in 2003.\n- Sofia works for Lattice Analytics.\n- Lucia reports to Priya.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10196", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 February 2023): For employees hired on or after 22 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4631: employee Kenji T., hired 26 July 2022, separated 02 September 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-4631 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,650", "2": "$3,000", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Omar reports to Dmitri.\n- Sanne reports to Viktor.\n- Sofia reports to Sanne.\n- Viktor works for Cedar Retail Group.\n- Zoya works for Pinnacle Software.\n- Bluepine Aviation was founded in 1992.\n- Viktor reports to Zoya.\n- Omar works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Ghent.\n- Pinnacle Software was founded in 2005.\n- Callum reports to Mei.\n- Callum works for Pinnacle Software.\n- Zoya reports to Omar.\n- Dmitri works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sofia works for Ironwood Manufacturing.\n- Dmitri reports to Callum.\n- Cedar Retail Group was founded in 2014.\n- Ironwood Manufacturing was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1978.\n- Zoya works for Vantage Air.\n- Aisha works for Fernhill Foods.\n- Sofia works for Lattice Analytics.\n- Fernhill Foods was founded in 2009.\n- Sanne reports to Hana.\n- Pablo works for Fernhill Foods.\n- Sofia reports to Sanne.\n- Wren reports to Zoya.\n- Fernhill Foods is headquartered in Nagoya.\n- Zoya reports to Aisha.\n- Vantage Air is headquartered in Nagoya.\n- Emeka works for Vantage Air.\n- Hana reports to Emeka.\n- Hana works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Ravi works for Fernhill Foods.\n- Ravi reports to Sofia.\n- Pinnacle Software was founded in 1979.\n- Aisha reports to Pablo.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 2014.\n- Emeka reports to Bruno.\n- Pablo reports to Ravi.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Lattice Analytics was founded in 2015.\n- Nadia works for Cobalt Health.\n- Aisha reports to Nadia.\n- Deshawn reports to Mara.\n- Tessa reports to Leila.\n- Yuki reports to Pablo.\n- Nadia reports to Tessa.\n- Sofia reports to Deshawn.\n- Sofia works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Leila works for Cobalt Health.\n- Lattice Analytics is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1998.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation was founded in 1997.\n- Deshawn works for Cedar Retail Group.\n- Pablo reports to Priya.\n- Cedar Retail Group is headquartered in Cork.\n- Aisha works for Cobalt Health.\n- Mara reports to Aisha.\n- Tessa works for Cedar Retail Group.\n- Cobalt Health was founded in 2006.\n- Leila reports to Yuki.\n- Cobalt Health is headquartered in Nagoya.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10200", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10201", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10202", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4439: employee Sanne A., hired 11 January 2022, separated 21 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-4439 under the controlling rules.", "criteria": {"0": "$5,971", "1": "$45,000", "2": "$12,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10203", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Leila.\n- Leila reports to Stefan.\n- Bluepine Aviation is headquartered in Ghent.\n- Mateo works for Bluepine Aviation.\n- Stefan works for Atlas Freight.\n- Mei reports to Callum.\n- Callum reports to Dmitri.\n- Summit Energy was founded in 2005.\n- Ingrid reports to Mei.\n- Deshawn works for Summit Energy.\n- Meridian Bank was founded in 2005.\n- Dmitri works for Summit Energy.\n- Callum works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Atlas Freight is headquartered in Leeds.\n- Deshawn reports to Mateo.\n- Ingrid works for Bluepine Aviation.\n- Dmitri reports to Deshawn.\n- Stefan reports to Ingrid.\n- Atlas Freight was founded in 1975.\n- Mateo reports to Ravi.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2001.\n- Leila works for Summit Energy.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10205", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7918: employee Viktor B., hired 03 April 2022, separated 01 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7918?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10206", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10207", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Mateo reports to Mei.\n- Zoya reports to Sofia.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Aisha works for Pinnacle Software.\n- Viktor reports to Mateo.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Nadia works for Pinnacle Software.\n- Priya reports to Leila.\n- Leila works for Cobalt Health.\n- Ravi reports to Tessa.\n- Priya works for Cobalt Health.\n- Pinnacle Software is headquartered in Brno.\n- Sofia works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Mei reports to Zoya.\n- Tessa works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Sofia reports to Dmitri.\n- Aisha reports to Nadia.\n- Leila reports to Aisha.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1996.\n- Fernhill Foods was founded in 2014.\n- Viktor works for Ironwood Manufacturing.\n- Tessa reports to Viktor.\n- Fernhill Foods is headquartered in Tampere.\n- Nadia reports to Ravi.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10209", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2854: employee Leila T., hired 31 October 2022, separated 31 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2854?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10210", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Pablo works for Summit Energy.\n- Felix reports to Lucia.\n- Northwind Systems is headquartered in Valencia.\n- Aisha reports to Mateo.\n- Mateo works for Cobalt Health.\n- Hana works for Northwind Systems.\n- Lucia works for Summit Energy.\n- Beacon Insurance was founded in 2015.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy is headquartered in Austin.\n- Aisha works for Summit Energy.\n- Hana reports to Felix.\n- Northwind Systems was founded in 2013.\n- Mateo reports to Ravi.\n- Lucia reports to Mara.\n- Cobalt Health was founded in 2013.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Ravi reports to Pablo.\n- Pablo reports to Hana.\n- Beacon Insurance is headquartered in Oslo.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2013", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10212", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1687: employee Omar T., hired 23 November 2022, separated 14 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1687?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10213", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10214", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3860: employee Jonas B., hired 22 June 2022, separated 14 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3860?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Zoya works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Felix reports to Sanne.\n- Ingrid reports to Priya.\n- Zoya reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Dmitri reports to Felix.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2007.\n- Sanne reports to Lucia.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2001.\n- Lucia works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Lucia reports to Ingrid.\n- Northwind Systems is headquartered in Adelaide.\n- Priya reports to Hana.\n- Northwind Systems was founded in 2003.\n- Priya works for Lattice Analytics.\n- Meridian Bank was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10216", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tobias.\n- Zoya works for Meridian Bank.\n- Sofia reports to Bruno.\n- Meridian Bank is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Turku.\n- Bruno works for Cobalt Health.\n- Stefan works for Vantage Air.\n- Elena works for Cobalt Health.\n- Bluepine Aviation was founded in 1993.\n- Elena reports to Zoya.\n- Priya works for Cobalt Health.\n- Vantage Air was founded in 2006.\n- Cobalt Health is headquartered in Valencia.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Zoya reports to Stefan.\n- Meridian Bank was founded in 1979.\n- Tobias reports to Tessa.\n- Tessa reports to Priya.\n- Sofia works for Vantage Air.\n- Tessa works for Vantage Air.\n- Priya reports to Elena.\n- Cobalt Health was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Turku", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10218", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10219", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Hana.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa reports to Leila.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank was founded in 2004.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 2012.\n- Stefan works for Beacon Insurance.\n- Helios Logistics was founded in 1988.\n- Bruno reports to Stefan.\n- Hana works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Atlas Freight was founded in 1992.\n- Meridian Bank is headquartered in Brno.\n- Atlas Freight is headquartered in Brno.\n- Mateo reports to Tessa.\n- Tessa works for Helios Logistics.\n- Viktor works for Meridian Bank.\n- Hana reports to Mateo.\n- Leila reports to Bruno.\n- Viktor reports to Elena.\n- Elena works for Beacon Insurance.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10221", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Omar works for Crescent Telecom.\n- Mara reports to Sofia.\n- Cobalt Health was founded in 1991.\n- Cedar Retail Group is headquartered in Lyon.\n- Chiara works for Beacon Insurance.\n- Priya reports to Bruno.\n- Bruno reports to Wren.\n- Emeka works for Cobalt Health.\n- Aisha works for Cedar Retail Group.\n- Kenji reports to Chiara.\n- Bruno works for Cobalt Health.\n- Omar reports to Emeka.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 2010.\n- Wren works for Crescent Telecom.\n- Wren reports to Mara.\n- Chiara reports to Omar.\n- Beacon Insurance is headquartered in Valencia.\n- Aisha reports to Kenji.\n- Cobalt Health is headquartered in Valencia.\n- Crescent Telecom was founded in 1996.\n- Cedar Retail Group was founded in 1994.\n- Crescent Telecom is headquartered in Adelaide.\n- Sofia reports to Aisha.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10223", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Nadia reports to Mateo.\n- Mara works for Atlas Freight.\n- Sanne reports to Nadia.\n- Elena reports to Felix.\n- Jonas works for Cedar Retail Group.\n- Ravi reports to Amara.\n- Kenji works for Atlas Freight.\n- Felix reports to Hana.\n- Atlas Freight was founded in 1985.\n- Sanne works for Lattice Analytics.\n- Amara reports to Elena.\n- Lattice Analytics was founded in 1988.\n- Cedar Retail Group was founded in 2004.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Ravi.\n- Mateo reports to Kenji.\n- Northwind Systems was founded in 1976.\n- Nadia works for Atlas Freight.\n- Felix works for Cedar Retail Group.\n- Northwind Systems is headquartered in Oslo.\n- Jonas reports to Stefan.\n- Kenji reports to Jonas.\n- Elena works for Atlas Freight.\n- Cedar Retail Group is headquartered in Bergen.\n- Hana works for Cedar Retail Group.\n- Stefan works for Lattice Analytics.\n- Hana reports to Sanne.\n- Mateo works for Lattice Analytics.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10225", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10226", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10227", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 January 2023): For employees hired on or after 04 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8532: employee Tessa A., hired 03 March 2021, separated 12 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8532?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10228", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10229", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4130: employee Priya K., hired 27 October 2021, separated 17 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4130?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Bluepine Aviation is headquartered in Cork.\n- Atlas Freight is headquartered in Turku.\n- Sanne reports to Callum.\n- Lucia reports to Mateo.\n- Crescent Telecom is headquartered in Ghent.\n- Lattice Analytics was founded in 1983.\n- Crescent Telecom was founded in 1983.\n- Mateo reports to Nadia.\n- Mateo works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Callum works for Crescent Telecom.\n- Lattice Analytics is headquartered in Ghent.\n- Wren reports to Sanne.\n- Callum reports to Lucia.\n- Yuki works for Crescent Telecom.\n- Jonas reports to Yuki.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10231", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10232", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Lucia.\n- Northwind Systems was founded in 2013.\n- Mara reports to Leila.\n- Mateo reports to Bruno.\n- Leila works for Summit Energy.\n- Mara works for Bluepine Aviation.\n- Summit Energy was founded in 1999.\n- Mateo works for Bluepine Aviation.\n- Lucia works for Summit Energy.\n- Ravi reports to Elena.\n- Bruno works for Summit Energy.\n- Nadia reports to Zoya.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Elena works for Northwind Systems.\n- Ravi works for Meridian Bank.\n- Bluepine Aviation was founded in 1987.\n- Bluepine Aviation is headquartered in Ghent.\n- Meridian Bank is headquartered in Ghent.\n- Lucia reports to Mara.\n- Northwind Systems is headquartered in Basel.\n- Zoya works for Meridian Bank.\n- Leila reports to Ravi.\n- Nadia works for Meridian Bank.\n- Bruno reports to Nadia.\n- Meridian Bank was founded in 1991.\n- Elena reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10234", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5515: employee Zoya A., hired 11 April 2022, separated 10 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5515?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10235", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10236", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10237", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9485: employee Aisha K., hired 24 April 2025, separated 01 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-9485 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$6,500", "3": "$900"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10238", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3779: employee Nadia K., hired 21 September 2021, separated 02 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3779?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Mateo reports to Viktor.\n- Beacon Insurance was founded in 2002.\n- Viktor works for Crescent Telecom.\n- Nadia works for Summit Energy.\n- Nadia reports to Anders.\n- Zoya works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Felix works for Summit Energy.\n- Bruno reports to Aisha.\n- Summit Energy was founded in 2000.\n- Zoya reports to Mateo.\n- Beacon Insurance is headquartered in Tampere.\n- Ingrid reports to Bruno.\n- Lucia works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Crescent Telecom is headquartered in Adelaide.\n- Felix reports to Lucia.\n- Emeka works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2009.\n- Viktor reports to Emeka.\n- Anders works for Summit Energy.\n- Pablo reports to Felix.\n- Pablo works for Crescent Telecom.\n- Lucia reports to Nadia.\n- Crescent Telecom was founded in 2014.\n- Aisha reports to Pablo.\n- Bruno works for Crescent Telecom.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Lattice Analytics is headquartered in Turku.\n- Felix works for Beacon Insurance.\n- Lattice Analytics was founded in 2000.\n- Ingrid works for Northwind Systems.\n- Mei reports to Anders.\n- Beacon Insurance was founded in 1977.\n- Bruno reports to Ingrid.\n- Mara reports to Lucia.\n- Anders works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Ingrid reports to Mara.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia reports to Priya.\n- Wren works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Mei works for Northwind Systems.\n- Priya reports to Mei.\n- Mara works for Lattice Analytics.\n- Meridian Bank is headquartered in Bergen.\n- Felix reports to Ravi.\n- Anders reports to Felix.\n- Northwind Systems was founded in 1999.\n- Meridian Bank was founded in 1986.\n- Ravi works for Meridian Bank.\n- Bruno works for Beacon Insurance.\n- Ravi reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Dmitri reports to Priya.\n- Ingrid works for Crescent Telecom.\n- Sanne works for Vantage Air.\n- Elena reports to Dmitri.\n- Bluepine Aviation is headquartered in Lyon.\n- Bluepine Aviation was founded in 1999.\n- Vantage Air was founded in 2014.\n- Dmitri works for Bluepine Aviation.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Ingrid reports to Stefan.\n- Sanne reports to Elena.\n- Stefan works for Bluepine Aviation.\n- Vantage Air is headquartered in Austin.\n- Priya reports to Callum.\n- Priya works for Vantage Air.\n- Stefan reports to Deshawn.\n- Helios Logistics was founded in 1997.\n- Crescent Telecom is headquartered in Malmo.\n- Callum reports to Ingrid.\n- Elena works for Crescent Telecom.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10243", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 28 August 2022): For employees hired on or after 28 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1610: employee Mateo B., hired 26 November 2018, separated 28 February 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-1610 under the controlling rules.", "criteria": {"0": "$6,400", "1": "$27,733", "2": "$6,450", "3": "$5,900"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10244", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10245", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10246", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2003.\n- Vantage Air is headquartered in Oslo.\n- Tobias reports to Ingrid.\n- Viktor works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Bruno.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Lucia.\n- Vantage Air was founded in 1999.\n- Crescent Telecom was founded in 2004.\n- Fernhill Foods is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Chiara works for Vantage Air.\n- Viktor reports to Wren.\n- Bruno reports to Chiara.\n- Lucia works for Crescent Telecom.\n- Fernhill Foods was founded in 1975.\n- Nadia works for Ironwood Manufacturing.\n- Chiara reports to Viktor.\n- Crescent Telecom is headquartered in Tampere.\n- Lucia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10248", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 82594 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10249", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2391: employee Tessa R., hired 09 April 2021, separated 06 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2391?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10250", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3221: employee Emeka R., hired 05 May 2021, separated 02 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3221?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10251", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Atlas Freight was founded in 2005.\n- Callum reports to Viktor.\n- Lucia works for Lattice Analytics.\n- Anders works for Meridian Bank.\n- Sofia reports to Mateo.\n- Amara reports to Hana.\n- Priya reports to Sofia.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Dmitri works for Atlas Freight.\n- Mateo reports to Deshawn.\n- Nadia works for Lattice Analytics.\n- Sofia works for Meridian Bank.\n- Atlas Freight is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2006.\n- Hana reports to Nadia.\n- Anders reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Nadia reports to Anders.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Lucia reports to Callum.\n- Meridian Bank is headquartered in Valencia.\n- Hana works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Viktor reports to Priya.\n- Lattice Analytics is headquartered in Porto.\n- Dmitri reports to Lucia.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10253", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2008: employee Mei T., hired 07 October 2020, separated 08 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2008?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10254", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10255", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Aisha.\n- Pinnacle Software is headquartered in Leeds.\n- Chiara reports to Dmitri.\n- Beacon Insurance was founded in 1988.\n- Nadia works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Nadia reports to Viktor.\n- Deshawn works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Felix works for Beacon Insurance.\n- Bruno works for Pinnacle Software.\n- Elena works for Atlas Freight.\n- Summit Energy is headquartered in Dunedin.\n- Mateo works for Pinnacle Software.\n- Ravi reports to Hana.\n- Deshawn reports to Mateo.\n- Beacon Insurance is headquartered in Dunedin.\n- Elena reports to Bruno.\n- Aisha reports to Deshawn.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 1995.\n- Atlas Freight is headquartered in Tallinn.\n- Atlas Freight was founded in 2014.\n- Viktor reports to Felix.\n- Dmitri reports to Elena.\n- Summit Energy was founded in 1995.\n- Hana reports to Nadia.\n- Hana works for Pinnacle Software.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10257", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3882: employee Stefan S., hired 31 August 2023, separated 06 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3882?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Ingrid works for Fernhill Foods.\n- Sanne reports to Pablo.\n- Zoya reports to Aisha.\n- Zoya works for Fernhill Foods.\n- Dmitri reports to Elena.\n- Mara reports to Ingrid.\n- Bluepine Aviation was founded in 2006.\n- Cobalt Health is headquartered in Ghent.\n- Dmitri works for Fernhill Foods.\n- Northwind Systems is headquartered in Valencia.\n- Mara works for Bluepine Aviation.\n- Stefan reports to Dmitri.\n- Aisha reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Leeds.\n- Cobalt Health was founded in 1986.\n- Northwind Systems was founded in 1980.\n- Fernhill Foods was founded in 1984.\n- Bruno reports to Sofia.\n- Sanne works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Elena works for Bluepine Aviation.\n- Pablo reports to Stefan.\n- Deshawn reports to Sanne.\n- Stefan works for Fernhill Foods.\n- Sofia reports to Mara.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Ingrid reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10259", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10260", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6198: employee Mei K., hired 20 April 2021, separated 08 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6198?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10261", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2832: employee Callum R., hired 23 September 2022, separated 20 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2832?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tallinn.\n- Yuki reports to Ingrid.\n- Mei reports to Emeka.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Wren.\n- Lucia works for Cedar Retail Group.\n- Emeka works for Summit Energy.\n- Lucia reports to Nadia.\n- Bluepine Aviation was founded in 1992.\n- Mei works for Summit Energy.\n- Felix works for Bluepine Aviation.\n- Vantage Air is headquartered in Tallinn.\n- Aisha reports to Mei.\n- Felix reports to Yuki.\n- Vantage Air was founded in 1998.\n- Wren works for Summit Energy.\n- Hana reports to Lucia.\n- Mara works for Vantage Air.\n- Summit Energy is headquartered in Bergen.\n- Mara reports to Aisha.\n- Viktor reports to Hana.\n- Ingrid works for Vantage Air.\n- Summit Energy was founded in 1985.\n- Emeka reports to Felix.\n- Bluepine Aviation is headquartered in Bergen.\n- Cedar Retail Group was founded in 2001.\n- Hana works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Wren reports to Mara.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10263", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 33497 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mateo works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Dmitri works for Vantage Air.\n- Elena reports to Sofia.\n- Helios Logistics was founded in 2011.\n- Sofia reports to Mateo.\n- Callum reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Adelaide.\n- Mateo reports to Sanne.\n- Sanne works for Helios Logistics.\n- Hana reports to Anders.\n- Ironwood Manufacturing was founded in 1997.\n- Vantage Air was founded in 1980.\n- Elena works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Dmitri reports to Elena.\n- Anders reports to Nadia.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air is headquartered in Lyon.\n- Callum works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Sofia works for Vantage Air.\n- Nadia reports to Ingrid.\n- Beacon Insurance was founded in 1984.\n- Sanne reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Hana.\n- Amara works for Meridian Bank.\n- Hana reports to Amara.\n- Crescent Telecom is headquartered in Basel.\n- Meridian Bank was founded in 2004.\n- Tobias works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Deshawn works for Crescent Telecom.\n- Fernhill Foods was founded in 1992.\n- Mei works for Meridian Bank.\n- Mara reports to Tobias.\n- Meridian Bank is headquartered in Dunedin.\n- Leila reports to Mei.\n- Leila works for Meridian Bank.\n- Amara reports to Lucia.\n- Hana works for Meridian Bank.\n- Pinnacle Software was founded in 1981.\n- Mei reports to Ingrid.\n- Chiara reports to Mara.\n- Fernhill Foods is headquartered in Basel.\n- Deshawn reports to Chiara.\n- Pinnacle Software is headquartered in Dunedin.\n- Crescent Telecom was founded in 2003.\n- Mara works for Meridian Bank.\n- Ingrid works for Crescent Telecom.\n- Tobias reports to Leila.\n- Lucia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10266", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8937: employee Deshawn T., hired 14 March 2023, separated 10 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8937?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Atlas Freight was founded in 1996.\n- Tobias works for Meridian Bank.\n- Summit Energy was founded in 2003.\n- Amara reports to Elena.\n- Amara works for Meridian Bank.\n- Tessa reports to Yuki.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Stefan works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Ravi reports to Anders.\n- Anders reports to Callum.\n- Felix works for Summit Energy.\n- Leila reports to Tessa.\n- Crescent Telecom is headquartered in Lyon.\n- Anders works for Crescent Telecom.\n- Yuki reports to Dmitri.\n- Atlas Freight is headquartered in Turku.\n- Crescent Telecom was founded in 1978.\n- Callum works for Atlas Freight.\n- Meridian Bank was founded in 2004.\n- Dmitri works for Atlas Freight.\n- Stefan reports to Leila.\n- Tobias reports to Stefan.\n- Tessa works for Crescent Telecom.\n- Meridian Bank is headquartered in Lyon.\n- Felix reports to Tobias.\n- Callum reports to Amara.\n- Elena works for Summit Energy.\n- Leila works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10268", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10269", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10270", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Lattice Analytics was founded in 2006.\n- Fernhill Foods was founded in 2005.\n- Omar works for Helios Logistics.\n- Viktor works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Elena reports to Zoya.\n- Fernhill Foods is headquartered in Oslo.\n- Viktor reports to Omar.\n- Helios Logistics is headquartered in Oslo.\n- Helios Logistics was founded in 2008.\n- Ingrid works for Fernhill Foods.\n- Yuki reports to Elena.\n- Crescent Telecom was founded in 1997.\n- Felix reports to Viktor.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom is headquartered in Valencia.\n- Emeka works for Helios Logistics.\n- Yuki works for Crescent Telecom.\n- Ingrid reports to Emeka.\n- Omar reports to Yuki.\n- Zoya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10272", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10273", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4308: employee Hana B., hired 15 September 2020, separated 02 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4308?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Mara works for Summit Energy.\n- Cobalt Health is headquartered in Porto.\n- Atlas Freight is headquartered in Porto.\n- Sanne reports to Mara.\n- Chiara works for Cobalt Health.\n- Fernhill Foods is headquartered in Malmo.\n- Deshawn reports to Chiara.\n- Sanne works for Fernhill Foods.\n- Atlas Freight was founded in 1998.\n- Mara reports to Zoya.\n- Emeka reports to Tobias.\n- Tobias reports to Priya.\n- Summit Energy was founded in 2001.\n- Priya works for Summit Energy.\n- Priya reports to Deshawn.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Cobalt Health was founded in 1988.\n- Fernhill Foods was founded in 1998.\n- Zoya reports to Emeka.\n- Deshawn works for Fernhill Foods.\n- Zoya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Yuki.\n- Tessa reports to Kenji.\n- Nadia works for Vantage Air.\n- Anders works for Lattice Analytics.\n- Yuki works for Vantage Air.\n- Meridian Bank was founded in 1983.\n- Vantage Air was founded in 1979.\n- Meridian Bank is headquartered in Turku.\n- Lattice Analytics was founded in 2013.\n- Hana reports to Wren.\n- Ingrid reports to Deshawn.\n- Hana works for Lattice Analytics.\n- Jonas reports to Hana.\n- Summit Energy is headquartered in Lyon.\n- Kenji reports to Ingrid.\n- Vantage Air is headquartered in Brno.\n- Wren reports to Anders.\n- Chiara works for Summit Energy.\n- Chiara reports to Nadia.\n- Wren works for Meridian Bank.\n- Lattice Analytics is headquartered in Brno.\n- Ingrid works for Vantage Air.\n- Deshawn works for Summit Energy.\n- Tessa works for Meridian Bank.\n- Pablo reports to Jonas.\n- Nadia reports to Tessa.\n- Yuki reports to Chiara.\n- Summit Energy was founded in 2009.\n- Pablo works for Vantage Air.\n- Kenji works for Lattice Analytics.\n- Jonas works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10276", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10277", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4592: employee Leila B., hired 04 February 2024, separated 21 October 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-4592 under the controlling rules.", "criteria": {"0": "$1,225", "1": "$4,500", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10278", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pinnacle Software was founded in 2007.\n- Tobias works for Pinnacle Software.\n- Mateo reports to Tobias.\n- Lattice Analytics is headquartered in Nagoya.\n- Chiara reports to Mateo.\n- Dmitri works for Lattice Analytics.\n- Emeka works for Ironwood Manufacturing.\n- Callum works for Pinnacle Software.\n- Mateo works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Lattice Analytics was founded in 2007.\n- Ravi reports to Callum.\n- Chiara works for Pinnacle Software.\n- Nadia works for Lattice Analytics.\n- Emeka reports to Chiara.\n- Bluepine Aviation is headquartered in Leeds.\n- Nadia reports to Dmitri.\n- Dmitri reports to Emeka.\n- Bluepine Aviation was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10280", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9617: employee Mara R., hired 17 September 2023, separated 13 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9617?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Amara reports to Mara.\n- Hana works for Atlas Freight.\n- Viktor works for Fernhill Foods.\n- Cobalt Health is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Malmo.\n- Viktor reports to Amara.\n- Atlas Freight is headquartered in Malmo.\n- Leila works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Ingrid reports to Callum.\n- Cobalt Health was founded in 2002.\n- Zoya reports to Priya.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Fernhill Foods was founded in 2002.\n- Fernhill Foods is headquartered in Adelaide.\n- Bruno reports to Zoya.\n- Mara works for Fernhill Foods.\n- Priya reports to Ingrid.\n- Lattice Analytics was founded in 1994.\n- Amara works for Lattice Analytics.\n- Hana reports to Viktor.\n- Mara reports to Bruno.\n- Callum works for Lattice Analytics.\n- Leila reports to Hana.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10282", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10283", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Malmo.\n- Beacon Insurance is headquartered in Lyon.\n- Anders reports to Zoya.\n- Tessa works for Cedar Retail Group.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 2002.\n- Cedar Retail Group was founded in 1976.\n- Omar works for Fernhill Foods.\n- Hana reports to Sanne.\n- Jonas works for Beacon Insurance.\n- Zoya reports to Tessa.\n- Fernhill Foods was founded in 2012.\n- Tessa reports to Omar.\n- Yuki reports to Mara.\n- Mara works for Beacon Insurance.\n- Zoya works for Helios Logistics.\n- Sanne reports to Yuki.\n- Omar reports to Sofia.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Mara reports to Anders.\n- Anders works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Malmo.\n- Jonas reports to Hana.\n- Sofia works for Helios Logistics.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10285", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1817: employee Pablo B., hired 16 August 2023, separated 08 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1817?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10286", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10287", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4261: employee Mara K., hired 10 September 2023, separated 15 May 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-4261 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$4,462", "2": "$7,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Crescent Telecom.\n- Mara works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Yuki reports to Priya.\n- Cobalt Health is headquartered in Basel.\n- Beacon Insurance is headquartered in Porto.\n- Amara reports to Sanne.\n- Mara reports to Bruno.\n- Sanne works for Beacon Insurance.\n- Kenji works for Cobalt Health.\n- Crescent Telecom was founded in 2012.\n- Northwind Systems was founded in 1975.\n- Northwind Systems is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Halifax.\n- Bruno works for Beacon Insurance.\n- Yuki works for Cobalt Health.\n- Kenji reports to Yuki.\n- Beacon Insurance was founded in 1978.\n- Dmitri reports to Amara.\n- Dmitri works for Northwind Systems.\n- Priya reports to Mara.\n- Cobalt Health was founded in 2013.\n- Bruno reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10289", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2872: employee Anders B., hired 21 March 2021, separated 20 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2872?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Mara works for Bluepine Aviation.\n- Elena works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Felix reports to Mateo.\n- Mara reports to Jonas.\n- Bluepine Aviation was founded in 2001.\n- Tobias works for Cobalt Health.\n- Zoya reports to Dmitri.\n- Hana works for Bluepine Aviation.\n- Ingrid works for Cobalt Health.\n- Elena reports to Aisha.\n- Bluepine Aviation is headquartered in Nagoya.\n- Jonas reports to Tobias.\n- Cobalt Health is headquartered in Halifax.\n- Felix works for Cobalt Health.\n- Tobias reports to Hana.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Cobalt Health was founded in 1977.\n- Dmitri works for Vantage Air.\n- Hana reports to Kenji.\n- Fernhill Foods was founded in 1996.\n- Aisha reports to Felix.\n- Fernhill Foods is headquartered in Halifax.\n- Kenji reports to Ingrid.\n- Ingrid reports to Elena.\n- Zoya works for Vantage Air.\n- Mateo reports to Zoya.\n- Mateo works for Vantage Air.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10291", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2365: employee Ravi M., hired 28 April 2021, separated 18 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2365?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10292", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4139: employee Wren S., hired 04 June 2022, separated 19 July 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-4139 under the controlling rules.", "criteria": {"0": "$7,875", "1": "$5,800", "2": "$33,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10293", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 47867 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "track_order", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10294", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3323: employee Sanne B., hired 08 September 2021, separated 08 March 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2025-3323 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$5,000", "2": "$4,688", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10295", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Sanne reports to Dmitri.\n- Northwind Systems was founded in 1992.\n- Crescent Telecom was founded in 1978.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Jonas reports to Sanne.\n- Felix reports to Aisha.\n- Beacon Insurance is headquartered in Valencia.\n- Felix works for Beacon Insurance.\n- Chiara reports to Ingrid.\n- Ingrid works for Northwind Systems.\n- Yuki reports to Felix.\n- Aisha works for Northwind Systems.\n- Stefan reports to Omar.\n- Helios Logistics was founded in 2007.\n- Kenji reports to Stefan.\n- Yuki works for Crescent Telecom.\n- Jonas works for Helios Logistics.\n- Chiara works for Northwind Systems.\n- Helios Logistics is headquartered in Valencia.\n- Omar reports to Jonas.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Omar works for Crescent Telecom.\n- Bruno works for Northwind Systems.\n- Kenji works for Helios Logistics.\n- Dmitri reports to Yuki.\n- Bruno reports to Chiara.\n- Ingrid reports to Kenji.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10297", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 41684 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10298", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8313: employee Viktor K., hired 09 February 2022, separated 20 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8313?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8313 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Ironwood Manufacturing.\n- Tobias reports to Mei.\n- Cedar Retail Group is headquartered in Bergen.\n- Mei reports to Anders.\n- Cedar Retail Group was founded in 1975.\n- Mateo reports to Deshawn.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 2003.\n- Meridian Bank is headquartered in Oslo.\n- Anders reports to Kenji.\n- Ravi reports to Sanne.\n- Mateo works for Cobalt Health.\n- Mei works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1987.\n- Ravi works for Ironwood Manufacturing.\n- Anders works for Meridian Bank.\n- Tobias works for Ironwood Manufacturing.\n- Sanne reports to Tobias.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10300", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10301", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5196: employee Felix R., hired 04 November 2023, separated 26 April 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5196?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Viktor works for Bluepine Aviation.\n- Jonas reports to Mei.\n- Aisha reports to Viktor.\n- Summit Energy was founded in 1982.\n- Zoya works for Bluepine Aviation.\n- Vantage Air is headquartered in Valencia.\n- Mei reports to Aisha.\n- Felix reports to Emeka.\n- Cedar Retail Group was founded in 1990.\n- Cedar Retail Group is headquartered in Basel.\n- Emeka reports to Tobias.\n- Emeka works for Vantage Air.\n- Viktor reports to Felix.\n- Felix works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Ravi works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2005.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Vantage Air was founded in 2009.\n- Tobias works for Cedar Retail Group.\n- Ravi reports to Zoya.\n- Zoya reports to Priya.\n- Mei works for Bluepine Aviation.\n- Jonas works for Summit Energy.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10303", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1561: employee Felix M., hired 15 November 2023, separated 02 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1561?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10304", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 25075 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10305", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10306", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "open_account", "4": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10307", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 85709 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "change_address", "3": "cancel_order", "4": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Hana.\n- Cobalt Health was founded in 2012.\n- Omar works for Pinnacle Software.\n- Elena reports to Emeka.\n- Lucia reports to Elena.\n- Pinnacle Software was founded in 2010.\n- Zoya works for Pinnacle Software.\n- Hana reports to Omar.\n- Pinnacle Software is headquartered in Tallinn.\n- Omar reports to Lucia.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Ravi works for Cobalt Health.\n- Lucia works for Pinnacle Software.\n- Northwind Systems is headquartered in Dunedin.\n- Northwind Systems was founded in 1996.\n- Cobalt Health is headquartered in Tallinn.\n- Hana works for Ironwood Manufacturing.\n- Priya works for Pinnacle Software.\n- Ravi reports to Zoya.\n- Emeka reports to Ravi.\n- Elena works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10309", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 July 2025): For employees hired on or after 30 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2927: employee Priya T., hired 10 October 2021, separated 12 January 2027 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-2927 under the controlling rules.", "criteria": {"0": "$31,462", "1": "$132,000", "2": "$30,577", "3": "$30,462"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10311", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Chiara.\n- Mateo works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Yuki reports to Dmitri.\n- Callum reports to Yuki.\n- Summit Energy is headquartered in Lyon.\n- Yuki works for Atlas Freight.\n- Mateo reports to Callum.\n- Helios Logistics is headquartered in Oslo.\n- Atlas Freight was founded in 1984.\n- Lattice Analytics is headquartered in Cork.\n- Dmitri works for Helios Logistics.\n- Atlas Freight is headquartered in Oslo.\n- Stefan works for Atlas Freight.\n- Chiara works for Lattice Analytics.\n- Stefan reports to Hana.\n- Chiara reports to Mateo.\n- Summit Energy was founded in 1995.\n- Dmitri reports to Stefan.\n- Helios Logistics was founded in 2009.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10313", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 October 2025): For employees hired on or after 05 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5520: employee Nadia T., hired 19 July 2023, separated 24 February 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5520?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10314", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Nadia works for Lattice Analytics.\n- Anders reports to Jonas.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Omar reports to Nadia.\n- Wren reports to Omar.\n- Sanne works for Lattice Analytics.\n- Fernhill Foods was founded in 1989.\n- Jonas reports to Wren.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1999.\n- Nadia reports to Zoya.\n- Emeka works for Fernhill Foods.\n- Mateo reports to Stefan.\n- Omar works for Atlas Freight.\n- Stefan reports to Emeka.\n- Atlas Freight is headquartered in Ghent.\n- Anders works for Fernhill Foods.\n- Lattice Analytics was founded in 1988.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Ghent.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Sanne.\n- Fernhill Foods is headquartered in Turku.\n- Mateo works for Ironwood Manufacturing.\n- Emeka reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10316", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tessa.\n- Tessa reports to Nadia.\n- Pablo works for Beacon Insurance.\n- Wren works for Lattice Analytics.\n- Mateo reports to Wren.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Vantage Air is headquartered in Lyon.\n- Sofia reports to Aisha.\n- Wren reports to Stefan.\n- Aisha reports to Leila.\n- Mateo works for Bluepine Aviation.\n- Sofia works for Beacon Insurance.\n- Pablo reports to Sofia.\n- Dmitri works for Bluepine Aviation.\n- Stefan works for Lattice Analytics.\n- Bluepine Aviation was founded in 1988.\n- Lattice Analytics was founded in 1989.\n- Beacon Insurance was founded in 1991.\n- Leila works for Vantage Air.\n- Tessa works for Lattice Analytics.\n- Nadia reports to Pablo.\n- Leila reports to Dmitri.\n- Bluepine Aviation is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Nadia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10318", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2847: employee Dmitri T., hired 09 July 2022, separated 09 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2847?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10319", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10320", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7774: employee Tessa T., hired 31 January 2022, separated 31 January 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-7774 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$3,500", "2": "$30,333", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Mateo works for Summit Energy.\n- Priya reports to Nadia.\n- Vantage Air was founded in 1996.\n- Kenji reports to Mateo.\n- Aisha works for Lattice Analytics.\n- Felix reports to Priya.\n- Elena reports to Aisha.\n- Priya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Lyon.\n- Felix works for Summit Energy.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Summit Energy was founded in 1987.\n- Mateo reports to Stefan.\n- Nadia works for Vantage Air.\n- Lattice Analytics is headquartered in Leeds.\n- Stefan works for Bluepine Aviation.\n- Lattice Analytics was founded in 2011.\n- Vantage Air is headquartered in Lyon.\n- Nadia reports to Kenji.\n- Elena works for Vantage Air.\n- Aisha reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10322", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 June 2025): For employees hired on or after 15 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4134: employee Nadia K., hired 18 January 2025, separated 09 February 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4134?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10323", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10324", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Deshawn.\n- Lattice Analytics is headquartered in Halifax.\n- Lattice Analytics was founded in 2003.\n- Jonas reports to Tessa.\n- Tessa reports to Tobias.\n- Felix reports to Ingrid.\n- Tobias works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia reports to Lucia.\n- Omar reports to Wren.\n- Cedar Retail Group is headquartered in Adelaide.\n- Dmitri reports to Omar.\n- Cedar Retail Group was founded in 2011.\n- Dmitri works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Tobias reports to Nadia.\n- Jonas works for Bluepine Aviation.\n- Ravi works for Cedar Retail Group.\n- Ingrid works for Lattice Analytics.\n- Tessa works for Meridian Bank.\n- Wren reports to Jonas.\n- Lucia reports to Felix.\n- Ravi reports to Dmitri.\n- Nadia works for Bluepine Aviation.\n- Meridian Bank is headquartered in Valencia.\n- Bluepine Aviation was founded in 2008.\n- Deshawn works for Cedar Retail Group.\n- Meridian Bank was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10326", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10327", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks for a countdown timer", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10328", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 65814\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10329", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9535: employee Yuki K., hired 18 May 2024, separated 28 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9535?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10330", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Ingrid works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sanne works for Ironwood Manufacturing.\n- Mei reports to Sanne.\n- Stefan reports to Ingrid.\n- Elena works for Northwind Systems.\n- Mei works for Fernhill Foods.\n- Northwind Systems was founded in 1996.\n- Pablo works for Vantage Air.\n- Amara reports to Mei.\n- Northwind Systems is headquartered in Ghent.\n- Hana works for Fernhill Foods.\n- Elena reports to Stefan.\n- Ironwood Manufacturing was founded in 2003.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods was founded in 2009.\n- Vantage Air was founded in 1982.\n- Callum reports to Amara.\n- Sanne reports to Hana.\n- Wren works for Vantage Air.\n- Callum works for Fernhill Foods.\n- Hana reports to Wren.\n- Pablo reports to Elena.\n- Wren reports to Pablo.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10332", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10333", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8197: employee Elena T., hired 05 May 2021, separated 12 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8197?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10335", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10336", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8334: employee Anders M., hired 06 June 2021, separated 21 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8334?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10337", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-2 (VERSION 4, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8919: employee Lucia R., hired 28 April 2021, separated 22 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8919?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10338", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10339", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 19186 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10340", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10341", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "weather", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10342", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "send_message", "2": "set_timer", "3": "set_alarm", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Vantage Air was founded in 1998.\n- Mara works for Pinnacle Software.\n- Ingrid reports to Lucia.\n- Meridian Bank is headquartered in Porto.\n- Sofia works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Leila works for Meridian Bank.\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software was founded in 1978.\n- Kenji works for Pinnacle Software.\n- Meridian Bank was founded in 1979.\n- Sofia reports to Mara.\n- Chiara works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Mateo works for Vantage Air.\n- Summit Energy was founded in 1978.\n- Leila reports to Priya.\n- Mateo reports to Kenji.\n- Lucia works for Meridian Bank.\n- Priya works for Vantage Air.\n- Mara reports to Chiara.\n- Lucia reports to Mateo.\n- Chiara reports to Ravi.\n- Priya reports to Ingrid.\n- Pinnacle Software is headquartered in Malmo.\n- Kenji reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10344", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1987.\n- Cedar Retail Group is headquartered in Tampere.\n- Meridian Bank was founded in 2003.\n- Zoya reports to Nadia.\n- Fernhill Foods was founded in 2004.\n- Cedar Retail Group was founded in 2010.\n- Chiara works for Meridian Bank.\n- Chiara reports to Wren.\n- Fernhill Foods is headquartered in Adelaide.\n- Stefan reports to Ingrid.\n- Omar reports to Stefan.\n- Lucia works for Fernhill Foods.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid works for Meridian Bank.\n- Wren reports to Omar.\n- Omar works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Nadia reports to Lucia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Meridian Bank is headquartered in Austin.\n- Ingrid reports to Zoya.\n- Stefan works for Meridian Bank.\n- Wren works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10346", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 November 2022): For employees hired on or after 05 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9661: employee Kenji R., hired 01 May 2019, separated 06 February 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9661?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10347", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10348", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10349", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 October 2025): For employees hired on or after 26 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1379: employee Mei B., hired 01 September 2024, separated 13 June 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-1379 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$9,000", "2": "$8,000", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Felix works for Lattice Analytics.\n- Atlas Freight was founded in 1997.\n- Bruno works for Beacon Insurance.\n- Viktor reports to Bruno.\n- Aisha reports to Priya.\n- Helios Logistics is headquartered in Leeds.\n- Bruno reports to Nadia.\n- Priya reports to Elena.\n- Callum works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Priya works for Atlas Freight.\n- Nadia reports to Chiara.\n- Yuki reports to Callum.\n- Lattice Analytics was founded in 1983.\n- Helios Logistics was founded in 1984.\n- Beacon Insurance was founded in 1992.\n- Elena reports to Viktor.\n- Hana reports to Felix.\n- Aisha works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Elena works for Lattice Analytics.\n- Nadia works for Beacon Insurance.\n- Callum reports to Deshawn.\n- Chiara works for Helios Logistics.\n- Viktor works for Atlas Freight.\n- Lattice Analytics is headquartered in Porto.\n- Felix reports to Yuki.\n- Deshawn reports to Aisha.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sofia.\n- Lucia works for Cedar Retail Group.\n- Tessa works for Pinnacle Software.\n- Cedar Retail Group was founded in 2005.\n- Bruno reports to Dmitri.\n- Pinnacle Software is headquartered in Bergen.\n- Sofia reports to Mateo.\n- Chiara works for Summit Energy.\n- Cedar Retail Group is headquartered in Nagoya.\n- Omar reports to Priya.\n- Callum works for Pinnacle Software.\n- Summit Energy is headquartered in Brno.\n- Sofia works for Helios Logistics.\n- Mateo reports to Omar.\n- Summit Energy was founded in 2002.\n- Bruno works for Pinnacle Software.\n- Stefan works for Cedar Retail Group.\n- Tessa reports to Bruno.\n- Zoya reports to Lucia.\n- Dmitri works for Summit Energy.\n- Callum reports to Stefan.\n- Priya reports to Chiara.\n- Chiara reports to Callum.\n- Zoya works for Pinnacle Software.\n- Helios Logistics is headquartered in Nagoya.\n- Dmitri reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1996.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Priya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1991", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Kenji.\n- Cedar Retail Group is headquartered in Malmo.\n- Anders works for Ironwood Manufacturing.\n- Bruno reports to Tobias.\n- Tobias reports to Deshawn.\n- Tobias works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Brno.\n- Vantage Air was founded in 1978.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Ironwood Manufacturing.\n- Zoya reports to Chiara.\n- Lucia reports to Jonas.\n- Zoya works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2006.\n- Stefan works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Malmo.\n- Sofia reports to Zoya.\n- Elena works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Sofia works for Cedar Retail Group.\n- Kenji reports to Lucia.\n- Chiara reports to Stefan.\n- Jonas reports to Elena.\n- Lucia works for Ironwood Manufacturing.\n- Anders reports to Sofia.\n- Crescent Telecom was founded in 1995.\n- Elena reports to Anders.\n- Cedar Retail Group was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10353", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10354", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Chiara.\n- Vantage Air was founded in 1986.\n- Chiara works for Beacon Insurance.\n- Vantage Air is headquartered in Valencia.\n- Pinnacle Software was founded in 2010.\n- Mei reports to Lucia.\n- Dmitri reports to Sanne.\n- Callum works for Atlas Freight.\n- Beacon Insurance is headquartered in Valencia.\n- Viktor works for Beacon Insurance.\n- Wren reports to Stefan.\n- Atlas Freight is headquartered in Ghent.\n- Lucia works for Beacon Insurance.\n- Pablo reports to Priya.\n- Sanne works for Pinnacle Software.\n- Priya works for Atlas Freight.\n- Mei works for Beacon Insurance.\n- Callum reports to Mei.\n- Atlas Freight was founded in 2003.\n- Priya reports to Callum.\n- Pinnacle Software is headquartered in Ghent.\n- Stefan reports to Dmitri.\n- Mara works for Pinnacle Software.\n- Pablo works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Lucia reports to Viktor.\n- Wren works for Beacon Insurance.\n- Sanne reports to Mara.\n- Dmitri works for Atlas Freight.\n- Chiara reports to Pablo.\n- Beacon Insurance was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1983.\n- Ironwood Manufacturing was founded in 1998.\n- Cedar Retail Group is headquartered in Bergen.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Deshawn reports to Lucia.\n- Yuki reports to Deshawn.\n- Bruno works for Bluepine Aviation.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Leeds.\n- Omar reports to Yuki.\n- Ingrid works for Summit Energy.\n- Bruno reports to Tessa.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Tessa reports to Ingrid.\n- Omar works for Bluepine Aviation.\n- Ingrid reports to Nadia.\n- Nadia works for Summit Energy.\n- Bluepine Aviation was founded in 2011.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10357", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7526: employee Amara T., hired 14 November 2021, separated 14 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7526?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Felix reports to Priya.\n- Vantage Air was founded in 1993.\n- Viktor works for Vantage Air.\n- Dmitri reports to Tobias.\n- Northwind Systems is headquartered in Turku.\n- Jonas works for Vantage Air.\n- Priya reports to Chiara.\n- Mei works for Vantage Air.\n- Emeka reports to Mei.\n- Deshawn reports to Felix.\n- Viktor reports to Anders.\n- Vantage Air is headquartered in Lyon.\n- Chiara reports to Emeka.\n- Cobalt Health is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Turku.\n- Omar works for Cobalt Health.\n- Omar reports to Viktor.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation was founded in 2002.\n- Northwind Systems was founded in 1975.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health was founded in 1976.\n- Anders reports to Dmitri.\n- Deshawn works for Vantage Air.\n- Chiara works for Vantage Air.\n- Mei reports to Jonas.\n- Anders works for Vantage Air.\n- Priya works for Bluepine Aviation.\n- Felix works for Northwind Systems.\n- Jonas reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10359", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5687: employee Chiara S., hired 28 October 2020, separated 25 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5687?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight is headquartered in Tallinn.\n- Ingrid reports to Leila.\n- Ironwood Manufacturing was founded in 1991.\n- Beacon Insurance was founded in 1984.\n- Elena reports to Viktor.\n- Tobias works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Anders reports to Pablo.\n- Ingrid works for Atlas Freight.\n- Tobias reports to Emeka.\n- Northwind Systems is headquartered in Oslo.\n- Viktor reports to Tobias.\n- Lucia works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Priya reports to Yuki.\n- Elena works for Atlas Freight.\n- Northwind Systems was founded in 1986.\n- Atlas Freight was founded in 2003.\n- Yuki works for Atlas Freight.\n- Pablo reports to Lucia.\n- Emeka reports to Anders.\n- Yuki reports to Elena.\n- Emeka works for Beacon Insurance.\n- Lucia reports to Ingrid.\n- Beacon Insurance is headquartered in Oslo.\n- Leila works for Atlas Freight.\n- Viktor works for Northwind Systems.\n- Leila reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10361", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10362", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 61710 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Bruno.\n- Kenji works for Summit Energy.\n- Amara reports to Felix.\n- Summit Energy was founded in 1977.\n- Deshawn works for Summit Energy.\n- Viktor reports to Amara.\n- Deshawn reports to Callum.\n- Felix reports to Kenji.\n- Jonas reports to Tobias.\n- Viktor works for Northwind Systems.\n- Amara works for Summit Energy.\n- Callum reports to Anders.\n- Tobias works for Northwind Systems.\n- Anders reports to Jonas.\n- Callum works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Northwind Systems was founded in 1979.\n- Cedar Retail Group is headquartered in Nagoya.\n- Anders works for Northwind Systems.\n- Atlas Freight was founded in 2004.\n- Bruno reports to Deshawn.\n- Felix works for Summit Energy.\n- Northwind Systems is headquartered in Austin.\n- Cedar Retail Group was founded in 1985.\n- Jonas works for Cedar Retail Group.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10364", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "test_results", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10365", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10366", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10367", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2542: employee Callum R., hired 19 August 2021, separated 15 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2542?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10368", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8524: employee Chiara S., hired 17 December 2020, separated 29 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8524?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Nadia reports to Anders.\n- Jonas works for Fernhill Foods.\n- Anders works for Crescent Telecom.\n- Mara works for Meridian Bank.\n- Anders reports to Sanne.\n- Mara reports to Nadia.\n- Fernhill Foods is headquartered in Cork.\n- Sanne works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Meridian Bank was founded in 1983.\n- Ingrid reports to Viktor.\n- Nadia works for Northwind Systems.\n- Hana reports to Jonas.\n- Northwind Systems was founded in 1976.\n- Jonas reports to Mara.\n- Northwind Systems is headquartered in Halifax.\n- Sanne reports to Ingrid.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 1988.\n- Fernhill Foods was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10370", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10371", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8768: employee Elena A., hired 22 March 2022, separated 14 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8768?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1978.\n- Beacon Insurance is headquartered in Brno.\n- Vantage Air is headquartered in Nagoya.\n- Summit Energy was founded in 1989.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sanne reports to Sofia.\n- Summit Energy is headquartered in Brno.\n- Omar works for Beacon Insurance.\n- Tessa reports to Viktor.\n- Sofia works for Vantage Air.\n- Bluepine Aviation was founded in 1993.\n- Sanne works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Deshawn reports to Sanne.\n- Pablo reports to Omar.\n- Pablo works for Vantage Air.\n- Tessa works for Vantage Air.\n- Deshawn works for Summit Energy.\n- Viktor works for Beacon Insurance.\n- Omar reports to Deshawn.\n- Aisha reports to Tessa.\n- Viktor reports to Pablo.\n- Vantage Air was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10373", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10374", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10375", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4472: employee Mara R., hired 30 July 2021, separated 09 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4472?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1989.\n- Aisha works for Vantage Air.\n- Bluepine Aviation is headquartered in Adelaide.\n- Callum reports to Leila.\n- Ravi works for Cobalt Health.\n- Lucia reports to Tessa.\n- Ravi reports to Callum.\n- Bluepine Aviation was founded in 1987.\n- Dmitri reports to Aisha.\n- Lucia works for Cobalt Health.\n- Jonas works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Vantage Air is headquartered in Brno.\n- Leila works for Crescent Telecom.\n- Leila reports to Lucia.\n- Crescent Telecom is headquartered in Adelaide.\n- Sanne reports to Wren.\n- Cobalt Health was founded in 2008.\n- Tessa works for Vantage Air.\n- Cobalt Health is headquartered in Brno.\n- Wren reports to Dmitri.\n- Callum works for Bluepine Aviation.\n- Jonas reports to Ravi.\n- Sanne works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10377", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10378", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4699: employee Wren K., hired 29 April 2022, separated 03 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4699?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10379", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8647: employee Sofia B., hired 22 February 2024, separated 25 July 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-8647 under the controlling rules.", "criteria": {"0": "$5,452", "1": "$8,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10380", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9297: employee Sanne B., hired 09 July 2022, separated 05 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9297?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Basel.\n- Viktor reports to Ingrid.\n- Hana works for Northwind Systems.\n- Omar works for Vantage Air.\n- Lucia reports to Stefan.\n- Northwind Systems was founded in 1985.\n- Vantage Air was founded in 2007.\n- Ingrid reports to Mara.\n- Ironwood Manufacturing was founded in 1998.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Hana reports to Lucia.\n- Elena works for Ironwood Manufacturing.\n- Omar reports to Elena.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Mara reports to Hana.\n- Viktor works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Cork.\n- Elena reports to Viktor.\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10382", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10383", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2456: employee Tobias T., hired 18 December 2021, separated 12 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2456?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Northwind Systems was founded in 2012.\n- Lucia reports to Chiara.\n- Chiara reports to Dmitri.\n- Sofia reports to Omar.\n- Cedar Retail Group is headquartered in Dunedin.\n- Vantage Air was founded in 1997.\n- Lucia works for Fernhill Foods.\n- Nadia reports to Mei.\n- Vantage Air is headquartered in Dunedin.\n- Priya works for Fernhill Foods.\n- Northwind Systems is headquartered in Dunedin.\n- Mei works for Vantage Air.\n- Nadia works for Vantage Air.\n- Fernhill Foods was founded in 2012.\n- Omar reports to Nadia.\n- Dmitri works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Dunedin.\n- Omar works for Cedar Retail Group.\n- Mei reports to Priya.\n- Dmitri reports to Sofia.\n- Cedar Retail Group was founded in 1978.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10385", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10386", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8321: employee Jonas S., hired 13 May 2023, separated 22 April 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-8321 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$4,500", "2": "$2,500", "3": "$2,375"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10387", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Pablo works for Vantage Air.\n- Felix works for Summit Energy.\n- Anders reports to Bruno.\n- Omar works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Pinnacle Software was founded in 1998.\n- Vantage Air is headquartered in Cork.\n- Felix reports to Mateo.\n- Bruno works for Vantage Air.\n- Emeka reports to Pablo.\n- Leila reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Crescent Telecom was founded in 1976.\n- Omar reports to Anders.\n- Vantage Air was founded in 1979.\n- Mateo reports to Leila.\n- Summit Energy is headquartered in Tallinn.\n- Anders works for Pinnacle Software.\n- Crescent Telecom is headquartered in Cork.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10389", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10390", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1231: employee Wren M., hired 22 March 2022, separated 25 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1231?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10391", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10392", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1990.\n- Hana works for Summit Energy.\n- Priya reports to Hana.\n- Priya works for Lattice Analytics.\n- Felix reports to Yuki.\n- Summit Energy was founded in 1992.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri reports to Nadia.\n- Chiara works for Summit Energy.\n- Yuki works for Lattice Analytics.\n- Amara works for Summit Energy.\n- Hana reports to Dmitri.\n- Yuki reports to Amara.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom was founded in 2004.\n- Nadia reports to Chiara.\n- Felix works for Lattice Analytics.\n- Beacon Insurance was founded in 2002.\n- Amara reports to Priya.\n- Nadia works for Beacon Insurance.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10394", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 July 2025): For employees hired on or after 27 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1167: employee Leila T., hired 18 August 2023, separated 19 February 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1167?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10395", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10396", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10397", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6477: employee Wren K., hired 28 November 2020, separated 08 November 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-6477 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$10,385", "2": "$45,000", "3": "$7,529"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Pablo works for Northwind Systems.\n- Summit Energy was founded in 2014.\n- Crescent Telecom is headquartered in Adelaide.\n- Ingrid works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Ravi reports to Kenji.\n- Kenji works for Northwind Systems.\n- Ingrid reports to Ravi.\n- Stefan reports to Ingrid.\n- Crescent Telecom was founded in 1983.\n- Northwind Systems was founded in 1993.\n- Kenji reports to Felix.\n- Summit Energy is headquartered in Valencia.\n- Ravi works for Helios Logistics.\n- Felix reports to Mateo.\n- Mateo works for Summit Energy.\n- Pablo reports to Tessa.\n- Mateo reports to Pablo.\n- Northwind Systems is headquartered in Basel.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10399", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8681: employee Aisha A., hired 28 December 2023, separated 06 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-8681 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,000", "2": "$6,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10400", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cedar Retail Group.\n- Zoya reports to Callum.\n- Omar reports to Elena.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Chiara works for Northwind Systems.\n- Amara works for Atlas Freight.\n- Northwind Systems is headquartered in Adelaide.\n- Mei works for Cedar Retail Group.\n- Elena reports to Yuki.\n- Beacon Insurance is headquartered in Turku.\n- Tobias works for Atlas Freight.\n- Beacon Insurance was founded in 2005.\n- Chiara reports to Tobias.\n- Sofia reports to Amara.\n- Yuki reports to Chiara.\n- Elena works for Beacon Insurance.\n- Amara reports to Mei.\n- Yuki works for Northwind Systems.\n- Callum works for Atlas Freight.\n- Northwind Systems was founded in 1992.\n- Atlas Freight was founded in 1989.\n- Emeka reports to Omar.\n- Tobias reports to Sofia.\n- Jonas reports to Zoya.\n- Atlas Freight is headquartered in Adelaide.\n- Omar works for Atlas Freight.\n- Callum reports to Emeka.\n- Cedar Retail Group was founded in 2015.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Sanne reports to Lucia.\n- Northwind Systems was founded in 2014.\n- Tessa reports to Tobias.\n- Pinnacle Software is headquartered in Brno.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1991.\n- Mara works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Lucia reports to Jonas.\n- Tobias works for Cobalt Health.\n- Zoya reports to Mara.\n- Tessa works for Northwind Systems.\n- Summit Energy was founded in 2015.\n- Dmitri reports to Zoya.\n- Zoya works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Pinnacle Software was founded in 1992.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Dmitri.\n- Northwind Systems is headquartered in Brno.\n- Tobias reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10403", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10404", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5488: employee Aisha T., hired 22 December 2022, separated 01 May 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5488?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10405", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "restart_service", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Fernhill Foods was founded in 2004.\n- Sanne reports to Amara.\n- Sanne works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Helios Logistics was founded in 2008.\n- Mei reports to Deshawn.\n- Amara reports to Dmitri.\n- Northwind Systems is headquartered in Ghent.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Emeka.\n- Emeka works for Helios Logistics.\n- Callum reports to Sanne.\n- Helios Logistics is headquartered in Porto.\n- Bluepine Aviation was founded in 2003.\n- Tessa reports to Callum.\n- Deshawn works for Helios Logistics.\n- Northwind Systems was founded in 1995.\n- Emeka reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Callum works for Northwind Systems.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10407", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5656: employee Sofia M., hired 31 December 2023, separated 28 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-5656 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$10,385", "2": "$45,000", "3": "$8,827"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10408", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9075: employee Tessa M., hired 03 January 2021, separated 04 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9075?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10409", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10410", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2210: employee Ravi K., hired 24 April 2022, separated 24 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2210?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1978.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka reports to Ingrid.\n- Callum reports to Ravi.\n- Atlas Freight is headquartered in Dunedin.\n- Callum works for Bluepine Aviation.\n- Deshawn works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Deshawn reports to Callum.\n- Ravi reports to Leila.\n- Atlas Freight was founded in 1999.\n- Ingrid reports to Deshawn.\n- Emeka works for Beacon Insurance.\n- Bluepine Aviation was founded in 2007.\n- Fernhill Foods is headquartered in Dunedin.\n- Anders reports to Hana.\n- Hana reports to Emeka.\n- Ingrid works for Atlas Freight.\n- Beacon Insurance was founded in 1975.\n- Ravi works for Beacon Insurance.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10412", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3269: employee Mara R., hired 17 July 2022, separated 12 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3269?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Lucia.\n- Emeka reports to Bruno.\n- Omar works for Cedar Retail Group.\n- Omar reports to Viktor.\n- Jonas works for Cedar Retail Group.\n- Chiara reports to Deshawn.\n- Meridian Bank was founded in 1984.\n- Emeka works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2014.\n- Deshawn works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Viktor reports to Mara.\n- Northwind Systems was founded in 1977.\n- Meridian Bank is headquartered in Oslo.\n- Lucia reports to Jonas.\n- Chiara works for Cedar Retail Group.\n- Tobias reports to Felix.\n- Stefan works for Northwind Systems.\n- Mara reports to Emeka.\n- Crescent Telecom was founded in 2014.\n- Jonas reports to Omar.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Stefan reports to Chiara.\n- Tobias works for Meridian Bank.\n- Cedar Retail Group is headquartered in Oslo.\n- Deshawn reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Yuki.\n- Deshawn works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Wren reports to Ingrid.\n- Atlas Freight is headquartered in Nagoya.\n- Deshawn reports to Mara.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Hana.\n- Beacon Insurance is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1994.\n- Sanne reports to Ravi.\n- Beacon Insurance was founded in 2008.\n- Dmitri reports to Wren.\n- Wren works for Bluepine Aviation.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom is headquartered in Adelaide.\n- Atlas Freight was founded in 2008.\n- Bluepine Aviation is headquartered in Dunedin.\n- Hana reports to Jonas.\n- Sanne works for Bluepine Aviation.\n- Hana works for Beacon Insurance.\n- Yuki reports to Deshawn.\n- Ingrid works for Atlas Freight.\n- Ravi reports to Dmitri.\n- Ravi works for Bluepine Aviation.\n- Crescent Telecom was founded in 2010.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10415", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7486: employee Sofia B., hired 13 July 2021, separated 13 May 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2025-7486 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$4,750", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10416", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8034: employee Felix R., hired 22 July 2022, separated 07 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8034?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10417", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5821: employee Sofia T., hired 14 November 2021, separated 17 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5821?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Kenji.\n- Felix reports to Priya.\n- Aisha works for Vantage Air.\n- Stefan works for Cedar Retail Group.\n- Kenji works for Beacon Insurance.\n- Vantage Air was founded in 2005.\n- Priya reports to Viktor.\n- Beacon Insurance is headquartered in Leeds.\n- Priya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Tallinn.\n- Felix works for Meridian Bank.\n- Stefan reports to Sanne.\n- Meridian Bank was founded in 1985.\n- Beacon Insurance was founded in 1985.\n- Sanne reports to Aisha.\n- Viktor reports to Leila.\n- Meridian Bank is headquartered in Leeds.\n- Vantage Air is headquartered in Leeds.\n- Sanne works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Kenji reports to Stefan.\n- Leila works for Beacon Insurance.\n- Cedar Retail Group was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10419", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9808: employee Ravi B., hired 04 March 2024, separated 16 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9808?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10420", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8943: employee Aisha R., hired 01 September 2022, separated 11 May 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2025-8943 under the controlling rules.", "criteria": {"0": "$17,767", "1": "$4,100", "2": "$4,050", "3": "$4,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10421", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage", "4": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Dmitri reports to Pablo.\n- Bluepine Aviation was founded in 1988.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Jonas reports to Ingrid.\n- Mateo works for Fernhill Foods.\n- Summit Energy was founded in 1990.\n- Callum reports to Wren.\n- Pablo reports to Mateo.\n- Vantage Air is headquartered in Cork.\n- Fernhill Foods was founded in 1987.\n- Ingrid works for Summit Energy.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Callum.\n- Pablo works for Bluepine Aviation.\n- Vantage Air was founded in 1982.\n- Wren reports to Amara.\n- Jonas works for Summit Energy.\n- Amara reports to Dmitri.\n- Bluepine Aviation is headquartered in Ghent.\n- Mateo reports to Ravi.\n- Ravi reports to Jonas.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1975.\n- Mateo works for Summit Energy.\n- Tobias works for Meridian Bank.\n- Emeka reports to Hana.\n- Emeka works for Beacon Insurance.\n- Tobias reports to Priya.\n- Ironwood Manufacturing was founded in 1983.\n- Meridian Bank was founded in 1989.\n- Meridian Bank is headquartered in Cork.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Bruno.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Hana works for Ironwood Manufacturing.\n- Pablo works for Meridian Bank.\n- Pablo reports to Ingrid.\n- Beacon Insurance was founded in 2001.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno works for Meridian Bank.\n- Hana reports to Pablo.\n- Bruno reports to Mateo.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10424", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4947: employee Hana K., hired 11 August 2022, separated 11 May 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4947?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10425", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10426", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3855: employee Amara T., hired 08 May 2023, separated 19 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3855?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10427", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Mara reports to Tessa.\n- Wren works for Fernhill Foods.\n- Lucia reports to Amara.\n- Lucia works for Atlas Freight.\n- Fernhill Foods was founded in 2006.\n- Atlas Freight was founded in 2012.\n- Mei reports to Lucia.\n- Aisha works for Ironwood Manufacturing.\n- Ingrid reports to Wren.\n- Atlas Freight is headquartered in Oslo.\n- Mara works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Tessa reports to Priya.\n- Cedar Retail Group is headquartered in Adelaide.\n- Amara reports to Aisha.\n- Ironwood Manufacturing was founded in 1990.\n- Amara works for Atlas Freight.\n- Stefan reports to Mei.\n- Wren reports to Mara.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha reports to Ingrid.\n- Cedar Retail Group was founded in 2008.\n- Mei works for Cedar Retail Group.\n- Priya works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10429", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1793: employee Aisha T., hired 27 December 2023, separated 18 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-1793 under the controlling rules.", "criteria": {"0": "$4,812", "1": "$30,333", "2": "$7,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10430", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10431", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8599: employee Stefan K., hired 25 January 2022, separated 20 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8599?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Emeka reports to Viktor.\n- Ravi reports to Aisha.\n- Crescent Telecom was founded in 1995.\n- Priya reports to Callum.\n- Ravi works for Crescent Telecom.\n- Jonas reports to Mei.\n- Leila reports to Anders.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Anders reports to Emeka.\n- Ironwood Manufacturing was founded in 1995.\n- Mei works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Viktor reports to Ravi.\n- Anders works for Ironwood Manufacturing.\n- Aisha reports to Jonas.\n- Lattice Analytics is headquartered in Cork.\n- Callum reports to Leila.\n- Emeka works for Ironwood Manufacturing.\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Cork.\n- Leila works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1998", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10433", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10434", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10435", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3508: employee Priya A., hired 08 November 2023, separated 15 July 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-3508 under the controlling rules.", "criteria": {"0": "$2,975", "1": "$30,333", "2": "$7,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1979.\n- Mateo reports to Priya.\n- Ironwood Manufacturing is headquartered in Austin.\n- Summit Energy was founded in 2009.\n- Priya works for Summit Energy.\n- Cobalt Health is headquartered in Malmo.\n- Pinnacle Software is headquartered in Tallinn.\n- Mateo works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Elena reports to Nadia.\n- Ironwood Manufacturing was founded in 1994.\n- Sofia reports to Amara.\n- Anders reports to Sofia.\n- Amara works for Pinnacle Software.\n- Anders works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Tessa reports to Anders.\n- Priya reports to Tessa.\n- Nadia reports to Mateo.\n- Summit Energy is headquartered in Austin.\n- Tessa works for Summit Energy.\n- Cobalt Health was founded in 1996.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10437", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9442: employee Elena R., hired 17 February 2022, separated 22 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9442?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Sofia works for Summit Energy.\n- Omar works for Lattice Analytics.\n- Felix reports to Wren.\n- Crescent Telecom was founded in 1980.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 1998.\n- Crescent Telecom is headquartered in Halifax.\n- Wren reports to Mei.\n- Wren works for Lattice Analytics.\n- Stefan reports to Felix.\n- Summit Energy was founded in 1985.\n- Lattice Analytics was founded in 1978.\n- Tobias works for Vantage Air.\n- Mei works for Summit Energy.\n- Yuki works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Sofia reports to Omar.\n- Yuki reports to Stefan.\n- Lattice Analytics is headquartered in Halifax.\n- Omar reports to Tobias.\n- Summit Energy is headquartered in Malmo.\n- Mei reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10439", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7615: employee Amara B., hired 17 October 2020, separated 06 December 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-7615 under the controlling rules.", "criteria": {"0": "$26,611", "1": "$28,481", "2": "$26,481", "3": "$114,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10440", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-3 (VERSION 3, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2431: employee Ingrid A., hired 27 January 2021, separated 20 January 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2431?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10441", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10442", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10443", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10444", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10445", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Crescent Telecom was founded in 1991.\n- Hana reports to Mateo.\n- Mei reports to Hana.\n- Mateo works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods was founded in 2002.\n- Mateo reports to Chiara.\n- Chiara reports to Tobias.\n- Fernhill Foods is headquartered in Ghent.\n- Hana works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Chiara works for Ironwood Manufacturing.\n- Tobias works for Crescent Telecom.\n- Northwind Systems was founded in 2006.\n- Omar works for Ironwood Manufacturing.\n- Tobias reports to Aisha.\n- Omar reports to Emeka.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1981.\n- Mei works for Ironwood Manufacturing.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Tobias works for Beacon Insurance.\n- Mara reports to Omar.\n- Tobias reports to Deshawn.\n- Omar works for Bluepine Aviation.\n- Bruno works for Meridian Bank.\n- Callum reports to Wren.\n- Meridian Bank was founded in 1979.\n- Wren reports to Bruno.\n- Crescent Telecom was founded in 1993.\n- Zoya reports to Mara.\n- Deshawn reports to Mateo.\n- Bruno reports to Tobias.\n- Beacon Insurance is headquartered in Ghent.\n- Priya works for Beacon Insurance.\n- Mateo reports to Zoya.\n- Priya reports to Dmitri.\n- Mateo works for Bluepine Aviation.\n- Dmitri works for Beacon Insurance.\n- Bluepine Aviation was founded in 1999.\n- Zoya works for Beacon Insurance.\n- Meridian Bank is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Ghent.\n- Crescent Telecom is headquartered in Tampere.\n- Wren works for Crescent Telecom.\n- Stefan reports to Callum.\n- Beacon Insurance was founded in 2000.\n- Deshawn works for Bluepine Aviation.\n- Callum works for Beacon Insurance.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10448", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10449", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Atlas Freight is headquartered in Dunedin.\n- Tobias works for Cobalt Health.\n- Wren reports to Tobias.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Tobias reports to Aisha.\n- Amara reports to Wren.\n- Callum reports to Yuki.\n- Kenji works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Aisha reports to Kenji.\n- Cobalt Health was founded in 2012.\n- Kenji reports to Callum.\n- Helios Logistics is headquartered in Dunedin.\n- Pinnacle Software was founded in 1980.\n- Cobalt Health is headquartered in Dunedin.\n- Felix reports to Amara.\n- Yuki works for Helios Logistics.\n- Atlas Freight was founded in 1992.\n- Helios Logistics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1998.\n- Ironwood Manufacturing is headquartered in Cork.\n- Sanne works for Atlas Freight.\n- Deshawn reports to Aisha.\n- Emeka reports to Sanne.\n- Bluepine Aviation was founded in 1992.\n- Nadia works for Ironwood Manufacturing.\n- Stefan reports to Deshawn.\n- Ironwood Manufacturing was founded in 2007.\n- Atlas Freight is headquartered in Austin.\n- Emeka works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Deshawn works for Bluepine Aviation.\n- Bruno works for Atlas Freight.\n- Cobalt Health was founded in 2009.\n- Bluepine Aviation is headquartered in Cork.\n- Leila works for Bluepine Aviation.\n- Bruno reports to Leila.\n- Stefan works for Atlas Freight.\n- Leila reports to Emeka.\n- Sanne reports to Stefan.\n- Cobalt Health is headquartered in Bergen.\n- Nadia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Tobias.\n- Beacon Insurance was founded in 2015.\n- Pinnacle Software was founded in 2009.\n- Mateo works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Felix works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tallinn.\n- Felix reports to Mateo.\n- Ravi reports to Felix.\n- Sofia works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Tobias reports to Dmitri.\n- Dmitri reports to Amara.\n- Emeka works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Lucia reports to Emeka.\n- Summit Energy was founded in 1999.\n- Emeka reports to Sofia.\n- Amara works for Summit Energy.\n- Amara reports to Lucia.\n- Pinnacle Software is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Tallinn.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group was founded in 1991.\n- Ravi works for Summit Energy.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10453", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Helios Logistics is headquartered in Basel.\n- Mei works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Emeka reports to Stefan.\n- Wren reports to Pablo.\n- Northwind Systems is headquartered in Halifax.\n- Cobalt Health was founded in 1992.\n- Cobalt Health is headquartered in Halifax.\n- Mei reports to Wren.\n- Felix reports to Emeka.\n- Pablo works for Cedar Retail Group.\n- Northwind Systems was founded in 1977.\n- Emeka works for Northwind Systems.\n- Elena reports to Ravi.\n- Cedar Retail Group is headquartered in Basel.\n- Aisha reports to Mei.\n- Felix works for Cedar Retail Group.\n- Wren works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Cedar Retail Group was founded in 1999.\n- Stefan reports to Omar.\n- Anders works for Helios Logistics.\n- Pablo reports to Anders.\n- Helios Logistics was founded in 1989.\n- Anders reports to Elena.\n- Elena works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Priya reports to Aisha.\n- Ravi reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10455", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10456", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3196: employee Mei B., hired 25 June 2024, separated 02 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3196?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Tobias reports to Tessa.\n- Bluepine Aviation was founded in 2005.\n- Anders works for Atlas Freight.\n- Tessa works for Cedar Retail Group.\n- Lucia reports to Amara.\n- Chiara works for Cedar Retail Group.\n- Viktor works for Bluepine Aviation.\n- Lucia works for Cedar Retail Group.\n- Kenji works for Summit Energy.\n- Viktor reports to Callum.\n- Cedar Retail Group is headquartered in Brno.\n- Kenji reports to Viktor.\n- Callum works for Summit Energy.\n- Amara works for Summit Energy.\n- Tobias works for Bluepine Aviation.\n- Chiara reports to Bruno.\n- Callum reports to Tobias.\n- Summit Energy was founded in 1976.\n- Bruno reports to Lucia.\n- Summit Energy is headquartered in Tallinn.\n- Atlas Freight was founded in 1994.\n- Bruno works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1981.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa reports to Anders.\n- Anders reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10458", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10459", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 62228 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10460", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10461", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6723: employee Lucia A., hired 31 December 2022, separated 04 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6723?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Callum reports to Zoya.\n- Omar reports to Amara.\n- Omar works for Cedar Retail Group.\n- Jonas reports to Tobias.\n- Bluepine Aviation was founded in 2003.\n- Ironwood Manufacturing was founded in 1980.\n- Tessa reports to Callum.\n- Cedar Retail Group was founded in 1977.\n- Callum works for Cedar Retail Group.\n- Zoya reports to Chiara.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Zoya works for Cobalt Health.\n- Lucia reports to Omar.\n- Chiara works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Tessa works for Cobalt Health.\n- Tobias reports to Tessa.\n- Tobias works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1988.\n- Lucia works for Ironwood Manufacturing.\n- Ravi reports to Lucia.\n- Cedar Retail Group is headquartered in Basel.\n- Amara works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Amara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10463", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10464", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10465", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9286: employee Mateo T., hired 01 November 2023, separated 04 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9286?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10466", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6823: employee Mateo A., hired 17 November 2020, separated 28 May 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6823?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10467", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "weather", "2": "play_music", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Bluepine Aviation.\n- Tobias reports to Pablo.\n- Hana reports to Chiara.\n- Fernhill Foods is headquartered in Tallinn.\n- Bruno reports to Kenji.\n- Fernhill Foods was founded in 2000.\n- Tobias works for Cobalt Health.\n- Mei reports to Hana.\n- Crescent Telecom is headquartered in Austin.\n- Pablo works for Cobalt Health.\n- Bruno works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Wren.\n- Pablo reports to Bruno.\n- Mei works for Cobalt Health.\n- Mara works for Bluepine Aviation.\n- Omar reports to Mara.\n- Cobalt Health is headquartered in Turku.\n- Kenji works for Cobalt Health.\n- Hana works for Bluepine Aviation.\n- Mara reports to Mei.\n- Cobalt Health was founded in 1984.\n- Chiara works for Cobalt Health.\n- Chiara reports to Tobias.\n- Bluepine Aviation was founded in 2009.\n- Crescent Telecom was founded in 2001.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10469", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8860: employee Sofia B., hired 09 February 2024, separated 05 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8860?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Northwind Systems was founded in 2009.\n- Fernhill Foods was founded in 1994.\n- Aisha reports to Yuki.\n- Elena works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Lattice Analytics is headquartered in Porto.\n- Helios Logistics was founded in 1978.\n- Lattice Analytics was founded in 1999.\n- Ravi works for Helios Logistics.\n- Mei works for Lattice Analytics.\n- Callum works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Northwind Systems is headquartered in Ghent.\n- Yuki works for Fernhill Foods.\n- Dmitri reports to Stefan.\n- Dmitri works for Fernhill Foods.\n- Yuki reports to Dmitri.\n- Helios Logistics is headquartered in Halifax.\n- Stefan reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Stefan works for Helios Logistics.\n- Viktor reports to Mei.\n- Kenji reports to Elena.\n- Callum reports to Aisha.\n- Elena reports to Ravi.\n- Mei reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Emeka reports to Anders.\n- Mateo reports to Ingrid.\n- Pinnacle Software was founded in 1999.\n- Priya reports to Sanne.\n- Northwind Systems is headquartered in Valencia.\n- Emeka works for Summit Energy.\n- Pinnacle Software is headquartered in Halifax.\n- Lucia reports to Mateo.\n- Summit Energy was founded in 1982.\n- Summit Energy is headquartered in Halifax.\n- Northwind Systems was founded in 1998.\n- Anders works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Atlas Freight was founded in 1999.\n- Anders reports to Mara.\n- Ingrid reports to Emeka.\n- Mara works for Pinnacle Software.\n- Ingrid works for Northwind Systems.\n- Mateo works for Atlas Freight.\n- Sanne reports to Lucia.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Priya works for Lattice Analytics.\n- Pinnacle Software is headquartered in Halifax.\n- Dmitri works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom was founded in 1990.\n- Kenji reports to Omar.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1979.\n- Felix works for Beacon Insurance.\n- Felix reports to Mei.\n- Crescent Telecom is headquartered in Brno.\n- Pinnacle Software was founded in 1983.\n- Deshawn works for Lattice Analytics.\n- Priya reports to Kenji.\n- Elena works for Beacon Insurance.\n- Deshawn reports to Dmitri.\n- Lattice Analytics was founded in 1993.\n- Ravi reports to Priya.\n- Omar works for Pinnacle Software.\n- Elena reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Dmitri reports to Felix.\n- Kenji works for Pinnacle Software.\n- Omar reports to Deshawn.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1991.\n- Fernhill Foods was founded in 1982.\n- Meridian Bank was founded in 2002.\n- Wren works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Wren reports to Stefan.\n- Northwind Systems was founded in 1994.\n- Ingrid reports to Wren.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid works for Fernhill Foods.\n- Callum reports to Ingrid.\n- Sanne works for Helios Logistics.\n- Fernhill Foods is headquartered in Adelaide.\n- Deshawn works for Meridian Bank.\n- Northwind Systems is headquartered in Brno.\n- Callum works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Mei reports to Deshawn.\n- Deshawn reports to Callum.\n- Sanne reports to Anders.\n- Helios Logistics is headquartered in Valencia.\n- Anders reports to Mei.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1982", "2": "1985", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Northwind Systems was founded in 1993.\n- Crescent Telecom was founded in 2009.\n- Priya works for Bluepine Aviation.\n- Leila works for Northwind Systems.\n- Bluepine Aviation was founded in 2015.\n- Sofia works for Cobalt Health.\n- Ravi reports to Kenji.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Priya reports to Callum.\n- Viktor works for Northwind Systems.\n- Ravi works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Callum reports to Leila.\n- Bluepine Aviation is headquartered in Halifax.\n- Leila reports to Sofia.\n- Bruno works for Bluepine Aviation.\n- Sofia reports to Ravi.\n- Cobalt Health was founded in 1977.\n- Northwind Systems is headquartered in Halifax.\n- Bruno reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10475", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Mara reports to Leila.\n- Kenji reports to Omar.\n- Amara reports to Ravi.\n- Tobias works for Northwind Systems.\n- Jonas reports to Tobias.\n- Mara works for Vantage Air.\n- Leila reports to Jonas.\n- Leila works for Vantage Air.\n- Ravi works for Northwind Systems.\n- Ravi reports to Aisha.\n- Jonas works for Vantage Air.\n- Pablo works for Vantage Air.\n- Lucia reports to Yuki.\n- Vantage Air was founded in 1992.\n- Tobias reports to Lucia.\n- Omar reports to Amara.\n- Lucia works for Beacon Insurance.\n- Omar works for Cobalt Health.\n- Yuki works for Beacon Insurance.\n- Aisha reports to Mara.\n- Beacon Insurance was founded in 2001.\n- Cobalt Health was founded in 1985.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Basel.\n- Cobalt Health is headquartered in Basel.\n- Kenji works for Vantage Air.\n- Yuki reports to Pablo.\n- Northwind Systems was founded in 1993.\n- Amara works for Beacon Insurance.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1980", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10477", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10478", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8096: employee Pablo B., hired 30 May 2020, separated 23 April 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-8096 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$40,000", "2": "$9,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10479", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10480", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6662: employee Felix S., hired 24 September 2021, separated 19 September 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6662?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10481", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10482", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 October 2025): For employees hired on or after 08 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1453: employee Pablo S., hired 21 April 2024, separated 08 February 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-1453 under the controlling rules.", "criteria": {"0": "$4,050", "1": "$5,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mara.\n- Summit Energy was founded in 1982.\n- Summit Energy is headquartered in Valencia.\n- Beacon Insurance was founded in 1993.\n- Northwind Systems is headquartered in Lyon.\n- Deshawn reports to Lucia.\n- Deshawn works for Northwind Systems.\n- Lucia works for Summit Energy.\n- Bluepine Aviation was founded in 1994.\n- Northwind Systems was founded in 2006.\n- Ingrid works for Northwind Systems.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Amara.\n- Bluepine Aviation is headquartered in Lyon.\n- Anders reports to Stefan.\n- Felix works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Kenji reports to Anders.\n- Kenji works for Northwind Systems.\n- Felix reports to Ingrid.\n- Amara works for Beacon Insurance.\n- Yuki reports to Viktor.\n- Nadia reports to Deshawn.\n- Mara reports to Felix.\n- Ingrid reports to Kenji.\n- Stefan reports to Nadia.\n- Stefan works for Northwind Systems.\n- Yuki works for Summit Energy.\n- Beacon Insurance is headquartered in Nagoya.\n- Anders works for Northwind Systems.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10484", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10485", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10486", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4362: employee Aisha S., hired 04 April 2023, separated 27 March 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4362?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10487", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10488", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7580: employee Jonas A., hired 12 October 2021, separated 23 October 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7580?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10489", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10490", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10491", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "provision_access", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Wren reports to Pablo.\n- Mara works for Summit Energy.\n- Helios Logistics was founded in 1987.\n- Fernhill Foods is headquartered in Tallinn.\n- Viktor works for Cedar Retail Group.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Cedar Retail Group was founded in 1978.\n- Anders reports to Wren.\n- Pablo reports to Mara.\n- Zoya reports to Omar.\n- Wren works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Jonas works for Summit Energy.\n- Cedar Retail Group is headquartered in Tallinn.\n- Omar reports to Anders.\n- Anders works for Summit Energy.\n- Fernhill Foods was founded in 2010.\n- Summit Energy is headquartered in Lyon.\n- Jonas reports to Viktor.\n- Viktor reports to Zoya.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10493", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3324: employee Sanne R., hired 01 November 2024, separated 04 September 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2025-3324 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$1,500", "2": "$15,167", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Viktor reports to Mara.\n- Sofia reports to Leila.\n- Leila works for Helios Logistics.\n- Dmitri reports to Sofia.\n- Kenji works for Lattice Analytics.\n- Mara reports to Dmitri.\n- Ironwood Manufacturing was founded in 2006.\n- Lattice Analytics was founded in 1976.\n- Cedar Retail Group was founded in 1986.\n- Viktor works for Cedar Retail Group.\n- Stefan works for Lattice Analytics.\n- Callum works for Cedar Retail Group.\n- Mara works for Helios Logistics.\n- Kenji reports to Callum.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lattice Analytics is headquartered in Tallinn.\n- Callum reports to Viktor.\n- Amara works for Helios Logistics.\n- Stefan reports to Hana.\n- Amara reports to Kenji.\n- Helios Logistics is headquartered in Tallinn.\n- Dmitri works for Lattice Analytics.\n- Hana reports to Amara.\n- Hana works for Cedar Retail Group.\n- Helios Logistics was founded in 1977.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10495", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5278: employee Sofia S., hired 24 October 2020, separated 22 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5278?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10496", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5342: employee Zoya M., hired 03 October 2019, separated 05 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5342?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10497", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7557: employee Dmitri M., hired 10 February 2023, separated 02 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7557?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10498", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Mei works for Atlas Freight.\n- Anders reports to Lucia.\n- Tobias works for Summit Energy.\n- Callum reports to Ravi.\n- Wren works for Summit Energy.\n- Meridian Bank was founded in 1980.\n- Lucia works for Atlas Freight.\n- Ravi reports to Wren.\n- Sanne reports to Jonas.\n- Jonas works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Mei reports to Tobias.\n- Ravi works for Meridian Bank.\n- Summit Energy was founded in 2011.\n- Kenji reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Hana works for Atlas Freight.\n- Summit Energy is headquartered in Cork.\n- Jonas reports to Chiara.\n- Chiara works for Summit Energy.\n- Tobias reports to Anders.\n- Callum works for Atlas Freight.\n- Wren reports to Mei.\n- Pinnacle Software was founded in 1988.\n- Atlas Freight is headquartered in Cork.\n- Lucia reports to Hana.\n- Hana reports to Kenji.\n- Atlas Freight was founded in 1987.\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10500", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10501", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5124: employee Hana A., hired 13 July 2023, separated 04 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5124?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Omar.\n- Summit Energy is headquartered in Nagoya.\n- Viktor reports to Ravi.\n- Bluepine Aviation is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bruno reports to Zoya.\n- Callum works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Wren reports to Anders.\n- Omar reports to Wren.\n- Zoya works for Summit Energy.\n- Cedar Retail Group was founded in 1975.\n- Omar works for Cobalt Health.\n- Wren works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Cobalt Health is headquartered in Ghent.\n- Bluepine Aviation was founded in 1990.\n- Summit Energy was founded in 2006.\n- Zoya reports to Viktor.\n- Ravi works for Summit Energy.\n- Anders reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Halifax.\n- Sofia works for Meridian Bank.\n- Aisha reports to Sofia.\n- Meridian Bank is headquartered in Porto.\n- Yuki works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Meridian Bank was founded in 2007.\n- Amara works for Ironwood Manufacturing.\n- Zoya reports to Chiara.\n- Amara reports to Ingrid.\n- Pablo reports to Zoya.\n- Mateo reports to Anders.\n- Ingrid works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Hana works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Lucia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya works for Fernhill Foods.\n- Northwind Systems was founded in 1990.\n- Chiara reports to Yuki.\n- Lucia reports to Aisha.\n- Fernhill Foods was founded in 2009.\n- Pablo works for Meridian Bank.\n- Northwind Systems is headquartered in Basel.\n- Anders works for Meridian Bank.\n- Yuki reports to Hana.\n- Sofia reports to Amara.\n- Anders reports to Lucia.\n- Ironwood Manufacturing was founded in 1995.\n- Hana reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10504", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Atlas Freight was founded in 1977.\n- Pablo reports to Wren.\n- Dmitri works for Vantage Air.\n- Meridian Bank is headquartered in Ghent.\n- Callum works for Atlas Freight.\n- Pablo works for Vantage Air.\n- Meridian Bank was founded in 2005.\n- Cobalt Health was founded in 1987.\n- Cobalt Health is headquartered in Porto.\n- Sanne reports to Aisha.\n- Emeka works for Cobalt Health.\n- Callum reports to Felix.\n- Vantage Air was founded in 1981.\n- Anders reports to Sanne.\n- Sanne works for Vantage Air.\n- Felix works for Atlas Freight.\n- Wren reports to Emeka.\n- Lucia works for Cobalt Health.\n- Atlas Freight is headquartered in Ghent.\n- Vantage Air is headquartered in Porto.\n- Aisha reports to Callum.\n- Dmitri reports to Pablo.\n- Emeka reports to Lucia.\n- Felix reports to Dmitri.\n- Wren works for Cobalt Health.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10506", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 36549\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "track_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10507", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8990: employee Mateo A., hired 30 March 2022, separated 27 June 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-8990 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$9,885", "2": "$5,712", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10508", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3125: employee Mateo M., hired 10 September 2021, separated 28 August 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3125?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10509", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2011.\n- Lucia reports to Viktor.\n- Kenji reports to Callum.\n- Kenji works for Vantage Air.\n- Cobalt Health was founded in 2007.\n- Cobalt Health is headquartered in Basel.\n- Viktor reports to Felix.\n- Callum reports to Lucia.\n- Mateo works for Vantage Air.\n- Chiara reports to Mateo.\n- Callum works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Viktor works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Cedar Retail Group is headquartered in Tampere.\n- Ravi reports to Kenji.\n- Lattice Analytics is headquartered in Basel.\n- Vantage Air was founded in 1979.\n- Felix reports to Chiara.\n- Lattice Analytics was founded in 1992.\n- Felix works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10511", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10512", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10513", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10514", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10515", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10516", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1810: employee Mara B., hired 11 May 2024, separated 12 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1810?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Omar reports to Callum.\n- Ironwood Manufacturing was founded in 1977.\n- Chiara reports to Omar.\n- Beacon Insurance is headquartered in Basel.\n- Mateo works for Cobalt Health.\n- Dmitri works for Beacon Insurance.\n- Priya reports to Ingrid.\n- Amara reports to Elena.\n- Priya works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Dmitri reports to Chiara.\n- Cobalt Health is headquartered in Basel.\n- Mateo reports to Priya.\n- Ingrid works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1976.\n- Meridian Bank is headquartered in Halifax.\n- Callum reports to Mateo.\n- Tessa reports to Amara.\n- Cobalt Health was founded in 2004.\n- Beacon Insurance was founded in 1987.\n- Amara works for Meridian Bank.\n- Callum works for Cobalt Health.\n- Elena reports to Dmitri.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10518", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10519", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2245: employee Omar S., hired 10 March 2025, separated 01 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-2245 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$6,000", "2": "$26,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Tobias.\n- Emeka reports to Sofia.\n- Pablo works for Bluepine Aviation.\n- Dmitri works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Bruno works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Tobias works for Meridian Bank.\n- Felix works for Vantage Air.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Tessa works for Bluepine Aviation.\n- Sofia reports to Pablo.\n- Meridian Bank was founded in 2007.\n- Helios Logistics is headquartered in Oslo.\n- Tessa reports to Dmitri.\n- Tobias reports to Emeka.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Felix reports to Mateo.\n- Ravi reports to Tessa.\n- Vantage Air was founded in 1992.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Aisha reports to Felix.\n- Sofia works for Meridian Bank.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri reports to Aisha.\n- Vantage Air is headquartered in Brno.\n- Mateo reports to Lucia.\n- Bruno reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10521", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6126: employee Amara T., hired 07 July 2022, separated 01 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-6126 under the controlling rules.", "criteria": {"0": "$3,200", "1": "$3,500", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10522", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10523", "family": "intent_hardneg", "state": "Incoming support message:\n\"73402 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10524", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Dmitri works for Summit Energy.\n- Crescent Telecom was founded in 1995.\n- Ingrid works for Crescent Telecom.\n- Mateo works for Lattice Analytics.\n- Summit Energy was founded in 1980.\n- Chiara works for Vantage Air.\n- Mara works for Crescent Telecom.\n- Sofia reports to Leila.\n- Mateo reports to Ingrid.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Dunedin.\n- Lattice Analytics was founded in 2011.\n- Viktor reports to Dmitri.\n- Stefan works for Lattice Analytics.\n- Sofia works for Vantage Air.\n- Nadia reports to Stefan.\n- Leila reports to Chiara.\n- Mara reports to Mateo.\n- Ingrid reports to Sofia.\n- Summit Energy is headquartered in Tampere.\n- Chiara reports to Viktor.\n- Leila works for Crescent Telecom.\n- Stefan reports to Mara.\n- Vantage Air was founded in 2013.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10526", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4213: employee Tobias S., hired 21 April 2022, separated 03 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4213?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Atlas Freight.\n- Dmitri works for Northwind Systems.\n- Ravi works for Cedar Retail Group.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 1998.\n- Emeka reports to Dmitri.\n- Callum reports to Ravi.\n- Anders reports to Emeka.\n- Lucia works for Meridian Bank.\n- Dmitri reports to Sanne.\n- Meridian Bank is headquartered in Dunedin.\n- Nadia works for Northwind Systems.\n- Callum works for Cedar Retail Group.\n- Sanne reports to Lucia.\n- Meridian Bank was founded in 2014.\n- Anders works for Meridian Bank.\n- Atlas Freight was founded in 2008.\n- Cedar Retail Group was founded in 2003.\n- Atlas Freight is headquartered in Leeds.\n- Ravi reports to Anders.\n- Emeka works for Atlas Freight.\n- Lucia reports to Nadia.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Beacon Insurance was founded in 1995.\n- Chiara reports to Hana.\n- Jonas works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Lucia reports to Chiara.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo works for Bluepine Aviation.\n- Emeka works for Beacon Insurance.\n- Pinnacle Software was founded in 1988.\n- Meridian Bank was founded in 1985.\n- Chiara works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Deshawn reports to Felix.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software is headquartered in Malmo.\n- Priya works for Pinnacle Software.\n- Omar reports to Jonas.\n- Hana works for Bluepine Aviation.\n- Pablo reports to Emeka.\n- Emeka reports to Priya.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Leeds.\n- Priya reports to Deshawn.\n- Hana reports to Omar.\n- Jonas reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10529", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6898: employee Pablo K., hired 13 May 2024, separated 23 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6898?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10530", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage", "4": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10531", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3148: employee Sanne M., hired 20 December 2021, separated 03 June 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3148?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10532", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4074: employee Mei B., hired 28 March 2022, separated 14 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4074?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10533", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Bergen.\n- Hana reports to Bruno.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Mateo reports to Hana.\n- Stefan works for Crescent Telecom.\n- Callum works for Summit Energy.\n- Hana works for Bluepine Aviation.\n- Bruno reports to Callum.\n- Crescent Telecom was founded in 2013.\n- Bluepine Aviation is headquartered in Tampere.\n- Tobias reports to Mateo.\n- Tessa reports to Stefan.\n- Amara works for Crescent Telecom.\n- Bruno works for Fernhill Foods.\n- Summit Energy was founded in 1998.\n- Callum reports to Tessa.\n- Bluepine Aviation was founded in 1988.\n- Tobias works for Summit Energy.\n- Stefan reports to Amara.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10534", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5080: employee Tobias K., hired 17 March 2024, separated 15 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5080?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Callum works for Cedar Retail Group.\n- Summit Energy is headquartered in Cork.\n- Wren reports to Mateo.\n- Mateo works for Summit Energy.\n- Sofia reports to Anders.\n- Yuki reports to Mei.\n- Cedar Retail Group was founded in 1984.\n- Mei works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Summit Energy was founded in 2012.\n- Beacon Insurance is headquartered in Oslo.\n- Deshawn reports to Dmitri.\n- Tessa reports to Yuki.\n- Dmitri reports to Callum.\n- Mei reports to Sofia.\n- Mateo reports to Tessa.\n- Wren works for Helios Logistics.\n- Callum reports to Wren.\n- Beacon Insurance was founded in 2011.\n- Helios Logistics is headquartered in Cork.\n- Cedar Retail Group is headquartered in Oslo.\n- Yuki works for Summit Energy.\n- Helios Logistics was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10536", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9368: employee Bruno A., hired 27 June 2023, separated 13 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9368?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10537", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3627: employee Sanne M., hired 09 April 2022, separated 10 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-3627?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Felix.\n- Wren works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tampere.\n- Amara reports to Hana.\n- Emeka reports to Aisha.\n- Hana reports to Mateo.\n- Meridian Bank was founded in 1996.\n- Hana works for Ironwood Manufacturing.\n- Lucia works for Meridian Bank.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Felix works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Wren reports to Emeka.\n- Meridian Bank is headquartered in Porto.\n- Aisha reports to Amara.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Dmitri works for Ironwood Manufacturing.\n- Tessa reports to Wren.\n- Fernhill Foods was founded in 1994.\n- Ravi works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2002.\n- Lucia reports to Nadia.\n- Nadia reports to Ravi.\n- Dmitri reports to Lucia.\n- Crescent Telecom is headquartered in Tampere.\n- Nadia works for Ironwood Manufacturing.\n- Ravi reports to Tessa.\n- Amara works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10539", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 2009.\n- Wren reports to Zoya.\n- Tobias reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Atlas Freight was founded in 2010.\n- Fernhill Foods was founded in 2006.\n- Yuki works for Atlas Freight.\n- Tobias works for Crescent Telecom.\n- Omar reports to Yuki.\n- Elena reports to Chiara.\n- Chiara reports to Mateo.\n- Stefan works for Atlas Freight.\n- Yuki reports to Viktor.\n- Nadia reports to Omar.\n- Beacon Insurance was founded in 1987.\n- Lucia reports to Elena.\n- Atlas Freight is headquartered in Leeds.\n- Stefan reports to Lucia.\n- Wren works for Atlas Freight.\n- Mateo reports to Tobias.\n- Chiara works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Viktor reports to Wren.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena works for Atlas Freight.\n- Fernhill Foods is headquartered in Adelaide.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Lucia.\n- Elena works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Atlas Freight is headquartered in Halifax.\n- Hana reports to Ingrid.\n- Vantage Air is headquartered in Tallinn.\n- Anders reports to Viktor.\n- Meridian Bank was founded in 2007.\n- Mei works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Hana works for Vantage Air.\n- Meridian Bank is headquartered in Halifax.\n- Lucia reports to Elena.\n- Anders works for Meridian Bank.\n- Atlas Freight was founded in 2003.\n- Priya works for Atlas Freight.\n- Vantage Air was founded in 2010.\n- Nadia works for Vantage Air.\n- Cobalt Health is headquartered in Halifax.\n- Lucia works for Atlas Freight.\n- Mara reports to Nadia.\n- Priya reports to Mei.\n- Nadia reports to Anders.\n- Cobalt Health was founded in 1981.\n- Elena reports to Hana.\n- Viktor reports to Priya.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10542", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2648: employee Kenji A., hired 13 October 2021, separated 26 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2648?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2648 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10543", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4562: employee Anders B., hired 07 December 2020, separated 08 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4562?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10544", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 78536 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10545", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10546", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 67544, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "cancel_order", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Callum.\n- Wren reports to Bruno.\n- Sofia works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Bruno reports to Mateo.\n- Callum reports to Stefan.\n- Summit Energy is headquartered in Turku.\n- Helios Logistics is headquartered in Porto.\n- Tessa works for Fernhill Foods.\n- Helios Logistics was founded in 2006.\n- Mateo reports to Tessa.\n- Callum works for Cobalt Health.\n- Fernhill Foods was founded in 1998.\n- Yuki works for Summit Energy.\n- Dmitri works for Fernhill Foods.\n- Summit Energy was founded in 2006.\n- Bruno works for Summit Energy.\n- Tessa reports to Sofia.\n- Pablo works for Helios Logistics.\n- Fernhill Foods is headquartered in Lyon.\n- Stefan works for Summit Energy.\n- Stefan reports to Wren.\n- Sofia reports to Yuki.\n- Mara works for Fernhill Foods.\n- Cobalt Health is headquartered in Lyon.\n- Kenji works for Helios Logistics.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Mara reports to Pablo.\n- Yuki reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10548", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10549", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10550", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 64454 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Sofia reports to Hana.\n- Crescent Telecom was founded in 1983.\n- Felix works for Pinnacle Software.\n- Zoya reports to Callum.\n- Pablo reports to Aisha.\n- Callum works for Cobalt Health.\n- Yuki works for Vantage Air.\n- Bruno reports to Nadia.\n- Sofia works for Vantage Air.\n- Nadia reports to Zoya.\n- Cobalt Health is headquartered in Lyon.\n- Hana works for Crescent Telecom.\n- Felix reports to Omar.\n- Crescent Telecom is headquartered in Cork.\n- Omar works for Cobalt Health.\n- Nadia works for Vantage Air.\n- Zoya works for Cobalt Health.\n- Pinnacle Software was founded in 1999.\n- Cobalt Health was founded in 2013.\n- Pinnacle Software is headquartered in Lyon.\n- Bruno works for Vantage Air.\n- Deshawn reports to Pablo.\n- Vantage Air was founded in 2007.\n- Aisha reports to Yuki.\n- Yuki reports to Bruno.\n- Vantage Air is headquartered in Turku.\n- Hana reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Omar reports to Sofia.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2005", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Elena.\n- Tobias works for Meridian Bank.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Elena reports to Stefan.\n- Ironwood Manufacturing was founded in 1989.\n- Mara works for Summit Energy.\n- Wren reports to Tobias.\n- Tobias reports to Leila.\n- Sofia reports to Wren.\n- Stefan reports to Priya.\n- Omar reports to Sofia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Emeka reports to Omar.\n- Summit Energy is headquartered in Cork.\n- Priya reports to Emeka.\n- Pinnacle Software was founded in 1988.\n- Summit Energy was founded in 1980.\n- Leila works for Pinnacle Software.\n- Meridian Bank was founded in 1980.\n- Omar works for Ironwood Manufacturing.\n- Priya works for Summit Energy.\n- Meridian Bank is headquartered in Halifax.\n- Wren works for Pinnacle Software.\n- Emeka works for Summit Energy.\n- Elena works for Meridian Bank.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10553", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6104: employee Chiara T., hired 11 May 2021, separated 01 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6104?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10554", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9232: employee Tessa A., hired 09 April 2023, separated 16 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9232?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10555", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10556", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10557", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10558", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10559", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Mara works for Northwind Systems.\n- Felix reports to Jonas.\n- Elena works for Atlas Freight.\n- Yuki reports to Emeka.\n- Summit Energy was founded in 2010.\n- Atlas Freight was founded in 1990.\n- Atlas Freight is headquartered in Lyon.\n- Wren works for Atlas Freight.\n- Tobias reports to Priya.\n- Yuki works for Summit Energy.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Priya reports to Yuki.\n- Felix works for Northwind Systems.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Tessa.\n- Ironwood Manufacturing was founded in 2003.\n- Tessa reports to Elena.\n- Northwind Systems was founded in 2014.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Emeka reports to Felix.\n- Mara reports to Wren.\n- Emeka works for Atlas Freight.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Elena reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Anders works for Bluepine Aviation.\n- Hana reports to Wren.\n- Bluepine Aviation is headquartered in Oslo.\n- Anders reports to Ingrid.\n- Pinnacle Software is headquartered in Cork.\n- Bluepine Aviation was founded in 1980.\n- Jonas works for Bluepine Aviation.\n- Crescent Telecom was founded in 1975.\n- Mara works for Crescent Telecom.\n- Viktor reports to Jonas.\n- Wren reports to Mara.\n- Wren works for Bluepine Aviation.\n- Viktor works for Crescent Telecom.\n- Mei reports to Viktor.\n- Pinnacle Software was founded in 2007.\n- Mei works for Pinnacle Software.\n- Crescent Telecom is headquartered in Oslo.\n- Mara reports to Mei.\n- Jonas reports to Anders.\n- Ingrid works for Crescent Telecom.\n- Beacon Insurance was founded in 2013.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10562", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 16319, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10563", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6855: employee Stefan T., hired 15 June 2023, separated 03 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6855?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10564", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9304: employee Felix K., hired 13 September 2024, separated 09 June 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9304?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10565", "family": "intent_hardneg", "state": "Incoming support message:\n\"69950 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Felix.\n- Crescent Telecom is headquartered in Bergen.\n- Priya reports to Chiara.\n- Anders works for Crescent Telecom.\n- Callum reports to Pablo.\n- Felix works for Cedar Retail Group.\n- Chiara reports to Aisha.\n- Callum works for Lattice Analytics.\n- Sanne reports to Amara.\n- Cedar Retail Group is headquartered in Bergen.\n- Anders reports to Callum.\n- Aisha reports to Bruno.\n- Priya works for Crescent Telecom.\n- Atlas Freight was founded in 1989.\n- Cedar Retail Group was founded in 1999.\n- Crescent Telecom was founded in 1995.\n- Mateo reports to Sanne.\n- Elena works for Atlas Freight.\n- Bruno reports to Mateo.\n- Chiara works for Atlas Freight.\n- Amara reports to Elena.\n- Lattice Analytics is headquartered in Basel.\n- Bruno works for Lattice Analytics.\n- Mateo works for Crescent Telecom.\n- Atlas Freight is headquartered in Bergen.\n- Sanne works for Cedar Retail Group.\n- Amara works for Crescent Telecom.\n- Lattice Analytics was founded in 2004.\n- Felix reports to Priya.\n- Pablo works for Crescent Telecom.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10567", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9400: employee Stefan M., hired 08 May 2022, separated 05 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9400?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9400 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10568", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 22288, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10569", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8569: employee Yuki K., hired 08 September 2020, separated 07 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8569?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Mateo reports to Elena.\n- Omar reports to Ingrid.\n- Helios Logistics is headquartered in Dunedin.\n- Elena works for Helios Logistics.\n- Kenji reports to Lucia.\n- Lucia works for Atlas Freight.\n- Ingrid reports to Nadia.\n- Meridian Bank was founded in 2002.\n- Atlas Freight is headquartered in Porto.\n- Mateo works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Lucia reports to Wren.\n- Wren reports to Omar.\n- Sanne reports to Mateo.\n- Helios Logistics was founded in 1990.\n- Nadia reports to Chiara.\n- Kenji works for Helios Logistics.\n- Elena reports to Kenji.\n- Atlas Freight was founded in 2012.\n- Meridian Bank is headquartered in Dunedin.\n- Nadia works for Helios Logistics.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Wren works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10571", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10572", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Turku.\n- Crescent Telecom is headquartered in Nagoya.\n- Callum reports to Sanne.\n- Elena works for Crescent Telecom.\n- Deshawn reports to Viktor.\n- Callum works for Crescent Telecom.\n- Mara reports to Elena.\n- Wren works for Summit Energy.\n- Cedar Retail Group was founded in 1977.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn works for Cedar Retail Group.\n- Meridian Bank was founded in 1999.\n- Viktor reports to Callum.\n- Kenji reports to Deshawn.\n- Kenji works for Meridian Bank.\n- Sanne reports to Wren.\n- Sanne works for Summit Energy.\n- Meridian Bank is headquartered in Tallinn.\n- Wren reports to Mara.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Summit Energy was founded in 1989.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10574", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10575", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Beacon Insurance.\n- Ravi reports to Ingrid.\n- Ravi works for Vantage Air.\n- Ironwood Manufacturing was founded in 2011.\n- Vantage Air is headquartered in Leeds.\n- Emeka reports to Pablo.\n- Vantage Air was founded in 2015.\n- Stefan works for Vantage Air.\n- Tobias reports to Felix.\n- Pablo reports to Stefan.\n- Bluepine Aviation is headquartered in Ghent.\n- Ingrid reports to Aisha.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Ingrid works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Aisha works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Leeds.\n- Stefan reports to Tobias.\n- Beacon Insurance was founded in 2007.\n- Aisha reports to Emeka.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10577", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10578", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 November 2023): For employees hired on or after 08 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1625: employee Viktor T., hired 27 August 2020, separated 19 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-1625 under the controlling rules.", "criteria": {"0": "$22,400", "1": "$22,500", "2": "$20,400", "3": "$97,067"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10579", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4245: employee Tessa M., hired 06 February 2024, separated 27 August 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4245?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tampere.\n- Ingrid works for Meridian Bank.\n- Lucia works for Helios Logistics.\n- Hana reports to Leila.\n- Dmitri works for Beacon Insurance.\n- Fernhill Foods was founded in 1988.\n- Beacon Insurance was founded in 1979.\n- Meridian Bank was founded in 1993.\n- Wren reports to Sanne.\n- Hana works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Jonas reports to Aisha.\n- Sanne reports to Jonas.\n- Fernhill Foods is headquartered in Bergen.\n- Leila reports to Ingrid.\n- Meridian Bank is headquartered in Lyon.\n- Helios Logistics was founded in 1996.\n- Dmitri reports to Wren.\n- Aisha works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Anders reports to Hana.\n- Jonas works for Beacon Insurance.\n- Lucia reports to Dmitri.\n- Aisha reports to Anders.\n- Beacon Insurance is headquartered in Austin.\n- Sanne works for Helios Logistics.\n- Wren works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10581", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1943: employee Pablo B., hired 13 October 2020, separated 08 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1943?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10582", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1570: employee Deshawn A., hired 25 March 2023, separated 26 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1570?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1570 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10583", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9608: employee Ingrid T., hired 04 January 2021, separated 19 June 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-9608 under the controlling rules.", "criteria": {"0": "$13,692", "1": "$15,577", "2": "$68,000", "3": "$15,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10584", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9492: employee Deshawn M., hired 04 August 2023, separated 24 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9492?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10585", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10586", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3659: employee Chiara M., hired 21 September 2024, separated 27 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3659?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Kenji.\n- Fernhill Foods was founded in 2007.\n- Bluepine Aviation is headquartered in Ghent.\n- Sofia works for Beacon Insurance.\n- Aisha works for Bluepine Aviation.\n- Omar reports to Bruno.\n- Callum reports to Aisha.\n- Beacon Insurance was founded in 1977.\n- Bruno works for Fernhill Foods.\n- Sofia reports to Sanne.\n- Beacon Insurance is headquartered in Lyon.\n- Kenji reports to Callum.\n- Omar works for Ironwood Manufacturing.\n- Dmitri works for Beacon Insurance.\n- Kenji works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2014.\n- Callum works for Fernhill Foods.\n- Bluepine Aviation was founded in 2009.\n- Sanne reports to Omar.\n- Dmitri reports to Sofia.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10588", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 21222, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10589", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10590", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10591", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 42919\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Deshawn works for Summit Energy.\n- Omar reports to Tobias.\n- Jonas reports to Callum.\n- Tobias works for Meridian Bank.\n- Bluepine Aviation was founded in 2002.\n- Meridian Bank was founded in 2014.\n- Summit Energy was founded in 1980.\n- Jonas works for Bluepine Aviation.\n- Nadia reports to Jonas.\n- Meridian Bank is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Deshawn reports to Nadia.\n- Lucia reports to Omar.\n- Callum works for Summit Energy.\n- Elena works for Meridian Bank.\n- Summit Energy is headquartered in Basel.\n- Northwind Systems was founded in 1975.\n- Elena reports to Lucia.\n- Ravi reports to Elena.\n- Lucia works for Bluepine Aviation.\n- Ravi works for Summit Energy.\n- Tessa reports to Deshawn.\n- Callum reports to Anders.\n- Tessa works for Bluepine Aviation.\n- Anders reports to Mei.\n- Mei works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Mei reports to Ravi.\n- Bluepine Aviation is headquartered in Bergen.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10593", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9594: employee Stefan B., hired 13 March 2024, separated 15 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-9594 under the controlling rules.", "criteria": {"0": "$0", "1": "$2,000", "2": "$1,200", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9594 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10594", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Hana.\n- Sofia reports to Bruno.\n- Helios Logistics is headquartered in Turku.\n- Bruno reports to Tessa.\n- Aisha reports to Jonas.\n- Jonas works for Atlas Freight.\n- Bruno works for Vantage Air.\n- Pinnacle Software was founded in 1999.\n- Helios Logistics was founded in 1996.\n- Mateo reports to Aisha.\n- Sofia works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Jonas reports to Yuki.\n- Vantage Air is headquartered in Turku.\n- Atlas Freight is headquartered in Malmo.\n- Tessa reports to Nadia.\n- Yuki reports to Wren.\n- Yuki works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Atlas Freight was founded in 1998.\n- Stefan reports to Sofia.\n- Wren works for Pinnacle Software.\n- Vantage Air was founded in 2007.\n- Mateo works for Helios Logistics.\n- Pinnacle Software is headquartered in Nagoya.\n- Hana works for Helios Logistics.\n- Tessa works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Ravi reports to Mateo.\n- Stefan works for Atlas Freight.\n- Hana reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10596", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8450: employee Tessa M., hired 20 October 2021, separated 27 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8450?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Wren.\n- Kenji reports to Zoya.\n- Viktor reports to Hana.\n- Callum works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Zoya reports to Pablo.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Cedar Retail Group was founded in 1977.\n- Hana works for Pinnacle Software.\n- Atlas Freight was founded in 1994.\n- Lattice Analytics was founded in 1993.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Wren reports to Anders.\n- Tessa works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Hana reports to Kenji.\n- Pinnacle Software is headquartered in Lyon.\n- Anders reports to Tessa.\n- Anders works for Atlas Freight.\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software was founded in 1999.\n- Viktor works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Pablo reports to Ingrid.\n- Tessa reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10598", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1112: employee Viktor M., hired 23 February 2022, separated 12 November 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1112?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10599", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4769: employee Stefan A., hired 25 May 2021, separated 11 June 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4769?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4769 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10600", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3256: employee Priya B., hired 30 April 2021, separated 13 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3256?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Beacon Insurance was founded in 2011.\n- Yuki works for Beacon Insurance.\n- Viktor works for Ironwood Manufacturing.\n- Mateo reports to Mara.\n- Mei works for Ironwood Manufacturing.\n- Viktor reports to Yuki.\n- Mateo works for Beacon Insurance.\n- Elena works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Deshawn works for Atlas Freight.\n- Beacon Insurance is headquartered in Brno.\n- Atlas Freight is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pinnacle Software was founded in 1976.\n- Elena reports to Mei.\n- Yuki reports to Elena.\n- Chiara reports to Deshawn.\n- Chiara works for Atlas Freight.\n- Pinnacle Software is headquartered in Basel.\n- Mei reports to Mateo.\n- Ironwood Manufacturing was founded in 2013.\n- Atlas Freight was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10602", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10603", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7004: employee Kenji M., hired 18 June 2023, separated 04 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7004?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10604", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3843: employee Omar K., hired 22 June 2022, separated 12 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3843?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Halifax.\n- Omar reports to Priya.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Priya reports to Leila.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Yuki works for Meridian Bank.\n- Leila works for Bluepine Aviation.\n- Sofia reports to Mara.\n- Stefan reports to Dmitri.\n- Meridian Bank was founded in 1996.\n- Sofia works for Cedar Retail Group.\n- Yuki reports to Omar.\n- Zoya reports to Nadia.\n- Omar works for Fernhill Foods.\n- Priya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Leeds.\n- Nadia reports to Stefan.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Sofia.\n- Mara reports to Yuki.\n- Fernhill Foods was founded in 1978.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Meridian Bank is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Kenji works for Fernhill Foods.\n- Mei reports to Leila.\n- Viktor reports to Tobias.\n- Nadia reports to Bruno.\n- Elena reports to Viktor.\n- Jonas works for Fernhill Foods.\n- Lucia reports to Mei.\n- Chiara reports to Felix.\n- Nadia works for Fernhill Foods.\n- Leila reports to Jonas.\n- Elena works for Atlas Freight.\n- Fernhill Foods is headquartered in Nagoya.\n- Felix works for Bluepine Aviation.\n- Leila works for Fernhill Foods.\n- Atlas Freight is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2007.\n- Bluepine Aviation is headquartered in Malmo.\n- Cobalt Health was founded in 1995.\n- Tobias reports to Chiara.\n- Lucia works for Atlas Freight.\n- Cobalt Health is headquartered in Lyon.\n- Fernhill Foods was founded in 1978.\n- Bruno works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Atlas Freight was founded in 1980.\n- Jonas reports to Elena.\n- Bruno reports to Lucia.\n- Kenji reports to Nadia.\n- Tobias works for Bluepine Aviation.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10607", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10608", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Omar works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Yuki works for Vantage Air.\n- Fernhill Foods is headquartered in Cork.\n- Tessa reports to Wren.\n- Fernhill Foods was founded in 1982.\n- Cedar Retail Group is headquartered in Halifax.\n- Nadia works for Cedar Retail Group.\n- Mateo works for Vantage Air.\n- Mateo reports to Amara.\n- Mara reports to Tessa.\n- Callum reports to Mara.\n- Wren works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Omar reports to Callum.\n- Yuki reports to Nadia.\n- Cedar Retail Group was founded in 1975.\n- Mei reports to Omar.\n- Vantage Air is headquartered in Tampere.\n- Nadia reports to Mei.\n- Amara works for Fernhill Foods.\n- Vantage Air was founded in 1992.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 1996.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10610", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 2, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1650: employee Bruno B., hired 07 March 2024, separated 09 June 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-1650 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,500", "2": "$2,300", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Cork.\n- Deshawn works for Beacon Insurance.\n- Anders reports to Callum.\n- Meridian Bank was founded in 2013.\n- Stefan reports to Priya.\n- Mei reports to Leila.\n- Anders works for Bluepine Aviation.\n- Chiara reports to Viktor.\n- Meridian Bank is headquartered in Cork.\n- Viktor works for Vantage Air.\n- Priya works for Vantage Air.\n- Beacon Insurance is headquartered in Cork.\n- Kenji works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Mei works for Vantage Air.\n- Bluepine Aviation is headquartered in Porto.\n- Chiara works for Meridian Bank.\n- Leila reports to Chiara.\n- Vantage Air was founded in 1981.\n- Leila works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Callum works for Beacon Insurance.\n- Deshawn reports to Anders.\n- Tobias works for Vantage Air.\n- Kenji reports to Mei.\n- Priya reports to Kenji.\n- Callum reports to Ingrid.\n- Bluepine Aviation was founded in 1993.\n- Ingrid reports to Tobias.\n- Ingrid works for Bluepine Aviation.\n- Viktor reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10612", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mei.\n- Lattice Analytics is headquartered in Austin.\n- Stefan works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Meridian Bank was founded in 1997.\n- Mei reports to Stefan.\n- Bruno reports to Ravi.\n- Yuki works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Helios Logistics is headquartered in Tallinn.\n- Meridian Bank is headquartered in Malmo.\n- Bruno works for Beacon Insurance.\n- Anders works for Lattice Analytics.\n- Beacon Insurance was founded in 2013.\n- Anders reports to Sofia.\n- Stefan reports to Bruno.\n- Lattice Analytics was founded in 2012.\n- Helios Logistics was founded in 1980.\n- Sofia reports to Viktor.\n- Viktor reports to Yuki.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Austin.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2015", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10614", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10615", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3616: employee Aisha A., hired 15 October 2020, separated 22 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3616?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10616", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7838: employee Jonas M., hired 16 May 2023, separated 03 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7838?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10617", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10618", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Priya works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Priya reports to Tobias.\n- Sanne works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Adelaide.\n- Beacon Insurance was founded in 2009.\n- Pinnacle Software was founded in 1989.\n- Zoya works for Bluepine Aviation.\n- Aisha reports to Hana.\n- Sofia reports to Omar.\n- Beacon Insurance is headquartered in Tampere.\n- Zoya reports to Aisha.\n- Omar reports to Elena.\n- Bluepine Aviation was founded in 1993.\n- Tobias works for Ironwood Manufacturing.\n- Sanne reports to Zoya.\n- Sofia works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Hana works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Stefan reports to Sanne.\n- Elena reports to Priya.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10620", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3243: employee Aisha S., hired 12 January 2024, separated 06 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3243?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10621", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10622", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5654: employee Zoya R., hired 08 April 2022, separated 01 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5654?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10623", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Helios Logistics was founded in 1980.\n- Mateo works for Cobalt Health.\n- Anders works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tampere.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 2011.\n- Aisha works for Helios Logistics.\n- Leila works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Amara works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Tobias reports to Pablo.\n- Emeka reports to Nadia.\n- Anders reports to Amara.\n- Aisha reports to Tobias.\n- Leila reports to Anders.\n- Nadia reports to Aisha.\n- Cobalt Health was founded in 1990.\n- Beacon Insurance was founded in 1995.\n- Pablo reports to Mateo.\n- Amara reports to Emeka.\n- Nadia works for Crescent Telecom.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Chiara.\n- Yuki works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Oslo.\n- Cobalt Health is headquartered in Halifax.\n- Vantage Air was founded in 2011.\n- Cobalt Health was founded in 1982.\n- Emeka works for Vantage Air.\n- Priya works for Vantage Air.\n- Cedar Retail Group was founded in 1978.\n- Stefan works for Cobalt Health.\n- Emeka reports to Mara.\n- Ravi works for Cedar Retail Group.\n- Crescent Telecom was founded in 1999.\n- Deshawn works for Vantage Air.\n- Hana reports to Pablo.\n- Pablo reports to Mateo.\n- Ravi reports to Deshawn.\n- Priya reports to Ravi.\n- Mara works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Halifax.\n- Amara works for Cobalt Health.\n- Mateo reports to Amara.\n- Amara reports to Emeka.\n- Mara reports to Priya.\n- Chiara reports to Yuki.\n- Chiara works for Cobalt Health.\n- Deshawn reports to Stefan.\n- Mateo works for Crescent Telecom.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Halifax", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10626", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 19236 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "request_refund", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Bruno works for Lattice Analytics.\n- Ingrid works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Cork.\n- Kenji reports to Emeka.\n- Hana reports to Ingrid.\n- Deshawn reports to Kenji.\n- Emeka works for Crescent Telecom.\n- Hana works for Northwind Systems.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Anders works for Lattice Analytics.\n- Crescent Telecom is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2002.\n- Tobias works for Ironwood Manufacturing.\n- Anders reports to Tobias.\n- Crescent Telecom was founded in 1993.\n- Priya reports to Bruno.\n- Ingrid reports to Deshawn.\n- Northwind Systems was founded in 1995.\n- Emeka reports to Priya.\n- Priya works for Northwind Systems.\n- Deshawn works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Brno.\n- Yuki reports to Hana.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10628", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8449: employee Elena M., hired 01 November 2020, separated 21 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8449?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1996.\n- Leila reports to Bruno.\n- Priya reports to Mateo.\n- Bruno reports to Sofia.\n- Mara reports to Omar.\n- Summit Energy is headquartered in Valencia.\n- Leila works for Pinnacle Software.\n- Priya works for Bluepine Aviation.\n- Omar works for Beacon Insurance.\n- Summit Energy was founded in 1984.\n- Felix reports to Leila.\n- Omar reports to Lucia.\n- Lucia works for Summit Energy.\n- Bluepine Aviation was founded in 1984.\n- Sofia reports to Priya.\n- Mateo works for Summit Energy.\n- Lucia reports to Aisha.\n- Sofia works for Pinnacle Software.\n- Bruno works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha works for Summit Energy.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 2003.\n- Bluepine Aviation is headquartered in Valencia.\n- Felix works for Beacon Insurance.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10630", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10631", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 15512 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "change_address", "3": "exchange_item", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Deshawn reports to Chiara.\n- Sofia reports to Deshawn.\n- Hana reports to Nadia.\n- Lattice Analytics is headquartered in Porto.\n- Summit Energy is headquartered in Ghent.\n- Pinnacle Software was founded in 1989.\n- Northwind Systems was founded in 1999.\n- Summit Energy was founded in 2014.\n- Deshawn works for Lattice Analytics.\n- Ingrid works for Pinnacle Software.\n- Nadia reports to Zoya.\n- Lattice Analytics was founded in 2012.\n- Hana works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Sofia works for Lattice Analytics.\n- Priya reports to Ingrid.\n- Nadia works for Northwind Systems.\n- Chiara reports to Priya.\n- Ingrid reports to Hana.\n- Pinnacle Software is headquartered in Halifax.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10633", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10634", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10635", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10636", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sofia.\n- Leila works for Meridian Bank.\n- Omar reports to Mara.\n- Wren reports to Omar.\n- Meridian Bank was founded in 1992.\n- Helios Logistics is headquartered in Cork.\n- Jonas works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Callum works for Lattice Analytics.\n- Emeka works for Cobalt Health.\n- Sofia works for Meridian Bank.\n- Callum reports to Emeka.\n- Mara reports to Callum.\n- Cobalt Health is headquartered in Dunedin.\n- Wren works for Cobalt Health.\n- Lattice Analytics is headquartered in Lyon.\n- Leila reports to Wren.\n- Lattice Analytics was founded in 1987.\n- Mara works for Cobalt Health.\n- Meridian Bank is headquartered in Adelaide.\n- Sofia reports to Jonas.\n- Omar works for Lattice Analytics.\n- Cobalt Health was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10638", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10639", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10640", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5437: employee Mara S., hired 02 August 2023, separated 23 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5437?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1993.\n- Callum works for Beacon Insurance.\n- Northwind Systems was founded in 1989.\n- Wren reports to Mateo.\n- Yuki reports to Omar.\n- Mateo reports to Mei.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki works for Beacon Insurance.\n- Sanne works for Ironwood Manufacturing.\n- Omar reports to Callum.\n- Ironwood Manufacturing is headquartered in Cork.\n- Sanne reports to Yuki.\n- Ironwood Manufacturing was founded in 2006.\n- Wren works for Beacon Insurance.\n- Mei reports to Nadia.\n- Beacon Insurance was founded in 2005.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Nadia reports to Sanne.\n- Nadia works for Beacon Insurance.\n- Mateo works for Fernhill Foods.\n- Northwind Systems is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10642", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10643", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10644", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5624: employee Felix K., hired 30 April 2021, separated 07 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5624?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10645", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10646", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 5757 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10647", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10648", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2442: employee Deshawn A., hired 26 July 2022, separated 26 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2442?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10649", "family": "intent_v3", "state": "Incoming support message:\n\"98356 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ravi.\n- Bluepine Aviation is headquartered in Brno.\n- Mateo reports to Ingrid.\n- Ingrid reports to Callum.\n- Lucia reports to Mateo.\n- Hana works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Lattice Analytics was founded in 1994.\n- Aisha reports to Viktor.\n- Mei works for Crescent Telecom.\n- Aisha works for Bluepine Aviation.\n- Viktor works for Lattice Analytics.\n- Crescent Telecom is headquartered in Basel.\n- Bluepine Aviation was founded in 2001.\n- Pablo works for Lattice Analytics.\n- Ravi reports to Aisha.\n- Priya works for Lattice Analytics.\n- Crescent Telecom was founded in 1997.\n- Hana reports to Lucia.\n- Priya reports to Sofia.\n- Meridian Bank was founded in 1980.\n- Mateo works for Bluepine Aviation.\n- Pablo reports to Mei.\n- Lucia works for Meridian Bank.\n- Lattice Analytics is headquartered in Tampere.\n- Callum works for Lattice Analytics.\n- Viktor reports to Hana.\n- Meridian Bank is headquartered in Basel.\n- Sofia works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Mei reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1978", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10651", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10652", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10653", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2002.\n- Tobias reports to Felix.\n- Tessa works for Crescent Telecom.\n- Lattice Analytics was founded in 1994.\n- Jonas reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Lucia reports to Kenji.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tessa reports to Tobias.\n- Felix works for Lattice Analytics.\n- Crescent Telecom was founded in 1996.\n- Bruno reports to Sofia.\n- Felix reports to Jonas.\n- Lattice Analytics is headquartered in Brno.\n- Jonas works for Crescent Telecom.\n- Kenji reports to Tessa.\n- Lucia works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 1984.\n- Crescent Telecom is headquartered in Porto.\n- Kenji works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10655", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "dispute_charge", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10656", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10657", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Ravi works for Ironwood Manufacturing.\n- Sanne works for Bluepine Aviation.\n- Ravi reports to Yuki.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bluepine Aviation was founded in 2008.\n- Cobalt Health was founded in 1978.\n- Stefan reports to Sanne.\n- Cedar Retail Group was founded in 1986.\n- Pablo works for Cobalt Health.\n- Pablo reports to Stefan.\n- Bluepine Aviation is headquartered in Halifax.\n- Felix works for Bluepine Aviation.\n- Sanne reports to Ravi.\n- Amara reports to Tobias.\n- Amara works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Valencia.\n- Stefan works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2002.\n- Felix reports to Pablo.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Tobias reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2003", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10659", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9358: employee Mara B., hired 18 April 2023, separated 28 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9358?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10660", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10661", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Omar works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Stefan works for Ironwood Manufacturing.\n- Omar reports to Chiara.\n- Lattice Analytics is headquartered in Halifax.\n- Amara reports to Nadia.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Halifax.\n- Leila works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Meridian Bank was founded in 2006.\n- Chiara works for Meridian Bank.\n- Leila reports to Callum.\n- Stefan reports to Ravi.\n- Pablo works for Lattice Analytics.\n- Nadia reports to Mateo.\n- Chiara reports to Pablo.\n- Nadia works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Pablo reports to Amara.\n- Beacon Insurance was founded in 1994.\n- Lattice Analytics was founded in 2001.\n- Mateo reports to Stefan.\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10663", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9818: employee Viktor B., hired 27 November 2023, separated 05 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-9818 under the controlling rules.", "criteria": {"0": "$2,362", "1": "$3,500", "2": "$15,167", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Crescent Telecom.\n- Dmitri works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Yuki works for Helios Logistics.\n- Atlas Freight is headquartered in Basel.\n- Mei reports to Sanne.\n- Lucia reports to Mei.\n- Elena works for Cobalt Health.\n- Chiara reports to Elena.\n- Viktor reports to Bruno.\n- Cobalt Health is headquartered in Ghent.\n- Sofia reports to Wren.\n- Hana reports to Viktor.\n- Yuki reports to Dmitri.\n- Cobalt Health was founded in 1988.\n- Sofia works for Atlas Freight.\n- Wren reports to Lucia.\n- Bruno works for Atlas Freight.\n- Hana works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1993.\n- Elena reports to Yuki.\n- Wren works for Cobalt Health.\n- Mei works for Helios Logistics.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Lucia works for Crescent Telecom.\n- Sanne reports to Chiara.\n- Dmitri reports to Hana.\n- Atlas Freight was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10665", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10666", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ravi.\n- Mara works for Beacon Insurance.\n- Zoya reports to Anders.\n- Ravi reports to Callum.\n- Meridian Bank was founded in 1989.\n- Dmitri works for Northwind Systems.\n- Callum reports to Dmitri.\n- Zoya works for Northwind Systems.\n- Meridian Bank is headquartered in Tampere.\n- Northwind Systems was founded in 1983.\n- Bruno works for Meridian Bank.\n- Dmitri reports to Omar.\n- Anders reports to Yuki.\n- Fernhill Foods was founded in 1981.\n- Mateo works for Meridian Bank.\n- Northwind Systems is headquartered in Oslo.\n- Yuki reports to Bruno.\n- Fernhill Foods is headquartered in Oslo.\n- Beacon Insurance was founded in 2004.\n- Beacon Insurance is headquartered in Valencia.\n- Callum works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Anders works for Northwind Systems.\n- Omar reports to Zoya.\n- Bruno reports to Mara.\n- Ravi works for Beacon Insurance.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1981", "2": "1986", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Chiara.\n- Mei works for Helios Logistics.\n- Stefan reports to Kenji.\n- Aisha reports to Ravi.\n- Bluepine Aviation was founded in 1975.\n- Atlas Freight is headquartered in Leeds.\n- Chiara works for Lattice Analytics.\n- Anders reports to Priya.\n- Aisha works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Zoya reports to Aisha.\n- Stefan works for Lattice Analytics.\n- Felix reports to Stefan.\n- Mara reports to Mei.\n- Ravi works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Lattice Analytics is headquartered in Bergen.\n- Helios Logistics is headquartered in Leeds.\n- Atlas Freight was founded in 1978.\n- Mara works for Helios Logistics.\n- Bluepine Aviation is headquartered in Basel.\n- Priya works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Kenji works for Lattice Analytics.\n- Mei reports to Deshawn.\n- Deshawn reports to Felix.\n- Chiara reports to Zoya.\n- Kenji reports to Anders.\n- Anders works for Atlas Freight.\n- Lattice Analytics was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10669", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7595: employee Dmitri R., hired 18 March 2023, separated 15 February 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-7595 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$12,385", "3": "$9,865"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10670", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 3, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 November 2022): For employees hired on or after 02 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4815: employee Dmitri T., hired 18 May 2021, separated 29 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4815?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2005.\n- Crescent Telecom is headquartered in Adelaide.\n- Vantage Air is headquartered in Tallinn.\n- Amara reports to Jonas.\n- Tobias reports to Ravi.\n- Priya works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Mara works for Helios Logistics.\n- Pinnacle Software is headquartered in Adelaide.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Callum reports to Amara.\n- Dmitri works for Vantage Air.\n- Crescent Telecom was founded in 1977.\n- Jonas works for Helios Logistics.\n- Chiara reports to Viktor.\n- Amara works for Pinnacle Software.\n- Vantage Air was founded in 1984.\n- Priya reports to Dmitri.\n- Viktor reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Ravi works for Crescent Telecom.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Mara reports to Priya.\n- Jonas reports to Mara.\n- Dmitri reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Viktor reports to Mateo.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Anders reports to Viktor.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 2015.\n- Ingrid works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Hana reports to Yuki.\n- Vantage Air is headquartered in Tallinn.\n- Hana works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Yuki reports to Mei.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing was founded in 1976.\n- Anders works for Cobalt Health.\n- Mei reports to Anders.\n- Tessa reports to Hana.\n- Mateo reports to Ingrid.\n- Cobalt Health is headquartered in Tallinn.\n- Helios Logistics was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10673", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1993.\n- Bluepine Aviation is headquartered in Valencia.\n- Chiara reports to Emeka.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 2015.\n- Mei works for Bluepine Aviation.\n- Summit Energy was founded in 1980.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Emeka reports to Anders.\n- Chiara works for Atlas Freight.\n- Jonas reports to Chiara.\n- Meridian Bank is headquartered in Nagoya.\n- Ravi reports to Mei.\n- Ravi works for Meridian Bank.\n- Sanne reports to Ravi.\n- Anders works for Meridian Bank.\n- Bluepine Aviation was founded in 2005.\n- Mei reports to Yuki.\n- Jonas works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Anders reports to Sanne.\n- Emeka works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10675", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 82823, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "track_order", "2": "change_address", "3": "exchange_item", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10676", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Elena.\n- Bruno works for Meridian Bank.\n- Deshawn works for Crescent Telecom.\n- Amara reports to Omar.\n- Chiara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Bergen.\n- Lucia works for Meridian Bank.\n- Elena reports to Chiara.\n- Meridian Bank is headquartered in Brno.\n- Fernhill Foods is headquartered in Tampere.\n- Omar reports to Mei.\n- Chiara reports to Deshawn.\n- Omar works for Crescent Telecom.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Bruno.\n- Wren works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Fernhill Foods was founded in 1996.\n- Amara works for Crescent Telecom.\n- Hana reports to Amara.\n- Meridian Bank was founded in 2001.\n- Ravi works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Ravi reports to Sofia.\n- Crescent Telecom was founded in 1975.\n- Deshawn reports to Ravi.\n- Elena works for Crescent Telecom.\n- Lucia reports to Hana.\n- Crescent Telecom is headquartered in Bergen.\n- Pinnacle Software was founded in 2002.\n- Mei reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10678", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10679", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3957: employee Mara K., hired 16 September 2020, separated 16 May 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-3957 under the controlling rules.", "criteria": {"0": "$15,192", "1": "$15,692", "2": "$68,000", "3": "$15,577"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10680", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2192: employee Elena R., hired 02 April 2024, separated 29 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-2192 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,846", "2": "$9,231", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Elena reports to Nadia.\n- Nadia reports to Mateo.\n- Wren reports to Felix.\n- Wren works for Bluepine Aviation.\n- Deshawn works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Pinnacle Software is headquartered in Ghent.\n- Nadia works for Northwind Systems.\n- Mei works for Pinnacle Software.\n- Summit Energy is headquartered in Leeds.\n- Priya reports to Mei.\n- Mateo reports to Hana.\n- Elena works for Northwind Systems.\n- Summit Energy was founded in 2001.\n- Kenji works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Kenji reports to Elena.\n- Northwind Systems is headquartered in Leeds.\n- Felix works for Pinnacle Software.\n- Priya works for Northwind Systems.\n- Hana reports to Sanne.\n- Northwind Systems was founded in 2013.\n- Mei reports to Kenji.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation was founded in 1991.\n- Sanne reports to Emeka.\n- Bluepine Aviation is headquartered in Porto.\n- Felix reports to Deshawn.\n- Emeka reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10682", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10683", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4102: employee Pablo B., hired 24 April 2023, separated 05 March 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-4102 under the controlling rules.", "criteria": {"0": "$27,950", "1": "$5,450", "2": "$6,450", "3": "$6,525"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10684", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-1485: employee Mara T., hired 04 May 2023, separated 05 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-1485?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-1485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10685", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mei.\n- Summit Energy is headquartered in Porto.\n- Dmitri reports to Wren.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 2008.\n- Aisha works for Northwind Systems.\n- Wren reports to Aisha.\n- Crescent Telecom is headquartered in Porto.\n- Tobias reports to Pablo.\n- Aisha reports to Zoya.\n- Helios Logistics was founded in 2011.\n- Zoya works for Crescent Telecom.\n- Sofia reports to Tobias.\n- Wren works for Northwind Systems.\n- Pablo reports to Dmitri.\n- Summit Energy was founded in 1978.\n- Helios Logistics is headquartered in Adelaide.\n- Northwind Systems is headquartered in Tallinn.\n- Tobias works for Helios Logistics.\n- Northwind Systems was founded in 2010.\n- Mei works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Sofia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Emeka reports to Chiara.\n- Mateo reports to Leila.\n- Yuki reports to Priya.\n- Yuki works for Helios Logistics.\n- Sofia works for Cobalt Health.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Valencia.\n- Deshawn works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Helios Logistics was founded in 2015.\n- Felix reports to Hana.\n- Chiara works for Helios Logistics.\n- Leila reports to Pablo.\n- Sofia reports to Deshawn.\n- Vantage Air is headquartered in Valencia.\n- Bruno reports to Felix.\n- Bruno works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Pablo works for Vantage Air.\n- Priya works for Cobalt Health.\n- Deshawn reports to Yuki.\n- Cobalt Health is headquartered in Leeds.\n- Crescent Telecom was founded in 1976.\n- Priya reports to Emeka.\n- Helios Logistics is headquartered in Valencia.\n- Vantage Air was founded in 2004.\n- Leila works for Cobalt Health.\n- Hana reports to Mateo.\n- Hana works for Cobalt Health.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10688", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7619: employee Lucia M., hired 23 July 2021, separated 07 October 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7619?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7619 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10689", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Deshawn.\n- Summit Energy was founded in 1983.\n- Amara works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Deshawn reports to Anders.\n- Summit Energy is headquartered in Leeds.\n- Jonas reports to Chiara.\n- Cobalt Health was founded in 1979.\n- Anders reports to Tobias.\n- Tobias works for Summit Energy.\n- Ravi reports to Dmitri.\n- Beacon Insurance is headquartered in Austin.\n- Chiara works for Lattice Analytics.\n- Dmitri works for Cobalt Health.\n- Lattice Analytics was founded in 2011.\n- Ravi works for Beacon Insurance.\n- Dmitri reports to Jonas.\n- Deshawn works for Cobalt Health.\n- Chiara reports to Amara.\n- Jonas works for Summit Energy.\n- Beacon Insurance was founded in 1977.\n- Lattice Analytics is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1972", "2": "1980", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10692", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9367: employee Kenji S., hired 21 September 2023, separated 01 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9367?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10693", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 13520 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Northwind Systems.\n- Sanne reports to Sofia.\n- Anders reports to Stefan.\n- Sofia reports to Anders.\n- Dmitri reports to Sanne.\n- Summit Energy was founded in 2013.\n- Felix works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Zoya reports to Felix.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Pinnacle Software.\n- Zoya works for Northwind Systems.\n- Pinnacle Software was founded in 1999.\n- Stefan reports to Amara.\n- Dmitri works for Summit Energy.\n- Northwind Systems was founded in 2005.\n- Sanne works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Stefan works for Pinnacle Software.\n- Northwind Systems is headquartered in Basel.\n- Summit Energy is headquartered in Valencia.\n- Felix reports to Dmitri.\n- Ironwood Manufacturing was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Chiara reports to Amara.\n- Northwind Systems is headquartered in Cork.\n- Cobalt Health was founded in 1991.\n- Helios Logistics was founded in 1983.\n- Yuki reports to Sofia.\n- Amara reports to Leila.\n- Leila reports to Yuki.\n- Chiara works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Yuki works for Cobalt Health.\n- Vantage Air is headquartered in Cork.\n- Jonas works for Vantage Air.\n- Cobalt Health is headquartered in Nagoya.\n- Leila works for Helios Logistics.\n- Hana reports to Jonas.\n- Northwind Systems was founded in 1983.\n- Sofia works for Northwind Systems.\n- Kenji works for Helios Logistics.\n- Vantage Air was founded in 2011.\n- Helios Logistics is headquartered in Cork.\n- Kenji reports to Hana.\n- Sofia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10696", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Crescent Telecom was founded in 1982.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.\n- Cobalt Health was founded in 2009.\n- Sofia reports to Chiara.\n- Wren works for Cedar Retail Group.\n- Wren reports to Omar.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Wren.\n- Mei works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Malmo.\n- Anders reports to Sofia.\n- Pablo reports to Kenji.\n- Tessa works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Malmo.\n- Kenji works for Cedar Retail Group.\n- Omar reports to Nadia.\n- Cobalt Health is headquartered in Nagoya.\n- Tessa reports to Mei.\n- Cedar Retail Group is headquartered in Lyon.\n- Bluepine Aviation was founded in 1995.\n- Mei reports to Anders.\n- Pablo works for Cobalt Health.\n- Nadia reports to Pablo.\n- Nadia works for Bluepine Aviation.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10698", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10699", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Wren reports to Sofia.\n- Leila works for Lattice Analytics.\n- Pablo reports to Felix.\n- Kenji reports to Ravi.\n- Atlas Freight is headquartered in Bergen.\n- Kenji works for Fernhill Foods.\n- Atlas Freight was founded in 1995.\n- Ravi reports to Wren.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Oslo.\n- Pablo works for Atlas Freight.\n- Jonas works for Cobalt Health.\n- Felix reports to Jonas.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods was founded in 1997.\n- Cobalt Health is headquartered in Nagoya.\n- Mara works for Lattice Analytics.\n- Sofia reports to Pablo.\n- Tessa reports to Mara.\n- Lattice Analytics was founded in 2009.\n- Stefan reports to Leila.\n- Leila reports to Tessa.\n- Mara reports to Tobias.\n- Cobalt Health was founded in 2000.\n- Tessa works for Atlas Freight.\n- Jonas reports to Stefan.\n- Wren works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Tobias works for Atlas Freight.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Helios Logistics is headquartered in Oslo.\n- Bruno reports to Deshawn.\n- Mateo reports to Ravi.\n- Crescent Telecom was founded in 2006.\n- Helios Logistics was founded in 1984.\n- Priya reports to Mateo.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Lucia.\n- Anders works for Lattice Analytics.\n- Beacon Insurance was founded in 1979.\n- Lattice Analytics was founded in 2013.\n- Lucia works for Beacon Insurance.\n- Jonas reports to Anders.\n- Lattice Analytics is headquartered in Oslo.\n- Priya works for Beacon Insurance.\n- Lucia reports to Priya.\n- Anders reports to Bruno.\n- Ravi works for Crescent Telecom.\n- Bruno works for Helios Logistics.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10701", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10702", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10703", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5604: employee Mei A., hired 10 March 2023, separated 31 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5604?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10704", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10705", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9618: employee Felix M., hired 29 August 2022, separated 24 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-9618 under the controlling rules.", "criteria": {"0": "$5,063", "1": "$5,125", "2": "$6,125", "3": "$22,208"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Beacon Insurance is headquartered in Dunedin.\n- Emeka works for Cobalt Health.\n- Tessa reports to Anders.\n- Felix works for Beacon Insurance.\n- Sofia reports to Pablo.\n- Ingrid reports to Sofia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tessa works for Cedar Retail Group.\n- Cobalt Health is headquartered in Dunedin.\n- Anders reports to Elena.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy is headquartered in Dunedin.\n- Pablo reports to Emeka.\n- Elena reports to Bruno.\n- Lucia reports to Ingrid.\n- Bruno works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Viktor works for Summit Energy.\n- Deshawn reports to Tessa.\n- Felix reports to Viktor.\n- Bruno reports to Lucia.\n- Summit Energy was founded in 2005.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group was founded in 1977.\n- Beacon Insurance was founded in 2005.\n- Cobalt Health was founded in 1986.\n- Emeka reports to Felix.\n- Elena works for Beacon Insurance.\n- Ingrid works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10707", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10708", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10709", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10710", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "reroute", "2": "quote_request", "3": "schedule_pickup", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10711", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5366: employee Emeka B., hired 17 April 2023, separated 05 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5366?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10712", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 81211 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10713", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3053: employee Yuki R., hired 04 June 2023, separated 15 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-3053 under the controlling rules.", "criteria": {"0": "$4,673", "1": "$10,885", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10714", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6958: employee Emeka T., hired 24 August 2020, separated 13 December 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2026-6958 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$8,000", "2": "$8,062", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10715", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10716", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10717", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10718", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4363: employee Callum K., hired 01 July 2021, separated 26 August 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4363?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10719", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8458: employee Zoya B., hired 29 October 2022, separated 14 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-8458 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$8,827", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10720", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10721", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 April 2025): For employees hired on or after 24 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9538: employee Leila R., hired 20 January 2024, separated 18 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9538?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10722", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 September 2025): For employees hired on or after 28 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3643: employee Ingrid S., hired 01 March 2025, separated 25 January 2027 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-3643 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$5,100", "2": "$24,267", "3": "$5,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10723", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2358: employee Pablo R., hired 24 June 2022, separated 19 May 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2358?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10724", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 August 2025): For employees hired on or after 14 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9534: employee Dmitri M., hired 29 June 2025, separated 29 January 2027 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9534?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10725", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6693: employee Zoya M., hired 06 June 2021, separated 26 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6693?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10726", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10727", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10728", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 93654, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1993.\n- Meridian Bank was founded in 1988.\n- Hana works for Vantage Air.\n- Tobias works for Summit Energy.\n- Atlas Freight is headquartered in Turku.\n- Emeka works for Summit Energy.\n- Lucia works for Summit Energy.\n- Hana reports to Tobias.\n- Lucia reports to Callum.\n- Tobias reports to Omar.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Emeka reports to Hana.\n- Elena works for Summit Energy.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Valencia.\n- Omar reports to Elena.\n- Vantage Air was founded in 1992.\n- Meridian Bank is headquartered in Halifax.\n- Felix works for Atlas Freight.\n- Priya reports to Viktor.\n- Priya works for Meridian Bank.\n- Felix reports to Lucia.\n- Viktor works for Vantage Air.\n- Summit Energy is headquartered in Halifax.\n- Callum reports to Emeka.\n- Callum works for Summit Energy.\n- Ingrid reports to Felix.\n- Kenji works for Meridian Bank.\n- Elena reports to Priya.\n- Viktor reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1978", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Anders.\n- Ingrid works for Meridian Bank.\n- Ravi reports to Elena.\n- Stefan works for Atlas Freight.\n- Hana works for Summit Energy.\n- Atlas Freight was founded in 1997.\n- Summit Energy was founded in 1983.\n- Anders reports to Leila.\n- Stefan reports to Hana.\n- Leila reports to Ingrid.\n- Meridian Bank was founded in 1979.\n- Ravi works for Beacon Insurance.\n- Summit Energy is headquartered in Cork.\n- Atlas Freight is headquartered in Valencia.\n- Leila works for Summit Energy.\n- Yuki reports to Stefan.\n- Beacon Insurance was founded in 1992.\n- Beacon Insurance is headquartered in Valencia.\n- Elena works for Summit Energy.\n- Ingrid reports to Ravi.\n- Meridian Bank is headquartered in Bergen.\n- Yuki works for Summit Energy.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10731", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10732", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10733", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9463: employee Elena A., hired 11 January 2023, separated 09 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9463?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10734", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7319: employee Ravi T., hired 09 July 2022, separated 16 August 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-7319 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$8,000", "3": "$5,425"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10735", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5406: employee Jonas R., hired 16 December 2021, separated 17 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5406?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10736", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10737", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4750: employee Viktor A., hired 03 July 2022, separated 12 January 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-4750 under the controlling rules.", "criteria": {"0": "$4,688", "1": "$21,667", "2": "$7,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Aisha reports to Anders.\n- Dmitri works for Cobalt Health.\n- Emeka works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Zoya reports to Aisha.\n- Crescent Telecom was founded in 2011.\n- Jonas reports to Ravi.\n- Sofia reports to Zoya.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn reports to Mateo.\n- Helios Logistics is headquartered in Valencia.\n- Aisha works for Cobalt Health.\n- Anders works for Crescent Telecom.\n- Zoya works for Meridian Bank.\n- Dmitri reports to Jonas.\n- Ravi reports to Deshawn.\n- Cobalt Health was founded in 2006.\n- Mateo works for Crescent Telecom.\n- Deshawn works for Cobalt Health.\n- Meridian Bank is headquartered in Turku.\n- Sofia works for Meridian Bank.\n- Mateo reports to Sofia.\n- Helios Logistics was founded in 1986.\n- Cobalt Health is headquartered in Turku.\n- Meridian Bank was founded in 1992.\n- Emeka reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1983.\n- Cedar Retail Group was founded in 1988.\n- Omar works for Northwind Systems.\n- Zoya reports to Tobias.\n- Priya works for Northwind Systems.\n- Emeka reports to Zoya.\n- Tobias reports to Mara.\n- Mara reports to Pablo.\n- Sofia works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Priya reports to Sanne.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Tessa.\n- Northwind Systems is headquartered in Nagoya.\n- Fernhill Foods was founded in 1978.\n- Tessa reports to Emeka.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Leila reports to Priya.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software is headquartered in Nagoya.\n- Sofia reports to Leila.\n- Fernhill Foods is headquartered in Porto.\n- Sanne works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Lyon.\n- Mara works for Fernhill Foods.\n- Leila works for Northwind Systems.\n- Pablo works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Pablo reports to Omar.\n- Mateo reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Elena.\n- Jonas works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Crescent Telecom is headquartered in Turku.\n- Amara reports to Wren.\n- Helios Logistics was founded in 1985.\n- Tessa works for Helios Logistics.\n- Crescent Telecom was founded in 2011.\n- Nadia works for Crescent Telecom.\n- Amara works for Helios Logistics.\n- Tobias reports to Tessa.\n- Sofia reports to Amara.\n- Wren reports to Jonas.\n- Yuki works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1976.\n- Sanne reports to Yuki.\n- Wren works for Crescent Telecom.\n- Tobias works for Ironwood Manufacturing.\n- Jonas reports to Sanne.\n- Anders works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2004.\n- Aisha reports to Tobias.\n- Aisha works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Pinnacle Software is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia reports to Aisha.\n- Tessa reports to Anders.\n- Anders reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10741", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10742", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 August 2022): For employees hired on or after 29 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2920: employee Pablo A., hired 06 May 2021, separated 22 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2920?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10743", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "requests time off", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1994.\n- Wren reports to Tobias.\n- Lattice Analytics is headquartered in Valencia.\n- Viktor works for Pinnacle Software.\n- Pablo reports to Nadia.\n- Emeka reports to Deshawn.\n- Deshawn works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Pinnacle Software was founded in 1992.\n- Pinnacle Software is headquartered in Oslo.\n- Emeka works for Pinnacle Software.\n- Wren works for Lattice Analytics.\n- Tobias reports to Pablo.\n- Nadia reports to Mei.\n- Summit Energy was founded in 2000.\n- Summit Energy is headquartered in Valencia.\n- Felix reports to Emeka.\n- Mei reports to Felix.\n- Lattice Analytics was founded in 1981.\n- Nadia works for Lattice Analytics.\n- Viktor reports to Elena.\n- Elena works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Tobias works for Pinnacle Software.\n- Deshawn reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Beacon Insurance was founded in 1978.\n- Summit Energy is headquartered in Basel.\n- Mateo reports to Felix.\n- Pinnacle Software was founded in 1986.\n- Cobalt Health was founded in 1975.\n- Beacon Insurance is headquartered in Nagoya.\n- Callum reports to Nadia.\n- Sanne works for Beacon Insurance.\n- Cobalt Health is headquartered in Brno.\n- Felix reports to Elena.\n- Felix works for Cobalt Health.\n- Summit Energy was founded in 2007.\n- Elena works for Beacon Insurance.\n- Tobias reports to Mateo.\n- Pinnacle Software is headquartered in Basel.\n- Mateo works for Cobalt Health.\n- Tobias works for Pinnacle Software.\n- Elena reports to Amara.\n- Callum works for Pinnacle Software.\n- Amara reports to Callum.\n- Nadia reports to Sanne.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10746", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Kenji reports to Mateo.\n- Cobalt Health is headquartered in Basel.\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Ingrid works for Atlas Freight.\n- Mateo works for Cobalt Health.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Basel.\n- Anders works for Cobalt Health.\n- Vantage Air was founded in 2007.\n- Callum reports to Ingrid.\n- Mateo reports to Callum.\n- Kenji works for Vantage Air.\n- Tobias reports to Amara.\n- Atlas Freight is headquartered in Brno.\n- Anders reports to Dmitri.\n- Ironwood Manufacturing was founded in 2007.\n- Cobalt Health was founded in 2007.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Atlas Freight.\n- Deshawn reports to Mara.\n- Atlas Freight was founded in 2001.\n- Amara reports to Deshawn.\n- Ingrid reports to Tobias.\n- Dmitri reports to Kenji.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Hana.\n- Ravi works for Beacon Insurance.\n- Pablo works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Atlas Freight is headquartered in Adelaide.\n- Sanne works for Atlas Freight.\n- Lattice Analytics is headquartered in Turku.\n- Chiara works for Helios Logistics.\n- Omar works for Lattice Analytics.\n- Mei works for Helios Logistics.\n- Chiara reports to Ravi.\n- Deshawn works for Lattice Analytics.\n- Beacon Insurance was founded in 1979.\n- Deshawn reports to Sanne.\n- Atlas Freight was founded in 2014.\n- Mei reports to Deshawn.\n- Helios Logistics is headquartered in Leeds.\n- Lattice Analytics was founded in 1980.\n- Beacon Insurance is headquartered in Leeds.\n- Pablo reports to Mei.\n- Hana works for Atlas Freight.\n- Ravi reports to Pablo.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Zoya works for Atlas Freight.\n- Chiara works for Bluepine Aviation.\n- Leila works for Beacon Insurance.\n- Priya reports to Nadia.\n- Tobias reports to Viktor.\n- Hana works for Cobalt Health.\n- Nadia reports to Aisha.\n- Zoya reports to Priya.\n- Nadia works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Wren reports to Tobias.\n- Hana reports to Leila.\n- Beacon Insurance was founded in 1979.\n- Cobalt Health is headquartered in Porto.\n- Chiara reports to Zoya.\n- Beacon Insurance is headquartered in Bergen.\n- Atlas Freight was founded in 1994.\n- Bluepine Aviation is headquartered in Bergen.\n- Priya works for Atlas Freight.\n- Leila reports to Chiara.\n- Aisha reports to Wren.\n- Bluepine Aviation was founded in 1996.\n- Atlas Freight is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10750", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5762: employee Stefan T., hired 02 May 2023, separated 26 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5762?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10751", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 November 2025): For employees hired on or after 09 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8026: employee Leila A., hired 24 August 2025, separated 15 January 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-8026 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$1,200", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Fernhill Foods is headquartered in Malmo.\n- Viktor works for Ironwood Manufacturing.\n- Zoya reports to Elena.\n- Sofia reports to Felix.\n- Wren works for Fernhill Foods.\n- Lattice Analytics was founded in 1999.\n- Felix reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Summit Energy is headquartered in Malmo.\n- Felix works for Summit Energy.\n- Elena reports to Mateo.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Callum works for Lattice Analytics.\n- Nadia reports to Viktor.\n- Fernhill Foods was founded in 1982.\n- Elena works for Summit Energy.\n- Mateo reports to Sofia.\n- Ironwood Manufacturing was founded in 1995.\n- Sofia works for Summit Energy.\n- Wren reports to Zoya.\n- Viktor reports to Wren.\n- Deshawn reports to Callum.\n- Zoya works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Sofia reports to Deshawn.\n- Sofia works for Atlas Freight.\n- Beacon Insurance is headquartered in Cork.\n- Sanne reports to Mateo.\n- Atlas Freight is headquartered in Basel.\n- Mateo reports to Dmitri.\n- Kenji works for Ironwood Manufacturing.\n- Ingrid reports to Sanne.\n- Fernhill Foods was founded in 1978.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Beacon Insurance was founded in 1991.\n- Dmitri works for Fernhill Foods.\n- Ingrid works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1980.\n- Dmitri reports to Sofia.\n- Sanne works for Beacon Insurance.\n- Mateo works for Atlas Freight.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Kenji.\n- Kenji reports to Ingrid.\n- Fernhill Foods is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10754", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 March 2025): For employees hired on or after 01 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1587: employee Yuki K., hired 21 April 2023, separated 27 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1587?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10755", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1785: employee Leila T., hired 04 July 2021, separated 12 January 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1785?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Zoya.\n- Bruno works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1987.\n- Tobias reports to Ingrid.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Bruno reports to Stefan.\n- Zoya works for Vantage Air.\n- Northwind Systems is headquartered in Oslo.\n- Ingrid reports to Sanne.\n- Elena reports to Tobias.\n- Stefan reports to Emeka.\n- Sanne works for Northwind Systems.\n- Hana works for Vantage Air.\n- Zoya reports to Tessa.\n- Lucia reports to Nadia.\n- Ingrid works for Vantage Air.\n- Hana reports to Lucia.\n- Helios Logistics is headquartered in Oslo.\n- Sanne reports to Bruno.\n- Elena works for Ironwood Manufacturing.\n- Lucia works for Northwind Systems.\n- Emeka reports to Hana.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Vantage Air was founded in 2010.\n- Vantage Air is headquartered in Oslo.\n- Northwind Systems was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10757", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 38040\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10759", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10760", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9864: employee Viktor K., hired 09 February 2021, separated 01 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9864?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Wren reports to Kenji.\n- Stefan works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Elena works for Northwind Systems.\n- Nadia reports to Anders.\n- Sanne reports to Jonas.\n- Jonas reports to Elena.\n- Anders reports to Felix.\n- Kenji reports to Nadia.\n- Ravi reports to Sanne.\n- Fernhill Foods was founded in 1996.\n- Jonas works for Northwind Systems.\n- Crescent Telecom is headquartered in Turku.\n- Fernhill Foods is headquartered in Bergen.\n- Elena reports to Yuki.\n- Vantage Air is headquartered in Bergen.\n- Yuki reports to Stefan.\n- Yuki works for Fernhill Foods.\n- Northwind Systems was founded in 2007.\n- Crescent Telecom was founded in 1990.\n- Mateo reports to Ravi.\n- Stefan reports to Wren.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Ravi works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Sanne works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1985.\n- Stefan works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Yuki reports to Zoya.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Halifax.\n- Leila reports to Chiara.\n- Chiara reports to Pablo.\n- Stefan reports to Yuki.\n- Wren reports to Jonas.\n- Northwind Systems was founded in 1991.\n- Wren works for Northwind Systems.\n- Leila works for Atlas Freight.\n- Mei reports to Wren.\n- Zoya reports to Leila.\n- Pablo reports to Lucia.\n- Northwind Systems is headquartered in Halifax.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 2013.\n- Chiara works for Atlas Freight.\n- Pinnacle Software was founded in 2004.\n- Lucia works for Helios Logistics.\n- Zoya works for Pinnacle Software.\n- Lucia reports to Mei.\n- Jonas works for Pinnacle Software.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10763", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Aisha works for Vantage Air.\n- Fernhill Foods was founded in 2010.\n- Tessa reports to Aisha.\n- Hana reports to Stefan.\n- Summit Energy was founded in 2013.\n- Amara reports to Omar.\n- Omar works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Stefan reports to Wren.\n- Tessa works for Vantage Air.\n- Hana works for Fernhill Foods.\n- Vantage Air was founded in 1988.\n- Wren works for Fernhill Foods.\n- Wren reports to Pablo.\n- Beacon Insurance was founded in 2005.\n- Vantage Air is headquartered in Dunedin.\n- Stefan works for Beacon Insurance.\n- Fernhill Foods is headquartered in Lyon.\n- Pablo reports to Amara.\n- Aisha reports to Hana.\n- Beacon Insurance is headquartered in Lyon.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10765", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7481: employee Chiara T., hired 01 February 2021, separated 05 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7481?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Ingrid works for Northwind Systems.\n- Cedar Retail Group is headquartered in Bergen.\n- Pinnacle Software was founded in 1990.\n- Pinnacle Software is headquartered in Cork.\n- Northwind Systems is headquartered in Cork.\n- Emeka reports to Ingrid.\n- Anders works for Cedar Retail Group.\n- Stefan reports to Tobias.\n- Mateo works for Pinnacle Software.\n- Chiara reports to Sofia.\n- Mateo reports to Callum.\n- Mei reports to Anders.\n- Callum reports to Stefan.\n- Stefan works for Northwind Systems.\n- Callum works for Summit Energy.\n- Northwind Systems was founded in 2005.\n- Summit Energy is headquartered in Cork.\n- Tobias reports to Chiara.\n- Mei works for Summit Energy.\n- Anders reports to Mateo.\n- Sofia works for Pinnacle Software.\n- Sofia reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Tobias works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Cedar Retail Group was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Stefan.\n- Wren works for Crescent Telecom.\n- Nadia reports to Felix.\n- Crescent Telecom is headquartered in Brno.\n- Kenji works for Summit Energy.\n- Elena works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Crescent Telecom was founded in 1977.\n- Stefan reports to Wren.\n- Wren reports to Dmitri.\n- Kenji reports to Elena.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing was founded in 1984.\n- Mara works for Vantage Air.\n- Deshawn reports to Amara.\n- Elena reports to Mara.\n- Amara works for Vantage Air.\n- Dmitri reports to Kenji.\n- Vantage Air is headquartered in Nagoya.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Deshawn works for Vantage Air.\n- Stefan works for Summit Energy.\n- Vantage Air was founded in 1982.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Nadia works for Vantage Air.\n- Felix reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Nadia.\n- Nadia works for Helios Logistics.\n- Omar reports to Felix.\n- Felix reports to Viktor.\n- Sofia reports to Elena.\n- Ironwood Manufacturing was founded in 1997.\n- Nadia reports to Ravi.\n- Crescent Telecom was founded in 2012.\n- Elena works for Crescent Telecom.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Ghent.\n- Leila reports to Omar.\n- Helios Logistics is headquartered in Bergen.\n- Ravi works for Atlas Freight.\n- Elena reports to Leila.\n- Emeka reports to Sofia.\n- Sofia works for Crescent Telecom.\n- Leila works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Emeka works for Helios Logistics.\n- Omar works for Ironwood Manufacturing.\n- Viktor reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Atlas Freight was founded in 1994.\n- Ironwood Manufacturing is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2015", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Leila.\n- Emeka reports to Lucia.\n- Helios Logistics was founded in 2004.\n- Ingrid works for Bluepine Aviation.\n- Sofia works for Crescent Telecom.\n- Leila reports to Ingrid.\n- Pinnacle Software was founded in 1992.\n- Zoya works for Bluepine Aviation.\n- Mei works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Nagoya.\n- Viktor reports to Priya.\n- Anders works for Bluepine Aviation.\n- Sofia reports to Zoya.\n- Bluepine Aviation was founded in 1987.\n- Crescent Telecom was founded in 2012.\n- Lucia works for Bluepine Aviation.\n- Anders reports to Viktor.\n- Crescent Telecom is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.\n- Lucia reports to Mei.\n- Priya works for Crescent Telecom.\n- Leila works for Pinnacle Software.\n- Zoya reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Ingrid reports to Anders.\n- Helios Logistics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mara.\n- Callum reports to Stefan.\n- Summit Energy was founded in 1994.\n- Callum works for Vantage Air.\n- Summit Energy is headquartered in Nagoya.\n- Mara works for Helios Logistics.\n- Lattice Analytics was founded in 2011.\n- Deshawn works for Vantage Air.\n- Lattice Analytics is headquartered in Nagoya.\n- Helios Logistics was founded in 2015.\n- Dmitri works for Lattice Analytics.\n- Felix reports to Kenji.\n- Felix works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Vantage Air was founded in 1993.\n- Kenji reports to Dmitri.\n- Kenji works for Vantage Air.\n- Deshawn reports to Callum.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Mara reports to Lucia.\n- Stefan reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10771", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10772", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1862: employee Sofia K., hired 22 March 2021, separated 21 July 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1862?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10773", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5793: employee Mara R., hired 09 October 2020, separated 03 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5793?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10774", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Ingrid reports to Deshawn.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1995.\n- Lucia reports to Hana.\n- Ironwood Manufacturing is headquartered in Austin.\n- Meridian Bank is headquartered in Valencia.\n- Anders works for Crescent Telecom.\n- Amara works for Cedar Retail Group.\n- Aisha works for Crescent Telecom.\n- Sanne reports to Omar.\n- Anders reports to Felix.\n- Omar reports to Ingrid.\n- Ironwood Manufacturing was founded in 2001.\n- Crescent Telecom is headquartered in Basel.\n- Hana works for Meridian Bank.\n- Amara reports to Tessa.\n- Omar works for Meridian Bank.\n- Cedar Retail Group is headquartered in Austin.\n- Elena works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha reports to Sanne.\n- Elena reports to Amara.\n- Deshawn reports to Elena.\n- Felix reports to Lucia.\n- Meridian Bank was founded in 1975.\n- Felix works for Cedar Retail Group.\n- Sanne works for Meridian Bank.\n- Crescent Telecom was founded in 2011.\n- Hana reports to Aisha.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10776", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9702: employee Tobias R., hired 22 December 2024, separated 25 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9702?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10777", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6495: employee Zoya S., hired 11 August 2024, separated 16 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6495?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10778", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10779", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 November 2022): For employees hired on or after 26 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1067: employee Aisha A., hired 21 June 2020, separated 18 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1067?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Bruno.\n- Cedar Retail Group was founded in 1981.\n- Amara works for Summit Energy.\n- Zoya reports to Amara.\n- Cedar Retail Group is headquartered in Cork.\n- Kenji works for Summit Energy.\n- Zoya works for Beacon Insurance.\n- Jonas works for Fernhill Foods.\n- Beacon Insurance was founded in 2013.\n- Bruno works for Fernhill Foods.\n- Kenji reports to Deshawn.\n- Beacon Insurance is headquartered in Cork.\n- Bruno reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Kenji.\n- Fernhill Foods was founded in 1987.\n- Fernhill Foods is headquartered in Lyon.\n- Deshawn reports to Callum.\n- Jonas reports to Mara.\n- Callum reports to Jonas.\n- Deshawn works for Fernhill Foods.\n- Callum works for Beacon Insurance.\n- Mara works for Cedar Retail Group.\n- Summit Energy was founded in 1988.\n- Mara reports to Ravi.\n- Summit Energy is headquartered in Cork.\n- Ravi works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10781", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2129: employee Viktor S., hired 25 June 2020, separated 19 March 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-2129 under the controlling rules.", "criteria": {"0": "$16,269", "1": "$15,385", "2": "$71,000", "3": "$16,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10782", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4003: employee Mara T., hired 27 June 2024, separated 18 March 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-4003 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$6,000", "2": "$26,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Vantage Air was founded in 2014.\n- Elena reports to Viktor.\n- Pinnacle Software was founded in 1992.\n- Northwind Systems is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Dunedin.\n- Chiara reports to Pablo.\n- Leila reports to Elena.\n- Nadia works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Cedar Retail Group was founded in 1983.\n- Amara reports to Nadia.\n- Pablo works for Cedar Retail Group.\n- Amara works for Vantage Air.\n- Elena works for Northwind Systems.\n- Deshawn reports to Amara.\n- Viktor reports to Chiara.\n- Leila works for Cedar Retail Group.\n- Nadia reports to Dmitri.\n- Viktor works for Pinnacle Software.\n- Pablo reports to Deshawn.\n- Emeka reports to Leila.\n- Pinnacle Software is headquartered in Halifax.\n- Northwind Systems was founded in 1980.\n- Deshawn works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10784", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10785", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10786", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7568: employee Tessa K., hired 04 January 2021, separated 24 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-7568?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10787", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "open_account", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1990.\n- Summit Energy is headquartered in Ghent.\n- Sofia reports to Emeka.\n- Nadia reports to Sofia.\n- Hana reports to Viktor.\n- Beacon Insurance was founded in 2005.\n- Jonas reports to Nadia.\n- Ravi reports to Sanne.\n- Hana works for Helios Logistics.\n- Ravi works for Meridian Bank.\n- Helios Logistics was founded in 2005.\n- Sanne works for Beacon Insurance.\n- Summit Energy was founded in 2011.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Sanne reports to Jonas.\n- Kenji reports to Callum.\n- Sofia works for Summit Energy.\n- Callum works for Summit Energy.\n- Emeka reports to Hana.\n- Viktor reports to Kenji.\n- Nadia works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10789", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10790", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10791", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Vantage Air.\n- Crescent Telecom was founded in 1995.\n- Dmitri works for Vantage Air.\n- Pablo reports to Ravi.\n- Ingrid works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Tessa reports to Ingrid.\n- Ravi reports to Mei.\n- Ingrid reports to Elena.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Vantage Air was founded in 2003.\n- Cobalt Health was founded in 1988.\n- Crescent Telecom is headquartered in Halifax.\n- Nadia reports to Pablo.\n- Viktor works for Crescent Telecom.\n- Pablo works for Cobalt Health.\n- Viktor reports to Tessa.\n- Felix reports to Dmitri.\n- Elena reports to Felix.\n- Dmitri reports to Nadia.\n- Ravi works for Ironwood Manufacturing.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Tessa works for Vantage Air.\n- Ironwood Manufacturing was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Sofia.\n- Crescent Telecom is headquartered in Tampere.\n- Northwind Systems was founded in 1981.\n- Lattice Analytics was founded in 1981.\n- Pablo works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Mateo works for Crescent Telecom.\n- Beacon Insurance was founded in 1998.\n- Callum works for Beacon Insurance.\n- Callum reports to Chiara.\n- Dmitri works for Crescent Telecom.\n- Sofia reports to Ingrid.\n- Lucia works for Beacon Insurance.\n- Chiara reports to Viktor.\n- Ingrid works for Crescent Telecom.\n- Leila reports to Callum.\n- Aisha reports to Mateo.\n- Aisha works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Nagoya.\n- Pablo reports to Aisha.\n- Crescent Telecom was founded in 1992.\n- Viktor works for Lattice Analytics.\n- Mateo reports to Leila.\n- Dmitri reports to Pablo.\n- Ingrid reports to Sanne.\n- Sofia works for Crescent Telecom.\n- Sanne reports to Lucia.\n- Leila works for Lattice Analytics.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1995", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10794", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "report_outage", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10795", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10796", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7064: employee Stefan R., hired 27 August 2021, separated 11 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7064?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10797", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10798", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 84827 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Omar.\n- Tobias reports to Amara.\n- Pablo works for Northwind Systems.\n- Fernhill Foods is headquartered in Malmo.\n- Callum reports to Pablo.\n- Amara reports to Tessa.\n- Mateo reports to Callum.\n- Kenji works for Meridian Bank.\n- Kenji reports to Mateo.\n- Mateo works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Omar reports to Sofia.\n- Yuki reports to Kenji.\n- Meridian Bank is headquartered in Valencia.\n- Wren works for Fernhill Foods.\n- Pablo reports to Bruno.\n- Fernhill Foods was founded in 2007.\n- Northwind Systems is headquartered in Malmo.\n- Amara works for Northwind Systems.\n- Cobalt Health is headquartered in Nagoya.\n- Cobalt Health was founded in 1992.\n- Omar works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 1984.\n- Tobias works for Cobalt Health.\n- Sofia reports to Yuki.\n- Northwind Systems was founded in 2006.\n- Tessa works for Meridian Bank.\n- Tessa reports to Wren.\n- Bruno works for Fernhill Foods.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Beacon Insurance is headquartered in Cork.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 1975.\n- Ironwood Manufacturing was founded in 1995.\n- Sofia works for Beacon Insurance.\n- Bruno reports to Lucia.\n- Viktor reports to Yuki.\n- Priya reports to Viktor.\n- Chiara reports to Sofia.\n- Fernhill Foods is headquartered in Cork.\n- Beacon Insurance was founded in 2013.\n- Nadia works for Fernhill Foods.\n- Yuki reports to Nadia.\n- Viktor works for Cobalt Health.\n- Priya works for Fernhill Foods.\n- Chiara works for Ironwood Manufacturing.\n- Lucia reports to Chiara.\n- Lucia works for Cobalt Health.\n- Fernhill Foods was founded in 1981.\n- Bruno works for Ironwood Manufacturing.\n- Yuki works for Cobalt Health.\n- Sofia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ingrid.\n- Aisha reports to Nadia.\n- Mara reports to Pablo.\n- Kenji works for Bluepine Aviation.\n- Summit Energy is headquartered in Cork.\n- Pinnacle Software was founded in 1988.\n- Aisha works for Summit Energy.\n- Dmitri reports to Kenji.\n- Pinnacle Software is headquartered in Cork.\n- Vantage Air was founded in 1983.\n- Ingrid works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Nadia reports to Dmitri.\n- Bluepine Aviation was founded in 2006.\n- Vantage Air is headquartered in Porto.\n- Leila reports to Aisha.\n- Mara works for Summit Energy.\n- Bluepine Aviation is headquartered in Adelaide.\n- Nadia works for Bluepine Aviation.\n- Summit Energy was founded in 2013.\n- Leila works for Summit Energy.\n- Ingrid reports to Leila.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10802", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1024: employee Jonas K., hired 07 May 2020, separated 27 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1024?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Beacon Insurance was founded in 1983.\n- Omar works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Basel.\n- Sofia works for Beacon Insurance.\n- Mateo reports to Priya.\n- Bluepine Aviation was founded in 1975.\n- Sofia reports to Yuki.\n- Yuki works for Beacon Insurance.\n- Leila reports to Anders.\n- Emeka works for Bluepine Aviation.\n- Fernhill Foods was founded in 1983.\n- Deshawn reports to Mara.\n- Leila works for Fernhill Foods.\n- Beacon Insurance is headquartered in Bergen.\n- Omar reports to Mateo.\n- Pinnacle Software was founded in 2012.\n- Anders works for Bluepine Aviation.\n- Priya reports to Emeka.\n- Mara reports to Omar.\n- Priya works for Pinnacle Software.\n- Mateo works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Fernhill Foods is headquartered in Tampere.\n- Deshawn works for Fernhill Foods.\n- Pinnacle Software is headquartered in Halifax.\n- Anders reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10804", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "books a visit", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10805", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-9 (VERSION 3, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5675: employee Sofia M., hired 26 January 2024, separated 28 July 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2025-5675 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$8,654", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10806", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Kenji.\n- Zoya works for Beacon Insurance.\n- Crescent Telecom is headquartered in Austin.\n- Nadia reports to Pablo.\n- Hana reports to Elena.\n- Pablo works for Beacon Insurance.\n- Felix reports to Tessa.\n- Bruno reports to Nadia.\n- Yuki works for Northwind Systems.\n- Elena reports to Yuki.\n- Dmitri works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Atlas Freight was founded in 1975.\n- Beacon Insurance was founded in 1985.\n- Nadia works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Tessa works for Northwind Systems.\n- Emeka works for Beacon Insurance.\n- Dmitri reports to Emeka.\n- Felix works for Beacon Insurance.\n- Kenji works for Northwind Systems.\n- Zoya reports to Hana.\n- Crescent Telecom was founded in 1995.\n- Pablo reports to Felix.\n- Bruno works for Beacon Insurance.\n- Tessa reports to Zoya.\n- Kenji reports to Dmitri.\n- Atlas Freight is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1990", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Aisha works for Vantage Air.\n- Tessa reports to Viktor.\n- Zoya reports to Tessa.\n- Mara reports to Nadia.\n- Cedar Retail Group was founded in 1996.\n- Nadia reports to Tobias.\n- Omar works for Summit Energy.\n- Nadia works for Summit Energy.\n- Zoya works for Summit Energy.\n- Tessa works for Vantage Air.\n- Tobias works for Atlas Freight.\n- Mei reports to Chiara.\n- Viktor works for Atlas Freight.\n- Vantage Air was founded in 2014.\n- Mara works for Atlas Freight.\n- Pablo reports to Mara.\n- Aisha reports to Pablo.\n- Sanne reports to Mei.\n- Sanne works for Cedar Retail Group.\n- Chiara reports to Omar.\n- Summit Energy is headquartered in Nagoya.\n- Chiara works for Cedar Retail Group.\n- Atlas Freight is headquartered in Adelaide.\n- Mei works for Summit Energy.\n- Tobias reports to Zoya.\n- Atlas Freight was founded in 2002.\n- Vantage Air is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Nagoya.\n- Summit Energy was founded in 2004.\n- Omar reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10809", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10810", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10811", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10812", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2176: employee Mei R., hired 18 June 2023, separated 30 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2176?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10813", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7309: employee Zoya B., hired 22 October 2019, separated 11 December 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7309?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10814", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10815", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10816", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10817", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10818", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 November 2022): For employees hired on or after 20 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2903: employee Wren B., hired 18 February 2020, separated 24 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2903?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 2006.\n- Deshawn reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Wren reports to Ravi.\n- Ravi reports to Aisha.\n- Dmitri reports to Mara.\n- Zoya reports to Amara.\n- Leila reports to Tessa.\n- Dmitri works for Pinnacle Software.\n- Aisha reports to Leila.\n- Crescent Telecom is headquartered in Lyon.\n- Sofia works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Vantage Air was founded in 2002.\n- Mara reports to Elena.\n- Tessa works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Amara reports to Dmitri.\n- Sofia reports to Deshawn.\n- Crescent Telecom was founded in 1993.\n- Mara works for Northwind Systems.\n- Elena works for Vantage Air.\n- Wren works for Crescent Telecom.\n- Elena reports to Wren.\n- Northwind Systems was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10820", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 49454 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10821", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8533: employee Callum S., hired 20 July 2023, separated 15 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8533?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10822", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8600: employee Kenji T., hired 11 June 2022, separated 05 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8600?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Atlas Freight.\n- Callum works for Meridian Bank.\n- Ingrid works for Lattice Analytics.\n- Meridian Bank is headquartered in Ghent.\n- Emeka reports to Mateo.\n- Mateo reports to Callum.\n- Aisha reports to Emeka.\n- Ingrid reports to Dmitri.\n- Sofia reports to Wren.\n- Wren reports to Ingrid.\n- Sofia works for Atlas Freight.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Yuki works for Meridian Bank.\n- Lattice Analytics is headquartered in Ghent.\n- Anders reports to Sofia.\n- Atlas Freight is headquartered in Brno.\n- Cobalt Health was founded in 1983.\n- Atlas Freight was founded in 2000.\n- Lattice Analytics was founded in 2006.\n- Yuki reports to Anders.\n- Mateo works for Lattice Analytics.\n- Cobalt Health is headquartered in Oslo.\n- Aisha works for Cobalt Health.\n- Emeka works for Lattice Analytics.\n- Dmitri works for Meridian Bank.\n- Callum reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10824", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10825", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9243: employee Kenji T., hired 10 August 2023, separated 27 December 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9243?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Nagoya.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 1981.\n- Leila works for Bluepine Aviation.\n- Sofia reports to Viktor.\n- Elena works for Cobalt Health.\n- Wren reports to Tobias.\n- Cobalt Health was founded in 1989.\n- Lattice Analytics was founded in 1982.\n- Mateo reports to Elena.\n- Elena reports to Leila.\n- Wren works for Pinnacle Software.\n- Tobias works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Zoya reports to Mateo.\n- Viktor reports to Ravi.\n- Cobalt Health is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Ghent.\n- Tobias reports to Zoya.\n- Lattice Analytics is headquartered in Cork.\n- Mei reports to Sofia.\n- Ravi works for Bluepine Aviation.\n- Mateo works for Cobalt Health.\n- Zoya works for Bluepine Aviation.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation was founded in 2004.\n- Leila reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1982.\n- Mateo reports to Hana.\n- Crescent Telecom was founded in 2010.\n- Mateo works for Ironwood Manufacturing.\n- Mara reports to Aisha.\n- Mara works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1983.\n- Pablo works for Crescent Telecom.\n- Hana works for Meridian Bank.\n- Bluepine Aviation is headquartered in Leeds.\n- Ravi works for Ironwood Manufacturing.\n- Aisha works for Crescent Telecom.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Pablo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Hana reports to Mei.\n- Crescent Telecom is headquartered in Halifax.\n- Bluepine Aviation was founded in 1987.\n- Leila works for Bluepine Aviation.\n- Meridian Bank is headquartered in Halifax.\n- Aisha reports to Mateo.\n- Leila reports to Ravi.\n- Ravi reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10828", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10829", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2006.\n- Lucia works for Fernhill Foods.\n- Tessa reports to Hana.\n- Callum reports to Tessa.\n- Zoya works for Fernhill Foods.\n- Crescent Telecom was founded in 2002.\n- Fernhill Foods was founded in 1995.\n- Mei reports to Lucia.\n- Elena reports to Bruno.\n- Priya reports to Mei.\n- Crescent Telecom is headquartered in Valencia.\n- Callum works for Ironwood Manufacturing.\n- Lucia reports to Elena.\n- Bruno works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Viktor reports to Callum.\n- Helios Logistics is headquartered in Turku.\n- Mei works for Fernhill Foods.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Tessa works for Crescent Telecom.\n- Zoya reports to Viktor.\n- Elena works for Ironwood Manufacturing.\n- Hana reports to Priya.\n- Ironwood Manufacturing is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1986.\n- Chiara reports to Nadia.\n- Fernhill Foods is headquartered in Nagoya.\n- Ravi works for Bluepine Aviation.\n- Mateo works for Vantage Air.\n- Lucia reports to Omar.\n- Wren works for Vantage Air.\n- Mateo reports to Wren.\n- Vantage Air was founded in 1985.\n- Bluepine Aviation is headquartered in Tampere.\n- Pablo works for Fernhill Foods.\n- Bluepine Aviation was founded in 2003.\n- Yuki works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Bruno reports to Mateo.\n- Bruno works for Vantage Air.\n- Deshawn reports to Chiara.\n- Pinnacle Software is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Deshawn works for Bluepine Aviation.\n- Omar reports to Deshawn.\n- Ravi reports to Yuki.\n- Pinnacle Software was founded in 1999.\n- Sanne works for Fernhill Foods.\n- Chiara works for Pinnacle Software.\n- Yuki reports to Lucia.\n- Pablo reports to Ravi.\n- Sanne reports to Bruno.\n- Lucia works for Vantage Air.\n- Wren reports to Pablo.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Bluepine Aviation was founded in 2013.\n- Jonas reports to Elena.\n- Chiara works for Meridian Bank.\n- Jonas works for Bluepine Aviation.\n- Northwind Systems was founded in 2000.\n- Cedar Retail Group was founded in 1983.\n- Tessa works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Felix reports to Tessa.\n- Priya works for Meridian Bank.\n- Northwind Systems is headquartered in Cork.\n- Meridian Bank was founded in 1975.\n- Cedar Retail Group is headquartered in Turku.\n- Stefan reports to Priya.\n- Priya reports to Jonas.\n- Sofia reports to Felix.\n- Felix works for Meridian Bank.\n- Ravi reports to Stefan.\n- Bluepine Aviation is headquartered in Cork.\n- Tessa reports to Yuki.\n- Ravi works for Bluepine Aviation.\n- Chiara reports to Sofia.\n- Meridian Bank is headquartered in Cork.\n- Sofia works for Northwind Systems.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10833", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Leila.\n- Summit Energy is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2009.\n- Mei works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Hana reports to Mei.\n- Emeka works for Ironwood Manufacturing.\n- Zoya reports to Felix.\n- Atlas Freight was founded in 1983.\n- Kenji works for Cobalt Health.\n- Mei reports to Emeka.\n- Nadia works for Ironwood Manufacturing.\n- Leila works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa works for Cobalt Health.\n- Summit Energy was founded in 2001.\n- Viktor reports to Zoya.\n- Kenji reports to Hana.\n- Felix works for Atlas Freight.\n- Cobalt Health was founded in 2008.\n- Atlas Freight is headquartered in Bergen.\n- Cobalt Health is headquartered in Ghent.\n- Nadia reports to Tessa.\n- Tessa reports to Viktor.\n- Viktor works for Atlas Freight.\n- Felix reports to Kenji.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Bluepine Aviation was founded in 1989.\n- Jonas reports to Viktor.\n- Ravi reports to Stefan.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Dmitri.\n- Pinnacle Software was founded in 2014.\n- Zoya works for Bluepine Aviation.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Halifax.\n- Stefan reports to Sanne.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Viktor reports to Ravi.\n- Dmitri reports to Lucia.\n- Lucia reports to Zoya.\n- Meridian Bank is headquartered in Austin.\n- Dmitri works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Lucia works for Pinnacle Software.\n- Meridian Bank was founded in 2015.\n- Pinnacle Software is headquartered in Tallinn.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10836", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10837", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2521: employee Tobias S., hired 03 July 2023, separated 14 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-2521 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$22,500", "2": "$3,894", "3": "$7,192"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cedar Retail Group.\n- Lucia reports to Mei.\n- Lucia works for Fernhill Foods.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Elena works for Meridian Bank.\n- Amara works for Cobalt Health.\n- Chiara reports to Sanne.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias works for Fernhill Foods.\n- Cedar Retail Group was founded in 1995.\n- Sanne works for Fernhill Foods.\n- Tobias reports to Ingrid.\n- Zoya works for Meridian Bank.\n- Amara reports to Zoya.\n- Fernhill Foods was founded in 2013.\n- Chiara works for Meridian Bank.\n- Ingrid works for Cobalt Health.\n- Elena reports to Lucia.\n- Priya reports to Amara.\n- Sanne reports to Tobias.\n- Mei reports to Priya.\n- Meridian Bank was founded in 1998.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 1981.\n- Fernhill Foods is headquartered in Nagoya.\n- Ingrid reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10839", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10840", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10841", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3738: employee Pablo T., hired 02 January 2021, separated 07 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3738?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10842", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1004: employee Kenji S., hired 06 December 2022, separated 25 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1004?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10843", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2404: employee Nadia M., hired 16 December 2021, separated 10 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2404?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10844", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9382: employee Emeka T., hired 18 May 2021, separated 25 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9382?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10845", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2472: employee Mara R., hired 19 June 2022, separated 19 May 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-2472 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$6,692", "2": "$11,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10846", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1147: employee Nadia R., hired 06 May 2020, separated 02 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1147?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10847", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10848", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6819: employee Callum R., hired 28 November 2021, separated 18 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6819?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10849", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8301: employee Leila R., hired 18 March 2021, separated 18 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8301?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10850", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10851", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10852", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Crescent Telecom.\n- Aisha works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1976.\n- Fernhill Foods is headquartered in Malmo.\n- Wren reports to Tessa.\n- Mara works for Ironwood Manufacturing.\n- Mara reports to Kenji.\n- Fernhill Foods was founded in 2007.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sofia works for Crescent Telecom.\n- Stefan reports to Tobias.\n- Tobias reports to Viktor.\n- Priya works for Fernhill Foods.\n- Wren works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Tessa works for Pinnacle Software.\n- Pablo works for Fernhill Foods.\n- Crescent Telecom is headquartered in Lyon.\n- Stefan works for Crescent Telecom.\n- Pinnacle Software was founded in 1987.\n- Tobias works for Ironwood Manufacturing.\n- Viktor reports to Wren.\n- Crescent Telecom was founded in 1991.\n- Anders reports to Mara.\n- Sofia reports to Aisha.\n- Pablo reports to Stefan.\n- Priya reports to Anders.\n- Tessa reports to Priya.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Aisha reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10854", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 37433 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10855", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Austin.\n- Felix works for Crescent Telecom.\n- Callum works for Lattice Analytics.\n- Tessa reports to Dmitri.\n- Callum reports to Jonas.\n- Elena works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Deshawn works for Lattice Analytics.\n- Dmitri reports to Callum.\n- Lattice Analytics was founded in 2012.\n- Mara reports to Hana.\n- Elena reports to Deshawn.\n- Cobalt Health was founded in 2011.\n- Felix reports to Elena.\n- Hana reports to Tessa.\n- Lattice Analytics is headquartered in Austin.\n- Crescent Telecom was founded in 1978.\n- Cobalt Health is headquartered in Turku.\n- Jonas reports to Felix.\n- Crescent Telecom is headquartered in Dunedin.\n- Tessa works for Crescent Telecom.\n- Bluepine Aviation was founded in 1999.\n- Yuki works for Bluepine Aviation.\n- Deshawn reports to Yuki.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Tobias.\n- Leila works for Pinnacle Software.\n- Leila reports to Aisha.\n- Bruno works for Helios Logistics.\n- Tobias reports to Bruno.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Kenji.\n- Pinnacle Software is headquartered in Halifax.\n- Tobias works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Bruno reports to Leila.\n- Omar reports to Mateo.\n- Pablo reports to Callum.\n- Mateo works for Beacon Insurance.\n- Helios Logistics was founded in 1990.\n- Jonas works for Pinnacle Software.\n- Vantage Air is headquartered in Leeds.\n- Pinnacle Software was founded in 2009.\n- Omar works for Pinnacle Software.\n- Helios Logistics is headquartered in Porto.\n- Vantage Air was founded in 2000.\n- Kenji reports to Pablo.\n- Pablo works for Vantage Air.\n- Beacon Insurance was founded in 1995.\n- Callum reports to Omar.\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Dmitri.\n- Chiara works for Beacon Insurance.\n- Omar works for Cobalt Health.\n- Northwind Systems was founded in 1982.\n- Cedar Retail Group was founded in 2003.\n- Mateo works for Cobalt Health.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mateo reports to Chiara.\n- Northwind Systems is headquartered in Ghent.\n- Cobalt Health is headquartered in Malmo.\n- Cobalt Health was founded in 1993.\n- Chiara reports to Tessa.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri reports to Omar.\n- Mara reports to Mateo.\n- Amara works for Cobalt Health.\n- Amara reports to Pablo.\n- Tessa works for Cobalt Health.\n- Omar reports to Amara.\n- Dmitri works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1976", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10859", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7378: employee Deshawn K., hired 30 October 2019, separated 05 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7378?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Meridian Bank is headquartered in Tampere.\n- Tobias reports to Dmitri.\n- Summit Energy is headquartered in Dunedin.\n- Anders works for Summit Energy.\n- Felix works for Meridian Bank.\n- Summit Energy was founded in 1997.\n- Dmitri reports to Leila.\n- Felix reports to Ingrid.\n- Crescent Telecom was founded in 2008.\n- Pinnacle Software is headquartered in Bergen.\n- Anders reports to Viktor.\n- Leila reports to Bruno.\n- Ingrid reports to Tobias.\n- Pinnacle Software was founded in 1985.\n- Viktor reports to Felix.\n- Dmitri works for Pinnacle Software.\n- Viktor works for Crescent Telecom.\n- Meridian Bank was founded in 2010.\n- Bruno works for Meridian Bank.\n- Tobias works for Summit Energy.\n- Leila works for Summit Energy.\n- Crescent Telecom is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "2000", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10861", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 21292\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10862", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4069: employee Yuki T., hired 01 January 2023, separated 04 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4069?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Helios Logistics was founded in 2008.\n- Ironwood Manufacturing was founded in 2001.\n- Emeka reports to Dmitri.\n- Emeka works for Ironwood Manufacturing.\n- Anders reports to Viktor.\n- Summit Energy was founded in 1984.\n- Helios Logistics is headquartered in Brno.\n- Pablo reports to Leila.\n- Dmitri reports to Lucia.\n- Viktor reports to Emeka.\n- Deshawn works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha reports to Tobias.\n- Anders works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor works for Helios Logistics.\n- Leila reports to Deshawn.\n- Lucia reports to Pablo.\n- Bruno reports to Wren.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Lucia works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2009.\n- Aisha works for Helios Logistics.\n- Leila works for Ironwood Manufacturing.\n- Tobias works for Helios Logistics.\n- Pablo works for Summit Energy.\n- Wren reports to Anders.\n- Cedar Retail Group is headquartered in Brno.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10864", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 August 2022): For employees hired on or after 17 August 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8344: employee Mei R., hired 27 February 2022, separated 09 October 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8344?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10865", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 January 2026): For employees hired on or after 09 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1503: employee Kenji S., hired 17 April 2024, separated 03 January 2027 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1503?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10866", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Crescent Telecom is headquartered in Austin.\n- Sofia reports to Anders.\n- Callum reports to Sofia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders works for Ironwood Manufacturing.\n- Sanne reports to Jonas.\n- Cedar Retail Group was founded in 1978.\n- Callum works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Beacon Insurance was founded in 2010.\n- Tessa reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom was founded in 2013.\n- Ironwood Manufacturing was founded in 1995.\n- Anders reports to Tessa.\n- Jonas works for Beacon Insurance.\n- Nadia works for Ironwood Manufacturing.\n- Dmitri reports to Sanne.\n- Nadia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Adelaide.\n- Vantage Air was founded in 1981.\n- Deshawn works for Fernhill Foods.\n- Mateo works for Bluepine Aviation.\n- Wren reports to Chiara.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Emeka works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Chiara reports to Mateo.\n- Pablo reports to Emeka.\n- Pablo works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Bluepine Aviation was founded in 2001.\n- Zoya works for Vantage Air.\n- Fernhill Foods was founded in 1998.\n- Dmitri reports to Zoya.\n- Mateo reports to Nadia.\n- Fernhill Foods is headquartered in Adelaide.\n- Emeka reports to Priya.\n- Priya reports to Felix.\n- Mei reports to Deshawn.\n- Mei works for Bluepine Aviation.\n- Northwind Systems was founded in 1981.\n- Priya works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Zoya reports to Mei.\n- Deshawn reports to Pablo.\n- Nadia reports to Dmitri.\n- Vantage Air is headquartered in Tallinn.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10869", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Anders reports to Mateo.\n- Bruno works for Pinnacle Software.\n- Callum reports to Elena.\n- Emeka reports to Bruno.\n- Sofia reports to Ingrid.\n- Bluepine Aviation was founded in 1978.\n- Pinnacle Software is headquartered in Halifax.\n- Cobalt Health was founded in 1989.\n- Mateo reports to Sofia.\n- Mara works for Meridian Bank.\n- Ravi reports to Anders.\n- Pablo reports to Stefan.\n- Elena reports to Mara.\n- Meridian Bank was founded in 1991.\n- Bruno reports to Pablo.\n- Ingrid works for Cobalt Health.\n- Anders works for Bluepine Aviation.\n- Stefan reports to Ravi.\n- Emeka works for Cobalt Health.\n- Pablo works for Meridian Bank.\n- Cobalt Health is headquartered in Brno.\n- Stefan works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Pinnacle Software was founded in 1977.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Brno.\n- Elena works for Cobalt Health.\n- Sofia works for Meridian Bank.\n- Ingrid reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Crescent Telecom was founded in 2013.\n- Anders reports to Amara.\n- Omar reports to Stefan.\n- Mateo works for Pinnacle Software.\n- Beacon Insurance was founded in 1975.\n- Helios Logistics was founded in 1978.\n- Amara works for Beacon Insurance.\n- Ravi works for Crescent Telecom.\n- Wren reports to Mateo.\n- Ravi reports to Omar.\n- Lucia works for Crescent Telecom.\n- Stefan works for Helios Logistics.\n- Stefan reports to Ingrid.\n- Yuki works for Helios Logistics.\n- Wren works for Pinnacle Software.\n- Ingrid works for Helios Logistics.\n- Lucia reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Mateo reports to Lucia.\n- Amara reports to Wren.\n- Ingrid reports to Pablo.\n- Viktor reports to Yuki.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Beacon Insurance is headquartered in Malmo.\n- Pinnacle Software was founded in 1994.\n- Anders works for Helios Logistics.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2009.\n- Jonas works for Pinnacle Software.\n- Leila works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Sofia reports to Priya.\n- Amara reports to Leila.\n- Emeka works for Vantage Air.\n- Summit Energy was founded in 2008.\n- Amara works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Tobias works for Vantage Air.\n- Emeka reports to Kenji.\n- Tobias reports to Sofia.\n- Helios Logistics is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Cork.\n- Anders works for Summit Energy.\n- Jonas reports to Mei.\n- Mei reports to Anders.\n- Kenji reports to Jonas.\n- Deshawn reports to Tobias.\n- Helios Logistics was founded in 1991.\n- Kenji works for Vantage Air.\n- Pablo reports to Deshawn.\n- Vantage Air was founded in 1986.\n- Summit Energy is headquartered in Cork.\n- Vantage Air is headquartered in Cork.\n- Priya works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Priya reports to Emeka.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10873", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 November 2022): For employees hired on or after 18 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7440: employee Mei A., hired 26 December 2020, separated 20 January 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7440?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10874", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10875", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10876", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 February 2023): For employees hired on or after 22 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3409: employee Nadia T., hired 10 November 2021, separated 23 July 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3409?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10877", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Omar.\n- Beacon Insurance was founded in 1997.\n- Chiara works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Stefan reports to Leila.\n- Fernhill Foods was founded in 2003.\n- Dmitri reports to Chiara.\n- Summit Energy is headquartered in Tampere.\n- Leila reports to Anders.\n- Tobias works for Beacon Insurance.\n- Anders reports to Tobias.\n- Beacon Insurance is headquartered in Tampere.\n- Omar works for Fernhill Foods.\n- Dmitri works for Summit Energy.\n- Lucia works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Leila works for Beacon Insurance.\n- Summit Energy was founded in 1982.\n- Crescent Telecom is headquartered in Tallinn.\n- Crescent Telecom was founded in 2012.\n- Tobias reports to Dmitri.\n- Chiara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10879", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 47721 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Anders.\n- Cobalt Health was founded in 1994.\n- Dmitri reports to Bruno.\n- Zoya reports to Priya.\n- Crescent Telecom was founded in 2013.\n- Tobias works for Summit Energy.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Zoya works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Hana reports to Dmitri.\n- Priya works for Beacon Insurance.\n- Dmitri works for Crescent Telecom.\n- Summit Energy is headquartered in Porto.\n- Mateo works for Cobalt Health.\n- Crescent Telecom is headquartered in Bergen.\n- Anders works for Beacon Insurance.\n- Summit Energy was founded in 2005.\n- Cobalt Health is headquartered in Bergen.\n- Sofia works for Cobalt Health.\n- Beacon Insurance is headquartered in Brno.\n- Anders reports to Zoya.\n- Tobias reports to Omar.\n- Bruno reports to Sofia.\n- Omar works for Summit Energy.\n- Omar reports to Hana.\n- Mateo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10881", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 05 August 2022): For employees hired on or after 05 August 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8358: employee Mateo T., hired 04 August 2021, separated 13 October 2022 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-8358 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$3,192", "2": "$4,673", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sanne.\n- Helios Logistics is headquartered in Adelaide.\n- Tessa reports to Pablo.\n- Pablo reports to Callum.\n- Ingrid reports to Mateo.\n- Northwind Systems was founded in 2012.\n- Pablo works for Fernhill Foods.\n- Deshawn works for Helios Logistics.\n- Ingrid works for Northwind Systems.\n- Fernhill Foods is headquartered in Bergen.\n- Sanne reports to Ingrid.\n- Sanne works for Lattice Analytics.\n- Lucia reports to Ravi.\n- Fernhill Foods was founded in 2012.\n- Omar works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Lucia works for Fernhill Foods.\n- Lattice Analytics was founded in 2010.\n- Aisha works for Lattice Analytics.\n- Callum reports to Omar.\n- Mateo reports to Deshawn.\n- Callum works for Fernhill Foods.\n- Northwind Systems is headquartered in Turku.\n- Lattice Analytics is headquartered in Adelaide.\n- Helios Logistics was founded in 2013.\n- Aisha reports to Tessa.\n- Deshawn reports to Lucia.\n- Omar reports to Amara.\n- Amara works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Crescent Telecom was founded in 1995.\n- Vantage Air is headquartered in Malmo.\n- Cedar Retail Group was founded in 2015.\n- Yuki works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki reports to Tessa.\n- Dmitri works for Cedar Retail Group.\n- Vantage Air was founded in 2000.\n- Stefan reports to Dmitri.\n- Dmitri reports to Emeka.\n- Tessa reports to Tobias.\n- Tobias reports to Ingrid.\n- Crescent Telecom is headquartered in Lyon.\n- Tobias works for Vantage Air.\n- Emeka works for Cedar Retail Group.\n- Tessa works for Pinnacle Software.\n- Emeka reports to Jonas.\n- Pinnacle Software is headquartered in Malmo.\n- Ingrid reports to Stefan.\n- Jonas works for Crescent Telecom.\n- Pinnacle Software was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10884", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2399: employee Lucia K., hired 17 February 2022, separated 24 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2399?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Basel.\n- Lattice Analytics was founded in 1975.\n- Elena works for Lattice Analytics.\n- Wren reports to Callum.\n- Wren works for Crescent Telecom.\n- Northwind Systems is headquartered in Basel.\n- Crescent Telecom was founded in 1988.\n- Callum works for Lattice Analytics.\n- Tessa reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics is headquartered in Brno.\n- Felix reports to Sanne.\n- Summit Energy was founded in 1983.\n- Callum reports to Felix.\n- Tobias works for Crescent Telecom.\n- Nadia works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Northwind Systems was founded in 2008.\n- Mara reports to Wren.\n- Tobias reports to Mara.\n- Nadia reports to Elena.\n- Crescent Telecom is headquartered in Brno.\n- Mara works for Lattice Analytics.\n- Chiara reports to Nadia.\n- Felix works for Lattice Analytics.\n- Elena reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10886", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8975: employee Sanne R., hired 01 September 2020, separated 05 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8975?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10887", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10888", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3609: employee Aisha S., hired 25 October 2021, separated 20 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3609?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10889", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Ghent.\n- Mateo works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Stefan reports to Viktor.\n- Stefan works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Mateo reports to Pablo.\n- Nadia reports to Ravi.\n- Tobias works for Lattice Analytics.\n- Tobias reports to Deshawn.\n- Deshawn reports to Hana.\n- Northwind Systems was founded in 2014.\n- Nadia works for Atlas Freight.\n- Wren works for Lattice Analytics.\n- Wren reports to Stefan.\n- Pablo reports to Priya.\n- Ravi reports to Tobias.\n- Fernhill Foods was founded in 1995.\n- Viktor works for Fernhill Foods.\n- Deshawn works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Viktor reports to Mateo.\n- Hana reports to Omar.\n- Lattice Analytics is headquartered in Ghent.\n- Atlas Freight was founded in 1984.\n- Lattice Analytics was founded in 2008.\n- Pablo works for Atlas Freight.\n- Northwind Systems is headquartered in Oslo.\n- Priya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10891", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9838: employee Hana R., hired 30 December 2021, separated 14 February 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-9838 under the controlling rules.", "criteria": {"0": "$17,938", "1": "$77,350", "2": "$17,850", "3": "$18,350"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2014.\n- Kenji reports to Felix.\n- Mateo works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Felix works for Lattice Analytics.\n- Jonas reports to Kenji.\n- Ravi works for Lattice Analytics.\n- Felix reports to Ravi.\n- Kenji works for Lattice Analytics.\n- Deshawn reports to Jonas.\n- Sanne reports to Mateo.\n- Fernhill Foods was founded in 2003.\n- Mei works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Jonas works for Fernhill Foods.\n- Cobalt Health is headquartered in Valencia.\n- Helios Logistics is headquartered in Malmo.\n- Lattice Analytics is headquartered in Adelaide.\n- Deshawn works for Helios Logistics.\n- Mateo reports to Mei.\n- Cobalt Health was founded in 1996.\n- Lattice Analytics was founded in 1981.\n- Ravi reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10893", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10894", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10895", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10896", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10897", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10898", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10899", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10900", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Northwind Systems was founded in 2001.\n- Tobias reports to Yuki.\n- Stefan works for Northwind Systems.\n- Yuki reports to Stefan.\n- Nadia reports to Aisha.\n- Aisha works for Lattice Analytics.\n- Summit Energy was founded in 1989.\n- Tobias works for Lattice Analytics.\n- Fernhill Foods was founded in 2014.\n- Summit Energy is headquartered in Malmo.\n- Fernhill Foods is headquartered in Tampere.\n- Nadia works for Summit Energy.\n- Northwind Systems is headquartered in Malmo.\n- Sofia reports to Amara.\n- Lattice Analytics is headquartered in Malmo.\n- Yuki works for Summit Energy.\n- Aisha reports to Callum.\n- Amara works for Northwind Systems.\n- Stefan reports to Nadia.\n- Amara reports to Tobias.\n- Sofia works for Summit Energy.\n- Lattice Analytics was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Anders reports to Hana.\n- Helios Logistics was founded in 2005.\n- Vantage Air was founded in 2007.\n- Omar reports to Jonas.\n- Pinnacle Software is headquartered in Nagoya.\n- Jonas reports to Emeka.\n- Cobalt Health is headquartered in Nagoya.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo reports to Amara.\n- Jonas works for Helios Logistics.\n- Kenji reports to Dmitri.\n- Ingrid reports to Mateo.\n- Kenji works for Vantage Air.\n- Pinnacle Software was founded in 1993.\n- Amara works for Vantage Air.\n- Mateo works for Vantage Air.\n- Hana reports to Omar.\n- Anders works for Helios Logistics.\n- Omar works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Hana works for Helios Logistics.\n- Dmitri works for Vantage Air.\n- Amara reports to Kenji.\n- Cobalt Health was founded in 1995.\n- Vantage Air is headquartered in Nagoya.\n- Dmitri reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10903", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10904", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10905", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-2399: employee Stefan K., hired 30 July 2023, separated 10 October 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-2399?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-2399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10906", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2007.\n- Nadia reports to Bruno.\n- Nadia works for Vantage Air.\n- Dmitri reports to Felix.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor reports to Tessa.\n- Sanne works for Vantage Air.\n- Cobalt Health was founded in 1984.\n- Bruno works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.\n- Sanne reports to Dmitri.\n- Ironwood Manufacturing was founded in 2009.\n- Bruno reports to Viktor.\n- Tessa reports to Kenji.\n- Vantage Air was founded in 1979.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Felix reports to Nadia.\n- Viktor works for Helios Logistics.\n- Vantage Air is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Mara works for Bluepine Aviation.\n- Lattice Analytics was founded in 1999.\n- Anders reports to Priya.\n- Priya works for Lattice Analytics.\n- Stefan reports to Bruno.\n- Omar reports to Mara.\n- Meridian Bank was founded in 1979.\n- Bluepine Aviation is headquartered in Austin.\n- Emeka reports to Omar.\n- Vantage Air was founded in 1975.\n- Stefan works for Lattice Analytics.\n- Omar works for Vantage Air.\n- Meridian Bank is headquartered in Austin.\n- Bluepine Aviation was founded in 1985.\n- Deshawn reports to Anders.\n- Vantage Air is headquartered in Malmo.\n- Bruno reports to Deshawn.\n- Deshawn works for Lattice Analytics.\n- Priya reports to Emeka.\n- Anders works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Bruno works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10909", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10910", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7756: employee Kenji R., hired 26 December 2021, separated 01 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7756?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10911", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Kenji reports to Wren.\n- Ingrid reports to Omar.\n- Bluepine Aviation was founded in 1999.\n- Helios Logistics is headquartered in Malmo.\n- Ingrid works for Fernhill Foods.\n- Pablo reports to Ingrid.\n- Wren reports to Pablo.\n- Nadia works for Bluepine Aviation.\n- Anders reports to Nadia.\n- Pablo works for Helios Logistics.\n- Fernhill Foods was founded in 1987.\n- Cobalt Health is headquartered in Dunedin.\n- Helios Logistics was founded in 1994.\n- Fernhill Foods is headquartered in Dunedin.\n- Kenji works for Bluepine Aviation.\n- Bruno reports to Anders.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Omar works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Nadia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1971", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10913", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3840: employee Ingrid B., hired 04 February 2021, separated 11 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2025-3840 under the controlling rules.", "criteria": {"0": "$8,575", "1": "$8,662", "2": "$37,158", "3": "$8,075"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1977.\n- Pinnacle Software is headquartered in Tampere.\n- Bruno reports to Kenji.\n- Kenji reports to Ingrid.\n- Nadia works for Pinnacle Software.\n- Amara reports to Nadia.\n- Lucia reports to Callum.\n- Crescent Telecom was founded in 1983.\n- Ingrid reports to Amara.\n- Hana works for Crescent Telecom.\n- Nadia reports to Priya.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Priya reports to Hana.\n- Amara works for Helios Logistics.\n- Sanne reports to Sofia.\n- Hana reports to Lucia.\n- Dmitri works for Lattice Analytics.\n- Lucia works for Pinnacle Software.\n- Sofia reports to Dmitri.\n- Helios Logistics was founded in 2015.\n- Kenji works for Lattice Analytics.\n- Ingrid works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 1997.\n- Bruno works for Helios Logistics.\n- Callum reports to Sanne.\n- Helios Logistics is headquartered in Valencia.\n- Callum works for Crescent Telecom.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1972", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-10915", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 53865 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "report_damage", "2": "request_refund", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Felix.\n- Bluepine Aviation was founded in 1982.\n- Viktor works for Summit Energy.\n- Lucia works for Bluepine Aviation.\n- Priya reports to Amara.\n- Summit Energy was founded in 2015.\n- Viktor reports to Lucia.\n- Leila works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Beacon Insurance is headquartered in Lyon.\n- Summit Energy is headquartered in Austin.\n- Cedar Retail Group was founded in 1997.\n- Leila reports to Elena.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1980.\n- Elena reports to Priya.\n- Amara reports to Emeka.\n- Lucia reports to Leila.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Elena works for Beacon Insurance.\n- Felix works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Felix reports to Tessa.\n- Bruno reports to Viktor.\n- Priya works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Aisha reports to Mara.\n- Bruno reports to Stefan.\n- Fernhill Foods was founded in 1995.\n- Chiara reports to Aisha.\n- Stefan works for Summit Energy.\n- Amara reports to Emeka.\n- Mateo reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Emeka reports to Nadia.\n- Summit Energy was founded in 1991.\n- Emeka works for Summit Energy.\n- Bruno works for Northwind Systems.\n- Fernhill Foods is headquartered in Turku.\n- Tobias works for Summit Energy.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Chiara works for Northwind Systems.\n- Callum works for Fernhill Foods.\n- Nadia reports to Callum.\n- Stefan reports to Tobias.\n- Crescent Telecom was founded in 2011.\n- Crescent Telecom is headquartered in Valencia.\n- Amara works for Northwind Systems.\n- Summit Energy is headquartered in Porto.\n- Mateo works for Crescent Telecom.\n- Tessa reports to Chiara.\n- Mara reports to Bruno.\n- Callum reports to Mateo.\n- Northwind Systems was founded in 1996.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10918", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "resets credentials", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Dmitri reports to Ingrid.\n- Bluepine Aviation is headquartered in Valencia.\n- Ingrid reports to Pablo.\n- Pablo works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Pinnacle Software was founded in 1985.\n- Wren reports to Mara.\n- Pinnacle Software is headquartered in Valencia.\n- Nadia reports to Elena.\n- Nadia works for Beacon Insurance.\n- Cedar Retail Group was founded in 1977.\n- Cedar Retail Group is headquartered in Valencia.\n- Beacon Insurance is headquartered in Brno.\n- Pablo reports to Wren.\n- Priya reports to Nadia.\n- Elena works for Bluepine Aviation.\n- Elena reports to Dmitri.\n- Bluepine Aviation was founded in 1983.\n- Wren works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Beacon Insurance was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10920", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 August 2025): For employees hired on or after 09 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3835: employee Wren R., hired 29 February 2024, separated 05 March 2027 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3835?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-10921", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10922", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2416: employee Lucia S., hired 13 September 2020, separated 05 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2416?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10923", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3238: employee Lucia B., hired 07 July 2022, separated 27 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3238?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10924", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10925", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3811: employee Omar M., hired 12 March 2023, separated 04 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3811?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10926", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10927", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10928", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4459: employee Ravi S., hired 19 March 2023, separated 31 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4459?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10929", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3688: employee Stefan B., hired 04 September 2022, separated 23 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3688?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-10930", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10931", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Dmitri.\n- Sofia reports to Mateo.\n- Yuki reports to Aisha.\n- Dmitri reports to Emeka.\n- Helios Logistics was founded in 1979.\n- Yuki works for Meridian Bank.\n- Ravi reports to Wren.\n- Sofia works for Helios Logistics.\n- Northwind Systems was founded in 2007.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Emeka reports to Stefan.\n- Dmitri works for Vantage Air.\n- Wren reports to Sofia.\n- Omar reports to Yuki.\n- Helios Logistics is headquartered in Basel.\n- Omar works for Meridian Bank.\n- Aisha works for Helios Logistics.\n- Aisha reports to Ravi.\n- Vantage Air was founded in 1977.\n- Emeka works for Northwind Systems.\n- Mateo works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Vantage Air is headquartered in Oslo.\n- Meridian Bank is headquartered in Basel.\n- Ravi works for Helios Logistics.\n- Meridian Bank was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Wren.\n- Amara reports to Ravi.\n- Meridian Bank was founded in 1978.\n- Bruno works for Meridian Bank.\n- Mara reports to Amara.\n- Stefan works for Atlas Freight.\n- Emeka reports to Bruno.\n- Emeka works for Meridian Bank.\n- Atlas Freight is headquartered in Adelaide.\n- Wren works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2011.\n- Atlas Freight was founded in 2007.\n- Ravi reports to Stefan.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Bruno reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Wren reports to Mara.\n- Fernhill Foods is headquartered in Austin.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10934", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10935", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5089: employee Tobias R., hired 14 July 2022, separated 15 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5089?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10936", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5226: employee Hana S., hired 20 April 2022, separated 03 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5226?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10937", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10938", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10939", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5052: employee Jonas B., hired 26 January 2023, separated 24 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5052?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10940", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1994.\n- Anders reports to Kenji.\n- Nadia works for Summit Energy.\n- Lucia works for Summit Energy.\n- Nadia reports to Bruno.\n- Bruno reports to Tobias.\n- Summit Energy is headquartered in Cork.\n- Kenji reports to Emeka.\n- Wren works for Meridian Bank.\n- Atlas Freight is headquartered in Austin.\n- Emeka works for Ironwood Manufacturing.\n- Wren reports to Lucia.\n- Anders works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Priya reports to Callum.\n- Ironwood Manufacturing was founded in 1989.\n- Priya works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Emeka reports to Wren.\n- Summit Energy was founded in 2006.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Meridian Bank is headquartered in Malmo.\n- Tobias reports to Anders.\n- Lucia reports to Priya.\n- Bruno works for Summit Energy.\n- Kenji works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Zoya reports to Mei.\n- Viktor reports to Ravi.\n- Beacon Insurance was founded in 1992.\n- Pinnacle Software is headquartered in Adelaide.\n- Anders works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Pablo reports to Tessa.\n- Tessa reports to Callum.\n- Cobalt Health is headquartered in Cork.\n- Viktor works for Helios Logistics.\n- Sofia works for Cobalt Health.\n- Beacon Insurance is headquartered in Leeds.\n- Ravi reports to Pablo.\n- Elena reports to Anders.\n- Helios Logistics is headquartered in Adelaide.\n- Mei reports to Elena.\n- Zoya works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Cobalt Health was founded in 1999.\n- Callum reports to Sofia.\n- Mei works for Beacon Insurance.\n- Sofia reports to Zoya.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 2015.\n- Pablo works for Helios Logistics.\n- Pinnacle Software was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10943", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10944", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10945", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 March 2023): For employees hired on or after 30 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8640: employee Mei K., hired 02 September 2020, separated 09 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8640?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10946", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10947", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10948", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 26 April 2025): For employees hired on or after 26 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7582: employee Mei B., hired 05 February 2025, separated 08 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7582?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10949", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Amara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1993.\n- Elena reports to Anders.\n- Vantage Air is headquartered in Porto.\n- Cedar Retail Group is headquartered in Brno.\n- Anders works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Deshawn works for Lattice Analytics.\n- Meridian Bank is headquartered in Brno.\n- Anders reports to Deshawn.\n- Pablo reports to Dmitri.\n- Ingrid works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Nadia reports to Elena.\n- Pablo works for Cedar Retail Group.\n- Tessa reports to Leila.\n- Meridian Bank was founded in 1978.\n- Elena works for Meridian Bank.\n- Deshawn reports to Ingrid.\n- Lattice Analytics is headquartered in Porto.\n- Cedar Retail Group was founded in 1983.\n- Leila reports to Pablo.\n- Ingrid reports to Tessa.\n- Vantage Air was founded in 2011.\n- Leila works for Meridian Bank.\n- Amara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Kenji reports to Bruno.\n- Sofia reports to Kenji.\n- Chiara works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Vantage Air is headquartered in Malmo.\n- Bruno works for Northwind Systems.\n- Dmitri reports to Sofia.\n- Mara works for Vantage Air.\n- Wren reports to Dmitri.\n- Tobias reports to Wren.\n- Bruno reports to Mara.\n- Vantage Air was founded in 1998.\n- Chiara reports to Mei.\n- Helios Logistics is headquartered in Malmo.\n- Tobias works for Vantage Air.\n- Priya reports to Tobias.\n- Northwind Systems was founded in 1983.\n- Wren works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Lattice Analytics is headquartered in Malmo.\n- Sofia works for Vantage Air.\n- Mei works for Northwind Systems.\n- Lattice Analytics was founded in 1981.\n- Northwind Systems is headquartered in Malmo.\n- Mara reports to Chiara.\n- Helios Logistics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "2001", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Elena reports to Tobias.\n- Elena works for Crescent Telecom.\n- Ravi reports to Callum.\n- Cedar Retail Group is headquartered in Halifax.\n- Yuki reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Kenji reports to Omar.\n- Kenji works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki works for Fernhill Foods.\n- Emeka reports to Yuki.\n- Omar works for Crescent Telecom.\n- Tobias reports to Felix.\n- Cedar Retail Group was founded in 1978.\n- Tobias works for Fernhill Foods.\n- Callum reports to Bruno.\n- Bruno reports to Kenji.\n- Felix reports to Wren.\n- Fernhill Foods was founded in 1988.\n- Bruno works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Amara reports to Emeka.\n- Beacon Insurance was founded in 1982.\n- Amara works for Cedar Retail Group.\n- Crescent Telecom was founded in 2012.\n- Callum works for Cedar Retail Group.\n- Wren works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Wren reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10953", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5608: employee Wren B., hired 08 November 2019, separated 10 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-5608 under the controlling rules.", "criteria": {"0": "$27,000", "1": "$112,667", "2": "$26,400", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-10954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Elena works for Pinnacle Software.\n- Vantage Air was founded in 2007.\n- Mara reports to Ingrid.\n- Ironwood Manufacturing was founded in 1994.\n- Viktor works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Elena reports to Yuki.\n- Mara works for Pinnacle Software.\n- Omar reports to Priya.\n- Dmitri works for Pinnacle Software.\n- Zoya reports to Mara.\n- Priya works for Vantage Air.\n- Ingrid reports to Aisha.\n- Dmitri reports to Zoya.\n- Viktor reports to Dmitri.\n- Vantage Air is headquartered in Austin.\n- Yuki reports to Omar.\n- Pinnacle Software was founded in 2002.\n- Zoya works for Ironwood Manufacturing.\n- Summit Energy was founded in 1975.\n- Aisha reports to Elena.\n- Ironwood Manufacturing is headquartered in Cork.\n- Aisha works for Summit Energy.\n- Pinnacle Software is headquartered in Cork.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1994.\n- Sanne reports to Bruno.\n- Amara works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Ravi reports to Tessa.\n- Bruno works for Lattice Analytics.\n- Amara reports to Sanne.\n- Emeka reports to Mei.\n- Meridian Bank was founded in 2000.\n- Cobalt Health was founded in 1994.\n- Tessa works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Emeka works for Lattice Analytics.\n- Pinnacle Software is headquartered in Cork.\n- Ravi works for Meridian Bank.\n- Mei reports to Amara.\n- Tessa reports to Kenji.\n- Cobalt Health is headquartered in Basel.\n- Kenji reports to Emeka.\n- Kenji works for Lattice Analytics.\n- Pinnacle Software was founded in 1983.\n- Mei works for Pinnacle Software.\n- Meridian Bank is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10956", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4687: employee Sanne K., hired 07 October 2020, separated 28 December 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4687?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Ironwood Manufacturing was founded in 2009.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pinnacle Software was founded in 2007.\n- Lucia reports to Sanne.\n- Jonas works for Northwind Systems.\n- Helios Logistics is headquartered in Basel.\n- Mateo reports to Jonas.\n- Amara works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Callum reports to Viktor.\n- Lucia works for Helios Logistics.\n- Amara reports to Stefan.\n- Sanne reports to Callum.\n- Callum works for Helios Logistics.\n- Viktor reports to Amara.\n- Northwind Systems was founded in 2004.\n- Sanne works for Helios Logistics.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Jonas reports to Lucia.\n- Northwind Systems is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10958", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10959", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Stefan.\n- Anders works for Northwind Systems.\n- Ingrid works for Fernhill Foods.\n- Mei works for Crescent Telecom.\n- Callum works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Fernhill Foods is headquartered in Nagoya.\n- Priya reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Northwind Systems was founded in 1986.\n- Fernhill Foods was founded in 1989.\n- Callum reports to Aisha.\n- Zoya reports to Nadia.\n- Stefan works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Ingrid reports to Deshawn.\n- Aisha reports to Anders.\n- Aisha works for Beacon Insurance.\n- Nadia reports to Callum.\n- Beacon Insurance is headquartered in Nagoya.\n- Crescent Telecom was founded in 2011.\n- Priya works for Beacon Insurance.\n- Crescent Telecom is headquartered in Nagoya.\n- Nadia works for Crescent Telecom.\n- Anders reports to Ingrid.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10961", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Yuki.\n- Pinnacle Software was founded in 2005.\n- Elena reports to Kenji.\n- Pinnacle Software is headquartered in Basel.\n- Leila reports to Wren.\n- Yuki reports to Elena.\n- Elena works for Lattice Analytics.\n- Kenji reports to Omar.\n- Leila works for Atlas Freight.\n- Lattice Analytics is headquartered in Tallinn.\n- Kenji works for Cobalt Health.\n- Priya works for Atlas Freight.\n- Cobalt Health was founded in 1992.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 2007.\n- Omar reports to Priya.\n- Cobalt Health is headquartered in Basel.\n- Omar works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Wren works for Cobalt Health.\n- Wren reports to Mei.\n- Lattice Analytics was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10963", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4654: employee Hana A., hired 17 July 2023, separated 15 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-4654 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$4,200", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-10964", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 73789 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10965", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1983.\n- Zoya reports to Omar.\n- Summit Energy is headquartered in Valencia.\n- Summit Energy was founded in 1982.\n- Wren works for Fernhill Foods.\n- Nadia reports to Anders.\n- Fernhill Foods is headquartered in Bergen.\n- Tessa reports to Wren.\n- Anders reports to Deshawn.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Nadia.\n- Omar reports to Tessa.\n- Deshawn works for Fernhill Foods.\n- Atlas Freight was founded in 1975.\n- Anders works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Deshawn reports to Zoya.\n- Fernhill Foods was founded in 1979.\n- Omar works for Fernhill Foods.\n- Atlas Freight is headquartered in Bergen.\n- Sanne works for Atlas Freight.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10967", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10968", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10969", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10970", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5071: employee Wren R., hired 16 January 2022, separated 24 January 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5071?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10972", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 July 2025): For employees hired on or after 09 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8632: employee Nadia B., hired 09 December 2021, separated 21 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8632?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-10973", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 April 2025): For employees hired on or after 29 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9474: employee Tessa M., hired 20 September 2021, separated 15 July 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2025-9474 under the controlling rules.", "criteria": {"0": "$21,600", "1": "$19,500", "2": "$21,500", "3": "$84,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10974", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10975", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10976", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-10977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1996.\n- Lattice Analytics is headquartered in Basel.\n- Priya works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Wren works for Atlas Freight.\n- Bruno reports to Tobias.\n- Dmitri reports to Viktor.\n- Atlas Freight was founded in 1998.\n- Priya reports to Dmitri.\n- Lattice Analytics was founded in 2008.\n- Amara works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Viktor reports to Bruno.\n- Cedar Retail Group is headquartered in Basel.\n- Amara reports to Wren.\n- Pinnacle Software is headquartered in Basel.\n- Tobias works for Cedar Retail Group.\n- Mateo reports to Priya.\n- Mateo works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Atlas Freight is headquartered in Turku.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10978", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 11400 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-10979", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 December 2022): For employees hired on or after 24 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6138: employee Ravi A., hired 19 October 2021, separated 24 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6138?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-10980", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 December 2022): For employees hired on or after 04 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9250: employee Chiara R., hired 19 November 2021, separated 27 March 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9250?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10981", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10982", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4962: employee Sanne B., hired 29 April 2023, separated 22 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4962?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10983", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-10984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Tessa reports to Zoya.\n- Chiara reports to Stefan.\n- Mara reports to Tessa.\n- Felix works for Ironwood Manufacturing.\n- Mara works for Pinnacle Software.\n- Stefan reports to Viktor.\n- Pinnacle Software was founded in 1997.\n- Viktor works for Beacon Insurance.\n- Tobias reports to Mara.\n- Mei reports to Anders.\n- Chiara works for Crescent Telecom.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Zoya works for Pinnacle Software.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Mei.\n- Aisha reports to Chiara.\n- Ironwood Manufacturing is headquartered in Basel.\n- Stefan works for Beacon Insurance.\n- Zoya reports to Felix.\n- Beacon Insurance was founded in 1982.\n- Tessa works for Pinnacle Software.\n- Crescent Telecom is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1992.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha works for Pinnacle Software.\n- Mei works for Crescent Telecom.\n- Felix reports to Sofia.\n- Crescent Telecom was founded in 2013.\n- Viktor reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-10985", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Amara reports to Callum.\n- Cedar Retail Group was founded in 1988.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Basel.\n- Tobias reports to Mara.\n- Leila works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Amara works for Ironwood Manufacturing.\n- Callum works for Bluepine Aviation.\n- Pablo reports to Tessa.\n- Sanne reports to Stefan.\n- Stefan reports to Pablo.\n- Nadia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1977.\n- Pablo works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Callum reports to Tobias.\n- Sofia reports to Sanne.\n- Cedar Retail Group is headquartered in Leeds.\n- Sofia works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1997.\n- Fernhill Foods is headquartered in Cork.\n- Leila reports to Nadia.\n- Tessa reports to Leila.\n- Nadia reports to Amara.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-10987", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8751: employee Dmitri S., hired 29 December 2021, separated 28 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8751?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-10988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Emeka reports to Zoya.\n- Omar works for Summit Energy.\n- Hana works for Ironwood Manufacturing.\n- Emeka works for Lattice Analytics.\n- Beacon Insurance was founded in 1978.\n- Elena works for Ironwood Manufacturing.\n- Wren reports to Lucia.\n- Ingrid works for Ironwood Manufacturing.\n- Lucia reports to Emeka.\n- Ironwood Manufacturing was founded in 2014.\n- Lattice Analytics was founded in 2001.\n- Hana reports to Pablo.\n- Lucia works for Ironwood Manufacturing.\n- Deshawn reports to Wren.\n- Pablo reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Omar reports to Elena.\n- Summit Energy was founded in 1987.\n- Wren works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya reports to Ingrid.\n- Elena reports to Hana.\n- Beacon Insurance is headquartered in Dunedin.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2012", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-10989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2000.\n- Kenji works for Fernhill Foods.\n- Mateo reports to Wren.\n- Wren reports to Pablo.\n- Ingrid reports to Kenji.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Mei works for Helios Logistics.\n- Leila works for Fernhill Foods.\n- Leila reports to Stefan.\n- Crescent Telecom was founded in 1989.\n- Pablo reports to Mara.\n- Fernhill Foods was founded in 1998.\n- Pablo works for Cobalt Health.\n- Mara works for Crescent Telecom.\n- Stefan works for Fernhill Foods.\n- Mei reports to Amara.\n- Fernhill Foods is headquartered in Nagoya.\n- Helios Logistics is headquartered in Halifax.\n- Cobalt Health was founded in 2006.\n- Cobalt Health is headquartered in Nagoya.\n- Wren works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Mara reports to Leila.\n- Amara works for Fernhill Foods.\n- Kenji reports to Mei.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10990", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-10991", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Kenji reports to Yuki.\n- Mei reports to Ravi.\n- Viktor reports to Emeka.\n- Meridian Bank was founded in 1982.\n- Anders reports to Kenji.\n- Wren works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2001.\n- Ravi reports to Viktor.\n- Fernhill Foods is headquartered in Brno.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Summit Energy is headquartered in Brno.\n- Viktor works for Summit Energy.\n- Meridian Bank is headquartered in Turku.\n- Emeka reports to Nadia.\n- Mei works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pablo works for Ironwood Manufacturing.\n- Yuki reports to Pablo.\n- Pablo reports to Mei.\n- Summit Energy was founded in 2004.\n- Wren reports to Anders.\n- Ravi works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-10993", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-10994", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-10995", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-10996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Aisha.\n- Tobias works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Sanne works for Lattice Analytics.\n- Pablo reports to Sofia.\n- Jonas reports to Sanne.\n- Lattice Analytics was founded in 1981.\n- Mara works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom was founded in 1997.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 2007.\n- Mateo works for Pinnacle Software.\n- Aisha reports to Mara.\n- Jonas works for Summit Energy.\n- Mateo reports to Lucia.\n- Wren works for Lattice Analytics.\n- Sofia reports to Hana.\n- Wren reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Mara reports to Jonas.\n- Hana reports to Tobias.\n- Stefan reports to Wren.\n- Pinnacle Software was founded in 1991.\n- Sofia works for Lattice Analytics.\n- Hana works for Pinnacle Software.\n- Crescent Telecom is headquartered in Nagoya.\n- Lucia reports to Stefan.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-10997", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4230: employee Lucia A., hired 10 April 2024, separated 25 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-4230 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$6,400", "2": "$8,312", "3": "$36,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-10998", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-10999", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 51993\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11000", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Lucia.\n- Beacon Insurance was founded in 2004.\n- Omar works for Ironwood Manufacturing.\n- Dmitri reports to Jonas.\n- Jonas works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2013.\n- Helios Logistics is headquartered in Tampere.\n- Anders works for Ironwood Manufacturing.\n- Pablo works for Fernhill Foods.\n- Tessa reports to Wren.\n- Omar reports to Anders.\n- Lucia reports to Omar.\n- Elena works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Priya works for Helios Logistics.\n- Tessa works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Lucia works for Beacon Insurance.\n- Wren works for Helios Logistics.\n- Beacon Insurance is headquartered in Nagoya.\n- Deshawn reports to Dmitri.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara works for Beacon Insurance.\n- Priya reports to Elena.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Fernhill Foods was founded in 1977.\n- Anders reports to Pablo.\n- Pablo reports to Deshawn.\n- Jonas reports to Priya.\n- Helios Logistics was founded in 1983.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1983", "2": "1978", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11002", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11003", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11004", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 June 2025): For employees hired on or after 11 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3209: employee Jonas S., hired 28 April 2022, separated 23 May 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-3209 under the controlling rules.", "criteria": {"0": "$20,500", "1": "$19,900", "2": "$20,400", "3": "$88,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11005", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8054: employee Tessa S., hired 14 December 2023, separated 08 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8054?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11006", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-7 (VERSION 7, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 March 2023): For employees hired on or after 12 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3606: employee Yuki B., hired 21 November 2021, separated 23 October 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3606?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Aisha.\n- Fernhill Foods is headquartered in Oslo.\n- Hana works for Cobalt Health.\n- Northwind Systems was founded in 1977.\n- Mara reports to Hana.\n- Dmitri works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Meridian Bank was founded in 2005.\n- Bruno works for Meridian Bank.\n- Nadia reports to Dmitri.\n- Cobalt Health is headquartered in Oslo.\n- Mateo works for Meridian Bank.\n- Mateo reports to Nadia.\n- Aisha reports to Bruno.\n- Bruno reports to Mara.\n- Pablo works for Cobalt Health.\n- Priya works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Northwind Systems is headquartered in Oslo.\n- Mara works for Cobalt Health.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Cobalt Health was founded in 2011.\n- Pablo reports to Priya.\n- Deshawn works for Cobalt Health.\n- Deshawn reports to Mateo.\n- Hana reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11008", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11009", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 January 2023): For employees hired on or after 19 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7691: employee Mara A., hired 24 July 2020, separated 28 March 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7691 under the controlling rules.", "criteria": {"0": "$10,885", "1": "$7,010", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11010", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9533: employee Ravi A., hired 11 June 2022, separated 07 December 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-9533 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$7,500", "3": "$6,562"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Basel.\n- Helios Logistics was founded in 1988.\n- Vantage Air was founded in 1992.\n- Helios Logistics is headquartered in Basel.\n- Yuki reports to Nadia.\n- Tessa reports to Wren.\n- Hana reports to Omar.\n- Viktor reports to Deshawn.\n- Priya reports to Tessa.\n- Priya works for Vantage Air.\n- Deshawn reports to Yuki.\n- Leila works for Vantage Air.\n- Ironwood Manufacturing was founded in 2002.\n- Wren works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Leila reports to Hana.\n- Viktor works for Ironwood Manufacturing.\n- Lucia works for Helios Logistics.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn works for Helios Logistics.\n- Cedar Retail Group was founded in 1991.\n- Nadia reports to Priya.\n- Yuki works for Ironwood Manufacturing.\n- Omar works for Vantage Air.\n- Tessa works for Vantage Air.\n- Lucia reports to Leila.\n- Omar reports to Sofia.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Wren reports to Lucia.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11012", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1374: employee Sofia B., hired 02 August 2021, separated 27 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1374?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Stefan.\n- Dmitri works for Pinnacle Software.\n- Chiara reports to Zoya.\n- Pinnacle Software was founded in 2009.\n- Tessa reports to Felix.\n- Aisha reports to Dmitri.\n- Aisha works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Atlas Freight was founded in 1978.\n- Felix reports to Chiara.\n- Pinnacle Software is headquartered in Leeds.\n- Jonas reports to Ingrid.\n- Stefan works for Pinnacle Software.\n- Dmitri reports to Sanne.\n- Zoya works for Atlas Freight.\n- Anders reports to Jonas.\n- Summit Energy was founded in 1991.\n- Atlas Freight is headquartered in Porto.\n- Cedar Retail Group was founded in 2004.\n- Summit Energy is headquartered in Halifax.\n- Sanne reports to Kenji.\n- Chiara works for Cedar Retail Group.\n- Felix works for Atlas Freight.\n- Jonas works for Cedar Retail Group.\n- Anders works for Pinnacle Software.\n- Stefan reports to Aisha.\n- Sanne works for Cedar Retail Group.\n- Zoya reports to Anders.\n- Cedar Retail Group is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11014", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7414: employee Amara R., hired 27 February 2024, separated 16 November 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-7414 under the controlling rules.", "criteria": {"0": "$1,400", "1": "$1,500", "2": "$2,000", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Elena reports to Lucia.\n- Cobalt Health was founded in 2000.\n- Felix works for Helios Logistics.\n- Northwind Systems was founded in 1983.\n- Helios Logistics is headquartered in Lyon.\n- Mei works for Bluepine Aviation.\n- Lucia reports to Bruno.\n- Bluepine Aviation was founded in 1976.\n- Felix reports to Priya.\n- Bruno reports to Sanne.\n- Helios Logistics was founded in 2014.\n- Mei reports to Elena.\n- Sanne reports to Chiara.\n- Cobalt Health is headquartered in Basel.\n- Sanne works for Northwind Systems.\n- Bruno works for Helios Logistics.\n- Hana reports to Felix.\n- Tessa works for Helios Logistics.\n- Priya reports to Tessa.\n- Elena works for Helios Logistics.\n- Lucia works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Tessa reports to Mei.\n- Northwind Systems is headquartered in Basel.\n- Bluepine Aviation is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11016", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11017", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11018", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5507: employee Callum A., hired 03 August 2023, separated 14 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5507?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11019", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Pablo reports to Chiara.\n- Nadia reports to Ravi.\n- Felix reports to Nadia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ingrid works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Tessa reports to Amara.\n- Ravi reports to Ingrid.\n- Ironwood Manufacturing was founded in 2013.\n- Fernhill Foods was founded in 1982.\n- Nadia works for Ironwood Manufacturing.\n- Amara reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Chiara reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2005.\n- Pablo works for Beacon Insurance.\n- Felix works for Ironwood Manufacturing.\n- Amara works for Crescent Telecom.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Fernhill Foods is headquartered in Tampere.\n- Sofia reports to Pablo.\n- Ingrid reports to Sofia.\n- Beacon Insurance was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11021", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Elena.\n- Fernhill Foods was founded in 1986.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1981.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Zoya works for Fernhill Foods.\n- Tobias works for Ironwood Manufacturing.\n- Priya reports to Zoya.\n- Ravi works for Cobalt Health.\n- Ravi reports to Mara.\n- Pablo reports to Emeka.\n- Zoya reports to Ravi.\n- Elena reports to Priya.\n- Cobalt Health is headquartered in Brno.\n- Pablo works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Ghent.\n- Mara works for Vantage Air.\n- Cobalt Health was founded in 2002.\n- Mara reports to Tobias.\n- Emeka works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Vantage Air was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Lucia works for Cobalt Health.\n- Pablo reports to Elena.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Elena reports to Mateo.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ravi works for Vantage Air.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1989.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 1980.\n- Mei reports to Leila.\n- Jonas works for Cobalt Health.\n- Mei works for Ironwood Manufacturing.\n- Lucia reports to Omar.\n- Mateo reports to Ravi.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 2000.\n- Ironwood Manufacturing was founded in 1977.\n- Omar works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Omar reports to Pablo.\n- Felix reports to Jonas.\n- Mateo works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Ravi reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11024", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5615: employee Anders B., hired 20 April 2023, separated 02 January 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-5615 under the controlling rules.", "criteria": {"0": "$10,200", "1": "$44,200", "2": "$10,700", "3": "$10,125"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11025", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 December 2024): For employees hired on or after 30 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5634: employee Mara T., hired 13 April 2021, separated 20 April 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5634?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11026", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 November 2025): For employees hired on or after 22 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1119: employee Dmitri K., hired 17 September 2025, separated 19 July 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-1119 under the controlling rules.", "criteria": {"0": "$4,154", "1": "$10,885", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Priya.\n- Amara reports to Deshawn.\n- Tessa works for Crescent Telecom.\n- Meridian Bank was founded in 1978.\n- Sanne works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Lattice Analytics was founded in 2011.\n- Mara works for Lattice Analytics.\n- Hana works for Pinnacle Software.\n- Hana reports to Stefan.\n- Mateo reports to Wren.\n- Pinnacle Software was founded in 2001.\n- Stefan reports to Tessa.\n- Wren works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Priya reports to Omar.\n- Mei works for Meridian Bank.\n- Sanne reports to Hana.\n- Deshawn reports to Mei.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Mara reports to Mateo.\n- Tessa reports to Amara.\n- Deshawn works for Pinnacle Software.\n- Lattice Analytics is headquartered in Tampere.\n- Stefan works for Lattice Analytics.\n- Crescent Telecom was founded in 2006.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Crescent Telecom is headquartered in Tampere.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11028", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Callum.\n- Tessa reports to Chiara.\n- Northwind Systems is headquartered in Malmo.\n- Summit Energy was founded in 1988.\n- Kenji works for Summit Energy.\n- Bruno reports to Tessa.\n- Mei works for Northwind Systems.\n- Pinnacle Software was founded in 2002.\n- Bruno works for Northwind Systems.\n- Callum reports to Ingrid.\n- Anders reports to Kenji.\n- Pinnacle Software is headquartered in Basel.\n- Ingrid works for Summit Energy.\n- Zoya reports to Anders.\n- Ingrid reports to Bruno.\n- Stefan works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Callum works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Kenji reports to Mei.\n- Northwind Systems was founded in 1995.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Cedar Retail Group was founded in 1991.\n- Mei reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11030", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group is headquartered in Cork.\n- Dmitri works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Amara reports to Dmitri.\n- Northwind Systems was founded in 2013.\n- Anders works for Cedar Retail Group.\n- Cobalt Health was founded in 2009.\n- Chiara works for Northwind Systems.\n- Beacon Insurance was founded in 2013.\n- Dmitri reports to Tobias.\n- Chiara reports to Stefan.\n- Northwind Systems is headquartered in Cork.\n- Cedar Retail Group was founded in 1988.\n- Yuki works for Beacon Insurance.\n- Lucia reports to Anders.\n- Sanne reports to Ravi.\n- Beacon Insurance is headquartered in Cork.\n- Ravi reports to Hana.\n- Yuki reports to Sanne.\n- Tobias works for Northwind Systems.\n- Stefan works for Cedar Retail Group.\n- Tobias reports to Wren.\n- Hana reports to Lucia.\n- Anders reports to Amara.\n- Wren works for Cobalt Health.\n- Hana works for Cedar Retail Group.\n- Stefan reports to Yuki.\n- Lucia works for Cedar Retail Group.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1991", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Pinnacle Software was founded in 1999.\n- Kenji works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Callum reports to Elena.\n- Yuki works for Atlas Freight.\n- Cedar Retail Group was founded in 2008.\n- Beacon Insurance was founded in 1995.\n- Elena reports to Kenji.\n- Beacon Insurance is headquartered in Basel.\n- Leila reports to Stefan.\n- Elena works for Cedar Retail Group.\n- Jonas reports to Callum.\n- Lucia works for Atlas Freight.\n- Lucia reports to Jonas.\n- Leila works for Beacon Insurance.\n- Atlas Freight was founded in 2008.\n- Stefan reports to Yuki.\n- Jonas works for Atlas Freight.\n- Pinnacle Software is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11033", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 2013.\n- Tobias reports to Pablo.\n- Pablo works for Vantage Air.\n- Leila works for Summit Energy.\n- Tobias works for Beacon Insurance.\n- Vantage Air is headquartered in Brno.\n- Nadia works for Vantage Air.\n- Pablo reports to Leila.\n- Summit Energy is headquartered in Brno.\n- Mei reports to Emeka.\n- Mei works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Emeka reports to Nadia.\n- Leila reports to Elena.\n- Pinnacle Software was founded in 1975.\n- Emeka works for Pinnacle Software.\n- Chiara reports to Tobias.\n- Summit Energy was founded in 1992.\n- Pinnacle Software is headquartered in Brno.\n- Beacon Insurance is headquartered in Brno.\n- Elena reports to Mei.\n- Vantage Air was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11035", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11036", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4549: employee Zoya K., hired 05 September 2021, separated 30 July 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-4549 under the controlling rules.", "criteria": {"0": "$53,083", "1": "$12,188", "2": "$13,250", "3": "$12,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11037", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11038", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 31 July 2025): For employees hired on or after 31 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9459: employee Deshawn M., hired 25 August 2023, separated 14 March 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9459?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Bruno works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 2003.\n- Priya works for Atlas Freight.\n- Crescent Telecom is headquartered in Nagoya.\n- Nadia works for Lattice Analytics.\n- Priya reports to Mara.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar reports to Zoya.\n- Crescent Telecom was founded in 1992.\n- Cedar Retail Group is headquartered in Turku.\n- Atlas Freight is headquartered in Tampere.\n- Zoya reports to Nadia.\n- Lattice Analytics was founded in 1982.\n- Omar works for Atlas Freight.\n- Stefan works for Lattice Analytics.\n- Cedar Retail Group was founded in 1983.\n- Bruno reports to Omar.\n- Nadia reports to Callum.\n- Mara reports to Stefan.\n- Callum reports to Priya.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11040", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3377: employee Pablo S., hired 12 March 2023, separated 04 April 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3377?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Pinnacle Software.\n- Lucia works for Atlas Freight.\n- Viktor works for Pinnacle Software.\n- Fernhill Foods was founded in 1986.\n- Meridian Bank is headquartered in Dunedin.\n- Priya reports to Anders.\n- Bruno reports to Stefan.\n- Atlas Freight was founded in 1985.\n- Lucia reports to Emeka.\n- Tobias reports to Sofia.\n- Tobias works for Atlas Freight.\n- Aisha reports to Mateo.\n- Sofia reports to Lucia.\n- Emeka reports to Nadia.\n- Stefan works for Atlas Freight.\n- Viktor reports to Tobias.\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight is headquartered in Dunedin.\n- Priya works for Atlas Freight.\n- Emeka works for Pinnacle Software.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Stefan reports to Aisha.\n- Fernhill Foods is headquartered in Dunedin.\n- Anders reports to Bruno.\n- Aisha works for Meridian Bank.\n- Nadia works for Pinnacle Software.\n- Bruno works for Meridian Bank.\n- Pinnacle Software was founded in 1989.\n- Sofia works for Meridian Bank.\n- Nadia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Jonas reports to Tobias.\n- Tobias reports to Mateo.\n- Lucia works for Lattice Analytics.\n- Zoya reports to Deshawn.\n- Bruno works for Lattice Analytics.\n- Vantage Air is headquartered in Malmo.\n- Pinnacle Software was founded in 1994.\n- Vantage Air was founded in 2007.\n- Hana reports to Jonas.\n- Deshawn works for Summit Energy.\n- Hana works for Summit Energy.\n- Jonas works for Summit Energy.\n- Tobias works for Pinnacle Software.\n- Mateo works for Vantage Air.\n- Bruno reports to Lucia.\n- Lucia reports to Zoya.\n- Pinnacle Software is headquartered in Oslo.\n- Summit Energy is headquartered in Adelaide.\n- Deshawn reports to Hana.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 2006.\n- Lattice Analytics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Turku.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Hana works for Vantage Air.\n- Amara reports to Kenji.\n- Mara works for Meridian Bank.\n- Lattice Analytics was founded in 1981.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Hana reports to Amara.\n- Amara works for Lattice Analytics.\n- Deshawn reports to Callum.\n- Tobias works for Meridian Bank.\n- Callum works for Crescent Telecom.\n- Bruno reports to Tobias.\n- Meridian Bank was founded in 1983.\n- Tobias reports to Tessa.\n- Crescent Telecom is headquartered in Nagoya.\n- Vantage Air was founded in 1984.\n- Vantage Air is headquartered in Turku.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Pablo.\n- Callum reports to Mara.\n- Bruno works for Lattice Analytics.\n- Deshawn works for Crescent Telecom.\n- Pablo reports to Deshawn.\n- Mara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2002", "2": "2005", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Cedar Retail Group was founded in 2010.\n- Vantage Air is headquartered in Ghent.\n- Bruno works for Helios Logistics.\n- Amara reports to Anders.\n- Helios Logistics is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Ghent.\n- Emeka works for Ironwood Manufacturing.\n- Bruno reports to Sofia.\n- Sofia works for Vantage Air.\n- Anders works for Helios Logistics.\n- Tobias reports to Bruno.\n- Ingrid works for Vantage Air.\n- Sofia reports to Emeka.\n- Ironwood Manufacturing was founded in 1988.\n- Mei reports to Tobias.\n- Anders reports to Wren.\n- Emeka reports to Ingrid.\n- Jonas works for Cedar Retail Group.\n- Wren works for Vantage Air.\n- Mei works for Vantage Air.\n- Tobias works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Wren reports to Mei.\n- Amara works for Ironwood Manufacturing.\n- Vantage Air was founded in 1982.\n- Ingrid reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Felix.\n- Beacon Insurance was founded in 2015.\n- Cobalt Health is headquartered in Oslo.\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Mei works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Beacon Insurance is headquartered in Adelaide.\n- Mei reports to Callum.\n- Tessa works for Beacon Insurance.\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Adelaide.\n- Jonas works for Vantage Air.\n- Tobias reports to Mei.\n- Atlas Freight was founded in 2013.\n- Callum reports to Jonas.\n- Atlas Freight is headquartered in Brno.\n- Tobias works for Beacon Insurance.\n- Felix reports to Tobias.\n- Vantage Air was founded in 2010.\n- Tessa reports to Priya.\n- Bruno reports to Tessa.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11046", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7428: employee Chiara B., hired 13 December 2020, separated 30 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7428?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Emeka.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 1979.\n- Tessa reports to Callum.\n- Zoya reports to Pablo.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.\n- Callum reports to Ravi.\n- Mateo works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Pablo reports to Mateo.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1987.\n- Ravi reports to Zoya.\n- Ingrid reports to Tessa.\n- Ingrid works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Callum works for Helios Logistics.\n- Cobalt Health was founded in 2007.\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Amara.\n- Hana reports to Wren.\n- Felix reports to Elena.\n- Amara reports to Felix.\n- Elena reports to Hana.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Elena works for Lattice Analytics.\n- Chiara reports to Omar.\n- Kenji works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Stefan works for Pinnacle Software.\n- Meridian Bank is headquartered in Nagoya.\n- Felix works for Meridian Bank.\n- Tobias reports to Kenji.\n- Lattice Analytics was founded in 1977.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1979.\n- Stefan reports to Chiara.\n- Kenji reports to Aisha.\n- Bluepine Aviation was founded in 2015.\n- Chiara works for Bluepine Aviation.\n- Wren reports to Stefan.\n- Meridian Bank was founded in 2003.\n- Amara works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Omar reports to Lucia.\n- Tobias works for Lattice Analytics.\n- Pinnacle Software is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Austin.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11049", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Anders.\n- Wren reports to Dmitri.\n- Kenji reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Kenji works for Crescent Telecom.\n- Pinnacle Software is headquartered in Lyon.\n- Dmitri works for Summit Energy.\n- Hana reports to Yuki.\n- Emeka reports to Mei.\n- Anders works for Pinnacle Software.\n- Omar works for Crescent Telecom.\n- Summit Energy was founded in 1988.\n- Pinnacle Software was founded in 2008.\n- Wren works for Ironwood Manufacturing.\n- Mei works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Pablo reports to Emeka.\n- Pablo works for Summit Energy.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Crescent Telecom is headquartered in Tallinn.\n- Crescent Telecom was founded in 2006.\n- Yuki reports to Kenji.\n- Hana works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Mei reports to Omar.\n- Anders reports to Wren.\n- Omar reports to Lucia.\n- Yuki works for Summit Energy.\n- Deshawn reports to Pablo.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11051", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11052", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mei.\n- Atlas Freight was founded in 1999.\n- Zoya works for Summit Energy.\n- Chiara reports to Stefan.\n- Stefan works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1983.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2003.\n- Cedar Retail Group is headquartered in Oslo.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Deshawn.\n- Ingrid reports to Dmitri.\n- Mei reports to Ravi.\n- Chiara works for Ironwood Manufacturing.\n- Summit Energy was founded in 2008.\n- Summit Energy is headquartered in Oslo.\n- Ravi reports to Zoya.\n- Yuki reports to Sofia.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sofia works for Cedar Retail Group.\n- Yuki works for Summit Energy.\n- Ravi works for Atlas Freight.\n- Zoya reports to Ingrid.\n- Atlas Freight is headquartered in Lyon.\n- Deshawn reports to Yuki.\n- Ingrid works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11054", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11055", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11056", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11057", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11058", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11059", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11060", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11061", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3030: employee Elena R., hired 14 August 2022, separated 19 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3030?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3030 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11062", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11063", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Ingrid reports to Ravi.\n- Yuki works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Leila reports to Viktor.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank was founded in 1992.\n- Meridian Bank is headquartered in Nagoya.\n- Viktor reports to Jonas.\n- Yuki reports to Ingrid.\n- Atlas Freight is headquartered in Nagoya.\n- Ravi works for Helios Logistics.\n- Atlas Freight was founded in 1980.\n- Nadia reports to Emeka.\n- Emeka reports to Leila.\n- Cobalt Health was founded in 2004.\n- Helios Logistics is headquartered in Halifax.\n- Helios Logistics was founded in 1983.\n- Emeka works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Amara reports to Nadia.\n- Leila works for Helios Logistics.\n- Jonas reports to Yuki.\n- Nadia works for Atlas Freight.\n- Mei reports to Amara.\n- Ingrid works for Helios Logistics.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11065", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 31 July 2025): For employees hired on or after 31 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8401: employee Yuki B., hired 10 November 2024, separated 13 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8401?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11066", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tobias.\n- Zoya works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Pablo reports to Omar.\n- Aisha reports to Pablo.\n- Tobias works for Helios Logistics.\n- Cobalt Health is headquartered in Austin.\n- Tobias reports to Zoya.\n- Northwind Systems is headquartered in Porto.\n- Omar reports to Leila.\n- Atlas Freight was founded in 1982.\n- Leila works for Northwind Systems.\n- Cobalt Health was founded in 1990.\n- Mara works for Helios Logistics.\n- Zoya reports to Bruno.\n- Mara reports to Aisha.\n- Helios Logistics was founded in 1977.\n- Helios Logistics is headquartered in Porto.\n- Aisha works for Atlas Freight.\n- Northwind Systems was founded in 2007.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11068", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11069", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11070", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11071", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11072", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11073", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11074", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 7728, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11075", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1474: employee Bruno K., hired 17 September 2022, separated 12 October 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2026-1474 under the controlling rules.", "criteria": {"0": "$9,900", "1": "$10,500", "2": "$10,400", "3": "$45,067"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11076", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3835: employee Deshawn R., hired 01 February 2023, separated 15 October 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-3835 under the controlling rules.", "criteria": {"0": "$3,188", "1": "$13,542", "2": "$1,125", "3": "$3,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11077", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7155: employee Mei M., hired 01 July 2022, separated 10 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7155?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11078", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11079", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11080", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Aisha reports to Callum.\n- Bruno reports to Kenji.\n- Pablo reports to Sanne.\n- Viktor reports to Bruno.\n- Wren works for Bluepine Aviation.\n- Sofia reports to Pablo.\n- Crescent Telecom was founded in 1992.\n- Kenji reports to Zoya.\n- Dmitri reports to Aisha.\n- Dmitri works for Northwind Systems.\n- Wren reports to Dmitri.\n- Sanne reports to Wren.\n- Jonas works for Crescent Telecom.\n- Helios Logistics is headquartered in Cork.\n- Sofia works for Crescent Telecom.\n- Jonas reports to Viktor.\n- Crescent Telecom is headquartered in Bergen.\n- Sanne works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Bluepine Aviation was founded in 2000.\n- Northwind Systems is headquartered in Bergen.\n- Pablo works for Helios Logistics.\n- Callum reports to Jonas.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Aisha works for Bluepine Aviation.\n- Kenji works for Northwind Systems.\n- Northwind Systems was founded in 2006.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Callum.\n- Elena works for Vantage Air.\n- Pablo works for Vantage Air.\n- Atlas Freight was founded in 2002.\n- Cobalt Health is headquartered in Ghent.\n- Mateo reports to Elena.\n- Vantage Air is headquartered in Tampere.\n- Callum works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2008.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn works for Vantage Air.\n- Pablo reports to Priya.\n- Anders works for Vantage Air.\n- Cobalt Health was founded in 2007.\n- Anders reports to Chiara.\n- Emeka reports to Mateo.\n- Kenji reports to Deshawn.\n- Priya reports to Kenji.\n- Elena reports to Anders.\n- Kenji works for Ironwood Manufacturing.\n- Chiara reports to Pablo.\n- Mateo works for Ironwood Manufacturing.\n- Chiara works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Tobias reports to Emeka.\n- Emeka works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lucia reports to Tobias.\n- Vantage Air was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Pinnacle Software is headquartered in Porto.\n- Atlas Freight is headquartered in Porto.\n- Lucia reports to Viktor.\n- Tobias works for Pinnacle Software.\n- Mei reports to Ravi.\n- Mei works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Northwind Systems is headquartered in Cork.\n- Emeka reports to Nadia.\n- Northwind Systems was founded in 1983.\n- Viktor works for Atlas Freight.\n- Ravi reports to Tobias.\n- Nadia reports to Mei.\n- Ironwood Manufacturing was founded in 1996.\n- Pinnacle Software was founded in 2007.\n- Ravi works for Ironwood Manufacturing.\n- Sanne reports to Lucia.\n- Nadia works for Atlas Freight.\n- Lucia works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Porto.\n- Atlas Freight was founded in 1975.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Halifax", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11084", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3498: employee Leila R., hired 16 April 2021, separated 15 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3498?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11085", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Nadia.\n- Sanne reports to Mateo.\n- Mateo reports to Deshawn.\n- Beacon Insurance was founded in 1982.\n- Cedar Retail Group is headquartered in Tallinn.\n- Ingrid reports to Bruno.\n- Hana reports to Sanne.\n- Priya reports to Dmitri.\n- Vantage Air is headquartered in Porto.\n- Ingrid works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Bruno works for Vantage Air.\n- Zoya works for Atlas Freight.\n- Cedar Retail Group was founded in 2014.\n- Anders works for Beacon Insurance.\n- Atlas Freight was founded in 2015.\n- Atlas Freight is headquartered in Tallinn.\n- Nadia reports to Leila.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne works for Vantage Air.\n- Zoya reports to Anders.\n- Deshawn reports to Zoya.\n- Dmitri reports to Hana.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 2002.\n- Deshawn works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Nadia works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Leila reports to Priya.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11087", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11088", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "org_question", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11089", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Chiara reports to Tobias.\n- Beacon Insurance is headquartered in Cork.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Tessa.\n- Stefan works for Vantage Air.\n- Northwind Systems is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1980.\n- Dmitri works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Northwind Systems was founded in 1994.\n- Mei reports to Anders.\n- Stefan reports to Chiara.\n- Anders works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Chiara works for Beacon Insurance.\n- Ingrid reports to Amara.\n- Beacon Insurance was founded in 2003.\n- Vantage Air is headquartered in Cork.\n- Tobias reports to Mei.\n- Ironwood Manufacturing is headquartered in Porto.\n- Anders reports to Dmitri.\n- Tessa works for Ironwood Manufacturing.\n- Vantage Air was founded in 2012.\n- Tobias works for Northwind Systems.\n- Dmitri reports to Kenji.\n- Tessa reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1993.\n- Yuki works for Summit Energy.\n- Tessa works for Cobalt Health.\n- Yuki reports to Emeka.\n- Deshawn reports to Yuki.\n- Cobalt Health is headquartered in Porto.\n- Omar works for Summit Energy.\n- Vantage Air is headquartered in Lyon.\n- Pablo works for Pinnacle Software.\n- Deshawn works for Vantage Air.\n- Emeka reports to Omar.\n- Summit Energy is headquartered in Lyon.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Sanne works for Cobalt Health.\n- Summit Energy was founded in 1998.\n- Tessa reports to Pablo.\n- Emeka works for Cobalt Health.\n- Omar reports to Leila.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 2009.\n- Sanne reports to Dmitri.\n- Leila reports to Tessa.\n- Chiara works for Vantage Air.\n- Dmitri reports to Deshawn.\n- Chiara reports to Sanne.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11092", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2988: employee Tessa S., hired 22 June 2022, separated 02 February 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2026-2988 under the controlling rules.", "criteria": {"0": "$6,750", "1": "$11,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11093", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11094", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11095", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8629: employee Wren M., hired 28 November 2022, separated 22 December 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-8629 under the controlling rules.", "criteria": {"0": "$6,900", "1": "$6,300", "2": "$6,400", "3": "$27,733"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11096", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2615: employee Jonas A., hired 15 June 2022, separated 26 June 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-2615 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$17,333", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11097", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Bruno reports to Ingrid.\n- Bruno works for Lattice Analytics.\n- Deshawn reports to Tobias.\n- Amara reports to Deshawn.\n- Lattice Analytics is headquartered in Valencia.\n- Ingrid works for Crescent Telecom.\n- Ravi reports to Mei.\n- Amara works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Ravi works for Summit Energy.\n- Crescent Telecom is headquartered in Valencia.\n- Deshawn works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Mei reports to Bruno.\n- Lattice Analytics was founded in 2012.\n- Bluepine Aviation is headquartered in Brno.\n- Crescent Telecom was founded in 1997.\n- Summit Energy is headquartered in Brno.\n- Bluepine Aviation was founded in 2002.\n- Tobias reports to Ravi.\n- Summit Energy was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "2000", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11099", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4431: employee Mei S., hired 03 August 2020, separated 24 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-4431 under the controlling rules.", "criteria": {"0": "$12,300", "1": "$11,200", "2": "$12,200", "3": "$52,867"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11100", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 87336 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11101", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11102", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9261: employee Viktor S., hired 03 October 2022, separated 11 August 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-9261 under the controlling rules.", "criteria": {"0": "$7,525", "1": "$7,025", "2": "$32,608", "3": "$7,612"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11103", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9215: employee Tessa B., hired 18 November 2023, separated 29 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9215?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2012.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Sanne reports to Anders.\n- Elena works for Northwind Systems.\n- Tobias works for Meridian Bank.\n- Tobias reports to Elena.\n- Leila reports to Tobias.\n- Kenji reports to Sanne.\n- Meridian Bank was founded in 2009.\n- Kenji works for Cobalt Health.\n- Sanne works for Northwind Systems.\n- Leila works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mei reports to Leila.\n- Anders works for Northwind Systems.\n- Bruno reports to Kenji.\n- Hana reports to Mei.\n- Northwind Systems is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Elena reports to Bruno.\n- Cobalt Health is headquartered in Austin.\n- Emeka works for Meridian Bank.\n- Northwind Systems was founded in 2008.\n- Emeka reports to Hana.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2007", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11105", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Helios Logistics is headquartered in Turku.\n- Emeka works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Ravi reports to Viktor.\n- Viktor works for Crescent Telecom.\n- Atlas Freight was founded in 1979.\n- Lucia reports to Anders.\n- Jonas reports to Sofia.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Pablo reports to Ravi.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Anders reports to Tessa.\n- Sofia works for Cobalt Health.\n- Viktor reports to Sanne.\n- Helios Logistics was founded in 2006.\n- Jonas works for Atlas Freight.\n- Sofia reports to Zoya.\n- Ravi works for Atlas Freight.\n- Zoya reports to Lucia.\n- Tessa reports to Emeka.\n- Cobalt Health was founded in 1991.\n- Anders works for Helios Logistics.\n- Sanne works for Atlas Freight.\n- Cobalt Health is headquartered in Malmo.\n- Pablo works for Atlas Freight.\n- Sanne reports to Jonas.\n- Leila reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1982", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11107", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "reroute", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11108", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11109", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 March 2025): For employees hired on or after 05 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2600: employee Lucia T., hired 11 November 2021, separated 02 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2600?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11110", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2577: employee Kenji T., hired 18 July 2022, separated 03 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-2577 under the controlling rules.", "criteria": {"0": "$8,225", "1": "$35,642", "2": "$10,225", "3": "$8,138"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11111", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 June 2023): For employees hired on or after 19 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7871: employee Amara S., hired 12 February 2020, separated 16 February 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7871?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Zoya.\n- Viktor reports to Elena.\n- Atlas Freight was founded in 1998.\n- Zoya reports to Ravi.\n- Ravi reports to Viktor.\n- Northwind Systems is headquartered in Turku.\n- Fernhill Foods is headquartered in Turku.\n- Fernhill Foods was founded in 2005.\n- Mateo works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tampere.\n- Deshawn reports to Kenji.\n- Emeka reports to Tessa.\n- Deshawn works for Fernhill Foods.\n- Chiara reports to Mateo.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Anders works for Atlas Freight.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Anders.\n- Sanne works for Northwind Systems.\n- Mateo reports to Emeka.\n- Zoya works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Atlas Freight is headquartered in Tampere.\n- Cedar Retail Group was founded in 2009.\n- Sanne reports to Deshawn.\n- Ravi works for Northwind Systems.\n- Emeka works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Elena reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11113", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Lucia reports to Zoya.\n- Kenji reports to Wren.\n- Anders reports to Lucia.\n- Zoya works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Mara reports to Emeka.\n- Anders works for Ironwood Manufacturing.\n- Wren reports to Mara.\n- Mara works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Fernhill Foods is headquartered in Tampere.\n- Lattice Analytics was founded in 1996.\n- Nadia reports to Mei.\n- Emeka reports to Anders.\n- Wren works for Cedar Retail Group.\n- Zoya reports to Chiara.\n- Cedar Retail Group was founded in 1997.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mei works for Lattice Analytics.\n- Emeka works for Cedar Retail Group.\n- Mei reports to Kenji.\n- Ironwood Manufacturing was founded in 1980.\n- Fernhill Foods was founded in 1980.\n- Cedar Retail Group is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Ravi works for Cobalt Health.\n- Atlas Freight was founded in 1994.\n- Jonas works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Mei reports to Aisha.\n- Jonas reports to Pablo.\n- Viktor works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Ravi reports to Viktor.\n- Cobalt Health was founded in 1995.\n- Bluepine Aviation is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Aisha reports to Ravi.\n- Felix reports to Jonas.\n- Viktor reports to Sofia.\n- Cobalt Health is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Atlas Freight is headquartered in Leeds.\n- Sofia reports to Felix.\n- Cedar Retail Group was founded in 1983.\n- Sofia works for Atlas Freight.\n- Bluepine Aviation was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11116", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11117", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1696: employee Mara T., hired 25 April 2023, separated 10 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1696?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11118", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 80989 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Cobalt Health is headquartered in Adelaide.\n- Jonas reports to Stefan.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 1987.\n- Beacon Insurance is headquartered in Malmo.\n- Bluepine Aviation was founded in 1986.\n- Jonas works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Leila works for Cobalt Health.\n- Pablo reports to Leila.\n- Stefan reports to Sofia.\n- Callum reports to Nadia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Leila reports to Zoya.\n- Vantage Air was founded in 2013.\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Adelaide.\n- Beacon Insurance was founded in 1979.\n- Zoya reports to Callum.\n- Sofia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11120", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11121", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-7 (VERSION 7, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6558: employee Aisha A., hired 03 June 2024, separated 27 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6558?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11122", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Emeka reports to Callum.\n- Chiara works for Helios Logistics.\n- Atlas Freight is headquartered in Tallinn.\n- Meridian Bank was founded in 2008.\n- Ingrid works for Vantage Air.\n- Meridian Bank is headquartered in Tallinn.\n- Elena works for Meridian Bank.\n- Anders reports to Dmitri.\n- Sanne works for Meridian Bank.\n- Vantage Air is headquartered in Adelaide.\n- Mara works for Helios Logistics.\n- Mei reports to Sanne.\n- Sanne reports to Elena.\n- Mei works for Atlas Freight.\n- Ingrid reports to Anders.\n- Vantage Air was founded in 1977.\n- Anders works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Tobias reports to Mara.\n- Nadia works for Meridian Bank.\n- Elena reports to Nadia.\n- Helios Logistics was founded in 2009.\n- Dmitri reports to Emeka.\n- Chiara reports to Tobias.\n- Mara reports to Mei.\n- Atlas Freight was founded in 1988.\n- Tobias works for Vantage Air.\n- Callum reports to Chiara.\n- Helios Logistics is headquartered in Leeds.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11125", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11126", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Vantage Air.\n- Ravi works for Pinnacle Software.\n- Viktor reports to Jonas.\n- Helios Logistics was founded in 2014.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi reports to Lucia.\n- Sofia reports to Chiara.\n- Meridian Bank is headquartered in Nagoya.\n- Vantage Air is headquartered in Porto.\n- Lucia works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Viktor works for Meridian Bank.\n- Chiara reports to Omar.\n- Jonas reports to Mara.\n- Helios Logistics is headquartered in Basel.\n- Tobias works for Meridian Bank.\n- Chiara works for Pinnacle Software.\n- Mara reports to Ravi.\n- Mateo reports to Sofia.\n- Pinnacle Software was founded in 2010.\n- Mara works for Helios Logistics.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 2015.\n- Lucia reports to Mateo.\n- Omar reports to Tobias.\n- Meridian Bank was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11128", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11129", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6007: employee Felix A., hired 09 January 2023, separated 16 February 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-6007 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,875", "2": "$5,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6007 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11130", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3506: employee Felix A., hired 29 August 2024, separated 14 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3506?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Priya.\n- Yuki reports to Mateo.\n- Hana works for Meridian Bank.\n- Tobias works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Jonas works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Priya reports to Jonas.\n- Zoya works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Bergen.\n- Mateo reports to Stefan.\n- Yuki works for Meridian Bank.\n- Northwind Systems was founded in 1997.\n- Meridian Bank is headquartered in Tampere.\n- Ravi works for Meridian Bank.\n- Tobias reports to Elena.\n- Callum works for Meridian Bank.\n- Elena reports to Yuki.\n- Ravi reports to Wren.\n- Bluepine Aviation was founded in 2006.\n- Pinnacle Software was founded in 1977.\n- Meridian Bank was founded in 2002.\n- Hana reports to Ravi.\n- Stefan works for Meridian Bank.\n- Wren reports to Callum.\n- Stefan reports to Hana.\n- Northwind Systems is headquartered in Bergen.\n- Elena works for Meridian Bank.\n- Bluepine Aviation is headquartered in Bergen.\n- Callum reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1972", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11132", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Summit Energy was founded in 1978.\n- Felix reports to Dmitri.\n- Yuki works for Northwind Systems.\n- Lattice Analytics was founded in 2004.\n- Priya reports to Stefan.\n- Northwind Systems was founded in 1985.\n- Dmitri reports to Yuki.\n- Summit Energy is headquartered in Valencia.\n- Northwind Systems is headquartered in Valencia.\n- Hana reports to Felix.\n- Stefan works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1992.\n- Lattice Analytics is headquartered in Cork.\n- Chiara reports to Callum.\n- Callum reports to Hana.\n- Yuki reports to Priya.\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Callum works for Northwind Systems.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11134", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9824: employee Felix A., hired 26 June 2021, separated 28 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-9824 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$4,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11135", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "referral", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11136", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5883: employee Mara K., hired 31 December 2023, separated 16 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5883?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11137", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 September 2025): For employees hired on or after 28 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9060: employee Priya R., hired 19 November 2023, separated 24 March 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-9060 under the controlling rules.", "criteria": {"0": "$8,957", "1": "$9,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11138", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5776: employee Deshawn K., hired 28 June 2022, separated 06 June 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-5776 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$5,500", "2": "$3,500", "3": "$3,562"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11139", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1548: employee Deshawn S., hired 22 July 2024, separated 04 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-1548 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,500", "2": "$3,150", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11140", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 March 2025): For employees hired on or after 16 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9562: employee Lucia T., hired 23 November 2021, separated 10 September 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2025-9562 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$9,865", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11141", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Chiara.\n- Chiara works for Cedar Retail Group.\n- Fernhill Foods was founded in 1998.\n- Northwind Systems was founded in 1976.\n- Cedar Retail Group is headquartered in Austin.\n- Meridian Bank was founded in 1983.\n- Aisha reports to Deshawn.\n- Nadia reports to Stefan.\n- Yuki works for Fernhill Foods.\n- Stefan reports to Sanne.\n- Tessa works for Fernhill Foods.\n- Cedar Retail Group was founded in 2000.\n- Pablo works for Cedar Retail Group.\n- Deshawn works for Meridian Bank.\n- Nadia works for Cedar Retail Group.\n- Sofia works for Meridian Bank.\n- Aisha works for Fernhill Foods.\n- Sofia reports to Pablo.\n- Fernhill Foods is headquartered in Ghent.\n- Yuki reports to Sofia.\n- Deshawn reports to Nadia.\n- Sanne reports to Tessa.\n- Northwind Systems is headquartered in Lyon.\n- Stefan works for Northwind Systems.\n- Meridian Bank is headquartered in Austin.\n- Sanne works for Meridian Bank.\n- Pablo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11143", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6956: employee Tobias B., hired 07 September 2021, separated 30 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6956?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11144", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1994.\n- Lucia reports to Tobias.\n- Mei works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne reports to Dmitri.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1981.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Oslo.\n- Viktor works for Fernhill Foods.\n- Pinnacle Software was founded in 1994.\n- Viktor reports to Aisha.\n- Tobias reports to Mei.\n- Ingrid works for Pinnacle Software.\n- Stefan reports to Bruno.\n- Stefan works for Vantage Air.\n- Mei reports to Stefan.\n- Tobias works for Pinnacle Software.\n- Cedar Retail Group was founded in 1977.\n- Aisha reports to Sanne.\n- Aisha works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Viktor.\n- Dmitri reports to Ingrid.\n- Dmitri works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11146", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 30 May 2025): For employees hired on or after 30 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6046: employee Bruno A., hired 03 November 2024, separated 24 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6046?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11147", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11148", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11149", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 September 2025): For employees hired on or after 28 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6244: employee Viktor R., hired 29 May 2025, separated 09 October 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6244?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11150", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11151", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11152", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 8648\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11153", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5390: employee Elena R., hired 26 March 2020, separated 09 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5390?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5390 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11154", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11155", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3720: employee Ingrid S., hired 07 September 2021, separated 02 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3720?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3720 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11156", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Mateo reports to Viktor.\n- Sofia works for Helios Logistics.\n- Sofia reports to Ingrid.\n- Pinnacle Software is headquartered in Basel.\n- Stefan works for Crescent Telecom.\n- Mei reports to Sofia.\n- Mateo works for Bluepine Aviation.\n- Omar reports to Stefan.\n- Stefan reports to Mateo.\n- Mei works for Pinnacle Software.\n- Viktor reports to Leila.\n- Leila works for Crescent Telecom.\n- Pinnacle Software was founded in 1995.\n- Viktor works for Helios Logistics.\n- Ingrid reports to Omar.\n- Helios Logistics is headquartered in Basel.\n- Crescent Telecom is headquartered in Porto.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 1999.\n- Ingrid works for Bluepine Aviation.\n- Omar works for Pinnacle Software.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11158", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6868: employee Leila R., hired 21 May 2023, separated 17 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6868?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Nadia works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Jonas reports to Deshawn.\n- Ingrid reports to Dmitri.\n- Lucia works for Lattice Analytics.\n- Elena reports to Lucia.\n- Cobalt Health was founded in 1987.\n- Dmitri reports to Elena.\n- Lucia reports to Nadia.\n- Elena works for Cobalt Health.\n- Zoya reports to Ingrid.\n- Atlas Freight was founded in 1987.\n- Atlas Freight is headquartered in Cork.\n- Lattice Analytics is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1985.\n- Dmitri works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Nadia reports to Jonas.\n- Lattice Analytics was founded in 1999.\n- Cobalt Health is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Cork.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11160", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2590: employee Tessa K., hired 27 February 2024, separated 16 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2590?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Zoya.\n- Nadia works for Pinnacle Software.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Jonas works for Atlas Freight.\n- Deshawn works for Northwind Systems.\n- Jonas reports to Viktor.\n- Deshawn reports to Sanne.\n- Northwind Systems was founded in 1999.\n- Pinnacle Software was founded in 2006.\n- Sanne works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Leila reports to Anders.\n- Anders works for Northwind Systems.\n- Crescent Telecom was founded in 1992.\n- Zoya reports to Deshawn.\n- Pinnacle Software is headquartered in Tampere.\n- Nadia reports to Leila.\n- Viktor reports to Nadia.\n- Atlas Freight was founded in 1987.\n- Zoya works for Atlas Freight.\n- Crescent Telecom is headquartered in Cork.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11162", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6016: employee Anders B., hired 16 October 2021, separated 10 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6016?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11163", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 5689 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ingrid.\n- Bruno works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Northwind Systems was founded in 1992.\n- Elena works for Meridian Bank.\n- Ingrid works for Fernhill Foods.\n- Northwind Systems is headquartered in Cork.\n- Meridian Bank was founded in 1975.\n- Tessa works for Summit Energy.\n- Mei reports to Sofia.\n- Mara works for Meridian Bank.\n- Fernhill Foods is headquartered in Cork.\n- Sofia works for Summit Energy.\n- Meridian Bank is headquartered in Austin.\n- Mei works for Meridian Bank.\n- Ingrid reports to Mei.\n- Mara reports to Elena.\n- Fernhill Foods was founded in 1977.\n- Sofia reports to Mara.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Cork.\n- Tessa reports to Bruno.\n- Elena reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11165", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2254: employee Jonas A., hired 13 August 2021, separated 03 September 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2254?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11166", "family": "intent_hardneg", "state": "Incoming support message:\n\"84140 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11167", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11168", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1631: employee Tessa B., hired 30 May 2023, separated 23 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-1631 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$5,600", "2": "$9,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11169", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits", "4": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11170", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11171", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11172", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 44925 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Kenji reports to Sanne.\n- Sanne reports to Jonas.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 1992.\n- Kenji works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Jonas reports to Bruno.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Bruno works for Beacon Insurance.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Halifax.\n- Bruno reports to Mara.\n- Lattice Analytics was founded in 1979.\n- Mara reports to Viktor.\n- Ingrid reports to Kenji.\n- Viktor works for Fernhill Foods.\n- Sanne works for Helios Logistics.\n- Anders reports to Ingrid.\n- Fernhill Foods was founded in 1985.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11174", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1204: employee Yuki T., hired 14 June 2024, separated 05 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1204?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11175", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11176", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9183: employee Zoya K., hired 29 January 2022, separated 18 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9183?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11177", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Nagoya.\n- Tessa reports to Mei.\n- Anders reports to Priya.\n- Pablo reports to Sanne.\n- Crescent Telecom is headquartered in Nagoya.\n- Sanne reports to Felix.\n- Mei works for Cedar Retail Group.\n- Stefan works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Nagoya.\n- Anders works for Bluepine Aviation.\n- Crescent Telecom was founded in 1985.\n- Cedar Retail Group was founded in 2005.\n- Priya works for Cedar Retail Group.\n- Dmitri works for Bluepine Aviation.\n- Northwind Systems was founded in 2015.\n- Stefan reports to Hana.\n- Mei reports to Dmitri.\n- Bluepine Aviation was founded in 1981.\n- Priya reports to Pablo.\n- Pablo works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Dmitri reports to Stefan.\n- Felix reports to Tessa.\n- Bluepine Aviation is headquartered in Nagoya.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11179", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11180", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Anders reports to Pablo.\n- Bruno works for Vantage Air.\n- Deshawn reports to Elena.\n- Anders works for Vantage Air.\n- Ironwood Manufacturing was founded in 2003.\n- Tobias reports to Zoya.\n- Omar reports to Bruno.\n- Elena reports to Sofia.\n- Omar works for Vantage Air.\n- Pablo reports to Mei.\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 2015.\n- Vantage Air is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Mara reports to Omar.\n- Mei reports to Mara.\n- Mei works for Atlas Freight.\n- Dmitri works for Vantage Air.\n- Sofia works for Ironwood Manufacturing.\n- Dmitri reports to Deshawn.\n- Meridian Bank was founded in 1997.\n- Elena works for Vantage Air.\n- Sofia reports to Anders.\n- Deshawn works for Ironwood Manufacturing.\n- Zoya reports to Dmitri.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11182", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3530: employee Pablo S., hired 25 February 2021, separated 24 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3530?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2009.\n- Leila reports to Chiara.\n- Stefan works for Vantage Air.\n- Nadia reports to Deshawn.\n- Deshawn reports to Leila.\n- Wren works for Summit Energy.\n- Deshawn works for Crescent Telecom.\n- Summit Energy was founded in 1986.\n- Hana reports to Wren.\n- Nadia works for Atlas Freight.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Yuki works for Atlas Freight.\n- Vantage Air is headquartered in Tampere.\n- Stefan reports to Hana.\n- Anders reports to Yuki.\n- Anders works for Summit Energy.\n- Crescent Telecom is headquartered in Dunedin.\n- Leila works for Vantage Air.\n- Elena reports to Stefan.\n- Vantage Air was founded in 1999.\n- Wren reports to Nadia.\n- Chiara reports to Anders.\n- Summit Energy is headquartered in Dunedin.\n- Elena works for Vantage Air.\n- Atlas Freight is headquartered in Nagoya.\n- Chiara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11185", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Summit Energy is headquartered in Tallinn.\n- Hana works for Summit Energy.\n- Atlas Freight was founded in 1999.\n- Northwind Systems is headquartered in Tallinn.\n- Hana reports to Priya.\n- Atlas Freight is headquartered in Nagoya.\n- Helios Logistics was founded in 1985.\n- Viktor works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Elena works for Northwind Systems.\n- Viktor reports to Hana.\n- Helios Logistics is headquartered in Nagoya.\n- Priya works for Helios Logistics.\n- Deshawn works for Summit Energy.\n- Deshawn reports to Elena.\n- Wren works for Atlas Freight.\n- Northwind Systems was founded in 1989.\n- Yuki works for Atlas Freight.\n- Summit Energy was founded in 2014.\n- Wren reports to Deshawn.\n- Elena reports to Yuki.\n- Priya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Elena.\n- Mateo works for Northwind Systems.\n- Jonas reports to Mei.\n- Deshawn works for Beacon Insurance.\n- Emeka reports to Callum.\n- Jonas works for Atlas Freight.\n- Fernhill Foods is headquartered in Tampere.\n- Atlas Freight is headquartered in Austin.\n- Northwind Systems was founded in 2011.\n- Callum reports to Mateo.\n- Elena works for Beacon Insurance.\n- Northwind Systems is headquartered in Basel.\n- Deshawn reports to Viktor.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Beacon Insurance is headquartered in Basel.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance was founded in 1991.\n- Elena reports to Jonas.\n- Mei works for Atlas Freight.\n- Mei reports to Emeka.\n- Atlas Freight was founded in 1993.\n- Callum works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Mateo reports to Wren.\n- Chiara works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.\n- Meridian Bank was founded in 2002.\n- Chiara reports to Pablo.\n- Zoya reports to Elena.\n- Elena works for Atlas Freight.\n- Lattice Analytics is headquartered in Adelaide.\n- Meridian Bank is headquartered in Halifax.\n- Elena reports to Chiara.\n- Atlas Freight was founded in 1984.\n- Pablo reports to Nadia.\n- Deshawn reports to Zoya.\n- Nadia works for Meridian Bank.\n- Fernhill Foods is headquartered in Tampere.\n- Nadia reports to Mateo.\n- Wren works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Fernhill Foods was founded in 2015.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11189", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11190", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4729: employee Tobias R., hired 17 June 2022, separated 23 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4729?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11191", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11192", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11193", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Emeka.\n- Bluepine Aviation was founded in 1990.\n- Crescent Telecom was founded in 2015.\n- Dmitri works for Vantage Air.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Viktor reports to Yuki.\n- Omar reports to Amara.\n- Yuki reports to Dmitri.\n- Atlas Freight was founded in 1995.\n- Viktor works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Kenji works for Crescent Telecom.\n- Bruno works for Vantage Air.\n- Amara reports to Bruno.\n- Omar works for Bluepine Aviation.\n- Vantage Air is headquartered in Dunedin.\n- Emeka reports to Viktor.\n- Dmitri reports to Omar.\n- Yuki works for Vantage Air.\n- Crescent Telecom is headquartered in Tallinn.\n- Atlas Freight is headquartered in Leeds.\n- Vantage Air was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11195", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2856: employee Leila B., hired 21 August 2022, separated 08 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2856?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Callum reports to Sanne.\n- Chiara reports to Viktor.\n- Beacon Insurance was founded in 1998.\n- Zoya works for Summit Energy.\n- Kenji works for Cedar Retail Group.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 2004.\n- Cedar Retail Group was founded in 1975.\n- Tessa works for Summit Energy.\n- Dmitri works for Northwind Systems.\n- Dmitri reports to Chiara.\n- Cedar Retail Group is headquartered in Halifax.\n- Aisha works for Northwind Systems.\n- Summit Energy is headquartered in Turku.\n- Sanne works for Northwind Systems.\n- Sanne reports to Aisha.\n- Jonas works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Wren reports to Dmitri.\n- Kenji reports to Tessa.\n- Aisha reports to Jonas.\n- Northwind Systems was founded in 2004.\n- Chiara works for Summit Energy.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Northwind Systems is headquartered in Tampere.\n- Tessa reports to Zoya.\n- Wren works for Summit Energy.\n- Viktor reports to Amara.\n- Jonas reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Callum.\n- Ingrid reports to Aisha.\n- Emeka reports to Sofia.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Emeka.\n- Wren reports to Stefan.\n- Elena reports to Wren.\n- Omar reports to Elena.\n- Crescent Telecom was founded in 2013.\n- Omar works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Tallinn.\n- Stefan reports to Kenji.\n- Kenji works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Stefan works for Cedar Retail Group.\n- Sofia works for Pinnacle Software.\n- Callum works for Helios Logistics.\n- Callum reports to Ingrid.\n- Pinnacle Software was founded in 2001.\n- Wren works for Pinnacle Software.\n- Helios Logistics was founded in 2007.\n- Hana works for Helios Logistics.\n- Pinnacle Software is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Oslo.\n- Ingrid works for Helios Logistics.\n- Kenji reports to Sanne.\n- Cedar Retail Group was founded in 2012.\n- Aisha works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Elena works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Halifax", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11198", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11199", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11200", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1449: employee Zoya B., hired 05 July 2022, separated 20 June 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1449?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11201", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 October 2025): For employees hired on or after 03 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1014: employee Jonas B., hired 23 July 2023, separated 28 February 2027 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1014?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11202", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4006: employee Yuki S., hired 20 September 2022, separated 07 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4006?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Wren.\n- Fernhill Foods was founded in 1976.\n- Aisha reports to Zoya.\n- Bluepine Aviation is headquartered in Halifax.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi works for Fernhill Foods.\n- Zoya reports to Ravi.\n- Nadia reports to Omar.\n- Wren reports to Mei.\n- Nadia works for Fernhill Foods.\n- Dmitri reports to Aisha.\n- Mei reports to Kenji.\n- Wren works for Fernhill Foods.\n- Cobalt Health was founded in 2005.\n- Zoya works for Bluepine Aviation.\n- Sanne works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Kenji reports to Dmitri.\n- Lattice Analytics is headquartered in Halifax.\n- Bluepine Aviation was founded in 2011.\n- Lattice Analytics was founded in 1992.\n- Kenji works for Fernhill Foods.\n- Dmitri works for Lattice Analytics.\n- Fernhill Foods is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Omar works for Fernhill Foods.\n- Omar reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1995", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11204", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11205", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11206", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11207", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11208", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8295: employee Anders M., hired 30 March 2022, separated 03 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8295?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11209", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11210", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11211", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Omar.\n- Omar reports to Deshawn.\n- Meridian Bank was founded in 1987.\n- Omar works for Vantage Air.\n- Meridian Bank is headquartered in Nagoya.\n- Lucia works for Bluepine Aviation.\n- Fernhill Foods was founded in 2007.\n- Deshawn works for Bluepine Aviation.\n- Sofia works for Meridian Bank.\n- Sofia reports to Lucia.\n- Bluepine Aviation was founded in 1982.\n- Vantage Air was founded in 1976.\n- Mei works for Bluepine Aviation.\n- Viktor reports to Mei.\n- Bluepine Aviation is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Halifax.\n- Viktor works for Fernhill Foods.\n- Anders reports to Viktor.\n- Mei reports to Chiara.\n- Lucia reports to Anders.\n- Chiara works for Fernhill Foods.\n- Anders works for Meridian Bank.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11213", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4979: employee Dmitri S., hired 28 May 2023, separated 14 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4979?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Priya works for Meridian Bank.\n- Cobalt Health was founded in 1995.\n- Zoya reports to Jonas.\n- Beacon Insurance is headquartered in Cork.\n- Felix works for Beacon Insurance.\n- Priya reports to Dmitri.\n- Meridian Bank is headquartered in Lyon.\n- Lucia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2005.\n- Beacon Insurance was founded in 1983.\n- Ironwood Manufacturing was founded in 1990.\n- Kenji works for Ironwood Manufacturing.\n- Jonas reports to Felix.\n- Zoya works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Dmitri reports to Kenji.\n- Lucia reports to Priya.\n- Callum works for Beacon Insurance.\n- Felix reports to Lucia.\n- Kenji reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1987.\n- Beacon Insurance was founded in 2006.\n- Yuki works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Bruno reports to Leila.\n- Ravi works for Cedar Retail Group.\n- Amara reports to Deshawn.\n- Anders works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Bruno works for Atlas Freight.\n- Cedar Retail Group was founded in 1998.\n- Yuki reports to Ravi.\n- Pinnacle Software was founded in 1980.\n- Leila reports to Yuki.\n- Anders reports to Mateo.\n- Elena reports to Bruno.\n- Deshawn reports to Omar.\n- Pablo works for Atlas Freight.\n- Ravi reports to Pablo.\n- Leila works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tampere.\n- Aisha reports to Amara.\n- Mateo reports to Elena.\n- Atlas Freight is headquartered in Tampere.\n- Mateo works for Beacon Insurance.\n- Pablo reports to Aisha.\n- Elena works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Porto.\n- Deshawn reports to Bruno.\n- Elena reports to Mateo.\n- Bruno reports to Lucia.\n- Amara works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1979.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bruno works for Northwind Systems.\n- Pablo works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2006.\n- Ironwood Manufacturing was founded in 2010.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Lucia reports to Elena.\n- Sanne reports to Dmitri.\n- Tessa works for Northwind Systems.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri reports to Amara.\n- Mateo reports to Pablo.\n- Amara reports to Tessa.\n- Aisha reports to Sanne.\n- Deshawn works for Northwind Systems.\n- Tessa reports to Chiara.\n- Sanne works for Ironwood Manufacturing.\n- Pablo reports to Aisha.\n- Cedar Retail Group is headquartered in Porto.\n- Cobalt Health was founded in 1976.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1982", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11217", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11218", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11219", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11220", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4244: employee Callum M., hired 01 June 2024, separated 29 January 2027 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4244?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11221", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Cork.\n- Summit Energy was founded in 2003.\n- Jonas reports to Sanne.\n- Dmitri reports to Amara.\n- Ingrid reports to Dmitri.\n- Ironwood Manufacturing was founded in 1988.\n- Tessa reports to Jonas.\n- Sanne reports to Anders.\n- Anders works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2015.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Stefan works for Helios Logistics.\n- Zoya works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Hana works for Cedar Retail Group.\n- Nadia reports to Chiara.\n- Ingrid works for Helios Logistics.\n- Hana reports to Stefan.\n- Amara reports to Zoya.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Zoya reports to Tessa.\n- Anders reports to Nadia.\n- Amara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2005.\n- Stefan reports to Ingrid.\n- Jonas works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Summit Energy is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11223", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11224", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11225", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11226", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1992.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Austin.\n- Callum works for Cobalt Health.\n- Fernhill Foods was founded in 1980.\n- Anders works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Austin.\n- Elena works for Cedar Retail Group.\n- Jonas works for Fernhill Foods.\n- Ravi reports to Stefan.\n- Cobalt Health is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Ravi works for Northwind Systems.\n- Stefan works for Cedar Retail Group.\n- Lucia reports to Anders.\n- Cobalt Health was founded in 1990.\n- Chiara reports to Hana.\n- Anders reports to Ravi.\n- Hana works for Northwind Systems.\n- Aisha reports to Chiara.\n- Lucia works for Fernhill Foods.\n- Stefan reports to Jonas.\n- Elena reports to Aisha.\n- Cedar Retail Group was founded in 1995.\n- Chiara works for Fernhill Foods.\n- Jonas reports to Elena.\n- Hana reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11227", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11228", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11229", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7901: employee Ravi B., hired 02 April 2022, separated 15 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7901?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11230", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Aisha.\n- Lattice Analytics was founded in 2013.\n- Mei works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Lattice Analytics is headquartered in Porto.\n- Atlas Freight is headquartered in Malmo.\n- Amara works for Beacon Insurance.\n- Mateo reports to Sanne.\n- Amara reports to Tobias.\n- Aisha reports to Ravi.\n- Stefan reports to Dmitri.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Ravi works for Cobalt Health.\n- Atlas Freight was founded in 2014.\n- Ravi reports to Mei.\n- Tobias reports to Stefan.\n- Sanne reports to Amara.\n- Dmitri works for Cobalt Health.\n- Beacon Insurance was founded in 2014.\n- Cobalt Health is headquartered in Porto.\n- Sanne works for Atlas Freight.\n- Aisha works for Beacon Insurance.\n- Omar reports to Mateo.\n- Mateo works for Beacon Insurance.\n- Tobias works for Lattice Analytics.\n- Cobalt Health was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2014", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11232", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11233", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3691: employee Ravi K., hired 22 October 2020, separated 22 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3691?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11234", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9110: employee Callum A., hired 05 July 2021, separated 03 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9110?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11235", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11236", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2310: employee Aisha A., hired 19 September 2020, separated 31 August 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2310?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11237", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 19 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9449: employee Pablo R., hired 11 March 2021, separated 13 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9449?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11238", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Cobalt Health was founded in 1991.\n- Ingrid reports to Mateo.\n- Chiara works for Northwind Systems.\n- Sofia reports to Tessa.\n- Mateo reports to Wren.\n- Nadia reports to Yuki.\n- Lucia reports to Leila.\n- Lattice Analytics was founded in 2010.\n- Yuki reports to Sofia.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Tessa reports to Emeka.\n- Ingrid works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Lucia works for Lattice Analytics.\n- Emeka reports to Pablo.\n- Cedar Retail Group was founded in 2011.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo reports to Chiara.\n- Sofia works for Northwind Systems.\n- Emeka works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Tallinn.\n- Nadia works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Wren works for Northwind Systems.\n- Wren reports to Lucia.\n- Leila works for Cedar Retail Group.\n- Chiara reports to Ingrid.\n- Northwind Systems was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11240", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11241", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Vantage Air is headquartered in Cork.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Beacon Insurance was founded in 2010.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid reports to Zoya.\n- Viktor works for Fernhill Foods.\n- Anders reports to Jonas.\n- Zoya reports to Sofia.\n- Pablo reports to Aisha.\n- Sofia reports to Anders.\n- Fernhill Foods is headquartered in Halifax.\n- Aisha works for Fernhill Foods.\n- Anders works for Vantage Air.\n- Sofia works for Helios Logistics.\n- Zoya works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Kenji reports to Yuki.\n- Aisha reports to Kenji.\n- Mei works for Helios Logistics.\n- Viktor reports to Mei.\n- Beacon Insurance is headquartered in Malmo.\n- Amara reports to Pablo.\n- Helios Logistics was founded in 2007.\n- Yuki reports to Viktor.\n- Mei reports to Ingrid.\n- Amara works for Helios Logistics.\n- Vantage Air was founded in 1978.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11243", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11244", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11245", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1832: employee Ingrid B., hired 19 April 2022, separated 25 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1832?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Amara reports to Mateo.\n- Dmitri works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Pinnacle Software was founded in 1994.\n- Wren works for Northwind Systems.\n- Tessa reports to Stefan.\n- Omar reports to Dmitri.\n- Summit Energy is headquartered in Tampere.\n- Stefan reports to Amara.\n- Tessa works for Atlas Freight.\n- Chiara reports to Zoya.\n- Amara works for Atlas Freight.\n- Mateo reports to Chiara.\n- Mateo works for Summit Energy.\n- Atlas Freight was founded in 1995.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Nagoya.\n- Zoya reports to Wren.\n- Callum works for Northwind Systems.\n- Callum reports to Tessa.\n- Summit Energy was founded in 2009.\n- Chiara works for Summit Energy.\n- Wren reports to Omar.\n- Atlas Freight is headquartered in Dunedin.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Mei reports to Sanne.\n- Pinnacle Software is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1984.\n- Lattice Analytics is headquartered in Bergen.\n- Mei works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Elena reports to Dmitri.\n- Elena works for Lattice Analytics.\n- Sanne reports to Elena.\n- Dmitri works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Lattice Analytics was founded in 1994.\n- Anders reports to Mei.\n- Felix works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Felix.\n- Vantage Air was founded in 2001.\n- Dmitri reports to Wren.\n- Felix reports to Anders.\n- Pinnacle Software was founded in 2015.\n- Wren works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11248", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11249", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Summit Energy is headquartered in Porto.\n- Mei reports to Pablo.\n- Vantage Air is headquartered in Bergen.\n- Meridian Bank was founded in 1977.\n- Dmitri reports to Kenji.\n- Callum works for Vantage Air.\n- Callum reports to Mei.\n- Yuki reports to Wren.\n- Wren works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Kenji works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.\n- Aisha reports to Callum.\n- Summit Energy was founded in 2010.\n- Wren reports to Aisha.\n- Vantage Air was founded in 2001.\n- Pablo works for Vantage Air.\n- Fernhill Foods was founded in 1984.\n- Dmitri works for Meridian Bank.\n- Mei works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Pablo reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Chiara.\n- Priya works for Helios Logistics.\n- Emeka reports to Stefan.\n- Kenji reports to Nadia.\n- Helios Logistics is headquartered in Ghent.\n- Elena works for Fernhill Foods.\n- Elena reports to Aisha.\n- Yuki reports to Wren.\n- Wren reports to Elena.\n- Callum works for Ironwood Manufacturing.\n- Wren works for Pinnacle Software.\n- Callum reports to Priya.\n- Fernhill Foods is headquartered in Cork.\n- Yuki works for Ironwood Manufacturing.\n- Nadia reports to Emeka.\n- Aisha works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Chiara works for Ironwood Manufacturing.\n- Mara reports to Kenji.\n- Nadia works for Fernhill Foods.\n- Helios Logistics was founded in 2003.\n- Fernhill Foods was founded in 2008.\n- Chiara reports to Callum.\n- Stefan reports to Yuki.\n- Mara works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Pinnacle Software was founded in 2011.\n- Ironwood Manufacturing was founded in 1988.\n- Pinnacle Software is headquartered in Porto.\n- Emeka works for Pinnacle Software.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2002.\n- Yuki works for Meridian Bank.\n- Leila reports to Jonas.\n- Aisha works for Meridian Bank.\n- Pinnacle Software is headquartered in Brno.\n- Sofia reports to Leila.\n- Jonas reports to Yuki.\n- Aisha reports to Callum.\n- Sofia works for Ironwood Manufacturing.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Emeka reports to Sofia.\n- Pinnacle Software was founded in 2012.\n- Jonas works for Meridian Bank.\n- Yuki reports to Amara.\n- Wren reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Tessa reports to Aisha.\n- Meridian Bank is headquartered in Porto.\n- Wren works for Pinnacle Software.\n- Lattice Analytics was founded in 1978.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Callum reports to Wren.\n- Meridian Bank was founded in 1983.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11253", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11255", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7851: employee Sanne R., hired 28 July 2021, separated 28 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7851?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11256", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 96360 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11257", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11258", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11259", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11260", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Amara works for Cobalt Health.\n- Cedar Retail Group is headquartered in Basel.\n- Deshawn works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Helios Logistics was founded in 1975.\n- Zoya reports to Ingrid.\n- Cobalt Health is headquartered in Austin.\n- Sanne reports to Zoya.\n- Amara reports to Sanne.\n- Deshawn reports to Yuki.\n- Cobalt Health was founded in 1978.\n- Aisha reports to Wren.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation was founded in 1975.\n- Zoya works for Bluepine Aviation.\n- Ingrid reports to Aisha.\n- Wren works for Helios Logistics.\n- Yuki reports to Amara.\n- Aisha works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Sanne works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11262", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11263", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-2 (VERSION 5, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 August 2023): For employees hired on or after 01 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9144: employee Emeka S., hired 20 July 2021, separated 23 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9144?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9144 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11264", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11265", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8901: employee Omar M., hired 07 September 2023, separated 01 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8901?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11266", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11267", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5572: employee Zoya B., hired 19 September 2023, separated 10 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5572?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11268", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 43384 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11269", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7362: employee Elena R., hired 21 June 2023, separated 26 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7362?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2008.\n- Mei works for Bluepine Aviation.\n- Jonas works for Meridian Bank.\n- Chiara works for Bluepine Aviation.\n- Bruno reports to Anders.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2009.\n- Viktor works for Meridian Bank.\n- Anders works for Bluepine Aviation.\n- Mei reports to Amara.\n- Bruno works for Summit Energy.\n- Kenji reports to Bruno.\n- Nadia works for Bluepine Aviation.\n- Cobalt Health was founded in 1975.\n- Jonas reports to Stefan.\n- Nadia reports to Chiara.\n- Kenji works for Summit Energy.\n- Meridian Bank was founded in 2012.\n- Amara reports to Viktor.\n- Bluepine Aviation is headquartered in Ghent.\n- Anders reports to Nadia.\n- Meridian Bank is headquartered in Tallinn.\n- Amara works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Chiara reports to Mei.\n- Viktor reports to Jonas.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2011", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11271", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2990: employee Zoya B., hired 08 August 2021, separated 27 September 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2025-2990 under the controlling rules.", "criteria": {"0": "$12,812", "1": "$14,750", "2": "$12,750", "3": "$55,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11272", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11273", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1022: employee Mara K., hired 15 May 2021, separated 22 June 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-1022 under the controlling rules.", "criteria": {"0": "$26,481", "1": "$26,611", "2": "$28,481", "3": "$114,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11274", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11275", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11276", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11277", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8684: employee Sofia S., hired 06 February 2022, separated 07 June 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8684?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11278", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11279", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "control_lights", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11280", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-3 (VERSION 5, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5660: employee Deshawn B., hired 28 December 2023, separated 19 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5660?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11281", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11282", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Tampere.\n- Cedar Retail Group was founded in 1995.\n- Hana works for Vantage Air.\n- Pablo works for Vantage Air.\n- Anders works for Vantage Air.\n- Fernhill Foods was founded in 1980.\n- Callum reports to Pablo.\n- Kenji works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Kenji reports to Aisha.\n- Emeka reports to Omar.\n- Hana reports to Callum.\n- Atlas Freight is headquartered in Tampere.\n- Anders reports to Hana.\n- Emeka works for Atlas Freight.\n- Vantage Air is headquartered in Leeds.\n- Atlas Freight was founded in 1992.\n- Cedar Retail Group is headquartered in Tampere.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Omar reports to Anders.\n- Pablo reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11283", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6341: employee Priya B., hired 30 August 2023, separated 06 May 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-6341 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$45,000", "2": "$10,385", "3": "$4,413"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Cedar Retail Group was founded in 1981.\n- Mateo works for Fernhill Foods.\n- Vantage Air was founded in 2008.\n- Kenji works for Fernhill Foods.\n- Lucia works for Crescent Telecom.\n- Vantage Air is headquartered in Oslo.\n- Stefan reports to Sanne.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Crescent Telecom is headquartered in Brno.\n- Tessa works for Crescent Telecom.\n- Dmitri reports to Tessa.\n- Sanne works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Anders reports to Ingrid.\n- Cedar Retail Group is headquartered in Valencia.\n- Zoya reports to Dmitri.\n- Ingrid reports to Mateo.\n- Fernhill Foods is headquartered in Oslo.\n- Jonas reports to Anders.\n- Anders works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Sanne reports to Lucia.\n- Jonas works for Crescent Telecom.\n- Lucia reports to Kenji.\n- Fernhill Foods was founded in 1986.\n- Mateo reports to Priya.\n- Ingrid works for Crescent Telecom.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Sofia reports to Sanne.\n- Cobalt Health was founded in 1978.\n- Fernhill Foods is headquartered in Halifax.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Bruno.\n- Kenji reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Sanne reports to Nadia.\n- Viktor reports to Mei.\n- Yuki works for Fernhill Foods.\n- Nadia reports to Kenji.\n- Sanne works for Northwind Systems.\n- Hana reports to Zoya.\n- Tobias reports to Yuki.\n- Kenji works for Cobalt Health.\n- Northwind Systems is headquartered in Halifax.\n- Northwind Systems was founded in 1985.\n- Tobias works for Cobalt Health.\n- Bruno reports to Viktor.\n- Fernhill Foods was founded in 2004.\n- Bruno works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mei works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1983.\n- Sofia works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Oslo.\n- Viktor works for Ironwood Manufacturing.\n- Yuki reports to Sofia.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Cobalt Health is headquartered in Basel.\n- Kenji works for Cobalt Health.\n- Jonas reports to Yuki.\n- Aisha works for Fernhill Foods.\n- Helios Logistics is headquartered in Oslo.\n- Fernhill Foods is headquartered in Oslo.\n- Cobalt Health was founded in 2015.\n- Nadia reports to Lucia.\n- Amara works for Fernhill Foods.\n- Ravi reports to Jonas.\n- Amara reports to Aisha.\n- Helios Logistics was founded in 1985.\n- Kenji reports to Nadia.\n- Fernhill Foods was founded in 2003.\n- Lucia works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Ravi.\n- Lucia reports to Amara.\n- Nadia works for Fernhill Foods.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11287", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6337: employee Leila A., hired 26 May 2024, separated 09 February 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-6337 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,885", "3": "$5,452"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11288", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11289", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11290", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Lucia.\n- Lucia reports to Mara.\n- Elena works for Pinnacle Software.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Mara reports to Emeka.\n- Elena reports to Mateo.\n- Helios Logistics was founded in 2011.\n- Pinnacle Software was founded in 1984.\n- Lucia works for Northwind Systems.\n- Wren works for Helios Logistics.\n- Northwind Systems was founded in 1996.\n- Aisha works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Vantage Air was founded in 1976.\n- Kenji reports to Jonas.\n- Bruno reports to Aisha.\n- Pinnacle Software is headquartered in Basel.\n- Kenji works for Vantage Air.\n- Jonas works for Pinnacle Software.\n- Helios Logistics is headquartered in Brno.\n- Jonas reports to Elena.\n- Emeka reports to Kenji.\n- Vantage Air is headquartered in Bergen.\n- Bruno works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Aisha reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11292", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11293", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "request_leave", "4": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Sanne works for Ironwood Manufacturing.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Pinnacle Software is headquartered in Dunedin.\n- Dmitri reports to Ingrid.\n- Nadia reports to Viktor.\n- Ironwood Manufacturing was founded in 1985.\n- Vantage Air was founded in 1999.\n- Viktor reports to Chiara.\n- Nadia works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Zoya reports to Stefan.\n- Fernhill Foods is headquartered in Tampere.\n- Ingrid works for Ironwood Manufacturing.\n- Wren works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Mara reports to Nadia.\n- Vantage Air is headquartered in Tampere.\n- Ingrid reports to Sanne.\n- Chiara works for Vantage Air.\n- Zoya works for Ironwood Manufacturing.\n- Chiara reports to Dmitri.\n- Sanne reports to Zoya.\n- Viktor works for Fernhill Foods.\n- Stefan reports to Wren.\n- Pinnacle Software was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sofia.\n- Kenji works for Helios Logistics.\n- Zoya works for Beacon Insurance.\n- Cobalt Health is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Ghent.\n- Sanne works for Cobalt Health.\n- Sofia reports to Stefan.\n- Felix works for Helios Logistics.\n- Atlas Freight was founded in 2002.\n- Yuki reports to Jonas.\n- Stefan works for Cobalt Health.\n- Sanne reports to Kenji.\n- Beacon Insurance was founded in 1990.\n- Helios Logistics is headquartered in Lyon.\n- Zoya reports to Sanne.\n- Yuki works for Helios Logistics.\n- Elena works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Felix reports to Ingrid.\n- Stefan reports to Lucia.\n- Mara reports to Yuki.\n- Mara works for Beacon Insurance.\n- Helios Logistics was founded in 2010.\n- Lucia reports to Felix.\n- Atlas Freight is headquartered in Ghent.\n- Lucia works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Zoya.\n- Sofia works for Cobalt Health.\n- Elena reports to Mara.\n- Cobalt Health was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11296", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8371: employee Elena K., hired 04 April 2020, separated 25 March 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8371?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Ravi reports to Leila.\n- Omar reports to Ravi.\n- Ingrid reports to Mei.\n- Lattice Analytics was founded in 2002.\n- Ravi works for Fernhill Foods.\n- Yuki works for Helios Logistics.\n- Kenji reports to Yuki.\n- Ingrid works for Helios Logistics.\n- Fernhill Foods was founded in 1990.\n- Lattice Analytics is headquartered in Leeds.\n- Leila works for Helios Logistics.\n- Mei reports to Bruno.\n- Mateo reports to Kenji.\n- Leila reports to Hana.\n- Kenji works for Lattice Analytics.\n- Hana reports to Priya.\n- Helios Logistics is headquartered in Brno.\n- Mei works for Ironwood Manufacturing.\n- Bruno works for Helios Logistics.\n- Bruno reports to Mateo.\n- Fernhill Foods is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Brno.\n- Yuki reports to Lucia.\n- Ironwood Manufacturing was founded in 1989.\n- Priya works for Lattice Analytics.\n- Helios Logistics was founded in 1996.\n- Mateo works for Ironwood Manufacturing.\n- Lucia reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11298", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11299", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11301", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11302", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9524: employee Viktor R., hired 13 June 2021, separated 24 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9524?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11303", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1993.\n- Mara reports to Pablo.\n- Vantage Air was founded in 1993.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 2006.\n- Yuki works for Crescent Telecom.\n- Omar reports to Sofia.\n- Elena works for Helios Logistics.\n- Crescent Telecom was founded in 2008.\n- Anders reports to Elena.\n- Sofia reports to Mara.\n- Yuki reports to Amara.\n- Mateo works for Helios Logistics.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Ingrid reports to Wren.\n- Mara works for Helios Logistics.\n- Pablo works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Vantage Air is headquartered in Malmo.\n- Amara reports to Omar.\n- Kenji reports to Yuki.\n- Wren reports to Anders.\n- Crescent Telecom is headquartered in Ghent.\n- Amara works for Vantage Air.\n- Omar works for Helios Logistics.\n- Mateo reports to Kenji.\n- Pablo reports to Ingrid.\n- Wren works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Fernhill Foods was founded in 1977.\n- Mateo reports to Aisha.\n- Tessa reports to Felix.\n- Ingrid reports to Callum.\n- Felix reports to Bruno.\n- Kenji works for Fernhill Foods.\n- Aisha works for Vantage Air.\n- Helios Logistics was founded in 2011.\n- Mateo works for Vantage Air.\n- Callum works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.\n- Callum reports to Mateo.\n- Bruno reports to Kenji.\n- Kenji reports to Ingrid.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 1995.\n- Fernhill Foods is headquartered in Halifax.\n- Stefan works for Fernhill Foods.\n- Wren reports to Tessa.\n- Wren works for Vantage Air.\n- Aisha reports to Stefan.\n- Vantage Air was founded in 2001.\n- Vantage Air is headquartered in Halifax.\n- Bruno works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11306", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7468: employee Mara A., hired 26 September 2023, separated 10 November 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-7468 under the controlling rules.", "criteria": {"0": "$28,167", "1": "$7,500", "2": "$6,562", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11307", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Sofia reports to Tessa.\n- Ravi works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Lucia reports to Deshawn.\n- Sanne works for Beacon Insurance.\n- Deshawn reports to Ravi.\n- Crescent Telecom was founded in 1998.\n- Northwind Systems is headquartered in Valencia.\n- Leila works for Cobalt Health.\n- Callum reports to Leila.\n- Crescent Telecom is headquartered in Nagoya.\n- Tessa works for Cobalt Health.\n- Ravi reports to Nadia.\n- Deshawn works for Northwind Systems.\n- Jonas works for Cobalt Health.\n- Sofia works for Beacon Insurance.\n- Cobalt Health was founded in 1989.\n- Beacon Insurance was founded in 1982.\n- Sanne reports to Sofia.\n- Callum works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Hana reports to Lucia.\n- Cobalt Health is headquartered in Nagoya.\n- Tessa reports to Jonas.\n- Jonas reports to Mateo.\n- Northwind Systems was founded in 1982.\n- Mateo reports to Callum.\n- Nadia works for Cobalt Health.\n- Beacon Insurance is headquartered in Valencia.\n- Leila reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Yuki works for Crescent Telecom.\n- Anders reports to Yuki.\n- Mei reports to Dmitri.\n- Cobalt Health was founded in 1981.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.\n- Dmitri works for Crescent Telecom.\n- Pablo reports to Viktor.\n- Dmitri reports to Jonas.\n- Viktor works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Anders works for Cobalt Health.\n- Yuki reports to Mateo.\n- Jonas reports to Pablo.\n- Elena works for Cobalt Health.\n- Elena reports to Aisha.\n- Cobalt Health is headquartered in Cork.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 1994.\n- Aisha reports to Anders.\n- Crescent Telecom was founded in 1980.\n- Mei works for Lattice Analytics.\n- Mateo reports to Mei.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11310", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11311", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5979: employee Felix K., hired 06 April 2022, separated 19 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-5979 under the controlling rules.", "criteria": {"0": "$68,000", "1": "$16,692", "2": "$15,692", "3": "$15,577"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Northwind Systems was founded in 2006.\n- Sanne works for Meridian Bank.\n- Pablo reports to Viktor.\n- Zoya works for Meridian Bank.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Viktor reports to Callum.\n- Sanne reports to Zoya.\n- Viktor works for Beacon Insurance.\n- Tessa works for Northwind Systems.\n- Sofia works for Meridian Bank.\n- Callum reports to Sanne.\n- Beacon Insurance was founded in 2005.\n- Northwind Systems is headquartered in Dunedin.\n- Sofia reports to Pablo.\n- Callum works for Crescent Telecom.\n- Meridian Bank is headquartered in Basel.\n- Hana reports to Tessa.\n- Tessa reports to Sofia.\n- Meridian Bank was founded in 1976.\n- Crescent Telecom is headquartered in Tallinn.\n- Elena reports to Hana.\n- Zoya reports to Priya.\n- Pablo works for Beacon Insurance.\n- Hana works for Northwind Systems.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Cobalt Health was founded in 2004.\n- Jonas reports to Yuki.\n- Aisha works for Pinnacle Software.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Deshawn reports to Priya.\n- Helios Logistics was founded in 2011.\n- Zoya reports to Aisha.\n- Felix reports to Wren.\n- Priya reports to Zoya.\n- Stefan reports to Deshawn.\n- Cobalt Health is headquartered in Malmo.\n- Callum works for Cobalt Health.\n- Sofia reports to Jonas.\n- Callum reports to Chiara.\n- Wren reports to Sofia.\n- Aisha reports to Felix.\n- Cedar Retail Group was founded in 2003.\n- Yuki reports to Callum.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Pinnacle Software was founded in 1976.\n- Yuki works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Stefan works for Helios Logistics.\n- Jonas works for Pinnacle Software.\n- Felix works for Cedar Retail Group.\n- Priya works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11314", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5000: employee Emeka B., hired 18 March 2024, separated 15 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5000?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5000 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11315", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 December 2022): For employees hired on or after 30 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1232: employee Tessa K., hired 17 March 2021, separated 26 June 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1232?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11316", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11317", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1995.\n- Mateo works for Crescent Telecom.\n- Zoya reports to Mateo.\n- Lattice Analytics is headquartered in Bergen.\n- Tessa works for Cedar Retail Group.\n- Zoya works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Crescent Telecom was founded in 2007.\n- Crescent Telecom is headquartered in Oslo.\n- Jonas reports to Dmitri.\n- Mara works for Lattice Analytics.\n- Cedar Retail Group was founded in 2012.\n- Mara reports to Emeka.\n- Jonas works for Fernhill Foods.\n- Dmitri reports to Tessa.\n- Tessa reports to Hana.\n- Cedar Retail Group is headquartered in Bergen.\n- Hana works for Crescent Telecom.\n- Fernhill Foods is headquartered in Cork.\n- Hana reports to Mara.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics was founded in 2015.\n- Mateo reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11319", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11320", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3035: employee Ravi T., hired 28 November 2023, separated 22 October 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-3035 under the controlling rules.", "criteria": {"0": "$1,350", "1": "$4,000", "2": "$17,333", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Yuki.\n- Emeka reports to Bruno.\n- Helios Logistics was founded in 1998.\n- Cedar Retail Group was founded in 1992.\n- Anders reports to Jonas.\n- Jonas works for Helios Logistics.\n- Lattice Analytics is headquartered in Porto.\n- Priya reports to Anders.\n- Fernhill Foods was founded in 1975.\n- Cedar Retail Group is headquartered in Porto.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Sofia reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Jonas reports to Sofia.\n- Bruno works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Sofia works for Helios Logistics.\n- Priya works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Priya.\n- Fernhill Foods is headquartered in Basel.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11322", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 7, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1646: employee Yuki M., hired 07 September 2021, separated 12 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1646?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Priya works for Crescent Telecom.\n- Meridian Bank is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Tallinn.\n- Crescent Telecom was founded in 1986.\n- Cobalt Health was founded in 2003.\n- Tobias reports to Sofia.\n- Yuki works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Leila reports to Felix.\n- Mei works for Bluepine Aviation.\n- Felix reports to Priya.\n- Crescent Telecom is headquartered in Valencia.\n- Wren works for Bluepine Aviation.\n- Amara reports to Leila.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Sofia reports to Amara.\n- Amara works for Bluepine Aviation.\n- Mei reports to Wren.\n- Sofia works for Bluepine Aviation.\n- Wren reports to Tobias.\n- Zoya reports to Mei.\n- Felix works for Cobalt Health.\n- Bluepine Aviation was founded in 2012.\n- Priya reports to Yuki.\n- Cobalt Health is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11324", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation was founded in 1977.\n- Tobias works for Atlas Freight.\n- Pablo reports to Elena.\n- Omar reports to Tobias.\n- Helios Logistics is headquartered in Austin.\n- Crescent Telecom is headquartered in Oslo.\n- Felix reports to Viktor.\n- Pablo works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Amara reports to Felix.\n- Felix works for Helios Logistics.\n- Bluepine Aviation is headquartered in Ghent.\n- Atlas Freight is headquartered in Ghent.\n- Amara works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Atlas Freight was founded in 2004.\n- Crescent Telecom was founded in 2015.\n- Tobias reports to Deshawn.\n- Deshawn works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Deshawn reports to Dmitri.\n- Viktor works for Crescent Telecom.\n- Dmitri reports to Pablo.\n- Viktor reports to Omar.\n- Omar works for Helios Logistics.\n- Elena reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11326", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 June 2025): For employees hired on or after 17 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7783: employee Zoya M., hired 28 December 2023, separated 14 July 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7783?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11327", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1992.\n- Sanne works for Northwind Systems.\n- Cedar Retail Group is headquartered in Porto.\n- Ravi works for Ironwood Manufacturing.\n- Priya reports to Chiara.\n- Ravi reports to Priya.\n- Priya works for Northwind Systems.\n- Aisha reports to Ravi.\n- Cedar Retail Group was founded in 2003.\n- Ironwood Manufacturing was founded in 2005.\n- Tobias reports to Emeka.\n- Chiara works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Kenji reports to Aisha.\n- Fernhill Foods is headquartered in Oslo.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Tobias.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sanne reports to Kenji.\n- Northwind Systems is headquartered in Oslo.\n- Fernhill Foods was founded in 2011.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11329", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11330", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11331", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Yuki.\n- Mei works for Atlas Freight.\n- Hana works for Summit Energy.\n- Chiara reports to Bruno.\n- Summit Energy was founded in 1981.\n- Tessa works for Ironwood Manufacturing.\n- Wren works for Atlas Freight.\n- Pinnacle Software is headquartered in Nagoya.\n- Pablo works for Ironwood Manufacturing.\n- Tessa reports to Pablo.\n- Nadia works for Atlas Freight.\n- Wren reports to Nadia.\n- Bruno works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Bergen.\n- Yuki works for Pinnacle Software.\n- Atlas Freight was founded in 1988.\n- Yuki reports to Tessa.\n- Hana reports to Wren.\n- Nadia reports to Mei.\n- Atlas Freight is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Hana.\n- Pinnacle Software was founded in 2008.\n- Bruno reports to Tobias.\n- Chiara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11333", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 75846 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "reports an item arrived broken", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11334", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11335", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11336", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2111: employee Jonas T., hired 21 January 2021, separated 05 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2111?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11337", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5163: employee Tobias K., hired 13 December 2022, separated 22 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5163?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Chiara.\n- Jonas works for Cobalt Health.\n- Emeka works for Vantage Air.\n- Tessa works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Cobalt Health is headquartered in Turku.\n- Mateo reports to Mei.\n- Hana works for Vantage Air.\n- Jonas reports to Emeka.\n- Stefan reports to Mateo.\n- Emeka reports to Stefan.\n- Mei reports to Omar.\n- Cobalt Health was founded in 2015.\n- Omar works for Crescent Telecom.\n- Tessa reports to Hana.\n- Cedar Retail Group is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Vantage Air was founded in 2007.\n- Crescent Telecom was founded in 1988.\n- Chiara reports to Tessa.\n- Stefan works for Vantage Air.\n- Mateo works for Crescent Telecom.\n- Omar reports to Ingrid.\n- Mei works for Cedar Retail Group.\n- Ingrid reports to Wren.\n- Ravi works for Cobalt Health.\n- Wren works for Crescent Telecom.\n- Hana reports to Jonas.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11339", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Lattice Analytics.\n- Anders reports to Jonas.\n- Felix reports to Mateo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas reports to Amara.\n- Mara reports to Anders.\n- Amara works for Pinnacle Software.\n- Meridian Bank is headquartered in Cork.\n- Chiara reports to Callum.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tallinn.\n- Priya reports to Felix.\n- Priya works for Pinnacle Software.\n- Jonas works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Meridian Bank was founded in 2002.\n- Pinnacle Software was founded in 2009.\n- Callum reports to Mara.\n- Ironwood Manufacturing was founded in 2013.\n- Ingrid reports to Priya.\n- Callum works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Mateo reports to Ravi.\n- Sanne reports to Ingrid.\n- Anders works for Pinnacle Software.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Ravi reports to Chiara.\n- Lattice Analytics was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Halifax", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11342", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1992.\n- Tessa works for Pinnacle Software.\n- Lattice Analytics was founded in 1989.\n- Pinnacle Software is headquartered in Turku.\n- Anders reports to Pablo.\n- Tessa reports to Anders.\n- Fernhill Foods was founded in 1990.\n- Fernhill Foods is headquartered in Turku.\n- Sofia works for Atlas Freight.\n- Bruno reports to Sofia.\n- Pablo works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Bruno works for Pinnacle Software.\n- Sofia reports to Mateo.\n- Atlas Freight is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Oslo.\n- Atlas Freight was founded in 2001.\n- Mateo works for Lattice Analytics.\n- Pablo reports to Elena.\n- Elena works for Fernhill Foods.\n- Mateo reports to Emeka.\n- Emeka reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11344", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mateo.\n- Deshawn works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Aisha reports to Callum.\n- Anders works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Crescent Telecom was founded in 1987.\n- Callum works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Fernhill Foods was founded in 1981.\n- Northwind Systems was founded in 1990.\n- Mara reports to Pablo.\n- Pablo reports to Aisha.\n- Tessa reports to Anders.\n- Cedar Retail Group was founded in 1991.\n- Cedar Retail Group is headquartered in Malmo.\n- Mara works for Northwind Systems.\n- Stefan reports to Bruno.\n- Pablo works for Crescent Telecom.\n- Tessa works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Mateo reports to Deshawn.\n- Fernhill Foods is headquartered in Oslo.\n- Anders reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Bruno reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11346", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 11308 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11347", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3972: employee Dmitri B., hired 14 October 2022, separated 06 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3972?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11348", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11349", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9237: employee Deshawn S., hired 13 December 2020, separated 08 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9237?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11350", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11351", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2507: employee Chiara K., hired 02 December 2021, separated 31 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2507?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11352", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 5425 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2012.\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Bergen.\n- Sofia works for Cedar Retail Group.\n- Jonas works for Atlas Freight.\n- Jonas reports to Priya.\n- Ravi works for Atlas Freight.\n- Cedar Retail Group was founded in 1988.\n- Omar reports to Emeka.\n- Dmitri reports to Zoya.\n- Priya reports to Sofia.\n- Dmitri works for Atlas Freight.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Omar works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Pinnacle Software is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2002.\n- Ravi reports to Jonas.\n- Sofia reports to Omar.\n- Emeka reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11354", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2289: employee Pablo R., hired 21 February 2022, separated 09 February 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-2289 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$6,500", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11355", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2049: employee Pablo T., hired 09 July 2020, separated 04 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2049?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Pablo.\n- Jonas works for Ironwood Manufacturing.\n- Ingrid works for Cedar Retail Group.\n- Jonas reports to Emeka.\n- Lucia works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Amara reports to Lucia.\n- Priya works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1983.\n- Atlas Freight was founded in 1992.\n- Emeka works for Cobalt Health.\n- Amara works for Ironwood Manufacturing.\n- Pablo reports to Priya.\n- Emeka reports to Zoya.\n- Ironwood Manufacturing was founded in 2004.\n- Omar works for Ironwood Manufacturing.\n- Viktor works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Cobalt Health is headquartered in Oslo.\n- Zoya reports to Amara.\n- Zoya works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.\n- Viktor reports to Callum.\n- Priya reports to Jonas.\n- Ingrid reports to Viktor.\n- Pablo works for Cobalt Health.\n- Atlas Freight is headquartered in Adelaide.\n- Lucia reports to Omar.\n- Cedar Retail Group is headquartered in Adelaide.\n- Omar reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11357", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11358", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Felix works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Callum reports to Yuki.\n- Callum works for Helios Logistics.\n- Northwind Systems was founded in 1996.\n- Cedar Retail Group was founded in 1979.\n- Elena reports to Callum.\n- Jonas reports to Pablo.\n- Helios Logistics was founded in 1982.\n- Jonas works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Anders reports to Felix.\n- Nadia reports to Ingrid.\n- Meridian Bank was founded in 2005.\n- Sofia reports to Anders.\n- Felix reports to Mara.\n- Northwind Systems is headquartered in Lyon.\n- Sofia works for Northwind Systems.\n- Ingrid reports to Sofia.\n- Meridian Bank is headquartered in Turku.\n- Nadia works for Helios Logistics.\n- Bruno reports to Nadia.\n- Mara reports to Jonas.\n- Helios Logistics is headquartered in Porto.\n- Ingrid works for Northwind Systems.\n- Yuki works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Elena.\n- Bruno works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1990.\n- Elena reports to Wren.\n- Pinnacle Software was founded in 1988.\n- Amara reports to Priya.\n- Ironwood Manufacturing was founded in 2015.\n- Pablo works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Brno.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Nagoya.\n- Mei reports to Elena.\n- Bruno works for Helios Logistics.\n- Chiara reports to Emeka.\n- Elena works for Ironwood Manufacturing.\n- Hana reports to Mei.\n- Wren reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Sofia works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Priya reports to Chiara.\n- Helios Logistics was founded in 1976.\n- Pablo reports to Hana.\n- Wren works for Helios Logistics.\n- Sofia reports to Viktor.\n- Hana works for Summit Energy.\n- Chiara works for Pinnacle Software.\n- Viktor reports to Bruno.\n- Emeka works for Ironwood Manufacturing.\n- Bruno reports to Pablo.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11361", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 June 2025): For employees hired on or after 17 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5321: employee Bruno B., hired 19 May 2022, separated 10 July 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5321?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11362", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6770: employee Nadia B., hired 01 August 2020, separated 20 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6770?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2000.\n- Tessa works for Cobalt Health.\n- Tessa reports to Pablo.\n- Viktor reports to Wren.\n- Bruno reports to Mara.\n- Cobalt Health was founded in 1986.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Mateo works for Meridian Bank.\n- Sanne works for Cobalt Health.\n- Viktor works for Meridian Bank.\n- Jonas reports to Sanne.\n- Mateo reports to Lucia.\n- Mara works for Helios Logistics.\n- Wren works for Meridian Bank.\n- Mara reports to Anders.\n- Sanne reports to Tessa.\n- Anders works for Meridian Bank.\n- Cobalt Health is headquartered in Tampere.\n- Lucia reports to Viktor.\n- Helios Logistics is headquartered in Tallinn.\n- Wren reports to Bruno.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1985.\n- Meridian Bank is headquartered in Tampere.\n- Anders reports to Elena.\n- Lucia works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Elena reports to Jonas.\n- Elena works for Meridian Bank.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11364", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11365", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cobalt Health.\n- Sanne reports to Stefan.\n- Helios Logistics is headquartered in Malmo.\n- Cobalt Health was founded in 2006.\n- Deshawn reports to Emeka.\n- Sanne works for Fernhill Foods.\n- Emeka reports to Chiara.\n- Chiara reports to Sanne.\n- Emeka works for Fernhill Foods.\n- Anders works for Northwind Systems.\n- Cobalt Health is headquartered in Malmo.\n- Helios Logistics was founded in 2011.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Zoya works for Cobalt Health.\n- Northwind Systems is headquartered in Malmo.\n- Aisha works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Zoya reports to Anders.\n- Aisha reports to Deshawn.\n- Fernhill Foods was founded in 2001.\n- Anders reports to Aisha.\n- Northwind Systems was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Pablo reports to Mateo.\n- Wren reports to Leila.\n- Viktor reports to Pablo.\n- Bluepine Aviation was founded in 2003.\n- Leila works for Meridian Bank.\n- Sofia reports to Wren.\n- Amara works for Bluepine Aviation.\n- Mateo works for Beacon Insurance.\n- Wren works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Amara reports to Viktor.\n- Beacon Insurance is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Halifax.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Beacon Insurance was founded in 1999.\n- Meridian Bank was founded in 1995.\n- Ironwood Manufacturing was founded in 1994.\n- Omar works for Meridian Bank.\n- Sofia works for Bluepine Aviation.\n- Mateo reports to Omar.\n- Omar reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sofia.\n- Bruno works for Ironwood Manufacturing.\n- Omar reports to Deshawn.\n- Nadia reports to Stefan.\n- Deshawn works for Bluepine Aviation.\n- Mateo reports to Aisha.\n- Tobias works for Meridian Bank.\n- Deshawn reports to Nadia.\n- Sofia works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2012.\n- Emeka reports to Tobias.\n- Aisha works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.\n- Stefan reports to Elena.\n- Emeka works for Meridian Bank.\n- Bluepine Aviation is headquartered in Leeds.\n- Aisha reports to Emeka.\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1992.\n- Mateo works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1981.\n- Bruno reports to Mateo.\n- Elena reports to Bruno.\n- Meridian Bank is headquartered in Adelaide.\n- Stefan works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2009.\n- Nadia works for Ironwood Manufacturing.\n- Sofia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics was founded in 2003.\n- Yuki works for Vantage Air.\n- Lucia reports to Ingrid.\n- Callum reports to Lucia.\n- Stefan works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Zoya reports to Anders.\n- Vantage Air is headquartered in Tallinn.\n- Anders works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1998.\n- Cedar Retail Group was founded in 2010.\n- Stefan reports to Sofia.\n- Helios Logistics is headquartered in Porto.\n- Yuki reports to Mara.\n- Tessa reports to Zoya.\n- Callum works for Vantage Air.\n- Mateo works for Ironwood Manufacturing.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Amara works for Helios Logistics.\n- Zoya works for Cedar Retail Group.\n- Anders reports to Amara.\n- Mateo reports to Tessa.\n- Ingrid reports to Stefan.\n- Amara reports to Yuki.\n- Lucia works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Sofia reports to Mateo.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11370", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7447: employee Omar B., hired 02 August 2021, separated 17 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7447?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11371", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7901: employee Ravi B., hired 31 March 2024, separated 09 December 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-7901 under the controlling rules.", "criteria": {"0": "$36,833", "1": "$8,000", "2": "$8,500", "3": "$8,438"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11372", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Omar reports to Mei.\n- Callum reports to Mara.\n- Mara reports to Omar.\n- Leila works for Vantage Air.\n- Mei reports to Chiara.\n- Ironwood Manufacturing was founded in 1975.\n- Viktor works for Vantage Air.\n- Hana works for Vantage Air.\n- Fernhill Foods is headquartered in Adelaide.\n- Vantage Air is headquartered in Oslo.\n- Leila reports to Hana.\n- Mara works for Vantage Air.\n- Jonas reports to Lucia.\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Jonas.\n- Emeka works for Fernhill Foods.\n- Vantage Air was founded in 2012.\n- Lucia reports to Emeka.\n- Omar works for Lattice Analytics.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Mei works for Vantage Air.\n- Viktor reports to Callum.\n- Tessa works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1982.\n- Hana reports to Viktor.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Jonas works for Fernhill Foods.\n- Chiara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Austin.\n- Viktor reports to Leila.\n- Stefan reports to Lucia.\n- Bluepine Aviation was founded in 1991.\n- Mara reports to Viktor.\n- Deshawn works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Leila reports to Elena.\n- Emeka works for Bluepine Aviation.\n- Mei works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Crescent Telecom is headquartered in Austin.\n- Deshawn reports to Mei.\n- Helios Logistics was founded in 1999.\n- Lucia works for Fernhill Foods.\n- Priya reports to Mara.\n- Fernhill Foods is headquartered in Tampere.\n- Fernhill Foods was founded in 1981.\n- Lucia reports to Priya.\n- Crescent Telecom was founded in 1982.\n- Emeka reports to Deshawn.\n- Elena reports to Emeka.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11375", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "play_music", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Basel.\n- Nadia reports to Viktor.\n- Zoya works for Summit Energy.\n- Mei works for Meridian Bank.\n- Tobias reports to Tessa.\n- Callum works for Meridian Bank.\n- Amara works for Pinnacle Software.\n- Tessa reports to Zoya.\n- Summit Energy was founded in 2004.\n- Pinnacle Software is headquartered in Tampere.\n- Tobias works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Meridian Bank was founded in 1975.\n- Zoya reports to Mei.\n- Mei reports to Callum.\n- Fernhill Foods is headquartered in Adelaide.\n- Summit Energy is headquartered in Nagoya.\n- Amara reports to Tobias.\n- Pinnacle Software was founded in 1993.\n- Fernhill Foods was founded in 1996.\n- Viktor reports to Amara.\n- Viktor works for Pinnacle Software.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11377", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11378", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Mateo reports to Aisha.\n- Wren reports to Dmitri.\n- Northwind Systems was founded in 2010.\n- Anders reports to Yuki.\n- Anders works for Fernhill Foods.\n- Leila reports to Lucia.\n- Stefan reports to Tobias.\n- Lucia reports to Stefan.\n- Aisha works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Dmitri reports to Anders.\n- Stefan works for Ironwood Manufacturing.\n- Tobias works for Lattice Analytics.\n- Fernhill Foods is headquartered in Brno.\n- Zoya works for Northwind Systems.\n- Aisha reports to Ingrid.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1986.\n- Ingrid reports to Zoya.\n- Leila works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.\n- Northwind Systems is headquartered in Malmo.\n- Fernhill Foods was founded in 2014.\n- Yuki works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tobias reports to Mateo.\n- Zoya reports to Wren.\n- Ironwood Manufacturing was founded in 2008.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11380", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11381", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5055: employee Leila S., hired 07 January 2022, separated 21 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5055?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11382", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Tobias reports to Viktor.\n- Aisha reports to Tobias.\n- Amara reports to Mara.\n- Amara works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mara reports to Kenji.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia reports to Aisha.\n- Helios Logistics was founded in 1988.\n- Helios Logistics is headquartered in Malmo.\n- Kenji reports to Lucia.\n- Cedar Retail Group was founded in 1982.\n- Cobalt Health is headquartered in Adelaide.\n- Pablo reports to Amara.\n- Cobalt Health was founded in 2013.\n- Kenji works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Lattice Analytics was founded in 2005.\n- Zoya works for Cobalt Health.\n- Yuki reports to Zoya.\n- Viktor works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Zoya reports to Pablo.\n- Pablo works for Cobalt Health.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2013", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11385", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Elena reports to Deshawn.\n- Chiara reports to Ingrid.\n- Nadia reports to Chiara.\n- Mara reports to Mei.\n- Chiara works for Atlas Freight.\n- Stefan reports to Mara.\n- Stefan works for Vantage Air.\n- Mei works for Atlas Freight.\n- Fernhill Foods was founded in 1980.\n- Vantage Air is headquartered in Tallinn.\n- Nadia works for Fernhill Foods.\n- Deshawn reports to Stefan.\n- Anders reports to Lucia.\n- Emeka works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Emeka reports to Elena.\n- Mei reports to Ravi.\n- Atlas Freight was founded in 2000.\n- Lucia works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Meridian Bank is headquartered in Cork.\n- Ingrid works for Meridian Bank.\n- Fernhill Foods is headquartered in Cork.\n- Ingrid reports to Anders.\n- Deshawn works for Vantage Air.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 1988.\n- Mara works for Atlas Freight.\n- Ravi reports to Nadia.\n- Meridian Bank was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1975", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11387", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3653: employee Yuki R., hired 08 May 2022, separated 20 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3653?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11388", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11389", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Fernhill Foods.\n- Atlas Freight is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sanne works for Lattice Analytics.\n- Zoya works for Fernhill Foods.\n- Lattice Analytics was founded in 2000.\n- Fernhill Foods was founded in 1991.\n- Ingrid works for Atlas Freight.\n- Bluepine Aviation was founded in 1976.\n- Leila reports to Elena.\n- Kenji reports to Zoya.\n- Elena reports to Sanne.\n- Atlas Freight was founded in 1994.\n- Ravi works for Lattice Analytics.\n- Zoya reports to Ingrid.\n- Fernhill Foods is headquartered in Lyon.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Ingrid reports to Ravi.\n- Ravi reports to Viktor.\n- Leila works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Viktor reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Emeka works for Vantage Air.\n- Helios Logistics was founded in 1993.\n- Cobalt Health is headquartered in Adelaide.\n- Cobalt Health was founded in 2007.\n- Elena works for Vantage Air.\n- Aisha reports to Dmitri.\n- Chiara works for Atlas Freight.\n- Chiara reports to Elena.\n- Vantage Air was founded in 1991.\n- Dmitri works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Emeka reports to Chiara.\n- Atlas Freight was founded in 1983.\n- Vantage Air is headquartered in Bergen.\n- Atlas Freight is headquartered in Adelaide.\n- Kenji reports to Aisha.\n- Ravi works for Helios Logistics.\n- Jonas reports to Emeka.\n- Dmitri reports to Jonas.\n- Elena reports to Ravi.\n- Kenji works for Helios Logistics.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11392", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2921: employee Elena K., hired 03 February 2023, separated 09 October 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2025-2921 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,700", "2": "$17,333", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11393", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11394", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11395", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11396", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4614: employee Yuki A., hired 26 April 2022, separated 03 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4614?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11397", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1984.\n- Zoya works for Atlas Freight.\n- Deshawn reports to Kenji.\n- Lucia reports to Mei.\n- Tessa reports to Yuki.\n- Atlas Freight was founded in 2006.\n- Pablo works for Bluepine Aviation.\n- Mei reports to Deshawn.\n- Yuki works for Vantage Air.\n- Pablo reports to Anders.\n- Vantage Air was founded in 1994.\n- Tessa works for Bluepine Aviation.\n- Zoya reports to Aisha.\n- Aisha works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Kenji reports to Pablo.\n- Deshawn works for Fernhill Foods.\n- Yuki reports to Zoya.\n- Anders works for Fernhill Foods.\n- Anders reports to Tessa.\n- Vantage Air is headquartered in Oslo.\n- Atlas Freight is headquartered in Halifax.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Atlas Freight.\n- Bluepine Aviation is headquartered in Ghent.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Nadia reports to Leila.\n- Lattice Analytics was founded in 1977.\n- Beacon Insurance is headquartered in Halifax.\n- Pablo reports to Dmitri.\n- Emeka works for Cobalt Health.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Lattice Analytics is headquartered in Leeds.\n- Nadia works for Beacon Insurance.\n- Cobalt Health is headquartered in Halifax.\n- Stefan works for Lattice Analytics.\n- Cobalt Health was founded in 1979.\n- Wren works for Cobalt Health.\n- Leila reports to Wren.\n- Beacon Insurance was founded in 2003.\n- Stefan reports to Nadia.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Leila works for Beacon Insurance.\n- Wren reports to Ingrid.\n- Ingrid reports to Emeka.\n- Pablo works for Beacon Insurance.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Priya.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Elena works for Ironwood Manufacturing.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Wren reports to Lucia.\n- Ironwood Manufacturing was founded in 2013.\n- Chiara reports to Dmitri.\n- Chiara works for Summit Energy.\n- Stefan reports to Elena.\n- Dmitri reports to Stefan.\n- Priya works for Atlas Freight.\n- Elena reports to Wren.\n- Summit Energy is headquartered in Basel.\n- Jonas reports to Zoya.\n- Atlas Freight is headquartered in Basel.\n- Dmitri works for Atlas Freight.\n- Northwind Systems was founded in 2006.\n- Lucia reports to Jonas.\n- Zoya works for Northwind Systems.\n- Priya reports to Chiara.\n- Felix works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 1994.\n- Jonas works for Northwind Systems.\n- Summit Energy was founded in 1982.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11401", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2317: employee Priya B., hired 20 October 2022, separated 01 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2317?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11402", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11403", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5885: employee Mei K., hired 04 March 2022, separated 15 June 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5885?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11404", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 January 2023): For employees hired on or after 17 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6400: employee Chiara B., hired 05 July 2021, separated 09 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6400?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6400 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11405", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Dunedin.\n- Jonas reports to Lucia.\n- Lucia reports to Chiara.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 1995.\n- Callum reports to Hana.\n- Hana reports to Pablo.\n- Chiara works for Atlas Freight.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Jonas.\n- Lucia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1981.\n- Jonas works for Bluepine Aviation.\n- Viktor works for Ironwood Manufacturing.\n- Chiara reports to Mei.\n- Mei reports to Viktor.\n- Viktor reports to Callum.\n- Bluepine Aviation was founded in 2010.\n- Atlas Freight was founded in 1978.\n- Amara works for Bluepine Aviation.\n- Amara reports to Ingrid.\n- Pablo works for Atlas Freight.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11406", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 September 2022): For employees hired on or after 08 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6369: employee Emeka B., hired 10 August 2021, separated 20 August 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-6369 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$6,923", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mateo.\n- Jonas reports to Pablo.\n- Jonas works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Halifax.\n- Lattice Analytics is headquartered in Malmo.\n- Lucia reports to Jonas.\n- Deshawn reports to Tobias.\n- Tobias works for Vantage Air.\n- Lucia works for Beacon Insurance.\n- Deshawn works for Vantage Air.\n- Ingrid reports to Lucia.\n- Ironwood Manufacturing was founded in 1990.\n- Mateo works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Beacon Insurance was founded in 1996.\n- Bruno works for Lattice Analytics.\n- Vantage Air was founded in 1981.\n- Tobias reports to Ingrid.\n- Mateo reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lattice Analytics was founded in 2015.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11408", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11409", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Fernhill Foods.\n- Beacon Insurance was founded in 2002.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Dmitri reports to Amara.\n- Amara reports to Elena.\n- Sanne works for Beacon Insurance.\n- Deshawn reports to Dmitri.\n- Felix works for Beacon Insurance.\n- Hana reports to Callum.\n- Meridian Bank was founded in 2002.\n- Dmitri works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Elena reports to Ingrid.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ingrid works for Meridian Bank.\n- Mei works for Beacon Insurance.\n- Sofia reports to Ravi.\n- Fernhill Foods was founded in 2005.\n- Ravi reports to Hana.\n- Sofia works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Callum works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2004.\n- Sanne reports to Mei.\n- Beacon Insurance is headquartered in Leeds.\n- Mei reports to Deshawn.\n- Felix reports to Sofia.\n- Callum reports to Sanne.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11411", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1995.\n- Fernhill Foods is headquartered in Valencia.\n- Dmitri reports to Hana.\n- Bruno works for Fernhill Foods.\n- Amara reports to Nadia.\n- Fernhill Foods was founded in 2004.\n- Helios Logistics is headquartered in Turku.\n- Hana works for Fernhill Foods.\n- Crescent Telecom is headquartered in Tampere.\n- Mara reports to Tobias.\n- Crescent Telecom was founded in 2008.\n- Amara works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Ingrid.\n- Dmitri works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1991.\n- Ravi works for Ironwood Manufacturing.\n- Nadia reports to Bruno.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid works for Crescent Telecom.\n- Bruno reports to Lucia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ravi reports to Dmitri.\n- Ingrid reports to Amara.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Stefan works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Mara works for Cobalt Health.\n- Mara reports to Tessa.\n- Summit Energy was founded in 1985.\n- Jonas works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Jonas reports to Ingrid.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana works for Bluepine Aviation.\n- Cobalt Health was founded in 2009.\n- Tessa reports to Hana.\n- Ingrid works for Bluepine Aviation.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Stefan reports to Lucia.\n- Amara works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2008.\n- Ingrid reports to Amara.\n- Bluepine Aviation was founded in 2006.\n- Lucia reports to Mara.\n- Hana reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11415", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Atlas Freight is headquartered in Porto.\n- Dmitri works for Meridian Bank.\n- Atlas Freight was founded in 1981.\n- Elena works for Atlas Freight.\n- Priya reports to Viktor.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Anders works for Crescent Telecom.\n- Anders reports to Dmitri.\n- Helios Logistics was founded in 2011.\n- Priya works for Helios Logistics.\n- Dmitri reports to Priya.\n- Kenji reports to Anders.\n- Crescent Telecom was founded in 2004.\n- Sofia reports to Kenji.\n- Elena reports to Sofia.\n- Meridian Bank is headquartered in Malmo.\n- Mei works for Helios Logistics.\n- Crescent Telecom is headquartered in Porto.\n- Sofia works for Helios Logistics.\n- Meridian Bank was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11417", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 November 2025): For employees hired on or after 03 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2052: employee Anders B., hired 20 October 2023, separated 19 October 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2052?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Anders works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Ghent.\n- Viktor reports to Jonas.\n- Kenji reports to Stefan.\n- Stefan reports to Mateo.\n- Viktor works for Bluepine Aviation.\n- Atlas Freight was founded in 1979.\n- Omar works for Helios Logistics.\n- Omar reports to Kenji.\n- Yuki reports to Anders.\n- Aisha works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Bluepine Aviation was founded in 1976.\n- Cedar Retail Group is headquartered in Malmo.\n- Mateo works for Helios Logistics.\n- Mateo reports to Nadia.\n- Jonas reports to Sanne.\n- Anders reports to Aisha.\n- Nadia works for Helios Logistics.\n- Atlas Freight is headquartered in Halifax.\n- Helios Logistics is headquartered in Ghent.\n- Aisha reports to Leila.\n- Sanne works for Bluepine Aviation.\n- Leila reports to Omar.\n- Helios Logistics was founded in 2004.\n- Sanne reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11419", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5216: employee Anders M., hired 30 October 2022, separated 20 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5216?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2003.\n- Cedar Retail Group is headquartered in Brno.\n- Fernhill Foods is headquartered in Cork.\n- Yuki reports to Leila.\n- Stefan works for Fernhill Foods.\n- Helios Logistics is headquartered in Brno.\n- Nadia reports to Deshawn.\n- Aisha works for Helios Logistics.\n- Stefan reports to Yuki.\n- Nadia works for Fernhill Foods.\n- Deshawn reports to Stefan.\n- Leila works for Helios Logistics.\n- Meridian Bank is headquartered in Oslo.\n- Kenji works for Helios Logistics.\n- Meridian Bank was founded in 1990.\n- Leila reports to Aisha.\n- Cedar Retail Group was founded in 1981.\n- Priya reports to Nadia.\n- Helios Logistics was founded in 2007.\n- Deshawn works for Fernhill Foods.\n- Aisha reports to Kenji.\n- Priya works for Fernhill Foods.\n- Yuki works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Viktor.\n- Vantage Air was founded in 1989.\n- Viktor reports to Elena.\n- Felix reports to Dmitri.\n- Zoya reports to Aisha.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Yuki.\n- Elena reports to Felix.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka reports to Wren.\n- Ironwood Manufacturing was founded in 1987.\n- Helios Logistics was founded in 1989.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Emeka.\n- Felix works for Vantage Air.\n- Tessa works for Helios Logistics.\n- Vantage Air is headquartered in Leeds.\n- Aisha works for Vantage Air.\n- Jonas reports to Hana.\n- Hana works for Vantage Air.\n- Tessa reports to Jonas.\n- Fernhill Foods was founded in 1987.\n- Helios Logistics is headquartered in Leeds.\n- Elena works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Zoya works for Ironwood Manufacturing.\n- Viktor works for Vantage Air.\n- Yuki reports to Tessa.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11422", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11423", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6540: employee Mateo R., hired 22 July 2023, separated 07 November 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6540?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11424", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1986.\n- Vantage Air was founded in 2003.\n- Vantage Air is headquartered in Basel.\n- Sanne works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Amara works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1997.\n- Leila reports to Zoya.\n- Stefan reports to Mei.\n- Leila works for Lattice Analytics.\n- Zoya reports to Amara.\n- Amara reports to Emeka.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ravi works for Ironwood Manufacturing.\n- Anders reports to Ravi.\n- Ironwood Manufacturing was founded in 1994.\n- Sofia reports to Sanne.\n- Stefan works for Lattice Analytics.\n- Emeka works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Ravi reports to Stefan.\n- Anders works for Vantage Air.\n- Atlas Freight is headquartered in Basel.\n- Sanne reports to Anders.\n- Mei reports to Leila.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Omar works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Kenji works for Atlas Freight.\n- Tobias reports to Omar.\n- Beacon Insurance was founded in 2002.\n- Omar reports to Felix.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Kenji reports to Hana.\n- Felix reports to Callum.\n- Fernhill Foods is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Hana reports to Yuki.\n- Beacon Insurance is headquartered in Oslo.\n- Yuki reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Tobias.\n- Hana works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1985.\n- Atlas Freight was founded in 1983.\n- Yuki works for Fernhill Foods.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11427", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Lucia.\n- Atlas Freight is headquartered in Turku.\n- Cedar Retail Group is headquartered in Nagoya.\n- Sanne reports to Ingrid.\n- Omar works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Pablo reports to Nadia.\n- Lucia works for Cedar Retail Group.\n- Vantage Air was founded in 1988.\n- Cedar Retail Group was founded in 2012.\n- Kenji works for Vantage Air.\n- Felix reports to Priya.\n- Ravi works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Lucia reports to Ravi.\n- Priya works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Atlas Freight was founded in 2000.\n- Lattice Analytics is headquartered in Bergen.\n- Ingrid reports to Kenji.\n- Vantage Air is headquartered in Nagoya.\n- Kenji reports to Pablo.\n- Ravi reports to Omar.\n- Nadia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1989.\n- Mara reports to Sanne.\n- Summit Energy is headquartered in Porto.\n- Bruno works for Summit Energy.\n- Leila reports to Felix.\n- Aisha works for Fernhill Foods.\n- Aisha reports to Bruno.\n- Fernhill Foods is headquartered in Tampere.\n- Wren works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Wren reports to Jonas.\n- Helios Logistics was founded in 1987.\n- Helios Logistics is headquartered in Porto.\n- Summit Energy was founded in 1980.\n- Felix reports to Mara.\n- Jonas works for Summit Energy.\n- Bruno reports to Leila.\n- Meridian Bank was founded in 2014.\n- Meridian Bank is headquartered in Bergen.\n- Sanne reports to Mei.\n- Leila works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Kenji reports to Wren.\n- Kenji works for Helios Logistics.\n- Mei reports to Kenji.\n- Mei works for Summit Energy.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11430", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2949: employee Elena K., hired 09 July 2023, separated 16 January 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-2949 under the controlling rules.", "criteria": {"0": "$2,200", "1": "$3,200", "2": "$9,533", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2949 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Lucia.\n- Crescent Telecom is headquartered in Bergen.\n- Omar works for Beacon Insurance.\n- Leila reports to Kenji.\n- Lucia works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Lucia reports to Dmitri.\n- Crescent Telecom was founded in 1982.\n- Beacon Insurance was founded in 2009.\n- Omar reports to Elena.\n- Vantage Air was founded in 1982.\n- Kenji reports to Sanne.\n- Leila works for Crescent Telecom.\n- Kenji works for Vantage Air.\n- Sanne works for Vantage Air.\n- Elena reports to Leila.\n- Dmitri works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Hana works for Vantage Air.\n- Northwind Systems was founded in 1989.\n- Dmitri reports to Hana.\n- Northwind Systems is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Sanne reports to Ravi.\n- Vantage Air is headquartered in Austin.\n- Sofia works for Northwind Systems.\n- Sofia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11432", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11433", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11434", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Nadia reports to Sofia.\n- Mei reports to Nadia.\n- Anders works for Ironwood Manufacturing.\n- Mei works for Lattice Analytics.\n- Anders reports to Mateo.\n- Felix works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Mei.\n- Cobalt Health was founded in 1985.\n- Lattice Analytics was founded in 2013.\n- Cobalt Health is headquartered in Turku.\n- Pablo works for Lattice Analytics.\n- Pinnacle Software is headquartered in Turku.\n- Mateo reports to Pablo.\n- Felix reports to Anders.\n- Ironwood Manufacturing was founded in 2002.\n- Mateo works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Pinnacle Software was founded in 2005.\n- Sofia reports to Felix.\n- Sofia works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11436", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Elena.\n- Leila reports to Priya.\n- Pinnacle Software was founded in 1993.\n- Mara reports to Mei.\n- Mei works for Beacon Insurance.\n- Bluepine Aviation was founded in 2008.\n- Beacon Insurance was founded in 1982.\n- Zoya works for Beacon Insurance.\n- Mara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tallinn.\n- Yuki works for Bluepine Aviation.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Elena works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Mei reports to Callum.\n- Zoya reports to Hana.\n- Priya reports to Zoya.\n- Callum reports to Mateo.\n- Bluepine Aviation is headquartered in Ghent.\n- Priya works for Bluepine Aviation.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Elena reports to Yuki.\n- Summit Energy was founded in 1982.\n- Yuki reports to Mara.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1988", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1984.\n- Priya reports to Viktor.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Atlas Freight was founded in 1983.\n- Vantage Air is headquartered in Brno.\n- Pablo reports to Kenji.\n- Mateo works for Ironwood Manufacturing.\n- Lucia reports to Deshawn.\n- Priya works for Ironwood Manufacturing.\n- Sofia reports to Pablo.\n- Amara reports to Ravi.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Amara.\n- Mateo reports to Lucia.\n- Kenji reports to Chiara.\n- Bluepine Aviation is headquartered in Austin.\n- Ravi reports to Leila.\n- Chiara works for Vantage Air.\n- Kenji works for Vantage Air.\n- Lucia works for Atlas Freight.\n- Viktor works for Vantage Air.\n- Leila works for Ironwood Manufacturing.\n- Sofia works for Bluepine Aviation.\n- Vantage Air was founded in 2000.\n- Atlas Freight is headquartered in Bergen.\n- Pablo works for Bluepine Aviation.\n- Leila reports to Priya.\n- Viktor reports to Sofia.\n- Ironwood Manufacturing was founded in 1979.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11439", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11440", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4697: employee Tobias T., hired 14 December 2022, separated 14 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-4697?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Ravi works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Hana reports to Nadia.\n- Elena works for Helios Logistics.\n- Atlas Freight is headquartered in Cork.\n- Nadia reports to Bruno.\n- Leila reports to Amara.\n- Pablo works for Vantage Air.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 1998.\n- Ironwood Manufacturing was founded in 1978.\n- Hana works for Ironwood Manufacturing.\n- Pablo reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Austin.\n- Amara works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Elena reports to Pablo.\n- Ingrid reports to Mara.\n- Vantage Air was founded in 2007.\n- Callum reports to Stefan.\n- Ravi reports to Leila.\n- Nadia works for Atlas Freight.\n- Mara reports to Callum.\n- Helios Logistics is headquartered in Cork.\n- Stefan reports to Hana.\n- Stefan works for Vantage Air.\n- Bruno works for Ironwood Manufacturing.\n- Amara reports to Elena.\n- Callum works for Helios Logistics.\n- Atlas Freight was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11442", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11443", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Vantage Air.\n- Beacon Insurance was founded in 1975.\n- Kenji reports to Nadia.\n- Zoya works for Cobalt Health.\n- Dmitri works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Zoya reports to Anders.\n- Summit Energy was founded in 2011.\n- Beacon Insurance is headquartered in Bergen.\n- Leila reports to Mara.\n- Cobalt Health is headquartered in Nagoya.\n- Leila works for Beacon Insurance.\n- Mei reports to Zoya.\n- Felix reports to Dmitri.\n- Cobalt Health was founded in 1996.\n- Mara reports to Kenji.\n- Mara works for Summit Energy.\n- Kenji works for Summit Energy.\n- Nadia reports to Felix.\n- Vantage Air was founded in 1989.\n- Mei works for Summit Energy.\n- Anders reports to Ravi.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Tessa reports to Leila.\n- Dmitri reports to Emeka.\n- Ravi works for Vantage Air.\n- Emeka reports to Mei.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11445", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Priya.\n- Callum reports to Yuki.\n- Bluepine Aviation was founded in 2015.\n- Helios Logistics was founded in 2002.\n- Callum works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Porto.\n- Viktor works for Bluepine Aviation.\n- Tobias reports to Callum.\n- Dmitri works for Atlas Freight.\n- Viktor reports to Tobias.\n- Jonas works for Fernhill Foods.\n- Yuki reports to Jonas.\n- Fernhill Foods was founded in 1995.\n- Priya reports to Chiara.\n- Fernhill Foods is headquartered in Porto.\n- Chiara works for Helios Logistics.\n- Atlas Freight was founded in 2003.\n- Yuki works for Bluepine Aviation.\n- Atlas Freight is headquartered in Turku.\n- Chiara reports to Dmitri.\n- Priya works for Atlas Freight.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11447", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1537: employee Nadia R., hired 01 November 2020, separated 21 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1537?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11448", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Sofia reports to Mateo.\n- Crescent Telecom is headquartered in Ghent.\n- Pinnacle Software was founded in 2014.\n- Mateo reports to Hana.\n- Atlas Freight was founded in 2014.\n- Aisha reports to Ingrid.\n- Crescent Telecom was founded in 1996.\n- Northwind Systems was founded in 1989.\n- Elena works for Crescent Telecom.\n- Atlas Freight is headquartered in Ghent.\n- Mateo works for Pinnacle Software.\n- Ingrid reports to Priya.\n- Hana reports to Aisha.\n- Ingrid works for Atlas Freight.\n- Elena reports to Kenji.\n- Pinnacle Software is headquartered in Oslo.\n- Priya reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Kenji works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11450", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 78091 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Anders.\n- Aisha works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Bluepine Aviation is headquartered in Lyon.\n- Meridian Bank was founded in 1985.\n- Atlas Freight is headquartered in Lyon.\n- Stefan reports to Aisha.\n- Meridian Bank is headquartered in Tampere.\n- Yuki reports to Stefan.\n- Emeka works for Atlas Freight.\n- Viktor works for Summit Energy.\n- Hana reports to Yuki.\n- Bluepine Aviation was founded in 2010.\n- Summit Energy was founded in 1988.\n- Yuki works for Meridian Bank.\n- Viktor reports to Emeka.\n- Summit Energy is headquartered in Porto.\n- Aisha reports to Ravi.\n- Anders works for Meridian Bank.\n- Hana works for Summit Energy.\n- Ravi works for Bluepine Aviation.\n- Anders reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11452", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11453", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1939: employee Yuki M., hired 07 February 2023, separated 03 June 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1939?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11454", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Callum.\n- Viktor works for Beacon Insurance.\n- Jonas works for Vantage Air.\n- Mateo reports to Mei.\n- Wren works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Felix reports to Omar.\n- Kenji reports to Jonas.\n- Lucia works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Brno.\n- Vantage Air was founded in 1988.\n- Beacon Insurance was founded in 2014.\n- Vantage Air is headquartered in Brno.\n- Wren reports to Felix.\n- Tessa reports to Mateo.\n- Omar reports to Lucia.\n- Stefan works for Vantage Air.\n- Viktor reports to Stefan.\n- Felix works for Vantage Air.\n- Cobalt Health was founded in 1999.\n- Stefan reports to Tessa.\n- Mei works for Vantage Air.\n- Jonas reports to Wren.\n- Lucia reports to Viktor.\n- Cedar Retail Group is headquartered in Brno.\n- Tessa works for Vantage Air.\n- Cedar Retail Group was founded in 1975.\n- Callum works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Cobalt Health is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11456", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 18514 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11457", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2243: employee Emeka T., hired 15 January 2024, separated 20 September 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2243?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11458", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11459", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Emeka reports to Kenji.\n- Amara reports to Emeka.\n- Helios Logistics is headquartered in Ghent.\n- Stefan works for Helios Logistics.\n- Tessa works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2005.\n- Ravi reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Mateo works for Helios Logistics.\n- Tessa reports to Mateo.\n- Helios Logistics was founded in 1977.\n- Mateo reports to Viktor.\n- Pinnacle Software is headquartered in Turku.\n- Viktor reports to Stefan.\n- Kenji reports to Tessa.\n- Viktor works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Ravi works for Helios Logistics.\n- Mei reports to Ravi.\n- Stefan reports to Omar.\n- Ironwood Manufacturing was founded in 2013.\n- Northwind Systems was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Aisha reports to Bruno.\n- Northwind Systems is headquartered in Nagoya.\n- Aisha works for Bluepine Aviation.\n- Mateo reports to Hana.\n- Sanne reports to Viktor.\n- Bruno reports to Chiara.\n- Summit Energy was founded in 1988.\n- Bruno works for Fernhill Foods.\n- Chiara reports to Stefan.\n- Sanne works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1989.\n- Fernhill Foods was founded in 1993.\n- Bluepine Aviation was founded in 1978.\n- Fernhill Foods is headquartered in Nagoya.\n- Stefan reports to Sanne.\n- Mateo works for Northwind Systems.\n- Hana reports to Aisha.\n- Summit Energy is headquartered in Tampere.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Tampere.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11462", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7638: employee Tobias B., hired 05 July 2023, separated 08 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7638?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11463", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1661: employee Ravi T., hired 20 December 2019, separated 29 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1661?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Anders.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 2011.\n- Emeka works for Meridian Bank.\n- Viktor works for Lattice Analytics.\n- Meridian Bank was founded in 2012.\n- Atlas Freight is headquartered in Bergen.\n- Lattice Analytics is headquartered in Dunedin.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 1989.\n- Zoya reports to Elena.\n- Kenji reports to Viktor.\n- Meridian Bank is headquartered in Turku.\n- Nadia works for Lattice Analytics.\n- Zoya works for Atlas Freight.\n- Anders works for Cobalt Health.\n- Jonas reports to Kenji.\n- Atlas Freight was founded in 2010.\n- Emeka reports to Nadia.\n- Elena works for Atlas Freight.\n- Elena reports to Emeka.\n- Viktor reports to Zoya.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11465", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Basel.\n- Priya reports to Anders.\n- Lattice Analytics was founded in 1998.\n- Mei reports to Nadia.\n- Nadia reports to Jonas.\n- Anders reports to Hana.\n- Pablo works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance was founded in 2006.\n- Elena reports to Deshawn.\n- Priya works for Fernhill Foods.\n- Hana reports to Tobias.\n- Mei works for Beacon Insurance.\n- Pablo reports to Priya.\n- Deshawn works for Beacon Insurance.\n- Tobias reports to Ravi.\n- Hana works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Ravi reports to Elena.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas works for Fernhill Foods.\n- Elena works for Lattice Analytics.\n- Fernhill Foods was founded in 2010.\n- Deshawn reports to Mei.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Pablo.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Anders works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11467", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6437: employee Nadia S., hired 29 July 2020, separated 27 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-6437 under the controlling rules.", "criteria": {"0": "$38,458", "1": "$9,875", "2": "$8,812", "3": "$8,875"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11468", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1989.\n- Summit Energy was founded in 1991.\n- Pinnacle Software is headquartered in Austin.\n- Summit Energy is headquartered in Austin.\n- Amara reports to Tobias.\n- Stefan works for Summit Energy.\n- Amara works for Summit Energy.\n- Northwind Systems is headquartered in Austin.\n- Emeka works for Northwind Systems.\n- Pinnacle Software was founded in 2003.\n- Hana works for Pinnacle Software.\n- Emeka reports to Mei.\n- Hana reports to Amara.\n- Anders works for Summit Energy.\n- Elena reports to Stefan.\n- Crescent Telecom is headquartered in Tampere.\n- Anders reports to Elena.\n- Elena works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Mei reports to Hana.\n- Mei works for Summit Energy.\n- Tobias reports to Anders.\n- Northwind Systems was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11470", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Aisha.\n- Summit Energy is headquartered in Tampere.\n- Ingrid reports to Leila.\n- Omar reports to Yuki.\n- Yuki works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Northwind Systems was founded in 1978.\n- Summit Energy was founded in 1990.\n- Zoya works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Pinnacle Software is headquartered in Tallinn.\n- Ingrid works for Pinnacle Software.\n- Leila reports to Mara.\n- Leila works for Pinnacle Software.\n- Mei reports to Ingrid.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mara works for Summit Energy.\n- Zoya reports to Mei.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Aisha reports to Zoya.\n- Bluepine Aviation was founded in 1999.\n- Northwind Systems is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11472", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11473", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2663: employee Mei S., hired 05 June 2023, separated 02 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2663?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11474", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8376: employee Tobias R., hired 15 July 2023, separated 24 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8376?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Mara works for Northwind Systems.\n- Summit Energy is headquartered in Leeds.\n- Sofia reports to Amara.\n- Summit Energy was founded in 1988.\n- Lucia reports to Zoya.\n- Mara reports to Omar.\n- Anders works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Crescent Telecom was founded in 2007.\n- Anders reports to Mara.\n- Sofia works for Summit Energy.\n- Amara reports to Bruno.\n- Omar reports to Felix.\n- Zoya works for Crescent Telecom.\n- Lattice Analytics is headquartered in Basel.\n- Crescent Telecom is headquartered in Leeds.\n- Lucia works for Crescent Telecom.\n- Amara works for Summit Energy.\n- Felix reports to Sofia.\n- Felix works for Summit Energy.\n- Bruno reports to Wren.\n- Wren works for Crescent Telecom.\n- Lattice Analytics was founded in 1977.\n- Omar works for Lattice Analytics.\n- Wren reports to Lucia.\n- Northwind Systems was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11476", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Anders reports to Mara.\n- Nadia reports to Tobias.\n- Pinnacle Software is headquartered in Tallinn.\n- Leila works for Helios Logistics.\n- Viktor reports to Ravi.\n- Tobias works for Pinnacle Software.\n- Viktor works for Fernhill Foods.\n- Meridian Bank is headquartered in Oslo.\n- Tobias reports to Chiara.\n- Ravi reports to Nadia.\n- Sofia reports to Tessa.\n- Chiara works for Helios Logistics.\n- Tessa works for Fernhill Foods.\n- Helios Logistics is headquartered in Dunedin.\n- Helios Logistics was founded in 1988.\n- Pinnacle Software was founded in 1980.\n- Tessa reports to Viktor.\n- Ravi works for Pinnacle Software.\n- Leila reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Mara reports to Leila.\n- Fernhill Foods is headquartered in Valencia.\n- Sofia works for Fernhill Foods.\n- Meridian Bank was founded in 1999.\n- Fernhill Foods was founded in 1992.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11478", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1977.\n- Jonas reports to Ingrid.\n- Bruno reports to Tessa.\n- Kenji works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Atlas Freight was founded in 2009.\n- Summit Energy is headquartered in Brno.\n- Felix works for Cobalt Health.\n- Dmitri reports to Lucia.\n- Tessa reports to Kenji.\n- Cobalt Health was founded in 2002.\n- Ingrid works for Cobalt Health.\n- Mara reports to Felix.\n- Kenji reports to Jonas.\n- Tessa works for Crescent Telecom.\n- Bruno works for Cobalt Health.\n- Summit Energy was founded in 2006.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Austin.\n- Dmitri works for Cobalt Health.\n- Jonas works for Atlas Freight.\n- Anders reports to Mara.\n- Atlas Freight is headquartered in Brno.\n- Lucia reports to Bruno.\n- Ingrid reports to Anders.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2015.\n- Mei reports to Priya.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia reports to Viktor.\n- Callum reports to Chiara.\n- Kenji works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Fernhill Foods was founded in 1997.\n- Felix works for Fernhill Foods.\n- Aisha works for Atlas Freight.\n- Priya works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Leeds.\n- Sanne reports to Felix.\n- Omar works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2008.\n- Callum works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Mei works for Atlas Freight.\n- Chiara reports to Lucia.\n- Ironwood Manufacturing was founded in 1999.\n- Kenji reports to Callum.\n- Atlas Freight is headquartered in Leeds.\n- Aisha reports to Sanne.\n- Fernhill Foods is headquartered in Leeds.\n- Viktor reports to Mei.\n- Lucia works for Atlas Freight.\n- Felix reports to Omar.\n- Emeka reports to Aisha.\n- Priya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11481", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11482", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to inspect logs or metrics", "4": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11483", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3011: employee Sofia A., hired 25 May 2023, separated 16 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-3011 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$21,667", "2": "$5,000", "3": "$3,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Malmo.\n- Sofia reports to Kenji.\n- Sofia works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Deshawn reports to Wren.\n- Bluepine Aviation is headquartered in Malmo.\n- Deshawn works for Pinnacle Software.\n- Wren works for Vantage Air.\n- Wren reports to Lucia.\n- Lucia works for Meridian Bank.\n- Bruno reports to Anders.\n- Pinnacle Software was founded in 2013.\n- Bruno works for Meridian Bank.\n- Yuki reports to Deshawn.\n- Yuki works for Pinnacle Software.\n- Mateo reports to Sofia.\n- Kenji reports to Yuki.\n- Mateo works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Elena works for Bluepine Aviation.\n- Anders reports to Elena.\n- Bluepine Aviation was founded in 1983.\n- Vantage Air was founded in 1992.\n- Elena reports to Mateo.\n- Vantage Air is headquartered in Lyon.\n- Meridian Bank was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11485", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1839: employee Callum K., hired 07 July 2023, separated 25 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1839?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11486", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 December 2022): For employees hired on or after 26 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4142: employee Leila A., hired 21 August 2020, separated 17 July 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4142?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Atlas Freight was founded in 1984.\n- Viktor reports to Ingrid.\n- Yuki works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Pablo works for Cedar Retail Group.\n- Viktor works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1984.\n- Bluepine Aviation was founded in 1987.\n- Deshawn works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei reports to Yuki.\n- Dmitri reports to Jonas.\n- Wren reports to Dmitri.\n- Emeka reports to Pablo.\n- Sofia reports to Mei.\n- Atlas Freight is headquartered in Brno.\n- Bluepine Aviation is headquartered in Tampere.\n- Deshawn reports to Sofia.\n- Ingrid works for Cedar Retail Group.\n- Sofia works for Bluepine Aviation.\n- Pablo reports to Viktor.\n- Ingrid reports to Wren.\n- Dmitri works for Atlas Freight.\n- Cobalt Health is headquartered in Leeds.\n- Yuki reports to Emeka.\n- Sanne reports to Deshawn.\n- Cobalt Health was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Nadia reports to Amara.\n- Fernhill Foods was founded in 2008.\n- Mateo works for Bluepine Aviation.\n- Helios Logistics was founded in 1991.\n- Zoya reports to Mateo.\n- Kenji works for Bluepine Aviation.\n- Mateo reports to Nadia.\n- Wren works for Helios Logistics.\n- Wren reports to Kenji.\n- Hana reports to Omar.\n- Bluepine Aviation is headquartered in Brno.\n- Amara works for Helios Logistics.\n- Northwind Systems was founded in 2014.\n- Fernhill Foods is headquartered in Brno.\n- Bluepine Aviation was founded in 1977.\n- Omar reports to Wren.\n- Nadia works for Northwind Systems.\n- Zoya works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Kenji reports to Zoya.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1972", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11489", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11490", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1977.\n- Ingrid works for Meridian Bank.\n- Zoya works for Helios Logistics.\n- Atlas Freight was founded in 1997.\n- Omar reports to Mei.\n- Meridian Bank was founded in 2009.\n- Tessa works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Atlas Freight is headquartered in Turku.\n- Meridian Bank is headquartered in Ghent.\n- Tessa reports to Elena.\n- Helios Logistics is headquartered in Ghent.\n- Omar works for Helios Logistics.\n- Elena reports to Zoya.\n- Ingrid reports to Omar.\n- Mei works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Zoya reports to Ingrid.\n- Emeka works for Meridian Bank.\n- Mei reports to Aisha.\n- Ironwood Manufacturing was founded in 2005.\n- Emeka reports to Tessa.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11492", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4594: employee Priya S., hired 16 May 2021, separated 04 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4594?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4594 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11493", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11494", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Sanne works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Mateo works for Lattice Analytics.\n- Ingrid reports to Wren.\n- Yuki reports to Priya.\n- Priya reports to Ingrid.\n- Northwind Systems is headquartered in Porto.\n- Omar reports to Emeka.\n- Northwind Systems was founded in 1999.\n- Ingrid works for Atlas Freight.\n- Viktor works for Northwind Systems.\n- Mateo reports to Sanne.\n- Lattice Analytics is headquartered in Leeds.\n- Nadia works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Beacon Insurance is headquartered in Porto.\n- Wren works for Atlas Freight.\n- Wren reports to Bruno.\n- Emeka works for Atlas Freight.\n- Lattice Analytics was founded in 2010.\n- Bruno works for Northwind Systems.\n- Bruno reports to Viktor.\n- Sanne reports to Omar.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance was founded in 1998.\n- Emeka reports to Tessa.\n- Viktor reports to Nadia.\n- Nadia reports to Mateo.\n- Tessa works for Northwind Systems.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1975.\n- Stefan works for Lattice Analytics.\n- Amara reports to Chiara.\n- Mei reports to Amara.\n- Stefan reports to Wren.\n- Sofia reports to Mei.\n- Amara works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Viktor reports to Hana.\n- Mei works for Northwind Systems.\n- Hana reports to Stefan.\n- Hana works for Lattice Analytics.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Aisha works for Beacon Insurance.\n- Lattice Analytics is headquartered in Porto.\n- Aisha reports to Viktor.\n- Wren works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Northwind Systems was founded in 1989.\n- Lattice Analytics was founded in 1982.\n- Cobalt Health was founded in 1990.\n- Zoya works for Beacon Insurance.\n- Chiara works for Northwind Systems.\n- Wren reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11497", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11498", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1992.\n- Jonas works for Helios Logistics.\n- Kenji reports to Pablo.\n- Wren works for Meridian Bank.\n- Dmitri reports to Deshawn.\n- Pablo works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Jonas reports to Dmitri.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 1983.\n- Dmitri works for Bluepine Aviation.\n- Amara reports to Kenji.\n- Pinnacle Software is headquartered in Ghent.\n- Pablo reports to Felix.\n- Felix reports to Jonas.\n- Deshawn works for Pinnacle Software.\n- Meridian Bank was founded in 1992.\n- Helios Logistics is headquartered in Ghent.\n- Amara works for Meridian Bank.\n- Deshawn reports to Wren.\n- Helios Logistics was founded in 1998.\n- Bluepine Aviation is headquartered in Ghent.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Priya.\n- Tessa reports to Hana.\n- Meridian Bank was founded in 1979.\n- Meridian Bank is headquartered in Lyon.\n- Mara reports to Ravi.\n- Ravi reports to Wren.\n- Wren reports to Leila.\n- Lattice Analytics is headquartered in Austin.\n- Northwind Systems is headquartered in Austin.\n- Priya works for Northwind Systems.\n- Tessa works for Lattice Analytics.\n- Leila works for Meridian Bank.\n- Yuki works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2011.\n- Mara works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Leila reports to Yuki.\n- Lattice Analytics was founded in 1979.\n- Hana works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Northwind Systems was founded in 1978.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Hana reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11501", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2405: employee Mara T., hired 21 August 2022, separated 06 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2405?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11502", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 November 2022): For employees hired on or after 10 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9794: employee Zoya A., hired 23 May 2022, separated 22 July 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9794?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11503", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11504", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11505", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3421: employee Pablo K., hired 25 November 2023, separated 15 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3421?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3421 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11506", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "install_software", "2": "report_outage", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11507", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2246: employee Pablo B., hired 01 April 2023, separated 30 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2246?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11508", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Summit Energy was founded in 1982.\n- Dmitri works for Beacon Insurance.\n- Elena reports to Mara.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Anders reports to Wren.\n- Anders works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Mara works for Helios Logistics.\n- Beacon Insurance is headquartered in Adelaide.\n- Dmitri reports to Elena.\n- Beacon Insurance was founded in 1983.\n- Yuki reports to Dmitri.\n- Ironwood Manufacturing was founded in 2008.\n- Helios Logistics was founded in 2008.\n- Wren reports to Jonas.\n- Mara reports to Anders.\n- Pablo reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11510", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11511", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "send_message", "2": "set_alarm", "3": "play_music", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11512", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1991.\n- Lucia works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Sanne works for Helios Logistics.\n- Jonas reports to Felix.\n- Emeka works for Beacon Insurance.\n- Helios Logistics is headquartered in Lyon.\n- Cobalt Health is headquartered in Halifax.\n- Aisha reports to Kenji.\n- Summit Energy was founded in 1984.\n- Felix works for Summit Energy.\n- Beacon Insurance was founded in 2006.\n- Emeka reports to Jonas.\n- Ravi works for Cobalt Health.\n- Tessa reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Jonas works for Helios Logistics.\n- Sanne reports to Yuki.\n- Ravi reports to Tessa.\n- Beacon Insurance is headquartered in Halifax.\n- Dmitri reports to Elena.\n- Elena reports to Ravi.\n- Kenji reports to Sanne.\n- Yuki works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Tessa works for Summit Energy.\n- Elena works for Helios Logistics.\n- Lucia reports to Dmitri.\n- Cobalt Health was founded in 1995.\n- Yuki reports to Emeka.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11514", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11515", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11516", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11517", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1990.\n- Cobalt Health was founded in 2003.\n- Mei reports to Nadia.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Deshawn.\n- Pablo reports to Leila.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Ingrid works for Lattice Analytics.\n- Deshawn reports to Wren.\n- Lucia reports to Ingrid.\n- Leila reports to Sofia.\n- Anders reports to Lucia.\n- Lattice Analytics is headquartered in Bergen.\n- Aisha works for Beacon Insurance.\n- Cobalt Health is headquartered in Valencia.\n- Aisha reports to Mei.\n- Mei works for Lattice Analytics.\n- Wren works for Beacon Insurance.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance was founded in 1980.\n- Jonas reports to Aisha.\n- Leila works for Cobalt Health.\n- Deshawn works for Fernhill Foods.\n- Lucia works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Pablo works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Lattice Analytics was founded in 2001.\n- Wren reports to Jonas.\n- Nadia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1986.\n- Fernhill Foods was founded in 2008.\n- Nadia reports to Mateo.\n- Mateo works for Crescent Telecom.\n- Aisha reports to Zoya.\n- Deshawn reports to Nadia.\n- Nadia works for Vantage Air.\n- Mateo reports to Tessa.\n- Crescent Telecom was founded in 1993.\n- Anders reports to Deshawn.\n- Tessa works for Fernhill Foods.\n- Cobalt Health is headquartered in Tallinn.\n- Deshawn works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Crescent Telecom is headquartered in Halifax.\n- Zoya works for Cobalt Health.\n- Kenji reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Cobalt Health was founded in 2006.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Zoya reports to Anders.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11520", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1509: employee Viktor B., hired 15 July 2020, separated 03 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2026-1509 under the controlling rules.", "criteria": {"0": "$29,077", "1": "$29,207", "2": "$126,000", "3": "$27,077"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11521", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11522", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11523", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1995.\n- Zoya works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Cedar Retail Group was founded in 2009.\n- Jonas works for Bluepine Aviation.\n- Stefan reports to Jonas.\n- Chiara reports to Stefan.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid works for Cobalt Health.\n- Amara reports to Yuki.\n- Amara works for Cedar Retail Group.\n- Jonas reports to Nadia.\n- Leila reports to Ravi.\n- Bluepine Aviation is headquartered in Halifax.\n- Ingrid reports to Leila.\n- Priya works for Cedar Retail Group.\n- Nadia works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Ingrid.\n- Leila works for Cedar Retail Group.\n- Nadia reports to Priya.\n- Chiara works for Cedar Retail Group.\n- Yuki works for Meridian Bank.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Chiara.\n- Bluepine Aviation was founded in 1987.\n- Zoya reports to Amara.\n- Meridian Bank is headquartered in Halifax.\n- Cobalt Health is headquartered in Tallinn.\n- Yuki reports to Aisha.\n- Cobalt Health was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11525", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11526", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 April 2023): For employees hired on or after 22 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8689: employee Deshawn T., hired 18 May 2021, separated 18 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8689?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11527", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "update_benefits", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11528", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1641: employee Wren S., hired 25 January 2023, separated 30 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-1641 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$7,000", "2": "$6,800", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11529", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4834: employee Elena A., hired 13 July 2023, separated 02 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-4834 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$17,333", "2": "$3,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11530", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11531", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1319: employee Priya S., hired 07 June 2022, separated 13 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1319?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11532", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1520: employee Mei R., hired 10 September 2022, separated 25 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1520?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11533", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4800: employee Bruno R., hired 08 October 2020, separated 11 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4800?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11534", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9656: employee Kenji B., hired 14 June 2022, separated 05 August 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-9656 under the controlling rules.", "criteria": {"0": "$87,750", "1": "$20,250", "2": "$20,120", "3": "$21,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11535", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2020: employee Stefan B., hired 24 May 2022, separated 03 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2020?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Tobias reports to Bruno.\n- Meridian Bank was founded in 1991.\n- Tobias works for Lattice Analytics.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Tallinn.\n- Meridian Bank is headquartered in Tallinn.\n- Felix reports to Chiara.\n- Priya reports to Elena.\n- Pinnacle Software is headquartered in Tallinn.\n- Elena works for Lattice Analytics.\n- Chiara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Nagoya.\n- Lucia reports to Tessa.\n- Tessa reports to Aisha.\n- Pinnacle Software was founded in 1992.\n- Dmitri works for Meridian Bank.\n- Lattice Analytics was founded in 2014.\n- Chiara reports to Dmitri.\n- Priya works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Elena reports to Felix.\n- Felix works for Meridian Bank.\n- Aisha reports to Priya.\n- Dmitri reports to Tobias.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11537", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11538", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11539", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Jonas.\n- Aisha works for Crescent Telecom.\n- Lattice Analytics was founded in 1994.\n- Aisha reports to Ravi.\n- Meridian Bank was founded in 1985.\n- Jonas works for Meridian Bank.\n- Hana reports to Bruno.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Viktor reports to Felix.\n- Mateo works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Meridian Bank is headquartered in Porto.\n- Jonas reports to Stefan.\n- Ravi reports to Priya.\n- Mara works for Lattice Analytics.\n- Hana works for Meridian Bank.\n- Bruno reports to Mara.\n- Stefan works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Leila reports to Hana.\n- Viktor works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Crescent Telecom was founded in 2000.\n- Stefan reports to Viktor.\n- Felix works for Atlas Freight.\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Leila.\n- Atlas Freight is headquartered in Bergen.\n- Mateo reports to Aisha.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11541", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5340: employee Deshawn R., hired 18 August 2023, separated 06 April 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5340?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5340 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11542", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11543", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7285: employee Dmitri S., hired 24 September 2024, separated 09 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7285?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11544", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 February 2023): For employees hired on or after 18 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4388: employee Stefan R., hired 03 November 2022, separated 01 August 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-4388 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,000", "2": "$1,750", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11545", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Amara works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Atlas Freight is headquartered in Basel.\n- Mateo works for Bluepine Aviation.\n- Tobias works for Lattice Analytics.\n- Amara reports to Zoya.\n- Hana reports to Omar.\n- Leila works for Vantage Air.\n- Atlas Freight was founded in 1986.\n- Zoya reports to Hana.\n- Elena works for Vantage Air.\n- Tobias reports to Leila.\n- Lattice Analytics is headquartered in Austin.\n- Mateo reports to Amara.\n- Elena reports to Tobias.\n- Bluepine Aviation was founded in 1982.\n- Hana works for Lattice Analytics.\n- Omar reports to Pablo.\n- Vantage Air was founded in 2015.\n- Lattice Analytics was founded in 2007.\n- Omar works for Lattice Analytics.\n- Zoya works for Vantage Air.\n- Leila reports to Deshawn.\n- Deshawn reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2002", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11547", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11548", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6314: employee Bruno T., hired 18 April 2023, separated 03 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6314?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11549", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11550", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11551", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Vantage Air is headquartered in Porto.\n- Ingrid works for Ironwood Manufacturing.\n- Leila reports to Yuki.\n- Mara works for Vantage Air.\n- Tobias works for Ironwood Manufacturing.\n- Amara reports to Ravi.\n- Ravi works for Summit Energy.\n- Felix reports to Amara.\n- Emeka works for Summit Energy.\n- Felix works for Vantage Air.\n- Helios Logistics was founded in 1988.\n- Ravi reports to Tobias.\n- Leila works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki reports to Mara.\n- Summit Energy was founded in 1988.\n- Amara works for Summit Energy.\n- Ironwood Manufacturing was founded in 2012.\n- Wren works for Summit Energy.\n- Ingrid reports to Leila.\n- Vantage Air was founded in 1976.\n- Wren reports to Felix.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Dunedin.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Tampere", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11553", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6696: employee Wren T., hired 24 June 2023, separated 09 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6696?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11554", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3729: employee Viktor R., hired 06 June 2024, separated 14 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3729?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Lattice Analytics.\n- Pinnacle Software was founded in 1995.\n- Emeka works for Helios Logistics.\n- Tessa works for Lattice Analytics.\n- Omar reports to Tessa.\n- Omar works for Pinnacle Software.\n- Cobalt Health is headquartered in Turku.\n- Hana works for Helios Logistics.\n- Viktor reports to Hana.\n- Tessa reports to Emeka.\n- Mara reports to Aisha.\n- Lattice Analytics was founded in 1976.\n- Stefan reports to Omar.\n- Zoya reports to Stefan.\n- Hana reports to Amara.\n- Felix works for Pinnacle Software.\n- Stefan works for Cobalt Health.\n- Helios Logistics is headquartered in Bergen.\n- Amara reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Helios Logistics was founded in 1986.\n- Pinnacle Software is headquartered in Turku.\n- Mara works for Lattice Analytics.\n- Anders reports to Viktor.\n- Aisha reports to Anders.\n- Amara works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Felix reports to Mara.\n- Lattice Analytics is headquartered in Bergen.\n- Aisha works for Helios Logistics.\n- Cobalt Health was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Priya reports to Ingrid.\n- Northwind Systems is headquartered in Lyon.\n- Nadia reports to Mateo.\n- Amara reports to Yuki.\n- Nadia works for Ironwood Manufacturing.\n- Lucia reports to Priya.\n- Aisha reports to Jonas.\n- Jonas works for Meridian Bank.\n- Priya works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Mateo reports to Aisha.\n- Ingrid reports to Pablo.\n- Meridian Bank is headquartered in Dunedin.\n- Meridian Bank was founded in 1997.\n- Fernhill Foods was founded in 1977.\n- Wren reports to Omar.\n- Fernhill Foods is headquartered in Dunedin.\n- Jonas reports to Wren.\n- Mateo works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Wren works for Meridian Bank.\n- Omar reports to Lucia.\n- Aisha works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Pablo reports to Amara.\n- Ironwood Manufacturing was founded in 2013.\n- Northwind Systems was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11557", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2841: employee Zoya S., hired 17 October 2023, separated 19 September 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2841?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11558", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Austin.\n- Fernhill Foods is headquartered in Porto.\n- Ravi works for Fernhill Foods.\n- Lattice Analytics was founded in 2000.\n- Priya reports to Mara.\n- Bruno works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Helios Logistics was founded in 1999.\n- Yuki works for Helios Logistics.\n- Nadia reports to Mei.\n- Nadia works for Helios Logistics.\n- Yuki reports to Wren.\n- Jonas works for Lattice Analytics.\n- Mei reports to Ravi.\n- Helios Logistics is headquartered in Austin.\n- Wren reports to Kenji.\n- Priya works for Bluepine Aviation.\n- Bruno reports to Nadia.\n- Mei works for Bluepine Aviation.\n- Kenji reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Ravi reports to Priya.\n- Fernhill Foods was founded in 2006.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11559", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11560", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11561", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3602: employee Pablo R., hired 05 June 2023, separated 13 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3602?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2003.\n- Jonas works for Atlas Freight.\n- Nadia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Halifax.\n- Wren reports to Elena.\n- Bluepine Aviation was founded in 1976.\n- Jonas reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Sanne works for Ironwood Manufacturing.\n- Hana reports to Pablo.\n- Ironwood Manufacturing was founded in 1981.\n- Meridian Bank is headquartered in Valencia.\n- Wren works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Elena reports to Nadia.\n- Dmitri works for Atlas Freight.\n- Hana works for Ironwood Manufacturing.\n- Viktor works for Atlas Freight.\n- Sanne reports to Dmitri.\n- Dmitri reports to Hana.\n- Bluepine Aviation is headquartered in Malmo.\n- Elena works for Bluepine Aviation.\n- Viktor reports to Jonas.\n- Nadia reports to Sanne.\n- Meridian Bank was founded in 2008.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Pablo reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11563", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1557: employee Sanne K., hired 11 December 2023, separated 16 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1557?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Felix reports to Mara.\n- Dmitri reports to Felix.\n- Atlas Freight is headquartered in Malmo.\n- Mara works for Atlas Freight.\n- Beacon Insurance was founded in 2006.\n- Chiara works for Ironwood Manufacturing.\n- Felix works for Summit Energy.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2015.\n- Summit Energy is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Chiara reports to Callum.\n- Viktor works for Atlas Freight.\n- Ingrid reports to Dmitri.\n- Mara reports to Sanne.\n- Beacon Insurance is headquartered in Dunedin.\n- Sanne works for Summit Energy.\n- Callum reports to Viktor.\n- Summit Energy was founded in 2005.\n- Callum works for Summit Energy.\n- Viktor reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1993", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11565", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11566", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11567", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1923: employee Anders M., hired 19 January 2023, separated 27 July 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-1923 under the controlling rules.", "criteria": {"0": "$6,562", "1": "$6,000", "2": "$6,500", "3": "$28,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tessa.\n- Helios Logistics was founded in 2014.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Amara.\n- Nadia works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Tessa reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Hana reports to Anders.\n- Anders reports to Dmitri.\n- Anders works for Bluepine Aviation.\n- Amara reports to Elena.\n- Crescent Telecom was founded in 2015.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation was founded in 1981.\n- Bluepine Aviation is headquartered in Lyon.\n- Tessa works for Crescent Telecom.\n- Felix reports to Nadia.\n- Beacon Insurance was founded in 1993.\n- Dmitri reports to Felix.\n- Helios Logistics is headquartered in Oslo.\n- Dmitri works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Oslo.\n- Kenji reports to Hana.\n- Beacon Insurance is headquartered in Lyon.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11569", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 March 2023): For employees hired on or after 04 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1973: employee Viktor M., hired 18 December 2022, separated 08 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1973?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11570", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11571", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 March 2023): For employees hired on or after 16 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7749: employee Felix R., hired 04 February 2022, separated 10 June 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7749?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Lucia.\n- Pablo reports to Stefan.\n- Ravi reports to Mara.\n- Mateo reports to Deshawn.\n- Helios Logistics was founded in 1986.\n- Mara reports to Mateo.\n- Stefan reports to Ravi.\n- Ravi works for Helios Logistics.\n- Cobalt Health is headquartered in Porto.\n- Pablo works for Fernhill Foods.\n- Helios Logistics is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Sofia works for Cobalt Health.\n- Deshawn works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Fernhill Foods was founded in 2004.\n- Pinnacle Software was founded in 2000.\n- Lucia reports to Sofia.\n- Cobalt Health was founded in 1989.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11573", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11574", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Wren works for Crescent Telecom.\n- Bluepine Aviation was founded in 1992.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias reports to Deshawn.\n- Kenji works for Bluepine Aviation.\n- Beacon Insurance was founded in 1984.\n- Deshawn works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tessa works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Tessa reports to Omar.\n- Bruno works for Beacon Insurance.\n- Crescent Telecom is headquartered in Cork.\n- Omar reports to Kenji.\n- Bruno reports to Wren.\n- Callum reports to Sofia.\n- Atlas Freight is headquartered in Cork.\n- Lucia reports to Tessa.\n- Kenji reports to Sanne.\n- Atlas Freight was founded in 1998.\n- Wren reports to Tobias.\n- Crescent Telecom was founded in 1996.\n- Chiara reports to Callum.\n- Tobias works for Beacon Insurance.\n- Callum works for Atlas Freight.\n- Chiara works for Bluepine Aviation.\n- Sanne reports to Bruno.\n- Sofia works for Beacon Insurance.\n- Lucia works for Atlas Freight.\n- Deshawn reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Omar.\n- Amara reports to Bruno.\n- Crescent Telecom is headquartered in Turku.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group was founded in 1985.\n- Omar works for Fernhill Foods.\n- Elena reports to Yuki.\n- Fernhill Foods was founded in 2003.\n- Yuki works for Fernhill Foods.\n- Bruno reports to Wren.\n- Crescent Telecom was founded in 2012.\n- Wren works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Adelaide.\n- Stefan reports to Amara.\n- Omar reports to Chiara.\n- Cedar Retail Group is headquartered in Bergen.\n- Bruno works for Crescent Telecom.\n- Lattice Analytics was founded in 2012.\n- Chiara works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Yuki reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11577", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 August 2025): For employees hired on or after 20 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4106: employee Anders A., hired 13 January 2025, separated 01 October 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4106?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11578", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11579", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11580", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Pinnacle Software is headquartered in Tallinn.\n- Dmitri works for Pinnacle Software.\n- Hana reports to Jonas.\n- Dmitri reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Jonas reports to Priya.\n- Hana works for Beacon Insurance.\n- Pinnacle Software was founded in 1988.\n- Chiara works for Fernhill Foods.\n- Kenji works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1998.\n- Jonas works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.\n- Priya works for Fernhill Foods.\n- Mei works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Beacon Insurance is headquartered in Porto.\n- Sanne reports to Chiara.\n- Ironwood Manufacturing was founded in 2003.\n- Chiara reports to Mei.\n- Priya reports to Sanne.\n- Mei reports to Kenji.\n- Kenji reports to Nadia.\n- Beacon Insurance was founded in 2001.\n- Fernhill Foods is headquartered in Nagoya.\n- Nadia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11582", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11583", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7188: employee Sofia R., hired 19 October 2022, separated 18 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7188?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11584", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 42057\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11585", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Wren.\n- Leila works for Vantage Air.\n- Amara reports to Jonas.\n- Ravi works for Atlas Freight.\n- Leila reports to Zoya.\n- Pinnacle Software is headquartered in Adelaide.\n- Jonas works for Crescent Telecom.\n- Sofia reports to Tessa.\n- Crescent Telecom was founded in 1987.\n- Jonas reports to Ravi.\n- Yuki works for Pinnacle Software.\n- Vantage Air is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Cork.\n- Tessa reports to Amara.\n- Zoya works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Ravi reports to Hana.\n- Yuki reports to Sofia.\n- Vantage Air was founded in 1977.\n- Atlas Freight was founded in 1992.\n- Sofia works for Crescent Telecom.\n- Pinnacle Software was founded in 1978.\n- Hana reports to Leila.\n- Amara works for Atlas Freight.\n- Wren works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Atlas Freight is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11587", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6072: employee Chiara B., hired 17 January 2021, separated 14 December 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-6072 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$45,000", "2": "$10,125", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11588", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "control_lights", "2": "set_timer", "3": "set_alarm", "4": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Omar works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Lattice Analytics is headquartered in Nagoya.\n- Lattice Analytics was founded in 1986.\n- Amara works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Amara reports to Pablo.\n- Helios Logistics was founded in 1992.\n- Mara reports to Leila.\n- Pablo reports to Omar.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Stefan works for Helios Logistics.\n- Sanne reports to Amara.\n- Callum works for Helios Logistics.\n- Dmitri reports to Chiara.\n- Leila works for Lattice Analytics.\n- Helios Logistics is headquartered in Brno.\n- Omar reports to Mara.\n- Stefan reports to Sanne.\n- Meridian Bank is headquartered in Lyon.\n- Leila reports to Dmitri.\n- Cobalt Health was founded in 2001.\n- Cobalt Health is headquartered in Bergen.\n- Chiara reports to Callum.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11590", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 19 December 2025): For employees hired on or after 19 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9276: employee Pablo B., hired 04 April 2022, separated 05 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9276?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11591", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4074: employee Mei S., hired 07 January 2023, separated 30 June 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2026-4074 under the controlling rules.", "criteria": {"0": "$47,017", "1": "$10,938", "2": "$11,850", "3": "$10,850"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11592", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11593", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11594", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11595", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4105: employee Sofia A., hired 01 December 2022, separated 21 September 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4105?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11596", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9387: employee Sofia T., hired 01 May 2023, separated 15 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9387?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Stefan.\n- Priya works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2009.\n- Mateo reports to Pablo.\n- Lattice Analytics was founded in 1991.\n- Mateo works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Priya reports to Lucia.\n- Stefan works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1998.\n- Lucia reports to Felix.\n- Cobalt Health is headquartered in Ghent.\n- Emeka works for Ironwood Manufacturing.\n- Pablo reports to Mei.\n- Lattice Analytics is headquartered in Cork.\n- Bluepine Aviation is headquartered in Austin.\n- Stefan reports to Priya.\n- Mei works for Lattice Analytics.\n- Tobias reports to Mateo.\n- Deshawn works for Ironwood Manufacturing.\n- Tobias works for Lattice Analytics.\n- Deshawn reports to Tobias.\n- Bluepine Aviation was founded in 1993.\n- Emeka reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11598", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Yuki.\n- Crescent Telecom is headquartered in Lyon.\n- Leila reports to Chiara.\n- Elena works for Cedar Retail Group.\n- Aisha works for Bluepine Aviation.\n- Yuki reports to Callum.\n- Dmitri works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Cedar Retail Group was founded in 1986.\n- Lattice Analytics was founded in 1985.\n- Leila works for Crescent Telecom.\n- Chiara works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Mei works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Jonas reports to Mei.\n- Callum reports to Dmitri.\n- Mei reports to Leila.\n- Cedar Retail Group is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Leeds.\n- Emeka works for Lattice Analytics.\n- Mara reports to Tessa.\n- Dmitri reports to Elena.\n- Lattice Analytics is headquartered in Lyon.\n- Chiara reports to Aisha.\n- Crescent Telecom was founded in 2011.\n- Tessa works for Crescent Telecom.\n- Elena reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Bluepine Aviation was founded in 1982.\n- Tessa reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11600", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7831: employee Tessa B., hired 25 April 2024, separated 15 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-7831 under the controlling rules.", "criteria": {"0": "$0", "1": "$2,000", "2": "$8,667", "3": "$1,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11601", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 15 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6055: employee Amara S., hired 01 January 2023, separated 23 February 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6055?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11602", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11603", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11604", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11605", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 45497 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11606", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 July 2025): For employees hired on or after 18 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2406: employee Viktor S., hired 02 October 2023, separated 17 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-2406 under the controlling rules.", "criteria": {"0": "$10,062", "1": "$11,150", "2": "$10,150", "3": "$43,983"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11607", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11608", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9275: employee Yuki R., hired 22 December 2022, separated 29 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9275?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2001.\n- Summit Energy is headquartered in Brno.\n- Hana reports to Mateo.\n- Mei works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Emeka works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Felix reports to Viktor.\n- Pinnacle Software was founded in 1986.\n- Sofia works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa reports to Hana.\n- Meridian Bank was founded in 1982.\n- Meridian Bank is headquartered in Oslo.\n- Tessa works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Emeka reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Mei.\n- Hana works for Summit Energy.\n- Sofia reports to Tessa.\n- Zoya works for Summit Energy.\n- Mei reports to Felix.\n- Pinnacle Software is headquartered in Brno.\n- Cedar Retail Group was founded in 1978.\n- Viktor reports to Anders.\n- Zoya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11610", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.\n- Wren reports to Tessa.\n- Emeka reports to Elena.\n- Pinnacle Software was founded in 1991.\n- Lucia works for Helios Logistics.\n- Lucia reports to Mateo.\n- Tessa reports to Ingrid.\n- Deshawn works for Helios Logistics.\n- Bluepine Aviation was founded in 1993.\n- Ingrid works for Summit Energy.\n- Helios Logistics was founded in 1976.\n- Ingrid reports to Emeka.\n- Elena works for Pinnacle Software.\n- Tessa works for Helios Logistics.\n- Wren works for Summit Energy.\n- Elena reports to Lucia.\n- Helios Logistics is headquartered in Adelaide.\n- Summit Energy is headquartered in Malmo.\n- Deshawn reports to Wren.\n- Summit Energy was founded in 2012.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1986", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11612", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11613", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11614", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 January 2023): For employees hired on or after 07 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6468: employee Callum T., hired 10 September 2019, separated 05 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6468?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11615", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Dunedin.\n- Dmitri reports to Sanne.\n- Lattice Analytics was founded in 2007.\n- Crescent Telecom was founded in 1996.\n- Deshawn works for Lattice Analytics.\n- Mateo reports to Kenji.\n- Lucia works for Northwind Systems.\n- Omar works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Northwind Systems is headquartered in Dunedin.\n- Mateo works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Lucia reports to Mateo.\n- Lattice Analytics is headquartered in Tallinn.\n- Omar reports to Ravi.\n- Anders reports to Stefan.\n- Ravi reports to Dmitri.\n- Sanne reports to Deshawn.\n- Deshawn reports to Lucia.\n- Ravi works for Lattice Analytics.\n- Atlas Freight was founded in 2008.\n- Sanne works for Crescent Telecom.\n- Northwind Systems was founded in 1990.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom is headquartered in Dunedin.\n- Stefan reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11617", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6921: employee Aisha A., hired 29 September 2023, separated 06 January 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-6921 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$10,125", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11618", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11619", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4027: employee Kenji M., hired 07 October 2022, separated 30 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4027?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11620", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Mei.\n- Mei reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Pablo works for Cedar Retail Group.\n- Ingrid reports to Elena.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Elena reports to Callum.\n- Elena works for Crescent Telecom.\n- Callum reports to Pablo.\n- Vantage Air is headquartered in Basel.\n- Priya works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Pablo reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Cedar Retail Group is headquartered in Adelaide.\n- Vantage Air was founded in 1999.\n- Ironwood Manufacturing was founded in 1981.\n- Crescent Telecom was founded in 2015.\n- Priya reports to Stefan.\n- Crescent Telecom is headquartered in Austin.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11622", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1058: employee Omar K., hired 06 September 2020, separated 25 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1058?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11623", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3547: employee Tobias B., hired 08 March 2022, separated 02 March 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3547?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Tessa.\n- Elena works for Bluepine Aviation.\n- Leila works for Northwind Systems.\n- Ingrid works for Beacon Insurance.\n- Yuki reports to Sanne.\n- Tessa reports to Stefan.\n- Beacon Insurance was founded in 1985.\n- Bruno works for Beacon Insurance.\n- Tessa works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Jonas.\n- Stefan works for Cedar Retail Group.\n- Ingrid reports to Elena.\n- Leila reports to Ingrid.\n- Jonas works for Northwind Systems.\n- Beacon Insurance is headquartered in Brno.\n- Stefan reports to Leila.\n- Bluepine Aviation is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sanne reports to Bruno.\n- Elena reports to Yuki.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.\n- Cedar Retail Group was founded in 1995.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Bruno reports to Sofia.\n- Priya reports to Stefan.\n- Fernhill Foods is headquartered in Tallinn.\n- Vantage Air is headquartered in Cork.\n- Bruno works for Cobalt Health.\n- Chiara works for Fernhill Foods.\n- Dmitri reports to Lucia.\n- Fernhill Foods was founded in 2002.\n- Ravi reports to Chiara.\n- Lucia reports to Wren.\n- Cobalt Health was founded in 2007.\n- Mateo works for Vantage Air.\n- Ravi works for Vantage Air.\n- Elena reports to Ingrid.\n- Mateo reports to Priya.\n- Lattice Analytics is headquartered in Bergen.\n- Priya works for Lattice Analytics.\n- Cobalt Health is headquartered in Tallinn.\n- Lattice Analytics was founded in 1990.\n- Stefan works for Vantage Air.\n- Stefan reports to Elena.\n- Sofia reports to Dmitri.\n- Sofia works for Cobalt Health.\n- Ingrid works for Fernhill Foods.\n- Wren works for Lattice Analytics.\n- Elena works for Fernhill Foods.\n- Vantage Air was founded in 2002.\n- Ingrid reports to Ravi.\n- Dmitri works for Lattice Analytics.\n- Chiara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11626", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Nadia.\n- Nadia reports to Felix.\n- Cobalt Health was founded in 1983.\n- Chiara works for Meridian Bank.\n- Pinnacle Software was founded in 1990.\n- Pinnacle Software is headquartered in Halifax.\n- Nadia works for Cobalt Health.\n- Sofia reports to Viktor.\n- Meridian Bank is headquartered in Halifax.\n- Bruno reports to Sofia.\n- Amara reports to Tessa.\n- Amara works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Chiara reports to Amara.\n- Felix reports to Chiara.\n- Lucia works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Lucia reports to Bruno.\n- Felix works for Cobalt Health.\n- Anders reports to Lucia.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1976.\n- Cedar Retail Group was founded in 2006.\n- Sofia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Beacon Insurance is headquartered in Porto.\n- Ingrid works for Summit Energy.\n- Elena works for Summit Energy.\n- Priya reports to Emeka.\n- Summit Energy was founded in 2005.\n- Omar works for Beacon Insurance.\n- Emeka reports to Elena.\n- Elena reports to Ingrid.\n- Ravi reports to Priya.\n- Beacon Insurance was founded in 1997.\n- Anders reports to Felix.\n- Jonas works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Bergen.\n- Aisha works for Pinnacle Software.\n- Bluepine Aviation was founded in 1994.\n- Felix works for Beacon Insurance.\n- Anders works for Pinnacle Software.\n- Emeka works for Summit Energy.\n- Pinnacle Software was founded in 1991.\n- Jonas reports to Aisha.\n- Ravi works for Beacon Insurance.\n- Priya works for Summit Energy.\n- Pinnacle Software is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Aisha reports to Anders.\n- Ingrid reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11629", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11630", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7739: employee Nadia T., hired 06 April 2023, separated 14 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7739?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11631", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Jonas reports to Nadia.\n- Felix works for Vantage Air.\n- Mateo works for Vantage Air.\n- Fernhill Foods was founded in 1977.\n- Callum reports to Viktor.\n- Mei works for Crescent Telecom.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom was founded in 2011.\n- Crescent Telecom is headquartered in Leeds.\n- Sanne reports to Felix.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Anders.\n- Felix reports to Deshawn.\n- Callum works for Fernhill Foods.\n- Viktor works for Crescent Telecom.\n- Mateo reports to Sanne.\n- Zoya works for Vantage Air.\n- Jonas works for Pinnacle Software.\n- Deshawn works for Crescent Telecom.\n- Vantage Air was founded in 1976.\n- Anders works for Crescent Telecom.\n- Vantage Air is headquartered in Nagoya.\n- Anders reports to Mateo.\n- Nadia works for Pinnacle Software.\n- Zoya reports to Ravi.\n- Pinnacle Software is headquartered in Adelaide.\n- Mei reports to Callum.\n- Nadia reports to Mei.\n- Deshawn reports to Jonas.\n- Pinnacle Software was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11633", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11634", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Callum reports to Viktor.\n- Lucia works for Cobalt Health.\n- Felix reports to Kenji.\n- Mara reports to Lucia.\n- Bluepine Aviation was founded in 1976.\n- Viktor reports to Sofia.\n- Cobalt Health was founded in 1985.\n- Kenji works for Lattice Analytics.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Lattice Analytics was founded in 2000.\n- Summit Energy is headquartered in Brno.\n- Cobalt Health is headquartered in Brno.\n- Jonas works for Summit Energy.\n- Sofia works for Summit Energy.\n- Lattice Analytics is headquartered in Nagoya.\n- Jonas reports to Felix.\n- Summit Energy was founded in 2009.\n- Callum works for Summit Energy.\n- Lucia reports to Jonas.\n- Felix works for Bluepine Aviation.\n- Kenji reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11635", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11636", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 28702\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11637", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11638", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 2, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6740: employee Anders S., hired 10 April 2022, separated 07 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6740?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11639", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11640", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Pablo works for Pinnacle Software.\n- Callum reports to Tobias.\n- Tessa reports to Callum.\n- Amara works for Meridian Bank.\n- Lucia reports to Kenji.\n- Tessa works for Cobalt Health.\n- Pinnacle Software was founded in 1978.\n- Northwind Systems was founded in 1982.\n- Cobalt Health is headquartered in Porto.\n- Pinnacle Software is headquartered in Valencia.\n- Wren reports to Amara.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Meridian Bank was founded in 1995.\n- Amara reports to Tessa.\n- Lucia works for Northwind Systems.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Kenji works for Pinnacle Software.\n- Tobias reports to Pablo.\n- Callum works for Pinnacle Software.\n- Kenji reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11642", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7669: employee Mei B., hired 13 February 2023, separated 27 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7669?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11643", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4011: employee Ravi B., hired 26 September 2021, separated 18 April 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4011?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Hana reports to Viktor.\n- Tessa works for Atlas Freight.\n- Meridian Bank is headquartered in Valencia.\n- Lattice Analytics is headquartered in Lyon.\n- Lucia works for Lattice Analytics.\n- Nadia works for Atlas Freight.\n- Northwind Systems was founded in 2015.\n- Lattice Analytics was founded in 2004.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Pablo works for Lattice Analytics.\n- Ingrid reports to Tessa.\n- Tessa reports to Lucia.\n- Lucia reports to Pablo.\n- Atlas Freight was founded in 1975.\n- Wren works for Lattice Analytics.\n- Northwind Systems is headquartered in Valencia.\n- Ingrid works for Meridian Bank.\n- Atlas Freight is headquartered in Austin.\n- Viktor reports to Nadia.\n- Nadia reports to Ingrid.\n- Pablo reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11645", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11646", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11647", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7684: employee Anders T., hired 07 June 2022, separated 21 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7684?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Zoya.\n- Mei works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Northwind Systems was founded in 2010.\n- Callum works for Lattice Analytics.\n- Tessa reports to Wren.\n- Tessa works for Northwind Systems.\n- Callum reports to Sanne.\n- Lucia works for Cedar Retail Group.\n- Cobalt Health was founded in 1980.\n- Stefan works for Lattice Analytics.\n- Wren reports to Lucia.\n- Sanne reports to Tessa.\n- Cedar Retail Group was founded in 1982.\n- Lattice Analytics is headquartered in Ghent.\n- Sanne works for Northwind Systems.\n- Lucia reports to Mei.\n- Wren works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health is headquartered in Bergen.\n- Zoya reports to Callum.\n- Zoya works for Lattice Analytics.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11649", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Hana reports to Mei.\n- Lattice Analytics is headquartered in Dunedin.\n- Mei reports to Tessa.\n- Beacon Insurance was founded in 2015.\n- Callum reports to Kenji.\n- Fernhill Foods is headquartered in Adelaide.\n- Vantage Air was founded in 2015.\n- Mara works for Vantage Air.\n- Sanne reports to Hana.\n- Fernhill Foods was founded in 1993.\n- Callum works for Vantage Air.\n- Tessa reports to Mara.\n- Sanne works for Vantage Air.\n- Felix reports to Wren.\n- Felix works for Lattice Analytics.\n- Dmitri reports to Chiara.\n- Chiara reports to Callum.\n- Wren reports to Sanne.\n- Dmitri works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Amara.\n- Beacon Insurance is headquartered in Oslo.\n- Amara works for Vantage Air.\n- Mei works for Fernhill Foods.\n- Lattice Analytics was founded in 2008.\n- Tessa works for Fernhill Foods.\n- Chiara works for Vantage Air.\n- Hana works for Fernhill Foods.\n- Mara reports to Dmitri.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Bluepine Aviation was founded in 2003.\n- Nadia works for Meridian Bank.\n- Omar works for Northwind Systems.\n- Amara reports to Deshawn.\n- Deshawn reports to Nadia.\n- Northwind Systems is headquartered in Basel.\n- Elena reports to Stefan.\n- Lucia reports to Zoya.\n- Anders reports to Omar.\n- Northwind Systems was founded in 1981.\n- Callum works for Cobalt Health.\n- Bluepine Aviation is headquartered in Valencia.\n- Cobalt Health is headquartered in Valencia.\n- Lucia works for Cobalt Health.\n- Nadia reports to Elena.\n- Amara works for Bluepine Aviation.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Zoya works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Callum reports to Amara.\n- Anders works for Cobalt Health.\n- Meridian Bank was founded in 1996.\n- Cobalt Health was founded in 2015.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11652", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11653", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access", "4": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11654", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7511: employee Lucia R., hired 04 January 2020, separated 17 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7511?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11655", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7532: employee Bruno T., hired 18 July 2022, separated 25 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7532?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Summit Energy.\n- Cedar Retail Group was founded in 1996.\n- Wren reports to Stefan.\n- Dmitri works for Fernhill Foods.\n- Viktor reports to Deshawn.\n- Vantage Air is headquartered in Basel.\n- Dmitri reports to Yuki.\n- Summit Energy is headquartered in Brno.\n- Stefan reports to Viktor.\n- Wren works for Cedar Retail Group.\n- Tessa works for Vantage Air.\n- Ravi works for Vantage Air.\n- Deshawn works for Cedar Retail Group.\n- Deshawn reports to Chiara.\n- Mara reports to Tessa.\n- Yuki reports to Mara.\n- Fernhill Foods is headquartered in Halifax.\n- Chiara works for Cedar Retail Group.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Ravi reports to Wren.\n- Chiara reports to Dmitri.\n- Cedar Retail Group is headquartered in Dunedin.\n- Yuki works for Summit Energy.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 1981.\n- Fernhill Foods was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Amara.\n- Nadia works for Atlas Freight.\n- Yuki reports to Nadia.\n- Yuki works for Pinnacle Software.\n- Omar works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Lattice Analytics was founded in 1996.\n- Amara works for Lattice Analytics.\n- Amara reports to Tessa.\n- Viktor reports to Omar.\n- Hana reports to Viktor.\n- Atlas Freight was founded in 1982.\n- Hana works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tallinn.\n- Viktor works for Beacon Insurance.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Pablo works for Atlas Freight.\n- Leila works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Beacon Insurance was founded in 2005.\n- Nadia reports to Hana.\n- Mei reports to Pablo.\n- Atlas Freight is headquartered in Malmo.\n- Omar reports to Mei.\n- Tessa reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11658", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6136: employee Tobias K., hired 12 July 2021, separated 10 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6136?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11659", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Stefan.\n- Crescent Telecom is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance was founded in 2002.\n- Bluepine Aviation was founded in 1995.\n- Sanne works for Crescent Telecom.\n- Deshawn reports to Mateo.\n- Crescent Telecom was founded in 1983.\n- Aisha reports to Sanne.\n- Callum reports to Dmitri.\n- Elena works for Cobalt Health.\n- Mateo reports to Aisha.\n- Beacon Insurance is headquartered in Tallinn.\n- Cobalt Health was founded in 1996.\n- Dmitri reports to Anders.\n- Lucia works for Beacon Insurance.\n- Sanne reports to Callum.\n- Elena reports to Lucia.\n- Cobalt Health is headquartered in Malmo.\n- Anders works for Crescent Telecom.\n- Anders reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11661", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11662", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11663", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6104: employee Felix M., hired 31 October 2021, separated 08 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6104?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11664", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Cedar Retail Group was founded in 2001.\n- Fernhill Foods was founded in 1989.\n- Sanne works for Cedar Retail Group.\n- Vantage Air is headquartered in Leeds.\n- Cobalt Health is headquartered in Nagoya.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Anders.\n- Cedar Retail Group is headquartered in Bergen.\n- Bruno works for Vantage Air.\n- Mei reports to Nadia.\n- Fernhill Foods is headquartered in Nagoya.\n- Stefan reports to Bruno.\n- Hana reports to Priya.\n- Sanne reports to Dmitri.\n- Bruno reports to Mei.\n- Nadia works for Vantage Air.\n- Priya reports to Tobias.\n- Stefan works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1992.\n- Priya works for Fernhill Foods.\n- Nadia reports to Hana.\n- Dmitri works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Cobalt Health was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11666", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Felix reports to Bruno.\n- Cedar Retail Group is headquartered in Halifax.\n- Northwind Systems is headquartered in Tallinn.\n- Bruno works for Northwind Systems.\n- Wren works for Meridian Bank.\n- Amara works for Northwind Systems.\n- Sofia works for Cobalt Health.\n- Wren reports to Anders.\n- Lucia reports to Kenji.\n- Cobalt Health is headquartered in Brno.\n- Anders works for Cedar Retail Group.\n- Bruno reports to Wren.\n- Meridian Bank is headquartered in Brno.\n- Stefan works for Northwind Systems.\n- Cobalt Health was founded in 1990.\n- Ingrid reports to Felix.\n- Ingrid works for Northwind Systems.\n- Amara reports to Sofia.\n- Felix works for Northwind Systems.\n- Meridian Bank was founded in 2013.\n- Northwind Systems was founded in 1988.\n- Anders reports to Amara.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Stefan.\n- Cedar Retail Group was founded in 2004.\n- Stefan reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11668", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9210: employee Jonas S., hired 27 October 2021, separated 21 November 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9210?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11669", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tessa.\n- Mei works for Beacon Insurance.\n- Yuki works for Pinnacle Software.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Emeka works for Fernhill Foods.\n- Callum works for Pinnacle Software.\n- Nadia works for Beacon Insurance.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Emeka reports to Yuki.\n- Fernhill Foods is headquartered in Cork.\n- Viktor reports to Ingrid.\n- Beacon Insurance was founded in 1981.\n- Pinnacle Software is headquartered in Bergen.\n- Ingrid reports to Nadia.\n- Chiara reports to Omar.\n- Tessa works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Chiara works for Beacon Insurance.\n- Mara works for Meridian Bank.\n- Yuki reports to Mara.\n- Meridian Bank is headquartered in Cork.\n- Pinnacle Software was founded in 1986.\n- Sofia reports to Viktor.\n- Mei reports to Callum.\n- Sofia works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Callum reports to Chiara.\n- Omar reports to Emeka.\n- Mara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11671", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11672", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5213: employee Elena B., hired 29 May 2024, separated 14 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5213?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Hana.\n- Dmitri reports to Ingrid.\n- Ravi reports to Dmitri.\n- Cedar Retail Group was founded in 1981.\n- Kenji works for Vantage Air.\n- Kenji reports to Aisha.\n- Cedar Retail Group is headquartered in Turku.\n- Hana works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 2015.\n- Nadia works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Helios Logistics is headquartered in Adelaide.\n- Vantage Air was founded in 1999.\n- Lattice Analytics is headquartered in Basel.\n- Dmitri works for Vantage Air.\n- Felix works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Aisha works for Helios Logistics.\n- Vantage Air is headquartered in Dunedin.\n- Aisha reports to Bruno.\n- Lattice Analytics was founded in 2000.\n- Felix reports to Nadia.\n- Anders works for Lattice Analytics.\n- Mara reports to Kenji.\n- Ingrid reports to Wren.\n- Wren reports to Felix.\n- Ingrid works for Helios Logistics.\n- Wren works for Vantage Air.\n- Anders reports to Ravi.\n- Nadia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11674", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11675", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Bluepine Aviation was founded in 2004.\n- Felix works for Bluepine Aviation.\n- Felix reports to Kenji.\n- Elena works for Meridian Bank.\n- Emeka reports to Felix.\n- Northwind Systems is headquartered in Cork.\n- Meridian Bank was founded in 1987.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Sanne works for Bluepine Aviation.\n- Atlas Freight was founded in 2007.\n- Deshawn works for Atlas Freight.\n- Northwind Systems was founded in 2005.\n- Deshawn reports to Sanne.\n- Tobias works for Bluepine Aviation.\n- Jonas reports to Elena.\n- Priya works for Meridian Bank.\n- Tessa works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Sanne reports to Mateo.\n- Meridian Bank is headquartered in Lyon.\n- Jonas works for Meridian Bank.\n- Elena reports to Sofia.\n- Mateo works for Meridian Bank.\n- Tessa reports to Priya.\n- Tobias reports to Deshawn.\n- Mateo reports to Emeka.\n- Priya reports to Jonas.\n- Kenji reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11677", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11678", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11679", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5029: employee Mei S., hired 23 November 2020, separated 11 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5029?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11680", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-8 (VERSION 2, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6544: employee Pablo K., hired 21 October 2022, separated 16 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6544?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11681", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7755: employee Mateo S., hired 30 October 2020, separated 08 October 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7755?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11682", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Mateo reports to Tessa.\n- Tessa reports to Emeka.\n- Meridian Bank was founded in 1980.\n- Bluepine Aviation is headquartered in Tampere.\n- Tessa works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Meridian Bank is headquartered in Bergen.\n- Wren works for Pinnacle Software.\n- Pinnacle Software was founded in 1977.\n- Wren reports to Hana.\n- Priya reports to Ingrid.\n- Vantage Air is headquartered in Tampere.\n- Sofia works for Bluepine Aviation.\n- Hana reports to Mateo.\n- Sofia reports to Priya.\n- Ingrid reports to Wren.\n- Hana works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation was founded in 1986.\n- Pinnacle Software is headquartered in Halifax.\n- Vantage Air was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11684", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11685", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11686", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11687", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Sofia reports to Tessa.\n- Dmitri reports to Sofia.\n- Atlas Freight was founded in 1979.\n- Atlas Freight is headquartered in Malmo.\n- Emeka works for Cedar Retail Group.\n- Omar works for Crescent Telecom.\n- Cobalt Health was founded in 2015.\n- Bruno works for Atlas Freight.\n- Crescent Telecom was founded in 2000.\n- Amara reports to Elena.\n- Amara works for Crescent Telecom.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tessa works for Atlas Freight.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Pablo.\n- Dmitri works for Atlas Freight.\n- Elena works for Cedar Retail Group.\n- Cobalt Health is headquartered in Cork.\n- Emeka reports to Dmitri.\n- Cedar Retail Group was founded in 2012.\n- Omar reports to Tobias.\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Amara.\n- Elena reports to Emeka.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11689", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9354: employee Chiara B., hired 03 October 2023, separated 20 February 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-9354 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$10,833", "2": "$4,500", "3": "$500"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11690", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6199: employee Viktor K., hired 02 May 2021, separated 07 November 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6199?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11691", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5143: employee Omar R., hired 29 February 2024, separated 22 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-5143 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$26,000", "2": "$6,000", "3": "$4,125"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11692", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3803: employee Dmitri M., hired 12 May 2022, separated 06 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3803?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 1989.\n- Meridian Bank was founded in 1998.\n- Lattice Analytics was founded in 1977.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy is headquartered in Nagoya.\n- Chiara reports to Yuki.\n- Elena reports to Sofia.\n- Summit Energy was founded in 2012.\n- Lucia works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Lucia reports to Elena.\n- Ravi works for Meridian Bank.\n- Sofia reports to Chiara.\n- Chiara works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Yuki reports to Mei.\n- Ravi reports to Priya.\n- Priya works for Cedar Retail Group.\n- Elena works for Lattice Analytics.\n- Mei reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Tobias.\n- Kenji works for Lattice Analytics.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Omar reports to Leila.\n- Cobalt Health is headquartered in Porto.\n- Vantage Air is headquartered in Ghent.\n- Dmitri works for Cobalt Health.\n- Ravi reports to Omar.\n- Nadia works for Lattice Analytics.\n- Vantage Air was founded in 1979.\n- Sanne reports to Bruno.\n- Leila reports to Mei.\n- Ravi works for Vantage Air.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 1995.\n- Tobias works for Vantage Air.\n- Bruno works for Cobalt Health.\n- Tobias reports to Dmitri.\n- Cedar Retail Group was founded in 1998.\n- Mateo reports to Sanne.\n- Mei works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Nadia reports to Mateo.\n- Sanne works for Cobalt Health.\n- Lattice Analytics is headquartered in Porto.\n- Zoya reports to Nadia.\n- Bruno reports to Kenji.\n- Omar works for Vantage Air.\n- Mei reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Kenji.\n- Bruno reports to Mara.\n- Nadia works for Atlas Freight.\n- Ravi reports to Felix.\n- Nadia reports to Yuki.\n- Helios Logistics was founded in 2009.\n- Yuki works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Kenji works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Fernhill Foods was founded in 1978.\n- Fernhill Foods is headquartered in Dunedin.\n- Meridian Bank was founded in 2011.\n- Bruno works for Helios Logistics.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 2009.\n- Ravi works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Stefan reports to Ravi.\n- Felix works for Atlas Freight.\n- Yuki reports to Stefan.\n- Kenji reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1995.\n- Leila reports to Kenji.\n- Lattice Analytics was founded in 1999.\n- Lattice Analytics is headquartered in Bergen.\n- Bruno works for Lattice Analytics.\n- Amara reports to Zoya.\n- Ingrid reports to Leila.\n- Viktor works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Viktor reports to Amara.\n- Kenji works for Lattice Analytics.\n- Vantage Air is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Kenji reports to Viktor.\n- Beacon Insurance is headquartered in Nagoya.\n- Beacon Insurance was founded in 1978.\n- Bruno reports to Ingrid.\n- Vantage Air was founded in 2005.\n- Fernhill Foods is headquartered in Halifax.\n- Emeka reports to Bruno.\n- Amara works for Lattice Analytics.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Omar works for Beacon Insurance.\n- Ravi works for Cedar Retail Group.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Meridian Bank is headquartered in Adelaide.\n- Dmitri reports to Omar.\n- Dmitri works for Beacon Insurance.\n- Omar reports to Callum.\n- Callum reports to Aisha.\n- Cedar Retail Group was founded in 1976.\n- Jonas works for Pinnacle Software.\n- Anders works for Cedar Retail Group.\n- Aisha reports to Ravi.\n- Beacon Insurance is headquartered in Nagoya.\n- Anders reports to Jonas.\n- Zoya reports to Dmitri.\n- Callum works for Meridian Bank.\n- Deshawn works for Pinnacle Software.\n- Jonas reports to Zoya.\n- Deshawn reports to Ingrid.\n- Ravi reports to Nadia.\n- Nadia works for Meridian Bank.\n- Aisha works for Cedar Retail Group.\n- Pinnacle Software was founded in 1999.\n- Nadia reports to Deshawn.\n- Pinnacle Software is headquartered in Tallinn.\n- Bruno reports to Anders.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11698", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8758: employee Tessa R., hired 29 January 2024, separated 16 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2026-8758 under the controlling rules.", "criteria": {"0": "$4,154", "1": "$4,615", "2": "$6,615", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8758 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11699", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11700", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer", "4": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11701", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11702", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4206: employee Zoya R., hired 24 May 2021, separated 08 February 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4206?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11703", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1826: employee Jonas A., hired 12 April 2022, separated 09 November 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1826?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Sanne works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2004.\n- Helios Logistics was founded in 1991.\n- Chiara reports to Omar.\n- Mateo works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Austin.\n- Priya works for Meridian Bank.\n- Viktor reports to Sanne.\n- Omar reports to Priya.\n- Emeka reports to Felix.\n- Atlas Freight was founded in 1983.\n- Amara works for Meridian Bank.\n- Chiara works for Helios Logistics.\n- Omar works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Sanne reports to Mateo.\n- Meridian Bank is headquartered in Tampere.\n- Atlas Freight is headquartered in Austin.\n- Helios Logistics is headquartered in Bergen.\n- Felix reports to Dmitri.\n- Felix works for Atlas Freight.\n- Priya reports to Emeka.\n- Amara reports to Chiara.\n- Dmitri reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2000.\n- Ravi works for Bluepine Aviation.\n- Deshawn works for Cedar Retail Group.\n- Crescent Telecom was founded in 2014.\n- Bluepine Aviation is headquartered in Brno.\n- Cedar Retail Group is headquartered in Leeds.\n- Helios Logistics was founded in 1977.\n- Dmitri reports to Ingrid.\n- Lucia reports to Deshawn.\n- Helios Logistics is headquartered in Bergen.\n- Elena reports to Tobias.\n- Ingrid reports to Omar.\n- Cedar Retail Group was founded in 1984.\n- Deshawn reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Ingrid works for Cedar Retail Group.\n- Ravi reports to Lucia.\n- Tobias reports to Ravi.\n- Jonas reports to Dmitri.\n- Jonas works for Bluepine Aviation.\n- Dmitri works for Cedar Retail Group.\n- Omar reports to Elena.\n- Omar works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Elena works for Helios Logistics.\n- Crescent Telecom is headquartered in Brno.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11706", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11707", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8733: employee Ravi M., hired 30 September 2021, separated 13 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8733?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11708", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5454: employee Pablo M., hired 04 January 2024, separated 10 June 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5454?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11709", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 November 2024): For employees hired on or after 02 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2545: employee Tessa K., hired 19 December 2023, separated 18 May 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-2545 under the controlling rules.", "criteria": {"0": "$4,200", "1": "$30,333", "2": "$6,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11710", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4528: employee Omar A., hired 23 July 2022, separated 17 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4528?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11711", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11712", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8269: employee Sofia B., hired 28 February 2023, separated 23 August 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2026-8269 under the controlling rules.", "criteria": {"0": "$10,400", "1": "$10,500", "2": "$45,067", "3": "$11,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11713", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3996: employee Hana T., hired 05 March 2021, separated 03 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3996?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11714", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9105: employee Aisha M., hired 15 February 2022, separated 08 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9105?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11715", "family": "intent_v3", "state": "Incoming support message:\n\"27801 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11716", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9191: employee Yuki S., hired 08 August 2022, separated 20 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9191?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11717", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Nadia reports to Felix.\n- Cobalt Health is headquartered in Malmo.\n- Atlas Freight is headquartered in Oslo.\n- Atlas Freight was founded in 1990.\n- Mateo works for Helios Logistics.\n- Viktor works for Cobalt Health.\n- Priya works for Atlas Freight.\n- Felix reports to Priya.\n- Hana reports to Kenji.\n- Nadia works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Wren reports to Hana.\n- Cobalt Health was founded in 2002.\n- Viktor reports to Nadia.\n- Fernhill Foods was founded in 1979.\n- Fernhill Foods is headquartered in Oslo.\n- Priya reports to Wren.\n- Helios Logistics was founded in 1993.\n- Felix works for Helios Logistics.\n- Kenji reports to Mateo.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Northwind Systems is headquartered in Tampere.\n- Fernhill Foods was founded in 1980.\n- Emeka works for Fernhill Foods.\n- Tessa works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1980.\n- Anders reports to Leila.\n- Anders works for Beacon Insurance.\n- Callum reports to Anders.\n- Beacon Insurance was founded in 1986.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa reports to Nadia.\n- Nadia reports to Omar.\n- Northwind Systems was founded in 2013.\n- Fernhill Foods is headquartered in Brno.\n- Nadia works for Northwind Systems.\n- Emeka reports to Pablo.\n- Leila reports to Emeka.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Oslo.\n- Omar reports to Callum.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11720", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8358: employee Stefan K., hired 29 June 2020, separated 16 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8358?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11721", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11722", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 13744 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11723", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11724", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Callum reports to Dmitri.\n- Tessa works for Crescent Telecom.\n- Mei reports to Ingrid.\n- Aisha works for Crescent Telecom.\n- Tobias works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Sofia works for Atlas Freight.\n- Ingrid reports to Aisha.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 1985.\n- Crescent Telecom was founded in 2008.\n- Tobias reports to Sofia.\n- Dmitri reports to Tobias.\n- Fernhill Foods is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Tampere.\n- Fernhill Foods was founded in 2004.\n- Tessa reports to Omar.\n- Sofia reports to Mei.\n- Mei works for Crescent Telecom.\n- Dmitri works for Atlas Freight.\n- Omar works for Fernhill Foods.\n- Cedar Retail Group was founded in 1995.\n- Cedar Retail Group is headquartered in Dunedin.\n- Yuki reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1980", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11726", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8269: employee Emeka A., hired 14 July 2021, separated 03 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-8269 under the controlling rules.", "criteria": {"0": "$9,300", "1": "$8,400", "2": "$40,733", "3": "$9,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11728", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4666: employee Wren K., hired 21 July 2023, separated 25 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4666?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11729", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11730", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11731", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7727: employee Stefan T., hired 14 June 2023, separated 01 June 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7727?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11732", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3001: employee Mara A., hired 02 June 2020, separated 16 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3001?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2009.\n- Meridian Bank was founded in 1997.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Felix works for Cobalt Health.\n- Ravi works for Northwind Systems.\n- Wren works for Beacon Insurance.\n- Mara reports to Tessa.\n- Wren reports to Hana.\n- Tessa reports to Yuki.\n- Lucia works for Meridian Bank.\n- Beacon Insurance is headquartered in Halifax.\n- Lucia reports to Felix.\n- Northwind Systems was founded in 1981.\n- Tessa works for Northwind Systems.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Felix reports to Mara.\n- Ravi reports to Lucia.\n- Cobalt Health was founded in 1995.\n- Mara works for Northwind Systems.\n- Hana reports to Mateo.\n- Mateo works for Meridian Bank.\n- Yuki reports to Wren.\n- Meridian Bank is headquartered in Tampere.\n- Mateo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Wren.\n- Hana works for Cedar Retail Group.\n- Cobalt Health is headquartered in Austin.\n- Tobias reports to Hana.\n- Cobalt Health was founded in 2012.\n- Ingrid works for Cobalt Health.\n- Ravi works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Cedar Retail Group was founded in 1991.\n- Nadia reports to Ingrid.\n- Sofia reports to Mateo.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Omar works for Vantage Air.\n- Mateo reports to Sanne.\n- Ravi reports to Omar.\n- Sofia works for Helios Logistics.\n- Chiara reports to Nadia.\n- Omar reports to Sofia.\n- Helios Logistics is headquartered in Porto.\n- Mei works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Wren reports to Ravi.\n- Nadia works for Cedar Retail Group.\n- Hana reports to Chiara.\n- Cedar Retail Group is headquartered in Porto.\n- Mei reports to Tobias.\n- Vantage Air was founded in 1986.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11735", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11736", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11737", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 November 2025): For employees hired on or after 20 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2896: employee Anders M., hired 13 November 2024, separated 17 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2896?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2896 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Chiara reports to Kenji.\n- Callum works for Pinnacle Software.\n- Atlas Freight was founded in 1998.\n- Kenji works for Pinnacle Software.\n- Aisha works for Northwind Systems.\n- Kenji reports to Deshawn.\n- Amara works for Atlas Freight.\n- Callum reports to Sanne.\n- Summit Energy was founded in 2009.\n- Northwind Systems was founded in 1986.\n- Priya reports to Aisha.\n- Pinnacle Software was founded in 1985.\n- Sanne reports to Tessa.\n- Priya works for Summit Energy.\n- Aisha reports to Anders.\n- Northwind Systems is headquartered in Nagoya.\n- Atlas Freight is headquartered in Austin.\n- Anders works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Deshawn reports to Amara.\n- Tessa reports to Chiara.\n- Tessa works for Atlas Freight.\n- Sanne works for Pinnacle Software.\n- Summit Energy is headquartered in Lyon.\n- Amara reports to Priya.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Vantage Air was founded in 1991.\n- Priya reports to Jonas.\n- Wren works for Lattice Analytics.\n- Priya works for Vantage Air.\n- Ravi reports to Wren.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lattice Analytics was founded in 1984.\n- Lucia works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Vantage Air is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Adelaide.\n- Ravi works for Vantage Air.\n- Viktor works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Fernhill Foods is headquartered in Ghent.\n- Viktor reports to Ravi.\n- Bruno reports to Priya.\n- Wren reports to Lucia.\n- Elena reports to Bruno.\n- Lucia reports to Elena.\n- Fernhill Foods was founded in 2014.\n- Ironwood Manufacturing was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11740", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4782: employee Yuki S., hired 28 October 2021, separated 05 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-4782 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$30,333", "2": "$7,000", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11741", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11742", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11743", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11744", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access", "4": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mei.\n- Atlas Freight was founded in 2005.\n- Lucia reports to Hana.\n- Tessa works for Atlas Freight.\n- Meridian Bank was founded in 2013.\n- Helios Logistics was founded in 2013.\n- Tobias works for Helios Logistics.\n- Crescent Telecom is headquartered in Cork.\n- Jonas works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Atlas Freight is headquartered in Basel.\n- Wren works for Helios Logistics.\n- Mei reports to Wren.\n- Hana works for Atlas Freight.\n- Tobias reports to Priya.\n- Helios Logistics is headquartered in Cork.\n- Lucia works for Meridian Bank.\n- Hana reports to Tobias.\n- Wren reports to Jonas.\n- Jonas reports to Tessa.\n- Meridian Bank is headquartered in Cork.\n- Mei works for Meridian Bank.\n- Crescent Telecom was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Omar.\n- Wren reports to Leila.\n- Stefan works for Meridian Bank.\n- Emeka works for Beacon Insurance.\n- Omar works for Meridian Bank.\n- Viktor reports to Stefan.\n- Northwind Systems was founded in 2007.\n- Deshawn reports to Dmitri.\n- Sanne reports to Lucia.\n- Lucia reports to Deshawn.\n- Omar reports to Ravi.\n- Wren works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2008.\n- Ironwood Manufacturing was founded in 2005.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Stefan reports to Sanne.\n- Beacon Insurance is headquartered in Adelaide.\n- Sanne works for Northwind Systems.\n- Emeka reports to Aisha.\n- Northwind Systems is headquartered in Valencia.\n- Leila works for Meridian Bank.\n- Beacon Insurance was founded in 2015.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Emeka.\n- Aisha reports to Wren.\n- Lucia works for Northwind Systems.\n- Deshawn works for Beacon Insurance.\n- Meridian Bank is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11747", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4007: employee Chiara S., hired 12 September 2023, separated 01 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4007?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4007 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11748", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6517: employee Dmitri M., hired 23 November 2023, separated 26 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6517?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11749", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Beacon Insurance is headquartered in Bergen.\n- Hana reports to Elena.\n- Elena works for Beacon Insurance.\n- Helios Logistics was founded in 2008.\n- Meridian Bank was founded in 2001.\n- Priya works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Felix reports to Sofia.\n- Ravi works for Helios Logistics.\n- Beacon Insurance was founded in 1993.\n- Viktor works for Meridian Bank.\n- Northwind Systems was founded in 2000.\n- Ravi reports to Viktor.\n- Mara reports to Hana.\n- Omar works for Helios Logistics.\n- Omar reports to Felix.\n- Meridian Bank is headquartered in Tampere.\n- Hana works for Northwind Systems.\n- Priya reports to Amara.\n- Viktor reports to Omar.\n- Felix works for Beacon Insurance.\n- Northwind Systems is headquartered in Bergen.\n- Sanne works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Elena reports to Ravi.\n- Helios Logistics is headquartered in Lyon.\n- Amara reports to Sanne.\n- Sanne reports to Mara.\n- Wren reports to Priya.\n- Amara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "2003", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Elena.\n- Mateo reports to Hana.\n- Viktor reports to Priya.\n- Priya reports to Dmitri.\n- Cobalt Health was founded in 2009.\n- Meridian Bank was founded in 1990.\n- Aisha reports to Viktor.\n- Aisha works for Bluepine Aviation.\n- Tobias works for Cobalt Health.\n- Priya works for Atlas Freight.\n- Ingrid reports to Mateo.\n- Bluepine Aviation is headquartered in Oslo.\n- Mara works for Cobalt Health.\n- Atlas Freight is headquartered in Oslo.\n- Dmitri works for Atlas Freight.\n- Elena reports to Omar.\n- Hana reports to Tobias.\n- Mateo works for Cobalt Health.\n- Omar reports to Pablo.\n- Elena works for Cobalt Health.\n- Meridian Bank is headquartered in Oslo.\n- Viktor works for Cobalt Health.\n- Omar works for Atlas Freight.\n- Ingrid works for Bluepine Aviation.\n- Cobalt Health is headquartered in Malmo.\n- Atlas Freight was founded in 2014.\n- Mara reports to Aisha.\n- Bluepine Aviation was founded in 1989.\n- Tobias reports to Mara.\n- Pablo works for Cobalt Health.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Halifax", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11752", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11753", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1660: employee Callum K., hired 03 July 2024, separated 19 September 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2025-1660 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,500", "2": "$34,667", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Deshawn.\n- Mateo works for Summit Energy.\n- Cobalt Health was founded in 1975.\n- Cedar Retail Group was founded in 1985.\n- Jonas reports to Dmitri.\n- Kenji works for Cedar Retail Group.\n- Jonas works for Summit Energy.\n- Mara works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1983.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Dmitri works for Ironwood Manufacturing.\n- Wren works for Summit Energy.\n- Deshawn reports to Wren.\n- Deshawn works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Dunedin.\n- Mateo reports to Kenji.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 2014.\n- Kenji reports to Mara.\n- Pablo reports to Mateo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Wren reports to Jonas.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11755", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Ravi works for Summit Energy.\n- Elena reports to Wren.\n- Deshawn reports to Ravi.\n- Lattice Analytics is headquartered in Valencia.\n- Northwind Systems was founded in 2007.\n- Lucia works for Northwind Systems.\n- Summit Energy was founded in 2001.\n- Wren works for Northwind Systems.\n- Summit Energy is headquartered in Austin.\n- Viktor works for Northwind Systems.\n- Felix reports to Elena.\n- Lucia reports to Callum.\n- Elena works for Atlas Freight.\n- Wren reports to Deshawn.\n- Callum works for Atlas Freight.\n- Northwind Systems is headquartered in Austin.\n- Lattice Analytics was founded in 2001.\n- Felix works for Summit Energy.\n- Atlas Freight was founded in 1993.\n- Viktor reports to Lucia.\n- Callum reports to Felix.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Nadia.\n- Nadia reports to Viktor.\n- Vantage Air was founded in 1994.\n- Bluepine Aviation is headquartered in Tallinn.\n- Aisha works for Vantage Air.\n- Cobalt Health was founded in 2003.\n- Tobias reports to Aisha.\n- Zoya reports to Pablo.\n- Anders works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Anders.\n- Vantage Air is headquartered in Ghent.\n- Ravi works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Zoya works for Vantage Air.\n- Viktor works for Cobalt Health.\n- Viktor reports to Ingrid.\n- Bluepine Aviation was founded in 1991.\n- Aisha reports to Zoya.\n- Cobalt Health is headquartered in Tampere.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1975.\n- Pablo reports to Ravi.\n- Tobias works for Bluepine Aviation.\n- Meridian Bank is headquartered in Tallinn.\n- Pablo works for Vantage Air.\n- Ravi reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11758", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1986.\n- Felix reports to Sanne.\n- Callum works for Crescent Telecom.\n- Tessa works for Northwind Systems.\n- Crescent Telecom is headquartered in Leeds.\n- Kenji works for Crescent Telecom.\n- Zoya works for Cedar Retail Group.\n- Crescent Telecom was founded in 1982.\n- Northwind Systems is headquartered in Austin.\n- Fernhill Foods was founded in 1991.\n- Cedar Retail Group was founded in 2005.\n- Sanne reports to Callum.\n- Callum reports to Deshawn.\n- Cedar Retail Group is headquartered in Leeds.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Felix works for Northwind Systems.\n- Zoya reports to Kenji.\n- Tessa reports to Zoya.\n- Deshawn works for Cedar Retail Group.\n- Sanne works for Northwind Systems.\n- Dmitri reports to Tessa.\n- Deshawn reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11760", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7623: employee Viktor B., hired 06 June 2023, separated 20 February 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7623?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11761", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 31344, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2013.\n- Atlas Freight was founded in 1996.\n- Hana works for Summit Energy.\n- Jonas works for Atlas Freight.\n- Tessa reports to Leila.\n- Emeka reports to Ravi.\n- Northwind Systems is headquartered in Turku.\n- Sofia reports to Emeka.\n- Tessa works for Atlas Freight.\n- Chiara reports to Kenji.\n- Northwind Systems was founded in 1977.\n- Jonas reports to Hana.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Tobias works for Vantage Air.\n- Tobias reports to Jonas.\n- Leila works for Vantage Air.\n- Chiara works for Northwind Systems.\n- Ravi reports to Tobias.\n- Summit Energy was founded in 1995.\n- Vantage Air is headquartered in Leeds.\n- Summit Energy is headquartered in Malmo.\n- Kenji reports to Sofia.\n- Kenji works for Summit Energy.\n- Hana reports to Tessa.\n- Sofia works for Northwind Systems.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Leila.\n- Omar works for Summit Energy.\n- Northwind Systems was founded in 2015.\n- Jonas works for Summit Energy.\n- Sanne works for Northwind Systems.\n- Sanne reports to Wren.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Viktor.\n- Beacon Insurance was founded in 1989.\n- Jonas reports to Sanne.\n- Northwind Systems is headquartered in Tampere.\n- Wren works for Helios Logistics.\n- Leila works for Summit Energy.\n- Amara reports to Jonas.\n- Amara works for Northwind Systems.\n- Viktor reports to Omar.\n- Summit Energy is headquartered in Tampere.\n- Summit Energy was founded in 1988.\n- Helios Logistics is headquartered in Turku.\n- Viktor works for Beacon Insurance.\n- Leila reports to Amara.\n- Beacon Insurance is headquartered in Turku.\n- Helios Logistics was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11764", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Viktor reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Viktor works for Ironwood Manufacturing.\n- Nadia reports to Lucia.\n- Aisha works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1975.\n- Jonas reports to Wren.\n- Deshawn reports to Viktor.\n- Bruno works for Ironwood Manufacturing.\n- Summit Energy was founded in 2004.\n- Wren reports to Emeka.\n- Mei reports to Hana.\n- Emeka works for Lattice Analytics.\n- Lucia works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.\n- Wren works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Mei works for Ironwood Manufacturing.\n- Aisha reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Anders works for Ironwood Manufacturing.\n- Lucia reports to Mei.\n- Bruno reports to Nadia.\n- Emeka reports to Bruno.\n- Bluepine Aviation was founded in 2011.\n- Hana reports to Anders.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Hana works for Bluepine Aviation.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11766", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7908: employee Lucia M., hired 16 March 2021, separated 23 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7908?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11767", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11768", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1668: employee Emeka A., hired 14 March 2023, separated 17 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2026-1668 under the controlling rules.", "criteria": {"0": "$20,800", "1": "$2,800", "2": "$4,800", "3": "$4,725"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11769", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11770", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Mara reports to Ravi.\n- Deshawn reports to Mara.\n- Viktor reports to Elena.\n- Deshawn works for Cobalt Health.\n- Lucia reports to Dmitri.\n- Vantage Air is headquartered in Dunedin.\n- Dmitri works for Lattice Analytics.\n- Vantage Air was founded in 2006.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Cobalt Health was founded in 1982.\n- Lucia works for Northwind Systems.\n- Cobalt Health is headquartered in Basel.\n- Mei works for Northwind Systems.\n- Ingrid reports to Deshawn.\n- Mei reports to Viktor.\n- Dmitri reports to Mei.\n- Northwind Systems was founded in 2009.\n- Elena reports to Ingrid.\n- Yuki works for Vantage Air.\n- Yuki reports to Lucia.\n- Ingrid works for Cobalt Health.\n- Lattice Analytics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2012", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cedar Retail Group.\n- Cobalt Health was founded in 2012.\n- Elena reports to Mara.\n- Cedar Retail Group is headquartered in Turku.\n- Hana reports to Ingrid.\n- Deshawn reports to Elena.\n- Dmitri reports to Anders.\n- Cobalt Health is headquartered in Turku.\n- Lucia reports to Dmitri.\n- Cedar Retail Group was founded in 1998.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2005.\n- Amara reports to Deshawn.\n- Anders works for Cedar Retail Group.\n- Elena works for Bluepine Aviation.\n- Ingrid works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Austin.\n- Sofia reports to Hana.\n- Amara works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Fernhill Foods was founded in 2010.\n- Ingrid reports to Amara.\n- Dmitri works for Fernhill Foods.\n- Lucia works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Anders reports to Sofia.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11773", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8347: employee Priya B., hired 09 October 2021, separated 16 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8347?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11774", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11775", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11776", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9279: employee Tobias K., hired 13 February 2023, separated 07 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9279?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11777", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Bruno.\n- Bruno reports to Anders.\n- Bluepine Aviation is headquartered in Basel.\n- Aisha reports to Mara.\n- Chiara works for Bluepine Aviation.\n- Ravi reports to Aisha.\n- Atlas Freight was founded in 2000.\n- Bluepine Aviation was founded in 2000.\n- Kenji reports to Sofia.\n- Atlas Freight is headquartered in Oslo.\n- Mara works for Northwind Systems.\n- Northwind Systems was founded in 1978.\n- Aisha works for Bluepine Aviation.\n- Anders reports to Chiara.\n- Chiara reports to Kenji.\n- Northwind Systems is headquartered in Oslo.\n- Anders works for Atlas Freight.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 1987.\n- Sofia works for Lattice Analytics.\n- Bruno works for Atlas Freight.\n- Ravi works for Lattice Analytics.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11779", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11780", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2605: employee Mara T., hired 17 October 2019, separated 30 April 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2605?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11781", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11782", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11783", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Ingrid reports to Mateo.\n- Mara reports to Sanne.\n- Ingrid works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Bluepine Aviation was founded in 1999.\n- Meridian Bank was founded in 2013.\n- Mateo works for Pinnacle Software.\n- Anders works for Bluepine Aviation.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2009.\n- Bluepine Aviation is headquartered in Basel.\n- Callum reports to Hana.\n- Lucia reports to Anders.\n- Sanne reports to Lucia.\n- Fernhill Foods is headquartered in Brno.\n- Mara works for Pinnacle Software.\n- Hana reports to Ingrid.\n- Pinnacle Software was founded in 1998.\n- Anders reports to Felix.\n- Pinnacle Software is headquartered in Halifax.\n- Dmitri reports to Mara.\n- Felix works for Pinnacle Software.\n- Mateo reports to Dmitri.\n- Callum works for Pinnacle Software.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Hana works for Fernhill Foods.\n- Mei works for Summit Energy.\n- Northwind Systems was founded in 1988.\n- Emeka works for Summit Energy.\n- Deshawn works for Northwind Systems.\n- Mei reports to Emeka.\n- Northwind Systems is headquartered in Oslo.\n- Priya reports to Deshawn.\n- Emeka reports to Omar.\n- Fernhill Foods was founded in 1981.\n- Ingrid works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.\n- Deshawn reports to Hana.\n- Omar works for Cedar Retail Group.\n- Kenji reports to Priya.\n- Hana reports to Mei.\n- Cedar Retail Group was founded in 1995.\n- Ingrid reports to Kenji.\n- Cedar Retail Group is headquartered in Adelaide.\n- Summit Energy is headquartered in Adelaide.\n- Priya works for Northwind Systems.\n- Summit Energy was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Tessa works for Atlas Freight.\n- Mei reports to Tessa.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Brno.\n- Atlas Freight was founded in 1993.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa reports to Tobias.\n- Atlas Freight is headquartered in Brno.\n- Cedar Retail Group is headquartered in Brno.\n- Lucia reports to Viktor.\n- Viktor reports to Mei.\n- Ravi works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Fernhill Foods was founded in 2003.\n- Ravi reports to Dmitri.\n- Amara reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Mei works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11787", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11788", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6271: employee Ingrid K., hired 07 July 2023, separated 18 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6271?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6271 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Nadia works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Mateo reports to Sanne.\n- Tobias reports to Yuki.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1987.\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Viktor reports to Mateo.\n- Mateo works for Meridian Bank.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2000.\n- Anders reports to Nadia.\n- Viktor works for Beacon Insurance.\n- Ravi reports to Viktor.\n- Bruno reports to Zoya.\n- Zoya reports to Tobias.\n- Yuki works for Atlas Freight.\n- Beacon Insurance was founded in 2002.\n- Sanne reports to Anders.\n- Yuki reports to Ravi.\n- Meridian Bank was founded in 1979.\n- Zoya works for Beacon Insurance.\n- Bruno works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11790", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9926: employee Hana S., hired 04 April 2020, separated 27 July 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-9926 under the controlling rules.", "criteria": {"0": "$92,250", "1": "$21,418", "2": "$21,288", "3": "$23,288"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11791", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Nadia reports to Viktor.\n- Cedar Retail Group was founded in 2000.\n- Aisha works for Vantage Air.\n- Bluepine Aviation was founded in 2012.\n- Viktor reports to Stefan.\n- Ravi works for Bluepine Aviation.\n- Wren works for Cedar Retail Group.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Hana works for Vantage Air.\n- Lucia reports to Ravi.\n- Mara works for Vantage Air.\n- Dmitri works for Bluepine Aviation.\n- Ravi reports to Dmitri.\n- Aisha reports to Mara.\n- Bluepine Aviation is headquartered in Nagoya.\n- Hana reports to Lucia.\n- Stefan reports to Aisha.\n- Mara reports to Hana.\n- Lucia works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Vantage Air was founded in 1991.\n- Vantage Air is headquartered in Ghent.\n- Dmitri reports to Wren.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Zoya.\n- Deshawn reports to Kenji.\n- Kenji reports to Chiara.\n- Ravi reports to Mei.\n- Crescent Telecom is headquartered in Malmo.\n- Ingrid reports to Ravi.\n- Viktor reports to Leila.\n- Lattice Analytics was founded in 1980.\n- Chiara works for Lattice Analytics.\n- Zoya works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid works for Crescent Telecom.\n- Northwind Systems was founded in 1985.\n- Nadia reports to Deshawn.\n- Leila works for Northwind Systems.\n- Lattice Analytics is headquartered in Nagoya.\n- Mei works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Mei reports to Viktor.\n- Ravi works for Northwind Systems.\n- Crescent Telecom was founded in 1988.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Zoya reports to Nadia.\n- Atlas Freight was founded in 1996.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11794", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11795", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11796", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9414: employee Dmitri T., hired 31 October 2021, separated 31 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9414?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1976.\n- Omar works for Fernhill Foods.\n- Omar reports to Elena.\n- Emeka reports to Sanne.\n- Fernhill Foods was founded in 2009.\n- Sanne works for Meridian Bank.\n- Sanne reports to Felix.\n- Beacon Insurance is headquartered in Basel.\n- Aisha reports to Emeka.\n- Bluepine Aviation is headquartered in Turku.\n- Meridian Bank was founded in 2003.\n- Yuki reports to Omar.\n- Felix works for Fernhill Foods.\n- Tessa works for Beacon Insurance.\n- Elena reports to Aisha.\n- Beacon Insurance was founded in 1991.\n- Yuki works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Elena works for Fernhill Foods.\n- Meridian Bank is headquartered in Turku.\n- Emeka works for Beacon Insurance.\n- Felix reports to Tessa.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2012", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11798", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3037: employee Sofia S., hired 18 January 2021, separated 11 October 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2026-3037 under the controlling rules.", "criteria": {"0": "$16,269", "1": "$71,000", "2": "$18,385", "3": "$16,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11799", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1997.\n- Amara works for Pinnacle Software.\n- Sanne works for Fernhill Foods.\n- Pinnacle Software is headquartered in Porto.\n- Chiara works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Sanne reports to Amara.\n- Mei reports to Sanne.\n- Fernhill Foods is headquartered in Cork.\n- Vantage Air was founded in 1993.\n- Omar reports to Bruno.\n- Zoya reports to Omar.\n- Emeka reports to Mei.\n- Pinnacle Software was founded in 1975.\n- Zoya works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Oslo.\n- Bruno reports to Emeka.\n- Fernhill Foods was founded in 2004.\n- Emeka works for Fernhill Foods.\n- Amara reports to Chiara.\n- Bruno works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Mei reports to Ingrid.\n- Summit Energy was founded in 2012.\n- Fernhill Foods is headquartered in Austin.\n- Northwind Systems was founded in 2012.\n- Leila reports to Amara.\n- Fernhill Foods was founded in 2002.\n- Mei works for Fernhill Foods.\n- Zoya reports to Nadia.\n- Kenji works for Northwind Systems.\n- Nadia reports to Ravi.\n- Deshawn reports to Leila.\n- Leila works for Northwind Systems.\n- Zoya works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Kenji reports to Zoya.\n- Amara reports to Kenji.\n- Summit Energy is headquartered in Austin.\n- Bruno works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Bruno reports to Sanne.\n- Ingrid works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Deshawn.\n- Cedar Retail Group was founded in 2005.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn works for Cedar Retail Group.\n- Amara works for Northwind Systems.\n- Ravi reports to Mei.\n- Nadia works for Summit Energy.\n- Ingrid reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Zoya.\n- Zoya reports to Omar.\n- Elena works for Crescent Telecom.\n- Omar reports to Mateo.\n- Mei works for Northwind Systems.\n- Crescent Telecom is headquartered in Valencia.\n- Lattice Analytics was founded in 1979.\n- Lucia works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Viktor reports to Hana.\n- Northwind Systems was founded in 1993.\n- Zoya works for Crescent Telecom.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Hana works for Cobalt Health.\n- Elena reports to Mei.\n- Viktor works for Lattice Analytics.\n- Crescent Telecom was founded in 1993.\n- Mateo reports to Viktor.\n- Northwind Systems is headquartered in Leeds.\n- Cobalt Health was founded in 1994.\n- Cobalt Health is headquartered in Adelaide.\n- Hana reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11803", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11804", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11805", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Priya.\n- Felix works for Pinnacle Software.\n- Felix reports to Sofia.\n- Aisha reports to Felix.\n- Meridian Bank was founded in 2002.\n- Aisha works for Cedar Retail Group.\n- Nadia reports to Aisha.\n- Anders works for Pinnacle Software.\n- Meridian Bank is headquartered in Lyon.\n- Crescent Telecom was founded in 1991.\n- Stefan works for Cedar Retail Group.\n- Sofia works for Crescent Telecom.\n- Kenji reports to Yuki.\n- Nadia works for Crescent Telecom.\n- Pinnacle Software was founded in 1992.\n- Pinnacle Software is headquartered in Lyon.\n- Anders reports to Sanne.\n- Stefan reports to Mara.\n- Yuki reports to Anders.\n- Priya reports to Kenji.\n- Sofia reports to Stefan.\n- Kenji works for Meridian Bank.\n- Cedar Retail Group is headquartered in Leeds.\n- Yuki works for Cedar Retail Group.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid works for Crescent Telecom.\n- Priya works for Cedar Retail Group.\n- Ingrid reports to Nadia.\n- Cedar Retail Group was founded in 1990.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11807", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11808", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11809", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11810", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2197: employee Amara A., hired 18 March 2022, separated 06 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2197?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11811", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11812", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6397: employee Elena A., hired 19 April 2023, separated 23 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6397?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11813", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4470: employee Callum K., hired 01 May 2020, separated 23 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4470?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Summit Energy is headquartered in Brno.\n- Elena works for Northwind Systems.\n- Dmitri works for Summit Energy.\n- Ravi works for Pinnacle Software.\n- Northwind Systems was founded in 1982.\n- Crescent Telecom is headquartered in Cork.\n- Dmitri reports to Mateo.\n- Sanne works for Pinnacle Software.\n- Wren reports to Tobias.\n- Yuki reports to Ravi.\n- Pinnacle Software was founded in 2012.\n- Yuki works for Summit Energy.\n- Mateo reports to Wren.\n- Ravi reports to Elena.\n- Northwind Systems is headquartered in Cork.\n- Tobias works for Northwind Systems.\n- Crescent Telecom was founded in 1981.\n- Pinnacle Software is headquartered in Brno.\n- Summit Energy was founded in 2009.\n- Wren works for Crescent Telecom.\n- Tobias reports to Sanne.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11815", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Callum works for Meridian Bank.\n- Sanne works for Northwind Systems.\n- Jonas reports to Sanne.\n- Meridian Bank was founded in 1977.\n- Kenji reports to Anders.\n- Summit Energy is headquartered in Austin.\n- Pablo works for Northwind Systems.\n- Pablo reports to Jonas.\n- Vantage Air was founded in 1976.\n- Viktor reports to Elena.\n- Northwind Systems was founded in 1983.\n- Northwind Systems is headquartered in Halifax.\n- Anders reports to Callum.\n- Vantage Air is headquartered in Nagoya.\n- Summit Energy was founded in 1993.\n- Anders works for Vantage Air.\n- Jonas works for Vantage Air.\n- Meridian Bank is headquartered in Halifax.\n- Callum reports to Viktor.\n- Elena reports to Pablo.\n- Elena works for Meridian Bank.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11817", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 61654 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11818", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-9 (VERSION 7, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 December 2025): For employees hired on or after 24 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4740: employee Deshawn M., hired 23 March 2022, separated 26 June 2027 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-4740 under the controlling rules.", "criteria": {"0": "$12,200", "1": "$13,250", "2": "$57,200", "3": "$13,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11819", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11820", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3167: employee Ravi T., hired 25 October 2023, separated 17 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3167?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Lucia.\n- Beacon Insurance is headquartered in Basel.\n- Nadia reports to Mara.\n- Elena works for Beacon Insurance.\n- Summit Energy was founded in 2010.\n- Aisha works for Beacon Insurance.\n- Nadia works for Lattice Analytics.\n- Helios Logistics is headquartered in Adelaide.\n- Leila reports to Callum.\n- Beacon Insurance was founded in 1997.\n- Leila works for Lattice Analytics.\n- Stefan works for Helios Logistics.\n- Lattice Analytics was founded in 1991.\n- Lucia reports to Stefan.\n- Callum works for Lattice Analytics.\n- Mara reports to Aisha.\n- Callum reports to Elena.\n- Viktor works for Helios Logistics.\n- Hana works for Summit Energy.\n- Stefan reports to Hana.\n- Lattice Analytics is headquartered in Adelaide.\n- Aisha reports to Leila.\n- Mara works for Summit Energy.\n- Hana reports to Viktor.\n- Summit Energy is headquartered in Basel.\n- Helios Logistics was founded in 1975.\n- Lucia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11822", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11823", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 83586\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "request_refund", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11824", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11825", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11826", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5674: employee Callum M., hired 20 September 2020, separated 02 June 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5674?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11827", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7128: employee Sofia R., hired 24 August 2021, separated 27 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7128?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11828", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8713: employee Wren A., hired 04 March 2023, separated 23 July 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-8713 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$1,500", "2": "$800", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11829", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 3163 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11830", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Meridian Bank was founded in 2004.\n- Aisha reports to Stefan.\n- Wren works for Cobalt Health.\n- Tessa works for Meridian Bank.\n- Ingrid works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Stefan works for Cobalt Health.\n- Meridian Bank is headquartered in Bergen.\n- Tessa reports to Yuki.\n- Sanne reports to Tessa.\n- Omar works for Beacon Insurance.\n- Yuki reports to Amara.\n- Beacon Insurance is headquartered in Bergen.\n- Yuki works for Beacon Insurance.\n- Amara reports to Pablo.\n- Crescent Telecom is headquartered in Bergen.\n- Pablo reports to Wren.\n- Stefan reports to Felix.\n- Pablo works for Meridian Bank.\n- Felix works for Crescent Telecom.\n- Aisha works for Beacon Insurance.\n- Felix reports to Anders.\n- Cobalt Health is headquartered in Bergen.\n- Beacon Insurance was founded in 2000.\n- Wren reports to Omar.\n- Crescent Telecom was founded in 2015.\n- Omar reports to Ingrid.\n- Amara works for Crescent Telecom.\n- Cobalt Health was founded in 2011.\n- Anders reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Viktor.\n- Lattice Analytics was founded in 1995.\n- Hana reports to Priya.\n- Yuki reports to Kenji.\n- Emeka reports to Aisha.\n- Viktor reports to Yuki.\n- Viktor works for Lattice Analytics.\n- Fernhill Foods was founded in 1976.\n- Bruno reports to Hana.\n- Amara works for Summit Energy.\n- Emeka works for Summit Energy.\n- Ironwood Manufacturing was founded in 1981.\n- Lattice Analytics is headquartered in Nagoya.\n- Chiara works for Lattice Analytics.\n- Kenji reports to Bruno.\n- Summit Energy was founded in 2009.\n- Fernhill Foods is headquartered in Malmo.\n- Yuki works for Lattice Analytics.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Amara.\n- Priya works for Fernhill Foods.\n- Hana works for Lattice Analytics.\n- Leila reports to Emeka.\n- Aisha reports to Chiara.\n- Kenji works for Ironwood Manufacturing.\n- Amara reports to Nadia.\n- Bruno works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Summit Energy is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1976", "3": "1971"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Amara reports to Mateo.\n- Omar reports to Lucia.\n- Northwind Systems was founded in 1992.\n- Summit Energy is headquartered in Adelaide.\n- Wren reports to Amara.\n- Omar works for Northwind Systems.\n- Mateo reports to Sanne.\n- Sanne works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Wren works for Summit Energy.\n- Sanne reports to Omar.\n- Northwind Systems is headquartered in Cork.\n- Summit Energy was founded in 2012.\n- Ironwood Manufacturing was founded in 2000.\n- Bruno reports to Anders.\n- Lucia reports to Bruno.\n- Lucia works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Stefan.\n- Crescent Telecom was founded in 1990.\n- Felix works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Dmitri reports to Aisha.\n- Yuki works for Lattice Analytics.\n- Callum reports to Ravi.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics is headquartered in Ghent.\n- Ravi reports to Wren.\n- Fernhill Foods was founded in 1980.\n- Lattice Analytics was founded in 2000.\n- Aisha reports to Callum.\n- Atlas Freight was founded in 2015.\n- Wren reports to Yuki.\n- Omar works for Crescent Telecom.\n- Stefan reports to Dmitri.\n- Lucia reports to Felix.\n- Felix reports to Omar.\n- Ravi works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Crescent Telecom is headquartered in Cork.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Cork.\n- Lucia works for Atlas Freight.\n- Tessa reports to Lucia.\n- Tobias reports to Tessa.\n- Aisha works for Lattice Analytics.\n- Dmitri works for Crescent Telecom.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11835", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Nadia reports to Lucia.\n- Bluepine Aviation is headquartered in Leeds.\n- Sanne reports to Zoya.\n- Cobalt Health was founded in 2001.\n- Viktor works for Bluepine Aviation.\n- Priya reports to Anders.\n- Northwind Systems was founded in 1986.\n- Zoya works for Crescent Telecom.\n- Mei reports to Nadia.\n- Kenji works for Crescent Telecom.\n- Anders reports to Dmitri.\n- Lucia reports to Deshawn.\n- Nadia works for Bluepine Aviation.\n- Dmitri reports to Sanne.\n- Mara works for Northwind Systems.\n- Viktor reports to Kenji.\n- Anders works for Northwind Systems.\n- Crescent Telecom is headquartered in Lyon.\n- Priya works for Northwind Systems.\n- Deshawn reports to Mara.\n- Kenji reports to Mei.\n- Northwind Systems is headquartered in Leeds.\n- Cobalt Health is headquartered in Lyon.\n- Mei works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Bluepine Aviation was founded in 1993.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Zoya reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11837", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11838", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11839", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9311: employee Callum R., hired 06 July 2021, separated 25 May 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9311?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11840", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Mara works for Beacon Insurance.\n- Chiara reports to Callum.\n- Stefan reports to Mara.\n- Summit Energy was founded in 2001.\n- Sanne works for Beacon Insurance.\n- Sofia reports to Deshawn.\n- Deshawn reports to Chiara.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Beacon Insurance is headquartered in Bergen.\n- Yuki works for Beacon Insurance.\n- Summit Energy is headquartered in Porto.\n- Callum reports to Stefan.\n- Crescent Telecom was founded in 1988.\n- Sanne reports to Yuki.\n- Crescent Telecom is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2007.\n- Deshawn works for Crescent Telecom.\n- Chiara works for Beacon Insurance.\n- Yuki reports to Sofia.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Mei reports to Dmitri.\n- Atlas Freight is headquartered in Tampere.\n- Sanne works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Summit Energy was founded in 1996.\n- Sanne reports to Amara.\n- Nadia reports to Elena.\n- Cobalt Health was founded in 2011.\n- Mei works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Amara reports to Nadia.\n- Cedar Retail Group was founded in 2007.\n- Cobalt Health is headquartered in Basel.\n- Nadia works for Summit Energy.\n- Sofia works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Omar works for Cedar Retail Group.\n- Ravi reports to Mei.\n- Summit Energy is headquartered in Lyon.\n- Omar reports to Ingrid.\n- Elena reports to Bruno.\n- Dmitri reports to Sofia.\n- Atlas Freight was founded in 2007.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Kenji reports to Omar.\n- Elena works for Atlas Freight.\n- Ravi works for Cedar Retail Group.\n- Sofia reports to Sanne.\n- Bruno reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2006", "3": "2014"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11842", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4633: employee Ingrid B., hired 30 November 2021, separated 09 March 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-4633 under the controlling rules.", "criteria": {"0": "$21,418", "1": "$92,250", "2": "$21,288", "3": "$21,788"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11843", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11844", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11845", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 54593 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11846", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Austin.\n- Omar works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Austin.\n- Emeka reports to Nadia.\n- Emeka works for Summit Energy.\n- Atlas Freight is headquartered in Lyon.\n- Summit Energy was founded in 1990.\n- Nadia reports to Ravi.\n- Zoya works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1976.\n- Atlas Freight was founded in 1998.\n- Tobias works for Ironwood Manufacturing.\n- Mateo reports to Pablo.\n- Tobias reports to Priya.\n- Ironwood Manufacturing was founded in 2008.\n- Priya reports to Emeka.\n- Ravi reports to Mateo.\n- Summit Energy is headquartered in Austin.\n- Priya works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Sanne reports to Zoya.\n- Pablo reports to Deshawn.\n- Omar reports to Sanne.\n- Lucia reports to Tobias.\n- Lucia works for Summit Energy.\n- Deshawn reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11848", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Yuki works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Omar works for Crescent Telecom.\n- Cobalt Health is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Basel.\n- Anders reports to Wren.\n- Wren works for Cobalt Health.\n- Deshawn reports to Anders.\n- Crescent Telecom is headquartered in Basel.\n- Cobalt Health was founded in 1983.\n- Leila reports to Omar.\n- Pinnacle Software is headquartered in Ghent.\n- Yuki reports to Viktor.\n- Crescent Telecom was founded in 2004.\n- Hana reports to Deshawn.\n- Viktor reports to Hana.\n- Deshawn works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Wren reports to Leila.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11850", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11851", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 7912 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "exchange_item", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11852", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11853", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5147: employee Deshawn R., hired 10 July 2024, separated 16 September 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5147?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11854", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11855", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9611: employee Kenji K., hired 29 March 2021, separated 24 September 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-9611 under the controlling rules.", "criteria": {"0": "$58,500", "1": "$13,500", "2": "$11,500", "3": "$13,630"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11856", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 March 2023): For employees hired on or after 11 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3817: employee Nadia K., hired 12 June 2022, separated 06 October 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3817?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11857", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11858", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11859", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11860", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3266: employee Anders A., hired 21 October 2023, separated 02 July 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2026-3266 under the controlling rules.", "criteria": {"0": "$1,312", "1": "$10,833", "2": "$2,000", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11861", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11862", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 8982 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Pablo reports to Mateo.\n- Helios Logistics is headquartered in Adelaide.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Beacon Insurance was founded in 2007.\n- Ironwood Manufacturing was founded in 2003.\n- Crescent Telecom is headquartered in Austin.\n- Elena reports to Aisha.\n- Aisha reports to Pablo.\n- Chiara works for Ironwood Manufacturing.\n- Mateo works for Crescent Telecom.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Elena.\n- Mateo reports to Tobias.\n- Pablo works for Ironwood Manufacturing.\n- Chiara reports to Stefan.\n- Elena works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1988.\n- Tobias reports to Chiara.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11864", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 August 2025): For employees hired on or after 16 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-7395: employee Mara A., hired 21 April 2023, separated 27 March 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-7395 under the controlling rules.", "criteria": {"0": "$16,615", "1": "$16,731", "2": "$72,000", "3": "$17,615"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-7395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11865", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7049: employee Wren K., hired 14 October 2022, separated 22 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7049?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11866", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11867", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5733: employee Aisha M., hired 31 May 2023, separated 10 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5733?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11868", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11869", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9706: employee Deshawn M., hired 03 March 2023, separated 13 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-9706 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$4,692", "3": "$4,413"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Omar works for Lattice Analytics.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Leila reports to Omar.\n- Jonas reports to Aisha.\n- Lattice Analytics was founded in 1995.\n- Priya reports to Yuki.\n- Omar reports to Chiara.\n- Hana reports to Ravi.\n- Lattice Analytics is headquartered in Tampere.\n- Summit Energy was founded in 1991.\n- Aisha works for Atlas Freight.\n- Chiara reports to Mara.\n- Ravi works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Atlas Freight is headquartered in Cork.\n- Chiara works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Hana works for Summit Energy.\n- Priya works for Summit Energy.\n- Jonas works for Atlas Freight.\n- Summit Energy is headquartered in Nagoya.\n- Aisha reports to Mateo.\n- Elena reports to Jonas.\n- Yuki works for Lattice Analytics.\n- Mara reports to Elena.\n- Mateo reports to Priya.\n- Beacon Insurance was founded in 2015.\n- Atlas Freight was founded in 1979.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11871", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11872", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8493: employee Stefan R., hired 05 January 2022, separated 07 February 2027 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8493?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11873", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11874", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5495: employee Stefan A., hired 31 January 2025, separated 27 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5495?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11875", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11876", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Callum reports to Sanne.\n- Leila works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2000.\n- Leila reports to Mei.\n- Yuki works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Meridian Bank is headquartered in Leeds.\n- Cedar Retail Group was founded in 2001.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Omar works for Beacon Insurance.\n- Omar reports to Yuki.\n- Viktor works for Meridian Bank.\n- Yuki reports to Lucia.\n- Sofia reports to Omar.\n- Mei reports to Callum.\n- Ironwood Manufacturing was founded in 2013.\n- Sanne reports to Viktor.\n- Mei works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2010.\n- Tessa works for Meridian Bank.\n- Lucia reports to Leila.\n- Sanne works for Ironwood Manufacturing.\n- Tessa reports to Sofia.\n- Lucia works for Meridian Bank.\n- Beacon Insurance is headquartered in Tallinn.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11878", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11879", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11880", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1989.\n- Fernhill Foods is headquartered in Cork.\n- Kenji reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Fernhill Foods was founded in 1998.\n- Ravi reports to Omar.\n- Chiara reports to Ravi.\n- Bluepine Aviation is headquartered in Brno.\n- Omar works for Summit Energy.\n- Sofia reports to Chiara.\n- Summit Energy was founded in 1993.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health is headquartered in Basel.\n- Nadia reports to Amara.\n- Sofia works for Summit Energy.\n- Amara reports to Kenji.\n- Bluepine Aviation was founded in 2015.\n- Kenji works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Bruno works for Bluepine Aviation.\n- Emeka works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Bruno reports to Nadia.\n- Amara works for Summit Energy.\n- Aisha reports to Emeka.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11882", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4194: employee Yuki B., hired 25 January 2023, separated 26 November 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4194?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11883", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9578: employee Sanne K., hired 28 March 2023, separated 01 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9578?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11884", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-6 (VERSION 5, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8835: employee Mara K., hired 08 February 2023, separated 08 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8835?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11885", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 December 2025): For employees hired on or after 12 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2503: employee Bruno S., hired 02 July 2023, separated 18 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2503?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Emeka works for Northwind Systems.\n- Nadia reports to Emeka.\n- Hana reports to Mei.\n- Lucia works for Ironwood Manufacturing.\n- Anders works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Leila works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Leila reports to Ravi.\n- Northwind Systems was founded in 1989.\n- Priya works for Northwind Systems.\n- Ravi works for Cobalt Health.\n- Crescent Telecom was founded in 2008.\n- Lucia reports to Anders.\n- Cobalt Health was founded in 1982.\n- Jonas reports to Leila.\n- Northwind Systems is headquartered in Dunedin.\n- Elena reports to Jonas.\n- Ironwood Manufacturing is headquartered in Porto.\n- Priya reports to Hana.\n- Mei reports to Lucia.\n- Ravi reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Emeka reports to Elena.\n- Ironwood Manufacturing was founded in 2015.\n- Cobalt Health is headquartered in Cork.\n- Amara reports to Priya.\n- Hana works for Ironwood Manufacturing.\n- Nadia works for Cobalt Health.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11887", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5337: employee Omar M., hired 28 July 2024, separated 20 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5337?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11888", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11889", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11890", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1698: employee Felix T., hired 14 September 2022, separated 01 February 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1698?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Vantage Air.\n- Mateo reports to Wren.\n- Mei reports to Dmitri.\n- Bluepine Aviation is headquartered in Halifax.\n- Vantage Air is headquartered in Nagoya.\n- Northwind Systems is headquartered in Dunedin.\n- Viktor works for Northwind Systems.\n- Emeka reports to Leila.\n- Northwind Systems was founded in 2002.\n- Mara works for Northwind Systems.\n- Omar reports to Mei.\n- Emeka works for Northwind Systems.\n- Wren reports to Lucia.\n- Leila reports to Callum.\n- Omar works for Vantage Air.\n- Pinnacle Software is headquartered in Halifax.\n- Vantage Air was founded in 2001.\n- Callum works for Pinnacle Software.\n- Lucia works for Bluepine Aviation.\n- Callum reports to Viktor.\n- Lucia reports to Omar.\n- Dmitri reports to Mara.\n- Mei works for Northwind Systems.\n- Bluepine Aviation was founded in 1998.\n- Hana works for Vantage Air.\n- Wren works for Northwind Systems.\n- Dmitri works for Vantage Air.\n- Mateo works for Northwind Systems.\n- Viktor reports to Hana.\n- Pinnacle Software was founded in 1994.\n- Mara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tampere.\n- Tessa reports to Leila.\n- Chiara reports to Anders.\n- Leila works for Cobalt Health.\n- Tobias reports to Priya.\n- Fernhill Foods was founded in 1981.\n- Priya works for Helios Logistics.\n- Anders reports to Mei.\n- Chiara works for Fernhill Foods.\n- Amara reports to Chiara.\n- Bruno reports to Zoya.\n- Pinnacle Software is headquartered in Malmo.\n- Omar reports to Tobias.\n- Cobalt Health was founded in 1995.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Tobias works for Cobalt Health.\n- Omar works for Fernhill Foods.\n- Mei works for Helios Logistics.\n- Mei reports to Bruno.\n- Pinnacle Software was founded in 1988.\n- Bruno works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Anders works for Helios Logistics.\n- Leila reports to Amara.\n- Mateo reports to Tessa.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Amara works for Cobalt Health.\n- Zoya reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mateo.\n- Northwind Systems is headquartered in Valencia.\n- Mateo works for Ironwood Manufacturing.\n- Sofia reports to Wren.\n- Stefan works for Crescent Telecom.\n- Emeka reports to Sofia.\n- Yuki works for Vantage Air.\n- Crescent Telecom was founded in 2001.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 2002.\n- Stefan reports to Chiara.\n- Ironwood Manufacturing was founded in 1976.\n- Mateo reports to Stefan.\n- Tessa works for Northwind Systems.\n- Sofia works for Vantage Air.\n- Northwind Systems was founded in 1996.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Yuki reports to Tessa.\n- Chiara works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Dunedin.\n- Tessa reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11894", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 September 2022): For employees hired on or after 16 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5651: employee Sofia S., hired 15 January 2022, separated 22 May 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5651?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11895", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11896", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1998.\n- Helios Logistics was founded in 1998.\n- Lucia reports to Felix.\n- Helios Logistics is headquartered in Tampere.\n- Bruno reports to Lucia.\n- Felix reports to Priya.\n- Lucia works for Cobalt Health.\n- Emeka works for Meridian Bank.\n- Aisha reports to Sofia.\n- Priya works for Helios Logistics.\n- Sofia works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Mei reports to Mateo.\n- Mateo works for Meridian Bank.\n- Mei works for Cedar Retail Group.\n- Sofia reports to Emeka.\n- Meridian Bank was founded in 2003.\n- Hana works for Cobalt Health.\n- Hana reports to Mei.\n- Tessa reports to Aisha.\n- Bruno works for Helios Logistics.\n- Cedar Retail Group was founded in 1981.\n- Emeka reports to Hana.\n- Cobalt Health is headquartered in Malmo.\n- Mateo reports to Jonas.\n- Felix works for Meridian Bank.\n- Jonas works for Helios Logistics.\n- Jonas reports to Bruno.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa works for Helios Logistics.\n- Meridian Bank is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11898", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1985.\n- Zoya reports to Aisha.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Wren.\n- Mara works for Beacon Insurance.\n- Aisha reports to Viktor.\n- Nadia works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance is headquartered in Ghent.\n- Summit Energy was founded in 1975.\n- Yuki reports to Dmitri.\n- Yuki works for Beacon Insurance.\n- Aisha works for Cobalt Health.\n- Wren reports to Callum.\n- Dmitri reports to Amara.\n- Dmitri works for Beacon Insurance.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health was founded in 1993.\n- Viktor works for Ironwood Manufacturing.\n- Ravi reports to Zoya.\n- Mara reports to Ravi.\n- Nadia reports to Mara.\n- Wren works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2012.\n- Callum reports to Nadia.\n- Ravi works for Cobalt Health.\n- Amara works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Viktor reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11900", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 September 2025): For employees hired on or after 24 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2323: employee Omar R., hired 27 June 2024, separated 10 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2323?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11901", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11902", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Dmitri reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Mara reports to Bruno.\n- Lattice Analytics is headquartered in Dunedin.\n- Amara reports to Chiara.\n- Bruno works for Pinnacle Software.\n- Crescent Telecom is headquartered in Leeds.\n- Chiara works for Pinnacle Software.\n- Lattice Analytics was founded in 1998.\n- Chiara reports to Dmitri.\n- Anders works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Pinnacle Software is headquartered in Nagoya.\n- Dmitri works for Crescent Telecom.\n- Anders reports to Tobias.\n- Amara works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1978.\n- Tobias reports to Mara.\n- Pinnacle Software was founded in 2000.\n- Bruno reports to Amara.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Ravi reports to Lucia.\n- Dmitri works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1978.\n- Priya reports to Ingrid.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Nadia works for Summit Energy.\n- Pablo works for Summit Energy.\n- Ingrid reports to Nadia.\n- Ironwood Manufacturing was founded in 2002.\n- Summit Energy was founded in 2002.\n- Mara works for Ironwood Manufacturing.\n- Pablo reports to Mara.\n- Lucia reports to Priya.\n- Summit Energy is headquartered in Turku.\n- Northwind Systems was founded in 2012.\n- Felix reports to Pablo.\n- Felix works for Ironwood Manufacturing.\n- Nadia reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ravi works for Northwind Systems.\n- Dmitri reports to Zoya.\n- Zoya works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Adelaide.\n- Zoya reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "2005", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11905", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11906", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11907", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4031: employee Zoya R., hired 25 October 2023, separated 09 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4031?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11908", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 October 2025): For employees hired on or after 22 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7245: employee Omar K., hired 20 December 2023, separated 03 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7245?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Fernhill Foods is headquartered in Valencia.\n- Priya reports to Callum.\n- Callum works for Meridian Bank.\n- Summit Energy was founded in 1998.\n- Cobalt Health was founded in 2007.\n- Dmitri works for Meridian Bank.\n- Ravi works for Summit Energy.\n- Deshawn reports to Dmitri.\n- Fernhill Foods was founded in 1992.\n- Cobalt Health is headquartered in Valencia.\n- Mateo reports to Deshawn.\n- Dmitri reports to Ravi.\n- Meridian Bank was founded in 1980.\n- Priya works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Kenji works for Cobalt Health.\n- Mateo works for Fernhill Foods.\n- Ravi reports to Priya.\n- Summit Energy is headquartered in Cork.\n- Deshawn works for Fernhill Foods.\n- Kenji reports to Mei.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Mateo reports to Dmitri.\n- Sanne reports to Ravi.\n- Pinnacle Software was founded in 1985.\n- Nadia works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Ingrid reports to Aisha.\n- Nadia reports to Mateo.\n- Dmitri reports to Yuki.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Yuki reports to Hana.\n- Sanne works for Pinnacle Software.\n- Ravi works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Hana reports to Ingrid.\n- Vantage Air was founded in 2004.\n- Vantage Air is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Mateo works for Vantage Air.\n- Pablo works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Yuki works for Helios Logistics.\n- Aisha reports to Pablo.\n- Helios Logistics was founded in 2007.\n- Ravi reports to Nadia.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11911", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3250: employee Dmitri M., hired 08 August 2021, separated 01 April 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3250?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-11912", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11913", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2774: employee Mara A., hired 15 March 2022, separated 04 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2774?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-11914", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8343: employee Elena A., hired 16 March 2024, separated 11 February 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8343?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Felix.\n- Helios Logistics is headquartered in Bergen.\n- Deshawn works for Meridian Bank.\n- Leila reports to Omar.\n- Zoya reports to Deshawn.\n- Yuki works for Northwind Systems.\n- Stefan reports to Zoya.\n- Northwind Systems was founded in 1994.\n- Helios Logistics was founded in 2002.\n- Atlas Freight was founded in 1996.\n- Leila works for Meridian Bank.\n- Elena works for Atlas Freight.\n- Zoya works for Helios Logistics.\n- Mei reports to Stefan.\n- Nadia works for Meridian Bank.\n- Ingrid reports to Leila.\n- Nadia reports to Amara.\n- Meridian Bank was founded in 1991.\n- Mei works for Helios Logistics.\n- Amara works for Atlas Freight.\n- Ingrid works for Northwind Systems.\n- Yuki reports to Ingrid.\n- Felix works for Meridian Bank.\n- Omar works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Deshawn reports to Yuki.\n- Northwind Systems is headquartered in Porto.\n- Felix reports to Elena.\n- Atlas Freight is headquartered in Porto.\n- Amara reports to Mei.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11916", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2771: employee Aisha M., hired 14 February 2023, separated 21 August 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-2771?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11917", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2009.\n- Crescent Telecom is headquartered in Oslo.\n- Zoya works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Zoya.\n- Callum works for Crescent Telecom.\n- Viktor works for Pinnacle Software.\n- Mei reports to Callum.\n- Mara reports to Ingrid.\n- Leila reports to Emeka.\n- Viktor reports to Mara.\n- Emeka works for Ironwood Manufacturing.\n- Callum reports to Viktor.\n- Mei works for Summit Energy.\n- Pinnacle Software is headquartered in Lyon.\n- Leila works for Summit Energy.\n- Ironwood Manufacturing was founded in 2011.\n- Summit Energy was founded in 1993.\n- Crescent Telecom was founded in 1993.\n- Mara works for Crescent Telecom.\n- Summit Energy is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Emeka reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11919", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4352: employee Pablo M., hired 20 November 2022, separated 17 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4352?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Yuki.\n- Leila works for Lattice Analytics.\n- Omar reports to Leila.\n- Atlas Freight is headquartered in Porto.\n- Viktor works for Vantage Air.\n- Nadia reports to Lucia.\n- Helios Logistics is headquartered in Halifax.\n- Helios Logistics was founded in 1997.\n- Mei works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Atlas Freight was founded in 1993.\n- Vantage Air is headquartered in Ghent.\n- Jonas works for Vantage Air.\n- Yuki reports to Nadia.\n- Lucia reports to Viktor.\n- Emeka reports to Mei.\n- Leila reports to Jonas.\n- Dmitri works for Lattice Analytics.\n- Vantage Air was founded in 1993.\n- Emeka works for Vantage Air.\n- Dmitri reports to Emeka.\n- Lattice Analytics is headquartered in Halifax.\n- Omar works for Vantage Air.\n- Lattice Analytics was founded in 2010.\n- Lucia works for Vantage Air.\n- Nadia works for Atlas Freight.\n- Viktor reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11921", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11922", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5917: employee Viktor S., hired 17 June 2020, separated 26 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-5917 under the controlling rules.", "criteria": {"0": "$51,567", "1": "$10,900", "2": "$11,812", "3": "$11,900"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Wren reports to Elena.\n- Mateo reports to Mara.\n- Bruno reports to Wren.\n- Deshawn works for Lattice Analytics.\n- Atlas Freight was founded in 2013.\n- Lattice Analytics is headquartered in Valencia.\n- Bruno works for Crescent Telecom.\n- Wren works for Atlas Freight.\n- Lucia reports to Ravi.\n- Ravi reports to Deshawn.\n- Lattice Analytics was founded in 1983.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1975.\n- Ironwood Manufacturing was founded in 1993.\n- Sofia reports to Mateo.\n- Kenji reports to Lucia.\n- Elena works for Atlas Freight.\n- Elena reports to Kenji.\n- Deshawn reports to Sofia.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Turku.\n- Sofia works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11924", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11925", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9665: employee Sofia M., hired 18 July 2023, separated 14 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2025-9665 under the controlling rules.", "criteria": {"0": "$22,750", "1": "$5,312", "2": "$3,250", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9665 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-11926", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11927", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Pinnacle Software is headquartered in Cork.\n- Cedar Retail Group is headquartered in Cork.\n- Lattice Analytics was founded in 1991.\n- Sanne reports to Zoya.\n- Aisha works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Aisha reports to Omar.\n- Pablo reports to Callum.\n- Mara works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Sofia reports to Aisha.\n- Sanne works for Atlas Freight.\n- Omar reports to Pablo.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Mara.\n- Pablo works for Atlas Freight.\n- Pinnacle Software was founded in 1975.\n- Callum reports to Lucia.\n- Atlas Freight is headquartered in Tallinn.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 1986.\n- Viktor reports to Sofia.\n- Cedar Retail Group was founded in 1991.\n- Lattice Analytics is headquartered in Halifax.\n- Lucia reports to Sanne.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1989", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11929", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "org_question", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11930", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1985.\n- Bruno reports to Aisha.\n- Bruno works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Sofia reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Northwind Systems is headquartered in Tampere.\n- Leila reports to Kenji.\n- Sanne reports to Dmitri.\n- Kenji works for Bluepine Aviation.\n- Ingrid reports to Hana.\n- Mara works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Hana reports to Tobias.\n- Sofia works for Pinnacle Software.\n- Northwind Systems was founded in 2000.\n- Hana works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Dmitri works for Northwind Systems.\n- Aisha reports to Leila.\n- Bluepine Aviation is headquartered in Porto.\n- Mara reports to Sanne.\n- Wren reports to Sofia.\n- Summit Energy is headquartered in Porto.\n- Aisha works for Summit Energy.\n- Pinnacle Software was founded in 1996.\n- Dmitri reports to Wren.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji reports to Mara.\n- Bluepine Aviation was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Tampere.\n- Cedar Retail Group was founded in 1986.\n- Deshawn reports to Amara.\n- Mei reports to Tobias.\n- Crescent Telecom was founded in 1976.\n- Tobias works for Cedar Retail Group.\n- Omar reports to Felix.\n- Dmitri works for Northwind Systems.\n- Nadia reports to Bruno.\n- Northwind Systems was founded in 1998.\n- Anders works for Crescent Telecom.\n- Amara works for Northwind Systems.\n- Deshawn works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Anders reports to Mei.\n- Amara reports to Dmitri.\n- Tobias reports to Deshawn.\n- Atlas Freight was founded in 1980.\n- Mei works for Crescent Telecom.\n- Northwind Systems is headquartered in Malmo.\n- Bruno reports to Omar.\n- Felix reports to Anders.\n- Felix works for Cedar Retail Group.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1971", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11933", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 79624 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11934", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Dmitri reports to Deshawn.\n- Deshawn reports to Mei.\n- Kenji reports to Anders.\n- Vantage Air is headquartered in Bergen.\n- Tessa works for Vantage Air.\n- Zoya reports to Stefan.\n- Hana works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1990.\n- Bluepine Aviation was founded in 1980.\n- Mei reports to Zoya.\n- Tessa reports to Dmitri.\n- Lucia reports to Tessa.\n- Anders works for Northwind Systems.\n- Deshawn works for Vantage Air.\n- Anders reports to Hana.\n- Bluepine Aviation is headquartered in Basel.\n- Vantage Air was founded in 2014.\n- Northwind Systems was founded in 1998.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Basel.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Lucia.\n- Hana reports to Pablo.\n- Stefan reports to Tobias.\n- Mei works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Deshawn.\n- Elena reports to Sanne.\n- Deshawn reports to Aisha.\n- Sanne reports to Anders.\n- Meridian Bank was founded in 1998.\n- Cobalt Health is headquartered in Brno.\n- Anders reports to Jonas.\n- Nadia reports to Pablo.\n- Anders works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Dmitri reports to Nadia.\n- Ironwood Manufacturing was founded in 2010.\n- Pablo reports to Mei.\n- Jonas reports to Callum.\n- Ravi works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Mei reports to Elena.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Lyon.\n- Aisha reports to Dmitri.\n- Atlas Freight was founded in 2008.\n- Meridian Bank is headquartered in Lyon.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1991.\n- Sanne works for Atlas Freight.\n- Elena works for Cobalt Health.\n- Jonas works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11937", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 03 July 2025): For employees hired on or after 03 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2226: employee Jonas B., hired 15 April 2024, separated 09 September 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2226?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Mateo reports to Ingrid.\n- Wren reports to Leila.\n- Wren works for Crescent Telecom.\n- Sanne reports to Wren.\n- Crescent Telecom was founded in 1979.\n- Lattice Analytics was founded in 1997.\n- Leila reports to Mateo.\n- Northwind Systems is headquartered in Dunedin.\n- Chiara reports to Sanne.\n- Chiara works for Lattice Analytics.\n- Sofia works for Cedar Retail Group.\n- Leila works for Northwind Systems.\n- Ingrid reports to Sofia.\n- Ingrid works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Sofia reports to Stefan.\n- Deshawn reports to Tobias.\n- Stefan works for Lattice Analytics.\n- Northwind Systems was founded in 1999.\n- Stefan reports to Deshawn.\n- Crescent Telecom is headquartered in Halifax.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11939", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 80807 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11940", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11941", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3982: employee Felix R., hired 05 May 2024, separated 01 July 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3982?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-11942", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3714: employee Felix M., hired 22 July 2021, separated 21 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3714?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11943", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11944", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3804: employee Aisha S., hired 28 September 2022, separated 08 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3804?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11945", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11946", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11947", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11948", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3234: employee Pablo T., hired 27 July 2023, separated 01 April 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-3234 under the controlling rules.", "criteria": {"0": "$4,462", "1": "$7,500", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-11949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight was founded in 1991.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Tessa reports to Dmitri.\n- Crescent Telecom was founded in 2014.\n- Amara reports to Jonas.\n- Sofia reports to Bruno.\n- Dmitri reports to Amara.\n- Dmitri works for Bluepine Aviation.\n- Atlas Freight is headquartered in Cork.\n- Bluepine Aviation was founded in 2005.\n- Northwind Systems is headquartered in Malmo.\n- Kenji works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Bruno reports to Emeka.\n- Jonas works for Northwind Systems.\n- Crescent Telecom is headquartered in Cork.\n- Sanne works for Crescent Telecom.\n- Zoya reports to Sanne.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Kenji.\n- Bruno works for Northwind Systems.\n- Jonas reports to Sofia.\n- Zoya works for Atlas Freight.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11950", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11951", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 July 2025): For employees hired on or after 04 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9642: employee Zoya S., hired 03 August 2024, separated 01 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9642?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11952", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Dmitri reports to Lucia.\n- Ingrid reports to Emeka.\n- Cobalt Health is headquartered in Lyon.\n- Helios Logistics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Basel.\n- Lucia works for Pinnacle Software.\n- Cobalt Health was founded in 1976.\n- Ingrid works for Helios Logistics.\n- Callum reports to Ingrid.\n- Chiara works for Cobalt Health.\n- Beacon Insurance was founded in 1976.\n- Emeka works for Pinnacle Software.\n- Aisha reports to Stefan.\n- Emeka reports to Chiara.\n- Pinnacle Software was founded in 1984.\n- Callum works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Helios Logistics was founded in 1979.\n- Lucia reports to Aisha.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Stefan reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11954", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11955", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Elena reports to Chiara.\n- Pinnacle Software was founded in 1976.\n- Priya reports to Jonas.\n- Callum reports to Hana.\n- Crescent Telecom was founded in 1983.\n- Ironwood Manufacturing is headquartered in Austin.\n- Hana reports to Priya.\n- Dmitri works for Bluepine Aviation.\n- Jonas works for Crescent Telecom.\n- Felix works for Ironwood Manufacturing.\n- Elena works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Oslo.\n- Priya works for Bluepine Aviation.\n- Dmitri reports to Felix.\n- Callum works for Crescent Telecom.\n- Deshawn reports to Elena.\n- Chiara works for Pinnacle Software.\n- Chiara reports to Tessa.\n- Pinnacle Software is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1985.\n- Bluepine Aviation was founded in 1979.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Dmitri.\n- Hana works for Crescent Telecom.\n- Jonas reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11957", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11958", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11959", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Wren works for Pinnacle Software.\n- Wren reports to Zoya.\n- Lucia reports to Elena.\n- Tessa reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Viktor reports to Leila.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Leila reports to Deshawn.\n- Zoya works for Pinnacle Software.\n- Cobalt Health was founded in 2008.\n- Cobalt Health is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1985.\n- Lucia works for Cobalt Health.\n- Deshawn works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software was founded in 1991.\n- Elena reports to Tessa.\n- Deshawn reports to Lucia.\n- Bluepine Aviation was founded in 2011.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11961", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "cancel_trip", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11962", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Nadia.\n- Lattice Analytics was founded in 2002.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Atlas Freight is headquartered in Tallinn.\n- Chiara works for Helios Logistics.\n- Nadia reports to Zoya.\n- Sofia works for Cedar Retail Group.\n- Deshawn reports to Sofia.\n- Atlas Freight was founded in 1991.\n- Ingrid reports to Omar.\n- Deshawn works for Helios Logistics.\n- Viktor reports to Chiara.\n- Bruno works for Atlas Freight.\n- Zoya reports to Bruno.\n- Amara reports to Deshawn.\n- Cedar Retail Group is headquartered in Valencia.\n- Omar works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Zoya works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Bruno reports to Viktor.\n- Omar reports to Felix.\n- Cedar Retail Group was founded in 1975.\n- Chiara reports to Amara.\n- Mara reports to Ingrid.\n- Felix works for Atlas Freight.\n- Helios Logistics was founded in 2000.\n- Viktor works for Cedar Retail Group.\n- Mara works for Lattice Analytics.\n- Nadia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11964", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-11965", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11966", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Basel.\n- Tessa works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Dmitri works for Helios Logistics.\n- Yuki reports to Mateo.\n- Helios Logistics is headquartered in Tallinn.\n- Mei reports to Wren.\n- Cedar Retail Group was founded in 1986.\n- Bruno reports to Hana.\n- Bluepine Aviation was founded in 2012.\n- Helios Logistics was founded in 1986.\n- Leila reports to Viktor.\n- Tessa reports to Yuki.\n- Cobalt Health is headquartered in Basel.\n- Mei works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Hana reports to Felix.\n- Dmitri reports to Mei.\n- Mateo works for Cedar Retail Group.\n- Stefan reports to Tessa.\n- Leila works for Cedar Retail Group.\n- Viktor works for Cobalt Health.\n- Felix reports to Stefan.\n- Stefan works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Cedar Retail Group is headquartered in Cork.\n- Cobalt Health was founded in 2002.\n- Mateo reports to Dmitri.\n- Wren reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Deshawn.\n- Bruno reports to Elena.\n- Jonas works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Bruno works for Meridian Bank.\n- Summit Energy is headquartered in Nagoya.\n- Stefan works for Meridian Bank.\n- Tobias reports to Mei.\n- Elena works for Meridian Bank.\n- Bluepine Aviation is headquartered in Nagoya.\n- Meridian Bank is headquartered in Turku.\n- Elena reports to Jonas.\n- Deshawn works for Summit Energy.\n- Meridian Bank was founded in 1984.\n- Viktor works for Meridian Bank.\n- Mei works for Summit Energy.\n- Mara works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Jonas reports to Stefan.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne reports to Mara.\n- Beacon Insurance was founded in 1996.\n- Deshawn reports to Ravi.\n- Mei reports to Bruno.\n- Sanne works for Summit Energy.\n- Viktor reports to Sanne.\n- Bluepine Aviation was founded in 1977.\n- Stefan reports to Aisha.\n- Ravi reports to Viktor.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11969", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-11970", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11971", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11972", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3503: employee Emeka M., hired 27 April 2025, separated 11 January 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3503?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-11973", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Meridian Bank is headquartered in Bergen.\n- Kenji reports to Nadia.\n- Amara works for Northwind Systems.\n- Viktor reports to Ravi.\n- Northwind Systems was founded in 1981.\n- Tessa reports to Zoya.\n- Ravi works for Northwind Systems.\n- Mara reports to Hana.\n- Amara reports to Deshawn.\n- Crescent Telecom was founded in 2014.\n- Viktor works for Meridian Bank.\n- Tessa works for Summit Energy.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Hana reports to Tessa.\n- Kenji works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Nadia reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Priya works for Summit Energy.\n- Northwind Systems is headquartered in Brno.\n- Deshawn reports to Viktor.\n- Priya reports to Mara.\n- Nadia works for Summit Energy.\n- Zoya reports to Amara.\n- Summit Energy is headquartered in Lyon.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy was founded in 2015.\n- Dmitri reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11975", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ravi.\n- Mateo reports to Pablo.\n- Atlas Freight is headquartered in Nagoya.\n- Pinnacle Software was founded in 1994.\n- Bruno works for Meridian Bank.\n- Pinnacle Software is headquartered in Austin.\n- Tobias works for Pinnacle Software.\n- Lattice Analytics is headquartered in Austin.\n- Tobias reports to Bruno.\n- Ravi works for Meridian Bank.\n- Ravi reports to Tessa.\n- Pablo reports to Chiara.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 1998.\n- Lattice Analytics was founded in 1981.\n- Chiara works for Meridian Bank.\n- Pablo works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Tessa reports to Anders.\n- Chiara reports to Tobias.\n- Atlas Freight was founded in 2007.\n- Mateo works for Lattice Analytics.\n- Meridian Bank is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-11977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Dmitri.\n- Mara works for Fernhill Foods.\n- Jonas works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Dmitri reports to Wren.\n- Deshawn works for Northwind Systems.\n- Deshawn reports to Mara.\n- Mara reports to Jonas.\n- Dmitri works for Northwind Systems.\n- Helios Logistics was founded in 1990.\n- Omar works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1979.\n- Fernhill Foods was founded in 1988.\n- Northwind Systems was founded in 1980.\n- Callum reports to Omar.\n- Helios Logistics is headquartered in Halifax.\n- Jonas reports to Callum.\n- Ironwood Manufacturing is headquartered in Austin.\n- Wren reports to Aisha.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11978", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11979", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11980", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5526: employee Tessa S., hired 05 December 2021, separated 21 August 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-5526 under the controlling rules.", "criteria": {"0": "$10,644", "1": "$8,644", "2": "$10,514", "3": "$46,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-11981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Emeka works for Vantage Air.\n- Amara works for Vantage Air.\n- Atlas Freight is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Nagoya.\n- Priya works for Vantage Air.\n- Zoya reports to Amara.\n- Tobias works for Cobalt Health.\n- Tobias reports to Zoya.\n- Vantage Air was founded in 1976.\n- Cobalt Health is headquartered in Porto.\n- Ingrid works for Vantage Air.\n- Bluepine Aviation was founded in 2010.\n- Emeka reports to Ingrid.\n- Vantage Air is headquartered in Cork.\n- Leila works for Cobalt Health.\n- Mei works for Bluepine Aviation.\n- Stefan works for Vantage Air.\n- Deshawn reports to Priya.\n- Deshawn works for Cobalt Health.\n- Ingrid reports to Deshawn.\n- Stefan reports to Emeka.\n- Mei reports to Leila.\n- Priya reports to Tobias.\n- Leila reports to Stefan.\n- Cobalt Health was founded in 1978.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-11982", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-11983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Viktor.\n- Tobias works for Cedar Retail Group.\n- Chiara works for Pinnacle Software.\n- Cedar Retail Group was founded in 1999.\n- Leila works for Lattice Analytics.\n- Kenji reports to Elena.\n- Kenji works for Crescent Telecom.\n- Viktor reports to Wren.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Pinnacle Software was founded in 1984.\n- Pablo reports to Tessa.\n- Lucia works for Cedar Retail Group.\n- Elena works for Pinnacle Software.\n- Wren reports to Pablo.\n- Elena reports to Leila.\n- Tobias reports to Chiara.\n- Lucia reports to Tobias.\n- Cedar Retail Group is headquartered in Nagoya.\n- Lattice Analytics was founded in 1979.\n- Lattice Analytics is headquartered in Nagoya.\n- Wren works for Cedar Retail Group.\n- Leila reports to Lucia.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11984", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11985", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-11986", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5868: employee Viktor R., hired 23 September 2020, separated 05 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5868?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11987", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-11988", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2614: employee Stefan A., hired 06 February 2021, separated 30 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2614?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11989", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-11990", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-11991", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11992", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-11993", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3622: employee Ingrid B., hired 11 April 2022, separated 28 May 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3622?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-11994", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11995", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-11996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Jonas reports to Anders.\n- Lucia reports to Felix.\n- Beacon Insurance is headquartered in Porto.\n- Beacon Insurance was founded in 1999.\n- Nadia works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Elena reports to Emeka.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka reports to Dmitri.\n- Fernhill Foods is headquartered in Malmo.\n- Nadia reports to Bruno.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Atlas Freight was founded in 1985.\n- Anders works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Jonas works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Mara works for Bluepine Aviation.\n- Dmitri works for Fernhill Foods.\n- Anders reports to Nadia.\n- Lucia works for Fernhill Foods.\n- Mara reports to Lucia.\n- Emeka works for Beacon Insurance.\n- Bruno reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1979", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-11997", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-11998", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-11999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Kenji reports to Bruno.\n- Stefan works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Tobias reports to Ravi.\n- Bruno reports to Hana.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Priya works for Crescent Telecom.\n- Priya reports to Leila.\n- Tobias works for Crescent Telecom.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Ravi works for Crescent Telecom.\n- Stefan reports to Nadia.\n- Crescent Telecom was founded in 1977.\n- Lucia reports to Aisha.\n- Crescent Telecom is headquartered in Oslo.\n- Leila works for Lattice Analytics.\n- Nadia reports to Priya.\n- Viktor reports to Lucia.\n- Aisha works for Lattice Analytics.\n- Nadia works for Vantage Air.\n- Lattice Analytics was founded in 2013.\n- Ravi reports to Stefan.\n- Vantage Air is headquartered in Porto.\n- Leila reports to Kenji.\n- Aisha reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2011", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Felix.\n- Cobalt Health was founded in 1982.\n- Cobalt Health is headquartered in Austin.\n- Pinnacle Software is headquartered in Austin.\n- Mara reports to Bruno.\n- Pinnacle Software was founded in 1986.\n- Bruno reports to Amara.\n- Mateo reports to Mara.\n- Viktor works for Atlas Freight.\n- Viktor reports to Chiara.\n- Felix reports to Viktor.\n- Atlas Freight is headquartered in Cork.\n- Leila reports to Mateo.\n- Northwind Systems is headquartered in Cork.\n- Chiara reports to Priya.\n- Priya works for Pinnacle Software.\n- Atlas Freight was founded in 1988.\n- Leila works for Atlas Freight.\n- Chiara works for Cobalt Health.\n- Felix works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Mara works for Pinnacle Software.\n- Amara reports to Ravi.\n- Ravi works for Cobalt Health.\n- Northwind Systems was founded in 2008.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12001", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 February 2023): For employees hired on or after 15 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5549: employee Sofia K., hired 06 April 2020, separated 02 August 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5549?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Meridian Bank was founded in 2008.\n- Fernhill Foods was founded in 2008.\n- Mara reports to Bruno.\n- Lucia works for Pinnacle Software.\n- Anders reports to Ravi.\n- Lucia reports to Jonas.\n- Anders works for Vantage Air.\n- Priya works for Meridian Bank.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi works for Meridian Bank.\n- Vantage Air is headquartered in Turku.\n- Priya reports to Mara.\n- Jonas reports to Priya.\n- Tobias reports to Zoya.\n- Vantage Air was founded in 1975.\n- Bruno reports to Sanne.\n- Sanne works for Meridian Bank.\n- Zoya reports to Mei.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Sanne reports to Anders.\n- Ravi reports to Yuki.\n- Pinnacle Software was founded in 1985.\n- Yuki works for Vantage Air.\n- Bruno works for Fernhill Foods.\n- Yuki reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Fernhill Foods is headquartered in Lyon.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12003", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Swap order 2727 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "track_order", "2": "exchange_item", "3": "request_refund", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12004", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 65804 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12005", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "asks for a shipping quote", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12006", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12007", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Callum reports to Bruno.\n- Callum works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Hana works for Ironwood Manufacturing.\n- Dmitri works for Bluepine Aviation.\n- Felix reports to Anders.\n- Viktor reports to Tessa.\n- Felix works for Northwind Systems.\n- Dmitri reports to Callum.\n- Hana reports to Felix.\n- Ironwood Manufacturing was founded in 1975.\n- Bruno reports to Hana.\n- Summit Energy is headquartered in Cork.\n- Northwind Systems is headquartered in Bergen.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 1982.\n- Summit Energy was founded in 1984.\n- Tessa works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Bluepine Aviation was founded in 1995.\n- Bluepine Aviation is headquartered in Halifax.\n- Anders reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12009", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12010", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2725: employee Yuki B., hired 28 September 2024, separated 19 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2725?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12011", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6637: employee Felix S., hired 28 August 2022, separated 21 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6637?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Elena.\n- Lattice Analytics was founded in 2006.\n- Sanne works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Bruno reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Deshawn reports to Amara.\n- Amara reports to Bruno.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid works for Atlas Freight.\n- Elena reports to Mara.\n- Leila works for Meridian Bank.\n- Atlas Freight was founded in 1997.\n- Bruno works for Meridian Bank.\n- Leila reports to Kenji.\n- Mara reports to Sofia.\n- Atlas Freight is headquartered in Leeds.\n- Elena works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Mara works for Ironwood Manufacturing.\n- Sofia reports to Leila.\n- Ironwood Manufacturing was founded in 2012.\n- Stefan works for Meridian Bank.\n- Stefan reports to Ingrid.\n- Kenji reports to Deshawn.\n- Meridian Bank was founded in 1998.\n- Sanne reports to Stefan.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12013", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7251: employee Deshawn K., hired 12 December 2020, separated 12 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7251?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Anders works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Mateo reports to Ingrid.\n- Helios Logistics is headquartered in Valencia.\n- Beacon Insurance was founded in 2008.\n- Tobias works for Lattice Analytics.\n- Helios Logistics was founded in 1978.\n- Ingrid reports to Yuki.\n- Lattice Analytics was founded in 1983.\n- Sofia works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Callum reports to Mara.\n- Yuki reports to Callum.\n- Tobias reports to Amara.\n- Beacon Insurance is headquartered in Bergen.\n- Ingrid works for Bluepine Aviation.\n- Emeka works for Beacon Insurance.\n- Anders reports to Emeka.\n- Mara reports to Lucia.\n- Mara works for Helios Logistics.\n- Sofia reports to Tobias.\n- Amara works for Bluepine Aviation.\n- Viktor reports to Sofia.\n- Emeka reports to Mateo.\n- Lattice Analytics is headquartered in Valencia.\n- Amara reports to Anders.\n- Yuki works for Helios Logistics.\n- Lucia works for Beacon Insurance.\n- Bluepine Aviation was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12015", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1073: employee Jonas B., hired 06 September 2022, separated 07 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1073?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12016", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12018", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12019", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Stefan.\n- Stefan works for Crescent Telecom.\n- Jonas reports to Callum.\n- Jonas works for Beacon Insurance.\n- Tobias reports to Kenji.\n- Callum works for Beacon Insurance.\n- Ravi works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Kenji reports to Elena.\n- Elena works for Beacon Insurance.\n- Crescent Telecom was founded in 2004.\n- Beacon Insurance was founded in 2004.\n- Callum reports to Tessa.\n- Zoya reports to Ravi.\n- Helios Logistics is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1997.\n- Ravi reports to Jonas.\n- Zoya works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Tallinn.\n- Helios Logistics was founded in 2002.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Beacon Insurance is headquartered in Tallinn.\n- Tessa reports to Hana.\n- Hana works for Crescent Telecom.\n- Tessa works for Ironwood Manufacturing.\n- Stefan reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Elena.\n- Aisha works for Vantage Air.\n- Omar reports to Dmitri.\n- Wren reports to Emeka.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 2001.\n- Kenji works for Atlas Freight.\n- Kenji reports to Viktor.\n- Vantage Air is headquartered in Halifax.\n- Amara reports to Aisha.\n- Lucia reports to Priya.\n- Viktor reports to Anders.\n- Lucia works for Crescent Telecom.\n- Elena works for Vantage Air.\n- Wren works for Pinnacle Software.\n- Dmitri reports to Kenji.\n- Atlas Freight is headquartered in Halifax.\n- Viktor works for Pinnacle Software.\n- Dmitri works for Vantage Air.\n- Priya reports to Wren.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Pinnacle Software was founded in 1991.\n- Pinnacle Software is headquartered in Turku.\n- Priya works for Vantage Air.\n- Omar works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Atlas Freight was founded in 1984.\n- Emeka reports to Omar.\n- Vantage Air was founded in 1993.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1979", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12022", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 March 2023): For employees hired on or after 30 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5218: employee Deshawn T., hired 05 December 2022, separated 16 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-5218 under the controlling rules.", "criteria": {"0": "$2,812", "1": "$11,917", "2": "$1,750", "3": "$2,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12023", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12024", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12025", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 2005.\n- Emeka reports to Elena.\n- Meridian Bank is headquartered in Valencia.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 2007.\n- Elena reports to Sanne.\n- Elena works for Summit Energy.\n- Bruno works for Vantage Air.\n- Ironwood Manufacturing was founded in 1977.\n- Tessa reports to Bruno.\n- Callum works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Zoya reports to Chiara.\n- Stefan reports to Anders.\n- Chiara works for Vantage Air.\n- Anders reports to Tessa.\n- Callum reports to Tobias.\n- Tobias works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Tobias reports to Stefan.\n- Zoya works for Vantage Air.\n- Chiara reports to Emeka.\n- Stefan works for Summit Energy.\n- Vantage Air is headquartered in Bergen.\n- Sanne reports to Ravi.\n- Sanne works for Summit Energy.\n- Bruno reports to Zoya.\n- Vantage Air was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12027", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Elena reports to Sanne.\n- Priya works for Northwind Systems.\n- Amara reports to Tessa.\n- Mei reports to Hana.\n- Leila reports to Amara.\n- Hana reports to Pablo.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa reports to Aisha.\n- Priya reports to Mei.\n- Northwind Systems was founded in 1977.\n- Pablo reports to Elena.\n- Hana works for Lattice Analytics.\n- Cedar Retail Group was founded in 1988.\n- Leila works for Northwind Systems.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Pablo works for Northwind Systems.\n- Elena works for Cedar Retail Group.\n- Crescent Telecom was founded in 1997.\n- Felix works for Crescent Telecom.\n- Lattice Analytics is headquartered in Basel.\n- Aisha works for Cedar Retail Group.\n- Northwind Systems is headquartered in Porto.\n- Chiara works for Northwind Systems.\n- Aisha reports to Felix.\n- Felix reports to Chiara.\n- Lattice Analytics was founded in 2008.\n- Sanne reports to Leila.\n- Sanne works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12029", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12030", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12031", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12032", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12033", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12034", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "report_delay", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tobias.\n- Chiara reports to Mara.\n- Crescent Telecom is headquartered in Tallinn.\n- Vantage Air is headquartered in Leeds.\n- Mara reports to Felix.\n- Ironwood Manufacturing was founded in 1997.\n- Meridian Bank is headquartered in Tallinn.\n- Crescent Telecom was founded in 1985.\n- Yuki works for Crescent Telecom.\n- Nadia works for Meridian Bank.\n- Yuki reports to Tessa.\n- Meridian Bank was founded in 1980.\n- Vantage Air was founded in 2004.\n- Mara works for Meridian Bank.\n- Felix reports to Yuki.\n- Felix works for Vantage Air.\n- Tobias works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa reports to Aisha.\n- Aisha reports to Nadia.\n- Chiara works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12036", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2004.\n- Wren works for Beacon Insurance.\n- Tessa reports to Ravi.\n- Deshawn reports to Tessa.\n- Ravi works for Beacon Insurance.\n- Yuki reports to Mei.\n- Beacon Insurance is headquartered in Brno.\n- Northwind Systems is headquartered in Adelaide.\n- Jonas reports to Yuki.\n- Atlas Freight is headquartered in Adelaide.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 2003.\n- Atlas Freight was founded in 1993.\n- Wren reports to Jonas.\n- Northwind Systems was founded in 2013.\n- Helios Logistics is headquartered in Brno.\n- Bruno works for Atlas Freight.\n- Nadia reports to Deshawn.\n- Yuki works for Northwind Systems.\n- Bruno reports to Emeka.\n- Deshawn works for Northwind Systems.\n- Mei reports to Bruno.\n- Emeka works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Ravi reports to Wren.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2002", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias works for Meridian Bank.\n- Kenji reports to Ravi.\n- Priya works for Cobalt Health.\n- Viktor reports to Sanne.\n- Bruno works for Cobalt Health.\n- Deshawn works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Priya reports to Deshawn.\n- Sanne reports to Bruno.\n- Viktor works for Helios Logistics.\n- Mara reports to Yuki.\n- Lucia works for Cobalt Health.\n- Lucia reports to Tobias.\n- Atlas Freight is headquartered in Austin.\n- Helios Logistics is headquartered in Austin.\n- Yuki works for Atlas Freight.\n- Ravi reports to Priya.\n- Meridian Bank was founded in 1993.\n- Helios Logistics was founded in 2008.\n- Atlas Freight was founded in 2000.\n- Ravi works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Deshawn reports to Lucia.\n- Cobalt Health was founded in 1997.\n- Cobalt Health is headquartered in Turku.\n- Yuki reports to Kenji.\n- Tobias reports to Amara.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12039", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1490: employee Yuki R., hired 15 April 2021, separated 07 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1490?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12040", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1997.\n- Felix reports to Emeka.\n- Bluepine Aviation is headquartered in Malmo.\n- Elena works for Cedar Retail Group.\n- Emeka reports to Omar.\n- Atlas Freight is headquartered in Valencia.\n- Northwind Systems is headquartered in Malmo.\n- Emeka works for Bluepine Aviation.\n- Northwind Systems was founded in 2003.\n- Aisha reports to Wren.\n- Wren reports to Elena.\n- Omar works for Bluepine Aviation.\n- Omar reports to Lucia.\n- Cedar Retail Group was founded in 1976.\n- Priya works for Atlas Freight.\n- Lucia works for Cedar Retail Group.\n- Felix works for Northwind Systems.\n- Lucia reports to Priya.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Priya reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12042", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8712: employee Bruno T., hired 18 January 2022, separated 06 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8712?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12043", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6710: employee Sofia B., hired 20 April 2024, separated 14 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6710?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12044", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 92740\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12045", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1066: employee Chiara R., hired 07 September 2022, separated 21 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1066?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12046", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12047", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 97159 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "track_order", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12048", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5465: employee Jonas R., hired 11 August 2021, separated 23 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5465?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Leeds.\n- Callum works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Jonas reports to Nadia.\n- Anders reports to Leila.\n- Helios Logistics was founded in 1989.\n- Emeka reports to Sanne.\n- Summit Energy was founded in 1998.\n- Tessa reports to Hana.\n- Hana reports to Jonas.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation was founded in 2001.\n- Northwind Systems was founded in 1990.\n- Hana works for Bluepine Aviation.\n- Northwind Systems is headquartered in Lyon.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Nadia reports to Anders.\n- Sanne reports to Callum.\n- Jonas works for Helios Logistics.\n- Callum reports to Wren.\n- Sanne works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Emeka works for Helios Logistics.\n- Leila reports to Emeka.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12050", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12051", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-9 (VERSION 7, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9357: employee Mara A., hired 16 March 2022, separated 31 August 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-9357 under the controlling rules.", "criteria": {"0": "$19,067", "1": "$4,500", "2": "$4,900", "3": "$4,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12052", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12053", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6993: employee Priya A., hired 09 May 2023, separated 03 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6993?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12054", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12055", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12056", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12057", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Meridian Bank was founded in 1980.\n- Ravi reports to Chiara.\n- Fernhill Foods was founded in 1998.\n- Felix reports to Priya.\n- Ironwood Manufacturing was founded in 1999.\n- Priya works for Fernhill Foods.\n- Chiara reports to Callum.\n- Felix works for Ironwood Manufacturing.\n- Jonas reports to Omar.\n- Fernhill Foods is headquartered in Bergen.\n- Priya reports to Wren.\n- Chiara works for Ironwood Manufacturing.\n- Summit Energy was founded in 1982.\n- Ravi works for Fernhill Foods.\n- Summit Energy is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Omar works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.\n- Callum reports to Felix.\n- Wren works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mei.\n- Lucia reports to Callum.\n- Pinnacle Software was founded in 1977.\n- Viktor reports to Lucia.\n- Yuki reports to Bruno.\n- Mei works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Summit Energy was founded in 1987.\n- Chiara reports to Viktor.\n- Viktor works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Mei reports to Nadia.\n- Bruno reports to Chiara.\n- Summit Energy is headquartered in Tampere.\n- Nadia works for Helios Logistics.\n- Amara works for Cobalt Health.\n- Bruno works for Summit Energy.\n- Amara reports to Tessa.\n- Cobalt Health was founded in 2009.\n- Helios Logistics is headquartered in Turku.\n- Lucia works for Summit Energy.\n- Nadia reports to Amara.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Cobalt Health is headquartered in Austin.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12060", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1415: employee Nadia T., hired 26 August 2020, separated 17 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1415?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12061", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Nadia.\n- Nadia reports to Yuki.\n- Yuki reports to Deshawn.\n- Pinnacle Software is headquartered in Oslo.\n- Deshawn reports to Emeka.\n- Nadia works for Atlas Freight.\n- Ravi reports to Ingrid.\n- Cobalt Health is headquartered in Tampere.\n- Pinnacle Software was founded in 1996.\n- Ravi works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Emeka reports to Ravi.\n- Yuki works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Atlas Freight is headquartered in Porto.\n- Cobalt Health was founded in 1975.\n- Emeka works for Cobalt Health.\n- Helios Logistics is headquartered in Basel.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Helios Logistics was founded in 1981.\n- Sanne reports to Sofia.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12063", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Tobias.\n- Priya works for Pinnacle Software.\n- Emeka reports to Wren.\n- Deshawn works for Vantage Air.\n- Stefan works for Cobalt Health.\n- Stefan reports to Lucia.\n- Jonas works for Cobalt Health.\n- Vantage Air is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Turku.\n- Wren reports to Nadia.\n- Emeka works for Helios Logistics.\n- Lucia works for Cobalt Health.\n- Priya reports to Emeka.\n- Dmitri reports to Priya.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Yuki works for Cobalt Health.\n- Deshawn reports to Jonas.\n- Cobalt Health was founded in 1975.\n- Pinnacle Software was founded in 1976.\n- Wren works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Tobias reports to Stefan.\n- Dmitri works for Helios Logistics.\n- Vantage Air was founded in 1985.\n- Nadia reports to Deshawn.\n- Omar reports to Dmitri.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1980.\n- Lucia reports to Yuki.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12065", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12066", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4949: employee Ravi K., hired 03 October 2023, separated 06 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4949?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4949 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12067", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12068", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12069", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Tessa works for Beacon Insurance.\n- Tobias reports to Deshawn.\n- Pablo works for Cedar Retail Group.\n- Felix works for Atlas Freight.\n- Lattice Analytics was founded in 1991.\n- Felix reports to Ravi.\n- Deshawn works for Beacon Insurance.\n- Lattice Analytics is headquartered in Nagoya.\n- Ravi works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Cedar Retail Group was founded in 1990.\n- Tessa reports to Tobias.\n- Cedar Retail Group is headquartered in Turku.\n- Priya reports to Mara.\n- Atlas Freight was founded in 2009.\n- Deshawn reports to Felix.\n- Atlas Freight is headquartered in Turku.\n- Mara reports to Pablo.\n- Beacon Insurance was founded in 1987.\n- Tobias works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Pablo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12071", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12072", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12073", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5606: employee Pablo B., hired 06 August 2021, separated 12 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-5606 under the controlling rules.", "criteria": {"0": "$18,812", "1": "$18,900", "2": "$81,900", "3": "$20,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12074", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3106: employee Felix K., hired 01 May 2022, separated 06 July 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3106?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12075", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12076", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3168: employee Amara A., hired 03 August 2021, separated 22 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3168?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1998.\n- Pinnacle Software is headquartered in Oslo.\n- Nadia reports to Stefan.\n- Ironwood Manufacturing is headquartered in Basel.\n- Cobalt Health is headquartered in Leeds.\n- Sofia reports to Priya.\n- Atlas Freight is headquartered in Oslo.\n- Stefan reports to Sofia.\n- Dmitri works for Cobalt Health.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2012.\n- Anders works for Pinnacle Software.\n- Dmitri reports to Ravi.\n- Felix works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Ravi reports to Amara.\n- Atlas Freight was founded in 2010.\n- Sofia works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Sanne.\n- Priya reports to Dmitri.\n- Anders reports to Felix.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2015.\n- Sanne works for Atlas Freight.\n- Nadia works for Cobalt Health.\n- Sanne reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12078", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12079", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12080", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4792: employee Chiara M., hired 16 September 2020, separated 28 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4792?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ingrid.\n- Ravi works for Helios Logistics.\n- Mara reports to Chiara.\n- Sofia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1990.\n- Mara works for Helios Logistics.\n- Atlas Freight is headquartered in Tallinn.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Malmo.\n- Lucia works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Wren reports to Omar.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Ingrid works for Atlas Freight.\n- Wren works for Helios Logistics.\n- Callum reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Chiara works for Helios Logistics.\n- Cobalt Health was founded in 2010.\n- Ravi reports to Mara.\n- Ironwood Manufacturing was founded in 1982.\n- Atlas Freight was founded in 1984.\n- Amara reports to Wren.\n- Ingrid reports to Ravi.\n- Hana reports to Lucia.\n- Sofia reports to Sanne.\n- Omar reports to Hana.\n- Lucia reports to Sofia.\n- Hana works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Hana.\n- Emeka works for Crescent Telecom.\n- Stefan reports to Yuki.\n- Wren works for Summit Energy.\n- Crescent Telecom was founded in 2007.\n- Hana reports to Emeka.\n- Yuki works for Summit Energy.\n- Vantage Air is headquartered in Malmo.\n- Cobalt Health was founded in 1995.\n- Crescent Telecom is headquartered in Tampere.\n- Omar works for Vantage Air.\n- Stefan works for Vantage Air.\n- Nadia reports to Omar.\n- Emeka reports to Stefan.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Anders reports to Wren.\n- Hana works for Crescent Telecom.\n- Wren reports to Nadia.\n- Priya reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Anders works for Cobalt Health.\n- Summit Energy was founded in 2010.\n- Amara works for Summit Energy.\n- Yuki reports to Priya.\n- Cobalt Health is headquartered in Lyon.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12083", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12084", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12085", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9413: employee Pablo R., hired 24 May 2020, separated 10 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9413?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Amara reports to Leila.\n- Elena reports to Stefan.\n- Northwind Systems was founded in 1999.\n- Lattice Analytics is headquartered in Nagoya.\n- Fernhill Foods was founded in 2010.\n- Mei works for Fernhill Foods.\n- Deshawn reports to Elena.\n- Kenji reports to Mei.\n- Lattice Analytics was founded in 2006.\n- Elena works for Northwind Systems.\n- Dmitri reports to Deshawn.\n- Leila works for Lattice Analytics.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Mei reports to Dmitri.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Stefan works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Cobalt Health is headquartered in Austin.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12087", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2971: employee Mei T., hired 31 December 2021, separated 25 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2971?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12088", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1984.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Mei reports to Deshawn.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Meridian Bank was founded in 1998.\n- Amara works for Meridian Bank.\n- Mateo reports to Lucia.\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lucia works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia reports to Mei.\n- Nadia reports to Bruno.\n- Zoya works for Cobalt Health.\n- Deshawn works for Pinnacle Software.\n- Viktor reports to Jonas.\n- Bruno works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Bruno reports to Zoya.\n- Hana reports to Nadia.\n- Viktor works for Ironwood Manufacturing.\n- Zoya reports to Mateo.\n- Meridian Bank is headquartered in Porto.\n- Amara reports to Viktor.\n- Nadia works for Pinnacle Software.\n- Jonas reports to Hana.\n- Deshawn reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12090", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mei.\n- Yuki works for Bluepine Aviation.\n- Mei reports to Ravi.\n- Atlas Freight is headquartered in Nagoya.\n- Zoya works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Bluepine Aviation was founded in 1992.\n- Northwind Systems was founded in 2007.\n- Amara works for Fernhill Foods.\n- Ravi reports to Ingrid.\n- Mei works for Bluepine Aviation.\n- Aisha reports to Jonas.\n- Ingrid reports to Aisha.\n- Atlas Freight was founded in 1979.\n- Jonas works for Atlas Freight.\n- Amara reports to Yuki.\n- Northwind Systems is headquartered in Nagoya.\n- Ravi works for Fernhill Foods.\n- Aisha works for Atlas Freight.\n- Bluepine Aviation is headquartered in Cork.\n- Jonas reports to Amara.\n- Fernhill Foods was founded in 2002.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12092", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12093", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 89243\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12094", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Omar.\n- Wren works for Fernhill Foods.\n- Pinnacle Software is headquartered in Malmo.\n- Nadia works for Pinnacle Software.\n- Deshawn works for Fernhill Foods.\n- Meridian Bank is headquartered in Malmo.\n- Cobalt Health was founded in 1994.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Meridian Bank was founded in 2014.\n- Nadia reports to Wren.\n- Sanne reports to Amara.\n- Amara works for Meridian Bank.\n- Fernhill Foods was founded in 1990.\n- Cobalt Health is headquartered in Halifax.\n- Tessa works for Cobalt Health.\n- Jonas reports to Sanne.\n- Aisha reports to Nadia.\n- Tessa reports to Jonas.\n- Deshawn reports to Aisha.\n- Aisha works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Omar reports to Priya.\n- Priya works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne works for Cobalt Health.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12096", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7917: employee Mei T., hired 18 July 2022, separated 30 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7917?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12097", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12098", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12099", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12100", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12101", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_alarm", "2": "control_lights", "3": "set_timer", "4": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Stefan reports to Ingrid.\n- Helios Logistics was founded in 2008.\n- Anders reports to Stefan.\n- Cobalt Health was founded in 2013.\n- Meridian Bank is headquartered in Cork.\n- Chiara works for Crescent Telecom.\n- Omar works for Meridian Bank.\n- Omar reports to Lucia.\n- Ingrid works for Helios Logistics.\n- Lucia reports to Tessa.\n- Crescent Telecom was founded in 2010.\n- Emeka reports to Anders.\n- Stefan works for Helios Logistics.\n- Ingrid reports to Chiara.\n- Chiara reports to Omar.\n- Cobalt Health is headquartered in Malmo.\n- Lucia works for Crescent Telecom.\n- Emeka works for Helios Logistics.\n- Tessa works for Cobalt Health.\n- Helios Logistics is headquartered in Cork.\n- Anders works for Crescent Telecom.\n- Meridian Bank was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Leila works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Nadia reports to Pablo.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health was founded in 2002.\n- Pablo works for Lattice Analytics.\n- Stefan reports to Nadia.\n- Deshawn works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Ingrid reports to Deshawn.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Crescent Telecom is headquartered in Leeds.\n- Leila reports to Stefan.\n- Callum works for Lattice Analytics.\n- Cobalt Health is headquartered in Austin.\n- Deshawn reports to Chiara.\n- Summit Energy was founded in 2004.\n- Lattice Analytics was founded in 2015.\n- Crescent Telecom was founded in 1988.\n- Chiara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12105", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Zoya reports to Chiara.\n- Lucia reports to Mara.\n- Cedar Retail Group was founded in 1992.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Adelaide.\n- Mei reports to Dmitri.\n- Beacon Insurance is headquartered in Ghent.\n- Atlas Freight was founded in 2012.\n- Tobias works for Cobalt Health.\n- Tobias reports to Lucia.\n- Mara works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Dmitri works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Sanne works for Beacon Insurance.\n- Sanne reports to Zoya.\n- Atlas Freight is headquartered in Adelaide.\n- Beacon Insurance was founded in 2008.\n- Mara reports to Sanne.\n- Chiara reports to Mei.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Yuki.\n- Mara reports to Deshawn.\n- Helios Logistics was founded in 1985.\n- Lucia reports to Mara.\n- Hana works for Cobalt Health.\n- Pablo reports to Elena.\n- Cobalt Health is headquartered in Dunedin.\n- Elena reports to Lucia.\n- Lucia works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Jonas reports to Hana.\n- Jonas works for Helios Logistics.\n- Deshawn works for Cobalt Health.\n- Mara works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Crescent Telecom is headquartered in Dunedin.\n- Hana reports to Pablo.\n- Elena works for Helios Logistics.\n- Crescent Telecom was founded in 1975.\n- Cobalt Health was founded in 2011.\n- Pablo works for Helios Logistics.\n- Meridian Bank was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Ravi reports to Mei.\n- Beacon Insurance is headquartered in Malmo.\n- Sofia works for Cedar Retail Group.\n- Yuki reports to Anders.\n- Ravi works for Bluepine Aviation.\n- Beacon Insurance was founded in 1991.\n- Leila works for Summit Energy.\n- Stefan reports to Lucia.\n- Sofia reports to Wren.\n- Mei works for Bluepine Aviation.\n- Stefan works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2010.\n- Bluepine Aviation was founded in 1981.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders works for Cedar Retail Group.\n- Mei reports to Aisha.\n- Summit Energy was founded in 1993.\n- Wren reports to Tessa.\n- Lucia works for Cedar Retail Group.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Tessa reports to Ravi.\n- Jonas works for Summit Energy.\n- Yuki works for Summit Energy.\n- Jonas reports to Sofia.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Anders reports to Leila.\n- Aisha reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12109", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Elena.\n- Dmitri works for Pinnacle Software.\n- Callum works for Summit Energy.\n- Yuki works for Lattice Analytics.\n- Callum reports to Mateo.\n- Vantage Air was founded in 2011.\n- Mateo reports to Jonas.\n- Mara works for Vantage Air.\n- Summit Energy was founded in 1994.\n- Tobias reports to Mara.\n- Viktor works for Lattice Analytics.\n- Pinnacle Software was founded in 1992.\n- Viktor reports to Amara.\n- Elena works for Vantage Air.\n- Lattice Analytics was founded in 2009.\n- Elena reports to Callum.\n- Tobias works for Pinnacle Software.\n- Jonas works for Vantage Air.\n- Amara works for Summit Energy.\n- Dmitri reports to Tobias.\n- Kenji works for Summit Energy.\n- Sofia works for Summit Energy.\n- Vantage Air is headquartered in Adelaide.\n- Amara reports to Yuki.\n- Lattice Analytics is headquartered in Basel.\n- Kenji reports to Sofia.\n- Mara reports to Viktor.\n- Pinnacle Software is headquartered in Adelaide.\n- Summit Energy is headquartered in Dunedin.\n- Jonas reports to Dmitri.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12111", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5479: employee Amara T., hired 20 January 2024, separated 30 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5479?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12112", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12113", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12114", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Leila.\n- Kenji reports to Yuki.\n- Yuki reports to Amara.\n- Viktor reports to Sanne.\n- Viktor works for Meridian Bank.\n- Callum works for Vantage Air.\n- Northwind Systems was founded in 2000.\n- Ravi works for Ironwood Manufacturing.\n- Ravi reports to Bruno.\n- Ironwood Manufacturing was founded in 2006.\n- Meridian Bank is headquartered in Lyon.\n- Sanne works for Vantage Air.\n- Leila works for Ironwood Manufacturing.\n- Stefan works for Northwind Systems.\n- Stefan reports to Ravi.\n- Northwind Systems is headquartered in Tampere.\n- Amara works for Meridian Bank.\n- Amara reports to Viktor.\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 1992.\n- Mara works for Meridian Bank.\n- Yuki works for Vantage Air.\n- Bruno works for Vantage Air.\n- Hana works for Meridian Bank.\n- Callum reports to Mara.\n- Ironwood Manufacturing is headquartered in Brno.\n- Meridian Bank was founded in 1992.\n- Sanne reports to Stefan.\n- Kenji works for Ironwood Manufacturing.\n- Bruno reports to Callum.\n- Mara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12116", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12117", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5547: employee Leila T., hired 05 June 2023, separated 12 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5547?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12118", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6682: employee Dmitri R., hired 31 December 2022, separated 14 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6682?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12119", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Meridian Bank is headquartered in Brno.\n- Callum works for Vantage Air.\n- Aisha works for Ironwood Manufacturing.\n- Viktor reports to Ravi.\n- Pablo reports to Callum.\n- Viktor works for Vantage Air.\n- Felix works for Vantage Air.\n- Anders reports to Sanne.\n- Sanne works for Vantage Air.\n- Meridian Bank was founded in 1999.\n- Ravi reports to Felix.\n- Vantage Air was founded in 1980.\n- Aisha reports to Hana.\n- Zoya works for Northwind Systems.\n- Anders works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Zoya reports to Viktor.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 1996.\n- Ravi works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Callum reports to Zoya.\n- Sanne reports to Sofia.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana reports to Pablo.\n- Sofia reports to Aisha.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1983.\n- Jonas reports to Anders.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12121", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-9 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 March 2023): For employees hired on or after 05 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7808: employee Viktor T., hired 18 March 2020, separated 17 September 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7808?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12122", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12123", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12124", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1059: employee Kenji R., hired 21 February 2021, separated 12 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1059?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Fernhill Foods was founded in 2010.\n- Felix reports to Zoya.\n- Yuki works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software was founded in 1978.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Lucia works for Fernhill Foods.\n- Vantage Air is headquartered in Lyon.\n- Ingrid reports to Leila.\n- Ingrid works for Vantage Air.\n- Anders reports to Lucia.\n- Leila reports to Felix.\n- Pinnacle Software is headquartered in Dunedin.\n- Tessa reports to Ingrid.\n- Anders works for Fernhill Foods.\n- Emeka reports to Yuki.\n- Aisha reports to Anders.\n- Lucia reports to Emeka.\n- Felix works for Fernhill Foods.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Yuki reports to Tessa.\n- Leila works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12126", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 29 May 2025): For employees hired on or after 29 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5825: employee Omar T., hired 13 October 2023, separated 01 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5825?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5825 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Brno.\n- Priya works for Atlas Freight.\n- Nadia reports to Omar.\n- Viktor works for Atlas Freight.\n- Viktor reports to Nadia.\n- Wren works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Pinnacle Software was founded in 1993.\n- Wren reports to Leila.\n- Elena reports to Viktor.\n- Mateo works for Cedar Retail Group.\n- Omar reports to Ravi.\n- Anders reports to Elena.\n- Omar works for Atlas Freight.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi works for Pinnacle Software.\n- Beacon Insurance was founded in 1976.\n- Priya reports to Ingrid.\n- Nadia works for Cedar Retail Group.\n- Aisha works for Beacon Insurance.\n- Ravi reports to Aisha.\n- Beacon Insurance is headquartered in Brno.\n- Aisha reports to Priya.\n- Ingrid reports to Wren.\n- Cedar Retail Group was founded in 1987.\n- Mateo reports to Anders.\n- Cedar Retail Group is headquartered in Malmo.\n- Elena works for Pinnacle Software.\n- Atlas Freight was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Leila.\n- Dmitri works for Meridian Bank.\n- Crescent Telecom was founded in 1982.\n- Mei works for Pinnacle Software.\n- Emeka works for Crescent Telecom.\n- Viktor works for Pinnacle Software.\n- Mateo works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Sofia reports to Mei.\n- Mei reports to Hana.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Emeka reports to Stefan.\n- Lattice Analytics was founded in 2005.\n- Mateo reports to Sofia.\n- Pinnacle Software was founded in 2007.\n- Lattice Analytics is headquartered in Cork.\n- Pinnacle Software is headquartered in Basel.\n- Leila works for Lattice Analytics.\n- Leila reports to Viktor.\n- Lucia reports to Dmitri.\n- Sofia works for Pinnacle Software.\n- Meridian Bank was founded in 1975.\n- Hana reports to Emeka.\n- Crescent Telecom is headquartered in Cork.\n- Stefan works for Lattice Analytics.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1994.\n- Elena reports to Lucia.\n- Priya reports to Elena.\n- Vantage Air is headquartered in Malmo.\n- Callum reports to Viktor.\n- Mara reports to Pablo.\n- Cobalt Health was founded in 2014.\n- Northwind Systems was founded in 2012.\n- Ingrid works for Northwind Systems.\n- Elena works for Vantage Air.\n- Cobalt Health is headquartered in Porto.\n- Lucia reports to Callum.\n- Pablo reports to Ingrid.\n- Viktor works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Pablo works for Vantage Air.\n- Mara works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Viktor reports to Mara.\n- Callum works for Northwind Systems.\n- Fernhill Foods was founded in 1990.\n- Northwind Systems is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2015", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Oslo.\n- Sofia reports to Bruno.\n- Kenji reports to Emeka.\n- Mei reports to Kenji.\n- Omar reports to Stefan.\n- Tobias reports to Mara.\n- Tobias works for Cedar Retail Group.\n- Bruno reports to Yuki.\n- Sofia works for Summit Energy.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Dmitri reports to Sofia.\n- Cedar Retail Group was founded in 1976.\n- Helios Logistics was founded in 2008.\n- Emeka works for Atlas Freight.\n- Mara works for Summit Energy.\n- Yuki reports to Tobias.\n- Nadia works for Helios Logistics.\n- Summit Energy was founded in 2007.\n- Kenji works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Stefan reports to Mei.\n- Atlas Freight was founded in 1987.\n- Bruno works for Atlas Freight.\n- Omar works for Cedar Retail Group.\n- Atlas Freight is headquartered in Oslo.\n- Emeka reports to Nadia.\n- Mara reports to Omar.\n- Summit Energy is headquartered in Lyon.\n- Dmitri works for Helios Logistics.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12131", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3015: employee Viktor B., hired 02 October 2022, separated 10 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3015?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12132", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8696: employee Elena B., hired 27 March 2020, separated 05 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8696?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12133", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "send_message", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12135", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12136", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5150: employee Sanne T., hired 08 July 2024, separated 22 December 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-5150 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$9,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12137", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Elena reports to Anders.\n- Elena works for Summit Energy.\n- Anders works for Northwind Systems.\n- Chiara reports to Ravi.\n- Summit Energy is headquartered in Lyon.\n- Northwind Systems is headquartered in Austin.\n- Sanne works for Bluepine Aviation.\n- Vantage Air was founded in 2012.\n- Ravi reports to Jonas.\n- Nadia reports to Stefan.\n- Jonas reports to Nadia.\n- Jonas works for Summit Energy.\n- Bluepine Aviation was founded in 2015.\n- Ravi works for Summit Energy.\n- Anders reports to Chiara.\n- Vantage Air is headquartered in Bergen.\n- Stefan reports to Sanne.\n- Stefan works for Vantage Air.\n- Bluepine Aviation is headquartered in Lyon.\n- Northwind Systems was founded in 1998.\n- Nadia works for Vantage Air.\n- Summit Energy was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12140", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks about weather", "4": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12141", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 45825 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "exchange_item", "3": "track_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12142", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6221: employee Wren T., hired 04 July 2021, separated 09 September 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6221?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12143", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 February 2023): For employees hired on or after 10 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1330: employee Emeka T., hired 28 August 2019, separated 19 July 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1330?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Ravi.\n- Emeka reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance was founded in 1987.\n- Northwind Systems is headquartered in Tallinn.\n- Ravi reports to Emeka.\n- Chiara works for Northwind Systems.\n- Ingrid works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Northwind Systems was founded in 2010.\n- Helios Logistics was founded in 2007.\n- Nadia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Helios Logistics is headquartered in Ghent.\n- Emeka works for Northwind Systems.\n- Jonas reports to Lucia.\n- Lucia works for Helios Logistics.\n- Crescent Telecom was founded in 1985.\n- Beacon Insurance is headquartered in Tampere.\n- Chiara reports to Ingrid.\n- Nadia reports to Chiara.\n- Lucia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1988", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12145", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Anders reports to Kenji.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1976.\n- Mateo reports to Priya.\n- Kenji reports to Zoya.\n- Crescent Telecom is headquartered in Basel.\n- Zoya reports to Ravi.\n- Mei reports to Tessa.\n- Priya works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2014.\n- Atlas Freight is headquartered in Leeds.\n- Priya reports to Mei.\n- Zoya works for Atlas Freight.\n- Vantage Air is headquartered in Tampere.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 2006.\n- Mateo works for Atlas Freight.\n- Mei works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Ravi reports to Mateo.\n- Vantage Air was founded in 1975.\n- Ironwood Manufacturing is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1970", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12147", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8529: employee Emeka B., hired 11 August 2022, separated 07 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8529?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12148", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4508: employee Leila A., hired 25 June 2022, separated 22 October 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4508?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12149", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1919: employee Yuki R., hired 27 January 2025, separated 04 September 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1919?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Bruno.\n- Bluepine Aviation was founded in 1975.\n- Chiara reports to Sofia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Priya works for Atlas Freight.\n- Elena reports to Priya.\n- Bruno reports to Kenji.\n- Nadia works for Bluepine Aviation.\n- Helios Logistics is headquartered in Valencia.\n- Atlas Freight is headquartered in Valencia.\n- Mateo works for Helios Logistics.\n- Sofia reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor works for Bluepine Aviation.\n- Nadia reports to Viktor.\n- Sofia works for Ironwood Manufacturing.\n- Mara reports to Nadia.\n- Kenji works for Atlas Freight.\n- Callum reports to Elena.\n- Viktor reports to Mateo.\n- Chiara works for Helios Logistics.\n- Atlas Freight was founded in 1984.\n- Callum works for Atlas Freight.\n- Kenji reports to Chiara.\n- Elena works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1991.\n- Ironwood Manufacturing was founded in 2005.\n- Bruno works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Priya reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Omar works for Fernhill Foods.\n- Callum works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Mei reports to Omar.\n- Viktor works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Nadia reports to Bruno.\n- Bruno reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Kenji reports to Callum.\n- Beacon Insurance was founded in 2008.\n- Fernhill Foods was founded in 1998.\n- Callum reports to Viktor.\n- Wren works for Fernhill Foods.\n- Stefan works for Beacon Insurance.\n- Mara works for Fernhill Foods.\n- Stefan reports to Kenji.\n- Viktor reports to Nadia.\n- Mara reports to Mei.\n- Wren reports to Mara.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tampere.\n- Omar reports to Mateo.\n- Fernhill Foods is headquartered in Dunedin.\n- Mei works for Ironwood Manufacturing.\n- Ingrid works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Ingrid reports to Stefan.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12152", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8016: employee Mateo B., hired 05 August 2022, separated 31 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8016?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Turku.\n- Mei works for Beacon Insurance.\n- Jonas works for Fernhill Foods.\n- Viktor works for Lattice Analytics.\n- Fernhill Foods was founded in 1999.\n- Aisha works for Lattice Analytics.\n- Omar works for Beacon Insurance.\n- Tessa reports to Nadia.\n- Lattice Analytics is headquartered in Valencia.\n- Emeka reports to Aisha.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Turku.\n- Viktor reports to Jonas.\n- Tessa works for Beacon Insurance.\n- Mei reports to Viktor.\n- Beacon Insurance was founded in 1992.\n- Nadia reports to Bruno.\n- Stefan works for Lattice Analytics.\n- Bruno works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics was founded in 1996.\n- Omar reports to Mei.\n- Beacon Insurance is headquartered in Brno.\n- Stefan reports to Emeka.\n- Jonas reports to Stefan.\n- Bruno reports to Omar.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2011.\n- Emeka works for Northwind Systems.\n- Mara reports to Priya.\n- Crescent Telecom was founded in 2006.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Beacon Insurance is headquartered in Bergen.\n- Crescent Telecom is headquartered in Lyon.\n- Ingrid works for Beacon Insurance.\n- Sofia reports to Emeka.\n- Mara works for Beacon Insurance.\n- Ingrid reports to Mara.\n- Sofia works for Beacon Insurance.\n- Priya reports to Anders.\n- Emeka reports to Ravi.\n- Anders works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Northwind Systems is headquartered in Bergen.\n- Ravi reports to Ingrid.\n- Ravi works for Pinnacle Software.\n- Beacon Insurance was founded in 2003.\n- Nadia reports to Sofia.\n- Pinnacle Software is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12155", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 33494 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12156", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9346: employee Pablo R., hired 28 March 2020, separated 29 July 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-9346 under the controlling rules.", "criteria": {"0": "$18,900", "1": "$81,900", "2": "$18,812", "3": "$16,900"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12157", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1405: employee Yuki S., hired 15 March 2024, separated 30 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1405?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12158", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12159", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12160", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12161", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Priya.\n- Zoya reports to Pablo.\n- Elena works for Cobalt Health.\n- Aisha reports to Jonas.\n- Lucia works for Vantage Air.\n- Ironwood Manufacturing was founded in 2013.\n- Pablo reports to Aisha.\n- Crescent Telecom is headquartered in Porto.\n- Zoya works for Ironwood Manufacturing.\n- Leila works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Porto.\n- Vantage Air was founded in 1978.\n- Priya works for Ironwood Manufacturing.\n- Lucia reports to Sofia.\n- Ingrid works for Crescent Telecom.\n- Elena reports to Zoya.\n- Aisha works for Crescent Telecom.\n- Vantage Air is headquartered in Brno.\n- Cobalt Health is headquartered in Porto.\n- Sofia reports to Elena.\n- Jonas reports to Leila.\n- Crescent Telecom was founded in 1992.\n- Jonas works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1995.\n- Sofia works for Ironwood Manufacturing.\n- Priya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12163", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8404: employee Yuki B., hired 08 March 2021, separated 13 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8404?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12164", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7951: employee Lucia K., hired 03 July 2020, separated 26 November 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7951?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12165", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12166", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3891: employee Pablo M., hired 08 April 2024, separated 03 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3891?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2006.\n- Callum works for Summit Energy.\n- Tobias reports to Jonas.\n- Stefan reports to Amara.\n- Bluepine Aviation was founded in 2001.\n- Ingrid works for Bluepine Aviation.\n- Sanne works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Jonas reports to Mateo.\n- Ravi works for Northwind Systems.\n- Mateo reports to Ingrid.\n- Tobias works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Austin.\n- Ravi reports to Omar.\n- Amara works for Summit Energy.\n- Stefan works for Beacon Insurance.\n- Emeka works for Summit Energy.\n- Omar reports to Stefan.\n- Summit Energy is headquartered in Austin.\n- Emeka reports to Tobias.\n- Mateo works for Summit Energy.\n- Amara reports to Aisha.\n- Callum reports to Emeka.\n- Sanne reports to Callum.\n- Jonas works for Summit Energy.\n- Northwind Systems is headquartered in Austin.\n- Aisha works for Northwind Systems.\n- Beacon Insurance is headquartered in Austin.\n- Northwind Systems was founded in 1976.\n- Summit Energy was founded in 2003.\n- Aisha reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12168", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6167: employee Mara A., hired 11 February 2020, separated 21 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6167?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12169", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 July 2023): For employees hired on or after 31 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2201: employee Tobias A., hired 14 February 2022, separated 06 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2201?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12170", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12171", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7299: employee Elena T., hired 15 August 2021, separated 25 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2026-7299 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$6,500", "3": "$5,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12172", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8378: employee Amara R., hired 19 March 2021, separated 08 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-8378 under the controlling rules.", "criteria": {"0": "$84,933", "1": "$19,500", "2": "$20,600", "3": "$19,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12173", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12174", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12175", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2379: employee Deshawn B., hired 14 November 2021, separated 11 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2379?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Callum reports to Jonas.\n- Vantage Air is headquartered in Porto.\n- Stefan reports to Deshawn.\n- Ingrid reports to Emeka.\n- Amara reports to Omar.\n- Jonas reports to Priya.\n- Wren reports to Mara.\n- Ingrid works for Beacon Insurance.\n- Vantage Air was founded in 2003.\n- Beacon Insurance is headquartered in Tampere.\n- Deshawn reports to Amara.\n- Omar reports to Mateo.\n- Priya reports to Wren.\n- Mateo reports to Callum.\n- Crescent Telecom was founded in 2015.\n- Beacon Insurance was founded in 2005.\n- Meridian Bank was founded in 1984.\n- Wren works for Vantage Air.\n- Mateo works for Meridian Bank.\n- Priya works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Emeka reports to Stefan.\n- Callum works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Halifax.\n- Amara works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12177", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2373: employee Tessa K., hired 13 May 2024, separated 11 July 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2373?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12178", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Ingrid works for Helios Logistics.\n- Leila works for Summit Energy.\n- Kenji works for Helios Logistics.\n- Elena works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Priya works for Helios Logistics.\n- Aisha works for Meridian Bank.\n- Sofia reports to Leila.\n- Sofia works for Atlas Freight.\n- Dmitri reports to Aisha.\n- Elena reports to Sofia.\n- Ingrid reports to Priya.\n- Leila reports to Ingrid.\n- Summit Energy is headquartered in Ghent.\n- Aisha reports to Kenji.\n- Summit Energy was founded in 1978.\n- Meridian Bank is headquartered in Ghent.\n- Omar works for Atlas Freight.\n- Helios Logistics was founded in 2006.\n- Priya reports to Dmitri.\n- Meridian Bank was founded in 1998.\n- Kenji reports to Omar.\n- Bruno reports to Elena.\n- Dmitri works for Summit Energy.\n- Atlas Freight was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12180", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9136: employee Omar S., hired 29 September 2023, separated 12 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-9136 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$17,333", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Stefan.\n- Wren reports to Omar.\n- Elena works for Northwind Systems.\n- Stefan works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Elena reports to Mateo.\n- Mateo reports to Nadia.\n- Ingrid works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Dmitri reports to Elena.\n- Nadia works for Northwind Systems.\n- Helios Logistics was founded in 1978.\n- Amara reports to Wren.\n- Omar works for Vantage Air.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri works for Fernhill Foods.\n- Stefan reports to Dmitri.\n- Ingrid reports to Deshawn.\n- Amara works for Fernhill Foods.\n- Nadia reports to Amara.\n- Vantage Air was founded in 1991.\n- Vantage Air is headquartered in Turku.\n- Fernhill Foods was founded in 1979.\n- Aisha works for Fernhill Foods.\n- Northwind Systems is headquartered in Lyon.\n- Aisha reports to Mei.\n- Northwind Systems was founded in 2015.\n- Omar reports to Aisha.\n- Fernhill Foods is headquartered in Leeds.\n- Mei works for Vantage Air.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Kenji reports to Viktor.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 1985.\n- Mei works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Anders reports to Hana.\n- Mei reports to Felix.\n- Cedar Retail Group was founded in 2007.\n- Anders works for Crescent Telecom.\n- Hana works for Atlas Freight.\n- Tessa reports to Callum.\n- Deshawn reports to Mei.\n- Cedar Retail Group is headquartered in Ghent.\n- Callum reports to Yuki.\n- Felix reports to Kenji.\n- Deshawn works for Crescent Telecom.\n- Helios Logistics was founded in 1990.\n- Helios Logistics is headquartered in Malmo.\n- Crescent Telecom was founded in 1987.\n- Felix works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Viktor reports to Anders.\n- Yuki reports to Deshawn.\n- Yuki works for Helios Logistics.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12183", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3584: employee Omar K., hired 04 January 2022, separated 14 August 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-3584 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$30,333", "2": "$4,550", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12184", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3393: employee Stefan K., hired 22 March 2020, separated 14 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3393?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12185", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3381: employee Lucia S., hired 26 August 2021, separated 19 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3381?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12186", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Omar reports to Aisha.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1997.\n- Mara reports to Omar.\n- Callum reports to Elena.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 1995.\n- Beacon Insurance is headquartered in Basel.\n- Felix reports to Sanne.\n- Sanne reports to Mateo.\n- Omar works for Crescent Telecom.\n- Mara works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Jonas works for Beacon Insurance.\n- Elena reports to Kenji.\n- Aisha works for Vantage Air.\n- Beacon Insurance was founded in 2002.\n- Kenji reports to Jonas.\n- Jonas reports to Felix.\n- Elena works for Fernhill Foods.\n- Mateo reports to Mara.\n- Fernhill Foods was founded in 1978.\n- Sanne works for Beacon Insurance.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12188", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3016: employee Ravi M., hired 15 January 2025, separated 23 July 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-3016 under the controlling rules.", "criteria": {"0": "$3,894", "1": "$5,192", "2": "$22,500", "3": "$6,192"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12189", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9335: employee Amara S., hired 16 September 2023, separated 30 October 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-9335 under the controlling rules.", "criteria": {"0": "$4,400", "1": "$34,667", "2": "$7,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12190", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 January 2023): For employees hired on or after 08 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7042: employee Zoya M., hired 05 May 2019, separated 02 May 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7042?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Kenji reports to Yuki.\n- Hana works for Ironwood Manufacturing.\n- Hana reports to Emeka.\n- Elena reports to Sofia.\n- Callum works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Emeka reports to Kenji.\n- Nadia works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Tessa reports to Ravi.\n- Mara works for Ironwood Manufacturing.\n- Sofia reports to Mara.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Oslo.\n- Kenji works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Porto.\n- Meridian Bank was founded in 1993.\n- Summit Energy was founded in 2003.\n- Ravi reports to Callum.\n- Cobalt Health was founded in 2004.\n- Callum reports to Mei.\n- Ravi works for Cobalt Health.\n- Mei reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Elena works for Cobalt Health.\n- Mara reports to Nadia.\n- Yuki works for Cobalt Health.\n- Yuki reports to Tessa.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12192", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 April 2025): For employees hired on or after 10 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1404: employee Nadia K., hired 04 June 2023, separated 23 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-1404 under the controlling rules.", "criteria": {"0": "$8,200", "1": "$37,700", "2": "$8,625", "3": "$8,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12193", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6701: employee Aisha K., hired 14 June 2020, separated 01 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6701?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12194", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1993.\n- Zoya reports to Yuki.\n- Meridian Bank was founded in 2012.\n- Yuki reports to Ravi.\n- Ingrid reports to Wren.\n- Zoya works for Northwind Systems.\n- Sofia reports to Viktor.\n- Meridian Bank is headquartered in Malmo.\n- Cobalt Health is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Ravi works for Meridian Bank.\n- Wren works for Summit Energy.\n- Wren reports to Zoya.\n- Elena works for Meridian Bank.\n- Viktor reports to Ingrid.\n- Northwind Systems is headquartered in Cork.\n- Elena reports to Sofia.\n- Cobalt Health was founded in 2004.\n- Viktor works for Cobalt Health.\n- Summit Energy was founded in 2009.\n- Ingrid works for Summit Energy.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "2007", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12196", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3075: employee Elena R., hired 23 January 2024, separated 27 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3075?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12197", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "update_benefits", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Lucia works for Northwind Systems.\n- Summit Energy is headquartered in Porto.\n- Tobias works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka reports to Tobias.\n- Northwind Systems is headquartered in Ghent.\n- Deshawn works for Summit Energy.\n- Viktor reports to Mei.\n- Mara works for Meridian Bank.\n- Mei reports to Bruno.\n- Stefan works for Summit Energy.\n- Tobias reports to Lucia.\n- Meridian Bank is headquartered in Malmo.\n- Chiara reports to Emeka.\n- Mara reports to Viktor.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Chiara works for Bluepine Aviation.\n- Mei works for Northwind Systems.\n- Mateo reports to Dmitri.\n- Dmitri reports to Mara.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Deshawn.\n- Mateo works for Meridian Bank.\n- Lucia reports to Mateo.\n- Meridian Bank was founded in 2004.\n- Deshawn reports to Stefan.\n- Summit Energy was founded in 1984.\n- Northwind Systems was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1995.\n- Helios Logistics was founded in 1991.\n- Atlas Freight is headquartered in Tallinn.\n- Jonas reports to Tessa.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 1987.\n- Jonas works for Helios Logistics.\n- Mei reports to Jonas.\n- Nadia reports to Elena.\n- Leila reports to Mei.\n- Stefan works for Northwind Systems.\n- Deshawn works for Helios Logistics.\n- Pablo works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Tessa reports to Nadia.\n- Deshawn reports to Leila.\n- Tessa works for Atlas Freight.\n- Elena reports to Emeka.\n- Emeka reports to Pablo.\n- Emeka works for Northwind Systems.\n- Fernhill Foods is headquartered in Tallinn.\n- Northwind Systems is headquartered in Halifax.\n- Stefan reports to Deshawn.\n- Mei works for Northwind Systems.\n- Fernhill Foods was founded in 1976.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1990", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12200", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 August 2023): For employees hired on or after 04 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9785: employee Yuki R., hired 04 July 2023, separated 20 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9785?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12201", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12202", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8913: employee Kenji A., hired 21 September 2020, separated 27 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8913?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12203", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 August 2025): For employees hired on or after 10 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2731: employee Anders T., hired 26 April 2024, separated 12 March 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2731?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Tobias reports to Nadia.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Chiara works for Crescent Telecom.\n- Northwind Systems is headquartered in Adelaide.\n- Lucia works for Vantage Air.\n- Sofia reports to Chiara.\n- Crescent Telecom was founded in 2002.\n- Yuki reports to Lucia.\n- Crescent Telecom is headquartered in Adelaide.\n- Nadia works for Lattice Analytics.\n- Aisha reports to Emeka.\n- Vantage Air is headquartered in Adelaide.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Ravi.\n- Sofia works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.\n- Tobias works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Lattice Analytics was founded in 2012.\n- Mateo reports to Tobias.\n- Aisha works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Viktor reports to Sofia.\n- Hana works for Crescent Telecom.\n- Ravi reports to Yuki.\n- Lucia reports to Viktor.\n- Nadia reports to Aisha.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1996.\n- Mei works for Summit Energy.\n- Hana reports to Jonas.\n- Deshawn works for Summit Energy.\n- Chiara works for Summit Energy.\n- Cobalt Health was founded in 2013.\n- Mei reports to Felix.\n- Felix works for Vantage Air.\n- Anders works for Cobalt Health.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias reports to Nadia.\n- Dmitri works for Vantage Air.\n- Anders reports to Dmitri.\n- Jonas reports to Mei.\n- Cobalt Health is headquartered in Malmo.\n- Zoya works for Vantage Air.\n- Deshawn reports to Wren.\n- Wren reports to Anders.\n- Hana works for Summit Energy.\n- Wren works for Vantage Air.\n- Nadia works for Vantage Air.\n- Zoya reports to Hana.\n- Vantage Air is headquartered in Halifax.\n- Dmitri reports to Zoya.\n- Crescent Telecom was founded in 2007.\n- Jonas works for Vantage Air.\n- Nadia reports to Deshawn.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1981.\n- Chiara reports to Tobias.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12206", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12207", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Summit Energy was founded in 2014.\n- Summit Energy is headquartered in Nagoya.\n- Sanne reports to Mateo.\n- Tessa reports to Mei.\n- Sanne works for Cobalt Health.\n- Northwind Systems was founded in 2010.\n- Pinnacle Software is headquartered in Oslo.\n- Anders works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Amara reports to Stefan.\n- Tessa works for Cobalt Health.\n- Mateo reports to Anders.\n- Stefan reports to Tessa.\n- Mei works for Cobalt Health.\n- Pinnacle Software was founded in 1981.\n- Cobalt Health was founded in 2000.\n- Cobalt Health is headquartered in Tampere.\n- Lucia reports to Amara.\n- Mei reports to Sanne.\n- Northwind Systems is headquartered in Oslo.\n- Lucia works for Cobalt Health.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12208", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12209", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1742: employee Amara B., hired 26 September 2022, separated 12 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-1742?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Yuki reports to Bruno.\n- Atlas Freight was founded in 1979.\n- Yuki works for Vantage Air.\n- Ironwood Manufacturing was founded in 2000.\n- Felix works for Bluepine Aviation.\n- Mara reports to Jonas.\n- Mei works for Ironwood Manufacturing.\n- Lucia reports to Felix.\n- Bruno reports to Stefan.\n- Vantage Air was founded in 1993.\n- Atlas Freight is headquartered in Cork.\n- Stefan reports to Mara.\n- Lucia works for Vantage Air.\n- Mei reports to Tobias.\n- Hana reports to Mei.\n- Hana works for Atlas Freight.\n- Pablo works for Vantage Air.\n- Felix reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1975.\n- Jonas reports to Lucia.\n- Mara works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pablo reports to Hana.\n- Tobias reports to Yuki.\n- Tobias works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12211", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Wren.\n- Elena reports to Amara.\n- Emeka reports to Ingrid.\n- Mateo works for Helios Logistics.\n- Northwind Systems is headquartered in Lyon.\n- Leila works for Northwind Systems.\n- Ravi reports to Mateo.\n- Amara works for Northwind Systems.\n- Cobalt Health was founded in 2010.\n- Felix works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Ravi works for Northwind Systems.\n- Leila reports to Elena.\n- Cobalt Health is headquartered in Lyon.\n- Mateo reports to Tobias.\n- Amara reports to Emeka.\n- Mara works for Meridian Bank.\n- Northwind Systems was founded in 1984.\n- Tobias works for Helios Logistics.\n- Mara reports to Leila.\n- Helios Logistics is headquartered in Porto.\n- Ingrid works for Northwind Systems.\n- Wren reports to Ravi.\n- Meridian Bank was founded in 1989.\n- Felix reports to Mara.\n- Helios Logistics was founded in 1988.\n- Elena works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Meridian Bank is headquartered in Lyon.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12213", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Dmitri.\n- Aisha works for Vantage Air.\n- Chiara reports to Wren.\n- Dmitri reports to Chiara.\n- Pinnacle Software is headquartered in Porto.\n- Callum reports to Aisha.\n- Chiara works for Summit Energy.\n- Vantage Air is headquartered in Basel.\n- Sofia reports to Callum.\n- Wren reports to Nadia.\n- Summit Energy is headquartered in Nagoya.\n- Nadia reports to Pablo.\n- Nadia works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Pablo reports to Sofia.\n- Viktor works for Crescent Telecom.\n- Priya works for Pinnacle Software.\n- Pablo works for Crescent Telecom.\n- Priya reports to Viktor.\n- Aisha reports to Priya.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Sofia works for Pinnacle Software.\n- Crescent Telecom was founded in 2012.\n- Pinnacle Software was founded in 1976.\n- Leila reports to Tessa.\n- Wren works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Callum works for Vantage Air.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2010", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12215", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9434: employee Felix R., hired 13 January 2025, separated 18 August 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-9434 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$9,231", "2": "$7,385", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12216", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Felix.\n- Anders works for Crescent Telecom.\n- Crescent Telecom was founded in 1975.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Atlas Freight was founded in 1999.\n- Nadia reports to Viktor.\n- Mei works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Hana works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2003.\n- Callum reports to Hana.\n- Sofia reports to Deshawn.\n- Emeka works for Ironwood Manufacturing.\n- Viktor reports to Emeka.\n- Viktor works for Crescent Telecom.\n- Mateo reports to Nadia.\n- Callum works for Ironwood Manufacturing.\n- Anders reports to Mei.\n- Crescent Telecom is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2009.\n- Mei reports to Mateo.\n- Atlas Freight is headquartered in Brno.\n- Stefan reports to Callum.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Hana reports to Anders.\n- Nadia works for Atlas Freight.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Atlas Freight.\n- Felix reports to Stefan.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12218", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 13840 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "request_refund", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12219", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 46925, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12220", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12221", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "send_message", "2": "set_alarm", "3": "set_timer", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12222", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5545: employee Sanne M., hired 20 September 2021, separated 12 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5545?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12223", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1270: employee Omar K., hired 30 December 2021, separated 19 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1270?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12224", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12225", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12226", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7142: employee Zoya T., hired 29 November 2021, separated 27 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7142?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12227", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2999: employee Amara A., hired 12 February 2022, separated 16 April 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2025-2999 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$30,333", "2": "$7,000", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12228", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12229", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2050: employee Wren B., hired 15 November 2023, separated 09 November 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2050?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12230", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1977.\n- Vantage Air is headquartered in Halifax.\n- Elena reports to Hana.\n- Zoya reports to Callum.\n- Callum reports to Stefan.\n- Cobalt Health is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Wren reports to Amara.\n- Elena works for Cobalt Health.\n- Stefan reports to Mei.\n- Cobalt Health was founded in 2015.\n- Mei reports to Wren.\n- Lattice Analytics is headquartered in Bergen.\n- Callum works for Lattice Analytics.\n- Mei works for Vantage Air.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 2013.\n- Amara works for Cobalt Health.\n- Lattice Analytics was founded in 2012.\n- Zoya works for Vantage Air.\n- Amara reports to Elena.\n- Wren works for Cobalt Health.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Kenji.\n- Zoya works for Cobalt Health.\n- Jonas reports to Deshawn.\n- Sanne works for Summit Energy.\n- Omar reports to Callum.\n- Dmitri works for Cobalt Health.\n- Chiara works for Crescent Telecom.\n- Priya works for Pinnacle Software.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji reports to Jonas.\n- Callum reports to Dmitri.\n- Chiara reports to Sanne.\n- Priya reports to Ravi.\n- Cobalt Health is headquartered in Lyon.\n- Pinnacle Software is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Wren works for Cobalt Health.\n- Summit Energy was founded in 1975.\n- Pinnacle Software was founded in 1981.\n- Deshawn reports to Omar.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Deshawn works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Ravi reports to Zoya.\n- Dmitri reports to Chiara.\n- Crescent Telecom was founded in 1975.\n- Zoya reports to Wren.\n- Jonas works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12233", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1980.\n- Nadia reports to Viktor.\n- Cedar Retail Group was founded in 1985.\n- Stefan works for Cobalt Health.\n- Summit Energy is headquartered in Valencia.\n- Kenji reports to Stefan.\n- Lucia reports to Felix.\n- Pinnacle Software is headquartered in Brno.\n- Sanne works for Summit Energy.\n- Pinnacle Software was founded in 1994.\n- Ingrid works for Pinnacle Software.\n- Kenji works for Cobalt Health.\n- Bruno reports to Omar.\n- Omar reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Bruno works for Cobalt Health.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Bruno.\n- Nadia works for Cobalt Health.\n- Felix reports to Sanne.\n- Omar works for Cedar Retail Group.\n- Cobalt Health is headquartered in Malmo.\n- Felix works for Cedar Retail Group.\n- Stefan reports to Nadia.\n- Summit Energy was founded in 1996.\n- Sanne reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12235", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "claim_luggage", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12236", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2417: employee Zoya S., hired 25 May 2023, separated 27 June 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-2417 under the controlling rules.", "criteria": {"0": "$7,154", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12237", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-9 (VERSION 6, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3982: employee Hana M., hired 26 August 2022, separated 29 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3982?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Meridian Bank.\n- Crescent Telecom is headquartered in Porto.\n- Helios Logistics was founded in 1981.\n- Meridian Bank was founded in 2004.\n- Zoya reports to Aisha.\n- Pablo works for Helios Logistics.\n- Pablo reports to Yuki.\n- Yuki reports to Kenji.\n- Ironwood Manufacturing is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Wren works for Crescent Telecom.\n- Wren reports to Pablo.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1999.\n- Zoya works for Helios Logistics.\n- Amara works for Ironwood Manufacturing.\n- Felix reports to Wren.\n- Callum works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2011.\n- Priya reports to Amara.\n- Callum reports to Priya.\n- Helios Logistics is headquartered in Cork.\n- Amara reports to Felix.\n- Priya works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Porto.\n- Kenji reports to Zoya.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12239", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12240", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 July 2025): For employees hired on or after 13 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9037: employee Elena B., hired 29 April 2022, separated 26 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9037?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12241", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12242", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1996.\n- Viktor works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Sanne works for Beacon Insurance.\n- Callum works for Meridian Bank.\n- Hana reports to Mara.\n- Beacon Insurance was founded in 2006.\n- Viktor reports to Sanne.\n- Meridian Bank is headquartered in Tampere.\n- Sanne reports to Callum.\n- Mara reports to Stefan.\n- Mara works for Meridian Bank.\n- Callum reports to Leila.\n- Stefan works for Meridian Bank.\n- Vantage Air is headquartered in Tampere.\n- Stefan reports to Dmitri.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Beacon Insurance.\n- Dmitri reports to Viktor.\n- Summit Energy is headquartered in Halifax.\n- Hana works for Beacon Insurance.\n- Summit Energy was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1999", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Callum.\n- Priya works for Vantage Air.\n- Beacon Insurance was founded in 1975.\n- Mateo works for Northwind Systems.\n- Mateo reports to Priya.\n- Northwind Systems is headquartered in Nagoya.\n- Priya reports to Dmitri.\n- Mara reports to Elena.\n- Dmitri works for Northwind Systems.\n- Vantage Air is headquartered in Porto.\n- Callum works for Meridian Bank.\n- Callum reports to Mateo.\n- Elena reports to Tessa.\n- Meridian Bank was founded in 2015.\n- Elena works for Beacon Insurance.\n- Vantage Air was founded in 1998.\n- Northwind Systems was founded in 2003.\n- Lucia reports to Mara.\n- Meridian Bank is headquartered in Oslo.\n- Mara works for Vantage Air.\n- Beacon Insurance is headquartered in Oslo.\n- Tessa works for Vantage Air.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12245", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Yuki.\n- Anders works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Valencia.\n- Mara works for Bluepine Aviation.\n- Yuki reports to Mateo.\n- Cedar Retail Group was founded in 1990.\n- Sanne reports to Mara.\n- Sanne works for Cedar Retail Group.\n- Mara reports to Callum.\n- Yuki works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tampere.\n- Pinnacle Software was founded in 1983.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Emeka works for Cedar Retail Group.\n- Mateo works for Pinnacle Software.\n- Aisha reports to Anders.\n- Anders reports to Felix.\n- Aisha works for Cedar Retail Group.\n- Callum works for Ironwood Manufacturing.\n- Emeka reports to Aisha.\n- Ironwood Manufacturing was founded in 1990.\n- Bluepine Aviation was founded in 2000.\n- Mei reports to Emeka.\n- Mateo reports to Mei.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12247", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12248", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mateo.\n- Hana works for Lattice Analytics.\n- Cedar Retail Group was founded in 2010.\n- Mara works for Cedar Retail Group.\n- Helios Logistics was founded in 2009.\n- Jonas works for Cedar Retail Group.\n- Ingrid reports to Stefan.\n- Ingrid works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Wren reports to Tessa.\n- Helios Logistics is headquartered in Malmo.\n- Beacon Insurance was founded in 1975.\n- Cedar Retail Group is headquartered in Oslo.\n- Mateo reports to Zoya.\n- Ravi works for Cedar Retail Group.\n- Wren works for Lattice Analytics.\n- Beacon Insurance is headquartered in Valencia.\n- Tessa works for Cedar Retail Group.\n- Mei reports to Mara.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya works for Helios Logistics.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Viktor.\n- Jonas reports to Wren.\n- Mara reports to Ravi.\n- Mei works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Viktor reports to Jonas.\n- Zoya reports to Hana.\n- Ravi reports to Ingrid.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Tobias reports to Yuki.\n- Summit Energy was founded in 2015.\n- Tessa reports to Lucia.\n- Anders works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Deshawn works for Vantage Air.\n- Tobias works for Cobalt Health.\n- Vantage Air is headquartered in Valencia.\n- Cobalt Health was founded in 2002.\n- Beacon Insurance was founded in 2006.\n- Vantage Air was founded in 1980.\n- Beacon Insurance is headquartered in Oslo.\n- Summit Energy is headquartered in Valencia.\n- Tessa works for Beacon Insurance.\n- Callum works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Callum reports to Nadia.\n- Yuki reports to Tessa.\n- Deshawn reports to Tobias.\n- Cobalt Health is headquartered in Malmo.\n- Yuki works for Beacon Insurance.\n- Ravi reports to Callum.\n- Sofia reports to Ravi.\n- Sofia works for Cobalt Health.\n- Lucia reports to Anders.\n- Anders reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1978", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Pinnacle Software is headquartered in Leeds.\n- Nadia reports to Amara.\n- Amara works for Pinnacle Software.\n- Mara works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Elena reports to Hana.\n- Hana reports to Nadia.\n- Kenji reports to Jonas.\n- Sanne works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Lucia reports to Sanne.\n- Northwind Systems is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Bergen.\n- Hana works for Cobalt Health.\n- Northwind Systems was founded in 2014.\n- Amara reports to Callum.\n- Cobalt Health was founded in 2012.\n- Crescent Telecom was founded in 1995.\n- Jonas reports to Lucia.\n- Jonas works for Northwind Systems.\n- Callum reports to Mara.\n- Lucia works for Cobalt Health.\n- Pinnacle Software was founded in 1998.\n- Nadia works for Cobalt Health.\n- Sanne reports to Elena.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12252", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12253", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7338: employee Mei A., hired 10 June 2022, separated 08 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7338?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mei.\n- Pinnacle Software is headquartered in Lyon.\n- Tobias works for Crescent Telecom.\n- Elena works for Lattice Analytics.\n- Elena reports to Tobias.\n- Crescent Telecom was founded in 1976.\n- Crescent Telecom is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Mei reports to Elena.\n- Lattice Analytics was founded in 1990.\n- Mara reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Brno.\n- Ingrid reports to Deshawn.\n- Tobias reports to Mara.\n- Lattice Analytics is headquartered in Brno.\n- Lucia reports to Ingrid.\n- Emeka reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Mei works for Crescent Telecom.\n- Pinnacle Software was founded in 1980.\n- Pablo reports to Amara.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Beacon Insurance.\n- Ingrid works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Beacon Insurance was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12255", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12256", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8216: employee Nadia K., hired 24 September 2022, separated 08 December 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8216?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Jonas.\n- Sofia works for Pinnacle Software.\n- Jonas reports to Felix.\n- Leila reports to Hana.\n- Chiara works for Northwind Systems.\n- Helios Logistics is headquartered in Oslo.\n- Atlas Freight was founded in 1999.\n- Atlas Freight is headquartered in Adelaide.\n- Hana works for Helios Logistics.\n- Northwind Systems is headquartered in Leeds.\n- Helios Logistics was founded in 1991.\n- Sanne works for Atlas Freight.\n- Tessa reports to Sanne.\n- Sanne reports to Chiara.\n- Sofia reports to Amara.\n- Felix reports to Sofia.\n- Hana reports to Stefan.\n- Tessa works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Pinnacle Software is headquartered in Leeds.\n- Chiara reports to Leila.\n- Leila works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Felix works for Helios Logistics.\n- Northwind Systems was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2015.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor works for Pinnacle Software.\n- Ingrid works for Helios Logistics.\n- Elena works for Beacon Insurance.\n- Leila reports to Elena.\n- Helios Logistics is headquartered in Oslo.\n- Northwind Systems is headquartered in Valencia.\n- Jonas reports to Leila.\n- Stefan works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Pinnacle Software was founded in 1983.\n- Pablo reports to Viktor.\n- Northwind Systems was founded in 2002.\n- Beacon Insurance was founded in 1977.\n- Elena reports to Ingrid.\n- Ingrid reports to Stefan.\n- Pablo works for Pinnacle Software.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Mei reports to Pablo.\n- Viktor reports to Jonas.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1981", "2": "1986", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12259", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2936: employee Emeka R., hired 06 March 2022, separated 11 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2936?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12260", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12261", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12262", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12263", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 December 2025): For employees hired on or after 04 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5246: employee Stefan R., hired 24 October 2025, separated 06 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5246?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12264", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12265", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "open_account", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Kenji works for Fernhill Foods.\n- Cedar Retail Group was founded in 1989.\n- Tobias reports to Sanne.\n- Leila works for Helios Logistics.\n- Viktor reports to Tobias.\n- Helios Logistics was founded in 1978.\n- Anders reports to Leila.\n- Anders works for Helios Logistics.\n- Amara works for Fernhill Foods.\n- Sanne reports to Kenji.\n- Callum works for Cedar Retail Group.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Cedar Retail Group is headquartered in Adelaide.\n- Jonas reports to Amara.\n- Leila reports to Jonas.\n- Callum reports to Anders.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Viktor.\n- Beacon Insurance was founded in 1979.\n- Tobias works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Porto.\n- Fernhill Foods was founded in 2013.\n- Jonas works for Beacon Insurance.\n- Amara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Mei works for Lattice Analytics.\n- Mei reports to Sofia.\n- Jonas works for Vantage Air.\n- Ravi reports to Hana.\n- Mateo reports to Yuki.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Ravi.\n- Beacon Insurance was founded in 1996.\n- Hana reports to Priya.\n- Yuki reports to Wren.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Tessa works for Pinnacle Software.\n- Mateo works for Beacon Insurance.\n- Tessa reports to Mateo.\n- Vantage Air was founded in 1983.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tallinn.\n- Priya reports to Tessa.\n- Chiara reports to Jonas.\n- Jonas reports to Emeka.\n- Hana works for Beacon Insurance.\n- Wren works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Vantage Air is headquartered in Tallinn.\n- Pinnacle Software was founded in 2004.\n- Emeka reports to Mei.\n- Lattice Analytics was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1999", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12268", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Tobias works for Summit Energy.\n- Mateo reports to Hana.\n- Dmitri works for Summit Energy.\n- Bluepine Aviation is headquartered in Turku.\n- Mateo works for Summit Energy.\n- Dmitri reports to Omar.\n- Mei works for Crescent Telecom.\n- Tobias reports to Mateo.\n- Crescent Telecom is headquartered in Nagoya.\n- Deshawn reports to Dmitri.\n- Cedar Retail Group is headquartered in Leeds.\n- Summit Energy is headquartered in Turku.\n- Omar reports to Sanne.\n- Crescent Telecom was founded in 2001.\n- Summit Energy was founded in 2003.\n- Stefan reports to Tobias.\n- Chiara reports to Mei.\n- Deshawn works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Hana reports to Elena.\n- Sanne works for Summit Energy.\n- Elena reports to Deshawn.\n- Mei reports to Ravi.\n- Chiara works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Sanne reports to Chiara.\n- Bluepine Aviation was founded in 1983.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Nadia.\n- Viktor reports to Emeka.\n- Emeka reports to Stefan.\n- Nadia reports to Viktor.\n- Crescent Telecom was founded in 2012.\n- Priya works for Beacon Insurance.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 1983.\n- Viktor works for Atlas Freight.\n- Sofia reports to Priya.\n- Sofia works for Cobalt Health.\n- Zoya reports to Yuki.\n- Yuki reports to Tobias.\n- Atlas Freight is headquartered in Adelaide.\n- Yuki works for Crescent Telecom.\n- Tobias reports to Sanne.\n- Beacon Insurance was founded in 1994.\n- Stefan reports to Sofia.\n- Zoya works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka works for Beacon Insurance.\n- Stefan works for Crescent Telecom.\n- Tobias works for Atlas Freight.\n- Cobalt Health was founded in 2011.\n- Crescent Telecom is headquartered in Adelaide.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12271", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12272", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4494: employee Mara S., hired 09 November 2022, separated 18 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4494?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Mateo works for Lattice Analytics.\n- Hana reports to Nadia.\n- Ingrid works for Cobalt Health.\n- Kenji reports to Hana.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sanne reports to Ingrid.\n- Tessa works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Kenji works for Atlas Freight.\n- Ingrid reports to Kenji.\n- Lattice Analytics is headquartered in Brno.\n- Tobias works for Lattice Analytics.\n- Sofia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1999.\n- Callum reports to Bruno.\n- Hana works for Lattice Analytics.\n- Bruno works for Ironwood Manufacturing.\n- Nadia works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Mateo reports to Tobias.\n- Nadia reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Mateo.\n- Bruno reports to Sofia.\n- Tobias reports to Sanne.\n- Atlas Freight was founded in 2014.\n- Lattice Analytics was founded in 1989.\n- Cobalt Health was founded in 2000.\n- Tessa reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Valencia", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12274", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2559: employee Mateo M., hired 30 December 2022, separated 29 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2559?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12275", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12276", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6474: employee Elena M., hired 10 April 2022, separated 09 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6474?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Pablo.\n- Tessa works for Atlas Freight.\n- Tessa reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Callum.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Brno.\n- Vantage Air is headquartered in Brno.\n- Zoya reports to Dmitri.\n- Crescent Telecom is headquartered in Turku.\n- Callum works for Crescent Telecom.\n- Atlas Freight is headquartered in Turku.\n- Deshawn reports to Elena.\n- Atlas Freight was founded in 2007.\n- Elena reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Vantage Air was founded in 1992.\n- Chiara works for Vantage Air.\n- Chiara reports to Tessa.\n- Crescent Telecom was founded in 1984.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12278", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8536: employee Chiara B., hired 24 December 2022, separated 14 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8536?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2011.\n- Mateo reports to Jonas.\n- Northwind Systems is headquartered in Dunedin.\n- Zoya works for Northwind Systems.\n- Aisha reports to Mateo.\n- Zoya reports to Aisha.\n- Ingrid works for Cobalt Health.\n- Leila works for Northwind Systems.\n- Aisha works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Vantage Air was founded in 1980.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Leila reports to Mara.\n- Jonas reports to Ingrid.\n- Mara reports to Hana.\n- Cobalt Health was founded in 1976.\n- Mateo works for Beacon Insurance.\n- Northwind Systems was founded in 2003.\n- Jonas works for Northwind Systems.\n- Mara works for Vantage Air.\n- Felix works for Northwind Systems.\n- Beacon Insurance is headquartered in Cork.\n- Felix reports to Viktor.\n- Ingrid reports to Leila.\n- Viktor reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sanne.\n- Summit Energy was founded in 2007.\n- Lattice Analytics was founded in 2000.\n- Leila works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Turku.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Basel.\n- Sofia reports to Ingrid.\n- Mateo works for Summit Energy.\n- Amara reports to Pablo.\n- Dmitri reports to Leila.\n- Elena reports to Priya.\n- Northwind Systems is headquartered in Turku.\n- Amara works for Northwind Systems.\n- Elena works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Pablo reports to Anders.\n- Sanne works for Summit Energy.\n- Anders works for Lattice Analytics.\n- Pablo works for Northwind Systems.\n- Sanne reports to Tobias.\n- Northwind Systems was founded in 1986.\n- Anders reports to Elena.\n- Ironwood Manufacturing was founded in 2004.\n- Sofia works for Ironwood Manufacturing.\n- Leila reports to Sofia.\n- Tobias reports to Dmitri.\n- Summit Energy is headquartered in Bergen.\n- Ingrid reports to Amara.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12281", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12282", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8707: employee Kenji A., hired 17 March 2024, separated 10 June 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-8707 under the controlling rules.", "criteria": {"0": "$5,077", "1": "$9,231", "2": "$11,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Helios Logistics is headquartered in Leeds.\n- Emeka reports to Viktor.\n- Tessa works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 1975.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Mara reports to Tessa.\n- Viktor works for Bluepine Aviation.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 1990.\n- Bruno works for Bluepine Aviation.\n- Viktor reports to Bruno.\n- Emeka works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Bluepine Aviation was founded in 2006.\n- Ravi reports to Kenji.\n- Cedar Retail Group was founded in 1996.\n- Tessa reports to Amara.\n- Mara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Valencia.\n- Kenji reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sofia.\n- Tessa works for Beacon Insurance.\n- Bluepine Aviation was founded in 1997.\n- Omar works for Summit Energy.\n- Felix reports to Sanne.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tobias reports to Bruno.\n- Sanne reports to Omar.\n- Sofia reports to Felix.\n- Bruno works for Bluepine Aviation.\n- Omar reports to Tessa.\n- Tobias works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Austin.\n- Elena works for Ironwood Manufacturing.\n- Tessa reports to Elena.\n- Sofia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2005.\n- Summit Energy is headquartered in Austin.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy was founded in 2013.\n- Felix works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1982.\n- Ironwood Manufacturing is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1981.\n- Tessa reports to Mei.\n- Beacon Insurance was founded in 2006.\n- Pablo works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Leeds.\n- Mei works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1990.\n- Deshawn reports to Pablo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Yuki reports to Dmitri.\n- Mei reports to Sofia.\n- Omar works for Cobalt Health.\n- Wren reports to Tessa.\n- Yuki works for Cobalt Health.\n- Beacon Insurance is headquartered in Lyon.\n- Helios Logistics was founded in 2001.\n- Dmitri reports to Wren.\n- Cobalt Health is headquartered in Lyon.\n- Wren works for Ironwood Manufacturing.\n- Pablo reports to Omar.\n- Tessa works for Cobalt Health.\n- Omar reports to Leila.\n- Jonas works for Beacon Insurance.\n- Jonas reports to Anders.\n- Sofia works for Beacon Insurance.\n- Anders works for Ironwood Manufacturing.\n- Leila reports to Yuki.\n- Deshawn works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Anders reports to Deshawn.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12286", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1979.\n- Cedar Retail Group is headquartered in Malmo.\n- Priya reports to Zoya.\n- Cobalt Health is headquartered in Malmo.\n- Ravi works for Cobalt Health.\n- Deshawn reports to Mara.\n- Mara works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Omar reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Zoya works for Cedar Retail Group.\n- Elena reports to Omar.\n- Leila works for Cedar Retail Group.\n- Priya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Ravi reports to Priya.\n- Crescent Telecom was founded in 1999.\n- Cedar Retail Group was founded in 1976.\n- Deshawn works for Ironwood Manufacturing.\n- Zoya reports to Elena.\n- Omar works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12288", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12289", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3502: employee Dmitri A., hired 22 October 2020, separated 08 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3502?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12290", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12291", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7418: employee Priya T., hired 17 March 2021, separated 06 November 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7418?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12292", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12293", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12294", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3910: employee Mateo M., hired 19 August 2023, separated 14 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3910?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12295", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8356: employee Ravi S., hired 29 December 2022, separated 12 June 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-8356 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$8,100", "2": "$7,600", "3": "$32,933"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12296", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12297", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12298", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2059: employee Aisha T., hired 25 September 2021, separated 07 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2059?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12299", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1222: employee Chiara M., hired 03 May 2024, separated 01 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1222?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12300", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6773: employee Emeka R., hired 07 March 2022, separated 02 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6773?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12301", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12302", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3417: employee Ravi B., hired 10 November 2022, separated 26 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3417?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12303", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12304", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12305", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12306", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 July 2023): For employees hired on or after 15 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3123: employee Hana T., hired 28 September 2022, separated 26 December 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-3123 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$5,775", "2": "$7,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Atlas Freight is headquartered in Oslo.\n- Fernhill Foods was founded in 2002.\n- Mei reports to Dmitri.\n- Priya works for Atlas Freight.\n- Fernhill Foods is headquartered in Lyon.\n- Kenji works for Cedar Retail Group.\n- Omar reports to Mara.\n- Tobias reports to Aisha.\n- Aisha reports to Kenji.\n- Aisha works for Fernhill Foods.\n- Priya reports to Tobias.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cedar Retail Group was founded in 1984.\n- Ironwood Manufacturing was founded in 1975.\n- Mei works for Atlas Freight.\n- Cedar Retail Group is headquartered in Leeds.\n- Atlas Freight was founded in 1994.\n- Tobias works for Atlas Freight.\n- Kenji reports to Mei.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Omar.\n- Omar works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12308", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12309", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12310", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2636: employee Amara R., hired 05 January 2021, separated 08 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2636?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Bruno.\n- Tobias reports to Aisha.\n- Lattice Analytics is headquartered in Tallinn.\n- Lattice Analytics was founded in 2015.\n- Bruno works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Tobias works for Vantage Air.\n- Leila reports to Mei.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Nadia reports to Zoya.\n- Deshawn works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1999.\n- Vantage Air was founded in 2002.\n- Aisha works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2002.\n- Mei reports to Nadia.\n- Northwind Systems is headquartered in Tallinn.\n- Zoya works for Lattice Analytics.\n- Mei works for Vantage Air.\n- Deshawn reports to Tobias.\n- Vantage Air is headquartered in Tallinn.\n- Zoya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "2005", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Nagoya.\n- Elena reports to Hana.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Callum works for Summit Energy.\n- Kenji reports to Anders.\n- Anders reports to Tessa.\n- Elena works for Summit Energy.\n- Amara reports to Jonas.\n- Anders works for Vantage Air.\n- Hana reports to Kenji.\n- Dmitri works for Crescent Telecom.\n- Vantage Air is headquartered in Nagoya.\n- Crescent Telecom was founded in 2002.\n- Priya works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.\n- Kenji works for Summit Energy.\n- Callum reports to Priya.\n- Dmitri reports to Elena.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 1982.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Lattice Analytics was founded in 1978.\n- Tessa reports to Amara.\n- Hana works for Crescent Telecom.\n- Priya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1978.\n- Lattice Analytics is headquartered in Halifax.\n- Deshawn reports to Wren.\n- Deshawn works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Lucia works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Meridian Bank is headquartered in Halifax.\n- Wren reports to Jonas.\n- Bruno reports to Ravi.\n- Ravi works for Meridian Bank.\n- Jonas works for Lattice Analytics.\n- Lucia reports to Bruno.\n- Yuki reports to Mei.\n- Pinnacle Software is headquartered in Ghent.\n- Mei reports to Lucia.\n- Mei works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Pinnacle Software was founded in 1994.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Jonas reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12314", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Leila works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Mateo reports to Amara.\n- Sofia works for Fernhill Foods.\n- Leila reports to Mei.\n- Ravi works for Fernhill Foods.\n- Priya reports to Sofia.\n- Aisha works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2001.\n- Meridian Bank is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sanne reports to Ravi.\n- Sofia reports to Leila.\n- Mei reports to Ingrid.\n- Ingrid reports to Sanne.\n- Fernhill Foods was founded in 1975.\n- Aisha reports to Priya.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1979.\n- Mateo works for Crescent Telecom.\n- Meridian Bank was founded in 2009.\n- Ravi reports to Mateo.\n- Sanne works for Fernhill Foods.\n- Priya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12317", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 September 2025): For employees hired on or after 30 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4272: employee Chiara M., hired 09 December 2023, separated 05 June 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4272?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12318", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 2, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8260: employee Tobias A., hired 12 September 2021, separated 18 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8260?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12319", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12320", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Felix.\n- Beacon Insurance is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Felix reports to Emeka.\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Omar.\n- Deshawn reports to Stefan.\n- Omar reports to Anders.\n- Emeka reports to Chiara.\n- Felix works for Beacon Insurance.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Hana reports to Tobias.\n- Meridian Bank is headquartered in Porto.\n- Anders works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Tessa works for Bluepine Aviation.\n- Beacon Insurance was founded in 1992.\n- Chiara reports to Tessa.\n- Emeka works for Meridian Bank.\n- Tessa reports to Hana.\n- Bluepine Aviation is headquartered in Valencia.\n- Bluepine Aviation was founded in 1987.\n- Chiara works for Beacon Insurance.\n- Deshawn works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1995.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12322", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5364: employee Emeka S., hired 07 May 2022, separated 27 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5364?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12323", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to text someone", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12324", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5537: employee Chiara K., hired 01 January 2021, separated 27 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5537?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12325", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12326", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Weather — asks about weather", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12327", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3296: employee Leila A., hired 07 October 2023, separated 03 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-3296?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12328", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6959: employee Felix R., hired 22 September 2024, separated 20 October 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6959?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12329", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2274: employee Mei R., hired 31 January 2021, separated 26 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-2274 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$8,538", "2": "$7,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12330", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12331", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 52848 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12332", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12333", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12334", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8983: employee Leila M., hired 13 October 2022, separated 10 February 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8983?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12335", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2130: employee Mei R., hired 12 February 2024, separated 31 May 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-2130 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$2,337", "2": "$10,885", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12336", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 December 2022): For employees hired on or after 05 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6142: employee Yuki T., hired 20 October 2021, separated 08 April 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-6142 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$9,731", "2": "$6,923", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Hana.\n- Cobalt Health was founded in 2010.\n- Northwind Systems was founded in 1993.\n- Tessa works for Crescent Telecom.\n- Hana reports to Felix.\n- Northwind Systems is headquartered in Cork.\n- Felix reports to Aisha.\n- Tessa reports to Emeka.\n- Cobalt Health is headquartered in Dunedin.\n- Ravi reports to Sanne.\n- Crescent Telecom was founded in 1984.\n- Sanne works for Summit Energy.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Pablo works for Northwind Systems.\n- Pablo reports to Ravi.\n- Leila works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 2004.\n- Emeka works for Northwind Systems.\n- Aisha reports to Deshawn.\n- Felix works for Summit Energy.\n- Hana works for Crescent Telecom.\n- Sanne reports to Leila.\n- Ravi works for Summit Energy.\n- Deshawn reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12338", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12339", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6349: employee Ravi K., hired 04 May 2023, separated 17 June 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-6349 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$10,885", "3": "$8,567"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Lucia reports to Emeka.\n- Meridian Bank was founded in 1989.\n- Tobias reports to Deshawn.\n- Crescent Telecom was founded in 2009.\n- Mateo reports to Tessa.\n- Tessa works for Atlas Freight.\n- Emeka reports to Tobias.\n- Atlas Freight was founded in 1976.\n- Lucia works for Meridian Bank.\n- Sofia reports to Lucia.\n- Helios Logistics was founded in 1991.\n- Mateo works for Atlas Freight.\n- Deshawn reports to Mateo.\n- Tessa reports to Kenji.\n- Atlas Freight is headquartered in Turku.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Deshawn works for Atlas Freight.\n- Meridian Bank is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Helios Logistics is headquartered in Bergen.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Bruno.\n- Pinnacle Software was founded in 1983.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Omar reports to Hana.\n- Elena works for Atlas Freight.\n- Stefan works for Pinnacle Software.\n- Aisha works for Atlas Freight.\n- Omar works for Helios Logistics.\n- Bruno works for Ironwood Manufacturing.\n- Elena reports to Dmitri.\n- Ingrid reports to Stefan.\n- Ingrid works for Pinnacle Software.\n- Atlas Freight is headquartered in Oslo.\n- Bruno reports to Omar.\n- Ironwood Manufacturing was founded in 1991.\n- Helios Logistics was founded in 2013.\n- Hana reports to Ingrid.\n- Pinnacle Software is headquartered in Oslo.\n- Aisha reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2016", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12342", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8200: employee Wren R., hired 14 July 2020, separated 08 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8200?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12343", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Mateo works for Cobalt Health.\n- Jonas reports to Sanne.\n- Anders reports to Mateo.\n- Hana works for Vantage Air.\n- Callum reports to Bruno.\n- Viktor reports to Yuki.\n- Yuki reports to Dmitri.\n- Sofia reports to Amara.\n- Cobalt Health is headquartered in Malmo.\n- Cobalt Health was founded in 1983.\n- Crescent Telecom is headquartered in Leeds.\n- Anders works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Mateo reports to Sofia.\n- Sofia works for Vantage Air.\n- Amara reports to Callum.\n- Bruno reports to Hana.\n- Cedar Retail Group was founded in 2012.\n- Jonas works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Crescent Telecom was founded in 1977.\n- Vantage Air was founded in 1979.\n- Cedar Retail Group is headquartered in Leeds.\n- Sanne reports to Viktor.\n- Bruno works for Vantage Air.\n- Viktor works for Cedar Retail Group.\n- Callum works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Dmitri reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12345", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 95758 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12346", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5530: employee Kenji R., hired 08 March 2023, separated 05 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5530?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12347", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12348", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12349", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6412: employee Mateo B., hired 23 November 2023, separated 11 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6412?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12350", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9931: employee Anders M., hired 26 October 2022, separated 31 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9931?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12351", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12352", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12353", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Aisha.\n- Anders works for Northwind Systems.\n- Bluepine Aviation is headquartered in Oslo.\n- Leila works for Vantage Air.\n- Nadia works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Northwind Systems was founded in 1983.\n- Stefan works for Bluepine Aviation.\n- Anders reports to Zoya.\n- Vantage Air is headquartered in Porto.\n- Mei works for Bluepine Aviation.\n- Pablo reports to Mei.\n- Northwind Systems is headquartered in Porto.\n- Aisha reports to Leila.\n- Nadia reports to Pablo.\n- Atlas Freight was founded in 2000.\n- Zoya reports to Stefan.\n- Vantage Air was founded in 2005.\n- Atlas Freight is headquartered in Porto.\n- Aisha works for Vantage Air.\n- Leila reports to Nadia.\n- Bluepine Aviation was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12355", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Ravi reports to Leila.\n- Meridian Bank is headquartered in Nagoya.\n- Lucia works for Beacon Insurance.\n- Felix works for Crescent Telecom.\n- Lucia reports to Anders.\n- Anders works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Leila reports to Omar.\n- Ravi works for Meridian Bank.\n- Omar reports to Kenji.\n- Lattice Analytics is headquartered in Turku.\n- Kenji reports to Hana.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics was founded in 2008.\n- Hana reports to Wren.\n- Wren reports to Sofia.\n- Omar works for Lattice Analytics.\n- Felix reports to Sanne.\n- Wren works for Beacon Insurance.\n- Sofia reports to Lucia.\n- Stefan works for Lattice Analytics.\n- Crescent Telecom is headquartered in Turku.\n- Crescent Telecom was founded in 1987.\n- Sanne works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Anders reports to Stefan.\n- Stefan reports to Felix.\n- Kenji works for Lattice Analytics.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12357", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7381: employee Sanne S., hired 24 November 2023, separated 27 November 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-7381 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$2,596", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12358", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Basel.\n- Sanne reports to Priya.\n- Stefan reports to Ingrid.\n- Bluepine Aviation was founded in 1998.\n- Vantage Air was founded in 2006.\n- Vantage Air is headquartered in Valencia.\n- Priya works for Bluepine Aviation.\n- Atlas Freight was founded in 1988.\n- Stefan works for Atlas Freight.\n- Tessa reports to Elena.\n- Elena works for Atlas Freight.\n- Sanne works for Bluepine Aviation.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.\n- Felix works for Bluepine Aviation.\n- Felix reports to Sanne.\n- Cedar Retail Group was founded in 1984.\n- Priya reports to Viktor.\n- Viktor works for Vantage Air.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid reports to Felix.\n- Viktor reports to Tessa.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12360", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7985: employee Callum A., hired 04 March 2024, separated 24 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7985?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12361", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4285: employee Chiara M., hired 22 February 2025, separated 03 January 2027 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4285?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Priya reports to Sofia.\n- Zoya reports to Felix.\n- Priya works for Atlas Freight.\n- Emeka reports to Zoya.\n- Leila works for Atlas Freight.\n- Elena works for Fernhill Foods.\n- Sofia reports to Leila.\n- Sofia works for Fernhill Foods.\n- Zoya works for Summit Energy.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1984.\n- Northwind Systems was founded in 1990.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Yuki works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Leila reports to Sanne.\n- Summit Energy was founded in 1985.\n- Viktor reports to Priya.\n- Yuki reports to Elena.\n- Fernhill Foods is headquartered in Tallinn.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Elena reports to Viktor.\n- Summit Energy is headquartered in Halifax.\n- Felix reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom was founded in 1986.\n- Mateo reports to Felix.\n- Lucia reports to Tessa.\n- Kenji reports to Viktor.\n- Elena works for Cedar Retail Group.\n- Zoya reports to Kenji.\n- Cedar Retail Group was founded in 1984.\n- Zoya works for Crescent Telecom.\n- Tessa works for Meridian Bank.\n- Tessa reports to Chiara.\n- Summit Energy is headquartered in Tallinn.\n- Felix reports to Elena.\n- Leila works for Meridian Bank.\n- Crescent Telecom is headquartered in Adelaide.\n- Kenji works for Meridian Bank.\n- Cedar Retail Group is headquartered in Cork.\n- Felix works for Crescent Telecom.\n- Chiara reports to Mateo.\n- Meridian Bank is headquartered in Dunedin.\n- Meridian Bank was founded in 1984.\n- Viktor reports to Lucia.\n- Wren works for Summit Energy.\n- Lucia works for Meridian Bank.\n- Leila reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Wren reports to Zoya.\n- Mateo works for Summit Energy.\n- Elena reports to Leila.\n- Summit Energy was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12364", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12365", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12366", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 55512 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "track_order", "3": "change_address", "4": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12367", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 November 2022): For employees hired on or after 14 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9212: employee Aisha K., hired 24 November 2021, separated 20 March 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-9212 under the controlling rules.", "criteria": {"0": "$8,808", "1": "$8,308", "2": "$8,438", "3": "$36,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12368", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12369", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12370", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4921: employee Emeka B., hired 14 August 2022, separated 10 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4921?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12371", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 99919, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12372", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sanne.\n- Mara works for Helios Logistics.\n- Anders works for Pinnacle Software.\n- Omar works for Bluepine Aviation.\n- Yuki works for Pinnacle Software.\n- Bluepine Aviation was founded in 1989.\n- Mei works for Bluepine Aviation.\n- Anders reports to Emeka.\n- Hana reports to Leila.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Tessa works for Bluepine Aviation.\n- Helios Logistics was founded in 1988.\n- Mateo works for Helios Logistics.\n- Hana works for Pinnacle Software.\n- Meridian Bank was founded in 1993.\n- Leila reports to Omar.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Sanne works for Meridian Bank.\n- Mateo reports to Yuki.\n- Emeka reports to Hana.\n- Tessa reports to Anders.\n- Yuki reports to Mei.\n- Pinnacle Software was founded in 2006.\n- Meridian Bank is headquartered in Malmo.\n- Emeka works for Meridian Bank.\n- Kenji reports to Mara.\n- Pinnacle Software is headquartered in Tallinn.\n- Omar reports to Kenji.\n- Sanne reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Deshawn reports to Sanne.\n- Sofia reports to Pablo.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Sanne reports to Mei.\n- Anders reports to Sofia.\n- Pablo reports to Felix.\n- Meridian Bank is headquartered in Austin.\n- Aisha works for Northwind Systems.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha reports to Anders.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Mei reports to Aisha.\n- Sanne works for Northwind Systems.\n- Atlas Freight was founded in 1979.\n- Northwind Systems was founded in 2003.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 1986.\n- Pablo works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Dmitri works for Meridian Bank.\n- Cedar Retail Group was founded in 1995.\n- Beacon Insurance is headquartered in Cork.\n- Aisha works for Beacon Insurance.\n- Fernhill Foods was founded in 1978.\n- Tobias reports to Ravi.\n- Meridian Bank was founded in 2005.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei reports to Dmitri.\n- Tobias works for Meridian Bank.\n- Aisha reports to Bruno.\n- Dmitri reports to Aisha.\n- Mei works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Beacon Insurance was founded in 2004.\n- Fernhill Foods is headquartered in Malmo.\n- Bruno works for Beacon Insurance.\n- Ravi reports to Mateo.\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12376", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12377", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12378", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12379", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12380", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2308: employee Omar A., hired 28 December 2022, separated 16 March 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2308?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12381", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7734: employee Bruno T., hired 02 April 2022, separated 11 May 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-7734 under the controlling rules.", "criteria": {"0": "$12,750", "1": "$12,812", "2": "$11,750", "3": "$55,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12382", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12383", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12384", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12385", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12386", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12387", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2675: employee Yuki A., hired 25 September 2021, separated 07 March 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2675?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12388", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12389", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8949: employee Tessa A., hired 14 August 2021, separated 20 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8949?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8949 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Beacon Insurance is headquartered in Tampere.\n- Aisha reports to Jonas.\n- Callum reports to Hana.\n- Priya works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Hana reports to Aisha.\n- Aisha works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Elena works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Atlas Freight is headquartered in Tampere.\n- Tessa reports to Amara.\n- Helios Logistics was founded in 1999.\n- Elena reports to Priya.\n- Jonas reports to Bruno.\n- Bruno reports to Elena.\n- Beacon Insurance was founded in 2004.\n- Helios Logistics is headquartered in Tampere.\n- Crescent Telecom was founded in 2001.\n- Priya reports to Tessa.\n- Crescent Telecom is headquartered in Tampere.\n- Callum works for Beacon Insurance.\n- Amara reports to Emeka.\n- Atlas Freight was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12391", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6234: employee Sofia K., hired 01 August 2022, separated 30 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6234?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Basel.\n- Chiara reports to Priya.\n- Viktor works for Vantage Air.\n- Zoya works for Vantage Air.\n- Wren works for Meridian Bank.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Meridian Bank was founded in 2012.\n- Vantage Air is headquartered in Basel.\n- Wren reports to Ravi.\n- Sanne reports to Viktor.\n- Lucia reports to Wren.\n- Tobias reports to Pablo.\n- Zoya reports to Sanne.\n- Tobias works for Beacon Insurance.\n- Sanne works for Vantage Air.\n- Beacon Insurance is headquartered in Porto.\n- Chiara works for Vantage Air.\n- Pablo works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Vantage Air was founded in 2002.\n- Viktor reports to Felix.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Mei reports to Chiara.\n- Ravi reports to Zoya.\n- Priya reports to Tobias.\n- Pablo reports to Lucia.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "2000", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12393", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3740: employee Priya T., hired 10 March 2024, separated 05 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3740?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12394", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12395", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9962: employee Yuki K., hired 27 January 2023, separated 14 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-9962 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$4,000", "2": "$13,000", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12396", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4447: employee Tessa K., hired 15 September 2023, separated 02 October 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4447?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12397", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1839: employee Zoya S., hired 24 December 2022, separated 07 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1839?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12398", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7323: employee Mara M., hired 15 July 2021, separated 13 August 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-7323 under the controlling rules.", "criteria": {"0": "$67,600", "1": "$17,600", "2": "$15,500", "3": "$15,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12399", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 10602 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12400", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12401", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12402", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1744: employee Viktor M., hired 13 September 2021, separated 22 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1744?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12403", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12404", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8674: employee Ravi B., hired 12 May 2024, separated 05 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-8674 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$17,333", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12405", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Amara.\n- Dmitri works for Bluepine Aviation.\n- Callum works for Crescent Telecom.\n- Aisha works for Atlas Freight.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Dunedin.\n- Aisha reports to Nadia.\n- Bluepine Aviation is headquartered in Dunedin.\n- Leila reports to Sanne.\n- Lucia reports to Leila.\n- Felix works for Bluepine Aviation.\n- Pablo reports to Callum.\n- Bluepine Aviation was founded in 1986.\n- Atlas Freight was founded in 2012.\n- Dmitri reports to Felix.\n- Amara reports to Lucia.\n- Omar reports to Aisha.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Deshawn works for Fernhill Foods.\n- Deshawn reports to Pablo.\n- Omar works for Fernhill Foods.\n- Crescent Telecom was founded in 1992.\n- Sanne works for Bluepine Aviation.\n- Lucia works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Atlas Freight is headquartered in Oslo.\n- Amara works for Atlas Freight.\n- Crescent Telecom is headquartered in Dunedin.\n- Callum reports to Omar.\n- Sanne reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12407", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1998.\n- Anders reports to Callum.\n- Cobalt Health is headquartered in Ghent.\n- Ravi works for Atlas Freight.\n- Callum works for Cobalt Health.\n- Pablo reports to Emeka.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Nagoya.\n- Callum reports to Omar.\n- Vantage Air was founded in 1987.\n- Omar works for Vantage Air.\n- Yuki works for Cobalt Health.\n- Emeka works for Vantage Air.\n- Dmitri reports to Amara.\n- Pablo works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Yuki reports to Aisha.\n- Atlas Freight is headquartered in Ghent.\n- Amara reports to Pablo.\n- Dmitri works for Atlas Freight.\n- Priya works for Lattice Analytics.\n- Emeka reports to Ravi.\n- Aisha reports to Dmitri.\n- Ravi reports to Anders.\n- Omar reports to Bruno.\n- Amara works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Aisha works for Cobalt Health.\n- Priya reports to Yuki.\n- Atlas Freight was founded in 2002.\n- Cobalt Health was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Mateo reports to Zoya.\n- Chiara works for Crescent Telecom.\n- Aisha reports to Priya.\n- Bluepine Aviation is headquartered in Cork.\n- Priya works for Bluepine Aviation.\n- Tobias works for Fernhill Foods.\n- Crescent Telecom is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Aisha works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Zoya works for Beacon Insurance.\n- Priya reports to Mateo.\n- Jonas reports to Chiara.\n- Zoya reports to Stefan.\n- Stefan works for Fernhill Foods.\n- Leila reports to Anders.\n- Stefan reports to Leila.\n- Beacon Insurance was founded in 1994.\n- Leila works for Beacon Insurance.\n- Anders reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance is headquartered in Cork.\n- Chiara reports to Tobias.\n- Bluepine Aviation was founded in 2009.\n- Fernhill Foods was founded in 1991.\n- Crescent Telecom was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12410", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12411", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12412", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1471: employee Aisha B., hired 05 May 2020, separated 23 July 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1471?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12413", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 30127 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "request_refund", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12414", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12415", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Omar reports to Anders.\n- Atlas Freight is headquartered in Basel.\n- Lucia works for Lattice Analytics.\n- Pinnacle Software was founded in 1990.\n- Leila reports to Deshawn.\n- Kenji reports to Emeka.\n- Lattice Analytics was founded in 2001.\n- Anders works for Atlas Freight.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia reports to Leila.\n- Pinnacle Software is headquartered in Basel.\n- Callum reports to Kenji.\n- Emeka works for Lattice Analytics.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Deshawn works for Lattice Analytics.\n- Fernhill Foods was founded in 1991.\n- Tobias works for Pinnacle Software.\n- Callum works for Lattice Analytics.\n- Tobias reports to Lucia.\n- Ingrid reports to Callum.\n- Mei works for Lattice Analytics.\n- Mei reports to Tobias.\n- Emeka reports to Mei.\n- Anders reports to Ingrid.\n- Sanne works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Deshawn reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1999", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Pablo.\n- Sanne reports to Tobias.\n- Tobias reports to Felix.\n- Felix reports to Emeka.\n- Pablo works for Cedar Retail Group.\n- Viktor reports to Priya.\n- Anders works for Northwind Systems.\n- Summit Energy is headquartered in Tampere.\n- Helios Logistics was founded in 2004.\n- Wren works for Cedar Retail Group.\n- Northwind Systems is headquartered in Basel.\n- Jonas reports to Mateo.\n- Wren reports to Chiara.\n- Chiara reports to Viktor.\n- Mateo works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Cedar Retail Group was founded in 2007.\n- Summit Energy was founded in 1997.\n- Jonas works for Summit Energy.\n- Felix works for Cedar Retail Group.\n- Mateo reports to Sanne.\n- Emeka reports to Wren.\n- Priya works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Northwind Systems was founded in 1982.\n- Viktor works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Pablo reports to Jonas.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12417", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Leila.\n- Leila works for Helios Logistics.\n- Pablo works for Beacon Insurance.\n- Meridian Bank was founded in 1992.\n- Summit Energy was founded in 1975.\n- Ravi reports to Sofia.\n- Zoya reports to Aisha.\n- Sofia works for Beacon Insurance.\n- Elena works for Helios Logistics.\n- Tobias works for Beacon Insurance.\n- Pablo reports to Tobias.\n- Ravi works for Meridian Bank.\n- Kenji reports to Pablo.\n- Helios Logistics is headquartered in Turku.\n- Beacon Insurance was founded in 1997.\n- Kenji works for Summit Energy.\n- Sofia reports to Nadia.\n- Viktor reports to Ravi.\n- Meridian Bank is headquartered in Turku.\n- Zoya works for Beacon Insurance.\n- Aisha reports to Kenji.\n- Aisha works for Beacon Insurance.\n- Tobias reports to Viktor.\n- Elena reports to Zoya.\n- Omar reports to Elena.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Omar works for Summit Energy.\n- Helios Logistics was founded in 2010.\n- Summit Energy is headquartered in Adelaide.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12419", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6342: employee Tobias R., hired 18 November 2020, separated 08 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6342?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12420", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1056: employee Felix M., hired 08 July 2022, separated 10 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1056?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Tessa works for Fernhill Foods.\n- Crescent Telecom was founded in 2002.\n- Summit Energy was founded in 1994.\n- Wren works for Crescent Telecom.\n- Ravi reports to Tessa.\n- Callum reports to Leila.\n- Bruno reports to Tobias.\n- Summit Energy is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Leeds.\n- Deshawn works for Crescent Telecom.\n- Fernhill Foods is headquartered in Brno.\n- Ravi works for Crescent Telecom.\n- Leila reports to Aisha.\n- Tobias works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Wren reports to Mara.\n- Nadia works for Fernhill Foods.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1990.\n- Deshawn reports to Bruno.\n- Amara works for Summit Energy.\n- Callum works for Crescent Telecom.\n- Amara reports to Wren.\n- Nadia reports to Callum.\n- Aisha reports to Amara.\n- Mara works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Fernhill Foods was founded in 1984.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Stefan works for Pinnacle Software.\n- Meridian Bank was founded in 2006.\n- Mei reports to Mateo.\n- Sofia works for Meridian Bank.\n- Tobias reports to Deshawn.\n- Fernhill Foods was founded in 1976.\n- Mateo works for Meridian Bank.\n- Tobias works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Summit Energy was founded in 1982.\n- Pinnacle Software was founded in 1996.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix reports to Yuki.\n- Yuki works for Summit Energy.\n- Jonas works for Summit Energy.\n- Yuki reports to Viktor.\n- Sofia reports to Jonas.\n- Meridian Bank is headquartered in Austin.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Anders reports to Tobias.\n- Tessa reports to Anders.\n- Viktor works for Pinnacle Software.\n- Mei works for Fernhill Foods.\n- Jonas reports to Felix.\n- Mateo reports to Sofia.\n- Deshawn reports to Mei.\n- Stefan reports to Tessa.\n- Felix works for Meridian Bank.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Chiara reports to Pablo.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 1995.\n- Elena works for Cobalt Health.\n- Lucia reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Priya reports to Kenji.\n- Ironwood Manufacturing was founded in 2005.\n- Emeka reports to Viktor.\n- Cobalt Health is headquartered in Malmo.\n- Emeka works for Cobalt Health.\n- Chiara works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.\n- Meridian Bank was founded in 1986.\n- Meridian Bank is headquartered in Bergen.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Chiara.\n- Elena reports to Lucia.\n- Viktor reports to Priya.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Pablo reports to Elena.\n- Leila reports to Emeka.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12424", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Amara.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri works for Crescent Telecom.\n- Pablo reports to Emeka.\n- Pablo works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tallinn.\n- Crescent Telecom was founded in 1984.\n- Northwind Systems is headquartered in Lyon.\n- Bruno works for Northwind Systems.\n- Yuki works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Tallinn.\n- Viktor works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Viktor reports to Bruno.\n- Amara reports to Viktor.\n- Bruno reports to Zoya.\n- Northwind Systems was founded in 1980.\n- Zoya works for Northwind Systems.\n- Beacon Insurance was founded in 2009.\n- Yuki reports to Dmitri.\n- Bluepine Aviation was founded in 1994.\n- Amara works for Beacon Insurance.\n- Dmitri reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1997", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12426", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8625: employee Dmitri K., hired 29 August 2023, separated 18 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8625?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12427", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 June 2023): For employees hired on or after 09 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8970: employee Ravi S., hired 11 July 2020, separated 26 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8970?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12428", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2998: employee Callum T., hired 11 April 2020, separated 24 February 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-2998 under the controlling rules.", "criteria": {"0": "$16,650", "1": "$17,150", "2": "$17,062", "3": "$74,317"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12429", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Elena reports to Callum.\n- Callum works for Helios Logistics.\n- Vantage Air was founded in 1983.\n- Deshawn reports to Jonas.\n- Emeka reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sanne reports to Emeka.\n- Helios Logistics was founded in 1979.\n- Tessa reports to Elena.\n- Pinnacle Software was founded in 2014.\n- Stefan works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Vantage Air is headquartered in Basel.\n- Jonas reports to Tessa.\n- Ironwood Manufacturing was founded in 2008.\n- Elena works for Ironwood Manufacturing.\n- Zoya reports to Stefan.\n- Pinnacle Software is headquartered in Leeds.\n- Helios Logistics is headquartered in Ghent.\n- Felix reports to Zoya.\n- Emeka works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Jonas works for Pinnacle Software.\n- Tessa works for Helios Logistics.\n- Stefan reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Chiara.\n- Chiara reports to Omar.\n- Meridian Bank was founded in 1996.\n- Fernhill Foods is headquartered in Tampere.\n- Vantage Air was founded in 1986.\n- Emeka reports to Priya.\n- Mara reports to Mei.\n- Priya works for Fernhill Foods.\n- Priya reports to Felix.\n- Vantage Air is headquartered in Tampere.\n- Fernhill Foods was founded in 2010.\n- Chiara works for Fernhill Foods.\n- Mei reports to Hana.\n- Meridian Bank is headquartered in Brno.\n- Cedar Retail Group is headquartered in Tampere.\n- Mei works for Meridian Bank.\n- Omar works for Cedar Retail Group.\n- Felix reports to Mara.\n- Cedar Retail Group was founded in 1978.\n- Felix works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Emeka works for Meridian Bank.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mara.\n- Mara works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Pinnacle Software was founded in 2015.\n- Leila reports to Omar.\n- Kenji works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Beacon Insurance was founded in 1979.\n- Kenji reports to Aisha.\n- Deshawn works for Summit Energy.\n- Crescent Telecom is headquartered in Halifax.\n- Deshawn reports to Leila.\n- Tessa reports to Emeka.\n- Tessa works for Crescent Telecom.\n- Mara reports to Deshawn.\n- Crescent Telecom was founded in 1980.\n- Leila works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Emeka reports to Kenji.\n- Beacon Insurance is headquartered in Cork.\n- Summit Energy is headquartered in Halifax.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12433", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12434", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12435", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12436", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6879: employee Jonas S., hired 05 March 2024, separated 22 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6879?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6879 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12437", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2003.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Wren works for Meridian Bank.\n- Fernhill Foods was founded in 1980.\n- Bruno reports to Mara.\n- Ravi reports to Pablo.\n- Anders works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1996.\n- Ravi works for Ironwood Manufacturing.\n- Viktor reports to Hana.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Hana works for Ironwood Manufacturing.\n- Hana reports to Ravi.\n- Bruno works for Ironwood Manufacturing.\n- Mara reports to Wren.\n- Anders reports to Viktor.\n- Pablo works for Meridian Bank.\n- Bluepine Aviation was founded in 1983.\n- Meridian Bank is headquartered in Lyon.\n- Pablo reports to Bruno.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Felix reports to Tessa.\n- Aisha works for Lattice Analytics.\n- Beacon Insurance is headquartered in Brno.\n- Elena works for Lattice Analytics.\n- Ravi reports to Aisha.\n- Cobalt Health is headquartered in Lyon.\n- Yuki reports to Ravi.\n- Northwind Systems is headquartered in Lyon.\n- Felix works for Northwind Systems.\n- Lattice Analytics is headquartered in Turku.\n- Beacon Insurance was founded in 2009.\n- Elena reports to Bruno.\n- Kenji works for Northwind Systems.\n- Lattice Analytics was founded in 2002.\n- Tessa reports to Elena.\n- Kenji reports to Yuki.\n- Bruno works for Cobalt Health.\n- Northwind Systems was founded in 1983.\n- Tessa works for Cobalt Health.\n- Bruno reports to Kenji.\n- Cobalt Health was founded in 1976.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12440", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12441", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12442", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2006.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Bruno works for Summit Energy.\n- Lucia reports to Viktor.\n- Aisha reports to Deshawn.\n- Amara works for Cedar Retail Group.\n- Beacon Insurance was founded in 1989.\n- Callum reports to Aisha.\n- Beacon Insurance is headquartered in Nagoya.\n- Tobias works for Cobalt Health.\n- Deshawn reports to Dmitri.\n- Summit Energy was founded in 1976.\n- Viktor works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Tobias.\n- Viktor reports to Bruno.\n- Amara reports to Elena.\n- Elena reports to Lucia.\n- Cobalt Health is headquartered in Nagoya.\n- Lucia works for Summit Energy.\n- Callum works for Cobalt Health.\n- Summit Energy is headquartered in Cork.\n- Tobias reports to Amara.\n- Aisha works for Summit Energy.\n- Elena works for Cobalt Health.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12444", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3111: employee Sanne M., hired 01 May 2021, separated 06 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3111?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12445", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1437: employee Kenji K., hired 18 August 2021, separated 26 July 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1437?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Kenji.\n- Nadia reports to Bruno.\n- Emeka works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Aisha reports to Tobias.\n- Yuki reports to Nadia.\n- Crescent Telecom is headquartered in Cork.\n- Nadia works for Helios Logistics.\n- Aisha works for Crescent Telecom.\n- Helios Logistics is headquartered in Adelaide.\n- Leila works for Cedar Retail Group.\n- Bruno reports to Emeka.\n- Northwind Systems is headquartered in Basel.\n- Cedar Retail Group is headquartered in Bergen.\n- Emeka reports to Aisha.\n- Kenji works for Crescent Telecom.\n- Cedar Retail Group was founded in 2012.\n- Northwind Systems was founded in 1978.\n- Crescent Telecom was founded in 1985.\n- Kenji reports to Yuki.\n- Helios Logistics was founded in 2014.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12447", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 7212 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12448", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12449", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1997.\n- Bruno works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tampere.\n- Jonas reports to Aisha.\n- Pinnacle Software is headquartered in Bergen.\n- Pablo works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas works for Pinnacle Software.\n- Aisha works for Cedar Retail Group.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1998.\n- Helios Logistics is headquartered in Leeds.\n- Chiara works for Ironwood Manufacturing.\n- Mara reports to Zoya.\n- Cedar Retail Group was founded in 2008.\n- Aisha reports to Chiara.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Callum.\n- Zoya reports to Bruno.\n- Callum reports to Pablo.\n- Ironwood Manufacturing was founded in 2015.\n- Pablo reports to Jonas.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12451", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12452", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Pinnacle Software is headquartered in Austin.\n- Priya works for Pinnacle Software.\n- Zoya reports to Felix.\n- Bruno reports to Dmitri.\n- Lucia reports to Stefan.\n- Amara reports to Bruno.\n- Pinnacle Software was founded in 1983.\n- Lucia works for Pinnacle Software.\n- Emeka reports to Priya.\n- Stefan works for Lattice Analytics.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1994.\n- Priya reports to Amara.\n- Zoya works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Felix reports to Emeka.\n- Felix works for Atlas Freight.\n- Dmitri reports to Lucia.\n- Stefan reports to Jonas.\n- Lattice Analytics is headquartered in Basel.\n- Lattice Analytics was founded in 1978.\n- Bruno works for Pinnacle Software.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Emeka works for Atlas Freight.\n- Cobalt Health was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Amara reports to Callum.\n- Crescent Telecom was founded in 1988.\n- Pinnacle Software is headquartered in Basel.\n- Mateo works for Meridian Bank.\n- Jonas works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Mara works for Meridian Bank.\n- Callum reports to Ravi.\n- Pablo reports to Mateo.\n- Ravi reports to Mara.\n- Deshawn works for Crescent Telecom.\n- Meridian Bank is headquartered in Ghent.\n- Emeka works for Crescent Telecom.\n- Meridian Bank was founded in 1983.\n- Mei works for Meridian Bank.\n- Nadia works for Crescent Telecom.\n- Amara works for Meridian Bank.\n- Mei reports to Amara.\n- Cedar Retail Group was founded in 2001.\n- Callum works for Crescent Telecom.\n- Jonas reports to Mei.\n- Omar reports to Jonas.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo works for Crescent Telecom.\n- Ravi works for Pinnacle Software.\n- Nadia reports to Emeka.\n- Pinnacle Software was founded in 1988.\n- Mateo reports to Deshawn.\n- Mara reports to Nadia.\n- Emeka reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12456", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Pinnacle Software was founded in 1988.\n- Nadia reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health is headquartered in Turku.\n- Bluepine Aviation is headquartered in Turku.\n- Ingrid reports to Lucia.\n- Zoya reports to Sanne.\n- Cobalt Health was founded in 1994.\n- Sanne works for Vantage Air.\n- Wren works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Malmo.\n- Lucia reports to Nadia.\n- Bluepine Aviation was founded in 1990.\n- Vantage Air is headquartered in Tallinn.\n- Tessa works for Cobalt Health.\n- Nadia works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Sanne reports to Tessa.\n- Tessa reports to Ingrid.\n- Dmitri reports to Wren.\n- Vantage Air was founded in 1997.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Dmitri.\n- Stefan reports to Amara.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 1992.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Mateo works for Atlas Freight.\n- Jonas reports to Bruno.\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Pablo.\n- Aisha reports to Callum.\n- Callum reports to Mateo.\n- Kenji works for Lattice Analytics.\n- Mateo reports to Stefan.\n- Jonas works for Atlas Freight.\n- Beacon Insurance is headquartered in Brno.\n- Lattice Analytics was founded in 1990.\n- Dmitri works for Lattice Analytics.\n- Amara reports to Jonas.\n- Bruno works for Meridian Bank.\n- Beacon Insurance was founded in 2002.\n- Dmitri reports to Kenji.\n- Amara works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Atlas Freight was founded in 1990.\n- Pablo works for Meridian Bank.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12459", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tampere.\n- Lattice Analytics is headquartered in Lyon.\n- Bluepine Aviation was founded in 2000.\n- Felix reports to Hana.\n- Sofia reports to Viktor.\n- Felix works for Bluepine Aviation.\n- Hana reports to Sofia.\n- Lattice Analytics was founded in 1980.\n- Viktor reports to Kenji.\n- Helios Logistics is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1989.\n- Callum reports to Zoya.\n- Kenji reports to Callum.\n- Zoya works for Helios Logistics.\n- Aisha works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Hana works for Helios Logistics.\n- Aisha reports to Felix.\n- Viktor works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Helios Logistics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12460", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1994.\n- Ingrid works for Atlas Freight.\n- Wren works for Cobalt Health.\n- Sanne works for Northwind Systems.\n- Nadia reports to Jonas.\n- Hana reports to Ingrid.\n- Ingrid reports to Mei.\n- Cobalt Health is headquartered in Porto.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Jonas works for Lattice Analytics.\n- Atlas Freight is headquartered in Lyon.\n- Jonas reports to Elena.\n- Mara reports to Nadia.\n- Elena works for Cobalt Health.\n- Lattice Analytics was founded in 2014.\n- Sanne reports to Hana.\n- Atlas Freight was founded in 1996.\n- Hana works for Cobalt Health.\n- Mara works for Atlas Freight.\n- Mei reports to Mara.\n- Lucia reports to Wren.\n- Northwind Systems was founded in 1998.\n- Lucia works for Northwind Systems.\n- Mei works for Cobalt Health.\n- Wren reports to Sanne.\n- Northwind Systems is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1997", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12462", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12463", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 June 2025): For employees hired on or after 12 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3689: employee Viktor S., hired 03 December 2022, separated 02 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3689?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ingrid.\n- Yuki reports to Nadia.\n- Viktor works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.\n- Wren reports to Sofia.\n- Wren works for Pinnacle Software.\n- Cobalt Health was founded in 2007.\n- Northwind Systems was founded in 1977.\n- Kenji reports to Viktor.\n- Sofia reports to Dmitri.\n- Deshawn works for Ironwood Manufacturing.\n- Yuki works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tallinn.\n- Lucia reports to Wren.\n- Ironwood Manufacturing was founded in 2008.\n- Kenji works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Lucia works for Northwind Systems.\n- Mara reports to Sanne.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Ingrid works for Pinnacle Software.\n- Dmitri reports to Yuki.\n- Deshawn reports to Lucia.\n- Northwind Systems is headquartered in Dunedin.\n- Ingrid reports to Kenji.\n- Cobalt Health is headquartered in Tallinn.\n- Viktor reports to Deshawn.\n- Pinnacle Software was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12465", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mara.\n- Chiara works for Meridian Bank.\n- Mara reports to Pablo.\n- Meridian Bank is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Nadia works for Fernhill Foods.\n- Cedar Retail Group was founded in 2008.\n- Priya works for Meridian Bank.\n- Amara works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Cedar Retail Group is headquartered in Dunedin.\n- Meridian Bank was founded in 2008.\n- Mara works for Cedar Retail Group.\n- Pablo reports to Nadia.\n- Chiara reports to Amara.\n- Aisha works for Ironwood Manufacturing.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha reports to Chiara.\n- Priya reports to Aisha.\n- Ironwood Manufacturing was founded in 2007.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12467", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4075: employee Leila M., hired 28 June 2021, separated 01 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4075?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12468", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8160: employee Zoya S., hired 24 May 2020, separated 01 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8160?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12469", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12470", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6395: employee Jonas T., hired 04 September 2024, separated 23 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-6395?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12471", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8722: employee Wren B., hired 04 September 2022, separated 22 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8722?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8722 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Ingrid reports to Wren.\n- Mateo reports to Anders.\n- Ingrid works for Vantage Air.\n- Crescent Telecom is headquartered in Bergen.\n- Stefan works for Crescent Telecom.\n- Wren reports to Stefan.\n- Anders works for Vantage Air.\n- Aisha works for Crescent Telecom.\n- Vantage Air was founded in 1987.\n- Stefan reports to Bruno.\n- Anders reports to Dmitri.\n- Pablo reports to Amara.\n- Amara reports to Mateo.\n- Mateo works for Vantage Air.\n- Amara works for Vantage Air.\n- Mara works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Aisha reports to Pablo.\n- Cedar Retail Group was founded in 1977.\n- Cedar Retail Group is headquartered in Cork.\n- Zoya works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Crescent Telecom was founded in 1997.\n- Vantage Air is headquartered in Bergen.\n- Dmitri works for Crescent Telecom.\n- Beacon Insurance is headquartered in Brno.\n- Wren works for Vantage Air.\n- Mara reports to Zoya.\n- Bruno reports to Mara.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Anders reports to Dmitri.\n- Sofia reports to Kenji.\n- Tessa works for Northwind Systems.\n- Kenji works for Lattice Analytics.\n- Mara works for Vantage Air.\n- Omar works for Northwind Systems.\n- Kenji reports to Sanne.\n- Meridian Bank is headquartered in Halifax.\n- Pablo reports to Anders.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Dmitri reports to Ravi.\n- Sanne reports to Omar.\n- Ravi reports to Priya.\n- Anders works for Vantage Air.\n- Priya reports to Sofia.\n- Vantage Air was founded in 1976.\n- Dmitri works for Northwind Systems.\n- Pablo works for Vantage Air.\n- Priya works for Vantage Air.\n- Zoya reports to Mara.\n- Zoya works for Northwind Systems.\n- Tessa reports to Zoya.\n- Northwind Systems was founded in 1989.\n- Sofia works for Meridian Bank.\n- Omar reports to Tessa.\n- Lattice Analytics is headquartered in Basel.\n- Meridian Bank was founded in 2014.\n- Ravi works for Meridian Bank.\n- Northwind Systems is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Cedar Retail Group was founded in 1986.\n- Bluepine Aviation was founded in 2002.\n- Beacon Insurance is headquartered in Tampere.\n- Cobalt Health was founded in 2015.\n- Stefan works for Bluepine Aviation.\n- Cobalt Health is headquartered in Ghent.\n- Amara works for Cobalt Health.\n- Ingrid works for Cedar Retail Group.\n- Priya reports to Lucia.\n- Viktor reports to Priya.\n- Stefan reports to Nadia.\n- Cedar Retail Group is headquartered in Ghent.\n- Nadia reports to Amara.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 2009.\n- Lucia reports to Stefan.\n- Dmitri reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Tampere.\n- Priya works for Cobalt Health.\n- Dmitri works for Beacon Insurance.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12475", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8972: employee Zoya T., hired 24 May 2019, separated 01 April 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8972?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12476", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12477", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Zoya.\n- Atlas Freight was founded in 1989.\n- Tobias works for Helios Logistics.\n- Crescent Telecom was founded in 2007.\n- Zoya reports to Bruno.\n- Chiara reports to Elena.\n- Elena reports to Tobias.\n- Sanne works for Helios Logistics.\n- Ingrid works for Crescent Telecom.\n- Vantage Air was founded in 2005.\n- Helios Logistics was founded in 2002.\n- Chiara works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Vantage Air is headquartered in Bergen.\n- Lucia works for Helios Logistics.\n- Elena works for Vantage Air.\n- Bruno works for Atlas Freight.\n- Kenji reports to Hana.\n- Bruno reports to Kenji.\n- Zoya works for Helios Logistics.\n- Hana reports to Sanne.\n- Crescent Telecom is headquartered in Bergen.\n- Kenji works for Helios Logistics.\n- Tobias reports to Lucia.\n- Sanne reports to Chiara.\n- Helios Logistics is headquartered in Dunedin.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12479", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2007.\n- Bluepine Aviation is headquartered in Leeds.\n- Yuki reports to Felix.\n- Aisha reports to Yuki.\n- Amara reports to Chiara.\n- Atlas Freight is headquartered in Halifax.\n- Chiara works for Bluepine Aviation.\n- Ingrid reports to Mateo.\n- Meridian Bank was founded in 2000.\n- Meridian Bank is headquartered in Austin.\n- Felix reports to Amara.\n- Bluepine Aviation was founded in 1986.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy was founded in 1976.\n- Yuki works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Mateo reports to Tessa.\n- Summit Energy is headquartered in Valencia.\n- Tessa works for Bluepine Aviation.\n- Aisha works for Atlas Freight.\n- Tessa reports to Aisha.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Leila works for Meridian Bank.\n- Stefan reports to Pablo.\n- Sanne works for Helios Logistics.\n- Sanne reports to Mara.\n- Meridian Bank was founded in 2007.\n- Pablo works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Stefan works for Beacon Insurance.\n- Tobias reports to Stefan.\n- Pablo reports to Sanne.\n- Summit Energy was founded in 1979.\n- Ingrid works for Helios Logistics.\n- Beacon Insurance is headquartered in Cork.\n- Dmitri reports to Ingrid.\n- Bruno works for Meridian Bank.\n- Mara reports to Dmitri.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Leila reports to Viktor.\n- Tobias works for Helios Logistics.\n- Bruno reports to Tobias.\n- Mara works for Helios Logistics.\n- Ingrid reports to Leila.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12482", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 65577, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Bruno reports to Jonas.\n- Northwind Systems was founded in 2003.\n- Leila works for Cobalt Health.\n- Summit Energy is headquartered in Turku.\n- Amara works for Cedar Retail Group.\n- Mateo works for Northwind Systems.\n- Jonas reports to Leila.\n- Felix reports to Tessa.\n- Cobalt Health is headquartered in Cork.\n- Cedar Retail Group was founded in 2000.\n- Summit Energy was founded in 1979.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa reports to Chiara.\n- Sanne reports to Mateo.\n- Chiara works for Northwind Systems.\n- Chiara reports to Amara.\n- Sanne works for Cobalt Health.\n- Priya reports to Lucia.\n- Leila reports to Mei.\n- Mateo reports to Felix.\n- Lucia reports to Sanne.\n- Priya works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Bruno works for Summit Energy.\n- Felix works for Cedar Retail Group.\n- Jonas works for Northwind Systems.\n- Cobalt Health was founded in 1977.\n- Tessa works for Summit Energy.\n- Mei reports to Priya.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12484", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12485", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1792: employee Kenji K., hired 10 October 2021, separated 20 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1792?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12486", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2155: employee Elena B., hired 05 March 2022, separated 14 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2155?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12487", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12488", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4323: employee Leila M., hired 05 March 2024, separated 05 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4323?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12489", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1755: employee Emeka T., hired 26 September 2023, separated 30 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1755?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12490", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Chiara.\n- Jonas reports to Emeka.\n- Ravi works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Pinnacle Software is headquartered in Lyon.\n- Zoya works for Cobalt Health.\n- Lattice Analytics is headquartered in Cork.\n- Amara reports to Zoya.\n- Chiara reports to Bruno.\n- Emeka works for Lattice Analytics.\n- Jonas works for Pinnacle Software.\n- Helios Logistics is headquartered in Lyon.\n- Emeka reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Helios Logistics was founded in 1980.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1979.\n- Lattice Analytics was founded in 2015.\n- Ravi reports to Jonas.\n- Bruno reports to Ravi.\n- Pinnacle Software was founded in 2003.\n- Cobalt Health is headquartered in Lyon.\n- Amara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12492", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Turku.\n- Hana reports to Emeka.\n- Zoya reports to Anders.\n- Cedar Retail Group is headquartered in Turku.\n- Elena works for Cedar Retail Group.\n- Ravi reports to Elena.\n- Anders reports to Deshawn.\n- Sofia reports to Ravi.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Deshawn reports to Sanne.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Zoya works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Sanne reports to Sofia.\n- Hana works for Summit Energy.\n- Sofia works for Ironwood Manufacturing.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.\n- Deshawn works for Ironwood Manufacturing.\n- Summit Energy was founded in 2011.\n- Emeka works for Beacon Insurance.\n- Aisha reports to Zoya.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1978.\n- Emeka reports to Aisha.\n- Sanne works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Zoya.\n- Helios Logistics was founded in 2004.\n- Beacon Insurance was founded in 2012.\n- Dmitri reports to Wren.\n- Callum reports to Amara.\n- Amara works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Anders works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Zoya reports to Anders.\n- Atlas Freight was founded in 1989.\n- Wren reports to Viktor.\n- Meridian Bank is headquartered in Nagoya.\n- Wren works for Helios Logistics.\n- Mei reports to Dmitri.\n- Meridian Bank was founded in 1981.\n- Beacon Insurance is headquartered in Tampere.\n- Viktor works for Meridian Bank.\n- Zoya works for Helios Logistics.\n- Atlas Freight is headquartered in Tampere.\n- Viktor reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12495", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8263: employee Stefan A., hired 18 April 2020, separated 08 June 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-8263 under the controlling rules.", "criteria": {"0": "$27,600", "1": "$25,600", "2": "$110,933", "3": "$25,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12496", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12497", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Summit Energy is headquartered in Tallinn.\n- Ingrid works for Bluepine Aviation.\n- Leila works for Vantage Air.\n- Amara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2009.\n- Vantage Air is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2003.\n- Leila reports to Felix.\n- Tessa reports to Yuki.\n- Amara reports to Anders.\n- Ingrid reports to Emeka.\n- Vantage Air was founded in 1998.\n- Chiara reports to Sofia.\n- Anders works for Vantage Air.\n- Summit Energy was founded in 2002.\n- Nadia works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Dmitri works for Bluepine Aviation.\n- Nadia reports to Amara.\n- Dmitri reports to Nadia.\n- Yuki reports to Leila.\n- Felix reports to Chiara.\n- Bluepine Aviation is headquartered in Leeds.\n- Anders reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12499", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12500", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 4558, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12501", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2344: employee Sofia T., hired 20 August 2022, separated 16 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2344?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12502", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4788: employee Viktor B., hired 24 October 2020, separated 19 April 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4788?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Jonas works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1981.\n- Elena reports to Callum.\n- Ironwood Manufacturing was founded in 1994.\n- Sanne works for Fernhill Foods.\n- Meridian Bank was founded in 1999.\n- Fernhill Foods was founded in 2002.\n- Elena works for Ironwood Manufacturing.\n- Jonas reports to Leila.\n- Fernhill Foods is headquartered in Valencia.\n- Leila works for Crescent Telecom.\n- Mei works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sanne reports to Elena.\n- Lucia reports to Mei.\n- Lucia works for Fernhill Foods.\n- Callum reports to Jonas.\n- Wren reports to Mateo.\n- Aisha reports to Wren.\n- Mei reports to Aisha.\n- Wren works for Meridian Bank.\n- Leila reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Leila.\n- Meridian Bank was founded in 1977.\n- Stefan works for Helios Logistics.\n- Beacon Insurance was founded in 1985.\n- Beacon Insurance is headquartered in Turku.\n- Dmitri works for Helios Logistics.\n- Elena works for Beacon Insurance.\n- Anders reports to Stefan.\n- Bruno works for Helios Logistics.\n- Vantage Air is headquartered in Tampere.\n- Deshawn reports to Pablo.\n- Leila reports to Bruno.\n- Bruno reports to Mara.\n- Aisha works for Vantage Air.\n- Leila works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Anders works for Helios Logistics.\n- Elena reports to Deshawn.\n- Mara works for Helios Logistics.\n- Deshawn works for Beacon Insurance.\n- Helios Logistics was founded in 2003.\n- Viktor works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Stefan reports to Viktor.\n- Meridian Bank is headquartered in Porto.\n- Mara reports to Aisha.\n- Aisha reports to Anders.\n- Helios Logistics is headquartered in Tampere.\n- Viktor reports to Dmitri.\n- Vantage Air was founded in 1991.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Ingrid reports to Emeka.\n- Lattice Analytics was founded in 2000.\n- Priya works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Aisha reports to Jonas.\n- Helios Logistics is headquartered in Malmo.\n- Amara works for Atlas Freight.\n- Wren works for Lattice Analytics.\n- Aisha works for Helios Logistics.\n- Omar reports to Wren.\n- Jonas reports to Deshawn.\n- Lattice Analytics is headquartered in Leeds.\n- Amara reports to Aisha.\n- Mateo reports to Zoya.\n- Beacon Insurance was founded in 2015.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 2011.\n- Wren reports to Priya.\n- Deshawn works for Helios Logistics.\n- Ingrid works for Beacon Insurance.\n- Omar works for Lattice Analytics.\n- Emeka reports to Leila.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Leila reports to Amara.\n- Helios Logistics was founded in 1994.\n- Priya reports to Ingrid.\n- Zoya reports to Omar.\n- Leila works for Atlas Freight.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12506", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1992.\n- Ironwood Manufacturing was founded in 1993.\n- Cedar Retail Group is headquartered in Lyon.\n- Emeka works for Meridian Bank.\n- Vantage Air is headquartered in Ghent.\n- Cedar Retail Group was founded in 1990.\n- Felix reports to Omar.\n- Meridian Bank is headquartered in Basel.\n- Yuki reports to Wren.\n- Anders works for Cedar Retail Group.\n- Emeka reports to Yuki.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Omar works for Meridian Bank.\n- Yuki works for Vantage Air.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Anders reports to Ingrid.\n- Wren reports to Mara.\n- Ingrid reports to Felix.\n- Ingrid works for Cedar Retail Group.\n- Omar reports to Emeka.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Lattice Analytics was founded in 1988.\n- Northwind Systems is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Ghent.\n- Wren reports to Nadia.\n- Hana works for Northwind Systems.\n- Mateo works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Anders works for Summit Energy.\n- Dmitri works for Fernhill Foods.\n- Summit Energy is headquartered in Ghent.\n- Tessa works for Lattice Analytics.\n- Jonas reports to Hana.\n- Tessa reports to Mateo.\n- Jonas works for Summit Energy.\n- Nadia reports to Tessa.\n- Mara reports to Dmitri.\n- Wren works for Summit Energy.\n- Fernhill Foods was founded in 1992.\n- Elena works for Summit Energy.\n- Northwind Systems was founded in 1984.\n- Hana reports to Aisha.\n- Summit Energy was founded in 1998.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri reports to Elena.\n- Elena reports to Jonas.\n- Amara works for Summit Energy.\n- Aisha reports to Anders.\n- Mara works for Summit Energy.\n- Aisha works for Summit Energy.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Tobias works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Pablo reports to Amara.\n- Wren works for Summit Energy.\n- Crescent Telecom is headquartered in Lyon.\n- Wren reports to Tobias.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Kenji works for Lattice Analytics.\n- Amara works for Beacon Insurance.\n- Elena reports to Pablo.\n- Beacon Insurance was founded in 1993.\n- Tobias reports to Viktor.\n- Viktor reports to Kenji.\n- Amara reports to Wren.\n- Mara reports to Elena.\n- Elena works for Summit Energy.\n- Crescent Telecom was founded in 1991.\n- Summit Energy was founded in 1978.\n- Lattice Analytics was founded in 2003.\n- Viktor works for Crescent Telecom.\n- Summit Energy is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1973", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12510", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12511", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6241: employee Hana B., hired 07 May 2024, separated 06 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6241?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12512", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12513", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1613: employee Lucia A., hired 06 January 2022, separated 27 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1613?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12514", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12515", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3903: employee Omar B., hired 21 June 2020, separated 24 December 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-3903 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$11,812", "2": "$11,900", "3": "$51,567"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12516", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1141: employee Amara T., hired 05 March 2023, separated 31 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1141?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12517", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 October 2022): For employees hired on or after 22 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3344: employee Felix R., hired 17 June 2019, separated 24 April 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-3344 under the controlling rules.", "criteria": {"0": "$110,250", "1": "$25,442", "2": "$24,442", "3": "$25,312"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12518", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12519", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 4, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2541: employee Zoya R., hired 23 October 2020, separated 17 June 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2541?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12520", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9925: employee Hana T., hired 01 April 2023, separated 27 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9925?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9925 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Bluepine Aviation is headquartered in Tallinn.\n- Elena reports to Sofia.\n- Dmitri works for Summit Energy.\n- Vantage Air was founded in 1978.\n- Lucia reports to Wren.\n- Summit Energy is headquartered in Bergen.\n- Sofia reports to Priya.\n- Vantage Air is headquartered in Cork.\n- Lattice Analytics is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1991.\n- Sofia works for Lattice Analytics.\n- Priya works for Bluepine Aviation.\n- Amara reports to Bruno.\n- Lucia works for Summit Energy.\n- Wren works for Vantage Air.\n- Dmitri reports to Amara.\n- Bruno works for Bluepine Aviation.\n- Lattice Analytics was founded in 2001.\n- Summit Energy was founded in 1987.\n- Bruno reports to Elena.\n- Elena works for Summit Energy.\n- Wren reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Kenji reports to Ingrid.\n- Emeka works for Ironwood Manufacturing.\n- Viktor reports to Sofia.\n- Tobias reports to Kenji.\n- Wren reports to Viktor.\n- Viktor works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Bergen.\n- Atlas Freight is headquartered in Ghent.\n- Crescent Telecom was founded in 1992.\n- Yuki works for Crescent Telecom.\n- Zoya reports to Yuki.\n- Sofia works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Pinnacle Software is headquartered in Bergen.\n- Zoya works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2007.\n- Yuki reports to Nadia.\n- Kenji works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Sofia reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1987.\n- Ingrid reports to Emeka.\n- Pinnacle Software was founded in 2003.\n- Emeka reports to Zoya.\n- Ironwood Manufacturing is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12523", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12524", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12525", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Wren.\n- Tessa reports to Deshawn.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 2012.\n- Tessa works for Atlas Freight.\n- Meridian Bank was founded in 2008.\n- Amara reports to Felix.\n- Sofia works for Atlas Freight.\n- Lucia reports to Ravi.\n- Atlas Freight is headquartered in Austin.\n- Meridian Bank is headquartered in Austin.\n- Sanne reports to Zoya.\n- Pablo reports to Lucia.\n- Felix reports to Sanne.\n- Deshawn works for Atlas Freight.\n- Zoya works for Beacon Insurance.\n- Tobias reports to Sofia.\n- Sanne works for Beacon Insurance.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Beacon Insurance is headquartered in Turku.\n- Pinnacle Software was founded in 1976.\n- Ravi works for Meridian Bank.\n- Pinnacle Software is headquartered in Austin.\n- Ravi reports to Tessa.\n- Pablo works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Sofia reports to Pablo.\n- Zoya reports to Tobias.\n- Tobias works for Atlas Freight.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Dmitri.\n- Cobalt Health is headquartered in Tampere.\n- Wren reports to Aisha.\n- Anders works for Northwind Systems.\n- Viktor reports to Ravi.\n- Ravi reports to Sanne.\n- Fernhill Foods was founded in 1987.\n- Northwind Systems was founded in 1987.\n- Cobalt Health was founded in 2008.\n- Dmitri reports to Wren.\n- Ravi works for Cobalt Health.\n- Sanne works for Ironwood Manufacturing.\n- Aisha reports to Emeka.\n- Dmitri works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Basel.\n- Emeka works for Ironwood Manufacturing.\n- Viktor works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1982.\n- Sanne reports to Anders.\n- Wren works for Fernhill Foods.\n- Aisha works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Austin.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Elena.\n- Cobalt Health is headquartered in Dunedin.\n- Lucia reports to Aisha.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mara reports to Lucia.\n- Tessa reports to Nadia.\n- Chiara works for Atlas Freight.\n- Cobalt Health was founded in 1986.\n- Tobias reports to Tessa.\n- Atlas Freight is headquartered in Adelaide.\n- Bruno works for Atlas Freight.\n- Bruno reports to Dmitri.\n- Cedar Retail Group was founded in 1987.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2007.\n- Dmitri works for Cedar Retail Group.\n- Tobias works for Cobalt Health.\n- Dmitri reports to Mara.\n- Aisha works for Ironwood Manufacturing.\n- Lucia works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Mara works for Cobalt Health.\n- Nadia reports to Chiara.\n- Atlas Freight was founded in 2015.\n- Nadia works for Cobalt Health.\n- Elena reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12529", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12530", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12531", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "control_lights", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12532", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 80332 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12533", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1740: employee Callum T., hired 16 June 2021, separated 07 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1740?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12534", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ravi.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Deshawn.\n- Vantage Air is headquartered in Nagoya.\n- Anders reports to Zoya.\n- Northwind Systems is headquartered in Oslo.\n- Vantage Air was founded in 1999.\n- Ravi reports to Elena.\n- Deshawn reports to Anders.\n- Zoya works for Atlas Freight.\n- Lattice Analytics was founded in 1989.\n- Lattice Analytics is headquartered in Oslo.\n- Atlas Freight was founded in 2006.\n- Northwind Systems was founded in 2002.\n- Elena works for Lattice Analytics.\n- Nadia works for Northwind Systems.\n- Anders works for Vantage Air.\n- Omar reports to Ingrid.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn works for Vantage Air.\n- Omar works for Vantage Air.\n- Nadia reports to Omar.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12536", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sofia.\n- Sofia works for Cobalt Health.\n- Pinnacle Software was founded in 1975.\n- Priya works for Pinnacle Software.\n- Pablo reports to Amara.\n- Yuki works for Ironwood Manufacturing.\n- Callum works for Northwind Systems.\n- Priya reports to Wren.\n- Cobalt Health is headquartered in Tampere.\n- Yuki reports to Deshawn.\n- Dmitri reports to Yuki.\n- Wren works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Amara reports to Omar.\n- Callum reports to Pablo.\n- Wren reports to Mara.\n- Mara reports to Callum.\n- Omar reports to Dmitri.\n- Deshawn works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2006.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Basel.\n- Deshawn reports to Tessa.\n- Pinnacle Software is headquartered in Lyon.\n- Mara works for Ironwood Manufacturing.\n- Tessa works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Northwind Systems was founded in 2009.\n- Cobalt Health was founded in 2013.\n- Amara works for Cobalt Health.\n- Northwind Systems is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12538", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12539", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 April 2023): For employees hired on or after 07 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4609: employee Nadia B., hired 26 March 2020, separated 15 March 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4609?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Lattice Analytics.\n- Crescent Telecom is headquartered in Austin.\n- Callum works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Felix reports to Priya.\n- Mateo works for Crescent Telecom.\n- Lattice Analytics is headquartered in Valencia.\n- Pablo reports to Anders.\n- Dmitri reports to Hana.\n- Deshawn works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Crescent Telecom was founded in 1985.\n- Emeka works for Crescent Telecom.\n- Mateo reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Pablo works for Lattice Analytics.\n- Atlas Freight is headquartered in Austin.\n- Emeka reports to Callum.\n- Anders reports to Deshawn.\n- Bluepine Aviation is headquartered in Valencia.\n- Hana reports to Felix.\n- Anders works for Bluepine Aviation.\n- Atlas Freight was founded in 2015.\n- Priya works for Lattice Analytics.\n- Bluepine Aviation was founded in 1998.\n- Callum reports to Pablo.\n- Lattice Analytics was founded in 1995.\n- Mei reports to Mateo.\n- Hana works for Atlas Freight.\n- Priya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1988", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1994.\n- Helios Logistics is headquartered in Halifax.\n- Yuki works for Helios Logistics.\n- Vantage Air is headquartered in Leeds.\n- Yuki reports to Jonas.\n- Lucia reports to Priya.\n- Viktor works for Ironwood Manufacturing.\n- Lucia works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Mateo reports to Hana.\n- Meridian Bank is headquartered in Leeds.\n- Hana works for Vantage Air.\n- Meridian Bank was founded in 2002.\n- Hana reports to Anders.\n- Jonas works for Helios Logistics.\n- Priya reports to Viktor.\n- Callum reports to Mateo.\n- Viktor reports to Aisha.\n- Anders works for Meridian Bank.\n- Vantage Air was founded in 1982.\n- Callum works for Ironwood Manufacturing.\n- Aisha reports to Yuki.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Anders reports to Lucia.\n- Mateo works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1996.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Yuki works for Atlas Freight.\n- Vantage Air was founded in 1996.\n- Emeka works for Atlas Freight.\n- Yuki reports to Nadia.\n- Nadia works for Vantage Air.\n- Emeka reports to Jonas.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Vantage Air is headquartered in Basel.\n- Cedar Retail Group was founded in 2015.\n- Elena reports to Emeka.\n- Atlas Freight was founded in 1991.\n- Callum reports to Omar.\n- Elena works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Basel.\n- Lucia reports to Callum.\n- Cedar Retail Group is headquartered in Porto.\n- Omar reports to Yuki.\n- Ironwood Manufacturing was founded in 1983.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Mateo reports to Pablo.\n- Zoya works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Lucia reports to Leila.\n- Deshawn reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.\n- Vantage Air is headquartered in Adelaide.\n- Leila reports to Zoya.\n- Wren reports to Mateo.\n- Cobalt Health is headquartered in Brno.\n- Chiara reports to Lucia.\n- Atlas Freight was founded in 2001.\n- Vantage Air was founded in 1996.\n- Wren works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1987.\n- Pablo works for Cobalt Health.\n- Lucia works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Zoya reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12544", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12545", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.\n- Zoya reports to Kenji.\n- Wren works for Beacon Insurance.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid reports to Anders.\n- Yuki reports to Lucia.\n- Bluepine Aviation is headquartered in Brno.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Yuki.\n- Sanne works for Cobalt Health.\n- Kenji reports to Priya.\n- Bluepine Aviation was founded in 1992.\n- Stefan works for Ironwood Manufacturing.\n- Priya reports to Stefan.\n- Zoya works for Ironwood Manufacturing.\n- Stefan reports to Wren.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Wren reports to Ingrid.\n- Kenji works for Ironwood Manufacturing.\n- Lucia reports to Sanne.\n- Ironwood Manufacturing was founded in 1980.\n- Beacon Insurance is headquartered in Halifax.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Cobalt Health was founded in 1988.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Callum reports to Elena.\n- Yuki works for Northwind Systems.\n- Crescent Telecom was founded in 1994.\n- Callum works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tampere.\n- Pablo reports to Amara.\n- Amara reports to Yuki.\n- Pablo works for Crescent Telecom.\n- Northwind Systems was founded in 2010.\n- Cedar Retail Group was founded in 1997.\n- Anders reports to Dmitri.\n- Dmitri reports to Pablo.\n- Crescent Telecom is headquartered in Tallinn.\n- Elena reports to Leila.\n- Atlas Freight was founded in 1996.\n- Amara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Tampere.\n- Yuki reports to Callum.\n- Anders works for Cedar Retail Group.\n- Northwind Systems is headquartered in Porto.\n- Elena works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1991", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12548", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7779: employee Ravi R., hired 09 March 2022, separated 22 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7779?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12549", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12550", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12551", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4644: employee Jonas M., hired 04 April 2019, separated 04 December 2023 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-4644 under the controlling rules.", "criteria": {"0": "$31,635", "1": "$132,750", "2": "$30,635", "3": "$30,505"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Mei works for Cedar Retail Group.\n- Leila reports to Dmitri.\n- Northwind Systems was founded in 1998.\n- Amara works for Atlas Freight.\n- Cedar Retail Group was founded in 1976.\n- Northwind Systems is headquartered in Turku.\n- Dmitri works for Cedar Retail Group.\n- Leila works for Pinnacle Software.\n- Atlas Freight is headquartered in Turku.\n- Pinnacle Software was founded in 2003.\n- Cedar Retail Group is headquartered in Turku.\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight was founded in 2005.\n- Tobias works for Atlas Freight.\n- Tessa reports to Tobias.\n- Mei reports to Tessa.\n- Tobias reports to Amara.\n- Tessa works for Cedar Retail Group.\n- Amara reports to Bruno.\n- Lucia reports to Leila.\n- Lucia works for Pinnacle Software.\n- Dmitri reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1971", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12553", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12554", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3513: employee Dmitri S., hired 29 June 2020, separated 16 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3513?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12555", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Priya.\n- Viktor works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Priya works for Atlas Freight.\n- Tobias works for Summit Energy.\n- Cedar Retail Group is headquartered in Bergen.\n- Fernhill Foods was founded in 1990.\n- Mara reports to Ravi.\n- Summit Energy is headquartered in Porto.\n- Ravi works for Fernhill Foods.\n- Atlas Freight was founded in 1997.\n- Dmitri reports to Nadia.\n- Viktor reports to Dmitri.\n- Sofia works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Mei works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Nadia reports to Mara.\n- Mara works for Cedar Retail Group.\n- Mei reports to Viktor.\n- Priya reports to Tobias.\n- Tobias reports to Mei.\n- Fernhill Foods is headquartered in Tampere.\n- Ravi reports to Sofia.\n- Summit Energy was founded in 2007.\n- Cedar Retail Group was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2005.\n- Tessa works for Cobalt Health.\n- Priya reports to Tessa.\n- Priya works for Cobalt Health.\n- Sofia reports to Leila.\n- Leila reports to Ingrid.\n- Leila works for Summit Energy.\n- Felix works for Cobalt Health.\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy is headquartered in Cork.\n- Bluepine Aviation was founded in 2007.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Felix.\n- Felix reports to Chiara.\n- Aisha reports to Sofia.\n- Cedar Retail Group was founded in 2014.\n- Cobalt Health is headquartered in Porto.\n- Tessa reports to Aisha.\n- Ingrid works for Bluepine Aviation.\n- Cobalt Health was founded in 1993.\n- Aisha works for Summit Energy.\n- Sofia works for Summit Energy.\n- Bluepine Aviation is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12558", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Anders reports to Mara.\n- Kenji works for Beacon Insurance.\n- Bluepine Aviation was founded in 2015.\n- Fernhill Foods is headquartered in Leeds.\n- Fernhill Foods was founded in 1988.\n- Dmitri reports to Sanne.\n- Bluepine Aviation is headquartered in Bergen.\n- Dmitri works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Anders works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Sanne reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Atlas Freight was founded in 1976.\n- Atlas Freight is headquartered in Valencia.\n- Beacon Insurance was founded in 2006.\n- Deshawn reports to Kenji.\n- Kenji reports to Anders.\n- Emeka reports to Nadia.\n- Emeka works for Bluepine Aviation.\n- Sanne works for Beacon Insurance.\n- Mara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2013", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Pablo reports to Chiara.\n- Ironwood Manufacturing was founded in 2011.\n- Chiara works for Atlas Freight.\n- Ingrid reports to Sofia.\n- Atlas Freight is headquartered in Nagoya.\n- Chiara reports to Ingrid.\n- Bruno works for Cedar Retail Group.\n- Meridian Bank was founded in 1993.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Atlas Freight was founded in 1992.\n- Ingrid works for Atlas Freight.\n- Kenji reports to Pablo.\n- Sofia reports to Nadia.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 1992.\n- Emeka reports to Priya.\n- Nadia works for Meridian Bank.\n- Callum works for Ironwood Manufacturing.\n- Priya reports to Kenji.\n- Sofia works for Cedar Retail Group.\n- Nadia reports to Bruno.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Kenji works for Meridian Bank.\n- Callum reports to Emeka.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 2012.\n- Ingrid works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Pablo reports to Dmitri.\n- Aisha works for Meridian Bank.\n- Wren works for Fernhill Foods.\n- Aisha reports to Wren.\n- Hana reports to Anders.\n- Amara reports to Jonas.\n- Pablo works for Meridian Bank.\n- Ingrid reports to Aisha.\n- Tobias works for Fernhill Foods.\n- Deshawn works for Meridian Bank.\n- Jonas reports to Hana.\n- Tobias reports to Amara.\n- Cobalt Health is headquartered in Oslo.\n- Hana works for Cedar Retail Group.\n- Amara works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Cedar Retail Group was founded in 1978.\n- Wren reports to Pablo.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Cobalt Health was founded in 2015.\n- Anders reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Dmitri reports to Deshawn.\n- Anders works for Cedar Retail Group.\n- Omar reports to Tobias.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Tessa.\n- Tobias reports to Stefan.\n- Lucia reports to Jonas.\n- Sanne works for Meridian Bank.\n- Mara reports to Dmitri.\n- Priya works for Vantage Air.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1982.\n- Jonas reports to Sanne.\n- Jonas works for Lattice Analytics.\n- Meridian Bank is headquartered in Austin.\n- Lucia works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Sanne reports to Priya.\n- Tessa reports to Lucia.\n- Cedar Retail Group was founded in 2011.\n- Vantage Air was founded in 1981.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Stefan works for Meridian Bank.\n- Amara reports to Tobias.\n- Tessa works for Lattice Analytics.\n- Meridian Bank was founded in 1979.\n- Mara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Austin.\n- Priya reports to Amara.\n- Tobias works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12562", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6130: employee Wren M., hired 22 January 2022, separated 10 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-6130 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$5,000", "2": "$21,667", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12563", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3045: employee Dmitri T., hired 27 October 2022, separated 19 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3045?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12564", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2602: employee Sanne B., hired 24 June 2022, separated 24 May 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2602?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Ironwood Manufacturing was founded in 2014.\n- Sanne works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Hana reports to Sanne.\n- Bruno reports to Omar.\n- Yuki reports to Jonas.\n- Helios Logistics is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sanne reports to Bruno.\n- Jonas reports to Pablo.\n- Deshawn reports to Yuki.\n- Helios Logistics was founded in 2015.\n- Vantage Air is headquartered in Brno.\n- Cobalt Health is headquartered in Tampere.\n- Yuki works for Helios Logistics.\n- Pablo reports to Hana.\n- Cobalt Health was founded in 2012.\n- Jonas works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2012", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12566", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12567", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tallinn.\n- Aisha reports to Viktor.\n- Mara works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Mateo reports to Hana.\n- Beacon Insurance is headquartered in Oslo.\n- Priya reports to Mara.\n- Omar works for Lattice Analytics.\n- Beacon Insurance was founded in 1981.\n- Ravi works for Lattice Analytics.\n- Ingrid works for Fernhill Foods.\n- Zoya reports to Mateo.\n- Chiara works for Beacon Insurance.\n- Hana reports to Sofia.\n- Ravi reports to Zoya.\n- Fernhill Foods was founded in 2009.\n- Aisha works for Lattice Analytics.\n- Hana works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Priya.\n- Viktor reports to Ravi.\n- Viktor works for Fernhill Foods.\n- Mateo works for Beacon Insurance.\n- Mara reports to Omar.\n- Lattice Analytics was founded in 1995.\n- Ingrid reports to Chiara.\n- Chiara reports to Aisha.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Beacon Insurance.\n- Cedar Retail Group was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12569", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12570", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3791: employee Tessa S., hired 26 February 2021, separated 09 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3791?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12571", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9917: employee Leila A., hired 26 February 2022, separated 29 July 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-9917 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$11,385", "2": "$45,000", "3": "$9,087"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mateo.\n- Cobalt Health was founded in 1994.\n- Callum reports to Wren.\n- Sanne reports to Tessa.\n- Cobalt Health is headquartered in Basel.\n- Lucia reports to Jonas.\n- Mara works for Meridian Bank.\n- Kenji reports to Mara.\n- Meridian Bank was founded in 1981.\n- Mara reports to Callum.\n- Jonas reports to Aisha.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Brno.\n- Wren reports to Viktor.\n- Callum works for Pinnacle Software.\n- Wren works for Meridian Bank.\n- Viktor works for Summit Energy.\n- Pinnacle Software was founded in 1990.\n- Zoya works for Meridian Bank.\n- Zoya reports to Kenji.\n- Aisha reports to Zoya.\n- Mateo reports to Lucia.\n- Pinnacle Software is headquartered in Oslo.\n- Summit Energy was founded in 1989.\n- Meridian Bank is headquartered in Brno.\n- Mateo works for Meridian Bank.\n- Tessa works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Kenji works for Summit Energy.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12574", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9153: employee Stefan A., hired 25 October 2022, separated 18 February 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-9153 under the controlling rules.", "criteria": {"0": "$49,000", "1": "$9,308", "2": "$11,423", "3": "$11,308"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12575", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 March 2023): For employees hired on or after 14 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6654: employee Callum B., hired 24 July 2020, separated 26 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6654?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12576", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9969: employee Amara M., hired 21 July 2023, separated 03 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9969?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12577", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1998.\n- Tobias works for Fernhill Foods.\n- Viktor reports to Amara.\n- Amara works for Cedar Retail Group.\n- Wren reports to Hana.\n- Tessa reports to Anders.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Tessa.\n- Crescent Telecom was founded in 2003.\n- Amara reports to Wren.\n- Hana works for Vantage Air.\n- Leila reports to Viktor.\n- Wren works for Cedar Retail Group.\n- Jonas reports to Omar.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Vantage Air was founded in 1990.\n- Hana reports to Aisha.\n- Priya works for Crescent Telecom.\n- Fernhill Foods was founded in 2001.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Priya.\n- Priya reports to Jonas.\n- Vantage Air is headquartered in Austin.\n- Omar reports to Tobias.\n- Fernhill Foods is headquartered in Bergen.\n- Jonas works for Cedar Retail Group.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12579", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 45256 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12580", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Sofia reports to Deshawn.\n- Tobias works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Beacon Insurance is headquartered in Leeds.\n- Stefan reports to Felix.\n- Fernhill Foods was founded in 2004.\n- Tobias reports to Stefan.\n- Mateo reports to Mei.\n- Vantage Air was founded in 1990.\n- Dmitri reports to Sofia.\n- Beacon Insurance was founded in 2000.\n- Lucia works for Summit Energy.\n- Mei reports to Ravi.\n- Deshawn works for Beacon Insurance.\n- Felix works for Fernhill Foods.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Stefan works for Vantage Air.\n- Summit Energy is headquartered in Bergen.\n- Felix reports to Dmitri.\n- Vantage Air is headquartered in Halifax.\n- Deshawn reports to Lucia.\n- Lucia reports to Mateo.\n- Dmitri works for Summit Energy.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12582", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Lattice Analytics is headquartered in Lyon.\n- Bluepine Aviation was founded in 1988.\n- Crescent Telecom was founded in 2014.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Leila.\n- Zoya works for Lattice Analytics.\n- Sofia reports to Dmitri.\n- Deshawn reports to Amara.\n- Lattice Analytics was founded in 1994.\n- Mei works for Bluepine Aviation.\n- Leila reports to Wren.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Porto.\n- Zoya reports to Mei.\n- Fernhill Foods is headquartered in Halifax.\n- Amara reports to Stefan.\n- Wren reports to Zoya.\n- Amara works for Crescent Telecom.\n- Elena reports to Deshawn.\n- Leila works for Lattice Analytics.\n- Elena works for Bluepine Aviation.\n- Wren works for Lattice Analytics.\n- Stefan works for Crescent Telecom.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Mei reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12584", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12585", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12586", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6460: employee Ravi K., hired 17 June 2022, separated 11 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6460?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1986.\n- Elena works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Meridian Bank is headquartered in Tampere.\n- Dmitri reports to Anders.\n- Mara reports to Dmitri.\n- Meridian Bank was founded in 1978.\n- Helios Logistics is headquartered in Malmo.\n- Deshawn reports to Aisha.\n- Aisha reports to Priya.\n- Nadia works for Meridian Bank.\n- Mei works for Cedar Retail Group.\n- Callum reports to Sofia.\n- Anders reports to Callum.\n- Deshawn works for Helios Logistics.\n- Callum works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Helios Logistics was founded in 2000.\n- Felix works for Helios Logistics.\n- Priya reports to Nadia.\n- Mara works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Cedar Retail Group is headquartered in Malmo.\n- Elena reports to Deshawn.\n- Sofia reports to Felix.\n- Northwind Systems is headquartered in Basel.\n- Mei reports to Elena.\n- Anders works for Northwind Systems.\n- Cedar Retail Group was founded in 1976.\n- Nadia reports to Mara.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12588", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9120: employee Ravi M., hired 02 August 2021, separated 19 April 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9120?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12589", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-9 (VERSION 7, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 August 2025): For employees hired on or after 06 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2624: employee Lucia B., hired 04 December 2022, separated 15 December 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2624?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12590", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7958: employee Tessa S., hired 07 January 2023, separated 04 September 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7958?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12591", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5576: employee Tobias S., hired 05 December 2023, separated 01 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5576?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Priya.\n- Felix reports to Mara.\n- Summit Energy was founded in 2012.\n- Deshawn works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Atlas Freight was founded in 1978.\n- Mateo reports to Felix.\n- Beacon Insurance is headquartered in Valencia.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy is headquartered in Cork.\n- Mara reports to Deshawn.\n- Priya reports to Lucia.\n- Mateo works for Summit Energy.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 2009.\n- Northwind Systems was founded in 1980.\n- Mara works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Priya works for Summit Energy.\n- Sofia reports to Mateo.\n- Lucia reports to Mei.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Leila.\n- Beacon Insurance is headquartered in Austin.\n- Jonas reports to Lucia.\n- Ravi works for Beacon Insurance.\n- Fernhill Foods was founded in 2014.\n- Mateo works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Leila works for Atlas Freight.\n- Cedar Retail Group is headquartered in Oslo.\n- Anders works for Cedar Retail Group.\n- Mateo reports to Hana.\n- Sanne works for Beacon Insurance.\n- Anders reports to Mateo.\n- Jonas works for Atlas Freight.\n- Lucia reports to Anders.\n- Leila reports to Mei.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 1998.\n- Fernhill Foods is headquartered in Oslo.\n- Beacon Insurance was founded in 2009.\n- Atlas Freight is headquartered in Oslo.\n- Callum reports to Ravi.\n- Mei reports to Sanne.\n- Callum works for Cedar Retail Group.\n- Ravi reports to Jonas.\n- Cedar Retail Group was founded in 2007.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12594", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12595", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12596", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2843: employee Leila T., hired 17 November 2020, separated 24 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2843?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Fernhill Foods was founded in 1982.\n- Atlas Freight is headquartered in Bergen.\n- Felix works for Helios Logistics.\n- Viktor reports to Felix.\n- Mei reports to Stefan.\n- Callum works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Beacon Insurance is headquartered in Bergen.\n- Helios Logistics was founded in 1990.\n- Tessa reports to Elena.\n- Hana reports to Callum.\n- Beacon Insurance was founded in 2011.\n- Fernhill Foods is headquartered in Porto.\n- Amara works for Atlas Freight.\n- Amara reports to Viktor.\n- Felix reports to Mei.\n- Tessa works for Atlas Freight.\n- Elena reports to Amara.\n- Stefan works for Atlas Freight.\n- Callum reports to Tessa.\n- Helios Logistics is headquartered in Adelaide.\n- Mei works for Helios Logistics.\n- Atlas Freight was founded in 1998.\n- Sanne reports to Hana.\n- Sanne works for Atlas Freight.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1988", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12598", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12600", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12601", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12602", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9760: employee Nadia T., hired 20 September 2021, separated 12 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9760?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12603", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9600: employee Emeka R., hired 19 September 2024, separated 11 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-9600 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,500", "2": "$1,750", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12604", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12605", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12606", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12607", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Aisha works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Sanne works for Cobalt Health.\n- Emeka reports to Callum.\n- Mei works for Crescent Telecom.\n- Bluepine Aviation was founded in 2007.\n- Mei reports to Omar.\n- Fernhill Foods was founded in 1991.\n- Mateo reports to Dmitri.\n- Omar works for Cobalt Health.\n- Wren works for Bluepine Aviation.\n- Wren reports to Mateo.\n- Crescent Telecom was founded in 1984.\n- Felix reports to Aisha.\n- Cobalt Health was founded in 2012.\n- Crescent Telecom is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Ghent.\n- Omar reports to Felix.\n- Cobalt Health is headquartered in Brno.\n- Aisha reports to Wren.\n- Sanne reports to Mei.\n- Mateo works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Dmitri reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12609", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 27597 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12610", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 June 2023): For employees hired on or after 14 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3271: employee Stefan R., hired 20 February 2022, separated 20 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3271?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3271 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1995.\n- Dmitri works for Ironwood Manufacturing.\n- Ravi reports to Felix.\n- Meridian Bank was founded in 1996.\n- Deshawn reports to Nadia.\n- Bluepine Aviation is headquartered in Cork.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Lyon.\n- Felix works for Ironwood Manufacturing.\n- Ravi works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Anders reports to Dmitri.\n- Elena works for Cedar Retail Group.\n- Elena reports to Mateo.\n- Mateo reports to Deshawn.\n- Nadia reports to Anders.\n- Nadia works for Meridian Bank.\n- Deshawn works for Bluepine Aviation.\n- Dmitri reports to Ravi.\n- Ironwood Manufacturing was founded in 1991.\n- Bluepine Aviation was founded in 1992.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12612", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 90177\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12613", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8237: employee Emeka M., hired 24 January 2024, separated 12 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8237?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12614", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12615", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3618: employee Viktor S., hired 01 September 2023, separated 09 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3618?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12616", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 2003.\n- Elena works for Vantage Air.\n- Ravi works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Elena reports to Sanne.\n- Felix works for Vantage Air.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Kenji reports to Anders.\n- Sofia works for Summit Energy.\n- Sofia reports to Chiara.\n- Jonas works for Helios Logistics.\n- Chiara works for Summit Energy.\n- Sanne works for Cobalt Health.\n- Helios Logistics was founded in 1996.\n- Felix reports to Ravi.\n- Sanne reports to Ingrid.\n- Vantage Air was founded in 1989.\n- Cobalt Health is headquartered in Lyon.\n- Ingrid reports to Bruno.\n- Anders reports to Sofia.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn works for Cobalt Health.\n- Ravi reports to Deshawn.\n- Bruno works for Helios Logistics.\n- Deshawn reports to Elena.\n- Summit Energy was founded in 1994.\n- Chiara reports to Felix.\n- Summit Energy is headquartered in Austin.\n- Jonas reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12618", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12619", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Emeka works for Pinnacle Software.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Jonas.\n- Sofia reports to Ravi.\n- Emeka reports to Yuki.\n- Sanne works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Crescent Telecom is headquartered in Dunedin.\n- Dmitri works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Sanne.\n- Elena works for Lattice Analytics.\n- Mara reports to Emeka.\n- Crescent Telecom was founded in 2008.\n- Dmitri reports to Deshawn.\n- Lattice Analytics was founded in 1996.\n- Lucia reports to Mara.\n- Sofia works for Crescent Telecom.\n- Bluepine Aviation was founded in 1993.\n- Yuki works for Bluepine Aviation.\n- Ravi reports to Dmitri.\n- Lattice Analytics is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Jonas reports to Elena.\n- Lucia works for Bluepine Aviation.\n- Deshawn reports to Bruno.\n- Yuki reports to Sofia.\n- Ravi works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Porto.\n- Tobias reports to Mara.\n- Aisha works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Sofia works for Atlas Freight.\n- Aisha reports to Kenji.\n- Cedar Retail Group was founded in 2004.\n- Atlas Freight is headquartered in Ghent.\n- Nadia works for Beacon Insurance.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Hana.\n- Hana works for Cedar Retail Group.\n- Omar works for Atlas Freight.\n- Emeka reports to Dmitri.\n- Stefan reports to Sofia.\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 1993.\n- Omar reports to Amara.\n- Atlas Freight was founded in 2001.\n- Beacon Insurance was founded in 2002.\n- Tobias works for Atlas Freight.\n- Amara reports to Nadia.\n- Amara works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Nadia reports to Stefan.\n- Cedar Retail Group is headquartered in Ghent.\n- Kenji reports to Tobias.\n- Hana reports to Aisha.\n- Sofia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12622", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12623", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12624", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8062: employee Dmitri K., hired 21 March 2024, separated 29 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8062?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12625", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12626", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12627", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Deshawn works for Meridian Bank.\n- Emeka reports to Leila.\n- Cedar Retail Group is headquartered in Tallinn.\n- Zoya works for Helios Logistics.\n- Hana works for Meridian Bank.\n- Yuki works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Meridian Bank is headquartered in Tallinn.\n- Deshawn reports to Priya.\n- Zoya reports to Deshawn.\n- Sofia reports to Zoya.\n- Leila works for Meridian Bank.\n- Kenji works for Helios Logistics.\n- Pablo reports to Sofia.\n- Kenji reports to Emeka.\n- Cobalt Health is headquartered in Tallinn.\n- Leila reports to Pablo.\n- Cedar Retail Group was founded in 1981.\n- Hana reports to Yuki.\n- Helios Logistics was founded in 2015.\n- Yuki reports to Kenji.\n- Helios Logistics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12629", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 March 2023): For employees hired on or after 04 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9176: employee Tobias T., hired 23 September 2022, separated 19 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9176?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12630", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1986.\n- Pablo works for Lattice Analytics.\n- Atlas Freight is headquartered in Austin.\n- Lucia reports to Jonas.\n- Lattice Analytics was founded in 1984.\n- Atlas Freight was founded in 2002.\n- Cobalt Health is headquartered in Leeds.\n- Deshawn reports to Bruno.\n- Viktor reports to Pablo.\n- Bruno works for Northwind Systems.\n- Aisha reports to Callum.\n- Bruno reports to Dmitri.\n- Lattice Analytics is headquartered in Leeds.\n- Dmitri works for Cobalt Health.\n- Jonas works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Lucia works for Atlas Freight.\n- Jonas reports to Viktor.\n- Deshawn works for Cobalt Health.\n- Aisha works for Atlas Freight.\n- Northwind Systems is headquartered in Austin.\n- Northwind Systems was founded in 1992.\n- Zoya reports to Aisha.\n- Zoya works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Callum reports to Lucia.\n- Dmitri reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12632", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2165: employee Bruno K., hired 12 August 2021, separated 28 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-2165 under the controlling rules.", "criteria": {"0": "$15,375", "1": "$15,300", "2": "$14,800", "3": "$66,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12633", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12634", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Callum.\n- Chiara reports to Priya.\n- Priya works for Bluepine Aviation.\n- Hana reports to Lucia.\n- Mara reports to Elena.\n- Helios Logistics is headquartered in Cork.\n- Elena works for Helios Logistics.\n- Elena reports to Ravi.\n- Lucia reports to Amara.\n- Ravi reports to Chiara.\n- Amara works for Helios Logistics.\n- Hana works for Crescent Telecom.\n- Yuki works for Vantage Air.\n- Mateo works for Bluepine Aviation.\n- Callum reports to Mateo.\n- Mara works for Crescent Telecom.\n- Chiara works for Bluepine Aviation.\n- Helios Logistics was founded in 2008.\n- Callum works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Vantage Air was founded in 1989.\n- Bluepine Aviation is headquartered in Tallinn.\n- Crescent Telecom was founded in 1991.\n- Mei works for Crescent Telecom.\n- Vantage Air is headquartered in Brno.\n- Lucia works for Crescent Telecom.\n- Mei reports to Yuki.\n- Crescent Telecom is headquartered in Brno.\n- Bluepine Aviation was founded in 1997.\n- Priya reports to Mei.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Pablo.\n- Zoya works for Helios Logistics.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Helios Logistics is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Austin.\n- Amara reports to Jonas.\n- Pablo reports to Amara.\n- Bruno reports to Priya.\n- Helios Logistics was founded in 2010.\n- Beacon Insurance was founded in 1990.\n- Zoya reports to Felix.\n- Pablo works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2009.\n- Ravi works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1981.\n- Felix reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Crescent Telecom.\n- Ravi reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Priya.\n- Wren reports to Omar.\n- Beacon Insurance is headquartered in Nagoya.\n- Ravi works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Mateo reports to Kenji.\n- Omar works for Beacon Insurance.\n- Vantage Air was founded in 2015.\n- Stefan works for Beacon Insurance.\n- Yuki reports to Aisha.\n- Vantage Air is headquartered in Adelaide.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Stefan reports to Mara.\n- Wren works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Aisha reports to Wren.\n- Sofia works for Cobalt Health.\n- Zoya reports to Yuki.\n- Cobalt Health was founded in 1988.\n- Sofia reports to Mateo.\n- Priya works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Mara reports to Sofia.\n- Mara works for Vantage Air.\n- Aisha works for Helios Logistics.\n- Omar reports to Ravi.\n- Beacon Insurance was founded in 2006.\n- Helios Logistics was founded in 1995.\n- Ravi reports to Stefan.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12637", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12638", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 July 2023): For employees hired on or after 14 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7748: employee Leila K., hired 23 April 2023, separated 19 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7748?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Helios Logistics was founded in 1984.\n- Meridian Bank was founded in 2001.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan works for Helios Logistics.\n- Aisha works for Bluepine Aviation.\n- Tessa reports to Chiara.\n- Vantage Air was founded in 2004.\n- Stefan reports to Wren.\n- Wren works for Helios Logistics.\n- Leila reports to Stefan.\n- Dmitri works for Helios Logistics.\n- Chiara works for Bluepine Aviation.\n- Emeka reports to Aisha.\n- Wren reports to Dmitri.\n- Emeka works for Bluepine Aviation.\n- Dmitri reports to Tessa.\n- Vantage Air is headquartered in Oslo.\n- Aisha reports to Leila.\n- Bluepine Aviation is headquartered in Adelaide.\n- Meridian Bank is headquartered in Oslo.\n- Bluepine Aviation was founded in 2000.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12640", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12641", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12642", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4580: employee Sofia M., hired 10 March 2022, separated 04 September 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4580?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12643", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Pablo.\n- Bruno works for Pinnacle Software.\n- Jonas reports to Omar.\n- Lattice Analytics was founded in 1988.\n- Meridian Bank was founded in 2001.\n- Chiara reports to Wren.\n- Pablo works for Meridian Bank.\n- Wren reports to Priya.\n- Wren works for Helios Logistics.\n- Kenji reports to Deshawn.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 1976.\n- Jonas works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Chiara works for Meridian Bank.\n- Pinnacle Software is headquartered in Oslo.\n- Meridian Bank is headquartered in Halifax.\n- Bruno reports to Kenji.\n- Deshawn works for Pinnacle Software.\n- Priya works for Meridian Bank.\n- Pablo reports to Chiara.\n- Helios Logistics is headquartered in Oslo.\n- Omar works for Helios Logistics.\n- Yuki reports to Bruno.\n- Lattice Analytics is headquartered in Adelaide.\n- Helios Logistics was founded in 1998.\n- Omar reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12645", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Tobias reports to Leila.\n- Ironwood Manufacturing was founded in 2004.\n- Elena reports to Wren.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1991.\n- Beacon Insurance was founded in 2002.\n- Elena works for Beacon Insurance.\n- Leila reports to Elena.\n- Fernhill Foods is headquartered in Cork.\n- Lucia reports to Tobias.\n- Lucia works for Fernhill Foods.\n- Ingrid works for Ironwood Manufacturing.\n- Mei reports to Lucia.\n- Fernhill Foods was founded in 2011.\n- Wren works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Brno.\n- Ingrid reports to Mei.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12647", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2875: employee Aisha R., hired 14 April 2022, separated 18 September 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-2875 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$4,800", "2": "$34,667", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1984.\n- Emeka reports to Dmitri.\n- Chiara reports to Kenji.\n- Deshawn works for Beacon Insurance.\n- Dmitri reports to Chiara.\n- Viktor works for Pinnacle Software.\n- Kenji reports to Deshawn.\n- Vantage Air was founded in 1984.\n- Helios Logistics is headquartered in Cork.\n- Deshawn reports to Omar.\n- Beacon Insurance was founded in 1984.\n- Pinnacle Software is headquartered in Cork.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Chiara works for Helios Logistics.\n- Emeka works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Leila reports to Emeka.\n- Helios Logistics was founded in 2010.\n- Omar reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2010", "2": "2005", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12649", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12650", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Felix reports to Jonas.\n- Emeka reports to Mateo.\n- Kenji reports to Emeka.\n- Pinnacle Software was founded in 1985.\n- Northwind Systems was founded in 1978.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Jonas works for Pinnacle Software.\n- Mara works for Northwind Systems.\n- Mateo reports to Pablo.\n- Pinnacle Software is headquartered in Valencia.\n- Jonas reports to Dmitri.\n- Emeka works for Pinnacle Software.\n- Mara reports to Elena.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2008.\n- Elena reports to Kenji.\n- Ingrid reports to Mara.\n- Bluepine Aviation is headquartered in Leeds.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri works for Bluepine Aviation.\n- Mateo works for Northwind Systems.\n- Bluepine Aviation was founded in 1975.\n- Pablo reports to Felix.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12652", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12653", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8177: employee Zoya B., hired 03 November 2022, separated 08 February 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8177?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12654", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12655", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1286: employee Ravi M., hired 05 May 2023, separated 28 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1286?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12656", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12657", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12658", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12659", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12660", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 11159 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12661", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12662", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8192: employee Callum K., hired 27 April 2022, separated 18 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8192?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12663", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2000.\n- Stefan works for Beacon Insurance.\n- Atlas Freight was founded in 1983.\n- Emeka reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Pablo reports to Hana.\n- Pablo works for Fernhill Foods.\n- Nadia reports to Stefan.\n- Stefan reports to Emeka.\n- Beacon Insurance was founded in 1983.\n- Nadia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Aisha reports to Ravi.\n- Ravi reports to Nadia.\n- Hana works for Atlas Freight.\n- Fernhill Foods is headquartered in Adelaide.\n- Atlas Freight is headquartered in Lyon.\n- Hana reports to Elena.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka works for Beacon Insurance.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12665", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "set_timer", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12666", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2003.\n- Vantage Air is headquartered in Dunedin.\n- Leila reports to Viktor.\n- Sanne reports to Wren.\n- Sofia works for Vantage Air.\n- Pablo works for Northwind Systems.\n- Atlas Freight was founded in 1988.\n- Bruno reports to Ingrid.\n- Mei works for Atlas Freight.\n- Fernhill Foods is headquartered in Porto.\n- Vantage Air was founded in 2004.\n- Sanne works for Vantage Air.\n- Hana reports to Sofia.\n- Wren works for Vantage Air.\n- Bruno works for Vantage Air.\n- Northwind Systems was founded in 1988.\n- Viktor works for Northwind Systems.\n- Viktor reports to Bruno.\n- Wren reports to Leila.\n- Hana works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Ingrid reports to Hana.\n- Leila works for Northwind Systems.\n- Mei reports to Sanne.\n- Northwind Systems is headquartered in Porto.\n- Sofia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "2007", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12668", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6740: employee Mara K., hired 11 March 2021, separated 21 June 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-6740 under the controlling rules.", "criteria": {"0": "$6,250", "1": "$7,188", "2": "$31,417", "3": "$7,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12669", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Kenji reports to Wren.\n- Wren reports to Ravi.\n- Kenji works for Ironwood Manufacturing.\n- Ravi reports to Elena.\n- Bruno works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Helios Logistics is headquartered in Ghent.\n- Lattice Analytics is headquartered in Halifax.\n- Bruno reports to Felix.\n- Fernhill Foods is headquartered in Leeds.\n- Felix reports to Stefan.\n- Elena works for Helios Logistics.\n- Fernhill Foods was founded in 1986.\n- Ironwood Manufacturing was founded in 1983.\n- Tobias reports to Bruno.\n- Tobias works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Stefan reports to Kenji.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2009.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12671", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7988: employee Kenji B., hired 12 February 2024, separated 20 November 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7988?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12672", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3006: employee Zoya M., hired 02 January 2022, separated 11 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3006?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12673", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9908: employee Ingrid A., hired 28 July 2021, separated 09 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9908?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12674", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9573: employee Callum S., hired 02 December 2021, separated 21 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9573?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12675", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9972: employee Yuki T., hired 10 May 2023, separated 26 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9972?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mateo.\n- Fernhill Foods was founded in 1991.\n- Sofia reports to Emeka.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1975.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group was founded in 1981.\n- Ingrid reports to Bruno.\n- Nadia reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Mei reports to Sofia.\n- Hana reports to Ingrid.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 1987.\n- Mateo works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Oslo.\n- Emeka works for Meridian Bank.\n- Mei works for Fernhill Foods.\n- Jonas reports to Mei.\n- Priya reports to Nadia.\n- Ingrid works for Cedar Retail Group.\n- Sofia works for Fernhill Foods.\n- Bruno reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Emeka reports to Ravi.\n- Pablo reports to Omar.\n- Meridian Bank was founded in 1994.\n- Pinnacle Software was founded in 2010.\n- Omar works for Pinnacle Software.\n- Mei reports to Dmitri.\n- Tobias reports to Emeka.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Nadia.\n- Crescent Telecom was founded in 1985.\n- Crescent Telecom is headquartered in Halifax.\n- Omar reports to Tobias.\n- Nadia works for Atlas Freight.\n- Ravi reports to Mateo.\n- Meridian Bank is headquartered in Ghent.\n- Pablo works for Atlas Freight.\n- Pinnacle Software is headquartered in Halifax.\n- Emeka works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Mateo works for Meridian Bank.\n- Anders reports to Pablo.\n- Atlas Freight was founded in 1980.\n- Anders works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Mateo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1988.\n- Callum works for Ironwood Manufacturing.\n- Anders works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Brno.\n- Aisha reports to Kenji.\n- Bluepine Aviation is headquartered in Valencia.\n- Priya reports to Yuki.\n- Aisha works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Valencia.\n- Amara works for Bluepine Aviation.\n- Deshawn reports to Aisha.\n- Priya works for Fernhill Foods.\n- Callum reports to Sofia.\n- Leila works for Bluepine Aviation.\n- Kenji works for Cedar Retail Group.\n- Anders reports to Deshawn.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 1977.\n- Yuki works for Cedar Retail Group.\n- Amara reports to Anders.\n- Fernhill Foods was founded in 1994.\n- Deshawn works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1988.\n- Leila reports to Priya.\n- Sofia works for Fernhill Foods.\n- Kenji reports to Callum.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1996.\n- Yuki reports to Mara.\n- Beacon Insurance was founded in 2009.\n- Beacon Insurance is headquartered in Halifax.\n- Northwind Systems is headquartered in Adelaide.\n- Nadia works for Cobalt Health.\n- Deshawn reports to Mateo.\n- Jonas works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Northwind Systems was founded in 1980.\n- Viktor works for Northwind Systems.\n- Wren works for Beacon Insurance.\n- Cobalt Health was founded in 1979.\n- Pinnacle Software is headquartered in Basel.\n- Mara reports to Sanne.\n- Cobalt Health is headquartered in Adelaide.\n- Aisha works for Northwind Systems.\n- Nadia reports to Jonas.\n- Wren reports to Deshawn.\n- Mateo works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Jonas reports to Leila.\n- Deshawn works for Cobalt Health.\n- Viktor reports to Nadia.\n- Leila reports to Yuki.\n- Sanne works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Aisha reports to Viktor.\n- Chiara reports to Aisha.\n- Yuki works for Northwind Systems.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Vantage Air was founded in 1984.\n- Priya works for Vantage Air.\n- Callum reports to Priya.\n- Fernhill Foods is headquartered in Lyon.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1991.\n- Aisha reports to Sofia.\n- Aisha works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1992.\n- Fernhill Foods was founded in 2013.\n- Vantage Air is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Porto.\n- Priya reports to Yuki.\n- Pinnacle Software is headquartered in Nagoya.\n- Tessa works for Ironwood Manufacturing.\n- Mateo reports to Aisha.\n- Tessa reports to Mara.\n- Mateo works for Pinnacle Software.\n- Mara reports to Callum.\n- Yuki reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1989", "2": "1994", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12681", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12682", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6666: employee Jonas R., hired 29 September 2023, separated 13 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6666?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 1995.\n- Dmitri reports to Hana.\n- Ingrid works for Crescent Telecom.\n- Ravi reports to Mei.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid reports to Ravi.\n- Mei reports to Sanne.\n- Lattice Analytics was founded in 2000.\n- Vantage Air was founded in 1992.\n- Mei works for Meridian Bank.\n- Crescent Telecom is headquartered in Adelaide.\n- Amara reports to Ingrid.\n- Hana reports to Mateo.\n- Sanne works for Meridian Bank.\n- Hana works for Vantage Air.\n- Mateo reports to Amara.\n- Ravi works for Meridian Bank.\n- Amara works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1995", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12684", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5628: employee Amara T., hired 21 November 2023, separated 07 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5628?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Aisha.\n- Yuki works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Lucia reports to Mei.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Mateo works for Atlas Freight.\n- Elena reports to Mateo.\n- Yuki reports to Elena.\n- Jonas works for Atlas Freight.\n- Mateo reports to Lucia.\n- Aisha reports to Nadia.\n- Aisha works for Meridian Bank.\n- Anders reports to Jonas.\n- Bluepine Aviation is headquartered in Adelaide.\n- Sanne reports to Zoya.\n- Crescent Telecom is headquartered in Malmo.\n- Jonas reports to Sanne.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Malmo.\n- Mei reports to Ravi.\n- Crescent Telecom was founded in 1980.\n- Nadia reports to Yuki.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Lucia works for Atlas Freight.\n- Anders works for Meridian Bank.\n- Atlas Freight is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Bluepine Aviation was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12686", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7098: employee Sanne A., hired 20 November 2021, separated 09 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7098?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12687", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Cobalt Health is headquartered in Lyon.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo reports to Ravi.\n- Callum reports to Viktor.\n- Bluepine Aviation was founded in 2004.\n- Omar works for Vantage Air.\n- Pablo reports to Tessa.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren works for Bluepine Aviation.\n- Tobias works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Lattice Analytics was founded in 1984.\n- Kenji reports to Mateo.\n- Ravi reports to Pablo.\n- Kenji works for Lattice Analytics.\n- Emeka reports to Omar.\n- Priya reports to Tobias.\n- Ravi works for Cobalt Health.\n- Priya works for Bluepine Aviation.\n- Cobalt Health was founded in 1992.\n- Vantage Air was founded in 1992.\n- Omar reports to Callum.\n- Wren reports to Emeka.\n- Tessa works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Kenji.\n- Pablo works for Bluepine Aviation.\n- Tessa reports to Priya.\n- Vantage Air is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12689", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Leila works for Pinnacle Software.\n- Viktor reports to Ravi.\n- Felix works for Meridian Bank.\n- Zoya reports to Pablo.\n- Aisha reports to Amara.\n- Nadia works for Pinnacle Software.\n- Crescent Telecom is headquartered in Nagoya.\n- Viktor works for Crescent Telecom.\n- Pablo works for Meridian Bank.\n- Amara reports to Felix.\n- Ravi works for Pinnacle Software.\n- Meridian Bank was founded in 2000.\n- Aisha works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2002.\n- Meridian Bank is headquartered in Malmo.\n- Amara works for Meridian Bank.\n- Felix reports to Viktor.\n- Yuki works for Crescent Telecom.\n- Tobias reports to Leila.\n- Pablo reports to Nadia.\n- Leila reports to Zoya.\n- Pinnacle Software is headquartered in Basel.\n- Zoya works for Meridian Bank.\n- Yuki reports to Tessa.\n- Nadia reports to Aisha.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tessa works for Meridian Bank.\n- Pinnacle Software was founded in 1981.\n- Tobias works for Meridian Bank.\n- Tessa reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12690", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2013.\n- Bluepine Aviation was founded in 2009.\n- Ingrid works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Priya works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Helios Logistics is headquartered in Leeds.\n- Tessa works for Helios Logistics.\n- Priya reports to Tessa.\n- Felix works for Crescent Telecom.\n- Fernhill Foods was founded in 2005.\n- Nadia reports to Felix.\n- Omar works for Crescent Telecom.\n- Elena reports to Bruno.\n- Bruno reports to Omar.\n- Elena works for Bluepine Aviation.\n- Ingrid reports to Elena.\n- Crescent Telecom is headquartered in Porto.\n- Felix reports to Ingrid.\n- Crescent Telecom was founded in 2010.\n- Tessa reports to Nadia.\n- Nadia works for Helios Logistics.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2011", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Lucia works for Cobalt Health.\n- Zoya reports to Lucia.\n- Lattice Analytics is headquartered in Porto.\n- Omar reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Lucia reports to Aisha.\n- Cobalt Health was founded in 2000.\n- Pinnacle Software was founded in 2000.\n- Beacon Insurance is headquartered in Adelaide.\n- Wren reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Omar works for Cobalt Health.\n- Aisha reports to Mei.\n- Wren works for Cobalt Health.\n- Emeka reports to Mateo.\n- Lattice Analytics was founded in 1978.\n- Cobalt Health is headquartered in Tallinn.\n- Beacon Insurance was founded in 1997.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Wren.\n- Aisha works for Cobalt Health.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Basel", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12693", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12694", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 9634 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12695", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3265: employee Amara B., hired 26 January 2020, separated 21 September 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3265?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Aisha.\n- Aisha reports to Ravi.\n- Hana works for Cedar Retail Group.\n- Lucia works for Summit Energy.\n- Lattice Analytics was founded in 1985.\n- Chiara reports to Lucia.\n- Pablo works for Lattice Analytics.\n- Summit Energy was founded in 1999.\n- Sanne works for Cedar Retail Group.\n- Vantage Air was founded in 1980.\n- Anders works for Summit Energy.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1995.\n- Summit Energy is headquartered in Halifax.\n- Chiara works for Lattice Analytics.\n- Sanne reports to Chiara.\n- Lucia reports to Pablo.\n- Cedar Retail Group is headquartered in Tampere.\n- Ravi reports to Hana.\n- Lattice Analytics is headquartered in Halifax.\n- Aisha works for Vantage Air.\n- Ravi works for Summit Energy.\n- Hana reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Aisha.\n- Wren reports to Sofia.\n- Sofia reports to Callum.\n- Lucia reports to Stefan.\n- Hana reports to Lucia.\n- Pinnacle Software was founded in 2000.\n- Deshawn works for Summit Energy.\n- Callum reports to Hana.\n- Mara works for Crescent Telecom.\n- Vantage Air was founded in 2003.\n- Hana works for Vantage Air.\n- Aisha works for Vantage Air.\n- Stefan reports to Amara.\n- Summit Energy was founded in 1980.\n- Aisha reports to Wren.\n- Stefan works for Pinnacle Software.\n- Vantage Air is headquartered in Austin.\n- Mara reports to Deshawn.\n- Crescent Telecom is headquartered in Cork.\n- Amara works for Crescent Telecom.\n- Summit Energy is headquartered in Cork.\n- Pinnacle Software is headquartered in Austin.\n- Sofia works for Vantage Air.\n- Callum works for Summit Energy.\n- Crescent Telecom was founded in 1989.\n- Lucia works for Summit Energy.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12698", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12699", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5866: employee Lucia A., hired 11 August 2021, separated 18 November 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-5866 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$6,000", "2": "$4,000", "3": "$3,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12700", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12701", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12702", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Deshawn reports to Mateo.\n- Aisha works for Beacon Insurance.\n- Atlas Freight was founded in 1997.\n- Chiara reports to Deshawn.\n- Beacon Insurance is headquartered in Oslo.\n- Callum works for Atlas Freight.\n- Kenji reports to Callum.\n- Mateo works for Vantage Air.\n- Tessa reports to Kenji.\n- Cobalt Health was founded in 1986.\n- Vantage Air is headquartered in Tallinn.\n- Aisha reports to Tessa.\n- Tessa works for Cobalt Health.\n- Callum reports to Sanne.\n- Deshawn works for Atlas Freight.\n- Chiara works for Vantage Air.\n- Mateo reports to Aisha.\n- Vantage Air was founded in 1990.\n- Atlas Freight is headquartered in Lyon.\n- Sanne works for Atlas Freight.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1986.\n- Omar reports to Zoya.\n- Tessa works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Priya reports to Hana.\n- Bluepine Aviation was founded in 2004.\n- Anders reports to Dmitri.\n- Omar works for Bluepine Aviation.\n- Atlas Freight is headquartered in Austin.\n- Elena reports to Omar.\n- Bluepine Aviation is headquartered in Leeds.\n- Hana works for Vantage Air.\n- Amara works for Bluepine Aviation.\n- Hana reports to Tessa.\n- Dmitri reports to Amara.\n- Ravi reports to Priya.\n- Anders works for Atlas Freight.\n- Lattice Analytics is headquartered in Ghent.\n- Lucia works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Ravi.\n- Mei reports to Anders.\n- Mei works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Vantage Air is headquartered in Leeds.\n- Priya works for Lattice Analytics.\n- Elena works for Vantage Air.\n- Amara reports to Elena.\n- Vantage Air was founded in 1994.\n- Ravi works for Atlas Freight.\n- Tessa reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Anders.\n- Felix reports to Kenji.\n- Mara reports to Stefan.\n- Stefan works for Summit Energy.\n- Anders reports to Omar.\n- Mara works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Oslo.\n- Summit Energy was founded in 2015.\n- Felix works for Summit Energy.\n- Omar works for Helios Logistics.\n- Beacon Insurance was founded in 1980.\n- Helios Logistics is headquartered in Oslo.\n- Anders works for Summit Energy.\n- Jonas reports to Amara.\n- Omar reports to Jonas.\n- Yuki reports to Felix.\n- Kenji works for Summit Energy.\n- Helios Logistics was founded in 2004.\n- Chiara works for Summit Energy.\n- Bluepine Aviation was founded in 2003.\n- Yuki works for Bluepine Aviation.\n- Amara reports to Mara.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara works for Helios Logistics.\n- Kenji reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2010", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12707", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Brno.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Bruno works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Bruno reports to Sanne.\n- Pinnacle Software was founded in 1975.\n- Mateo reports to Kenji.\n- Lucia reports to Bruno.\n- Pinnacle Software is headquartered in Cork.\n- Cobalt Health was founded in 2004.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation was founded in 1983.\n- Beacon Insurance was founded in 2006.\n- Lucia works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Jonas reports to Elena.\n- Hana reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Kenji reports to Hana.\n- Elena works for Bluepine Aviation.\n- Sanne reports to Mateo.\n- Cobalt Health is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12709", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12710", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 1986.\n- Hana reports to Wren.\n- Viktor works for Crescent Telecom.\n- Hana works for Bluepine Aviation.\n- Callum reports to Viktor.\n- Viktor reports to Bruno.\n- Omar reports to Callum.\n- Wren works for Northwind Systems.\n- Bruno works for Crescent Telecom.\n- Northwind Systems was founded in 1991.\n- Jonas reports to Kenji.\n- Northwind Systems is headquartered in Brno.\n- Crescent Telecom was founded in 2006.\n- Bruno reports to Jonas.\n- Kenji works for Northwind Systems.\n- Bluepine Aviation is headquartered in Lyon.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Sanne reports to Priya.\n- Callum works for Atlas Freight.\n- Sanne works for Northwind Systems.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Sanne.\n- Wren reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12712", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2477: employee Ravi K., hired 06 July 2023, separated 28 March 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-2477 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$3,825", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12713", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12714", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12715", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9225: employee Omar R., hired 26 October 2023, separated 28 October 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2025-9225 under the controlling rules.", "criteria": {"0": "$6,192", "1": "$5,192", "2": "$22,500", "3": "$2,596"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Priya works for Summit Energy.\n- Pinnacle Software was founded in 1996.\n- Wren reports to Ravi.\n- Ironwood Manufacturing was founded in 2005.\n- Zoya works for Summit Energy.\n- Ravi reports to Priya.\n- Helios Logistics was founded in 2003.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Summit Energy was founded in 1992.\n- Pinnacle Software is headquartered in Leeds.\n- Zoya reports to Tessa.\n- Aisha reports to Ingrid.\n- Stefan reports to Mei.\n- Ingrid works for Helios Logistics.\n- Mei reports to Aisha.\n- Aisha works for Pinnacle Software.\n- Wren works for Helios Logistics.\n- Summit Energy is headquartered in Leeds.\n- Ingrid reports to Dmitri.\n- Tessa works for Helios Logistics.\n- Ravi works for Pinnacle Software.\n- Tessa reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12717", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Send Message — asks to text someone", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1995.\n- Sanne works for Helios Logistics.\n- Summit Energy is headquartered in Cork.\n- Mei reports to Wren.\n- Kenji works for Northwind Systems.\n- Stefan reports to Mei.\n- Aisha works for Northwind Systems.\n- Mei works for Bluepine Aviation.\n- Wren reports to Felix.\n- Northwind Systems was founded in 2005.\n- Sanne reports to Kenji.\n- Felix works for Bluepine Aviation.\n- Tobias reports to Aisha.\n- Wren works for Northwind Systems.\n- Helios Logistics was founded in 1975.\n- Stefan works for Northwind Systems.\n- Kenji reports to Stefan.\n- Tobias works for Helios Logistics.\n- Bluepine Aviation is headquartered in Porto.\n- Helios Logistics is headquartered in Turku.\n- Aisha reports to Sanne.\n- Summit Energy was founded in 2005.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12719", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12720", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Nadia reports to Mei.\n- Callum works for Cedar Retail Group.\n- Stefan works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Cedar Retail Group is headquartered in Ghent.\n- Mara reports to Leila.\n- Atlas Freight is headquartered in Halifax.\n- Leila reports to Stefan.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn reports to Emeka.\n- Felix reports to Mara.\n- Felix works for Cedar Retail Group.\n- Callum reports to Chiara.\n- Cedar Retail Group was founded in 2006.\n- Stefan reports to Deshawn.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Nadia works for Cedar Retail Group.\n- Mei reports to Callum.\n- Pinnacle Software was founded in 2010.\n- Northwind Systems was founded in 2008.\n- Pinnacle Software is headquartered in Leeds.\n- Emeka reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Priya works for Ironwood Manufacturing.\n- Mara works for Lattice Analytics.\n- Tessa works for Crescent Telecom.\n- Zoya reports to Priya.\n- Lattice Analytics is headquartered in Oslo.\n- Mara reports to Tessa.\n- Emeka works for Ironwood Manufacturing.\n- Dmitri reports to Yuki.\n- Tessa reports to Emeka.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias works for Ironwood Manufacturing.\n- Tobias reports to Lucia.\n- Crescent Telecom was founded in 2001.\n- Jonas works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1993.\n- Crescent Telecom is headquartered in Lyon.\n- Yuki reports to Nadia.\n- Lucia reports to Dmitri.\n- Bruno reports to Tobias.\n- Lattice Analytics was founded in 2013.\n- Ironwood Manufacturing was founded in 1977.\n- Yuki works for Crescent Telecom.\n- Bruno works for Ironwood Manufacturing.\n- Nadia works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Nadia reports to Jonas.\n- Emeka reports to Zoya.\n- Zoya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Mara reports to Priya.\n- Aisha reports to Mara.\n- Vantage Air was founded in 2009.\n- Tessa reports to Sanne.\n- Meridian Bank is headquartered in Malmo.\n- Amara works for Pinnacle Software.\n- Sanne works for Meridian Bank.\n- Leila reports to Amara.\n- Mara works for Vantage Air.\n- Pinnacle Software was founded in 1985.\n- Aisha works for Vantage Air.\n- Pablo reports to Tessa.\n- Sofia works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 1991.\n- Vantage Air is headquartered in Tampere.\n- Tessa works for Meridian Bank.\n- Pinnacle Software is headquartered in Tampere.\n- Hana works for Vantage Air.\n- Omar reports to Hana.\n- Ironwood Manufacturing was founded in 2008.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Pablo.\n- Hana reports to Zoya.\n- Sofia reports to Leila.\n- Zoya reports to Sofia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Omar works for Vantage Air.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Tessa reports to Nadia.\n- Amara works for Crescent Telecom.\n- Meridian Bank is headquartered in Nagoya.\n- Northwind Systems was founded in 2008.\n- Chiara reports to Yuki.\n- Leila reports to Mara.\n- Mara reports to Amara.\n- Amara reports to Sofia.\n- Sofia works for Northwind Systems.\n- Sanne reports to Jonas.\n- Sanne works for Crescent Telecom.\n- Jonas reports to Leila.\n- Jonas works for Northwind Systems.\n- Tessa works for Crescent Telecom.\n- Yuki works for Meridian Bank.\n- Chiara works for Northwind Systems.\n- Nadia reports to Chiara.\n- Nadia works for Meridian Bank.\n- Mara works for Northwind Systems.\n- Crescent Telecom was founded in 1990.\n- Sofia reports to Tessa.\n- Bluepine Aviation was founded in 1998.\n- Bluepine Aviation is headquartered in Nagoya.\n- Northwind Systems is headquartered in Halifax.\n- Leila works for Crescent Telecom.\n- Meridian Bank was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1985.\n- Sanne reports to Tessa.\n- Tessa works for Cedar Retail Group.\n- Elena works for Crescent Telecom.\n- Omar works for Cedar Retail Group.\n- Kenji works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Summit Energy is headquartered in Brno.\n- Tobias reports to Nadia.\n- Cedar Retail Group was founded in 2009.\n- Nadia reports to Elena.\n- Crescent Telecom was founded in 1975.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Kenji reports to Omar.\n- Ironwood Manufacturing was founded in 1989.\n- Bruno reports to Tobias.\n- Omar reports to Sanne.\n- Cedar Retail Group is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Halifax.\n- Nadia works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12726", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12727", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Pablo.\n- Nadia works for Vantage Air.\n- Nadia reports to Chiara.\n- Vantage Air was founded in 2014.\n- Omar works for Cobalt Health.\n- Anders works for Fernhill Foods.\n- Sofia reports to Anders.\n- Pablo works for Fernhill Foods.\n- Sofia works for Vantage Air.\n- Anders reports to Mateo.\n- Cobalt Health was founded in 1998.\n- Chiara reports to Hana.\n- Pablo reports to Yuki.\n- Chiara works for Cobalt Health.\n- Hana reports to Omar.\n- Yuki reports to Nadia.\n- Mateo works for Cobalt Health.\n- Northwind Systems was founded in 1993.\n- Fernhill Foods is headquartered in Turku.\n- Tobias works for Vantage Air.\n- Cobalt Health is headquartered in Nagoya.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Vantage Air is headquartered in Porto.\n- Fernhill Foods was founded in 2010.\n- Omar reports to Sofia.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12729", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2664: employee Priya B., hired 15 April 2020, separated 20 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2664?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12730", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1768: employee Sofia M., hired 04 August 2020, separated 22 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1768?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12731", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12732", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6441: employee Ingrid B., hired 24 September 2024, separated 29 May 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-6441 under the controlling rules.", "criteria": {"0": "$2,550", "1": "$4,000", "2": "$5,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12733", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12734", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 7, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9647: employee Amara T., hired 30 November 2020, separated 09 October 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-9647 under the controlling rules.", "criteria": {"0": "$9,800", "1": "$10,300", "2": "$42,467", "3": "$9,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Emeka.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Sanne reports to Hana.\n- Atlas Freight was founded in 2010.\n- Stefan reports to Felix.\n- Mara works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Chiara reports to Mara.\n- Emeka works for Cobalt Health.\n- Helios Logistics was founded in 2002.\n- Meridian Bank was founded in 1977.\n- Cobalt Health was founded in 1980.\n- Felix works for Helios Logistics.\n- Ingrid reports to Wren.\n- Emeka reports to Nadia.\n- Helios Logistics is headquartered in Ghent.\n- Hana works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Ingrid works for Helios Logistics.\n- Hana reports to Ingrid.\n- Wren works for Cobalt Health.\n- Mara reports to Stefan.\n- Nadia works for Cobalt Health.\n- Atlas Freight is headquartered in Tallinn.\n- Felix reports to Sanne.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12736", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Mateo works for Northwind Systems.\n- Mateo reports to Wren.\n- Atlas Freight was founded in 2014.\n- Pablo works for Northwind Systems.\n- Elena reports to Hana.\n- Mara reports to Chiara.\n- Cedar Retail Group is headquartered in Porto.\n- Hana reports to Mara.\n- Mara works for Helios Logistics.\n- Elena works for Cedar Retail Group.\n- Pablo reports to Amara.\n- Nadia reports to Elena.\n- Helios Logistics was founded in 1981.\n- Cedar Retail Group was founded in 1986.\n- Wren reports to Ingrid.\n- Helios Logistics is headquartered in Porto.\n- Wren works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Northwind Systems was founded in 1999.\n- Amara works for Northwind Systems.\n- Chiara works for Helios Logistics.\n- Chiara reports to Pablo.\n- Northwind Systems is headquartered in Adelaide.\n- Nadia works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12738", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12739", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5840: employee Ingrid A., hired 12 September 2022, separated 27 February 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5840?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12740", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4537: employee Ingrid B., hired 24 January 2022, separated 24 April 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4537?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12741", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Pablo.\n- Jonas reports to Ingrid.\n- Meridian Bank is headquartered in Turku.\n- Felix reports to Yuki.\n- Dmitri works for Meridian Bank.\n- Yuki works for Vantage Air.\n- Pablo works for Vantage Air.\n- Sofia reports to Emeka.\n- Tobias works for Pinnacle Software.\n- Emeka reports to Jonas.\n- Bluepine Aviation is headquartered in Turku.\n- Pinnacle Software was founded in 2011.\n- Lucia works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Valencia.\n- Bluepine Aviation was founded in 1981.\n- Lucia reports to Dmitri.\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Valencia.\n- Emeka works for Pinnacle Software.\n- Anders works for Vantage Air.\n- Ingrid works for Pinnacle Software.\n- Sofia works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Pablo reports to Ravi.\n- Dmitri reports to Felix.\n- Felix works for Bluepine Aviation.\n- Jonas works for Vantage Air.\n- Meridian Bank was founded in 2014.\n- Tobias reports to Lucia.\n- Ingrid reports to Anders.\n- Anders reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12743", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6091: employee Anders S., hired 05 January 2024, separated 10 February 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-6091 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$2,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12744", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6392: employee Pablo K., hired 21 July 2021, separated 16 December 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6392?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Bergen.\n- Helios Logistics was founded in 1978.\n- Omar works for Summit Energy.\n- Atlas Freight was founded in 1992.\n- Wren reports to Callum.\n- Omar reports to Hana.\n- Atlas Freight is headquartered in Bergen.\n- Tessa works for Summit Energy.\n- Callum works for Crescent Telecom.\n- Jonas reports to Omar.\n- Wren works for Crescent Telecom.\n- Pablo works for Atlas Freight.\n- Tessa reports to Wren.\n- Kenji reports to Tessa.\n- Summit Energy was founded in 2015.\n- Hana reports to Chiara.\n- Jonas works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Callum reports to Bruno.\n- Helios Logistics is headquartered in Tampere.\n- Chiara works for Atlas Freight.\n- Bruno reports to Jonas.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom was founded in 1986.\n- Pablo reports to Kenji.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1990", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12746", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5064: employee Hana T., hired 23 April 2021, separated 17 December 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-5064 under the controlling rules.", "criteria": {"0": "$16,385", "1": "$16,269", "2": "$15,385", "3": "$71,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12747", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9493: employee Callum T., hired 21 May 2020, separated 10 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9493?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12748", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5485: employee Deshawn T., hired 26 May 2021, separated 08 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5485?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2006.\n- Priya reports to Deshawn.\n- Hana works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Deshawn reports to Nadia.\n- Cobalt Health was founded in 1977.\n- Leila works for Beacon Insurance.\n- Wren works for Cedar Retail Group.\n- Nadia reports to Callum.\n- Zoya reports to Tobias.\n- Chiara works for Cobalt Health.\n- Beacon Insurance was founded in 2010.\n- Tobias works for Lattice Analytics.\n- Cobalt Health is headquartered in Tampere.\n- Chiara reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Callum reports to Chiara.\n- Leila reports to Wren.\n- Hana reports to Leila.\n- Callum works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Tampere.\n- Lattice Analytics is headquartered in Brno.\n- Cedar Retail Group is headquartered in Malmo.\n- Lattice Analytics was founded in 1997.\n- Deshawn works for Cedar Retail Group.\n- Tobias reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12750", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12751", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5081: employee Amara R., hired 09 July 2023, separated 29 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5081?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12752", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12753", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2624: employee Stefan R., hired 16 January 2025, separated 24 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2624?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Ingrid reports to Nadia.\n- Pinnacle Software was founded in 2007.\n- Cobalt Health is headquartered in Leeds.\n- Deshawn reports to Ingrid.\n- Cobalt Health was founded in 1979.\n- Bruno works for Cobalt Health.\n- Callum reports to Jonas.\n- Yuki reports to Deshawn.\n- Aisha works for Cobalt Health.\n- Helios Logistics was founded in 1979.\n- Bluepine Aviation is headquartered in Cork.\n- Jonas reports to Aisha.\n- Bluepine Aviation was founded in 1992.\n- Ingrid works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Nadia works for Cobalt Health.\n- Callum works for Helios Logistics.\n- Nadia reports to Callum.\n- Aisha reports to Bruno.\n- Helios Logistics is headquartered in Leeds.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12755", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12756", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 February 2023): For employees hired on or after 05 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7718: employee Wren S., hired 23 April 2021, separated 04 October 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7718?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12757", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8907: employee Leila R., hired 01 April 2022, separated 09 February 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-8907 under the controlling rules.", "criteria": {"0": "$10,923", "1": "$10,038", "2": "$9,923", "3": "$43,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12758", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4174: employee Elena A., hired 31 May 2022, separated 02 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4174?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Lucia.\n- Beacon Insurance is headquartered in Brno.\n- Yuki reports to Mateo.\n- Anders reports to Chiara.\n- Omar reports to Wren.\n- Mara works for Atlas Freight.\n- Mara reports to Emeka.\n- Yuki works for Atlas Freight.\n- Anders works for Beacon Insurance.\n- Beacon Insurance was founded in 2012.\n- Fernhill Foods was founded in 1982.\n- Mateo reports to Anders.\n- Omar works for Fernhill Foods.\n- Chiara reports to Mara.\n- Lucia reports to Omar.\n- Chiara works for Bluepine Aviation.\n- Atlas Freight was founded in 2002.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Brno.\n- Wren works for Beacon Insurance.\n- Emeka works for Fernhill Foods.\n- Wren reports to Yuki.\n- Lucia works for Bluepine Aviation.\n- Mateo works for Atlas Freight.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Chiara works for Helios Logistics.\n- Deshawn works for Fernhill Foods.\n- Chiara reports to Priya.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Malmo.\n- Fernhill Foods is headquartered in Tallinn.\n- Meridian Bank is headquartered in Ghent.\n- Deshawn reports to Omar.\n- Sanne reports to Anders.\n- Helios Logistics was founded in 1987.\n- Jonas reports to Elena.\n- Elena works for Helios Logistics.\n- Elena reports to Sanne.\n- Fernhill Foods was founded in 2002.\n- Meridian Bank was founded in 2004.\n- Anders reports to Felix.\n- Jonas works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Nadia reports to Jonas.\n- Lattice Analytics was founded in 1990.\n- Omar reports to Chiara.\n- Felix works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Priya works for Meridian Bank.\n- Omar works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Wren works for Northwind Systems.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Beacon Insurance is headquartered in Oslo.\n- Zoya reports to Kenji.\n- Lucia works for Helios Logistics.\n- Sanne reports to Wren.\n- Tobias reports to Omar.\n- Omar reports to Lucia.\n- Helios Logistics was founded in 1975.\n- Northwind Systems is headquartered in Porto.\n- Helios Logistics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Wren reports to Zoya.\n- Kenji reports to Viktor.\n- Northwind Systems was founded in 2011.\n- Omar works for Beacon Insurance.\n- Viktor works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2004.\n- Leila works for Helios Logistics.\n- Sanne reports to Leila.\n- Callum reports to Priya.\n- Crescent Telecom is headquartered in Dunedin.\n- Kenji reports to Mateo.\n- Bruno works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Bruno reports to Callum.\n- Felix reports to Nadia.\n- Summit Energy was founded in 1994.\n- Sanne works for Crescent Telecom.\n- Mateo reports to Felix.\n- Deshawn reports to Sanne.\n- Priya reports to Mei.\n- Tobias reports to Deshawn.\n- Helios Logistics is headquartered in Ghent.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Mei reports to Kenji.\n- Mateo works for Pinnacle Software.\n- Summit Energy is headquartered in Ghent.\n- Helios Logistics was founded in 1989.\n- Nadia works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Tobias works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Nadia reports to Tobias.\n- Kenji works for Crescent Telecom.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Kenji.\n- Leila works for Ironwood Manufacturing.\n- Summit Energy was founded in 1984.\n- Tobias works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Valencia.\n- Cobalt Health was founded in 1991.\n- Emeka works for Crescent Telecom.\n- Mateo works for Summit Energy.\n- Mara reports to Tobias.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bruno works for Ironwood Manufacturing.\n- Kenji works for Crescent Telecom.\n- Hana reports to Lucia.\n- Aisha reports to Callum.\n- Amara works for Crescent Telecom.\n- Emeka reports to Hana.\n- Ironwood Manufacturing was founded in 2014.\n- Bruno reports to Mara.\n- Hana works for Summit Energy.\n- Callum reports to Bruno.\n- Mateo reports to Aisha.\n- Callum works for Cobalt Health.\n- Amara reports to Leila.\n- Mara works for Crescent Telecom.\n- Cobalt Health is headquartered in Valencia.\n- Leila reports to Mateo.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1998.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12764", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12765", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 58744 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ravi.\n- Crescent Telecom is headquartered in Porto.\n- Chiara works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Pinnacle Software was founded in 2013.\n- Stefan works for Pinnacle Software.\n- Leila reports to Stefan.\n- Mateo reports to Wren.\n- Anders works for Summit Energy.\n- Anders reports to Yuki.\n- Ravi works for Pinnacle Software.\n- Wren reports to Tessa.\n- Summit Energy was founded in 2012.\n- Pinnacle Software is headquartered in Adelaide.\n- Yuki reports to Chiara.\n- Summit Energy is headquartered in Porto.\n- Leila works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Chiara reports to Mateo.\n- Crescent Telecom was founded in 1980.\n- Ravi reports to Leila.\n- Helios Logistics was founded in 1979.\n- Sanne reports to Anders.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12767", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9460: employee Sanne T., hired 04 August 2023, separated 08 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9460?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12768", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5851: employee Anders A., hired 08 February 2024, separated 30 December 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5851?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12769", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12770", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9900: employee Kenji R., hired 03 February 2024, separated 28 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9900?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Priya reports to Kenji.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Amara reports to Deshawn.\n- Leila reports to Felix.\n- Viktor reports to Aisha.\n- Aisha works for Cobalt Health.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Felix reports to Priya.\n- Priya works for Crescent Telecom.\n- Summit Energy was founded in 1989.\n- Leila works for Atlas Freight.\n- Mara reports to Chiara.\n- Chiara works for Cobalt Health.\n- Omar reports to Amara.\n- Cobalt Health was founded in 2014.\n- Sofia works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Deshawn reports to Mara.\n- Crescent Telecom was founded in 1983.\n- Omar works for Summit Energy.\n- Amara works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Chiara reports to Leila.\n- Mara works for Summit Energy.\n- Kenji works for Summit Energy.\n- Atlas Freight was founded in 1983.\n- Cobalt Health is headquartered in Turku.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12772", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12773", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Summit Energy is headquartered in Leeds.\n- Hana reports to Priya.\n- Nadia reports to Jonas.\n- Jonas reports to Lucia.\n- Lucia works for Vantage Air.\n- Zoya works for Ironwood Manufacturing.\n- Pablo works for Vantage Air.\n- Jonas works for Vantage Air.\n- Ironwood Manufacturing was founded in 2011.\n- Tessa works for Atlas Freight.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Leeds.\n- Pablo reports to Tessa.\n- Priya works for Ironwood Manufacturing.\n- Nadia works for Vantage Air.\n- Hana works for Vantage Air.\n- Kenji reports to Nadia.\n- Mei reports to Pablo.\n- Summit Energy was founded in 2010.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Lucia reports to Zoya.\n- Zoya reports to Mei.\n- Atlas Freight is headquartered in Bergen.\n- Atlas Freight was founded in 2014.\n- Tessa reports to Hana.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Nadia.\n- Nadia works for Northwind Systems.\n- Wren works for Cobalt Health.\n- Ingrid works for Northwind Systems.\n- Tessa reports to Yuki.\n- Ingrid reports to Anders.\n- Hana works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Cobalt Health was founded in 1986.\n- Summit Energy was founded in 2000.\n- Omar works for Summit Energy.\n- Priya reports to Mara.\n- Northwind Systems was founded in 1991.\n- Anders works for Northwind Systems.\n- Lucia reports to Ingrid.\n- Summit Energy is headquartered in Bergen.\n- Anders reports to Zoya.\n- Mara works for Lattice Analytics.\n- Nadia reports to Wren.\n- Lattice Analytics was founded in 1983.\n- Yuki works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Wren reports to Tessa.\n- Lucia works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Mara reports to Lucia.\n- Cobalt Health is headquartered in Bergen.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Yuki reports to Priya.\n- Hana reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Crescent Telecom.\n- Felix reports to Pablo.\n- Viktor works for Pinnacle Software.\n- Crescent Telecom is headquartered in Malmo.\n- Amara reports to Viktor.\n- Mara reports to Ravi.\n- Felix works for Crescent Telecom.\n- Mei reports to Sanne.\n- Ravi reports to Nadia.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 2006.\n- Crescent Telecom was founded in 1998.\n- Pablo reports to Mei.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Tobias works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Pablo works for Meridian Bank.\n- Ingrid reports to Tobias.\n- Atlas Freight was founded in 2008.\n- Mateo reports to Amara.\n- Nadia reports to Mateo.\n- Tobias reports to Mara.\n- Meridian Bank is headquartered in Adelaide.\n- Ingrid works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Sanne works for Atlas Freight.\n- Mei works for Crescent Telecom.\n- Atlas Freight is headquartered in Leeds.\n- Viktor reports to Felix.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12777", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 1889\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12778", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Atlas Freight.\n- Sofia reports to Mei.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 1980.\n- Mei works for Cobalt Health.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 2001.\n- Crescent Telecom is headquartered in Oslo.\n- Nadia reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Mei reports to Viktor.\n- Atlas Freight was founded in 1996.\n- Wren reports to Aisha.\n- Aisha works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Viktor reports to Wren.\n- Pinnacle Software is headquartered in Porto.\n- Amara reports to Sofia.\n- Crescent Telecom was founded in 2004.\n- Aisha reports to Nadia.\n- Atlas Freight is headquartered in Porto.\n- Cobalt Health is headquartered in Oslo.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Stefan.\n- Ravi works for Crescent Telecom.\n- Helios Logistics is headquartered in Austin.\n- Amara reports to Emeka.\n- Mateo works for Atlas Freight.\n- Ravi reports to Amara.\n- Atlas Freight was founded in 2014.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mara works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Helios Logistics was founded in 2007.\n- Cedar Retail Group was founded in 1981.\n- Jonas works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Elena.\n- Stefan reports to Lucia.\n- Hana works for Crescent Telecom.\n- Elena reports to Chiara.\n- Mateo reports to Viktor.\n- Stefan works for Cedar Retail Group.\n- Atlas Freight is headquartered in Dunedin.\n- Viktor works for Atlas Freight.\n- Emeka reports to Jonas.\n- Elena works for Atlas Freight.\n- Crescent Telecom is headquartered in Dunedin.\n- Chiara reports to Mara.\n- Mara reports to Ravi.\n- Crescent Telecom was founded in 1987.\n- Hana reports to Mateo.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Lattice Analytics was founded in 1982.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Tobias.\n- Lattice Analytics is headquartered in Tallinn.\n- Crescent Telecom was founded in 2011.\n- Sanne reports to Ingrid.\n- Crescent Telecom is headquartered in Tallinn.\n- Anders works for Lattice Analytics.\n- Wren reports to Felix.\n- Pablo reports to Anders.\n- Cedar Retail Group is headquartered in Porto.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance was founded in 1991.\n- Emeka reports to Mei.\n- Tobias reports to Emeka.\n- Cedar Retail Group was founded in 1982.\n- Mei reports to Pablo.\n- Ingrid works for Lattice Analytics.\n- Mei works for Beacon Insurance.\n- Felix reports to Mateo.\n- Felix works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Tallinn.\n- Ingrid reports to Priya.\n- Anders reports to Wren.\n- Priya reports to Lucia.\n- Tobias works for Crescent Telecom.\n- Sanne works for Cedar Retail Group.\n- Wren works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12782", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1350: employee Tobias S., hired 20 October 2020, separated 27 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1350?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12783", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5392: employee Wren S., hired 03 July 2024, separated 27 December 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-5392 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12784", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12785", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12786", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 October 2025): For employees hired on or after 15 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8857: employee Ravi M., hired 17 August 2024, separated 01 March 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-8857 under the controlling rules.", "criteria": {"0": "$5,625", "1": "$3,700", "2": "$5,700", "3": "$24,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12787", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4869: employee Mateo M., hired 24 June 2023, separated 27 November 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-4869 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,500", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Dunedin.\n- Nadia works for Vantage Air.\n- Cobalt Health is headquartered in Tampere.\n- Zoya reports to Felix.\n- Felix works for Cobalt Health.\n- Wren works for Pinnacle Software.\n- Beacon Insurance was founded in 2005.\n- Pinnacle Software is headquartered in Leeds.\n- Vantage Air was founded in 1995.\n- Tessa works for Pinnacle Software.\n- Vantage Air is headquartered in Leeds.\n- Pablo works for Vantage Air.\n- Ingrid works for Pinnacle Software.\n- Sofia reports to Sanne.\n- Nadia reports to Stefan.\n- Zoya works for Vantage Air.\n- Cobalt Health was founded in 2001.\n- Sanne works for Cobalt Health.\n- Wren reports to Ingrid.\n- Pablo reports to Zoya.\n- Sanne reports to Nadia.\n- Pinnacle Software was founded in 2006.\n- Stefan works for Beacon Insurance.\n- Tessa reports to Pablo.\n- Sofia works for Beacon Insurance.\n- Stefan reports to Tessa.\n- Ingrid reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12789", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 91297\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Wren reports to Callum.\n- Sanne works for Cobalt Health.\n- Zoya reports to Emeka.\n- Ingrid reports to Wren.\n- Ravi reports to Mateo.\n- Emeka works for Beacon Insurance.\n- Mei reports to Elena.\n- Ingrid works for Crescent Telecom.\n- Mei works for Northwind Systems.\n- Callum reports to Ravi.\n- Beacon Insurance is headquartered in Leeds.\n- Callum works for Northwind Systems.\n- Mateo reports to Kenji.\n- Zoya works for Beacon Insurance.\n- Mateo works for Cobalt Health.\n- Crescent Telecom is headquartered in Brno.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Chiara.\n- Northwind Systems is headquartered in Cork.\n- Elena works for Crescent Telecom.\n- Beacon Insurance was founded in 1985.\n- Northwind Systems was founded in 1998.\n- Cobalt Health is headquartered in Tallinn.\n- Wren works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Elena reports to Zoya.\n- Emeka reports to Ingrid.\n- Chiara reports to Sanne.\n- Crescent Telecom was founded in 1982.\n- Cobalt Health was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12791", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1756: employee Wren T., hired 08 September 2020, separated 04 May 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1756?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12792", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2302: employee Ingrid S., hired 20 March 2022, separated 23 October 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2302?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Dmitri.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group was founded in 1978.\n- Lucia reports to Omar.\n- Callum works for Bluepine Aviation.\n- Priya works for Cedar Retail Group.\n- Callum reports to Sanne.\n- Sofia works for Cobalt Health.\n- Sanne reports to Tessa.\n- Kenji reports to Callum.\n- Bruno reports to Sofia.\n- Tessa works for Cobalt Health.\n- Kenji works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Tessa reports to Priya.\n- Cobalt Health is headquartered in Leeds.\n- Dmitri reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Ingrid reports to Nadia.\n- Priya reports to Bruno.\n- Lucia works for Cobalt Health.\n- Cedar Retail Group is headquartered in Leeds.\n- Dmitri works for Meridian Bank.\n- Cobalt Health was founded in 2014.\n- Nadia reports to Lucia.\n- Ingrid works for Meridian Bank.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank was founded in 1985.\n- Bluepine Aviation was founded in 1998.\n- Bluepine Aviation is headquartered in Leeds.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "2001", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12794", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "controls lighting", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12795", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 86729 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Felix reports to Zoya.\n- Sofia reports to Tobias.\n- Sanne works for Lattice Analytics.\n- Aisha works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Deshawn works for Pinnacle Software.\n- Zoya reports to Bruno.\n- Lattice Analytics is headquartered in Turku.\n- Sofia works for Atlas Freight.\n- Dmitri works for Pinnacle Software.\n- Atlas Freight is headquartered in Ghent.\n- Zoya works for Atlas Freight.\n- Sanne reports to Deshawn.\n- Dmitri reports to Stefan.\n- Pinnacle Software was founded in 2013.\n- Bruno reports to Omar.\n- Aisha reports to Felix.\n- Stefan reports to Aisha.\n- Omar reports to Sanne.\n- Helios Logistics was founded in 1982.\n- Lattice Analytics was founded in 1984.\n- Bruno works for Lattice Analytics.\n- Callum works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.\n- Felix works for Pinnacle Software.\n- Callum reports to Sofia.\n- Omar works for Helios Logistics.\n- Atlas Freight was founded in 1986.\n- Stefan works for Helios Logistics.\n- Pinnacle Software is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12797", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Sofia reports to Ravi.\n- Ravi works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.\n- Stefan works for Cobalt Health.\n- Tessa works for Cedar Retail Group.\n- Mateo reports to Pablo.\n- Lucia reports to Mateo.\n- Helios Logistics was founded in 1992.\n- Cobalt Health is headquartered in Tampere.\n- Pablo works for Pinnacle Software.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2004.\n- Tessa reports to Tobias.\n- Pinnacle Software was founded in 1987.\n- Anders reports to Stefan.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tampere.\n- Pablo reports to Anders.\n- Ravi reports to Tessa.\n- Tobias reports to Lucia.\n- Cobalt Health was founded in 2010.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan reports to Elena.\n- Tobias works for Cedar Retail Group.\n- Sofia works for Helios Logistics.\n- Elena works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1998.\n- Helios Logistics was founded in 1995.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Kenji works for Helios Logistics.\n- Deshawn reports to Sofia.\n- Felix reports to Zoya.\n- Lattice Analytics was founded in 1990.\n- Sofia reports to Pablo.\n- Pablo reports to Aisha.\n- Sofia works for Crescent Telecom.\n- Zoya works for Ironwood Manufacturing.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Basel.\n- Deshawn works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1984.\n- Kenji reports to Deshawn.\n- Aisha reports to Lucia.\n- Aisha works for Helios Logistics.\n- Leila reports to Omar.\n- Omar reports to Felix.\n- Felix works for Ironwood Manufacturing.\n- Lucia reports to Leila.\n- Lattice Analytics is headquartered in Basel.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Omar works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Basel", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12800", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 85029\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12801", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3037: employee Viktor B., hired 14 May 2020, separated 06 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3037?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12802", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 April 2023): For employees hired on or after 22 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8821: employee Elena A., hired 28 September 2021, separated 30 September 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-8821 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$6,000", "2": "$26,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Elena.\n- Beacon Insurance was founded in 1991.\n- Atlas Freight was founded in 2015.\n- Pinnacle Software was founded in 1989.\n- Beacon Insurance is headquartered in Nagoya.\n- Bruno reports to Aisha.\n- Callum works for Lattice Analytics.\n- Stefan works for Atlas Freight.\n- Bruno works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Chiara works for Beacon Insurance.\n- Callum reports to Stefan.\n- Elena works for Atlas Freight.\n- Sofia reports to Callum.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan reports to Bruno.\n- Pinnacle Software is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Elena reports to Ravi.\n- Lattice Analytics is headquartered in Ghent.\n- Sofia works for Atlas Freight.\n- Lattice Analytics was founded in 1990.\n- Aisha reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12804", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 7, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6676: employee Leila T., hired 06 March 2022, separated 21 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6676?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Stefan works for Bluepine Aviation.\n- Bruno works for Atlas Freight.\n- Meridian Bank is headquartered in Austin.\n- Anders reports to Yuki.\n- Anders works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Jonas works for Atlas Freight.\n- Kenji reports to Jonas.\n- Bluepine Aviation is headquartered in Leeds.\n- Stefan reports to Bruno.\n- Meridian Bank was founded in 1985.\n- Yuki reports to Lucia.\n- Bluepine Aviation was founded in 2000.\n- Bruno reports to Kenji.\n- Jonas reports to Anders.\n- Lucia works for Northwind Systems.\n- Atlas Freight was founded in 1995.\n- Hana reports to Stefan.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems was founded in 1998.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "2003", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12807", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Nadia works for Cedar Retail Group.\n- Viktor works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Anders reports to Emeka.\n- Tobias reports to Omar.\n- Cobalt Health was founded in 1997.\n- Ravi works for Fernhill Foods.\n- Hana reports to Mara.\n- Omar reports to Anders.\n- Hana works for Fernhill Foods.\n- Beacon Insurance was founded in 1990.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods was founded in 2003.\n- Cedar Retail Group was founded in 1993.\n- Deshawn works for Fernhill Foods.\n- Ravi reports to Nadia.\n- Cobalt Health is headquartered in Bergen.\n- Fernhill Foods is headquartered in Brno.\n- Tobias works for Cobalt Health.\n- Beacon Insurance is headquartered in Tampere.\n- Viktor reports to Hana.\n- Mara works for Beacon Insurance.\n- Nadia reports to Viktor.\n- Mara reports to Deshawn.\n- Deshawn reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12809", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5894: employee Stefan R., hired 17 February 2022, separated 11 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5894?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12810", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 33177 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12812", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Callum.\n- Summit Energy was founded in 2014.\n- Jonas reports to Anders.\n- Omar works for Summit Energy.\n- Fernhill Foods was founded in 1984.\n- Ironwood Manufacturing was founded in 1980.\n- Fernhill Foods is headquartered in Nagoya.\n- Tessa works for Pinnacle Software.\n- Chiara reports to Nadia.\n- Anders works for Ironwood Manufacturing.\n- Chiara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Cork.\n- Anders reports to Hana.\n- Nadia works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Callum reports to Tessa.\n- Callum works for Summit Energy.\n- Hana reports to Omar.\n- Pinnacle Software was founded in 2013.\n- Jonas works for Summit Energy.\n- Pinnacle Software is headquartered in Cork.\n- Omar reports to Chiara.\n- Summit Energy is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2012", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12814", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7971: employee Emeka M., hired 16 August 2019, separated 04 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7971?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12815", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8251: employee Emeka A., hired 18 October 2021, separated 16 April 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8251?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12816", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 October 2025): For employees hired on or after 24 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4568: employee Wren T., hired 24 April 2024, separated 03 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-4568 under the controlling rules.", "criteria": {"0": "$1,900", "1": "$8,667", "2": "$1,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12817", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Viktor reports to Tessa.\n- Zoya works for Northwind Systems.\n- Beacon Insurance was founded in 2007.\n- Leila works for Beacon Insurance.\n- Crescent Telecom was founded in 1999.\n- Priya reports to Bruno.\n- Leila reports to Mei.\n- Fernhill Foods is headquartered in Adelaide.\n- Jonas works for Northwind Systems.\n- Zoya reports to Deshawn.\n- Yuki reports to Priya.\n- Tessa reports to Zoya.\n- Yuki works for Fernhill Foods.\n- Crescent Telecom is headquartered in Dunedin.\n- Northwind Systems was founded in 2010.\n- Deshawn works for Northwind Systems.\n- Mei reports to Ingrid.\n- Mei works for Northwind Systems.\n- Tessa works for Fernhill Foods.\n- Deshawn reports to Yuki.\n- Fernhill Foods was founded in 2009.\n- Jonas reports to Viktor.\n- Bruno reports to Leila.\n- Priya works for Crescent Telecom.\n- Aisha reports to Jonas.\n- Viktor works for Crescent Telecom.\n- Bruno works for Fernhill Foods.\n- Ingrid works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Beacon Insurance is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1984.\n- Cedar Retail Group was founded in 2009.\n- Helios Logistics was founded in 1991.\n- Pinnacle Software was founded in 1979.\n- Priya reports to Kenji.\n- Chiara works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Viktor reports to Deshawn.\n- Vantage Air is headquartered in Malmo.\n- Emeka reports to Ravi.\n- Dmitri reports to Viktor.\n- Leila works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Leila reports to Mei.\n- Ravi reports to Dmitri.\n- Helios Logistics is headquartered in Ghent.\n- Mara works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Helios Logistics.\n- Chiara reports to Leila.\n- Cedar Retail Group is headquartered in Malmo.\n- Mei reports to Priya.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn reports to Chiara.\n- Kenji reports to Yuki.\n- Viktor works for Pinnacle Software.\n- Yuki reports to Mara.\n- Priya works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12820", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1983: employee Mateo R., hired 10 April 2021, separated 06 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1983?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12821", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12822", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 March 2023): For employees hired on or after 27 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6884: employee Nadia M., hired 12 September 2019, separated 03 April 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-6884 under the controlling rules.", "criteria": {"0": "$19,500", "1": "$20,700", "2": "$19,000", "3": "$84,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Zoya works for Summit Energy.\n- Ravi works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Lucia works for Atlas Freight.\n- Hana works for Summit Energy.\n- Meridian Bank is headquartered in Turku.\n- Leila reports to Ravi.\n- Ravi reports to Lucia.\n- Atlas Freight was founded in 1982.\n- Lucia reports to Hana.\n- Vantage Air was founded in 2000.\n- Atlas Freight is headquartered in Cork.\n- Vantage Air is headquartered in Austin.\n- Leila works for Summit Energy.\n- Felix works for Meridian Bank.\n- Zoya reports to Felix.\n- Summit Energy was founded in 2011.\n- Hana reports to Zoya.\n- Summit Energy is headquartered in Cork.\n- Deshawn reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12824", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1985.\n- Lattice Analytics was founded in 2014.\n- Yuki reports to Jonas.\n- Yuki works for Fernhill Foods.\n- Jonas reports to Pablo.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 2015.\n- Crescent Telecom is headquartered in Valencia.\n- Bruno reports to Chiara.\n- Elena reports to Mateo.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo reports to Leila.\n- Chiara works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Elena works for Fernhill Foods.\n- Leila reports to Bruno.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods was founded in 2015.\n- Leila works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Pablo reports to Viktor.\n- Viktor reports to Elena.\n- Viktor works for Crescent Telecom.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods is headquartered in Turku.\n- Jonas works for Crescent Telecom.\n- Emeka reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12826", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 25625 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12827", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12828", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12829", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12830", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 84723\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12831", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12832", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Yuki reports to Anders.\n- Pablo reports to Mei.\n- Pablo works for Northwind Systems.\n- Aisha works for Atlas Freight.\n- Vantage Air is headquartered in Nagoya.\n- Mei works for Atlas Freight.\n- Vantage Air was founded in 1979.\n- Atlas Freight is headquartered in Brno.\n- Omar works for Cobalt Health.\n- Jonas reports to Aisha.\n- Omar reports to Bruno.\n- Cobalt Health is headquartered in Brno.\n- Aisha reports to Omar.\n- Hana works for Northwind Systems.\n- Cobalt Health was founded in 2004.\n- Anders works for Cobalt Health.\n- Hana reports to Sanne.\n- Bruno reports to Hana.\n- Sanne works for Cobalt Health.\n- Yuki works for Northwind Systems.\n- Anders reports to Pablo.\n- Atlas Freight was founded in 1983.\n- Bruno works for Atlas Freight.\n- Jonas works for Cobalt Health.\n- Northwind Systems was founded in 1997.\n- Mei reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12834", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 86357 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12835", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12836", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tessa.\n- Aisha works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Jonas reports to Aisha.\n- Lattice Analytics is headquartered in Malmo.\n- Atlas Freight is headquartered in Turku.\n- Hana works for Pinnacle Software.\n- Viktor reports to Elena.\n- Wren works for Cedar Retail Group.\n- Mei works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Pinnacle Software was founded in 1985.\n- Aisha reports to Amara.\n- Atlas Freight was founded in 2013.\n- Mei reports to Viktor.\n- Pinnacle Software is headquartered in Malmo.\n- Jonas works for Pinnacle Software.\n- Hana reports to Leila.\n- Lattice Analytics was founded in 2002.\n- Elena reports to Wren.\n- Cedar Retail Group was founded in 1976.\n- Leila works for Atlas Freight.\n- Elena works for Cedar Retail Group.\n- Amara reports to Mei.\n- Wren reports to Hana.\n- Viktor works for Pinnacle Software.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2009.\n- Sanne reports to Pablo.\n- Tobias works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods was founded in 2006.\n- Zoya works for Cedar Retail Group.\n- Priya works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Tobias reports to Sanne.\n- Zoya reports to Priya.\n- Helios Logistics was founded in 2009.\n- Lattice Analytics is headquartered in Austin.\n- Pablo works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Emeka reports to Tobias.\n- Cedar Retail Group is headquartered in Valencia.\n- Kenji reports to Zoya.\n- Omar works for Helios Logistics.\n- Priya reports to Omar.\n- Omar reports to Emeka.\n- Lattice Analytics was founded in 2006.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12839", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8915: employee Wren K., hired 31 October 2023, separated 12 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8915?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12840", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12841", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12842", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3478: employee Nadia K., hired 25 December 2023, separated 17 November 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-3478 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$5,000", "3": "$2,362"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12843", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12844", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12845", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2040: employee Ravi M., hired 06 September 2020, separated 07 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-2040?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2015.\n- Hana reports to Tobias.\n- Helios Logistics was founded in 2007.\n- Nadia reports to Hana.\n- Atlas Freight is headquartered in Adelaide.\n- Bruno works for Helios Logistics.\n- Vantage Air was founded in 1998.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Wren reports to Ingrid.\n- Wren works for Atlas Freight.\n- Bruno reports to Leila.\n- Yuki reports to Wren.\n- Leila reports to Yuki.\n- Hana works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Elena reports to Stefan.\n- Stefan reports to Nadia.\n- Atlas Freight was founded in 1996.\n- Leila works for Helios Logistics.\n- Tobias works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Crescent Telecom is headquartered in Tallinn.\n- Stefan works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Tobias reports to Bruno.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12847", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1991: employee Kenji T., hired 21 April 2022, separated 07 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1991?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12848", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Tobias works for Meridian Bank.\n- Sofia reports to Elena.\n- Viktor reports to Amara.\n- Stefan works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Meridian Bank is headquartered in Austin.\n- Wren works for Summit Energy.\n- Stefan reports to Mateo.\n- Elena reports to Viktor.\n- Ingrid works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Meridian Bank was founded in 1992.\n- Deshawn reports to Stefan.\n- Amara works for Summit Energy.\n- Amara reports to Tobias.\n- Cedar Retail Group was founded in 1996.\n- Summit Energy is headquartered in Leeds.\n- Ingrid reports to Deshawn.\n- Mateo works for Vantage Air.\n- Summit Energy was founded in 1998.\n- Mateo reports to Sofia.\n- Tobias reports to Wren.\n- Sofia works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Vantage Air is headquartered in Tallinn.\n- Vantage Air was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12850", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12851", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12852", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4549: employee Deshawn R., hired 22 October 2022, separated 23 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-4549 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$5,175", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12853", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 September 2022): For employees hired on or after 28 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9478: employee Nadia B., hired 24 April 2022, separated 17 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-9478 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$4,154", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Crescent Telecom was founded in 1997.\n- Atlas Freight is headquartered in Adelaide.\n- Zoya reports to Nadia.\n- Anders works for Atlas Freight.\n- Stefan reports to Anders.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Pinnacle Software was founded in 1978.\n- Nadia reports to Wren.\n- Wren works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Summit Energy was founded in 2011.\n- Tobias reports to Hana.\n- Pinnacle Software is headquartered in Tampere.\n- Hana reports to Stefan.\n- Stefan works for Pinnacle Software.\n- Atlas Freight was founded in 2005.\n- Crescent Telecom is headquartered in Brno.\n- Zoya works for Pinnacle Software.\n- Yuki reports to Zoya.\n- Nadia works for Pinnacle Software.\n- Wren reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1973", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12855", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Summit Energy was founded in 2002.\n- Hana reports to Mei.\n- Stefan reports to Priya.\n- Bruno reports to Hana.\n- Kenji reports to Tessa.\n- Kenji works for Summit Energy.\n- Ironwood Manufacturing was founded in 1981.\n- Bruno works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lucia reports to Anders.\n- Summit Energy is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2005.\n- Tessa works for Helios Logistics.\n- Viktor reports to Leila.\n- Helios Logistics was founded in 2002.\n- Lucia works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Leila reports to Stefan.\n- Stefan works for Summit Energy.\n- Leila works for Helios Logistics.\n- Mei reports to Viktor.\n- Cedar Retail Group is headquartered in Porto.\n- Priya works for Helios Logistics.\n- Anders works for Cedar Retail Group.\n- Hana works for Helios Logistics.\n- Ravi reports to Kenji.\n- Tessa reports to Lucia.\n- Anders reports to Bruno.\n- Helios Logistics is headquartered in Austin.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12857", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12858", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1316: employee Deshawn M., hired 08 September 2022, separated 11 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1316?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing was founded in 1979.\n- Viktor works for Vantage Air.\n- Pablo works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Vantage Air was founded in 1976.\n- Vantage Air is headquartered in Ghent.\n- Cobalt Health was founded in 1983.\n- Sofia works for Fernhill Foods.\n- Tessa reports to Mateo.\n- Mateo reports to Sofia.\n- Pablo reports to Viktor.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Priya reports to Deshawn.\n- Priya works for Fernhill Foods.\n- Viktor reports to Priya.\n- Fernhill Foods was founded in 1987.\n- Sofia reports to Dmitri.\n- Deshawn reports to Tessa.\n- Mateo works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12860", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Jonas.\n- Stefan works for Crescent Telecom.\n- Mateo works for Lattice Analytics.\n- Meridian Bank was founded in 2014.\n- Jonas reports to Kenji.\n- Mateo reports to Callum.\n- Lattice Analytics was founded in 1994.\n- Jonas works for Crescent Telecom.\n- Stefan reports to Leila.\n- Meridian Bank is headquartered in Turku.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Callum works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Hana reports to Mateo.\n- Pablo works for Meridian Bank.\n- Ingrid reports to Stefan.\n- Hana works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Crescent Telecom was founded in 2009.\n- Ingrid works for Crescent Telecom.\n- Pablo reports to Hana.\n- Cobalt Health was founded in 1986.\n- Cobalt Health is headquartered in Dunedin.\n- Kenji reports to Elena.\n- Leila reports to Pablo.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12862", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4763: employee Omar T., hired 25 February 2025, separated 27 February 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4763?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12863", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12864", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8168: employee Callum B., hired 14 January 2023, separated 28 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8168?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12865", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1510: employee Leila S., hired 25 September 2022, separated 06 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1510?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1510 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12866", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9975: employee Mara M., hired 07 May 2021, separated 23 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9975?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Yuki.\n- Helios Logistics was founded in 1999.\n- Hana works for Helios Logistics.\n- Sofia reports to Chiara.\n- Priya works for Fernhill Foods.\n- Helios Logistics is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Porto.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Hana reports to Sofia.\n- Priya reports to Hana.\n- Northwind Systems was founded in 1985.\n- Fernhill Foods was founded in 2010.\n- Northwind Systems is headquartered in Adelaide.\n- Zoya reports to Priya.\n- Ravi works for Pinnacle Software.\n- Yuki reports to Mei.\n- Yuki works for Pinnacle Software.\n- Chiara works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Mei reports to Ravi.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12868", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9659: employee Yuki S., hired 19 February 2022, separated 07 May 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9659?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12869", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5281: employee Aisha T., hired 21 June 2020, separated 21 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-5281 under the controlling rules.", "criteria": {"0": "$14,885", "1": "$15,269", "2": "$64,000", "3": "$14,769"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12870", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12871", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9776: employee Tobias S., hired 26 January 2023, separated 22 March 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9776?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1999.\n- Mei reports to Anders.\n- Northwind Systems is headquartered in Lyon.\n- Tobias reports to Omar.\n- Nadia reports to Sofia.\n- Mei works for Ironwood Manufacturing.\n- Sofia reports to Tobias.\n- Sofia works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2009.\n- Lattice Analytics is headquartered in Lyon.\n- Priya works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Deshawn reports to Priya.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi reports to Nadia.\n- Atlas Freight was founded in 2004.\n- Priya reports to Chiara.\n- Lattice Analytics was founded in 1996.\n- Chiara reports to Mei.\n- Omar works for Lattice Analytics.\n- Nadia works for Northwind Systems.\n- Anders works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Atlas Freight is headquartered in Lyon.\n- Deshawn works for Atlas Freight.\n- Anders reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12873", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12874", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6989: employee Aisha A., hired 26 October 2020, separated 23 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6989?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance was founded in 2004.\n- Mateo works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Lucia reports to Priya.\n- Beacon Insurance is headquartered in Halifax.\n- Priya reports to Leila.\n- Leila reports to Mateo.\n- Chiara reports to Mei.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Crescent Telecom.\n- Vantage Air was founded in 1978.\n- Mei reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Lattice Analytics was founded in 1998.\n- Aisha works for Beacon Insurance.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Leila works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Vantage Air is headquartered in Porto.\n- Ingrid reports to Chiara.\n- Aisha reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12876", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5610: employee Wren K., hired 12 April 2021, separated 12 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5610?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12877", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4764: employee Sofia K., hired 12 November 2021, separated 31 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4764?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12878", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Jonas reports to Ingrid.\n- Summit Energy was founded in 1995.\n- Beacon Insurance was founded in 2000.\n- Tessa works for Lattice Analytics.\n- Northwind Systems was founded in 1991.\n- Lattice Analytics is headquartered in Bergen.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan reports to Aisha.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Tessa reports to Deshawn.\n- Stefan works for Northwind Systems.\n- Ingrid reports to Stefan.\n- Aisha reports to Emeka.\n- Bruno works for Beacon Insurance.\n- Deshawn works for Summit Energy.\n- Lattice Analytics was founded in 1982.\n- Aisha works for Northwind Systems.\n- Emeka reports to Bruno.\n- Bruno reports to Tessa.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12880", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1998.\n- Ironwood Manufacturing was founded in 2010.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Emeka works for Beacon Insurance.\n- Jonas reports to Deshawn.\n- Pinnacle Software was founded in 2008.\n- Lucia reports to Leila.\n- Pablo works for Ironwood Manufacturing.\n- Mei works for Pinnacle Software.\n- Lucia works for Ironwood Manufacturing.\n- Leila works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Mateo reports to Emeka.\n- Leila reports to Mateo.\n- Beacon Insurance was founded in 1979.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mateo works for Bluepine Aviation.\n- Pablo reports to Mei.\n- Deshawn works for Ironwood Manufacturing.\n- Emeka reports to Jonas.\n- Beacon Insurance is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Adelaide.\n- Deshawn reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12882", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1994.\n- Meridian Bank was founded in 1979.\n- Kenji works for Meridian Bank.\n- Aisha reports to Amara.\n- Ingrid works for Atlas Freight.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Dmitri works for Atlas Freight.\n- Meridian Bank is headquartered in Lyon.\n- Summit Energy was founded in 2002.\n- Atlas Freight is headquartered in Valencia.\n- Amara reports to Ingrid.\n- Amara works for Crescent Telecom.\n- Callum works for Meridian Bank.\n- Sofia reports to Dmitri.\n- Dmitri reports to Aisha.\n- Callum reports to Wren.\n- Atlas Freight was founded in 2015.\n- Wren works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Wren reports to Sofia.\n- Kenji reports to Callum.\n- Crescent Telecom is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12884", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 June 2025): For employees hired on or after 22 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4221: employee Elena K., hired 25 July 2023, separated 04 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4221?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12885", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5777: employee Chiara S., hired 03 February 2024, separated 24 October 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-5777 under the controlling rules.", "criteria": {"0": "$2,615", "1": "$4,615", "2": "$4,038", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Jonas.\n- Callum works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Lyon.\n- Sofia works for Bluepine Aviation.\n- Dmitri reports to Callum.\n- Nadia works for Bluepine Aviation.\n- Ravi reports to Sofia.\n- Sofia reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mateo reports to Nadia.\n- Ravi works for Bluepine Aviation.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Bergen.\n- Dmitri works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2001.\n- Ironwood Manufacturing was founded in 1999.\n- Cedar Retail Group was founded in 2012.\n- Bluepine Aviation was founded in 1978.\n- Jonas works for Bluepine Aviation.\n- Emeka reports to Mateo.\n- Nadia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12887", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 May 2023): For employees hired on or after 31 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3190: employee Omar S., hired 27 January 2021, separated 25 August 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-3190 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$3,250", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Northwind Systems was founded in 2007.\n- Leila reports to Mei.\n- Lucia reports to Chiara.\n- Stefan reports to Anders.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mei reports to Ravi.\n- Kenji works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1988.\n- Zoya works for Ironwood Manufacturing.\n- Chiara works for Atlas Freight.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Kenji.\n- Chiara reports to Leila.\n- Zoya reports to Lucia.\n- Crescent Telecom is headquartered in Oslo.\n- Lucia works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Stefan works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Northwind Systems is headquartered in Porto.\n- Ravi reports to Wren.\n- Atlas Freight is headquartered in Leeds.\n- Mei works for Atlas Freight.\n- Crescent Telecom was founded in 1980.\n- Wren works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12889", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6545: employee Amara M., hired 03 December 2021, separated 26 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6545?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12890", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3120: employee Kenji M., hired 04 November 2022, separated 29 April 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-3120 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$6,000", "3": "$4,688"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2005.\n- Summit Energy was founded in 1984.\n- Sofia reports to Stefan.\n- Deshawn works for Atlas Freight.\n- Ravi works for Beacon Insurance.\n- Stefan reports to Leila.\n- Chiara reports to Nadia.\n- Ravi reports to Chiara.\n- Anders works for Atlas Freight.\n- Felix works for Fernhill Foods.\n- Mateo reports to Felix.\n- Fernhill Foods was founded in 2009.\n- Leila reports to Hana.\n- Fernhill Foods is headquartered in Porto.\n- Nadia works for Atlas Freight.\n- Hana reports to Ravi.\n- Chiara works for Fernhill Foods.\n- Stefan works for Summit Energy.\n- Hana works for Summit Energy.\n- Beacon Insurance was founded in 1986.\n- Summit Energy is headquartered in Lyon.\n- Tobias works for Summit Energy.\n- Tobias reports to Sofia.\n- Felix reports to Deshawn.\n- Anders reports to Tobias.\n- Leila works for Summit Energy.\n- Sofia works for Atlas Freight.\n- Beacon Insurance is headquartered in Halifax.\n- Mateo works for Beacon Insurance.\n- Atlas Freight is headquartered in Porto.\n- Deshawn reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12892", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12893", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Helios Logistics.\n- Pablo reports to Felix.\n- Helios Logistics is headquartered in Dunedin.\n- Nadia works for Helios Logistics.\n- Cedar Retail Group is headquartered in Malmo.\n- Dmitri works for Helios Logistics.\n- Ingrid reports to Mei.\n- Pablo works for Cedar Retail Group.\n- Sofia reports to Priya.\n- Beacon Insurance is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1992.\n- Helios Logistics was founded in 1998.\n- Leila works for Cedar Retail Group.\n- Beacon Insurance was founded in 1984.\n- Nadia reports to Dmitri.\n- Dmitri reports to Mara.\n- Mei works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Felix reports to Leila.\n- Sofia works for Helios Logistics.\n- Ingrid works for Bluepine Aviation.\n- Mei reports to Pablo.\n- Cedar Retail Group was founded in 2000.\n- Mara works for Beacon Insurance.\n- Leila reports to Nadia.\n- Felix works for Bluepine Aviation.\n- Mara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "2003", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12895", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Amara works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Wren works for Ironwood Manufacturing.\n- Viktor works for Crescent Telecom.\n- Jonas reports to Wren.\n- Ironwood Manufacturing was founded in 2006.\n- Amara reports to Jonas.\n- Anders works for Pinnacle Software.\n- Crescent Telecom was founded in 1988.\n- Zoya reports to Sanne.\n- Crescent Telecom is headquartered in Cork.\n- Sofia reports to Anders.\n- Pinnacle Software is headquartered in Basel.\n- Omar reports to Zoya.\n- Sanne works for Ironwood Manufacturing.\n- Anders reports to Mateo.\n- Omar works for Crescent Telecom.\n- Sofia works for Cedar Retail Group.\n- Viktor reports to Sofia.\n- Mateo reports to Omar.\n- Jonas works for Crescent Telecom.\n- Pinnacle Software was founded in 1999.\n- Cedar Retail Group was founded in 1980.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12897", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12898", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Dmitri works for Atlas Freight.\n- Mateo works for Beacon Insurance.\n- Lucia reports to Viktor.\n- Viktor works for Summit Energy.\n- Zoya works for Atlas Freight.\n- Omar reports to Dmitri.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Atlas Freight was founded in 1978.\n- Atlas Freight is headquartered in Cork.\n- Summit Energy was founded in 1984.\n- Zoya reports to Deshawn.\n- Beacon Insurance is headquartered in Cork.\n- Priya works for Beacon Insurance.\n- Deshawn reports to Amara.\n- Dmitri reports to Felix.\n- Tobias reports to Lucia.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Ingrid reports to Priya.\n- Lucia works for Pinnacle Software.\n- Amara works for Summit Energy.\n- Felix reports to Mateo.\n- Pinnacle Software was founded in 1982.\n- Viktor reports to Omar.\n- Amara reports to Tobias.\n- Felix works for Summit Energy.\n- Omar works for Beacon Insurance.\n- Summit Energy is headquartered in Basel.\n- Priya reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2014.\n- Mara reports to Mei.\n- Cedar Retail Group is headquartered in Bergen.\n- Pablo works for Lattice Analytics.\n- Cobalt Health was founded in 2004.\n- Mei reports to Priya.\n- Cobalt Health is headquartered in Bergen.\n- Mara works for Cedar Retail Group.\n- Chiara works for Cobalt Health.\n- Leila reports to Nadia.\n- Priya works for Lattice Analytics.\n- Cedar Retail Group was founded in 2006.\n- Leila works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Chiara reports to Mateo.\n- Lattice Analytics is headquartered in Bergen.\n- Helios Logistics was founded in 2001.\n- Priya reports to Leila.\n- Pablo reports to Chiara.\n- Helios Logistics is headquartered in Bergen.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12901", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12902", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Omar.\n- Mara works for Bluepine Aviation.\n- Omar works for Cobalt Health.\n- Jonas reports to Priya.\n- Mei works for Vantage Air.\n- Dmitri reports to Ingrid.\n- Mara reports to Jonas.\n- Priya works for Cobalt Health.\n- Dmitri works for Vantage Air.\n- Ingrid reports to Callum.\n- Bluepine Aviation was founded in 2015.\n- Ironwood Manufacturing was founded in 1975.\n- Jonas works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2006.\n- Callum works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Callum reports to Mei.\n- Vantage Air was founded in 2000.\n- Bluepine Aviation is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Omar reports to Mara.\n- Vantage Air is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12904", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Leila.\n- Dmitri reports to Anders.\n- Helios Logistics was founded in 1996.\n- Bruno works for Meridian Bank.\n- Aisha works for Summit Energy.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 1976.\n- Summit Energy is headquartered in Halifax.\n- Anders works for Crescent Telecom.\n- Felix reports to Yuki.\n- Kenji works for Helios Logistics.\n- Bruno reports to Nadia.\n- Aisha reports to Ravi.\n- Yuki works for Meridian Bank.\n- Summit Energy was founded in 2007.\n- Omar reports to Aisha.\n- Ravi works for Crescent Telecom.\n- Felix works for Summit Energy.\n- Leila works for Meridian Bank.\n- Ravi reports to Dmitri.\n- Nadia works for Summit Energy.\n- Emeka reports to Omar.\n- Helios Logistics is headquartered in Lyon.\n- Nadia reports to Emeka.\n- Crescent Telecom is headquartered in Halifax.\n- Anders reports to Kenji.\n- Omar works for Helios Logistics.\n- Dmitri works for Meridian Bank.\n- Leila reports to Bruno.\n- Emeka works for Meridian Bank.\n- Crescent Telecom was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12906", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1977.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Fernhill Foods was founded in 1981.\n- Yuki works for Fernhill Foods.\n- Omar reports to Emeka.\n- Summit Energy is headquartered in Tampere.\n- Hana reports to Omar.\n- Pinnacle Software is headquartered in Brno.\n- Kenji reports to Hana.\n- Emeka reports to Callum.\n- Callum works for Fernhill Foods.\n- Hana works for Pinnacle Software.\n- Summit Energy was founded in 2009.\n- Omar works for Summit Energy.\n- Kenji works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1991.\n- Priya works for Summit Energy.\n- Callum reports to Priya.\n- Mara reports to Kenji.\n- Fernhill Foods is headquartered in Porto.\n- Mara works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Priya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12908", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6027: employee Callum A., hired 07 December 2019, separated 31 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-6027?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12909", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 October 2025): For employees hired on or after 11 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6865: employee Yuki K., hired 29 December 2023, separated 07 December 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6865?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12910", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6805: employee Emeka B., hired 11 September 2021, separated 14 February 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-6805 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,308", "2": "$9,231", "3": "$10,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sofia.\n- Hana works for Summit Energy.\n- Hana reports to Mateo.\n- Northwind Systems is headquartered in Nagoya.\n- Pablo reports to Kenji.\n- Northwind Systems was founded in 1998.\n- Viktor reports to Lucia.\n- Lattice Analytics was founded in 1986.\n- Lucia works for Northwind Systems.\n- Nadia reports to Deshawn.\n- Pinnacle Software was founded in 2011.\n- Priya works for Summit Energy.\n- Mei works for Pinnacle Software.\n- Sofia works for Lattice Analytics.\n- Pinnacle Software is headquartered in Dunedin.\n- Kenji works for Pinnacle Software.\n- Kenji reports to Nadia.\n- Viktor works for Pinnacle Software.\n- Mei reports to Pablo.\n- Lattice Analytics is headquartered in Cork.\n- Mateo works for Lattice Analytics.\n- Deshawn works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Jonas works for Northwind Systems.\n- Mateo reports to Jonas.\n- Deshawn reports to Hana.\n- Priya reports to Viktor.\n- Nadia works for Summit Energy.\n- Sofia reports to Mei.\n- Summit Energy was founded in 2007.\n- Summit Energy is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12912", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12913", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9332: employee Felix T., hired 04 January 2022, separated 28 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9332?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12914", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12915", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12916", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Zoya reports to Deshawn.\n- Deshawn reports to Leila.\n- Kenji works for Crescent Telecom.\n- Tessa works for Atlas Freight.\n- Kenji reports to Zoya.\n- Callum reports to Tessa.\n- Fernhill Foods was founded in 1996.\n- Priya reports to Kenji.\n- Fernhill Foods is headquartered in Bergen.\n- Leila works for Fernhill Foods.\n- Crescent Telecom was founded in 1988.\n- Zoya works for Northwind Systems.\n- Priya works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Chiara works for Northwind Systems.\n- Leila reports to Callum.\n- Mei works for Fernhill Foods.\n- Northwind Systems was founded in 1989.\n- Atlas Freight was founded in 1983.\n- Amara works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Crescent Telecom is headquartered in Bergen.\n- Stefan reports to Amara.\n- Felix works for Crescent Telecom.\n- Tessa reports to Chiara.\n- Deshawn works for Northwind Systems.\n- Mei reports to Stefan.\n- Amara reports to Priya.\n- Felix reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12918", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12919", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12920", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12921", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8374: employee Sanne S., hired 15 April 2020, separated 16 February 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8374?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12922", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Dmitri.\n- Mateo reports to Tobias.\n- Amara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara reports to Sanne.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Aisha works for Pinnacle Software.\n- Fernhill Foods was founded in 1993.\n- Dmitri works for Fernhill Foods.\n- Aisha reports to Jonas.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Tallinn.\n- Sanne reports to Pablo.\n- Atlas Freight was founded in 2002.\n- Bluepine Aviation was founded in 1993.\n- Sanne works for Atlas Freight.\n- Dmitri reports to Aisha.\n- Pablo reports to Mateo.\n- Pinnacle Software was founded in 2010.\n- Tobias works for Pinnacle Software.\n- Fernhill Foods is headquartered in Halifax.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2008", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12924", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Viktor reports to Ravi.\n- Cobalt Health is headquartered in Ghent.\n- Zoya reports to Viktor.\n- Lucia reports to Chiara.\n- Beacon Insurance was founded in 1979.\n- Viktor works for Meridian Bank.\n- Ingrid reports to Aisha.\n- Beacon Insurance is headquartered in Porto.\n- Bluepine Aviation was founded in 2013.\n- Ravi reports to Ingrid.\n- Meridian Bank was founded in 1976.\n- Cobalt Health was founded in 1980.\n- Meridian Bank is headquartered in Basel.\n- Aisha works for Meridian Bank.\n- Nadia reports to Zoya.\n- Ravi works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Chiara works for Meridian Bank.\n- Lucia works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Aisha reports to Lucia.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12926", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Kenji.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Viktor reports to Chiara.\n- Cobalt Health was founded in 1992.\n- Stefan reports to Mara.\n- Cobalt Health is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Meridian Bank was founded in 2001.\n- Fernhill Foods is headquartered in Nagoya.\n- Viktor works for Helios Logistics.\n- Chiara works for Meridian Bank.\n- Kenji reports to Stefan.\n- Helios Logistics was founded in 2004.\n- Helios Logistics is headquartered in Turku.\n- Tessa works for Meridian Bank.\n- Mara works for Fernhill Foods.\n- Chiara reports to Tessa.\n- Sofia works for Helios Logistics.\n- Fernhill Foods was founded in 1978.\n- Mara reports to Pablo.\n- Pablo reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12928", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6331: employee Tobias M., hired 08 May 2023, separated 11 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6331?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12929", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12930", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5766: employee Priya R., hired 17 June 2023, separated 23 January 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-5766 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$5,500", "2": "$1,050", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5766 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-12931", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8959: employee Amara B., hired 30 October 2020, separated 23 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8959?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12932", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12933", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Swap order 78716 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12934", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12935", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "weather", "2": "control_lights", "3": "set_alarm", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-12936", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 86274 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Lucia.\n- Lattice Analytics was founded in 2015.\n- Crescent Telecom is headquartered in Lyon.\n- Omar works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Hana works for Lattice Analytics.\n- Sanne works for Crescent Telecom.\n- Mateo reports to Sofia.\n- Wren works for Northwind Systems.\n- Wren reports to Hana.\n- Lucia works for Crescent Telecom.\n- Northwind Systems was founded in 2011.\n- Sofia works for Northwind Systems.\n- Cobalt Health was founded in 2002.\n- Northwind Systems is headquartered in Porto.\n- Lattice Analytics is headquartered in Nagoya.\n- Sanne reports to Mateo.\n- Cobalt Health is headquartered in Lyon.\n- Omar reports to Wren.\n- Sofia reports to Zoya.\n- Crescent Telecom was founded in 2013.\n- Mateo works for Crescent Telecom.\n- Hana reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Lucia reports to Ravi.\n- Summit Energy is headquartered in Tallinn.\n- Ravi reports to Sanne.\n- Tessa works for Summit Energy.\n- Pablo works for Vantage Air.\n- Ingrid reports to Tessa.\n- Mei reports to Lucia.\n- Summit Energy was founded in 2006.\n- Sanne works for Ironwood Manufacturing.\n- Vantage Air was founded in 1989.\n- Tessa reports to Felix.\n- Yuki reports to Zoya.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Deshawn works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Zoya reports to Pablo.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia works for Atlas Freight.\n- Sanne reports to Deshawn.\n- Pablo reports to Mei.\n- Vantage Air is headquartered in Basel.\n- Zoya works for Vantage Air.\n- Priya reports to Yuki.\n- Deshawn reports to Ingrid.\n- Ironwood Manufacturing was founded in 1994.\n- Felix works for Summit Energy.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12939", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-12940", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12941", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12942", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8204: employee Deshawn R., hired 09 April 2024, separated 17 September 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-8204 under the controlling rules.", "criteria": {"0": "$3,635", "1": "$4,192", "2": "$22,500", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12943", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12944", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12945", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6167: employee Nadia S., hired 11 December 2022, separated 24 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6167?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12946", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Mara reports to Kenji.\n- Mara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2014.\n- Chiara works for Northwind Systems.\n- Kenji reports to Stefan.\n- Lattice Analytics is headquartered in Basel.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Northwind Systems is headquartered in Lyon.\n- Lucia reports to Priya.\n- Northwind Systems was founded in 2000.\n- Stefan reports to Deshawn.\n- Lucia works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Deshawn works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Dmitri reports to Mara.\n- Chiara reports to Lucia.\n- Bluepine Aviation was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-12948", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Mateo.\n- Priya works for Beacon Insurance.\n- Atlas Freight was founded in 1996.\n- Lucia reports to Viktor.\n- Hana works for Beacon Insurance.\n- Pinnacle Software was founded in 2010.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Atlas Freight is headquartered in Dunedin.\n- Nadia works for Ironwood Manufacturing.\n- Viktor reports to Hana.\n- Mateo works for Pinnacle Software.\n- Viktor works for Beacon Insurance.\n- Pinnacle Software is headquartered in Oslo.\n- Nadia reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1987.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana reports to Priya.\n- Callum works for Pinnacle Software.\n- Mateo reports to Nadia.\n- Priya reports to Callum.\n- Ironwood Manufacturing was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12950", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12951", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 March 2023): For employees hired on or after 05 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7703: employee Kenji S., hired 03 February 2020, separated 24 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7703?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-12952", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12953", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8852: employee Bruno M., hired 19 January 2023, separated 20 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8852?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-12954", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1995.\n- Beacon Insurance was founded in 1999.\n- Anders works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Mei reports to Anders.\n- Bluepine Aviation was founded in 1995.\n- Atlas Freight was founded in 1980.\n- Aisha reports to Yuki.\n- Atlas Freight is headquartered in Cork.\n- Viktor works for Beacon Insurance.\n- Wren works for Bluepine Aviation.\n- Bruno works for Crescent Telecom.\n- Viktor reports to Aisha.\n- Yuki works for Atlas Freight.\n- Yuki reports to Nadia.\n- Kenji reports to Viktor.\n- Anders reports to Bruno.\n- Wren reports to Mei.\n- Aisha works for Atlas Freight.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Bergen.\n- Bruno reports to Kenji.\n- Elena reports to Wren.\n- Crescent Telecom is headquartered in Cork.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1990", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12956", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9186: employee Elena B., hired 06 September 2024, separated 20 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9186?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Meridian Bank is headquartered in Brno.\n- Tobias works for Beacon Insurance.\n- Vantage Air was founded in 1987.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 1982.\n- Meridian Bank was founded in 1982.\n- Callum reports to Tessa.\n- Kenji reports to Mei.\n- Priya works for Vantage Air.\n- Beacon Insurance was founded in 1996.\n- Tessa works for Beacon Insurance.\n- Tobias reports to Kenji.\n- Cobalt Health is headquartered in Nagoya.\n- Wren reports to Tobias.\n- Mei reports to Callum.\n- Beacon Insurance is headquartered in Brno.\n- Chiara works for Cobalt Health.\n- Priya reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Wren works for Beacon Insurance.\n- Tessa reports to Priya.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12958", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2378: employee Nadia S., hired 05 August 2021, separated 20 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2378?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12959", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 June 2023): For employees hired on or after 09 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1816: employee Leila T., hired 25 October 2021, separated 03 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1816?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12960", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4691: employee Nadia A., hired 23 July 2020, separated 06 November 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4691?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-12961", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12962", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12963", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9175: employee Stefan A., hired 29 August 2021, separated 05 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9175?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Sanne reports to Priya.\n- Cobalt Health is headquartered in Ghent.\n- Sanne works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Fernhill Foods is headquartered in Ghent.\n- Beacon Insurance is headquartered in Porto.\n- Mateo reports to Sanne.\n- Mateo works for Ironwood Manufacturing.\n- Amara reports to Ravi.\n- Cobalt Health was founded in 1994.\n- Callum works for Fernhill Foods.\n- Bruno reports to Ingrid.\n- Priya reports to Bruno.\n- Fernhill Foods was founded in 1996.\n- Amara works for Beacon Insurance.\n- Callum reports to Amara.\n- Ravi works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1998.\n- Beacon Insurance was founded in 1998.\n- Ingrid reports to Callum.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12965", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2865: employee Dmitri B., hired 27 March 2022, separated 24 January 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2865?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ingrid.\n- Summit Energy is headquartered in Dunedin.\n- Felix works for Summit Energy.\n- Nadia works for Atlas Freight.\n- Ravi works for Summit Energy.\n- Ingrid reports to Felix.\n- Meridian Bank was founded in 2003.\n- Pablo reports to Emeka.\n- Northwind Systems was founded in 1993.\n- Elena works for Summit Energy.\n- Ravi reports to Jonas.\n- Amara works for Summit Energy.\n- Emeka works for Summit Energy.\n- Jonas works for Summit Energy.\n- Dmitri works for Atlas Freight.\n- Northwind Systems is headquartered in Brno.\n- Meridian Bank is headquartered in Adelaide.\n- Viktor works for Meridian Bank.\n- Viktor reports to Ravi.\n- Emeka reports to Viktor.\n- Elena reports to Pablo.\n- Dmitri reports to Amara.\n- Atlas Freight is headquartered in Dunedin.\n- Felix reports to Elena.\n- Ingrid works for Atlas Freight.\n- Nadia reports to Omar.\n- Pablo works for Meridian Bank.\n- Jonas reports to Nadia.\n- Atlas Freight was founded in 2009.\n- Omar works for Meridian Bank.\n- Summit Energy was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-12967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Atlas Freight is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1990.\n- Aisha reports to Ravi.\n- Stefan reports to Amara.\n- Viktor reports to Stefan.\n- Amara works for Ironwood Manufacturing.\n- Mara works for Atlas Freight.\n- Mara reports to Aisha.\n- Omar works for Lattice Analytics.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Amara reports to Tessa.\n- Atlas Freight was founded in 1992.\n- Mateo works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Tessa works for Lattice Analytics.\n- Mateo reports to Elena.\n- Lattice Analytics was founded in 2005.\n- Ravi works for Ironwood Manufacturing.\n- Elena works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Omar reports to Pablo.\n- Lattice Analytics is headquartered in Cork.\n- Elena reports to Omar.\n- Priya works for Atlas Freight.\n- Pablo reports to Mara.\n- Summit Energy was founded in 2008.\n- Tessa reports to Priya.\n- Stefan works for Ironwood Manufacturing.\n- Priya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12968", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7838: employee Viktor B., hired 12 March 2023, separated 05 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7838?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Mateo reports to Yuki.\n- Ironwood Manufacturing was founded in 1983.\n- Yuki works for Lattice Analytics.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tallinn.\n- Anders reports to Mateo.\n- Ironwood Manufacturing is headquartered in Austin.\n- Pinnacle Software was founded in 2006.\n- Priya works for Lattice Analytics.\n- Kenji reports to Anders.\n- Northwind Systems was founded in 1978.\n- Mara works for Pinnacle Software.\n- Priya reports to Mara.\n- Yuki reports to Priya.\n- Viktor works for Lattice Analytics.\n- Northwind Systems is headquartered in Tallinn.\n- Kenji works for Northwind Systems.\n- Dmitri reports to Kenji.\n- Anders works for Northwind Systems.\n- Mara reports to Viktor.\n- Lattice Analytics was founded in 1980.\n- Lattice Analytics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1983.\n- Tessa reports to Mara.\n- Mei reports to Nadia.\n- Emeka works for Northwind Systems.\n- Mara reports to Viktor.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Mei works for Cobalt Health.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Emeka.\n- Omar reports to Mei.\n- Beacon Insurance was founded in 2015.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tessa works for Cobalt Health.\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Omar.\n- Mara works for Northwind Systems.\n- Omar works for Cobalt Health.\n- Northwind Systems is headquartered in Cork.\n- Beacon Insurance is headquartered in Basel.\n- Cobalt Health is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1989.\n- Nadia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1989.\n- Cedar Retail Group was founded in 1984.\n- Cedar Retail Group is headquartered in Leeds.\n- Zoya works for Northwind Systems.\n- Anders reports to Zoya.\n- Crescent Telecom is headquartered in Cork.\n- Stefan works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Dunedin.\n- Northwind Systems was founded in 1982.\n- Hana reports to Stefan.\n- Hana works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Callum works for Northwind Systems.\n- Mateo reports to Emeka.\n- Ravi reports to Tessa.\n- Emeka reports to Ravi.\n- Tessa reports to Hana.\n- Callum reports to Anders.\n- Crescent Telecom was founded in 1975.\n- Tobias reports to Mateo.\n- Stefan reports to Callum.\n- Anders works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Emeka works for Bluepine Aviation.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12972", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12973", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12974", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-12975", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6125: employee Amara B., hired 18 December 2022, separated 06 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6125?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12976", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6516: employee Elena S., hired 16 August 2024, separated 04 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6516?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12977", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6415: employee Leila T., hired 18 August 2022, separated 28 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6415?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12978", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6530: employee Amara B., hired 27 July 2022, separated 22 September 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-6530 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$5,250", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Porto.\n- Lucia reports to Emeka.\n- Mateo reports to Zoya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lattice Analytics was founded in 1987.\n- Northwind Systems was founded in 2000.\n- Emeka works for Lattice Analytics.\n- Zoya works for Northwind Systems.\n- Ingrid reports to Callum.\n- Tessa works for Vantage Air.\n- Callum works for Vantage Air.\n- Emeka reports to Tessa.\n- Ingrid works for Ironwood Manufacturing.\n- Tessa reports to Mateo.\n- Vantage Air is headquartered in Oslo.\n- Tobias reports to Lucia.\n- Vantage Air was founded in 1975.\n- Zoya reports to Ingrid.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1984.\n- Lattice Analytics is headquartered in Porto.\n- Tobias works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-12980", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-12981", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-12982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Hana works for Crescent Telecom.\n- Priya reports to Tessa.\n- Meridian Bank was founded in 1996.\n- Jonas reports to Dmitri.\n- Hana reports to Mei.\n- Mei reports to Jonas.\n- Atlas Freight was founded in 2006.\n- Crescent Telecom was founded in 2007.\n- Mei works for Atlas Freight.\n- Stefan reports to Aisha.\n- Dmitri works for Crescent Telecom.\n- Cedar Retail Group was founded in 1979.\n- Sanne reports to Stefan.\n- Ravi works for Crescent Telecom.\n- Felix reports to Chiara.\n- Chiara works for Atlas Freight.\n- Crescent Telecom is headquartered in Dunedin.\n- Felix works for Crescent Telecom.\n- Tessa works for Cedar Retail Group.\n- Atlas Freight is headquartered in Bergen.\n- Tessa reports to Hana.\n- Ravi reports to Priya.\n- Jonas works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Priya works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Chiara reports to Sanne.\n- Aisha reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Anders.\n- Deshawn works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Summit Energy was founded in 2004.\n- Felix reports to Jonas.\n- Hana reports to Elena.\n- Summit Energy is headquartered in Turku.\n- Cobalt Health is headquartered in Ghent.\n- Sofia works for Cobalt Health.\n- Deshawn reports to Hana.\n- Hana works for Northwind Systems.\n- Jonas works for Cobalt Health.\n- Jonas reports to Deshawn.\n- Bluepine Aviation is headquartered in Ghent.\n- Felix works for Cobalt Health.\n- Elena reports to Ravi.\n- Ravi works for Summit Energy.\n- Anders reports to Sofia.\n- Elena works for Bluepine Aviation.\n- Northwind Systems was founded in 2001.\n- Cobalt Health was founded in 1976.\n- Bluepine Aviation was founded in 1996.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12984", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12985", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5261: employee Mateo R., hired 26 October 2022, separated 26 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-5261 under the controlling rules.", "criteria": {"0": "$10,731", "1": "$8,846", "2": "$47,000", "3": "$10,846"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12986", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-12987", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12988", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5702: employee Bruno S., hired 03 September 2022, separated 14 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-5702 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,800", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-12989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Meridian Bank.\n- Pablo reports to Wren.\n- Anders reports to Tobias.\n- Anders works for Northwind Systems.\n- Mateo works for Bluepine Aviation.\n- Pablo works for Northwind Systems.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Emeka works for Meridian Bank.\n- Atlas Freight is headquartered in Leeds.\n- Viktor reports to Lucia.\n- Lucia reports to Nadia.\n- Viktor works for Atlas Freight.\n- Mateo reports to Emeka.\n- Lucia works for Bluepine Aviation.\n- Atlas Freight was founded in 2006.\n- Emeka reports to Hana.\n- Nadia reports to Jonas.\n- Wren reports to Anders.\n- Nadia works for Bluepine Aviation.\n- Jonas works for Northwind Systems.\n- Jonas reports to Mateo.\n- Northwind Systems was founded in 2013.\n- Hana works for Northwind Systems.\n- Amara reports to Viktor.\n- Meridian Bank is headquartered in Porto.\n- Northwind Systems is headquartered in Bergen.\n- Meridian Bank was founded in 1999.\n- Bluepine Aviation is headquartered in Brno.\n- Hana reports to Pablo.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1997", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-12990", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 February 2023): For employees hired on or after 18 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3067: employee Felix S., hired 24 January 2021, separated 26 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3067?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12991", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6717: employee Wren S., hired 02 July 2021, separated 18 June 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6717?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6717 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12992", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8862: employee Stefan S., hired 12 January 2023, separated 31 July 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8862?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-12993", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 14203\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-12994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Bluepine Aviation was founded in 1991.\n- Jonas works for Summit Energy.\n- Tessa works for Meridian Bank.\n- Sofia reports to Tessa.\n- Tobias reports to Anders.\n- Dmitri reports to Sanne.\n- Priya works for Bluepine Aviation.\n- Dmitri works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Summit Energy was founded in 1980.\n- Priya reports to Leila.\n- Mara reports to Lucia.\n- Kenji works for Bluepine Aviation.\n- Tobias works for Meridian Bank.\n- Kenji reports to Priya.\n- Lucia works for Meridian Bank.\n- Sanne reports to Mara.\n- Northwind Systems is headquartered in Leeds.\n- Meridian Bank is headquartered in Halifax.\n- Leila works for Meridian Bank.\n- Sanne works for Bluepine Aviation.\n- Summit Energy is headquartered in Halifax.\n- Lucia reports to Sofia.\n- Anders reports to Jonas.\n- Bluepine Aviation is headquartered in Leeds.\n- Meridian Bank was founded in 2015.\n- Northwind Systems was founded in 1976.\n- Mara works for Bluepine Aviation.\n- Jonas reports to Kenji.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-12995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Porto.\n- Zoya works for Pinnacle Software.\n- Callum reports to Amara.\n- Callum works for Cedar Retail Group.\n- Pinnacle Software was founded in 2004.\n- Elena reports to Callum.\n- Ravi reports to Elena.\n- Amara works for Northwind Systems.\n- Tessa reports to Viktor.\n- Cedar Retail Group was founded in 1985.\n- Northwind Systems was founded in 2009.\n- Yuki works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Viktor works for Northwind Systems.\n- Kenji reports to Yuki.\n- Northwind Systems is headquartered in Nagoya.\n- Jonas reports to Tessa.\n- Helios Logistics was founded in 1980.\n- Tessa works for Northwind Systems.\n- Yuki reports to Zoya.\n- Elena works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Viktor reports to Kenji.\n- Jonas works for Helios Logistics.\n- Zoya reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-12996", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3083: employee Sanne B., hired 10 January 2022, separated 15 September 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-3083 under the controlling rules.", "criteria": {"0": "$12,400", "1": "$11,900", "2": "$51,567", "3": "$11,812"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-12997", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7161: employee Amara T., hired 21 January 2024, separated 29 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7161?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7161 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-12998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1995.\n- Vantage Air is headquartered in Malmo.\n- Viktor works for Northwind Systems.\n- Viktor reports to Tobias.\n- Sofia works for Vantage Air.\n- Omar works for Pinnacle Software.\n- Lucia reports to Sofia.\n- Omar reports to Lucia.\n- Nadia works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Zoya reports to Omar.\n- Lucia works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Oslo.\n- Zoya works for Northwind Systems.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1987.\n- Pinnacle Software was founded in 2006.\n- Northwind Systems was founded in 1976.\n- Tobias works for Pinnacle Software.\n- Sofia reports to Viktor.\n- Tobias reports to Emeka.\n- Emeka reports to Nadia.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-12999", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tallinn.\n- Callum reports to Stefan.\n- Callum works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Felix reports to Pablo.\n- Helios Logistics was founded in 2002.\n- Atlas Freight was founded in 1995.\n- Stefan works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 1997.\n- Priya works for Lattice Analytics.\n- Priya reports to Chiara.\n- Dmitri reports to Aisha.\n- Sofia reports to Yuki.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Pablo reports to Priya.\n- Pablo works for Lattice Analytics.\n- Aisha works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Stefan reports to Felix.\n- Chiara reports to Dmitri.\n- Ironwood Manufacturing was founded in 2011.\n- Ironwood Manufacturing is headquartered in Basel.\n- Helios Logistics is headquartered in Malmo.\n- Aisha reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sanne.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Stefan works for Crescent Telecom.\n- Priya reports to Mateo.\n- Priya works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Bruno reports to Elena.\n- Northwind Systems is headquartered in Nagoya.\n- Sanne reports to Leila.\n- Helios Logistics was founded in 2000.\n- Helios Logistics is headquartered in Turku.\n- Bruno works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Elena reports to Stefan.\n- Mateo works for Fernhill Foods.\n- Emeka reports to Priya.\n- Crescent Telecom is headquartered in Halifax.\n- Leila reports to Bruno.\n- Northwind Systems was founded in 2007.\n- Leila works for Northwind Systems.\n- Crescent Telecom was founded in 1998.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13002", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13003", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13004", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13005", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 91007, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13006", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7093: employee Sofia B., hired 03 June 2021, separated 15 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7093?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7093 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Nadia.\n- Vantage Air was founded in 2005.\n- Aisha reports to Hana.\n- Wren works for Vantage Air.\n- Nadia reports to Bruno.\n- Aisha works for Vantage Air.\n- Bruno reports to Wren.\n- Bruno works for Vantage Air.\n- Pinnacle Software was founded in 1985.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Pablo works for Vantage Air.\n- Hana reports to Ravi.\n- Pablo reports to Callum.\n- Wren reports to Aisha.\n- Crescent Telecom is headquartered in Basel.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 1982.\n- Helios Logistics was founded in 1984.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2000", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13008", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 October 2022): For employees hired on or after 02 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1830: employee Amara B., hired 23 July 2020, separated 17 January 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1830?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13009", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2904: employee Sanne M., hired 25 April 2022, separated 06 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2904?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13010", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3363: employee Mateo A., hired 18 December 2021, separated 24 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3363?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13011", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13012", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Lattice Analytics was founded in 1996.\n- Ravi works for Atlas Freight.\n- Ingrid reports to Aisha.\n- Pablo works for Ironwood Manufacturing.\n- Ingrid works for Lattice Analytics.\n- Tessa reports to Yuki.\n- Fernhill Foods was founded in 1980.\n- Lattice Analytics is headquartered in Nagoya.\n- Viktor works for Fernhill Foods.\n- Pablo reports to Viktor.\n- Ironwood Manufacturing was founded in 1976.\n- Yuki works for Lattice Analytics.\n- Atlas Freight was founded in 1987.\n- Lucia reports to Ingrid.\n- Viktor reports to Lucia.\n- Atlas Freight is headquartered in Leeds.\n- Mei works for Fernhill Foods.\n- Tessa works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Aisha reports to Mei.\n- Ravi reports to Pablo.\n- Chiara reports to Tessa.\n- Fernhill Foods is headquartered in Leeds.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mei.\n- Helios Logistics was founded in 1975.\n- Emeka works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2000.\n- Jonas reports to Bruno.\n- Viktor works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Jonas works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Brno.\n- Kenji works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Bruno reports to Sofia.\n- Mei reports to Kenji.\n- Helios Logistics is headquartered in Halifax.\n- Vantage Air is headquartered in Tallinn.\n- Northwind Systems is headquartered in Oslo.\n- Kenji reports to Jonas.\n- Mei works for Helios Logistics.\n- Sofia reports to Emeka.\n- Northwind Systems was founded in 2011.\n- Vantage Air was founded in 1986.\n- Viktor reports to Pablo.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13015", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13016", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13017", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mei.\n- Fernhill Foods is headquartered in Leeds.\n- Priya works for Fernhill Foods.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Chiara reports to Deshawn.\n- Jonas reports to Priya.\n- Mateo works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1981.\n- Tessa reports to Mateo.\n- Helios Logistics is headquartered in Leeds.\n- Yuki reports to Tessa.\n- Ironwood Manufacturing was founded in 2003.\n- Lattice Analytics was founded in 1980.\n- Mei works for Lattice Analytics.\n- Deshawn reports to Jonas.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas works for Fernhill Foods.\n- Mateo reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2004.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "2006", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13019", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks about weather", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13020", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13021", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2743: employee Jonas K., hired 31 May 2022, separated 18 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2743?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2004.\n- Elena works for Helios Logistics.\n- Wren works for Vantage Air.\n- Dmitri reports to Hana.\n- Mara works for Helios Logistics.\n- Lattice Analytics was founded in 1996.\n- Emeka works for Vantage Air.\n- Helios Logistics was founded in 1989.\n- Bruno works for Vantage Air.\n- Sofia reports to Lucia.\n- Mara reports to Elena.\n- Atlas Freight was founded in 1978.\n- Lucia reports to Mara.\n- Felix works for Vantage Air.\n- Bruno reports to Dmitri.\n- Sofia works for Lattice Analytics.\n- Elena reports to Emeka.\n- Priya reports to Felix.\n- Nadia reports to Wren.\n- Emeka reports to Nadia.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia works for Vantage Air.\n- Helios Logistics is headquartered in Turku.\n- Nadia works for Lattice Analytics.\n- Atlas Freight is headquartered in Cork.\n- Wren reports to Priya.\n- Vantage Air is headquartered in Adelaide.\n- Dmitri works for Helios Logistics.\n- Hana reports to Sofia.\n- Hana works for Vantage Air.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13023", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13024", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13025", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3430: employee Elena B., hired 20 July 2020, separated 09 October 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-3430 under the controlling rules.", "criteria": {"0": "$27,300", "1": "$22,750", "2": "$22,250", "3": "$98,583"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Bruno works for Lattice Analytics.\n- Yuki works for Atlas Freight.\n- Yuki reports to Dmitri.\n- Vantage Air is headquartered in Austin.\n- Tessa reports to Nadia.\n- Bruno reports to Hana.\n- Hana works for Lattice Analytics.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy was founded in 2003.\n- Lattice Analytics was founded in 1992.\n- Wren works for Vantage Air.\n- Lattice Analytics is headquartered in Bergen.\n- Wren reports to Chiara.\n- Dmitri reports to Wren.\n- Nadia works for Atlas Freight.\n- Chiara works for Lattice Analytics.\n- Atlas Freight was founded in 2003.\n- Chiara reports to Bruno.\n- Nadia reports to Yuki.\n- Dmitri works for Summit Energy.\n- Vantage Air was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13027", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13028", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 October 2025): For employees hired on or after 14 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8158: employee Mara M., hired 02 October 2023, separated 22 January 2027 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-8158 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,125", "2": "$7,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Mara reports to Ingrid.\n- Pinnacle Software is headquartered in Bergen.\n- Stefan works for Bluepine Aviation.\n- Ingrid reports to Mateo.\n- Tessa works for Bluepine Aviation.\n- Jonas reports to Nadia.\n- Nadia reports to Leila.\n- Mateo reports to Tobias.\n- Pinnacle Software was founded in 2001.\n- Jonas works for Bluepine Aviation.\n- Leila reports to Wren.\n- Wren reports to Elena.\n- Wren works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Sofia reports to Mara.\n- Tobias reports to Tessa.\n- Bluepine Aviation was founded in 1977.\n- Stefan reports to Sofia.\n- Mara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Tessa reports to Jonas.\n- Beacon Insurance was founded in 1983.\n- Ingrid works for Beacon Insurance.\n- Sofia works for Pinnacle Software.\n- Lattice Analytics was founded in 1999.\n- Beacon Insurance is headquartered in Leeds.\n- Leila works for Bluepine Aviation.\n- Tobias works for Beacon Insurance.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1995.\n- Priya reports to Zoya.\n- Hana reports to Priya.\n- Priya works for Helios Logistics.\n- Zoya works for Cedar Retail Group.\n- Amara reports to Lucia.\n- Crescent Telecom was founded in 1991.\n- Lucia reports to Chiara.\n- Chiara works for Helios Logistics.\n- Omar reports to Amara.\n- Helios Logistics is headquartered in Tallinn.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Hana works for Cedar Retail Group.\n- Mateo reports to Hana.\n- Crescent Telecom is headquartered in Oslo.\n- Cedar Retail Group was founded in 1993.\n- Helios Logistics was founded in 1990.\n- Chiara reports to Mateo.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13031", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13032", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Hana.\n- Amara works for Summit Energy.\n- Ravi reports to Bruno.\n- Kenji works for Ironwood Manufacturing.\n- Mei reports to Chiara.\n- Bruno works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2004.\n- Summit Energy is headquartered in Tallinn.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Cork.\n- Amara reports to Ravi.\n- Vantage Air was founded in 1984.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Chiara works for Lattice Analytics.\n- Emeka works for Vantage Air.\n- Leila works for Vantage Air.\n- Leila reports to Emeka.\n- Kenji reports to Ingrid.\n- Summit Energy was founded in 1983.\n- Hana reports to Amara.\n- Lattice Analytics is headquartered in Turku.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Mei.\n- Mei works for Lattice Analytics.\n- Emeka reports to Kenji.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13034", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13035", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Sanne works for Bluepine Aviation.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Cork.\n- Sanne reports to Nadia.\n- Ironwood Manufacturing was founded in 2000.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bluepine Aviation is headquartered in Malmo.\n- Jonas works for Bluepine Aviation.\n- Hana works for Vantage Air.\n- Jonas reports to Ravi.\n- Nadia reports to Jonas.\n- Lucia reports to Hana.\n- Wren reports to Zoya.\n- Atlas Freight was founded in 2010.\n- Vantage Air is headquartered in Turku.\n- Nadia works for Vantage Air.\n- Bluepine Aviation was founded in 2012.\n- Vantage Air was founded in 2000.\n- Ravi works for Ironwood Manufacturing.\n- Hana reports to Sanne.\n- Zoya reports to Lucia.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tallinn.\n- Sofia reports to Nadia.\n- Deshawn works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 1995.\n- Aisha works for Pinnacle Software.\n- Ravi reports to Jonas.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1985.\n- Ravi works for Fernhill Foods.\n- Nadia works for Bluepine Aviation.\n- Fernhill Foods was founded in 2006.\n- Jonas works for Ironwood Manufacturing.\n- Aisha reports to Emeka.\n- Jonas reports to Sofia.\n- Nadia reports to Deshawn.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Ingrid reports to Aisha.\n- Ingrid works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tallinn.\n- Deshawn reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13038", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8244: employee Anders A., hired 23 November 2022, separated 23 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8244?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13039", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Hana works for Beacon Insurance.\n- Nadia works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Helios Logistics is headquartered in Austin.\n- Meridian Bank is headquartered in Bergen.\n- Helios Logistics was founded in 1986.\n- Lucia works for Cedar Retail Group.\n- Emeka reports to Omar.\n- Priya reports to Ravi.\n- Nadia reports to Emeka.\n- Anders works for Helios Logistics.\n- Pablo reports to Hana.\n- Tessa works for Beacon Insurance.\n- Cedar Retail Group was founded in 1990.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Omar reports to Yuki.\n- Tessa reports to Lucia.\n- Ravi works for Cedar Retail Group.\n- Meridian Bank was founded in 1994.\n- Hana reports to Nadia.\n- Lucia reports to Anders.\n- Emeka works for Beacon Insurance.\n- Mei reports to Priya.\n- Beacon Insurance was founded in 2012.\n- Yuki works for Beacon Insurance.\n- Anders reports to Mei.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Yuki reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13041", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "reports lost baggage", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13042", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Nagoya.\n- Felix reports to Dmitri.\n- Helios Logistics was founded in 1980.\n- Felix works for Helios Logistics.\n- Dmitri reports to Ingrid.\n- Callum reports to Omar.\n- Omar works for Crescent Telecom.\n- Sanne reports to Hana.\n- Helios Logistics is headquartered in Nagoya.\n- Northwind Systems was founded in 2003.\n- Crescent Telecom is headquartered in Valencia.\n- Dmitri works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana reports to Emeka.\n- Callum works for Helios Logistics.\n- Crescent Telecom was founded in 2004.\n- Emeka reports to Callum.\n- Hana works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Ingrid reports to Sanne.\n- Ironwood Manufacturing was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13044", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4887: employee Deshawn B., hired 14 February 2021, separated 07 March 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-4887 under the controlling rules.", "criteria": {"0": "$144,000", "1": "$35,231", "2": "$33,101", "3": "$33,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Priya works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Mara reports to Amara.\n- Beacon Insurance is headquartered in Adelaide.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1999.\n- Amara reports to Zoya.\n- Emeka works for Beacon Insurance.\n- Callum reports to Priya.\n- Callum works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1987.\n- Zoya works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Meridian Bank was founded in 2000.\n- Cobalt Health was founded in 1994.\n- Mei works for Meridian Bank.\n- Anders reports to Emeka.\n- Anders works for Ironwood Manufacturing.\n- Zoya reports to Callum.\n- Priya reports to Mei.\n- Mei reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13046", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13047", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13048", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5078: employee Sanne A., hired 01 July 2022, separated 18 May 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5078?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Leila.\n- Leila works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Lucia works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Emeka works for Bluepine Aviation.\n- Vantage Air was founded in 1999.\n- Ingrid reports to Anders.\n- Zoya reports to Stefan.\n- Aisha works for Northwind Systems.\n- Jonas reports to Sanne.\n- Stefan works for Vantage Air.\n- Stefan reports to Lucia.\n- Anders works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Jonas works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Lucia reports to Mei.\n- Bluepine Aviation was founded in 1981.\n- Mei reports to Amara.\n- Anders reports to Emeka.\n- Emeka reports to Jonas.\n- Sanne works for Meridian Bank.\n- Vantage Air is headquartered in Basel.\n- Leila reports to Ingrid.\n- Aisha reports to Zoya.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 2005.\n- Mei works for Northwind Systems.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1999.\n- Bluepine Aviation is headquartered in Turku.\n- Anders works for Summit Energy.\n- Aisha reports to Mei.\n- Fernhill Foods was founded in 1977.\n- Mei works for Northwind Systems.\n- Stefan works for Summit Energy.\n- Bruno reports to Stefan.\n- Fernhill Foods is headquartered in Nagoya.\n- Sofia reports to Felix.\n- Leila works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Summit Energy is headquartered in Turku.\n- Jonas works for Bluepine Aviation.\n- Stefan reports to Omar.\n- Omar works for Fernhill Foods.\n- Bluepine Aviation was founded in 2003.\n- Felix reports to Anders.\n- Sofia works for Northwind Systems.\n- Lucia reports to Aisha.\n- Northwind Systems is headquartered in Nagoya.\n- Leila reports to Lucia.\n- Aisha works for Summit Energy.\n- Northwind Systems was founded in 1993.\n- Anders reports to Jonas.\n- Bruno works for Northwind Systems.\n- Jonas reports to Tobias.\n- Omar reports to Sofia.\n- Tobias works for Northwind Systems.\n- Mei reports to Bruno.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13051", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 42126 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Mei reports to Viktor.\n- Viktor reports to Elena.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Anders works for Meridian Bank.\n- Beacon Insurance was founded in 1976.\n- Dmitri reports to Mei.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Leila reports to Dmitri.\n- Nadia works for Pinnacle Software.\n- Amara reports to Sofia.\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software was founded in 2014.\n- Elena reports to Tessa.\n- Anders reports to Nadia.\n- Elena works for Ironwood Manufacturing.\n- Sofia reports to Anders.\n- Meridian Bank is headquartered in Adelaide.\n- Tessa works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Tessa reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13053", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4254: employee Chiara T., hired 16 March 2022, separated 21 June 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-4254 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,688", "2": "$6,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13054", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13055", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13056", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13057", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13058", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1459: employee Ingrid A., hired 19 December 2021, separated 26 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1459?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13059", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2001.\n- Nadia reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo reports to Jonas.\n- Emeka reports to Aisha.\n- Felix reports to Stefan.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Kenji reports to Felix.\n- Stefan reports to Ingrid.\n- Jonas reports to Kenji.\n- Aisha reports to Leila.\n- Felix works for Helios Logistics.\n- Fernhill Foods is headquartered in Bergen.\n- Helios Logistics is headquartered in Basel.\n- Deshawn reports to Emeka.\n- Cobalt Health was founded in 2009.\n- Omar works for Helios Logistics.\n- Kenji works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1993.\n- Emeka works for Ironwood Manufacturing.\n- Omar reports to Nadia.\n- Jonas works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Aisha works for Helios Logistics.\n- Fernhill Foods was founded in 1987.\n- Leila works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Basel.\n- Deshawn works for Fernhill Foods.\n- Leila reports to Pablo.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13061", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 66982 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13062", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13063", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3118: employee Priya K., hired 31 May 2021, separated 25 February 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-3118 under the controlling rules.", "criteria": {"0": "$10,200", "1": "$10,125", "2": "$11,200", "3": "$44,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13064", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13065", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Amara.\n- Atlas Freight was founded in 1986.\n- Sofia works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Sofia reports to Bruno.\n- Bluepine Aviation is headquartered in Ghent.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1992.\n- Ravi works for Beacon Insurance.\n- Yuki reports to Sofia.\n- Amara works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Elena reports to Anders.\n- Sanne works for Atlas Freight.\n- Bluepine Aviation was founded in 2013.\n- Tobias reports to Yuki.\n- Anders reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Ingrid reports to Tobias.\n- Bruno reports to Sanne.\n- Ingrid works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Tobias works for Beacon Insurance.\n- Bruno works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Lucia reports to Ravi.\n- Beacon Insurance was founded in 2011.\n- Beacon Insurance is headquartered in Ghent.\n- Jonas reports to Lucia.\n- Elena works for Atlas Freight.\n- Amara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13067", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5991: employee Emeka K., hired 12 March 2021, separated 10 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5991?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1987.\n- Mara works for Bluepine Aviation.\n- Northwind Systems was founded in 1975.\n- Wren reports to Jonas.\n- Cedar Retail Group is headquartered in Tampere.\n- Helios Logistics is headquartered in Dunedin.\n- Helios Logistics was founded in 1984.\n- Pablo reports to Omar.\n- Callum works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Aisha reports to Pablo.\n- Priya reports to Wren.\n- Priya works for Helios Logistics.\n- Bluepine Aviation was founded in 2006.\n- Aisha works for Bluepine Aviation.\n- Sanne works for Cedar Retail Group.\n- Mara reports to Aisha.\n- Bluepine Aviation is headquartered in Halifax.\n- Jonas works for Bluepine Aviation.\n- Callum reports to Mara.\n- Omar reports to Sanne.\n- Northwind Systems is headquartered in Halifax.\n- Ravi works for Helios Logistics.\n- Jonas reports to Ravi.\n- Wren works for Bluepine Aviation.\n- Pablo works for Northwind Systems.\n- Sanne reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2000.\n- Mateo works for Helios Logistics.\n- Atlas Freight was founded in 1997.\n- Jonas reports to Stefan.\n- Tobias works for Helios Logistics.\n- Leila reports to Tobias.\n- Cedar Retail Group was founded in 1985.\n- Stefan works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Anders works for Helios Logistics.\n- Callum reports to Leila.\n- Hana works for Atlas Freight.\n- Ravi works for Bluepine Aviation.\n- Elena works for Cedar Retail Group.\n- Tobias reports to Ravi.\n- Bluepine Aviation is headquartered in Brno.\n- Helios Logistics is headquartered in Halifax.\n- Kenji reports to Lucia.\n- Jonas works for Bluepine Aviation.\n- Mateo reports to Elena.\n- Ravi reports to Mateo.\n- Anders reports to Hana.\n- Lucia works for Cedar Retail Group.\n- Callum works for Atlas Freight.\n- Elena reports to Jonas.\n- Lucia reports to Anders.\n- Kenji works for Cedar Retail Group.\n- Hana reports to Callum.\n- Helios Logistics was founded in 1978.\n- Atlas Freight is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Sofia works for Summit Energy.\n- Atlas Freight was founded in 2013.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Omar.\n- Jonas works for Summit Energy.\n- Tobias works for Fernhill Foods.\n- Summit Energy was founded in 1975.\n- Jonas reports to Chiara.\n- Omar works for Summit Energy.\n- Sofia reports to Pablo.\n- Wren reports to Sofia.\n- Mei reports to Wren.\n- Chiara works for Summit Energy.\n- Tobias reports to Mei.\n- Anders reports to Felix.\n- Fernhill Foods is headquartered in Halifax.\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods was founded in 2012.\n- Sanne reports to Anders.\n- Mei works for Atlas Freight.\n- Omar reports to Sanne.\n- Bluepine Aviation was founded in 1983.\n- Bluepine Aviation is headquartered in Leeds.\n- Felix reports to Jonas.\n- Felix works for Atlas Freight.\n- Priya reports to Tobias.\n- Wren works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Anders works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13071", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13072", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13073", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5959: employee Mei A., hired 09 November 2022, separated 18 March 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-5959 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$30,333", "2": "$7,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Austin.\n- Elena works for Vantage Air.\n- Callum works for Ironwood Manufacturing.\n- Elena reports to Wren.\n- Yuki works for Vantage Air.\n- Deshawn works for Bluepine Aviation.\n- Leila reports to Elena.\n- Ironwood Manufacturing is headquartered in Austin.\n- Jonas works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2006.\n- Tobias reports to Jonas.\n- Mara reports to Callum.\n- Jonas reports to Yuki.\n- Bluepine Aviation was founded in 2013.\n- Northwind Systems is headquartered in Adelaide.\n- Zoya reports to Tobias.\n- Wren works for Bluepine Aviation.\n- Yuki reports to Leila.\n- Vantage Air is headquartered in Malmo.\n- Northwind Systems was founded in 1982.\n- Mara works for Vantage Air.\n- Tobias works for Northwind Systems.\n- Vantage Air was founded in 2003.\n- Callum reports to Zoya.\n- Leila works for Northwind Systems.\n- Deshawn reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13075", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13076", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13077", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 October 2022): For employees hired on or after 08 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3774: employee Stefan S., hired 06 August 2021, separated 07 November 2022 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-3774 under the controlling rules.", "criteria": {"0": "$4,062", "1": "$4,000", "2": "$4,500", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Aisha works for Pinnacle Software.\n- Meridian Bank was founded in 1982.\n- Felix works for Meridian Bank.\n- Crescent Telecom was founded in 1994.\n- Mara reports to Leila.\n- Viktor reports to Mei.\n- Mei works for Pinnacle Software.\n- Meridian Bank is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Valencia.\n- Tobias reports to Stefan.\n- Crescent Telecom is headquartered in Dunedin.\n- Leila reports to Ingrid.\n- Pinnacle Software is headquartered in Dunedin.\n- Pinnacle Software was founded in 2004.\n- Aisha reports to Ravi.\n- Stefan reports to Aisha.\n- Ravi reports to Felix.\n- Mara works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Felix reports to Viktor.\n- Cedar Retail Group was founded in 2004.\n- Tobias works for Pinnacle Software.\n- Mei reports to Mara.\n- Stefan works for Pinnacle Software.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13079", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13080", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2853: employee Priya R., hired 23 March 2023, separated 30 July 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2853?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Viktor works for Summit Energy.\n- Cedar Retail Group is headquartered in Cork.\n- Crescent Telecom was founded in 2012.\n- Emeka works for Pinnacle Software.\n- Stefan reports to Mara.\n- Mara works for Cedar Retail Group.\n- Mateo works for Crescent Telecom.\n- Lucia works for Pinnacle Software.\n- Crescent Telecom is headquartered in Malmo.\n- Mateo reports to Stefan.\n- Mara reports to Emeka.\n- Lucia reports to Jonas.\n- Viktor reports to Mateo.\n- Elena reports to Lucia.\n- Pinnacle Software was founded in 1990.\n- Summit Energy is headquartered in Lyon.\n- Elena works for Cedar Retail Group.\n- Jonas reports to Viktor.\n- Pinnacle Software is headquartered in Malmo.\n- Cedar Retail Group was founded in 1979.\n- Stefan works for Pinnacle Software.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Deshawn.\n- Felix works for Cobalt Health.\n- Vantage Air was founded in 1977.\n- Fernhill Foods is headquartered in Tallinn.\n- Kenji works for Atlas Freight.\n- Felix reports to Chiara.\n- Stefan works for Atlas Freight.\n- Deshawn works for Fernhill Foods.\n- Chiara works for Cobalt Health.\n- Atlas Freight was founded in 2009.\n- Sofia works for Cobalt Health.\n- Priya works for Vantage Air.\n- Elena reports to Felix.\n- Vantage Air is headquartered in Nagoya.\n- Deshawn reports to Stefan.\n- Fernhill Foods was founded in 1994.\n- Priya reports to Kenji.\n- Cobalt Health is headquartered in Turku.\n- Kenji reports to Elena.\n- Stefan reports to Sofia.\n- Atlas Freight is headquartered in Tallinn.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1993.\n- Wren works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Sofia reports to Jonas.\n- Sofia works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Callum works for Atlas Freight.\n- Cobalt Health was founded in 1998.\n- Helios Logistics was founded in 2005.\n- Mei works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Kenji reports to Sofia.\n- Aisha works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Jonas reports to Callum.\n- Callum reports to Yuki.\n- Tessa works for Helios Logistics.\n- Deshawn reports to Aisha.\n- Yuki works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Adelaide.\n- Sanne reports to Pablo.\n- Atlas Freight is headquartered in Ghent.\n- Helios Logistics is headquartered in Adelaide.\n- Yuki reports to Deshawn.\n- Wren reports to Tessa.\n- Tessa reports to Mei.\n- Pablo reports to Wren.\n- Deshawn works for Crescent Telecom.\n- Aisha reports to Sanne.\n- Crescent Telecom was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13084", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13085", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13086", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13087", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13088", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5152: employee Nadia B., hired 16 December 2023, separated 17 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5152?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13089", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Vantage Air was founded in 1989.\n- Callum reports to Tessa.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Tessa works for Lattice Analytics.\n- Bruno reports to Callum.\n- Bluepine Aviation is headquartered in Cork.\n- Lattice Analytics was founded in 2002.\n- Tobias reports to Pablo.\n- Pablo works for Vantage Air.\n- Fernhill Foods is headquartered in Basel.\n- Nadia reports to Bruno.\n- Chiara reports to Hana.\n- Callum works for Lattice Analytics.\n- Hana reports to Deshawn.\n- Priya works for Fernhill Foods.\n- Mei reports to Kenji.\n- Tobias works for Fernhill Foods.\n- Pablo reports to Nadia.\n- Fernhill Foods was founded in 2007.\n- Deshawn reports to Mei.\n- Deshawn works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Kenji reports to Priya.\n- Mei works for Vantage Air.\n- Hana works for Lattice Analytics.\n- Vantage Air is headquartered in Porto.\n- Priya reports to Tobias.\n- Kenji works for Vantage Air.\n- Lattice Analytics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13091", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Lattice Analytics was founded in 2015.\n- Meridian Bank was founded in 1976.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka reports to Tobias.\n- Crescent Telecom was founded in 2012.\n- Bruno reports to Anders.\n- Viktor reports to Bruno.\n- Emeka works for Meridian Bank.\n- Bruno works for Pinnacle Software.\n- Mateo reports to Viktor.\n- Lattice Analytics is headquartered in Cork.\n- Priya works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Mateo works for Lattice Analytics.\n- Priya reports to Emeka.\n- Tobias reports to Omar.\n- Anders reports to Priya.\n- Pinnacle Software was founded in 1985.\n- Meridian Bank is headquartered in Tampere.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13093", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7116: employee Ravi R., hired 03 April 2024, separated 30 November 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-7116 under the controlling rules.", "criteria": {"0": "$10,000", "1": "$5,100", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1985.\n- Hana reports to Chiara.\n- Bluepine Aviation is headquartered in Nagoya.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid reports to Kenji.\n- Fernhill Foods is headquartered in Lyon.\n- Priya works for Cedar Retail Group.\n- Tessa reports to Mei.\n- Ingrid works for Bluepine Aviation.\n- Emeka reports to Hana.\n- Tessa works for Fernhill Foods.\n- Chiara works for Cedar Retail Group.\n- Kenji works for Fernhill Foods.\n- Bluepine Aviation was founded in 2000.\n- Cedar Retail Group is headquartered in Basel.\n- Chiara reports to Tessa.\n- Helios Logistics was founded in 1981.\n- Emeka works for Helios Logistics.\n- Fernhill Foods was founded in 2010.\n- Mei works for Cedar Retail Group.\n- Priya reports to Emeka.\n- Mei reports to Ingrid.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13095", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13096", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13097", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7929: employee Nadia R., hired 13 March 2023, separated 29 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7929?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Lucia.\n- Summit Energy was founded in 2004.\n- Tessa works for Helios Logistics.\n- Zoya reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Lucia reports to Wren.\n- Helios Logistics was founded in 2007.\n- Ironwood Manufacturing was founded in 2010.\n- Ingrid reports to Mei.\n- Pablo reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lucia works for Summit Energy.\n- Helios Logistics is headquartered in Malmo.\n- Wren works for Summit Energy.\n- Dmitri reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Mei works for Ironwood Manufacturing.\n- Pablo works for Helios Logistics.\n- Wren reports to Tessa.\n- Summit Energy is headquartered in Austin.\n- Cedar Retail Group is headquartered in Turku.\n- Cedar Retail Group was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13099", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6215: employee Priya S., hired 22 October 2021, separated 15 May 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-6215 under the controlling rules.", "criteria": {"0": "$4,800", "1": "$26,000", "2": "$6,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Valencia.\n- Bruno works for Summit Energy.\n- Omar reports to Viktor.\n- Cedar Retail Group is headquartered in Adelaide.\n- Nadia reports to Omar.\n- Pablo reports to Dmitri.\n- Priya reports to Mara.\n- Dmitri works for Lattice Analytics.\n- Tessa reports to Priya.\n- Dmitri reports to Nadia.\n- Summit Energy was founded in 2005.\n- Summit Energy is headquartered in Valencia.\n- Tessa works for Lattice Analytics.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2001.\n- Felix reports to Bruno.\n- Bruno reports to Pablo.\n- Cedar Retail Group was founded in 2011.\n- Pablo works for Ironwood Manufacturing.\n- Felix works for Summit Energy.\n- Mara works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Mara reports to Felix.\n- Omar works for Cedar Retail Group.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1999", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Summit Energy.\n- Pablo reports to Mateo.\n- Summit Energy is headquartered in Austin.\n- Tobias works for Beacon Insurance.\n- Summit Energy was founded in 1994.\n- Felix works for Vantage Air.\n- Dmitri works for Beacon Insurance.\n- Mateo reports to Sanne.\n- Pablo works for Vantage Air.\n- Cedar Retail Group was founded in 1986.\n- Mateo works for Beacon Insurance.\n- Dmitri reports to Mara.\n- Cedar Retail Group is headquartered in Bergen.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Pablo.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara works for Vantage Air.\n- Sanne works for Cedar Retail Group.\n- Mara reports to Callum.\n- Tobias reports to Felix.\n- Felix reports to Dmitri.\n- Bruno works for Beacon Insurance.\n- Emeka reports to Bruno.\n- Vantage Air is headquartered in Austin.\n- Beacon Insurance was founded in 1976.\n- Callum reports to Emeka.\n- Vantage Air was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13102", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 December 2023): For employees hired on or after 12 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2962: employee Lucia M., hired 11 March 2020, separated 19 February 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2026-2962 under the controlling rules.", "criteria": {"0": "$12,863", "1": "$12,950", "2": "$56,117", "3": "$13,950"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13103", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13104", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13105", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13106", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 October 2025): For employees hired on or after 20 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5632: employee Zoya S., hired 08 February 2025, separated 01 June 2027 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5632?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13107", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5153: employee Ingrid B., hired 30 March 2021, separated 25 September 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-5153 under the controlling rules.", "criteria": {"0": "$15,096", "1": "$16,226", "2": "$16,096", "3": "$69,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Hana works for Crescent Telecom.\n- Summit Energy was founded in 2002.\n- Priya works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Priya reports to Bruno.\n- Felix reports to Priya.\n- Jonas works for Fernhill Foods.\n- Crescent Telecom was founded in 1995.\n- Sanne works for Meridian Bank.\n- Pablo works for Fernhill Foods.\n- Sanne reports to Pablo.\n- Fernhill Foods is headquartered in Leeds.\n- Viktor works for Meridian Bank.\n- Bruno reports to Mara.\n- Hana reports to Jonas.\n- Summit Energy is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Crescent Telecom is headquartered in Oslo.\n- Pablo reports to Felix.\n- Jonas reports to Sofia.\n- Mara works for Fernhill Foods.\n- Meridian Bank was founded in 1976.\n- Fernhill Foods was founded in 1984.\n- Sofia works for Fernhill Foods.\n- Mara reports to Hana.\n- Sofia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1998", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13109", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13110", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13111", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1981.\n- Elena reports to Tobias.\n- Mei reports to Leila.\n- Anders works for Meridian Bank.\n- Mei works for Helios Logistics.\n- Ingrid reports to Anders.\n- Bluepine Aviation is headquartered in Valencia.\n- Chiara reports to Elena.\n- Lucia works for Meridian Bank.\n- Anders reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Leila works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Tobias reports to Stefan.\n- Helios Logistics was founded in 2003.\n- Mateo works for Helios Logistics.\n- Mateo reports to Lucia.\n- Elena works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Leila reports to Ingrid.\n- Ironwood Manufacturing was founded in 1976.\n- Dmitri reports to Mara.\n- Mara reports to Mateo.\n- Tobias works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Stefan reports to Dmitri.\n- Helios Logistics is headquartered in Nagoya.\n- Meridian Bank was founded in 1984.\n- Stefan works for Helios Logistics.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13113", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Pablo reports to Wren.\n- Sofia works for Vantage Air.\n- Nadia reports to Lucia.\n- Tessa reports to Mara.\n- Vantage Air was founded in 1978.\n- Wren reports to Tessa.\n- Chiara works for Lattice Analytics.\n- Beacon Insurance is headquartered in Bergen.\n- Beacon Insurance was founded in 1991.\n- Viktor reports to Chiara.\n- Anders reports to Sofia.\n- Nadia works for Vantage Air.\n- Sofia reports to Viktor.\n- Chiara reports to Pablo.\n- Mara works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Helios Logistics was founded in 1996.\n- Lattice Analytics is headquartered in Brno.\n- Anders works for Beacon Insurance.\n- Lucia reports to Anders.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics was founded in 1988.\n- Lucia works for Beacon Insurance.\n- Viktor works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Viktor works for Atlas Freight.\n- Zoya works for Beacon Insurance.\n- Yuki reports to Pablo.\n- Stefan reports to Yuki.\n- Tessa works for Cedar Retail Group.\n- Pablo reports to Zoya.\n- Stefan works for Atlas Freight.\n- Helios Logistics was founded in 1980.\n- Amara works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Elena works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Amara reports to Stefan.\n- Tessa reports to Ravi.\n- Anders works for Atlas Freight.\n- Cedar Retail Group was founded in 1994.\n- Elena reports to Anders.\n- Beacon Insurance is headquartered in Austin.\n- Pablo works for Helios Logistics.\n- Ravi reports to Elena.\n- Atlas Freight was founded in 1992.\n- Cedar Retail Group is headquartered in Tampere.\n- Beacon Insurance was founded in 1982.\n- Anders reports to Chiara.\n- Ravi works for Atlas Freight.\n- Mei reports to Tessa.\n- Chiara works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Chiara reports to Viktor.\n- Zoya reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13116", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 July 2025): For employees hired on or after 07 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2049: employee Priya K., hired 23 November 2023, separated 06 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2049?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sofia.\n- Dmitri reports to Callum.\n- Pinnacle Software was founded in 1988.\n- Anders reports to Tobias.\n- Nadia reports to Dmitri.\n- Sofia reports to Omar.\n- Cobalt Health was founded in 1998.\n- Elena reports to Wren.\n- Meridian Bank is headquartered in Ghent.\n- Anders works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Wren reports to Nadia.\n- Lattice Analytics was founded in 2004.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Hana works for Cobalt Health.\n- Pinnacle Software is headquartered in Tallinn.\n- Chiara works for Cobalt Health.\n- Lattice Analytics is headquartered in Ghent.\n- Callum works for Cobalt Health.\n- Omar works for Pinnacle Software.\n- Omar reports to Elena.\n- Hana reports to Anders.\n- Callum reports to Felix.\n- Elena works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Dmitri works for Lattice Analytics.\n- Sofia works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Felix reports to Chiara.\n- Meridian Bank was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13118", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4048: employee Emeka S., hired 11 May 2022, separated 12 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4048?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1993.\n- Jonas works for Meridian Bank.\n- Priya works for Fernhill Foods.\n- Mateo works for Lattice Analytics.\n- Nadia works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Lattice Analytics is headquartered in Adelaide.\n- Hana reports to Mara.\n- Callum reports to Priya.\n- Fernhill Foods was founded in 1998.\n- Hana works for Lattice Analytics.\n- Amara reports to Callum.\n- Nadia reports to Amara.\n- Meridian Bank is headquartered in Austin.\n- Meridian Bank was founded in 2015.\n- Helios Logistics is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Viktor works for Lattice Analytics.\n- Helios Logistics was founded in 2000.\n- Jonas reports to Viktor.\n- Callum works for Helios Logistics.\n- Mateo reports to Nadia.\n- Amara works for Fernhill Foods.\n- Mara reports to Mateo.\n- Fernhill Foods is headquartered in Adelaide.\n- Priya reports to Deshawn.\n- Viktor reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13120", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13121", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Summit Energy.\n- Helios Logistics is headquartered in Valencia.\n- Pablo works for Beacon Insurance.\n- Elena works for Summit Energy.\n- Zoya reports to Aisha.\n- Zoya works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Elena reports to Zoya.\n- Chiara reports to Felix.\n- Summit Energy was founded in 1976.\n- Aisha works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Lucia reports to Ravi.\n- Ravi works for Summit Energy.\n- Felix works for Beacon Insurance.\n- Cobalt Health was founded in 1992.\n- Helios Logistics was founded in 1990.\n- Leila works for Helios Logistics.\n- Sanne reports to Lucia.\n- Ravi reports to Emeka.\n- Summit Energy is headquartered in Valencia.\n- Aisha reports to Sanne.\n- Leila reports to Elena.\n- Lucia works for Summit Energy.\n- Chiara works for Helios Logistics.\n- Sanne works for Summit Energy.\n- Emeka reports to Chiara.\n- Beacon Insurance was founded in 2005.\n- Yuki reports to Leila.\n- Emeka works for Summit Energy.\n- Felix reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1990", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13123", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13124", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 April 2023): For employees hired on or after 25 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8413: employee Stefan A., hired 06 May 2020, separated 30 May 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8413?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13125", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13126", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 92188, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13127", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 15 January 2023): For employees hired on or after 15 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4026: employee Dmitri K., hired 18 December 2021, separated 03 February 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4026?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13128", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13129", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9705: employee Viktor M., hired 01 August 2022, separated 26 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9705?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13130", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13131", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Aisha.\n- Omar works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Aisha reports to Mara.\n- Mateo works for Northwind Systems.\n- Ingrid reports to Emeka.\n- Emeka reports to Mateo.\n- Sanne reports to Ingrid.\n- Amara reports to Sanne.\n- Deshawn reports to Amara.\n- Mara reports to Omar.\n- Mara works for Beacon Insurance.\n- Chiara works for Pinnacle Software.\n- Beacon Insurance is headquartered in Brno.\n- Hana reports to Pablo.\n- Northwind Systems was founded in 1978.\n- Fernhill Foods was founded in 1985.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Pablo works for Pinnacle Software.\n- Fernhill Foods is headquartered in Austin.\n- Omar reports to Deshawn.\n- Pinnacle Software was founded in 2005.\n- Mateo reports to Hana.\n- Hana works for Pinnacle Software.\n- Northwind Systems is headquartered in Austin.\n- Ingrid works for Fernhill Foods.\n- Beacon Insurance was founded in 1999.\n- Sanne works for Fernhill Foods.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13133", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Dmitri.\n- Callum works for Bluepine Aviation.\n- Yuki reports to Sofia.\n- Hana works for Cedar Retail Group.\n- Kenji reports to Stefan.\n- Ingrid works for Cedar Retail Group.\n- Crescent Telecom was founded in 1994.\n- Cedar Retail Group was founded in 2008.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Felix reports to Amara.\n- Pinnacle Software was founded in 2007.\n- Dmitri works for Bluepine Aviation.\n- Hana reports to Callum.\n- Dmitri reports to Zoya.\n- Ingrid reports to Sanne.\n- Yuki works for Bluepine Aviation.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Sofia works for Pinnacle Software.\n- Callum reports to Felix.\n- Cedar Retail Group is headquartered in Porto.\n- Stefan reports to Ingrid.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji works for Cedar Retail Group.\n- Sanne works for Crescent Telecom.\n- Stefan works for Pinnacle Software.\n- Amara reports to Kenji.\n- Sofia reports to Hana.\n- Bluepine Aviation was founded in 2009.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Elena works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Beacon Insurance is headquartered in Ghent.\n- Omar reports to Tessa.\n- Crescent Telecom is headquartered in Tallinn.\n- Felix works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Dmitri reports to Emeka.\n- Ravi works for Northwind Systems.\n- Mei works for Crescent Telecom.\n- Priya reports to Felix.\n- Northwind Systems was founded in 1987.\n- Omar works for Pinnacle Software.\n- Beacon Insurance was founded in 2001.\n- Dmitri works for Northwind Systems.\n- Mei reports to Ravi.\n- Amara reports to Wren.\n- Amara works for Pinnacle Software.\n- Elena reports to Priya.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Emeka works for Crescent Telecom.\n- Tessa reports to Elena.\n- Wren reports to Kenji.\n- Ravi reports to Dmitri.\n- Wren works for Beacon Insurance.\n- Pinnacle Software is headquartered in Tallinn.\n- Emeka reports to Amara.\n- Priya works for Northwind Systems.\n- Felix reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13136", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8888: employee Chiara S., hired 20 February 2021, separated 27 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8888?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13137", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13138", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6999: employee Viktor K., hired 26 June 2024, separated 24 October 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6999?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Atlas Freight was founded in 2008.\n- Northwind Systems was founded in 2003.\n- Tessa reports to Felix.\n- Felix reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Leila reports to Emeka.\n- Chiara works for Atlas Freight.\n- Tessa works for Crescent Telecom.\n- Hana reports to Elena.\n- Crescent Telecom was founded in 1996.\n- Elena reports to Tessa.\n- Kenji works for Beacon Insurance.\n- Chiara reports to Hana.\n- Dmitri reports to Leila.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Hana works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Emeka reports to Chiara.\n- Beacon Insurance was founded in 2007.\n- Northwind Systems is headquartered in Bergen.\n- Dmitri works for Northwind Systems.\n- Crescent Telecom is headquartered in Ghent.\n- Elena works for Beacon Insurance.\n- Bruno reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13140", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Yuki.\n- Yuki works for Ironwood Manufacturing.\n- Felix works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Stefan reports to Kenji.\n- Priya works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Kenji reports to Leila.\n- Kenji works for Vantage Air.\n- Lattice Analytics was founded in 1989.\n- Deshawn works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Basel.\n- Amara reports to Nadia.\n- Stefan works for Ironwood Manufacturing.\n- Leila reports to Tobias.\n- Nadia reports to Deshawn.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Leila works for Vantage Air.\n- Meridian Bank was founded in 1989.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 2013.\n- Yuki reports to Priya.\n- Meridian Bank is headquartered in Adelaide.\n- Priya reports to Felix.\n- Felix reports to Omar.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Pablo.\n- Tobias reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Hana reports to Bruno.\n- Vantage Air is headquartered in Basel.\n- Bruno reports to Nadia.\n- Beacon Insurance was founded in 2012.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Aisha works for Beacon Insurance.\n- Vantage Air was founded in 1996.\n- Zoya reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Tobias reports to Aisha.\n- Atlas Freight was founded in 1978.\n- Chiara works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Chiara reports to Hana.\n- Ravi reports to Tobias.\n- Beacon Insurance is headquartered in Halifax.\n- Deshawn works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2005.\n- Atlas Freight is headquartered in Oslo.\n- Nadia works for Ironwood Manufacturing.\n- Wren reports to Zoya.\n- Hana works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Wren.\n- Tobias works for Ironwood Manufacturing.\n- Zoya works for Atlas Freight.\n- Bruno works for Vantage Air.\n- Wren works for Beacon Insurance.\n- Nadia reports to Omar.\n- Aisha reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13143", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Viktor.\n- Northwind Systems was founded in 2001.\n- Emeka works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Bergen.\n- Emeka reports to Aisha.\n- Aisha reports to Mara.\n- Jonas works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Tessa reports to Chiara.\n- Sanne reports to Emeka.\n- Hana reports to Sanne.\n- Mara reports to Ingrid.\n- Lattice Analytics was founded in 2009.\n- Tobias works for Bluepine Aviation.\n- Mara works for Lattice Analytics.\n- Jonas reports to Tessa.\n- Northwind Systems is headquartered in Nagoya.\n- Tobias reports to Hana.\n- Lattice Analytics is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1980.\n- Hana works for Bluepine Aviation.\n- Viktor reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Ingrid works for Lattice Analytics.\n- Chiara reports to Wren.\n- Bluepine Aviation was founded in 2000.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Summit Energy.\n- Felix reports to Jonas.\n- Tessa reports to Mateo.\n- Felix works for Pinnacle Software.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 1981.\n- Fernhill Foods was founded in 2003.\n- Mateo works for Fernhill Foods.\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Chiara.\n- Lattice Analytics was founded in 2007.\n- Pinnacle Software was founded in 1994.\n- Chiara works for Summit Energy.\n- Tobias works for Summit Energy.\n- Kenji works for Lattice Analytics.\n- Fernhill Foods is headquartered in Dunedin.\n- Kenji reports to Felix.\n- Callum reports to Kenji.\n- Lattice Analytics is headquartered in Dunedin.\n- Chiara reports to Callum.\n- Jonas works for Summit Energy.\n- Tobias reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13146", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Viktor works for Cedar Retail Group.\n- Stefan works for Atlas Freight.\n- Meridian Bank is headquartered in Leeds.\n- Pinnacle Software is headquartered in Malmo.\n- Atlas Freight was founded in 1980.\n- Amara reports to Emeka.\n- Bruno works for Meridian Bank.\n- Emeka reports to Dmitri.\n- Cedar Retail Group was founded in 2000.\n- Meridian Bank was founded in 2000.\n- Kenji reports to Bruno.\n- Pinnacle Software was founded in 2012.\n- Dmitri reports to Sofia.\n- Viktor reports to Amara.\n- Sofia reports to Kenji.\n- Cedar Retail Group is headquartered in Leeds.\n- Stefan reports to Viktor.\n- Atlas Freight is headquartered in Malmo.\n- Dmitri works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "2003", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13148", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13149", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 78193 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1995.\n- Wren works for Cobalt Health.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Nadia works for Summit Energy.\n- Callum reports to Zoya.\n- Pinnacle Software is headquartered in Ghent.\n- Yuki works for Summit Energy.\n- Crescent Telecom is headquartered in Turku.\n- Callum works for Crescent Telecom.\n- Jonas works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Priya.\n- Zoya reports to Nadia.\n- Emeka reports to Jonas.\n- Cobalt Health was founded in 1984.\n- Pinnacle Software was founded in 2007.\n- Yuki reports to Amara.\n- Emeka works for Cobalt Health.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Amara reports to Callum.\n- Zoya works for Crescent Telecom.\n- Priya reports to Wren.\n- Nadia reports to Tobias.\n- Cobalt Health is headquartered in Adelaide.\n- Wren reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13151", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13152", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Priya reports to Amara.\n- Mei works for Summit Energy.\n- Elena works for Beacon Insurance.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Meridian Bank was founded in 2005.\n- Yuki reports to Mei.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Mateo reports to Elena.\n- Amara works for Meridian Bank.\n- Zoya reports to Priya.\n- Summit Energy was founded in 1979.\n- Hana works for Meridian Bank.\n- Elena reports to Zoya.\n- Viktor reports to Sanne.\n- Kenji reports to Yuki.\n- Amara reports to Hana.\n- Pinnacle Software is headquartered in Halifax.\n- Mei reports to Tessa.\n- Sanne reports to Mateo.\n- Summit Energy is headquartered in Cork.\n- Beacon Insurance was founded in 1992.\n- Hana reports to Kenji.\n- Priya works for Beacon Insurance.\n- Kenji works for Summit Energy.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne works for Beacon Insurance.\n- Mateo works for Summit Energy.\n- Yuki works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13154", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4104: employee Felix B., hired 28 December 2023, separated 19 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4104?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Helios Logistics was founded in 1986.\n- Chiara works for Helios Logistics.\n- Beacon Insurance is headquartered in Tampere.\n- Ingrid works for Vantage Air.\n- Meridian Bank is headquartered in Austin.\n- Ingrid reports to Chiara.\n- Wren reports to Kenji.\n- Kenji reports to Ingrid.\n- Hana reports to Deshawn.\n- Yuki works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Vantage Air is headquartered in Valencia.\n- Chiara reports to Yuki.\n- Wren works for Vantage Air.\n- Amara works for Helios Logistics.\n- Deshawn reports to Wren.\n- Beacon Insurance was founded in 1993.\n- Meridian Bank was founded in 1981.\n- Amara reports to Hana.\n- Vantage Air was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13156", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13157", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13158", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8040: employee Priya M., hired 03 October 2020, separated 31 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8040?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13159", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13160", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13161", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor works for Cedar Retail Group.\n- Anders reports to Sofia.\n- Sofia reports to Tessa.\n- Cobalt Health was founded in 1977.\n- Crescent Telecom is headquartered in Oslo.\n- Elena reports to Mateo.\n- Dmitri works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1988.\n- Dmitri reports to Chiara.\n- Stefan works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Ironwood Manufacturing was founded in 1989.\n- Cedar Retail Group is headquartered in Oslo.\n- Chiara works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Viktor reports to Stefan.\n- Chiara reports to Anders.\n- Tessa reports to Priya.\n- Cobalt Health is headquartered in Porto.\n- Priya reports to Viktor.\n- Stefan reports to Elena.\n- Tessa works for Cedar Retail Group.\n- Mateo reports to Aisha.\n- Cedar Retail Group was founded in 1988.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1992", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Viktor.\n- Cedar Retail Group is headquartered in Malmo.\n- Pablo works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Viktor reports to Dmitri.\n- Yuki reports to Chiara.\n- Deshawn reports to Emeka.\n- Pablo reports to Deshawn.\n- Yuki works for Atlas Freight.\n- Summit Energy was founded in 1985.\n- Chiara works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.\n- Aisha works for Atlas Freight.\n- Cedar Retail Group was founded in 1981.\n- Aisha reports to Pablo.\n- Atlas Freight was founded in 1998.\n- Atlas Freight is headquartered in Leeds.\n- Deshawn works for Summit Energy.\n- Leila reports to Mateo.\n- Dmitri reports to Leila.\n- Mateo reports to Aisha.\n- Crescent Telecom is headquartered in Malmo.\n- Summit Energy is headquartered in Leeds.\n- Mateo works for Atlas Freight.\n- Crescent Telecom was founded in 2002.\n- Emeka works for Crescent Telecom.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1996", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Mara.\n- Beacon Insurance is headquartered in Austin.\n- Fernhill Foods was founded in 1988.\n- Tessa works for Fernhill Foods.\n- Elena reports to Amara.\n- Beacon Insurance was founded in 1996.\n- Meridian Bank is headquartered in Austin.\n- Felix works for Beacon Insurance.\n- Mara reports to Anders.\n- Amara reports to Pablo.\n- Meridian Bank was founded in 2014.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1996.\n- Anders works for Ironwood Manufacturing.\n- Felix reports to Tessa.\n- Tessa reports to Mateo.\n- Anders reports to Elena.\n- Ironwood Manufacturing is headquartered in Brno.\n- Pablo works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Brno.\n- Elena works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13165", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 December 2022): For employees hired on or after 25 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6906: employee Leila T., hired 25 November 2019, separated 05 June 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2026-6906 under the controlling rules.", "criteria": {"0": "$16,800", "1": "$72,800", "2": "$16,875", "3": "$15,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6906 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13166", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5204: employee Mara T., hired 07 April 2021, separated 05 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5204?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13167", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13168", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13169", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8055: employee Felix K., hired 07 April 2022, separated 20 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-8055 under the controlling rules.", "criteria": {"0": "$6,750", "1": "$6,800", "2": "$29,467", "3": "$6,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13170", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13171", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6885: employee Pablo R., hired 28 April 2023, separated 22 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6885?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13172", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13173", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2628: employee Nadia R., hired 23 September 2023, separated 31 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2628?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13174", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4685: employee Omar R., hired 12 March 2022, separated 09 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4685?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13175", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13176", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8183: employee Deshawn T., hired 19 October 2022, separated 02 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8183?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Summit Energy was founded in 1979.\n- Mateo reports to Amara.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Tobias.\n- Amara reports to Sanne.\n- Ingrid reports to Mei.\n- Jonas reports to Ingrid.\n- Jonas works for Cobalt Health.\n- Helios Logistics was founded in 1981.\n- Yuki works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Ingrid works for Summit Energy.\n- Emeka reports to Kenji.\n- Stefan reports to Emeka.\n- Amara works for Cobalt Health.\n- Mei reports to Deshawn.\n- Summit Energy is headquartered in Leeds.\n- Yuki reports to Stefan.\n- Cobalt Health was founded in 2003.\n- Mei works for Summit Energy.\n- Helios Logistics is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Emeka works for Pinnacle Software.\n- Sanne reports to Jonas.\n- Tobias works for Summit Energy.\n- Kenji reports to Mateo.\n- Pinnacle Software was founded in 1975.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13178", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8847: employee Viktor B., hired 02 November 2024, separated 19 February 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-8847 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$10,385", "2": "$1,168", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13179", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8797: employee Yuki T., hired 01 November 2024, separated 19 May 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8797?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Stefan.\n- Bluepine Aviation is headquartered in Cork.\n- Fernhill Foods was founded in 1998.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Emeka works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Emeka reports to Mateo.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Pablo reports to Mara.\n- Deshawn reports to Leila.\n- Mei reports to Emeka.\n- Mateo reports to Sanne.\n- Jonas reports to Pablo.\n- Mara reports to Anders.\n- Priya works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Stefan reports to Priya.\n- Deshawn works for Cedar Retail Group.\n- Mateo works for Cobalt Health.\n- Cedar Retail Group was founded in 1986.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila reports to Mei.\n- Anders works for Cedar Retail Group.\n- Jonas works for Bluepine Aviation.\n- Priya reports to Deshawn.\n- Cobalt Health was founded in 2007.\n- Sanne works for Bluepine Aviation.\n- Cobalt Health is headquartered in Cork.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Lattice Analytics was founded in 1982.\n- Emeka reports to Yuki.\n- Amara works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Dmitri reports to Leila.\n- Sofia works for Lattice Analytics.\n- Yuki reports to Mateo.\n- Tobias reports to Mara.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Yuki works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka works for Vantage Air.\n- Tessa reports to Amara.\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 2015.\n- Cobalt Health is headquartered in Lyon.\n- Lattice Analytics is headquartered in Basel.\n- Vantage Air is headquartered in Basel.\n- Mateo reports to Tessa.\n- Vantage Air was founded in 1980.\n- Leila works for Cobalt Health.\n- Amara reports to Ingrid.\n- Mara reports to Sofia.\n- Ravi reports to Emeka.\n- Mateo works for Lattice Analytics.\n- Ingrid reports to Dmitri.\n- Sofia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Deshawn works for Meridian Bank.\n- Sanne reports to Stefan.\n- Hana reports to Omar.\n- Stefan works for Ironwood Manufacturing.\n- Bruno works for Crescent Telecom.\n- Omar reports to Mara.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Stefan reports to Felix.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Mateo reports to Mei.\n- Meridian Bank is headquartered in Austin.\n- Vantage Air was founded in 2000.\n- Mara works for Ironwood Manufacturing.\n- Hana works for Crescent Telecom.\n- Deshawn reports to Hana.\n- Crescent Telecom is headquartered in Malmo.\n- Mei reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno reports to Elena.\n- Elena reports to Sanne.\n- Sofia reports to Bruno.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2009.\n- Sanne works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Mei works for Vantage Air.\n- Mara reports to Sofia.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13183", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13184", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Lucia works for Summit Energy.\n- Hana works for Bluepine Aviation.\n- Vantage Air was founded in 1992.\n- Bluepine Aviation is headquartered in Nagoya.\n- Amara works for Vantage Air.\n- Ravi reports to Tessa.\n- Ravi works for Summit Energy.\n- Lucia reports to Ingrid.\n- Fernhill Foods was founded in 1993.\n- Fernhill Foods is headquartered in Bergen.\n- Anders works for Summit Energy.\n- Bluepine Aviation was founded in 2008.\n- Summit Energy is headquartered in Malmo.\n- Callum reports to Amara.\n- Callum works for Vantage Air.\n- Hana reports to Ravi.\n- Tessa reports to Anders.\n- Summit Energy was founded in 1989.\n- Anders reports to Lucia.\n- Ingrid works for Vantage Air.\n- Amara reports to Hana.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13186", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6667: employee Leila K., hired 31 October 2021, separated 13 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6667?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Dmitri.\n- Bluepine Aviation was founded in 2006.\n- Yuki works for Pinnacle Software.\n- Cedar Retail Group was founded in 2004.\n- Deshawn works for Cedar Retail Group.\n- Omar works for Pinnacle Software.\n- Mara works for Vantage Air.\n- Pinnacle Software is headquartered in Brno.\n- Priya reports to Amara.\n- Amara reports to Deshawn.\n- Vantage Air was founded in 1995.\n- Pinnacle Software was founded in 2010.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri works for Pinnacle Software.\n- Priya works for Vantage Air.\n- Omar reports to Yuki.\n- Vantage Air is headquartered in Basel.\n- Mateo works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Basel.\n- Mara reports to Omar.\n- Mateo reports to Mara.\n- Dmitri reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Crescent Telecom is headquartered in Adelaide.\n- Vantage Air was founded in 1982.\n- Yuki works for Cobalt Health.\n- Hana works for Vantage Air.\n- Elena reports to Mateo.\n- Mateo reports to Mei.\n- Elena works for Vantage Air.\n- Hana reports to Kenji.\n- Cobalt Health is headquartered in Leeds.\n- Zoya reports to Hana.\n- Stefan reports to Nadia.\n- Nadia reports to Jonas.\n- Cedar Retail Group is headquartered in Nagoya.\n- Zoya works for Crescent Telecom.\n- Mei works for Vantage Air.\n- Nadia works for Cobalt Health.\n- Kenji works for Crescent Telecom.\n- Wren reports to Stefan.\n- Cedar Retail Group was founded in 2011.\n- Wren works for Cobalt Health.\n- Vantage Air is headquartered in Turku.\n- Crescent Telecom was founded in 1985.\n- Yuki reports to Emeka.\n- Stefan works for Vantage Air.\n- Mei reports to Wren.\n- Emeka reports to Zoya.\n- Jonas reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Cobalt Health was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Hana works for Atlas Freight.\n- Sofia works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Vantage Air was founded in 2001.\n- Crescent Telecom is headquartered in Halifax.\n- Emeka reports to Hana.\n- Crescent Telecom was founded in 1979.\n- Northwind Systems was founded in 2000.\n- Viktor works for Northwind Systems.\n- Vantage Air is headquartered in Halifax.\n- Tobias works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Northwind Systems is headquartered in Porto.\n- Atlas Freight was founded in 1984.\n- Tobias reports to Nadia.\n- Nadia reports to Viktor.\n- Amara works for Atlas Freight.\n- Hana reports to Tobias.\n- Amara reports to Sofia.\n- Kenji reports to Emeka.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Summit Energy was founded in 2011.\n- Nadia works for Helios Logistics.\n- Mei reports to Mateo.\n- Helios Logistics is headquartered in Dunedin.\n- Viktor works for Summit Energy.\n- Viktor reports to Nadia.\n- Helios Logistics was founded in 2004.\n- Crescent Telecom is headquartered in Basel.\n- Mateo reports to Sofia.\n- Lucia works for Crescent Telecom.\n- Northwind Systems was founded in 1985.\n- Northwind Systems is headquartered in Basel.\n- Mateo works for Helios Logistics.\n- Hana works for Northwind Systems.\n- Hana reports to Mei.\n- Nadia reports to Hana.\n- Callum reports to Lucia.\n- Summit Energy is headquartered in Halifax.\n- Crescent Telecom was founded in 1990.\n- Sofia reports to Callum.\n- Callum works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13191", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13192", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13194", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7680: employee Sofia M., hired 17 April 2024, separated 19 December 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7680?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13195", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3079: employee Nadia K., hired 28 February 2024, separated 19 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-3079 under the controlling rules.", "criteria": {"0": "$2,025", "1": "$26,000", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Lucia.\n- Northwind Systems was founded in 1983.\n- Callum reports to Aisha.\n- Cedar Retail Group is headquartered in Adelaide.\n- Felix reports to Bruno.\n- Pablo reports to Felix.\n- Ingrid reports to Emeka.\n- Felix works for Lattice Analytics.\n- Northwind Systems is headquartered in Turku.\n- Sofia works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Lucia reports to Tobias.\n- Callum works for Cedar Retail Group.\n- Pablo works for Northwind Systems.\n- Wren works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Elena reports to Pablo.\n- Pinnacle Software is headquartered in Turku.\n- Emeka reports to Sofia.\n- Elena works for Cedar Retail Group.\n- Pinnacle Software was founded in 2008.\n- Aisha reports to Ingrid.\n- Lattice Analytics was founded in 2015.\n- Tobias reports to Wren.\n- Aisha works for Pinnacle Software.\n- Wren reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Tobias works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Basel.\n- Emeka works for Northwind Systems.\n- Cedar Retail Group was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Vantage Air.\n- Ravi works for Cobalt Health.\n- Leila reports to Nadia.\n- Mara reports to Lucia.\n- Felix reports to Leila.\n- Ironwood Manufacturing was founded in 1979.\n- Vantage Air is headquartered in Nagoya.\n- Cobalt Health was founded in 2003.\n- Anders reports to Amara.\n- Amara works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Nadia reports to Ravi.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Leila works for Vantage Air.\n- Crescent Telecom was founded in 1981.\n- Amara reports to Felix.\n- Ravi reports to Mara.\n- Crescent Telecom is headquartered in Bergen.\n- Cobalt Health is headquartered in Nagoya.\n- Felix works for Crescent Telecom.\n- Vantage Air was founded in 1980.\n- Nadia works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13198", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13199", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5591: employee Leila S., hired 02 January 2021, separated 22 June 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-5591 under the controlling rules.", "criteria": {"0": "$13,630", "1": "$13,500", "2": "$58,500", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13200", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13201", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 15522\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13202", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13203", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13204", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1822: employee Mara T., hired 05 June 2022, separated 12 July 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1822?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13205", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13206", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7089: employee Elena K., hired 21 May 2022, separated 17 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7089?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13207", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4532: employee Nadia R., hired 11 April 2023, separated 22 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4532?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mateo.\n- Stefan reports to Ingrid.\n- Zoya works for Atlas Freight.\n- Hana reports to Yuki.\n- Cedar Retail Group was founded in 1982.\n- Jonas works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Stefan works for Crescent Telecom.\n- Atlas Freight was founded in 2013.\n- Cedar Retail Group is headquartered in Cork.\n- Yuki works for Atlas Freight.\n- Bruno reports to Zoya.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1999.\n- Mateo works for Fernhill Foods.\n- Hana works for Atlas Freight.\n- Mateo reports to Hana.\n- Crescent Telecom was founded in 1978.\n- Zoya reports to Stefan.\n- Bruno works for Atlas Freight.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2003.\n- Bruno reports to Felix.\n- Nadia works for Crescent Telecom.\n- Pablo reports to Dmitri.\n- Hana works for Summit Energy.\n- Elena works for Beacon Insurance.\n- Crescent Telecom is headquartered in Brno.\n- Summit Energy is headquartered in Ghent.\n- Beacon Insurance was founded in 1977.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri reports to Viktor.\n- Leila reports to Chiara.\n- Beacon Insurance is headquartered in Leeds.\n- Hana reports to Zoya.\n- Mara reports to Hana.\n- Dmitri works for Beacon Insurance.\n- Mara works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Brno.\n- Felix works for Beacon Insurance.\n- Chiara reports to Bruno.\n- Leila works for Summit Energy.\n- Nadia reports to Pablo.\n- Viktor reports to Mara.\n- Felix reports to Nadia.\n- Viktor works for Crescent Telecom.\n- Chiara works for Summit Energy.\n- Zoya reports to Elena.\n- Zoya works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Crescent Telecom was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Aisha.\n- Northwind Systems was founded in 2007.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1995.\n- Helios Logistics was founded in 1998.\n- Lucia works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Helios Logistics is headquartered in Oslo.\n- Ravi reports to Tobias.\n- Aisha reports to Lucia.\n- Crescent Telecom is headquartered in Leeds.\n- Tobias reports to Jonas.\n- Stefan reports to Callum.\n- Stefan works for Crescent Telecom.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Jonas reports to Stefan.\n- Lucia reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Lattice Analytics was founded in 1988.\n- Tobias works for Helios Logistics.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Sanne.\n- Leila works for Vantage Air.\n- Beacon Insurance was founded in 2000.\n- Anders reports to Lucia.\n- Viktor works for Vantage Air.\n- Anders works for Vantage Air.\n- Beacon Insurance is headquartered in Tampere.\n- Lucia reports to Mateo.\n- Helios Logistics was founded in 1986.\n- Northwind Systems was founded in 1986.\n- Mateo works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Vantage Air was founded in 1979.\n- Chiara works for Beacon Insurance.\n- Northwind Systems is headquartered in Basel.\n- Vantage Air is headquartered in Austin.\n- Mateo reports to Priya.\n- Sanne works for Vantage Air.\n- Viktor reports to Chiara.\n- Priya works for Vantage Air.\n- Priya reports to Viktor.\n- Sanne reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Mara.\n- Tessa works for Meridian Bank.\n- Tessa reports to Callum.\n- Pinnacle Software is headquartered in Turku.\n- Beacon Insurance was founded in 1988.\n- Bruno works for Atlas Freight.\n- Sofia reports to Felix.\n- Callum reports to Dmitri.\n- Mara works for Beacon Insurance.\n- Meridian Bank was founded in 1994.\n- Pinnacle Software was founded in 1983.\n- Callum works for Meridian Bank.\n- Atlas Freight is headquartered in Adelaide.\n- Emeka reports to Tessa.\n- Felix reports to Emeka.\n- Sofia works for Pinnacle Software.\n- Meridian Bank is headquartered in Turku.\n- Atlas Freight was founded in 1986.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Emeka works for Meridian Bank.\n- Mara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13213", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 12124 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Omar.\n- Lattice Analytics was founded in 1996.\n- Anders reports to Tessa.\n- Vantage Air was founded in 2010.\n- Omar works for Atlas Freight.\n- Mateo works for Vantage Air.\n- Ironwood Manufacturing was founded in 1983.\n- Yuki works for Lattice Analytics.\n- Tobias works for Atlas Freight.\n- Priya reports to Tobias.\n- Mateo reports to Anders.\n- Bruno works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Tessa reports to Bruno.\n- Omar reports to Priya.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Anders works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Atlas Freight was founded in 1985.\n- Priya works for Atlas Freight.\n- Vantage Air is headquartered in Halifax.\n- Leila works for Vantage Air.\n- Leila reports to Chiara.\n- Atlas Freight is headquartered in Leeds.\n- Chiara works for Atlas Freight.\n- Yuki reports to Kenji.\n- Tobias reports to Mateo.\n- Kenji reports to Leila.\n- Kenji works for Atlas Freight.\n- Bruno reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13215", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4868: employee Bruno S., hired 02 January 2022, separated 21 June 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-4868 under the controlling rules.", "criteria": {"0": "$22,400", "1": "$20,400", "2": "$22,500", "3": "$97,067"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13216", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 4, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 October 2025): For employees hired on or after 05 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1971: employee Amara K., hired 23 April 2022, separated 12 March 2027 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1971?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13217", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2012.\n- Pablo works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Stefan reports to Dmitri.\n- Atlas Freight was founded in 2013.\n- Cobalt Health is headquartered in Turku.\n- Bruno reports to Chiara.\n- Deshawn works for Cobalt Health.\n- Cobalt Health was founded in 1995.\n- Callum reports to Deshawn.\n- Deshawn reports to Pablo.\n- Chiara works for Atlas Freight.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Chiara reports to Emeka.\n- Emeka reports to Stefan.\n- Bluepine Aviation is headquartered in Turku.\n- Stefan works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tallinn.\n- Callum works for Bluepine Aviation.\n- Dmitri works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Lucia reports to Emeka.\n- Meridian Bank was founded in 2006.\n- Stefan works for Helios Logistics.\n- Leila works for Atlas Freight.\n- Cobalt Health is headquartered in Dunedin.\n- Felix works for Meridian Bank.\n- Cobalt Health was founded in 1990.\n- Jonas works for Helios Logistics.\n- Yuki reports to Leila.\n- Leila reports to Aisha.\n- Helios Logistics is headquartered in Austin.\n- Yuki works for Helios Logistics.\n- Jonas reports to Lucia.\n- Meridian Bank is headquartered in Adelaide.\n- Aisha reports to Jonas.\n- Atlas Freight was founded in 2002.\n- Sofia reports to Kenji.\n- Sofia works for Atlas Freight.\n- Aisha works for Meridian Bank.\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Stefan.\n- Emeka works for Meridian Bank.\n- Lucia works for Helios Logistics.\n- Emeka reports to Sofia.\n- Stefan reports to Felix.\n- Helios Logistics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13220", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Amara works for Fernhill Foods.\n- Tobias reports to Mara.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Zoya reports to Priya.\n- Tobias works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Leeds.\n- Ravi reports to Aisha.\n- Felix reports to Amara.\n- Priya reports to Tobias.\n- Priya works for Pinnacle Software.\n- Felix works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Dunedin.\n- Wren works for Pinnacle Software.\n- Mateo reports to Felix.\n- Wren reports to Ravi.\n- Mara works for Bluepine Aviation.\n- Pinnacle Software was founded in 1988.\n- Amara reports to Sofia.\n- Crescent Telecom was founded in 1983.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Wren.\n- Fernhill Foods was founded in 1995.\n- Aisha works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Austin.\n- Aisha reports to Zoya.\n- Bluepine Aviation was founded in 1992.\n- Chiara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Cobalt Health was founded in 2001.\n- Cedar Retail Group was founded in 1998.\n- Amara works for Beacon Insurance.\n- Omar reports to Sanne.\n- Bluepine Aviation is headquartered in Adelaide.\n- Wren reports to Sofia.\n- Sofia reports to Stefan.\n- Beacon Insurance was founded in 1979.\n- Wren works for Cedar Retail Group.\n- Stefan reports to Amara.\n- Lucia works for Cedar Retail Group.\n- Anders reports to Lucia.\n- Anders works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Porto.\n- Cobalt Health is headquartered in Porto.\n- Sanne works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Nagoya.\n- Lucia reports to Wren.\n- Stefan works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Bluepine Aviation was founded in 2010.\n- Sanne reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13223", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8591: employee Chiara K., hired 05 January 2021, separated 10 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8591?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13224", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7668: employee Callum M., hired 11 July 2023, separated 24 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7668?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13225", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13226", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3812: employee Tobias T., hired 23 September 2021, separated 21 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3812?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Sofia reports to Dmitri.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1992.\n- Stefan reports to Callum.\n- Helios Logistics is headquartered in Nagoya.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Northwind Systems was founded in 1981.\n- Pinnacle Software was founded in 2002.\n- Leila reports to Hana.\n- Dmitri works for Helios Logistics.\n- Nadia reports to Mateo.\n- Mateo reports to Ravi.\n- Pinnacle Software is headquartered in Oslo.\n- Yuki works for Pinnacle Software.\n- Nadia works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Hana works for Pinnacle Software.\n- Northwind Systems is headquartered in Oslo.\n- Hana reports to Stefan.\n- Yuki reports to Sofia.\n- Callum reports to Yuki.\n- Dmitri reports to Nadia.\n- Stefan works for Helios Logistics.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "1997", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13228", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3818: employee Yuki K., hired 21 June 2020, separated 24 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3818?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13229", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6319: employee Lucia B., hired 23 September 2021, separated 09 August 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6319?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13230", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1986.\n- Deshawn works for Cobalt Health.\n- Meridian Bank is headquartered in Brno.\n- Tobias reports to Ingrid.\n- Lucia works for Helios Logistics.\n- Ingrid works for Cobalt Health.\n- Emeka works for Helios Logistics.\n- Cobalt Health was founded in 1975.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank was founded in 1987.\n- Elena works for Bluepine Aviation.\n- Elena reports to Lucia.\n- Priya works for Helios Logistics.\n- Emeka reports to Deshawn.\n- Lucia reports to Priya.\n- Chiara reports to Elena.\n- Chiara works for Cobalt Health.\n- Tobias works for Helios Logistics.\n- Cobalt Health is headquartered in Turku.\n- Bluepine Aviation was founded in 1990.\n- Priya reports to Tobias.\n- Deshawn reports to Chiara.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13232", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3613: employee Leila S., hired 18 July 2021, separated 08 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3613?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13233", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13234", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Send Message — asks to text someone", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13235", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13236", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Elena reports to Leila.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 2009.\n- Pinnacle Software was founded in 2007.\n- Jonas reports to Lucia.\n- Beacon Insurance was founded in 1980.\n- Aisha reports to Tobias.\n- Crescent Telecom was founded in 2005.\n- Beacon Insurance is headquartered in Valencia.\n- Sofia reports to Elena.\n- Tobias works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne reports to Aisha.\n- Crescent Telecom is headquartered in Tallinn.\n- Sofia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Austin.\n- Sanne works for Crescent Telecom.\n- Tobias reports to Jonas.\n- Lucia works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Leila reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13238", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13239", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics is headquartered in Leeds.\n- Anders works for Lattice Analytics.\n- Nadia reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Zoya works for Cedar Retail Group.\n- Northwind Systems is headquartered in Basel.\n- Elena works for Cedar Retail Group.\n- Emeka reports to Nadia.\n- Northwind Systems was founded in 1998.\n- Dmitri reports to Leila.\n- Sanne reports to Felix.\n- Cedar Retail Group was founded in 1985.\n- Leila works for Cedar Retail Group.\n- Mateo works for Fernhill Foods.\n- Felix reports to Mara.\n- Felix works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Bergen.\n- Anders reports to Dmitri.\n- Mara works for Cedar Retail Group.\n- Sanne works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Deshawn works for Lattice Analytics.\n- Fernhill Foods was founded in 2012.\n- Leila reports to Emeka.\n- Lattice Analytics was founded in 2007.\n- Zoya reports to Sanne.\n- Mateo reports to Anders.\n- Elena reports to Mateo.\n- Deshawn reports to Zoya.\n- Emeka works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Anders.\n- Vantage Air is headquartered in Malmo.\n- Dmitri reports to Hana.\n- Cobalt Health was founded in 2009.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Amara reports to Pablo.\n- Jonas works for Ironwood Manufacturing.\n- Priya works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Anders works for Ironwood Manufacturing.\n- Ravi works for Vantage Air.\n- Tobias works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Kenji works for Ironwood Manufacturing.\n- Anders reports to Priya.\n- Cobalt Health is headquartered in Malmo.\n- Tessa reports to Ravi.\n- Hana reports to Tobias.\n- Jonas reports to Amara.\n- Meridian Bank is headquartered in Bergen.\n- Priya reports to Mei.\n- Tessa works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2001.\n- Tobias reports to Jonas.\n- Hana works for Ironwood Manufacturing.\n- Mei reports to Kenji.\n- Pablo works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Vantage Air was founded in 2000.\n- Meridian Bank was founded in 1991.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13242", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13243", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13244", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Atlas Freight was founded in 2003.\n- Priya reports to Sanne.\n- Mara reports to Dmitri.\n- Bruno reports to Tobias.\n- Priya works for Atlas Freight.\n- Meridian Bank is headquartered in Bergen.\n- Lattice Analytics is headquartered in Bergen.\n- Leila works for Northwind Systems.\n- Yuki reports to Bruno.\n- Atlas Freight is headquartered in Tallinn.\n- Dmitri works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Elena works for Lattice Analytics.\n- Sanne works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Sanne reports to Mara.\n- Tobias reports to Viktor.\n- Wren reports to Leila.\n- Sofia works for Meridian Bank.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Elena.\n- Lattice Analytics was founded in 1996.\n- Elena reports to Wren.\n- Dmitri reports to Yuki.\n- Tobias works for Lattice Analytics.\n- Meridian Bank was founded in 2015.\n- Mara works for Meridian Bank.\n- Northwind Systems was founded in 2005.\n- Bruno works for Atlas Freight.\n- Sofia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13246", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9497: employee Ravi A., hired 17 March 2021, separated 28 November 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9497?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13247", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13248", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8076: employee Pablo R., hired 04 February 2022, separated 15 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8076?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13249", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13250", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13251", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "book_flight", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Mateo reports to Aisha.\n- Aisha reports to Ingrid.\n- Lucia works for Atlas Freight.\n- Helios Logistics was founded in 1989.\n- Cobalt Health is headquartered in Valencia.\n- Lucia reports to Priya.\n- Hana works for Bluepine Aviation.\n- Cobalt Health was founded in 1987.\n- Pablo reports to Felix.\n- Priya reports to Bruno.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2010.\n- Ingrid works for Atlas Freight.\n- Helios Logistics is headquartered in Bergen.\n- Felix reports to Lucia.\n- Bluepine Aviation is headquartered in Valencia.\n- Emeka reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Mateo.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Hana reports to Chiara.\n- Ingrid reports to Pablo.\n- Bruno works for Atlas Freight.\n- Emeka works for Bluepine Aviation.\n- Atlas Freight was founded in 2002.\n- Chiara reports to Emeka.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Aisha works for Northwind Systems.\n- Priya reports to Aisha.\n- Northwind Systems was founded in 1992.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Aisha reports to Pablo.\n- Atlas Freight is headquartered in Nagoya.\n- Priya works for Fernhill Foods.\n- Pablo reports to Sanne.\n- Pablo works for Northwind Systems.\n- Fernhill Foods is headquartered in Ghent.\n- Fernhill Foods was founded in 1980.\n- Sanne works for Fernhill Foods.\n- Emeka works for Northwind Systems.\n- Sanne reports to Mateo.\n- Mateo reports to Wren.\n- Atlas Freight was founded in 1984.\n- Ironwood Manufacturing was founded in 2012.\n- Wren works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Tessa works for Ironwood Manufacturing.\n- Emeka reports to Tessa.\n- Wren reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13254", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13255", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13256", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9314: employee Yuki K., hired 30 September 2021, separated 06 May 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-9314 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$6,825", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13257", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13258", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13259", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13260", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Tracking for 17785 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "asks where an existing order is", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13261", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13262", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2002: employee Ravi B., hired 29 September 2021, separated 18 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2002?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13263", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3087: employee Jonas S., hired 14 September 2020, separated 11 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3087?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13264", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 2, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7388: employee Yuki B., hired 12 November 2024, separated 11 February 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-7388 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$6,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Yuki works for Vantage Air.\n- Anders reports to Mateo.\n- Northwind Systems is headquartered in Halifax.\n- Pablo works for Northwind Systems.\n- Hana reports to Leila.\n- Cedar Retail Group is headquartered in Bergen.\n- Tessa works for Meridian Bank.\n- Tessa reports to Dmitri.\n- Amara reports to Pablo.\n- Kenji works for Vantage Air.\n- Cedar Retail Group was founded in 1976.\n- Leila reports to Amara.\n- Anders works for Cedar Retail Group.\n- Hana works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Kenji reports to Stefan.\n- Dmitri works for Northwind Systems.\n- Mateo reports to Tessa.\n- Amara works for Northwind Systems.\n- Elena reports to Hana.\n- Meridian Bank is headquartered in Bergen.\n- Yuki reports to Elena.\n- Stefan reports to Yuki.\n- Vantage Air was founded in 2010.\n- Pablo reports to Anders.\n- Northwind Systems was founded in 1998.\n- Elena works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2005.\n- Sanne works for Bluepine Aviation.\n- Tobias reports to Jonas.\n- Ravi works for Northwind Systems.\n- Tessa reports to Mei.\n- Tessa works for Northwind Systems.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya reports to Callum.\n- Mei works for Bluepine Aviation.\n- Northwind Systems is headquartered in Bergen.\n- Jonas works for Northwind Systems.\n- Summit Energy is headquartered in Cork.\n- Jonas reports to Tessa.\n- Sanne reports to Priya.\n- Summit Energy was founded in 1985.\n- Callum works for Cedar Retail Group.\n- Tobias works for Bluepine Aviation.\n- Priya works for Cedar Retail Group.\n- Mei reports to Ravi.\n- Ravi reports to Sanne.\n- Bluepine Aviation is headquartered in Bergen.\n- Cedar Retail Group was founded in 2014.\n- Bluepine Aviation was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13267", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2072: employee Deshawn B., hired 31 December 2022, separated 08 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2072?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13268", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13269", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5057: employee Deshawn A., hired 19 June 2023, separated 10 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-5057?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Austin.\n- Cedar Retail Group was founded in 2001.\n- Pinnacle Software was founded in 1990.\n- Sofia works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Ghent.\n- Sanne reports to Sofia.\n- Emeka works for Cedar Retail Group.\n- Elena works for Pinnacle Software.\n- Mateo reports to Elena.\n- Beacon Insurance was founded in 1999.\n- Bluepine Aviation is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Bluepine Aviation was founded in 1982.\n- Elena reports to Omar.\n- Aisha works for Pinnacle Software.\n- Tobias reports to Zoya.\n- Aisha reports to Sanne.\n- Pinnacle Software is headquartered in Austin.\n- Sofia reports to Mei.\n- Mateo works for Beacon Insurance.\n- Zoya works for Cedar Retail Group.\n- Mei reports to Tobias.\n- Emeka reports to Mateo.\n- Omar works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Omar reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13271", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13272", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13273", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Send Message — asks to text someone", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13274", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13275", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13276", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13277", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13278", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13279", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 01 February 2023): For employees hired on or after 01 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7841: employee Bruno B., hired 17 September 2021, separated 26 July 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7841?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13280", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 91964 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Helios Logistics was founded in 2012.\n- Elena works for Cobalt Health.\n- Hana works for Summit Energy.\n- Tessa works for Northwind Systems.\n- Cobalt Health was founded in 1985.\n- Elena reports to Callum.\n- Mara reports to Zoya.\n- Tessa reports to Felix.\n- Northwind Systems was founded in 2008.\n- Jonas works for Northwind Systems.\n- Deshawn reports to Mara.\n- Cobalt Health is headquartered in Adelaide.\n- Mara works for Summit Energy.\n- Northwind Systems is headquartered in Adelaide.\n- Callum reports to Ravi.\n- Jonas reports to Deshawn.\n- Felix works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Ravi works for Cobalt Health.\n- Helios Logistics is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Hana reports to Elena.\n- Felix reports to Jonas.\n- Summit Energy was founded in 2009.\n- Zoya works for Cobalt Health.\n- Zoya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13282", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2004.\n- Deshawn works for Lattice Analytics.\n- Callum reports to Ravi.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Kenji reports to Elena.\n- Beacon Insurance was founded in 1995.\n- Ravi reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Lattice Analytics was founded in 1987.\n- Callum works for Meridian Bank.\n- Hana works for Lattice Analytics.\n- Elena works for Beacon Insurance.\n- Meridian Bank was founded in 1981.\n- Deshawn reports to Hana.\n- Wren reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Meridian Bank is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Hana reports to Callum.\n- Dmitri reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13283", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "install_software", "4": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1976.\n- Anders works for Pinnacle Software.\n- Anders reports to Omar.\n- Zoya reports to Pablo.\n- Felix works for Pinnacle Software.\n- Fernhill Foods is headquartered in Nagoya.\n- Pablo works for Cobalt Health.\n- Fernhill Foods was founded in 2011.\n- Pinnacle Software was founded in 2001.\n- Mara works for Pinnacle Software.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Ravi reports to Anders.\n- Omar works for Pinnacle Software.\n- Mara reports to Felix.\n- Pablo reports to Mateo.\n- Cobalt Health is headquartered in Adelaide.\n- Felix reports to Zoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Mateo works for Cobalt Health.\n- Mateo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13285", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13286", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7635: employee Kenji M., hired 12 January 2022, separated 06 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7635?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13287", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4291: employee Zoya M., hired 05 February 2022, separated 03 June 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-4291 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$9,000", "3": "$4,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13288", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8650: employee Deshawn A., hired 27 May 2023, separated 19 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8650?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13289", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13290", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13291", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13292", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5064: employee Ingrid R., hired 16 October 2020, separated 27 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-5064 under the controlling rules.", "criteria": {"0": "$20,400", "1": "$20,500", "2": "$19,400", "3": "$88,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13293", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13294", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5056: employee Hana T., hired 21 October 2020, separated 30 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5056?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Felix.\n- Ravi works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Anders works for Beacon Insurance.\n- Felix reports to Anders.\n- Wren works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.\n- Anders reports to Ravi.\n- Felix works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Omar reports to Yuki.\n- Mara reports to Wren.\n- Ravi reports to Mara.\n- Cobalt Health was founded in 2007.\n- Crescent Telecom was founded in 1978.\n- Cobalt Health is headquartered in Austin.\n- Beacon Insurance was founded in 1989.\n- Bruno works for Beacon Insurance.\n- Chiara reports to Bruno.\n- Sanne works for Ironwood Manufacturing.\n- Omar works for Beacon Insurance.\n- Yuki reports to Sanne.\n- Mara works for Cobalt Health.\n- Yuki works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Chiara works for Crescent Telecom.\n- Bruno reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1973", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13296", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6349: employee Tobias R., hired 30 June 2022, separated 14 October 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-6349 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$7,615", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2005.\n- Callum reports to Bruno.\n- Ironwood Manufacturing was founded in 1994.\n- Stefan works for Cedar Retail Group.\n- Helios Logistics is headquartered in Porto.\n- Cedar Retail Group was founded in 2014.\n- Cedar Retail Group is headquartered in Leeds.\n- Viktor works for Cedar Retail Group.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Bruno reports to Stefan.\n- Bruno works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Ravi works for Cobalt Health.\n- Sanne reports to Callum.\n- Sanne works for Helios Logistics.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Chiara reports to Leila.\n- Ravi reports to Sanne.\n- Viktor reports to Chiara.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Lattice Analytics was founded in 1982.\n- Beacon Insurance was founded in 2007.\n- Yuki works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Felix reports to Sanne.\n- Priya reports to Mei.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1990.\n- Lattice Analytics is headquartered in Nagoya.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Yuki.\n- Dmitri reports to Mara.\n- Beacon Insurance is headquartered in Dunedin.\n- Viktor works for Beacon Insurance.\n- Hana works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Felix works for Lattice Analytics.\n- Leila works for Beacon Insurance.\n- Mara reports to Deshawn.\n- Yuki reports to Leila.\n- Sanne reports to Mateo.\n- Leila reports to Hana.\n- Cedar Retail Group is headquartered in Adelaide.\n- Viktor reports to Dmitri.\n- Deshawn reports to Priya.\n- Mara works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Hana reports to Viktor.\n- Bluepine Aviation was founded in 1995.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13299", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Tessa.\n- Anders works for Vantage Air.\n- Elena reports to Omar.\n- Northwind Systems is headquartered in Bergen.\n- Tessa reports to Sofia.\n- Summit Energy was founded in 1983.\n- Mei works for Northwind Systems.\n- Callum works for Summit Energy.\n- Felix works for Vantage Air.\n- Mei reports to Elena.\n- Zoya reports to Mei.\n- Sofia works for Summit Energy.\n- Omar works for Vantage Air.\n- Amara works for Vantage Air.\n- Northwind Systems was founded in 1998.\n- Felix reports to Callum.\n- Vantage Air is headquartered in Bergen.\n- Elena works for Cobalt Health.\n- Omar reports to Amara.\n- Hana works for Vantage Air.\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health was founded in 1990.\n- Amara reports to Hana.\n- Mateo works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Mateo reports to Zoya.\n- Vantage Air was founded in 2003.\n- Sofia reports to Felix.\n- Zoya works for Northwind Systems.\n- Cobalt Health is headquartered in Bergen.\n- Anders reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13301", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13302", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2014.\n- Sanne reports to Mara.\n- Callum works for Helios Logistics.\n- Atlas Freight is headquartered in Cork.\n- Mara works for Bluepine Aviation.\n- Ingrid works for Atlas Freight.\n- Helios Logistics is headquartered in Lyon.\n- Lucia reports to Felix.\n- Felix reports to Ingrid.\n- Ingrid reports to Ravi.\n- Helios Logistics was founded in 1989.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Cork.\n- Sanne works for Atlas Freight.\n- Callum reports to Lucia.\n- Bluepine Aviation was founded in 2006.\n- Atlas Freight was founded in 1986.\n- Nadia reports to Sanne.\n- Felix works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Lucia works for Helios Logistics.\n- Nadia works for Crescent Telecom.\n- Mara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Northwind Systems was founded in 1988.\n- Pablo works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1976.\n- Wren reports to Pablo.\n- Northwind Systems is headquartered in Nagoya.\n- Bruno reports to Leila.\n- Kenji works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Brno.\n- Anders reports to Ravi.\n- Atlas Freight was founded in 1978.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Kenji reports to Bruno.\n- Atlas Freight is headquartered in Halifax.\n- Mateo works for Atlas Freight.\n- Mateo reports to Anders.\n- Wren works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2009.\n- Ravi reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Pablo reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Zoya reports to Ravi.\n- Dmitri reports to Aisha.\n- Ravi reports to Dmitri.\n- Omar reports to Emeka.\n- Dmitri works for Pinnacle Software.\n- Lattice Analytics was founded in 1980.\n- Aisha reports to Omar.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 2008.\n- Omar works for Lattice Analytics.\n- Fernhill Foods is headquartered in Tallinn.\n- Fernhill Foods was founded in 2003.\n- Pinnacle Software is headquartered in Tallinn.\n- Kenji reports to Zoya.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Brno.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya works for Pinnacle Software.\n- Kenji works for Fernhill Foods.\n- Aisha works for Pinnacle Software.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13306", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7468: employee Sofia B., hired 05 August 2020, separated 04 March 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-7468 under the controlling rules.", "criteria": {"0": "$35,827", "1": "$146,250", "2": "$33,250", "3": "$33,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13307", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2548: employee Deshawn A., hired 01 September 2022, separated 08 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2548?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Callum reports to Dmitri.\n- Mara reports to Leila.\n- Chiara works for Crescent Telecom.\n- Aisha works for Atlas Freight.\n- Leila reports to Chiara.\n- Anders reports to Aisha.\n- Atlas Freight is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 2005.\n- Anders works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Atlas Freight.\n- Bruno reports to Amara.\n- Dmitri reports to Sofia.\n- Atlas Freight was founded in 2014.\n- Dmitri works for Meridian Bank.\n- Callum works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2013.\n- Chiara reports to Bruno.\n- Meridian Bank is headquartered in Dunedin.\n- Amara reports to Anders.\n- Aisha reports to Callum.\n- Meridian Bank was founded in 2002.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13309", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1551: employee Lucia T., hired 22 November 2020, separated 28 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1551?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13310", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Bergen.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Mei reports to Callum.\n- Hana works for Bluepine Aviation.\n- Zoya works for Pinnacle Software.\n- Pablo reports to Nadia.\n- Chiara reports to Zoya.\n- Pinnacle Software was founded in 1978.\n- Deshawn reports to Hana.\n- Tessa reports to Pablo.\n- Tessa works for Pinnacle Software.\n- Beacon Insurance is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance was founded in 1992.\n- Lattice Analytics is headquartered in Malmo.\n- Dmitri reports to Chiara.\n- Hana reports to Dmitri.\n- Lattice Analytics was founded in 2005.\n- Mei works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Sanne works for Lattice Analytics.\n- Nadia reports to Deshawn.\n- Sanne reports to Tessa.\n- Callum reports to Sanne.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Dmitri works for Beacon Insurance.\n- Felix reports to Mei.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13312", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 November 2025): For employees hired on or after 07 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8501: employee Mei B., hired 21 August 2022, separated 22 May 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8501?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13313", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Hana reports to Omar.\n- Callum reports to Felix.\n- Elena works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Dunedin.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Tobias.\n- Ironwood Manufacturing was founded in 1985.\n- Fernhill Foods is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Cork.\n- Hana works for Fernhill Foods.\n- Tobias reports to Mei.\n- Fernhill Foods was founded in 1999.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tobias works for Crescent Telecom.\n- Felix works for Fernhill Foods.\n- Kenji works for Crescent Telecom.\n- Felix reports to Kenji.\n- Crescent Telecom was founded in 1991.\n- Mei reports to Hana.\n- Bluepine Aviation was founded in 1975.\n- Omar reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13315", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13316", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13317", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6834: employee Leila M., hired 05 September 2021, separated 19 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6834?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Wren.\n- Wren reports to Chiara.\n- Helios Logistics is headquartered in Leeds.\n- Wren works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.\n- Chiara works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Hana reports to Elena.\n- Zoya works for Ironwood Manufacturing.\n- Anders works for Helios Logistics.\n- Deshawn reports to Hana.\n- Zoya reports to Anders.\n- Anders reports to Tessa.\n- Deshawn works for Pinnacle Software.\n- Hana works for Atlas Freight.\n- Helios Logistics was founded in 2000.\n- Elena reports to Nadia.\n- Tessa works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1984.\n- Atlas Freight was founded in 1996.\n- Ingrid reports to Amara.\n- Nadia works for Pinnacle Software.\n- Chiara reports to Zoya.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Valencia.\n- Amara works for Ironwood Manufacturing.\n- Ingrid works for Atlas Freight.\n- Pinnacle Software was founded in 1986.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tessa reports to Deshawn.\n- Aisha reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2001.\n- Summit Energy was founded in 1983.\n- Tobias works for Summit Energy.\n- Hana reports to Tobias.\n- Summit Energy is headquartered in Bergen.\n- Sanne works for Pinnacle Software.\n- Atlas Freight is headquartered in Halifax.\n- Northwind Systems is headquartered in Bergen.\n- Mateo works for Pinnacle Software.\n- Nadia works for Summit Energy.\n- Callum works for Northwind Systems.\n- Sanne reports to Mateo.\n- Mateo reports to Priya.\n- Nadia reports to Callum.\n- Priya works for Summit Energy.\n- Pinnacle Software is headquartered in Halifax.\n- Wren reports to Hana.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 2006.\n- Wren works for Atlas Freight.\n- Callum reports to Sanne.\n- Priya reports to Wren.\n- Pinnacle Software was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13320", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3009: employee Bruno A., hired 18 August 2021, separated 13 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3009?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Dunedin.\n- Lattice Analytics was founded in 1977.\n- Felix works for Meridian Bank.\n- Summit Energy is headquartered in Valencia.\n- Anders reports to Mei.\n- Callum reports to Felix.\n- Deshawn works for Meridian Bank.\n- Emeka reports to Deshawn.\n- Wren works for Summit Energy.\n- Cedar Retail Group is headquartered in Porto.\n- Aisha works for Cedar Retail Group.\n- Felix reports to Aisha.\n- Meridian Bank was founded in 1984.\n- Emeka works for Meridian Bank.\n- Sanne reports to Callum.\n- Summit Energy was founded in 2014.\n- Wren reports to Anders.\n- Mei works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Bruno reports to Wren.\n- Cedar Retail Group was founded in 1996.\n- Priya reports to Sanne.\n- Callum works for Lattice Analytics.\n- Deshawn reports to Bruno.\n- Lattice Analytics is headquartered in Cork.\n- Priya works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Aisha reports to Emeka.\n- Bruno works for Cedar Retail Group.\n- Anders works for Lattice Analytics.\n- Mara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Emeka.\n- Anders reports to Callum.\n- Summit Energy is headquartered in Turku.\n- Emeka works for Helios Logistics.\n- Summit Energy was founded in 2014.\n- Sanne works for Summit Energy.\n- Tessa reports to Leila.\n- Sanne reports to Mara.\n- Bluepine Aviation is headquartered in Malmo.\n- Yuki works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.\n- Fernhill Foods is headquartered in Turku.\n- Tobias works for Helios Logistics.\n- Mara reports to Aisha.\n- Mara works for Helios Logistics.\n- Leila works for Bluepine Aviation.\n- Aisha reports to Tobias.\n- Tobias reports to Tessa.\n- Bluepine Aviation was founded in 1976.\n- Callum works for Summit Energy.\n- Fernhill Foods was founded in 2000.\n- Helios Logistics was founded in 1998.\n- Callum reports to Yuki.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Fernhill Foods.\n- Anders works for Bluepine Aviation.\n- Yuki reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13323", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13324", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6389: employee Leila T., hired 06 September 2022, separated 23 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6389?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13325", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4911: employee Leila M., hired 25 March 2021, separated 26 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4911?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13326", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Deshawn.\n- Meridian Bank is headquartered in Valencia.\n- Priya works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Deshawn reports to Ingrid.\n- Chiara reports to Priya.\n- Amara reports to Chiara.\n- Zoya works for Bluepine Aviation.\n- Ingrid reports to Zoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2007.\n- Sanne reports to Wren.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Nagoya.\n- Wren works for Meridian Bank.\n- Zoya reports to Tobias.\n- Meridian Bank was founded in 1984.\n- Chiara works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Deshawn works for Meridian Bank.\n- Tobias works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1984.\n- Priya reports to Sanne.\n- Beacon Insurance was founded in 1977.\n- Ingrid works for Ironwood Manufacturing.\n- Mateo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Basel.\n- Dmitri reports to Kenji.\n- Dmitri works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Lattice Analytics is headquartered in Basel.\n- Atlas Freight was founded in 1995.\n- Ingrid reports to Deshawn.\n- Tobias works for Lattice Analytics.\n- Meridian Bank is headquartered in Ghent.\n- Deshawn works for Pinnacle Software.\n- Zoya reports to Ingrid.\n- Pinnacle Software was founded in 2006.\n- Deshawn reports to Tobias.\n- Omar works for Atlas Freight.\n- Priya reports to Zoya.\n- Omar reports to Dmitri.\n- Kenji works for Atlas Freight.\n- Sofia reports to Priya.\n- Meridian Bank was founded in 2010.\n- Kenji reports to Sofia.\n- Zoya works for Atlas Freight.\n- Viktor works for Pinnacle Software.\n- Ingrid works for Meridian Bank.\n- Tobias reports to Viktor.\n- Sofia works for Meridian Bank.\n- Lattice Analytics was founded in 2012.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13329", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7793: employee Amara A., hired 18 March 2023, separated 09 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7793?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13330", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Leila.\n- Helios Logistics is headquartered in Adelaide.\n- Felix reports to Viktor.\n- Leila works for Cobalt Health.\n- Mei works for Atlas Freight.\n- Cobalt Health was founded in 2014.\n- Wren reports to Omar.\n- Dmitri works for Cobalt Health.\n- Helios Logistics was founded in 1994.\n- Omar reports to Mei.\n- Cobalt Health is headquartered in Porto.\n- Aisha reports to Yuki.\n- Beacon Insurance was founded in 2004.\n- Atlas Freight is headquartered in Porto.\n- Ravi works for Beacon Insurance.\n- Mei reports to Dmitri.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Emeka works for Atlas Freight.\n- Yuki reports to Wren.\n- Viktor works for Cobalt Health.\n- Leila reports to Amara.\n- Yuki works for Beacon Insurance.\n- Ravi reports to Aisha.\n- Omar works for Helios Logistics.\n- Felix works for Cobalt Health.\n- Viktor reports to Emeka.\n- Amara reports to Felix.\n- Wren works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Atlas Freight was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13332", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13333", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3444: employee Emeka M., hired 02 May 2023, separated 10 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3444?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13334", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13335", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Omar reports to Lucia.\n- Atlas Freight was founded in 2006.\n- Lattice Analytics is headquartered in Austin.\n- Mei works for Summit Energy.\n- Mei reports to Aisha.\n- Anders works for Atlas Freight.\n- Lattice Analytics was founded in 2001.\n- Aisha works for Lattice Analytics.\n- Fernhill Foods is headquartered in Austin.\n- Ingrid reports to Omar.\n- Fernhill Foods was founded in 1984.\n- Nadia reports to Wren.\n- Aisha reports to Ingrid.\n- Summit Energy was founded in 1978.\n- Anders reports to Nadia.\n- Omar works for Fernhill Foods.\n- Amara works for Lattice Analytics.\n- Lucia reports to Leila.\n- Nadia works for Fernhill Foods.\n- Wren reports to Sanne.\n- Leila works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Leila reports to Amara.\n- Ravi reports to Anders.\n- Atlas Freight is headquartered in Ghent.\n- Amara reports to Ravi.\n- Sanne works for Lattice Analytics.\n- Summit Energy is headquartered in Ghent.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Deshawn works for Northwind Systems.\n- Hana works for Pinnacle Software.\n- Northwind Systems was founded in 2002.\n- Sofia reports to Stefan.\n- Mateo reports to Pablo.\n- Deshawn reports to Felix.\n- Felix works for Cedar Retail Group.\n- Nadia reports to Sofia.\n- Dmitri works for Pinnacle Software.\n- Northwind Systems is headquartered in Tampere.\n- Stefan works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Stefan reports to Dmitri.\n- Cedar Retail Group is headquartered in Turku.\n- Nadia works for Pinnacle Software.\n- Pablo reports to Deshawn.\n- Sofia works for Vantage Air.\n- Felix reports to Nadia.\n- Dmitri reports to Mei.\n- Vantage Air is headquartered in Halifax.\n- Cedar Retail Group was founded in 2008.\n- Pinnacle Software is headquartered in Lyon.\n- Mateo works for Pinnacle Software.\n- Vantage Air was founded in 2009.\n- Pablo works for Vantage Air.\n- Hana reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13338", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 29 November 2022): For employees hired on or after 29 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8274: employee Sanne R., hired 01 November 2020, separated 01 July 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8274?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13339", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2389: employee Sanne M., hired 11 September 2021, separated 07 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2389?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13340", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3504: employee Chiara A., hired 15 October 2022, separated 30 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3504?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13341", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13342", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 December 2022): For employees hired on or after 21 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9227: employee Ravi M., hired 23 January 2022, separated 14 November 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9227?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Sofia.\n- Priya works for Beacon Insurance.\n- Cedar Retail Group was founded in 2007.\n- Beacon Insurance is headquartered in Malmo.\n- Ravi works for Beacon Insurance.\n- Mei reports to Priya.\n- Anders reports to Stefan.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1979.\n- Omar works for Bluepine Aviation.\n- Northwind Systems was founded in 2013.\n- Cedar Retail Group is headquartered in Oslo.\n- Stefan works for Northwind Systems.\n- Viktor works for Bluepine Aviation.\n- Chiara works for Northwind Systems.\n- Dmitri works for Beacon Insurance.\n- Emeka works for Bluepine Aviation.\n- Sofia reports to Dmitri.\n- Sofia works for Beacon Insurance.\n- Dmitri reports to Anders.\n- Northwind Systems is headquartered in Brno.\n- Priya reports to Omar.\n- Bluepine Aviation is headquartered in Malmo.\n- Beacon Insurance was founded in 1991.\n- Stefan reports to Mei.\n- Jonas reports to Viktor.\n- Jonas works for Cedar Retail Group.\n- Omar reports to Jonas.\n- Viktor reports to Chiara.\n- Mei works for Bluepine Aviation.\n- Emeka reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13344", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "report_delay", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13345", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5432: employee Kenji K., hired 27 June 2022, separated 16 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5432?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mara.\n- Pablo reports to Zoya.\n- Crescent Telecom is headquartered in Ghent.\n- Tessa reports to Mateo.\n- Mateo works for Summit Energy.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Ironwood Manufacturing was founded in 1975.\n- Mateo reports to Tobias.\n- Mara works for Ironwood Manufacturing.\n- Sanne works for Cobalt Health.\n- Crescent Telecom was founded in 2006.\n- Felix reports to Sanne.\n- Summit Energy is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Deshawn reports to Pablo.\n- Mara reports to Felix.\n- Tobias works for Crescent Telecom.\n- Sanne reports to Deshawn.\n- Cobalt Health is headquartered in Ghent.\n- Felix works for Cobalt Health.\n- Deshawn works for Summit Energy.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Viktor.\n- Summit Energy was founded in 1988.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1987.\n- Ingrid works for Fernhill Foods.\n- Bruno works for Ironwood Manufacturing.\n- Emeka reports to Elena.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Atlas Freight.\n- Bruno reports to Emeka.\n- Ironwood Manufacturing was founded in 1978.\n- Elena works for Pinnacle Software.\n- Felix reports to Pablo.\n- Mara reports to Bruno.\n- Fernhill Foods was founded in 2002.\n- Hana works for Atlas Freight.\n- Sofia reports to Amara.\n- Ingrid reports to Sofia.\n- Pablo works for Atlas Freight.\n- Pablo reports to Ingrid.\n- Dmitri reports to Felix.\n- Amara reports to Mara.\n- Jonas works for Atlas Freight.\n- Hana reports to Jonas.\n- Atlas Freight is headquartered in Leeds.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Emeka works for Ironwood Manufacturing.\n- Elena reports to Hana.\n- Fernhill Foods is headquartered in Dunedin.\n- Dmitri works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13348", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 December 2022): For employees hired on or after 17 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9837: employee Ingrid M., hired 30 October 2022, separated 13 February 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9837?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13349", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13350", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1031: employee Omar T., hired 18 December 2020, separated 06 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1031?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13351", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13352", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2084: employee Mateo R., hired 09 August 2022, separated 02 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2084?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13353", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7532: employee Viktor S., hired 22 June 2023, separated 31 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7532?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13354", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 December 2025): For employees hired on or after 10 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5348: employee Amara M., hired 13 October 2025, separated 20 September 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-5348 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$4,673", "2": "$45,000", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13355", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1948: employee Tobias K., hired 02 August 2020, separated 07 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1948?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13356", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 November 2025): For employees hired on or after 17 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4840: employee Emeka T., hired 29 May 2024, separated 08 May 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4840?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13357", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6468: employee Callum M., hired 27 December 2023, separated 03 November 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-6468 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$3,000", "2": "$21,667", "3": "$3,562"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Pinnacle Software was founded in 2001.\n- Pinnacle Software is headquartered in Oslo.\n- Felix reports to Sanne.\n- Tobias reports to Bruno.\n- Leila works for Pinnacle Software.\n- Bruno reports to Leila.\n- Sanne works for Northwind Systems.\n- Yuki reports to Priya.\n- Tobias works for Northwind Systems.\n- Priya reports to Dmitri.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 2000.\n- Northwind Systems is headquartered in Porto.\n- Felix works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Atlas Freight is headquartered in Oslo.\n- Emeka works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Atlas Freight was founded in 1991.\n- Chiara works for Crescent Telecom.\n- Northwind Systems was founded in 1984.\n- Dmitri reports to Felix.\n- Dmitri works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Callum works for Pinnacle Software.\n- Callum reports to Tobias.\n- Chiara reports to Yuki.\n- Leila reports to Elena.\n- Priya works for Crescent Telecom.\n- Emeka reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13359", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13360", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9388: employee Lucia R., hired 21 September 2022, separated 09 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9388?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13361", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 87721 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13362", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9250: employee Hana B., hired 22 June 2022, separated 16 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9250?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13363", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3230: employee Leila B., hired 10 May 2023, separated 25 June 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-3230 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,500", "3": "$2,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13364", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13365", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13366", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13368", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13369", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13370", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7279: employee Tobias M., hired 17 November 2021, separated 13 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7279?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13371", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1213: employee Viktor R., hired 20 June 2023, separated 26 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1213?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Pinnacle Software is headquartered in Cork.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Zoya reports to Felix.\n- Pablo reports to Lucia.\n- Aisha works for Pinnacle Software.\n- Aisha reports to Deshawn.\n- Tessa reports to Dmitri.\n- Deshawn reports to Tessa.\n- Dmitri reports to Pablo.\n- Felix reports to Kenji.\n- Crescent Telecom is headquartered in Cork.\n- Lattice Analytics was founded in 2013.\n- Lucia reports to Callum.\n- Deshawn works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Dmitri works for Northwind Systems.\n- Zoya works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Kenji reports to Aisha.\n- Callum works for Crescent Telecom.\n- Kenji works for Northwind Systems.\n- Crescent Telecom was founded in 2000.\n- Pinnacle Software was founded in 2015.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13373", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13374", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mei.\n- Summit Energy is headquartered in Austin.\n- Bruno works for Vantage Air.\n- Kenji reports to Amara.\n- Summit Energy was founded in 2001.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Kenji works for Northwind Systems.\n- Aisha works for Summit Energy.\n- Dmitri works for Northwind Systems.\n- Mei works for Vantage Air.\n- Felix works for Summit Energy.\n- Vantage Air was founded in 1992.\n- Northwind Systems was founded in 1983.\n- Amara reports to Nadia.\n- Amara works for Vantage Air.\n- Felix reports to Kenji.\n- Aisha reports to Felix.\n- Wren works for Northwind Systems.\n- Priya reports to Bruno.\n- Nadia works for Summit Energy.\n- Vantage Air is headquartered in Basel.\n- Atlas Freight was founded in 2015.\n- Bruno reports to Wren.\n- Mei reports to Priya.\n- Wren reports to Dmitri.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Austin", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13376", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9692: employee Jonas M., hired 14 April 2021, separated 05 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9692?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13377", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13378", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 September 2025): For employees hired on or after 13 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1112: employee Tessa M., hired 11 April 2024, separated 18 April 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1112?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13379", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7938: employee Chiara T., hired 02 July 2024, separated 02 January 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-7938 under the controlling rules.", "criteria": {"0": "$1,562", "1": "$21,667", "2": "$4,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Priya.\n- Zoya works for Summit Energy.\n- Atlas Freight was founded in 2001.\n- Atlas Freight is headquartered in Ghent.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health was founded in 1988.\n- Summit Energy was founded in 1998.\n- Beacon Insurance is headquartered in Brno.\n- Felix works for Atlas Freight.\n- Priya reports to Felix.\n- Sanne reports to Hana.\n- Priya works for Beacon Insurance.\n- Felix reports to Chiara.\n- Sanne works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Viktor works for Summit Energy.\n- Chiara works for Cobalt Health.\n- Beacon Insurance was founded in 1992.\n- Amara works for Summit Energy.\n- Ingrid works for Atlas Freight.\n- Chiara reports to Ingrid.\n- Hana reports to Amara.\n- Zoya reports to Stefan.\n- Cobalt Health is headquartered in Ghent.\n- Viktor reports to Zoya.\n- Hana works for Summit Energy.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13381", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13382", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Mateo reports to Bruno.\n- Callum reports to Elena.\n- Ingrid works for Bluepine Aviation.\n- Elena reports to Anders.\n- Cobalt Health is headquartered in Lyon.\n- Mateo works for Summit Energy.\n- Bluepine Aviation is headquartered in Lyon.\n- Bruno reports to Chiara.\n- Northwind Systems is headquartered in Nagoya.\n- Mara reports to Aisha.\n- Anders works for Northwind Systems.\n- Priya reports to Callum.\n- Summit Energy is headquartered in Dunedin.\n- Elena works for Cobalt Health.\n- Bluepine Aviation was founded in 1979.\n- Anders reports to Ingrid.\n- Priya works for Summit Energy.\n- Ravi reports to Mara.\n- Northwind Systems was founded in 2006.\n- Aisha works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Tessa reports to Priya.\n- Cobalt Health was founded in 2002.\n- Aisha reports to Tessa.\n- Bruno works for Bluepine Aviation.\n- Chiara works for Summit Energy.\n- Mara works for Bluepine Aviation.\n- Ingrid reports to Mateo.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki reports to Elena.\n- Mei reports to Yuki.\n- Helios Logistics was founded in 2001.\n- Jonas works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Elena works for Fernhill Foods.\n- Sofia works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Wren reports to Mateo.\n- Sofia reports to Omar.\n- Ironwood Manufacturing was founded in 1989.\n- Elena reports to Wren.\n- Dmitri reports to Jonas.\n- Omar reports to Mei.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Jonas reports to Sofia.\n- Fernhill Foods was founded in 1987.\n- Helios Logistics is headquartered in Basel.\n- Mei works for Helios Logistics.\n- Dmitri works for Fernhill Foods.\n- Cobalt Health was founded in 1978.\n- Mateo works for Cobalt Health.\n- Bruno works for Helios Logistics.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13385", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13386", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9836: employee Omar K., hired 06 February 2021, separated 26 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9836?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13387", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9431: employee Jonas S., hired 08 August 2023, separated 31 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9431?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Pablo works for Ironwood Manufacturing.\n- Zoya reports to Sofia.\n- Deshawn works for Summit Energy.\n- Ironwood Manufacturing was founded in 1988.\n- Callum reports to Aisha.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2007.\n- Beacon Insurance is headquartered in Porto.\n- Stefan works for Summit Energy.\n- Pablo reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Viktor reports to Kenji.\n- Pinnacle Software was founded in 2000.\n- Aisha reports to Dmitri.\n- Lucia reports to Callum.\n- Kenji reports to Stefan.\n- Summit Energy is headquartered in Porto.\n- Dmitri reports to Pablo.\n- Lucia works for Summit Energy.\n- Beacon Insurance was founded in 1987.\n- Callum works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Aisha works for Beacon Insurance.\n- Zoya works for Pinnacle Software.\n- Tobias reports to Viktor.\n- Dmitri works for Summit Energy.\n- Pinnacle Software is headquartered in Adelaide.\n- Stefan reports to Deshawn.\n- Deshawn reports to Zoya.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Cork.\n- Pablo reports to Omar.\n- Omar works for Summit Energy.\n- Yuki reports to Sanne.\n- Sofia reports to Ingrid.\n- Dmitri works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Nadia reports to Leila.\n- Yuki works for Ironwood Manufacturing.\n- Elena reports to Pablo.\n- Leila works for Northwind Systems.\n- Elena works for Ironwood Manufacturing.\n- Dmitri reports to Yuki.\n- Ingrid works for Cobalt Health.\n- Omar reports to Emeka.\n- Chiara reports to Dmitri.\n- Pablo works for Northwind Systems.\n- Ingrid reports to Chiara.\n- Nadia works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Leila reports to Elena.\n- Northwind Systems was founded in 1976.\n- Ironwood Manufacturing was founded in 2012.\n- Cobalt Health is headquartered in Cork.\n- Emeka reports to Sofia.\n- Cobalt Health was founded in 1985.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13390", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13391", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1481: employee Callum B., hired 07 May 2024, separated 09 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1481?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13392", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7495: employee Ingrid K., hired 08 July 2021, separated 30 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7495?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13393", "family": "intent_hardneg", "state": "Incoming support message:\n\"87595 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13394", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13395", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Wren works for Meridian Bank.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Hana.\n- Emeka works for Bluepine Aviation.\n- Yuki reports to Pablo.\n- Yuki works for Meridian Bank.\n- Kenji reports to Emeka.\n- Bluepine Aviation is headquartered in Turku.\n- Hana works for Fernhill Foods.\n- Kenji works for Bluepine Aviation.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Deshawn reports to Yuki.\n- Deshawn works for Beacon Insurance.\n- Hana reports to Kenji.\n- Pablo reports to Chiara.\n- Meridian Bank was founded in 1975.\n- Bruno reports to Wren.\n- Pablo works for Meridian Bank.\n- Amara reports to Bruno.\n- Beacon Insurance is headquartered in Basel.\n- Fernhill Foods was founded in 2004.\n- Emeka reports to Amara.\n- Bluepine Aviation was founded in 1986.\n- Fernhill Foods is headquartered in Turku.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13396", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13397", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Stefan.\n- Kenji works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.\n- Dmitri reports to Viktor.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Sanne reports to Sofia.\n- Kenji reports to Sanne.\n- Zoya works for Beacon Insurance.\n- Stefan reports to Dmitri.\n- Jonas works for Beacon Insurance.\n- Yuki reports to Mara.\n- Stefan works for Beacon Insurance.\n- Viktor reports to Jonas.\n- Beacon Insurance was founded in 1982.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2008.\n- Beacon Insurance is headquartered in Cork.\n- Zoya reports to Yuki.\n- Jonas reports to Kenji.\n- Meridian Bank was founded in 1979.\n- Atlas Freight was founded in 1990.\n- Dmitri works for Beacon Insurance.\n- Viktor works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13399", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13400", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13401", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13402", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6768: employee Ingrid S., hired 17 July 2022, separated 10 November 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2025-6768 under the controlling rules.", "criteria": {"0": "$7,800", "1": "$9,800", "2": "$42,467", "3": "$9,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13403", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1119: employee Deshawn T., hired 21 February 2021, separated 21 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1119?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Tobias reports to Callum.\n- Stefan reports to Ingrid.\n- Vantage Air was founded in 2009.\n- Aisha works for Vantage Air.\n- Atlas Freight is headquartered in Basel.\n- Yuki reports to Tobias.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Sofia works for Vantage Air.\n- Atlas Freight was founded in 2002.\n- Tobias works for Fernhill Foods.\n- Yuki works for Crescent Telecom.\n- Sofia reports to Aisha.\n- Ingrid reports to Sofia.\n- Crescent Telecom is headquartered in Basel.\n- Felix works for Crescent Telecom.\n- Fernhill Foods was founded in 2008.\n- Crescent Telecom was founded in 2011.\n- Callum reports to Stefan.\n- Felix reports to Yuki.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Nagoya", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13405", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Ravi reports to Hana.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Fernhill Foods was founded in 1986.\n- Mara works for Fernhill Foods.\n- Dmitri works for Vantage Air.\n- Mara reports to Ravi.\n- Fernhill Foods is headquartered in Cork.\n- Vantage Air is headquartered in Cork.\n- Northwind Systems is headquartered in Turku.\n- Stefan reports to Mara.\n- Stefan works for Vantage Air.\n- Felix reports to Stefan.\n- Felix works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Hana reports to Tessa.\n- Beacon Insurance is headquartered in Malmo.\n- Mei reports to Dmitri.\n- Mei works for Northwind Systems.\n- Beacon Insurance was founded in 1993.\n- Dmitri reports to Felix.\n- Northwind Systems was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1984", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13406", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 June 2025): For employees hired on or after 18 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7733: employee Tessa B., hired 06 June 2023, separated 26 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7733?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13407", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Bluepine Aviation is headquartered in Tallinn.\n- Yuki reports to Kenji.\n- Dmitri reports to Aisha.\n- Ironwood Manufacturing was founded in 2010.\n- Vantage Air was founded in 1993.\n- Tobias works for Ironwood Manufacturing.\n- Anders reports to Yuki.\n- Vantage Air is headquartered in Tallinn.\n- Anders works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Wren works for Ironwood Manufacturing.\n- Dmitri works for Bluepine Aviation.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Anders.\n- Viktor reports to Emeka.\n- Callum reports to Tobias.\n- Aisha works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2011.\n- Yuki works for Vantage Air.\n- Emeka reports to Wren.\n- Tobias reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Viktor works for Cedar Retail Group.\n- Kenji works for Ironwood Manufacturing.\n- Leila reports to Tessa.\n- Leila works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1983.\n- Kenji reports to Callum.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13409", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13410", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13411", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ingrid.\n- Nadia reports to Hana.\n- Nadia works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Atlas Freight was founded in 1999.\n- Leila works for Cobalt Health.\n- Chiara works for Fernhill Foods.\n- Hana reports to Tobias.\n- Chiara reports to Nadia.\n- Tessa works for Atlas Freight.\n- Priya reports to Deshawn.\n- Lucia works for Cobalt Health.\n- Lucia reports to Priya.\n- Vantage Air was founded in 1992.\n- Fernhill Foods is headquartered in Tallinn.\n- Tobias works for Atlas Freight.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Cobalt Health was founded in 1985.\n- Atlas Freight is headquartered in Leeds.\n- Priya works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Tobias reports to Tessa.\n- Ingrid reports to Chiara.\n- Cobalt Health is headquartered in Tallinn.\n- Tessa reports to Lucia.\n- Fernhill Foods was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13413", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6840: employee Deshawn A., hired 07 July 2021, separated 06 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6840?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Jonas works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Stefan.\n- Mateo reports to Omar.\n- Summit Energy was founded in 1975.\n- Lattice Analytics is headquartered in Nagoya.\n- Vantage Air is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Jonas.\n- Wren works for Summit Energy.\n- Bluepine Aviation is headquartered in Nagoya.\n- Chiara reports to Nadia.\n- Stefan works for Bluepine Aviation.\n- Jonas reports to Mateo.\n- Wren reports to Sanne.\n- Vantage Air was founded in 1996.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Stefan reports to Chiara.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13415", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Pablo reports to Zoya.\n- Fernhill Foods was founded in 1981.\n- Lattice Analytics is headquartered in Valencia.\n- Zoya works for Fernhill Foods.\n- Cobalt Health was founded in 2015.\n- Stefan works for Fernhill Foods.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Leila reports to Ravi.\n- Tessa reports to Stefan.\n- Ravi reports to Pablo.\n- Stefan reports to Sanne.\n- Atlas Freight was founded in 2013.\n- Atlas Freight is headquartered in Basel.\n- Zoya reports to Tessa.\n- Cobalt Health is headquartered in Oslo.\n- Elena reports to Leila.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Pablo works for Cobalt Health.\n- Ravi works for Lattice Analytics.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Bruno.\n- Sofia works for Fernhill Foods.\n- Felix reports to Aisha.\n- Lucia works for Bluepine Aviation.\n- Omar reports to Lucia.\n- Bruno reports to Tobias.\n- Bluepine Aviation is headquartered in Brno.\n- Atlas Freight was founded in 1975.\n- Kenji works for Bluepine Aviation.\n- Felix works for Cedar Retail Group.\n- Atlas Freight is headquartered in Basel.\n- Tobias reports to Callum.\n- Pablo works for Cedar Retail Group.\n- Lucia reports to Kenji.\n- Callum works for Atlas Freight.\n- Sofia reports to Omar.\n- Aisha works for Fernhill Foods.\n- Pablo reports to Sofia.\n- Cedar Retail Group is headquartered in Austin.\n- Fernhill Foods is headquartered in Brno.\n- Fernhill Foods was founded in 1992.\n- Cedar Retail Group was founded in 1993.\n- Callum reports to Pablo.\n- Bluepine Aviation was founded in 2015.\n- Tobias works for Atlas Freight.\n- Omar works for Fernhill Foods.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13417", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13419", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Tobias works for Pinnacle Software.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 2013.\n- Lucia works for Pinnacle Software.\n- Dmitri reports to Kenji.\n- Leila works for Summit Energy.\n- Ingrid reports to Dmitri.\n- Helios Logistics was founded in 1983.\n- Tobias reports to Ingrid.\n- Lattice Analytics was founded in 1987.\n- Leila reports to Lucia.\n- Lucia reports to Deshawn.\n- Priya reports to Tobias.\n- Deshawn works for Lattice Analytics.\n- Summit Energy is headquartered in Bergen.\n- Ingrid works for Helios Logistics.\n- Kenji reports to Leila.\n- Summit Energy was founded in 1990.\n- Priya works for Summit Energy.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13420", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13421", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13422", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1775: employee Nadia S., hired 15 August 2020, separated 09 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1775?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13423", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13424", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 August 2023): For employees hired on or after 28 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4689: employee Mei T., hired 16 August 2020, separated 06 October 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4689?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mateo.\n- Stefan reports to Deshawn.\n- Pinnacle Software was founded in 1990.\n- Leila reports to Nadia.\n- Anders works for Fernhill Foods.\n- Crescent Telecom was founded in 1977.\n- Tessa works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Aisha reports to Anders.\n- Lucia works for Fernhill Foods.\n- Deshawn works for Pinnacle Software.\n- Summit Energy is headquartered in Dunedin.\n- Nadia reports to Aisha.\n- Fernhill Foods is headquartered in Turku.\n- Deshawn reports to Leila.\n- Mei works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Fernhill Foods was founded in 1991.\n- Anders reports to Mei.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Stefan.\n- Crescent Telecom is headquartered in Dunedin.\n- Mei reports to Lucia.\n- Summit Energy was founded in 1988.\n- Stefan works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13426", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6125: employee Omar M., hired 18 January 2023, separated 30 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6125?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13427", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13428", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2000.\n- Stefan reports to Chiara.\n- Tobias reports to Pablo.\n- Mara reports to Felix.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Stefan.\n- Leila works for Lattice Analytics.\n- Mara works for Ironwood Manufacturing.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics is headquartered in Adelaide.\n- Tobias works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2015.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Ingrid reports to Deshawn.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena reports to Ingrid.\n- Beacon Insurance was founded in 1995.\n- Deshawn works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ingrid works for Ironwood Manufacturing.\n- Chiara works for Lattice Analytics.\n- Felix works for Ironwood Manufacturing.\n- Elena works for Northwind Systems.\n- Chiara reports to Elena.\n- Felix reports to Leila.\n- Callum reports to Sanne.\n- Northwind Systems is headquartered in Adelaide.\n- Sanne reports to Mara.\n- Deshawn reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2010", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13430", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4887: employee Bruno T., hired 09 July 2023, separated 20 December 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4887?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13431", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Aisha.\n- Cobalt Health was founded in 2001.\n- Nadia works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Felix works for Cobalt Health.\n- Aisha reports to Elena.\n- Cobalt Health is headquartered in Bergen.\n- Aisha works for Cobalt Health.\n- Helios Logistics was founded in 2000.\n- Lucia reports to Yuki.\n- Helios Logistics is headquartered in Oslo.\n- Pablo works for Cedar Retail Group.\n- Omar works for Helios Logistics.\n- Cedar Retail Group was founded in 2005.\n- Yuki works for Cobalt Health.\n- Elena works for Helios Logistics.\n- Cedar Retail Group is headquartered in Lyon.\n- Elena reports to Felix.\n- Fernhill Foods is headquartered in Cork.\n- Pablo reports to Nadia.\n- Omar reports to Pablo.\n- Nadia reports to Lucia.\n- Fernhill Foods was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13433", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7060: employee Elena M., hired 06 April 2021, separated 21 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7060?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Aisha works for Cobalt Health.\n- Mara reports to Kenji.\n- Lattice Analytics is headquartered in Valencia.\n- Kenji reports to Elena.\n- Ironwood Manufacturing was founded in 2014.\n- Elena works for Lattice Analytics.\n- Zoya reports to Jonas.\n- Pinnacle Software was founded in 1989.\n- Zoya works for Pinnacle Software.\n- Sanne reports to Zoya.\n- Cobalt Health was founded in 2012.\n- Mei reports to Sanne.\n- Cobalt Health is headquartered in Brno.\n- Stefan works for Cobalt Health.\n- Kenji works for Ironwood Manufacturing.\n- Mara works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Aisha reports to Tessa.\n- Stefan reports to Mei.\n- Ironwood Manufacturing is headquartered in Porto.\n- Elena reports to Aisha.\n- Mei works for Pinnacle Software.\n- Tessa reports to Stefan.\n- Lattice Analytics was founded in 2010.\n- Pinnacle Software is headquartered in Brno.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13435", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13437", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7762: employee Lucia T., hired 26 June 2021, separated 01 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7762?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Halifax.\n- Felix reports to Bruno.\n- Mara works for Summit Energy.\n- Mara reports to Priya.\n- Emeka reports to Felix.\n- Bluepine Aviation was founded in 1982.\n- Chiara works for Bluepine Aviation.\n- Summit Energy was founded in 2008.\n- Ironwood Manufacturing was founded in 1989.\n- Emeka works for Crescent Telecom.\n- Elena works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1998.\n- Chiara reports to Dmitri.\n- Kenji works for Bluepine Aviation.\n- Aisha works for Summit Energy.\n- Dmitri reports to Aisha.\n- Felix works for Crescent Telecom.\n- Elena reports to Kenji.\n- Bruno reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji reports to Emeka.\n- Aisha reports to Mara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Summit Energy is headquartered in Malmo.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13439", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7872: employee Sofia B., hired 03 April 2023, separated 05 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7872?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Bluepine Aviation was founded in 1989.\n- Ironwood Manufacturing was founded in 1989.\n- Wren works for Bluepine Aviation.\n- Bruno reports to Viktor.\n- Dmitri works for Summit Energy.\n- Wren reports to Hana.\n- Ravi works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Dmitri reports to Callum.\n- Summit Energy was founded in 2003.\n- Ravi reports to Lucia.\n- Meridian Bank was founded in 1991.\n- Callum works for Meridian Bank.\n- Viktor reports to Ravi.\n- Lucia reports to Dmitri.\n- Bruno works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank is headquartered in Porto.\n- Callum reports to Wren.\n- Summit Energy is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13441", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13442", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13443", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13444", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13445", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Leeds.\n- Mara reports to Ravi.\n- Helios Logistics is headquartered in Nagoya.\n- Felix reports to Mara.\n- Ingrid reports to Pablo.\n- Ingrid works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Northwind Systems was founded in 1997.\n- Mei works for Northwind Systems.\n- Nadia works for Bluepine Aviation.\n- Helios Logistics was founded in 2010.\n- Pablo works for Bluepine Aviation.\n- Nadia reports to Wren.\n- Northwind Systems is headquartered in Austin.\n- Ravi works for Helios Logistics.\n- Wren reports to Felix.\n- Wren works for Vantage Air.\n- Ravi reports to Mei.\n- Bluepine Aviation is headquartered in Austin.\n- Mei reports to Ingrid.\n- Vantage Air was founded in 1978.\n- Bluepine Aviation was founded in 1985.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13447", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 77866 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Zoya works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Viktor reports to Jonas.\n- Stefan works for Meridian Bank.\n- Anders reports to Omar.\n- Stefan reports to Viktor.\n- Vantage Air was founded in 1979.\n- Jonas works for Bluepine Aviation.\n- Northwind Systems is headquartered in Turku.\n- Anders works for Vantage Air.\n- Felix reports to Zoya.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Northwind Systems was founded in 2003.\n- Zoya reports to Stefan.\n- Bluepine Aviation was founded in 1982.\n- Felix works for Meridian Bank.\n- Yuki reports to Sanne.\n- Jonas reports to Tobias.\n- Vantage Air is headquartered in Austin.\n- Omar works for Northwind Systems.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Felix.\n- Omar reports to Yuki.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Mei reports to Lucia.\n- Jonas works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Lucia works for Cedar Retail Group.\n- Anders reports to Sanne.\n- Sanne works for Crescent Telecom.\n- Stefan reports to Anders.\n- Mara reports to Zoya.\n- Mara works for Atlas Freight.\n- Helios Logistics was founded in 2000.\n- Mei works for Cedar Retail Group.\n- Felix reports to Mara.\n- Crescent Telecom was founded in 1976.\n- Sofia reports to Amara.\n- Stefan works for Crescent Telecom.\n- Lucia reports to Felix.\n- Cedar Retail Group was founded in 2005.\n- Anders works for Helios Logistics.\n- Zoya reports to Sofia.\n- Zoya works for Cedar Retail Group.\n- Sanne reports to Mei.\n- Atlas Freight was founded in 2000.\n- Deshawn works for Atlas Freight.\n- Crescent Telecom is headquartered in Austin.\n- Cedar Retail Group is headquartered in Leeds.\n- Helios Logistics is headquartered in Bergen.\n- Amara reports to Jonas.\n- Amara works for Crescent Telecom.\n- Jonas reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Lucia reports to Leila.\n- Fernhill Foods was founded in 2010.\n- Atlas Freight was founded in 1997.\n- Crescent Telecom was founded in 2014.\n- Pinnacle Software is headquartered in Halifax.\n- Felix works for Fernhill Foods.\n- Chiara works for Crescent Telecom.\n- Atlas Freight is headquartered in Halifax.\n- Pablo reports to Aisha.\n- Emeka works for Fernhill Foods.\n- Crescent Telecom is headquartered in Nagoya.\n- Leila reports to Emeka.\n- Aisha works for Atlas Freight.\n- Emeka reports to Hana.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 1990.\n- Fernhill Foods is headquartered in Ghent.\n- Chiara reports to Pablo.\n- Leila works for Fernhill Foods.\n- Aisha reports to Lucia.\n- Felix reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13451", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7744: employee Dmitri K., hired 28 June 2023, separated 07 January 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-7744 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$1,500", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13452", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Tampere.\n- Tobias works for Northwind Systems.\n- Zoya works for Cobalt Health.\n- Emeka reports to Felix.\n- Northwind Systems was founded in 1987.\n- Felix works for Cobalt Health.\n- Elena works for Summit Energy.\n- Felix reports to Elena.\n- Elena reports to Omar.\n- Emeka works for Summit Energy.\n- Cobalt Health was founded in 1998.\n- Omar reports to Tobias.\n- Stefan reports to Emeka.\n- Northwind Systems is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2015.\n- Omar works for Northwind Systems.\n- Tobias reports to Zoya.\n- Viktor reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13454", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13455", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13456", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13457", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13458", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3867: employee Kenji S., hired 27 March 2022, separated 19 February 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3867?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13459", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13460", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13461", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8120: employee Lucia M., hired 31 August 2023, separated 01 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8120?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13462", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1722: employee Elena A., hired 19 January 2023, separated 12 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1722?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1722 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13463", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Lyon.\n- Priya works for Meridian Bank.\n- Ravi works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Kenji reports to Bruno.\n- Beacon Insurance was founded in 2013.\n- Meridian Bank was founded in 2011.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Beacon Insurance is headquartered in Cork.\n- Mara works for Fernhill Foods.\n- Omar reports to Mara.\n- Pablo reports to Priya.\n- Pablo works for Beacon Insurance.\n- Mara reports to Hana.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Stefan reports to Deshawn.\n- Fernhill Foods was founded in 1990.\n- Crescent Telecom was founded in 1992.\n- Bruno reports to Pablo.\n- Hana works for Fernhill Foods.\n- Deshawn reports to Ravi.\n- Deshawn works for Beacon Insurance.\n- Hana reports to Kenji.\n- Ravi reports to Omar.\n- Omar works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1987", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Aisha.\n- Wren reports to Nadia.\n- Mateo reports to Callum.\n- Nadia works for Fernhill Foods.\n- Bruno reports to Mateo.\n- Sanne works for Fernhill Foods.\n- Bluepine Aviation was founded in 2008.\n- Callum reports to Sanne.\n- Aisha works for Ironwood Manufacturing.\n- Amara reports to Bruno.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Fernhill Foods was founded in 2010.\n- Fernhill Foods is headquartered in Malmo.\n- Wren works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bluepine Aviation is headquartered in Malmo.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Callum works for Ironwood Manufacturing.\n- Aisha reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13466", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6397: employee Lucia T., hired 30 December 2023, separated 24 July 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-6397 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$8,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Beacon Insurance was founded in 1984.\n- Crescent Telecom is headquartered in Bergen.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1982.\n- Ravi reports to Pablo.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 2008.\n- Tessa reports to Lucia.\n- Omar reports to Tessa.\n- Lucia works for Crescent Telecom.\n- Nadia works for Fernhill Foods.\n- Pablo works for Beacon Insurance.\n- Vantage Air is headquartered in Turku.\n- Lucia reports to Deshawn.\n- Yuki reports to Omar.\n- Stefan works for Fernhill Foods.\n- Leila works for Beacon Insurance.\n- Fernhill Foods was founded in 2010.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo reports to Leila.\n- Leila reports to Yuki.\n- Nadia reports to Ravi.\n- Fernhill Foods is headquartered in Bergen.\n- Ravi works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Stefan reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13468", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_timer", "3": "play_music", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13469", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 46879 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "track_order", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13470", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1137: employee Stefan M., hired 25 August 2023, separated 12 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1137?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2008.\n- Chiara reports to Nadia.\n- Emeka reports to Elena.\n- Omar reports to Yuki.\n- Crescent Telecom was founded in 1976.\n- Yuki reports to Callum.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Crescent Telecom is headquartered in Ghent.\n- Amara reports to Tobias.\n- Ingrid works for Crescent Telecom.\n- Tobias works for Vantage Air.\n- Nadia works for Vantage Air.\n- Cobalt Health is headquartered in Brno.\n- Yuki works for Crescent Telecom.\n- Emeka works for Vantage Air.\n- Northwind Systems is headquartered in Tampere.\n- Vantage Air is headquartered in Adelaide.\n- Hana reports to Ingrid.\n- Nadia reports to Hana.\n- Elena works for Vantage Air.\n- Omar works for Vantage Air.\n- Viktor reports to Emeka.\n- Chiara works for Northwind Systems.\n- Ingrid reports to Amara.\n- Callum reports to Viktor.\n- Viktor works for Northwind Systems.\n- Tobias reports to Omar.\n- Cobalt Health was founded in 1997.\n- Amara works for Vantage Air.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13472", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13473", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7476: employee Wren T., hired 27 April 2023, separated 25 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7476?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13474", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13475", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7494: employee Tessa S., hired 14 October 2023, separated 05 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7494?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13476", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3130: employee Emeka S., hired 23 April 2022, separated 26 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3130?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13477", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13478", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13479", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3968: employee Jonas A., hired 19 September 2019, separated 18 June 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-3968 under the controlling rules.", "criteria": {"0": "$79,733", "1": "$18,400", "2": "$18,500", "3": "$16,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group was founded in 1980.\n- Elena works for Northwind Systems.\n- Summit Energy was founded in 2010.\n- Amara reports to Stefan.\n- Jonas reports to Leila.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Sofia.\n- Priya works for Cedar Retail Group.\n- Mei reports to Jonas.\n- Cedar Retail Group is headquartered in Tallinn.\n- Jonas works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Sanne reports to Mateo.\n- Pinnacle Software is headquartered in Turku.\n- Pinnacle Software was founded in 1996.\n- Mateo works for Cedar Retail Group.\n- Mei works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Northwind Systems was founded in 2015.\n- Mateo reports to Amara.\n- Leila reports to Dmitri.\n- Sofia reports to Elena.\n- Stefan works for Pinnacle Software.\n- Elena reports to Sanne.\n- Priya reports to Mei.\n- Anders works for Northwind Systems.\n- Leila works for Summit Energy.\n- Sofia works for Cedar Retail Group.\n- Summit Energy is headquartered in Tallinn.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13481", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13482", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 8819\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13483", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13484", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6096: employee Deshawn R., hired 23 January 2023, separated 30 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6096?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Atlas Freight is headquartered in Oslo.\n- Tobias reports to Sanne.\n- Viktor works for Bluepine Aviation.\n- Nadia works for Vantage Air.\n- Callum works for Bluepine Aviation.\n- Nadia reports to Ravi.\n- Tobias works for Bluepine Aviation.\n- Felix reports to Mei.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Bluepine Aviation was founded in 1985.\n- Deshawn reports to Nadia.\n- Callum reports to Viktor.\n- Sanne works for Bluepine Aviation.\n- Vantage Air is headquartered in Valencia.\n- Ravi reports to Ingrid.\n- Deshawn works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Mei reports to Callum.\n- Northwind Systems is headquartered in Valencia.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Viktor reports to Tobias.\n- Vantage Air was founded in 1976.\n- Sanne reports to Deshawn.\n- Northwind Systems was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1983", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13486", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7016: employee Dmitri A., hired 13 February 2023, separated 24 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7016?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13487", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13488", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Mara reports to Ravi.\n- Yuki reports to Elena.\n- Felix works for Ironwood Manufacturing.\n- Summit Energy was founded in 2000.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Fernhill Foods was founded in 1977.\n- Meridian Bank is headquartered in Lyon.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid reports to Felix.\n- Fernhill Foods is headquartered in Lyon.\n- Mara works for Summit Energy.\n- Stefan works for Meridian Bank.\n- Stefan reports to Yuki.\n- Hana works for Meridian Bank.\n- Hana reports to Mara.\n- Ravi works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1975.\n- Summit Energy is headquartered in Halifax.\n- Ingrid works for Summit Energy.\n- Meridian Bank was founded in 1979.\n- Felix reports to Hana.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13490", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13491", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13492", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3177: employee Leila S., hired 23 November 2023, separated 04 November 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-3177 under the controlling rules.", "criteria": {"0": "$5,938", "1": "$26,000", "2": "$7,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13493", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5413: employee Jonas R., hired 06 December 2021, separated 11 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5413?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13494", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13495", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1262: employee Emeka R., hired 05 May 2022, separated 26 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1262?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1262 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Yuki works for Meridian Bank.\n- Deshawn works for Atlas Freight.\n- Hana reports to Emeka.\n- Yuki reports to Sanne.\n- Meridian Bank is headquartered in Nagoya.\n- Wren works for Cedar Retail Group.\n- Emeka reports to Ravi.\n- Sanne reports to Deshawn.\n- Deshawn reports to Omar.\n- Omar works for Cedar Retail Group.\n- Atlas Freight was founded in 1983.\n- Kenji reports to Aisha.\n- Ravi reports to Felix.\n- Hana works for Cobalt Health.\n- Aisha reports to Wren.\n- Chiara reports to Yuki.\n- Atlas Freight is headquartered in Nagoya.\n- Kenji works for Cobalt Health.\n- Felix reports to Kenji.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Ravi works for Cobalt Health.\n- Cedar Retail Group was founded in 2002.\n- Emeka works for Cedar Retail Group.\n- Chiara works for Meridian Bank.\n- Cobalt Health was founded in 1986.\n- Cobalt Health is headquartered in Brno.\n- Omar reports to Hana.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13497", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13498", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13499", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 72044, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Mara reports to Deshawn.\n- Stefan works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Atlas Freight was founded in 1996.\n- Anders works for Meridian Bank.\n- Sofia reports to Stefan.\n- Meridian Bank was founded in 1988.\n- Pablo reports to Anders.\n- Cobalt Health was founded in 1986.\n- Priya works for Cedar Retail Group.\n- Priya reports to Zoya.\n- Sofia works for Cobalt Health.\n- Deshawn reports to Pablo.\n- Cedar Retail Group was founded in 2014.\n- Amara reports to Ingrid.\n- Cedar Retail Group is headquartered in Tampere.\n- Atlas Freight is headquartered in Dunedin.\n- Deshawn works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Mara works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Amara works for Atlas Freight.\n- Zoya reports to Sofia.\n- Ingrid reports to Mara.\n- Meridian Bank is headquartered in Tallinn.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13501", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13502", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9954: employee Mateo T., hired 28 July 2022, separated 22 October 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9954?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13503", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "rollback", "2": "rotate_keys", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13504", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13505", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3550: employee Kenji B., hired 19 November 2019, separated 21 January 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3550?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13506", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Cobalt Health is headquartered in Halifax.\n- Lucia works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Dmitri reports to Chiara.\n- Chiara works for Northwind Systems.\n- Ravi reports to Anders.\n- Northwind Systems is headquartered in Brno.\n- Anders reports to Lucia.\n- Fernhill Foods is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Leeds.\n- Ravi works for Fernhill Foods.\n- Cobalt Health was founded in 1978.\n- Jonas reports to Kenji.\n- Dmitri works for Lattice Analytics.\n- Northwind Systems was founded in 1984.\n- Lucia reports to Jonas.\n- Felix reports to Dmitri.\n- Fernhill Foods was founded in 1976.\n- Jonas works for Fernhill Foods.\n- Kenji reports to Felix.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13508", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2793: employee Anders S., hired 20 May 2023, separated 17 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2793?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13509", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8873: employee Viktor R., hired 15 September 2024, separated 19 June 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-8873 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$6,231", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Ironwood Manufacturing.\n- Ingrid reports to Kenji.\n- Pablo reports to Tobias.\n- Sanne reports to Sofia.\n- Sofia reports to Yuki.\n- Lucia reports to Dmitri.\n- Deshawn reports to Amara.\n- Dmitri works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Meridian Bank was founded in 2012.\n- Tobias reports to Ingrid.\n- Cobalt Health was founded in 2006.\n- Elena works for Cobalt Health.\n- Fernhill Foods was founded in 1994.\n- Amara reports to Sanne.\n- Cobalt Health is headquartered in Leeds.\n- Kenji works for Fernhill Foods.\n- Pablo works for Cobalt Health.\n- Amara works for Fernhill Foods.\n- Dmitri reports to Deshawn.\n- Sanne works for Ironwood Manufacturing.\n- Sofia works for Meridian Bank.\n- Fernhill Foods is headquartered in Leeds.\n- Deshawn works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Tobias works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1988.\n- Kenji reports to Elena.\n- Elena reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1997.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Elena.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ravi works for Summit Energy.\n- Ironwood Manufacturing was founded in 1984.\n- Leila reports to Mara.\n- Tessa reports to Bruno.\n- Chiara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Oslo.\n- Elena reports to Leila.\n- Northwind Systems is headquartered in Oslo.\n- Lucia works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Chiara reports to Nadia.\n- Wren reports to Ravi.\n- Mara works for Summit Energy.\n- Cedar Retail Group is headquartered in Oslo.\n- Summit Energy was founded in 2015.\n- Wren works for Northwind Systems.\n- Cedar Retail Group was founded in 1977.\n- Nadia reports to Tessa.\n- Nadia works for Northwind Systems.\n- Lucia reports to Wren.\n- Leila works for Summit Energy.\n- Tessa works for Cedar Retail Group.\n- Mara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Austin", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Austin.\n- Wren works for Cobalt Health.\n- Lucia reports to Emeka.\n- Helios Logistics was founded in 1980.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance was founded in 1990.\n- Wren reports to Nadia.\n- Anders works for Beacon Insurance.\n- Nadia reports to Amara.\n- Anders reports to Kenji.\n- Helios Logistics is headquartered in Lyon.\n- Emeka works for Beacon Insurance.\n- Pinnacle Software is headquartered in Austin.\n- Yuki reports to Anders.\n- Beacon Insurance is headquartered in Lyon.\n- Amara reports to Yuki.\n- Cobalt Health was founded in 2004.\n- Pinnacle Software was founded in 2014.\n- Emeka reports to Wren.\n- Nadia works for Beacon Insurance.\n- Yuki works for Helios Logistics.\n- Amara works for Pinnacle Software.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1984.\n- Meridian Bank was founded in 1982.\n- Mei reports to Yuki.\n- Bruno reports to Nadia.\n- Emeka works for Meridian Bank.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor reports to Mei.\n- Tessa works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Meridian Bank is headquartered in Nagoya.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Nadia works for Cedar Retail Group.\n- Ravi reports to Zoya.\n- Hana reports to Callum.\n- Atlas Freight is headquartered in Nagoya.\n- Tessa reports to Hana.\n- Zoya reports to Emeka.\n- Bluepine Aviation was founded in 1975.\n- Yuki reports to Tessa.\n- Kenji reports to Viktor.\n- Viktor works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Cedar Retail Group is headquartered in Nagoya.\n- Hana works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Nadia reports to Ravi.\n- Emeka reports to Kenji.\n- Zoya works for Bluepine Aviation.\n- Mei works for Meridian Bank.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Pablo reports to Hana.\n- Lattice Analytics was founded in 2011.\n- Lattice Analytics is headquartered in Bergen.\n- Sofia works for Beacon Insurance.\n- Wren reports to Yuki.\n- Zoya reports to Nadia.\n- Zoya works for Atlas Freight.\n- Pablo works for Lattice Analytics.\n- Beacon Insurance was founded in 1986.\n- Hana reports to Sofia.\n- Crescent Telecom was founded in 2012.\n- Nadia reports to Anders.\n- Anders works for Atlas Freight.\n- Yuki reports to Pablo.\n- Anders reports to Wren.\n- Nadia works for Crescent Telecom.\n- Atlas Freight was founded in 1992.\n- Wren works for Lattice Analytics.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Yuki works for Beacon Insurance.\n- Atlas Freight is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13515", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5777: employee Mei S., hired 20 March 2021, separated 11 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5777?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13516", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3579: employee Callum A., hired 11 September 2022, separated 11 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3579?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13517", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13518", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 15 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5405: employee Lucia K., hired 28 December 2022, separated 22 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5405?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Sanne reports to Aisha.\n- Elena works for Summit Energy.\n- Northwind Systems is headquartered in Basel.\n- Ingrid works for Cedar Retail Group.\n- Mei reports to Zoya.\n- Deshawn works for Cedar Retail Group.\n- Lucia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum reports to Mei.\n- Dmitri works for Meridian Bank.\n- Viktor works for Northwind Systems.\n- Aisha works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Northwind Systems was founded in 1994.\n- Viktor reports to Sanne.\n- Deshawn reports to Callum.\n- Anders reports to Viktor.\n- Elena reports to Ingrid.\n- Sanne works for Northwind Systems.\n- Summit Energy was founded in 2005.\n- Lucia reports to Deshawn.\n- Ingrid reports to Dmitri.\n- Callum works for Northwind Systems.\n- Zoya reports to Anders.\n- Aisha reports to Elena.\n- Cedar Retail Group was founded in 1991.\n- Anders works for Northwind Systems.\n- Meridian Bank is headquartered in Turku.\n- Summit Energy is headquartered in Dunedin.\n- Meridian Bank was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13520", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13521", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13522", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2611: employee Jonas T., hired 10 April 2023, separated 19 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2611?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13523", "family": "intent_v3", "state": "Incoming support message:\n\"Order 27652 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "cancel_order", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13524", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Jonas.\n- Fernhill Foods was founded in 1976.\n- Lucia works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Jonas reports to Elena.\n- Ironwood Manufacturing is headquartered in Basel.\n- Stefan reports to Sanne.\n- Sanne reports to Tessa.\n- Helios Logistics was founded in 1986.\n- Felix works for Fernhill Foods.\n- Tessa works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 1984.\n- Sanne works for Ironwood Manufacturing.\n- Stefan works for Helios Logistics.\n- Tobias reports to Lucia.\n- Elena reports to Tobias.\n- Jonas works for Helios Logistics.\n- Lucia reports to Felix.\n- Tobias works for Fernhill Foods.\n- Helios Logistics is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Crescent Telecom was founded in 2008.\n- Emeka reports to Deshawn.\n- Meridian Bank is headquartered in Tampere.\n- Pinnacle Software was founded in 2007.\n- Mateo works for Pinnacle Software.\n- Elena reports to Mateo.\n- Crescent Telecom is headquartered in Lyon.\n- Beacon Insurance was founded in 1977.\n- Emeka works for Crescent Telecom.\n- Zoya reports to Tobias.\n- Zoya works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Callum works for Crescent Telecom.\n- Aisha reports to Zoya.\n- Deshawn reports to Elena.\n- Mateo reports to Aisha.\n- Tobias works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Beacon Insurance is headquartered in Tampere.\n- Elena works for Crescent Telecom.\n- Meridian Bank was founded in 1979.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2002", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13527", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13528", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13529", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13530", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2059: employee Anders R., hired 29 December 2020, separated 20 November 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-2059 under the controlling rules.", "criteria": {"0": "$16,058", "1": "$65,250", "2": "$15,188", "3": "$15,058"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13531", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Atlas Freight was founded in 1980.\n- Emeka works for Atlas Freight.\n- Mei reports to Emeka.\n- Beacon Insurance was founded in 1982.\n- Ingrid reports to Elena.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Leila.\n- Ingrid works for Crescent Telecom.\n- Amara reports to Ingrid.\n- Elena works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Emeka reports to Amara.\n- Mara works for Beacon Insurance.\n- Leila reports to Mara.\n- Crescent Telecom was founded in 1999.\n- Beacon Insurance is headquartered in Brno.\n- Summit Energy was founded in 1996.\n- Mei works for Crescent Telecom.\n- Elena reports to Sofia.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13533", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13534", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9705: employee Felix S., hired 18 February 2022, separated 16 January 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-9705 under the controlling rules.", "criteria": {"0": "$8,269", "1": "$7,399", "2": "$7,269", "3": "$31,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13535", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 December 2022): For employees hired on or after 21 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2646: employee Ravi K., hired 02 March 2020, separated 20 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2646?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13536", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 05 February 2023): For employees hired on or after 05 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7061: employee Mei T., hired 11 June 2021, separated 13 February 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2026-7061 under the controlling rules.", "criteria": {"0": "$31,092", "1": "$7,175", "2": "$7,088", "3": "$9,175"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7061 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13537", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13538", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Kenji reports to Omar.\n- Pinnacle Software is headquartered in Turku.\n- Priya works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Callum reports to Mateo.\n- Omar reports to Callum.\n- Ravi works for Pinnacle Software.\n- Wren reports to Sofia.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.\n- Priya reports to Mara.\n- Ravi reports to Bruno.\n- Bruno reports to Priya.\n- Mei reports to Ravi.\n- Sofia works for Summit Energy.\n- Zoya reports to Kenji.\n- Summit Energy was founded in 2000.\n- Callum works for Crescent Telecom.\n- Sofia reports to Zoya.\n- Pinnacle Software was founded in 2012.\n- Omar works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Mara reports to Wren.\n- Crescent Telecom was founded in 1983.\n- Summit Energy is headquartered in Oslo.\n- Mateo works for Summit Energy.\n- Beacon Insurance is headquartered in Turku.\n- Crescent Telecom is headquartered in Ghent.\n- Wren works for Beacon Insurance.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13540", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2626: employee Viktor A., hired 06 August 2021, separated 08 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2626?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13541", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13542", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 7, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3262: employee Omar R., hired 22 April 2024, separated 02 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3262?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3262 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13543", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 July 2023): For employees hired on or after 14 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5159: employee Yuki B., hired 21 November 2020, separated 02 March 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-5159 under the controlling rules.", "criteria": {"0": "$11,800", "1": "$53,300", "2": "$12,300", "3": "$12,375"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13544", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 15 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 January 2023): For employees hired on or after 18 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8596: employee Jonas A., hired 27 March 2022, separated 11 October 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8596?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13545", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 19 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4160: employee Mara T., hired 31 July 2023, separated 04 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4160?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13546", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1706: employee Elena T., hired 05 March 2023, separated 12 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1706?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Yuki reports to Omar.\n- Ironwood Manufacturing was founded in 2011.\n- Mei reports to Amara.\n- Beacon Insurance was founded in 1998.\n- Aisha reports to Yuki.\n- Tessa works for Beacon Insurance.\n- Omar reports to Mei.\n- Omar works for Ironwood Manufacturing.\n- Tobias reports to Tessa.\n- Tessa reports to Aisha.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Mara.\n- Pinnacle Software was founded in 1995.\n- Yuki works for Pinnacle Software.\n- Beacon Insurance is headquartered in Oslo.\n- Helios Logistics was founded in 1990.\n- Pinnacle Software is headquartered in Nagoya.\n- Aisha works for Pinnacle Software.\n- Helios Logistics is headquartered in Brno.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13548", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13549", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3292: employee Kenji A., hired 08 April 2024, separated 26 November 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-3292 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$4,154", "2": "$6,615", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13550", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13551", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13552", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2005.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne reports to Leila.\n- Elena works for Pinnacle Software.\n- Amara reports to Sanne.\n- Leila reports to Ravi.\n- Elena reports to Anders.\n- Ravi reports to Elena.\n- Chiara reports to Amara.\n- Cobalt Health was founded in 1991.\n- Fernhill Foods was founded in 1985.\n- Sanne works for Pinnacle Software.\n- Anders reports to Stefan.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Pinnacle Software is headquartered in Ghent.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Leila works for Cobalt Health.\n- Pinnacle Software was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13554", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3468: employee Bruno M., hired 27 April 2021, separated 04 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3468?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13555", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 March 2023): For employees hired on or after 25 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4566: employee Omar T., hired 02 May 2022, separated 09 July 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-4566 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$2,750", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13556", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13557", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13558", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9995: employee Yuki B., hired 09 November 2024, separated 05 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9995?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9995 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13559", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13560", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Adelaide.\n- Tobias reports to Hana.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tampere.\n- Lucia works for Beacon Insurance.\n- Felix reports to Lucia.\n- Sanne works for Bluepine Aviation.\n- Crescent Telecom was founded in 1979.\n- Omar works for Crescent Telecom.\n- Zoya reports to Chiara.\n- Tobias works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Felix works for Bluepine Aviation.\n- Ravi reports to Felix.\n- Jonas reports to Omar.\n- Chiara works for Beacon Insurance.\n- Zoya works for Lattice Analytics.\n- Omar reports to Aisha.\n- Chiara reports to Ravi.\n- Aisha reports to Zoya.\n- Lucia reports to Sanne.\n- Bluepine Aviation was founded in 2004.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Lattice Analytics is headquartered in Nagoya.\n- Lattice Analytics was founded in 2009.\n- Ravi works for Crescent Telecom.\n- Sanne reports to Tobias.\n- Hana reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13562", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 3, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7291: employee Priya K., hired 12 August 2024, separated 21 October 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-7291 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,885", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Pablo works for Meridian Bank.\n- Anders works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Viktor works for Crescent Telecom.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Stefan reports to Lucia.\n- Crescent Telecom was founded in 1988.\n- Lucia reports to Yuki.\n- Anders reports to Viktor.\n- Ravi works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Leila reports to Hana.\n- Cedar Retail Group was founded in 1999.\n- Sanne reports to Stefan.\n- Viktor reports to Leila.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Hana reports to Dmitri.\n- Sanne works for Ironwood Manufacturing.\n- Yuki reports to Elena.\n- Leila works for Ironwood Manufacturing.\n- Dmitri reports to Sanne.\n- Crescent Telecom is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Adelaide.\n- Yuki works for Ironwood Manufacturing.\n- Ravi reports to Pablo.\n- Lucia works for Cedar Retail Group.\n- Elena reports to Ravi.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13564", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5880: employee Amara S., hired 02 August 2024, separated 15 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-5880?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13565", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13566", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Meridian Bank is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2005.\n- Mei reports to Ravi.\n- Sofia works for Lattice Analytics.\n- Tobias works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1994.\n- Dmitri reports to Omar.\n- Kenji works for Ironwood Manufacturing.\n- Tobias reports to Nadia.\n- Lattice Analytics was founded in 1980.\n- Pablo reports to Sofia.\n- Ingrid reports to Tessa.\n- Pablo works for Atlas Freight.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Tessa works for Lattice Analytics.\n- Jonas reports to Tobias.\n- Nadia works for Meridian Bank.\n- Ingrid works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2000.\n- Omar reports to Jonas.\n- Ironwood Manufacturing is headquartered in Austin.\n- Kenji reports to Mei.\n- Omar works for Lattice Analytics.\n- Ravi reports to Ingrid.\n- Tessa reports to Dmitri.\n- Nadia reports to Pablo.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13568", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 December 2022): For employees hired on or after 07 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7826: employee Ingrid T., hired 17 May 2022, separated 08 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-7826 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,800", "2": "$34,667", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Bluepine Aviation was founded in 2010.\n- Emeka reports to Lucia.\n- Atlas Freight was founded in 1998.\n- Anders works for Atlas Freight.\n- Meridian Bank is headquartered in Oslo.\n- Hana works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Deshawn reports to Kenji.\n- Wren reports to Callum.\n- Meridian Bank was founded in 1997.\n- Bluepine Aviation is headquartered in Ghent.\n- Leila reports to Emeka.\n- Leila works for Meridian Bank.\n- Pinnacle Software was founded in 1984.\n- Sofia works for Bluepine Aviation.\n- Callum works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Kenji works for Atlas Freight.\n- Callum reports to Hana.\n- Lucia works for Pinnacle Software.\n- Kenji reports to Sofia.\n- Atlas Freight is headquartered in Ghent.\n- Sofia reports to Anders.\n- Lucia reports to Wren.\n- Anders reports to Leila.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13570", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "weather", "2": "send_message", "3": "set_timer", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13571", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13572", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3677: employee Hana K., hired 15 July 2022, separated 25 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3677?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3677 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13573", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6914: employee Lucia A., hired 08 December 2022, separated 17 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6914?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13574", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Northwind Systems was founded in 1980.\n- Bruno works for Bluepine Aviation.\n- Mara works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Nadia reports to Lucia.\n- Bluepine Aviation is headquartered in Tampere.\n- Pablo reports to Ingrid.\n- Viktor works for Bluepine Aviation.\n- Ingrid reports to Priya.\n- Viktor reports to Bruno.\n- Bluepine Aviation was founded in 2005.\n- Pablo works for Helios Logistics.\n- Lucia reports to Hana.\n- Helios Logistics is headquartered in Porto.\n- Mara reports to Nadia.\n- Fernhill Foods was founded in 1978.\n- Priya works for Bluepine Aviation.\n- Kenji reports to Pablo.\n- Omar reports to Kenji.\n- Fernhill Foods is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Omar works for Northwind Systems.\n- Helios Logistics was founded in 2003.\n- Ingrid works for Northwind Systems.\n- Priya reports to Viktor.\n- Tobias works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Tobias reports to Omar.\n- Hana works for Northwind Systems.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Hana reports to Felix.\n- Pinnacle Software was founded in 1991.\n- Amara works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Deshawn reports to Mei.\n- Leila works for Northwind Systems.\n- Pinnacle Software is headquartered in Turku.\n- Tobias reports to Hana.\n- Tobias works for Summit Energy.\n- Zoya works for Northwind Systems.\n- Ingrid reports to Amara.\n- Deshawn works for Atlas Freight.\n- Amara reports to Leila.\n- Zoya reports to Ingrid.\n- Leila reports to Tobias.\n- Wren reports to Zoya.\n- Atlas Freight was founded in 1986.\n- Summit Energy was founded in 1991.\n- Felix reports to Mara.\n- Mei works for Pinnacle Software.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Mara works for Pinnacle Software.\n- Ingrid works for Northwind Systems.\n- Mei reports to Yuki.\n- Summit Energy is headquartered in Brno.\n- Northwind Systems is headquartered in Malmo.\n- Yuki reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13577", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13578", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1209: employee Sanne K., hired 08 June 2023, separated 20 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1209?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13579", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 29095 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13580", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13581", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5879: employee Emeka T., hired 12 September 2023, separated 28 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5879?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5879 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13582", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1306: employee Leila T., hired 30 August 2019, separated 29 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1306?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13583", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2744: employee Nadia M., hired 11 September 2024, separated 21 December 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-2744 under the controlling rules.", "criteria": {"0": "$2,875", "1": "$5,000", "2": "$4,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13584", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13585", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 66449, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13586", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2000.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Atlas Freight was founded in 1977.\n- Crescent Telecom is headquartered in Oslo.\n- Lucia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Ghent.\n- Jonas reports to Callum.\n- Leila reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Yuki reports to Lucia.\n- Callum reports to Wren.\n- Aisha reports to Mateo.\n- Callum works for Fernhill Foods.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Wren reports to Aisha.\n- Fernhill Foods is headquartered in Turku.\n- Crescent Telecom was founded in 1996.\n- Mateo reports to Emeka.\n- Yuki works for Atlas Freight.\n- Aisha works for Fernhill Foods.\n- Jonas works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Elena reports to Jonas.\n- Emeka reports to Yuki.\n- Leila works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13588", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off", "4": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13589", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13590", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13591", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5934: employee Viktor S., hired 23 August 2022, separated 17 June 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-5934 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,600", "2": "$17,333", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Kenji reports to Jonas.\n- Elena reports to Pablo.\n- Pablo reports to Priya.\n- Leila works for Fernhill Foods.\n- Dmitri reports to Aisha.\n- Priya works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Elena works for Helios Logistics.\n- Aisha reports to Ravi.\n- Bruno works for Lattice Analytics.\n- Chiara works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Bruno.\n- Lattice Analytics was founded in 2006.\n- Bruno reports to Kenji.\n- Jonas reports to Leila.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Fernhill Foods.\n- Pablo works for Lattice Analytics.\n- Fernhill Foods was founded in 1977.\n- Ravi reports to Chiara.\n- Bluepine Aviation was founded in 2004.\n- Helios Logistics was founded in 1978.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Helios Logistics is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Porto.\n- Lucia reports to Dmitri.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sofia.\n- Stefan reports to Pablo.\n- Leila works for Lattice Analytics.\n- Priya works for Northwind Systems.\n- Leila reports to Priya.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lattice Analytics was founded in 1997.\n- Sofia works for Beacon Insurance.\n- Northwind Systems is headquartered in Tallinn.\n- Chiara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1976.\n- Northwind Systems was founded in 1993.\n- Chiara reports to Stefan.\n- Pablo reports to Leila.\n- Yuki works for Ironwood Manufacturing.\n- Sofia reports to Chiara.\n- Aisha works for Northwind Systems.\n- Pablo works for Lattice Analytics.\n- Beacon Insurance was founded in 1985.\n- Lattice Analytics is headquartered in Tallinn.\n- Stefan works for Beacon Insurance.\n- Aisha reports to Yuki.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13595", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3735: employee Nadia R., hired 13 August 2021, separated 13 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3735?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Ingrid works for Meridian Bank.\n- Amara works for Summit Energy.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Meridian Bank was founded in 1977.\n- Kenji works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Zoya reports to Amara.\n- Kenji reports to Chiara.\n- Tessa reports to Zoya.\n- Ingrid reports to Yuki.\n- Sanne works for Meridian Bank.\n- Summit Energy is headquartered in Brno.\n- Deshawn reports to Kenji.\n- Mara reports to Priya.\n- Chiara reports to Ingrid.\n- Yuki reports to Stefan.\n- Summit Energy was founded in 2009.\n- Mara works for Summit Energy.\n- Cobalt Health is headquartered in Lyon.\n- Priya reports to Deshawn.\n- Bluepine Aviation was founded in 1990.\n- Meridian Bank is headquartered in Valencia.\n- Chiara works for Cobalt Health.\n- Amara reports to Mara.\n- Tessa works for Meridian Bank.\n- Stefan reports to Sanne.\n- Bluepine Aviation is headquartered in Valencia.\n- Zoya works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1997.\n- Wren reports to Mei.\n- Bluepine Aviation is headquartered in Adelaide.\n- Tessa works for Vantage Air.\n- Bluepine Aviation was founded in 2005.\n- Atlas Freight is headquartered in Turku.\n- Mei reports to Jonas.\n- Mei works for Bluepine Aviation.\n- Aisha reports to Lucia.\n- Vantage Air is headquartered in Adelaide.\n- Wren works for Vantage Air.\n- Atlas Freight was founded in 1985.\n- Anders works for Fernhill Foods.\n- Jonas works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Fernhill Foods was founded in 2001.\n- Lucia works for Atlas Freight.\n- Felix works for Bluepine Aviation.\n- Ingrid reports to Tessa.\n- Fernhill Foods is headquartered in Turku.\n- Jonas reports to Sanne.\n- Ingrid works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Tessa reports to Anders.\n- Anders reports to Felix.\n- Lucia reports to Wren.\n- Felix reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13598", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1982.\n- Atlas Freight was founded in 1991.\n- Summit Energy was founded in 1999.\n- Ravi reports to Deshawn.\n- Summit Energy is headquartered in Tampere.\n- Deshawn reports to Dmitri.\n- Tessa reports to Hana.\n- Zoya works for Atlas Freight.\n- Amara reports to Ravi.\n- Cedar Retail Group was founded in 2000.\n- Hana reports to Felix.\n- Felix reports to Zoya.\n- Tessa works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight is headquartered in Bergen.\n- Amara works for Atlas Freight.\n- Hana works for Cobalt Health.\n- Dmitri reports to Tessa.\n- Deshawn works for Atlas Freight.\n- Felix works for Summit Energy.\n- Cobalt Health is headquartered in Malmo.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13600", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1999.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance was founded in 1980.\n- Kenji works for Meridian Bank.\n- Mateo works for Cedar Retail Group.\n- Pablo reports to Mateo.\n- Pablo works for Crescent Telecom.\n- Wren reports to Bruno.\n- Wren works for Cedar Retail Group.\n- Zoya reports to Wren.\n- Bruno reports to Pablo.\n- Kenji reports to Priya.\n- Cedar Retail Group was founded in 1992.\n- Priya reports to Zoya.\n- Priya works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Bruno works for Crescent Telecom.\n- Jonas reports to Kenji.\n- Crescent Telecom was founded in 2013.\n- Cedar Retail Group is headquartered in Tampere.\n- Meridian Bank is headquartered in Tallinn.\n- Jonas works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Atlas Freight was founded in 2013.\n- Ingrid works for Summit Energy.\n- Leila works for Lattice Analytics.\n- Leila reports to Elena.\n- Mateo reports to Priya.\n- Priya reports to Leila.\n- Fernhill Foods was founded in 2015.\n- Elena reports to Omar.\n- Summit Energy was founded in 2002.\n- Nadia reports to Mateo.\n- Omar reports to Tessa.\n- Lattice Analytics is headquartered in Brno.\n- Ingrid reports to Nadia.\n- Mateo works for Atlas Freight.\n- Summit Energy is headquartered in Ghent.\n- Tessa works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Elena works for Atlas Freight.\n- Lattice Analytics was founded in 1991.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13603", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Bluepine Aviation.\n- Stefan reports to Lucia.\n- Pinnacle Software was founded in 1977.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 2007.\n- Bluepine Aviation was founded in 2006.\n- Cobalt Health is headquartered in Basel.\n- Stefan works for Pinnacle Software.\n- Viktor reports to Dmitri.\n- Hana works for Cobalt Health.\n- Hana reports to Nadia.\n- Bluepine Aviation is headquartered in Porto.\n- Wren reports to Viktor.\n- Nadia works for Atlas Freight.\n- Nadia reports to Stefan.\n- Dmitri reports to Callum.\n- Callum reports to Hana.\n- Pinnacle Software is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Lucia works for Pinnacle Software.\n- Callum works for Atlas Freight.\n- Cobalt Health was founded in 1990.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13605", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13606", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9122: employee Nadia S., hired 29 March 2023, separated 12 May 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-9122 under the controlling rules.", "criteria": {"0": "$9,188", "1": "$9,100", "2": "$9,600", "3": "$39,433"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13607", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mei.\n- Pablo works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Brno.\n- Pinnacle Software is headquartered in Austin.\n- Bruno works for Fernhill Foods.\n- Pinnacle Software was founded in 2003.\n- Chiara works for Lattice Analytics.\n- Mateo works for Pinnacle Software.\n- Pablo reports to Mateo.\n- Mei reports to Felix.\n- Fernhill Foods was founded in 1981.\n- Sofia works for Cedar Retail Group.\n- Elena works for Lattice Analytics.\n- Felix works for Cedar Retail Group.\n- Chiara reports to Pablo.\n- Sofia reports to Bruno.\n- Cedar Retail Group is headquartered in Ghent.\n- Felix reports to Mara.\n- Mei works for Lattice Analytics.\n- Cedar Retail Group was founded in 1997.\n- Mara works for Pinnacle Software.\n- Mateo reports to Elena.\n- Hana works for Lattice Analytics.\n- Elena reports to Sofia.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 2001.\n- Mara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Priya reports to Amara.\n- Anders works for Fernhill Foods.\n- Amara works for Pinnacle Software.\n- Stefan reports to Priya.\n- Ingrid reports to Jonas.\n- Zoya reports to Stefan.\n- Helios Logistics was founded in 1983.\n- Pinnacle Software is headquartered in Valencia.\n- Zoya works for Helios Logistics.\n- Jonas reports to Dmitri.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1981.\n- Dmitri works for Pinnacle Software.\n- Jonas works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Ghent.\n- Amara reports to Anders.\n- Dmitri reports to Zoya.\n- Helios Logistics is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1983.\n- Pinnacle Software was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13610", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Beacon Insurance was founded in 2000.\n- Bruno reports to Priya.\n- Crescent Telecom is headquartered in Oslo.\n- Priya reports to Aisha.\n- Cobalt Health was founded in 1976.\n- Felix reports to Nadia.\n- Lucia reports to Stefan.\n- Crescent Telecom was founded in 2003.\n- Summit Energy was founded in 2013.\n- Cobalt Health is headquartered in Cork.\n- Felix works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Yuki reports to Lucia.\n- Yuki works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Deshawn reports to Zoya.\n- Zoya works for Summit Energy.\n- Zoya reports to Bruno.\n- Stefan works for Summit Energy.\n- Stefan reports to Felix.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha works for Cobalt Health.\n- Aisha reports to Yuki.\n- Summit Energy is headquartered in Cork.\n- Deshawn works for Cobalt Health.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13611", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1653: employee Tobias S., hired 22 January 2024, separated 05 October 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-1653 under the controlling rules.", "criteria": {"0": "$22,750", "1": "$5,250", "2": "$5,312", "3": "$7,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13612", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Deshawn.\n- Elena reports to Tobias.\n- Elena works for Fernhill Foods.\n- Atlas Freight was founded in 2013.\n- Tobias works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Anders works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Ingrid reports to Lucia.\n- Cedar Retail Group was founded in 2008.\n- Fernhill Foods is headquartered in Basel.\n- Anders reports to Aisha.\n- Kenji works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Aisha works for Atlas Freight.\n- Lucia reports to Mateo.\n- Fernhill Foods was founded in 1995.\n- Chiara reports to Nadia.\n- Mateo works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Nagoya.\n- Chiara works for Fernhill Foods.\n- Deshawn works for Cedar Retail Group.\n- Yuki reports to Anders.\n- Nadia reports to Ingrid.\n- Aisha reports to Kenji.\n- Deshawn reports to Yuki.\n- Northwind Systems was founded in 2000.\n- Ingrid works for Atlas Freight.\n- Kenji reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13614", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Wren reports to Hana.\n- Emeka works for Summit Energy.\n- Sofia reports to Aisha.\n- Northwind Systems was founded in 1999.\n- Northwind Systems is headquartered in Lyon.\n- Mei works for Northwind Systems.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2002.\n- Tobias works for Summit Energy.\n- Tessa reports to Jonas.\n- Summit Energy was founded in 2015.\n- Stefan reports to Sofia.\n- Tobias reports to Wren.\n- Mei reports to Pablo.\n- Pablo works for Northwind Systems.\n- Hana reports to Emeka.\n- Kenji works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Emeka reports to Mei.\n- Tessa works for Northwind Systems.\n- Hana works for Pinnacle Software.\n- Summit Energy is headquartered in Lyon.\n- Pinnacle Software was founded in 2010.\n- Sofia works for Cedar Retail Group.\n- Jonas reports to Kenji.\n- Cedar Retail Group is headquartered in Cork.\n- Jonas works for Cedar Retail Group.\n- Kenji reports to Stefan.\n- Pablo reports to Tessa.\n- Pinnacle Software is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13616", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13617", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13618", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13619", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9291: employee Aisha R., hired 26 October 2020, separated 02 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9291?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13620", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8850: employee Dmitri A., hired 06 March 2023, separated 11 January 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-8850 under the controlling rules.", "criteria": {"0": "$8,731", "1": "$9,231", "2": "$40,000", "3": "$6,692"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13621", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 55050 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "change_address", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13622", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 2, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1813: employee Felix B., hired 12 December 2021, separated 09 January 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1813?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13623", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 69779\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13624", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13625", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13626", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7639: employee Mara M., hired 16 January 2022, separated 08 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7639?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13627", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4854: employee Wren S., hired 15 October 2022, separated 18 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4854?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13628", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13629", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13630", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13631", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6441: employee Amara K., hired 27 May 2020, separated 27 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6441?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13632", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1466: employee Aisha R., hired 23 July 2020, separated 06 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1466?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1466 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13633", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13634", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 2003.\n- Ravi reports to Deshawn.\n- Atlas Freight was founded in 1990.\n- Beacon Insurance is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Lyon.\n- Mara reports to Chiara.\n- Callum works for Beacon Insurance.\n- Felix reports to Hana.\n- Deshawn works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Callum reports to Ravi.\n- Summit Energy is headquartered in Tallinn.\n- Mara works for Cedar Retail Group.\n- Aisha reports to Felix.\n- Wren reports to Aisha.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Lucia reports to Dmitri.\n- Wren works for Cedar Retail Group.\n- Atlas Freight is headquartered in Basel.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Aisha works for Beacon Insurance.\n- Deshawn reports to Tessa.\n- Hana works for Cedar Retail Group.\n- Tessa reports to Lucia.\n- Dmitri reports to Wren.\n- Chiara reports to Callum.\n- Lucia works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2012", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13635", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13636", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "check_logs", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13637", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2934: employee Viktor B., hired 05 April 2021, separated 10 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2934?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13638", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 19077\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "request_refund", "4": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Kenji reports to Tobias.\n- Aisha works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Beacon Insurance was founded in 2007.\n- Kenji works for Pinnacle Software.\n- Aisha reports to Felix.\n- Mei reports to Amara.\n- Crescent Telecom was founded in 1991.\n- Amara reports to Aisha.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1976.\n- Dmitri works for Vantage Air.\n- Felix reports to Dmitri.\n- Wren reports to Mei.\n- Crescent Telecom is headquartered in Lyon.\n- Dmitri reports to Kenji.\n- Pinnacle Software was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13640", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13641", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2857: employee Mateo B., hired 17 November 2020, separated 27 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2857?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Yuki works for Bluepine Aviation.\n- Mara reports to Stefan.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Mateo reports to Kenji.\n- Stefan works for Bluepine Aviation.\n- Kenji reports to Bruno.\n- Mei reports to Mara.\n- Bluepine Aviation is headquartered in Lyon.\n- Mara works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Meridian Bank was founded in 2012.\n- Helios Logistics was founded in 1978.\n- Bruno works for Bluepine Aviation.\n- Lucia works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Deshawn reports to Lucia.\n- Fernhill Foods was founded in 1988.\n- Viktor reports to Yuki.\n- Yuki reports to Mateo.\n- Bluepine Aviation was founded in 1996.\n- Fernhill Foods is headquartered in Malmo.\n- Stefan reports to Deshawn.\n- Meridian Bank is headquartered in Malmo.\n- Mateo works for Helios Logistics.\n- Lucia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13643", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13644", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8474: employee Dmitri R., hired 13 April 2021, separated 01 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8474?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13645", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1001: employee Mara M., hired 15 April 2020, separated 17 October 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-1001 under the controlling rules.", "criteria": {"0": "$51,567", "1": "$12,900", "2": "$11,812", "3": "$11,900"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2009.\n- Pinnacle Software is headquartered in Nagoya.\n- Anders works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1992.\n- Deshawn reports to Dmitri.\n- Kenji works for Lattice Analytics.\n- Hana reports to Callum.\n- Aisha reports to Deshawn.\n- Dmitri works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Anders reports to Kenji.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Malmo.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Dmitri reports to Sanne.\n- Deshawn works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Callum reports to Aisha.\n- Sanne reports to Anders.\n- Lattice Analytics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1988.\n- Pinnacle Software is headquartered in Ghent.\n- Northwind Systems was founded in 1978.\n- Cedar Retail Group was founded in 2001.\n- Pinnacle Software was founded in 1975.\n- Elena works for Vantage Air.\n- Emeka works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Dmitri works for Vantage Air.\n- Jonas reports to Dmitri.\n- Dmitri reports to Elena.\n- Kenji works for Northwind Systems.\n- Vantage Air is headquartered in Ghent.\n- Northwind Systems is headquartered in Ghent.\n- Viktor works for Vantage Air.\n- Kenji reports to Emeka.\n- Pablo reports to Viktor.\n- Omar works for Pinnacle Software.\n- Viktor reports to Jonas.\n- Emeka reports to Pablo.\n- Omar reports to Kenji.\n- Pablo works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13648", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge", "4": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13649", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13650", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13651", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Sofia works for Pinnacle Software.\n- Viktor reports to Aisha.\n- Tobias works for Beacon Insurance.\n- Pinnacle Software is headquartered in Austin.\n- Hana works for Cedar Retail Group.\n- Tobias reports to Amara.\n- Amara works for Summit Energy.\n- Leila works for Pinnacle Software.\n- Emeka reports to Felix.\n- Mei works for Pinnacle Software.\n- Leila reports to Hana.\n- Felix works for Summit Energy.\n- Beacon Insurance was founded in 2004.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia works for Cedar Retail Group.\n- Aisha reports to Nadia.\n- Felix reports to Ingrid.\n- Emeka works for Summit Energy.\n- Beacon Insurance is headquartered in Nagoya.\n- Summit Energy is headquartered in Valencia.\n- Cedar Retail Group was founded in 1999.\n- Ingrid reports to Tobias.\n- Sofia reports to Viktor.\n- Ingrid works for Summit Energy.\n- Nadia reports to Emeka.\n- Mei reports to Leila.\n- Summit Energy was founded in 1989.\n- Viktor works for Beacon Insurance.\n- Pinnacle Software was founded in 1995.\n- Amara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Anders.\n- Jonas works for Ironwood Manufacturing.\n- Priya reports to Mateo.\n- Omar reports to Leila.\n- Anders works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2000.\n- Mateo works for Crescent Telecom.\n- Wren works for Cobalt Health.\n- Mateo reports to Aisha.\n- Cobalt Health is headquartered in Dunedin.\n- Wren reports to Jonas.\n- Priya works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Nadia reports to Omar.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1998.\n- Aisha reports to Nadia.\n- Crescent Telecom was founded in 1986.\n- Mei works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Northwind Systems was founded in 1995.\n- Jonas reports to Amara.\n- Aisha works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Callum reports to Mei.\n- Leila reports to Wren.\n- Leila works for Crescent Telecom.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Beacon Insurance is headquartered in Oslo.\n- Priya works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Mei reports to Lucia.\n- Callum reports to Felix.\n- Leila reports to Omar.\n- Bluepine Aviation was founded in 1977.\n- Jonas reports to Mei.\n- Summit Energy was founded in 2013.\n- Vantage Air was founded in 1984.\n- Hana reports to Priya.\n- Omar works for Vantage Air.\n- Aisha reports to Amara.\n- Amara works for Bluepine Aviation.\n- Lucia reports to Callum.\n- Aisha works for Vantage Air.\n- Ravi reports to Leila.\n- Priya reports to Jonas.\n- Felix works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Beacon Insurance was founded in 1985.\n- Hana works for Bluepine Aviation.\n- Vantage Air is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Bluepine Aviation is headquartered in Leeds.\n- Leila works for Vantage Air.\n- Ravi works for Summit Energy.\n- Amara reports to Hana.\n- Felix reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2002.\n- Mei works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Nagoya.\n- Wren reports to Leila.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1989.\n- Elena works for Ironwood Manufacturing.\n- Hana reports to Yuki.\n- Aisha works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Anders reports to Viktor.\n- Zoya reports to Hana.\n- Elena reports to Anders.\n- Ironwood Manufacturing was founded in 2015.\n- Yuki reports to Chiara.\n- Chiara reports to Aisha.\n- Wren works for Meridian Bank.\n- Priya works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Priya reports to Wren.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Aisha reports to Mei.\n- Fernhill Foods was founded in 1985.\n- Hana works for Meridian Bank.\n- Fernhill Foods is headquartered in Austin.\n- Chiara works for Ironwood Manufacturing.\n- Leila reports to Elena.\n- Mei reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13656", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-8 (VERSION 6, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9592: employee Leila R., hired 18 January 2022, separated 20 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9592?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13657", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Hana reports to Ingrid.\n- Hana works for Vantage Air.\n- Jonas works for Vantage Air.\n- Ingrid works for Cedar Retail Group.\n- Lucia reports to Mateo.\n- Nadia works for Vantage Air.\n- Bruno works for Beacon Insurance.\n- Callum reports to Bruno.\n- Beacon Insurance was founded in 2008.\n- Cedar Retail Group is headquartered in Lyon.\n- Pablo reports to Callum.\n- Vantage Air is headquartered in Lyon.\n- Ingrid reports to Jonas.\n- Mara works for Vantage Air.\n- Cedar Retail Group was founded in 1976.\n- Ravi reports to Pablo.\n- Vantage Air was founded in 1999.\n- Leila works for Cedar Retail Group.\n- Mateo reports to Nadia.\n- Leila reports to Ravi.\n- Lucia works for Beacon Insurance.\n- Mara reports to Hana.\n- Beacon Insurance is headquartered in Bergen.\n- Pablo works for Vantage Air.\n- Ravi works for Beacon Insurance.\n- Bruno reports to Mara.\n- Callum works for Beacon Insurance.\n- Mateo works for Cedar Retail Group.\n- Meridian Bank was founded in 1996.\n- Meridian Bank is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13659", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Zoya works for Meridian Bank.\n- Sanne reports to Sofia.\n- Beacon Insurance was founded in 1990.\n- Anders works for Beacon Insurance.\n- Sofia reports to Hana.\n- Priya works for Meridian Bank.\n- Deshawn reports to Dmitri.\n- Sofia works for Meridian Bank.\n- Anders reports to Zoya.\n- Dmitri reports to Anders.\n- Meridian Bank is headquartered in Ghent.\n- Beacon Insurance is headquartered in Ghent.\n- Hana works for Atlas Freight.\n- Stefan works for Lattice Analytics.\n- Meridian Bank was founded in 1999.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics is headquartered in Austin.\n- Aisha works for Meridian Bank.\n- Zoya reports to Priya.\n- Lattice Analytics was founded in 1983.\n- Atlas Freight was founded in 1979.\n- Hana reports to Aisha.\n- Priya reports to Sanne.\n- Deshawn works for Lattice Analytics.\n- Aisha reports to Stefan.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13661", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13662", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13663", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5431: employee Ingrid R., hired 11 January 2024, separated 06 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5431?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13664", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 80043, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13665", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1076: employee Nadia K., hired 14 May 2023, separated 11 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1076?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Amara.\n- Ravi reports to Elena.\n- Zoya reports to Tessa.\n- Amara works for Lattice Analytics.\n- Crescent Telecom was founded in 1990.\n- Wren works for Cobalt Health.\n- Atlas Freight was founded in 1990.\n- Ravi works for Atlas Freight.\n- Mara works for Crescent Telecom.\n- Lucia works for Cobalt Health.\n- Lucia reports to Hana.\n- Elena reports to Wren.\n- Lattice Analytics was founded in 1988.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Amara reports to Ravi.\n- Crescent Telecom is headquartered in Ghent.\n- Lattice Analytics is headquartered in Adelaide.\n- Omar works for Atlas Freight.\n- Omar reports to Mara.\n- Hana works for Atlas Freight.\n- Tessa works for Crescent Telecom.\n- Cobalt Health is headquartered in Adelaide.\n- Wren reports to Omar.\n- Elena works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Mara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13667", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 June 2023): For employees hired on or after 29 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4036: employee Mateo S., hired 06 November 2020, separated 20 January 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4036?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mara.\n- Felix works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara reports to Tessa.\n- Leila works for Cedar Retail Group.\n- Lattice Analytics was founded in 1999.\n- Tessa works for Ironwood Manufacturing.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Mei works for Lattice Analytics.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Bergen.\n- Leila reports to Bruno.\n- Cedar Retail Group was founded in 2014.\n- Viktor reports to Yuki.\n- Yuki reports to Mei.\n- Deshawn works for Crescent Telecom.\n- Felix reports to Deshawn.\n- Bruno reports to Sofia.\n- Bruno works for Lattice Analytics.\n- Tessa reports to Viktor.\n- Mara works for Lattice Analytics.\n- Crescent Telecom was founded in 2010.\n- Mei reports to Felix.\n- Ironwood Manufacturing was founded in 1995.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13669", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13670", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5397: employee Hana S., hired 14 February 2024, separated 18 August 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5397?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13671", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 August 2025): For employees hired on or after 09 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1663: employee Dmitri R., hired 05 November 2022, separated 07 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1663?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13672", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13673", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2003.\n- Anders reports to Felix.\n- Felix reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics was founded in 1983.\n- Kenji reports to Hana.\n- Felix works for Crescent Telecom.\n- Dmitri reports to Leila.\n- Dmitri works for Crescent Telecom.\n- Pablo reports to Lucia.\n- Leila reports to Kenji.\n- Tessa reports to Anders.\n- Lucia works for Bluepine Aviation.\n- Hana works for Beacon Insurance.\n- Bluepine Aviation was founded in 1988.\n- Crescent Telecom is headquartered in Oslo.\n- Zoya works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Tallinn.\n- Kenji works for Bluepine Aviation.\n- Anders works for Crescent Telecom.\n- Zoya reports to Tessa.\n- Hana reports to Zoya.\n- Bluepine Aviation is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Tessa works for Lattice Analytics.\n- Crescent Telecom was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13675", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Viktor.\n- Jonas works for Northwind Systems.\n- Mateo reports to Elena.\n- Tessa works for Crescent Telecom.\n- Viktor works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Atlas Freight was founded in 1988.\n- Leila reports to Zoya.\n- Jonas reports to Tessa.\n- Tessa reports to Bruno.\n- Zoya works for Atlas Freight.\n- Fernhill Foods was founded in 2009.\n- Atlas Freight is headquartered in Halifax.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Ingrid.\n- Viktor reports to Mateo.\n- Elena works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Tobias reports to Leila.\n- Tobias works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Northwind Systems was founded in 1995.\n- Crescent Telecom is headquartered in Malmo.\n- Elena reports to Tobias.\n- Northwind Systems is headquartered in Brno.\n- Crescent Telecom was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13677", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7264: employee Mara R., hired 18 February 2022, separated 14 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7264?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13678", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13679", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 72747 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13680", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13681", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13682", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3099: employee Mateo B., hired 19 December 2021, separated 22 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-3099 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$11,385", "2": "$45,000", "3": "$7,010"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13683", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13684", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2643: employee Emeka M., hired 22 July 2023, separated 01 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2643?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13685", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13686", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13687", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13688", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3862: employee Bruno S., hired 03 April 2021, separated 23 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3862?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13689", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 53434 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13690", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 42806\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "request_refund", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13691", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13692", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13693", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5236: employee Bruno A., hired 22 September 2020, separated 15 May 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5236?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13694", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 24714\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "track_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Jonas.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Aisha works for Vantage Air.\n- Sofia works for Cedar Retail Group.\n- Nadia reports to Sofia.\n- Mei reports to Mateo.\n- Cedar Retail Group was founded in 2005.\n- Nadia works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Cobalt Health is headquartered in Adelaide.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 2006.\n- Vantage Air is headquartered in Adelaide.\n- Stefan works for Vantage Air.\n- Omar works for Cobalt Health.\n- Sofia reports to Callum.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 2003.\n- Jonas reports to Omar.\n- Callum reports to Mei.\n- Stefan reports to Tessa.\n- Cobalt Health was founded in 2007.\n- Omar reports to Stefan.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mateo works for Cobalt Health.\n- Aisha reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2002", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13696", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1905: employee Nadia B., hired 06 December 2020, separated 13 February 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1905?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Zoya.\n- Helios Logistics is headquartered in Austin.\n- Jonas works for Helios Logistics.\n- Meridian Bank is headquartered in Halifax.\n- Tobias works for Helios Logistics.\n- Helios Logistics was founded in 2015.\n- Lattice Analytics is headquartered in Halifax.\n- Pinnacle Software is headquartered in Austin.\n- Jonas reports to Priya.\n- Priya works for Helios Logistics.\n- Kenji reports to Dmitri.\n- Zoya reports to Kenji.\n- Stefan works for Meridian Bank.\n- Chiara reports to Jonas.\n- Elena works for Helios Logistics.\n- Pinnacle Software was founded in 1987.\n- Leila works for Pinnacle Software.\n- Leila reports to Stefan.\n- Zoya works for Lattice Analytics.\n- Hana reports to Tobias.\n- Sofia reports to Elena.\n- Elena reports to Chiara.\n- Sofia works for Pinnacle Software.\n- Chiara works for Helios Logistics.\n- Dmitri reports to Hana.\n- Kenji works for Helios Logistics.\n- Meridian Bank was founded in 1975.\n- Lattice Analytics was founded in 1988.\n- Dmitri works for Meridian Bank.\n- Tobias reports to Sofia.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13698", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2351: employee Viktor B., hired 19 March 2023, separated 08 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2351?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13699", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 34157 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13700", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13701", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Beacon Insurance was founded in 1984.\n- Tessa reports to Wren.\n- Wren works for Lattice Analytics.\n- Northwind Systems is headquartered in Austin.\n- Lattice Analytics was founded in 1983.\n- Jonas works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Tobias reports to Jonas.\n- Jonas reports to Leila.\n- Leila reports to Elena.\n- Anders reports to Mara.\n- Callum reports to Tobias.\n- Hana works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2012.\n- Viktor reports to Callum.\n- Elena reports to Tessa.\n- Leila works for Beacon Insurance.\n- Mara works for Lattice Analytics.\n- Elena works for Northwind Systems.\n- Mara reports to Kenji.\n- Beacon Insurance is headquartered in Austin.\n- Kenji works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Wren reports to Anders.\n- Anders works for Beacon Insurance.\n- Tobias works for Ironwood Manufacturing.\n- Hana reports to Viktor.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1981", "2": "1978", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13703", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13704", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 June 2023): For employees hired on or after 29 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7641: employee Tessa K., hired 16 November 2020, separated 19 August 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7641?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13705", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks for account balance", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13706", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Sofia works for Summit Energy.\n- Cedar Retail Group was founded in 2007.\n- Nadia works for Cedar Retail Group.\n- Aisha works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.\n- Wren reports to Bruno.\n- Mei works for Cedar Retail Group.\n- Bruno reports to Mei.\n- Nadia reports to Sofia.\n- Crescent Telecom was founded in 2015.\n- Crescent Telecom is headquartered in Adelaide.\n- Chiara reports to Anders.\n- Wren works for Cedar Retail Group.\n- Amara reports to Wren.\n- Amara works for Lattice Analytics.\n- Tessa works for Cedar Retail Group.\n- Aisha reports to Chiara.\n- Cedar Retail Group is headquartered in Adelaide.\n- Anders works for Summit Energy.\n- Bruno works for Cedar Retail Group.\n- Chiara works for Crescent Telecom.\n- Sofia reports to Felix.\n- Tessa reports to Aisha.\n- Mei reports to Tessa.\n- Anders reports to Nadia.\n- Summit Energy was founded in 2014.\n- Ravi reports to Amara.\n- Summit Energy is headquartered in Leeds.\n- Lattice Analytics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13708", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5200: employee Wren T., hired 07 March 2024, separated 24 August 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-5200 under the controlling rules.", "criteria": {"0": "$4,400", "1": "$3,400", "2": "$19,067", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Yuki reports to Callum.\n- Fernhill Foods is headquartered in Cork.\n- Tessa reports to Deshawn.\n- Bruno works for Vantage Air.\n- Deshawn reports to Tobias.\n- Yuki works for Vantage Air.\n- Jonas reports to Amara.\n- Tobias reports to Jonas.\n- Deshawn works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Stefan reports to Yuki.\n- Fernhill Foods was founded in 1984.\n- Pinnacle Software was founded in 1983.\n- Pinnacle Software is headquartered in Cork.\n- Ingrid works for Beacon Insurance.\n- Amara reports to Nadia.\n- Nadia works for Vantage Air.\n- Beacon Insurance is headquartered in Malmo.\n- Vantage Air is headquartered in Tallinn.\n- Mateo reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Bruno reports to Mateo.\n- Beacon Insurance was founded in 2013.\n- Tobias works for Fernhill Foods.\n- Ingrid reports to Bruno.\n- Nadia reports to Stefan.\n- Jonas works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Vantage Air was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13710", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1319: employee Yuki S., hired 02 December 2020, separated 11 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1319?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13711", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13712", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13713", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2927: employee Sofia R., hired 03 October 2020, separated 24 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2927?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Lattice Analytics was founded in 2011.\n- Cobalt Health is headquartered in Nagoya.\n- Priya works for Lattice Analytics.\n- Helios Logistics was founded in 1979.\n- Zoya reports to Yuki.\n- Stefan reports to Elena.\n- Helios Logistics is headquartered in Nagoya.\n- Vantage Air is headquartered in Lyon.\n- Nadia reports to Leila.\n- Nadia works for Vantage Air.\n- Anders works for Helios Logistics.\n- Chiara reports to Zoya.\n- Yuki reports to Lucia.\n- Lucia works for Helios Logistics.\n- Aisha reports to Deshawn.\n- Stefan works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Priya reports to Nadia.\n- Leila reports to Aisha.\n- Anders reports to Priya.\n- Yuki works for Lattice Analytics.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 2004.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Aisha works for Vantage Air.\n- Elena reports to Chiara.\n- Elena works for Vantage Air.\n- Lucia reports to Anders.\n- Vantage Air was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13715", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Ghent.\n- Sofia works for Summit Energy.\n- Dmitri works for Beacon Insurance.\n- Sofia reports to Mei.\n- Summit Energy is headquartered in Nagoya.\n- Omar reports to Dmitri.\n- Fernhill Foods was founded in 1983.\n- Mei works for Northwind Systems.\n- Felix reports to Stefan.\n- Northwind Systems was founded in 1993.\n- Stefan works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Dmitri reports to Tessa.\n- Summit Energy was founded in 2004.\n- Jonas works for Summit Energy.\n- Beacon Insurance was founded in 2008.\n- Felix works for Fernhill Foods.\n- Tessa reports to Felix.\n- Northwind Systems is headquartered in Tampere.\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Fernhill Foods.\n- Stefan reports to Sofia.\n- Mei reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13717", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Lyon.\n- Emeka reports to Hana.\n- Emeka works for Cobalt Health.\n- Tessa reports to Bruno.\n- Ingrid reports to Omar.\n- Hana works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Ingrid works for Fernhill Foods.\n- Mei works for Cobalt Health.\n- Sanne reports to Emeka.\n- Mei reports to Callum.\n- Hana reports to Nadia.\n- Bruno works for Fernhill Foods.\n- Beacon Insurance is headquartered in Nagoya.\n- Fernhill Foods was founded in 1996.\n- Tessa works for Beacon Insurance.\n- Bruno reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Callum works for Cobalt Health.\n- Nadia reports to Ingrid.\n- Bluepine Aviation was founded in 1975.\n- Cobalt Health was founded in 2008.\n- Bluepine Aviation is headquartered in Lyon.\n- Cobalt Health is headquartered in Leeds.\n- Omar works for Fernhill Foods.\n- Callum reports to Tessa.\n- Beacon Insurance was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13719", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 September 2025): For employees hired on or after 18 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4470: employee Felix M., hired 27 July 2023, separated 07 January 2027 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-4470 under the controlling rules.", "criteria": {"0": "$7,846", "1": "$9,231", "2": "$8,731", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13720", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13721", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 68299 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13722", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 41200 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13723", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8203: employee Zoya S., hired 03 February 2022, separated 13 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8203?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13724", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13725", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Yuki.\n- Stefan works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Cobalt Health was founded in 1997.\n- Mara works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Lattice Analytics was founded in 2003.\n- Chiara reports to Mara.\n- Northwind Systems was founded in 2012.\n- Northwind Systems is headquartered in Nagoya.\n- Tobias reports to Priya.\n- Mara reports to Stefan.\n- Yuki reports to Chiara.\n- Omar reports to Mateo.\n- Stefan reports to Tobias.\n- Mateo works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Omar works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Yuki works for Meridian Bank.\n- Lattice Analytics is headquartered in Adelaide.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13727", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Bruno.\n- Sanne works for Cedar Retail Group.\n- Ingrid reports to Yuki.\n- Stefan reports to Amara.\n- Cobalt Health was founded in 1977.\n- Yuki works for Cedar Retail Group.\n- Stefan works for Bluepine Aviation.\n- Ravi reports to Mei.\n- Jonas reports to Stefan.\n- Ingrid works for Cedar Retail Group.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Austin.\n- Zoya works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1995.\n- Cedar Retail Group was founded in 1992.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Cobalt Health.\n- Yuki reports to Anders.\n- Tobias reports to Zoya.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Anders reports to Ravi.\n- Anders works for Ironwood Manufacturing.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Tobias.\n- Amara reports to Ingrid.\n- Mei reports to Sanne.\n- Bluepine Aviation is headquartered in Ghent.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13729", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5666: employee Mei S., hired 01 November 2020, separated 05 March 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-5666 under the controlling rules.", "criteria": {"0": "$24,808", "1": "$23,923", "2": "$108,000", "3": "$24,923"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13730", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1429: employee Tessa K., hired 27 December 2021, separated 20 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1429?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13731", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6349: employee Emeka R., hired 05 June 2024, separated 12 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6349?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13732", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13733", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1611: employee Jonas A., hired 29 March 2022, separated 07 September 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-1611 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$4,250", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13734", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Halifax.\n- Atlas Freight is headquartered in Bergen.\n- Beacon Insurance is headquartered in Halifax.\n- Lucia reports to Dmitri.\n- Wren reports to Lucia.\n- Ironwood Manufacturing was founded in 1981.\n- Beacon Insurance was founded in 1977.\n- Wren works for Beacon Insurance.\n- Felix works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1997.\n- Lucia works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Priya reports to Felix.\n- Priya works for Beacon Insurance.\n- Helios Logistics was founded in 2014.\n- Nadia reports to Jonas.\n- Hana works for Beacon Insurance.\n- Jonas works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.\n- Jonas reports to Priya.\n- Ingrid reports to Yuki.\n- Mateo reports to Hana.\n- Dmitri reports to Callum.\n- Callum reports to Mateo.\n- Callum works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Felix reports to Ingrid.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13736", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13737", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13738", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13739", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7189: employee Kenji B., hired 21 August 2023, separated 25 April 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7189?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13740", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7167: employee Emeka K., hired 22 October 2021, separated 29 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7167?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1991.\n- Tobias reports to Leila.\n- Lattice Analytics was founded in 1982.\n- Cedar Retail Group is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Tallinn.\n- Omar reports to Hana.\n- Wren reports to Mei.\n- Stefan reports to Wren.\n- Leila works for Atlas Freight.\n- Hana reports to Zoya.\n- Vantage Air is headquartered in Tallinn.\n- Atlas Freight is headquartered in Dunedin.\n- Emeka works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Zoya works for Lattice Analytics.\n- Leila reports to Omar.\n- Atlas Freight was founded in 2011.\n- Wren works for Atlas Freight.\n- Nadia reports to Deshawn.\n- Zoya reports to Stefan.\n- Deshawn reports to Viktor.\n- Viktor reports to Emeka.\n- Hana works for Vantage Air.\n- Tobias works for Lattice Analytics.\n- Omar works for Vantage Air.\n- Nadia works for Vantage Air.\n- Mei reports to Nadia.\n- Stefan works for Lattice Analytics.\n- Vantage Air was founded in 2009.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13742", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13743", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5463: employee Lucia B., hired 26 November 2021, separated 24 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5463?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13744", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13745", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Sofia works for Atlas Freight.\n- Mateo works for Meridian Bank.\n- Lattice Analytics was founded in 1976.\n- Priya works for Meridian Bank.\n- Sanne works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Meridian Bank was founded in 1977.\n- Hana reports to Tobias.\n- Felix works for Lattice Analytics.\n- Sofia reports to Mateo.\n- Emeka reports to Priya.\n- Hana works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Emeka works for Lattice Analytics.\n- Beacon Insurance is headquartered in Porto.\n- Callum works for Lattice Analytics.\n- Meridian Bank is headquartered in Turku.\n- Mara works for Beacon Insurance.\n- Sanne reports to Mara.\n- Felix reports to Jonas.\n- Mateo reports to Tessa.\n- Jonas reports to Emeka.\n- Jonas works for Lattice Analytics.\n- Tessa reports to Hana.\n- Priya reports to Sofia.\n- Atlas Freight was founded in 1977.\n- Beacon Insurance was founded in 2007.\n- Lattice Analytics is headquartered in Turku.\n- Tobias works for Atlas Freight.\n- Mara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13747", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5453: employee Deshawn S., hired 17 November 2023, separated 13 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5453?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13748", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2623: employee Viktor S., hired 08 August 2023, separated 18 June 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-2623 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,000", "2": "$3,375", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13749", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Elena reports to Mara.\n- Pablo reports to Tessa.\n- Lucia works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Emeka works for Northwind Systems.\n- Lucia reports to Sofia.\n- Northwind Systems is headquartered in Porto.\n- Sofia reports to Leila.\n- Northwind Systems was founded in 1987.\n- Pablo works for Northwind Systems.\n- Ravi reports to Mei.\n- Cedar Retail Group was founded in 2000.\n- Mara reports to Lucia.\n- Elena works for Summit Energy.\n- Viktor works for Crescent Telecom.\n- Sofia works for Summit Energy.\n- Leila works for Summit Energy.\n- Leila reports to Viktor.\n- Mei works for Northwind Systems.\n- Yuki reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Emeka reports to Yuki.\n- Crescent Telecom was founded in 1977.\n- Mei reports to Pablo.\n- Cedar Retail Group is headquartered in Turku.\n- Viktor reports to Emeka.\n- Summit Energy is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Summit Energy was founded in 1996.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13751", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13752", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13753", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13754", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2989: employee Amara A., hired 05 March 2023, separated 23 November 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2989?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13755", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6868: employee Leila B., hired 10 June 2023, separated 30 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6868?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13756", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13757", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13758", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Tessa reports to Kenji.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods was founded in 1975.\n- Dmitri works for Fernhill Foods.\n- Wren reports to Dmitri.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Viktor reports to Anders.\n- Fernhill Foods is headquartered in Valencia.\n- Wren works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Kenji reports to Wren.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 2001.\n- Atlas Freight was founded in 1990.\n- Viktor works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Cobalt Health was founded in 2012.\n- Mei reports to Tessa.\n- Dmitri reports to Nadia.\n- Anders reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13760", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13761", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1931: employee Leila B., hired 19 February 2022, separated 11 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1931?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13762", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara works for Crescent Telecom.\n- Viktor reports to Mei.\n- Bruno reports to Chiara.\n- Mei reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Chiara reports to Omar.\n- Bluepine Aviation is headquartered in Malmo.\n- Amara works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Omar reports to Anders.\n- Crescent Telecom is headquartered in Lyon.\n- Amara reports to Lucia.\n- Omar works for Lattice Analytics.\n- Anders works for Cobalt Health.\n- Leila reports to Ingrid.\n- Bluepine Aviation was founded in 1980.\n- Lattice Analytics was founded in 1976.\n- Crescent Telecom was founded in 1987.\n- Viktor works for Crescent Telecom.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1993.\n- Lucia reports to Leila.\n- Lucia works for Crescent Telecom.\n- Ingrid reports to Viktor.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13764", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8773: employee Nadia M., hired 03 June 2023, separated 12 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-8773?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Aisha reports to Sofia.\n- Omar reports to Ravi.\n- Helios Logistics is headquartered in Tallinn.\n- Sofia reports to Leila.\n- Stefan reports to Yuki.\n- Deshawn reports to Omar.\n- Vantage Air is headquartered in Halifax.\n- Ravi reports to Aisha.\n- Yuki works for Beacon Insurance.\n- Northwind Systems was founded in 1997.\n- Anders reports to Elena.\n- Aisha works for Vantage Air.\n- Ravi works for Beacon Insurance.\n- Emeka works for Northwind Systems.\n- Stefan works for Beacon Insurance.\n- Northwind Systems is headquartered in Dunedin.\n- Yuki reports to Anders.\n- Nadia reports to Stefan.\n- Beacon Insurance is headquartered in Tallinn.\n- Nadia works for Helios Logistics.\n- Beacon Insurance was founded in 1994.\n- Leila works for Vantage Air.\n- Helios Logistics was founded in 2008.\n- Deshawn works for Helios Logistics.\n- Omar works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Leila reports to Emeka.\n- Elena reports to Deshawn.\n- Vantage Air was founded in 1977.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13766", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13767", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13768", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13769", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3059: employee Callum K., hired 22 March 2021, separated 28 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3059?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Callum works for Ironwood Manufacturing.\n- Amara reports to Elena.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Mei.\n- Sanne reports to Zoya.\n- Mei reports to Amara.\n- Omar reports to Sanne.\n- Omar works for Lattice Analytics.\n- Sanne works for Atlas Freight.\n- Mei works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.\n- Crescent Telecom is headquartered in Tampere.\n- Zoya reports to Callum.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2006.\n- Zoya works for Ironwood Manufacturing.\n- Callum reports to Emeka.\n- Amara works for Crescent Telecom.\n- Atlas Freight was founded in 2010.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Crescent Telecom was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13771", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Nadia reports to Hana.\n- Leila reports to Mateo.\n- Nadia works for Crescent Telecom.\n- Sofia reports to Mara.\n- Mei works for Ironwood Manufacturing.\n- Elena reports to Leila.\n- Cedar Retail Group was founded in 1980.\n- Crescent Telecom was founded in 1987.\n- Ironwood Manufacturing was founded in 2000.\n- Hana works for Cedar Retail Group.\n- Mei reports to Nadia.\n- Mara reports to Chiara.\n- Mara works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics was founded in 1997.\n- Lattice Analytics is headquartered in Dunedin.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Cork.\n- Mateo reports to Mei.\n- Leila works for Cedar Retail Group.\n- Hana reports to Sofia.\n- Mateo works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Priya reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2001.\n- Bluepine Aviation is headquartered in Nagoya.\n- Kenji works for Lattice Analytics.\n- Atlas Freight is headquartered in Nagoya.\n- Nadia works for Atlas Freight.\n- Deshawn reports to Sanne.\n- Bluepine Aviation was founded in 1984.\n- Deshawn works for Lattice Analytics.\n- Atlas Freight was founded in 1983.\n- Nadia reports to Mara.\n- Kenji reports to Nadia.\n- Mara reports to Deshawn.\n- Sanne reports to Hana.\n- Lucia works for Vantage Air.\n- Chiara reports to Lucia.\n- Vantage Air is headquartered in Leeds.\n- Mara works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Chiara works for Atlas Freight.\n- Lattice Analytics is headquartered in Valencia.\n- Lucia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Mei works for Lattice Analytics.\n- Callum works for Cedar Retail Group.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Wren works for Lattice Analytics.\n- Pinnacle Software was founded in 1987.\n- Cedar Retail Group is headquartered in Basel.\n- Pablo reports to Jonas.\n- Priya reports to Callum.\n- Mei reports to Tobias.\n- Helios Logistics was founded in 2006.\n- Callum reports to Mara.\n- Mara works for Lattice Analytics.\n- Cedar Retail Group was founded in 2004.\n- Priya works for Cedar Retail Group.\n- Jonas reports to Mei.\n- Lattice Analytics was founded in 2015.\n- Wren reports to Pablo.\n- Tobias works for Helios Logistics.\n- Mara reports to Wren.\n- Helios Logistics is headquartered in Tampere.\n- Pinnacle Software is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2012.\n- Pinnacle Software is headquartered in Dunedin.\n- Anders reports to Sanne.\n- Hana reports to Wren.\n- Callum works for Vantage Air.\n- Priya reports to Callum.\n- Anders works for Pinnacle Software.\n- Yuki reports to Bruno.\n- Sanne works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Wren works for Pinnacle Software.\n- Viktor works for Helios Logistics.\n- Vantage Air is headquartered in Oslo.\n- Helios Logistics is headquartered in Nagoya.\n- Yuki works for Ironwood Manufacturing.\n- Aisha works for Vantage Air.\n- Viktor reports to Emeka.\n- Vantage Air was founded in 2011.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Aisha reports to Yuki.\n- Sanne reports to Hana.\n- Emeka reports to Priya.\n- Pinnacle Software was founded in 1986.\n- Jonas reports to Aisha.\n- Ironwood Manufacturing was founded in 2005.\n- Bruno reports to Anders.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13776", "family": "intent_v3", "state": "Incoming support message:\n\"Order 19883 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "change_address", "3": "cancel_order", "4": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13777", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1773: employee Tessa S., hired 04 September 2023, separated 15 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1773?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Pablo.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Pablo reports to Stefan.\n- Anders works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Bluepine Aviation was founded in 2010.\n- Stefan works for Bluepine Aviation.\n- Nadia reports to Elena.\n- Yuki reports to Anders.\n- Callum works for Meridian Bank.\n- Helios Logistics is headquartered in Austin.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena reports to Priya.\n- Nadia works for Pinnacle Software.\n- Meridian Bank is headquartered in Halifax.\n- Yuki works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Priya reports to Yuki.\n- Helios Logistics was founded in 2000.\n- Pablo works for Bluepine Aviation.\n- Priya works for Meridian Bank.\n- Stefan reports to Wren.\n- Anders reports to Callum.\n- Elena works for Pinnacle Software.\n- Meridian Bank was founded in 1981.\n- Tobias reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1998.\n- Lattice Analytics is headquartered in Adelaide.\n- Cobalt Health is headquartered in Adelaide.\n- Summit Energy was founded in 1983.\n- Deshawn works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Ravi reports to Omar.\n- Tobias works for Pinnacle Software.\n- Omar works for Cobalt Health.\n- Dmitri reports to Ravi.\n- Yuki reports to Elena.\n- Yuki works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Tobias reports to Dmitri.\n- Deshawn reports to Ingrid.\n- Summit Energy is headquartered in Valencia.\n- Omar reports to Yuki.\n- Ingrid works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Lattice Analytics was founded in 1977.\n- Cobalt Health was founded in 1987.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13780", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7225: employee Anders K., hired 17 March 2022, separated 18 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7225?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Jonas.\n- Kenji reports to Chiara.\n- Omar reports to Kenji.\n- Chiara works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 2007.\n- Jonas reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Zoya reports to Mara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sofia reports to Zoya.\n- Mara reports to Priya.\n- Cedar Retail Group was founded in 1985.\n- Zoya works for Northwind Systems.\n- Priya reports to Viktor.\n- Ironwood Manufacturing was founded in 1979.\n- Kenji works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1990.\n- Jonas works for Cedar Retail Group.\n- Northwind Systems is headquartered in Oslo.\n- Wren reports to Omar.\n- Meridian Bank is headquartered in Oslo.\n- Priya works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13782", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13783", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13784", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7643: employee Chiara K., hired 11 January 2022, separated 21 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7643?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13785", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Elena reports to Omar.\n- Callum reports to Sanne.\n- Zoya works for Cobalt Health.\n- Ingrid reports to Amara.\n- Mei reports to Stefan.\n- Cobalt Health is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1997.\n- Sanne works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Anders reports to Mei.\n- Mateo reports to Callum.\n- Cobalt Health was founded in 1993.\n- Fernhill Foods was founded in 1979.\n- Omar reports to Emeka.\n- Omar works for Fernhill Foods.\n- Amara reports to Mateo.\n- Vantage Air was founded in 1997.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Ingrid works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Amara works for Cobalt Health.\n- Stefan works for Ironwood Manufacturing.\n- Sanne reports to Elena.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mateo works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13787", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13788", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3150: employee Sanne R., hired 26 March 2025, separated 26 October 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3150?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-13789", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Summit Energy is headquartered in Leeds.\n- Viktor works for Crescent Telecom.\n- Sanne works for Fernhill Foods.\n- Viktor reports to Deshawn.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2004.\n- Bruno reports to Tobias.\n- Crescent Telecom is headquartered in Adelaide.\n- Omar works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Sanne reports to Nadia.\n- Tobias reports to Viktor.\n- Deshawn works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Pablo reports to Sanne.\n- Omar reports to Amara.\n- Lucia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1989.\n- Nadia works for Cedar Retail Group.\n- Yuki works for Crescent Telecom.\n- Lucia reports to Bruno.\n- Nadia reports to Lucia.\n- Deshawn reports to Priya.\n- Tobias works for Crescent Telecom.\n- Yuki reports to Pablo.\n- Fernhill Foods was founded in 1980.\n- Summit Energy was founded in 1979.\n- Cedar Retail Group is headquartered in Ghent.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13791", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1150: employee Tobias S., hired 25 August 2021, separated 26 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1150?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13792", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7889: employee Zoya A., hired 06 October 2020, separated 29 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-7889?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Emeka.\n- Northwind Systems was founded in 2008.\n- Emeka reports to Jonas.\n- Viktor works for Pinnacle Software.\n- Mara reports to Elena.\n- Viktor reports to Amara.\n- Priya works for Pinnacle Software.\n- Callum reports to Omar.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Pinnacle Software was founded in 1980.\n- Elena reports to Callum.\n- Emeka works for Northwind Systems.\n- Amara works for Pinnacle Software.\n- Omar reports to Priya.\n- Deshawn reports to Mara.\n- Ingrid works for Northwind Systems.\n- Atlas Freight is headquartered in Adelaide.\n- Priya reports to Nadia.\n- Callum works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Nadia reports to Viktor.\n- Mara works for Pinnacle Software.\n- Fernhill Foods was founded in 1993.\n- Ingrid reports to Deshawn.\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight was founded in 2003.\n- Jonas works for Pinnacle Software.\n- Northwind Systems is headquartered in Adelaide.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13794", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4657: employee Ravi M., hired 31 March 2021, separated 12 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4657?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13795", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2809: employee Anders M., hired 18 November 2019, separated 26 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2809?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13796", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7522: employee Callum S., hired 27 November 2021, separated 03 May 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7522?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13797", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance was founded in 1990.\n- Dmitri works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Tobias reports to Sanne.\n- Pinnacle Software was founded in 1994.\n- Pinnacle Software is headquartered in Ghent.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1993.\n- Omar reports to Mara.\n- Cedar Retail Group was founded in 1981.\n- Aisha reports to Omar.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Malmo.\n- Amara reports to Mateo.\n- Omar works for Cedar Retail Group.\n- Sanne reports to Amara.\n- Dmitri reports to Aisha.\n- Mateo works for Fernhill Foods.\n- Mara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13799", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Hana.\n- Mei reports to Pablo.\n- Bruno reports to Amara.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods was founded in 1978.\n- Hana works for Crescent Telecom.\n- Hana reports to Kenji.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group was founded in 2013.\n- Wren reports to Mei.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cobalt Health is headquartered in Brno.\n- Wren works for Cobalt Health.\n- Mei works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Yuki works for Fernhill Foods.\n- Amara reports to Wren.\n- Yuki reports to Bruno.\n- Pablo works for Fernhill Foods.\n- Cobalt Health was founded in 1978.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1973", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13801", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8408: employee Hana K., hired 06 April 2022, separated 18 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8408?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13802", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5525: employee Omar T., hired 01 October 2022, separated 30 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-5525 under the controlling rules.", "criteria": {"0": "$76,500", "1": "$17,654", "2": "$15,654", "3": "$17,524"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13803", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8658: employee Aisha M., hired 01 April 2025, separated 02 August 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-8658 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,875", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8658 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1979.\n- Ravi works for Beacon Insurance.\n- Tessa reports to Jonas.\n- Emeka reports to Nadia.\n- Lucia works for Crescent Telecom.\n- Ingrid reports to Callum.\n- Callum reports to Lucia.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Jonas works for Summit Energy.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Turku.\n- Nadia reports to Ravi.\n- Summit Energy was founded in 1989.\n- Lucia reports to Tessa.\n- Ingrid works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Turku.\n- Nadia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1976.\n- Emeka works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Jonas reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1974", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13805", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3460: employee Felix M., hired 05 February 2023, separated 18 January 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3460?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13806", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Malmo.\n- Cobalt Health was founded in 2010.\n- Emeka reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Wren works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Lucia works for Ironwood Manufacturing.\n- Leila reports to Emeka.\n- Northwind Systems is headquartered in Malmo.\n- Mateo works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2013.\n- Chiara reports to Mateo.\n- Chiara works for Meridian Bank.\n- Wren reports to Lucia.\n- Dmitri reports to Yuki.\n- Ironwood Manufacturing is headquartered in Porto.\n- Meridian Bank was founded in 1996.\n- Northwind Systems was founded in 1984.\n- Yuki works for Northwind Systems.\n- Mateo reports to Wren.\n- Yuki reports to Chiara.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13808", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5684: employee Sofia B., hired 06 October 2019, separated 29 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5684?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Hana.\n- Helios Logistics is headquartered in Lyon.\n- Ravi works for Helios Logistics.\n- Omar reports to Viktor.\n- Cobalt Health was founded in 1988.\n- Sofia reports to Sanne.\n- Helios Logistics was founded in 1984.\n- Fernhill Foods is headquartered in Lyon.\n- Viktor reports to Ravi.\n- Mara works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Sofia works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Stefan reports to Sofia.\n- Mara reports to Pablo.\n- Ravi reports to Lucia.\n- Omar works for Vantage Air.\n- Lucia reports to Stefan.\n- Sanne works for Fernhill Foods.\n- Lucia works for Vantage Air.\n- Viktor works for Vantage Air.\n- Hana reports to Omar.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Vantage Air was founded in 2000.\n- Fernhill Foods was founded in 1984.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13810", "family": "intent_v3", "state": "Incoming support message:\n\"Order 16891 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13811", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13812", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Dmitri.\n- Ingrid works for Beacon Insurance.\n- Mara reports to Wren.\n- Vantage Air was founded in 1980.\n- Crescent Telecom was founded in 1992.\n- Mara works for Pinnacle Software.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Mara.\n- Priya reports to Mateo.\n- Crescent Telecom is headquartered in Lyon.\n- Deshawn reports to Ingrid.\n- Sofia reports to Priya.\n- Pinnacle Software is headquartered in Ghent.\n- Elena works for Vantage Air.\n- Beacon Insurance was founded in 1982.\n- Pinnacle Software was founded in 2004.\n- Ravi reports to Sofia.\n- Vantage Air is headquartered in Halifax.\n- Tessa works for Vantage Air.\n- Beacon Insurance is headquartered in Turku.\n- Elena reports to Chiara.\n- Priya works for Vantage Air.\n- Ravi works for Vantage Air.\n- Wren reports to Elena.\n- Ingrid reports to Tessa.\n- Chiara works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13814", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13815", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Wren.\n- Stefan reports to Mei.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri reports to Yuki.\n- Meridian Bank was founded in 1978.\n- Bluepine Aviation was founded in 2011.\n- Yuki works for Meridian Bank.\n- Bluepine Aviation is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Ingrid works for Meridian Bank.\n- Emeka reports to Leila.\n- Mei works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Ingrid reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Wren reports to Ingrid.\n- Leila works for Bluepine Aviation.\n- Yuki reports to Stefan.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bruno works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Leila reports to Pablo.\n- Pablo reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Beacon Insurance was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13817", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5648: employee Omar K., hired 24 August 2020, separated 25 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5648?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5648 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13818", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1003: employee Sanne K., hired 17 October 2022, separated 17 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1003?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13819", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 June 2025): For employees hired on or after 03 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3307: employee Tobias K., hired 21 July 2023, separated 04 August 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3307?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13820", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13821", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5452: employee Chiara A., hired 29 April 2021, separated 03 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-5452?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13822", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13823", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Kenji.\n- Fernhill Foods was founded in 2001.\n- Nadia works for Helios Logistics.\n- Tessa works for Summit Energy.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy was founded in 1985.\n- Zoya reports to Mei.\n- Amara works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.\n- Fernhill Foods is headquartered in Porto.\n- Callum works for Summit Energy.\n- Kenji works for Helios Logistics.\n- Anders reports to Nadia.\n- Tessa reports to Amara.\n- Summit Energy is headquartered in Dunedin.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1985.\n- Elena works for Summit Energy.\n- Sofia reports to Jonas.\n- Jonas works for Pinnacle Software.\n- Callum reports to Anders.\n- Elena reports to Zoya.\n- Priya works for Pinnacle Software.\n- Mei works for Helios Logistics.\n- Anders works for Summit Energy.\n- Pinnacle Software was founded in 2014.\n- Zoya works for Helios Logistics.\n- Jonas reports to Tessa.\n- Nadia reports to Sofia.\n- Kenji reports to Elena.\n- Mei reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13825", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6832: employee Viktor R., hired 19 May 2021, separated 21 August 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6832?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13826", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13827", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13828", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Callum.\n- Priya works for Fernhill Foods.\n- Viktor reports to Lucia.\n- Fernhill Foods was founded in 2006.\n- Jonas reports to Omar.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Priya reports to Chiara.\n- Crescent Telecom is headquartered in Bergen.\n- Sanne works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.\n- Vantage Air was founded in 1979.\n- Callum reports to Viktor.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Vantage Air is headquartered in Adelaide.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Callum works for Fernhill Foods.\n- Chiara reports to Amara.\n- Sanne reports to Mateo.\n- Mateo reports to Priya.\n- Lucia works for Vantage Air.\n- Stefan works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Omar works for Fernhill Foods.\n- Lucia reports to Sanne.\n- Jonas works for Vantage Air.\n- Viktor works for Fernhill Foods.\n- Stefan reports to Jonas.\n- Omar reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13830", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6159: employee Sofia A., hired 18 July 2021, separated 12 January 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-6159 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$6,490", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13831", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13832", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Sanne reports to Wren.\n- Viktor works for Cobalt Health.\n- Wren works for Beacon Insurance.\n- Summit Energy was founded in 1995.\n- Aisha reports to Pablo.\n- Cobalt Health was founded in 1994.\n- Cobalt Health is headquartered in Malmo.\n- Priya reports to Nadia.\n- Pablo works for Summit Energy.\n- Ravi works for Summit Energy.\n- Beacon Insurance was founded in 1985.\n- Priya works for Summit Energy.\n- Callum reports to Felix.\n- Sanne works for Summit Energy.\n- Nadia works for Cobalt Health.\n- Bruno works for Beacon Insurance.\n- Felix reports to Aisha.\n- Northwind Systems was founded in 2012.\n- Nadia reports to Bruno.\n- Omar reports to Sanne.\n- Felix works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Wren reports to Viktor.\n- Pablo reports to Ravi.\n- Summit Energy is headquartered in Malmo.\n- Northwind Systems is headquartered in Malmo.\n- Viktor reports to Priya.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi reports to Omar.\n- Aisha works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1997", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13834", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1550: employee Stefan T., hired 28 November 2022, separated 31 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1550?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13835", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 98155\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "request_refund", "2": "exchange_item", "3": "change_address", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Nadia works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Meridian Bank is headquartered in Bergen.\n- Cobalt Health is headquartered in Brno.\n- Beacon Insurance was founded in 2014.\n- Cedar Retail Group was founded in 1984.\n- Cobalt Health was founded in 2000.\n- Felix reports to Stefan.\n- Pablo works for Beacon Insurance.\n- Callum works for Cobalt Health.\n- Meridian Bank was founded in 2001.\n- Felix works for Meridian Bank.\n- Chiara reports to Pablo.\n- Nadia reports to Callum.\n- Callum reports to Felix.\n- Pablo reports to Leila.\n- Stefan reports to Zoya.\n- Cedar Retail Group is headquartered in Halifax.\n- Leila works for Beacon Insurance.\n- Zoya reports to Chiara.\n- Zoya works for Beacon Insurance.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13837", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3198: employee Wren T., hired 20 November 2020, separated 29 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3198?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13838", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13839", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3325: employee Tobias B., hired 25 September 2022, separated 12 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3325?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13840", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13841", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13842", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13843", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 4, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3044: employee Felix S., hired 08 April 2022, separated 14 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3044?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13844", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13845", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13846", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "play_music", "2": "set_alarm", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13847", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Mateo works for Meridian Bank.\n- Pinnacle Software is headquartered in Turku.\n- Anders works for Pinnacle Software.\n- Leila reports to Ingrid.\n- Ingrid reports to Hana.\n- Hana works for Beacon Insurance.\n- Anders reports to Mateo.\n- Meridian Bank was founded in 2012.\n- Ingrid works for Meridian Bank.\n- Priya works for Pinnacle Software.\n- Beacon Insurance was founded in 1989.\n- Mateo reports to Mei.\n- Leila works for Meridian Bank.\n- Vantage Air is headquartered in Turku.\n- Mei reports to Leila.\n- Priya reports to Pablo.\n- Vantage Air was founded in 1994.\n- Meridian Bank is headquartered in Ghent.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Hana reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Basel.\n- Elena reports to Dmitri.\n- Sanne works for Helios Logistics.\n- Northwind Systems was founded in 1987.\n- Deshawn reports to Leila.\n- Leila works for Cedar Retail Group.\n- Fernhill Foods was founded in 1985.\n- Cedar Retail Group was founded in 1981.\n- Helios Logistics is headquartered in Austin.\n- Elena works for Northwind Systems.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri reports to Mateo.\n- Mateo reports to Omar.\n- Northwind Systems is headquartered in Turku.\n- Omar works for Northwind Systems.\n- Omar reports to Sanne.\n- Ravi reports to Deshawn.\n- Helios Logistics was founded in 1983.\n- Deshawn works for Northwind Systems.\n- Mateo works for Fernhill Foods.\n- Ravi works for Cedar Retail Group.\n- Leila reports to Elena.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13850", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8815: employee Deshawn A., hired 08 August 2021, separated 09 July 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-8815 under the controlling rules.", "criteria": {"0": "$14,950", "1": "$56,117", "2": "$12,950", "3": "$12,863"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13851", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9911: employee Leila S., hired 10 February 2021, separated 01 January 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2026-9911 under the controlling rules.", "criteria": {"0": "$10,800", "1": "$46,800", "2": "$11,300", "3": "$10,875"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13852", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13853", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13854", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13855", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1995.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar works for Vantage Air.\n- Kenji works for Meridian Bank.\n- Kenji reports to Stefan.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank is headquartered in Ghent.\n- Mateo works for Lattice Analytics.\n- Omar reports to Mateo.\n- Deshawn reports to Omar.\n- Ingrid works for Beacon Insurance.\n- Anders works for Vantage Air.\n- Stefan reports to Deshawn.\n- Lucia works for Vantage Air.\n- Lattice Analytics was founded in 1992.\n- Lucia reports to Anders.\n- Meridian Bank was founded in 2014.\n- Anders reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Mateo reports to Ingrid.\n- Vantage Air is headquartered in Nagoya.\n- Stefan works for Meridian Bank.\n- Vantage Air was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13857", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13858", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 April 2025): For employees hired on or after 22 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6805: employee Mateo K., hired 09 July 2021, separated 05 August 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6805?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1988.\n- Callum works for Cobalt Health.\n- Tobias reports to Mei.\n- Meridian Bank is headquartered in Brno.\n- Mei reports to Stefan.\n- Cobalt Health is headquartered in Basel.\n- Mei works for Meridian Bank.\n- Callum reports to Lucia.\n- Tobias works for Meridian Bank.\n- Ravi reports to Deshawn.\n- Stefan works for Meridian Bank.\n- Lucia reports to Nadia.\n- Cobalt Health was founded in 1985.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Amara reports to Tobias.\n- Stefan reports to Kenji.\n- Bluepine Aviation is headquartered in Dunedin.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 2015.\n- Lucia works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.\n- Deshawn reports to Callum.\n- Nadia works for Bluepine Aviation.\n- Kenji reports to Ravi.\n- Bluepine Aviation was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Malmo.\n- Lattice Analytics was founded in 2004.\n- Tessa works for Meridian Bank.\n- Ravi works for Atlas Freight.\n- Sanne works for Summit Energy.\n- Wren reports to Dmitri.\n- Tobias works for Meridian Bank.\n- Callum reports to Wren.\n- Ravi reports to Tobias.\n- Amara works for Atlas Freight.\n- Lattice Analytics is headquartered in Porto.\n- Viktor works for Atlas Freight.\n- Summit Energy is headquartered in Malmo.\n- Dmitri reports to Viktor.\n- Wren works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Kenji works for Meridian Bank.\n- Dmitri works for Lattice Analytics.\n- Kenji reports to Ravi.\n- Tessa reports to Kenji.\n- Amara reports to Sanne.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 1980.\n- Tobias reports to Amara.\n- Viktor reports to Tessa.\n- Atlas Freight is headquartered in Nagoya.\n- Meridian Bank was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1991.\n- Atlas Freight was founded in 2011.\n- Chiara reports to Mara.\n- Cedar Retail Group is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Omar reports to Zoya.\n- Mei reports to Dmitri.\n- Mateo works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Yuki reports to Mateo.\n- Mara works for Summit Energy.\n- Zoya reports to Mei.\n- Cedar Retail Group was founded in 1999.\n- Dmitri reports to Yuki.\n- Mei works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.\n- Northwind Systems was founded in 1975.\n- Northwind Systems is headquartered in Leeds.\n- Yuki works for Atlas Freight.\n- Mara reports to Omar.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tampere.\n- Lattice Analytics was founded in 1995.\n- Ingrid works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 2002.\n- Cedar Retail Group is headquartered in Porto.\n- Omar reports to Aisha.\n- Ingrid reports to Yuki.\n- Chiara reports to Ingrid.\n- Omar works for Cedar Retail Group.\n- Chiara works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Lattice Analytics is headquartered in Porto.\n- Elena works for Cobalt Health.\n- Cedar Retail Group was founded in 2014.\n- Yuki reports to Kenji.\n- Anders reports to Chiara.\n- Aisha works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Zoya reports to Omar.\n- Anders works for Cedar Retail Group.\n- Leila reports to Anders.\n- Elena reports to Zoya.\n- Meridian Bank is headquartered in Oslo.\n- Aisha reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13863", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13864", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8558: employee Callum S., hired 03 October 2020, separated 26 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8558?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sofia reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Dmitri reports to Pablo.\n- Ravi works for Vantage Air.\n- Viktor reports to Bruno.\n- Atlas Freight is headquartered in Tallinn.\n- Elena reports to Ravi.\n- Bruno reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Atlas Freight was founded in 1994.\n- Callum works for Atlas Freight.\n- Amara reports to Callum.\n- Kenji reports to Viktor.\n- Cedar Retail Group was founded in 2012.\n- Pablo works for Atlas Freight.\n- Elena works for Vantage Air.\n- Callum reports to Kenji.\n- Kenji works for Vantage Air.\n- Amara works for Vantage Air.\n- Ingrid reports to Elena.\n- Aisha reports to Dmitri.\n- Ironwood Manufacturing was founded in 1989.\n- Dmitri works for Atlas Freight.\n- Vantage Air was founded in 1975.\n- Ravi reports to Aisha.\n- Vantage Air is headquartered in Turku.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Felix reports to Jonas.\n- Felix works for Cobalt Health.\n- Mateo works for Cedar Retail Group.\n- Elena reports to Amara.\n- Cedar Retail Group was founded in 1986.\n- Chiara reports to Felix.\n- Pinnacle Software was founded in 1999.\n- Pinnacle Software is headquartered in Austin.\n- Tobias reports to Leila.\n- Helios Logistics was founded in 1980.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Jonas works for Helios Logistics.\n- Cobalt Health was founded in 1991.\n- Callum reports to Chiara.\n- Viktor reports to Callum.\n- Helios Logistics is headquartered in Basel.\n- Callum works for Helios Logistics.\n- Amara reports to Tobias.\n- Amara works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Cobalt Health is headquartered in Basel.\n- Jonas reports to Elena.\n- Mateo reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Elena works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13867", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13868", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Yuki works for Ironwood Manufacturing.\n- Mateo reports to Yuki.\n- Yuki reports to Nadia.\n- Cobalt Health is headquartered in Austin.\n- Cedar Retail Group is headquartered in Austin.\n- Jonas reports to Amara.\n- Priya reports to Callum.\n- Callum reports to Jonas.\n- Atlas Freight was founded in 1982.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Atlas Freight is headquartered in Valencia.\n- Nadia reports to Priya.\n- Jonas works for Cedar Retail Group.\n- Amara reports to Tessa.\n- Cedar Retail Group was founded in 1984.\n- Ironwood Manufacturing was founded in 1986.\n- Callum works for Cobalt Health.\n- Tessa works for Ironwood Manufacturing.\n- Nadia works for Cedar Retail Group.\n- Cobalt Health was founded in 1975.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Callum.\n- Crescent Telecom was founded in 1997.\n- Meridian Bank was founded in 2014.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Viktor.\n- Pinnacle Software is headquartered in Malmo.\n- Summit Energy was founded in 1999.\n- Pinnacle Software was founded in 1984.\n- Jonas reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Valencia.\n- Meridian Bank is headquartered in Tampere.\n- Summit Energy is headquartered in Valencia.\n- Viktor reports to Jonas.\n- Mara reports to Dmitri.\n- Sofia reports to Mara.\n- Mara works for Pinnacle Software.\n- Chiara reports to Sofia.\n- Viktor works for Crescent Telecom.\n- Sofia works for Summit Energy.\n- Jonas works for Pinnacle Software.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13871", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8734: employee Sanne A., hired 16 July 2021, separated 22 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8734?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13872", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 13 July 2023): For employees hired on or after 13 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3013: employee Viktor R., hired 12 November 2022, separated 11 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3013?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13873", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Chiara reports to Anders.\n- Summit Energy was founded in 2003.\n- Meridian Bank was founded in 2013.\n- Anders reports to Mara.\n- Emeka works for Summit Energy.\n- Cedar Retail Group is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Mara works for Meridian Bank.\n- Tessa works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Anders works for Ironwood Manufacturing.\n- Aisha reports to Pablo.\n- Mateo reports to Chiara.\n- Callum reports to Mateo.\n- Summit Energy is headquartered in Austin.\n- Nadia works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Mara reports to Emeka.\n- Emeka reports to Ingrid.\n- Pablo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1983.\n- Mateo works for Cedar Retail Group.\n- Nadia reports to Tessa.\n- Tessa reports to Callum.\n- Ingrid reports to Aisha.\n- Zoya reports to Nadia.\n- Ironwood Manufacturing was founded in 1987.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Zoya works for Meridian Bank.\n- Aisha works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13875", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13876", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sanne.\n- Priya works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Lucia reports to Aisha.\n- Chiara reports to Zoya.\n- Meridian Bank is headquartered in Tallinn.\n- Felix works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Zoya works for Meridian Bank.\n- Bluepine Aviation is headquartered in Bergen.\n- Lucia works for Meridian Bank.\n- Amara reports to Stefan.\n- Amara works for Meridian Bank.\n- Zoya reports to Amara.\n- Sanne works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Ghent.\n- Mara reports to Chiara.\n- Deshawn reports to Mara.\n- Mara works for Bluepine Aviation.\n- Stefan works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Aisha reports to Priya.\n- Felix reports to Pablo.\n- Meridian Bank was founded in 1999.\n- Pablo works for Beacon Insurance.\n- Sanne reports to Lucia.\n- Chiara works for Beacon Insurance.\n- Bluepine Aviation was founded in 2011.\n- Priya reports to Felix.\n- Cobalt Health was founded in 1995.\n- Beacon Insurance was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Omar works for Beacon Insurance.\n- Meridian Bank was founded in 2004.\n- Hana works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Hana reports to Bruno.\n- Mara works for Helios Logistics.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Bruno works for Beacon Insurance.\n- Anders reports to Mara.\n- Mei reports to Anders.\n- Beacon Insurance is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1999.\n- Emeka reports to Omar.\n- Sofia works for Beacon Insurance.\n- Bruno reports to Emeka.\n- Omar reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Mara reports to Hana.\n- Helios Logistics was founded in 1998.\n- Tessa reports to Sanne.\n- Helios Logistics is headquartered in Lyon.\n- Beacon Insurance was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13879", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 53962 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13880", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13881", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7170: employee Viktor A., hired 11 January 2022, separated 29 September 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-7170 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$58,933", "2": "$13,600", "3": "$14,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13882", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9833: employee Chiara M., hired 15 May 2022, separated 29 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9833?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13883", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8578: employee Ravi R., hired 07 January 2024, separated 10 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8578?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-13884", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13885", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13886", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 April 2023): For employees hired on or after 23 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3900: employee Bruno R., hired 04 June 2021, separated 21 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3900?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2007.\n- Callum works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Jonas reports to Pablo.\n- Callum reports to Priya.\n- Priya reports to Leila.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Nadia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Malmo.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Ingrid works for Meridian Bank.\n- Sanne reports to Jonas.\n- Kenji works for Summit Energy.\n- Leila reports to Kenji.\n- Summit Energy was founded in 2007.\n- Leila works for Ironwood Manufacturing.\n- Kenji reports to Stefan.\n- Summit Energy is headquartered in Leeds.\n- Omar works for Bluepine Aviation.\n- Pablo reports to Omar.\n- Ingrid reports to Callum.\n- Priya works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Nadia reports to Ingrid.\n- Stefan works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Amara reports to Sanne.\n- Bluepine Aviation is headquartered in Leeds.\n- Amara works for Ironwood Manufacturing.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13888", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13889", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9309: employee Sofia T., hired 19 October 2023, separated 22 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9309?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13890", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5606: employee Jonas T., hired 20 December 2020, separated 14 February 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5606?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13891", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6150: employee Zoya T., hired 01 January 2024, separated 17 August 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2025-6150 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$3,462", "2": "$40,000", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Nagoya.\n- Dmitri reports to Ingrid.\n- Atlas Freight was founded in 2012.\n- Tobias works for Helios Logistics.\n- Tobias reports to Felix.\n- Omar reports to Sofia.\n- Amara works for Atlas Freight.\n- Yuki reports to Tessa.\n- Cobalt Health was founded in 1976.\n- Felix reports to Dmitri.\n- Tessa reports to Amara.\n- Yuki works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Leila reports to Yuki.\n- Sofia reports to Wren.\n- Ingrid reports to Aisha.\n- Aisha works for Helios Logistics.\n- Felix works for Atlas Freight.\n- Leila works for Fernhill Foods.\n- Helios Logistics was founded in 1993.\n- Sofia works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Wren reports to Leila.\n- Helios Logistics is headquartered in Nagoya.\n- Omar works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Amara reports to Tobias.\n- Tessa works for Helios Logistics.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Fernhill Foods was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13893", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13894", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13895", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5460: employee Ravi R., hired 02 May 2021, separated 19 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5460?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13896", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7076: employee Ravi R., hired 08 March 2023, separated 01 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7076?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13897", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9117: employee Lucia S., hired 12 October 2022, separated 12 November 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9117?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Bruno.\n- Kenji reports to Stefan.\n- Bruno works for Atlas Freight.\n- Felix reports to Tessa.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Crescent Telecom was founded in 1976.\n- Atlas Freight is headquartered in Valencia.\n- Lattice Analytics was founded in 2008.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Omar.\n- Viktor reports to Kenji.\n- Pinnacle Software was founded in 2007.\n- Omar reports to Tobias.\n- Crescent Telecom is headquartered in Cork.\n- Pablo reports to Felix.\n- Kenji works for Atlas Freight.\n- Tobias works for Lattice Analytics.\n- Bruno reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Tobias reports to Viktor.\n- Stefan works for Pinnacle Software.\n- Atlas Freight was founded in 1993.\n- Sofia works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Leila reports to Tobias.\n- Lattice Analytics was founded in 2013.\n- Mara reports to Tessa.\n- Yuki reports to Anders.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo reports to Nadia.\n- Cedar Retail Group was founded in 2006.\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Leila.\n- Nadia reports to Elena.\n- Mara works for Pinnacle Software.\n- Yuki works for Ironwood Manufacturing.\n- Jonas works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa works for Cedar Retail Group.\n- Elena reports to Yuki.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Tobias works for Cedar Retail Group.\n- Anders works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Brno.\n- Amara reports to Mateo.\n- Anders reports to Jonas.\n- Leila works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1981.\n- Tobias reports to Dmitri.\n- Amara works for Cedar Retail Group.\n- Dmitri reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1991.\n- Kenji reports to Viktor.\n- Northwind Systems is headquartered in Leeds.\n- Priya works for Bluepine Aviation.\n- Viktor works for Northwind Systems.\n- Sofia reports to Ravi.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems was founded in 1996.\n- Bluepine Aviation is headquartered in Basel.\n- Mei reports to Sofia.\n- Kenji works for Northwind Systems.\n- Sofia works for Bluepine Aviation.\n- Viktor reports to Tessa.\n- Sanne works for Meridian Bank.\n- Zoya reports to Mei.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1975.\n- Meridian Bank was founded in 1992.\n- Mei works for Meridian Bank.\n- Lucia reports to Priya.\n- Helios Logistics is headquartered in Cork.\n- Ravi reports to Sanne.\n- Zoya works for Bluepine Aviation.\n- Sanne reports to Lucia.\n- Meridian Bank is headquartered in Tallinn.\n- Priya reports to Kenji.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13901", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9146: employee Mei T., hired 06 May 2022, separated 31 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9146?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Felix.\n- Pablo reports to Deshawn.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Felix works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Pinnacle Software is headquartered in Dunedin.\n- Crescent Telecom was founded in 1983.\n- Yuki works for Pinnacle Software.\n- Yuki reports to Ingrid.\n- Crescent Telecom is headquartered in Adelaide.\n- Ingrid works for Helios Logistics.\n- Meridian Bank was founded in 2009.\n- Ingrid reports to Mara.\n- Omar works for Pinnacle Software.\n- Felix reports to Amara.\n- Meridian Bank is headquartered in Dunedin.\n- Helios Logistics is headquartered in Dunedin.\n- Deshawn works for Crescent Telecom.\n- Leila reports to Tessa.\n- Pinnacle Software was founded in 2001.\n- Pablo works for Meridian Bank.\n- Mara reports to Omar.\n- Mara works for Meridian Bank.\n- Tessa reports to Yuki.\n- Leila works for Pinnacle Software.\n- Deshawn reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13903", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13904", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13905", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13906", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Summit Energy is headquartered in Bergen.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1987.\n- Northwind Systems is headquartered in Leeds.\n- Bruno works for Bluepine Aviation.\n- Amara works for Northwind Systems.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Stefan.\n- Cedar Retail Group is headquartered in Lyon.\n- Summit Energy was founded in 1999.\n- Bluepine Aviation was founded in 2006.\n- Stefan reports to Mei.\n- Jonas works for Summit Energy.\n- Mara reports to Ravi.\n- Mei works for Bluepine Aviation.\n- Amara reports to Mateo.\n- Stefan works for Northwind Systems.\n- Mei reports to Mara.\n- Bruno reports to Amara.\n- Mara works for Bluepine Aviation.\n- Jonas reports to Bruno.\n- Northwind Systems was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13908", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 4485 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Tobias.\n- Tobias reports to Mateo.\n- Beacon Insurance is headquartered in Porto.\n- Vantage Air was founded in 1993.\n- Jonas reports to Nadia.\n- Helios Logistics is headquartered in Porto.\n- Crescent Telecom is headquartered in Dunedin.\n- Mateo reports to Viktor.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 1977.\n- Tobias works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Leila reports to Jonas.\n- Mateo works for Vantage Air.\n- Viktor reports to Bruno.\n- Crescent Telecom was founded in 2001.\n- Nadia reports to Lucia.\n- Lucia works for Helios Logistics.\n- Beacon Insurance was founded in 2012.\n- Nadia works for Crescent Telecom.\n- Vantage Air is headquartered in Adelaide.\n- Leila works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13910", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13911", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8031: employee Kenji B., hired 12 July 2024, separated 27 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-8031 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$1,400", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Deshawn works for Cedar Retail Group.\n- Sofia works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Vantage Air was founded in 2013.\n- Cobalt Health is headquartered in Oslo.\n- Mei works for Cedar Retail Group.\n- Sofia reports to Tobias.\n- Deshawn reports to Sofia.\n- Anders works for Cobalt Health.\n- Lattice Analytics is headquartered in Bergen.\n- Tobias reports to Anders.\n- Cobalt Health was founded in 2012.\n- Tobias works for Cedar Retail Group.\n- Wren works for Cobalt Health.\n- Amara works for Lattice Analytics.\n- Amara reports to Mei.\n- Cedar Retail Group was founded in 1985.\n- Anders reports to Dmitri.\n- Dmitri reports to Kenji.\n- Mei reports to Wren.\n- Kenji works for Vantage Air.\n- Wren reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Vantage Air is headquartered in Dunedin.\n- Ingrid reports to Deshawn.\n- Lattice Analytics was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13913", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7676: employee Chiara A., hired 05 May 2024, separated 08 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7676?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13914", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6417: employee Emeka R., hired 05 October 2023, separated 28 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6417?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Bruno reports to Zoya.\n- Cedar Retail Group was founded in 1999.\n- Amara works for Meridian Bank.\n- Amara reports to Anders.\n- Deshawn works for Meridian Bank.\n- Deshawn reports to Aisha.\n- Mateo works for Beacon Insurance.\n- Bruno works for Atlas Freight.\n- Mara reports to Ingrid.\n- Mateo reports to Bruno.\n- Mara works for Atlas Freight.\n- Beacon Insurance is headquartered in Lyon.\n- Meridian Bank was founded in 2000.\n- Atlas Freight was founded in 2015.\n- Ingrid reports to Mateo.\n- Cedar Retail Group is headquartered in Porto.\n- Beacon Insurance was founded in 1992.\n- Ingrid works for Atlas Freight.\n- Anders works for Meridian Bank.\n- Aisha works for Beacon Insurance.\n- Kenji works for Meridian Bank.\n- Anders reports to Deshawn.\n- Atlas Freight is headquartered in Bergen.\n- Zoya reports to Amara.\n- Meridian Bank is headquartered in Porto.\n- Kenji reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1996.\n- Emeka reports to Lucia.\n- Beacon Insurance was founded in 2005.\n- Wren reports to Bruno.\n- Amara reports to Leila.\n- Lucia reports to Wren.\n- Callum works for Ironwood Manufacturing.\n- Lucia works for Beacon Insurance.\n- Vantage Air is headquartered in Dunedin.\n- Wren works for Beacon Insurance.\n- Bruno reports to Dmitri.\n- Northwind Systems is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2013.\n- Leila reports to Callum.\n- Northwind Systems was founded in 1990.\n- Dmitri reports to Amara.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Amara works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13917", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9849: employee Tessa A., hired 31 March 2021, separated 24 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9849?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13918", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 17287 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13919", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Chiara works for Pinnacle Software.\n- Chiara reports to Jonas.\n- Atlas Freight was founded in 1979.\n- Vantage Air was founded in 1989.\n- Tobias works for Atlas Freight.\n- Helios Logistics is headquartered in Brno.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air is headquartered in Tallinn.\n- Hana works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Dmitri reports to Kenji.\n- Tobias reports to Ravi.\n- Ravi reports to Yuki.\n- Hana reports to Chiara.\n- Jonas works for Vantage Air.\n- Wren reports to Tobias.\n- Leila works for Atlas Freight.\n- Ravi works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1982.\n- Dmitri works for Vantage Air.\n- Kenji reports to Hana.\n- Jonas reports to Wren.\n- Atlas Freight is headquartered in Brno.\n- Pinnacle Software was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1992", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13921", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Tessa.\n- Stefan works for Northwind Systems.\n- Hana reports to Yuki.\n- Hana works for Meridian Bank.\n- Beacon Insurance is headquartered in Basel.\n- Felix reports to Priya.\n- Beacon Insurance was founded in 1993.\n- Yuki reports to Stefan.\n- Stefan reports to Anders.\n- Priya works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2005.\n- Tessa reports to Sanne.\n- Anders reports to Felix.\n- Northwind Systems was founded in 2001.\n- Yuki works for Northwind Systems.\n- Sanne works for Ironwood Manufacturing.\n- Felix works for Beacon Insurance.\n- Tessa works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 1979.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Anders works for Meridian Bank.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Ingrid works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Anders reports to Leila.\n- Nadia reports to Mei.\n- Pablo reports to Wren.\n- Beacon Insurance was founded in 2010.\n- Viktor works for Beacon Insurance.\n- Pinnacle Software was founded in 1990.\n- Viktor reports to Callum.\n- Ironwood Manufacturing was founded in 1988.\n- Leila works for Pinnacle Software.\n- Fernhill Foods was founded in 1989.\n- Wren works for Fernhill Foods.\n- Beacon Insurance is headquartered in Nagoya.\n- Yuki works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Sanne works for Beacon Insurance.\n- Wren reports to Nadia.\n- Pinnacle Software is headquartered in Dunedin.\n- Anders works for Beacon Insurance.\n- Mei reports to Mateo.\n- Mateo reports to Sanne.\n- Sanne reports to Yuki.\n- Callum works for Fernhill Foods.\n- Leila reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Callum reports to Pablo.\n- Yuki reports to Anders.\n- Fernhill Foods is headquartered in Nagoya.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13924", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Atlas Freight was founded in 2007.\n- Pablo reports to Mei.\n- Pablo works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Beacon Insurance is headquartered in Cork.\n- Elena works for Beacon Insurance.\n- Amara reports to Priya.\n- Lattice Analytics is headquartered in Turku.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Dmitri reports to Callum.\n- Nadia reports to Sanne.\n- Elena reports to Nadia.\n- Sanne works for Lattice Analytics.\n- Priya works for Fernhill Foods.\n- Callum reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods was founded in 2004.\n- Atlas Freight is headquartered in Turku.\n- Ingrid reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Priya reports to Dmitri.\n- Mei works for Lattice Analytics.\n- Mei reports to Amara.\n- Beacon Insurance was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13926", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2011.\n- Mara reports to Sanne.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid works for Northwind Systems.\n- Viktor reports to Amara.\n- Vantage Air is headquartered in Malmo.\n- Northwind Systems is headquartered in Turku.\n- Lucia reports to Mara.\n- Mara works for Atlas Freight.\n- Amara reports to Nadia.\n- Sanne works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Stefan reports to Viktor.\n- Chiara reports to Ingrid.\n- Nadia works for Northwind Systems.\n- Viktor works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Atlas Freight was founded in 2007.\n- Jonas reports to Callum.\n- Sanne reports to Anders.\n- Amara works for Vantage Air.\n- Anders reports to Jonas.\n- Vantage Air was founded in 1998.\n- Stefan works for Northwind Systems.\n- Ingrid reports to Lucia.\n- Callum reports to Stefan.\n- Atlas Freight is headquartered in Porto.\n- Northwind Systems was founded in 2007.\n- Lucia works for Atlas Freight.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13928", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2009.\n- Ravi reports to Sofia.\n- Lucia reports to Viktor.\n- Mara works for Vantage Air.\n- Viktor works for Fernhill Foods.\n- Hana works for Vantage Air.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor reports to Felix.\n- Jonas works for Vantage Air.\n- Felix reports to Elena.\n- Anders works for Northwind Systems.\n- Mara reports to Hana.\n- Jonas reports to Lucia.\n- Sofia reports to Bruno.\n- Northwind Systems is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Leeds.\n- Elena reports to Yuki.\n- Sofia works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Elena works for Pinnacle Software.\n- Bruno reports to Jonas.\n- Fernhill Foods was founded in 2001.\n- Bruno works for Northwind Systems.\n- Ravi works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Yuki works for Vantage Air.\n- Pinnacle Software was founded in 2014.\n- Hana reports to Anders.\n- Vantage Air was founded in 2015.\n- Lucia works for Vantage Air.\n- Yuki reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13930", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "book_appointment", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13931", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Tessa works for Summit Energy.\n- Pablo reports to Mara.\n- Sanne reports to Amara.\n- Hana works for Summit Energy.\n- Dmitri works for Northwind Systems.\n- Pablo works for Summit Energy.\n- Mara reports to Dmitri.\n- Hana reports to Tessa.\n- Northwind Systems was founded in 1980.\n- Summit Energy is headquartered in Bergen.\n- Stefan works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2000.\n- Cedar Retail Group is headquartered in Malmo.\n- Amara works for Northwind Systems.\n- Felix works for Ironwood Manufacturing.\n- Ingrid reports to Felix.\n- Mara works for Ironwood Manufacturing.\n- Summit Energy was founded in 1984.\n- Felix reports to Stefan.\n- Tessa reports to Pablo.\n- Amara reports to Hana.\n- Northwind Systems is headquartered in Malmo.\n- Stefan reports to Zoya.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Zoya reports to Sanne.\n- Chiara reports to Ingrid.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13933", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8297: employee Mateo R., hired 04 February 2022, separated 28 February 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8297?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13934", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13935", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13936", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8438: employee Viktor T., hired 07 April 2024, separated 12 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8438?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13937", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 14754 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13938", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sanne.\n- Tobias reports to Callum.\n- Sanne reports to Stefan.\n- Vantage Air was founded in 1984.\n- Emeka works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Cobalt Health is headquartered in Halifax.\n- Pinnacle Software is headquartered in Cork.\n- Vantage Air is headquartered in Valencia.\n- Deshawn works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Amara works for Cobalt Health.\n- Sanne works for Vantage Air.\n- Stefan reports to Emeka.\n- Meridian Bank was founded in 2002.\n- Callum works for Pinnacle Software.\n- Aisha reports to Tobias.\n- Pablo reports to Aisha.\n- Pinnacle Software was founded in 1995.\n- Meridian Bank is headquartered in Cork.\n- Cobalt Health was founded in 1989.\n- Callum reports to Deshawn.\n- Tobias works for Vantage Air.\n- Amara reports to Pablo.\n- Lucia reports to Amara.\n- Lucia works for Cobalt Health.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Amara.\n- Pinnacle Software was founded in 2008.\n- Viktor works for Fernhill Foods.\n- Hana reports to Leila.\n- Mara reports to Mei.\n- Fernhill Foods was founded in 1988.\n- Crescent Telecom was founded in 2006.\n- Mei works for Crescent Telecom.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Elena works for Crescent Telecom.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Mara works for Fernhill Foods.\n- Amara reports to Hana.\n- Viktor reports to Lucia.\n- Amara works for Crescent Telecom.\n- Leila reports to Mara.\n- Vantage Air is headquartered in Turku.\n- Fernhill Foods is headquartered in Austin.\n- Crescent Telecom is headquartered in Valencia.\n- Hana works for Pinnacle Software.\n- Lucia reports to Elena.\n- Nadia works for Pinnacle Software.\n- Omar reports to Nadia.\n- Mei reports to Omar.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13941", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4167: employee Kenji S., hired 03 October 2023, separated 27 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4167?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13942", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13943", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13944", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4601: employee Amara M., hired 20 June 2022, separated 25 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4601?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Helios Logistics is headquartered in Cork.\n- Wren reports to Mei.\n- Helios Logistics was founded in 1977.\n- Nadia works for Helios Logistics.\n- Sanne reports to Kenji.\n- Fernhill Foods was founded in 1996.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Leila reports to Stefan.\n- Priya works for Ironwood Manufacturing.\n- Amara reports to Omar.\n- Omar works for Fernhill Foods.\n- Kenji works for Ironwood Manufacturing.\n- Omar reports to Dmitri.\n- Anders reports to Leila.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Summit Energy is headquartered in Cork.\n- Leila works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Priya reports to Nadia.\n- Mei works for Fernhill Foods.\n- Nadia reports to Wren.\n- Mei reports to Sanne.\n- Stefan reports to Amara.\n- Stefan works for Summit Energy.\n- Anders works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Kenji reports to Anders.\n- Summit Energy was founded in 1988.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13946", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13947", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 06 September 2022): For employees hired on or after 06 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4790: employee Nadia A., hired 22 October 2019, separated 22 November 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4790?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13948", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7478: employee Omar R., hired 08 June 2022, separated 26 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7478?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13949", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7970: employee Mateo T., hired 14 July 2021, separated 09 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7970?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13950", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9449: employee Aisha B., hired 27 August 2024, separated 14 October 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-9449 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$45,000", "2": "$10,385", "3": "$5,452"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13951", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2976: employee Lucia S., hired 11 July 2023, separated 04 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2976?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13952", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Kenji reports to Viktor.\n- Bluepine Aviation is headquartered in Lyon.\n- Helios Logistics is headquartered in Dunedin.\n- Vantage Air was founded in 1991.\n- Bruno reports to Mara.\n- Viktor reports to Aisha.\n- Dmitri works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Aisha works for Helios Logistics.\n- Hana works for Vantage Air.\n- Bruno works for Northwind Systems.\n- Chiara works for Bluepine Aviation.\n- Vantage Air is headquartered in Lyon.\n- Mara reports to Sanne.\n- Bluepine Aviation was founded in 2012.\n- Mara works for Northwind Systems.\n- Chiara reports to Nadia.\n- Sanne reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Aisha reports to Dmitri.\n- Stefan reports to Bruno.\n- Deshawn reports to Hana.\n- Helios Logistics was founded in 1977.\n- Viktor works for Vantage Air.\n- Hana reports to Chiara.\n- Kenji works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Sanne works for Northwind Systems.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-13954", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8982: employee Ingrid K., hired 16 June 2021, separated 07 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8982?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13955", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1190: employee Hana R., hired 28 March 2021, separated 26 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1190?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13956", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 64675 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13957", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8646: employee Elena A., hired 27 October 2020, separated 03 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2026-8646 under the controlling rules.", "criteria": {"0": "$4,950", "1": "$7,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13958", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2147: employee Callum K., hired 25 February 2021, separated 17 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2147?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-13959", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5180: employee Ingrid M., hired 29 May 2021, separated 28 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5180?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-13960", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13961", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Callum reports to Zoya.\n- Cobalt Health is headquartered in Basel.\n- Bluepine Aviation is headquartered in Tampere.\n- Cobalt Health was founded in 1994.\n- Vantage Air was founded in 2009.\n- Tobias reports to Aisha.\n- Vantage Air is headquartered in Tampere.\n- Sanne reports to Omar.\n- Omar reports to Callum.\n- Kenji reports to Lucia.\n- Lucia reports to Sanne.\n- Aisha works for Cobalt Health.\n- Aisha reports to Kenji.\n- Lucia works for Helios Logistics.\n- Omar works for Bluepine Aviation.\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 2004.\n- Callum works for Vantage Air.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Zoya works for Vantage Air.\n- Helios Logistics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2009", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13963", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "play_music", "2": "send_message", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-13964", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-13966", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sofia.\n- Wren works for Summit Energy.\n- Fernhill Foods was founded in 1998.\n- Fernhill Foods is headquartered in Bergen.\n- Felix works for Fernhill Foods.\n- Hana works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2011.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Amara reports to Hana.\n- Stefan reports to Ravi.\n- Wren reports to Mateo.\n- Sofia works for Fernhill Foods.\n- Summit Energy was founded in 2010.\n- Mateo works for Fernhill Foods.\n- Summit Energy is headquartered in Ghent.\n- Felix reports to Ingrid.\n- Pinnacle Software was founded in 2005.\n- Cedar Retail Group is headquartered in Brno.\n- Leila works for Fernhill Foods.\n- Callum works for Pinnacle Software.\n- Bruno works for Cedar Retail Group.\n- Mateo reports to Leila.\n- Callum reports to Bruno.\n- Ravi works for Summit Energy.\n- Hana reports to Felix.\n- Amara works for Summit Energy.\n- Ravi reports to Callum.\n- Bruno reports to Amara.\n- Ingrid reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13968", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13969", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13970", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1883: employee Tessa K., hired 07 March 2020, separated 22 December 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-1883 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$9,865", "2": "$45,000", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Lucia.\n- Ravi reports to Sanne.\n- Deshawn works for Bluepine Aviation.\n- Stefan works for Cedar Retail Group.\n- Tessa reports to Viktor.\n- Cedar Retail Group is headquartered in Oslo.\n- Yuki reports to Tessa.\n- Bluepine Aviation is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2008.\n- Lucia works for Ironwood Manufacturing.\n- Leila works for Pinnacle Software.\n- Pablo reports to Ravi.\n- Stefan reports to Yuki.\n- Elena works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.\n- Ravi works for Bluepine Aviation.\n- Pinnacle Software was founded in 1989.\n- Viktor reports to Pablo.\n- Deshawn reports to Elena.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1997.\n- Yuki works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Bergen.\n- Leila reports to Mara.\n- Mara reports to Stefan.\n- Sanne works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1988.\n- Mara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Elena reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13972", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-13973", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-13974", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13975", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7586: employee Emeka B., hired 24 October 2021, separated 30 July 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7586?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ingrid.\n- Priya reports to Sanne.\n- Aisha works for Atlas Freight.\n- Priya works for Helios Logistics.\n- Ingrid works for Fernhill Foods.\n- Helios Logistics was founded in 1992.\n- Deshawn reports to Hana.\n- Cobalt Health is headquartered in Turku.\n- Atlas Freight was founded in 2003.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Aisha reports to Priya.\n- Helios Logistics is headquartered in Turku.\n- Ingrid reports to Deshawn.\n- Fernhill Foods is headquartered in Nagoya.\n- Deshawn works for Fernhill Foods.\n- Hana works for Helios Logistics.\n- Kenji works for Fernhill Foods.\n- Bruno reports to Aisha.\n- Kenji reports to Bruno.\n- Atlas Freight is headquartered in Halifax.\n- Cobalt Health was founded in 2001.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13977", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-13978", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Wren.\n- Wren reports to Stefan.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Elena reports to Dmitri.\n- Dmitri reports to Anders.\n- Meridian Bank was founded in 2009.\n- Sanne reports to Leila.\n- Felix works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1994.\n- Elena works for Meridian Bank.\n- Leila works for Helios Logistics.\n- Leila reports to Felix.\n- Helios Logistics was founded in 1978.\n- Anders reports to Callum.\n- Stefan works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Atlas Freight was founded in 2000.\n- Anders works for Helios Logistics.\n- Meridian Bank is headquartered in Tallinn.\n- Felix reports to Kenji.\n- Helios Logistics is headquartered in Tallinn.\n- Wren works for Helios Logistics.\n- Callum reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Omar.\n- Helios Logistics was founded in 2003.\n- Atlas Freight was founded in 1988.\n- Lattice Analytics was founded in 1985.\n- Amara reports to Dmitri.\n- Atlas Freight is headquartered in Leeds.\n- Viktor reports to Emeka.\n- Dmitri works for Atlas Freight.\n- Felix works for Lattice Analytics.\n- Viktor works for Atlas Freight.\n- Amara works for Lattice Analytics.\n- Yuki reports to Felix.\n- Chiara works for Helios Logistics.\n- Chiara reports to Wren.\n- Emeka works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Omar reports to Amara.\n- Hana works for Atlas Freight.\n- Lattice Analytics is headquartered in Cork.\n- Yuki works for Helios Logistics.\n- Felix reports to Hana.\n- Ironwood Manufacturing was founded in 1987.\n- Helios Logistics is headquartered in Tampere.\n- Emeka reports to Chiara.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Wren works for Ironwood Manufacturing.\n- Dmitri reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-13981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Omar.\n- Mei works for Atlas Freight.\n- Lattice Analytics was founded in 2010.\n- Wren works for Fernhill Foods.\n- Mei reports to Leila.\n- Atlas Freight was founded in 1995.\n- Jonas reports to Dmitri.\n- Ingrid works for Atlas Freight.\n- Anders works for Lattice Analytics.\n- Atlas Freight is headquartered in Oslo.\n- Jonas works for Lattice Analytics.\n- Omar works for Atlas Freight.\n- Vantage Air was founded in 1986.\n- Leila works for Lattice Analytics.\n- Anders reports to Ingrid.\n- Leila reports to Anders.\n- Fernhill Foods is headquartered in Oslo.\n- Omar reports to Sofia.\n- Bruno reports to Mei.\n- Fernhill Foods was founded in 1986.\n- Dmitri reports to Bruno.\n- Lattice Analytics is headquartered in Malmo.\n- Bruno works for Vantage Air.\n- Wren reports to Jonas.\n- Sofia works for Lattice Analytics.\n- Vantage Air is headquartered in Oslo.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13982", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 October 2025): For employees hired on or after 17 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4812: employee Emeka B., hired 06 December 2024, separated 04 January 2027 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-4812 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,100", "2": "$6,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-13983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Lucia.\n- Amara works for Crescent Telecom.\n- Amara reports to Emeka.\n- Crescent Telecom is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tessa works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1993.\n- Emeka reports to Tessa.\n- Zoya reports to Stefan.\n- Mara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom was founded in 2009.\n- Stefan works for Summit Energy.\n- Viktor works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Tessa reports to Mara.\n- Summit Energy was founded in 1975.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2011.\n- Mara reports to Zoya.\n- Stefan reports to Viktor.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-13984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Emeka.\n- Fernhill Foods was founded in 2007.\n- Callum works for Lattice Analytics.\n- Fernhill Foods is headquartered in Malmo.\n- Emeka works for Meridian Bank.\n- Emeka reports to Lucia.\n- Ravi reports to Sanne.\n- Sanne reports to Felix.\n- Lucia works for Lattice Analytics.\n- Felix reports to Callum.\n- Summit Energy was founded in 2014.\n- Meridian Bank was founded in 2012.\n- Callum reports to Omar.\n- Anders works for Summit Energy.\n- Lattice Analytics was founded in 1978.\n- Lattice Analytics is headquartered in Basel.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Sanne works for Lattice Analytics.\n- Felix works for Meridian Bank.\n- Anders reports to Ravi.\n- Omar works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2010", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13985", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2205: employee Jonas K., hired 12 December 2020, separated 28 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-2205 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$17,333", "2": "$4,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13986", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2012.\n- Pinnacle Software was founded in 1986.\n- Lattice Analytics was founded in 1995.\n- Tobias reports to Mei.\n- Dmitri works for Ironwood Manufacturing.\n- Pablo reports to Tessa.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy was founded in 1990.\n- Mei works for Pinnacle Software.\n- Ingrid reports to Elena.\n- Ingrid works for Pinnacle Software.\n- Tobias works for Lattice Analytics.\n- Summit Energy is headquartered in Leeds.\n- Deshawn works for Summit Energy.\n- Tessa works for Summit Energy.\n- Deshawn reports to Yuki.\n- Priya works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Elena reports to Priya.\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Dmitri.\n- Mei reports to Deshawn.\n- Yuki reports to Pablo.\n- Tessa reports to Ingrid.\n- Elena works for Lattice Analytics.\n- Yuki works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13988", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Deshawn reports to Amara.\n- Amara works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Leila reports to Jonas.\n- Lattice Analytics was founded in 1981.\n- Helios Logistics is headquartered in Ghent.\n- Tobias works for Northwind Systems.\n- Jonas works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Jonas reports to Ingrid.\n- Lattice Analytics is headquartered in Nagoya.\n- Ingrid reports to Priya.\n- Tobias reports to Aisha.\n- Priya reports to Viktor.\n- Priya works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Vantage Air was founded in 1987.\n- Emeka reports to Deshawn.\n- Helios Logistics was founded in 1982.\n- Ingrid works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Northwind Systems was founded in 2005.\n- Aisha works for Northwind Systems.\n- Amara reports to Tobias.\n- Aisha reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-13990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Turku.\n- Nadia reports to Sanne.\n- Beacon Insurance is headquartered in Turku.\n- Chiara works for Meridian Bank.\n- Leila reports to Nadia.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Jonas works for Beacon Insurance.\n- Mara reports to Leila.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Sanne reports to Jonas.\n- Aisha reports to Chiara.\n- Crescent Telecom is headquartered in Turku.\n- Sanne works for Beacon Insurance.\n- Chiara reports to Mara.\n- Aisha works for Meridian Bank.\n- Nadia works for Bluepine Aviation.\n- Jonas reports to Lucia.\n- Crescent Telecom was founded in 2007.\n- Mara works for Bluepine Aviation.\n- Beacon Insurance was founded in 1980.\n- Bluepine Aviation was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-13991", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13992", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8588: employee Felix K., hired 11 October 2021, separated 10 August 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8588?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-13993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Tobias reports to Leila.\n- Priya reports to Hana.\n- Dmitri reports to Deshawn.\n- Amara reports to Mara.\n- Kenji works for Fernhill Foods.\n- Cobalt Health was founded in 2008.\n- Hana works for Fernhill Foods.\n- Mara works for Northwind Systems.\n- Ingrid works for Cobalt Health.\n- Meridian Bank is headquartered in Halifax.\n- Priya works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Stefan works for Fernhill Foods.\n- Cobalt Health is headquartered in Halifax.\n- Ingrid reports to Dmitri.\n- Mara reports to Tobias.\n- Chiara reports to Priya.\n- Leila reports to Stefan.\n- Chiara works for Cobalt Health.\n- Hana reports to Amara.\n- Deshawn reports to Chiara.\n- Kenji reports to Ingrid.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Meridian Bank was founded in 2014.\n- Fernhill Foods is headquartered in Adelaide.\n- Northwind Systems was founded in 2003.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-13994", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-13995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Leila.\n- Mara reports to Lucia.\n- Cobalt Health is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tampere.\n- Felix reports to Mara.\n- Helios Logistics is headquartered in Nagoya.\n- Omar reports to Felix.\n- Amara works for Pinnacle Software.\n- Nadia reports to Priya.\n- Ravi works for Helios Logistics.\n- Mateo works for Pinnacle Software.\n- Felix works for Bluepine Aviation.\n- Amara reports to Omar.\n- Nadia works for Cobalt Health.\n- Lucia works for Pinnacle Software.\n- Mara works for Bluepine Aviation.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Pinnacle Software was founded in 1982.\n- Bluepine Aviation was founded in 2007.\n- Pinnacle Software is headquartered in Tampere.\n- Ravi reports to Mateo.\n- Leila reports to Nadia.\n- Leila works for Bluepine Aviation.\n- Priya works for Helios Logistics.\n- Mateo reports to Amara.\n- Helios Logistics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-13996", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7850: employee Aisha A., hired 08 December 2023, separated 11 June 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7850?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-13997", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4914: employee Bruno R., hired 22 June 2023, separated 26 March 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4914?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-13998", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-13999", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7534: employee Hana M., hired 16 August 2023, separated 24 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7534?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14000", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2088: employee Bruno K., hired 01 July 2023, separated 15 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2088?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14001", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3435: employee Hana R., hired 25 February 2021, separated 21 February 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2025-3435 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$7,788", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14002", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Felix.\n- Felix reports to Omar.\n- Sofia works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Cobalt Health was founded in 2011.\n- Emeka works for Summit Energy.\n- Sofia reports to Dmitri.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Helios Logistics is headquartered in Turku.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1986.\n- Zoya reports to Emeka.\n- Emeka reports to Mei.\n- Summit Energy is headquartered in Ghent.\n- Helios Logistics was founded in 1992.\n- Pablo works for Northwind Systems.\n- Omar works for Helios Logistics.\n- Mateo reports to Pablo.\n- Felix works for Helios Logistics.\n- Pablo reports to Sofia.\n- Cobalt Health is headquartered in Porto.\n- Zoya works for Cobalt Health.\n- Summit Energy was founded in 2015.\n- Dmitri reports to Stefan.\n- Mateo works for Summit Energy.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Kenji reports to Mateo.\n- Bluepine Aviation is headquartered in Basel.\n- Zoya works for Beacon Insurance.\n- Northwind Systems was founded in 1983.\n- Tessa works for Vantage Air.\n- Viktor reports to Sofia.\n- Northwind Systems is headquartered in Basel.\n- Deshawn works for Beacon Insurance.\n- Callum reports to Emeka.\n- Aisha reports to Callum.\n- Sofia works for Beacon Insurance.\n- Zoya reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Kenji works for Vantage Air.\n- Lucia reports to Kenji.\n- Sofia reports to Aisha.\n- Vantage Air was founded in 2006.\n- Aisha works for Northwind Systems.\n- Vantage Air is headquartered in Basel.\n- Beacon Insurance was founded in 1995.\n- Viktor works for Northwind Systems.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Anders.\n- Tessa reports to Zoya.\n- Beacon Insurance is headquartered in Malmo.\n- Anders reports to Tessa.\n- Anders works for Beacon Insurance.\n- Mateo works for Bluepine Aviation.\n- Callum works for Vantage Air.\n- Bluepine Aviation was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2005.\n- Pablo reports to Callum.\n- Omar reports to Anders.\n- Omar works for Summit Energy.\n- Tobias reports to Stefan.\n- Pinnacle Software is headquartered in Leeds.\n- Anders reports to Priya.\n- Atlas Freight was founded in 2007.\n- Pinnacle Software was founded in 1998.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Omar.\n- Callum works for Pinnacle Software.\n- Lattice Analytics is headquartered in Halifax.\n- Pablo works for Lattice Analytics.\n- Summit Energy was founded in 2004.\n- Tobias works for Lattice Analytics.\n- Priya reports to Yuki.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Atlas Freight is headquartered in Dunedin.\n- Anders works for Summit Energy.\n- Yuki reports to Pablo.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Priya.\n- Anders works for Crescent Telecom.\n- Mei reports to Nadia.\n- Helios Logistics was founded in 1999.\n- Priya works for Crescent Telecom.\n- Anders reports to Mei.\n- Ravi reports to Anders.\n- Deshawn reports to Ravi.\n- Mei works for Cobalt Health.\n- Deshawn works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Ravi works for Helios Logistics.\n- Mara works for Crescent Telecom.\n- Mateo works for Helios Logistics.\n- Mateo reports to Tessa.\n- Tessa reports to Mara.\n- Priya reports to Deshawn.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Pinnacle Software is headquartered in Tampere.\n- Mara reports to Callum.\n- Crescent Telecom was founded in 1988.\n- Pinnacle Software was founded in 1984.\n- Helios Logistics is headquartered in Tampere.\n- Nadia works for Pinnacle Software.\n- Cobalt Health was founded in 1998.\n- Crescent Telecom is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2004.\n- Chiara reports to Deshawn.\n- Zoya reports to Anders.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Summit Energy is headquartered in Bergen.\n- Pinnacle Software was founded in 1996.\n- Summit Energy was founded in 2013.\n- Vantage Air is headquartered in Bergen.\n- Amara works for Fernhill Foods.\n- Chiara works for Vantage Air.\n- Anders reports to Sanne.\n- Deshawn works for Pinnacle Software.\n- Amara reports to Emeka.\n- Deshawn reports to Zoya.\n- Priya works for Fernhill Foods.\n- Sanne works for Vantage Air.\n- Fernhill Foods is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Bergen.\n- Zoya works for Pinnacle Software.\n- Sanne reports to Amara.\n- Emeka reports to Priya.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Bruno reports to Emeka.\n- Yuki works for Atlas Freight.\n- Cedar Retail Group is headquartered in Lyon.\n- Atlas Freight was founded in 1977.\n- Lucia reports to Stefan.\n- Cedar Retail Group was founded in 2008.\n- Emeka reports to Mei.\n- Ingrid reports to Lucia.\n- Lucia works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Yuki reports to Ingrid.\n- Mateo reports to Bruno.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias reports to Mateo.\n- Tobias works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2010.\n- Ingrid works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Lyon.\n- Stefan reports to Tobias.\n- Kenji works for Ironwood Manufacturing.\n- Mei reports to Kenji.\n- Helios Logistics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14009", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14010", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "play_music", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14011", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14012", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1483: employee Omar R., hired 02 January 2021, separated 16 September 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2026-1483 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$40,000", "2": "$9,231", "3": "$8,538"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Anders.\n- Ironwood Manufacturing was founded in 2009.\n- Chiara works for Vantage Air.\n- Anders reports to Mara.\n- Helios Logistics was founded in 1978.\n- Dmitri works for Crescent Telecom.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Crescent Telecom is headquartered in Leeds.\n- Helios Logistics is headquartered in Leeds.\n- Vantage Air is headquartered in Basel.\n- Stefan reports to Aisha.\n- Ironwood Manufacturing is headquartered in Basel.\n- Dmitri reports to Stefan.\n- Hana works for Vantage Air.\n- Crescent Telecom was founded in 2001.\n- Stefan works for Vantage Air.\n- Mara works for Helios Logistics.\n- Mara reports to Hana.\n- Aisha works for Crescent Telecom.\n- Tobias reports to Dmitri.\n- Chiara reports to Tobias.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Pablo works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2011.\n- Dmitri reports to Pablo.\n- Nadia works for Helios Logistics.\n- Yuki reports to Tessa.\n- Deshawn reports to Mei.\n- Tessa works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Mateo works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1984.\n- Mateo reports to Bruno.\n- Yuki works for Cedar Retail Group.\n- Summit Energy is headquartered in Austin.\n- Pablo reports to Wren.\n- Bruno works for Helios Logistics.\n- Cedar Retail Group is headquartered in Austin.\n- Helios Logistics was founded in 1982.\n- Mei works for Helios Logistics.\n- Emeka works for Cedar Retail Group.\n- Tessa reports to Emeka.\n- Bruno reports to Nadia.\n- Mei reports to Dmitri.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Deshawn.\n- Wren reports to Yuki.\n- Wren works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Deshawn works for Helios Logistics.\n- Nadia reports to Ingrid.\n- Summit Energy was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14015", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14016", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3513: employee Mateo A., hired 15 September 2021, separated 16 August 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-3513 under the controlling rules.", "criteria": {"0": "$54,600", "1": "$14,600", "2": "$12,688", "3": "$12,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14017", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cobalt Health.\n- Atlas Freight is headquartered in Turku.\n- Jonas reports to Hana.\n- Elena reports to Jonas.\n- Lucia works for Vantage Air.\n- Amara reports to Kenji.\n- Jonas works for Cobalt Health.\n- Elena works for Vantage Air.\n- Kenji works for Vantage Air.\n- Priya reports to Chiara.\n- Bluepine Aviation is headquartered in Dunedin.\n- Vantage Air was founded in 2009.\n- Amara works for Cobalt Health.\n- Atlas Freight was founded in 2011.\n- Hana works for Cobalt Health.\n- Chiara reports to Lucia.\n- Cobalt Health is headquartered in Austin.\n- Leila works for Atlas Freight.\n- Cobalt Health was founded in 1997.\n- Bluepine Aviation was founded in 1999.\n- Priya works for Vantage Air.\n- Tobias works for Cobalt Health.\n- Hana reports to Priya.\n- Leila reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Lucia reports to Tobias.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Hana.\n- Viktor reports to Lucia.\n- Sanne reports to Ingrid.\n- Viktor works for Bluepine Aviation.\n- Vantage Air was founded in 1997.\n- Northwind Systems is headquartered in Nagoya.\n- Northwind Systems was founded in 1990.\n- Bluepine Aviation was founded in 2003.\n- Bluepine Aviation is headquartered in Turku.\n- Ingrid works for Northwind Systems.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias works for Northwind Systems.\n- Lucia reports to Tessa.\n- Vantage Air is headquartered in Nagoya.\n- Hana works for Bluepine Aviation.\n- Tobias reports to Zoya.\n- Stefan works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Chiara reports to Viktor.\n- Omar reports to Chiara.\n- Tessa works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Cedar Retail Group was founded in 1987.\n- Hana reports to Stefan.\n- Sanne works for Northwind Systems.\n- Ingrid reports to Tobias.\n- Stefan reports to Omar.\n- Chiara works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Jonas.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Ingrid reports to Amara.\n- Atlas Freight was founded in 1989.\n- Kenji works for Bluepine Aviation.\n- Summit Energy was founded in 1988.\n- Summit Energy is headquartered in Valencia.\n- Amara works for Summit Energy.\n- Wren works for Atlas Freight.\n- Cedar Retail Group was founded in 1988.\n- Bluepine Aviation was founded in 1990.\n- Amara reports to Dmitri.\n- Tobias works for Summit Energy.\n- Jonas works for Atlas Freight.\n- Kenji reports to Jonas.\n- Dmitri reports to Felix.\n- Tobias reports to Wren.\n- Dmitri works for Cedar Retail Group.\n- Wren reports to Ingrid.\n- Atlas Freight is headquartered in Valencia.\n- Felix works for Atlas Freight.\n- Cedar Retail Group is headquartered in Dunedin.\n- Felix reports to Kenji.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1987", "2": "1992", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14021", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Zoya.\n- Jonas reports to Mara.\n- Dmitri reports to Jonas.\n- Bluepine Aviation was founded in 2006.\n- Pinnacle Software is headquartered in Valencia.\n- Crescent Telecom is headquartered in Valencia.\n- Amara works for Helios Logistics.\n- Bluepine Aviation is headquartered in Leeds.\n- Sanne reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Sofia works for Pinnacle Software.\n- Mara works for Crescent Telecom.\n- Helios Logistics is headquartered in Valencia.\n- Sofia reports to Hana.\n- Sanne works for Helios Logistics.\n- Amara reports to Tessa.\n- Tessa reports to Sofia.\n- Hana reports to Dmitri.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Wren.\n- Crescent Telecom was founded in 1983.\n- Helios Logistics was founded in 1988.\n- Jonas works for Helios Logistics.\n- Mara reports to Sanne.\n- Hana works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Dmitri works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Wren works for Helios Logistics.\n- Emeka reports to Amara.\n- Pinnacle Software was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Leeds", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14023", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14024", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 96403\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Lucia.\n- Deshawn reports to Sanne.\n- Cobalt Health was founded in 2012.\n- Ravi reports to Leila.\n- Sofia works for Fernhill Foods.\n- Helios Logistics is headquartered in Oslo.\n- Lucia reports to Wren.\n- Cobalt Health is headquartered in Oslo.\n- Fernhill Foods was founded in 1992.\n- Chiara works for Northwind Systems.\n- Amara works for Cobalt Health.\n- Yuki reports to Sofia.\n- Helios Logistics was founded in 1997.\n- Amara reports to Tessa.\n- Northwind Systems was founded in 1975.\n- Chiara reports to Yuki.\n- Sofia reports to Bruno.\n- Leila reports to Chiara.\n- Wren reports to Amara.\n- Lucia works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Northwind Systems is headquartered in Nagoya.\n- Deshawn works for Northwind Systems.\n- Leila works for Fernhill Foods.\n- Tessa reports to Deshawn.\n- Bruno works for Fernhill Foods.\n- Yuki works for Northwind Systems.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Wren works for Helios Logistics.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Emeka.\n- Bluepine Aviation is headquartered in Halifax.\n- Emeka works for Vantage Air.\n- Mateo reports to Hana.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka reports to Jonas.\n- Amara works for Lattice Analytics.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Hana reports to Amara.\n- Jonas works for Cedar Retail Group.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation was founded in 1993.\n- Kenji works for Lattice Analytics.\n- Priya reports to Leila.\n- Vantage Air is headquartered in Halifax.\n- Vantage Air was founded in 2007.\n- Lattice Analytics is headquartered in Tallinn.\n- Kenji reports to Priya.\n- Jonas reports to Mateo.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics was founded in 1981.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Jonas works for Bluepine Aviation.\n- Chiara reports to Zoya.\n- Mara reports to Sofia.\n- Pinnacle Software was founded in 1982.\n- Bluepine Aviation is headquartered in Cork.\n- Aisha reports to Leila.\n- Mara works for Atlas Freight.\n- Jonas reports to Mara.\n- Anders reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Sofia reports to Anders.\n- Leila works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1990.\n- Sofia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1999.\n- Emeka works for Atlas Freight.\n- Zoya reports to Lucia.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Brno.\n- Emeka reports to Jonas.\n- Ironwood Manufacturing was founded in 1982.\n- Leila reports to Emeka.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14028", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Elena reports to Jonas.\n- Wren reports to Bruno.\n- Mateo works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom was founded in 1986.\n- Tobias reports to Dmitri.\n- Beacon Insurance is headquartered in Brno.\n- Jonas reports to Hana.\n- Hana works for Beacon Insurance.\n- Hana reports to Viktor.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor reports to Wren.\n- Bruno works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Dmitri reports to Mateo.\n- Beacon Insurance was founded in 1977.\n- Mateo reports to Pablo.\n- Dmitri works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Atlas Freight was founded in 2005.\n- Pablo reports to Elena.\n- Cobalt Health is headquartered in Adelaide.\n- Cobalt Health was founded in 1982.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14030", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14031", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8961: employee Yuki K., hired 14 January 2022, separated 08 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8961?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14032", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Oslo.\n- Tessa reports to Kenji.\n- Mateo reports to Callum.\n- Bluepine Aviation was founded in 2001.\n- Beacon Insurance was founded in 2013.\n- Mateo works for Beacon Insurance.\n- Callum reports to Chiara.\n- Dmitri reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Zoya reports to Felix.\n- Bluepine Aviation is headquartered in Halifax.\n- Kenji works for Atlas Freight.\n- Felix works for Beacon Insurance.\n- Dmitri works for Bluepine Aviation.\n- Deshawn reports to Mateo.\n- Ravi works for Bluepine Aviation.\n- Hana reports to Dmitri.\n- Beacon Insurance is headquartered in Brno.\n- Atlas Freight was founded in 2015.\n- Hana works for Beacon Insurance.\n- Pinnacle Software was founded in 1992.\n- Ravi reports to Deshawn.\n- Chiara works for Bluepine Aviation.\n- Zoya works for Pinnacle Software.\n- Callum works for Atlas Freight.\n- Stefan reports to Zoya.\n- Deshawn works for Beacon Insurance.\n- Kenji reports to Stefan.\n- Chiara reports to Hana.\n- Atlas Freight is headquartered in Oslo.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14034", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3765: employee Kenji M., hired 20 December 2021, separated 09 September 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-3765 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,731", "2": "$6,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14035", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5908: employee Leila T., hired 22 February 2020, separated 10 May 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5908?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14036", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 20 September 2022): For employees hired on or after 20 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1065: employee Elena M., hired 17 December 2018, separated 10 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1065?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2009.\n- Amara reports to Pablo.\n- Wren works for Cobalt Health.\n- Helios Logistics is headquartered in Adelaide.\n- Anders reports to Callum.\n- Bruno reports to Anders.\n- Dmitri reports to Bruno.\n- Aisha works for Fernhill Foods.\n- Callum reports to Amara.\n- Amara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Leeds.\n- Pablo reports to Aisha.\n- Pablo works for Helios Logistics.\n- Anders works for Cobalt Health.\n- Beacon Insurance is headquartered in Leeds.\n- Deshawn reports to Wren.\n- Beacon Insurance was founded in 1996.\n- Wren reports to Stefan.\n- Fernhill Foods was founded in 2002.\n- Omar works for Beacon Insurance.\n- Stefan reports to Omar.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Stefan works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Bruno works for Beacon Insurance.\n- Omar reports to Dmitri.\n- Callum works for Helios Logistics.\n- Cobalt Health is headquartered in Austin.\n- Felix reports to Deshawn.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14038", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4120: employee Anders K., hired 24 April 2022, separated 29 November 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4120?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14039", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14040", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 December 2025): For employees hired on or after 07 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3700: employee Mara M., hired 25 August 2024, separated 25 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3700?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14041", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14042", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 February 2023): For employees hired on or after 13 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8270: employee Aisha T., hired 19 November 2021, separated 21 August 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8270?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14043", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14044", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14045", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14046", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14047", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8873: employee Priya R., hired 14 May 2021, separated 10 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8873?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14048", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14049", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1898: employee Amara R., hired 15 January 2021, separated 27 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1898?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14050", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2062: employee Mateo T., hired 15 January 2022, separated 17 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2062?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Stefan works for Cobalt Health.\n- Helios Logistics was founded in 2007.\n- Sofia reports to Hana.\n- Cobalt Health was founded in 1999.\n- Zoya works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Ravi works for Cobalt Health.\n- Summit Energy was founded in 1997.\n- Zoya reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Viktor reports to Zoya.\n- Viktor works for Summit Energy.\n- Chiara reports to Priya.\n- Priya reports to Stefan.\n- Summit Energy is headquartered in Turku.\n- Hana reports to Ravi.\n- Chiara works for Bluepine Aviation.\n- Helios Logistics is headquartered in Valencia.\n- Bluepine Aviation was founded in 2003.\n- Cobalt Health is headquartered in Valencia.\n- Hana works for Cobalt Health.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14052", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6735: employee Emeka K., hired 06 August 2021, separated 03 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6735?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Dunedin.\n- Jonas works for Pinnacle Software.\n- Ravi works for Atlas Freight.\n- Priya works for Pinnacle Software.\n- Ravi reports to Viktor.\n- Elena works for Cobalt Health.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Ravi.\n- Dmitri reports to Pablo.\n- Cobalt Health was founded in 2002.\n- Viktor works for Lattice Analytics.\n- Leila works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Pinnacle Software was founded in 2003.\n- Amara works for Atlas Freight.\n- Amara reports to Priya.\n- Priya reports to Elena.\n- Cobalt Health is headquartered in Oslo.\n- Leila reports to Amara.\n- Sofia works for Cobalt Health.\n- Viktor reports to Sofia.\n- Lattice Analytics was founded in 2003.\n- Yuki works for Pinnacle Software.\n- Atlas Freight was founded in 1977.\n- Sofia reports to Yuki.\n- Jonas reports to Dmitri.\n- Yuki reports to Leila.\n- Dmitri works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14054", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14055", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14056", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6038: employee Sofia R., hired 16 January 2023, separated 16 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6038?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Vantage Air was founded in 2003.\n- Amara works for Pinnacle Software.\n- Lattice Analytics was founded in 2009.\n- Bluepine Aviation was founded in 1983.\n- Ravi reports to Sanne.\n- Bluepine Aviation is headquartered in Nagoya.\n- Pablo reports to Zoya.\n- Stefan works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Amara reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Priya reports to Yuki.\n- Viktor reports to Dmitri.\n- Zoya reports to Priya.\n- Anders works for Bluepine Aviation.\n- Sanne works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Dmitri reports to Ravi.\n- Emeka works for Bluepine Aviation.\n- Priya works for Pinnacle Software.\n- Anders reports to Emeka.\n- Yuki reports to Anders.\n- Pinnacle Software was founded in 1984.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Leila reports to Ingrid.\n- Pinnacle Software was founded in 1991.\n- Callum reports to Zoya.\n- Jonas reports to Bruno.\n- Chiara works for Summit Energy.\n- Zoya works for Lattice Analytics.\n- Dmitri reports to Callum.\n- Crescent Telecom was founded in 1977.\n- Bruno reports to Sofia.\n- Dmitri works for Summit Energy.\n- Aisha reports to Chiara.\n- Sofia works for Summit Energy.\n- Chiara reports to Jonas.\n- Ingrid works for Pinnacle Software.\n- Zoya reports to Aisha.\n- Bruno works for Crescent Telecom.\n- Leila works for Summit Energy.\n- Sofia reports to Leila.\n- Lattice Analytics was founded in 2008.\n- Aisha works for Lattice Analytics.\n- Summit Energy is headquartered in Basel.\n- Callum works for Crescent Telecom.\n- Jonas works for Summit Energy.\n- Crescent Telecom is headquartered in Lyon.\n- Lattice Analytics is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14059", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9437: employee Stefan M., hired 18 September 2023, separated 10 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9437?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14060", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14061", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4242: employee Mateo R., hired 27 March 2022, separated 28 April 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4242?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14062", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14063", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1980.\n- Bruno works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 2007.\n- Northwind Systems was founded in 1978.\n- Mara works for Bluepine Aviation.\n- Viktor reports to Felix.\n- Aisha reports to Priya.\n- Atlas Freight was founded in 2007.\n- Felix reports to Yuki.\n- Omar works for Bluepine Aviation.\n- Felix works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Northwind Systems is headquartered in Turku.\n- Priya reports to Viktor.\n- Omar reports to Bruno.\n- Yuki reports to Mara.\n- Pinnacle Software is headquartered in Ghent.\n- Aisha works for Northwind Systems.\n- Viktor works for Pinnacle Software.\n- Mara reports to Omar.\n- Priya works for Northwind Systems.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14065", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14066", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Vantage Air was founded in 2001.\n- Vantage Air is headquartered in Tampere.\n- Mei reports to Tobias.\n- Amara reports to Pablo.\n- Yuki works for Summit Energy.\n- Mei works for Bluepine Aviation.\n- Pablo reports to Elena.\n- Summit Energy is headquartered in Tampere.\n- Tobias reports to Yuki.\n- Bluepine Aviation was founded in 2005.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1979.\n- Elena works for Bluepine Aviation.\n- Lucia works for Cedar Retail Group.\n- Yuki reports to Callum.\n- Callum works for Vantage Air.\n- Pablo works for Cedar Retail Group.\n- Elena reports to Lucia.\n- Summit Energy was founded in 2011.\n- Callum reports to Amara.\n- Tobias works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14068", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14069", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Sanne works for Cedar Retail Group.\n- Mei works for Bluepine Aviation.\n- Nadia reports to Mei.\n- Bluepine Aviation was founded in 1985.\n- Mei reports to Tobias.\n- Dmitri works for Cedar Retail Group.\n- Tobias reports to Pablo.\n- Dmitri reports to Nadia.\n- Pablo works for Atlas Freight.\n- Helios Logistics was founded in 1976.\n- Bluepine Aviation is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Sanne reports to Callum.\n- Atlas Freight was founded in 1990.\n- Cedar Retail Group was founded in 2006.\n- Callum works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Valencia.\n- Callum reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Dmitri.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14071", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7444: employee Emeka T., hired 31 January 2023, separated 17 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7444?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Tobias.\n- Tobias reports to Chiara.\n- Lucia works for Lattice Analytics.\n- Omar reports to Lucia.\n- Lattice Analytics was founded in 1989.\n- Northwind Systems was founded in 2000.\n- Nadia works for Ironwood Manufacturing.\n- Aisha reports to Omar.\n- Omar works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Chiara reports to Nadia.\n- Nadia reports to Zoya.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias works for Vantage Air.\n- Viktor works for Northwind Systems.\n- Lattice Analytics is headquartered in Tampere.\n- Viktor reports to Aisha.\n- Ironwood Manufacturing was founded in 2014.\n- Northwind Systems is headquartered in Lyon.\n- Kenji reports to Ingrid.\n- Zoya works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Ingrid works for Lattice Analytics.\n- Vantage Air was founded in 1994.\n- Lucia reports to Kenji.\n- Vantage Air is headquartered in Tallinn.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14073", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7526: employee Emeka R., hired 30 March 2022, separated 21 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-7526 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$7,010", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14074", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14075", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14076", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14077", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2008: employee Ravi M., hired 24 July 2023, separated 18 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2008?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14078", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 59163 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14079", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "weather", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14080", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7811: employee Sanne R., hired 10 August 2021, separated 31 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7811?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14081", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 44937 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14082", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 December 2025): For employees hired on or after 22 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8021: employee Dmitri B., hired 21 March 2022, separated 08 March 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8021?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14083", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tobias.\n- Jonas works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Tobias reports to Stefan.\n- Tobias works for Northwind Systems.\n- Mateo reports to Aisha.\n- Callum reports to Viktor.\n- Bruno works for Northwind Systems.\n- Elena works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2011.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Viktor reports to Mara.\n- Mara reports to Jonas.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2012.\n- Jonas reports to Anders.\n- Callum works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Mara works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Aisha works for Ironwood Manufacturing.\n- Bruno reports to Mateo.\n- Anders reports to Chiara.\n- Helios Logistics is headquartered in Turku.\n- Viktor works for Bluepine Aviation.\n- Chiara reports to Elena.\n- Stefan reports to Bruno.\n- Chiara works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2008.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14085", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Stefan reports to Ingrid.\n- Omar works for Vantage Air.\n- Mateo works for Helios Logistics.\n- Bruno reports to Mateo.\n- Priya reports to Stefan.\n- Ingrid reports to Bruno.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Elena.\n- Lattice Analytics is headquartered in Basel.\n- Ingrid works for Vantage Air.\n- Helios Logistics was founded in 1986.\n- Mateo reports to Viktor.\n- Vantage Air was founded in 2000.\n- Helios Logistics is headquartered in Tallinn.\n- Meridian Bank was founded in 1980.\n- Stefan works for Meridian Bank.\n- Elena reports to Priya.\n- Elena works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Priya works for Lattice Analytics.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14087", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14088", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4030: employee Felix T., hired 10 April 2024, separated 04 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4030?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4030 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14089", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2006.\n- Nadia reports to Dmitri.\n- Ravi reports to Mara.\n- Dmitri works for Lattice Analytics.\n- Ravi works for Northwind Systems.\n- Pinnacle Software is headquartered in Porto.\n- Hana works for Northwind Systems.\n- Pinnacle Software was founded in 1999.\n- Callum reports to Ravi.\n- Hana reports to Callum.\n- Nadia works for Ironwood Manufacturing.\n- Mateo reports to Pablo.\n- Mara reports to Mateo.\n- Pablo reports to Nadia.\n- Northwind Systems is headquartered in Valencia.\n- Callum works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1998.\n- Pablo works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Mara works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Cork.\n- Northwind Systems was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14092", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1996.\n- Pablo works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Brno.\n- Lucia reports to Pablo.\n- Mei reports to Deshawn.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn works for Northwind Systems.\n- Callum reports to Mei.\n- Cobalt Health is headquartered in Brno.\n- Northwind Systems was founded in 2009.\n- Mateo reports to Lucia.\n- Deshawn reports to Wren.\n- Tessa works for Northwind Systems.\n- Fernhill Foods was founded in 2000.\n- Dmitri works for Northwind Systems.\n- Tessa reports to Dmitri.\n- Mei works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Pablo reports to Kenji.\n- Felix reports to Tessa.\n- Wren works for Northwind Systems.\n- Callum works for Fernhill Foods.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Kenji reports to Callum.\n- Lucia works for Northwind Systems.\n- Omar works for Cobalt Health.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Wren reports to Omar.\n- Dmitri reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14094", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2774: employee Elena A., hired 19 February 2021, separated 09 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2774?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14095", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Elena.\n- Bluepine Aviation was founded in 2008.\n- Stefan works for Summit Energy.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Dunedin.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Basel.\n- Leila works for Bluepine Aviation.\n- Tessa reports to Ingrid.\n- Bluepine Aviation is headquartered in Basel.\n- Elena reports to Leila.\n- Hana works for Bluepine Aviation.\n- Fernhill Foods was founded in 1980.\n- Summit Energy was founded in 2002.\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Deshawn reports to Stefan.\n- Mateo reports to Deshawn.\n- Aisha works for Fernhill Foods.\n- Ingrid reports to Sanne.\n- Stefan reports to Aisha.\n- Sanne works for Fernhill Foods.\n- Leila reports to Hana.\n- Mateo works for Pinnacle Software.\n- Aisha reports to Tessa.\n- Elena works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14097", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 09 December 2025): For employees hired on or after 09 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7352: employee Viktor S., hired 29 December 2022, separated 23 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7352?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Meridian Bank is headquartered in Oslo.\n- Emeka works for Pinnacle Software.\n- Bluepine Aviation was founded in 1988.\n- Amara reports to Stefan.\n- Pinnacle Software was founded in 2008.\n- Aisha reports to Amara.\n- Bluepine Aviation is headquartered in Tampere.\n- Stefan reports to Mateo.\n- Northwind Systems is headquartered in Porto.\n- Mateo works for Pinnacle Software.\n- Sofia works for Northwind Systems.\n- Stefan works for Pinnacle Software.\n- Aisha works for Bluepine Aviation.\n- Felix reports to Sofia.\n- Meridian Bank was founded in 1983.\n- Anders reports to Emeka.\n- Emeka reports to Felix.\n- Sofia reports to Aisha.\n- Northwind Systems was founded in 1995.\n- Pinnacle Software is headquartered in Tampere.\n- Amara works for Northwind Systems.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Ghent.\n- Dmitri works for Cedar Retail Group.\n- Bruno reports to Yuki.\n- Bluepine Aviation was founded in 1984.\n- Omar reports to Ingrid.\n- Ingrid reports to Sofia.\n- Omar works for Beacon Insurance.\n- Ingrid works for Vantage Air.\n- Sofia reports to Bruno.\n- Beacon Insurance was founded in 1978.\n- Vantage Air was founded in 2001.\n- Yuki works for Cedar Retail Group.\n- Dmitri reports to Sanne.\n- Sanne reports to Chiara.\n- Bruno works for Vantage Air.\n- Chiara reports to Omar.\n- Cedar Retail Group was founded in 1975.\n- Chiara works for Bluepine Aviation.\n- Sofia works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14100", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14101", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 47598 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14102", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5512: employee Ingrid B., hired 23 October 2023, separated 25 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5512?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14103", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 19 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1206: employee Priya T., hired 22 August 2021, separated 26 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1206?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Omar.\n- Helios Logistics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Porto.\n- Nadia works for Lattice Analytics.\n- Jonas works for Helios Logistics.\n- Nadia reports to Priya.\n- Helios Logistics was founded in 1995.\n- Beacon Insurance was founded in 2001.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri works for Helios Logistics.\n- Kenji reports to Mara.\n- Mara works for Beacon Insurance.\n- Summit Energy is headquartered in Porto.\n- Priya reports to Elena.\n- Stefan works for Summit Energy.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Stefan reports to Dmitri.\n- Priya works for Helios Logistics.\n- Lattice Analytics was founded in 2009.\n- Omar works for Lattice Analytics.\n- Callum reports to Jonas.\n- Callum works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Jonas reports to Kenji.\n- Elena reports to Callum.\n- Omar reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14105", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7583: employee Stefan B., hired 02 June 2021, separated 07 June 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7583?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Tobias works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno reports to Elena.\n- Hana reports to Deshawn.\n- Elena works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2004.\n- Deshawn reports to Anders.\n- Anders reports to Bruno.\n- Deshawn works for Bluepine Aviation.\n- Omar reports to Tobias.\n- Northwind Systems was founded in 1999.\n- Vantage Air was founded in 1984.\n- Anders works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Elena reports to Stefan.\n- Tobias reports to Hana.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Hana works for Northwind Systems.\n- Vantage Air is headquartered in Valencia.\n- Stefan works for Northwind Systems.\n- Bluepine Aviation was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Sanne reports to Omar.\n- Mateo reports to Felix.\n- Hana reports to Chiara.\n- Summit Energy was founded in 1998.\n- Ironwood Manufacturing was founded in 2013.\n- Felix reports to Tessa.\n- Tessa works for Northwind Systems.\n- Hana works for Cedar Retail Group.\n- Sofia reports to Pablo.\n- Ravi reports to Mateo.\n- Felix works for Cedar Retail Group.\n- Northwind Systems was founded in 1994.\n- Omar works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Summit Energy is headquartered in Brno.\n- Tessa reports to Sofia.\n- Pablo works for Ironwood Manufacturing.\n- Omar reports to Ravi.\n- Pablo reports to Hana.\n- Cedar Retail Group is headquartered in Halifax.\n- Northwind Systems is headquartered in Halifax.\n- Cedar Retail Group was founded in 2007.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2016", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14108", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14109", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14110", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3262: employee Mei K., hired 10 June 2022, separated 19 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-3262 under the controlling rules.", "criteria": {"0": "$62,183", "1": "$16,350", "2": "$14,438", "3": "$14,350"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3262 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14111", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 January 2023): For employees hired on or after 15 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3881: employee Zoya B., hired 10 July 2021, separated 20 April 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3881?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14112", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14113", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Jonas reports to Amara.\n- Pablo works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Tessa works for Helios Logistics.\n- Northwind Systems was founded in 1993.\n- Helios Logistics is headquartered in Valencia.\n- Amara reports to Sanne.\n- Bluepine Aviation was founded in 1983.\n- Hana works for Atlas Freight.\n- Pablo reports to Yuki.\n- Jonas works for Northwind Systems.\n- Sanne reports to Deshawn.\n- Deshawn works for Helios Logistics.\n- Emeka reports to Pablo.\n- Deshawn reports to Hana.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Amara works for Bluepine Aviation.\n- Atlas Freight was founded in 2011.\n- Yuki works for Helios Logistics.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tessa reports to Emeka.\n- Atlas Freight is headquartered in Valencia.\n- Bruno reports to Tessa.\n- Sanne works for Bluepine Aviation.\n- Yuki reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1991", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1996.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Ironwood Manufacturing.\n- Tobias works for Helios Logistics.\n- Pablo reports to Stefan.\n- Mei reports to Leila.\n- Ravi works for Helios Logistics.\n- Ravi reports to Tobias.\n- Mei works for Bluepine Aviation.\n- Bruno reports to Ravi.\n- Tessa reports to Mei.\n- Bruno works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1999.\n- Beacon Insurance was founded in 2001.\n- Tessa works for Beacon Insurance.\n- Emeka reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Stefan reports to Tessa.\n- Helios Logistics was founded in 1975.\n- Stefan works for Helios Logistics.\n- Aisha reports to Pablo.\n- Leila reports to Bruno.\n- Emeka works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14116", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7192: employee Kenji S., hired 21 July 2022, separated 15 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-7192 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$500", "2": "$10,833", "3": "$1,875"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14117", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Ingrid works for Bluepine Aviation.\n- Northwind Systems was founded in 1991.\n- Stefan works for Bluepine Aviation.\n- Atlas Freight is headquartered in Brno.\n- Wren reports to Stefan.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Zoya works for Pinnacle Software.\n- Northwind Systems is headquartered in Tampere.\n- Bluepine Aviation was founded in 2001.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya reports to Ingrid.\n- Ingrid reports to Callum.\n- Callum reports to Wren.\n- Callum works for Northwind Systems.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tessa reports to Viktor.\n- Wren works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Viktor reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Anders.\n- Atlas Freight is headquartered in Dunedin.\n- Bruno works for Pinnacle Software.\n- Beacon Insurance is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Basel.\n- Beacon Insurance was founded in 1984.\n- Pablo works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan works for Bluepine Aviation.\n- Atlas Freight was founded in 2009.\n- Pablo reports to Bruno.\n- Mara works for Pinnacle Software.\n- Sofia reports to Mara.\n- Anders reports to Stefan.\n- Mara reports to Wren.\n- Sofia works for Beacon Insurance.\n- Pinnacle Software was founded in 2012.\n- Kenji works for Atlas Freight.\n- Bluepine Aviation was founded in 1980.\n- Bruno reports to Sofia.\n- Wren reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14120", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14121", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 September 2022): For employees hired on or after 26 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3707: employee Leila B., hired 04 January 2019, separated 27 June 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3707?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 2005.\n- Stefan reports to Yuki.\n- Tessa reports to Stefan.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Summit Energy was founded in 1991.\n- Yuki reports to Emeka.\n- Jonas reports to Tobias.\n- Yuki works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Brno.\n- Beacon Insurance was founded in 1983.\n- Tobias reports to Priya.\n- Nadia reports to Jonas.\n- Summit Energy is headquartered in Turku.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Zoya reports to Mateo.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Bruno works for Summit Energy.\n- Aisha reports to Zoya.\n- Emeka reports to Bruno.\n- Mateo works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Zoya works for Ironwood Manufacturing.\n- Bruno reports to Nadia.\n- Emeka works for Atlas Freight.\n- Aisha works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Priya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14123", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14124", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5044: employee Omar T., hired 19 May 2021, separated 26 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5044?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14125", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5263: employee Felix A., hired 28 August 2021, separated 15 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5263?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14126", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1725: employee Amara M., hired 18 April 2022, separated 12 March 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1725?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Summit Energy is headquartered in Bergen.\n- Lattice Analytics was founded in 1994.\n- Meridian Bank is headquartered in Bergen.\n- Vantage Air is headquartered in Malmo.\n- Chiara reports to Tessa.\n- Bruno reports to Dmitri.\n- Chiara works for Vantage Air.\n- Leila works for Meridian Bank.\n- Lattice Analytics is headquartered in Malmo.\n- Deshawn reports to Priya.\n- Summit Energy was founded in 2010.\n- Elena works for Lattice Analytics.\n- Leila reports to Chiara.\n- Stefan works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Bruno works for Meridian Bank.\n- Vantage Air was founded in 2014.\n- Meridian Bank was founded in 1976.\n- Stefan reports to Elena.\n- Deshawn works for Meridian Bank.\n- Sanne reports to Bruno.\n- Sanne works for Vantage Air.\n- Tessa reports to Sanne.\n- Elena reports to Leila.\n- Priya reports to Stefan.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Jonas reports to Dmitri.\n- Vantage Air was founded in 2000.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1989.\n- Northwind Systems is headquartered in Turku.\n- Anders reports to Tessa.\n- Tessa reports to Jonas.\n- Sanne reports to Pablo.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods was founded in 1982.\n- Anders works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Jonas works for Vantage Air.\n- Callum reports to Mei.\n- Tobias reports to Callum.\n- Aisha reports to Sanne.\n- Tessa works for Vantage Air.\n- Aisha works for Helios Logistics.\n- Fernhill Foods is headquartered in Halifax.\n- Dmitri reports to Tobias.\n- Pablo reports to Anders.\n- Helios Logistics was founded in 2007.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Elena.\n- Anders works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Tessa reports to Stefan.\n- Stefan reports to Mei.\n- Dmitri works for Crescent Telecom.\n- Fernhill Foods was founded in 1990.\n- Ingrid works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Crescent Telecom was founded in 2000.\n- Crescent Telecom is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Kenji works for Crescent Telecom.\n- Pinnacle Software is headquartered in Tallinn.\n- Stefan works for Crescent Telecom.\n- Wren reports to Kenji.\n- Beacon Insurance was founded in 2010.\n- Anders reports to Ingrid.\n- Fernhill Foods is headquartered in Austin.\n- Tessa works for Beacon Insurance.\n- Pinnacle Software was founded in 1983.\n- Elena reports to Dmitri.\n- Amara works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Tobias reports to Amara.\n- Kenji reports to Anders.\n- Mei reports to Tobias.\n- Dmitri reports to Yuki.\n- Yuki reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14130", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14131", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7890: employee Chiara A., hired 17 January 2024, separated 12 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7890?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14132", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 05 August 2025): For employees hired on or after 05 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1686: employee Amara T., hired 06 June 2024, separated 07 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1686?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1994.\n- Jonas works for Vantage Air.\n- Pablo works for Atlas Freight.\n- Sanne reports to Jonas.\n- Omar works for Atlas Freight.\n- Leila reports to Dmitri.\n- Mara reports to Sanne.\n- Vantage Air was founded in 1991.\n- Vantage Air is headquartered in Malmo.\n- Ingrid works for Beacon Insurance.\n- Omar reports to Nadia.\n- Sanne works for Beacon Insurance.\n- Dmitri reports to Mara.\n- Mara works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 1980.\n- Ingrid reports to Pablo.\n- Nadia works for Atlas Freight.\n- Nadia reports to Leila.\n- Atlas Freight is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Malmo.\n- Aisha reports to Omar.\n- Jonas reports to Ingrid.\n- Dmitri works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Aisha works for Vantage Air.\n- Beacon Insurance was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki reports to Stefan.\n- Emeka works for Vantage Air.\n- Viktor works for Vantage Air.\n- Lattice Analytics was founded in 1996.\n- Vantage Air is headquartered in Austin.\n- Chiara reports to Dmitri.\n- Stefan reports to Ingrid.\n- Helios Logistics is headquartered in Malmo.\n- Emeka reports to Viktor.\n- Dmitri reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Austin.\n- Ingrid reports to Tobias.\n- Helios Logistics was founded in 1994.\n- Ingrid works for Lattice Analytics.\n- Stefan works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Vantage Air was founded in 2007.\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1997", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14135", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Priya.\n- Priya reports to Hana.\n- Chiara works for Atlas Freight.\n- Lucia works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Hana works for Atlas Freight.\n- Hana reports to Chiara.\n- Deshawn reports to Zoya.\n- Atlas Freight was founded in 1981.\n- Mara works for Beacon Insurance.\n- Ravi works for Northwind Systems.\n- Mateo reports to Mara.\n- Lucia reports to Jonas.\n- Deshawn works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Northwind Systems was founded in 2013.\n- Chiara reports to Lucia.\n- Zoya works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Beacon Insurance was founded in 2005.\n- Zoya reports to Mateo.\n- Crescent Telecom was founded in 1982.\n- Atlas Freight is headquartered in Brno.\n- Emeka reports to Deshawn.\n- Beacon Insurance is headquartered in Turku.\n- Emeka works for Northwind Systems.\n- Omar reports to Ravi.\n- Crescent Telecom is headquartered in Turku.\n- Omar works for Atlas Freight.\n- Jonas reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Chiara works for Lattice Analytics.\n- Lucia reports to Tessa.\n- Pinnacle Software was founded in 1984.\n- Priya works for Pinnacle Software.\n- Tessa works for Bluepine Aviation.\n- Tobias works for Lattice Analytics.\n- Tessa reports to Priya.\n- Stefan works for Helios Logistics.\n- Lucia works for Pinnacle Software.\n- Helios Logistics was founded in 2006.\n- Chiara reports to Stefan.\n- Pinnacle Software is headquartered in Oslo.\n- Mei reports to Lucia.\n- Priya reports to Chiara.\n- Lattice Analytics was founded in 2012.\n- Nadia works for Bluepine Aviation.\n- Tobias reports to Nadia.\n- Mei works for Bluepine Aviation.\n- Helios Logistics is headquartered in Oslo.\n- Bluepine Aviation was founded in 1978.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Viktor reports to Mateo.\n- Wren works for Beacon Insurance.\n- Wren reports to Callum.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1984.\n- Anders works for Lattice Analytics.\n- Beacon Insurance was founded in 2009.\n- Northwind Systems was founded in 2005.\n- Sanne works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Beacon Insurance is headquartered in Oslo.\n- Mara works for Lattice Analytics.\n- Anders reports to Wren.\n- Lucia reports to Sanne.\n- Cobalt Health is headquartered in Lyon.\n- Callum reports to Lucia.\n- Northwind Systems is headquartered in Halifax.\n- Mara reports to Anders.\n- Lattice Analytics is headquartered in Oslo.\n- Sanne reports to Viktor.\n- Lattice Analytics was founded in 1975.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2002.\n- Dmitri reports to Amara.\n- Deshawn reports to Mara.\n- Deshawn works for Meridian Bank.\n- Hana works for Lattice Analytics.\n- Kenji works for Bluepine Aviation.\n- Dmitri works for Lattice Analytics.\n- Nadia reports to Ingrid.\n- Ingrid reports to Bruno.\n- Mara works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Elena reports to Anders.\n- Nadia works for Meridian Bank.\n- Atlas Freight is headquartered in Austin.\n- Meridian Bank was founded in 2001.\n- Lattice Analytics is headquartered in Leeds.\n- Bruno reports to Deshawn.\n- Kenji reports to Nadia.\n- Bluepine Aviation is headquartered in Leeds.\n- Mara reports to Elena.\n- Bluepine Aviation was founded in 1998.\n- Amara reports to Priya.\n- Bruno works for Meridian Bank.\n- Hana reports to Dmitri.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Ingrid works for Lattice Analytics.\n- Priya works for Meridian Bank.\n- Atlas Freight was founded in 2011.\n- Anders reports to Hana.\n- Elena works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14140", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14141", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14142", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Tessa works for Pinnacle Software.\n- Vantage Air was founded in 1976.\n- Chiara works for Cedar Retail Group.\n- Sofia works for Bluepine Aviation.\n- Aisha reports to Yuki.\n- Cedar Retail Group was founded in 2004.\n- Yuki works for Pinnacle Software.\n- Yuki reports to Callum.\n- Elena reports to Zoya.\n- Cedar Retail Group is headquartered in Leeds.\n- Chiara reports to Tessa.\n- Priya works for Cedar Retail Group.\n- Viktor reports to Sofia.\n- Callum reports to Wren.\n- Bluepine Aviation is headquartered in Basel.\n- Felix works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Tessa reports to Elena.\n- Bluepine Aviation was founded in 2011.\n- Viktor works for Pinnacle Software.\n- Felix reports to Aisha.\n- Zoya reports to Priya.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 1975.\n- Wren reports to Viktor.\n- Pinnacle Software is headquartered in Leeds.\n- Elena works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Sofia reports to Chiara.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14144", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8265: employee Anders S., hired 19 September 2019, separated 16 February 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8265?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Elena.\n- Mateo reports to Ravi.\n- Elena reports to Zoya.\n- Northwind Systems is headquartered in Leeds.\n- Aisha works for Crescent Telecom.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Crescent Telecom was founded in 2012.\n- Priya reports to Mateo.\n- Priya works for Crescent Telecom.\n- Northwind Systems was founded in 1979.\n- Zoya reports to Callum.\n- Callum works for Northwind Systems.\n- Crescent Telecom is headquartered in Basel.\n- Chiara works for Vantage Air.\n- Zoya works for Northwind Systems.\n- Kenji reports to Priya.\n- Amara works for Vantage Air.\n- Pinnacle Software was founded in 1985.\n- Kenji works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Vantage Air is headquartered in Leeds.\n- Callum reports to Amara.\n- Pinnacle Software is headquartered in Adelaide.\n- Ravi reports to Chiara.\n- Ravi works for Vantage Air.\n- Amara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14146", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 29082 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Emeka works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Meridian Bank is headquartered in Dunedin.\n- Deshawn reports to Felix.\n- Emeka reports to Mei.\n- Northwind Systems was founded in 1998.\n- Felix reports to Jonas.\n- Jonas reports to Stefan.\n- Mei works for Helios Logistics.\n- Mei reports to Wren.\n- Helios Logistics was founded in 1996.\n- Anders works for Pinnacle Software.\n- Stefan reports to Tessa.\n- Wren reports to Anders.\n- Anders reports to Dmitri.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1981.\n- Stefan works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Meridian Bank was founded in 2007.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Cobalt Health is headquartered in Tampere.\n- Hana works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1985.\n- Cobalt Health was founded in 1975.\n- Cedar Retail Group was founded in 1993.\n- Meridian Bank was founded in 1995.\n- Hana reports to Aisha.\n- Nadia reports to Callum.\n- Lucia works for Meridian Bank.\n- Yuki reports to Hana.\n- Zoya reports to Nadia.\n- Yuki works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Callum reports to Sanne.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group is headquartered in Porto.\n- Lucia reports to Yuki.\n- Aisha reports to Zoya.\n- Lattice Analytics is headquartered in Tampere.\n- Mara reports to Amara.\n- Amara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14149", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3866: employee Sanne K., hired 08 August 2023, separated 27 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3866?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14150", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14151", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Mateo works for Helios Logistics.\n- Callum reports to Jonas.\n- Viktor works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Amara works for Ironwood Manufacturing.\n- Bruno works for Cedar Retail Group.\n- Viktor reports to Bruno.\n- Cedar Retail Group is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 2007.\n- Ironwood Manufacturing was founded in 2000.\n- Tessa reports to Amara.\n- Tobias works for Ironwood Manufacturing.\n- Amara reports to Tobias.\n- Nadia reports to Leila.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Mateo reports to Tessa.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Helios Logistics was founded in 1991.\n- Callum works for Bluepine Aviation.\n- Bruno reports to Mateo.\n- Tessa works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2006.\n- Leila reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14153", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mateo.\n- Beacon Insurance is headquartered in Lyon.\n- Wren works for Vantage Air.\n- Elena works for Vantage Air.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Meridian Bank was founded in 1977.\n- Aisha reports to Leila.\n- Aisha works for Vantage Air.\n- Elena reports to Felix.\n- Anders works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Ravi reports to Wren.\n- Beacon Insurance was founded in 2008.\n- Omar reports to Aisha.\n- Anders reports to Ravi.\n- Meridian Bank is headquartered in Lyon.\n- Ravi works for Meridian Bank.\n- Cobalt Health was founded in 1977.\n- Ingrid reports to Anders.\n- Leila works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Vantage Air is headquartered in Lyon.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo reports to Elena.\n- Felix works for Beacon Insurance.\n- Leila reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14155", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14156", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 November 2025): For employees hired on or after 01 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2657: employee Callum R., hired 25 October 2023, separated 20 January 2027 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2657?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14157", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "cancel_trip", "3": "change_seat", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14158", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14159", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4107: employee Nadia A., hired 07 February 2022, separated 10 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4107?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Mateo reports to Felix.\n- Ironwood Manufacturing was founded in 1986.\n- Pablo reports to Sofia.\n- Stefan works for Pinnacle Software.\n- Atlas Freight is headquartered in Valencia.\n- Stefan reports to Hana.\n- Pinnacle Software was founded in 1989.\n- Atlas Freight was founded in 2009.\n- Felix reports to Tobias.\n- Pablo works for Atlas Freight.\n- Sofia reports to Mateo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Hana works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Tobias works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Lattice Analytics was founded in 2010.\n- Lattice Analytics is headquartered in Tallinn.\n- Mateo works for Pinnacle Software.\n- Hana reports to Pablo.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Jonas reports to Priya.\n- Cedar Retail Group was founded in 1995.\n- Lattice Analytics is headquartered in Dunedin.\n- Pinnacle Software was founded in 1990.\n- Meridian Bank is headquartered in Bergen.\n- Lattice Analytics was founded in 1986.\n- Cedar Retail Group is headquartered in Bergen.\n- Anders reports to Jonas.\n- Zoya reports to Anders.\n- Anders works for Pinnacle Software.\n- Meridian Bank was founded in 1979.\n- Priya reports to Mateo.\n- Aisha reports to Elena.\n- Zoya works for Pinnacle Software.\n- Aisha works for Cedar Retail Group.\n- Elena reports to Zoya.\n- Stefan reports to Aisha.\n- Jonas works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Pinnacle Software is headquartered in Dunedin.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14162", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14163", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 June 2025): For employees hired on or after 08 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3259: employee Ingrid A., hired 24 November 2024, separated 26 December 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-3259 under the controlling rules.", "criteria": {"0": "$2,888", "1": "$3,500", "2": "$4,000", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Bruno.\n- Ingrid works for Crescent Telecom.\n- Viktor works for Ironwood Manufacturing.\n- Bruno reports to Dmitri.\n- Cobalt Health is headquartered in Austin.\n- Crescent Telecom was founded in 1985.\n- Dmitri reports to Mei.\n- Cobalt Health was founded in 2000.\n- Crescent Telecom is headquartered in Lyon.\n- Aisha works for Crescent Telecom.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1998.\n- Amara reports to Zoya.\n- Yuki reports to Ingrid.\n- Bruno works for Ironwood Manufacturing.\n- Amara works for Crescent Telecom.\n- Nadia works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Zoya works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1996.\n- Mei reports to Yuki.\n- Mei works for Lattice Analytics.\n- Ingrid reports to Viktor.\n- Zoya reports to Nadia.\n- Lattice Analytics is headquartered in Austin.\n- Viktor reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14165", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Kenji reports to Omar.\n- Tessa works for Lattice Analytics.\n- Aisha works for Meridian Bank.\n- Northwind Systems is headquartered in Adelaide.\n- Pinnacle Software was founded in 1997.\n- Mei reports to Aisha.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Tessa reports to Sofia.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Amara reports to Hana.\n- Meridian Bank was founded in 1996.\n- Lattice Analytics was founded in 1994.\n- Hana reports to Kenji.\n- Omar works for Pinnacle Software.\n- Mei works for Meridian Bank.\n- Sofia works for Northwind Systems.\n- Mara reports to Amara.\n- Sofia reports to Emeka.\n- Emeka works for Meridian Bank.\n- Northwind Systems was founded in 2006.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Mara.\n- Aisha reports to Callum.\n- Hana works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Emeka reports to Mei.\n- Omar reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14167", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 6, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7753: employee Anders B., hired 17 June 2022, separated 14 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7753?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14168", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "report_fraud", "4": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Chiara reports to Stefan.\n- Viktor works for Northwind Systems.\n- Cobalt Health is headquartered in Adelaide.\n- Northwind Systems was founded in 2013.\n- Mara works for Northwind Systems.\n- Cedar Retail Group is headquartered in Lyon.\n- Chiara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Brno.\n- Elena reports to Chiara.\n- Felix reports to Mara.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Viktor reports to Elena.\n- Cedar Retail Group was founded in 1981.\n- Stefan works for Ironwood Manufacturing.\n- Bruno reports to Viktor.\n- Felix works for Cedar Retail Group.\n- Zoya reports to Felix.\n- Bruno works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2010.\n- Mara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14170", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14171", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8944: employee Kenji S., hired 03 September 2023, separated 24 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8944?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ravi works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software was founded in 2003.\n- Deshawn reports to Amara.\n- Amara works for Crescent Telecom.\n- Dmitri works for Helios Logistics.\n- Ingrid reports to Tessa.\n- Mara reports to Deshawn.\n- Tobias works for Crescent Telecom.\n- Dmitri reports to Elena.\n- Sanne reports to Dmitri.\n- Helios Logistics is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi reports to Tobias.\n- Ironwood Manufacturing was founded in 1991.\n- Elena works for Helios Logistics.\n- Mara works for Crescent Telecom.\n- Tobias reports to Ingrid.\n- Tessa reports to Sanne.\n- Tessa works for Pinnacle Software.\n- Helios Logistics was founded in 1997.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 2011.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14173", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 94386, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14174", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "coverage_question", "3": "test_results", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Meridian Bank was founded in 1995.\n- Viktor reports to Lucia.\n- Elena works for Atlas Freight.\n- Lucia works for Meridian Bank.\n- Nadia reports to Viktor.\n- Mateo reports to Wren.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 1978.\n- Elena reports to Tessa.\n- Lucia reports to Mateo.\n- Wren reports to Pablo.\n- Tessa works for Meridian Bank.\n- Pablo reports to Zoya.\n- Sofia reports to Nadia.\n- Cedar Retail Group was founded in 1982.\n- Wren works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Atlas Freight is headquartered in Nagoya.\n- Meridian Bank is headquartered in Lyon.\n- Tessa reports to Sofia.\n- Atlas Freight was founded in 1987.\n- Cedar Retail Group is headquartered in Lyon.\n- Zoya works for Helios Logistics.\n- Sofia works for Atlas Freight.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Nagoya.\n- Priya works for Lattice Analytics.\n- Leila reports to Bruno.\n- Leila works for Beacon Insurance.\n- Yuki reports to Sanne.\n- Felix works for Lattice Analytics.\n- Sofia reports to Ingrid.\n- Ingrid reports to Kenji.\n- Priya reports to Sofia.\n- Atlas Freight is headquartered in Austin.\n- Felix reports to Leila.\n- Sanne reports to Priya.\n- Aisha reports to Felix.\n- Ingrid works for Meridian Bank.\n- Bruno reports to Yuki.\n- Lattice Analytics was founded in 2009.\n- Atlas Freight was founded in 1990.\n- Meridian Bank was founded in 1994.\n- Sanne works for Atlas Freight.\n- Yuki works for Lattice Analytics.\n- Kenji works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Bruno works for Lattice Analytics.\n- Aisha works for Atlas Freight.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14177", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6795: employee Deshawn T., hired 03 September 2022, separated 24 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6795?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14178", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14179", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7217: employee Bruno A., hired 06 December 2021, separated 22 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7217?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14180", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4280: employee Omar K., hired 19 January 2023, separated 23 November 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4280?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14181", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14182", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Dmitri reports to Felix.\n- Elena reports to Stefan.\n- Lattice Analytics is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Dunedin.\n- Felix reports to Mei.\n- Meridian Bank is headquartered in Malmo.\n- Cedar Retail Group was founded in 1993.\n- Anders reports to Ingrid.\n- Priya works for Lattice Analytics.\n- Mei reports to Viktor.\n- Meridian Bank was founded in 1998.\n- Atlas Freight is headquartered in Malmo.\n- Ingrid works for Meridian Bank.\n- Callum reports to Anders.\n- Viktor works for Cedar Retail Group.\n- Stefan reports to Dmitri.\n- Viktor reports to Priya.\n- Dmitri works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Atlas Freight was founded in 2009.\n- Callum works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Elena works for Lattice Analytics.\n- Ingrid reports to Elena.\n- Lattice Analytics was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14184", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Sanne reports to Omar.\n- Dmitri reports to Zoya.\n- Tobias works for Ironwood Manufacturing.\n- Callum reports to Mateo.\n- Deshawn works for Lattice Analytics.\n- Helios Logistics was founded in 2002.\n- Stefan reports to Felix.\n- Zoya works for Helios Logistics.\n- Callum works for Pinnacle Software.\n- Mateo reports to Stefan.\n- Lattice Analytics is headquartered in Adelaide.\n- Sanne works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Viktor reports to Dmitri.\n- Viktor works for Helios Logistics.\n- Kenji works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1988.\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn reports to Viktor.\n- Stefan works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Zoya reports to Sanne.\n- Pinnacle Software was founded in 1990.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2013.\n- Kenji reports to Deshawn.\n- Dmitri works for Lattice Analytics.\n- Felix reports to Kenji.\n- Helios Logistics is headquartered in Brno.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14186", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14187", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2660: employee Sofia B., hired 22 August 2023, separated 09 October 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-2660 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$3,300", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14188", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14189", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Pablo works for Atlas Freight.\n- Nadia reports to Elena.\n- Wren works for Summit Energy.\n- Cedar Retail Group was founded in 2015.\n- Vantage Air was founded in 1986.\n- Cedar Retail Group is headquartered in Brno.\n- Sofia reports to Nadia.\n- Ingrid reports to Sofia.\n- Yuki works for Vantage Air.\n- Elena reports to Mateo.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Valencia.\n- Mateo works for Atlas Freight.\n- Summit Energy was founded in 1998.\n- Nadia works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Wren reports to Ingrid.\n- Vantage Air is headquartered in Lyon.\n- Sofia works for Summit Energy.\n- Elena works for Atlas Freight.\n- Summit Energy is headquartered in Lyon.\n- Yuki reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1983", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14191", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Felix.\n- Felix works for Northwind Systems.\n- Crescent Telecom is headquartered in Porto.\n- Northwind Systems was founded in 2011.\n- Felix reports to Yuki.\n- Chiara works for Ironwood Manufacturing.\n- Amara reports to Priya.\n- Stefan reports to Amara.\n- Priya works for Ironwood Manufacturing.\n- Dmitri works for Northwind Systems.\n- Omar reports to Sanne.\n- Yuki works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Yuki reports to Stefan.\n- Amara works for Atlas Freight.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1988.\n- Kenji works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Atlas Freight is headquartered in Porto.\n- Chiara reports to Kenji.\n- Omar works for Atlas Freight.\n- Dmitri reports to Omar.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Crescent Telecom was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14193", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14194", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14195", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1804: employee Dmitri T., hired 05 October 2022, separated 26 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1804?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14197", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14198", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14199", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8073: employee Sanne B., hired 02 March 2024, separated 01 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8073?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14200", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14201", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 October 2025): For employees hired on or after 21 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2179: employee Stefan S., hired 20 May 2022, separated 08 January 2027 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2179?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14202", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14203", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4862: employee Stefan S., hired 17 December 2022, separated 06 May 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4862?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14204", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 66096 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14205", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 7, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 July 2025): For employees hired on or after 03 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6104: employee Felix T., hired 30 October 2021, separated 23 December 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6104?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14206", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14207", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Elena.\n- Tessa reports to Sanne.\n- Priya reports to Stefan.\n- Lucia works for Northwind Systems.\n- Emeka reports to Deshawn.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Crescent Telecom was founded in 2011.\n- Mara works for Crescent Telecom.\n- Lattice Analytics was founded in 2008.\n- Mateo works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Sanne works for Lattice Analytics.\n- Elena reports to Tessa.\n- Deshawn reports to Anders.\n- Summit Energy was founded in 2012.\n- Summit Energy is headquartered in Tampere.\n- Anders works for Lattice Analytics.\n- Crescent Telecom is headquartered in Bergen.\n- Kenji works for Northwind Systems.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji reports to Mara.\n- Sanne reports to Emeka.\n- Mateo reports to Kenji.\n- Tessa works for Crescent Telecom.\n- Mara reports to Lucia.\n- Northwind Systems was founded in 2015.\n- Stefan works for Lattice Analytics.\n- Lucia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14208", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7627: employee Mei A., hired 19 April 2022, separated 16 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7627?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Deshawn.\n- Pablo reports to Zoya.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Vantage Air was founded in 1997.\n- Cobalt Health was founded in 1988.\n- Meridian Bank was founded in 2004.\n- Nadia works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Emeka reports to Pablo.\n- Ravi works for Fernhill Foods.\n- Cobalt Health is headquartered in Tallinn.\n- Emeka works for Vantage Air.\n- Aisha works for Fernhill Foods.\n- Vantage Air is headquartered in Nagoya.\n- Deshawn reports to Ravi.\n- Nadia reports to Aisha.\n- Fernhill Foods is headquartered in Porto.\n- Zoya works for Vantage Air.\n- Ravi reports to Lucia.\n- Lucia works for Meridian Bank.\n- Lucia reports to Nadia.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14210", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Elena.\n- Felix reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Priya works for Cedar Retail Group.\n- Northwind Systems is headquartered in Leeds.\n- Yuki works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Yuki reports to Priya.\n- Mara works for Northwind Systems.\n- Cedar Retail Group was founded in 2011.\n- Lattice Analytics was founded in 1981.\n- Mara reports to Wren.\n- Pinnacle Software is headquartered in Valencia.\n- Priya reports to Felix.\n- Pinnacle Software was founded in 1995.\n- Wren reports to Yuki.\n- Kenji works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Elena reports to Mara.\n- Lattice Analytics is headquartered in Basel.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14212", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "file_claim", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14213", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14214", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5241: employee Sofia S., hired 29 August 2022, separated 04 May 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-5241 under the controlling rules.", "criteria": {"0": "$15,692", "1": "$15,577", "2": "$68,000", "3": "$14,692"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14215", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14216", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 October 2022): For employees hired on or after 25 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1952: employee Leila S., hired 29 July 2020, separated 15 July 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1952?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14217", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14218", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14219", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14220", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 April 2023): For employees hired on or after 07 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3097: employee Dmitri B., hired 16 April 2022, separated 26 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3097?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14221", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14222", "family": "intent_v3", "state": "Incoming support message:\n\"Order 98276 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Callum.\n- Lattice Analytics was founded in 1979.\n- Ingrid works for Summit Energy.\n- Chiara reports to Kenji.\n- Kenji reports to Mei.\n- Amara works for Summit Energy.\n- Kenji works for Lattice Analytics.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana works for Helios Logistics.\n- Callum works for Summit Energy.\n- Felix reports to Chiara.\n- Amara reports to Felix.\n- Mara reports to Amara.\n- Lattice Analytics is headquartered in Malmo.\n- Summit Energy is headquartered in Valencia.\n- Mei reports to Hana.\n- Ingrid reports to Mara.\n- Helios Logistics is headquartered in Basel.\n- Callum reports to Ravi.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Mara works for Bluepine Aviation.\n- Helios Logistics was founded in 1980.\n- Chiara works for Helios Logistics.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14224", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14225", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14226", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14227", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2981: employee Jonas K., hired 20 January 2021, separated 09 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2981?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14228", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14229", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 October 2025): For employees hired on or after 08 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5441: employee Stefan A., hired 06 June 2022, separated 12 September 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5441?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1979.\n- Callum reports to Mateo.\n- Nadia works for Meridian Bank.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 1988.\n- Crescent Telecom is headquartered in Cork.\n- Meridian Bank is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Omar works for Crescent Telecom.\n- Felix reports to Nadia.\n- Mei works for Meridian Bank.\n- Stefan reports to Omar.\n- Aisha works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Aisha reports to Felix.\n- Meridian Bank was founded in 1985.\n- Mateo works for Crescent Telecom.\n- Mei reports to Callum.\n- Helios Logistics is headquartered in Halifax.\n- Mateo reports to Aisha.\n- Pablo reports to Mei.\n- Chiara works for Helios Logistics.\n- Chiara reports to Stefan.\n- Crescent Telecom was founded in 1981.\n- Omar reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14231", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14232", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Anders works for Ironwood Manufacturing.\n- Lucia reports to Ingrid.\n- Ironwood Manufacturing was founded in 1999.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance was founded in 1981.\n- Ironwood Manufacturing is headquartered in Brno.\n- Felix works for Cedar Retail Group.\n- Anders reports to Elena.\n- Ingrid reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Felix reports to Ravi.\n- Ingrid works for Meridian Bank.\n- Mei reports to Callum.\n- Elena reports to Felix.\n- Mei works for Cedar Retail Group.\n- Meridian Bank is headquartered in Lyon.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2014.\n- Beacon Insurance is headquartered in Brno.\n- Elena works for Cedar Retail Group.\n- Meridian Bank was founded in 2002.\n- Zoya reports to Mei.\n- Ravi works for Meridian Bank.\n- Ravi reports to Lucia.\n- Aisha reports to Zoya.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Vantage Air was founded in 1987.\n- Aisha works for Vantage Air.\n- Anders reports to Felix.\n- Chiara works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tampere.\n- Felix reports to Chiara.\n- Stefan reports to Sofia.\n- Meridian Bank is headquartered in Leeds.\n- Bruno works for Vantage Air.\n- Callum reports to Pablo.\n- Vantage Air is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Tampere.\n- Stefan works for Cedar Retail Group.\n- Hana works for Meridian Bank.\n- Callum works for Cedar Retail Group.\n- Sofia reports to Callum.\n- Kenji reports to Anders.\n- Pablo works for Northwind Systems.\n- Hana reports to Kenji.\n- Kenji works for Northwind Systems.\n- Bruno reports to Ingrid.\n- Ingrid works for Cedar Retail Group.\n- Sofia works for Northwind Systems.\n- Pablo reports to Aisha.\n- Ingrid reports to Stefan.\n- Meridian Bank was founded in 1989.\n- Northwind Systems was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14235", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6062: employee Jonas T., hired 26 October 2019, separated 30 March 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6062?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Tessa works for Northwind Systems.\n- Yuki works for Summit Energy.\n- Yuki reports to Sanne.\n- Ingrid reports to Mateo.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Priya reports to Tessa.\n- Ironwood Manufacturing was founded in 1999.\n- Viktor reports to Emeka.\n- Ingrid works for Summit Energy.\n- Northwind Systems was founded in 1977.\n- Helios Logistics is headquartered in Cork.\n- Callum reports to Yuki.\n- Callum works for Northwind Systems.\n- Leila works for Ironwood Manufacturing.\n- Tessa reports to Leila.\n- Northwind Systems is headquartered in Adelaide.\n- Summit Energy is headquartered in Adelaide.\n- Helios Logistics was founded in 1976.\n- Emeka reports to Callum.\n- Leila reports to Viktor.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Priya works for Helios Logistics.\n- Mateo reports to Priya.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Austin.\n- Kenji reports to Ravi.\n- Ravi reports to Amara.\n- Cedar Retail Group was founded in 1987.\n- Ironwood Manufacturing was founded in 1998.\n- Amara reports to Zoya.\n- Emeka reports to Sofia.\n- Anders works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Hana reports to Anders.\n- Hana works for Ironwood Manufacturing.\n- Emeka works for Cedar Retail Group.\n- Amara works for Crescent Telecom.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1991.\n- Crescent Telecom was founded in 1984.\n- Crescent Telecom is headquartered in Tallinn.\n- Zoya works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Zoya reports to Emeka.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Cobalt Health is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Cobalt Health was founded in 1981.\n- Pinnacle Software was founded in 1995.\n- Fernhill Foods is headquartered in Tampere.\n- Bruno reports to Emeka.\n- Mei works for Fernhill Foods.\n- Mateo works for Cobalt Health.\n- Mateo reports to Ravi.\n- Yuki works for Fernhill Foods.\n- Mei reports to Yuki.\n- Ingrid reports to Mei.\n- Fernhill Foods was founded in 1996.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Bruno works for Pinnacle Software.\n- Zoya reports to Mateo.\n- Ravi reports to Ingrid.\n- Ironwood Manufacturing was founded in 1994.\n- Emeka reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14239", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9873: employee Emeka R., hired 07 May 2023, separated 11 May 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2025-9873 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$5,000", "2": "$2,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Meridian Bank was founded in 2010.\n- Meridian Bank is headquartered in Valencia.\n- Felix reports to Pablo.\n- Mara reports to Wren.\n- Vantage Air is headquartered in Leeds.\n- Felix works for Meridian Bank.\n- Wren reports to Sanne.\n- Helios Logistics is headquartered in Bergen.\n- Sanne works for Pinnacle Software.\n- Pablo reports to Mara.\n- Mara works for Helios Logistics.\n- Ravi works for Meridian Bank.\n- Ravi reports to Sofia.\n- Vantage Air was founded in 1996.\n- Sofia works for Helios Logistics.\n- Sofia reports to Chiara.\n- Chiara reports to Felix.\n- Helios Logistics was founded in 1996.\n- Pablo works for Meridian Bank.\n- Pinnacle Software was founded in 1992.\n- Chiara works for Helios Logistics.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14241", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 June 2025): For employees hired on or after 03 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6301: employee Aisha B., hired 22 January 2022, separated 09 October 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-6301 under the controlling rules.", "criteria": {"0": "$10,425", "1": "$12,425", "2": "$53,842", "3": "$12,338"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14242", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14243", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Zoya reports to Elena.\n- Stefan reports to Amara.\n- Summit Energy is headquartered in Tampere.\n- Deshawn works for Summit Energy.\n- Cobalt Health is headquartered in Porto.\n- Priya works for Summit Energy.\n- Cobalt Health was founded in 1993.\n- Priya reports to Leila.\n- Crescent Telecom was founded in 1986.\n- Elena works for Summit Energy.\n- Mara works for Cobalt Health.\n- Deshawn reports to Zoya.\n- Felix works for Summit Energy.\n- Amara works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Summit Energy was founded in 1994.\n- Vantage Air was founded in 2004.\n- Tobias works for Summit Energy.\n- Leila reports to Stefan.\n- Zoya works for Crescent Telecom.\n- Elena reports to Priya.\n- Stefan works for Vantage Air.\n- Sofia reports to Deshawn.\n- Mara reports to Sofia.\n- Amara reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Chiara reports to Tobias.\n- Felix reports to Mara.\n- Sofia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14245", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 7, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7032: employee Priya B., hired 09 May 2023, separated 26 April 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7032?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14246", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14247", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14248", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4563: employee Wren B., hired 02 June 2022, separated 12 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4563?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Pinnacle Software.\n- Sofia works for Lattice Analytics.\n- Pinnacle Software was founded in 1988.\n- Tobias reports to Tessa.\n- Ingrid reports to Priya.\n- Tobias works for Crescent Telecom.\n- Ingrid works for Lattice Analytics.\n- Crescent Telecom was founded in 2015.\n- Stefan reports to Hana.\n- Crescent Telecom is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1989.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Priya works for Pinnacle Software.\n- Lattice Analytics was founded in 1979.\n- Tessa reports to Ingrid.\n- Tessa works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Callum reports to Sofia.\n- Sofia reports to Stefan.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14250", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 4188 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14251", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14252", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14254", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14255", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 75789 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14256", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14257", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3484: employee Felix T., hired 24 July 2023, separated 20 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3484?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14258", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4308: employee Chiara R., hired 17 April 2021, separated 12 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4308?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Lattice Analytics is headquartered in Malmo.\n- Stefan works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Lattice Analytics was founded in 1976.\n- Pinnacle Software is headquartered in Malmo.\n- Anders works for Northwind Systems.\n- Crescent Telecom was founded in 2010.\n- Leila reports to Mara.\n- Northwind Systems was founded in 1976.\n- Amara works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Northwind Systems is headquartered in Leeds.\n- Zoya works for Northwind Systems.\n- Stefan reports to Zoya.\n- Amara reports to Anders.\n- Elena reports to Amara.\n- Elena works for Northwind Systems.\n- Mei reports to Stefan.\n- Mara reports to Elena.\n- Crescent Telecom is headquartered in Brno.\n- Pinnacle Software was founded in 1987.\n- Anders reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14260", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14261", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Nadia.\n- Nadia reports to Elena.\n- Chiara reports to Emeka.\n- Zoya reports to Wren.\n- Elena reports to Chiara.\n- Kenji reports to Tessa.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1987.\n- Priya works for Ironwood Manufacturing.\n- Kenji works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Summit Energy was founded in 2010.\n- Ironwood Manufacturing was founded in 1999.\n- Tessa works for Cedar Retail Group.\n- Wren reports to Kenji.\n- Summit Energy is headquartered in Lyon.\n- Emeka works for Ironwood Manufacturing.\n- Wren works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Porto.\n- Fernhill Foods is headquartered in Brno.\n- Elena works for Ironwood Manufacturing.\n- Tessa reports to Priya.\n- Dmitri reports to Zoya.\n- Dmitri works for Summit Energy.\n- Fernhill Foods was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14263", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6865: employee Wren A., hired 16 August 2022, separated 26 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-6865 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$6,000", "2": "$26,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Valencia.\n- Jonas works for Cobalt Health.\n- Dmitri reports to Sanne.\n- Anders works for Helios Logistics.\n- Lattice Analytics was founded in 1976.\n- Sofia reports to Hana.\n- Lucia works for Crescent Telecom.\n- Helios Logistics is headquartered in Nagoya.\n- Callum works for Lattice Analytics.\n- Sofia works for Helios Logistics.\n- Ingrid reports to Lucia.\n- Cobalt Health is headquartered in Turku.\n- Crescent Telecom is headquartered in Valencia.\n- Jonas reports to Anders.\n- Tessa works for Crescent Telecom.\n- Cobalt Health was founded in 1975.\n- Crescent Telecom was founded in 1977.\n- Lucia reports to Sofia.\n- Anders reports to Tessa.\n- Callum reports to Dmitri.\n- Hana works for Helios Logistics.\n- Ingrid works for Crescent Telecom.\n- Helios Logistics was founded in 2008.\n- Sanne works for Cobalt Health.\n- Dmitri works for Helios Logistics.\n- Sanne reports to Ingrid.\n- Hana reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14265", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14266", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14267", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Zoya works for Northwind Systems.\n- Ravi reports to Callum.\n- Elena reports to Sanne.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Nadia reports to Mei.\n- Leila works for Ironwood Manufacturing.\n- Mei reports to Elena.\n- Zoya reports to Jonas.\n- Jonas reports to Leila.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2010.\n- Jonas works for Vantage Air.\n- Northwind Systems is headquartered in Nagoya.\n- Sanne reports to Yuki.\n- Northwind Systems was founded in 1999.\n- Vantage Air is headquartered in Nagoya.\n- Helios Logistics was founded in 2013.\n- Yuki works for Ironwood Manufacturing.\n- Elena works for Helios Logistics.\n- Amara reports to Nadia.\n- Helios Logistics is headquartered in Nagoya.\n- Yuki reports to Zoya.\n- Ravi works for Vantage Air.\n- Anders reports to Ravi.\n- Anders works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Leila reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14269", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2708: employee Tobias K., hired 28 December 2023, separated 13 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2708?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14270", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14271", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 May 2025): For employees hired on or after 30 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3490: employee Omar M., hired 14 February 2024, separated 18 January 2027 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3490?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sofia.\n- Helios Logistics was founded in 1997.\n- Omar works for Helios Logistics.\n- Emeka works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Pinnacle Software was founded in 2008.\n- Helios Logistics is headquartered in Austin.\n- Mara reports to Amara.\n- Omar reports to Ravi.\n- Hana reports to Mara.\n- Sofia reports to Anders.\n- Beacon Insurance is headquartered in Valencia.\n- Yuki works for Northwind Systems.\n- Emeka reports to Omar.\n- Hana works for Helios Logistics.\n- Northwind Systems was founded in 2013.\n- Ravi works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Austin.\n- Sofia works for Northwind Systems.\n- Anders works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Northwind Systems is headquartered in Cork.\n- Beacon Insurance was founded in 1982.\n- Ravi reports to Yuki.\n- Yuki reports to Hana.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14273", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14274", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3663: employee Viktor A., hired 16 August 2022, separated 06 July 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-3663 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$45,000", "2": "$3,505", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Stefan works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Atlas Freight was founded in 2011.\n- Pablo works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Dmitri reports to Pablo.\n- Callum reports to Mateo.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Dmitri works for Vantage Air.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air is headquartered in Porto.\n- Jonas reports to Sofia.\n- Stefan reports to Amara.\n- Vantage Air was founded in 1980.\n- Hana reports to Jonas.\n- Mateo reports to Emeka.\n- Amara reports to Dmitri.\n- Ironwood Manufacturing was founded in 1986.\n- Jonas works for Atlas Freight.\n- Amara works for Vantage Air.\n- Emeka reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14276", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14277", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3693: employee Bruno S., hired 25 April 2022, separated 12 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-3693 under the controlling rules.", "criteria": {"0": "$7,846", "1": "$40,000", "2": "$9,231", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Sanne reports to Lucia.\n- Pinnacle Software is headquartered in Leeds.\n- Tobias works for Bluepine Aviation.\n- Pinnacle Software was founded in 1996.\n- Leila works for Pinnacle Software.\n- Nadia works for Summit Energy.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Halifax.\n- Tobias reports to Nadia.\n- Lucia reports to Leila.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Viktor works for Summit Energy.\n- Amara works for Summit Energy.\n- Amara reports to Viktor.\n- Sanne works for Pinnacle Software.\n- Meridian Bank was founded in 1981.\n- Leila reports to Mateo.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Leeds.\n- Nadia reports to Amara.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14280", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3858: employee Hana M., hired 19 May 2023, separated 15 September 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-3858 under the controlling rules.", "criteria": {"0": "$8,957", "1": "$10,385", "2": "$45,000", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14281", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14282", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14283", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6931: employee Viktor R., hired 08 August 2022, separated 11 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6931?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14284", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14285", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-6 (VERSION 3, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9967: employee Chiara S., hired 13 February 2023, separated 15 June 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-9967 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$5,688", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Leila.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Jonas works for Fernhill Foods.\n- Northwind Systems is headquartered in Nagoya.\n- Felix works for Northwind Systems.\n- Meridian Bank was founded in 1985.\n- Mei reports to Felix.\n- Felix reports to Tobias.\n- Leila reports to Mei.\n- Jonas reports to Lucia.\n- Mei works for Fernhill Foods.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 1994.\n- Meridian Bank is headquartered in Basel.\n- Leila works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Northwind Systems was founded in 1992.\n- Tobias works for Summit Energy.\n- Amara reports to Elena.\n- Elena works for Fernhill Foods.\n- Tobias reports to Amara.\n- Fernhill Foods was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14287", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2013.\n- Vantage Air is headquartered in Valencia.\n- Ingrid works for Vantage Air.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance was founded in 2004.\n- Felix works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Jonas reports to Elena.\n- Elena reports to Pablo.\n- Crescent Telecom is headquartered in Halifax.\n- Anders works for Bluepine Aviation.\n- Anders reports to Tessa.\n- Tessa reports to Felix.\n- Crescent Telecom was founded in 2006.\n- Vantage Air was founded in 2014.\n- Dmitri reports to Kenji.\n- Bluepine Aviation is headquartered in Halifax.\n- Pablo works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Porto.\n- Felix reports to Ingrid.\n- Kenji reports to Jonas.\n- Tobias works for Crescent Telecom.\n- Elena works for Bluepine Aviation.\n- Tessa works for Vantage Air.\n- Kenji works for Bluepine Aviation.\n- Tobias reports to Anders.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2008", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14289", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14290", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14291", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14292", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9951: employee Chiara A., hired 03 December 2021, separated 16 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9951?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Chiara works for Meridian Bank.\n- Emeka reports to Sanne.\n- Bruno works for Summit Energy.\n- Viktor works for Meridian Bank.\n- Bluepine Aviation was founded in 1988.\n- Meridian Bank was founded in 2001.\n- Sanne works for Bluepine Aviation.\n- Mara reports to Emeka.\n- Viktor reports to Amara.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Yuki reports to Priya.\n- Priya reports to Mara.\n- Summit Energy is headquartered in Ghent.\n- Yuki works for Meridian Bank.\n- Amara works for Beacon Insurance.\n- Chiara reports to Bruno.\n- Beacon Insurance is headquartered in Basel.\n- Mateo reports to Leila.\n- Sanne reports to Chiara.\n- Mara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Basel.\n- Priya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Dunedin.\n- Bruno reports to Mateo.\n- Leila works for Meridian Bank.\n- Beacon Insurance was founded in 1990.\n- Amara reports to Yuki.\n- Mei reports to Viktor.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Priya.\n- Anders works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Kenji reports to Mateo.\n- Elena reports to Tobias.\n- Anders reports to Elena.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Meridian Bank is headquartered in Halifax.\n- Tobias works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Vantage Air was founded in 2008.\n- Lattice Analytics was founded in 2010.\n- Lattice Analytics is headquartered in Porto.\n- Viktor reports to Anders.\n- Omar works for Meridian Bank.\n- Mateo reports to Omar.\n- Vantage Air is headquartered in Porto.\n- Atlas Freight was founded in 1991.\n- Priya works for Meridian Bank.\n- Priya reports to Viktor.\n- Viktor works for Atlas Freight.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2001", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Pablo.\n- Lucia reports to Tessa.\n- Aisha works for Cedar Retail Group.\n- Elena reports to Lucia.\n- Felix reports to Anders.\n- Felix works for Meridian Bank.\n- Ravi reports to Deshawn.\n- Ravi works for Meridian Bank.\n- Bruno reports to Aisha.\n- Mateo works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa reports to Ingrid.\n- Helios Logistics was founded in 2015.\n- Elena works for Meridian Bank.\n- Cedar Retail Group was founded in 2008.\n- Ingrid works for Meridian Bank.\n- Bruno works for Lattice Analytics.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Pablo works for Lattice Analytics.\n- Aisha reports to Mateo.\n- Pablo reports to Elena.\n- Lucia works for Meridian Bank.\n- Tessa works for Helios Logistics.\n- Mateo reports to Ravi.\n- Meridian Bank is headquartered in Malmo.\n- Ingrid reports to Bruno.\n- Lattice Analytics was founded in 1986.\n- Meridian Bank was founded in 1987.\n- Lattice Analytics is headquartered in Malmo.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tessa.\n- Ravi works for Ironwood Manufacturing.\n- Sofia reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Chiara reports to Ravi.\n- Mei reports to Sofia.\n- Mara works for Summit Energy.\n- Lattice Analytics was founded in 2013.\n- Ravi reports to Aisha.\n- Ironwood Manufacturing was founded in 2007.\n- Nadia works for Crescent Telecom.\n- Aisha works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Tessa reports to Chiara.\n- Sofia works for Crescent Telecom.\n- Summit Energy is headquartered in Dunedin.\n- Nadia reports to Emeka.\n- Mateo reports to Nadia.\n- Emeka reports to Mara.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Cork.\n- Summit Energy was founded in 2007.\n- Lattice Analytics is headquartered in Nagoya.\n- Tessa works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2014.\n- Crescent Telecom is headquartered in Dunedin.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14297", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Amara works for Cobalt Health.\n- Bluepine Aviation was founded in 2002.\n- Ingrid reports to Stefan.\n- Stefan works for Helios Logistics.\n- Kenji reports to Elena.\n- Northwind Systems was founded in 2000.\n- Elena works for Helios Logistics.\n- Kenji works for Northwind Systems.\n- Elena reports to Mei.\n- Helios Logistics was founded in 1988.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Anders.\n- Amara reports to Tessa.\n- Bluepine Aviation is headquartered in Malmo.\n- Helios Logistics is headquartered in Oslo.\n- Cobalt Health is headquartered in Tampere.\n- Mei works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Stefan reports to Amara.\n- Northwind Systems is headquartered in Tampere.\n- Cobalt Health was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Anders reports to Amara.\n- Sanne works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1998.\n- Chiara works for Ironwood Manufacturing.\n- Viktor reports to Stefan.\n- Ironwood Manufacturing is headquartered in Turku.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Anders.\n- Fernhill Foods was founded in 2005.\n- Fernhill Foods is headquartered in Turku.\n- Anders works for Pinnacle Software.\n- Sanne reports to Chiara.\n- Jonas works for Fernhill Foods.\n- Mei reports to Jonas.\n- Vantage Air is headquartered in Halifax.\n- Amara reports to Hana.\n- Chiara reports to Mei.\n- Hana works for Fernhill Foods.\n- Vantage Air was founded in 1994.\n- Callum reports to Sanne.\n- Pinnacle Software was founded in 1997.\n- Amara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Turku.\n- Viktor works for Pinnacle Software.\n- Jonas reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14300", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14301", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3440: employee Ravi B., hired 04 July 2022, separated 29 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2026-3440 under the controlling rules.", "criteria": {"0": "$11,500", "1": "$50,267", "2": "$11,100", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14302", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "restart_service", "4": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14303", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1983.\n- Amara works for Cedar Retail Group.\n- Yuki works for Cobalt Health.\n- Beacon Insurance was founded in 1988.\n- Tessa works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Fernhill Foods was founded in 1999.\n- Mei works for Cobalt Health.\n- Amara reports to Sanne.\n- Jonas works for Beacon Insurance.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Malmo.\n- Jonas reports to Mateo.\n- Zoya reports to Amara.\n- Elena works for Cobalt Health.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Yuki.\n- Tessa reports to Zoya.\n- Mateo reports to Mei.\n- Yuki reports to Anders.\n- Mei reports to Chiara.\n- Cobalt Health was founded in 2003.\n- Fernhill Foods is headquartered in Ghent.\n- Anders reports to Jonas.\n- Elena reports to Tobias.\n- Chiara reports to Elena.\n- Cedar Retail Group is headquartered in Ghent.\n- Tobias works for Cobalt Health.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14305", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14306", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Vantage Air was founded in 1992.\n- Amara reports to Lucia.\n- Fernhill Foods is headquartered in Malmo.\n- Tobias works for Lattice Analytics.\n- Lucia reports to Sanne.\n- Fernhill Foods was founded in 1987.\n- Lucia works for Fernhill Foods.\n- Vantage Air is headquartered in Porto.\n- Kenji reports to Tobias.\n- Lattice Analytics was founded in 2004.\n- Kenji works for Fernhill Foods.\n- Sanne works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Stefan works for Vantage Air.\n- Ingrid reports to Mei.\n- Mei works for Lattice Analytics.\n- Omar reports to Stefan.\n- Mei reports to Tessa.\n- Amara works for Crescent Telecom.\n- Ingrid works for Fernhill Foods.\n- Sanne reports to Elena.\n- Tessa reports to Omar.\n- Elena reports to Chiara.\n- Stefan reports to Amara.\n- Omar works for Crescent Telecom.\n- Tessa works for Fernhill Foods.\n- Crescent Telecom was founded in 1983.\n- Lattice Analytics is headquartered in Malmo.\n- Chiara reports to Kenji.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14308", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14309", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2510: employee Nadia K., hired 20 February 2020, separated 05 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2510?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2510 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14310", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14311", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2370: employee Omar M., hired 27 October 2020, separated 06 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2370?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14312", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5111: employee Viktor A., hired 24 September 2023, separated 14 December 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5111?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14313", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9749: employee Yuki A., hired 31 January 2024, separated 31 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9749?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14314", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Crescent Telecom.\n- Yuki reports to Tessa.\n- Kenji works for Ironwood Manufacturing.\n- Chiara reports to Kenji.\n- Crescent Telecom was founded in 1987.\n- Tessa works for Northwind Systems.\n- Crescent Telecom is headquartered in Porto.\n- Fernhill Foods is headquartered in Oslo.\n- Tessa reports to Mara.\n- Mara reports to Leila.\n- Nadia reports to Yuki.\n- Ironwood Manufacturing was founded in 1978.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya reports to Nadia.\n- Mara works for Ironwood Manufacturing.\n- Zoya works for Fernhill Foods.\n- Yuki works for Northwind Systems.\n- Leila works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2015.\n- Leila reports to Chiara.\n- Fernhill Foods was founded in 1996.\n- Chiara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14316", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8198: employee Zoya K., hired 29 June 2023, separated 17 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8198?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Nagoya.\n- Beacon Insurance was founded in 2006.\n- Chiara reports to Anders.\n- Dmitri works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Yuki reports to Mei.\n- Anders works for Beacon Insurance.\n- Dmitri reports to Omar.\n- Ironwood Manufacturing was founded in 1987.\n- Atlas Freight was founded in 2009.\n- Leila reports to Chiara.\n- Yuki works for Ironwood Manufacturing.\n- Sofia works for Fernhill Foods.\n- Anders reports to Dmitri.\n- Sofia reports to Leila.\n- Fernhill Foods is headquartered in Bergen.\n- Mei works for Ironwood Manufacturing.\n- Omar reports to Yuki.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Fernhill Foods was founded in 1989.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2012", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14318", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7208: employee Callum M., hired 12 March 2022, separated 14 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7208?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Felix works for Bluepine Aviation.\n- Zoya works for Lattice Analytics.\n- Hana reports to Felix.\n- Sofia reports to Zoya.\n- Hana works for Lattice Analytics.\n- Emeka reports to Sanne.\n- Northwind Systems was founded in 1988.\n- Summit Energy was founded in 1983.\n- Summit Energy is headquartered in Leeds.\n- Lattice Analytics was founded in 1991.\n- Northwind Systems is headquartered in Leeds.\n- Sanne works for Lattice Analytics.\n- Lucia reports to Sofia.\n- Wren works for Summit Energy.\n- Sofia works for Summit Energy.\n- Bluepine Aviation was founded in 2004.\n- Emeka works for Summit Energy.\n- Zoya reports to Hana.\n- Lucia works for Summit Energy.\n- Bluepine Aviation is headquartered in Leeds.\n- Felix reports to Wren.\n- Sanne reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14320", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 September 2022): For employees hired on or after 25 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7220: employee Mateo A., hired 01 February 2020, separated 25 May 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7220?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Amara reports to Tobias.\n- Priya reports to Stefan.\n- Helios Logistics is headquartered in Oslo.\n- Tessa reports to Amara.\n- Omar reports to Sanne.\n- Zoya works for Helios Logistics.\n- Beacon Insurance is headquartered in Brno.\n- Sanne works for Lattice Analytics.\n- Zoya reports to Leila.\n- Amara works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Lattice Analytics was founded in 1990.\n- Leila works for Meridian Bank.\n- Leila reports to Priya.\n- Sanne reports to Zoya.\n- Meridian Bank is headquartered in Leeds.\n- Helios Logistics was founded in 2004.\n- Priya works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Meridian Bank was founded in 2000.\n- Beacon Insurance was founded in 1980.\n- Stefan works for Helios Logistics.\n- Sofia reports to Omar.\n- Stefan reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Cedar Retail Group was founded in 1977.\n- Deshawn reports to Felix.\n- Pablo works for Summit Energy.\n- Ingrid reports to Ravi.\n- Felix reports to Ingrid.\n- Summit Energy is headquartered in Brno.\n- Helios Logistics is headquartered in Brno.\n- Sofia works for Cobalt Health.\n- Hana reports to Pablo.\n- Ravi works for Helios Logistics.\n- Mara reports to Jonas.\n- Deshawn works for Cobalt Health.\n- Pablo reports to Omar.\n- Omar works for Summit Energy.\n- Ingrid works for Cobalt Health.\n- Anders reports to Sofia.\n- Chiara reports to Deshawn.\n- Cobalt Health was founded in 1986.\n- Omar reports to Anders.\n- Mara works for Helios Logistics.\n- Felix works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Chiara works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Helios Logistics was founded in 1990.\n- Jonas works for Summit Energy.\n- Jonas reports to Hana.\n- Cobalt Health is headquartered in Halifax.\n- Summit Energy was founded in 1978.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1981", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14323", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2489: employee Jonas A., hired 07 January 2021, separated 05 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2489?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14324", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14325", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14326", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14327", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 October 2022): For employees hired on or after 01 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1626: employee Priya A., hired 18 June 2019, separated 22 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1626?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Hana works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Ingrid reports to Deshawn.\n- Callum reports to Sofia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bruno works for Crescent Telecom.\n- Callum works for Summit Energy.\n- Hana reports to Callum.\n- Crescent Telecom is headquartered in Dunedin.\n- Leila reports to Ingrid.\n- Summit Energy is headquartered in Basel.\n- Kenji works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2012.\n- Deshawn works for Summit Energy.\n- Sofia reports to Bruno.\n- Bruno reports to Kenji.\n- Ironwood Manufacturing was founded in 1994.\n- Meridian Bank is headquartered in Nagoya.\n- Summit Energy was founded in 2013.\n- Deshawn reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2016", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14329", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 52498 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Tessa works for Vantage Air.\n- Callum reports to Stefan.\n- Viktor works for Fernhill Foods.\n- Kenji works for Vantage Air.\n- Beacon Insurance is headquartered in Tampere.\n- Fernhill Foods is headquartered in Tallinn.\n- Stefan works for Atlas Freight.\n- Vantage Air is headquartered in Bergen.\n- Felix works for Fernhill Foods.\n- Atlas Freight was founded in 2009.\n- Elena works for Atlas Freight.\n- Aisha reports to Ingrid.\n- Wren reports to Callum.\n- Chiara reports to Tessa.\n- Vantage Air was founded in 1999.\n- Ingrid reports to Hana.\n- Elena reports to Viktor.\n- Aisha works for Fernhill Foods.\n- Kenji reports to Wren.\n- Callum works for Vantage Air.\n- Beacon Insurance was founded in 2015.\n- Stefan reports to Elena.\n- Fernhill Foods was founded in 1979.\n- Chiara works for Vantage Air.\n- Viktor reports to Felix.\n- Atlas Freight is headquartered in Lyon.\n- Wren works for Fernhill Foods.\n- Ingrid works for Beacon Insurance.\n- Hana reports to Kenji.\n- Tessa reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14331", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2014.\n- Chiara works for Atlas Freight.\n- Tessa reports to Leila.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Lucia works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1977.\n- Omar works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Emeka reports to Chiara.\n- Northwind Systems is headquartered in Adelaide.\n- Cobalt Health is headquartered in Oslo.\n- Omar reports to Lucia.\n- Cobalt Health was founded in 2015.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Chiara reports to Omar.\n- Atlas Freight was founded in 1997.\n- Tessa works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Tobias works for Northwind Systems.\n- Lucia reports to Tobias.\n- Leila reports to Emeka.\n- Tobias reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14333", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14334", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Priya.\n- Dmitri works for Helios Logistics.\n- Priya works for Cedar Retail Group.\n- Zoya works for Bluepine Aviation.\n- Helios Logistics was founded in 2006.\n- Sofia works for Helios Logistics.\n- Meridian Bank was founded in 1983.\n- Zoya reports to Ravi.\n- Kenji reports to Dmitri.\n- Cedar Retail Group is headquartered in Leeds.\n- Sofia reports to Zoya.\n- Tessa reports to Kenji.\n- Tessa works for Bluepine Aviation.\n- Priya reports to Mei.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2003.\n- Bluepine Aviation was founded in 1977.\n- Meridian Bank is headquartered in Adelaide.\n- Ravi reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Austin.\n- Vantage Air was founded in 1993.\n- Emeka reports to Anders.\n- Mateo reports to Dmitri.\n- Pinnacle Software was founded in 1988.\n- Elena reports to Viktor.\n- Helios Logistics was founded in 2007.\n- Stefan reports to Nadia.\n- Nadia reports to Elena.\n- Nadia works for Helios Logistics.\n- Vantage Air is headquartered in Cork.\n- Pinnacle Software is headquartered in Cork.\n- Stefan works for Helios Logistics.\n- Dmitri works for Cobalt Health.\n- Anders reports to Stefan.\n- Cobalt Health was founded in 1984.\n- Viktor reports to Mateo.\n- Viktor works for Helios Logistics.\n- Elena works for Pinnacle Software.\n- Helios Logistics is headquartered in Ghent.\n- Emeka works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Yuki works for Cedar Retail Group.\n- Sofia reports to Mei.\n- Sofia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2006.\n- Mei reports to Stefan.\n- Ravi reports to Leila.\n- Chiara works for Bluepine Aviation.\n- Stefan works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Cedar Retail Group is headquartered in Tampere.\n- Leila reports to Anders.\n- Anders reports to Chiara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Oslo.\n- Yuki reports to Ravi.\n- Helios Logistics is headquartered in Halifax.\n- Cedar Retail Group was founded in 2011.\n- Bluepine Aviation was founded in 1994.\n- Mei works for Helios Logistics.\n- Chiara reports to Sofia.\n- Ironwood Manufacturing was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14338", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3581: employee Bruno T., hired 16 April 2022, separated 19 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3581?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Vantage Air.\n- Sanne reports to Leila.\n- Wren reports to Aisha.\n- Leila works for Lattice Analytics.\n- Crescent Telecom is headquartered in Halifax.\n- Tessa reports to Wren.\n- Yuki reports to Felix.\n- Leila reports to Bruno.\n- Vantage Air was founded in 2012.\n- Lattice Analytics was founded in 1996.\n- Anders works for Vantage Air.\n- Lattice Analytics is headquartered in Halifax.\n- Tessa works for Crescent Telecom.\n- Yuki works for Vantage Air.\n- Bruno works for Vantage Air.\n- Bruno reports to Tobias.\n- Atlas Freight is headquartered in Austin.\n- Felix reports to Zoya.\n- Zoya reports to Sanne.\n- Tobias works for Crescent Telecom.\n- Elena reports to Anders.\n- Crescent Telecom was founded in 1996.\n- Vantage Air is headquartered in Halifax.\n- Atlas Freight was founded in 2001.\n- Anders reports to Yuki.\n- Wren works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Sanne works for Atlas Freight.\n- Aisha reports to Elena.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14340", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Lattice Analytics was founded in 1997.\n- Mateo reports to Kenji.\n- Chiara works for Beacon Insurance.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Beacon Insurance is headquartered in Oslo.\n- Kenji works for Beacon Insurance.\n- Cobalt Health is headquartered in Brno.\n- Ravi reports to Felix.\n- Mateo works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Nadia reports to Ravi.\n- Crescent Telecom is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Chiara reports to Lucia.\n- Lucia reports to Nadia.\n- Beacon Insurance was founded in 1983.\n- Lattice Analytics is headquartered in Austin.\n- Dmitri reports to Mateo.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1984.\n- Felix reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14342", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5899: employee Tessa B., hired 17 July 2022, separated 26 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5899?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5899 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Nadia reports to Priya.\n- Pinnacle Software was founded in 1982.\n- Lucia works for Crescent Telecom.\n- Dmitri reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1980.\n- Cedar Retail Group is headquartered in Adelaide.\n- Hana works for Pinnacle Software.\n- Crescent Telecom was founded in 1994.\n- Priya reports to Hana.\n- Pablo reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Viktor reports to Nadia.\n- Northwind Systems was founded in 1992.\n- Chiara reports to Pablo.\n- Northwind Systems is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Nadia works for Cedar Retail Group.\n- Callum works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Yuki reports to Callum.\n- Lucia reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Callum reports to Lucia.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1983", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14344", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9017: employee Zoya B., hired 27 March 2020, separated 15 October 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9017?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14345", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "update_benefits", "4": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14346", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Amara.\n- Ravi reports to Mateo.\n- Amara reports to Pablo.\n- Pablo works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Atlas Freight was founded in 1994.\n- Nadia reports to Sanne.\n- Bluepine Aviation is headquartered in Austin.\n- Cedar Retail Group was founded in 1987.\n- Kenji works for Atlas Freight.\n- Pablo reports to Elena.\n- Emeka reports to Nadia.\n- Vantage Air is headquartered in Austin.\n- Omar works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Mateo works for Vantage Air.\n- Elena reports to Ravi.\n- Mateo reports to Omar.\n- Bluepine Aviation was founded in 1983.\n- Ravi works for Atlas Freight.\n- Vantage Air was founded in 2006.\n- Anders works for Cedar Retail Group.\n- Anders reports to Tessa.\n- Sanne works for Atlas Freight.\n- Tessa works for Cedar Retail Group.\n- Elena works for Vantage Air.\n- Emeka works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Omar reports to Anders.\n- Atlas Freight is headquartered in Tampere.\n- Tessa reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14348", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1986.\n- Summit Energy is headquartered in Tampere.\n- Deshawn works for Fernhill Foods.\n- Summit Energy was founded in 1981.\n- Cobalt Health is headquartered in Nagoya.\n- Bruno reports to Aisha.\n- Sofia works for Beacon Insurance.\n- Fernhill Foods was founded in 1999.\n- Lucia works for Cobalt Health.\n- Lucia reports to Bruno.\n- Fernhill Foods is headquartered in Tampere.\n- Aisha reports to Sofia.\n- Mara works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Emeka reports to Lucia.\n- Mara reports to Mei.\n- Aisha works for Summit Energy.\n- Sofia reports to Mara.\n- Beacon Insurance was founded in 1979.\n- Chiara works for Beacon Insurance.\n- Mei reports to Chiara.\n- Mei works for Fernhill Foods.\n- Chiara reports to Nadia.\n- Nadia reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Beacon Insurance is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14350", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Tessa works for Meridian Bank.\n- Crescent Telecom was founded in 2008.\n- Omar works for Crescent Telecom.\n- Meridian Bank is headquartered in Nagoya.\n- Ingrid works for Northwind Systems.\n- Omar reports to Tessa.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Deshawn.\n- Stefan works for Meridian Bank.\n- Ingrid reports to Omar.\n- Tessa reports to Bruno.\n- Callum works for Bluepine Aviation.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Northwind Systems is headquartered in Nagoya.\n- Northwind Systems was founded in 2002.\n- Bluepine Aviation is headquartered in Bergen.\n- Deshawn reports to Stefan.\n- Bluepine Aviation was founded in 1979.\n- Stefan reports to Viktor.\n- Viktor reports to Callum.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Zoya.\n- Ingrid reports to Omar.\n- Stefan reports to Lucia.\n- Amara reports to Leila.\n- Northwind Systems is headquartered in Leeds.\n- Mateo reports to Ravi.\n- Lucia works for Helios Logistics.\n- Mateo works for Northwind Systems.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1978.\n- Chiara works for Beacon Insurance.\n- Amara works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1987.\n- Omar reports to Mara.\n- Ironwood Manufacturing was founded in 1981.\n- Ravi works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Leila works for Northwind Systems.\n- Lucia reports to Aisha.\n- Zoya reports to Stefan.\n- Chiara reports to Amara.\n- Northwind Systems was founded in 1998.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Aisha works for Northwind Systems.\n- Aisha reports to Chiara.\n- Beacon Insurance is headquartered in Leeds.\n- Leila reports to Ingrid.\n- Stefan works for Helios Logistics.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1973", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14353", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14354", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6432: employee Mara S., hired 06 September 2023, separated 30 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6432?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Lucia.\n- Sanne reports to Amara.\n- Atlas Freight is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 1992.\n- Bruno works for Atlas Freight.\n- Mei works for Meridian Bank.\n- Fernhill Foods was founded in 1984.\n- Fernhill Foods is headquartered in Brno.\n- Lucia reports to Elena.\n- Mateo reports to Mei.\n- Atlas Freight was founded in 1976.\n- Omar reports to Mateo.\n- Sanne works for Lattice Analytics.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 2014.\n- Omar works for Fernhill Foods.\n- Elena works for Atlas Freight.\n- Amara works for Fernhill Foods.\n- Sofia works for Meridian Bank.\n- Elena reports to Sanne.\n- Lucia works for Atlas Freight.\n- Mateo works for Meridian Bank.\n- Mei reports to Sofia.\n- Leila works for Lattice Analytics.\n- Bruno reports to Leila.\n- Amara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Fernhill Foods.\n- Leila reports to Lucia.\n- Leila works for Meridian Bank.\n- Ingrid reports to Leila.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Elena reports to Emeka.\n- Fernhill Foods is headquartered in Tampere.\n- Lucia works for Summit Energy.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Mateo reports to Ingrid.\n- Callum reports to Elena.\n- Kenji works for Summit Energy.\n- Omar reports to Mateo.\n- Meridian Bank is headquartered in Turku.\n- Callum works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1987.\n- Stefan works for Summit Energy.\n- Emeka works for Summit Energy.\n- Omar works for Summit Energy.\n- Nadia reports to Stefan.\n- Mateo works for Fernhill Foods.\n- Summit Energy was founded in 2007.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Austin.\n- Stefan reports to Jonas.\n- Fernhill Foods was founded in 1976.\n- Lucia reports to Callum.\n- Jonas reports to Kenji.\n- Emeka reports to Nadia.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14357", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14358", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14359", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14360", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14361", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 68976, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "track_order", "2": "change_address", "3": "exchange_item", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14362", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14363", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2936: employee Aisha T., hired 01 February 2022, separated 28 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2936?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14364", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Amara reports to Kenji.\n- Pablo reports to Felix.\n- Bluepine Aviation is headquartered in Leeds.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid works for Crescent Telecom.\n- Sanne works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Felix reports to Amara.\n- Ingrid reports to Pablo.\n- Lattice Analytics is headquartered in Halifax.\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Sanne reports to Mara.\n- Bluepine Aviation was founded in 1982.\n- Northwind Systems was founded in 1986.\n- Tobias reports to Ingrid.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Northwind Systems is headquartered in Leeds.\n- Mara reports to Tobias.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 2014.\n- Dmitri works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Cedar Retail Group is headquartered in Turku.\n- Helios Logistics was founded in 2001.\n- Northwind Systems was founded in 1987.\n- Kenji reports to Dmitri.\n- Dmitri reports to Tessa.\n- Wren reports to Bruno.\n- Northwind Systems is headquartered in Turku.\n- Tessa works for Helios Logistics.\n- Stefan reports to Priya.\n- Pinnacle Software is headquartered in Porto.\n- Cedar Retail Group was founded in 1986.\n- Priya works for Cedar Retail Group.\n- Tessa reports to Stefan.\n- Bruno reports to Ingrid.\n- Ingrid reports to Kenji.\n- Stefan works for Northwind Systems.\n- Kenji works for Pinnacle Software.\n- Helios Logistics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14367", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14368", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Wren reports to Tessa.\n- Dmitri reports to Pablo.\n- Northwind Systems was founded in 1993.\n- Sanne reports to Dmitri.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Elena works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Sofia.\n- Cobalt Health is headquartered in Basel.\n- Crescent Telecom is headquartered in Nagoya.\n- Nadia reports to Viktor.\n- Zoya reports to Sanne.\n- Ravi works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Cobalt Health was founded in 2008.\n- Sofia reports to Ravi.\n- Viktor reports to Zoya.\n- Sofia works for Cobalt Health.\n- Tobias works for Pinnacle Software.\n- Crescent Telecom was founded in 1989.\n- Pinnacle Software was founded in 2013.\n- Sanne works for Northwind Systems.\n- Ravi reports to Elena.\n- Viktor works for Cobalt Health.\n- Pablo reports to Tobias.\n- Tobias reports to Wren.\n- Dmitri works for Cobalt Health.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2007.\n- Mara reports to Elena.\n- Kenji reports to Chiara.\n- Viktor works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Pablo reports to Mara.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 2002.\n- Atlas Freight was founded in 2001.\n- Kenji works for Atlas Freight.\n- Cedar Retail Group was founded in 1985.\n- Cobalt Health is headquartered in Porto.\n- Chiara works for Cobalt Health.\n- Atlas Freight is headquartered in Porto.\n- Viktor reports to Nadia.\n- Beacon Insurance is headquartered in Cork.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Ravi.\n- Elena reports to Kenji.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14371", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5126: employee Emeka A., hired 14 April 2023, separated 22 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5126?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14372", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6760: employee Dmitri T., hired 22 March 2022, separated 28 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6760?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Stefan.\n- Stefan works for Vantage Air.\n- Priya works for Bluepine Aviation.\n- Elena works for Atlas Freight.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Yuki works for Atlas Freight.\n- Elena reports to Hana.\n- Fernhill Foods is headquartered in Bergen.\n- Vantage Air is headquartered in Brno.\n- Stefan reports to Elena.\n- Atlas Freight was founded in 2005.\n- Wren works for Fernhill Foods.\n- Hana reports to Pablo.\n- Bruno reports to Yuki.\n- Yuki reports to Wren.\n- Bluepine Aviation is headquartered in Cork.\n- Wren reports to Priya.\n- Vantage Air was founded in 1988.\n- Pablo works for Vantage Air.\n- Atlas Freight is headquartered in Cork.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14374", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14375", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14376", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-2 (VERSION 4, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 March 2025): For employees hired on or after 16 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5126: employee Dmitri M., hired 01 July 2023, separated 25 October 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-5126 under the controlling rules.", "criteria": {"0": "$3,400", "1": "$3,450", "2": "$14,733", "3": "$3,900"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Sofia.\n- Aisha reports to Felix.\n- Hana reports to Nadia.\n- Vantage Air was founded in 1990.\n- Jonas reports to Anders.\n- Sofia reports to Aisha.\n- Nadia reports to Tobias.\n- Tobias reports to Jonas.\n- Ironwood Manufacturing was founded in 1997.\n- Jonas works for Crescent Telecom.\n- Elena works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Turku.\n- Viktor works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Aisha works for Ironwood Manufacturing.\n- Tobias works for Crescent Telecom.\n- Sofia works for Vantage Air.\n- Crescent Telecom was founded in 2014.\n- Elena reports to Hana.\n- Anders works for Crescent Telecom.\n- Anders reports to Viktor.\n- Northwind Systems was founded in 2011.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Northwind Systems is headquartered in Austin.\n- Nadia works for Crescent Telecom.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14378", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3809: employee Viktor S., hired 14 June 2022, separated 21 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3809?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14379", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14380", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14381", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 89840 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Mateo works for Cobalt Health.\n- Tessa reports to Mei.\n- Ingrid works for Vantage Air.\n- Mei works for Lattice Analytics.\n- Stefan reports to Emeka.\n- Jonas works for Lattice Analytics.\n- Mei reports to Dmitri.\n- Lattice Analytics is headquartered in Tallinn.\n- Cobalt Health was founded in 1993.\n- Dmitri works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cobalt Health is headquartered in Adelaide.\n- Tessa works for Vantage Air.\n- Dmitri reports to Ingrid.\n- Ingrid reports to Jonas.\n- Mateo reports to Tessa.\n- Lattice Analytics was founded in 1990.\n- Emeka reports to Viktor.\n- Vantage Air was founded in 1980.\n- Callum works for Cedar Retail Group.\n- Vantage Air is headquartered in Lyon.\n- Callum reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14383", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2881: employee Elena K., hired 19 March 2023, separated 03 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2881?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14384", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2000.\n- Beacon Insurance was founded in 1993.\n- Emeka works for Fernhill Foods.\n- Sofia works for Vantage Air.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom was founded in 2001.\n- Mara works for Beacon Insurance.\n- Stefan works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Stefan reports to Dmitri.\n- Yuki reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Zoya works for Beacon Insurance.\n- Dmitri works for Fernhill Foods.\n- Sofia reports to Emeka.\n- Crescent Telecom is headquartered in Basel.\n- Fernhill Foods is headquartered in Austin.\n- Dmitri reports to Zoya.\n- Kenji reports to Mara.\n- Emeka reports to Yuki.\n- Mara reports to Stefan.\n- Vantage Air is headquartered in Austin.\n- Fernhill Foods was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Emeka reports to Wren.\n- Callum reports to Deshawn.\n- Anders works for Summit Energy.\n- Viktor reports to Callum.\n- Deshawn works for Northwind Systems.\n- Anders reports to Viktor.\n- Cedar Retail Group was founded in 1985.\n- Ingrid reports to Felix.\n- Deshawn reports to Aisha.\n- Wren works for Northwind Systems.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Elena reports to Tessa.\n- Priya works for Pinnacle Software.\n- Priya reports to Ingrid.\n- Pinnacle Software was founded in 1999.\n- Northwind Systems is headquartered in Malmo.\n- Wren reports to Priya.\n- Ingrid works for Pinnacle Software.\n- Tessa reports to Anders.\n- Summit Energy was founded in 1982.\n- Viktor works for Northwind Systems.\n- Pinnacle Software is headquartered in Malmo.\n- Felix reports to Elena.\n- Callum works for Pinnacle Software.\n- Northwind Systems was founded in 1991.\n- Aisha works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Lyon.\n- Tessa works for Cedar Retail Group.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1982", "2": "1977", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14387", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 October 2025): For employees hired on or after 23 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2344: employee Pablo B., hired 12 January 2022, separated 22 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2344?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software was founded in 2003.\n- Stefan works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Oslo.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Tessa.\n- Aisha works for Meridian Bank.\n- Mara works for Atlas Freight.\n- Viktor reports to Mara.\n- Amara reports to Aisha.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders works for Ironwood Manufacturing.\n- Priya reports to Ingrid.\n- Pinnacle Software is headquartered in Tallinn.\n- Tessa reports to Priya.\n- Jonas reports to Amara.\n- Tessa works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2003.\n- Stefan reports to Jonas.\n- Priya works for Pinnacle Software.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1998.\n- Atlas Freight was founded in 2001.\n- Ingrid reports to Stefan.\n- Aisha reports to Viktor.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Amara reports to Nadia.\n- Northwind Systems was founded in 1982.\n- Omar works for Meridian Bank.\n- Chiara reports to Ingrid.\n- Lucia works for Lattice Analytics.\n- Meridian Bank was founded in 1992.\n- Chiara works for Northwind Systems.\n- Leila works for Vantage Air.\n- Hana works for Lattice Analytics.\n- Meridian Bank is headquartered in Leeds.\n- Amara works for Vantage Air.\n- Lattice Analytics is headquartered in Bergen.\n- Nadia reports to Jonas.\n- Sanne reports to Leila.\n- Lattice Analytics was founded in 2007.\n- Northwind Systems is headquartered in Dunedin.\n- Bruno works for Northwind Systems.\n- Leila reports to Lucia.\n- Omar reports to Hana.\n- Nadia works for Northwind Systems.\n- Ingrid reports to Bruno.\n- Jonas works for Lattice Analytics.\n- Lucia reports to Chiara.\n- Hana reports to Amara.\n- Sanne works for Meridian Bank.\n- Mateo reports to Omar.\n- Mateo works for Northwind Systems.\n- Jonas reports to Sanne.\n- Vantage Air was founded in 1997.\n- Vantage Air is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14390", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9121: employee Sanne B., hired 04 July 2021, separated 30 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9121?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14391", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14392", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 36597\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14393", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14394", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14395", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Callum works for Beacon Insurance.\n- Sofia reports to Leila.\n- Northwind Systems was founded in 1979.\n- Leila reports to Callum.\n- Sanne works for Fernhill Foods.\n- Wren reports to Tobias.\n- Tobias works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Tobias reports to Lucia.\n- Callum reports to Elena.\n- Leila works for Beacon Insurance.\n- Elena reports to Sanne.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Emeka reports to Ingrid.\n- Lucia works for Summit Energy.\n- Beacon Insurance was founded in 1987.\n- Ingrid reports to Sofia.\n- Beacon Insurance is headquartered in Porto.\n- Lucia reports to Emeka.\n- Fernhill Foods is headquartered in Tallinn.\n- Wren works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Summit Energy was founded in 2013.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14396", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14397", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14398", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Omar reports to Felix.\n- Chiara reports to Leila.\n- Lattice Analytics is headquartered in Dunedin.\n- Meridian Bank is headquartered in Dunedin.\n- Fernhill Foods was founded in 1975.\n- Mara works for Summit Energy.\n- Nadia works for Fernhill Foods.\n- Tobias reports to Mara.\n- Summit Energy is headquartered in Dunedin.\n- Omar works for Meridian Bank.\n- Nadia reports to Zoya.\n- Fernhill Foods is headquartered in Dunedin.\n- Tobias works for Fernhill Foods.\n- Pablo reports to Emeka.\n- Felix works for Lattice Analytics.\n- Pablo works for Fernhill Foods.\n- Ravi reports to Chiara.\n- Zoya reports to Omar.\n- Leila reports to Nadia.\n- Summit Energy was founded in 1996.\n- Meridian Bank was founded in 2015.\n- Ravi works for Fernhill Foods.\n- Kenji reports to Ravi.\n- Felix reports to Pablo.\n- Lattice Analytics was founded in 2011.\n- Leila works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Emeka reports to Tobias.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Lucia reports to Tobias.\n- Mei works for Fernhill Foods.\n- Lattice Analytics was founded in 2011.\n- Fernhill Foods was founded in 2009.\n- Ironwood Manufacturing was founded in 1978.\n- Tobias works for Fernhill Foods.\n- Chiara reports to Emeka.\n- Tobias reports to Chiara.\n- Dmitri reports to Kenji.\n- Emeka works for Fernhill Foods.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Kenji reports to Pablo.\n- Lattice Analytics is headquartered in Bergen.\n- Emeka reports to Mei.\n- Lucia works for Lattice Analytics.\n- Fernhill Foods is headquartered in Nagoya.\n- Chiara works for Fernhill Foods.\n- Cobalt Health is headquartered in Dunedin.\n- Pablo reports to Lucia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cobalt Health was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha works for Bluepine Aviation.\n- Wren works for Summit Energy.\n- Hana reports to Ravi.\n- Hana works for Bluepine Aviation.\n- Emeka reports to Lucia.\n- Vantage Air is headquartered in Tampere.\n- Emeka works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1989.\n- Lattice Analytics was founded in 1991.\n- Anders works for Summit Energy.\n- Dmitri reports to Wren.\n- Summit Energy was founded in 1989.\n- Jonas reports to Bruno.\n- Anders reports to Amara.\n- Ingrid reports to Jonas.\n- Vantage Air was founded in 2009.\n- Amara works for Lattice Analytics.\n- Summit Energy is headquartered in Adelaide.\n- Ravi reports to Dmitri.\n- Bruno reports to Emeka.\n- Wren reports to Anders.\n- Jonas works for Bluepine Aviation.\n- Amara reports to Ingrid.\n- Aisha reports to Hana.\n- Bluepine Aviation is headquartered in Tampere.\n- Dmitri works for Vantage Air.\n- Lucia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14402", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14403", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14404", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1044: employee Ravi M., hired 18 February 2022, separated 31 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-1044?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14405", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8475: employee Leila K., hired 21 October 2022, separated 11 April 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2025-8475 under the controlling rules.", "criteria": {"0": "$9,736", "1": "$10,365", "2": "$42,750", "3": "$9,865"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1975.\n- Callum reports to Hana.\n- Callum works for Vantage Air.\n- Kenji reports to Yuki.\n- Beacon Insurance was founded in 2008.\n- Anders reports to Kenji.\n- Hana works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.\n- Mara works for Beacon Insurance.\n- Yuki works for Vantage Air.\n- Northwind Systems is headquartered in Halifax.\n- Emeka works for Northwind Systems.\n- Beacon Insurance is headquartered in Halifax.\n- Cedar Retail Group was founded in 1990.\n- Anders works for Cedar Retail Group.\n- Kenji works for Beacon Insurance.\n- Vantage Air was founded in 2015.\n- Emeka reports to Anders.\n- Mara reports to Tobias.\n- Vantage Air is headquartered in Basel.\n- Tobias reports to Emeka.\n- Tobias works for Vantage Air.\n- Yuki reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14407", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14408", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14409", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Aisha reports to Amara.\n- Chiara works for Meridian Bank.\n- Summit Energy is headquartered in Porto.\n- Mei works for Summit Energy.\n- Anders reports to Dmitri.\n- Sofia reports to Leila.\n- Aisha works for Ironwood Manufacturing.\n- Elena reports to Chiara.\n- Chiara reports to Deshawn.\n- Yuki reports to Elena.\n- Amara works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1979.\n- Felix reports to Anders.\n- Dmitri works for Summit Energy.\n- Leila works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Mei reports to Yuki.\n- Crescent Telecom was founded in 1994.\n- Dmitri reports to Sofia.\n- Crescent Telecom is headquartered in Valencia.\n- Sofia works for Meridian Bank.\n- Summit Energy was founded in 1992.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Anders works for Ironwood Manufacturing.\n- Felix works for Meridian Bank.\n- Amara reports to Felix.\n- Ironwood Manufacturing was founded in 2006.\n- Leila reports to Mei.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14411", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14412", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14413", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14414", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 September 2023): For employees hired on or after 26 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4486: employee Jonas T., hired 30 December 2022, separated 14 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2026-4486 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$4,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14415", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Zoya.\n- Beacon Insurance is headquartered in Valencia.\n- Beacon Insurance was founded in 2011.\n- Sofia works for Beacon Insurance.\n- Helios Logistics is headquartered in Oslo.\n- Ravi reports to Hana.\n- Felix reports to Ravi.\n- Fernhill Foods was founded in 1990.\n- Cedar Retail Group is headquartered in Valencia.\n- Hana works for Cedar Retail Group.\n- Zoya works for Helios Logistics.\n- Lucia reports to Sofia.\n- Priya reports to Lucia.\n- Cedar Retail Group was founded in 2005.\n- Fernhill Foods is headquartered in Brno.\n- Hana reports to Priya.\n- Ravi works for Fernhill Foods.\n- Zoya reports to Elena.\n- Lucia works for Cedar Retail Group.\n- Elena works for Beacon Insurance.\n- Helios Logistics was founded in 1981.\n- Felix works for Cedar Retail Group.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14417", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14418", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14419", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1645: employee Hana K., hired 03 June 2022, separated 09 November 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1645?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14420", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14421", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 July 2025): For employees hired on or after 12 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4125: employee Omar S., hired 22 September 2022, separated 03 June 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-4125 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$8,000", "3": "$6,475"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14422", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7962: employee Leila A., hired 02 April 2023, separated 22 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7962?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Anders reports to Deshawn.\n- Fernhill Foods was founded in 1982.\n- Callum works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Jonas reports to Aisha.\n- Fernhill Foods is headquartered in Porto.\n- Emeka reports to Nadia.\n- Aisha reports to Emeka.\n- Mateo reports to Callum.\n- Mateo works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Nadia reports to Hana.\n- Atlas Freight was founded in 2010.\n- Ravi reports to Jonas.\n- Atlas Freight is headquartered in Malmo.\n- Hana reports to Priya.\n- Jonas works for Crescent Telecom.\n- Deshawn reports to Ravi.\n- Crescent Telecom was founded in 1975.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2007.\n- Priya reports to Mateo.\n- Yuki reports to Anders.\n- Hana works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Nadia works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14424", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 71532 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14425", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 April 2025): For employees hired on or after 24 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9464: employee Emeka S., hired 25 August 2024, separated 24 January 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2025-9464 under the controlling rules.", "criteria": {"0": "$4,846", "1": "$9,231", "2": "$7,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14426", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9811: employee Deshawn K., hired 29 January 2022, separated 12 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9811?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14427", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 November 2025): For employees hired on or after 14 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8092: employee Aisha B., hired 14 February 2025, separated 06 December 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8092?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14428", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1980.\n- Helios Logistics was founded in 2015.\n- Pinnacle Software is headquartered in Dunedin.\n- Lucia reports to Ingrid.\n- Beacon Insurance is headquartered in Valencia.\n- Leila works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Ingrid works for Pinnacle Software.\n- Emeka reports to Lucia.\n- Chiara works for Northwind Systems.\n- Beacon Insurance was founded in 2009.\n- Kenji works for Helios Logistics.\n- Pinnacle Software was founded in 1976.\n- Northwind Systems is headquartered in Dunedin.\n- Hana reports to Kenji.\n- Lucia works for Beacon Insurance.\n- Amara reports to Yuki.\n- Omar reports to Emeka.\n- Leila reports to Omar.\n- Yuki reports to Chiara.\n- Chiara reports to Leila.\n- Ingrid reports to Hana.\n- Helios Logistics is headquartered in Valencia.\n- Amara works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14430", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14431", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3998: employee Mara K., hired 13 October 2022, separated 28 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3998?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14432", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2353: employee Mara A., hired 25 July 2021, separated 22 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2353?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Emeka.\n- Summit Energy was founded in 1978.\n- Bruno reports to Anders.\n- Emeka reports to Ingrid.\n- Kenji works for Northwind Systems.\n- Northwind Systems was founded in 1978.\n- Anders works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.\n- Summit Energy is headquartered in Bergen.\n- Stefan works for Summit Energy.\n- Aisha reports to Tessa.\n- Felix works for Northwind Systems.\n- Elena reports to Felix.\n- Hana reports to Aisha.\n- Aisha works for Northwind Systems.\n- Meridian Bank is headquartered in Porto.\n- Sofia reports to Elena.\n- Tessa works for Meridian Bank.\n- Elena works for Summit Energy.\n- Bruno works for Ironwood Manufacturing.\n- Anders reports to Sofia.\n- Northwind Systems is headquartered in Porto.\n- Tessa reports to Bruno.\n- Ironwood Manufacturing was founded in 1996.\n- Ingrid works for Meridian Bank.\n- Stefan reports to Hana.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ingrid reports to Kenji.\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 2002.\n- Emeka works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Leila works for Ironwood Manufacturing.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Ingrid.\n- Atlas Freight was founded in 1979.\n- Elena works for Helios Logistics.\n- Elena reports to Mara.\n- Atlas Freight is headquartered in Brno.\n- Pablo works for Atlas Freight.\n- Leila reports to Elena.\n- Ingrid reports to Lucia.\n- Mara works for Ironwood Manufacturing.\n- Ingrid works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2009.\n- Helios Logistics is headquartered in Nagoya.\n- Amara works for Helios Logistics.\n- Amara reports to Pablo.\n- Pinnacle Software was founded in 2001.\n- Helios Logistics was founded in 1979.\n- Lucia reports to Leila.\n- Pinnacle Software is headquartered in Nagoya.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14435", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14436", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14437", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14438", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1994.\n- Helios Logistics is headquartered in Malmo.\n- Lucia works for Cedar Retail Group.\n- Sanne reports to Jonas.\n- Mei works for Crescent Telecom.\n- Atlas Freight was founded in 1999.\n- Jonas reports to Elena.\n- Ravi reports to Sanne.\n- Ravi works for Helios Logistics.\n- Cedar Retail Group was founded in 1984.\n- Bruno works for Cedar Retail Group.\n- Sanne works for Atlas Freight.\n- Aisha reports to Lucia.\n- Cedar Retail Group is headquartered in Malmo.\n- Atlas Freight is headquartered in Dunedin.\n- Bruno reports to Aisha.\n- Crescent Telecom is headquartered in Malmo.\n- Jonas works for Helios Logistics.\n- Elena works for Cedar Retail Group.\n- Elena reports to Bruno.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Lucia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14440", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8055: employee Aisha K., hired 23 March 2021, separated 12 February 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8055?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Ghent.\n- Yuki works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Northwind Systems is headquartered in Turku.\n- Stefan reports to Ingrid.\n- Ingrid reports to Priya.\n- Mei works for Northwind Systems.\n- Bluepine Aviation was founded in 1990.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Mei reports to Stefan.\n- Priya reports to Ravi.\n- Yuki reports to Mei.\n- Emeka reports to Nadia.\n- Crescent Telecom was founded in 1986.\n- Cobalt Health was founded in 1978.\n- Nadia works for Crescent Telecom.\n- Emeka works for Northwind Systems.\n- Nadia reports to Yuki.\n- Northwind Systems was founded in 2001.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14442", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7938: employee Emeka A., hired 04 June 2021, separated 04 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7938?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2012.\n- Amara reports to Aisha.\n- Viktor reports to Yuki.\n- Cobalt Health is headquartered in Tallinn.\n- Atlas Freight is headquartered in Austin.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Lucia works for Pinnacle Software.\n- Amara works for Cobalt Health.\n- Kenji reports to Lucia.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Atlas Freight was founded in 2002.\n- Leila reports to Sanne.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Aisha reports to Viktor.\n- Kenji works for Cobalt Health.\n- Yuki reports to Kenji.\n- Lucia reports to Leila.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14444", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14445", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14446", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14447", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8183: employee Omar S., hired 05 October 2023, separated 20 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8183?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14448", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Amara.\n- Elena works for Northwind Systems.\n- Felix works for Summit Energy.\n- Kenji reports to Tobias.\n- Kenji works for Northwind Systems.\n- Sofia reports to Elena.\n- Felix reports to Sofia.\n- Elena reports to Kenji.\n- Tobias works for Northwind Systems.\n- Nadia reports to Deshawn.\n- Crescent Telecom was founded in 2008.\n- Zoya works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Priya reports to Felix.\n- Summit Energy is headquartered in Adelaide.\n- Mei reports to Zoya.\n- Sofia works for Helios Logistics.\n- Zoya reports to Ingrid.\n- Helios Logistics was founded in 1987.\n- Priya works for Crescent Telecom.\n- Northwind Systems was founded in 2001.\n- Nadia works for Summit Energy.\n- Amara works for Summit Energy.\n- Helios Logistics is headquartered in Lyon.\n- Amara reports to Mei.\n- Tobias reports to Nadia.\n- Deshawn works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Northwind Systems is headquartered in Lyon.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14450", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Elena.\n- Deshawn reports to Priya.\n- Leila reports to Tobias.\n- Cedar Retail Group was founded in 1989.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Jonas.\n- Tobias works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Pinnacle Software was founded in 2007.\n- Anders works for Pinnacle Software.\n- Anders reports to Deshawn.\n- Hana works for Beacon Insurance.\n- Elena reports to Leila.\n- Northwind Systems is headquartered in Porto.\n- Cedar Retail Group is headquartered in Cork.\n- Dmitri reports to Anders.\n- Leila works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Cork.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 2006.\n- Elena works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Priya reports to Hana.\n- Priya works for Beacon Insurance.\n- Jonas reports to Dmitri.\n- Northwind Systems was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14452", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 26071 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14453", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4982: employee Dmitri B., hired 04 January 2022, separated 25 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4982?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14454", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8687: employee Hana M., hired 14 June 2023, separated 06 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8687?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14455", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Sofia works for Meridian Bank.\n- Amara reports to Mara.\n- Viktor works for Bluepine Aviation.\n- Pablo works for Lattice Analytics.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Amara works for Summit Energy.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Stefan works for Lattice Analytics.\n- Meridian Bank was founded in 1978.\n- Meridian Bank is headquartered in Porto.\n- Pablo reports to Leila.\n- Kenji works for Summit Energy.\n- Mara works for Meridian Bank.\n- Kenji reports to Tessa.\n- Leila works for Lattice Analytics.\n- Mara reports to Pablo.\n- Tessa reports to Viktor.\n- Summit Energy is headquartered in Halifax.\n- Elena reports to Sofia.\n- Lattice Analytics was founded in 1992.\n- Summit Energy was founded in 1980.\n- Viktor reports to Stefan.\n- Leila reports to Kenji.\n- Sofia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.\n- Viktor works for Bluepine Aviation.\n- Elena reports to Aisha.\n- Meridian Bank was founded in 2014.\n- Aisha reports to Lucia.\n- Fernhill Foods is headquartered in Basel.\n- Ravi reports to Elena.\n- Cedar Retail Group was founded in 1996.\n- Sofia reports to Viktor.\n- Viktor reports to Nadia.\n- Bluepine Aviation was founded in 1986.\n- Lucia reports to Yuki.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Yuki works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Basel.\n- Fernhill Foods was founded in 1998.\n- Mateo works for Meridian Bank.\n- Aisha works for Cedar Retail Group.\n- Nadia reports to Ravi.\n- Ravi works for Bluepine Aviation.\n- Meridian Bank is headquartered in Basel.\n- Mateo reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Yuki reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Elena.\n- Pinnacle Software was founded in 1980.\n- Fernhill Foods was founded in 1999.\n- Fernhill Foods is headquartered in Dunedin.\n- Mei works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance was founded in 1991.\n- Kenji reports to Priya.\n- Meridian Bank was founded in 1987.\n- Wren works for Fernhill Foods.\n- Elena reports to Dmitri.\n- Priya reports to Tobias.\n- Elena works for Beacon Insurance.\n- Emeka works for Fernhill Foods.\n- Kenji works for Meridian Bank.\n- Dmitri reports to Mei.\n- Mei reports to Amara.\n- Lucia reports to Kenji.\n- Amara reports to Lucia.\n- Beacon Insurance is headquartered in Cork.\n- Pinnacle Software is headquartered in Valencia.\n- Priya works for Meridian Bank.\n- Dmitri works for Fernhill Foods.\n- Meridian Bank is headquartered in Cork.\n- Tobias works for Beacon Insurance.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14459", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14460", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14461", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4972: employee Felix S., hired 11 October 2022, separated 07 December 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4972?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14462", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6821: employee Wren K., hired 22 August 2021, separated 08 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6821?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Kenji.\n- Kenji reports to Leila.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Callum works for Vantage Air.\n- Cobalt Health was founded in 1982.\n- Vantage Air was founded in 1985.\n- Cobalt Health is headquartered in Ghent.\n- Wren reports to Felix.\n- Cedar Retail Group is headquartered in Ghent.\n- Leila works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.\n- Pablo reports to Wren.\n- Vantage Air is headquartered in Lyon.\n- Stefan works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Felix works for Cedar Retail Group.\n- Leila reports to Pablo.\n- Wren works for Cedar Retail Group.\n- Jonas reports to Stefan.\n- Ironwood Manufacturing was founded in 2003.\n- Felix reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14464", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14465", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14466", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14467", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3945: employee Ingrid K., hired 11 November 2020, separated 09 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-3945 under the controlling rules.", "criteria": {"0": "$44,200", "1": "$10,200", "2": "$11,200", "3": "$10,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Austin.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2010.\n- Lucia reports to Yuki.\n- Hana works for Bluepine Aviation.\n- Vantage Air was founded in 1996.\n- Lucia works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Zoya works for Vantage Air.\n- Emeka reports to Lucia.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1997.\n- Zoya reports to Ingrid.\n- Yuki works for Crescent Telecom.\n- Viktor reports to Aisha.\n- Tobias works for Crescent Telecom.\n- Dmitri works for Ironwood Manufacturing.\n- Amara reports to Zoya.\n- Mateo reports to Amara.\n- Hana reports to Viktor.\n- Ingrid reports to Emeka.\n- Ingrid works for Crescent Telecom.\n- Yuki reports to Hana.\n- Tobias reports to Mateo.\n- Viktor works for Vantage Air.\n- Dmitri reports to Tobias.\n- Bluepine Aviation was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14469", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14471", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1098: employee Bruno S., hired 25 September 2023, separated 18 December 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1098?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sanne.\n- Aisha works for Fernhill Foods.\n- Beacon Insurance was founded in 1976.\n- Summit Energy was founded in 1994.\n- Tobias reports to Emeka.\n- Jonas reports to Aisha.\n- Sanne reports to Tobias.\n- Beacon Insurance is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Tobias works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Pablo reports to Bruno.\n- Fernhill Foods was founded in 1999.\n- Jonas works for Summit Energy.\n- Emeka reports to Pablo.\n- Atlas Freight was founded in 1986.\n- Pablo works for Beacon Insurance.\n- Atlas Freight is headquartered in Austin.\n- Summit Energy is headquartered in Austin.\n- Bruno reports to Jonas.\n- Bruno works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14473", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2428: employee Pablo A., hired 24 February 2022, separated 22 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2428?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14474", "family": "intent_v3", "state": "Incoming support message:\n\"Order 14595 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Mateo works for Helios Logistics.\n- Wren works for Ironwood Manufacturing.\n- Amara reports to Mateo.\n- Helios Logistics is headquartered in Basel.\n- Mateo reports to Wren.\n- Ironwood Manufacturing is headquartered in Basel.\n- Elena works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Wren reports to Anders.\n- Vantage Air was founded in 1990.\n- Vantage Air is headquartered in Basel.\n- Helios Logistics was founded in 1992.\n- Anders works for Helios Logistics.\n- Tessa reports to Elena.\n- Jonas reports to Stefan.\n- Anders reports to Tessa.\n- Stefan works for Vantage Air.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1987", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14476", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1984.\n- Ravi works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Turku.\n- Atlas Freight is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Wren works for Atlas Freight.\n- Deshawn reports to Amara.\n- Ravi reports to Deshawn.\n- Atlas Freight was founded in 2007.\n- Meridian Bank is headquartered in Leeds.\n- Tessa works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Wren reports to Lucia.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1981.\n- Lucia reports to Anders.\n- Meridian Bank was founded in 1979.\n- Anders works for Atlas Freight.\n- Viktor reports to Tessa.\n- Deshawn works for Ironwood Manufacturing.\n- Amara reports to Wren.\n- Tessa reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14478", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Porto.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Priya reports to Bruno.\n- Priya works for Cedar Retail Group.\n- Vantage Air was founded in 2015.\n- Atlas Freight was founded in 1977.\n- Aisha works for Lattice Analytics.\n- Stefan reports to Priya.\n- Vantage Air is headquartered in Tallinn.\n- Atlas Freight is headquartered in Tallinn.\n- Dmitri works for Lattice Analytics.\n- Nadia reports to Aisha.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Lucia.\n- Aisha reports to Mateo.\n- Stefan works for Atlas Freight.\n- Bruno reports to Leila.\n- Mateo reports to Tobias.\n- Tobias reports to Stefan.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group was founded in 1984.\n- Leila reports to Dmitri.\n- Cedar Retail Group is headquartered in Brno.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14480", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2433: employee Ravi R., hired 19 October 2023, separated 23 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2433?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14481", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14482", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 July 2025): For employees hired on or after 24 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1816: employee Pablo S., hired 29 March 2024, separated 22 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1816?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14483", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tobias.\n- Zoya reports to Lucia.\n- Atlas Freight was founded in 1999.\n- Amara works for Beacon Insurance.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 2006.\n- Stefan reports to Ravi.\n- Atlas Freight is headquartered in Turku.\n- Stefan works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Kenji reports to Bruno.\n- Bruno works for Helios Logistics.\n- Kenji works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Zoya works for Atlas Freight.\n- Tobias works for Helios Logistics.\n- Meridian Bank is headquartered in Basel.\n- Tobias reports to Amara.\n- Beacon Insurance was founded in 1989.\n- Meridian Bank was founded in 1978.\n- Bruno reports to Stefan.\n- Amara reports to Zoya.\n- Beacon Insurance is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14485", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9903: employee Stefan A., hired 21 May 2022, separated 03 February 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9903?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14486", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14487", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4576: employee Amara T., hired 12 October 2021, separated 14 April 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4576?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Valencia.\n- Sofia reports to Emeka.\n- Sofia works for Cedar Retail Group.\n- Bruno reports to Deshawn.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health is headquartered in Valencia.\n- Lucia works for Helios Logistics.\n- Deshawn works for Beacon Insurance.\n- Helios Logistics was founded in 1993.\n- Anders works for Beacon Insurance.\n- Anders reports to Lucia.\n- Beacon Insurance was founded in 1990.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.\n- Stefan works for Cedar Retail Group.\n- Cobalt Health was founded in 1993.\n- Yuki reports to Sofia.\n- Beacon Insurance is headquartered in Turku.\n- Kenji reports to Stefan.\n- Yuki works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Deshawn reports to Anders.\n- Dmitri reports to Sanne.\n- Bruno works for Cobalt Health.\n- Pablo works for Cedar Retail Group.\n- Stefan reports to Dmitri.\n- Pablo reports to Bruno.\n- Sanne works for Cobalt Health.\n- Lucia reports to Yuki.\n- Sanne reports to Pablo.\n- Cedar Retail Group was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14489", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7647: employee Callum K., hired 09 April 2022, separated 17 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7647?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14490", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14491", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Nadia.\n- Lucia works for Bluepine Aviation.\n- Sanne reports to Kenji.\n- Lattice Analytics is headquartered in Malmo.\n- Jonas works for Lattice Analytics.\n- Viktor reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Bluepine Aviation was founded in 1987.\n- Omar works for Atlas Freight.\n- Lattice Analytics was founded in 1987.\n- Sanne works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Omar reports to Wren.\n- Bluepine Aviation is headquartered in Bergen.\n- Kenji reports to Viktor.\n- Nadia reports to Sanne.\n- Wren works for Lattice Analytics.\n- Viktor works for Cedar Retail Group.\n- Wren reports to Aisha.\n- Nadia works for Cedar Retail Group.\n- Atlas Freight is headquartered in Malmo.\n- Ravi reports to Lucia.\n- Cedar Retail Group is headquartered in Turku.\n- Kenji works for Cedar Retail Group.\n- Lucia reports to Omar.\n- Atlas Freight was founded in 1997.\n- Cedar Retail Group was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14493", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5380: employee Mara S., hired 26 August 2021, separated 21 February 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5380?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5380 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ingrid.\n- Atlas Freight is headquartered in Leeds.\n- Chiara works for Crescent Telecom.\n- Lucia works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Dmitri reports to Nadia.\n- Wren works for Atlas Freight.\n- Tessa reports to Wren.\n- Viktor reports to Jonas.\n- Atlas Freight was founded in 1996.\n- Anders works for Crescent Telecom.\n- Ingrid reports to Ravi.\n- Cedar Retail Group is headquartered in Brno.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Lucia reports to Dmitri.\n- Wren reports to Chiara.\n- Cedar Retail Group was founded in 2010.\n- Anders reports to Tessa.\n- Chiara reports to Lucia.\n- Nadia reports to Stefan.\n- Crescent Telecom is headquartered in Leeds.\n- Ravi reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Fernhill Foods was founded in 2002.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mara.\n- Stefan works for Cobalt Health.\n- Mara reports to Stefan.\n- Cobalt Health was founded in 2008.\n- Tessa works for Helios Logistics.\n- Anders reports to Sofia.\n- Anders works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group was founded in 1999.\n- Helios Logistics is headquartered in Adelaide.\n- Sofia reports to Hana.\n- Atlas Freight was founded in 1987.\n- Stefan reports to Pablo.\n- Dmitri works for Cobalt Health.\n- Cedar Retail Group is headquartered in Dunedin.\n- Hana reports to Jonas.\n- Jonas reports to Viktor.\n- Helios Logistics was founded in 1995.\n- Atlas Freight is headquartered in Adelaide.\n- Pablo works for Helios Logistics.\n- Jonas works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Viktor works for Helios Logistics.\n- Viktor reports to Tessa.\n- Pablo reports to Dmitri.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Dmitri reports to Anders.\n- Hana works for Helios Logistics.\n- Kenji reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14496", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1012: employee Chiara K., hired 31 July 2020, separated 12 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1012?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14497", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14498", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Mara reports to Sofia.\n- Sofia reports to Sanne.\n- Summit Energy is headquartered in Halifax.\n- Sanne reports to Ravi.\n- Wren works for Summit Energy.\n- Mara works for Meridian Bank.\n- Ravi works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Turku.\n- Hana reports to Wren.\n- Chiara works for Summit Energy.\n- Wren reports to Aisha.\n- Ravi reports to Hana.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 2006.\n- Pinnacle Software was founded in 2011.\n- Sanne works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2011.\n- Chiara reports to Mara.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Meridian Bank was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14500", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2468: employee Elena K., hired 28 August 2023, separated 11 October 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2468?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Sanne works for Helios Logistics.\n- Deshawn works for Summit Energy.\n- Wren reports to Jonas.\n- Omar reports to Felix.\n- Amara works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Helios Logistics is headquartered in Halifax.\n- Deshawn reports to Omar.\n- Jonas reports to Sanne.\n- Summit Energy was founded in 1983.\n- Hana works for Northwind Systems.\n- Hana reports to Mateo.\n- Sofia works for Helios Logistics.\n- Summit Energy is headquartered in Halifax.\n- Crescent Telecom was founded in 2004.\n- Felix works for Crescent Telecom.\n- Helios Logistics was founded in 1988.\n- Callum reports to Amara.\n- Callum works for Northwind Systems.\n- Mateo reports to Callum.\n- Anders works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2010.\n- Jonas works for Northwind Systems.\n- Sanne reports to Sofia.\n- Sofia reports to Deshawn.\n- Mateo works for Summit Energy.\n- Amara reports to Anders.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14502", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6811: employee Wren T., hired 23 September 2021, separated 25 October 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6811?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Nagoya.\n- Summit Energy was founded in 2006.\n- Callum reports to Emeka.\n- Zoya works for Cedar Retail Group.\n- Leila reports to Sanne.\n- Tessa reports to Jonas.\n- Cobalt Health was founded in 1986.\n- Callum works for Cedar Retail Group.\n- Jonas works for Cobalt Health.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Kenji reports to Wren.\n- Sanne works for Cobalt Health.\n- Ingrid works for Bluepine Aviation.\n- Chiara reports to Ingrid.\n- Ingrid reports to Tessa.\n- Emeka reports to Felix.\n- Zoya reports to Kenji.\n- Wren reports to Chiara.\n- Cedar Retail Group is headquartered in Nagoya.\n- Chiara works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Emeka works for Summit Energy.\n- Bluepine Aviation is headquartered in Nagoya.\n- Kenji works for Cedar Retail Group.\n- Wren works for Summit Energy.\n- Sanne reports to Callum.\n- Felix reports to Zoya.\n- Summit Energy is headquartered in Lyon.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14504", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Bluepine Aviation.\n- Cobalt Health is headquartered in Ghent.\n- Pablo reports to Yuki.\n- Lattice Analytics is headquartered in Turku.\n- Yuki reports to Omar.\n- Dmitri works for Lattice Analytics.\n- Cobalt Health was founded in 1979.\n- Mara reports to Pablo.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Aisha reports to Tessa.\n- Bluepine Aviation is headquartered in Ghent.\n- Yuki works for Cobalt Health.\n- Omar reports to Dmitri.\n- Bluepine Aviation was founded in 1989.\n- Mara works for Cobalt Health.\n- Pablo works for Bluepine Aviation.\n- Lattice Analytics was founded in 2003.\n- Vantage Air is headquartered in Cork.\n- Tessa works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Tessa reports to Elena.\n- Elena reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14506", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14507", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1932: employee Jonas B., hired 10 November 2022, separated 09 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1932?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14508", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4351: employee Viktor K., hired 02 May 2020, separated 18 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4351?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14509", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14510", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7631: employee Hana R., hired 20 August 2021, separated 01 March 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7631?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14511", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Callum reports to Stefan.\n- Elena works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Crescent Telecom is headquartered in Porto.\n- Meridian Bank was founded in 1981.\n- Stefan reports to Nadia.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom was founded in 2006.\n- Helios Logistics is headquartered in Porto.\n- Nadia reports to Felix.\n- Meridian Bank is headquartered in Valencia.\n- Omar reports to Elena.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Callum works for Crescent Telecom.\n- Omar works for Summit Energy.\n- Helios Logistics was founded in 2013.\n- Sofia works for Summit Energy.\n- Zoya works for Summit Energy.\n- Elena reports to Sofia.\n- Sofia reports to Callum.\n- Zoya reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14513", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 83646 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14514", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9701: employee Sanne R., hired 18 May 2021, separated 27 February 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9701?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14515", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "provision_access", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14516", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14517", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14518", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Pinnacle Software was founded in 2012.\n- Callum reports to Yuki.\n- Tobias works for Ironwood Manufacturing.\n- Ingrid reports to Mara.\n- Mara works for Cobalt Health.\n- Sofia works for Ironwood Manufacturing.\n- Wren reports to Priya.\n- Cobalt Health is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2000.\n- Pinnacle Software is headquartered in Oslo.\n- Yuki works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Tobias reports to Callum.\n- Lucia works for Ironwood Manufacturing.\n- Viktor reports to Ingrid.\n- Northwind Systems is headquartered in Austin.\n- Viktor works for Northwind Systems.\n- Cobalt Health was founded in 1975.\n- Northwind Systems was founded in 1987.\n- Sofia reports to Lucia.\n- Priya works for Pinnacle Software.\n- Ingrid works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Priya reports to Tobias.\n- Mara reports to Wren.\n- Yuki reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14520", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mateo.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Mei works for Atlas Freight.\n- Ingrid reports to Hana.\n- Elena works for Cedar Retail Group.\n- Lucia works for Ironwood Manufacturing.\n- Mei reports to Kenji.\n- Hana reports to Elena.\n- Ingrid works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Atlas Freight is headquartered in Valencia.\n- Elena reports to Lucia.\n- Cedar Retail Group was founded in 1977.\n- Nadia reports to Ingrid.\n- Zoya works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Nadia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Valencia.\n- Meridian Bank was founded in 1979.\n- Meridian Bank is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1980.\n- Lucia reports to Omar.\n- Mateo reports to Mei.\n- Hana works for Meridian Bank.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14522", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14523", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14524", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 February 2025): For employees hired on or after 01 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4971: employee Viktor K., hired 15 August 2023, separated 06 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4971?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14525", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5851: employee Stefan K., hired 03 September 2020, separated 25 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5851?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14526", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14527", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Northwind Systems is headquartered in Adelaide.\n- Leila works for Crescent Telecom.\n- Felix reports to Stefan.\n- Crescent Telecom was founded in 1999.\n- Helios Logistics was founded in 2007.\n- Callum reports to Chiara.\n- Northwind Systems was founded in 2012.\n- Hana works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Elena works for Crescent Telecom.\n- Tobias reports to Felix.\n- Stefan works for Northwind Systems.\n- Elena reports to Amara.\n- Priya reports to Hana.\n- Zoya works for Northwind Systems.\n- Chiara reports to Leila.\n- Tobias works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Crescent Telecom is headquartered in Oslo.\n- Vantage Air is headquartered in Cork.\n- Priya works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Anders works for Northwind Systems.\n- Leila reports to Priya.\n- Amara reports to Anders.\n- Zoya reports to Elena.\n- Anders reports to Callum.\n- Stefan reports to Zoya.\n- Vantage Air was founded in 2006.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14529", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14530", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Priya works for Northwind Systems.\n- Bluepine Aviation was founded in 1999.\n- Pablo reports to Priya.\n- Emeka works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Felix works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Wren reports to Emeka.\n- Fernhill Foods was founded in 1994.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Mateo works for Bluepine Aviation.\n- Emeka reports to Lucia.\n- Tobias reports to Pablo.\n- Northwind Systems was founded in 2005.\n- Pinnacle Software is headquartered in Adelaide.\n- Pinnacle Software was founded in 1994.\n- Lucia reports to Felix.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo reports to Tobias.\n- Bluepine Aviation is headquartered in Ghent.\n- Priya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14533", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Pablo reports to Wren.\n- Mateo works for Northwind Systems.\n- Felix reports to Aisha.\n- Ravi works for Meridian Bank.\n- Mateo reports to Ravi.\n- Ravi reports to Felix.\n- Sofia works for Northwind Systems.\n- Zoya reports to Tobias.\n- Priya works for Summit Energy.\n- Sofia reports to Priya.\n- Meridian Bank is headquartered in Tallinn.\n- Wren works for Summit Energy.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Felix works for Summit Energy.\n- Tobias reports to Sofia.\n- Helios Logistics was founded in 1979.\n- Aisha works for Northwind Systems.\n- Priya reports to Pablo.\n- Summit Energy is headquartered in Nagoya.\n- Aisha reports to Zoya.\n- Tobias works for Summit Energy.\n- Northwind Systems is headquartered in Nagoya.\n- Meridian Bank was founded in 1998.\n- Helios Logistics is headquartered in Nagoya.\n- Northwind Systems was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14535", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14536", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-7 (VERSION 7, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8234: employee Mei B., hired 21 July 2022, separated 01 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8234?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14537", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5219: employee Wren A., hired 29 August 2022, separated 31 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5219?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14538", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14539", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9971: employee Bruno S., hired 23 February 2024, separated 22 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9971?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14540", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7124: employee Zoya T., hired 28 July 2023, separated 11 August 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7124?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Hana works for Cobalt Health.\n- Felix reports to Mara.\n- Pablo reports to Viktor.\n- Amara works for Cobalt Health.\n- Bruno works for Atlas Freight.\n- Viktor works for Meridian Bank.\n- Atlas Freight is headquartered in Malmo.\n- Mara reports to Jonas.\n- Helios Logistics is headquartered in Cork.\n- Cobalt Health was founded in 1990.\n- Amara reports to Felix.\n- Sofia reports to Hana.\n- Jonas reports to Omar.\n- Meridian Bank is headquartered in Dunedin.\n- Jonas works for Helios Logistics.\n- Bruno reports to Sofia.\n- Mara works for Meridian Bank.\n- Omar reports to Bruno.\n- Helios Logistics was founded in 2007.\n- Cobalt Health is headquartered in Dunedin.\n- Felix works for Meridian Bank.\n- Hana reports to Pablo.\n- Pablo works for Meridian Bank.\n- Atlas Freight was founded in 1976.\n- Sofia works for Cobalt Health.\n- Meridian Bank was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14542", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3988: employee Stefan M., hired 23 September 2022, separated 19 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3988?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14543", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9822: employee Callum B., hired 09 September 2021, separated 06 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9822?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14544", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14545", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8930: employee Wren B., hired 11 December 2020, separated 31 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8930?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14546", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6189: employee Omar K., hired 10 December 2024, separated 12 September 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6189?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Anders reports to Sofia.\n- Emeka works for Lattice Analytics.\n- Tessa reports to Nadia.\n- Amara reports to Tessa.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software is headquartered in Halifax.\n- Vantage Air was founded in 2000.\n- Fernhill Foods is headquartered in Tallinn.\n- Vantage Air is headquartered in Malmo.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods was founded in 1975.\n- Sofia reports to Emeka.\n- Anders works for Lattice Analytics.\n- Tessa works for Fernhill Foods.\n- Lattice Analytics was founded in 1975.\n- Pinnacle Software was founded in 1983.\n- Sofia works for Pinnacle Software.\n- Felix reports to Amara.\n- Sanne reports to Felix.\n- Felix works for Pinnacle Software.\n- Emeka reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1981", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14548", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14549", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "resignation", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14550", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Basel.\n- Mei works for Meridian Bank.\n- Beacon Insurance is headquartered in Turku.\n- Meridian Bank was founded in 1980.\n- Ingrid reports to Nadia.\n- Mara works for Beacon Insurance.\n- Hana reports to Ingrid.\n- Yuki reports to Deshawn.\n- Hana works for Beacon Insurance.\n- Meridian Bank is headquartered in Basel.\n- Aisha reports to Mateo.\n- Mateo works for Vantage Air.\n- Aisha works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Omar works for Beacon Insurance.\n- Omar reports to Yuki.\n- Vantage Air is headquartered in Tallinn.\n- Mateo reports to Omar.\n- Nadia reports to Aisha.\n- Pinnacle Software was founded in 1975.\n- Deshawn works for Beacon Insurance.\n- Vantage Air was founded in 2009.\n- Mara reports to Mei.\n- Yuki works for Beacon Insurance.\n- Ingrid works for Pinnacle Software.\n- Mei reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14553", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14554", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14555", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14556", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2837: employee Sanne R., hired 08 September 2020, separated 19 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2837?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Yuki works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lattice Analytics was founded in 2008.\n- Yuki reports to Mara.\n- Aisha works for Summit Energy.\n- Wren reports to Ravi.\n- Summit Energy was founded in 1986.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Summit Energy is headquartered in Malmo.\n- Zoya reports to Yuki.\n- Callum works for Summit Energy.\n- Deshawn reports to Viktor.\n- Cedar Retail Group was founded in 1995.\n- Anders works for Cedar Retail Group.\n- Mara reports to Aisha.\n- Zoya works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Deshawn works for Cedar Retail Group.\n- Anders reports to Callum.\n- Callum reports to Lucia.\n- Omar reports to Deshawn.\n- Ironwood Manufacturing was founded in 2015.\n- Omar works for Summit Energy.\n- Aisha reports to Wren.\n- Ravi works for Summit Energy.\n- Viktor reports to Zoya.\n- Lucia reports to Omar.\n- Viktor works for Ironwood Manufacturing.\n- Wren works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1990", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14558", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Ingrid.\n- Sofia works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Bluepine Aviation was founded in 1997.\n- Wren reports to Sofia.\n- Wren works for Helios Logistics.\n- Meridian Bank was founded in 2013.\n- Deshawn reports to Sanne.\n- Sanne reports to Dmitri.\n- Sanne works for Bluepine Aviation.\n- Beacon Insurance was founded in 1988.\n- Deshawn works for Helios Logistics.\n- Sofia reports to Amara.\n- Callum works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Bluepine Aviation is headquartered in Basel.\n- Beacon Insurance is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.\n- Helios Logistics is headquartered in Basel.\n- Dmitri works for Helios Logistics.\n- Ingrid reports to Wren.\n- Dmitri reports to Callum.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Kenji.\n- Callum works for Northwind Systems.\n- Bluepine Aviation was founded in 1976.\n- Vantage Air was founded in 2006.\n- Hana reports to Felix.\n- Mateo works for Bluepine Aviation.\n- Kenji works for Northwind Systems.\n- Felix works for Bluepine Aviation.\n- Wren reports to Elena.\n- Hana works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Halifax.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Jonas.\n- Northwind Systems was founded in 1975.\n- Cedar Retail Group is headquartered in Austin.\n- Wren works for Cedar Retail Group.\n- Nadia reports to Callum.\n- Nadia works for Vantage Air.\n- Elena works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1980.\n- Kenji reports to Stefan.\n- Mateo reports to Hana.\n- Elena reports to Nadia.\n- Vantage Air is headquartered in Halifax.\n- Northwind Systems is headquartered in Austin.\n- Jonas works for Northwind Systems.\n- Jonas reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14561", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7711: employee Leila R., hired 28 May 2022, separated 31 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7711?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Pablo reports to Hana.\n- Amara reports to Sanne.\n- Stefan reports to Mei.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Hana works for Northwind Systems.\n- Felix reports to Pablo.\n- Ravi reports to Felix.\n- Northwind Systems is headquartered in Tampere.\n- Zoya reports to Stefan.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 2002.\n- Sofia works for Crescent Telecom.\n- Meridian Bank was founded in 2014.\n- Lattice Analytics was founded in 1979.\n- Felix works for Northwind Systems.\n- Sanne reports to Ravi.\n- Meridian Bank is headquartered in Malmo.\n- Sofia reports to Zoya.\n- Mei works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Hana reports to Sofia.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics is headquartered in Lyon.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Zoya.\n- Cobalt Health is headquartered in Ghent.\n- Viktor reports to Pablo.\n- Viktor works for Summit Energy.\n- Callum works for Beacon Insurance.\n- Deshawn works for Summit Energy.\n- Zoya reports to Sanne.\n- Pablo reports to Callum.\n- Atlas Freight is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Nagoya.\n- Zoya works for Cobalt Health.\n- Summit Energy was founded in 1986.\n- Deshawn reports to Chiara.\n- Pablo works for Atlas Freight.\n- Cobalt Health was founded in 1976.\n- Atlas Freight was founded in 2010.\n- Emeka works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Deshawn.\n- Chiara works for Summit Energy.\n- Chiara reports to Viktor.\n- Beacon Insurance was founded in 2005.\n- Summit Energy is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14564", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 September 2025): For employees hired on or after 24 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3295: employee Aisha R., hired 03 June 2022, separated 03 November 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3295?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14565", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 82550 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14566", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9994: employee Leila B., hired 22 July 2022, separated 14 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9994?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14567", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4192: employee Felix K., hired 29 July 2021, separated 27 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4192?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14568", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1151: employee Amara B., hired 02 December 2021, separated 28 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2026-1151 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,650", "2": "$6,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14569", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1982.\n- Kenji reports to Tobias.\n- Stefan reports to Tessa.\n- Jonas works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Mateo works for Meridian Bank.\n- Atlas Freight is headquartered in Tampere.\n- Ingrid reports to Mara.\n- Sanne reports to Anders.\n- Mateo reports to Ingrid.\n- Tessa reports to Sanne.\n- Jonas reports to Wren.\n- Kenji works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Sanne works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Meridian Bank is headquartered in Cork.\n- Meridian Bank was founded in 1978.\n- Wren works for Cobalt Health.\n- Emeka reports to Kenji.\n- Cobalt Health is headquartered in Tallinn.\n- Wren reports to Emeka.\n- Cobalt Health was founded in 1986.\n- Cedar Retail Group is headquartered in Brno.\n- Cedar Retail Group was founded in 1975.\n- Emeka works for Cobalt Health.\n- Ingrid works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Mara reports to Stefan.\n- Anders reports to Jonas.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Felix reports to Leila.\n- Leila reports to Emeka.\n- Cobalt Health is headquartered in Valencia.\n- Anders works for Cobalt Health.\n- Pinnacle Software was founded in 1976.\n- Atlas Freight was founded in 2001.\n- Zoya reports to Amara.\n- Crescent Telecom is headquartered in Leeds.\n- Tessa works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Elena reports to Felix.\n- Elena works for Cobalt Health.\n- Viktor reports to Zoya.\n- Zoya works for Cobalt Health.\n- Pinnacle Software is headquartered in Leeds.\n- Tobias works for Pinnacle Software.\n- Atlas Freight is headquartered in Leeds.\n- Amara reports to Sofia.\n- Viktor works for Pinnacle Software.\n- Crescent Telecom was founded in 1994.\n- Emeka reports to Tessa.\n- Amara works for Crescent Telecom.\n- Tobias reports to Elena.\n- Cobalt Health was founded in 2001.\n- Sofia works for Cobalt Health.\n- Anders reports to Tobias.\n- Tessa reports to Viktor.\n- Leila works for Atlas Freight.\n- Sofia reports to Lucia.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14572", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2523: employee Ravi K., hired 26 December 2022, separated 16 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2523?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14573", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5338: employee Stefan S., hired 13 October 2020, separated 03 February 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-5338 under the controlling rules.", "criteria": {"0": "$21,288", "1": "$23,288", "2": "$21,418", "3": "$92,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Cobalt Health was founded in 1996.\n- Ingrid reports to Mei.\n- Vantage Air is headquartered in Lyon.\n- Cobalt Health is headquartered in Ghent.\n- Deshawn works for Northwind Systems.\n- Crescent Telecom was founded in 1987.\n- Sanne works for Vantage Air.\n- Priya works for Cobalt Health.\n- Deshawn reports to Omar.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Deshawn.\n- Ingrid works for Northwind Systems.\n- Jonas works for Crescent Telecom.\n- Mateo reports to Emeka.\n- Mei reports to Sanne.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Priya reports to Mateo.\n- Mei works for Northwind Systems.\n- Jonas reports to Ingrid.\n- Lucia reports to Dmitri.\n- Crescent Telecom is headquartered in Oslo.\n- Ravi reports to Lucia.\n- Northwind Systems was founded in 1989.\n- Lucia works for Cobalt Health.\n- Ravi works for Vantage Air.\n- Dmitri reports to Jonas.\n- Sanne reports to Priya.\n- Northwind Systems is headquartered in Nagoya.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14575", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9105: employee Felix R., hired 14 August 2023, separated 23 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9105?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14576", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14577", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 18564 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14578", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14579", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2197: employee Leila K., hired 31 July 2022, separated 28 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2197?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14580", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 September 2025): For employees hired on or after 24 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7321: employee Deshawn S., hired 20 October 2023, separated 03 August 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7321?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14581", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1403: employee Mara T., hired 24 September 2019, separated 05 August 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1403?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14582", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14583", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Aisha reports to Deshawn.\n- Atlas Freight is headquartered in Malmo.\n- Hana works for Atlas Freight.\n- Lucia reports to Pablo.\n- Pablo works for Helios Logistics.\n- Atlas Freight was founded in 2002.\n- Elena reports to Lucia.\n- Cobalt Health is headquartered in Tampere.\n- Meridian Bank was founded in 2008.\n- Elena works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Meridian Bank is headquartered in Tampere.\n- Sanne reports to Hana.\n- Yuki works for Atlas Freight.\n- Helios Logistics is headquartered in Austin.\n- Lucia works for Meridian Bank.\n- Deshawn reports to Sanne.\n- Mei reports to Yuki.\n- Hana reports to Elena.\n- Cobalt Health was founded in 2007.\n- Pablo reports to Tobias.\n- Mei works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Tobias reports to Mei.\n- Helios Logistics was founded in 2014.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14585", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14586", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Viktor reports to Ravi.\n- Wren reports to Zoya.\n- Vantage Air is headquartered in Austin.\n- Leila reports to Viktor.\n- Bluepine Aviation is headquartered in Austin.\n- Ravi reports to Wren.\n- Zoya reports to Dmitri.\n- Bluepine Aviation was founded in 1983.\n- Omar works for Bluepine Aviation.\n- Sofia works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Dmitri works for Bluepine Aviation.\n- Sofia reports to Leila.\n- Wren works for Bluepine Aviation.\n- Northwind Systems was founded in 2012.\n- Hana works for Ironwood Manufacturing.\n- Vantage Air was founded in 1978.\n- Viktor works for Ironwood Manufacturing.\n- Leila works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Austin.\n- Zoya works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Sofia.\n- Hana reports to Omar.\n- Dmitri reports to Hana.\n- Ironwood Manufacturing was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14588", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14589", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5566: employee Aisha S., hired 15 February 2024, separated 24 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-5566 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$8,667", "2": "$2,000", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14590", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14592", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14593", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14594", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Priya reports to Chiara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Omar works for Atlas Freight.\n- Pablo reports to Zoya.\n- Mateo reports to Omar.\n- Chiara works for Vantage Air.\n- Zoya reports to Deshawn.\n- Felix works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Deshawn reports to Felix.\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Turku.\n- Zoya works for Atlas Freight.\n- Summit Energy is headquartered in Valencia.\n- Dmitri works for Atlas Freight.\n- Chiara reports to Pablo.\n- Dmitri reports to Emeka.\n- Ironwood Manufacturing was founded in 2000.\n- Mateo works for Atlas Freight.\n- Emeka reports to Mateo.\n- Bruno works for Atlas Freight.\n- Ingrid reports to Priya.\n- Priya works for Atlas Freight.\n- Omar reports to Bruno.\n- Summit Energy was founded in 1986.\n- Ingrid works for Vantage Air.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 1985.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14596", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14597", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 94005\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14598", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14599", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Mateo works for Cedar Retail Group.\n- Yuki reports to Felix.\n- Crescent Telecom is headquartered in Ghent.\n- Amara reports to Yuki.\n- Cedar Retail Group is headquartered in Turku.\n- Dmitri reports to Mateo.\n- Summit Energy is headquartered in Brno.\n- Anders reports to Priya.\n- Viktor works for Summit Energy.\n- Felix reports to Chiara.\n- Kenji works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Kenji reports to Amara.\n- Ravi works for Crescent Telecom.\n- Helios Logistics is headquartered in Brno.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Ravi.\n- Helios Logistics was founded in 2011.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group was founded in 1979.\n- Dmitri works for Helios Logistics.\n- Ravi reports to Dmitri.\n- Viktor reports to Stefan.\n- Priya works for Summit Energy.\n- Crescent Telecom was founded in 2015.\n- Yuki works for Helios Logistics.\n- Felix works for Summit Energy.\n- Amara works for Helios Logistics.\n- Priya reports to Kenji.\n- Mateo reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mateo.\n- Fernhill Foods is headquartered in Austin.\n- Viktor works for Northwind Systems.\n- Bluepine Aviation was founded in 1992.\n- Chiara reports to Deshawn.\n- Ingrid reports to Chiara.\n- Elena works for Fernhill Foods.\n- Zoya works for Bluepine Aviation.\n- Chiara works for Northwind Systems.\n- Amara reports to Nadia.\n- Elena reports to Amara.\n- Ingrid works for Northwind Systems.\n- Hana reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Deshawn reports to Jonas.\n- Pablo reports to Hana.\n- Pablo works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Fernhill Foods was founded in 2012.\n- Nadia reports to Zoya.\n- Ironwood Manufacturing was founded in 1987.\n- Viktor reports to Pablo.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Basel.\n- Amara works for Northwind Systems.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14602", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2852: employee Tobias S., hired 21 February 2024, separated 19 August 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-2852 under the controlling rules.", "criteria": {"0": "$38,000", "1": "$8,654", "2": "$9,269", "3": "$8,769"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14603", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 February 2023): For employees hired on or after 10 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4939: employee Yuki M., hired 04 April 2020, separated 18 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4939?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14604", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14605", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14606", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14607", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14608", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14609", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14610", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4711: employee Lucia M., hired 02 September 2020, separated 21 October 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4711?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tessa.\n- Mei works for Meridian Bank.\n- Meridian Bank was founded in 1991.\n- Anders reports to Stefan.\n- Aisha works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Austin.\n- Omar works for Ironwood Manufacturing.\n- Stefan reports to Mateo.\n- Anders works for Northwind Systems.\n- Meridian Bank is headquartered in Tampere.\n- Tessa works for Pinnacle Software.\n- Ingrid works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Sofia.\n- Tessa reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Sofia reports to Aisha.\n- Ironwood Manufacturing is headquartered in Porto.\n- Northwind Systems is headquartered in Porto.\n- Pinnacle Software was founded in 1976.\n- Aisha reports to Mei.\n- Ingrid reports to Bruno.\n- Northwind Systems was founded in 2000.\n- Omar reports to Ingrid.\n- Bruno reports to Anders.\n- Ironwood Manufacturing was founded in 1994.\n- Amara reports to Omar.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Cobalt Health was founded in 2007.\n- Mara reports to Tobias.\n- Amara works for Lattice Analytics.\n- Amara reports to Elena.\n- Vantage Air was founded in 1984.\n- Tobias works for Vantage Air.\n- Nadia reports to Bruno.\n- Elena reports to Wren.\n- Hana reports to Mei.\n- Wren reports to Nadia.\n- Tobias reports to Felix.\n- Wren works for Cobalt Health.\n- Fernhill Foods was founded in 2013.\n- Cobalt Health is headquartered in Adelaide.\n- Vantage Air is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Lattice Analytics was founded in 2009.\n- Nadia works for Vantage Air.\n- Bruno reports to Hana.\n- Lattice Analytics is headquartered in Leeds.\n- Hana works for Vantage Air.\n- Fernhill Foods is headquartered in Tampere.\n- Elena works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Mei reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1990.\n- Omar works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Summit Energy is headquartered in Tallinn.\n- Summit Energy was founded in 1976.\n- Felix reports to Jonas.\n- Jonas reports to Sanne.\n- Bluepine Aviation is headquartered in Tallinn.\n- Omar reports to Aisha.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ravi reports to Deshawn.\n- Atlas Freight is headquartered in Nagoya.\n- Sanne works for Bluepine Aviation.\n- Felix works for Atlas Freight.\n- Ingrid works for Summit Energy.\n- Kenji works for Bluepine Aviation.\n- Sanne reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Ingrid reports to Sofia.\n- Deshawn reports to Omar.\n- Kenji reports to Ingrid.\n- Sofia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2012.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Kenji.\n- Ironwood Manufacturing was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14614", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3337: employee Sanne B., hired 21 March 2022, separated 31 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3337?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14615", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14616", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 March 2023): For employees hired on or after 08 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1440: employee Mei S., hired 21 February 2022, separated 24 May 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1440?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14617", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14618", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14619", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14620", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14621", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14622", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14623", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4797: employee Stefan R., hired 10 March 2022, separated 17 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4797?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Beacon Insurance.\n- Mateo reports to Hana.\n- Northwind Systems was founded in 1986.\n- Dmitri works for Beacon Insurance.\n- Bruno reports to Emeka.\n- Tobias reports to Mateo.\n- Ingrid works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Cork.\n- Beacon Insurance was founded in 1981.\n- Ironwood Manufacturing is headquartered in Cork.\n- Northwind Systems is headquartered in Cork.\n- Fernhill Foods was founded in 1990.\n- Emeka works for Fernhill Foods.\n- Ingrid reports to Felix.\n- Felix works for Northwind Systems.\n- Hana reports to Bruno.\n- Tobias works for Northwind Systems.\n- Hana works for Ironwood Manufacturing.\n- Felix reports to Tobias.\n- Dmitri reports to Ingrid.\n- Fernhill Foods is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1980.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14625", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14626", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14628", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 61170 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "report_damage", "3": "exchange_item", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14629", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4537: employee Deshawn S., hired 04 June 2023, separated 23 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4537?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14630", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "weather", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14631", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14632", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5283: employee Deshawn K., hired 22 December 2022, separated 05 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-5283 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$32,933", "2": "$7,600", "3": "$8,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14633", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14634", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 25941\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14635", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14636", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8656: employee Tessa B., hired 02 February 2023, separated 20 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8656?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Amara reports to Felix.\n- Mara works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Chiara reports to Dmitri.\n- Amara works for Pinnacle Software.\n- Zoya works for Helios Logistics.\n- Dmitri reports to Mateo.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 1984.\n- Deshawn works for Pinnacle Software.\n- Felix works for Helios Logistics.\n- Wren reports to Chiara.\n- Mara reports to Deshawn.\n- Zoya reports to Mara.\n- Helios Logistics is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1993.\n- Pinnacle Software is headquartered in Basel.\n- Helios Logistics was founded in 1980.\n- Bluepine Aviation is headquartered in Tallinn.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Nadia works for Pinnacle Software.\n- Deshawn reports to Wren.\n- Nadia reports to Amara.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14638", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8029: employee Sanne B., hired 10 June 2022, separated 16 April 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8029?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14639", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2006.\n- Helios Logistics is headquartered in Porto.\n- Leila works for Helios Logistics.\n- Mateo works for Bluepine Aviation.\n- Dmitri reports to Deshawn.\n- Tobias works for Crescent Telecom.\n- Ravi reports to Mateo.\n- Tobias reports to Pablo.\n- Zoya works for Helios Logistics.\n- Vantage Air was founded in 1982.\n- Deshawn reports to Stefan.\n- Helios Logistics was founded in 1984.\n- Mara works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Pablo works for Helios Logistics.\n- Bluepine Aviation is headquartered in Porto.\n- Deshawn works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Adelaide.\n- Vantage Air is headquartered in Adelaide.\n- Hana works for Crescent Telecom.\n- Pablo reports to Hana.\n- Mateo reports to Zoya.\n- Stefan reports to Mara.\n- Priya works for Helios Logistics.\n- Stefan works for Vantage Air.\n- Hana reports to Leila.\n- Mara reports to Priya.\n- Bluepine Aviation was founded in 1996.\n- Priya reports to Ravi.\n- Zoya reports to Tobias.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Hana reports to Elena.\n- Bruno works for Lattice Analytics.\n- Helios Logistics is headquartered in Malmo.\n- Mara reports to Emeka.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Mara.\n- Helios Logistics was founded in 1987.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Priya reports to Hana.\n- Ravi works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Emeka reports to Felix.\n- Leila works for Bluepine Aviation.\n- Elena reports to Bruno.\n- Bluepine Aviation was founded in 1992.\n- Felix reports to Leila.\n- Emeka works for Bluepine Aviation.\n- Lattice Analytics was founded in 1995.\n- Mara works for Meridian Bank.\n- Lattice Analytics is headquartered in Turku.\n- Dmitri works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Dmitri reports to Ravi.\n- Priya works for Meridian Bank.\n- Leila reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14642", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6740: employee Zoya S., hired 30 July 2024, separated 13 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6740?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1975.\n- Ironwood Manufacturing was founded in 2011.\n- Mara reports to Dmitri.\n- Zoya works for Summit Energy.\n- Deshawn reports to Zoya.\n- Ravi reports to Viktor.\n- Fernhill Foods is headquartered in Oslo.\n- Viktor reports to Leila.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods was founded in 1983.\n- Dmitri reports to Hana.\n- Yuki works for Summit Energy.\n- Leila reports to Deshawn.\n- Dmitri works for Summit Energy.\n- Ravi works for Bluepine Aviation.\n- Summit Energy is headquartered in Oslo.\n- Hana reports to Ravi.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mara works for Summit Energy.\n- Bruno reports to Yuki.\n- Viktor works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Yuki reports to Mara.\n- Leila works for Summit Energy.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Summit Energy was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14644", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 21630, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14645", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "open_account", "3": "wire_transfer", "4": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14646", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6558: employee Leila A., hired 19 November 2020, separated 26 July 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6558?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Aisha.\n- Wren works for Cedar Retail Group.\n- Fernhill Foods was founded in 1992.\n- Aisha works for Crescent Telecom.\n- Mateo reports to Wren.\n- Bruno reports to Nadia.\n- Crescent Telecom was founded in 1981.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Cobalt Health was founded in 1987.\n- Crescent Telecom is headquartered in Valencia.\n- Callum works for Crescent Telecom.\n- Lucia works for Cobalt Health.\n- Nadia reports to Elena.\n- Wren reports to Omar.\n- Leila reports to Bruno.\n- Viktor works for Crescent Telecom.\n- Nadia works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Lucia reports to Viktor.\n- Cedar Retail Group was founded in 1990.\n- Cedar Retail Group is headquartered in Valencia.\n- Aisha reports to Mateo.\n- Callum reports to Priya.\n- Fernhill Foods is headquartered in Nagoya.\n- Bruno works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Elena reports to Callum.\n- Priya reports to Lucia.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1989.\n- Kenji reports to Callum.\n- Aisha works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Mara reports to Bruno.\n- Hana reports to Yuki.\n- Bruno reports to Felix.\n- Yuki reports to Aisha.\n- Meridian Bank was founded in 1991.\n- Meridian Bank is headquartered in Dunedin.\n- Stefan works for Ironwood Manufacturing.\n- Felix reports to Stefan.\n- Sofia reports to Mara.\n- Cedar Retail Group was founded in 1981.\n- Hana works for Cedar Retail Group.\n- Crescent Telecom was founded in 2010.\n- Felix works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Ghent.\n- Stefan reports to Hana.\n- Aisha reports to Kenji.\n- Mara works for Meridian Bank.\n- Bruno works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Basel.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki works for Meridian Bank.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14649", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5136: employee Wren B., hired 27 October 2020, separated 06 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2026-5136 under the controlling rules.", "criteria": {"0": "$29,467", "1": "$6,750", "2": "$6,800", "3": "$7,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14650", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Lucia.\n- Pinnacle Software is headquartered in Austin.\n- Bluepine Aviation is headquartered in Tallinn.\n- Lucia works for Northwind Systems.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Beacon Insurance is headquartered in Oslo.\n- Chiara reports to Ravi.\n- Northwind Systems is headquartered in Basel.\n- Ravi reports to Yuki.\n- Leila reports to Omar.\n- Yuki works for Beacon Insurance.\n- Elena reports to Wren.\n- Omar works for Northwind Systems.\n- Beacon Insurance was founded in 1979.\n- Leila works for Beacon Insurance.\n- Lucia reports to Leila.\n- Chiara works for Beacon Insurance.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Wren works for Beacon Insurance.\n- Northwind Systems was founded in 1980.\n- Omar reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14652", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 February 2023): For employees hired on or after 08 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8377: employee Sanne M., hired 12 November 2021, separated 05 June 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-8377 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$6,000", "2": "$17,333", "3": "$2,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14653", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8172: employee Sofia S., hired 02 April 2022, separated 03 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8172?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14654", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 October 2025): For employees hired on or after 18 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1349: employee Callum B., hired 01 May 2024, separated 24 October 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-1349 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$6,500", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14655", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7792: employee Stefan A., hired 27 January 2022, separated 04 December 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2025-7792 under the controlling rules.", "criteria": {"0": "$11,600", "1": "$50,267", "2": "$12,100", "3": "$11,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Viktor works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Viktor reports to Pablo.\n- Pablo reports to Kenji.\n- Sofia works for Northwind Systems.\n- Fernhill Foods was founded in 2010.\n- Atlas Freight was founded in 2005.\n- Fernhill Foods is headquartered in Turku.\n- Yuki works for Pinnacle Software.\n- Anders reports to Yuki.\n- Kenji reports to Jonas.\n- Anders works for Atlas Freight.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Sofia.\n- Elena works for Fernhill Foods.\n- Jonas works for Atlas Freight.\n- Mateo reports to Tessa.\n- Pablo works for Pinnacle Software.\n- Tessa reports to Ingrid.\n- Sofia reports to Anders.\n- Northwind Systems was founded in 1982.\n- Jonas reports to Tobias.\n- Pinnacle Software was founded in 1984.\n- Tessa works for Pinnacle Software.\n- Elena reports to Mateo.\n- Ingrid works for Atlas Freight.\n- Northwind Systems is headquartered in Turku.\n- Mateo works for Pinnacle Software.\n- Yuki reports to Viktor.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14657", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Tobias reports to Sanne.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana reports to Jonas.\n- Viktor reports to Deshawn.\n- Bluepine Aviation was founded in 2007.\n- Jonas works for Lattice Analytics.\n- Deshawn works for Bluepine Aviation.\n- Pablo works for Northwind Systems.\n- Anders reports to Viktor.\n- Tobias works for Ironwood Manufacturing.\n- Viktor works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Lattice Analytics is headquartered in Halifax.\n- Sanne works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Malmo.\n- Sanne reports to Hana.\n- Jonas reports to Mara.\n- Lattice Analytics was founded in 2003.\n- Hana works for Lattice Analytics.\n- Mara reports to Wren.\n- Wren reports to Anders.\n- Ironwood Manufacturing was founded in 1978.\n- Wren works for Bluepine Aviation.\n- Northwind Systems was founded in 2001.\n- Northwind Systems is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14659", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14660", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1998.\n- Omar works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tobias reports to Omar.\n- Ingrid works for Bluepine Aviation.\n- Cobalt Health was founded in 2000.\n- Yuki works for Bluepine Aviation.\n- Mateo reports to Elena.\n- Hana works for Beacon Insurance.\n- Mara reports to Ingrid.\n- Hana reports to Mara.\n- Yuki reports to Mateo.\n- Pablo reports to Emeka.\n- Mateo works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cobalt Health is headquartered in Brno.\n- Emeka works for Cobalt Health.\n- Mara works for Ironwood Manufacturing.\n- Ingrid reports to Yuki.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Omar reports to Pablo.\n- Tobias works for Ironwood Manufacturing.\n- Elena works for Bluepine Aviation.\n- Elena reports to Tobias.\n- Bluepine Aviation was founded in 1982.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14662", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14663", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Mateo.\n- Ravi reports to Stefan.\n- Northwind Systems was founded in 1985.\n- Felix works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Summit Energy is headquartered in Lyon.\n- Cobalt Health was founded in 2012.\n- Zoya works for Summit Energy.\n- Pablo reports to Zoya.\n- Omar reports to Felix.\n- Mateo works for Summit Energy.\n- Anders works for Cobalt Health.\n- Viktor reports to Lucia.\n- Felix reports to Anders.\n- Vantage Air was founded in 2014.\n- Pablo works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 1985.\n- Northwind Systems is headquartered in Nagoya.\n- Mateo reports to Ravi.\n- Stefan works for Summit Energy.\n- Lucia works for Northwind Systems.\n- Vantage Air is headquartered in Dunedin.\n- Zoya reports to Omar.\n- Cobalt Health is headquartered in Valencia.\n- Lucia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Lucia.\n- Bluepine Aviation was founded in 2008.\n- Tessa reports to Mateo.\n- Pablo reports to Callum.\n- Yuki reports to Pablo.\n- Yuki works for Atlas Freight.\n- Pinnacle Software was founded in 1994.\n- Mateo works for Summit Energy.\n- Callum works for Bluepine Aviation.\n- Amara works for Summit Energy.\n- Pablo works for Bluepine Aviation.\n- Callum reports to Leila.\n- Hana works for Atlas Freight.\n- Chiara reports to Yuki.\n- Atlas Freight was founded in 2010.\n- Leila reports to Hana.\n- Summit Energy is headquartered in Tallinn.\n- Tessa works for Atlas Freight.\n- Pinnacle Software is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Dunedin.\n- Amara reports to Tessa.\n- Chiara works for Pinnacle Software.\n- Hana reports to Amara.\n- Atlas Freight is headquartered in Halifax.\n- Summit Energy was founded in 1975.\n- Leila works for Atlas Freight.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14665", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14666", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7753: employee Emeka S., hired 25 April 2023, separated 03 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7753?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14667", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 January 2025): For employees hired on or after 28 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6010: employee Nadia R., hired 12 January 2023, separated 04 March 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-6010 under the controlling rules.", "criteria": {"0": "$13,650", "1": "$15,650", "2": "$13,562", "3": "$59,150"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Anders.\n- Callum reports to Lucia.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Malmo.\n- Callum works for Ironwood Manufacturing.\n- Viktor reports to Bruno.\n- Anders works for Ironwood Manufacturing.\n- Deshawn reports to Aisha.\n- Ironwood Manufacturing was founded in 1983.\n- Elena reports to Dmitri.\n- Deshawn works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1986.\n- Bruno reports to Mei.\n- Amara reports to Deshawn.\n- Aisha reports to Elena.\n- Anders reports to Stefan.\n- Amara works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Elena works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.\n- Mei works for Beacon Insurance.\n- Lucia works for Helios Logistics.\n- Beacon Insurance was founded in 1980.\n- Helios Logistics was founded in 1977.\n- Lucia reports to Viktor.\n- Dmitri reports to Callum.\n- Helios Logistics is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Bergen.\n- Elena works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Ingrid reports to Amara.\n- Northwind Systems is headquartered in Bergen.\n- Leila works for Helios Logistics.\n- Dmitri works for Summit Energy.\n- Nadia reports to Dmitri.\n- Aisha works for Northwind Systems.\n- Amara works for Atlas Freight.\n- Mateo reports to Ingrid.\n- Yuki reports to Mateo.\n- Aisha reports to Elena.\n- Mateo works for Helios Logistics.\n- Summit Energy was founded in 1992.\n- Mei works for Northwind Systems.\n- Leila reports to Mei.\n- Atlas Freight is headquartered in Bergen.\n- Northwind Systems was founded in 1977.\n- Amara reports to Leila.\n- Mei reports to Aisha.\n- Atlas Freight was founded in 2013.\n- Yuki works for Northwind Systems.\n- Elena reports to Nadia.\n- Helios Logistics was founded in 1997.\n- Ingrid works for Northwind Systems.\n- Helios Logistics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14670", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14671", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14672", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9368: employee Mei B., hired 17 August 2020, separated 14 March 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-9368 under the controlling rules.", "criteria": {"0": "$25,500", "1": "$27,600", "2": "$26,000", "3": "$112,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Ravi reports to Elena.\n- Sanne reports to Ravi.\n- Zoya reports to Sanne.\n- Northwind Systems was founded in 1988.\n- Fernhill Foods is headquartered in Leeds.\n- Tobias reports to Mei.\n- Vantage Air is headquartered in Turku.\n- Aisha works for Northwind Systems.\n- Ravi works for Fernhill Foods.\n- Mei works for Northwind Systems.\n- Mei reports to Zoya.\n- Northwind Systems is headquartered in Turku.\n- Sanne works for Fernhill Foods.\n- Lattice Analytics was founded in 1980.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Lucia works for Northwind Systems.\n- Aisha reports to Tobias.\n- Vantage Air was founded in 2004.\n- Lucia reports to Aisha.\n- Zoya works for Fernhill Foods.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14674", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14675", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14676", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4240: employee Ravi K., hired 02 May 2024, separated 29 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4240?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Wren.\n- Pinnacle Software was founded in 2002.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Ravi.\n- Lucia reports to Amara.\n- Bluepine Aviation is headquartered in Austin.\n- Lucia works for Pinnacle Software.\n- Ravi reports to Deshawn.\n- Amara works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Atlas Freight was founded in 1997.\n- Deshawn reports to Lucia.\n- Pinnacle Software is headquartered in Brno.\n- Lattice Analytics was founded in 2004.\n- Deshawn works for Lattice Analytics.\n- Ravi works for Pinnacle Software.\n- Tobias reports to Jonas.\n- Bluepine Aviation was founded in 1984.\n- Emeka reports to Tobias.\n- Sofia works for Bluepine Aviation.\n- Chiara works for Pinnacle Software.\n- Lattice Analytics is headquartered in Tampere.\n- Bruno reports to Chiara.\n- Emeka works for Atlas Freight.\n- Amara reports to Kenji.\n- Kenji works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Wren reports to Sofia.\n- Wren works for Atlas Freight.\n- Kenji reports to Bruno.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14678", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14679", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4653: employee Bruno T., hired 07 October 2022, separated 31 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4653?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14680", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14681", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14682", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 81771 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 2004.\n- Deshawn reports to Tessa.\n- Summit Energy was founded in 1982.\n- Lucia reports to Leila.\n- Elena works for Northwind Systems.\n- Stefan reports to Elena.\n- Northwind Systems is headquartered in Leeds.\n- Helios Logistics was founded in 1997.\n- Summit Energy is headquartered in Leeds.\n- Leila reports to Callum.\n- Lucia works for Northwind Systems.\n- Mateo reports to Emeka.\n- Leila works for Fernhill Foods.\n- Emeka reports to Deshawn.\n- Emeka works for Helios Logistics.\n- Elena reports to Mateo.\n- Mateo works for Summit Energy.\n- Tessa reports to Lucia.\n- Deshawn works for Northwind Systems.\n- Callum reports to Kenji.\n- Tessa works for Fernhill Foods.\n- Helios Logistics is headquartered in Cork.\n- Kenji works for Summit Energy.\n- Northwind Systems was founded in 1983.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14684", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14685", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Pablo.\n- Pablo reports to Yuki.\n- Sanne reports to Priya.\n- Pablo works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Amara reports to Bruno.\n- Callum reports to Deshawn.\n- Lucia reports to Mara.\n- Fernhill Foods is headquartered in Turku.\n- Lattice Analytics is headquartered in Turku.\n- Cedar Retail Group was founded in 2006.\n- Mara works for Cedar Retail Group.\n- Sanne works for Fernhill Foods.\n- Emeka reports to Callum.\n- Priya reports to Omar.\n- Priya works for Fernhill Foods.\n- Omar reports to Lucia.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods was founded in 1993.\n- Cedar Retail Group is headquartered in Halifax.\n- Bruno works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Amara works for Lattice Analytics.\n- Atlas Freight was founded in 1989.\n- Mara reports to Emeka.\n- Yuki reports to Sanne.\n- Lattice Analytics was founded in 1979.\n- Atlas Freight is headquartered in Nagoya.\n- Yuki works for Cedar Retail Group.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14687", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 October 2025): For employees hired on or after 15 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6541: employee Sofia T., hired 29 March 2024, separated 19 December 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6541?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14688", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 42426 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14689", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7067: employee Sanne K., hired 30 November 2022, separated 07 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7067?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Dmitri.\n- Dmitri reports to Wren.\n- Zoya works for Fernhill Foods.\n- Bruno works for Cobalt Health.\n- Lattice Analytics was founded in 2001.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Wren reports to Mateo.\n- Cobalt Health is headquartered in Austin.\n- Chiara reports to Zoya.\n- Cobalt Health was founded in 1980.\n- Lattice Analytics is headquartered in Cork.\n- Mateo reports to Bruno.\n- Mateo works for Cobalt Health.\n- Mara works for Fernhill Foods.\n- Chiara works for Cobalt Health.\n- Zoya reports to Omar.\n- Helios Logistics was founded in 2013.\n- Omar works for Lattice Analytics.\n- Fernhill Foods was founded in 2003.\n- Fernhill Foods is headquartered in Austin.\n- Bruno reports to Mara.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14691", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4785: employee Kenji A., hired 17 June 2024, separated 02 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4785?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Amara.\n- Anders works for Pinnacle Software.\n- Cobalt Health was founded in 1978.\n- Deshawn reports to Jonas.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Vantage Air was founded in 2013.\n- Pinnacle Software was founded in 1988.\n- Pablo works for Cobalt Health.\n- Omar works for Vantage Air.\n- Northwind Systems was founded in 1977.\n- Dmitri works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Sofia works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Sofia reports to Dmitri.\n- Nadia reports to Sofia.\n- Amara reports to Anders.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Vantage Air.\n- Cobalt Health is headquartered in Dunedin.\n- Jonas reports to Nadia.\n- Kenji works for Northwind Systems.\n- Dmitri reports to Tessa.\n- Nadia works for Pinnacle Software.\n- Pablo reports to Kenji.\n- Anders reports to Omar.\n- Omar reports to Deshawn.\n- Vantage Air is headquartered in Dunedin.\n- Tessa reports to Pablo.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14693", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14694", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather", "4": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14695", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14696", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2015.\n- Atlas Freight is headquartered in Oslo.\n- Sofia works for Beacon Insurance.\n- Sanne works for Pinnacle Software.\n- Sofia reports to Leila.\n- Leila reports to Sanne.\n- Mateo reports to Zoya.\n- Nadia reports to Chiara.\n- Zoya reports to Sofia.\n- Chiara works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Chiara reports to Aisha.\n- Nadia works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Mateo works for Atlas Freight.\n- Pinnacle Software was founded in 2002.\n- Sanne reports to Nadia.\n- Pinnacle Software is headquartered in Lyon.\n- Zoya works for Atlas Freight.\n- Beacon Insurance was founded in 1975.\n- Beacon Insurance is headquartered in Cork.\n- Atlas Freight was founded in 1991.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14698", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14699", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7589: employee Amara B., hired 18 December 2023, separated 03 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7589?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Amara.\n- Atlas Freight is headquartered in Dunedin.\n- Amara reports to Kenji.\n- Summit Energy was founded in 1990.\n- Hana works for Atlas Freight.\n- Cobalt Health is headquartered in Dunedin.\n- Leila works for Summit Energy.\n- Kenji reports to Sanne.\n- Hana reports to Leila.\n- Summit Energy is headquartered in Oslo.\n- Anders works for Bluepine Aviation.\n- Kenji works for Atlas Freight.\n- Bluepine Aviation was founded in 2002.\n- Sofia reports to Anders.\n- Sanne works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Anders reports to Aisha.\n- Atlas Freight was founded in 1991.\n- Leila reports to Sofia.\n- Aisha works for Cobalt Health.\n- Sofia works for Atlas Freight.\n- Cobalt Health was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Zoya.\n- Tessa works for Fernhill Foods.\n- Nadia reports to Aisha.\n- Nadia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Adelaide.\n- Wren reports to Nadia.\n- Mateo works for Cedar Retail Group.\n- Zoya reports to Mateo.\n- Aisha reports to Bruno.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Bruno works for Northwind Systems.\n- Callum reports to Tessa.\n- Tessa reports to Wren.\n- Fernhill Foods is headquartered in Adelaide.\n- Summit Energy was founded in 2005.\n- Wren works for Summit Energy.\n- Northwind Systems was founded in 1993.\n- Northwind Systems is headquartered in Adelaide.\n- Summit Energy is headquartered in Basel.\n- Fernhill Foods was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1988", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14702", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14703", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 15379 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Stefan works for Northwind Systems.\n- Vantage Air is headquartered in Halifax.\n- Tobias works for Vantage Air.\n- Hana reports to Lucia.\n- Stefan reports to Viktor.\n- Summit Energy is headquartered in Halifax.\n- Viktor reports to Anders.\n- Lucia works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Northwind Systems is headquartered in Halifax.\n- Emeka works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Vantage Air was founded in 1995.\n- Summit Energy was founded in 2012.\n- Zoya works for Vantage Air.\n- Bluepine Aviation was founded in 2010.\n- Hana works for Vantage Air.\n- Anders works for Summit Energy.\n- Emeka reports to Hana.\n- Pablo reports to Zoya.\n- Callum reports to Stefan.\n- Lucia reports to Tobias.\n- Northwind Systems was founded in 2006.\n- Tobias reports to Pablo.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Ingrid works for Cobalt Health.\n- Dmitri reports to Aisha.\n- Cobalt Health is headquartered in Porto.\n- Deshawn works for Pinnacle Software.\n- Aisha works for Cobalt Health.\n- Ingrid reports to Priya.\n- Bluepine Aviation was founded in 1984.\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn reports to Wren.\n- Lucia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Valencia.\n- Pinnacle Software was founded in 2012.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1979.\n- Anders works for Cobalt Health.\n- Lucia reports to Deshawn.\n- Emeka reports to Anders.\n- Pinnacle Software is headquartered in Valencia.\n- Emeka works for Cobalt Health.\n- Priya reports to Lucia.\n- Jonas reports to Emeka.\n- Anders reports to Dmitri.\n- Cobalt Health was founded in 2007.\n- Jonas works for Ironwood Manufacturing.\n- Wren reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14706", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9299: employee Kenji A., hired 08 June 2023, separated 18 November 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-9299 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$11,231", "3": "$4,846"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14707", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14708", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 February 2025): For employees hired on or after 05 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9534: employee Bruno B., hired 12 August 2023, separated 09 July 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-9534 under the controlling rules.", "criteria": {"0": "$17,615", "1": "$16,615", "2": "$72,000", "3": "$16,731"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14709", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1259: employee Mateo T., hired 11 June 2022, separated 26 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1259?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Hana works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Hana reports to Bruno.\n- Sanne works for Fernhill Foods.\n- Bluepine Aviation was founded in 2000.\n- Leila reports to Sanne.\n- Omar reports to Nadia.\n- Leila works for Lattice Analytics.\n- Tobias reports to Pablo.\n- Sanne reports to Tobias.\n- Aisha works for Lattice Analytics.\n- Omar works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Wren reports to Leila.\n- Pablo reports to Aisha.\n- Felix reports to Wren.\n- Bruno reports to Felix.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Cedar Retail Group is headquartered in Valencia.\n- Zoya works for Fernhill Foods.\n- Zoya reports to Hana.\n- Bluepine Aviation is headquartered in Cork.\n- Lattice Analytics is headquartered in Valencia.\n- Tobias works for Bluepine Aviation.\n- Lattice Analytics was founded in 1983.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Fernhill Foods is headquartered in Halifax.\n- Aisha reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Leila reports to Elena.\n- Bluepine Aviation was founded in 2006.\n- Wren works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Stefan reports to Tobias.\n- Ironwood Manufacturing is headquartered in Brno.\n- Deshawn reports to Bruno.\n- Ingrid works for Bluepine Aviation.\n- Meridian Bank is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Elena works for Meridian Bank.\n- Ingrid reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Tobias reports to Leila.\n- Wren reports to Deshawn.\n- Atlas Freight was founded in 1999.\n- Stefan works for Bluepine Aviation.\n- Leila works for Meridian Bank.\n- Sanne works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2009.\n- Bruno reports to Ingrid.\n- Bluepine Aviation is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 2011.\n- Priya reports to Sanne.\n- Tobias works for Meridian Bank.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14712", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Callum reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Callum works for Beacon Insurance.\n- Chiara reports to Wren.\n- Tessa works for Beacon Insurance.\n- Bruno reports to Lucia.\n- Bluepine Aviation was founded in 1983.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Chiara works for Cobalt Health.\n- Beacon Insurance was founded in 1995.\n- Tessa reports to Nadia.\n- Fernhill Foods is headquartered in Ghent.\n- Wren reports to Tessa.\n- Beacon Insurance is headquartered in Ghent.\n- Deshawn reports to Chiara.\n- Nadia reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.\n- Cobalt Health is headquartered in Ghent.\n- Hana reports to Pablo.\n- Lucia reports to Hana.\n- Bluepine Aviation is headquartered in Oslo.\n- Deshawn works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14714", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6615: employee Chiara M., hired 14 February 2025, separated 31 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6615?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14715", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 June 2025): For employees hired on or after 10 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4294: employee Kenji M., hired 07 August 2024, separated 11 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4294?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4294 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14716", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9165: employee Pablo S., hired 02 May 2022, separated 02 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9165?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14717", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9033: employee Yuki K., hired 30 December 2022, separated 08 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9033?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14718", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14719", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 57570 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14720", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 May 2025): For employees hired on or after 27 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6907: employee Jonas R., hired 07 June 2023, separated 22 November 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-6907 under the controlling rules.", "criteria": {"0": "$9,300", "1": "$8,300", "2": "$9,375", "3": "$40,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14721", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14722", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14723", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14725", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 29 January 2026): For employees hired on or after 29 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4920: employee Jonas S., hired 24 June 2024, separated 08 April 2027 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4920?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Atlas Freight is headquartered in Valencia.\n- Beacon Insurance is headquartered in Malmo.\n- Mei works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Felix reports to Aisha.\n- Bruno reports to Sanne.\n- Emeka works for Atlas Freight.\n- Cobalt Health is headquartered in Valencia.\n- Pablo reports to Ingrid.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Bruno works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Beacon Insurance was founded in 1982.\n- Aisha reports to Bruno.\n- Ingrid reports to Priya.\n- Mei reports to Pablo.\n- Ingrid works for Beacon Insurance.\n- Tessa works for Summit Energy.\n- Tessa reports to Emeka.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1987.\n- Atlas Freight was founded in 1991.\n- Sanne reports to Tessa.\n- Emeka reports to Mei.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14727", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7633: employee Tobias B., hired 24 January 2021, separated 07 November 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7633?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14728", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1993: employee Nadia A., hired 20 June 2024, separated 11 May 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1993?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14729", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-3 (VERSION 4, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9976: employee Jonas S., hired 19 July 2023, separated 18 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9976?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14730", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 November 2022): For employees hired on or after 27 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9612: employee Amara T., hired 25 September 2021, separated 03 January 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-9612 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$58,000", "2": "$13,269", "3": "$13,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14731", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4268: employee Wren A., hired 14 March 2021, separated 24 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4268?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14732", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2430: employee Amara M., hired 05 February 2022, separated 31 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2430?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Pinnacle Software was founded in 2004.\n- Stefan works for Lattice Analytics.\n- Mei works for Meridian Bank.\n- Kenji reports to Stefan.\n- Pinnacle Software is headquartered in Lyon.\n- Meridian Bank was founded in 1982.\n- Priya reports to Kenji.\n- Sanne reports to Priya.\n- Vantage Air was founded in 1979.\n- Tessa works for Meridian Bank.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Elena works for Vantage Air.\n- Pablo works for Vantage Air.\n- Meridian Bank is headquartered in Lyon.\n- Sanne works for Lattice Analytics.\n- Vantage Air is headquartered in Dunedin.\n- Elena reports to Viktor.\n- Viktor reports to Sanne.\n- Priya works for Lattice Analytics.\n- Pablo reports to Elena.\n- Tessa reports to Pablo.\n- Mei reports to Deshawn.\n- Lattice Analytics was founded in 2004.\n- Deshawn works for Meridian Bank.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14734", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4513: employee Nadia T., hired 20 April 2022, separated 29 July 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4513?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Crescent Telecom was founded in 2003.\n- Crescent Telecom is headquartered in Brno.\n- Hana reports to Leila.\n- Amara works for Helios Logistics.\n- Vantage Air is headquartered in Brno.\n- Lattice Analytics is headquartered in Brno.\n- Hana works for Helios Logistics.\n- Wren works for Vantage Air.\n- Tobias reports to Nadia.\n- Ingrid reports to Emeka.\n- Wren reports to Amara.\n- Tobias works for Vantage Air.\n- Helios Logistics was founded in 2004.\n- Amara reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Leila works for Crescent Telecom.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Nadia reports to Wren.\n- Nadia works for Lattice Analytics.\n- Emeka reports to Hana.\n- Helios Logistics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "1990", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14736", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 72621\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14737", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14738", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14739", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 47773 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14740", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 26246 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14741", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14742", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14743", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6410: employee Tessa M., hired 13 April 2023, separated 27 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6410?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14744", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14745", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14746", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5735: employee Hana R., hired 19 October 2022, separated 16 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5735?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Amara.\n- Lattice Analytics was founded in 2005.\n- Wren works for Lattice Analytics.\n- Bluepine Aviation was founded in 1983.\n- Mei reports to Callum.\n- Wren reports to Lucia.\n- Northwind Systems is headquartered in Bergen.\n- Callum reports to Chiara.\n- Chiara reports to Dmitri.\n- Lattice Analytics is headquartered in Bergen.\n- Amara works for Crescent Telecom.\n- Lucia works for Bluepine Aviation.\n- Leila works for Lattice Analytics.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 2009.\n- Callum works for Lattice Analytics.\n- Amara reports to Leila.\n- Chiara works for Lattice Analytics.\n- Dmitri works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Leila reports to Mei.\n- Bluepine Aviation is headquartered in Valencia.\n- Northwind Systems was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14748", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2006.\n- Crescent Telecom was founded in 1984.\n- Tessa reports to Priya.\n- Felix reports to Wren.\n- Fernhill Foods is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Yuki reports to Mateo.\n- Emeka works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Priya works for Fernhill Foods.\n- Sanne reports to Yuki.\n- Cobalt Health was founded in 1983.\n- Crescent Telecom is headquartered in Porto.\n- Wren works for Fernhill Foods.\n- Zoya reports to Felix.\n- Zoya works for Cobalt Health.\n- Mateo reports to Sofia.\n- Felix works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Fernhill Foods was founded in 1998.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Tessa works for Cobalt Health.\n- Sofia reports to Zoya.\n- Priya reports to Emeka.\n- Wren reports to Tessa.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "2001", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14750", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3731: employee Leila A., hired 26 April 2024, separated 27 February 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-3731 under the controlling rules.", "criteria": {"0": "$1,800", "1": "$2,000", "2": "$0", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14751", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8984: employee Emeka K., hired 16 November 2022, separated 16 October 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-8984 under the controlling rules.", "criteria": {"0": "$5,938", "1": "$26,000", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Bruno works for Summit Energy.\n- Chiara reports to Bruno.\n- Tobias reports to Mara.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Elena reports to Priya.\n- Ravi reports to Mei.\n- Mei reports to Elena.\n- Mara reports to Anders.\n- Bluepine Aviation is headquartered in Leeds.\n- Priya works for Bluepine Aviation.\n- Hana works for Vantage Air.\n- Ravi works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Ironwood Manufacturing was founded in 2001.\n- Chiara works for Ironwood Manufacturing.\n- Hana reports to Dmitri.\n- Anders reports to Hana.\n- Dmitri reports to Ravi.\n- Pablo works for Summit Energy.\n- Mara works for Ironwood Manufacturing.\n- Anders works for Bluepine Aviation.\n- Summit Energy is headquartered in Dunedin.\n- Bruno reports to Pablo.\n- Pablo reports to Tobias.\n- Summit Energy was founded in 2009.\n- Bluepine Aviation was founded in 2004.\n- Vantage Air was founded in 1975.\n- Elena works for Summit Energy.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14753", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1804: employee Chiara K., hired 10 September 2024, separated 18 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1804?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1997.\n- Nadia reports to Mara.\n- Beacon Insurance is headquartered in Dunedin.\n- Zoya reports to Leila.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya works for Beacon Insurance.\n- Felix works for Bluepine Aviation.\n- Ingrid reports to Amara.\n- Deshawn works for Northwind Systems.\n- Nadia works for Summit Energy.\n- Elena works for Summit Energy.\n- Elena reports to Ravi.\n- Northwind Systems was founded in 1980.\n- Hana works for Northwind Systems.\n- Ravi reports to Felix.\n- Leila works for Bluepine Aviation.\n- Ravi works for Beacon Insurance.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy was founded in 1989.\n- Felix reports to Nadia.\n- Leila reports to Emeka.\n- Hana reports to Elena.\n- Beacon Insurance was founded in 1982.\n- Amara works for Beacon Insurance.\n- Deshawn reports to Hana.\n- Amara reports to Zoya.\n- Emeka reports to Deshawn.\n- Emeka works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Sofia reports to Ravi.\n- Cobalt Health is headquartered in Dunedin.\n- Emeka works for Bluepine Aviation.\n- Priya reports to Emeka.\n- Northwind Systems is headquartered in Oslo.\n- Tobias reports to Leila.\n- Leila works for Cobalt Health.\n- Leila reports to Aisha.\n- Emeka reports to Sofia.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sofia works for Northwind Systems.\n- Aisha reports to Priya.\n- Ironwood Manufacturing was founded in 1980.\n- Bluepine Aviation was founded in 1992.\n- Northwind Systems was founded in 1994.\n- Viktor reports to Tobias.\n- Ravi reports to Deshawn.\n- Priya works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Aisha works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Tobias works for Cobalt Health.\n- Yuki reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14756", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8505: employee Kenji B., hired 14 October 2022, separated 20 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8505?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Malmo.\n- Jonas reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Jonas works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Sofia reports to Jonas.\n- Cobalt Health was founded in 2005.\n- Mateo works for Crescent Telecom.\n- Wren reports to Ingrid.\n- Lattice Analytics was founded in 1983.\n- Priya works for Lattice Analytics.\n- Chiara reports to Mateo.\n- Tessa reports to Priya.\n- Sofia works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Wren works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2000.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ingrid works for Cobalt Health.\n- Emeka works for Crescent Telecom.\n- Sanne works for Cobalt Health.\n- Ingrid reports to Sofia.\n- Priya reports to Wren.\n- Lattice Analytics is headquartered in Lyon.\n- Crescent Telecom was founded in 2004.\n- Pablo reports to Tessa.\n- Emeka reports to Pablo.\n- Sanne reports to Emeka.\n- Stefan reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14758", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Turku.\n- Omar works for Vantage Air.\n- Ravi works for Meridian Bank.\n- Ravi reports to Mateo.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 1988.\n- Zoya works for Crescent Telecom.\n- Dmitri works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tessa reports to Zoya.\n- Wren reports to Ravi.\n- Stefan reports to Omar.\n- Omar reports to Tessa.\n- Meridian Bank is headquartered in Cork.\n- Mateo reports to Stefan.\n- Ironwood Manufacturing was founded in 2004.\n- Meridian Bank was founded in 1980.\n- Tessa works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Crescent Telecom is headquartered in Oslo.\n- Zoya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14760", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 September 2025): For employees hired on or after 16 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9738: employee Dmitri A., hired 16 August 2022, separated 25 April 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-9738 under the controlling rules.", "criteria": {"0": "$13,800", "1": "$59,800", "2": "$13,875", "3": "$11,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14761", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 93197\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants the delivery address updated", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14762", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 March 2025): For employees hired on or after 02 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9105: employee Lucia A., hired 24 April 2024, separated 18 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9105?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Ravi works for Summit Energy.\n- Mei reports to Anders.\n- Mateo reports to Kenji.\n- Summit Energy is headquartered in Valencia.\n- Felix reports to Mei.\n- Yuki works for Lattice Analytics.\n- Felix works for Summit Energy.\n- Anders reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Ravi.\n- Yuki reports to Mateo.\n- Lattice Analytics is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Turku.\n- Anders works for Northwind Systems.\n- Cedar Retail Group was founded in 1978.\n- Kenji reports to Felix.\n- Summit Energy was founded in 1996.\n- Mei works for Lattice Analytics.\n- Mateo works for Cedar Retail Group.\n- Lattice Analytics was founded in 1996.\n- Northwind Systems was founded in 1984.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Austin.\n- Pinnacle Software is headquartered in Oslo.\n- Dmitri works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Omar reports to Callum.\n- Omar works for Fernhill Foods.\n- Aisha works for Northwind Systems.\n- Vantage Air was founded in 1994.\n- Ravi reports to Lucia.\n- Chiara reports to Omar.\n- Lucia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Austin.\n- Lucia reports to Tobias.\n- Northwind Systems was founded in 1986.\n- Dmitri reports to Aisha.\n- Aisha reports to Chiara.\n- Ravi works for Pinnacle Software.\n- Tobias works for Fernhill Foods.\n- Callum reports to Ravi.\n- Chiara works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software was founded in 2000.\n- Fernhill Foods was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14765", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14766", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 52573, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14767", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14768", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14769", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9076: employee Dmitri K., hired 13 March 2022, separated 24 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9076?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Priya reports to Amara.\n- Viktor reports to Wren.\n- Meridian Bank was founded in 1984.\n- Tessa reports to Kenji.\n- Felix works for Bluepine Aviation.\n- Vantage Air was founded in 2011.\n- Stefan reports to Mara.\n- Viktor works for Vantage Air.\n- Sanne reports to Anders.\n- Bluepine Aviation is headquartered in Basel.\n- Mara works for Bluepine Aviation.\n- Amara reports to Stefan.\n- Tessa works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Kenji reports to Priya.\n- Anders reports to Deshawn.\n- Felix reports to Sanne.\n- Anders works for Bluepine Aviation.\n- Sanne works for Lattice Analytics.\n- Meridian Bank is headquartered in Malmo.\n- Lattice Analytics was founded in 1992.\n- Deshawn works for Meridian Bank.\n- Lattice Analytics is headquartered in Lyon.\n- Priya works for Vantage Air.\n- Bluepine Aviation was founded in 1999.\n- Wren reports to Felix.\n- Mara reports to Viktor.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14771", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2020: employee Emeka S., hired 05 July 2024, separated 10 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2020?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14772", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2427: employee Hana M., hired 02 June 2022, separated 05 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2427?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14773", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14774", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1987.\n- Beacon Insurance is headquartered in Basel.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Jonas reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Ravi reports to Aisha.\n- Omar works for Cedar Retail Group.\n- Anders reports to Callum.\n- Emeka works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Callum reports to Wren.\n- Fernhill Foods was founded in 2013.\n- Vantage Air is headquartered in Adelaide.\n- Mara reports to Chiara.\n- Emeka reports to Ravi.\n- Chiara reports to Dmitri.\n- Anders works for Beacon Insurance.\n- Mara works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Pablo works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Pablo reports to Emeka.\n- Beacon Insurance was founded in 1977.\n- Fernhill Foods is headquartered in Basel.\n- Cedar Retail Group is headquartered in Bergen.\n- Wren reports to Mara.\n- Wren works for Vantage Air.\n- Ravi works for Cedar Retail Group.\n- Omar reports to Anders.\n- Dmitri reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Vantage Air was founded in 2008.\n- Lattice Analytics is headquartered in Porto.\n- Jonas works for Lattice Analytics.\n- Hana reports to Sanne.\n- Pablo works for Lattice Analytics.\n- Wren reports to Pablo.\n- Ravi reports to Hana.\n- Aisha works for Crescent Telecom.\n- Hana works for Vantage Air.\n- Sanne works for Meridian Bank.\n- Dmitri reports to Aisha.\n- Meridian Bank is headquartered in Brno.\n- Pablo reports to Priya.\n- Jonas reports to Wren.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Chiara works for Crescent Telecom.\n- Priya reports to Ingrid.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Meridian Bank was founded in 2002.\n- Stefan reports to Jonas.\n- Chiara reports to Stefan.\n- Wren works for Lattice Analytics.\n- Sanne reports to Dmitri.\n- Lattice Analytics was founded in 2000.\n- Ravi works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Aisha reports to Chiara.\n- Crescent Telecom is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14777", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8451: employee Emeka A., hired 20 August 2023, separated 02 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2026-8451 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$10,000", "2": "$8,000", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14778", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-9 (VERSION 3, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3916: employee Yuki K., hired 04 August 2024, separated 08 December 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3916?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14779", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 March 2025): For employees hired on or after 02 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8370: employee Lucia T., hired 11 November 2023, separated 08 September 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8370?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1998.\n- Jonas reports to Ravi.\n- Elena works for Beacon Insurance.\n- Ingrid reports to Leila.\n- Stefan works for Beacon Insurance.\n- Ingrid works for Atlas Freight.\n- Amara works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Elena reports to Viktor.\n- Atlas Freight is headquartered in Turku.\n- Nadia works for Meridian Bank.\n- Pablo reports to Ingrid.\n- Amara reports to Jonas.\n- Atlas Freight was founded in 2004.\n- Bluepine Aviation was founded in 2009.\n- Emeka works for Atlas Freight.\n- Ravi works for Bluepine Aviation.\n- Emeka reports to Pablo.\n- Jonas works for Atlas Freight.\n- Meridian Bank is headquartered in Austin.\n- Bluepine Aviation is headquartered in Turku.\n- Leila reports to Bruno.\n- Viktor works for Meridian Bank.\n- Bruno reports to Amara.\n- Stefan reports to Emeka.\n- Ravi reports to Elena.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Viktor reports to Nadia.\n- Bruno works for Atlas Freight.\n- Meridian Bank was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Turku", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14781", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14782", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9592: employee Jonas M., hired 16 October 2022, separated 22 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9592?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14783", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5840: employee Mei A., hired 19 July 2020, separated 22 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5840?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14784", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Northwind Systems was founded in 1990.\n- Crescent Telecom was founded in 1996.\n- Felix works for Beacon Insurance.\n- Chiara works for Northwind Systems.\n- Hana reports to Tessa.\n- Bruno works for Vantage Air.\n- Elena works for Vantage Air.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Bruno.\n- Jonas works for Northwind Systems.\n- Bruno reports to Chiara.\n- Crescent Telecom is headquartered in Tallinn.\n- Vantage Air was founded in 2012.\n- Hana works for Vantage Air.\n- Sanne reports to Elena.\n- Chiara reports to Jonas.\n- Amara reports to Sanne.\n- Jonas reports to Amara.\n- Anders works for Vantage Air.\n- Sanne works for Vantage Air.\n- Felix reports to Anders.\n- Northwind Systems is headquartered in Tallinn.\n- Beacon Insurance was founded in 1984.\n- Anders reports to Hana.\n- Beacon Insurance is headquartered in Tallinn.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2011.\n- Ingrid reports to Bruno.\n- Jonas reports to Aisha.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 1997.\n- Lattice Analytics is headquartered in Lyon.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha works for Cedar Retail Group.\n- Lattice Analytics was founded in 2013.\n- Pablo works for Crescent Telecom.\n- Pablo reports to Mara.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Bruno reports to Sofia.\n- Sofia reports to Zoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1975.\n- Nadia works for Crescent Telecom.\n- Sofia works for Cedar Retail Group.\n- Mateo reports to Ingrid.\n- Zoya works for Beacon Insurance.\n- Bruno works for Crescent Telecom.\n- Jonas works for Beacon Insurance.\n- Mara reports to Jonas.\n- Nadia reports to Mateo.\n- Aisha reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Yuki reports to Lucia.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn works for Lattice Analytics.\n- Summit Energy was founded in 1997.\n- Lattice Analytics was founded in 1977.\n- Felix works for Lattice Analytics.\n- Sofia reports to Ingrid.\n- Ingrid works for Summit Energy.\n- Hana reports to Sanne.\n- Hana works for Helios Logistics.\n- Viktor works for Lattice Analytics.\n- Helios Logistics was founded in 2009.\n- Summit Energy is headquartered in Turku.\n- Felix reports to Deshawn.\n- Callum reports to Pablo.\n- Sanne works for Summit Energy.\n- Deshawn reports to Yuki.\n- Lucia reports to Sofia.\n- Pablo reports to Felix.\n- Crescent Telecom is headquartered in Turku.\n- Mara reports to Callum.\n- Sanne reports to Mara.\n- Pablo works for Summit Energy.\n- Yuki works for Crescent Telecom.\n- Ingrid reports to Viktor.\n- Helios Logistics is headquartered in Oslo.\n- Mara works for Helios Logistics.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom was founded in 1990.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1972", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14788", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8319: employee Stefan S., hired 07 August 2023, separated 29 March 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-8319 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$8,000", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Cobalt Health is headquartered in Adelaide.\n- Mateo reports to Viktor.\n- Amara reports to Nadia.\n- Pablo reports to Hana.\n- Chiara reports to Elena.\n- Viktor reports to Anders.\n- Anders works for Cobalt Health.\n- Bluepine Aviation is headquartered in Leeds.\n- Crescent Telecom is headquartered in Tallinn.\n- Hana works for Northwind Systems.\n- Nadia works for Cobalt Health.\n- Northwind Systems was founded in 2001.\n- Nadia reports to Deshawn.\n- Anders reports to Chiara.\n- Viktor works for Cobalt Health.\n- Crescent Telecom was founded in 2003.\n- Mateo works for Cobalt Health.\n- Elena reports to Amara.\n- Northwind Systems is headquartered in Leeds.\n- Amara works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Elena works for Northwind Systems.\n- Deshawn reports to Pablo.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Cobalt Health was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Vantage Air was founded in 1998.\n- Priya reports to Mei.\n- Ingrid works for Fernhill Foods.\n- Pinnacle Software is headquartered in Leeds.\n- Stefan reports to Priya.\n- Vantage Air is headquartered in Leeds.\n- Fernhill Foods was founded in 2013.\n- Emeka reports to Stefan.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Chiara.\n- Yuki reports to Ingrid.\n- Mei reports to Yuki.\n- Yuki works for Vantage Air.\n- Pinnacle Software was founded in 2015.\n- Northwind Systems was founded in 2012.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Emeka.\n- Fernhill Foods is headquartered in Leeds.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Bergen.\n- Leila reports to Sofia.\n- Northwind Systems was founded in 1976.\n- Tobias works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Leila works for Northwind Systems.\n- Chiara reports to Pablo.\n- Beacon Insurance was founded in 2008.\n- Aisha works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Tobias reports to Leila.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia works for Northwind Systems.\n- Sanne reports to Chiara.\n- Sanne works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2011.\n- Omar works for Pinnacle Software.\n- Pablo works for Ironwood Manufacturing.\n- Chiara works for Pinnacle Software.\n- Jonas reports to Sanne.\n- Pinnacle Software was founded in 2007.\n- Aisha reports to Tobias.\n- Pablo reports to Omar.\n- Sofia reports to Jonas.\n- Wren reports to Aisha.\n- Beacon Insurance is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14792", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14793", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2964: employee Kenji T., hired 18 September 2022, separated 21 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2964?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2964 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14794", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3482: employee Yuki T., hired 03 April 2021, separated 29 March 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3482?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14795", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14796", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 September 2022): For employees hired on or after 22 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3516: employee Aisha K., hired 15 July 2019, separated 03 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-3516 under the controlling rules.", "criteria": {"0": "$12,400", "1": "$51,567", "2": "$11,900", "3": "$11,812"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Mara works for Atlas Freight.\n- Hana works for Summit Energy.\n- Hana reports to Elena.\n- Nadia works for Bluepine Aviation.\n- Emeka works for Summit Energy.\n- Atlas Freight is headquartered in Halifax.\n- Summit Energy was founded in 2012.\n- Mara reports to Hana.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Priya reports to Callum.\n- Nadia reports to Emeka.\n- Leila works for Fernhill Foods.\n- Emeka reports to Mara.\n- Bluepine Aviation is headquartered in Valencia.\n- Callum reports to Leila.\n- Mateo reports to Nadia.\n- Leila reports to Anders.\n- Elena reports to Priya.\n- Atlas Freight was founded in 2000.\n- Fernhill Foods was founded in 2003.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Elena works for Summit Energy.\n- Fernhill Foods is headquartered in Bergen.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14798", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 September 2024): For employees hired on or after 19 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5354: employee Callum B., hired 26 August 2021, separated 29 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5354?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14799", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1931: employee Chiara K., hired 04 August 2024, separated 22 February 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-1931 under the controlling rules.", "criteria": {"0": "$2,077", "1": "$40,000", "2": "$9,231", "3": "$10,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Tobias reports to Tessa.\n- Callum reports to Dmitri.\n- Cedar Retail Group is headquartered in Cork.\n- Crescent Telecom was founded in 1985.\n- Helios Logistics is headquartered in Brno.\n- Sofia works for Meridian Bank.\n- Hana reports to Jonas.\n- Callum works for Meridian Bank.\n- Sofia reports to Priya.\n- Mateo works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Meridian Bank is headquartered in Brno.\n- Crescent Telecom is headquartered in Valencia.\n- Dmitri reports to Aisha.\n- Hana works for Cedar Retail Group.\n- Meridian Bank was founded in 2009.\n- Priya works for Cedar Retail Group.\n- Tessa works for Crescent Telecom.\n- Cedar Retail Group was founded in 1980.\n- Jonas reports to Tobias.\n- Mateo reports to Sofia.\n- Tessa reports to Mateo.\n- Aisha reports to Hana.\n- Helios Logistics was founded in 2002.\n- Aisha works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14801", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4166: employee Viktor M., hired 27 October 2021, separated 02 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4166?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Tessa reports to Viktor.\n- Tessa works for Meridian Bank.\n- Ravi reports to Elena.\n- Fernhill Foods was founded in 1990.\n- Meridian Bank was founded in 1995.\n- Sofia works for Meridian Bank.\n- Elena reports to Tessa.\n- Fernhill Foods is headquartered in Oslo.\n- Beacon Insurance was founded in 1978.\n- Ravi works for Helios Logistics.\n- Amara reports to Jonas.\n- Jonas reports to Sofia.\n- Zoya reports to Amara.\n- Viktor works for Helios Logistics.\n- Meridian Bank is headquartered in Ghent.\n- Helios Logistics was founded in 1989.\n- Amara works for Meridian Bank.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Viktor reports to Zoya.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14803", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4543: employee Mei R., hired 01 May 2024, separated 19 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4543?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14804", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6969: employee Mei A., hired 15 October 2022, separated 11 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6969?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Hana reports to Pablo.\n- Helios Logistics was founded in 2000.\n- Ravi works for Meridian Bank.\n- Stefan reports to Ravi.\n- Wren reports to Hana.\n- Dmitri reports to Ingrid.\n- Ingrid works for Meridian Bank.\n- Sanne works for Helios Logistics.\n- Sofia works for Meridian Bank.\n- Cedar Retail Group was founded in 1981.\n- Yuki works for Meridian Bank.\n- Pablo reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health is headquartered in Austin.\n- Meridian Bank is headquartered in Austin.\n- Stefan works for Cedar Retail Group.\n- Yuki reports to Emeka.\n- Tessa works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Tessa reports to Stefan.\n- Meridian Bank was founded in 2012.\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health was founded in 2012.\n- Emeka reports to Wren.\n- Pablo works for Helios Logistics.\n- Sanne reports to Dmitri.\n- Emeka works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Sofia reports to Tessa.\n- Ingrid reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14806", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14807", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14808", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14809", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 July 2025): For employees hired on or after 12 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3084: employee Mateo A., hired 10 September 2024, separated 25 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3084?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14810", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Elena works for Northwind Systems.\n- Hana works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Bluepine Aviation was founded in 1980.\n- Amara reports to Kenji.\n- Sofia works for Cobalt Health.\n- Hana reports to Stefan.\n- Tobias reports to Mara.\n- Omar works for Beacon Insurance.\n- Omar reports to Sofia.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems was founded in 1996.\n- Cobalt Health is headquartered in Nagoya.\n- Amara works for Cobalt Health.\n- Bluepine Aviation is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Mara works for Northwind Systems.\n- Dmitri reports to Tobias.\n- Tobias works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Wren reports to Omar.\n- Sofia reports to Hana.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 1996.\n- Sanne reports to Dmitri.\n- Mara reports to Elena.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan reports to Sanne.\n- Elena reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14812", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Yuki.\n- Bruno works for Fernhill Foods.\n- Lattice Analytics was founded in 2014.\n- Pablo works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Brno.\n- Yuki works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Bruno reports to Ingrid.\n- Nadia works for Fernhill Foods.\n- Ingrid reports to Pablo.\n- Leila reports to Wren.\n- Aisha reports to Bruno.\n- Emeka reports to Leila.\n- Fernhill Foods was founded in 1989.\n- Fernhill Foods is headquartered in Bergen.\n- Yuki reports to Nadia.\n- Atlas Freight was founded in 1980.\n- Ingrid works for Lattice Analytics.\n- Leila works for Fernhill Foods.\n- Wren reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1988.\n- Wren works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Sanne reports to Emeka.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2012", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Hana reports to Priya.\n- Priya works for Crescent Telecom.\n- Ravi reports to Bruno.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Helios Logistics is headquartered in Malmo.\n- Hana works for Fernhill Foods.\n- Chiara works for Crescent Telecom.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Beacon Insurance was founded in 1984.\n- Anders works for Crescent Telecom.\n- Wren works for Helios Logistics.\n- Priya reports to Kenji.\n- Fernhill Foods was founded in 2010.\n- Helios Logistics was founded in 1990.\n- Ravi works for Fernhill Foods.\n- Beacon Insurance is headquartered in Turku.\n- Kenji reports to Chiara.\n- Bruno reports to Felix.\n- Crescent Telecom was founded in 1994.\n- Sofia reports to Ravi.\n- Felix works for Fernhill Foods.\n- Bruno works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Felix reports to Lucia.\n- Anders reports to Aisha.\n- Lucia reports to Hana.\n- Aisha reports to Sofia.\n- Wren reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Priya.\n- Amara works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.\n- Vantage Air was founded in 1984.\n- Emeka works for Cobalt Health.\n- Priya works for Vantage Air.\n- Cobalt Health was founded in 1996.\n- Ironwood Manufacturing was founded in 2011.\n- Priya reports to Aisha.\n- Aisha reports to Amara.\n- Callum reports to Mateo.\n- Aisha works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Lucia works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Tallinn.\n- Leila reports to Lucia.\n- Lucia reports to Callum.\n- Amara reports to Leila.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14816", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14817", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3610: employee Bruno M., hired 04 July 2023, separated 19 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3610?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14818", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14819", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3714: employee Sofia B., hired 18 July 2022, separated 29 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3714?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14820", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "deprovision", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14821", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "cancel_trip", "4": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14822", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14823", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Tessa reports to Priya.\n- Anders works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Crescent Telecom was founded in 2006.\n- Northwind Systems is headquartered in Cork.\n- Mei reports to Chiara.\n- Pinnacle Software was founded in 1987.\n- Mateo reports to Elena.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Mateo works for Crescent Telecom.\n- Pinnacle Software is headquartered in Leeds.\n- Anders reports to Nadia.\n- Sanne reports to Anders.\n- Nadia reports to Mei.\n- Crescent Telecom is headquartered in Ghent.\n- Callum reports to Sanne.\n- Elena reports to Dmitri.\n- Dmitri reports to Tessa.\n- Cedar Retail Group was founded in 2008.\n- Chiara works for Pinnacle Software.\n- Chiara reports to Omar.\n- Sanne works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.\n- Mei works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Priya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14826", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14827", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9474: employee Mara R., hired 13 January 2023, separated 06 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9474?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Deshawn.\n- Ingrid works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Lattice Analytics is headquartered in Basel.\n- Mei works for Cobalt Health.\n- Emeka reports to Mei.\n- Mei reports to Nadia.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Tobias works for Cobalt Health.\n- Tobias reports to Chiara.\n- Chiara reports to Stefan.\n- Elena reports to Leila.\n- Nadia reports to Tobias.\n- Cobalt Health was founded in 2007.\n- Stefan works for Northwind Systems.\n- Nadia works for Bluepine Aviation.\n- Lattice Analytics was founded in 1989.\n- Northwind Systems is headquartered in Basel.\n- Bluepine Aviation was founded in 2010.\n- Leila works for Northwind Systems.\n- Leila reports to Emeka.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Northwind Systems was founded in 1992.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14829", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "install_software", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14830", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 June 2025): For employees hired on or after 04 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9728: employee Kenji A., hired 20 December 2022, separated 18 September 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9728?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9728 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14831", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14832", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2106: employee Dmitri A., hired 30 March 2024, separated 18 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2106?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14833", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4745: employee Mara T., hired 28 October 2022, separated 07 October 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-4745 under the controlling rules.", "criteria": {"0": "$53,083", "1": "$10,250", "2": "$12,250", "3": "$12,188"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14834", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6233: employee Deshawn T., hired 03 February 2024, separated 20 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6233?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14835", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14836", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14837", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Dmitri reports to Callum.\n- Tessa works for Lattice Analytics.\n- Leila works for Pinnacle Software.\n- Sanne reports to Felix.\n- Felix works for Lattice Analytics.\n- Meridian Bank was founded in 1977.\n- Sanne works for Lattice Analytics.\n- Felix reports to Tobias.\n- Lattice Analytics is headquartered in Bergen.\n- Cobalt Health is headquartered in Tallinn.\n- Amara works for Pinnacle Software.\n- Sofia reports to Sanne.\n- Callum reports to Amara.\n- Cobalt Health was founded in 1987.\n- Tobias works for Cobalt Health.\n- Dmitri works for Pinnacle Software.\n- Amara reports to Tessa.\n- Meridian Bank is headquartered in Tallinn.\n- Pinnacle Software was founded in 1979.\n- Pinnacle Software is headquartered in Turku.\n- Sofia works for Pinnacle Software.\n- Leila reports to Sofia.\n- Mei reports to Leila.\n- Tobias reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14839", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14840", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14841", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4405: employee Nadia A., hired 21 May 2022, separated 08 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4405?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14842", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "play_music", "2": "control_lights", "3": "set_alarm", "4": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Pinnacle Software was founded in 2009.\n- Fernhill Foods was founded in 2001.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Cedar Retail Group.\n- Callum reports to Tobias.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mei reports to Mara.\n- Mara reports to Viktor.\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia works for Atlas Freight.\n- Mei works for Pinnacle Software.\n- Tobias works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Omar reports to Callum.\n- Viktor works for Fernhill Foods.\n- Sofia reports to Mei.\n- Tobias reports to Sofia.\n- Cedar Retail Group was founded in 1980.\n- Callum works for Cedar Retail Group.\n- Atlas Freight was founded in 1996.\n- Ravi reports to Omar.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sofia.\n- Crescent Telecom is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2005.\n- Felix reports to Mateo.\n- Fernhill Foods was founded in 1983.\n- Mara works for Fernhill Foods.\n- Mei works for Crescent Telecom.\n- Atlas Freight was founded in 1989.\n- Chiara works for Crescent Telecom.\n- Mei reports to Mara.\n- Elena reports to Mei.\n- Chiara reports to Tessa.\n- Sofia reports to Chiara.\n- Tessa reports to Felix.\n- Atlas Freight is headquartered in Tallinn.\n- Mateo works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Tessa works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Valencia.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14845", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4226: employee Bruno T., hired 29 March 2020, separated 04 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-4226?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14846", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14847", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14848", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14849", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2011.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Dmitri reports to Ingrid.\n- Yuki works for Meridian Bank.\n- Emeka reports to Yuki.\n- Yuki reports to Sofia.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Mara.\n- Priya reports to Anders.\n- Sanne reports to Dmitri.\n- Beacon Insurance was founded in 1978.\n- Beacon Insurance is headquartered in Tampere.\n- Meridian Bank is headquartered in Ghent.\n- Sanne works for Beacon Insurance.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Omar.\n- Anders reports to Tobias.\n- Priya works for Beacon Insurance.\n- Anders works for Ironwood Manufacturing.\n- Omar reports to Bruno.\n- Sofia reports to Priya.\n- Pinnacle Software is headquartered in Malmo.\n- Meridian Bank was founded in 1976.\n- Emeka works for Meridian Bank.\n- Pinnacle Software was founded in 2003.\n- Mara works for Meridian Bank.\n- Bruno reports to Emeka.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14851", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Chiara.\n- Deshawn reports to Anders.\n- Meridian Bank is headquartered in Valencia.\n- Pablo reports to Yuki.\n- Meridian Bank was founded in 1995.\n- Sanne works for Meridian Bank.\n- Helios Logistics is headquartered in Dunedin.\n- Amara reports to Deshawn.\n- Pablo works for Helios Logistics.\n- Yuki reports to Priya.\n- Chiara reports to Pablo.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Anders works for Meridian Bank.\n- Priya reports to Amara.\n- Bluepine Aviation was founded in 1988.\n- Chiara works for Crescent Telecom.\n- Amara works for Bluepine Aviation.\n- Priya works for Meridian Bank.\n- Crescent Telecom was founded in 1981.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Malmo.\n- Sanne works for Helios Logistics.\n- Mei reports to Emeka.\n- Helios Logistics was founded in 1989.\n- Priya reports to Mei.\n- Dmitri works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Cobalt Health was founded in 2015.\n- Emeka reports to Sofia.\n- Summit Energy was founded in 1995.\n- Dmitri reports to Jonas.\n- Bruno reports to Priya.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Malmo.\n- Sanne reports to Bruno.\n- Helios Logistics is headquartered in Turku.\n- Bruno works for Helios Logistics.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Sofia reports to Dmitri.\n- Mei works for Helios Logistics.\n- Priya works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14854", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6531: employee Emeka A., hired 12 December 2020, separated 13 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6531?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14855", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7255: employee Callum B., hired 15 January 2023, separated 07 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7255?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14856", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Hana works for Northwind Systems.\n- Hana reports to Mara.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 2003.\n- Ravi reports to Felix.\n- Kenji reports to Wren.\n- Northwind Systems was founded in 1993.\n- Meridian Bank is headquartered in Turku.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Felix works for Meridian Bank.\n- Emeka reports to Kenji.\n- Northwind Systems is headquartered in Leeds.\n- Mara works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 2002.\n- Wren reports to Hana.\n- Ironwood Manufacturing was founded in 1977.\n- Ravi works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mara reports to Dmitri.\n- Wren works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14858", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14859", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5353: employee Priya S., hired 04 September 2022, separated 07 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5353?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14860", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 61937 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14861", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 04 August 2023): For employees hired on or after 04 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6761: employee Yuki R., hired 30 October 2020, separated 07 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-6761?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14862", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 June 2025): For employees hired on or after 05 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3578: employee Ravi K., hired 24 November 2021, separated 21 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3578?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14863", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14864", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2474: employee Elena B., hired 02 April 2023, separated 25 March 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-2474 under the controlling rules.", "criteria": {"0": "$6,192", "1": "$3,894", "2": "$5,192", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14865", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3624: employee Jonas B., hired 23 June 2024, separated 15 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-3624 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$4,000", "2": "$900", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14866", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Omar.\n- Crescent Telecom was founded in 1979.\n- Elena works for Northwind Systems.\n- Priya reports to Tessa.\n- Ironwood Manufacturing was founded in 2012.\n- Omar works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Austin.\n- Jonas reports to Callum.\n- Bruno reports to Chiara.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa works for Summit Energy.\n- Jonas works for Crescent Telecom.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 2010.\n- Stefan works for Northwind Systems.\n- Tessa reports to Felix.\n- Priya works for Northwind Systems.\n- Chiara works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Bruno works for Ironwood Manufacturing.\n- Elena reports to Jonas.\n- Felix reports to Elena.\n- Northwind Systems is headquartered in Porto.\n- Chiara reports to Stefan.\n- Stefan reports to Priya.\n- Northwind Systems was founded in 1983.\n- Felix works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14868", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Wren reports to Aisha.\n- Mei works for Cobalt Health.\n- Aisha works for Vantage Air.\n- Chiara reports to Pablo.\n- Pinnacle Software was founded in 1977.\n- Amara works for Vantage Air.\n- Cobalt Health was founded in 2006.\n- Pinnacle Software is headquartered in Cork.\n- Chiara works for Pinnacle Software.\n- Viktor works for Vantage Air.\n- Fernhill Foods was founded in 1985.\n- Lucia reports to Tobias.\n- Vantage Air is headquartered in Tallinn.\n- Pablo works for Cobalt Health.\n- Yuki reports to Viktor.\n- Cobalt Health is headquartered in Nagoya.\n- Vantage Air was founded in 2001.\n- Amara reports to Yuki.\n- Yuki works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Fernhill Foods is headquartered in Cork.\n- Aisha reports to Emeka.\n- Deshawn reports to Lucia.\n- Emeka works for Vantage Air.\n- Emeka reports to Chiara.\n- Viktor reports to Deshawn.\n- Deshawn works for Vantage Air.\n- Tobias works for Vantage Air.\n- Mei reports to Wren.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14870", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Omar reports to Mateo.\n- Mateo reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Leila works for Ironwood Manufacturing.\n- Deshawn works for Cedar Retail Group.\n- Sofia works for Ironwood Manufacturing.\n- Jonas reports to Tobias.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne works for Ironwood Manufacturing.\n- Ingrid reports to Anders.\n- Deshawn reports to Ingrid.\n- Leila reports to Sanne.\n- Zoya reports to Jonas.\n- Sanne reports to Deshawn.\n- Jonas works for Summit Energy.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Anders reports to Nadia.\n- Sofia reports to Omar.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 1978.\n- Omar works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1996.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Beacon Insurance is headquartered in Valencia.\n- Zoya works for Ironwood Manufacturing.\n- Tobias reports to Leila.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Deshawn.\n- Mei reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Ravi reports to Dmitri.\n- Atlas Freight was founded in 2005.\n- Mara works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Cedar Retail Group is headquartered in Malmo.\n- Atlas Freight is headquartered in Malmo.\n- Tessa reports to Wren.\n- Nadia works for Bluepine Aviation.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Wren works for Atlas Freight.\n- Deshawn reports to Nadia.\n- Fernhill Foods was founded in 1983.\n- Ravi works for Atlas Freight.\n- Amara reports to Ravi.\n- Fernhill Foods is headquartered in Turku.\n- Mara reports to Tessa.\n- Felix reports to Stefan.\n- Sofia reports to Amara.\n- Dmitri works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Mei.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Tessa works for Atlas Freight.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Omar.\n- Meridian Bank is headquartered in Valencia.\n- Callum works for Crescent Telecom.\n- Callum reports to Mateo.\n- Crescent Telecom was founded in 2010.\n- Omar works for Crescent Telecom.\n- Aisha works for Meridian Bank.\n- Crescent Telecom is headquartered in Basel.\n- Meridian Bank was founded in 1981.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 1976.\n- Zoya reports to Lucia.\n- Tessa works for Crescent Telecom.\n- Mateo reports to Pablo.\n- Zoya works for Bluepine Aviation.\n- Ingrid reports to Bruno.\n- Lucia works for Meridian Bank.\n- Bluepine Aviation was founded in 1984.\n- Mateo works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bruno reports to Aisha.\n- Tessa reports to Zoya.\n- Aisha reports to Tessa.\n- Bruno works for Pinnacle Software.\n- Omar reports to Ingrid.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Cobalt Health is headquartered in Austin.\n- Dmitri works for Atlas Freight.\n- Leila reports to Tobias.\n- Zoya works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Felix reports to Leila.\n- Leila works for Atlas Freight.\n- Bluepine Aviation was founded in 1976.\n- Atlas Freight is headquartered in Brno.\n- Zoya reports to Dmitri.\n- Atlas Freight was founded in 1985.\n- Anders reports to Yuki.\n- Cedar Retail Group is headquartered in Brno.\n- Tobias works for Bluepine Aviation.\n- Yuki reports to Priya.\n- Anders works for Cobalt Health.\n- Priya reports to Zoya.\n- Tobias reports to Anders.\n- Yuki works for Cedar Retail Group.\n- Viktor works for Cobalt Health.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Felix.\n- Cedar Retail Group was founded in 1990.\n- Felix works for Cedar Retail Group.\n- Cobalt Health was founded in 2004.\n- Dmitri reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14875", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Callum reports to Ravi.\n- Deshawn works for Pinnacle Software.\n- Beacon Insurance was founded in 2010.\n- Beacon Insurance is headquartered in Lyon.\n- Sanne works for Pinnacle Software.\n- Anders works for Beacon Insurance.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Hana reports to Callum.\n- Wren works for Ironwood Manufacturing.\n- Jonas reports to Bruno.\n- Pinnacle Software is headquartered in Austin.\n- Aisha reports to Anders.\n- Pinnacle Software was founded in 2003.\n- Ravi works for Beacon Insurance.\n- Wren reports to Deshawn.\n- Ravi reports to Wren.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Callum works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2014.\n- Hana works for Pinnacle Software.\n- Meridian Bank was founded in 1989.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Aisha.\n- Deshawn reports to Kenji.\n- Kenji reports to Sanne.\n- Bruno reports to Hana.\n- Anders reports to Jonas.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1978.\n- Lattice Analytics was founded in 1977.\n- Tobias reports to Mei.\n- Kenji reports to Mateo.\n- Kenji works for Atlas Freight.\n- Callum reports to Jonas.\n- Leila reports to Felix.\n- Sofia reports to Callum.\n- Mei works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Leila.\n- Leila works for Helios Logistics.\n- Anders reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Mateo reports to Dmitri.\n- Cobalt Health is headquartered in Brno.\n- Jonas works for Lattice Analytics.\n- Atlas Freight is headquartered in Oslo.\n- Cobalt Health was founded in 1997.\n- Amara works for Cobalt Health.\n- Jonas reports to Amara.\n- Felix works for Helios Logistics.\n- Tobias works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Mei reports to Anders.\n- Amara reports to Kenji.\n- Lattice Analytics is headquartered in Austin.\n- Callum works for Atlas Freight.\n- Dmitri works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14878", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4443: employee Bruno K., hired 24 July 2019, separated 12 August 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4443?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14879", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1229: employee Yuki K., hired 26 May 2021, separated 23 August 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1229?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14880", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14881", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Ingrid reports to Stefan.\n- Atlas Freight was founded in 2001.\n- Lucia reports to Viktor.\n- Kenji reports to Sofia.\n- Beacon Insurance was founded in 2007.\n- Kenji works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Stefan reports to Ravi.\n- Cedar Retail Group was founded in 1979.\n- Ravi reports to Kenji.\n- Mei works for Beacon Insurance.\n- Viktor works for Ironwood Manufacturing.\n- Sanne reports to Ingrid.\n- Viktor reports to Mei.\n- Amara reports to Callum.\n- Sofia reports to Jonas.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Ravi works for Beacon Insurance.\n- Mei reports to Amara.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Cork.\n- Ingrid works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2005.\n- Lucia works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Stefan works for Cedar Retail Group.\n- Sanne works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Summit Energy is headquartered in Oslo.\n- Emeka reports to Wren.\n- Bruno works for Meridian Bank.\n- Helios Logistics is headquartered in Halifax.\n- Mei reports to Emeka.\n- Meridian Bank was founded in 2005.\n- Callum reports to Omar.\n- Omar reports to Bruno.\n- Meridian Bank is headquartered in Halifax.\n- Wren reports to Elena.\n- Mei works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Summit Energy was founded in 1992.\n- Atlas Freight was founded in 1984.\n- Emeka works for Meridian Bank.\n- Bruno reports to Mei.\n- Callum works for Summit Energy.\n- Omar works for Summit Energy.\n- Elena reports to Mateo.\n- Atlas Freight is headquartered in Malmo.\n- Wren works for Atlas Freight.\n- Helios Logistics was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Zoya.\n- Bruno reports to Lucia.\n- Mateo works for Atlas Freight.\n- Helios Logistics is headquartered in Lyon.\n- Pablo works for Atlas Freight.\n- Hana reports to Sofia.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2004.\n- Ravi works for Meridian Bank.\n- Bruno works for Ironwood Manufacturing.\n- Zoya reports to Bruno.\n- Helios Logistics was founded in 1984.\n- Mateo reports to Felix.\n- Meridian Bank was founded in 1991.\n- Lucia reports to Mara.\n- Ironwood Manufacturing was founded in 1981.\n- Sofia reports to Ravi.\n- Pablo reports to Mateo.\n- Sofia works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Lucia works for Helios Logistics.\n- Mara reports to Aisha.\n- Mara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.\n- Aisha reports to Tessa.\n- Atlas Freight is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Tessa reports to Hana.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14885", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9543: employee Dmitri T., hired 27 May 2024, separated 10 February 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-9543 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$1,500", "2": "$2,975", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14886", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14887", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8695: employee Ravi R., hired 05 July 2024, separated 27 February 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8695?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14888", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Jonas works for Cobalt Health.\n- Cedar Retail Group is headquartered in Ghent.\n- Tessa reports to Anders.\n- Chiara reports to Leila.\n- Meridian Bank was founded in 1979.\n- Priya works for Meridian Bank.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Wren.\n- Wren reports to Chiara.\n- Elena reports to Jonas.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cobalt Health is headquartered in Tampere.\n- Mara reports to Aisha.\n- Meridian Bank is headquartered in Leeds.\n- Jonas reports to Priya.\n- Cobalt Health was founded in 1982.\n- Priya reports to Tessa.\n- Tessa works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Cedar Retail Group was founded in 2012.\n- Anders reports to Dmitri.\n- Aisha works for Meridian Bank.\n- Aisha reports to Sanne.\n- Chiara works for Meridian Bank.\n- Dmitri reports to Mara.\n- Wren works for Cedar Retail Group.\n- Mara works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1974", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Anders works for Helios Logistics.\n- Sofia works for Northwind Systems.\n- Beacon Insurance is headquartered in Malmo.\n- Helios Logistics was founded in 2009.\n- Northwind Systems was founded in 1997.\n- Pablo reports to Bruno.\n- Omar reports to Priya.\n- Northwind Systems is headquartered in Leeds.\n- Bruno works for Beacon Insurance.\n- Omar works for Cedar Retail Group.\n- Priya reports to Tessa.\n- Sanne reports to Pablo.\n- Beacon Insurance was founded in 2011.\n- Tessa works for Northwind Systems.\n- Priya works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Anders reports to Omar.\n- Bruno reports to Anders.\n- Helios Logistics is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 2008.\n- Tessa reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14891", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 16338\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14892", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ravi.\n- Pablo works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Priya reports to Nadia.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Deshawn works for Cobalt Health.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Pinnacle Software is headquartered in Halifax.\n- Dmitri works for Cedar Retail Group.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Kenji reports to Dmitri.\n- Dmitri reports to Jonas.\n- Cobalt Health was founded in 1998.\n- Chiara reports to Tessa.\n- Deshawn reports to Priya.\n- Tessa reports to Pablo.\n- Beacon Insurance was founded in 2013.\n- Cobalt Health is headquartered in Tallinn.\n- Pablo reports to Kenji.\n- Jonas works for Cedar Retail Group.\n- Nadia reports to Wren.\n- Ravi reports to Deshawn.\n- Tessa works for Cobalt Health.\n- Nadia works for Cedar Retail Group.\n- Pinnacle Software was founded in 1981.\n- Priya works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Jonas reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14894", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4325: employee Aisha T., hired 27 March 2021, separated 26 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-4325 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,500", "2": "$5,400", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14895", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Lattice Analytics was founded in 2001.\n- Bruno reports to Priya.\n- Chiara reports to Sofia.\n- Meridian Bank was founded in 1977.\n- Viktor reports to Sanne.\n- Bruno works for Meridian Bank.\n- Northwind Systems was founded in 2014.\n- Amara works for Northwind Systems.\n- Tessa works for Meridian Bank.\n- Sofia works for Cobalt Health.\n- Anders reports to Tessa.\n- Sanne reports to Stefan.\n- Chiara works for Meridian Bank.\n- Tessa reports to Felix.\n- Sofia reports to Amara.\n- Sanne works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Felix reports to Chiara.\n- Anders works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Amara reports to Bruno.\n- Meridian Bank is headquartered in Leeds.\n- Priya works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Pablo reports to Viktor.\n- Felix works for Lattice Analytics.\n- Northwind Systems is headquartered in Leeds.\n- Priya reports to Pablo.\n- Cobalt Health was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1972", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14897", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Ghent.\n- Chiara works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Helios Logistics is headquartered in Basel.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri reports to Mara.\n- Lattice Analytics is headquartered in Ghent.\n- Pablo reports to Anders.\n- Mara works for Beacon Insurance.\n- Helios Logistics was founded in 1975.\n- Cedar Retail Group was founded in 1987.\n- Pablo works for Helios Logistics.\n- Zoya works for Beacon Insurance.\n- Lattice Analytics was founded in 1977.\n- Yuki reports to Pablo.\n- Mara reports to Zoya.\n- Anders works for Cedar Retail Group.\n- Anders reports to Chiara.\n- Dmitri works for Lattice Analytics.\n- Tessa works for Cedar Retail Group.\n- Beacon Insurance was founded in 1995.\n- Chiara reports to Tessa.\n- Tessa reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14899", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14900", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14901", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1295: employee Lucia T., hired 19 February 2025, separated 03 August 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1295?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14902", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7849: employee Chiara A., hired 07 January 2023, separated 24 February 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2026-7849 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$21,233", "2": "$4,812", "3": "$5,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14903", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14904", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tobias reports to Dmitri.\n- Felix works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Jonas reports to Chiara.\n- Lucia works for Cedar Retail Group.\n- Jonas works for Ironwood Manufacturing.\n- Mateo reports to Lucia.\n- Tessa works for Meridian Bank.\n- Mei reports to Felix.\n- Chiara reports to Emeka.\n- Cedar Retail Group was founded in 1998.\n- Mateo works for Cedar Retail Group.\n- Meridian Bank is headquartered in Halifax.\n- Aisha reports to Jonas.\n- Tessa reports to Mateo.\n- Lucia reports to Mei.\n- Chiara works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Dmitri reports to Aisha.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Anders reports to Tessa.\n- Meridian Bank was founded in 1982.\n- Emeka reports to Anders.\n- Ironwood Manufacturing was founded in 1984.\n- Emeka works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Halifax.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1980.\n- Emeka reports to Hana.\n- Mateo reports to Aisha.\n- Pablo works for Vantage Air.\n- Amara works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Wren reports to Amara.\n- Dmitri works for Vantage Air.\n- Northwind Systems is headquartered in Tallinn.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1981.\n- Pablo reports to Emeka.\n- Aisha works for Vantage Air.\n- Helios Logistics is headquartered in Nagoya.\n- Bruno works for Helios Logistics.\n- Bruno reports to Yuki.\n- Hana works for Northwind Systems.\n- Helios Logistics was founded in 2012.\n- Wren works for Helios Logistics.\n- Amara reports to Mateo.\n- Yuki reports to Wren.\n- Vantage Air is headquartered in Tallinn.\n- Yuki works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Hana reports to Bruno.\n- Vantage Air was founded in 2015.\n- Dmitri reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14907", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14908", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14909", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5255: employee Sanne B., hired 30 September 2020, separated 10 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-5255 under the controlling rules.", "criteria": {"0": "$7,250", "1": "$31,417", "2": "$7,750", "3": "$7,312"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14910", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Emeka.\n- Cobalt Health was founded in 1994.\n- Lucia reports to Dmitri.\n- Elena works for Pinnacle Software.\n- Yuki reports to Sofia.\n- Cobalt Health is headquartered in Halifax.\n- Emeka reports to Elena.\n- Sofia works for Vantage Air.\n- Meridian Bank is headquartered in Brno.\n- Vantage Air is headquartered in Halifax.\n- Dmitri reports to Mateo.\n- Elena reports to Kenji.\n- Vantage Air was founded in 2006.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Dmitri works for Cobalt Health.\n- Sofia reports to Lucia.\n- Kenji works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Emeka works for Vantage Air.\n- Pinnacle Software was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2001", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14912", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ingrid.\n- Lattice Analytics is headquartered in Oslo.\n- Callum works for Pinnacle Software.\n- Omar reports to Callum.\n- Callum reports to Hana.\n- Sanne works for Lattice Analytics.\n- Anders reports to Sanne.\n- Pinnacle Software was founded in 1986.\n- Nadia works for Helios Logistics.\n- Meridian Bank was founded in 2004.\n- Helios Logistics was founded in 2012.\n- Omar works for Meridian Bank.\n- Hana works for Pinnacle Software.\n- Meridian Bank is headquartered in Brno.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Omar.\n- Pinnacle Software is headquartered in Oslo.\n- Hana reports to Anders.\n- Mara works for Lattice Analytics.\n- Helios Logistics is headquartered in Dunedin.\n- Nadia reports to Mara.\n- Anders works for Pinnacle Software.\n- Lattice Analytics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14914", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14915", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14916", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6565: employee Aisha M., hired 12 August 2023, separated 30 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6565?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Austin.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Bluepine Aviation is headquartered in Dunedin.\n- Crescent Telecom was founded in 2013.\n- Priya reports to Amara.\n- Beacon Insurance was founded in 1995.\n- Pablo works for Meridian Bank.\n- Sofia reports to Priya.\n- Meridian Bank was founded in 2006.\n- Meridian Bank is headquartered in Austin.\n- Ravi works for Bluepine Aviation.\n- Jonas reports to Ravi.\n- Priya works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Pablo reports to Nadia.\n- Amara reports to Jonas.\n- Amara works for Meridian Bank.\n- Nadia reports to Deshawn.\n- Deshawn reports to Sofia.\n- Crescent Telecom is headquartered in Tallinn.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14918", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14919", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5829: employee Jonas M., hired 15 October 2022, separated 29 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5829?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14920", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14921", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14922", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7907: employee Zoya R., hired 19 August 2021, separated 11 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7907?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14923", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Priya works for Meridian Bank.\n- Crescent Telecom is headquartered in Brno.\n- Wren works for Crescent Telecom.\n- Jonas works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Mei works for Northwind Systems.\n- Jonas reports to Sofia.\n- Northwind Systems was founded in 1994.\n- Zoya works for Northwind Systems.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Amara reports to Chiara.\n- Amara works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2002.\n- Dmitri reports to Amara.\n- Meridian Bank is headquartered in Brno.\n- Sofia reports to Leila.\n- Priya reports to Zoya.\n- Sofia works for Crescent Telecom.\n- Mei reports to Jonas.\n- Leila reports to Wren.\n- Zoya reports to Mei.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Crescent Telecom was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Porto", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14925", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14926", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14927", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 September 2025): For employees hired on or after 06 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2177: employee Tessa R., hired 12 July 2024, separated 01 September 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-2177 under the controlling rules.", "criteria": {"0": "$39,433", "1": "$9,188", "2": "$11,100", "3": "$9,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-14928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Kenji reports to Anders.\n- Pinnacle Software is headquartered in Adelaide.\n- Priya works for Helios Logistics.\n- Zoya works for Pinnacle Software.\n- Tobias works for Summit Energy.\n- Anders works for Meridian Bank.\n- Amara works for Pinnacle Software.\n- Helios Logistics was founded in 1980.\n- Amara reports to Omar.\n- Sofia reports to Zoya.\n- Zoya reports to Kenji.\n- Ingrid works for Meridian Bank.\n- Priya reports to Ingrid.\n- Kenji works for Pinnacle Software.\n- Meridian Bank was founded in 2003.\n- Meridian Bank is headquartered in Oslo.\n- Mateo reports to Tobias.\n- Anders reports to Mateo.\n- Pinnacle Software was founded in 1988.\n- Mateo works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 2007.\n- Omar reports to Priya.\n- Helios Logistics is headquartered in Adelaide.\n- Ingrid reports to Sofia.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1997.\n- Pablo works for Vantage Air.\n- Viktor works for Beacon Insurance.\n- Aisha reports to Chiara.\n- Yuki reports to Stefan.\n- Stefan works for Vantage Air.\n- Chiara reports to Pablo.\n- Vantage Air was founded in 2004.\n- Lattice Analytics was founded in 1994.\n- Dmitri works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Vantage Air is headquartered in Austin.\n- Viktor reports to Callum.\n- Summit Energy was founded in 2003.\n- Pablo reports to Yuki.\n- Callum works for Lattice Analytics.\n- Beacon Insurance is headquartered in Adelaide.\n- Stefan reports to Viktor.\n- Summit Energy is headquartered in Austin.\n- Callum reports to Dmitri.\n- Aisha works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-14930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Pablo reports to Felix.\n- Emeka works for Cobalt Health.\n- Omar reports to Nadia.\n- Nadia reports to Emeka.\n- Summit Energy is headquartered in Leeds.\n- Mateo reports to Pablo.\n- Nadia works for Summit Energy.\n- Cobalt Health was founded in 2010.\n- Ironwood Manufacturing was founded in 2014.\n- Summit Energy was founded in 1986.\n- Kenji works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi reports to Mateo.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Callum reports to Tessa.\n- Pablo works for Ironwood Manufacturing.\n- Felix reports to Callum.\n- Emeka reports to Ravi.\n- Omar works for Summit Energy.\n- Felix works for Cobalt Health.\n- Tessa reports to Kenji.\n- Crescent Telecom was founded in 2009.\n- Cobalt Health is headquartered in Tallinn.\n- Tessa works for Crescent Telecom.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14931", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 November 2022): For employees hired on or after 10 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1793: employee Omar B., hired 28 May 2022, separated 12 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1793?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14932", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14933", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6489: employee Lucia S., hired 06 September 2021, separated 30 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6489?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Chiara reports to Hana.\n- Hana reports to Anders.\n- Helios Logistics was founded in 2002.\n- Mei reports to Zoya.\n- Meridian Bank was founded in 2010.\n- Anders reports to Mei.\n- Cobalt Health was founded in 1997.\n- Leila reports to Sofia.\n- Zoya reports to Tessa.\n- Pablo reports to Callum.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Yuki works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Chiara works for Helios Logistics.\n- Anders works for Cobalt Health.\n- Meridian Bank is headquartered in Basel.\n- Callum reports to Nadia.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Sofia works for Helios Logistics.\n- Leila works for Cobalt Health.\n- Mei works for Summit Energy.\n- Tessa reports to Pablo.\n- Pablo works for Helios Logistics.\n- Sofia reports to Yuki.\n- Summit Energy was founded in 1980.\n- Zoya works for Meridian Bank.\n- Nadia reports to Leila.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Anders.\n- Chiara works for Vantage Air.\n- Felix reports to Aisha.\n- Mateo works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Sanne reports to Dmitri.\n- Crescent Telecom was founded in 1977.\n- Bruno works for Crescent Telecom.\n- Viktor reports to Kenji.\n- Kenji works for Vantage Air.\n- Jonas works for Vantage Air.\n- Northwind Systems was founded in 2014.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1994.\n- Northwind Systems is headquartered in Nagoya.\n- Anders works for Vantage Air.\n- Kenji reports to Sanne.\n- Viktor works for Northwind Systems.\n- Mateo reports to Felix.\n- Ravi reports to Jonas.\n- Aisha reports to Viktor.\n- Crescent Telecom is headquartered in Nagoya.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno reports to Mateo.\n- Dmitri reports to Ravi.\n- Chiara reports to Bruno.\n- Felix works for Northwind Systems.\n- Aisha works for Crescent Telecom.\n- Vantage Air was founded in 1987.\n- Vantage Air is headquartered in Malmo.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Helios Logistics was founded in 2010.\n- Dmitri works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Elena reports to Mei.\n- Northwind Systems is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1995.\n- Wren works for Northwind Systems.\n- Vantage Air is headquartered in Brno.\n- Tessa works for Vantage Air.\n- Tobias works for Northwind Systems.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Tessa reports to Deshawn.\n- Mei reports to Wren.\n- Deshawn works for Northwind Systems.\n- Dmitri reports to Chiara.\n- Sofia reports to Mateo.\n- Hana works for Northwind Systems.\n- Chiara works for Bluepine Aviation.\n- Northwind Systems was founded in 1984.\n- Elena works for Northwind Systems.\n- Deshawn reports to Hana.\n- Mateo works for Vantage Air.\n- Aisha reports to Tessa.\n- Hana reports to Tobias.\n- Chiara reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mateo reports to Dmitri.\n- Vantage Air was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14937", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Helios Logistics was founded in 1980.\n- Felix reports to Ravi.\n- Crescent Telecom was founded in 1998.\n- Summit Energy is headquartered in Ghent.\n- Leila works for Helios Logistics.\n- Mei reports to Tobias.\n- Crescent Telecom is headquartered in Halifax.\n- Omar works for Crescent Telecom.\n- Wren works for Ironwood Manufacturing.\n- Mei works for Helios Logistics.\n- Mateo reports to Wren.\n- Omar reports to Mei.\n- Tobias works for Summit Energy.\n- Ravi works for Crescent Telecom.\n- Helios Logistics is headquartered in Ghent.\n- Tobias reports to Felix.\n- Mateo works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Felix works for Helios Logistics.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 2006.\n- Ravi reports to Leila.\n- Lucia reports to Omar.\n- Wren reports to Lucia.\n- Ironwood Manufacturing was founded in 2007.\n- Leila reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14939", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14940", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14941", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 47294 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14942", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 33983 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14943", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya reports to Deshawn.\n- Kenji works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 2008.\n- Chiara works for Cedar Retail Group.\n- Mateo reports to Chiara.\n- Priya works for Cedar Retail Group.\n- Sofia works for Northwind Systems.\n- Atlas Freight was founded in 1997.\n- Viktor reports to Bruno.\n- Helios Logistics is headquartered in Oslo.\n- Sanne reports to Lucia.\n- Sofia reports to Priya.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Bruno reports to Mateo.\n- Northwind Systems was founded in 2009.\n- Bruno works for Helios Logistics.\n- Atlas Freight is headquartered in Oslo.\n- Mateo works for Northwind Systems.\n- Helios Logistics was founded in 2009.\n- Chiara reports to Sanne.\n- Deshawn reports to Kenji.\n- Deshawn works for Helios Logistics.\n- Lucia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2012", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14945", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14946", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8567: employee Ravi A., hired 07 May 2021, separated 31 October 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-8567 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$5,000", "2": "$4,688", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14947", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3146: employee Yuki A., hired 03 April 2023, separated 17 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3146?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14948", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5119: employee Nadia R., hired 13 January 2024, separated 06 October 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-5119 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$5,000", "2": "$3,188", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14949", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6769: employee Amara A., hired 18 January 2020, separated 25 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6769?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6769 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14950", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3133: employee Callum R., hired 25 March 2022, separated 30 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3133?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14951", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7191: employee Viktor S., hired 12 April 2022, separated 03 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-7191 under the controlling rules.", "criteria": {"0": "$11,700", "1": "$50,267", "2": "$11,600", "3": "$9,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-14952", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5165: employee Wren M., hired 11 May 2022, separated 07 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5165?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-14953", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 September 2025): For employees hired on or after 20 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7190: employee Pablo B., hired 07 December 2024, separated 11 November 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-7190 under the controlling rules.", "criteria": {"0": "$8,312", "1": "$9,400", "2": "$8,400", "3": "$36,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14954", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14955", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9839: employee Lucia M., hired 09 December 2021, separated 01 February 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2025-9839 under the controlling rules.", "criteria": {"0": "$9,225", "1": "$11,150", "2": "$9,150", "3": "$39,650"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14956", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14957", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-14958", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14959", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1413: employee Priya B., hired 19 March 2023, separated 16 March 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1413?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-14960", "family": "intent_v3", "state": "Incoming support message:\n\"74660 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "exchange_item", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14961", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 5702 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Zoya reports to Hana.\n- Mateo reports to Felix.\n- Elena works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Helios Logistics is headquartered in Malmo.\n- Deshawn works for Pinnacle Software.\n- Elena reports to Zoya.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Hana reports to Kenji.\n- Leila works for Cobalt Health.\n- Pinnacle Software was founded in 1996.\n- Helios Logistics was founded in 1988.\n- Kenji reports to Tobias.\n- Tobias reports to Ravi.\n- Ravi reports to Mateo.\n- Kenji works for Pinnacle Software.\n- Felix reports to Leila.\n- Tobias works for Helios Logistics.\n- Zoya works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Leila reports to Deshawn.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Lattice Analytics was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14963", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 56924, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14964", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 26 October 2022): For employees hired on or after 26 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3504: employee Emeka T., hired 21 May 2021, separated 28 May 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3504?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-14965", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-14966", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Beacon Insurance was founded in 2012.\n- Wren works for Beacon Insurance.\n- Lattice Analytics was founded in 2015.\n- Sanne reports to Omar.\n- Mara reports to Hana.\n- Ironwood Manufacturing was founded in 1986.\n- Wren reports to Leila.\n- Leila reports to Chiara.\n- Sofia works for Cedar Retail Group.\n- Hana works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Omar reports to Wren.\n- Hana reports to Sanne.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1995.\n- Chiara works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia reports to Sofia.\n- Sofia reports to Mara.\n- Omar works for Cedar Retail Group.\n- Leila works for Beacon Insurance.\n- Chiara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14968", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14969", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1587: employee Nadia T., hired 03 April 2023, separated 20 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1587?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14970", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "report_outage", "4": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Northwind Systems was founded in 2006.\n- Helios Logistics is headquartered in Halifax.\n- Hana reports to Aisha.\n- Dmitri reports to Sanne.\n- Lattice Analytics is headquartered in Turku.\n- Tessa reports to Wren.\n- Northwind Systems is headquartered in Turku.\n- Mei reports to Lucia.\n- Deshawn works for Helios Logistics.\n- Mei works for Northwind Systems.\n- Nadia reports to Dmitri.\n- Yuki works for Lattice Analytics.\n- Meridian Bank was founded in 1981.\n- Sanne reports to Deshawn.\n- Wren works for Helios Logistics.\n- Lucia works for Meridian Bank.\n- Deshawn reports to Hana.\n- Nadia works for Helios Logistics.\n- Priya works for Lattice Analytics.\n- Meridian Bank is headquartered in Halifax.\n- Priya reports to Nadia.\n- Yuki reports to Tessa.\n- Sanne works for Northwind Systems.\n- Helios Logistics was founded in 2004.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Wren reports to Priya.\n- Tessa works for Meridian Bank.\n- Aisha reports to Mei.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2001", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Summit Energy was founded in 1995.\n- Sanne works for Bluepine Aviation.\n- Anders reports to Ingrid.\n- Lucia reports to Sofia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2004.\n- Leila works for Cedar Retail Group.\n- Stefan reports to Lucia.\n- Kenji works for Cedar Retail Group.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy is headquartered in Oslo.\n- Tessa works for Cobalt Health.\n- Mei reports to Kenji.\n- Cedar Retail Group was founded in 1984.\n- Tobias reports to Mei.\n- Stefan works for Summit Energy.\n- Tessa reports to Anders.\n- Priya reports to Sanne.\n- Cobalt Health was founded in 2007.\n- Lucia works for Summit Energy.\n- Sanne reports to Tessa.\n- Leila reports to Tobias.\n- Kenji reports to Priya.\n- Ingrid works for Cedar Retail Group.\n- Priya works for Cobalt Health.\n- Mei works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Sofia reports to Leila.\n- Sofia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14973", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-14974", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5738: employee Omar B., hired 08 January 2023, separated 12 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5738?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-14975", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 82139\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14976", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14977", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-14978", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14979", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Pinnacle Software was founded in 2005.\n- Beacon Insurance is headquartered in Adelaide.\n- Bruno works for Fernhill Foods.\n- Ravi reports to Omar.\n- Meridian Bank was founded in 1997.\n- Lucia reports to Yuki.\n- Sanne reports to Bruno.\n- Hana reports to Stefan.\n- Sanne works for Pinnacle Software.\n- Yuki reports to Wren.\n- Stefan works for Meridian Bank.\n- Bruno reports to Emeka.\n- Pinnacle Software is headquartered in Oslo.\n- Yuki works for Fernhill Foods.\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Omar reports to Kenji.\n- Elena works for Meridian Bank.\n- Lucia works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Elena reports to Ravi.\n- Fernhill Foods was founded in 1999.\n- Fernhill Foods is headquartered in Cork.\n- Beacon Insurance was founded in 1995.\n- Omar works for Meridian Bank.\n- Kenji reports to Hana.\n- Emeka reports to Elena.\n- Emeka works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Wren reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14981", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-14982", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Zoya.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Anders works for Beacon Insurance.\n- Summit Energy was founded in 1975.\n- Hana reports to Leila.\n- Mateo works for Summit Energy.\n- Sanne works for Summit Energy.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Anders reports to Hana.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Porto.\n- Zoya reports to Emeka.\n- Hana works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Emeka reports to Dmitri.\n- Atlas Freight was founded in 2012.\n- Amara reports to Mateo.\n- Beacon Insurance was founded in 2009.\n- Dmitri reports to Stefan.\n- Mateo reports to Sanne.\n- Stefan reports to Amara.\n- Ironwood Manufacturing was founded in 2006.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2004", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14984", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 21888 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-14985", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-14986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Beacon Insurance is headquartered in Basel.\n- Emeka works for Cobalt Health.\n- Yuki works for Bluepine Aviation.\n- Helios Logistics is headquartered in Cork.\n- Jonas reports to Nadia.\n- Lucia reports to Emeka.\n- Priya works for Beacon Insurance.\n- Lucia works for Helios Logistics.\n- Hana reports to Priya.\n- Viktor works for Helios Logistics.\n- Emeka reports to Felix.\n- Bluepine Aviation was founded in 1987.\n- Hana works for Helios Logistics.\n- Cobalt Health is headquartered in Halifax.\n- Yuki reports to Hana.\n- Tobias reports to Lucia.\n- Tobias works for Beacon Insurance.\n- Priya reports to Jonas.\n- Beacon Insurance was founded in 2015.\n- Felix reports to Yuki.\n- Bluepine Aviation is headquartered in Basel.\n- Cobalt Health was founded in 1976.\n- Nadia works for Bluepine Aviation.\n- Viktor reports to Tobias.\n- Felix works for Bluepine Aviation.\n- Helios Logistics was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-14987", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3996: employee Wren B., hired 31 August 2020, separated 21 September 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-3996 under the controlling rules.", "criteria": {"0": "$88,400", "1": "$20,500", "2": "$20,400", "3": "$19,900"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Yuki reports to Aisha.\n- Hana works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Hana reports to Ravi.\n- Northwind Systems is headquartered in Oslo.\n- Yuki works for Northwind Systems.\n- Ravi reports to Omar.\n- Priya reports to Dmitri.\n- Mei reports to Zoya.\n- Dmitri reports to Hana.\n- Priya works for Northwind Systems.\n- Zoya reports to Priya.\n- Summit Energy was founded in 1976.\n- Mara works for Northwind Systems.\n- Meridian Bank was founded in 1988.\n- Aisha reports to Mei.\n- Summit Energy is headquartered in Adelaide.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Aisha works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2007.\n- Dmitri works for Summit Energy.\n- Ironwood Manufacturing was founded in 2015.\n- Meridian Bank is headquartered in Adelaide.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-14989", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Stefan works for Cobalt Health.\n- Ravi works for Beacon Insurance.\n- Kenji reports to Callum.\n- Callum works for Northwind Systems.\n- Callum reports to Amara.\n- Amara works for Beacon Insurance.\n- Elena reports to Anders.\n- Tessa reports to Lucia.\n- Cobalt Health was founded in 1987.\n- Sofia reports to Aisha.\n- Stefan reports to Sofia.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1977.\n- Lucia works for Northwind Systems.\n- Beacon Insurance was founded in 2010.\n- Aisha reports to Kenji.\n- Ravi reports to Stefan.\n- Anders works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Anders reports to Ravi.\n- Amara reports to Tessa.\n- Northwind Systems is headquartered in Oslo.\n- Kenji works for Cobalt Health.\n- Lucia reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Northwind Systems was founded in 1986.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-14991", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-14992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1976.\n- Meridian Bank was founded in 1982.\n- Mateo reports to Tessa.\n- Lucia reports to Ingrid.\n- Tessa works for Atlas Freight.\n- Ingrid reports to Omar.\n- Atlas Freight was founded in 2012.\n- Mara reports to Sofia.\n- Ingrid works for Helios Logistics.\n- Dmitri works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Helios Logistics was founded in 1983.\n- Mateo works for Meridian Bank.\n- Sofia works for Atlas Freight.\n- Sofia reports to Chiara.\n- Chiara reports to Lucia.\n- Chiara works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.\n- Jonas works for Atlas Freight.\n- Tessa reports to Jonas.\n- Pinnacle Software is headquartered in Bergen.\n- Jonas reports to Mara.\n- Omar works for Helios Logistics.\n- Atlas Freight is headquartered in Bergen.\n- Dmitri reports to Mateo.\n- Mara works for Pinnacle Software.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14993", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7895: employee Tobias T., hired 17 May 2023, separated 31 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2026-7895 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$10,385", "2": "$45,000", "3": "$5,712"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-14994", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14995", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4985: employee Amara A., hired 24 April 2023, separated 24 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-4985 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,600", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Nagoya.\n- Lucia works for Northwind Systems.\n- Summit Energy is headquartered in Dunedin.\n- Bruno reports to Dmitri.\n- Dmitri reports to Amara.\n- Leila works for Beacon Insurance.\n- Kenji works for Northwind Systems.\n- Kenji reports to Mei.\n- Fernhill Foods was founded in 2002.\n- Dmitri works for Summit Energy.\n- Jonas works for Summit Energy.\n- Emeka reports to Tessa.\n- Emeka works for Fernhill Foods.\n- Tessa works for Northwind Systems.\n- Tessa reports to Leila.\n- Amara reports to Jonas.\n- Mei works for Beacon Insurance.\n- Leila reports to Bruno.\n- Fernhill Foods is headquartered in Valencia.\n- Summit Energy was founded in 1984.\n- Northwind Systems was founded in 1980.\n- Bruno works for Beacon Insurance.\n- Jonas reports to Lucia.\n- Wren works for Northwind Systems.\n- Amara works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Lucia reports to Kenji.\n- Beacon Insurance was founded in 2007.\n- Stefan works for Northwind Systems.\n- Wren reports to Emeka.\n- Stefan reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-14997", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 May 2023): For employees hired on or after 02 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3788: employee Chiara B., hired 14 October 2022, separated 06 January 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3788?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-14998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2013.\n- Mara reports to Sofia.\n- Omar works for Cedar Retail Group.\n- Elena works for Fernhill Foods.\n- Stefan works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Elena reports to Dmitri.\n- Zoya works for Fernhill Foods.\n- Amara reports to Elena.\n- Stefan reports to Aisha.\n- Vantage Air is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Tampere.\n- Deshawn reports to Tessa.\n- Dmitri reports to Stefan.\n- Cedar Retail Group was founded in 2003.\n- Aisha reports to Mara.\n- Aisha works for Vantage Air.\n- Mei works for Vantage Air.\n- Omar reports to Mei.\n- Deshawn works for Ironwood Manufacturing.\n- Amara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Nagoya.\n- Tessa works for Vantage Air.\n- Zoya reports to Deshawn.\n- Tessa reports to Omar.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mei reports to Amara.\n- Sofia works for Fernhill Foods.\n- Vantage Air was founded in 1975.\n- Fernhill Foods was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-14999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Beacon Insurance was founded in 2013.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Kenji.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Kenji reports to Dmitri.\n- Bruno works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1979.\n- Lattice Analytics is headquartered in Cork.\n- Ravi reports to Pablo.\n- Kenji works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Elena reports to Ravi.\n- Tobias works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Dmitri reports to Mara.\n- Tobias reports to Bruno.\n- Elena works for Cobalt Health.\n- Mara reports to Tobias.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 1981.\n- Lattice Analytics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15000", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15001", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15002", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15003", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15004", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15005", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1471: employee Elena A., hired 02 September 2021, separated 30 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1471?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15006", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15007", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15008", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15009", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Jonas works for Beacon Insurance.\n- Mei reports to Mateo.\n- Elena reports to Mei.\n- Beacon Insurance was founded in 1996.\n- Lucia works for Vantage Air.\n- Beacon Insurance is headquartered in Adelaide.\n- Nadia works for Helios Logistics.\n- Hana reports to Elena.\n- Mateo reports to Jonas.\n- Helios Logistics was founded in 1985.\n- Elena works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Anders works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Sanne reports to Nadia.\n- Wren reports to Sanne.\n- Vantage Air is headquartered in Lyon.\n- Jonas reports to Wren.\n- Northwind Systems is headquartered in Halifax.\n- Vantage Air was founded in 1994.\n- Lucia reports to Ravi.\n- Northwind Systems was founded in 1992.\n- Bruno reports to Lucia.\n- Anders reports to Bruno.\n- Wren works for Beacon Insurance.\n- Ravi reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Crescent Telecom was founded in 1984.\n- Crescent Telecom is headquartered in Adelaide.\n- Anders works for Beacon Insurance.\n- Tobias works for Crescent Telecom.\n- Tobias reports to Elena.\n- Stefan works for Beacon Insurance.\n- Zoya reports to Tobias.\n- Sanne works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Deshawn works for Lattice Analytics.\n- Anders reports to Jonas.\n- Zoya works for Helios Logistics.\n- Lucia reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Lattice Analytics was founded in 1993.\n- Sanne reports to Anders.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1982.\n- Elena reports to Lucia.\n- Jonas works for Lattice Analytics.\n- Stefan reports to Deshawn.\n- Helios Logistics was founded in 1982.\n- Deshawn reports to Zoya.\n- Helios Logistics is headquartered in Cork.\n- Elena works for Helios Logistics.\n- Jonas reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Deshawn.\n- Ingrid works for Meridian Bank.\n- Bluepine Aviation was founded in 2002.\n- Zoya reports to Yuki.\n- Amara works for Meridian Bank.\n- Ingrid reports to Pablo.\n- Deshawn reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Cobalt Health is headquartered in Austin.\n- Amara reports to Ingrid.\n- Mara reports to Sofia.\n- Meridian Bank was founded in 1985.\n- Bluepine Aviation is headquartered in Austin.\n- Sofia reports to Zoya.\n- Cobalt Health was founded in 2014.\n- Sofia works for Bluepine Aviation.\n- Deshawn works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Summit Energy was founded in 2009.\n- Zoya works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Pablo works for Bluepine Aviation.\n- Meridian Bank is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15013", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6844: employee Sanne S., hired 05 April 2024, separated 23 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-6844?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15014", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 June 2025): For employees hired on or after 16 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7309: employee Sofia R., hired 07 September 2021, separated 08 September 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7309?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15015", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1977.\n- Tessa works for Atlas Freight.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Ingrid reports to Tessa.\n- Atlas Freight was founded in 2013.\n- Zoya works for Vantage Air.\n- Bruno works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Chiara reports to Pablo.\n- Atlas Freight is headquartered in Halifax.\n- Tessa reports to Zoya.\n- Pablo works for Vantage Air.\n- Lattice Analytics is headquartered in Malmo.\n- Elena works for Lattice Analytics.\n- Bruno reports to Elena.\n- Pinnacle Software was founded in 1984.\n- Callum reports to Bruno.\n- Lattice Analytics was founded in 1983.\n- Pinnacle Software is headquartered in Oslo.\n- Zoya reports to Callum.\n- Pablo reports to Ingrid.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15018", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 December 2025): For employees hired on or after 25 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2041: employee Nadia B., hired 05 September 2024, separated 29 March 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2041?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15019", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5020: employee Anders R., hired 17 March 2021, separated 13 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5020?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15020", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Lattice Analytics is headquartered in Dunedin.\n- Vantage Air was founded in 1983.\n- Jonas reports to Anders.\n- Fernhill Foods is headquartered in Valencia.\n- Viktor works for Vantage Air.\n- Amara reports to Felix.\n- Fernhill Foods was founded in 2003.\n- Lattice Analytics was founded in 1975.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1998.\n- Jonas works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Felix reports to Viktor.\n- Felix works for Lattice Analytics.\n- Amara works for Fernhill Foods.\n- Viktor reports to Yuki.\n- Kenji works for Cobalt Health.\n- Anders works for Vantage Air.\n- Anders reports to Bruno.\n- Yuki works for Cobalt Health.\n- Bruno reports to Amara.\n- Yuki reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15022", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "scale_up", "4": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15023", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9697: employee Sanne A., hired 04 February 2021, separated 14 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2025-9697 under the controlling rules.", "criteria": {"0": "$13,923", "1": "$56,000", "2": "$12,923", "3": "$12,808"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15024", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15025", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15026", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1994.\n- Wren reports to Ingrid.\n- Callum works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Sofia reports to Mateo.\n- Callum reports to Yuki.\n- Vantage Air was founded in 1977.\n- Yuki works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2005.\n- Kenji reports to Stefan.\n- Vantage Air is headquartered in Tallinn.\n- Stefan reports to Leila.\n- Deshawn works for Vantage Air.\n- Yuki reports to Kenji.\n- Bruno works for Vantage Air.\n- Crescent Telecom is headquartered in Brno.\n- Deshawn reports to Callum.\n- Zoya works for Ironwood Manufacturing.\n- Bruno reports to Zoya.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Leila reports to Bruno.\n- Mateo reports to Wren.\n- Beacon Insurance is headquartered in Basel.\n- Mateo works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Deshawn.\n- Crescent Telecom was founded in 2003.\n- Stefan works for Vantage Air.\n- Wren works for Beacon Insurance.\n- Sofia works for Crescent Telecom.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15028", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15029", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "request_leave", "4": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15030", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 59803 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15031", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Emeka reports to Hana.\n- Mara reports to Viktor.\n- Pinnacle Software is headquartered in Cork.\n- Hana reports to Elena.\n- Mei works for Cedar Retail Group.\n- Elena works for Meridian Bank.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Ravi.\n- Cedar Retail Group is headquartered in Tampere.\n- Elena reports to Priya.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Omar.\n- Omar works for Meridian Bank.\n- Mara works for Beacon Insurance.\n- Jonas reports to Emeka.\n- Pinnacle Software was founded in 1995.\n- Priya works for Meridian Bank.\n- Hana works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Priya reports to Mei.\n- Omar reports to Jonas.\n- Cedar Retail Group was founded in 1983.\n- Meridian Bank was founded in 1985.\n- Meridian Bank is headquartered in Tampere.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Meridian Bank.\n- Emeka works for Fernhill Foods.\n- Summit Energy is headquartered in Lyon.\n- Ingrid works for Fernhill Foods.\n- Elena works for Meridian Bank.\n- Fernhill Foods is headquartered in Dunedin.\n- Mateo works for Summit Energy.\n- Fernhill Foods was founded in 1977.\n- Stefan reports to Anders.\n- Meridian Bank was founded in 1976.\n- Elena reports to Callum.\n- Summit Energy was founded in 1977.\n- Northwind Systems was founded in 1992.\n- Mateo reports to Leila.\n- Sanne reports to Dmitri.\n- Meridian Bank is headquartered in Lyon.\n- Anders reports to Sanne.\n- Emeka reports to Elena.\n- Dmitri works for Northwind Systems.\n- Leila reports to Emeka.\n- Leila works for Meridian Bank.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Callum works for Northwind Systems.\n- Ingrid reports to Stefan.\n- Anders works for Meridian Bank.\n- Callum reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15034", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15035", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4630: employee Deshawn T., hired 06 April 2021, separated 22 December 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-4630 under the controlling rules.", "criteria": {"0": "$5,550", "1": "$4,000", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15036", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15037", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2480: employee Pablo M., hired 09 December 2022, separated 09 February 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-2480 under the controlling rules.", "criteria": {"0": "$2,615", "1": "$20,000", "2": "$4,154", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Lattice Analytics was founded in 2015.\n- Ravi works for Pinnacle Software.\n- Tessa works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Callum works for Meridian Bank.\n- Elena reports to Ravi.\n- Zoya works for Pinnacle Software.\n- Meridian Bank was founded in 1975.\n- Pinnacle Software is headquartered in Nagoya.\n- Mara works for Crescent Telecom.\n- Elena works for Meridian Bank.\n- Kenji works for Lattice Analytics.\n- Kenji reports to Tessa.\n- Anders reports to Callum.\n- Meridian Bank is headquartered in Tampere.\n- Priya works for Meridian Bank.\n- Lattice Analytics is headquartered in Nagoya.\n- Mara reports to Zoya.\n- Pinnacle Software was founded in 1997.\n- Crescent Telecom was founded in 1983.\n- Priya reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Mara.\n- Callum reports to Aisha.\n- Ravi reports to Anders.\n- Tessa reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Dmitri.\n- Amara reports to Nadia.\n- Summit Energy was founded in 1980.\n- Ingrid works for Meridian Bank.\n- Bruno reports to Emeka.\n- Lattice Analytics is headquartered in Nagoya.\n- Emeka reports to Lucia.\n- Anders reports to Wren.\n- Anders works for Summit Energy.\n- Nadia reports to Callum.\n- Lucia reports to Ingrid.\n- Bluepine Aviation is headquartered in Malmo.\n- Nadia works for Summit Energy.\n- Amara works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Callum works for Summit Energy.\n- Elena reports to Bruno.\n- Meridian Bank is headquartered in Malmo.\n- Bruno works for Lattice Analytics.\n- Wren reports to Amara.\n- Tessa reports to Anders.\n- Summit Energy is headquartered in Malmo.\n- Meridian Bank was founded in 1991.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Elena.\n- Lucia works for Summit Energy.\n- Bluepine Aviation was founded in 2015.\n- Emeka works for Lattice Analytics.\n- Wren works for Bluepine Aviation.\n- Lattice Analytics was founded in 1997.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Leila works for Atlas Freight.\n- Mateo works for Meridian Bank.\n- Mara works for Atlas Freight.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Meridian Bank was founded in 1988.\n- Tessa works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Elena works for Bluepine Aviation.\n- Dmitri reports to Emeka.\n- Deshawn reports to Mara.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mara reports to Leila.\n- Meridian Bank is headquartered in Turku.\n- Emeka works for Meridian Bank.\n- Elena reports to Anders.\n- Mateo reports to Stefan.\n- Bluepine Aviation was founded in 1986.\n- Emeka reports to Mateo.\n- Anders works for Bluepine Aviation.\n- Tessa reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Stefan reports to Tessa.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15041", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3679: employee Priya B., hired 02 March 2023, separated 02 April 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3679?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Ravi works for Cobalt Health.\n- Ravi reports to Tessa.\n- Summit Energy was founded in 1978.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Pablo.\n- Beacon Insurance was founded in 2012.\n- Tessa works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Pablo reports to Lucia.\n- Ironwood Manufacturing was founded in 1977.\n- Deshawn reports to Zoya.\n- Tessa reports to Tobias.\n- Anders works for Cobalt Health.\n- Zoya works for Beacon Insurance.\n- Cobalt Health is headquartered in Tallinn.\n- Ingrid works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tobias reports to Deshawn.\n- Viktor works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Ingrid reports to Ravi.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Anders reports to Ingrid.\n- Lucia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15044", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8553: employee Tessa R., hired 06 February 2023, separated 12 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8553?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Vantage Air is headquartered in Valencia.\n- Anders works for Ironwood Manufacturing.\n- Pablo reports to Aisha.\n- Felix works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 2005.\n- Nadia reports to Stefan.\n- Northwind Systems was founded in 1985.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Leeds.\n- Aisha reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Stefan works for Vantage Air.\n- Emeka reports to Nadia.\n- Hana reports to Pablo.\n- Pinnacle Software was founded in 1990.\n- Northwind Systems is headquartered in Lyon.\n- Nadia works for Vantage Air.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Felix.\n- Ravi reports to Tobias.\n- Anders reports to Emeka.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Nagoya.\n- Helios Logistics is headquartered in Leeds.\n- Sofia reports to Anders.\n- Fernhill Foods was founded in 2002.\n- Mei reports to Dmitri.\n- Hana reports to Ravi.\n- Yuki reports to Mei.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1981.\n- Wren works for Fernhill Foods.\n- Dmitri reports to Nadia.\n- Mateo works for Bluepine Aviation.\n- Pablo works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Mateo reports to Chiara.\n- Ironwood Manufacturing is headquartered in Cork.\n- Wren reports to Sofia.\n- Nadia reports to Wren.\n- Ravi reports to Mateo.\n- Sofia works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Yuki works for Bluepine Aviation.\n- Nadia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1980.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Yuki.\n- Pablo reports to Hana.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15047", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5859: employee Kenji S., hired 06 April 2023, separated 06 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5859?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Chiara.\n- Lattice Analytics is headquartered in Basel.\n- Helios Logistics is headquartered in Cork.\n- Mateo reports to Pablo.\n- Chiara works for Helios Logistics.\n- Stefan works for Lattice Analytics.\n- Pablo reports to Tobias.\n- Callum reports to Stefan.\n- Bluepine Aviation is headquartered in Valencia.\n- Mateo works for Lattice Analytics.\n- Pablo works for Bluepine Aviation.\n- Tobias works for Lattice Analytics.\n- Cobalt Health is headquartered in Lyon.\n- Callum works for Cobalt Health.\n- Anders reports to Callum.\n- Anders works for Bluepine Aviation.\n- Cobalt Health was founded in 1976.\n- Lucia works for Bluepine Aviation.\n- Stefan reports to Mateo.\n- Helios Logistics was founded in 1990.\n- Lucia reports to Anders.\n- Bluepine Aviation was founded in 1979.\n- Lattice Analytics was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Turku.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Sofia reports to Aisha.\n- Aisha works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Lattice Analytics was founded in 1999.\n- Leila reports to Emeka.\n- Vantage Air is headquartered in Valencia.\n- Ravi reports to Stefan.\n- Emeka works for Lattice Analytics.\n- Meridian Bank was founded in 1985.\n- Ravi works for Pinnacle Software.\n- Aisha reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Pinnacle Software was founded in 2006.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Mara reports to Ravi.\n- Emeka reports to Sofia.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Wren reports to Tessa.\n- Tessa works for Pinnacle Software.\n- Vantage Air is headquartered in Porto.\n- Chiara works for Helios Logistics.\n- Aisha works for Pinnacle Software.\n- Jonas works for Vantage Air.\n- Chiara reports to Wren.\n- Ingrid reports to Jonas.\n- Tobias reports to Ingrid.\n- Vantage Air was founded in 1995.\n- Meridian Bank was founded in 2007.\n- Ingrid works for Helios Logistics.\n- Deshawn works for Pinnacle Software.\n- Hana reports to Aisha.\n- Pinnacle Software is headquartered in Bergen.\n- Helios Logistics was founded in 2004.\n- Wren works for Meridian Bank.\n- Omar reports to Hana.\n- Aisha reports to Deshawn.\n- Deshawn reports to Tobias.\n- Meridian Bank is headquartered in Porto.\n- Helios Logistics is headquartered in Tampere.\n- Pinnacle Software was founded in 2008.\n- Tobias works for Vantage Air.\n- Hana works for Helios Logistics.\n- Jonas reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Deshawn reports to Emeka.\n- Emeka works for Meridian Bank.\n- Tobias reports to Stefan.\n- Chiara reports to Tobias.\n- Chiara works for Meridian Bank.\n- Anders reports to Chiara.\n- Cobalt Health is headquartered in Cork.\n- Stefan works for Summit Energy.\n- Anders works for Cobalt Health.\n- Leila reports to Deshawn.\n- Vantage Air was founded in 2007.\n- Summit Energy was founded in 1995.\n- Leila works for Vantage Air.\n- Jonas reports to Pablo.\n- Meridian Bank was founded in 2014.\n- Cobalt Health was founded in 1988.\n- Stefan reports to Leila.\n- Tessa reports to Anders.\n- Meridian Bank is headquartered in Nagoya.\n- Tessa works for Cobalt Health.\n- Summit Energy is headquartered in Adelaide.\n- Emeka reports to Jonas.\n- Pablo works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Jonas works for Cobalt Health.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Nadia works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1991.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Tallinn.\n- Priya reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Zoya works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa works for Fernhill Foods.\n- Cedar Retail Group was founded in 1998.\n- Stefan reports to Mateo.\n- Stefan works for Fernhill Foods.\n- Zoya reports to Tessa.\n- Mateo reports to Omar.\n- Omar reports to Nadia.\n- Cedar Retail Group is headquartered in Lyon.\n- Beacon Insurance was founded in 1988.\n- Elena reports to Priya.\n- Nadia reports to Elena.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15053", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 March 2025): For employees hired on or after 01 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5583: employee Jonas S., hired 15 January 2022, separated 22 August 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5583?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15054", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9563: employee Stefan R., hired 17 December 2020, separated 12 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9563?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Atlas Freight is headquartered in Turku.\n- Helios Logistics is headquartered in Ghent.\n- Hana reports to Elena.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1987.\n- Lattice Analytics was founded in 2008.\n- Sofia works for Helios Logistics.\n- Sofia reports to Felix.\n- Ingrid works for Atlas Freight.\n- Helios Logistics was founded in 2011.\n- Felix reports to Wren.\n- Priya works for Lattice Analytics.\n- Priya reports to Jonas.\n- Mateo works for Atlas Freight.\n- Sanne reports to Mateo.\n- Jonas works for Atlas Freight.\n- Felix works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Wren works for Helios Logistics.\n- Elena reports to Sanne.\n- Mateo reports to Ingrid.\n- Elena works for Lattice Analytics.\n- Ingrid reports to Sofia.\n- Jonas reports to Hana.\n- Ironwood Manufacturing was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15056", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Bruno.\n- Tobias works for Lattice Analytics.\n- Emeka reports to Hana.\n- Felix reports to Leila.\n- Wren reports to Felix.\n- Crescent Telecom was founded in 1994.\n- Lattice Analytics was founded in 1979.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Bruno works for Atlas Freight.\n- Pinnacle Software was founded in 1977.\n- Hana works for Atlas Freight.\n- Lattice Analytics is headquartered in Dunedin.\n- Wren works for Pinnacle Software.\n- Bruno reports to Tobias.\n- Callum reports to Wren.\n- Atlas Freight is headquartered in Dunedin.\n- Felix works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Ravi works for Pinnacle Software.\n- Hana reports to Viktor.\n- Leila works for Pinnacle Software.\n- Crescent Telecom is headquartered in Bergen.\n- Emeka works for Atlas Freight.\n- Tobias reports to Emeka.\n- Viktor reports to Callum.\n- Pinnacle Software is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15058", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 86589\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ravi works for Beacon Insurance.\n- Jonas works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1990.\n- Emeka works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Austin.\n- Bluepine Aviation is headquartered in Bergen.\n- Bruno reports to Emeka.\n- Bluepine Aviation was founded in 2009.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.\n- Jonas reports to Leila.\n- Summit Energy was founded in 2009.\n- Sanne reports to Bruno.\n- Leila reports to Sanne.\n- Leila works for Beacon Insurance.\n- Summit Energy is headquartered in Adelaide.\n- Sanne works for Beacon Insurance.\n- Ravi reports to Jonas.\n- Mei works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Zoya reports to Elena.\n- Stefan works for Ironwood Manufacturing.\n- Emeka reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Chiara reports to Zoya.\n- Stefan reports to Ravi.\n- Elena reports to Mei.\n- Chiara works for Summit Energy.\n- Amara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15060", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15061", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Omar works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Lyon.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Priya works for Atlas Freight.\n- Aisha reports to Omar.\n- Yuki reports to Callum.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1992.\n- Mateo reports to Ingrid.\n- Meridian Bank was founded in 2007.\n- Meridian Bank is headquartered in Lyon.\n- Wren reports to Hana.\n- Omar reports to Viktor.\n- Ingrid works for Atlas Freight.\n- Aisha works for Meridian Bank.\n- Priya reports to Kenji.\n- Atlas Freight is headquartered in Lyon.\n- Viktor reports to Deshawn.\n- Hana reports to Mateo.\n- Kenji reports to Yuki.\n- Hana works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2005.\n- Mateo works for Helios Logistics.\n- Deshawn reports to Priya.\n- Yuki works for Helios Logistics.\n- Ingrid reports to Aisha.\n- Wren works for Ironwood Manufacturing.\n- Callum works for Atlas Freight.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15063", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9778: employee Lucia K., hired 11 August 2023, separated 06 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9778?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15064", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6654: employee Ingrid B., hired 02 December 2023, separated 12 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6654?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15065", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Stefan.\n- Vantage Air is headquartered in Austin.\n- Callum reports to Priya.\n- Aisha reports to Amara.\n- Mateo works for Pinnacle Software.\n- Bruno works for Atlas Freight.\n- Amara reports to Bruno.\n- Callum works for Pinnacle Software.\n- Bruno reports to Zoya.\n- Priya works for Pinnacle Software.\n- Sofia reports to Aisha.\n- Atlas Freight is headquartered in Bergen.\n- Priya reports to Wren.\n- Yuki works for Pinnacle Software.\n- Stefan reports to Mateo.\n- Zoya reports to Yuki.\n- Meridian Bank was founded in 1999.\n- Zoya works for Vantage Air.\n- Sofia works for Atlas Freight.\n- Pinnacle Software is headquartered in Dunedin.\n- Atlas Freight was founded in 2001.\n- Mateo reports to Dmitri.\n- Meridian Bank is headquartered in Dunedin.\n- Yuki reports to Callum.\n- Stefan works for Atlas Freight.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Pinnacle Software was founded in 1977.\n- Dmitri works for Vantage Air.\n- Aisha works for Meridian Bank.\n- Amara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Atlas Freight was founded in 1994.\n- Mei works for Cedar Retail Group.\n- Anders works for Cobalt Health.\n- Aisha reports to Felix.\n- Jonas reports to Stefan.\n- Dmitri reports to Yuki.\n- Priya reports to Dmitri.\n- Stefan reports to Kenji.\n- Dmitri works for Cedar Retail Group.\n- Jonas works for Atlas Freight.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Yuki reports to Anders.\n- Yuki works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Mei reports to Amara.\n- Vantage Air is headquartered in Turku.\n- Cedar Retail Group was founded in 2007.\n- Felix works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Mara reports to Priya.\n- Stefan works for Cedar Retail Group.\n- Cobalt Health is headquartered in Valencia.\n- Amara reports to Mara.\n- Anders reports to Aisha.\n- Cobalt Health was founded in 1980.\n- Aisha works for Atlas Freight.\n- Vantage Air was founded in 2002.\n- Mara works for Cedar Retail Group.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15068", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15069", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3948: employee Aisha B., hired 27 February 2020, separated 21 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3948?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15070", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15071", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15072", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4035: employee Omar S., hired 17 July 2020, separated 30 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4035?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15073", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15074", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Stefan.\n- Deshawn works for Lattice Analytics.\n- Tessa works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Viktor reports to Mateo.\n- Stefan reports to Kenji.\n- Lattice Analytics is headquartered in Adelaide.\n- Stefan works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2008.\n- Kenji works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas works for Atlas Freight.\n- Tessa reports to Deshawn.\n- Atlas Freight is headquartered in Turku.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1989.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Kenji reports to Jonas.\n- Deshawn reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Viktor.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Yuki works for Atlas Freight.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Ghent.\n- Nadia reports to Aisha.\n- Lucia works for Vantage Air.\n- Atlas Freight is headquartered in Bergen.\n- Lucia reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Vantage Air was founded in 1990.\n- Chiara works for Atlas Freight.\n- Emeka works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Yuki reports to Lucia.\n- Chiara reports to Yuki.\n- Ironwood Manufacturing was founded in 1983.\n- Emeka reports to Chiara.\n- Aisha reports to Priya.\n- Atlas Freight was founded in 2014.\n- Priya works for Vantage Air.\n- Nadia works for Summit Energy.\n- Priya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Hana.\n- Callum reports to Deshawn.\n- Hana works for Beacon Insurance.\n- Mara works for Cedar Retail Group.\n- Tobias reports to Nadia.\n- Elena works for Helios Logistics.\n- Deshawn reports to Viktor.\n- Leila works for Helios Logistics.\n- Cedar Retail Group is headquartered in Bergen.\n- Tobias works for Cobalt Health.\n- Hana reports to Tobias.\n- Nadia works for Cedar Retail Group.\n- Helios Logistics was founded in 1989.\n- Mara reports to Callum.\n- Deshawn works for Cedar Retail Group.\n- Cobalt Health was founded in 1976.\n- Yuki works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Yuki reports to Ingrid.\n- Beacon Insurance is headquartered in Ghent.\n- Cedar Retail Group was founded in 1995.\n- Ingrid reports to Elena.\n- Beacon Insurance was founded in 2013.\n- Viktor reports to Chiara.\n- Callum works for Helios Logistics.\n- Viktor works for Beacon Insurance.\n- Nadia reports to Mara.\n- Cobalt Health is headquartered in Ghent.\n- Leila reports to Yuki.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15078", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7777: employee Chiara B., hired 06 June 2020, separated 26 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7777?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15079", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15080", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 53278 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15081", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8030: employee Mei M., hired 02 September 2023, separated 17 October 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-8030 under the controlling rules.", "criteria": {"0": "$3,675", "1": "$7,000", "2": "$5,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8030 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15082", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15083", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8614: employee Wren T., hired 11 May 2020, separated 30 June 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8614?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15084", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5101: employee Elena S., hired 25 February 2022, separated 23 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5101?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5101 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15085", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7280: employee Mateo K., hired 02 December 2023, separated 01 April 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-7280 under the controlling rules.", "criteria": {"0": "$2,600", "1": "$34,667", "2": "$8,000", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15086", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 June 2025): For employees hired on or after 12 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5493: employee Dmitri B., hired 11 December 2023, separated 14 June 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5493?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15087", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8363: employee Chiara A., hired 16 February 2023, separated 16 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2026-8363 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$9,231", "2": "$11,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15088", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9241: employee Pablo S., hired 21 November 2021, separated 12 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9241?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15089", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2117: employee Priya M., hired 16 November 2021, separated 06 June 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2117?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15090", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Deshawn.\n- Bluepine Aviation is headquartered in Porto.\n- Leila works for Vantage Air.\n- Emeka works for Atlas Freight.\n- Vantage Air is headquartered in Basel.\n- Felix works for Atlas Freight.\n- Dmitri reports to Felix.\n- Felix reports to Wren.\n- Vantage Air was founded in 1987.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Lucia.\n- Ravi reports to Mateo.\n- Leila reports to Ingrid.\n- Wren works for Fernhill Foods.\n- Bluepine Aviation was founded in 2001.\n- Deshawn reports to Ravi.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Atlas Freight was founded in 1995.\n- Ingrid works for Bluepine Aviation.\n- Wren reports to Leila.\n- Mara works for Fernhill Foods.\n- Mateo reports to Mara.\n- Mateo works for Atlas Freight.\n- Lucia reports to Amara.\n- Fernhill Foods was founded in 2003.\n- Amara works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Emeka reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15092", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15093", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15094", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9800: employee Dmitri A., hired 06 February 2020, separated 20 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9800?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Pablo.\n- Meridian Bank is headquartered in Cork.\n- Crescent Telecom was founded in 1990.\n- Bluepine Aviation is headquartered in Ghent.\n- Stefan reports to Lucia.\n- Tessa works for Crescent Telecom.\n- Meridian Bank was founded in 2000.\n- Callum reports to Dmitri.\n- Lucia reports to Omar.\n- Omar reports to Ingrid.\n- Nadia reports to Stefan.\n- Crescent Telecom is headquartered in Tallinn.\n- Dmitri works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Callum works for Ironwood Manufacturing.\n- Dmitri reports to Sofia.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Tessa.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bluepine Aviation was founded in 2013.\n- Lucia works for Meridian Bank.\n- Pablo works for Ironwood Manufacturing.\n- Nadia works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2002.\n- Viktor reports to Kenji.\n- Sofia reports to Nadia.\n- Tessa reports to Viktor.\n- Sofia works for Bluepine Aviation.\n- Stefan works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Anders works for Bluepine Aviation.\n- Elena reports to Mei.\n- Mara reports to Anders.\n- Mara works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Omar reports to Mara.\n- Pablo works for Fernhill Foods.\n- Anders reports to Stefan.\n- Ironwood Manufacturing was founded in 2012.\n- Tobias reports to Amara.\n- Pablo reports to Tobias.\n- Mei reports to Pablo.\n- Cobalt Health is headquartered in Basel.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health was founded in 2004.\n- Stefan reports to Elena.\n- Priya works for Fernhill Foods.\n- Elena works for Ironwood Manufacturing.\n- Amara reports to Priya.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mei works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2000.\n- Kenji works for Pinnacle Software.\n- Lattice Analytics is headquartered in Valencia.\n- Zoya reports to Nadia.\n- Callum reports to Viktor.\n- Tobias works for Beacon Insurance.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Nadia reports to Tessa.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia works for Beacon Insurance.\n- Mara reports to Tobias.\n- Viktor reports to Zoya.\n- Tobias reports to Callum.\n- Ironwood Manufacturing was founded in 2001.\n- Beacon Insurance was founded in 2003.\n- Viktor works for Lattice Analytics.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Pinnacle Software was founded in 2005.\n- Tessa reports to Kenji.\n- Callum works for Beacon Insurance.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15098", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2377: employee Ingrid K., hired 22 September 2019, separated 04 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2377?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15099", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7932: employee Bruno R., hired 18 December 2021, separated 26 October 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-7932 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$22,500", "2": "$4,933", "3": "$4,192"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15100", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 10452, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Nadia.\n- Sofia reports to Omar.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1995.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1997.\n- Felix reports to Sofia.\n- Tessa reports to Aisha.\n- Pablo reports to Kenji.\n- Helios Logistics is headquartered in Brno.\n- Felix works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha reports to Pablo.\n- Sofia works for Bluepine Aviation.\n- Omar works for Crescent Telecom.\n- Helios Logistics was founded in 2002.\n- Crescent Telecom was founded in 1978.\n- Cobalt Health is headquartered in Bergen.\n- Kenji works for Bluepine Aviation.\n- Omar reports to Tessa.\n- Nadia works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15102", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3470: employee Deshawn A., hired 09 May 2021, separated 16 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3470?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15103", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15104", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15105", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4993: employee Viktor K., hired 27 April 2022, separated 28 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4993?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Omar reports to Felix.\n- Amara reports to Mateo.\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Tobias works for Ironwood Manufacturing.\n- Sanne works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Stefan reports to Mara.\n- Callum works for Cobalt Health.\n- Zoya reports to Dmitri.\n- Wren works for Summit Energy.\n- Meridian Bank was founded in 1978.\n- Tobias reports to Omar.\n- Mara works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Wren reports to Amara.\n- Mateo reports to Zoya.\n- Omar works for Summit Energy.\n- Cobalt Health is headquartered in Turku.\n- Felix reports to Stefan.\n- Dmitri reports to Callum.\n- Summit Energy was founded in 2006.\n- Felix works for Meridian Bank.\n- Cobalt Health was founded in 1985.\n- Ironwood Manufacturing was founded in 2014.\n- Callum reports to Sanne.\n- Sanne reports to Tobias.\n- Zoya works for Summit Energy.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15107", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 24584 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Zoya works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Ravi reports to Anders.\n- Elena reports to Zoya.\n- Beacon Insurance is headquartered in Porto.\n- Mara works for Lattice Analytics.\n- Amara reports to Lucia.\n- Anders reports to Priya.\n- Cobalt Health was founded in 2010.\n- Anders works for Cobalt Health.\n- Lattice Analytics was founded in 2008.\n- Beacon Insurance was founded in 1993.\n- Priya reports to Amara.\n- Elena works for Summit Energy.\n- Mara reports to Ravi.\n- Zoya reports to Mara.\n- Summit Energy was founded in 1990.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Lattice Analytics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15109", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4219: employee Sofia S., hired 01 October 2024, separated 01 February 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-4219 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$3,500", "3": "$1,950"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Viktor reports to Leila.\n- Stefan works for Helios Logistics.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Leila reports to Omar.\n- Bruno reports to Stefan.\n- Viktor works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1997.\n- Elena reports to Amara.\n- Omar reports to Sofia.\n- Sofia reports to Dmitri.\n- Ravi works for Crescent Telecom.\n- Omar works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Cork.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Helios Logistics was founded in 2002.\n- Fernhill Foods was founded in 1992.\n- Tobias works for Crescent Telecom.\n- Tobias reports to Bruno.\n- Nadia works for Fernhill Foods.\n- Dmitri reports to Tobias.\n- Fernhill Foods is headquartered in Cork.\n- Nadia reports to Elena.\n- Stefan reports to Ravi.\n- Helios Logistics is headquartered in Nagoya.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15111", "family": "intent_v3", "state": "Incoming support message:\n\"64387 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15112", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1903: employee Nadia M., hired 23 September 2021, separated 27 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1903?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15113", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Amara.\n- Wren reports to Yuki.\n- Amara reports to Felix.\n- Lattice Analytics is headquartered in Cork.\n- Mateo reports to Kenji.\n- Felix reports to Omar.\n- Meridian Bank is headquartered in Tampere.\n- Omar works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Atlas Freight is headquartered in Basel.\n- Cobalt Health was founded in 1978.\n- Kenji reports to Priya.\n- Tessa reports to Mateo.\n- Mateo works for Meridian Bank.\n- Omar reports to Aisha.\n- Tessa works for Meridian Bank.\n- Lattice Analytics was founded in 1988.\n- Wren works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Kenji works for Lattice Analytics.\n- Meridian Bank was founded in 1981.\n- Yuki works for Lattice Analytics.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 1980.\n- Felix works for Lattice Analytics.\n- Priya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15114", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3565: employee Stefan M., hired 17 April 2022, separated 19 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3565?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15115", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15116", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5568: employee Nadia T., hired 04 December 2021, separated 27 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5568?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15117", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15118", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15119", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7140: employee Yuki T., hired 10 January 2022, separated 27 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7140?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15120", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9461: employee Dmitri S., hired 26 April 2021, separated 29 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9461?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15121", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15122", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3541: employee Hana R., hired 06 June 2021, separated 18 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3541?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15123", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5495: employee Mei K., hired 12 May 2022, separated 04 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5495?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Stefan.\n- Bluepine Aviation was founded in 2009.\n- Stefan reports to Bruno.\n- Stefan works for Northwind Systems.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri works for Bluepine Aviation.\n- Mei reports to Yuki.\n- Crescent Telecom is headquartered in Cork.\n- Yuki reports to Hana.\n- Crescent Telecom was founded in 1999.\n- Mei works for Pinnacle Software.\n- Hana reports to Dmitri.\n- Northwind Systems is headquartered in Leeds.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Mara.\n- Pinnacle Software is headquartered in Cork.\n- Bruno reports to Jonas.\n- Bruno works for Pinnacle Software.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Jonas reports to Nadia.\n- Jonas works for Bluepine Aviation.\n- Mara works for Northwind Systems.\n- Pinnacle Software was founded in 2012.\n- Aisha works for Pinnacle Software.\n- Dmitri reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15125", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15126", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15127", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5378: employee Dmitri S., hired 27 July 2023, separated 30 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5378?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15128", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4654: employee Priya S., hired 28 April 2023, separated 19 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4654?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15129", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6607: employee Elena T., hired 15 July 2023, separated 20 November 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-6607 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,100", "2": "$13,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ravi.\n- Deshawn reports to Sanne.\n- Viktor reports to Omar.\n- Bluepine Aviation was founded in 2010.\n- Ingrid works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Ingrid reports to Priya.\n- Cedar Retail Group was founded in 1997.\n- Priya reports to Deshawn.\n- Cobalt Health is headquartered in Turku.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health was founded in 2009.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Omar reports to Pablo.\n- Wren reports to Ingrid.\n- Deshawn works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Dunedin.\n- Anders reports to Viktor.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 1993.\n- Ravi works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Anders works for Bluepine Aviation.\n- Ravi reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15131", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Cedar Retail Group is headquartered in Nagoya.\n- Anders reports to Callum.\n- Crescent Telecom is headquartered in Cork.\n- Anders works for Helios Logistics.\n- Mei works for Cedar Retail Group.\n- Atlas Freight was founded in 1987.\n- Dmitri reports to Yuki.\n- Mei reports to Deshawn.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Cedar Retail Group.\n- Helios Logistics was founded in 1985.\n- Atlas Freight is headquartered in Nagoya.\n- Callum works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Dmitri works for Helios Logistics.\n- Nadia reports to Hana.\n- Hana works for Helios Logistics.\n- Jonas reports to Priya.\n- Priya reports to Dmitri.\n- Deshawn reports to Jonas.\n- Jonas works for Atlas Freight.\n- Cedar Retail Group was founded in 1988.\n- Hana reports to Anders.\n- Crescent Telecom was founded in 2005.\n- Priya works for Helios Logistics.\n- Yuki reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15133", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 13 August 2025): For employees hired on or after 13 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6941: employee Zoya A., hired 26 November 2022, separated 17 August 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-6941 under the controlling rules.", "criteria": {"0": "$22,231", "1": "$92,000", "2": "$21,346", "3": "$21,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15134", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15135", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15136", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Callum.\n- Vantage Air was founded in 2014.\n- Northwind Systems is headquartered in Halifax.\n- Kenji reports to Hana.\n- Ravi works for Vantage Air.\n- Felix reports to Kenji.\n- Hana works for Lattice Analytics.\n- Elena works for Meridian Bank.\n- Mateo reports to Nadia.\n- Mateo works for Vantage Air.\n- Kenji works for Lattice Analytics.\n- Callum reports to Elena.\n- Felix works for Vantage Air.\n- Ravi reports to Jonas.\n- Nadia reports to Ravi.\n- Northwind Systems was founded in 1981.\n- Lattice Analytics is headquartered in Bergen.\n- Mei reports to Mateo.\n- Nadia works for Meridian Bank.\n- Vantage Air is headquartered in Halifax.\n- Meridian Bank was founded in 2015.\n- Jonas reports to Felix.\n- Lattice Analytics was founded in 1986.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Callum works for Meridian Bank.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15138", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 September 2025): For employees hired on or after 27 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1795: employee Priya R., hired 23 January 2022, separated 01 March 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-1795 under the controlling rules.", "criteria": {"0": "$20,400", "1": "$20,500", "2": "$19,900", "3": "$88,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1988.\n- Nadia works for Lattice Analytics.\n- Northwind Systems was founded in 2014.\n- Nadia reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Summit Energy is headquartered in Tallinn.\n- Amara works for Vantage Air.\n- Tobias works for Lattice Analytics.\n- Sofia works for Northwind Systems.\n- Amara reports to Nadia.\n- Tessa reports to Amara.\n- Lattice Analytics was founded in 2012.\n- Vantage Air is headquartered in Bergen.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Sofia.\n- Wren reports to Leila.\n- Lattice Analytics is headquartered in Ghent.\n- Wren works for Summit Energy.\n- Tessa works for Northwind Systems.\n- Sofia reports to Tobias.\n- Leila works for Northwind Systems.\n- Tobias reports to Wren.\n- Vantage Air was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1995.\n- Crescent Telecom is headquartered in Lyon.\n- Callum works for Cedar Retail Group.\n- Ravi reports to Stefan.\n- Northwind Systems is headquartered in Lyon.\n- Stefan reports to Felix.\n- Callum reports to Wren.\n- Fernhill Foods is headquartered in Tallinn.\n- Hana works for Northwind Systems.\n- Lucia works for Cedar Retail Group.\n- Hana reports to Lucia.\n- Mara reports to Tobias.\n- Wren works for Cedar Retail Group.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Lucia reports to Amara.\n- Tobias works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Brno.\n- Fernhill Foods was founded in 2005.\n- Kenji works for Cedar Retail Group.\n- Tobias reports to Kenji.\n- Felix works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Priya reports to Mara.\n- Amara works for Cedar Retail Group.\n- Felix reports to Hana.\n- Cedar Retail Group was founded in 1980.\n- Amara reports to Priya.\n- Wren reports to Ravi.\n- Stefan works for Crescent Telecom.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15141", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Zoya works for Pinnacle Software.\n- Crescent Telecom is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Tampere.\n- Sanne reports to Zoya.\n- Ingrid reports to Sanne.\n- Mei works for Pinnacle Software.\n- Mara reports to Nadia.\n- Lucia reports to Anders.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software was founded in 1988.\n- Anders reports to Yuki.\n- Zoya reports to Mara.\n- Mara works for Cobalt Health.\n- Crescent Telecom was founded in 1996.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne works for Cedar Retail Group.\n- Nadia reports to Sofia.\n- Dmitri works for Cobalt Health.\n- Yuki reports to Ingrid.\n- Lucia works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Cobalt Health is headquartered in Tampere.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Lucia.\n- Dmitri reports to Tessa.\n- Mei reports to Dmitri.\n- Cobalt Health was founded in 2006.\n- Anders works for Cobalt Health.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Tessa works for Beacon Insurance.\n- Felix works for Pinnacle Software.\n- Leila reports to Tessa.\n- Sofia works for Cobalt Health.\n- Priya reports to Amara.\n- Pinnacle Software was founded in 1988.\n- Stefan works for Pinnacle Software.\n- Lattice Analytics is headquartered in Malmo.\n- Stefan reports to Dmitri.\n- Cobalt Health is headquartered in Valencia.\n- Anders works for Beacon Insurance.\n- Lattice Analytics was founded in 1981.\n- Priya works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Mateo reports to Stefan.\n- Anders reports to Sofia.\n- Amara works for Pinnacle Software.\n- Sofia reports to Leila.\n- Mateo works for Beacon Insurance.\n- Amara reports to Anders.\n- Beacon Insurance was founded in 1997.\n- Dmitri reports to Priya.\n- Pinnacle Software is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Valencia.\n- Cobalt Health was founded in 2005.\n- Felix reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Tessa reports to Sanne.\n- Northwind Systems is headquartered in Austin.\n- Sanne works for Northwind Systems.\n- Mara reports to Hana.\n- Anders works for Crescent Telecom.\n- Beacon Insurance was founded in 2015.\n- Emeka reports to Wren.\n- Beacon Insurance is headquartered in Tampere.\n- Mateo works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Anders reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Mara.\n- Mateo reports to Mei.\n- Mei reports to Bruno.\n- Hana works for Fernhill Foods.\n- Mei works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 1999.\n- Fernhill Foods is headquartered in Adelaide.\n- Northwind Systems was founded in 2008.\n- Hana reports to Mateo.\n- Sanne reports to Anders.\n- Yuki reports to Tessa.\n- Fernhill Foods was founded in 1987.\n- Emeka works for Fernhill Foods.\n- Crescent Telecom is headquartered in Austin.\n- Yuki works for Northwind Systems.\n- Mara works for Beacon Insurance.\n- Bruno reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15145", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5926: employee Lucia K., hired 22 September 2022, separated 26 June 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-5926 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$40,000", "2": "$6,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15146", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15147", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3183: employee Sanne M., hired 11 November 2023, separated 29 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3183?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Mara works for Bluepine Aviation.\n- Lucia works for Summit Energy.\n- Bluepine Aviation is headquartered in Tampere.\n- Anders reports to Bruno.\n- Bruno reports to Sanne.\n- Hana reports to Felix.\n- Anders works for Bluepine Aviation.\n- Summit Energy was founded in 1981.\n- Cedar Retail Group was founded in 2010.\n- Northwind Systems was founded in 1998.\n- Bruno works for Cedar Retail Group.\n- Pablo reports to Callum.\n- Hana works for Summit Energy.\n- Felix reports to Priya.\n- Felix works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Priya reports to Lucia.\n- Bluepine Aviation was founded in 1981.\n- Sofia works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Sanne reports to Tobias.\n- Mara reports to Hana.\n- Lucia reports to Anders.\n- Callum reports to Sofia.\n- Northwind Systems is headquartered in Tampere.\n- Tobias reports to Pablo.\n- Cedar Retail Group is headquartered in Adelaide.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15149", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15150", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 53805 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15151", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15152", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15153", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Anders reports to Chiara.\n- Kenji works for Lattice Analytics.\n- Vantage Air was founded in 2003.\n- Priya works for Pinnacle Software.\n- Anders works for Lattice Analytics.\n- Callum works for Cobalt Health.\n- Pinnacle Software is headquartered in Lyon.\n- Mei works for Cobalt Health.\n- Lattice Analytics is headquartered in Ghent.\n- Mara works for Vantage Air.\n- Hana reports to Jonas.\n- Vantage Air is headquartered in Halifax.\n- Chiara reports to Priya.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 1981.\n- Tobias reports to Kenji.\n- Dmitri works for Lattice Analytics.\n- Mara reports to Callum.\n- Mateo works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Lattice Analytics was founded in 1978.\n- Callum reports to Anders.\n- Mateo reports to Mara.\n- Jonas reports to Dmitri.\n- Tobias works for Cobalt Health.\n- Dmitri reports to Mei.\n- Pinnacle Software was founded in 1992.\n- Mei reports to Tobias.\n- Cobalt Health is headquartered in Lyon.\n- Kenji reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Priya works for Cedar Retail Group.\n- Hana reports to Chiara.\n- Cedar Retail Group was founded in 1981.\n- Emeka reports to Bruno.\n- Northwind Systems is headquartered in Bergen.\n- Omar reports to Hana.\n- Omar works for Northwind Systems.\n- Bruno reports to Priya.\n- Chiara reports to Callum.\n- Bruno works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Basel.\n- Priya reports to Ingrid.\n- Hana works for Cedar Retail Group.\n- Callum reports to Emeka.\n- Ironwood Manufacturing was founded in 2008.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Bluepine Aviation was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15156", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8100: employee Callum R., hired 13 September 2019, separated 05 November 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-8100 under the controlling rules.", "criteria": {"0": "$52,867", "1": "$12,300", "2": "$13,200", "3": "$12,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Sanne.\n- Jonas works for Pinnacle Software.\n- Sofia reports to Tobias.\n- Meridian Bank is headquartered in Porto.\n- Anders works for Pinnacle Software.\n- Meridian Bank was founded in 2010.\n- Yuki works for Pinnacle Software.\n- Jonas reports to Bruno.\n- Sanne reports to Ravi.\n- Kenji works for Summit Energy.\n- Pinnacle Software was founded in 2015.\n- Anders reports to Zoya.\n- Yuki reports to Callum.\n- Callum works for Pinnacle Software.\n- Ravi reports to Sofia.\n- Bluepine Aviation was founded in 1982.\n- Callum reports to Jonas.\n- Tobias works for Meridian Bank.\n- Summit Energy is headquartered in Leeds.\n- Pinnacle Software is headquartered in Tampere.\n- Summit Energy was founded in 1975.\n- Pablo reports to Yuki.\n- Bruno works for Bluepine Aviation.\n- Zoya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Tampere.\n- Kenji reports to Anders.\n- Pablo works for Summit Energy.\n- Ravi works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Sanne works for Summit Energy.\n- Tobias reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1970", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15158", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15159", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 72145, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15160", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "reset_password", "2": "provision_access", "3": "deprovision", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Deshawn reports to Mei.\n- Helios Logistics was founded in 1980.\n- Jonas reports to Deshawn.\n- Vantage Air was founded in 1992.\n- Mei works for Helios Logistics.\n- Wren reports to Tessa.\n- Ironwood Manufacturing was founded in 1976.\n- Sanne reports to Tobias.\n- Tessa reports to Mara.\n- Helios Logistics is headquartered in Dunedin.\n- Tessa works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Mei reports to Wren.\n- Vantage Air is headquartered in Dunedin.\n- Mara reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Tobias works for Helios Logistics.\n- Lattice Analytics was founded in 2008.\n- Ironwood Manufacturing is headquartered in Austin.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15162", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2537: employee Jonas M., hired 20 May 2021, separated 29 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-2537?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15163", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Jonas works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Nadia reports to Mateo.\n- Meridian Bank is headquartered in Halifax.\n- Amara reports to Kenji.\n- Summit Energy is headquartered in Halifax.\n- Tessa reports to Amara.\n- Amara works for Helios Logistics.\n- Mara works for Meridian Bank.\n- Mateo works for Summit Energy.\n- Callum works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Jonas reports to Priya.\n- Mateo reports to Mara.\n- Nadia works for Summit Energy.\n- Deshawn works for Vantage Air.\n- Kenji reports to Callum.\n- Priya works for Vantage Air.\n- Priya reports to Deshawn.\n- Meridian Bank was founded in 1995.\n- Callum reports to Jonas.\n- Kenji works for Meridian Bank.\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Cork.\n- Deshawn reports to Nadia.\n- Summit Energy was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Chiara.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Emeka works for Cobalt Health.\n- Ingrid reports to Mara.\n- Sofia works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1985.\n- Emeka reports to Nadia.\n- Sofia reports to Ingrid.\n- Cobalt Health was founded in 1994.\n- Beacon Insurance is headquartered in Nagoya.\n- Chiara reports to Aisha.\n- Tessa works for Northwind Systems.\n- Beacon Insurance was founded in 2008.\n- Wren reports to Tessa.\n- Northwind Systems is headquartered in Tampere.\n- Mateo works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Mateo reports to Wren.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Emeka.\n- Cobalt Health is headquartered in Tampere.\n- Mara works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Nadia reports to Mateo.\n- Ironwood Manufacturing was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15166", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15167", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 August 2022): For employees hired on or after 20 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6485: employee Mei A., hired 10 October 2020, separated 09 March 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6485?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15168", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15169", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15171", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15172", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15173", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15174", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Ravi works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Leila reports to Omar.\n- Yuki works for Beacon Insurance.\n- Omar reports to Mei.\n- Callum reports to Mara.\n- Cobalt Health was founded in 2009.\n- Fernhill Foods is headquartered in Nagoya.\n- Yuki reports to Viktor.\n- Ironwood Manufacturing was founded in 1994.\n- Viktor reports to Callum.\n- Ravi reports to Yuki.\n- Mara works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Mei reports to Ravi.\n- Fernhill Foods was founded in 1983.\n- Omar works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance is headquartered in Brno.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Amara.\n- Viktor works for Vantage Air.\n- Anders works for Lattice Analytics.\n- Tobias works for Northwind Systems.\n- Ravi reports to Mara.\n- Tessa works for Lattice Analytics.\n- Amara reports to Anders.\n- Northwind Systems was founded in 2013.\n- Tobias reports to Ravi.\n- Fernhill Foods is headquartered in Cork.\n- Mara works for Vantage Air.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Anders reports to Tobias.\n- Yuki works for Vantage Air.\n- Aisha works for Fernhill Foods.\n- Aisha reports to Tessa.\n- Lattice Analytics is headquartered in Cork.\n- Amara works for Fernhill Foods.\n- Lattice Analytics was founded in 1985.\n- Vantage Air was founded in 1995.\n- Mara reports to Aisha.\n- Northwind Systems is headquartered in Valencia.\n- Viktor reports to Felix.\n- Vantage Air is headquartered in Austin.\n- Tessa reports to Viktor.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15177", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15178", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15179", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15180", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1277: employee Ingrid R., hired 06 February 2022, separated 07 December 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1277?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15181", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15182", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15183", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 70424 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "change_address", "2": "track_order", "3": "report_damage", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15184", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2936: employee Yuki M., hired 21 August 2022, separated 14 October 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2936?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15185", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8776: employee Anders M., hired 16 November 2020, separated 28 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8776?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15186", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15187", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Callum.\n- Stefan reports to Sanne.\n- Sanne works for Northwind Systems.\n- Callum works for Beacon Insurance.\n- Northwind Systems was founded in 1988.\n- Callum reports to Zoya.\n- Pablo works for Beacon Insurance.\n- Mei reports to Pablo.\n- Felix reports to Stefan.\n- Summit Energy is headquartered in Basel.\n- Stefan works for Beacon Insurance.\n- Northwind Systems is headquartered in Turku.\n- Felix works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Summit Energy was founded in 2002.\n- Zoya reports to Mei.\n- Sanne reports to Sofia.\n- Sofia works for Meridian Bank.\n- Zoya works for Beacon Insurance.\n- Meridian Bank is headquartered in Turku.\n- Beacon Insurance was founded in 1990.\n- Meridian Bank was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1993", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mateo.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka reports to Sanne.\n- Hana works for Summit Energy.\n- Aisha works for Summit Energy.\n- Hana reports to Ravi.\n- Felix works for Lattice Analytics.\n- Ravi reports to Aisha.\n- Aisha reports to Jonas.\n- Lattice Analytics was founded in 1996.\n- Atlas Freight is headquartered in Dunedin.\n- Mateo works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Sanne reports to Felix.\n- Summit Energy was founded in 1982.\n- Atlas Freight was founded in 2008.\n- Ravi works for Lattice Analytics.\n- Jonas works for Fernhill Foods.\n- Lattice Analytics is headquartered in Basel.\n- Emeka works for Summit Energy.\n- Mateo reports to Hana.\n- Sanne works for Atlas Freight.\n- Fernhill Foods was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Lucia.\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Ghent.\n- Northwind Systems is headquartered in Halifax.\n- Jonas works for Cedar Retail Group.\n- Jonas reports to Hana.\n- Beacon Insurance was founded in 2008.\n- Northwind Systems was founded in 1995.\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Mateo.\n- Lucia reports to Jonas.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Dmitri works for Beacon Insurance.\n- Hana works for Ironwood Manufacturing.\n- Dmitri reports to Ravi.\n- Lucia works for Cedar Retail Group.\n- Hana reports to Stefan.\n- Cedar Retail Group was founded in 2001.\n- Mei works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Mateo reports to Pablo.\n- Ironwood Manufacturing was founded in 1992.\n- Ravi works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Pablo reports to Viktor.\n- Viktor reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15191", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4472: employee Wren S., hired 22 May 2022, separated 06 September 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4472?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15192", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2008.\n- Amara works for Vantage Air.\n- Helios Logistics was founded in 1992.\n- Lucia reports to Deshawn.\n- Jonas works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Northwind Systems is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Chiara reports to Wren.\n- Ingrid reports to Chiara.\n- Tobias works for Crescent Telecom.\n- Vantage Air was founded in 2012.\n- Vantage Air is headquartered in Cork.\n- Felix works for Vantage Air.\n- Stefan reports to Amara.\n- Ingrid works for Helios Logistics.\n- Felix reports to Jonas.\n- Wren reports to Stefan.\n- Northwind Systems was founded in 2014.\n- Amara reports to Tobias.\n- Tobias reports to Felix.\n- Lucia works for Northwind Systems.\n- Jonas reports to Yuki.\n- Stefan works for Helios Logistics.\n- Deshawn reports to Zoya.\n- Yuki reports to Lucia.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Vantage Air.\n- Chiara works for Vantage Air.\n- Deshawn works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1995", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15194", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15195", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8819: employee Ingrid K., hired 04 January 2024, separated 20 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8819?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15196", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 82225 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15197", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8655: employee Mara R., hired 30 June 2021, separated 04 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8655?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15198", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "report_delay", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15199", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5527: employee Chiara R., hired 03 December 2023, separated 22 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5527?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15200", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "play_music", "2": "set_timer", "3": "set_alarm", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15201", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15202", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15203", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8831: employee Wren B., hired 27 April 2022, separated 08 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-8831 under the controlling rules.", "criteria": {"0": "$4,312", "1": "$18,417", "2": "$3,750", "3": "$4,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15204", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Viktor.\n- Meridian Bank was founded in 2010.\n- Ingrid reports to Nadia.\n- Anders works for Pinnacle Software.\n- Tobias reports to Ingrid.\n- Northwind Systems was founded in 1984.\n- Pinnacle Software is headquartered in Adelaide.\n- Viktor reports to Zoya.\n- Amara works for Helios Logistics.\n- Dmitri reports to Tobias.\n- Northwind Systems is headquartered in Lyon.\n- Zoya works for Northwind Systems.\n- Nadia reports to Anders.\n- Amara reports to Kenji.\n- Tobias works for Pinnacle Software.\n- Meridian Bank is headquartered in Lyon.\n- Viktor works for Meridian Bank.\n- Zoya reports to Omar.\n- Helios Logistics was founded in 2008.\n- Yuki works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Kenji reports to Mara.\n- Mara works for Helios Logistics.\n- Anders reports to Yuki.\n- Helios Logistics is headquartered in Basel.\n- Kenji works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Yuki reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15206", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9110: employee Omar R., hired 31 December 2020, separated 04 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9110?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15207", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15208", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8803: employee Elena A., hired 13 February 2021, separated 26 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8803?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Aisha works for Cobalt Health.\n- Helios Logistics was founded in 1977.\n- Mei reports to Mara.\n- Mei works for Cobalt Health.\n- Hana works for Helios Logistics.\n- Anders works for Cobalt Health.\n- Aisha reports to Anders.\n- Anders reports to Mei.\n- Northwind Systems was founded in 1986.\n- Mateo works for Lattice Analytics.\n- Cobalt Health was founded in 1988.\n- Mara reports to Leila.\n- Mara works for Helios Logistics.\n- Lattice Analytics was founded in 1994.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Tobias works for Helios Logistics.\n- Tobias reports to Hana.\n- Hana reports to Aisha.\n- Cobalt Health is headquartered in Valencia.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1986.\n- Nadia reports to Aisha.\n- Wren reports to Pablo.\n- Elena works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Lattice Analytics is headquartered in Porto.\n- Hana reports to Stefan.\n- Pinnacle Software was founded in 1975.\n- Northwind Systems is headquartered in Nagoya.\n- Pablo works for Bluepine Aviation.\n- Elena reports to Felix.\n- Lattice Analytics was founded in 2007.\n- Felix works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Northwind Systems was founded in 2015.\n- Pablo reports to Nadia.\n- Aisha reports to Elena.\n- Stefan reports to Wren.\n- Bluepine Aviation is headquartered in Porto.\n- Pinnacle Software is headquartered in Basel.\n- Stefan works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2018", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15211", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4315: employee Ingrid R., hired 07 July 2023, separated 04 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4315?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15212", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15213", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 August 2025): For employees hired on or after 19 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1222: employee Anders R., hired 20 June 2022, separated 09 October 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1222?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15214", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 August 2025): For employees hired on or after 01 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4675: employee Ingrid T., hired 19 July 2022, separated 01 February 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4675?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15215", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3022: employee Aisha R., hired 30 November 2021, separated 06 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3022?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15216", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3999: employee Anders S., hired 02 August 2022, separated 17 November 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-3999 under the controlling rules.", "criteria": {"0": "$65,250", "1": "$14,928", "2": "$15,058", "3": "$17,058"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15217", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-5 (VERSION 7, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3974: employee Jonas T., hired 03 October 2020, separated 24 March 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3974?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15218", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6073: employee Callum K., hired 24 April 2023, separated 23 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6073?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 2012.\n- Dmitri works for Summit Energy.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Leila.\n- Nadia reports to Kenji.\n- Chiara reports to Tobias.\n- Fernhill Foods is headquartered in Bergen.\n- Zoya works for Summit Energy.\n- Mei reports to Zoya.\n- Kenji reports to Mei.\n- Chiara works for Fernhill Foods.\n- Summit Energy was founded in 2000.\n- Pinnacle Software is headquartered in Bergen.\n- Pinnacle Software was founded in 1981.\n- Anders reports to Callum.\n- Callum works for Pinnacle Software.\n- Kenji works for Cedar Retail Group.\n- Nadia works for Fernhill Foods.\n- Mei works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Leila reports to Anders.\n- Pablo reports to Chiara.\n- Callum reports to Pablo.\n- Summit Energy is headquartered in Ghent.\n- Anders works for Summit Energy.\n- Leila works for Cedar Retail Group.\n- Fernhill Foods was founded in 1976.\n- Dmitri reports to Nadia.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15220", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4011: employee Jonas B., hired 27 February 2022, separated 21 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4011?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15221", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Crescent Telecom was founded in 2009.\n- Lattice Analytics was founded in 1992.\n- Helios Logistics was founded in 1983.\n- Kenji works for Pinnacle Software.\n- Pablo works for Crescent Telecom.\n- Stefan reports to Pablo.\n- Pablo reports to Deshawn.\n- Stefan works for Crescent Telecom.\n- Tessa reports to Sanne.\n- Deshawn reports to Tessa.\n- Pinnacle Software is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn works for Lattice Analytics.\n- Sanne works for Pinnacle Software.\n- Mateo reports to Lucia.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa works for Lattice Analytics.\n- Kenji reports to Stefan.\n- Lucia reports to Kenji.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15223", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 2783 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15224", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2009.\n- Leila reports to Hana.\n- Ravi reports to Zoya.\n- Ravi works for Pinnacle Software.\n- Leila works for Summit Energy.\n- Pinnacle Software was founded in 2014.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Zoya reports to Jonas.\n- Emeka works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Hana reports to Ravi.\n- Hana works for Summit Energy.\n- Meridian Bank was founded in 1997.\n- Stefan reports to Omar.\n- Jonas reports to Emeka.\n- Helios Logistics is headquartered in Halifax.\n- Felix works for Helios Logistics.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1990.\n- Stefan works for Pinnacle Software.\n- Felix reports to Leila.\n- Pinnacle Software is headquartered in Halifax.\n- Omar works for Pinnacle Software.\n- Ingrid reports to Felix.\n- Emeka reports to Stefan.\n- Zoya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15226", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Summit Energy was founded in 2010.\n- Felix works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Felix reports to Callum.\n- Leila works for Fernhill Foods.\n- Beacon Insurance was founded in 2001.\n- Sofia reports to Nadia.\n- Callum works for Cedar Retail Group.\n- Callum reports to Mateo.\n- Fernhill Foods is headquartered in Halifax.\n- Summit Energy is headquartered in Bergen.\n- Sofia works for Summit Energy.\n- Viktor reports to Felix.\n- Omar works for Fernhill Foods.\n- Aisha reports to Viktor.\n- Beacon Insurance is headquartered in Cork.\n- Fernhill Foods was founded in 1982.\n- Nadia reports to Omar.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 1987.\n- Deshawn reports to Aisha.\n- Nadia works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Aisha works for Cedar Retail Group.\n- Omar reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Northwind Systems was founded in 1994.\n- Deshawn works for Northwind Systems.\n- Priya reports to Amara.\n- Elena reports to Stefan.\n- Pinnacle Software was founded in 1997.\n- Elena works for Bluepine Aviation.\n- Northwind Systems is headquartered in Brno.\n- Stefan reports to Deshawn.\n- Bluepine Aviation is headquartered in Brno.\n- Ravi reports to Nadia.\n- Aisha reports to Hana.\n- Fernhill Foods is headquartered in Nagoya.\n- Amara reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Hana reports to Elena.\n- Bluepine Aviation was founded in 1997.\n- Nadia works for Fernhill Foods.\n- Callum reports to Ravi.\n- Callum works for Northwind Systems.\n- Fernhill Foods was founded in 1987.\n- Hana works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Deshawn reports to Callum.\n- Ravi works for Fernhill Foods.\n- Amara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1982", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Sofia reports to Aisha.\n- Pinnacle Software was founded in 1996.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Sofia.\n- Nadia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2009.\n- Fernhill Foods is headquartered in Halifax.\n- Anders reports to Amara.\n- Aisha reports to Bruno.\n- Bluepine Aviation is headquartered in Austin.\n- Cedar Retail Group was founded in 1998.\n- Fernhill Foods was founded in 1991.\n- Amara reports to Nadia.\n- Aisha works for Pinnacle Software.\n- Sofia works for Bluepine Aviation.\n- Bruno reports to Emeka.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka reports to Anders.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Amara works for Bluepine Aviation.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15229", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 08 November 2022): For employees hired on or after 08 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1028: employee Aisha A., hired 31 March 2019, separated 12 August 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1028?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1028 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15230", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 September 2022): For employees hired on or after 01 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2855: employee Ingrid T., hired 13 August 2021, separated 15 October 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2855?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2003.\n- Pinnacle Software was founded in 1981.\n- Aisha works for Cobalt Health.\n- Elena works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Meridian Bank was founded in 1983.\n- Tessa reports to Aisha.\n- Emeka works for Meridian Bank.\n- Pinnacle Software is headquartered in Tallinn.\n- Ravi works for Cobalt Health.\n- Mateo works for Vantage Air.\n- Ingrid reports to Mateo.\n- Sanne works for Meridian Bank.\n- Aisha reports to Sanne.\n- Emeka reports to Ravi.\n- Elena reports to Tessa.\n- Vantage Air was founded in 1988.\n- Vantage Air is headquartered in Tallinn.\n- Ravi reports to Elena.\n- Mateo reports to Emeka.\n- Meridian Bank is headquartered in Tampere.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mara.\n- Emeka reports to Viktor.\n- Crescent Telecom is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2013.\n- Crescent Telecom was founded in 2001.\n- Viktor reports to Elena.\n- Aisha works for Ironwood Manufacturing.\n- Elena reports to Mateo.\n- Tessa reports to Emeka.\n- Mei works for Northwind Systems.\n- Amara reports to Zoya.\n- Emeka works for Meridian Bank.\n- Amara works for Crescent Telecom.\n- Zoya reports to Tessa.\n- Northwind Systems was founded in 1981.\n- Zoya works for Crescent Telecom.\n- Elena works for Northwind Systems.\n- Mateo works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Mei reports to Amara.\n- Meridian Bank is headquartered in Dunedin.\n- Northwind Systems is headquartered in Porto.\n- Mara works for Ironwood Manufacturing.\n- Mateo reports to Aisha.\n- Tessa works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Meridian Bank was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Aisha reports to Kenji.\n- Cedar Retail Group is headquartered in Austin.\n- Kenji works for Vantage Air.\n- Beacon Insurance is headquartered in Halifax.\n- Northwind Systems was founded in 2000.\n- Vantage Air was founded in 1982.\n- Northwind Systems is headquartered in Ghent.\n- Amara works for Cedar Retail Group.\n- Amara reports to Felix.\n- Cedar Retail Group was founded in 2002.\n- Sofia reports to Mateo.\n- Vantage Air is headquartered in Austin.\n- Beacon Insurance was founded in 2007.\n- Felix works for Beacon Insurance.\n- Emeka reports to Priya.\n- Felix reports to Aisha.\n- Mateo reports to Amara.\n- Aisha works for Vantage Air.\n- Priya works for Beacon Insurance.\n- Jonas works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Priya reports to Omar.\n- Tobias reports to Emeka.\n- Mateo works for Northwind Systems.\n- Omar reports to Jonas.\n- Emeka works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Sofia works for Vantage Air.\n- Jonas reports to Sofia.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15234", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15235", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Amara works for Bluepine Aviation.\n- Pinnacle Software was founded in 1984.\n- Zoya reports to Amara.\n- Aisha reports to Priya.\n- Zoya works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Lattice Analytics was founded in 2001.\n- Ingrid works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Kenji reports to Aisha.\n- Bluepine Aviation was founded in 1977.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Crescent Telecom is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Anders reports to Leila.\n- Crescent Telecom was founded in 1987.\n- Amara reports to Mei.\n- Kenji works for Lattice Analytics.\n- Ingrid reports to Zoya.\n- Mei reports to Pablo.\n- Lattice Analytics is headquartered in Adelaide.\n- Pablo reports to Anders.\n- Priya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15237", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15238", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15239", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15240", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15241", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1987.\n- Atlas Freight is headquartered in Tampere.\n- Mateo works for Atlas Freight.\n- Mateo reports to Bruno.\n- Zoya works for Beacon Insurance.\n- Atlas Freight was founded in 1991.\n- Ingrid reports to Sofia.\n- Bruno works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Cobalt Health is headquartered in Ghent.\n- Pinnacle Software is headquartered in Valencia.\n- Beacon Insurance was founded in 1991.\n- Omar reports to Deshawn.\n- Cobalt Health was founded in 1980.\n- Hana reports to Ingrid.\n- Deshawn works for Beacon Insurance.\n- Viktor reports to Mara.\n- Beacon Insurance is headquartered in Tampere.\n- Ingrid works for Pinnacle Software.\n- Bruno reports to Viktor.\n- Sofia works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Deshawn reports to Mateo.\n- Sofia reports to Omar.\n- Omar works for Cobalt Health.\n- Hana works for Pinnacle Software.\n- Zoya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Cobalt Health was founded in 1994.\n- Bruno reports to Mateo.\n- Lucia works for Beacon Insurance.\n- Sanne reports to Dmitri.\n- Dmitri reports to Lucia.\n- Hana works for Meridian Bank.\n- Sanne works for Beacon Insurance.\n- Mateo reports to Hana.\n- Tessa works for Beacon Insurance.\n- Meridian Bank was founded in 1981.\n- Bruno works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Hana reports to Sanne.\n- Crescent Telecom is headquartered in Oslo.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Lucia reports to Amara.\n- Cobalt Health is headquartered in Valencia.\n- Tessa reports to Bruno.\n- Crescent Telecom was founded in 1989.\n- Meridian Bank is headquartered in Oslo.\n- Mateo works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Amara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ravi.\n- Bruno reports to Stefan.\n- Mei works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Yuki reports to Mei.\n- Emeka reports to Aisha.\n- Ravi reports to Bruno.\n- Leila reports to Dmitri.\n- Summit Energy is headquartered in Brno.\n- Meridian Bank was founded in 2003.\n- Meridian Bank is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Leila works for Meridian Bank.\n- Chiara works for Northwind Systems.\n- Bruno works for Summit Energy.\n- Atlas Freight is headquartered in Tallinn.\n- Mei reports to Emeka.\n- Summit Energy was founded in 1986.\n- Stefan reports to Leila.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Emeka works for Meridian Bank.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 1997.\n- Dmitri reports to Yuki.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15245", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15246", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4982: employee Ingrid B., hired 25 April 2020, separated 20 January 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-4982 under the controlling rules.", "criteria": {"0": "$14,409", "1": "$14,038", "2": "$63,000", "3": "$14,538"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Hana reports to Elena.\n- Elena reports to Nadia.\n- Bluepine Aviation is headquartered in Leeds.\n- Summit Energy was founded in 1997.\n- Wren reports to Emeka.\n- Dmitri works for Summit Energy.\n- Wren works for Bluepine Aviation.\n- Aisha works for Summit Energy.\n- Nadia reports to Yuki.\n- Hana works for Summit Energy.\n- Emeka works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Nadia works for Cobalt Health.\n- Aisha reports to Dmitri.\n- Cobalt Health is headquartered in Halifax.\n- Zoya works for Cobalt Health.\n- Bluepine Aviation was founded in 2011.\n- Elena works for Cobalt Health.\n- Yuki reports to Anders.\n- Anders works for Cobalt Health.\n- Dmitri reports to Zoya.\n- Cobalt Health was founded in 1980.\n- Lucia works for Cobalt Health.\n- Zoya reports to Lucia.\n- Ironwood Manufacturing was founded in 1995.\n- Lucia reports to Kenji.\n- Summit Energy is headquartered in Porto.\n- Yuki works for Ironwood Manufacturing.\n- Anders reports to Aisha.\n- Kenji reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Felix.\n- Anders works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Tobias works for Ironwood Manufacturing.\n- Priya works for Cobalt Health.\n- Leila reports to Pablo.\n- Yuki works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Ravi reports to Priya.\n- Anders reports to Bruno.\n- Cobalt Health was founded in 1991.\n- Bluepine Aviation is headquartered in Austin.\n- Bruno works for Cobalt Health.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Mara reports to Yuki.\n- Cobalt Health is headquartered in Bergen.\n- Bluepine Aviation was founded in 1984.\n- Bruno reports to Mateo.\n- Leila works for Crescent Telecom.\n- Mateo reports to Leila.\n- Tobias reports to Dmitri.\n- Dmitri reports to Ravi.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Priya reports to Mara.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1997.\n- Yuki reports to Anders.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15249", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5814: employee Sofia T., hired 06 November 2022, separated 03 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5814?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15250", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-7 (VERSION 3, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1711: employee Sofia T., hired 10 April 2024, separated 25 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-1711?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15251", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9102: employee Viktor S., hired 28 August 2020, separated 31 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9102?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Ravi reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Mara reports to Pablo.\n- Bluepine Aviation was founded in 1997.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Pablo reports to Ravi.\n- Sanne works for Cobalt Health.\n- Ingrid reports to Sanne.\n- Beacon Insurance is headquartered in Cork.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Hana.\n- Sanne reports to Viktor.\n- Pablo works for Cobalt Health.\n- Meridian Bank is headquartered in Cork.\n- Viktor works for Beacon Insurance.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank was founded in 1989.\n- Hana reports to Amara.\n- Amara works for Bluepine Aviation.\n- Cobalt Health was founded in 1979.\n- Bluepine Aviation is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15253", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8458: employee Amara B., hired 08 December 2022, separated 04 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-8458 under the controlling rules.", "criteria": {"0": "$9,188", "1": "$39,433", "2": "$9,100", "3": "$8,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Austin.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1986.\n- Fernhill Foods is headquartered in Bergen.\n- Kenji reports to Pablo.\n- Sanne reports to Mei.\n- Bruno works for Beacon Insurance.\n- Meridian Bank was founded in 2011.\n- Viktor reports to Yuki.\n- Beacon Insurance is headquartered in Basel.\n- Priya works for Beacon Insurance.\n- Ingrid reports to Priya.\n- Bruno reports to Ingrid.\n- Sanne works for Ironwood Manufacturing.\n- Viktor works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Pablo reports to Amara.\n- Yuki reports to Kenji.\n- Meridian Bank is headquartered in Lyon.\n- Priya reports to Viktor.\n- Amara reports to Sanne.\n- Beacon Insurance was founded in 1999.\n- Fernhill Foods was founded in 1991.\n- Kenji works for Beacon Insurance.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Mei works for Lattice Analytics.\n- Elena works for Fernhill Foods.\n- Sofia reports to Mei.\n- Kenji reports to Mateo.\n- Lattice Analytics is headquartered in Nagoya.\n- Bruno reports to Jonas.\n- Mei reports to Elena.\n- Pablo works for Fernhill Foods.\n- Lattice Analytics was founded in 1996.\n- Fernhill Foods is headquartered in Adelaide.\n- Nadia reports to Sofia.\n- Mateo works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Beacon Insurance was founded in 1979.\n- Atlas Freight was founded in 2013.\n- Mateo reports to Bruno.\n- Dmitri reports to Aisha.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Dmitri.\n- Sofia works for Beacon Insurance.\n- Aisha reports to Pablo.\n- Emeka works for Fernhill Foods.\n- Pablo reports to Emeka.\n- Elena reports to Kenji.\n- Fernhill Foods was founded in 1991.\n- Bruno works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15256", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6250: employee Pablo S., hired 16 June 2023, separated 23 July 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2026-6250 under the controlling rules.", "criteria": {"0": "$2,750", "1": "$21,667", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15257", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15258", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "control_lights", "1": "send_message", "2": "set_timer", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Bruno reports to Elena.\n- Mei reports to Zoya.\n- Viktor reports to Amara.\n- Wren reports to Tessa.\n- Yuki reports to Mei.\n- Bluepine Aviation is headquartered in Valencia.\n- Aisha works for Lattice Analytics.\n- Felix works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2012.\n- Zoya reports to Felix.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Amara reports to Bruno.\n- Cedar Retail Group was founded in 1985.\n- Lattice Analytics was founded in 1991.\n- Wren works for Vantage Air.\n- Chiara reports to Yuki.\n- Bruno works for Bluepine Aviation.\n- Viktor works for Lattice Analytics.\n- Mei works for Bluepine Aviation.\n- Vantage Air was founded in 2009.\n- Felix reports to Aisha.\n- Lattice Analytics is headquartered in Adelaide.\n- Vantage Air is headquartered in Brno.\n- Tessa reports to Viktor.\n- Aisha reports to Wren.\n- Tessa works for Vantage Air.\n- Elena works for Cedar Retail Group.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Fernhill Foods was founded in 1992.\n- Sanne reports to Viktor.\n- Pinnacle Software is headquartered in Ghent.\n- Omar reports to Aisha.\n- Aisha reports to Sanne.\n- Ingrid works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Vantage Air is headquartered in Oslo.\n- Wren reports to Omar.\n- Pinnacle Software was founded in 2001.\n- Leila reports to Ravi.\n- Hana reports to Leila.\n- Viktor reports to Chiara.\n- Leila works for Vantage Air.\n- Kenji reports to Hana.\n- Wren works for Fernhill Foods.\n- Meridian Bank is headquartered in Ghent.\n- Chiara reports to Ingrid.\n- Sanne works for Fernhill Foods.\n- Ravi works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Viktor works for Pinnacle Software.\n- Meridian Bank was founded in 2007.\n- Deshawn reports to Wren.\n- Ingrid reports to Kenji.\n- Deshawn works for Vantage Air.\n- Aisha works for Pinnacle Software.\n- Vantage Air was founded in 2001.\n- Hana works for Meridian Bank.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1987", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mateo.\n- Fernhill Foods was founded in 1991.\n- Ravi reports to Dmitri.\n- Ironwood Manufacturing was founded in 2004.\n- Mateo works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Wren reports to Mara.\n- Sofia reports to Pablo.\n- Fernhill Foods is headquartered in Bergen.\n- Pablo reports to Tobias.\n- Tobias works for Vantage Air.\n- Helios Logistics was founded in 2002.\n- Pablo works for Vantage Air.\n- Jonas works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Jonas reports to Zoya.\n- Sofia works for Ironwood Manufacturing.\n- Elena works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Vantage Air is headquartered in Tallinn.\n- Mara reports to Elena.\n- Wren works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Jonas.\n- Zoya reports to Wren.\n- Elena reports to Sanne.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Ravi works for Ironwood Manufacturing.\n- Tobias reports to Ravi.\n- Vantage Air was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Hana.\n- Hana works for Cobalt Health.\n- Sanne works for Northwind Systems.\n- Callum works for Cobalt Health.\n- Pinnacle Software is headquartered in Valencia.\n- Elena reports to Nadia.\n- Northwind Systems is headquartered in Brno.\n- Cobalt Health was founded in 1995.\n- Nadia works for Northwind Systems.\n- Meridian Bank is headquartered in Valencia.\n- Amara works for Northwind Systems.\n- Sanne reports to Yuki.\n- Yuki works for Cobalt Health.\n- Elena works for Pinnacle Software.\n- Dmitri reports to Amara.\n- Meridian Bank was founded in 1991.\n- Northwind Systems was founded in 1986.\n- Chiara reports to Priya.\n- Callum reports to Elena.\n- Priya reports to Sanne.\n- Dmitri works for Northwind Systems.\n- Pinnacle Software was founded in 1989.\n- Chiara works for Pinnacle Software.\n- Hana reports to Callum.\n- Priya works for Meridian Bank.\n- Nadia reports to Chiara.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15263", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ravi.\n- Lattice Analytics was founded in 2015.\n- Viktor works for Lattice Analytics.\n- Sofia works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Dmitri reports to Jonas.\n- Helios Logistics was founded in 1981.\n- Mara reports to Dmitri.\n- Ravi reports to Viktor.\n- Viktor reports to Tessa.\n- Dmitri works for Northwind Systems.\n- Pablo works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Tobias works for Northwind Systems.\n- Tobias reports to Sofia.\n- Northwind Systems is headquartered in Tallinn.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Tessa reports to Pablo.\n- Northwind Systems was founded in 1990.\n- Mara works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Lattice Analytics is headquartered in Turku.\n- Cobalt Health was founded in 2015.\n- Ingrid reports to Bruno.\n- Cobalt Health is headquartered in Turku.\n- Bruno reports to Mara.\n- Ingrid works for Cobalt Health.\n- Zoya reports to Ingrid.\n- Tessa works for Cobalt Health.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15265", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15266", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15267", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 December 2025): For employees hired on or after 18 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5579: employee Lucia T., hired 29 March 2024, separated 10 March 2027 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-5579 under the controlling rules.", "criteria": {"0": "$62,400", "1": "$14,500", "2": "$14,400", "3": "$16,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15268", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 13 October 2022): For employees hired on or after 13 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3326: employee Viktor R., hired 11 December 2019, separated 31 July 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-3326 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$5,000", "3": "$6,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15269", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15270", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 94849 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15271", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1002: employee Priya A., hired 18 August 2020, separated 13 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1002?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15272", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7354: employee Aisha M., hired 02 October 2020, separated 22 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-7354 under the controlling rules.", "criteria": {"0": "$30,000", "1": "$32,538", "2": "$28,000", "3": "$130,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15273", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15274", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Crescent Telecom.\n- Lucia works for Cobalt Health.\n- Fernhill Foods is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji reports to Hana.\n- Cobalt Health is headquartered in Halifax.\n- Leila works for Fernhill Foods.\n- Sanne works for Cobalt Health.\n- Bruno reports to Omar.\n- Omar reports to Zoya.\n- Crescent Telecom is headquartered in Dunedin.\n- Felix reports to Sanne.\n- Leila reports to Nadia.\n- Cobalt Health was founded in 1977.\n- Mei works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Zoya reports to Leila.\n- Lucia reports to Yuki.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Fernhill Foods was founded in 1997.\n- Yuki reports to Kenji.\n- Crescent Telecom was founded in 1995.\n- Felix works for Fernhill Foods.\n- Hana reports to Felix.\n- Sanne reports to Mei.\n- Kenji works for Atlas Freight.\n- Omar works for Crescent Telecom.\n- Yuki works for Atlas Freight.\n- Mei reports to Bruno.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa reports to Mateo.\n- Summit Energy was founded in 1979.\n- Mara works for Cedar Retail Group.\n- Meridian Bank was founded in 2009.\n- Amara reports to Tessa.\n- Dmitri works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Yuki works for Summit Energy.\n- Cedar Retail Group was founded in 1981.\n- Mateo reports to Mara.\n- Amara works for Cedar Retail Group.\n- Meridian Bank is headquartered in Dunedin.\n- Tessa works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Mara reports to Mei.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia reports to Yuki.\n- Mei reports to Dmitri.\n- Summit Energy is headquartered in Lyon.\n- Bluepine Aviation was founded in 2013.\n- Yuki reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1992.\n- Ingrid reports to Kenji.\n- Anders works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Bergen.\n- Emeka reports to Felix.\n- Cobalt Health is headquartered in Turku.\n- Kenji reports to Emeka.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health was founded in 1987.\n- Felix reports to Nadia.\n- Ingrid works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2001.\n- Elena works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Emeka works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Ghent.\n- Stefan works for Bluepine Aviation.\n- Anders reports to Elena.\n- Nadia works for Pinnacle Software.\n- Kenji works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1992.\n- Felix works for Pinnacle Software.\n- Elena reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15278", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1979.\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Dmitri.\n- Tessa reports to Mei.\n- Dmitri works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Pinnacle Software is headquartered in Malmo.\n- Atlas Freight was founded in 2000.\n- Stefan works for Pinnacle Software.\n- Jonas reports to Elena.\n- Elena works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Cedar Retail Group was founded in 2000.\n- Mei reports to Stefan.\n- Elena reports to Lucia.\n- Helios Logistics is headquartered in Tampere.\n- Stefan reports to Kenji.\n- Yuki reports to Amara.\n- Amara works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Priya reports to Yuki.\n- Deshawn reports to Tessa.\n- Helios Logistics was founded in 2005.\n- Kenji works for Pinnacle Software.\n- Lucia reports to Priya.\n- Deshawn works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Priya works for Cedar Retail Group.\n- Yuki works for Atlas Freight.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15280", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15281", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15282", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15283", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15284", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6905: employee Sanne B., hired 08 October 2020, separated 23 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6905?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15285", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15286", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tessa works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Bruno reports to Aisha.\n- Northwind Systems is headquartered in Porto.\n- Jonas reports to Tessa.\n- Aisha reports to Mara.\n- Atlas Freight is headquartered in Porto.\n- Aisha works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Chiara works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Mara reports to Jonas.\n- Viktor reports to Chiara.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Lattice Analytics is headquartered in Brno.\n- Atlas Freight was founded in 2001.\n- Bluepine Aviation was founded in 1995.\n- Priya works for Lattice Analytics.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Cork.\n- Wren works for Vantage Air.\n- Lattice Analytics was founded in 1983.\n- Mara reports to Priya.\n- Vantage Air was founded in 1992.\n- Mei reports to Tobias.\n- Pinnacle Software is headquartered in Nagoya.\n- Fernhill Foods was founded in 2002.\n- Wren reports to Mara.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Pinnacle Software was founded in 2008.\n- Priya works for Lattice Analytics.\n- Mateo reports to Mei.\n- Tobias works for Vantage Air.\n- Lattice Analytics is headquartered in Nagoya.\n- Mateo works for Pinnacle Software.\n- Tobias reports to Wren.\n- Zoya reports to Mateo.\n- Zoya works for Lattice Analytics.\n- Mara works for Pinnacle Software.\n- Omar reports to Zoya.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Vantage Air.\n- Lucia works for Summit Energy.\n- Zoya works for Summit Energy.\n- Bluepine Aviation is headquartered in Adelaide.\n- Sofia works for Helios Logistics.\n- Felix works for Summit Energy.\n- Helios Logistics was founded in 1997.\n- Dmitri works for Helios Logistics.\n- Vantage Air was founded in 2002.\n- Yuki reports to Dmitri.\n- Lucia reports to Amara.\n- Summit Energy is headquartered in Adelaide.\n- Pablo reports to Felix.\n- Pablo works for Helios Logistics.\n- Yuki works for Bluepine Aviation.\n- Amara reports to Pablo.\n- Felix reports to Yuki.\n- Mara reports to Lucia.\n- Dmitri reports to Callum.\n- Amara works for Vantage Air.\n- Helios Logistics is headquartered in Lyon.\n- Callum reports to Zoya.\n- Bluepine Aviation was founded in 2007.\n- Vantage Air is headquartered in Adelaide.\n- Summit Energy was founded in 1983.\n- Sofia reports to Mara.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15290", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3770: employee Sofia B., hired 01 November 2022, separated 08 November 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3770?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15291", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1429: employee Amara S., hired 25 March 2021, separated 01 July 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1429?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15292", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8526: employee Yuki S., hired 24 June 2020, separated 04 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8526?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15293", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9783: employee Mateo A., hired 29 February 2024, separated 25 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9783?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Priya works for Cedar Retail Group.\n- Priya reports to Chiara.\n- Northwind Systems is headquartered in Oslo.\n- Wren reports to Priya.\n- Mateo reports to Stefan.\n- Viktor reports to Wren.\n- Tessa works for Northwind Systems.\n- Beacon Insurance is headquartered in Tampere.\n- Mateo works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Hana reports to Kenji.\n- Callum reports to Mateo.\n- Beacon Insurance was founded in 1987.\n- Kenji reports to Callum.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum works for Cedar Retail Group.\n- Tessa reports to Hana.\n- Wren works for Bluepine Aviation.\n- Chiara reports to Tessa.\n- Chiara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1986.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Northwind Systems was founded in 2007.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1994", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Malmo.\n- Sofia works for Beacon Insurance.\n- Callum works for Ironwood Manufacturing.\n- Mei reports to Tobias.\n- Pablo reports to Sofia.\n- Mei works for Pinnacle Software.\n- Beacon Insurance is headquartered in Adelaide.\n- Callum reports to Viktor.\n- Ravi reports to Kenji.\n- Pinnacle Software was founded in 2010.\n- Kenji reports to Aisha.\n- Beacon Insurance was founded in 2004.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Pablo works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1993.\n- Wren works for Ironwood Manufacturing.\n- Felix works for Pinnacle Software.\n- Aisha works for Ironwood Manufacturing.\n- Felix reports to Callum.\n- Helios Logistics was founded in 1980.\n- Viktor reports to Wren.\n- Tobias reports to Felix.\n- Sofia reports to Lucia.\n- Kenji works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Ravi works for Helios Logistics.\n- Viktor works for Ironwood Manufacturing.\n- Wren reports to Pablo.\n- Helios Logistics is headquartered in Lyon.\n- Lucia reports to Ravi.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Amara reports to Ingrid.\n- Callum reports to Felix.\n- Bluepine Aviation is headquartered in Valencia.\n- Viktor works for Pinnacle Software.\n- Jonas works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Priya works for Northwind Systems.\n- Pinnacle Software was founded in 1983.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 2008.\n- Priya reports to Deshawn.\n- Tobias reports to Callum.\n- Pinnacle Software is headquartered in Porto.\n- Omar reports to Emeka.\n- Aisha reports to Tobias.\n- Bluepine Aviation was founded in 1984.\n- Ingrid works for Pinnacle Software.\n- Deshawn works for Ironwood Manufacturing.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2015.\n- Callum works for Ironwood Manufacturing.\n- Emeka reports to Priya.\n- Amara works for Northwind Systems.\n- Emeka works for Pinnacle Software.\n- Deshawn reports to Jonas.\n- Jonas reports to Amara.\n- Ingrid reports to Viktor.\n- Viktor reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15297", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15298", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7151: employee Ingrid R., hired 14 November 2024, separated 04 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7151?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15299", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15300", "family": "intent_v3", "state": "Incoming support message:\n\"95772 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15301", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9911: employee Pablo K., hired 09 August 2022, separated 26 September 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-9911 under the controlling rules.", "criteria": {"0": "$18,000", "1": "$78,000", "2": "$20,000", "3": "$17,885"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2005.\n- Meridian Bank was founded in 2000.\n- Pinnacle Software is headquartered in Valencia.\n- Pablo reports to Bruno.\n- Nadia works for Pinnacle Software.\n- Bruno works for Meridian Bank.\n- Wren works for Atlas Freight.\n- Ravi reports to Wren.\n- Mei reports to Nadia.\n- Elena reports to Dmitri.\n- Pinnacle Software was founded in 1999.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Meridian Bank is headquartered in Tampere.\n- Bruno reports to Ravi.\n- Mei works for Pinnacle Software.\n- Callum works for Ironwood Manufacturing.\n- Dmitri works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Wren reports to Mei.\n- Atlas Freight was founded in 1988.\n- Callum reports to Felix.\n- Atlas Freight is headquartered in Adelaide.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri reports to Callum.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Pablo.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Zoya.\n- Amara works for Cedar Retail Group.\n- Elena reports to Emeka.\n- Summit Energy was founded in 2013.\n- Cedar Retail Group was founded in 2003.\n- Amara reports to Yuki.\n- Yuki reports to Nadia.\n- Crescent Telecom is headquartered in Lyon.\n- Dmitri works for Summit Energy.\n- Omar reports to Elena.\n- Elena works for Summit Energy.\n- Emeka works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Callum reports to Jonas.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Nadia works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Halifax.\n- Omar works for Summit Energy.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas reports to Omar.\n- Nadia reports to Dmitri.\n- Emeka reports to Amara.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Crescent Telecom was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15304", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5589: employee Chiara A., hired 17 September 2023, separated 07 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5589?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Amara.\n- Sofia works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Summit Energy was founded in 2002.\n- Ingrid works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Ravi reports to Mateo.\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Lyon.\n- Beacon Insurance was founded in 1988.\n- Mateo reports to Mara.\n- Pinnacle Software is headquartered in Malmo.\n- Sofia reports to Ravi.\n- Omar works for Pinnacle Software.\n- Leila reports to Nadia.\n- Ingrid reports to Sofia.\n- Omar reports to Ingrid.\n- Pinnacle Software was founded in 2010.\n- Aisha works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Amara reports to Leila.\n- Mara works for Beacon Insurance.\n- Fernhill Foods was founded in 2002.\n- Mara reports to Aisha.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance is headquartered in Porto.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Crescent Telecom.\n- Nadia works for Vantage Air.\n- Meridian Bank is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Pablo reports to Tobias.\n- Chiara reports to Nadia.\n- Tobias works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Jonas reports to Emeka.\n- Crescent Telecom is headquartered in Halifax.\n- Vantage Air was founded in 2001.\n- Emeka reports to Deshawn.\n- Emeka works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Kenji reports to Chiara.\n- Ironwood Manufacturing was founded in 1980.\n- Ironwood Manufacturing is headquartered in Porto.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Porto.\n- Nadia reports to Jonas.\n- Mateo works for Crescent Telecom.\n- Meridian Bank was founded in 2008.\n- Mateo reports to Mei.\n- Mei reports to Kenji.\n- Chiara works for Crescent Telecom.\n- Deshawn reports to Pablo.\n- Crescent Telecom was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Mara reports to Wren.\n- Wren works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Mei reports to Sofia.\n- Nadia reports to Mateo.\n- Amara reports to Nadia.\n- Cobalt Health was founded in 1976.\n- Hana reports to Tobias.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Helios Logistics is headquartered in Bergen.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Tobias reports to Ravi.\n- Crescent Telecom was founded in 1988.\n- Chiara works for Helios Logistics.\n- Chiara reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Sofia reports to Amara.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Wren reports to Hana.\n- Ravi reports to Chiara.\n- Fernhill Foods was founded in 2005.\n- Mateo reports to Mara.\n- Amara works for Cobalt Health.\n- Nadia works for Crescent Telecom.\n- Tobias works for Helios Logistics.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Lattice Analytics was founded in 1977.\n- Mei reports to Hana.\n- Ironwood Manufacturing was founded in 1977.\n- Stefan works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Viktor reports to Stefan.\n- Viktor works for Ironwood Manufacturing.\n- Tobias reports to Bruno.\n- Summit Energy was founded in 2008.\n- Hana reports to Viktor.\n- Stefan reports to Pablo.\n- Bruno reports to Ingrid.\n- Northwind Systems was founded in 2004.\n- Pablo reports to Leila.\n- Summit Energy is headquartered in Malmo.\n- Ingrid works for Summit Energy.\n- Lattice Analytics is headquartered in Oslo.\n- Northwind Systems is headquartered in Cork.\n- Bruno works for Summit Energy.\n- Leila reports to Tobias.\n- Hana works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Tobias works for Northwind Systems.\n- Aisha reports to Mei.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Oslo.\n- Wren reports to Felix.\n- Bruno works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Crescent Telecom is headquartered in Oslo.\n- Amara reports to Wren.\n- Crescent Telecom was founded in 1977.\n- Deshawn reports to Bruno.\n- Felix works for Fernhill Foods.\n- Felix reports to Lucia.\n- Mateo reports to Priya.\n- Fernhill Foods was founded in 1979.\n- Summit Energy is headquartered in Nagoya.\n- Amara works for Vantage Air.\n- Summit Energy was founded in 2003.\n- Ingrid works for Vantage Air.\n- Lucia reports to Ingrid.\n- Priya reports to Deshawn.\n- Dmitri works for Summit Energy.\n- Vantage Air was founded in 2015.\n- Deshawn works for Summit Energy.\n- Lucia works for Fernhill Foods.\n- Mateo works for Vantage Air.\n- Ingrid reports to Mateo.\n- Wren works for Fernhill Foods.\n- Bruno reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Stefan.\n- Ingrid reports to Nadia.\n- Cobalt Health was founded in 2006.\n- Bruno reports to Tobias.\n- Nadia works for Atlas Freight.\n- Ingrid works for Cobalt Health.\n- Atlas Freight was founded in 2000.\n- Mateo works for Cobalt Health.\n- Jonas reports to Mateo.\n- Jonas works for Meridian Bank.\n- Bruno works for Pinnacle Software.\n- Mei reports to Ingrid.\n- Mei works for Meridian Bank.\n- Felix works for Cobalt Health.\n- Mateo reports to Bruno.\n- Deshawn reports to Jonas.\n- Mara reports to Felix.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Mei.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Felix reports to Ravi.\n- Stefan works for Atlas Freight.\n- Stefan reports to Mara.\n- Mara works for Atlas Freight.\n- Meridian Bank was founded in 1975.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 2014.\n- Meridian Bank is headquartered in Turku.\n- Atlas Freight is headquartered in Tallinn.\n- Deshawn works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15311", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15312", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15313", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7476: employee Jonas R., hired 13 May 2021, separated 24 July 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7476?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15314", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2207: employee Yuki K., hired 13 July 2021, separated 15 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2207?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2207 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1996.\n- Zoya reports to Dmitri.\n- Lucia reports to Emeka.\n- Bluepine Aviation is headquartered in Adelaide.\n- Leila reports to Lucia.\n- Felix works for Ironwood Manufacturing.\n- Sanne reports to Leila.\n- Ironwood Manufacturing was founded in 1996.\n- Emeka works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Felix reports to Sanne.\n- Leila works for Northwind Systems.\n- Emeka reports to Stefan.\n- Northwind Systems is headquartered in Tampere.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Zoya.\n- Cedar Retail Group was founded in 2003.\n- Dmitri works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tampere.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15316", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15318", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15319", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Lucia.\n- Crescent Telecom was founded in 2012.\n- Tobias works for Beacon Insurance.\n- Summit Energy is headquartered in Porto.\n- Yuki reports to Nadia.\n- Kenji reports to Yuki.\n- Beacon Insurance is headquartered in Valencia.\n- Omar works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Sanne reports to Tobias.\n- Nadia reports to Omar.\n- Nadia works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Cobalt Health is headquartered in Basel.\n- Sanne works for Cobalt Health.\n- Tobias reports to Mei.\n- Beacon Insurance was founded in 2015.\n- Summit Energy was founded in 2000.\n- Mei works for Cobalt Health.\n- Kenji works for Crescent Telecom.\n- Cobalt Health was founded in 1997.\n- Crescent Telecom is headquartered in Bergen.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15321", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 38067 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "request_refund", "3": "track_order", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15322", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1314: employee Aisha T., hired 15 June 2022, separated 08 February 2027 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1314?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Sofia works for Pinnacle Software.\n- Northwind Systems was founded in 1990.\n- Ravi reports to Sofia.\n- Emeka works for Northwind Systems.\n- Jonas works for Pinnacle Software.\n- Northwind Systems is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Basel.\n- Lucia reports to Mara.\n- Mara works for Pinnacle Software.\n- Lucia works for Northwind Systems.\n- Mateo reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Jonas.\n- Sofia reports to Mateo.\n- Pinnacle Software was founded in 1977.\n- Mateo works for Northwind Systems.\n- Emeka reports to Ravi.\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 1996.\n- Ironwood Manufacturing was founded in 2002.\n- Ravi works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15324", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1200: employee Felix M., hired 14 October 2020, separated 12 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1200?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Elena.\n- Meridian Bank is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1982.\n- Lattice Analytics was founded in 2011.\n- Ravi reports to Ingrid.\n- Kenji reports to Stefan.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Ravi.\n- Vantage Air is headquartered in Porto.\n- Elena reports to Lucia.\n- Lattice Analytics is headquartered in Cork.\n- Stefan works for Ironwood Manufacturing.\n- Vantage Air was founded in 2005.\n- Mei reports to Omar.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Elena works for Vantage Air.\n- Kenji works for Meridian Bank.\n- Ingrid reports to Kenji.\n- Omar works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Mei works for Meridian Bank.\n- Meridian Bank was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Helios Logistics.\n- Elena reports to Tobias.\n- Yuki works for Cobalt Health.\n- Helios Logistics was founded in 2011.\n- Beacon Insurance was founded in 2007.\n- Nadia works for Helios Logistics.\n- Omar reports to Bruno.\n- Pablo reports to Yuki.\n- Ravi works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.\n- Elena works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Beacon Insurance is headquartered in Lyon.\n- Cobalt Health is headquartered in Austin.\n- Helios Logistics is headquartered in Lyon.\n- Tobias works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Cobalt Health was founded in 1995.\n- Ravi reports to Elena.\n- Tobias reports to Callum.\n- Callum works for Beacon Insurance.\n- Callum reports to Pablo.\n- Chiara reports to Nadia.\n- Yuki reports to Chiara.\n- Crescent Telecom was founded in 2008.\n- Chiara works for Beacon Insurance.\n- Bruno reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15327", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1762: employee Dmitri B., hired 30 July 2023, separated 17 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1762?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Vantage Air is headquartered in Oslo.\n- Crescent Telecom is headquartered in Porto.\n- Bruno reports to Deshawn.\n- Fernhill Foods was founded in 1988.\n- Fernhill Foods is headquartered in Turku.\n- Amara works for Crescent Telecom.\n- Pablo reports to Wren.\n- Sanne works for Vantage Air.\n- Deshawn reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Amara reports to Pablo.\n- Northwind Systems was founded in 1983.\n- Pablo works for Northwind Systems.\n- Bruno works for Crescent Telecom.\n- Mei works for Fernhill Foods.\n- Vantage Air was founded in 2014.\n- Mei reports to Bruno.\n- Wren works for Crescent Telecom.\n- Wren reports to Mei.\n- Sanne reports to Amara.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15329", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15330", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Wren works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Chiara works for Vantage Air.\n- Chiara reports to Anders.\n- Northwind Systems was founded in 1975.\n- Anders reports to Aisha.\n- Callum works for Northwind Systems.\n- Mateo reports to Sofia.\n- Felix works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Vantage Air is headquartered in Halifax.\n- Emeka works for Vantage Air.\n- Aisha reports to Wren.\n- Priya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1999.\n- Wren reports to Ravi.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Atlas Freight was founded in 2005.\n- Vantage Air was founded in 1999.\n- Ravi works for Ironwood Manufacturing.\n- Aisha works for Northwind Systems.\n- Atlas Freight is headquartered in Ghent.\n- Northwind Systems is headquartered in Lyon.\n- Ravi reports to Priya.\n- Omar reports to Felix.\n- Priya reports to Emeka.\n- Callum reports to Chiara.\n- Emeka reports to Mateo.\n- Felix reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Tobias works for Lattice Analytics.\n- Mei works for Helios Logistics.\n- Amara works for Lattice Analytics.\n- Sanne reports to Felix.\n- Amara reports to Priya.\n- Dmitri reports to Amara.\n- Dmitri works for Northwind Systems.\n- Zoya works for Bluepine Aviation.\n- Northwind Systems was founded in 2003.\n- Anders works for Bluepine Aviation.\n- Anders reports to Zoya.\n- Mei reports to Dmitri.\n- Tobias reports to Sofia.\n- Lattice Analytics was founded in 2015.\n- Felix reports to Jonas.\n- Helios Logistics is headquartered in Dunedin.\n- Tessa reports to Anders.\n- Bluepine Aviation was founded in 1992.\n- Lattice Analytics is headquartered in Malmo.\n- Sofia reports to Tessa.\n- Helios Logistics was founded in 2010.\n- Priya reports to Tobias.\n- Bluepine Aviation is headquartered in Dunedin.\n- Jonas reports to Mei.\n- Sofia works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Jonas works for Helios Logistics.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15333", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2474: employee Elena R., hired 18 August 2023, separated 21 November 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2026-2474 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$20,000", "2": "$2,615", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Ingrid.\n- Tobias works for Helios Logistics.\n- Ingrid works for Summit Energy.\n- Crescent Telecom was founded in 1984.\n- Wren reports to Elena.\n- Deshawn reports to Sofia.\n- Beacon Insurance is headquartered in Porto.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1994.\n- Deshawn works for Crescent Telecom.\n- Helios Logistics was founded in 1982.\n- Amara works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Crescent Telecom is headquartered in Cork.\n- Chiara reports to Wren.\n- Chiara works for Summit Energy.\n- Amara reports to Dmitri.\n- Hana works for Summit Energy.\n- Sofia reports to Viktor.\n- Leila reports to Amara.\n- Ingrid reports to Chiara.\n- Wren works for Helios Logistics.\n- Summit Energy is headquartered in Porto.\n- Beacon Insurance was founded in 2004.\n- Sofia works for Summit Energy.\n- Hana reports to Leila.\n- Leila works for Summit Energy.\n- Elena works for Crescent Telecom.\n- Dmitri reports to Tobias.\n- Elena reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Leila reports to Nadia.\n- Bluepine Aviation was founded in 2003.\n- Nadia reports to Dmitri.\n- Helios Logistics was founded in 2001.\n- Dmitri reports to Mara.\n- Felix works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Leila works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Porto.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Chiara.\n- Mara reports to Elena.\n- Cedar Retail Group was founded in 1979.\n- Felix reports to Ingrid.\n- Mara works for Helios Logistics.\n- Chiara reports to Leila.\n- Ingrid works for Helios Logistics.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1977.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15336", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8838: employee Sanne S., hired 15 March 2021, separated 08 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8838?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Nadia works for Cedar Retail Group.\n- Chiara reports to Callum.\n- Pablo reports to Omar.\n- Pablo works for Fernhill Foods.\n- Beacon Insurance was founded in 1990.\n- Callum works for Fernhill Foods.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Bruno works for Fernhill Foods.\n- Callum reports to Bruno.\n- Ingrid reports to Nadia.\n- Ingrid works for Fernhill Foods.\n- Sanne works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.\n- Bruno reports to Sanne.\n- Fernhill Foods is headquartered in Austin.\n- Beacon Insurance is headquartered in Cork.\n- Chiara works for Fernhill Foods.\n- Aisha reports to Mateo.\n- Sanne reports to Pablo.\n- Cedar Retail Group was founded in 1993.\n- Omar reports to Aisha.\n- Fernhill Foods was founded in 2006.\n- Omar works for Atlas Freight.\n- Mateo reports to Ingrid.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2001", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15338", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8108: employee Priya M., hired 11 July 2024, separated 16 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8108?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15339", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 April 2023): For employees hired on or after 02 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9697: employee Deshawn A., hired 21 September 2022, separated 11 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9697?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15340", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7039: employee Felix M., hired 28 March 2023, separated 29 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7039?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15341", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 June 2025): For employees hired on or after 03 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3064: employee Lucia K., hired 02 December 2024, separated 15 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-3064 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$1,200", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15342", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15343", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2784: employee Chiara K., hired 29 February 2024, separated 05 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2784?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15344", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "play_music", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Jonas.\n- Lattice Analytics was founded in 1997.\n- Deshawn works for Pinnacle Software.\n- Emeka works for Cedar Retail Group.\n- Tobias reports to Deshawn.\n- Jonas works for Lattice Analytics.\n- Ravi reports to Callum.\n- Callum works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Jonas reports to Emeka.\n- Hana works for Summit Energy.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka reports to Amara.\n- Amara reports to Nadia.\n- Nadia reports to Dmitri.\n- Ravi works for Summit Energy.\n- Cedar Retail Group was founded in 1977.\n- Summit Energy is headquartered in Valencia.\n- Summit Energy was founded in 1977.\n- Dmitri reports to Ravi.\n- Amara works for Lattice Analytics.\n- Callum reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 1984.\n- Lattice Analytics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15346", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15347", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15348", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 November 2022): For employees hired on or after 14 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6986: employee Tessa A., hired 25 July 2020, separated 26 October 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-6986 under the controlling rules.", "criteria": {"0": "$18,423", "1": "$18,923", "2": "$82,000", "3": "$19,038"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15349", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 14 September 2025): For employees hired on or after 14 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3033: employee Sofia R., hired 11 September 2022, separated 04 December 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3033?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15350", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1981.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Porto.\n- Mateo works for Lattice Analytics.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Ravi reports to Hana.\n- Crescent Telecom was founded in 1989.\n- Yuki works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2012.\n- Lattice Analytics is headquartered in Porto.\n- Mara works for Cedar Retail Group.\n- Pablo works for Lattice Analytics.\n- Yuki reports to Pablo.\n- Crescent Telecom is headquartered in Brno.\n- Bluepine Aviation is headquartered in Malmo.\n- Felix works for Lattice Analytics.\n- Felix reports to Yuki.\n- Pablo reports to Bruno.\n- Mateo reports to Mara.\n- Bruno works for Lattice Analytics.\n- Mara reports to Ravi.\n- Bruno reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Brno", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Stefan reports to Yuki.\n- Leila works for Northwind Systems.\n- Felix works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Hana works for Vantage Air.\n- Kenji reports to Stefan.\n- Ingrid works for Crescent Telecom.\n- Tobias reports to Kenji.\n- Crescent Telecom was founded in 1987.\n- Vantage Air is headquartered in Dunedin.\n- Mei reports to Tobias.\n- Lattice Analytics was founded in 2004.\n- Lattice Analytics is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Cork.\n- Tobias works for Crescent Telecom.\n- Felix reports to Mei.\n- Yuki reports to Amara.\n- Yuki works for Lattice Analytics.\n- Leila reports to Hana.\n- Hana reports to Felix.\n- Northwind Systems was founded in 1975.\n- Ingrid reports to Leila.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1970", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15353", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 January 2026): For employees hired on or after 22 January 2026, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6868: employee Sofia B., hired 13 April 2022, separated 11 August 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6868?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15354", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15355", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Elena works for Beacon Insurance.\n- Elena reports to Mara.\n- Beacon Insurance is headquartered in Valencia.\n- Lattice Analytics was founded in 1989.\n- Viktor reports to Felix.\n- Bruno works for Helios Logistics.\n- Mara works for Beacon Insurance.\n- Tessa works for Lattice Analytics.\n- Vantage Air is headquartered in Cork.\n- Lattice Analytics is headquartered in Lyon.\n- Tessa reports to Viktor.\n- Callum works for Beacon Insurance.\n- Felix reports to Bruno.\n- Bruno reports to Sanne.\n- Viktor works for Vantage Air.\n- Helios Logistics was founded in 2000.\n- Sanne reports to Elena.\n- Sanne works for Vantage Air.\n- Callum reports to Tobias.\n- Helios Logistics is headquartered in Valencia.\n- Mara reports to Callum.\n- Vantage Air was founded in 1995.\n- Wren works for Vantage Air.\n- Wren reports to Tessa.\n- Beacon Insurance was founded in 1983.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15357", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 51555\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15358", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15359", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2700: employee Mei R., hired 07 March 2025, separated 13 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2700?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15360", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4875: employee Amara B., hired 07 August 2022, separated 23 November 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4875?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Anders.\n- Fernhill Foods was founded in 2002.\n- Tobias works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Anders works for Lattice Analytics.\n- Bluepine Aviation was founded in 2008.\n- Bluepine Aviation is headquartered in Ghent.\n- Bruno works for Bluepine Aviation.\n- Anders reports to Dmitri.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Tessa.\n- Aisha works for Lattice Analytics.\n- Jonas works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Tessa works for Lattice Analytics.\n- Bruno reports to Elena.\n- Aisha reports to Chiara.\n- Kenji reports to Wren.\n- Chiara reports to Jonas.\n- Elena reports to Tobias.\n- Wren reports to Omar.\n- Chiara works for Fernhill Foods.\n- Elena works for Pinnacle Software.\n- Lattice Analytics was founded in 2003.\n- Jonas reports to Bruno.\n- Lattice Analytics is headquartered in Cork.\n- Omar reports to Aisha.\n- Pinnacle Software is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15362", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 January 2023): For employees hired on or after 28 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6008: employee Stefan K., hired 09 June 2022, separated 10 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6008?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15363", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15364", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15365", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15366", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15367", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5497: employee Mei B., hired 19 September 2020, separated 30 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5497?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15368", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4085: employee Viktor B., hired 08 July 2020, separated 31 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-4085?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1984.\n- Hana reports to Callum.\n- Cobalt Health was founded in 1982.\n- Callum reports to Leila.\n- Nadia reports to Dmitri.\n- Callum works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Meridian Bank was founded in 1985.\n- Nadia works for Meridian Bank.\n- Bruno reports to Hana.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Lattice Analytics is headquartered in Malmo.\n- Elena reports to Nadia.\n- Leila works for Cobalt Health.\n- Fernhill Foods is headquartered in Cork.\n- Bruno works for Cobalt Health.\n- Felix reports to Bruno.\n- Amara works for Fernhill Foods.\n- Meridian Bank is headquartered in Halifax.\n- Amara reports to Tessa.\n- Mateo works for Fernhill Foods.\n- Leila reports to Mei.\n- Lattice Analytics was founded in 1985.\n- Elena works for Meridian Bank.\n- Mei reports to Elena.\n- Felix works for Fernhill Foods.\n- Tessa works for Meridian Bank.\n- Mateo reports to Felix.\n- Dmitri reports to Amara.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1982", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Nagoya.\n- Sofia reports to Bruno.\n- Meridian Bank is headquartered in Tampere.\n- Zoya works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Chiara reports to Felix.\n- Lucia works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Mara works for Summit Energy.\n- Meridian Bank was founded in 2006.\n- Jonas reports to Elena.\n- Ingrid reports to Mara.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1982.\n- Bluepine Aviation is headquartered in Oslo.\n- Summit Energy is headquartered in Ghent.\n- Sofia works for Summit Energy.\n- Lucia reports to Chiara.\n- Chiara works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Felix reports to Ingrid.\n- Kenji works for Meridian Bank.\n- Felix works for Lattice Analytics.\n- Bruno works for Bluepine Aviation.\n- Mara reports to Jonas.\n- Elena reports to Viktor.\n- Viktor reports to Zoya.\n- Lattice Analytics was founded in 2014.\n- Bluepine Aviation was founded in 1980.\n- Zoya reports to Kenji.\n- Bruno reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15371", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9954: employee Zoya M., hired 30 May 2024, separated 06 March 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-9954 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$7,010", "2": "$10,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1975.\n- Sofia reports to Tessa.\n- Tessa reports to Nadia.\n- Sofia works for Crescent Telecom.\n- Priya reports to Zoya.\n- Lattice Analytics is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2009.\n- Tessa works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Cork.\n- Ingrid reports to Priya.\n- Priya works for Cedar Retail Group.\n- Yuki reports to Sofia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1988.\n- Nadia reports to Ravi.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ravi works for Lattice Analytics.\n- Ingrid works for Cedar Retail Group.\n- Lattice Analytics was founded in 2000.\n- Yuki works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15373", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2438: employee Hana B., hired 01 January 2023, separated 25 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2438?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15374", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15375", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6852: employee Leila B., hired 12 February 2021, separated 22 March 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6852?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Omar.\n- Elena works for Bluepine Aviation.\n- Summit Energy is headquartered in Ghent.\n- Atlas Freight was founded in 1990.\n- Callum reports to Tessa.\n- Viktor reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Sofia works for Atlas Freight.\n- Mateo reports to Elena.\n- Bluepine Aviation is headquartered in Ghent.\n- Viktor works for Summit Energy.\n- Tessa reports to Mateo.\n- Atlas Freight is headquartered in Nagoya.\n- Jonas works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Omar reports to Callum.\n- Summit Energy was founded in 1995.\n- Callum works for Pinnacle Software.\n- Tessa works for Atlas Freight.\n- Pinnacle Software is headquartered in Malmo.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Jonas reports to Viktor.\n- Mei reports to Jonas.\n- Mateo works for Atlas Freight.\n- Bluepine Aviation was founded in 1986.\n- Sofia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Malmo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15377", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3172: employee Leila R., hired 02 September 2022, separated 23 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3172?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15378", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Zoya reports to Kenji.\n- Kenji reports to Ingrid.\n- Viktor reports to Mara.\n- Ravi works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mara works for Ironwood Manufacturing.\n- Viktor works for Pinnacle Software.\n- Atlas Freight was founded in 1993.\n- Callum reports to Ravi.\n- Crescent Telecom was founded in 1986.\n- Dmitri works for Atlas Freight.\n- Tobias works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Porto.\n- Pinnacle Software is headquartered in Adelaide.\n- Dmitri reports to Viktor.\n- Callum works for Pinnacle Software.\n- Hana works for Atlas Freight.\n- Mara reports to Nadia.\n- Ironwood Manufacturing was founded in 2008.\n- Nadia works for Atlas Freight.\n- Pinnacle Software was founded in 1977.\n- Hana reports to Callum.\n- Sofia works for Pinnacle Software.\n- Nadia reports to Hana.\n- Zoya works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Ravi reports to Tobias.\n- Tobias reports to Sofia.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15380", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4905: employee Ravi K., hired 28 March 2021, separated 14 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4905?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15381", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1999.\n- Sanne works for Pinnacle Software.\n- Jonas reports to Stefan.\n- Jonas works for Helios Logistics.\n- Nadia works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Anders reports to Jonas.\n- Cobalt Health is headquartered in Valencia.\n- Pinnacle Software is headquartered in Nagoya.\n- Ingrid works for Cobalt Health.\n- Ravi works for Helios Logistics.\n- Nadia reports to Ingrid.\n- Helios Logistics is headquartered in Valencia.\n- Hana reports to Anders.\n- Stefan reports to Sanne.\n- Anders works for Helios Logistics.\n- Pinnacle Software was founded in 1983.\n- Stefan works for Helios Logistics.\n- Ingrid reports to Ravi.\n- Ravi reports to Hana.\n- Helios Logistics was founded in 1980.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15383", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2760: employee Ingrid R., hired 22 September 2023, separated 20 June 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-2760 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,000", "2": "$30,333", "3": "$4,462"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15384", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6136: employee Priya B., hired 28 December 2022, separated 06 April 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6136?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Omar works for Cedar Retail Group.\n- Priya reports to Callum.\n- Sofia works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Yuki reports to Ingrid.\n- Mara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1984.\n- Callum reports to Deshawn.\n- Beacon Insurance is headquartered in Oslo.\n- Atlas Freight was founded in 1992.\n- Zoya works for Atlas Freight.\n- Ravi reports to Omar.\n- Cedar Retail Group is headquartered in Leeds.\n- Tessa reports to Sanne.\n- Yuki works for Beacon Insurance.\n- Ingrid works for Cedar Retail Group.\n- Zoya reports to Ravi.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Cedar Retail Group was founded in 1987.\n- Ingrid reports to Sofia.\n- Pinnacle Software is headquartered in Valencia.\n- Beacon Insurance was founded in 1986.\n- Mara reports to Yuki.\n- Sofia reports to Zoya.\n- Sanne works for Beacon Insurance.\n- Omar reports to Tessa.\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Mara.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15386", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8775: employee Tessa M., hired 02 July 2021, separated 26 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8775?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Tobias reports to Viktor.\n- Aisha reports to Chiara.\n- Yuki works for Pinnacle Software.\n- Amara reports to Pablo.\n- Chiara works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Pablo reports to Dmitri.\n- Fernhill Foods was founded in 2013.\n- Dmitri works for Cobalt Health.\n- Viktor reports to Yuki.\n- Yuki reports to Amara.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 1975.\n- Fernhill Foods is headquartered in Adelaide.\n- Cobalt Health is headquartered in Turku.\n- Amara works for Cobalt Health.\n- Sanne reports to Bruno.\n- Tobias works for Pinnacle Software.\n- Cobalt Health was founded in 2006.\n- Chiara reports to Sanne.\n- Jonas reports to Tobias.\n- Pablo works for Cobalt Health.\n- Dmitri reports to Aisha.\n- Pinnacle Software was founded in 1993.\n- Sanne works for Helios Logistics.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Bruno works for Helios Logistics.\n- Bruno reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2007.\n- Deshawn reports to Jonas.\n- Ravi works for Beacon Insurance.\n- Bluepine Aviation was founded in 1994.\n- Callum reports to Aisha.\n- Cedar Retail Group is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Brno.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha reports to Deshawn.\n- Stefan reports to Omar.\n- Jonas reports to Stefan.\n- Ironwood Manufacturing was founded in 1983.\n- Beacon Insurance is headquartered in Adelaide.\n- Zoya works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Jonas works for Beacon Insurance.\n- Zoya reports to Ravi.\n- Aisha works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Deshawn works for Bluepine Aviation.\n- Omar reports to Zoya.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2002", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Wren works for Meridian Bank.\n- Northwind Systems is headquartered in Brno.\n- Stefan reports to Chiara.\n- Meridian Bank was founded in 2011.\n- Vantage Air was founded in 1979.\n- Kenji reports to Bruno.\n- Omar works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Meridian Bank is headquartered in Brno.\n- Chiara reports to Dmitri.\n- Mei works for Meridian Bank.\n- Vantage Air is headquartered in Brno.\n- Deshawn reports to Ingrid.\n- Bruno works for Fernhill Foods.\n- Chiara works for Meridian Bank.\n- Bruno reports to Stefan.\n- Stefan works for Meridian Bank.\n- Mei reports to Deshawn.\n- Deshawn works for Fernhill Foods.\n- Northwind Systems was founded in 1986.\n- Dmitri reports to Wren.\n- Kenji works for Fernhill Foods.\n- Omar reports to Kenji.\n- Ingrid reports to Omar.\n- Fernhill Foods was founded in 1999.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Hana reports to Elena.\n- Lattice Analytics was founded in 1977.\n- Jonas works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Chiara works for Bluepine Aviation.\n- Tobias reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Austin.\n- Bluepine Aviation was founded in 1992.\n- Nadia works for Lattice Analytics.\n- Cobalt Health was founded in 2002.\n- Jonas reports to Deshawn.\n- Pablo reports to Ingrid.\n- Pablo works for Bluepine Aviation.\n- Elena works for Lattice Analytics.\n- Nadia reports to Amara.\n- Cobalt Health is headquartered in Austin.\n- Ingrid reports to Chiara.\n- Hana works for Bluepine Aviation.\n- Amara reports to Tobias.\n- Elena reports to Jonas.\n- Deshawn reports to Nadia.\n- Chiara reports to Priya.\n- Priya reports to Hana.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 2012.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Callum reports to Sanne.\n- Mateo reports to Bruno.\n- Bluepine Aviation was founded in 1984.\n- Amara reports to Mateo.\n- Kenji reports to Amara.\n- Bruno reports to Jonas.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Kenji.\n- Bluepine Aviation is headquartered in Leeds.\n- Jonas works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Summit Energy was founded in 1987.\n- Cedar Retail Group was founded in 2004.\n- Kenji works for Atlas Freight.\n- Summit Energy is headquartered in Tallinn.\n- Amara works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Atlas Freight was founded in 1981.\n- Mateo works for Cedar Retail Group.\n- Tobias reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15393", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8309: employee Mateo M., hired 21 February 2024, separated 19 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-8309 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$9,000", "2": "$30,333", "3": "$525"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Lucia.\n- Sofia reports to Jonas.\n- Crescent Telecom is headquartered in Oslo.\n- Ravi works for Atlas Freight.\n- Ravi reports to Priya.\n- Sofia works for Crescent Telecom.\n- Atlas Freight is headquartered in Adelaide.\n- Priya reports to Sofia.\n- Vantage Air was founded in 1975.\n- Kenji reports to Mateo.\n- Lucia works for Atlas Freight.\n- Jonas reports to Callum.\n- Crescent Telecom was founded in 1975.\n- Vantage Air is headquartered in Oslo.\n- Atlas Freight was founded in 1985.\n- Kenji works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Cedar Retail Group was founded in 2002.\n- Cedar Retail Group is headquartered in Austin.\n- Jonas works for Vantage Air.\n- Priya works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Lucia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15395", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Priya reports to Chiara.\n- Yuki works for Vantage Air.\n- Sofia reports to Leila.\n- Bruno works for Ironwood Manufacturing.\n- Stefan works for Vantage Air.\n- Mateo works for Atlas Freight.\n- Priya works for Vantage Air.\n- Beacon Insurance was founded in 1977.\n- Jonas reports to Mateo.\n- Emeka works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1994.\n- Emeka reports to Bruno.\n- Beacon Insurance is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Chiara reports to Hana.\n- Leila works for Beacon Insurance.\n- Aisha works for Atlas Freight.\n- Vantage Air was founded in 2011.\n- Mateo reports to Aisha.\n- Hana works for Vantage Air.\n- Atlas Freight was founded in 1997.\n- Hana reports to Emeka.\n- Aisha reports to Sofia.\n- Chiara works for Ironwood Manufacturing.\n- Bruno reports to Stefan.\n- Leila reports to Priya.\n- Yuki reports to Jonas.\n- Atlas Freight is headquartered in Ghent.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15396", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 August 2025): For employees hired on or after 29 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3682: employee Zoya M., hired 25 January 2025, separated 17 October 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-3682 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$2,975", "2": "$6,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15397", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4667: employee Chiara A., hired 27 May 2021, separated 18 January 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4667?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15398", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1991.\n- Mara works for Lattice Analytics.\n- Sanne reports to Sofia.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Lattice Analytics was founded in 1975.\n- Beacon Insurance was founded in 2005.\n- Yuki reports to Stefan.\n- Ravi works for Lattice Analytics.\n- Nadia reports to Zoya.\n- Sanne works for Beacon Insurance.\n- Pablo works for Fernhill Foods.\n- Stefan works for Lattice Analytics.\n- Cobalt Health is headquartered in Malmo.\n- Priya reports to Pablo.\n- Fernhill Foods was founded in 1983.\n- Ravi reports to Priya.\n- Fernhill Foods is headquartered in Ghent.\n- Nadia works for Beacon Insurance.\n- Zoya reports to Ravi.\n- Yuki works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Lattice Analytics is headquartered in Bergen.\n- Sofia reports to Mara.\n- Pablo reports to Sanne.\n- Sofia works for Lattice Analytics.\n- Stefan reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1991.\n- Sanne reports to Ingrid.\n- Mara works for Beacon Insurance.\n- Ingrid reports to Pablo.\n- Nadia works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lucia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1978.\n- Stefan reports to Nadia.\n- Ravi reports to Viktor.\n- Pablo works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Malmo.\n- Omar works for Beacon Insurance.\n- Viktor reports to Tobias.\n- Lucia reports to Stefan.\n- Nadia reports to Mara.\n- Pablo reports to Sofia.\n- Beacon Insurance was founded in 2010.\n- Ingrid works for Beacon Insurance.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 1979.\n- Omar reports to Sanne.\n- Viktor works for Cobalt Health.\n- Beacon Insurance is headquartered in Malmo.\n- Cobalt Health is headquartered in Malmo.\n- Mara reports to Omar.\n- Tobias works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Sanne works for Beacon Insurance.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15401", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Zoya reports to Hana.\n- Vantage Air is headquartered in Bergen.\n- Chiara reports to Dmitri.\n- Mateo reports to Callum.\n- Viktor works for Vantage Air.\n- Anders works for Vantage Air.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Austin.\n- Anders reports to Chiara.\n- Ironwood Manufacturing was founded in 2010.\n- Callum works for Ironwood Manufacturing.\n- Ingrid reports to Anders.\n- Atlas Freight is headquartered in Austin.\n- Callum reports to Zoya.\n- Crescent Telecom is headquartered in Bergen.\n- Yuki reports to Tobias.\n- Dmitri reports to Mateo.\n- Leila reports to Viktor.\n- Chiara works for Crescent Telecom.\n- Mateo works for Atlas Freight.\n- Dmitri works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Hana reports to Yuki.\n- Leila works for Crescent Telecom.\n- Vantage Air was founded in 2000.\n- Viktor reports to Ingrid.\n- Zoya works for Vantage Air.\n- Hana works for Atlas Freight.\n- Crescent Telecom was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15403", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4307: employee Jonas A., hired 09 August 2023, separated 30 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4307?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15404", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3345: employee Lucia R., hired 18 October 2022, separated 17 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3345?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15405", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6653: employee Omar K., hired 16 June 2022, separated 07 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6653?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2006.\n- Bluepine Aviation was founded in 1986.\n- Mei reports to Lucia.\n- Amara reports to Wren.\n- Sanne reports to Yuki.\n- Meridian Bank is headquartered in Porto.\n- Lattice Analytics was founded in 2010.\n- Jonas works for Meridian Bank.\n- Pablo reports to Amara.\n- Lucia works for Meridian Bank.\n- Lattice Analytics is headquartered in Lyon.\n- Meridian Bank was founded in 1994.\n- Cedar Retail Group is headquartered in Porto.\n- Wren reports to Sanne.\n- Wren works for Meridian Bank.\n- Amara works for Bluepine Aviation.\n- Yuki works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lucia reports to Jonas.\n- Pablo works for Lattice Analytics.\n- Yuki reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15407", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15408", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 2002.\n- Mara works for Beacon Insurance.\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software is headquartered in Austin.\n- Amara works for Vantage Air.\n- Jonas works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Omar works for Vantage Air.\n- Stefan works for Beacon Insurance.\n- Tessa reports to Stefan.\n- Jonas reports to Chiara.\n- Amara reports to Jonas.\n- Zoya works for Bluepine Aviation.\n- Pinnacle Software was founded in 2001.\n- Zoya reports to Amara.\n- Vantage Air was founded in 1996.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Bergen.\n- Stefan reports to Omar.\n- Omar reports to Mara.\n- Mara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15410", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1098: employee Felix S., hired 05 October 2022, separated 16 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1098?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Yuki reports to Kenji.\n- Cobalt Health is headquartered in Brno.\n- Sanne works for Pinnacle Software.\n- Sofia works for Cobalt Health.\n- Elena reports to Sofia.\n- Sanne reports to Elena.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Brno.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 2015.\n- Tessa reports to Yuki.\n- Anders reports to Jonas.\n- Anders works for Cobalt Health.\n- Pinnacle Software was founded in 1999.\n- Yuki works for Cobalt Health.\n- Pinnacle Software is headquartered in Austin.\n- Meridian Bank was founded in 1979.\n- Sofia reports to Amara.\n- Tessa works for Pinnacle Software.\n- Meridian Bank is headquartered in Brno.\n- Kenji reports to Zoya.\n- Zoya reports to Anders.\n- Elena works for Beacon Insurance.\n- Jonas works for Meridian Bank.\n- Jonas reports to Sanne.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15412", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1218: employee Aisha B., hired 18 May 2021, separated 26 November 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1218?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15413", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6884: employee Chiara R., hired 07 June 2022, separated 30 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6884?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15414", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5069: employee Amara M., hired 02 October 2021, separated 17 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5069?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15415", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15416", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15417", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15418", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15419", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 5, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1915: employee Hana R., hired 22 January 2022, separated 13 December 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1915?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Jonas.\n- Nadia works for Cedar Retail Group.\n- Felix reports to Nadia.\n- Cedar Retail Group was founded in 2005.\n- Jonas works for Pinnacle Software.\n- Fernhill Foods is headquartered in Oslo.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software was founded in 1988.\n- Felix works for Pinnacle Software.\n- Ravi reports to Ingrid.\n- Fernhill Foods was founded in 1981.\n- Stefan works for Fernhill Foods.\n- Jonas reports to Chiara.\n- Northwind Systems was founded in 2004.\n- Nadia reports to Stefan.\n- Pinnacle Software is headquartered in Dunedin.\n- Kenji reports to Felix.\n- Cedar Retail Group is headquartered in Dunedin.\n- Kenji works for Fernhill Foods.\n- Ravi works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Stefan reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Omar works for Lattice Analytics.\n- Ingrid works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Omar.\n- Viktor works for Beacon Insurance.\n- Chiara reports to Yuki.\n- Lattice Analytics was founded in 1999.\n- Sofia reports to Viktor.\n- Beacon Insurance was founded in 1981.\n- Ironwood Manufacturing was founded in 1976.\n- Tobias works for Ironwood Manufacturing.\n- Chiara works for Lattice Analytics.\n- Elena works for Ironwood Manufacturing.\n- Viktor reports to Amara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Summit Energy is headquartered in Austin.\n- Zoya reports to Tobias.\n- Mei reports to Elena.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya works for Summit Energy.\n- Omar reports to Dmitri.\n- Amara works for Beacon Insurance.\n- Summit Energy was founded in 2002.\n- Ingrid reports to Zoya.\n- Dmitri reports to Ingrid.\n- Mei works for Beacon Insurance.\n- Tobias reports to Mei.\n- Amara reports to Chiara.\n- Beacon Insurance is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Amara reports to Felix.\n- Mei reports to Anders.\n- Bluepine Aviation was founded in 1976.\n- Lattice Analytics was founded in 2014.\n- Chiara reports to Dmitri.\n- Vantage Air is headquartered in Porto.\n- Jonas reports to Amara.\n- Bruno works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Emeka reports to Pablo.\n- Felix reports to Mei.\n- Helios Logistics was founded in 1981.\n- Mei works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.\n- Felix works for Helios Logistics.\n- Emeka works for Bluepine Aviation.\n- Dmitri works for Vantage Air.\n- Amara works for Bluepine Aviation.\n- Bruno reports to Viktor.\n- Pablo works for Lattice Analytics.\n- Anders reports to Emeka.\n- Helios Logistics is headquartered in Malmo.\n- Viktor reports to Hana.\n- Chiara works for Lattice Analytics.\n- Dmitri reports to Bruno.\n- Vantage Air was founded in 1997.\n- Bluepine Aviation is headquartered in Bergen.\n- Hana reports to Jonas.\n- Lattice Analytics is headquartered in Porto.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Crescent Telecom was founded in 2005.\n- Chiara reports to Amara.\n- Mei works for Cobalt Health.\n- Meridian Bank is headquartered in Turku.\n- Lucia works for Beacon Insurance.\n- Cobalt Health is headquartered in Leeds.\n- Bruno reports to Mei.\n- Mei reports to Pablo.\n- Beacon Insurance is headquartered in Leeds.\n- Emeka reports to Tessa.\n- Amara works for Crescent Telecom.\n- Tessa reports to Felix.\n- Pablo works for Beacon Insurance.\n- Ravi works for Meridian Bank.\n- Ravi reports to Bruno.\n- Pablo reports to Chiara.\n- Cobalt Health was founded in 1994.\n- Lucia reports to Ravi.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Bruno works for Crescent Telecom.\n- Felix works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Felix reports to Lucia.\n- Crescent Telecom is headquartered in Basel.\n- Meridian Bank was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2009", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15424", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15425", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15426", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Lattice Analytics was founded in 2002.\n- Wren reports to Viktor.\n- Viktor reports to Jonas.\n- Callum reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Cobalt Health is headquartered in Cork.\n- Sanne works for Vantage Air.\n- Mara works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Felix works for Vantage Air.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 1993.\n- Cobalt Health was founded in 1996.\n- Ingrid works for Cobalt Health.\n- Callum works for Vantage Air.\n- Jonas works for Lattice Analytics.\n- Mara reports to Bruno.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 2007.\n- Dmitri reports to Sanne.\n- Viktor works for Lattice Analytics.\n- Vantage Air is headquartered in Bergen.\n- Sanne reports to Wren.\n- Bruno reports to Callum.\n- Elena reports to Mara.\n- Felix reports to Ingrid.\n- Wren works for Vantage Air.\n- Hana reports to Dmitri.\n- Ingrid reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2011.\n- Yuki reports to Aisha.\n- Atlas Freight is headquartered in Cork.\n- Mateo reports to Elena.\n- Emeka works for Summit Energy.\n- Cedar Retail Group is headquartered in Lyon.\n- Crescent Telecom is headquartered in Oslo.\n- Sofia works for Summit Energy.\n- Atlas Freight was founded in 2011.\n- Aisha reports to Wren.\n- Callum works for Cedar Retail Group.\n- Yuki works for Crescent Telecom.\n- Sofia reports to Callum.\n- Chiara works for Summit Energy.\n- Callum reports to Pablo.\n- Mateo works for Crescent Telecom.\n- Wren reports to Chiara.\n- Ingrid works for Cedar Retail Group.\n- Jonas works for Atlas Freight.\n- Chiara reports to Jonas.\n- Pablo reports to Ingrid.\n- Crescent Telecom was founded in 1981.\n- Elena reports to Yuki.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Ingrid reports to Mateo.\n- Pablo works for Atlas Freight.\n- Summit Energy was founded in 1998.\n- Jonas reports to Emeka.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15429", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Helios Logistics was founded in 1993.\n- Stefan works for Lattice Analytics.\n- Callum reports to Wren.\n- Nadia reports to Dmitri.\n- Ironwood Manufacturing was founded in 2000.\n- Amara works for Helios Logistics.\n- Tessa reports to Yuki.\n- Wren reports to Sofia.\n- Vantage Air is headquartered in Tampere.\n- Lucia reports to Nadia.\n- Kenji works for Lattice Analytics.\n- Vantage Air was founded in 2000.\n- Lattice Analytics is headquartered in Cork.\n- Stefan reports to Tessa.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Hana reports to Amara.\n- Sofia works for Helios Logistics.\n- Hana works for Vantage Air.\n- Dmitri works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Wren works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Yuki reports to Hana.\n- Amara reports to Kenji.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1983.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Callum reports to Elena.\n- Emeka reports to Tobias.\n- Mateo works for Crescent Telecom.\n- Elena reports to Stefan.\n- Yuki works for Summit Energy.\n- Stefan reports to Emeka.\n- Yuki reports to Tessa.\n- Helios Logistics is headquartered in Bergen.\n- Helios Logistics was founded in 2001.\n- Tessa reports to Mateo.\n- Omar reports to Callum.\n- Summit Energy is headquartered in Leeds.\n- Emeka works for Crescent Telecom.\n- Stefan works for Summit Energy.\n- Tobias reports to Yuki.\n- Tessa works for Pinnacle Software.\n- Felix works for Helios Logistics.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1989.\n- Omar works for Summit Energy.\n- Callum works for Summit Energy.\n- Mateo reports to Felix.\n- Tobias works for Helios Logistics.\n- Crescent Telecom was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Kenji reports to Omar.\n- Sofia works for Beacon Insurance.\n- Summit Energy is headquartered in Tallinn.\n- Deshawn works for Pinnacle Software.\n- Omar reports to Elena.\n- Chiara works for Pinnacle Software.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn reports to Mateo.\n- Jonas reports to Mei.\n- Sofia reports to Chiara.\n- Pinnacle Software was founded in 1995.\n- Sanne works for Lattice Analytics.\n- Beacon Insurance was founded in 1992.\n- Chiara reports to Jonas.\n- Mateo reports to Yuki.\n- Summit Energy was founded in 1981.\n- Sanne reports to Deshawn.\n- Mei reports to Kenji.\n- Yuki reports to Viktor.\n- Yuki works for Summit Energy.\n- Lattice Analytics was founded in 2003.\n- Mei works for Lattice Analytics.\n- Viktor reports to Sofia.\n- Kenji works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Mateo works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Viktor works for Lattice Analytics.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15433", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 June 2025): For employees hired on or after 08 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5871: employee Callum M., hired 25 August 2022, separated 29 January 2027 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5871?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15434", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2404: employee Elena M., hired 14 November 2019, separated 28 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2404?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15435", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 39570 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15436", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1996.\n- Bruno works for Pinnacle Software.\n- Hana reports to Aisha.\n- Hana works for Cobalt Health.\n- Mei reports to Jonas.\n- Crescent Telecom was founded in 2009.\n- Bruno reports to Zoya.\n- Dmitri reports to Mei.\n- Mateo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Lyon.\n- Cobalt Health was founded in 2007.\n- Nadia works for Pinnacle Software.\n- Zoya reports to Hana.\n- Aisha works for Pinnacle Software.\n- Cobalt Health is headquartered in Porto.\n- Aisha reports to Nadia.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas works for Crescent Telecom.\n- Pablo reports to Mateo.\n- Pablo works for Ironwood Manufacturing.\n- Mateo reports to Ravi.\n- Ravi works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ravi reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Dmitri works for Ironwood Manufacturing.\n- Jonas reports to Bruno.\n- Ingrid reports to Dmitri.\n- Zoya works for Ironwood Manufacturing.\n- Mei works for Cobalt Health.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1972", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15438", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Priya.\n- Summit Energy was founded in 2002.\n- Felix works for Vantage Air.\n- Helios Logistics is headquartered in Dunedin.\n- Aisha works for Helios Logistics.\n- Anders works for Meridian Bank.\n- Bruno reports to Felix.\n- Vantage Air was founded in 2005.\n- Anders reports to Bruno.\n- Vantage Air is headquartered in Valencia.\n- Leila works for Vantage Air.\n- Kenji works for Vantage Air.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid reports to Aisha.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Ingrid works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Aisha reports to Leila.\n- Summit Energy is headquartered in Cork.\n- Leila reports to Anders.\n- Meridian Bank was founded in 2014.\n- Priya reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1990.\n- Bruno works for Fernhill Foods.\n- Tobias reports to Aisha.\n- Ravi works for Summit Energy.\n- Priya works for Cobalt Health.\n- Summit Energy was founded in 1994.\n- Emeka works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Summit Energy is headquartered in Bergen.\n- Mara works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Deshawn reports to Omar.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Ravi.\n- Ravi reports to Mara.\n- Aisha reports to Deshawn.\n- Priya reports to Felix.\n- Fernhill Foods is headquartered in Bergen.\n- Omar reports to Bruno.\n- Cobalt Health is headquartered in Leeds.\n- Fernhill Foods was founded in 1979.\n- Felix reports to Emeka.\n- Omar works for Lattice Analytics.\n- Felix works for Summit Energy.\n- Lattice Analytics is headquartered in Bergen.\n- Mara reports to Priya.\n- Lattice Analytics was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cedar Retail Group.\n- Mara works for Helios Logistics.\n- Kenji reports to Chiara.\n- Omar works for Helios Logistics.\n- Amara reports to Pablo.\n- Pablo reports to Mara.\n- Dmitri reports to Yuki.\n- Kenji works for Northwind Systems.\n- Tobias reports to Omar.\n- Cedar Retail Group is headquartered in Lyon.\n- Dmitri works for Northwind Systems.\n- Chiara reports to Tobias.\n- Northwind Systems is headquartered in Cork.\n- Mara reports to Dmitri.\n- Northwind Systems was founded in 1993.\n- Pablo works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Yuki reports to Jonas.\n- Vantage Air is headquartered in Lyon.\n- Cedar Retail Group was founded in 1999.\n- Tobias works for Vantage Air.\n- Helios Logistics is headquartered in Adelaide.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Helios Logistics was founded in 2000.\n- Omar reports to Amara.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Amara.\n- Bruno works for Summit Energy.\n- Leila works for Pinnacle Software.\n- Anders reports to Deshawn.\n- Amara works for Summit Energy.\n- Pinnacle Software was founded in 1977.\n- Mateo reports to Sanne.\n- Amara reports to Ingrid.\n- Sanne works for Bluepine Aviation.\n- Summit Energy is headquartered in Bergen.\n- Pablo works for Beacon Insurance.\n- Summit Energy was founded in 1978.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Turku.\n- Mateo works for Bluepine Aviation.\n- Leila reports to Anders.\n- Beacon Insurance is headquartered in Dunedin.\n- Callum works for Pinnacle Software.\n- Kenji works for Bluepine Aviation.\n- Chiara reports to Leila.\n- Callum reports to Bruno.\n- Ingrid reports to Chiara.\n- Bluepine Aviation was founded in 1986.\n- Kenji reports to Pablo.\n- Deshawn works for Pinnacle Software.\n- Sanne reports to Callum.\n- Beacon Insurance was founded in 2000.\n- Chiara works for Pinnacle Software.\n- Ingrid works for Summit Energy.\n- Deshawn reports to Mateo.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15443", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15444", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mara.\n- Sofia works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias works for Helios Logistics.\n- Pinnacle Software was founded in 1998.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Mara reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Dmitri works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Ghent.\n- Tobias reports to Wren.\n- Dmitri reports to Amara.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Wren works for Ironwood Manufacturing.\n- Amara reports to Yuki.\n- Atlas Freight was founded in 1996.\n- Yuki reports to Tobias.\n- Pinnacle Software is headquartered in Leeds.\n- Sofia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1994", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Nadia.\n- Nadia works for Summit Energy.\n- Tobias reports to Felix.\n- Beacon Insurance is headquartered in Austin.\n- Felix works for Beacon Insurance.\n- Stefan reports to Elena.\n- Nadia reports to Anders.\n- Lattice Analytics was founded in 1981.\n- Northwind Systems was founded in 1987.\n- Tobias works for Northwind Systems.\n- Lattice Analytics is headquartered in Valencia.\n- Elena works for Lattice Analytics.\n- Elena reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Priya works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Stefan works for Summit Energy.\n- Sanne reports to Yuki.\n- Yuki works for Summit Energy.\n- Anders works for Northwind Systems.\n- Summit Energy was founded in 2014.\n- Beacon Insurance was founded in 1990.\n- Sanne works for Northwind Systems.\n- Summit Energy is headquartered in Austin.\n- Anders reports to Sanne.\n- Deshawn reports to Priya.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15447", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1820: employee Kenji M., hired 16 December 2024, separated 31 August 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1820?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15448", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "requests a receipt or invoice", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15449", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9776: employee Bruno A., hired 22 April 2022, separated 06 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9776?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15450", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 July 2025): For employees hired on or after 29 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9441: employee Mei M., hired 26 January 2025, separated 04 January 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9441?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1986.\n- Aisha works for Helios Logistics.\n- Callum reports to Elena.\n- Mei reports to Tessa.\n- Viktor works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Chiara reports to Tobias.\n- Ingrid works for Summit Energy.\n- Leila reports to Aisha.\n- Elena reports to Leila.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 2007.\n- Helios Logistics is headquartered in Austin.\n- Ingrid reports to Mei.\n- Beacon Insurance was founded in 1988.\n- Zoya reports to Wren.\n- Chiara works for Helios Logistics.\n- Tobias reports to Callum.\n- Wren reports to Ingrid.\n- Summit Energy is headquartered in Tampere.\n- Tessa reports to Viktor.\n- Viktor reports to Chiara.\n- Elena works for Beacon Insurance.\n- Tessa works for Summit Energy.\n- Mei works for Helios Logistics.\n- Leila works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Beacon Insurance is headquartered in Bergen.\n- Callum works for Summit Energy.\n- Helios Logistics was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1991", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15452", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1976: employee Tobias B., hired 13 November 2022, separated 13 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1976?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2004.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Callum reports to Omar.\n- Hana works for Crescent Telecom.\n- Tobias works for Atlas Freight.\n- Yuki reports to Callum.\n- Hana reports to Yuki.\n- Omar reports to Pablo.\n- Atlas Freight is headquartered in Dunedin.\n- Jonas works for Crescent Telecom.\n- Meridian Bank was founded in 2000.\n- Pablo reports to Dmitri.\n- Dmitri reports to Jonas.\n- Crescent Telecom is headquartered in Valencia.\n- Pablo works for Atlas Freight.\n- Jonas reports to Tobias.\n- Meridian Bank is headquartered in Brno.\n- Fernhill Foods was founded in 1999.\n- Atlas Freight was founded in 2009.\n- Yuki works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15454", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15455", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Stefan works for Summit Energy.\n- Zoya reports to Elena.\n- Beacon Insurance is headquartered in Oslo.\n- Mara works for Beacon Insurance.\n- Jonas reports to Mara.\n- Lucia reports to Jonas.\n- Tessa works for Summit Energy.\n- Lattice Analytics was founded in 2009.\n- Summit Energy was founded in 1977.\n- Lucia works for Lattice Analytics.\n- Elena works for Beacon Insurance.\n- Stefan reports to Zoya.\n- Yuki reports to Lucia.\n- Chiara reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Zoya works for Lattice Analytics.\n- Tessa reports to Yuki.\n- Helios Logistics is headquartered in Brno.\n- Viktor works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Sofia reports to Deshawn.\n- Helios Logistics was founded in 1997.\n- Viktor reports to Tessa.\n- Mara reports to Stefan.\n- Deshawn reports to Viktor.\n- Chiara works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2001.\n- Crescent Telecom is headquartered in Brno.\n- Mateo reports to Anders.\n- Helios Logistics is headquartered in Austin.\n- Callum works for Crescent Telecom.\n- Mara works for Helios Logistics.\n- Beacon Insurance was founded in 1992.\n- Sanne works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Anders works for Helios Logistics.\n- Callum reports to Mateo.\n- Nadia reports to Deshawn.\n- Beacon Insurance is headquartered in Austin.\n- Wren reports to Nadia.\n- Wren works for Crescent Telecom.\n- Deshawn reports to Mara.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics was founded in 1977.\n- Lattice Analytics is headquartered in Lyon.\n- Anders reports to Wren.\n- Crescent Telecom was founded in 2001.\n- Nadia works for Crescent Telecom.\n- Sanne reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15458", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 October 2022): For employees hired on or after 10 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6571: employee Mara A., hired 21 March 2021, separated 29 December 2022 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-6571?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15459", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 June 2023): For employees hired on or after 09 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9410: employee Jonas A., hired 27 December 2019, separated 12 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9410?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15460", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15461", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7637: employee Pablo B., hired 10 October 2023, separated 26 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7637?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Crescent Telecom.\n- Wren reports to Mei.\n- Lattice Analytics is headquartered in Basel.\n- Omar works for Crescent Telecom.\n- Wren works for Meridian Bank.\n- Summit Energy was founded in 1995.\n- Mateo works for Summit Energy.\n- Chiara reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Omar reports to Mateo.\n- Deshawn reports to Omar.\n- Chiara works for Meridian Bank.\n- Mateo reports to Leila.\n- Lattice Analytics was founded in 1977.\n- Crescent Telecom is headquartered in Basel.\n- Meridian Bank is headquartered in Basel.\n- Mei reports to Stefan.\n- Stefan reports to Chiara.\n- Leila works for Crescent Telecom.\n- Summit Energy is headquartered in Basel.\n- Stefan works for Crescent Telecom.\n- Meridian Bank was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15463", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Austin.\n- Zoya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Valencia.\n- Jonas reports to Deshawn.\n- Omar works for Pinnacle Software.\n- Pablo reports to Sanne.\n- Chiara works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Deshawn reports to Zoya.\n- Bluepine Aviation was founded in 1982.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Pablo works for Bluepine Aviation.\n- Meridian Bank was founded in 2011.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Pinnacle Software is headquartered in Halifax.\n- Zoya reports to Omar.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods was founded in 2002.\n- Chiara reports to Pablo.\n- Yuki reports to Chiara.\n- Omar reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15465", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6731: employee Jonas M., hired 17 January 2024, separated 26 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6731?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15466", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 88547 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15467", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3166: employee Leila A., hired 30 June 2021, separated 15 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3166?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15468", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15469", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15470", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 37501\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2014.\n- Mara works for Bluepine Aviation.\n- Northwind Systems is headquartered in Nagoya.\n- Northwind Systems was founded in 2002.\n- Wren works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Wren reports to Ingrid.\n- Bluepine Aviation was founded in 1988.\n- Yuki reports to Priya.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum works for Northwind Systems.\n- Zoya reports to Callum.\n- Yuki works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 1988.\n- Callum reports to Anders.\n- Bluepine Aviation is headquartered in Nagoya.\n- Anders works for Northwind Systems.\n- Aisha reports to Yuki.\n- Priya works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Zoya.\n- Mara reports to Wren.\n- Priya reports to Jonas.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15472", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15474", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15475", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7884: employee Stefan A., hired 08 June 2022, separated 08 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7884?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15476", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1999.\n- Kenji works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Wren works for Cobalt Health.\n- Wren reports to Priya.\n- Sofia reports to Jonas.\n- Omar reports to Amara.\n- Priya reports to Kenji.\n- Kenji reports to Leila.\n- Atlas Freight is headquartered in Brno.\n- Mateo reports to Sanne.\n- Felix reports to Sofia.\n- Mateo works for Cobalt Health.\n- Felix works for Atlas Freight.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 1982.\n- Jonas reports to Omar.\n- Amara works for Vantage Air.\n- Sanne reports to Wren.\n- Tessa works for Beacon Insurance.\n- Omar works for Vantage Air.\n- Sanne works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 2007.\n- Jonas works for Cobalt Health.\n- Amara reports to Tessa.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Priya works for Vantage Air.\n- Leila reports to Felix.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15478", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1183: employee Kenji S., hired 29 July 2022, separated 24 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1183?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15479", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2485: employee Callum B., hired 16 September 2020, separated 18 October 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-2485 under the controlling rules.", "criteria": {"0": "$20,500", "1": "$88,400", "2": "$19,400", "3": "$20,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15480", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Emeka.\n- Ravi reports to Elena.\n- Elena works for Northwind Systems.\n- Anders reports to Tobias.\n- Lattice Analytics is headquartered in Porto.\n- Sofia works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Pablo works for Meridian Bank.\n- Atlas Freight was founded in 1979.\n- Priya reports to Anders.\n- Ravi works for Meridian Bank.\n- Viktor reports to Ravi.\n- Mateo works for Atlas Freight.\n- Emeka works for Meridian Bank.\n- Dmitri reports to Pablo.\n- Dmitri works for Lattice Analytics.\n- Mateo reports to Priya.\n- Northwind Systems is headquartered in Porto.\n- Lattice Analytics was founded in 1989.\n- Priya works for Meridian Bank.\n- Elena reports to Dmitri.\n- Sofia reports to Viktor.\n- Tobias works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Atlas Freight is headquartered in Porto.\n- Northwind Systems was founded in 2015.\n- Tobias reports to Sofia.\n- Viktor works for Atlas Freight.\n- Meridian Bank is headquartered in Malmo.\n- Meridian Bank was founded in 2014.\n- Emeka reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15482", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 85054, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Northwind Systems was founded in 1986.\n- Deshawn reports to Sofia.\n- Summit Energy was founded in 2014.\n- Summit Energy is headquartered in Basel.\n- Omar reports to Tessa.\n- Omar works for Northwind Systems.\n- Emeka reports to Mateo.\n- Priya reports to Lucia.\n- Mateo reports to Deshawn.\n- Amara works for Cobalt Health.\n- Atlas Freight is headquartered in Halifax.\n- Bruno reports to Callum.\n- Atlas Freight was founded in 1981.\n- Bruno works for Atlas Freight.\n- Yuki works for Northwind Systems.\n- Deshawn works for Summit Energy.\n- Yuki reports to Amara.\n- Callum reports to Emeka.\n- Emeka works for Cobalt Health.\n- Callum works for Summit Energy.\n- Cobalt Health is headquartered in Malmo.\n- Lucia works for Cobalt Health.\n- Sofia works for Atlas Freight.\n- Sofia reports to Omar.\n- Amara reports to Priya.\n- Tessa works for Atlas Freight.\n- Priya works for Summit Energy.\n- Northwind Systems is headquartered in Malmo.\n- Cobalt Health was founded in 2004.\n- Tessa reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15484", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Oslo.\n- Cedar Retail Group was founded in 2007.\n- Hana reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Northwind Systems is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Oslo.\n- Tessa works for Cedar Retail Group.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Mara reports to Mei.\n- Lattice Analytics is headquartered in Malmo.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics was founded in 2009.\n- Mei reports to Tessa.\n- Mateo reports to Sofia.\n- Mateo works for Lattice Analytics.\n- Tessa reports to Chiara.\n- Mei works for Cedar Retail Group.\n- Chiara reports to Mateo.\n- Sofia reports to Hana.\n- Hana works for Cedar Retail Group.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2014.\n- Callum reports to Bruno.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Elena reports to Priya.\n- Vantage Air is headquartered in Leeds.\n- Priya works for Vantage Air.\n- Jonas works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Callum works for Helios Logistics.\n- Pinnacle Software is headquartered in Bergen.\n- Hana works for Ironwood Manufacturing.\n- Vantage Air was founded in 1995.\n- Priya reports to Jonas.\n- Ironwood Manufacturing was founded in 1999.\n- Elena works for Vantage Air.\n- Kenji reports to Callum.\n- Pinnacle Software was founded in 2000.\n- Bruno reports to Hana.\n- Bruno works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Hana reports to Elena.\n- Jonas reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15487", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15488", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5279: employee Mara T., hired 16 February 2021, separated 03 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5279?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15489", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15490", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15491", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6543: employee Tessa S., hired 10 December 2023, separated 13 July 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-6543 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$4,154", "3": "$4,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15492", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15493", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1147: employee Dmitri T., hired 20 December 2020, separated 22 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1147?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Porto.\n- Chiara works for Cedar Retail Group.\n- Wren reports to Pablo.\n- Chiara reports to Jonas.\n- Beacon Insurance is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1981.\n- Pablo reports to Chiara.\n- Hana works for Beacon Insurance.\n- Nadia works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.\n- Nadia reports to Sofia.\n- Deshawn works for Beacon Insurance.\n- Sofia reports to Wren.\n- Cedar Retail Group is headquartered in Porto.\n- Mei works for Beacon Insurance.\n- Mei reports to Nadia.\n- Pablo works for Beacon Insurance.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Wren works for Cedar Retail Group.\n- Jonas reports to Deshawn.\n- Zoya reports to Hana.\n- Deshawn reports to Zoya.\n- Cedar Retail Group was founded in 1994.\n- Summit Energy was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15495", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1010: employee Sofia T., hired 08 October 2023, separated 10 January 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-1010 under the controlling rules.", "criteria": {"0": "$3,900", "1": "$7,500", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1975.\n- Viktor works for Cedar Retail Group.\n- Mei reports to Mara.\n- Lucia works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Bruno reports to Lucia.\n- Cobalt Health is headquartered in Ghent.\n- Mara reports to Callum.\n- Pablo reports to Anders.\n- Mara works for Cobalt Health.\n- Bluepine Aviation is headquartered in Ghent.\n- Cobalt Health was founded in 2005.\n- Bluepine Aviation was founded in 2004.\n- Anders works for Cobalt Health.\n- Anders reports to Bruno.\n- Pablo works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Ghent.\n- Cedar Retail Group was founded in 1994.\n- Ravi works for Cobalt Health.\n- Viktor reports to Ravi.\n- Cedar Retail Group is headquartered in Turku.\n- Callum works for Fernhill Foods.\n- Ravi reports to Mei.\n- Bruno works for Bluepine Aviation.\n- Felix reports to Viktor.\n- Callum reports to Pablo.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15497", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2054: employee Zoya A., hired 05 October 2024, separated 14 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2054?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15498", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15499", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15500", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Anders reports to Sanne.\n- Pablo works for Lattice Analytics.\n- Deshawn works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Sanne reports to Stefan.\n- Deshawn reports to Emeka.\n- Bluepine Aviation is headquartered in Malmo.\n- Ravi works for Cedar Retail Group.\n- Stefan reports to Pablo.\n- Tessa works for Cedar Retail Group.\n- Lattice Analytics was founded in 1975.\n- Emeka reports to Anders.\n- Lattice Analytics is headquartered in Austin.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi reports to Tessa.\n- Bluepine Aviation was founded in 2011.\n- Cedar Retail Group is headquartered in Tallinn.\n- Crescent Telecom was founded in 1996.\n- Anders works for Lattice Analytics.\n- Sanne works for Bluepine Aviation.\n- Pablo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 2005.\n- Wren works for Ironwood Manufacturing.\n- Dmitri works for Cedar Retail Group.\n- Tobias works for Fernhill Foods.\n- Bruno reports to Ingrid.\n- Elena works for Beacon Insurance.\n- Fernhill Foods is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2005.\n- Cedar Retail Group was founded in 1979.\n- Wren reports to Dmitri.\n- Elena reports to Bruno.\n- Callum reports to Wren.\n- Dmitri reports to Kenji.\n- Kenji reports to Tobias.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Kenji reports to Emeka.\n- Zoya reports to Mara.\n- Mara reports to Callum.\n- Bruno works for Cobalt Health.\n- Pinnacle Software was founded in 1996.\n- Kenji works for Pinnacle Software.\n- Callum reports to Bruno.\n- Vantage Air was founded in 1982.\n- Priya works for Northwind Systems.\n- Elena reports to Nadia.\n- Jonas works for Northwind Systems.\n- Cobalt Health was founded in 1980.\n- Wren works for Cobalt Health.\n- Felix works for Vantage Air.\n- Pinnacle Software is headquartered in Malmo.\n- Vantage Air is headquartered in Malmo.\n- Zoya works for Cobalt Health.\n- Nadia reports to Kenji.\n- Callum works for Vantage Air.\n- Mara works for Cobalt Health.\n- Wren reports to Elena.\n- Bruno reports to Wren.\n- Northwind Systems is headquartered in Valencia.\n- Northwind Systems was founded in 1984.\n- Priya reports to Felix.\n- Cobalt Health is headquartered in Valencia.\n- Elena works for Northwind Systems.\n- Emeka reports to Priya.\n- Jonas reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Ravi reports to Priya.\n- Bluepine Aviation was founded in 1992.\n- Stefan reports to Hana.\n- Beacon Insurance was founded in 1979.\n- Stefan works for Beacon Insurance.\n- Pinnacle Software is headquartered in Ghent.\n- Yuki works for Bluepine Aviation.\n- Hana reports to Sofia.\n- Fernhill Foods is headquartered in Basel.\n- Bluepine Aviation is headquartered in Austin.\n- Sofia works for Fernhill Foods.\n- Ravi works for Pinnacle Software.\n- Priya reports to Jonas.\n- Jonas reports to Yuki.\n- Beacon Insurance is headquartered in Austin.\n- Elena reports to Lucia.\n- Aisha works for Bluepine Aviation.\n- Fernhill Foods was founded in 1993.\n- Sofia reports to Wren.\n- Pinnacle Software was founded in 2008.\n- Elena works for Bluepine Aviation.\n- Jonas works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Aisha reports to Elena.\n- Mara reports to Stefan.\n- Mara works for Bluepine Aviation.\n- Wren reports to Ravi.\n- Yuki reports to Aisha.\n- Lucia works for Pinnacle Software.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Helios Logistics is headquartered in Dunedin.\n- Sanne works for Northwind Systems.\n- Pablo reports to Tessa.\n- Omar works for Helios Logistics.\n- Crescent Telecom was founded in 1996.\n- Mara works for Northwind Systems.\n- Tessa works for Helios Logistics.\n- Meridian Bank was founded in 1982.\n- Omar reports to Pablo.\n- Kenji works for Northwind Systems.\n- Amara reports to Sanne.\n- Callum works for Northwind Systems.\n- Tobias works for Meridian Bank.\n- Northwind Systems was founded in 2013.\n- Tessa reports to Stefan.\n- Meridian Bank is headquartered in Dunedin.\n- Mara reports to Tobias.\n- Crescent Telecom is headquartered in Ghent.\n- Northwind Systems is headquartered in Tallinn.\n- Stefan reports to Lucia.\n- Helios Logistics was founded in 2002.\n- Zoya reports to Amara.\n- Callum reports to Mara.\n- Pablo works for Meridian Bank.\n- Tobias reports to Kenji.\n- Lucia works for Crescent Telecom.\n- Kenji reports to Zoya.\n- Lucia reports to Callum.\n- Amara works for Meridian Bank.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Ghent", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15506", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-5 (VERSION 3, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1740: employee Viktor T., hired 20 November 2023, separated 18 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1740?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15507", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 April 2023): For employees hired on or after 06 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7777: employee Mara T., hired 27 November 2021, separated 07 October 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2026-7777 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$3,000", "3": "$2,375"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Ghent.\n- Deshawn works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Sofia reports to Yuki.\n- Bruno works for Atlas Freight.\n- Fernhill Foods was founded in 2008.\n- Atlas Freight is headquartered in Tampere.\n- Priya reports to Bruno.\n- Yuki works for Crescent Telecom.\n- Kenji reports to Sofia.\n- Pinnacle Software was founded in 2004.\n- Tobias reports to Kenji.\n- Priya works for Crescent Telecom.\n- Deshawn reports to Priya.\n- Ingrid reports to Felix.\n- Felix reports to Stefan.\n- Pinnacle Software is headquartered in Lyon.\n- Atlas Freight was founded in 1977.\n- Amara reports to Deshawn.\n- Crescent Telecom is headquartered in Lyon.\n- Sofia works for Atlas Freight.\n- Ingrid works for Pinnacle Software.\n- Stefan works for Crescent Telecom.\n- Bruno reports to Wren.\n- Felix works for Fernhill Foods.\n- Wren reports to Tobias.\n- Amara works for Crescent Telecom.\n- Wren works for Atlas Freight.\n- Crescent Telecom was founded in 1989.\n- Stefan reports to Amara.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15509", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 2, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1726: employee Tobias M., hired 03 January 2023, separated 19 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1726?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1726 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Nadia reports to Sanne.\n- Nadia works for Summit Energy.\n- Pinnacle Software is headquartered in Austin.\n- Pablo works for Pinnacle Software.\n- Stefan reports to Pablo.\n- Kenji works for Helios Logistics.\n- Wren reports to Stefan.\n- Summit Energy was founded in 2005.\n- Pablo reports to Nadia.\n- Mara works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Kenji.\n- Fernhill Foods is headquartered in Dunedin.\n- Wren works for Pinnacle Software.\n- Helios Logistics was founded in 2005.\n- Fernhill Foods was founded in 1980.\n- Kenji reports to Wren.\n- Mara reports to Viktor.\n- Pinnacle Software was founded in 2003.\n- Sanne works for Helios Logistics.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15511", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15512", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 76758, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15513", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9376: employee Sofia R., hired 29 November 2021, separated 28 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9376?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15514", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15515", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15516", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15517", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15518", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15519", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15520", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8203: employee Sofia R., hired 11 February 2024, separated 30 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8203?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15521", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15522", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15523", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6640: employee Chiara A., hired 03 February 2024, separated 08 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6640?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15524", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2299: employee Sanne K., hired 03 April 2022, separated 08 June 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2299?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15525", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6398: employee Mateo B., hired 14 July 2020, separated 27 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6398?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15526", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 July 2025): For employees hired on or after 19 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2989: employee Nadia R., hired 02 December 2021, separated 11 October 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-2989 under the controlling rules.", "criteria": {"0": "$21,438", "1": "$21,850", "2": "$21,350", "3": "$92,517"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15527", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15528", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to text someone", "3": "asks about weather", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15529", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4624: employee Sofia M., hired 21 November 2021, separated 21 June 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-4624 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,300", "2": "$30,333", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15530", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15531", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1263: employee Elena M., hired 11 October 2022, separated 14 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1263?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15532", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4612: employee Zoya T., hired 06 January 2024, separated 22 January 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-4612 under the controlling rules.", "criteria": {"0": "$1,875", "1": "$10,833", "2": "$3,500", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15533", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ravi.\n- Bruno reports to Hana.\n- Pablo works for Pinnacle Software.\n- Northwind Systems was founded in 1985.\n- Hana works for Crescent Telecom.\n- Northwind Systems is headquartered in Dunedin.\n- Ravi works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Elena reports to Pablo.\n- Tobias works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Malmo.\n- Priya reports to Bruno.\n- Cedar Retail Group was founded in 2008.\n- Pinnacle Software was founded in 2003.\n- Sanne reports to Elena.\n- Callum works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Pinnacle Software is headquartered in Nagoya.\n- Nadia reports to Sanne.\n- Hana reports to Callum.\n- Crescent Telecom was founded in 2000.\n- Crescent Telecom is headquartered in Dunedin.\n- Elena works for Pinnacle Software.\n- Callum reports to Nadia.\n- Priya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15536", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 6194 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Omar reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Bruno reports to Callum.\n- Ravi reports to Bruno.\n- Sanne reports to Lucia.\n- Cobalt Health was founded in 2013.\n- Northwind Systems is headquartered in Adelaide.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Pablo works for Pinnacle Software.\n- Cobalt Health is headquartered in Halifax.\n- Deshawn works for Cobalt Health.\n- Sanne works for Fernhill Foods.\n- Tobias reports to Omar.\n- Felix reports to Sanne.\n- Bruno works for Northwind Systems.\n- Fernhill Foods is headquartered in Adelaide.\n- Pinnacle Software was founded in 2004.\n- Lucia reports to Pablo.\n- Tobias works for Northwind Systems.\n- Fernhill Foods was founded in 1997.\n- Callum reports to Deshawn.\n- Northwind Systems was founded in 1999.\n- Omar works for Northwind Systems.\n- Pablo reports to Tobias.\n- Callum works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Porto.\n- Bluepine Aviation was founded in 1989.\n- Bluepine Aviation is headquartered in Tallinn.\n- Dmitri reports to Mei.\n- Beacon Insurance was founded in 1992.\n- Chiara works for Crescent Telecom.\n- Stefan works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1990.\n- Felix reports to Ingrid.\n- Deshawn works for Crescent Telecom.\n- Dmitri works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Nadia reports to Dmitri.\n- Ingrid works for Beacon Insurance.\n- Wren reports to Stefan.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Nadia.\n- Mei works for Beacon Insurance.\n- Chiara reports to Deshawn.\n- Beacon Insurance is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2003.\n- Mei reports to Wren.\n- Stefan reports to Felix.\n- Ingrid reports to Chiara.\n- Wren works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Lucia reports to Felix.\n- Nadia reports to Callum.\n- Beacon Insurance is headquartered in Austin.\n- Felix works for Atlas Freight.\n- Dmitri reports to Sofia.\n- Kenji works for Vantage Air.\n- Sofia reports to Tessa.\n- Atlas Freight was founded in 1988.\n- Nadia works for Beacon Insurance.\n- Atlas Freight is headquartered in Leeds.\n- Vantage Air is headquartered in Halifax.\n- Tessa reports to Nadia.\n- Sofia works for Cedar Retail Group.\n- Callum reports to Lucia.\n- Cedar Retail Group is headquartered in Turku.\n- Beacon Insurance was founded in 1993.\n- Amara works for Cedar Retail Group.\n- Callum works for Atlas Freight.\n- Cedar Retail Group was founded in 1989.\n- Amara reports to Dmitri.\n- Jonas reports to Amara.\n- Kenji reports to Jonas.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Vantage Air was founded in 2004.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15540", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2692: employee Sofia R., hired 04 January 2022, separated 15 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2692?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15541", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Tobias reports to Tessa.\n- Atlas Freight is headquartered in Porto.\n- Sanne works for Ironwood Manufacturing.\n- Deshawn reports to Mei.\n- Mei reports to Sanne.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1989.\n- Wren works for Atlas Freight.\n- Hana reports to Wren.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana works for Vantage Air.\n- Deshawn works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Tobias works for Vantage Air.\n- Bluepine Aviation was founded in 2003.\n- Sanne reports to Hana.\n- Wren reports to Tobias.\n- Vantage Air was founded in 2005.\n- Atlas Freight was founded in 1987.\n- Tessa reports to Omar.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15543", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15544", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 October 2025): For employees hired on or after 19 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5707: employee Aisha M., hired 14 December 2022, separated 25 April 2027 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5707?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1984.\n- Omar works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Lucia reports to Stefan.\n- Atlas Freight is headquartered in Adelaide.\n- Cobalt Health is headquartered in Porto.\n- Tessa works for Fernhill Foods.\n- Lucia works for Atlas Freight.\n- Beacon Insurance is headquartered in Bergen.\n- Chiara reports to Lucia.\n- Viktor works for Atlas Freight.\n- Chiara works for Cobalt Health.\n- Beacon Insurance was founded in 1981.\n- Wren works for Cobalt Health.\n- Wren reports to Chiara.\n- Stefan reports to Viktor.\n- Omar reports to Zoya.\n- Stefan works for Fernhill Foods.\n- Emeka works for Atlas Freight.\n- Fernhill Foods was founded in 1999.\n- Viktor reports to Omar.\n- Emeka reports to Wren.\n- Amara works for Fernhill Foods.\n- Cobalt Health was founded in 2003.\n- Fernhill Foods is headquartered in Bergen.\n- Zoya reports to Amara.\n- Tessa reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15546", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Viktor reports to Pablo.\n- Aisha works for Ironwood Manufacturing.\n- Emeka reports to Anders.\n- Viktor works for Atlas Freight.\n- Lucia works for Ironwood Manufacturing.\n- Felix works for Fernhill Foods.\n- Dmitri works for Pinnacle Software.\n- Aisha reports to Wren.\n- Fernhill Foods is headquartered in Basel.\n- Felix reports to Viktor.\n- Bruno works for Pinnacle Software.\n- Anders works for Ironwood Manufacturing.\n- Bruno reports to Dmitri.\n- Pinnacle Software is headquartered in Tampere.\n- Dmitri reports to Felix.\n- Ironwood Manufacturing was founded in 2014.\n- Lucia reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Tessa reports to Aisha.\n- Anders reports to Mei.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Atlas Freight is headquartered in Basel.\n- Pablo works for Fernhill Foods.\n- Wren reports to Lucia.\n- Fernhill Foods was founded in 2010.\n- Tessa works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mei reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15548", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 August 2025): For employees hired on or after 04 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3804: employee Lucia S., hired 18 December 2021, separated 12 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3804?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1976.\n- Ironwood Manufacturing was founded in 1988.\n- Anders reports to Lucia.\n- Elena works for Ironwood Manufacturing.\n- Jonas works for Cobalt Health.\n- Kenji reports to Anders.\n- Anders works for Vantage Air.\n- Lucia reports to Chiara.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Elena reports to Jonas.\n- Northwind Systems is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cobalt Health was founded in 2013.\n- Chiara works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Sanne reports to Elena.\n- Sanne works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Pablo reports to Kenji.\n- Vantage Air is headquartered in Halifax.\n- Vantage Air was founded in 1975.\n- Jonas reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15550", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Nadia.\n- Jonas reports to Sanne.\n- Nadia works for Bluepine Aviation.\n- Stefan reports to Leila.\n- Jonas works for Crescent Telecom.\n- Northwind Systems is headquartered in Austin.\n- Bluepine Aviation was founded in 2010.\n- Dmitri works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1979.\n- Dmitri reports to Mara.\n- Sanne reports to Dmitri.\n- Stefan works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Chiara works for Northwind Systems.\n- Chiara reports to Callum.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Ingrid reports to Chiara.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.\n- Mara reports to Stefan.\n- Nadia reports to Ingrid.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15552", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 36395 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "change_address", "2": "request_refund", "3": "exchange_item", "4": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15553", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2216: employee Bruno K., hired 15 October 2022, separated 23 June 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2216?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15554", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7794: employee Sanne T., hired 11 November 2020, separated 27 October 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7794?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15555", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Viktor.\n- Cedar Retail Group is headquartered in Malmo.\n- Zoya reports to Sanne.\n- Priya works for Cedar Retail Group.\n- Viktor reports to Leila.\n- Summit Energy was founded in 1988.\n- Leila works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Tampere.\n- Chiara reports to Dmitri.\n- Summit Energy is headquartered in Dunedin.\n- Zoya works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Malmo.\n- Chiara works for Cedar Retail Group.\n- Priya reports to Zoya.\n- Cedar Retail Group was founded in 1992.\n- Crescent Telecom was founded in 2004.\n- Dmitri works for Cedar Retail Group.\n- Tobias reports to Priya.\n- Tobias works for Bluepine Aviation.\n- Sanne works for Cedar Retail Group.\n- Leila reports to Chiara.\n- Viktor works for Summit Energy.\n- Bluepine Aviation was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15557", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15558", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5026: employee Amara S., hired 04 April 2023, separated 12 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-5026 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$6,562", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15559", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4718: employee Yuki A., hired 17 December 2023, separated 13 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4718?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Viktor reports to Anders.\n- Anders works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Bruno reports to Elena.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2008.\n- Tobias works for Beacon Insurance.\n- Elena works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Tobias reports to Bruno.\n- Kenji reports to Viktor.\n- Vantage Air was founded in 1979.\n- Cedar Retail Group was founded in 1986.\n- Dmitri reports to Omar.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Beacon Insurance was founded in 2004.\n- Mateo reports to Mei.\n- Viktor works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Omar works for Bluepine Aviation.\n- Anders reports to Priya.\n- Mei reports to Hana.\n- Bruno works for Beacon Insurance.\n- Hana reports to Dmitri.\n- Elena reports to Mateo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Kenji.\n- Bruno works for Meridian Bank.\n- Mara reports to Lucia.\n- Wren works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Ingrid reports to Wren.\n- Meridian Bank was founded in 2004.\n- Meridian Bank is headquartered in Bergen.\n- Fernhill Foods was founded in 1983.\n- Callum reports to Mateo.\n- Bruno reports to Dmitri.\n- Kenji reports to Callum.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1992.\n- Kenji works for Fernhill Foods.\n- Summit Energy was founded in 1979.\n- Bluepine Aviation is headquartered in Oslo.\n- Felix reports to Chiara.\n- Stefan works for Meridian Bank.\n- Dmitri reports to Mara.\n- Lucia works for Bluepine Aviation.\n- Wren reports to Stefan.\n- Summit Energy is headquartered in Oslo.\n- Chiara works for Meridian Bank.\n- Stefan reports to Bruno.\n- Fernhill Foods is headquartered in Brno.\n- Chiara reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Callum works for Bluepine Aviation.\n- Dmitri works for Fernhill Foods.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15562", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Summit Energy is headquartered in Porto.\n- Crescent Telecom was founded in 2015.\n- Viktor works for Northwind Systems.\n- Bluepine Aviation was founded in 2013.\n- Tessa reports to Sofia.\n- Northwind Systems was founded in 1996.\n- Aisha works for Northwind Systems.\n- Viktor reports to Chiara.\n- Felix reports to Viktor.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Tessa works for Crescent Telecom.\n- Aisha reports to Amara.\n- Chiara reports to Zoya.\n- Amara reports to Deshawn.\n- Deshawn reports to Hana.\n- Deshawn works for Bluepine Aviation.\n- Sofia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Halifax.\n- Zoya reports to Tessa.\n- Sofia reports to Aisha.\n- Northwind Systems is headquartered in Turku.\n- Hana works for Bluepine Aviation.\n- Amara works for Northwind Systems.\n- Crescent Telecom is headquartered in Porto.\n- Zoya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15564", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-8 (VERSION 7, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7511: employee Jonas A., hired 06 April 2021, separated 29 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7511?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Anders.\n- Yuki works for Beacon Insurance.\n- Zoya reports to Wren.\n- Yuki reports to Aisha.\n- Beacon Insurance was founded in 1980.\n- Aisha works for Beacon Insurance.\n- Crescent Telecom was founded in 1993.\n- Priya reports to Omar.\n- Priya works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Pinnacle Software was founded in 1990.\n- Zoya works for Beacon Insurance.\n- Pinnacle Software is headquartered in Brno.\n- Northwind Systems is headquartered in Malmo.\n- Aisha reports to Priya.\n- Omar works for Beacon Insurance.\n- Anders reports to Emeka.\n- Emeka reports to Yuki.\n- Wren works for Crescent Telecom.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom is headquartered in Brno.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15566", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15567", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "send_message", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Chiara.\n- Chiara works for Meridian Bank.\n- Priya reports to Emeka.\n- Cedar Retail Group was founded in 2006.\n- Mara works for Beacon Insurance.\n- Mateo reports to Priya.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1977.\n- Cedar Retail Group is headquartered in Tallinn.\n- Emeka works for Cedar Retail Group.\n- Chiara reports to Ravi.\n- Beacon Insurance is headquartered in Turku.\n- Amara reports to Mara.\n- Ravi works for Meridian Bank.\n- Helios Logistics is headquartered in Brno.\n- Emeka reports to Kenji.\n- Meridian Bank is headquartered in Brno.\n- Priya works for Beacon Insurance.\n- Mara reports to Mateo.\n- Beacon Insurance was founded in 2011.\n- Amara works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Meridian Bank was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Priya reports to Anders.\n- Crescent Telecom was founded in 1994.\n- Crescent Telecom is headquartered in Tampere.\n- Tobias works for Bluepine Aviation.\n- Hana reports to Aisha.\n- Atlas Freight was founded in 2011.\n- Mara works for Atlas Freight.\n- Mara reports to Hana.\n- Callum reports to Priya.\n- Atlas Freight is headquartered in Malmo.\n- Sofia reports to Tobias.\n- Vantage Air is headquartered in Malmo.\n- Sofia works for Atlas Freight.\n- Bluepine Aviation is headquartered in Valencia.\n- Bluepine Aviation was founded in 2008.\n- Callum works for Bluepine Aviation.\n- Vantage Air was founded in 1999.\n- Hana works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Aisha works for Vantage Air.\n- Tobias reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15570", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Priya reports to Anders.\n- Zoya reports to Felix.\n- Elena reports to Amara.\n- Anders reports to Zoya.\n- Lattice Analytics was founded in 1978.\n- Ingrid reports to Priya.\n- Omar reports to Ingrid.\n- Anders works for Lattice Analytics.\n- Fernhill Foods was founded in 2013.\n- Elena works for Meridian Bank.\n- Zoya works for Pinnacle Software.\n- Priya works for Meridian Bank.\n- Chiara reports to Elena.\n- Fernhill Foods is headquartered in Ghent.\n- Pinnacle Software was founded in 2010.\n- Sofia reports to Tobias.\n- Lattice Analytics is headquartered in Austin.\n- Jonas reports to Sofia.\n- Tobias works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Felix works for Fernhill Foods.\n- Felix reports to Jonas.\n- Ingrid works for Meridian Bank.\n- Pinnacle Software is headquartered in Austin.\n- Amara works for Lattice Analytics.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Amara reports to Omar.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15572", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15573", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15574", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15575", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15576", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15577", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8138: employee Stefan M., hired 14 March 2023, separated 29 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8138?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15578", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Deshawn.\n- Felix works for Fernhill Foods.\n- Wren reports to Nadia.\n- Helios Logistics is headquartered in Malmo.\n- Jonas works for Bluepine Aviation.\n- Ravi reports to Leila.\n- Priya works for Helios Logistics.\n- Priya reports to Ravi.\n- Bluepine Aviation is headquartered in Malmo.\n- Anders works for Lattice Analytics.\n- Leila reports to Jonas.\n- Wren works for Lattice Analytics.\n- Fernhill Foods is headquartered in Turku.\n- Anders reports to Wren.\n- Nadia reports to Tessa.\n- Stefan reports to Ingrid.\n- Helios Logistics was founded in 2003.\n- Nadia works for Helios Logistics.\n- Stefan works for Fernhill Foods.\n- Bluepine Aviation was founded in 1994.\n- Deshawn reports to Priya.\n- Leila works for Helios Logistics.\n- Jonas reports to Anders.\n- Felix reports to Stefan.\n- Ravi works for Helios Logistics.\n- Tessa works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 2006.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15580", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5235: employee Hana M., hired 09 May 2023, separated 28 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5235?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15581", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Ingrid works for Cedar Retail Group.\n- Pablo works for Beacon Insurance.\n- Northwind Systems is headquartered in Ghent.\n- Elena reports to Wren.\n- Bruno reports to Chiara.\n- Beacon Insurance is headquartered in Lyon.\n- Tobias reports to Bruno.\n- Pablo reports to Elena.\n- Dmitri works for Northwind Systems.\n- Chiara reports to Ingrid.\n- Chiara works for Cedar Retail Group.\n- Dmitri reports to Pablo.\n- Wren works for Beacon Insurance.\n- Cedar Retail Group was founded in 1994.\n- Northwind Systems was founded in 1994.\n- Pinnacle Software was founded in 2009.\n- Wren reports to Tobias.\n- Cedar Retail Group is headquartered in Ghent.\n- Pinnacle Software is headquartered in Lyon.\n- Beacon Insurance was founded in 1980.\n- Tobias works for Northwind Systems.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15583", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2372: employee Viktor A., hired 12 October 2020, separated 18 February 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2372?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15584", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9347: employee Tessa B., hired 13 March 2023, separated 21 June 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-9347 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$3,250", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15585", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15586", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 94379\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Felix reports to Sofia.\n- Summit Energy was founded in 1985.\n- Tobias works for Lattice Analytics.\n- Sofia reports to Stefan.\n- Mei reports to Emeka.\n- Atlas Freight is headquartered in Turku.\n- Leila works for Lattice Analytics.\n- Summit Energy is headquartered in Turku.\n- Emeka works for Lattice Analytics.\n- Mei works for Northwind Systems.\n- Stefan reports to Mei.\n- Lattice Analytics is headquartered in Turku.\n- Northwind Systems is headquartered in Tallinn.\n- Atlas Freight was founded in 1978.\n- Sofia works for Summit Energy.\n- Felix works for Atlas Freight.\n- Lattice Analytics was founded in 2006.\n- Emeka reports to Tessa.\n- Tessa reports to Leila.\n- Stefan works for Atlas Freight.\n- Northwind Systems was founded in 1984.\n- Leila reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15588", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15589", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7665: employee Mei B., hired 31 August 2020, separated 11 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7665?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7665 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15590", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15591", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15592", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7704: employee Mateo S., hired 21 July 2020, separated 15 December 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7704?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15593", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15594", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15595", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7113: employee Leila R., hired 06 March 2023, separated 13 March 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-7113 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$10,833", "2": "$1,250", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15596", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4171: employee Mara R., hired 12 January 2023, separated 25 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4171?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4171 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Anders.\n- Priya reports to Stefan.\n- Atlas Freight is headquartered in Halifax.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 2005.\n- Deshawn reports to Priya.\n- Atlas Freight was founded in 2008.\n- Anders works for Pinnacle Software.\n- Lucia reports to Deshawn.\n- Ravi reports to Bruno.\n- Cedar Retail Group was founded in 1997.\n- Omar works for Vantage Air.\n- Pinnacle Software was founded in 1998.\n- Anders reports to Ravi.\n- Bruno works for Vantage Air.\n- Deshawn works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Stefan reports to Omar.\n- Cedar Retail Group is headquartered in Porto.\n- Vantage Air is headquartered in Halifax.\n- Pinnacle Software is headquartered in Lyon.\n- Lucia works for Pinnacle Software.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15598", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 54511\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Ghent.\n- Emeka works for Crescent Telecom.\n- Zoya works for Cedar Retail Group.\n- Helios Logistics was founded in 1994.\n- Lucia reports to Stefan.\n- Helios Logistics is headquartered in Porto.\n- Lucia works for Helios Logistics.\n- Northwind Systems was founded in 1990.\n- Northwind Systems is headquartered in Brno.\n- Leila works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Yuki reports to Emeka.\n- Leila reports to Lucia.\n- Cedar Retail Group was founded in 1978.\n- Mei works for Cedar Retail Group.\n- Mei reports to Elena.\n- Crescent Telecom was founded in 1998.\n- Priya works for Crescent Telecom.\n- Omar works for Cedar Retail Group.\n- Mateo reports to Ravi.\n- Cedar Retail Group is headquartered in Ghent.\n- Emeka reports to Mei.\n- Elena works for Northwind Systems.\n- Stefan reports to Mateo.\n- Stefan works for Crescent Telecom.\n- Elena reports to Leila.\n- Ravi reports to Zoya.\n- Yuki works for Northwind Systems.\n- Omar reports to Priya.\n- Ravi works for Northwind Systems.\n- Zoya reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ingrid.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Beacon Insurance is headquartered in Halifax.\n- Elena works for Meridian Bank.\n- Omar reports to Amara.\n- Vantage Air was founded in 1977.\n- Mara reports to Jonas.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Amara reports to Mara.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Cedar Retail Group is headquartered in Cork.\n- Elena reports to Pablo.\n- Ingrid reports to Elena.\n- Ingrid works for Vantage Air.\n- Mara works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Pablo reports to Kenji.\n- Beacon Insurance was founded in 2000.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15601", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 75345\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Exchange Item — wants a different size/color/variant", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Summit Energy was founded in 1990.\n- Lattice Analytics is headquartered in Brno.\n- Anders reports to Sofia.\n- Beacon Insurance was founded in 1987.\n- Dmitri works for Beacon Insurance.\n- Zoya reports to Emeka.\n- Summit Energy is headquartered in Bergen.\n- Sanne works for Summit Energy.\n- Tessa reports to Anders.\n- Bluepine Aviation was founded in 1983.\n- Tobias reports to Ravi.\n- Sofia reports to Lucia.\n- Ravi works for Beacon Insurance.\n- Lucia reports to Elena.\n- Zoya works for Summit Energy.\n- Bluepine Aviation is headquartered in Brno.\n- Emeka reports to Tobias.\n- Lucia works for Beacon Insurance.\n- Ravi reports to Dmitri.\n- Lattice Analytics was founded in 2002.\n- Amara reports to Zoya.\n- Elena works for Bluepine Aviation.\n- Elena reports to Sanne.\n- Beacon Insurance is headquartered in Ghent.\n- Tessa works for Summit Energy.\n- Tobias works for Beacon Insurance.\n- Dmitri reports to Tessa.\n- Emeka works for Summit Energy.\n- Sofia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15603", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15604", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15605", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8639: employee Anders S., hired 11 April 2021, separated 10 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8639?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Wren works for Ironwood Manufacturing.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Bruno reports to Jonas.\n- Jonas reports to Elena.\n- Stefan works for Bluepine Aviation.\n- Wren reports to Ravi.\n- Deshawn reports to Sofia.\n- Jonas works for Bluepine Aviation.\n- Meridian Bank was founded in 1992.\n- Deshawn works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2002.\n- Ironwood Manufacturing was founded in 1985.\n- Elena works for Bluepine Aviation.\n- Felix works for Fernhill Foods.\n- Meridian Bank is headquartered in Cork.\n- Sofia reports to Felix.\n- Viktor works for Meridian Bank.\n- Fernhill Foods is headquartered in Lyon.\n- Elena reports to Viktor.\n- Viktor reports to Stefan.\n- Stefan reports to Wren.\n- Bluepine Aviation is headquartered in Basel.\n- Ravi works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tobias.\n- Stefan reports to Tessa.\n- Ravi reports to Priya.\n- Anders reports to Aisha.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Halifax.\n- Tessa reports to Amara.\n- Zoya reports to Ravi.\n- Fernhill Foods was founded in 2000.\n- Wren reports to Zoya.\n- Tessa works for Fernhill Foods.\n- Atlas Freight is headquartered in Nagoya.\n- Aisha works for Helios Logistics.\n- Atlas Freight was founded in 1996.\n- Lattice Analytics is headquartered in Basel.\n- Priya works for Fernhill Foods.\n- Helios Logistics is headquartered in Nagoya.\n- Stefan works for Helios Logistics.\n- Aisha reports to Stefan.\n- Deshawn works for Atlas Freight.\n- Amara works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Priya reports to Yuki.\n- Tobias works for Helios Logistics.\n- Zoya works for Fernhill Foods.\n- Tobias reports to Anders.\n- Deshawn reports to Wren.\n- Wren works for Lattice Analytics.\n- Helios Logistics was founded in 2007.\n- Lattice Analytics was founded in 1980.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15608", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5153: employee Stefan K., hired 18 June 2024, separated 24 December 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-5153 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$30,333", "2": "$6,562", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15609", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15610", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6457: employee Mateo K., hired 04 December 2020, separated 10 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6457?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15611", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15612", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 55961 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tampere.\n- Pablo reports to Mateo.\n- Atlas Freight was founded in 1976.\n- Pinnacle Software is headquartered in Leeds.\n- Meridian Bank was founded in 2008.\n- Mateo reports to Tobias.\n- Sanne reports to Aisha.\n- Elena reports to Sanne.\n- Atlas Freight is headquartered in Leeds.\n- Jonas works for Meridian Bank.\n- Ingrid reports to Jonas.\n- Tobias works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Meridian Bank is headquartered in Tampere.\n- Jonas reports to Pablo.\n- Ingrid works for Meridian Bank.\n- Aisha reports to Ingrid.\n- Helios Logistics was founded in 1985.\n- Pinnacle Software was founded in 1997.\n- Aisha works for Helios Logistics.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1979.\n- Mateo works for Cobalt Health.\n- Leila reports to Nadia.\n- Leila works for Cobalt Health.\n- Northwind Systems is headquartered in Lyon.\n- Callum reports to Ingrid.\n- Felix works for Helios Logistics.\n- Chiara reports to Kenji.\n- Cobalt Health is headquartered in Ghent.\n- Kenji works for Helios Logistics.\n- Callum works for Cobalt Health.\n- Nadia works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Ravi reports to Leila.\n- Felix reports to Chiara.\n- Vantage Air was founded in 2011.\n- Vantage Air is headquartered in Lyon.\n- Ingrid reports to Aisha.\n- Chiara works for Vantage Air.\n- Nadia reports to Felix.\n- Cobalt Health was founded in 1981.\n- Ravi works for Cobalt Health.\n- Helios Logistics is headquartered in Bergen.\n- Aisha works for Northwind Systems.\n- Aisha reports to Ravi.\n- Northwind Systems was founded in 1975.\n- Kenji reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15615", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3276: employee Sanne K., hired 16 May 2023, separated 30 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3276?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15616", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ravi.\n- Leila reports to Kenji.\n- Kenji works for Summit Energy.\n- Omar works for Atlas Freight.\n- Chiara works for Summit Energy.\n- Meridian Bank is headquartered in Malmo.\n- Lattice Analytics was founded in 2000.\n- Leila works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Summit Energy was founded in 1982.\n- Sanne works for Meridian Bank.\n- Wren works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Atlas Freight was founded in 1977.\n- Kenji reports to Omar.\n- Meridian Bank was founded in 1992.\n- Dmitri reports to Sanne.\n- Chiara reports to Zoya.\n- Ravi works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Summit Energy is headquartered in Lyon.\n- Ravi reports to Chiara.\n- Sanne reports to Jonas.\n- Omar reports to Dmitri.\n- Zoya reports to Wren.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15618", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3856: employee Amara M., hired 17 August 2020, separated 10 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3856?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15619", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Vantage Air was founded in 2007.\n- Lucia reports to Stefan.\n- Tobias works for Ironwood Manufacturing.\n- Zoya works for Northwind Systems.\n- Mara reports to Tobias.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Ingrid reports to Viktor.\n- Felix reports to Deshawn.\n- Vantage Air is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Northwind Systems was founded in 1998.\n- Viktor reports to Lucia.\n- Atlas Freight is headquartered in Halifax.\n- Deshawn works for Vantage Air.\n- Stefan works for Northwind Systems.\n- Tessa reports to Omar.\n- Viktor works for Vantage Air.\n- Omar works for Atlas Freight.\n- Omar reports to Mara.\n- Tessa works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Stefan reports to Felix.\n- Atlas Freight was founded in 1992.\n- Lucia works for Ironwood Manufacturing.\n- Tobias reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Mara works for Northwind Systems.\n- Yuki reports to Zoya.\n- Deshawn reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Meridian Bank is headquartered in Turku.\n- Atlas Freight was founded in 1996.\n- Crescent Telecom is headquartered in Basel.\n- Bruno reports to Hana.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Sanne reports to Bruno.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana works for Bluepine Aviation.\n- Pablo works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Bruno works for Atlas Freight.\n- Hana reports to Priya.\n- Deshawn reports to Sanne.\n- Pablo reports to Felix.\n- Sanne works for Crescent Telecom.\n- Felix works for Bluepine Aviation.\n- Priya reports to Viktor.\n- Priya works for Atlas Freight.\n- Bluepine Aviation was founded in 1979.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1974", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2003.\n- Sofia works for Crescent Telecom.\n- Helios Logistics was founded in 1985.\n- Sofia reports to Viktor.\n- Wren reports to Omar.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Omar reports to Mara.\n- Mara works for Bluepine Aviation.\n- Deshawn reports to Sofia.\n- Yuki works for Crescent Telecom.\n- Wren works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Dmitri works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Dmitri reports to Wren.\n- Beacon Insurance is headquartered in Nagoya.\n- Crescent Telecom was founded in 1989.\n- Helios Logistics is headquartered in Leeds.\n- Omar works for Beacon Insurance.\n- Viktor reports to Dmitri.\n- Mara reports to Yuki.\n- Bluepine Aviation was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15623", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15624", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15625", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15626", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15627", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 56971\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15628", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15629", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2004.\n- Amara works for Northwind Systems.\n- Sanne reports to Mateo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Amara reports to Ravi.\n- Ravi reports to Sanne.\n- Yuki works for Pinnacle Software.\n- Mateo reports to Jonas.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan reports to Deshawn.\n- Stefan works for Fernhill Foods.\n- Jonas works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Northwind Systems was founded in 1997.\n- Fernhill Foods was founded in 1999.\n- Ironwood Manufacturing was founded in 1991.\n- Yuki reports to Stefan.\n- Mateo works for Pinnacle Software.\n- Fernhill Foods is headquartered in Porto.\n- Jonas reports to Yuki.\n- Northwind Systems is headquartered in Cork.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15631", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15632", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4991: employee Kenji M., hired 24 September 2023, separated 24 August 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-4991 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$5,692", "2": "$2,337", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15633", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 93107 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15634", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 June 2025): For employees hired on or after 07 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3586: employee Tobias A., hired 17 March 2023, separated 17 October 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3586?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15635", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8275: employee Wren T., hired 27 December 2022, separated 29 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8275?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15636", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7794: employee Jonas K., hired 16 July 2023, separated 08 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7794?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15637", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8568: employee Yuki K., hired 23 November 2022, separated 02 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8568?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15638", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15639", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4585: employee Mateo K., hired 03 April 2020, separated 19 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4585?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15640", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3479: employee Tobias A., hired 04 December 2020, separated 17 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3479?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Priya.\n- Pablo works for Bluepine Aviation.\n- Priya reports to Amara.\n- Viktor works for Helios Logistics.\n- Bluepine Aviation was founded in 2013.\n- Pablo reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Dmitri works for Helios Logistics.\n- Zoya works for Bluepine Aviation.\n- Northwind Systems was founded in 2007.\n- Bruno works for Helios Logistics.\n- Mateo works for Ironwood Manufacturing.\n- Amara works for Bluepine Aviation.\n- Anders reports to Bruno.\n- Zoya reports to Dmitri.\n- Northwind Systems is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2000.\n- Felix reports to Pablo.\n- Helios Logistics was founded in 1989.\n- Felix works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Dmitri reports to Viktor.\n- Helios Logistics is headquartered in Halifax.\n- Amara reports to Mateo.\n- Mateo reports to Zoya.\n- Priya works for Helios Logistics.\n- Tessa reports to Felix.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bluepine Aviation is headquartered in Halifax.\n- Mei reports to Anders.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15642", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15643", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6341: employee Yuki A., hired 10 August 2020, separated 28 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6341?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15644", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4721: employee Mateo T., hired 22 February 2023, separated 14 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4721?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4721 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Sanne reports to Pablo.\n- Felix reports to Tobias.\n- Bluepine Aviation is headquartered in Cork.\n- Zoya reports to Omar.\n- Tobias reports to Sofia.\n- Amara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Lattice Analytics was founded in 2010.\n- Pablo works for Bluepine Aviation.\n- Amara reports to Felix.\n- Beacon Insurance is headquartered in Cork.\n- Omar reports to Sanne.\n- Sofia works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Fernhill Foods was founded in 1998.\n- Tobias works for Lattice Analytics.\n- Bluepine Aviation was founded in 1977.\n- Lattice Analytics is headquartered in Dunedin.\n- Felix works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15646", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Tobias.\n- Chiara works for Summit Energy.\n- Atlas Freight was founded in 1978.\n- Cedar Retail Group was founded in 1992.\n- Tobias reports to Leila.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara works for Bluepine Aviation.\n- Ingrid reports to Lucia.\n- Summit Energy was founded in 1980.\n- Cedar Retail Group is headquartered in Austin.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Summit Energy is headquartered in Cork.\n- Tobias works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1984.\n- Leila reports to Callum.\n- Callum reports to Ingrid.\n- Lucia works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Chiara reports to Amara.\n- Priya works for Atlas Freight.\n- Lucia reports to Chiara.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15648", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 April 2025): For employees hired on or after 22 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1325: employee Sofia S., hired 30 December 2021, separated 21 March 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1325?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15649", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4304: employee Priya A., hired 24 June 2024, separated 15 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4304?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15650", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15651", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6227: employee Sofia S., hired 24 June 2021, separated 07 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-6227?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Oslo.\n- Felix reports to Mei.\n- Beacon Insurance is headquartered in Ghent.\n- Stefan reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Yuki works for Beacon Insurance.\n- Yuki reports to Anders.\n- Beacon Insurance was founded in 1975.\n- Meridian Bank was founded in 2015.\n- Aisha works for Meridian Bank.\n- Viktor reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Cedar Retail Group was founded in 1985.\n- Leila works for Lattice Analytics.\n- Amara reports to Zoya.\n- Sofia reports to Yuki.\n- Sofia works for Cedar Retail Group.\n- Anders reports to Felix.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Tobias works for Meridian Bank.\n- Lattice Analytics was founded in 2003.\n- Mei reports to Aisha.\n- Mei works for Lattice Analytics.\n- Felix works for Meridian Bank.\n- Aisha reports to Leila.\n- Tobias reports to Amara.\n- Meridian Bank is headquartered in Ghent.\n- Amara works for Lattice Analytics.\n- Leila reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15653", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Ingrid.\n- Beacon Insurance was founded in 2009.\n- Aisha works for Cobalt Health.\n- Lucia reports to Wren.\n- Tessa reports to Stefan.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Elena.\n- Ingrid works for Cobalt Health.\n- Vantage Air is headquartered in Nagoya.\n- Bruno works for Cobalt Health.\n- Aisha reports to Tessa.\n- Hana reports to Bruno.\n- Cobalt Health is headquartered in Halifax.\n- Elena works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group is headquartered in Halifax.\n- Beacon Insurance is headquartered in Tallinn.\n- Kenji reports to Lucia.\n- Ingrid reports to Kenji.\n- Stefan works for Cobalt Health.\n- Wren reports to Hana.\n- Pablo reports to Callum.\n- Cedar Retail Group was founded in 1986.\n- Tessa works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Elena reports to Aisha.\n- Pablo works for Beacon Insurance.\n- Cobalt Health was founded in 2010.\n- Hana works for Cedar Retail Group.\n- Wren works for Cobalt Health.\n- Vantage Air was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15655", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 57569 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15656", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15657", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15658", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 July 2025): For employees hired on or after 20 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9943: employee Zoya B., hired 10 April 2023, separated 18 November 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-9943 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$7,500", "2": "$7,800", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15659", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5815: employee Leila K., hired 20 June 2022, separated 02 January 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-5815 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$10,400", "2": "$10,500", "3": "$45,067"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15660", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8028: employee Stefan K., hired 14 November 2023, separated 21 March 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-8028 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$10,833", "2": "$2,500", "3": "$1,625"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8028 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Leila reports to Chiara.\n- Cedar Retail Group was founded in 2000.\n- Cobalt Health is headquartered in Ghent.\n- Bruno reports to Jonas.\n- Jonas works for Helios Logistics.\n- Sanne reports to Tessa.\n- Vantage Air was founded in 2009.\n- Stefan reports to Bruno.\n- Viktor reports to Sanne.\n- Helios Logistics was founded in 1976.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bruno works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Leila works for Cedar Retail Group.\n- Chiara works for Cobalt Health.\n- Helios Logistics is headquartered in Dunedin.\n- Chiara reports to Stefan.\n- Sanne works for Vantage Air.\n- Dmitri reports to Tobias.\n- Cobalt Health was founded in 1988.\n- Tessa reports to Leila.\n- Tessa works for Cedar Retail Group.\n- Tobias reports to Viktor.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Turku.\n- Wren reports to Ingrid.\n- Vantage Air is headquartered in Basel.\n- Felix works for Vantage Air.\n- Felix reports to Yuki.\n- Bluepine Aviation is headquartered in Valencia.\n- Yuki works for Vantage Air.\n- Chiara reports to Mei.\n- Callum works for Fernhill Foods.\n- Crescent Telecom was founded in 1995.\n- Ravi works for Vantage Air.\n- Bluepine Aviation was founded in 1989.\n- Ravi reports to Deshawn.\n- Crescent Telecom is headquartered in Turku.\n- Anders works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods was founded in 1993.\n- Priya reports to Nadia.\n- Priya works for Vantage Air.\n- Mei reports to Priya.\n- Ingrid works for Vantage Air.\n- Nadia works for Vantage Air.\n- Yuki reports to Wren.\n- Wren works for Crescent Telecom.\n- Deshawn reports to Anders.\n- Deshawn works for Fernhill Foods.\n- Anders reports to Chiara.\n- Nadia reports to Callum.\n- Ingrid reports to Ravi.\n- Vantage Air was founded in 1979.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15663", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15664", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6845: employee Priya R., hired 08 October 2021, separated 13 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6845?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15665", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 79411 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "exchange_item", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15666", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 19652 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15667", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 December 2022): For employees hired on or after 02 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2015: employee Deshawn M., hired 07 October 2020, separated 07 April 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2015?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15668", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15669", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Hana.\n- Jonas works for Pinnacle Software.\n- Aisha reports to Priya.\n- Leila works for Pinnacle Software.\n- Beacon Insurance was founded in 1981.\n- Tobias works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Tobias reports to Leila.\n- Pinnacle Software is headquartered in Basel.\n- Summit Energy is headquartered in Basel.\n- Elena reports to Aisha.\n- Beacon Insurance is headquartered in Basel.\n- Ingrid works for Beacon Insurance.\n- Summit Energy was founded in 1980.\n- Omar reports to Tobias.\n- Callum works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Jonas reports to Omar.\n- Elena works for Summit Energy.\n- Ingrid reports to Elena.\n- Crescent Telecom was founded in 1998.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila reports to Callum.\n- Aisha works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Pinnacle Software was founded in 2014.\n- Hana reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15671", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Tobias reports to Tessa.\n- Tobias works for Helios Logistics.\n- Cobalt Health is headquartered in Porto.\n- Sofia reports to Kenji.\n- Sofia works for Summit Energy.\n- Atlas Freight is headquartered in Tampere.\n- Summit Energy was founded in 2012.\n- Tessa reports to Viktor.\n- Mara reports to Tobias.\n- Mara works for Atlas Freight.\n- Viktor reports to Amara.\n- Tessa works for Atlas Freight.\n- Summit Energy is headquartered in Tampere.\n- Helios Logistics was founded in 1986.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Leila works for Summit Energy.\n- Kenji reports to Leila.\n- Helios Logistics is headquartered in Tampere.\n- Amara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Callum.\n- Kenji reports to Dmitri.\n- Felix works for Lattice Analytics.\n- Dmitri reports to Anders.\n- Amara reports to Mei.\n- Helios Logistics is headquartered in Austin.\n- Bruno reports to Aisha.\n- Anders works for Helios Logistics.\n- Lattice Analytics is headquartered in Tallinn.\n- Dmitri works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Hana reports to Viktor.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Fernhill Foods.\n- Lattice Analytics was founded in 1986.\n- Viktor works for Lattice Analytics.\n- Amara works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Callum works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 2011.\n- Felix reports to Bruno.\n- Callum reports to Leila.\n- Summit Energy was founded in 1992.\n- Anders reports to Hana.\n- Mei works for Helios Logistics.\n- Hana works for Fernhill Foods.\n- Viktor reports to Amara.\n- Leila reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15674", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 56830 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15675", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15676", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15677", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 January 2025): For employees hired on or after 29 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2541: employee Elena K., hired 17 October 2021, separated 25 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2541?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15678", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2348: employee Sofia M., hired 06 March 2021, separated 02 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-2348 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$9,000", "3": "$7,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Bruno reports to Emeka.\n- Bluepine Aviation is headquartered in Austin.\n- Summit Energy is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1985.\n- Aisha works for Cedar Retail Group.\n- Summit Energy was founded in 1996.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Mei works for Summit Energy.\n- Pinnacle Software is headquartered in Porto.\n- Mei reports to Callum.\n- Omar works for Summit Energy.\n- Priya works for Summit Energy.\n- Pablo reports to Omar.\n- Priya reports to Aisha.\n- Emeka reports to Mei.\n- Emeka works for Summit Energy.\n- Pinnacle Software was founded in 2014.\n- Aisha reports to Bruno.\n- Omar reports to Priya.\n- Pablo works for Pinnacle Software.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15680", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4937: employee Mara S., hired 18 November 2021, separated 31 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4937?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15681", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1986.\n- Jonas works for Atlas Freight.\n- Tobias reports to Elena.\n- Lattice Analytics is headquartered in Dunedin.\n- Elena works for Atlas Freight.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren works for Northwind Systems.\n- Tessa works for Atlas Freight.\n- Mateo reports to Amara.\n- Amara works for Northwind Systems.\n- Atlas Freight is headquartered in Nagoya.\n- Jonas reports to Wren.\n- Lattice Analytics was founded in 2003.\n- Tobias works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Northwind Systems is headquartered in Nagoya.\n- Atlas Freight was founded in 1975.\n- Tessa reports to Priya.\n- Northwind Systems was founded in 1986.\n- Priya works for Atlas Freight.\n- Amara reports to Tobias.\n- Wren reports to Mateo.\n- Priya reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15683", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15684", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3933: employee Jonas M., hired 16 November 2020, separated 28 March 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3933?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Anders works for Bluepine Aviation.\n- Sofia works for Northwind Systems.\n- Anders reports to Jonas.\n- Tessa reports to Dmitri.\n- Bruno works for Northwind Systems.\n- Amara works for Bluepine Aviation.\n- Bruno reports to Omar.\n- Mei reports to Tessa.\n- Omar reports to Viktor.\n- Bluepine Aviation was founded in 1992.\n- Viktor reports to Mei.\n- Cobalt Health is headquartered in Ghent.\n- Tessa works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Yuki reports to Bruno.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Northwind Systems was founded in 1999.\n- Bluepine Aviation is headquartered in Brno.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Emeka.\n- Omar works for Beacon Insurance.\n- Northwind Systems is headquartered in Ghent.\n- Yuki works for Beacon Insurance.\n- Amara reports to Anders.\n- Emeka reports to Yuki.\n- Sofia reports to Amara.\n- Beacon Insurance was founded in 1981.\n- Cobalt Health was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Viktor reports to Aisha.\n- Helios Logistics was founded in 1995.\n- Crescent Telecom was founded in 2013.\n- Zoya reports to Lucia.\n- Zoya works for Crescent Telecom.\n- Callum reports to Zoya.\n- Callum works for Helios Logistics.\n- Viktor works for Vantage Air.\n- Anders reports to Dmitri.\n- Omar reports to Callum.\n- Dmitri works for Crescent Telecom.\n- Helios Logistics is headquartered in Tampere.\n- Omar works for Crescent Telecom.\n- Dmitri reports to Viktor.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Turku.\n- Crescent Telecom is headquartered in Tampere.\n- Summit Energy was founded in 1988.\n- Anders works for Summit Energy.\n- Aisha works for Vantage Air.\n- Summit Energy is headquartered in Tampere.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15687", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8778: employee Hana K., hired 13 April 2022, separated 09 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8778?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Cork.\n- Summit Energy was founded in 1981.\n- Aisha reports to Viktor.\n- Elena works for Beacon Insurance.\n- Aisha works for Summit Energy.\n- Amara reports to Leila.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Sofia works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Leila works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Elena reports to Dmitri.\n- Leila reports to Aisha.\n- Ironwood Manufacturing was founded in 1994.\n- Beacon Insurance was founded in 2003.\n- Bluepine Aviation was founded in 1998.\n- Summit Energy is headquartered in Dunedin.\n- Sofia reports to Elena.\n- Viktor reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15689", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15690", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 10 January 2023): For employees hired on or after 10 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1245: employee Callum A., hired 16 January 2022, separated 20 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-1245 under the controlling rules.", "criteria": {"0": "$10,600", "1": "$11,500", "2": "$11,600", "3": "$50,267"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15691", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 July 2025): For employees hired on or after 24 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5988: employee Lucia B., hired 05 December 2021, separated 22 June 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5988?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Summit Energy was founded in 1977.\n- Callum reports to Yuki.\n- Elena reports to Priya.\n- Helios Logistics was founded in 1982.\n- Crescent Telecom was founded in 1990.\n- Viktor works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Priya works for Crescent Telecom.\n- Beacon Insurance was founded in 2015.\n- Yuki reports to Anders.\n- Callum works for Crescent Telecom.\n- Elena works for Beacon Insurance.\n- Anders reports to Viktor.\n- Summit Energy is headquartered in Austin.\n- Nadia works for Beacon Insurance.\n- Helios Logistics is headquartered in Austin.\n- Nadia reports to Elena.\n- Hana reports to Nadia.\n- Crescent Telecom is headquartered in Porto.\n- Anders works for Summit Energy.\n- Viktor reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mateo.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Mateo reports to Tessa.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Atlas Freight was founded in 2002.\n- Bruno reports to Amara.\n- Pablo works for Summit Energy.\n- Wren reports to Chiara.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Lyon.\n- Amara works for Helios Logistics.\n- Mateo works for Atlas Freight.\n- Chiara reports to Bruno.\n- Helios Logistics is headquartered in Malmo.\n- Tessa works for Helios Logistics.\n- Atlas Freight is headquartered in Malmo.\n- Amara reports to Hana.\n- Hana works for Meridian Bank.\n- Pablo reports to Mei.\n- Chiara works for Atlas Freight.\n- Tessa reports to Pablo.\n- Stefan works for Summit Energy.\n- Mei reports to Wren.\n- Meridian Bank is headquartered in Lyon.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1990", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15694", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4604: employee Tobias R., hired 30 July 2020, separated 06 November 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4604?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Meridian Bank is headquartered in Turku.\n- Callum reports to Elena.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Dmitri works for Crescent Telecom.\n- Atlas Freight is headquartered in Valencia.\n- Anders reports to Mateo.\n- Leila reports to Omar.\n- Mara reports to Dmitri.\n- Wren reports to Callum.\n- Mateo reports to Mara.\n- Leila works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Dmitri reports to Mei.\n- Omar works for Meridian Bank.\n- Crescent Telecom is headquartered in Leeds.\n- Omar reports to Anders.\n- Mateo works for Crescent Telecom.\n- Atlas Freight was founded in 1985.\n- Callum works for Atlas Freight.\n- Mara works for Meridian Bank.\n- Anders works for Crescent Telecom.\n- Wren works for Atlas Freight.\n- Meridian Bank was founded in 1994.\n- Ironwood Manufacturing was founded in 1999.\n- Mei works for Atlas Freight.\n- Mei reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15696", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "test_results", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Lucia works for Northwind Systems.\n- Tessa works for Cedar Retail Group.\n- Mei works for Northwind Systems.\n- Felix works for Bluepine Aviation.\n- Kenji reports to Felix.\n- Northwind Systems was founded in 2003.\n- Tessa reports to Tobias.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2003.\n- Sanne reports to Mei.\n- Tobias reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation was founded in 1993.\n- Fernhill Foods was founded in 1978.\n- Wren reports to Tessa.\n- Cedar Retail Group is headquartered in Ghent.\n- Tobias works for Cedar Retail Group.\n- Mei reports to Wren.\n- Felix reports to Lucia.\n- Northwind Systems is headquartered in Brno.\n- Fernhill Foods is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15698", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Tobias works for Lattice Analytics.\n- Aisha works for Fernhill Foods.\n- Wren reports to Bruno.\n- Kenji reports to Aisha.\n- Kenji works for Lattice Analytics.\n- Northwind Systems was founded in 2012.\n- Amara reports to Tobias.\n- Ravi works for Northwind Systems.\n- Pinnacle Software was founded in 1984.\n- Lattice Analytics is headquartered in Cork.\n- Fernhill Foods was founded in 1975.\n- Dmitri reports to Amara.\n- Tobias reports to Wren.\n- Northwind Systems is headquartered in Basel.\n- Amara works for Fernhill Foods.\n- Aisha reports to Ravi.\n- Pinnacle Software is headquartered in Cork.\n- Ravi reports to Dmitri.\n- Lattice Analytics was founded in 2001.\n- Fernhill Foods is headquartered in Bergen.\n- Dmitri works for Northwind Systems.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15699", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 87408 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15700", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Priya reports to Zoya.\n- Sanne works for Pinnacle Software.\n- Tessa works for Summit Energy.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Deshawn.\n- Northwind Systems was founded in 1998.\n- Summit Energy was founded in 2001.\n- Summit Energy is headquartered in Adelaide.\n- Pinnacle Software was founded in 1975.\n- Deshawn reports to Tessa.\n- Ravi reports to Mara.\n- Bluepine Aviation is headquartered in Halifax.\n- Tessa reports to Aisha.\n- Pinnacle Software is headquartered in Adelaide.\n- Hana reports to Chiara.\n- Yuki reports to Hana.\n- Bluepine Aviation was founded in 1986.\n- Yuki works for Bluepine Aviation.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Sanne reports to Yuki.\n- Chiara reports to Priya.\n- Aisha reports to Kenji.\n- Priya works for Summit Energy.\n- Zoya reports to Ravi.\n- Deshawn works for Pinnacle Software.\n- Mara works for Summit Energy.\n- Aisha works for Northwind Systems.\n- Hana works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1978", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15702", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5776: employee Ingrid S., hired 04 September 2023, separated 12 September 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-5776 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$15,167", "2": "$3,500", "3": "$2,625"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15703", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "weather", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15704", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5120: employee Viktor T., hired 10 March 2023, separated 01 April 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-5120 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$58,500", "2": "$15,500", "3": "$13,630"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15705", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15706", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15707", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 November 2022): For employees hired on or after 11 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4777: employee Bruno R., hired 05 January 2022, separated 11 January 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-4777 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15708", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15709", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15710", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15711", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4356: employee Chiara K., hired 17 November 2021, separated 30 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4356?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15712", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15713", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2529: employee Nadia B., hired 10 July 2024, separated 19 August 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-2529 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$1,375", "2": "$6,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15714", "family": "intent_v3", "state": "Incoming support message:\n\"FW: I moved — update delivery for 14682\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "exchange_item", "3": "change_address", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1992.\n- Atlas Freight was founded in 1996.\n- Beacon Insurance is headquartered in Porto.\n- Mei reports to Leila.\n- Cobalt Health was founded in 2006.\n- Bruno reports to Ingrid.\n- Cobalt Health is headquartered in Porto.\n- Mei works for Atlas Freight.\n- Yuki works for Cobalt Health.\n- Fernhill Foods is headquartered in Porto.\n- Zoya reports to Yuki.\n- Bruno works for Cobalt Health.\n- Mara works for Fernhill Foods.\n- Yuki reports to Nadia.\n- Zoya works for Fernhill Foods.\n- Leila reports to Sofia.\n- Atlas Freight is headquartered in Valencia.\n- Mateo works for Beacon Insurance.\n- Sofia reports to Mateo.\n- Beacon Insurance was founded in 1998.\n- Leila works for Atlas Freight.\n- Mateo reports to Zoya.\n- Sofia works for Cobalt Health.\n- Mara reports to Bruno.\n- Ingrid reports to Mei.\n- Nadia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1990", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15716", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15717", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4936: employee Ravi K., hired 03 October 2020, separated 23 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4936?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15718", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15719", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15720", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15721", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Leila reports to Tessa.\n- Vantage Air is headquartered in Basel.\n- Hana reports to Lucia.\n- Stefan reports to Amara.\n- Vantage Air was founded in 1983.\n- Amara reports to Hana.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji works for Vantage Air.\n- Hana works for Fernhill Foods.\n- Tessa reports to Kenji.\n- Fernhill Foods was founded in 2012.\n- Ingrid reports to Leila.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2007.\n- Tessa works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software was founded in 1982.\n- Mei reports to Zoya.\n- Amara works for Pinnacle Software.\n- Stefan works for Ironwood Manufacturing.\n- Lucia reports to Ingrid.\n- Zoya reports to Stefan.\n- Leila works for Vantage Air.\n- Mei works for Pinnacle Software.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15723", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9629: employee Tobias T., hired 17 March 2020, separated 28 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9629?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1976.\n- Meridian Bank is headquartered in Tampere.\n- Tobias reports to Pablo.\n- Elena works for Helios Logistics.\n- Fernhill Foods was founded in 2009.\n- Elena reports to Mateo.\n- Fernhill Foods is headquartered in Oslo.\n- Omar works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Lucia reports to Tobias.\n- Nadia works for Fernhill Foods.\n- Pablo works for Meridian Bank.\n- Pablo reports to Omar.\n- Tobias works for Helios Logistics.\n- Meridian Bank was founded in 1992.\n- Helios Logistics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Felix reports to Jonas.\n- Jonas reports to Lucia.\n- Felix works for Meridian Bank.\n- Deshawn reports to Nadia.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas works for Helios Logistics.\n- Nadia reports to Felix.\n- Omar reports to Elena.\n- Mateo works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1981.\n- Ingrid reports to Bruno.\n- Tobias works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Callum reports to Omar.\n- Meridian Bank was founded in 2014.\n- Pinnacle Software is headquartered in Cork.\n- Tobias reports to Leila.\n- Yuki reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Amara reports to Viktor.\n- Yuki works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Amara works for Pinnacle Software.\n- Bruno reports to Felix.\n- Omar works for Meridian Bank.\n- Crescent Telecom is headquartered in Basel.\n- Bluepine Aviation was founded in 1984.\n- Lucia reports to Amara.\n- Felix reports to Mateo.\n- Leila reports to Yuki.\n- Meridian Bank is headquartered in Halifax.\n- Leila works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Viktor works for Meridian Bank.\n- Mateo reports to Lucia.\n- Pinnacle Software was founded in 1982.\n- Lucia works for Crescent Telecom.\n- Omar reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15726", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7587: employee Priya S., hired 22 January 2023, separated 26 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7587?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Stefan reports to Mei.\n- Cobalt Health is headquartered in Dunedin.\n- Amara reports to Stefan.\n- Mei reports to Anders.\n- Amara works for Bluepine Aviation.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Kenji works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Kenji reports to Viktor.\n- Dmitri reports to Aisha.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Dmitri.\n- Viktor reports to Amara.\n- Bluepine Aviation was founded in 2012.\n- Dmitri works for Crescent Telecom.\n- Mei works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2006.\n- Stefan works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1995.\n- Bluepine Aviation is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15728", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7407: employee Kenji S., hired 11 May 2022, separated 31 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7407?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Sofia reports to Anders.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Deshawn reports to Aisha.\n- Aisha works for Summit Energy.\n- Zoya works for Vantage Air.\n- Mateo works for Crescent Telecom.\n- Vantage Air was founded in 2009.\n- Mateo reports to Leila.\n- Mei works for Vantage Air.\n- Deshawn works for Crescent Telecom.\n- Summit Energy is headquartered in Malmo.\n- Tobias works for Vantage Air.\n- Bluepine Aviation was founded in 1987.\n- Aisha reports to Zoya.\n- Crescent Telecom was founded in 1988.\n- Mei reports to Deshawn.\n- Tobias reports to Sofia.\n- Hana reports to Emeka.\n- Zoya reports to Hana.\n- Vantage Air is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Tallinn.\n- Emeka reports to Tobias.\n- Nadia reports to Mei.\n- Nadia works for Crescent Telecom.\n- Leila works for Bluepine Aviation.\n- Summit Energy was founded in 2012.\n- Leila reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15730", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3905: employee Amara A., hired 13 February 2021, separated 12 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3905?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15731", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4873: employee Felix S., hired 06 June 2020, separated 16 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4873?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15732", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8576: employee Chiara A., hired 27 February 2021, separated 09 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8576?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Omar.\n- Cedar Retail Group was founded in 2002.\n- Callum works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Stefan works for Northwind Systems.\n- Amara reports to Emeka.\n- Vantage Air is headquartered in Tallinn.\n- Nadia works for Atlas Freight.\n- Stefan reports to Hana.\n- Hana works for Atlas Freight.\n- Northwind Systems was founded in 1983.\n- Cedar Retail Group is headquartered in Turku.\n- Omar reports to Nadia.\n- Atlas Freight is headquartered in Tallinn.\n- Omar works for Atlas Freight.\n- Ravi reports to Mateo.\n- Nadia reports to Amara.\n- Emeka reports to Stefan.\n- Ravi works for Cedar Retail Group.\n- Amara works for Atlas Freight.\n- Bruno works for Northwind Systems.\n- Hana reports to Bruno.\n- Vantage Air was founded in 1996.\n- Mateo works for Northwind Systems.\n- Callum reports to Ravi.\n- Northwind Systems is headquartered in Tallinn.\n- Atlas Freight was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Felix reports to Callum.\n- Atlas Freight was founded in 1978.\n- Sanne reports to Aisha.\n- Felix works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Helios Logistics is headquartered in Porto.\n- Callum works for Crescent Telecom.\n- Fernhill Foods was founded in 1984.\n- Callum reports to Kenji.\n- Chiara works for Fernhill Foods.\n- Leila reports to Felix.\n- Fernhill Foods is headquartered in Halifax.\n- Aisha reports to Priya.\n- Aisha works for Helios Logistics.\n- Crescent Telecom was founded in 1975.\n- Sanne works for Helios Logistics.\n- Leila works for Crescent Telecom.\n- Helios Logistics was founded in 1992.\n- Priya works for Atlas Freight.\n- Chiara reports to Sanne.\n- Priya reports to Leila.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15735", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9262: employee Viktor T., hired 15 October 2019, separated 09 July 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-9262 under the controlling rules.", "criteria": {"0": "$13,800", "1": "$11,750", "2": "$11,800", "3": "$51,133"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9262 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15736", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15737", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4709: employee Sofia A., hired 26 November 2020, separated 04 January 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-4709 under the controlling rules.", "criteria": {"0": "$128,000", "1": "$29,538", "2": "$27,538", "3": "$29,423"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15738", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3300: employee Mei K., hired 26 November 2023, separated 18 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-3300 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$2,438", "2": "$2,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Emeka reports to Pablo.\n- Lucia reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Cedar Retail Group was founded in 1995.\n- Felix reports to Amara.\n- Hana works for Fernhill Foods.\n- Amara works for Cedar Retail Group.\n- Hana reports to Callum.\n- Pablo works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Pablo reports to Felix.\n- Emeka works for Fernhill Foods.\n- Lattice Analytics was founded in 2014.\n- Kenji reports to Hana.\n- Beacon Insurance is headquartered in Turku.\n- Fernhill Foods is headquartered in Cork.\n- Lucia works for Fernhill Foods.\n- Lattice Analytics is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15740", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mara.\n- Priya reports to Sanne.\n- Northwind Systems was founded in 1997.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Turku.\n- Sanne works for Crescent Telecom.\n- Leila reports to Felix.\n- Ravi reports to Mei.\n- Meridian Bank was founded in 2013.\n- Priya works for Meridian Bank.\n- Mei reports to Pablo.\n- Northwind Systems is headquartered in Cork.\n- Ravi works for Fernhill Foods.\n- Crescent Telecom is headquartered in Basel.\n- Crescent Telecom was founded in 2014.\n- Leila works for Northwind Systems.\n- Mei works for Meridian Bank.\n- Pablo reports to Priya.\n- Mara reports to Leila.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 2014.\n- Meridian Bank is headquartered in Cork.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15742", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8270: employee Lucia B., hired 21 January 2021, separated 18 January 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8270?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15743", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2011.\n- Atlas Freight is headquartered in Tallinn.\n- Sofia works for Beacon Insurance.\n- Ingrid reports to Callum.\n- Dmitri works for Meridian Bank.\n- Omar reports to Sofia.\n- Ingrid works for Beacon Insurance.\n- Callum works for Ironwood Manufacturing.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Lyon.\n- Beacon Insurance is headquartered in Tallinn.\n- Priya works for Ironwood Manufacturing.\n- Amara reports to Dmitri.\n- Priya reports to Ingrid.\n- Dmitri reports to Priya.\n- Atlas Freight was founded in 1995.\n- Chiara reports to Amara.\n- Omar works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Beacon Insurance was founded in 2010.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Chiara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15745", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15746", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2854: employee Ingrid M., hired 15 November 2021, separated 06 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2854?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15747", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15748", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8509: employee Zoya A., hired 29 June 2022, separated 04 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8509?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Callum.\n- Emeka reports to Felix.\n- Nadia works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Kenji works for Meridian Bank.\n- Helios Logistics was founded in 1986.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 2014.\n- Elena reports to Emeka.\n- Nadia reports to Ravi.\n- Elena works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Meridian Bank is headquartered in Tampere.\n- Helios Logistics is headquartered in Cork.\n- Callum works for Helios Logistics.\n- Zoya reports to Yuki.\n- Callum reports to Sanne.\n- Anders reports to Omar.\n- Ravi reports to Anders.\n- Sanne reports to Nadia.\n- Pinnacle Software was founded in 2014.\n- Felix works for Meridian Bank.\n- Ravi works for Pinnacle Software.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Yuki works for Meridian Bank.\n- Anders works for Vantage Air.\n- Omar reports to Kenji.\n- Pinnacle Software is headquartered in Bergen.\n- Yuki reports to Elena.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2014", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15750", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15751", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6052: employee Felix K., hired 09 September 2022, separated 25 July 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-6052 under the controlling rules.", "criteria": {"0": "$6,400", "1": "$36,400", "2": "$8,312", "3": "$8,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2006.\n- Northwind Systems was founded in 1990.\n- Ironwood Manufacturing was founded in 2010.\n- Yuki works for Northwind Systems.\n- Mei reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Pablo.\n- Sanne works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Pablo works for Fernhill Foods.\n- Hana reports to Mateo.\n- Stefan reports to Elena.\n- Meridian Bank is headquartered in Basel.\n- Lucia reports to Ingrid.\n- Stefan works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Kenji reports to Lucia.\n- Hana works for Meridian Bank.\n- Northwind Systems is headquartered in Basel.\n- Meridian Bank was founded in 1991.\n- Fernhill Foods is headquartered in Basel.\n- Ingrid works for Ironwood Manufacturing.\n- Yuki reports to Stefan.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Dmitri reports to Kenji.\n- Sanne reports to Yuki.\n- Mateo works for Ironwood Manufacturing.\n- Pablo reports to Sanne.\n- Mateo reports to Mei.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Emeka.\n- Priya works for Bluepine Aviation.\n- Ravi works for Lattice Analytics.\n- Jonas reports to Nadia.\n- Ravi reports to Mei.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sanne reports to Mara.\n- Priya reports to Elena.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Jonas works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Adelaide.\n- Yuki works for Lattice Analytics.\n- Mei works for Cobalt Health.\n- Kenji works for Bluepine Aviation.\n- Nadia reports to Lucia.\n- Elena reports to Jonas.\n- Emeka reports to Kenji.\n- Nadia works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Emeka works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia works for Cobalt Health.\n- Cedar Retail Group was founded in 1977.\n- Kenji reports to Priya.\n- Cobalt Health is headquartered in Tampere.\n- Yuki reports to Sanne.\n- Cobalt Health was founded in 1987.\n- Bluepine Aviation was founded in 2009.\n- Lucia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Felix reports to Ravi.\n- Bluepine Aviation was founded in 1998.\n- Vantage Air is headquartered in Basel.\n- Callum reports to Pablo.\n- Ravi works for Vantage Air.\n- Elena reports to Amara.\n- Elena works for Vantage Air.\n- Pablo works for Vantage Air.\n- Pablo reports to Omar.\n- Bluepine Aviation is headquartered in Porto.\n- Felix works for Meridian Bank.\n- Beacon Insurance was founded in 2007.\n- Aisha works for Vantage Air.\n- Ravi reports to Elena.\n- Stefan works for Beacon Insurance.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 2007.\n- Aisha reports to Callum.\n- Tobias reports to Stefan.\n- Vantage Air was founded in 2014.\n- Amara works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Beacon Insurance is headquartered in Adelaide.\n- Omar reports to Tobias.\n- Stefan reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15755", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Priya.\n- Priya works for Crescent Telecom.\n- Callum reports to Yuki.\n- Crescent Telecom is headquartered in Adelaide.\n- Anders reports to Felix.\n- Anders works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Felix works for Crescent Telecom.\n- Jonas reports to Viktor.\n- Callum works for Crescent Telecom.\n- Atlas Freight is headquartered in Malmo.\n- Lucia reports to Callum.\n- Felix reports to Lucia.\n- Hana works for Crescent Telecom.\n- Priya reports to Anders.\n- Kenji works for Cedar Retail Group.\n- Lucia works for Fernhill Foods.\n- Cedar Retail Group was founded in 1979.\n- Fernhill Foods was founded in 2003.\n- Crescent Telecom was founded in 2011.\n- Viktor reports to Kenji.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1976.\n- Cedar Retail Group is headquartered in Halifax.\n- Kenji reports to Hana.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15757", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9922: employee Aisha M., hired 30 July 2021, separated 12 April 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-9922 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$13,600", "2": "$58,933", "3": "$11,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15758", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15759", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15760", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2496: employee Leila S., hired 22 July 2022, separated 14 April 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2496?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15761", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1976.\n- Mara works for Ironwood Manufacturing.\n- Leila reports to Ravi.\n- Jonas works for Fernhill Foods.\n- Ravi reports to Anders.\n- Pablo reports to Callum.\n- Pinnacle Software is headquartered in Malmo.\n- Anders reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Ravi works for Pinnacle Software.\n- Anders works for Cobalt Health.\n- Fernhill Foods is headquartered in Bergen.\n- Emeka reports to Jonas.\n- Pinnacle Software was founded in 2013.\n- Cobalt Health was founded in 2005.\n- Emeka works for Pinnacle Software.\n- Tessa reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Pablo works for Pinnacle Software.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Dmitri.\n- Cobalt Health is headquartered in Malmo.\n- Dmitri reports to Emeka.\n- Hana reports to Mateo.\n- Mara reports to Pablo.\n- Callum reports to Tessa.\n- Dmitri works for Ironwood Manufacturing.\n- Tessa works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 1985.\n- Jonas works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Tallinn.\n- Ravi reports to Stefan.\n- Fernhill Foods was founded in 2004.\n- Jonas reports to Leila.\n- Mei reports to Amara.\n- Aisha reports to Ravi.\n- Mara reports to Jonas.\n- Leila reports to Mei.\n- Deshawn works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Deshawn reports to Tessa.\n- Atlas Freight was founded in 2015.\n- Amara reports to Aisha.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Dunedin.\n- Aisha works for Beacon Insurance.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2003.\n- Summit Energy is headquartered in Malmo.\n- Stefan reports to Deshawn.\n- Mei works for Fernhill Foods.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15764", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9281: employee Ravi S., hired 10 June 2021, separated 03 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9281?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15765", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 November 2024): For employees hired on or after 22 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7451: employee Stefan T., hired 29 July 2022, separated 26 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7451?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15766", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8103: employee Sofia R., hired 10 November 2021, separated 12 October 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8103?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15767", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15768", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6637: employee Tessa B., hired 06 July 2022, separated 24 May 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6637?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15769", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Elena.\n- Stefan works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Anders reports to Tobias.\n- Bluepine Aviation was founded in 2003.\n- Crescent Telecom is headquartered in Nagoya.\n- Crescent Telecom was founded in 2008.\n- Beacon Insurance was founded in 1985.\n- Beacon Insurance is headquartered in Brno.\n- Felix works for Bluepine Aviation.\n- Chiara works for Atlas Freight.\n- Amara works for Bluepine Aviation.\n- Elena works for Atlas Freight.\n- Bruno works for Crescent Telecom.\n- Stefan reports to Bruno.\n- Chiara reports to Felix.\n- Bruno reports to Anders.\n- Aisha works for Beacon Insurance.\n- Amara reports to Stefan.\n- Tobias reports to Chiara.\n- Aisha reports to Ingrid.\n- Tobias works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Atlas Freight was founded in 2001.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Elena reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ingrid.\n- Wren works for Atlas Freight.\n- Omar works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Nadia works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1995.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Jonas reports to Omar.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Austin.\n- Lattice Analytics is headquartered in Austin.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Jonas.\n- Ingrid reports to Sofia.\n- Wren reports to Dmitri.\n- Beacon Insurance was founded in 1997.\n- Ironwood Manufacturing was founded in 1982.\n- Pablo reports to Nadia.\n- Omar reports to Pablo.\n- Beacon Insurance is headquartered in Bergen.\n- Pablo works for Lattice Analytics.\n- Atlas Freight was founded in 2002.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15772", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Anders reports to Aisha.\n- Callum works for Vantage Air.\n- Omar works for Northwind Systems.\n- Wren reports to Sofia.\n- Callum reports to Anders.\n- Priya works for Vantage Air.\n- Crescent Telecom was founded in 1978.\n- Tessa works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Aisha reports to Priya.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Wren works for Northwind Systems.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Viktor reports to Wren.\n- Bluepine Aviation is headquartered in Nagoya.\n- Anders works for Crescent Telecom.\n- Bruno reports to Callum.\n- Tessa reports to Viktor.\n- Omar reports to Bruno.\n- Priya reports to Tessa.\n- Bluepine Aviation was founded in 1984.\n- Northwind Systems was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Aisha works for Meridian Bank.\n- Mei reports to Callum.\n- Mei works for Beacon Insurance.\n- Pinnacle Software is headquartered in Oslo.\n- Tessa reports to Sanne.\n- Amara reports to Aisha.\n- Sanne reports to Amara.\n- Callum reports to Sofia.\n- Callum works for Pinnacle Software.\n- Beacon Insurance is headquartered in Malmo.\n- Pablo works for Cobalt Health.\n- Sofia reports to Pablo.\n- Bruno works for Cobalt Health.\n- Meridian Bank was founded in 1992.\n- Pinnacle Software was founded in 2015.\n- Tessa works for Pinnacle Software.\n- Cobalt Health is headquartered in Malmo.\n- Zoya works for Beacon Insurance.\n- Sanne works for Meridian Bank.\n- Beacon Insurance was founded in 2010.\n- Cobalt Health was founded in 1996.\n- Zoya reports to Bruno.\n- Bruno reports to Tessa.\n- Pablo reports to Zoya.\n- Amara works for Beacon Insurance.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15775", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15776", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Deshawn reports to Viktor.\n- Ironwood Manufacturing was founded in 2004.\n- Tessa reports to Jonas.\n- Omar works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Malmo.\n- Ravi works for Helios Logistics.\n- Amara reports to Sanne.\n- Stefan works for Cobalt Health.\n- Jonas reports to Amara.\n- Deshawn works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 2001.\n- Ingrid works for Summit Energy.\n- Cobalt Health is headquartered in Adelaide.\n- Jonas works for Helios Logistics.\n- Stefan reports to Ingrid.\n- Summit Energy was founded in 1976.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Viktor works for Cobalt Health.\n- Sanne reports to Hana.\n- Ingrid reports to Omar.\n- Hana reports to Stefan.\n- Cobalt Health was founded in 1994.\n- Viktor reports to Lucia.\n- Omar reports to Deshawn.\n- Hana works for Helios Logistics.\n- Ravi reports to Tessa.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1977.\n- Sanne works for Cobalt Health.\n- Sanne reports to Callum.\n- Sofia reports to Kenji.\n- Meridian Bank was founded in 1993.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1989.\n- Mateo works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Felix reports to Hana.\n- Callum reports to Mei.\n- Mei works for Crescent Telecom.\n- Cobalt Health was founded in 1987.\n- Beacon Insurance is headquartered in Turku.\n- Callum works for Crescent Telecom.\n- Aisha works for Beacon Insurance.\n- Cobalt Health is headquartered in Leeds.\n- Mei reports to Aisha.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Mateo.\n- Hana works for Crescent Telecom.\n- Mateo reports to Pablo.\n- Crescent Telecom is headquartered in Adelaide.\n- Pablo reports to Felix.\n- Aisha reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Northwind Systems was founded in 1999.\n- Atlas Freight is headquartered in Porto.\n- Zoya reports to Amara.\n- Aisha works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.\n- Chiara works for Crescent Telecom.\n- Ravi works for Atlas Freight.\n- Chiara reports to Zoya.\n- Amara works for Northwind Systems.\n- Crescent Telecom was founded in 1975.\n- Ironwood Manufacturing is headquartered in Porto.\n- Crescent Telecom is headquartered in Cork.\n- Atlas Freight was founded in 2009.\n- Amara reports to Ravi.\n- Ironwood Manufacturing was founded in 2013.\n- Aisha reports to Nadia.\n- Nadia reports to Emeka.\n- Zoya works for Crescent Telecom.\n- Emeka reports to Anders.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Anders reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15780", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1983: employee Amara R., hired 28 July 2020, separated 17 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1983?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15781", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3331: employee Mara A., hired 23 January 2024, separated 23 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3331?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15782", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15783", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3192: employee Leila T., hired 17 October 2023, separated 13 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3192?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15784", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 February 2023): For employees hired on or after 16 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7074: employee Emeka M., hired 19 May 2019, separated 14 August 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7074?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15785", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7954: employee Ingrid S., hired 11 August 2022, separated 09 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7954?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1985.\n- Stefan reports to Omar.\n- Tessa reports to Jonas.\n- Tessa works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Cork.\n- Tobias works for Helios Logistics.\n- Tobias reports to Tessa.\n- Jonas reports to Sanne.\n- Sanne reports to Elena.\n- Bruno reports to Lucia.\n- Helios Logistics was founded in 2013.\n- Lucia works for Helios Logistics.\n- Elena works for Northwind Systems.\n- Stefan works for Vantage Air.\n- Ironwood Manufacturing was founded in 1986.\n- Vantage Air is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara works for Northwind Systems.\n- Lucia reports to Mara.\n- Northwind Systems is headquartered in Nagoya.\n- Vantage Air was founded in 1994.\n- Jonas works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Sanne works for Vantage Air.\n- Bruno works for Helios Logistics.\n- Omar reports to Bruno.\n- Mara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2016", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15787", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 59944 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15788", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ingrid.\n- Ironwood Manufacturing was founded in 2014.\n- Ingrid works for Cedar Retail Group.\n- Kenji works for Ironwood Manufacturing.\n- Tessa reports to Kenji.\n- Ravi reports to Tessa.\n- Vantage Air was founded in 2005.\n- Elena reports to Nadia.\n- Bruno works for Ironwood Manufacturing.\n- Ingrid reports to Hana.\n- Stefan works for Cobalt Health.\n- Tobias reports to Elena.\n- Cobalt Health is headquartered in Malmo.\n- Nadia works for Vantage Air.\n- Felix works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2005.\n- Ravi works for Cobalt Health.\n- Hana works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Hana reports to Bruno.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tessa works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Kenji reports to Stefan.\n- Nadia reports to Pablo.\n- Vantage Air is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Halifax.\n- Bruno reports to Felix.\n- Cobalt Health was founded in 1983.\n- Pablo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Halifax", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15790", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 58108\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15791", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15792", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 December 2022): For employees hired on or after 11 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6450: employee Emeka A., hired 16 September 2022, separated 03 June 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-6450 under the controlling rules.", "criteria": {"0": "$3,750", "1": "$3,825", "2": "$16,250", "3": "$1,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Viktor.\n- Beacon Insurance is headquartered in Brno.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Ingrid reports to Lucia.\n- Omar reports to Ingrid.\n- Meridian Bank is headquartered in Basel.\n- Vantage Air is headquartered in Basel.\n- Cobalt Health was founded in 2008.\n- Omar works for Vantage Air.\n- Tobias works for Vantage Air.\n- Lucia reports to Wren.\n- Bruno works for Beacon Insurance.\n- Anders reports to Tobias.\n- Lucia works for Beacon Insurance.\n- Chiara works for Vantage Air.\n- Hana works for Beacon Insurance.\n- Wren reports to Stefan.\n- Hana reports to Omar.\n- Ingrid works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Bruno.\n- Viktor reports to Chiara.\n- Tobias reports to Hana.\n- Viktor works for Beacon Insurance.\n- Vantage Air was founded in 2000.\n- Meridian Bank was founded in 2008.\n- Wren works for Cobalt Health.\n- Beacon Insurance was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Dunedin.\n- Priya reports to Emeka.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Felix reports to Ingrid.\n- Anders reports to Leila.\n- Crescent Telecom is headquartered in Halifax.\n- Emeka reports to Felix.\n- Felix works for Beacon Insurance.\n- Leila reports to Priya.\n- Ingrid works for Beacon Insurance.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health was founded in 1982.\n- Bluepine Aviation was founded in 1975.\n- Zoya works for Bluepine Aviation.\n- Cobalt Health is headquartered in Cork.\n- Beacon Insurance was founded in 2004.\n- Crescent Telecom was founded in 1983.\n- Leila works for Cobalt Health.\n- Ingrid reports to Zoya.\n- Zoya reports to Mara.\n- Anders works for Bluepine Aviation.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15795", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 78699 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15796", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6558: employee Deshawn T., hired 12 August 2022, separated 20 December 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2026-6558 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$40,000", "2": "$9,231", "3": "$8,308"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Aisha works for Beacon Insurance.\n- Pinnacle Software is headquartered in Malmo.\n- Sanne reports to Mateo.\n- Aisha reports to Priya.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Felix.\n- Priya reports to Yuki.\n- Bruno reports to Sanne.\n- Yuki works for Pinnacle Software.\n- Atlas Freight is headquartered in Malmo.\n- Bruno works for Crescent Telecom.\n- Pinnacle Software was founded in 2003.\n- Atlas Freight was founded in 2006.\n- Sanne works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Beacon Insurance was founded in 1985.\n- Beacon Insurance is headquartered in Porto.\n- Elena reports to Bruno.\n- Felix reports to Aisha.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15798", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Dmitri.\n- Crescent Telecom was founded in 2014.\n- Cedar Retail Group is headquartered in Turku.\n- Emeka reports to Ravi.\n- Tessa works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Dmitri reports to Mei.\n- Ravi reports to Pablo.\n- Beacon Insurance is headquartered in Basel.\n- Wren works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Crescent Telecom is headquartered in Basel.\n- Omar reports to Wren.\n- Beacon Insurance was founded in 2008.\n- Ravi works for Crescent Telecom.\n- Summit Energy was founded in 1991.\n- Cedar Retail Group was founded in 2009.\n- Pablo reports to Felix.\n- Felix reports to Omar.\n- Emeka works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Tessa reports to Tobias.\n- Omar works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Wren reports to Tessa.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Leila reports to Stefan.\n- Fernhill Foods is headquartered in Lyon.\n- Tessa reports to Deshawn.\n- Lattice Analytics was founded in 2002.\n- Beacon Insurance was founded in 1996.\n- Nadia reports to Pablo.\n- Mateo reports to Leila.\n- Leila works for Lattice Analytics.\n- Chiara works for Helios Logistics.\n- Yuki reports to Chiara.\n- Pablo works for Beacon Insurance.\n- Nadia works for Lattice Analytics.\n- Tessa works for Beacon Insurance.\n- Pablo reports to Tessa.\n- Stefan works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Kenji works for Helios Logistics.\n- Stefan reports to Mei.\n- Kenji reports to Nadia.\n- Mateo works for Lattice Analytics.\n- Helios Logistics is headquartered in Malmo.\n- Mei reports to Viktor.\n- Chiara reports to Kenji.\n- Deshawn works for Helios Logistics.\n- Mei works for Lattice Analytics.\n- Viktor reports to Yuki.\n- Fernhill Foods was founded in 2008.\n- Helios Logistics was founded in 2005.\n- Viktor works for Fernhill Foods.\n- Lattice Analytics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15801", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 October 2025): For employees hired on or after 17 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4759: employee Omar M., hired 13 April 2023, separated 15 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4759?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Summit Energy is headquartered in Nagoya.\n- Ingrid reports to Yuki.\n- Hana works for Cedar Retail Group.\n- Tessa reports to Hana.\n- Pinnacle Software was founded in 1991.\n- Ironwood Manufacturing was founded in 2003.\n- Stefan works for Summit Energy.\n- Stefan reports to Zoya.\n- Viktor works for Pinnacle Software.\n- Hana reports to Chiara.\n- Omar works for Ironwood Manufacturing.\n- Viktor reports to Anders.\n- Anders works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Anders reports to Omar.\n- Deshawn reports to Stefan.\n- Zoya reports to Ingrid.\n- Chiara works for Summit Energy.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 1987.\n- Cedar Retail Group was founded in 2014.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki reports to Tessa.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tessa works for Summit Energy.\n- Deshawn works for Cedar Retail Group.\n- Wren works for Ironwood Manufacturing.\n- Omar reports to Wren.\n- Chiara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Nagoya", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15803", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15804", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1988.\n- Lattice Analytics is headquartered in Tampere.\n- Kenji reports to Zoya.\n- Bluepine Aviation was founded in 2010.\n- Stefan works for Beacon Insurance.\n- Wren reports to Kenji.\n- Bruno works for Bluepine Aviation.\n- Omar works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Callum works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Basel.\n- Zoya works for Lattice Analytics.\n- Northwind Systems was founded in 1979.\n- Northwind Systems is headquartered in Tampere.\n- Wren works for Northwind Systems.\n- Bruno reports to Lucia.\n- Lucia reports to Callum.\n- Yuki reports to Stefan.\n- Kenji works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Zoya reports to Bruno.\n- Callum reports to Yuki.\n- Stefan reports to Viktor.\n- Bluepine Aviation is headquartered in Adelaide.\n- Omar reports to Wren.\n- Lattice Analytics was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1995", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1983.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Sofia reports to Mei.\n- Omar reports to Ravi.\n- Felix reports to Emeka.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1989.\n- Pinnacle Software is headquartered in Turku.\n- Omar works for Pinnacle Software.\n- Mei reports to Felix.\n- Mei works for Ironwood Manufacturing.\n- Ravi reports to Callum.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi works for Ironwood Manufacturing.\n- Emeka reports to Omar.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Callum reports to Sanne.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Sanne works for Ironwood Manufacturing.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15807", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6583: employee Amara A., hired 03 August 2023, separated 07 September 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-6583 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,150", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Bluepine Aviation.\n- Lattice Analytics was founded in 1985.\n- Vantage Air was founded in 1999.\n- Deshawn works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Leila reports to Mei.\n- Cedar Retail Group was founded in 2007.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Cedar Retail Group is headquartered in Turku.\n- Leila works for Cedar Retail Group.\n- Tobias works for Vantage Air.\n- Bluepine Aviation was founded in 2003.\n- Chiara reports to Mara.\n- Kenji works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Chiara works for Vantage Air.\n- Felix reports to Tobias.\n- Mei works for Vantage Air.\n- Mei reports to Chiara.\n- Felix works for Bluepine Aviation.\n- Nadia reports to Felix.\n- Yuki reports to Deshawn.\n- Mateo reports to Kenji.\n- Tobias reports to Leila.\n- Deshawn reports to Nadia.\n- Lattice Analytics is headquartered in Cork.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Omar reports to Mateo.\n- Mara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Stefan.\n- Mara reports to Mateo.\n- Beacon Insurance is headquartered in Lyon.\n- Sofia works for Vantage Air.\n- Lucia reports to Yuki.\n- Emeka works for Beacon Insurance.\n- Meridian Bank is headquartered in Basel.\n- Mateo works for Vantage Air.\n- Lucia works for Meridian Bank.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Crescent Telecom is headquartered in Valencia.\n- Emeka reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Sofia reports to Emeka.\n- Crescent Telecom was founded in 1982.\n- Mateo reports to Anders.\n- Beacon Insurance was founded in 1997.\n- Yuki reports to Mara.\n- Omar reports to Lucia.\n- Anders works for Vantage Air.\n- Yuki works for Meridian Bank.\n- Stefan works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Vantage Air is headquartered in Valencia.\n- Nadia reports to Omar.\n- Meridian Bank was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Dunedin.\n- Fernhill Foods was founded in 1985.\n- Felix works for Cedar Retail Group.\n- Mateo reports to Felix.\n- Priya reports to Mei.\n- Lucia reports to Ingrid.\n- Ravi works for Fernhill Foods.\n- Dmitri reports to Tobias.\n- Fernhill Foods is headquartered in Dunedin.\n- Hana works for Vantage Air.\n- Tobias works for Vantage Air.\n- Ingrid works for Fernhill Foods.\n- Felix reports to Wren.\n- Dmitri works for Vantage Air.\n- Hana reports to Dmitri.\n- Cedar Retail Group was founded in 1998.\n- Mateo works for Vantage Air.\n- Mei reports to Mateo.\n- Mei works for Cobalt Health.\n- Vantage Air is headquartered in Dunedin.\n- Tobias reports to Lucia.\n- Cobalt Health was founded in 1975.\n- Elena works for Cedar Retail Group.\n- Ravi reports to Priya.\n- Vantage Air was founded in 2012.\n- Wren works for Vantage Air.\n- Priya works for Cedar Retail Group.\n- Lucia works for Vantage Air.\n- Wren reports to Hana.\n- Cobalt Health is headquartered in Dunedin.\n- Ingrid reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15811", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15812", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9942: employee Leila T., hired 20 August 2019, separated 13 October 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-9942 under the controlling rules.", "criteria": {"0": "$8,625", "1": "$7,687", "2": "$33,042", "3": "$7,625"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1982.\n- Zoya reports to Hana.\n- Nadia reports to Omar.\n- Elena reports to Kenji.\n- Priya reports to Nadia.\n- Zoya works for Crescent Telecom.\n- Beacon Insurance is headquartered in Lyon.\n- Priya works for Vantage Air.\n- Bruno reports to Priya.\n- Omar works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Beacon Insurance was founded in 1997.\n- Pinnacle Software is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji works for Vantage Air.\n- Hana reports to Elena.\n- Hana works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Elena works for Pinnacle Software.\n- Vantage Air was founded in 1982.\n- Kenji reports to Bruno.\n- Pinnacle Software was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15814", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9932: employee Omar S., hired 29 May 2021, separated 03 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9932?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15815", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Tobias reports to Chiara.\n- Leila reports to Anders.\n- Bluepine Aviation is headquartered in Oslo.\n- Aisha works for Ironwood Manufacturing.\n- Hana reports to Leila.\n- Chiara reports to Wren.\n- Chiara works for Beacon Insurance.\n- Anders reports to Deshawn.\n- Tobias works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1979.\n- Wren reports to Priya.\n- Bluepine Aviation was founded in 1980.\n- Anders works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1990.\n- Aisha reports to Hana.\n- Cobalt Health is headquartered in Oslo.\n- Leila works for Cobalt Health.\n- Zoya works for Ironwood Manufacturing.\n- Deshawn reports to Zoya.\n- Beacon Insurance was founded in 1992.\n- Zoya reports to Tobias.\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Oslo.\n- Hana works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15817", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sofia.\n- Lattice Analytics was founded in 1976.\n- Elena reports to Omar.\n- Beacon Insurance was founded in 1988.\n- Aisha reports to Elena.\n- Lattice Analytics is headquartered in Turku.\n- Sofia reports to Ravi.\n- Beacon Insurance is headquartered in Ghent.\n- Elena works for Cedar Retail Group.\n- Aisha works for Beacon Insurance.\n- Omar reports to Anders.\n- Pinnacle Software was founded in 1994.\n- Ravi works for Beacon Insurance.\n- Sofia works for Lattice Analytics.\n- Anders reports to Stefan.\n- Cedar Retail Group is headquartered in Malmo.\n- Stefan works for Beacon Insurance.\n- Pinnacle Software is headquartered in Malmo.\n- Anders works for Beacon Insurance.\n- Cedar Retail Group was founded in 2006.\n- Ravi reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Pablo.\n- Omar works for Beacon Insurance.\n- Anders works for Vantage Air.\n- Zoya works for Vantage Air.\n- Chiara works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Beacon Insurance was founded in 1998.\n- Vantage Air is headquartered in Porto.\n- Zoya reports to Ingrid.\n- Aisha works for Fernhill Foods.\n- Ingrid reports to Leila.\n- Ingrid works for Beacon Insurance.\n- Summit Energy is headquartered in Dunedin.\n- Ravi reports to Chiara.\n- Leila reports to Wren.\n- Amara reports to Dmitri.\n- Wren reports to Anders.\n- Aisha reports to Omar.\n- Ravi works for Fernhill Foods.\n- Omar reports to Ravi.\n- Anders reports to Amara.\n- Amara works for Vantage Air.\n- Leila works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.\n- Vantage Air was founded in 1980.\n- Pablo works for Summit Energy.\n- Fernhill Foods was founded in 2002.\n- Summit Energy was founded in 1988.\n- Beacon Insurance is headquartered in Cork.\n- Chiara reports to Zoya.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15820", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15821", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15822", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Amara.\n- Ingrid works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Vantage Air is headquartered in Porto.\n- Callum works for Vantage Air.\n- Felix works for Ironwood Manufacturing.\n- Deshawn reports to Felix.\n- Yuki reports to Elena.\n- Ironwood Manufacturing is headquartered in Brno.\n- Yuki works for Atlas Freight.\n- Jonas reports to Dmitri.\n- Callum reports to Deshawn.\n- Felix reports to Leila.\n- Dmitri reports to Yuki.\n- Leila reports to Lucia.\n- Atlas Freight was founded in 1983.\n- Amara works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Zoya reports to Callum.\n- Deshawn works for Atlas Freight.\n- Ingrid reports to Jonas.\n- Leila works for Fernhill Foods.\n- Dmitri works for Vantage Air.\n- Fernhill Foods was founded in 2007.\n- Atlas Freight is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1978.\n- Elena works for Vantage Air.\n- Fernhill Foods is headquartered in Cork.\n- Zoya works for Fernhill Foods.\n- Lucia works for Atlas Freight.\n- Lucia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1993.\n- Cedar Retail Group was founded in 2005.\n- Lattice Analytics is headquartered in Austin.\n- Callum reports to Pablo.\n- Stefan works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Pablo works for Cedar Retail Group.\n- Mateo reports to Stefan.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Emeka.\n- Mateo works for Lattice Analytics.\n- Ingrid reports to Elena.\n- Lattice Analytics was founded in 1991.\n- Pablo reports to Ingrid.\n- Emeka reports to Mateo.\n- Emeka works for Pinnacle Software.\n- Elena reports to Jonas.\n- Pinnacle Software is headquartered in Basel.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15825", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9933: employee Lucia R., hired 25 January 2023, separated 16 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9933?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15826", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15827", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9695: employee Callum S., hired 19 June 2021, separated 07 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9695?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Mei reports to Nadia.\n- Priya works for Summit Energy.\n- Vantage Air was founded in 1981.\n- Bruno works for Summit Energy.\n- Ravi reports to Kenji.\n- Ravi works for Vantage Air.\n- Nadia works for Cobalt Health.\n- Summit Energy was founded in 1978.\n- Bruno reports to Hana.\n- Ingrid works for Summit Energy.\n- Pinnacle Software was founded in 1988.\n- Pablo reports to Ingrid.\n- Hana reports to Pablo.\n- Mei works for Vantage Air.\n- Priya reports to Mei.\n- Chiara works for Pinnacle Software.\n- Summit Energy is headquartered in Malmo.\n- Ingrid reports to Amara.\n- Amara works for Summit Energy.\n- Nadia reports to Ravi.\n- Chiara reports to Priya.\n- Vantage Air is headquartered in Dunedin.\n- Amara reports to Mateo.\n- Cobalt Health is headquartered in Halifax.\n- Pablo works for Pinnacle Software.\n- Mateo reports to Chiara.\n- Hana works for Cobalt Health.\n- Pinnacle Software is headquartered in Dunedin.\n- Mateo works for Pinnacle Software.\n- Cobalt Health was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Priya.\n- Pinnacle Software was founded in 2007.\n- Emeka reports to Viktor.\n- Leila reports to Emeka.\n- Ironwood Manufacturing was founded in 2010.\n- Helios Logistics was founded in 2004.\n- Pinnacle Software is headquartered in Adelaide.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1991.\n- Kenji works for Pinnacle Software.\n- Helios Logistics is headquartered in Ghent.\n- Atlas Freight is headquartered in Adelaide.\n- Elena reports to Yuki.\n- Dmitri reports to Callum.\n- Priya reports to Sofia.\n- Emeka works for Helios Logistics.\n- Dmitri works for Pinnacle Software.\n- Priya works for Ironwood Manufacturing.\n- Yuki reports to Kenji.\n- Viktor reports to Elena.\n- Yuki works for Ironwood Manufacturing.\n- Callum works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Kenji reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Sofia works for Pinnacle Software.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15831", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15832", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Omar reports to Emeka.\n- Fernhill Foods was founded in 1977.\n- Dmitri reports to Amara.\n- Tobias reports to Omar.\n- Leila works for Pinnacle Software.\n- Amara works for Helios Logistics.\n- Omar works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tampere.\n- Helios Logistics was founded in 1983.\n- Dmitri works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Pinnacle Software was founded in 2005.\n- Emeka works for Helios Logistics.\n- Ingrid works for Pinnacle Software.\n- Aisha reports to Leila.\n- Ingrid reports to Zoya.\n- Pinnacle Software is headquartered in Austin.\n- Leila reports to Callum.\n- Callum reports to Dmitri.\n- Ironwood Manufacturing was founded in 1991.\n- Zoya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Zoya works for Ironwood Manufacturing.\n- Tobias works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Ravi works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Cork.\n- Mei reports to Callum.\n- Crescent Telecom is headquartered in Cork.\n- Sanne works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Basel.\n- Callum works for Beacon Insurance.\n- Hana reports to Mei.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Sanne.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Beacon Insurance was founded in 1991.\n- Yuki works for Bluepine Aviation.\n- Ingrid reports to Hana.\n- Dmitri works for Beacon Insurance.\n- Sanne reports to Ravi.\n- Beacon Insurance is headquartered in Basel.\n- Fernhill Foods was founded in 1976.\n- Bluepine Aviation was founded in 2013.\n- Yuki reports to Dmitri.\n- Ravi reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15835", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15837", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5638: employee Priya B., hired 10 January 2023, separated 28 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-5638 under the controlling rules.", "criteria": {"0": "$7,425", "1": "$31,850", "2": "$7,350", "3": "$9,350"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15838", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15839", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5365: employee Pablo A., hired 09 November 2022, separated 24 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5365?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15840", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4686: employee Viktor R., hired 17 October 2020, separated 06 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4686?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15841", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Ravi works for Meridian Bank.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias reports to Ravi.\n- Meridian Bank is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Elena works for Beacon Insurance.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 1992.\n- Felix works for Beacon Insurance.\n- Ravi reports to Elena.\n- Lattice Analytics is headquartered in Lyon.\n- Callum reports to Tobias.\n- Emeka reports to Felix.\n- Lattice Analytics was founded in 1979.\n- Emeka works for Meridian Bank.\n- Beacon Insurance was founded in 2001.\n- Felix reports to Callum.\n- Omar reports to Emeka.\n- Meridian Bank was founded in 2004.\n- Aisha works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Elena reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15843", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2001.\n- Yuki reports to Ravi.\n- Northwind Systems was founded in 2011.\n- Amara reports to Aisha.\n- Omar works for Beacon Insurance.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Elena works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Elena reports to Deshawn.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Anders.\n- Aisha works for Beacon Insurance.\n- Cedar Retail Group was founded in 1983.\n- Beacon Insurance was founded in 1992.\n- Amara works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ravi reports to Omar.\n- Anders reports to Elena.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders works for Northwind Systems.\n- Omar reports to Lucia.\n- Felix reports to Yuki.\n- Felix works for Northwind Systems.\n- Aisha reports to Felix.\n- Yuki works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2009", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15845", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9120: employee Sanne T., hired 17 June 2023, separated 18 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9120?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15846", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15847", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15848", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15849", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2113: employee Bruno T., hired 02 March 2024, separated 17 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2113?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15850", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15851", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4625: employee Ravi M., hired 18 December 2023, separated 06 August 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-4625 under the controlling rules.", "criteria": {"0": "$1,800", "1": "$34,667", "2": "$10,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15852", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15853", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15854", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15855", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5730: employee Jonas B., hired 28 March 2021, separated 13 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5730?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15856", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4092: employee Dmitri K., hired 07 February 2023, separated 30 May 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4092?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Mei works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Bruno reports to Ravi.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 1981.\n- Anders reports to Dmitri.\n- Fernhill Foods is headquartered in Adelaide.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Emeka works for Fernhill Foods.\n- Ravi reports to Chiara.\n- Atlas Freight is headquartered in Dunedin.\n- Emeka reports to Lucia.\n- Chiara works for Bluepine Aviation.\n- Mateo reports to Emeka.\n- Atlas Freight was founded in 1994.\n- Lucia reports to Stefan.\n- Mei reports to Anders.\n- Mateo works for Atlas Freight.\n- Fernhill Foods was founded in 2005.\n- Bluepine Aviation is headquartered in Turku.\n- Dmitri reports to Mateo.\n- Bruno works for Fernhill Foods.\n- Bluepine Aviation was founded in 1993.\n- Stefan works for Bluepine Aviation.\n- Chiara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15858", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1993.\n- Zoya reports to Felix.\n- Helios Logistics was founded in 1984.\n- Emeka works for Summit Energy.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Viktor.\n- Felix works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Deshawn works for Cobalt Health.\n- Jonas reports to Pablo.\n- Wren reports to Jonas.\n- Tessa reports to Emeka.\n- Dmitri reports to Tessa.\n- Summit Energy is headquartered in Dunedin.\n- Felix reports to Dmitri.\n- Cobalt Health is headquartered in Lyon.\n- Tessa works for Summit Energy.\n- Wren works for Bluepine Aviation.\n- Priya reports to Wren.\n- Pablo reports to Sanne.\n- Bluepine Aviation is headquartered in Porto.\n- Viktor reports to Zoya.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1989.\n- Deshawn reports to Priya.\n- Dmitri works for Bluepine Aviation.\n- Pablo works for Helios Logistics.\n- Cobalt Health was founded in 2005.\n- Priya works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Helios Logistics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15860", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 84648 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15861", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15862", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1978: employee Wren S., hired 22 May 2022, separated 28 June 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1978?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15863", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15864", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Pablo reports to Kenji.\n- Cobalt Health is headquartered in Austin.\n- Hana reports to Callum.\n- Stefan reports to Lucia.\n- Deshawn reports to Sanne.\n- Lucia works for Lattice Analytics.\n- Hana works for Cobalt Health.\n- Sanne works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Callum works for Fernhill Foods.\n- Cedar Retail Group was founded in 1997.\n- Ravi reports to Hana.\n- Sanne reports to Priya.\n- Fernhill Foods was founded in 1995.\n- Callum reports to Stefan.\n- Kenji reports to Ravi.\n- Cobalt Health was founded in 1977.\n- Lattice Analytics was founded in 2009.\n- Cedar Retail Group is headquartered in Austin.\n- Fernhill Foods is headquartered in Halifax.\n- Deshawn works for Lattice Analytics.\n- Priya reports to Pablo.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Zoya reports to Callum.\n- Bluepine Aviation was founded in 1986.\n- Anders reports to Sanne.\n- Ingrid works for Lattice Analytics.\n- Cedar Retail Group was founded in 1989.\n- Cedar Retail Group is headquartered in Austin.\n- Stefan works for Lattice Analytics.\n- Nadia reports to Mara.\n- Lattice Analytics is headquartered in Bergen.\n- Anders works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Dmitri works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum reports to Nadia.\n- Sanne works for Bluepine Aviation.\n- Omar works for Cedar Retail Group.\n- Mara reports to Ingrid.\n- Leila reports to Dmitri.\n- Tessa reports to Omar.\n- Tessa works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1981.\n- Sanne reports to Tessa.\n- Dmitri reports to Anders.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Stefan reports to Leila.\n- Nadia works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Austin", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15867", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15868", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15869", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15870", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15871", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15872", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "weather", "3": "send_message", "4": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15873", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15874", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 October 2025): For employees hired on or after 17 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4250: employee Amara R., hired 17 June 2023, separated 10 May 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-4250 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$6,000", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15875", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15876", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5854: employee Sanne S., hired 03 September 2020, separated 04 December 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5854?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15877", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5866: employee Pablo S., hired 25 September 2020, separated 19 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5866?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15878", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4049: employee Ingrid R., hired 28 June 2021, separated 02 January 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4049?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15879", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15880", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Omar works for Ironwood Manufacturing.\n- Emeka reports to Mara.\n- Fernhill Foods was founded in 1999.\n- Tessa reports to Viktor.\n- Emeka works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Nadia works for Beacon Insurance.\n- Cedar Retail Group was founded in 2007.\n- Viktor reports to Bruno.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Pablo works for Beacon Insurance.\n- Kenji works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Cork.\n- Mara reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.\n- Kenji reports to Tessa.\n- Tessa works for Cedar Retail Group.\n- Elena reports to Omar.\n- Ingrid reports to Elena.\n- Elena works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1979.\n- Bruno works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Nadia reports to Kenji.\n- Omar reports to Nadia.\n- Bruno reports to Priya.\n- Priya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15882", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8005: employee Sofia T., hired 03 December 2022, separated 26 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8005?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15883", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 January 2023): For employees hired on or after 14 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5974: employee Omar T., hired 12 June 2019, separated 28 February 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5974?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2007.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Austin.\n- Jonas works for Meridian Bank.\n- Ingrid reports to Jonas.\n- Omar reports to Stefan.\n- Meridian Bank is headquartered in Ghent.\n- Dmitri works for Meridian Bank.\n- Bluepine Aviation was founded in 1996.\n- Viktor works for Bluepine Aviation.\n- Bruno works for Meridian Bank.\n- Helios Logistics is headquartered in Austin.\n- Viktor reports to Dmitri.\n- Ingrid works for Meridian Bank.\n- Stefan reports to Viktor.\n- Sofia reports to Bruno.\n- Stefan works for Bluepine Aviation.\n- Sofia works for Meridian Bank.\n- Jonas reports to Omar.\n- Dmitri reports to Sofia.\n- Omar works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1993.\n- Helios Logistics was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15885", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15886", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Amara reports to Anders.\n- Amara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1996.\n- Atlas Freight was founded in 1977.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Aisha reports to Mara.\n- Aisha works for Meridian Bank.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Mara reports to Amara.\n- Anders reports to Sofia.\n- Yuki reports to Ravi.\n- Helios Logistics is headquartered in Tampere.\n- Mara works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1990.\n- Sofia works for Helios Logistics.\n- Sofia reports to Yuki.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ravi reports to Stefan.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15888", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6073: employee Lucia A., hired 28 March 2022, separated 17 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-6073 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$9,087", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15889", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9716: employee Wren T., hired 14 August 2023, separated 29 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9716?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15890", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5268: employee Priya M., hired 15 July 2021, separated 14 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5268?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15891", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 33458, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Callum reports to Yuki.\n- Beacon Insurance is headquartered in Adelaide.\n- Zoya works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Sofia works for Beacon Insurance.\n- Leila reports to Chiara.\n- Lattice Analytics is headquartered in Basel.\n- Summit Energy is headquartered in Basel.\n- Lattice Analytics was founded in 1998.\n- Chiara reports to Zoya.\n- Summit Energy was founded in 1992.\n- Lucia reports to Amara.\n- Northwind Systems was founded in 2002.\n- Ingrid works for Summit Energy.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Ingrid reports to Pablo.\n- Leila works for Summit Energy.\n- Amara reports to Ingrid.\n- Zoya reports to Callum.\n- Pablo works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Pablo reports to Sofia.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Mara reports to Yuki.\n- Lattice Analytics is headquartered in Porto.\n- Kenji works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Ingrid works for Meridian Bank.\n- Yuki works for Cobalt Health.\n- Kenji reports to Ingrid.\n- Lattice Analytics was founded in 2015.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Mara works for Lattice Analytics.\n- Wren reports to Mara.\n- Yuki reports to Anders.\n- Mei reports to Kenji.\n- Bluepine Aviation was founded in 1988.\n- Meridian Bank was founded in 2009.\n- Elena works for Lattice Analytics.\n- Anders reports to Elena.\n- Ingrid reports to Wren.\n- Cobalt Health was founded in 1994.\n- Anders works for Bluepine Aviation.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15894", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 November 2022): For employees hired on or after 27 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4531: employee Nadia T., hired 21 March 2022, separated 04 March 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4531?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15895", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1495: employee Aisha R., hired 28 June 2021, separated 04 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1495?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15896", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 05 April 2025): For employees hired on or after 05 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3222: employee Anders M., hired 21 November 2021, separated 29 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3222?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15897", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15898", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Meridian Bank was founded in 1993.\n- Viktor reports to Mei.\n- Summit Energy was founded in 2003.\n- Wren reports to Elena.\n- Mara reports to Chiara.\n- Stefan reports to Wren.\n- Helios Logistics is headquartered in Bergen.\n- Chiara works for Summit Energy.\n- Stefan works for Ironwood Manufacturing.\n- Elena reports to Viktor.\n- Summit Energy is headquartered in Tampere.\n- Elena works for Ironwood Manufacturing.\n- Mara works for Summit Energy.\n- Amara reports to Mara.\n- Deshawn works for Summit Energy.\n- Jonas works for Summit Energy.\n- Chiara reports to Dmitri.\n- Dmitri reports to Deshawn.\n- Amara works for Meridian Bank.\n- Viktor works for Helios Logistics.\n- Pablo works for Summit Energy.\n- Pablo reports to Jonas.\n- Ironwood Manufacturing was founded in 2013.\n- Meridian Bank is headquartered in Austin.\n- Wren works for Helios Logistics.\n- Jonas reports to Amara.\n- Helios Logistics was founded in 2005.\n- Mei reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15900", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7215: employee Mei B., hired 13 September 2023, separated 17 December 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-7215 under the controlling rules.", "criteria": {"0": "$3,375", "1": "$10,385", "2": "$45,000", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15901", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2415: employee Wren B., hired 15 August 2023, separated 06 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2415?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Wren.\n- Wren works for Cobalt Health.\n- Wren reports to Amara.\n- Felix works for Bluepine Aviation.\n- Yuki reports to Callum.\n- Kenji works for Summit Energy.\n- Cobalt Health was founded in 1986.\n- Bruno reports to Yuki.\n- Yuki works for Cobalt Health.\n- Fernhill Foods was founded in 1983.\n- Bluepine Aviation was founded in 2007.\n- Bruno works for Cobalt Health.\n- Fernhill Foods is headquartered in Brno.\n- Zoya reports to Deshawn.\n- Summit Energy was founded in 2013.\n- Cobalt Health is headquartered in Brno.\n- Felix reports to Bruno.\n- Bluepine Aviation is headquartered in Brno.\n- Amara works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Amara reports to Zoya.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Callum works for Cobalt Health.\n- Callum reports to Kenji.\n- Deshawn reports to Felix.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Yuki.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Lattice Analytics.\n- Deshawn reports to Amara.\n- Sofia reports to Omar.\n- Lucia works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Stefan reports to Kenji.\n- Omar reports to Stefan.\n- Lucia reports to Deshawn.\n- Sofia works for Cedar Retail Group.\n- Pinnacle Software was founded in 1978.\n- Lattice Analytics was founded in 2005.\n- Stefan works for Fernhill Foods.\n- Kenji reports to Lucia.\n- Yuki works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Kenji works for Cedar Retail Group.\n- Yuki reports to Nadia.\n- Mara works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Fernhill Foods was founded in 1985.\n- Cedar Retail Group is headquartered in Ghent.\n- Fernhill Foods is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Ghent.\n- Amara reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Ravi reports to Kenji.\n- Ingrid reports to Priya.\n- Nadia works for Cedar Retail Group.\n- Priya works for Meridian Bank.\n- Aisha reports to Anders.\n- Omar reports to Aisha.\n- Lucia works for Cedar Retail Group.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Pinnacle Software was founded in 1995.\n- Mateo works for Meridian Bank.\n- Pinnacle Software is headquartered in Halifax.\n- Omar works for Pinnacle Software.\n- Priya reports to Hana.\n- Cedar Retail Group was founded in 1988.\n- Mateo reports to Omar.\n- Mei reports to Nadia.\n- Anders reports to Ingrid.\n- Beacon Insurance is headquartered in Ghent.\n- Mei works for Pinnacle Software.\n- Hana reports to Lucia.\n- Lucia reports to Mei.\n- Meridian Bank is headquartered in Adelaide.\n- Ravi works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Nadia reports to Ravi.\n- Meridian Bank was founded in 1996.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15905", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2403: employee Pablo T., hired 23 June 2022, separated 19 January 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2026-2403 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$21,667", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15906", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6048: employee Omar A., hired 28 April 2022, separated 26 September 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-6048 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,100", "2": "$13,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1985.\n- Summit Energy is headquartered in Leeds.\n- Jonas reports to Sofia.\n- Pablo reports to Mateo.\n- Mateo reports to Nadia.\n- Sofia reports to Pablo.\n- Callum works for Northwind Systems.\n- Nadia works for Summit Energy.\n- Jonas works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Fernhill Foods was founded in 1976.\n- Fernhill Foods is headquartered in Brno.\n- Cobalt Health was founded in 2009.\n- Summit Energy was founded in 1977.\n- Mateo works for Northwind Systems.\n- Zoya works for Fernhill Foods.\n- Priya reports to Zoya.\n- Priya works for Fernhill Foods.\n- Callum reports to Priya.\n- Pablo works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Nadia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15908", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5886: employee Omar R., hired 13 March 2021, separated 31 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5886?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5886 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15909", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5894: employee Leila M., hired 17 August 2023, separated 20 October 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5894?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15910", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3097: employee Tessa K., hired 24 August 2022, separated 09 October 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2025-3097 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$3,875", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15911", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9566: employee Deshawn B., hired 12 July 2024, separated 27 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9566?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15912", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Brno.\n- Crescent Telecom is headquartered in Brno.\n- Omar works for Vantage Air.\n- Mei reports to Bruno.\n- Vantage Air was founded in 2012.\n- Bruno reports to Anders.\n- Bluepine Aviation was founded in 1977.\n- Vantage Air is headquartered in Brno.\n- Leila works for Fernhill Foods.\n- Pablo reports to Zoya.\n- Crescent Telecom was founded in 1991.\n- Chiara reports to Pablo.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Leila reports to Omar.\n- Pablo works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Anders reports to Chiara.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Leila.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1989", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Beacon Insurance is headquartered in Oslo.\n- Summit Energy was founded in 2010.\n- Stefan works for Beacon Insurance.\n- Dmitri reports to Chiara.\n- Priya reports to Aisha.\n- Dmitri works for Cedar Retail Group.\n- Summit Energy is headquartered in Porto.\n- Emeka reports to Yuki.\n- Sofia works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Beacon Insurance was founded in 1983.\n- Chiara reports to Priya.\n- Stefan reports to Deshawn.\n- Cedar Retail Group was founded in 2005.\n- Yuki reports to Stefan.\n- Chiara works for Cedar Retail Group.\n- Aisha works for Summit Energy.\n- Emeka works for Cedar Retail Group.\n- Deshawn works for Crescent Telecom.\n- Aisha reports to Emeka.\n- Zoya reports to Dmitri.\n- Cedar Retail Group is headquartered in Oslo.\n- Deshawn reports to Sofia.\n- Zoya works for Beacon Insurance.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2008", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-15915", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15916", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6121: employee Mei T., hired 25 June 2019, separated 04 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6121?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Helios Logistics was founded in 1982.\n- Lattice Analytics was founded in 2000.\n- Sanne works for Summit Energy.\n- Mara works for Summit Energy.\n- Bruno reports to Leila.\n- Aisha works for Helios Logistics.\n- Deshawn reports to Mara.\n- Leila reports to Wren.\n- Mateo reports to Sanne.\n- Deshawn works for Lattice Analytics.\n- Dmitri works for Summit Energy.\n- Wren reports to Yuki.\n- Yuki works for Cobalt Health.\n- Jonas works for Summit Energy.\n- Yuki reports to Dmitri.\n- Sanne reports to Callum.\n- Callum reports to Aisha.\n- Jonas reports to Bruno.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 2015.\n- Dmitri reports to Mateo.\n- Summit Energy was founded in 2007.\n- Callum works for Summit Energy.\n- Mateo works for Cobalt Health.\n- Mara reports to Jonas.\n- Summit Energy is headquartered in Ghent.\n- Helios Logistics is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15918", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5637: employee Hana R., hired 28 October 2023, separated 16 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5637?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15919", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6804: employee Anders T., hired 23 November 2020, separated 30 December 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6804?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15920", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15921", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6054: employee Omar M., hired 06 November 2021, separated 30 September 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6054?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15922", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8321: employee Aisha T., hired 24 December 2022, separated 12 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8321?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15923", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5244: employee Sofia K., hired 09 June 2024, separated 13 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-5244 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$3,000", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15924", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cedar Retail Group.\n- Beacon Insurance was founded in 1997.\n- Chiara reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Helios Logistics was founded in 1981.\n- Zoya reports to Anders.\n- Zoya works for Helios Logistics.\n- Chiara works for Beacon Insurance.\n- Tessa works for Cedar Retail Group.\n- Ingrid reports to Sanne.\n- Bruno works for Beacon Insurance.\n- Mei reports to Tessa.\n- Cedar Retail Group was founded in 2010.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Bruno reports to Amara.\n- Anders works for Cedar Retail Group.\n- Amara reports to Mei.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Beacon Insurance is headquartered in Adelaide.\n- Anders reports to Wren.\n- Tessa reports to Chiara.\n- Cedar Retail Group is headquartered in Oslo.\n- Helios Logistics is headquartered in Leeds.\n- Sanne reports to Zoya.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2008", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15926", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Bruno reports to Amara.\n- Bruno works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Jonas reports to Mei.\n- Fernhill Foods is headquartered in Basel.\n- Sanne works for Pinnacle Software.\n- Vantage Air is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Basel.\n- Fernhill Foods was founded in 1997.\n- Lucia reports to Anders.\n- Mateo reports to Viktor.\n- Northwind Systems is headquartered in Nagoya.\n- Pinnacle Software was founded in 1997.\n- Anders works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Viktor reports to Kenji.\n- Mateo works for Vantage Air.\n- Kenji reports to Zoya.\n- Sanne reports to Jonas.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Amara works for Vantage Air.\n- Zoya reports to Bruno.\n- Anders reports to Mateo.\n- Amara reports to Chiara.\n- Zoya works for Pinnacle Software.\n- Chiara reports to Sanne.\n- Vantage Air was founded in 1978.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15928", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5676: employee Jonas S., hired 07 April 2021, separated 03 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5676?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15929", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Bruno.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems was founded in 1998.\n- Ravi reports to Emeka.\n- Ravi works for Cedar Retail Group.\n- Hana reports to Ravi.\n- Aisha reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Mateo works for Pinnacle Software.\n- Emeka reports to Mateo.\n- Bruno reports to Hana.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bruno works for Cedar Retail Group.\n- Pinnacle Software was founded in 2012.\n- Kenji reports to Aisha.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Cedar Retail Group was founded in 1987.\n- Northwind Systems is headquartered in Nagoya.\n- Hana works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15931", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 87632 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15932", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Lucia works for Beacon Insurance.\n- Omar reports to Viktor.\n- Lucia reports to Stefan.\n- Wren works for Beacon Insurance.\n- Atlas Freight is headquartered in Halifax.\n- Viktor reports to Wren.\n- Beacon Insurance was founded in 2003.\n- Elena works for Beacon Insurance.\n- Stefan reports to Sanne.\n- Felix reports to Sofia.\n- Bruno works for Cobalt Health.\n- Sanne reports to Bruno.\n- Cobalt Health is headquartered in Dunedin.\n- Omar works for Beacon Insurance.\n- Felix works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Atlas Freight was founded in 1976.\n- Sofia reports to Elena.\n- Wren reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Bruno reports to Felix.\n- Cobalt Health was founded in 1994.\n- Yuki works for Vantage Air.\n- Elena reports to Yuki.\n- Stefan works for Cobalt Health.\n- Tobias reports to Lucia.\n- Vantage Air is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15934", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "check_logs", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15935", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3053: employee Yuki T., hired 04 December 2022, separated 28 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3053?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-15936", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Bluepine Aviation.\n- Viktor works for Cobalt Health.\n- Pinnacle Software was founded in 2015.\n- Pablo reports to Deshawn.\n- Lucia works for Atlas Freight.\n- Ravi works for Cobalt Health.\n- Pinnacle Software is headquartered in Oslo.\n- Pablo works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Jonas works for Atlas Freight.\n- Jonas reports to Pablo.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight was founded in 1997.\n- Callum reports to Lucia.\n- Mateo works for Atlas Freight.\n- Emeka reports to Sofia.\n- Kenji works for Cobalt Health.\n- Sofia reports to Viktor.\n- Kenji reports to Jonas.\n- Bluepine Aviation was founded in 1979.\n- Atlas Freight is headquartered in Valencia.\n- Viktor reports to Kenji.\n- Mateo reports to Aisha.\n- Deshawn reports to Callum.\n- Ravi reports to Emeka.\n- Bluepine Aviation is headquartered in Bergen.\n- Deshawn works for Atlas Freight.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 2014.\n- Aisha reports to Ravi.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Fernhill Foods was founded in 1992.\n- Pablo reports to Deshawn.\n- Pablo works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Kenji reports to Wren.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Sofia reports to Bruno.\n- Kenji works for Bluepine Aviation.\n- Helios Logistics was founded in 1990.\n- Tobias works for Helios Logistics.\n- Tobias reports to Emeka.\n- Deshawn works for Fernhill Foods.\n- Emeka works for Bluepine Aviation.\n- Felix works for Atlas Freight.\n- Bluepine Aviation was founded in 1998.\n- Mara reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight was founded in 2004.\n- Viktor works for Bluepine Aviation.\n- Deshawn reports to Mara.\n- Viktor reports to Pablo.\n- Bruno works for Atlas Freight.\n- Anders reports to Tobias.\n- Bluepine Aviation is headquartered in Malmo.\n- Wren reports to Anders.\n- Atlas Freight is headquartered in Lyon.\n- Emeka reports to Viktor.\n- Fernhill Foods is headquartered in Austin.\n- Felix reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15939", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Tessa reports to Chiara.\n- Ravi reports to Tessa.\n- Tessa works for Helios Logistics.\n- Vantage Air is headquartered in Turku.\n- Fernhill Foods was founded in 1980.\n- Pinnacle Software is headquartered in Cork.\n- Lucia reports to Felix.\n- Helios Logistics is headquartered in Turku.\n- Yuki reports to Tobias.\n- Amara works for Helios Logistics.\n- Tobias works for Vantage Air.\n- Pinnacle Software was founded in 2003.\n- Lucia works for Pinnacle Software.\n- Viktor reports to Ravi.\n- Helios Logistics was founded in 1993.\n- Felix reports to Mateo.\n- Ravi works for Vantage Air.\n- Tobias reports to Amara.\n- Amara reports to Viktor.\n- Chiara works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Yuki works for Helios Logistics.\n- Vantage Air was founded in 2005.\n- Viktor works for Helios Logistics.\n- Mateo works for Fernhill Foods.\n- Chiara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Halifax", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Hana reports to Kenji.\n- Helios Logistics was founded in 1997.\n- Cedar Retail Group was founded in 1980.\n- Nadia reports to Callum.\n- Crescent Telecom is headquartered in Tampere.\n- Callum works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Felix reports to Hana.\n- Hana works for Cobalt Health.\n- Sanne works for Helios Logistics.\n- Sofia reports to Nadia.\n- Cobalt Health was founded in 2014.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji works for Cobalt Health.\n- Kenji reports to Elena.\n- Bruno works for Crescent Telecom.\n- Nadia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Austin.\n- Sofia works for Helios Logistics.\n- Sanne reports to Felix.\n- Elena works for Cobalt Health.\n- Crescent Telecom was founded in 2012.\n- Bruno reports to Sofia.\n- Felix works for Crescent Telecom.\n- Cobalt Health is headquartered in Lyon.\n- Callum reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Anders reports to Tessa.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Fernhill Foods was founded in 1991.\n- Lattice Analytics is headquartered in Tampere.\n- Meridian Bank is headquartered in Tallinn.\n- Sofia reports to Zoya.\n- Anders works for Fernhill Foods.\n- Wren works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics was founded in 1997.\n- Tobias reports to Kenji.\n- Meridian Bank was founded in 1981.\n- Sofia works for Meridian Bank.\n- Pablo reports to Anders.\n- Leila works for Fernhill Foods.\n- Lucia reports to Wren.\n- Mateo works for Lattice Analytics.\n- Kenji works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Viktor reports to Leila.\n- Leila reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Pablo works for Fernhill Foods.\n- Wren reports to Tobias.\n- Zoya reports to Mateo.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1999.\n- Tessa reports to Sofia.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1989", "2": "1994", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15943", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2718: employee Sanne A., hired 01 March 2021, separated 07 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2718?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15944", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Stefan.\n- Leila works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.\n- Kenji reports to Aisha.\n- Northwind Systems was founded in 2008.\n- Nadia works for Northwind Systems.\n- Hana works for Helios Logistics.\n- Stefan works for Lattice Analytics.\n- Kenji works for Helios Logistics.\n- Lattice Analytics is headquartered in Oslo.\n- Aisha works for Lattice Analytics.\n- Sanne works for Helios Logistics.\n- Nadia reports to Kenji.\n- Jonas reports to Leila.\n- Northwind Systems is headquartered in Basel.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Helios Logistics is headquartered in Tampere.\n- Sanne reports to Pablo.\n- Hana reports to Jonas.\n- Omar works for Helios Logistics.\n- Pablo works for Lattice Analytics.\n- Yuki reports to Sanne.\n- Stefan reports to Yuki.\n- Helios Logistics was founded in 1978.\n- Aisha reports to Hana.\n- Leila reports to Wren.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Pablo reports to Omar.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15946", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5258: employee Viktor S., hired 18 December 2021, separated 27 April 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5258?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15947", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 43047\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15948", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2541: employee Lucia S., hired 03 January 2022, separated 21 December 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2025-2541 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$6,500", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mei.\n- Felix works for Pinnacle Software.\n- Aisha reports to Viktor.\n- Deshawn reports to Omar.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Oslo.\n- Lattice Analytics is headquartered in Brno.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor works for Bluepine Aviation.\n- Kenji works for Pinnacle Software.\n- Mei reports to Mateo.\n- Tobias reports to Felix.\n- Hana reports to Deshawn.\n- Mateo works for Lattice Analytics.\n- Pinnacle Software was founded in 2008.\n- Mei works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Omar works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Omar reports to Kenji.\n- Ironwood Manufacturing was founded in 1992.\n- Lattice Analytics was founded in 1979.\n- Kenji reports to Tobias.\n- Felix reports to Aisha.\n- Bluepine Aviation was founded in 1985.\n- Deshawn works for Bluepine Aviation.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15950", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1401: employee Sanne A., hired 22 May 2024, separated 23 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1401?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15951", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1300: employee Jonas T., hired 25 May 2023, separated 03 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1300?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15952", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1640: employee Tobias A., hired 28 February 2023, separated 30 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1640?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15953", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3116: employee Tobias K., hired 08 October 2022, separated 14 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3116?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sanne.\n- Vantage Air was founded in 2010.\n- Callum works for Atlas Freight.\n- Ravi reports to Mara.\n- Tessa reports to Felix.\n- Tessa works for Lattice Analytics.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 1994.\n- Mateo works for Northwind Systems.\n- Bruno reports to Amara.\n- Dmitri works for Lattice Analytics.\n- Mara works for Northwind Systems.\n- Callum reports to Tessa.\n- Northwind Systems is headquartered in Adelaide.\n- Sofia reports to Bruno.\n- Bruno works for Atlas Freight.\n- Vantage Air is headquartered in Brno.\n- Sanne works for Atlas Freight.\n- Lattice Analytics is headquartered in Brno.\n- Sofia works for Northwind Systems.\n- Amara works for Lattice Analytics.\n- Amara reports to Lucia.\n- Felix reports to Ravi.\n- Ravi works for Vantage Air.\n- Lattice Analytics was founded in 2007.\n- Lucia reports to Dmitri.\n- Sanne reports to Callum.\n- Atlas Freight is headquartered in Brno.\n- Northwind Systems was founded in 1982.\n- Dmitri reports to Mateo.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-15955", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 8954, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Yuki reports to Elena.\n- Lattice Analytics is headquartered in Tallinn.\n- Priya reports to Viktor.\n- Yuki works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Zoya works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pinnacle Software was founded in 2002.\n- Lucia reports to Sanne.\n- Viktor reports to Lucia.\n- Ravi reports to Jonas.\n- Zoya reports to Yuki.\n- Elena works for Ironwood Manufacturing.\n- Amara reports to Priya.\n- Lattice Analytics was founded in 1986.\n- Jonas works for Vantage Air.\n- Viktor works for Vantage Air.\n- Ironwood Manufacturing was founded in 1993.\n- Vantage Air was founded in 2008.\n- Callum works for Pinnacle Software.\n- Sanne reports to Callum.\n- Mara works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Ravi works for Vantage Air.\n- Elena reports to Ravi.\n- Mara reports to Amara.\n- Pinnacle Software is headquartered in Tallinn.\n- Vantage Air is headquartered in Brno.\n- Lucia works for Vantage Air.\n- Jonas reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15957", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1993.\n- Bruno works for Meridian Bank.\n- Sanne works for Summit Energy.\n- Sanne reports to Hana.\n- Northwind Systems was founded in 2009.\n- Meridian Bank is headquartered in Nagoya.\n- Jonas reports to Emeka.\n- Jonas works for Meridian Bank.\n- Summit Energy is headquartered in Leeds.\n- Aisha works for Northwind Systems.\n- Hana reports to Felix.\n- Aisha reports to Sanne.\n- Emeka reports to Deshawn.\n- Stefan reports to Bruno.\n- Ingrid reports to Stefan.\n- Bruno reports to Aisha.\n- Emeka works for Helios Logistics.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan works for Summit Energy.\n- Felix works for Helios Logistics.\n- Felix reports to Jonas.\n- Hana works for Northwind Systems.\n- Summit Energy was founded in 1999.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Helios Logistics is headquartered in Bergen.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15959", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Wren reports to Mateo.\n- Meridian Bank was founded in 1975.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Aisha reports to Kenji.\n- Atlas Freight was founded in 2003.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Kenji reports to Sanne.\n- Amara reports to Aisha.\n- Dmitri reports to Wren.\n- Cedar Retail Group was founded in 1991.\n- Atlas Freight is headquartered in Turku.\n- Leila reports to Amara.\n- Meridian Bank is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1976.\n- Amara works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Leila works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15961", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7255: employee Anders S., hired 29 August 2022, separated 28 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7255?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15962", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6049: employee Mateo M., hired 26 December 2022, separated 18 June 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-6049 under the controlling rules.", "criteria": {"0": "$9,750", "1": "$33,583", "2": "$7,812", "3": "$7,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-15963", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15964", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 September 2025): For employees hired on or after 26 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6740: employee Felix K., hired 26 January 2024, separated 23 January 2027 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6740?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-15965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Jonas reports to Nadia.\n- Bluepine Aviation is headquartered in Tampere.\n- Nadia works for Atlas Freight.\n- Fernhill Foods was founded in 1980.\n- Bruno reports to Lucia.\n- Callum reports to Jonas.\n- Meridian Bank was founded in 1998.\n- Bruno works for Bluepine Aviation.\n- Lucia reports to Callum.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Hana.\n- Atlas Freight was founded in 2001.\n- Tessa works for Meridian Bank.\n- Atlas Freight is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1975.\n- Tessa reports to Bruno.\n- Nadia reports to Deshawn.\n- Fernhill Foods is headquartered in Tallinn.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Jonas works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15966", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 April 2025): For employees hired on or after 25 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4805: employee Sanne S., hired 06 May 2023, separated 05 September 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-4805 under the controlling rules.", "criteria": {"0": "$43,983", "1": "$10,062", "2": "$10,650", "3": "$10,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15967", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1292: employee Lucia S., hired 12 September 2019, separated 27 October 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1292?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-15968", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1285: employee Amara K., hired 16 July 2022, separated 27 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1285?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-15969", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1132: employee Mei A., hired 20 May 2025, separated 02 April 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1132?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Wren.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Jonas reports to Yuki.\n- Northwind Systems was founded in 1978.\n- Bluepine Aviation was founded in 2001.\n- Jonas works for Northwind Systems.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne reports to Amara.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Wren reports to Sanne.\n- Yuki works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Amara works for Fernhill Foods.\n- Wren works for Ironwood Manufacturing.\n- Mei reports to Elena.\n- Ironwood Manufacturing was founded in 1978.\n- Elena works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara reports to Hana.\n- Hana reports to Mei.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1973", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-15971", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 31 March 2023): For employees hired on or after 31 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7045: employee Hana A., hired 14 October 2019, separated 04 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-7045?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-15972", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15973", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "payroll_issue", "3": "org_question", "4": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15974", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-15975", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-15976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Zoya.\n- Pinnacle Software is headquartered in Porto.\n- Sofia reports to Wren.\n- Leila reports to Sanne.\n- Sofia works for Meridian Bank.\n- Wren reports to Leila.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 2001.\n- Wren works for Pinnacle Software.\n- Meridian Bank was founded in 1977.\n- Kenji works for Meridian Bank.\n- Bluepine Aviation is headquartered in Porto.\n- Meridian Bank is headquartered in Tampere.\n- Emeka reports to Stefan.\n- Bluepine Aviation was founded in 2012.\n- Emeka works for Beacon Insurance.\n- Stefan reports to Kenji.\n- Beacon Insurance was founded in 2008.\n- Beacon Insurance is headquartered in Leeds.\n- Sanne works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Zoya reports to Emeka.\n- Leila works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-15977", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9276: employee Anders T., hired 03 September 2023, separated 08 April 2027 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9276?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-15978", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15979", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ingrid.\n- Sofia works for Vantage Air.\n- Atlas Freight was founded in 2007.\n- Felix works for Crescent Telecom.\n- Callum works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Felix reports to Elena.\n- Crescent Telecom is headquartered in Brno.\n- Anders reports to Deshawn.\n- Crescent Telecom was founded in 2001.\n- Leila works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Priya works for Vantage Air.\n- Deshawn reports to Sofia.\n- Elena works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Anders works for Atlas Freight.\n- Viktor reports to Anders.\n- Ingrid reports to Leila.\n- Lattice Analytics is headquartered in Brno.\n- Vantage Air is headquartered in Ghent.\n- Vantage Air was founded in 2013.\n- Leila reports to Felix.\n- Sofia reports to Callum.\n- Lattice Analytics was founded in 1976.\n- Elena reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Callum.\n- Crescent Telecom was founded in 2002.\n- Crescent Telecom is headquartered in Nagoya.\n- Cobalt Health is headquartered in Lyon.\n- Callum works for Cobalt Health.\n- Sofia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Viktor works for Cobalt Health.\n- Viktor reports to Hana.\n- Kenji works for Crescent Telecom.\n- Cobalt Health was founded in 1986.\n- Cedar Retail Group was founded in 2014.\n- Lucia works for Cedar Retail Group.\n- Sofia reports to Kenji.\n- Zoya reports to Lucia.\n- Atlas Freight was founded in 1982.\n- Hana works for Cobalt Health.\n- Zoya works for Cedar Retail Group.\n- Sanne works for Cobalt Health.\n- Callum reports to Sanne.\n- Kenji reports to Zoya.\n- Sanne reports to Viktor.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2012", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15982", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15983", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15984", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Tobias.\n- Viktor reports to Kenji.\n- Kenji reports to Dmitri.\n- Pablo works for Lattice Analytics.\n- Northwind Systems is headquartered in Malmo.\n- Viktor works for Northwind Systems.\n- Omar reports to Ravi.\n- Dmitri works for Lattice Analytics.\n- Pablo reports to Viktor.\n- Tessa works for Northwind Systems.\n- Omar works for Crescent Telecom.\n- Ravi works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Northwind Systems was founded in 1998.\n- Crescent Telecom was founded in 2007.\n- Lattice Analytics was founded in 2002.\n- Meridian Bank was founded in 2006.\n- Sofia reports to Pablo.\n- Aisha reports to Tessa.\n- Tessa reports to Omar.\n- Aisha works for Lattice Analytics.\n- Ravi reports to Sofia.\n- Lattice Analytics is headquartered in Lyon.\n- Crescent Telecom is headquartered in Malmo.\n- Meridian Bank is headquartered in Porto.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15986", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "set_timer", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-15987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Mei works for Crescent Telecom.\n- Nadia reports to Tessa.\n- Mei reports to Emeka.\n- Felix works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Meridian Bank was founded in 1996.\n- Crescent Telecom is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Tampere.\n- Meridian Bank is headquartered in Basel.\n- Elena works for Meridian Bank.\n- Jonas reports to Mei.\n- Ironwood Manufacturing was founded in 1983.\n- Amara reports to Felix.\n- Mara works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2009.\n- Emeka works for Ironwood Manufacturing.\n- Elena reports to Anders.\n- Tessa reports to Jonas.\n- Anders works for Cedar Retail Group.\n- Felix reports to Elena.\n- Mara reports to Nadia.\n- Jonas works for Ironwood Manufacturing.\n- Anders reports to Mara.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tessa works for Crescent Telecom.\n- Cedar Retail Group was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15988", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "resets credentials", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15989", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-15990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1975.\n- Vantage Air is headquartered in Tallinn.\n- Kenji works for Pinnacle Software.\n- Sanne reports to Aisha.\n- Mara reports to Wren.\n- Bruno reports to Anders.\n- Aisha reports to Mei.\n- Mara works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Vantage Air was founded in 1995.\n- Wren works for Vantage Air.\n- Mei reports to Mara.\n- Helios Logistics is headquartered in Basel.\n- Zoya works for Helios Logistics.\n- Aisha works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Priya works for Vantage Air.\n- Anders works for Pinnacle Software.\n- Northwind Systems was founded in 1976.\n- Mei works for Vantage Air.\n- Pinnacle Software is headquartered in Basel.\n- Zoya reports to Kenji.\n- Pinnacle Software was founded in 1986.\n- Wren reports to Priya.\n- Anders reports to Zoya.\n- Kenji reports to Sanne.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-15991", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3344: employee Ravi S., hired 22 November 2022, separated 10 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3344?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-15992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Cedar Retail Group was founded in 1989.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Ravi.\n- Bluepine Aviation is headquartered in Valencia.\n- Vantage Air was founded in 1979.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Valencia.\n- Stefan reports to Elena.\n- Zoya reports to Pablo.\n- Bluepine Aviation was founded in 1978.\n- Lattice Analytics was founded in 2009.\n- Ravi reports to Zoya.\n- Viktor reports to Dmitri.\n- Ravi works for Lattice Analytics.\n- Elena reports to Viktor.\n- Stefan works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Viktor works for Vantage Air.\n- Zoya works for Vantage Air.\n- Kenji reports to Stefan.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15993", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15994", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-15995", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-15996", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-15997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mateo.\n- Cobalt Health was founded in 1982.\n- Fernhill Foods was founded in 2003.\n- Wren works for Cobalt Health.\n- Yuki works for Fernhill Foods.\n- Bluepine Aviation was founded in 1981.\n- Deshawn works for Fernhill Foods.\n- Sofia reports to Tessa.\n- Zoya works for Cobalt Health.\n- Atlas Freight was founded in 2001.\n- Dmitri works for Cobalt Health.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Tessa reports to Wren.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Emeka reports to Yuki.\n- Pablo reports to Emeka.\n- Mateo works for Fernhill Foods.\n- Cobalt Health is headquartered in Austin.\n- Tessa works for Fernhill Foods.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Dmitri reports to Sofia.\n- Elena works for Atlas Freight.\n- Mateo reports to Pablo.\n- Lucia reports to Dmitri.\n- Elena reports to Zoya.\n- Wren reports to Elena.\n- Yuki reports to Deshawn.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-15998", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-15999", "family": "intent_v3", "state": "Incoming support message:\n\"Order 73721 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16000", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16001", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16002", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Lucia reports to Zoya.\n- Zoya works for Helios Logistics.\n- Crescent Telecom is headquartered in Lyon.\n- Mara reports to Kenji.\n- Hana works for Beacon Insurance.\n- Zoya reports to Hana.\n- Crescent Telecom was founded in 2002.\n- Fernhill Foods was founded in 1991.\n- Yuki works for Beacon Insurance.\n- Bruno works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Kenji reports to Yuki.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1986.\n- Wren works for Crescent Telecom.\n- Wren reports to Lucia.\n- Kenji works for Fernhill Foods.\n- Yuki reports to Bruno.\n- Bruno reports to Wren.\n- Helios Logistics is headquartered in Lyon.\n- Fernhill Foods is headquartered in Adelaide.\n- Helios Logistics was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Dmitri.\n- Summit Energy was founded in 1994.\n- Meridian Bank was founded in 2005.\n- Nadia works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Dmitri reports to Nadia.\n- Bluepine Aviation was founded in 1990.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Mei works for Summit Energy.\n- Mei reports to Yuki.\n- Ingrid reports to Ravi.\n- Bluepine Aviation is headquartered in Ghent.\n- Ingrid works for Summit Energy.\n- Ravi works for Fernhill Foods.\n- Yuki reports to Ingrid.\n- Sanne works for Bluepine Aviation.\n- Leila works for Summit Energy.\n- Yuki works for Bluepine Aviation.\n- Sanne reports to Leila.\n- Leila reports to Mei.\n- Fernhill Foods was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16005", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16006", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16007", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 July 2023): For employees hired on or after 13 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4585: employee Viktor A., hired 15 September 2022, separated 22 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4585?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16008", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5058: employee Tessa T., hired 22 December 2022, separated 19 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5058?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16009", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5577: employee Deshawn A., hired 06 September 2023, separated 13 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5577?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Wren reports to Yuki.\n- Chiara reports to Kenji.\n- Wren works for Bluepine Aviation.\n- Mara works for Vantage Air.\n- Bluepine Aviation was founded in 2002.\n- Zoya works for Vantage Air.\n- Zoya reports to Wren.\n- Vantage Air was founded in 2012.\n- Kenji works for Cobalt Health.\n- Felix reports to Tobias.\n- Ironwood Manufacturing was founded in 1993.\n- Deshawn reports to Sofia.\n- Tobias works for Ironwood Manufacturing.\n- Yuki reports to Chiara.\n- Sofia reports to Mara.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mara reports to Felix.\n- Sofia works for Ironwood Manufacturing.\n- Felix works for Bluepine Aviation.\n- Yuki works for Vantage Air.\n- Chiara works for Cobalt Health.\n- Tobias reports to Zoya.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 2001.\n- Bluepine Aviation is headquartered in Oslo.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Beacon Insurance was founded in 2008.\n- Meridian Bank was founded in 1993.\n- Bluepine Aviation is headquartered in Brno.\n- Sanne works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Nadia works for Bluepine Aviation.\n- Sanne reports to Nadia.\n- Ingrid reports to Omar.\n- Aisha works for Bluepine Aviation.\n- Pablo works for Lattice Analytics.\n- Hana works for Bluepine Aviation.\n- Hana reports to Jonas.\n- Beacon Insurance is headquartered in Malmo.\n- Deshawn works for Beacon Insurance.\n- Meridian Bank is headquartered in Ghent.\n- Pablo reports to Sanne.\n- Aisha reports to Pablo.\n- Nadia reports to Hana.\n- Leila reports to Deshawn.\n- Leila works for Beacon Insurance.\n- Lattice Analytics was founded in 2004.\n- Lattice Analytics is headquartered in Porto.\n- Jonas works for Beacon Insurance.\n- Jonas reports to Leila.\n- Omar works for Lattice Analytics.\n- Bluepine Aviation was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16012", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8572: employee Dmitri A., hired 08 December 2021, separated 13 June 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-8572 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$38,000", "2": "$8,269", "3": "$8,769"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16013", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16014", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "rotate_keys", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16015", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2877: employee Priya T., hired 16 April 2022, separated 23 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2877?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16016", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Summit Energy was founded in 2006.\n- Mateo works for Atlas Freight.\n- Pinnacle Software is headquartered in Malmo.\n- Pinnacle Software was founded in 2009.\n- Wren reports to Anders.\n- Callum reports to Viktor.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Atlas Freight was founded in 1984.\n- Jonas works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1999.\n- Atlas Freight is headquartered in Adelaide.\n- Anders works for Summit Energy.\n- Elena reports to Pablo.\n- Wren works for Pinnacle Software.\n- Anders reports to Callum.\n- Jonas reports to Elena.\n- Viktor works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Cork.\n- Mateo reports to Wren.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16018", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16019", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16020", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16021", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 November 2025): For employees hired on or after 03 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1829: employee Chiara T., hired 23 March 2022, separated 05 May 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1829?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16022", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16023", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8811: employee Hana A., hired 30 July 2022, separated 16 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2026-8811 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$5,400", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16024", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Sanne reports to Priya.\n- Emeka reports to Stefan.\n- Anders works for Atlas Freight.\n- Priya reports to Mara.\n- Kenji reports to Lucia.\n- Ravi works for Atlas Freight.\n- Beacon Insurance is headquartered in Leeds.\n- Tobias reports to Kenji.\n- Ironwood Manufacturing was founded in 2001.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Mara reports to Emeka.\n- Kenji works for Ironwood Manufacturing.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia works for Bluepine Aviation.\n- Beacon Insurance was founded in 1988.\n- Tobias works for Beacon Insurance.\n- Priya works for Bluepine Aviation.\n- Atlas Freight was founded in 1977.\n- Anders reports to Tobias.\n- Ravi reports to Sanne.\n- Bluepine Aviation was founded in 1983.\n- Lucia reports to Aisha.\n- Stefan reports to Anders.\n- Aisha works for Beacon Insurance.\n- Sanne works for Bluepine Aviation.\n- Aisha reports to Chiara.\n- Atlas Freight is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16026", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 15036\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16027", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4842: employee Nadia K., hired 01 August 2021, separated 31 August 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-4842 under the controlling rules.", "criteria": {"0": "$7,150", "1": "$39,650", "2": "$9,150", "3": "$9,225"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16028", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8067: employee Stefan B., hired 03 July 2023, separated 01 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8067?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16029", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2572: employee Pablo B., hired 01 April 2023, separated 25 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2572?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16030", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1290: employee Anders B., hired 19 July 2020, separated 02 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2026-1290 under the controlling rules.", "criteria": {"0": "$25,962", "1": "$25,846", "2": "$25,346", "3": "$112,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16031", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16032", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4396: employee Bruno T., hired 10 July 2021, separated 22 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4396?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Anders.\n- Viktor works for Lattice Analytics.\n- Beacon Insurance is headquartered in Ghent.\n- Anders reports to Bruno.\n- Zoya works for Lattice Analytics.\n- Anders works for Helios Logistics.\n- Zoya reports to Elena.\n- Meridian Bank was founded in 2005.\n- Leila reports to Callum.\n- Lattice Analytics is headquartered in Brno.\n- Leila works for Beacon Insurance.\n- Lattice Analytics was founded in 1995.\n- Callum works for Meridian Bank.\n- Bruno works for Beacon Insurance.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Ghent.\n- Callum reports to Viktor.\n- Beacon Insurance was founded in 1979.\n- Elena works for Helios Logistics.\n- Viktor reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Meridian Bank is headquartered in Lyon.\n- Jonas reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Leila reports to Aisha.\n- Helios Logistics is headquartered in Adelaide.\n- Summit Energy was founded in 1991.\n- Vantage Air was founded in 1979.\n- Wren reports to Omar.\n- Omar works for Vantage Air.\n- Helios Logistics was founded in 1995.\n- Mei works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Wren works for Vantage Air.\n- Omar reports to Deshawn.\n- Mei reports to Felix.\n- Aisha works for Summit Energy.\n- Deshawn reports to Zoya.\n- Felix reports to Leila.\n- Leila works for Helios Logistics.\n- Beacon Insurance was founded in 1995.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Deshawn works for Vantage Air.\n- Aisha reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16035", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16036", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5372: employee Omar K., hired 13 September 2022, separated 04 June 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2025-5372 under the controlling rules.", "criteria": {"0": "$500", "1": "$10,833", "2": "$2,125", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16037", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2551: employee Dmitri M., hired 31 August 2022, separated 08 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2551?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16038", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8227: employee Elena B., hired 04 March 2021, separated 18 September 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-8227 under the controlling rules.", "criteria": {"0": "$28,167", "1": "$6,500", "2": "$6,562", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16039", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9456: employee Tobias T., hired 11 May 2023, separated 01 September 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9456?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16040", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 21459 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16041", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 March 2023): For employees hired on or after 08 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7461: employee Dmitri R., hired 08 April 2020, separated 04 February 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-7461 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,800", "2": "$3,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16042", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16043", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16044", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16045", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3817: employee Zoya A., hired 13 February 2022, separated 30 July 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3817?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Bruno works for Meridian Bank.\n- Anders reports to Omar.\n- Pablo reports to Anders.\n- Tobias reports to Bruno.\n- Anders works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Northwind Systems was founded in 1990.\n- Ingrid reports to Nadia.\n- Lattice Analytics was founded in 1979.\n- Omar works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1985.\n- Ironwood Manufacturing was founded in 1982.\n- Pablo works for Meridian Bank.\n- Bruno reports to Pablo.\n- Nadia reports to Tobias.\n- Northwind Systems is headquartered in Tallinn.\n- Callum reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Nadia works for Meridian Bank.\n- Ingrid works for Lattice Analytics.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16047", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16048", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8614: employee Elena K., hired 17 March 2022, separated 19 May 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8614?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Zoya.\n- Zoya works for Summit Energy.\n- Mara works for Helios Logistics.\n- Zoya reports to Priya.\n- Summit Energy was founded in 1999.\n- Helios Logistics is headquartered in Brno.\n- Nadia works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Atlas Freight is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Helios Logistics was founded in 1979.\n- Priya works for Summit Energy.\n- Ravi works for Helios Logistics.\n- Nadia reports to Mara.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1989.\n- Elena works for Beacon Insurance.\n- Mara reports to Ravi.\n- Atlas Freight was founded in 1986.\n- Priya reports to Tobias.\n- Tobias reports to Wren.\n- Elena reports to Nadia.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16050", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2739: employee Jonas A., hired 27 April 2022, separated 21 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2739?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Pablo.\n- Yuki reports to Lucia.\n- Amara works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Pablo works for Helios Logistics.\n- Crescent Telecom is headquartered in Basel.\n- Amara reports to Deshawn.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Ingrid.\n- Wren reports to Tobias.\n- Anders reports to Tessa.\n- Leila works for Atlas Freight.\n- Anders works for Cedar Retail Group.\n- Leila reports to Yuki.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Wren works for Cedar Retail Group.\n- Atlas Freight is headquartered in Valencia.\n- Atlas Freight was founded in 2000.\n- Crescent Telecom was founded in 1985.\n- Ingrid works for Helios Logistics.\n- Tessa reports to Bruno.\n- Cedar Retail Group is headquartered in Turku.\n- Deshawn reports to Wren.\n- Helios Logistics was founded in 1985.\n- Lucia reports to Anders.\n- Cedar Retail Group was founded in 1987.\n- Ingrid reports to Amara.\n- Tessa works for Crescent Telecom.\n- Lucia works for Helios Logistics.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1982", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16052", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Pablo.\n- Fernhill Foods was founded in 1984.\n- Nadia reports to Mara.\n- Beacon Insurance was founded in 2000.\n- Crescent Telecom was founded in 1978.\n- Pablo works for Fernhill Foods.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Leila.\n- Leila works for Crescent Telecom.\n- Yuki reports to Elena.\n- Aisha works for Cedar Retail Group.\n- Bruno reports to Aisha.\n- Leila reports to Yuki.\n- Mara works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Elena works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo reports to Kenji.\n- Beacon Insurance is headquartered in Ghent.\n- Fernhill Foods is headquartered in Lyon.\n- Mara reports to Mateo.\n- Crescent Telecom is headquartered in Bergen.\n- Elena reports to Bruno.\n- Kenji works for Beacon Insurance.\n- Yuki works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Cedar Retail Group was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16054", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16055", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16056", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16057", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2889: employee Jonas T., hired 30 January 2023, separated 01 June 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-2889 under the controlling rules.", "criteria": {"0": "$58,000", "1": "$14,385", "2": "$13,385", "3": "$13,269"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia reports to Anders.\n- Sofia reports to Callum.\n- Aisha reports to Mateo.\n- Callum works for Meridian Bank.\n- Sanne works for Cedar Retail Group.\n- Beacon Insurance was founded in 2008.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Crescent Telecom was founded in 1981.\n- Aisha works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Mateo works for Meridian Bank.\n- Mateo reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Callum reports to Aisha.\n- Sanne reports to Sofia.\n- Anders reports to Sanne.\n- Cedar Retail Group was founded in 1993.\n- Nadia works for Beacon Insurance.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Wren.\n- Chiara works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 1986.\n- Lucia works for Beacon Insurance.\n- Kenji works for Pinnacle Software.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1980.\n- Chiara reports to Pablo.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Meridian Bank is headquartered in Ghent.\n- Viktor reports to Chiara.\n- Priya reports to Zoya.\n- Ravi works for Meridian Bank.\n- Pinnacle Software was founded in 2010.\n- Pinnacle Software is headquartered in Ghent.\n- Aisha reports to Priya.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha works for Meridian Bank.\n- Zoya works for Beacon Insurance.\n- Wren reports to Callum.\n- Hana reports to Aisha.\n- Lucia reports to Hana.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Ravi.\n- Ravi reports to Kenji.\n- Priya works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Callum works for Beacon Insurance.\n- Callum reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1987", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16060", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Lattice Analytics was founded in 1993.\n- Lattice Analytics is headquartered in Adelaide.\n- Fernhill Foods was founded in 1982.\n- Emeka reports to Tessa.\n- Zoya reports to Wren.\n- Atlas Freight was founded in 2011.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Malmo.\n- Kenji works for Lattice Analytics.\n- Callum works for Summit Energy.\n- Ravi reports to Zoya.\n- Kenji reports to Ravi.\n- Zoya works for Lattice Analytics.\n- Emeka works for Summit Energy.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Wren works for Atlas Freight.\n- Summit Energy was founded in 2011.\n- Callum reports to Kenji.\n- Wren reports to Emeka.\n- Felix reports to Callum.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1998.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Sofia.\n- Sofia reports to Nadia.\n- Tobias works for Lattice Analytics.\n- Nadia reports to Yuki.\n- Priya reports to Mateo.\n- Priya works for Lattice Analytics.\n- Emeka works for Meridian Bank.\n- Sofia works for Fernhill Foods.\n- Yuki reports to Ingrid.\n- Lattice Analytics is headquartered in Austin.\n- Atlas Freight was founded in 2009.\n- Lattice Analytics was founded in 1977.\n- Ingrid works for Fernhill Foods.\n- Mateo works for Atlas Freight.\n- Mateo reports to Emeka.\n- Fernhill Foods was founded in 1993.\n- Yuki works for Fernhill Foods.\n- Ingrid reports to Priya.\n- Fernhill Foods is headquartered in Adelaide.\n- Nadia works for Meridian Bank.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16063", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Amara reports to Bruno.\n- Emeka works for Lattice Analytics.\n- Viktor reports to Amara.\n- Vantage Air was founded in 2002.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Kenji reports to Emeka.\n- Zoya reports to Viktor.\n- Elena reports to Kenji.\n- Northwind Systems was founded in 1981.\n- Pablo reports to Elena.\n- Vantage Air is headquartered in Halifax.\n- Viktor works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Sanne works for Northwind Systems.\n- Lattice Analytics is headquartered in Halifax.\n- Elena works for Vantage Air.\n- Ingrid reports to Sanne.\n- Bruno works for Northwind Systems.\n- Zoya works for Vantage Air.\n- Crescent Telecom is headquartered in Basel.\n- Emeka reports to Zoya.\n- Lattice Analytics was founded in 1997.\n- Sanne reports to Pablo.\n- Pablo works for Northwind Systems.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16065", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 3866\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "cancel_order", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16066", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 June 2025): For employees hired on or after 10 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8112: employee Wren A., hired 28 February 2024, separated 24 April 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8112?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16067", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6382: employee Nadia B., hired 02 June 2021, separated 26 May 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-6382 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$10,385", "2": "$45,000", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16068", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Priya reports to Amara.\n- Tobias works for Bluepine Aviation.\n- Sofia works for Fernhill Foods.\n- Beacon Insurance is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sofia reports to Mara.\n- Kenji works for Vantage Air.\n- Bruno works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tallinn.\n- Priya works for Vantage Air.\n- Bruno reports to Sofia.\n- Amara works for Beacon Insurance.\n- Hana reports to Bruno.\n- Felix works for Fernhill Foods.\n- Mara reports to Kenji.\n- Amara reports to Sanne.\n- Kenji reports to Tobias.\n- Vantage Air was founded in 1994.\n- Beacon Insurance was founded in 2003.\n- Sanne works for Fernhill Foods.\n- Vantage Air is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1993.\n- Fernhill Foods was founded in 1980.\n- Sanne reports to Felix.\n- Felix reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16070", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7372: employee Mara T., hired 11 October 2021, separated 17 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7372?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16071", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "refill_rx", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2005.\n- Lucia reports to Leila.\n- Ingrid reports to Amara.\n- Emeka reports to Ingrid.\n- Beacon Insurance was founded in 1997.\n- Beacon Insurance is headquartered in Turku.\n- Mateo works for Lattice Analytics.\n- Mateo reports to Wren.\n- Elena reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Amara works for Northwind Systems.\n- Leila reports to Deshawn.\n- Emeka works for Lattice Analytics.\n- Wren reports to Elena.\n- Cobalt Health is headquartered in Dunedin.\n- Northwind Systems is headquartered in Turku.\n- Lattice Analytics is headquartered in Cork.\n- Ingrid works for Lattice Analytics.\n- Leila works for Beacon Insurance.\n- Deshawn reports to Emeka.\n- Lattice Analytics was founded in 1985.\n- Elena works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Northwind Systems was founded in 2013.\n- Felix works for Lattice Analytics.\n- Felix reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16073", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Deshawn.\n- Beacon Insurance was founded in 2013.\n- Mei works for Beacon Insurance.\n- Cobalt Health is headquartered in Malmo.\n- Emeka reports to Omar.\n- Cobalt Health was founded in 1976.\n- Fernhill Foods was founded in 2001.\n- Helios Logistics was founded in 1995.\n- Omar reports to Elena.\n- Elena works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Deshawn works for Cobalt Health.\n- Dmitri reports to Emeka.\n- Mara works for Helios Logistics.\n- Deshawn reports to Viktor.\n- Beacon Insurance is headquartered in Cork.\n- Mei reports to Mara.\n- Emeka works for Fernhill Foods.\n- Helios Logistics is headquartered in Malmo.\n- Omar works for Fernhill Foods.\n- Dmitri works for Beacon Insurance.\n- Viktor reports to Mei.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Tessa.\n- Northwind Systems is headquartered in Oslo.\n- Zoya works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Sanne reports to Chiara.\n- Northwind Systems was founded in 1997.\n- Deshawn works for Northwind Systems.\n- Nadia reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Jonas reports to Deshawn.\n- Tobias reports to Jonas.\n- Tessa reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Tessa works for Beacon Insurance.\n- Fernhill Foods was founded in 1981.\n- Tobias works for Northwind Systems.\n- Meridian Bank was founded in 1988.\n- Fernhill Foods is headquartered in Tallinn.\n- Beacon Insurance was founded in 1995.\n- Meridian Bank is headquartered in Tallinn.\n- Deshawn reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16076", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Sofia reports to Sanne.\n- Kenji reports to Pablo.\n- Chiara reports to Anders.\n- Elena reports to Mei.\n- Atlas Freight is headquartered in Brno.\n- Mei reports to Sofia.\n- Wren reports to Kenji.\n- Pablo works for Cedar Retail Group.\n- Sanne works for Ironwood Manufacturing.\n- Priya reports to Dmitri.\n- Sofia works for Cedar Retail Group.\n- Atlas Freight was founded in 2005.\n- Amara reports to Wren.\n- Dmitri works for Atlas Freight.\n- Wren works for Cedar Retail Group.\n- Priya works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2006.\n- Beacon Insurance was founded in 2001.\n- Pablo reports to Priya.\n- Anders works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Brno.\n- Chiara works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Anders reports to Amara.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cedar Retail Group was founded in 1984.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16078", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Brno.\n- Nadia works for Cobalt Health.\n- Yuki works for Helios Logistics.\n- Pablo reports to Sofia.\n- Sofia reports to Nadia.\n- Pablo works for Cobalt Health.\n- Nadia reports to Deshawn.\n- Cobalt Health is headquartered in Tallinn.\n- Callum works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1993.\n- Felix reports to Leila.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation is headquartered in Austin.\n- Cedar Retail Group was founded in 1976.\n- Leila reports to Dmitri.\n- Felix works for Cedar Retail Group.\n- Cobalt Health was founded in 1979.\n- Callum reports to Yuki.\n- Sanne reports to Elena.\n- Yuki reports to Tessa.\n- Tessa reports to Sanne.\n- Helios Logistics is headquartered in Austin.\n- Elena works for Cedar Retail Group.\n- Helios Logistics was founded in 1999.\n- Sanne works for Bluepine Aviation.\n- Dmitri reports to Pablo.\n- Deshawn works for Cedar Retail Group.\n- Elena reports to Felix.\n- Dmitri works for Cedar Retail Group.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1979", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16080", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16081", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16082", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5506: employee Sanne R., hired 17 February 2023, separated 17 February 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5506?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16083", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16084", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16085", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16086", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16087", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Callum.\n- Bruno works for Vantage Air.\n- Hana works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Kenji reports to Hana.\n- Dmitri reports to Viktor.\n- Mara works for Vantage Air.\n- Elena reports to Zoya.\n- Vantage Air is headquartered in Bergen.\n- Hana reports to Bruno.\n- Priya works for Crescent Telecom.\n- Kenji works for Summit Energy.\n- Callum works for Crescent Telecom.\n- Viktor reports to Kenji.\n- Deshawn reports to Stefan.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Priya.\n- Dmitri works for Summit Energy.\n- Viktor works for Crescent Telecom.\n- Cedar Retail Group was founded in 1992.\n- Crescent Telecom was founded in 1982.\n- Cedar Retail Group is headquartered in Leeds.\n- Summit Energy was founded in 2010.\n- Callum reports to Elena.\n- Elena works for Crescent Telecom.\n- Vantage Air was founded in 1980.\n- Deshawn works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Leeds.\n- Stefan reports to Dmitri.\n- Bruno reports to Mara.\n- Zoya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2006.\n- Anders works for Bluepine Aviation.\n- Ravi reports to Elena.\n- Elena reports to Anders.\n- Summit Energy was founded in 1975.\n- Aisha reports to Viktor.\n- Ravi works for Bluepine Aviation.\n- Meridian Bank was founded in 2012.\n- Tobias works for Bluepine Aviation.\n- Sanne reports to Aisha.\n- Bluepine Aviation was founded in 2011.\n- Jonas reports to Ravi.\n- Summit Energy is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Anders reports to Tobias.\n- Jonas works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Leeds.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha works for Beacon Insurance.\n- Viktor works for Summit Energy.\n- Elena works for Meridian Bank.\n- Sanne works for Summit Energy.\n- Tobias reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16090", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 August 2025): For employees hired on or after 17 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8976: employee Tessa M., hired 18 September 2022, separated 20 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8976?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16091", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Crescent Telecom was founded in 2005.\n- Anders reports to Elena.\n- Tessa works for Atlas Freight.\n- Elena reports to Hana.\n- Sofia works for Atlas Freight.\n- Bruno works for Vantage Air.\n- Atlas Freight was founded in 1996.\n- Anders works for Vantage Air.\n- Emeka works for Vantage Air.\n- Sanne works for Helios Logistics.\n- Vantage Air is headquartered in Porto.\n- Hana works for Atlas Freight.\n- Crescent Telecom is headquartered in Basel.\n- Atlas Freight is headquartered in Tallinn.\n- Vantage Air was founded in 1994.\n- Helios Logistics is headquartered in Valencia.\n- Leila reports to Anders.\n- Bruno reports to Sofia.\n- Tessa reports to Nadia.\n- Leila works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Helios Logistics was founded in 1977.\n- Elena works for Crescent Telecom.\n- Sanne reports to Emeka.\n- Sofia reports to Leila.\n- Nadia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16093", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4031: employee Tobias R., hired 08 August 2023, separated 04 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-4031?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16094", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16095", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4723: employee Emeka A., hired 21 November 2022, separated 21 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4723?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16096", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3167: employee Lucia A., hired 26 May 2021, separated 30 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3167?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Anders works for Atlas Freight.\n- Northwind Systems is headquartered in Valencia.\n- Lucia works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Crescent Telecom is headquartered in Cork.\n- Tobias reports to Nadia.\n- Leila reports to Chiara.\n- Chiara reports to Felix.\n- Crescent Telecom was founded in 2010.\n- Aisha works for Atlas Freight.\n- Nadia reports to Pablo.\n- Northwind Systems was founded in 2002.\n- Atlas Freight was founded in 1991.\n- Felix works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Beacon Insurance is headquartered in Austin.\n- Aisha reports to Anders.\n- Beacon Insurance was founded in 1986.\n- Atlas Freight is headquartered in Adelaide.\n- Tessa works for Northwind Systems.\n- Tobias works for Beacon Insurance.\n- Pablo reports to Aisha.\n- Tessa reports to Leila.\n- Felix reports to Lucia.\n- Leila works for Crescent Telecom.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Leila reports to Tessa.\n- Ingrid works for Cedar Retail Group.\n- Elena reports to Leila.\n- Chiara reports to Viktor.\n- Anders works for Cobalt Health.\n- Tessa works for Northwind Systems.\n- Tobias works for Cobalt Health.\n- Priya works for Vantage Air.\n- Ingrid reports to Anders.\n- Elena works for Northwind Systems.\n- Cobalt Health is headquartered in Lyon.\n- Mateo works for Northwind Systems.\n- Leila works for Vantage Air.\n- Mara reports to Sanne.\n- Northwind Systems is headquartered in Turku.\n- Tessa reports to Mateo.\n- Priya reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Cedar Retail Group was founded in 1997.\n- Cobalt Health was founded in 1992.\n- Viktor reports to Mara.\n- Viktor works for Cobalt Health.\n- Cedar Retail Group is headquartered in Lyon.\n- Mateo reports to Ingrid.\n- Mara works for Vantage Air.\n- Sanne works for Vantage Air.\n- Northwind Systems was founded in 2010.\n- Anders reports to Chiara.\n- Vantage Air was founded in 1986.\n- Tobias reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16099", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2575: employee Pablo R., hired 16 July 2022, separated 05 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2575?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16101", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16102", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 17539 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Priya.\n- Wren works for Cedar Retail Group.\n- Priya reports to Stefan.\n- Ingrid works for Crescent Telecom.\n- Pablo works for Lattice Analytics.\n- Hana reports to Pablo.\n- Stefan works for Lattice Analytics.\n- Anders works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2015.\n- Cedar Retail Group was founded in 2015.\n- Dmitri works for Cedar Retail Group.\n- Priya works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Valencia.\n- Lattice Analytics is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Wren reports to Ingrid.\n- Ingrid reports to Anders.\n- Pablo reports to Dmitri.\n- Crescent Telecom was founded in 2002.\n- Lattice Analytics was founded in 2013.\n- Dmitri reports to Wren.\n- Cedar Retail Group is headquartered in Leeds.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16104", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16105", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8751: employee Callum M., hired 14 July 2022, separated 08 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8751?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Mei works for Meridian Bank.\n- Dmitri reports to Mei.\n- Meridian Bank was founded in 1976.\n- Jonas reports to Lucia.\n- Hana reports to Wren.\n- Dmitri works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Nadia works for Meridian Bank.\n- Nadia reports to Hana.\n- Pinnacle Software is headquartered in Valencia.\n- Wren reports to Viktor.\n- Beacon Insurance was founded in 1981.\n- Wren works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.\n- Lucia reports to Nadia.\n- Crescent Telecom is headquartered in Basel.\n- Jonas works for Crescent Telecom.\n- Viktor works for Beacon Insurance.\n- Meridian Bank is headquartered in Austin.\n- Viktor reports to Dmitri.\n- Pinnacle Software was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16107", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16108", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 November 2025): For employees hired on or after 20 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7448: employee Elena K., hired 12 March 2023, separated 26 September 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7448 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$22,533", "2": "$5,700", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16109", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8218: employee Bruno M., hired 14 January 2023, separated 02 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8218?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16110", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6208: employee Pablo M., hired 05 May 2023, separated 19 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6208?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16111", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 31901 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Ravi reports to Mateo.\n- Bluepine Aviation was founded in 1997.\n- Ravi works for Pinnacle Software.\n- Mateo reports to Tobias.\n- Jonas reports to Amara.\n- Amara works for Fernhill Foods.\n- Mara works for Bluepine Aviation.\n- Bruno reports to Sofia.\n- Amara reports to Pablo.\n- Fernhill Foods was founded in 2014.\n- Mara reports to Hana.\n- Pablo works for Pinnacle Software.\n- Tobias reports to Bruno.\n- Hana works for Pinnacle Software.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Dunedin.\n- Hana reports to Jonas.\n- Sofia works for Pinnacle Software.\n- Mateo works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2009.\n- Pablo reports to Ravi.\n- Bruno works for Bluepine Aviation.\n- Pinnacle Software was founded in 1985.\n- Bluepine Aviation is headquartered in Dunedin.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16113", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16114", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16115", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3001: employee Mei R., hired 22 December 2020, separated 05 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3001?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16116", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 89308\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16117", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 December 2022): For employees hired on or after 02 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5184: employee Zoya T., hired 02 May 2021, separated 22 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5184?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16118", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1990.\n- Aisha works for Ironwood Manufacturing.\n- Priya reports to Amara.\n- Dmitri reports to Viktor.\n- Helios Logistics is headquartered in Bergen.\n- Amara works for Beacon Insurance.\n- Viktor works for Helios Logistics.\n- Lucia reports to Priya.\n- Anders works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2011.\n- Beacon Insurance is headquartered in Porto.\n- Helios Logistics was founded in 1992.\n- Kenji works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Wren works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Turku.\n- Callum reports to Kenji.\n- Lucia works for Fernhill Foods.\n- Kenji reports to Anders.\n- Anders reports to Aisha.\n- Wren reports to Dmitri.\n- Aisha reports to Wren.\n- Priya works for Ironwood Manufacturing.\n- Callum works for Helios Logistics.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Amara reports to Callum.\n- Yuki reports to Stefan.\n- Chiara reports to Mara.\n- Callum works for Helios Logistics.\n- Elena reports to Sanne.\n- Elena works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Amara works for Ironwood Manufacturing.\n- Callum reports to Yuki.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lattice Analytics was founded in 1994.\n- Mara reports to Mei.\n- Sanne reports to Chiara.\n- Ironwood Manufacturing was founded in 2003.\n- Mei reports to Aisha.\n- Helios Logistics was founded in 2013.\n- Sanne works for Lattice Analytics.\n- Mei works for Ironwood Manufacturing.\n- Stefan reports to Elena.\n- Summit Energy was founded in 1981.\n- Aisha works for Lattice Analytics.\n- Summit Energy is headquartered in Austin.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Stefan works for Lattice Analytics.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Ingrid reports to Chiara.\n- Zoya reports to Yuki.\n- Omar reports to Viktor.\n- Yuki works for Ironwood Manufacturing.\n- Leila reports to Omar.\n- Wren reports to Leila.\n- Amara reports to Wren.\n- Sofia works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Leila works for Cobalt Health.\n- Chiara reports to Amara.\n- Stefan reports to Deshawn.\n- Viktor reports to Sofia.\n- Deshawn works for Atlas Freight.\n- Yuki reports to Stefan.\n- Atlas Freight was founded in 2008.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sofia reports to Zoya.\n- Atlas Freight is headquartered in Halifax.\n- Pinnacle Software is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1981.\n- Pinnacle Software was founded in 1991.\n- Wren works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Chiara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1976.\n- Viktor works for Atlas Freight.\n- Cobalt Health is headquartered in Brno.\n- Stefan works for Atlas Freight.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16122", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 19583\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16123", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm", "4": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16124", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9412: employee Pablo K., hired 16 March 2021, separated 12 June 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9412?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16125", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2789: employee Felix R., hired 07 May 2022, separated 10 June 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-2789 under the controlling rules.", "criteria": {"0": "$59,150", "1": "$13,562", "2": "$13,650", "3": "$14,150"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16126", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4175: employee Tessa K., hired 04 November 2023, separated 04 September 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4175?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Lucia reports to Ravi.\n- Ingrid works for Pinnacle Software.\n- Leila reports to Sanne.\n- Nadia works for Ironwood Manufacturing.\n- Tobias reports to Priya.\n- Jonas works for Ironwood Manufacturing.\n- Nadia reports to Wren.\n- Pinnacle Software was founded in 1978.\n- Leila works for Pinnacle Software.\n- Sanne reports to Emeka.\n- Vantage Air is headquartered in Oslo.\n- Ravi reports to Jonas.\n- Sanne works for Ironwood Manufacturing.\n- Priya reports to Leila.\n- Ingrid reports to Lucia.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 1975.\n- Mara reports to Ingrid.\n- Lucia works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2003.\n- Emeka works for Pinnacle Software.\n- Mara works for Ironwood Manufacturing.\n- Wren reports to Mara.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Priya works for Pinnacle Software.\n- Jonas reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Stefan works for Vantage Air.\n- Priya works for Atlas Freight.\n- Summit Energy was founded in 1979.\n- Yuki reports to Mateo.\n- Atlas Freight was founded in 1993.\n- Anders reports to Elena.\n- Priya reports to Yuki.\n- Crescent Telecom is headquartered in Tallinn.\n- Mara works for Vantage Air.\n- Emeka reports to Dmitri.\n- Stefan reports to Anders.\n- Crescent Telecom was founded in 1988.\n- Yuki works for Crescent Telecom.\n- Mateo works for Atlas Freight.\n- Mateo reports to Jonas.\n- Jonas reports to Stefan.\n- Vantage Air is headquartered in Brno.\n- Anders works for Summit Energy.\n- Jonas works for Summit Energy.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Mara reports to Emeka.\n- Elena works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Elena reports to Mara.\n- Summit Energy is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Oslo.\n- Wren works for Beacon Insurance.\n- Wren reports to Kenji.\n- Cobalt Health was founded in 1998.\n- Mateo works for Beacon Insurance.\n- Felix reports to Sanne.\n- Viktor reports to Chiara.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Mateo.\n- Nadia works for Northwind Systems.\n- Cobalt Health is headquartered in Oslo.\n- Chiara works for Northwind Systems.\n- Summit Energy was founded in 1993.\n- Mateo reports to Viktor.\n- Viktor works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Chiara reports to Nadia.\n- Beacon Insurance is headquartered in Tallinn.\n- Northwind Systems was founded in 1975.\n- Beacon Insurance was founded in 1981.\n- Nadia reports to Felix.\n- Felix works for Summit Energy.\n- Northwind Systems is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16130", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16131", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6110: employee Callum T., hired 02 December 2021, separated 04 December 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6110?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16132", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 31 March 2023): For employees hired on or after 31 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5527: employee Lucia M., hired 05 June 2022, separated 17 November 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-5527 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$4,688", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16133", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5625: employee Omar R., hired 10 September 2023, separated 27 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5625?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16134", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16135", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16136", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16137", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2927: employee Priya A., hired 29 September 2023, separated 20 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2927?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Amara.\n- Viktor works for Cedar Retail Group.\n- Anders works for Beacon Insurance.\n- Kenji reports to Ravi.\n- Ingrid reports to Aisha.\n- Anders reports to Sanne.\n- Kenji works for Vantage Air.\n- Amara reports to Ingrid.\n- Bruno reports to Kenji.\n- Felix reports to Anders.\n- Vantage Air was founded in 1983.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 1989.\n- Cedar Retail Group was founded in 2006.\n- Aisha reports to Hana.\n- Amara works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Cobalt Health is headquartered in Valencia.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Viktor.\n- Sanne works for Beacon Insurance.\n- Cobalt Health was founded in 2002.\n- Felix works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Oslo.\n- Hana reports to Bruno.\n- Hana works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Aisha works for Cedar Retail Group.\n- Viktor reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16139", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3822: employee Elena T., hired 07 April 2022, separated 17 August 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3822?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16140", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16141", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16142", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1980.\n- Jonas reports to Ingrid.\n- Anders works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Bruno reports to Hana.\n- Hana works for Fernhill Foods.\n- Hana reports to Viktor.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Porto.\n- Anders reports to Elena.\n- Tessa works for Crescent Telecom.\n- Viktor reports to Jonas.\n- Ingrid reports to Anders.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Elena works for Fernhill Foods.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Tampere.\n- Fernhill Foods was founded in 2007.\n- Jonas works for Cedar Retail Group.\n- Atlas Freight was founded in 1984.\n- Viktor works for Crescent Telecom.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16144", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Callum.\n- Helios Logistics was founded in 2006.\n- Yuki reports to Sanne.\n- Tobias reports to Aisha.\n- Cobalt Health was founded in 2000.\n- Jonas reports to Zoya.\n- Dmitri works for Cobalt Health.\n- Beacon Insurance was founded in 2009.\n- Callum works for Summit Energy.\n- Tobias works for Beacon Insurance.\n- Helios Logistics is headquartered in Valencia.\n- Beacon Insurance is headquartered in Leeds.\n- Summit Energy is headquartered in Adelaide.\n- Callum reports to Tobias.\n- Jonas works for Beacon Insurance.\n- Yuki works for Cobalt Health.\n- Sanne reports to Dmitri.\n- Zoya works for Beacon Insurance.\n- Sanne works for Helios Logistics.\n- Aisha reports to Jonas.\n- Cobalt Health is headquartered in Valencia.\n- Aisha works for Cobalt Health.\n- Summit Energy was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16146", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16147", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16148", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Emeka.\n- Elena works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Zoya reports to Ravi.\n- Cobalt Health was founded in 1983.\n- Emeka works for Crescent Telecom.\n- Ravi reports to Bruno.\n- Yuki works for Cobalt Health.\n- Crescent Telecom was founded in 1985.\n- Atlas Freight is headquartered in Tallinn.\n- Aisha reports to Viktor.\n- Yuki reports to Lucia.\n- Omar reports to Yuki.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Elena reports to Omar.\n- Viktor reports to Amara.\n- Omar works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1991.\n- Lucia works for Crescent Telecom.\n- Viktor works for Atlas Freight.\n- Cobalt Health is headquartered in Brno.\n- Emeka reports to Dmitri.\n- Amara reports to Zoya.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2007.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia reports to Aisha.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16150", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16151", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-8 (VERSION 4, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2772: employee Chiara R., hired 20 February 2022, separated 07 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2772?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Felix works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Summit Energy was founded in 2005.\n- Leila reports to Deshawn.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Viktor works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Helios Logistics was founded in 2007.\n- Pablo works for Northwind Systems.\n- Viktor reports to Mei.\n- Amara works for Helios Logistics.\n- Northwind Systems is headquartered in Lyon.\n- Northwind Systems was founded in 1976.\n- Pablo reports to Dmitri.\n- Zoya reports to Viktor.\n- Summit Energy is headquartered in Lyon.\n- Helios Logistics is headquartered in Brno.\n- Mei reports to Omar.\n- Sofia works for Summit Energy.\n- Amara reports to Sofia.\n- Sanne works for Helios Logistics.\n- Sanne reports to Zoya.\n- Sofia reports to Sanne.\n- Felix reports to Leila.\n- Leila works for Northwind Systems.\n- Cobalt Health is headquartered in Bergen.\n- Dmitri reports to Felix.\n- Omar reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16153", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6479: employee Tessa T., hired 08 October 2021, separated 15 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6479?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16154", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16155", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16156", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1835: employee Felix A., hired 07 October 2022, separated 21 June 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1835?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16157", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9433: employee Hana M., hired 08 October 2019, separated 06 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9433?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16158", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Hana.\n- Omar reports to Nadia.\n- Ingrid reports to Mateo.\n- Bruno works for Crescent Telecom.\n- Mateo reports to Bruno.\n- Priya works for Summit Energy.\n- Sofia works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Pinnacle Software is headquartered in Porto.\n- Bruno reports to Sofia.\n- Hana reports to Ingrid.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Summit Energy is headquartered in Porto.\n- Hana works for Pinnacle Software.\n- Crescent Telecom is headquartered in Valencia.\n- Omar works for Crescent Telecom.\n- Sofia reports to Omar.\n- Bluepine Aviation is headquartered in Brno.\n- Crescent Telecom was founded in 1980.\n- Pinnacle Software was founded in 2011.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Stefan reports to Sanne.\n- Bruno reports to Leila.\n- Bruno works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Felix reports to Ingrid.\n- Felix works for Helios Logistics.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia reports to Amara.\n- Ironwood Manufacturing was founded in 2006.\n- Sanne reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Helios Logistics is headquartered in Turku.\n- Stefan works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Callum reports to Stefan.\n- Helios Logistics was founded in 1980.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Leila reports to Lucia.\n- Amara reports to Callum.\n- Meridian Bank was founded in 1999.\n- Ingrid reports to Bruno.\n- Meridian Bank is headquartered in Dunedin.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Sofia reports to Amara.\n- Stefan reports to Zoya.\n- Bluepine Aviation is headquartered in Ghent.\n- Zoya reports to Omar.\n- Stefan works for Atlas Freight.\n- Crescent Telecom was founded in 1988.\n- Priya reports to Mei.\n- Amara reports to Viktor.\n- Amara works for Crescent Telecom.\n- Viktor reports to Jonas.\n- Mateo works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Chiara reports to Sofia.\n- Crescent Telecom is headquartered in Turku.\n- Viktor works for Northwind Systems.\n- Atlas Freight is headquartered in Malmo.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Mei reports to Chiara.\n- Sofia works for Northwind Systems.\n- Anders reports to Stefan.\n- Jonas reports to Mateo.\n- Priya works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Northwind Systems is headquartered in Malmo.\n- Omar reports to Priya.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Jonas works for Cobalt Health.\n- Crescent Telecom is headquartered in Basel.\n- Meridian Bank is headquartered in Valencia.\n- Cobalt Health was founded in 2010.\n- Callum reports to Sanne.\n- Sofia reports to Amara.\n- Meridian Bank was founded in 1991.\n- Callum works for Meridian Bank.\n- Sofia works for Summit Energy.\n- Elena works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Summit Energy was founded in 1983.\n- Ravi works for Crescent Telecom.\n- Kenji reports to Jonas.\n- Jonas reports to Callum.\n- Elena reports to Kenji.\n- Ravi reports to Sofia.\n- Cobalt Health is headquartered in Tallinn.\n- Crescent Telecom was founded in 1994.\n- Sanne reports to Ravi.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16163", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5402: employee Sofia S., hired 27 December 2020, separated 18 November 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-5402 under the controlling rules.", "criteria": {"0": "$5,850", "1": "$25,133", "2": "$5,800", "3": "$5,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Elena reports to Priya.\n- Summit Energy was founded in 1983.\n- Meridian Bank is headquartered in Cork.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Zoya works for Summit Energy.\n- Mei reports to Elena.\n- Beacon Insurance is headquartered in Tallinn.\n- Viktor works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2007.\n- Aisha works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ravi reports to Aisha.\n- Leila works for Ironwood Manufacturing.\n- Viktor reports to Leila.\n- Summit Energy is headquartered in Dunedin.\n- Aisha reports to Zoya.\n- Ironwood Manufacturing was founded in 2005.\n- Leila reports to Ravi.\n- Priya works for Summit Energy.\n- Priya reports to Viktor.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16165", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16166", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16167", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16168", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16169", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4192: employee Yuki A., hired 08 July 2024, separated 14 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4192?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16170", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4979: employee Zoya A., hired 09 July 2020, separated 15 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-4979 under the controlling rules.", "criteria": {"0": "$22,846", "1": "$99,000", "2": "$22,716", "3": "$23,846"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16171", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16172", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7311: employee Elena M., hired 28 December 2022, separated 09 September 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7311?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16173", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1983.\n- Tessa works for Summit Energy.\n- Jonas reports to Pablo.\n- Pablo reports to Tessa.\n- Crescent Telecom is headquartered in Cork.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom was founded in 2010.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 1984.\n- Hana works for Summit Energy.\n- Meridian Bank was founded in 1997.\n- Bruno reports to Hana.\n- Pablo works for Meridian Bank.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Jonas works for Lattice Analytics.\n- Hana reports to Jonas.\n- Tessa reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Sanne reports to Bruno.\n- Viktor reports to Tobias.\n- Tobias works for Summit Energy.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16175", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6172: employee Nadia T., hired 23 October 2023, separated 12 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6172?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Deshawn reports to Mei.\n- Priya reports to Felix.\n- Omar reports to Viktor.\n- Priya works for Beacon Insurance.\n- Mei reports to Pablo.\n- Anders reports to Priya.\n- Pablo works for Northwind Systems.\n- Viktor works for Pinnacle Software.\n- Omar works for Beacon Insurance.\n- Viktor reports to Deshawn.\n- Northwind Systems was founded in 2000.\n- Mei works for Northwind Systems.\n- Beacon Insurance was founded in 2010.\n- Pinnacle Software is headquartered in Leeds.\n- Deshawn works for Pinnacle Software.\n- Felix works for Beacon Insurance.\n- Pinnacle Software was founded in 1981.\n- Summit Energy was founded in 1986.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Anders works for Beacon Insurance.\n- Callum works for Pinnacle Software.\n- Summit Energy is headquartered in Ghent.\n- Felix reports to Amara.\n- Pablo reports to Anders.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1976", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Cobalt Health was founded in 1991.\n- Priya reports to Bruno.\n- Priya works for Cobalt Health.\n- Northwind Systems is headquartered in Tallinn.\n- Ravi works for Cobalt Health.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Leila.\n- Pinnacle Software is headquartered in Tallinn.\n- Ravi reports to Hana.\n- Hana reports to Pablo.\n- Meridian Bank is headquartered in Halifax.\n- Emeka works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Emeka reports to Ravi.\n- Deshawn works for Northwind Systems.\n- Meridian Bank was founded in 1997.\n- Mateo reports to Emeka.\n- Pinnacle Software was founded in 1988.\n- Leila works for Meridian Bank.\n- Leila reports to Anders.\n- Cobalt Health is headquartered in Dunedin.\n- Hana works for Cobalt Health.\n- Northwind Systems was founded in 1986.\n- Anders reports to Mateo.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16178", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4637: employee Yuki B., hired 29 August 2023, separated 02 April 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-4637 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,231", "2": "$9,231", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Omar.\n- Sofia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tallinn.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Deshawn reports to Ravi.\n- Omar reports to Tobias.\n- Ravi works for Fernhill Foods.\n- Tobias reports to Mei.\n- Priya reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lucia works for Fernhill Foods.\n- Stefan works for Pinnacle Software.\n- Mei reports to Lucia.\n- Mei works for Pinnacle Software.\n- Fernhill Foods was founded in 1991.\n- Cedar Retail Group was founded in 1989.\n- Ravi reports to Stefan.\n- Ingrid reports to Mateo.\n- Jonas reports to Deshawn.\n- Tobias works for Cedar Retail Group.\n- Ingrid works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Priya works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1997.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Stefan reports to Priya.\n- Jonas works for Fernhill Foods.\n- Lucia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16180", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16181", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16182", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16183", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1288: employee Ingrid S., hired 12 January 2023, separated 02 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1288?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16184", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5426: employee Hana K., hired 24 April 2020, separated 17 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5426?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16185", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4690: employee Nadia T., hired 20 April 2020, separated 11 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-4690 under the controlling rules.", "criteria": {"0": "$12,812", "1": "$55,250", "2": "$11,750", "3": "$12,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4690 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16186", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16187", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3417: employee Ingrid K., hired 18 April 2023, separated 08 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3417?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16188", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3355: employee Dmitri R., hired 21 December 2023, separated 25 November 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-3355 under the controlling rules.", "criteria": {"0": "$4,275", "1": "$4,700", "2": "$18,200", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16189", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rotate_keys", "4": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Adelaide.\n- Atlas Freight is headquartered in Basel.\n- Mei works for Fernhill Foods.\n- Omar reports to Viktor.\n- Viktor reports to Sanne.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Stefan reports to Omar.\n- Fernhill Foods was founded in 1988.\n- Leila works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Helios Logistics was founded in 1976.\n- Stefan works for Vantage Air.\n- Mei reports to Anders.\n- Bruno reports to Stefan.\n- Vantage Air was founded in 1991.\n- Chiara reports to Bruno.\n- Atlas Freight was founded in 2007.\n- Leila reports to Chiara.\n- Chiara works for Atlas Freight.\n- Viktor works for Fernhill Foods.\n- Helios Logistics is headquartered in Basel.\n- Anders reports to Mateo.\n- Omar works for Fernhill Foods.\n- Sanne works for Helios Logistics.\n- Anders works for Fernhill Foods.\n- Mateo reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16191", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3817: employee Ravi B., hired 10 May 2022, separated 03 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3817?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16192", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 March 2025): For employees hired on or after 01 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3967: employee Ingrid K., hired 03 May 2022, separated 08 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3967?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16193", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 08 March 2023): For employees hired on or after 08 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4512: employee Jonas A., hired 29 December 2019, separated 30 April 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-4512 under the controlling rules.", "criteria": {"0": "$35,533", "1": "$8,250", "2": "$10,200", "3": "$8,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Viktor.\n- Yuki reports to Pablo.\n- Chiara works for Crescent Telecom.\n- Omar reports to Priya.\n- Bluepine Aviation is headquartered in Bergen.\n- Amara works for Crescent Telecom.\n- Tessa works for Vantage Air.\n- Chiara reports to Tessa.\n- Crescent Telecom was founded in 2005.\n- Lattice Analytics was founded in 2009.\n- Viktor reports to Amara.\n- Viktor works for Lattice Analytics.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Bluepine Aviation was founded in 2001.\n- Vantage Air was founded in 1976.\n- Yuki works for Crescent Telecom.\n- Pablo reports to Chiara.\n- Tessa reports to Omar.\n- Crescent Telecom is headquartered in Bergen.\n- Pablo works for Vantage Air.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1983.\n- Jonas works for Bluepine Aviation.\n- Omar reports to Jonas.\n- Vantage Air was founded in 1999.\n- Ingrid reports to Mei.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Callum reports to Hana.\n- Sofia reports to Tobias.\n- Beacon Insurance was founded in 1988.\n- Amara works for Pinnacle Software.\n- Omar works for Beacon Insurance.\n- Tobias works for Pinnacle Software.\n- Dmitri reports to Sofia.\n- Pinnacle Software was founded in 2012.\n- Dmitri works for Pinnacle Software.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Jonas reports to Callum.\n- Vantage Air is headquartered in Malmo.\n- Callum works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Hana reports to Dmitri.\n- Amara reports to Ingrid.\n- Tobias reports to Amara.\n- Hana works for Vantage Air.\n- Pinnacle Software is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1986", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16196", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16197", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8966: employee Yuki B., hired 30 March 2021, separated 22 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8966?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16198", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16199", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16200", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16201", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6753: employee Amara A., hired 23 June 2021, separated 10 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-6753 under the controlling rules.", "criteria": {"0": "$6,100", "1": "$6,150", "2": "$5,600", "3": "$26,433"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16202", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Tessa reports to Aisha.\n- Atlas Freight was founded in 1986.\n- Deshawn works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Stefan reports to Amara.\n- Emeka reports to Kenji.\n- Emeka works for Lattice Analytics.\n- Vantage Air was founded in 1977.\n- Felix works for Vantage Air.\n- Leila reports to Deshawn.\n- Northwind Systems was founded in 1993.\n- Stefan works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha reports to Felix.\n- Aisha works for Lattice Analytics.\n- Kenji reports to Tessa.\n- Atlas Freight is headquartered in Dunedin.\n- Tessa works for Lattice Analytics.\n- Deshawn reports to Stefan.\n- Amara reports to Pablo.\n- Lattice Analytics was founded in 2010.\n- Amara works for Vantage Air.\n- Pablo reports to Emeka.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Cedar Retail Group was founded in 2001.\n- Elena works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Stefan reports to Pablo.\n- Sofia works for Atlas Freight.\n- Helios Logistics was founded in 1995.\n- Atlas Freight was founded in 2009.\n- Stefan works for Helios Logistics.\n- Elena reports to Priya.\n- Sofia reports to Amara.\n- Meridian Bank is headquartered in Valencia.\n- Priya reports to Stefan.\n- Meridian Bank was founded in 1999.\n- Cedar Retail Group is headquartered in Austin.\n- Lucia reports to Emeka.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Amara reports to Lucia.\n- Amara works for Helios Logistics.\n- Pablo reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Anders.\n- Emeka works for Beacon Insurance.\n- Crescent Telecom was founded in 1993.\n- Beacon Insurance was founded in 1979.\n- Anders reports to Mateo.\n- Aisha works for Vantage Air.\n- Aisha reports to Lucia.\n- Cobalt Health is headquartered in Porto.\n- Wren works for Beacon Insurance.\n- Kenji reports to Emeka.\n- Sofia works for Cobalt Health.\n- Anders works for Beacon Insurance.\n- Vantage Air was founded in 2008.\n- Tobias works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1987.\n- Emeka reports to Omar.\n- Sofia reports to Pablo.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Omar reports to Tobias.\n- Mateo works for Vantage Air.\n- Lucia reports to Tessa.\n- Tobias reports to Aisha.\n- Mateo reports to Sofia.\n- Omar works for Cobalt Health.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Wren.\n- Crescent Telecom is headquartered in Oslo.\n- Tessa works for Cobalt Health.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Kenji.\n- Kenji reports to Nadia.\n- Meridian Bank was founded in 1975.\n- Bruno reports to Pablo.\n- Felix reports to Zoya.\n- Northwind Systems is headquartered in Basel.\n- Helios Logistics was founded in 2004.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Stefan reports to Felix.\n- Nadia reports to Stefan.\n- Felix works for Helios Logistics.\n- Zoya reports to Mara.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Cobalt Health was founded in 2005.\n- Nadia works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Zoya works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Bruno works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1983", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16207", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16208", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5640: employee Kenji S., hired 07 August 2023, separated 14 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5640?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Callum reports to Bruno.\n- Bruno reports to Pablo.\n- Elena reports to Sofia.\n- Cedar Retail Group was founded in 1999.\n- Stefan works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Mei reports to Nadia.\n- Beacon Insurance is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2015.\n- Jonas reports to Callum.\n- Callum works for Northwind Systems.\n- Beacon Insurance was founded in 1975.\n- Cedar Retail Group is headquartered in Porto.\n- Nadia reports to Elena.\n- Sanne reports to Mei.\n- Stefan reports to Yuki.\n- Northwind Systems was founded in 1990.\n- Sofia reports to Leila.\n- Elena works for Bluepine Aviation.\n- Yuki works for Beacon Insurance.\n- Northwind Systems is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo works for Beacon Insurance.\n- Sofia works for Bluepine Aviation.\n- Pablo reports to Stefan.\n- Sanne works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16210", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16211", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8029: employee Tessa K., hired 25 October 2019, separated 31 March 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8029?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16212", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16213", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16214", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16215", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Oslo.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Crescent Telecom is headquartered in Brno.\n- Pinnacle Software was founded in 1990.\n- Callum reports to Deshawn.\n- Ingrid reports to Aisha.\n- Stefan works for Pinnacle Software.\n- Deshawn reports to Stefan.\n- Mei reports to Anders.\n- Sofia reports to Mei.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 2001.\n- Mei works for Cedar Retail Group.\n- Anders works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Crescent Telecom was founded in 1979.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Aisha reports to Callum.\n- Aisha works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16217", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16218", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6165: employee Tessa B., hired 10 September 2022, separated 03 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6165?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16219", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16220", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Nadia.\n- Beacon Insurance was founded in 1979.\n- Beacon Insurance is headquartered in Ghent.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo reports to Chiara.\n- Elena reports to Hana.\n- Felix reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Emeka reports to Sanne.\n- Nadia reports to Felix.\n- Lucia works for Ironwood Manufacturing.\n- Chiara reports to Lucia.\n- Lattice Analytics was founded in 2014.\n- Lattice Analytics is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1982.\n- Ironwood Manufacturing was founded in 2006.\n- Sanne works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Cork.\n- Priya works for Cedar Retail Group.\n- Chiara works for Ironwood Manufacturing.\n- Sanne reports to Amara.\n- Priya reports to Ingrid.\n- Lucia reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Felix works for Cedar Retail Group.\n- Nadia works for Ironwood Manufacturing.\n- Amara works for Lattice Analytics.\n- Elena works for Ironwood Manufacturing.\n- Ingrid reports to Elena.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16222", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 09 January 2023): For employees hired on or after 09 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4029: employee Pablo B., hired 19 March 2022, separated 27 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4029?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16223", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Vantage Air was founded in 2011.\n- Dmitri reports to Priya.\n- Priya works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Helios Logistics was founded in 2015.\n- Priya reports to Emeka.\n- Ravi works for Helios Logistics.\n- Aisha reports to Nadia.\n- Bruno reports to Sofia.\n- Viktor works for Vantage Air.\n- Nadia reports to Zoya.\n- Dmitri works for Vantage Air.\n- Yuki reports to Stefan.\n- Zoya reports to Ravi.\n- Northwind Systems was founded in 2007.\n- Yuki works for Helios Logistics.\n- Emeka reports to Viktor.\n- Pinnacle Software is headquartered in Tampere.\n- Pinnacle Software was founded in 1986.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Ravi reports to Yuki.\n- Bruno works for Helios Logistics.\n- Sofia works for Vantage Air.\n- Viktor reports to Bruno.\n- Stefan reports to Dmitri.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Vantage Air.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2006", "3": "2014"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Crescent Telecom.\n- Dmitri reports to Bruno.\n- Jonas reports to Chiara.\n- Pinnacle Software was founded in 1984.\n- Pablo works for Atlas Freight.\n- Chiara reports to Mara.\n- Crescent Telecom was founded in 2012.\n- Ravi works for Crescent Telecom.\n- Pablo reports to Ravi.\n- Atlas Freight was founded in 2015.\n- Tobias reports to Pablo.\n- Chiara works for Northwind Systems.\n- Crescent Telecom is headquartered in Leeds.\n- Hana reports to Sofia.\n- Sofia reports to Priya.\n- Jonas works for Northwind Systems.\n- Lucia reports to Tobias.\n- Tobias works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Sofia works for Pinnacle Software.\n- Bruno works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Pinnacle Software is headquartered in Tallinn.\n- Northwind Systems was founded in 2014.\n- Lucia works for Atlas Freight.\n- Ravi reports to Hana.\n- Priya reports to Dmitri.\n- Mara reports to Lucia.\n- Mara works for Crescent Telecom.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16226", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16227", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 May 2023): For employees hired on or after 22 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5953: employee Pablo K., hired 03 April 2023, separated 03 December 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-5953 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$7,231", "2": "$4,846", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16228", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9596: employee Kenji K., hired 06 July 2023, separated 03 November 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-9596 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$40,000", "2": "$9,231", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16229", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9377: employee Ingrid K., hired 27 November 2023, separated 23 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9377?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16230", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9954: employee Emeka R., hired 20 January 2023, separated 29 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9954?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16231", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5047: employee Viktor T., hired 11 October 2021, separated 20 August 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-5047 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$10,125", "2": "$9,885", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16232", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 30849\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks where an existing order is", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16233", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3154: employee Chiara R., hired 13 September 2024, separated 26 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-3154 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$34,667", "2": "$6,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16234", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16235", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16236", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 48387 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16237", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8216: employee Mateo K., hired 03 December 2019, separated 07 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8216?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tallinn.\n- Amara works for Crescent Telecom.\n- Aisha reports to Amara.\n- Beacon Insurance was founded in 1990.\n- Sanne reports to Wren.\n- Felix reports to Stefan.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Oslo.\n- Sanne works for Crescent Telecom.\n- Beacon Insurance is headquartered in Oslo.\n- Tobias works for Summit Energy.\n- Amara reports to Tobias.\n- Summit Energy was founded in 2013.\n- Summit Energy is headquartered in Turku.\n- Mara works for Crescent Telecom.\n- Nadia reports to Jonas.\n- Aisha works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation was founded in 1976.\n- Jonas reports to Aisha.\n- Stefan works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Nadia works for Beacon Insurance.\n- Tobias reports to Sanne.\n- Mara reports to Nadia.\n- Crescent Telecom was founded in 1991.\n- Jonas works for Crescent Telecom.\n- Stefan reports to Ravi.\n- Ravi reports to Pablo.\n- Wren reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16239", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16240", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver", "4": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16241", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16242", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16243", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Elena.\n- Crescent Telecom is headquartered in Halifax.\n- Helios Logistics was founded in 1993.\n- Stefan works for Helios Logistics.\n- Crescent Telecom was founded in 2006.\n- Mateo works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Lattice Analytics was founded in 2012.\n- Helios Logistics is headquartered in Turku.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Ravi works for Helios Logistics.\n- Dmitri reports to Stefan.\n- Dmitri works for Lattice Analytics.\n- Fernhill Foods was founded in 1993.\n- Fernhill Foods is headquartered in Lyon.\n- Elena works for Lattice Analytics.\n- Wren reports to Mateo.\n- Sofia reports to Ravi.\n- Mateo reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Ravi reports to Dmitri.\n- Priya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16245", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Atlas Freight.\n- Bruno works for Helios Logistics.\n- Deshawn works for Atlas Freight.\n- Amara works for Helios Logistics.\n- Lattice Analytics is headquartered in Dunedin.\n- Atlas Freight is headquartered in Leeds.\n- Jonas reports to Elena.\n- Elena reports to Bruno.\n- Priya works for Summit Energy.\n- Priya reports to Tobias.\n- Tobias works for Lattice Analytics.\n- Amara reports to Jonas.\n- Helios Logistics was founded in 1986.\n- Jonas works for Helios Logistics.\n- Bruno reports to Deshawn.\n- Chiara reports to Priya.\n- Summit Energy was founded in 1994.\n- Helios Logistics is headquartered in Leeds.\n- Lattice Analytics was founded in 1981.\n- Atlas Freight was founded in 1981.\n- Summit Energy is headquartered in Tallinn.\n- Chiara works for Atlas Freight.\n- Tobias reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1979", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Jonas works for Summit Energy.\n- Bluepine Aviation is headquartered in Basel.\n- Meridian Bank is headquartered in Malmo.\n- Kenji reports to Callum.\n- Mara works for Summit Energy.\n- Pablo reports to Zoya.\n- Zoya reports to Mara.\n- Bluepine Aviation was founded in 2012.\n- Pablo works for Summit Energy.\n- Deshawn reports to Jonas.\n- Deshawn works for Helios Logistics.\n- Callum works for Meridian Bank.\n- Jonas reports to Sofia.\n- Meridian Bank was founded in 2012.\n- Sofia reports to Chiara.\n- Summit Energy was founded in 2002.\n- Priya reports to Kenji.\n- Tobias reports to Deshawn.\n- Kenji works for Meridian Bank.\n- Mara reports to Bruno.\n- Zoya works for Helios Logistics.\n- Bruno works for Summit Energy.\n- Bruno reports to Priya.\n- Tobias works for Summit Energy.\n- Helios Logistics was founded in 2012.\n- Priya works for Summit Energy.\n- Helios Logistics is headquartered in Nagoya.\n- Summit Energy is headquartered in Malmo.\n- Chiara works for Helios Logistics.\n- Chiara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "1997", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Fernhill Foods was founded in 2004.\n- Northwind Systems is headquartered in Lyon.\n- Wren works for Northwind Systems.\n- Mei works for Fernhill Foods.\n- Ravi reports to Tessa.\n- Beacon Insurance was founded in 1983.\n- Aisha works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Mei.\n- Sofia works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Tobias reports to Ravi.\n- Beacon Insurance is headquartered in Porto.\n- Aisha reports to Tobias.\n- Summit Energy was founded in 2001.\n- Summit Energy is headquartered in Porto.\n- Yuki reports to Aisha.\n- Tobias works for Beacon Insurance.\n- Wren reports to Sofia.\n- Mei reports to Wren.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16249", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16250", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16251", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16252", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16253", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1979.\n- Jonas works for Helios Logistics.\n- Tessa works for Meridian Bank.\n- Summit Energy is headquartered in Cork.\n- Emeka works for Cedar Retail Group.\n- Meridian Bank is headquartered in Bergen.\n- Priya works for Summit Energy.\n- Priya reports to Lucia.\n- Cedar Retail Group is headquartered in Bergen.\n- Helios Logistics is headquartered in Cork.\n- Deshawn works for Helios Logistics.\n- Sanne works for Meridian Bank.\n- Emeka reports to Chiara.\n- Sanne reports to Deshawn.\n- Helios Logistics was founded in 1998.\n- Deshawn reports to Tessa.\n- Chiara reports to Sanne.\n- Meridian Bank was founded in 1983.\n- Summit Energy was founded in 1990.\n- Lucia reports to Jonas.\n- Chiara works for Meridian Bank.\n- Jonas reports to Emeka.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16255", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "claim_luggage", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16256", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3747: employee Kenji T., hired 07 February 2022, separated 24 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3747?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Nadia.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Pablo.\n- Cobalt Health was founded in 2004.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Atlas Freight was founded in 1996.\n- Meridian Bank was founded in 1975.\n- Priya works for Atlas Freight.\n- Chiara reports to Deshawn.\n- Mateo works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Deshawn reports to Hana.\n- Mateo reports to Ingrid.\n- Crescent Telecom was founded in 1976.\n- Omar works for Meridian Bank.\n- Priya reports to Kenji.\n- Meridian Bank is headquartered in Nagoya.\n- Pablo works for Atlas Freight.\n- Hana reports to Mateo.\n- Omar reports to Jonas.\n- Pablo reports to Ravi.\n- Deshawn works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Crescent Telecom is headquartered in Nagoya.\n- Ravi reports to Priya.\n- Chiara works for Cobalt Health.\n- Ingrid works for Atlas Freight.\n- Kenji reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16259", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 45768, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "exchange_item", "1": "track_order", "2": "report_damage", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16260", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7544: employee Ingrid T., hired 15 October 2021, separated 22 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7544?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16261", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16262", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mateo.\n- Summit Energy was founded in 1998.\n- Amara reports to Yuki.\n- Hana works for Summit Energy.\n- Kenji works for Pinnacle Software.\n- Meridian Bank is headquartered in Lyon.\n- Amara works for Bluepine Aviation.\n- Mateo reports to Amara.\n- Mei reports to Dmitri.\n- Pablo works for Pinnacle Software.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 2007.\n- Kenji reports to Hana.\n- Pinnacle Software is headquartered in Oslo.\n- Bluepine Aviation was founded in 2007.\n- Lucia works for Pinnacle Software.\n- Dmitri reports to Kenji.\n- Yuki works for Pinnacle Software.\n- Meridian Bank was founded in 2001.\n- Lucia reports to Callum.\n- Summit Energy is headquartered in Lyon.\n- Yuki reports to Mei.\n- Callum works for Summit Energy.\n- Mei works for Summit Energy.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mateo works for Meridian Bank.\n- Hana reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Anders.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Atlas Freight was founded in 1996.\n- Crescent Telecom was founded in 1989.\n- Crescent Telecom is headquartered in Valencia.\n- Amara works for Atlas Freight.\n- Sanne reports to Amara.\n- Yuki works for Helios Logistics.\n- Lucia reports to Sanne.\n- Dmitri reports to Mara.\n- Lucia works for Crescent Telecom.\n- Dmitri works for Helios Logistics.\n- Atlas Freight is headquartered in Valencia.\n- Jonas reports to Lucia.\n- Helios Logistics is headquartered in Valencia.\n- Cobalt Health was founded in 1986.\n- Helios Logistics was founded in 2000.\n- Jonas works for Helios Logistics.\n- Anders works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Anders reports to Jonas.\n- Yuki reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16265", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-1768: employee Elena A., hired 31 August 2021, separated 14 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-1768?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-1768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16266", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 August 2025): For employees hired on or after 15 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1497: employee Elena S., hired 13 December 2021, separated 27 July 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1497?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1979.\n- Omar works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Zoya reports to Wren.\n- Priya reports to Emeka.\n- Wren reports to Sofia.\n- Sofia reports to Felix.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software was founded in 2006.\n- Meridian Bank is headquartered in Tampere.\n- Priya works for Pinnacle Software.\n- Anders works for Meridian Bank.\n- Ravi reports to Omar.\n- Fernhill Foods was founded in 1977.\n- Northwind Systems is headquartered in Porto.\n- Felix reports to Ravi.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 1996.\n- Omar reports to Priya.\n- Sofia works for Fernhill Foods.\n- Felix works for Meridian Bank.\n- Wren works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Ingrid works for Fernhill Foods.\n- Anders reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16268", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16269", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16270", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6248: employee Amara B., hired 15 May 2020, separated 16 October 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-6248 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$14,000", "2": "$56,333", "3": "$13,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16271", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16272", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5191: employee Deshawn A., hired 05 March 2021, separated 05 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5191?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16273", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5153: employee Dmitri S., hired 05 September 2022, separated 24 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-5153 under the controlling rules.", "criteria": {"0": "$7,525", "1": "$7,612", "2": "$7,025", "3": "$32,608"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16274", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Deshawn reports to Sanne.\n- Stefan works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Crescent Telecom was founded in 2015.\n- Lattice Analytics is headquartered in Porto.\n- Priya works for Bluepine Aviation.\n- Tobias reports to Ravi.\n- Bluepine Aviation was founded in 1996.\n- Bluepine Aviation is headquartered in Lyon.\n- Elena reports to Priya.\n- Crescent Telecom is headquartered in Porto.\n- Sanne reports to Tobias.\n- Stefan reports to Deshawn.\n- Emeka reports to Aisha.\n- Aisha works for Atlas Freight.\n- Tobias works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 2009.\n- Sanne works for Crescent Telecom.\n- Viktor reports to Stefan.\n- Ravi reports to Elena.\n- Aisha reports to Viktor.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1991", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16276", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Kenji.\n- Kenji reports to Viktor.\n- Kenji works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Viktor reports to Emeka.\n- Summit Energy is headquartered in Leeds.\n- Sofia reports to Zoya.\n- Cobalt Health was founded in 1979.\n- Jonas works for Lattice Analytics.\n- Zoya works for Summit Energy.\n- Viktor works for Lattice Analytics.\n- Cobalt Health is headquartered in Halifax.\n- Lattice Analytics is headquartered in Austin.\n- Beacon Insurance is headquartered in Leeds.\n- Sofia works for Cobalt Health.\n- Beacon Insurance was founded in 1998.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Emeka works for Summit Energy.\n- Jonas reports to Sofia.\n- Ingrid reports to Mara.\n- Zoya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Viktor.\n- Yuki reports to Ravi.\n- Viktor reports to Yuki.\n- Kenji works for Summit Energy.\n- Helios Logistics was founded in 1987.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Mateo works for Helios Logistics.\n- Summit Energy was founded in 2012.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Kenji reports to Callum.\n- Callum works for Helios Logistics.\n- Viktor works for Summit Energy.\n- Ravi reports to Kenji.\n- Vantage Air was founded in 1977.\n- Yuki works for Vantage Air.\n- Helios Logistics is headquartered in Cork.\n- Mateo reports to Hana.\n- Atlas Freight is headquartered in Cork.\n- Ravi works for Vantage Air.\n- Summit Energy is headquartered in Turku.\n- Callum reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16279", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1587: employee Felix S., hired 24 July 2023, separated 06 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1587?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16280", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Summit Energy is headquartered in Adelaide.\n- Ravi works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tampere.\n- Sofia works for Summit Energy.\n- Chiara works for Ironwood Manufacturing.\n- Viktor reports to Chiara.\n- Mateo reports to Ravi.\n- Priya reports to Callum.\n- Summit Energy was founded in 1981.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics was founded in 1991.\n- Callum reports to Bruno.\n- Chiara reports to Deshawn.\n- Bruno reports to Sofia.\n- Sofia reports to Viktor.\n- Deshawn works for Meridian Bank.\n- Lattice Analytics is headquartered in Tampere.\n- Priya works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Meridian Bank was founded in 1994.\n- Mateo works for Lattice Analytics.\n- Nadia reports to Priya.\n- Ravi reports to Nadia.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16282", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16283", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Wren.\n- Helios Logistics is headquartered in Ghent.\n- Jonas works for Vantage Air.\n- Sofia works for Atlas Freight.\n- Leila works for Vantage Air.\n- Jonas reports to Ravi.\n- Aisha works for Vantage Air.\n- Nadia reports to Yuki.\n- Sanne works for Helios Logistics.\n- Tobias reports to Mara.\n- Beacon Insurance was founded in 2002.\n- Sanne reports to Tobias.\n- Aisha reports to Leila.\n- Mara reports to Felix.\n- Atlas Freight is headquartered in Cork.\n- Ravi works for Atlas Freight.\n- Vantage Air is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Tobias works for Vantage Air.\n- Nadia works for Beacon Insurance.\n- Vantage Air was founded in 1983.\n- Atlas Freight was founded in 1991.\n- Wren works for Helios Logistics.\n- Leila reports to Sofia.\n- Sofia reports to Jonas.\n- Beacon Insurance is headquartered in Ghent.\n- Helios Logistics was founded in 2000.\n- Mara works for Helios Logistics.\n- Felix works for Atlas Freight.\n- Wren reports to Sanne.\n- Felix reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16285", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6639: employee Amara S., hired 23 February 2022, separated 04 January 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-6639 under the controlling rules.", "criteria": {"0": "$6,300", "1": "$4,350", "2": "$18,633", "3": "$4,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16286", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6004: employee Elena S., hired 20 July 2021, separated 11 February 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2026-6004 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$6,000", "2": "$26,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16287", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16288", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16289", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3779: employee Hana A., hired 19 April 2023, separated 26 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3779?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Zoya.\n- Tobias works for Meridian Bank.\n- Vantage Air was founded in 1984.\n- Atlas Freight is headquartered in Lyon.\n- Elena works for Vantage Air.\n- Sanne reports to Felix.\n- Sanne works for Atlas Freight.\n- Meridian Bank was founded in 2000.\n- Emeka works for Atlas Freight.\n- Omar works for Meridian Bank.\n- Aisha reports to Elena.\n- Zoya works for Crescent Telecom.\n- Atlas Freight was founded in 1979.\n- Meridian Bank is headquartered in Turku.\n- Felix works for Meridian Bank.\n- Crescent Telecom is headquartered in Tampere.\n- Elena reports to Tobias.\n- Aisha works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Lucia reports to Aisha.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Felix reports to Emeka.\n- Zoya reports to Lucia.\n- Vantage Air is headquartered in Turku.\n- Tobias reports to Ingrid.\n- Ingrid reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16291", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9541: employee Wren B., hired 26 September 2022, separated 12 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9541?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16292", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Leila.\n- Zoya works for Northwind Systems.\n- Wren reports to Dmitri.\n- Aisha reports to Wren.\n- Leila works for Northwind Systems.\n- Stefan reports to Omar.\n- Bruno works for Vantage Air.\n- Mei reports to Zoya.\n- Vantage Air is headquartered in Tallinn.\n- Summit Energy was founded in 1978.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Omar works for Summit Energy.\n- Omar reports to Aisha.\n- Zoya reports to Bruno.\n- Dmitri works for Summit Energy.\n- Northwind Systems was founded in 1978.\n- Dmitri reports to Mara.\n- Stefan works for Vantage Air.\n- Pinnacle Software is headquartered in Tallinn.\n- Wren works for Summit Energy.\n- Mara works for Northwind Systems.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Pinnacle Software was founded in 1981.\n- Leila reports to Stefan.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16294", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "deprovision", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16295", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16296", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16297", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16298", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Bluepine Aviation was founded in 1987.\n- Ingrid reports to Aisha.\n- Ironwood Manufacturing was founded in 1983.\n- Crescent Telecom was founded in 1994.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Ravi.\n- Sanne works for Crescent Telecom.\n- Emeka works for Fernhill Foods.\n- Chiara works for Crescent Telecom.\n- Hana reports to Chiara.\n- Emeka reports to Sanne.\n- Aisha reports to Hana.\n- Ironwood Manufacturing is headquartered in Porto.\n- Fernhill Foods was founded in 1976.\n- Ravi reports to Ingrid.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Aisha works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Brno.\n- Chiara reports to Emeka.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16300", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16301", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Tobias works for Fernhill Foods.\n- Meridian Bank was founded in 2006.\n- Nadia works for Crescent Telecom.\n- Deshawn works for Vantage Air.\n- Crescent Telecom was founded in 1994.\n- Nadia reports to Viktor.\n- Omar reports to Elena.\n- Crescent Telecom is headquartered in Malmo.\n- Elena works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Meridian Bank is headquartered in Malmo.\n- Tessa reports to Nadia.\n- Vantage Air is headquartered in Adelaide.\n- Fernhill Foods was founded in 1978.\n- Tobias reports to Tessa.\n- Viktor reports to Wren.\n- Emeka reports to Deshawn.\n- Mateo works for Meridian Bank.\n- Omar works for Fernhill Foods.\n- Viktor works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Wren reports to Emeka.\n- Deshawn reports to Omar.\n- Fernhill Foods is headquartered in Adelaide.\n- Vantage Air was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16303", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16304", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16305", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7765: employee Jonas K., hired 20 February 2024, separated 27 May 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2026-7765 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$8,438", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16306", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 March 2025): For employees hired on or after 16 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4759: employee Sofia K., hired 01 July 2021, separated 27 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4759?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16307", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4174: employee Deshawn R., hired 28 December 2021, separated 29 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4174?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16308", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5465: employee Sofia A., hired 18 July 2022, separated 17 April 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-5465 under the controlling rules.", "criteria": {"0": "$11,034", "1": "$11,404", "2": "$47,250", "3": "$10,904"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Tessa.\n- Wren reports to Aisha.\n- Priya reports to Mei.\n- Dmitri works for Helios Logistics.\n- Aisha works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1994.\n- Tobias works for Helios Logistics.\n- Tessa works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Wren works for Lattice Analytics.\n- Priya works for Meridian Bank.\n- Helios Logistics is headquartered in Tallinn.\n- Mei reports to Tobias.\n- Aisha reports to Dmitri.\n- Deshawn reports to Wren.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lattice Analytics is headquartered in Austin.\n- Dmitri reports to Priya.\n- Meridian Bank was founded in 1984.\n- Deshawn works for Helios Logistics.\n- Lattice Analytics was founded in 1987.\n- Meridian Bank is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Pablo.\n- Dmitri reports to Aisha.\n- Beacon Insurance was founded in 2005.\n- Bluepine Aviation is headquartered in Halifax.\n- Pablo works for Crescent Telecom.\n- Bluepine Aviation was founded in 2001.\n- Pablo reports to Sofia.\n- Amara works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Amara reports to Mei.\n- Nadia works for Crescent Telecom.\n- Northwind Systems was founded in 1990.\n- Crescent Telecom is headquartered in Malmo.\n- Mei reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Sofia reports to Sanne.\n- Sanne reports to Amara.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Northwind Systems is headquartered in Brno.\n- Aisha works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Viktor reports to Nadia.\n- Nadia reports to Chiara.\n- Mei works for Beacon Insurance.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16311", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16312", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Emeka reports to Tobias.\n- Ravi reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Atlas Freight is headquartered in Lyon.\n- Northwind Systems is headquartered in Lyon.\n- Pablo reports to Tessa.\n- Fernhill Foods is headquartered in Lyon.\n- Tessa reports to Emeka.\n- Nadia reports to Zoya.\n- Atlas Freight was founded in 1995.\n- Tobias works for Crescent Telecom.\n- Hana reports to Sanne.\n- Emeka works for Fernhill Foods.\n- Sanne works for Crescent Telecom.\n- Zoya works for Fernhill Foods.\n- Crescent Telecom is headquartered in Dunedin.\n- Northwind Systems was founded in 2001.\n- Sanne reports to Ravi.\n- Dmitri reports to Pablo.\n- Fernhill Foods was founded in 1984.\n- Pablo works for Fernhill Foods.\n- Nadia works for Northwind Systems.\n- Tobias reports to Nadia.\n- Hana works for Atlas Freight.\n- Crescent Telecom was founded in 2006.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2001", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16314", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16315", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16316", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2008.\n- Priya reports to Tessa.\n- Northwind Systems is headquartered in Tampere.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1984.\n- Bruno reports to Ingrid.\n- Priya works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tampere.\n- Cobalt Health was founded in 1989.\n- Cobalt Health is headquartered in Brno.\n- Vantage Air is headquartered in Nagoya.\n- Felix works for Northwind Systems.\n- Sofia reports to Bruno.\n- Ingrid reports to Felix.\n- Sofia works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Bruno works for Vantage Air.\n- Tessa works for Northwind Systems.\n- Nadia reports to Priya.\n- Tessa reports to Sofia.\n- Nadia works for Cobalt Health.\n- Omar reports to Nadia.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16318", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 December 2022): For employees hired on or after 04 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9383: employee Viktor S., hired 05 December 2021, separated 23 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9383?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9383 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16319", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6979: employee Kenji M., hired 01 December 2020, separated 02 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6979?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Hana.\n- Vantage Air is headquartered in Valencia.\n- Mei reports to Lucia.\n- Anders works for Vantage Air.\n- Lucia works for Vantage Air.\n- Ironwood Manufacturing was founded in 2002.\n- Mateo reports to Jonas.\n- Lucia reports to Ingrid.\n- Jonas works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Callum reports to Mateo.\n- Ironwood Manufacturing is headquartered in Brno.\n- Cobalt Health is headquartered in Brno.\n- Vantage Air was founded in 2003.\n- Chiara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1996.\n- Hana works for Vantage Air.\n- Felix works for Cobalt Health.\n- Hana reports to Mei.\n- Zoya reports to Callum.\n- Tobias works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Zoya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1992.\n- Jonas reports to Anders.\n- Ingrid reports to Felix.\n- Chiara reports to Zoya.\n- Anders reports to Tobias.\n- Ingrid works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cedar Retail Group is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16321", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status", "4": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16322", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "check_logs", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16323", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7226: employee Emeka T., hired 18 January 2022, separated 27 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7226?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16324", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16325", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1984.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mateo reports to Leila.\n- Emeka works for Lattice Analytics.\n- Jonas reports to Stefan.\n- Elena works for Summit Energy.\n- Vantage Air was founded in 2006.\n- Ingrid reports to Zoya.\n- Sanne reports to Elena.\n- Sofia works for Lattice Analytics.\n- Summit Energy is headquartered in Basel.\n- Elena reports to Jonas.\n- Leila works for Lattice Analytics.\n- Zoya works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Malmo.\n- Stefan reports to Sofia.\n- Emeka reports to Mateo.\n- Mateo works for Vantage Air.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 1982.\n- Leila reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Malmo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16327", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3661: employee Priya R., hired 06 November 2022, separated 27 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-3661?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Meridian Bank is headquartered in Basel.\n- Chiara reports to Mateo.\n- Chiara works for Vantage Air.\n- Mateo works for Meridian Bank.\n- Fernhill Foods is headquartered in Valencia.\n- Stefan reports to Ingrid.\n- Ingrid works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Priya reports to Dmitri.\n- Cedar Retail Group is headquartered in Valencia.\n- Vantage Air was founded in 2000.\n- Stefan works for Meridian Bank.\n- Fernhill Foods was founded in 1999.\n- Cedar Retail Group was founded in 1977.\n- Felix reports to Lucia.\n- Felix works for Meridian Bank.\n- Ingrid reports to Priya.\n- Omar reports to Felix.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Chiara.\n- Meridian Bank was founded in 1983.\n- Omar works for Fernhill Foods.\n- Mateo reports to Mei.\n- Lucia reports to Stefan.\n- Priya works for Vantage Air.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16329", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16330", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16331", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16332", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3369: employee Leila T., hired 10 July 2022, separated 06 October 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3369?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16333", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16334", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16335", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8377: employee Tessa M., hired 24 November 2022, separated 15 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8377?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16336", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6395: employee Nadia A., hired 23 November 2021, separated 02 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6395?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16337", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16338", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16339", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-8 (VERSION 2, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6416: employee Tessa T., hired 10 March 2023, separated 10 September 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6416?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16340", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16341", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7118: employee Amara R., hired 29 April 2022, separated 23 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-7118 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$4,000", "2": "$2,900", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Tobias reports to Hana.\n- Hana works for Meridian Bank.\n- Ravi reports to Emeka.\n- Elena reports to Tessa.\n- Felix works for Meridian Bank.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 1978.\n- Yuki works for Summit Energy.\n- Meridian Bank is headquartered in Basel.\n- Viktor works for Crescent Telecom.\n- Emeka reports to Yuki.\n- Omar reports to Elena.\n- Viktor reports to Tobias.\n- Summit Energy is headquartered in Halifax.\n- Tessa works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Tobias works for Summit Energy.\n- Cobalt Health is headquartered in Basel.\n- Hana reports to Felix.\n- Crescent Telecom is headquartered in Basel.\n- Felix reports to Deshawn.\n- Summit Energy was founded in 1981.\n- Yuki reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Cobalt Health was founded in 2004.\n- Emeka works for Meridian Bank.\n- Tessa reports to Viktor.\n- Deshawn reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1979", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16343", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6773: employee Leila B., hired 25 July 2019, separated 11 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6773?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16344", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1981.\n- Mei works for Atlas Freight.\n- Wren works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2014.\n- Sofia works for Northwind Systems.\n- Tessa works for Atlas Freight.\n- Yuki works for Fernhill Foods.\n- Hana works for Northwind Systems.\n- Fernhill Foods is headquartered in Lyon.\n- Wren reports to Tessa.\n- Leila reports to Mei.\n- Northwind Systems was founded in 2007.\n- Callum works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1988.\n- Jonas reports to Hana.\n- Sanne works for Fernhill Foods.\n- Leila works for Atlas Freight.\n- Callum reports to Wren.\n- Atlas Freight is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tessa reports to Sofia.\n- Sofia reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Turku.\n- Mei reports to Yuki.\n- Sanne reports to Leila.\n- Hana reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16346", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9279: employee Callum S., hired 03 June 2022, separated 30 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9279?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16347", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4025: employee Tessa S., hired 29 May 2025, separated 01 May 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4025?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Northwind Systems.\n- Vantage Air is headquartered in Dunedin.\n- Stefan reports to Leila.\n- Anders works for Vantage Air.\n- Northwind Systems was founded in 1990.\n- Leila reports to Dmitri.\n- Felix works for Northwind Systems.\n- Meridian Bank was founded in 2013.\n- Priya reports to Omar.\n- Viktor works for Northwind Systems.\n- Anders reports to Jonas.\n- Nadia reports to Priya.\n- Meridian Bank is headquartered in Austin.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Kenji works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Felix reports to Kenji.\n- Omar reports to Felix.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri works for Meridian Bank.\n- Priya works for Northwind Systems.\n- Omar works for Meridian Bank.\n- Dmitri reports to Mateo.\n- Pinnacle Software was founded in 1999.\n- Viktor reports to Nadia.\n- Vantage Air was founded in 1985.\n- Stefan works for Pinnacle Software.\n- Mateo reports to Viktor.\n- Nadia works for Northwind Systems.\n- Jonas reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "2002", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16349", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 November 2022): For employees hired on or after 28 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7841: employee Lucia M., hired 18 February 2022, separated 22 December 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-7841 under the controlling rules.", "criteria": {"0": "$6,300", "1": "$5,000", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mara.\n- Emeka reports to Yuki.\n- Stefan works for Summit Energy.\n- Mara reports to Nadia.\n- Emeka works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Summit Energy is headquartered in Porto.\n- Summit Energy was founded in 2013.\n- Northwind Systems was founded in 1980.\n- Kenji reports to Omar.\n- Viktor works for Crescent Telecom.\n- Kenji works for Northwind Systems.\n- Nadia reports to Stefan.\n- Crescent Telecom is headquartered in Turku.\n- Viktor reports to Emeka.\n- Northwind Systems is headquartered in Porto.\n- Lattice Analytics was founded in 1982.\n- Crescent Telecom was founded in 2005.\n- Stefan reports to Viktor.\n- Mara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Yuki works for Northwind Systems.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16351", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16352", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1743: employee Hana B., hired 03 May 2023, separated 28 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1743?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16353", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6074: employee Wren R., hired 10 January 2025, separated 24 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6074?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16354", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9875: employee Mei M., hired 30 July 2023, separated 11 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9875?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16355", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16356", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 22 April 2023): For employees hired on or after 22 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4299: employee Kenji A., hired 28 April 2020, separated 09 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4299?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16357", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 December 2022): For employees hired on or after 13 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4328: employee Lucia B., hired 09 June 2019, separated 29 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4328?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16358", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16359", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16360", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16361", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16362", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8419: employee Mara B., hired 01 April 2022, separated 18 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8419?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16363", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2631: employee Jonas B., hired 09 May 2022, separated 01 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2631?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Hana.\n- Deshawn works for Crescent Telecom.\n- Nadia reports to Lucia.\n- Bluepine Aviation was founded in 2013.\n- Chiara reports to Amara.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lucia reports to Leila.\n- Elena reports to Deshawn.\n- Amara works for Crescent Telecom.\n- Deshawn reports to Jonas.\n- Summit Energy was founded in 2009.\n- Summit Energy is headquartered in Dunedin.\n- Jonas reports to Nadia.\n- Cedar Retail Group is headquartered in Austin.\n- Leila works for Crescent Telecom.\n- Hana reports to Bruno.\n- Elena works for Bluepine Aviation.\n- Lucia works for Cedar Retail Group.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1976.\n- Cedar Retail Group was founded in 1994.\n- Jonas works for Summit Energy.\n- Chiara works for Bluepine Aviation.\n- Bruno reports to Chiara.\n- Crescent Telecom is headquartered in Austin.\n- Hana works for Summit Energy.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16365", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16366", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4491: employee Viktor B., hired 24 January 2025, separated 06 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4491?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16367", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4628: employee Chiara S., hired 14 July 2021, separated 26 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4628?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16368", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4264: employee Hana M., hired 28 September 2022, separated 14 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4264?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Leila works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Ravi works for Beacon Insurance.\n- Vantage Air was founded in 1977.\n- Leila reports to Wren.\n- Meridian Bank was founded in 2006.\n- Pablo reports to Bruno.\n- Ravi reports to Anders.\n- Anders reports to Pablo.\n- Vantage Air is headquartered in Brno.\n- Pablo works for Cobalt Health.\n- Stefan works for Vantage Air.\n- Beacon Insurance was founded in 2012.\n- Sofia reports to Stefan.\n- Sofia works for Meridian Bank.\n- Wren reports to Mateo.\n- Stefan reports to Omar.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Beacon Insurance is headquartered in Tampere.\n- Omar reports to Ravi.\n- Bruno reports to Leila.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Nadia reports to Emeka.\n- Mateo reports to Lucia.\n- Lattice Analytics is headquartered in Adelaide.\n- Meridian Bank was founded in 2013.\n- Zoya reports to Tessa.\n- Zoya works for Meridian Bank.\n- Helios Logistics is headquartered in Adelaide.\n- Mara works for Meridian Bank.\n- Viktor reports to Mateo.\n- Emeka reports to Zoya.\n- Mara reports to Anders.\n- Nadia works for Meridian Bank.\n- Mei reports to Priya.\n- Bluepine Aviation was founded in 1993.\n- Helios Logistics was founded in 2005.\n- Priya works for Meridian Bank.\n- Anders reports to Nadia.\n- Meridian Bank is headquartered in Ghent.\n- Lucia works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Priya reports to Viktor.\n- Lattice Analytics was founded in 1987.\n- Bluepine Aviation is headquartered in Malmo.\n- Emeka works for Meridian Bank.\n- Anders works for Lattice Analytics.\n- Callum reports to Mei.\n- Callum works for Lattice Analytics.\n- Lucia reports to Mara.\n- Viktor works for Bluepine Aviation.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2016", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16371", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Halifax.\n- Pablo reports to Jonas.\n- Elena works for Beacon Insurance.\n- Lucia reports to Callum.\n- Ingrid reports to Mei.\n- Callum works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Viktor reports to Lucia.\n- Callum reports to Pablo.\n- Beacon Insurance was founded in 1978.\n- Viktor works for Beacon Insurance.\n- Summit Energy is headquartered in Bergen.\n- Mei works for Atlas Freight.\n- Pablo works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 1989.\n- Beacon Insurance is headquartered in Dunedin.\n- Leila reports to Sanne.\n- Leila works for Beacon Insurance.\n- Atlas Freight was founded in 1997.\n- Atlas Freight is headquartered in Halifax.\n- Elena reports to Ingrid.\n- Summit Energy was founded in 1983.\n- Jonas reports to Elena.\n- Lucia works for Atlas Freight.\n- Sanne reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Brno.\n- Kenji works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Zoya reports to Lucia.\n- Dmitri works for Cobalt Health.\n- Tobias reports to Omar.\n- Emeka reports to Nadia.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Dunedin.\n- Omar reports to Stefan.\n- Kenji reports to Emeka.\n- Zoya works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Stefan works for Cedar Retail Group.\n- Nadia reports to Dmitri.\n- Emeka works for Cedar Retail Group.\n- Omar works for Lattice Analytics.\n- Dmitri reports to Tobias.\n- Bluepine Aviation was founded in 1991.\n- Lucia reports to Kenji.\n- Leila works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Lucia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Malmo.\n- Lattice Analytics was founded in 2005.\n- Cobalt Health was founded in 1980.\n- Stefan reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Vantage Air was founded in 1997.\n- Anders reports to Chiara.\n- Summit Energy was founded in 1982.\n- Northwind Systems is headquartered in Porto.\n- Amara reports to Emeka.\n- Tessa works for Summit Energy.\n- Crescent Telecom is headquartered in Malmo.\n- Omar works for Vantage Air.\n- Summit Energy is headquartered in Valencia.\n- Amara works for Crescent Telecom.\n- Vantage Air is headquartered in Porto.\n- Lucia works for Northwind Systems.\n- Crescent Telecom was founded in 2014.\n- Felix reports to Sofia.\n- Sofia reports to Omar.\n- Sofia works for Summit Energy.\n- Lucia reports to Zoya.\n- Omar reports to Amara.\n- Chiara works for Vantage Air.\n- Zoya reports to Anders.\n- Chiara reports to Felix.\n- Tessa reports to Lucia.\n- Zoya works for Vantage Air.\n- Anders works for Vantage Air.\n- Northwind Systems was founded in 1983.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16374", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1556: employee Chiara S., hired 27 July 2022, separated 02 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1556?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16375", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tobias.\n- Tessa works for Cobalt Health.\n- Bruno reports to Mara.\n- Mara reports to Wren.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji works for Cedar Retail Group.\n- Wren works for Cobalt Health.\n- Ingrid reports to Bruno.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mara works for Ironwood Manufacturing.\n- Tobias reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy was founded in 2015.\n- Ingrid works for Summit Energy.\n- Kenji reports to Tessa.\n- Priya reports to Nadia.\n- Wren reports to Priya.\n- Tobias works for Summit Energy.\n- Yuki reports to Ingrid.\n- Ironwood Manufacturing was founded in 2014.\n- Emeka reports to Aisha.\n- Aisha reports to Kenji.\n- Bruno works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Halifax.\n- Yuki works for Cedar Retail Group.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1998", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Sofia works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Leeds.\n- Aisha works for Crescent Telecom.\n- Bluepine Aviation was founded in 2005.\n- Leila works for Crescent Telecom.\n- Pinnacle Software was founded in 2003.\n- Viktor works for Crescent Telecom.\n- Priya reports to Sofia.\n- Pinnacle Software is headquartered in Halifax.\n- Hana reports to Viktor.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1995.\n- Anders works for Pinnacle Software.\n- Anders reports to Priya.\n- Leila reports to Aisha.\n- Crescent Telecom was founded in 2008.\n- Aisha reports to Hana.\n- Bruno reports to Leila.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2006", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16378", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16379", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16380", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16381", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16382", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-6 (VERSION 2, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 November 2025): For employees hired on or after 21 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9681: employee Dmitri S., hired 16 May 2025, separated 04 April 2027 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9681?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1998.\n- Dmitri reports to Leila.\n- Cedar Retail Group was founded in 1980.\n- Tessa works for Cedar Retail Group.\n- Zoya reports to Dmitri.\n- Leila reports to Stefan.\n- Stefan reports to Mei.\n- Northwind Systems is headquartered in Bergen.\n- Hana works for Northwind Systems.\n- Leila works for Crescent Telecom.\n- Yuki reports to Mara.\n- Callum works for Cedar Retail Group.\n- Crescent Telecom was founded in 2002.\n- Dmitri works for Cedar Retail Group.\n- Stefan works for Northwind Systems.\n- Mara works for Crescent Telecom.\n- Northwind Systems was founded in 1984.\n- Yuki works for Northwind Systems.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Tessa reports to Callum.\n- Cedar Retail Group is headquartered in Cork.\n- Mei reports to Tessa.\n- Callum reports to Hana.\n- Mara reports to Zoya.\n- Zoya works for Northwind Systems.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16384", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1932: employee Mateo M., hired 05 February 2021, separated 19 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1932?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16385", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16386", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3730: employee Pablo A., hired 01 November 2020, separated 09 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3730?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16387", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1985.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas works for Crescent Telecom.\n- Meridian Bank was founded in 2000.\n- Cobalt Health was founded in 2014.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Mara works for Crescent Telecom.\n- Jonas reports to Felix.\n- Viktor reports to Elena.\n- Aisha works for Atlas Freight.\n- Elena works for Meridian Bank.\n- Aisha reports to Leila.\n- Viktor works for Atlas Freight.\n- Felix works for Crescent Telecom.\n- Crescent Telecom was founded in 2008.\n- Meridian Bank is headquartered in Turku.\n- Cobalt Health is headquartered in Cork.\n- Leila reports to Emeka.\n- Emeka reports to Jonas.\n- Mara reports to Aisha.\n- Leila works for Atlas Freight.\n- Felix reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Dmitri reports to Tessa.\n- Wren reports to Zoya.\n- Bluepine Aviation was founded in 1990.\n- Mateo reports to Mara.\n- Mara reports to Anders.\n- Zoya works for Bluepine Aviation.\n- Helios Logistics was founded in 1979.\n- Summit Energy was founded in 2006.\n- Mara works for Beacon Insurance.\n- Zoya reports to Dmitri.\n- Anders works for Beacon Insurance.\n- Tessa reports to Hana.\n- Beacon Insurance was founded in 2003.\n- Hana works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Beacon Insurance is headquartered in Tampere.\n- Helios Logistics is headquartered in Oslo.\n- Tessa works for Helios Logistics.\n- Mei reports to Wren.\n- Summit Energy is headquartered in Tampere.\n- Pablo reports to Mei.\n- Wren works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Hana reports to Mateo.\n- Bluepine Aviation is headquartered in Malmo.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16390", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16391", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16392", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Lucia reports to Anders.\n- Deshawn reports to Lucia.\n- Lucia works for Meridian Bank.\n- Elena works for Lattice Analytics.\n- Leila reports to Elena.\n- Meridian Bank was founded in 1981.\n- Deshawn works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Lattice Analytics is headquartered in Nagoya.\n- Anders reports to Ingrid.\n- Lattice Analytics was founded in 2003.\n- Viktor reports to Wren.\n- Viktor works for Beacon Insurance.\n- Kenji reports to Zoya.\n- Sofia works for Meridian Bank.\n- Beacon Insurance is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji works for Beacon Insurance.\n- Pablo reports to Sofia.\n- Wren reports to Leila.\n- Beacon Insurance was founded in 1993.\n- Bluepine Aviation was founded in 2011.\n- Meridian Bank is headquartered in Halifax.\n- Wren works for Bluepine Aviation.\n- Ingrid reports to Pablo.\n- Anders works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Leila works for Meridian Bank.\n- Zoya reports to Deshawn.\n- Elena reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Mateo works for Meridian Bank.\n- Emeka works for Bluepine Aviation.\n- Ingrid reports to Mateo.\n- Tobias works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom was founded in 2014.\n- Tessa works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Bruno reports to Callum.\n- Lucia works for Meridian Bank.\n- Tobias reports to Pablo.\n- Meridian Bank is headquartered in Malmo.\n- Callum reports to Nadia.\n- Crescent Telecom is headquartered in Basel.\n- Callum works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Malmo.\n- Bluepine Aviation was founded in 1997.\n- Pablo works for Meridian Bank.\n- Tessa reports to Lucia.\n- Nadia reports to Tessa.\n- Mateo reports to Ravi.\n- Ravi works for Pinnacle Software.\n- Bruno works for Meridian Bank.\n- Leila works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Ravi reports to Leila.\n- Lucia reports to Ingrid.\n- Leila reports to Tobias.\n- Pinnacle Software was founded in 1998.\n- Pablo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16395", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2112: employee Lucia R., hired 23 June 2024, separated 29 May 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2112?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16396", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2694: employee Viktor S., hired 21 January 2020, separated 26 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2694?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16397", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 October 2025): For employees hired on or after 18 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4915: employee Aisha B., hired 04 April 2022, separated 07 December 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2026-4915 under the controlling rules.", "criteria": {"0": "$24,014", "1": "$103,500", "2": "$23,885", "3": "$25,885"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Northwind Systems is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1983.\n- Mateo reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Aisha.\n- Hana works for Summit Energy.\n- Zoya works for Fernhill Foods.\n- Kenji reports to Sofia.\n- Mei reports to Zoya.\n- Priya works for Northwind Systems.\n- Stefan reports to Deshawn.\n- Aisha reports to Mateo.\n- Bluepine Aviation is headquartered in Adelaide.\n- Northwind Systems was founded in 1994.\n- Mateo works for Bluepine Aviation.\n- Sofia reports to Mei.\n- Summit Energy was founded in 1976.\n- Viktor reports to Kenji.\n- Deshawn reports to Dmitri.\n- Priya reports to Hana.\n- Mei works for Bluepine Aviation.\n- Deshawn works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Fernhill Foods was founded in 2000.\n- Dmitri works for Bluepine Aviation.\n- Zoya reports to Priya.\n- Sofia works for Fernhill Foods.\n- Summit Energy is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki reports to Lucia.\n- Sofia works for Crescent Telecom.\n- Tessa reports to Leila.\n- Lucia reports to Omar.\n- Omar reports to Sofia.\n- Bluepine Aviation was founded in 2014.\n- Omar works for Summit Energy.\n- Crescent Telecom was founded in 2013.\n- Sofia reports to Tessa.\n- Lattice Analytics was founded in 1980.\n- Summit Energy was founded in 1980.\n- Lucia works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Yuki works for Lattice Analytics.\n- Leila works for Summit Energy.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila reports to Bruno.\n- Dmitri reports to Yuki.\n- Summit Energy is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16400", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16401", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16402", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9015: employee Elena S., hired 21 August 2020, separated 22 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-9015 under the controlling rules.", "criteria": {"0": "$50,267", "1": "$11,700", "2": "$11,600", "3": "$10,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16403", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16404", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16405", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16406", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16407", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16408", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16409", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9785: employee Lucia B., hired 13 February 2023, separated 06 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2025-9785 under the controlling rules.", "criteria": {"0": "$3,250", "1": "$4,000", "2": "$17,333", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16410", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1006: employee Amara K., hired 05 November 2022, separated 16 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-1006 under the controlling rules.", "criteria": {"0": "$6,990", "1": "$6,620", "2": "$6,490", "3": "$28,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Bruno reports to Sanne.\n- Chiara reports to Wren.\n- Sanne works for Fernhill Foods.\n- Mei works for Beacon Insurance.\n- Sofia reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Wren reports to Bruno.\n- Stefan reports to Sofia.\n- Mei reports to Tobias.\n- Lattice Analytics was founded in 1980.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1987.\n- Tobias reports to Stefan.\n- Sofia works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Lattice Analytics is headquartered in Basel.\n- Stefan works for Pinnacle Software.\n- Beacon Insurance is headquartered in Nagoya.\n- Pinnacle Software was founded in 1999.\n- Tobias works for Lattice Analytics.\n- Nadia reports to Ravi.\n- Fernhill Foods was founded in 1981.\n- Ravi reports to Mei.\n- Fernhill Foods is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16412", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Elena works for Crescent Telecom.\n- Aisha reports to Ravi.\n- Helios Logistics is headquartered in Tampere.\n- Crescent Telecom is headquartered in Tampere.\n- Mara reports to Aisha.\n- Kenji reports to Wren.\n- Sanne reports to Mara.\n- Ravi works for Fernhill Foods.\n- Wren reports to Elena.\n- Ravi reports to Omar.\n- Mara works for Helios Logistics.\n- Bluepine Aviation is headquartered in Lyon.\n- Helios Logistics was founded in 1995.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Crescent Telecom was founded in 1990.\n- Lucia reports to Pablo.\n- Sanne works for Fernhill Foods.\n- Elena reports to Sanne.\n- Bluepine Aviation was founded in 1991.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tampere.\n- Omar works for Bluepine Aviation.\n- Lucia works for Crescent Telecom.\n- Omar reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16414", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9619: employee Felix K., hired 12 December 2023, separated 20 February 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9619?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9619 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16415", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Anders reports to Pablo.\n- Felix reports to Leila.\n- Yuki works for Vantage Air.\n- Pablo works for Cedar Retail Group.\n- Lucia works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Lucia reports to Jonas.\n- Elena works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Tessa reports to Felix.\n- Helios Logistics is headquartered in Brno.\n- Mara reports to Lucia.\n- Mei works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1977.\n- Vantage Air was founded in 2005.\n- Helios Logistics was founded in 1999.\n- Leila works for Cedar Retail Group.\n- Pablo reports to Wren.\n- Cedar Retail Group was founded in 1999.\n- Elena reports to Tessa.\n- Jonas reports to Anders.\n- Yuki reports to Mei.\n- Jonas works for Helios Logistics.\n- Cedar Retail Group is headquartered in Brno.\n- Mei reports to Elena.\n- Vantage Air is headquartered in Tampere.\n- Leila reports to Mara.\n- Tessa works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16417", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8938: employee Dmitri M., hired 14 July 2022, separated 23 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8938?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16418", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16419", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3791: employee Leila S., hired 19 May 2024, separated 06 July 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3791?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Pablo.\n- Yuki works for Fernhill Foods.\n- Omar reports to Viktor.\n- Yuki reports to Ingrid.\n- Aisha works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Aisha reports to Tessa.\n- Fernhill Foods is headquartered in Nagoya.\n- Wren reports to Leila.\n- Pablo works for Meridian Bank.\n- Dmitri reports to Wren.\n- Ingrid works for Meridian Bank.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Aisha.\n- Mara works for Fernhill Foods.\n- Pablo reports to Dmitri.\n- Wren works for Fernhill Foods.\n- Helios Logistics was founded in 2015.\n- Fernhill Foods was founded in 2003.\n- Meridian Bank is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Dmitri works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2009.\n- Mara reports to Yuki.\n- Tessa reports to Mara.\n- Leila reports to Nadia.\n- Meridian Bank was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16421", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "report_outage", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16422", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5583: employee Felix K., hired 16 October 2022, separated 07 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5583?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Omar works for Ironwood Manufacturing.\n- Jonas reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Mara reports to Callum.\n- Callum reports to Omar.\n- Ironwood Manufacturing is headquartered in Austin.\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2014.\n- Lattice Analytics was founded in 1985.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1999.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 2001.\n- Mara works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Sanne works for Lattice Analytics.\n- Chiara reports to Mei.\n- Mei reports to Sanne.\n- Mei works for Summit Energy.\n- Omar reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2012", "2": "2009", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16424", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9281: employee Felix S., hired 10 August 2024, separated 24 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9281?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16425", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16426", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16427", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 22531 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16428", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16429", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Mei works for Bluepine Aviation.\n- Sofia works for Pinnacle Software.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Tobias.\n- Mei reports to Tessa.\n- Meridian Bank is headquartered in Leeds.\n- Deshawn works for Pinnacle Software.\n- Mara reports to Jonas.\n- Yuki reports to Bruno.\n- Nadia reports to Deshawn.\n- Pinnacle Software was founded in 2011.\n- Yuki works for Meridian Bank.\n- Chiara reports to Nadia.\n- Tobias reports to Sofia.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 2009.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Callum works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Jonas reports to Yuki.\n- Deshawn reports to Callum.\n- Callum reports to Mara.\n- Pinnacle Software is headquartered in Ghent.\n- Crescent Telecom was founded in 1978.\n- Jonas works for Bluepine Aviation.\n- Tobias works for Pinnacle Software.\n- Bruno reports to Mei.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16431", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5816: employee Hana A., hired 07 March 2022, separated 04 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5816?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1981.\n- Lattice Analytics was founded in 1991.\n- Anders works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Beacon Insurance was founded in 1995.\n- Jonas reports to Tessa.\n- Hana reports to Sofia.\n- Mateo reports to Anders.\n- Mei reports to Lucia.\n- Mateo works for Lattice Analytics.\n- Lucia reports to Hana.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 2002.\n- Jonas works for Meridian Bank.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Lucia works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Tessa reports to Mateo.\n- Tessa works for Beacon Insurance.\n- Sofia reports to Jonas.\n- Meridian Bank is headquartered in Austin.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16433", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16434", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4507: employee Callum R., hired 12 May 2023, separated 28 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-4507 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$8,438", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16435", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9453: employee Nadia B., hired 28 June 2024, separated 13 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9453?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16436", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8463: employee Sanne K., hired 23 April 2022, separated 20 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8463?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Stefan.\n- Fernhill Foods was founded in 2006.\n- Ironwood Manufacturing is headquartered in Brno.\n- Atlas Freight was founded in 1986.\n- Emeka reports to Callum.\n- Wren works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.\n- Aisha works for Ironwood Manufacturing.\n- Callum reports to Aisha.\n- Stefan works for Pinnacle Software.\n- Emeka works for Ironwood Manufacturing.\n- Stefan reports to Wren.\n- Priya works for Pinnacle Software.\n- Atlas Freight is headquartered in Brno.\n- Callum works for Atlas Freight.\n- Priya reports to Ravi.\n- Chiara works for Fernhill Foods.\n- Pinnacle Software was founded in 1993.\n- Pinnacle Software is headquartered in Cork.\n- Wren reports to Priya.\n- Ironwood Manufacturing was founded in 1999.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tobias.\n- Tessa reports to Anders.\n- Bruno reports to Ingrid.\n- Atlas Freight was founded in 1976.\n- Elena works for Atlas Freight.\n- Omar reports to Bruno.\n- Deshawn reports to Zoya.\n- Helios Logistics was founded in 2011.\n- Zoya reports to Mara.\n- Tobias reports to Elena.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Bruno works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Mara works for Helios Logistics.\n- Bluepine Aviation was founded in 2005.\n- Helios Logistics is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Malmo.\n- Vantage Air was founded in 2010.\n- Mateo works for Helios Logistics.\n- Zoya works for Atlas Freight.\n- Tobias works for Helios Logistics.\n- Anders reports to Sofia.\n- Sofia reports to Mateo.\n- Ingrid works for Helios Logistics.\n- Tessa works for Vantage Air.\n- Elena reports to Omar.\n- Ingrid reports to Tessa.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Anders.\n- Summit Energy was founded in 1993.\n- Priya reports to Emeka.\n- Callum reports to Jonas.\n- Emeka reports to Callum.\n- Bluepine Aviation is headquartered in Turku.\n- Felix reports to Sanne.\n- Mara works for Cobalt Health.\n- Callum works for Helios Logistics.\n- Cobalt Health is headquartered in Brno.\n- Felix works for Helios Logistics.\n- Bluepine Aviation was founded in 2014.\n- Emeka works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Nadia reports to Felix.\n- Lucia reports to Mara.\n- Cobalt Health was founded in 2009.\n- Nadia works for Summit Energy.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Helios Logistics was founded in 2007.\n- Helios Logistics is headquartered in Bergen.\n- Jonas reports to Nadia.\n- Sanne works for Cobalt Health.\n- Anders reports to Priya.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Sanne works for Pinnacle Software.\n- Yuki reports to Kenji.\n- Tobias reports to Sanne.\n- Lattice Analytics is headquartered in Cork.\n- Summit Energy was founded in 1994.\n- Kenji reports to Elena.\n- Deshawn reports to Aisha.\n- Anders reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Lattice Analytics was founded in 1987.\n- Elena works for Summit Energy.\n- Meridian Bank was founded in 1978.\n- Sanne reports to Yuki.\n- Sofia works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Hana reports to Tobias.\n- Aisha reports to Wren.\n- Pinnacle Software was founded in 1997.\n- Emeka reports to Deshawn.\n- Kenji works for Pinnacle Software.\n- Yuki works for Summit Energy.\n- Hana works for Summit Energy.\n- Meridian Bank is headquartered in Brno.\n- Summit Energy is headquartered in Adelaide.\n- Anders works for Pinnacle Software.\n- Wren reports to Hana.\n- Elena reports to Sofia.\n- Wren works for Summit Energy.\n- Pinnacle Software is headquartered in Cork.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1998.\n- Omar works for Beacon Insurance.\n- Tessa reports to Viktor.\n- Northwind Systems was founded in 1987.\n- Lattice Analytics is headquartered in Valencia.\n- Sanne reports to Zoya.\n- Viktor works for Northwind Systems.\n- Ravi reports to Emeka.\n- Wren works for Lattice Analytics.\n- Zoya reports to Omar.\n- Summit Energy is headquartered in Halifax.\n- Beacon Insurance was founded in 1997.\n- Wren reports to Aisha.\n- Tessa works for Beacon Insurance.\n- Viktor reports to Sanne.\n- Sanne works for Summit Energy.\n- Mateo reports to Wren.\n- Zoya works for Northwind Systems.\n- Beacon Insurance is headquartered in Valencia.\n- Omar reports to Mateo.\n- Emeka reports to Tessa.\n- Northwind Systems is headquartered in Tampere.\n- Summit Energy was founded in 2007.\n- Aisha works for Summit Energy.\n- Mateo works for Northwind Systems.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tobias.\n- Helios Logistics was founded in 1976.\n- Priya reports to Chiara.\n- Pinnacle Software is headquartered in Lyon.\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Anders.\n- Meridian Bank was founded in 1976.\n- Chiara reports to Elena.\n- Anders works for Meridian Bank.\n- Pinnacle Software was founded in 2011.\n- Kenji works for Pinnacle Software.\n- Priya works for Meridian Bank.\n- Yuki reports to Ingrid.\n- Meridian Bank is headquartered in Lyon.\n- Elena reports to Deshawn.\n- Anders reports to Yuki.\n- Tobias reports to Kenji.\n- Northwind Systems was founded in 2008.\n- Chiara works for Northwind Systems.\n- Ingrid works for Helios Logistics.\n- Kenji reports to Priya.\n- Northwind Systems is headquartered in Oslo.\n- Yuki works for Meridian Bank.\n- Elena works for Northwind Systems.\n- Helios Logistics is headquartered in Oslo.\n- Mara works for Pinnacle Software.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1991.\n- Vantage Air was founded in 2009.\n- Pinnacle Software was founded in 1976.\n- Priya reports to Tobias.\n- Bruno reports to Nadia.\n- Callum reports to Bruno.\n- Elena works for Pinnacle Software.\n- Northwind Systems was founded in 1998.\n- Callum works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Viktor reports to Leila.\n- Leila works for Vantage Air.\n- Bruno works for Vantage Air.\n- Nadia works for Vantage Air.\n- Aisha works for Vantage Air.\n- Tobias works for Northwind Systems.\n- Summit Energy is headquartered in Bergen.\n- Nadia reports to Mara.\n- Elena reports to Priya.\n- Mara reports to Aisha.\n- Tobias reports to Viktor.\n- Vantage Air is headquartered in Brno.\n- Mara works for Summit Energy.\n- Northwind Systems is headquartered in Bergen.\n- Priya works for Vantage Air.\n- Leila reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16444", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3700: employee Kenji T., hired 30 September 2020, separated 04 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3700?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16445", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2328: employee Bruno T., hired 29 September 2020, separated 19 November 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2328?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2012.\n- Helios Logistics was founded in 1985.\n- Omar works for Bluepine Aviation.\n- Hana works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Atlas Freight was founded in 1992.\n- Sofia works for Bluepine Aviation.\n- Felix reports to Tobias.\n- Dmitri works for Bluepine Aviation.\n- Tobias reports to Yuki.\n- Zoya works for Pinnacle Software.\n- Yuki works for Helios Logistics.\n- Pinnacle Software was founded in 1991.\n- Zoya reports to Viktor.\n- Elena reports to Hana.\n- Viktor reports to Felix.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Viktor works for Atlas Freight.\n- Sofia reports to Bruno.\n- Felix works for Helios Logistics.\n- Yuki reports to Elena.\n- Omar reports to Sofia.\n- Hana reports to Omar.\n- Bruno reports to Dmitri.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Valencia.\n- Atlas Freight is headquartered in Basel.\n- Pablo reports to Zoya.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16447", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rollback", "3": "rotate_keys", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Crescent Telecom was founded in 1981.\n- Atlas Freight was founded in 2011.\n- Felix reports to Leila.\n- Bluepine Aviation is headquartered in Adelaide.\n- Viktor works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Jonas works for Cobalt Health.\n- Elena works for Atlas Freight.\n- Amara works for Crescent Telecom.\n- Tobias works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Leila works for Cobalt Health.\n- Leila reports to Viktor.\n- Bluepine Aviation was founded in 2013.\n- Atlas Freight is headquartered in Turku.\n- Viktor reports to Tobias.\n- Cobalt Health is headquartered in Halifax.\n- Cobalt Health was founded in 1999.\n- Sanne reports to Elena.\n- Amara reports to Jonas.\n- Mei reports to Amara.\n- Mei works for Cobalt Health.\n- Mara reports to Mei.\n- Tobias reports to Mara.\n- Elena reports to Felix.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16449", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Anders.\n- Anders works for Lattice Analytics.\n- Bruno reports to Kenji.\n- Lattice Analytics was founded in 1986.\n- Fernhill Foods was founded in 1975.\n- Lucia reports to Chiara.\n- Mara reports to Mateo.\n- Kenji works for Fernhill Foods.\n- Callum works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji reports to Viktor.\n- Fernhill Foods is headquartered in Cork.\n- Helios Logistics is headquartered in Ghent.\n- Omar works for Helios Logistics.\n- Mara works for Fernhill Foods.\n- Yuki reports to Lucia.\n- Crescent Telecom was founded in 1980.\n- Anders reports to Omar.\n- Felix reports to Bruno.\n- Omar reports to Mara.\n- Felix works for Fernhill Foods.\n- Mateo works for Helios Logistics.\n- Mateo reports to Felix.\n- Crescent Telecom is headquartered in Malmo.\n- Viktor works for Lattice Analytics.\n- Bruno works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Viktor reports to Yuki.\n- Helios Logistics was founded in 2006.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Jonas.\n- Yuki reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Jonas reports to Pablo.\n- Fernhill Foods is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1993.\n- Jonas works for Beacon Insurance.\n- Tobias reports to Elena.\n- Fernhill Foods was founded in 2000.\n- Pablo reports to Mara.\n- Tobias works for Ironwood Manufacturing.\n- Mara reports to Yuki.\n- Felix works for Fernhill Foods.\n- Ingrid works for Beacon Insurance.\n- Felix reports to Wren.\n- Ironwood Manufacturing was founded in 1987.\n- Mara works for Fernhill Foods.\n- Beacon Insurance was founded in 1989.\n- Cedar Retail Group is headquartered in Basel.\n- Wren works for Beacon Insurance.\n- Pablo works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Tessa reports to Tobias.\n- Elena reports to Felix.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Crescent Telecom is headquartered in Tampere.\n- Dmitri reports to Lucia.\n- Mara reports to Kenji.\n- Yuki reports to Sanne.\n- Northwind Systems is headquartered in Dunedin.\n- Vantage Air is headquartered in Nagoya.\n- Beacon Insurance was founded in 2001.\n- Ingrid works for Northwind Systems.\n- Elena works for Vantage Air.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Crescent Telecom was founded in 2006.\n- Yuki works for Crescent Telecom.\n- Kenji works for Northwind Systems.\n- Deshawn works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Leeds.\n- Lucia reports to Deshawn.\n- Kenji reports to Elena.\n- Sanne reports to Ingrid.\n- Deshawn reports to Sofia.\n- Mara works for Vantage Air.\n- Elena reports to Yuki.\n- Sanne works for Beacon Insurance.\n- Vantage Air was founded in 2003.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Aisha reports to Callum.\n- Callum works for Cobalt Health.\n- Sanne reports to Kenji.\n- Bruno reports to Elena.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health was founded in 2008.\n- Meridian Bank was founded in 1976.\n- Callum reports to Bruno.\n- Pablo reports to Priya.\n- Cobalt Health is headquartered in Dunedin.\n- Priya works for Beacon Insurance.\n- Zoya works for Cobalt Health.\n- Beacon Insurance was founded in 2009.\n- Meridian Bank is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2010.\n- Priya reports to Aisha.\n- Bruno works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Beacon Insurance is headquartered in Tampere.\n- Elena reports to Zoya.\n- Kenji reports to Pablo.\n- Sanne works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Zoya reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1971", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16454", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1602: employee Felix B., hired 22 June 2023, separated 23 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1602?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16455", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2268: employee Nadia M., hired 06 November 2023, separated 10 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2268?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Mara reports to Ingrid.\n- Aisha reports to Bruno.\n- Vantage Air was founded in 2009.\n- Priya works for Ironwood Manufacturing.\n- Bruno reports to Kenji.\n- Mara works for Bluepine Aviation.\n- Vantage Air is headquartered in Turku.\n- Anders reports to Aisha.\n- Sofia works for Lattice Analytics.\n- Felix reports to Mara.\n- Hana reports to Callum.\n- Hana works for Vantage Air.\n- Zoya works for Vantage Air.\n- Lattice Analytics is headquartered in Basel.\n- Bruno works for Ironwood Manufacturing.\n- Anders works for Bluepine Aviation.\n- Sofia reports to Felix.\n- Kenji reports to Zoya.\n- Zoya reports to Hana.\n- Ingrid reports to Anders.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2012.\n- Priya reports to Sofia.\n- Bluepine Aviation is headquartered in Austin.\n- Lattice Analytics was founded in 1998.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Callum works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Austin", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16457", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5848: employee Kenji T., hired 29 August 2020, separated 15 September 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5848?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16458", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Chiara.\n- Yuki works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Vantage Air was founded in 1980.\n- Fernhill Foods is headquartered in Basel.\n- Tobias works for Cobalt Health.\n- Wren reports to Leila.\n- Ingrid reports to Sanne.\n- Ingrid works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Yuki reports to Ravi.\n- Ravi works for Vantage Air.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 1979.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Fernhill Foods was founded in 1982.\n- Wren works for Fernhill Foods.\n- Pinnacle Software was founded in 1995.\n- Tobias reports to Ingrid.\n- Chiara reports to Yuki.\n- Leila reports to Tobias.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16461", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16462", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7042: employee Dmitri R., hired 17 April 2023, separated 18 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7042?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tallinn.\n- Sanne works for Beacon Insurance.\n- Fernhill Foods is headquartered in Brno.\n- Bruno works for Beacon Insurance.\n- Cedar Retail Group was founded in 2014.\n- Callum reports to Nadia.\n- Bruno reports to Mara.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Omar works for Vantage Air.\n- Nadia reports to Deshawn.\n- Deshawn reports to Bruno.\n- Stefan reports to Callum.\n- Vantage Air was founded in 1986.\n- Deshawn works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tallinn.\n- Beacon Insurance was founded in 1989.\n- Nadia works for Beacon Insurance.\n- Fernhill Foods was founded in 1998.\n- Sanne reports to Omar.\n- Mara reports to Sanne.\n- Stefan works for Cedar Retail Group.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16464", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16465", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16466", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16467", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "weather", "4": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16468", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4734: employee Hana R., hired 16 January 2023, separated 28 September 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4734?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16469", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Emeka.\n- Tobias reports to Ingrid.\n- Emeka works for Fernhill Foods.\n- Mara reports to Tobias.\n- Viktor reports to Omar.\n- Fernhill Foods is headquartered in Malmo.\n- Tobias works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.\n- Omar works for Lattice Analytics.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 1981.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 1998.\n- Ingrid works for Pinnacle Software.\n- Omar reports to Yuki.\n- Viktor works for Pinnacle Software.\n- Emeka reports to Hana.\n- Cobalt Health is headquartered in Nagoya.\n- Ingrid reports to Amara.\n- Pinnacle Software was founded in 2007.\n- Lattice Analytics is headquartered in Nagoya.\n- Kenji works for Fernhill Foods.\n- Lattice Analytics was founded in 1998.\n- Mara works for Fernhill Foods.\n- Yuki reports to Mara.\n- Hana reports to Viktor.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16471", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 69154 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16472", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2041: employee Elena S., hired 21 July 2023, separated 10 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2041?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16473", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16474", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8495: employee Tessa R., hired 12 August 2023, separated 17 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8495?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Sanne reports to Ravi.\n- Helios Logistics was founded in 1997.\n- Fernhill Foods was founded in 2008.\n- Priya reports to Mateo.\n- Mateo works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Fernhill Foods is headquartered in Tampere.\n- Yuki works for Fernhill Foods.\n- Aisha works for Helios Logistics.\n- Tessa reports to Leila.\n- Ravi reports to Yuki.\n- Emeka reports to Tessa.\n- Cedar Retail Group was founded in 1984.\n- Mateo reports to Aisha.\n- Aisha reports to Emeka.\n- Omar reports to Priya.\n- Priya works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tampere.\n- Sanne works for Bluepine Aviation.\n- Helios Logistics is headquartered in Tampere.\n- Bluepine Aviation was founded in 2001.\n- Yuki reports to Omar.\n- Leila works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Omar works for Fernhill Foods.\n- Ravi works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16476", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 60591 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16477", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16478", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9569: employee Tobias K., hired 17 November 2022, separated 04 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9569?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16479", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4248: employee Tobias S., hired 26 August 2021, separated 04 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4248?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Ravi works for Crescent Telecom.\n- Wren reports to Elena.\n- Omar reports to Pablo.\n- Wren works for Pinnacle Software.\n- Crescent Telecom was founded in 2007.\n- Lattice Analytics was founded in 2006.\n- Pinnacle Software was founded in 2015.\n- Priya reports to Zoya.\n- Elena reports to Ingrid.\n- Zoya works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Omar works for Lattice Analytics.\n- Ravi reports to Wren.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Pablo reports to Priya.\n- Pablo works for Atlas Freight.\n- Crescent Telecom is headquartered in Leeds.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics is headquartered in Porto.\n- Yuki works for Lattice Analytics.\n- Zoya reports to Yuki.\n- Atlas Freight was founded in 1988.\n- Ingrid reports to Omar.\n- Nadia reports to Ravi.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16481", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16482", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5371: employee Lucia T., hired 23 December 2023, separated 07 June 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-5371 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,654", "2": "$9,231", "3": "$10,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16483", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16484", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9991: employee Dmitri A., hired 14 December 2019, separated 30 June 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9991?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Emeka.\n- Jonas works for Fernhill Foods.\n- Pinnacle Software was founded in 2005.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Nadia works for Ironwood Manufacturing.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Yuki reports to Jonas.\n- Fernhill Foods is headquartered in Tallinn.\n- Deshawn reports to Dmitri.\n- Jonas reports to Nadia.\n- Leila works for Pinnacle Software.\n- Vantage Air is headquartered in Turku.\n- Vantage Air was founded in 1991.\n- Leila reports to Callum.\n- Emeka reports to Aisha.\n- Callum works for Vantage Air.\n- Nadia reports to Deshawn.\n- Aisha works for Fernhill Foods.\n- Chiara works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Fernhill Foods.\n- Dmitri reports to Chiara.\n- Aisha reports to Leila.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16486", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16487", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8882: employee Amara S., hired 03 October 2020, separated 06 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8882?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16488", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16489", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8412: employee Anders T., hired 01 July 2024, separated 30 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8412?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Cobalt Health was founded in 1983.\n- Atlas Freight is headquartered in Malmo.\n- Northwind Systems was founded in 2010.\n- Ingrid works for Northwind Systems.\n- Anders works for Cobalt Health.\n- Felix works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Sanne reports to Ingrid.\n- Crescent Telecom was founded in 2010.\n- Northwind Systems is headquartered in Lyon.\n- Zoya works for Northwind Systems.\n- Felix reports to Sanne.\n- Leila works for Atlas Freight.\n- Anders reports to Jonas.\n- Crescent Telecom is headquartered in Halifax.\n- Ingrid reports to Anders.\n- Dmitri reports to Felix.\n- Cobalt Health is headquartered in Tampere.\n- Hana works for Crescent Telecom.\n- Callum reports to Leila.\n- Leila reports to Hana.\n- Jonas reports to Zoya.\n- Atlas Freight was founded in 1978.\n- Callum works for Northwind Systems.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Callum works for Cobalt Health.\n- Crescent Telecom is headquartered in Nagoya.\n- Lucia works for Beacon Insurance.\n- Crescent Telecom was founded in 1989.\n- Yuki reports to Deshawn.\n- Omar reports to Nadia.\n- Helios Logistics is headquartered in Lyon.\n- Felix works for Cobalt Health.\n- Amara reports to Elena.\n- Omar works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Deshawn reports to Felix.\n- Lucia reports to Amara.\n- Elena reports to Callum.\n- Aisha reports to Yuki.\n- Felix reports to Omar.\n- Beacon Insurance is headquartered in Cork.\n- Beacon Insurance was founded in 1988.\n- Callum reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Helios Logistics was founded in 1999.\n- Yuki works for Helios Logistics.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16492", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1616: employee Stefan K., hired 28 February 2022, separated 07 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1616?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16493", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5737: employee Sanne R., hired 12 April 2020, separated 13 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5737?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5737 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16494", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16495", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3586: employee Felix K., hired 01 September 2021, separated 27 February 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3586?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16496", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16497", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 98380\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16498", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4564: employee Mei T., hired 06 April 2024, separated 20 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4564?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4564 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16499", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 August 2022): For employees hired on or after 23 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8361: employee Felix T., hired 13 March 2019, separated 16 December 2022 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8361?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16500", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Leila reports to Tobias.\n- Bruno works for Summit Energy.\n- Mei reports to Anders.\n- Helios Logistics is headquartered in Nagoya.\n- Summit Energy is headquartered in Porto.\n- Hana works for Helios Logistics.\n- Tessa works for Atlas Freight.\n- Tobias reports to Bruno.\n- Anders works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Anders reports to Leila.\n- Helios Logistics was founded in 1978.\n- Leila works for Helios Logistics.\n- Northwind Systems was founded in 2010.\n- Mei works for Helios Logistics.\n- Tobias works for Summit Energy.\n- Tessa reports to Hana.\n- Bruno reports to Tessa.\n- Summit Energy was founded in 2011.\n- Callum reports to Mei.\n- Northwind Systems is headquartered in Ghent.\n- Atlas Freight was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16502", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8810: employee Wren T., hired 21 June 2021, separated 14 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8810?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Zoya.\n- Cedar Retail Group was founded in 1988.\n- Aisha reports to Chiara.\n- Zoya reports to Sanne.\n- Sanne works for Vantage Air.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Jonas works for Summit Energy.\n- Atlas Freight was founded in 1976.\n- Aisha works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tallinn.\n- Jonas reports to Sofia.\n- Sanne reports to Kenji.\n- Kenji works for Vantage Air.\n- Summit Energy is headquartered in Tallinn.\n- Vantage Air is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Oslo.\n- Chiara works for Vantage Air.\n- Chiara reports to Mara.\n- Mara works for Atlas Freight.\n- Sofia reports to Aisha.\n- Vantage Air was founded in 1984.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16504", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 February 2023): For employees hired on or after 27 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1021: employee Anders T., hired 15 January 2021, separated 16 October 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1021?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Cobalt Health is headquartered in Tampere.\n- Kenji works for Meridian Bank.\n- Crescent Telecom was founded in 2008.\n- Yuki reports to Wren.\n- Meridian Bank was founded in 1981.\n- Fernhill Foods was founded in 1987.\n- Fernhill Foods is headquartered in Nagoya.\n- Priya works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Wren reports to Priya.\n- Meridian Bank is headquartered in Nagoya.\n- Pablo reports to Leila.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji reports to Omar.\n- Omar works for Meridian Bank.\n- Leila reports to Kenji.\n- Zoya reports to Yuki.\n- Cobalt Health was founded in 1991.\n- Omar reports to Zoya.\n- Leila works for Fernhill Foods.\n- Zoya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16506", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6332: employee Anders K., hired 15 June 2023, separated 05 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6332?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16507", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5514: employee Wren R., hired 15 June 2022, separated 07 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5514?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Deshawn.\n- Deshawn reports to Tessa.\n- Tessa reports to Elena.\n- Deshawn works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Viktor works for Pinnacle Software.\n- Mateo reports to Viktor.\n- Amara reports to Mara.\n- Elena reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Anders reports to Amara.\n- Atlas Freight was founded in 1982.\n- Amara works for Atlas Freight.\n- Mara reports to Hana.\n- Chiara works for Lattice Analytics.\n- Summit Energy was founded in 1996.\n- Elena works for Atlas Freight.\n- Nadia works for Summit Energy.\n- Hana works for Lattice Analytics.\n- Summit Energy is headquartered in Ghent.\n- Viktor reports to Nadia.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Pablo reports to Mateo.\n- Atlas Freight is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo works for Atlas Freight.\n- Pinnacle Software was founded in 2000.\n- Chiara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16509", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16510", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16511", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5582: employee Mateo K., hired 29 October 2020, separated 03 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5582?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Mei reports to Viktor.\n- Priya reports to Mei.\n- Fernhill Foods was founded in 2007.\n- Mei works for Pinnacle Software.\n- Deshawn works for Fernhill Foods.\n- Viktor works for Atlas Freight.\n- Sanne reports to Callum.\n- Atlas Freight was founded in 1984.\n- Zoya reports to Deshawn.\n- Deshawn reports to Ravi.\n- Atlas Freight is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Oslo.\n- Bluepine Aviation was founded in 2010.\n- Jonas reports to Yuki.\n- Callum reports to Jonas.\n- Sanne works for Bluepine Aviation.\n- Jonas works for Fernhill Foods.\n- Viktor reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software is headquartered in Austin.\n- Callum works for Fernhill Foods.\n- Ravi reports to Sanne.\n- Priya works for Fernhill Foods.\n- Pinnacle Software was founded in 1999.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16513", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6408: employee Amara A., hired 10 March 2021, separated 10 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6408?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Nadia works for Ironwood Manufacturing.\n- Tobias works for Lattice Analytics.\n- Omar reports to Tobias.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ingrid reports to Sofia.\n- Lattice Analytics was founded in 2008.\n- Tobias reports to Dmitri.\n- Bluepine Aviation is headquartered in Ghent.\n- Emeka works for Cobalt Health.\n- Sofia works for Ironwood Manufacturing.\n- Sofia reports to Nadia.\n- Bluepine Aviation was founded in 2012.\n- Bruno works for Ironwood Manufacturing.\n- Nadia reports to Omar.\n- Cobalt Health is headquartered in Ghent.\n- Emeka reports to Bruno.\n- Dmitri works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Valencia.\n- Cobalt Health was founded in 1992.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Emeka reports to Hana.\n- Lattice Analytics is headquartered in Valencia.\n- Atlas Freight was founded in 1997.\n- Beacon Insurance was founded in 2002.\n- Hana works for Beacon Insurance.\n- Felix reports to Aisha.\n- Hana reports to Ravi.\n- Ravi works for Atlas Freight.\n- Lattice Analytics was founded in 1983.\n- Lucia works for Lattice Analytics.\n- Chiara reports to Lucia.\n- Chiara works for Fernhill Foods.\n- Elena reports to Felix.\n- Stefan reports to Emeka.\n- Pablo reports to Chiara.\n- Pablo works for Beacon Insurance.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan works for Beacon Insurance.\n- Aisha reports to Stefan.\n- Fernhill Foods was founded in 1997.\n- Elena works for Atlas Freight.\n- Fernhill Foods is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi reports to Pablo.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16517", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1897: employee Mei B., hired 31 January 2021, separated 04 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1897?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16518", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16519", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2015: employee Yuki K., hired 14 January 2024, separated 18 February 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2026-2015 under the controlling rules.", "criteria": {"0": "$20,800", "1": "$4,725", "2": "$4,800", "3": "$3,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16520", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Malmo.\n- Omar reports to Zoya.\n- Bluepine Aviation was founded in 1994.\n- Zoya reports to Elena.\n- Atlas Freight was founded in 2002.\n- Deshawn reports to Mei.\n- Bruno works for Atlas Freight.\n- Pinnacle Software was founded in 1984.\n- Deshawn works for Bluepine Aviation.\n- Atlas Freight is headquartered in Malmo.\n- Helios Logistics is headquartered in Austin.\n- Mei reports to Bruno.\n- Bruno reports to Ingrid.\n- Ingrid works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Mateo reports to Omar.\n- Elena reports to Deshawn.\n- Bluepine Aviation is headquartered in Austin.\n- Omar works for Atlas Freight.\n- Elena works for Bluepine Aviation.\n- Mateo works for Pinnacle Software.\n- Helios Logistics was founded in 1986.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Zoya works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Turku.\n- Mateo works for Atlas Freight.\n- Sanne reports to Anders.\n- Viktor works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Atlas Freight is headquartered in Ghent.\n- Cedar Retail Group was founded in 1986.\n- Cedar Retail Group is headquartered in Turku.\n- Atlas Freight was founded in 1975.\n- Helios Logistics is headquartered in Nagoya.\n- Kenji reports to Sanne.\n- Tobias reports to Zoya.\n- Amara reports to Kenji.\n- Helios Logistics was founded in 1995.\n- Tobias works for Helios Logistics.\n- Mateo reports to Amara.\n- Viktor reports to Tobias.\n- Amara works for Cedar Retail Group.\n- Zoya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16523", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16524", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Malmo.\n- Tessa reports to Amara.\n- Bruno reports to Tessa.\n- Cobalt Health is headquartered in Austin.\n- Amara reports to Ingrid.\n- Wren works for Cedar Retail Group.\n- Wren reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Mei.\n- Bruno works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group was founded in 1982.\n- Cobalt Health was founded in 2000.\n- Ingrid reports to Elena.\n- Pinnacle Software was founded in 2012.\n- Cedar Retail Group is headquartered in Malmo.\n- Amara works for Vantage Air.\n- Mei works for Cobalt Health.\n- Vantage Air was founded in 2001.\n- Vantage Air is headquartered in Oslo.\n- Elena reports to Wren.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16526", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8411: employee Yuki T., hired 19 March 2020, separated 07 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8411?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16527", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16528", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16529", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9754: employee Ingrid M., hired 19 February 2023, separated 01 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9754?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16530", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8850: employee Ingrid M., hired 15 July 2021, separated 17 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8850?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16531", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16532", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7692: employee Emeka R., hired 17 September 2024, separated 14 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7692?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16533", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Bluepine Aviation.\n- Anders reports to Yuki.\n- Mei works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Mara reports to Mei.\n- Hana reports to Stefan.\n- Mei reports to Leila.\n- Leila reports to Aisha.\n- Yuki works for Bluepine Aviation.\n- Helios Logistics is headquartered in Dunedin.\n- Leila works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2003.\n- Hana works for Helios Logistics.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren reports to Hana.\n- Bluepine Aviation was founded in 2002.\n- Aisha reports to Anders.\n- Yuki reports to Priya.\n- Stefan reports to Mara.\n- Crescent Telecom is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1978.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Crescent Telecom was founded in 1976.\n- Stefan works for Bluepine Aviation.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "1997", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16534", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8060: employee Deshawn A., hired 10 January 2021, separated 30 August 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8060?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16535", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16536", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4170: employee Viktor M., hired 05 July 2023, separated 13 March 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4170?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16538", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6235: employee Priya B., hired 23 August 2023, separated 26 June 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2025-6235 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$15,167", "2": "$1,400", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16539", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16540", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5523: employee Aisha S., hired 11 July 2022, separated 21 October 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5523?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5523 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16541", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16542", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16543", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16544", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16545", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 42909 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Wren reports to Yuki.\n- Ravi works for Northwind Systems.\n- Leila reports to Ravi.\n- Northwind Systems was founded in 1984.\n- Mara reports to Dmitri.\n- Tobias works for Crescent Telecom.\n- Mei works for Helios Logistics.\n- Amara reports to Mei.\n- Leila works for Crescent Telecom.\n- Callum reports to Mara.\n- Aisha reports to Tobias.\n- Ironwood Manufacturing was founded in 1989.\n- Helios Logistics is headquartered in Ghent.\n- Yuki reports to Callum.\n- Crescent Telecom was founded in 2003.\n- Amara works for Helios Logistics.\n- Ravi reports to Wren.\n- Helios Logistics was founded in 1979.\n- Northwind Systems is headquartered in Oslo.\n- Dmitri reports to Aisha.\n- Crescent Telecom is headquartered in Halifax.\n- Kenji works for Crescent Telecom.\n- Wren works for Ironwood Manufacturing.\n- Mara works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Tobias reports to Kenji.\n- Mei reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Vantage Air.\n- Zoya works for Meridian Bank.\n- Stefan reports to Dmitri.\n- Felix reports to Zoya.\n- Tobias reports to Sofia.\n- Mara works for Lattice Analytics.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Viktor works for Fernhill Foods.\n- Zoya reports to Viktor.\n- Sofia works for Lattice Analytics.\n- Vantage Air was founded in 2015.\n- Lattice Analytics was founded in 1987.\n- Mara reports to Felix.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Fernhill Foods was founded in 1988.\n- Pablo reports to Stefan.\n- Felix works for Fernhill Foods.\n- Pablo works for Lattice Analytics.\n- Meridian Bank was founded in 1983.\n- Vantage Air is headquartered in Porto.\n- Sofia reports to Mara.\n- Meridian Bank is headquartered in Ghent.\n- Fernhill Foods is headquartered in Valencia.\n- Mateo reports to Pablo.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16549", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16550", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mara.\n- Beacon Insurance was founded in 2005.\n- Felix reports to Yuki.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 1981.\n- Helios Logistics is headquartered in Turku.\n- Mara works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Yuki reports to Stefan.\n- Callum works for Beacon Insurance.\n- Meridian Bank is headquartered in Turku.\n- Yuki works for Cedar Retail Group.\n- Meridian Bank was founded in 1978.\n- Sanne reports to Ravi.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Sanne.\n- Ravi reports to Felix.\n- Mara reports to Omar.\n- Amara works for Meridian Bank.\n- Stefan reports to Amara.\n- Beacon Insurance is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Adelaide.\n- Felix works for Meridian Bank.\n- Omar reports to Callum.\n- Stefan works for Meridian Bank.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16552", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16553", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16554", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9345: employee Lucia K., hired 22 August 2023, separated 02 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9345?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16555", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3516: employee Kenji M., hired 22 October 2024, separated 12 August 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-3516 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$4,154", "2": "$9,231", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16556", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16557", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5562: employee Chiara A., hired 21 March 2022, separated 10 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5562?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16558", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16559", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16560", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6693: employee Stefan M., hired 13 January 2023, separated 28 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6693?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1980.\n- Ironwood Manufacturing was founded in 1989.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Stefan.\n- Hana works for Lattice Analytics.\n- Leila works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Meridian Bank is headquartered in Cork.\n- Sofia reports to Callum.\n- Stefan reports to Pablo.\n- Beacon Insurance is headquartered in Cork.\n- Lattice Analytics is headquartered in Tampere.\n- Omar works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Turku.\n- Callum reports to Zoya.\n- Stefan works for Ironwood Manufacturing.\n- Sanne works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Meridian Bank was founded in 1998.\n- Leila reports to Dmitri.\n- Hana reports to Leila.\n- Zoya reports to Sanne.\n- Pablo reports to Hana.\n- Omar reports to Sofia.\n- Lattice Analytics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16562", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ravi.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1999.\n- Pablo reports to Sofia.\n- Cedar Retail Group was founded in 1992.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods was founded in 1996.\n- Tessa reports to Chiara.\n- Fernhill Foods is headquartered in Adelaide.\n- Cobalt Health is headquartered in Malmo.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Callum.\n- Tessa works for Cedar Retail Group.\n- Tobias works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Ravi works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Ghent.\n- Tobias reports to Pablo.\n- Pablo works for Cobalt Health.\n- Ingrid reports to Tessa.\n- Ravi reports to Nadia.\n- Sofia reports to Elena.\n- Elena reports to Ingrid.\n- Chiara works for Crescent Telecom.\n- Cobalt Health was founded in 1997.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16564", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 74654 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16565", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2073: employee Mara S., hired 04 June 2021, separated 02 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2073?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16566", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16567", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Leeds.\n- Crescent Telecom is headquartered in Malmo.\n- Dmitri works for Cedar Retail Group.\n- Mara works for Crescent Telecom.\n- Emeka reports to Ingrid.\n- Emeka works for Summit Energy.\n- Mateo reports to Yuki.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 1982.\n- Yuki reports to Dmitri.\n- Mara reports to Mateo.\n- Crescent Telecom was founded in 1978.\n- Beacon Insurance is headquartered in Ghent.\n- Cedar Retail Group was founded in 2014.\n- Bruno works for Cedar Retail Group.\n- Dmitri reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Beacon Insurance was founded in 1978.\n- Ingrid works for Beacon Insurance.\n- Yuki works for Crescent Telecom.\n- Ingrid reports to Mara.\n- Bruno reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1981", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16569", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Hana reports to Felix.\n- Nadia reports to Leila.\n- Lucia reports to Tessa.\n- Elena reports to Nadia.\n- Cedar Retail Group is headquartered in Oslo.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Elena works for Cedar Retail Group.\n- Ravi reports to Zoya.\n- Ravi works for Summit Energy.\n- Tessa works for Summit Energy.\n- Leila reports to Ravi.\n- Nadia works for Cedar Retail Group.\n- Summit Energy was founded in 1988.\n- Zoya reports to Lucia.\n- Cedar Retail Group was founded in 1977.\n- Hana works for Summit Energy.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Felix works for Bluepine Aviation.\n- Jonas reports to Elena.\n- Felix reports to Jonas.\n- Summit Energy is headquartered in Dunedin.\n- Pinnacle Software was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16571", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16572", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16573", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5526: employee Bruno R., hired 31 May 2024, separated 12 April 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5526?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16574", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16575", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16576", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Northwind Systems is headquartered in Valencia.\n- Omar reports to Hana.\n- Cobalt Health is headquartered in Valencia.\n- Kenji works for Cobalt Health.\n- Northwind Systems was founded in 2005.\n- Ravi works for Northwind Systems.\n- Tessa reports to Mei.\n- Ravi reports to Aisha.\n- Helios Logistics was founded in 2009.\n- Tessa works for Northwind Systems.\n- Cobalt Health was founded in 2014.\n- Hana works for Atlas Freight.\n- Helios Logistics is headquartered in Bergen.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri reports to Kenji.\n- Mateo works for Cobalt Health.\n- Kenji reports to Omar.\n- Mei reports to Ravi.\n- Aisha reports to Mateo.\n- Omar works for Helios Logistics.\n- Mateo reports to Dmitri.\n- Mei works for Cobalt Health.\n- Dmitri works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Atlas Freight was founded in 2005.\n- Sofia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16578", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6896: employee Lucia M., hired 06 November 2019, separated 02 October 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6896?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6896 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16579", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9757: employee Yuki B., hired 20 April 2024, separated 31 May 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9757?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9757 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16580", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6203: employee Felix R., hired 07 December 2023, separated 17 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2026-6203 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$5,312", "2": "$22,750", "3": "$6,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16582", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6539: employee Chiara M., hired 16 April 2021, separated 13 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6539?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16583", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16584", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16585", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ingrid.\n- Lattice Analytics is headquartered in Cork.\n- Mateo works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Atlas Freight was founded in 1989.\n- Amara works for Atlas Freight.\n- Omar works for Helios Logistics.\n- Callum reports to Omar.\n- Ingrid reports to Lucia.\n- Zoya works for Lattice Analytics.\n- Mei works for Atlas Freight.\n- Stefan reports to Mei.\n- Callum works for Helios Logistics.\n- Lucia reports to Chiara.\n- Zoya reports to Stefan.\n- Mei reports to Amara.\n- Omar reports to Aisha.\n- Atlas Freight is headquartered in Cork.\n- Lucia works for Helios Logistics.\n- Aisha reports to Wren.\n- Cedar Retail Group is headquartered in Turku.\n- Chiara reports to Callum.\n- Chiara works for Lattice Analytics.\n- Cedar Retail Group was founded in 2013.\n- Wren works for Helios Logistics.\n- Amara reports to Mateo.\n- Aisha works for Cedar Retail Group.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Lattice Analytics was founded in 1995.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16587", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16588", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16589", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 November 2024): For employees hired on or after 24 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8338: employee Nadia T., hired 20 October 2022, separated 03 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-8338 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,350", "2": "$8,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16590", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16591", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16592", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16593", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16594", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Priya reports to Leila.\n- Priya works for Meridian Bank.\n- Stefan reports to Mei.\n- Cedar Retail Group was founded in 2013.\n- Meridian Bank is headquartered in Lyon.\n- Bruno reports to Stefan.\n- Cedar Retail Group is headquartered in Austin.\n- Mei reports to Priya.\n- Mei works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Stefan works for Cedar Retail Group.\n- Dmitri reports to Chiara.\n- Chiara reports to Bruno.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Porto.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 1983.\n- Meridian Bank was founded in 2003.\n- Ironwood Manufacturing was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1978", "2": "1983", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16596", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Yuki reports to Felix.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha works for Helios Logistics.\n- Atlas Freight is headquartered in Halifax.\n- Ingrid works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Viktor reports to Tessa.\n- Viktor works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Nadia reports to Yuki.\n- Lucia reports to Viktor.\n- Fernhill Foods is headquartered in Austin.\n- Callum reports to Deshawn.\n- Lucia works for Fernhill Foods.\n- Deshawn reports to Lucia.\n- Yuki works for Atlas Freight.\n- Felix reports to Aisha.\n- Helios Logistics is headquartered in Austin.\n- Deshawn works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1992.\n- Ingrid reports to Callum.\n- Tessa reports to Nadia.\n- Fernhill Foods was founded in 1990.\n- Atlas Freight was founded in 1988.\n- Ironwood Manufacturing was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Emeka.\n- Wren works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Deshawn works for Lattice Analytics.\n- Fernhill Foods is headquartered in Tampere.\n- Northwind Systems is headquartered in Tampere.\n- Lattice Analytics was founded in 2002.\n- Dmitri reports to Anders.\n- Emeka reports to Deshawn.\n- Meridian Bank is headquartered in Brno.\n- Anders reports to Mateo.\n- Nadia reports to Tessa.\n- Meridian Bank was founded in 1980.\n- Tessa works for Meridian Bank.\n- Deshawn reports to Wren.\n- Stefan works for Meridian Bank.\n- Wren reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Stefan reports to Zoya.\n- Northwind Systems was founded in 1991.\n- Tessa reports to Dmitri.\n- Mateo works for Northwind Systems.\n- Viktor reports to Stefan.\n- Tobias reports to Nadia.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ingrid.\n- Callum reports to Chiara.\n- Wren reports to Mara.\n- Mara reports to Lucia.\n- Nadia reports to Callum.\n- Lucia reports to Dmitri.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri reports to Nadia.\n- Pablo reports to Wren.\n- Cedar Retail Group is headquartered in Lyon.\n- Pablo works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Chiara works for Northwind Systems.\n- Stefan reports to Zoya.\n- Crescent Telecom is headquartered in Valencia.\n- Nadia works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Wren works for Helios Logistics.\n- Northwind Systems was founded in 1986.\n- Dmitri works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Ingrid reports to Stefan.\n- Cedar Retail Group was founded in 1990.\n- Helios Logistics is headquartered in Tampere.\n- Crescent Telecom was founded in 1999.\n- Helios Logistics was founded in 1992.\n- Mara works for Crescent Telecom.\n- Stefan works for Helios Logistics.\n- Zoya reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1984", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16600", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16601", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16602", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3661: employee Sanne M., hired 15 October 2020, separated 20 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3661?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1999.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Chiara.\n- Mateo reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Mateo works for Vantage Air.\n- Beacon Insurance was founded in 1985.\n- Vantage Air was founded in 1990.\n- Beacon Insurance is headquartered in Leeds.\n- Callum works for Cedar Retail Group.\n- Tessa works for Vantage Air.\n- Tessa reports to Leila.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Crescent Telecom is headquartered in Ghent.\n- Leila reports to Tobias.\n- Tobias reports to Aisha.\n- Kenji reports to Tessa.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Callum.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16604", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8831: employee Hana B., hired 08 December 2022, separated 19 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8831?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16605", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16606", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9145: employee Ravi A., hired 18 October 2020, separated 17 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9145?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Cobalt Health is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Bruno works for Summit Energy.\n- Viktor reports to Tessa.\n- Crescent Telecom is headquartered in Dunedin.\n- Bruno reports to Viktor.\n- Wren works for Lattice Analytics.\n- Tessa works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Sanne works for Cobalt Health.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 1996.\n- Zoya works for Summit Energy.\n- Felix reports to Bruno.\n- Felix works for Cobalt Health.\n- Crescent Telecom was founded in 1997.\n- Viktor works for Crescent Telecom.\n- Summit Energy was founded in 1985.\n- Kenji reports to Felix.\n- Lucia reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Sanne.\n- Cobalt Health was founded in 2007.\n- Tessa reports to Zoya.\n- Sanne reports to Wren.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Hana.\n- Hana works for Cobalt Health.\n- Elena reports to Yuki.\n- Lattice Analytics was founded in 2006.\n- Pinnacle Software was founded in 1998.\n- Mara reports to Aisha.\n- Cobalt Health was founded in 1981.\n- Bruno reports to Mateo.\n- Lucia reports to Kenji.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Kenji reports to Mara.\n- Yuki works for Lattice Analytics.\n- Sofia reports to Stefan.\n- Lucia works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Mateo reports to Lucia.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Basel.\n- Sofia works for Cobalt Health.\n- Kenji works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Cedar Retail Group was founded in 1989.\n- Yuki reports to Callum.\n- Stefan works for Cobalt Health.\n- Mara works for Lattice Analytics.\n- Callum reports to Bruno.\n- Bruno works for Cobalt Health.\n- Aisha reports to Sofia.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16609", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16610", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1220: employee Callum T., hired 06 July 2021, separated 31 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-1220 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$30,333", "2": "$6,938", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16611", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6667: employee Hana K., hired 04 April 2023, separated 26 July 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2025-6667 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,962", "2": "$9,231", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1992.\n- Northwind Systems is headquartered in Malmo.\n- Dmitri works for Crescent Telecom.\n- Zoya reports to Sanne.\n- Sofia reports to Dmitri.\n- Sanne reports to Sofia.\n- Sofia works for Northwind Systems.\n- Sanne works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation is headquartered in Brno.\n- Stefan reports to Bruno.\n- Bruno reports to Tobias.\n- Northwind Systems was founded in 2000.\n- Crescent Telecom is headquartered in Valencia.\n- Amara works for Bluepine Aviation.\n- Crescent Telecom was founded in 2007.\n- Tobias reports to Amara.\n- Bluepine Aviation was founded in 1987.\n- Dmitri reports to Stefan.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16613", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Fernhill Foods is headquartered in Turku.\n- Callum reports to Stefan.\n- Yuki works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Atlas Freight was founded in 1998.\n- Yuki reports to Mateo.\n- Callum works for Atlas Freight.\n- Mei reports to Priya.\n- Pinnacle Software is headquartered in Turku.\n- Sofia works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Priya reports to Sofia.\n- Emeka reports to Mei.\n- Fernhill Foods was founded in 1976.\n- Mei works for Fernhill Foods.\n- Mateo reports to Callum.\n- Stefan works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Felix reports to Nadia.\n- Stefan reports to Felix.\n- Nadia reports to Emeka.\n- Beacon Insurance is headquartered in Dunedin.\n- Pinnacle Software was founded in 1980.\n- Atlas Freight is headquartered in Basel.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16615", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Dmitri.\n- Yuki reports to Chiara.\n- Stefan works for Vantage Air.\n- Dmitri works for Pinnacle Software.\n- Felix reports to Stefan.\n- Viktor reports to Omar.\n- Yuki works for Vantage Air.\n- Beacon Insurance was founded in 1993.\n- Pinnacle Software was founded in 1977.\n- Stefan reports to Mateo.\n- Chiara works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Pinnacle Software is headquartered in Cork.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2013.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Vantage Air was founded in 2013.\n- Chiara reports to Felix.\n- Omar reports to Yuki.\n- Vantage Air is headquartered in Cork.\n- Omar works for Pinnacle Software.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Stefan works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Bluepine Aviation was founded in 1977.\n- Mei reports to Leila.\n- Northwind Systems was founded in 2009.\n- Atlas Freight is headquartered in Valencia.\n- Sanne works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Summit Energy was founded in 1976.\n- Summit Energy is headquartered in Leeds.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Callum.\n- Elena reports to Sanne.\n- Stefan reports to Omar.\n- Atlas Freight was founded in 1995.\n- Anders reports to Elena.\n- Viktor reports to Deshawn.\n- Anders works for Northwind Systems.\n- Omar reports to Anders.\n- Leila works for Atlas Freight.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Brno.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Mei.\n- Mei works for Northwind Systems.\n- Callum reports to Viktor.\n- Yuki reports to Ingrid.\n- Sanne reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16618", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5018: employee Priya A., hired 17 January 2023, separated 24 October 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5018?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16619", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1998.\n- Emeka reports to Mara.\n- Crescent Telecom was founded in 2014.\n- Chiara works for Cedar Retail Group.\n- Sanne reports to Priya.\n- Felix reports to Chiara.\n- Mara reports to Hana.\n- Chiara reports to Emeka.\n- Hana reports to Mei.\n- Hana works for Crescent Telecom.\n- Priya reports to Anders.\n- Cedar Retail Group is headquartered in Malmo.\n- Sanne works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Anders works for Crescent Telecom.\n- Mei works for Beacon Insurance.\n- Mei reports to Deshawn.\n- Beacon Insurance was founded in 1978.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Felix.\n- Priya works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Fernhill Foods is headquartered in Austin.\n- Mara works for Beacon Insurance.\n- Fernhill Foods was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16621", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6841: employee Zoya S., hired 14 March 2025, separated 12 July 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6841?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16622", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9135: employee Priya M., hired 05 December 2020, separated 27 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9135?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9135 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16623", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-3 (VERSION 7, EFFECTIVE 19 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 February 2023): For employees hired on or after 25 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 19 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5596: employee Sofia A., hired 07 September 2020, separated 09 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5596?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16624", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Stefan works for Summit Energy.\n- Bluepine Aviation was founded in 1981.\n- Nadia reports to Mei.\n- Mei reports to Tessa.\n- Wren works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Porto.\n- Summit Energy was founded in 2011.\n- Summit Energy is headquartered in Porto.\n- Kenji reports to Chiara.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Bluepine Aviation is headquartered in Dunedin.\n- Stefan reports to Sofia.\n- Mei works for Bluepine Aviation.\n- Omar reports to Ingrid.\n- Sofia works for Summit Energy.\n- Sofia reports to Wren.\n- Deshawn works for Beacon Insurance.\n- Deshawn reports to Nadia.\n- Chiara reports to Anders.\n- Tessa works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Wren reports to Deshawn.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Kenji works for Summit Energy.\n- Cedar Retail Group was founded in 1994.\n- Tessa reports to Kenji.\n- Ingrid reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Amara reports to Chiara.\n- Priya reports to Pablo.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cobalt Health is headquartered in Tampere.\n- Pinnacle Software was founded in 1985.\n- Sanne works for Cedar Retail Group.\n- Aisha reports to Amara.\n- Tessa works for Summit Energy.\n- Cedar Retail Group was founded in 2000.\n- Tessa reports to Priya.\n- Aisha works for Pinnacle Software.\n- Cobalt Health was founded in 2004.\n- Sofia works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Priya works for Pinnacle Software.\n- Summit Energy was founded in 2012.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara works for Summit Energy.\n- Pablo reports to Sofia.\n- Chiara works for Cedar Retail Group.\n- Sofia reports to Aisha.\n- Chiara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16627", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16628", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7505: employee Bruno S., hired 18 June 2023, separated 01 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-7505 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,550", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16629", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16630", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Zoya.\n- Zoya works for Helios Logistics.\n- Crescent Telecom was founded in 1982.\n- Anders reports to Nadia.\n- Stefan reports to Viktor.\n- Cedar Retail Group was founded in 2002.\n- Nadia works for Northwind Systems.\n- Kenji works for Cedar Retail Group.\n- Viktor works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Northwind Systems is headquartered in Halifax.\n- Northwind Systems was founded in 2008.\n- Cedar Retail Group is headquartered in Halifax.\n- Stefan works for Northwind Systems.\n- Zoya reports to Kenji.\n- Crescent Telecom is headquartered in Oslo.\n- Anders works for Northwind Systems.\n- Viktor reports to Anders.\n- Kenji reports to Emeka.\n- Helios Logistics is headquartered in Porto.\n- Emeka works for Northwind Systems.\n- Ravi reports to Stefan.\n- Helios Logistics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16632", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3800: employee Priya K., hired 30 August 2022, separated 18 February 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3800?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Ravi reports to Zoya.\n- Beacon Insurance is headquartered in Lyon.\n- Bruno works for Summit Energy.\n- Jonas reports to Ingrid.\n- Fernhill Foods is headquartered in Brno.\n- Ingrid reports to Leila.\n- Helios Logistics is headquartered in Brno.\n- Bruno reports to Viktor.\n- Zoya works for Beacon Insurance.\n- Dmitri works for Fernhill Foods.\n- Zoya reports to Pablo.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1990.\n- Summit Energy is headquartered in Brno.\n- Leila reports to Deshawn.\n- Beacon Insurance was founded in 1992.\n- Pablo works for Summit Energy.\n- Priya works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Jonas works for Fernhill Foods.\n- Deshawn reports to Mara.\n- Pablo reports to Bruno.\n- Mara works for Summit Energy.\n- Leila works for Summit Energy.\n- Dmitri reports to Ravi.\n- Priya reports to Jonas.\n- Ingrid works for Beacon Insurance.\n- Helios Logistics was founded in 2007.\n- Viktor reports to Priya.\n- Fernhill Foods was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16634", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6598: employee Anders R., hired 23 November 2023, separated 11 September 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-6598 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$4,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16635", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3325: employee Kenji B., hired 21 November 2022, separated 15 May 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2026-3325 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$6,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16636", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5799: employee Mara S., hired 15 May 2024, separated 28 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-5799?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16637", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2148: employee Dmitri K., hired 19 March 2022, separated 19 August 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2148?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16638", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8446: employee Aisha R., hired 14 December 2022, separated 08 December 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8446?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16639", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16640", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mara.\n- Helios Logistics is headquartered in Porto.\n- Omar works for Helios Logistics.\n- Hana reports to Omar.\n- Bluepine Aviation is headquartered in Porto.\n- Tobias works for Ironwood Manufacturing.\n- Anders works for Helios Logistics.\n- Zoya reports to Hana.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Lucia.\n- Mara works for Bluepine Aviation.\n- Deshawn works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2005.\n- Felix works for Bluepine Aviation.\n- Elena reports to Tobias.\n- Lucia reports to Elena.\n- Felix reports to Nadia.\n- Tobias reports to Wren.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya works for Ironwood Manufacturing.\n- Wren reports to Anders.\n- Anders reports to Deshawn.\n- Bluepine Aviation was founded in 1982.\n- Fernhill Foods was founded in 1987.\n- Elena works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Mara reports to Zoya.\n- Hana works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1984.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2008", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16642", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16643", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7975: employee Elena S., hired 24 June 2020, separated 17 May 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7975?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Leila reports to Elena.\n- Ironwood Manufacturing is headquartered in Porto.\n- Northwind Systems is headquartered in Bergen.\n- Elena works for Northwind Systems.\n- Ingrid works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2009.\n- Jonas works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Ravi reports to Omar.\n- Tessa works for Bluepine Aviation.\n- Ingrid reports to Leila.\n- Elena reports to Anders.\n- Cobalt Health is headquartered in Oslo.\n- Tessa reports to Ravi.\n- Ravi works for Bluepine Aviation.\n- Anders reports to Emeka.\n- Emeka reports to Jonas.\n- Mei reports to Felix.\n- Felix reports to Mateo.\n- Jonas reports to Mei.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2003.\n- Emeka works for Northwind Systems.\n- Bluepine Aviation was founded in 1992.\n- Mateo works for Northwind Systems.\n- Mateo reports to Tessa.\n- Bluepine Aviation is headquartered in Bergen.\n- Cobalt Health was founded in 1991.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16645", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6283: employee Pablo B., hired 25 September 2019, separated 08 June 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-6283 under the controlling rules.", "criteria": {"0": "$19,500", "1": "$84,500", "2": "$21,150", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16646", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16647", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16648", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16649", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Lattice Analytics was founded in 2005.\n- Anders works for Vantage Air.\n- Meridian Bank was founded in 1990.\n- Bluepine Aviation was founded in 2003.\n- Mateo works for Bluepine Aviation.\n- Pablo reports to Zoya.\n- Vantage Air was founded in 1999.\n- Callum works for Lattice Analytics.\n- Callum reports to Bruno.\n- Zoya reports to Chiara.\n- Amara works for Bluepine Aviation.\n- Mateo reports to Anders.\n- Wren reports to Sanne.\n- Zoya works for Vantage Air.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Wren works for Lattice Analytics.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Amara reports to Wren.\n- Aisha reports to Callum.\n- Anders reports to Aisha.\n- Dmitri reports to Amara.\n- Aisha works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Sanne reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16650", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Dmitri reports to Bruno.\n- Helios Logistics was founded in 2006.\n- Ingrid reports to Mei.\n- Mara works for Cedar Retail Group.\n- Callum reports to Tobias.\n- Sanne reports to Nadia.\n- Mei works for Fernhill Foods.\n- Helios Logistics is headquartered in Basel.\n- Viktor works for Cedar Retail Group.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Viktor reports to Callum.\n- Dmitri works for Helios Logistics.\n- Cedar Retail Group is headquartered in Porto.\n- Sanne works for Fernhill Foods.\n- Tobias reports to Dmitri.\n- Fernhill Foods is headquartered in Porto.\n- Bruno works for Cedar Retail Group.\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Mei reports to Mara.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1996.\n- Tobias works for Helios Logistics.\n- Bruno reports to Sanne.\n- Nadia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16652", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Bruno.\n- Kenji works for Northwind Systems.\n- Beacon Insurance was founded in 2004.\n- Meridian Bank was founded in 2010.\n- Felix reports to Kenji.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Kenji reports to Tobias.\n- Meridian Bank is headquartered in Adelaide.\n- Anders reports to Viktor.\n- Bluepine Aviation is headquartered in Basel.\n- Northwind Systems is headquartered in Basel.\n- Mei works for Northwind Systems.\n- Viktor works for Meridian Bank.\n- Mei reports to Anders.\n- Mateo works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Tobias reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Bruno reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16654", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16655", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8989: employee Wren K., hired 23 December 2023, separated 31 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8989?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16656", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8271: employee Deshawn A., hired 14 June 2021, separated 17 May 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8271?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8271 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mei.\n- Deshawn works for Fernhill Foods.\n- Mei works for Pinnacle Software.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Pinnacle Software was founded in 1978.\n- Elena reports to Bruno.\n- Tessa works for Cobalt Health.\n- Deshawn reports to Emeka.\n- Lucia reports to Ingrid.\n- Fernhill Foods is headquartered in Lyon.\n- Bruno reports to Callum.\n- Emeka reports to Elena.\n- Callum works for Summit Energy.\n- Emeka works for Summit Energy.\n- Felix reports to Deshawn.\n- Lucia works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Cobalt Health is headquartered in Malmo.\n- Zoya works for Fernhill Foods.\n- Tessa reports to Zoya.\n- Nadia reports to Tessa.\n- Elena works for Summit Energy.\n- Pinnacle Software is headquartered in Leeds.\n- Fernhill Foods was founded in 2012.\n- Mei reports to Felix.\n- Callum reports to Nadia.\n- Cobalt Health was founded in 2013.\n- Felix works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16658", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16659", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6985: employee Chiara M., hired 11 November 2022, separated 05 November 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-6985 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$2,000", "2": "$8,667", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Mei.\n- Mei reports to Viktor.\n- Mateo works for Beacon Insurance.\n- Jonas works for Fernhill Foods.\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Beacon Insurance.\n- Bruno works for Fernhill Foods.\n- Pablo reports to Tobias.\n- Priya works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Emeka reports to Jonas.\n- Viktor reports to Emeka.\n- Pablo works for Beacon Insurance.\n- Cobalt Health was founded in 2015.\n- Tobias works for Northwind Systems.\n- Fernhill Foods was founded in 1991.\n- Omar reports to Mateo.\n- Northwind Systems is headquartered in Ghent.\n- Priya reports to Pablo.\n- Northwind Systems was founded in 2006.\n- Cobalt Health is headquartered in Austin.\n- Fernhill Foods is headquartered in Lyon.\n- Mei works for Northwind Systems.\n- Bruno reports to Priya.\n- Emeka works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Jonas reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1973", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16661", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6935: employee Amara K., hired 16 April 2024, separated 31 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-6935 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$9,000", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16662", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16663", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16664", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16665", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Omar.\n- Pinnacle Software was founded in 1992.\n- Emeka works for Meridian Bank.\n- Ingrid works for Pinnacle Software.\n- Omar reports to Sofia.\n- Pinnacle Software is headquartered in Dunedin.\n- Aisha works for Pinnacle Software.\n- Amara works for Vantage Air.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Sofia works for Pinnacle Software.\n- Sofia reports to Emeka.\n- Aisha reports to Ingrid.\n- Dmitri reports to Amara.\n- Omar works for Vantage Air.\n- Leila works for Pinnacle Software.\n- Vantage Air is headquartered in Dunedin.\n- Vantage Air was founded in 1981.\n- Cobalt Health is headquartered in Nagoya.\n- Ingrid reports to Leila.\n- Amara reports to Aisha.\n- Meridian Bank was founded in 1986.\n- Meridian Bank is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16667", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8254: employee Deshawn M., hired 06 May 2022, separated 19 August 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8254?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16668", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9835: employee Deshawn S., hired 16 October 2020, separated 15 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9835?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16669", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16670", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16671", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16672", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16673", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4435: employee Chiara M., hired 27 November 2023, separated 16 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4435?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16674", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16675", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16676", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Dmitri.\n- Helios Logistics is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Basel.\n- Mara works for Helios Logistics.\n- Mara reports to Sofia.\n- Crescent Telecom was founded in 2004.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.\n- Omar works for Summit Energy.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Helios Logistics.\n- Jonas reports to Amara.\n- Elena works for Cedar Retail Group.\n- Omar reports to Mei.\n- Helios Logistics was founded in 1995.\n- Crescent Telecom is headquartered in Halifax.\n- Summit Energy is headquartered in Nagoya.\n- Mei works for Summit Energy.\n- Kenji works for Crescent Telecom.\n- Summit Energy was founded in 1982.\n- Sofia reports to Omar.\n- Sofia works for Summit Energy.\n- Dmitri reports to Jonas.\n- Lucia reports to Mara.\n- Elena reports to Kenji.\n- Amara works for Crescent Telecom.\n- Amara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Helios Logistics.\n- Lucia reports to Elena.\n- Kenji reports to Lucia.\n- Ingrid reports to Omar.\n- Ingrid works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy was founded in 2006.\n- Tobias reports to Aisha.\n- Elena reports to Mateo.\n- Fernhill Foods was founded in 1992.\n- Omar works for Ironwood Manufacturing.\n- Kenji works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2008.\n- Helios Logistics was founded in 1980.\n- Aisha works for Summit Energy.\n- Elena works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Austin.\n- Omar reports to Kenji.\n- Helios Logistics is headquartered in Adelaide.\n- Mateo reports to Tobias.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Pablo reports to Ingrid.\n- Tessa reports to Wren.\n- Fernhill Foods is headquartered in Austin.\n- Mateo works for Summit Energy.\n- Wren reports to Sofia.\n- Tobias works for Helios Logistics.\n- Aisha reports to Tessa.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Jonas reports to Anders.\n- Jonas works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2004.\n- Wren reports to Yuki.\n- Nadia works for Ironwood Manufacturing.\n- Deshawn works for Lattice Analytics.\n- Deshawn reports to Jonas.\n- Atlas Freight is headquartered in Leeds.\n- Callum works for Vantage Air.\n- Lattice Analytics was founded in 1995.\n- Nadia reports to Viktor.\n- Kenji reports to Callum.\n- Callum reports to Nadia.\n- Sanne reports to Wren.\n- Wren works for Atlas Freight.\n- Viktor works for Lattice Analytics.\n- Anders reports to Sanne.\n- Lattice Analytics is headquartered in Valencia.\n- Kenji works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2000.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Vantage Air was founded in 2010.\n- Viktor reports to Deshawn.\n- Sanne works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16680", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6018: employee Emeka A., hired 18 March 2021, separated 01 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6018?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16681", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Stefan reports to Elena.\n- Stefan works for Northwind Systems.\n- Elena reports to Amara.\n- Lucia works for Lattice Analytics.\n- Amara reports to Dmitri.\n- Lucia reports to Viktor.\n- Dmitri works for Northwind Systems.\n- Viktor reports to Stefan.\n- Omar works for Cobalt Health.\n- Yuki reports to Lucia.\n- Emeka reports to Yuki.\n- Northwind Systems was founded in 1987.\n- Northwind Systems is headquartered in Bergen.\n- Cobalt Health is headquartered in Bergen.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 1993.\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Jonas.\n- Cobalt Health was founded in 1977.\n- Priya works for Cobalt Health.\n- Chiara reports to Emeka.\n- Elena works for Cobalt Health.\n- Lattice Analytics was founded in 1981.\n- Dmitri reports to Omar.\n- Viktor works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16683", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6361: employee Stefan R., hired 16 October 2023, separated 17 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6361?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Dunedin.\n- Lucia works for Meridian Bank.\n- Tobias works for Pinnacle Software.\n- Meridian Bank was founded in 2015.\n- Meridian Bank is headquartered in Tallinn.\n- Vantage Air was founded in 1986.\n- Sofia works for Vantage Air.\n- Deshawn works for Helios Logistics.\n- Mateo works for Meridian Bank.\n- Mateo reports to Chiara.\n- Mara works for Pinnacle Software.\n- Chiara works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Sofia reports to Deshawn.\n- Vantage Air is headquartered in Turku.\n- Stefan reports to Elena.\n- Tobias reports to Mara.\n- Stefan works for Helios Logistics.\n- Elena reports to Tobias.\n- Zoya reports to Sofia.\n- Elena works for Helios Logistics.\n- Pinnacle Software was founded in 2009.\n- Mara reports to Mateo.\n- Helios Logistics was founded in 1997.\n- Chiara reports to Zoya.\n- Lucia reports to Stefan.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16686", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9307: employee Jonas T., hired 20 December 2023, separated 18 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-9307 under the controlling rules.", "criteria": {"0": "$3,825", "1": "$16,250", "2": "$4,750", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1989.\n- Cobalt Health is headquartered in Valencia.\n- Yuki reports to Wren.\n- Omar works for Beacon Insurance.\n- Wren works for Lattice Analytics.\n- Deshawn works for Cobalt Health.\n- Omar reports to Bruno.\n- Chiara works for Lattice Analytics.\n- Beacon Insurance was founded in 2012.\n- Ironwood Manufacturing is headquartered in Cork.\n- Wren reports to Chiara.\n- Yuki works for Ironwood Manufacturing.\n- Kenji reports to Deshawn.\n- Kenji works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Bruno reports to Aisha.\n- Cobalt Health was founded in 1986.\n- Beacon Insurance is headquartered in Valencia.\n- Chiara reports to Kenji.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 1981.\n- Bruno works for Cobalt Health.\n- Aisha reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16688", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8729: employee Deshawn A., hired 06 February 2020, separated 03 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8729?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16689", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16690", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "send_message", "2": "set_alarm", "3": "control_lights", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16691", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16692", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16693", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16694", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "referral", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16695", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16696", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16697", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16698", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3799: employee Dmitri S., hired 06 September 2021, separated 03 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3799?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16699", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mateo.\n- Bluepine Aviation is headquartered in Bergen.\n- Elena works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1989.\n- Priya reports to Nadia.\n- Mei reports to Priya.\n- Omar works for Meridian Bank.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Elena reports to Omar.\n- Nadia reports to Elena.\n- Jonas reports to Bruno.\n- Bruno reports to Mei.\n- Pinnacle Software was founded in 1987.\n- Meridian Bank is headquartered in Ghent.\n- Mei works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1983.\n- Mateo works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Cedar Retail Group is headquartered in Dunedin.\n- Priya works for Cedar Retail Group.\n- Meridian Bank was founded in 1986.\n- Nadia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Wren.\n- Mei reports to Mara.\n- Vantage Air was founded in 1975.\n- Amara works for Cedar Retail Group.\n- Amara reports to Yuki.\n- Meridian Bank is headquartered in Turku.\n- Cedar Retail Group was founded in 2009.\n- Cedar Retail Group is headquartered in Valencia.\n- Dmitri works for Meridian Bank.\n- Kenji works for Atlas Freight.\n- Emeka reports to Mei.\n- Stefan works for Vantage Air.\n- Wren works for Vantage Air.\n- Atlas Freight is headquartered in Turku.\n- Yuki reports to Leila.\n- Yuki works for Meridian Bank.\n- Mei works for Cedar Retail Group.\n- Stefan reports to Amara.\n- Leila works for Atlas Freight.\n- Vantage Air is headquartered in Turku.\n- Meridian Bank was founded in 1987.\n- Leila reports to Dmitri.\n- Kenji reports to Tobias.\n- Elena reports to Stefan.\n- Mara works for Vantage Air.\n- Elena works for Cedar Retail Group.\n- Dmitri reports to Emeka.\n- Atlas Freight was founded in 2003.\n- Emeka works for Vantage Air.\n- Tobias reports to Elena.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Sanne reports to Tobias.\n- Omar reports to Ingrid.\n- Northwind Systems was founded in 2006.\n- Tessa reports to Leila.\n- Leila reports to Pablo.\n- Beacon Insurance is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Nagoya.\n- Ingrid works for Meridian Bank.\n- Northwind Systems is headquartered in Nagoya.\n- Leila works for Pinnacle Software.\n- Pablo reports to Sanne.\n- Tobias works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Tessa works for Northwind Systems.\n- Tobias reports to Dmitri.\n- Beacon Insurance was founded in 2004.\n- Meridian Bank was founded in 1983.\n- Sanne works for Meridian Bank.\n- Ingrid reports to Tessa.\n- Pinnacle Software was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Dmitri reports to Bruno.\n- Mara works for Lattice Analytics.\n- Mara reports to Wren.\n- Wren reports to Hana.\n- Lattice Analytics was founded in 2002.\n- Amara reports to Mara.\n- Bruno reports to Callum.\n- Amara works for Bluepine Aviation.\n- Atlas Freight was founded in 1977.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Ingrid reports to Dmitri.\n- Lattice Analytics is headquartered in Austin.\n- Summit Energy was founded in 1979.\n- Bluepine Aviation was founded in 1998.\n- Atlas Freight is headquartered in Austin.\n- Summit Energy is headquartered in Dunedin.\n- Ingrid works for Lattice Analytics.\n- Hana reports to Deshawn.\n- Bruno works for Bluepine Aviation.\n- Wren works for Lattice Analytics.\n- Deshawn reports to Ingrid.\n- Hana works for Lattice Analytics.\n- Callum reports to Chiara.\n- Dmitri works for Atlas Freight.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16704", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4612: employee Stefan S., hired 10 September 2023, separated 03 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4612?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16705", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Amara works for Lattice Analytics.\n- Elena reports to Jonas.\n- Atlas Freight is headquartered in Halifax.\n- Chiara reports to Stefan.\n- Lattice Analytics was founded in 1978.\n- Pinnacle Software is headquartered in Porto.\n- Yuki reports to Elena.\n- Jonas works for Pinnacle Software.\n- Summit Energy was founded in 2008.\n- Mateo works for Lattice Analytics.\n- Sanne reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Priya works for Atlas Freight.\n- Aisha reports to Priya.\n- Priya reports to Mateo.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Lattice Analytics is headquartered in Bergen.\n- Mateo reports to Sanne.\n- Amara reports to Chiara.\n- Aisha works for Summit Energy.\n- Stefan works for Lattice Analytics.\n- Sanne works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Atlas Freight was founded in 2009.\n- Jonas reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Kenji.\n- Amara reports to Zoya.\n- Nadia works for Pinnacle Software.\n- Felix reports to Lucia.\n- Zoya reports to Leila.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia reports to Stefan.\n- Felix works for Pinnacle Software.\n- Cedar Retail Group was founded in 1998.\n- Amara works for Meridian Bank.\n- Pinnacle Software is headquartered in Porto.\n- Stefan works for Pinnacle Software.\n- Leila works for Meridian Bank.\n- Pinnacle Software was founded in 2003.\n- Kenji works for Meridian Bank.\n- Zoya works for Crescent Telecom.\n- Kenji reports to Felix.\n- Crescent Telecom is headquartered in Nagoya.\n- Meridian Bank was founded in 1999.\n- Stefan reports to Amara.\n- Lucia works for Pinnacle Software.\n- Meridian Bank is headquartered in Tampere.\n- Crescent Telecom was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "2002", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16708", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2032: employee Felix S., hired 10 May 2022, separated 27 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2032?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16709", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7606: employee Pablo S., hired 27 October 2024, separated 13 July 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-7606 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$8,231", "3": "$3,923"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16710", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16711", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16712", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2364: employee Elena M., hired 11 March 2023, separated 23 April 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-2364 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$6,000", "3": "$2,625"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Pinnacle Software is headquartered in Bergen.\n- Pablo works for Pinnacle Software.\n- Tobias reports to Pablo.\n- Mara reports to Tobias.\n- Mara works for Cobalt Health.\n- Pablo reports to Omar.\n- Wren reports to Mara.\n- Tobias works for Pinnacle Software.\n- Priya reports to Sanne.\n- Cobalt Health was founded in 1990.\n- Atlas Freight was founded in 1982.\n- Lucia reports to Priya.\n- Atlas Freight is headquartered in Basel.\n- Pinnacle Software was founded in 1985.\n- Lucia works for Atlas Freight.\n- Priya works for Pinnacle Software.\n- Omar reports to Lucia.\n- Vantage Air was founded in 1990.\n- Sanne works for Cobalt Health.\n- Wren works for Vantage Air.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Emeka reports to Mei.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation was founded in 2006.\n- Elena reports to Zoya.\n- Vantage Air was founded in 1988.\n- Bruno reports to Elena.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 2010.\n- Zoya works for Northwind Systems.\n- Mei reports to Kenji.\n- Bluepine Aviation is headquartered in Nagoya.\n- Emeka works for Bluepine Aviation.\n- Lattice Analytics was founded in 2000.\n- Sanne reports to Felix.\n- Lattice Analytics is headquartered in Lyon.\n- Zoya reports to Sanne.\n- Deshawn reports to Emeka.\n- Kenji reports to Bruno.\n- Sofia reports to Deshawn.\n- Vantage Air is headquartered in Brno.\n- Bruno works for Vantage Air.\n- Kenji works for Vantage Air.\n- Sofia works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Mei works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16715", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16716", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Elena.\n- Cobalt Health was founded in 1981.\n- Fernhill Foods was founded in 1980.\n- Cobalt Health is headquartered in Ghent.\n- Tobias reports to Kenji.\n- Kenji reports to Zoya.\n- Elena reports to Emeka.\n- Aisha works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Ingrid works for Cedar Retail Group.\n- Elena works for Fernhill Foods.\n- Nadia reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Tobias.\n- Emeka reports to Jonas.\n- Callum works for Fernhill Foods.\n- Jonas reports to Nadia.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1979.\n- Cedar Retail Group was founded in 1988.\n- Zoya works for Cedar Retail Group.\n- Aisha reports to Callum.\n- Jonas works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16718", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16719", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "rollback", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16720", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 August 2025): For employees hired on or after 21 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9725: employee Callum A., hired 07 January 2023, separated 23 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9725?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Bruno reports to Felix.\n- Yuki reports to Callum.\n- Northwind Systems was founded in 2013.\n- Callum reports to Leila.\n- Ravi works for Bluepine Aviation.\n- Callum works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Vantage Air is headquartered in Lyon.\n- Sanne reports to Ravi.\n- Sofia works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Sofia reports to Mei.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 1985.\n- Mei reports to Yuki.\n- Lucia reports to Bruno.\n- Ingrid reports to Sanne.\n- Crescent Telecom was founded in 2011.\n- Crescent Telecom is headquartered in Lyon.\n- Bruno works for Crescent Telecom.\n- Leila reports to Lucia.\n- Felix works for Vantage Air.\n- Northwind Systems is headquartered in Leeds.\n- Vantage Air was founded in 2000.\n- Felix reports to Zoya.\n- Zoya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16723", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mara.\n- Vantage Air is headquartered in Adelaide.\n- Jonas works for Lattice Analytics.\n- Lucia reports to Elena.\n- Felix works for Lattice Analytics.\n- Felix reports to Mei.\n- Cobalt Health was founded in 1995.\n- Vantage Air was founded in 1975.\n- Jonas reports to Felix.\n- Mei works for Vantage Air.\n- Mara works for Pinnacle Software.\n- Wren reports to Jonas.\n- Elena works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Lattice Analytics is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1990.\n- Mara reports to Tobias.\n- Lucia works for Cobalt Health.\n- Tobias reports to Wren.\n- Lattice Analytics was founded in 2005.\n- Cobalt Health is headquartered in Adelaide.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16725", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9481: employee Felix S., hired 11 November 2022, separated 26 November 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2026-9481 under the controlling rules.", "criteria": {"0": "$7,788", "1": "$12,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Vantage Air.\n- Viktor reports to Anders.\n- Pinnacle Software is headquartered in Tallinn.\n- Viktor works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Nadia works for Bluepine Aviation.\n- Pinnacle Software was founded in 1996.\n- Mateo works for Bluepine Aviation.\n- Anders reports to Aisha.\n- Vantage Air was founded in 1996.\n- Amara reports to Wren.\n- Mara reports to Dmitri.\n- Lucia works for Bluepine Aviation.\n- Vantage Air is headquartered in Tallinn.\n- Felix reports to Tessa.\n- Lattice Analytics was founded in 2009.\n- Mateo reports to Nadia.\n- Dmitri works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Mara works for Pinnacle Software.\n- Lucia reports to Mateo.\n- Tessa reports to Amara.\n- Amara works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Austin.\n- Tessa works for Lattice Analytics.\n- Nadia reports to Viktor.\n- Wren reports to Lucia.\n- Felix works for Lattice Analytics.\n- Aisha reports to Mara.\n- Bluepine Aviation was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16727", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16728", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8270: employee Kenji R., hired 06 December 2023, separated 16 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8270?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16729", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Leila.\n- Callum reports to Kenji.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Kenji works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Viktor reports to Emeka.\n- Summit Energy is headquartered in Tallinn.\n- Emeka reports to Anders.\n- Fernhill Foods was founded in 1985.\n- Beacon Insurance is headquartered in Bergen.\n- Anders works for Ironwood Manufacturing.\n- Viktor works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1989.\n- Summit Energy was founded in 2003.\n- Sofia works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Leila works for Summit Energy.\n- Leila reports to Viktor.\n- Anders reports to Mara.\n- Mara reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "1998", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16731", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16732", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1712: employee Pablo K., hired 23 May 2022, separated 30 August 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1712?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16733", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Sofia.\n- Felix works for Pinnacle Software.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 1999.\n- Pinnacle Software was founded in 1998.\n- Meridian Bank was founded in 2012.\n- Summit Energy was founded in 1989.\n- Ravi works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Sofia works for Pinnacle Software.\n- Summit Energy is headquartered in Bergen.\n- Mei works for Meridian Bank.\n- Yuki reports to Ravi.\n- Crescent Telecom is headquartered in Basel.\n- Tessa works for Pinnacle Software.\n- Sofia reports to Felix.\n- Pinnacle Software is headquartered in Porto.\n- Tessa reports to Mei.\n- Meridian Bank is headquartered in Halifax.\n- Ravi reports to Tobias.\n- Mei reports to Yuki.\n- Omar works for Pinnacle Software.\n- Felix reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16735", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8217: employee Nadia K., hired 26 October 2023, separated 14 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8217?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mara.\n- Bluepine Aviation is headquartered in Halifax.\n- Pinnacle Software is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Mara works for Bluepine Aviation.\n- Emeka works for Northwind Systems.\n- Leila reports to Emeka.\n- Mei reports to Bruno.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Nadia reports to Mei.\n- Nadia works for Northwind Systems.\n- Stefan works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Vantage Air was founded in 1980.\n- Mei works for Vantage Air.\n- Mara reports to Stefan.\n- Northwind Systems was founded in 1988.\n- Bruno reports to Leila.\n- Pinnacle Software was founded in 2005.\n- Bluepine Aviation was founded in 2012.\n- Amara reports to Nadia.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16737", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4111: employee Jonas A., hired 20 March 2021, separated 22 November 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4111?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mateo.\n- Bluepine Aviation was founded in 2012.\n- Felix works for Summit Energy.\n- Omar works for Pinnacle Software.\n- Kenji works for Meridian Bank.\n- Bluepine Aviation is headquartered in Lyon.\n- Pablo reports to Sanne.\n- Mateo works for Summit Energy.\n- Sanne reports to Amara.\n- Anders works for Bluepine Aviation.\n- Amara reports to Omar.\n- Meridian Bank is headquartered in Lyon.\n- Amara works for Pinnacle Software.\n- Anders reports to Felix.\n- Summit Energy is headquartered in Lyon.\n- Meridian Bank was founded in 1999.\n- Pinnacle Software is headquartered in Lyon.\n- Mateo reports to Anders.\n- Summit Energy was founded in 2000.\n- Sanne works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Kenji reports to Pablo.\n- Pinnacle Software was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2007", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Tobias reports to Dmitri.\n- Crescent Telecom is headquartered in Austin.\n- Viktor works for Crescent Telecom.\n- Mara works for Cedar Retail Group.\n- Atlas Freight is headquartered in Austin.\n- Mara reports to Omar.\n- Pablo reports to Viktor.\n- Dmitri works for Cedar Retail Group.\n- Summit Energy is headquartered in Valencia.\n- Omar works for Atlas Freight.\n- Tobias works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Omar reports to Jonas.\n- Jonas works for Summit Energy.\n- Crescent Telecom was founded in 1977.\n- Summit Energy was founded in 2011.\n- Ingrid reports to Tobias.\n- Cedar Retail Group was founded in 1989.\n- Cedar Retail Group is headquartered in Halifax.\n- Atlas Freight was founded in 1983.\n- Jonas reports to Pablo.\n- Dmitri reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16740", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 1167 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16741", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Felix works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1988.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Amara works for Lattice Analytics.\n- Anders works for Ironwood Manufacturing.\n- Amara reports to Anders.\n- Lucia works for Lattice Analytics.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Lucia reports to Hana.\n- Bruno works for Lattice Analytics.\n- Northwind Systems is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1976.\n- Felix reports to Leila.\n- Beacon Insurance is headquartered in Austin.\n- Priya reports to Amara.\n- Mateo reports to Priya.\n- Anders reports to Felix.\n- Hana works for Northwind Systems.\n- Leila reports to Bruno.\n- Bruno reports to Viktor.\n- Lattice Analytics was founded in 1982.\n- Leila works for Beacon Insurance.\n- Mateo works for Northwind Systems.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Jonas.\n- Kenji works for Cedar Retail Group.\n- Elena works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Jonas reports to Mei.\n- Lattice Analytics is headquartered in Nagoya.\n- Cobalt Health is headquartered in Turku.\n- Jonas works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Meridian Bank is headquartered in Tampere.\n- Pablo reports to Bruno.\n- Kenji reports to Pablo.\n- Meridian Bank was founded in 1990.\n- Cobalt Health was founded in 1988.\n- Lattice Analytics was founded in 2002.\n- Sofia reports to Kenji.\n- Bruno reports to Emeka.\n- Sofia works for Cedar Retail Group.\n- Emeka reports to Felix.\n- Pablo works for Meridian Bank.\n- Cedar Retail Group was founded in 1985.\n- Deshawn reports to Sofia.\n- Felix reports to Elena.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mei works for Lattice Analytics.\n- Felix works for Meridian Bank.\n- Deshawn works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1982.\n- Emeka works for Cobalt Health.\n- Crescent Telecom was founded in 1991.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 2000.\n- Helios Logistics was founded in 2004.\n- Yuki reports to Hana.\n- Callum works for Cobalt Health.\n- Hana reports to Emeka.\n- Helios Logistics is headquartered in Cork.\n- Wren reports to Callum.\n- Emeka reports to Wren.\n- Crescent Telecom is headquartered in Valencia.\n- Pablo reports to Yuki.\n- Cobalt Health is headquartered in Cork.\n- Atlas Freight is headquartered in Valencia.\n- Kenji works for Helios Logistics.\n- Yuki works for Atlas Freight.\n- Wren works for Cobalt Health.\n- Callum reports to Nadia.\n- Kenji reports to Pablo.\n- Nadia works for Helios Logistics.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Stefan reports to Zoya.\n- Tobias reports to Lucia.\n- Lucia reports to Emeka.\n- Tobias works for Ironwood Manufacturing.\n- Omar reports to Callum.\n- Stefan works for Crescent Telecom.\n- Atlas Freight is headquartered in Malmo.\n- Callum reports to Mateo.\n- Mateo reports to Anders.\n- Priya reports to Viktor.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Anders works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2009.\n- Crescent Telecom is headquartered in Cork.\n- Emeka works for Atlas Freight.\n- Zoya reports to Omar.\n- Viktor reports to Tobias.\n- Mateo works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Viktor works for Bluepine Aviation.\n- Crescent Telecom was founded in 2007.\n- Pablo reports to Stefan.\n- Emeka reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Zoya works for Atlas Freight.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16747", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6978: employee Amara S., hired 10 April 2021, separated 05 June 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6978?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tobias.\n- Beacon Insurance is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Tampere.\n- Tobias works for Cedar Retail Group.\n- Pablo works for Ironwood Manufacturing.\n- Ravi works for Cedar Retail Group.\n- Lucia reports to Sanne.\n- Meridian Bank was founded in 2008.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Cedar Retail Group.\n- Mara reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Sanne works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2015.\n- Wren reports to Sofia.\n- Sanne reports to Mara.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Wren.\n- Cedar Retail Group was founded in 2012.\n- Yuki works for Beacon Insurance.\n- Pablo reports to Lucia.\n- Wren works for Cedar Retail Group.\n- Sofia reports to Yuki.\n- Lucia works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1995.\n- Yuki reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Bruno works for Cobalt Health.\n- Aisha reports to Kenji.\n- Leila works for Beacon Insurance.\n- Zoya reports to Emeka.\n- Nadia reports to Leila.\n- Elena works for Lattice Analytics.\n- Cobalt Health is headquartered in Ghent.\n- Bruno reports to Elena.\n- Beacon Insurance was founded in 1980.\n- Emeka works for Ironwood Manufacturing.\n- Felix reports to Aisha.\n- Cobalt Health was founded in 1987.\n- Emeka reports to Bruno.\n- Lattice Analytics was founded in 1992.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Zoya works for Beacon Insurance.\n- Felix works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Leila reports to Zoya.\n- Elena reports to Callum.\n- Lattice Analytics is headquartered in Ghent.\n- Kenji reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Priya works for Helios Logistics.\n- Nadia reports to Viktor.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lucia works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Sofia works for Fernhill Foods.\n- Callum reports to Mateo.\n- Ingrid reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Aisha reports to Ingrid.\n- Fernhill Foods is headquartered in Tallinn.\n- Mateo reports to Deshawn.\n- Leila works for Lattice Analytics.\n- Viktor reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Turku.\n- Fernhill Foods was founded in 2003.\n- Deshawn works for Lattice Analytics.\n- Ingrid works for Fernhill Foods.\n- Priya reports to Aisha.\n- Sofia reports to Ravi.\n- Lattice Analytics was founded in 2003.\n- Helios Logistics was founded in 1987.\n- Viktor works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Lucia reports to Nadia.\n- Leila reports to Priya.\n- Ravi reports to Lucia.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16751", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Tessa reports to Sanne.\n- Deshawn reports to Bruno.\n- Tobias works for Meridian Bank.\n- Lattice Analytics was founded in 1987.\n- Lattice Analytics is headquartered in Halifax.\n- Anders works for Vantage Air.\n- Yuki reports to Anders.\n- Yuki works for Northwind Systems.\n- Dmitri works for Vantage Air.\n- Sanne reports to Deshawn.\n- Priya reports to Tessa.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Priya.\n- Tessa works for Northwind Systems.\n- Vantage Air was founded in 1977.\n- Felix reports to Tobias.\n- Northwind Systems was founded in 2011.\n- Sanne works for Northwind Systems.\n- Vantage Air is headquartered in Dunedin.\n- Northwind Systems is headquartered in Halifax.\n- Dmitri reports to Yuki.\n- Meridian Bank was founded in 1994.\n- Anders reports to Felix.\n- Deshawn works for Lattice Analytics.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16753", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16754", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3806: employee Tessa R., hired 21 October 2022, separated 24 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-3806 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$4,192", "2": "$22,500", "3": "$4,673"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Pablo.\n- Summit Energy was founded in 2008.\n- Yuki works for Ironwood Manufacturing.\n- Zoya works for Pinnacle Software.\n- Ravi reports to Tessa.\n- Summit Energy is headquartered in Nagoya.\n- Chiara works for Summit Energy.\n- Priya reports to Dmitri.\n- Beacon Insurance was founded in 2008.\n- Tessa reports to Felix.\n- Dmitri reports to Chiara.\n- Mateo works for Pinnacle Software.\n- Priya works for Summit Energy.\n- Mateo reports to Yuki.\n- Felix reports to Mateo.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Malmo.\n- Ravi works for Ironwood Manufacturing.\n- Dmitri works for Pinnacle Software.\n- Zoya reports to Nadia.\n- Tessa works for Pinnacle Software.\n- Chiara reports to Ravi.\n- Ironwood Manufacturing was founded in 1986.\n- Lucia reports to Zoya.\n- Pablo works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2013.\n- Felix works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pinnacle Software is headquartered in Malmo.\n- Pablo reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16756", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7804: employee Yuki T., hired 27 December 2022, separated 06 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7804?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16757", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16758", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16759", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 85359 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16760", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 15 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 March 2023): For employees hired on or after 07 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7481: employee Aisha K., hired 04 February 2020, separated 03 May 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7481?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16761", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16762", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Felix works for Vantage Air.\n- Nadia works for Vantage Air.\n- Callum works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Lattice Analytics was founded in 2010.\n- Nadia reports to Felix.\n- Dmitri works for Cobalt Health.\n- Meridian Bank is headquartered in Nagoya.\n- Mei reports to Nadia.\n- Meridian Bank was founded in 2001.\n- Vantage Air is headquartered in Nagoya.\n- Felix reports to Callum.\n- Cobalt Health is headquartered in Turku.\n- Lattice Analytics is headquartered in Cork.\n- Wren works for Meridian Bank.\n- Dmitri reports to Wren.\n- Priya works for Lattice Analytics.\n- Cobalt Health was founded in 1989.\n- Vantage Air was founded in 1977.\n- Viktor reports to Priya.\n- Callum reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16764", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16765", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16766", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16767", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Dmitri.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Tallinn.\n- Crescent Telecom was founded in 1992.\n- Cedar Retail Group was founded in 1994.\n- Cedar Retail Group is headquartered in Nagoya.\n- Viktor reports to Yuki.\n- Atlas Freight is headquartered in Tallinn.\n- Viktor works for Atlas Freight.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri works for Atlas Freight.\n- Tessa works for Crescent Telecom.\n- Wren works for Pinnacle Software.\n- Atlas Freight was founded in 1997.\n- Dmitri reports to Sofia.\n- Stefan reports to Viktor.\n- Yuki reports to Priya.\n- Wren reports to Tessa.\n- Sofia works for Pinnacle Software.\n- Tessa reports to Stefan.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16769", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4556: employee Mara S., hired 15 November 2020, separated 24 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4556?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16770", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2356: employee Ingrid R., hired 02 December 2021, separated 02 March 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2356?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Sanne works for Fernhill Foods.\n- Bruno reports to Wren.\n- Anders works for Pinnacle Software.\n- Northwind Systems was founded in 2010.\n- Sanne reports to Yuki.\n- Crescent Telecom is headquartered in Ghent.\n- Fernhill Foods was founded in 2012.\n- Nadia reports to Sanne.\n- Northwind Systems is headquartered in Leeds.\n- Pinnacle Software was founded in 2008.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Kenji reports to Omar.\n- Omar works for Fernhill Foods.\n- Wren reports to Anders.\n- Mei works for Crescent Telecom.\n- Wren works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Viktor works for Northwind Systems.\n- Aisha works for Pinnacle Software.\n- Crescent Telecom was founded in 1982.\n- Viktor reports to Mei.\n- Omar reports to Aisha.\n- Chiara reports to Kenji.\n- Nadia works for Pinnacle Software.\n- Aisha reports to Nadia.\n- Bruno works for Crescent Telecom.\n- Chiara works for Northwind Systems.\n- Anders reports to Chiara.\n- Yuki reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16772", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9395: employee Pablo B., hired 13 October 2021, separated 25 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9395?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16773", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16774", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16775", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8926: employee Ravi M., hired 04 February 2023, separated 23 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8926?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Nadia.\n- Hana reports to Priya.\n- Yuki reports to Hana.\n- Ravi works for Northwind Systems.\n- Priya works for Crescent Telecom.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Mei.\n- Crescent Telecom was founded in 2013.\n- Nadia reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Mei reports to Yuki.\n- Cedar Retail Group was founded in 1981.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Hana works for Crescent Telecom.\n- Tessa reports to Ravi.\n- Beacon Insurance is headquartered in Halifax.\n- Ravi reports to Ingrid.\n- Northwind Systems was founded in 1992.\n- Yuki works for Cedar Retail Group.\n- Lucia works for Beacon Insurance.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Lucia reports to Zoya.\n- Mei works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Stefan reports to Lucia.\n- Tessa works for Beacon Insurance.\n- Nadia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Adelaide.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16777", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16778", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9923: employee Anders M., hired 13 May 2024, separated 11 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9923?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16779", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5727: employee Callum R., hired 25 March 2021, separated 08 December 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5727?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16780", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Aisha reports to Felix.\n- Atlas Freight was founded in 1988.\n- Kenji works for Atlas Freight.\n- Deshawn reports to Callum.\n- Priya works for Fernhill Foods.\n- Mateo reports to Tessa.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum reports to Mateo.\n- Stefan works for Cobalt Health.\n- Cedar Retail Group was founded in 1996.\n- Felix reports to Priya.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods was founded in 1991.\n- Mateo works for Cobalt Health.\n- Bruno works for Fernhill Foods.\n- Atlas Freight is headquartered in Malmo.\n- Aisha works for Atlas Freight.\n- Cobalt Health was founded in 1998.\n- Fernhill Foods is headquartered in Leeds.\n- Bruno reports to Deshawn.\n- Tessa works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Tessa reports to Aisha.\n- Priya reports to Stefan.\n- Deshawn works for Cobalt Health.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16782", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Nadia reports to Bruno.\n- Meridian Bank was founded in 1996.\n- Felix reports to Priya.\n- Pinnacle Software was founded in 1999.\n- Meridian Bank is headquartered in Basel.\n- Priya reports to Jonas.\n- Mateo works for Pinnacle Software.\n- Jonas reports to Mateo.\n- Mara works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.\n- Dmitri reports to Stefan.\n- Bruno works for Meridian Bank.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software is headquartered in Basel.\n- Deshawn reports to Pablo.\n- Mateo reports to Dmitri.\n- Viktor reports to Deshawn.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Pablo reports to Nadia.\n- Dmitri works for Meridian Bank.\n- Felix works for Bluepine Aviation.\n- Stefan reports to Viktor.\n- Bruno reports to Mara.\n- Nadia works for Pinnacle Software.\n- Bluepine Aviation was founded in 1975.\n- Beacon Insurance was founded in 2011.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16784", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2220: employee Tessa B., hired 09 November 2020, separated 19 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-2220 under the controlling rules.", "criteria": {"0": "$19,600", "1": "$84,933", "2": "$17,600", "3": "$19,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16785", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16786", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16787", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Bruno.\n- Cedar Retail Group is headquartered in Malmo.\n- Anders reports to Callum.\n- Summit Energy was founded in 2011.\n- Summit Energy is headquartered in Malmo.\n- Sofia reports to Nadia.\n- Hana works for Pinnacle Software.\n- Ingrid reports to Tobias.\n- Pinnacle Software is headquartered in Leeds.\n- Tobias works for Pinnacle Software.\n- Fernhill Foods is headquartered in Leeds.\n- Hana reports to Ingrid.\n- Sofia works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Bruno works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Anders works for Fernhill Foods.\n- Callum works for Cedar Retail Group.\n- Nadia reports to Hana.\n- Tobias reports to Dmitri.\n- Fernhill Foods was founded in 2000.\n- Callum reports to Viktor.\n- Ingrid works for Fernhill Foods.\n- Viktor reports to Sofia.\n- Cedar Retail Group was founded in 2001.\n- Pinnacle Software was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16789", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16790", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Elena works for Meridian Bank.\n- Lucia works for Bluepine Aviation.\n- Zoya reports to Priya.\n- Leila works for Beacon Insurance.\n- Beacon Insurance was founded in 1986.\n- Sofia works for Bluepine Aviation.\n- Chiara reports to Lucia.\n- Chiara works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Lucia reports to Stefan.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 2005.\n- Stefan reports to Leila.\n- Zoya works for Beacon Insurance.\n- Dmitri reports to Elena.\n- Priya reports to Chiara.\n- Sofia reports to Aisha.\n- Meridian Bank is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Halifax.\n- Stefan works for Meridian Bank.\n- Beacon Insurance is headquartered in Tallinn.\n- Meridian Bank was founded in 1997.\n- Bluepine Aviation was founded in 1984.\n- Dmitri works for Lattice Analytics.\n- Priya works for Meridian Bank.\n- Elena reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Halifax.\n- Atlas Freight is headquartered in Adelaide.\n- Yuki reports to Wren.\n- Viktor works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2000.\n- Hana works for Cobalt Health.\n- Callum works for Atlas Freight.\n- Ingrid works for Ironwood Manufacturing.\n- Wren reports to Viktor.\n- Priya reports to Ingrid.\n- Priya works for Cedar Retail Group.\n- Cobalt Health is headquartered in Halifax.\n- Wren works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sofia reports to Yuki.\n- Ingrid reports to Hana.\n- Hana reports to Sofia.\n- Cobalt Health was founded in 2007.\n- Cedar Retail Group was founded in 2011.\n- Atlas Freight was founded in 2015.\n- Callum reports to Priya.\n- Sofia works for Ironwood Manufacturing.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16793", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16794", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16795", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2794: employee Mateo B., hired 16 May 2022, separated 16 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2794?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Austin.\n- Mara works for Ironwood Manufacturing.\n- Bruno works for Helios Logistics.\n- Chiara reports to Sanne.\n- Amara works for Bluepine Aviation.\n- Priya reports to Amara.\n- Helios Logistics was founded in 2010.\n- Meridian Bank was founded in 2012.\n- Tessa works for Bluepine Aviation.\n- Meridian Bank is headquartered in Basel.\n- Felix works for Ironwood Manufacturing.\n- Mei reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Ravi works for Meridian Bank.\n- Mei works for Helios Logistics.\n- Bluepine Aviation was founded in 2003.\n- Amara reports to Felix.\n- Sanne works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Bruno reports to Priya.\n- Mara reports to Mei.\n- Chiara works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2012.\n- Helios Logistics is headquartered in Brno.\n- Sanne reports to Tessa.\n- Ironwood Manufacturing is headquartered in Brno.\n- Felix reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16797", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_timer", "2": "set_alarm", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Sofia.\n- Hana works for Helios Logistics.\n- Aisha works for Vantage Air.\n- Cobalt Health was founded in 1991.\n- Wren reports to Callum.\n- Helios Logistics is headquartered in Dunedin.\n- Callum reports to Mateo.\n- Amara works for Cobalt Health.\n- Yuki reports to Pablo.\n- Callum works for Crescent Telecom.\n- Cobalt Health is headquartered in Malmo.\n- Pablo reports to Stefan.\n- Helios Logistics was founded in 2010.\n- Sofia reports to Hana.\n- Vantage Air was founded in 1982.\n- Mateo works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Hana reports to Wren.\n- Stefan works for Helios Logistics.\n- Yuki works for Vantage Air.\n- Wren works for Vantage Air.\n- Stefan reports to Aisha.\n- Amara reports to Yuki.\n- Sofia works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.\n- Crescent Telecom was founded in 2007.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Stefan.\n- Fernhill Foods was founded in 2005.\n- Kenji works for Fernhill Foods.\n- Emeka reports to Leila.\n- Dmitri works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Deshawn reports to Bruno.\n- Wren works for Beacon Insurance.\n- Lattice Analytics is headquartered in Porto.\n- Leila reports to Mateo.\n- Anders reports to Kenji.\n- Priya reports to Chiara.\n- Stefan reports to Wren.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 1994.\n- Fernhill Foods is headquartered in Porto.\n- Deshawn works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Beacon Insurance is headquartered in Dunedin.\n- Mateo works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Chiara reports to Anders.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Mateo reports to Priya.\n- Dmitri reports to Deshawn.\n- Northwind Systems is headquartered in Porto.\n- Beacon Insurance was founded in 2013.\n- Kenji reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16800", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9723: employee Leila R., hired 26 April 2021, separated 31 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9723?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16801", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16802", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16803", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16804", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16805", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mateo.\n- Nadia reports to Omar.\n- Stefan works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Ravi reports to Sofia.\n- Ingrid works for Summit Energy.\n- Viktor works for Fernhill Foods.\n- Summit Energy was founded in 1980.\n- Sofia works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Priya works for Summit Energy.\n- Omar works for Fernhill Foods.\n- Yuki works for Northwind Systems.\n- Zoya works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Yuki reports to Nadia.\n- Stefan reports to Ravi.\n- Sofia reports to Zoya.\n- Mateo reports to Yuki.\n- Summit Energy is headquartered in Tallinn.\n- Ravi works for Summit Energy.\n- Nadia works for Fernhill Foods.\n- Viktor reports to Hana.\n- Cobalt Health was founded in 1980.\n- Hana reports to Ingrid.\n- Fernhill Foods is headquartered in Valencia.\n- Fernhill Foods was founded in 2007.\n- Zoya reports to Priya.\n- Northwind Systems was founded in 1981.\n- Hana works for Summit Energy.\n- Priya reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16807", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Adelaide.\n- Tobias reports to Lucia.\n- Dmitri reports to Yuki.\n- Crescent Telecom is headquartered in Lyon.\n- Mara reports to Sofia.\n- Crescent Telecom was founded in 2006.\n- Leila works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1982.\n- Hana works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Lucia reports to Dmitri.\n- Tobias works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Tessa reports to Tobias.\n- Mara works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Mei reports to Hana.\n- Hana reports to Mara.\n- Sofia works for Pinnacle Software.\n- Sofia reports to Leila.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1997.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri works for Crescent Telecom.\n- Yuki reports to Mei.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16809", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16810", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 1599 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Pinnacle Software was founded in 2002.\n- Crescent Telecom is headquartered in Lyon.\n- Ingrid reports to Callum.\n- Nadia reports to Priya.\n- Callum works for Pinnacle Software.\n- Beacon Insurance was founded in 2006.\n- Priya works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Lyon.\n- Ingrid works for Beacon Insurance.\n- Mara works for Crescent Telecom.\n- Anders reports to Bruno.\n- Mara reports to Ingrid.\n- Callum reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Priya reports to Anders.\n- Crescent Telecom was founded in 2006.\n- Beacon Insurance is headquartered in Dunedin.\n- Sanne reports to Nadia.\n- Anders works for Fernhill Foods.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2013.\n- Aisha reports to Elena.\n- Stefan works for Helios Logistics.\n- Mateo works for Atlas Freight.\n- Callum reports to Mateo.\n- Pinnacle Software is headquartered in Basel.\n- Callum works for Meridian Bank.\n- Deshawn works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Mateo reports to Felix.\n- Stefan reports to Aisha.\n- Pinnacle Software was founded in 2010.\n- Deshawn reports to Pablo.\n- Elena works for Atlas Freight.\n- Helios Logistics is headquartered in Lyon.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Atlas Freight was founded in 2001.\n- Helios Logistics was founded in 2003.\n- Atlas Freight is headquartered in Lyon.\n- Felix reports to Stefan.\n- Felix works for Atlas Freight.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16813", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8116: employee Yuki M., hired 03 October 2024, separated 25 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-8116 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,100", "2": "$15,167", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Summit Energy was founded in 1996.\n- Pablo works for Summit Energy.\n- Aisha reports to Stefan.\n- Stefan reports to Omar.\n- Mei works for Summit Energy.\n- Omar reports to Ingrid.\n- Pablo reports to Emeka.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 1985.\n- Ingrid reports to Pablo.\n- Kenji reports to Mei.\n- Felix reports to Aisha.\n- Emeka reports to Kenji.\n- Cedar Retail Group is headquartered in Basel.\n- Aisha works for Helios Logistics.\n- Nadia reports to Felix.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Stefan works for Summit Energy.\n- Emeka works for Helios Logistics.\n- Cedar Retail Group was founded in 2006.\n- Felix works for Helios Logistics.\n- Atlas Freight is headquartered in Porto.\n- Summit Energy is headquartered in Dunedin.\n- Omar works for Helios Logistics.\n- Nadia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16815", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Wren.\n- Pablo works for Northwind Systems.\n- Deshawn works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Wren works for Summit Energy.\n- Northwind Systems is headquartered in Ghent.\n- Zoya reports to Elena.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Pablo reports to Callum.\n- Dmitri works for Northwind Systems.\n- Deshawn reports to Zoya.\n- Summit Energy is headquartered in Bergen.\n- Hana reports to Pablo.\n- Tessa reports to Amara.\n- Summit Energy was founded in 2007.\n- Lucia works for Summit Energy.\n- Yuki works for Northwind Systems.\n- Cobalt Health is headquartered in Porto.\n- Meridian Bank was founded in 2005.\n- Lucia reports to Tessa.\n- Zoya works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Northwind Systems was founded in 2008.\n- Tessa works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Callum reports to Lucia.\n- Wren reports to Deshawn.\n- Yuki reports to Dmitri.\n- Amara reports to Yuki.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.\n- Omar reports to Ingrid.\n- Aisha works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Turku.\n- Lattice Analytics is headquartered in Tallinn.\n- Lattice Analytics was founded in 2000.\n- Ironwood Manufacturing was founded in 1986.\n- Ingrid works for Beacon Insurance.\n- Cedar Retail Group was founded in 1977.\n- Beacon Insurance was founded in 1984.\n- Dmitri works for Lattice Analytics.\n- Amara reports to Omar.\n- Zoya reports to Yuki.\n- Mateo reports to Dmitri.\n- Yuki reports to Aisha.\n- Aisha reports to Amara.\n- Mateo works for Ironwood Manufacturing.\n- Ingrid reports to Mateo.\n- Omar works for Cedar Retail Group.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki works for Bluepine Aviation.\n- Bruno works for Fernhill Foods.\n- Dmitri reports to Tessa.\n- Wren reports to Hana.\n- Viktor reports to Wren.\n- Fernhill Foods is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Bluepine Aviation was founded in 1988.\n- Ironwood Manufacturing was founded in 1999.\n- Sanne reports to Aisha.\n- Northwind Systems is headquartered in Valencia.\n- Yuki reports to Dmitri.\n- Mara reports to Bruno.\n- Fernhill Foods was founded in 1978.\n- Bruno reports to Viktor.\n- Hana works for Northwind Systems.\n- Sanne works for Fernhill Foods.\n- Hana reports to Sanne.\n- Mara works for Bluepine Aviation.\n- Wren works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Aisha reports to Yuki.\n- Northwind Systems was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16819", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6093: employee Hana M., hired 07 August 2024, separated 27 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6093?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6093 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16820", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2391: employee Elena M., hired 06 April 2024, separated 25 September 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2025-2391 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,500", "2": "$2,625", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16821", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 June 2025): For employees hired on or after 12 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2864: employee Leila B., hired 06 July 2022, separated 13 January 2027 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-2864 under the controlling rules.", "criteria": {"0": "$11,812", "1": "$11,900", "2": "$12,900", "3": "$51,567"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16822", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9454: employee Zoya R., hired 27 December 2021, separated 14 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9454?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Fernhill Foods was founded in 1988.\n- Dmitri works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Brno.\n- Nadia works for Vantage Air.\n- Felix works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Dmitri reports to Stefan.\n- Elena reports to Nadia.\n- Anders reports to Ravi.\n- Nadia reports to Anders.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1988.\n- Vantage Air is headquartered in Lyon.\n- Elena works for Vantage Air.\n- Cedar Retail Group was founded in 2010.\n- Emeka works for Vantage Air.\n- Anders works for Fernhill Foods.\n- Ravi reports to Felix.\n- Felix reports to Emeka.\n- Stefan reports to Elena.\n- Vantage Air was founded in 2000.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16825", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5829: employee Kenji R., hired 06 March 2025, separated 12 March 2027 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5829?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1979.\n- Summit Energy is headquartered in Austin.\n- Aisha reports to Ravi.\n- Sofia works for Bluepine Aviation.\n- Chiara works for Meridian Bank.\n- Bluepine Aviation was founded in 2001.\n- Lattice Analytics was founded in 2011.\n- Ravi reports to Pablo.\n- Ingrid reports to Nadia.\n- Summit Energy was founded in 2003.\n- Pablo works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Pablo reports to Ingrid.\n- Kenji reports to Chiara.\n- Sofia reports to Kenji.\n- Nadia reports to Sofia.\n- Ingrid works for Lattice Analytics.\n- Aisha works for Summit Energy.\n- Meridian Bank is headquartered in Turku.\n- Lattice Analytics is headquartered in Austin.\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16827", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16828", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2302: employee Aisha T., hired 19 August 2021, separated 04 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2302?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16829", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3254: employee Deshawn S., hired 28 April 2022, separated 28 September 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3254?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16830", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16831", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 32544 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Callum.\n- Zoya reports to Deshawn.\n- Mateo works for Cedar Retail Group.\n- Tobias reports to Yuki.\n- Beacon Insurance was founded in 1989.\n- Cobalt Health is headquartered in Cork.\n- Felix reports to Zoya.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tampere.\n- Lucia reports to Tobias.\n- Beacon Insurance is headquartered in Tampere.\n- Callum reports to Mateo.\n- Amara reports to Lucia.\n- Helios Logistics was founded in 1979.\n- Callum works for Beacon Insurance.\n- Sanne reports to Felix.\n- Amara works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Deshawn works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Yuki reports to Sanne.\n- Cobalt Health was founded in 2015.\n- Zoya works for Beacon Insurance.\n- Lucia works for Helios Logistics.\n- Mateo reports to Pablo.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 1992.\n- Deshawn reports to Aisha.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16833", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "control_lights", "3": "set_timer", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16834", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7948: employee Stefan M., hired 22 November 2023, separated 05 January 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-7948 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$3,150", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16835", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6050: employee Deshawn B., hired 30 June 2022, separated 27 August 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-6050 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,500", "2": "$5,600", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16836", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 60207\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16837", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 06 March 2023): For employees hired on or after 06 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2040: employee Sanne R., hired 30 October 2020, separated 09 August 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2040?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Tessa reports to Amara.\n- Sanne reports to Elena.\n- Pinnacle Software was founded in 1994.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air was founded in 1992.\n- Vantage Air is headquartered in Halifax.\n- Elena works for Pinnacle Software.\n- Tessa works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Anders reports to Emeka.\n- Bluepine Aviation was founded in 2000.\n- Chiara works for Bluepine Aviation.\n- Amara reports to Anders.\n- Bluepine Aviation is headquartered in Valencia.\n- Summit Energy was founded in 2012.\n- Amara works for Summit Energy.\n- Tobias reports to Sanne.\n- Callum reports to Chiara.\n- Anders works for Vantage Air.\n- Chiara reports to Tobias.\n- Elena reports to Tessa.\n- Emeka reports to Pablo.\n- Sanne works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Valencia", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16839", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4802: employee Yuki A., hired 26 May 2024, separated 16 October 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4802?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16840", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4402: employee Ravi T., hired 22 April 2023, separated 16 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-4402 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,000", "2": "$2,550", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16841", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16842", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6346: employee Amara A., hired 24 October 2021, separated 02 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6346?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-16843", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16844", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16845", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9577: employee Priya S., hired 16 October 2020, separated 03 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9577?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16846", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 December 2025): For employees hired on or after 04 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8592: employee Amara T., hired 31 July 2023, separated 16 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8592?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Bruno reports to Emeka.\n- Pablo reports to Yuki.\n- Yuki works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Sanne reports to Amara.\n- Elena works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Wren works for Vantage Air.\n- Lattice Analytics was founded in 1992.\n- Lattice Analytics is headquartered in Nagoya.\n- Atlas Freight is headquartered in Bergen.\n- Zoya works for Northwind Systems.\n- Pablo works for Vantage Air.\n- Bruno works for Lattice Analytics.\n- Yuki reports to Aisha.\n- Sanne works for Northwind Systems.\n- Aisha works for Lattice Analytics.\n- Elena reports to Sanne.\n- Atlas Freight was founded in 2006.\n- Northwind Systems was founded in 1977.\n- Northwind Systems is headquartered in Valencia.\n- Amara reports to Wren.\n- Zoya reports to Elena.\n- Vantage Air is headquartered in Bergen.\n- Emeka reports to Zoya.\n- Wren reports to Priya.\n- Leila reports to Bruno.\n- Priya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16848", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Fernhill Foods is headquartered in Adelaide.\n- Bruno reports to Tessa.\n- Stefan reports to Omar.\n- Wren reports to Deshawn.\n- Dmitri reports to Mei.\n- Mei works for Ironwood Manufacturing.\n- Deshawn works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mei reports to Pablo.\n- Deshawn reports to Stefan.\n- Tobias reports to Dmitri.\n- Tessa reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Stefan works for Fernhill Foods.\n- Helios Logistics was founded in 2014.\n- Omar reports to Tobias.\n- Ironwood Manufacturing was founded in 1982.\n- Fernhill Foods was founded in 1985.\n- Helios Logistics is headquartered in Turku.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Tessa works for Fernhill Foods.\n- Tobias works for Helios Logistics.\n- Pablo works for Fernhill Foods.\n- Bruno works for Helios Logistics.\n- Atlas Freight was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1978", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16850", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8661: employee Sanne B., hired 01 January 2021, separated 25 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8661?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2000.\n- Ironwood Manufacturing was founded in 1988.\n- Atlas Freight was founded in 2002.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka reports to Mara.\n- Mei works for Meridian Bank.\n- Cobalt Health was founded in 2014.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Wren works for Atlas Freight.\n- Zoya reports to Omar.\n- Mei reports to Zoya.\n- Cobalt Health is headquartered in Valencia.\n- Deshawn works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Leila works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Omar reports to Jonas.\n- Nadia reports to Mei.\n- Emeka works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Meridian Bank is headquartered in Oslo.\n- Tobias reports to Wren.\n- Jonas works for Meridian Bank.\n- Deshawn reports to Emeka.\n- Mara reports to Nadia.\n- Wren reports to Leila.\n- Omar works for Meridian Bank.\n- Jonas reports to Tobias.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2009", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16852", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16853", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2167: employee Emeka R., hired 13 February 2023, separated 12 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2167?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Sofia reports to Pablo.\n- Ironwood Manufacturing was founded in 1998.\n- Crescent Telecom is headquartered in Dunedin.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Tessa reports to Bruno.\n- Tessa works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Austin.\n- Pablo works for Crescent Telecom.\n- Bruno works for Vantage Air.\n- Felix reports to Jonas.\n- Bruno reports to Felix.\n- Felix works for Bluepine Aviation.\n- Crescent Telecom was founded in 2002.\n- Pablo reports to Viktor.\n- Ironwood Manufacturing is headquartered in Austin.\n- Jonas reports to Sofia.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Viktor reports to Aisha.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "2005", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16855", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 December 2022): For employees hired on or after 06 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8227: employee Pablo R., hired 27 November 2021, separated 03 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8227?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16856", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16857", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2126: employee Kenji M., hired 01 June 2019, separated 13 September 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2126?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Ingrid works for Vantage Air.\n- Hana reports to Omar.\n- Vantage Air is headquartered in Tampere.\n- Anders reports to Ingrid.\n- Ingrid reports to Aisha.\n- Bluepine Aviation is headquartered in Austin.\n- Atlas Freight was founded in 1981.\n- Omar works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1983.\n- Pablo works for Bluepine Aviation.\n- Yuki reports to Viktor.\n- Bluepine Aviation was founded in 2014.\n- Sanne works for Cedar Retail Group.\n- Mateo reports to Hana.\n- Aisha reports to Mateo.\n- Yuki works for Vantage Air.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Sanne.\n- Viktor reports to Priya.\n- Priya reports to Anders.\n- Atlas Freight is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Bergen.\n- Vantage Air was founded in 2007.\n- Sanne reports to Pablo.\n- Pablo reports to Yuki.\n- Hana works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Viktor works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Zoya reports to Tessa.\n- Mateo works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Felix reports to Wren.\n- Vantage Air was founded in 1990.\n- Cobalt Health is headquartered in Leeds.\n- Omar reports to Felix.\n- Cobalt Health was founded in 1991.\n- Zoya works for Vantage Air.\n- Mateo reports to Leila.\n- Sofia reports to Mara.\n- Beacon Insurance is headquartered in Malmo.\n- Wren reports to Sofia.\n- Felix works for Pinnacle Software.\n- Beacon Insurance was founded in 1988.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 2001.\n- Sofia works for Vantage Air.\n- Tessa reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Leila works for Cobalt Health.\n- Mara works for Vantage Air.\n- Wren works for Beacon Insurance.\n- Vantage Air is headquartered in Leeds.\n- Mara reports to Mateo.\n- Leila reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16860", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1990.\n- Bluepine Aviation is headquartered in Tallinn.\n- Stefan reports to Emeka.\n- Viktor reports to Tessa.\n- Atlas Freight is headquartered in Dunedin.\n- Stefan works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Wren reports to Dmitri.\n- Vantage Air is headquartered in Dunedin.\n- Hana works for Vantage Air.\n- Tessa works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Wren works for Vantage Air.\n- Atlas Freight was founded in 2002.\n- Emeka reports to Wren.\n- Bluepine Aviation was founded in 2006.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Hana reports to Viktor.\n- Dmitri reports to Hana.\n- Ravi works for Atlas Freight.\n- Ravi reports to Stefan.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2005", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16862", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16863", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Pablo.\n- Fernhill Foods is headquartered in Oslo.\n- Mateo reports to Stefan.\n- Jonas works for Cobalt Health.\n- Emeka reports to Anders.\n- Meridian Bank was founded in 1993.\n- Emeka works for Cobalt Health.\n- Pablo reports to Jonas.\n- Kenji works for Ironwood Manufacturing.\n- Jonas reports to Kenji.\n- Fernhill Foods was founded in 2005.\n- Kenji reports to Emeka.\n- Pablo works for Ironwood Manufacturing.\n- Mateo works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Stefan works for Fernhill Foods.\n- Meridian Bank is headquartered in Austin.\n- Cobalt Health was founded in 1993.\n- Ironwood Manufacturing was founded in 1995.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Anders reports to Hana.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Beacon Insurance is headquartered in Brno.\n- Ravi reports to Amara.\n- Aisha reports to Dmitri.\n- Atlas Freight is headquartered in Ghent.\n- Amara reports to Elena.\n- Lucia reports to Jonas.\n- Lattice Analytics is headquartered in Ghent.\n- Jonas reports to Emeka.\n- Crescent Telecom was founded in 2005.\n- Atlas Freight was founded in 1978.\n- Lattice Analytics was founded in 2003.\n- Aisha works for Lattice Analytics.\n- Dmitri reports to Ravi.\n- Emeka works for Atlas Freight.\n- Crescent Telecom is headquartered in Brno.\n- Lucia works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Amara works for Lattice Analytics.\n- Beacon Insurance was founded in 1989.\n- Elena works for Beacon Insurance.\n- Elena reports to Lucia.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Deshawn reports to Dmitri.\n- Tobias reports to Kenji.\n- Emeka reports to Chiara.\n- Lucia reports to Tobias.\n- Summit Energy was founded in 1989.\n- Chiara reports to Deshawn.\n- Chiara works for Beacon Insurance.\n- Meridian Bank is headquartered in Brno.\n- Emeka works for Summit Energy.\n- Deshawn works for Vantage Air.\n- Summit Energy is headquartered in Oslo.\n- Vantage Air was founded in 2012.\n- Vantage Air is headquartered in Bergen.\n- Leila reports to Lucia.\n- Tobias works for Vantage Air.\n- Beacon Insurance was founded in 1984.\n- Leila works for Beacon Insurance.\n- Meridian Bank was founded in 2010.\n- Dmitri reports to Leila.\n- Kenji works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Pablo.\n- Sanne reports to Stefan.\n- Viktor reports to Tessa.\n- Chiara works for Lattice Analytics.\n- Elena reports to Chiara.\n- Dmitri works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Kenji reports to Tobias.\n- Jonas reports to Kenji.\n- Aisha works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Aisha reports to Viktor.\n- Beacon Insurance is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Stefan works for Pinnacle Software.\n- Viktor works for Ironwood Manufacturing.\n- Sanne works for Beacon Insurance.\n- Jonas works for Lattice Analytics.\n- Pablo reports to Aisha.\n- Chiara reports to Jonas.\n- Ironwood Manufacturing was founded in 2015.\n- Kenji works for Beacon Insurance.\n- Tobias works for Pinnacle Software.\n- Tessa reports to Dmitri.\n- Lattice Analytics was founded in 1977.\n- Beacon Insurance was founded in 1996.\n- Tobias reports to Sanne.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16868", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1638: employee Ingrid M., hired 13 October 2021, separated 19 February 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1638?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16869", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7459: employee Hana T., hired 15 December 2022, separated 24 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7459?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16870", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Leila.\n- Dmitri reports to Mara.\n- Mara reports to Emeka.\n- Leila reports to Dmitri.\n- Beacon Insurance is headquartered in Nagoya.\n- Hana works for Pinnacle Software.\n- Leila works for Fernhill Foods.\n- Northwind Systems was founded in 1982.\n- Wren works for Northwind Systems.\n- Hana reports to Viktor.\n- Dmitri works for Pinnacle Software.\n- Zoya works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1987.\n- Anders works for Fernhill Foods.\n- Emeka works for Northwind Systems.\n- Fernhill Foods is headquartered in Adelaide.\n- Pinnacle Software was founded in 1985.\n- Anders reports to Tessa.\n- Zoya reports to Anders.\n- Northwind Systems is headquartered in Adelaide.\n- Fernhill Foods was founded in 2015.\n- Tessa reports to Hana.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Emeka reports to Zoya.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16872", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9456: employee Callum B., hired 30 March 2024, separated 05 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9456?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16873", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer", "4": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16874", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4940: employee Callum M., hired 28 October 2023, separated 15 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4940?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4940 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16875", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3108: employee Ingrid T., hired 24 October 2023, separated 30 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3108?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Dmitri works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2015.\n- Omar works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Priya works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias reports to Chiara.\n- Chiara reports to Ravi.\n- Ironwood Manufacturing was founded in 1979.\n- Cedar Retail Group is headquartered in Nagoya.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias works for Cobalt Health.\n- Ravi reports to Nadia.\n- Mateo reports to Omar.\n- Omar reports to Anders.\n- Priya reports to Dmitri.\n- Nadia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2011.\n- Lucia reports to Tobias.\n- Anders reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1981", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Lucia.\n- Fernhill Foods is headquartered in Ghent.\n- Wren reports to Aisha.\n- Atlas Freight is headquartered in Adelaide.\n- Aisha works for Atlas Freight.\n- Mara works for Meridian Bank.\n- Anders reports to Felix.\n- Callum works for Atlas Freight.\n- Bruno reports to Tobias.\n- Amara works for Meridian Bank.\n- Bluepine Aviation is headquartered in Adelaide.\n- Tobias works for Meridian Bank.\n- Wren works for Atlas Freight.\n- Fernhill Foods was founded in 2001.\n- Ravi works for Bluepine Aviation.\n- Stefan reports to Wren.\n- Meridian Bank was founded in 2000.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 2003.\n- Ravi reports to Stefan.\n- Amara reports to Callum.\n- Callum reports to Mara.\n- Lucia works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Lucia reports to Amara.\n- Stefan works for Fernhill Foods.\n- Mara reports to Ravi.\n- Bluepine Aviation was founded in 1987.\n- Aisha reports to Anders.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16878", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mei.\n- Tessa works for Vantage Air.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Sofia reports to Kenji.\n- Chiara reports to Wren.\n- Mei works for Vantage Air.\n- Cobalt Health is headquartered in Brno.\n- Kenji works for Fernhill Foods.\n- Mei reports to Stefan.\n- Stefan reports to Mateo.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Fernhill Foods is headquartered in Brno.\n- Bruno reports to Amara.\n- Amara reports to Aisha.\n- Vantage Air was founded in 1979.\n- Wren reports to Tessa.\n- Mateo works for Vantage Air.\n- Helios Logistics is headquartered in Nagoya.\n- Fernhill Foods was founded in 1991.\n- Vantage Air is headquartered in Nagoya.\n- Wren works for Cobalt Health.\n- Aisha reports to Sofia.\n- Bruno works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Mateo reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Nadia works for Helios Logistics.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Northwind Systems.\n- Mateo reports to Callum.\n- Mateo works for Cobalt Health.\n- Sofia reports to Mara.\n- Kenji reports to Amara.\n- Elena works for Cobalt Health.\n- Nadia reports to Elena.\n- Mei works for Fernhill Foods.\n- Northwind Systems was founded in 1987.\n- Northwind Systems is headquartered in Malmo.\n- Elena reports to Mei.\n- Omar works for Crescent Telecom.\n- Fernhill Foods is headquartered in Malmo.\n- Cobalt Health is headquartered in Porto.\n- Kenji works for Northwind Systems.\n- Fernhill Foods was founded in 2007.\n- Callum reports to Omar.\n- Crescent Telecom is headquartered in Ghent.\n- Cobalt Health was founded in 2001.\n- Nadia works for Crescent Telecom.\n- Amara reports to Sofia.\n- Omar reports to Nadia.\n- Mara works for Cobalt Health.\n- Crescent Telecom was founded in 2007.\n- Callum works for Northwind Systems.\n- Mei reports to Kenji.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16881", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7263: employee Aisha S., hired 07 April 2022, separated 25 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7263?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16882", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16883", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3692: employee Omar R., hired 25 February 2024, separated 05 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3692?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16884", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 June 2023): For employees hired on or after 02 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8778: employee Amara K., hired 21 January 2023, separated 11 October 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8778?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2007.\n- Stefan reports to Tobias.\n- Stefan works for Meridian Bank.\n- Viktor reports to Omar.\n- Anders reports to Sanne.\n- Omar reports to Bruno.\n- Meridian Bank is headquartered in Tallinn.\n- Lattice Analytics was founded in 2012.\n- Tobias reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tallinn.\n- Sanne works for Meridian Bank.\n- Bruno works for Lattice Analytics.\n- Sanne reports to Viktor.\n- Mara reports to Anders.\n- Omar works for Meridian Bank.\n- Viktor works for Fernhill Foods.\n- Bruno reports to Jonas.\n- Fernhill Foods is headquartered in Bergen.\n- Jonas works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1981.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Meridian Bank was founded in 2012.\n- Anders works for Lattice Analytics.\n- Aisha reports to Stefan.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2010", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Dmitri.\n- Ravi reports to Chiara.\n- Aisha works for Crescent Telecom.\n- Dmitri reports to Sofia.\n- Kenji works for Crescent Telecom.\n- Atlas Freight was founded in 2003.\n- Summit Energy is headquartered in Cork.\n- Beacon Insurance is headquartered in Valencia.\n- Mara works for Atlas Freight.\n- Sofia works for Summit Energy.\n- Sofia reports to Mara.\n- Mara reports to Aisha.\n- Summit Energy was founded in 1975.\n- Viktor works for Crescent Telecom.\n- Ravi works for Atlas Freight.\n- Aisha reports to Kenji.\n- Felix works for Crescent Telecom.\n- Viktor reports to Felix.\n- Atlas Freight is headquartered in Valencia.\n- Crescent Telecom was founded in 2014.\n- Beacon Insurance was founded in 2005.\n- Bruno works for Beacon Insurance.\n- Crescent Telecom is headquartered in Cork.\n- Dmitri works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Kenji reports to Bruno.\n- Chiara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16887", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16888", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16889", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7314: employee Zoya M., hired 25 April 2022, separated 26 June 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7314?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16890", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1387: employee Zoya S., hired 04 September 2020, separated 03 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1387?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16891", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1132: employee Priya B., hired 23 October 2022, separated 28 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1132?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-16892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Viktor reports to Mei.\n- Viktor works for Northwind Systems.\n- Cobalt Health is headquartered in Oslo.\n- Zoya reports to Chiara.\n- Northwind Systems was founded in 1991.\n- Tessa reports to Emeka.\n- Northwind Systems is headquartered in Dunedin.\n- Aisha reports to Tessa.\n- Helios Logistics was founded in 1983.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Dmitri reports to Viktor.\n- Helios Logistics is headquartered in Tampere.\n- Sofia works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Callum works for Cobalt Health.\n- Callum reports to Sofia.\n- Mei works for Northwind Systems.\n- Mei reports to Aisha.\n- Aisha works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Meridian Bank is headquartered in Dunedin.\n- Chiara reports to Callum.\n- Emeka reports to Zoya.\n- Tessa works for Helios Logistics.\n- Meridian Bank was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16893", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1984.\n- Sanne reports to Jonas.\n- Nadia reports to Mara.\n- Emeka works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tallinn.\n- Ravi reports to Emeka.\n- Crescent Telecom is headquartered in Austin.\n- Leila works for Cobalt Health.\n- Callum reports to Ravi.\n- Zoya works for Helios Logistics.\n- Elena reports to Nadia.\n- Crescent Telecom was founded in 1994.\n- Ravi works for Helios Logistics.\n- Jonas reports to Hana.\n- Leila reports to Kenji.\n- Callum works for Ironwood Manufacturing.\n- Jonas works for Cobalt Health.\n- Kenji reports to Callum.\n- Cobalt Health is headquartered in Malmo.\n- Mara reports to Zoya.\n- Emeka reports to Elena.\n- Helios Logistics was founded in 2002.\n- Kenji works for Crescent Telecom.\n- Hana reports to Leila.\n- Cobalt Health was founded in 2015.\n- Elena works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Nadia.\n- Nadia works for Helios Logistics.\n- Chiara works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1981.\n- Helios Logistics is headquartered in Malmo.\n- Bruno reports to Omar.\n- Pinnacle Software is headquartered in Valencia.\n- Chiara reports to Kenji.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Helios Logistics was founded in 1981.\n- Omar works for Atlas Freight.\n- Beacon Insurance is headquartered in Dunedin.\n- Callum works for Atlas Freight.\n- Nadia reports to Ravi.\n- Callum reports to Bruno.\n- Pinnacle Software was founded in 2006.\n- Beacon Insurance was founded in 1986.\n- Elena works for Helios Logistics.\n- Omar reports to Elena.\n- Ravi reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Dunedin.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health is headquartered in Valencia.\n- Nadia reports to Amara.\n- Cedar Retail Group is headquartered in Valencia.\n- Omar works for Cobalt Health.\n- Wren reports to Felix.\n- Anders reports to Emeka.\n- Omar reports to Dmitri.\n- Pablo reports to Nadia.\n- Felix works for Cedar Retail Group.\n- Felix reports to Pablo.\n- Summit Energy was founded in 1982.\n- Dmitri reports to Tobias.\n- Hana works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Hana reports to Wren.\n- Dmitri works for Cedar Retail Group.\n- Anders works for Cobalt Health.\n- Nadia works for Pinnacle Software.\n- Emeka reports to Omar.\n- Tobias reports to Hana.\n- Tobias works for Summit Energy.\n- Pinnacle Software was founded in 1978.\n- Summit Energy is headquartered in Bergen.\n- Wren works for Cobalt Health.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Pablo works for Summit Energy.\n- Cobalt Health was founded in 1977.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Amara works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1982.\n- Hana works for Fernhill Foods.\n- Leila reports to Ingrid.\n- Pablo works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Ghent.\n- Fernhill Foods is headquartered in Cork.\n- Leila works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.\n- Ravi reports to Anders.\n- Yuki works for Pinnacle Software.\n- Ravi works for Fernhill Foods.\n- Jonas reports to Deshawn.\n- Pinnacle Software was founded in 2005.\n- Amara reports to Leila.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Fernhill Foods was founded in 2013.\n- Deshawn works for Pinnacle Software.\n- Ingrid reports to Hana.\n- Anders reports to Yuki.\n- Ingrid works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1982.\n- Deshawn reports to Ravi.\n- Anders works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Hana reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16898", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16899", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16900", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2528: employee Tessa R., hired 12 November 2020, separated 30 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-2528 under the controlling rules.", "criteria": {"0": "$6,100", "1": "$6,150", "2": "$26,433", "3": "$8,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Stefan.\n- Omar works for Pinnacle Software.\n- Vantage Air is headquartered in Tampere.\n- Mateo reports to Wren.\n- Cedar Retail Group is headquartered in Tampere.\n- Pinnacle Software is headquartered in Austin.\n- Stefan reports to Omar.\n- Pinnacle Software was founded in 2015.\n- Felix works for Bluepine Aviation.\n- Vantage Air was founded in 1990.\n- Stefan works for Pinnacle Software.\n- Omar reports to Kenji.\n- Mateo works for Cedar Retail Group.\n- Felix reports to Zoya.\n- Cedar Retail Group was founded in 2009.\n- Pablo works for Pinnacle Software.\n- Zoya works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2015.\n- Kenji reports to Pablo.\n- Bluepine Aviation is headquartered in Austin.\n- Wren works for Vantage Air.\n- Kenji works for Cedar Retail Group.\n- Pablo reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16902", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6276: employee Chiara A., hired 16 August 2020, separated 12 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6276?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16903", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8096: employee Leila A., hired 25 October 2020, separated 12 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8096?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-16904", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16905", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16906", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Ingrid works for Lattice Analytics.\n- Callum reports to Ingrid.\n- Ingrid reports to Dmitri.\n- Omar works for Meridian Bank.\n- Mara reports to Sofia.\n- Lattice Analytics was founded in 1990.\n- Meridian Bank was founded in 2013.\n- Hana works for Crescent Telecom.\n- Vantage Air is headquartered in Tallinn.\n- Callum works for Vantage Air.\n- Pablo reports to Hana.\n- Felix reports to Priya.\n- Priya reports to Mara.\n- Lattice Analytics is headquartered in Cork.\n- Vantage Air was founded in 1986.\n- Meridian Bank is headquartered in Ghent.\n- Omar reports to Aisha.\n- Hana reports to Omar.\n- Jonas works for Vantage Air.\n- Aisha works for Vantage Air.\n- Dmitri works for Crescent Telecom.\n- Aisha reports to Felix.\n- Sofia reports to Callum.\n- Crescent Telecom was founded in 2003.\n- Mara works for Crescent Telecom.\n- Dmitri reports to Jonas.\n- Felix works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Pablo works for Vantage Air.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16908", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5536: employee Tobias T., hired 01 August 2023, separated 28 April 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5536?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Stefan works for Ironwood Manufacturing.\n- Bruno works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Chiara reports to Dmitri.\n- Ironwood Manufacturing was founded in 1997.\n- Nadia reports to Yuki.\n- Beacon Insurance was founded in 2006.\n- Sanne reports to Sofia.\n- Sanne works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Tessa reports to Nadia.\n- Yuki reports to Sanne.\n- Lucia reports to Bruno.\n- Yuki works for Crescent Telecom.\n- Chiara works for Beacon Insurance.\n- Crescent Telecom was founded in 1984.\n- Dmitri works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Stefan reports to Kenji.\n- Nadia works for Cobalt Health.\n- Bruno reports to Wren.\n- Ironwood Manufacturing is headquartered in Porto.\n- Cobalt Health was founded in 1987.\n- Dmitri reports to Lucia.\n- Wren reports to Stefan.\n- Beacon Insurance is headquartered in Porto.\n- Cobalt Health is headquartered in Tampere.\n- Crescent Telecom is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tampere.\n- Dmitri works for Northwind Systems.\n- Tessa works for Bluepine Aviation.\n- Dmitri reports to Lucia.\n- Omar works for Northwind Systems.\n- Meridian Bank was founded in 1994.\n- Summit Energy was founded in 1992.\n- Tessa reports to Felix.\n- Deshawn reports to Anders.\n- Northwind Systems was founded in 1977.\n- Mei works for Bluepine Aviation.\n- Hana works for Meridian Bank.\n- Omar reports to Elena.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bluepine Aviation was founded in 2002.\n- Deshawn works for Summit Energy.\n- Felix works for Northwind Systems.\n- Lucia reports to Mei.\n- Summit Energy is headquartered in Tampere.\n- Zoya works for Summit Energy.\n- Mei reports to Hana.\n- Anders works for Northwind Systems.\n- Anders reports to Dmitri.\n- Chiara works for Meridian Bank.\n- Felix reports to Deshawn.\n- Elena works for Bluepine Aviation.\n- Chiara reports to Omar.\n- Hana reports to Zoya.\n- Meridian Bank is headquartered in Adelaide.\n- Zoya reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16911", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1756: employee Mateo K., hired 10 February 2021, separated 17 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1756?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16912", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Lucia.\n- Hana works for Crescent Telecom.\n- Tessa reports to Pablo.\n- Tessa works for Vantage Air.\n- Chiara works for Vantage Air.\n- Atlas Freight was founded in 2014.\n- Callum reports to Hana.\n- Atlas Freight is headquartered in Halifax.\n- Vantage Air was founded in 2000.\n- Pablo reports to Tobias.\n- Tobias works for Atlas Freight.\n- Pablo works for Vantage Air.\n- Cobalt Health was founded in 1999.\n- Cobalt Health is headquartered in Tallinn.\n- Callum works for Crescent Telecom.\n- Lucia works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Lucia reports to Priya.\n- Crescent Telecom is headquartered in Tallinn.\n- Tobias reports to Chiara.\n- Vantage Air is headquartered in Halifax.\n- Crescent Telecom was founded in 1983.\n- Hana reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16915", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Mei reports to Sanne.\n- Mateo reports to Jonas.\n- Stefan works for Cobalt Health.\n- Lattice Analytics is headquartered in Brno.\n- Fernhill Foods was founded in 1998.\n- Hana reports to Leila.\n- Priya reports to Viktor.\n- Mateo works for Cobalt Health.\n- Lattice Analytics was founded in 2012.\n- Jonas reports to Hana.\n- Viktor reports to Stefan.\n- Jonas works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tampere.\n- Ingrid works for Cobalt Health.\n- Priya works for Fernhill Foods.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Leila reports to Ingrid.\n- Sanne works for Lattice Analytics.\n- Beacon Insurance was founded in 1991.\n- Hana works for Lattice Analytics.\n- Cobalt Health was founded in 2011.\n- Fernhill Foods is headquartered in Brno.\n- Leila works for Lattice Analytics.\n- Sanne reports to Mateo.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2009", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Sanne reports to Bruno.\n- Wren works for Vantage Air.\n- Leila reports to Sanne.\n- Felix reports to Viktor.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno works for Ironwood Manufacturing.\n- Sanne works for Beacon Insurance.\n- Felix works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Sofia reports to Zoya.\n- Viktor reports to Elena.\n- Viktor works for Beacon Insurance.\n- Jonas works for Vantage Air.\n- Elena reports to Mara.\n- Ironwood Manufacturing was founded in 1988.\n- Mara reports to Wren.\n- Beacon Insurance is headquartered in Leeds.\n- Vantage Air is headquartered in Leeds.\n- Wren reports to Jonas.\n- Mara works for Bluepine Aviation.\n- Elena works for Vantage Air.\n- Bluepine Aviation was founded in 2012.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Aisha.\n- Vantage Air was founded in 1998.\n- Aisha works for Vantage Air.\n- Aisha reports to Leila.\n- Bluepine Aviation is headquartered in Austin.\n- Beacon Insurance was founded in 2014.\n- Jonas reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16918", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16919", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Aisha.\n- Mara works for Meridian Bank.\n- Zoya works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Cedar Retail Group was founded in 1980.\n- Anders works for Summit Energy.\n- Aisha reports to Sofia.\n- Sofia reports to Sanne.\n- Sanne works for Meridian Bank.\n- Lucia works for Cedar Retail Group.\n- Emeka reports to Anders.\n- Meridian Bank is headquartered in Lyon.\n- Ingrid works for Meridian Bank.\n- Summit Energy was founded in 1978.\n- Meridian Bank was founded in 2006.\n- Jonas reports to Ingrid.\n- Anders reports to Zoya.\n- Sofia works for Summit Energy.\n- Cedar Retail Group is headquartered in Austin.\n- Yuki works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Summit Energy is headquartered in Turku.\n- Ingrid reports to Yuki.\n- Yuki reports to Elena.\n- Zoya reports to Mara.\n- Mara reports to Jonas.\n- Northwind Systems was founded in 2015.\n- Elena works for Northwind Systems.\n- Aisha works for Summit Energy.\n- Northwind Systems is headquartered in Lyon.\n- Sanne reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16921", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Valencia.\n- Emeka works for Vantage Air.\n- Felix works for Beacon Insurance.\n- Omar reports to Yuki.\n- Helios Logistics is headquartered in Valencia.\n- Beacon Insurance was founded in 1981.\n- Meridian Bank is headquartered in Tampere.\n- Mara reports to Deshawn.\n- Yuki reports to Viktor.\n- Sanne reports to Omar.\n- Nadia works for Beacon Insurance.\n- Vantage Air is headquartered in Turku.\n- Bruno works for Beacon Insurance.\n- Viktor reports to Mara.\n- Deshawn works for Vantage Air.\n- Emeka reports to Bruno.\n- Nadia reports to Felix.\n- Helios Logistics was founded in 1976.\n- Omar works for Beacon Insurance.\n- Felix reports to Sanne.\n- Viktor works for Meridian Bank.\n- Mara works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Vantage Air was founded in 1987.\n- Meridian Bank was founded in 1978.\n- Sanne works for Meridian Bank.\n- Bruno reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2001.\n- Cobalt Health was founded in 1988.\n- Nadia works for Cedar Retail Group.\n- Deshawn reports to Nadia.\n- Omar works for Bluepine Aviation.\n- Emeka works for Fernhill Foods.\n- Elena reports to Leila.\n- Omar reports to Lucia.\n- Elena works for Cedar Retail Group.\n- Nadia reports to Mei.\n- Cedar Retail Group was founded in 1986.\n- Bluepine Aviation is headquartered in Bergen.\n- Deshawn works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ravi works for Cedar Retail Group.\n- Dmitri reports to Omar.\n- Leila reports to Deshawn.\n- Fernhill Foods is headquartered in Bergen.\n- Emeka reports to Elena.\n- Bluepine Aviation was founded in 2006.\n- Dmitri works for Cedar Retail Group.\n- Lucia reports to Emeka.\n- Lucia works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Mei reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16924", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9281: employee Tobias S., hired 02 January 2022, separated 06 June 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9281?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16925", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16926", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1190: employee Ravi R., hired 26 June 2020, separated 04 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1190?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16927", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tessa.\n- Vantage Air is headquartered in Ghent.\n- Vantage Air was founded in 1989.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Anders reports to Stefan.\n- Priya works for Vantage Air.\n- Northwind Systems was founded in 1978.\n- Northwind Systems is headquartered in Basel.\n- Ravi reports to Viktor.\n- Meridian Bank is headquartered in Basel.\n- Nadia reports to Chiara.\n- Chiara reports to Deshawn.\n- Nadia works for Vantage Air.\n- Cobalt Health was founded in 2000.\n- Anders works for Northwind Systems.\n- Jonas works for Vantage Air.\n- Jonas reports to Nadia.\n- Viktor reports to Jonas.\n- Tessa reports to Mara.\n- Priya reports to Ravi.\n- Ravi works for Meridian Bank.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Deshawn reports to Dmitri.\n- Deshawn works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Mara works for Vantage Air.\n- Stefan works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Mara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1982.\n- Vantage Air is headquartered in Valencia.\n- Helios Logistics was founded in 1999.\n- Beacon Insurance was founded in 2002.\n- Pablo works for Vantage Air.\n- Aisha works for Helios Logistics.\n- Aisha reports to Nadia.\n- Nadia works for Helios Logistics.\n- Wren reports to Bruno.\n- Mei reports to Omar.\n- Ravi reports to Wren.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 1982.\n- Kenji works for Atlas Freight.\n- Elena reports to Ravi.\n- Kenji reports to Aisha.\n- Omar reports to Elena.\n- Pablo reports to Kenji.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Stefan reports to Mei.\n- Omar works for Vantage Air.\n- Elena works for Atlas Freight.\n- Wren works for Vantage Air.\n- Leila reports to Stefan.\n- Leila works for Atlas Freight.\n- Beacon Insurance is headquartered in Halifax.\n- Stefan works for Beacon Insurance.\n- Ravi works for Vantage Air.\n- Mei works for Vantage Air.\n- Bruno reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16930", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7665: employee Priya M., hired 03 May 2023, separated 04 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7665?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7665 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16931", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16932", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7013: employee Priya B., hired 20 November 2022, separated 26 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7013?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16933", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Beacon Insurance was founded in 1994.\n- Lattice Analytics is headquartered in Ghent.\n- Helios Logistics is headquartered in Brno.\n- Pinnacle Software was founded in 1982.\n- Felix works for Lattice Analytics.\n- Helios Logistics was founded in 2003.\n- Amara reports to Bruno.\n- Nadia works for Beacon Insurance.\n- Bruno reports to Mara.\n- Dmitri reports to Pablo.\n- Aisha reports to Jonas.\n- Pablo reports to Priya.\n- Amara works for Beacon Insurance.\n- Nadia reports to Aisha.\n- Pinnacle Software is headquartered in Brno.\n- Mara reports to Dmitri.\n- Priya reports to Nadia.\n- Pablo works for Helios Logistics.\n- Beacon Insurance is headquartered in Brno.\n- Leila works for Helios Logistics.\n- Yuki works for Lattice Analytics.\n- Yuki reports to Leila.\n- Jonas works for Pinnacle Software.\n- Aisha works for Lattice Analytics.\n- Bruno works for Beacon Insurance.\n- Jonas reports to Yuki.\n- Lattice Analytics was founded in 1996.\n- Priya works for Beacon Insurance.\n- Dmitri works for Helios Logistics.\n- Felix reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16935", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Yuki.\n- Anders reports to Mei.\n- Chiara works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Crescent Telecom was founded in 1976.\n- Sanne reports to Jonas.\n- Mei reports to Dmitri.\n- Cobalt Health is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Brno.\n- Chiara reports to Kenji.\n- Vantage Air is headquartered in Brno.\n- Dmitri works for Crescent Telecom.\n- Yuki works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Zoya reports to Sanne.\n- Pinnacle Software was founded in 1988.\n- Zoya works for Cobalt Health.\n- Dmitri reports to Deshawn.\n- Cobalt Health was founded in 1991.\n- Vantage Air was founded in 2008.\n- Yuki reports to Chiara.\n- Kenji reports to Anders.\n- Anders works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.\n- Mei works for Cobalt Health.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Zoya.\n- Jonas reports to Pablo.\n- Pablo works for Crescent Telecom.\n- Leila works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16937", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16938", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 June 2025): For employees hired on or after 28 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7492: employee Mei A., hired 02 April 2023, separated 20 December 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7492?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16939", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4602: employee Emeka B., hired 22 October 2023, separated 20 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4602?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16940", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Brno.\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Turku.\n- Deshawn reports to Mei.\n- Anders works for Bluepine Aviation.\n- Sofia works for Lattice Analytics.\n- Jonas reports to Mateo.\n- Amara reports to Sofia.\n- Bluepine Aviation is headquartered in Brno.\n- Emeka works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2008.\n- Ironwood Manufacturing is headquartered in Turku.\n- Hana reports to Jonas.\n- Emeka reports to Anders.\n- Jonas works for Lattice Analytics.\n- Bluepine Aviation was founded in 1991.\n- Hana works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Mateo reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 2007.\n- Mei works for Lattice Analytics.\n- Sofia reports to Hana.\n- Kenji reports to Deshawn.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Ingrid works for Crescent Telecom.\n- Chiara reports to Dmitri.\n- Northwind Systems was founded in 2013.\n- Crescent Telecom is headquartered in Valencia.\n- Callum reports to Yuki.\n- Priya works for Northwind Systems.\n- Tobias reports to Priya.\n- Atlas Freight was founded in 1984.\n- Crescent Telecom was founded in 1977.\n- Kenji works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Viktor reports to Chiara.\n- Northwind Systems is headquartered in Malmo.\n- Dmitri works for Vantage Air.\n- Dmitri reports to Tobias.\n- Omar reports to Callum.\n- Kenji reports to Viktor.\n- Callum works for Crescent Telecom.\n- Yuki reports to Ingrid.\n- Ingrid reports to Kenji.\n- Chiara works for Crescent Telecom.\n- Omar works for Atlas Freight.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Atlas Freight is headquartered in Valencia.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16943", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Brno.\n- Kenji works for Cedar Retail Group.\n- Jonas reports to Kenji.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Kenji reports to Tessa.\n- Tobias reports to Mateo.\n- Lucia reports to Tobias.\n- Summit Energy was founded in 1996.\n- Tobias works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tessa works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Fernhill Foods was founded in 2002.\n- Callum reports to Jonas.\n- Tessa reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Mateo reports to Zoya.\n- Callum works for Summit Energy.\n- Cobalt Health was founded in 2000.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Leeds", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Yuki.\n- Kenji reports to Nadia.\n- Tobias reports to Emeka.\n- Fernhill Foods was founded in 1997.\n- Leila reports to Kenji.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Wren reports to Tobias.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1999.\n- Meridian Bank was founded in 2011.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lucia reports to Leila.\n- Leila works for Meridian Bank.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki reports to Lucia.\n- Yuki works for Bluepine Aviation.\n- Cobalt Health is headquartered in Nagoya.\n- Emeka works for Meridian Bank.\n- Cobalt Health was founded in 1998.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16946", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance was founded in 1975.\n- Helios Logistics is headquartered in Basel.\n- Ingrid works for Vantage Air.\n- Helios Logistics was founded in 1984.\n- Fernhill Foods was founded in 1997.\n- Tessa reports to Viktor.\n- Mara reports to Callum.\n- Mara works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Tessa works for Vantage Air.\n- Priya reports to Omar.\n- Beacon Insurance is headquartered in Halifax.\n- Viktor works for Vantage Air.\n- Viktor reports to Ingrid.\n- Vantage Air was founded in 2012.\n- Omar works for Helios Logistics.\n- Anders reports to Priya.\n- Ingrid reports to Anders.\n- Vantage Air is headquartered in Lyon.\n- Callum works for Fernhill Foods.\n- Omar reports to Mara.\n- Callum reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Nadia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Mara works for Ironwood Manufacturing.\n- Callum works for Pinnacle Software.\n- Emeka works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Omar works for Fernhill Foods.\n- Ingrid works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Mara reports to Felix.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Deshawn reports to Chiara.\n- Deshawn works for Fernhill Foods.\n- Jonas reports to Mateo.\n- Pinnacle Software was founded in 2004.\n- Amara works for Pinnacle Software.\n- Felix reports to Ingrid.\n- Callum reports to Omar.\n- Amara reports to Emeka.\n- Fernhill Foods is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 1992.\n- Mei reports to Amara.\n- Chiara reports to Callum.\n- Chiara works for Fernhill Foods.\n- Mateo works for Pinnacle Software.\n- Omar reports to Jonas.\n- Mateo reports to Mara.\n- Ingrid reports to Mei.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Crescent Telecom.\n- Pinnacle Software is headquartered in Turku.\n- Aisha works for Pinnacle Software.\n- Emeka reports to Yuki.\n- Helios Logistics is headquartered in Turku.\n- Fernhill Foods was founded in 1991.\n- Sanne works for Helios Logistics.\n- Pablo reports to Mei.\n- Mei reports to Callum.\n- Sanne reports to Pablo.\n- Crescent Telecom is headquartered in Tallinn.\n- Pinnacle Software was founded in 2000.\n- Yuki works for Crescent Telecom.\n- Priya works for Pinnacle Software.\n- Pablo works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Deshawn reports to Sanne.\n- Helios Logistics was founded in 2002.\n- Fernhill Foods is headquartered in Tallinn.\n- Priya reports to Emeka.\n- Callum works for Fernhill Foods.\n- Deshawn works for Pinnacle Software.\n- Aisha reports to Deshawn.\n- Emeka works for Crescent Telecom.\n- Yuki reports to Aisha.\n- Callum reports to Amara.\n- Crescent Telecom was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16950", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-16951", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16952", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3176: employee Kenji M., hired 03 January 2023, separated 29 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3176?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16953", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 August 2025): For employees hired on or after 16 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7142: employee Ravi B., hired 04 September 2023, separated 27 August 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7142?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16954", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3237: employee Wren S., hired 19 March 2023, separated 01 September 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-3237 under the controlling rules.", "criteria": {"0": "$17,500", "1": "$19,600", "2": "$76,267", "3": "$17,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-16955", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7963: employee Stefan M., hired 30 December 2022, separated 12 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7963?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16956", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-16957", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16958", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16959", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16960", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5352: employee Amara B., hired 15 August 2021, separated 06 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5352?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16961", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 46559 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Summit Energy was founded in 1986.\n- Sanne reports to Felix.\n- Sanne works for Cobalt Health.\n- Felix reports to Tessa.\n- Ironwood Manufacturing is headquartered in Turku.\n- Felix works for Cobalt Health.\n- Beacon Insurance was founded in 2013.\n- Bruno reports to Sanne.\n- Beacon Insurance is headquartered in Tampere.\n- Cobalt Health was founded in 2005.\n- Callum works for Beacon Insurance.\n- Aisha reports to Pablo.\n- Tessa reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Pablo reports to Callum.\n- Cobalt Health is headquartered in Turku.\n- Callum reports to Bruno.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Emeka reports to Bruno.\n- Wren works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Tobias works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Felix works for Beacon Insurance.\n- Tessa reports to Chiara.\n- Elena reports to Felix.\n- Helios Logistics is headquartered in Oslo.\n- Yuki works for Helios Logistics.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Felix reports to Mara.\n- Wren reports to Tessa.\n- Mara reports to Amara.\n- Aisha reports to Emeka.\n- Yuki reports to Wren.\n- Mara works for Helios Logistics.\n- Bruno works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Tobias reports to Yuki.\n- Pinnacle Software was founded in 1998.\n- Helios Logistics was founded in 1987.\n- Amara works for Helios Logistics.\n- Aisha works for Pinnacle Software.\n- Amara reports to Tobias.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka works for Helios Logistics.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "2001", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16964", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6687: employee Omar B., hired 17 January 2023, separated 22 September 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-6687 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$2,550", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ingrid.\n- Meridian Bank is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Anders reports to Amara.\n- Ingrid works for Meridian Bank.\n- Anders works for Pinnacle Software.\n- Summit Energy was founded in 1980.\n- Pinnacle Software was founded in 1988.\n- Bruno reports to Kenji.\n- Bruno works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Atlas Freight is headquartered in Tallinn.\n- Ingrid reports to Bruno.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Meridian Bank.\n- Leila reports to Sanne.\n- Meridian Bank was founded in 2008.\n- Amara reports to Tobias.\n- Amara works for Atlas Freight.\n- Kenji reports to Anders.\n- Tobias works for Pinnacle Software.\n- Atlas Freight was founded in 2015.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Emeka works for Lattice Analytics.\n- Deshawn reports to Anders.\n- Chiara reports to Tobias.\n- Ravi reports to Deshawn.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 1997.\n- Vantage Air is headquartered in Lyon.\n- Emeka reports to Sanne.\n- Anders reports to Emeka.\n- Tobias works for Lattice Analytics.\n- Wren works for Vantage Air.\n- Anders works for Vantage Air.\n- Ravi works for Vantage Air.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1985.\n- Mara reports to Ravi.\n- Vantage Air was founded in 1978.\n- Mara works for Cedar Retail Group.\n- Atlas Freight was founded in 1982.\n- Atlas Freight is headquartered in Bergen.\n- Sanne reports to Chiara.\n- Viktor works for Vantage Air.\n- Sanne works for Vantage Air.\n- Viktor reports to Mara.\n- Deshawn works for Lattice Analytics.\n- Tobias reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16967", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-16968", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 5, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3395: employee Felix S., hired 18 March 2024, separated 17 June 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-3395 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$2,000", "2": "$1,200", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Turku.\n- Callum works for Lattice Analytics.\n- Vantage Air was founded in 1986.\n- Emeka works for Vantage Air.\n- Lattice Analytics was founded in 1988.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Elena works for Lattice Analytics.\n- Wren reports to Mei.\n- Hana reports to Elena.\n- Wren works for Ironwood Manufacturing.\n- Dmitri works for Vantage Air.\n- Chiara works for Lattice Analytics.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Northwind Systems is headquartered in Turku.\n- Ingrid reports to Hana.\n- Jonas works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Jonas reports to Emeka.\n- Elena reports to Wren.\n- Callum reports to Chiara.\n- Mei reports to Callum.\n- Vantage Air is headquartered in Bergen.\n- Northwind Systems was founded in 2009.\n- Emeka reports to Dmitri.\n- Dmitri reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16970", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16971", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16972", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16973", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-16974", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16975", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2461: employee Viktor R., hired 14 November 2020, separated 21 December 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-2461 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$9,400", "2": "$9,300", "3": "$40,733"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16976", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1992.\n- Nadia reports to Lucia.\n- Ingrid works for Ironwood Manufacturing.\n- Callum reports to Nadia.\n- Kenji reports to Ingrid.\n- Crescent Telecom is headquartered in Brno.\n- Ingrid reports to Callum.\n- Lucia works for Ironwood Manufacturing.\n- Stefan reports to Kenji.\n- Callum works for Cobalt Health.\n- Atlas Freight was founded in 2009.\n- Ironwood Manufacturing was founded in 1983.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Nadia works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Tobias reports to Sofia.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Cobalt Health was founded in 1999.\n- Sofia reports to Stefan.\n- Tobias works for Cobalt Health.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16978", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1697: employee Sanne S., hired 22 May 2021, separated 11 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1697?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-16979", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16980", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6516: employee Nadia T., hired 19 September 2024, separated 28 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6516?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-16981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation was founded in 1976.\n- Deshawn reports to Mateo.\n- Pablo reports to Ravi.\n- Northwind Systems was founded in 2004.\n- Bluepine Aviation is headquartered in Tampere.\n- Mateo works for Summit Energy.\n- Ravi reports to Ingrid.\n- Priya reports to Omar.\n- Omar works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Ingrid reports to Deshawn.\n- Mei works for Atlas Freight.\n- Northwind Systems is headquartered in Oslo.\n- Atlas Freight is headquartered in Tampere.\n- Priya works for Atlas Freight.\n- Summit Energy was founded in 2013.\n- Mei reports to Priya.\n- Summit Energy is headquartered in Austin.\n- Pablo works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16982", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Viktor.\n- Viktor works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Mara works for Cedar Retail Group.\n- Elena reports to Ingrid.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics is headquartered in Turku.\n- Elena works for Atlas Freight.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor reports to Bruno.\n- Mara reports to Felix.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2000.\n- Aisha reports to Elena.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1985.\n- Bluepine Aviation is headquartered in Austin.\n- Bluepine Aviation was founded in 1992.\n- Felix reports to Aisha.\n- Ingrid works for Cedar Retail Group.\n- Helios Logistics was founded in 2000.\n- Ingrid reports to Zoya.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Turku", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Northwind Systems.\n- Omar works for Vantage Air.\n- Summit Energy is headquartered in Basel.\n- Vantage Air was founded in 1998.\n- Northwind Systems was founded in 2005.\n- Dmitri reports to Viktor.\n- Mara works for Summit Energy.\n- Pablo reports to Zoya.\n- Lucia reports to Mara.\n- Sanne reports to Leila.\n- Leila reports to Pablo.\n- Anders reports to Sanne.\n- Anders works for Vantage Air.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Viktor works for Vantage Air.\n- Callum reports to Omar.\n- Lucia works for Summit Energy.\n- Omar reports to Sofia.\n- Zoya reports to Dmitri.\n- Viktor reports to Callum.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Leila works for Vantage Air.\n- Cedar Retail Group is headquartered in Valencia.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Mara reports to Anders.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2005", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16985", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-16986", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8959: employee Tessa M., hired 03 January 2023, separated 04 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8959?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-16987", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8707: employee Jonas K., hired 25 March 2023, separated 04 June 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-8707 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$13,000", "2": "$1,000", "3": "$2,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16988", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 57925, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-16989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Chiara.\n- Helios Logistics is headquartered in Valencia.\n- Elena works for Cobalt Health.\n- Lucia reports to Mei.\n- Leila reports to Lucia.\n- Ravi reports to Sanne.\n- Cobalt Health was founded in 1981.\n- Lucia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tampere.\n- Helios Logistics was founded in 1987.\n- Mara works for Cobalt Health.\n- Elena reports to Kenji.\n- Ingrid reports to Leila.\n- Kenji reports to Emeka.\n- Atlas Freight was founded in 1996.\n- Emeka reports to Ingrid.\n- Mara reports to Elena.\n- Leila works for Ironwood Manufacturing.\n- Chiara works for Cobalt Health.\n- Chiara reports to Ravi.\n- Ironwood Manufacturing was founded in 1988.\n- Priya works for Cobalt Health.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ingrid works for Helios Logistics.\n- Mei works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Emeka works for Cobalt Health.\n- Ravi works for Atlas Freight.\n- Sanne reports to Mara.\n- Cobalt Health is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1976", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-16990", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4580: employee Felix T., hired 06 July 2023, separated 16 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-4580 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,900", "2": "$17,333", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-16991", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16992", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-16993", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-16994", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-16995", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-16996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Anders.\n- Ingrid reports to Lucia.\n- Vantage Air is headquartered in Bergen.\n- Jonas works for Vantage Air.\n- Anders reports to Felix.\n- Vantage Air was founded in 2007.\n- Ingrid works for Ironwood Manufacturing.\n- Mara works for Vantage Air.\n- Sofia reports to Ingrid.\n- Mara reports to Aisha.\n- Beacon Insurance is headquartered in Cork.\n- Emeka reports to Jonas.\n- Crescent Telecom was founded in 2002.\n- Lucia reports to Mara.\n- Beacon Insurance was founded in 1982.\n- Leila reports to Sofia.\n- Wren reports to Emeka.\n- Sanne works for Vantage Air.\n- Wren works for Crescent Telecom.\n- Leila works for Vantage Air.\n- Lucia works for Vantage Air.\n- Ironwood Manufacturing was founded in 1986.\n- Felix reports to Sanne.\n- Jonas reports to Leila.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders works for Vantage Air.\n- Emeka works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-16997", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-16998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Atlas Freight.\n- Jonas reports to Mateo.\n- Beacon Insurance was founded in 1986.\n- Dmitri reports to Mei.\n- Anders reports to Lucia.\n- Atlas Freight was founded in 2000.\n- Lucia works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Omar reports to Anders.\n- Northwind Systems is headquartered in Turku.\n- Emeka works for Northwind Systems.\n- Mateo works for Beacon Insurance.\n- Mei reports to Emeka.\n- Zoya works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1989.\n- Jonas works for Beacon Insurance.\n- Dmitri works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Omar works for Atlas Freight.\n- Beacon Insurance is headquartered in Cork.\n- Anders works for Beacon Insurance.\n- Atlas Freight is headquartered in Tallinn.\n- Lucia reports to Dmitri.\n- Emeka reports to Zoya.\n- Zoya reports to Jonas.\n- Mateo reports to Wren.\n- Northwind Systems was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "2003", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-16999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Deshawn reports to Lucia.\n- Sofia reports to Yuki.\n- Mei works for Bluepine Aviation.\n- Tobias reports to Sofia.\n- Yuki works for Fernhill Foods.\n- Bluepine Aviation was founded in 2002.\n- Lucia reports to Mei.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Helios Logistics was founded in 2008.\n- Atlas Freight was founded in 1978.\n- Mara reports to Deshawn.\n- Mei reports to Zoya.\n- Helios Logistics is headquartered in Halifax.\n- Omar reports to Amara.\n- Nadia reports to Mara.\n- Lucia works for Fernhill Foods.\n- Tobias works for Helios Logistics.\n- Yuki reports to Ravi.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods was founded in 1985.\n- Omar works for Helios Logistics.\n- Ravi reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Amara reports to Tobias.\n- Atlas Freight is headquartered in Lyon.\n- Zoya works for Helios Logistics.\n- Ravi works for Atlas Freight.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17000", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17001", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17002", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17003", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 49006 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2007.\n- Jonas works for Meridian Bank.\n- Priya works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Jonas reports to Pablo.\n- Amara works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Mara reports to Ravi.\n- Sofia works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Pablo reports to Nadia.\n- Omar reports to Sofia.\n- Nadia reports to Mara.\n- Meridian Bank is headquartered in Brno.\n- Mara works for Meridian Bank.\n- Nadia works for Lattice Analytics.\n- Atlas Freight was founded in 1993.\n- Chiara reports to Omar.\n- Sofia reports to Jonas.\n- Priya reports to Chiara.\n- Meridian Bank was founded in 1999.\n- Chiara works for Meridian Bank.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Ravi reports to Amara.\n- Lattice Analytics was founded in 2011.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Zoya works for Fernhill Foods.\n- Crescent Telecom was founded in 2003.\n- Ingrid works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Atlas Freight was founded in 1989.\n- Felix reports to Ingrid.\n- Felix works for Fernhill Foods.\n- Viktor works for Atlas Freight.\n- Aisha works for Fernhill Foods.\n- Zoya reports to Jonas.\n- Deshawn reports to Felix.\n- Viktor reports to Lucia.\n- Fernhill Foods was founded in 2004.\n- Jonas works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Deshawn.\n- Ingrid reports to Aisha.\n- Summit Energy was founded in 2014.\n- Summit Energy is headquartered in Nagoya.\n- Lucia works for Fernhill Foods.\n- Kenji reports to Zoya.\n- Jonas reports to Tobias.\n- Atlas Freight is headquartered in Dunedin.\n- Aisha reports to Viktor.\n- Crescent Telecom is headquartered in Halifax.\n- Fernhill Foods is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2012", "2": "2009", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17006", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1279: employee Elena R., hired 15 April 2023, separated 23 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-1279?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Omar.\n- Pablo works for Atlas Freight.\n- Tessa reports to Emeka.\n- Mei works for Atlas Freight.\n- Anders reports to Mateo.\n- Mateo works for Vantage Air.\n- Sanne works for Vantage Air.\n- Hana reports to Mei.\n- Crescent Telecom is headquartered in Austin.\n- Omar works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Sanne reports to Hana.\n- Crescent Telecom was founded in 2007.\n- Vantage Air was founded in 1977.\n- Pablo reports to Anders.\n- Bluepine Aviation is headquartered in Austin.\n- Mara works for Atlas Freight.\n- Mateo reports to Sanne.\n- Atlas Freight is headquartered in Basel.\n- Emeka works for Vantage Air.\n- Hana works for Crescent Telecom.\n- Tobias works for Vantage Air.\n- Bluepine Aviation was founded in 2000.\n- Tessa works for Vantage Air.\n- Omar reports to Tessa.\n- Emeka reports to Pablo.\n- Anders works for Crescent Telecom.\n- Atlas Freight was founded in 1995.\n- Viktor reports to Mara.\n- Vantage Air is headquartered in Dunedin.\n- Mei reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17008", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 March 2023): For employees hired on or after 14 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5947: employee Callum K., hired 05 November 2022, separated 09 May 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-5947 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$2,596", "2": "$45,000", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17009", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 88709 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17010", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8645: employee Elena A., hired 08 February 2023, separated 20 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8645?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17011", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2015.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Ravi reports to Hana.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Amara.\n- Kenji works for Meridian Bank.\n- Helios Logistics was founded in 1986.\n- Amara works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Viktor works for Cobalt Health.\n- Hana reports to Kenji.\n- Wren works for Atlas Freight.\n- Chiara reports to Anders.\n- Cobalt Health is headquartered in Tallinn.\n- Anders reports to Elena.\n- Helios Logistics is headquartered in Malmo.\n- Elena works for Atlas Freight.\n- Cobalt Health was founded in 1987.\n- Kenji reports to Yuki.\n- Wren reports to Chiara.\n- Anders works for Cobalt Health.\n- Meridian Bank is headquartered in Austin.\n- Yuki reports to Wren.\n- Sanne reports to Ravi.\n- Atlas Freight is headquartered in Malmo.\n- Amara reports to Sanne.\n- Sanne works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Yuki works for Helios Logistics.\n- Elena reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2018", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17013", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9227: employee Aisha S., hired 01 January 2023, separated 27 August 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-9227 under the controlling rules.", "criteria": {"0": "$3,125", "1": "$5,063", "2": "$22,208", "3": "$5,125"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17014", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17015", "family": "intent_hardneg", "state": "Incoming support message:\n\"49057 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17016", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17017", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6215: employee Wren S., hired 24 September 2020, separated 23 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6215?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Pablo reports to Emeka.\n- Fernhill Foods is headquartered in Basel.\n- Emeka reports to Mei.\n- Elena works for Fernhill Foods.\n- Priya works for Northwind Systems.\n- Anders works for Vantage Air.\n- Priya reports to Elena.\n- Ravi reports to Felix.\n- Leila reports to Aisha.\n- Northwind Systems was founded in 2002.\n- Atlas Freight was founded in 1976.\n- Aisha reports to Jonas.\n- Mei works for Northwind Systems.\n- Pablo works for Atlas Freight.\n- Emeka works for Fernhill Foods.\n- Felix works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Mei reports to Ravi.\n- Zoya reports to Pablo.\n- Anders reports to Zoya.\n- Ravi works for Northwind Systems.\n- Vantage Air was founded in 1985.\n- Atlas Freight is headquartered in Leeds.\n- Aisha works for Vantage Air.\n- Zoya works for Fernhill Foods.\n- Jonas works for Atlas Freight.\n- Felix reports to Priya.\n- Fernhill Foods was founded in 2008.\n- Jonas reports to Anders.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1976", "3": "1971"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17019", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Dmitri reports to Wren.\n- Elena works for Beacon Insurance.\n- Vantage Air was founded in 1998.\n- Amara reports to Jonas.\n- Vantage Air is headquartered in Halifax.\n- Zoya reports to Dmitri.\n- Amara works for Vantage Air.\n- Deshawn works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Lucia reports to Elena.\n- Nadia reports to Yuki.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance was founded in 2011.\n- Yuki reports to Zoya.\n- Dmitri works for Beacon Insurance.\n- Aisha reports to Lucia.\n- Yuki works for Vantage Air.\n- Sofia reports to Aisha.\n- Sofia works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Northwind Systems was founded in 2002.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Nadia works for Northwind Systems.\n- Deshawn reports to Nadia.\n- Northwind Systems is headquartered in Turku.\n- Jonas reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Summit Energy is headquartered in Malmo.\n- Ravi reports to Felix.\n- Mateo works for Pinnacle Software.\n- Sanne reports to Aisha.\n- Omar works for Summit Energy.\n- Elena reports to Yuki.\n- Elena works for Summit Energy.\n- Aisha works for Ironwood Manufacturing.\n- Mei reports to Mateo.\n- Ironwood Manufacturing was founded in 1997.\n- Beacon Insurance is headquartered in Austin.\n- Felix reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pinnacle Software is headquartered in Leeds.\n- Omar reports to Mei.\n- Sanne works for Beacon Insurance.\n- Yuki works for Summit Energy.\n- Yuki reports to Sanne.\n- Pinnacle Software was founded in 1995.\n- Felix works for Pinnacle Software.\n- Mei works for Beacon Insurance.\n- Aisha reports to Ravi.\n- Summit Energy was founded in 1984.\n- Beacon Insurance was founded in 1988.\n- Deshawn reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17022", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 March 2023): For employees hired on or after 16 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6218: employee Priya B., hired 17 July 2019, separated 15 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6218?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17023", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17024", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8765: employee Kenji S., hired 09 December 2021, separated 29 April 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8765?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17025", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17026", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5735: employee Yuki T., hired 05 August 2022, separated 06 October 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5735?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17027", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Wren reports to Sanne.\n- Bruno reports to Tessa.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 1999.\n- Sanne reports to Dmitri.\n- Tessa works for Cedar Retail Group.\n- Mara reports to Aisha.\n- Stefan works for Northwind Systems.\n- Lattice Analytics was founded in 2014.\n- Cedar Retail Group is headquartered in Tampere.\n- Cedar Retail Group was founded in 2004.\n- Northwind Systems is headquartered in Tampere.\n- Emeka reports to Stefan.\n- Mara works for Northwind Systems.\n- Lattice Analytics is headquartered in Tampere.\n- Sanne works for Crescent Telecom.\n- Aisha reports to Priya.\n- Northwind Systems was founded in 2006.\n- Dmitri works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Stefan reports to Mara.\n- Emeka works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Tessa reports to Emeka.\n- Priya works for Cedar Retail Group.\n- Priya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17029", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17030", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17031", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17032", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17033", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7401: employee Sofia S., hired 16 November 2024, separated 03 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7401?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17034", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17035", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Leila.\n- Ingrid reports to Kenji.\n- Summit Energy was founded in 2006.\n- Cedar Retail Group was founded in 1977.\n- Ironwood Manufacturing was founded in 2005.\n- Kenji works for Cedar Retail Group.\n- Leila reports to Felix.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ingrid works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Dmitri.\n- Zoya reports to Mateo.\n- Fernhill Foods is headquartered in Valencia.\n- Fernhill Foods was founded in 2001.\n- Summit Energy is headquartered in Valencia.\n- Zoya works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Elena reports to Ingrid.\n- Felix works for Cedar Retail Group.\n- Dmitri works for Summit Energy.\n- Felix reports to Elena.\n- Cedar Retail Group is headquartered in Lyon.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17037", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17038", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1221: employee Lucia T., hired 01 April 2024, separated 01 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-1221 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$8,000", "3": "$2,850"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17039", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3866: employee Callum K., hired 11 October 2022, separated 07 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3866?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17040", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17041", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17042", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3021: employee Stefan B., hired 10 March 2022, separated 08 September 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-3021 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,736", "2": "$9,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17043", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 20 December 2025): For employees hired on or after 20 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6127: employee Kenji K., hired 07 May 2025, separated 28 June 2027 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-6127 under the controlling rules.", "criteria": {"0": "$11,100", "1": "$9,188", "2": "$39,433", "3": "$9,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Callum.\n- Pinnacle Software was founded in 2011.\n- Cedar Retail Group is headquartered in Porto.\n- Lattice Analytics was founded in 1983.\n- Sofia works for Pinnacle Software.\n- Zoya reports to Sofia.\n- Yuki works for Cedar Retail Group.\n- Cobalt Health was founded in 1976.\n- Callum works for Lattice Analytics.\n- Callum reports to Nadia.\n- Cedar Retail Group was founded in 1996.\n- Wren reports to Chiara.\n- Wren works for Cedar Retail Group.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara reports to Zoya.\n- Pinnacle Software is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Lyon.\n- Yuki reports to Jonas.\n- Nadia works for Cobalt Health.\n- Jonas works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Zoya works for Cobalt Health.\n- Nadia reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17045", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17046", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17047", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 48537, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Nagoya.\n- Meridian Bank was founded in 1998.\n- Sofia reports to Sanne.\n- Ravi works for Fernhill Foods.\n- Hana reports to Ingrid.\n- Mara reports to Sofia.\n- Kenji works for Meridian Bank.\n- Hana works for Fernhill Foods.\n- Felix reports to Wren.\n- Ingrid reports to Mara.\n- Fernhill Foods was founded in 2004.\n- Helios Logistics is headquartered in Nagoya.\n- Helios Logistics was founded in 1985.\n- Mara works for Meridian Bank.\n- Ravi reports to Hana.\n- Sanne works for Meridian Bank.\n- Fernhill Foods is headquartered in Ghent.\n- Wren reports to Aisha.\n- Aisha works for Helios Logistics.\n- Sanne reports to Felix.\n- Meridian Bank is headquartered in Nagoya.\n- Crescent Telecom was founded in 1977.\n- Ingrid works for Crescent Telecom.\n- Felix works for Fernhill Foods.\n- Wren works for Helios Logistics.\n- Kenji reports to Ravi.\n- Sofia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17049", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 January 2025): For employees hired on or after 20 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9246: employee Zoya B., hired 31 August 2023, separated 29 May 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2026-9246 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$5,100", "2": "$34,667", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Bluepine Aviation was founded in 1983.\n- Wren reports to Stefan.\n- Dmitri works for Helios Logistics.\n- Cobalt Health is headquartered in Halifax.\n- Aisha works for Bluepine Aviation.\n- Pablo works for Pinnacle Software.\n- Helios Logistics is headquartered in Lyon.\n- Wren works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Stefan reports to Aisha.\n- Stefan works for Cobalt Health.\n- Dmitri reports to Elena.\n- Aisha reports to Pablo.\n- Pinnacle Software was founded in 2006.\n- Bluepine Aviation is headquartered in Ghent.\n- Emeka reports to Omar.\n- Cobalt Health was founded in 1985.\n- Pablo reports to Emeka.\n- Pinnacle Software is headquartered in Halifax.\n- Helios Logistics was founded in 1987.\n- Omar works for Helios Logistics.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1978", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Lucia.\n- Vantage Air is headquartered in Halifax.\n- Mara reports to Sanne.\n- Cobalt Health is headquartered in Malmo.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Emeka works for Cobalt Health.\n- Fernhill Foods was founded in 1978.\n- Yuki reports to Wren.\n- Lattice Analytics was founded in 1985.\n- Nadia works for Fernhill Foods.\n- Vantage Air was founded in 1992.\n- Lattice Analytics is headquartered in Cork.\n- Stefan works for Lattice Analytics.\n- Lucia reports to Mara.\n- Ingrid works for Vantage Air.\n- Lucia works for Vantage Air.\n- Viktor works for Fernhill Foods.\n- Emeka reports to Viktor.\n- Ingrid reports to Stefan.\n- Sanne works for Cobalt Health.\n- Mara works for Lattice Analytics.\n- Wren reports to Ingrid.\n- Cobalt Health was founded in 2004.\n- Wren works for Cobalt Health.\n- Stefan reports to Emeka.\n- Sanne reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1995", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17052", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Northwind Systems.\n- Beacon Insurance is headquartered in Nagoya.\n- Cobalt Health was founded in 1987.\n- Sanne reports to Wren.\n- Dmitri works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Wren reports to Hana.\n- Sanne works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Felix works for Cobalt Health.\n- Northwind Systems was founded in 2001.\n- Tessa reports to Anders.\n- Hana reports to Dmitri.\n- Anders reports to Sanne.\n- Leila works for Northwind Systems.\n- Cobalt Health is headquartered in Bergen.\n- Kenji reports to Stefan.\n- Mateo reports to Kenji.\n- Anders works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1977.\n- Mara reports to Leila.\n- Wren works for Beacon Insurance.\n- Dmitri reports to Mara.\n- Leila reports to Felix.\n- Beacon Insurance was founded in 1975.\n- Stefan works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Northwind Systems is headquartered in Adelaide.\n- Felix reports to Mateo.\n- Tessa works for Northwind Systems.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17054", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17055", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2743: employee Dmitri M., hired 07 July 2020, separated 27 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2743?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17056", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7498: employee Hana S., hired 06 July 2023, separated 01 October 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-7498 under the controlling rules.", "criteria": {"0": "$1,000", "1": "$13,000", "2": "$1,800", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17057", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Vantage Air was founded in 2010.\n- Atlas Freight is headquartered in Tallinn.\n- Atlas Freight was founded in 1983.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo reports to Mei.\n- Mei reports to Bruno.\n- Helios Logistics was founded in 2007.\n- Anders works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Felix reports to Zoya.\n- Vantage Air is headquartered in Tallinn.\n- Helios Logistics is headquartered in Brno.\n- Zoya works for Helios Logistics.\n- Lattice Analytics was founded in 1992.\n- Bruno reports to Chiara.\n- Mei works for Lattice Analytics.\n- Anders reports to Mateo.\n- Pablo reports to Felix.\n- Zoya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17059", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17060", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17061", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17062", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9536: employee Chiara K., hired 25 December 2022, separated 25 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9536?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17063", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Omar reports to Chiara.\n- Bluepine Aviation was founded in 1985.\n- Northwind Systems is headquartered in Lyon.\n- Ingrid reports to Viktor.\n- Elena reports to Zoya.\n- Leila reports to Ingrid.\n- Beacon Insurance was founded in 1979.\n- Beacon Insurance is headquartered in Lyon.\n- Viktor reports to Elena.\n- Leila works for Beacon Insurance.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar works for Northwind Systems.\n- Mei reports to Leila.\n- Chiara works for Beacon Insurance.\n- Elena works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Dmitri works for Beacon Insurance.\n- Jonas reports to Pablo.\n- Crescent Telecom is headquartered in Turku.\n- Ingrid works for Beacon Insurance.\n- Chiara reports to Jonas.\n- Yuki reports to Dmitri.\n- Zoya reports to Yuki.\n- Crescent Telecom was founded in 1999.\n- Pablo works for Crescent Telecom.\n- Mei works for Beacon Insurance.\n- Northwind Systems was founded in 1999.\n- Dmitri reports to Omar.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Deshawn reports to Hana.\n- Vantage Air was founded in 2002.\n- Northwind Systems is headquartered in Malmo.\n- Hana works for Vantage Air.\n- Omar works for Meridian Bank.\n- Ravi reports to Mateo.\n- Viktor works for Northwind Systems.\n- Ravi works for Meridian Bank.\n- Crescent Telecom was founded in 1998.\n- Hana reports to Tobias.\n- Tobias reports to Omar.\n- Northwind Systems was founded in 2015.\n- Crescent Telecom is headquartered in Malmo.\n- Vantage Air is headquartered in Porto.\n- Tobias works for Meridian Bank.\n- Viktor reports to Ravi.\n- Bruno works for Meridian Bank.\n- Omar reports to Viktor.\n- Mateo reports to Bruno.\n- Meridian Bank was founded in 2007.\n- Deshawn works for Northwind Systems.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Pinnacle Software was founded in 1987.\n- Mateo works for Pinnacle Software.\n- Kenji reports to Chiara.\n- Dmitri works for Cedar Retail Group.\n- Chiara works for Summit Energy.\n- Cedar Retail Group is headquartered in Ghent.\n- Bluepine Aviation was founded in 2009.\n- Elena works for Cedar Retail Group.\n- Summit Energy is headquartered in Dunedin.\n- Wren works for Pinnacle Software.\n- Summit Energy was founded in 1975.\n- Kenji works for Bluepine Aviation.\n- Tobias works for Summit Energy.\n- Pinnacle Software is headquartered in Turku.\n- Dmitri reports to Callum.\n- Mateo reports to Lucia.\n- Lucia reports to Elena.\n- Callum reports to Wren.\n- Lucia works for Bluepine Aviation.\n- Nadia reports to Dmitri.\n- Callum works for Summit Energy.\n- Bluepine Aviation is headquartered in Halifax.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1991.\n- Tobias reports to Nadia.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17067", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5913: employee Sofia B., hired 11 September 2020, separated 19 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5913?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17068", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3694: employee Hana T., hired 07 February 2022, separated 05 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3694?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17069", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17070", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17071", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17072", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1980.\n- Amara reports to Emeka.\n- Crescent Telecom was founded in 2013.\n- Meridian Bank was founded in 2010.\n- Emeka reports to Leila.\n- Beacon Insurance is headquartered in Ghent.\n- Leila works for Meridian Bank.\n- Tessa reports to Mateo.\n- Felix works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Mateo reports to Felix.\n- Meridian Bank is headquartered in Basel.\n- Mara works for Beacon Insurance.\n- Leila reports to Tessa.\n- Ingrid reports to Amara.\n- Chiara reports to Mara.\n- Mara reports to Sanne.\n- Crescent Telecom is headquartered in Austin.\n- Beacon Insurance was founded in 2011.\n- Sanne works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Sanne reports to Ingrid.\n- Summit Energy is headquartered in Basel.\n- Chiara works for Summit Energy.\n- Amara works for Summit Energy.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Bruno reports to Hana.\n- Cobalt Health was founded in 2009.\n- Ironwood Manufacturing is headquartered in Austin.\n- Leila reports to Elena.\n- Fernhill Foods was founded in 1991.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Tessa.\n- Fernhill Foods is headquartered in Dunedin.\n- Cobalt Health is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1993.\n- Hana reports to Emeka.\n- Tessa reports to Leila.\n- Elena works for Cobalt Health.\n- Tobias reports to Bruno.\n- Tobias works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Austin.\n- Bruno works for Summit Energy.\n- Elena reports to Tobias.\n- Hana works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Summit Energy was founded in 1991.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17075", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17076", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3400: employee Amara M., hired 21 September 2021, separated 25 August 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-3400 under the controlling rules.", "criteria": {"0": "$10,125", "1": "$8,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3400 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Nadia reports to Ingrid.\n- Mei reports to Dmitri.\n- Bruno reports to Mei.\n- Sofia works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom was founded in 1976.\n- Ingrid reports to Yuki.\n- Yuki reports to Bruno.\n- Bluepine Aviation was founded in 1990.\n- Pablo works for Fernhill Foods.\n- Beacon Insurance is headquartered in Turku.\n- Sofia reports to Pablo.\n- Fernhill Foods was founded in 1990.\n- Yuki works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Emeka reports to Sofia.\n- Dmitri works for Beacon Insurance.\n- Bruno works for Bluepine Aviation.\n- Nadia works for Beacon Insurance.\n- Dmitri reports to Emeka.\n- Bluepine Aviation is headquartered in Leeds.\n- Beacon Insurance was founded in 2001.\n- Fernhill Foods is headquartered in Basel.\n- Pablo reports to Sanne.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17078", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17079", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17080", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17081", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17082", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Hana reports to Sanne.\n- Sofia works for Pinnacle Software.\n- Lucia reports to Viktor.\n- Hana works for Cobalt Health.\n- Sanne reports to Emeka.\n- Mei reports to Omar.\n- Mei works for Helios Logistics.\n- Crescent Telecom is headquartered in Valencia.\n- Emeka works for Pinnacle Software.\n- Viktor works for Crescent Telecom.\n- Pinnacle Software was founded in 2008.\n- Cobalt Health is headquartered in Tampere.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Stefan.\n- Cobalt Health was founded in 2008.\n- Stefan reports to Lucia.\n- Helios Logistics is headquartered in Leeds.\n- Sanne works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Sofia reports to Pablo.\n- Omar works for Pinnacle Software.\n- Crescent Telecom was founded in 2011.\n- Viktor reports to Hana.\n- Pinnacle Software is headquartered in Leeds.\n- Emeka reports to Mei.\n- Helios Logistics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17084", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6463: employee Kenji K., hired 30 August 2021, separated 10 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6463?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Mei.\n- Northwind Systems was founded in 2013.\n- Priya works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Lattice Analytics was founded in 1983.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1990.\n- Mei works for Beacon Insurance.\n- Viktor reports to Callum.\n- Bruno works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Aisha reports to Kenji.\n- Helios Logistics is headquartered in Nagoya.\n- Northwind Systems is headquartered in Oslo.\n- Helios Logistics was founded in 1988.\n- Viktor works for Lattice Analytics.\n- Bruno reports to Viktor.\n- Lattice Analytics is headquartered in Cork.\n- Mei reports to Mateo.\n- Priya reports to Aisha.\n- Callum works for Helios Logistics.\n- Mateo reports to Bruno.\n- Callum reports to Tobias.\n- Tobias reports to Ingrid.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Viktor reports to Anders.\n- Cobalt Health is headquartered in Bergen.\n- Beacon Insurance is headquartered in Tampere.\n- Callum reports to Priya.\n- Cobalt Health was founded in 1977.\n- Fernhill Foods was founded in 1991.\n- Zoya works for Vantage Air.\n- Callum works for Beacon Insurance.\n- Vantage Air was founded in 1978.\n- Chiara reports to Emeka.\n- Beacon Insurance was founded in 1987.\n- Amara reports to Sofia.\n- Priya works for Fernhill Foods.\n- Viktor works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Chiara.\n- Priya reports to Zoya.\n- Nadia reports to Omar.\n- Amara works for Fernhill Foods.\n- Zoya reports to Amara.\n- Emeka reports to Hana.\n- Anders reports to Callum.\n- Fernhill Foods is headquartered in Tampere.\n- Sofia reports to Nadia.\n- Nadia works for Cobalt Health.\n- Hana works for Beacon Insurance.\n- Sofia works for Fernhill Foods.\n- Anders works for Vantage Air.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Tessa reports to Chiara.\n- Helios Logistics was founded in 2004.\n- Deshawn reports to Mei.\n- Ingrid reports to Wren.\n- Aisha reports to Pablo.\n- Deshawn works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1999.\n- Ingrid works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Atlas Freight was founded in 1988.\n- Aisha works for Cobalt Health.\n- Pablo reports to Tessa.\n- Ironwood Manufacturing was founded in 2015.\n- Chiara reports to Ingrid.\n- Cobalt Health is headquartered in Cork.\n- Helios Logistics is headquartered in Oslo.\n- Mei works for Ironwood Manufacturing.\n- Chiara works for Cobalt Health.\n- Mei reports to Aisha.\n- Ironwood Manufacturing is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17088", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7246: employee Tessa S., hired 10 December 2023, separated 08 July 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-7246 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$2,500", "2": "$1,875", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17089", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4422: employee Callum B., hired 17 January 2023, separated 17 July 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4422?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4422 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Nadia.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Tobias works for Northwind Systems.\n- Kenji reports to Tessa.\n- Emeka works for Summit Energy.\n- Pinnacle Software is headquartered in Tampere.\n- Anders reports to Sofia.\n- Meridian Bank is headquartered in Malmo.\n- Emeka reports to Jonas.\n- Mei reports to Emeka.\n- Pinnacle Software was founded in 2008.\n- Jonas works for Pinnacle Software.\n- Northwind Systems was founded in 2008.\n- Mei works for Pinnacle Software.\n- Summit Energy is headquartered in Tallinn.\n- Tobias reports to Mei.\n- Kenji works for Meridian Bank.\n- Summit Energy was founded in 1991.\n- Meridian Bank was founded in 2003.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Tobias.\n- Jonas reports to Anders.\n- Tessa works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Sofia reports to Kenji.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17091", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17092", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Hana reports to Tessa.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Chiara.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Northwind Systems is headquartered in Dunedin.\n- Helios Logistics was founded in 1982.\n- Northwind Systems was founded in 1999.\n- Chiara reports to Elena.\n- Helios Logistics is headquartered in Tampere.\n- Jonas reports to Amara.\n- Hana works for Helios Logistics.\n- Zoya reports to Anders.\n- Beacon Insurance is headquartered in Tampere.\n- Amara works for Helios Logistics.\n- Zoya works for Beacon Insurance.\n- Jonas works for Ironwood Manufacturing.\n- Tessa reports to Zoya.\n- Tessa works for Helios Logistics.\n- Chiara works for Beacon Insurance.\n- Amara reports to Hana.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2013.\n- Cobalt Health was founded in 1994.\n- Leila reports to Ingrid.\n- Northwind Systems is headquartered in Nagoya.\n- Chiara works for Atlas Freight.\n- Sofia reports to Wren.\n- Jonas reports to Pablo.\n- Ingrid reports to Chiara.\n- Mateo works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Chiara reports to Anders.\n- Cobalt Health is headquartered in Adelaide.\n- Elena works for Helios Logistics.\n- Mateo reports to Priya.\n- Priya reports to Elena.\n- Wren works for Atlas Freight.\n- Helios Logistics is headquartered in Adelaide.\n- Atlas Freight was founded in 1999.\n- Ingrid works for Atlas Freight.\n- Wren reports to Jonas.\n- Priya works for Atlas Freight.\n- Viktor reports to Sofia.\n- Northwind Systems was founded in 1999.\n- Atlas Freight is headquartered in Bergen.\n- Elena reports to Leila.\n- Viktor works for Northwind Systems.\n- Anders works for Cobalt Health.\n- Pablo reports to Mateo.\n- Sofia works for Atlas Freight.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17095", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6669: employee Priya A., hired 05 May 2020, separated 25 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6669?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17096", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Mateo reports to Omar.\n- Kenji reports to Mateo.\n- Jonas reports to Elena.\n- Kenji works for Cedar Retail Group.\n- Amara reports to Nadia.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank was founded in 1988.\n- Cedar Retail Group was founded in 1977.\n- Pablo reports to Jonas.\n- Wren reports to Viktor.\n- Mei works for Cobalt Health.\n- Cobalt Health was founded in 2002.\n- Mateo works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Deshawn reports to Pablo.\n- Meridian Bank is headquartered in Nagoya.\n- Nadia reports to Deshawn.\n- Elena reports to Mei.\n- Ironwood Manufacturing was founded in 1990.\n- Cobalt Health is headquartered in Valencia.\n- Viktor works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Mei reports to Kenji.\n- Amara works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Viktor reports to Amara.\n- Nadia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17098", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 83301, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17099", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Sanne reports to Tobias.\n- Bluepine Aviation was founded in 1999.\n- Beacon Insurance was founded in 1997.\n- Bruno reports to Ravi.\n- Tobias reports to Bruno.\n- Elena works for Bluepine Aviation.\n- Tobias works for Atlas Freight.\n- Elena reports to Sanne.\n- Kenji reports to Lucia.\n- Beacon Insurance is headquartered in Halifax.\n- Atlas Freight is headquartered in Dunedin.\n- Callum works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 2014.\n- Ravi works for Beacon Insurance.\n- Callum reports to Elena.\n- Bruno works for Vantage Air.\n- Lucia reports to Callum.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Vantage Air is headquartered in Ghent.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17101", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8931: employee Tessa M., hired 01 December 2023, separated 18 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8931?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2007.\n- Pablo works for Crescent Telecom.\n- Elena reports to Deshawn.\n- Fernhill Foods was founded in 1996.\n- Hana reports to Elena.\n- Helios Logistics is headquartered in Valencia.\n- Lucia works for Crescent Telecom.\n- Elena works for Cedar Retail Group.\n- Lucia reports to Amara.\n- Mara reports to Hana.\n- Helios Logistics was founded in 2011.\n- Sofia reports to Pablo.\n- Crescent Telecom is headquartered in Nagoya.\n- Deshawn works for Fernhill Foods.\n- Ravi reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Pablo reports to Ravi.\n- Tessa reports to Mara.\n- Fernhill Foods is headquartered in Ghent.\n- Amara works for Fernhill Foods.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Ravi works for Fernhill Foods.\n- Hana works for Helios Logistics.\n- Amara reports to Sofia.\n- Crescent Telecom was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17103", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1469: employee Viktor T., hired 28 September 2021, separated 15 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1469?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sofia.\n- Amara works for Beacon Insurance.\n- Atlas Freight is headquartered in Basel.\n- Sofia works for Beacon Insurance.\n- Tessa works for Bluepine Aviation.\n- Ingrid reports to Anders.\n- Sofia reports to Priya.\n- Bluepine Aviation was founded in 1983.\n- Mara works for Beacon Insurance.\n- Crescent Telecom was founded in 2011.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Anders works for Atlas Freight.\n- Priya reports to Amara.\n- Priya works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Malmo.\n- Mara reports to Tessa.\n- Tessa reports to Ingrid.\n- Crescent Telecom is headquartered in Malmo.\n- Yuki works for Crescent Telecom.\n- Anders reports to Yuki.\n- Beacon Insurance was founded in 1996.\n- Atlas Freight was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Mei reports to Lucia.\n- Mei works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Lucia reports to Dmitri.\n- Dmitri reports to Ravi.\n- Deshawn works for Helios Logistics.\n- Lattice Analytics was founded in 2011.\n- Amara reports to Stefan.\n- Lattice Analytics is headquartered in Adelaide.\n- Aisha reports to Amara.\n- Zoya works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2007.\n- Aisha works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1984.\n- Beacon Insurance is headquartered in Adelaide.\n- Helios Logistics is headquartered in Tallinn.\n- Deshawn reports to Zoya.\n- Stefan works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Amara works for Beacon Insurance.\n- Tessa works for Helios Logistics.\n- Tessa reports to Mei.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Helios Logistics was founded in 1996.\n- Stefan reports to Deshawn.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17106", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Beacon Insurance was founded in 2004.\n- Zoya reports to Viktor.\n- Mei reports to Deshawn.\n- Cedar Retail Group was founded in 2015.\n- Viktor reports to Sofia.\n- Mei works for Summit Energy.\n- Wren works for Cedar Retail Group.\n- Wren reports to Nadia.\n- Nadia reports to Zoya.\n- Sofia reports to Bruno.\n- Nadia works for Cedar Retail Group.\n- Sofia works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2013.\n- Deshawn reports to Wren.\n- Summit Energy is headquartered in Tallinn.\n- Zoya works for Beacon Insurance.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy was founded in 2014.\n- Cedar Retail Group is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bruno works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2002", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17108", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17109", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3817: employee Tobias S., hired 28 September 2023, separated 10 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3817?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17110", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Bergen.\n- Chiara reports to Omar.\n- Ingrid works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi works for Crescent Telecom.\n- Chiara works for Cobalt Health.\n- Yuki works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 1994.\n- Tessa reports to Wren.\n- Emeka works for Crescent Telecom.\n- Northwind Systems was founded in 1994.\n- Dmitri works for Northwind Systems.\n- Elena works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Ingrid reports to Lucia.\n- Cobalt Health was founded in 1987.\n- Ravi reports to Chiara.\n- Lucia reports to Elena.\n- Wren reports to Ingrid.\n- Omar reports to Tessa.\n- Emeka reports to Mara.\n- Ironwood Manufacturing was founded in 1992.\n- Wren works for Ironwood Manufacturing.\n- Mara works for Crescent Telecom.\n- Mara reports to Yuki.\n- Tessa works for Northwind Systems.\n- Dmitri reports to Emeka.\n- Cobalt Health is headquartered in Austin.\n- Elena reports to Dmitri.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Anders works for Fernhill Foods.\n- Cedar Retail Group was founded in 1979.\n- Anders reports to Sanne.\n- Deshawn reports to Pablo.\n- Tessa works for Ironwood Manufacturing.\n- Sanne reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1985.\n- Ironwood Manufacturing was founded in 2009.\n- Amara works for Fernhill Foods.\n- Summit Energy is headquartered in Valencia.\n- Nadia reports to Zoya.\n- Sanne works for Cedar Retail Group.\n- Zoya works for Ironwood Manufacturing.\n- Pablo reports to Nadia.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tessa reports to Anders.\n- Pablo works for Cedar Retail Group.\n- Summit Energy was founded in 2008.\n- Fernhill Foods is headquartered in Austin.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17113", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17114", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 63804 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17115", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3402: employee Ingrid R., hired 29 September 2022, separated 23 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3402?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17116", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 November 2025): For employees hired on or after 03 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7221: employee Lucia K., hired 21 May 2025, separated 23 August 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-7221 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,875", "2": "$4,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mara.\n- Ravi reports to Mateo.\n- Mateo reports to Tobias.\n- Tobias reports to Emeka.\n- Lucia works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Mara reports to Anders.\n- Lattice Analytics was founded in 1989.\n- Lucia reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Anders reports to Callum.\n- Callum reports to Stefan.\n- Atlas Freight is headquartered in Porto.\n- Anders works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Mateo works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Lattice Analytics is headquartered in Valencia.\n- Beacon Insurance is headquartered in Porto.\n- Atlas Freight was founded in 2006.\n- Ironwood Manufacturing is headquartered in Porto.\n- Jonas works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2011.\n- Beacon Insurance was founded in 2001.\n- Callum works for Atlas Freight.\n- Stefan reports to Jonas.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17118", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8798: employee Kenji K., hired 12 May 2021, separated 13 August 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8798?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Lucia reports to Yuki.\n- Deshawn reports to Felix.\n- Omar reports to Stefan.\n- Priya works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Felix reports to Lucia.\n- Mara reports to Omar.\n- Meridian Bank is headquartered in Lyon.\n- Helios Logistics was founded in 1996.\n- Deshawn works for Cobalt Health.\n- Mara works for Pinnacle Software.\n- Helios Logistics is headquartered in Tallinn.\n- Dmitri reports to Leila.\n- Felix works for Pinnacle Software.\n- Leila reports to Priya.\n- Stefan works for Helios Logistics.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Emeka.\n- Pinnacle Software is headquartered in Nagoya.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health was founded in 2014.\n- Stefan reports to Deshawn.\n- Lucia works for Helios Logistics.\n- Meridian Bank was founded in 2001.\n- Cobalt Health is headquartered in Nagoya.\n- Pinnacle Software was founded in 2014.\n- Emeka reports to Mara.\n- Emeka works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Yuki reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1986.\n- Atlas Freight was founded in 2011.\n- Chiara works for Bluepine Aviation.\n- Mateo works for Lattice Analytics.\n- Atlas Freight is headquartered in Valencia.\n- Lattice Analytics is headquartered in Brno.\n- Yuki reports to Sofia.\n- Chiara reports to Sanne.\n- Lucia works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Sanne works for Northwind Systems.\n- Sofia reports to Tobias.\n- Ravi reports to Lucia.\n- Tobias reports to Mateo.\n- Northwind Systems is headquartered in Valencia.\n- Sofia works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.\n- Northwind Systems was founded in 1975.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sanne reports to Ravi.\n- Mateo reports to Chiara.\n- Lattice Analytics was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Sofia reports to Leila.\n- Stefan reports to Kenji.\n- Felix works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Deshawn works for Beacon Insurance.\n- Emeka reports to Amara.\n- Fernhill Foods is headquartered in Porto.\n- Stefan works for Beacon Insurance.\n- Kenji reports to Felix.\n- Emeka works for Summit Energy.\n- Deshawn reports to Emeka.\n- Sofia works for Beacon Insurance.\n- Summit Energy is headquartered in Tallinn.\n- Viktor works for Summit Energy.\n- Viktor reports to Stefan.\n- Felix reports to Deshawn.\n- Amara reports to Sofia.\n- Leila works for Beacon Insurance.\n- Atlas Freight was founded in 1979.\n- Beacon Insurance is headquartered in Adelaide.\n- Atlas Freight is headquartered in Porto.\n- Summit Energy was founded in 1978.\n- Kenji works for Atlas Freight.\n- Fernhill Foods was founded in 1996.\n- Beacon Insurance was founded in 2004.\n- Sanne reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17122", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7571: employee Wren K., hired 04 September 2021, separated 10 June 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7571?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17123", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 19341\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "wants the delivery address updated", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Mateo works for Beacon Insurance.\n- Summit Energy was founded in 1981.\n- Crescent Telecom is headquartered in Austin.\n- Mara reports to Yuki.\n- Kenji works for Summit Energy.\n- Pablo reports to Amara.\n- Priya reports to Viktor.\n- Amara reports to Mara.\n- Felix works for Summit Energy.\n- Crescent Telecom was founded in 2010.\n- Amara works for Beacon Insurance.\n- Stefan reports to Omar.\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Summit Energy.\n- Kenji reports to Stefan.\n- Priya works for Beacon Insurance.\n- Summit Energy is headquartered in Porto.\n- Yuki works for Summit Energy.\n- Elena reports to Mateo.\n- Felix reports to Priya.\n- Yuki reports to Felix.\n- Lattice Analytics was founded in 1989.\n- Omar reports to Pablo.\n- Stefan works for Beacon Insurance.\n- Viktor reports to Elena.\n- Lattice Analytics is headquartered in Austin.\n- Beacon Insurance was founded in 2013.\n- Mara works for Beacon Insurance.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Austin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Nadia.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1999.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Lucia works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Northwind Systems was founded in 1991.\n- Sofia works for Meridian Bank.\n- Yuki works for Northwind Systems.\n- Pablo reports to Lucia.\n- Mateo reports to Yuki.\n- Mateo works for Northwind Systems.\n- Lucia reports to Dmitri.\n- Meridian Bank was founded in 1982.\n- Northwind Systems is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Austin.\n- Pablo works for Northwind Systems.\n- Yuki reports to Zoya.\n- Sofia reports to Pablo.\n- Nadia reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Zoya reports to Hana.\n- Nadia works for Lattice Analytics.\n- Dmitri reports to Mateo.\n- Lattice Analytics was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17126", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5382: employee Wren A., hired 26 September 2023, separated 25 April 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5382?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Pablo.\n- Cobalt Health was founded in 2012.\n- Mei works for Crescent Telecom.\n- Kenji reports to Sofia.\n- Sanne reports to Dmitri.\n- Sofia reports to Lucia.\n- Dmitri reports to Amara.\n- Beacon Insurance was founded in 1981.\n- Amara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Halifax.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods is headquartered in Leeds.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.\n- Elena works for Cobalt Health.\n- Pablo reports to Sanne.\n- Elena reports to Mei.\n- Fernhill Foods was founded in 1978.\n- Lucia reports to Stefan.\n- Dmitri works for Crescent Telecom.\n- Stefan works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Crescent Telecom is headquartered in Nagoya.\n- Pablo works for Crescent Telecom.\n- Mei reports to Kenji.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17128", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4122: employee Elena R., hired 26 March 2022, separated 10 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4122?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17129", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9108: employee Zoya R., hired 23 February 2021, separated 05 April 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2025-9108 under the controlling rules.", "criteria": {"0": "$33,042", "1": "$7,625", "2": "$7,687", "3": "$6,625"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17130", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17131", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9779: employee Zoya S., hired 20 October 2022, separated 14 October 2023 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-9779 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$12,385", "2": "$2,596", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17132", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Tessa works for Beacon Insurance.\n- Vantage Air was founded in 1996.\n- Lattice Analytics was founded in 2000.\n- Crescent Telecom was founded in 1999.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Aisha works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Ravi reports to Amara.\n- Crescent Telecom is headquartered in Adelaide.\n- Chiara works for Crescent Telecom.\n- Omar reports to Tessa.\n- Elena reports to Omar.\n- Amara reports to Chiara.\n- Omar works for Lattice Analytics.\n- Tobias reports to Aisha.\n- Chiara reports to Elena.\n- Vantage Air is headquartered in Tampere.\n- Aisha reports to Ravi.\n- Elena works for Vantage Air.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2000.\n- Lattice Analytics is headquartered in Malmo.\n- Felix works for Meridian Bank.\n- Anders works for Northwind Systems.\n- Yuki reports to Priya.\n- Elena reports to Felix.\n- Lucia works for Atlas Freight.\n- Sofia reports to Callum.\n- Northwind Systems was founded in 2007.\n- Jonas works for Lattice Analytics.\n- Anders reports to Yuki.\n- Dmitri works for Northwind Systems.\n- Lattice Analytics was founded in 1987.\n- Dmitri reports to Jonas.\n- Atlas Freight is headquartered in Oslo.\n- Elena works for Meridian Bank.\n- Omar works for Northwind Systems.\n- Lucia reports to Sofia.\n- Tessa works for Atlas Freight.\n- Meridian Bank was founded in 2014.\n- Omar reports to Anders.\n- Priya works for Atlas Freight.\n- Tessa reports to Dmitri.\n- Priya reports to Tessa.\n- Northwind Systems is headquartered in Nagoya.\n- Felix reports to Omar.\n- Sofia works for Atlas Freight.\n- Callum reports to Elena.\n- Callum works for Atlas Freight.\n- Yuki works for Northwind Systems.\n- Meridian Bank is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2000.\n- Cobalt Health is headquartered in Adelaide.\n- Zoya reports to Stefan.\n- Bluepine Aviation was founded in 1991.\n- Jonas works for Bluepine Aviation.\n- Priya reports to Mateo.\n- Ravi reports to Priya.\n- Zoya works for Cobalt Health.\n- Stefan reports to Anders.\n- Jonas reports to Zoya.\n- Pinnacle Software is headquartered in Brno.\n- Ravi works for Bluepine Aviation.\n- Anders reports to Amara.\n- Tobias works for Cobalt Health.\n- Amara works for Pinnacle Software.\n- Lattice Analytics is headquartered in Valencia.\n- Priya works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.\n- Amara reports to Tessa.\n- Lattice Analytics was founded in 2015.\n- Tessa reports to Tobias.\n- Mateo works for Cobalt Health.\n- Bluepine Aviation is headquartered in Halifax.\n- Tobias reports to Ravi.\n- Pinnacle Software was founded in 1997.\n- Stefan works for Lattice Analytics.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Chiara reports to Lucia.\n- Ingrid works for Crescent Telecom.\n- Pablo reports to Ravi.\n- Ravi reports to Elena.\n- Ingrid reports to Dmitri.\n- Pablo works for Cedar Retail Group.\n- Lucia works for Atlas Freight.\n- Crescent Telecom is headquartered in Leeds.\n- Cedar Retail Group was founded in 1989.\n- Bruno reports to Ingrid.\n- Cobalt Health is headquartered in Ghent.\n- Deshawn works for Cedar Retail Group.\n- Dmitri reports to Tessa.\n- Cedar Retail Group is headquartered in Ghent.\n- Bruno works for Atlas Freight.\n- Dmitri works for Crescent Telecom.\n- Elena reports to Bruno.\n- Atlas Freight is headquartered in Leeds.\n- Cobalt Health was founded in 1981.\n- Atlas Freight was founded in 1979.\n- Tessa reports to Chiara.\n- Chiara works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Crescent Telecom was founded in 1998.\n- Hana reports to Viktor.\n- Viktor works for Cobalt Health.\n- Viktor reports to Pablo.\n- Tessa works for Crescent Telecom.\n- Lucia reports to Deshawn.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1996", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Mei works for Northwind Systems.\n- Mateo reports to Nadia.\n- Bluepine Aviation is headquartered in Oslo.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Northwind Systems was founded in 1978.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha works for Bluepine Aviation.\n- Mateo works for Ironwood Manufacturing.\n- Omar reports to Felix.\n- Felix reports to Ingrid.\n- Pablo works for Ironwood Manufacturing.\n- Wren works for Bluepine Aviation.\n- Pablo reports to Mei.\n- Wren reports to Aisha.\n- Helios Logistics was founded in 1976.\n- Sanne works for Helios Logistics.\n- Mei reports to Sanne.\n- Felix works for Helios Logistics.\n- Bluepine Aviation was founded in 1981.\n- Nadia reports to Pablo.\n- Sanne reports to Omar.\n- Northwind Systems is headquartered in Turku.\n- Helios Logistics is headquartered in Tallinn.\n- Ingrid reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17138", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17139", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17140", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 7, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9406: employee Mateo S., hired 08 December 2022, separated 28 November 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-9406 under the controlling rules.", "criteria": {"0": "$2,250", "1": "$3,000", "2": "$13,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17141", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks for account balance", "4": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2014.\n- Lucia works for Atlas Freight.\n- Elena reports to Sofia.\n- Emeka works for Lattice Analytics.\n- Anders reports to Zoya.\n- Sofia reports to Mateo.\n- Mateo reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy was founded in 2000.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Viktor reports to Lucia.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Cork.\n- Mateo works for Lattice Analytics.\n- Wren works for Atlas Freight.\n- Anders works for Cedar Retail Group.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Lucia reports to Elena.\n- Tobias reports to Anders.\n- Cedar Retail Group was founded in 2008.\n- Zoya reports to Wren.\n- Zoya works for Cedar Retail Group.\n- Atlas Freight is headquartered in Bergen.\n- Wren reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17143", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17144", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ingrid.\n- Bluepine Aviation was founded in 2011.\n- Lattice Analytics is headquartered in Adelaide.\n- Cobalt Health was founded in 1990.\n- Bluepine Aviation is headquartered in Nagoya.\n- Wren works for Vantage Air.\n- Ingrid reports to Sofia.\n- Hana reports to Deshawn.\n- Vantage Air is headquartered in Turku.\n- Ingrid works for Cobalt Health.\n- Vantage Air was founded in 1997.\n- Callum works for Lattice Analytics.\n- Mateo works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Viktor works for Bluepine Aviation.\n- Bruno reports to Viktor.\n- Callum reports to Zoya.\n- Hana works for Vantage Air.\n- Lattice Analytics was founded in 1979.\n- Cobalt Health is headquartered in Adelaide.\n- Deshawn works for Cobalt Health.\n- Wren reports to Bruno.\n- Deshawn reports to Mateo.\n- Zoya works for Vantage Air.\n- Zoya reports to Hana.\n- Viktor reports to Callum.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17146", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1996.\n- Viktor works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1992.\n- Fernhill Foods is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Cork.\n- Cobalt Health is headquartered in Nagoya.\n- Bruno works for Ironwood Manufacturing.\n- Bruno reports to Viktor.\n- Stefan reports to Emeka.\n- Cedar Retail Group was founded in 1977.\n- Emeka reports to Pablo.\n- Cedar Retail Group is headquartered in Nagoya.\n- Deshawn reports to Felix.\n- Fernhill Foods was founded in 1983.\n- Felix works for Fernhill Foods.\n- Pablo works for Cobalt Health.\n- Mateo works for Fernhill Foods.\n- Stefan works for Cedar Retail Group.\n- Pablo reports to Deshawn.\n- Viktor reports to Stefan.\n- Emeka works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17148", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Porto.\n- Felix works for Northwind Systems.\n- Amara reports to Bruno.\n- Amara works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Callum works for Northwind Systems.\n- Mateo works for Lattice Analytics.\n- Pablo works for Northwind Systems.\n- Helios Logistics is headquartered in Austin.\n- Bruno reports to Mateo.\n- Cedar Retail Group was founded in 2004.\n- Jonas works for Northwind Systems.\n- Jonas reports to Pablo.\n- Callum reports to Wren.\n- Bruno works for Northwind Systems.\n- Felix reports to Amara.\n- Lattice Analytics was founded in 1984.\n- Northwind Systems was founded in 2004.\n- Mateo reports to Jonas.\n- Helios Logistics was founded in 1993.\n- Pablo reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "2007", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17150", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Mara works for Atlas Freight.\n- Anders works for Summit Energy.\n- Ingrid reports to Priya.\n- Meridian Bank is headquartered in Halifax.\n- Priya reports to Viktor.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Stefan reports to Mara.\n- Nadia reports to Lucia.\n- Summit Energy was founded in 1986.\n- Mara reports to Aisha.\n- Anders reports to Stefan.\n- Atlas Freight was founded in 2015.\n- Summit Energy is headquartered in Halifax.\n- Lucia reports to Jonas.\n- Vantage Air is headquartered in Halifax.\n- Viktor works for Vantage Air.\n- Ingrid works for Atlas Freight.\n- Meridian Bank was founded in 1981.\n- Vantage Air was founded in 1992.\n- Stefan works for Summit Energy.\n- Aisha works for Vantage Air.\n- Jonas reports to Ingrid.\n- Viktor reports to Anders.\n- Jonas works for Meridian Bank.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17152", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Viktor.\n- Lucia works for Summit Energy.\n- Mei works for Summit Energy.\n- Meridian Bank is headquartered in Basel.\n- Viktor works for Summit Energy.\n- Meridian Bank was founded in 1998.\n- Lattice Analytics is headquartered in Basel.\n- Felix works for Meridian Bank.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 2005.\n- Viktor reports to Lucia.\n- Elena works for Meridian Bank.\n- Elena reports to Mei.\n- Northwind Systems was founded in 1997.\n- Lattice Analytics was founded in 1987.\n- Leila works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Felix reports to Jonas.\n- Leila reports to Elena.\n- Lucia reports to Leila.\n- Mei reports to Felix.\n- Northwind Systems is headquartered in Valencia.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17154", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17155", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17156", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 December 2022): For employees hired on or after 08 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3743: employee Ingrid T., hired 09 December 2020, separated 22 November 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3743?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Zoya.\n- Elena reports to Wren.\n- Hana reports to Omar.\n- Vantage Air is headquartered in Halifax.\n- Yuki reports to Elena.\n- Yuki works for Meridian Bank.\n- Pinnacle Software was founded in 1997.\n- Meridian Bank is headquartered in Halifax.\n- Lattice Analytics was founded in 1999.\n- Elena works for Vantage Air.\n- Meridian Bank was founded in 1981.\n- Emeka works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Omar reports to Aisha.\n- Lattice Analytics is headquartered in Porto.\n- Pinnacle Software is headquartered in Adelaide.\n- Vantage Air was founded in 1998.\n- Wren reports to Viktor.\n- Omar works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Wren works for Lattice Analytics.\n- Mateo reports to Hana.\n- Aisha works for Meridian Bank.\n- Stefan works for Pinnacle Software.\n- Zoya reports to Stefan.\n- Aisha reports to Yuki.\n- Emeka reports to Mateo.\n- Bruno reports to Emeka.\n- Zoya works for Vantage Air.\n- Bruno works for Meridian Bank.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1976", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17158", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health is headquartered in Porto.\n- Nadia works for Vantage Air.\n- Yuki works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Vantage Air was founded in 1999.\n- Summit Energy was founded in 2006.\n- Yuki reports to Nadia.\n- Ingrid reports to Lucia.\n- Vantage Air is headquartered in Bergen.\n- Dmitri works for Meridian Bank.\n- Lucia works for Summit Energy.\n- Jonas reports to Pablo.\n- Mara reports to Dmitri.\n- Nadia reports to Ingrid.\n- Viktor works for Vantage Air.\n- Pablo reports to Aisha.\n- Summit Energy is headquartered in Valencia.\n- Lucia reports to Viktor.\n- Mara works for Vantage Air.\n- Aisha reports to Yuki.\n- Pablo works for Vantage Air.\n- Cobalt Health was founded in 1989.\n- Dmitri reports to Jonas.\n- Meridian Bank was founded in 1993.\n- Ingrid works for Vantage Air.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17160", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17161", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Sanne reports to Mei.\n- Felix reports to Yuki.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Lyon.\n- Bruno works for Helios Logistics.\n- Yuki reports to Deshawn.\n- Emeka reports to Viktor.\n- Viktor reports to Bruno.\n- Cedar Retail Group is headquartered in Bergen.\n- Sanne works for Helios Logistics.\n- Crescent Telecom was founded in 1987.\n- Deshawn works for Crescent Telecom.\n- Helios Logistics was founded in 1979.\n- Bruno reports to Felix.\n- Summit Energy is headquartered in Bergen.\n- Cedar Retail Group was founded in 2002.\n- Deshawn reports to Sanne.\n- Felix works for Helios Logistics.\n- Summit Energy was founded in 1979.\n- Helios Logistics is headquartered in Lyon.\n- Mei works for Crescent Telecom.\n- Yuki works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17163", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17164", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17165", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8445: employee Jonas M., hired 27 September 2019, separated 05 March 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8445?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17166", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2009.\n- Northwind Systems was founded in 1977.\n- Ingrid reports to Lucia.\n- Stefan reports to Ravi.\n- Meridian Bank was founded in 1981.\n- Yuki reports to Aisha.\n- Lucia works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Leila reports to Stefan.\n- Felix reports to Viktor.\n- Ravi works for Meridian Bank.\n- Wren works for Ironwood Manufacturing.\n- Yuki works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2004.\n- Northwind Systems is headquartered in Basel.\n- Wren reports to Ingrid.\n- Ingrid works for Northwind Systems.\n- Aisha works for Meridian Bank.\n- Viktor reports to Wren.\n- Summit Energy is headquartered in Basel.\n- Ravi reports to Felix.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila works for Summit Energy.\n- Viktor works for Summit Energy.\n- Aisha reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17168", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17169", "family": "intent_v3", "state": "Incoming support message:\n\"FW: I moved — update delivery for 93096\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17170", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3453: employee Elena R., hired 04 January 2024, separated 25 February 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-3453 under the controlling rules.", "criteria": {"0": "$39,433", "1": "$7,100", "2": "$9,100", "3": "$9,188"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17171", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5360: employee Sofia M., hired 01 September 2021, separated 15 December 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5360?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17172", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17173", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4796: employee Tessa S., hired 20 December 2023, separated 29 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-4796 under the controlling rules.", "criteria": {"0": "$8,308", "1": "$12,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tobias.\n- Elena reports to Leila.\n- Mateo reports to Anders.\n- Fernhill Foods is headquartered in Valencia.\n- Atlas Freight is headquartered in Lyon.\n- Vantage Air was founded in 1990.\n- Anders works for Atlas Freight.\n- Dmitri reports to Deshawn.\n- Bluepine Aviation is headquartered in Turku.\n- Tobias works for Fernhill Foods.\n- Atlas Freight was founded in 1984.\n- Tobias reports to Dmitri.\n- Vantage Air is headquartered in Valencia.\n- Elena works for Atlas Freight.\n- Leila reports to Bruno.\n- Anders reports to Elena.\n- Leila works for Atlas Freight.\n- Bluepine Aviation was founded in 1997.\n- Deshawn works for Vantage Air.\n- Fernhill Foods was founded in 2008.\n- Mateo works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17175", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17176", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Lattice Analytics was founded in 1996.\n- Stefan reports to Ingrid.\n- Helios Logistics was founded in 1989.\n- Amara reports to Tobias.\n- Dmitri reports to Amara.\n- Ingrid works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tallinn.\n- Dmitri works for Helios Logistics.\n- Tobias reports to Zoya.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Cedar Retail Group was founded in 2005.\n- Stefan works for Cedar Retail Group.\n- Chiara works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Valencia.\n- Lattice Analytics is headquartered in Valencia.\n- Pinnacle Software was founded in 1981.\n- Mara works for Lattice Analytics.\n- Chiara reports to Mara.\n- Mara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17178", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 97285 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17179", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Bruno works for Ironwood Manufacturing.\n- Wren works for Cedar Retail Group.\n- Omar reports to Wren.\n- Ingrid reports to Chiara.\n- Wren reports to Stefan.\n- Cedar Retail Group is headquartered in Nagoya.\n- Yuki reports to Tobias.\n- Vantage Air is headquartered in Oslo.\n- Tobias works for Vantage Air.\n- Chiara reports to Bruno.\n- Yuki works for Ironwood Manufacturing.\n- Stefan reports to Yuki.\n- Stefan works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2005.\n- Helios Logistics is headquartered in Oslo.\n- Helios Logistics was founded in 1995.\n- Omar works for Ironwood Manufacturing.\n- Vantage Air was founded in 1976.\n- Tobias reports to Ingrid.\n- Ironwood Manufacturing was founded in 2008.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17181", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 61638\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sofia.\n- Tobias works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Sofia reports to Emeka.\n- Summit Energy was founded in 1994.\n- Nadia works for Meridian Bank.\n- Priya reports to Tobias.\n- Chiara works for Helios Logistics.\n- Yuki reports to Deshawn.\n- Lucia reports to Priya.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Summit Energy is headquartered in Valencia.\n- Emeka reports to Chiara.\n- Deshawn reports to Nadia.\n- Cobalt Health is headquartered in Adelaide.\n- Emeka works for Helios Logistics.\n- Meridian Bank was founded in 1983.\n- Cobalt Health was founded in 2007.\n- Nadia reports to Amara.\n- Chiara reports to Yuki.\n- Sofia works for Meridian Bank.\n- Deshawn works for Summit Energy.\n- Amara works for Cobalt Health.\n- Meridian Bank is headquartered in Adelaide.\n- Helios Logistics was founded in 1996.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1991.\n- Deshawn works for Lattice Analytics.\n- Deshawn reports to Nadia.\n- Aisha works for Lattice Analytics.\n- Ravi reports to Mateo.\n- Ironwood Manufacturing was founded in 1984.\n- Pablo works for Meridian Bank.\n- Emeka reports to Aisha.\n- Emeka works for Beacon Insurance.\n- Mateo reports to Priya.\n- Bruno reports to Dmitri.\n- Beacon Insurance was founded in 2014.\n- Priya reports to Pablo.\n- Dmitri reports to Deshawn.\n- Nadia reports to Felix.\n- Meridian Bank is headquartered in Valencia.\n- Aisha reports to Bruno.\n- Priya works for Meridian Bank.\n- Beacon Insurance is headquartered in Valencia.\n- Bruno works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Lucia reports to Emeka.\n- Lucia works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tampere.\n- Nadia works for Beacon Insurance.\n- Felix works for Lattice Analytics.\n- Pablo reports to Lucia.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17184", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5385: employee Zoya S., hired 23 November 2022, separated 21 February 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5385?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17185", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1996.\n- Vantage Air is headquartered in Ghent.\n- Leila reports to Tessa.\n- Tessa reports to Callum.\n- Crescent Telecom was founded in 1978.\n- Hana reports to Amara.\n- Callum reports to Hana.\n- Leila works for Vantage Air.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tallinn.\n- Callum works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Amara reports to Kenji.\n- Priya reports to Jonas.\n- Tessa works for Vantage Air.\n- Jonas reports to Leila.\n- Kenji works for Vantage Air.\n- Hana works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Vantage Air was founded in 1996.\n- Priya works for Crescent Telecom.\n- Fernhill Foods was founded in 1985.\n- Beacon Insurance is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17187", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4414: employee Dmitri R., hired 18 May 2021, separated 06 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4414?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17188", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8575: employee Chiara K., hired 22 July 2023, separated 13 October 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8575?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17189", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Priya.\n- Jonas works for Vantage Air.\n- Mateo works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Callum reports to Chiara.\n- Sofia reports to Mateo.\n- Zoya reports to Felix.\n- Priya reports to Sofia.\n- Mei works for Bluepine Aviation.\n- Pinnacle Software was founded in 2000.\n- Zoya works for Pinnacle Software.\n- Callum works for Lattice Analytics.\n- Pinnacle Software is headquartered in Brno.\n- Yuki works for Lattice Analytics.\n- Mei reports to Jonas.\n- Felix works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 2004.\n- Lattice Analytics is headquartered in Brno.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation was founded in 2014.\n- Omar works for Lattice Analytics.\n- Chiara reports to Omar.\n- Yuki reports to Callum.\n- Chiara works for Vantage Air.\n- Lattice Analytics was founded in 1993.\n- Omar reports to Mei.\n- Bluepine Aviation is headquartered in Lyon.\n- Mateo reports to Bruno.\n- Bruno reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Nadia.\n- Anders works for Beacon Insurance.\n- Tobias reports to Chiara.\n- Deshawn works for Cedar Retail Group.\n- Emeka reports to Ingrid.\n- Bruno reports to Deshawn.\n- Cedar Retail Group was founded in 1995.\n- Nadia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Deshawn reports to Emeka.\n- Summit Energy was founded in 1986.\n- Tobias works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Leeds.\n- Emeka works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Anders reports to Tobias.\n- Bruno works for Beacon Insurance.\n- Helios Logistics was founded in 1989.\n- Beacon Insurance was founded in 2007.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Anders.\n- Summit Energy is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Basel.\n- Anders works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Hana works for Lattice Analytics.\n- Bruno works for Northwind Systems.\n- Anders reports to Mei.\n- Elena reports to Stefan.\n- Mei works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Northwind Systems was founded in 1983.\n- Omar reports to Emeka.\n- Vantage Air was founded in 1987.\n- Lattice Analytics is headquartered in Cork.\n- Amara reports to Hana.\n- Mei reports to Amara.\n- Stefan works for Northwind Systems.\n- Emeka reports to Anders.\n- Sofia works for Northwind Systems.\n- Stefan reports to Bruno.\n- Vantage Air is headquartered in Basel.\n- Lattice Analytics was founded in 1987.\n- Amara works for Ironwood Manufacturing.\n- Hana reports to Elena.\n- Omar works for Lattice Analytics.\n- Emeka works for Northwind Systems.\n- Bruno reports to Sofia.\n- Ironwood Manufacturing was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17193", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6136: employee Deshawn T., hired 07 October 2024, separated 05 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6136?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Helios Logistics was founded in 1996.\n- Wren works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Viktor works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2013.\n- Hana reports to Viktor.\n- Jonas works for Cobalt Health.\n- Zoya works for Helios Logistics.\n- Wren reports to Pablo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Pablo works for Vantage Air.\n- Jonas reports to Wren.\n- Leila reports to Hana.\n- Pablo reports to Ravi.\n- Viktor reports to Jonas.\n- Helios Logistics is headquartered in Malmo.\n- Vantage Air is headquartered in Malmo.\n- Cobalt Health was founded in 2015.\n- Zoya reports to Leila.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Leila reports to Zoya.\n- Yuki works for Vantage Air.\n- Mateo reports to Sanne.\n- Tobias reports to Priya.\n- Aisha works for Cedar Retail Group.\n- Yuki reports to Tessa.\n- Tobias works for Vantage Air.\n- Leila works for Cedar Retail Group.\n- Ravi reports to Leila.\n- Tessa works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Aisha reports to Ravi.\n- Northwind Systems is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Malmo.\n- Priya works for Vantage Air.\n- Zoya reports to Deshawn.\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Aisha.\n- Cedar Retail Group was founded in 1993.\n- Ingrid reports to Tobias.\n- Vantage Air was founded in 2008.\n- Ingrid works for Vantage Air.\n- Cobalt Health was founded in 2008.\n- Vantage Air is headquartered in Cork.\n- Tessa reports to Ingrid.\n- Zoya works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Sanne works for Cedar Retail Group.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2012.\n- Felix works for Helios Logistics.\n- Summit Energy is headquartered in Ghent.\n- Elena works for Ironwood Manufacturing.\n- Summit Energy was founded in 1986.\n- Jonas works for Ironwood Manufacturing.\n- Yuki works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Atlas Freight is headquartered in Tampere.\n- Yuki reports to Jonas.\n- Viktor reports to Ravi.\n- Ingrid reports to Felix.\n- Jonas reports to Pablo.\n- Helios Logistics is headquartered in Tampere.\n- Pablo reports to Viktor.\n- Ironwood Manufacturing was founded in 1988.\n- Elena reports to Mateo.\n- Ingrid works for Helios Logistics.\n- Ravi reports to Ingrid.\n- Ravi works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Nadia reports to Yuki.\n- Mateo reports to Nadia.\n- Nadia works for Helios Logistics.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Anders reports to Priya.\n- Viktor reports to Anders.\n- Hana works for Lattice Analytics.\n- Chiara reports to Sofia.\n- Bluepine Aviation was founded in 2005.\n- Mei reports to Mara.\n- Priya reports to Mei.\n- Zoya works for Bluepine Aviation.\n- Elena works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Elena reports to Viktor.\n- Bluepine Aviation is headquartered in Oslo.\n- Mara reports to Chiara.\n- Lattice Analytics is headquartered in Lyon.\n- Sofia works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Hana reports to Elena.\n- Crescent Telecom is headquartered in Tampere.\n- Meridian Bank is headquartered in Tampere.\n- Zoya reports to Hana.\n- Priya works for Crescent Telecom.\n- Lattice Analytics was founded in 1988.\n- Mei works for Lattice Analytics.\n- Mara works for Crescent Telecom.\n- Meridian Bank was founded in 1976.\n- Crescent Telecom was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Hana.\n- Felix reports to Leila.\n- Northwind Systems is headquartered in Lyon.\n- Dmitri reports to Mateo.\n- Elena works for Crescent Telecom.\n- Cedar Retail Group was founded in 1978.\n- Hana reports to Ravi.\n- Leila reports to Stefan.\n- Stefan reports to Elena.\n- Leila works for Crescent Telecom.\n- Mateo works for Beacon Insurance.\n- Wren works for Cedar Retail Group.\n- Felix works for Beacon Insurance.\n- Elena reports to Jonas.\n- Beacon Insurance was founded in 2001.\n- Ravi reports to Felix.\n- Dmitri works for Northwind Systems.\n- Jonas reports to Wren.\n- Beacon Insurance is headquartered in Lyon.\n- Northwind Systems was founded in 2002.\n- Hana works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1999", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Northwind Systems was founded in 2007.\n- Stefan works for Vantage Air.\n- Emeka reports to Tessa.\n- Bluepine Aviation was founded in 2015.\n- Vantage Air is headquartered in Oslo.\n- Mara works for Northwind Systems.\n- Mara reports to Jonas.\n- Hana works for Cobalt Health.\n- Stefan reports to Hana.\n- Northwind Systems is headquartered in Tallinn.\n- Vantage Air was founded in 2002.\n- Tessa works for Cobalt Health.\n- Mateo reports to Felix.\n- Felix reports to Omar.\n- Jonas works for Vantage Air.\n- Tobias reports to Stefan.\n- Omar works for Northwind Systems.\n- Bluepine Aviation is headquartered in Ghent.\n- Emeka works for Cobalt Health.\n- Omar reports to Tobias.\n- Tobias works for Vantage Air.\n- Jonas reports to Emeka.\n- Felix works for Bluepine Aviation.\n- Hana reports to Mara.\n- Cobalt Health was founded in 1980.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17200", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1132: employee Yuki R., hired 25 May 2023, separated 31 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1132?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17201", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "play_music", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17202", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8049: employee Mei T., hired 21 April 2023, separated 15 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8049?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17204", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9499: employee Stefan T., hired 11 July 2023, separated 08 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-9499 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,438", "2": "$3,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17205", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7289: employee Leila T., hired 11 January 2022, separated 07 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7289?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Mateo reports to Bruno.\n- Mara reports to Jonas.\n- Emeka reports to Callum.\n- Summit Energy is headquartered in Halifax.\n- Bruno reports to Elena.\n- Nadia reports to Wren.\n- Pinnacle Software was founded in 2006.\n- Northwind Systems was founded in 2006.\n- Pinnacle Software is headquartered in Basel.\n- Wren reports to Emeka.\n- Bruno works for Northwind Systems.\n- Lattice Analytics is headquartered in Cork.\n- Tobias works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Stefan reports to Mateo.\n- Nadia works for Summit Energy.\n- Felix works for Lattice Analytics.\n- Wren works for Northwind Systems.\n- Mara works for Pinnacle Software.\n- Callum reports to Stefan.\n- Summit Energy was founded in 1985.\n- Jonas reports to Tobias.\n- Felix reports to Mara.\n- Northwind Systems is headquartered in Cork.\n- Lattice Analytics was founded in 2007.\n- Tobias reports to Nadia.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17207", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4469: employee Anders R., hired 31 March 2022, separated 12 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4469?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Tobias.\n- Tobias works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.\n- Omar reports to Elena.\n- Jonas works for Helios Logistics.\n- Omar works for Cobalt Health.\n- Sofia reports to Pablo.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Hana reports to Lucia.\n- Leila works for Helios Logistics.\n- Jonas reports to Leila.\n- Pablo reports to Hana.\n- Leila reports to Sanne.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Pablo works for Cobalt Health.\n- Sofia works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1992.\n- Elena works for Northwind Systems.\n- Tobias reports to Jonas.\n- Lucia works for Ironwood Manufacturing.\n- Elena reports to Sofia.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 1995.\n- Helios Logistics is headquartered in Adelaide.\n- Cobalt Health was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Felix.\n- Fernhill Foods is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1989.\n- Jonas works for Fernhill Foods.\n- Helios Logistics is headquartered in Lyon.\n- Sofia reports to Wren.\n- Fernhill Foods was founded in 1976.\n- Helios Logistics was founded in 2006.\n- Pablo works for Fernhill Foods.\n- Ravi works for Helios Logistics.\n- Atlas Freight was founded in 1992.\n- Hana works for Cedar Retail Group.\n- Pablo reports to Hana.\n- Ravi reports to Pablo.\n- Sofia works for Cedar Retail Group.\n- Wren works for Helios Logistics.\n- Felix works for Fernhill Foods.\n- Felix reports to Jonas.\n- Cedar Retail Group is headquartered in Oslo.\n- Wren reports to Ingrid.\n- Jonas reports to Sofia.\n- Ingrid works for Helios Logistics.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Wren.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Northwind Systems was founded in 1981.\n- Mateo reports to Mara.\n- Northwind Systems is headquartered in Brno.\n- Emeka reports to Omar.\n- Emeka works for Helios Logistics.\n- Crescent Telecom was founded in 2001.\n- Yuki works for Crescent Telecom.\n- Helios Logistics was founded in 2014.\n- Amara works for Crescent Telecom.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Amara.\n- Crescent Telecom is headquartered in Ghent.\n- Omar works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2002.\n- Mara reports to Yuki.\n- Mateo works for Ironwood Manufacturing.\n- Sanne works for Northwind Systems.\n- Omar reports to Mateo.\n- Yuki reports to Sanne.\n- Helios Logistics is headquartered in Ghent.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17211", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17212", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3303: employee Ravi M., hired 28 December 2021, separated 14 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3303?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17213", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Lattice Analytics is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Crescent Telecom is headquartered in Nagoya.\n- Anders works for Crescent Telecom.\n- Lattice Analytics was founded in 1988.\n- Emeka works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Lucia reports to Leila.\n- Cedar Retail Group is headquartered in Porto.\n- Felix reports to Tessa.\n- Anders reports to Viktor.\n- Tessa reports to Lucia.\n- Chiara reports to Aisha.\n- Lucia works for Beacon Insurance.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom was founded in 1989.\n- Emeka reports to Anders.\n- Beacon Insurance was founded in 2012.\n- Felix works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group was founded in 1992.\n- Elena works for Cedar Retail Group.\n- Viktor reports to Felix.\n- Callum works for Crescent Telecom.\n- Callum reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Elena reports to Callum.\n- Aisha reports to Emeka.\n- Nadia reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17215", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Viktor.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2009.\n- Jonas reports to Sanne.\n- Aisha reports to Bruno.\n- Aisha works for Lattice Analytics.\n- Priya works for Crescent Telecom.\n- Emeka reports to Felix.\n- Northwind Systems was founded in 1983.\n- Sanne reports to Elena.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Jonas.\n- Anders reports to Tobias.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Felix works for Northwind Systems.\n- Crescent Telecom was founded in 1981.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Cobalt Health is headquartered in Turku.\n- Elena works for Lattice Analytics.\n- Priya reports to Anders.\n- Bruno works for Northwind Systems.\n- Anders works for Cobalt Health.\n- Deshawn reports to Emeka.\n- Northwind Systems is headquartered in Austin.\n- Cobalt Health was founded in 2006.\n- Felix reports to Aisha.\n- Elena reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Pinnacle Software.\n- Anders works for Helios Logistics.\n- Ravi works for Beacon Insurance.\n- Hana works for Cedar Retail Group.\n- Chiara reports to Priya.\n- Tessa reports to Anders.\n- Yuki works for Cedar Retail Group.\n- Helios Logistics is headquartered in Bergen.\n- Chiara works for Pinnacle Software.\n- Lucia works for Beacon Insurance.\n- Helios Logistics was founded in 1993.\n- Hana reports to Tessa.\n- Beacon Insurance is headquartered in Lyon.\n- Amara works for Cedar Retail Group.\n- Anders reports to Lucia.\n- Ingrid reports to Chiara.\n- Tessa works for Cedar Retail Group.\n- Lucia reports to Yuki.\n- Yuki reports to Ingrid.\n- Pinnacle Software was founded in 2004.\n- Amara reports to Hana.\n- Ingrid works for Helios Logistics.\n- Pinnacle Software is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Halifax.\n- Cedar Retail Group was founded in 2012.\n- Beacon Insurance was founded in 2007.\n- Priya reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mei.\n- Callum reports to Jonas.\n- Beacon Insurance was founded in 1988.\n- Helios Logistics was founded in 2003.\n- Emeka works for Helios Logistics.\n- Emeka reports to Bruno.\n- Fernhill Foods is headquartered in Cork.\n- Vantage Air was founded in 1987.\n- Ingrid works for Helios Logistics.\n- Beacon Insurance is headquartered in Basel.\n- Jonas reports to Kenji.\n- Kenji reports to Ingrid.\n- Kenji works for Vantage Air.\n- Nadia reports to Callum.\n- Bruno works for Fernhill Foods.\n- Ingrid reports to Emeka.\n- Mei works for Vantage Air.\n- Jonas works for Vantage Air.\n- Fernhill Foods was founded in 1987.\n- Vantage Air is headquartered in Basel.\n- Helios Logistics is headquartered in Brno.\n- Nadia works for Vantage Air.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17219", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mateo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Dmitri reports to Jonas.\n- Bluepine Aviation is headquartered in Lyon.\n- Pablo works for Bluepine Aviation.\n- Viktor works for Ironwood Manufacturing.\n- Nadia works for Fernhill Foods.\n- Mei reports to Leila.\n- Jonas reports to Sanne.\n- Cedar Retail Group was founded in 2010.\n- Pablo reports to Tessa.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods was founded in 1985.\n- Kenji works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Viktor reports to Dmitri.\n- Bluepine Aviation was founded in 1997.\n- Sofia works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Kenji reports to Viktor.\n- Ironwood Manufacturing was founded in 2011.\n- Tessa works for Cedar Retail Group.\n- Jonas works for Ironwood Manufacturing.\n- Mateo works for Cedar Retail Group.\n- Sanne reports to Pablo.\n- Leila works for Bluepine Aviation.\n- Mei works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Mei works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Sofia reports to Mei.\n- Stefan works for Pinnacle Software.\n- Pablo works for Beacon Insurance.\n- Leila reports to Elena.\n- Cedar Retail Group was founded in 1998.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Tobias reports to Stefan.\n- Pinnacle Software was founded in 1993.\n- Stefan reports to Leila.\n- Ironwood Manufacturing was founded in 1998.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Halifax.\n- Sofia works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Halifax.\n- Chiara reports to Sofia.\n- Mei reports to Tobias.\n- Pablo reports to Chiara.\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17222", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17223", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1641: employee Ravi T., hired 16 June 2023, separated 10 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1641?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17224", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1629: employee Pablo K., hired 05 May 2020, separated 02 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1629?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17225", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7784: employee Jonas R., hired 05 January 2025, separated 30 September 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7784?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17226", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Wren reports to Tobias.\n- Deshawn reports to Wren.\n- Aisha reports to Mara.\n- Omar works for Atlas Freight.\n- Fernhill Foods was founded in 1982.\n- Summit Energy is headquartered in Adelaide.\n- Pablo works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Callum works for Summit Energy.\n- Hana reports to Aisha.\n- Fernhill Foods is headquartered in Cork.\n- Ravi reports to Hana.\n- Lattice Analytics is headquartered in Bergen.\n- Aisha works for Fernhill Foods.\n- Tessa reports to Pablo.\n- Mara works for Lattice Analytics.\n- Chiara works for Fernhill Foods.\n- Lattice Analytics was founded in 1980.\n- Wren works for Summit Energy.\n- Atlas Freight was founded in 1994.\n- Atlas Freight is headquartered in Basel.\n- Mara reports to Callum.\n- Chiara reports to Deshawn.\n- Ravi works for Fernhill Foods.\n- Hana works for Atlas Freight.\n- Pablo reports to Omar.\n- Summit Energy was founded in 2002.\n- Omar reports to Ravi.\n- Callum reports to Chiara.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Deshawn reports to Hana.\n- Hana reports to Nadia.\n- Sofia works for Lattice Analytics.\n- Yuki works for Summit Energy.\n- Hana works for Crescent Telecom.\n- Omar reports to Ravi.\n- Jonas works for Crescent Telecom.\n- Nadia works for Beacon Insurance.\n- Lattice Analytics is headquartered in Porto.\n- Crescent Telecom is headquartered in Porto.\n- Beacon Insurance was founded in 2014.\n- Yuki reports to Tobias.\n- Lattice Analytics was founded in 1976.\n- Ravi works for Beacon Insurance.\n- Tobias reports to Jonas.\n- Omar works for Summit Energy.\n- Ravi reports to Viktor.\n- Viktor reports to Deshawn.\n- Summit Energy is headquartered in Ghent.\n- Nadia reports to Sofia.\n- Viktor works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Beacon Insurance is headquartered in Nagoya.\n- Tobias works for Summit Energy.\n- Sofia reports to Yuki.\n- Summit Energy was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17229", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17230", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1816: employee Dmitri K., hired 23 April 2023, separated 24 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1816?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Viktor works for Beacon Insurance.\n- Nadia reports to Elena.\n- Fernhill Foods was founded in 1993.\n- Northwind Systems was founded in 2006.\n- Beacon Insurance was founded in 1988.\n- Hana works for Northwind Systems.\n- Cobalt Health was founded in 2014.\n- Elena works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Yuki.\n- Omar reports to Dmitri.\n- Omar works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Fernhill Foods is headquartered in Tallinn.\n- Hana reports to Viktor.\n- Yuki reports to Nadia.\n- Beacon Insurance is headquartered in Cork.\n- Elena reports to Hana.\n- Yuki works for Fernhill Foods.\n- Northwind Systems is headquartered in Cork.\n- Nadia works for Cobalt Health.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17232", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3350: employee Sofia T., hired 22 April 2024, separated 04 May 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3350?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Ravi.\n- Pablo reports to Tobias.\n- Deshawn works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Omar reports to Pablo.\n- Pinnacle Software is headquartered in Valencia.\n- Tobias works for Meridian Bank.\n- Ravi reports to Hana.\n- Hana reports to Mateo.\n- Meridian Bank is headquartered in Austin.\n- Ravi works for Crescent Telecom.\n- Nadia reports to Deshawn.\n- Hana works for Meridian Bank.\n- Pinnacle Software was founded in 2006.\n- Leila works for Vantage Air.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Mateo reports to Omar.\n- Vantage Air is headquartered in Valencia.\n- Pablo works for Meridian Bank.\n- Callum works for Pinnacle Software.\n- Leila reports to Callum.\n- Tobias reports to Nadia.\n- Vantage Air was founded in 1999.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cobalt Health.\n- Kenji reports to Mateo.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Tobias reports to Sanne.\n- Pinnacle Software was founded in 2009.\n- Lucia works for Fernhill Foods.\n- Summit Energy was founded in 2001.\n- Mateo reports to Tobias.\n- Sanne works for Summit Energy.\n- Aisha reports to Lucia.\n- Tobias works for Cobalt Health.\n- Aisha works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Lucia reports to Kenji.\n- Cobalt Health was founded in 2009.\n- Sanne reports to Wren.\n- Fernhill Foods was founded in 1990.\n- Summit Energy is headquartered in Valencia.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Mateo works for Cobalt Health.\n- Wren reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Mateo reports to Yuki.\n- Beacon Insurance was founded in 1991.\n- Cedar Retail Group was founded in 1994.\n- Cedar Retail Group is headquartered in Valencia.\n- Deshawn reports to Stefan.\n- Meridian Bank was founded in 2000.\n- Meridian Bank is headquartered in Valencia.\n- Yuki reports to Leila.\n- Leila works for Cedar Retail Group.\n- Cobalt Health is headquartered in Valencia.\n- Beacon Insurance is headquartered in Tallinn.\n- Amara works for Cedar Retail Group.\n- Ravi reports to Ingrid.\n- Ravi works for Beacon Insurance.\n- Leila reports to Elena.\n- Mateo works for Cobalt Health.\n- Ingrid works for Cedar Retail Group.\n- Deshawn works for Beacon Insurance.\n- Amara reports to Deshawn.\n- Cobalt Health was founded in 2006.\n- Tessa reports to Mateo.\n- Ingrid reports to Amara.\n- Stefan reports to Tessa.\n- Stefan works for Beacon Insurance.\n- Tessa works for Cobalt Health.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17236", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Elena.\n- Priya reports to Lucia.\n- Helios Logistics was founded in 1979.\n- Ravi works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Omar works for Beacon Insurance.\n- Elena reports to Stefan.\n- Aisha works for Atlas Freight.\n- Lucia works for Pinnacle Software.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software was founded in 2002.\n- Ravi reports to Amara.\n- Aisha reports to Ravi.\n- Kenji works for Beacon Insurance.\n- Helios Logistics is headquartered in Austin.\n- Pinnacle Software is headquartered in Adelaide.\n- Stefan works for Helios Logistics.\n- Omar reports to Kenji.\n- Amara reports to Pablo.\n- Beacon Insurance is headquartered in Austin.\n- Atlas Freight was founded in 1977.\n- Kenji reports to Aisha.\n- Deshawn works for Helios Logistics.\n- Hana reports to Deshawn.\n- Priya works for Pinnacle Software.\n- Amara works for Beacon Insurance.\n- Deshawn reports to Priya.\n- Lucia reports to Omar.\n- Hana works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Beacon Insurance was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17238", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17239", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17240", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2835: employee Amara K., hired 07 November 2021, separated 13 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2835?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Omar works for Cobalt Health.\n- Kenji reports to Omar.\n- Vantage Air was founded in 1975.\n- Ingrid reports to Dmitri.\n- Kenji works for Northwind Systems.\n- Cobalt Health is headquartered in Turku.\n- Sofia works for Northwind Systems.\n- Vantage Air is headquartered in Halifax.\n- Dmitri reports to Sofia.\n- Chiara works for Cobalt Health.\n- Northwind Systems is headquartered in Halifax.\n- Omar reports to Chiara.\n- Dmitri works for Vantage Air.\n- Deshawn reports to Ingrid.\n- Chiara reports to Ravi.\n- Cedar Retail Group is headquartered in Halifax.\n- Ravi works for Cedar Retail Group.\n- Ingrid works for Northwind Systems.\n- Cedar Retail Group was founded in 1981.\n- Northwind Systems was founded in 2005.\n- Sofia reports to Kenji.\n- Cobalt Health was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2014.\n- Omar reports to Pablo.\n- Callum works for Atlas Freight.\n- Mei reports to Deshawn.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1999.\n- Ravi reports to Jonas.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Hana.\n- Omar works for Beacon Insurance.\n- Atlas Freight is headquartered in Halifax.\n- Deshawn reports to Omar.\n- Amara reports to Ravi.\n- Deshawn works for Beacon Insurance.\n- Anders reports to Yuki.\n- Ravi works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Amara works for Beacon Insurance.\n- Pablo reports to Callum.\n- Anders works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Jonas works for Atlas Freight.\n- Beacon Insurance was founded in 1987.\n- Yuki reports to Amara.\n- Summit Energy was founded in 2006.\n- Beacon Insurance is headquartered in Brno.\n- Jonas reports to Dmitri.\n- Yuki works for Ironwood Manufacturing.\n- Hana reports to Mei.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17243", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4568: employee Mara S., hired 08 February 2022, separated 30 April 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4568?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17244", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Amara.\n- Callum reports to Leila.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mara works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Mara reports to Jonas.\n- Kenji reports to Mara.\n- Jonas reports to Dmitri.\n- Callum works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics is headquartered in Lyon.\n- Priya reports to Kenji.\n- Leila reports to Priya.\n- Ironwood Manufacturing was founded in 1998.\n- Crescent Telecom was founded in 2002.\n- Leila works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2003.\n- Fernhill Foods was founded in 1985.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1982.\n- Dmitri reports to Kenji.\n- Wren works for Helios Logistics.\n- Chiara reports to Stefan.\n- Elena works for Helios Logistics.\n- Pablo reports to Wren.\n- Sanne reports to Lucia.\n- Stefan works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Helios Logistics was founded in 2007.\n- Sanne works for Fernhill Foods.\n- Priya reports to Pablo.\n- Pablo works for Fernhill Foods.\n- Crescent Telecom is headquartered in Cork.\n- Meridian Bank is headquartered in Lyon.\n- Dmitri works for Meridian Bank.\n- Elena reports to Sanne.\n- Meridian Bank was founded in 1992.\n- Mei reports to Chiara.\n- Hana reports to Elena.\n- Chiara works for Fernhill Foods.\n- Kenji reports to Priya.\n- Priya works for Meridian Bank.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Crescent Telecom.\n- Stefan reports to Hana.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Wren reports to Mei.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1977", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17247", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8507: employee Chiara B., hired 08 December 2020, separated 20 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8507?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17248", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Mei works for Vantage Air.\n- Mei reports to Leila.\n- Beacon Insurance is headquartered in Nagoya.\n- Beacon Insurance was founded in 2002.\n- Fernhill Foods was founded in 1979.\n- Ingrid reports to Felix.\n- Northwind Systems was founded in 1994.\n- Northwind Systems is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Brno.\n- Sofia works for Beacon Insurance.\n- Felix reports to Pablo.\n- Lucia reports to Ingrid.\n- Leila works for Northwind Systems.\n- Vantage Air is headquartered in Turku.\n- Vantage Air was founded in 2013.\n- Sanne reports to Sofia.\n- Sofia reports to Mei.\n- Sanne works for Fernhill Foods.\n- Lucia works for Vantage Air.\n- Leila reports to Lucia.\n- Felix works for Beacon Insurance.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Stefan.\n- Chiara reports to Emeka.\n- Cedar Retail Group was founded in 1991.\n- Hana works for Lattice Analytics.\n- Chiara works for Cedar Retail Group.\n- Stefan reports to Ravi.\n- Lattice Analytics was founded in 1977.\n- Summit Energy is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 2005.\n- Omar reports to Hana.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Lattice Analytics.\n- Emeka works for Cedar Retail Group.\n- Amara works for Lattice Analytics.\n- Felix works for Bluepine Aviation.\n- Tobias reports to Pablo.\n- Emeka reports to Kenji.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Amara.\n- Ravi works for Bluepine Aviation.\n- Omar works for Summit Energy.\n- Hana reports to Chiara.\n- Kenji works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Oslo.\n- Summit Energy was founded in 1979.\n- Kenji reports to Felix.\n- Anders works for Cedar Retail Group.\n- Amara reports to Omar.\n- Lattice Analytics is headquartered in Cork.\n- Ravi reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Mateo reports to Leila.\n- Priya works for Bluepine Aviation.\n- Dmitri reports to Priya.\n- Northwind Systems was founded in 2013.\n- Crescent Telecom was founded in 1988.\n- Jonas works for Crescent Telecom.\n- Leila reports to Felix.\n- Leila works for Summit Energy.\n- Jonas reports to Elena.\n- Felix reports to Dmitri.\n- Summit Energy is headquartered in Valencia.\n- Omar works for Bluepine Aviation.\n- Northwind Systems is headquartered in Valencia.\n- Crescent Telecom is headquartered in Dunedin.\n- Elena reports to Mateo.\n- Felix works for Bluepine Aviation.\n- Bruno works for Crescent Telecom.\n- Summit Energy was founded in 1990.\n- Bruno reports to Omar.\n- Mateo works for Bluepine Aviation.\n- Omar reports to Jonas.\n- Sanne works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1988.\n- Priya reports to Sanne.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17252", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 87502 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17253", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17254", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 February 2023): For employees hired on or after 20 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3603: employee Emeka B., hired 13 March 2022, separated 08 July 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3603?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17255", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 2, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8171: employee Emeka A., hired 13 March 2021, separated 25 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8171?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8171 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17256", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17257", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Deshawn.\n- Priya reports to Ravi.\n- Amara works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Cork.\n- Jonas works for Cedar Retail Group.\n- Aisha reports to Priya.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 1988.\n- Atlas Freight was founded in 1978.\n- Cedar Retail Group is headquartered in Austin.\n- Jonas reports to Amara.\n- Atlas Freight is headquartered in Cork.\n- Aisha works for Fernhill Foods.\n- Ravi reports to Jonas.\n- Tessa reports to Ingrid.\n- Cedar Retail Group was founded in 1976.\n- Amara reports to Omar.\n- Fernhill Foods was founded in 2014.\n- Ravi works for Atlas Freight.\n- Deshawn works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Deshawn reports to Lucia.\n- Omar reports to Tessa.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2012", "2": "2009", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17259", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7016: employee Mara M., hired 30 March 2020, separated 11 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7016?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Deshawn.\n- Amara works for Vantage Air.\n- Sofia works for Vantage Air.\n- Meridian Bank was founded in 1979.\n- Ironwood Manufacturing is headquartered in Brno.\n- Vantage Air is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1977.\n- Summit Energy was founded in 2002.\n- Sanne works for Ironwood Manufacturing.\n- Omar works for Meridian Bank.\n- Mei reports to Sofia.\n- Vantage Air was founded in 2006.\n- Deshawn reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Tobias works for Vantage Air.\n- Deshawn works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Bergen.\n- Tessa reports to Priya.\n- Sofia reports to Sanne.\n- Priya works for Meridian Bank.\n- Tessa works for Summit Energy.\n- Mei works for Summit Energy.\n- Amara reports to Omar.\n- Kenji works for Meridian Bank.\n- Sanne reports to Tessa.\n- Omar reports to Mei.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Emeka.\n- Omar works for Ironwood Manufacturing.\n- Elena works for Summit Energy.\n- Felix works for Vantage Air.\n- Aisha works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Austin.\n- Mei reports to Aisha.\n- Felix reports to Amara.\n- Deshawn works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Callum works for Summit Energy.\n- Emeka reports to Callum.\n- Amara works for Summit Energy.\n- Ironwood Manufacturing was founded in 2014.\n- Mei works for Lattice Analytics.\n- Amara reports to Deshawn.\n- Summit Energy is headquartered in Malmo.\n- Lattice Analytics is headquartered in Leeds.\n- Elena reports to Omar.\n- Mateo works for Vantage Air.\n- Deshawn reports to Mei.\n- Mateo reports to Felix.\n- Summit Energy was founded in 1982.\n- Callum reports to Mateo.\n- Vantage Air is headquartered in Leeds.\n- Lattice Analytics was founded in 1994.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Leeds.\n- Helios Logistics is headquartered in Dunedin.\n- Sofia works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1978.\n- Vantage Air is headquartered in Bergen.\n- Wren reports to Sofia.\n- Aisha works for Vantage Air.\n- Sofia reports to Zoya.\n- Zoya works for Vantage Air.\n- Omar reports to Wren.\n- Bruno works for Vantage Air.\n- Nadia reports to Omar.\n- Vantage Air was founded in 1992.\n- Aisha reports to Bruno.\n- Ingrid works for Ironwood Manufacturing.\n- Wren works for Vantage Air.\n- Helios Logistics was founded in 1998.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Atlas Freight was founded in 2004.\n- Ingrid reports to Aisha.\n- Nadia works for Atlas Freight.\n- Zoya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17263", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17264", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17265", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17266", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17267", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Tobias works for Helios Logistics.\n- Felix reports to Elena.\n- Sofia works for Helios Logistics.\n- Crescent Telecom was founded in 2015.\n- Fernhill Foods was founded in 2005.\n- Stefan works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Nadia reports to Tobias.\n- Callum works for Helios Logistics.\n- Jonas reports to Nadia.\n- Crescent Telecom is headquartered in Oslo.\n- Sofia reports to Callum.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia works for Helios Logistics.\n- Cedar Retail Group was founded in 1994.\n- Omar reports to Priya.\n- Helios Logistics was founded in 1996.\n- Felix works for Fernhill Foods.\n- Jonas works for Helios Logistics.\n- Stefan reports to Omar.\n- Tobias reports to Stefan.\n- Callum reports to Jonas.\n- Elena reports to Sofia.\n- Omar works for Fernhill Foods.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17269", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17270", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17271", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2364: employee Lucia B., hired 02 July 2023, separated 17 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2026-2364 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,654", "2": "$9,231", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mei.\n- Yuki reports to Zoya.\n- Fernhill Foods was founded in 1988.\n- Atlas Freight is headquartered in Cork.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Aisha.\n- Aisha reports to Hana.\n- Nadia reports to Deshawn.\n- Aisha works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Deshawn reports to Ingrid.\n- Summit Energy was founded in 1993.\n- Lattice Analytics was founded in 2011.\n- Fernhill Foods is headquartered in Valencia.\n- Mei reports to Omar.\n- Atlas Freight was founded in 2014.\n- Deshawn works for Fernhill Foods.\n- Yuki works for Lattice Analytics.\n- Nadia works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.\n- Hana works for Lattice Analytics.\n- Hana reports to Yuki.\n- Summit Energy is headquartered in Valencia.\n- Zoya works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Omar reports to Viktor.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17273", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 September 2025): For employees hired on or after 03 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2664: employee Tobias R., hired 23 September 2022, separated 09 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2664?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17274", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Anders reports to Lucia.\n- Kenji reports to Ingrid.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1986.\n- Tobias reports to Priya.\n- Nadia reports to Tessa.\n- Nadia works for Beacon Insurance.\n- Lucia works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Northwind Systems was founded in 2001.\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Kenji works for Pinnacle Software.\n- Pablo reports to Aisha.\n- Aisha reports to Kenji.\n- Priya works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Tessa reports to Tobias.\n- Meridian Bank was founded in 1999.\n- Ingrid reports to Nadia.\n- Northwind Systems is headquartered in Turku.\n- Aisha works for Meridian Bank.\n- Lucia reports to Pablo.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Pinnacle Software is headquartered in Malmo.\n- Mara reports to Aisha.\n- Hana works for Vantage Air.\n- Sofia works for Northwind Systems.\n- Vantage Air is headquartered in Porto.\n- Aisha reports to Jonas.\n- Lucia reports to Sofia.\n- Elena reports to Yuki.\n- Helios Logistics was founded in 1980.\n- Mei works for Helios Logistics.\n- Callum works for Pinnacle Software.\n- Vantage Air was founded in 1986.\n- Felix works for Helios Logistics.\n- Yuki reports to Hana.\n- Northwind Systems is headquartered in Porto.\n- Helios Logistics is headquartered in Malmo.\n- Sofia reports to Mei.\n- Callum reports to Felix.\n- Jonas reports to Callum.\n- Jonas works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Mateo works for Northwind Systems.\n- Pinnacle Software was founded in 1976.\n- Hana reports to Mara.\n- Elena works for Northwind Systems.\n- Yuki works for Vantage Air.\n- Aisha works for Pinnacle Software.\n- Mei reports to Mateo.\n- Felix reports to Lucia.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17277", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 14 November 2022): For employees hired on or after 14 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9710: employee Elena A., hired 07 February 2019, separated 05 January 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-9710 under the controlling rules.", "criteria": {"0": "$16,250", "1": "$70,417", "2": "$18,250", "3": "$18,375"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17278", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17279", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17281", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17282", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5193: employee Dmitri T., hired 05 October 2022, separated 19 August 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2025-5193 under the controlling rules.", "criteria": {"0": "$18,200", "1": "$4,200", "2": "$6,200", "3": "$4,275"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17283", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "cancel_trip", "4": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17284", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17285", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3452: employee Callum A., hired 24 March 2023, separated 23 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3452?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Cobalt Health was founded in 2009.\n- Meridian Bank is headquartered in Tallinn.\n- Zoya works for Meridian Bank.\n- Mateo reports to Zoya.\n- Omar works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1986.\n- Ingrid works for Crescent Telecom.\n- Nadia works for Cobalt Health.\n- Priya works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Pablo reports to Ingrid.\n- Nadia reports to Pablo.\n- Wren works for Cobalt Health.\n- Sanne works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Meridian Bank was founded in 1998.\n- Zoya reports to Leila.\n- Leila reports to Omar.\n- Crescent Telecom is headquartered in Porto.\n- Cobalt Health is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Crescent Telecom was founded in 2006.\n- Priya reports to Wren.\n- Wren reports to Felix.\n- Felix reports to Nadia.\n- Chiara reports to Mateo.\n- Sanne reports to Chiara.\n- Mateo works for Crescent Telecom.\n- Omar reports to Priya.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Porto", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Stefan works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Northwind Systems was founded in 2014.\n- Northwind Systems is headquartered in Leeds.\n- Chiara reports to Deshawn.\n- Meridian Bank was founded in 1993.\n- Deshawn reports to Zoya.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 2013.\n- Mei works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Meridian Bank is headquartered in Halifax.\n- Jonas reports to Callum.\n- Ravi reports to Elena.\n- Callum works for Meridian Bank.\n- Mei reports to Ingrid.\n- Crescent Telecom was founded in 2014.\n- Stefan reports to Ravi.\n- Chiara works for Cedar Retail Group.\n- Bruno reports to Jonas.\n- Zoya reports to Bruno.\n- Sanne works for Northwind Systems.\n- Jonas works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Ravi works for Crescent Telecom.\n- Sanne reports to Chiara.\n- Callum reports to Stefan.\n- Ingrid reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2012", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17288", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "weather", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2000.\n- Sofia reports to Omar.\n- Omar works for Pinnacle Software.\n- Mara reports to Sofia.\n- Kenji works for Meridian Bank.\n- Sanne works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1989.\n- Hana works for Meridian Bank.\n- Cobalt Health was founded in 1985.\n- Zoya works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sofia works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Cobalt Health is headquartered in Lyon.\n- Sanne reports to Hana.\n- Hana reports to Kenji.\n- Elena reports to Mara.\n- Meridian Bank was founded in 2008.\n- Meridian Bank is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Basel.\n- Kenji reports to Elena.\n- Zoya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17290", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17291", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9550: employee Hana T., hired 25 April 2022, separated 29 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9550?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17292", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17293", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 70777 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17294", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 1975.\n- Jonas reports to Mara.\n- Leila reports to Jonas.\n- Pablo works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Mara reports to Mei.\n- Tobias reports to Deshawn.\n- Amara reports to Tobias.\n- Pablo reports to Leila.\n- Mara works for Atlas Freight.\n- Northwind Systems was founded in 1997.\n- Jonas works for Atlas Freight.\n- Amara works for Fernhill Foods.\n- Atlas Freight is headquartered in Tallinn.\n- Atlas Freight was founded in 1997.\n- Northwind Systems is headquartered in Austin.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 1990.\n- Deshawn reports to Pablo.\n- Tobias works for Northwind Systems.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17296", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7142: employee Aisha T., hired 30 March 2023, separated 14 February 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-7142 under the controlling rules.", "criteria": {"0": "$2,850", "1": "$1,000", "2": "$3,000", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17297", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17298", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7083: employee Sanne R., hired 05 November 2021, separated 27 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7083?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17299", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17300", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7307: employee Dmitri R., hired 01 August 2023, separated 15 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7307?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17301", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3860: employee Yuki B., hired 01 May 2021, separated 20 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3860?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17302", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 December 2022): For employees hired on or after 05 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9623: employee Zoya A., hired 17 January 2022, separated 07 June 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-9623 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$30,333", "3": "$3,675"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17304", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6864: employee Kenji A., hired 03 November 2023, separated 07 October 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6864?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17305", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-7 (VERSION 7, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 July 2025): For employees hired on or after 22 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4875: employee Kenji S., hired 09 November 2023, separated 23 May 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4875?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17306", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 March 2023): For employees hired on or after 17 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4099: employee Kenji T., hired 09 January 2023, separated 22 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4099?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Vantage Air is headquartered in Dunedin.\n- Amara reports to Sofia.\n- Mateo reports to Yuki.\n- Amara works for Pinnacle Software.\n- Leila reports to Deshawn.\n- Sofia reports to Mateo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Aisha.\n- Mateo works for Vantage Air.\n- Yuki reports to Chiara.\n- Aisha reports to Leila.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software is headquartered in Dunedin.\n- Beacon Insurance was founded in 1981.\n- Chiara works for Vantage Air.\n- Aisha works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2006.\n- Beacon Insurance is headquartered in Tallinn.\n- Vantage Air was founded in 1993.\n- Viktor reports to Amara.\n- Deshawn reports to Viktor.\n- Yuki works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17308", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ravi.\n- Helios Logistics was founded in 1986.\n- Jonas works for Northwind Systems.\n- Ravi reports to Lucia.\n- Vantage Air is headquartered in Brno.\n- Pinnacle Software was founded in 2005.\n- Lucia works for Pinnacle Software.\n- Amara works for Vantage Air.\n- Deshawn reports to Emeka.\n- Vantage Air was founded in 2007.\n- Deshawn works for Pinnacle Software.\n- Nadia reports to Amara.\n- Amara reports to Sofia.\n- Nadia works for Pinnacle Software.\n- Lucia reports to Nadia.\n- Pablo reports to Stefan.\n- Northwind Systems is headquartered in Malmo.\n- Pablo works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Jonas reports to Deshawn.\n- Ravi works for Helios Logistics.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka works for Helios Logistics.\n- Emeka reports to Pablo.\n- Northwind Systems was founded in 1987.\n- Helios Logistics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17310", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17311", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "set_alarm", "2": "weather", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17312", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Atlas Freight was founded in 2011.\n- Stefan works for Helios Logistics.\n- Cedar Retail Group was founded in 2001.\n- Dmitri reports to Chiara.\n- Hana reports to Dmitri.\n- Mateo reports to Aisha.\n- Summit Energy is headquartered in Oslo.\n- Chiara works for Helios Logistics.\n- Ravi reports to Stefan.\n- Helios Logistics was founded in 1989.\n- Callum works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Callum reports to Omar.\n- Atlas Freight is headquartered in Turku.\n- Omar works for Summit Energy.\n- Hana works for Helios Logistics.\n- Summit Energy was founded in 2008.\n- Pablo reports to Ravi.\n- Bruno works for Summit Energy.\n- Chiara reports to Emeka.\n- Bruno reports to Callum.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka works for Summit Energy.\n- Helios Logistics is headquartered in Valencia.\n- Stefan reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Aisha reports to Hana.\n- Ravi works for Cedar Retail Group.\n- Aisha works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17314", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 December 2022): For employees hired on or after 27 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1553: employee Kenji T., hired 20 September 2020, separated 19 June 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-1553 under the controlling rules.", "criteria": {"0": "$9,200", "1": "$9,250", "2": "$39,867", "3": "$8,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Nadia.\n- Cobalt Health was founded in 1980.\n- Deshawn reports to Felix.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 2010.\n- Priya reports to Stefan.\n- Viktor reports to Mei.\n- Felix works for Northwind Systems.\n- Summit Energy was founded in 1987.\n- Nadia works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Summit Energy is headquartered in Valencia.\n- Nadia reports to Bruno.\n- Mei reports to Leila.\n- Viktor works for Summit Energy.\n- Felix reports to Mara.\n- Bruno works for Summit Energy.\n- Leila reports to Deshawn.\n- Cobalt Health is headquartered in Halifax.\n- Zoya works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Stefan reports to Zoya.\n- Priya works for Northwind Systems.\n- Fernhill Foods was founded in 2013.\n- Fernhill Foods is headquartered in Halifax.\n- Deshawn works for Summit Energy.\n- Zoya reports to Viktor.\n- Leila works for Northwind Systems.\n- Callum reports to Priya.\n- Stefan works for Northwind Systems.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Sofia works for Vantage Air.\n- Hana works for Northwind Systems.\n- Lucia works for Lattice Analytics.\n- Omar reports to Hana.\n- Lattice Analytics was founded in 2001.\n- Lucia reports to Omar.\n- Yuki reports to Aisha.\n- Vantage Air is headquartered in Ghent.\n- Leila reports to Sofia.\n- Meridian Bank was founded in 1997.\n- Hana reports to Leila.\n- Lattice Analytics is headquartered in Ghent.\n- Yuki works for Lattice Analytics.\n- Vantage Air was founded in 2008.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 1989.\n- Meridian Bank is headquartered in Ghent.\n- Leila works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Aisha reports to Felix.\n- Omar works for Lattice Analytics.\n- Sofia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17317", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17318", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mara.\n- Ironwood Manufacturing was founded in 2014.\n- Deshawn works for Atlas Freight.\n- Hana reports to Ravi.\n- Ravi reports to Deshawn.\n- Lucia works for Cedar Retail Group.\n- Atlas Freight was founded in 1989.\n- Leila works for Ironwood Manufacturing.\n- Dmitri works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight is headquartered in Brno.\n- Cedar Retail Group was founded in 2006.\n- Hana works for Bluepine Aviation.\n- Leila reports to Dmitri.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Lyon.\n- Chiara works for Bluepine Aviation.\n- Lucia reports to Hana.\n- Bluepine Aviation is headquartered in Lyon.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Mara reports to Chiara.\n- Chiara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17320", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17321", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "asks for money back on a purchase", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17322", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2005.\n- Ravi works for Helios Logistics.\n- Lucia reports to Viktor.\n- Hana reports to Ravi.\n- Bruno reports to Wren.\n- Northwind Systems is headquartered in Austin.\n- Yuki works for Helios Logistics.\n- Summit Energy is headquartered in Valencia.\n- Ravi reports to Lucia.\n- Cobalt Health is headquartered in Valencia.\n- Helios Logistics was founded in 2012.\n- Summit Energy was founded in 2012.\n- Yuki reports to Bruno.\n- Wren works for Summit Energy.\n- Viktor works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Viktor reports to Nadia.\n- Hana works for Cobalt Health.\n- Helios Logistics is headquartered in Cork.\n- Wren reports to Hana.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17324", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17325", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 45594, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17326", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 40382, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17327", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5035: employee Zoya R., hired 01 February 2022, separated 05 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5035?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2002.\n- Emeka works for Crescent Telecom.\n- Elena reports to Nadia.\n- Tessa works for Crescent Telecom.\n- Helios Logistics is headquartered in Austin.\n- Leila reports to Hana.\n- Hana reports to Tessa.\n- Ravi reports to Sofia.\n- Crescent Telecom is headquartered in Leeds.\n- Sanne reports to Wren.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Elena works for Cedar Retail Group.\n- Ravi works for Crescent Telecom.\n- Nadia reports to Leila.\n- Dmitri works for Helios Logistics.\n- Sanne works for Cedar Retail Group.\n- Emeka reports to Sanne.\n- Sofia reports to Dmitri.\n- Callum reports to Elena.\n- Helios Logistics was founded in 1993.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2005.\n- Cedar Retail Group was founded in 1989.\n- Sofia works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Dmitri reports to Callum.\n- Nadia works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Wren reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17329", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Hana reports to Bruno.\n- Bluepine Aviation was founded in 1977.\n- Viktor reports to Mara.\n- Bluepine Aviation is headquartered in Bergen.\n- Yuki reports to Viktor.\n- Callum works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 1992.\n- Hana works for Beacon Insurance.\n- Anders reports to Callum.\n- Beacon Insurance was founded in 1996.\n- Bruno reports to Anders.\n- Northwind Systems is headquartered in Brno.\n- Wren reports to Yuki.\n- Northwind Systems was founded in 1994.\n- Crescent Telecom is headquartered in Turku.\n- Anders works for Beacon Insurance.\n- Mara works for Crescent Telecom.\n- Viktor works for Northwind Systems.\n- Mara reports to Hana.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17330", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17331", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9683: employee Kenji T., hired 11 March 2023, separated 19 January 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-9683 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$4,154", "2": "$11,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17332", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17333", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17334", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8199: employee Wren T., hired 14 April 2023, separated 24 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8199?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17335", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17336", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4582: employee Chiara M., hired 16 October 2020, separated 12 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4582?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17337", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Omar reports to Amara.\n- Leila works for Meridian Bank.\n- Fernhill Foods was founded in 2007.\n- Bruno reports to Lucia.\n- Meridian Bank is headquartered in Austin.\n- Fernhill Foods is headquartered in Valencia.\n- Omar works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1982.\n- Pablo reports to Stefan.\n- Mara works for Meridian Bank.\n- Tessa reports to Omar.\n- Leila reports to Pablo.\n- Cobalt Health was founded in 1983.\n- Amara works for Meridian Bank.\n- Lucia reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno works for Meridian Bank.\n- Cobalt Health is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1985.\n- Lucia works for Cobalt Health.\n- Yuki reports to Mara.\n- Stefan works for Cobalt Health.\n- Yuki works for Fernhill Foods.\n- Mara reports to Bruno.\n- Stefan reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17339", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3096: employee Felix B., hired 30 June 2023, separated 24 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3096?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Amara.\n- Leila reports to Dmitri.\n- Helios Logistics was founded in 2000.\n- Mara reports to Mateo.\n- Mara works for Atlas Freight.\n- Sofia reports to Mara.\n- Leila works for Beacon Insurance.\n- Emeka works for Atlas Freight.\n- Fernhill Foods is headquartered in Brno.\n- Amara works for Helios Logistics.\n- Mateo reports to Zoya.\n- Amara reports to Lucia.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia works for Helios Logistics.\n- Callum reports to Sofia.\n- Ravi reports to Leila.\n- Mateo works for Fernhill Foods.\n- Lucia reports to Callum.\n- Deshawn works for Beacon Insurance.\n- Fernhill Foods was founded in 1994.\n- Helios Logistics is headquartered in Brno.\n- Dmitri works for Fernhill Foods.\n- Atlas Freight is headquartered in Malmo.\n- Beacon Insurance was founded in 1995.\n- Deshawn reports to Ravi.\n- Sofia works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Atlas Freight was founded in 2005.\n- Zoya reports to Emeka.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17341", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4506: employee Ingrid B., hired 30 April 2020, separated 08 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4506?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17342", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17343", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17344", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7143: employee Deshawn M., hired 01 April 2020, separated 09 October 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7143?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17345", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 June 2025): For employees hired on or after 04 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5966: employee Zoya B., hired 12 April 2024, separated 12 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5966?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mara.\n- Wren reports to Pablo.\n- Aisha works for Meridian Bank.\n- Beacon Insurance is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Ghent.\n- Deshawn works for Meridian Bank.\n- Kenji reports to Chiara.\n- Northwind Systems was founded in 1975.\n- Kenji works for Lattice Analytics.\n- Meridian Bank was founded in 1985.\n- Chiara reports to Aisha.\n- Aisha reports to Wren.\n- Mara works for Meridian Bank.\n- Lattice Analytics was founded in 1982.\n- Mara reports to Deshawn.\n- Meridian Bank is headquartered in Valencia.\n- Beacon Insurance was founded in 1989.\n- Northwind Systems is headquartered in Valencia.\n- Yuki works for Northwind Systems.\n- Chiara works for Meridian Bank.\n- Pablo works for Beacon Insurance.\n- Yuki reports to Kenji.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17347", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17348", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17349", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17350", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 66646\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17351", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5698: employee Zoya B., hired 20 June 2021, separated 31 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5698?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Pablo works for Atlas Freight.\n- Omar reports to Mateo.\n- Jonas works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Summit Energy was founded in 1994.\n- Anders works for Summit Energy.\n- Cedar Retail Group is headquartered in Basel.\n- Amara reports to Viktor.\n- Fernhill Foods is headquartered in Austin.\n- Sanne reports to Omar.\n- Summit Energy is headquartered in Austin.\n- Omar works for Atlas Freight.\n- Mateo reports to Kenji.\n- Cedar Retail Group was founded in 1995.\n- Kenji reports to Pablo.\n- Pablo reports to Sofia.\n- Sofia works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Sofia reports to Anders.\n- Atlas Freight was founded in 1991.\n- Fernhill Foods was founded in 2003.\n- Sanne works for Cedar Retail Group.\n- Atlas Freight is headquartered in Austin.\n- Viktor works for Atlas Freight.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17353", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17354", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9211: employee Yuki S., hired 08 October 2020, separated 28 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9211?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Amara.\n- Pablo works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Vantage Air is headquartered in Dunedin.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo reports to Viktor.\n- Emeka works for Crescent Telecom.\n- Amara reports to Pablo.\n- Wren reports to Ingrid.\n- Ironwood Manufacturing was founded in 2013.\n- Mateo reports to Wren.\n- Mateo works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Ingrid reports to Dmitri.\n- Emeka reports to Zoya.\n- Viktor reports to Tobias.\n- Crescent Telecom is headquartered in Porto.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 1997.\n- Dmitri reports to Nadia.\n- Wren works for Vantage Air.\n- Beacon Insurance is headquartered in Leeds.\n- Vantage Air was founded in 2007.\n- Aisha works for Ironwood Manufacturing.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Emeka.\n- Dmitri works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Viktor.\n- Crescent Telecom was founded in 1975.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Omar works for Atlas Freight.\n- Priya reports to Tessa.\n- Sofia reports to Omar.\n- Ironwood Manufacturing was founded in 2000.\n- Tessa reports to Stefan.\n- Pinnacle Software was founded in 1996.\n- Viktor works for Pinnacle Software.\n- Sofia works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.\n- Crescent Telecom is headquartered in Brno.\n- Dmitri works for Pinnacle Software.\n- Atlas Freight was founded in 2011.\n- Dmitri reports to Priya.\n- Pinnacle Software is headquartered in Brno.\n- Deshawn reports to Nadia.\n- Tobias works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Omar reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Dmitri.\n- Tobias reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17357", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2767: employee Deshawn A., hired 21 December 2020, separated 09 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-2767?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Elena.\n- Wren works for Fernhill Foods.\n- Lattice Analytics was founded in 1993.\n- Northwind Systems was founded in 1987.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2002.\n- Lattice Analytics is headquartered in Nagoya.\n- Wren reports to Aisha.\n- Leila works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Valencia.\n- Fernhill Foods was founded in 1975.\n- Anders reports to Nadia.\n- Elena works for Lattice Analytics.\n- Leila reports to Priya.\n- Priya reports to Bruno.\n- Aisha reports to Leila.\n- Chiara reports to Anders.\n- Nadia works for Northwind Systems.\n- Aisha works for Lattice Analytics.\n- Chiara works for Cedar Retail Group.\n- Nadia reports to Tessa.\n- Fernhill Foods is headquartered in Valencia.\n- Bruno works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Elena reports to Chiara.\n- Anders works for Fernhill Foods.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Helios Logistics is headquartered in Basel.\n- Bluepine Aviation is headquartered in Nagoya.\n- Amara works for Beacon Insurance.\n- Bruno reports to Dmitri.\n- Beacon Insurance is headquartered in Tampere.\n- Helios Logistics was founded in 2007.\n- Beacon Insurance was founded in 2003.\n- Leila reports to Mei.\n- Mara reports to Priya.\n- Lucia works for Bluepine Aviation.\n- Amara reports to Lucia.\n- Emeka reports to Ingrid.\n- Leila works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Priya reports to Leila.\n- Mei reports to Bruno.\n- Ironwood Manufacturing was founded in 2005.\n- Ingrid reports to Amara.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1977.\n- Dmitri works for Helios Logistics.\n- Priya works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Lucia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17360", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17361", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17362", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 58867, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17363", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17364", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17365", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2894: employee Tessa R., hired 05 August 2021, separated 11 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2894?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17366", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Wren works for Helios Logistics.\n- Meridian Bank was founded in 2010.\n- Sanne works for Helios Logistics.\n- Crescent Telecom is headquartered in Cork.\n- Ingrid reports to Wren.\n- Ravi reports to Elena.\n- Jonas works for Pinnacle Software.\n- Priya reports to Ravi.\n- Ravi works for Pinnacle Software.\n- Nadia reports to Ingrid.\n- Helios Logistics was founded in 1996.\n- Nadia works for Crescent Telecom.\n- Sanne reports to Priya.\n- Wren reports to Jonas.\n- Crescent Telecom was founded in 1990.\n- Helios Logistics is headquartered in Nagoya.\n- Jonas reports to Sanne.\n- Pinnacle Software is headquartered in Turku.\n- Priya works for Pinnacle Software.\n- Elena works for Meridian Bank.\n- Pinnacle Software was founded in 2013.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Ravi.\n- Viktor reports to Nadia.\n- Fernhill Foods was founded in 1991.\n- Cobalt Health is headquartered in Cork.\n- Fernhill Foods is headquartered in Lyon.\n- Jonas works for Cobalt Health.\n- Priya works for Meridian Bank.\n- Ravi reports to Jonas.\n- Priya reports to Viktor.\n- Tessa reports to Callum.\n- Deshawn reports to Tessa.\n- Cobalt Health was founded in 2008.\n- Callum works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Cork.\n- Tessa works for Ironwood Manufacturing.\n- Jonas reports to Priya.\n- Deshawn works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Cork.\n- Nadia works for Cobalt Health.\n- Viktor works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1999.\n- Meridian Bank was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17369", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17370", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17371", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6980: employee Wren B., hired 17 January 2023, separated 01 May 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6980?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17372", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 December 2022): For employees hired on or after 09 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4713: employee Ravi M., hired 10 December 2021, separated 18 April 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4713?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17373", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8236: employee Yuki S., hired 12 February 2023, separated 29 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8236?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17374", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8108: employee Hana M., hired 12 July 2023, separated 22 March 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-8108 under the controlling rules.", "criteria": {"0": "$11,144", "1": "$46,125", "2": "$10,514", "3": "$10,644"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17375", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Brno.\n- Ravi reports to Deshawn.\n- Hana works for Northwind Systems.\n- Ravi works for Helios Logistics.\n- Cobalt Health is headquartered in Brno.\n- Viktor reports to Felix.\n- Northwind Systems is headquartered in Ghent.\n- Viktor works for Helios Logistics.\n- Atlas Freight is headquartered in Brno.\n- Atlas Freight was founded in 2004.\n- Elena works for Atlas Freight.\n- Sanne reports to Viktor.\n- Helios Logistics was founded in 1986.\n- Mei works for Northwind Systems.\n- Sanne works for Helios Logistics.\n- Cobalt Health was founded in 2006.\n- Deshawn works for Cobalt Health.\n- Hana reports to Elena.\n- Felix works for Cobalt Health.\n- Deshawn reports to Hana.\n- Elena reports to Mei.\n- Mei reports to Sanne.\n- Northwind Systems was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17377", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Fernhill Foods is headquartered in Basel.\n- Summit Energy was founded in 2015.\n- Anders works for Northwind Systems.\n- Sanne reports to Lucia.\n- Amara reports to Tessa.\n- Fernhill Foods was founded in 2003.\n- Lucia works for Meridian Bank.\n- Aisha works for Fernhill Foods.\n- Anders reports to Sanne.\n- Tessa reports to Yuki.\n- Lucia reports to Stefan.\n- Northwind Systems is headquartered in Tallinn.\n- Yuki works for Fernhill Foods.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 1987.\n- Sanne works for Summit Energy.\n- Stefan reports to Amara.\n- Stefan works for Summit Energy.\n- Northwind Systems was founded in 1983.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Yuki reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17379", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17380", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17381", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1980.\n- Yuki reports to Zoya.\n- Viktor works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Cedar Retail Group was founded in 2001.\n- Yuki works for Crescent Telecom.\n- Viktor reports to Nadia.\n- Deshawn reports to Lucia.\n- Lucia reports to Yuki.\n- Helios Logistics was founded in 1986.\n- Cedar Retail Group is headquartered in Austin.\n- Sofia works for Atlas Freight.\n- Tessa works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Kenji reports to Tessa.\n- Zoya works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Elena reports to Sofia.\n- Lucia works for Cedar Retail Group.\n- Zoya reports to Elena.\n- Crescent Telecom was founded in 1978.\n- Tessa reports to Viktor.\n- Atlas Freight is headquartered in Cork.\n- Sofia reports to Kenji.\n- Crescent Telecom is headquartered in Leeds.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17383", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17384", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Bergen.\n- Tobias works for Crescent Telecom.\n- Nadia reports to Tobias.\n- Deshawn reports to Mateo.\n- Priya reports to Pablo.\n- Nadia works for Crescent Telecom.\n- Kenji works for Northwind Systems.\n- Fernhill Foods was founded in 1991.\n- Mara reports to Elena.\n- Zoya reports to Mara.\n- Elena reports to Callum.\n- Northwind Systems was founded in 1994.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1982.\n- Kenji reports to Deshawn.\n- Crescent Telecom is headquartered in Valencia.\n- Mateo reports to Zoya.\n- Priya works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 2001.\n- Pablo reports to Kenji.\n- Mateo works for Northwind Systems.\n- Tobias reports to Priya.\n- Callum works for Northwind Systems.\n- Fernhill Foods is headquartered in Ghent.\n- Callum reports to Ingrid.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Elena works for Crescent Telecom.\n- Deshawn works for Fernhill Foods.\n- Pablo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17386", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17387", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17388", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4976: employee Deshawn T., hired 01 February 2021, separated 13 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4976?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17389", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5242: employee Deshawn A., hired 07 May 2022, separated 10 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5242?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17390", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Northwind Systems was founded in 1989.\n- Amara reports to Priya.\n- Ingrid works for Northwind Systems.\n- Meridian Bank was founded in 2006.\n- Anders reports to Chiara.\n- Crescent Telecom was founded in 1982.\n- Chiara works for Crescent Telecom.\n- Amara works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Mara works for Lattice Analytics.\n- Aisha works for Meridian Bank.\n- Zoya reports to Hana.\n- Mara reports to Ingrid.\n- Hana reports to Stefan.\n- Priya reports to Zoya.\n- Ingrid reports to Sanne.\n- Lattice Analytics is headquartered in Tallinn.\n- Lattice Analytics was founded in 2000.\n- Zoya works for Meridian Bank.\n- Crescent Telecom is headquartered in Leeds.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Hana works for Crescent Telecom.\n- Northwind Systems is headquartered in Ghent.\n- Sanne works for Crescent Telecom.\n- Jonas reports to Mara.\n- Chiara reports to Aisha.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Jonas.\n- Sanne reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17392", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17393", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 99789 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17394", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17395", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17396", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "reports a system outage", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Omar reports to Dmitri.\n- Atlas Freight was founded in 2014.\n- Stefan works for Crescent Telecom.\n- Kenji reports to Wren.\n- Wren reports to Stefan.\n- Tobias reports to Yuki.\n- Dmitri works for Atlas Freight.\n- Yuki works for Fernhill Foods.\n- Mei reports to Omar.\n- Crescent Telecom was founded in 2010.\n- Atlas Freight is headquartered in Nagoya.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Summit Energy was founded in 1982.\n- Fernhill Foods is headquartered in Porto.\n- Omar works for Atlas Freight.\n- Dmitri reports to Tobias.\n- Tobias works for Summit Energy.\n- Mei works for Crescent Telecom.\n- Yuki reports to Kenji.\n- Crescent Telecom is headquartered in Cork.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17398", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1983.\n- Omar works for Cedar Retail Group.\n- Lucia reports to Omar.\n- Kenji reports to Felix.\n- Atlas Freight is headquartered in Turku.\n- Hana works for Cedar Retail Group.\n- Emeka reports to Lucia.\n- Omar reports to Kenji.\n- Bluepine Aviation was founded in 2012.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Valencia.\n- Pinnacle Software was founded in 2003.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Felix reports to Dmitri.\n- Hana reports to Viktor.\n- Dmitri reports to Hana.\n- Emeka works for Pinnacle Software.\n- Dmitri works for Cedar Retail Group.\n- Felix works for Pinnacle Software.\n- Cedar Retail Group was founded in 1983.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2001", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17400", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7237: employee Lucia T., hired 04 February 2023, separated 05 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7237?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Lucia works for Cobalt Health.\n- Leila reports to Elena.\n- Pablo works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Tessa works for Northwind Systems.\n- Fernhill Foods was founded in 1981.\n- Amara works for Cobalt Health.\n- Summit Energy was founded in 1996.\n- Deshawn works for Northwind Systems.\n- Elena reports to Tessa.\n- Mara reports to Deshawn.\n- Leila works for Summit Energy.\n- Yuki works for Fernhill Foods.\n- Wren reports to Mara.\n- Yuki reports to Lucia.\n- Wren works for Summit Energy.\n- Pablo reports to Yuki.\n- Lucia reports to Amara.\n- Cobalt Health is headquartered in Valencia.\n- Deshawn reports to Pablo.\n- Summit Energy is headquartered in Oslo.\n- Cobalt Health was founded in 1985.\n- Northwind Systems was founded in 1992.\n- Tessa reports to Wren.\n- Fernhill Foods is headquartered in Turku.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17402", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17403", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 May 2025): For employees hired on or after 28 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1284: employee Kenji A., hired 17 July 2022, separated 23 October 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1284?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1999.\n- Kenji reports to Omar.\n- Kenji works for Meridian Bank.\n- Mei reports to Kenji.\n- Fernhill Foods is headquartered in Lyon.\n- Summit Energy is headquartered in Halifax.\n- Omar reports to Tessa.\n- Omar works for Helios Logistics.\n- Summit Energy was founded in 2009.\n- Priya works for Summit Energy.\n- Priya reports to Mei.\n- Ravi reports to Chiara.\n- Tessa reports to Bruno.\n- Mei works for Meridian Bank.\n- Helios Logistics is headquartered in Ghent.\n- Tessa works for Meridian Bank.\n- Chiara works for Summit Energy.\n- Bruno reports to Ravi.\n- Meridian Bank was founded in 1991.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Fernhill Foods was founded in 1977.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17405", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9971: employee Anders T., hired 19 September 2022, separated 04 April 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-9971 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$17,333", "2": "$750", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Anders works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Cedar Retail Group was founded in 1979.\n- Pinnacle Software is headquartered in Turku.\n- Anders reports to Tobias.\n- Deshawn works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Lucia works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Deshawn reports to Mateo.\n- Elena reports to Viktor.\n- Beacon Insurance was founded in 1980.\n- Mateo reports to Elena.\n- Tobias works for Northwind Systems.\n- Viktor reports to Stefan.\n- Cedar Retail Group is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Pinnacle Software was founded in 1978.\n- Northwind Systems was founded in 1998.\n- Viktor works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Lucia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17407", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 November 2022): For employees hired on or after 06 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8900: employee Elena A., hired 26 July 2020, separated 05 June 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-8900 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$10,125", "3": "$8,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17408", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3186: employee Sofia K., hired 17 March 2020, separated 14 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3186?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Mateo works for Vantage Air.\n- Lucia reports to Omar.\n- Felix works for Vantage Air.\n- Beacon Insurance was founded in 1990.\n- Bruno reports to Mateo.\n- Lattice Analytics was founded in 1981.\n- Mara reports to Bruno.\n- Lucia works for Vantage Air.\n- Mateo reports to Lucia.\n- Mara works for Lattice Analytics.\n- Stefan reports to Mara.\n- Fernhill Foods is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Kenji works for Fernhill Foods.\n- Bruno works for Vantage Air.\n- Kenji reports to Felix.\n- Lattice Analytics is headquartered in Tallinn.\n- Stefan works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Omar reports to Kenji.\n- Fernhill Foods was founded in 1980.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1976", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17410", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks for account balance", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17411", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6859: employee Sanne R., hired 30 April 2022, separated 29 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6859?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17412", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2002.\n- Yuki works for Ironwood Manufacturing.\n- Stefan works for Helios Logistics.\n- Priya works for Beacon Insurance.\n- Lattice Analytics was founded in 1983.\n- Nadia reports to Stefan.\n- Helios Logistics is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Halifax.\n- Stefan reports to Elena.\n- Emeka works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1978.\n- Ingrid works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Emeka reports to Jonas.\n- Beacon Insurance was founded in 2015.\n- Deshawn works for Helios Logistics.\n- Priya reports to Callum.\n- Lattice Analytics is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Deshawn reports to Nadia.\n- Ingrid reports to Emeka.\n- Jonas works for Lattice Analytics.\n- Callum reports to Deshawn.\n- Elena reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Jonas reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1973", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17414", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17415", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Crescent Telecom was founded in 2015.\n- Deshawn works for Helios Logistics.\n- Vantage Air is headquartered in Nagoya.\n- Cobalt Health was founded in 1982.\n- Dmitri reports to Ravi.\n- Ravi works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Deshawn reports to Pablo.\n- Vantage Air was founded in 2010.\n- Sanne works for Vantage Air.\n- Leila reports to Nadia.\n- Emeka reports to Dmitri.\n- Nadia reports to Zoya.\n- Cobalt Health is headquartered in Porto.\n- Sanne reports to Chiara.\n- Bruno reports to Leila.\n- Chiara reports to Emeka.\n- Nadia works for Cobalt Health.\n- Helios Logistics is headquartered in Porto.\n- Leila works for Vantage Air.\n- Zoya reports to Sanne.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Pablo works for Vantage Air.\n- Helios Logistics was founded in 1980.\n- Ravi reports to Deshawn.\n- Emeka works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17417", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Zoya reports to Sanne.\n- Kenji works for Cedar Retail Group.\n- Wren reports to Pablo.\n- Yuki reports to Stefan.\n- Yuki works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Anders reports to Mateo.\n- Pablo reports to Yuki.\n- Mara works for Helios Logistics.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Wren works for Lattice Analytics.\n- Cedar Retail Group was founded in 1996.\n- Anders works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Mara reports to Kenji.\n- Helios Logistics was founded in 1985.\n- Pablo works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Halifax.\n- Kenji reports to Wren.\n- Lattice Analytics was founded in 1976.\n- Cedar Retail Group is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17418", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7501: employee Deshawn S., hired 09 November 2023, separated 06 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7501?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17419", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 14347 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17420", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1980.\n- Meridian Bank is headquartered in Dunedin.\n- Chiara works for Meridian Bank.\n- Pinnacle Software was founded in 1987.\n- Sanne works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Leila reports to Mateo.\n- Lucia works for Summit Energy.\n- Mateo reports to Jonas.\n- Pablo works for Summit Energy.\n- Chiara reports to Sofia.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy is headquartered in Nagoya.\n- Sofia works for Lattice Analytics.\n- Nadia reports to Pablo.\n- Sofia reports to Lucia.\n- Sanne reports to Nadia.\n- Summit Energy was founded in 1986.\n- Lattice Analytics is headquartered in Valencia.\n- Mateo works for Summit Energy.\n- Lucia reports to Felix.\n- Felix reports to Leila.\n- Felix works for Summit Energy.\n- Nadia works for Summit Energy.\n- Jonas reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Priya.\n- Ironwood Manufacturing was founded in 1991.\n- Mara reports to Zoya.\n- Beacon Insurance was founded in 1985.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ingrid reports to Deshawn.\n- Aisha works for Beacon Insurance.\n- Zoya reports to Mei.\n- Cedar Retail Group is headquartered in Tallinn.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.\n- Priya reports to Aisha.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group was founded in 1977.\n- Jonas reports to Kenji.\n- Fernhill Foods was founded in 1993.\n- Mara works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Aisha reports to Ingrid.\n- Kenji reports to Bruno.\n- Deshawn reports to Jonas.\n- Zoya works for Ironwood Manufacturing.\n- Kenji works for Cedar Retail Group.\n- Bruno works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Valencia.\n- Priya works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17423", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Anders.\n- Felix works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Aisha works for Lattice Analytics.\n- Pablo reports to Zoya.\n- Helios Logistics is headquartered in Porto.\n- Bluepine Aviation was founded in 1993.\n- Lattice Analytics was founded in 2005.\n- Helios Logistics was founded in 1976.\n- Anders reports to Aisha.\n- Mara works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Sanne reports to Pablo.\n- Felix reports to Viktor.\n- Zoya reports to Felix.\n- Stefan reports to Nadia.\n- Ingrid reports to Mara.\n- Viktor reports to Stefan.\n- Vantage Air was founded in 2006.\n- Viktor works for Bluepine Aviation.\n- Pablo works for Lattice Analytics.\n- Sanne works for Vantage Air.\n- Aisha reports to Ingrid.\n- Vantage Air is headquartered in Tampere.\n- Ingrid works for Helios Logistics.\n- Anders works for Vantage Air.\n- Lattice Analytics is headquartered in Porto.\n- Nadia works for Bluepine Aviation.\n- Mara reports to Sanne.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Atlas Freight was founded in 1991.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Tobias reports to Wren.\n- Callum reports to Sofia.\n- Callum works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Wren reports to Anders.\n- Anders reports to Yuki.\n- Yuki works for Atlas Freight.\n- Vantage Air was founded in 2014.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1982.\n- Tobias works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Yuki reports to Ingrid.\n- Stefan works for Atlas Freight.\n- Dmitri reports to Tobias.\n- Vantage Air is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1993.\n- Dmitri works for Ironwood Manufacturing.\n- Priya reports to Callum.\n- Sofia reports to Dmitri.\n- Anders works for Atlas Freight.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Stefan.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17426", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2880: employee Viktor R., hired 04 December 2021, separated 16 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2880?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17427", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 March 2023): For employees hired on or after 12 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1294: employee Mara B., hired 18 December 2022, separated 29 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1294?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1294 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17428", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 81249 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Kenji reports to Mei.\n- Mateo works for Summit Energy.\n- Bluepine Aviation was founded in 1992.\n- Sofia works for Helios Logistics.\n- Anders reports to Felix.\n- Tobias works for Summit Energy.\n- Priya reports to Lucia.\n- Bluepine Aviation is headquartered in Valencia.\n- Summit Energy was founded in 1982.\n- Priya works for Crescent Telecom.\n- Summit Energy is headquartered in Leeds.\n- Mei works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Mei reports to Priya.\n- Mateo reports to Anders.\n- Lucia works for Summit Energy.\n- Lucia reports to Sofia.\n- Helios Logistics is headquartered in Valencia.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Helios Logistics was founded in 2013.\n- Hana works for Crescent Telecom.\n- Sofia reports to Mateo.\n- Crescent Telecom was founded in 2005.\n- Hana reports to Tobias.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1982", "2": "1977", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17430", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17431", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 November 2022): For employees hired on or after 05 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3006: employee Amara T., hired 29 June 2020, separated 20 August 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3006?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17432", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17433", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Kenji reports to Aisha.\n- Callum works for Atlas Freight.\n- Bluepine Aviation is headquartered in Ghent.\n- Omar reports to Nadia.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Chiara reports to Emeka.\n- Atlas Freight is headquartered in Cork.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Helios Logistics was founded in 1995.\n- Nadia reports to Sofia.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics is headquartered in Cork.\n- Sofia works for Bluepine Aviation.\n- Aisha reports to Chiara.\n- Callum reports to Omar.\n- Sofia reports to Kenji.\n- Northwind Systems is headquartered in Cork.\n- Chiara works for Northwind Systems.\n- Bluepine Aviation was founded in 1999.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17435", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-6 (VERSION 6, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2225: employee Felix S., hired 03 July 2022, separated 21 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2225?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17436", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17437", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17438", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17439", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mei.\n- Zoya reports to Hana.\n- Mateo works for Summit Energy.\n- Mara reports to Mateo.\n- Chiara reports to Ravi.\n- Mateo reports to Chiara.\n- Beacon Insurance is headquartered in Tampere.\n- Hana reports to Jonas.\n- Mei reports to Zoya.\n- Mei works for Fernhill Foods.\n- Mara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Tampere.\n- Chiara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 2002.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1979.\n- Ravi works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Beacon Insurance was founded in 1990.\n- Hana works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Pinnacle Software was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17441", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8996: employee Tobias R., hired 08 July 2022, separated 05 March 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-8996 under the controlling rules.", "criteria": {"0": "$9,500", "1": "$8,438", "2": "$36,833", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17442", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1983.\n- Helios Logistics was founded in 2004.\n- Deshawn works for Atlas Freight.\n- Ravi works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Malmo.\n- Leila reports to Deshawn.\n- Summit Energy was founded in 2009.\n- Ravi reports to Emeka.\n- Sofia works for Summit Energy.\n- Sofia reports to Leila.\n- Anders works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Leila works for Summit Energy.\n- Priya works for Helios Logistics.\n- Atlas Freight is headquartered in Nagoya.\n- Emeka reports to Bruno.\n- Ironwood Manufacturing was founded in 1984.\n- Tobias works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias reports to Zoya.\n- Anders reports to Ravi.\n- Zoya works for Summit Energy.\n- Priya reports to Sofia.\n- Helios Logistics is headquartered in Malmo.\n- Emeka works for Ironwood Manufacturing.\n- Zoya reports to Priya.\n- Bruno reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17444", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6870: employee Yuki B., hired 14 November 2022, separated 15 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6870?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17445", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6490: employee Tessa B., hired 24 March 2023, separated 27 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6490?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17446", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17447", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8073: employee Stefan A., hired 18 April 2023, separated 21 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8073?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17448", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8155: employee Zoya S., hired 25 April 2023, separated 29 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8155?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17449", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3852: employee Viktor T., hired 20 March 2021, separated 25 July 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3852?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17450", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 42119 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17451", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17452", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17453", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ravi.\n- Vantage Air was founded in 1994.\n- Meridian Bank is headquartered in Turku.\n- Nadia works for Meridian Bank.\n- Bruno reports to Tobias.\n- Bruno works for Vantage Air.\n- Beacon Insurance is headquartered in Turku.\n- Stefan reports to Anders.\n- Anders works for Beacon Insurance.\n- Pablo works for Vantage Air.\n- Cedar Retail Group is headquartered in Valencia.\n- Pablo reports to Bruno.\n- Nadia reports to Sofia.\n- Tobias works for Meridian Bank.\n- Tobias reports to Nadia.\n- Sofia works for Vantage Air.\n- Cedar Retail Group was founded in 1992.\n- Stefan works for Vantage Air.\n- Beacon Insurance was founded in 2003.\n- Meridian Bank was founded in 1982.\n- Vantage Air is headquartered in Turku.\n- Ravi reports to Stefan.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17455", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17456", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5914: employee Sofia B., hired 05 September 2020, separated 16 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5914?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 2010.\n- Amara works for Bluepine Aviation.\n- Chiara reports to Kenji.\n- Atlas Freight was founded in 2012.\n- Deshawn works for Atlas Freight.\n- Felix reports to Deshawn.\n- Atlas Freight is headquartered in Austin.\n- Mateo reports to Dmitri.\n- Kenji works for Summit Energy.\n- Anders works for Summit Energy.\n- Felix works for Bluepine Aviation.\n- Chiara works for Atlas Freight.\n- Tobias reports to Ingrid.\n- Crescent Telecom is headquartered in Tampere.\n- Summit Energy was founded in 1999.\n- Anders reports to Lucia.\n- Yuki works for Atlas Freight.\n- Yuki reports to Felix.\n- Kenji reports to Anders.\n- Dmitri works for Summit Energy.\n- Ingrid reports to Chiara.\n- Mateo works for Summit Energy.\n- Deshawn reports to Mateo.\n- Dmitri reports to Tobias.\n- Summit Energy is headquartered in Tampere.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Lucia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Fernhill Foods was founded in 1999.\n- Lucia works for Vantage Air.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka reports to Lucia.\n- Pinnacle Software was founded in 1981.\n- Leila reports to Mei.\n- Lucia reports to Ravi.\n- Pablo reports to Anders.\n- Omar reports to Zoya.\n- Pablo works for Fernhill Foods.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 1987.\n- Leila works for Fernhill Foods.\n- Pinnacle Software is headquartered in Halifax.\n- Anders reports to Emeka.\n- Ravi works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Ravi reports to Leila.\n- Beacon Insurance is headquartered in Porto.\n- Zoya reports to Elena.\n- Elena works for Vantage Air.\n- Emeka works for Beacon Insurance.\n- Elena reports to Pablo.\n- Mei works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Beacon Insurance was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17459", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17460", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Summit Energy was founded in 1993.\n- Mei reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Helios Logistics is headquartered in Austin.\n- Mei works for Crescent Telecom.\n- Tobias reports to Nadia.\n- Crescent Telecom is headquartered in Austin.\n- Nadia works for Beacon Insurance.\n- Omar works for Helios Logistics.\n- Crescent Telecom was founded in 2002.\n- Beacon Insurance was founded in 1987.\n- Sofia reports to Elena.\n- Omar reports to Mei.\n- Helios Logistics was founded in 1996.\n- Summit Energy is headquartered in Leeds.\n- Elena reports to Ravi.\n- Zoya reports to Sofia.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias works for Crescent Telecom.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Cobalt Health is headquartered in Bergen.\n- Nadia works for Helios Logistics.\n- Cobalt Health was founded in 1991.\n- Sofia works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Helios Logistics was founded in 2001.\n- Cedar Retail Group was founded in 2006.\n- Nadia reports to Jonas.\n- Aisha reports to Leila.\n- Omar works for Northwind Systems.\n- Jonas reports to Bruno.\n- Elena works for Cedar Retail Group.\n- Leila reports to Omar.\n- Bruno works for Cobalt Health.\n- Bruno reports to Elena.\n- Elena reports to Aisha.\n- Jonas works for Helios Logistics.\n- Northwind Systems is headquartered in Lyon.\n- Northwind Systems was founded in 2014.\n- Leila works for Northwind Systems.\n- Cedar Retail Group is headquartered in Valencia.\n- Omar reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17463", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Leila reports to Sanne.\n- Pablo works for Meridian Bank.\n- Bluepine Aviation was founded in 1979.\n- Beacon Insurance was founded in 2002.\n- Ravi works for Summit Energy.\n- Anders works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Elena reports to Pablo.\n- Pablo reports to Ravi.\n- Mara reports to Anders.\n- Aisha reports to Mara.\n- Bluepine Aviation is headquartered in Valencia.\n- Mara works for Bluepine Aviation.\n- Ravi reports to Dmitri.\n- Leila works for Summit Energy.\n- Sanne works for Bluepine Aviation.\n- Nadia reports to Elena.\n- Jonas reports to Kenji.\n- Summit Energy was founded in 1991.\n- Kenji reports to Nadia.\n- Aisha works for Meridian Bank.\n- Beacon Insurance is headquartered in Brno.\n- Meridian Bank was founded in 1995.\n- Elena works for Beacon Insurance.\n- Summit Energy is headquartered in Adelaide.\n- Sanne reports to Jonas.\n- Dmitri reports to Aisha.\n- Kenji works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17465", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17466", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17467", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5866: employee Amara S., hired 02 March 2020, separated 25 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5866?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17468", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Tessa reports to Leila.\n- Tessa works for Crescent Telecom.\n- Chiara reports to Tobias.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Tobias reports to Nadia.\n- Hana reports to Aisha.\n- Nadia works for Helios Logistics.\n- Ingrid works for Summit Energy.\n- Lucia reports to Hana.\n- Leila works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Ingrid reports to Chiara.\n- Helios Logistics was founded in 1998.\n- Summit Energy is headquartered in Halifax.\n- Leila reports to Lucia.\n- Cedar Retail Group is headquartered in Halifax.\n- Crescent Telecom was founded in 1994.\n- Aisha works for Summit Energy.\n- Crescent Telecom is headquartered in Turku.\n- Hana works for Crescent Telecom.\n- Wren works for Summit Energy.\n- Wren reports to Ingrid.\n- Chiara works for Helios Logistics.\n- Nadia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Chiara reports to Nadia.\n- Leila works for Lattice Analytics.\n- Jonas works for Meridian Bank.\n- Fernhill Foods is headquartered in Valencia.\n- Tobias works for Fernhill Foods.\n- Elena works for Meridian Bank.\n- Zoya reports to Ravi.\n- Mara works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Wren works for Fernhill Foods.\n- Pinnacle Software was founded in 1975.\n- Meridian Bank was founded in 2005.\n- Leila reports to Elena.\n- Ravi reports to Jonas.\n- Mara reports to Bruno.\n- Fernhill Foods was founded in 1999.\n- Tobias reports to Zoya.\n- Bruno reports to Tessa.\n- Elena reports to Wren.\n- Tessa reports to Leila.\n- Lattice Analytics is headquartered in Nagoya.\n- Chiara works for Lattice Analytics.\n- Jonas reports to Chiara.\n- Zoya works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software is headquartered in Nagoya.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Wren reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17471", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4203: employee Priya B., hired 11 February 2024, separated 24 May 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-4203 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,037", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Mateo works for Atlas Freight.\n- Ingrid reports to Mateo.\n- Atlas Freight is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders reports to Viktor.\n- Tobias works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Sanne reports to Ingrid.\n- Bluepine Aviation was founded in 2004.\n- Atlas Freight was founded in 2008.\n- Viktor works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Meridian Bank is headquartered in Brno.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Bluepine Aviation is headquartered in Halifax.\n- Viktor reports to Lucia.\n- Mei works for Meridian Bank.\n- Lucia reports to Stefan.\n- Jonas reports to Sanne.\n- Mei reports to Tobias.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank was founded in 2012.\n- Ironwood Manufacturing was founded in 1998.\n- Mateo reports to Mei.\n- Emeka reports to Elena.\n- Stefan works for Atlas Freight.\n- Tobias reports to Anders.\n- Elena works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17473", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17474", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7749: employee Pablo A., hired 19 April 2022, separated 18 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7749?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor reports to Bruno.\n- Northwind Systems is headquartered in Porto.\n- Lattice Analytics is headquartered in Turku.\n- Viktor works for Cobalt Health.\n- Chiara reports to Elena.\n- Bruno works for Lattice Analytics.\n- Omar reports to Tessa.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Omar.\n- Bruno reports to Anders.\n- Ironwood Manufacturing was founded in 1987.\n- Tessa reports to Chiara.\n- Lattice Analytics was founded in 1992.\n- Northwind Systems was founded in 2015.\n- Elena works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Chiara works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 1992.\n- Elena reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17476", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4098: employee Leila R., hired 22 March 2021, separated 22 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4098?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17477", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17478", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4343: employee Viktor K., hired 28 September 2021, separated 20 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4343?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17479", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17480", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17481", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8125: employee Jonas S., hired 24 March 2021, separated 20 August 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8125?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17482", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 7, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2275: employee Sofia M., hired 11 August 2022, separated 22 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2275?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2005.\n- Aisha works for Lattice Analytics.\n- Elena reports to Omar.\n- Mateo works for Lattice Analytics.\n- Felix reports to Priya.\n- Stefan reports to Amara.\n- Callum works for Cedar Retail Group.\n- Summit Energy was founded in 1994.\n- Helios Logistics is headquartered in Ghent.\n- Stefan works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Aisha reports to Tobias.\n- Lattice Analytics was founded in 1979.\n- Amara reports to Dmitri.\n- Priya works for Helios Logistics.\n- Callum reports to Stefan.\n- Omar reports to Callum.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Kenji works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Cedar Retail Group is headquartered in Valencia.\n- Amara works for Lattice Analytics.\n- Helios Logistics was founded in 2013.\n- Tobias reports to Mateo.\n- Tobias works for Lattice Analytics.\n- Kenji reports to Elena.\n- Dmitri reports to Felix.\n- Summit Energy is headquartered in Valencia.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Amara.\n- Aisha works for Crescent Telecom.\n- Chiara reports to Mateo.\n- Vantage Air was founded in 1988.\n- Summit Energy is headquartered in Malmo.\n- Felix works for Meridian Bank.\n- Yuki reports to Aisha.\n- Amara reports to Felix.\n- Chiara works for Crescent Telecom.\n- Meridian Bank is headquartered in Austin.\n- Bruno works for Vantage Air.\n- Amara works for Vantage Air.\n- Crescent Telecom was founded in 1992.\n- Meridian Bank was founded in 2001.\n- Felix reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Mateo reports to Yuki.\n- Ingrid reports to Bruno.\n- Crescent Telecom is headquartered in Austin.\n- Mateo works for Vantage Air.\n- Summit Energy was founded in 1993.\n- Vantage Air is headquartered in Valencia.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Chiara.\n- Priya reports to Bruno.\n- Ravi works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Zoya reports to Ravi.\n- Bruno reports to Omar.\n- Cedar Retail Group is headquartered in Oslo.\n- Hana works for Ironwood Manufacturing.\n- Chiara reports to Priya.\n- Cedar Retail Group was founded in 1987.\n- Omar works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Oslo.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation was founded in 1977.\n- Pablo works for Cedar Retail Group.\n- Priya works for Bluepine Aviation.\n- Bruno works for Cedar Retail Group.\n- Hana reports to Aisha.\n- Pablo reports to Zoya.\n- Ironwood Manufacturing was founded in 1989.\n- Omar reports to Hana.\n- Chiara works for Bluepine Aviation.\n- Ravi reports to Elena.\n- Beacon Insurance was founded in 1983.\n- Zoya works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17486", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17487", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17488", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Ingrid reports to Stefan.\n- Cobalt Health is headquartered in Austin.\n- Lucia works for Cedar Retail Group.\n- Bruno works for Bluepine Aviation.\n- Mei reports to Hana.\n- Cobalt Health was founded in 1990.\n- Chiara works for Cedar Retail Group.\n- Helios Logistics was founded in 2013.\n- Bluepine Aviation is headquartered in Bergen.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 1975.\n- Viktor reports to Bruno.\n- Viktor works for Helios Logistics.\n- Sanne reports to Nadia.\n- Stefan reports to Tessa.\n- Bluepine Aviation was founded in 1989.\n- Cedar Retail Group is headquartered in Adelaide.\n- Chiara reports to Jonas.\n- Jonas reports to Viktor.\n- Nadia reports to Ingrid.\n- Stefan works for Cedar Retail Group.\n- Jonas works for Helios Logistics.\n- Ingrid works for Bluepine Aviation.\n- Hana reports to Sanne.\n- Tessa works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Bruno reports to Lucia.\n- Tessa reports to Chiara.\n- Helios Logistics is headquartered in Austin.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2013", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1988.\n- Aisha works for Helios Logistics.\n- Lucia reports to Ravi.\n- Emeka works for Northwind Systems.\n- Aisha reports to Chiara.\n- Wren reports to Mei.\n- Cobalt Health is headquartered in Leeds.\n- Yuki works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Northwind Systems was founded in 2008.\n- Felix reports to Ingrid.\n- Chiara works for Helios Logistics.\n- Ingrid reports to Lucia.\n- Helios Logistics was founded in 1989.\n- Felix works for Cobalt Health.\n- Northwind Systems is headquartered in Leeds.\n- Emeka reports to Wren.\n- Ingrid works for Northwind Systems.\n- Mei works for Helios Logistics.\n- Ravi reports to Aisha.\n- Lucia works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1980.\n- Ravi works for Ironwood Manufacturing.\n- Yuki reports to Emeka.\n- Chiara reports to Yuki.\n- Helios Logistics is headquartered in Malmo.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1983", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17491", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17492", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17493", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9787: employee Nadia S., hired 31 October 2023, separated 13 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9787?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Tobias works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Omar reports to Lucia.\n- Sanne works for Vantage Air.\n- Stefan reports to Omar.\n- Ingrid works for Beacon Insurance.\n- Vantage Air was founded in 1999.\n- Zoya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena reports to Ingrid.\n- Aisha reports to Elena.\n- Wren reports to Stefan.\n- Sanne reports to Wren.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Zoya works for Vantage Air.\n- Lucia works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2003.\n- Tobias reports to Zoya.\n- Beacon Insurance was founded in 2012.\n- Vantage Air is headquartered in Cork.\n- Ingrid reports to Sanne.\n- Elena works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17495", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17496", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 68603, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17497", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-4 (VERSION 2, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 01 October 2022): For employees hired on or after 01 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3435: employee Dmitri B., hired 17 September 2021, separated 08 December 2022 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3435?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17498", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17499", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Aisha.\n- Pablo works for Atlas Freight.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Atlas Freight was founded in 2013.\n- Atlas Freight is headquartered in Dunedin.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Aisha works for Atlas Freight.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Aisha reports to Deshawn.\n- Cobalt Health is headquartered in Bergen.\n- Elena reports to Omar.\n- Mei reports to Tessa.\n- Mei works for Pinnacle Software.\n- Tessa reports to Elena.\n- Deshawn reports to Emeka.\n- Emeka reports to Pablo.\n- Omar works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software was founded in 1991.\n- Fernhill Foods was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17501", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7003: employee Anders K., hired 04 July 2021, separated 18 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7003?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17502", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17503", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17504", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9300: employee Yuki K., hired 09 August 2023, separated 05 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9300?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17505", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Lattice Analytics was founded in 1980.\n- Viktor works for Atlas Freight.\n- Callum works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Viktor reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tallinn.\n- Atlas Freight is headquartered in Leeds.\n- Crescent Telecom is headquartered in Leeds.\n- Tessa reports to Viktor.\n- Crescent Telecom was founded in 1977.\n- Stefan works for Vantage Air.\n- Pablo reports to Zoya.\n- Pablo works for Crescent Telecom.\n- Atlas Freight was founded in 1976.\n- Vantage Air was founded in 1995.\n- Stefan reports to Callum.\n- Bruno reports to Stefan.\n- Vantage Air is headquartered in Basel.\n- Zoya reports to Jonas.\n- Callum reports to Pablo.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1971", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17507", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2209: employee Mei B., hired 16 October 2021, separated 22 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2209?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17508", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 December 2025): For employees hired on or after 17 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8589: employee Hana M., hired 22 June 2022, separated 21 July 2027 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-8589 under the controlling rules.", "criteria": {"0": "$11,475", "1": "$11,400", "2": "$49,400", "3": "$9,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17509", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2274: employee Jonas B., hired 05 July 2023, separated 19 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2274?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17510", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17511", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17512", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1573: employee Felix R., hired 13 October 2021, separated 25 October 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-1573 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$8,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Anders.\n- Anders works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Elena reports to Kenji.\n- Crescent Telecom was founded in 2008.\n- Mateo works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Adelaide.\n- Yuki works for Fernhill Foods.\n- Kenji works for Cedar Retail Group.\n- Aisha works for Fernhill Foods.\n- Mei reports to Mateo.\n- Elena works for Ironwood Manufacturing.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Dmitri reports to Bruno.\n- Viktor reports to Mei.\n- Cedar Retail Group is headquartered in Leeds.\n- Anders reports to Omar.\n- Kenji reports to Zoya.\n- Dmitri works for Fernhill Foods.\n- Bruno works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Omar reports to Dmitri.\n- Bruno reports to Yuki.\n- Ironwood Manufacturing was founded in 1975.\n- Fernhill Foods was founded in 2012.\n- Zoya reports to Viktor.\n- Yuki reports to Elena.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17514", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17515", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Dmitri reports to Elena.\n- Ingrid reports to Lucia.\n- Aisha works for Cobalt Health.\n- Mara works for Atlas Freight.\n- Bluepine Aviation was founded in 1996.\n- Emeka reports to Priya.\n- Atlas Freight was founded in 1983.\n- Ingrid works for Atlas Freight.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Atlas Freight.\n- Lucia works for Meridian Bank.\n- Lucia reports to Dmitri.\n- Mara reports to Leila.\n- Dmitri works for Cobalt Health.\n- Jonas reports to Aisha.\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Mara.\n- Atlas Freight is headquartered in Lyon.\n- Cobalt Health was founded in 2014.\n- Meridian Bank was founded in 2008.\n- Aisha reports to Emeka.\n- Emeka works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Leila reports to Ingrid.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17517", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance", "4": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17518", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17519", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 April 2025): For employees hired on or after 09 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6968: employee Kenji M., hired 12 December 2023, separated 27 October 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-4-2026-6968 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$5,438", "2": "$23,292", "3": "$5,375"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Amara.\n- Cedar Retail Group is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.\n- Tobias reports to Chiara.\n- Meridian Bank was founded in 1978.\n- Zoya works for Beacon Insurance.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Viktor works for Pinnacle Software.\n- Mara works for Meridian Bank.\n- Mara reports to Zoya.\n- Viktor reports to Nadia.\n- Jonas works for Beacon Insurance.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Bergen.\n- Chiara reports to Jonas.\n- Amara works for Pinnacle Software.\n- Jonas reports to Emeka.\n- Aisha reports to Mara.\n- Emeka reports to Aisha.\n- Emeka works for Cedar Retail Group.\n- Beacon Insurance was founded in 1979.\n- Zoya reports to Viktor.\n- Tobias works for Pinnacle Software.\n- Cedar Retail Group was founded in 1999.\n- Meridian Bank is headquartered in Nagoya.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Sanne reports to Elena.\n- Ironwood Manufacturing was founded in 1978.\n- Priya reports to Stefan.\n- Fernhill Foods was founded in 1986.\n- Sofia works for Summit Energy.\n- Crescent Telecom was founded in 1995.\n- Sanne works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Zoya reports to Mei.\n- Stefan reports to Sanne.\n- Pablo reports to Ravi.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy was founded in 2004.\n- Hana reports to Pablo.\n- Elena works for Crescent Telecom.\n- Elena reports to Zoya.\n- Callum works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Dunedin.\n- Emeka reports to Hana.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ravi reports to Priya.\n- Hana works for Crescent Telecom.\n- Mei reports to Sofia.\n- Summit Energy is headquartered in Basel.\n- Stefan works for Ironwood Manufacturing.\n- Priya works for Crescent Telecom.\n- Callum reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17522", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17523", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17524", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8338: employee Sanne R., hired 22 September 2023, separated 23 August 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-8338 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,000", "2": "$15,167", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17525", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1396: employee Wren B., hired 26 June 2022, separated 15 October 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-1396 under the controlling rules.", "criteria": {"0": "$19,038", "1": "$18,423", "2": "$18,923", "3": "$82,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Omar.\n- Mara works for Bluepine Aviation.\n- Vantage Air is headquartered in Bergen.\n- Aisha reports to Priya.\n- Elena reports to Felix.\n- Bluepine Aviation was founded in 2015.\n- Chiara reports to Mara.\n- Aisha works for Vantage Air.\n- Bluepine Aviation is headquartered in Cork.\n- Vantage Air was founded in 1993.\n- Northwind Systems was founded in 1997.\n- Mateo reports to Elena.\n- Priya reports to Chiara.\n- Helios Logistics was founded in 2003.\n- Priya works for Bluepine Aviation.\n- Hana reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Omar works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Hana works for Vantage Air.\n- Felix works for Helios Logistics.\n- Felix reports to Jonas.\n- Jonas works for Northwind Systems.\n- Elena works for Bluepine Aviation.\n- Omar reports to Hana.\n- Northwind Systems is headquartered in Tampere.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2010", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17527", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Yuki reports to Ravi.\n- Meridian Bank was founded in 1996.\n- Atlas Freight is headquartered in Lyon.\n- Beacon Insurance was founded in 2000.\n- Pablo works for Atlas Freight.\n- Hana works for Meridian Bank.\n- Viktor works for Ironwood Manufacturing.\n- Pablo reports to Mateo.\n- Meridian Bank is headquartered in Bergen.\n- Hana reports to Pablo.\n- Ravi reports to Viktor.\n- Mateo reports to Sanne.\n- Ironwood Manufacturing was founded in 2006.\n- Sanne reports to Aisha.\n- Mateo works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1997.\n- Ravi works for Meridian Bank.\n- Beacon Insurance is headquartered in Bergen.\n- Viktor reports to Hana.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17529", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17530", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4587: employee Bruno A., hired 29 November 2021, separated 27 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4587?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17531", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17532", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 49130 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17533", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17534", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9069: employee Omar A., hired 20 April 2023, separated 07 January 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9069?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17535", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 35125\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17536", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17537", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17538", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8164: employee Nadia M., hired 15 July 2023, separated 09 February 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8164?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17539", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17540", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6962: employee Lucia T., hired 16 October 2022, separated 21 October 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-6962 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,500", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17541", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 November 2025): For employees hired on or after 27 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9411: employee Emeka T., hired 23 October 2023, separated 27 April 2027 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9411?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17542", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5438: employee Callum T., hired 19 February 2024, separated 09 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-5438?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17543", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17544", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17545", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Priya works for Cobalt Health.\n- Yuki reports to Mei.\n- Yuki works for Crescent Telecom.\n- Cobalt Health is headquartered in Austin.\n- Kenji works for Helios Logistics.\n- Cobalt Health was founded in 1988.\n- Kenji reports to Jonas.\n- Beacon Insurance is headquartered in Dunedin.\n- Stefan reports to Yuki.\n- Stefan works for Cobalt Health.\n- Deshawn works for Helios Logistics.\n- Jonas works for Crescent Telecom.\n- Priya reports to Kenji.\n- Sofia reports to Stefan.\n- Pablo works for Helios Logistics.\n- Tessa reports to Emeka.\n- Jonas reports to Tessa.\n- Mei works for Helios Logistics.\n- Pablo reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Deshawn reports to Sofia.\n- Crescent Telecom is headquartered in Austin.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Beacon Insurance was founded in 2003.\n- Crescent Telecom was founded in 1993.\n- Helios Logistics is headquartered in Dunedin.\n- Mei reports to Pablo.\n- Emeka reports to Deshawn.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17547", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17548", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17549", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17550", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Atlas Freight is headquartered in Dunedin.\n- Helios Logistics was founded in 1997.\n- Pablo reports to Leila.\n- Pinnacle Software was founded in 1988.\n- Felix reports to Kenji.\n- Ravi works for Helios Logistics.\n- Atlas Freight was founded in 2012.\n- Callum reports to Ravi.\n- Felix works for Pinnacle Software.\n- Mei reports to Callum.\n- Ravi reports to Chiara.\n- Cobalt Health was founded in 2006.\n- Cobalt Health is headquartered in Tallinn.\n- Leila works for Helios Logistics.\n- Leila reports to Mei.\n- Callum works for Helios Logistics.\n- Chiara reports to Felix.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Pablo works for Pinnacle Software.\n- Helios Logistics is headquartered in Dunedin.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Helios Logistics was founded in 2001.\n- Lucia works for Helios Logistics.\n- Cedar Retail Group is headquartered in Tampere.\n- Elena works for Helios Logistics.\n- Lucia reports to Tessa.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Lucia.\n- Elena reports to Dmitri.\n- Chiara works for Cedar Retail Group.\n- Leila reports to Yuki.\n- Cedar Retail Group was founded in 2012.\n- Yuki reports to Elena.\n- Helios Logistics is headquartered in Valencia.\n- Tessa reports to Chiara.\n- Fernhill Foods was founded in 1992.\n- Tessa works for Atlas Freight.\n- Chiara reports to Mateo.\n- Yuki works for Fernhill Foods.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 1976.\n- Dmitri works for Cedar Retail Group.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17553", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17554", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17555", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17556", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Cancel my order 99463, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Zoya works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Tessa works for Vantage Air.\n- Crescent Telecom is headquartered in Turku.\n- Sanne works for Pinnacle Software.\n- Ingrid reports to Tessa.\n- Hana works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Mei works for Beacon Insurance.\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Halifax.\n- Jonas reports to Felix.\n- Crescent Telecom was founded in 2003.\n- Vantage Air was founded in 1981.\n- Sanne reports to Elena.\n- Priya reports to Hana.\n- Elena reports to Priya.\n- Zoya reports to Jonas.\n- Mei reports to Ingrid.\n- Elena works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Beacon Insurance was founded in 2005.\n- Jonas works for Vantage Air.\n- Tessa reports to Zoya.\n- Hana reports to Mei.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17558", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6418: employee Callum R., hired 13 February 2023, separated 31 August 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-6418 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$3,615", "2": "$4,615", "3": "$2,308"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17559", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Priya reports to Omar.\n- Jonas reports to Dmitri.\n- Leila reports to Amara.\n- Wren reports to Jonas.\n- Crescent Telecom was founded in 1975.\n- Pinnacle Software was founded in 1975.\n- Amara reports to Wren.\n- Wren works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance was founded in 1996.\n- Hana reports to Leila.\n- Priya works for Pinnacle Software.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri reports to Priya.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Omar works for Beacon Insurance.\n- Dmitri works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17561", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ingrid.\n- Sanne reports to Zoya.\n- Ingrid works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Helios Logistics was founded in 2011.\n- Emeka works for Beacon Insurance.\n- Yuki works for Summit Energy.\n- Lattice Analytics is headquartered in Halifax.\n- Ravi reports to Mateo.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Omar reports to Aisha.\n- Mateo works for Beacon Insurance.\n- Aisha works for Helios Logistics.\n- Omar works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Priya reports to Omar.\n- Ingrid reports to Ravi.\n- Bruno works for Lattice Analytics.\n- Ravi works for Beacon Insurance.\n- Helios Logistics is headquartered in Tallinn.\n- Wren reports to Emeka.\n- Mateo reports to Sanne.\n- Beacon Insurance was founded in 2005.\n- Sanne works for Beacon Insurance.\n- Bruno reports to Yuki.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Bruno.\n- Summit Energy was founded in 1977.\n- Lattice Analytics was founded in 2014.\n- Yuki reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17563", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8735: employee Amara A., hired 21 February 2022, separated 15 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-8735 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$6,000", "3": "$10,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17564", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17565", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17566", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4018: employee Yuki S., hired 30 May 2022, separated 16 March 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-4018 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,700", "2": "$26,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Pinnacle Software was founded in 2006.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 1985.\n- Emeka works for Beacon Insurance.\n- Pablo reports to Jonas.\n- Cobalt Health was founded in 2003.\n- Elena reports to Aisha.\n- Beacon Insurance is headquartered in Adelaide.\n- Jonas reports to Elena.\n- Sofia reports to Pablo.\n- Pinnacle Software is headquartered in Halifax.\n- Emeka reports to Stefan.\n- Stefan works for Cobalt Health.\n- Pablo works for Beacon Insurance.\n- Vantage Air is headquartered in Halifax.\n- Sofia works for Pinnacle Software.\n- Vantage Air was founded in 2003.\n- Cobalt Health is headquartered in Basel.\n- Aisha reports to Emeka.\n- Aisha works for Vantage Air.\n- Priya works for Pinnacle Software.\n- Priya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17568", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17569", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17570", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "claim_luggage", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17571", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Chiara works for Beacon Insurance.\n- Sofia reports to Pablo.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo reports to Chiara.\n- Ironwood Manufacturing is headquartered in Basel.\n- Jonas works for Atlas Freight.\n- Tessa works for Fernhill Foods.\n- Callum reports to Mara.\n- Callum works for Atlas Freight.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1993.\n- Ravi reports to Sofia.\n- Yuki reports to Leila.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara reports to Jonas.\n- Fernhill Foods was founded in 1978.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 2009.\n- Dmitri works for Fernhill Foods.\n- Viktor works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2003.\n- Leila works for Beacon Insurance.\n- Dmitri reports to Tessa.\n- Leila reports to Viktor.\n- Atlas Freight is headquartered in Oslo.\n- Yuki works for Fernhill Foods.\n- Pablo works for Atlas Freight.\n- Chiara reports to Yuki.\n- Jonas reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17573", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2702: employee Dmitri R., hired 20 February 2022, separated 26 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2702?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17574", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 39378 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1983.\n- Sanne works for Atlas Freight.\n- Yuki reports to Emeka.\n- Crescent Telecom is headquartered in Oslo.\n- Ravi works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Ravi reports to Callum.\n- Nadia reports to Amara.\n- Zoya works for Atlas Freight.\n- Summit Energy was founded in 1988.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Nadia.\n- Callum works for Summit Energy.\n- Yuki works for Summit Energy.\n- Bruno reports to Sanne.\n- Emeka reports to Felix.\n- Amara works for Atlas Freight.\n- Stefan reports to Bruno.\n- Pinnacle Software is headquartered in Oslo.\n- Bruno works for Pinnacle Software.\n- Felix reports to Ingrid.\n- Atlas Freight was founded in 2008.\n- Zoya reports to Ravi.\n- Nadia works for Atlas Freight.\n- Emeka works for Crescent Telecom.\n- Atlas Freight is headquartered in Turku.\n- Sanne reports to Yuki.\n- Felix works for Pinnacle Software.\n- Stefan works for Atlas Freight.\n- Amara reports to Zoya.\n- Summit Energy is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17576", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17577", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17578", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17579", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17580", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6729: employee Bruno B., hired 29 October 2023, separated 19 November 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-6729 under the controlling rules.", "criteria": {"0": "$2,200", "1": "$4,000", "2": "$6,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17581", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7069: employee Chiara A., hired 13 February 2024, separated 13 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7069?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Chiara reports to Zoya.\n- Meridian Bank was founded in 2002.\n- Fernhill Foods is headquartered in Dunedin.\n- Emeka reports to Sanne.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1994.\n- Northwind Systems is headquartered in Tampere.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Zoya works for Northwind Systems.\n- Meridian Bank is headquartered in Dunedin.\n- Aisha works for Northwind Systems.\n- Chiara works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Zoya reports to Aisha.\n- Aisha reports to Tobias.\n- Callum reports to Emeka.\n- Fernhill Foods was founded in 1991.\n- Tobias works for Beacon Insurance.\n- Sanne reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Kenji works for Atlas Freight.\n- Elena reports to Chiara.\n- Atlas Freight is headquartered in Valencia.\n- Summit Energy is headquartered in Brno.\n- Mei works for Atlas Freight.\n- Anders works for Summit Energy.\n- Leila reports to Nadia.\n- Deshawn reports to Felix.\n- Felix reports to Tobias.\n- Anders reports to Dmitri.\n- Chiara reports to Anders.\n- Elena works for Atlas Freight.\n- Emeka reports to Leila.\n- Mei reports to Emeka.\n- Lattice Analytics was founded in 1992.\n- Summit Energy was founded in 1980.\n- Nadia reports to Kenji.\n- Kenji reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Mei.\n- Leila works for Atlas Freight.\n- Pinnacle Software was founded in 2007.\n- Emeka works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Nadia works for Lattice Analytics.\n- Chiara works for Summit Energy.\n- Lattice Analytics is headquartered in Porto.\n- Atlas Freight was founded in 2007.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17584", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17585", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7421: employee Pablo M., hired 15 October 2023, separated 10 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7421?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7421 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Ravi.\n- Deshawn works for Northwind Systems.\n- Deshawn reports to Aisha.\n- Aisha reports to Zoya.\n- Northwind Systems is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2000.\n- Zoya reports to Leila.\n- Ravi reports to Tobias.\n- Zoya works for Pinnacle Software.\n- Aisha works for Northwind Systems.\n- Tobias reports to Deshawn.\n- Meridian Bank is headquartered in Valencia.\n- Pinnacle Software was founded in 1981.\n- Ravi works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Ingrid reports to Anders.\n- Meridian Bank was founded in 1989.\n- Tobias works for Ironwood Manufacturing.\n- Ingrid works for Meridian Bank.\n- Pinnacle Software is headquartered in Leeds.\n- Leila works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17587", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4926: employee Ingrid A., hired 16 June 2021, separated 08 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4926?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17588", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys", "4": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17589", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17590", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6036: employee Chiara S., hired 30 June 2023, separated 05 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6036?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1989.\n- Tobias reports to Mei.\n- Pinnacle Software is headquartered in Dunedin.\n- Ravi reports to Bruno.\n- Dmitri works for Vantage Air.\n- Sofia works for Pinnacle Software.\n- Vantage Air was founded in 1991.\n- Ingrid reports to Tobias.\n- Elena reports to Dmitri.\n- Ravi works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ingrid works for Pinnacle Software.\n- Deshawn reports to Nadia.\n- Bruno reports to Elena.\n- Nadia reports to Sofia.\n- Mei reports to Ravi.\n- Vantage Air is headquartered in Valencia.\n- Bruno works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Elena works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1987.\n- Nadia works for Atlas Freight.\n- Dmitri reports to Deshawn.\n- Tobias works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Atlas Freight is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17592", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 5, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3366: employee Emeka B., hired 24 January 2021, separated 12 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3366?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1991.\n- Ironwood Manufacturing was founded in 2008.\n- Yuki works for Crescent Telecom.\n- Sanne works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Yuki reports to Lucia.\n- Pablo works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lucia works for Bluepine Aviation.\n- Pablo reports to Elena.\n- Bluepine Aviation was founded in 2005.\n- Sanne reports to Priya.\n- Dmitri reports to Yuki.\n- Priya reports to Pablo.\n- Anders reports to Dmitri.\n- Priya works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1998.\n- Elena reports to Anders.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Elena works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17594", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17595", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 89387, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Amara reports to Omar.\n- Stefan works for Ironwood Manufacturing.\n- Leila works for Bluepine Aviation.\n- Emeka reports to Amara.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1994.\n- Omar works for Helios Logistics.\n- Omar reports to Nadia.\n- Amara works for Helios Logistics.\n- Dmitri reports to Tessa.\n- Beacon Insurance was founded in 1986.\n- Helios Logistics was founded in 1986.\n- Viktor reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Chiara works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Chiara reports to Dmitri.\n- Anders works for Beacon Insurance.\n- Anders reports to Viktor.\n- Nadia reports to Anders.\n- Leila reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Bluepine Aviation was founded in 2001.\n- Tessa works for Bluepine Aviation.\n- Viktor works for Beacon Insurance.\n- Stefan reports to Leila.\n- Tessa reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17597", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17598", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17599", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17600", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17601", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Hana reports to Callum.\n- Chiara reports to Zoya.\n- Emeka works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Crescent Telecom was founded in 2003.\n- Chiara works for Beacon Insurance.\n- Deshawn reports to Lucia.\n- Beacon Insurance was founded in 2011.\n- Zoya reports to Omar.\n- Ironwood Manufacturing was founded in 2009.\n- Lucia works for Helios Logistics.\n- Hana works for Crescent Telecom.\n- Deshawn works for Ironwood Manufacturing.\n- Omar reports to Emeka.\n- Omar works for Crescent Telecom.\n- Callum reports to Ingrid.\n- Amara reports to Chiara.\n- Mei works for Crescent Telecom.\n- Lucia reports to Amara.\n- Mei reports to Hana.\n- Ingrid works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Malmo.\n- Beacon Insurance is headquartered in Leeds.\n- Callum works for Ironwood Manufacturing.\n- Ingrid reports to Deshawn.\n- Helios Logistics was founded in 1993.\n- Crescent Telecom is headquartered in Nagoya.\n- Amara works for Crescent Telecom.\n- Ravi reports to Mei.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17603", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 October 2025): For employees hired on or after 28 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8390: employee Yuki A., hired 09 August 2022, separated 16 November 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8390?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8390 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17604", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9076: employee Sofia T., hired 08 November 2023, separated 17 October 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-4-2025-9076 under the controlling rules.", "criteria": {"0": "$12,462", "1": "$12,332", "2": "$54,000", "3": "$12,962"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17605", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4270: employee Lucia T., hired 12 March 2022, separated 11 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4270?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17606", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Lattice Analytics was founded in 2002.\n- Ravi reports to Sofia.\n- Amara works for Lattice Analytics.\n- Crescent Telecom is headquartered in Tampere.\n- Bruno reports to Leila.\n- Ravi works for Pinnacle Software.\n- Crescent Telecom was founded in 2012.\n- Lucia reports to Hana.\n- Deshawn reports to Bruno.\n- Nadia reports to Ravi.\n- Sofia reports to Amara.\n- Leila reports to Tobias.\n- Yuki reports to Lucia.\n- Amara reports to Deshawn.\n- Pinnacle Software was founded in 1989.\n- Nadia works for Lattice Analytics.\n- Sofia works for Pinnacle Software.\n- Bruno works for Northwind Systems.\n- Lattice Analytics is headquartered in Lyon.\n- Lucia works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Tobias works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Hana reports to Nadia.\n- Northwind Systems is headquartered in Malmo.\n- Viktor reports to Yuki.\n- Hana works for Crescent Telecom.\n- Leila works for Northwind Systems.\n- Deshawn works for Lattice Analytics.\n- Northwind Systems was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17608", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "set_alarm", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Felix reports to Omar.\n- Yuki works for Lattice Analytics.\n- Amara works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Valencia.\n- Omar reports to Jonas.\n- Dmitri works for Beacon Insurance.\n- Leila reports to Dmitri.\n- Yuki reports to Felix.\n- Meridian Bank is headquartered in Valencia.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara reports to Yuki.\n- Omar works for Meridian Bank.\n- Beacon Insurance was founded in 1989.\n- Dmitri reports to Amara.\n- Ingrid works for Meridian Bank.\n- Lattice Analytics was founded in 1990.\n- Lattice Analytics is headquartered in Dunedin.\n- Meridian Bank was founded in 1993.\n- Ingrid reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1985", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17610", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2810: employee Jonas K., hired 22 April 2022, separated 11 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-2810 under the controlling rules.", "criteria": {"0": "$71,067", "1": "$16,500", "2": "$15,900", "3": "$16,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Nadia works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2005.\n- Priya reports to Deshawn.\n- Sofia reports to Zoya.\n- Meridian Bank is headquartered in Brno.\n- Summit Energy was founded in 1977.\n- Nadia reports to Pablo.\n- Lattice Analytics was founded in 1976.\n- Felix works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ravi works for Summit Energy.\n- Pablo works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2008.\n- Priya works for Ironwood Manufacturing.\n- Felix reports to Emeka.\n- Pablo reports to Sofia.\n- Mara reports to Priya.\n- Ravi reports to Nadia.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Hana reports to Felix.\n- Sanne reports to Mara.\n- Emeka works for Summit Energy.\n- Deshawn works for Meridian Bank.\n- Emeka reports to Sanne.\n- Deshawn reports to Ravi.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17612", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17613", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 December 2022): For employees hired on or after 08 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7265: employee Mateo M., hired 12 February 2019, separated 13 May 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7265?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17614", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Priya reports to Sanne.\n- Sanne reports to Ingrid.\n- Jonas reports to Tobias.\n- Mei reports to Anders.\n- Pablo reports to Felix.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy was founded in 1976.\n- Emeka works for Meridian Bank.\n- Priya works for Fernhill Foods.\n- Tobias reports to Emeka.\n- Mei works for Summit Energy.\n- Jonas works for Fernhill Foods.\n- Ingrid reports to Pablo.\n- Fernhill Foods was founded in 2009.\n- Fernhill Foods is headquartered in Lyon.\n- Anders works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Dmitri reports to Jonas.\n- Tobias works for Summit Energy.\n- Meridian Bank was founded in 1993.\n- Ingrid works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Anders reports to Hana.\n- Felix reports to Mei.\n- Hana works for Summit Energy.\n- Hana reports to Dmitri.\n- Lattice Analytics was founded in 1999.\n- Meridian Bank is headquartered in Ghent.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17616", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17617", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5024: employee Emeka T., hired 17 July 2022, separated 01 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5024?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17618", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Kenji reports to Felix.\n- Felix reports to Elena.\n- Chiara reports to Jonas.\n- Summit Energy was founded in 2014.\n- Amara reports to Chiara.\n- Bruno works for Bluepine Aviation.\n- Priya works for Pinnacle Software.\n- Emeka works for Summit Energy.\n- Helios Logistics is headquartered in Cork.\n- Felix works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Jonas works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Bruno reports to Emeka.\n- Chiara works for Summit Energy.\n- Priya reports to Omar.\n- Elena reports to Bruno.\n- Helios Logistics was founded in 2009.\n- Sanne reports to Kenji.\n- Bluepine Aviation was founded in 1978.\n- Jonas reports to Priya.\n- Summit Energy is headquartered in Porto.\n- Pinnacle Software was founded in 2014.\n- Kenji works for Bluepine Aviation.\n- Emeka reports to Amara.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17620", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit", "4": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17621", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2371: employee Aisha A., hired 09 December 2021, separated 29 August 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-2371 under the controlling rules.", "criteria": {"0": "$12,423", "1": "$56,000", "2": "$12,808", "3": "$12,923"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17622", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17623", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2378: employee Callum A., hired 15 June 2021, separated 22 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2378?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17624", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7487: employee Mateo A., hired 20 December 2022, separated 15 October 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7487?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17625", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5099: employee Bruno T., hired 26 September 2021, separated 16 June 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-5099 under the controlling rules.", "criteria": {"0": "$68,000", "1": "$15,577", "2": "$13,692", "3": "$15,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Turku.\n- Cobalt Health was founded in 2008.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy was founded in 1991.\n- Emeka reports to Leila.\n- Kenji works for Summit Energy.\n- Tobias works for Fernhill Foods.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Emeka works for Cobalt Health.\n- Mei reports to Callum.\n- Anders reports to Bruno.\n- Jonas works for Cobalt Health.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Chiara reports to Elena.\n- Anders works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Cobalt Health is headquartered in Turku.\n- Yuki works for Cobalt Health.\n- Tobias reports to Jonas.\n- Callum reports to Yuki.\n- Jonas reports to Kenji.\n- Bruno reports to Tobias.\n- Elena reports to Anders.\n- Fernhill Foods was founded in 1989.\n- Bruno works for Pinnacle Software.\n- Mei works for Summit Energy.\n- Yuki reports to Chiara.\n- Kenji reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Tobias.\n- Elena reports to Lucia.\n- Tobias reports to Ingrid.\n- Crescent Telecom is headquartered in Dunedin.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Amara works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Wren reports to Sanne.\n- Emeka works for Vantage Air.\n- Cedar Retail Group is headquartered in Oslo.\n- Pinnacle Software is headquartered in Tallinn.\n- Priya reports to Elena.\n- Cedar Retail Group was founded in 2012.\n- Tessa works for Vantage Air.\n- Emeka reports to Leila.\n- Leila reports to Tessa.\n- Elena works for Pinnacle Software.\n- Wren works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Amara reports to Priya.\n- Tobias works for Crescent Telecom.\n- Vantage Air was founded in 2013.\n- Pinnacle Software was founded in 2008.\n- Priya works for Cedar Retail Group.\n- Leila works for Vantage Air.\n- Sanne reports to Mei.\n- Ingrid reports to Amara.\n- Tessa reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Pablo reports to Aisha.\n- Summit Energy is headquartered in Halifax.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Sanne.\n- Pinnacle Software is headquartered in Basel.\n- Tessa reports to Mara.\n- Northwind Systems was founded in 1993.\n- Aisha works for Pinnacle Software.\n- Summit Energy was founded in 1981.\n- Sanne works for Northwind Systems.\n- Leila reports to Tessa.\n- Beacon Insurance was founded in 1987.\n- Northwind Systems is headquartered in Basel.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software was founded in 1975.\n- Mara reports to Lucia.\n- Mara works for Beacon Insurance.\n- Stefan reports to Leila.\n- Sanne reports to Stefan.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17629", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3388: employee Bruno R., hired 05 November 2020, separated 27 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3388?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17630", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7759: employee Priya K., hired 06 October 2024, separated 16 February 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-7759 under the controlling rules.", "criteria": {"0": "$3,675", "1": "$30,333", "2": "$7,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Bruno reports to Omar.\n- Beacon Insurance was founded in 2014.\n- Deshawn reports to Anders.\n- Lattice Analytics is headquartered in Lyon.\n- Mateo reports to Aisha.\n- Crescent Telecom is headquartered in Porto.\n- Stefan works for Beacon Insurance.\n- Yuki works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Beacon Insurance is headquartered in Cork.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Yuki reports to Stefan.\n- Omar reports to Ravi.\n- Lucia reports to Yuki.\n- Omar works for Lattice Analytics.\n- Anders reports to Mateo.\n- Lattice Analytics was founded in 1994.\n- Ravi reports to Deshawn.\n- Pinnacle Software was founded in 2005.\n- Bruno works for Lattice Analytics.\n- Zoya reports to Jonas.\n- Crescent Telecom was founded in 1996.\n- Anders works for Pinnacle Software.\n- Aisha reports to Zoya.\n- Deshawn works for Crescent Telecom.\n- Stefan reports to Bruno.\n- Ravi works for Beacon Insurance.\n- Lucia works for Crescent Telecom.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17632", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17633", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17634", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17635", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Priya.\n- Sofia works for Bluepine Aviation.\n- Mei reports to Zoya.\n- Northwind Systems is headquartered in Leeds.\n- Helios Logistics is headquartered in Tallinn.\n- Emeka works for Helios Logistics.\n- Dmitri works for Bluepine Aviation.\n- Ravi works for Helios Logistics.\n- Viktor works for Bluepine Aviation.\n- Helios Logistics was founded in 1994.\n- Northwind Systems was founded in 2004.\n- Pablo reports to Jonas.\n- Yuki works for Helios Logistics.\n- Jonas reports to Ravi.\n- Ravi reports to Emeka.\n- Deshawn reports to Yuki.\n- Pablo works for Bluepine Aviation.\n- Deshawn works for Northwind Systems.\n- Viktor reports to Mei.\n- Bluepine Aviation was founded in 1986.\n- Sofia reports to Deshawn.\n- Priya reports to Dmitri.\n- Priya works for Helios Logistics.\n- Summit Energy is headquartered in Tampere.\n- Jonas works for Summit Energy.\n- Mei works for Northwind Systems.\n- Zoya reports to Pablo.\n- Zoya works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy was founded in 1981.\n- Dmitri reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17638", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "set_timer", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Summit Energy is headquartered in Oslo.\n- Hana reports to Sofia.\n- Pablo reports to Sanne.\n- Emeka reports to Tessa.\n- Pinnacle Software was founded in 1991.\n- Summit Energy was founded in 1997.\n- Sanne works for Fernhill Foods.\n- Kenji reports to Pablo.\n- Pinnacle Software is headquartered in Nagoya.\n- Sofia works for Lattice Analytics.\n- Tessa reports to Lucia.\n- Pablo works for Summit Energy.\n- Sanne reports to Hana.\n- Fernhill Foods was founded in 1998.\n- Lucia reports to Kenji.\n- Hana works for Summit Energy.\n- Tessa works for Summit Energy.\n- Emeka works for Summit Energy.\n- Lattice Analytics was founded in 2008.\n- Lucia works for Summit Energy.\n- Fernhill Foods is headquartered in Nagoya.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Cork.\n- Elena works for Northwind Systems.\n- Jonas reports to Aisha.\n- Wren reports to Mara.\n- Mara reports to Jonas.\n- Atlas Freight is headquartered in Porto.\n- Ravi works for Lattice Analytics.\n- Yuki reports to Ravi.\n- Sanne reports to Omar.\n- Deshawn reports to Wren.\n- Aisha reports to Sanne.\n- Elena reports to Pablo.\n- Sanne works for Northwind Systems.\n- Omar reports to Lucia.\n- Mara works for Beacon Insurance.\n- Lucia works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Ravi reports to Elena.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Northwind Systems was founded in 2010.\n- Yuki works for Atlas Freight.\n- Wren works for Northwind Systems.\n- Beacon Insurance was founded in 1989.\n- Pablo reports to Deshawn.\n- Lattice Analytics is headquartered in Turku.\n- Aisha works for Lattice Analytics.\n- Beacon Insurance is headquartered in Dunedin.\n- Atlas Freight was founded in 1981.\n- Omar works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2005", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Yuki.\n- Deshawn works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Yuki works for Helios Logistics.\n- Summit Energy is headquartered in Lyon.\n- Cobalt Health was founded in 1984.\n- Fernhill Foods was founded in 1994.\n- Deshawn reports to Bruno.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Yuki reports to Elena.\n- Lucia reports to Nadia.\n- Bruno reports to Aisha.\n- Lucia works for Helios Logistics.\n- Elena reports to Deshawn.\n- Summit Energy was founded in 1990.\n- Bruno works for Cobalt Health.\n- Elena works for Summit Energy.\n- Aisha reports to Lucia.\n- Aisha works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Helios Logistics is headquartered in Basel.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17642", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17643", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2117: employee Mei B., hired 09 January 2022, separated 31 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2117?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Yuki.\n- Viktor reports to Nadia.\n- Beacon Insurance was founded in 2008.\n- Crescent Telecom is headquartered in Tallinn.\n- Nadia reports to Hana.\n- Chiara reports to Wren.\n- Beacon Insurance is headquartered in Brno.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics was founded in 2000.\n- Elena works for Crescent Telecom.\n- Vantage Air was founded in 1992.\n- Elena reports to Viktor.\n- Tobias works for Vantage Air.\n- Chiara works for Beacon Insurance.\n- Wren works for Lattice Analytics.\n- Crescent Telecom was founded in 1979.\n- Hana works for Vantage Air.\n- Yuki reports to Tobias.\n- Mara reports to Chiara.\n- Tobias reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Hana reports to Mara.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mei.\n- Meridian Bank is headquartered in Lyon.\n- Sanne reports to Stefan.\n- Jonas reports to Callum.\n- Sofia reports to Jonas.\n- Callum works for Pinnacle Software.\n- Mei works for Beacon Insurance.\n- Sanne works for Pinnacle Software.\n- Callum reports to Ravi.\n- Fernhill Foods is headquartered in Lyon.\n- Pinnacle Software was founded in 2011.\n- Pinnacle Software is headquartered in Leeds.\n- Ravi works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Beacon Insurance was founded in 1984.\n- Stefan works for Meridian Bank.\n- Beacon Insurance is headquartered in Ghent.\n- Ravi reports to Sanne.\n- Jonas works for Fernhill Foods.\n- Stefan reports to Pablo.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Meridian Bank was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Emeka.\n- Ravi works for Northwind Systems.\n- Elena works for Vantage Air.\n- Elena reports to Dmitri.\n- Deshawn works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Deshawn reports to Leila.\n- Northwind Systems is headquartered in Cork.\n- Crescent Telecom was founded in 1998.\n- Leila reports to Sanne.\n- Emeka works for Pinnacle Software.\n- Vantage Air was founded in 2010.\n- Emeka reports to Ravi.\n- Dmitri works for Crescent Telecom.\n- Northwind Systems was founded in 1990.\n- Ravi reports to Jonas.\n- Leila works for Crescent Telecom.\n- Pinnacle Software was founded in 2005.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Vantage Air is headquartered in Tallinn.\n- Jonas reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Priya works for Lattice Analytics.\n- Sanne reports to Priya.\n- Bluepine Aviation was founded in 1979.\n- Fernhill Foods was founded in 1992.\n- Mara works for Bluepine Aviation.\n- Bruno reports to Mei.\n- Beacon Insurance is headquartered in Halifax.\n- Deshawn reports to Mateo.\n- Deshawn works for Lattice Analytics.\n- Beacon Insurance was founded in 1981.\n- Leila works for Lattice Analytics.\n- Mateo reports to Elena.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Mara reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Lattice Analytics was founded in 2010.\n- Elena works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Elena reports to Leila.\n- Mei reports to Sanne.\n- Lattice Analytics is headquartered in Valencia.\n- Priya reports to Zoya.\n- Leila reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17648", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6200: employee Callum A., hired 11 January 2024, separated 19 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6200?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17649", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Aisha.\n- Mei reports to Amara.\n- Bluepine Aviation is headquartered in Bergen.\n- Chiara works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Pablo works for Fernhill Foods.\n- Aisha works for Pinnacle Software.\n- Bluepine Aviation was founded in 1978.\n- Aisha reports to Bruno.\n- Lucia reports to Chiara.\n- Summit Energy was founded in 1991.\n- Lucia works for Summit Energy.\n- Mara reports to Lucia.\n- Summit Energy is headquartered in Bergen.\n- Amara works for Summit Energy.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Bergen.\n- Pablo reports to Mei.\n- Ravi works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Chiara reports to Yuki.\n- Fernhill Foods is headquartered in Austin.\n- Yuki works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Mara works for Summit Energy.\n- Ravi reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17650", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1975.\n- Beacon Insurance was founded in 1988.\n- Lattice Analytics was founded in 2010.\n- Nadia works for Summit Energy.\n- Helios Logistics was founded in 1984.\n- Viktor works for Helios Logistics.\n- Aisha reports to Hana.\n- Summit Energy is headquartered in Malmo.\n- Kenji reports to Mara.\n- Elena reports to Anders.\n- Hana works for Beacon Insurance.\n- Viktor reports to Bruno.\n- Sanne works for Helios Logistics.\n- Mara reports to Nadia.\n- Anders works for Beacon Insurance.\n- Anders reports to Ingrid.\n- Lattice Analytics is headquartered in Bergen.\n- Nadia reports to Viktor.\n- Bruno works for Summit Energy.\n- Beacon Insurance is headquartered in Porto.\n- Dmitri works for Summit Energy.\n- Sanne reports to Elena.\n- Bruno reports to Aisha.\n- Mara works for Beacon Insurance.\n- Kenji works for Summit Energy.\n- Helios Logistics is headquartered in Bergen.\n- Ingrid works for Helios Logistics.\n- Elena works for Summit Energy.\n- Dmitri reports to Sanne.\n- Ingrid reports to Kenji.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17652", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17653", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Pinnacle Software is headquartered in Tallinn.\n- Omar reports to Ingrid.\n- Lucia works for Northwind Systems.\n- Amara works for Lattice Analytics.\n- Anders reports to Lucia.\n- Aisha works for Pinnacle Software.\n- Emeka reports to Omar.\n- Northwind Systems is headquartered in Tallinn.\n- Vantage Air is headquartered in Halifax.\n- Emeka works for Northwind Systems.\n- Aisha reports to Wren.\n- Northwind Systems was founded in 1992.\n- Vantage Air was founded in 2004.\n- Wren reports to Amara.\n- Mateo works for Northwind Systems.\n- Lattice Analytics is headquartered in Tallinn.\n- Omar works for Vantage Air.\n- Amara reports to Mateo.\n- Pinnacle Software was founded in 1981.\n- Wren works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Lucia reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Lattice Analytics was founded in 1978.\n- Viktor reports to Aisha.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1973", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Beacon Insurance is headquartered in Basel.\n- Mateo reports to Sanne.\n- Pablo reports to Tessa.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance was founded in 1991.\n- Chiara works for Lattice Analytics.\n- Cobalt Health is headquartered in Dunedin.\n- Kenji reports to Mateo.\n- Kenji works for Pinnacle Software.\n- Pablo works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 2011.\n- Lucia reports to Omar.\n- Omar reports to Kenji.\n- Tessa reports to Chiara.\n- Pinnacle Software was founded in 2008.\n- Omar works for Cobalt Health.\n- Sanne reports to Pablo.\n- Sanne works for Pinnacle Software.\n- Cobalt Health was founded in 2005.\n- Lattice Analytics is headquartered in Basel.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17656", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17657", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17658", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8255: employee Tessa K., hired 15 April 2023, separated 24 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8255?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17659", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 August 2023): For employees hired on or after 01 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1768: employee Ingrid S., hired 21 July 2020, separated 21 November 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1768?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Felix.\n- Lucia works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Dmitri works for Cedar Retail Group.\n- Wren works for Pinnacle Software.\n- Sofia reports to Bruno.\n- Ingrid works for Crescent Telecom.\n- Felix works for Pinnacle Software.\n- Hana reports to Pablo.\n- Felix reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Dmitri reports to Wren.\n- Crescent Telecom is headquartered in Leeds.\n- Nadia reports to Ingrid.\n- Nadia works for Pinnacle Software.\n- Lucia reports to Hana.\n- Cedar Retail Group was founded in 1992.\n- Pinnacle Software was founded in 1995.\n- Hana works for Cedar Retail Group.\n- Bruno reports to Nadia.\n- Pinnacle Software is headquartered in Brno.\n- Cedar Retail Group is headquartered in Turku.\n- Bluepine Aviation is headquartered in Turku.\n- Crescent Telecom was founded in 1992.\n- Bluepine Aviation was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17661", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2609: employee Bruno S., hired 03 August 2023, separated 23 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2609?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Chiara.\n- Yuki reports to Leila.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Beacon Insurance was founded in 2010.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 1991.\n- Beacon Insurance is headquartered in Turku.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Hana.\n- Mei works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Turku.\n- Cedar Retail Group was founded in 1985.\n- Hana works for Ironwood Manufacturing.\n- Mei reports to Nadia.\n- Dmitri reports to Jonas.\n- Ravi works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Dmitri works for Cedar Retail Group.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Jonas reports to Ravi.\n- Leila works for Beacon Insurance.\n- Chiara reports to Elena.\n- Chiara works for Cedar Retail Group.\n- Nadia reports to Dmitri.\n- Ironwood Manufacturing was founded in 1995.\n- Hana reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17663", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Stefan reports to Yuki.\n- Amara reports to Mara.\n- Anders reports to Amara.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Bluepine Aviation is headquartered in Austin.\n- Felix reports to Callum.\n- Bruno works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1979.\n- Pablo reports to Kenji.\n- Callum reports to Anders.\n- Mara works for Vantage Air.\n- Crescent Telecom is headquartered in Brno.\n- Pablo works for Bluepine Aviation.\n- Anders works for Crescent Telecom.\n- Mara reports to Stefan.\n- Yuki reports to Pablo.\n- Cedar Retail Group is headquartered in Brno.\n- Vantage Air was founded in 1991.\n- Stefan works for Crescent Telecom.\n- Yuki works for Cedar Retail Group.\n- Kenji reports to Bruno.\n- Callum works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Vantage Air is headquartered in Brno.\n- Cedar Retail Group was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Summit Energy was founded in 1982.\n- Priya reports to Callum.\n- Priya works for Cedar Retail Group.\n- Northwind Systems is headquartered in Ghent.\n- Crescent Telecom was founded in 2014.\n- Sanne works for Northwind Systems.\n- Aisha reports to Bruno.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Cedar Retail Group is headquartered in Bergen.\n- Omar reports to Priya.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Northwind Systems was founded in 1985.\n- Pablo reports to Aisha.\n- Callum works for Northwind Systems.\n- Tobias reports to Sofia.\n- Dmitri reports to Leila.\n- Sofia reports to Dmitri.\n- Tobias works for Summit Energy.\n- Leila reports to Omar.\n- Omar works for Cedar Retail Group.\n- Callum reports to Pablo.\n- Summit Energy is headquartered in Tallinn.\n- Pablo works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Mateo reports to Tobias.\n- Bruno reports to Sanne.\n- Aisha works for Summit Energy.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17665", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1516: employee Callum B., hired 20 November 2021, separated 24 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1516?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Chiara reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2011.\n- Cobalt Health is headquartered in Leeds.\n- Sofia works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Ingrid reports to Elena.\n- Ravi reports to Chiara.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Elena works for Cedar Retail Group.\n- Pablo reports to Callum.\n- Bluepine Aviation is headquartered in Turku.\n- Ravi works for Northwind Systems.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Mateo works for Northwind Systems.\n- Cobalt Health was founded in 1990.\n- Jonas reports to Priya.\n- Callum reports to Mei.\n- Mei reports to Sofia.\n- Northwind Systems is headquartered in Leeds.\n- Mateo reports to Pablo.\n- Viktor reports to Jonas.\n- Sofia reports to Ingrid.\n- Priya reports to Mateo.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17667", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17668", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17669", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9632: employee Omar K., hired 14 August 2023, separated 23 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9632?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17670", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 May 2025): For employees hired on or after 21 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5073: employee Deshawn K., hired 29 September 2024, separated 18 March 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5073?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17671", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17672", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6667: employee Sanne M., hired 02 February 2023, separated 28 September 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6667?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17673", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 86916 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17674", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7113: employee Lucia T., hired 05 July 2022, separated 15 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7113?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17675", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1991.\n- Summit Energy was founded in 1998.\n- Deshawn reports to Ravi.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Vantage Air is headquartered in Malmo.\n- Mei works for Vantage Air.\n- Kenji reports to Aisha.\n- Zoya works for Ironwood Manufacturing.\n- Mei reports to Bruno.\n- Amara reports to Zoya.\n- Callum works for Vantage Air.\n- Bruno reports to Amara.\n- Aisha reports to Mei.\n- Bruno works for Ironwood Manufacturing.\n- Vantage Air was founded in 1983.\n- Deshawn works for Vantage Air.\n- Aisha works for Summit Energy.\n- Jonas reports to Callum.\n- Kenji works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Ravi reports to Kenji.\n- Northwind Systems was founded in 1999.\n- Jonas works for Northwind Systems.\n- Zoya reports to Jonas.\n- Summit Energy is headquartered in Ghent.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17677", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 78973, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Hana.\n- Mei reports to Callum.\n- Pablo works for Meridian Bank.\n- Amara reports to Priya.\n- Zoya works for Bluepine Aviation.\n- Tobias works for Fernhill Foods.\n- Priya reports to Mateo.\n- Fernhill Foods is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Valencia.\n- Meridian Bank was founded in 1994.\n- Pablo reports to Ravi.\n- Callum reports to Amara.\n- Mei works for Fernhill Foods.\n- Meridian Bank is headquartered in Lyon.\n- Amara works for Bluepine Aviation.\n- Callum works for Fernhill Foods.\n- Anders reports to Pablo.\n- Priya works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Ravi works for Bluepine Aviation.\n- Mateo works for Meridian Bank.\n- Hana reports to Leila.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Mateo reports to Anders.\n- Fernhill Foods was founded in 1979.\n- Cedar Retail Group was founded in 1976.\n- Leila works for Bluepine Aviation.\n- Zoya reports to Tobias.\n- Bluepine Aviation is headquartered in Lyon.\n- Tobias reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ravi.\n- Anders works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Hana reports to Viktor.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Viktor reports to Leila.\n- Northwind Systems was founded in 2004.\n- Anders reports to Hana.\n- Lattice Analytics was founded in 1982.\n- Crescent Telecom was founded in 2006.\n- Crescent Telecom is headquartered in Lyon.\n- Helios Logistics was founded in 1982.\n- Deshawn reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Helios Logistics is headquartered in Dunedin.\n- Pablo reports to Deshawn.\n- Northwind Systems is headquartered in Brno.\n- Hana works for Lattice Analytics.\n- Ravi reports to Anders.\n- Ravi works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17680", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17681", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Tobias works for Atlas Freight.\n- Mara reports to Tobias.\n- Cobalt Health was founded in 1989.\n- Nadia reports to Mara.\n- Ravi works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Helios Logistics was founded in 1992.\n- Felix reports to Lucia.\n- Chiara reports to Mei.\n- Ravi reports to Elena.\n- Vantage Air was founded in 1978.\n- Atlas Freight was founded in 1984.\n- Kenji works for Vantage Air.\n- Nadia works for Cobalt Health.\n- Mei reports to Aisha.\n- Mei works for Vantage Air.\n- Lucia reports to Mateo.\n- Chiara works for Helios Logistics.\n- Lucia works for Cobalt Health.\n- Vantage Air is headquartered in Nagoya.\n- Mateo reports to Kenji.\n- Helios Logistics is headquartered in Oslo.\n- Aisha works for Vantage Air.\n- Atlas Freight is headquartered in Nagoya.\n- Cobalt Health is headquartered in Oslo.\n- Aisha reports to Nadia.\n- Felix works for Vantage Air.\n- Kenji reports to Ravi.\n- Mateo works for Atlas Freight.\n- Elena reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sanne.\n- Bluepine Aviation is headquartered in Basel.\n- Beacon Insurance is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Meridian Bank was founded in 1985.\n- Tobias reports to Ingrid.\n- Mara reports to Emeka.\n- Mara works for Meridian Bank.\n- Ravi works for Beacon Insurance.\n- Wren reports to Yuki.\n- Meridian Bank is headquartered in Leeds.\n- Bluepine Aviation was founded in 1997.\n- Ingrid works for Meridian Bank.\n- Ravi reports to Mara.\n- Tobias works for Cedar Retail Group.\n- Yuki works for Meridian Bank.\n- Emeka works for Beacon Insurance.\n- Sanne reports to Tobias.\n- Cedar Retail Group was founded in 2012.\n- Ingrid reports to Ravi.\n- Beacon Insurance was founded in 1995.\n- Wren works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17684", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9809: employee Kenji B., hired 14 November 2021, separated 29 December 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-9809 under the controlling rules.", "criteria": {"0": "$55,250", "1": "$12,750", "2": "$12,812", "3": "$10,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17685", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17686", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17687", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Cobalt Health was founded in 1993.\n- Stefan reports to Deshawn.\n- Mei works for Cobalt Health.\n- Leila reports to Felix.\n- Vantage Air was founded in 1980.\n- Amara reports to Elena.\n- Pinnacle Software was founded in 2004.\n- Elena works for Cobalt Health.\n- Vantage Air is headquartered in Tallinn.\n- Amara works for Cobalt Health.\n- Nadia reports to Mei.\n- Deshawn reports to Hana.\n- Elena reports to Omar.\n- Felix works for Vantage Air.\n- Anders works for Pinnacle Software.\n- Anders reports to Stefan.\n- Nadia works for Pinnacle Software.\n- Jonas reports to Anders.\n- Pinnacle Software is headquartered in Turku.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cobalt Health is headquartered in Turku.\n- Hana works for Pinnacle Software.\n- Mei reports to Jonas.\n- Stefan works for Cedar Retail Group.\n- Felix reports to Nadia.\n- Omar reports to Leila.\n- Omar works for Vantage Air.\n- Leila works for Cobalt Health.\n- Cedar Retail Group was founded in 2005.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17689", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1996: employee Zoya B., hired 02 September 2020, separated 16 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1996?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Porto.\n- Kenji reports to Felix.\n- Ravi reports to Pablo.\n- Meridian Bank was founded in 1989.\n- Ironwood Manufacturing was founded in 1978.\n- Beacon Insurance was founded in 2001.\n- Kenji works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Sanne works for Ironwood Manufacturing.\n- Bruno reports to Emeka.\n- Bluepine Aviation was founded in 1999.\n- Sanne reports to Kenji.\n- Felix works for Meridian Bank.\n- Ingrid reports to Jonas.\n- Ironwood Manufacturing is headquartered in Porto.\n- Meridian Bank is headquartered in Porto.\n- Pablo works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Leila works for Bluepine Aviation.\n- Felix reports to Bruno.\n- Bruno works for Meridian Bank.\n- Ravi works for Bluepine Aviation.\n- Pablo reports to Ingrid.\n- Jonas reports to Sanne.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17691", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17692", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Lucia works for Cedar Retail Group.\n- Fernhill Foods was founded in 2009.\n- Deshawn works for Fernhill Foods.\n- Anders reports to Kenji.\n- Mara works for Fernhill Foods.\n- Lucia reports to Tobias.\n- Meridian Bank was founded in 1977.\n- Tobias reports to Anders.\n- Meridian Bank is headquartered in Austin.\n- Kenji works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Cedar Retail Group was founded in 2003.\n- Priya reports to Lucia.\n- Mara reports to Priya.\n- Elena works for Fernhill Foods.\n- Deshawn reports to Mara.\n- Beacon Insurance is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Fernhill Foods is headquartered in Nagoya.\n- Kenji reports to Elena.\n- Beacon Insurance was founded in 2009.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17694", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 December 2022): For employees hired on or after 27 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8561: employee Callum K., hired 28 April 2019, separated 02 November 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8561?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17695", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3194: employee Mateo K., hired 22 June 2022, separated 06 August 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-3194 under the controlling rules.", "criteria": {"0": "$13,562", "1": "$15,650", "2": "$59,150", "3": "$13,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Dunedin.\n- Beacon Insurance was founded in 2004.\n- Viktor works for Meridian Bank.\n- Ingrid works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1984.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Halifax.\n- Tessa works for Meridian Bank.\n- Mara works for Beacon Insurance.\n- Tobias works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1988.\n- Ingrid reports to Tobias.\n- Ravi reports to Mara.\n- Nadia reports to Viktor.\n- Viktor reports to Emeka.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya reports to Ravi.\n- Zoya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2012.\n- Tobias reports to Tessa.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne reports to Aisha.\n- Nadia works for Beacon Insurance.\n- Callum works for Atlas Freight.\n- Emeka works for Ironwood Manufacturing.\n- Mara reports to Callum.\n- Ravi works for Atlas Freight.\n- Emeka reports to Zoya.\n- Tessa reports to Sanne.\n- Aisha reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17697", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-9 (VERSION 7, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7767: employee Yuki B., hired 07 July 2021, separated 19 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7767?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17698", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17699", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17700", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 13660 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17701", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 July 2025): For employees hired on or after 15 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7654: employee Priya M., hired 04 December 2024, separated 19 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7654?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Dmitri reports to Tobias.\n- Stefan works for Crescent Telecom.\n- Chiara reports to Felix.\n- Zoya reports to Mei.\n- Ingrid reports to Wren.\n- Mei works for Cedar Retail Group.\n- Tobias reports to Chiara.\n- Crescent Telecom was founded in 2015.\n- Meridian Bank was founded in 1994.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Ravi.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya works for Cedar Retail Group.\n- Wren reports to Jonas.\n- Mei reports to Nadia.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group was founded in 2012.\n- Jonas works for Pinnacle Software.\n- Stefan reports to Zoya.\n- Jonas reports to Stefan.\n- Cedar Retail Group is headquartered in Bergen.\n- Tobias works for Cedar Retail Group.\n- Ravi reports to Dmitri.\n- Pinnacle Software was founded in 1982.\n- Felix works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom is headquartered in Leeds.\n- Meridian Bank is headquartered in Lyon.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17703", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17704", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17705", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17706", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6385: employee Wren M., hired 01 December 2022, separated 28 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6385?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17707", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5188: employee Mara K., hired 26 November 2020, separated 05 November 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-5188 under the controlling rules.", "criteria": {"0": "$25,133", "1": "$4,800", "2": "$5,800", "3": "$5,850"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17708", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17709", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 57065 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17710", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7065: employee Elena M., hired 02 May 2020, separated 02 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7065?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17711", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Anders works for Crescent Telecom.\n- Dmitri reports to Deshawn.\n- Omar works for Vantage Air.\n- Deshawn works for Crescent Telecom.\n- Mara works for Helios Logistics.\n- Priya reports to Bruno.\n- Ingrid reports to Mei.\n- Bruno works for Vantage Air.\n- Mei reports to Amara.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Aisha reports to Tessa.\n- Mei works for Beacon Insurance.\n- Crescent Telecom is headquartered in Cork.\n- Omar reports to Ingrid.\n- Priya works for Crescent Telecom.\n- Tessa reports to Omar.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 1998.\n- Dmitri works for Helios Logistics.\n- Beacon Insurance was founded in 2010.\n- Ingrid works for Helios Logistics.\n- Vantage Air is headquartered in Cork.\n- Bruno reports to Dmitri.\n- Vantage Air was founded in 2009.\n- Tessa works for Helios Logistics.\n- Mara reports to Priya.\n- Beacon Insurance is headquartered in Cork.\n- Anders reports to Mara.\n- Amara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17713", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 October 2025): For employees hired on or after 20 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8944: employee Felix B., hired 21 November 2023, separated 29 May 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8944?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17714", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9955: employee Yuki T., hired 10 November 2023, separated 16 June 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-9955 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,308", "2": "$10,385", "3": "$10,885"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17715", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2010: employee Sofia A., hired 25 July 2020, separated 07 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2010?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Nadia reports to Dmitri.\n- Atlas Freight is headquartered in Turku.\n- Cobalt Health was founded in 1995.\n- Atlas Freight was founded in 1979.\n- Sanne works for Crescent Telecom.\n- Anders reports to Sanne.\n- Yuki works for Crescent Telecom.\n- Mara reports to Nadia.\n- Bluepine Aviation was founded in 2010.\n- Mara works for Cobalt Health.\n- Stefan works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Anders works for Crescent Telecom.\n- Sofia reports to Bruno.\n- Dmitri reports to Sofia.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Crescent Telecom was founded in 1986.\n- Sanne reports to Mara.\n- Dmitri works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Adelaide.\n- Priya reports to Stefan.\n- Nadia works for Cobalt Health.\n- Stefan reports to Anders.\n- Bruno works for Bluepine Aviation.\n- Yuki reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2013", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17717", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9735: employee Pablo S., hired 16 December 2022, separated 21 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9735?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17718", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1911: employee Tessa T., hired 07 April 2023, separated 11 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1911?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17719", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Priya works for Fernhill Foods.\n- Priya reports to Zoya.\n- Atlas Freight is headquartered in Bergen.\n- Meridian Bank was founded in 2015.\n- Meridian Bank is headquartered in Bergen.\n- Anders reports to Mara.\n- Mara works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Leila reports to Ingrid.\n- Deshawn reports to Tessa.\n- Anders works for Cobalt Health.\n- Tessa reports to Priya.\n- Callum reports to Chiara.\n- Zoya reports to Anders.\n- Elena reports to Callum.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Leila works for Cobalt Health.\n- Chiara reports to Deshawn.\n- Elena works for Atlas Freight.\n- Tessa works for Fernhill Foods.\n- Deshawn works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Ingrid works for Atlas Freight.\n- Fernhill Foods is headquartered in Tallinn.\n- Chiara works for Meridian Bank.\n- Atlas Freight was founded in 1994.\n- Ingrid reports to Ravi.\n- Fernhill Foods was founded in 1996.\n- Ravi reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Callum.\n- Nadia works for Crescent Telecom.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Cork.\n- Tobias works for Beacon Insurance.\n- Emeka reports to Tobias.\n- Crescent Telecom was founded in 1989.\n- Callum reports to Emeka.\n- Ironwood Manufacturing was founded in 2003.\n- Yuki reports to Hana.\n- Chiara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Austin.\n- Beacon Insurance was founded in 2009.\n- Hana reports to Chiara.\n- Emeka works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Beacon Insurance is headquartered in Dunedin.\n- Viktor works for Crescent Telecom.\n- Chiara reports to Viktor.\n- Sanne reports to Nadia.\n- Atlas Freight was founded in 1988.\n- Hana works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Nadia reports to Ingrid.\n- Crescent Telecom is headquartered in Cork.\n- Viktor reports to Sanne.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17722", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6302: employee Leila T., hired 12 August 2021, separated 10 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6302?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17723", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8315: employee Priya B., hired 02 May 2024, separated 29 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8315?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17724", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1995.\n- Ravi reports to Stefan.\n- Nadia works for Vantage Air.\n- Cobalt Health is headquartered in Austin.\n- Elena works for Atlas Freight.\n- Jonas reports to Aisha.\n- Viktor reports to Dmitri.\n- Nadia reports to Jonas.\n- Jonas works for Vantage Air.\n- Dmitri reports to Ravi.\n- Mei reports to Elena.\n- Mei works for Vantage Air.\n- Cobalt Health was founded in 1979.\n- Dmitri works for Vantage Air.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Ravi works for Atlas Freight.\n- Aisha reports to Anders.\n- Vantage Air was founded in 2012.\n- Viktor works for Cedar Retail Group.\n- Stefan reports to Nadia.\n- Elena reports to Viktor.\n- Anders works for Cedar Retail Group.\n- Vantage Air is headquartered in Cork.\n- Stefan works for Cedar Retail Group.\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17726", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17727", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4841: employee Sofia S., hired 24 January 2021, separated 30 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4841?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ravi.\n- Emeka works for Meridian Bank.\n- Leila reports to Jonas.\n- Meridian Bank was founded in 1980.\n- Vantage Air was founded in 1995.\n- Deshawn works for Vantage Air.\n- Jonas works for Meridian Bank.\n- Hana reports to Omar.\n- Pinnacle Software is headquartered in Basel.\n- Cedar Retail Group is headquartered in Oslo.\n- Ravi works for Vantage Air.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Vantage Air is headquartered in Turku.\n- Deshawn reports to Lucia.\n- Ravi reports to Deshawn.\n- Meridian Bank is headquartered in Turku.\n- Aisha reports to Amara.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Leila.\n- Elena works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Sofia reports to Emeka.\n- Omar reports to Elena.\n- Sofia works for Cedar Retail Group.\n- Omar works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Jonas reports to Sofia.\n- Emeka reports to Aisha.\n- Leila works for Vantage Air.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17729", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3149: employee Amara S., hired 08 February 2022, separated 28 December 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3149?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Lattice Analytics is headquartered in Oslo.\n- Deshawn reports to Felix.\n- Anders works for Summit Energy.\n- Callum works for Helios Logistics.\n- Bruno works for Summit Energy.\n- Helios Logistics was founded in 1992.\n- Helios Logistics is headquartered in Cork.\n- Lattice Analytics was founded in 1999.\n- Summit Energy was founded in 1985.\n- Deshawn works for Summit Energy.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Tobias works for Lattice Analytics.\n- Felix works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Stefan reports to Sanne.\n- Stefan works for Lattice Analytics.\n- Tobias reports to Stefan.\n- Fernhill Foods is headquartered in Nagoya.\n- Sanne reports to Callum.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Deshawn.\n- Fernhill Foods was founded in 1995.\n- Amara reports to Kenji.\n- Chiara reports to Sofia.\n- Bruno reports to Amara.\n- Anders reports to Chiara.\n- Callum reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17731", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Nadia reports to Stefan.\n- Meridian Bank was founded in 1975.\n- Cedar Retail Group is headquartered in Austin.\n- Summit Energy was founded in 1999.\n- Cobalt Health was founded in 1996.\n- Tobias works for Cobalt Health.\n- Nadia works for Summit Energy.\n- Mateo reports to Nadia.\n- Summit Energy is headquartered in Cork.\n- Stefan reports to Bruno.\n- Bruno works for Cobalt Health.\n- Yuki reports to Tobias.\n- Elena reports to Tessa.\n- Cobalt Health is headquartered in Austin.\n- Meridian Bank is headquartered in Austin.\n- Cedar Retail Group was founded in 2001.\n- Stefan works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Tessa reports to Mateo.\n- Bruno reports to Yuki.\n- Tessa works for Summit Energy.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17733", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17734", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17735", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6610: employee Yuki T., hired 12 May 2023, separated 01 January 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6610?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17736", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17737", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17738", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Meridian Bank is headquartered in Tallinn.\n- Elena reports to Jonas.\n- Cedar Retail Group is headquartered in Oslo.\n- Omar works for Cobalt Health.\n- Leila works for Meridian Bank.\n- Mara reports to Dmitri.\n- Omar reports to Bruno.\n- Wren reports to Yuki.\n- Tessa works for Pinnacle Software.\n- Sofia reports to Elena.\n- Jonas works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Callum reports to Sofia.\n- Dmitri reports to Leila.\n- Bruno reports to Tessa.\n- Mara works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Cedar Retail Group was founded in 1978.\n- Leila reports to Wren.\n- Yuki works for Meridian Bank.\n- Pinnacle Software is headquartered in Lyon.\n- Yuki reports to Omar.\n- Cobalt Health is headquartered in Oslo.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Wren works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Cobalt Health was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "2002", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17740", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17741", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4006: employee Elena K., hired 24 March 2025, separated 01 November 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-4006 under the controlling rules.", "criteria": {"0": "$2,400", "1": "$8,000", "2": "$34,667", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Pablo reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor reports to Deshawn.\n- Deshawn reports to Yuki.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods was founded in 2008.\n- Bruno reports to Leila.\n- Lucia reports to Bruno.\n- Ironwood Manufacturing was founded in 2013.\n- Stefan reports to Emeka.\n- Mara works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Mara reports to Stefan.\n- Kenji reports to Mara.\n- Lucia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Brno.\n- Viktor works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2007.\n- Kenji works for Pinnacle Software.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Leila reports to Kenji.\n- Cedar Retail Group was founded in 2013.\n- Leila works for Fernhill Foods.\n- Bruno works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Emeka works for Cedar Retail Group.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Lucia.\n- Emeka reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17743", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7072: employee Felix S., hired 26 September 2020, separated 22 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7072?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17744", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2219: employee Zoya A., hired 16 April 2023, separated 15 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2219?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17745", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17746", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17747", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2361: employee Nadia B., hired 24 September 2024, separated 21 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2361?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17748", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 50955 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17749", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17750", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4288: employee Elena K., hired 21 July 2021, separated 04 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4288?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17751", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2456: employee Tobias B., hired 02 July 2023, separated 01 May 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-2456 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$7,500", "3": "$1,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17752", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Northwind Systems was founded in 2008.\n- Zoya works for Pinnacle Software.\n- Nadia reports to Leila.\n- Priya reports to Felix.\n- Pablo works for Pinnacle Software.\n- Leila reports to Priya.\n- Northwind Systems is headquartered in Dunedin.\n- Priya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Pablo reports to Nadia.\n- Beacon Insurance was founded in 1996.\n- Tobias works for Crescent Telecom.\n- Felix reports to Tobias.\n- Stefan works for Northwind Systems.\n- Pinnacle Software was founded in 1993.\n- Bruno reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Felix works for Crescent Telecom.\n- Pinnacle Software is headquartered in Bergen.\n- Leila works for Northwind Systems.\n- Beacon Insurance is headquartered in Ghent.\n- Nadia works for Beacon Insurance.\n- Zoya reports to Ravi.\n- Ravi reports to Stefan.\n- Stefan reports to Pablo.\n- Crescent Telecom was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17754", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17755", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2003.\n- Mei reports to Tessa.\n- Beacon Insurance is headquartered in Leeds.\n- Meridian Bank was founded in 1988.\n- Tessa reports to Stefan.\n- Ravi works for Meridian Bank.\n- Callum reports to Ravi.\n- Mei works for Bluepine Aviation.\n- Kenji reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Wren works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Summit Energy is headquartered in Brno.\n- Stefan works for Beacon Insurance.\n- Leila reports to Callum.\n- Wren reports to Kenji.\n- Bluepine Aviation is headquartered in Valencia.\n- Beacon Insurance was founded in 1979.\n- Summit Energy was founded in 1985.\n- Meridian Bank is headquartered in Leeds.\n- Kenji works for Bluepine Aviation.\n- Stefan reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17757", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3339: employee Callum T., hired 21 September 2019, separated 29 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3339?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17758", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 July 2025): For employees hired on or after 09 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5097: employee Pablo T., hired 27 April 2022, separated 08 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5097?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17759", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3009: employee Bruno S., hired 05 April 2022, separated 09 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3009?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17760", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17761", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 August 2025): For employees hired on or after 26 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5764: employee Amara T., hired 14 August 2024, separated 03 July 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5764?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17762", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17763", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17764", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4886: employee Bruno B., hired 13 April 2021, separated 18 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4886?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4886 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17765", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 October 2025): For employees hired on or after 30 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9133: employee Yuki K., hired 04 March 2025, separated 30 April 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9133?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17766", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17767", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17768", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 March 2025): For employees hired on or after 14 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7256: employee Nadia S., hired 18 December 2023, separated 04 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7256?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Deshawn reports to Callum.\n- Helios Logistics is headquartered in Austin.\n- Mei reports to Emeka.\n- Callum works for Helios Logistics.\n- Leila reports to Deshawn.\n- Fernhill Foods was founded in 2001.\n- Mateo reports to Jonas.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Ravi reports to Leila.\n- Jonas reports to Chiara.\n- Emeka works for Vantage Air.\n- Helios Logistics was founded in 2008.\n- Mei works for Helios Logistics.\n- Priya reports to Kenji.\n- Chiara works for Vantage Air.\n- Priya works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Vantage Air is headquartered in Austin.\n- Kenji reports to Nadia.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka reports to Mateo.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Chiara reports to Priya.\n- Deshawn works for Helios Logistics.\n- Nadia reports to Ravi.\n- Fernhill Foods is headquartered in Ghent.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17770", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17771", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17772", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8480: employee Hana R., hired 21 November 2021, separated 15 March 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-8480 under the controlling rules.", "criteria": {"0": "$29,467", "1": "$6,900", "2": "$6,800", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17773", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17774", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17775", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7190: employee Anders A., hired 22 April 2020, separated 15 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7190 under the controlling rules.", "criteria": {"0": "$16,615", "1": "$17,115", "2": "$72,000", "3": "$16,745"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17776", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6855: employee Bruno S., hired 04 May 2022, separated 30 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6855?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17777", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17778", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3710: employee Elena A., hired 15 January 2023, separated 27 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3710?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Yuki.\n- Bruno reports to Sofia.\n- Viktor works for Helios Logistics.\n- Nadia reports to Pablo.\n- Sofia works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1980.\n- Helios Logistics is headquartered in Tallinn.\n- Jonas reports to Viktor.\n- Zoya reports to Ravi.\n- Nadia works for Fernhill Foods.\n- Viktor reports to Omar.\n- Vantage Air is headquartered in Tallinn.\n- Sofia reports to Stefan.\n- Mateo reports to Bruno.\n- Fernhill Foods is headquartered in Ghent.\n- Bruno works for Vantage Air.\n- Pablo works for Vantage Air.\n- Mateo works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Helios Logistics was founded in 1996.\n- Zoya works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Jonas works for Fernhill Foods.\n- Yuki works for Helios Logistics.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Yuki reports to Mateo.\n- Vantage Air was founded in 2010.\n- Pablo reports to Jonas.\n- Stefan reports to Zoya.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Lattice Analytics.\n- Bruno works for Helios Logistics.\n- Dmitri works for Cobalt Health.\n- Viktor reports to Dmitri.\n- Beacon Insurance was founded in 1997.\n- Ingrid reports to Leila.\n- Deshawn reports to Sofia.\n- Cobalt Health was founded in 2004.\n- Bruno reports to Deshawn.\n- Lattice Analytics is headquartered in Turku.\n- Lattice Analytics was founded in 1985.\n- Ingrid works for Cobalt Health.\n- Deshawn works for Helios Logistics.\n- Leila works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Helios Logistics was founded in 1997.\n- Tobias reports to Ingrid.\n- Sofia reports to Viktor.\n- Helios Logistics is headquartered in Dunedin.\n- Tobias works for Helios Logistics.\n- Dmitri reports to Tobias.\n- Beacon Insurance is headquartered in Nagoya.\n- Cobalt Health is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17781", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6748: employee Yuki R., hired 26 March 2023, separated 01 July 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-6748 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,500", "2": "$8,000", "3": "$4,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17782", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17783", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6428: employee Sofia A., hired 25 March 2023, separated 21 November 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-6428 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,438", "2": "$8,000", "3": "$36,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17784", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17785", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17786", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2431: employee Pablo S., hired 08 July 2020, separated 02 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-2431 under the controlling rules.", "criteria": {"0": "$9,650", "1": "$46,150", "2": "$10,575", "3": "$10,650"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17787", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7248: employee Tobias S., hired 22 June 2023, separated 03 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7248?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Cobalt Health is headquartered in Austin.\n- Sofia works for Bluepine Aviation.\n- Chiara reports to Sofia.\n- Jonas works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Cobalt Health was founded in 1984.\n- Yuki works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Zoya works for Cobalt Health.\n- Tobias reports to Jonas.\n- Bruno works for Vantage Air.\n- Chiara works for Cobalt Health.\n- Zoya reports to Felix.\n- Mei works for Vantage Air.\n- Sofia reports to Zoya.\n- Felix reports to Anders.\n- Vantage Air was founded in 2013.\n- Bruno reports to Aisha.\n- Felix works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1988.\n- Emeka reports to Chiara.\n- Mei reports to Bruno.\n- Anders reports to Mei.\n- Bluepine Aviation was founded in 2000.\n- Tobias works for Vantage Air.\n- Aisha reports to Yuki.\n- Vantage Air is headquartered in Austin.\n- Jonas reports to Emeka.\n- Aisha works for Cedar Retail Group.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17790", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 31723 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17791", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17792", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 25989\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17793", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2412: employee Mateo T., hired 07 June 2021, separated 29 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2412?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Nadia works for Northwind Systems.\n- Ingrid works for Pinnacle Software.\n- Kenji reports to Nadia.\n- Wren reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Stefan works for Fernhill Foods.\n- Stefan reports to Wren.\n- Kenji works for Pinnacle Software.\n- Ingrid reports to Kenji.\n- Summit Energy was founded in 1975.\n- Pablo reports to Ingrid.\n- Chiara reports to Anders.\n- Northwind Systems was founded in 1979.\n- Fernhill Foods is headquartered in Dunedin.\n- Anders works for Fernhill Foods.\n- Anders reports to Pablo.\n- Summit Energy is headquartered in Dunedin.\n- Pablo works for Summit Energy.\n- Fernhill Foods was founded in 2014.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2011.\n- Chiara works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Jonas works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Viktor reports to Omar.\n- Omar works for Beacon Insurance.\n- Cobalt Health is headquartered in Bergen.\n- Amara reports to Felix.\n- Felix reports to Tobias.\n- Felix works for Cobalt Health.\n- Northwind Systems is headquartered in Halifax.\n- Tessa works for Pinnacle Software.\n- Kenji works for Cobalt Health.\n- Omar reports to Callum.\n- Tessa reports to Jonas.\n- Pinnacle Software is headquartered in Bergen.\n- Tobias reports to Tessa.\n- Amara works for Pinnacle Software.\n- Beacon Insurance is headquartered in Lyon.\n- Kenji reports to Lucia.\n- Lucia reports to Chiara.\n- Beacon Insurance was founded in 2012.\n- Jonas reports to Leila.\n- Tobias works for Cobalt Health.\n- Leila reports to Kenji.\n- Cobalt Health was founded in 1997.\n- Callum reports to Amara.\n- Callum works for Beacon Insurance.\n- Pinnacle Software was founded in 2001.\n- Viktor works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1992", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17796", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17797", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 September 2025): For employees hired on or after 25 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1389: employee Chiara T., hired 20 January 2022, separated 16 September 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1389?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17798", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17799", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Send Message — asks to text someone", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17800", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8276: employee Deshawn K., hired 17 February 2021, separated 05 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8276?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17801", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1998.\n- Mara reports to Omar.\n- Sofia works for Cedar Retail Group.\n- Mateo works for Fernhill Foods.\n- Tobias works for Cedar Retail Group.\n- Meridian Bank is headquartered in Austin.\n- Kenji works for Fernhill Foods.\n- Aisha reports to Kenji.\n- Fernhill Foods is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Fernhill Foods was founded in 2010.\n- Stefan reports to Sofia.\n- Tobias reports to Tessa.\n- Lattice Analytics is headquartered in Halifax.\n- Dmitri works for Lattice Analytics.\n- Tessa works for Fernhill Foods.\n- Amara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1991.\n- Cedar Retail Group is headquartered in Austin.\n- Stefan works for Meridian Bank.\n- Omar reports to Tobias.\n- Sofia reports to Bruno.\n- Aisha works for Fernhill Foods.\n- Tessa reports to Stefan.\n- Mara works for Cedar Retail Group.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Amara.\n- Cedar Retail Group was founded in 2007.\n- Mateo reports to Mara.\n- Amara reports to Dmitri.\n- Kenji reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Beacon Insurance was founded in 1990.\n- Pablo reports to Ravi.\n- Nadia works for Bluepine Aviation.\n- Elena works for Beacon Insurance.\n- Anders works for Lattice Analytics.\n- Elena reports to Kenji.\n- Beacon Insurance is headquartered in Halifax.\n- Felix reports to Priya.\n- Tessa reports to Zoya.\n- Priya reports to Mateo.\n- Pablo works for Lattice Analytics.\n- Bluepine Aviation was founded in 1985.\n- Kenji works for Lattice Analytics.\n- Nadia reports to Elena.\n- Aisha works for Lattice Analytics.\n- Anders reports to Tessa.\n- Ravi works for Lattice Analytics.\n- Zoya reports to Pablo.\n- Felix works for Ironwood Manufacturing.\n- Mateo reports to Nadia.\n- Priya works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Lattice Analytics was founded in 1993.\n- Lattice Analytics is headquartered in Halifax.\n- Kenji reports to Aisha.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1990.\n- Zoya works for Bluepine Aviation.\n- Ravi reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17804", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8999: employee Nadia S., hired 22 October 2022, separated 25 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8999?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17805", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 March 2025): For employees hired on or after 13 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1642: employee Amara K., hired 14 October 2021, separated 02 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1642?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17806", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 29 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 August 2025): For employees hired on or after 21 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4039: employee Ingrid M., hired 12 February 2025, separated 08 November 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4039?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mara works for Pinnacle Software.\n- Tobias works for Ironwood Manufacturing.\n- Leila reports to Mara.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2008.\n- Pablo reports to Yuki.\n- Atlas Freight is headquartered in Turku.\n- Sofia works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Tobias reports to Hana.\n- Atlas Freight was founded in 1985.\n- Yuki reports to Sofia.\n- Pinnacle Software is headquartered in Turku.\n- Sanne reports to Kenji.\n- Pinnacle Software was founded in 1993.\n- Kenji reports to Tobias.\n- Elena works for Ironwood Manufacturing.\n- Leila works for Pinnacle Software.\n- Sofia reports to Elena.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Hana works for Pinnacle Software.\n- Meridian Bank was founded in 1996.\n- Hana reports to Leila.\n- Mara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17808", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Pablo works for Helios Logistics.\n- Meridian Bank was founded in 1994.\n- Kenji works for Pinnacle Software.\n- Emeka reports to Nadia.\n- Lucia works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Nadia reports to Sofia.\n- Yuki reports to Lucia.\n- Yuki works for Meridian Bank.\n- Helios Logistics is headquartered in Tallinn.\n- Jonas reports to Hana.\n- Hana reports to Anders.\n- Beacon Insurance is headquartered in Basel.\n- Meridian Bank is headquartered in Bergen.\n- Amara reports to Jonas.\n- Nadia works for Helios Logistics.\n- Jonas works for Pinnacle Software.\n- Hana works for Helios Logistics.\n- Anders works for Meridian Bank.\n- Pinnacle Software is headquartered in Halifax.\n- Anders reports to Dmitri.\n- Sofia reports to Pablo.\n- Helios Logistics was founded in 1975.\n- Amara works for Beacon Insurance.\n- Dmitri reports to Kenji.\n- Pinnacle Software was founded in 2000.\n- Lucia reports to Emeka.\n- Pablo reports to Amara.\n- Dmitri works for Pinnacle Software.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2013.\n- Mei works for Pinnacle Software.\n- Priya works for Summit Energy.\n- Emeka reports to Hana.\n- Summit Energy is headquartered in Malmo.\n- Northwind Systems was founded in 1975.\n- Emeka works for Summit Energy.\n- Pinnacle Software is headquartered in Leeds.\n- Zoya reports to Anders.\n- Hana works for Pinnacle Software.\n- Anders reports to Priya.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1981.\n- Northwind Systems is headquartered in Leeds.\n- Leila works for Cobalt Health.\n- Hana reports to Leila.\n- Mei reports to Amara.\n- Cobalt Health was founded in 2009.\n- Kenji reports to Stefan.\n- Stefan works for Pinnacle Software.\n- Anders works for Summit Energy.\n- Zoya works for Summit Energy.\n- Cobalt Health is headquartered in Halifax.\n- Amara reports to Emeka.\n- Priya reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17811", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5594: employee Felix T., hired 21 April 2023, separated 22 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5594?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5594 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17812", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8317: employee Ingrid S., hired 06 September 2020, separated 20 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8317?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2000.\n- Elena works for Beacon Insurance.\n- Hana works for Fernhill Foods.\n- Elena reports to Mei.\n- Nadia works for Fernhill Foods.\n- Felix reports to Elena.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Jonas reports to Nadia.\n- Stefan works for Ironwood Manufacturing.\n- Hana reports to Felix.\n- Priya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2002.\n- Beacon Insurance was founded in 1994.\n- Jonas works for Beacon Insurance.\n- Atlas Freight is headquartered in Ghent.\n- Fernhill Foods is headquartered in Brno.\n- Stefan reports to Hana.\n- Felix works for Atlas Freight.\n- Nadia reports to Stefan.\n- Beacon Insurance is headquartered in Turku.\n- Fernhill Foods was founded in 1976.\n- Mei reports to Priya.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Viktor reports to Aisha.\n- Mara works for Northwind Systems.\n- Fernhill Foods was founded in 2009.\n- Viktor works for Cedar Retail Group.\n- Sanne reports to Ingrid.\n- Aisha reports to Sanne.\n- Cedar Retail Group is headquartered in Basel.\n- Fernhill Foods is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Porto.\n- Ingrid reports to Leila.\n- Chiara reports to Mara.\n- Bluepine Aviation was founded in 1995.\n- Aisha works for Fernhill Foods.\n- Sanne works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Northwind Systems is headquartered in Basel.\n- Northwind Systems was founded in 1986.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Chiara.\n- Cedar Retail Group was founded in 2006.\n- Chiara works for Cedar Retail Group.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17815", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6365: employee Felix M., hired 10 August 2021, separated 31 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6365?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17816", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 90248 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Hana reports to Deshawn.\n- Pinnacle Software was founded in 1993.\n- Bruno reports to Amara.\n- Lattice Analytics was founded in 1977.\n- Stefan reports to Mateo.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya reports to Stefan.\n- Northwind Systems was founded in 1995.\n- Omar works for Pinnacle Software.\n- Northwind Systems is headquartered in Tallinn.\n- Hana works for Lattice Analytics.\n- Amara reports to Viktor.\n- Jonas reports to Zoya.\n- Viktor works for Lattice Analytics.\n- Lucia works for Northwind Systems.\n- Lattice Analytics is headquartered in Adelaide.\n- Mateo works for Lattice Analytics.\n- Stefan works for Beacon Insurance.\n- Wren reports to Hana.\n- Beacon Insurance was founded in 1999.\n- Amara works for Pinnacle Software.\n- Viktor reports to Omar.\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Bruno.\n- Lucia reports to Jonas.\n- Beacon Insurance is headquartered in Adelaide.\n- Omar reports to Lucia.\n- Wren works for Beacon Insurance.\n- Bruno works for Northwind Systems.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17818", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17819", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 September 2025): For employees hired on or after 01 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7819: employee Hana K., hired 07 April 2024, separated 10 August 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7819?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17820", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6170: employee Stefan S., hired 11 April 2021, separated 08 June 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6170?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tobias.\n- Tobias reports to Sofia.\n- Lucia works for Atlas Freight.\n- Wren reports to Mateo.\n- Mateo reports to Lucia.\n- Sofia works for Northwind Systems.\n- Atlas Freight is headquartered in Ghent.\n- Summit Energy is headquartered in Cork.\n- Bruno reports to Yuki.\n- Sofia reports to Kenji.\n- Leila reports to Wren.\n- Lucia reports to Bruno.\n- Kenji works for Northwind Systems.\n- Cedar Retail Group is headquartered in Brno.\n- Northwind Systems is headquartered in Cork.\n- Hana works for Northwind Systems.\n- Kenji reports to Tessa.\n- Bruno works for Northwind Systems.\n- Jonas reports to Hana.\n- Wren works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Summit Energy was founded in 2011.\n- Mateo works for Atlas Freight.\n- Tobias works for Summit Energy.\n- Yuki works for Cedar Retail Group.\n- Northwind Systems was founded in 1992.\n- Atlas Freight was founded in 1979.\n- Cedar Retail Group was founded in 1975.\n- Tessa reports to Jonas.\n- Jonas works for Northwind Systems.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17822", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4875: employee Wren R., hired 19 May 2023, separated 13 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4875?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2012.\n- Viktor reports to Emeka.\n- Emeka reports to Bruno.\n- Ravi reports to Tessa.\n- Zoya reports to Leila.\n- Fernhill Foods is headquartered in Valencia.\n- Viktor works for Cedar Retail Group.\n- Bruno works for Beacon Insurance.\n- Tessa works for Cedar Retail Group.\n- Fernhill Foods was founded in 2011.\n- Chiara works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Bergen.\n- Cedar Retail Group was founded in 1982.\n- Sanne works for Fernhill Foods.\n- Anders works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Chiara reports to Anders.\n- Beacon Insurance was founded in 1986.\n- Leila works for Fernhill Foods.\n- Tessa reports to Viktor.\n- Anders reports to Sanne.\n- Sanne reports to Ravi.\n- Northwind Systems is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Porto.\n- Bruno reports to Zoya.\n- Zoya works for Fernhill Foods.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1978.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Yuki reports to Wren.\n- Jonas works for Bluepine Aviation.\n- Viktor reports to Elena.\n- Crescent Telecom is headquartered in Malmo.\n- Atlas Freight is headquartered in Malmo.\n- Yuki works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Jonas reports to Leila.\n- Bruno reports to Yuki.\n- Pinnacle Software is headquartered in Nagoya.\n- Elena reports to Jonas.\n- Wren works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Halifax.\n- Zoya works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Leila reports to Zoya.\n- Pinnacle Software was founded in 2000.\n- Crescent Telecom was founded in 1984.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17825", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3729: employee Sanne M., hired 28 September 2021, separated 26 February 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3729?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17826", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Felix.\n- Helios Logistics was founded in 1996.\n- Cedar Retail Group is headquartered in Dunedin.\n- Stefan reports to Pablo.\n- Amara reports to Nadia.\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Mei reports to Omar.\n- Pablo works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Elena works for Cedar Retail Group.\n- Stefan works for Helios Logistics.\n- Ingrid reports to Ravi.\n- Cobalt Health is headquartered in Porto.\n- Mei works for Cobalt Health.\n- Jonas reports to Kenji.\n- Nadia works for Helios Logistics.\n- Omar reports to Jonas.\n- Cedar Retail Group was founded in 1976.\n- Felix reports to Elena.\n- Omar works for Summit Energy.\n- Elena reports to Stefan.\n- Kenji works for Helios Logistics.\n- Summit Energy is headquartered in Porto.\n- Jonas works for Cedar Retail Group.\n- Summit Energy was founded in 1985.\n- Nadia reports to Ingrid.\n- Kenji reports to Amara.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17828", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17829", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "book_flight", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Hana.\n- Ingrid works for Pinnacle Software.\n- Mateo reports to Tessa.\n- Priya reports to Mateo.\n- Hana reports to Mara.\n- Tessa works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Pinnacle Software is headquartered in Cork.\n- Mara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Leeds.\n- Deshawn works for Lattice Analytics.\n- Hana works for Crescent Telecom.\n- Aisha reports to Anders.\n- Omar works for Crescent Telecom.\n- Deshawn reports to Priya.\n- Priya works for Lattice Analytics.\n- Lattice Analytics was founded in 2014.\n- Pinnacle Software was founded in 1999.\n- Stefan reports to Deshawn.\n- Ingrid reports to Aisha.\n- Emeka works for Lattice Analytics.\n- Atlas Freight is headquartered in Leeds.\n- Crescent Telecom was founded in 1978.\n- Mateo works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Omar reports to Stefan.\n- Anders works for Pinnacle Software.\n- Atlas Freight was founded in 2001.\n- Emeka reports to Omar.\n- Lattice Analytics is headquartered in Dunedin.\n- Anders reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1973", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17831", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Helios Logistics was founded in 1984.\n- Mara works for Vantage Air.\n- Bruno reports to Felix.\n- Vantage Air was founded in 1996.\n- Chiara works for Ironwood Manufacturing.\n- Felix reports to Sanne.\n- Ironwood Manufacturing was founded in 1975.\n- Felix works for Summit Energy.\n- Chiara reports to Hana.\n- Hana works for Vantage Air.\n- Kenji reports to Deshawn.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Turku.\n- Hana reports to Mara.\n- Sanne works for Vantage Air.\n- Deshawn works for Helios Logistics.\n- Vantage Air is headquartered in Nagoya.\n- Sanne reports to Emeka.\n- Deshawn reports to Chiara.\n- Emeka works for Helios Logistics.\n- Pablo reports to Bruno.\n- Summit Energy was founded in 2006.\n- Summit Energy is headquartered in Malmo.\n- Bruno works for Summit Energy.\n- Mara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1970", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17833", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17834", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3076: employee Leila M., hired 08 April 2024, separated 13 February 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3076?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17835", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Tessa reports to Stefan.\n- Ravi works for Summit Energy.\n- Crescent Telecom was founded in 2001.\n- Mara reports to Ingrid.\n- Meridian Bank is headquartered in Oslo.\n- Crescent Telecom is headquartered in Basel.\n- Tessa works for Meridian Bank.\n- Ravi reports to Omar.\n- Ingrid reports to Bruno.\n- Pinnacle Software was founded in 1980.\n- Summit Energy is headquartered in Leeds.\n- Mateo reports to Mara.\n- Mara works for Pinnacle Software.\n- Stefan works for Crescent Telecom.\n- Summit Energy was founded in 2014.\n- Pinnacle Software is headquartered in Oslo.\n- Meridian Bank was founded in 1995.\n- Omar works for Summit Energy.\n- Omar reports to Mateo.\n- Mateo works for Meridian Bank.\n- Ingrid works for Pinnacle Software.\n- Stefan reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17838", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2012.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tobias reports to Mei.\n- Felix reports to Bruno.\n- Summit Energy was founded in 2002.\n- Yuki works for Beacon Insurance.\n- Summit Energy is headquartered in Oslo.\n- Emeka reports to Yuki.\n- Bruno works for Summit Energy.\n- Zoya works for Summit Energy.\n- Priya reports to Hana.\n- Tobias works for Beacon Insurance.\n- Northwind Systems was founded in 1977.\n- Bruno reports to Priya.\n- Felix works for Beacon Insurance.\n- Mei reports to Zoya.\n- Deshawn works for Summit Energy.\n- Mei works for Summit Energy.\n- Deshawn reports to Emeka.\n- Emeka works for Summit Energy.\n- Zoya reports to Deshawn.\n- Northwind Systems is headquartered in Ghent.\n- Priya works for Northwind Systems.\n- Beacon Insurance is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2000.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "1997", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17840", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7876: employee Hana T., hired 08 October 2022, separated 05 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7876?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Lucia.\n- Mara works for Crescent Telecom.\n- Chiara reports to Hana.\n- Wren works for Crescent Telecom.\n- Mara reports to Chiara.\n- Jonas reports to Yuki.\n- Meridian Bank was founded in 2004.\n- Pinnacle Software was founded in 1995.\n- Cedar Retail Group was founded in 1980.\n- Crescent Telecom was founded in 1993.\n- Chiara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Tampere.\n- Yuki works for Pinnacle Software.\n- Yuki reports to Wren.\n- Amara works for Pinnacle Software.\n- Amara reports to Mara.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tallinn.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank is headquartered in Leeds.\n- Wren reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Leila.\n- Leila works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Anders reports to Priya.\n- Ravi reports to Anders.\n- Yuki reports to Hana.\n- Yuki works for Crescent Telecom.\n- Hana works for Cobalt Health.\n- Northwind Systems was founded in 2008.\n- Chiara works for Northwind Systems.\n- Leila reports to Chiara.\n- Cobalt Health was founded in 2014.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy was founded in 2015.\n- Ravi works for Crescent Telecom.\n- Tessa reports to Zoya.\n- Tessa works for Crescent Telecom.\n- Dmitri reports to Ravi.\n- Summit Energy is headquartered in Oslo.\n- Chiara reports to Dmitri.\n- Zoya works for Northwind Systems.\n- Crescent Telecom was founded in 1975.\n- Dmitri works for Cobalt Health.\n- Priya works for Crescent Telecom.\n- Northwind Systems is headquartered in Oslo.\n- Crescent Telecom is headquartered in Bergen.\n- Hana reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2017", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17843", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Brno.\n- Felix reports to Bruno.\n- Wren reports to Elena.\n- Viktor works for Northwind Systems.\n- Wren works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Cedar Retail Group was founded in 2006.\n- Felix works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Elena reports to Jonas.\n- Anders reports to Tobias.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Stefan works for Pinnacle Software.\n- Tobias reports to Dmitri.\n- Jonas reports to Felix.\n- Stefan reports to Anders.\n- Atlas Freight was founded in 1993.\n- Tobias works for Cedar Retail Group.\n- Viktor reports to Chiara.\n- Kenji works for Pinnacle Software.\n- Northwind Systems was founded in 1998.\n- Kenji reports to Viktor.\n- Bruno works for Cedar Retail Group.\n- Chiara reports to Stefan.\n- Cedar Retail Group is headquartered in Ghent.\n- Dmitri reports to Wren.\n- Chiara works for Atlas Freight.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Bruno works for Helios Logistics.\n- Felix works for Summit Energy.\n- Zoya reports to Bruno.\n- Northwind Systems is headquartered in Lyon.\n- Summit Energy is headquartered in Tallinn.\n- Callum works for Northwind Systems.\n- Pablo reports to Wren.\n- Crescent Telecom was founded in 1977.\n- Kenji reports to Ingrid.\n- Kenji works for Northwind Systems.\n- Bruno reports to Pablo.\n- Helios Logistics was founded in 1997.\n- Helios Logistics is headquartered in Lyon.\n- Crescent Telecom is headquartered in Lyon.\n- Ingrid works for Northwind Systems.\n- Wren reports to Callum.\n- Pablo works for Helios Logistics.\n- Felix reports to Kenji.\n- Wren works for Helios Logistics.\n- Northwind Systems was founded in 2009.\n- Callum reports to Felix.\n- Summit Energy was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1992", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17846", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17847", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6735: employee Callum K., hired 23 August 2022, separated 09 December 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-6735 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$1,950", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17848", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17849", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2960: employee Mara A., hired 10 September 2020, separated 20 January 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2960?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17850", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 59288\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17851", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17853", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17854", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17855", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 October 2022): For employees hired on or after 29 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8609: employee Lucia A., hired 06 January 2019, separated 01 January 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8609?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17856", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17857", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17858", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7201: employee Sofia T., hired 31 August 2022, separated 29 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7201?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Vantage Air.\n- Zoya works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1979.\n- Anders reports to Zoya.\n- Amara works for Ironwood Manufacturing.\n- Zoya reports to Chiara.\n- Emeka works for Crescent Telecom.\n- Chiara works for Vantage Air.\n- Helios Logistics is headquartered in Valencia.\n- Emeka reports to Mateo.\n- Mateo works for Helios Logistics.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 1993.\n- Hana reports to Anders.\n- Leila reports to Emeka.\n- Anders works for Vantage Air.\n- Crescent Telecom was founded in 2006.\n- Mateo reports to Hana.\n- Crescent Telecom is headquartered in Dunedin.\n- Helios Logistics was founded in 2005.\n- Amara reports to Leila.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17860", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2757: employee Stefan K., hired 12 April 2023, separated 29 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2757?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2757 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17861", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17862", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17863", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17864", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1348: employee Hana B., hired 20 December 2024, separated 24 December 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1348?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17865", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2329: employee Chiara B., hired 27 January 2023, separated 20 November 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-2329 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$7,010", "2": "$10,385", "3": "$10,885"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Deshawn.\n- Lattice Analytics was founded in 2010.\n- Cobalt Health is headquartered in Halifax.\n- Lattice Analytics is headquartered in Halifax.\n- Vantage Air is headquartered in Nagoya.\n- Callum reports to Mei.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Mara.\n- Vantage Air was founded in 1996.\n- Yuki works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Cobalt Health was founded in 1999.\n- Mara reports to Callum.\n- Yuki reports to Jonas.\n- Deshawn reports to Stefan.\n- Priya reports to Yuki.\n- Bluepine Aviation is headquartered in Halifax.\n- Priya works for Lattice Analytics.\n- Mei works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17867", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4643: employee Nadia M., hired 24 December 2023, separated 04 July 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4643?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tobias.\n- Tobias works for Vantage Air.\n- Tobias reports to Yuki.\n- Yuki reports to Jonas.\n- Jonas reports to Mateo.\n- Meridian Bank is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid works for Meridian Bank.\n- Nadia works for Cedar Retail Group.\n- Vantage Air was founded in 1999.\n- Summit Energy was founded in 1990.\n- Jonas works for Meridian Bank.\n- Amara works for Cedar Retail Group.\n- Meridian Bank was founded in 2000.\n- Cedar Retail Group was founded in 1981.\n- Nadia reports to Amara.\n- Bruno works for Summit Energy.\n- Callum reports to Bruno.\n- Summit Energy is headquartered in Bergen.\n- Ingrid reports to Felix.\n- Felix works for Meridian Bank.\n- Vantage Air is headquartered in Oslo.\n- Yuki works for Cedar Retail Group.\n- Bruno reports to Ingrid.\n- Callum works for Vantage Air.\n- Felix reports to Nadia.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17869", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3330: employee Callum T., hired 27 September 2022, separated 12 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3330?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1994.\n- Deshawn works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2014.\n- Cobalt Health is headquartered in Ghent.\n- Tobias reports to Bruno.\n- Emeka reports to Viktor.\n- Chiara reports to Zoya.\n- Pinnacle Software is headquartered in Ghent.\n- Ravi works for Summit Energy.\n- Emeka works for Summit Energy.\n- Priya reports to Tobias.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Tobias works for Ironwood Manufacturing.\n- Bruno reports to Emeka.\n- Ravi reports to Deshawn.\n- Pinnacle Software was founded in 1995.\n- Viktor works for Summit Energy.\n- Tessa works for Pinnacle Software.\n- Bruno works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Summit Energy is headquartered in Oslo.\n- Zoya reports to Ravi.\n- Viktor reports to Chiara.\n- Tessa reports to Priya.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17871", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "set_alarm", "2": "set_timer", "3": "send_message", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Sofia.\n- Sofia reports to Bruno.\n- Jonas works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Crescent Telecom was founded in 1998.\n- Crescent Telecom is headquartered in Nagoya.\n- Helios Logistics was founded in 2009.\n- Sofia works for Atlas Freight.\n- Mateo reports to Emeka.\n- Pablo works for Crescent Telecom.\n- Helios Logistics is headquartered in Malmo.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Jonas reports to Sanne.\n- Bruno reports to Jonas.\n- Atlas Freight was founded in 1977.\n- Sanne reports to Mateo.\n- Emeka works for Atlas Freight.\n- Fernhill Foods was founded in 2005.\n- Atlas Freight is headquartered in Malmo.\n- Sanne works for Atlas Freight.\n- Emeka reports to Elena.\n- Bruno works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17873", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8334: employee Jonas S., hired 06 March 2023, separated 30 January 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8334?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17874", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5806: employee Jonas R., hired 03 May 2021, separated 30 April 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5806?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17875", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4340: employee Ravi K., hired 16 October 2021, separated 05 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4340?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4340 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17876", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6333: employee Dmitri T., hired 16 April 2023, separated 16 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6333?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-17877", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17878", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17879", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17880", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4626: employee Wren A., hired 19 November 2023, separated 25 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4626?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2006.\n- Pinnacle Software was founded in 1981.\n- Anders works for Ironwood Manufacturing.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Ravi works for Ironwood Manufacturing.\n- Emeka works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1989.\n- Pinnacle Software is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Ghent.\n- Fernhill Foods was founded in 2003.\n- Ravi reports to Amara.\n- Yuki works for Ironwood Manufacturing.\n- Amara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Emeka reports to Yuki.\n- Yuki reports to Ravi.\n- Bruno works for Fernhill Foods.\n- Sanne reports to Bruno.\n- Aisha reports to Wren.\n- Amara reports to Hana.\n- Aisha works for Pinnacle Software.\n- Bruno reports to Anders.\n- Hana works for Cedar Retail Group.\n- Wren reports to Sanne.\n- Hana reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Pablo reports to Aisha.\n- Tobias works for Northwind Systems.\n- Zoya reports to Amara.\n- Cedar Retail Group is headquartered in Tampere.\n- Northwind Systems was founded in 1996.\n- Northwind Systems is headquartered in Cork.\n- Stefan reports to Zoya.\n- Crescent Telecom was founded in 2007.\n- Bluepine Aviation is headquartered in Bergen.\n- Aisha works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1990.\n- Stefan works for Cedar Retail Group.\n- Aisha reports to Ravi.\n- Crescent Telecom is headquartered in Tampere.\n- Tessa works for Bluepine Aviation.\n- Pablo works for Northwind Systems.\n- Bluepine Aviation was founded in 1996.\n- Amara works for Cedar Retail Group.\n- Amara reports to Tobias.\n- Ravi reports to Tessa.\n- Tessa reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17883", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6374: employee Priya M., hired 03 June 2021, separated 24 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6374?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17884", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17885", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Omar reports to Pablo.\n- Callum reports to Tobias.\n- Anders works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Anders reports to Mateo.\n- Felix reports to Omar.\n- Summit Energy is headquartered in Malmo.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Aisha works for Pinnacle Software.\n- Summit Energy was founded in 1983.\n- Mateo works for Fernhill Foods.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Ingrid reports to Felix.\n- Atlas Freight is headquartered in Tallinn.\n- Pablo reports to Leila.\n- Leila works for Atlas Freight.\n- Tobias reports to Anders.\n- Felix works for Atlas Freight.\n- Leila reports to Callum.\n- Pinnacle Software was founded in 1975.\n- Tobias works for Pinnacle Software.\n- Fernhill Foods was founded in 1982.\n- Mateo reports to Aisha.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17887", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Meridian Bank is headquartered in Lyon.\n- Sofia reports to Omar.\n- Deshawn works for Meridian Bank.\n- Elena reports to Lucia.\n- Fernhill Foods was founded in 2009.\n- Lucia reports to Sofia.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Meridian Bank.\n- Ingrid works for Summit Energy.\n- Stefan reports to Tobias.\n- Sofia works for Crescent Telecom.\n- Deshawn reports to Elena.\n- Tobias works for Fernhill Foods.\n- Kenji reports to Wren.\n- Lucia works for Fernhill Foods.\n- Aisha works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Elena works for Fernhill Foods.\n- Meridian Bank was founded in 1998.\n- Priya works for Fernhill Foods.\n- Tobias reports to Aisha.\n- Ingrid reports to Kenji.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Kenji works for Meridian Bank.\n- Omar reports to Stefan.\n- Summit Energy was founded in 2009.\n- Aisha reports to Ingrid.\n- Wren reports to Priya.\n- Crescent Telecom was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1990", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17889", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17890", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8796: employee Hana S., hired 27 April 2020, separated 01 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8796?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Valencia.\n- Mara reports to Leila.\n- Beacon Insurance was founded in 2000.\n- Beacon Insurance is headquartered in Halifax.\n- Wren works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Deshawn works for Beacon Insurance.\n- Leila reports to Anders.\n- Meridian Bank was founded in 1991.\n- Elena reports to Deshawn.\n- Anders reports to Mei.\n- Anders works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 2006.\n- Helios Logistics is headquartered in Brno.\n- Deshawn reports to Wren.\n- Cobalt Health is headquartered in Halifax.\n- Mei reports to Elena.\n- Wren reports to Dmitri.\n- Mei works for Helios Logistics.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 2014.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2001", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17892", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Dmitri reports to Tessa.\n- Yuki reports to Sanne.\n- Omar works for Pinnacle Software.\n- Beacon Insurance is headquartered in Oslo.\n- Amara works for Bluepine Aviation.\n- Sanne reports to Omar.\n- Pablo works for Beacon Insurance.\n- Yuki works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Pinnacle Software was founded in 1979.\n- Hana works for Cedar Retail Group.\n- Tessa works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Brno.\n- Amara reports to Hana.\n- Mei reports to Dmitri.\n- Pinnacle Software is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Turku.\n- Beacon Insurance was founded in 1993.\n- Tessa reports to Amara.\n- Dmitri works for Cedar Retail Group.\n- Ravi reports to Pablo.\n- Pablo reports to Mei.\n- Bluepine Aviation was founded in 1998.\n- Mei works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17894", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 February 2023): For employees hired on or after 25 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5799: employee Jonas A., hired 12 November 2019, separated 05 June 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5799?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17895", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2088: employee Viktor M., hired 15 May 2023, separated 30 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2088?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Priya reports to Lucia.\n- Vantage Air was founded in 1995.\n- Atlas Freight is headquartered in Turku.\n- Sanne reports to Amara.\n- Chiara reports to Anders.\n- Summit Energy is headquartered in Oslo.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Anders works for Ironwood Manufacturing.\n- Lucia works for Summit Energy.\n- Priya works for Vantage Air.\n- Wren reports to Chiara.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing was founded in 2008.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Dmitri reports to Priya.\n- Lucia reports to Wren.\n- Dmitri works for Summit Energy.\n- Anders reports to Sanne.\n- Atlas Freight was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Nadia works for Bluepine Aviation.\n- Chiara reports to Zoya.\n- Fernhill Foods is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2013.\n- Nadia reports to Elena.\n- Pablo reports to Bruno.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Omar reports to Pablo.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods was founded in 2001.\n- Bruno reports to Viktor.\n- Jonas works for Fernhill Foods.\n- Viktor reports to Callum.\n- Yuki works for Bluepine Aviation.\n- Viktor works for Beacon Insurance.\n- Zoya reports to Jonas.\n- Callum works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Yuki reports to Chiara.\n- Beacon Insurance was founded in 2005.\n- Callum reports to Nadia.\n- Mateo reports to Yuki.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1983.\n- Jonas reports to Omar.\n- Chiara works for Fernhill Foods.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Tessa reports to Sanne.\n- Kenji reports to Priya.\n- Mei works for Bluepine Aviation.\n- Omar reports to Jonas.\n- Ingrid reports to Tessa.\n- Vantage Air was founded in 1997.\n- Mei reports to Omar.\n- Pinnacle Software is headquartered in Tampere.\n- Lucia works for Bluepine Aviation.\n- Bruno reports to Ingrid.\n- Jonas works for Crescent Telecom.\n- Lucia reports to Dmitri.\n- Kenji works for Pinnacle Software.\n- Viktor reports to Bruno.\n- Bluepine Aviation is headquartered in Tampere.\n- Priya works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Sanne works for Pinnacle Software.\n- Crescent Telecom was founded in 2004.\n- Viktor works for Pinnacle Software.\n- Priya reports to Viktor.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Dmitri reports to Kenji.\n- Ingrid works for Crescent Telecom.\n- Jonas reports to Lucia.\n- Vantage Air is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1977.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17899", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17900", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2485: employee Ingrid A., hired 13 January 2023, separated 22 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2485?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17901", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17902", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17903", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "request_leave", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17904", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3209: employee Callum K., hired 11 November 2024, separated 04 November 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3209?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17905", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1405: employee Bruno K., hired 18 February 2023, separated 02 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1405?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Emeka.\n- Vantage Air was founded in 1983.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Ingrid reports to Mei.\n- Wren reports to Lucia.\n- Mateo reports to Ingrid.\n- Mei reports to Tessa.\n- Aisha reports to Sofia.\n- Tessa works for Vantage Air.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Mateo works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Meridian Bank is headquartered in Malmo.\n- Mei works for Cobalt Health.\n- Aisha works for Vantage Air.\n- Emeka works for Vantage Air.\n- Tessa reports to Wren.\n- Cedar Retail Group was founded in 1995.\n- Sofia reports to Mateo.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 1990.\n- Cobalt Health is headquartered in Cork.\n- Ingrid works for Cobalt Health.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17907", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17908", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Zoya.\n- Tessa works for Ironwood Manufacturing.\n- Sofia works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Priya reports to Emeka.\n- Ironwood Manufacturing was founded in 2007.\n- Northwind Systems was founded in 1997.\n- Ravi reports to Mei.\n- Sanne works for Northwind Systems.\n- Summit Energy was founded in 1981.\n- Sanne reports to Priya.\n- Priya works for Summit Energy.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia reports to Kenji.\n- Kenji reports to Anders.\n- Northwind Systems is headquartered in Dunedin.\n- Deshawn works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Emeka reports to Amara.\n- Summit Energy is headquartered in Ghent.\n- Ravi works for Summit Energy.\n- Mei reports to Sofia.\n- Anders works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Kenji works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2007.\n- Ironwood Manufacturing is headquartered in Austin.\n- Deshawn reports to Tessa.\n- Zoya reports to Sanne.\n- Tessa reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Omar works for Northwind Systems.\n- Jonas reports to Emeka.\n- Northwind Systems was founded in 2007.\n- Summit Energy is headquartered in Nagoya.\n- Deshawn reports to Anders.\n- Pinnacle Software was founded in 2007.\n- Pablo works for Lattice Analytics.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia reports to Pablo.\n- Hana works for Lattice Analytics.\n- Ingrid reports to Hana.\n- Lattice Analytics was founded in 1984.\n- Anders works for Lattice Analytics.\n- Omar reports to Ingrid.\n- Lattice Analytics is headquartered in Valencia.\n- Emeka reports to Deshawn.\n- Summit Energy was founded in 1989.\n- Ingrid works for Lattice Analytics.\n- Pablo reports to Ravi.\n- Jonas works for Pinnacle Software.\n- Ravi works for Lattice Analytics.\n- Sofia works for Northwind Systems.\n- Anders reports to Sofia.\n- Deshawn works for Pinnacle Software.\n- Ravi reports to Omar.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17911", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17912", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5747: employee Sanne S., hired 16 June 2023, separated 08 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5747?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Ingrid reports to Mei.\n- Amara reports to Ingrid.\n- Northwind Systems is headquartered in Turku.\n- Cobalt Health is headquartered in Turku.\n- Hana reports to Kenji.\n- Callum works for Cobalt Health.\n- Mei reports to Callum.\n- Kenji works for Pinnacle Software.\n- Cobalt Health was founded in 1975.\n- Lattice Analytics was founded in 2007.\n- Pinnacle Software is headquartered in Lyon.\n- Kenji reports to Amara.\n- Amara works for Cobalt Health.\n- Mei works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Callum reports to Sanne.\n- Emeka reports to Hana.\n- Pinnacle Software was founded in 2001.\n- Ingrid works for Pinnacle Software.\n- Emeka works for Cobalt Health.\n- Northwind Systems was founded in 1994.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17914", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_alarm", "2": "play_music", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17915", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 14 June 2025): For employees hired on or after 14 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4361: employee Amara R., hired 11 September 2023, separated 13 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4361?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Zoya.\n- Sofia reports to Emeka.\n- Pinnacle Software is headquartered in Austin.\n- Mara works for Beacon Insurance.\n- Crescent Telecom was founded in 1994.\n- Stefan works for Meridian Bank.\n- Emeka reports to Mara.\n- Mara reports to Bruno.\n- Crescent Telecom is headquartered in Austin.\n- Meridian Bank was founded in 2015.\n- Amara works for Pinnacle Software.\n- Bruno reports to Lucia.\n- Bruno works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Pinnacle Software was founded in 2011.\n- Lucia reports to Stefan.\n- Meridian Bank is headquartered in Brno.\n- Beacon Insurance is headquartered in Brno.\n- Stefan reports to Amara.\n- Lucia works for Crescent Telecom.\n- Beacon Insurance was founded in 1991.\n- Sofia works for Pinnacle Software.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Nadia.\n- Felix works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Helios Logistics was founded in 1998.\n- Helios Logistics is headquartered in Valencia.\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Hana.\n- Ravi works for Lattice Analytics.\n- Nadia reports to Ravi.\n- Felix reports to Stefan.\n- Hana reports to Sofia.\n- Pinnacle Software was founded in 2002.\n- Hana works for Cedar Retail Group.\n- Sofia works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Pinnacle Software is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Ravi reports to Priya.\n- Elena works for Helios Logistics.\n- Elena reports to Felix.\n- Lattice Analytics was founded in 2012.\n- Cedar Retail Group was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17918", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17919", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1983.\n- Mateo works for Meridian Bank.\n- Vantage Air was founded in 1982.\n- Meridian Bank was founded in 1999.\n- Yuki reports to Priya.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Priya works for Meridian Bank.\n- Vantage Air is headquartered in Ghent.\n- Viktor works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Pablo reports to Viktor.\n- Zoya reports to Pablo.\n- Lucia works for Northwind Systems.\n- Meridian Bank is headquartered in Cork.\n- Emeka reports to Yuki.\n- Priya reports to Lucia.\n- Crescent Telecom was founded in 2003.\n- Pablo works for Meridian Bank.\n- Mateo reports to Zoya.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17921", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Atlas Freight.\n- Lattice Analytics was founded in 1996.\n- Tobias works for Northwind Systems.\n- Mara works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Tobias reports to Jonas.\n- Viktor reports to Amara.\n- Kenji reports to Sanne.\n- Jonas works for Northwind Systems.\n- Ingrid works for Atlas Freight.\n- Northwind Systems is headquartered in Oslo.\n- Amara reports to Mara.\n- Northwind Systems was founded in 1985.\n- Kenji works for Lattice Analytics.\n- Amara works for Atlas Freight.\n- Vantage Air is headquartered in Oslo.\n- Jonas reports to Viktor.\n- Lattice Analytics is headquartered in Malmo.\n- Atlas Freight was founded in 1976.\n- Tessa reports to Tobias.\n- Ingrid reports to Emeka.\n- Emeka works for Vantage Air.\n- Atlas Freight is headquartered in Brno.\n- Viktor works for Lattice Analytics.\n- Sanne reports to Ingrid.\n- Mara reports to Kenji.\n- Vantage Air was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17923", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17924", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17925", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17926", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17927", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Summit Energy is headquartered in Cork.\n- Jonas works for Pinnacle Software.\n- Aisha reports to Elena.\n- Summit Energy was founded in 2011.\n- Sofia reports to Nadia.\n- Elena works for Pinnacle Software.\n- Nadia reports to Jonas.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Zoya reports to Aisha.\n- Ravi works for Fernhill Foods.\n- Pinnacle Software was founded in 1981.\n- Stefan works for Cedar Retail Group.\n- Nadia works for Summit Energy.\n- Felix works for Summit Energy.\n- Elena reports to Stefan.\n- Cedar Retail Group was founded in 1993.\n- Fernhill Foods was founded in 1997.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Zoya.\n- Stefan reports to Sanne.\n- Ravi reports to Felix.\n- Pinnacle Software is headquartered in Valencia.\n- Felix reports to Sofia.\n- Sofia works for Summit Energy.\n- Fernhill Foods is headquartered in Cork.\n- Zoya works for Pinnacle Software.\n- Jonas reports to Emeka.\n- Aisha works for Cedar Retail Group.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17929", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 November 2025): For employees hired on or after 15 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4137: employee Callum M., hired 31 May 2024, separated 08 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4137?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17930", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Amara reports to Mara.\n- Zoya works for Vantage Air.\n- Deshawn reports to Mei.\n- Ravi works for Vantage Air.\n- Stefan works for Atlas Freight.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei reports to Zoya.\n- Yuki reports to Stefan.\n- Ravi reports to Jonas.\n- Mara reports to Ravi.\n- Dmitri works for Fernhill Foods.\n- Vantage Air was founded in 2006.\n- Fernhill Foods is headquartered in Turku.\n- Mateo reports to Dmitri.\n- Cedar Retail Group was founded in 2011.\n- Aisha reports to Amara.\n- Jonas reports to Yuki.\n- Vantage Air is headquartered in Austin.\n- Mateo works for Fernhill Foods.\n- Aisha works for Vantage Air.\n- Fernhill Foods was founded in 1997.\n- Jonas works for Vantage Air.\n- Deshawn works for Fernhill Foods.\n- Dmitri reports to Aisha.\n- Yuki works for Atlas Freight.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Leeds.\n- Amara works for Cedar Retail Group.\n- Stefan reports to Deshawn.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sofia.\n- Summit Energy is headquartered in Leeds.\n- Elena reports to Dmitri.\n- Emeka works for Vantage Air.\n- Wren works for Summit Energy.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1989.\n- Chiara reports to Amara.\n- Leila works for Fernhill Foods.\n- Lucia reports to Elena.\n- Fernhill Foods is headquartered in Leeds.\n- Amara reports to Emeka.\n- Vantage Air was founded in 1998.\n- Sofia reports to Viktor.\n- Omar works for Summit Energy.\n- Chiara works for Fernhill Foods.\n- Zoya works for Vantage Air.\n- Elena works for Fernhill Foods.\n- Viktor reports to Omar.\n- Fernhill Foods was founded in 2010.\n- Omar reports to Chiara.\n- Sofia works for Vantage Air.\n- Dmitri reports to Zoya.\n- Zoya reports to Wren.\n- Amara works for Vantage Air.\n- Summit Energy was founded in 2001.\n- Vantage Air is headquartered in Oslo.\n- Emeka reports to Lucia.\n- Dmitri works for Vantage Air.\n- Lucia works for Summit Energy.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17933", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Elena.\n- Deshawn works for Meridian Bank.\n- Summit Energy was founded in 1993.\n- Emeka works for Summit Energy.\n- Viktor works for Lattice Analytics.\n- Leila reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Mateo works for Summit Energy.\n- Beacon Insurance was founded in 2010.\n- Ingrid reports to Leila.\n- Callum reports to Mateo.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka reports to Viktor.\n- Meridian Bank was founded in 1981.\n- Mateo reports to Emeka.\n- Leila works for Meridian Bank.\n- Tessa reports to Sofia.\n- Summit Energy is headquartered in Tallinn.\n- Elena works for Meridian Bank.\n- Lattice Analytics is headquartered in Dunedin.\n- Meridian Bank is headquartered in Lyon.\n- Elena reports to Ingrid.\n- Sofia works for Summit Energy.\n- Ingrid works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Deshawn reports to Callum.\n- Lattice Analytics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1988", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Atlas Freight.\n- Pinnacle Software is headquartered in Tallinn.\n- Mara works for Bluepine Aviation.\n- Atlas Freight was founded in 1976.\n- Dmitri works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Aisha reports to Bruno.\n- Ravi works for Bluepine Aviation.\n- Wren reports to Zoya.\n- Callum reports to Emeka.\n- Helios Logistics was founded in 1975.\n- Zoya works for Pinnacle Software.\n- Callum works for Helios Logistics.\n- Mara reports to Callum.\n- Atlas Freight is headquartered in Brno.\n- Emeka reports to Ravi.\n- Dmitri reports to Aisha.\n- Ravi reports to Pablo.\n- Pablo reports to Wren.\n- Wren works for Pinnacle Software.\n- Pinnacle Software was founded in 1991.\n- Pablo works for Atlas Freight.\n- Zoya reports to Dmitri.\n- Bluepine Aviation was founded in 1995.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sanne.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia works for Fernhill Foods.\n- Tessa reports to Yuki.\n- Kenji reports to Hana.\n- Tessa works for Cedar Retail Group.\n- Viktor works for Northwind Systems.\n- Viktor reports to Pablo.\n- Mara works for Cedar Retail Group.\n- Sanne reports to Ingrid.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Aisha.\n- Hana reports to Viktor.\n- Leila works for Crescent Telecom.\n- Mara reports to Tessa.\n- Hana works for Cedar Retail Group.\n- Aisha works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Pablo works for Crescent Telecom.\n- Sanne works for Cedar Retail Group.\n- Northwind Systems is headquartered in Leeds.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Aisha reports to Nadia.\n- Nadia reports to Mara.\n- Crescent Telecom is headquartered in Nagoya.\n- Yuki reports to Kenji.\n- Northwind Systems was founded in 1992.\n- Crescent Telecom was founded in 1978.\n- Cedar Retail Group was founded in 1983.\n- Fernhill Foods was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Summit Energy was founded in 1979.\n- Lucia works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Mara reports to Tobias.\n- Zoya reports to Sofia.\n- Cedar Retail Group is headquartered in Tampere.\n- Vantage Air is headquartered in Adelaide.\n- Lucia reports to Omar.\n- Sofia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1988.\n- Yuki works for Vantage Air.\n- Deshawn reports to Felix.\n- Sofia reports to Yuki.\n- Hana reports to Lucia.\n- Omar reports to Zoya.\n- Tobias works for Bluepine Aviation.\n- Felix works for Summit Energy.\n- Omar works for Bluepine Aviation.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy is headquartered in Oslo.\n- Hana works for Vantage Air.\n- Tobias reports to Deshawn.\n- Yuki reports to Mara.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17938", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17939", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17940", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5008: employee Priya R., hired 08 October 2021, separated 01 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5008?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Felix.\n- Sanne works for Cedar Retail Group.\n- Emeka reports to Anders.\n- Felix reports to Yuki.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 1989.\n- Bruno reports to Callum.\n- Callum works for Helios Logistics.\n- Mei reports to Amara.\n- Callum reports to Zoya.\n- Felix works for Northwind Systems.\n- Zoya reports to Deshawn.\n- Beacon Insurance is headquartered in Bergen.\n- Zoya works for Cedar Retail Group.\n- Amara works for Helios Logistics.\n- Northwind Systems is headquartered in Lyon.\n- Emeka works for Cedar Retail Group.\n- Deshawn works for Beacon Insurance.\n- Elena reports to Sanne.\n- Northwind Systems was founded in 1989.\n- Amara reports to Elena.\n- Yuki reports to Mei.\n- Cedar Retail Group was founded in 2003.\n- Elena works for Northwind Systems.\n- Beacon Insurance was founded in 1997.\n- Sanne reports to Emeka.\n- Bruno works for Cedar Retail Group.\n- Helios Logistics is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Basel.\n- Mei works for Helios Logistics.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Deshawn works for Atlas Freight.\n- Beacon Insurance is headquartered in Oslo.\n- Sofia reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Jonas reports to Yuki.\n- Pinnacle Software was founded in 2011.\n- Atlas Freight was founded in 2013.\n- Beacon Insurance was founded in 2007.\n- Sofia works for Beacon Insurance.\n- Helios Logistics was founded in 1985.\n- Jonas works for Pinnacle Software.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Helios Logistics is headquartered in Nagoya.\n- Hana works for Pinnacle Software.\n- Amara reports to Hana.\n- Kenji reports to Jonas.\n- Deshawn reports to Sofia.\n- Omar reports to Amara.\n- Hana reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17943", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3736: employee Callum T., hired 19 October 2023, separated 25 September 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-3736 under the controlling rules.", "criteria": {"0": "$3,150", "1": "$7,000", "2": "$30,333", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17944", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2012.\n- Emeka reports to Lucia.\n- Viktor reports to Chiara.\n- Mateo works for Summit Energy.\n- Meridian Bank is headquartered in Nagoya.\n- Jonas reports to Nadia.\n- Pinnacle Software is headquartered in Nagoya.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 1982.\n- Yuki works for Summit Energy.\n- Zoya reports to Jonas.\n- Viktor works for Lattice Analytics.\n- Mei reports to Zoya.\n- Summit Energy is headquartered in Basel.\n- Mara reports to Emeka.\n- Summit Energy was founded in 2005.\n- Meridian Bank was founded in 1976.\n- Felix works for Lattice Analytics.\n- Nadia works for Pinnacle Software.\n- Mateo reports to Mara.\n- Lucia works for Pinnacle Software.\n- Emeka works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Nadia reports to Mateo.\n- Yuki reports to Felix.\n- Mara works for Pinnacle Software.\n- Chiara works for Summit Energy.\n- Felix reports to Viktor.\n- Zoya works for Summit Energy.\n- Lucia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17946", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Jonas.\n- Felix works for Northwind Systems.\n- Deshawn reports to Emeka.\n- Zoya works for Cedar Retail Group.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Beacon Insurance is headquartered in Tallinn.\n- Amara reports to Omar.\n- Amara works for Helios Logistics.\n- Emeka works for Beacon Insurance.\n- Jonas reports to Zoya.\n- Sofia reports to Felix.\n- Helios Logistics was founded in 2013.\n- Cedar Retail Group was founded in 1978.\n- Sofia works for Northwind Systems.\n- Mateo reports to Deshawn.\n- Wren reports to Sofia.\n- Felix reports to Mateo.\n- Wren works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Omar reports to Tessa.\n- Zoya reports to Amara.\n- Tessa reports to Wren.\n- Mateo works for Northwind Systems.\n- Tessa works for Cedar Retail Group.\n- Helios Logistics is headquartered in Nagoya.\n- Beacon Insurance was founded in 1986.\n- Northwind Systems was founded in 1984.\n- Cedar Retail Group is headquartered in Malmo.\n- Jonas works for Northwind Systems.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Malmo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17948", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Elena.\n- Cobalt Health is headquartered in Bergen.\n- Elena works for Summit Energy.\n- Ingrid reports to Tobias.\n- Cobalt Health was founded in 1981.\n- Helios Logistics is headquartered in Cork.\n- Zoya works for Summit Energy.\n- Pablo reports to Callum.\n- Kenji works for Helios Logistics.\n- Bluepine Aviation was founded in 1992.\n- Sofia works for Helios Logistics.\n- Callum works for Bluepine Aviation.\n- Helios Logistics was founded in 1993.\n- Sofia reports to Zoya.\n- Elena reports to Hana.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Pablo.\n- Bluepine Aviation is headquartered in Cork.\n- Felix works for Summit Energy.\n- Tobias works for Bluepine Aviation.\n- Felix reports to Kenji.\n- Callum reports to Felix.\n- Pablo works for Cobalt Health.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 2008.\n- Hana reports to Sofia.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Anders.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2001.\n- Stefan works for Fernhill Foods.\n- Lucia reports to Emeka.\n- Yuki works for Fernhill Foods.\n- Wren reports to Stefan.\n- Yuki reports to Mara.\n- Anders reports to Chiara.\n- Lucia works for Vantage Air.\n- Emeka reports to Wren.\n- Wren works for Fernhill Foods.\n- Bluepine Aviation was founded in 1993.\n- Anders works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mara reports to Lucia.\n- Vantage Air is headquartered in Valencia.\n- Fernhill Foods is headquartered in Austin.\n- Vantage Air was founded in 2015.\n- Chiara works for Fernhill Foods.\n- Mara works for Vantage Air.\n- Fernhill Foods was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-17951", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17952", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Zoya reports to Elena.\n- Beacon Insurance is headquartered in Malmo.\n- Dmitri reports to Pablo.\n- Bruno reports to Emeka.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 2000.\n- Pablo reports to Hana.\n- Zoya works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Hana reports to Mateo.\n- Beacon Insurance was founded in 2008.\n- Hana works for Fernhill Foods.\n- Emeka works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Elena reports to Lucia.\n- Elena works for Beacon Insurance.\n- Fernhill Foods was founded in 1992.\n- Dmitri works for Summit Energy.\n- Northwind Systems was founded in 1989.\n- Lucia works for Summit Energy.\n- Fernhill Foods is headquartered in Malmo.\n- Mateo works for Beacon Insurance.\n- Northwind Systems is headquartered in Bergen.\n- Ravi reports to Zoya.\n- Mateo reports to Bruno.\n- Emeka reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Fernhill Foods.\n- Bluepine Aviation was founded in 1994.\n- Bruno works for Bluepine Aviation.\n- Ravi reports to Nadia.\n- Nadia reports to Ingrid.\n- Callum reports to Ravi.\n- Atlas Freight is headquartered in Halifax.\n- Helios Logistics was founded in 1983.\n- Yuki works for Fernhill Foods.\n- Anders works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Helios Logistics is headquartered in Dunedin.\n- Tessa reports to Callum.\n- Bruno reports to Anders.\n- Yuki reports to Pablo.\n- Ingrid reports to Yuki.\n- Lucia reports to Bruno.\n- Amara reports to Zoya.\n- Lucia works for Atlas Freight.\n- Pablo reports to Lucia.\n- Zoya reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Basel.\n- Callum works for Atlas Freight.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-17955", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Callum reports to Mateo.\n- Aisha reports to Jonas.\n- Hana reports to Zoya.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha works for Beacon Insurance.\n- Mateo reports to Omar.\n- Mateo works for Atlas Freight.\n- Cedar Retail Group was founded in 1989.\n- Omar reports to Emeka.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Omar works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Jonas reports to Hana.\n- Nadia reports to Aisha.\n- Atlas Freight is headquartered in Adelaide.\n- Pablo reports to Nadia.\n- Pablo works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Pinnacle Software was founded in 1979.\n- Zoya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17957", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 41596 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17958", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4470: employee Tessa B., hired 09 November 2022, separated 02 September 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-4470 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$7,000", "2": "$4,750", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17959", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7326: employee Bruno A., hired 24 October 2023, separated 27 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7326?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17960", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17961", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2413: employee Amara M., hired 19 June 2023, separated 13 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-2413 under the controlling rules.", "criteria": {"0": "$4,673", "1": "$5,192", "2": "$3,192", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17962", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7833: employee Sanne R., hired 08 August 2023, separated 11 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7833?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Priya.\n- Emeka works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Northwind Systems was founded in 1976.\n- Amara reports to Tessa.\n- Northwind Systems is headquartered in Austin.\n- Summit Energy is headquartered in Nagoya.\n- Sofia reports to Stefan.\n- Deshawn reports to Sofia.\n- Tessa reports to Ravi.\n- Fernhill Foods was founded in 2007.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan reports to Amara.\n- Tobias works for Pinnacle Software.\n- Stefan works for Fernhill Foods.\n- Priya reports to Wren.\n- Fernhill Foods is headquartered in Basel.\n- Ravi reports to Mateo.\n- Amara works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Pinnacle Software was founded in 1991.\n- Tobias reports to Chiara.\n- Sofia works for Pinnacle Software.\n- Summit Energy was founded in 2011.\n- Priya works for Summit Energy.\n- Chiara works for Northwind Systems.\n- Mateo works for Summit Energy.\n- Mateo reports to Emeka.\n- Wren reports to Tobias.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Priya.\n- Atlas Freight is headquartered in Bergen.\n- Tobias reports to Ingrid.\n- Ironwood Manufacturing was founded in 2006.\n- Hana reports to Anders.\n- Chiara works for Ironwood Manufacturing.\n- Deshawn works for Beacon Insurance.\n- Yuki reports to Tobias.\n- Priya works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Beacon Insurance is headquartered in Ghent.\n- Fernhill Foods was founded in 2003.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ingrid works for Beacon Insurance.\n- Anders reports to Yuki.\n- Ravi reports to Deshawn.\n- Ravi works for Atlas Freight.\n- Fernhill Foods is headquartered in Ghent.\n- Deshawn reports to Tessa.\n- Priya reports to Chiara.\n- Tessa reports to Hana.\n- Anders works for Beacon Insurance.\n- Yuki works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2002.\n- Tobias works for Atlas Freight.\n- Hana works for Beacon Insurance.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-17965", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17966", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5302: employee Stefan R., hired 07 April 2021, separated 15 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5302?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-17967", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17968", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17969", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1992.\n- Callum works for Beacon Insurance.\n- Callum reports to Jonas.\n- Mateo reports to Viktor.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Yuki reports to Kenji.\n- Stefan works for Summit Energy.\n- Viktor works for Meridian Bank.\n- Leila reports to Mateo.\n- Atlas Freight is headquartered in Austin.\n- Jonas reports to Stefan.\n- Meridian Bank was founded in 1979.\n- Viktor reports to Yuki.\n- Jonas works for Beacon Insurance.\n- Summit Energy is headquartered in Austin.\n- Atlas Freight was founded in 1976.\n- Summit Energy was founded in 1975.\n- Mei works for Summit Energy.\n- Leila works for Summit Energy.\n- Beacon Insurance is headquartered in Austin.\n- Mateo works for Meridian Bank.\n- Kenji reports to Mei.\n- Mei reports to Callum.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Leila.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17971", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7390: employee Felix A., hired 09 September 2020, separated 30 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7390?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7390 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Pablo reports to Elena.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1990.\n- Elena reports to Tessa.\n- Fernhill Foods is headquartered in Basel.\n- Pinnacle Software was founded in 1987.\n- Fernhill Foods was founded in 1976.\n- Lattice Analytics is headquartered in Malmo.\n- Nadia works for Meridian Bank.\n- Pinnacle Software is headquartered in Basel.\n- Deshawn reports to Priya.\n- Leila works for Fernhill Foods.\n- Amara reports to Leila.\n- Pablo works for Fernhill Foods.\n- Priya works for Lattice Analytics.\n- Meridian Bank is headquartered in Basel.\n- Priya reports to Nadia.\n- Leila reports to Pablo.\n- Tessa reports to Deshawn.\n- Meridian Bank was founded in 2002.\n- Deshawn works for Fernhill Foods.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17973", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9574: employee Aisha S., hired 11 January 2022, separated 02 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9574?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-17974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Elena.\n- Lucia reports to Ingrid.\n- Pinnacle Software is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Valencia.\n- Elena works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Ingrid works for Crescent Telecom.\n- Tobias reports to Wren.\n- Bluepine Aviation was founded in 1983.\n- Nadia reports to Ravi.\n- Aisha reports to Nadia.\n- Helios Logistics is headquartered in Lyon.\n- Elena reports to Viktor.\n- Wren works for Pinnacle Software.\n- Emeka works for Crescent Telecom.\n- Lucia works for Helios Logistics.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics was founded in 2000.\n- Crescent Telecom is headquartered in Valencia.\n- Nadia works for Bluepine Aviation.\n- Crescent Telecom was founded in 1980.\n- Ingrid reports to Emeka.\n- Pinnacle Software was founded in 2006.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Tobias.\n- Viktor reports to Lucia.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17975", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7361: employee Mei S., hired 06 September 2020, separated 24 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7361?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-17976", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8736: employee Nadia T., hired 27 January 2025, separated 26 April 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8736?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Ghent.\n- Priya works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Priya reports to Kenji.\n- Meridian Bank was founded in 1977.\n- Mateo works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Meridian Bank is headquartered in Basel.\n- Tessa reports to Felix.\n- Omar works for Beacon Insurance.\n- Omar reports to Tessa.\n- Kenji works for Meridian Bank.\n- Summit Energy is headquartered in Ghent.\n- Summit Energy was founded in 2003.\n- Kenji reports to Mateo.\n- Bruno works for Beacon Insurance.\n- Crescent Telecom was founded in 1988.\n- Felix works for Meridian Bank.\n- Yuki reports to Bruno.\n- Beacon Insurance was founded in 2006.\n- Felix reports to Yuki.\n- Mateo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1975", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17978", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17979", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17980", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 7709 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "track_order", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Jonas reports to Stefan.\n- Lucia reports to Hana.\n- Vantage Air was founded in 1995.\n- Emeka works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2004.\n- Vantage Air is headquartered in Austin.\n- Emeka reports to Kenji.\n- Stefan reports to Emeka.\n- Mateo reports to Lucia.\n- Stefan works for Vantage Air.\n- Tessa reports to Deshawn.\n- Mateo works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Tessa works for Beacon Insurance.\n- Crescent Telecom was founded in 1987.\n- Beacon Insurance is headquartered in Leeds.\n- Crescent Telecom is headquartered in Austin.\n- Lucia works for Ironwood Manufacturing.\n- Hana works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Felix reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Hana reports to Felix.\n- Deshawn reports to Wren.\n- Felix works for Crescent Telecom.\n- Wren reports to Zoya.\n- Beacon Insurance was founded in 1981.\n- Kenji reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-17982", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-17983", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-17984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Cobalt Health was founded in 2015.\n- Cobalt Health is headquartered in Bergen.\n- Tobias works for Cedar Retail Group.\n- Chiara reports to Hana.\n- Tobias reports to Wren.\n- Priya works for Bluepine Aviation.\n- Fernhill Foods was founded in 1982.\n- Priya reports to Aisha.\n- Cedar Retail Group is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Halifax.\n- Wren works for Fernhill Foods.\n- Cedar Retail Group was founded in 1989.\n- Wren reports to Bruno.\n- Bruno reports to Mara.\n- Hana works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Hana reports to Tobias.\n- Mara reports to Priya.\n- Chiara works for Cedar Retail Group.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Aisha works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-17985", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-17986", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17987", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 December 2022): For employees hired on or after 29 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5293: employee Anders R., hired 28 January 2021, separated 09 February 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5293?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17988", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-17989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2006.\n- Lattice Analytics is headquartered in Dunedin.\n- Kenji works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Hana.\n- Hana works for Crescent Telecom.\n- Mei works for Meridian Bank.\n- Felix reports to Kenji.\n- Felix works for Lattice Analytics.\n- Zoya reports to Mei.\n- Meridian Bank was founded in 1984.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Hana reports to Sofia.\n- Ironwood Manufacturing was founded in 1995.\n- Zoya works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom was founded in 1992.\n- Meridian Bank is headquartered in Oslo.\n- Lucia works for Crescent Telecom.\n- Sofia reports to Felix.\n- Mei reports to Dmitri.\n- Kenji reports to Lucia.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17990", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6659: employee Mateo T., hired 27 July 2023, separated 06 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6659?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-17991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Stefan reports to Felix.\n- Ingrid works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Jonas reports to Wren.\n- Hana reports to Callum.\n- Ironwood Manufacturing was founded in 1986.\n- Felix works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Wren works for Ironwood Manufacturing.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Ghent.\n- Felix reports to Hana.\n- Jonas works for Ironwood Manufacturing.\n- Ingrid reports to Bruno.\n- Priya reports to Ingrid.\n- Hana works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Bruno reports to Tessa.\n- Atlas Freight was founded in 1981.\n- Atlas Freight is headquartered in Leeds.\n- Tessa reports to Jonas.\n- Northwind Systems was founded in 1979.\n- Northwind Systems is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-17992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Sanne reports to Hana.\n- Omar reports to Chiara.\n- Pablo works for Ironwood Manufacturing.\n- Aisha reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Omar works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1994.\n- Meridian Bank was founded in 1985.\n- Jonas works for Bluepine Aviation.\n- Chiara reports to Aisha.\n- Aisha works for Meridian Bank.\n- Chiara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ravi reports to Pablo.\n- Felix works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1978.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana reports to Jonas.\n- Sanne works for Cobalt Health.\n- Jonas reports to Omar.\n- Bluepine Aviation was founded in 2009.\n- Felix reports to Ravi.\n- Bruno reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1988", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-17993", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6180: employee Mateo B., hired 21 May 2021, separated 20 February 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6180?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-17994", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-17995", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7637: employee Emeka S., hired 29 December 2020, separated 02 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7637?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-17996", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-17997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2015.\n- Northwind Systems is headquartered in Austin.\n- Deshawn reports to Anders.\n- Beacon Insurance is headquartered in Austin.\n- Pablo reports to Mara.\n- Sofia reports to Tobias.\n- Northwind Systems was founded in 2013.\n- Deshawn works for Northwind Systems.\n- Anders works for Beacon Insurance.\n- Summit Energy is headquartered in Tampere.\n- Bluepine Aviation was founded in 1992.\n- Yuki reports to Callum.\n- Callum reports to Nadia.\n- Mara reports to Deshawn.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Nadia reports to Chiara.\n- Sofia works for Summit Energy.\n- Chiara reports to Pablo.\n- Nadia works for Summit Energy.\n- Chiara works for Northwind Systems.\n- Summit Energy was founded in 2005.\n- Tobias reports to Yuki.\n- Pablo works for Bluepine Aviation.\n- Yuki works for Northwind Systems.\n- Callum works for Summit Energy.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-17998", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8479: employee Ravi S., hired 01 August 2024, separated 10 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-8479 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$1,200", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-17999", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7826: employee Hana M., hired 12 August 2022, separated 04 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7826?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18000", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 40717 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Ravi.\n- Anders reports to Ingrid.\n- Mateo works for Crescent Telecom.\n- Chiara works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Lucia reports to Mateo.\n- Meridian Bank was founded in 1976.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 2002.\n- Mateo reports to Mara.\n- Dmitri reports to Chiara.\n- Dmitri works for Crescent Telecom.\n- Hana reports to Anders.\n- Hana works for Crescent Telecom.\n- Mara reports to Tobias.\n- Pinnacle Software was founded in 1999.\n- Elena works for Crescent Telecom.\n- Ravi reports to Dmitri.\n- Amara reports to Elena.\n- Mara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software is headquartered in Malmo.\n- Anders works for Pinnacle Software.\n- Chiara reports to Lucia.\n- Tobias reports to Amara.\n- Summit Energy is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Amara works for Meridian Bank.\n- Summit Energy was founded in 1995.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18002", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Bruno.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Pablo reports to Mara.\n- Pablo works for Helios Logistics.\n- Bruno reports to Yuki.\n- Atlas Freight is headquartered in Malmo.\n- Yuki reports to Mateo.\n- Meridian Bank is headquartered in Malmo.\n- Helios Logistics was founded in 1998.\n- Atlas Freight was founded in 2013.\n- Mateo reports to Pablo.\n- Mateo works for Atlas Freight.\n- Aisha works for Helios Logistics.\n- Kenji works for Meridian Bank.\n- Aisha reports to Kenji.\n- Kenji reports to Sofia.\n- Pinnacle Software is headquartered in Cork.\n- Mara works for Atlas Freight.\n- Pinnacle Software was founded in 2007.\n- Sofia works for Meridian Bank.\n- Bruno works for Helios Logistics.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1996", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18004", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18005", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8417: employee Omar R., hired 23 November 2020, separated 06 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8417?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18006", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8306: employee Wren T., hired 24 April 2023, separated 23 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8306?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18007", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18008", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9897: employee Viktor S., hired 16 October 2022, separated 17 February 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9897?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18009", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18010", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18011", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18012", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8476: employee Nadia K., hired 19 September 2020, separated 26 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8476?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18013", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-9 (VERSION 2, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6115: employee Deshawn S., hired 26 October 2019, separated 06 August 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6115?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Emeka reports to Felix.\n- Cedar Retail Group was founded in 2015.\n- Callum reports to Hana.\n- Northwind Systems is headquartered in Adelaide.\n- Anders works for Northwind Systems.\n- Hana reports to Sanne.\n- Sanne reports to Mei.\n- Cedar Retail Group is headquartered in Adelaide.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 1982.\n- Fernhill Foods is headquartered in Valencia.\n- Emeka works for Northwind Systems.\n- Mara reports to Omar.\n- Mei works for Cedar Retail Group.\n- Viktor reports to Aisha.\n- Pinnacle Software was founded in 2007.\n- Fernhill Foods was founded in 2008.\n- Aisha works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Aisha reports to Mara.\n- Dmitri works for Northwind Systems.\n- Hana works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Adelaide.\n- Anders reports to Dmitri.\n- Dmitri reports to Callum.\n- Felix reports to Anders.\n- Mara works for Pinnacle Software.\n- Mei reports to Viktor.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18015", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 13504 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1980.\n- Mei reports to Viktor.\n- Amara works for Helios Logistics.\n- Amara reports to Ingrid.\n- Lucia works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Lattice Analytics was founded in 2014.\n- Felix reports to Zoya.\n- Atlas Freight was founded in 1983.\n- Hana works for Helios Logistics.\n- Viktor works for Pinnacle Software.\n- Helios Logistics is headquartered in Austin.\n- Ingrid reports to Felix.\n- Felix works for Atlas Freight.\n- Pinnacle Software is headquartered in Cork.\n- Hana reports to Mei.\n- Pinnacle Software was founded in 2003.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia reports to Amara.\n- Zoya reports to Hana.\n- Zoya works for Helios Logistics.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1981", "2": "1978", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tallinn.\n- Leila works for Vantage Air.\n- Leila reports to Mara.\n- Mara reports to Aisha.\n- Vantage Air was founded in 1997.\n- Ravi reports to Lucia.\n- Ironwood Manufacturing was founded in 2013.\n- Mara works for Vantage Air.\n- Yuki works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Lucia reports to Pablo.\n- Ingrid works for Northwind Systems.\n- Yuki reports to Mei.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Aisha works for Northwind Systems.\n- Atlas Freight is headquartered in Tallinn.\n- Ingrid reports to Leila.\n- Northwind Systems was founded in 1986.\n- Aisha reports to Ravi.\n- Ravi works for Atlas Freight.\n- Pablo reports to Yuki.\n- Mei reports to Jonas.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Jonas works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18018", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 63682 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tobias.\n- Ironwood Manufacturing was founded in 2007.\n- Priya reports to Mei.\n- Elena works for Summit Energy.\n- Cedar Retail Group is headquartered in Brno.\n- Bruno reports to Omar.\n- Omar works for Summit Energy.\n- Elena reports to Bruno.\n- Summit Energy was founded in 2014.\n- Ingrid reports to Leila.\n- Ironwood Manufacturing is headquartered in Brno.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2002.\n- Mei reports to Aisha.\n- Aisha reports to Ingrid.\n- Mateo works for Summit Energy.\n- Priya works for Summit Energy.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1981.\n- Mateo reports to Elena.\n- Tobias reports to Mateo.\n- Summit Energy is headquartered in Cork.\n- Aisha works for Ironwood Manufacturing.\n- Wren reports to Felix.\n- Leila works for Crescent Telecom.\n- Ingrid works for Summit Energy.\n- Crescent Telecom is headquartered in Valencia.\n- Tobias works for Cedar Retail Group.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18020", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18021", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 December 2022): For employees hired on or after 27 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2300: employee Yuki K., hired 29 March 2020, separated 04 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2300?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18022", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 January 2023): For employees hired on or after 22 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4691: employee Callum K., hired 13 June 2019, separated 20 November 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4691?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18023", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 29 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8034: employee Aisha T., hired 23 November 2024, separated 26 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2025-8034 under the controlling rules.", "criteria": {"0": "$3,375", "1": "$3,300", "2": "$5,300", "3": "$14,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18024", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18025", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18026", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18027", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7717: employee Callum M., hired 14 July 2021, separated 29 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7717?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7717 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Hana reports to Priya.\n- Summit Energy is headquartered in Lyon.\n- Hana works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Ravi works for Atlas Freight.\n- Zoya reports to Sofia.\n- Tessa reports to Omar.\n- Callum works for Summit Energy.\n- Emeka works for Atlas Freight.\n- Emeka reports to Aisha.\n- Aisha works for Atlas Freight.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Sofia reports to Hana.\n- Summit Energy was founded in 1978.\n- Ravi reports to Callum.\n- Amara works for Summit Energy.\n- Meridian Bank was founded in 1992.\n- Omar reports to Felix.\n- Meridian Bank is headquartered in Brno.\n- Atlas Freight was founded in 2007.\n- Zoya works for Summit Energy.\n- Aisha reports to Tessa.\n- Callum reports to Emeka.\n- Beacon Insurance was founded in 1976.\n- Sofia works for Meridian Bank.\n- Priya works for Atlas Freight.\n- Priya reports to Amara.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18029", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2639: employee Jonas M., hired 29 June 2020, separated 28 November 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2639?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18030", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1363: employee Ravi K., hired 29 September 2020, separated 25 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1363?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Chiara.\n- Bruno works for Vantage Air.\n- Chiara reports to Mei.\n- Emeka works for Vantage Air.\n- Fernhill Foods is headquartered in Oslo.\n- Amara reports to Zoya.\n- Cobalt Health is headquartered in Porto.\n- Bruno reports to Callum.\n- Tessa works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Deshawn reports to Sofia.\n- Vantage Air is headquartered in Porto.\n- Callum reports to Emeka.\n- Meridian Bank was founded in 1981.\n- Dmitri works for Fernhill Foods.\n- Sofia reports to Dmitri.\n- Dmitri reports to Tessa.\n- Emeka reports to Viktor.\n- Cobalt Health was founded in 2010.\n- Fernhill Foods was founded in 2006.\n- Zoya works for Cobalt Health.\n- Amara works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Chiara works for Meridian Bank.\n- Callum works for Cobalt Health.\n- Mei works for Vantage Air.\n- Mei reports to Amara.\n- Deshawn works for Meridian Bank.\n- Viktor works for Cobalt Health.\n- Vantage Air was founded in 2002.\n- Zoya reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18032", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1917: employee Viktor K., hired 08 May 2022, separated 18 June 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1917?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18033", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2003.\n- Pablo works for Summit Energy.\n- Meridian Bank was founded in 2012.\n- Vantage Air is headquartered in Tampere.\n- Viktor reports to Sanne.\n- Bruno reports to Viktor.\n- Summit Energy is headquartered in Lyon.\n- Lucia reports to Pablo.\n- Deshawn works for Meridian Bank.\n- Sofia works for Summit Energy.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Sofia reports to Lucia.\n- Viktor works for Meridian Bank.\n- Lucia works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Deshawn reports to Sofia.\n- Pinnacle Software is headquartered in Halifax.\n- Sanne works for Vantage Air.\n- Pinnacle Software was founded in 2008.\n- Sanne reports to Deshawn.\n- Pablo reports to Mara.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18035", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 November 2022): For employees hired on or after 27 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6531: employee Leila A., hired 23 July 2022, separated 05 May 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-6531 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$4,200", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18036", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7376: employee Ravi K., hired 06 June 2020, separated 28 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7376?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18037", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Hana.\n- Summit Energy is headquartered in Porto.\n- Leila works for Summit Energy.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Summit Energy was founded in 2008.\n- Omar reports to Amara.\n- Mara reports to Ingrid.\n- Anders reports to Aisha.\n- Ironwood Manufacturing was founded in 2001.\n- Amara works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Pablo works for Ironwood Manufacturing.\n- Nadia reports to Dmitri.\n- Hana reports to Zoya.\n- Mara works for Helios Logistics.\n- Northwind Systems is headquartered in Tallinn.\n- Leila reports to Pablo.\n- Aisha reports to Nadia.\n- Helios Logistics was founded in 1982.\n- Dmitri reports to Omar.\n- Ingrid works for Helios Logistics.\n- Aisha works for Summit Energy.\n- Omar works for Helios Logistics.\n- Ingrid reports to Anders.\n- Helios Logistics is headquartered in Porto.\n- Zoya works for Northwind Systems.\n- Dmitri works for Summit Energy.\n- Zoya reports to Leila.\n- Hana works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18039", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 September 2023): For employees hired on or after 26 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9727: employee Deshawn B., hired 04 January 2020, separated 29 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9727?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18040", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9387: employee Priya K., hired 04 August 2022, separated 22 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-9387 under the controlling rules.", "criteria": {"0": "$8,923", "1": "$9,923", "2": "$43,000", "3": "$10,038"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18041", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18042", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9070: employee Deshawn K., hired 24 April 2022, separated 28 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9070?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Tessa works for Northwind Systems.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Ironwood Manufacturing was founded in 2014.\n- Cedar Retail Group is headquartered in Cork.\n- Omar reports to Viktor.\n- Sanne reports to Sofia.\n- Wren works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2008.\n- Ironwood Manufacturing is headquartered in Austin.\n- Viktor reports to Callum.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Wren reports to Sanne.\n- Cobalt Health was founded in 2013.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Lucia.\n- Lucia reports to Wren.\n- Northwind Systems is headquartered in Cork.\n- Tessa reports to Tobias.\n- Viktor works for Cobalt Health.\n- Tobias reports to Omar.\n- Sanne works for Northwind Systems.\n- Sofia reports to Tessa.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18044", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 19 December 2022): For employees hired on or after 19 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8026: employee Mara K., hired 11 February 2021, separated 23 January 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8026?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Emeka.\n- Mara reports to Amara.\n- Beacon Insurance was founded in 1978.\n- Lucia reports to Nadia.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka works for Atlas Freight.\n- Amara reports to Tessa.\n- Tessa reports to Sofia.\n- Beacon Insurance is headquartered in Leeds.\n- Felix reports to Lucia.\n- Tessa works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Pinnacle Software was founded in 1984.\n- Kenji works for Beacon Insurance.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Kenji reports to Mara.\n- Lucia works for Cobalt Health.\n- Nadia works for Atlas Freight.\n- Emeka reports to Felix.\n- Mara works for Pinnacle Software.\n- Cobalt Health was founded in 1985.\n- Cobalt Health is headquartered in Valencia.\n- Sofia reports to Omar.\n- Omar works for Cobalt Health.\n- Atlas Freight is headquartered in Valencia.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18046", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3402: employee Felix T., hired 11 November 2019, separated 07 September 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3402?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18047", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2799: employee Elena M., hired 11 May 2023, separated 25 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2799?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18048", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Lattice Analytics was founded in 1995.\n- Anders reports to Amara.\n- Cobalt Health is headquartered in Valencia.\n- Amara reports to Omar.\n- Emeka reports to Kenji.\n- Anders works for Cobalt Health.\n- Hana works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Emeka works for Cobalt Health.\n- Jonas reports to Nadia.\n- Fernhill Foods is headquartered in Nagoya.\n- Nadia reports to Anders.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group was founded in 1981.\n- Kenji reports to Jonas.\n- Hana reports to Emeka.\n- Fernhill Foods was founded in 1995.\n- Cobalt Health was founded in 2004.\n- Amara works for Cedar Retail Group.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Hana.\n- Summit Energy was founded in 1994.\n- Stefan reports to Elena.\n- Helios Logistics was founded in 1999.\n- Hana reports to Stefan.\n- Dmitri reports to Bruno.\n- Chiara works for Summit Energy.\n- Mei reports to Anders.\n- Summit Energy is headquartered in Turku.\n- Pablo works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Helios Logistics is headquartered in Turku.\n- Zoya reports to Mei.\n- Dmitri works for Vantage Air.\n- Chiara reports to Dmitri.\n- Elena works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Elena reports to Pablo.\n- Zoya works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Stefan works for Ironwood Manufacturing.\n- Anders works for Vantage Air.\n- Bruno works for Vantage Air.\n- Pablo reports to Chiara.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18051", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1984.\n- Mei works for Ironwood Manufacturing.\n- Aisha reports to Anders.\n- Ingrid reports to Deshawn.\n- Chiara reports to Stefan.\n- Deshawn reports to Hana.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bluepine Aviation is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1975.\n- Anders works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2008.\n- Aisha works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Anders reports to Mei.\n- Stefan works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Amara works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1981.\n- Hana reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Meridian Bank is headquartered in Dunedin.\n- Stefan reports to Bruno.\n- Zoya works for Beacon Insurance.\n- Amara reports to Zoya.\n- Emeka reports to Amara.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18054", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18055", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1793: employee Bruno A., hired 07 October 2023, separated 09 January 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-1793 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$4,062"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Wren reports to Mara.\n- Leila works for Atlas Freight.\n- Northwind Systems is headquartered in Basel.\n- Zoya works for Northwind Systems.\n- Atlas Freight was founded in 1977.\n- Omar works for Northwind Systems.\n- Summit Energy is headquartered in Halifax.\n- Priya works for Northwind Systems.\n- Priya reports to Emeka.\n- Viktor reports to Omar.\n- Zoya reports to Leila.\n- Northwind Systems was founded in 2000.\n- Emeka works for Summit Energy.\n- Helios Logistics was founded in 1986.\n- Summit Energy was founded in 1995.\n- Atlas Freight is headquartered in Halifax.\n- Viktor works for Summit Energy.\n- Helios Logistics is headquartered in Adelaide.\n- Omar reports to Callum.\n- Nadia reports to Viktor.\n- Leila reports to Priya.\n- Emeka reports to Nadia.\n- Mara works for Northwind Systems.\n- Callum reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Priya works for Northwind Systems.\n- Bluepine Aviation is headquartered in Basel.\n- Priya reports to Nadia.\n- Ravi reports to Jonas.\n- Bluepine Aviation was founded in 1998.\n- Ravi works for Summit Energy.\n- Stefan works for Summit Energy.\n- Atlas Freight was founded in 1984.\n- Nadia reports to Stefan.\n- Anders works for Bluepine Aviation.\n- Summit Energy was founded in 1987.\n- Stefan reports to Anders.\n- Anders reports to Ravi.\n- Northwind Systems is headquartered in Porto.\n- Atlas Freight is headquartered in Basel.\n- Mateo reports to Sofia.\n- Sofia reports to Priya.\n- Mateo works for Summit Energy.\n- Northwind Systems was founded in 2008.\n- Summit Energy is headquartered in Basel.\n- Nadia works for Summit Energy.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18059", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Leila.\n- Felix works for Lattice Analytics.\n- Ravi works for Cobalt Health.\n- Anders reports to Ravi.\n- Nadia reports to Wren.\n- Wren works for Vantage Air.\n- Wren reports to Felix.\n- Lattice Analytics was founded in 1986.\n- Felix reports to Anders.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 2003.\n- Leila works for Pinnacle Software.\n- Bruno works for Lattice Analytics.\n- Zoya reports to Bruno.\n- Vantage Air is headquartered in Valencia.\n- Lattice Analytics is headquartered in Malmo.\n- Zoya works for Cobalt Health.\n- Vantage Air was founded in 1980.\n- Ravi reports to Zoya.\n- Pinnacle Software is headquartered in Malmo.\n- Nadia works for Cobalt Health.\n- Pinnacle Software was founded in 2015.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18061", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4577: employee Sofia A., hired 04 January 2025, separated 20 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4577?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Jonas.\n- Mateo works for Helios Logistics.\n- Beacon Insurance was founded in 1978.\n- Stefan reports to Pablo.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Pablo works for Summit Energy.\n- Nadia reports to Stefan.\n- Nadia works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Zoya works for Summit Energy.\n- Helios Logistics was founded in 1996.\n- Amara works for Meridian Bank.\n- Beacon Insurance is headquartered in Tallinn.\n- Meridian Bank is headquartered in Oslo.\n- Amara reports to Elena.\n- Sofia works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Jonas reports to Amara.\n- Sofia reports to Zoya.\n- Elena reports to Mateo.\n- Elena works for Helios Logistics.\n- Summit Energy was founded in 1991.\n- Meridian Bank was founded in 2003.\n- Summit Energy is headquartered in Oslo.\n- Zoya reports to Ingrid.\n- Pablo reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18063", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Elena reports to Pablo.\n- Amara reports to Anders.\n- Anders works for Atlas Freight.\n- Felix reports to Viktor.\n- Deshawn works for Northwind Systems.\n- Anders reports to Nadia.\n- Amara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Ghent.\n- Bruno works for Lattice Analytics.\n- Lucia works for Fernhill Foods.\n- Viktor works for Lattice Analytics.\n- Bruno reports to Elena.\n- Nadia reports to Bruno.\n- Fernhill Foods was founded in 2010.\n- Northwind Systems was founded in 1995.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 1997.\n- Nadia works for Fernhill Foods.\n- Lattice Analytics was founded in 2013.\n- Pablo works for Fernhill Foods.\n- Viktor reports to Amara.\n- Felix works for Lattice Analytics.\n- Northwind Systems is headquartered in Tampere.\n- Lucia reports to Deshawn.\n- Deshawn reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Atlas Freight was founded in 1994.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn reports to Lucia.\n- Chiara reports to Kenji.\n- Stefan reports to Anders.\n- Amara works for Lattice Analytics.\n- Lucia reports to Stefan.\n- Emeka reports to Nadia.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena works for Atlas Freight.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Ingrid reports to Chiara.\n- Stefan works for Crescent Telecom.\n- Nadia works for Atlas Freight.\n- Kenji works for Cedar Retail Group.\n- Elena reports to Deshawn.\n- Amara reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Crescent Telecom was founded in 1989.\n- Atlas Freight is headquartered in Tallinn.\n- Nadia reports to Tessa.\n- Lucia works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group was founded in 2007.\n- Lattice Analytics was founded in 2015.\n- Tessa reports to Amara.\n- Anders reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Bluepine Aviation was founded in 1993.\n- Nadia reports to Mei.\n- Mei works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Yuki reports to Kenji.\n- Tessa works for Northwind Systems.\n- Kenji reports to Nadia.\n- Lucia reports to Yuki.\n- Bluepine Aviation is headquartered in Basel.\n- Kenji works for Bluepine Aviation.\n- Atlas Freight was founded in 1981.\n- Lattice Analytics is headquartered in Basel.\n- Mei reports to Tessa.\n- Tessa reports to Dmitri.\n- Lattice Analytics was founded in 1998.\n- Dmitri reports to Omar.\n- Atlas Freight is headquartered in Valencia.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri works for Atlas Freight.\n- Omar works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Northwind Systems was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Valencia.\n- Deshawn reports to Pablo.\n- Deshawn works for Fernhill Foods.\n- Mei works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Bluepine Aviation is headquartered in Ghent.\n- Tobias reports to Yuki.\n- Helios Logistics was founded in 2013.\n- Fernhill Foods was founded in 2005.\n- Dmitri reports to Tobias.\n- Bluepine Aviation was founded in 1988.\n- Pablo works for Helios Logistics.\n- Tobias works for Atlas Freight.\n- Yuki works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Ghent.\n- Elena works for Atlas Freight.\n- Pablo reports to Tessa.\n- Yuki reports to Elena.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics is headquartered in Tallinn.\n- Atlas Freight was founded in 1997.\n- Tessa reports to Dmitri.\n- Mei reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18068", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Pablo reports to Felix.\n- Ravi works for Cedar Retail Group.\n- Callum reports to Priya.\n- Tessa reports to Bruno.\n- Ravi reports to Tessa.\n- Cedar Retail Group was founded in 1989.\n- Ironwood Manufacturing was founded in 1984.\n- Deshawn works for Ironwood Manufacturing.\n- Callum works for Pinnacle Software.\n- Stefan works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Bruno reports to Mei.\n- Pablo works for Ironwood Manufacturing.\n- Priya reports to Stefan.\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 1975.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Valencia.\n- Yuki reports to Ravi.\n- Mei reports to Deshawn.\n- Fernhill Foods was founded in 1993.\n- Felix reports to Callum.\n- Amara reports to Pablo.\n- Deshawn reports to Amara.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18070", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Lattice Analytics.\n- Jonas reports to Dmitri.\n- Hana works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Sanne works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Nagoya.\n- Yuki reports to Sanne.\n- Tobias works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Lattice Analytics is headquartered in Nagoya.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Summit Energy is headquartered in Nagoya.\n- Felix reports to Leila.\n- Lattice Analytics was founded in 1983.\n- Tessa reports to Omar.\n- Mei works for Pinnacle Software.\n- Sofia reports to Jonas.\n- Leila works for Lattice Analytics.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Summit Energy was founded in 1982.\n- Dmitri reports to Yuki.\n- Tessa works for Pinnacle Software.\n- Sofia works for Cedar Retail Group.\n- Leila reports to Mei.\n- Omar reports to Felix.\n- Mei reports to Hana.\n- Hana reports to Tobias.\n- Sanne reports to Tessa.\n- Pinnacle Software was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18072", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3360: employee Tobias B., hired 16 August 2020, separated 30 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3360?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18073", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18074", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18075", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4274: employee Omar S., hired 23 August 2021, separated 23 September 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-4274 under the controlling rules.", "criteria": {"0": "$18,000", "1": "$17,885", "2": "$18,500", "3": "$78,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18076", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18077", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2243: employee Hana A., hired 22 November 2023, separated 21 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2243?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18078", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1999.\n- Crescent Telecom was founded in 1987.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Leila reports to Chiara.\n- Leila works for Summit Energy.\n- Yuki reports to Mei.\n- Mei works for Crescent Telecom.\n- Chiara works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Ravi works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Mei reports to Ravi.\n- Nadia reports to Pablo.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Cork.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha works for Cobalt Health.\n- Ravi reports to Leila.\n- Summit Energy is headquartered in Oslo.\n- Aisha reports to Yuki.\n- Pablo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18080", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Meridian Bank is headquartered in Oslo.\n- Yuki reports to Aisha.\n- Callum works for Helios Logistics.\n- Pablo reports to Anders.\n- Callum reports to Yuki.\n- Pablo works for Pinnacle Software.\n- Stefan works for Lattice Analytics.\n- Anders reports to Sanne.\n- Deshawn reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Helios Logistics is headquartered in Turku.\n- Omar works for Helios Logistics.\n- Sanne works for Meridian Bank.\n- Lattice Analytics is headquartered in Valencia.\n- Lucia reports to Callum.\n- Wren reports to Stefan.\n- Lattice Analytics was founded in 1988.\n- Stefan reports to Deshawn.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Helios Logistics.\n- Meridian Bank was founded in 2009.\n- Pinnacle Software was founded in 1989.\n- Aisha reports to Omar.\n- Anders works for Pinnacle Software.\n- Omar reports to Pablo.\n- Wren works for Pinnacle Software.\n- Yuki works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Helios Logistics was founded in 2011.\n- Sanne reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18081", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Tessa reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Yuki reports to Ingrid.\n- Meridian Bank was founded in 1980.\n- Bruno reports to Yuki.\n- Cedar Retail Group is headquartered in Turku.\n- Northwind Systems was founded in 1983.\n- Northwind Systems is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2003.\n- Jonas reports to Bruno.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ingrid works for Northwind Systems.\n- Mei reports to Jonas.\n- Bruno works for Northwind Systems.\n- Sanne reports to Tessa.\n- Priya reports to Mei.\n- Meridian Bank is headquartered in Turku.\n- Yuki works for Cedar Retail Group.\n- Sanne works for Meridian Bank.\n- Cedar Retail Group was founded in 1977.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18083", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18084", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4494: employee Ravi K., hired 03 January 2025, separated 12 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4494?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18085", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 June 2025): For employees hired on or after 17 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4155: employee Pablo A., hired 11 January 2025, separated 08 November 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2025-4155 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$3,600", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18086", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 23 November 2025): For employees hired on or after 23 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1680: employee Viktor R., hired 24 October 2025, separated 16 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1680?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18087", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18088", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 79966, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18089", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18090", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9545: employee Wren B., hired 17 February 2020, separated 04 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9545?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18091", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3606: employee Elena T., hired 28 February 2021, separated 09 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-3606 under the controlling rules.", "criteria": {"0": "$12,808", "1": "$12,923", "2": "$12,423", "3": "$56,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18092", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8798: employee Lucia T., hired 06 December 2020, separated 23 January 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-8798 under the controlling rules.", "criteria": {"0": "$9,688", "1": "$10,750", "2": "$42,250", "3": "$9,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18093", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8762: employee Hana R., hired 08 June 2020, separated 20 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8762?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18094", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18095", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18096", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1406: employee Chiara T., hired 06 December 2023, separated 13 December 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1406?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18097", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 April 2023): For employees hired on or after 07 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3253: employee Sofia B., hired 26 August 2022, separated 13 September 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3253?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18098", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18099", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5955: employee Priya T., hired 26 December 2020, separated 30 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5955?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18100", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18101", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8211: employee Sanne M., hired 29 January 2025, separated 01 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-8211 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$6,000", "2": "$3,900", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1989.\n- Ravi works for Atlas Freight.\n- Tessa reports to Sanne.\n- Bluepine Aviation was founded in 2001.\n- Sanne works for Bluepine Aviation.\n- Vantage Air is headquartered in Valencia.\n- Pinnacle Software was founded in 1983.\n- Emeka reports to Ravi.\n- Stefan reports to Kenji.\n- Kenji works for Atlas Freight.\n- Bluepine Aviation is headquartered in Basel.\n- Lucia reports to Amara.\n- Amara works for Pinnacle Software.\n- Stefan works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Brno.\n- Ravi reports to Stefan.\n- Tessa works for Atlas Freight.\n- Lucia works for Bluepine Aviation.\n- Emeka works for Pinnacle Software.\n- Atlas Freight is headquartered in Basel.\n- Kenji reports to Lucia.\n- Amara reports to Tessa.\n- Atlas Freight was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1999", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1998.\n- Mateo works for Summit Energy.\n- Yuki reports to Mateo.\n- Summit Energy was founded in 2012.\n- Viktor reports to Aisha.\n- Jonas works for Vantage Air.\n- Callum reports to Omar.\n- Leila reports to Callum.\n- Vantage Air was founded in 1978.\n- Aisha reports to Yuki.\n- Felix works for Meridian Bank.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Meridian Bank.\n- Fernhill Foods was founded in 1999.\n- Vantage Air is headquartered in Tallinn.\n- Viktor works for Vantage Air.\n- Meridian Bank is headquartered in Dunedin.\n- Callum works for Meridian Bank.\n- Felix reports to Leila.\n- Jonas reports to Viktor.\n- Aisha works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Omar works for Vantage Air.\n- Omar reports to Jonas.\n- Fernhill Foods is headquartered in Turku.\n- Mara reports to Felix.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Nadia works for Atlas Freight.\n- Jonas reports to Mei.\n- Ravi reports to Nadia.\n- Nadia reports to Jonas.\n- Northwind Systems was founded in 2004.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mei works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.\n- Tessa works for Atlas Freight.\n- Cedar Retail Group was founded in 2005.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Elena reports to Stefan.\n- Elena works for Cedar Retail Group.\n- Zoya reports to Amara.\n- Amara reports to Omar.\n- Amara works for Ironwood Manufacturing.\n- Omar reports to Ravi.\n- Tessa reports to Elena.\n- Omar works for Atlas Freight.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid works for Ironwood Manufacturing.\n- Stefan works for Northwind Systems.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1996.\n- Mei reports to Ingrid.\n- Stefan reports to Zoya.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Ingrid reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18105", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18106", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18107", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cobalt Health.\n- Wren works for Beacon Insurance.\n- Crescent Telecom is headquartered in Leeds.\n- Zoya works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Felix reports to Zoya.\n- Bruno reports to Felix.\n- Priya works for Cobalt Health.\n- Lucia works for Vantage Air.\n- Hana reports to Priya.\n- Crescent Telecom was founded in 1999.\n- Wren reports to Viktor.\n- Priya reports to Lucia.\n- Lucia reports to Wren.\n- Cobalt Health is headquartered in Leeds.\n- Beacon Insurance is headquartered in Leeds.\n- Zoya reports to Hana.\n- Vantage Air is headquartered in Brno.\n- Viktor works for Crescent Telecom.\n- Cobalt Health was founded in 1998.\n- Vantage Air was founded in 1997.\n- Beacon Insurance was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18109", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18110", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18111", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18112", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18113", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5474: employee Emeka B., hired 18 December 2020, separated 11 January 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-5474 under the controlling rules.", "criteria": {"0": "$10,731", "1": "$8,846", "2": "$47,000", "3": "$10,846"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18114", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9976: employee Sofia M., hired 07 July 2020, separated 26 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9976?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Bruno.\n- Yuki reports to Tessa.\n- Bruno reports to Tobias.\n- Priya works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Felix reports to Mateo.\n- Bluepine Aviation was founded in 2009.\n- Mara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Valencia.\n- Chiara works for Bluepine Aviation.\n- Viktor reports to Priya.\n- Wren works for Cedar Retail Group.\n- Mateo works for Bluepine Aviation.\n- Atlas Freight was founded in 1997.\n- Sanne works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Yuki works for Cedar Retail Group.\n- Atlas Freight is headquartered in Nagoya.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Cedar Retail Group was founded in 1995.\n- Tobias works for Cedar Retail Group.\n- Felix works for Atlas Freight.\n- Mateo reports to Yuki.\n- Wren reports to Chiara.\n- Bluepine Aviation is headquartered in Valencia.\n- Viktor works for Cedar Retail Group.\n- Sanne reports to Mara.\n- Tobias reports to Sanne.\n- Priya reports to Wren.\n- Mara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tobias.\n- Emeka works for Crescent Telecom.\n- Amara works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Viktor.\n- Zoya works for Cedar Retail Group.\n- Hana works for Beacon Insurance.\n- Amara reports to Zoya.\n- Beacon Insurance was founded in 1983.\n- Tobias works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2015.\n- Ironwood Manufacturing was founded in 1994.\n- Crescent Telecom was founded in 1988.\n- Crescent Telecom is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Halifax.\n- Mateo works for Crescent Telecom.\n- Beacon Insurance is headquartered in Dunedin.\n- Zoya reports to Mateo.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mateo reports to Hana.\n- Viktor reports to Amara.\n- Hana reports to Emeka.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18117", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3588: employee Sofia K., hired 10 June 2021, separated 02 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3588?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18118", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9688: employee Elena K., hired 05 June 2023, separated 09 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9688?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Priya works for Northwind Systems.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Fernhill Foods was founded in 1991.\n- Viktor works for Northwind Systems.\n- Mara works for Cobalt Health.\n- Dmitri reports to Wren.\n- Elena reports to Zoya.\n- Aisha reports to Priya.\n- Lucia works for Northwind Systems.\n- Zoya reports to Mara.\n- Viktor reports to Chiara.\n- Wren works for Helios Logistics.\n- Wren reports to Callum.\n- Helios Logistics was founded in 1989.\n- Aisha works for Cobalt Health.\n- Dmitri works for Fernhill Foods.\n- Mara reports to Deshawn.\n- Deshawn reports to Viktor.\n- Elena works for Helios Logistics.\n- Zoya works for Northwind Systems.\n- Cobalt Health was founded in 1996.\n- Chiara reports to Dmitri.\n- Northwind Systems was founded in 1996.\n- Callum reports to Aisha.\n- Chiara works for Fernhill Foods.\n- Lucia reports to Elena.\n- Northwind Systems is headquartered in Brno.\n- Cobalt Health is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18120", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1350: employee Sanne S., hired 14 January 2022, separated 05 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1350?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Lyon.\n- Jonas works for Lattice Analytics.\n- Tessa reports to Viktor.\n- Anders works for Lattice Analytics.\n- Zoya works for Cobalt Health.\n- Viktor reports to Jonas.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Beacon Insurance was founded in 2003.\n- Zoya reports to Tessa.\n- Ingrid reports to Deshawn.\n- Lattice Analytics was founded in 2015.\n- Anders reports to Ingrid.\n- Cedar Retail Group was founded in 1994.\n- Cobalt Health was founded in 1977.\n- Elena reports to Zoya.\n- Deshawn works for Lattice Analytics.\n- Jonas reports to Anders.\n- Ingrid works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18122", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6761: employee Viktor B., hired 15 December 2023, separated 12 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6761?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Crescent Telecom was founded in 2011.\n- Zoya works for Cobalt Health.\n- Tessa reports to Omar.\n- Callum works for Cobalt Health.\n- Pinnacle Software is headquartered in Valencia.\n- Emeka reports to Elena.\n- Tessa works for Crescent Telecom.\n- Zoya reports to Amara.\n- Elena reports to Tessa.\n- Mara reports to Kenji.\n- Lattice Analytics is headquartered in Leeds.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Hana works for Cobalt Health.\n- Emeka works for Lattice Analytics.\n- Omar reports to Mara.\n- Amara reports to Emeka.\n- Callum reports to Zoya.\n- Cobalt Health was founded in 2009.\n- Omar works for Cobalt Health.\n- Crescent Telecom is headquartered in Leeds.\n- Kenji reports to Hana.\n- Pinnacle Software was founded in 2015.\n- Mara works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Lattice Analytics was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18124", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18125", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6163: employee Emeka K., hired 25 September 2022, separated 16 August 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-6163 under the controlling rules.", "criteria": {"0": "$4,673", "1": "$9,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18126", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6953: employee Dmitri K., hired 26 December 2019, separated 15 July 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-6953 under the controlling rules.", "criteria": {"0": "$24,150", "1": "$98,583", "2": "$23,250", "3": "$22,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Callum works for Summit Energy.\n- Jonas reports to Callum.\n- Mei reports to Stefan.\n- Callum reports to Amara.\n- Kenji works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Meridian Bank is headquartered in Tallinn.\n- Helios Logistics was founded in 1975.\n- Priya works for Fernhill Foods.\n- Jonas works for Helios Logistics.\n- Aisha reports to Kenji.\n- Tessa reports to Sanne.\n- Emeka works for Helios Logistics.\n- Fernhill Foods was founded in 2014.\n- Helios Logistics is headquartered in Nagoya.\n- Summit Energy was founded in 1984.\n- Priya reports to Aisha.\n- Sanne works for Summit Energy.\n- Emeka reports to Elena.\n- Kenji reports to Emeka.\n- Stefan reports to Jonas.\n- Stefan works for Fernhill Foods.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Nagoya.\n- Meridian Bank was founded in 1980.\n- Amara works for Meridian Bank.\n- Aisha works for Fernhill Foods.\n- Sanne reports to Priya.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Ghent", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18128", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8550: employee Sofia T., hired 05 September 2020, separated 14 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8550?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18129", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7710: employee Sanne R., hired 27 November 2021, separated 22 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-7710?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18130", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2634: employee Jonas S., hired 09 November 2023, separated 26 February 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2634?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Elena reports to Yuki.\n- Mei reports to Mateo.\n- Vantage Air is headquartered in Valencia.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Bluepine Aviation was founded in 1979.\n- Helios Logistics is headquartered in Valencia.\n- Helios Logistics was founded in 1983.\n- Tessa reports to Mei.\n- Sofia works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Sofia reports to Kenji.\n- Amara works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Yuki reports to Pablo.\n- Cobalt Health is headquartered in Valencia.\n- Emeka works for Cobalt Health.\n- Dmitri reports to Tessa.\n- Mateo reports to Elena.\n- Kenji works for Helios Logistics.\n- Amara reports to Sofia.\n- Mei works for Cobalt Health.\n- Pablo works for Helios Logistics.\n- Emeka reports to Amara.\n- Vantage Air was founded in 1975.\n- Mateo works for Helios Logistics.\n- Kenji reports to Nadia.\n- Yuki works for Vantage Air.\n- Pablo reports to Emeka.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1970", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18132", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18133", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 February 2023): For employees hired on or after 17 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8715: employee Felix M., hired 15 February 2022, separated 14 December 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8715?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18134", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18135", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18136", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18137", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18138", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18139", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9403: employee Viktor S., hired 18 March 2022, separated 13 January 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9403?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18140", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18141", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6065: employee Sanne K., hired 15 November 2024, separated 08 August 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2025-6065 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$26,000", "2": "$6,000", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18142", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Hana.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 2012.\n- Summit Energy is headquartered in Ghent.\n- Anders reports to Amara.\n- Chiara reports to Aisha.\n- Ironwood Manufacturing was founded in 1999.\n- Felix reports to Dmitri.\n- Felix works for Cedar Retail Group.\n- Summit Energy was founded in 1996.\n- Amara reports to Chiara.\n- Sofia works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Cedar Retail Group is headquartered in Ghent.\n- Amara works for Cedar Retail Group.\n- Sofia reports to Felix.\n- Beacon Insurance is headquartered in Oslo.\n- Cedar Retail Group was founded in 2009.\n- Anders works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Brno.\n- Chiara works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18144", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3790: employee Emeka T., hired 14 September 2022, separated 16 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3790?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18145", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18146", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7102: employee Lucia S., hired 18 March 2022, separated 13 January 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7102?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Priya reports to Felix.\n- Crescent Telecom was founded in 1998.\n- Zoya reports to Mateo.\n- Vantage Air is headquartered in Valencia.\n- Vantage Air was founded in 2002.\n- Beacon Insurance was founded in 1991.\n- Priya works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Bluepine Aviation was founded in 1993.\n- Mateo reports to Callum.\n- Nadia reports to Dmitri.\n- Callum works for Crescent Telecom.\n- Dmitri reports to Priya.\n- Felix reports to Ingrid.\n- Mateo works for Bluepine Aviation.\n- Felix works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Austin.\n- Nadia works for Bluepine Aviation.\n- Dmitri works for Crescent Telecom.\n- Beacon Insurance is headquartered in Valencia.\n- Callum reports to Nadia.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18149", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Priya.\n- Elena works for Cobalt Health.\n- Yuki reports to Bruno.\n- Atlas Freight was founded in 1986.\n- Priya reports to Zoya.\n- Jonas reports to Amara.\n- Elena reports to Felix.\n- Beacon Insurance was founded in 1983.\n- Felix reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Zoya reports to Wren.\n- Aisha works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1999.\n- Beacon Insurance is headquartered in Brno.\n- Cobalt Health is headquartered in Halifax.\n- Aisha reports to Viktor.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Brno.\n- Priya works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Atlas Freight is headquartered in Halifax.\n- Mara reports to Elena.\n- Yuki works for Ironwood Manufacturing.\n- Wren reports to Mara.\n- Felix works for Ironwood Manufacturing.\n- Bruno reports to Aisha.\n- Amara works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18151", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18152", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7160: employee Bruno M., hired 15 April 2024, separated 06 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7160?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18153", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Tobias works for Beacon Insurance.\n- Helios Logistics was founded in 1994.\n- Atlas Freight was founded in 1998.\n- Atlas Freight is headquartered in Ghent.\n- Ravi reports to Anders.\n- Lucia works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Lattice Analytics was founded in 1990.\n- Helios Logistics is headquartered in Valencia.\n- Lucia reports to Mara.\n- Mara reports to Tobias.\n- Beacon Insurance is headquartered in Ghent.\n- Sofia reports to Lucia.\n- Anders works for Atlas Freight.\n- Beacon Insurance was founded in 1985.\n- Sofia works for Helios Logistics.\n- Sanne works for Atlas Freight.\n- Lattice Analytics is headquartered in Porto.\n- Mara works for Lattice Analytics.\n- Deshawn works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Anders reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18155", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-7976: employee Chiara B., hired 23 June 2020, separated 24 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-7976?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-7976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18156", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Amara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Chiara works for Northwind Systems.\n- Amara reports to Chiara.\n- Cobalt Health is headquartered in Lyon.\n- Leila works for Ironwood Manufacturing.\n- Priya reports to Leila.\n- Ironwood Manufacturing was founded in 2002.\n- Anders reports to Mei.\n- Wren works for Northwind Systems.\n- Helios Logistics was founded in 2007.\n- Mei works for Cobalt Health.\n- Viktor reports to Kenji.\n- Chiara reports to Pablo.\n- Northwind Systems was founded in 2015.\n- Kenji reports to Wren.\n- Anders works for Ironwood Manufacturing.\n- Amara works for Helios Logistics.\n- Cobalt Health was founded in 2000.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Viktor works for Northwind Systems.\n- Priya works for Helios Logistics.\n- Pablo reports to Viktor.\n- Helios Logistics is headquartered in Brno.\n- Wren reports to Priya.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18158", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Crescent Telecom is headquartered in Lyon.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Bruno.\n- Kenji reports to Wren.\n- Ravi works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Crescent Telecom was founded in 2007.\n- Tessa reports to Ravi.\n- Hana reports to Lucia.\n- Wren works for Ironwood Manufacturing.\n- Pablo reports to Tessa.\n- Fernhill Foods is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2012.\n- Bruno reports to Kenji.\n- Meridian Bank is headquartered in Nagoya.\n- Bruno works for Crescent Telecom.\n- Lucia reports to Callum.\n- Fernhill Foods was founded in 1989.\n- Pablo works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Aisha reports to Pablo.\n- Wren reports to Hana.\n- Callum works for Crescent Telecom.\n- Meridian Bank was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18160", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2174: employee Deshawn A., hired 04 August 2023, separated 25 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2174?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18161", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Yuki works for Lattice Analytics.\n- Hana reports to Deshawn.\n- Deshawn reports to Sofia.\n- Deshawn works for Vantage Air.\n- Zoya works for Vantage Air.\n- Yuki reports to Pablo.\n- Lattice Analytics was founded in 1976.\n- Mei works for Vantage Air.\n- Mei reports to Leila.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Sofia reports to Zoya.\n- Zoya reports to Yuki.\n- Tessa reports to Omar.\n- Summit Energy is headquartered in Leeds.\n- Beacon Insurance was founded in 2010.\n- Leila works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Vantage Air is headquartered in Ghent.\n- Vantage Air was founded in 2003.\n- Leila reports to Tessa.\n- Hana works for Summit Energy.\n- Omar reports to Hana.\n- Summit Energy was founded in 1983.\n- Sofia works for Vantage Air.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18163", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 July 2025): For employees hired on or after 24 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5195: employee Deshawn S., hired 07 October 2023, separated 05 September 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5195?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5195 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18164", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4572: employee Jonas M., hired 30 April 2023, separated 01 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4572?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18165", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4517: employee Deshawn K., hired 08 October 2020, separated 26 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4517?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Basel.\n- Mateo reports to Leila.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Tobias reports to Sofia.\n- Atlas Freight was founded in 1993.\n- Sofia works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Mei reports to Omar.\n- Dmitri reports to Anders.\n- Anders reports to Tobias.\n- Mei works for Beacon Insurance.\n- Vantage Air is headquartered in Tallinn.\n- Stefan reports to Mateo.\n- Priya reports to Dmitri.\n- Wren reports to Stefan.\n- Dmitri works for Atlas Freight.\n- Omar reports to Priya.\n- Atlas Freight is headquartered in Brno.\n- Beacon Insurance was founded in 2011.\n- Tobias works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Ironwood Manufacturing was founded in 2010.\n- Sofia reports to Wren.\n- Anders works for Ironwood Manufacturing.\n- Mateo works for Atlas Freight.\n- Vantage Air was founded in 1987.\n- Stefan works for Ironwood Manufacturing.\n- Sanne works for Atlas Freight.\n- Leila reports to Sanne.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18167", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18168", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18169", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18170", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Deshawn reports to Aisha.\n- Omar reports to Hana.\n- Pablo works for Lattice Analytics.\n- Deshawn works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Sofia reports to Deshawn.\n- Tobias works for Pinnacle Software.\n- Lattice Analytics was founded in 2009.\n- Hana reports to Emeka.\n- Lucia works for Pinnacle Software.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lucia reports to Mei.\n- Crescent Telecom was founded in 1996.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2004.\n- Emeka reports to Sofia.\n- Pinnacle Software was founded in 1985.\n- Aisha reports to Lucia.\n- Tobias reports to Omar.\n- Lattice Analytics is headquartered in Cork.\n- Mei reports to Pablo.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1980", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18172", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8025: employee Wren A., hired 20 April 2023, separated 01 October 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-8025 under the controlling rules.", "criteria": {"0": "$5,841", "1": "$11,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18173", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18174", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Pablo.\n- Helios Logistics was founded in 1990.\n- Beacon Insurance was founded in 1982.\n- Anders works for Ironwood Manufacturing.\n- Elena reports to Amara.\n- Summit Energy was founded in 1977.\n- Anders reports to Ravi.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Pablo works for Ironwood Manufacturing.\n- Pablo reports to Tessa.\n- Helios Logistics is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2009.\n- Amara reports to Emeka.\n- Tessa reports to Aisha.\n- Beacon Insurance is headquartered in Nagoya.\n- Elena works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Aisha reports to Elena.\n- Emeka works for Summit Energy.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Nagoya.\n- Ravi works for Helios Logistics.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1985.\n- Crescent Telecom is headquartered in Bergen.\n- Ingrid works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Viktor reports to Nadia.\n- Mara works for Bluepine Aviation.\n- Nadia reports to Chiara.\n- Lucia works for Fernhill Foods.\n- Kenji reports to Tessa.\n- Wren works for Ironwood Manufacturing.\n- Viktor works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Fernhill Foods was founded in 1988.\n- Chiara works for Crescent Telecom.\n- Wren reports to Lucia.\n- Fernhill Foods is headquartered in Bergen.\n- Crescent Telecom was founded in 1996.\n- Ravi reports to Viktor.\n- Ingrid reports to Mara.\n- Aisha reports to Wren.\n- Aisha works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Felix reports to Ravi.\n- Lucia reports to Ingrid.\n- Chiara reports to Kenji.\n- Bluepine Aviation is headquartered in Austin.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Aisha.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Bluepine Aviation was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18177", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1983.\n- Bruno works for Lattice Analytics.\n- Northwind Systems was founded in 1978.\n- Hana works for Northwind Systems.\n- Summit Energy is headquartered in Lyon.\n- Callum works for Summit Energy.\n- Emeka works for Northwind Systems.\n- Tessa reports to Bruno.\n- Northwind Systems is headquartered in Tampere.\n- Callum reports to Tessa.\n- Summit Energy was founded in 1992.\n- Tessa works for Summit Energy.\n- Felix reports to Omar.\n- Crescent Telecom is headquartered in Tampere.\n- Felix works for Summit Energy.\n- Omar reports to Callum.\n- Lattice Analytics is headquartered in Halifax.\n- Emeka reports to Felix.\n- Chiara reports to Hana.\n- Crescent Telecom was founded in 2011.\n- Omar works for Northwind Systems.\n- Chiara works for Lattice Analytics.\n- Bruno reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Priya.\n- Anders reports to Emeka.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Jonas reports to Stefan.\n- Lattice Analytics is headquartered in Bergen.\n- Cedar Retail Group was founded in 1991.\n- Sofia works for Cobalt Health.\n- Vantage Air is headquartered in Austin.\n- Lattice Analytics was founded in 2007.\n- Priya reports to Anders.\n- Sofia reports to Nadia.\n- Nadia works for Vantage Air.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Stefan reports to Viktor.\n- Emeka reports to Sofia.\n- Jonas works for Cobalt Health.\n- Nadia reports to Jonas.\n- Cedar Retail Group is headquartered in Adelaide.\n- Emeka works for Cedar Retail Group.\n- Priya works for Lattice Analytics.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2014.\n- Tobias reports to Bruno.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18180", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3656: employee Anders M., hired 21 December 2022, separated 11 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3656?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18181", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7614: employee Wren T., hired 06 November 2022, separated 15 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7614?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Chiara reports to Dmitri.\n- Aisha works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Pablo works for Atlas Freight.\n- Cobalt Health is headquartered in Lyon.\n- Pablo reports to Mei.\n- Tessa reports to Wren.\n- Mei reports to Mara.\n- Leila works for Cobalt Health.\n- Vantage Air was founded in 1988.\n- Chiara works for Cobalt Health.\n- Mara reports to Bruno.\n- Deshawn reports to Pablo.\n- Mei works for Cobalt Health.\n- Ravi reports to Tessa.\n- Wren works for Beacon Insurance.\n- Bruno reports to Chiara.\n- Atlas Freight was founded in 1988.\n- Ravi works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Cobalt Health was founded in 2007.\n- Bruno works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Dmitri works for Beacon Insurance.\n- Aisha reports to Leila.\n- Leila reports to Deshawn.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18183", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18184", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Yuki.\n- Bruno works for Bluepine Aviation.\n- Pinnacle Software was founded in 1976.\n- Sofia works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Sofia reports to Bruno.\n- Mei reports to Hana.\n- Zoya works for Pinnacle Software.\n- Priya reports to Mei.\n- Sanne works for Helios Logistics.\n- Tessa works for Meridian Bank.\n- Bruno reports to Priya.\n- Tessa reports to Ingrid.\n- Helios Logistics is headquartered in Brno.\n- Nadia reports to Sofia.\n- Bluepine Aviation is headquartered in Brno.\n- Yuki reports to Felix.\n- Meridian Bank was founded in 1995.\n- Yuki works for Pinnacle Software.\n- Mei works for Meridian Bank.\n- Hana reports to Tessa.\n- Bluepine Aviation was founded in 2013.\n- Helios Logistics was founded in 1987.\n- Felix works for Bluepine Aviation.\n- Priya works for Meridian Bank.\n- Sanne reports to Nadia.\n- Nadia works for Helios Logistics.\n- Felix reports to Sanne.\n- Ingrid works for Helios Logistics.\n- Meridian Bank is headquartered in Brno.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Lucia works for Helios Logistics.\n- Northwind Systems was founded in 1993.\n- Helios Logistics was founded in 1989.\n- Elena reports to Tobias.\n- Tobias works for Meridian Bank.\n- Emeka works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Yuki reports to Stefan.\n- Mara works for Northwind Systems.\n- Cobalt Health is headquartered in Tampere.\n- Omar works for Helios Logistics.\n- Tobias reports to Mara.\n- Meridian Bank was founded in 1975.\n- Meridian Bank is headquartered in Turku.\n- Dmitri reports to Elena.\n- Felix works for Helios Logistics.\n- Felix reports to Dmitri.\n- Helios Logistics is headquartered in Tampere.\n- Lucia reports to Omar.\n- Stefan works for Northwind Systems.\n- Omar reports to Yuki.\n- Deshawn works for Meridian Bank.\n- Stefan reports to Deshawn.\n- Emeka reports to Felix.\n- Deshawn reports to Anders.\n- Cobalt Health was founded in 1994.\n- Anders reports to Emeka.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18188", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1989.\n- Atlas Freight is headquartered in Ghent.\n- Helios Logistics is headquartered in Valencia.\n- Mara reports to Kenji.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tobias reports to Bruno.\n- Sofia reports to Mara.\n- Deshawn works for Atlas Freight.\n- Crescent Telecom is headquartered in Valencia.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Helios Logistics was founded in 1998.\n- Mateo reports to Ingrid.\n- Kenji reports to Jonas.\n- Ingrid reports to Deshawn.\n- Kenji works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1991.\n- Mateo works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Bruno reports to Sanne.\n- Atlas Freight was founded in 1995.\n- Jonas reports to Tobias.\n- Bruno works for Helios Logistics.\n- Mara works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Mateo works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Aisha works for Vantage Air.\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight was founded in 1983.\n- Felix reports to Lucia.\n- Amara reports to Mateo.\n- Northwind Systems was founded in 1997.\n- Lucia reports to Tobias.\n- Northwind Systems is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.\n- Zoya reports to Amara.\n- Bluepine Aviation was founded in 1983.\n- Tobias works for Northwind Systems.\n- Atlas Freight is headquartered in Leeds.\n- Wren reports to Stefan.\n- Stefan works for Northwind Systems.\n- Aisha reports to Felix.\n- Amara works for Bluepine Aviation.\n- Dmitri works for Northwind Systems.\n- Mateo reports to Bruno.\n- Dmitri reports to Zoya.\n- Wren works for Atlas Freight.\n- Lucia works for Northwind Systems.\n- Bruno reports to Aisha.\n- Vantage Air was founded in 2008.\n- Zoya works for Atlas Freight.\n- Stefan reports to Dmitri.\n- Priya works for Northwind Systems.\n- Tobias reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1992.\n- Yuki reports to Callum.\n- Pablo reports to Amara.\n- Tessa reports to Sofia.\n- Tobias reports to Pablo.\n- Sofia works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Ravi works for Meridian Bank.\n- Tobias works for Fernhill Foods.\n- Lucia reports to Stefan.\n- Fernhill Foods is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Malmo.\n- Callum reports to Lucia.\n- Stefan reports to Ravi.\n- Yuki works for Meridian Bank.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2003.\n- Callum works for Beacon Insurance.\n- Ravi reports to Tessa.\n- Beacon Insurance is headquartered in Malmo.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 1975.\n- Amara works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Beacon Insurance was founded in 1978.\n- Tessa works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18193", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18194", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "report_outage", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18195", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Ravi reports to Jonas.\n- Nadia works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Dmitri reports to Ravi.\n- Wren reports to Amara.\n- Amara reports to Dmitri.\n- Ravi works for Vantage Air.\n- Amara works for Cobalt Health.\n- Nadia reports to Anders.\n- Jonas reports to Mei.\n- Yuki reports to Callum.\n- Summit Energy was founded in 2010.\n- Anders works for Summit Energy.\n- Mateo reports to Wren.\n- Summit Energy is headquartered in Basel.\n- Callum works for Summit Energy.\n- Wren works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Bruno works for Pinnacle Software.\n- Vantage Air was founded in 1978.\n- Vantage Air is headquartered in Halifax.\n- Callum reports to Nadia.\n- Anders reports to Mateo.\n- Jonas works for Pinnacle Software.\n- Cobalt Health is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Halifax.\n- Cobalt Health was founded in 2011.\n- Mei reports to Bruno.\n- Mateo works for Pinnacle Software.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18197", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18198", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2555: employee Kenji B., hired 21 January 2023, separated 15 September 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-2555 under the controlling rules.", "criteria": {"0": "$5,312", "1": "$3,250", "2": "$22,750", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2555 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1984.\n- Cobalt Health is headquartered in Halifax.\n- Dmitri works for Beacon Insurance.\n- Cobalt Health was founded in 1987.\n- Pablo works for Beacon Insurance.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Pablo.\n- Mateo works for Fernhill Foods.\n- Bluepine Aviation was founded in 2010.\n- Aisha reports to Amara.\n- Ingrid works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Ingrid reports to Aisha.\n- Fernhill Foods was founded in 2000.\n- Aisha works for Cobalt Health.\n- Pablo reports to Zoya.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Tallinn.\n- Amara reports to Kenji.\n- Zoya reports to Mateo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Basel.\n- Zoya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Emeka.\n- Deshawn reports to Chiara.\n- Leila reports to Deshawn.\n- Beacon Insurance is headquartered in Malmo.\n- Emeka works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Ingrid reports to Jonas.\n- Leila works for Beacon Insurance.\n- Wren works for Helios Logistics.\n- Sofia reports to Dmitri.\n- Northwind Systems was founded in 1979.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 2002.\n- Beacon Insurance was founded in 2000.\n- Wren reports to Ingrid.\n- Pablo reports to Sofia.\n- Ingrid works for Beacon Insurance.\n- Northwind Systems is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Anders works for Helios Logistics.\n- Pablo works for Northwind Systems.\n- Anders reports to Stefan.\n- Dmitri works for Bluepine Aviation.\n- Chiara reports to Pablo.\n- Chiara works for Bluepine Aviation.\n- Jonas reports to Anders.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Bluepine Aviation was founded in 2003.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "2003", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18201", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18202", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9494: employee Stefan T., hired 07 June 2022, separated 12 June 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9494?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Cobalt Health is headquartered in Adelaide.\n- Cobalt Health was founded in 1991.\n- Lucia reports to Jonas.\n- Wren works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Callum reports to Dmitri.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 2007.\n- Dmitri reports to Wren.\n- Meridian Bank is headquartered in Ghent.\n- Felix works for Vantage Air.\n- Wren reports to Omar.\n- Jonas reports to Mara.\n- Lattice Analytics was founded in 2004.\n- Omar reports to Felix.\n- Mara reports to Callum.\n- Vantage Air is headquartered in Ghent.\n- Omar works for Vantage Air.\n- Dmitri works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 2011.\n- Lattice Analytics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2002", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18204", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18205", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7729: employee Callum A., hired 03 November 2021, separated 27 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7729?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18206", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18207", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 12988\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18208", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 35408 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "cancel_order", "3": "track_order", "4": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Callum reports to Mara.\n- Lattice Analytics is headquartered in Basel.\n- Callum works for Atlas Freight.\n- Ingrid works for Lattice Analytics.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Mei reports to Tobias.\n- Atlas Freight was founded in 2009.\n- Mara reports to Chiara.\n- Tobias works for Bluepine Aviation.\n- Ingrid reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Bluepine Aviation is headquartered in Valencia.\n- Mateo reports to Priya.\n- Priya reports to Mei.\n- Ravi works for Lattice Analytics.\n- Chiara reports to Mateo.\n- Cedar Retail Group is headquartered in Lyon.\n- Mei works for Atlas Freight.\n- Lattice Analytics was founded in 1989.\n- Atlas Freight is headquartered in Tampere.\n- Sofia reports to Callum.\n- Mara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Lucia reports to Priya.\n- Northwind Systems is headquartered in Bergen.\n- Ravi works for Northwind Systems.\n- Helios Logistics was founded in 1995.\n- Crescent Telecom is headquartered in Turku.\n- Bruno works for Northwind Systems.\n- Beacon Insurance is headquartered in Bergen.\n- Chiara reports to Callum.\n- Lucia works for Helios Logistics.\n- Chiara works for Crescent Telecom.\n- Callum reports to Elena.\n- Callum works for Northwind Systems.\n- Ingrid reports to Ravi.\n- Priya reports to Chiara.\n- Elena reports to Amara.\n- Amara works for Northwind Systems.\n- Wren works for Crescent Telecom.\n- Helios Logistics is headquartered in Brno.\n- Crescent Telecom was founded in 1985.\n- Northwind Systems was founded in 1981.\n- Ingrid works for Northwind Systems.\n- Ravi reports to Wren.\n- Bruno reports to Lucia.\n- Beacon Insurance was founded in 2006.\n- Amara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18211", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4046: employee Sanne M., hired 17 July 2021, separated 07 September 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-4046 under the controlling rules.", "criteria": {"0": "$6,150", "1": "$26,433", "2": "$6,100", "3": "$5,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18212", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18213", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3795: employee Felix T., hired 11 January 2023, separated 14 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3795?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Adelaide.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1994.\n- Anders reports to Priya.\n- Viktor reports to Nadia.\n- Sanne works for Vantage Air.\n- Nadia reports to Mara.\n- Dmitri reports to Chiara.\n- Ironwood Manufacturing was founded in 1985.\n- Dmitri works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki reports to Mei.\n- Northwind Systems is headquartered in Malmo.\n- Chiara reports to Anders.\n- Nadia works for Vantage Air.\n- Yuki works for Northwind Systems.\n- Mara reports to Sanne.\n- Anders works for Bluepine Aviation.\n- Sanne reports to Yuki.\n- Chiara works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Mara works for Vantage Air.\n- Bluepine Aviation was founded in 1981.\n- Mei works for Vantage Air.\n- Mei reports to Dmitri.\n- Northwind Systems was founded in 1987.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18215", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9060: employee Bruno M., hired 18 October 2022, separated 11 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9060?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18216", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8215: employee Amara K., hired 19 January 2023, separated 28 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8215?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18217", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18218", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18219", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18220", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18221", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Leila reports to Stefan.\n- Wren works for Helios Logistics.\n- Viktor reports to Wren.\n- Stefan works for Summit Energy.\n- Wren reports to Leila.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Callum.\n- Lattice Analytics was founded in 1990.\n- Stefan reports to Bruno.\n- Ravi reports to Viktor.\n- Cedar Retail Group is headquartered in Austin.\n- Lattice Analytics is headquartered in Austin.\n- Mei reports to Yuki.\n- Helios Logistics was founded in 2007.\n- Ingrid works for Helios Logistics.\n- Cedar Retail Group was founded in 2015.\n- Summit Energy is headquartered in Austin.\n- Ravi works for Summit Energy.\n- Emeka works for Helios Logistics.\n- Summit Energy was founded in 2002.\n- Helios Logistics is headquartered in Turku.\n- Emeka reports to Ingrid.\n- Bruno works for Summit Energy.\n- Mei works for Cedar Retail Group.\n- Sanne works for Helios Logistics.\n- Ingrid reports to Sanne.\n- Leila works for Helios Logistics.\n- Yuki reports to Ravi.\n- Yuki works for Helios Logistics.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18223", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 10359 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1992.\n- Pablo works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Northwind Systems is headquartered in Basel.\n- Deshawn works for Fernhill Foods.\n- Ingrid reports to Priya.\n- Pablo reports to Ingrid.\n- Sanne works for Summit Energy.\n- Elena works for Northwind Systems.\n- Sanne reports to Tobias.\n- Lattice Analytics is headquartered in Halifax.\n- Summit Energy was founded in 2005.\n- Wren reports to Dmitri.\n- Leila works for Lattice Analytics.\n- Priya reports to Elena.\n- Deshawn reports to Leila.\n- Elena reports to Deshawn.\n- Ingrid works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Tobias works for Lattice Analytics.\n- Fernhill Foods is headquartered in Lyon.\n- Zoya reports to Sanne.\n- Northwind Systems was founded in 1987.\n- Dmitri reports to Zoya.\n- Felix reports to Pablo.\n- Felix works for Fernhill Foods.\n- Summit Energy is headquartered in Tampere.\n- Dmitri works for Lattice Analytics.\n- Fernhill Foods was founded in 1990.\n- Tobias reports to Felix.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18225", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5981: employee Omar M., hired 15 June 2023, separated 25 April 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-5981 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$1,350", "2": "$2,500", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18226", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Send Message — asks to text someone", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18227", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Sanne reports to Mara.\n- Mara works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Chiara reports to Deshawn.\n- Hana reports to Sofia.\n- Kenji reports to Sanne.\n- Pinnacle Software was founded in 1988.\n- Lattice Analytics was founded in 1997.\n- Sofia works for Pinnacle Software.\n- Mara reports to Hana.\n- Deshawn works for Lattice Analytics.\n- Helios Logistics was founded in 1999.\n- Sofia reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Chiara works for Helios Logistics.\n- Ingrid reports to Chiara.\n- Lattice Analytics is headquartered in Valencia.\n- Helios Logistics is headquartered in Halifax.\n- Hana works for Pinnacle Software.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1985.\n- Zoya reports to Amara.\n- Mara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mara reports to Felix.\n- Felix works for Ironwood Manufacturing.\n- Zoya works for Beacon Insurance.\n- Hana reports to Stefan.\n- Stefan reports to Zoya.\n- Pinnacle Software is headquartered in Bergen.\n- Helios Logistics was founded in 1994.\n- Beacon Insurance was founded in 1975.\n- Pinnacle Software was founded in 2008.\n- Yuki works for Beacon Insurance.\n- Felix reports to Tessa.\n- Yuki reports to Mara.\n- Hana works for Helios Logistics.\n- Tessa works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Stefan works for Pinnacle Software.\n- Tessa reports to Hana.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1997", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18230", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2698: employee Wren R., hired 09 April 2024, separated 03 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2698?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18231", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18232", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7135: employee Emeka M., hired 17 January 2022, separated 02 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7135?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7135 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18233", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 78478, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18234", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9547: employee Dmitri K., hired 27 August 2020, separated 27 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9547?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Anders.\n- Elena works for Northwind Systems.\n- Fernhill Foods was founded in 2009.\n- Anders works for Fernhill Foods.\n- Priya works for Crescent Telecom.\n- Emeka works for Northwind Systems.\n- Anders reports to Amara.\n- Priya reports to Zoya.\n- Northwind Systems was founded in 2008.\n- Fernhill Foods is headquartered in Turku.\n- Northwind Systems is headquartered in Nagoya.\n- Nadia reports to Priya.\n- Helios Logistics was founded in 1986.\n- Helios Logistics is headquartered in Halifax.\n- Crescent Telecom is headquartered in Nagoya.\n- Amara reports to Elena.\n- Amara works for Helios Logistics.\n- Elena reports to Omar.\n- Omar works for Fernhill Foods.\n- Zoya works for Northwind Systems.\n- Zoya reports to Emeka.\n- Crescent Telecom was founded in 1978.\n- Nadia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18236", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Viktor works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Atlas Freight is headquartered in Adelaide.\n- Bruno works for Bluepine Aviation.\n- Tobias reports to Pablo.\n- Bruno reports to Viktor.\n- Kenji works for Meridian Bank.\n- Beacon Insurance was founded in 2008.\n- Bluepine Aviation was founded in 2005.\n- Bluepine Aviation is headquartered in Bergen.\n- Zoya reports to Amara.\n- Kenji reports to Zoya.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor reports to Kenji.\n- Aisha works for Bluepine Aviation.\n- Tobias works for Beacon Insurance.\n- Atlas Freight was founded in 1983.\n- Aisha reports to Tobias.\n- Amara works for Atlas Freight.\n- Meridian Bank was founded in 1997.\n- Pablo works for Meridian Bank.\n- Pablo reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18238", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18239", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18240", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3736: employee Zoya S., hired 11 August 2020, separated 27 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3736?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Vantage Air was founded in 1980.\n- Tobias reports to Priya.\n- Meridian Bank is headquartered in Bergen.\n- Callum works for Meridian Bank.\n- Summit Energy was founded in 2000.\n- Elena reports to Viktor.\n- Northwind Systems is headquartered in Ghent.\n- Summit Energy is headquartered in Basel.\n- Priya reports to Elena.\n- Vantage Air is headquartered in Ghent.\n- Priya works for Meridian Bank.\n- Kenji works for Summit Energy.\n- Omar works for Meridian Bank.\n- Viktor works for Summit Energy.\n- Omar reports to Kenji.\n- Meridian Bank was founded in 1981.\n- Northwind Systems was founded in 1995.\n- Mateo works for Summit Energy.\n- Mateo reports to Tobias.\n- Callum reports to Mateo.\n- Viktor reports to Omar.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18242", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4969: employee Viktor T., hired 05 February 2021, separated 28 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4969?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18243", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18244", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9449: employee Ingrid B., hired 05 January 2022, separated 12 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9449?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18245", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9794: employee Chiara A., hired 19 January 2022, separated 17 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9794?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18246", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6047: employee Zoya M., hired 29 April 2023, separated 05 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6047?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18247", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3437: employee Felix M., hired 03 September 2020, separated 11 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3437?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Summit Energy is headquartered in Porto.\n- Fernhill Foods was founded in 1997.\n- Fernhill Foods is headquartered in Porto.\n- Northwind Systems was founded in 1989.\n- Anders works for Northwind Systems.\n- Sofia reports to Yuki.\n- Northwind Systems is headquartered in Bergen.\n- Yuki reports to Mara.\n- Yuki works for Northwind Systems.\n- Lucia reports to Emeka.\n- Summit Energy was founded in 1992.\n- Stefan reports to Lucia.\n- Stefan works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 1982.\n- Emeka reports to Sofia.\n- Lucia works for Summit Energy.\n- Chiara reports to Anders.\n- Emeka works for Northwind Systems.\n- Chiara works for Meridian Bank.\n- Mara reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18249", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1989.\n- Leila works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Kenji reports to Yuki.\n- Lucia works for Cobalt Health.\n- Helios Logistics is headquartered in Porto.\n- Cobalt Health was founded in 1976.\n- Felix reports to Viktor.\n- Viktor works for Helios Logistics.\n- Zoya works for Northwind Systems.\n- Yuki reports to Omar.\n- Yuki works for Atlas Freight.\n- Dmitri reports to Lucia.\n- Atlas Freight was founded in 1994.\n- Cobalt Health is headquartered in Ghent.\n- Dmitri works for Helios Logistics.\n- Sofia reports to Felix.\n- Viktor reports to Deshawn.\n- Chiara reports to Zoya.\n- Omar reports to Chiara.\n- Sofia works for Atlas Freight.\n- Northwind Systems is headquartered in Leeds.\n- Deshawn reports to Leila.\n- Kenji works for Helios Logistics.\n- Omar works for Northwind Systems.\n- Lucia reports to Kenji.\n- Northwind Systems was founded in 2001.\n- Atlas Freight is headquartered in Leeds.\n- Felix works for Atlas Freight.\n- Chiara works for Helios Logistics.\n- Zoya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18251", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1759: employee Tessa A., hired 02 December 2022, separated 03 March 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2025-1759 under the controlling rules.", "criteria": {"0": "$31,417", "1": "$7,250", "2": "$7,188", "3": "$7,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18252", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 04 January 2023): For employees hired on or after 04 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8745: employee Kenji K., hired 09 March 2019, separated 04 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8745?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Sofia works for Pinnacle Software.\n- Priya reports to Stefan.\n- Summit Energy was founded in 1982.\n- Sofia reports to Wren.\n- Wren works for Pinnacle Software.\n- Helios Logistics is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Dunedin.\n- Summit Energy is headquartered in Nagoya.\n- Wren reports to Aisha.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1981.\n- Tobias works for Pinnacle Software.\n- Ingrid reports to Priya.\n- Stefan works for Summit Energy.\n- Aisha reports to Dmitri.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 1989.\n- Dmitri reports to Ingrid.\n- Helios Logistics was founded in 1982.\n- Tobias reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18254", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6859: employee Ingrid K., hired 04 June 2020, separated 01 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6859?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18255", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18256", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2691: employee Deshawn S., hired 12 April 2024, separated 16 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2691?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18257", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18258", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18259", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5290: employee Ravi T., hired 15 October 2020, separated 09 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5290?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18260", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18261", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18262", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Jonas.\n- Amara reports to Ravi.\n- Jonas reports to Lucia.\n- Hana works for Crescent Telecom.\n- Tessa reports to Emeka.\n- Lucia reports to Hana.\n- Mateo reports to Amara.\n- Cobalt Health was founded in 2011.\n- Tessa works for Cobalt Health.\n- Fernhill Foods was founded in 1987.\n- Beacon Insurance was founded in 1984.\n- Crescent Telecom was founded in 2004.\n- Lucia works for Cobalt Health.\n- Elena reports to Mateo.\n- Felix works for Fernhill Foods.\n- Ravi reports to Tessa.\n- Amara works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Emeka reports to Tobias.\n- Mateo works for Beacon Insurance.\n- Hana reports to Kenji.\n- Jonas works for Fernhill Foods.\n- Cobalt Health is headquartered in Cork.\n- Felix reports to Elena.\n- Crescent Telecom is headquartered in Tallinn.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Emeka works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18264", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7003: employee Chiara S., hired 17 September 2022, separated 22 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7003?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18265", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Omar.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Omar reports to Mateo.\n- Viktor reports to Kenji.\n- Kenji reports to Pablo.\n- Mateo reports to Sofia.\n- Northwind Systems was founded in 1989.\n- Tobias reports to Mei.\n- Cedar Retail Group is headquartered in Ghent.\n- Sofia works for Cedar Retail Group.\n- Viktor works for Crescent Telecom.\n- Mei reports to Ravi.\n- Aisha works for Crescent Telecom.\n- Cedar Retail Group was founded in 1976.\n- Pablo works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Ravi works for Northwind Systems.\n- Mateo works for Cedar Retail Group.\n- Omar works for Northwind Systems.\n- Crescent Telecom was founded in 1998.\n- Northwind Systems is headquartered in Porto.\n- Fernhill Foods is headquartered in Nagoya.\n- Fernhill Foods was founded in 1987.\n- Aisha reports to Viktor.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18267", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 19124 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18268", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18269", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2281: employee Pablo K., hired 04 January 2023, separated 03 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2281?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18270", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Mara works for Lattice Analytics.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Omar works for Northwind Systems.\n- Anders works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Austin.\n- Lucia works for Lattice Analytics.\n- Atlas Freight was founded in 2004.\n- Mei reports to Sanne.\n- Bluepine Aviation is headquartered in Austin.\n- Amara works for Atlas Freight.\n- Lattice Analytics was founded in 2010.\n- Anders reports to Tobias.\n- Emeka works for Lattice Analytics.\n- Amara reports to Lucia.\n- Omar reports to Anders.\n- Tobias works for Bluepine Aviation.\n- Sanne reports to Omar.\n- Ingrid reports to Amara.\n- Bluepine Aviation was founded in 2011.\n- Mei works for Bluepine Aviation.\n- Mara reports to Ingrid.\n- Lucia reports to Mei.\n- Northwind Systems was founded in 2013.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18272", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18273", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18274", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18275", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8629: employee Omar R., hired 23 February 2020, separated 23 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8629?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18276", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "cancel_trip", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18277", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18278", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5285: employee Deshawn B., hired 17 December 2020, separated 31 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5285?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Bluepine Aviation was founded in 1987.\n- Omar works for Bluepine Aviation.\n- Nadia reports to Anders.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia works for Northwind Systems.\n- Ingrid reports to Mateo.\n- Omar reports to Nadia.\n- Ingrid works for Northwind Systems.\n- Pablo works for Vantage Air.\n- Mateo works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Northwind Systems is headquartered in Austin.\n- Yuki reports to Omar.\n- Chiara reports to Aisha.\n- Vantage Air is headquartered in Halifax.\n- Chiara works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.\n- Anders reports to Chiara.\n- Lattice Analytics was founded in 2011.\n- Aisha works for Vantage Air.\n- Pablo reports to Ingrid.\n- Aisha reports to Pablo.\n- Yuki works for Bluepine Aviation.\n- Northwind Systems was founded in 2013.\n- Mateo reports to Mara.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18280", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18281", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18282", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18283", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2053: employee Anders K., hired 08 October 2024, separated 17 June 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2053?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Aisha.\n- Elena reports to Amara.\n- Aisha works for Ironwood Manufacturing.\n- Anders works for Northwind Systems.\n- Helios Logistics was founded in 1995.\n- Hana works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Nadia works for Ironwood Manufacturing.\n- Hana reports to Anders.\n- Wren works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Anders reports to Chiara.\n- Sofia reports to Callum.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Elena works for Ironwood Manufacturing.\n- Chiara works for Cedar Retail Group.\n- Callum works for Helios Logistics.\n- Wren reports to Hana.\n- Helios Logistics is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Lyon.\n- Mei works for Helios Logistics.\n- Northwind Systems was founded in 1975.\n- Cedar Retail Group was founded in 2008.\n- Aisha reports to Nadia.\n- Sofia works for Helios Logistics.\n- Nadia reports to Elena.\n- Ironwood Manufacturing was founded in 1979.\n- Chiara reports to Zoya.\n- Mei reports to Wren.\n- Zoya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Aisha works for Meridian Bank.\n- Northwind Systems was founded in 2005.\n- Aisha reports to Amara.\n- Mateo reports to Hana.\n- Meridian Bank is headquartered in Austin.\n- Hana reports to Kenji.\n- Northwind Systems is headquartered in Austin.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Wren reports to Emeka.\n- Kenji works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Meridian Bank was founded in 2012.\n- Helios Logistics was founded in 1975.\n- Kenji reports to Dmitri.\n- Amara reports to Wren.\n- Bluepine Aviation is headquartered in Ghent.\n- Amara works for Helios Logistics.\n- Emeka reports to Mateo.\n- Wren works for Northwind Systems.\n- Bluepine Aviation was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18286", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18287", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18288", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Cedar Retail Group was founded in 1997.\n- Cobalt Health is headquartered in Halifax.\n- Bruno works for Cedar Retail Group.\n- Kenji works for Cobalt Health.\n- Stefan works for Helios Logistics.\n- Bluepine Aviation was founded in 1995.\n- Amara works for Helios Logistics.\n- Amara reports to Viktor.\n- Hana works for Helios Logistics.\n- Cedar Retail Group is headquartered in Turku.\n- Bluepine Aviation is headquartered in Austin.\n- Helios Logistics was founded in 2009.\n- Felix reports to Jonas.\n- Felix works for Cedar Retail Group.\n- Mei reports to Felix.\n- Mateo works for Cedar Retail Group.\n- Helios Logistics is headquartered in Valencia.\n- Viktor works for Helios Logistics.\n- Jonas reports to Hana.\n- Cobalt Health was founded in 2011.\n- Stefan reports to Amara.\n- Bruno reports to Mateo.\n- Mateo reports to Stefan.\n- Hana reports to Kenji.\n- Mei works for Bluepine Aviation.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18290", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9637: employee Deshawn S., hired 11 February 2022, separated 16 March 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9637?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Ironwood Manufacturing.\n- Anders reports to Bruno.\n- Tobias works for Bluepine Aviation.\n- Northwind Systems was founded in 2003.\n- Sanne reports to Nadia.\n- Stefan reports to Tobias.\n- Lattice Analytics was founded in 2009.\n- Nadia works for Northwind Systems.\n- Hana reports to Sanne.\n- Aisha works for Northwind Systems.\n- Anders works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1987.\n- Nadia reports to Aisha.\n- Lattice Analytics is headquartered in Valencia.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems is headquartered in Nagoya.\n- Tobias reports to Hana.\n- Bruno works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Nagoya.\n- Aisha reports to Anders.\n- Ironwood Manufacturing was founded in 1983.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18292", "family": "intent_v3", "state": "Incoming support message:\n\"27694 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18293", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18294", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1192: employee Chiara R., hired 28 October 2022, separated 28 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2026-1192 under the controlling rules.", "criteria": {"0": "$13,562", "1": "$13,650", "2": "$59,150", "3": "$11,650"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18295", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18296", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7934: employee Nadia R., hired 06 March 2023, separated 05 June 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-7934 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$40,000", "2": "$3,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18297", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9224: employee Jonas R., hired 20 September 2020, separated 28 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9224?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18298", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18299", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3922: employee Lucia K., hired 10 September 2023, separated 17 January 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3922?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18300", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5052: employee Emeka T., hired 30 April 2021, separated 21 March 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5052?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Jonas.\n- Lattice Analytics is headquartered in Turku.\n- Stefan reports to Sanne.\n- Mara reports to Mei.\n- Elena works for Helios Logistics.\n- Hana reports to Aisha.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Helios Logistics is headquartered in Basel.\n- Jonas works for Crescent Telecom.\n- Stefan works for Meridian Bank.\n- Helios Logistics was founded in 1998.\n- Jonas reports to Elena.\n- Sanne reports to Hana.\n- Leila works for Helios Logistics.\n- Mara works for Lattice Analytics.\n- Yuki reports to Mara.\n- Hana works for Helios Logistics.\n- Mei works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Elena reports to Stefan.\n- Crescent Telecom is headquartered in Malmo.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Meridian Bank is headquartered in Turku.\n- Aisha reports to Yuki.\n- Leila reports to Felix.\n- Yuki works for Helios Logistics.\n- Felix reports to Sofia.\n- Felix works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18302", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8424: employee Zoya A., hired 31 January 2020, separated 23 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8424?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18303", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18304", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18305", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 41536 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Vantage Air was founded in 2002.\n- Anders works for Vantage Air.\n- Mateo reports to Amara.\n- Zoya reports to Dmitri.\n- Elena reports to Mateo.\n- Helios Logistics is headquartered in Valencia.\n- Helios Logistics was founded in 2013.\n- Jonas reports to Mara.\n- Elena works for Vantage Air.\n- Lattice Analytics is headquartered in Bergen.\n- Dmitri reports to Anders.\n- Vantage Air is headquartered in Bergen.\n- Lattice Analytics was founded in 1986.\n- Lucia works for Lattice Analytics.\n- Mara works for Helios Logistics.\n- Lucia reports to Jonas.\n- Mara reports to Hana.\n- Ravi works for Cedar Retail Group.\n- Hana reports to Tobias.\n- Anders reports to Elena.\n- Cedar Retail Group is headquartered in Valencia.\n- Tobias reports to Ravi.\n- Cedar Retail Group was founded in 1975.\n- Jonas works for Lattice Analytics.\n- Dmitri works for Helios Logistics.\n- Amara works for Lattice Analytics.\n- Tobias works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Ravi reports to Zoya.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ravi.\n- Atlas Freight is headquartered in Tallinn.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1989.\n- Viktor works for Atlas Freight.\n- Viktor reports to Chiara.\n- Anders works for Summit Energy.\n- Sofia reports to Viktor.\n- Crescent Telecom is headquartered in Brno.\n- Chiara works for Atlas Freight.\n- Mei reports to Stefan.\n- Summit Energy was founded in 2000.\n- Elena works for Cobalt Health.\n- Crescent Telecom was founded in 1981.\n- Atlas Freight was founded in 2001.\n- Sofia works for Summit Energy.\n- Chiara reports to Anders.\n- Ravi works for Summit Energy.\n- Mei works for Cobalt Health.\n- Ravi reports to Mei.\n- Stefan reports to Sofia.\n- Summit Energy is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18308", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Bruno.\n- Ingrid works for Cobalt Health.\n- Fernhill Foods was founded in 1994.\n- Bruno works for Fernhill Foods.\n- Pinnacle Software is headquartered in Porto.\n- Chiara works for Helios Logistics.\n- Ingrid reports to Mateo.\n- Felix reports to Chiara.\n- Cobalt Health is headquartered in Valencia.\n- Deshawn works for Pinnacle Software.\n- Leila reports to Viktor.\n- Fernhill Foods is headquartered in Oslo.\n- Bruno reports to Felix.\n- Deshawn reports to Ingrid.\n- Viktor reports to Deshawn.\n- Viktor works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Mateo works for Cobalt Health.\n- Helios Logistics is headquartered in Valencia.\n- Felix works for Helios Logistics.\n- Pinnacle Software was founded in 1994.\n- Cobalt Health was founded in 2004.\n- Helios Logistics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1997", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18310", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18311", "family": "intent_v3", "state": "Incoming support message:\n\"Order 45398 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mateo.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1977.\n- Atlas Freight is headquartered in Dunedin.\n- Emeka works for Ironwood Manufacturing.\n- Tessa works for Helios Logistics.\n- Mateo reports to Tessa.\n- Lattice Analytics was founded in 2008.\n- Kenji reports to Emeka.\n- Wren reports to Kenji.\n- Mei works for Ironwood Manufacturing.\n- Jonas reports to Sofia.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lattice Analytics is headquartered in Adelaide.\n- Stefan reports to Mei.\n- Sanne works for Ironwood Manufacturing.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Mateo works for Lattice Analytics.\n- Tessa reports to Sanne.\n- Jonas works for Lattice Analytics.\n- Atlas Freight was founded in 1990.\n- Sofia works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Sanne reports to Wren.\n- Ironwood Manufacturing was founded in 2005.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2006", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Deshawn works for Lattice Analytics.\n- Kenji works for Cobalt Health.\n- Northwind Systems was founded in 1983.\n- Lattice Analytics was founded in 1975.\n- Chiara reports to Anders.\n- Amara works for Cobalt Health.\n- Beacon Insurance is headquartered in Malmo.\n- Cobalt Health is headquartered in Leeds.\n- Jonas works for Northwind Systems.\n- Kenji reports to Lucia.\n- Chiara works for Lattice Analytics.\n- Lucia works for Beacon Insurance.\n- Amara reports to Elena.\n- Anders reports to Kenji.\n- Lattice Analytics is headquartered in Porto.\n- Deshawn reports to Mateo.\n- Callum reports to Chiara.\n- Beacon Insurance was founded in 2001.\n- Mateo reports to Callum.\n- Northwind Systems is headquartered in Malmo.\n- Anders works for Lattice Analytics.\n- Callum works for Beacon Insurance.\n- Elena reports to Deshawn.\n- Lucia reports to Jonas.\n- Cobalt Health was founded in 1989.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18314", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7308: employee Amara M., hired 01 June 2022, separated 24 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7308?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18315", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8667: employee Hana A., hired 22 July 2024, separated 04 August 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8667?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18316", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18317", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1216: employee Emeka S., hired 14 August 2024, separated 18 September 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-1216 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$2,750", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Vantage Air.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Atlas Freight.\n- Stefan reports to Anders.\n- Omar reports to Mara.\n- Stefan works for Vantage Air.\n- Anders works for Vantage Air.\n- Hana works for Crescent Telecom.\n- Lattice Analytics was founded in 1975.\n- Pablo reports to Viktor.\n- Crescent Telecom was founded in 2011.\n- Tessa reports to Hana.\n- Leila reports to Omar.\n- Omar works for Vantage Air.\n- Hana reports to Lucia.\n- Viktor reports to Tessa.\n- Pablo works for Vantage Air.\n- Mara reports to Stefan.\n- Atlas Freight was founded in 1976.\n- Vantage Air is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Tampere.\n- Viktor works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Vantage Air was founded in 2009.\n- Mara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Pinnacle Software is headquartered in Tampere.\n- Bruno reports to Sanne.\n- Aisha works for Crescent Telecom.\n- Viktor reports to Bruno.\n- Lattice Analytics was founded in 1977.\n- Pinnacle Software was founded in 1983.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Callum reports to Mateo.\n- Crescent Telecom was founded in 1995.\n- Wren reports to Kenji.\n- Sanne reports to Aisha.\n- Summit Energy was founded in 1977.\n- Aisha reports to Callum.\n- Anders reports to Deshawn.\n- Mateo works for Lattice Analytics.\n- Summit Energy is headquartered in Basel.\n- Deshawn reports to Wren.\n- Viktor works for Lattice Analytics.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Anders works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Wren works for Crescent Telecom.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1978", "2": "1981", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18321", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18322", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18323", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5343: employee Yuki M., hired 08 December 2019, separated 13 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5343?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Amara works for Fernhill Foods.\n- Viktor reports to Emeka.\n- Northwind Systems was founded in 1988.\n- Amara reports to Wren.\n- Northwind Systems is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 2004.\n- Fernhill Foods was founded in 2007.\n- Zoya reports to Chiara.\n- Fernhill Foods is headquartered in Ghent.\n- Wren reports to Viktor.\n- Deshawn works for Fernhill Foods.\n- Aisha reports to Deshawn.\n- Zoya works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pinnacle Software was founded in 1979.\n- Aisha works for Pinnacle Software.\n- Chiara reports to Aisha.\n- Emeka reports to Zoya.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor works for Ironwood Manufacturing.\n- Wren works for Fernhill Foods.\n- Chiara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Zoya.\n- Pablo works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Lattice Analytics is headquartered in Porto.\n- Northwind Systems was founded in 1985.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Chiara reports to Viktor.\n- Ingrid works for Lattice Analytics.\n- Zoya works for Helios Logistics.\n- Stefan reports to Amara.\n- Lattice Analytics was founded in 2013.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 2006.\n- Stefan works for Northwind Systems.\n- Callum reports to Stefan.\n- Helios Logistics is headquartered in Halifax.\n- Zoya reports to Chiara.\n- Chiara works for Northwind Systems.\n- Amara reports to Ingrid.\n- Helios Logistics was founded in 2003.\n- Viktor reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18326", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6362: employee Leila R., hired 10 March 2020, separated 29 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6362?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18327", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5200: employee Mateo M., hired 29 August 2020, separated 05 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5200?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18328", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2785: employee Ingrid S., hired 07 December 2022, separated 11 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2785?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18329", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3484: employee Elena R., hired 02 December 2020, separated 16 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3484?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Felix.\n- Yuki works for Beacon Insurance.\n- Vantage Air was founded in 2001.\n- Pablo reports to Omar.\n- Anders reports to Callum.\n- Felix reports to Anders.\n- Vantage Air is headquartered in Porto.\n- Omar works for Helios Logistics.\n- Beacon Insurance is headquartered in Porto.\n- Bruno works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Yuki reports to Pablo.\n- Jonas reports to Viktor.\n- Omar reports to Ravi.\n- Bruno reports to Jonas.\n- Callum works for Fernhill Foods.\n- Callum reports to Yuki.\n- Jonas works for Vantage Air.\n- Tobias works for Vantage Air.\n- Zoya works for Beacon Insurance.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Fernhill Foods is headquartered in Adelaide.\n- Felix works for Fernhill Foods.\n- Zoya reports to Tobias.\n- Beacon Insurance was founded in 1987.\n- Fernhill Foods was founded in 1984.\n- Helios Logistics was founded in 1995.\n- Ravi reports to Zoya.\n- Anders works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Anders works for Atlas Freight.\n- Meridian Bank is headquartered in Brno.\n- Viktor reports to Deshawn.\n- Mei works for Helios Logistics.\n- Chiara reports to Mara.\n- Leila works for Atlas Freight.\n- Meridian Bank was founded in 2010.\n- Wren works for Meridian Bank.\n- Viktor works for Atlas Freight.\n- Deshawn works for Meridian Bank.\n- Sanne works for Cobalt Health.\n- Atlas Freight was founded in 2002.\n- Yuki works for Atlas Freight.\n- Wren reports to Anders.\n- Callum reports to Leila.\n- Callum works for Meridian Bank.\n- Cobalt Health is headquartered in Brno.\n- Yuki reports to Aisha.\n- Anders reports to Yuki.\n- Cobalt Health was founded in 1987.\n- Aisha works for Atlas Freight.\n- Sanne reports to Viktor.\n- Atlas Freight is headquartered in Turku.\n- Mara reports to Mei.\n- Mei reports to Callum.\n- Helios Logistics was founded in 2010.\n- Leila reports to Sanne.\n- Deshawn reports to Wren.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Ingrid works for Atlas Freight.\n- Crescent Telecom is headquartered in Valencia.\n- Mateo reports to Deshawn.\n- Hana reports to Ingrid.\n- Atlas Freight was founded in 1978.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods was founded in 1985.\n- Viktor works for Fernhill Foods.\n- Lattice Analytics is headquartered in Turku.\n- Atlas Freight is headquartered in Turku.\n- Mateo works for Atlas Freight.\n- Chiara works for Lattice Analytics.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Kenji works for Lattice Analytics.\n- Ingrid reports to Viktor.\n- Lattice Analytics was founded in 2005.\n- Kenji reports to Chiara.\n- Fernhill Foods is headquartered in Turku.\n- Chiara reports to Mateo.\n- Mara reports to Hana.\n- Viktor reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18333", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Sofia works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Deshawn reports to Mara.\n- Meridian Bank is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1985.\n- Wren reports to Priya.\n- Stefan works for Bluepine Aviation.\n- Sofia reports to Mateo.\n- Mateo reports to Ravi.\n- Bruno works for Bluepine Aviation.\n- Kenji works for Meridian Bank.\n- Anders reports to Bruno.\n- Priya reports to Deshawn.\n- Anders works for Cobalt Health.\n- Kenji reports to Sofia.\n- Bruno reports to Hana.\n- Stefan reports to Kenji.\n- Cobalt Health is headquartered in Basel.\n- Cobalt Health was founded in 2011.\n- Deshawn works for Bluepine Aviation.\n- Priya works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Crescent Telecom was founded in 1980.\n- Hana reports to Wren.\n- Crescent Telecom is headquartered in Basel.\n- Mara reports to Stefan.\n- Hana works for Cobalt Health.\n- Bluepine Aviation is headquartered in Basel.\n- Meridian Bank was founded in 2012.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18335", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 December 2025): For employees hired on or after 25 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7050: employee Kenji R., hired 14 August 2025, separated 23 June 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7050?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Amara reports to Tessa.\n- Felix reports to Ravi.\n- Tessa works for Northwind Systems.\n- Deshawn reports to Priya.\n- Ravi works for Northwind Systems.\n- Helios Logistics was founded in 2006.\n- Helios Logistics is headquartered in Porto.\n- Cobalt Health was founded in 1979.\n- Pinnacle Software was founded in 1983.\n- Felix works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Ravi reports to Amara.\n- Lucia works for Cobalt Health.\n- Hana reports to Anders.\n- Anders reports to Deshawn.\n- Hana works for Northwind Systems.\n- Tessa reports to Lucia.\n- Lucia reports to Hana.\n- Northwind Systems is headquartered in Basel.\n- Omar reports to Felix.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Pinnacle Software is headquartered in Bergen.\n- Cobalt Health is headquartered in Bergen.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18337", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18338", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18339", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Lattice Analytics is headquartered in Porto.\n- Amara works for Lattice Analytics.\n- Chiara reports to Tobias.\n- Chiara works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Elena reports to Stefan.\n- Sofia reports to Elena.\n- Amara reports to Sanne.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Chiara.\n- Ingrid reports to Sofia.\n- Ironwood Manufacturing was founded in 2002.\n- Tobias works for Pinnacle Software.\n- Northwind Systems was founded in 1995.\n- Bruno reports to Ingrid.\n- Pablo reports to Kenji.\n- Kenji reports to Wren.\n- Stefan reports to Pablo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Elena works for Northwind Systems.\n- Stefan works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1985.\n- Tobias reports to Bruno.\n- Northwind Systems is headquartered in Dunedin.\n- Sanne works for Lattice Analytics.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18341", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1990.\n- Emeka works for Bluepine Aviation.\n- Anders reports to Callum.\n- Kenji works for Helios Logistics.\n- Ingrid works for Bluepine Aviation.\n- Lucia reports to Mateo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mateo works for Cedar Retail Group.\n- Emeka reports to Wren.\n- Anders works for Helios Logistics.\n- Kenji reports to Ingrid.\n- Ravi reports to Bruno.\n- Zoya works for Cedar Retail Group.\n- Bruno reports to Lucia.\n- Zoya reports to Ravi.\n- Callum works for Pinnacle Software.\n- Wren reports to Mei.\n- Helios Logistics is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1975.\n- Wren works for Pinnacle Software.\n- Helios Logistics was founded in 2008.\n- Mei works for Bluepine Aviation.\n- Ingrid reports to Zoya.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Cedar Retail Group is headquartered in Bergen.\n- Mei reports to Kenji.\n- Bruno works for Cedar Retail Group.\n- Ravi works for Helios Logistics.\n- Mateo reports to Anders.\n- Pinnacle Software is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18343", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 March 2023): For employees hired on or after 30 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8789: employee Hana M., hired 27 January 2023, separated 07 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8789?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18344", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18345", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Felix works for Crescent Telecom.\n- Omar reports to Chiara.\n- Jonas works for Helios Logistics.\n- Tobias works for Vantage Air.\n- Crescent Telecom is headquartered in Brno.\n- Jonas reports to Amara.\n- Wren works for Lattice Analytics.\n- Priya reports to Viktor.\n- Crescent Telecom was founded in 2008.\n- Amara works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Bruno works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Helios Logistics was founded in 2004.\n- Lattice Analytics is headquartered in Bergen.\n- Tobias reports to Tessa.\n- Tessa reports to Felix.\n- Bruno reports to Omar.\n- Lattice Analytics was founded in 2001.\n- Omar works for Lattice Analytics.\n- Viktor reports to Dmitri.\n- Viktor works for Lattice Analytics.\n- Vantage Air was founded in 2004.\n- Amara reports to Tobias.\n- Tessa works for Crescent Telecom.\n- Felix reports to Priya.\n- Dmitri reports to Wren.\n- Vantage Air is headquartered in Brno.\n- Chiara works for Helios Logistics.\n- Wren reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1999", "2": "1996", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18347", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18348", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5003: employee Aisha M., hired 17 June 2023, separated 21 July 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5003?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mei.\n- Emeka reports to Lucia.\n- Deshawn works for Vantage Air.\n- Jonas works for Helios Logistics.\n- Kenji works for Vantage Air.\n- Bruno reports to Emeka.\n- Emeka works for Vantage Air.\n- Lucia reports to Deshawn.\n- Dmitri works for Atlas Freight.\n- Leila works for Vantage Air.\n- Dmitri reports to Jonas.\n- Atlas Freight was founded in 1984.\n- Wren works for Atlas Freight.\n- Kenji reports to Dmitri.\n- Mei works for Atlas Freight.\n- Vantage Air was founded in 1981.\n- Lattice Analytics was founded in 1981.\n- Helios Logistics is headquartered in Brno.\n- Nadia reports to Wren.\n- Lattice Analytics is headquartered in Tampere.\n- Leila reports to Nadia.\n- Helios Logistics was founded in 1989.\n- Mei reports to Kenji.\n- Tessa works for Atlas Freight.\n- Nadia works for Vantage Air.\n- Jonas reports to Bruno.\n- Vantage Air is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Lucia works for Helios Logistics.\n- Bruno works for Atlas Freight.\n- Deshawn reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18350", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18351", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5516: employee Hana A., hired 08 December 2022, separated 26 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5516?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18352", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3773: employee Elena K., hired 06 August 2023, separated 29 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3773?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Crescent Telecom is headquartered in Tallinn.\n- Ingrid works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2013.\n- Nadia reports to Dmitri.\n- Viktor works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1992.\n- Sofia reports to Nadia.\n- Ingrid reports to Zoya.\n- Ironwood Manufacturing was founded in 2010.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya works for Ironwood Manufacturing.\n- Zoya works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics was founded in 2009.\n- Zoya reports to Sofia.\n- Lucia reports to Priya.\n- Sofia works for Cedar Retail Group.\n- Dmitri reports to Viktor.\n- Ironwood Manufacturing is headquartered in Cork.\n- Dmitri works for Ironwood Manufacturing.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18354", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 November 2025): For employees hired on or after 21 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5652: employee Ingrid T., hired 15 September 2024, separated 22 October 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-5652 under the controlling rules.", "criteria": {"0": "$7,269", "1": "$7,385", "2": "$32,000", "3": "$6,885"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18355", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3913: employee Yuki R., hired 16 June 2020, separated 21 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3913?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18356", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6285: employee Nadia T., hired 25 December 2023, separated 27 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6285?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18357", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5308: employee Stefan A., hired 25 July 2022, separated 07 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5308?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18358", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 November 2025): For employees hired on or after 23 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4572: employee Mateo K., hired 29 January 2025, separated 08 September 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-4572 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$17,333", "3": "$1,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18359", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5644: employee Hana A., hired 29 October 2020, separated 07 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5644?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18360", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Brno.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Deshawn.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Stefan.\n- Yuki reports to Ravi.\n- Cobalt Health was founded in 1978.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1996.\n- Deshawn reports to Aisha.\n- Leila reports to Yuki.\n- Deshawn works for Fernhill Foods.\n- Ravi works for Ironwood Manufacturing.\n- Aisha works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Turku.\n- Fernhill Foods is headquartered in Turku.\n- Crescent Telecom was founded in 1975.\n- Cobalt Health is headquartered in Austin.\n- Leila works for Fernhill Foods.\n- Aisha reports to Jonas.\n- Stefan works for Crescent Telecom.\n- Fernhill Foods was founded in 1982.\n- Ravi reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18362", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18363", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9526: employee Mara B., hired 04 October 2022, separated 08 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9526?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Turku.\n- Kenji reports to Mei.\n- Mei works for Pinnacle Software.\n- Amara reports to Stefan.\n- Sofia reports to Priya.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 1982.\n- Priya reports to Kenji.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Sofia.\n- Kenji works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2000.\n- Sofia works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1993.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mei reports to Tessa.\n- Meridian Bank was founded in 2013.\n- Tessa reports to Chiara.\n- Amara works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Tessa works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1986.\n- Mateo reports to Hana.\n- Bruno works for Cedar Retail Group.\n- Priya reports to Dmitri.\n- Crescent Telecom was founded in 1996.\n- Helios Logistics was founded in 2000.\n- Mateo works for Helios Logistics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Callum works for Cedar Retail Group.\n- Felix works for Crescent Telecom.\n- Hana works for Vantage Air.\n- Helios Logistics is headquartered in Tallinn.\n- Felix reports to Bruno.\n- Anders works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Crescent Telecom is headquartered in Cork.\n- Lucia works for Helios Logistics.\n- Anders reports to Mateo.\n- Vantage Air was founded in 2006.\n- Callum reports to Priya.\n- Hana reports to Lucia.\n- Emeka reports to Felix.\n- Lucia reports to Callum.\n- Dmitri reports to Emeka.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18366", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2894: employee Viktor T., hired 02 July 2024, separated 08 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2026-2894 under the controlling rules.", "criteria": {"0": "$2,200", "1": "$8,000", "2": "$7,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Bruno.\n- Jonas reports to Nadia.\n- Bluepine Aviation is headquartered in Ghent.\n- Nadia reports to Deshawn.\n- Viktor works for Vantage Air.\n- Dmitri reports to Amara.\n- Amara works for Summit Energy.\n- Bruno reports to Viktor.\n- Summit Energy is headquartered in Malmo.\n- Atlas Freight is headquartered in Brno.\n- Atlas Freight was founded in 2005.\n- Viktor reports to Omar.\n- Jonas works for Summit Energy.\n- Omar works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Summit Energy was founded in 1987.\n- Bluepine Aviation was founded in 2015.\n- Vantage Air was founded in 1987.\n- Amara reports to Jonas.\n- Vantage Air is headquartered in Ghent.\n- Deshawn works for Bluepine Aviation.\n- Dmitri works for Vantage Air.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18368", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18369", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8128: employee Priya T., hired 28 September 2020, separated 27 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8128?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18370", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 November 2025): For employees hired on or after 26 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6018: employee Aisha B., hired 10 March 2023, separated 24 April 2027 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6018?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18371", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Jonas reports to Stefan.\n- Atlas Freight is headquartered in Austin.\n- Amara reports to Elena.\n- Helios Logistics is headquartered in Bergen.\n- Felix works for Atlas Freight.\n- Ingrid reports to Jonas.\n- Emeka reports to Yuki.\n- Lucia reports to Ingrid.\n- Atlas Freight was founded in 1992.\n- Mara works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Mara reports to Aisha.\n- Beacon Insurance was founded in 1999.\n- Elena reports to Emeka.\n- Yuki works for Helios Logistics.\n- Stefan reports to Felix.\n- Amara works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Sofia reports to Amara.\n- Crescent Telecom was founded in 1975.\n- Yuki reports to Lucia.\n- Lucia works for Crescent Telecom.\n- Emeka works for Beacon Insurance.\n- Helios Logistics was founded in 1996.\n- Beacon Insurance is headquartered in Leeds.\n- Sofia works for Atlas Freight.\n- Stefan works for Helios Logistics.\n- Aisha reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18373", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18374", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2792: employee Felix S., hired 06 September 2021, separated 08 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-2792 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$6,500", "2": "$5,600", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18375", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18376", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Stefan.\n- Pablo reports to Bruno.\n- Bruno reports to Dmitri.\n- Yuki works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Stefan works for Ironwood Manufacturing.\n- Hana reports to Mara.\n- Northwind Systems was founded in 1984.\n- Lattice Analytics was founded in 2007.\n- Priya reports to Pablo.\n- Tessa works for Lattice Analytics.\n- Northwind Systems is headquartered in Cork.\n- Dmitri works for Pinnacle Software.\n- Priya works for Northwind Systems.\n- Tessa reports to Lucia.\n- Lucia works for Northwind Systems.\n- Lattice Analytics is headquartered in Adelaide.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Stefan reports to Tessa.\n- Hana works for Pinnacle Software.\n- Yuki reports to Hana.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1993.\n- Dmitri reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Elena reports to Mateo.\n- Helios Logistics is headquartered in Turku.\n- Northwind Systems is headquartered in Austin.\n- Chiara reports to Stefan.\n- Bruno reports to Callum.\n- Summit Energy was founded in 1997.\n- Leila works for Northwind Systems.\n- Helios Logistics was founded in 1979.\n- Mateo works for Helios Logistics.\n- Callum works for Atlas Freight.\n- Chiara works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Omar reports to Bruno.\n- Leila reports to Elena.\n- Omar works for Northwind Systems.\n- Atlas Freight was founded in 1988.\n- Stefan reports to Leila.\n- Summit Energy is headquartered in Nagoya.\n- Mateo reports to Omar.\n- Elena works for Helios Logistics.\n- Northwind Systems was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Anders.\n- Ironwood Manufacturing was founded in 2010.\n- Anders works for Lattice Analytics.\n- Zoya works for Ironwood Manufacturing.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics was founded in 2002.\n- Elena reports to Pablo.\n- Stefan reports to Mara.\n- Tobias reports to Zoya.\n- Chiara works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Bluepine Aviation was founded in 2002.\n- Pablo reports to Emeka.\n- Viktor works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Bluepine Aviation is headquartered in Austin.\n- Pablo works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Emeka reports to Chiara.\n- Zoya reports to Elena.\n- Anders reports to Viktor.\n- Tobias works for Lattice Analytics.\n- Emeka works for Vantage Air.\n- Chiara reports to Dmitri.\n- Lattice Analytics is headquartered in Austin.\n- Omar works for Bluepine Aviation.\n- Vantage Air was founded in 1976.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mara reports to Tobias.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18380", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 41538 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18381", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Kenji.\n- Mateo reports to Chiara.\n- Nadia works for Ironwood Manufacturing.\n- Sofia reports to Pablo.\n- Mei reports to Nadia.\n- Kenji works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2005.\n- Sofia works for Helios Logistics.\n- Kenji reports to Mei.\n- Mateo works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Turku.\n- Meridian Bank was founded in 1996.\n- Chiara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1990.\n- Pablo works for Lattice Analytics.\n- Nadia reports to Leila.\n- Lattice Analytics was founded in 1988.\n- Lattice Analytics is headquartered in Adelaide.\n- Meridian Bank is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Leila reports to Mateo.\n- Leila works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18383", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7781: employee Lucia R., hired 07 October 2022, separated 23 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7781?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Kenji works for Pinnacle Software.\n- Yuki reports to Chiara.\n- Aisha reports to Mateo.\n- Pinnacle Software is headquartered in Valencia.\n- Mateo reports to Ingrid.\n- Yuki works for Atlas Freight.\n- Emeka reports to Yuki.\n- Felix works for Atlas Freight.\n- Meridian Bank is headquartered in Austin.\n- Hana reports to Aisha.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Atlas Freight is headquartered in Basel.\n- Cobalt Health is headquartered in Valencia.\n- Chiara works for Cobalt Health.\n- Pinnacle Software was founded in 1990.\n- Mateo works for Pinnacle Software.\n- Emeka works for Atlas Freight.\n- Ravi reports to Emeka.\n- Aisha works for Atlas Freight.\n- Chiara reports to Felix.\n- Cobalt Health was founded in 1998.\n- Atlas Freight was founded in 2007.\n- Sanne reports to Kenji.\n- Ingrid works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Kenji reports to Hana.\n- Wren reports to Ravi.\n- Felix reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Leila.\n- Nadia works for Vantage Air.\n- Ravi works for Crescent Telecom.\n- Felix works for Helios Logistics.\n- Nadia reports to Emeka.\n- Aisha reports to Lucia.\n- Vantage Air was founded in 2001.\n- Zoya works for Vantage Air.\n- Crescent Telecom is headquartered in Tallinn.\n- Callum works for Crescent Telecom.\n- Felix reports to Nadia.\n- Crescent Telecom was founded in 2011.\n- Leila reports to Pablo.\n- Lucia works for Crescent Telecom.\n- Meridian Bank is headquartered in Valencia.\n- Helios Logistics is headquartered in Tallinn.\n- Zoya reports to Aisha.\n- Pablo reports to Callum.\n- Lucia reports to Ravi.\n- Pablo works for Crescent Telecom.\n- Vantage Air is headquartered in Tallinn.\n- Helios Logistics was founded in 1975.\n- Emeka works for Meridian Bank.\n- Leila works for Helios Logistics.\n- Callum reports to Felix.\n- Aisha works for Helios Logistics.\n- Meridian Bank was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18386", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Priya works for Bluepine Aviation.\n- Viktor works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Bluepine Aviation is headquartered in Oslo.\n- Elena works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1978.\n- Fernhill Foods is headquartered in Oslo.\n- Atlas Freight is headquartered in Valencia.\n- Jonas reports to Viktor.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 1977.\n- Dmitri works for Bluepine Aviation.\n- Bruno works for Fernhill Foods.\n- Leila reports to Felix.\n- Jonas works for Bluepine Aviation.\n- Amara works for Cedar Retail Group.\n- Atlas Freight was founded in 1992.\n- Viktor reports to Bruno.\n- Pablo works for Fernhill Foods.\n- Wren reports to Elena.\n- Felix works for Cedar Retail Group.\n- Priya reports to Wren.\n- Leila works for Atlas Freight.\n- Fernhill Foods was founded in 1981.\n- Pablo reports to Amara.\n- Dmitri reports to Leila.\n- Ravi reports to Pablo.\n- Felix reports to Priya.\n- Amara reports to Dmitri.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18388", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18389", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4006: employee Omar K., hired 10 October 2021, separated 31 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4006?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18390", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1538: employee Deshawn K., hired 30 July 2024, separated 05 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1538?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Porto.\n- Ingrid works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Porto.\n- Nadia reports to Ravi.\n- Yuki reports to Bruno.\n- Bruno works for Northwind Systems.\n- Summit Energy is headquartered in Porto.\n- Ingrid reports to Nadia.\n- Tobias works for Bluepine Aviation.\n- Northwind Systems was founded in 1997.\n- Wren works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Halifax.\n- Wren reports to Yuki.\n- Mateo reports to Elena.\n- Bruno reports to Tobias.\n- Tobias reports to Mateo.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Elena works for Northwind Systems.\n- Yuki works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1978.\n- Elena reports to Anders.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Anders reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Helios Logistics was founded in 1999.\n- Tobias works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Aisha works for Cobalt Health.\n- Aisha reports to Leila.\n- Cobalt Health was founded in 2015.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Emeka reports to Mara.\n- Lattice Analytics is headquartered in Brno.\n- Leila works for Helios Logistics.\n- Callum works for Cobalt Health.\n- Mara reports to Omar.\n- Callum reports to Emeka.\n- Mara works for Helios Logistics.\n- Cobalt Health is headquartered in Brno.\n- Fernhill Foods was founded in 1980.\n- Amara works for Cobalt Health.\n- Leila reports to Amara.\n- Tobias reports to Zoya.\n- Kenji reports to Felix.\n- Priya works for Cobalt Health.\n- Felix reports to Callum.\n- Emeka works for Fernhill Foods.\n- Lattice Analytics was founded in 2007.\n- Priya reports to Kenji.\n- Amara reports to Priya.\n- Kenji works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Omar reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18393", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18394", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5348: employee Stefan K., hired 20 August 2021, separated 27 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5348?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18395", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18396", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5964: employee Pablo A., hired 28 April 2024, separated 10 March 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-5964 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$3,325", "2": "$7,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5964 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Aisha.\n- Vantage Air is headquartered in Halifax.\n- Helios Logistics was founded in 1993.\n- Sofia reports to Mateo.\n- Cobalt Health was founded in 1987.\n- Mateo reports to Felix.\n- Felix works for Cobalt Health.\n- Sofia works for Vantage Air.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha works for Cobalt Health.\n- Felix reports to Nadia.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Aisha reports to Dmitri.\n- Deshawn works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Deshawn reports to Sofia.\n- Dmitri works for Vantage Air.\n- Lattice Analytics was founded in 1980.\n- Nadia reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Helios Logistics is headquartered in Malmo.\n- Vantage Air was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Mateo works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Emeka reports to Sanne.\n- Tobias reports to Amara.\n- Beacon Insurance was founded in 1988.\n- Pinnacle Software is headquartered in Tallinn.\n- Jonas reports to Deshawn.\n- Cobalt Health was founded in 2000.\n- Pinnacle Software was founded in 2014.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias works for Cobalt Health.\n- Viktor reports to Mateo.\n- Mateo reports to Jonas.\n- Jonas works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Deshawn reports to Emeka.\n- Amara works for Beacon Insurance.\n- Deshawn works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Sanne reports to Tobias.\n- Ironwood Manufacturing was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Lucia.\n- Nadia works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Austin.\n- Emeka works for Ironwood Manufacturing.\n- Aisha reports to Hana.\n- Atlas Freight was founded in 1975.\n- Lucia reports to Nadia.\n- Emeka reports to Aisha.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1999.\n- Mei works for Ironwood Manufacturing.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Elena works for Ironwood Manufacturing.\n- Deshawn works for Atlas Freight.\n- Meridian Bank was founded in 2014.\n- Nadia reports to Elena.\n- Hana works for Ironwood Manufacturing.\n- Mei reports to Emeka.\n- Meridian Bank is headquartered in Austin.\n- Atlas Freight is headquartered in Halifax.\n- Hana reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18400", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Chiara reports to Tobias.\n- Chiara works for Summit Energy.\n- Tobias reports to Zoya.\n- Nadia works for Cedar Retail Group.\n- Zoya reports to Jonas.\n- Felix works for Cedar Retail Group.\n- Jonas works for Pinnacle Software.\n- Emeka reports to Felix.\n- Pinnacle Software is headquartered in Lyon.\n- Summit Energy was founded in 1977.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Pinnacle Software was founded in 1993.\n- Viktor reports to Stefan.\n- Nadia reports to Lucia.\n- Lattice Analytics was founded in 1987.\n- Zoya works for Pinnacle Software.\n- Lattice Analytics is headquartered in Nagoya.\n- Ingrid works for Summit Energy.\n- Lucia works for Summit Energy.\n- Dmitri reports to Viktor.\n- Ingrid reports to Chiara.\n- Dmitri works for Lattice Analytics.\n- Emeka works for Cedar Retail Group.\n- Summit Energy is headquartered in Nagoya.\n- Jonas reports to Nadia.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Emeka.\n- Cedar Retail Group was founded in 2003.\n- Lucia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18402", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9157: employee Ingrid B., hired 13 March 2024, separated 21 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-9157 under the controlling rules.", "criteria": {"0": "$4,385", "1": "$40,000", "2": "$9,231", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Tessa works for Helios Logistics.\n- Stefan reports to Deshawn.\n- Omar works for Beacon Insurance.\n- Ravi reports to Bruno.\n- Nadia works for Helios Logistics.\n- Deshawn works for Beacon Insurance.\n- Stefan works for Meridian Bank.\n- Beacon Insurance was founded in 1996.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Sofia reports to Leila.\n- Callum reports to Stefan.\n- Leila reports to Omar.\n- Northwind Systems is headquartered in Basel.\n- Bruno reports to Sofia.\n- Meridian Bank was founded in 2004.\n- Leila works for Helios Logistics.\n- Ravi works for Meridian Bank.\n- Deshawn reports to Tessa.\n- Callum works for Beacon Insurance.\n- Northwind Systems was founded in 2014.\n- Omar reports to Callum.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Tessa reports to Nadia.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18404", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18405", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18406", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18407", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 49106\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18408", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2214: employee Dmitri S., hired 15 October 2023, separated 17 December 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-2214 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$13,000", "2": "$3,000", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18409", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18410", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Amara.\n- Crescent Telecom was founded in 1976.\n- Felix reports to Nadia.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Aisha.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Summit Energy was founded in 1993.\n- Amara works for Crescent Telecom.\n- Atlas Freight was founded in 1988.\n- Deshawn reports to Mei.\n- Mateo reports to Deshawn.\n- Mei reports to Pablo.\n- Summit Energy is headquartered in Malmo.\n- Tessa reports to Felix.\n- Cedar Retail Group was founded in 1984.\n- Priya works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Oslo.\n- Nadia reports to Priya.\n- Aisha reports to Tessa.\n- Pablo reports to Sanne.\n- Aisha works for Summit Energy.\n- Nadia works for Crescent Telecom.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Amara reports to Mateo.\n- Sanne works for Cedar Retail Group.\n- Felix works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Pinnacle Software.\n- Atlas Freight was founded in 1981.\n- Ironwood Manufacturing was founded in 2004.\n- Wren works for Ironwood Manufacturing.\n- Ingrid reports to Anders.\n- Atlas Freight is headquartered in Turku.\n- Kenji works for Atlas Freight.\n- Nadia reports to Sofia.\n- Mara reports to Callum.\n- Anders reports to Lucia.\n- Zoya works for Atlas Freight.\n- Tessa works for Bluepine Aviation.\n- Omar reports to Wren.\n- Lucia works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Sofia reports to Omar.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa reports to Mara.\n- Ingrid works for Bluepine Aviation.\n- Pinnacle Software was founded in 2014.\n- Pinnacle Software is headquartered in Basel.\n- Omar works for Bluepine Aviation.\n- Zoya reports to Ingrid.\n- Nadia works for Pinnacle Software.\n- Wren reports to Zoya.\n- Callum works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Bergen.\n- Lucia reports to Tessa.\n- Callum reports to Kenji.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2009", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18413", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3206: employee Bruno B., hired 29 August 2020, separated 26 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3206?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18414", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1048: employee Nadia K., hired 09 February 2024, separated 10 February 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1048?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18415", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18416", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7660: employee Mara R., hired 10 June 2021, separated 04 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7660?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18417", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18418", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7807: employee Felix S., hired 09 October 2023, separated 08 October 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7807?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18419", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Zoya.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Cedar Retail Group was founded in 2005.\n- Bruno works for Crescent Telecom.\n- Anders reports to Emeka.\n- Wren works for Beacon Insurance.\n- Mateo reports to Nadia.\n- Helios Logistics was founded in 1993.\n- Zoya reports to Mei.\n- Nadia reports to Leila.\n- Felix works for Crescent Telecom.\n- Ingrid reports to Wren.\n- Mateo works for Crescent Telecom.\n- Felix reports to Anders.\n- Tobias works for Cedar Retail Group.\n- Anders works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Dunedin.\n- Helios Logistics is headquartered in Austin.\n- Leila works for Beacon Insurance.\n- Crescent Telecom was founded in 2008.\n- Mei reports to Tobias.\n- Wren reports to Mateo.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Austin.\n- Nadia works for Helios Logistics.\n- Bruno reports to Felix.\n- Mei works for Helios Logistics.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Aisha reports to Callum.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Bluepine Aviation was founded in 1979.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1998.\n- Beacon Insurance is headquartered in Porto.\n- Felix reports to Priya.\n- Aisha works for Lattice Analytics.\n- Priya reports to Mei.\n- Amara reports to Anders.\n- Callum reports to Felix.\n- Priya works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Mei reports to Mateo.\n- Beacon Insurance was founded in 2011.\n- Lattice Analytics is headquartered in Porto.\n- Zoya reports to Amara.\n- Mei works for Beacon Insurance.\n- Anders reports to Aisha.\n- Mateo reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18421", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4328: employee Leila M., hired 22 December 2024, separated 10 August 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-4328 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$4,673", "3": "$4,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2015.\n- Atlas Freight is headquartered in Austin.\n- Zoya works for Atlas Freight.\n- Stefan reports to Chiara.\n- Wren works for Summit Energy.\n- Fernhill Foods was founded in 1979.\n- Yuki works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Ingrid reports to Stefan.\n- Sanne reports to Ingrid.\n- Tobias reports to Leila.\n- Stefan works for Fernhill Foods.\n- Sofia works for Summit Energy.\n- Wren reports to Tobias.\n- Fernhill Foods is headquartered in Bergen.\n- Hana reports to Sanne.\n- Summit Energy is headquartered in Brno.\n- Pablo works for Atlas Freight.\n- Tobias works for Beacon Insurance.\n- Hana works for Summit Energy.\n- Sanne works for Atlas Freight.\n- Zoya reports to Pablo.\n- Pablo reports to Hana.\n- Leila works for Beacon Insurance.\n- Leila reports to Yuki.\n- Ingrid works for Fernhill Foods.\n- Yuki reports to Zoya.\n- Beacon Insurance is headquartered in Porto.\n- Summit Energy was founded in 2015.\n- Chiara reports to Sofia.\n- Atlas Freight was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18423", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5282: employee Pablo A., hired 07 May 2023, separated 06 September 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-5282 under the controlling rules.", "criteria": {"0": "$0", "1": "$8,667", "2": "$2,000", "3": "$1,950"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18424", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits", "4": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18425", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5528: employee Emeka S., hired 15 October 2022, separated 31 August 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5528?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18426", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 March 2025): For employees hired on or after 24 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5041: employee Pablo B., hired 14 May 2024, separated 13 November 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5041?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18427", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18428", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18429", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1985.\n- Ravi works for Helios Logistics.\n- Sanne reports to Pablo.\n- Helios Logistics is headquartered in Tallinn.\n- Pablo works for Cobalt Health.\n- Stefan works for Vantage Air.\n- Helios Logistics was founded in 2005.\n- Sofia works for Cobalt Health.\n- Deshawn reports to Stefan.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air is headquartered in Tallinn.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Deshawn.\n- Chiara works for Helios Logistics.\n- Chiara reports to Ravi.\n- Sofia reports to Chiara.\n- Lattice Analytics was founded in 2005.\n- Stefan reports to Sofia.\n- Cobalt Health is headquartered in Nagoya.\n- Sanne works for Cobalt Health.\n- Deshawn works for Vantage Air.\n- Ravi reports to Sanne.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Cobalt Health was founded in 1981.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Felix works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Felix reports to Tessa.\n- Lattice Analytics was founded in 2014.\n- Deshawn reports to Stefan.\n- Cobalt Health is headquartered in Tallinn.\n- Elena reports to Felix.\n- Priya reports to Elena.\n- Tessa reports to Mara.\n- Aisha works for Crescent Telecom.\n- Priya works for Cobalt Health.\n- Stefan works for Vantage Air.\n- Lattice Analytics is headquartered in Leeds.\n- Vantage Air is headquartered in Tallinn.\n- Mara reports to Deshawn.\n- Aisha reports to Priya.\n- Vantage Air was founded in 1984.\n- Crescent Telecom was founded in 2007.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18432", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8341: employee Tessa B., hired 21 September 2024, separated 04 October 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8341?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Helios Logistics was founded in 1976.\n- Helios Logistics is headquartered in Oslo.\n- Wren reports to Lucia.\n- Pinnacle Software was founded in 1999.\n- Deshawn works for Helios Logistics.\n- Amara works for Pinnacle Software.\n- Mara works for Beacon Insurance.\n- Cobalt Health was founded in 1996.\n- Wren works for Cobalt Health.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Porto.\n- Anders works for Beacon Insurance.\n- Mara reports to Wren.\n- Sanne reports to Amara.\n- Mateo works for Pinnacle Software.\n- Amara reports to Anders.\n- Cobalt Health is headquartered in Porto.\n- Mateo reports to Mara.\n- Anders reports to Deshawn.\n- Pinnacle Software is headquartered in Porto.\n- Beacon Insurance was founded in 1983.\n- Deshawn reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18434", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18435", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Yuki reports to Zoya.\n- Viktor works for Fernhill Foods.\n- Anders reports to Yuki.\n- Pablo works for Atlas Freight.\n- Sanne works for Beacon Insurance.\n- Ravi reports to Viktor.\n- Atlas Freight was founded in 2001.\n- Atlas Freight is headquartered in Tampere.\n- Amara reports to Sanne.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Yuki works for Beacon Insurance.\n- Northwind Systems was founded in 2009.\n- Northwind Systems is headquartered in Halifax.\n- Beacon Insurance was founded in 2002.\n- Beacon Insurance is headquartered in Halifax.\n- Anders works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Sofia reports to Pablo.\n- Stefan reports to Amara.\n- Ravi works for Northwind Systems.\n- Zoya reports to Stefan.\n- Amara works for Northwind Systems.\n- Pablo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18437", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18438", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7778: employee Nadia K., hired 21 January 2022, separated 16 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7778?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Summit Energy is headquartered in Valencia.\n- Atlas Freight is headquartered in Leeds.\n- Callum reports to Yuki.\n- Summit Energy was founded in 1998.\n- Yuki reports to Leila.\n- Fernhill Foods was founded in 2001.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Pablo reports to Stefan.\n- Mateo works for Helios Logistics.\n- Zoya reports to Callum.\n- Helios Logistics was founded in 1979.\n- Leila works for Helios Logistics.\n- Stefan reports to Sanne.\n- Mateo reports to Zoya.\n- Leila reports to Pablo.\n- Callum works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne works for Fernhill Foods.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18440", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2174: employee Wren B., hired 09 June 2024, separated 23 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2174?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18441", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 91555\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18442", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 79305 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "track_order", "3": "change_address", "4": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18443", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 November 2025): For employees hired on or after 14 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2355: employee Tessa T., hired 25 August 2022, separated 06 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2355?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18444", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18445", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Leeds.\n- Nadia reports to Aisha.\n- Nadia works for Cedar Retail Group.\n- Cobalt Health is headquartered in Oslo.\n- Callum works for Cedar Retail Group.\n- Sanne reports to Mara.\n- Callum reports to Ravi.\n- Aisha reports to Dmitri.\n- Mara reports to Leila.\n- Pinnacle Software was founded in 1999.\n- Cobalt Health was founded in 1991.\n- Ravi works for Crescent Telecom.\n- Leila reports to Sofia.\n- Pinnacle Software is headquartered in Leeds.\n- Cedar Retail Group was founded in 1986.\n- Ravi reports to Sanne.\n- Dmitri works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Sofia works for Cobalt Health.\n- Crescent Telecom was founded in 1975.\n- Cedar Retail Group is headquartered in Leeds.\n- Mara works for Cobalt Health.\n- Dmitri reports to Zoya.\n- Aisha works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Zoya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18447", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18448", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18449", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1451: employee Sofia T., hired 15 March 2021, separated 12 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1451?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18450", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Chiara.\n- Sanne works for Crescent Telecom.\n- Lucia reports to Tobias.\n- Crescent Telecom is headquartered in Turku.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1975.\n- Viktor works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Lucia works for Crescent Telecom.\n- Sanne reports to Viktor.\n- Chiara reports to Anders.\n- Callum works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Northwind Systems is headquartered in Oslo.\n- Anders reports to Sanne.\n- Tobias works for Bluepine Aviation.\n- Viktor reports to Felix.\n- Felix reports to Callum.\n- Bluepine Aviation was founded in 1994.\n- Crescent Telecom was founded in 2009.\n- Northwind Systems was founded in 1975.\n- Bluepine Aviation is headquartered in Dunedin.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18452", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8601: employee Jonas K., hired 23 February 2024, separated 08 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8601?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18453", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18454", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18455", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18456", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18457", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18458", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2975: employee Lucia K., hired 13 October 2022, separated 13 April 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-2975 under the controlling rules.", "criteria": {"0": "$16,226", "1": "$18,096", "2": "$16,096", "3": "$69,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18459", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18460", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5441: employee Wren K., hired 04 February 2023, separated 26 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5441?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Lyon.\n- Amara reports to Sofia.\n- Aisha works for Northwind Systems.\n- Summit Energy is headquartered in Lyon.\n- Aisha reports to Ravi.\n- Sofia reports to Chiara.\n- Ravi works for Summit Energy.\n- Northwind Systems is headquartered in Lyon.\n- Amara works for Crescent Telecom.\n- Felix reports to Yuki.\n- Mateo reports to Felix.\n- Elena works for Northwind Systems.\n- Northwind Systems was founded in 2001.\n- Crescent Telecom is headquartered in Lyon.\n- Chiara works for Cedar Retail Group.\n- Anders works for Northwind Systems.\n- Ravi reports to Mateo.\n- Cedar Retail Group was founded in 1995.\n- Felix works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Crescent Telecom was founded in 1979.\n- Elena reports to Aisha.\n- Yuki reports to Amara.\n- Yuki works for Summit Energy.\n- Anders reports to Elena.\n- Summit Energy was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1982", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18462", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18463", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8599: employee Sofia R., hired 21 September 2019, separated 12 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8599?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18464", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "report_outage", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18465", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18466", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5867: employee Felix A., hired 01 September 2020, separated 17 March 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-5867 under the controlling rules.", "criteria": {"0": "$19,654", "1": "$17,654", "2": "$76,500", "3": "$17,524"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sofia.\n- Helios Logistics was founded in 1994.\n- Pablo reports to Anders.\n- Vantage Air was founded in 2007.\n- Anders reports to Lucia.\n- Sofia works for Helios Logistics.\n- Leila reports to Yuki.\n- Kenji reports to Leila.\n- Lucia works for Cobalt Health.\n- Sofia reports to Jonas.\n- Lucia reports to Mara.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Mateo works for Pinnacle Software.\n- Anders works for Helios Logistics.\n- Pablo works for Pinnacle Software.\n- Jonas reports to Kenji.\n- Cobalt Health is headquartered in Austin.\n- Helios Logistics is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Kenji works for Cobalt Health.\n- Mateo reports to Pablo.\n- Pinnacle Software was founded in 1995.\n- Jonas works for Pinnacle Software.\n- Cobalt Health was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18468", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Mateo reports to Sofia.\n- Callum reports to Ravi.\n- Ravi reports to Chiara.\n- Mateo works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Sofia works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Viktor reports to Priya.\n- Chiara reports to Viktor.\n- Anders works for Bluepine Aviation.\n- Sofia reports to Felix.\n- Ironwood Manufacturing is headquartered in Turku.\n- Priya works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Kenji reports to Callum.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Kenji.\n- Ravi works for Cedar Retail Group.\n- Emeka reports to Mateo.\n- Ironwood Manufacturing was founded in 1998.\n- Bluepine Aviation is headquartered in Leeds.\n- Kenji works for Cobalt Health.\n- Leila reports to Emeka.\n- Cobalt Health is headquartered in Tampere.\n- Anders reports to Leila.\n- Chiara works for Bluepine Aviation.\n- Felix works for Cobalt Health.\n- Bluepine Aviation was founded in 2007.\n- Cobalt Health was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Emeka works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Anders works for Vantage Air.\n- Emeka reports to Callum.\n- Tobias works for Vantage Air.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2008.\n- Priya reports to Anders.\n- Lattice Analytics was founded in 1991.\n- Atlas Freight is headquartered in Tallinn.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Aisha reports to Tobias.\n- Atlas Freight was founded in 1999.\n- Callum reports to Aisha.\n- Ravi reports to Sofia.\n- Anders reports to Emeka.\n- Tobias reports to Ravi.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2006", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18471", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Wren.\n- Kenji reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Jonas.\n- Helios Logistics was founded in 1996.\n- Helios Logistics is headquartered in Tampere.\n- Leila reports to Anders.\n- Ironwood Manufacturing was founded in 1999.\n- Chiara works for Helios Logistics.\n- Jonas works for Ironwood Manufacturing.\n- Wren works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Austin.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Wren reports to Chiara.\n- Cedar Retail Group was founded in 1985.\n- Chiara reports to Kenji.\n- Lucia reports to Leila.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Anders works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 2012.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18473", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Bruno.\n- Bruno reports to Sanne.\n- Northwind Systems was founded in 1991.\n- Cedar Retail Group is headquartered in Porto.\n- Bluepine Aviation is headquartered in Bergen.\n- Zoya works for Northwind Systems.\n- Amara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1982.\n- Jonas reports to Pablo.\n- Omar works for Northwind Systems.\n- Jonas works for Helios Logistics.\n- Amara reports to Omar.\n- Cedar Retail Group was founded in 2002.\n- Aisha reports to Amara.\n- Aisha works for Northwind Systems.\n- Zoya reports to Aisha.\n- Helios Logistics was founded in 2008.\n- Bruno works for Bluepine Aviation.\n- Pablo reports to Zoya.\n- Northwind Systems is headquartered in Tallinn.\n- Sanne works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "1997", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18475", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3464: employee Callum S., hired 20 July 2023, separated 24 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3464?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18476", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1628: employee Jonas M., hired 02 August 2019, separated 12 January 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1628?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Elena works for Lattice Analytics.\n- Elena reports to Ingrid.\n- Lattice Analytics is headquartered in Brno.\n- Priya reports to Elena.\n- Fernhill Foods is headquartered in Halifax.\n- Fernhill Foods was founded in 2000.\n- Priya works for Ironwood Manufacturing.\n- Vantage Air was founded in 1987.\n- Felix works for Ironwood Manufacturing.\n- Aisha works for Lattice Analytics.\n- Nadia works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Amara works for Lattice Analytics.\n- Ingrid reports to Aisha.\n- Deshawn reports to Priya.\n- Ingrid works for Fernhill Foods.\n- Felix reports to Amara.\n- Aisha reports to Felix.\n- Ironwood Manufacturing was founded in 2006.\n- Vantage Air is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18478", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 February 2023): For employees hired on or after 19 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1565: employee Viktor T., hired 12 October 2020, separated 05 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1565?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18479", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18480", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18481", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2420: employee Aisha R., hired 12 December 2021, separated 17 December 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-2420 under the controlling rules.", "criteria": {"0": "$17,500", "1": "$19,500", "2": "$84,500", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1989.\n- Jonas reports to Ingrid.\n- Cedar Retail Group was founded in 1980.\n- Meridian Bank is headquartered in Oslo.\n- Sofia reports to Wren.\n- Cedar Retail Group is headquartered in Oslo.\n- Sofia works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1997.\n- Crescent Telecom is headquartered in Malmo.\n- Elena works for Cedar Retail Group.\n- Wren reports to Callum.\n- Ingrid works for Meridian Bank.\n- Zoya reports to Elena.\n- Aisha works for Meridian Bank.\n- Callum reports to Zoya.\n- Aisha reports to Sofia.\n- Wren works for Cedar Retail Group.\n- Crescent Telecom was founded in 2008.\n- Zoya works for Cedar Retail Group.\n- Callum works for Crescent Telecom.\n- Elena reports to Jonas.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1999.\n- Zoya reports to Callum.\n- Northwind Systems is headquartered in Cork.\n- Callum reports to Kenji.\n- Summit Energy is headquartered in Tallinn.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 1987.\n- Lattice Analytics was founded in 1986.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Chiara reports to Stefan.\n- Tessa reports to Anders.\n- Atlas Freight is headquartered in Cork.\n- Zoya works for Lattice Analytics.\n- Chiara works for Northwind Systems.\n- Anders works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Yuki reports to Tessa.\n- Stefan reports to Sanne.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 2012.\n- Sanne works for Atlas Freight.\n- Kenji works for Lattice Analytics.\n- Sanne reports to Zoya.\n- Anders reports to Priya.\n- Kenji reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18484", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6355: employee Anders S., hired 17 January 2022, separated 04 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6355?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18485", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 April 2023): For employees hired on or after 02 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7505: employee Priya A., hired 09 December 2022, separated 17 August 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-7505 under the controlling rules.", "criteria": {"0": "$2,423", "1": "$40,000", "2": "$9,231", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18486", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18487", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Nadia reports to Hana.\n- Northwind Systems is headquartered in Halifax.\n- Stefan reports to Priya.\n- Deshawn reports to Lucia.\n- Sanne reports to Stefan.\n- Ingrid reports to Amara.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Hana works for Lattice Analytics.\n- Lucia reports to Ingrid.\n- Crescent Telecom was founded in 2013.\n- Bruno works for Northwind Systems.\n- Amara reports to Sanne.\n- Jonas reports to Bruno.\n- Bruno reports to Viktor.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 1997.\n- Viktor works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Hana reports to Jonas.\n- Northwind Systems was founded in 1975.\n- Sanne works for Crescent Telecom.\n- Priya works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Jonas works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Crescent Telecom is headquartered in Austin.\n- Deshawn works for Lattice Analytics.\n- Priya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1973", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18489", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18490", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Felix works for Bluepine Aviation.\n- Amara reports to Mateo.\n- Helios Logistics was founded in 1978.\n- Tobias works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Vantage Air was founded in 2002.\n- Bluepine Aviation was founded in 1997.\n- Sanne works for Ironwood Manufacturing.\n- Viktor reports to Felix.\n- Chiara reports to Tobias.\n- Viktor works for Ironwood Manufacturing.\n- Mateo reports to Chiara.\n- Amara works for Vantage Air.\n- Felix reports to Emeka.\n- Emeka reports to Sanne.\n- Bluepine Aviation is headquartered in Basel.\n- Vantage Air is headquartered in Dunedin.\n- Mateo works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Chiara works for Vantage Air.\n- Emeka works for Bluepine Aviation.\n- Tobias reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18492", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 12 January 2023): For employees hired on or after 12 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7840: employee Nadia T., hired 10 August 2019, separated 12 July 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-7840 under the controlling rules.", "criteria": {"0": "$10,150", "1": "$43,983", "2": "$12,150", "3": "$10,238"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18493", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 April 2025): For employees hired on or after 24 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5701: employee Elena R., hired 01 December 2022, separated 08 December 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5701?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Northwind Systems.\n- Anders reports to Sanne.\n- Cobalt Health was founded in 1998.\n- Anders works for Cobalt Health.\n- Deshawn reports to Amara.\n- Omar reports to Anders.\n- Northwind Systems was founded in 2011.\n- Tessa works for Northwind Systems.\n- Pinnacle Software is headquartered in Valencia.\n- Sanne reports to Tessa.\n- Nadia reports to Omar.\n- Sanne works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Meridian Bank was founded in 2005.\n- Tessa reports to Mateo.\n- Deshawn works for Northwind Systems.\n- Amara reports to Stefan.\n- Pinnacle Software was founded in 2015.\n- Nadia works for Pinnacle Software.\n- Cobalt Health is headquartered in Lyon.\n- Stefan reports to Nadia.\n- Stefan works for Pinnacle Software.\n- Omar works for Cobalt Health.\n- Bruno reports to Deshawn.\n- Meridian Bank is headquartered in Basel.\n- Northwind Systems is headquartered in Valencia.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18495", "family": "intent_hardneg", "state": "Incoming support message:\n\"45033 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18496", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Sanne reports to Sofia.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Amara works for Crescent Telecom.\n- Hana works for Atlas Freight.\n- Amara reports to Emeka.\n- Crescent Telecom is headquartered in Lyon.\n- Vantage Air was founded in 1988.\n- Hana reports to Mateo.\n- Mateo reports to Mei.\n- Emeka works for Helios Logistics.\n- Crescent Telecom was founded in 1994.\n- Aisha reports to Amara.\n- Sofia reports to Mara.\n- Aisha works for Vantage Air.\n- Emeka reports to Sanne.\n- Sanne works for Vantage Air.\n- Sofia works for Vantage Air.\n- Atlas Freight is headquartered in Lyon.\n- Mara reports to Anders.\n- Helios Logistics was founded in 1996.\n- Anders works for Vantage Air.\n- Mei reports to Aisha.\n- Mateo works for Vantage Air.\n- Atlas Freight was founded in 2009.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18498", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 12840 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18499", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 December 2022): For employees hired on or after 19 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7293: employee Felix B., hired 05 October 2019, separated 15 April 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7293?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18500", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 98951 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Nadia.\n- Dmitri reports to Callum.\n- Fernhill Foods is headquartered in Brno.\n- Cobalt Health was founded in 1996.\n- Sofia works for Summit Energy.\n- Cobalt Health is headquartered in Valencia.\n- Hana reports to Dmitri.\n- Chiara works for Cobalt Health.\n- Stefan works for Summit Energy.\n- Chiara reports to Amara.\n- Atlas Freight was founded in 1993.\n- Amara works for Cobalt Health.\n- Amara reports to Hana.\n- Callum works for Summit Energy.\n- Dmitri works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Summit Energy is headquartered in Valencia.\n- Mei reports to Ravi.\n- Callum reports to Stefan.\n- Mei works for Summit Energy.\n- Nadia reports to Mei.\n- Fernhill Foods was founded in 2005.\n- Hana works for Cobalt Health.\n- Atlas Freight is headquartered in Tallinn.\n- Summit Energy was founded in 2011.\n- Nadia works for Cobalt Health.\n- Ravi reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18502", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18503", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18504", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9430: employee Zoya B., hired 17 June 2022, separated 09 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9430?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18505", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Elena.\n- Vantage Air is headquartered in Tallinn.\n- Elena works for Fernhill Foods.\n- Jonas works for Vantage Air.\n- Elena reports to Lucia.\n- Mara works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Deshawn reports to Stefan.\n- Dmitri works for Vantage Air.\n- Lattice Analytics is headquartered in Cork.\n- Mara reports to Priya.\n- Lucia works for Lattice Analytics.\n- Tessa reports to Sanne.\n- Fernhill Foods is headquartered in Cork.\n- Vantage Air was founded in 2015.\n- Tessa works for Vantage Air.\n- Sanne reports to Dmitri.\n- Atlas Freight was founded in 1984.\n- Jonas reports to Tessa.\n- Priya reports to Hana.\n- Priya works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Fernhill Foods was founded in 1988.\n- Sanne works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Deshawn works for Fernhill Foods.\n- Stefan reports to Jonas.\n- Lattice Analytics was founded in 1993.\n- Dmitri reports to Mara.\n- Stefan works for Fernhill Foods.\n- Lucia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18507", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8775: employee Viktor A., hired 25 May 2023, separated 27 December 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8775?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Fernhill Foods is headquartered in Dunedin.\n- Northwind Systems is headquartered in Tallinn.\n- Helios Logistics was founded in 1999.\n- Atlas Freight was founded in 1975.\n- Yuki reports to Felix.\n- Fernhill Foods was founded in 1975.\n- Elena works for Atlas Freight.\n- Pablo works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Elena reports to Yuki.\n- Kenji reports to Tobias.\n- Bruno reports to Elena.\n- Omar works for Northwind Systems.\n- Ravi reports to Bruno.\n- Felix works for Northwind Systems.\n- Ravi works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Bruno works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Sofia works for Helios Logistics.\n- Tobias reports to Pablo.\n- Zoya reports to Chiara.\n- Tobias works for Atlas Freight.\n- Chiara reports to Ravi.\n- Yuki works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Pablo reports to Zoya.\n- Felix reports to Sofia.\n- Omar reports to Kenji.\n- Northwind Systems was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18509", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18510", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5013: employee Mateo M., hired 11 August 2022, separated 28 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5013?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Callum reports to Omar.\n- Omar works for Vantage Air.\n- Anders reports to Dmitri.\n- Dmitri reports to Viktor.\n- Summit Energy is headquartered in Tallinn.\n- Anders works for Vantage Air.\n- Atlas Freight was founded in 2014.\n- Ironwood Manufacturing was founded in 1986.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1985.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Omar reports to Emeka.\n- Emeka reports to Lucia.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Zoya reports to Hana.\n- Lucia works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Callum works for Ironwood Manufacturing.\n- Vantage Air was founded in 2009.\n- Hana reports to Pablo.\n- Pablo reports to Callum.\n- Zoya works for Vantage Air.\n- Dmitri works for Atlas Freight.\n- Lucia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18512", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Tessa.\n- Cedar Retail Group was founded in 1993.\n- Leila works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Ingrid reports to Priya.\n- Jonas works for Vantage Air.\n- Emeka reports to Leila.\n- Helios Logistics was founded in 2011.\n- Meridian Bank was founded in 1997.\n- Pablo reports to Emeka.\n- Kenji works for Cedar Retail Group.\n- Deshawn reports to Aisha.\n- Vantage Air was founded in 1992.\n- Emeka works for Vantage Air.\n- Tobias works for Helios Logistics.\n- Aisha works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Leila reports to Kenji.\n- Vantage Air is headquartered in Tallinn.\n- Tessa reports to Chiara.\n- Priya reports to Tobias.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Priya works for Helios Logistics.\n- Jonas reports to Pablo.\n- Ingrid works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Chiara reports to Ingrid.\n- Aisha reports to Jonas.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18514", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18515", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Ghent.\n- Dmitri works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Atlas Freight was founded in 2008.\n- Deshawn reports to Aisha.\n- Meridian Bank was founded in 1990.\n- Mateo reports to Mei.\n- Aisha reports to Priya.\n- Amara works for Atlas Freight.\n- Amara reports to Dmitri.\n- Deshawn works for Summit Energy.\n- Mei reports to Yuki.\n- Dmitri reports to Ingrid.\n- Summit Energy was founded in 2005.\n- Meridian Bank is headquartered in Ghent.\n- Northwind Systems was founded in 2015.\n- Tobias works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Summit Energy is headquartered in Tampere.\n- Mei works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Mateo works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Ingrid works for Atlas Freight.\n- Ingrid reports to Tobias.\n- Yuki reports to Amara.\n- Northwind Systems is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18517", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2237: employee Yuki S., hired 14 February 2022, separated 13 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2237?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18518", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2628: employee Amara A., hired 06 March 2023, separated 20 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2628?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18519", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 72395, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18520", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 April 2023): For employees hired on or after 02 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2397: employee Jonas B., hired 27 September 2020, separated 18 October 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2397?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18521", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18522", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 48773 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants to cancel a placed order", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18523", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18524", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6832: employee Pablo K., hired 03 December 2020, separated 28 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6832?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Bluepine Aviation was founded in 1990.\n- Pablo reports to Leila.\n- Lattice Analytics was founded in 2000.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Lattice Analytics is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tampere.\n- Aisha works for Meridian Bank.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo reports to Ravi.\n- Mateo works for Meridian Bank.\n- Deshawn reports to Aisha.\n- Helios Logistics is headquartered in Tampere.\n- Leila reports to Mateo.\n- Helios Logistics was founded in 1983.\n- Dmitri reports to Deshawn.\n- Sanne reports to Dmitri.\n- Dmitri works for Lattice Analytics.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18526", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Nadia works for Ironwood Manufacturing.\n- Yuki reports to Ingrid.\n- Atlas Freight is headquartered in Bergen.\n- Zoya reports to Hana.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Callum works for Atlas Freight.\n- Pinnacle Software was founded in 2001.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Omar works for Pinnacle Software.\n- Zoya works for Atlas Freight.\n- Leila works for Pinnacle Software.\n- Hana reports to Callum.\n- Nadia reports to Yuki.\n- Sanne reports to Zoya.\n- Yuki works for Ironwood Manufacturing.\n- Viktor reports to Omar.\n- Ingrid reports to Viktor.\n- Leila reports to Nadia.\n- Crescent Telecom was founded in 1977.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Crescent Telecom is headquartered in Bergen.\n- Omar reports to Sanne.\n- Pinnacle Software is headquartered in Malmo.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18528", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8373: employee Mateo T., hired 15 May 2024, separated 04 May 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8373?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18529", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Lucia works for Summit Energy.\n- Dmitri works for Atlas Freight.\n- Priya reports to Chiara.\n- Bruno works for Beacon Insurance.\n- Ravi reports to Lucia.\n- Zoya reports to Ravi.\n- Beacon Insurance was founded in 2015.\n- Atlas Freight is headquartered in Porto.\n- Callum reports to Omar.\n- Summit Energy was founded in 1987.\n- Beacon Insurance is headquartered in Leeds.\n- Omar works for Beacon Insurance.\n- Atlas Freight was founded in 1993.\n- Chiara reports to Zoya.\n- Priya works for Beacon Insurance.\n- Lattice Analytics is headquartered in Porto.\n- Callum works for Beacon Insurance.\n- Summit Energy is headquartered in Leeds.\n- Yuki reports to Bruno.\n- Dmitri reports to Yuki.\n- Lattice Analytics was founded in 1998.\n- Zoya works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Omar reports to Priya.\n- Bruno reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18531", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 January 2023): For employees hired on or after 26 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9671: employee Aisha B., hired 28 November 2021, separated 29 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9671?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9671 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18532", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18533", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18534", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1396: employee Felix T., hired 09 August 2024, separated 18 April 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1396?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18535", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18536", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18537", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18538", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7076: employee Viktor S., hired 15 September 2021, separated 26 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7076?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18539", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 May 2023): For employees hired on or after 22 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2748: employee Anders K., hired 05 March 2022, separated 02 December 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2748?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Pablo.\n- Anders reports to Felix.\n- Wren works for Meridian Bank.\n- Priya works for Helios Logistics.\n- Kenji reports to Priya.\n- Mara works for Vantage Air.\n- Helios Logistics is headquartered in Austin.\n- Dmitri reports to Kenji.\n- Felix works for Helios Logistics.\n- Crescent Telecom was founded in 2002.\n- Wren reports to Mara.\n- Chiara works for Meridian Bank.\n- Felix reports to Dmitri.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Crescent Telecom is headquartered in Brno.\n- Chiara reports to Anders.\n- Kenji works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Meridian Bank was founded in 1992.\n- Pablo reports to Chiara.\n- Meridian Bank is headquartered in Ghent.\n- Priya reports to Mei.\n- Vantage Air is headquartered in Brno.\n- Anders works for Crescent Telecom.\n- Vantage Air was founded in 2004.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18541", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "play_music", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18542", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18543", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Leila works for Summit Energy.\n- Elena works for Summit Energy.\n- Priya works for Cobalt Health.\n- Chiara works for Vantage Air.\n- Mateo reports to Chiara.\n- Kenji works for Summit Energy.\n- Vantage Air is headquartered in Cork.\n- Cobalt Health is headquartered in Ghent.\n- Summit Energy was founded in 2004.\n- Chiara reports to Elena.\n- Amara works for Vantage Air.\n- Mateo works for Summit Energy.\n- Priya reports to Tobias.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health was founded in 1992.\n- Leila reports to Kenji.\n- Vantage Air was founded in 1999.\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji reports to Priya.\n- Tobias reports to Amara.\n- Amara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18545", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18546", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18547", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18548", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7241: employee Felix S., hired 14 July 2022, separated 03 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-7241 under the controlling rules.", "criteria": {"0": "$4,050", "1": "$6,000", "2": "$5,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18549", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-2 (VERSION 5, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7256: employee Hana B., hired 11 January 2021, separated 08 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7256?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18550", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_alarm", "2": "control_lights", "3": "send_message", "4": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18551", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8445: employee Chiara B., hired 08 January 2021, separated 31 October 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8445?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2009.\n- Felix reports to Sofia.\n- Mateo works for Pinnacle Software.\n- Tobias reports to Deshawn.\n- Bluepine Aviation is headquartered in Austin.\n- Mei works for Fernhill Foods.\n- Pinnacle Software was founded in 1975.\n- Mei reports to Zoya.\n- Amara works for Pinnacle Software.\n- Mateo reports to Priya.\n- Amara reports to Mateo.\n- Fernhill Foods was founded in 2012.\n- Deshawn reports to Felix.\n- Felix works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Zoya reports to Tobias.\n- Bluepine Aviation was founded in 1987.\n- Zoya works for Cedar Retail Group.\n- Dmitri reports to Amara.\n- Deshawn works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia reports to Dmitri.\n- Fernhill Foods is headquartered in Austin.\n- Sofia works for Fernhill Foods.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1970", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18553", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18554", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7296: employee Sanne R., hired 31 October 2021, separated 06 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7296?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Aisha.\n- Wren reports to Priya.\n- Wren works for Pinnacle Software.\n- Callum reports to Jonas.\n- Meridian Bank is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.\n- Crescent Telecom was founded in 1997.\n- Mara reports to Anders.\n- Hana reports to Mara.\n- Jonas works for Meridian Bank.\n- Lattice Analytics was founded in 2014.\n- Anders works for Meridian Bank.\n- Aisha works for Pinnacle Software.\n- Priya works for Meridian Bank.\n- Callum works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Jonas reports to Hana.\n- Lattice Analytics is headquartered in Basel.\n- Pinnacle Software was founded in 2002.\n- Hana works for Meridian Bank.\n- Pinnacle Software is headquartered in Valencia.\n- Aisha reports to Callum.\n- Meridian Bank was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18556", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1466: employee Tessa T., hired 29 August 2023, separated 11 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1466?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1466 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18557", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 June 2025): For employees hired on or after 13 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7097: employee Kenji T., hired 22 May 2022, separated 14 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-7097 under the controlling rules.", "criteria": {"0": "$11,423", "1": "$10,808", "2": "$11,308", "3": "$49,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18558", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Bruno.\n- Anders works for Atlas Freight.\n- Northwind Systems was founded in 2002.\n- Pinnacle Software was founded in 2013.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas works for Pinnacle Software.\n- Northwind Systems is headquartered in Tallinn.\n- Ravi works for Atlas Freight.\n- Mei reports to Mateo.\n- Atlas Freight was founded in 1978.\n- Elena works for Pinnacle Software.\n- Elena reports to Anders.\n- Bruno reports to Elena.\n- Omar reports to Mei.\n- Mateo works for Northwind Systems.\n- Mateo reports to Ravi.\n- Atlas Freight is headquartered in Lyon.\n- Vantage Air was founded in 1992.\n- Vantage Air is headquartered in Bergen.\n- Bruno works for Atlas Freight.\n- Anders reports to Jonas.\n- Omar works for Vantage Air.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18560", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Chiara.\n- Leila reports to Bruno.\n- Mei works for Helios Logistics.\n- Viktor works for Beacon Insurance.\n- Bruno reports to Ravi.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Oslo.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1982.\n- Bluepine Aviation was founded in 2003.\n- Ravi reports to Sofia.\n- Bruno works for Helios Logistics.\n- Deshawn reports to Kenji.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Valencia.\n- Kenji works for Bluepine Aviation.\n- Sofia reports to Viktor.\n- Leila works for Beacon Insurance.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Helios Logistics was founded in 2014.\n- Chiara works for Atlas Freight.\n- Chiara reports to Leila.\n- Atlas Freight was founded in 1976.\n- Kenji reports to Elena.\n- Mei reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Bruno.\n- Tessa works for Cobalt Health.\n- Lucia reports to Mateo.\n- Fernhill Foods was founded in 2003.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Jonas works for Fernhill Foods.\n- Bruno works for Cobalt Health.\n- Priya works for Fernhill Foods.\n- Sanne reports to Zoya.\n- Wren reports to Tessa.\n- Zoya reports to Ravi.\n- Cobalt Health was founded in 1992.\n- Elena works for Cobalt Health.\n- Wren works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Jonas reports to Wren.\n- Tessa reports to Sanne.\n- Zoya works for Meridian Bank.\n- Nadia reports to Jonas.\n- Nadia works for Fernhill Foods.\n- Lucia works for Cobalt Health.\n- Fernhill Foods is headquartered in Porto.\n- Crescent Telecom was founded in 1991.\n- Bruno reports to Nadia.\n- Cobalt Health is headquartered in Oslo.\n- Priya reports to Lucia.\n- Mateo works for Cobalt Health.\n- Ravi reports to Elena.\n- Crescent Telecom is headquartered in Tallinn.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18563", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 09 October 2025): For employees hired on or after 09 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3660: employee Emeka R., hired 19 July 2025, separated 28 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3660?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Leila.\n- Leila reports to Deshawn.\n- Felix works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Summit Energy is headquartered in Nagoya.\n- Felix reports to Nadia.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Bergen.\n- Nadia reports to Pablo.\n- Callum works for Bluepine Aviation.\n- Callum reports to Jonas.\n- Zoya reports to Felix.\n- Helios Logistics is headquartered in Nagoya.\n- Nadia works for Summit Energy.\n- Northwind Systems was founded in 1995.\n- Ravi works for Helios Logistics.\n- Leila works for Summit Energy.\n- Jonas works for Summit Energy.\n- Pablo works for Bluepine Aviation.\n- Helios Logistics was founded in 2005.\n- Jonas reports to Ravi.\n- Deshawn reports to Callum.\n- Summit Energy was founded in 1982.\n- Deshawn works for Helios Logistics.\n- Bluepine Aviation was founded in 1984.\n- Ravi reports to Viktor.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18565", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7878: employee Hana M., hired 19 February 2024, separated 22 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7878?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18566", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1991.\n- Leila works for Helios Logistics.\n- Elena reports to Mateo.\n- Bluepine Aviation is headquartered in Leeds.\n- Pinnacle Software is headquartered in Adelaide.\n- Summit Energy is headquartered in Leeds.\n- Helios Logistics is headquartered in Valencia.\n- Tessa reports to Zoya.\n- Zoya reports to Deshawn.\n- Elena works for Summit Energy.\n- Deshawn reports to Mara.\n- Wren works for Helios Logistics.\n- Kenji reports to Leila.\n- Pablo works for Helios Logistics.\n- Zoya works for Pinnacle Software.\n- Deshawn works for Bluepine Aviation.\n- Mara reports to Anders.\n- Aisha reports to Kenji.\n- Aisha works for Summit Energy.\n- Anders reports to Aisha.\n- Mateo reports to Wren.\n- Summit Energy was founded in 2005.\n- Anders works for Summit Energy.\n- Helios Logistics was founded in 1979.\n- Pinnacle Software was founded in 1993.\n- Tessa works for Pinnacle Software.\n- Mateo works for Bluepine Aviation.\n- Mara works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Wren reports to Pablo.\n- Leila reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1991", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18568", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9780: employee Wren T., hired 03 January 2021, separated 03 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9780?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18569", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9735: employee Dmitri K., hired 08 March 2022, separated 16 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9735?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18570", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9043: employee Kenji S., hired 11 April 2021, separated 09 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9043?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9043 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18571", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18572", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7746: employee Felix K., hired 14 January 2023, separated 19 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7746?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18573", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1985.\n- Stefan reports to Dmitri.\n- Stefan works for Bluepine Aviation.\n- Mateo reports to Ingrid.\n- Emeka works for Lattice Analytics.\n- Beacon Insurance is headquartered in Valencia.\n- Viktor reports to Bruno.\n- Kenji works for Bluepine Aviation.\n- Priya reports to Emeka.\n- Bluepine Aviation was founded in 2011.\n- Priya works for Beacon Insurance.\n- Sofia reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Bruno reports to Kenji.\n- Ingrid works for Beacon Insurance.\n- Cobalt Health was founded in 1976.\n- Lattice Analytics is headquartered in Austin.\n- Dmitri reports to Priya.\n- Anders works for Bluepine Aviation.\n- Sanne works for Cobalt Health.\n- Dmitri works for Bluepine Aviation.\n- Beacon Insurance was founded in 1994.\n- Bluepine Aviation is headquartered in Bergen.\n- Mateo works for Lattice Analytics.\n- Ingrid reports to Sanne.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Sanne reports to Sofia.\n- Bruno works for Cobalt Health.\n- Emeka reports to Mateo.\n- Anders reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18575", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Priya.\n- Dmitri works for Vantage Air.\n- Amara works for Vantage Air.\n- Mara works for Helios Logistics.\n- Vantage Air is headquartered in Basel.\n- Yuki works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Priya reports to Mara.\n- Tobias reports to Emeka.\n- Emeka reports to Anders.\n- Beacon Insurance is headquartered in Basel.\n- Emeka works for Fernhill Foods.\n- Hana works for Vantage Air.\n- Sanne reports to Ravi.\n- Anders reports to Yuki.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Priya works for Fernhill Foods.\n- Tobias works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Fernhill Foods is headquartered in Nagoya.\n- Beacon Insurance was founded in 1985.\n- Amara reports to Dmitri.\n- Vantage Air was founded in 1984.\n- Mara reports to Amara.\n- Dmitri reports to Tobias.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Ravi reports to Hana.\n- Helios Logistics was founded in 1982.\n- Yuki reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.\n- Helios Logistics was founded in 1998.\n- Leila reports to Mei.\n- Vantage Air was founded in 1998.\n- Mei works for Vantage Air.\n- Callum reports to Sanne.\n- Omar reports to Bruno.\n- Tessa reports to Sofia.\n- Lattice Analytics is headquartered in Brno.\n- Elena works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Sanne works for Helios Logistics.\n- Sanne reports to Leila.\n- Bruno reports to Tessa.\n- Sofia works for Crescent Telecom.\n- Elena reports to Callum.\n- Omar works for Vantage Air.\n- Bruno works for Crescent Telecom.\n- Helios Logistics is headquartered in Nagoya.\n- Crescent Telecom was founded in 1993.\n- Sofia reports to Elena.\n- Emeka reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18578", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18579", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3164: employee Leila M., hired 15 May 2022, separated 21 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3164?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18580", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Helios Logistics was founded in 1996.\n- Kenji works for Summit Energy.\n- Ingrid works for Vantage Air.\n- Mei reports to Ravi.\n- Vantage Air was founded in 2013.\n- Jonas works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Deshawn works for Summit Energy.\n- Viktor reports to Callum.\n- Summit Energy was founded in 2004.\n- Helios Logistics is headquartered in Valencia.\n- Summit Energy is headquartered in Valencia.\n- Beacon Insurance was founded in 1976.\n- Viktor works for Beacon Insurance.\n- Stefan reports to Kenji.\n- Callum works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Jonas reports to Deshawn.\n- Beacon Insurance is headquartered in Malmo.\n- Vantage Air is headquartered in Turku.\n- Mei works for Vantage Air.\n- Callum reports to Mei.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Stefan.\n- Kenji reports to Jonas.\n- Ingrid reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Yuki works for Summit Energy.\n- Chiara works for Summit Energy.\n- Deshawn reports to Kenji.\n- Anders works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Bruno works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Meridian Bank is headquartered in Adelaide.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Vantage Air was founded in 1992.\n- Pinnacle Software is headquartered in Lyon.\n- Summit Energy is headquartered in Adelaide.\n- Anders reports to Yuki.\n- Chiara reports to Bruno.\n- Bruno reports to Deshawn.\n- Pinnacle Software was founded in 2001.\n- Yuki reports to Elena.\n- Lucia works for Meridian Bank.\n- Lucia reports to Chiara.\n- Kenji works for Meridian Bank.\n- Elena reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18583", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 7, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2588: employee Ingrid A., hired 30 January 2021, separated 03 October 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2588?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1978.\n- Hana works for Atlas Freight.\n- Amara reports to Stefan.\n- Summit Energy is headquartered in Halifax.\n- Atlas Freight is headquartered in Valencia.\n- Lucia works for Vantage Air.\n- Zoya reports to Mara.\n- Vantage Air is headquartered in Halifax.\n- Lucia reports to Yuki.\n- Dmitri works for Atlas Freight.\n- Mara reports to Dmitri.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Hana reports to Zoya.\n- Yuki reports to Hana.\n- Sanne works for Cobalt Health.\n- Zoya works for Summit Energy.\n- Yuki works for Summit Energy.\n- Ravi reports to Amara.\n- Mara works for Atlas Freight.\n- Pablo reports to Lucia.\n- Stefan works for Cobalt Health.\n- Stefan reports to Sanne.\n- Ravi works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Dmitri reports to Ravi.\n- Cobalt Health is headquartered in Lyon.\n- Pablo works for Vantage Air.\n- Kenji reports to Pablo.\n- Atlas Freight was founded in 1982.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18585", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4176: employee Leila A., hired 25 August 2022, separated 23 December 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-4176 under the controlling rules.", "criteria": {"0": "$10,721", "1": "$12,851", "2": "$12,721", "3": "$55,125"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Stefan reports to Zoya.\n- Emeka works for Cedar Retail Group.\n- Lucia reports to Stefan.\n- Stefan works for Helios Logistics.\n- Pinnacle Software is headquartered in Oslo.\n- Zoya works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Austin.\n- Anders reports to Emeka.\n- Viktor reports to Anders.\n- Helios Logistics was founded in 2012.\n- Anders works for Pinnacle Software.\n- Sanne reports to Lucia.\n- Sanne works for Helios Logistics.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Emeka reports to Sanne.\n- Cedar Retail Group was founded in 1990.\n- Lucia works for Cedar Retail Group.\n- Zoya reports to Mei.\n- Helios Logistics is headquartered in Valencia.\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Meridian Bank is headquartered in Dunedin.\n- Ingrid reports to Wren.\n- Nadia reports to Leila.\n- Ingrid works for Meridian Bank.\n- Wren reports to Priya.\n- Leila reports to Ingrid.\n- Summit Energy was founded in 1995.\n- Cedar Retail Group is headquartered in Lyon.\n- Sofia works for Summit Energy.\n- Viktor works for Cedar Retail Group.\n- Sanne works for Meridian Bank.\n- Beacon Insurance was founded in 2001.\n- Priya works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Sofia reports to Viktor.\n- Sanne reports to Nadia.\n- Cedar Retail Group was founded in 1999.\n- Summit Energy is headquartered in Lyon.\n- Nadia works for Meridian Bank.\n- Viktor reports to Sanne.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18588", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mei.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Yuki reports to Leila.\n- Felix reports to Chiara.\n- Yuki works for Atlas Freight.\n- Northwind Systems is headquartered in Ghent.\n- Atlas Freight was founded in 2011.\n- Anders reports to Yuki.\n- Leila works for Helios Logistics.\n- Summit Energy is headquartered in Turku.\n- Mara works for Helios Logistics.\n- Tessa reports to Dmitri.\n- Aisha works for Atlas Freight.\n- Northwind Systems was founded in 2009.\n- Chiara works for Summit Energy.\n- Ravi works for Atlas Freight.\n- Tobias reports to Ravi.\n- Helios Logistics was founded in 1989.\n- Dmitri works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Summit Energy was founded in 2005.\n- Tobias works for Atlas Freight.\n- Ravi reports to Anders.\n- Mara reports to Aisha.\n- Helios Logistics is headquartered in Halifax.\n- Mei reports to Felix.\n- Aisha reports to Tobias.\n- Chiara reports to Tessa.\n- Felix works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18590", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18591", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5423: employee Elena T., hired 06 June 2024, separated 08 April 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5423?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5423 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18592", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Emeka reports to Mei.\n- Cobalt Health is headquartered in Dunedin.\n- Atlas Freight was founded in 1975.\n- Mei reports to Hana.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas reports to Emeka.\n- Northwind Systems is headquartered in Austin.\n- Cobalt Health was founded in 2006.\n- Deshawn reports to Pablo.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Hana reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Mei works for Cobalt Health.\n- Atlas Freight is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1983.\n- Emeka works for Ironwood Manufacturing.\n- Elena works for Atlas Freight.\n- Elena reports to Deshawn.\n- Pablo works for Cobalt Health.\n- Jonas works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Fernhill Foods was founded in 1996.\n- Stefan works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Beacon Insurance was founded in 2008.\n- Jonas works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Jonas reports to Anders.\n- Bluepine Aviation is headquartered in Porto.\n- Hana reports to Ravi.\n- Anders reports to Priya.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Stefan reports to Felix.\n- Priya reports to Kenji.\n- Beacon Insurance is headquartered in Cork.\n- Felix reports to Jonas.\n- Fernhill Foods is headquartered in Cork.\n- Ravi reports to Stefan.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18595", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3992: employee Mateo T., hired 15 July 2022, separated 10 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3992?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18596", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18597", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Helios Logistics was founded in 2010.\n- Zoya reports to Ingrid.\n- Helios Logistics is headquartered in Turku.\n- Chiara works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Summit Energy was founded in 1994.\n- Ingrid works for Helios Logistics.\n- Northwind Systems was founded in 1987.\n- Elena reports to Yuki.\n- Yuki reports to Dmitri.\n- Pinnacle Software was founded in 1984.\n- Pinnacle Software is headquartered in Tallinn.\n- Northwind Systems is headquartered in Turku.\n- Mara works for Helios Logistics.\n- Dmitri reports to Mara.\n- Zoya works for Northwind Systems.\n- Stefan reports to Chiara.\n- Yuki works for Northwind Systems.\n- Summit Energy is headquartered in Austin.\n- Mara reports to Stefan.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Amara reports to Wren.\n- Kenji works for Vantage Air.\n- Hana reports to Kenji.\n- Bluepine Aviation was founded in 1995.\n- Stefan reports to Amara.\n- Mara works for Bluepine Aviation.\n- Leila works for Summit Energy.\n- Hana works for Vantage Air.\n- Wren works for Vantage Air.\n- Northwind Systems was founded in 1992.\n- Leila reports to Viktor.\n- Viktor reports to Hana.\n- Amara works for Vantage Air.\n- Summit Energy was founded in 2014.\n- Kenji reports to Mara.\n- Callum works for Vantage Air.\n- Viktor works for Vantage Air.\n- Priya reports to Callum.\n- Bluepine Aviation is headquartered in Turku.\n- Summit Energy is headquartered in Tallinn.\n- Vantage Air was founded in 2001.\n- Callum reports to Stefan.\n- Priya works for Northwind Systems.\n- Wren reports to Leila.\n- Northwind Systems is headquartered in Tallinn.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Aisha.\n- Bluepine Aviation is headquartered in Tallinn.\n- Beacon Insurance was founded in 1989.\n- Jonas reports to Dmitri.\n- Ravi reports to Wren.\n- Bluepine Aviation was founded in 1993.\n- Beacon Insurance is headquartered in Valencia.\n- Emeka reports to Ravi.\n- Wren reports to Viktor.\n- Jonas works for Beacon Insurance.\n- Dmitri works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Halifax.\n- Amara works for Beacon Insurance.\n- Lattice Analytics was founded in 1997.\n- Vantage Air is headquartered in Tallinn.\n- Viktor works for Lattice Analytics.\n- Wren works for Beacon Insurance.\n- Vantage Air was founded in 1976.\n- Aisha reports to Amara.\n- Amara reports to Jonas.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18601", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "restart_service", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18602", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5445: employee Lucia T., hired 21 March 2022, separated 26 November 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5445?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18603", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18604", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Emeka.\n- Ironwood Manufacturing was founded in 1994.\n- Meridian Bank was founded in 1986.\n- Viktor reports to Deshawn.\n- Leila reports to Chiara.\n- Sofia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Basel.\n- Elena reports to Tobias.\n- Stefan works for Meridian Bank.\n- Tobias reports to Kenji.\n- Emeka reports to Leila.\n- Sofia reports to Elena.\n- Cedar Retail Group was founded in 2002.\n- Deshawn reports to Nadia.\n- Zoya reports to Stefan.\n- Deshawn works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Basel.\n- Zoya works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Elena works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Emeka works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.\n- Meridian Bank is headquartered in Lyon.\n- Chiara works for Cedar Retail Group.\n- Northwind Systems was founded in 2003.\n- Kenji works for Meridian Bank.\n- Stefan reports to Sofia.\n- Nadia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18606", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7506: employee Elena M., hired 18 January 2023, separated 27 April 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-7506 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$7,800", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Pablo.\n- Mara reports to Stefan.\n- Bruno works for Helios Logistics.\n- Stefan reports to Priya.\n- Priya works for Vantage Air.\n- Deshawn reports to Tobias.\n- Pablo reports to Mara.\n- Amara reports to Omar.\n- Helios Logistics is headquartered in Tallinn.\n- Amara works for Vantage Air.\n- Aisha reports to Deshawn.\n- Mara works for Helios Logistics.\n- Cedar Retail Group was founded in 1983.\n- Tobias works for Helios Logistics.\n- Beacon Insurance is headquartered in Dunedin.\n- Priya reports to Bruno.\n- Omar works for Beacon Insurance.\n- Vantage Air was founded in 2000.\n- Chiara reports to Amara.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1993.\n- Omar reports to Aisha.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki works for Vantage Air.\n- Chiara works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Vantage Air is headquartered in Dunedin.\n- Yuki reports to Chiara.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2004.\n- Hana works for Vantage Air.\n- Amara reports to Stefan.\n- Hana reports to Mara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Northwind Systems is headquartered in Malmo.\n- Stefan reports to Jonas.\n- Mara reports to Nadia.\n- Sanne reports to Hana.\n- Northwind Systems was founded in 2015.\n- Mara works for Vantage Air.\n- Jonas works for Meridian Bank.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Mei works for Northwind Systems.\n- Mei reports to Sanne.\n- Ironwood Manufacturing was founded in 1975.\n- Stefan works for Meridian Bank.\n- Nadia reports to Amara.\n- Meridian Bank was founded in 1995.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Nagoya.\n- Ravi works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Tobias reports to Bruno.\n- Lucia works for Summit Energy.\n- Bruno reports to Ravi.\n- Ingrid reports to Tessa.\n- Aisha reports to Tobias.\n- Crescent Telecom is headquartered in Cork.\n- Bluepine Aviation was founded in 2015.\n- Atlas Freight was founded in 2003.\n- Ingrid works for Summit Energy.\n- Ravi reports to Hana.\n- Tessa works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Atlas Freight is headquartered in Cork.\n- Crescent Telecom was founded in 1985.\n- Hana works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Lucia reports to Ingrid.\n- Mara works for Crescent Telecom.\n- Summit Energy was founded in 1981.\n- Mara reports to Lucia.\n- Hana reports to Felix.\n- Summit Energy is headquartered in Bergen.\n- Tessa reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18610", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18611", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9427: employee Yuki S., hired 19 July 2022, separated 03 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9427?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Emeka reports to Kenji.\n- Kenji works for Summit Energy.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Atlas Freight is headquartered in Turku.\n- Summit Energy was founded in 1987.\n- Stefan works for Beacon Insurance.\n- Elena works for Cedar Retail Group.\n- Beacon Insurance was founded in 1976.\n- Yuki reports to Emeka.\n- Felix works for Beacon Insurance.\n- Elena reports to Felix.\n- Atlas Freight was founded in 2009.\n- Stefan reports to Mateo.\n- Cedar Retail Group is headquartered in Turku.\n- Mateo reports to Yuki.\n- Hana works for Beacon Insurance.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Hana reports to Stefan.\n- Kenji reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18613", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18614", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5610: employee Kenji S., hired 03 August 2023, separated 25 September 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5610?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18615", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 January 2025): For employees hired on or after 28 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3496: employee Tessa K., hired 17 August 2022, separated 03 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-3496 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$5,400", "2": "$10,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tessa.\n- Stefan reports to Hana.\n- Yuki works for Crescent Telecom.\n- Amara works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Deshawn reports to Zoya.\n- Yuki reports to Aisha.\n- Aisha reports to Nadia.\n- Atlas Freight was founded in 1998.\n- Amara reports to Emeka.\n- Zoya works for Atlas Freight.\n- Crescent Telecom was founded in 1993.\n- Emeka reports to Yuki.\n- Felix reports to Amara.\n- Crescent Telecom is headquartered in Brno.\n- Deshawn works for Beacon Insurance.\n- Hana works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Leeds.\n- Pablo reports to Stefan.\n- Tessa works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Zoya reports to Felix.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Atlas Freight is headquartered in Turku.\n- Stefan works for Bluepine Aviation.\n- Aisha works for Beacon Insurance.\n- Tessa reports to Pablo.\n- Bluepine Aviation was founded in 2011.\n- Felix works for Crescent Telecom.\n- Beacon Insurance is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18617", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Priya works for Summit Energy.\n- Lattice Analytics was founded in 1984.\n- Viktor reports to Sanne.\n- Aisha works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Zoya reports to Lucia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana reports to Priya.\n- Priya reports to Aisha.\n- Zoya works for Cobalt Health.\n- Summit Energy is headquartered in Porto.\n- Lucia reports to Hana.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Bluepine Aviation was founded in 1989.\n- Sanne reports to Yuki.\n- Hana works for Summit Energy.\n- Aisha reports to Viktor.\n- Lattice Analytics is headquartered in Austin.\n- Cobalt Health is headquartered in Ghent.\n- Viktor works for Bluepine Aviation.\n- Summit Energy was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18619", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 September 2025): For employees hired on or after 11 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3662: employee Mei A., hired 13 January 2024, separated 29 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3662?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18621", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7035: employee Viktor B., hired 23 June 2023, separated 07 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7035?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Atlas Freight.\n- Lattice Analytics is headquartered in Basel.\n- Summit Energy is headquartered in Basel.\n- Mateo reports to Anders.\n- Anders reports to Sofia.\n- Deshawn reports to Yuki.\n- Nadia reports to Mateo.\n- Sofia works for Summit Energy.\n- Mateo works for Lattice Analytics.\n- Atlas Freight is headquartered in Austin.\n- Elena reports to Nadia.\n- Lattice Analytics was founded in 1990.\n- Anders works for Summit Energy.\n- Atlas Freight was founded in 1995.\n- Deshawn works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Halifax.\n- Cedar Retail Group was founded in 2002.\n- Yuki reports to Mara.\n- Sofia reports to Deshawn.\n- Elena works for Cedar Retail Group.\n- Summit Energy was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18623", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8105: employee Aisha A., hired 10 July 2021, separated 14 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8105?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18624", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5353: employee Omar A., hired 16 June 2024, separated 06 October 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5353?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18625", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Omar reports to Viktor.\n- Helios Logistics was founded in 2002.\n- Cedar Retail Group is headquartered in Malmo.\n- Pablo reports to Priya.\n- Deshawn reports to Omar.\n- Cedar Retail Group was founded in 1980.\n- Deshawn works for Helios Logistics.\n- Stefan reports to Pablo.\n- Viktor works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Crescent Telecom is headquartered in Malmo.\n- Viktor reports to Ravi.\n- Crescent Telecom was founded in 2015.\n- Helios Logistics is headquartered in Malmo.\n- Amara works for Cobalt Health.\n- Priya works for Helios Logistics.\n- Cobalt Health was founded in 1977.\n- Priya reports to Deshawn.\n- Omar works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Ravi reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18627", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18628", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5394: employee Elena R., hired 01 July 2021, separated 30 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5394?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5394 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18629", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Sofia.\n- Bluepine Aviation is headquartered in Austin.\n- Omar works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2005.\n- Omar reports to Sanne.\n- Mara reports to Pablo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Emeka reports to Mara.\n- Wren reports to Omar.\n- Emeka works for Vantage Air.\n- Sanne works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Deshawn reports to Emeka.\n- Deshawn works for Helios Logistics.\n- Stefan reports to Deshawn.\n- Sofia reports to Wren.\n- Pablo works for Bluepine Aviation.\n- Sofia works for Ironwood Manufacturing.\n- Vantage Air was founded in 2010.\n- Wren works for Ironwood Manufacturing.\n- Sanne reports to Zoya.\n- Helios Logistics was founded in 2004.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Bluepine Aviation was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Emeka.\n- Crescent Telecom was founded in 1983.\n- Bluepine Aviation was founded in 1984.\n- Bluepine Aviation is headquartered in Leeds.\n- Jonas works for Crescent Telecom.\n- Ingrid works for Fernhill Foods.\n- Mara reports to Leila.\n- Fernhill Foods was founded in 1978.\n- Ingrid reports to Tobias.\n- Helios Logistics was founded in 1999.\n- Jonas reports to Ingrid.\n- Mara works for Helios Logistics.\n- Emeka reports to Anders.\n- Tobias reports to Omar.\n- Tobias works for Fernhill Foods.\n- Emeka works for Crescent Telecom.\n- Anders reports to Jonas.\n- Anders works for Bluepine Aviation.\n- Helios Logistics is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Austin.\n- Leila works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18632", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18633", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18634", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18635", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18636", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18637", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18638", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 07 February 2023): For employees hired on or after 07 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1319: employee Mateo A., hired 21 July 2021, separated 21 March 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1319?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18639", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18640", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Summit Energy was founded in 2011.\n- Beacon Insurance was founded in 1985.\n- Amara works for Cedar Retail Group.\n- Lucia reports to Amara.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2004.\n- Ravi reports to Anders.\n- Elena reports to Lucia.\n- Elena works for Helios Logistics.\n- Anders works for Cedar Retail Group.\n- Summit Energy is headquartered in Austin.\n- Priya works for Cedar Retail Group.\n- Priya reports to Elena.\n- Hana reports to Felix.\n- Stefan works for Summit Energy.\n- Callum reports to Stefan.\n- Helios Logistics was founded in 1977.\n- Felix works for Summit Energy.\n- Felix reports to Callum.\n- Cedar Retail Group is headquartered in Bergen.\n- Helios Logistics is headquartered in Adelaide.\n- Callum works for Cedar Retail Group.\n- Viktor reports to Deshawn.\n- Beacon Insurance is headquartered in Bergen.\n- Hana works for Helios Logistics.\n- Ravi works for Summit Energy.\n- Viktor works for Helios Logistics.\n- Anders reports to Hana.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18642", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 01 December 2022): For employees hired on or after 01 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5014: employee Mateo S., hired 21 April 2021, separated 31 May 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5014?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18643", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4840: employee Sofia M., hired 06 May 2023, separated 25 July 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2025-4840 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$4,800", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18644", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 88547 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2005.\n- Lucia works for Beacon Insurance.\n- Pinnacle Software was founded in 1999.\n- Zoya works for Atlas Freight.\n- Sanne reports to Mara.\n- Beacon Insurance was founded in 1998.\n- Wren reports to Leila.\n- Leila works for Beacon Insurance.\n- Pinnacle Software is headquartered in Oslo.\n- Hana works for Pinnacle Software.\n- Pablo works for Atlas Freight.\n- Wren works for Helios Logistics.\n- Kenji reports to Yuki.\n- Tessa works for Pinnacle Software.\n- Yuki reports to Zoya.\n- Helios Logistics is headquartered in Dunedin.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Mara works for Beacon Insurance.\n- Kenji works for Atlas Freight.\n- Tessa reports to Pablo.\n- Hana reports to Wren.\n- Lucia reports to Hana.\n- Beacon Insurance is headquartered in Basel.\n- Mara reports to Lucia.\n- Ingrid works for Beacon Insurance.\n- Atlas Freight is headquartered in Oslo.\n- Pablo reports to Sanne.\n- Zoya reports to Tessa.\n- Leila reports to Ingrid.\n- Sanne works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1989.\n- Bluepine Aviation was founded in 1978.\n- Dmitri works for Bluepine Aviation.\n- Zoya works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya reports to Dmitri.\n- Tessa reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Priya reports to Tobias.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sofia works for Bluepine Aviation.\n- Ingrid reports to Zoya.\n- Sanne works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.\n- Viktor reports to Ingrid.\n- Elena reports to Tessa.\n- Tobias works for Meridian Bank.\n- Anders reports to Viktor.\n- Dmitri reports to Priya.\n- Priya works for Cedar Retail Group.\n- Sofia reports to Anders.\n- Ironwood Manufacturing was founded in 1982.\n- Sanne reports to Elena.\n- Meridian Bank is headquartered in Adelaide.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank was founded in 1986.\n- Wren reports to Sofia.\n- Anders works for Meridian Bank.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1985", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18647", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18648", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18649", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-3 (VERSION 7, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4579: employee Pablo S., hired 26 April 2021, separated 09 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4579?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18650", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Yuki reports to Callum.\n- Priya works for Atlas Freight.\n- Bluepine Aviation was founded in 2011.\n- Callum works for Ironwood Manufacturing.\n- Viktor works for Meridian Bank.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lucia reports to Yuki.\n- Dmitri reports to Priya.\n- Dmitri works for Bluepine Aviation.\n- Meridian Bank is headquartered in Malmo.\n- Meridian Bank was founded in 1997.\n- Atlas Freight is headquartered in Tampere.\n- Pablo reports to Viktor.\n- Yuki works for Atlas Freight.\n- Leila works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2006.\n- Viktor reports to Lucia.\n- Atlas Freight was founded in 1984.\n- Priya reports to Pablo.\n- Bluepine Aviation is headquartered in Tampere.\n- Leila reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18652", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18653", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4233: employee Kenji M., hired 06 April 2020, separated 08 November 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-4233 under the controlling rules.", "criteria": {"0": "$112,667", "1": "$27,600", "2": "$26,500", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tessa.\n- Aisha works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Zoya works for Cedar Retail Group.\n- Aisha reports to Wren.\n- Emeka reports to Sofia.\n- Sofia works for Helios Logistics.\n- Emeka works for Cedar Retail Group.\n- Atlas Freight is headquartered in Porto.\n- Zoya reports to Anders.\n- Kenji reports to Aisha.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 1993.\n- Deshawn works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Hana reports to Zoya.\n- Wren reports to Deshawn.\n- Anders works for Meridian Bank.\n- Nadia works for Helios Logistics.\n- Kenji works for Meridian Bank.\n- Tessa reports to Emeka.\n- Sofia reports to Hana.\n- Wren works for Helios Logistics.\n- Cedar Retail Group was founded in 1992.\n- Nadia reports to Sanne.\n- Tessa works for Atlas Freight.\n- Helios Logistics was founded in 2014.\n- Deshawn reports to Nadia.\n- Cedar Retail Group is headquartered in Porto.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1987", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18655", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Dunedin.\n- Zoya works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Leila reports to Callum.\n- Cobalt Health is headquartered in Lyon.\n- Omar works for Meridian Bank.\n- Bruno reports to Omar.\n- Sofia reports to Amara.\n- Meridian Bank was founded in 2014.\n- Callum reports to Mara.\n- Mara works for Cobalt Health.\n- Cedar Retail Group was founded in 2003.\n- Cedar Retail Group is headquartered in Nagoya.\n- Sanne reports to Stefan.\n- Sofia works for Meridian Bank.\n- Beacon Insurance was founded in 1976.\n- Amara works for Cobalt Health.\n- Zoya reports to Sanne.\n- Amara reports to Bruno.\n- Sanne works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Omar reports to Zoya.\n- Callum works for Cobalt Health.\n- Stefan reports to Leila.\n- Cobalt Health was founded in 1992.\n- Beacon Insurance is headquartered in Dunedin.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18657", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8430: employee Omar R., hired 15 September 2021, separated 08 October 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8430?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18658", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 December 2022): For employees hired on or after 29 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1996: employee Hana K., hired 29 January 2022, separated 05 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1996?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18659", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9898: employee Bruno S., hired 20 July 2021, separated 18 November 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9898?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18660", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Amara.\n- Aisha works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Cedar Retail Group was founded in 1994.\n- Chiara reports to Hana.\n- Aisha reports to Anders.\n- Meridian Bank is headquartered in Basel.\n- Cedar Retail Group is headquartered in Basel.\n- Vantage Air is headquartered in Dunedin.\n- Anders works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Beacon Insurance was founded in 1979.\n- Beacon Insurance is headquartered in Dunedin.\n- Vantage Air was founded in 2008.\n- Leila reports to Mara.\n- Chiara works for Cedar Retail Group.\n- Stefan works for Vantage Air.\n- Tobias reports to Ingrid.\n- Hana works for Vantage Air.\n- Amara works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Ingrid works for Meridian Bank.\n- Hana reports to Tobias.\n- Amara reports to Leila.\n- Mara reports to Zoya.\n- Stefan reports to Aisha.\n- Priya works for Meridian Bank.\n- Priya reports to Chiara.\n- Leila works for Vantage Air.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18662", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18663", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9563: employee Tobias S., hired 03 August 2021, separated 06 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9563?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Callum.\n- Crescent Telecom was founded in 2014.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum reports to Hana.\n- Atlas Freight is headquartered in Ghent.\n- Ingrid works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Yuki works for Crescent Telecom.\n- Dmitri works for Helios Logistics.\n- Leila reports to Dmitri.\n- Lucia reports to Leila.\n- Helios Logistics is headquartered in Valencia.\n- Dmitri reports to Tobias.\n- Tobias reports to Ingrid.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1989.\n- Bruno works for Helios Logistics.\n- Lucia works for Crescent Telecom.\n- Bruno reports to Yuki.\n- Hana reports to Lucia.\n- Callum works for Helios Logistics.\n- Hana works for Atlas Freight.\n- Ingrid reports to Bruno.\n- Leila works for Helios Logistics.\n- Atlas Freight was founded in 1997.\n- Helios Logistics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18665", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Viktor works for Summit Energy.\n- Viktor reports to Mara.\n- Elena reports to Kenji.\n- Priya works for Meridian Bank.\n- Kenji reports to Mateo.\n- Mara works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Cobalt Health was founded in 1980.\n- Cedar Retail Group is headquartered in Ghent.\n- Summit Energy was founded in 1978.\n- Dmitri reports to Elena.\n- Dmitri works for Cobalt Health.\n- Mei works for Cedar Retail Group.\n- Wren reports to Viktor.\n- Yuki reports to Mei.\n- Mei reports to Ingrid.\n- Mateo reports to Yuki.\n- Meridian Bank is headquartered in Tampere.\n- Summit Energy is headquartered in Cork.\n- Ingrid works for Meridian Bank.\n- Kenji works for Summit Energy.\n- Wren works for Summit Energy.\n- Mateo works for Meridian Bank.\n- Cobalt Health is headquartered in Tampere.\n- Meridian Bank was founded in 1987.\n- Cedar Retail Group was founded in 2003.\n- Mara reports to Dmitri.\n- Ingrid reports to Priya.\n- Hana reports to Wren.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18667", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18668", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5342: employee Chiara A., hired 23 May 2024, separated 18 November 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-5342 under the controlling rules.", "criteria": {"0": "$6,200", "1": "$5,700", "2": "$6,250", "3": "$26,867"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18669", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 February 2023): For employees hired on or after 02 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1931: employee Mei M., hired 10 July 2019, separated 23 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-1931 under the controlling rules.", "criteria": {"0": "$31,077", "1": "$29,077", "2": "$29,207", "3": "$126,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18670", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18671", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18672", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18673", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18674", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "controls lighting", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18675", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18676", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2000.\n- Bruno works for Ironwood Manufacturing.\n- Mateo works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2004.\n- Mateo reports to Bruno.\n- Kenji reports to Dmitri.\n- Kenji works for Cedar Retail Group.\n- Nadia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Ghent.\n- Nadia reports to Sanne.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Sanne reports to Kenji.\n- Pablo works for Ironwood Manufacturing.\n- Bruno reports to Nadia.\n- Dmitri reports to Sofia.\n- Dmitri works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Porto.\n- Cedar Retail Group was founded in 1975.\n- Northwind Systems was founded in 1994.\n- Pablo reports to Mateo.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18678", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 95026 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Chiara works for Atlas Freight.\n- Leila reports to Mateo.\n- Vantage Air is headquartered in Ghent.\n- Mateo reports to Bruno.\n- Mateo works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Aisha reports to Chiara.\n- Northwind Systems is headquartered in Cork.\n- Kenji reports to Aisha.\n- Yuki works for Atlas Freight.\n- Chiara reports to Dmitri.\n- Vantage Air was founded in 1997.\n- Viktor works for Beacon Insurance.\n- Wren works for Atlas Freight.\n- Mara reports to Kenji.\n- Bruno reports to Mara.\n- Leila works for Atlas Freight.\n- Viktor reports to Emeka.\n- Bruno works for Northwind Systems.\n- Wren reports to Viktor.\n- Atlas Freight is headquartered in Valencia.\n- Emeka reports to Yuki.\n- Atlas Freight was founded in 1979.\n- Dmitri works for Vantage Air.\n- Beacon Insurance was founded in 1991.\n- Aisha works for Beacon Insurance.\n- Dmitri reports to Wren.\n- Northwind Systems was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18680", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3073: employee Pablo K., hired 29 November 2021, separated 15 December 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3073?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18681", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18682", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2491: employee Lucia T., hired 21 June 2023, separated 22 October 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-2491 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,000", "2": "$17,333", "3": "$1,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Bruno works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Leila reports to Deshawn.\n- Kenji reports to Bruno.\n- Kenji works for Helios Logistics.\n- Ingrid reports to Leila.\n- Viktor works for Meridian Bank.\n- Helios Logistics is headquartered in Cork.\n- Viktor reports to Ingrid.\n- Helios Logistics was founded in 2003.\n- Lucia reports to Ravi.\n- Ravi works for Meridian Bank.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 1991.\n- Summit Energy is headquartered in Malmo.\n- Ingrid works for Helios Logistics.\n- Meridian Bank was founded in 2011.\n- Cedar Retail Group is headquartered in Ghent.\n- Cedar Retail Group was founded in 1978.\n- Deshawn reports to Kenji.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "1998", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Dmitri.\n- Ironwood Manufacturing was founded in 2008.\n- Pablo works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Pablo reports to Ingrid.\n- Jonas works for Lattice Analytics.\n- Northwind Systems is headquartered in Porto.\n- Lattice Analytics is headquartered in Dunedin.\n- Elena reports to Ravi.\n- Chiara works for Lattice Analytics.\n- Northwind Systems was founded in 2002.\n- Ingrid works for Lattice Analytics.\n- Chiara reports to Kenji.\n- Dmitri works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Ravi reports to Priya.\n- Priya works for Northwind Systems.\n- Summit Energy is headquartered in Adelaide.\n- Bruno reports to Pablo.\n- Kenji works for Summit Energy.\n- Mara reports to Bruno.\n- Jonas reports to Viktor.\n- Bruno works for Ironwood Manufacturing.\n- Kenji reports to Elena.\n- Summit Energy was founded in 1997.\n- Ingrid reports to Chiara.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Viktor reports to Mara.\n- Ironwood Manufacturing is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Porto", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18685", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Wren.\n- Omar works for Lattice Analytics.\n- Zoya reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Atlas Freight is headquartered in Oslo.\n- Bruno works for Fernhill Foods.\n- Lattice Analytics was founded in 1993.\n- Tessa works for Crescent Telecom.\n- Fernhill Foods was founded in 2014.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Leila.\n- Lattice Analytics is headquartered in Lyon.\n- Leila works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Bruno.\n- Leila reports to Ravi.\n- Bruno reports to Elena.\n- Nadia reports to Tessa.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Wren reports to Kenji.\n- Fernhill Foods is headquartered in Oslo.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Omar reports to Lucia.\n- Crescent Telecom was founded in 1997.\n- Kenji reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Omar.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18687", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7451: employee Elena R., hired 01 July 2023, separated 07 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7451?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18688", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "reports lost baggage", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18689", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Leila.\n- Emeka works for Atlas Freight.\n- Emeka reports to Felix.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Tessa works for Atlas Freight.\n- Beacon Insurance was founded in 2012.\n- Dmitri works for Ironwood Manufacturing.\n- Hana reports to Mara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Kenji works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Fernhill Foods is headquartered in Adelaide.\n- Dmitri reports to Tessa.\n- Felix reports to Bruno.\n- Sofia reports to Dmitri.\n- Priya works for Fernhill Foods.\n- Bruno reports to Priya.\n- Hana works for Beacon Insurance.\n- Mara reports to Sofia.\n- Atlas Freight is headquartered in Dunedin.\n- Fernhill Foods was founded in 2011.\n- Jonas reports to Kenji.\n- Jonas works for Beacon Insurance.\n- Felix works for Fernhill Foods.\n- Leila works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Leila reports to Hana.\n- Kenji reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18690", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to text someone", "3": "controls lighting", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Stefan.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance was founded in 1976.\n- Fernhill Foods is headquartered in Cork.\n- Tessa reports to Callum.\n- Atlas Freight was founded in 1982.\n- Leila reports to Tessa.\n- Beacon Insurance is headquartered in Porto.\n- Sanne works for Fernhill Foods.\n- Stefan reports to Leila.\n- Stefan works for Crescent Telecom.\n- Sanne reports to Tobias.\n- Crescent Telecom was founded in 1975.\n- Crescent Telecom is headquartered in Porto.\n- Fernhill Foods was founded in 2010.\n- Atlas Freight is headquartered in Bergen.\n- Tobias works for Beacon Insurance.\n- Emeka reports to Sanne.\n- Tessa works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Callum works for Crescent Telecom.\n- Tobias reports to Viktor.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1979", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Valencia.\n- Mei works for Ironwood Manufacturing.\n- Lucia reports to Yuki.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics was founded in 1981.\n- Elena reports to Wren.\n- Helios Logistics is headquartered in Valencia.\n- Mei reports to Chiara.\n- Wren reports to Aisha.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Aisha reports to Tessa.\n- Wren works for Helios Logistics.\n- Fernhill Foods was founded in 1988.\n- Ironwood Manufacturing was founded in 2008.\n- Emeka reports to Mei.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Aisha works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Yuki reports to Elena.\n- Chiara works for Cobalt Health.\n- Chiara reports to Ingrid.\n- Tessa works for Fernhill Foods.\n- Emeka works for Helios Logistics.\n- Tessa reports to Emeka.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18693", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5464: employee Callum R., hired 22 March 2022, separated 12 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5464?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18694", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_alarm", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Bruno works for Ironwood Manufacturing.\n- Chiara reports to Kenji.\n- Chiara works for Bluepine Aviation.\n- Dmitri reports to Chiara.\n- Bluepine Aviation was founded in 2009.\n- Vantage Air was founded in 1981.\n- Priya reports to Callum.\n- Callum reports to Bruno.\n- Mei works for Bluepine Aviation.\n- Kenji reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 1998.\n- Dmitri works for Bluepine Aviation.\n- Mateo works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Stefan reports to Mateo.\n- Stefan works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2009.\n- Callum works for Vantage Air.\n- Kenji works for Ironwood Manufacturing.\n- Mei reports to Dmitri.\n- Deshawn reports to Mei.\n- Bruno reports to Stefan.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18696", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18697", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 91366 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18698", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "book_flight", "4": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18699", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Mei works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Anders reports to Ingrid.\n- Tessa reports to Leila.\n- Fernhill Foods was founded in 1992.\n- Pinnacle Software was founded in 2014.\n- Omar works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Beacon Insurance is headquartered in Dunedin.\n- Beacon Insurance was founded in 1992.\n- Mei reports to Tessa.\n- Omar reports to Ravi.\n- Pinnacle Software is headquartered in Dunedin.\n- Dmitri works for Fernhill Foods.\n- Ravi reports to Anders.\n- Kenji works for Pinnacle Software.\n- Crescent Telecom was founded in 1980.\n- Chiara reports to Kenji.\n- Crescent Telecom is headquartered in Porto.\n- Tobias works for Fernhill Foods.\n- Tessa works for Beacon Insurance.\n- Fernhill Foods is headquartered in Nagoya.\n- Dmitri reports to Mei.\n- Chiara works for Fernhill Foods.\n- Leila reports to Mara.\n- Ingrid works for Fernhill Foods.\n- Mara reports to Tobias.\n- Anders works for Crescent Telecom.\n- Kenji reports to Omar.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2012", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18701", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18702", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18703", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 10374 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18704", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8753: employee Aisha K., hired 05 August 2021, separated 10 September 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-8753 under the controlling rules.", "criteria": {"0": "$15,966", "1": "$68,625", "2": "$15,337", "3": "$15,837"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18705", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18706", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18707", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18708", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18709", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18710", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18711", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 December 2025): For employees hired on or after 24 December 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9354: employee Mei S., hired 02 November 2023, separated 01 May 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9354?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18712", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18713", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1744: employee Ingrid K., hired 17 June 2021, separated 03 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-1744 under the controlling rules.", "criteria": {"0": "$41,600", "1": "$9,600", "2": "$11,600", "3": "$9,675"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Lyon.\n- Emeka reports to Stefan.\n- Tessa works for Lattice Analytics.\n- Amara reports to Callum.\n- Mara works for Atlas Freight.\n- Hana reports to Sofia.\n- Meridian Bank was founded in 1975.\n- Dmitri reports to Mara.\n- Amara works for Lattice Analytics.\n- Leila reports to Emeka.\n- Callum works for Meridian Bank.\n- Sofia works for Vantage Air.\n- Stefan works for Atlas Freight.\n- Vantage Air is headquartered in Austin.\n- Stefan reports to Dmitri.\n- Leila works for Vantage Air.\n- Bruno works for Vantage Air.\n- Mara reports to Amara.\n- Sofia reports to Bruno.\n- Vantage Air was founded in 1998.\n- Jonas reports to Tessa.\n- Tessa reports to Hana.\n- Meridian Bank is headquartered in Malmo.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2009.\n- Emeka works for Meridian Bank.\n- Lattice Analytics was founded in 1995.\n- Dmitri works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Callum reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18715", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1995.\n- Felix works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Emeka reports to Omar.\n- Bruno works for Vantage Air.\n- Lattice Analytics was founded in 2009.\n- Bruno reports to Chiara.\n- Vantage Air is headquartered in Tallinn.\n- Tessa works for Vantage Air.\n- Chiara reports to Tessa.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1978.\n- Elena reports to Mateo.\n- Tessa reports to Emeka.\n- Omar reports to Elena.\n- Lattice Analytics is headquartered in Nagoya.\n- Chiara works for Vantage Air.\n- Mateo works for Vantage Air.\n- Omar works for Meridian Bank.\n- Mateo reports to Felix.\n- Meridian Bank is headquartered in Tampere.\n- Vantage Air was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1988", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18718", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8067: employee Omar R., hired 13 December 2023, separated 23 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8067?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18719", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7249: employee Chiara B., hired 23 August 2021, separated 24 November 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7249?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Mei works for Vantage Air.\n- Callum reports to Yuki.\n- Jonas reports to Nadia.\n- Mei reports to Leila.\n- Vantage Air was founded in 2003.\n- Beacon Insurance is headquartered in Nagoya.\n- Amara works for Vantage Air.\n- Deshawn works for Fernhill Foods.\n- Vantage Air is headquartered in Halifax.\n- Zoya reports to Mei.\n- Beacon Insurance was founded in 1978.\n- Fernhill Foods was founded in 2008.\n- Leila reports to Deshawn.\n- Amara reports to Sofia.\n- Jonas works for Beacon Insurance.\n- Yuki reports to Jonas.\n- Atlas Freight was founded in 1980.\n- Sofia reports to Priya.\n- Fernhill Foods is headquartered in Halifax.\n- Sofia works for Beacon Insurance.\n- Priya works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Nadia works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Nadia reports to Zoya.\n- Atlas Freight is headquartered in Nagoya.\n- Yuki works for Beacon Insurance.\n- Anders reports to Callum.\n- Priya reports to Anders.\n- Zoya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18721", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2564: employee Wren T., hired 28 May 2023, separated 07 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2564?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2564 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Chiara reports to Yuki.\n- Jonas works for Northwind Systems.\n- Aisha reports to Callum.\n- Mei works for Northwind Systems.\n- Callum reports to Chiara.\n- Northwind Systems was founded in 1994.\n- Tobias works for Northwind Systems.\n- Bruno reports to Ravi.\n- Bluepine Aviation was founded in 1996.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Kenji reports to Mei.\n- Tobias reports to Viktor.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Aisha.\n- Meridian Bank is headquartered in Adelaide.\n- Bruno works for Ironwood Manufacturing.\n- Ravi reports to Jonas.\n- Mei reports to Elena.\n- Meridian Bank was founded in 2000.\n- Northwind Systems is headquartered in Ghent.\n- Elena reports to Tobias.\n- Kenji works for Meridian Bank.\n- Yuki reports to Bruno.\n- Callum works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1997.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor works for Ironwood Manufacturing.\n- Elena works for Meridian Bank.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18723", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18724", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7464: employee Tessa A., hired 08 June 2023, separated 03 November 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2025-7464 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$34,667", "2": "$8,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18725", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18726", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6154: employee Sanne S., hired 23 February 2023, separated 30 May 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-6154 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,000", "2": "$2,875", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Deshawn reports to Tessa.\n- Dmitri works for Helios Logistics.\n- Mateo reports to Deshawn.\n- Jonas works for Cobalt Health.\n- Kenji reports to Jonas.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 2005.\n- Helios Logistics was founded in 1990.\n- Cobalt Health is headquartered in Dunedin.\n- Bruno works for Crescent Telecom.\n- Leila reports to Ingrid.\n- Yuki reports to Mei.\n- Tessa works for Crescent Telecom.\n- Mara reports to Dmitri.\n- Kenji works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1981.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tessa reports to Mara.\n- Leila works for Crescent Telecom.\n- Bruno reports to Yuki.\n- Deshawn works for Crescent Telecom.\n- Ingrid reports to Bruno.\n- Mateo works for Helios Logistics.\n- Mei reports to Mateo.\n- Mara works for Cobalt Health.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 2014.\n- Mei works for Ironwood Manufacturing.\n- Dmitri reports to Kenji.\n- Helios Logistics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Aisha works for Lattice Analytics.\n- Vantage Air was founded in 1987.\n- Anders works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Emeka reports to Jonas.\n- Emeka works for Lattice Analytics.\n- Zoya reports to Amara.\n- Jonas works for Beacon Insurance.\n- Aisha reports to Mara.\n- Amara works for Vantage Air.\n- Jonas reports to Anders.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Bluepine Aviation is headquartered in Basel.\n- Amara reports to Stefan.\n- Lattice Analytics is headquartered in Brno.\n- Stefan reports to Aisha.\n- Mara reports to Emeka.\n- Vantage Air is headquartered in Tallinn.\n- Beacon Insurance was founded in 1981.\n- Zoya works for Beacon Insurance.\n- Lattice Analytics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18729", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 May 2023): For employees hired on or after 01 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5498: employee Ingrid M., hired 19 October 2021, separated 11 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5498?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1990.\n- Sofia reports to Lucia.\n- Yuki works for Crescent Telecom.\n- Dmitri reports to Mateo.\n- Sanne reports to Ravi.\n- Omar works for Helios Logistics.\n- Yuki reports to Emeka.\n- Crescent Telecom is headquartered in Austin.\n- Helios Logistics is headquartered in Bergen.\n- Nadia reports to Dmitri.\n- Elena reports to Yuki.\n- Crescent Telecom was founded in 1994.\n- Lucia reports to Nadia.\n- Pinnacle Software was founded in 2003.\n- Ravi works for Pinnacle Software.\n- Elena works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Sofia works for Meridian Bank.\n- Mateo reports to Elena.\n- Ravi reports to Omar.\n- Mateo works for Pinnacle Software.\n- Emeka reports to Deshawn.\n- Meridian Bank is headquartered in Bergen.\n- Lucia works for Pinnacle Software.\n- Omar reports to Sofia.\n- Emeka works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Sanne works for Meridian Bank.\n- Pinnacle Software is headquartered in Basel.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18731", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Aisha.\n- Aisha works for Meridian Bank.\n- Tessa works for Northwind Systems.\n- Crescent Telecom is headquartered in Cork.\n- Zoya reports to Leila.\n- Aisha reports to Amara.\n- Northwind Systems is headquartered in Porto.\n- Meridian Bank is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Nagoya.\n- Leila reports to Nadia.\n- Crescent Telecom was founded in 2014.\n- Amara reports to Zoya.\n- Felix works for Meridian Bank.\n- Northwind Systems was founded in 2014.\n- Emeka works for Crescent Telecom.\n- Meridian Bank was founded in 1986.\n- Chiara works for Pinnacle Software.\n- Emeka reports to Lucia.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Felix.\n- Leila works for Meridian Bank.\n- Nadia reports to Emeka.\n- Zoya works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Amara works for Meridian Bank.\n- Felix reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18733", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18734", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6555: employee Bruno S., hired 02 May 2024, separated 16 April 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-6555 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$3,750", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6555 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18735", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18736", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Nadia.\n- Callum reports to Leila.\n- Callum works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Nadia reports to Dmitri.\n- Sofia reports to Bruno.\n- Summit Energy is headquartered in Tallinn.\n- Yuki works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Northwind Systems was founded in 1991.\n- Wren works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Mateo works for Lattice Analytics.\n- Northwind Systems is headquartered in Bergen.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1975.\n- Deshawn works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Lattice Analytics is headquartered in Tallinn.\n- Stefan reports to Sofia.\n- Dmitri works for Ironwood Manufacturing.\n- Leila reports to Wren.\n- Yuki reports to Stefan.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lattice Analytics was founded in 2011.\n- Mateo reports to Yuki.\n- Bruno reports to Omar.\n- Wren reports to Mateo.\n- Deshawn reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18738", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Ghent.\n- Viktor reports to Ravi.\n- Cedar Retail Group was founded in 2011.\n- Tobias reports to Callum.\n- Meridian Bank is headquartered in Adelaide.\n- Callum works for Crescent Telecom.\n- Anders works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Priya reports to Deshawn.\n- Priya works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Ghent.\n- Lattice Analytics was founded in 1988.\n- Callum reports to Emeka.\n- Emeka reports to Viktor.\n- Meridian Bank was founded in 1976.\n- Deshawn works for Crescent Telecom.\n- Tobias works for Lattice Analytics.\n- Ravi reports to Anders.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Crescent Telecom was founded in 1986.\n- Deshawn reports to Tobias.\n- Emeka works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18740", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18741", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18742", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5734: employee Mei S., hired 27 February 2024, separated 13 July 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2025-5734 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,750", "2": "$500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2010.\n- Cobalt Health is headquartered in Leeds.\n- Lucia works for Meridian Bank.\n- Fernhill Foods was founded in 2003.\n- Cobalt Health was founded in 2015.\n- Yuki reports to Elena.\n- Nadia reports to Lucia.\n- Meridian Bank is headquartered in Lyon.\n- Callum reports to Bruno.\n- Callum works for Summit Energy.\n- Chiara reports to Ravi.\n- Fernhill Foods is headquartered in Leeds.\n- Ravi reports to Callum.\n- Aisha works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Elena reports to Tobias.\n- Lucia reports to Aisha.\n- Tobias works for Cobalt Health.\n- Aisha reports to Chiara.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Emeka works for Cobalt Health.\n- Meridian Bank was founded in 1987.\n- Elena works for Fernhill Foods.\n- Emeka reports to Amara.\n- Tobias reports to Emeka.\n- Yuki works for Summit Energy.\n- Nadia works for Fernhill Foods.\n- Amara reports to Nadia.\n- Ravi works for Meridian Bank.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18744", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5217: employee Nadia M., hired 25 April 2021, separated 31 August 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5217?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18745", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Atlas Freight was founded in 2009.\n- Meridian Bank was founded in 1986.\n- Pablo reports to Ingrid.\n- Pinnacle Software is headquartered in Leeds.\n- Felix works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Anders works for Fernhill Foods.\n- Pinnacle Software was founded in 1987.\n- Meridian Bank is headquartered in Bergen.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara reports to Yuki.\n- Zoya works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Ingrid reports to Hana.\n- Atlas Freight is headquartered in Bergen.\n- Pablo works for Fernhill Foods.\n- Wren reports to Mara.\n- Zoya reports to Felix.\n- Priya works for Pinnacle Software.\n- Hana reports to Zoya.\n- Wren works for Atlas Freight.\n- Felix reports to Priya.\n- Anders reports to Sanne.\n- Sanne reports to Wren.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1985.\n- Priya reports to Chiara.\n- Mara reports to Pablo.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18747", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18748", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2442: employee Mara T., hired 18 June 2024, separated 18 September 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-2442 under the controlling rules.", "criteria": {"0": "$4,312", "1": "$5,000", "2": "$4,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18749", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1792: employee Kenji K., hired 12 June 2021, separated 19 January 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1792?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18750", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Basel.\n- Sofia works for Meridian Bank.\n- Pablo reports to Lucia.\n- Lattice Analytics was founded in 1997.\n- Cedar Retail Group was founded in 1984.\n- Lattice Analytics is headquartered in Brno.\n- Omar reports to Kenji.\n- Lucia reports to Mateo.\n- Zoya works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2003.\n- Lucia works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Sofia reports to Pablo.\n- Meridian Bank was founded in 2015.\n- Pablo works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Brno.\n- Mateo works for Bluepine Aviation.\n- Zoya reports to Nadia.\n- Kenji works for Cedar Retail Group.\n- Nadia reports to Sofia.\n- Nadia works for Bluepine Aviation.\n- Mateo reports to Omar.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Yuki.\n- Mara works for Summit Energy.\n- Ravi reports to Wren.\n- Summit Energy was founded in 2015.\n- Anders reports to Stefan.\n- Ironwood Manufacturing was founded in 2011.\n- Cobalt Health was founded in 1977.\n- Dmitri works for Summit Energy.\n- Wren works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Ingrid works for Summit Energy.\n- Yuki works for Vantage Air.\n- Lucia works for Cobalt Health.\n- Ingrid reports to Ravi.\n- Summit Energy is headquartered in Adelaide.\n- Yuki reports to Anders.\n- Vantage Air was founded in 1990.\n- Wren reports to Dmitri.\n- Lucia reports to Mara.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Anders works for Summit Energy.\n- Mara reports to Tobias.\n- Tobias reports to Ingrid.\n- Bruno reports to Lucia.\n- Stefan reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Halifax.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18753", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 59787, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18754", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5525: employee Wren R., hired 22 September 2020, separated 08 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5525?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Sanne works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2000.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics was founded in 1988.\n- Zoya reports to Sanne.\n- Bluepine Aviation is headquartered in Tampere.\n- Viktor works for Lattice Analytics.\n- Cobalt Health was founded in 1987.\n- Hana reports to Zoya.\n- Hana works for Cedar Retail Group.\n- Leila reports to Viktor.\n- Yuki reports to Jonas.\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas reports to Deshawn.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Viktor reports to Callum.\n- Deshawn works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.\n- Callum works for Cedar Retail Group.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Yuki.\n- Cobalt Health is headquartered in Lyon.\n- Deshawn reports to Elena.\n- Elena reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18756", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6062: employee Leila R., hired 29 May 2021, separated 03 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-6062 under the controlling rules.", "criteria": {"0": "$27,733", "1": "$6,400", "2": "$5,400", "3": "$6,450"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18757", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2888: employee Tobias B., hired 08 January 2024, separated 08 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2888?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Oslo.\n- Stefan works for Northwind Systems.\n- Hana reports to Stefan.\n- Leila works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Vantage Air was founded in 2000.\n- Tessa works for Meridian Bank.\n- Jonas reports to Bruno.\n- Bruno works for Vantage Air.\n- Tessa reports to Aisha.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2008.\n- Leila reports to Tessa.\n- Kenji works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Meridian Bank was founded in 1980.\n- Mateo reports to Kenji.\n- Ironwood Manufacturing was founded in 1989.\n- Sanne reports to Hana.\n- Bruno reports to Mateo.\n- Elena reports to Jonas.\n- Aisha reports to Sanne.\n- Stefan reports to Elena.\n- Meridian Bank is headquartered in Malmo.\n- Emeka works for Meridian Bank.\n- Emeka reports to Leila.\n- Jonas works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18759", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5144: employee Chiara S., hired 23 January 2023, separated 31 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5144?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5144 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1996.\n- Mei reports to Emeka.\n- Fernhill Foods is headquartered in Malmo.\n- Elena reports to Chiara.\n- Emeka reports to Hana.\n- Chiara reports to Bruno.\n- Bruno reports to Felix.\n- Emeka works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Halifax.\n- Bluepine Aviation was founded in 2004.\n- Priya reports to Mei.\n- Bluepine Aviation is headquartered in Halifax.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Hana reports to Elena.\n- Elena works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Hana works for Fernhill Foods.\n- Felix works for Bluepine Aviation.\n- Beacon Insurance was founded in 2008.\n- Chiara works for Bluepine Aviation.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18762", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2701: employee Hana A., hired 29 June 2021, separated 20 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2701?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18763", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18764", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18765", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4260: employee Chiara M., hired 02 January 2024, separated 01 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4260?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2008.\n- Vantage Air is headquartered in Brno.\n- Deshawn reports to Nadia.\n- Omar reports to Jonas.\n- Jonas reports to Elena.\n- Kenji reports to Sofia.\n- Sofia works for Cobalt Health.\n- Beacon Insurance was founded in 1979.\n- Viktor works for Beacon Insurance.\n- Nadia reports to Priya.\n- Sofia reports to Viktor.\n- Stefan reports to Kenji.\n- Viktor reports to Deshawn.\n- Northwind Systems was founded in 1995.\n- Hana reports to Omar.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Bruno reports to Stefan.\n- Deshawn works for Vantage Air.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena works for Beacon Insurance.\n- Nadia works for Vantage Air.\n- Bruno works for Beacon Insurance.\n- Priya reports to Hana.\n- Stefan works for Beacon Insurance.\n- Northwind Systems is headquartered in Adelaide.\n- Omar works for Vantage Air.\n- Jonas works for Northwind Systems.\n- Hana works for Vantage Air.\n- Priya works for Vantage Air.\n- Cobalt Health was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18767", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6463: employee Lucia A., hired 06 February 2022, separated 13 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6463?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2014.\n- Nadia works for Beacon Insurance.\n- Wren reports to Ingrid.\n- Mateo works for Beacon Insurance.\n- Meridian Bank was founded in 2012.\n- Kenji reports to Wren.\n- Bruno reports to Mateo.\n- Deshawn works for Beacon Insurance.\n- Ingrid works for Vantage Air.\n- Mara works for Meridian Bank.\n- Kenji works for Vantage Air.\n- Beacon Insurance was founded in 2014.\n- Mateo reports to Kenji.\n- Deshawn reports to Nadia.\n- Nadia reports to Mara.\n- Helios Logistics is headquartered in Turku.\n- Vantage Air was founded in 1976.\n- Meridian Bank is headquartered in Adelaide.\n- Ingrid reports to Deshawn.\n- Wren works for Meridian Bank.\n- Beacon Insurance is headquartered in Austin.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18769", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Tobias.\n- Omar works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Mateo works for Bluepine Aviation.\n- Lucia works for Summit Energy.\n- Sofia reports to Mara.\n- Sofia works for Summit Energy.\n- Pablo works for Summit Energy.\n- Mei works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Omar reports to Mateo.\n- Mateo reports to Amara.\n- Tobias reports to Omar.\n- Amara reports to Elena.\n- Bluepine Aviation is headquartered in Porto.\n- Summit Energy is headquartered in Porto.\n- Atlas Freight was founded in 1999.\n- Elena reports to Yuki.\n- Atlas Freight is headquartered in Malmo.\n- Bluepine Aviation was founded in 2004.\n- Pablo reports to Mei.\n- Yuki reports to Lucia.\n- Mara works for Summit Energy.\n- Meridian Bank is headquartered in Malmo.\n- Summit Energy was founded in 1998.\n- Mara reports to Pablo.\n- Dmitri works for Meridian Bank.\n- Amara works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Mei reports to Dmitri.\n- Meridian Bank was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18771", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8818: employee Dmitri M., hired 15 August 2022, separated 19 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8818?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18772", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 08 June 2025): For employees hired on or after 08 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3148: employee Ravi T., hired 30 January 2022, separated 04 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3148?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18773", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18774", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Pablo.\n- Ingrid works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.\n- Hana reports to Anders.\n- Dmitri works for Pinnacle Software.\n- Sofia reports to Priya.\n- Atlas Freight was founded in 1994.\n- Ingrid reports to Callum.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Pablo reports to Stefan.\n- Hana works for Summit Energy.\n- Ironwood Manufacturing was founded in 1991.\n- Stefan reports to Kenji.\n- Priya works for Summit Energy.\n- Callum reports to Dmitri.\n- Sofia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.\n- Kenji works for Summit Energy.\n- Callum works for Pinnacle Software.\n- Kenji reports to Sofia.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Pablo works for Ironwood Manufacturing.\n- Anders reports to Ingrid.\n- Summit Energy was founded in 1995.\n- Pinnacle Software was founded in 1985.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1990", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Fernhill Foods is headquartered in Brno.\n- Cedar Retail Group is headquartered in Halifax.\n- Beacon Insurance was founded in 1996.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 1986.\n- Deshawn reports to Viktor.\n- Tobias reports to Kenji.\n- Mei works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Beacon Insurance is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Fernhill Foods.\n- Amara works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Helios Logistics was founded in 2000.\n- Mei reports to Tessa.\n- Wren reports to Tobias.\n- Amara reports to Wren.\n- Kenji works for Helios Logistics.\n- Tessa reports to Deshawn.\n- Cedar Retail Group was founded in 1981.\n- Helios Logistics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1984", "2": "1981", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Meridian Bank is headquartered in Austin.\n- Tobias works for Fernhill Foods.\n- Mara reports to Omar.\n- Atlas Freight is headquartered in Austin.\n- Leila works for Atlas Freight.\n- Omar reports to Tobias.\n- Ingrid reports to Leila.\n- Omar works for Atlas Freight.\n- Mei works for Meridian Bank.\n- Mara works for Atlas Freight.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Mei.\n- Chiara works for Fernhill Foods.\n- Yuki works for Meridian Bank.\n- Wren reports to Emeka.\n- Meridian Bank was founded in 1993.\n- Tobias reports to Pablo.\n- Fernhill Foods was founded in 2005.\n- Pablo works for Atlas Freight.\n- Yuki reports to Wren.\n- Helios Logistics is headquartered in Ghent.\n- Atlas Freight was founded in 2001.\n- Pablo reports to Yuki.\n- Mei reports to Mara.\n- Emeka reports to Ingrid.\n- Ingrid works for Meridian Bank.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics was founded in 1982.\n- Chiara reports to Dmitri.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18778", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18779", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 May 2025): For employees hired on or after 28 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4119: employee Wren M., hired 28 June 2023, separated 21 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4119?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18780", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 October 2025): For employees hired on or after 12 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9487: employee Mei K., hired 24 May 2023, separated 27 February 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9487?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18781", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1942: employee Pablo S., hired 12 August 2022, separated 28 August 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1942?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18782", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18783", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Mara reports to Wren.\n- Hana reports to Omar.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1981.\n- Helios Logistics was founded in 1994.\n- Chiara works for Pinnacle Software.\n- Yuki reports to Pablo.\n- Pablo reports to Mara.\n- Ingrid reports to Emeka.\n- Hana works for Pinnacle Software.\n- Callum works for Ironwood Manufacturing.\n- Omar reports to Mei.\n- Helios Logistics is headquartered in Lyon.\n- Anders reports to Chiara.\n- Emeka works for Ironwood Manufacturing.\n- Callum reports to Hana.\n- Anders works for Ironwood Manufacturing.\n- Wren reports to Callum.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Wren works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Chiara reports to Ingrid.\n- Beacon Insurance is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2010.\n- Beacon Insurance was founded in 1979.\n- Yuki works for Pinnacle Software.\n- Mei reports to Anders.\n- Pablo works for Pinnacle Software.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18785", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Pinnacle Software was founded in 1994.\n- Nadia works for Bluepine Aviation.\n- Mateo works for Pinnacle Software.\n- Mei reports to Viktor.\n- Summit Energy is headquartered in Halifax.\n- Mei works for Helios Logistics.\n- Viktor reports to Mateo.\n- Helios Logistics was founded in 1991.\n- Mateo reports to Nadia.\n- Bluepine Aviation was founded in 1987.\n- Pinnacle Software is headquartered in Halifax.\n- Zoya reports to Pablo.\n- Viktor works for Helios Logistics.\n- Zoya works for Bluepine Aviation.\n- Felix reports to Mei.\n- Helios Logistics is headquartered in Lyon.\n- Summit Energy was founded in 2014.\n- Emeka works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Lyon.\n- Felix works for Helios Logistics.\n- Pablo reports to Emeka.\n- Nadia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18787", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18788", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9416: employee Tessa S., hired 21 February 2021, separated 29 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9416?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18789", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 20 February 2025): For employees hired on or after 20 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1722: employee Kenji K., hired 27 August 2022, separated 07 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1722?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1722 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18790", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18791", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6881: employee Bruno M., hired 09 December 2023, separated 06 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6881?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18792", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Beacon Insurance was founded in 2012.\n- Beacon Insurance is headquartered in Austin.\n- Jonas works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Leila works for Beacon Insurance.\n- Hana reports to Anders.\n- Leila reports to Zoya.\n- Zoya reports to Hana.\n- Summit Energy was founded in 2005.\n- Amara reports to Callum.\n- Lucia works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Lucia reports to Jonas.\n- Yuki works for Summit Energy.\n- Callum reports to Wren.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Wren works for Cedar Retail Group.\n- Jonas reports to Amara.\n- Anders reports to Yuki.\n- Tobias reports to Lucia.\n- Pinnacle Software is headquartered in Ghent.\n- Ravi reports to Tobias.\n- Wren reports to Leila.\n- Zoya works for Pinnacle Software.\n- Cedar Retail Group was founded in 2007.\n- Cedar Retail Group is headquartered in Austin.\n- Tobias works for Cedar Retail Group.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18794", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 23 May 2025): For employees hired on or after 23 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8693: employee Wren A., hired 13 March 2024, separated 11 October 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8693?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18795", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Ravi reports to Stefan.\n- Zoya works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1997.\n- Ravi works for Pinnacle Software.\n- Jonas reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tampere.\n- Priya reports to Amara.\n- Lucia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1984.\n- Aisha reports to Pablo.\n- Stefan works for Crescent Telecom.\n- Amara works for Pinnacle Software.\n- Beacon Insurance was founded in 1977.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lucia reports to Priya.\n- Jonas works for Beacon Insurance.\n- Pinnacle Software was founded in 1991.\n- Pinnacle Software is headquartered in Tampere.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Jonas.\n- Zoya reports to Viktor.\n- Kenji reports to Lucia.\n- Stefan reports to Mateo.\n- Crescent Telecom is headquartered in Dunedin.\n- Pablo reports to Ravi.\n- Pablo works for Pinnacle Software.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Sanne.\n- Vantage Air is headquartered in Turku.\n- Fernhill Foods was founded in 1996.\n- Wren works for Meridian Bank.\n- Priya works for Vantage Air.\n- Priya reports to Omar.\n- Stefan works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Dunedin.\n- Vantage Air was founded in 1976.\n- Meridian Bank is headquartered in Tallinn.\n- Sanne reports to Leila.\n- Callum works for Fernhill Foods.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Cedar Retail Group is headquartered in Cork.\n- Ravi works for Vantage Air.\n- Dmitri reports to Emeka.\n- Sofia works for Vantage Air.\n- Kenji reports to Stefan.\n- Emeka works for Fernhill Foods.\n- Stefan reports to Callum.\n- Emeka reports to Ravi.\n- Leila works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Ravi reports to Wren.\n- Leila reports to Dmitri.\n- Omar works for Vantage Air.\n- Sofia reports to Kenji.\n- Meridian Bank was founded in 2014.\n- Kenji works for Fernhill Foods.\n- Callum reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18798", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 66268\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Leila works for Cedar Retail Group.\n- Dmitri works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Dmitri reports to Nadia.\n- Chiara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1995.\n- Atlas Freight was founded in 1989.\n- Zoya works for Pinnacle Software.\n- Callum reports to Omar.\n- Sanne reports to Callum.\n- Nadia works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Elena reports to Viktor.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2014.\n- Omar reports to Zoya.\n- Viktor works for Cedar Retail Group.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 2013.\n- Bruno reports to Leila.\n- Zoya reports to Dmitri.\n- Atlas Freight is headquartered in Leeds.\n- Elena works for Atlas Freight.\n- Lucia works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Lucia reports to Sanne.\n- Pinnacle Software is headquartered in Bergen.\n- Viktor reports to Chiara.\n- Leila reports to Elena.\n- Chiara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1999.\n- Dmitri works for Bluepine Aviation.\n- Ingrid works for Summit Energy.\n- Callum works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Summit Energy is headquartered in Malmo.\n- Zoya reports to Pablo.\n- Bluepine Aviation was founded in 2014.\n- Mara reports to Felix.\n- Anders works for Cobalt Health.\n- Anders reports to Ingrid.\n- Pinnacle Software was founded in 1985.\n- Felix works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Callum reports to Zoya.\n- Zoya works for Cobalt Health.\n- Bluepine Aviation is headquartered in Ghent.\n- Pablo works for Summit Energy.\n- Pablo reports to Anders.\n- Cobalt Health is headquartered in Ghent.\n- Felix reports to Dmitri.\n- Dmitri reports to Callum.\n- Summit Energy was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1988", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18801", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18802", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 96242 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18803", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18804", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7726: employee Stefan S., hired 13 October 2019, separated 20 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7726?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7726 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18805", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Mei works for Cedar Retail Group.\n- Chiara works for Northwind Systems.\n- Sofia reports to Elena.\n- Priya works for Fernhill Foods.\n- Northwind Systems was founded in 1977.\n- Mateo reports to Tobias.\n- Mara works for Northwind Systems.\n- Mateo works for Cedar Retail Group.\n- Deshawn works for Cobalt Health.\n- Fernhill Foods was founded in 1982.\n- Northwind Systems is headquartered in Turku.\n- Elena works for Cobalt Health.\n- Elena reports to Mara.\n- Cobalt Health was founded in 1995.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Deshawn.\n- Pablo works for Cedar Retail Group.\n- Tobias reports to Priya.\n- Ingrid reports to Chiara.\n- Fernhill Foods is headquartered in Dunedin.\n- Chiara reports to Mateo.\n- Pablo reports to Ingrid.\n- Sofia works for Cedar Retail Group.\n- Mei reports to Sofia.\n- Cedar Retail Group was founded in 1996.\n- Mara reports to Dmitri.\n- Deshawn reports to Pablo.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18807", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18808", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4927: employee Ravi A., hired 08 April 2024, separated 07 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4927?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18809", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1845: employee Priya B., hired 28 June 2021, separated 03 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-1845 under the controlling rules.", "criteria": {"0": "$58,500", "1": "$13,630", "2": "$12,500", "3": "$13,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18810", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1283: employee Sanne S., hired 21 January 2023, separated 06 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1283?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1983.\n- Northwind Systems is headquartered in Lyon.\n- Meridian Bank was founded in 1995.\n- Northwind Systems was founded in 2015.\n- Deshawn works for Northwind Systems.\n- Meridian Bank is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka reports to Mara.\n- Omar works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.\n- Yuki works for Ironwood Manufacturing.\n- Wren works for Beacon Insurance.\n- Leila works for Meridian Bank.\n- Leila reports to Ravi.\n- Deshawn reports to Bruno.\n- Yuki reports to Omar.\n- Amara reports to Deshawn.\n- Bruno reports to Emeka.\n- Mara works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Ravi reports to Wren.\n- Emeka works for Ironwood Manufacturing.\n- Mara reports to Leila.\n- Wren reports to Yuki.\n- Ravi works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18812", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18813", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 59474\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18814", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Elena reports to Priya.\n- Chiara reports to Elena.\n- Summit Energy is headquartered in Malmo.\n- Priya reports to Bruno.\n- Elena works for Atlas Freight.\n- Summit Energy was founded in 1993.\n- Bluepine Aviation is headquartered in Leeds.\n- Priya works for Bluepine Aviation.\n- Ravi reports to Zoya.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Leila reports to Ravi.\n- Amara works for Fernhill Foods.\n- Chiara works for Bluepine Aviation.\n- Dmitri reports to Chiara.\n- Fernhill Foods is headquartered in Leeds.\n- Dmitri works for Atlas Freight.\n- Ravi works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Lucia reports to Amara.\n- Leila works for Summit Energy.\n- Zoya reports to Dmitri.\n- Fernhill Foods was founded in 1990.\n- Atlas Freight is headquartered in Malmo.\n- Amara reports to Leila.\n- Atlas Freight was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Bruno.\n- Amara reports to Mara.\n- Bluepine Aviation was founded in 1992.\n- Mara works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1988.\n- Ironwood Manufacturing is headquartered in Basel.\n- Atlas Freight was founded in 2015.\n- Stefan works for Ironwood Manufacturing.\n- Wren reports to Ravi.\n- Helios Logistics was founded in 2003.\n- Atlas Freight is headquartered in Basel.\n- Ravi reports to Aisha.\n- Dmitri works for Ironwood Manufacturing.\n- Ravi works for Helios Logistics.\n- Aisha works for Atlas Freight.\n- Tessa reports to Amara.\n- Bluepine Aviation is headquartered in Valencia.\n- Mateo reports to Dmitri.\n- Bruno reports to Stefan.\n- Stefan reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Mateo works for Atlas Freight.\n- Amara works for Bluepine Aviation.\n- Bruno works for Ironwood Manufacturing.\n- Aisha reports to Mateo.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18817", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18818", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Mara works for Summit Energy.\n- Crescent Telecom was founded in 1987.\n- Tessa reports to Sanne.\n- Pablo works for Lattice Analytics.\n- Bruno reports to Chiara.\n- Tessa works for Fernhill Foods.\n- Viktor reports to Bruno.\n- Kenji reports to Zoya.\n- Crescent Telecom is headquartered in Leeds.\n- Fernhill Foods was founded in 1994.\n- Summit Energy is headquartered in Leeds.\n- Viktor works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics was founded in 2001.\n- Zoya reports to Ravi.\n- Lattice Analytics is headquartered in Adelaide.\n- Chiara works for Crescent Telecom.\n- Kenji works for Summit Energy.\n- Mara reports to Pablo.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Kenji.\n- Chiara reports to Mara.\n- Pablo reports to Tessa.\n- Fernhill Foods is headquartered in Leeds.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Wren works for Fernhill Foods.\n- Jonas reports to Elena.\n- Anders reports to Ingrid.\n- Elena works for Vantage Air.\n- Leila reports to Callum.\n- Vantage Air was founded in 1988.\n- Leila works for Vantage Air.\n- Pinnacle Software was founded in 2010.\n- Callum reports to Wren.\n- Beacon Insurance is headquartered in Tallinn.\n- Sanne reports to Leila.\n- Sanne works for Beacon Insurance.\n- Pinnacle Software is headquartered in Bergen.\n- Elena reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Ingrid reports to Jonas.\n- Vantage Air is headquartered in Adelaide.\n- Anders works for Vantage Air.\n- Wren reports to Ravi.\n- Callum works for Vantage Air.\n- Fernhill Foods was founded in 2001.\n- Ingrid works for Vantage Air.\n- Fernhill Foods is headquartered in Adelaide.\n- Ravi reports to Anders.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1988", "2": "1983", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18821", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-9 (VERSION 2, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 May 2025): For employees hired on or after 29 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8924: employee Mateo M., hired 04 June 2022, separated 15 November 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8924?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18822", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18823", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8695: employee Ravi K., hired 19 May 2024, separated 29 December 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8695?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18824", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2000.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji works for Meridian Bank.\n- Ingrid works for Crescent Telecom.\n- Nadia reports to Aisha.\n- Crescent Telecom was founded in 1987.\n- Nadia works for Meridian Bank.\n- Ingrid reports to Felix.\n- Pinnacle Software is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Lyon.\n- Jonas reports to Yuki.\n- Kenji reports to Ingrid.\n- Mei reports to Jonas.\n- Fernhill Foods was founded in 2005.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Kenji.\n- Yuki works for Crescent Telecom.\n- Meridian Bank was founded in 2013.\n- Aisha works for Crescent Telecom.\n- Meridian Bank is headquartered in Lyon.\n- Felix works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Felix reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Ravi reports to Leila.\n- Tessa works for Summit Energy.\n- Meridian Bank was founded in 2011.\n- Summit Energy was founded in 1992.\n- Aisha reports to Lucia.\n- Dmitri works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Dmitri reports to Chiara.\n- Ironwood Manufacturing was founded in 2003.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mateo reports to Amara.\n- Summit Energy is headquartered in Porto.\n- Viktor works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Chiara reports to Ravi.\n- Aisha works for Meridian Bank.\n- Lucia reports to Mateo.\n- Northwind Systems was founded in 2014.\n- Meridian Bank is headquartered in Brno.\n- Tessa reports to Viktor.\n- Northwind Systems is headquartered in Porto.\n- Lucia works for Meridian Bank.\n- Viktor reports to Aisha.\n- Amara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18827", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18828", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Tallinn.\n- Callum works for Bluepine Aviation.\n- Priya reports to Pablo.\n- Ingrid reports to Ravi.\n- Nadia works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Ingrid works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Basel.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics was founded in 1993.\n- Aisha reports to Ingrid.\n- Mateo works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Leila works for Ironwood Manufacturing.\n- Stefan reports to Callum.\n- Stefan works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2009.\n- Callum reports to Mateo.\n- Ravi reports to Stefan.\n- Leila reports to Nadia.\n- Fernhill Foods was founded in 1975.\n- Pablo reports to Aisha.\n- Bluepine Aviation was founded in 2011.\n- Pablo works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Basel.\n- Nadia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18830", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-9 (VERSION 6, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9047: employee Stefan T., hired 18 September 2022, separated 23 October 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2026-9047 under the controlling rules.", "criteria": {"0": "$10,762", "1": "$46,258", "2": "$10,675", "3": "$11,175"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18831", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3261: employee Viktor B., hired 04 September 2023, separated 01 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-3261 under the controlling rules.", "criteria": {"0": "$9,700", "1": "$44,200", "2": "$10,200", "3": "$10,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Cobalt Health was founded in 2006.\n- Mei reports to Mara.\n- Mara reports to Bruno.\n- Emeka works for Cedar Retail Group.\n- Zoya works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Fernhill Foods was founded in 1998.\n- Fernhill Foods is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tallinn.\n- Bruno reports to Wren.\n- Sofia reports to Pablo.\n- Kenji reports to Emeka.\n- Kenji works for Cedar Retail Group.\n- Pablo reports to Aisha.\n- Aisha reports to Kenji.\n- Helios Logistics was founded in 1989.\n- Bruno works for Cobalt Health.\n- Helios Logistics is headquartered in Malmo.\n- Mei works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Cedar Retail Group is headquartered in Adelaide.\n- Zoya reports to Mei.\n- Aisha works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Sanne reports to Mateo.\n- Tobias works for Atlas Freight.\n- Pablo reports to Elena.\n- Atlas Freight is headquartered in Malmo.\n- Kenji reports to Tobias.\n- Pablo works for Atlas Freight.\n- Meridian Bank is headquartered in Lyon.\n- Elena works for Beacon Insurance.\n- Kenji works for Meridian Bank.\n- Sanne works for Northwind Systems.\n- Bruno works for Atlas Freight.\n- Beacon Insurance was founded in 2007.\n- Mateo reports to Pablo.\n- Wren works for Beacon Insurance.\n- Northwind Systems is headquartered in Lyon.\n- Meridian Bank was founded in 2010.\n- Beacon Insurance is headquartered in Lyon.\n- Wren reports to Sanne.\n- Bruno reports to Wren.\n- Atlas Freight was founded in 1990.\n- Northwind Systems was founded in 1990.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18834", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7072: employee Dmitri B., hired 17 February 2023, separated 21 May 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-7072 under the controlling rules.", "criteria": {"0": "$37,158", "1": "$8,575", "2": "$9,075", "3": "$8,662"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18835", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18836", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18839", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6658: employee Yuki S., hired 03 June 2020, separated 10 September 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6658?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6658 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18840", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2004.\n- Meridian Bank is headquartered in Oslo.\n- Sofia reports to Callum.\n- Mei works for Helios Logistics.\n- Jonas works for Atlas Freight.\n- Sofia works for Meridian Bank.\n- Kenji reports to Omar.\n- Northwind Systems is headquartered in Dunedin.\n- Amara works for Helios Logistics.\n- Northwind Systems was founded in 1993.\n- Leila reports to Amara.\n- Helios Logistics was founded in 2003.\n- Jonas reports to Leila.\n- Omar reports to Mei.\n- Atlas Freight was founded in 2005.\n- Amara reports to Sofia.\n- Helios Logistics is headquartered in Basel.\n- Mei reports to Jonas.\n- Atlas Freight is headquartered in Dunedin.\n- Omar works for Meridian Bank.\n- Kenji works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18842", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18843", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7546: employee Deshawn S., hired 09 September 2023, separated 11 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7546?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7546 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18844", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18845", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 40256, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "request_refund", "4": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Lucia reports to Jonas.\n- Viktor reports to Chiara.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Chiara reports to Lucia.\n- Helios Logistics is headquartered in Cork.\n- Northwind Systems is headquartered in Basel.\n- Atlas Freight was founded in 2015.\n- Chiara works for Northwind Systems.\n- Pinnacle Software was founded in 1978.\n- Northwind Systems was founded in 2014.\n- Viktor works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Ravi reports to Amara.\n- Ravi works for Pinnacle Software.\n- Helios Logistics was founded in 1997.\n- Jonas reports to Emeka.\n- Amara reports to Yuki.\n- Yuki reports to Viktor.\n- Amara works for Northwind Systems.\n- Atlas Freight is headquartered in Cork.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18847", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2301: employee Sofia K., hired 24 December 2022, separated 10 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2301?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18848", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Deshawn reports to Kenji.\n- Anders works for Cedar Retail Group.\n- Kenji reports to Mara.\n- Felix works for Fernhill Foods.\n- Deshawn works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Summit Energy was founded in 1989.\n- Felix reports to Yuki.\n- Amara reports to Felix.\n- Fernhill Foods was founded in 2008.\n- Cedar Retail Group was founded in 2001.\n- Mara reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Kenji works for Fernhill Foods.\n- Summit Energy is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 2005.\n- Mara works for Summit Energy.\n- Anders reports to Deshawn.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18850", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18851", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mateo.\n- Tobias works for Meridian Bank.\n- Fernhill Foods is headquartered in Oslo.\n- Ravi works for Summit Energy.\n- Elena works for Summit Energy.\n- Tobias reports to Pablo.\n- Fernhill Foods was founded in 1987.\n- Vantage Air was founded in 1986.\n- Sofia reports to Hana.\n- Callum reports to Viktor.\n- Viktor reports to Jonas.\n- Vantage Air is headquartered in Tampere.\n- Jonas reports to Elena.\n- Mei works for Fernhill Foods.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1995.\n- Summit Energy is headquartered in Tampere.\n- Omar works for Summit Energy.\n- Pablo works for Fernhill Foods.\n- Elena reports to Mei.\n- Hana works for Fernhill Foods.\n- Hana reports to Tobias.\n- Mateo works for Summit Energy.\n- Jonas works for Summit Energy.\n- Sofia works for Summit Energy.\n- Omar reports to Sofia.\n- Mateo reports to Callum.\n- Mei reports to Ravi.\n- Summit Energy was founded in 1976.\n- Viktor works for Vantage Air.\n- Callum works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18853", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2008.\n- Leila works for Atlas Freight.\n- Deshawn works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Mara reports to Leila.\n- Hana reports to Felix.\n- Atlas Freight was founded in 2014.\n- Northwind Systems is headquartered in Tallinn.\n- Felix reports to Yuki.\n- Dmitri works for Vantage Air.\n- Nadia works for Vantage Air.\n- Bruno reports to Hana.\n- Atlas Freight is headquartered in Basel.\n- Wren works for Vantage Air.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Mara works for Northwind Systems.\n- Vantage Air was founded in 2002.\n- Fernhill Foods is headquartered in Tallinn.\n- Leila reports to Bruno.\n- Dmitri reports to Elena.\n- Pablo reports to Wren.\n- Deshawn reports to Mara.\n- Elena reports to Nadia.\n- Nadia reports to Deshawn.\n- Wren reports to Dmitri.\n- Pablo works for Fernhill Foods.\n- Hana works for Atlas Freight.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18855", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2457: employee Amara B., hired 23 May 2021, separated 20 February 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-2457 under the controlling rules.", "criteria": {"0": "$22,208", "1": "$5,063", "2": "$7,125", "3": "$5,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18856", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Summit Energy is headquartered in Leeds.\n- Viktor reports to Wren.\n- Yuki works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Ingrid reports to Omar.\n- Atlas Freight is headquartered in Austin.\n- Yuki reports to Priya.\n- Priya works for Northwind Systems.\n- Wren works for Lattice Analytics.\n- Emeka reports to Yuki.\n- Omar reports to Viktor.\n- Omar works for Summit Energy.\n- Priya reports to Ingrid.\n- Northwind Systems was founded in 1993.\n- Pablo reports to Emeka.\n- Pablo works for Northwind Systems.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Lattice Analytics is headquartered in Austin.\n- Viktor works for Summit Energy.\n- Summit Energy was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18858", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8713: employee Zoya T., hired 23 October 2020, separated 08 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8713?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18859", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 June 2025): For employees hired on or after 10 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2526: employee Chiara A., hired 24 March 2024, separated 23 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2526?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18860", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18861", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9107: employee Yuki B., hired 08 April 2021, separated 22 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9107?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-18862", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18863", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18864", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18865", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9129: employee Priya A., hired 18 December 2023, separated 13 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9129?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Dmitri.\n- Leila reports to Jonas.\n- Bruno reports to Deshawn.\n- Northwind Systems is headquartered in Bergen.\n- Tobias works for Helios Logistics.\n- Crescent Telecom was founded in 2000.\n- Ingrid works for Meridian Bank.\n- Leila works for Northwind Systems.\n- Ingrid reports to Elena.\n- Dmitri reports to Leila.\n- Crescent Telecom is headquartered in Valencia.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1984.\n- Jonas works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Chiara works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Meridian Bank is headquartered in Dunedin.\n- Emeka works for Crescent Telecom.\n- Meridian Bank was founded in 1979.\n- Emeka reports to Tobias.\n- Deshawn works for Meridian Bank.\n- Callum reports to Aisha.\n- Chiara reports to Callum.\n- Jonas reports to Ingrid.\n- Callum works for Northwind Systems.\n- Aisha reports to Bruno.\n- Northwind Systems was founded in 1988.\n- Tobias reports to Chiara.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18867", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 7, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2092: employee Lucia M., hired 13 May 2021, separated 17 January 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-2092 under the controlling rules.", "criteria": {"0": "$12,900", "1": "$51,567", "2": "$11,812", "3": "$11,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Beacon Insurance is headquartered in Adelaide.\n- Amara reports to Elena.\n- Amara works for Bluepine Aviation.\n- Northwind Systems is headquartered in Adelaide.\n- Kenji works for Beacon Insurance.\n- Viktor works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Adelaide.\n- Felix works for Beacon Insurance.\n- Bluepine Aviation was founded in 1985.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Northwind Systems was founded in 2003.\n- Hana reports to Deshawn.\n- Kenji reports to Aisha.\n- Elena works for Ironwood Manufacturing.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Viktor reports to Kenji.\n- Aisha works for Northwind Systems.\n- Felix reports to Hana.\n- Aisha reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18869", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 June 2025): For employees hired on or after 12 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4185: employee Nadia K., hired 12 October 2024, separated 25 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4185?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4185 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18870", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18871", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18872", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7193: employee Lucia M., hired 24 October 2020, separated 23 July 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2025-7193 under the controlling rules.", "criteria": {"0": "$7,400", "1": "$7,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18873", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Summit Energy.\n- Omar reports to Pablo.\n- Aisha works for Crescent Telecom.\n- Atlas Freight was founded in 1983.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.\n- Pablo works for Crescent Telecom.\n- Pablo reports to Tobias.\n- Beacon Insurance was founded in 2002.\n- Summit Energy is headquartered in Brno.\n- Omar works for Summit Energy.\n- Mara works for Summit Energy.\n- Zoya reports to Emeka.\n- Aisha reports to Omar.\n- Beacon Insurance is headquartered in Nagoya.\n- Tobias reports to Zoya.\n- Emeka reports to Mara.\n- Crescent Telecom is headquartered in Halifax.\n- Tobias works for Crescent Telecom.\n- Summit Energy was founded in 1990.\n- Sofia works for Beacon Insurance.\n- Atlas Freight is headquartered in Brno.\n- Sofia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Crescent Telecom was founded in 1979.\n- Priya works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Callum reports to Mateo.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Callum works for Summit Energy.\n- Mateo reports to Zoya.\n- Cedar Retail Group was founded in 2008.\n- Omar reports to Priya.\n- Pinnacle Software was founded in 2001.\n- Bruno reports to Callum.\n- Pinnacle Software is headquartered in Brno.\n- Crescent Telecom is headquartered in Cork.\n- Emeka works for Pinnacle Software.\n- Summit Energy was founded in 1997.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Bruno.\n- Zoya reports to Nadia.\n- Omar works for Pinnacle Software.\n- Summit Energy is headquartered in Basel.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18876", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18877", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9178: employee Jonas M., hired 29 October 2021, separated 23 August 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9178?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Basel.\n- Leila reports to Mei.\n- Mara reports to Mateo.\n- Emeka works for Pinnacle Software.\n- Fernhill Foods is headquartered in Cork.\n- Jonas reports to Stefan.\n- Ironwood Manufacturing was founded in 2013.\n- Pablo works for Fernhill Foods.\n- Mateo works for Northwind Systems.\n- Sanne reports to Leila.\n- Ingrid reports to Sanne.\n- Pinnacle Software was founded in 1986.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods was founded in 1986.\n- Stefan reports to Pablo.\n- Sanne works for Ironwood Manufacturing.\n- Stefan works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Leila works for Pinnacle Software.\n- Mei reports to Mara.\n- Mei works for Pinnacle Software.\n- Northwind Systems was founded in 1976.\n- Pablo reports to Emeka.\n- Mateo reports to Jonas.\n- Pinnacle Software is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18879", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 63851 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18880", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18881", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18882", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18883", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "play_music", "2": "weather", "3": "set_alarm", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18884", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7611: employee Sofia B., hired 08 January 2021, separated 26 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7611?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2008.\n- Leila reports to Omar.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Stefan reports to Bruno.\n- Atlas Freight was founded in 1988.\n- Vantage Air is headquartered in Nagoya.\n- Mateo reports to Stefan.\n- Omar works for Atlas Freight.\n- Dmitri reports to Leila.\n- Leila works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Bruno reports to Felix.\n- Felix works for Atlas Freight.\n- Felix reports to Dmitri.\n- Mara reports to Mateo.\n- Mateo works for Vantage Air.\n- Beacon Insurance is headquartered in Austin.\n- Summit Energy is headquartered in Austin.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18886", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2033: employee Pablo S., hired 22 August 2020, separated 03 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2033?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18887", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7563: employee Bruno M., hired 14 December 2020, separated 24 July 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7563?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18888", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9622: employee Mateo R., hired 17 June 2023, separated 10 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9622?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18889", "family": "intent_v3", "state": "Incoming support message:\n\"Order 79101 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18890", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Dmitri.\n- Atlas Freight was founded in 1985.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Meridian Bank was founded in 1999.\n- Ravi works for Meridian Bank.\n- Dmitri reports to Mateo.\n- Fernhill Foods is headquartered in Leeds.\n- Bluepine Aviation was founded in 1978.\n- Aisha reports to Pablo.\n- Mateo works for Bluepine Aviation.\n- Atlas Freight is headquartered in Leeds.\n- Hana reports to Aisha.\n- Ravi reports to Hana.\n- Meridian Bank is headquartered in Tallinn.\n- Pablo reports to Nadia.\n- Nadia reports to Emeka.\n- Aisha works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18892", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9828: employee Mei T., hired 23 April 2023, separated 16 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9828?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9828 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Deshawn reports to Dmitri.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Ingrid reports to Kenji.\n- Wren reports to Zoya.\n- Pablo reports to Jonas.\n- Tessa reports to Ingrid.\n- Cedar Retail Group is headquartered in Turku.\n- Kenji works for Cedar Retail Group.\n- Dmitri reports to Felix.\n- Hana reports to Wren.\n- Pablo works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Ingrid works for Ironwood Manufacturing.\n- Kenji reports to Hana.\n- Felix works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2010.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Deshawn.\n- Beacon Insurance was founded in 1993.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Tampere.\n- Cedar Retail Group was founded in 2010.\n- Bruno works for Ironwood Manufacturing.\n- Bruno reports to Pablo.\n- Wren works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Cork.\n- Zoya reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2005", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Lucia.\n- Beacon Insurance is headquartered in Basel.\n- Emeka works for Northwind Systems.\n- Emeka reports to Dmitri.\n- Lucia reports to Pablo.\n- Kenji works for Summit Energy.\n- Omar reports to Hana.\n- Felix reports to Priya.\n- Summit Energy was founded in 1997.\n- Northwind Systems was founded in 1975.\n- Beacon Insurance was founded in 2013.\n- Priya works for Summit Energy.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 2010.\n- Summit Energy is headquartered in Halifax.\n- Hana reports to Felix.\n- Lucia works for Beacon Insurance.\n- Dmitri reports to Tessa.\n- Mei works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Leila works for Cobalt Health.\n- Mei reports to Kenji.\n- Kenji reports to Leila.\n- Dmitri works for Northwind Systems.\n- Tessa works for Summit Energy.\n- Felix works for Summit Energy.\n- Northwind Systems is headquartered in Turku.\n- Hana works for Beacon Insurance.\n- Pablo reports to Emeka.\n- Priya reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18895", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 42254 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Lattice Analytics.\n- Mateo reports to Pablo.\n- Lattice Analytics is headquartered in Cork.\n- Callum works for Lattice Analytics.\n- Jonas reports to Dmitri.\n- Tessa reports to Callum.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Tessa.\n- Jonas works for Crescent Telecom.\n- Wren works for Pinnacle Software.\n- Callum reports to Bruno.\n- Elena reports to Jonas.\n- Crescent Telecom was founded in 2001.\n- Anders reports to Elena.\n- Pinnacle Software was founded in 2000.\n- Aisha reports to Anders.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Chiara.\n- Crescent Telecom is headquartered in Cork.\n- Pinnacle Software is headquartered in Cork.\n- Lattice Analytics was founded in 2012.\n- Anders works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Bruno reports to Mateo.\n- Pablo reports to Wren.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Elena works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Aisha works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cedar Retail Group.\n- Kenji works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Stefan reports to Ravi.\n- Fernhill Foods is headquartered in Bergen.\n- Kenji reports to Viktor.\n- Viktor reports to Sofia.\n- Viktor works for Northwind Systems.\n- Leila works for Cedar Retail Group.\n- Mateo reports to Mara.\n- Ravi works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Bluepine Aviation was founded in 1988.\n- Cedar Retail Group is headquartered in Bergen.\n- Fernhill Foods was founded in 1981.\n- Cedar Retail Group was founded in 1984.\n- Leila reports to Stefan.\n- Sofia works for Bluepine Aviation.\n- Sofia reports to Leila.\n- Northwind Systems was founded in 1996.\n- Ravi reports to Mateo.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18898", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18899", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 November 2025): For employees hired on or after 05 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8313: employee Bruno B., hired 24 August 2022, separated 28 October 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8313?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8313 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18900", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18901", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Anders.\n- Cobalt Health is headquartered in Austin.\n- Wren reports to Mara.\n- Kenji works for Pinnacle Software.\n- Mara reports to Dmitri.\n- Pinnacle Software is headquartered in Bergen.\n- Lucia works for Beacon Insurance.\n- Callum reports to Bruno.\n- Dmitri works for Beacon Insurance.\n- Callum works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Beacon Insurance is headquartered in Bergen.\n- Beacon Insurance was founded in 2004.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Kenji.\n- Dmitri reports to Callum.\n- Wren works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health was founded in 2015.\n- Pinnacle Software was founded in 1979.\n- Kenji reports to Lucia.\n- Cedar Retail Group was founded in 1994.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18903", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-18904", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18905", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18906", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18907", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9998: employee Nadia B., hired 03 July 2022, separated 30 November 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9998?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18908", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 02 March 2025): For employees hired on or after 02 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3644: employee Mei S., hired 15 April 2024, separated 11 February 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3644?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18909", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18910", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8956: employee Sofia K., hired 25 March 2022, separated 10 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8956?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18911", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-2 (VERSION 6, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4788: employee Lucia S., hired 26 July 2023, separated 13 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4788?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18912", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9926: employee Lucia M., hired 03 June 2023, separated 15 November 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9926?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18913", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18914", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Callum.\n- Omar reports to Ingrid.\n- Yuki works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Ingrid reports to Yuki.\n- Hana reports to Kenji.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Yuki reports to Amara.\n- Amara works for Summit Energy.\n- Bluepine Aviation was founded in 2015.\n- Ravi works for Bluepine Aviation.\n- Helios Logistics was founded in 2003.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1988.\n- Ravi reports to Omar.\n- Helios Logistics is headquartered in Dunedin.\n- Summit Energy is headquartered in Halifax.\n- Kenji reports to Viktor.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation is headquartered in Halifax.\n- Omar works for Summit Energy.\n- Kenji works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Amara reports to Deshawn.\n- Deshawn reports to Hana.\n- Northwind Systems is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18916", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9351: employee Yuki B., hired 27 April 2021, separated 13 August 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9351?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18917", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_alarm", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18918", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Vantage Air was founded in 2015.\n- Lattice Analytics was founded in 1984.\n- Lattice Analytics is headquartered in Nagoya.\n- Amara reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Pablo reports to Callum.\n- Bluepine Aviation was founded in 1984.\n- Omar reports to Pablo.\n- Deshawn works for Vantage Air.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank is headquartered in Valencia.\n- Viktor reports to Stefan.\n- Vantage Air is headquartered in Nagoya.\n- Omar works for Bluepine Aviation.\n- Meridian Bank was founded in 1978.\n- Hana reports to Omar.\n- Amara works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Deshawn reports to Hana.\n- Pablo works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Stefan reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18920", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5409: employee Mara S., hired 25 May 2021, separated 03 April 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2026-5409 under the controlling rules.", "criteria": {"0": "$6,250", "1": "$7,312", "2": "$31,417", "3": "$7,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18922", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4557: employee Mara B., hired 23 May 2023, separated 30 October 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-4557 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$17,333", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Oslo.\n- Sanne reports to Wren.\n- Amara reports to Ingrid.\n- Bluepine Aviation was founded in 2008.\n- Elena works for Vantage Air.\n- Atlas Freight is headquartered in Ghent.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Lucia works for Bluepine Aviation.\n- Sanne works for Vantage Air.\n- Ingrid reports to Bruno.\n- Hana reports to Elena.\n- Beacon Insurance was founded in 1998.\n- Amara works for Vantage Air.\n- Bruno reports to Lucia.\n- Felix reports to Deshawn.\n- Lucia reports to Felix.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Deshawn works for Vantage Air.\n- Bluepine Aviation is headquartered in Nagoya.\n- Anders works for Vantage Air.\n- Hana works for Bluepine Aviation.\n- Felix works for Vantage Air.\n- Elena reports to Anders.\n- Ingrid works for Vantage Air.\n- Beacon Insurance is headquartered in Oslo.\n- Anders reports to Priya.\n- Deshawn reports to Hana.\n- Priya reports to Sanne.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18924", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18925", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Aisha.\n- Callum works for Fernhill Foods.\n- Sofia reports to Viktor.\n- Crescent Telecom was founded in 2002.\n- Hana works for Fernhill Foods.\n- Hana reports to Anders.\n- Ravi works for Crescent Telecom.\n- Meridian Bank was founded in 2001.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods was founded in 1999.\n- Nadia reports to Hana.\n- Aisha reports to Sofia.\n- Dmitri reports to Ravi.\n- Dmitri works for Fernhill Foods.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 1979.\n- Viktor works for Vantage Air.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Callum.\n- Viktor reports to Nadia.\n- Leila works for Vantage Air.\n- Ravi reports to Leila.\n- Anders works for Crescent Telecom.\n- Nadia works for Vantage Air.\n- Fernhill Foods is headquartered in Valencia.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18928", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Kenji works for Cobalt Health.\n- Crescent Telecom was founded in 1976.\n- Anders works for Vantage Air.\n- Wren reports to Ingrid.\n- Kenji reports to Amara.\n- Lucia reports to Wren.\n- Amara works for Helios Logistics.\n- Anders reports to Mara.\n- Wren works for Crescent Telecom.\n- Sofia reports to Viktor.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 1987.\n- Mara reports to Sofia.\n- Priya works for Helios Logistics.\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Kenji.\n- Mara works for Crescent Telecom.\n- Helios Logistics was founded in 1988.\n- Vantage Air was founded in 1998.\n- Ingrid reports to Anders.\n- Lucia works for Helios Logistics.\n- Amara reports to Lucia.\n- Helios Logistics is headquartered in Tallinn.\n- Ingrid works for Vantage Air.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1976.\n- Atlas Freight was founded in 1980.\n- Mara works for Atlas Freight.\n- Tessa reports to Yuki.\n- Ingrid works for Cedar Retail Group.\n- Stefan reports to Tessa.\n- Zoya reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Mara reports to Zoya.\n- Ravi reports to Mara.\n- Priya works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Chiara works for Ironwood Manufacturing.\n- Yuki reports to Ingrid.\n- Ironwood Manufacturing was founded in 1990.\n- Nadia reports to Chiara.\n- Tessa works for Ironwood Manufacturing.\n- Chiara reports to Stefan.\n- Cedar Retail Group is headquartered in Bergen.\n- Zoya works for Cedar Retail Group.\n- Yuki works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1989.\n- Ingrid reports to Priya.\n- Atlas Freight is headquartered in Bergen.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2002.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Pablo works for Beacon Insurance.\n- Viktor reports to Wren.\n- Priya works for Beacon Insurance.\n- Wren reports to Amara.\n- Summit Energy was founded in 1982.\n- Beacon Insurance is headquartered in Turku.\n- Chiara works for Ironwood Manufacturing.\n- Anders reports to Viktor.\n- Priya reports to Pablo.\n- Viktor works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Amara reports to Bruno.\n- Emeka works for Beacon Insurance.\n- Pablo reports to Callum.\n- Anders works for Beacon Insurance.\n- Callum reports to Chiara.\n- Bruno works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1978.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Turku.\n- Chiara reports to Anders.\n- Bruno reports to Ingrid.\n- Ingrid reports to Tessa.\n- Wren works for Bluepine Aviation.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tessa reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18932", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 September 2022): For employees hired on or after 19 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8503: employee Yuki S., hired 17 September 2020, separated 22 January 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-8503 under the controlling rules.", "criteria": {"0": "$10,250", "1": "$10,312", "2": "$10,750", "3": "$44,417"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18933", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9964: employee Sofia T., hired 03 December 2021, separated 02 April 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9964?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9964 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-18934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Yuki reports to Elena.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Jonas works for Cobalt Health.\n- Callum works for Vantage Air.\n- Atlas Freight was founded in 1977.\n- Atlas Freight is headquartered in Turku.\n- Wren reports to Callum.\n- Yuki works for Vantage Air.\n- Jonas reports to Yuki.\n- Callum reports to Leila.\n- Cobalt Health is headquartered in Halifax.\n- Leila works for Northwind Systems.\n- Dmitri reports to Hana.\n- Leila reports to Dmitri.\n- Northwind Systems is headquartered in Turku.\n- Wren works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Vantage Air is headquartered in Turku.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 2013.\n- Northwind Systems was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18935", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1507: employee Tessa A., hired 21 October 2023, separated 04 October 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-1507 under the controlling rules.", "criteria": {"0": "$1,750", "1": "$15,167", "2": "$3,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Meridian Bank was founded in 1998.\n- Felix reports to Mei.\n- Mei reports to Viktor.\n- Meridian Bank is headquartered in Valencia.\n- Felix works for Meridian Bank.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Bruno works for Meridian Bank.\n- Hana reports to Mara.\n- Summit Energy is headquartered in Turku.\n- Ingrid reports to Bruno.\n- Stefan reports to Felix.\n- Mei works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Bruno reports to Hana.\n- Cobalt Health was founded in 1988.\n- Viktor works for Meridian Bank.\n- Fernhill Foods is headquartered in Basel.\n- Mara reports to Stefan.\n- Hana works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1991", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Atlas Freight.\n- Cedar Retail Group is headquartered in Leeds.\n- Pablo reports to Mateo.\n- Leila reports to Amara.\n- Atlas Freight was founded in 1988.\n- Cedar Retail Group was founded in 2013.\n- Mateo reports to Lucia.\n- Priya works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Mei works for Atlas Freight.\n- Bruno reports to Pablo.\n- Priya reports to Bruno.\n- Felix reports to Kenji.\n- Lattice Analytics is headquartered in Leeds.\n- Mei reports to Leila.\n- Lucia reports to Felix.\n- Kenji reports to Mei.\n- Mateo works for Cedar Retail Group.\n- Felix works for Atlas Freight.\n- Lattice Analytics was founded in 1983.\n- Atlas Freight is headquartered in Leeds.\n- Kenji works for Lattice Analytics.\n- Beacon Insurance is headquartered in Leeds.\n- Lucia works for Lattice Analytics.\n- Beacon Insurance was founded in 2004.\n- Pablo works for Lattice Analytics.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mei.\n- Emeka reports to Sanne.\n- Beacon Insurance is headquartered in Nagoya.\n- Sofia reports to Stefan.\n- Bruno reports to Tessa.\n- Tessa works for Ironwood Manufacturing.\n- Stefan reports to Nadia.\n- Omar reports to Sofia.\n- Fernhill Foods was founded in 1989.\n- Jonas reports to Omar.\n- Mei reports to Hana.\n- Jonas works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Anders works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Nadia reports to Anders.\n- Tessa reports to Emeka.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Beacon Insurance was founded in 1980.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Bruno works for Fernhill Foods.\n- Meridian Bank was founded in 1979.\n- Emeka works for Ironwood Manufacturing.\n- Omar works for Meridian Bank.\n- Sanne works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Anders reports to Bruno.\n- Ironwood Manufacturing was founded in 1990.\n- Hana works for Beacon Insurance.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18939", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Sofia reports to Nadia.\n- Nadia reports to Kenji.\n- Sofia works for Vantage Air.\n- Hana reports to Bruno.\n- Nadia works for Cedar Retail Group.\n- Tessa reports to Callum.\n- Kenji works for Meridian Bank.\n- Pinnacle Software is headquartered in Ghent.\n- Meridian Bank was founded in 1978.\n- Hana works for Cedar Retail Group.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Basel.\n- Viktor works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Cedar Retail Group was founded in 1975.\n- Callum reports to Hana.\n- Viktor reports to Priya.\n- Priya reports to Dmitri.\n- Meridian Bank is headquartered in Ghent.\n- Kenji reports to Tessa.\n- Callum works for Vantage Air.\n- Pinnacle Software was founded in 1997.\n- Pablo works for Meridian Bank.\n- Bruno reports to Mateo.\n- Vantage Air was founded in 2007.\n- Mateo reports to Pablo.\n- Pablo reports to Viktor.\n- Mateo works for Pinnacle Software.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18941", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Wren.\n- Ingrid works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Leeds.\n- Pinnacle Software was founded in 2004.\n- Cobalt Health was founded in 1992.\n- Pinnacle Software is headquartered in Leeds.\n- Beacon Insurance is headquartered in Basel.\n- Jonas works for Pinnacle Software.\n- Cobalt Health is headquartered in Ghent.\n- Ravi reports to Yuki.\n- Jonas reports to Stefan.\n- Wren works for Beacon Insurance.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance was founded in 1995.\n- Stefan reports to Ravi.\n- Hana works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Hana reports to Ingrid.\n- Wren reports to Hana.\n- Cedar Retail Group was founded in 1989.\n- Ingrid reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18943", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3064: employee Dmitri R., hired 30 August 2021, separated 26 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3064?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Fernhill Foods is headquartered in Adelaide.\n- Tessa works for Ironwood Manufacturing.\n- Priya works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2015.\n- Crescent Telecom is headquartered in Basel.\n- Dmitri works for Ironwood Manufacturing.\n- Emeka reports to Mateo.\n- Chiara works for Crescent Telecom.\n- Anders works for Ironwood Manufacturing.\n- Emeka works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mei works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Priya.\n- Sanne works for Summit Energy.\n- Sanne reports to Anders.\n- Crescent Telecom was founded in 1998.\n- Stefan works for Fernhill Foods.\n- Viktor reports to Mei.\n- Felix works for Summit Energy.\n- Priya reports to Viktor.\n- Mateo reports to Sanne.\n- Anders reports to Tessa.\n- Tessa reports to Felix.\n- Fernhill Foods was founded in 2003.\n- Stefan reports to Emeka.\n- Mateo works for Ironwood Manufacturing.\n- Chiara reports to Dmitri.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18946", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6589: employee Elena M., hired 03 June 2022, separated 12 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6589?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18947", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18948", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1839: employee Emeka A., hired 03 April 2023, separated 24 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1839?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18949", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9240: employee Nadia M., hired 10 October 2022, separated 13 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9240?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18950", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8670: employee Chiara M., hired 11 November 2021, separated 05 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-8670 under the controlling rules.", "criteria": {"0": "$15,192", "1": "$15,692", "2": "$68,000", "3": "$15,577"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Anders.\n- Beacon Insurance was founded in 1996.\n- Mateo works for Atlas Freight.\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics was founded in 1981.\n- Mateo reports to Kenji.\n- Anders works for Atlas Freight.\n- Nadia reports to Emeka.\n- Lattice Analytics is headquartered in Bergen.\n- Stefan works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Kenji works for Atlas Freight.\n- Beacon Insurance is headquartered in Basel.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tobias reports to Aisha.\n- Bruno works for Beacon Insurance.\n- Aisha works for Lattice Analytics.\n- Cedar Retail Group was founded in 2010.\n- Tobias works for Lattice Analytics.\n- Anders reports to Tobias.\n- Stefan reports to Yuki.\n- Atlas Freight was founded in 2001.\n- Emeka reports to Mateo.\n- Bruno reports to Nadia.\n- Nadia works for Atlas Freight.\n- Kenji reports to Stefan.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18952", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8585: employee Pablo S., hired 01 January 2021, separated 11 May 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8585?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18953", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Send Message — asks to text someone", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18954", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3679: employee Felix A., hired 18 July 2022, separated 07 March 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-3679 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$10,231", "2": "$40,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18955", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18956", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18957", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18958", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3011: employee Viktor K., hired 24 October 2020, separated 07 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3011?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18959", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3739: employee Tobias K., hired 16 April 2023, separated 23 March 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2026-3739 under the controlling rules.", "criteria": {"0": "$2,850", "1": "$12,133", "2": "$2,800", "3": "$2,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18960", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-18961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Bruno.\n- Emeka reports to Lucia.\n- Leila works for Crescent Telecom.\n- Pinnacle Software is headquartered in Leeds.\n- Summit Energy was founded in 2011.\n- Ingrid reports to Leila.\n- Cedar Retail Group is headquartered in Turku.\n- Bruno works for Summit Energy.\n- Ingrid works for Pinnacle Software.\n- Leila reports to Viktor.\n- Lucia reports to Ingrid.\n- Viktor reports to Amara.\n- Bruno reports to Emeka.\n- Summit Energy is headquartered in Ghent.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Lucia works for Crescent Telecom.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Crescent Telecom was founded in 1991.\n- Emeka works for Pinnacle Software.\n- Cedar Retail Group was founded in 2006.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-18962", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6785: employee Emeka T., hired 27 November 2021, separated 22 September 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-6785 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$4,750", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Wren.\n- Fernhill Foods is headquartered in Valencia.\n- Felix reports to Dmitri.\n- Dmitri reports to Jonas.\n- Fernhill Foods was founded in 1979.\n- Bluepine Aviation was founded in 1994.\n- Beacon Insurance is headquartered in Leeds.\n- Jonas works for Cedar Retail Group.\n- Bruno works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila works for Cedar Retail Group.\n- Tobias works for Beacon Insurance.\n- Dmitri works for Fernhill Foods.\n- Jonas reports to Leila.\n- Felix works for Cedar Retail Group.\n- Beacon Insurance was founded in 1982.\n- Wren works for Fernhill Foods.\n- Callum reports to Mei.\n- Sofia works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Sofia reports to Bruno.\n- Mei works for Cedar Retail Group.\n- Wren reports to Callum.\n- Bluepine Aviation is headquartered in Valencia.\n- Cedar Retail Group was founded in 2008.\n- Tobias reports to Sofia.\n- Leila reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18964", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3005: employee Zoya A., hired 06 November 2021, separated 11 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3005?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18965", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18966", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 45945 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-18967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2001.\n- Mei reports to Viktor.\n- Pinnacle Software was founded in 1977.\n- Mateo works for Helios Logistics.\n- Wren works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Emeka works for Summit Energy.\n- Viktor reports to Omar.\n- Sofia reports to Tessa.\n- Omar reports to Emeka.\n- Lattice Analytics was founded in 1977.\n- Tessa works for Summit Energy.\n- Mateo reports to Zoya.\n- Omar works for Lattice Analytics.\n- Mara reports to Leila.\n- Helios Logistics is headquartered in Cork.\n- Mara works for Helios Logistics.\n- Zoya reports to Mei.\n- Helios Logistics was founded in 1986.\n- Leila works for Pinnacle Software.\n- Lucia works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Viktor works for Helios Logistics.\n- Wren reports to Mara.\n- Pinnacle Software is headquartered in Bergen.\n- Mei works for Helios Logistics.\n- Lucia reports to Sofia.\n- Lattice Analytics is headquartered in Tampere.\n- Leila reports to Mateo.\n- Summit Energy is headquartered in Lyon.\n- Tessa reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-18968", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4224: employee Sanne R., hired 13 October 2020, separated 26 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4224?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18969", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5975: employee Felix B., hired 07 July 2023, separated 27 July 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-5975 under the controlling rules.", "criteria": {"0": "$3,300", "1": "$17,333", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-18970", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Mara reports to Amara.\n- Bruno works for Crescent Telecom.\n- Atlas Freight is headquartered in Adelaide.\n- Aisha works for Crescent Telecom.\n- Beacon Insurance was founded in 2010.\n- Amara reports to Leila.\n- Tessa works for Atlas Freight.\n- Dmitri reports to Lucia.\n- Dmitri works for Crescent Telecom.\n- Nadia reports to Dmitri.\n- Aisha reports to Mateo.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Brno.\n- Lucia works for Ironwood Manufacturing.\n- Amara works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Leila reports to Tessa.\n- Lucia reports to Bruno.\n- Mara works for Beacon Insurance.\n- Bruno reports to Aisha.\n- Tessa reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Atlas Freight was founded in 1984.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1975.\n- Beacon Insurance is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-18972", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18973", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 May 2023): For employees hired on or after 12 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4280: employee Omar R., hired 22 December 2022, separated 16 January 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2026-4280 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$34,667", "2": "$8,000", "3": "$4,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-18974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mara.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Felix works for Summit Energy.\n- Atlas Freight was founded in 2006.\n- Zoya works for Pinnacle Software.\n- Anders works for Ironwood Manufacturing.\n- Aisha reports to Anders.\n- Emeka reports to Aisha.\n- Emeka works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1988.\n- Anders reports to Zoya.\n- Felix reports to Emeka.\n- Pinnacle Software was founded in 2001.\n- Sanne reports to Felix.\n- Atlas Freight is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1993.\n- Summit Energy is headquartered in Ghent.\n- Sanne works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Zoya reports to Ravi.\n- Mara works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18975", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2013.\n- Hana reports to Chiara.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Nadia works for Bluepine Aviation.\n- Jonas reports to Callum.\n- Helios Logistics is headquartered in Halifax.\n- Mara reports to Deshawn.\n- Bluepine Aviation was founded in 1984.\n- Callum reports to Viktor.\n- Anders reports to Nadia.\n- Chiara reports to Sofia.\n- Mara works for Bluepine Aviation.\n- Chiara works for Helios Logistics.\n- Sofia reports to Bruno.\n- Sofia works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1983.\n- Nadia reports to Mara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Amara reports to Hana.\n- Anders works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Bruno works for Bluepine Aviation.\n- Hana works for Meridian Bank.\n- Bruno reports to Anders.\n- Amara works for Helios Logistics.\n- Callum works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Deshawn reports to Jonas.\n- Helios Logistics was founded in 2013.\n- Bluepine Aviation is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18977", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9002: employee Viktor S., hired 29 December 2020, separated 21 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9002?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18978", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6950: employee Tessa R., hired 30 June 2022, separated 03 June 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-6950 under the controlling rules.", "criteria": {"0": "$1,800", "1": "$2,850", "2": "$12,133", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-18979", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1718: employee Wren K., hired 16 February 2024, separated 23 June 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2025-1718 under the controlling rules.", "criteria": {"0": "$50,267", "1": "$11,600", "2": "$9,600", "3": "$11,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18980", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18981", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-18982", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18983", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18984", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2199: employee Sanne M., hired 18 February 2021, separated 14 June 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2199?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18985", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2682: employee Wren B., hired 06 May 2024, separated 29 August 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2682?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18986", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8509: employee Sanne B., hired 04 June 2023, separated 15 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8509?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18987", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-18988", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18989", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-18990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Lucia reports to Amara.\n- Vantage Air is headquartered in Malmo.\n- Sofia works for Vantage Air.\n- Cobalt Health was founded in 1994.\n- Northwind Systems is headquartered in Valencia.\n- Amara works for Cobalt Health.\n- Tobias reports to Mara.\n- Emeka works for Vantage Air.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Northwind Systems was founded in 1995.\n- Mara reports to Emeka.\n- Sanne works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Amara reports to Hana.\n- Cedar Retail Group was founded in 2001.\n- Tobias works for Vantage Air.\n- Cedar Retail Group is headquartered in Malmo.\n- Sofia reports to Lucia.\n- Emeka reports to Sofia.\n- Hana reports to Sanne.\n- Cobalt Health is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-18991", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 30834, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "change_address", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18992", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6279: employee Deshawn S., hired 07 August 2023, separated 08 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6279?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-18993", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 August 2025): For employees hired on or after 01 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3251: employee Ingrid A., hired 23 March 2025, separated 03 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3251?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-18994", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-18995", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4653: employee Chiara A., hired 17 May 2022, separated 31 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4653?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-18996", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-18997", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-18998", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-18999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Pinnacle Software was founded in 2012.\n- Dmitri works for Helios Logistics.\n- Aisha reports to Sofia.\n- Callum works for Summit Energy.\n- Helios Logistics was founded in 1976.\n- Summit Energy is headquartered in Tampere.\n- Felix reports to Callum.\n- Felix works for Pinnacle Software.\n- Deshawn works for Helios Logistics.\n- Fernhill Foods is headquartered in Brno.\n- Deshawn reports to Felix.\n- Sofia reports to Omar.\n- Aisha works for Helios Logistics.\n- Pinnacle Software is headquartered in Cork.\n- Fernhill Foods was founded in 2002.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Callum reports to Anders.\n- Summit Energy was founded in 1989.\n- Omar reports to Deshawn.\n- Sofia works for Pinnacle Software.\n- Anders reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19000", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19001", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 31 March 2025): For employees hired on or after 31 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5668: employee Elena K., hired 11 September 2024, separated 19 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5668?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19002", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5647: employee Lucia A., hired 27 October 2024, separated 05 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5647?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19003", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19004", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1682: employee Pablo K., hired 31 May 2020, separated 11 July 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1682?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Malmo.\n- Tessa works for Meridian Bank.\n- Dmitri reports to Deshawn.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Crescent Telecom is headquartered in Tallinn.\n- Wren reports to Chiara.\n- Meridian Bank was founded in 2007.\n- Bluepine Aviation is headquartered in Brno.\n- Viktor works for Lattice Analytics.\n- Wren works for Crescent Telecom.\n- Bluepine Aviation was founded in 1983.\n- Lattice Analytics was founded in 1989.\n- Crescent Telecom was founded in 2011.\n- Tessa reports to Viktor.\n- Dmitri works for Lattice Analytics.\n- Pablo reports to Dmitri.\n- Elena reports to Pablo.\n- Elena works for Meridian Bank.\n- Viktor reports to Wren.\n- Pablo works for Bluepine Aviation.\n- Deshawn reports to Tessa.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19006", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19007", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19008", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "control_lights", "2": "weather", "3": "set_timer", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Jonas reports to Amara.\n- Sofia reports to Mara.\n- Pablo reports to Elena.\n- Callum reports to Pablo.\n- Wren reports to Sofia.\n- Mara reports to Sanne.\n- Amara works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Vantage Air is headquartered in Brno.\n- Sanne works for Vantage Air.\n- Sofia works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Stefan works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Elena works for Vantage Air.\n- Meridian Bank was founded in 1992.\n- Mara works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Lattice Analytics was founded in 2013.\n- Stefan reports to Kenji.\n- Vantage Air was founded in 1996.\n- Fernhill Foods was founded in 2005.\n- Tessa reports to Callum.\n- Sanne reports to Stefan.\n- Wren works for Lattice Analytics.\n- Kenji reports to Jonas.\n- Lattice Analytics is headquartered in Cork.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Pablo works for Crescent Telecom.\n- Felix works for Meridian Bank.\n- Tobias reports to Mateo.\n- Kenji works for Crescent Telecom.\n- Ravi works for Lattice Analytics.\n- Mateo works for Pinnacle Software.\n- Chiara works for Meridian Bank.\n- Kenji reports to Ravi.\n- Pablo reports to Chiara.\n- Chiara reports to Amara.\n- Yuki reports to Felix.\n- Crescent Telecom was founded in 2007.\n- Amara reports to Yuki.\n- Pinnacle Software was founded in 1992.\n- Crescent Telecom is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Valencia.\n- Sanne works for Meridian Bank.\n- Amara works for Crescent Telecom.\n- Pinnacle Software is headquartered in Valencia.\n- Tobias works for Meridian Bank.\n- Sanne reports to Pablo.\n- Felix reports to Tobias.\n- Lattice Analytics was founded in 2010.\n- Meridian Bank is headquartered in Oslo.\n- Ravi reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2005", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Lucia works for Lattice Analytics.\n- Chiara reports to Priya.\n- Vantage Air is headquartered in Malmo.\n- Priya works for Bluepine Aviation.\n- Priya reports to Anders.\n- Jonas works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2007.\n- Leila works for Lattice Analytics.\n- Cedar Retail Group was founded in 2012.\n- Lucia reports to Leila.\n- Leila reports to Aisha.\n- Mara works for Bluepine Aviation.\n- Jonas reports to Mara.\n- Bluepine Aviation is headquartered in Malmo.\n- Aisha works for Bluepine Aviation.\n- Vantage Air was founded in 1990.\n- Lattice Analytics was founded in 2000.\n- Lattice Analytics is headquartered in Tampere.\n- Anders works for Bluepine Aviation.\n- Mara reports to Chiara.\n- Aisha reports to Jonas.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Anders works for Cobalt Health.\n- Meridian Bank was founded in 2013.\n- Stefan reports to Dmitri.\n- Cobalt Health was founded in 1996.\n- Anders reports to Sanne.\n- Northwind Systems was founded in 1977.\n- Chiara reports to Bruno.\n- Yuki reports to Hana.\n- Cobalt Health is headquartered in Porto.\n- Helios Logistics was founded in 1991.\n- Dmitri reports to Chiara.\n- Hana works for Northwind Systems.\n- Helios Logistics is headquartered in Leeds.\n- Hana reports to Stefan.\n- Chiara works for Cobalt Health.\n- Northwind Systems is headquartered in Tampere.\n- Dmitri works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Yuki works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Sanne reports to Yuki.\n- Sanne works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19013", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19014", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19015", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3313: employee Emeka A., hired 17 November 2020, separated 10 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3313?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3313 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19016", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1987.\n- Pablo reports to Chiara.\n- Ironwood Manufacturing was founded in 1980.\n- Bruno reports to Mateo.\n- Atlas Freight was founded in 2009.\n- Elena works for Bluepine Aviation.\n- Elena reports to Ravi.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2013.\n- Ravi reports to Hana.\n- Chiara reports to Emeka.\n- Emeka reports to Elena.\n- Hana works for Atlas Freight.\n- Chiara works for Bluepine Aviation.\n- Ravi works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Emeka works for Bluepine Aviation.\n- Atlas Freight is headquartered in Malmo.\n- Hana reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19018", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3956: employee Stefan A., hired 27 December 2022, separated 22 August 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-3956 under the controlling rules.", "criteria": {"0": "$1,817", "1": "$8,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2003.\n- Jonas reports to Ingrid.\n- Northwind Systems is headquartered in Leeds.\n- Yuki works for Northwind Systems.\n- Elena reports to Sanne.\n- Chiara works for Northwind Systems.\n- Callum reports to Elena.\n- Stefan reports to Mara.\n- Bluepine Aviation is headquartered in Valencia.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Wren.\n- Vantage Air was founded in 1996.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Northwind Systems was founded in 1985.\n- Yuki reports to Callum.\n- Ingrid reports to Yuki.\n- Wren works for Pinnacle Software.\n- Mara works for Northwind Systems.\n- Vantage Air is headquartered in Turku.\n- Callum works for Bluepine Aviation.\n- Wren reports to Stefan.\n- Sanne works for Northwind Systems.\n- Stefan works for Bluepine Aviation.\n- Chiara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Emeka.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom was founded in 1976.\n- Bruno works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Cork.\n- Lucia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1987.\n- Meridian Bank was founded in 2007.\n- Deshawn works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Deshawn reports to Callum.\n- Callum reports to Bruno.\n- Sanne reports to Lucia.\n- Emeka works for Meridian Bank.\n- Emeka reports to Leila.\n- Leila works for Lattice Analytics.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics was founded in 1983.\n- Lattice Analytics is headquartered in Cork.\n- Pablo reports to Deshawn.\n- Meridian Bank is headquartered in Cork.\n- Lucia reports to Nadia.\n- Pablo works for Crescent Telecom.\n- Bruno reports to Sanne.\n- Nadia works for Crescent Telecom.\n- Ingrid reports to Pablo.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19021", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19022", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1996.\n- Meridian Bank is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Ingrid works for Fernhill Foods.\n- Felix works for Bluepine Aviation.\n- Tobias reports to Nadia.\n- Priya works for Fernhill Foods.\n- Elena reports to Tobias.\n- Vantage Air was founded in 1982.\n- Felix reports to Elena.\n- Bluepine Aviation is headquartered in Malmo.\n- Nadia works for Vantage Air.\n- Fernhill Foods is headquartered in Malmo.\n- Dmitri reports to Felix.\n- Dmitri works for Meridian Bank.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Meridian Bank was founded in 2011.\n- Nadia reports to Priya.\n- Elena works for Bluepine Aviation.\n- Stefan reports to Dmitri.\n- Priya reports to Ingrid.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mateo.\n- Kenji works for Northwind Systems.\n- Fernhill Foods is headquartered in Bergen.\n- Fernhill Foods was founded in 2003.\n- Kenji reports to Stefan.\n- Northwind Systems is headquartered in Turku.\n- Mateo reports to Felix.\n- Mateo works for Fernhill Foods.\n- Stefan works for Atlas Freight.\n- Meridian Bank is headquartered in Bergen.\n- Stefan reports to Hana.\n- Meridian Bank was founded in 1978.\n- Leila reports to Kenji.\n- Elena works for Meridian Bank.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Hana reports to Sofia.\n- Leila works for Northwind Systems.\n- Felix works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Felix reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Bruno reports to Mara.\n- Anders works for Meridian Bank.\n- Bruno works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Ingrid works for Cobalt Health.\n- Amara reports to Stefan.\n- Mara reports to Mateo.\n- Emeka works for Pinnacle Software.\n- Meridian Bank was founded in 2005.\n- Stefan works for Cobalt Health.\n- Emeka reports to Nadia.\n- Mara works for Cobalt Health.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Cobalt Health was founded in 2010.\n- Ravi reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Ingrid reports to Jonas.\n- Jonas reports to Anders.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1994.\n- Pinnacle Software was founded in 2000.\n- Cobalt Health is headquartered in Bergen.\n- Pinnacle Software is headquartered in Halifax.\n- Beacon Insurance is headquartered in Halifax.\n- Stefan reports to Ingrid.\n- Nadia reports to Ravi.\n- Sofia reports to Amara.\n- Mateo works for Cobalt Health.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19026", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-9 (VERSION 3, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3121: employee Mara A., hired 28 May 2020, separated 26 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3121?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1984.\n- Northwind Systems was founded in 1986.\n- Sofia works for Cobalt Health.\n- Nadia works for Northwind Systems.\n- Leila works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1992.\n- Dmitri reports to Mateo.\n- Beacon Insurance was founded in 1997.\n- Emeka reports to Leila.\n- Mateo reports to Nadia.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Northwind Systems is headquartered in Ghent.\n- Leila reports to Dmitri.\n- Chiara reports to Emeka.\n- Sofia reports to Chiara.\n- Emeka works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Nadia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Ravi.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air was founded in 2008.\n- Callum works for Vantage Air.\n- Cobalt Health is headquartered in Dunedin.\n- Elena reports to Pablo.\n- Cobalt Health was founded in 2007.\n- Ravi reports to Yuki.\n- Sanne works for Vantage Air.\n- Yuki works for Vantage Air.\n- Summit Energy is headquartered in Bergen.\n- Pablo reports to Sofia.\n- Jonas works for Helios Logistics.\n- Ravi works for Summit Energy.\n- Ingrid works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Sofia reports to Nadia.\n- Pablo works for Helios Logistics.\n- Nadia reports to Callum.\n- Ingrid reports to Sanne.\n- Helios Logistics was founded in 2012.\n- Jonas reports to Elena.\n- Vantage Air is headquartered in Valencia.\n- Summit Energy was founded in 2004.\n- Sofia works for Vantage Air.\n- Sanne reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19029", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2602: employee Deshawn M., hired 25 June 2019, separated 26 March 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-2602 under the controlling rules.", "criteria": {"0": "$98,583", "1": "$25,200", "2": "$24,750", "3": "$22,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19030", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 45445 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Lattice Analytics.\n- Nadia reports to Wren.\n- Bluepine Aviation was founded in 1991.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Lattice Analytics was founded in 2002.\n- Lattice Analytics is headquartered in Lyon.\n- Pablo works for Vantage Air.\n- Mara works for Cobalt Health.\n- Tobias reports to Mara.\n- Emeka reports to Nadia.\n- Vantage Air is headquartered in Lyon.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 1989.\n- Ingrid works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Yuki reports to Ingrid.\n- Pablo reports to Yuki.\n- Nadia works for Cobalt Health.\n- Vantage Air was founded in 2001.\n- Ingrid reports to Tobias.\n- Felix reports to Callum.\n- Emeka works for Vantage Air.\n- Wren reports to Felix.\n- Tobias works for Cobalt Health.\n- Mara reports to Emeka.\n- Wren works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19032", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 37699 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "change_address", "2": "request_refund", "3": "report_damage", "4": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19033", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 November 2025): For employees hired on or after 11 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1667: employee Mateo R., hired 20 February 2024, separated 20 January 2027 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1667?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19034", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 May 2025): For employees hired on or after 11 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5304: employee Chiara K., hired 02 July 2024, separated 26 July 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5304?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19035", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19036", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1216: employee Tobias B., hired 03 March 2021, separated 04 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1216?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Kenji reports to Felix.\n- Viktor reports to Zoya.\n- Zoya reports to Kenji.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Hana works for Fernhill Foods.\n- Yuki works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Oslo.\n- Felix reports to Priya.\n- Priya reports to Callum.\n- Kenji works for Fernhill Foods.\n- Yuki reports to Anders.\n- Emeka reports to Sanne.\n- Felix works for Bluepine Aviation.\n- Callum reports to Emeka.\n- Emeka works for Vantage Air.\n- Bruno works for Vantage Air.\n- Anders reports to Hana.\n- Sanne reports to Bruno.\n- Fernhill Foods is headquartered in Bergen.\n- Priya works for Bluepine Aviation.\n- Beacon Insurance was founded in 1981.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Viktor works for Bluepine Aviation.\n- Hana reports to Viktor.\n- Vantage Air was founded in 1986.\n- Bluepine Aviation was founded in 1991.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19038", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4404: employee Mateo S., hired 16 September 2023, separated 25 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4404?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19039", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19040", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tampere.\n- Pablo reports to Zoya.\n- Cobalt Health is headquartered in Basel.\n- Emeka reports to Tobias.\n- Mara works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Mara reports to Omar.\n- Anders works for Cobalt Health.\n- Chiara reports to Aisha.\n- Leila reports to Mara.\n- Chiara works for Cobalt Health.\n- Aisha reports to Pablo.\n- Cedar Retail Group was founded in 2008.\n- Helios Logistics is headquartered in Oslo.\n- Omar works for Helios Logistics.\n- Ingrid reports to Emeka.\n- Cobalt Health was founded in 1981.\n- Helios Logistics was founded in 1996.\n- Pablo works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Zoya works for Cedar Retail Group.\n- Tobias reports to Anders.\n- Zoya reports to Lucia.\n- Emeka works for Cedar Retail Group.\n- Tobias works for Cobalt Health.\n- Anders reports to Leila.\n- Crescent Telecom was founded in 1996.\n- Omar reports to Chiara.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tobias.\n- Callum reports to Felix.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.\n- Ingrid reports to Ravi.\n- Elena works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Helios Logistics was founded in 2002.\n- Helios Logistics is headquartered in Ghent.\n- Summit Energy is headquartered in Ghent.\n- Zoya reports to Mei.\n- Felix reports to Ingrid.\n- Bruno works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1997.\n- Tobias works for Helios Logistics.\n- Ingrid works for Atlas Freight.\n- Ravi reports to Bruno.\n- Ravi works for Atlas Freight.\n- Omar reports to Zoya.\n- Fernhill Foods is headquartered in Ghent.\n- Bruno reports to Elena.\n- Callum works for Helios Logistics.\n- Mei reports to Jonas.\n- Tobias reports to Omar.\n- Omar works for Fernhill Foods.\n- Atlas Freight was founded in 1995.\n- Amara reports to Callum.\n- Mei works for Summit Energy.\n- Atlas Freight is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "1997", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Zoya.\n- Tobias reports to Dmitri.\n- Priya works for Cedar Retail Group.\n- Elena reports to Aisha.\n- Felix reports to Elena.\n- Anders reports to Ingrid.\n- Zoya works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Fernhill Foods is headquartered in Nagoya.\n- Aisha reports to Nadia.\n- Felix works for Cedar Retail Group.\n- Ingrid reports to Tobias.\n- Dmitri works for Meridian Bank.\n- Elena works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Zoya reports to Priya.\n- Ravi works for Fernhill Foods.\n- Northwind Systems was founded in 2014.\n- Tobias works for Cedar Retail Group.\n- Ingrid works for Meridian Bank.\n- Northwind Systems is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia works for Fernhill Foods.\n- Sanne reports to Ravi.\n- Nadia reports to Anders.\n- Cedar Retail Group was founded in 1978.\n- Meridian Bank was founded in 1978.\n- Fernhill Foods was founded in 2008.\n- Meridian Bank is headquartered in Porto.\n- Dmitri reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19044", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19045", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19046", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3087: employee Yuki R., hired 12 January 2023, separated 29 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3087?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19047", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2174: employee Chiara M., hired 02 December 2022, separated 15 October 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2026-2174 under the controlling rules.", "criteria": {"0": "$6,200", "1": "$31,200", "2": "$7,200", "3": "$7,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19048", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Lucia works for Ironwood Manufacturing.\n- Nadia works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Elena reports to Dmitri.\n- Bruno works for Vantage Air.\n- Summit Energy was founded in 2005.\n- Tobias works for Ironwood Manufacturing.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Lucia reports to Elena.\n- Kenji reports to Tobias.\n- Nadia reports to Lucia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Bruno reports to Kenji.\n- Summit Energy is headquartered in Bergen.\n- Amara reports to Sofia.\n- Ironwood Manufacturing was founded in 2007.\n- Bluepine Aviation was founded in 2005.\n- Amara works for Bluepine Aviation.\n- Tobias reports to Stefan.\n- Sofia reports to Nadia.\n- Stefan works for Ironwood Manufacturing.\n- Sofia works for Vantage Air.\n- Stefan reports to Amara.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19050", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2675: employee Amara B., hired 17 December 2021, separated 19 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2675?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19051", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2003: employee Yuki R., hired 16 January 2023, separated 11 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2003?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19052", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9692: employee Mei B., hired 20 November 2022, separated 25 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-9692 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$5,200", "2": "$4,200", "3": "$18,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19053", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 47070\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19054", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 September 2022): For employees hired on or after 23 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7929: employee Callum T., hired 17 December 2020, separated 17 May 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7929?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19055", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2001.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air was founded in 1991.\n- Zoya reports to Hana.\n- Ravi works for Meridian Bank.\n- Ingrid reports to Tessa.\n- Hana reports to Leila.\n- Hana works for Vantage Air.\n- Felix works for Pinnacle Software.\n- Nadia works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Pinnacle Software was founded in 1980.\n- Vantage Air is headquartered in Oslo.\n- Tessa works for Meridian Bank.\n- Helios Logistics is headquartered in Lyon.\n- Viktor works for Helios Logistics.\n- Meridian Bank was founded in 2000.\n- Mei reports to Tobias.\n- Elena reports to Mei.\n- Ravi reports to Felix.\n- Tessa reports to Elena.\n- Nadia reports to Ingrid.\n- Viktor reports to Nadia.\n- Elena works for Meridian Bank.\n- Ingrid works for Vantage Air.\n- Leila reports to Ravi.\n- Tobias reports to Zoya.\n- Mei works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19057", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19058", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-4 (VERSION 7, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-7209: employee Tessa S., hired 10 April 2023, separated 19 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2026-7209 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$9,385", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-7209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Lattice Analytics is headquartered in Nagoya.\n- Aisha works for Meridian Bank.\n- Anders reports to Amara.\n- Cobalt Health is headquartered in Cork.\n- Callum reports to Anders.\n- Felix reports to Callum.\n- Stefan works for Lattice Analytics.\n- Amara reports to Yuki.\n- Stefan reports to Aisha.\n- Anders works for Lattice Analytics.\n- Aisha reports to Felix.\n- Yuki reports to Zoya.\n- Lattice Analytics was founded in 1979.\n- Zoya works for Vantage Air.\n- Cobalt Health was founded in 1981.\n- Vantage Air was founded in 2007.\n- Felix works for Lattice Analytics.\n- Yuki works for Cobalt Health.\n- Meridian Bank is headquartered in Adelaide.\n- Amara works for Lattice Analytics.\n- Vantage Air is headquartered in Nagoya.\n- Meridian Bank was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19060", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19061", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19062", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19063", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6356: employee Kenji S., hired 09 October 2022, separated 19 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6356?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19064", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19065", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sanne.\n- Mara reports to Lucia.\n- Emeka works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Porto.\n- Omar reports to Pablo.\n- Pablo reports to Viktor.\n- Northwind Systems is headquartered in Tallinn.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1990.\n- Sanne works for Northwind Systems.\n- Cobalt Health is headquartered in Tampere.\n- Felix works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Cobalt Health was founded in 1999.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Felix reports to Sofia.\n- Omar works for Northwind Systems.\n- Aisha works for Pinnacle Software.\n- Lucia reports to Felix.\n- Sanne reports to Omar.\n- Mara works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1995.\n- Mateo reports to Hana.\n- Pablo works for Pinnacle Software.\n- Sofia reports to Aisha.\n- Viktor reports to Mateo.\n- Sofia works for Northwind Systems.\n- Aisha reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Yuki.\n- Pablo reports to Mateo.\n- Mei works for Summit Energy.\n- Pablo works for Ironwood Manufacturing.\n- Viktor reports to Pablo.\n- Ironwood Manufacturing was founded in 1992.\n- Mateo works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Vantage Air is headquartered in Halifax.\n- Nadia reports to Mei.\n- Viktor works for Vantage Air.\n- Yuki reports to Viktor.\n- Mateo reports to Nadia.\n- Chiara reports to Omar.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Vantage Air was founded in 2005.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1988", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19068", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Kenji.\n- Helios Logistics was founded in 2002.\n- Northwind Systems was founded in 2011.\n- Elena works for Northwind Systems.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Mei works for Helios Logistics.\n- Bruno works for Beacon Insurance.\n- Yuki works for Helios Logistics.\n- Elena reports to Bruno.\n- Emeka works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Halifax.\n- Sanne reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Cedar Retail Group was founded in 1983.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Emeka reports to Felix.\n- Northwind Systems is headquartered in Tallinn.\n- Mei reports to Elena.\n- Bruno reports to Yuki.\n- Beacon Insurance was founded in 1977.\n- Zoya works for Northwind Systems.\n- Kenji works for Helios Logistics.\n- Kenji reports to Zoya.\n- Zoya reports to Emeka.\n- Felix reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cedar Retail Group.\n- Kenji works for Vantage Air.\n- Lucia works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1985.\n- Zoya reports to Hana.\n- Fernhill Foods is headquartered in Porto.\n- Zoya works for Cedar Retail Group.\n- Vantage Air is headquartered in Porto.\n- Nadia reports to Kenji.\n- Fernhill Foods was founded in 1983.\n- Sofia works for Bluepine Aviation.\n- Felix works for Cedar Retail Group.\n- Sofia reports to Elena.\n- Yuki works for Fernhill Foods.\n- Chiara reports to Felix.\n- Viktor works for Cedar Retail Group.\n- Vantage Air was founded in 1984.\n- Cedar Retail Group was founded in 1997.\n- Hana works for Bluepine Aviation.\n- Yuki reports to Lucia.\n- Hana reports to Yuki.\n- Lucia reports to Chiara.\n- Kenji reports to Viktor.\n- Mara reports to Zoya.\n- Bluepine Aviation is headquartered in Adelaide.\n- Elena works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Valencia.\n- Viktor reports to Mara.\n- Nadia works for Fernhill Foods.\n- Felix reports to Sofia.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19071", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8990: employee Amara S., hired 15 February 2022, separated 07 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8990?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ingrid.\n- Sanne works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Sanne reports to Felix.\n- Lattice Analytics is headquartered in Turku.\n- Yuki works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Tobias reports to Wren.\n- Tobias works for Northwind Systems.\n- Zoya reports to Yuki.\n- Northwind Systems is headquartered in Ghent.\n- Felix reports to Ravi.\n- Wren reports to Hana.\n- Ravi works for Lattice Analytics.\n- Helios Logistics is headquartered in Malmo.\n- Yuki reports to Tobias.\n- Atlas Freight is headquartered in Tallinn.\n- Ingrid reports to Sanne.\n- Hana works for Northwind Systems.\n- Helios Logistics was founded in 2009.\n- Felix works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Zoya works for Helios Logistics.\n- Ravi reports to Callum.\n- Lattice Analytics was founded in 1976.\n- Atlas Freight was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19073", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "send_message", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Kenji reports to Emeka.\n- Tessa reports to Tobias.\n- Cedar Retail Group was founded in 1994.\n- Anders works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Cedar Retail Group is headquartered in Turku.\n- Emeka works for Cedar Retail Group.\n- Tobias works for Vantage Air.\n- Tessa works for Atlas Freight.\n- Tobias reports to Felix.\n- Felix works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Anders reports to Kenji.\n- Vantage Air is headquartered in Malmo.\n- Atlas Freight is headquartered in Porto.\n- Lucia works for Atlas Freight.\n- Vantage Air was founded in 2003.\n- Emeka reports to Lucia.\n- Summit Energy was founded in 1985.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1993.\n- Lucia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19075", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19076", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7656: employee Anders M., hired 16 February 2023, separated 13 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7656?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19077", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9376: employee Mara M., hired 25 November 2020, separated 12 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9376?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19078", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6814: employee Omar K., hired 19 June 2023, separated 25 February 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2026-6814 under the controlling rules.", "criteria": {"0": "$6,990", "1": "$28,125", "2": "$6,620", "3": "$6,490"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Chiara.\n- Tessa reports to Zoya.\n- Vantage Air was founded in 2000.\n- Beacon Insurance is headquartered in Tampere.\n- Yuki reports to Lucia.\n- Beacon Insurance was founded in 2012.\n- Lucia reports to Jonas.\n- Vantage Air is headquartered in Tampere.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Atlas Freight was founded in 1975.\n- Emeka reports to Tessa.\n- Lucia works for Beacon Insurance.\n- Zoya works for Vantage Air.\n- Northwind Systems is headquartered in Ghent.\n- Mara reports to Yuki.\n- Chiara reports to Mara.\n- Mara works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19080", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19081", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1197: employee Bruno B., hired 29 January 2022, separated 11 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1197?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1977.\n- Beacon Insurance was founded in 2006.\n- Lucia works for Cobalt Health.\n- Mara works for Vantage Air.\n- Mara reports to Mateo.\n- Felix works for Bluepine Aviation.\n- Felix reports to Dmitri.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 2006.\n- Dmitri works for Cobalt Health.\n- Jonas reports to Priya.\n- Priya reports to Felix.\n- Ravi works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Jonas works for Cobalt Health.\n- Aisha reports to Mara.\n- Priya works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Ravi reports to Sofia.\n- Cobalt Health is headquartered in Oslo.\n- Wren works for Vantage Air.\n- Nadia reports to Ravi.\n- Mateo reports to Jonas.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 1985.\n- Wren reports to Nadia.\n- Lucia reports to Wren.\n- Sofia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Anders.\n- Omar reports to Zoya.\n- Amara reports to Mateo.\n- Mara works for Pinnacle Software.\n- Amara works for Lattice Analytics.\n- Leila works for Pinnacle Software.\n- Helios Logistics was founded in 1999.\n- Meridian Bank was founded in 1983.\n- Anders works for Meridian Bank.\n- Sanne reports to Omar.\n- Lattice Analytics was founded in 2002.\n- Elena works for Pinnacle Software.\n- Meridian Bank is headquartered in Porto.\n- Pinnacle Software was founded in 1997.\n- Omar works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Tobias reports to Jonas.\n- Helios Logistics is headquartered in Porto.\n- Elena reports to Leila.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Jonas works for Helios Logistics.\n- Anders reports to Tobias.\n- Mateo reports to Sanne.\n- Yuki reports to Elena.\n- Pinnacle Software is headquartered in Halifax.\n- Zoya reports to Yuki.\n- Zoya works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Mara reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19084", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2850: employee Lucia S., hired 28 February 2022, separated 13 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2850?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19086", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5638: employee Nadia T., hired 14 April 2021, separated 21 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5638?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Meridian Bank was founded in 2005.\n- Leila reports to Aisha.\n- Helios Logistics is headquartered in Basel.\n- Cedar Retail Group was founded in 1987.\n- Stefan reports to Anders.\n- Aisha reports to Stefan.\n- Nadia reports to Jonas.\n- Anders reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Jonas reports to Callum.\n- Leila works for Cedar Retail Group.\n- Anders works for Meridian Bank.\n- Vantage Air is headquartered in Valencia.\n- Meridian Bank is headquartered in Valencia.\n- Callum works for Meridian Bank.\n- Helios Logistics was founded in 2001.\n- Vantage Air was founded in 1984.\n- Cedar Retail Group is headquartered in Basel.\n- Jonas works for Vantage Air.\n- Pablo reports to Leila.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19088", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1642: employee Leila K., hired 09 June 2020, separated 28 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1642?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19089", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3955: employee Sanne K., hired 28 April 2022, separated 03 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3955?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19090", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7585: employee Mei K., hired 20 October 2023, separated 08 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7585?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19091", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19092", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5096: employee Mara T., hired 24 March 2023, separated 25 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5096?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19093", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 8509, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Report Damage — reports an item arrived broken", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19094", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "set_timer", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19095", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 January 2023): For employees hired on or after 09 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7724: employee Dmitri S., hired 20 January 2020, separated 16 April 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-7724?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Leila.\n- Leila reports to Priya.\n- Sanne reports to Nadia.\n- Beacon Insurance is headquartered in Nagoya.\n- Omar works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Northwind Systems was founded in 1990.\n- Omar reports to Emeka.\n- Helios Logistics was founded in 2008.\n- Callum works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Beacon Insurance was founded in 2015.\n- Priya reports to Pablo.\n- Sofia reports to Omar.\n- Nadia reports to Ravi.\n- Leila works for Atlas Freight.\n- Ravi reports to Sofia.\n- Lucia works for Beacon Insurance.\n- Pablo reports to Callum.\n- Sofia works for Helios Logistics.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Priya works for Atlas Freight.\n- Northwind Systems is headquartered in Nagoya.\n- Atlas Freight is headquartered in Turku.\n- Sanne works for Beacon Insurance.\n- Nadia works for Helios Logistics.\n- Callum reports to Sanne.\n- Helios Logistics is headquartered in Lyon.\n- Emeka reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19097", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19098", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19099", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1705: employee Felix R., hired 11 May 2021, separated 11 April 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2026-1705 under the controlling rules.", "criteria": {"0": "$14,385", "1": "$13,500", "2": "$58,000", "3": "$13,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19100", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9223: employee Mara S., hired 10 June 2022, separated 15 June 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9223?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19101", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Pinnacle Software was founded in 2012.\n- Tessa reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Elena works for Atlas Freight.\n- Amara works for Beacon Insurance.\n- Deshawn works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Elena reports to Deshawn.\n- Beacon Insurance was founded in 1990.\n- Tessa works for Atlas Freight.\n- Nadia reports to Pablo.\n- Beacon Insurance is headquartered in Nagoya.\n- Vantage Air was founded in 1986.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air is headquartered in Turku.\n- Amara reports to Tessa.\n- Yuki reports to Amara.\n- Atlas Freight was founded in 2008.\n- Pablo works for Vantage Air.\n- Pablo reports to Elena.\n- Atlas Freight is headquartered in Nagoya.\n- Anders reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19103", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 31 December 2022): For employees hired on or after 31 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8236: employee Omar T., hired 25 August 2020, separated 12 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8236?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19104", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3596: employee Amara M., hired 16 April 2020, separated 30 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3596?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Stefan.\n- Stefan works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Priya reports to Elena.\n- Beacon Insurance was founded in 2009.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 1992.\n- Amara works for Summit Energy.\n- Beacon Insurance is headquartered in Leeds.\n- Viktor reports to Nadia.\n- Elena reports to Pablo.\n- Summit Energy was founded in 1985.\n- Mara reports to Hana.\n- Tobias works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Hana works for Beacon Insurance.\n- Bluepine Aviation was founded in 2004.\n- Leila reports to Mara.\n- Pablo works for Bluepine Aviation.\n- Tobias reports to Sanne.\n- Nadia reports to Priya.\n- Elena works for Beacon Insurance.\n- Hana reports to Tobias.\n- Summit Energy is headquartered in Tallinn.\n- Nadia works for Summit Energy.\n- Bluepine Aviation is headquartered in Leeds.\n- Sanne reports to Viktor.\n- Stefan reports to Leila.\n- Mara works for Bluepine Aviation.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19106", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19107", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19108", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Callum.\n- Sanne reports to Jonas.\n- Vantage Air is headquartered in Cork.\n- Jonas reports to Leila.\n- Ironwood Manufacturing was founded in 1995.\n- Jonas works for Vantage Air.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Helios Logistics was founded in 2012.\n- Leila works for Northwind Systems.\n- Zoya reports to Sanne.\n- Priya reports to Amara.\n- Priya works for Helios Logistics.\n- Sanne works for Vantage Air.\n- Amara reports to Stefan.\n- Amara works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Cork.\n- Stefan works for Ironwood Manufacturing.\n- Vantage Air was founded in 1999.\n- Callum reports to Zoya.\n- Helios Logistics is headquartered in Nagoya.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2010", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19110", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8669: employee Callum R., hired 21 June 2021, separated 14 March 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2025-8669 under the controlling rules.", "criteria": {"0": "$11,562", "1": "$9,500", "2": "$11,500", "3": "$49,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19111", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19112", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 October 2025): For employees hired on or after 27 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3490: employee Sofia A., hired 11 April 2024, separated 01 October 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-3490 under the controlling rules.", "criteria": {"0": "$3,125", "1": "$5,000", "2": "$21,667", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19113", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19114", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19115", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19116", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 62312 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19117", "family": "intent_v3", "state": "Incoming support message:\n\"79942 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19118", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19119", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5699: employee Viktor M., hired 03 September 2023, separated 07 July 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-5699 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$6,000", "2": "$2,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19120", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7568: employee Deshawn M., hired 07 July 2021, separated 17 July 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7568?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19121", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 20476, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "track_order", "2": "report_damage", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19122", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Nadia.\n- Lattice Analytics was founded in 2012.\n- Stefan reports to Jonas.\n- Nadia works for Meridian Bank.\n- Northwind Systems was founded in 1987.\n- Yuki works for Northwind Systems.\n- Stefan works for Crescent Telecom.\n- Wren works for Northwind Systems.\n- Aisha reports to Ravi.\n- Northwind Systems is headquartered in Bergen.\n- Nadia reports to Wren.\n- Omar works for Lattice Analytics.\n- Yuki reports to Aisha.\n- Omar reports to Stefan.\n- Lattice Analytics is headquartered in Bergen.\n- Aisha works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.\n- Jonas reports to Yuki.\n- Meridian Bank was founded in 1984.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 1997.\n- Crescent Telecom is headquartered in Porto.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19124", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6497: employee Anders T., hired 14 November 2022, separated 16 September 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6497?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Emeka works for Fernhill Foods.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Omar reports to Tobias.\n- Fernhill Foods is headquartered in Basel.\n- Sofia works for Beacon Insurance.\n- Zoya reports to Nadia.\n- Mei reports to Omar.\n- Beacon Insurance was founded in 1986.\n- Felix reports to Chiara.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 2013.\n- Meridian Bank was founded in 2011.\n- Sofia reports to Emeka.\n- Nadia works for Summit Energy.\n- Nadia reports to Mei.\n- Zoya works for Meridian Bank.\n- Chiara works for Summit Energy.\n- Fernhill Foods was founded in 1980.\n- Chiara reports to Sofia.\n- Leila reports to Zoya.\n- Omar works for Summit Energy.\n- Leila works for Fernhill Foods.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Tobias reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19126", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4891: employee Zoya S., hired 01 February 2020, separated 18 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4891?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Stefan.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Felix works for Northwind Systems.\n- Stefan reports to Dmitri.\n- Aisha works for Northwind Systems.\n- Cobalt Health is headquartered in Halifax.\n- Cobalt Health was founded in 1982.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Viktor.\n- Northwind Systems is headquartered in Halifax.\n- Deshawn reports to Sanne.\n- Hana reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Viktor works for Ironwood Manufacturing.\n- Dmitri reports to Aisha.\n- Zoya works for Crescent Telecom.\n- Jonas reports to Hana.\n- Crescent Telecom is headquartered in Bergen.\n- Kenji works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2014.\n- Hana works for Ironwood Manufacturing.\n- Sanne reports to Kenji.\n- Stefan works for Ironwood Manufacturing.\n- Sanne works for Northwind Systems.\n- Ravi reports to Zoya.\n- Crescent Telecom was founded in 1987.\n- Ravi works for Northwind Systems.\n- Felix reports to Ravi.\n- Northwind Systems was founded in 1985.\n- Viktor reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Zoya.\n- Zoya reports to Deshawn.\n- Hana reports to Emeka.\n- Viktor works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Meridian Bank was founded in 1987.\n- Tobias works for Atlas Freight.\n- Pinnacle Software is headquartered in Malmo.\n- Deshawn reports to Yuki.\n- Meridian Bank is headquartered in Malmo.\n- Emeka works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Malmo.\n- Atlas Freight is headquartered in Cork.\n- Wren reports to Hana.\n- Hana works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Mateo works for Vantage Air.\n- Deshawn works for Pinnacle Software.\n- Dmitri reports to Viktor.\n- Yuki reports to Mateo.\n- Pinnacle Software was founded in 2002.\n- Emeka reports to Dmitri.\n- Atlas Freight was founded in 2006.\n- Mateo reports to Wren.\n- Wren works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19130", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7966: employee Zoya T., hired 23 August 2023, separated 03 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-7966 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$13,000", "2": "$2,625", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19131", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 October 2025): For employees hired on or after 03 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6751: employee Anders B., hired 22 March 2024, separated 11 December 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-6751 under the controlling rules.", "criteria": {"0": "$5,885", "1": "$40,000", "2": "$9,231", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19132", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1321: employee Tessa R., hired 19 October 2024, separated 07 June 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-1321 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$3,692", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Anders works for Vantage Air.\n- Ravi reports to Lucia.\n- Viktor reports to Sanne.\n- Atlas Freight is headquartered in Nagoya.\n- Vantage Air is headquartered in Turku.\n- Lucia reports to Viktor.\n- Chiara works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Elena reports to Ravi.\n- Chiara reports to Elena.\n- Zoya works for Crescent Telecom.\n- Stefan works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Sanne reports to Stefan.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Beacon Insurance is headquartered in Nagoya.\n- Vantage Air was founded in 1975.\n- Zoya reports to Tessa.\n- Viktor works for Crescent Telecom.\n- Stefan reports to Anders.\n- Crescent Telecom was founded in 2013.\n- Beacon Insurance was founded in 1993.\n- Ravi works for Beacon Insurance.\n- Anders reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1996", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19134", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2003.\n- Sofia works for Helios Logistics.\n- Chiara works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1981.\n- Mei reports to Mara.\n- Sanne works for Helios Logistics.\n- Sofia reports to Sanne.\n- Mara reports to Sofia.\n- Mara works for Bluepine Aviation.\n- Jonas works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Mateo works for Northwind Systems.\n- Mateo reports to Chiara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Deshawn reports to Jonas.\n- Chiara reports to Mei.\n- Helios Logistics is headquartered in Turku.\n- Bluepine Aviation is headquartered in Halifax.\n- Sanne reports to Deshawn.\n- Deshawn works for Helios Logistics.\n- Northwind Systems is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1975.\n- Bluepine Aviation was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1976", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Mateo works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Chiara works for Cedar Retail Group.\n- Northwind Systems is headquartered in Valencia.\n- Tobias reports to Chiara.\n- Mateo reports to Ingrid.\n- Aisha works for Meridian Bank.\n- Aisha reports to Yuki.\n- Hana works for Northwind Systems.\n- Amara reports to Kenji.\n- Chiara reports to Mateo.\n- Cedar Retail Group was founded in 1992.\n- Hana reports to Amara.\n- Kenji reports to Sanne.\n- Meridian Bank is headquartered in Valencia.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tobias works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Northwind Systems was founded in 2006.\n- Meridian Bank was founded in 1990.\n- Bruno reports to Aisha.\n- Nadia reports to Tobias.\n- Kenji works for Pinnacle Software.\n- Ingrid reports to Bruno.\n- Yuki reports to Hana.\n- Pinnacle Software is headquartered in Nagoya.\n- Sanne works for Northwind Systems.\n- Pinnacle Software was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19138", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 August 2025): For employees hired on or after 25 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2172: employee Callum K., hired 01 September 2023, separated 22 September 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-2172 under the controlling rules.", "criteria": {"0": "$47,000", "1": "$10,846", "2": "$10,731", "3": "$11,846"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Dunedin.\n- Dmitri reports to Viktor.\n- Beacon Insurance is headquartered in Tallinn.\n- Pablo works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank was founded in 2006.\n- Wren works for Meridian Bank.\n- Mei reports to Jonas.\n- Jonas reports to Tessa.\n- Beacon Insurance was founded in 1996.\n- Ingrid works for Beacon Insurance.\n- Cedar Retail Group was founded in 1982.\n- Hana works for Fernhill Foods.\n- Tessa works for Cedar Retail Group.\n- Stefan reports to Mei.\n- Viktor reports to Nadia.\n- Stefan works for Beacon Insurance.\n- Tessa reports to Wren.\n- Fernhill Foods is headquartered in Tallinn.\n- Nadia reports to Hana.\n- Wren reports to Pablo.\n- Lucia reports to Stefan.\n- Lucia works for Cedar Retail Group.\n- Hana reports to Lucia.\n- Fernhill Foods was founded in 1975.\n- Nadia works for Cedar Retail Group.\n- Meridian Bank is headquartered in Tallinn.\n- Dmitri works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Pablo reports to Ingrid.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19140", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 February 2025): For employees hired on or after 20 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2264: employee Sofia S., hired 14 March 2022, separated 12 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2264?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Tessa reports to Jonas.\n- Atlas Freight was founded in 2009.\n- Crescent Telecom was founded in 1997.\n- Atlas Freight is headquartered in Turku.\n- Fernhill Foods was founded in 2001.\n- Jonas reports to Zoya.\n- Jonas works for Meridian Bank.\n- Chiara reports to Bruno.\n- Ravi works for Crescent Telecom.\n- Wren reports to Viktor.\n- Meridian Bank was founded in 2009.\n- Ravi reports to Wren.\n- Tessa works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Turku.\n- Bruno works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Omar works for Meridian Bank.\n- Bruno reports to Priya.\n- Omar reports to Chiara.\n- Zoya works for Meridian Bank.\n- Priya reports to Tessa.\n- Viktor reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "2000", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Dmitri.\n- Pablo reports to Leila.\n- Amara works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Kenji reports to Sofia.\n- Bruno works for Cedar Retail Group.\n- Tobias reports to Hana.\n- Viktor reports to Kenji.\n- Cedar Retail Group is headquartered in Adelaide.\n- Northwind Systems is headquartered in Basel.\n- Cedar Retail Group was founded in 2011.\n- Leila works for Cedar Retail Group.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Lattice Analytics is headquartered in Dunedin.\n- Hana works for Northwind Systems.\n- Kenji works for Cedar Retail Group.\n- Pablo works for Bluepine Aviation.\n- Sofia works for Lattice Analytics.\n- Leila reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1980.\n- Northwind Systems was founded in 1998.\n- Hana reports to Amara.\n- Sofia reports to Bruno.\n- Amara reports to Pablo.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Deshawn reports to Yuki.\n- Elena works for Northwind Systems.\n- Wren reports to Hana.\n- Anders works for Lattice Analytics.\n- Crescent Telecom is headquartered in Cork.\n- Nadia works for Lattice Analytics.\n- Elena reports to Tobias.\n- Lattice Analytics is headquartered in Basel.\n- Emeka works for Lattice Analytics.\n- Nadia reports to Anders.\n- Omar works for Summit Energy.\n- Northwind Systems is headquartered in Cork.\n- Summit Energy was founded in 1997.\n- Zoya reports to Wren.\n- Omar reports to Elena.\n- Tobias reports to Deshawn.\n- Hana works for Crescent Telecom.\n- Lattice Analytics was founded in 1988.\n- Tobias works for Lattice Analytics.\n- Emeka reports to Zoya.\n- Zoya works for Summit Energy.\n- Crescent Telecom was founded in 2002.\n- Lucia reports to Omar.\n- Lucia works for Summit Energy.\n- Northwind Systems was founded in 2011.\n- Yuki works for Lattice Analytics.\n- Summit Energy is headquartered in Austin.\n- Deshawn works for Crescent Telecom.\n- Hana reports to Lucia.\n- Anders reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Bruno works for Summit Energy.\n- Amara works for Summit Energy.\n- Zoya reports to Dmitri.\n- Anders reports to Chiara.\n- Summit Energy was founded in 2003.\n- Leila reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Amara reports to Aisha.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Leila.\n- Anders works for Vantage Air.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Anders.\n- Mateo works for Vantage Air.\n- Mateo reports to Amara.\n- Kenji reports to Bruno.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Chiara reports to Kenji.\n- Vantage Air was founded in 1985.\n- Cedar Retail Group was founded in 1986.\n- Bruno reports to Mateo.\n- Ravi works for Cedar Retail Group.\n- Kenji works for Vantage Air.\n- Cedar Retail Group is headquartered in Malmo.\n- Vantage Air is headquartered in Ghent.\n- Aisha works for Cedar Retail Group.\n- Chiara works for Vantage Air.\n- Aisha reports to Ravi.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19145", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 October 2025): For employees hired on or after 16 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1551: employee Omar A., hired 30 September 2022, separated 30 May 2027 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-1551 under the controlling rules.", "criteria": {"0": "$14,385", "1": "$16,269", "2": "$71,000", "3": "$16,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19146", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4869: employee Anders B., hired 07 September 2024, separated 15 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4869?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19147", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3809: employee Dmitri A., hired 16 February 2020, separated 13 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3809?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Leeds.\n- Elena works for Northwind Systems.\n- Anders works for Summit Energy.\n- Chiara works for Atlas Freight.\n- Northwind Systems is headquartered in Lyon.\n- Ingrid reports to Sofia.\n- Sofia reports to Callum.\n- Atlas Freight is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Malmo.\n- Sofia works for Bluepine Aviation.\n- Summit Energy was founded in 2008.\n- Wren works for Bluepine Aviation.\n- Northwind Systems was founded in 2004.\n- Callum works for Bluepine Aviation.\n- Deshawn reports to Priya.\n- Atlas Freight was founded in 2003.\n- Callum reports to Deshawn.\n- Mateo works for Northwind Systems.\n- Priya reports to Yuki.\n- Amara reports to Anders.\n- Anders reports to Wren.\n- Priya works for Summit Energy.\n- Mateo reports to Ingrid.\n- Amara works for Northwind Systems.\n- Ingrid works for Atlas Freight.\n- Elena reports to Mateo.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Deshawn works for Northwind Systems.\n- Chiara reports to Amara.\n- Yuki reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19149", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8197: employee Aisha T., hired 02 November 2020, separated 19 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8197?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19150", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Kenji reports to Priya.\n- Tobias works for Cedar Retail Group.\n- Omar works for Vantage Air.\n- Dmitri works for Cedar Retail Group.\n- Priya reports to Stefan.\n- Kenji works for Lattice Analytics.\n- Tobias reports to Amara.\n- Vantage Air is headquartered in Nagoya.\n- Amara reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Ravi works for Vantage Air.\n- Stefan works for Vantage Air.\n- Stefan reports to Mateo.\n- Beacon Insurance is headquartered in Malmo.\n- Lattice Analytics is headquartered in Nagoya.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Beacon Insurance was founded in 1989.\n- Ravi reports to Dmitri.\n- Cedar Retail Group was founded in 2008.\n- Vantage Air was founded in 1997.\n- Omar reports to Tobias.\n- Amara works for Vantage Air.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19152", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4776: employee Leila T., hired 21 March 2023, separated 06 December 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-4776 under the controlling rules.", "criteria": {"0": "$5,885", "1": "$9,231", "2": "$40,000", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19153", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19154", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Northwind Systems.\n- Dmitri works for Bluepine Aviation.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid reports to Dmitri.\n- Ravi works for Bluepine Aviation.\n- Vantage Air was founded in 2006.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Anders.\n- Anders works for Northwind Systems.\n- Ravi reports to Priya.\n- Priya reports to Sanne.\n- Anders reports to Ingrid.\n- Northwind Systems was founded in 1978.\n- Priya works for Cedar Retail Group.\n- Pablo reports to Hana.\n- Cedar Retail Group was founded in 1989.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Lyon.\n- Mei works for Bluepine Aviation.\n- Vantage Air is headquartered in Lyon.\n- Hana reports to Ravi.\n- Amara reports to Mei.\n- Dmitri reports to Amara.\n- Amara works for Northwind Systems.\n- Bluepine Aviation was founded in 1999.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1992.\n- Ingrid works for Bluepine Aviation.\n- Leila reports to Felix.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji reports to Stefan.\n- Omar reports to Kenji.\n- Stefan works for Fernhill Foods.\n- Bluepine Aviation was founded in 2007.\n- Chiara reports to Dmitri.\n- Mateo works for Bluepine Aviation.\n- Felix reports to Mara.\n- Stefan reports to Jonas.\n- Felix works for Fernhill Foods.\n- Jonas reports to Ingrid.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo reports to Leila.\n- Chiara works for Ironwood Manufacturing.\n- Jonas works for Northwind Systems.\n- Mara reports to Chiara.\n- Mara works for Ironwood Manufacturing.\n- Dmitri reports to Omar.\n- Northwind Systems is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Leila works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1975.\n- Ingrid reports to Tobias.\n- Omar works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1984.\n- Fernhill Foods is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19157", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6302: employee Pablo M., hired 26 July 2022, separated 29 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6302?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19158", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19159", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5725: employee Stefan A., hired 07 November 2021, separated 16 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5725?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19160", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Amara reports to Mei.\n- Amara works for Beacon Insurance.\n- Viktor works for Bluepine Aviation.\n- Yuki reports to Viktor.\n- Sofia reports to Aisha.\n- Chiara reports to Amara.\n- Aisha reports to Yuki.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Mei reports to Mara.\n- Viktor reports to Leila.\n- Leila works for Bluepine Aviation.\n- Summit Energy is headquartered in Leeds.\n- Mei works for Summit Energy.\n- Bluepine Aviation was founded in 1984.\n- Leila reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Elena works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Mara reports to Elena.\n- Vantage Air was founded in 1976.\n- Yuki works for Bluepine Aviation.\n- Summit Energy was founded in 2010.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19162", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7616: employee Mara A., hired 10 November 2020, separated 26 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7616?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19163", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 72058 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19164", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5105: employee Nadia M., hired 23 January 2020, separated 10 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5105?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19165", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8055: employee Kenji R., hired 20 December 2022, separated 08 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8055?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19166", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8252: employee Felix S., hired 23 July 2024, separated 17 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-8252 under the controlling rules.", "criteria": {"0": "$4,385", "1": "$4,615", "2": "$5,615", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Atlas Freight is headquartered in Adelaide.\n- Dmitri works for Atlas Freight.\n- Tobias works for Ironwood Manufacturing.\n- Dmitri reports to Yuki.\n- Tobias reports to Priya.\n- Crescent Telecom was founded in 1978.\n- Ingrid reports to Ravi.\n- Felix reports to Emeka.\n- Ironwood Manufacturing was founded in 1993.\n- Felix works for Crescent Telecom.\n- Yuki reports to Felix.\n- Cedar Retail Group was founded in 2015.\n- Lucia reports to Dmitri.\n- Bruno works for Cedar Retail Group.\n- Ravi reports to Hana.\n- Ravi works for Cedar Retail Group.\n- Emeka reports to Bruno.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana works for Cedar Retail Group.\n- Atlas Freight was founded in 2001.\n- Lucia works for Crescent Telecom.\n- Priya reports to Lucia.\n- Crescent Telecom is headquartered in Dunedin.\n- Emeka works for Atlas Freight.\n- Callum reports to Ingrid.\n- Yuki works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Hana reports to Tobias.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19168", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Ingrid works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Zoya reports to Mei.\n- Mei reports to Viktor.\n- Deshawn works for Cobalt Health.\n- Felix works for Bluepine Aviation.\n- Deshawn reports to Ingrid.\n- Cobalt Health was founded in 1983.\n- Mei works for Atlas Freight.\n- Felix reports to Lucia.\n- Elena works for Atlas Freight.\n- Vantage Air was founded in 1989.\n- Viktor works for Cobalt Health.\n- Atlas Freight is headquartered in Malmo.\n- Tessa reports to Elena.\n- Elena reports to Zoya.\n- Lucia reports to Deshawn.\n- Lucia works for Cobalt Health.\n- Vantage Air is headquartered in Bergen.\n- Ingrid reports to Emeka.\n- Bluepine Aviation is headquartered in Bergen.\n- Atlas Freight was founded in 2012.\n- Bluepine Aviation was founded in 2004.\n- Emeka works for Cobalt Health.\n- Emeka reports to Tessa.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Priya.\n- Pablo works for Vantage Air.\n- Summit Energy is headquartered in Brno.\n- Stefan reports to Emeka.\n- Lucia reports to Ravi.\n- Kenji works for Vantage Air.\n- Tobias works for Vantage Air.\n- Leila works for Vantage Air.\n- Pablo reports to Leila.\n- Yuki reports to Tobias.\n- Ravi reports to Sanne.\n- Stefan works for Vantage Air.\n- Deshawn reports to Lucia.\n- Atlas Freight is headquartered in Nagoya.\n- Cobalt Health is headquartered in Adelaide.\n- Priya reports to Kenji.\n- Deshawn works for Summit Energy.\n- Sanne works for Summit Energy.\n- Cobalt Health was founded in 1997.\n- Vantage Air was founded in 2012.\n- Summit Energy was founded in 1987.\n- Emeka reports to Pablo.\n- Lucia works for Summit Energy.\n- Vantage Air is headquartered in Brno.\n- Yuki works for Cobalt Health.\n- Sanne reports to Yuki.\n- Leila reports to Deshawn.\n- Emeka works for Summit Energy.\n- Ravi works for Summit Energy.\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19171", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5307: employee Tobias A., hired 10 June 2022, separated 03 April 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5307?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19172", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8280: employee Ingrid S., hired 03 September 2020, separated 10 June 2023 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-8280 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$2,000", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19173", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19174", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1681: employee Anders K., hired 01 January 2022, separated 05 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1681?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19175", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5713: employee Aisha A., hired 20 December 2021, separated 21 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5713?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19176", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19177", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 89690 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19178", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Summit Energy.\n- Northwind Systems is headquartered in Adelaide.\n- Fernhill Foods was founded in 2002.\n- Felix reports to Bruno.\n- Pinnacle Software was founded in 1992.\n- Chiara works for Pinnacle Software.\n- Wren reports to Callum.\n- Fernhill Foods is headquartered in Ghent.\n- Summit Energy was founded in 2013.\n- Emeka works for Fernhill Foods.\n- Bruno works for Pinnacle Software.\n- Callum reports to Emeka.\n- Pinnacle Software is headquartered in Tallinn.\n- Northwind Systems was founded in 2009.\n- Anders reports to Wren.\n- Leila reports to Felix.\n- Wren works for Fernhill Foods.\n- Emeka reports to Chiara.\n- Chiara reports to Leila.\n- Felix works for Northwind Systems.\n- Anders works for Summit Energy.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "2005", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Bergen.\n- Cobalt Health is headquartered in Halifax.\n- Sanne reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Callum reports to Felix.\n- Deshawn reports to Mara.\n- Elena works for Beacon Insurance.\n- Cobalt Health was founded in 1979.\n- Atlas Freight was founded in 2003.\n- Elena reports to Sanne.\n- Mara works for Beacon Insurance.\n- Sanne works for Cobalt Health.\n- Anders reports to Elena.\n- Felix works for Beacon Insurance.\n- Fernhill Foods was founded in 1988.\n- Beacon Insurance is headquartered in Bergen.\n- Yuki reports to Callum.\n- Felix reports to Anders.\n- Beacon Insurance was founded in 2011.\n- Atlas Freight is headquartered in Cork.\n- Yuki works for Beacon Insurance.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19181", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19182", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19183", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 6, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1853: employee Chiara A., hired 19 June 2023, separated 10 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1853?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Kenji works for Beacon Insurance.\n- Lucia reports to Elena.\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Beacon Insurance was founded in 1985.\n- Tobias reports to Emeka.\n- Meridian Bank was founded in 2001.\n- Priya works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.\n- Vantage Air was founded in 2000.\n- Yuki reports to Mara.\n- Anders works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Emeka works for Meridian Bank.\n- Chiara reports to Priya.\n- Pinnacle Software was founded in 1978.\n- Yuki works for Meridian Bank.\n- Mara reports to Lucia.\n- Tobias works for Vantage Air.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Elena reports to Chiara.\n- Kenji reports to Yuki.\n- Emeka reports to Kenji.\n- Meridian Bank is headquartered in Malmo.\n- Priya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19185", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 March 2023): For employees hired on or after 12 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3413: employee Stefan S., hired 10 August 2020, separated 24 July 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3413?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19186", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19187", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19188", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19189", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8063: employee Mei A., hired 23 December 2023, separated 23 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8063?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19190", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1978.\n- Yuki works for Summit Energy.\n- Callum reports to Amara.\n- Helios Logistics was founded in 1988.\n- Amara works for Northwind Systems.\n- Summit Energy is headquartered in Brno.\n- Anders works for Northwind Systems.\n- Sofia reports to Pablo.\n- Anders reports to Viktor.\n- Emeka reports to Lucia.\n- Deshawn works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Northwind Systems was founded in 2000.\n- Helios Logistics is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Lyon.\n- Viktor works for Northwind Systems.\n- Lucia reports to Mei.\n- Hana reports to Anders.\n- Hana works for Pinnacle Software.\n- Mei reports to Callum.\n- Callum works for Summit Energy.\n- Lucia works for Northwind Systems.\n- Pablo reports to Hana.\n- Northwind Systems is headquartered in Lyon.\n- Pablo works for Northwind Systems.\n- Yuki reports to Emeka.\n- Viktor reports to Yuki.\n- Emeka works for Pinnacle Software.\n- Deshawn reports to Sofia.\n- Mei works for Northwind Systems.\n- Summit Energy was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19192", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4861: employee Zoya S., hired 19 December 2022, separated 13 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4861?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19193", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Mara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1977.\n- Chiara reports to Mara.\n- Lattice Analytics was founded in 1993.\n- Aisha reports to Chiara.\n- Ingrid works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Pablo works for Vantage Air.\n- Beacon Insurance was founded in 2010.\n- Ingrid reports to Dmitri.\n- Omar works for Vantage Air.\n- Mara reports to Pablo.\n- Vantage Air is headquartered in Tampere.\n- Aisha works for Ironwood Manufacturing.\n- Omar reports to Ingrid.\n- Beacon Insurance is headquartered in Oslo.\n- Chiara works for Ironwood Manufacturing.\n- Dmitri reports to Aisha.\n- Pablo reports to Deshawn.\n- Vantage Air was founded in 1999.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Fernhill Foods is headquartered in Bergen.\n- Ingrid works for Crescent Telecom.\n- Elena works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Yuki reports to Stefan.\n- Hana reports to Kenji.\n- Kenji reports to Tobias.\n- Atlas Freight is headquartered in Austin.\n- Hana works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Wren works for Crescent Telecom.\n- Ingrid reports to Wren.\n- Dmitri reports to Ingrid.\n- Dmitri works for Crescent Telecom.\n- Yuki works for Fernhill Foods.\n- Atlas Freight was founded in 1979.\n- Elena reports to Yuki.\n- Stefan reports to Dmitri.\n- Stefan works for Ironwood Manufacturing.\n- Kenji works for Crescent Telecom.\n- Bruno reports to Hana.\n- Tobias reports to Elena.\n- Crescent Telecom was founded in 1975.\n- Ironwood Manufacturing was founded in 2013.\n- Fernhill Foods was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19196", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 76745\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2013.\n- Amara works for Cedar Retail Group.\n- Ravi reports to Elena.\n- Ingrid reports to Deshawn.\n- Amara reports to Felix.\n- Mateo works for Cedar Retail Group.\n- Helios Logistics is headquartered in Valencia.\n- Mateo reports to Tobias.\n- Deshawn reports to Jonas.\n- Deshawn works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Atlas Freight was founded in 1975.\n- Kenji reports to Ingrid.\n- Atlas Freight is headquartered in Tallinn.\n- Mei works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Malmo.\n- Pinnacle Software was founded in 1984.\n- Cedar Retail Group was founded in 1975.\n- Jonas works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Elena works for Cedar Retail Group.\n- Emeka works for Helios Logistics.\n- Emeka reports to Kenji.\n- Tobias reports to Emeka.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mei reports to Mateo.\n- Ingrid works for Pinnacle Software.\n- Elena reports to Amara.\n- Jonas reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19198", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Mateo.\n- Mateo reports to Yuki.\n- Lattice Analytics is headquartered in Turku.\n- Jonas works for Vantage Air.\n- Callum works for Lattice Analytics.\n- Jonas reports to Viktor.\n- Fernhill Foods is headquartered in Bergen.\n- Callum reports to Kenji.\n- Cedar Retail Group was founded in 1986.\n- Kenji reports to Jonas.\n- Vantage Air was founded in 1999.\n- Yuki works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Anders works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Mara reports to Callum.\n- Leila works for Cedar Retail Group.\n- Vantage Air is headquartered in Lyon.\n- Viktor works for Vantage Air.\n- Chiara reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Felix reports to Mara.\n- Leila reports to Chiara.\n- Felix works for Fernhill Foods.\n- Anders reports to Leila.\n- Chiara works for Vantage Air.\n- Yuki reports to Felix.\n- Fernhill Foods was founded in 1978.\n- Lattice Analytics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Viktor works for Northwind Systems.\n- Helios Logistics was founded in 2002.\n- Amara reports to Deshawn.\n- Crescent Telecom is headquartered in Leeds.\n- Leila reports to Sofia.\n- Vantage Air was founded in 2008.\n- Mara works for Northwind Systems.\n- Emeka reports to Leila.\n- Crescent Telecom was founded in 1993.\n- Vantage Air is headquartered in Leeds.\n- Helios Logistics is headquartered in Leeds.\n- Deshawn works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Northwind Systems was founded in 1986.\n- Sofia reports to Ravi.\n- Emeka works for Crescent Telecom.\n- Ravi reports to Mara.\n- Leila works for Vantage Air.\n- Amara works for Helios Logistics.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19201", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19202", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8485: employee Kenji M., hired 30 January 2021, separated 01 June 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8485?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Bruno works for Vantage Air.\n- Jonas reports to Emeka.\n- Deshawn works for Cobalt Health.\n- Lattice Analytics was founded in 2003.\n- Aisha works for Vantage Air.\n- Sofia reports to Sanne.\n- Tobias works for Atlas Freight.\n- Lucia reports to Dmitri.\n- Cobalt Health was founded in 2003.\n- Dmitri works for Vantage Air.\n- Sanne works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.\n- Dmitri reports to Tobias.\n- Tobias reports to Bruno.\n- Jonas works for Vantage Air.\n- Hana reports to Viktor.\n- Sanne reports to Deshawn.\n- Cobalt Health is headquartered in Brno.\n- Emeka works for Atlas Freight.\n- Aisha reports to Lucia.\n- Vantage Air was founded in 2005.\n- Viktor works for Lattice Analytics.\n- Lucia works for Atlas Freight.\n- Deshawn reports to Aisha.\n- Atlas Freight is headquartered in Bergen.\n- Atlas Freight was founded in 1993.\n- Viktor reports to Jonas.\n- Emeka reports to Sofia.\n- Hana works for Atlas Freight.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Yuki.\n- Yuki reports to Zoya.\n- Felix reports to Hana.\n- Aisha works for Helios Logistics.\n- Mateo reports to Ravi.\n- Cedar Retail Group was founded in 2002.\n- Helios Logistics was founded in 1996.\n- Hana reports to Priya.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Cedar Retail Group is headquartered in Brno.\n- Emeka works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Pinnacle Software was founded in 2014.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Mei.\n- Mateo works for Helios Logistics.\n- Priya reports to Emeka.\n- Crescent Telecom was founded in 1978.\n- Viktor works for Cedar Retail Group.\n- Wren works for Helios Logistics.\n- Ravi works for Pinnacle Software.\n- Priya works for Helios Logistics.\n- Hana works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Dunedin.\n- Aisha reports to Viktor.\n- Ravi reports to Felix.\n- Mei reports to Aisha.\n- Helios Logistics is headquartered in Dunedin.\n- Yuki works for Cedar Retail Group.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19205", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19206", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19207", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Tessa reports to Chiara.\n- Tobias works for Northwind Systems.\n- Lucia reports to Leila.\n- Northwind Systems is headquartered in Halifax.\n- Tessa works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Emeka reports to Tessa.\n- Chiara reports to Bruno.\n- Vantage Air was founded in 1983.\n- Tobias reports to Lucia.\n- Pinnacle Software is headquartered in Valencia.\n- Pinnacle Software was founded in 1994.\n- Callum reports to Emeka.\n- Pablo reports to Callum.\n- Aisha reports to Tobias.\n- Callum works for Northwind Systems.\n- Atlas Freight was founded in 2005.\n- Atlas Freight is headquartered in Halifax.\n- Leila reports to Pablo.\n- Lucia works for Vantage Air.\n- Leila works for Atlas Freight.\n- Northwind Systems was founded in 2004.\n- Pablo works for Atlas Freight.\n- Bruno works for Vantage Air.\n- Emeka works for Vantage Air.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19208", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19209", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7344: employee Ravi M., hired 23 November 2024, separated 25 December 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-7344 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$6,000", "2": "$26,000", "3": "$2,475"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sanne.\n- Ingrid works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Felix works for Helios Logistics.\n- Felix reports to Deshawn.\n- Bluepine Aviation was founded in 1982.\n- Emeka works for Cobalt Health.\n- Deshawn reports to Viktor.\n- Deshawn works for Cobalt Health.\n- Priya reports to Tessa.\n- Viktor reports to Bruno.\n- Fernhill Foods is headquartered in Turku.\n- Bluepine Aviation is headquartered in Tallinn.\n- Dmitri works for Cobalt Health.\n- Priya works for Fernhill Foods.\n- Helios Logistics was founded in 1993.\n- Bruno works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Wren reports to Ingrid.\n- Ingrid reports to Felix.\n- Yuki works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2005.\n- Cobalt Health is headquartered in Tallinn.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri reports to Yuki.\n- Yuki reports to Priya.\n- Cobalt Health was founded in 2013.\n- Viktor works for Cobalt Health.\n- Emeka reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19211", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 November 2022): For employees hired on or after 27 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3137: employee Tessa R., hired 18 October 2020, separated 07 February 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3137?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19212", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19213", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2289: employee Dmitri A., hired 14 May 2023, separated 04 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2289?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19214", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19215", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19216", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9998: employee Wren S., hired 18 November 2024, separated 16 July 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9998?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19217", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 March 2023): For employees hired on or after 11 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7732: employee Leila A., hired 09 October 2021, separated 24 September 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7732?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19218", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19219", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19220", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19221", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3679: employee Ingrid A., hired 16 October 2020, separated 26 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3679?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Jonas.\n- Mara works for Helios Logistics.\n- Pinnacle Software was founded in 2001.\n- Elena works for Atlas Freight.\n- Callum reports to Mara.\n- Callum works for Cobalt Health.\n- Yuki reports to Zoya.\n- Bruno works for Pinnacle Software.\n- Jonas reports to Lucia.\n- Cobalt Health was founded in 1999.\n- Zoya works for Pinnacle Software.\n- Atlas Freight is headquartered in Brno.\n- Cobalt Health is headquartered in Halifax.\n- Pinnacle Software is headquartered in Halifax.\n- Mara reports to Yuki.\n- Jonas works for Cobalt Health.\n- Helios Logistics is headquartered in Halifax.\n- Atlas Freight was founded in 1995.\n- Lucia works for Pinnacle Software.\n- Helios Logistics was founded in 1982.\n- Yuki works for Pinnacle Software.\n- Zoya reports to Bruno.\n- Lucia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19224", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5368: employee Wren T., hired 19 October 2022, separated 12 August 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5368?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1976.\n- Chiara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 1980.\n- Emeka works for Bluepine Aviation.\n- Jonas works for Vantage Air.\n- Chiara reports to Jonas.\n- Lucia works for Bluepine Aviation.\n- Mara reports to Amara.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Priya reports to Dmitri.\n- Ravi reports to Mara.\n- Wren works for Bluepine Aviation.\n- Dmitri reports to Lucia.\n- Lucia reports to Emeka.\n- Wren reports to Ravi.\n- Vantage Air is headquartered in Tampere.\n- Fernhill Foods is headquartered in Bergen.\n- Mara works for Northwind Systems.\n- Fernhill Foods was founded in 1991.\n- Northwind Systems is headquartered in Tampere.\n- Amara works for Northwind Systems.\n- Ravi works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Amara reports to Priya.\n- Emeka reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19226", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Amara reports to Ingrid.\n- Summit Energy was founded in 1990.\n- Anders reports to Amara.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Zoya works for Summit Energy.\n- Mara works for Helios Logistics.\n- Summit Energy is headquartered in Oslo.\n- Jonas reports to Mara.\n- Cobalt Health was founded in 2000.\n- Elena reports to Tobias.\n- Helios Logistics was founded in 1998.\n- Jonas works for Summit Energy.\n- Tessa reports to Omar.\n- Zoya reports to Mateo.\n- Stefan works for Cobalt Health.\n- Mara reports to Zoya.\n- Meridian Bank is headquartered in Bergen.\n- Helios Logistics is headquartered in Oslo.\n- Tobias reports to Jonas.\n- Ingrid works for Summit Energy.\n- Omar works for Summit Energy.\n- Omar reports to Anders.\n- Mateo reports to Stefan.\n- Anders works for Cobalt Health.\n- Tessa works for Helios Logistics.\n- Mateo works for Summit Energy.\n- Stefan reports to Tessa.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "2001", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19227", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19228", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19229", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19230", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Anders.\n- Callum works for Northwind Systems.\n- Emeka reports to Hana.\n- Lucia reports to Emeka.\n- Lattice Analytics was founded in 2005.\n- Northwind Systems was founded in 2007.\n- Northwind Systems is headquartered in Basel.\n- Yuki works for Lattice Analytics.\n- Crescent Telecom was founded in 2003.\n- Cobalt Health was founded in 2001.\n- Hana works for Lattice Analytics.\n- Crescent Telecom is headquartered in Leeds.\n- Lucia works for Cobalt Health.\n- Lattice Analytics is headquartered in Basel.\n- Anders reports to Chiara.\n- Callum reports to Lucia.\n- Hana reports to Yuki.\n- Deshawn works for Northwind Systems.\n- Cobalt Health is headquartered in Basel.\n- Anders works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Chiara works for Cobalt Health.\n- Yuki reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2002", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19232", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19233", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sanne.\n- Chiara reports to Sofia.\n- Amara works for Cobalt Health.\n- Tessa works for Vantage Air.\n- Amara reports to Priya.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Chiara works for Atlas Freight.\n- Sofia works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Vantage Air was founded in 2004.\n- Felix reports to Emeka.\n- Sanne works for Cobalt Health.\n- Sanne reports to Mateo.\n- Leila works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Cobalt Health was founded in 1989.\n- Summit Energy is headquartered in Porto.\n- Emeka reports to Amara.\n- Atlas Freight is headquartered in Cork.\n- Summit Energy was founded in 1991.\n- Mateo reports to Felix.\n- Emeka works for Vantage Air.\n- Atlas Freight was founded in 2013.\n- Vantage Air is headquartered in Brno.\n- Tessa reports to Leila.\n- Sofia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Fernhill Foods is headquartered in Nagoya.\n- Northwind Systems is headquartered in Adelaide.\n- Aisha reports to Wren.\n- Jonas reports to Felix.\n- Lattice Analytics was founded in 2003.\n- Aisha works for Helios Logistics.\n- Wren reports to Sofia.\n- Lattice Analytics is headquartered in Oslo.\n- Anders reports to Leila.\n- Wren works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Sofia works for Lattice Analytics.\n- Helios Logistics was founded in 1979.\n- Felix reports to Bruno.\n- Fernhill Foods was founded in 1998.\n- Bruno works for Fernhill Foods.\n- Sofia reports to Anders.\n- Anders works for Helios Logistics.\n- Bruno reports to Aisha.\n- Helios Logistics is headquartered in Dunedin.\n- Northwind Systems was founded in 2011.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19236", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19237", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 July 2025): For employees hired on or after 04 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7044: employee Emeka A., hired 06 September 2024, separated 17 February 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-7044 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$21,667", "2": "$5,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19238", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6303: employee Mara M., hired 23 March 2024, separated 26 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-6303 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$1,500", "2": "$2,450", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19239", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1862: employee Pablo B., hired 08 January 2023, separated 20 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1862?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Sofia works for Lattice Analytics.\n- Cedar Retail Group was founded in 2007.\n- Zoya reports to Leila.\n- Cedar Retail Group is headquartered in Malmo.\n- Pinnacle Software is headquartered in Porto.\n- Bluepine Aviation was founded in 2003.\n- Priya reports to Yuki.\n- Pablo reports to Mateo.\n- Chiara reports to Priya.\n- Priya works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Lattice Analytics is headquartered in Turku.\n- Yuki reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Pinnacle Software was founded in 1989.\n- Chiara works for Pinnacle Software.\n- Zoya works for Lattice Analytics.\n- Yuki works for Pinnacle Software.\n- Leila works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Lattice Analytics was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Viktor reports to Tessa.\n- Beacon Insurance is headquartered in Bergen.\n- Zoya reports to Callum.\n- Atlas Freight is headquartered in Tampere.\n- Dmitri reports to Zoya.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Anders reports to Sanne.\n- Amara reports to Anders.\n- Callum reports to Aisha.\n- Callum works for Lattice Analytics.\n- Dmitri works for Cobalt Health.\n- Tessa reports to Bruno.\n- Bruno reports to Dmitri.\n- Sanne reports to Emeka.\n- Tessa works for Cobalt Health.\n- Emeka reports to Viktor.\n- Lattice Analytics was founded in 1981.\n- Sanne works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Aisha reports to Elena.\n- Viktor works for Cobalt Health.\n- Lattice Analytics is headquartered in Tampere.\n- Cobalt Health was founded in 2006.\n- Amara works for Beacon Insurance.\n- Atlas Freight was founded in 1988.\n- Beacon Insurance was founded in 2013.\n- Aisha works for Atlas Freight.\n- Bruno works for Cobalt Health.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1987.\n- Bluepine Aviation is headquartered in Cork.\n- Deshawn reports to Stefan.\n- Mara works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Yuki works for Bluepine Aviation.\n- Vantage Air is headquartered in Valencia.\n- Meridian Bank was founded in 1985.\n- Bruno works for Lattice Analytics.\n- Yuki reports to Felix.\n- Elena works for Meridian Bank.\n- Felix reports to Ingrid.\n- Ingrid reports to Mateo.\n- Meridian Bank is headquartered in Lyon.\n- Deshawn works for Lattice Analytics.\n- Elena reports to Deshawn.\n- Lattice Analytics was founded in 2010.\n- Felix works for Lattice Analytics.\n- Emeka works for Vantage Air.\n- Mateo works for Lattice Analytics.\n- Mateo reports to Mara.\n- Vantage Air was founded in 1988.\n- Stefan works for Bluepine Aviation.\n- Bruno reports to Emeka.\n- Mara reports to Elena.\n- Stefan reports to Bruno.\n- Lattice Analytics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19243", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2545: employee Dmitri K., hired 12 October 2022, separated 17 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2545?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19244", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4344: employee Aisha A., hired 02 November 2022, separated 16 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4344?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19245", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1975.\n- Summit Energy is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Jonas works for Vantage Air.\n- Zoya works for Cedar Retail Group.\n- Mei works for Summit Energy.\n- Ingrid reports to Kenji.\n- Ingrid works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Fernhill Foods is headquartered in Oslo.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods was founded in 2012.\n- Kenji reports to Aisha.\n- Mei reports to Viktor.\n- Sofia reports to Felix.\n- Kenji works for Vantage Air.\n- Jonas reports to Sofia.\n- Bruno reports to Zoya.\n- Vantage Air was founded in 1998.\n- Cedar Retail Group is headquartered in Tallinn.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Aisha reports to Mei.\n- Felix works for Vantage Air.\n- Felix reports to Ingrid.\n- Zoya reports to Jonas.\n- Sofia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19247", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19248", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 55064 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Leila reports to Hana.\n- Hana works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Chiara reports to Bruno.\n- Tobias reports to Sofia.\n- Tobias works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Callum reports to Tessa.\n- Beacon Insurance is headquartered in Brno.\n- Cedar Retail Group was founded in 1997.\n- Cobalt Health was founded in 1985.\n- Omar reports to Yuki.\n- Cedar Retail Group is headquartered in Brno.\n- Emeka works for Beacon Insurance.\n- Bruno reports to Emeka.\n- Emeka reports to Tobias.\n- Fernhill Foods was founded in 1986.\n- Tessa reports to Leila.\n- Sofia reports to Stefan.\n- Bruno works for Beacon Insurance.\n- Stefan reports to Callum.\n- Cobalt Health is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Callum works for Beacon Insurance.\n- Sofia works for Cobalt Health.\n- Hana reports to Omar.\n- Beacon Insurance was founded in 1999.\n- Leila works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Omar works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Hana.\n- Northwind Systems was founded in 1990.\n- Stefan reports to Lucia.\n- Summit Energy was founded in 1984.\n- Mara works for Northwind Systems.\n- Crescent Telecom is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Kenji reports to Stefan.\n- Lucia works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Tessa works for Northwind Systems.\n- Pinnacle Software was founded in 1998.\n- Pinnacle Software is headquartered in Porto.\n- Summit Energy is headquartered in Bergen.\n- Crescent Telecom was founded in 2011.\n- Hana works for Summit Energy.\n- Hana reports to Mei.\n- Stefan works for Pinnacle Software.\n- Mara reports to Tessa.\n- Mei works for Summit Energy.\n- Lucia reports to Mara.\n- Mei reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Jonas.\n- Kenji works for Beacon Insurance.\n- Emeka reports to Aisha.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 2001.\n- Summit Energy is headquartered in Bergen.\n- Bruno works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Deshawn reports to Mara.\n- Mei reports to Bruno.\n- Mara reports to Emeka.\n- Jonas reports to Mei.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Amara reports to Tessa.\n- Amara works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Summit Energy was founded in 2015.\n- Fernhill Foods was founded in 2004.\n- Deshawn works for Helios Logistics.\n- Fernhill Foods is headquartered in Bergen.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Tessa works for Fernhill Foods.\n- Ingrid reports to Hana.\n- Hana reports to Deshawn.\n- Kenji reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Aisha works for Summit Energy.\n- Tessa reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19252", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1467: employee Stefan S., hired 01 November 2022, separated 16 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-1467 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$3,250", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19253", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "set_timer", "3": "weather", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19254", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6846: employee Wren R., hired 21 July 2024, separated 21 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-6846 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$4,000", "2": "$17,333", "3": "$300"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19255", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 October 2025): For employees hired on or after 12 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7346: employee Lucia B., hired 01 November 2023, separated 24 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7346?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Mara reports to Mei.\n- Emeka reports to Priya.\n- Summit Energy is headquartered in Ghent.\n- Priya works for Atlas Freight.\n- Northwind Systems is headquartered in Ghent.\n- Amara reports to Felix.\n- Felix reports to Sofia.\n- Sofia reports to Leila.\n- Mara works for Atlas Freight.\n- Lattice Analytics was founded in 2003.\n- Atlas Freight is headquartered in Ghent.\n- Bruno reports to Tessa.\n- Bruno works for Atlas Freight.\n- Leila works for Summit Energy.\n- Leila reports to Sanne.\n- Mei works for Summit Energy.\n- Tessa reports to Emeka.\n- Felix works for Northwind Systems.\n- Lattice Analytics is headquartered in Lyon.\n- Northwind Systems was founded in 2010.\n- Summit Energy was founded in 1978.\n- Mateo works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Atlas Freight was founded in 1981.\n- Mateo reports to Bruno.\n- Amara works for Summit Energy.\n- Priya reports to Amara.\n- Mei reports to Mateo.\n- Sanne works for Northwind Systems.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19257", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19258", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19259", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 June 2023): For employees hired on or after 14 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6372: employee Emeka M., hired 11 September 2022, separated 27 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-6372 under the controlling rules.", "criteria": {"0": "$3,400", "1": "$4,000", "2": "$3,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19260", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Pablo reports to Lucia.\n- Crescent Telecom is headquartered in Lyon.\n- Bruno reports to Tessa.\n- Emeka reports to Hana.\n- Elena works for Helios Logistics.\n- Mara works for Crescent Telecom.\n- Hana works for Helios Logistics.\n- Cedar Retail Group was founded in 1991.\n- Pinnacle Software is headquartered in Valencia.\n- Sofia works for Cedar Retail Group.\n- Emeka works for Helios Logistics.\n- Pinnacle Software was founded in 2012.\n- Hana reports to Sofia.\n- Pablo works for Pinnacle Software.\n- Lucia reports to Elena.\n- Elena reports to Mara.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Lucia works for Pinnacle Software.\n- Tessa works for Crescent Telecom.\n- Mei reports to Anders.\n- Mara reports to Jonas.\n- Jonas reports to Emeka.\n- Sofia reports to Bruno.\n- Cedar Retail Group is headquartered in Lyon.\n- Crescent Telecom was founded in 1977.\n- Helios Logistics was founded in 2011.\n- Jonas works for Crescent Telecom.\n- Tessa reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19262", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19263", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19264", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Jonas.\n- Zoya reports to Mara.\n- Lucia reports to Pablo.\n- Lattice Analytics is headquartered in Lyon.\n- Anders works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Mara works for Crescent Telecom.\n- Leila works for Lattice Analytics.\n- Beacon Insurance was founded in 2003.\n- Jonas works for Pinnacle Software.\n- Crescent Telecom is headquartered in Basel.\n- Leila reports to Sanne.\n- Zoya works for Lattice Analytics.\n- Pinnacle Software was founded in 1998.\n- Pablo works for Crescent Telecom.\n- Lattice Analytics was founded in 1987.\n- Beacon Insurance is headquartered in Lyon.\n- Crescent Telecom was founded in 2007.\n- Lucia works for Pinnacle Software.\n- Mara reports to Anders.\n- Jonas reports to Ingrid.\n- Pablo reports to Leila.\n- Priya reports to Lucia.\n- Pinnacle Software is headquartered in Basel.\n- Anders reports to Priya.\n- Sanne works for Crescent Telecom.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Ravi.\n- Nadia reports to Bruno.\n- Meridian Bank was founded in 2012.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Bruno works for Meridian Bank.\n- Ravi works for Ironwood Manufacturing.\n- Kenji reports to Lucia.\n- Bruno reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Ravi reports to Callum.\n- Aisha works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Viktor works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Aisha.\n- Lucia works for Cobalt Health.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Elena reports to Nadia.\n- Jonas reports to Viktor.\n- Ironwood Manufacturing was founded in 1989.\n- Aisha reports to Kenji.\n- Northwind Systems is headquartered in Malmo.\n- Cobalt Health was founded in 1990.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19267", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tessa.\n- Mateo works for Cedar Retail Group.\n- Tessa works for Bluepine Aviation.\n- Jonas reports to Mara.\n- Lucia reports to Ravi.\n- Meridian Bank was founded in 2010.\n- Cedar Retail Group is headquartered in Oslo.\n- Zoya reports to Ingrid.\n- Vantage Air is headquartered in Ghent.\n- Lucia works for Vantage Air.\n- Pablo reports to Jonas.\n- Wren works for Meridian Bank.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Sanne works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Mateo reports to Pablo.\n- Vantage Air was founded in 1986.\n- Kenji works for Cedar Retail Group.\n- Tessa reports to Sanne.\n- Meridian Bank is headquartered in Ghent.\n- Ravi reports to Zoya.\n- Ingrid reports to Mateo.\n- Bluepine Aviation was founded in 1985.\n- Kenji reports to Wren.\n- Cedar Retail Group was founded in 2002.\n- Pablo works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Wren reports to Lucia.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Mara.\n- Zoya works for Fernhill Foods.\n- Mara works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Elena works for Fernhill Foods.\n- Pablo reports to Ravi.\n- Zoya reports to Pablo.\n- Felix reports to Leila.\n- Pinnacle Software was founded in 1986.\n- Ingrid works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Leila reports to Aisha.\n- Fernhill Foods was founded in 2008.\n- Aisha reports to Zoya.\n- Pablo works for Fernhill Foods.\n- Mara reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Felix works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1989.\n- Elena reports to Felix.\n- Pinnacle Software is headquartered in Nagoya.\n- Ingrid reports to Tobias.\n- Aisha works for Fernhill Foods.\n- Bluepine Aviation was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19270", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "wire_transfer", "4": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19271", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 January 2023): For employees hired on or after 15 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8849: employee Stefan M., hired 29 August 2021, separated 27 July 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-8849 under the controlling rules.", "criteria": {"0": "$21,233", "1": "$4,400", "2": "$4,987", "3": "$4,900"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Deshawn.\n- Elena works for Ironwood Manufacturing.\n- Deshawn reports to Yuki.\n- Amara reports to Pablo.\n- Sofia works for Cedar Retail Group.\n- Cobalt Health is headquartered in Cork.\n- Pablo reports to Elena.\n- Cobalt Health was founded in 1980.\n- Hana works for Crescent Telecom.\n- Omar works for Cobalt Health.\n- Chiara reports to Omar.\n- Omar reports to Zoya.\n- Crescent Telecom was founded in 1992.\n- Amara works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.\n- Mei reports to Amara.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sofia reports to Chiara.\n- Ironwood Manufacturing was founded in 2006.\n- Zoya reports to Mei.\n- Crescent Telecom is headquartered in Dunedin.\n- Dmitri works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Cedar Retail Group was founded in 2003.\n- Hana reports to Dmitri.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.\n- Dmitri reports to Sofia.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Wren reports to Jonas.\n- Summit Energy is headquartered in Nagoya.\n- Wren works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Vantage Air is headquartered in Austin.\n- Summit Energy was founded in 1998.\n- Vantage Air was founded in 2003.\n- Pablo reports to Nadia.\n- Helios Logistics is headquartered in Dunedin.\n- Mei reports to Deshawn.\n- Pablo works for Bluepine Aviation.\n- Jonas reports to Mei.\n- Kenji reports to Wren.\n- Helios Logistics was founded in 1982.\n- Bluepine Aviation was founded in 1999.\n- Deshawn works for Vantage Air.\n- Emeka reports to Pablo.\n- Nadia works for Vantage Air.\n- Kenji works for Vantage Air.\n- Deshawn reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19274", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19275", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 74627\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Mara reports to Tessa.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Crescent Telecom was founded in 1984.\n- Beacon Insurance was founded in 1994.\n- Helios Logistics was founded in 1992.\n- Hana reports to Sofia.\n- Tessa reports to Felix.\n- Sofia reports to Priya.\n- Summit Energy was founded in 2005.\n- Hana works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Felix reports to Emeka.\n- Helios Logistics is headquartered in Tallinn.\n- Tessa works for Summit Energy.\n- Priya reports to Mara.\n- Crescent Telecom is headquartered in Tallinn.\n- Priya works for Beacon Insurance.\n- Summit Energy is headquartered in Tallinn.\n- Stefan reports to Hana.\n- Sofia works for Summit Energy.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19277", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5885: employee Omar B., hired 25 June 2023, separated 29 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5885?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19278", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5427: employee Stefan T., hired 27 May 2022, separated 27 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-5427?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19279", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2643: employee Mateo T., hired 14 June 2022, separated 14 February 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2643?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19280", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8693: employee Sanne M., hired 29 April 2022, separated 21 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8693?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Hana reports to Deshawn.\n- Emeka reports to Tobias.\n- Omar reports to Bruno.\n- Crescent Telecom is headquartered in Nagoya.\n- Omar works for Crescent Telecom.\n- Bruno reports to Hana.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1977.\n- Leila works for Summit Energy.\n- Bruno works for Ironwood Manufacturing.\n- Sofia reports to Viktor.\n- Tobias reports to Sofia.\n- Viktor reports to Priya.\n- Summit Energy was founded in 1978.\n- Emeka works for Summit Energy.\n- Priya reports to Leila.\n- Cobalt Health was founded in 1996.\n- Sofia works for Summit Energy.\n- Deshawn works for Cobalt Health.\n- Leila reports to Pablo.\n- Deshawn reports to Emeka.\n- Summit Energy is headquartered in Valencia.\n- Hana works for Summit Energy.\n- Crescent Telecom was founded in 2006.\n- Priya works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Aisha works for Ironwood Manufacturing.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19282", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19283", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Atlas Freight.\n- Summit Energy is headquartered in Ghent.\n- Leila reports to Mateo.\n- Emeka works for Cedar Retail Group.\n- Elena reports to Leila.\n- Leila works for Summit Energy.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Ironwood Manufacturing is headquartered in Turku.\n- Jonas works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2004.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1985.\n- Mateo reports to Tessa.\n- Jonas reports to Sanne.\n- Tessa reports to Jonas.\n- Aisha reports to Elena.\n- Atlas Freight is headquartered in Ghent.\n- Summit Energy was founded in 1987.\n- Aisha works for Ironwood Manufacturing.\n- Tessa works for Cedar Retail Group.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19285", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 13468 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19286", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19287", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2246: employee Mateo M., hired 05 September 2022, separated 21 July 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-2246 under the controlling rules.", "criteria": {"0": "$9,269", "1": "$31,500", "2": "$7,399", "3": "$7,269"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19288", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19289", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2999: employee Ravi B., hired 18 March 2020, separated 22 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2999?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19290", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19291", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7187: employee Emeka R., hired 26 October 2023, separated 01 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7187?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19292", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1560: employee Dmitri B., hired 05 October 2021, separated 18 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1560?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mei.\n- Anders reports to Viktor.\n- Bluepine Aviation was founded in 2014.\n- Tessa reports to Aisha.\n- Beacon Insurance was founded in 2001.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group was founded in 2010.\n- Mei reports to Mara.\n- Mara works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Atlas Freight is headquartered in Turku.\n- Viktor reports to Sanne.\n- Yuki works for Atlas Freight.\n- Mei works for Cedar Retail Group.\n- Chiara works for Atlas Freight.\n- Beacon Insurance is headquartered in Austin.\n- Anders works for Beacon Insurance.\n- Yuki reports to Chiara.\n- Mara reports to Lucia.\n- Aisha works for Bluepine Aviation.\n- Lucia works for Atlas Freight.\n- Tessa works for Beacon Insurance.\n- Viktor works for Atlas Freight.\n- Aisha reports to Anders.\n- Atlas Freight was founded in 2006.\n- Sanne reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19294", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19295", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19296", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19297", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 7, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7867: employee Omar T., hired 10 August 2020, separated 04 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7867?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19298", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2008.\n- Aisha reports to Nadia.\n- Viktor works for Northwind Systems.\n- Mei reports to Kenji.\n- Elena works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Meridian Bank was founded in 1983.\n- Crescent Telecom was founded in 2010.\n- Dmitri works for Meridian Bank.\n- Northwind Systems is headquartered in Bergen.\n- Bruno works for Crescent Telecom.\n- Omar works for Lattice Analytics.\n- Kenji reports to Dmitri.\n- Dmitri reports to Wren.\n- Elena reports to Omar.\n- Callum reports to Viktor.\n- Nadia works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Wren works for Meridian Bank.\n- Crescent Telecom is headquartered in Bergen.\n- Callum works for Crescent Telecom.\n- Lattice Analytics was founded in 1993.\n- Omar reports to Bruno.\n- Lattice Analytics is headquartered in Bergen.\n- Yuki works for Lattice Analytics.\n- Viktor reports to Yuki.\n- Wren reports to Aisha.\n- Bruno reports to Callum.\n- Nadia reports to Elena.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19300", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19301", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19302", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "open_account", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19303", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8004: employee Sanne S., hired 08 September 2024, separated 02 April 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-8004 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,000", "2": "$500", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Meridian Bank is headquartered in Valencia.\n- Lucia works for Meridian Bank.\n- Priya works for Vantage Air.\n- Priya reports to Bruno.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2006.\n- Felix works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1984.\n- Lucia reports to Viktor.\n- Viktor works for Meridian Bank.\n- Northwind Systems is headquartered in Adelaide.\n- Viktor reports to Elena.\n- Mei reports to Chiara.\n- Felix reports to Priya.\n- Wren reports to Sanne.\n- Elena reports to Wren.\n- Bruno works for Northwind Systems.\n- Vantage Air is headquartered in Malmo.\n- Chiara works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2001.\n- Yuki works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Chiara reports to Lucia.\n- Vantage Air was founded in 1992.\n- Amara reports to Felix.\n- Bruno reports to Mei.\n- Mei works for Vantage Air.\n- Elena works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19305", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4058: employee Ingrid K., hired 24 December 2023, separated 28 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4058?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Ravi.\n- Mei reports to Nadia.\n- Pablo works for Vantage Air.\n- Callum works for Summit Energy.\n- Zoya works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Vantage Air was founded in 1991.\n- Viktor works for Summit Energy.\n- Zoya reports to Mei.\n- Nadia works for Vantage Air.\n- Mei works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Ravi reports to Mara.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Sanne reports to Zoya.\n- Mara reports to Pablo.\n- Ingrid works for Vantage Air.\n- Summit Energy was founded in 2008.\n- Fernhill Foods was founded in 1983.\n- Cedar Retail Group is headquartered in Leeds.\n- Vantage Air is headquartered in Tampere.\n- Callum reports to Ingrid.\n- Pablo reports to Callum.\n- Fernhill Foods is headquartered in Bergen.\n- Ingrid reports to Sanne.\n- Cedar Retail Group was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19307", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2581: employee Tobias B., hired 10 December 2023, separated 11 September 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2025-2581 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$8,500", "2": "$34,667", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tobias.\n- Ravi reports to Anders.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Felix.\n- Mara works for Bluepine Aviation.\n- Felix reports to Nadia.\n- Leila works for Vantage Air.\n- Jonas reports to Mara.\n- Anders reports to Ingrid.\n- Bluepine Aviation was founded in 1981.\n- Leila reports to Ravi.\n- Vantage Air was founded in 1987.\n- Jonas works for Bluepine Aviation.\n- Mara reports to Leila.\n- Ravi works for Meridian Bank.\n- Bluepine Aviation is headquartered in Lyon.\n- Felix works for Ironwood Manufacturing.\n- Tobias reports to Jonas.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tobias works for Vantage Air.\n- Ironwood Manufacturing was founded in 1984.\n- Meridian Bank was founded in 1994.\n- Anders works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Nadia works for Vantage Air.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19309", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19310", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1829: employee Viktor K., hired 14 November 2023, separated 14 November 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1829?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Emeka reports to Tobias.\n- Dmitri works for Pinnacle Software.\n- Leila reports to Ingrid.\n- Deshawn reports to Kenji.\n- Mateo reports to Leila.\n- Aisha works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Bruno reports to Mara.\n- Dmitri reports to Deshawn.\n- Tobias works for Summit Energy.\n- Ingrid reports to Sofia.\n- Deshawn works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Dmitri.\n- Ingrid works for Pinnacle Software.\n- Summit Energy was founded in 1990.\n- Emeka works for Meridian Bank.\n- Mara reports to Emeka.\n- Summit Energy is headquartered in Ghent.\n- Beacon Insurance was founded in 1979.\n- Kenji reports to Aisha.\n- Pinnacle Software was founded in 1988.\n- Pinnacle Software is headquartered in Dunedin.\n- Kenji works for Pinnacle Software.\n- Meridian Bank was founded in 1978.\n- Mateo works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Tobias reports to Mateo.\n- Bruno works for Beacon Insurance.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Dunedin.\n- Callum works for Bluepine Aviation.\n- Meridian Bank was founded in 1995.\n- Dmitri reports to Callum.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 1998.\n- Dmitri works for Cobalt Health.\n- Anders reports to Dmitri.\n- Anders works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Dunedin.\n- Meridian Bank is headquartered in Dunedin.\n- Viktor reports to Kenji.\n- Mara reports to Chiara.\n- Bluepine Aviation was founded in 1990.\n- Felix reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Zoya works for Meridian Bank.\n- Zoya reports to Anders.\n- Mara works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Kenji reports to Mei.\n- Callum reports to Felix.\n- Crescent Telecom was founded in 2012.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19313", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1010: employee Felix B., hired 07 March 2022, separated 08 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1010?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19314", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2129: employee Leila R., hired 28 September 2023, separated 11 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2129?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19315", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19316", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Dmitri reports to Elena.\n- Bruno reports to Pablo.\n- Bruno works for Bluepine Aviation.\n- Zoya reports to Tobias.\n- Elena reports to Stefan.\n- Fernhill Foods is headquartered in Leeds.\n- Cobalt Health was founded in 1993.\n- Stefan reports to Bruno.\n- Deshawn reports to Zoya.\n- Deshawn works for Cobalt Health.\n- Bluepine Aviation was founded in 2014.\n- Zoya works for Lattice Analytics.\n- Pablo reports to Deshawn.\n- Elena works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Porto.\n- Stefan works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Cobalt Health is headquartered in Oslo.\n- Lattice Analytics is headquartered in Porto.\n- Priya reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Fernhill Foods was founded in 1986.\n- Tobias works for Cobalt Health.\n- Lattice Analytics was founded in 1988.\n- Priya works for Fernhill Foods.\n- Tobias reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Mei reports to Amara.\n- Pablo reports to Leila.\n- Leila works for Cobalt Health.\n- Emeka reports to Viktor.\n- Atlas Freight was founded in 2011.\n- Mei works for Cobalt Health.\n- Meridian Bank is headquartered in Leeds.\n- Callum works for Atlas Freight.\n- Cobalt Health is headquartered in Leeds.\n- Emeka works for Cobalt Health.\n- Sofia works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Pablo works for Atlas Freight.\n- Viktor reports to Dmitri.\n- Sofia reports to Lucia.\n- Vantage Air was founded in 1986.\n- Vantage Air is headquartered in Porto.\n- Callum reports to Pablo.\n- Leila reports to Mei.\n- Cobalt Health was founded in 1987.\n- Lucia reports to Emeka.\n- Dmitri reports to Callum.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19319", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 73997, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19320", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Elena.\n- Tobias reports to Ravi.\n- Lattice Analytics was founded in 1990.\n- Tobias works for Northwind Systems.\n- Ravi works for Cobalt Health.\n- Aisha works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Hana works for Northwind Systems.\n- Cobalt Health was founded in 1987.\n- Leila reports to Tobias.\n- Cobalt Health is headquartered in Ghent.\n- Meridian Bank is headquartered in Porto.\n- Elena reports to Leila.\n- Mei works for Cobalt Health.\n- Lattice Analytics is headquartered in Bergen.\n- Northwind Systems is headquartered in Bergen.\n- Amara works for Meridian Bank.\n- Priya works for Cobalt Health.\n- Hana reports to Aisha.\n- Lucia reports to Hana.\n- Amara reports to Viktor.\n- Lucia works for Cobalt Health.\n- Priya reports to Lucia.\n- Northwind Systems was founded in 1995.\n- Ingrid reports to Priya.\n- Viktor reports to Mei.\n- Viktor works for Lattice Analytics.\n- Ravi reports to Amara.\n- Meridian Bank was founded in 2001.\n- Ingrid works for Cobalt Health.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2012.\n- Zoya reports to Tobias.\n- Lucia works for Cobalt Health.\n- Callum reports to Zoya.\n- Amara reports to Elena.\n- Amara works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Chiara reports to Callum.\n- Tobias reports to Lucia.\n- Callum works for Ironwood Manufacturing.\n- Zoya works for Meridian Bank.\n- Pinnacle Software was founded in 1995.\n- Pinnacle Software is headquartered in Nagoya.\n- Elena works for Pinnacle Software.\n- Ingrid reports to Amara.\n- Cobalt Health is headquartered in Cork.\n- Dmitri reports to Pablo.\n- Pablo reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Porto.\n- Meridian Bank was founded in 2003.\n- Cobalt Health was founded in 1993.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Elena reports to Chiara.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19323", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 61086 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19324", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Lattice Analytics.\n- Priya reports to Felix.\n- Nadia reports to Zoya.\n- Pablo reports to Kenji.\n- Ingrid reports to Elena.\n- Priya works for Beacon Insurance.\n- Leila reports to Pablo.\n- Stefan works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1978.\n- Lattice Analytics is headquartered in Cork.\n- Stefan reports to Chiara.\n- Beacon Insurance was founded in 2012.\n- Lattice Analytics was founded in 1983.\n- Kenji reports to Nadia.\n- Felix reports to Stefan.\n- Leila works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Felix works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Sofia reports to Ingrid.\n- Chiara works for Cedar Retail Group.\n- Zoya works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia works for Lattice Analytics.\n- Elena reports to Leila.\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Lyon.\n- Beacon Insurance is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2007.\n- Chiara reports to Sofia.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mara.\n- Anders works for Cedar Retail Group.\n- Ravi reports to Pablo.\n- Meridian Bank is headquartered in Tampere.\n- Deshawn reports to Dmitri.\n- Amara reports to Hana.\n- Cedar Retail Group was founded in 2011.\n- Pinnacle Software is headquartered in Brno.\n- Mara reports to Ingrid.\n- Wren works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Emeka reports to Anders.\n- Dmitri works for Pinnacle Software.\n- Emeka works for Meridian Bank.\n- Cedar Retail Group is headquartered in Dunedin.\n- Crescent Telecom was founded in 1982.\n- Ravi works for Meridian Bank.\n- Pinnacle Software was founded in 1975.\n- Hana works for Crescent Telecom.\n- Meridian Bank was founded in 2007.\n- Amara works for Cedar Retail Group.\n- Pablo works for Pinnacle Software.\n- Anders reports to Wren.\n- Wren reports to Amara.\n- Hana reports to Ravi.\n- Nadia reports to Deshawn.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom is headquartered in Dunedin.\n- Deshawn works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Ingrid reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19327", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri reports to Wren.\n- Callum reports to Zoya.\n- Amara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Ghent.\n- Meridian Bank was founded in 2010.\n- Cedar Retail Group was founded in 1983.\n- Wren reports to Felix.\n- Fernhill Foods was founded in 1999.\n- Wren works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance was founded in 2014.\n- Jonas works for Fernhill Foods.\n- Meridian Bank is headquartered in Austin.\n- Felix reports to Amara.\n- Tessa works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Dmitri works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Jonas reports to Dmitri.\n- Felix works for Beacon Insurance.\n- Zoya reports to Jonas.\n- Tessa reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19329", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3194: employee Felix A., hired 07 July 2023, separated 24 June 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-3194 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$3,750", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19330", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4609: employee Omar K., hired 18 September 2023, separated 31 December 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4609?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19331", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice", "4": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19332", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9370: employee Omar K., hired 08 August 2021, separated 24 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9370?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19333", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19334", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 April 2025): For employees hired on or after 05 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9661: employee Tobias B., hired 13 October 2022, separated 21 December 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9661?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19335", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3357: employee Sanne T., hired 16 October 2021, separated 01 June 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3357?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Mateo reports to Stefan.\n- Cedar Retail Group was founded in 1984.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Pinnacle Software is headquartered in Tampere.\n- Wren reports to Chiara.\n- Mateo works for Meridian Bank.\n- Wren works for Pinnacle Software.\n- Tobias works for Cedar Retail Group.\n- Pinnacle Software was founded in 2011.\n- Cedar Retail Group is headquartered in Turku.\n- Jonas works for Vantage Air.\n- Kenji works for Vantage Air.\n- Amara works for Meridian Bank.\n- Ravi reports to Jonas.\n- Amara reports to Deshawn.\n- Stefan reports to Ravi.\n- Emeka reports to Kenji.\n- Meridian Bank was founded in 2000.\n- Chiara reports to Tobias.\n- Tobias reports to Mateo.\n- Deshawn reports to Wren.\n- Meridian Bank is headquartered in Lyon.\n- Deshawn works for Meridian Bank.\n- Vantage Air is headquartered in Tampere.\n- Ravi works for Meridian Bank.\n- Chiara works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Lucia reports to Emeka.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19337", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19338", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2872: employee Dmitri B., hired 18 December 2022, separated 21 November 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-2872 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$1,900", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sofia.\n- Helios Logistics was founded in 1992.\n- Dmitri works for Fernhill Foods.\n- Emeka works for Atlas Freight.\n- Lucia works for Fernhill Foods.\n- Helios Logistics is headquartered in Tampere.\n- Kenji works for Helios Logistics.\n- Deshawn reports to Lucia.\n- Sofia reports to Emeka.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight was founded in 1979.\n- Fernhill Foods is headquartered in Cork.\n- Atlas Freight is headquartered in Porto.\n- Kenji reports to Dmitri.\n- Deshawn works for Fernhill Foods.\n- Mateo reports to Amara.\n- Dmitri reports to Deshawn.\n- Emeka reports to Mateo.\n- Amara works for Helios Logistics.\n- Sofia works for Vantage Air.\n- Pablo reports to Kenji.\n- Zoya reports to Pablo.\n- Vantage Air was founded in 2011.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19340", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19341", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 November 2022): For employees hired on or after 10 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3874: employee Elena T., hired 30 June 2021, separated 02 September 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3874?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Atlas Freight.\n- Pinnacle Software was founded in 1983.\n- Atlas Freight was founded in 1995.\n- Chiara works for Vantage Air.\n- Chiara reports to Bruno.\n- Atlas Freight is headquartered in Turku.\n- Bruno reports to Kenji.\n- Vantage Air was founded in 2007.\n- Elena works for Atlas Freight.\n- Crescent Telecom is headquartered in Bergen.\n- Kenji works for Crescent Telecom.\n- Vantage Air is headquartered in Austin.\n- Nadia reports to Emeka.\n- Crescent Telecom was founded in 1998.\n- Emeka works for Vantage Air.\n- Nadia works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Felix works for Atlas Freight.\n- Elena reports to Felix.\n- Pinnacle Software is headquartered in Bergen.\n- Kenji reports to Wren.\n- Felix reports to Chiara.\n- Emeka reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19343", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Lucia reports to Dmitri.\n- Leila reports to Priya.\n- Amara reports to Yuki.\n- Stefan reports to Lucia.\n- Dmitri reports to Deshawn.\n- Yuki reports to Felix.\n- Atlas Freight was founded in 2004.\n- Northwind Systems is headquartered in Tallinn.\n- Meridian Bank was founded in 1986.\n- Lucia works for Northwind Systems.\n- Dmitri works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Meridian Bank is headquartered in Tampere.\n- Priya reports to Stefan.\n- Sanne reports to Amara.\n- Fernhill Foods was founded in 2000.\n- Felix works for Fernhill Foods.\n- Leila works for Meridian Bank.\n- Northwind Systems was founded in 2005.\n- Atlas Freight is headquartered in Tallinn.\n- Priya works for Northwind Systems.\n- Amara works for Atlas Freight.\n- Felix reports to Leila.\n- Fernhill Foods is headquartered in Malmo.\n- Yuki works for Atlas Freight.\n- Deshawn works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19345", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Deshawn reports to Dmitri.\n- Amara works for Bluepine Aviation.\n- Jonas works for Helios Logistics.\n- Bluepine Aviation is headquartered in Malmo.\n- Mara reports to Jonas.\n- Crescent Telecom is headquartered in Turku.\n- Wren works for Bluepine Aviation.\n- Wren reports to Amara.\n- Dmitri reports to Wren.\n- Crescent Telecom was founded in 1994.\n- Vantage Air was founded in 2010.\n- Sanne works for Bluepine Aviation.\n- Vantage Air is headquartered in Halifax.\n- Helios Logistics was founded in 1996.\n- Jonas reports to Ingrid.\n- Deshawn works for Bluepine Aviation.\n- Amara reports to Mara.\n- Ingrid works for Bluepine Aviation.\n- Mara works for Crescent Telecom.\n- Sanne reports to Deshawn.\n- Bluepine Aviation was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19347", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19348", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19349", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Aisha.\n- Summit Energy is headquartered in Oslo.\n- Priya reports to Lucia.\n- Cobalt Health is headquartered in Dunedin.\n- Hana works for Summit Energy.\n- Pablo reports to Priya.\n- Cedar Retail Group was founded in 1975.\n- Summit Energy was founded in 2006.\n- Hana reports to Ravi.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Basel.\n- Aisha works for Summit Energy.\n- Yuki works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Lucia reports to Wren.\n- Priya works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Beacon Insurance was founded in 1993.\n- Yuki reports to Pablo.\n- Beacon Insurance is headquartered in Basel.\n- Cobalt Health was founded in 2003.\n- Aisha reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19351", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19352", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Stefan.\n- Beacon Insurance is headquartered in Turku.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics was founded in 1990.\n- Leila reports to Mateo.\n- Aisha reports to Nadia.\n- Stefan reports to Viktor.\n- Sanne reports to Tessa.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Stefan works for Fernhill Foods.\n- Viktor reports to Leila.\n- Tessa works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Lyon.\n- Leila works for Lattice Analytics.\n- Jonas reports to Zoya.\n- Lattice Analytics is headquartered in Austin.\n- Viktor works for Beacon Insurance.\n- Mateo reports to Sanne.\n- Mateo works for Beacon Insurance.\n- Tessa reports to Jonas.\n- Aisha works for Lattice Analytics.\n- Jonas works for Beacon Insurance.\n- Fernhill Foods is headquartered in Dunedin.\n- Bluepine Aviation was founded in 2011.\n- Fernhill Foods was founded in 1996.\n- Zoya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Helios Logistics was founded in 1996.\n- Lattice Analytics was founded in 2005.\n- Tobias works for Pinnacle Software.\n- Ingrid reports to Anders.\n- Anders reports to Leila.\n- Tobias reports to Emeka.\n- Pinnacle Software was founded in 1996.\n- Beacon Insurance was founded in 2005.\n- Nadia works for Pinnacle Software.\n- Leila reports to Nadia.\n- Beacon Insurance is headquartered in Cork.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Zoya reports to Tobias.\n- Nadia reports to Zoya.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Anders works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Lucia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19355", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1339: employee Felix B., hired 28 December 2020, separated 06 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1339?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Atlas Freight was founded in 2001.\n- Bruno works for Atlas Freight.\n- Summit Energy is headquartered in Valencia.\n- Felix works for Summit Energy.\n- Pablo reports to Mara.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Priya works for Summit Energy.\n- Anders works for Atlas Freight.\n- Fernhill Foods is headquartered in Malmo.\n- Summit Energy was founded in 1979.\n- Lucia reports to Bruno.\n- Mara works for Fernhill Foods.\n- Anders reports to Stefan.\n- Pablo works for Atlas Freight.\n- Deshawn works for Northwind Systems.\n- Stefan reports to Aisha.\n- Northwind Systems is headquartered in Valencia.\n- Felix reports to Leila.\n- Kenji works for Summit Energy.\n- Bruno reports to Priya.\n- Aisha reports to Pablo.\n- Kenji reports to Felix.\n- Priya reports to Kenji.\n- Aisha works for Atlas Freight.\n- Fernhill Foods was founded in 2009.\n- Deshawn reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19357", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4444: employee Viktor A., hired 21 April 2022, separated 08 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4444?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19358", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19359", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19360", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "coverage_question", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2014.\n- Omar works for Bluepine Aviation.\n- Anders reports to Chiara.\n- Aisha works for Crescent Telecom.\n- Felix reports to Lucia.\n- Callum reports to Bruno.\n- Viktor reports to Aisha.\n- Callum works for Bluepine Aviation.\n- Omar reports to Zoya.\n- Bruno reports to Viktor.\n- Bluepine Aviation is headquartered in Brno.\n- Hana works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Amara reports to Hana.\n- Amara works for Crescent Telecom.\n- Hana reports to Callum.\n- Zoya reports to Anders.\n- Crescent Telecom was founded in 1980.\n- Cedar Retail Group is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Pinnacle Software.\n- Cedar Retail Group was founded in 1992.\n- Crescent Telecom is headquartered in Brno.\n- Viktor works for Bluepine Aviation.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Amara.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Lucia works for Bluepine Aviation.\n- Aisha reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19362", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1150: employee Sanne M., hired 14 September 2023, separated 07 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1150?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Wren works for Atlas Freight.\n- Ingrid reports to Mara.\n- Helios Logistics is headquartered in Malmo.\n- Mara reports to Leila.\n- Atlas Freight was founded in 1980.\n- Ironwood Manufacturing was founded in 1995.\n- Lattice Analytics was founded in 1993.\n- Emeka works for Helios Logistics.\n- Atlas Freight is headquartered in Malmo.\n- Sanne reports to Wren.\n- Tobias works for Lattice Analytics.\n- Tobias reports to Ingrid.\n- Wren reports to Jonas.\n- Sanne works for Helios Logistics.\n- Leila reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Emeka reports to Tobias.\n- Helios Logistics was founded in 2003.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19364", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Emeka.\n- Bluepine Aviation was founded in 1976.\n- Cobalt Health is headquartered in Nagoya.\n- Northwind Systems was founded in 2010.\n- Bluepine Aviation is headquartered in Austin.\n- Mei reports to Nadia.\n- Ravi reports to Aisha.\n- Deshawn works for Atlas Freight.\n- Aisha works for Northwind Systems.\n- Yuki reports to Ravi.\n- Deshawn reports to Yuki.\n- Atlas Freight was founded in 1995.\n- Nadia reports to Deshawn.\n- Emeka reports to Sanne.\n- Ravi works for Atlas Freight.\n- Zoya reports to Dmitri.\n- Yuki works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Sanne works for Bluepine Aviation.\n- Cobalt Health was founded in 2015.\n- Zoya works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Nadia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Cork.\n- Aisha reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19366", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5127: employee Emeka A., hired 03 August 2023, separated 09 May 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5127?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19367", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 February 2023): For employees hired on or after 02 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9772: employee Nadia T., hired 10 February 2021, separated 09 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9772?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19368", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7021: employee Nadia K., hired 20 July 2022, separated 12 December 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7021?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19369", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5752: employee Tobias K., hired 10 April 2022, separated 25 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5752?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19370", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19371", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 February 2023): For employees hired on or after 12 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1156: employee Leila T., hired 23 October 2020, separated 27 December 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1156?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Viktor.\n- Priya reports to Chiara.\n- Bluepine Aviation was founded in 1996.\n- Yuki reports to Felix.\n- Chiara works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara reports to Yuki.\n- Viktor works for Beacon Insurance.\n- Omar works for Lattice Analytics.\n- Elena works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tallinn.\n- Yuki works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 2009.\n- Kenji reports to Priya.\n- Viktor reports to Omar.\n- Beacon Insurance is headquartered in Brno.\n- Bluepine Aviation is headquartered in Tallinn.\n- Omar reports to Kenji.\n- Lattice Analytics was founded in 2013.\n- Fernhill Foods was founded in 1981.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19373", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19374", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 7, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9800: employee Omar T., hired 13 February 2021, separated 24 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9800?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19375", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Chiara reports to Dmitri.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1977.\n- Zoya reports to Priya.\n- Tobias reports to Chiara.\n- Lucia reports to Callum.\n- Yuki reports to Tobias.\n- Callum reports to Mara.\n- Dmitri works for Summit Energy.\n- Zoya works for Meridian Bank.\n- Priya works for Helios Logistics.\n- Lucia works for Summit Energy.\n- Mara reports to Zoya.\n- Callum works for Beacon Insurance.\n- Elena reports to Yuki.\n- Helios Logistics was founded in 2015.\n- Helios Logistics is headquartered in Ghent.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 1993.\n- Summit Energy was founded in 1982.\n- Yuki works for Summit Energy.\n- Tobias works for Summit Energy.\n- Dmitri reports to Lucia.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2010", "3": "2018"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19377", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 February 2023): For employees hired on or after 07 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6705: employee Anders K., hired 07 September 2022, separated 13 August 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-6705?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19378", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19379", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19380", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 August 2022): For employees hired on or after 19 August 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2793: employee Zoya S., hired 20 May 2020, separated 20 December 2022 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2793?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Helios Logistics is headquartered in Valencia.\n- Bruno works for Lattice Analytics.\n- Viktor reports to Mei.\n- Yuki works for Helios Logistics.\n- Emeka works for Cedar Retail Group.\n- Yuki reports to Emeka.\n- Helios Logistics was founded in 2011.\n- Leila works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Mei reports to Nadia.\n- Emeka reports to Viktor.\n- Tessa reports to Callum.\n- Leila reports to Yuki.\n- Viktor works for Northwind Systems.\n- Nadia reports to Tessa.\n- Wren works for Northwind Systems.\n- Lattice Analytics is headquartered in Dunedin.\n- Nadia works for Northwind Systems.\n- Bruno reports to Wren.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lattice Analytics was founded in 1984.\n- Mei works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Callum reports to Bruno.\n- Cedar Retail Group was founded in 1991.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19382", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8520: employee Yuki S., hired 17 February 2024, separated 14 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-8520 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$10,385", "2": "$45,000", "3": "$5,841"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1988.\n- Cedar Retail Group is headquartered in Lyon.\n- Mei reports to Viktor.\n- Callum works for Pinnacle Software.\n- Viktor reports to Nadia.\n- Tobias reports to Omar.\n- Jonas reports to Tobias.\n- Hana works for Cobalt Health.\n- Pinnacle Software was founded in 1975.\n- Pablo reports to Jonas.\n- Pinnacle Software is headquartered in Halifax.\n- Omar reports to Callum.\n- Mei works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Meridian Bank is headquartered in Basel.\n- Tobias works for Pinnacle Software.\n- Meridian Bank was founded in 1999.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health was founded in 1989.\n- Pablo works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Omar works for Cedar Retail Group.\n- Callum reports to Mei.\n- Dmitri reports to Pablo.\n- Jonas works for Cobalt Health.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19384", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4672: employee Mara A., hired 08 October 2021, separated 13 June 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2026-4672 under the controlling rules.", "criteria": {"0": "$20,400", "1": "$79,733", "2": "$18,400", "3": "$18,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Priya reports to Felix.\n- Viktor works for Atlas Freight.\n- Helios Logistics is headquartered in Porto.\n- Leila reports to Tessa.\n- Amara works for Cobalt Health.\n- Atlas Freight was founded in 1996.\n- Cobalt Health is headquartered in Lyon.\n- Felix reports to Leila.\n- Cobalt Health was founded in 2010.\n- Priya works for Cedar Retail Group.\n- Dmitri reports to Viktor.\n- Helios Logistics was founded in 1992.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight is headquartered in Lyon.\n- Viktor reports to Priya.\n- Tessa reports to Amara.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Leila works for Cobalt Health.\n- Cedar Retail Group was founded in 1999.\n- Dmitri works for Cedar Retail Group.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2005", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Cobalt Health was founded in 1986.\n- Wren works for Crescent Telecom.\n- Mateo works for Northwind Systems.\n- Vantage Air was founded in 2011.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Crescent Telecom was founded in 1979.\n- Tobias reports to Wren.\n- Hana works for Crescent Telecom.\n- Felix reports to Tessa.\n- Northwind Systems was founded in 2004.\n- Callum reports to Hana.\n- Tobias works for Crescent Telecom.\n- Emeka reports to Leila.\n- Hana reports to Mateo.\n- Leila works for Northwind Systems.\n- Cobalt Health is headquartered in Adelaide.\n- Tessa reports to Emeka.\n- Tessa works for Vantage Air.\n- Wren reports to Callum.\n- Callum works for Crescent Telecom.\n- Mateo reports to Felix.\n- Sofia works for Northwind Systems.\n- Crescent Telecom is headquartered in Adelaide.\n- Vantage Air is headquartered in Adelaide.\n- Sofia reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1980.\n- Ingrid works for Cobalt Health.\n- Anders reports to Mei.\n- Priya works for Cobalt Health.\n- Elena reports to Ingrid.\n- Cedar Retail Group was founded in 1997.\n- Summit Energy was founded in 1979.\n- Leila works for Summit Energy.\n- Cobalt Health is headquartered in Cork.\n- Sanne reports to Elena.\n- Mei reports to Stefan.\n- Bluepine Aviation is headquartered in Oslo.\n- Tobias works for Cedar Retail Group.\n- Sanne works for Bluepine Aviation.\n- Stefan reports to Priya.\n- Stefan works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Ingrid reports to Tobias.\n- Mei works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1998.\n- Anders works for Bluepine Aviation.\n- Priya reports to Jonas.\n- Cedar Retail Group is headquartered in Leeds.\n- Summit Energy is headquartered in Oslo.\n- Jonas works for Cobalt Health.\n- Tobias reports to Anders.\n- Leila reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19388", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8846: employee Hana K., hired 01 October 2020, separated 03 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8846?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19389", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Austin.\n- Ingrid works for Lattice Analytics.\n- Deshawn reports to Mei.\n- Mei reports to Hana.\n- Priya reports to Ingrid.\n- Hana works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Zoya reports to Deshawn.\n- Zoya works for Lattice Analytics.\n- Dmitri reports to Yuki.\n- Ingrid reports to Stefan.\n- Cedar Retail Group was founded in 1998.\n- Yuki reports to Zoya.\n- Dmitri works for Northwind Systems.\n- Mei works for Lattice Analytics.\n- Hana reports to Jonas.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Stefan works for Bluepine Aviation.\n- Lattice Analytics was founded in 1985.\n- Priya works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Stefan reports to Dmitri.\n- Bluepine Aviation is headquartered in Brno.\n- Northwind Systems is headquartered in Austin.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19391", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19392", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19393", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 September 2023): For employees hired on or after 11 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6256: employee Emeka T., hired 10 April 2023, separated 28 April 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-6256 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$9,231", "2": "$7,269", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19394", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19395", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19396", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19397", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6672: employee Chiara T., hired 23 October 2022, separated 14 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6672?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19398", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1676: employee Nadia S., hired 01 March 2024, separated 21 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1676?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19399", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19400", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7362: employee Mara B., hired 18 October 2021, separated 11 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7362?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19401", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Chiara.\n- Crescent Telecom is headquartered in Nagoya.\n- Nadia reports to Hana.\n- Chiara works for Ironwood Manufacturing.\n- Mara works for Fernhill Foods.\n- Priya reports to Callum.\n- Fernhill Foods was founded in 2015.\n- Chiara reports to Omar.\n- Ironwood Manufacturing was founded in 1994.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara reports to Yuki.\n- Tobias reports to Ravi.\n- Callum reports to Emeka.\n- Hana reports to Tobias.\n- Yuki reports to Amara.\n- Priya works for Ironwood Manufacturing.\n- Omar reports to Nadia.\n- Ravi reports to Priya.\n- Summit Energy is headquartered in Nagoya.\n- Nadia works for Summit Energy.\n- Crescent Telecom was founded in 2009.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Callum works for Crescent Telecom.\n- Summit Energy was founded in 2011.\n- Ravi works for Summit Energy.\n- Omar works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Yuki works for Fernhill Foods.\n- Hana works for Ironwood Manufacturing.\n- Tobias works for Fernhill Foods.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19403", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19404", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19405", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Lucia.\n- Cobalt Health was founded in 2008.\n- Viktor works for Beacon Insurance.\n- Mateo reports to Viktor.\n- Beacon Insurance is headquartered in Tampere.\n- Deshawn reports to Omar.\n- Emeka works for Cobalt Health.\n- Beacon Insurance was founded in 2011.\n- Lucia works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Pinnacle Software was founded in 1991.\n- Mateo works for Cobalt Health.\n- Emeka reports to Wren.\n- Lucia reports to Nadia.\n- Wren reports to Sanne.\n- Vantage Air is headquartered in Leeds.\n- Omar works for Beacon Insurance.\n- Nadia reports to Emeka.\n- Elena reports to Felix.\n- Cobalt Health is headquartered in Adelaide.\n- Vantage Air was founded in 1975.\n- Deshawn works for Cobalt Health.\n- Felix works for Beacon Insurance.\n- Pinnacle Software is headquartered in Adelaide.\n- Stefan reports to Deshawn.\n- Omar reports to Mateo.\n- Felix reports to Stefan.\n- Nadia works for Cobalt Health.\n- Wren works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Sanne works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19407", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Fernhill Foods is headquartered in Lyon.\n- Anders works for Cedar Retail Group.\n- Emeka reports to Bruno.\n- Atlas Freight is headquartered in Bergen.\n- Fernhill Foods was founded in 2012.\n- Amara reports to Sofia.\n- Cedar Retail Group is headquartered in Tallinn.\n- Deshawn reports to Dmitri.\n- Bruno reports to Tobias.\n- Dmitri reports to Priya.\n- Ingrid reports to Anders.\n- Cedar Retail Group was founded in 1999.\n- Pinnacle Software is headquartered in Lyon.\n- Dmitri works for Atlas Freight.\n- Pinnacle Software was founded in 2002.\n- Amara works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Sofia reports to Deshawn.\n- Bruno works for Cedar Retail Group.\n- Atlas Freight was founded in 1989.\n- Tobias works for Pinnacle Software.\n- Sofia works for Fernhill Foods.\n- Tobias reports to Ingrid.\n- Emeka works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19409", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19410", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19411", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9684: employee Lucia R., hired 24 March 2023, separated 11 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9684?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19412", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-2 (VERSION 5, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1506: employee Tessa M., hired 07 October 2020, separated 19 October 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1506?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Emeka.\n- Omar works for Fernhill Foods.\n- Jonas reports to Bruno.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Bruno works for Vantage Air.\n- Wren reports to Sofia.\n- Viktor works for Bluepine Aviation.\n- Chiara reports to Viktor.\n- Aisha reports to Omar.\n- Bluepine Aviation was founded in 1975.\n- Mei works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Chiara works for Bluepine Aviation.\n- Fernhill Foods was founded in 2005.\n- Omar reports to Ravi.\n- Ravi works for Vantage Air.\n- Sofia reports to Mara.\n- Mara works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Northwind Systems was founded in 2006.\n- Emeka works for Northwind Systems.\n- Vantage Air was founded in 1999.\n- Bruno reports to Aisha.\n- Viktor reports to Wren.\n- Fernhill Foods is headquartered in Brno.\n- Aisha works for Fernhill Foods.\n- Mei reports to Chiara.\n- Vantage Air is headquartered in Nagoya.\n- Wren works for Northwind Systems.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19414", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "track_order", "4": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19415", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7717: employee Hana T., hired 12 September 2020, separated 24 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7717?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7717 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19416", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5698: employee Ingrid A., hired 20 January 2021, separated 06 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5698?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19417", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19418", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19419", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Cobalt Health is headquartered in Cork.\n- Atlas Freight was founded in 2001.\n- Mateo reports to Anders.\n- Jonas works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Yuki reports to Wren.\n- Stefan reports to Felix.\n- Mateo works for Lattice Analytics.\n- Beacon Insurance was founded in 1985.\n- Chiara works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Atlas Freight is headquartered in Brno.\n- Anders reports to Jonas.\n- Felix reports to Mei.\n- Lattice Analytics was founded in 1998.\n- Bruno reports to Stefan.\n- Jonas reports to Chiara.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 1996.\n- Felix works for Cobalt Health.\n- Mei works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Omar works for Cobalt Health.\n- Wren reports to Bruno.\n- Anders works for Atlas Freight.\n- Lattice Analytics is headquartered in Basel.\n- Bruno works for Lattice Analytics.\n- Chiara reports to Emeka.\n- Omar reports to Yuki.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Bergen.\n- Tobias works for Cedar Retail Group.\n- Chiara reports to Anders.\n- Tobias reports to Wren.\n- Cedar Retail Group is headquartered in Dunedin.\n- Nadia works for Lattice Analytics.\n- Chiara works for Ironwood Manufacturing.\n- Felix reports to Tobias.\n- Summit Energy was founded in 1982.\n- Wren works for Summit Energy.\n- Ironwood Manufacturing was founded in 1983.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Chiara.\n- Priya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lattice Analytics was founded in 1976.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1987.\n- Nadia reports to Felix.\n- Felix works for Cedar Retail Group.\n- Summit Energy is headquartered in Valencia.\n- Wren reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1984.\n- Cedar Retail Group was founded in 1995.\n- Ironwood Manufacturing was founded in 1980.\n- Yuki reports to Ravi.\n- Beacon Insurance is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno works for Summit Energy.\n- Pablo works for Summit Energy.\n- Priya works for Beacon Insurance.\n- Anders reports to Dmitri.\n- Summit Energy is headquartered in Oslo.\n- Yuki works for Cedar Retail Group.\n- Dmitri reports to Priya.\n- Ravi works for Cedar Retail Group.\n- Anders works for Beacon Insurance.\n- Chiara reports to Pablo.\n- Priya reports to Yuki.\n- Cedar Retail Group is headquartered in Bergen.\n- Bruno reports to Anders.\n- Chiara works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Summit Energy was founded in 2000.\n- Ravi reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19423", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 September 2025): For employees hired on or after 22 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1915: employee Felix B., hired 22 August 2022, separated 10 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1915?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19424", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19425", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 March 2025): For employees hired on or after 28 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4961: employee Priya R., hired 13 February 2025, separated 23 December 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-4961 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$21,667", "2": "$5,000", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Sanne works for Cedar Retail Group.\n- Bruno works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Stefan reports to Lucia.\n- Sofia reports to Mei.\n- Lucia reports to Sanne.\n- Anders works for Cedar Retail Group.\n- Mei works for Crescent Telecom.\n- Zoya reports to Stefan.\n- Anders reports to Zoya.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 1983.\n- Cedar Retail Group was founded in 1997.\n- Sanne reports to Sofia.\n- Cedar Retail Group is headquartered in Ghent.\n- Ingrid works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Aisha reports to Anders.\n- Fernhill Foods was founded in 2012.\n- Ingrid reports to Bruno.\n- Aisha works for Fernhill Foods.\n- Mei reports to Ingrid.\n- Fernhill Foods is headquartered in Porto.\n- Pinnacle Software was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2015", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ravi.\n- Dmitri reports to Emeka.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pinnacle Software was founded in 1997.\n- Kenji reports to Omar.\n- Bluepine Aviation was founded in 2008.\n- Ravi works for Fernhill Foods.\n- Ravi reports to Sanne.\n- Emeka works for Bluepine Aviation.\n- Fernhill Foods was founded in 1988.\n- Dmitri works for Northwind Systems.\n- Emeka reports to Kenji.\n- Pinnacle Software is headquartered in Valencia.\n- Northwind Systems was founded in 2002.\n- Viktor works for Bluepine Aviation.\n- Kenji works for Northwind Systems.\n- Sanne works for Pinnacle Software.\n- Viktor reports to Dmitri.\n- Omar works for Northwind Systems.\n- Omar reports to Wren.\n- Fernhill Foods is headquartered in Tallinn.\n- Northwind Systems is headquartered in Ghent.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19428", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9958: employee Hana K., hired 09 October 2020, separated 28 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9958?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Beacon Insurance is headquartered in Oslo.\n- Lucia works for Vantage Air.\n- Omar reports to Aisha.\n- Priya works for Fernhill Foods.\n- Stefan works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Aisha reports to Lucia.\n- Emeka works for Vantage Air.\n- Summit Energy was founded in 1991.\n- Vantage Air is headquartered in Valencia.\n- Sofia reports to Mateo.\n- Vantage Air was founded in 1985.\n- Omar works for Vantage Air.\n- Yuki works for Summit Energy.\n- Mateo works for Summit Energy.\n- Fernhill Foods was founded in 1991.\n- Stefan reports to Sofia.\n- Summit Energy is headquartered in Tallinn.\n- Aisha works for Vantage Air.\n- Pablo reports to Omar.\n- Fernhill Foods is headquartered in Tallinn.\n- Lucia reports to Stefan.\n- Beacon Insurance was founded in 2014.\n- Mateo reports to Emeka.\n- Emeka reports to Yuki.\n- Yuki reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Priya.\n- Leila works for Summit Energy.\n- Stefan works for Summit Energy.\n- Priya reports to Stefan.\n- Lucia works for Summit Energy.\n- Jonas works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Pinnacle Software is headquartered in Porto.\n- Summit Energy is headquartered in Tallinn.\n- Yuki reports to Tobias.\n- Lucia reports to Leila.\n- Tobias works for Pinnacle Software.\n- Mateo reports to Anders.\n- Crescent Telecom was founded in 1989.\n- Anders works for Atlas Freight.\n- Priya works for Summit Energy.\n- Yuki works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Tobias reports to Ravi.\n- Ingrid works for Atlas Freight.\n- Hana reports to Mateo.\n- Atlas Freight was founded in 2004.\n- Mateo works for Pinnacle Software.\n- Ravi reports to Hana.\n- Pinnacle Software was founded in 2003.\n- Stefan reports to Yuki.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Jonas reports to Ingrid.\n- Crescent Telecom is headquartered in Brno.\n- Anders reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19431", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19432", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Ravi.\n- Ironwood Manufacturing was founded in 2014.\n- Felix reports to Wren.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Dmitri reports to Tobias.\n- Elena reports to Yuki.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Felix works for Fernhill Foods.\n- Tobias reports to Felix.\n- Ravi reports to Anders.\n- Wren works for Pinnacle Software.\n- Fernhill Foods was founded in 1988.\n- Meridian Bank is headquartered in Adelaide.\n- Anders reports to Dmitri.\n- Yuki works for Pinnacle Software.\n- Anders works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Meridian Bank was founded in 1997.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Fernhill Foods is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19434", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19435", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Atlas Freight was founded in 1981.\n- Amara reports to Pablo.\n- Sanne works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Lucia reports to Zoya.\n- Pablo reports to Tobias.\n- Ironwood Manufacturing was founded in 1985.\n- Mateo reports to Amara.\n- Atlas Freight is headquartered in Adelaide.\n- Priya reports to Mateo.\n- Sanne reports to Lucia.\n- Zoya works for Ironwood Manufacturing.\n- Tobias works for Pinnacle Software.\n- Vantage Air was founded in 1985.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mateo works for Pinnacle Software.\n- Vantage Air is headquartered in Brno.\n- Pablo works for Atlas Freight.\n- Pinnacle Software is headquartered in Brno.\n- Tobias reports to Sanne.\n- Pinnacle Software was founded in 1989.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Jonas works for Fernhill Foods.\n- Summit Energy was founded in 2006.\n- Ingrid works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka works for Summit Energy.\n- Felix works for Beacon Insurance.\n- Aisha works for Fernhill Foods.\n- Jonas reports to Viktor.\n- Viktor reports to Ingrid.\n- Aisha reports to Felix.\n- Callum works for Fernhill Foods.\n- Summit Energy is headquartered in Brno.\n- Kenji reports to Jonas.\n- Chiara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Turku.\n- Fernhill Foods was founded in 1992.\n- Beacon Insurance is headquartered in Turku.\n- Callum reports to Aisha.\n- Felix reports to Chiara.\n- Beacon Insurance was founded in 2004.\n- Emeka reports to Kenji.\n- Elena reports to Callum.\n- Kenji works for Crescent Telecom.\n- Elena works for Summit Energy.\n- Crescent Telecom was founded in 2007.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1995", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2008.\n- Lucia reports to Leila.\n- Anders works for Cobalt Health.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Priya.\n- Deshawn reports to Sanne.\n- Tessa works for Pinnacle Software.\n- Priya reports to Deshawn.\n- Leila reports to Wren.\n- Atlas Freight is headquartered in Valencia.\n- Sanne reports to Anders.\n- Leila works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Tessa reports to Tobias.\n- Bluepine Aviation is headquartered in Leeds.\n- Anders reports to Tessa.\n- Ravi works for Pinnacle Software.\n- Lucia works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Kenji reports to Lucia.\n- Wren reports to Ravi.\n- Sanne works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight was founded in 2009.\n- Cobalt Health is headquartered in Leeds.\n- Ravi reports to Emeka.\n- Kenji works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Cobalt Health was founded in 1982.\n- Pinnacle Software was founded in 2006.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19439", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8000: employee Priya R., hired 29 April 2021, separated 17 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8000?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8000 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19440", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 91826\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19441", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19442", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7535: employee Pablo R., hired 23 July 2022, separated 03 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7535?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19443", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19444", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19445", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3937: employee Deshawn R., hired 15 December 2021, separated 06 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3937?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mateo.\n- Yuki works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Vantage Air was founded in 2007.\n- Vantage Air is headquartered in Halifax.\n- Mateo reports to Anders.\n- Anders reports to Mara.\n- Yuki reports to Kenji.\n- Chiara works for Vantage Air.\n- Anders works for Bluepine Aviation.\n- Kenji reports to Ingrid.\n- Cobalt Health was founded in 2007.\n- Mei reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Adelaide.\n- Stefan works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lattice Analytics was founded in 2012.\n- Chiara reports to Mei.\n- Ingrid reports to Stefan.\n- Bluepine Aviation was founded in 1977.\n- Mara reports to Yuki.\n- Kenji works for Vantage Air.\n- Mei works for Bluepine Aviation.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19447", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19448", "family": "intent_hardneg", "state": "Incoming support message:\n\"60909 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19449", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4503: employee Tobias S., hired 07 May 2025, separated 10 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-4503 under the controlling rules.", "criteria": {"0": "$1,350", "1": "$2,000", "2": "$13,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Lucia.\n- Emeka works for Cedar Retail Group.\n- Ingrid works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.\n- Chiara works for Beacon Insurance.\n- Dmitri works for Cedar Retail Group.\n- Ravi works for Fernhill Foods.\n- Felix works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Wren works for Fernhill Foods.\n- Dmitri reports to Anders.\n- Tessa reports to Pablo.\n- Anders works for Cedar Retail Group.\n- Felix reports to Dmitri.\n- Emeka reports to Ravi.\n- Fernhill Foods was founded in 1991.\n- Wren reports to Ingrid.\n- Callum works for Cedar Retail Group.\n- Callum reports to Wren.\n- Cedar Retail Group was founded in 1997.\n- Fernhill Foods is headquartered in Lyon.\n- Pablo reports to Emeka.\n- Lucia reports to Callum.\n- Cedar Retail Group is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Malmo.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 1991.\n- Anders reports to Chiara.\n- Ingrid reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19451", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2783: employee Dmitri M., hired 21 January 2022, separated 13 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2783?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19452", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Tracking for 27984 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "track_order", "2": "cancel_order", "3": "report_damage", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tessa.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Deshawn reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Viktor reports to Mei.\n- Vantage Air was founded in 1980.\n- Felix works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Tobias reports to Ingrid.\n- Tessa reports to Zoya.\n- Viktor works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Ingrid reports to Viktor.\n- Vantage Air is headquartered in Brno.\n- Omar works for Vantage Air.\n- Aisha reports to Deshawn.\n- Tobias works for Cobalt Health.\n- Northwind Systems is headquartered in Tampere.\n- Deshawn works for Lattice Analytics.\n- Mei works for Cobalt Health.\n- Lattice Analytics is headquartered in Brno.\n- Zoya reports to Omar.\n- Mei reports to Bruno.\n- Northwind Systems was founded in 1985.\n- Cobalt Health was founded in 1998.\n- Felix reports to Aisha.\n- Elena works for Northwind Systems.\n- Omar reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19454", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 19 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4312: employee Wren R., hired 04 December 2020, separated 27 August 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4312?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Bruno works for Atlas Freight.\n- Nadia reports to Mara.\n- Ravi works for Summit Energy.\n- Sanne works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Helios Logistics was founded in 1992.\n- Bruno reports to Pablo.\n- Atlas Freight is headquartered in Dunedin.\n- Jonas reports to Bruno.\n- Pablo reports to Sanne.\n- Helios Logistics is headquartered in Basel.\n- Summit Energy is headquartered in Valencia.\n- Priya works for Helios Logistics.\n- Pablo works for Atlas Freight.\n- Cobalt Health was founded in 1988.\n- Atlas Freight was founded in 1989.\n- Nadia works for Atlas Freight.\n- Sanne reports to Ravi.\n- Priya reports to Nadia.\n- Cobalt Health is headquartered in Valencia.\n- Summit Energy was founded in 1987.\n- Ravi reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1987", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19456", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5470: employee Ingrid T., hired 09 September 2020, separated 22 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5470?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19457", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1652: employee Viktor M., hired 06 April 2021, separated 28 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1652?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19458", "family": "intent_hardneg", "state": "Incoming support message:\n\"74670 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19459", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19460", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1172: employee Sanne T., hired 05 January 2024, separated 16 December 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2026-1172 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$9,000", "2": "$6,650", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19461", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9526: employee Aisha K., hired 29 July 2022, separated 15 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9526?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19462", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mei.\n- Atlas Freight is headquartered in Malmo.\n- Yuki works for Ironwood Manufacturing.\n- Vantage Air was founded in 2008.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Callum.\n- Callum reports to Zoya.\n- Atlas Freight was founded in 1980.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Zoya works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Kenji reports to Mateo.\n- Elena reports to Kenji.\n- Pinnacle Software was founded in 1975.\n- Zoya reports to Yuki.\n- Vantage Air is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1985.\n- Pinnacle Software is headquartered in Basel.\n- Elena works for Pinnacle Software.\n- Mateo works for Atlas Freight.\n- Felix works for Pinnacle Software.\n- Kenji works for Ironwood Manufacturing.\n- Yuki reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Ravi works for Cedar Retail Group.\n- Ingrid reports to Sanne.\n- Meridian Bank is headquartered in Dunedin.\n- Mara works for Cedar Retail Group.\n- Northwind Systems is headquartered in Dunedin.\n- Bruno reports to Anders.\n- Helios Logistics was founded in 2002.\n- Meridian Bank was founded in 2015.\n- Cedar Retail Group was founded in 2000.\n- Cedar Retail Group is headquartered in Brno.\n- Mei reports to Mara.\n- Dmitri reports to Priya.\n- Callum works for Cedar Retail Group.\n- Callum reports to Bruno.\n- Northwind Systems was founded in 1983.\n- Ingrid works for Northwind Systems.\n- Helios Logistics is headquartered in Dunedin.\n- Ravi reports to Callum.\n- Dmitri works for Cedar Retail Group.\n- Priya works for Meridian Bank.\n- Mei works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Mara reports to Ravi.\n- Priya reports to Mei.\n- Sanne reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19465", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 11515\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19466", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19467", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3417: employee Mateo R., hired 14 January 2023, separated 13 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3417?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Summit Energy is headquartered in Brno.\n- Leila reports to Ravi.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Leila.\n- Pinnacle Software was founded in 1995.\n- Summit Energy was founded in 1975.\n- Chiara reports to Tobias.\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software is headquartered in Porto.\n- Yuki works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Tobias works for Northwind Systems.\n- Tobias reports to Yuki.\n- Northwind Systems is headquartered in Brno.\n- Ravi reports to Nadia.\n- Ravi works for Crescent Telecom.\n- Nadia reports to Emeka.\n- Chiara works for Summit Energy.\n- Northwind Systems was founded in 2003.\n- Crescent Telecom was founded in 2009.\n- Yuki reports to Zoya.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19469", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8654: employee Tessa B., hired 26 August 2023, separated 18 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8654?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Lucia works for Northwind Systems.\n- Callum reports to Tobias.\n- Felix works for Meridian Bank.\n- Felix reports to Hana.\n- Aisha works for Meridian Bank.\n- Tobias works for Northwind Systems.\n- Aisha reports to Jonas.\n- Sofia reports to Omar.\n- Hana reports to Aisha.\n- Meridian Bank is headquartered in Dunedin.\n- Tessa works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Northwind Systems was founded in 1984.\n- Cedar Retail Group is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Austin.\n- Hana works for Meridian Bank.\n- Wren reports to Callum.\n- Meridian Bank was founded in 1997.\n- Cedar Retail Group was founded in 1989.\n- Callum works for Northwind Systems.\n- Lucia reports to Wren.\n- Chiara reports to Lucia.\n- Omar works for Meridian Bank.\n- Omar reports to Felix.\n- Tobias reports to Tessa.\n- Jonas reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2002", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19471", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19472", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "control_lights", "2": "play_music", "3": "send_message", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Wren.\n- Pablo reports to Priya.\n- Fernhill Foods was founded in 2005.\n- Pablo works for Beacon Insurance.\n- Wren reports to Mei.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Fernhill Foods is headquartered in Oslo.\n- Beacon Insurance was founded in 1994.\n- Emeka reports to Felix.\n- Lattice Analytics is headquartered in Tallinn.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tallinn.\n- Sofia reports to Emeka.\n- Wren works for Beacon Insurance.\n- Felix reports to Pablo.\n- Felix works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Tessa works for Beacon Insurance.\n- Mei reports to Tessa.\n- Lattice Analytics was founded in 2006.\n- Emeka works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19474", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19475", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Crescent Telecom.\n- Cobalt Health was founded in 1995.\n- Deshawn reports to Chiara.\n- Summit Energy is headquartered in Oslo.\n- Crescent Telecom is headquartered in Halifax.\n- Tobias reports to Tessa.\n- Bluepine Aviation is headquartered in Bergen.\n- Pablo reports to Anders.\n- Elena reports to Felix.\n- Wren reports to Callum.\n- Elena works for Summit Energy.\n- Mei reports to Deshawn.\n- Mei works for Cobalt Health.\n- Tessa reports to Stefan.\n- Wren works for Cobalt Health.\n- Summit Energy was founded in 1994.\n- Felix works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Anders works for Summit Energy.\n- Pablo works for Bluepine Aviation.\n- Callum works for Cobalt Health.\n- Tobias works for Bluepine Aviation.\n- Cobalt Health is headquartered in Halifax.\n- Tessa works for Crescent Telecom.\n- Anders reports to Elena.\n- Bluepine Aviation was founded in 1999.\n- Chiara reports to Pablo.\n- Felix reports to Tobias.\n- Stefan reports to Wren.\n- Chiara works for Bluepine Aviation.\n- Crescent Telecom was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Emeka.\n- Helios Logistics is headquartered in Austin.\n- Zoya works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Zoya reports to Wren.\n- Meridian Bank is headquartered in Austin.\n- Wren works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2010.\n- Ingrid works for Vantage Air.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Vantage Air was founded in 1988.\n- Sanne reports to Felix.\n- Wren reports to Yuki.\n- Yuki works for Helios Logistics.\n- Felix reports to Amara.\n- Helios Logistics was founded in 2000.\n- Amara reports to Zoya.\n- Felix works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Vantage Air is headquartered in Austin.\n- Emeka reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19478", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6276: employee Ravi B., hired 16 December 2022, separated 27 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6276?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19479", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19480", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Dmitri.\n- Northwind Systems is headquartered in Valencia.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1979.\n- Sofia works for Northwind Systems.\n- Bruno reports to Omar.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Omar reports to Nadia.\n- Mateo reports to Bruno.\n- Atlas Freight was founded in 1995.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mateo works for Meridian Bank.\n- Dmitri reports to Sofia.\n- Atlas Freight is headquartered in Valencia.\n- Sofia reports to Mateo.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Mei reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2009", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19482", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19483", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5706: employee Zoya B., hired 08 September 2021, separated 28 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5706?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19484", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3176: employee Jonas M., hired 05 October 2022, separated 10 July 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3176?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19485", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19486", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8273: employee Callum B., hired 17 March 2024, separated 11 July 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8273?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Pablo.\n- Kenji works for Fernhill Foods.\n- Mara reports to Stefan.\n- Helios Logistics was founded in 2001.\n- Wren reports to Kenji.\n- Helios Logistics is headquartered in Turku.\n- Fernhill Foods is headquartered in Lyon.\n- Mara works for Ironwood Manufacturing.\n- Bruno reports to Priya.\n- Pablo reports to Mara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Wren works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Priya reports to Sanne.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 1985.\n- Fernhill Foods was founded in 2007.\n- Sofia works for Helios Logistics.\n- Stefan reports to Wren.\n- Deshawn reports to Sofia.\n- Bruno works for Helios Logistics.\n- Stefan works for Beacon Insurance.\n- Sanne works for Helios Logistics.\n- Pablo works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Sanne reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19488", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4443: employee Priya M., hired 22 September 2023, separated 16 June 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4443?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19489", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Bruno.\n- Mara reports to Pablo.\n- Mara works for Northwind Systems.\n- Lucia reports to Sanne.\n- Sanne works for Fernhill Foods.\n- Bruno reports to Deshawn.\n- Anders works for Fernhill Foods.\n- Bruno works for Vantage Air.\n- Fernhill Foods is headquartered in Cork.\n- Sofia works for Vantage Air.\n- Emeka works for Vantage Air.\n- Leila reports to Sofia.\n- Pablo works for Fernhill Foods.\n- Vantage Air was founded in 1994.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Crescent Telecom is headquartered in Valencia.\n- Crescent Telecom was founded in 1990.\n- Pablo reports to Yuki.\n- Lucia works for Vantage Air.\n- Hana reports to Emeka.\n- Anders reports to Mara.\n- Sanne reports to Hana.\n- Emeka reports to Leila.\n- Hana works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn reports to Anders.\n- Vantage Air is headquartered in Lyon.\n- Northwind Systems was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19491", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19492", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19493", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks for account balance", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Nadia.\n- Kenji works for Summit Energy.\n- Viktor reports to Omar.\n- Zoya reports to Jonas.\n- Anders works for Northwind Systems.\n- Sofia reports to Deshawn.\n- Kenji reports to Sofia.\n- Pablo reports to Anders.\n- Mateo works for Summit Energy.\n- Nadia works for Cobalt Health.\n- Anders reports to Zoya.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Lattice Analytics was founded in 1997.\n- Cobalt Health is headquartered in Basel.\n- Viktor works for Cobalt Health.\n- Nadia reports to Kenji.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Summit Energy.\n- Northwind Systems is headquartered in Adelaide.\n- Deshawn reports to Mateo.\n- Summit Energy was founded in 2015.\n- Sofia works for Summit Energy.\n- Lattice Analytics is headquartered in Basel.\n- Jonas works for Summit Energy.\n- Northwind Systems was founded in 1989.\n- Hana reports to Pablo.\n- Zoya works for Lattice Analytics.\n- Cobalt Health was founded in 2000.\n- Omar reports to Hana.\n- Omar works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Malmo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19495", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Tobias reports to Mei.\n- Cobalt Health is headquartered in Turku.\n- Chiara works for Crescent Telecom.\n- Stefan reports to Aisha.\n- Deshawn reports to Kenji.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Helios Logistics is headquartered in Brno.\n- Cobalt Health was founded in 1984.\n- Deshawn works for Helios Logistics.\n- Viktor works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Aisha reports to Chiara.\n- Cedar Retail Group was founded in 1996.\n- Kenji works for Helios Logistics.\n- Tessa reports to Viktor.\n- Sanne reports to Tessa.\n- Crescent Telecom was founded in 2003.\n- Mei works for Helios Logistics.\n- Tessa works for Cobalt Health.\n- Mei reports to Sanne.\n- Stefan works for Cobalt Health.\n- Helios Logistics was founded in 2009.\n- Tobias works for Cedar Retail Group.\n- Chiara reports to Tobias.\n- Kenji reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19497", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19498", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Bruno reports to Callum.\n- Callum reports to Emeka.\n- Tessa works for Meridian Bank.\n- Crescent Telecom is headquartered in Turku.\n- Emeka reports to Stefan.\n- Bluepine Aviation was founded in 1982.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods is headquartered in Austin.\n- Emeka works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Jonas works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods was founded in 2013.\n- Bluepine Aviation is headquartered in Dunedin.\n- Jonas reports to Tessa.\n- Meridian Bank was founded in 1995.\n- Stefan reports to Kenji.\n- Tessa reports to Bruno.\n- Tobias works for Bluepine Aviation.\n- Anders reports to Tobias.\n- Crescent Telecom was founded in 2000.\n- Mateo works for Meridian Bank.\n- Tobias reports to Jonas.\n- Stefan works for Fernhill Foods.\n- Mateo reports to Anders.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19500", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Callum works for Cedar Retail Group.\n- Ravi reports to Jonas.\n- Northwind Systems is headquartered in Oslo.\n- Cedar Retail Group was founded in 1998.\n- Bluepine Aviation is headquartered in Oslo.\n- Deshawn works for Cedar Retail Group.\n- Jonas reports to Hana.\n- Tobias reports to Deshawn.\n- Cedar Retail Group is headquartered in Lyon.\n- Elena works for Pinnacle Software.\n- Bluepine Aviation was founded in 2001.\n- Callum reports to Elena.\n- Pinnacle Software was founded in 2003.\n- Pinnacle Software is headquartered in Tallinn.\n- Deshawn reports to Callum.\n- Jonas works for Pinnacle Software.\n- Northwind Systems was founded in 2013.\n- Hana works for Cedar Retail Group.\n- Elena reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Priya reports to Jonas.\n- Dmitri reports to Lucia.\n- Mateo reports to Nadia.\n- Leila works for Summit Energy.\n- Sofia reports to Deshawn.\n- Vantage Air was founded in 2006.\n- Priya works for Crescent Telecom.\n- Anders works for Meridian Bank.\n- Nadia reports to Felix.\n- Meridian Bank was founded in 1983.\n- Lucia works for Vantage Air.\n- Deshawn reports to Leila.\n- Leila reports to Elena.\n- Felix reports to Anders.\n- Summit Energy was founded in 2011.\n- Summit Energy is headquartered in Porto.\n- Crescent Telecom was founded in 1976.\n- Anders reports to Priya.\n- Vantage Air is headquartered in Brno.\n- Deshawn works for Vantage Air.\n- Crescent Telecom is headquartered in Leeds.\n- Elena works for Summit Energy.\n- Nadia works for Crescent Telecom.\n- Lucia reports to Sofia.\n- Jonas works for Vantage Air.\n- Meridian Bank is headquartered in Austin.\n- Felix works for Summit Energy.\n- Jonas reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1979", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19503", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 5107 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Nadia reports to Elena.\n- Elena reports to Chiara.\n- Lattice Analytics is headquartered in Nagoya.\n- Chiara reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Chiara works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Meridian Bank is headquartered in Nagoya.\n- Summit Energy was founded in 1975.\n- Wren works for Meridian Bank.\n- Bruno works for Summit Energy.\n- Tobias reports to Nadia.\n- Hana reports to Ingrid.\n- Tessa reports to Jonas.\n- Bluepine Aviation was founded in 2015.\n- Jonas works for Summit Energy.\n- Lattice Analytics was founded in 1998.\n- Bruno reports to Hana.\n- Meridian Bank was founded in 1975.\n- Bluepine Aviation is headquartered in Cork.\n- Wren reports to Bruno.\n- Nadia works for Meridian Bank.\n- Summit Energy is headquartered in Porto.\n- Ingrid works for Summit Energy.\n- Hana works for Bluepine Aviation.\n- Jonas reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Wren reports to Stefan.\n- Ravi reports to Aisha.\n- Wren works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Pablo reports to Ravi.\n- Stefan reports to Hana.\n- Northwind Systems is headquartered in Lyon.\n- Stefan works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Ravi works for Vantage Air.\n- Hana reports to Sofia.\n- Aisha works for Pinnacle Software.\n- Vantage Air was founded in 2004.\n- Sofia reports to Bruno.\n- Pinnacle Software is headquartered in Halifax.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software was founded in 1983.\n- Vantage Air is headquartered in Bergen.\n- Meridian Bank was founded in 1981.\n- Northwind Systems was founded in 1994.\n- Bruno reports to Pablo.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19506", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19507", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 7, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6164: employee Sanne A., hired 13 August 2021, separated 23 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6164?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19508", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19509", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8894: employee Chiara K., hired 14 March 2021, separated 21 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8894?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Dunedin.\n- Mara works for Summit Energy.\n- Yuki reports to Dmitri.\n- Vantage Air was founded in 1981.\n- Atlas Freight was founded in 2007.\n- Sofia reports to Priya.\n- Sofia works for Atlas Freight.\n- Omar reports to Yuki.\n- Tobias reports to Mara.\n- Dmitri reports to Chiara.\n- Summit Energy is headquartered in Oslo.\n- Dmitri works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Vantage Air is headquartered in Dunedin.\n- Tobias works for Summit Energy.\n- Priya works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Priya reports to Omar.\n- Chiara reports to Tobias.\n- Lattice Analytics is headquartered in Dunedin.\n- Summit Energy was founded in 2014.\n- Lattice Analytics was founded in 1977.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19511", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5518: employee Chiara K., hired 15 October 2020, separated 25 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5518?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19512", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Yuki.\n- Priya works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Mara.\n- Vantage Air was founded in 1995.\n- Dmitri reports to Nadia.\n- Elena reports to Zoya.\n- Yuki reports to Emeka.\n- Emeka reports to Elena.\n- Crescent Telecom is headquartered in Oslo.\n- Summit Energy was founded in 1988.\n- Beacon Insurance was founded in 2006.\n- Vantage Air is headquartered in Cork.\n- Chiara works for Vantage Air.\n- Wren reports to Omar.\n- Beacon Insurance is headquartered in Nagoya.\n- Wren works for Vantage Air.\n- Chiara reports to Wren.\n- Nadia works for Summit Energy.\n- Emeka works for Crescent Telecom.\n- Mateo works for Vantage Air.\n- Mara reports to Mateo.\n- Elena works for Summit Energy.\n- Dmitri works for Crescent Telecom.\n- Priya reports to Chiara.\n- Summit Energy is headquartered in Cork.\n- Omar works for Vantage Air.\n- Mara works for Summit Energy.\n- Mateo reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19514", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19515", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19516", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3285: employee Nadia B., hired 30 August 2022, separated 01 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3285?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1981.\n- Northwind Systems is headquartered in Austin.\n- Aisha works for Atlas Freight.\n- Bluepine Aviation was founded in 2005.\n- Aisha reports to Jonas.\n- Anders works for Bluepine Aviation.\n- Anders reports to Bruno.\n- Ingrid works for Atlas Freight.\n- Lucia reports to Viktor.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 1985.\n- Bruno works for Northwind Systems.\n- Viktor reports to Amara.\n- Atlas Freight is headquartered in Oslo.\n- Amara reports to Aisha.\n- Vantage Air is headquartered in Leeds.\n- Vantage Air was founded in 1987.\n- Ingrid reports to Anders.\n- Lucia works for Vantage Air.\n- Viktor works for Vantage Air.\n- Bruno reports to Lucia.\n- Amara works for Vantage Air.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Lattice Analytics was founded in 2012.\n- Kenji works for Cedar Retail Group.\n- Omar reports to Emeka.\n- Kenji reports to Tessa.\n- Tessa works for Pinnacle Software.\n- Pablo reports to Kenji.\n- Sofia reports to Viktor.\n- Elena reports to Sofia.\n- Emeka works for Lattice Analytics.\n- Tessa reports to Omar.\n- Lattice Analytics is headquartered in Basel.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka reports to Elena.\n- Atlas Freight is headquartered in Basel.\n- Cedar Retail Group was founded in 1996.\n- Elena works for Atlas Freight.\n- Viktor works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Pinnacle Software was founded in 1977.\n- Omar works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19519", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud", "4": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19520", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19521", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Bruno.\n- Amara reports to Wren.\n- Ravi works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.\n- Ravi reports to Mei.\n- Bruno reports to Priya.\n- Wren works for Fernhill Foods.\n- Bruno works for Northwind Systems.\n- Bluepine Aviation was founded in 1998.\n- Priya works for Bluepine Aviation.\n- Leila reports to Amara.\n- Priya reports to Yuki.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Dunedin.\n- Wren reports to Sofia.\n- Amara works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Lattice Analytics was founded in 1985.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sofia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Dunedin.\n- Sofia reports to Ravi.\n- Mei reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19523", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19524", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19525", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4955: employee Chiara S., hired 24 July 2020, separated 28 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4955?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Felix.\n- Sofia reports to Hana.\n- Hana reports to Zoya.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Sofia works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Felix reports to Dmitri.\n- Callum reports to Sofia.\n- Mei works for Fernhill Foods.\n- Anders works for Meridian Bank.\n- Mateo reports to Mei.\n- Meridian Bank was founded in 1994.\n- Stefan works for Cedar Retail Group.\n- Tessa reports to Mara.\n- Callum works for Cobalt Health.\n- Mara reports to Callum.\n- Stefan reports to Anders.\n- Hana works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Dmitri reports to Mateo.\n- Felix works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Cedar Retail Group is headquartered in Basel.\n- Cobalt Health is headquartered in Halifax.\n- Fernhill Foods was founded in 1981.\n- Fernhill Foods is headquartered in Halifax.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19527", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19528", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Hana.\n- Atlas Freight was founded in 1985.\n- Hana works for Cobalt Health.\n- Zoya works for Vantage Air.\n- Yuki reports to Deshawn.\n- Amara works for Vantage Air.\n- Beacon Insurance was founded in 1994.\n- Anders reports to Stefan.\n- Amara reports to Sofia.\n- Vantage Air was founded in 1982.\n- Sofia works for Vantage Air.\n- Beacon Insurance is headquartered in Ghent.\n- Stefan reports to Amara.\n- Cobalt Health was founded in 1996.\n- Zoya reports to Bruno.\n- Deshawn reports to Emeka.\n- Anders works for Beacon Insurance.\n- Cobalt Health is headquartered in Ghent.\n- Yuki works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Sofia reports to Zoya.\n- Hana reports to Anders.\n- Deshawn works for Vantage Air.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1976.\n- Ironwood Manufacturing was founded in 2000.\n- Emeka reports to Bruno.\n- Cobalt Health is headquartered in Halifax.\n- Lucia reports to Wren.\n- Jonas reports to Deshawn.\n- Deshawn reports to Mei.\n- Helios Logistics was founded in 2014.\n- Mei works for Helios Logistics.\n- Mei reports to Emeka.\n- Helios Logistics is headquartered in Valencia.\n- Beacon Insurance was founded in 1989.\n- Wren works for Helios Logistics.\n- Deshawn works for Cobalt Health.\n- Wren reports to Jonas.\n- Beacon Insurance is headquartered in Bergen.\n- Jonas works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno reports to Priya.\n- Bruno works for Helios Logistics.\n- Priya works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19531", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19532", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5115: employee Priya B., hired 21 March 2023, separated 21 September 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-5115 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$10,400", "2": "$45,067", "3": "$10,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19533", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4476: employee Tobias A., hired 25 January 2023, separated 12 March 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4476?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19534", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7655: employee Dmitri M., hired 13 February 2024, separated 18 July 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7655?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19535", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sofia.\n- Stefan works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Sofia reports to Anders.\n- Crescent Telecom is headquartered in Porto.\n- Tobias reports to Dmitri.\n- Anders reports to Callum.\n- Sanne reports to Stefan.\n- Ironwood Manufacturing was founded in 1998.\n- Deshawn works for Crescent Telecom.\n- Callum works for Helios Logistics.\n- Northwind Systems is headquartered in Halifax.\n- Stefan reports to Ingrid.\n- Helios Logistics was founded in 2002.\n- Dmitri reports to Deshawn.\n- Anders works for Ironwood Manufacturing.\n- Sofia works for Helios Logistics.\n- Jonas reports to Sanne.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.\n- Deshawn reports to Jonas.\n- Helios Logistics is headquartered in Halifax.\n- Dmitri works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Sanne reports to Chiara.\n- Cobalt Health was founded in 1976.\n- Beacon Insurance is headquartered in Turku.\n- Cobalt Health is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Oslo.\n- Anders works for Northwind Systems.\n- Sanne works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Beacon Insurance was founded in 1982.\n- Felix works for Beacon Insurance.\n- Elena reports to Anders.\n- Ravi works for Beacon Insurance.\n- Callum reports to Amara.\n- Priya works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Northwind Systems is headquartered in Turku.\n- Dmitri reports to Elena.\n- Dmitri works for Northwind Systems.\n- Pinnacle Software was founded in 2013.\n- Ravi reports to Sanne.\n- Northwind Systems was founded in 2005.\n- Priya reports to Dmitri.\n- Callum works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Yuki reports to Priya.\n- Lucia reports to Ravi.\n- Felix reports to Callum.\n- Chiara reports to Yuki.\n- Anders reports to Felix.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19538", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1985: employee Nadia R., hired 04 March 2024, separated 04 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1985?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 1991.\n- Dmitri works for Beacon Insurance.\n- Mara reports to Pablo.\n- Pablo reports to Dmitri.\n- Tessa reports to Mara.\n- Northwind Systems was founded in 2006.\n- Hana reports to Yuki.\n- Yuki works for Northwind Systems.\n- Tessa works for Fernhill Foods.\n- Cobalt Health was founded in 1988.\n- Fernhill Foods was founded in 1996.\n- Fernhill Foods is headquartered in Valencia.\n- Ingrid works for Northwind Systems.\n- Ingrid reports to Hana.\n- Beacon Insurance is headquartered in Brno.\n- Ravi works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Ravi reports to Ingrid.\n- Northwind Systems is headquartered in Lyon.\n- Dmitri reports to Ravi.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19540", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Zoya.\n- Bruno works for Atlas Freight.\n- Summit Energy is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Nagoya.\n- Hana works for Atlas Freight.\n- Callum works for Crescent Telecom.\n- Atlas Freight is headquartered in Lyon.\n- Emeka reports to Callum.\n- Lattice Analytics is headquartered in Nagoya.\n- Summit Energy was founded in 1998.\n- Felix works for Crescent Telecom.\n- Mara reports to Emeka.\n- Zoya reports to Bruno.\n- Mei works for Summit Energy.\n- Mei reports to Felix.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Lattice Analytics was founded in 1976.\n- Bruno reports to Mei.\n- Callum reports to Hana.\n- Mara works for Atlas Freight.\n- Emeka works for Lattice Analytics.\n- Atlas Freight was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Cedar Retail Group was founded in 1991.\n- Chiara works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Sanne reports to Sofia.\n- Omar reports to Chiara.\n- Sofia reports to Deshawn.\n- Leila reports to Sanne.\n- Deshawn reports to Emeka.\n- Sofia works for Cedar Retail Group.\n- Northwind Systems was founded in 2007.\n- Yuki works for Cedar Retail Group.\n- Chiara reports to Yuki.\n- Emeka reports to Omar.\n- Vantage Air was founded in 2005.\n- Northwind Systems is headquartered in Oslo.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Atlas Freight was founded in 1997.\n- Vantage Air is headquartered in Nagoya.\n- Deshawn works for Atlas Freight.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Atlas Freight is headquartered in Halifax.\n- Bruno works for Cedar Retail Group.\n- Summit Energy is headquartered in Austin.\n- Deshawn reports to Chiara.\n- Chiara reports to Mara.\n- Bruno reports to Mei.\n- Summit Energy was founded in 1982.\n- Cedar Retail Group was founded in 1989.\n- Pablo works for Summit Energy.\n- Mei reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Pablo reports to Ingrid.\n- Atlas Freight was founded in 1976.\n- Ravi works for Summit Energy.\n- Mara works for Cedar Retail Group.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group is headquartered in Halifax.\n- Mei works for Atlas Freight.\n- Ingrid reports to Bruno.\n- Vantage Air was founded in 1978.\n- Ravi reports to Pablo.\n- Vantage Air is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19544", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3152: employee Ravi R., hired 13 April 2022, separated 18 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3152?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Pablo.\n- Anders works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Nadia works for Northwind Systems.\n- Deshawn reports to Nadia.\n- Northwind Systems is headquartered in Leeds.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Wren works for Northwind Systems.\n- Mateo reports to Wren.\n- Chiara reports to Mateo.\n- Stefan reports to Viktor.\n- Sanne reports to Deshawn.\n- Chiara works for Atlas Freight.\n- Emeka reports to Chiara.\n- Atlas Freight was founded in 2008.\n- Cedar Retail Group was founded in 1995.\n- Cedar Retail Group is headquartered in Dunedin.\n- Wren reports to Stefan.\n- Emeka works for Atlas Freight.\n- Fernhill Foods was founded in 2005.\n- Nadia reports to Callum.\n- Pablo reports to Anders.\n- Viktor works for Atlas Freight.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Callum reports to Emeka.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Sanne works for Atlas Freight.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Cedar Retail Group is headquartered in Oslo.\n- Mateo reports to Dmitri.\n- Mateo works for Vantage Air.\n- Felix reports to Sanne.\n- Yuki reports to Chiara.\n- Felix works for Vantage Air.\n- Sanne reports to Pablo.\n- Dmitri reports to Yuki.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Beacon Insurance is headquartered in Leeds.\n- Ingrid works for Vantage Air.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Summit Energy is headquartered in Leeds.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1979.\n- Chiara reports to Ingrid.\n- Pablo reports to Mateo.\n- Pablo works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Cedar Retail Group was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19547", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Elena.\n- Hana reports to Chiara.\n- Omar works for Northwind Systems.\n- Summit Energy was founded in 1998.\n- Lucia reports to Dmitri.\n- Sofia works for Northwind Systems.\n- Elena works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1997.\n- Northwind Systems is headquartered in Cork.\n- Lucia works for Northwind Systems.\n- Northwind Systems was founded in 2010.\n- Dmitri reports to Sofia.\n- Pablo works for Helios Logistics.\n- Summit Energy is headquartered in Bergen.\n- Mateo reports to Hana.\n- Ravi reports to Lucia.\n- Elena reports to Pablo.\n- Hana works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Sofia reports to Mateo.\n- Mateo works for Helios Logistics.\n- Pablo reports to Ravi.\n- Ravi works for Summit Energy.\n- Helios Logistics was founded in 2003.\n- Chiara works for Northwind Systems.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19550", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4419: employee Mateo R., hired 08 September 2022, separated 18 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4419?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19551", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 November 2022): For employees hired on or after 04 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8138: employee Tessa M., hired 05 May 2022, separated 15 February 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8138?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19552", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19553", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4057: employee Chiara R., hired 25 September 2019, separated 03 November 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4057?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Leila reports to Sofia.\n- Sanne works for Helios Logistics.\n- Kenji works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Amara works for Beacon Insurance.\n- Pablo works for Helios Logistics.\n- Bluepine Aviation was founded in 1996.\n- Helios Logistics was founded in 1983.\n- Zoya works for Bluepine Aviation.\n- Hana works for Helios Logistics.\n- Zoya reports to Aisha.\n- Amara reports to Zoya.\n- Felix works for Helios Logistics.\n- Beacon Insurance was founded in 1981.\n- Hana reports to Elena.\n- Sofia reports to Pablo.\n- Beacon Insurance is headquartered in Leeds.\n- Atlas Freight is headquartered in Leeds.\n- Felix reports to Hana.\n- Aisha works for Beacon Insurance.\n- Kenji reports to Sanne.\n- Ingrid reports to Leila.\n- Elena reports to Ingrid.\n- Sofia works for Bluepine Aviation.\n- Sanne reports to Felix.\n- Atlas Freight was founded in 1979.\n- Bluepine Aviation is headquartered in Tampere.\n- Aisha reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Bruno reports to Tobias.\n- Cobalt Health is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Cork.\n- Zoya reports to Bruno.\n- Amara reports to Leila.\n- Jonas reports to Stefan.\n- Tobias reports to Mara.\n- Zoya works for Bluepine Aviation.\n- Amara works for Helios Logistics.\n- Emeka reports to Amara.\n- Viktor works for Vantage Air.\n- Jonas works for Helios Logistics.\n- Mara reports to Emeka.\n- Mara works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Vantage Air was founded in 2000.\n- Vantage Air is headquartered in Austin.\n- Ravi reports to Elena.\n- Ravi works for Helios Logistics.\n- Elena reports to Viktor.\n- Elena works for Bluepine Aviation.\n- Cobalt Health was founded in 1993.\n- Viktor reports to Jonas.\n- Helios Logistics was founded in 1977.\n- Bluepine Aviation was founded in 2004.\n- Helios Logistics is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Leila reports to Ravi.\n- Bruno works for Bluepine Aviation.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19556", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19557", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19558", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5980: employee Leila B., hired 01 February 2023, separated 06 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5980?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19559", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19560", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7478: employee Wren T., hired 12 April 2023, separated 24 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7478?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Nadia.\n- Priya works for Lattice Analytics.\n- Helios Logistics was founded in 1977.\n- Callum reports to Hana.\n- Helios Logistics is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Cork.\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation was founded in 1975.\n- Lattice Analytics was founded in 1986.\n- Pablo works for Lattice Analytics.\n- Hana reports to Elena.\n- Elena works for Lattice Analytics.\n- Kenji works for Crescent Telecom.\n- Lattice Analytics is headquartered in Malmo.\n- Hana works for Bluepine Aviation.\n- Callum works for Crescent Telecom.\n- Elena reports to Pablo.\n- Nadia works for Helios Logistics.\n- Crescent Telecom is headquartered in Adelaide.\n- Nadia reports to Priya.\n- Kenji reports to Dmitri.\n- Crescent Telecom was founded in 1989.\n- Priya reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19562", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1601: employee Dmitri K., hired 07 April 2021, separated 26 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1601?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19563", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19564", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19565", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Chiara.\n- Ingrid works for Vantage Air.\n- Felix reports to Ingrid.\n- Summit Energy is headquartered in Halifax.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1980.\n- Northwind Systems is headquartered in Halifax.\n- Emeka works for Vantage Air.\n- Tessa works for Northwind Systems.\n- Lucia reports to Tobias.\n- Chiara works for Lattice Analytics.\n- Emeka reports to Mara.\n- Northwind Systems was founded in 1997.\n- Mara reports to Felix.\n- Lattice Analytics is headquartered in Adelaide.\n- Amara works for Northwind Systems.\n- Vantage Air is headquartered in Nagoya.\n- Tessa reports to Emeka.\n- Mara works for Lattice Analytics.\n- Summit Energy was founded in 1992.\n- Ingrid reports to Lucia.\n- Tobias works for Summit Energy.\n- Tobias reports to Elena.\n- Chiara reports to Tessa.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19567", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 April 2025): For employees hired on or after 14 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1978: employee Omar T., hired 24 July 2023, separated 22 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1978?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19568", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9476: employee Stefan M., hired 03 June 2022, separated 05 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9476?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19569", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19570", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19571", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 January 2023): For employees hired on or after 10 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9017: employee Mateo R., hired 10 May 2019, separated 13 May 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9017?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Helios Logistics was founded in 1992.\n- Deshawn works for Summit Energy.\n- Nadia works for Helios Logistics.\n- Priya reports to Mara.\n- Northwind Systems was founded in 1999.\n- Fernhill Foods is headquartered in Brno.\n- Lucia reports to Anders.\n- Lucia works for Northwind Systems.\n- Mara reports to Elena.\n- Northwind Systems is headquartered in Brno.\n- Summit Energy is headquartered in Lyon.\n- Priya works for Summit Energy.\n- Yuki works for Summit Energy.\n- Fernhill Foods was founded in 1992.\n- Elena works for Northwind Systems.\n- Yuki reports to Nadia.\n- Anders reports to Deshawn.\n- Helios Logistics is headquartered in Oslo.\n- Anders works for Northwind Systems.\n- Elena reports to Lucia.\n- Summit Energy was founded in 2000.\n- Deshawn reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19573", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Anders.\n- Mateo works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Basel.\n- Cobalt Health was founded in 1999.\n- Chiara works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Felix works for Fernhill Foods.\n- Ingrid works for Cobalt Health.\n- Anders reports to Chiara.\n- Felix reports to Stefan.\n- Bluepine Aviation was founded in 1995.\n- Tobias works for Cobalt Health.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Valencia.\n- Nadia reports to Ingrid.\n- Chiara reports to Ravi.\n- Lattice Analytics is headquartered in Tallinn.\n- Callum works for Fernhill Foods.\n- Mateo reports to Tobias.\n- Stefan reports to Yuki.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods was founded in 1977.\n- Callum reports to Leila.\n- Lattice Analytics was founded in 2003.\n- Tobias reports to Callum.\n- Yuki reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Ravi reports to Mateo.\n- Leila works for Lattice Analytics.\n- Anders works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Helios Logistics was founded in 2007.\n- Mei works for Helios Logistics.\n- Mei reports to Sanne.\n- Ravi reports to Yuki.\n- Hana reports to Ravi.\n- Bruno reports to Omar.\n- Fernhill Foods was founded in 1989.\n- Elena works for Bluepine Aviation.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Emeka works for Helios Logistics.\n- Yuki works for Bluepine Aviation.\n- Emeka reports to Hana.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1980.\n- Mateo reports to Elena.\n- Vantage Air is headquartered in Oslo.\n- Yuki reports to Mei.\n- Mateo works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Brno.\n- Elena reports to Bruno.\n- Sanne reports to Mateo.\n- Omar works for Fernhill Foods.\n- Vantage Air was founded in 1990.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19576", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19577", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19578", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Elena.\n- Nadia works for Beacon Insurance.\n- Kenji works for Pinnacle Software.\n- Callum works for Beacon Insurance.\n- Tobias reports to Kenji.\n- Deshawn works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Ravi works for Beacon Insurance.\n- Aisha works for Fernhill Foods.\n- Elena reports to Nadia.\n- Fernhill Foods was founded in 1975.\n- Nadia reports to Deshawn.\n- Sofia works for Beacon Insurance.\n- Summit Energy is headquartered in Halifax.\n- Elena works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Hana reports to Callum.\n- Fernhill Foods is headquartered in Lyon.\n- Kenji reports to Hana.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Tobias.\n- Summit Energy was founded in 1979.\n- Sofia reports to Felix.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Aisha reports to Emeka.\n- Beacon Insurance was founded in 1996.\n- Pinnacle Software is headquartered in Tampere.\n- Callum reports to Ravi.\n- Pinnacle Software was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Callum.\n- Sanne reports to Zoya.\n- Summit Energy is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Omar reports to Tessa.\n- Zoya works for Helios Logistics.\n- Zoya reports to Emeka.\n- Vantage Air was founded in 1991.\n- Sofia reports to Omar.\n- Sanne works for Fernhill Foods.\n- Callum works for Summit Energy.\n- Helios Logistics was founded in 1998.\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Fernhill Foods was founded in 1978.\n- Tessa works for Fernhill Foods.\n- Vantage Air is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Summit Energy was founded in 2013.\n- Emeka works for Helios Logistics.\n- Omar works for Summit Energy.\n- Emeka reports to Sofia.\n- Callum reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19581", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "play_music", "4": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Aisha.\n- Anders works for Atlas Freight.\n- Pinnacle Software was founded in 2012.\n- Deshawn works for Fernhill Foods.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods is headquartered in Brno.\n- Ingrid reports to Deshawn.\n- Crescent Telecom was founded in 1999.\n- Jonas reports to Emeka.\n- Crescent Telecom is headquartered in Brno.\n- Jonas works for Pinnacle Software.\n- Atlas Freight is headquartered in Brno.\n- Tobias works for Crescent Telecom.\n- Deshawn reports to Pablo.\n- Ingrid works for Pinnacle Software.\n- Emeka reports to Ingrid.\n- Aisha reports to Jonas.\n- Pablo reports to Anders.\n- Fernhill Foods was founded in 1998.\n- Atlas Freight was founded in 1996.\n- Pinnacle Software is headquartered in Brno.\n- Emeka works for Atlas Freight.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19583", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Chiara reports to Deshawn.\n- Aisha works for Ironwood Manufacturing.\n- Tessa works for Vantage Air.\n- Hana reports to Mara.\n- Mara reports to Aisha.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Vantage Air.\n- Sofia reports to Yuki.\n- Mateo reports to Viktor.\n- Hana works for Cedar Retail Group.\n- Mara works for Vantage Air.\n- Viktor works for Crescent Telecom.\n- Cedar Retail Group was founded in 1999.\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Leeds.\n- Yuki reports to Mateo.\n- Crescent Telecom was founded in 2004.\n- Vantage Air is headquartered in Adelaide.\n- Aisha reports to Sofia.\n- Deshawn reports to Tessa.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Vantage Air was founded in 2012.\n- Tessa reports to Hana.\n- Chiara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19585", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19586", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8189: employee Leila M., hired 11 May 2022, separated 23 March 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-8189 under the controlling rules.", "criteria": {"0": "$4,933", "1": "$5,192", "2": "$6,192", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19587", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19588", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 1990.\n- Tessa works for Crescent Telecom.\n- Mei works for Cedar Retail Group.\n- Zoya works for Summit Energy.\n- Helios Logistics is headquartered in Turku.\n- Emeka reports to Tessa.\n- Mei reports to Anders.\n- Zoya reports to Emeka.\n- Stefan works for Crescent Telecom.\n- Anders works for Cedar Retail Group.\n- Amara works for Summit Energy.\n- Ravi reports to Zoya.\n- Crescent Telecom was founded in 2010.\n- Cedar Retail Group was founded in 2002.\n- Summit Energy is headquartered in Valencia.\n- Lucia works for Cedar Retail Group.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Sofia.\n- Stefan reports to Amara.\n- Cedar Retail Group is headquartered in Valencia.\n- Nadia works for Summit Energy.\n- Tessa reports to Lucia.\n- Anders reports to Ravi.\n- Sofia works for Cedar Retail Group.\n- Lucia reports to Nadia.\n- Summit Energy was founded in 1975.\n- Amara reports to Mei.\n- Nadia reports to Kenji.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19590", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19591", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19592", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19593", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19594", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2164: employee Zoya K., hired 09 March 2022, separated 23 March 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2164?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19595", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-6 (VERSION 4, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4656: employee Zoya B., hired 07 April 2023, separated 16 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4656?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19596", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19597", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19598", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "update_card", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19599", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3542: employee Ingrid B., hired 03 December 2021, separated 11 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3542?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19600", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ingrid.\n- Cobalt Health is headquartered in Oslo.\n- Mateo reports to Tessa.\n- Omar reports to Mateo.\n- Chiara reports to Lucia.\n- Felix works for Lattice Analytics.\n- Felix reports to Nadia.\n- Deshawn reports to Chiara.\n- Nadia reports to Omar.\n- Northwind Systems is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Stefan works for Cobalt Health.\n- Tessa reports to Stefan.\n- Ingrid works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2005.\n- Deshawn works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2010.\n- Ingrid reports to Deshawn.\n- Nadia works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1997.\n- Lattice Analytics is headquartered in Oslo.\n- Mateo works for Cobalt Health.\n- Lucia works for Lattice Analytics.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Northwind Systems.\n- Fernhill Foods is headquartered in Turku.\n- Priya reports to Sofia.\n- Hana works for Meridian Bank.\n- Northwind Systems is headquartered in Lyon.\n- Sanne works for Fernhill Foods.\n- Omar reports to Callum.\n- Mateo reports to Chiara.\n- Omar works for Northwind Systems.\n- Fernhill Foods was founded in 2003.\n- Callum reports to Mateo.\n- Sanne reports to Hana.\n- Deshawn works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 2015.\n- Pablo reports to Deshawn.\n- Chiara reports to Priya.\n- Sofia reports to Pablo.\n- Callum works for Fernhill Foods.\n- Sofia works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Deshawn reports to Sanne.\n- Cobalt Health is headquartered in Lyon.\n- Pablo works for Fernhill Foods.\n- Cobalt Health was founded in 1982.\n- Northwind Systems was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mei.\n- Anders works for Cedar Retail Group.\n- Mateo works for Northwind Systems.\n- Mara reports to Jonas.\n- Cedar Retail Group was founded in 2004.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Jonas reports to Anders.\n- Nadia reports to Tobias.\n- Jonas works for Northwind Systems.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Mara.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lattice Analytics was founded in 1998.\n- Mara works for Lattice Analytics.\n- Tobias works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Anders reports to Mateo.\n- Leila works for Northwind Systems.\n- Mei works for Atlas Freight.\n- Leila reports to Tessa.\n- Yuki reports to Leila.\n- Northwind Systems is headquartered in Nagoya.\n- Mei reports to Emeka.\n- Emeka reports to Viktor.\n- Yuki works for Northwind Systems.\n- Atlas Freight was founded in 1998.\n- Tobias reports to Yuki.\n- Tessa works for Lattice Analytics.\n- Emeka works for Northwind Systems.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19605", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19606", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19607", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Felix.\n- Lattice Analytics was founded in 1990.\n- Priya works for Lattice Analytics.\n- Lucia reports to Sanne.\n- Priya reports to Dmitri.\n- Fernhill Foods was founded in 2008.\n- Cobalt Health was founded in 2013.\n- Hana works for Lattice Analytics.\n- Felix reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Hana reports to Tobias.\n- Lattice Analytics is headquartered in Bergen.\n- Beacon Insurance is headquartered in Lyon.\n- Fernhill Foods is headquartered in Bergen.\n- Cobalt Health is headquartered in Lyon.\n- Tobias reports to Stefan.\n- Lucia works for Fernhill Foods.\n- Sanne reports to Priya.\n- Tobias works for Cobalt Health.\n- Beacon Insurance was founded in 1980.\n- Felix works for Fernhill Foods.\n- Dmitri works for Lattice Analytics.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19609", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-6 (VERSION 2, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8163: employee Tobias A., hired 11 March 2024, separated 24 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8163?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19610", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Bluepine Aviation.\n- Meridian Bank was founded in 2014.\n- Cedar Retail Group was founded in 1981.\n- Callum reports to Leila.\n- Bluepine Aviation was founded in 1977.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Kenji.\n- Ingrid reports to Callum.\n- Wren reports to Dmitri.\n- Kenji works for Meridian Bank.\n- Wren works for Bluepine Aviation.\n- Leila reports to Wren.\n- Cedar Retail Group is headquartered in Turku.\n- Dmitri reports to Pablo.\n- Callum works for Cedar Retail Group.\n- Ingrid works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Atlas Freight is headquartered in Malmo.\n- Meridian Bank is headquartered in Turku.\n- Sanne works for Meridian Bank.\n- Atlas Freight was founded in 1996.\n- Sanne reports to Ingrid.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19612", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19613", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Elena works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1993.\n- Deshawn reports to Wren.\n- Beacon Insurance is headquartered in Tampere.\n- Amara works for Ironwood Manufacturing.\n- Elena reports to Zoya.\n- Sofia reports to Jonas.\n- Dmitri works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Viktor reports to Sanne.\n- Stefan works for Cedar Retail Group.\n- Sofia works for Beacon Insurance.\n- Aisha works for Bluepine Aviation.\n- Jonas works for Ironwood Manufacturing.\n- Dmitri reports to Elena.\n- Cedar Retail Group was founded in 1981.\n- Viktor works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Zoya reports to Aisha.\n- Ironwood Manufacturing was founded in 1983.\n- Sanne reports to Dmitri.\n- Cedar Retail Group is headquartered in Valencia.\n- Wren reports to Amara.\n- Wren works for Ironwood Manufacturing.\n- Stefan reports to Sofia.\n- Sanne works for Cedar Retail Group.\n- Aisha reports to Deshawn.\n- Bluepine Aviation is headquartered in Lyon.\n- Amara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19615", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19616", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19617", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1718: employee Wren T., hired 17 July 2023, separated 14 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1718?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19618", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19619", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19620", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1981.\n- Pablo reports to Nadia.\n- Wren works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Tessa reports to Pablo.\n- Omar reports to Lucia.\n- Tobias works for Summit Energy.\n- Beacon Insurance was founded in 1986.\n- Sofia reports to Wren.\n- Tessa works for Summit Energy.\n- Omar works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Sofia works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Mara reports to Sofia.\n- Bluepine Aviation was founded in 2008.\n- Ravi reports to Elena.\n- Nadia works for Summit Energy.\n- Bluepine Aviation is headquartered in Lyon.\n- Wren reports to Ravi.\n- Lucia reports to Emeka.\n- Tobias reports to Mara.\n- Ironwood Manufacturing is headquartered in Cork.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 1987.\n- Elena works for Beacon Insurance.\n- Emeka works for Summit Energy.\n- Nadia reports to Tobias.\n- Pablo works for Beacon Insurance.\n- Elena reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Chiara reports to Lucia.\n- Hana reports to Bruno.\n- Lucia reports to Mara.\n- Mara works for Crescent Telecom.\n- Northwind Systems was founded in 2007.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Crescent Telecom was founded in 1976.\n- Bluepine Aviation was founded in 2005.\n- Beacon Insurance was founded in 1987.\n- Bruno reports to Emeka.\n- Mara reports to Omar.\n- Lucia works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Crescent Telecom is headquartered in Austin.\n- Emeka works for Bluepine Aviation.\n- Mateo works for Northwind Systems.\n- Chiara works for Beacon Insurance.\n- Northwind Systems is headquartered in Ghent.\n- Emeka reports to Mateo.\n- Beacon Insurance is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Amara reports to Yuki.\n- Helios Logistics is headquartered in Adelaide.\n- Hana reports to Leila.\n- Cedar Retail Group was founded in 2009.\n- Yuki works for Helios Logistics.\n- Anders works for Summit Energy.\n- Cedar Retail Group is headquartered in Oslo.\n- Chiara reports to Amara.\n- Anders reports to Hana.\n- Hana works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Adelaide.\n- Summit Energy is headquartered in Adelaide.\n- Callum reports to Chiara.\n- Ravi reports to Callum.\n- Amara works for Summit Energy.\n- Zoya reports to Anders.\n- Omar works for Summit Energy.\n- Omar reports to Sofia.\n- Helios Logistics was founded in 2006.\n- Leila works for Beacon Insurance.\n- Summit Energy was founded in 1993.\n- Sofia reports to Zoya.\n- Tobias reports to Omar.\n- Ravi works for Summit Energy.\n- Zoya works for Summit Energy.\n- Sofia works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Chiara works for Cedar Retail Group.\n- Beacon Insurance was founded in 1979.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2012", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19624", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2509: employee Yuki K., hired 24 September 2023, separated 06 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2509?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lattice Analytics was founded in 2000.\n- Callum works for Atlas Freight.\n- Dmitri works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Priya reports to Yuki.\n- Northwind Systems was founded in 2003.\n- Sofia reports to Dmitri.\n- Dmitri reports to Pablo.\n- Cedar Retail Group was founded in 1987.\n- Callum reports to Stefan.\n- Pablo works for Cedar Retail Group.\n- Yuki reports to Deshawn.\n- Atlas Freight was founded in 1992.\n- Sofia works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Stefan works for Atlas Freight.\n- Pablo reports to Priya.\n- Northwind Systems is headquartered in Lyon.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn reports to Callum.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Lattice Analytics was founded in 2003.\n- Omar reports to Deshawn.\n- Ravi reports to Chiara.\n- Pinnacle Software was founded in 1997.\n- Mei works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Chiara works for Lattice Analytics.\n- Jonas works for Meridian Bank.\n- Mei reports to Omar.\n- Pinnacle Software is headquartered in Valencia.\n- Jonas reports to Hana.\n- Emeka works for Pinnacle Software.\n- Hana works for Lattice Analytics.\n- Meridian Bank is headquartered in Malmo.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Wren reports to Jonas.\n- Bruno reports to Mei.\n- Meridian Bank was founded in 2013.\n- Deshawn works for Meridian Bank.\n- Bluepine Aviation was founded in 2006.\n- Bruno works for Pinnacle Software.\n- Chiara reports to Emeka.\n- Emeka reports to Wren.\n- Deshawn reports to Ravi.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19627", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19628", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19629", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8915: employee Wren B., hired 28 February 2021, separated 21 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8915?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Dmitri.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods is headquartered in Austin.\n- Bluepine Aviation is headquartered in Turku.\n- Fernhill Foods was founded in 2000.\n- Dmitri reports to Callum.\n- Jonas works for Lattice Analytics.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 1975.\n- Callum works for Pinnacle Software.\n- Stefan reports to Deshawn.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Chiara reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Pablo reports to Chiara.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 1994.\n- Chiara works for Fernhill Foods.\n- Callum reports to Anders.\n- Anders reports to Jonas.\n- Bluepine Aviation was founded in 1991.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19631", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8292: employee Ingrid A., hired 04 December 2020, separated 01 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8292?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19632", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19633", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 27715 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19634", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 71011 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "change_address", "3": "track_order", "4": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19635", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Fernhill Foods is headquartered in Ghent.\n- Northwind Systems was founded in 1994.\n- Pinnacle Software is headquartered in Halifax.\n- Tobias reports to Pablo.\n- Leila reports to Tobias.\n- Chiara reports to Ingrid.\n- Fernhill Foods was founded in 1990.\n- Emeka works for Pinnacle Software.\n- Beacon Insurance was founded in 1980.\n- Ingrid reports to Leila.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Sanne reports to Emeka.\n- Pablo works for Fernhill Foods.\n- Chiara works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Leila works for Pinnacle Software.\n- Emeka reports to Deshawn.\n- Pinnacle Software was founded in 2006.\n- Deshawn works for Northwind Systems.\n- Pablo reports to Sanne.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1975", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19637", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Aisha.\n- Viktor works for Northwind Systems.\n- Chiara reports to Hana.\n- Cobalt Health was founded in 1995.\n- Cobalt Health is headquartered in Halifax.\n- Pinnacle Software is headquartered in Basel.\n- Zoya reports to Elena.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Valencia.\n- Aisha works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Hana works for Beacon Insurance.\n- Aisha reports to Bruno.\n- Northwind Systems was founded in 2010.\n- Deshawn reports to Chiara.\n- Northwind Systems is headquartered in Basel.\n- Bruno works for Cobalt Health.\n- Elena works for Pinnacle Software.\n- Viktor reports to Zoya.\n- Beacon Insurance was founded in 2004.\n- Chiara works for Cobalt Health.\n- Pinnacle Software was founded in 2002.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19639", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19640", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19641", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19642", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19643", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.\n- Aisha reports to Wren.\n- Aisha works for Ironwood Manufacturing.\n- Omar reports to Hana.\n- Wren works for Cedar Retail Group.\n- Cobalt Health was founded in 2008.\n- Mara reports to Aisha.\n- Wren reports to Mei.\n- Omar works for Atlas Freight.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Halifax.\n- Lucia reports to Pablo.\n- Ironwood Manufacturing was founded in 1994.\n- Deshawn works for Ironwood Manufacturing.\n- Mei reports to Emeka.\n- Viktor reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Cork.\n- Emeka works for Cedar Retail Group.\n- Viktor works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Ingrid reports to Mara.\n- Atlas Freight is headquartered in Bergen.\n- Atlas Freight was founded in 2002.\n- Cobalt Health is headquartered in Malmo.\n- Mei works for Atlas Freight.\n- Hana reports to Deshawn.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Emeka reports to Omar.\n- Deshawn reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Emeka.\n- Viktor reports to Mei.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Bluepine Aviation is headquartered in Leeds.\n- Ravi reports to Viktor.\n- Bluepine Aviation was founded in 2002.\n- Fernhill Foods was founded in 1996.\n- Sofia reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Vantage Air is headquartered in Valencia.\n- Fernhill Foods is headquartered in Leeds.\n- Sofia works for Bluepine Aviation.\n- Viktor works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Aisha reports to Ravi.\n- Sanne works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Vantage Air was founded in 1992.\n- Mei reports to Sanne.\n- Mei works for Vantage Air.\n- Beacon Insurance was founded in 2007.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19646", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 93054\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19647", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5923: employee Tessa A., hired 17 October 2023, separated 12 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5923?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19648", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3297: employee Mei B., hired 21 July 2022, separated 26 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3297?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19649", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9494: employee Chiara R., hired 18 January 2022, separated 23 August 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2026-9494 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$7,000", "2": "$3,250", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19650", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19651", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3244: employee Leila R., hired 17 October 2022, separated 10 June 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3244?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Leila reports to Hana.\n- Dmitri works for Pinnacle Software.\n- Deshawn works for Vantage Air.\n- Pinnacle Software was founded in 1992.\n- Vantage Air was founded in 2001.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Summit Energy.\n- Dmitri reports to Stefan.\n- Zoya works for Vantage Air.\n- Summit Energy is headquartered in Turku.\n- Amara works for Pinnacle Software.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pinnacle Software is headquartered in Brno.\n- Mei reports to Deshawn.\n- Mei works for Ironwood Manufacturing.\n- Zoya reports to Tobias.\n- Aisha reports to Leila.\n- Hana works for Ironwood Manufacturing.\n- Summit Energy was founded in 2015.\n- Tobias reports to Aisha.\n- Amara reports to Zoya.\n- Deshawn reports to Amara.\n- Stefan reports to Mei.\n- Ironwood Manufacturing was founded in 1983.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19653", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Cork.\n- Jonas works for Meridian Bank.\n- Elena reports to Hana.\n- Wren reports to Amara.\n- Hana works for Fernhill Foods.\n- Amara reports to Bruno.\n- Meridian Bank was founded in 1996.\n- Fernhill Foods is headquartered in Basel.\n- Aisha works for Lattice Analytics.\n- Ravi reports to Wren.\n- Aisha reports to Tobias.\n- Lattice Analytics is headquartered in Basel.\n- Emeka works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Bruno reports to Emeka.\n- Meridian Bank is headquartered in Basel.\n- Amara works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Wren works for Lattice Analytics.\n- Jonas reports to Aisha.\n- Emeka reports to Jonas.\n- Kenji reports to Elena.\n- Fernhill Foods was founded in 1989.\n- Hana reports to Felix.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Ravi works for Lattice Analytics.\n- Elena works for Fernhill Foods.\n- Tobias reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Leila.\n- Mei works for Bluepine Aviation.\n- Leila reports to Anders.\n- Tobias reports to Sanne.\n- Bluepine Aviation is headquartered in Brno.\n- Fernhill Foods is headquartered in Leeds.\n- Deshawn works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Mei reports to Dmitri.\n- Tobias works for Cobalt Health.\n- Helios Logistics is headquartered in Malmo.\n- Anders reports to Deshawn.\n- Dmitri reports to Mara.\n- Anders works for Fernhill Foods.\n- Mara reports to Aisha.\n- Helios Logistics was founded in 1981.\n- Cobalt Health was founded in 1996.\n- Aisha reports to Tobias.\n- Fernhill Foods was founded in 1997.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2001.\n- Deshawn reports to Mei.\n- Aisha works for Bluepine Aviation.\n- Cobalt Health is headquartered in Leeds.\n- Sanne works for Fernhill Foods.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Tobias reports to Chiara.\n- Summit Energy was founded in 1976.\n- Bluepine Aviation was founded in 2013.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Tobias works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Yuki reports to Anders.\n- Anders reports to Amara.\n- Nadia works for Bluepine Aviation.\n- Chiara reports to Wren.\n- Wren reports to Nadia.\n- Summit Energy is headquartered in Ghent.\n- Callum works for Lattice Analytics.\n- Amara reports to Tobias.\n- Anders works for Summit Energy.\n- Lattice Analytics is headquartered in Ghent.\n- Amara works for Bluepine Aviation.\n- Nadia reports to Callum.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Adelaide.\n- Beacon Insurance was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1971", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19657", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6545: employee Nadia A., hired 24 August 2021, separated 11 February 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-6545 under the controlling rules.", "criteria": {"0": "$11,000", "1": "$52,000", "2": "$12,115", "3": "$12,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19659", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4943: employee Ravi M., hired 21 April 2023, separated 07 October 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-4943 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$6,000", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Jonas works for Atlas Freight.\n- Pablo works for Cobalt Health.\n- Vantage Air was founded in 1976.\n- Vantage Air is headquartered in Austin.\n- Viktor reports to Dmitri.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Dmitri reports to Pablo.\n- Pablo reports to Jonas.\n- Mei works for Summit Energy.\n- Yuki reports to Mei.\n- Hana works for Atlas Freight.\n- Viktor works for Summit Energy.\n- Hana reports to Viktor.\n- Cobalt Health was founded in 1999.\n- Summit Energy was founded in 1980.\n- Mateo reports to Yuki.\n- Jonas reports to Mateo.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Cobalt Health is headquartered in Ghent.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Zoya.\n- Tobias works for Helios Logistics.\n- Callum reports to Omar.\n- Callum works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics is headquartered in Bergen.\n- Yuki reports to Tobias.\n- Omar works for Helios Logistics.\n- Ravi works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia reports to Viktor.\n- Jonas works for Cedar Retail Group.\n- Zoya reports to Jonas.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Cedar Retail Group was founded in 1999.\n- Omar reports to Emeka.\n- Sanne reports to Yuki.\n- Northwind Systems is headquartered in Tampere.\n- Sanne works for Northwind Systems.\n- Tobias reports to Lucia.\n- Zoya works for Cedar Retail Group.\n- Helios Logistics was founded in 2001.\n- Viktor reports to Callum.\n- Jonas reports to Ravi.\n- Northwind Systems was founded in 1992.\n- Lattice Analytics was founded in 1976.\n- Viktor works for Northwind Systems.\n- Felix works for Cedar Retail Group.\n- Lucia works for Lattice Analytics.\n- Emeka reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19662", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19663", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 6713\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "request_refund", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19664", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5540: employee Bruno A., hired 15 February 2024, separated 23 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-5540 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$10,385", "2": "$45,000", "3": "$3,635"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19665", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4775: employee Dmitri R., hired 12 April 2022, separated 22 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-4775 under the controlling rules.", "criteria": {"0": "$10,300", "1": "$9,800", "2": "$42,467", "3": "$9,713"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Meridian Bank.\n- Anders reports to Ravi.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Nadia reports to Mateo.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha reports to Pablo.\n- Sanne works for Atlas Freight.\n- Dmitri works for Fernhill Foods.\n- Tobias reports to Mara.\n- Mara works for Meridian Bank.\n- Ravi works for Fernhill Foods.\n- Zoya reports to Dmitri.\n- Mateo reports to Zoya.\n- Lucia works for Helios Logistics.\n- Fernhill Foods was founded in 2013.\n- Mara reports to Anders.\n- Mateo works for Atlas Freight.\n- Meridian Bank was founded in 1986.\n- Meridian Bank is headquartered in Nagoya.\n- Helios Logistics was founded in 2000.\n- Atlas Freight is headquartered in Nagoya.\n- Lucia reports to Sanne.\n- Pablo reports to Lucia.\n- Nadia works for Atlas Freight.\n- Anders works for Helios Logistics.\n- Dmitri reports to Aisha.\n- Sanne reports to Tobias.\n- Pablo works for Helios Logistics.\n- Aisha works for Atlas Freight.\n- Helios Logistics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19667", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19668", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19669", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8229: employee Amara B., hired 06 January 2024, separated 27 January 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-8229 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$7,615", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19670", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19671", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6840: employee Elena A., hired 06 June 2021, separated 12 September 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6840?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Kenji reports to Elena.\n- Kenji works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Beacon Insurance was founded in 1999.\n- Mateo works for Fernhill Foods.\n- Deshawn reports to Felix.\n- Yuki reports to Sofia.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Elena reports to Yuki.\n- Fernhill Foods is headquartered in Valencia.\n- Sofia works for Northwind Systems.\n- Deshawn works for Beacon Insurance.\n- Tobias works for Fernhill Foods.\n- Zoya reports to Deshawn.\n- Felix reports to Sanne.\n- Tobias reports to Mateo.\n- Meridian Bank was founded in 2013.\n- Northwind Systems was founded in 1991.\n- Beacon Insurance is headquartered in Halifax.\n- Yuki works for Fernhill Foods.\n- Sanne reports to Tobias.\n- Fernhill Foods was founded in 1986.\n- Sanne works for Fernhill Foods.\n- Mateo reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19673", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Felix works for Atlas Freight.\n- Pablo reports to Mara.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 1990.\n- Atlas Freight is headquartered in Adelaide.\n- Mara reports to Felix.\n- Amara works for Atlas Freight.\n- Nadia reports to Bruno.\n- Atlas Freight was founded in 1992.\n- Pinnacle Software was founded in 2012.\n- Nadia works for Northwind Systems.\n- Bruno reports to Hana.\n- Bruno works for Pinnacle Software.\n- Northwind Systems is headquartered in Dunedin.\n- Mara works for Pinnacle Software.\n- Northwind Systems was founded in 2006.\n- Mateo works for Pinnacle Software.\n- Pablo works for Beacon Insurance.\n- Mateo reports to Nadia.\n- Mei reports to Pablo.\n- Mei works for Beacon Insurance.\n- Pinnacle Software is headquartered in Austin.\n- Hana reports to Mei.\n- Hana works for Beacon Insurance.\n- Ravi works for Atlas Freight.\n- Ravi reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19675", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19676", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5247: employee Ravi B., hired 21 June 2023, separated 18 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5247?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Wren.\n- Crescent Telecom is headquartered in Austin.\n- Cobalt Health was founded in 1987.\n- Yuki works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1998.\n- Lucia works for Crescent Telecom.\n- Tobias works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2013.\n- Tobias reports to Lucia.\n- Wren works for Ironwood Manufacturing.\n- Yuki reports to Felix.\n- Mateo reports to Ravi.\n- Lucia reports to Yuki.\n- Ravi works for Ironwood Manufacturing.\n- Vantage Air was founded in 1975.\n- Vantage Air is headquartered in Basel.\n- Cobalt Health is headquartered in Halifax.\n- Felix works for Ironwood Manufacturing.\n- Dmitri reports to Mateo.\n- Sanne works for Vantage Air.\n- Ravi reports to Tobias.\n- Sanne reports to Dmitri.\n- Leila works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Leila reports to Sanne.\n- Mateo works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19678", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4101: employee Viktor S., hired 06 May 2023, separated 12 March 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4101?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4101 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1981.\n- Priya works for Vantage Air.\n- Beacon Insurance was founded in 1992.\n- Cedar Retail Group is headquartered in Leeds.\n- Mara reports to Pablo.\n- Lattice Analytics was founded in 1975.\n- Yuki reports to Bruno.\n- Mara works for Vantage Air.\n- Amara reports to Viktor.\n- Beacon Insurance is headquartered in Austin.\n- Callum reports to Mara.\n- Vantage Air is headquartered in Lyon.\n- Priya reports to Yuki.\n- Callum works for Vantage Air.\n- Cedar Retail Group was founded in 2001.\n- Viktor reports to Priya.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Yuki works for Cedar Retail Group.\n- Leila reports to Amara.\n- Pablo reports to Kenji.\n- Pablo works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Amara works for Lattice Analytics.\n- Bruno reports to Callum.\n- Kenji works for Vantage Air.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19680", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19681", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "install_software", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Aisha reports to Callum.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Amara reports to Priya.\n- Felix works for Crescent Telecom.\n- Fernhill Foods was founded in 1984.\n- Stefan reports to Amara.\n- Cobalt Health was founded in 2005.\n- Priya works for Fernhill Foods.\n- Lucia reports to Tessa.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Helios Logistics was founded in 1978.\n- Jonas reports to Sofia.\n- Amara works for Crescent Telecom.\n- Stefan works for Helios Logistics.\n- Callum reports to Felix.\n- Viktor reports to Jonas.\n- Sofia reports to Lucia.\n- Felix reports to Stefan.\n- Ravi works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Jonas works for Cobalt Health.\n- Lucia works for Fernhill Foods.\n- Helios Logistics is headquartered in Tallinn.\n- Tessa reports to Ravi.\n- Sofia works for Cobalt Health.\n- Crescent Telecom was founded in 1975.\n- Crescent Telecom is headquartered in Lyon.\n- Ravi reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19683", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2303: employee Zoya T., hired 26 April 2024, separated 13 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2303?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19684", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19685", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 June 2025): For employees hired on or after 28 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5682: employee Elena S., hired 14 March 2022, separated 23 May 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5682?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Ravi.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1991.\n- Anders works for Cobalt Health.\n- Tobias reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Anders reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Yuki reports to Tobias.\n- Felix works for Cobalt Health.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1995.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Ingrid works for Cobalt Health.\n- Ravi works for Beacon Insurance.\n- Sanne reports to Yuki.\n- Tobias works for Bluepine Aviation.\n- Felix reports to Jonas.\n- Sofia works for Cobalt Health.\n- Jonas reports to Ingrid.\n- Mei works for Beacon Insurance.\n- Jonas works for Bluepine Aviation.\n- Cobalt Health was founded in 2014.\n- Ingrid reports to Anders.\n- Sofia reports to Mei.\n- Ironwood Manufacturing was founded in 1987.\n- Nadia reports to Sofia.\n- Kenji reports to Felix.\n- Bluepine Aviation is headquartered in Tampere.\n- Sanne works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19687", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19688", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2225: employee Mei B., hired 18 December 2022, separated 09 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2225?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19689", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Dmitri.\n- Elena works for Pinnacle Software.\n- Dmitri reports to Aisha.\n- Pinnacle Software is headquartered in Tallinn.\n- Ingrid works for Lattice Analytics.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Fernhill Foods is headquartered in Porto.\n- Mara reports to Pablo.\n- Atlas Freight was founded in 1989.\n- Pinnacle Software was founded in 2003.\n- Amara reports to Ingrid.\n- Dmitri works for Atlas Freight.\n- Elena reports to Tobias.\n- Mara works for Lattice Analytics.\n- Pablo reports to Stefan.\n- Lattice Analytics is headquartered in Dunedin.\n- Atlas Freight is headquartered in Tallinn.\n- Tobias works for Pinnacle Software.\n- Stefan reports to Amara.\n- Hana works for Pinnacle Software.\n- Ingrid reports to Elena.\n- Aisha works for Pinnacle Software.\n- Hana reports to Mara.\n- Lattice Analytics was founded in 2005.\n- Stefan works for Lattice Analytics.\n- Pablo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mara.\n- Amara reports to Elena.\n- Amara works for Bluepine Aviation.\n- Priya works for Summit Energy.\n- Elena reports to Leila.\n- Deshawn reports to Priya.\n- Mara reports to Ingrid.\n- Ingrid reports to Aisha.\n- Deshawn works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha reports to Pablo.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1975.\n- Aisha works for Bluepine Aviation.\n- Leila reports to Hana.\n- Pinnacle Software was founded in 1991.\n- Pablo works for Summit Energy.\n- Elena works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Lyon.\n- Hana works for Summit Energy.\n- Ironwood Manufacturing was founded in 1980.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bluepine Aviation was founded in 2012.\n- Pablo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19692", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3228: employee Wren S., hired 09 January 2023, separated 20 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3228?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19693", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19694", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19695", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19696", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9686: employee Kenji K., hired 29 April 2023, separated 21 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9686?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19697", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4557: employee Chiara T., hired 03 February 2024, separated 20 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-4557 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$900", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19698", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19699", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6713: employee Hana S., hired 23 April 2021, separated 13 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-6713 under the controlling rules.", "criteria": {"0": "$15,966", "1": "$15,837", "2": "$15,337", "3": "$68,625"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Bruno works for Lattice Analytics.\n- Helios Logistics was founded in 1981.\n- Yuki reports to Zoya.\n- Nadia works for Cedar Retail Group.\n- Yuki works for Lattice Analytics.\n- Mara reports to Yuki.\n- Tobias works for Meridian Bank.\n- Deshawn reports to Tobias.\n- Meridian Bank was founded in 2013.\n- Zoya works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Lattice Analytics was founded in 1997.\n- Mara works for Meridian Bank.\n- Zoya reports to Priya.\n- Bruno reports to Nadia.\n- Cedar Retail Group was founded in 1979.\n- Priya works for Cedar Retail Group.\n- Meridian Bank is headquartered in Oslo.\n- Priya reports to Bruno.\n- Cedar Retail Group is headquartered in Tampere.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1999.\n- Zoya works for Atlas Freight.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Cedar Retail Group is headquartered in Malmo.\n- Lucia reports to Bruno.\n- Zoya reports to Elena.\n- Mara works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Bruno reports to Viktor.\n- Atlas Freight was founded in 1993.\n- Leila works for Cobalt Health.\n- Aisha reports to Mara.\n- Sofia reports to Zoya.\n- Elena reports to Lucia.\n- Amara reports to Leila.\n- Viktor works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1980.\n- Lucia works for Cobalt Health.\n- Bruno works for Atlas Freight.\n- Beacon Insurance is headquartered in Adelaide.\n- Atlas Freight is headquartered in Malmo.\n- Viktor reports to Amara.\n- Cobalt Health is headquartered in Halifax.\n- Sofia works for Cobalt Health.\n- Mara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19702", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 May 2023): For employees hired on or after 01 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7470: employee Wren S., hired 27 February 2023, separated 06 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7470?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19703", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Summit Energy was founded in 2005.\n- Wren reports to Ingrid.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor works for Lattice Analytics.\n- Mei reports to Viktor.\n- Wren works for Summit Energy.\n- Omar works for Helios Logistics.\n- Zoya works for Summit Energy.\n- Lattice Analytics is headquartered in Oslo.\n- Helios Logistics was founded in 2003.\n- Lattice Analytics was founded in 1990.\n- Stefan works for Helios Logistics.\n- Omar reports to Stefan.\n- Cobalt Health was founded in 1981.\n- Stefan reports to Mei.\n- Mei works for Cobalt Health.\n- Hana reports to Wren.\n- Viktor reports to Zoya.\n- Cobalt Health is headquartered in Tampere.\n- Summit Energy is headquartered in Oslo.\n- Hana works for Cobalt Health.\n- Zoya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19705", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 93926 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "change_address", "2": "report_damage", "3": "request_refund", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19706", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Emeka reports to Nadia.\n- Pinnacle Software was founded in 1980.\n- Wren works for Cedar Retail Group.\n- Tobias works for Pinnacle Software.\n- Tessa reports to Wren.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 1983.\n- Crescent Telecom was founded in 1991.\n- Emeka works for Cedar Retail Group.\n- Amara reports to Emeka.\n- Nadia works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1995.\n- Anders reports to Tobias.\n- Pinnacle Software is headquartered in Nagoya.\n- Nadia reports to Hana.\n- Hana reports to Anders.\n- Cedar Retail Group is headquartered in Turku.\n- Crescent Telecom is headquartered in Tallinn.\n- Wren reports to Amara.\n- Amara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19708", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Anders.\n- Pablo reports to Amara.\n- Lucia reports to Sanne.\n- Pablo works for Pinnacle Software.\n- Nadia reports to Lucia.\n- Callum works for Pinnacle Software.\n- Mei works for Cobalt Health.\n- Sanne reports to Mateo.\n- Cobalt Health is headquartered in Austin.\n- Emeka works for Pinnacle Software.\n- Meridian Bank is headquartered in Tallinn.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Mateo works for Cobalt Health.\n- Emeka reports to Nadia.\n- Pinnacle Software is headquartered in Porto.\n- Callum reports to Mei.\n- Pinnacle Software was founded in 2009.\n- Mateo reports to Callum.\n- Amara works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Lucia works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Nadia works for Northwind Systems.\n- Cobalt Health was founded in 2002.\n- Meridian Bank was founded in 1999.\n- Amara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Hana reports to Anders.\n- Meridian Bank was founded in 2013.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Wren works for Atlas Freight.\n- Beacon Insurance is headquartered in Malmo.\n- Priya works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Hana works for Ironwood Manufacturing.\n- Leila reports to Pablo.\n- Omar works for Atlas Freight.\n- Ravi works for Atlas Freight.\n- Beacon Insurance was founded in 2007.\n- Wren reports to Hana.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Amara reports to Kenji.\n- Atlas Freight was founded in 1982.\n- Pablo works for Meridian Bank.\n- Leila works for Beacon Insurance.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2013.\n- Aisha works for Ironwood Manufacturing.\n- Ravi reports to Wren.\n- Omar reports to Priya.\n- Priya reports to Leila.\n- Aisha reports to Amara.\n- Pablo reports to Tessa.\n- Anders reports to Omar.\n- Atlas Freight is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1985", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19711", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "send_message", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1998.\n- Cedar Retail Group is headquartered in Austin.\n- Mei works for Vantage Air.\n- Callum reports to Elena.\n- Elena reports to Deshawn.\n- Viktor reports to Tobias.\n- Priya works for Vantage Air.\n- Wren works for Northwind Systems.\n- Mei reports to Callum.\n- Elena works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Deshawn works for Summit Energy.\n- Cedar Retail Group was founded in 1988.\n- Northwind Systems was founded in 1975.\n- Tobias reports to Mei.\n- Dmitri works for Cedar Retail Group.\n- Viktor works for Vantage Air.\n- Callum works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Mateo reports to Wren.\n- Priya reports to Viktor.\n- Dmitri reports to Mateo.\n- Northwind Systems is headquartered in Austin.\n- Deshawn reports to Dmitri.\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Turku.\n- Summit Energy is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Turku", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19713", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1276: employee Stefan A., hired 12 March 2024, separated 25 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1276?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Wren.\n- Tessa works for Cedar Retail Group.\n- Elena reports to Sanne.\n- Summit Energy was founded in 2015.\n- Yuki reports to Elena.\n- Cedar Retail Group was founded in 1977.\n- Summit Energy is headquartered in Brno.\n- Priya reports to Mateo.\n- Wren reports to Tessa.\n- Bluepine Aviation was founded in 1995.\n- Bluepine Aviation is headquartered in Austin.\n- Yuki works for Bluepine Aviation.\n- Priya works for Cedar Retail Group.\n- Omar reports to Ravi.\n- Tessa reports to Ingrid.\n- Crescent Telecom is headquartered in Brno.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Yuki.\n- Wren works for Summit Energy.\n- Sanne works for Summit Energy.\n- Crescent Telecom was founded in 2011.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Omar.\n- Ingrid works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19715", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Beacon Insurance was founded in 1998.\n- Northwind Systems is headquartered in Valencia.\n- Beacon Insurance is headquartered in Tampere.\n- Stefan reports to Omar.\n- Mei works for Ironwood Manufacturing.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 1993.\n- Sofia works for Ironwood Manufacturing.\n- Omar reports to Mei.\n- Crescent Telecom is headquartered in Tampere.\n- Mateo reports to Ingrid.\n- Chiara reports to Sofia.\n- Northwind Systems was founded in 1988.\n- Chiara works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Viktor works for Beacon Insurance.\n- Mei reports to Chiara.\n- Mateo works for Ironwood Manufacturing.\n- Viktor reports to Mateo.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1983.\n- Sofia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19717", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19718", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 20389\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19719", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6870: employee Nadia A., hired 01 May 2024, separated 19 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6870?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19720", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19721", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19722", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19723", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5930: employee Deshawn T., hired 30 March 2021, separated 13 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-5930 under the controlling rules.", "criteria": {"0": "$12,800", "1": "$13,875", "2": "$59,800", "3": "$13,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19724", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19725", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19726", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2104: employee Leila K., hired 26 April 2023, separated 08 September 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2025-2104 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$4,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19727", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19728", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3338: employee Amara T., hired 01 August 2021, separated 31 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3338?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19729", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7245: employee Lucia T., hired 13 June 2023, separated 01 May 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-7245 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$26,000", "3": "$5,938"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19730", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9876: employee Chiara M., hired 28 December 2022, separated 13 April 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9876?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19731", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9905: employee Dmitri S., hired 03 September 2022, separated 12 October 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-9905 under the controlling rules.", "criteria": {"0": "$12,072", "1": "$14,202", "2": "$52,875", "3": "$12,202"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19732", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4712: employee Stefan B., hired 02 April 2023, separated 13 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4712?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19733", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mei.\n- Amara works for Beacon Insurance.\n- Ingrid reports to Stefan.\n- Fernhill Foods is headquartered in Leeds.\n- Sanne works for Cedar Retail Group.\n- Mateo works for Cobalt Health.\n- Cedar Retail Group was founded in 2002.\n- Fernhill Foods was founded in 2008.\n- Priya reports to Tessa.\n- Mei reports to Mara.\n- Tessa works for Fernhill Foods.\n- Ingrid works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Mara reports to Ingrid.\n- Priya works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Bergen.\n- Sanne reports to Emeka.\n- Emeka works for Cobalt Health.\n- Tessa reports to Amara.\n- Chiara works for Fernhill Foods.\n- Mateo reports to Sanne.\n- Mara works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Amara reports to Felix.\n- Felix reports to Chiara.\n- Cobalt Health is headquartered in Austin.\n- Beacon Insurance was founded in 1989.\n- Emeka reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19735", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3346: employee Omar B., hired 10 January 2024, separated 03 December 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3346?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19736", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19737", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19738", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19739", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Wren works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tampere.\n- Anders reports to Jonas.\n- Cedar Retail Group was founded in 1980.\n- Aisha works for Fernhill Foods.\n- Bruno reports to Hana.\n- Amara works for Cobalt Health.\n- Fernhill Foods is headquartered in Tallinn.\n- Hana reports to Anders.\n- Jonas reports to Wren.\n- Wren reports to Mateo.\n- Jonas works for Cobalt Health.\n- Meridian Bank was founded in 1978.\n- Pablo works for Meridian Bank.\n- Hana works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Amara.\n- Cobalt Health was founded in 1977.\n- Anders works for Fernhill Foods.\n- Bruno works for Cobalt Health.\n- Pablo reports to Kenji.\n- Aisha reports to Bruno.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods was founded in 2008.\n- Mateo reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19741", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 November 2024): For employees hired on or after 22 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1150: employee Tessa R., hired 07 July 2023, separated 04 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1150?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Beacon Insurance.\n- Emeka reports to Lucia.\n- Wren works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2000.\n- Beacon Insurance was founded in 1978.\n- Emeka works for Ironwood Manufacturing.\n- Anders reports to Emeka.\n- Wren reports to Sofia.\n- Helios Logistics was founded in 2015.\n- Sofia reports to Anders.\n- Anders works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Basel.\n- Mara reports to Wren.\n- Jonas works for Helios Logistics.\n- Pinnacle Software was founded in 2006.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Tallinn.\n- Lucia reports to Jonas.\n- Jonas reports to Aisha.\n- Kenji reports to Mara.\n- Sofia works for Beacon Insurance.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Kenji.\n- Beacon Insurance is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Basel.\n- Callum works for Meridian Bank.\n- Hana works for Bluepine Aviation.\n- Yuki reports to Bruno.\n- Meridian Bank was founded in 2011.\n- Mateo reports to Callum.\n- Felix reports to Dmitri.\n- Viktor reports to Omar.\n- Yuki works for Cobalt Health.\n- Dmitri reports to Mateo.\n- Felix works for Pinnacle Software.\n- Cobalt Health is headquartered in Cork.\n- Nadia works for Cobalt Health.\n- Pinnacle Software was founded in 2000.\n- Omar reports to Jonas.\n- Nadia reports to Viktor.\n- Mateo works for Meridian Bank.\n- Callum reports to Nadia.\n- Jonas works for Meridian Bank.\n- Dmitri works for Cobalt Health.\n- Hana reports to Tobias.\n- Cobalt Health was founded in 1991.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation was founded in 2001.\n- Pinnacle Software is headquartered in Basel.\n- Tobias works for Pinnacle Software.\n- Bruno works for Bluepine Aviation.\n- Tobias reports to Yuki.\n- Meridian Bank is headquartered in Cork.\n- Viktor works for Meridian Bank.\n- Bruno reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19744", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19746", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1986.\n- Dmitri works for Helios Logistics.\n- Beacon Insurance was founded in 2009.\n- Fernhill Foods is headquartered in Cork.\n- Callum reports to Ingrid.\n- Priya works for Bluepine Aviation.\n- Felix works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Tessa works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Felix reports to Hana.\n- Hana reports to Wren.\n- Callum works for Helios Logistics.\n- Wren reports to Dmitri.\n- Helios Logistics is headquartered in Brno.\n- Bluepine Aviation was founded in 2008.\n- Dmitri reports to Priya.\n- Wren works for Fernhill Foods.\n- Ingrid works for Bluepine Aviation.\n- Zoya works for Helios Logistics.\n- Tessa reports to Felix.\n- Zoya reports to Nadia.\n- Beacon Insurance is headquartered in Valencia.\n- Priya reports to Zoya.\n- Bluepine Aviation is headquartered in Valencia.\n- Helios Logistics was founded in 1992.\n- Ingrid reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19748", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5006: employee Aisha A., hired 29 January 2020, separated 06 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5006?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19749", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7186: employee Tessa R., hired 17 November 2020, separated 05 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7186?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19750", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Northwind Systems.\n- Sanne reports to Tobias.\n- Northwind Systems was founded in 2013.\n- Felix works for Northwind Systems.\n- Amara reports to Priya.\n- Priya reports to Felix.\n- Lattice Analytics was founded in 2001.\n- Sanne works for Northwind Systems.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Summit Energy was founded in 1986.\n- Mara reports to Pablo.\n- Northwind Systems is headquartered in Brno.\n- Pablo works for Northwind Systems.\n- Felix reports to Ravi.\n- Summit Energy is headquartered in Dunedin.\n- Ravi reports to Mara.\n- Pablo reports to Sanne.\n- Tobias works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Atlas Freight was founded in 1978.\n- Atlas Freight is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19752", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19753", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Ghent.\n- Viktor works for Bluepine Aviation.\n- Helios Logistics was founded in 1996.\n- Hana works for Lattice Analytics.\n- Nadia reports to Tessa.\n- Hana reports to Lucia.\n- Mei reports to Pablo.\n- Jonas works for Bluepine Aviation.\n- Mei works for Beacon Insurance.\n- Lattice Analytics was founded in 2004.\n- Bluepine Aviation was founded in 1995.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Tessa reports to Stefan.\n- Lucia works for Helios Logistics.\n- Viktor reports to Hana.\n- Beacon Insurance is headquartered in Ghent.\n- Jonas reports to Nadia.\n- Lucia reports to Leila.\n- Leila works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation is headquartered in Cork.\n- Helios Logistics is headquartered in Tallinn.\n- Leila reports to Mei.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Viktor.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1997.\n- Tessa reports to Viktor.\n- Anders reports to Bruno.\n- Summit Energy was founded in 2013.\n- Priya works for Pinnacle Software.\n- Viktor reports to Sanne.\n- Pinnacle Software was founded in 2010.\n- Priya reports to Tessa.\n- Chiara reports to Felix.\n- Bruno reports to Emeka.\n- Beacon Insurance is headquartered in Porto.\n- Sanne works for Beacon Insurance.\n- Dmitri reports to Ravi.\n- Bruno works for Beacon Insurance.\n- Ravi works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Ravi reports to Elena.\n- Anders works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Summit Energy is headquartered in Lyon.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Viktor works for Cobalt Health.\n- Sanne reports to Dmitri.\n- Beacon Insurance was founded in 1990.\n- Felix reports to Anders.\n- Dmitri works for Summit Energy.\n- Emeka works for Summit Energy.\n- Pinnacle Software is headquartered in Malmo.\n- Elena reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19756", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 July 2023): For employees hired on or after 20 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6846: employee Hana K., hired 24 March 2021, separated 13 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-6846 under the controlling rules.", "criteria": {"0": "$15,900", "1": "$15,312", "2": "$15,400", "3": "$66,733"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19757", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19758", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2008.\n- Cobalt Health was founded in 1997.\n- Elena works for Cobalt Health.\n- Callum works for Summit Energy.\n- Ravi reports to Hana.\n- Tessa reports to Ravi.\n- Elena reports to Aisha.\n- Fernhill Foods was founded in 2007.\n- Kenji works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Lyon.\n- Aisha works for Fernhill Foods.\n- Hana reports to Callum.\n- Hana works for Summit Energy.\n- Mara reports to Kenji.\n- Pablo reports to Mara.\n- Callum reports to Leila.\n- Summit Energy is headquartered in Austin.\n- Pablo works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Leila works for Cobalt Health.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Leila reports to Elena.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Aisha reports to Pablo.\n- Cobalt Health is headquartered in Austin.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19760", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2582: employee Lucia T., hired 08 September 2024, separated 19 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2582?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19761", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Lattice Analytics was founded in 2014.\n- Vantage Air was founded in 1994.\n- Vantage Air is headquartered in Nagoya.\n- Cobalt Health is headquartered in Tampere.\n- Wren reports to Elena.\n- Helios Logistics was founded in 2015.\n- Priya reports to Zoya.\n- Tobias reports to Priya.\n- Tobias works for Lattice Analytics.\n- Callum works for Cobalt Health.\n- Omar works for Helios Logistics.\n- Zoya reports to Omar.\n- Elena reports to Callum.\n- Lattice Analytics is headquartered in Nagoya.\n- Zoya works for Lattice Analytics.\n- Aisha works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Callum reports to Aisha.\n- Wren works for Lattice Analytics.\n- Cobalt Health was founded in 2006.\n- Aisha reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19763", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Nagoya.\n- Nadia works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Austin.\n- Ingrid works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2015.\n- Mara reports to Leila.\n- Sanne reports to Elena.\n- Ingrid reports to Emeka.\n- Crescent Telecom was founded in 2014.\n- Nadia reports to Ingrid.\n- Mara works for Vantage Air.\n- Leila reports to Nadia.\n- Elena reports to Mara.\n- Sanne works for Vantage Air.\n- Vantage Air was founded in 1982.\n- Ironwood Manufacturing was founded in 1988.\n- Stefan reports to Sanne.\n- Crescent Telecom is headquartered in Austin.\n- Leila works for Vantage Air.\n- Elena works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Wren works for Helios Logistics.\n- Priya works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Kenji works for Atlas Freight.\n- Dmitri reports to Wren.\n- Sofia works for Meridian Bank.\n- Chiara reports to Kenji.\n- Atlas Freight was founded in 1982.\n- Kenji reports to Yuki.\n- Sofia reports to Priya.\n- Pablo works for Summit Energy.\n- Meridian Bank was founded in 2013.\n- Wren reports to Anders.\n- Tessa reports to Sofia.\n- Anders works for Summit Energy.\n- Chiara works for Helios Logistics.\n- Atlas Freight is headquartered in Lyon.\n- Anders reports to Tessa.\n- Tessa works for Summit Energy.\n- Priya reports to Chiara.\n- Summit Energy was founded in 1998.\n- Helios Logistics was founded in 2007.\n- Summit Energy is headquartered in Austin.\n- Helios Logistics is headquartered in Lyon.\n- Dmitri works for Meridian Bank.\n- Pablo reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19766", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5407: employee Tobias B., hired 05 July 2022, separated 08 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5407?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19767", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Oslo.\n- Chiara works for Beacon Insurance.\n- Tobias reports to Chiara.\n- Northwind Systems was founded in 1997.\n- Felix reports to Tobias.\n- Priya reports to Callum.\n- Omar reports to Bruno.\n- Cobalt Health was founded in 1998.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Tobias works for Ironwood Manufacturing.\n- Pablo reports to Felix.\n- Felix works for Ironwood Manufacturing.\n- Chiara reports to Omar.\n- Northwind Systems is headquartered in Oslo.\n- Beacon Insurance was founded in 1989.\n- Callum works for Beacon Insurance.\n- Omar works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Beacon Insurance is headquartered in Cork.\n- Priya works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Callum reports to Stefan.\n- Mateo works for Beacon Insurance.\n- Stefan reports to Mateo.\n- Ironwood Manufacturing was founded in 1981.\n- Bruno reports to Priya.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Emeka works for Cedar Retail Group.\n- Beacon Insurance was founded in 1996.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia reports to Ravi.\n- Kenji works for Cedar Retail Group.\n- Ravi reports to Deshawn.\n- Tessa reports to Mei.\n- Elena works for Helios Logistics.\n- Mara reports to Amara.\n- Mei reports to Elena.\n- Elena reports to Emeka.\n- Stefan reports to Mara.\n- Emeka reports to Kenji.\n- Amara works for Beacon Insurance.\n- Crescent Telecom was founded in 1997.\n- Wren works for Helios Logistics.\n- Amara reports to Wren.\n- Deshawn works for Cedar Retail Group.\n- Kenji reports to Stefan.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Adelaide.\n- Helios Logistics was founded in 2003.\n- Deshawn reports to Tessa.\n- Ravi works for Beacon Insurance.\n- Lucia works for Crescent Telecom.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Jonas reports to Ingrid.\n- Mateo works for Helios Logistics.\n- Cedar Retail Group is headquartered in Brno.\n- Cedar Retail Group was founded in 1990.\n- Bruno reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1985.\n- Ingrid works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Jonas.\n- Ironwood Manufacturing was founded in 1977.\n- Callum works for Helios Logistics.\n- Mateo reports to Bruno.\n- Ingrid reports to Viktor.\n- Helios Logistics was founded in 1992.\n- Wren works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Viktor reports to Wren.\n- Helios Logistics is headquartered in Brno.\n- Callum reports to Mateo.\n- Beacon Insurance is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19771", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1047: employee Chiara T., hired 04 December 2020, separated 05 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1047?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19772", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1507: employee Tobias B., hired 17 December 2023, separated 02 January 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2025-1507 under the controlling rules.", "criteria": {"0": "$2,596", "1": "$10,885", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19773", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3590: employee Anders M., hired 14 September 2021, separated 27 May 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2025-3590 under the controlling rules.", "criteria": {"0": "$5,550", "1": "$5,600", "2": "$6,600", "3": "$24,267"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19774", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 September 2025): For employees hired on or after 25 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5129: employee Kenji M., hired 15 July 2024, separated 21 April 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-5129 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$7,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19775", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 August 2025): For employees hired on or after 02 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3655: employee Mei S., hired 12 September 2022, separated 21 November 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3655?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19776", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9073: employee Bruno T., hired 17 October 2022, separated 03 March 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9073?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19777", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19778", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19779", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3880: employee Mara K., hired 09 December 2020, separated 27 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3880?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19780", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3029: employee Felix R., hired 09 March 2021, separated 19 April 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3029?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19781", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19782", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 May 2023): For employees hired on or after 30 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6423: employee Felix A., hired 14 August 2022, separated 25 August 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-6423 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$7,000", "2": "$5,250", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6423 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19783", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8876: employee Sanne R., hired 06 January 2025, separated 20 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8876?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Fernhill Foods was founded in 2009.\n- Callum works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Callum reports to Aisha.\n- Mei works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1982.\n- Pablo reports to Nadia.\n- Ironwood Manufacturing is headquartered in Basel.\n- Aisha reports to Yuki.\n- Crescent Telecom is headquartered in Malmo.\n- Hana reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Hana works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Nadia reports to Callum.\n- Nadia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Valencia.\n- Yuki reports to Mei.\n- Mei reports to Ravi.\n- Fernhill Foods is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19785", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19786", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9506: employee Aisha K., hired 25 January 2025, separated 30 October 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-9506 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$13,000", "2": "$1,200", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1998.\n- Sanne reports to Pablo.\n- Mara reports to Sofia.\n- Nadia works for Crescent Telecom.\n- Sanne works for Summit Energy.\n- Amara works for Cobalt Health.\n- Amara reports to Viktor.\n- Mara works for Cobalt Health.\n- Pablo reports to Yuki.\n- Cobalt Health was founded in 2015.\n- Sofia reports to Amara.\n- Nadia reports to Sanne.\n- Viktor reports to Nadia.\n- Pablo works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Malmo.\n- Yuki works for Cobalt Health.\n- Summit Energy was founded in 2013.\n- Sofia works for Summit Energy.\n- Cedar Retail Group was founded in 1980.\n- Cobalt Health is headquartered in Lyon.\n- Leila reports to Mara.\n- Wren reports to Leila.\n- Leila works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19788", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19789", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19790", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination", "4": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Mara reports to Felix.\n- Helios Logistics was founded in 1982.\n- Felix works for Beacon Insurance.\n- Callum works for Pinnacle Software.\n- Mara works for Vantage Air.\n- Beacon Insurance was founded in 1988.\n- Vantage Air is headquartered in Adelaide.\n- Elena reports to Emeka.\n- Anders works for Helios Logistics.\n- Elena works for Vantage Air.\n- Omar works for Pinnacle Software.\n- Omar reports to Callum.\n- Emeka reports to Chiara.\n- Callum reports to Aisha.\n- Zoya works for Helios Logistics.\n- Zoya reports to Omar.\n- Vantage Air was founded in 1992.\n- Sofia reports to Zoya.\n- Aisha reports to Mara.\n- Stefan works for Vantage Air.\n- Sofia works for Pinnacle Software.\n- Helios Logistics is headquartered in Adelaide.\n- Emeka works for Beacon Insurance.\n- Felix reports to Elena.\n- Stefan reports to Anders.\n- Aisha works for Helios Logistics.\n- Anders reports to Sofia.\n- Pinnacle Software was founded in 2008.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2006", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19792", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2790: employee Pablo B., hired 21 November 2020, separated 14 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2790?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Northwind Systems.\n- Pinnacle Software was founded in 1984.\n- Ingrid reports to Zoya.\n- Zoya works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Kenji reports to Lucia.\n- Bluepine Aviation was founded in 2002.\n- Cobalt Health is headquartered in Leeds.\n- Pinnacle Software is headquartered in Turku.\n- Cobalt Health was founded in 2014.\n- Yuki reports to Emeka.\n- Bluepine Aviation is headquartered in Austin.\n- Jonas reports to Tessa.\n- Zoya reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Yuki works for Northwind Systems.\n- Tessa reports to Ingrid.\n- Jonas works for Cobalt Health.\n- Emeka reports to Jonas.\n- Northwind Systems is headquartered in Turku.\n- Ingrid works for Bluepine Aviation.\n- Emeka works for Pinnacle Software.\n- Northwind Systems was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19794", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19795", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 13588\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19796", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Kenji works for Ironwood Manufacturing.\n- Deshawn works for Bluepine Aviation.\n- Lucia reports to Hana.\n- Priya reports to Lucia.\n- Cedar Retail Group was founded in 1982.\n- Bluepine Aviation was founded in 2010.\n- Bluepine Aviation is headquartered in Malmo.\n- Vantage Air is headquartered in Lyon.\n- Amara reports to Anders.\n- Mateo works for Cedar Retail Group.\n- Amara works for Ironwood Manufacturing.\n- Kenji reports to Amara.\n- Ironwood Manufacturing was founded in 1976.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Mateo.\n- Hana works for Cedar Retail Group.\n- Anders works for Ironwood Manufacturing.\n- Vantage Air was founded in 1998.\n- Deshawn reports to Priya.\n- Lucia works for Vantage Air.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Beacon Insurance.\n- Bruno reports to Lucia.\n- Leila reports to Priya.\n- Lucia works for Atlas Freight.\n- Beacon Insurance is headquartered in Valencia.\n- Leila works for Beacon Insurance.\n- Mateo reports to Anders.\n- Crescent Telecom is headquartered in Lyon.\n- Lucia reports to Deshawn.\n- Priya works for Crescent Telecom.\n- Helios Logistics is headquartered in Valencia.\n- Beacon Insurance was founded in 2004.\n- Crescent Telecom was founded in 2009.\n- Stefan works for Beacon Insurance.\n- Mateo works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Anders reports to Leila.\n- Anders works for Crescent Telecom.\n- Atlas Freight was founded in 1989.\n- Helios Logistics was founded in 1993.\n- Stefan reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Priya reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19799", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2915: employee Emeka A., hired 28 September 2021, separated 23 May 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-2915 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,500", "2": "$21,667", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19800", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3813: employee Chiara K., hired 05 October 2022, separated 29 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3813?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19801", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2315: employee Tessa T., hired 03 July 2022, separated 01 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2315?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19802", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19803", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5217: employee Leila R., hired 22 June 2022, separated 30 January 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5217?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19804", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Send Message — asks to text someone", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19805", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-8 (VERSION 3, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 June 2025): For employees hired on or after 16 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7634: employee Chiara A., hired 19 November 2022, separated 17 August 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7634?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Leila works for Summit Energy.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila reports to Amara.\n- Wren reports to Leila.\n- Pablo reports to Sofia.\n- Chiara works for Meridian Bank.\n- Mara reports to Pablo.\n- Fernhill Foods was founded in 1983.\n- Stefan reports to Emeka.\n- Amara works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Stefan works for Fernhill Foods.\n- Amara reports to Stefan.\n- Mara works for Pinnacle Software.\n- Sofia works for Meridian Bank.\n- Summit Energy is headquartered in Halifax.\n- Wren works for Meridian Bank.\n- Emeka works for Summit Energy.\n- Chiara reports to Mara.\n- Summit Energy was founded in 1984.\n- Meridian Bank is headquartered in Bergen.\n- Lucia works for Fernhill Foods.\n- Pinnacle Software was founded in 1999.\n- Mateo works for Meridian Bank.\n- Sofia reports to Wren.\n- Meridian Bank was founded in 2000.\n- Tobias reports to Chiara.\n- Pablo works for Summit Energy.\n- Emeka reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Oslo.\n- Chiara works for Vantage Air.\n- Summit Energy is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Vantage Air was founded in 1982.\n- Ingrid works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Ravi reports to Leila.\n- Stefan works for Vantage Air.\n- Sanne works for Bluepine Aviation.\n- Mei reports to Ingrid.\n- Leila reports to Chiara.\n- Stefan reports to Yuki.\n- Yuki reports to Mei.\n- Leila works for Vantage Air.\n- Sanne reports to Nadia.\n- Ravi works for Summit Energy.\n- Wren works for Bluepine Aviation.\n- Wren reports to Stefan.\n- Nadia reports to Wren.\n- Vantage Air is headquartered in Malmo.\n- Chiara reports to Sanne.\n- Bluepine Aviation was founded in 1978.\n- Nadia works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1995.\n- Summit Energy was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19808", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3071: employee Sanne M., hired 20 May 2022, separated 07 February 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-3071 under the controlling rules.", "criteria": {"0": "$13,800", "1": "$59,800", "2": "$13,875", "3": "$13,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19809", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19810", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9178: employee Tobias M., hired 19 March 2023, separated 29 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9178?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19811", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19812", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 20825 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19813", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19814", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Crescent Telecom was founded in 1991.\n- Sofia works for Crescent Telecom.\n- Aisha reports to Viktor.\n- Beacon Insurance is headquartered in Basel.\n- Northwind Systems is headquartered in Halifax.\n- Leila reports to Omar.\n- Leila works for Beacon Insurance.\n- Bruno reports to Leila.\n- Deshawn works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Viktor reports to Sofia.\n- Sofia reports to Zoya.\n- Northwind Systems was founded in 1999.\n- Zoya reports to Bruno.\n- Aisha works for Northwind Systems.\n- Anders reports to Nadia.\n- Ironwood Manufacturing was founded in 2001.\n- Omar works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Zoya works for Northwind Systems.\n- Crescent Telecom is headquartered in Halifax.\n- Nadia works for Northwind Systems.\n- Omar reports to Anders.\n- Beacon Insurance was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19816", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6792: employee Viktor S., hired 21 December 2023, separated 21 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6792?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Mateo reports to Mei.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Omar works for Helios Logistics.\n- Mara reports to Omar.\n- Mei works for Helios Logistics.\n- Felix reports to Aisha.\n- Northwind Systems is headquartered in Tampere.\n- Yuki reports to Bruno.\n- Yuki works for Cedar Retail Group.\n- Pablo reports to Mateo.\n- Lattice Analytics was founded in 1983.\n- Mei reports to Felix.\n- Priya works for Cedar Retail Group.\n- Omar reports to Yuki.\n- Aisha works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Lattice Analytics is headquartered in Halifax.\n- Callum reports to Pablo.\n- Priya reports to Callum.\n- Northwind Systems was founded in 1996.\n- Pablo works for Cedar Retail Group.\n- Bruno reports to Deshawn.\n- Cedar Retail Group is headquartered in Basel.\n- Cedar Retail Group was founded in 2014.\n- Mateo works for Northwind Systems.\n- Deshawn reports to Priya.\n- Deshawn works for Northwind Systems.\n- Helios Logistics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19818", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2966: employee Deshawn K., hired 07 February 2024, separated 22 February 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2966?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19819", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19820", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19821", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1659: employee Pablo S., hired 12 May 2021, separated 24 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1659?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19822", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7467: employee Emeka T., hired 13 March 2020, separated 02 February 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-7467 under the controlling rules.", "criteria": {"0": "$14,625", "1": "$13,700", "2": "$63,700", "3": "$14,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Leila works for Vantage Air.\n- Nadia reports to Viktor.\n- Amara reports to Nadia.\n- Summit Energy was founded in 1991.\n- Helios Logistics was founded in 2012.\n- Amara works for Summit Energy.\n- Viktor reports to Elena.\n- Lucia reports to Deshawn.\n- Nadia works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Deshawn works for Summit Energy.\n- Vantage Air was founded in 1985.\n- Tobias works for Summit Energy.\n- Ironwood Manufacturing was founded in 2008.\n- Summit Energy is headquartered in Porto.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Leila reports to Amara.\n- Helios Logistics is headquartered in Brno.\n- Tobias reports to Lucia.\n- Elena works for Summit Energy.\n- Elena reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19824", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9541: employee Lucia K., hired 05 June 2023, separated 11 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-9541 under the controlling rules.", "criteria": {"0": "$3,200", "1": "$17,333", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1996.\n- Pablo works for Atlas Freight.\n- Amara reports to Pablo.\n- Atlas Freight is headquartered in Cork.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 1977.\n- Mei works for Cedar Retail Group.\n- Mateo works for Cobalt Health.\n- Mei reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Ingrid works for Northwind Systems.\n- Pablo reports to Mateo.\n- Callum works for Cobalt Health.\n- Callum reports to Mei.\n- Ingrid reports to Nadia.\n- Cedar Retail Group was founded in 2006.\n- Stefan reports to Callum.\n- Cobalt Health is headquartered in Tampere.\n- Northwind Systems was founded in 1984.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan works for Northwind Systems.\n- Nadia reports to Amara.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Sofia works for Vantage Air.\n- Sofia reports to Mei.\n- Amara reports to Dmitri.\n- Atlas Freight was founded in 1998.\n- Zoya reports to Aisha.\n- Beacon Insurance was founded in 1997.\n- Hana reports to Emeka.\n- Ironwood Manufacturing was founded in 1982.\n- Priya works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Nagoya.\n- Atlas Freight is headquartered in Tallinn.\n- Mei works for Atlas Freight.\n- Aisha reports to Hana.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mei reports to Omar.\n- Beacon Insurance is headquartered in Tampere.\n- Zoya works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Amara works for Atlas Freight.\n- Omar reports to Amara.\n- Emeka works for Beacon Insurance.\n- Vantage Air was founded in 2002.\n- Priya reports to Sofia.\n- Omar works for Atlas Freight.\n- Emeka reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19827", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6251: employee Lucia A., hired 29 October 2021, separated 11 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6251?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Nadia reports to Felix.\n- Meridian Bank was founded in 2000.\n- Sanne reports to Dmitri.\n- Felix works for Atlas Freight.\n- Meridian Bank is headquartered in Nagoya.\n- Jonas reports to Omar.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Felix reports to Deshawn.\n- Omar works for Meridian Bank.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Sanne works for Atlas Freight.\n- Deshawn reports to Sanne.\n- Crescent Telecom was founded in 1978.\n- Vantage Air was founded in 1990.\n- Omar reports to Anders.\n- Nadia works for Atlas Freight.\n- Anders reports to Nadia.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2013.\n- Emeka works for Northwind Systems.\n- Cobalt Health is headquartered in Cork.\n- Callum reports to Leila.\n- Crescent Telecom was founded in 2013.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Nadia works for Cobalt Health.\n- Leila reports to Ravi.\n- Fernhill Foods was founded in 2009.\n- Aisha reports to Bruno.\n- Fernhill Foods is headquartered in Tampere.\n- Aisha works for Crescent Telecom.\n- Hana works for Cobalt Health.\n- Ravi reports to Anders.\n- Bruno works for Cobalt Health.\n- Nadia reports to Aisha.\n- Ingrid works for Crescent Telecom.\n- Leila works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Cobalt Health was founded in 1981.\n- Callum works for Cobalt Health.\n- Emeka reports to Nadia.\n- Bruno reports to Hana.\n- Ingrid reports to Callum.\n- Ravi works for Fernhill Foods.\n- Hana reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19830", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19831", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 91262\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Basel.\n- Leila reports to Chiara.\n- Lattice Analytics was founded in 2003.\n- Yuki works for Vantage Air.\n- Jonas reports to Felix.\n- Vantage Air was founded in 1977.\n- Vantage Air is headquartered in Porto.\n- Lattice Analytics is headquartered in Adelaide.\n- Omar works for Summit Energy.\n- Yuki reports to Jonas.\n- Mara reports to Yuki.\n- Zoya works for Summit Energy.\n- Chiara reports to Zoya.\n- Beacon Insurance is headquartered in Adelaide.\n- Jonas works for Vantage Air.\n- Zoya reports to Mara.\n- Leila works for Summit Energy.\n- Mara works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Omar reports to Leila.\n- Chiara works for Beacon Insurance.\n- Summit Energy was founded in 2007.\n- Beacon Insurance was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19833", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19834", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Beacon Insurance.\n- Amara reports to Tessa.\n- Amara works for Beacon Insurance.\n- Zoya works for Vantage Air.\n- Jonas reports to Zoya.\n- Kenji reports to Mateo.\n- Cedar Retail Group is headquartered in Basel.\n- Viktor works for Beacon Insurance.\n- Leila reports to Amara.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1990.\n- Hana reports to Jonas.\n- Atlas Freight is headquartered in Basel.\n- Leila works for Beacon Insurance.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Cedar Retail Group was founded in 2007.\n- Atlas Freight was founded in 2014.\n- Kenji works for Vantage Air.\n- Mateo reports to Hana.\n- Tessa works for Vantage Air.\n- Stefan reports to Leila.\n- Zoya reports to Stefan.\n- Tessa reports to Viktor.\n- Jonas works for Cedar Retail Group.\n- Vantage Air was founded in 1989.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1993", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Aisha works for Meridian Bank.\n- Aisha reports to Wren.\n- Deshawn reports to Ingrid.\n- Meridian Bank was founded in 1992.\n- Tobias reports to Felix.\n- Wren reports to Deshawn.\n- Priya works for Summit Energy.\n- Bluepine Aviation was founded in 2014.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Wren works for Bluepine Aviation.\n- Leila works for Ironwood Manufacturing.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Meridian Bank is headquartered in Austin.\n- Priya reports to Leila.\n- Felix works for Meridian Bank.\n- Summit Energy is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Bergen.\n- Leila reports to Aisha.\n- Ingrid reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Crescent Telecom.\n- Vantage Air is headquartered in Cork.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Crescent Telecom was founded in 1977.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Chiara works for Helios Logistics.\n- Vantage Air was founded in 2003.\n- Atlas Freight is headquartered in Malmo.\n- Helios Logistics was founded in 1989.\n- Leila works for Vantage Air.\n- Anders works for Vantage Air.\n- Mateo reports to Priya.\n- Tessa works for Crescent Telecom.\n- Mei works for Helios Logistics.\n- Anders reports to Felix.\n- Nadia works for Helios Logistics.\n- Mara works for Vantage Air.\n- Chiara reports to Mara.\n- Elena reports to Anders.\n- Leila reports to Viktor.\n- Priya reports to Chiara.\n- Priya works for Crescent Telecom.\n- Mara reports to Nadia.\n- Elena works for Crescent Telecom.\n- Helios Logistics is headquartered in Cork.\n- Viktor reports to Elena.\n- Felix reports to Tessa.\n- Nadia reports to Mei.\n- Mei reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19838", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19839", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2339: employee Mei R., hired 07 November 2021, separated 25 February 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-2339?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19840", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19841", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "play_music", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19842", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19843", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8928: employee Emeka B., hired 09 June 2023, separated 16 July 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8928?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8928 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Crescent Telecom is headquartered in Leeds.\n- Atlas Freight is headquartered in Ghent.\n- Sofia reports to Leila.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Ghent.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Hana works for Pinnacle Software.\n- Deshawn reports to Aisha.\n- Deshawn works for Cedar Retail Group.\n- Aisha works for Pinnacle Software.\n- Elena reports to Callum.\n- Tobias works for Crescent Telecom.\n- Tobias reports to Sofia.\n- Hana reports to Jonas.\n- Aisha reports to Elena.\n- Elena works for Crescent Telecom.\n- Cedar Retail Group was founded in 1983.\n- Chiara reports to Deshawn.\n- Callum reports to Tobias.\n- Jonas reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Atlas Freight was founded in 1998.\n- Leila works for Pinnacle Software.\n- Crescent Telecom was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1973", "2": "1975", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19845", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19846", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19847", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 3096\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Chiara.\n- Nadia reports to Mateo.\n- Mateo works for Summit Energy.\n- Nadia works for Summit Energy.\n- Lucia works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2014.\n- Mara works for Summit Energy.\n- Meridian Bank was founded in 2012.\n- Felix works for Summit Energy.\n- Chiara works for Crescent Telecom.\n- Mateo reports to Lucia.\n- Summit Energy is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mara reports to Dmitri.\n- Zoya works for Summit Energy.\n- Chiara reports to Felix.\n- Summit Energy was founded in 1989.\n- Lucia reports to Zoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Zoya reports to Mara.\n- Crescent Telecom was founded in 1978.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19849", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4031: employee Mei A., hired 22 July 2022, separated 01 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4031?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mateo.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Vantage Air is headquartered in Tampere.\n- Jonas works for Helios Logistics.\n- Amara reports to Jonas.\n- Yuki works for Vantage Air.\n- Wren works for Atlas Freight.\n- Vantage Air was founded in 2002.\n- Jonas reports to Hana.\n- Lucia works for Meridian Bank.\n- Hana reports to Yuki.\n- Atlas Freight is headquartered in Brno.\n- Helios Logistics is headquartered in Brno.\n- Lucia reports to Wren.\n- Priya reports to Lucia.\n- Yuki reports to Deshawn.\n- Meridian Bank was founded in 2014.\n- Viktor works for Helios Logistics.\n- Deshawn reports to Priya.\n- Viktor reports to Amara.\n- Amara works for Atlas Freight.\n- Helios Logistics was founded in 1979.\n- Priya works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Mateo works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19851", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5015: employee Leila A., hired 20 August 2023, separated 24 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5015?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1988.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics is headquartered in Cork.\n- Anders reports to Felix.\n- Felix reports to Elena.\n- Leila reports to Stefan.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Stefan reports to Ravi.\n- Priya reports to Dmitri.\n- Northwind Systems is headquartered in Bergen.\n- Anders works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Northwind Systems was founded in 1997.\n- Dmitri reports to Anders.\n- Felix works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Stefan works for Northwind Systems.\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Bergen.\n- Ravi reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Cedar Retail Group was founded in 1976.\n- Northwind Systems was founded in 1981.\n- Pablo works for Cedar Retail Group.\n- Leila reports to Amara.\n- Felix works for Summit Energy.\n- Pinnacle Software is headquartered in Nagoya.\n- Pablo reports to Felix.\n- Sofia works for Cedar Retail Group.\n- Amara reports to Omar.\n- Summit Energy was founded in 2013.\n- Omar works for Northwind Systems.\n- Cedar Retail Group is headquartered in Nagoya.\n- Amara works for Summit Energy.\n- Chiara reports to Mateo.\n- Callum reports to Anders.\n- Pinnacle Software was founded in 1981.\n- Anders reports to Pablo.\n- Felix reports to Leila.\n- Northwind Systems is headquartered in Ghent.\n- Stefan works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Sanne reports to Chiara.\n- Summit Energy is headquartered in Nagoya.\n- Anders works for Summit Energy.\n- Sofia reports to Sanne.\n- Stefan reports to Sofia.\n- Mateo reports to Callum.\n- Leila works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2006.\n- Hana works for Beacon Insurance.\n- Dmitri reports to Bruno.\n- Jonas works for Cobalt Health.\n- Vantage Air was founded in 2005.\n- Aisha works for Cobalt Health.\n- Mei reports to Jonas.\n- Hana reports to Sofia.\n- Beacon Insurance is headquartered in Dunedin.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Aisha reports to Hana.\n- Ingrid reports to Dmitri.\n- Bruno reports to Aisha.\n- Mei works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Jonas reports to Ingrid.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health was founded in 1984.\n- Dmitri works for Cobalt Health.\n- Sofia works for Vantage Air.\n- Bruno works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Felix.\n- Elena works for Meridian Bank.\n- Atlas Freight is headquartered in Cork.\n- Meridian Bank was founded in 1991.\n- Yuki works for Northwind Systems.\n- Pablo works for Atlas Freight.\n- Elena reports to Yuki.\n- Crescent Telecom was founded in 1983.\n- Northwind Systems was founded in 1979.\n- Ingrid works for Northwind Systems.\n- Atlas Freight was founded in 1975.\n- Viktor reports to Elena.\n- Yuki reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Sofia reports to Viktor.\n- Ingrid reports to Pablo.\n- Felix reports to Sofia.\n- Mei works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Crescent Telecom is headquartered in Basel.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Porto.\n- Leila works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Zoya reports to Hana.\n- Pablo reports to Lucia.\n- Mara reports to Tessa.\n- Cobalt Health was founded in 1980.\n- Lucia works for Cobalt Health.\n- Tessa reports to Leila.\n- Deshawn reports to Pablo.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa works for Northwind Systems.\n- Hana works for Helios Logistics.\n- Northwind Systems is headquartered in Porto.\n- Mara works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Leila reports to Zoya.\n- Helios Logistics was founded in 1997.\n- Zoya works for Cobalt Health.\n- Lucia reports to Mara.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19857", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7870: employee Pablo A., hired 20 May 2022, separated 16 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7870?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Elena.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Kenji reports to Deshawn.\n- Nadia works for Northwind Systems.\n- Deshawn works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Oslo.\n- Elena works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1990.\n- Elena reports to Aisha.\n- Deshawn reports to Nadia.\n- Aisha works for Northwind Systems.\n- Aisha reports to Kenji.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1994.\n- Crescent Telecom was founded in 2002.\n- Zoya works for Ironwood Manufacturing.\n- Nadia reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Cork.\n- Dmitri reports to Zoya.\n- Bluepine Aviation is headquartered in Cork.\n- Kenji works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Nadia works for Beacon Insurance.\n- Ravi works for Cedar Retail Group.\n- Sofia reports to Aisha.\n- Felix works for Beacon Insurance.\n- Atlas Freight was founded in 1979.\n- Bruno reports to Ravi.\n- Beacon Insurance was founded in 1983.\n- Priya reports to Mei.\n- Callum works for Beacon Insurance.\n- Mei works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Aisha reports to Callum.\n- Priya works for Atlas Freight.\n- Beacon Insurance is headquartered in Lyon.\n- Mei reports to Pablo.\n- Callum reports to Nadia.\n- Aisha works for Vantage Air.\n- Nadia reports to Priya.\n- Vantage Air was founded in 1998.\n- Tessa reports to Bruno.\n- Mateo works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Vantage Air is headquartered in Lyon.\n- Pablo reports to Mateo.\n- Pablo works for Vantage Air.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Mateo reports to Tessa.\n- Felix reports to Sofia.\n- Cedar Retail Group was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19860", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4176: employee Hana M., hired 14 November 2021, separated 30 August 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-4176 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$9,865", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19861", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sofia.\n- Viktor works for Ironwood Manufacturing.\n- Nadia works for Lattice Analytics.\n- Beacon Insurance was founded in 1986.\n- Stefan works for Lattice Analytics.\n- Beacon Insurance is headquartered in Cork.\n- Deshawn reports to Nadia.\n- Stefan reports to Bruno.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Bruno works for Lattice Analytics.\n- Sofia reports to Viktor.\n- Lucia reports to Tobias.\n- Nadia reports to Priya.\n- Jonas reports to Mei.\n- Ironwood Manufacturing was founded in 1975.\n- Priya reports to Jonas.\n- Mei reports to Stefan.\n- Crescent Telecom is headquartered in Tampere.\n- Viktor reports to Deshawn.\n- Lattice Analytics is headquartered in Tampere.\n- Tobias works for Lattice Analytics.\n- Sofia works for Beacon Insurance.\n- Crescent Telecom was founded in 1976.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Lucia.\n- Lattice Analytics was founded in 1995.\n- Mei works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Anders works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19863", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8238: employee Pablo A., hired 31 July 2021, separated 25 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8238?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19864", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19865", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 December 2022): For employees hired on or after 25 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3282: employee Elena R., hired 16 March 2021, separated 01 March 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3282?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19866", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1786: employee Omar A., hired 25 April 2023, separated 27 May 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2026-1786 under the controlling rules.", "criteria": {"0": "$3,850", "1": "$7,000", "2": "$30,333", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Nadia.\n- Hana works for Cobalt Health.\n- Priya reports to Hana.\n- Cobalt Health is headquartered in Leeds.\n- Elena works for Northwind Systems.\n- Crescent Telecom was founded in 1985.\n- Anders works for Fernhill Foods.\n- Deshawn works for Northwind Systems.\n- Cobalt Health was founded in 1989.\n- Fernhill Foods is headquartered in Valencia.\n- Anders reports to Wren.\n- Stefan works for Northwind Systems.\n- Hana reports to Viktor.\n- Viktor works for Northwind Systems.\n- Wren works for Crescent Telecom.\n- Stefan reports to Bruno.\n- Crescent Telecom is headquartered in Valencia.\n- Fernhill Foods was founded in 2005.\n- Viktor reports to Stefan.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Nadia works for Fernhill Foods.\n- Wren reports to Priya.\n- Deshawn reports to Elena.\n- Nadia reports to Deshawn.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Tobias reports to Viktor.\n- Aisha reports to Deshawn.\n- Tobias works for Meridian Bank.\n- Mei reports to Amara.\n- Zoya works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Meridian Bank was founded in 2014.\n- Crescent Telecom is headquartered in Tampere.\n- Viktor works for Helios Logistics.\n- Kenji works for Crescent Telecom.\n- Helios Logistics is headquartered in Tampere.\n- Crescent Telecom was founded in 2009.\n- Omar reports to Aisha.\n- Emeka works for Beacon Insurance.\n- Helios Logistics was founded in 1982.\n- Emeka reports to Mei.\n- Meridian Bank is headquartered in Tampere.\n- Beacon Insurance was founded in 2007.\n- Amara reports to Zoya.\n- Amara works for Crescent Telecom.\n- Viktor reports to Kenji.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Tobias.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Zoya reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19869", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 April 2023): For employees hired on or after 02 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7379: employee Nadia R., hired 27 May 2020, separated 05 September 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-7379 under the controlling rules.", "criteria": {"0": "$17,923", "1": "$82,000", "2": "$18,923", "3": "$19,038"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19870", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 August 2022): For employees hired on or after 29 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7459: employee Stefan R., hired 29 July 2019, separated 31 July 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7459?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Ingrid reports to Priya.\n- Cedar Retail Group is headquartered in Tallinn.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Ingrid works for Crescent Telecom.\n- Elena reports to Sofia.\n- Crescent Telecom is headquartered in Brno.\n- Zoya works for Cobalt Health.\n- Yuki reports to Amara.\n- Priya works for Crescent Telecom.\n- Priya reports to Felix.\n- Crescent Telecom was founded in 1977.\n- Zoya reports to Stefan.\n- Amara works for Lattice Analytics.\n- Mateo reports to Zoya.\n- Lattice Analytics is headquartered in Austin.\n- Anders reports to Omar.\n- Sofia works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Stefan works for Lattice Analytics.\n- Yuki works for Crescent Telecom.\n- Lattice Analytics was founded in 2010.\n- Stefan reports to Yuki.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1987.\n- Felix reports to Mateo.\n- Amara reports to Elena.\n- Mateo works for Lattice Analytics.\n- Sofia reports to Anders.\n- Cobalt Health was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1982", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19872", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mei.\n- Elena works for Vantage Air.\n- Mara works for Atlas Freight.\n- Vantage Air is headquartered in Tampere.\n- Vantage Air was founded in 1977.\n- Dmitri works for Ironwood Manufacturing.\n- Mei works for Atlas Freight.\n- Amara reports to Ingrid.\n- Atlas Freight was founded in 1977.\n- Lucia works for Vantage Air.\n- Mateo reports to Callum.\n- Atlas Freight is headquartered in Oslo.\n- Amara works for Vantage Air.\n- Mara reports to Lucia.\n- Elena reports to Mateo.\n- Ironwood Manufacturing was founded in 1980.\n- Tobias reports to Amara.\n- Mei reports to Tobias.\n- Fernhill Foods was founded in 1999.\n- Ingrid works for Vantage Air.\n- Mateo works for Ironwood Manufacturing.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Callum works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Fernhill Foods is headquartered in Tampere.\n- Callum reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19874", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19875", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9146: employee Dmitri S., hired 16 January 2021, separated 16 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9146?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Felix.\n- Felix reports to Elena.\n- Summit Energy is headquartered in Valencia.\n- Chiara reports to Jonas.\n- Mei reports to Chiara.\n- Emeka reports to Amara.\n- Anders works for Cobalt Health.\n- Anders reports to Mateo.\n- Cobalt Health was founded in 1982.\n- Felix works for Beacon Insurance.\n- Mateo reports to Emeka.\n- Summit Energy was founded in 1997.\n- Yuki works for Summit Energy.\n- Crescent Telecom was founded in 2011.\n- Yuki reports to Anders.\n- Ravi reports to Deshawn.\n- Chiara works for Beacon Insurance.\n- Mei works for Crescent Telecom.\n- Ravi works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Crescent Telecom is headquartered in Valencia.\n- Jonas works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Amara reports to Mei.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance was founded in 1994.\n- Deshawn reports to Yuki.\n- Amara works for Cobalt Health.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19878", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 May 2023): For employees hired on or after 23 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9554: employee Zoya B., hired 31 December 2022, separated 01 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9554?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Ingrid reports to Omar.\n- Lucia reports to Felix.\n- Beacon Insurance was founded in 1976.\n- Felix reports to Sofia.\n- Leila works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Lucia works for Meridian Bank.\n- Omar reports to Priya.\n- Meridian Bank was founded in 2002.\n- Cobalt Health was founded in 1986.\n- Northwind Systems is headquartered in Porto.\n- Omar works for Meridian Bank.\n- Northwind Systems was founded in 1975.\n- Priya works for Meridian Bank.\n- Priya reports to Leila.\n- Beacon Insurance is headquartered in Nagoya.\n- Felix works for Northwind Systems.\n- Cobalt Health is headquartered in Ghent.\n- Sanne reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Sofia reports to Sanne.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Bruno works for Summit Energy.\n- Fernhill Foods is headquartered in Malmo.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Summit Energy is headquartered in Tampere.\n- Mei reports to Lucia.\n- Wren reports to Priya.\n- Hana works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Summit Energy was founded in 2013.\n- Northwind Systems is headquartered in Malmo.\n- Kenji reports to Mei.\n- Lucia reports to Amara.\n- Aisha reports to Kenji.\n- Kenji works for Northwind Systems.\n- Bruno reports to Zoya.\n- Amara works for Summit Energy.\n- Lucia works for Summit Energy.\n- Amara reports to Hana.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Northwind Systems was founded in 1999.\n- Aisha works for Ironwood Manufacturing.\n- Zoya reports to Wren.\n- Priya reports to Aisha.\n- Fernhill Foods was founded in 1990.\n- Wren works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19881", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sanne.\n- Northwind Systems was founded in 2007.\n- Leila works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Yuki reports to Amara.\n- Pablo works for Cobalt Health.\n- Bluepine Aviation is headquartered in Lyon.\n- Cobalt Health was founded in 1998.\n- Cobalt Health is headquartered in Cork.\n- Amara reports to Pablo.\n- Bruno works for Bluepine Aviation.\n- Mara works for Northwind Systems.\n- Leila reports to Emeka.\n- Vantage Air is headquartered in Valencia.\n- Bluepine Aviation was founded in 1981.\n- Priya works for Vantage Air.\n- Mei works for Bluepine Aviation.\n- Yuki works for Cobalt Health.\n- Tobias works for Northwind Systems.\n- Pablo reports to Leila.\n- Sanne works for Bluepine Aviation.\n- Emeka works for Cobalt Health.\n- Amara works for Northwind Systems.\n- Priya reports to Yuki.\n- Tobias reports to Jonas.\n- Northwind Systems is headquartered in Basel.\n- Mei reports to Tobias.\n- Sanne reports to Priya.\n- Jonas reports to Mara.\n- Vantage Air was founded in 2012.\n- Emeka reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19883", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 88822, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19884", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19885", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19887", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19888", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19889", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19890", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19891", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19892", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1258: employee Mei S., hired 03 July 2023, separated 24 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1258?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19893", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19894", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19895", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5005: employee Chiara A., hired 25 October 2023, separated 28 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5005?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19896", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19897", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19898", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4235: employee Omar S., hired 11 December 2020, separated 03 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4235?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19899", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19900", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19901", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Deshawn reports to Sofia.\n- Chiara reports to Deshawn.\n- Ravi reports to Pablo.\n- Tessa reports to Stefan.\n- Crescent Telecom is headquartered in Nagoya.\n- Elena reports to Ravi.\n- Atlas Freight was founded in 1982.\n- Cobalt Health is headquartered in Dunedin.\n- Sofia works for Cobalt Health.\n- Crescent Telecom was founded in 2006.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Wren reports to Tessa.\n- Leila works for Atlas Freight.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Deshawn works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2005.\n- Stefan reports to Elena.\n- Sanne works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Sanne reports to Leila.\n- Pablo reports to Sanne.\n- Ironwood Manufacturing is headquartered in Turku.\n- Jonas reports to Wren.\n- Chiara works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Leila reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19903", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19904", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19905", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1474: employee Viktor R., hired 12 March 2024, separated 01 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1474?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19906", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Pablo reports to Yuki.\n- Omar reports to Mateo.\n- Mateo reports to Pablo.\n- Nadia works for Fernhill Foods.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Bluepine Aviation is headquartered in Leeds.\n- Lattice Analytics was founded in 2013.\n- Mateo works for Lattice Analytics.\n- Summit Energy was founded in 1979.\n- Fernhill Foods was founded in 2014.\n- Ingrid works for Lattice Analytics.\n- Dmitri reports to Tessa.\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Halifax.\n- Viktor works for Bluepine Aviation.\n- Yuki reports to Leila.\n- Tessa works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Mei works for Fernhill Foods.\n- Viktor reports to Stefan.\n- Nadia reports to Ingrid.\n- Dmitri works for Lattice Analytics.\n- Mei reports to Dmitri.\n- Stefan reports to Omar.\n- Ingrid reports to Mei.\n- Fernhill Foods is headquartered in Leeds.\n- Tessa reports to Viktor.\n- Lattice Analytics is headquartered in Halifax.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1982", "2": "1985", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Crescent Telecom is headquartered in Turku.\n- Aisha reports to Viktor.\n- Tessa reports to Dmitri.\n- Stefan reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Lattice Analytics was founded in 1985.\n- Deshawn reports to Tessa.\n- Viktor works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tallinn.\n- Aisha works for Beacon Insurance.\n- Lattice Analytics is headquartered in Turku.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Beacon Insurance was founded in 1988.\n- Tobias works for Beacon Insurance.\n- Crescent Telecom was founded in 2003.\n- Tessa works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Tobias reports to Aisha.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19909", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4044: employee Hana R., hired 04 December 2021, separated 08 January 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4044?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19910", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 8320\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19911", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5492: employee Leila B., hired 23 July 2021, separated 17 February 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5492?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19912", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9289: employee Priya S., hired 21 June 2024, separated 12 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9289?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-19913", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Bruno reports to Anders.\n- Lucia works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Basel.\n- Sanne works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Elena reports to Deshawn.\n- Anders reports to Mei.\n- Bruno works for Helios Logistics.\n- Elena works for Northwind Systems.\n- Cobalt Health is headquartered in Adelaide.\n- Leila reports to Sanne.\n- Helios Logistics was founded in 2006.\n- Sanne reports to Elena.\n- Mei reports to Stefan.\n- Lucia reports to Tessa.\n- Ironwood Manufacturing was founded in 1979.\n- Cobalt Health was founded in 2007.\n- Ingrid reports to Tobias.\n- Tobias works for Cobalt Health.\n- Deshawn reports to Bruno.\n- Stefan works for Ironwood Manufacturing.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Leila works for Northwind Systems.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan reports to Ingrid.\n- Tessa works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Bruno.\n- Omar works for Cobalt Health.\n- Kenji works for Cedar Retail Group.\n- Ingrid works for Ironwood Manufacturing.\n- Yuki works for Cobalt Health.\n- Tobias reports to Elena.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Elena works for Cobalt Health.\n- Meridian Bank was founded in 1979.\n- Kenji reports to Tobias.\n- Pablo works for Ironwood Manufacturing.\n- Priya reports to Nadia.\n- Cobalt Health is headquartered in Lyon.\n- Bruno works for Cobalt Health.\n- Cedar Retail Group was founded in 2002.\n- Tobias works for Ironwood Manufacturing.\n- Elena reports to Pablo.\n- Cobalt Health was founded in 1990.\n- Ingrid reports to Yuki.\n- Bruno reports to Ingrid.\n- Yuki reports to Priya.\n- Meridian Bank is headquartered in Lyon.\n- Priya works for Cedar Retail Group.\n- Nadia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Lyon.\n- Nadia reports to Omar.\n- Ironwood Manufacturing was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-19916", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19917", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19918", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 July 2025): For employees hired on or after 15 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8864: employee Mei R., hired 10 July 2023, separated 03 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8864?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19919", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1542: employee Tobias R., hired 03 September 2022, separated 31 October 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1542?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19920", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Emeka.\n- Crescent Telecom was founded in 2006.\n- Lucia works for Crescent Telecom.\n- Atlas Freight is headquartered in Ghent.\n- Callum reports to Deshawn.\n- Lucia reports to Nadia.\n- Stefan reports to Lucia.\n- Mara reports to Leila.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Callum works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Sofia reports to Mara.\n- Lattice Analytics was founded in 1993.\n- Leila reports to Callum.\n- Emeka works for Atlas Freight.\n- Deshawn works for Lattice Analytics.\n- Fernhill Foods is headquartered in Halifax.\n- Fernhill Foods was founded in 1990.\n- Emeka reports to Stefan.\n- Lattice Analytics is headquartered in Malmo.\n- Atlas Freight was founded in 2006.\n- Nadia works for Atlas Freight.\n- Stefan works for Crescent Telecom.\n- Wren works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Deshawn reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19922", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8750: employee Mei S., hired 28 September 2020, separated 02 January 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8750?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19923", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19924", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Stefan works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2014.\n- Wren works for Atlas Freight.\n- Helios Logistics is headquartered in Austin.\n- Amara reports to Ingrid.\n- Aisha reports to Felix.\n- Deshawn reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Amara works for Helios Logistics.\n- Sofia works for Atlas Freight.\n- Jonas reports to Stefan.\n- Fernhill Foods was founded in 1981.\n- Fernhill Foods is headquartered in Bergen.\n- Felix reports to Bruno.\n- Aisha works for Fernhill Foods.\n- Bruno reports to Deshawn.\n- Bruno works for Atlas Freight.\n- Sofia reports to Amara.\n- Jonas works for Fernhill Foods.\n- Helios Logistics was founded in 1985.\n- Atlas Freight is headquartered in Ghent.\n- Stefan reports to Aisha.\n- Wren reports to Sofia.\n- Atlas Freight was founded in 2011.\n- Felix works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Deshawn.\n- Sanne works for Bluepine Aviation.\n- Leila reports to Tobias.\n- Bluepine Aviation was founded in 2006.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics was founded in 1995.\n- Atlas Freight was founded in 1999.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2012.\n- Priya reports to Stefan.\n- Leila works for Bluepine Aviation.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Leila.\n- Bluepine Aviation is headquartered in Dunedin.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn works for Helios Logistics.\n- Stefan reports to Sanne.\n- Wren works for Helios Logistics.\n- Lucia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Lyon.\n- Deshawn reports to Wren.\n- Sanne reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Cedar Retail Group is headquartered in Oslo.\n- Anders works for Summit Energy.\n- Cedar Retail Group was founded in 1999.\n- Summit Energy is headquartered in Turku.\n- Omar reports to Lucia.\n- Tessa reports to Leila.\n- Anders reports to Dmitri.\n- Ravi reports to Anders.\n- Emeka reports to Felix.\n- Atlas Freight was founded in 2013.\n- Callum works for Summit Energy.\n- Mateo reports to Omar.\n- Northwind Systems is headquartered in Valencia.\n- Omar works for Northwind Systems.\n- Felix reports to Tessa.\n- Lucia reports to Callum.\n- Summit Energy was founded in 1997.\n- Northwind Systems was founded in 2008.\n- Felix works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Dmitri works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Mara reports to Emeka.\n- Lucia works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Callum reports to Mara.\n- Mara works for Cedar Retail Group.\n- Dmitri reports to Mateo.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19928", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 70272\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19929", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3344: employee Hana S., hired 06 January 2024, separated 10 October 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-3344 under the controlling rules.", "criteria": {"0": "$2,077", "1": "$22,500", "2": "$7,192", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Pinnacle Software is headquartered in Dunedin.\n- Leila reports to Stefan.\n- Cedar Retail Group is headquartered in Valencia.\n- Pinnacle Software was founded in 1999.\n- Nadia reports to Priya.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Vantage Air was founded in 1996.\n- Jonas reports to Nadia.\n- Priya works for Pinnacle Software.\n- Stefan reports to Pablo.\n- Vantage Air is headquartered in Oslo.\n- Northwind Systems was founded in 1985.\n- Omar reports to Tessa.\n- Northwind Systems is headquartered in Dunedin.\n- Yuki reports to Omar.\n- Tessa reports to Leila.\n- Tessa works for Vantage Air.\n- Yuki works for Northwind Systems.\n- Felix reports to Yuki.\n- Nadia works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Pablo reports to Jonas.\n- Leila works for Vantage Air.\n- Felix works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Chiara.\n- Lattice Analytics was founded in 2000.\n- Ravi works for Crescent Telecom.\n- Jonas reports to Wren.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Aisha works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Aisha reports to Deshawn.\n- Deshawn reports to Zoya.\n- Kenji works for Fernhill Foods.\n- Crescent Telecom was founded in 2006.\n- Chiara reports to Jonas.\n- Wren reports to Emeka.\n- Fernhill Foods was founded in 1976.\n- Mei works for Crescent Telecom.\n- Zoya reports to Ravi.\n- Wren works for Fernhill Foods.\n- Crescent Telecom is headquartered in Oslo.\n- Fernhill Foods is headquartered in Porto.\n- Atlas Freight is headquartered in Oslo.\n- Chiara works for Crescent Telecom.\n- Mei reports to Kenji.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Mei.\n- Atlas Freight was founded in 2005.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19932", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19933", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Bruno.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Leila works for Cedar Retail Group.\n- Hana reports to Mateo.\n- Anders works for Crescent Telecom.\n- Fernhill Foods is headquartered in Austin.\n- Beacon Insurance is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1989.\n- Amara reports to Sanne.\n- Wren works for Beacon Insurance.\n- Crescent Telecom was founded in 1986.\n- Fernhill Foods was founded in 1999.\n- Wren reports to Hana.\n- Crescent Telecom is headquartered in Bergen.\n- Bruno reports to Anders.\n- Hana works for Beacon Insurance.\n- Anders reports to Leila.\n- Mateo works for Crescent Telecom.\n- Leila reports to Wren.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-19935", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19936", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 54646\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "cancel_order", "3": "report_damage", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tessa.\n- Tessa reports to Yuki.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Callum reports to Lucia.\n- Meridian Bank is headquartered in Cork.\n- Meridian Bank was founded in 1988.\n- Mateo reports to Aisha.\n- Beacon Insurance was founded in 1997.\n- Helios Logistics is headquartered in Austin.\n- Yuki reports to Anders.\n- Yuki works for Lattice Analytics.\n- Deshawn reports to Callum.\n- Lucia works for Beacon Insurance.\n- Lattice Analytics is headquartered in Cork.\n- Viktor reports to Ravi.\n- Viktor works for Beacon Insurance.\n- Callum works for Lattice Analytics.\n- Ravi reports to Deshawn.\n- Aisha reports to Pablo.\n- Lucia reports to Mateo.\n- Anders works for Helios Logistics.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Anders reports to Sanne.\n- Aisha works for Helios Logistics.\n- Lattice Analytics was founded in 1996.\n- Ravi works for Helios Logistics.\n- Mateo works for Meridian Bank.\n- Sanne works for Helios Logistics.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Austin", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19938", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 December 2022): For employees hired on or after 08 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6819: employee Kenji M., hired 16 September 2021, separated 28 May 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6819?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19939", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 25 August 2025): For employees hired on or after 25 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9332: employee Amara R., hired 18 March 2025, separated 05 November 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9332?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19940", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3873: employee Zoya A., hired 12 August 2022, separated 20 July 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-3873 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$3,375", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Kenji.\n- Ironwood Manufacturing was founded in 2010.\n- Mateo reports to Bruno.\n- Nadia works for Beacon Insurance.\n- Mei reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Bergen.\n- Wren works for Atlas Freight.\n- Wren reports to Jonas.\n- Mara reports to Tobias.\n- Kenji reports to Mei.\n- Bruno works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1985.\n- Tobias works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2007.\n- Jonas reports to Mara.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Bergen.\n- Beacon Insurance was founded in 1986.\n- Bruno reports to Viktor.\n- Tessa reports to Emeka.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Jonas works for Meridian Bank.\n- Mei works for Beacon Insurance.\n- Nadia reports to Wren.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Nadia.\n- Beacon Insurance is headquartered in Malmo.\n- Mateo works for Ironwood Manufacturing.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-19942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Leila reports to Nadia.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 2012.\n- Lattice Analytics was founded in 1997.\n- Priya works for Bluepine Aviation.\n- Nadia reports to Priya.\n- Viktor works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia works for Lattice Analytics.\n- Aisha reports to Leila.\n- Priya reports to Sanne.\n- Lucia reports to Viktor.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 2013.\n- Viktor reports to Wren.\n- Cobalt Health is headquartered in Austin.\n- Sanne reports to Lucia.\n- Wren works for Cobalt Health.\n- Aisha works for Vantage Air.\n- Lattice Analytics is headquartered in Malmo.\n- Bluepine Aviation was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19943", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19944", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7801: employee Bruno S., hired 09 December 2022, separated 08 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7801?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19945", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9130: employee Chiara R., hired 29 March 2021, separated 29 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-9130 under the controlling rules.", "criteria": {"0": "$16,385", "1": "$14,385", "2": "$16,269", "3": "$71,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19946", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Amara works for Bluepine Aviation.\n- Wren reports to Mara.\n- Beacon Insurance is headquartered in Tallinn.\n- Priya reports to Mei.\n- Viktor reports to Omar.\n- Ingrid reports to Priya.\n- Sanne reports to Mateo.\n- Mara works for Beacon Insurance.\n- Mara reports to Viktor.\n- Mateo works for Fernhill Foods.\n- Priya works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Austin.\n- Fernhill Foods was founded in 2007.\n- Ingrid works for Crescent Telecom.\n- Mei reports to Sanne.\n- Wren works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Crescent Telecom was founded in 1978.\n- Amara reports to Ingrid.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1979.\n- Omar works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Viktor works for Crescent Telecom.\n- Beacon Insurance was founded in 2007.\n- Mateo reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19948", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1676: employee Aisha S., hired 18 November 2021, separated 26 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1676?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19949", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19950", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 76911 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-19951", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Nadia works for Lattice Analytics.\n- Bruno reports to Jonas.\n- Anders reports to Tobias.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Bluepine Aviation was founded in 2003.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Malmo.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank is headquartered in Brno.\n- Tobias reports to Tessa.\n- Lattice Analytics is headquartered in Malmo.\n- Anders works for Lattice Analytics.\n- Tessa reports to Bruno.\n- Jonas reports to Yuki.\n- Chiara reports to Nadia.\n- Felix works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Lattice Analytics was founded in 1990.\n- Mara works for Lattice Analytics.\n- Mara reports to Chiara.\n- Cedar Retail Group was founded in 1997.\n- Nadia reports to Felix.\n- Yuki reports to Mara.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19953", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6043: employee Lucia T., hired 01 January 2023, separated 11 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6043?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6043 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sofia.\n- Felix works for Cedar Retail Group.\n- Anders reports to Priya.\n- Cedar Retail Group was founded in 2007.\n- Bluepine Aviation was founded in 1976.\n- Sofia works for Lattice Analytics.\n- Sanne reports to Ravi.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Malmo.\n- Priya works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Elena reports to Leila.\n- Sofia reports to Elena.\n- Sanne works for Beacon Insurance.\n- Chiara reports to Sanne.\n- Ravi reports to Anders.\n- Beacon Insurance is headquartered in Ghent.\n- Anders works for Cedar Retail Group.\n- Hana reports to Chiara.\n- Felix reports to Yuki.\n- Yuki works for Cedar Retail Group.\n- Priya reports to Wren.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Beacon Insurance was founded in 2014.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Halifax.\n- Hana works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Wren reports to Felix.\n- Cedar Retail Group is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19955", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7666: employee Pablo K., hired 11 April 2024, separated 26 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7666?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Brno.\n- Bluepine Aviation is headquartered in Brno.\n- Helios Logistics was founded in 2004.\n- Fernhill Foods was founded in 1983.\n- Priya reports to Zoya.\n- Nadia works for Bluepine Aviation.\n- Vantage Air was founded in 1976.\n- Zoya reports to Wren.\n- Mei reports to Bruno.\n- Hana works for Helios Logistics.\n- Emeka reports to Amara.\n- Bruno works for Vantage Air.\n- Priya works for Fernhill Foods.\n- Leila works for Bluepine Aviation.\n- Nadia reports to Emeka.\n- Amara reports to Ingrid.\n- Ravi works for Helios Logistics.\n- Amara works for Fernhill Foods.\n- Ingrid reports to Leila.\n- Mei works for Helios Logistics.\n- Ravi reports to Mei.\n- Wren reports to Nadia.\n- Fernhill Foods is headquartered in Turku.\n- Zoya works for Helios Logistics.\n- Vantage Air is headquartered in Valencia.\n- Bluepine Aviation was founded in 1996.\n- Emeka works for Fernhill Foods.\n- Ingrid works for Bluepine Aviation.\n- Bruno reports to Priya.\n- Wren works for Helios Logistics.\n- Leila reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1999", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19957", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19958", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4267: employee Elena M., hired 04 February 2021, separated 20 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4267?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Emeka.\n- Elena reports to Lucia.\n- Tobias reports to Aisha.\n- Nadia works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Tobias works for Ironwood Manufacturing.\n- Omar works for Summit Energy.\n- Cobalt Health is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2010.\n- Summit Energy was founded in 2008.\n- Felix works for Ironwood Manufacturing.\n- Omar reports to Mara.\n- Aisha reports to Elena.\n- Fernhill Foods is headquartered in Porto.\n- Stefan reports to Tobias.\n- Mara reports to Felix.\n- Lucia reports to Mateo.\n- Aisha works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Brno.\n- Elena works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Felix reports to Stefan.\n- Sofia reports to Omar.\n- Stefan works for Cobalt Health.\n- Fernhill Foods was founded in 2015.\n- Cobalt Health was founded in 1986.\n- Mateo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-19960", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2078: employee Deshawn S., hired 15 October 2022, separated 09 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2078?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19961", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5987: employee Sanne K., hired 23 May 2024, separated 19 October 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5987?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5987 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19962", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-19963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Callum.\n- Callum works for Cobalt Health.\n- Cedar Retail Group is headquartered in Turku.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor works for Vantage Air.\n- Pablo works for Ironwood Manufacturing.\n- Callum reports to Mateo.\n- Mei reports to Dmitri.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing was founded in 1989.\n- Mateo reports to Mei.\n- Sanne works for Cedar Retail Group.\n- Vantage Air was founded in 1995.\n- Mateo works for Cedar Retail Group.\n- Vantage Air is headquartered in Turku.\n- Dmitri reports to Sanne.\n- Ravi reports to Viktor.\n- Dmitri works for Cobalt Health.\n- Pablo reports to Ravi.\n- Cobalt Health was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-19964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Viktor.\n- Deshawn reports to Mei.\n- Felix works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Felix reports to Anders.\n- Ravi reports to Zoya.\n- Beacon Insurance was founded in 1998.\n- Kenji works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Viktor works for Vantage Air.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Crescent Telecom was founded in 1977.\n- Anders works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Ravi works for Beacon Insurance.\n- Mei reports to Elena.\n- Cedar Retail Group was founded in 1976.\n- Jonas reports to Deshawn.\n- Kenji reports to Ravi.\n- Anders reports to Kenji.\n- Crescent Telecom is headquartered in Lyon.\n- Zoya reports to Jonas.\n- Vantage Air was founded in 1991.\n- Zoya works for Crescent Telecom.\n- Vantage Air is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19965", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4090: employee Jonas A., hired 20 November 2023, separated 08 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4090?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-19966", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19967", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9488: employee Priya A., hired 14 November 2020, separated 25 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9488?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sofia.\n- Leila works for Atlas Freight.\n- Nadia works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Atlas Freight was founded in 2005.\n- Mara works for Atlas Freight.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Hana works for Ironwood Manufacturing.\n- Jonas reports to Aisha.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1981.\n- Aisha reports to Nadia.\n- Sofia reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Hana reports to Mara.\n- Mara reports to Leila.\n- Atlas Freight is headquartered in Porto.\n- Leila reports to Mateo.\n- Sanne works for Cedar Retail Group.\n- Fernhill Foods was founded in 1988.\n- Cedar Retail Group is headquartered in Adelaide.\n- Chiara reports to Jonas.\n- Mateo reports to Chiara.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19969", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-19970", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9373: employee Viktor S., hired 11 August 2022, separated 30 December 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9373?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19971", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9213: employee Tobias K., hired 31 May 2021, separated 12 May 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9213?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19972", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3131: employee Stefan M., hired 28 August 2023, separated 07 May 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3131?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19973", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8989: employee Zoya B., hired 24 January 2020, separated 18 November 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8989?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19974", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3586: employee Felix A., hired 23 October 2023, separated 10 May 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-3586 under the controlling rules.", "criteria": {"0": "$38,000", "1": "$8,654", "2": "$8,769", "3": "$6,769"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Viktor reports to Callum.\n- Fernhill Foods was founded in 2001.\n- Beacon Insurance is headquartered in Malmo.\n- Deshawn works for Atlas Freight.\n- Sanne reports to Viktor.\n- Atlas Freight is headquartered in Lyon.\n- Mei works for Atlas Freight.\n- Lucia reports to Deshawn.\n- Lucia works for Fernhill Foods.\n- Sanne works for Atlas Freight.\n- Zoya reports to Lucia.\n- Chiara works for Beacon Insurance.\n- Lattice Analytics was founded in 1995.\n- Felix works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Zoya works for Atlas Freight.\n- Aisha works for Fernhill Foods.\n- Mei reports to Chiara.\n- Lattice Analytics is headquartered in Dunedin.\n- Viktor works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Deshawn reports to Leila.\n- Chiara reports to Sofia.\n- Callum reports to Aisha.\n- Fernhill Foods is headquartered in Malmo.\n- Felix reports to Mei.\n- Aisha reports to Zoya.\n- Beacon Insurance was founded in 2009.\n- Atlas Freight was founded in 1975.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19976", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3279: employee Stefan M., hired 13 March 2022, separated 24 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3279?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-19977", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19978", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-19979", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19980", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5146: employee Dmitri M., hired 18 August 2022, separated 12 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5146?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Tessa reports to Mei.\n- Cedar Retail Group was founded in 1991.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 1998.\n- Tessa works for Cedar Retail Group.\n- Northwind Systems was founded in 1988.\n- Pablo reports to Bruno.\n- Emeka works for Northwind Systems.\n- Vantage Air is headquartered in Tallinn.\n- Vantage Air was founded in 2006.\n- Wren reports to Omar.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Pablo.\n- Omar reports to Mateo.\n- Northwind Systems is headquartered in Ghent.\n- Pablo works for Northwind Systems.\n- Bruno works for Pinnacle Software.\n- Wren works for Northwind Systems.\n- Mei reports to Wren.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19982", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9815: employee Wren R., hired 23 May 2023, separated 04 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9815?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19983", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6628: employee Elena K., hired 09 April 2023, separated 12 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-6628?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19984", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3498: employee Anders T., hired 27 June 2022, separated 26 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3498?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19985", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3541: employee Ingrid B., hired 06 May 2022, separated 09 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3541?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-19986", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "track_order", "3": "change_address", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19987", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9247: employee Anders A., hired 22 January 2024, separated 24 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-9247 under the controlling rules.", "criteria": {"0": "$1,250", "1": "$5,000", "2": "$21,667", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-19988", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4392: employee Tobias R., hired 23 April 2020, separated 16 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4392?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-19989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1988.\n- Ingrid works for Summit Energy.\n- Lucia reports to Leila.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods was founded in 2007.\n- Lucia works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Deshawn reports to Priya.\n- Northwind Systems was founded in 2003.\n- Summit Energy is headquartered in Adelaide.\n- Mara works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Priya reports to Ingrid.\n- Leila works for Pinnacle Software.\n- Leila reports to Anders.\n- Anders reports to Deshawn.\n- Elena reports to Lucia.\n- Pinnacle Software is headquartered in Brno.\n- Dmitri reports to Elena.\n- Anders works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Summit Energy was founded in 1976.\n- Priya works for Pinnacle Software.\n- Northwind Systems is headquartered in Adelaide.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Mara.\n- Ingrid reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Sofia works for Summit Energy.\n- Zoya works for Lattice Analytics.\n- Mei reports to Mara.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1981.\n- Vantage Air is headquartered in Basel.\n- Amara works for Vantage Air.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mateo reports to Bruno.\n- Mei works for Summit Energy.\n- Sofia reports to Dmitri.\n- Pablo reports to Mei.\n- Bruno reports to Pablo.\n- Bruno works for Lattice Analytics.\n- Mara reports to Zoya.\n- Zoya reports to Amara.\n- Amara reports to Sofia.\n- Mara works for Summit Energy.\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Mateo.\n- Bluepine Aviation was founded in 1986.\n- Pablo works for Bluepine Aviation.\n- Vantage Air was founded in 1999.\n- Dmitri works for Summit Energy.\n- Lattice Analytics was founded in 1997.\n- Mateo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-19991", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 2856 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-19992", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 88201 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19993", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9825: employee Bruno M., hired 28 October 2021, separated 26 February 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2025-9825 under the controlling rules.", "criteria": {"0": "$9,327", "1": "$8,957", "2": "$38,250", "3": "$8,827"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9825 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-19994", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 07 July 2025): For employees hired on or after 07 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1862: employee Chiara R., hired 05 October 2023, separated 13 October 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1862?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Meridian Bank is headquartered in Porto.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank was founded in 1998.\n- Chiara reports to Callum.\n- Dmitri reports to Chiara.\n- Bluepine Aviation is headquartered in Leeds.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2011.\n- Callum reports to Omar.\n- Ingrid works for Helios Logistics.\n- Jonas reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Meridian Bank.\n- Aisha reports to Jonas.\n- Cedar Retail Group is headquartered in Leeds.\n- Omar works for Helios Logistics.\n- Mei reports to Aisha.\n- Aisha works for Meridian Bank.\n- Bluepine Aviation was founded in 2015.\n- Omar reports to Ingrid.\n- Helios Logistics was founded in 2005.\n- Helios Logistics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-19996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Lucia.\n- Pablo works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Chiara reports to Nadia.\n- Callum reports to Zoya.\n- Ironwood Manufacturing was founded in 1998.\n- Ingrid reports to Chiara.\n- Zoya works for Cedar Retail Group.\n- Omar works for Atlas Freight.\n- Deshawn reports to Omar.\n- Atlas Freight was founded in 1977.\n- Helios Logistics is headquartered in Nagoya.\n- Nadia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Porto.\n- Nadia reports to Deshawn.\n- Callum works for Cedar Retail Group.\n- Aisha works for Ironwood Manufacturing.\n- Lucia works for Atlas Freight.\n- Helios Logistics was founded in 1985.\n- Cedar Retail Group was founded in 1986.\n- Elena works for Ironwood Manufacturing.\n- Omar reports to Callum.\n- Pablo reports to Stefan.\n- Stefan reports to Elena.\n- Cedar Retail Group is headquartered in Oslo.\n- Stefan works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Elena reports to Aisha.\n- Ingrid works for Atlas Freight.\n- Zoya reports to Pablo.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-19997", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-19998", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8093: employee Tessa K., hired 20 September 2020, separated 30 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8093?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8093 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-19999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Bluepine Aviation was founded in 2006.\n- Sanne reports to Emeka.\n- Lucia works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Lucia reports to Callum.\n- Emeka reports to Lucia.\n- Helios Logistics is headquartered in Valencia.\n- Summit Energy was founded in 1995.\n- Ingrid reports to Tobias.\n- Summit Energy is headquartered in Cork.\n- Tessa works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Helios Logistics was founded in 1989.\n- Tobias reports to Sofia.\n- Sanne works for Summit Energy.\n- Sofia reports to Sanne.\n- Sofia works for Lattice Analytics.\n- Tessa reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20000", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8198: employee Sofia B., hired 03 July 2019, separated 25 December 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8198?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20001", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 72017\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "change_address", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20002", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4487: employee Elena M., hired 01 January 2022, separated 03 April 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-4487 under the controlling rules.", "criteria": {"0": "$4,600", "1": "$8,000", "2": "$34,667", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20003", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8498: employee Yuki B., hired 05 February 2021, separated 28 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8498?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Wren reports to Anders.\n- Emeka reports to Chiara.\n- Felix reports to Emeka.\n- Meridian Bank was founded in 1998.\n- Hana works for Cobalt Health.\n- Tobias reports to Stefan.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid reports to Felix.\n- Crescent Telecom was founded in 1984.\n- Cobalt Health was founded in 2014.\n- Ingrid works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Anders reports to Hana.\n- Tobias works for Beacon Insurance.\n- Cobalt Health is headquartered in Valencia.\n- Beacon Insurance was founded in 2002.\n- Stefan reports to Wren.\n- Stefan works for Beacon Insurance.\n- Hana reports to Ingrid.\n- Nadia works for Beacon Insurance.\n- Emeka works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Beacon Insurance is headquartered in Ghent.\n- Crescent Telecom is headquartered in Turku.\n- Chiara reports to Nadia.\n- Felix works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20005", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4406: employee Wren B., hired 25 November 2020, separated 09 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4406?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2009.\n- Chiara works for Atlas Freight.\n- Emeka works for Pinnacle Software.\n- Aisha reports to Pablo.\n- Pablo reports to Chiara.\n- Emeka reports to Priya.\n- Pablo works for Vantage Air.\n- Pinnacle Software is headquartered in Cork.\n- Chiara reports to Jonas.\n- Amara reports to Aisha.\n- Summit Energy is headquartered in Ghent.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Vantage Air was founded in 1995.\n- Jonas reports to Emeka.\n- Aisha works for Vantage Air.\n- Summit Energy was founded in 1998.\n- Jonas works for Pinnacle Software.\n- Vantage Air is headquartered in Turku.\n- Felix reports to Amara.\n- Atlas Freight is headquartered in Porto.\n- Felix works for Vantage Air.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ravi.\n- Yuki reports to Mateo.\n- Mateo reports to Anders.\n- Atlas Freight was founded in 1996.\n- Chiara works for Cedar Retail Group.\n- Sofia works for Fernhill Foods.\n- Kenji works for Cobalt Health.\n- Dmitri works for Atlas Freight.\n- Mateo works for Fernhill Foods.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Fernhill Foods is headquartered in Adelaide.\n- Emeka works for Fernhill Foods.\n- Yuki works for Cedar Retail Group.\n- Cobalt Health is headquartered in Leeds.\n- Emeka reports to Bruno.\n- Viktor reports to Chiara.\n- Viktor works for Atlas Freight.\n- Fernhill Foods was founded in 1998.\n- Anders works for Cedar Retail Group.\n- Kenji reports to Yuki.\n- Cedar Retail Group is headquartered in Valencia.\n- Ravi works for Fernhill Foods.\n- Cobalt Health was founded in 2009.\n- Atlas Freight is headquartered in Cork.\n- Dmitri reports to Emeka.\n- Bruno works for Fernhill Foods.\n- Tessa reports to Viktor.\n- Chiara reports to Kenji.\n- Ravi reports to Tessa.\n- Anders reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20008", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20009", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20010", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Valencia.\n- Dmitri reports to Callum.\n- Callum works for Cobalt Health.\n- Jonas reports to Deshawn.\n- Dmitri works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Mara reports to Sofia.\n- Callum reports to Mara.\n- Helios Logistics is headquartered in Halifax.\n- Elena reports to Jonas.\n- Tessa works for Atlas Freight.\n- Mara works for Northwind Systems.\n- Deshawn works for Cobalt Health.\n- Atlas Freight was founded in 2009.\n- Elena works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Sofia reports to Elena.\n- Northwind Systems is headquartered in Adelaide.\n- Helios Logistics was founded in 1984.\n- Tessa reports to Amara.\n- Atlas Freight is headquartered in Cork.\n- Cobalt Health was founded in 1991.\n- Amara reports to Dmitri.\n- Jonas works for Northwind Systems.\n- Deshawn reports to Zoya.\n- Sofia works for Cobalt Health.\n- Northwind Systems was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20012", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 November 2025): For employees hired on or after 28 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8168: employee Jonas T., hired 22 October 2024, separated 17 July 2027 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8168?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20013", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Felix.\n- Meridian Bank is headquartered in Leeds.\n- Stefan reports to Deshawn.\n- Tobias works for Meridian Bank.\n- Deshawn reports to Priya.\n- Fernhill Foods is headquartered in Tampere.\n- Tobias reports to Lucia.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Priya works for Meridian Bank.\n- Stefan works for Fernhill Foods.\n- Jonas works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Dmitri reports to Tobias.\n- Callum reports to Hana.\n- Atlas Freight was founded in 1987.\n- Felix reports to Callum.\n- Lucia works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Meridian Bank was founded in 1993.\n- Hana works for Meridian Bank.\n- Cedar Retail Group was founded in 2000.\n- Atlas Freight is headquartered in Dunedin.\n- Hana reports to Stefan.\n- Priya reports to Jonas.\n- Fernhill Foods was founded in 1982.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20015", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7960: employee Priya A., hired 05 January 2021, separated 27 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7960?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20016", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20017", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Tessa works for Bluepine Aviation.\n- Sofia works for Pinnacle Software.\n- Anders works for Summit Energy.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 2001.\n- Aisha reports to Wren.\n- Sanne works for Atlas Freight.\n- Aisha works for Pinnacle Software.\n- Summit Energy was founded in 1985.\n- Ingrid works for Bluepine Aviation.\n- Sanne reports to Tessa.\n- Omar reports to Ravi.\n- Anders reports to Omar.\n- Ravi reports to Aisha.\n- Atlas Freight was founded in 2007.\n- Tessa reports to Callum.\n- Callum works for Atlas Freight.\n- Pinnacle Software is headquartered in Lyon.\n- Ravi works for Bluepine Aviation.\n- Ingrid reports to Anders.\n- Bluepine Aviation was founded in 2007.\n- Callum reports to Ingrid.\n- Wren works for Summit Energy.\n- Bluepine Aviation is headquartered in Adelaide.\n- Summit Energy is headquartered in Lyon.\n- Wren reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20019", "family": "intent_v3", "state": "Incoming support message:\n\"28779 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20020", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20021", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 September 2022): For employees hired on or after 27 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8785: employee Felix A., hired 26 December 2018, separated 25 October 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8785?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Lucia.\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Cobalt Health was founded in 1978.\n- Kenji works for Crescent Telecom.\n- Mara reports to Hana.\n- Atlas Freight is headquartered in Cork.\n- Beacon Insurance is headquartered in Dunedin.\n- Omar works for Atlas Freight.\n- Lucia reports to Yuki.\n- Crescent Telecom is headquartered in Dunedin.\n- Yuki reports to Bruno.\n- Atlas Freight was founded in 1991.\n- Bruno reports to Chiara.\n- Bruno works for Cobalt Health.\n- Chiara works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Chiara reports to Omar.\n- Leila reports to Deshawn.\n- Beacon Insurance was founded in 2011.\n- Yuki works for Crescent Telecom.\n- Deshawn reports to Kenji.\n- Cobalt Health is headquartered in Nagoya.\n- Kenji reports to Mara.\n- Hana works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20023", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Anders.\n- Fernhill Foods is headquartered in Ghent.\n- Omar reports to Stefan.\n- Cedar Retail Group was founded in 2013.\n- Felix works for Bluepine Aviation.\n- Felix reports to Kenji.\n- Fernhill Foods was founded in 1992.\n- Kenji works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pablo reports to Mei.\n- Sofia reports to Emeka.\n- Kenji reports to Pablo.\n- Tessa works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Dunedin.\n- Omar works for Cedar Retail Group.\n- Anders works for Fernhill Foods.\n- Atlas Freight was founded in 1975.\n- Emeka reports to Omar.\n- Anders reports to Sofia.\n- Stefan works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Bluepine Aviation was founded in 2011.\n- Mei reports to Tessa.\n- Pablo works for Bluepine Aviation.\n- Atlas Freight is headquartered in Dunedin.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20025", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Bruno reports to Nadia.\n- Mei works for Bluepine Aviation.\n- Mei reports to Elena.\n- Nadia reports to Ravi.\n- Atlas Freight was founded in 1983.\n- Hana reports to Bruno.\n- Ironwood Manufacturing was founded in 1983.\n- Ravi works for Pinnacle Software.\n- Deshawn reports to Hana.\n- Bluepine Aviation is headquartered in Ghent.\n- Atlas Freight is headquartered in Austin.\n- Pinnacle Software is headquartered in Austin.\n- Deshawn works for Atlas Freight.\n- Elena works for Ironwood Manufacturing.\n- Ravi reports to Anders.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Anders reports to Mei.\n- Bluepine Aviation was founded in 2005.\n- Pinnacle Software was founded in 1976.\n- Anders works for Pinnacle Software.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20027", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20028", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8319: employee Wren R., hired 15 April 2024, separated 22 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-8319 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$5,500", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Stefan.\n- Ironwood Manufacturing was founded in 1987.\n- Viktor works for Ironwood Manufacturing.\n- Mei reports to Sanne.\n- Amara reports to Viktor.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1997.\n- Mei works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Malmo.\n- Nadia reports to Priya.\n- Nadia works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Basel.\n- Stefan reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Priya reports to Mei.\n- Sanne works for Northwind Systems.\n- Ingrid works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Sanne reports to Amara.\n- Pinnacle Software was founded in 2012.\n- Viktor reports to Ingrid.\n- Northwind Systems was founded in 1980.\n- Cedar Retail Group is headquartered in Lyon.\n- Yuki reports to Nadia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Felix works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Beacon Insurance is headquartered in Malmo.\n- Emeka reports to Sanne.\n- Sanne works for Fernhill Foods.\n- Priya reports to Omar.\n- Yuki reports to Ravi.\n- Omar reports to Tobias.\n- Ravi works for Fernhill Foods.\n- Sanne reports to Priya.\n- Beacon Insurance was founded in 2007.\n- Yuki works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Halifax.\n- Omar works for Fernhill Foods.\n- Tobias reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Ravi reports to Kenji.\n- Amara reports to Dmitri.\n- Fernhill Foods is headquartered in Halifax.\n- Dmitri reports to Yuki.\n- Fernhill Foods was founded in 2009.\n- Priya works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Amara works for Beacon Insurance.\n- Dmitri works for Bluepine Aviation.\n- Meridian Bank was founded in 1980.\n- Emeka works for Meridian Bank.\n- Kenji reports to Mei.\n- Mei reports to Emeka.\n- Tobias works for Beacon Insurance.\n- Bluepine Aviation was founded in 2004.\n- Meridian Bank is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20031", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 15 March 2023): For employees hired on or after 15 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7391: employee Zoya A., hired 20 September 2021, separated 14 June 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-7391 under the controlling rules.", "criteria": {"0": "$4,800", "1": "$6,800", "2": "$6,750", "3": "$29,467"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Yuki.\n- Viktor works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Priya reports to Lucia.\n- Leila works for Cobalt Health.\n- Tessa reports to Mei.\n- Anders works for Vantage Air.\n- Yuki works for Bluepine Aviation.\n- Viktor reports to Zoya.\n- Cobalt Health was founded in 1976.\n- Zoya works for Cobalt Health.\n- Lucia works for Vantage Air.\n- Zoya reports to Anders.\n- Atlas Freight is headquartered in Ghent.\n- Yuki reports to Bruno.\n- Felix reports to Viktor.\n- Mei works for Cobalt Health.\n- Atlas Freight was founded in 2000.\n- Bruno works for Bluepine Aviation.\n- Vantage Air is headquartered in Austin.\n- Mei reports to Callum.\n- Vantage Air was founded in 2006.\n- Bluepine Aviation was founded in 1975.\n- Bruno reports to Priya.\n- Cobalt Health is headquartered in Ghent.\n- Callum reports to Leila.\n- Leila reports to Felix.\n- Callum works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Priya works for Atlas Freight.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20033", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Anders.\n- Vantage Air is headquartered in Halifax.\n- Anders works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Deshawn works for Vantage Air.\n- Lattice Analytics is headquartered in Basel.\n- Meridian Bank is headquartered in Halifax.\n- Kenji reports to Amara.\n- Atlas Freight is headquartered in Porto.\n- Anders reports to Sanne.\n- Mateo works for Atlas Freight.\n- Meridian Bank was founded in 2013.\n- Ravi reports to Callum.\n- Amara works for Lattice Analytics.\n- Atlas Freight was founded in 1992.\n- Amara reports to Deshawn.\n- Vantage Air was founded in 2011.\n- Kenji works for Lattice Analytics.\n- Sanne reports to Kenji.\n- Deshawn reports to Mateo.\n- Callum works for Atlas Freight.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 2007.\n- Jonas reports to Yuki.\n- Lattice Analytics is headquartered in Malmo.\n- Anders works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Wren reports to Anders.\n- Dmitri works for Lattice Analytics.\n- Wren works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Mara reports to Sanne.\n- Emeka reports to Dmitri.\n- Leila works for Helios Logistics.\n- Leila reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Ingrid reports to Omar.\n- Anders reports to Mara.\n- Ingrid works for Atlas Freight.\n- Omar reports to Leila.\n- Lattice Analytics was founded in 1999.\n- Helios Logistics is headquartered in Malmo.\n- Atlas Freight is headquartered in Turku.\n- Meridian Bank was founded in 1991.\n- Helios Logistics was founded in 1975.\n- Meridian Bank is headquartered in Halifax.\n- Sanne reports to Ingrid.\n- Kenji reports to Emeka.\n- Yuki reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Crescent Telecom is headquartered in Leeds.\n- Pinnacle Software was founded in 1988.\n- Mei reports to Felix.\n- Nadia reports to Aisha.\n- Tobias works for Fernhill Foods.\n- Atlas Freight is headquartered in Valencia.\n- Crescent Telecom was founded in 2000.\n- Felix reports to Deshawn.\n- Atlas Freight was founded in 1982.\n- Felix works for Crescent Telecom.\n- Tobias reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Aisha works for Atlas Freight.\n- Pinnacle Software is headquartered in Leeds.\n- Deshawn reports to Elena.\n- Elena works for Crescent Telecom.\n- Aisha reports to Tobias.\n- Fernhill Foods was founded in 1987.\n- Mei works for Atlas Freight.\n- Elena reports to Nadia.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mateo.\n- Tobias works for Beacon Insurance.\n- Northwind Systems was founded in 1999.\n- Zoya reports to Viktor.\n- Bruno works for Northwind Systems.\n- Aisha works for Cedar Retail Group.\n- Pablo reports to Kenji.\n- Summit Energy is headquartered in Nagoya.\n- Pablo works for Summit Energy.\n- Beacon Insurance was founded in 2005.\n- Bruno reports to Aisha.\n- Northwind Systems is headquartered in Valencia.\n- Viktor reports to Pablo.\n- Zoya works for Summit Energy.\n- Viktor works for Summit Energy.\n- Mateo reports to Bruno.\n- Aisha reports to Tobias.\n- Beacon Insurance is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1975.\n- Summit Energy was founded in 2000.\n- Kenji works for Summit Energy.\n- Mateo works for Summit Energy.\n- Cedar Retail Group is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Aisha reports to Callum.\n- Yuki works for Beacon Insurance.\n- Meridian Bank is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Wren reports to Mara.\n- Meridian Bank was founded in 1996.\n- Yuki reports to Aisha.\n- Priya works for Meridian Bank.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1994.\n- Pinnacle Software was founded in 2015.\n- Mara works for Pinnacle Software.\n- Hana reports to Yuki.\n- Felix works for Lattice Analytics.\n- Aisha works for Pinnacle Software.\n- Mara reports to Hana.\n- Felix reports to Priya.\n- Priya reports to Wren.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Beacon Insurance was founded in 1993.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20039", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9123: employee Lucia K., hired 09 May 2021, separated 13 July 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-9123 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$8,000", "2": "$6,000", "3": "$4,950"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20040", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20041", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20042", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20043", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20044", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Northwind Systems was founded in 1983.\n- Atlas Freight is headquartered in Leeds.\n- Aisha works for Northwind Systems.\n- Fernhill Foods is headquartered in Turku.\n- Ravi works for Atlas Freight.\n- Viktor reports to Pablo.\n- Wren reports to Felix.\n- Omar works for Bluepine Aviation.\n- Felix works for Atlas Freight.\n- Fernhill Foods was founded in 1981.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Omar reports to Ravi.\n- Viktor works for Northwind Systems.\n- Elena reports to Callum.\n- Aisha reports to Wren.\n- Ravi reports to Aisha.\n- Felix reports to Elena.\n- Wren works for Northwind Systems.\n- Bluepine Aviation is headquartered in Leeds.\n- Elena works for Fernhill Foods.\n- Callum reports to Viktor.\n- Deshawn works for Fernhill Foods.\n- Northwind Systems is headquartered in Turku.\n- Atlas Freight was founded in 2015.\n- Deshawn reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20046", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2000.\n- Tessa reports to Amara.\n- Kenji reports to Wren.\n- Zoya works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tallinn.\n- Callum works for Cobalt Health.\n- Callum reports to Sanne.\n- Fernhill Foods is headquartered in Oslo.\n- Bluepine Aviation was founded in 2013.\n- Zoya reports to Kenji.\n- Wren works for Fernhill Foods.\n- Cobalt Health was founded in 2012.\n- Sanne reports to Dmitri.\n- Dmitri reports to Zoya.\n- Bluepine Aviation is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Anders works for Fernhill Foods.\n- Amara works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Tessa works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1982.\n- Sanne works for Bluepine Aviation.\n- Anders reports to Omar.\n- Omar reports to Callum.\n- Amara reports to Anders.\n- Omar works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20049", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20050", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 91755 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Ghent.\n- Viktor reports to Felix.\n- Summit Energy was founded in 2010.\n- Pinnacle Software was founded in 2015.\n- Priya reports to Lucia.\n- Tessa works for Cedar Retail Group.\n- Mei reports to Tessa.\n- Nadia reports to Priya.\n- Pablo reports to Mei.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Lucia reports to Ravi.\n- Priya works for Pinnacle Software.\n- Tessa reports to Sanne.\n- Wren reports to Nadia.\n- Wren works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1990.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei works for Cedar Retail Group.\n- Felix works for Summit Energy.\n- Ravi reports to Emeka.\n- Sanne works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Emeka works for Summit Energy.\n- Sanne reports to Wren.\n- Emeka reports to Viktor.\n- Viktor works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.\n- Cedar Retail Group was founded in 2013.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2011", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20052", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20053", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3697: employee Omar M., hired 21 June 2022, separated 20 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3697?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Stefan reports to Dmitri.\n- Leila reports to Sanne.\n- Lattice Analytics is headquartered in Austin.\n- Viktor reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Northwind Systems is headquartered in Valencia.\n- Fernhill Foods was founded in 1985.\n- Mateo reports to Stefan.\n- Mateo works for Northwind Systems.\n- Omar reports to Tobias.\n- Elena works for Lattice Analytics.\n- Pinnacle Software is headquartered in Porto.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Chiara works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Emeka works for Pinnacle Software.\n- Northwind Systems was founded in 1994.\n- Leila works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Yuki reports to Leila.\n- Sanne reports to Mateo.\n- Fernhill Foods is headquartered in Porto.\n- Elena reports to Emeka.\n- Omar works for Northwind Systems.\n- Tobias reports to Elena.\n- Viktor works for Fernhill Foods.\n- Lattice Analytics was founded in 2004.\n- Stefan works for Northwind Systems.\n- Emeka reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20055", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4633: employee Mara K., hired 10 April 2022, separated 28 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4633?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20056", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 12181 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20057", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to play audio", "3": "asks to text someone", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Helios Logistics was founded in 1978.\n- Lucia works for Meridian Bank.\n- Atlas Freight was founded in 2011.\n- Yuki works for Meridian Bank.\n- Jonas reports to Sofia.\n- Elena works for Atlas Freight.\n- Beacon Insurance is headquartered in Leeds.\n- Ravi reports to Elena.\n- Sofia works for Meridian Bank.\n- Lucia reports to Ravi.\n- Sanne reports to Lucia.\n- Anders works for Helios Logistics.\n- Amara works for Atlas Freight.\n- Meridian Bank was founded in 1991.\n- Amara reports to Yuki.\n- Mateo works for Meridian Bank.\n- Elena reports to Leila.\n- Leila works for Meridian Bank.\n- Anders reports to Chiara.\n- Yuki reports to Jonas.\n- Sanne works for Meridian Bank.\n- Helios Logistics is headquartered in Leeds.\n- Chiara works for Helios Logistics.\n- Beacon Insurance was founded in 2010.\n- Leila reports to Anders.\n- Sofia reports to Sanne.\n- Meridian Bank is headquartered in Tampere.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Chiara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20059", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 40172 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2000.\n- Hana works for Bluepine Aviation.\n- Ravi works for Vantage Air.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Tobias works for Vantage Air.\n- Northwind Systems is headquartered in Bergen.\n- Chiara reports to Anders.\n- Wren reports to Ravi.\n- Bruno works for Crescent Telecom.\n- Ravi reports to Bruno.\n- Anders reports to Zoya.\n- Tobias reports to Hana.\n- Bruno reports to Tobias.\n- Chiara works for Bluepine Aviation.\n- Northwind Systems was founded in 1976.\n- Vantage Air is headquartered in Bergen.\n- Crescent Telecom is headquartered in Lyon.\n- Anders works for Bluepine Aviation.\n- Zoya reports to Wren.\n- Zoya works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Bluepine Aviation is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20061", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7168: employee Leila M., hired 25 May 2021, separated 21 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7168?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Sofia reports to Pablo.\n- Mateo works for Cedar Retail Group.\n- Atlas Freight was founded in 1994.\n- Zoya works for Pinnacle Software.\n- Deshawn reports to Anders.\n- Vantage Air is headquartered in Bergen.\n- Atlas Freight is headquartered in Tallinn.\n- Anders works for Vantage Air.\n- Omar reports to Wren.\n- Vantage Air was founded in 1985.\n- Pinnacle Software is headquartered in Basel.\n- Mateo reports to Zoya.\n- Bruno reports to Viktor.\n- Sofia works for Pinnacle Software.\n- Zoya reports to Sofia.\n- Wren works for Vantage Air.\n- Bruno works for Atlas Freight.\n- Pablo works for Vantage Air.\n- Kenji reports to Bruno.\n- Pinnacle Software was founded in 1994.\n- Anders reports to Omar.\n- Cedar Retail Group was founded in 1978.\n- Pablo reports to Mei.\n- Deshawn works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Cedar Retail Group is headquartered in Bergen.\n- Mei reports to Deshawn.\n- Wren reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20063", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20064", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20065", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20066", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5820: employee Viktor S., hired 01 February 2024, separated 14 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-5820 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,500", "2": "$10,833", "3": "$625"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20067", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20068", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8877: employee Priya A., hired 30 November 2022, separated 29 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8877?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20069", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20070", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20071", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20072", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20073", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 September 2022): For employees hired on or after 21 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7257: employee Viktor R., hired 16 February 2022, separated 29 November 2022 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7257?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20074", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20075", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 08 November 2023): For employees hired on or after 08 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6866: employee Kenji R., hired 10 December 2021, separated 09 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6866?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20076", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20077", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5493: employee Omar A., hired 21 May 2020, separated 03 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5493?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20078", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2420: employee Ravi R., hired 03 September 2024, separated 24 May 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-2420 under the controlling rules.", "criteria": {"0": "$27,300", "1": "$6,300", "2": "$7,300", "3": "$6,375"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20079", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20081", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20082", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20083", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Hana reports to Anders.\n- Crescent Telecom is headquartered in Bergen.\n- Yuki reports to Elena.\n- Priya reports to Ravi.\n- Ravi reports to Yuki.\n- Elena reports to Sofia.\n- Cedar Retail Group was founded in 1992.\n- Hana works for Vantage Air.\n- Yuki works for Crescent Telecom.\n- Vantage Air is headquartered in Tampere.\n- Crescent Telecom was founded in 2001.\n- Sofia works for Pinnacle Software.\n- Jonas reports to Dmitri.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders reports to Jonas.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Aisha works for Crescent Telecom.\n- Sofia reports to Aisha.\n- Priya works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Elena works for Crescent Telecom.\n- Vantage Air was founded in 2014.\n- Dmitri reports to Priya.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2000.\n- Nadia reports to Elena.\n- Jonas works for Lattice Analytics.\n- Pablo reports to Ingrid.\n- Cedar Retail Group is headquartered in Tallinn.\n- Anders works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Zoya works for Helios Logistics.\n- Omar reports to Nadia.\n- Ingrid reports to Zoya.\n- Callum reports to Leila.\n- Mei reports to Anders.\n- Vantage Air was founded in 1987.\n- Ingrid works for Helios Logistics.\n- Cedar Retail Group was founded in 1996.\n- Lattice Analytics is headquartered in Tallinn.\n- Helios Logistics is headquartered in Oslo.\n- Anders reports to Jonas.\n- Callum works for Cedar Retail Group.\n- Leila works for Lattice Analytics.\n- Zoya reports to Omar.\n- Wren works for Vantage Air.\n- Elena works for Helios Logistics.\n- Mei works for Lattice Analytics.\n- Pablo works for Cedar Retail Group.\n- Helios Logistics was founded in 2005.\n- Wren reports to Callum.\n- Nadia works for Helios Logistics.\n- Elena reports to Mei.\n- Jonas reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ingrid reports to Lucia.\n- Lucia works for Vantage Air.\n- Zoya works for Vantage Air.\n- Mei works for Vantage Air.\n- Sofia reports to Aisha.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 2005.\n- Pablo reports to Mei.\n- Nadia works for Cobalt Health.\n- Fernhill Foods was founded in 2008.\n- Lucia reports to Pablo.\n- Amara reports to Callum.\n- Stefan reports to Ingrid.\n- Callum works for Fernhill Foods.\n- Priya reports to Sofia.\n- Amara works for Fernhill Foods.\n- Callum reports to Nadia.\n- Nadia reports to Priya.\n- Stefan works for Cobalt Health.\n- Aisha reports to Stefan.\n- Priya works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Turku.\n- Mei reports to Zoya.\n- Aisha works for Cobalt Health.\n- Vantage Air is headquartered in Tallinn.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation was founded in 1997.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1975.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne works for Cobalt Health.\n- Atlas Freight was founded in 1994.\n- Mateo works for Bluepine Aviation.\n- Anders reports to Zoya.\n- Kenji reports to Priya.\n- Zoya works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2002.\n- Priya works for Atlas Freight.\n- Anders works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Turku.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cobalt Health was founded in 2012.\n- Mateo reports to Omar.\n- Sanne reports to Anders.\n- Tobias works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Omar reports to Sanne.\n- Tobias reports to Mateo.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20089", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9051: employee Emeka M., hired 21 December 2019, separated 03 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9051?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20090", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2007: employee Omar R., hired 25 August 2024, separated 07 June 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2007?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2007 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Northwind Systems was founded in 2014.\n- Chiara works for Cedar Retail Group.\n- Nadia works for Helios Logistics.\n- Crescent Telecom is headquartered in Oslo.\n- Ravi reports to Felix.\n- Elena reports to Hana.\n- Sanne reports to Stefan.\n- Cedar Retail Group is headquartered in Valencia.\n- Northwind Systems is headquartered in Austin.\n- Helios Logistics was founded in 1989.\n- Zoya reports to Chiara.\n- Cedar Retail Group was founded in 1975.\n- Zoya works for Helios Logistics.\n- Crescent Telecom was founded in 2010.\n- Mei works for Northwind Systems.\n- Stefan reports to Ravi.\n- Elena works for Northwind Systems.\n- Lucia reports to Mara.\n- Stefan works for Northwind Systems.\n- Mara reports to Zoya.\n- Chiara reports to Sanne.\n- Felix works for Cedar Retail Group.\n- Sanne works for Crescent Telecom.\n- Ravi works for Northwind Systems.\n- Felix reports to Nadia.\n- Hana works for Northwind Systems.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Nadia reports to Mei.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sofia.\n- Pablo reports to Felix.\n- Pinnacle Software is headquartered in Basel.\n- Anders works for Fernhill Foods.\n- Sofia reports to Pablo.\n- Lattice Analytics is headquartered in Halifax.\n- Anders reports to Emeka.\n- Mateo reports to Sanne.\n- Emeka reports to Mateo.\n- Northwind Systems was founded in 1975.\n- Mateo works for Pinnacle Software.\n- Sanne reports to Mei.\n- Mei reports to Bruno.\n- Felix reports to Anders.\n- Northwind Systems is headquartered in Halifax.\n- Bruno works for Northwind Systems.\n- Sanne works for Pinnacle Software.\n- Fernhill Foods was founded in 1994.\n- Mei works for Fernhill Foods.\n- Emeka works for Northwind Systems.\n- Pinnacle Software was founded in 1993.\n- Felix works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Mara works for Pinnacle Software.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20093", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20094", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1703: employee Elena R., hired 09 April 2021, separated 31 December 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-1703 under the controlling rules.", "criteria": {"0": "$41,000", "1": "$9,462", "2": "$8,962", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Meridian Bank.\n- Bluepine Aviation was founded in 2002.\n- Mei reports to Bruno.\n- Sofia works for Bluepine Aviation.\n- Meridian Bank was founded in 2013.\n- Cedar Retail Group was founded in 2007.\n- Sofia reports to Amara.\n- Pablo reports to Wren.\n- Stefan reports to Aisha.\n- Amara works for Cedar Retail Group.\n- Pablo works for Cobalt Health.\n- Cedar Retail Group is headquartered in Cork.\n- Wren works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Mei works for Bluepine Aviation.\n- Aisha works for Meridian Bank.\n- Cobalt Health was founded in 2008.\n- Bluepine Aviation is headquartered in Tallinn.\n- Aisha reports to Mei.\n- Meridian Bank is headquartered in Tallinn.\n- Amara reports to Pablo.\n- Cobalt Health is headquartered in Dunedin.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20096", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20097", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20098", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 October 2025): For employees hired on or after 30 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9419: employee Elena S., hired 25 June 2024, separated 11 July 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9419?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20099", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2753: employee Viktor A., hired 30 March 2021, separated 30 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2753?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20100", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9368: employee Dmitri B., hired 19 December 2022, separated 23 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9368?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20101", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 April 2023): For employees hired on or after 02 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8739: employee Emeka S., hired 06 October 2021, separated 23 August 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-8739 under the controlling rules.", "criteria": {"0": "$4,350", "1": "$26,000", "2": "$6,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Nadia.\n- Emeka works for Bluepine Aviation.\n- Helios Logistics is headquartered in Turku.\n- Summit Energy was founded in 1991.\n- Mara reports to Hana.\n- Hana works for Lattice Analytics.\n- Stefan works for Bluepine Aviation.\n- Nadia works for Lattice Analytics.\n- Helios Logistics was founded in 1987.\n- Bluepine Aviation is headquartered in Leeds.\n- Summit Energy is headquartered in Adelaide.\n- Nadia reports to Mara.\n- Mei works for Lattice Analytics.\n- Mei reports to Emeka.\n- Callum reports to Mei.\n- Bluepine Aviation was founded in 1981.\n- Lattice Analytics is headquartered in Leeds.\n- Mara works for Helios Logistics.\n- Hana reports to Jonas.\n- Callum works for Lattice Analytics.\n- Stefan reports to Callum.\n- Lattice Analytics was founded in 2006.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Leeds", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20103", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20104", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20105", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20106", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 64502\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Bluepine Aviation was founded in 1981.\n- Bluepine Aviation is headquartered in Turku.\n- Vantage Air was founded in 1990.\n- Callum works for Lattice Analytics.\n- Amara works for Vantage Air.\n- Hana works for Cobalt Health.\n- Lattice Analytics is headquartered in Tampere.\n- Wren works for Bluepine Aviation.\n- Callum reports to Ingrid.\n- Ingrid reports to Amara.\n- Ravi reports to Hana.\n- Wren reports to Ravi.\n- Felix works for Bluepine Aviation.\n- Hana reports to Felix.\n- Ingrid works for Cobalt Health.\n- Mateo reports to Callum.\n- Mateo works for Vantage Air.\n- Amara reports to Wren.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Lattice Analytics was founded in 2004.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Ravi.\n- Bruno works for Cobalt Health.\n- Anders works for Cedar Retail Group.\n- Nadia works for Cobalt Health.\n- Stefan reports to Nadia.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Cedar Retail Group was founded in 1980.\n- Helios Logistics was founded in 2005.\n- Cobalt Health was founded in 1993.\n- Jonas works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1985.\n- Helios Logistics is headquartered in Tallinn.\n- Aisha works for Cobalt Health.\n- Ingrid works for Helios Logistics.\n- Jonas reports to Bruno.\n- Bruno reports to Anders.\n- Anders reports to Aisha.\n- Aisha reports to Stefan.\n- Cedar Retail Group is headquartered in Turku.\n- Ravi reports to Jonas.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20109", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 94888 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20110", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7029: employee Tobias K., hired 28 November 2023, separated 27 March 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-7029 under the controlling rules.", "criteria": {"0": "$8,438", "1": "$8,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20111", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 44569\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Halifax.\n- Sanne reports to Yuki.\n- Amara works for Meridian Bank.\n- Chiara reports to Kenji.\n- Helios Logistics was founded in 1985.\n- Fernhill Foods was founded in 1988.\n- Lucia reports to Chiara.\n- Summit Energy was founded in 2002.\n- Sanne works for Helios Logistics.\n- Kenji reports to Amara.\n- Meridian Bank is headquartered in Basel.\n- Aisha works for Summit Energy.\n- Amara reports to Wren.\n- Aisha reports to Lucia.\n- Helios Logistics is headquartered in Basel.\n- Chiara works for Fernhill Foods.\n- Meridian Bank was founded in 2011.\n- Yuki reports to Aisha.\n- Kenji works for Summit Energy.\n- Wren works for Summit Energy.\n- Lucia works for Summit Energy.\n- Yuki works for Meridian Bank.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20113", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20114", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20115", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3645: employee Leila R., hired 04 October 2023, separated 23 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3645?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Summit Energy is headquartered in Oslo.\n- Jonas reports to Felix.\n- Bruno reports to Jonas.\n- Felix reports to Callum.\n- Beacon Insurance is headquartered in Tallinn.\n- Callum reports to Elena.\n- Summit Energy was founded in 1983.\n- Callum works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Chiara reports to Lucia.\n- Lucia reports to Bruno.\n- Atlas Freight is headquartered in Austin.\n- Sofia works for Atlas Freight.\n- Dmitri reports to Aisha.\n- Felix works for Crescent Telecom.\n- Atlas Freight was founded in 2000.\n- Crescent Telecom was founded in 1975.\n- Elena reports to Dmitri.\n- Bruno works for Summit Energy.\n- Aisha works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Crescent Telecom is headquartered in Tallinn.\n- Aisha reports to Sofia.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20117", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20118", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20119", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8892: employee Sanne S., hired 09 March 2022, separated 06 February 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-8892 under the controlling rules.", "criteria": {"0": "$10,238", "1": "$10,150", "2": "$11,150", "3": "$43,983"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Emeka reports to Pablo.\n- Yuki reports to Ravi.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Mara reports to Yuki.\n- Mei works for Beacon Insurance.\n- Mara works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Sanne reports to Leila.\n- Priya works for Helios Logistics.\n- Pablo reports to Tessa.\n- Beacon Insurance was founded in 1977.\n- Tessa reports to Mara.\n- Pablo works for Helios Logistics.\n- Beacon Insurance is headquartered in Nagoya.\n- Anders reports to Emeka.\n- Lattice Analytics was founded in 1997.\n- Leila reports to Deshawn.\n- Priya reports to Sanne.\n- Helios Logistics is headquartered in Nagoya.\n- Helios Logistics was founded in 2015.\n- Mei reports to Anders.\n- Deshawn reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Sanne works for Helios Logistics.\n- Leila works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Bluepine Aviation was founded in 1980.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20121", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1308: employee Viktor M., hired 30 October 2021, separated 30 January 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2026-1308 under the controlling rules.", "criteria": {"0": "$93,600", "1": "$21,500", "2": "$20,600", "3": "$21,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20122", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7608: employee Yuki A., hired 05 June 2021, separated 16 July 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-7608 under the controlling rules.", "criteria": {"0": "$146,250", "1": "$33,250", "2": "$39,721", "3": "$33,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Anders.\n- Priya works for Northwind Systems.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 1985.\n- Mateo works for Northwind Systems.\n- Deshawn reports to Mateo.\n- Jonas reports to Nadia.\n- Northwind Systems is headquartered in Oslo.\n- Deshawn works for Atlas Freight.\n- Nadia reports to Bruno.\n- Jonas works for Atlas Freight.\n- Vantage Air is headquartered in Austin.\n- Anders works for Helios Logistics.\n- Bruno reports to Lucia.\n- Callum works for Vantage Air.\n- Atlas Freight is headquartered in Basel.\n- Nadia works for Northwind Systems.\n- Callum reports to Priya.\n- Priya reports to Deshawn.\n- Omar reports to Callum.\n- Atlas Freight was founded in 2005.\n- Anders reports to Jonas.\n- Lucia works for Atlas Freight.\n- Northwind Systems was founded in 2004.\n- Omar works for Helios Logistics.\n- Bruno works for Atlas Freight.\n- Vantage Air was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20124", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4857: employee Ravi B., hired 25 June 2021, separated 24 October 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-4857 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$8,062", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20125", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Zoya reports to Kenji.\n- Zoya works for Vantage Air.\n- Kenji works for Helios Logistics.\n- Omar reports to Aisha.\n- Priya works for Fernhill Foods.\n- Atlas Freight was founded in 1979.\n- Wren works for Helios Logistics.\n- Priya reports to Omar.\n- Pablo reports to Hana.\n- Fernhill Foods was founded in 2012.\n- Helios Logistics was founded in 2010.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 1979.\n- Hana reports to Priya.\n- Atlas Freight is headquartered in Porto.\n- Helios Logistics is headquartered in Malmo.\n- Fernhill Foods is headquartered in Malmo.\n- Hana works for Helios Logistics.\n- Kenji reports to Wren.\n- Aisha reports to Zoya.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1977", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Sofia reports to Lucia.\n- Zoya reports to Viktor.\n- Fernhill Foods is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Viktor reports to Sofia.\n- Pinnacle Software was founded in 1987.\n- Ingrid reports to Anders.\n- Amara works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Tessa works for Pinnacle Software.\n- Amara reports to Nadia.\n- Ravi works for Fernhill Foods.\n- Viktor works for Pinnacle Software.\n- Ravi reports to Zoya.\n- Nadia works for Fernhill Foods.\n- Callum reports to Ingrid.\n- Nadia reports to Mei.\n- Anders reports to Ravi.\n- Mei reports to Tessa.\n- Lucia reports to Amara.\n- Mei works for Cedar Retail Group.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Vantage Air is headquartered in Malmo.\n- Cedar Retail Group was founded in 1983.\n- Zoya works for Pinnacle Software.\n- Vantage Air was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20128", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20129", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7857: employee Nadia S., hired 12 March 2022, separated 05 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7857?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20130", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20131", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Dmitri reports to Yuki.\n- Summit Energy was founded in 1979.\n- Mei works for Atlas Freight.\n- Vantage Air was founded in 1999.\n- Zoya works for Vantage Air.\n- Priya reports to Kenji.\n- Felix works for Summit Energy.\n- Lucia reports to Tessa.\n- Atlas Freight is headquartered in Austin.\n- Felix reports to Leila.\n- Emeka reports to Zoya.\n- Ironwood Manufacturing was founded in 1976.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Emeka works for Ironwood Manufacturing.\n- Yuki works for Atlas Freight.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Atlas Freight was founded in 1983.\n- Leila reports to Nadia.\n- Leila works for Summit Energy.\n- Priya works for Ironwood Manufacturing.\n- Zoya reports to Mei.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Emeka.\n- Lucia works for Atlas Freight.\n- Tessa reports to Priya.\n- Yuki reports to Felix.\n- Dmitri works for Vantage Air.\n- Mei reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20133", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20134", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2824: employee Hana M., hired 07 December 2020, separated 16 June 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2026-2824 under the controlling rules.", "criteria": {"0": "$17,524", "1": "$19,654", "2": "$17,654", "3": "$76,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1983.\n- Tessa reports to Lucia.\n- Lattice Analytics is headquartered in Lyon.\n- Zoya works for Lattice Analytics.\n- Jonas reports to Tessa.\n- Fernhill Foods was founded in 1988.\n- Mara reports to Jonas.\n- Tessa works for Summit Energy.\n- Stefan works for Fernhill Foods.\n- Jonas works for Lattice Analytics.\n- Lucia reports to Zoya.\n- Lattice Analytics was founded in 1993.\n- Zoya reports to Yuki.\n- Lucia works for Lattice Analytics.\n- Stefan reports to Kenji.\n- Fernhill Foods is headquartered in Austin.\n- Mara works for Lattice Analytics.\n- Yuki works for Northwind Systems.\n- Kenji reports to Mara.\n- Summit Energy is headquartered in Austin.\n- Northwind Systems is headquartered in Austin.\n- Northwind Systems was founded in 1978.\n- Kenji works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20136", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20137", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20138", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7452: employee Elena B., hired 12 June 2021, separated 10 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7452?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20139", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20140", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20141", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6361: employee Jonas T., hired 12 March 2022, separated 18 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-6361 under the controlling rules.", "criteria": {"0": "$9,600", "1": "$32,933", "2": "$7,600", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ingrid.\n- Meridian Bank is headquartered in Malmo.\n- Callum works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Pablo reports to Hana.\n- Summit Energy was founded in 1995.\n- Anders works for Summit Energy.\n- Jonas works for Helios Logistics.\n- Aisha reports to Anders.\n- Meridian Bank was founded in 1998.\n- Cedar Retail Group is headquartered in Malmo.\n- Aisha works for Summit Energy.\n- Ingrid reports to Callum.\n- Pablo works for Cedar Retail Group.\n- Jonas reports to Yuki.\n- Anders reports to Jonas.\n- Summit Energy is headquartered in Austin.\n- Yuki reports to Pablo.\n- Ingrid works for Summit Energy.\n- Helios Logistics is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2001.\n- Helios Logistics was founded in 2010.\n- Hana works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20143", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20144", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5087: employee Deshawn T., hired 24 August 2022, separated 28 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5087?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Nagoya.\n- Wren works for Bluepine Aviation.\n- Aisha works for Cedar Retail Group.\n- Ingrid reports to Mateo.\n- Amara reports to Callum.\n- Cedar Retail Group was founded in 2006.\n- Aisha reports to Amara.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Ironwood Manufacturing was founded in 2007.\n- Leila reports to Zoya.\n- Wren reports to Aisha.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Zoya works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Cork.\n- Callum reports to Leila.\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance was founded in 1992.\n- Mateo reports to Wren.\n- Amara works for Ironwood Manufacturing.\n- Ingrid works for Beacon Insurance.\n- Leila works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20146", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20147", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20148", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1389: employee Priya T., hired 21 June 2020, separated 09 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1389?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20149", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4607: employee Tessa T., hired 31 October 2021, separated 04 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4607?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri reports to Ravi.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy was founded in 1984.\n- Omar works for Fernhill Foods.\n- Nadia reports to Dmitri.\n- Summit Energy is headquartered in Oslo.\n- Beacon Insurance was founded in 2007.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Fernhill Foods.\n- Tessa works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Tessa reports to Jonas.\n- Ravi works for Beacon Insurance.\n- Fernhill Foods was founded in 1987.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Nadia works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1985.\n- Pablo reports to Omar.\n- Omar reports to Callum.\n- Callum reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Jonas reports to Sofia.\n- Sofia reports to Callum.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Dunedin.\n- Pablo works for Atlas Freight.\n- Ravi reports to Jonas.\n- Pablo reports to Lucia.\n- Crescent Telecom was founded in 2001.\n- Ravi works for Bluepine Aviation.\n- Meridian Bank was founded in 1999.\n- Meridian Bank is headquartered in Porto.\n- Bluepine Aviation was founded in 1979.\n- Yuki works for Meridian Bank.\n- Atlas Freight was founded in 1999.\n- Yuki reports to Ravi.\n- Bruno works for Crescent Telecom.\n- Lucia works for Bluepine Aviation.\n- Wren reports to Mei.\n- Bluepine Aviation is headquartered in Porto.\n- Lucia reports to Bruno.\n- Jonas works for Meridian Bank.\n- Callum reports to Wren.\n- Wren works for Bluepine Aviation.\n- Sofia works for Atlas Freight.\n- Bruno reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20152", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1758: employee Callum K., hired 28 December 2021, separated 29 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1758?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1758 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Omar.\n- Mara reports to Dmitri.\n- Omar reports to Mara.\n- Zoya works for Meridian Bank.\n- Yuki reports to Zoya.\n- Omar works for Vantage Air.\n- Ironwood Manufacturing was founded in 1996.\n- Meridian Bank was founded in 1996.\n- Lattice Analytics was founded in 1992.\n- Vantage Air is headquartered in Cork.\n- Dmitri works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Stefan works for Meridian Bank.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Stefan reports to Ravi.\n- Ravi reports to Bruno.\n- Vantage Air was founded in 1977.\n- Sanne reports to Yuki.\n- Ironwood Manufacturing is headquartered in Cork.\n- Zoya reports to Stefan.\n- Chiara works for Ironwood Manufacturing.\n- Dmitri reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Bruno works for Meridian Bank.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20154", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4209: employee Mei S., hired 17 May 2021, separated 08 April 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-4209 under the controlling rules.", "criteria": {"0": "$25,133", "1": "$5,800", "2": "$5,850", "3": "$6,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20155", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20156", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Cork.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Vantage Air was founded in 2008.\n- Summit Energy was founded in 1978.\n- Nadia works for Summit Energy.\n- Mateo reports to Anders.\n- Mei works for Atlas Freight.\n- Anders reports to Sanne.\n- Anders works for Atlas Freight.\n- Vantage Air is headquartered in Tallinn.\n- Sanne reports to Mei.\n- Omar reports to Mateo.\n- Atlas Freight was founded in 2014.\n- Emeka works for Vantage Air.\n- Mei reports to Dmitri.\n- Emeka reports to Omar.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Nadia.\n- Atlas Freight is headquartered in Brno.\n- Mateo works for Vantage Air.\n- Fernhill Foods was founded in 2012.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sofia.\n- Callum works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Nadia reports to Deshawn.\n- Pinnacle Software was founded in 1995.\n- Cobalt Health was founded in 2002.\n- Pinnacle Software is headquartered in Valencia.\n- Ingrid reports to Amara.\n- Helios Logistics is headquartered in Ghent.\n- Sofia reports to Emeka.\n- Ingrid works for Pinnacle Software.\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 2005.\n- Bluepine Aviation was founded in 1993.\n- Mara reports to Nadia.\n- Mara works for Pinnacle Software.\n- Emeka reports to Bruno.\n- Nadia works for Bluepine Aviation.\n- Deshawn works for Cobalt Health.\n- Emeka works for Helios Logistics.\n- Dmitri reports to Kenji.\n- Amara reports to Tessa.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Dmitri.\n- Tessa reports to Callum.\n- Kenji reports to Ingrid.\n- Dmitri works for Helios Logistics.\n- Cobalt Health is headquartered in Halifax.\n- Tessa works for Pinnacle Software.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20159", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6929: employee Jonas T., hired 19 April 2020, separated 15 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6929?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Tessa reports to Ingrid.\n- Sanne reports to Ravi.\n- Ironwood Manufacturing was founded in 1977.\n- Pinnacle Software was founded in 2013.\n- Anders reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2010.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sanne works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn reports to Dmitri.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Ravi reports to Deshawn.\n- Tessa works for Pinnacle Software.\n- Chiara reports to Wren.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Dmitri reports to Sofia.\n- Anders works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Cobalt Health was founded in 2004.\n- Ingrid reports to Anders.\n- Sofia reports to Tessa.\n- Dmitri works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2011", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20161", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1076: employee Lucia A., hired 15 June 2023, separated 06 July 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1076?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Anders reports to Stefan.\n- Stefan reports to Mei.\n- Lattice Analytics is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Tallinn.\n- Leila works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1983.\n- Fernhill Foods was founded in 1978.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Lucia reports to Leila.\n- Leila reports to Nadia.\n- Mei reports to Ravi.\n- Pinnacle Software is headquartered in Oslo.\n- Zoya reports to Felix.\n- Anders works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Omar reports to Zoya.\n- Felix works for Pinnacle Software.\n- Omar works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Nadia reports to Omar.\n- Lattice Analytics was founded in 2014.\n- Ravi reports to Lucia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Lucia works for Pinnacle Software.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Leila works for Bluepine Aviation.\n- Helios Logistics was founded in 2001.\n- Cedar Retail Group was founded in 1997.\n- Zoya reports to Yuki.\n- Priya reports to Hana.\n- Callum reports to Mara.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Callum.\n- Leila reports to Zoya.\n- Cobalt Health was founded in 1984.\n- Cedar Retail Group is headquartered in Halifax.\n- Zoya works for Bluepine Aviation.\n- Mara works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Mara reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum works for Helios Logistics.\n- Yuki reports to Priya.\n- Yuki works for Bluepine Aviation.\n- Hana works for Helios Logistics.\n- Aisha reports to Nadia.\n- Helios Logistics is headquartered in Halifax.\n- Bluepine Aviation was founded in 2001.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Jonas.\n- Nadia works for Cobalt Health.\n- Stefan works for Meridian Bank.\n- Mateo reports to Nadia.\n- Tobias reports to Wren.\n- Viktor works for Cobalt Health.\n- Deshawn reports to Tobias.\n- Fernhill Foods is headquartered in Adelaide.\n- Mateo works for Fernhill Foods.\n- Felix works for Cobalt Health.\n- Hana works for Fernhill Foods.\n- Meridian Bank was founded in 1991.\n- Stefan reports to Deshawn.\n- Northwind Systems is headquartered in Ghent.\n- Tobias works for Fernhill Foods.\n- Wren works for Cobalt Health.\n- Hana reports to Viktor.\n- Jonas reports to Hana.\n- Cobalt Health was founded in 1978.\n- Viktor reports to Stefan.\n- Jonas works for Meridian Bank.\n- Cobalt Health is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Northwind Systems was founded in 2008.\n- Felix reports to Mateo.\n- Deshawn works for Meridian Bank.\n- Fernhill Foods was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20165", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5474: employee Nadia B., hired 11 March 2021, separated 10 November 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5474?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20166", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2736: employee Leila S., hired 01 November 2022, separated 08 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2736?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20168", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20169", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20170", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6404: employee Ingrid B., hired 03 October 2020, separated 22 December 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-6404 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$10,885", "2": "$8,308", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Halifax.\n- Wren reports to Hana.\n- Cobalt Health was founded in 1976.\n- Bruno reports to Zoya.\n- Callum reports to Mateo.\n- Summit Energy was founded in 2006.\n- Zoya reports to Wren.\n- Viktor works for Beacon Insurance.\n- Mei reports to Deshawn.\n- Deshawn reports to Sofia.\n- Beacon Insurance was founded in 2015.\n- Hana works for Beacon Insurance.\n- Sofia reports to Viktor.\n- Mateo reports to Bruno.\n- Sofia works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Northwind Systems is headquartered in Halifax.\n- Callum works for Beacon Insurance.\n- Mateo works for Cobalt Health.\n- Bruno works for Beacon Insurance.\n- Hana reports to Mei.\n- Northwind Systems was founded in 2013.\n- Beacon Insurance is headquartered in Malmo.\n- Summit Energy is headquartered in Oslo.\n- Mei works for Beacon Insurance.\n- Zoya works for Cobalt Health.\n- Deshawn works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20172", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20173", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9909: employee Chiara M., hired 21 January 2024, separated 14 May 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-9909 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$5,850", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20174", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20175", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20176", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20177", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20178", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20179", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "play_music", "2": "control_lights", "3": "set_timer", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Elena reports to Mei.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Helios Logistics is headquartered in Dunedin.\n- Atlas Freight is headquartered in Ghent.\n- Kenji works for Cedar Retail Group.\n- Tessa reports to Kenji.\n- Nadia works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Aisha reports to Hana.\n- Aisha works for Helios Logistics.\n- Atlas Freight was founded in 1996.\n- Cedar Retail Group was founded in 1992.\n- Ironwood Manufacturing was founded in 1991.\n- Mei reports to Nadia.\n- Mateo reports to Tessa.\n- Ravi reports to Elena.\n- Nadia reports to Aisha.\n- Tessa works for Cedar Retail Group.\n- Helios Logistics was founded in 1996.\n- Priya reports to Ravi.\n- Mateo works for Helios Logistics.\n- Hana reports to Mateo.\n- Elena works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20181", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5201: employee Wren R., hired 11 July 2022, separated 11 December 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5201?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20183", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4122: employee Jonas K., hired 22 March 2022, separated 02 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2025-4122 under the controlling rules.", "criteria": {"0": "$39,650", "1": "$9,225", "2": "$9,150", "3": "$9,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20184", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 18 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 September 2025): For employees hired on or after 22 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4125: employee Mei K., hired 29 September 2024, separated 08 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4125?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20185", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20186", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8154: employee Tobias T., hired 04 March 2022, separated 29 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8154?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20187", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2462: employee Lucia T., hired 25 August 2021, separated 10 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2462?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Beacon Insurance.\n- Meridian Bank was founded in 2006.\n- Tessa works for Northwind Systems.\n- Stefan reports to Mara.\n- Beacon Insurance was founded in 1979.\n- Stefan works for Beacon Insurance.\n- Wren works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Omar reports to Tessa.\n- Elena works for Cedar Retail Group.\n- Tessa reports to Elena.\n- Wren reports to Omar.\n- Bruno reports to Deshawn.\n- Beacon Insurance is headquartered in Oslo.\n- Northwind Systems was founded in 2007.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mara reports to Bruno.\n- Omar works for Northwind Systems.\n- Deshawn reports to Wren.\n- Cedar Retail Group was founded in 2008.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20189", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20190", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5344: employee Amara R., hired 03 January 2023, separated 07 September 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-5344 under the controlling rules.", "criteria": {"0": "$2,550", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Basel.\n- Crescent Telecom is headquartered in Valencia.\n- Ravi reports to Lucia.\n- Priya works for Pinnacle Software.\n- Omar works for Atlas Freight.\n- Anders reports to Ravi.\n- Bruno reports to Priya.\n- Stefan works for Crescent Telecom.\n- Bruno works for Pinnacle Software.\n- Fernhill Foods was founded in 1998.\n- Fernhill Foods is headquartered in Valencia.\n- Zoya works for Pinnacle Software.\n- Stefan reports to Zoya.\n- Crescent Telecom was founded in 2006.\n- Atlas Freight was founded in 1976.\n- Lucia reports to Omar.\n- Zoya reports to Bruno.\n- Lucia works for Atlas Freight.\n- Pinnacle Software is headquartered in Basel.\n- Pinnacle Software was founded in 2002.\n- Ravi works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Omar reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20192", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4832: employee Bruno M., hired 30 May 2024, separated 23 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4832?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Aisha.\n- Hana works for Meridian Bank.\n- Northwind Systems was founded in 2009.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1991.\n- Omar works for Cobalt Health.\n- Amara works for Meridian Bank.\n- Emeka works for Cedar Retail Group.\n- Hana reports to Emeka.\n- Meridian Bank is headquartered in Dunedin.\n- Amara reports to Tessa.\n- Omar reports to Amara.\n- Meridian Bank was founded in 1983.\n- Tessa works for Cobalt Health.\n- Aisha works for Meridian Bank.\n- Sofia works for Cobalt Health.\n- Pablo reports to Sofia.\n- Ingrid reports to Pablo.\n- Cedar Retail Group is headquartered in Dunedin.\n- Aisha reports to Hana.\n- Emeka reports to Dmitri.\n- Pablo works for Cedar Retail Group.\n- Tessa reports to Ingrid.\n- Northwind Systems is headquartered in Leeds.\n- Dmitri works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Cedar Retail Group was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20195", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Omar reports to Sanne.\n- Bluepine Aviation was founded in 1996.\n- Mara works for Crescent Telecom.\n- Aisha reports to Anders.\n- Deshawn reports to Kenji.\n- Felix reports to Mara.\n- Fernhill Foods is headquartered in Leeds.\n- Aisha works for Fernhill Foods.\n- Kenji works for Ironwood Manufacturing.\n- Sanne works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Sanne reports to Yuki.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji reports to Aisha.\n- Anders reports to Omar.\n- Wren reports to Emeka.\n- Fernhill Foods was founded in 2005.\n- Mara reports to Wren.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka reports to Callum.\n- Callum reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Felix works for Bluepine Aviation.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 2002.\n- Omar works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2014.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20197", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20198", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 24906, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20200", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5501: employee Jonas A., hired 10 April 2024, separated 02 May 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-5501 under the controlling rules.", "criteria": {"0": "$12,000", "1": "$14,000", "2": "$52,000", "3": "$12,115"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Mei works for Vantage Air.\n- Omar reports to Pablo.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Mei reports to Callum.\n- Omar works for Bluepine Aviation.\n- Priya works for Vantage Air.\n- Priya reports to Omar.\n- Lattice Analytics is headquartered in Malmo.\n- Bluepine Aviation was founded in 1993.\n- Ironwood Manufacturing was founded in 2007.\n- Pablo reports to Zoya.\n- Vantage Air is headquartered in Leeds.\n- Callum reports to Felix.\n- Aisha reports to Priya.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lattice Analytics was founded in 1988.\n- Bluepine Aviation is headquartered in Leeds.\n- Felix reports to Aisha.\n- Callum works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Zoya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20202", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mateo.\n- Emeka reports to Leila.\n- Beacon Insurance was founded in 1985.\n- Summit Energy was founded in 2013.\n- Kenji works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Emeka works for Atlas Freight.\n- Leila reports to Nadia.\n- Ravi reports to Mara.\n- Nadia works for Atlas Freight.\n- Nadia reports to Ravi.\n- Mara works for Atlas Freight.\n- Ingrid works for Bluepine Aviation.\n- Mara reports to Kenji.\n- Mateo reports to Ingrid.\n- Atlas Freight is headquartered in Tallinn.\n- Ravi works for Beacon Insurance.\n- Mateo works for Summit Energy.\n- Atlas Freight was founded in 2005.\n- Bluepine Aviation was founded in 1976.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Stefan works for Pinnacle Software.\n- Lucia reports to Kenji.\n- Emeka works for Cobalt Health.\n- Yuki works for Bluepine Aviation.\n- Elena reports to Emeka.\n- Priya works for Cobalt Health.\n- Emeka reports to Lucia.\n- Priya reports to Jonas.\n- Deshawn works for Helios Logistics.\n- Jonas reports to Deshawn.\n- Felix works for Bluepine Aviation.\n- Stefan reports to Felix.\n- Deshawn reports to Stefan.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cobalt Health is headquartered in Dunedin.\n- Helios Logistics is headquartered in Dunedin.\n- Felix reports to Elena.\n- Pinnacle Software was founded in 1989.\n- Helios Logistics was founded in 1996.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1987.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.\n- Elena works for Cobalt Health.\n- Yuki reports to Priya.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20205", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4264: employee Stefan B., hired 30 May 2023, separated 25 March 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2025-4264 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,500", "2": "$10,833", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Crescent Telecom was founded in 1986.\n- Beacon Insurance is headquartered in Bergen.\n- Mara reports to Amara.\n- Viktor reports to Pablo.\n- Felix reports to Omar.\n- Priya works for Pinnacle Software.\n- Hana reports to Lucia.\n- Lucia reports to Ingrid.\n- Mateo reports to Felix.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Pinnacle Software was founded in 1998.\n- Viktor works for Beacon Insurance.\n- Omar works for Cedar Retail Group.\n- Ingrid reports to Wren.\n- Crescent Telecom is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Pablo works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Omar reports to Viktor.\n- Lucia works for Crescent Telecom.\n- Priya reports to Hana.\n- Cedar Retail Group was founded in 1985.\n- Wren reports to Mateo.\n- Beacon Insurance was founded in 1992.\n- Hana works for Beacon Insurance.\n- Pablo reports to Mara.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20207", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4920: employee Felix R., hired 27 October 2022, separated 24 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4920?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Aisha reports to Omar.\n- Bruno reports to Callum.\n- Summit Energy was founded in 1986.\n- Bruno works for Crescent Telecom.\n- Callum works for Summit Energy.\n- Deshawn reports to Viktor.\n- Viktor works for Cobalt Health.\n- Deshawn works for Pinnacle Software.\n- Summit Energy is headquartered in Valencia.\n- Nadia reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Omar reports to Amara.\n- Nadia works for Summit Energy.\n- Cobalt Health was founded in 1978.\n- Pinnacle Software was founded in 2002.\n- Cobalt Health is headquartered in Leeds.\n- Amara reports to Deshawn.\n- Crescent Telecom was founded in 1982.\n- Amara works for Crescent Telecom.\n- Omar works for Summit Energy.\n- Pinnacle Software is headquartered in Cork.\n- Callum reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Zoya.\n- Priya works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Cedar Retail Group was founded in 2008.\n- Jonas works for Beacon Insurance.\n- Priya reports to Mei.\n- Callum works for Beacon Insurance.\n- Mei reports to Callum.\n- Zoya reports to Priya.\n- Omar reports to Jonas.\n- Emeka works for Beacon Insurance.\n- Aisha works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Mei works for Lattice Analytics.\n- Callum reports to Omar.\n- Viktor reports to Tessa.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 1980.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 2010.\n- Cedar Retail Group is headquartered in Ghent.\n- Tessa reports to Aisha.\n- Beacon Insurance is headquartered in Turku.\n- Viktor works for Cobalt Health.\n- Tessa works for Cedar Retail Group.\n- Jonas reports to Emeka.\n- Cobalt Health was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20210", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20211", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sofia.\n- Sofia works for Meridian Bank.\n- Emeka reports to Mara.\n- Tobias reports to Lucia.\n- Tobias works for Beacon Insurance.\n- Nadia reports to Aisha.\n- Sofia reports to Emeka.\n- Emeka works for Summit Energy.\n- Priya works for Beacon Insurance.\n- Lucia reports to Priya.\n- Anders works for Summit Energy.\n- Pinnacle Software is headquartered in Tampere.\n- Summit Energy was founded in 1983.\n- Pinnacle Software was founded in 1997.\n- Lucia works for Beacon Insurance.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1981.\n- Aisha works for Meridian Bank.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Mara works for Summit Energy.\n- Beacon Insurance was founded in 1991.\n- Bruno reports to Anders.\n- Bruno works for Pinnacle Software.\n- Amara works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Summit Energy is headquartered in Malmo.\n- Aisha reports to Bruno.\n- Amara reports to Mateo.\n- Mara reports to Nadia.\n- Anders reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20213", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20214", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3310: employee Deshawn B., hired 20 November 2023, separated 01 March 2027 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-3310 under the controlling rules.", "criteria": {"0": "$8,200", "1": "$8,250", "2": "$35,533", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Mateo reports to Kenji.\n- Dmitri reports to Mateo.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor reports to Mei.\n- Fernhill Foods was founded in 1989.\n- Anders reports to Sanne.\n- Crescent Telecom is headquartered in Oslo.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Hana reports to Dmitri.\n- Dmitri works for Fernhill Foods.\n- Hana works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Fernhill Foods is headquartered in Bergen.\n- Viktor works for Pinnacle Software.\n- Crescent Telecom was founded in 1985.\n- Kenji reports to Viktor.\n- Mei works for Lattice Analytics.\n- Pinnacle Software was founded in 1981.\n- Sanne reports to Hana.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Vantage Air was founded in 1975.\n- Stefan reports to Viktor.\n- Lattice Analytics was founded in 1989.\n- Stefan works for Cobalt Health.\n- Viktor reports to Callum.\n- Nadia works for Beacon Insurance.\n- Callum reports to Lucia.\n- Ingrid works for Lattice Analytics.\n- Lucia reports to Ingrid.\n- Lucia works for Cobalt Health.\n- Deshawn works for Vantage Air.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Deshawn reports to Kenji.\n- Nadia reports to Stefan.\n- Beacon Insurance was founded in 1976.\n- Viktor works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Lattice Analytics is headquartered in Oslo.\n- Vantage Air is headquartered in Valencia.\n- Cobalt Health was founded in 1980.\n- Ingrid reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20217", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3190: employee Tobias S., hired 10 March 2022, separated 28 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3190?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20218", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20219", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20220", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 4, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8995: employee Stefan A., hired 04 April 2022, separated 10 February 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-8995 under the controlling rules.", "criteria": {"0": "$5,938", "1": "$5,500", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8995 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20221", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20222", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20223", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Bruno.\n- Priya reports to Callum.\n- Northwind Systems is headquartered in Malmo.\n- Yuki works for Northwind Systems.\n- Amara reports to Priya.\n- Bruno works for Crescent Telecom.\n- Callum reports to Stefan.\n- Priya works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Leila reports to Tessa.\n- Meridian Bank is headquartered in Malmo.\n- Bruno reports to Tobias.\n- Viktor works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Tobias reports to Anders.\n- Yuki reports to Amara.\n- Leila works for Crescent Telecom.\n- Meridian Bank was founded in 1989.\n- Crescent Telecom was founded in 1990.\n- Tessa reports to Yuki.\n- Stefan works for Northwind Systems.\n- Cobalt Health was founded in 1980.\n- Amara works for Cobalt Health.\n- Anders reports to Mara.\n- Crescent Telecom is headquartered in Adelaide.\n- Cobalt Health is headquartered in Cork.\n- Tobias works for Northwind Systems.\n- Mara works for Crescent Telecom.\n- Mara reports to Leila.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 2005.\n- Northwind Systems is headquartered in Basel.\n- Dmitri works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2004.\n- Wren reports to Sofia.\n- Cobalt Health is headquartered in Basel.\n- Dmitri reports to Aisha.\n- Hana works for Ironwood Manufacturing.\n- Emeka works for Northwind Systems.\n- Aisha works for Meridian Bank.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Northwind Systems was founded in 1993.\n- Wren works for Cobalt Health.\n- Emeka reports to Dmitri.\n- Bruno reports to Emeka.\n- Sofia reports to Hana.\n- Aisha reports to Deshawn.\n- Meridian Bank is headquartered in Brno.\n- Hana reports to Bruno.\n- Bruno works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20226", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Sanne reports to Chiara.\n- Bluepine Aviation was founded in 1994.\n- Summit Energy was founded in 1988.\n- Sanne works for Ironwood Manufacturing.\n- Kenji reports to Callum.\n- Bluepine Aviation is headquartered in Dunedin.\n- Leila works for Bluepine Aviation.\n- Callum reports to Pablo.\n- Priya reports to Leila.\n- Priya works for Bluepine Aviation.\n- Wren reports to Priya.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Amara reports to Anders.\n- Chiara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Porto.\n- Meridian Bank was founded in 2014.\n- Kenji works for Bluepine Aviation.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1994.\n- Dmitri works for Meridian Bank.\n- Hana works for Summit Energy.\n- Pablo works for Meridian Bank.\n- Hana reports to Kenji.\n- Pablo reports to Dmitri.\n- Callum works for Meridian Bank.\n- Leila reports to Sanne.\n- Anders reports to Hana.\n- Chiara reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1989", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20228", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 February 2023): For employees hired on or after 15 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9638: employee Chiara K., hired 09 October 2022, separated 26 July 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-9638 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$7,000", "2": "$2,100", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20229", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7127: employee Elena M., hired 24 July 2023, separated 08 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7127?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Wren reports to Jonas.\n- Summit Energy was founded in 1981.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ravi works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Wren works for Summit Energy.\n- Atlas Freight was founded in 1996.\n- Chiara reports to Wren.\n- Summit Energy is headquartered in Ghent.\n- Jonas works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Leila reports to Yuki.\n- Jonas reports to Emeka.\n- Yuki works for Beacon Insurance.\n- Yuki reports to Chiara.\n- Atlas Freight is headquartered in Lyon.\n- Emeka reports to Ravi.\n- Beacon Insurance was founded in 1983.\n- Emeka works for Ironwood Manufacturing.\n- Leila works for Atlas Freight.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Northwind Systems is headquartered in Nagoya.\n- Helios Logistics is headquartered in Nagoya.\n- Dmitri reports to Zoya.\n- Summit Energy was founded in 1997.\n- Mateo works for Summit Energy.\n- Northwind Systems was founded in 2000.\n- Helios Logistics was founded in 1977.\n- Fernhill Foods is headquartered in Valencia.\n- Wren works for Fernhill Foods.\n- Ravi reports to Deshawn.\n- Zoya works for Summit Energy.\n- Deshawn works for Northwind Systems.\n- Bruno reports to Mateo.\n- Sanne reports to Ravi.\n- Fernhill Foods was founded in 1990.\n- Sanne works for Fernhill Foods.\n- Deshawn reports to Dmitri.\n- Summit Energy is headquartered in Leeds.\n- Mateo reports to Wren.\n- Bruno works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Zoya reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Priya.\n- Tessa works for Crescent Telecom.\n- Omar reports to Aisha.\n- Amara reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Sofia works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Cobalt Health was founded in 1994.\n- Omar works for Crescent Telecom.\n- Aisha reports to Ingrid.\n- Bluepine Aviation was founded in 2000.\n- Summit Energy is headquartered in Nagoya.\n- Summit Energy was founded in 1988.\n- Bluepine Aviation is headquartered in Cork.\n- Aisha works for Bluepine Aviation.\n- Nadia works for Crescent Telecom.\n- Priya reports to Hana.\n- Amara works for Bluepine Aviation.\n- Nadia reports to Sofia.\n- Hana reports to Leila.\n- Leila reports to Omar.\n- Cobalt Health is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Austin.\n- Sofia reports to Mei.\n- Mei works for Summit Energy.\n- Crescent Telecom was founded in 1983.\n- Ingrid works for Crescent Telecom.\n- Mei reports to Tessa.\n- Ingrid reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1985.\n- Omar works for Northwind Systems.\n- Pinnacle Software was founded in 2007.\n- Helios Logistics was founded in 2000.\n- Tobias reports to Leila.\n- Bruno reports to Pablo.\n- Pablo reports to Tobias.\n- Beacon Insurance was founded in 1995.\n- Mei reports to Tessa.\n- Northwind Systems is headquartered in Brno.\n- Bruno works for Northwind Systems.\n- Tessa reports to Elena.\n- Leila works for Beacon Insurance.\n- Pinnacle Software is headquartered in Dunedin.\n- Omar reports to Mei.\n- Pablo works for Northwind Systems.\n- Wren works for Beacon Insurance.\n- Elena works for Pinnacle Software.\n- Tobias works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Wren reports to Bruno.\n- Sofia works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Tessa works for Beacon Insurance.\n- Sofia reports to Omar.\n- Leila reports to Sofia.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Felix.\n- Atlas Freight is headquartered in Cork.\n- Jonas reports to Mei.\n- Anders works for Lattice Analytics.\n- Fernhill Foods was founded in 1997.\n- Atlas Freight was founded in 1979.\n- Cobalt Health was founded in 1991.\n- Felix reports to Zoya.\n- Ingrid works for Cobalt Health.\n- Lattice Analytics is headquartered in Brno.\n- Mei reports to Ingrid.\n- Hana reports to Anders.\n- Fernhill Foods is headquartered in Adelaide.\n- Cobalt Health is headquartered in Adelaide.\n- Jonas works for Atlas Freight.\n- Zoya reports to Chiara.\n- Mei works for Lattice Analytics.\n- Ingrid reports to Hana.\n- Hana works for Fernhill Foods.\n- Lattice Analytics was founded in 2000.\n- Chiara works for Atlas Freight.\n- Zoya works for Cobalt Health.\n- Felix works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20235", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Aisha.\n- Yuki works for Northwind Systems.\n- Aisha reports to Yuki.\n- Cedar Retail Group was founded in 2011.\n- Callum works for Bluepine Aviation.\n- Kenji reports to Jonas.\n- Bluepine Aviation is headquartered in Turku.\n- Jonas reports to Emeka.\n- Aisha works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Northwind Systems is headquartered in Porto.\n- Zoya reports to Chiara.\n- Crescent Telecom was founded in 2015.\n- Bluepine Aviation was founded in 1989.\n- Zoya works for Northwind Systems.\n- Cedar Retail Group is headquartered in Ghent.\n- Yuki reports to Callum.\n- Northwind Systems was founded in 1996.\n- Crescent Telecom is headquartered in Austin.\n- Kenji works for Bluepine Aviation.\n- Chiara works for Cedar Retail Group.\n- Callum reports to Kenji.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20237", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20238", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20239", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2346: employee Elena A., hired 12 July 2021, separated 03 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2346?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Dmitri works for Fernhill Foods.\n- Anders reports to Chiara.\n- Elena works for Cobalt Health.\n- Fernhill Foods was founded in 1991.\n- Kenji reports to Callum.\n- Helios Logistics was founded in 1984.\n- Pablo works for Pinnacle Software.\n- Mei works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Pablo reports to Sanne.\n- Zoya reports to Pablo.\n- Mei reports to Leila.\n- Pinnacle Software was founded in 2011.\n- Leila works for Pinnacle Software.\n- Cobalt Health is headquartered in Nagoya.\n- Elena reports to Mei.\n- Omar reports to Zoya.\n- Chiara works for Cobalt Health.\n- Kenji works for Pinnacle Software.\n- Callum reports to Elena.\n- Omar works for Helios Logistics.\n- Chiara reports to Kenji.\n- Cobalt Health was founded in 1979.\n- Pinnacle Software is headquartered in Malmo.\n- Helios Logistics is headquartered in Basel.\n- Dmitri reports to Omar.\n- Sanne works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Anders works for Pinnacle Software.\n- Leila reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2009", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Kenji works for Cobalt Health.\n- Dmitri reports to Ingrid.\n- Kenji reports to Amara.\n- Summit Energy was founded in 2013.\n- Elena works for Pinnacle Software.\n- Deshawn reports to Jonas.\n- Ingrid reports to Elena.\n- Emeka reports to Aisha.\n- Pinnacle Software was founded in 2008.\n- Summit Energy is headquartered in Cork.\n- Emeka works for Cobalt Health.\n- Dmitri works for Lattice Analytics.\n- Aisha reports to Dmitri.\n- Cobalt Health was founded in 2010.\n- Nadia reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.\n- Jonas reports to Nadia.\n- Cobalt Health is headquartered in Ghent.\n- Lattice Analytics was founded in 1990.\n- Elena reports to Deshawn.\n- Ingrid works for Summit Energy.\n- Lattice Analytics is headquartered in Dunedin.\n- Deshawn works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Amara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20242", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8822: employee Stefan M., hired 07 June 2023, separated 06 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8822?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20243", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20244", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Pinnacle Software was founded in 1981.\n- Chiara reports to Tessa.\n- Pablo works for Pinnacle Software.\n- Fernhill Foods was founded in 1997.\n- Sanne works for Bluepine Aviation.\n- Tessa reports to Leila.\n- Bluepine Aviation is headquartered in Turku.\n- Hana reports to Felix.\n- Leila reports to Sanne.\n- Bluepine Aviation was founded in 2015.\n- Felix works for Fernhill Foods.\n- Sanne reports to Pablo.\n- Crescent Telecom was founded in 1978.\n- Crescent Telecom is headquartered in Tampere.\n- Leila works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Hana.\n- Pinnacle Software is headquartered in Tampere.\n- Hana works for Crescent Telecom.\n- Pablo reports to Ravi.\n- Tessa works for Fernhill Foods.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20246", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20247", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 97279 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "request_refund", "2": "exchange_item", "3": "track_order", "4": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20248", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Zoya reports to Priya.\n- Priya reports to Bruno.\n- Ingrid reports to Chiara.\n- Chiara reports to Pablo.\n- Summit Energy is headquartered in Dunedin.\n- Bruno reports to Ingrid.\n- Summit Energy was founded in 2010.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara works for Meridian Bank.\n- Pablo works for Summit Energy.\n- Emeka reports to Yuki.\n- Priya works for Summit Energy.\n- Ingrid works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Leila works for Summit Energy.\n- Emeka works for Summit Energy.\n- Pinnacle Software was founded in 1977.\n- Pablo reports to Emeka.\n- Leila reports to Zoya.\n- Yuki reports to Jonas.\n- Meridian Bank is headquartered in Austin.\n- Meridian Bank was founded in 1992.\n- Yuki works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20250", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20251", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 7, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5977: employee Priya B., hired 05 August 2023, separated 23 June 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-5977 under the controlling rules.", "criteria": {"0": "$3,115", "1": "$8,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5977 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Jonas.\n- Zoya works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Amara reports to Sanne.\n- Mei works for Fernhill Foods.\n- Sanne reports to Pablo.\n- Atlas Freight is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Tampere.\n- Mara works for Atlas Freight.\n- Pablo reports to Tessa.\n- Nadia reports to Mara.\n- Mei reports to Nadia.\n- Fernhill Foods is headquartered in Dunedin.\n- Beacon Insurance was founded in 2001.\n- Jonas reports to Amara.\n- Fernhill Foods was founded in 1985.\n- Zoya reports to Mei.\n- Atlas Freight was founded in 2004.\n- Sanne works for Pinnacle Software.\n- Jonas works for Beacon Insurance.\n- Amara works for Atlas Freight.\n- Mara reports to Elena.\n- Pablo works for Pinnacle Software.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri reports to Zoya.\n- Tessa works for Atlas Freight.\n- Pinnacle Software was founded in 1982.\n- Nadia works for Atlas Freight.\n- Elena reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1996", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20253", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20254", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20255", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 April 2025): For employees hired on or after 22 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6055: employee Sofia B., hired 19 April 2024, separated 08 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6055?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20256", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20257", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20258", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 18561\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20259", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3123: employee Yuki K., hired 15 August 2024, separated 22 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3123?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20260", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8708: employee Mara B., hired 13 June 2024, separated 02 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8708?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Leila works for Cobalt Health.\n- Mei reports to Sofia.\n- Cobalt Health is headquartered in Cork.\n- Viktor reports to Yuki.\n- Leila reports to Mei.\n- Sofia works for Fernhill Foods.\n- Viktor works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Tampere.\n- Yuki reports to Priya.\n- Cedar Retail Group is headquartered in Porto.\n- Cobalt Health was founded in 1994.\n- Priya works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Yuki works for Fernhill Foods.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Ironwood Manufacturing was founded in 2010.\n- Sofia reports to Viktor.\n- Lucia works for Cobalt Health.\n- Fernhill Foods was founded in 1991.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Dmitri reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20262", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8562: employee Zoya A., hired 04 February 2025, separated 02 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8562?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Yuki works for Beacon Insurance.\n- Fernhill Foods was founded in 2013.\n- Mara reports to Yuki.\n- Beacon Insurance is headquartered in Valencia.\n- Nadia works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Malmo.\n- Priya works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Meridian Bank was founded in 2004.\n- Stefan reports to Mara.\n- Nadia reports to Kenji.\n- Cedar Retail Group is headquartered in Malmo.\n- Felix reports to Stefan.\n- Cedar Retail Group was founded in 1987.\n- Emeka works for Beacon Insurance.\n- Yuki reports to Nadia.\n- Priya reports to Emeka.\n- Mara works for Cedar Retail Group.\n- Meridian Bank is headquartered in Valencia.\n- Stefan works for Cedar Retail Group.\n- Emeka reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20264", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Anders reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Cork.\n- Chiara works for Helios Logistics.\n- Lattice Analytics was founded in 1980.\n- Chiara reports to Felix.\n- Omar reports to Chiara.\n- Anders works for Helios Logistics.\n- Deshawn reports to Bruno.\n- Stefan works for Beacon Insurance.\n- Zoya reports to Stefan.\n- Bruno reports to Zoya.\n- Stefan reports to Omar.\n- Felix works for Beacon Insurance.\n- Deshawn works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1992.\n- Omar works for Beacon Insurance.\n- Helios Logistics is headquartered in Dunedin.\n- Beacon Insurance was founded in 2003.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Zoya works for Helios Logistics.\n- Helios Logistics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20266", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20267", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9838: employee Omar T., hired 16 July 2023, separated 11 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9838?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20268", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9811: employee Anders R., hired 26 June 2023, separated 22 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9811?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20269", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Ingrid works for Beacon Insurance.\n- Atlas Freight is headquartered in Leeds.\n- Hana works for Helios Logistics.\n- Beacon Insurance is headquartered in Turku.\n- Elena works for Atlas Freight.\n- Helios Logistics was founded in 1992.\n- Pablo reports to Stefan.\n- Beacon Insurance was founded in 2009.\n- Stefan reports to Mei.\n- Mei reports to Elena.\n- Atlas Freight was founded in 2006.\n- Ingrid reports to Hana.\n- Pinnacle Software was founded in 1986.\n- Zoya reports to Kenji.\n- Zoya works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Kenji reports to Ingrid.\n- Stefan works for Beacon Insurance.\n- Pablo works for Atlas Freight.\n- Hana reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20271", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3345: employee Viktor M., hired 06 November 2022, separated 27 January 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-3345 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$3,115", "3": "$7,192"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20272", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20273", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 October 2025): For employees hired on or after 07 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9783: employee Omar B., hired 17 March 2024, separated 18 November 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-9783 under the controlling rules.", "criteria": {"0": "$6,192", "1": "$4,413", "2": "$22,500", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20274", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2569: employee Priya B., hired 04 March 2023, separated 30 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2569?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20275", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20276", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 April 2025): For employees hired on or after 09 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5314: employee Wren M., hired 19 November 2023, separated 29 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5314?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20277", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9277: employee Yuki M., hired 01 January 2024, separated 05 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9277?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20278", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4208: employee Sanne R., hired 18 April 2024, separated 06 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4208?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20279", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2129: employee Callum A., hired 21 March 2023, separated 07 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-2129?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20280", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1982.\n- Atlas Freight was founded in 2003.\n- Atlas Freight is headquartered in Bergen.\n- Felix reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Emeka works for Helios Logistics.\n- Ravi works for Atlas Freight.\n- Emeka reports to Sanne.\n- Helios Logistics was founded in 2013.\n- Bruno works for Beacon Insurance.\n- Lattice Analytics was founded in 1981.\n- Lattice Analytics is headquartered in Leeds.\n- Helios Logistics is headquartered in Nagoya.\n- Aisha works for Beacon Insurance.\n- Ravi reports to Emeka.\n- Anders reports to Ravi.\n- Sanne reports to Aisha.\n- Anders works for Atlas Freight.\n- Pablo reports to Anders.\n- Felix works for Beacon Insurance.\n- Sanne works for Helios Logistics.\n- Aisha reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20282", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20283", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8107: employee Pablo R., hired 03 September 2019, separated 24 May 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-8107 under the controlling rules.", "criteria": {"0": "$49,833", "1": "$11,000", "2": "$11,562", "3": "$11,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20284", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8819: employee Mateo M., hired 08 September 2021, separated 16 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8819?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20285", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20286", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20287", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Felix reports to Sofia.\n- Mei reports to Felix.\n- Tobias reports to Mateo.\n- Helios Logistics is headquartered in Tampere.\n- Omar works for Meridian Bank.\n- Lattice Analytics is headquartered in Malmo.\n- Helios Logistics was founded in 1985.\n- Sofia works for Helios Logistics.\n- Hana reports to Aisha.\n- Mateo works for Beacon Insurance.\n- Felix works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Meridian Bank was founded in 2004.\n- Aisha works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.\n- Aisha reports to Omar.\n- Tobias works for Lattice Analytics.\n- Hana works for Meridian Bank.\n- Mateo reports to Hana.\n- Sofia reports to Tobias.\n- Lattice Analytics was founded in 1975.\n- Beacon Insurance was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20289", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2373: employee Stefan S., hired 01 September 2021, separated 07 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2373?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20290", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3032: employee Sofia T., hired 09 August 2022, separated 29 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3032?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Lattice Analytics.\n- Callum reports to Omar.\n- Chiara reports to Elena.\n- Jonas works for Vantage Air.\n- Leila works for Cobalt Health.\n- Leila reports to Chiara.\n- Ravi works for Vantage Air.\n- Callum works for Bluepine Aviation.\n- Elena reports to Callum.\n- Vantage Air was founded in 2010.\n- Omar works for Cobalt Health.\n- Sanne reports to Stefan.\n- Jonas reports to Sanne.\n- Stefan works for Vantage Air.\n- Bluepine Aviation was founded in 1989.\n- Chiara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Valencia.\n- Vantage Air is headquartered in Austin.\n- Lattice Analytics was founded in 1976.\n- Lucia works for Vantage Air.\n- Elena works for Lattice Analytics.\n- Lucia reports to Leila.\n- Stefan reports to Ravi.\n- Cobalt Health is headquartered in Leeds.\n- Cobalt Health was founded in 2009.\n- Bluepine Aviation is headquartered in Valencia.\n- Omar reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20292", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20293", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20294", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20295", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2202: employee Ingrid S., hired 25 February 2024, separated 19 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2202?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20296", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20297", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20298", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Yuki works for Ironwood Manufacturing.\n- Omar reports to Jonas.\n- Anders works for Summit Energy.\n- Helios Logistics is headquartered in Porto.\n- Omar works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1993.\n- Jonas reports to Emeka.\n- Emeka works for Summit Energy.\n- Wren reports to Yuki.\n- Summit Energy is headquartered in Porto.\n- Helios Logistics was founded in 1998.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 2002.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Wren.\n- Aisha reports to Anders.\n- Tobias works for Helios Logistics.\n- Tobias reports to Sofia.\n- Sofia works for Summit Energy.\n- Emeka reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Yuki reports to Omar.\n- Anders reports to Tobias.\n- Aisha works for Lattice Analytics.\n- Summit Energy was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20300", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9516: employee Jonas R., hired 28 May 2020, separated 14 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9516?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20301", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6992: employee Amara M., hired 22 October 2023, separated 02 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6992?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Emeka reports to Elena.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia works for Meridian Bank.\n- Yuki reports to Lucia.\n- Sanne reports to Yuki.\n- Deshawn reports to Mei.\n- Aisha reports to Emeka.\n- Aisha works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Meridian Bank is headquartered in Lyon.\n- Amara works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Cobalt Health was founded in 1987.\n- Ingrid reports to Bruno.\n- Lucia reports to Deshawn.\n- Elena reports to Sanne.\n- Ingrid works for Cedar Retail Group.\n- Tessa reports to Aisha.\n- Meridian Bank was founded in 1981.\n- Bruno reports to Tessa.\n- Yuki works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health is headquartered in Valencia.\n- Cedar Retail Group was founded in 2011.\n- Beacon Insurance was founded in 1978.\n- Tessa works for Cedar Retail Group.\n- Amara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20303", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Vantage Air was founded in 1991.\n- Omar reports to Nadia.\n- Felix works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Bruno reports to Stefan.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Fernhill Foods is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1980.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Anders.\n- Tobias works for Meridian Bank.\n- Amara reports to Jonas.\n- Anders works for Fernhill Foods.\n- Meridian Bank is headquartered in Bergen.\n- Fernhill Foods was founded in 1986.\n- Vantage Air is headquartered in Brno.\n- Tobias reports to Bruno.\n- Felix reports to Yuki.\n- Bruno works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.\n- Stefan reports to Felix.\n- Anders reports to Amara.\n- Jonas reports to Omar.\n- Nadia works for Ironwood Manufacturing.\n- Stefan works for Vantage Air.\n- Meridian Bank was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20305", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20306", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20307", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5396: employee Sofia B., hired 12 October 2021, separated 14 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5396?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20308", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20309", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6699: employee Wren M., hired 11 April 2021, separated 31 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6699?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20310", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Priya.\n- Stefan works for Vantage Air.\n- Priya works for Crescent Telecom.\n- Bruno reports to Mara.\n- Zoya reports to Stefan.\n- Felix reports to Zoya.\n- Bluepine Aviation is headquartered in Porto.\n- Zoya works for Crescent Telecom.\n- Priya reports to Mateo.\n- Mara works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Bluepine Aviation was founded in 2003.\n- Pablo works for Beacon Insurance.\n- Elena reports to Deshawn.\n- Beacon Insurance is headquartered in Cork.\n- Deshawn reports to Bruno.\n- Vantage Air was founded in 2014.\n- Vantage Air is headquartered in Porto.\n- Bruno works for Crescent Telecom.\n- Mateo reports to Pablo.\n- Felix works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Mara reports to Felix.\n- Crescent Telecom was founded in 1986.\n- Elena works for Crescent Telecom.\n- Beacon Insurance was founded in 2001.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20312", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20313", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 July 2025): For employees hired on or after 12 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6686: employee Emeka M., hired 13 January 2025, separated 08 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6686?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1977.\n- Ironwood Manufacturing was founded in 2001.\n- Beacon Insurance is headquartered in Adelaide.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Pinnacle Software was founded in 1984.\n- Bruno reports to Priya.\n- Priya reports to Ingrid.\n- Beacon Insurance was founded in 1979.\n- Felix works for Ironwood Manufacturing.\n- Bruno works for Beacon Insurance.\n- Pinnacle Software is headquartered in Cork.\n- Yuki reports to Bruno.\n- Mateo reports to Tobias.\n- Felix reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Priya works for Bluepine Aviation.\n- Ravi works for Ironwood Manufacturing.\n- Tobias works for Pinnacle Software.\n- Yuki works for Beacon Insurance.\n- Tobias reports to Ravi.\n- Bluepine Aviation is headquartered in Cork.\n- Ingrid reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20315", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-8 (VERSION 3, EFFECTIVE 15 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3121: employee Leila K., hired 19 December 2023, separated 15 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3121?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20316", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7074: employee Yuki M., hired 28 March 2021, separated 10 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7074?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20317", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20318", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1796: employee Leila K., hired 20 April 2022, separated 09 August 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-1796 under the controlling rules.", "criteria": {"0": "$41,600", "1": "$9,675", "2": "$7,600", "3": "$9,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20319", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 November 2025): For employees hired on or after 10 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2290: employee Callum B., hired 09 August 2024, separated 18 February 2027 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2290?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20320", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20321", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "deprovision", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20322", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4300: employee Aisha K., hired 13 February 2023, separated 17 November 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-4300 under the controlling rules.", "criteria": {"0": "$3,150", "1": "$1,500", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20323", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8192: employee Nadia T., hired 07 August 2021, separated 16 April 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8192?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20324", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20325", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20326", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Aisha.\n- Ingrid reports to Jonas.\n- Aisha works for Atlas Freight.\n- Sofia works for Cobalt Health.\n- Aisha reports to Stefan.\n- Jonas reports to Ravi.\n- Ironwood Manufacturing was founded in 2014.\n- Sofia reports to Ingrid.\n- Bruno works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Kenji works for Ironwood Manufacturing.\n- Bruno reports to Sofia.\n- Ravi works for Vantage Air.\n- Atlas Freight is headquartered in Brno.\n- Stefan works for Atlas Freight.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila reports to Bruno.\n- Cobalt Health was founded in 1983.\n- Vantage Air is headquartered in Cork.\n- Jonas works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Stefan reports to Omar.\n- Atlas Freight was founded in 2003.\n- Cobalt Health is headquartered in Oslo.\n- Omar reports to Leila.\n- Vantage Air was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20328", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20329", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Mateo works for Bluepine Aviation.\n- Omar reports to Lucia.\n- Bluepine Aviation was founded in 1993.\n- Amara works for Meridian Bank.\n- Bluepine Aviation is headquartered in Valencia.\n- Omar works for Fernhill Foods.\n- Ingrid reports to Jonas.\n- Fernhill Foods was founded in 2005.\n- Lucia reports to Nadia.\n- Jonas reports to Mateo.\n- Dmitri reports to Ingrid.\n- Mateo reports to Omar.\n- Nadia works for Helios Logistics.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Fernhill Foods is headquartered in Valencia.\n- Nadia reports to Amara.\n- Meridian Bank was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1989", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Bruno.\n- Hana reports to Lucia.\n- Dmitri works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Bruno reports to Callum.\n- Kenji reports to Mara.\n- Helios Logistics was founded in 1989.\n- Fernhill Foods is headquartered in Tampere.\n- Bruno works for Fernhill Foods.\n- Helios Logistics is headquartered in Malmo.\n- Beacon Insurance is headquartered in Leeds.\n- Fernhill Foods was founded in 1985.\n- Elena reports to Mei.\n- Elena works for Cobalt Health.\n- Lucia works for Fernhill Foods.\n- Callum reports to Hana.\n- Cobalt Health was founded in 1975.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance was founded in 2013.\n- Mara works for Beacon Insurance.\n- Mara reports to Dmitri.\n- Cobalt Health is headquartered in Malmo.\n- Lucia reports to Kenji.\n- Kenji works for Helios Logistics.\n- Mei works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20331", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20332", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20333", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 68104\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Aisha works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Priya reports to Tobias.\n- Northwind Systems is headquartered in Bergen.\n- Nadia works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Crescent Telecom was founded in 1981.\n- Sofia works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Nadia reports to Priya.\n- Stefan reports to Sanne.\n- Aisha reports to Sofia.\n- Priya works for Atlas Freight.\n- Tobias reports to Zoya.\n- Tobias works for Fernhill Foods.\n- Sanne reports to Nadia.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 2004.\n- Northwind Systems was founded in 1980.\n- Zoya works for Fernhill Foods.\n- Atlas Freight was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1989.\n- Wren works for Lattice Analytics.\n- Tobias works for Summit Energy.\n- Mei works for Lattice Analytics.\n- Mei reports to Ravi.\n- Dmitri reports to Hana.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Priya reports to Elena.\n- Lattice Analytics was founded in 1989.\n- Lattice Analytics is headquartered in Cork.\n- Summit Energy is headquartered in Ghent.\n- Nadia works for Lattice Analytics.\n- Elena reports to Ingrid.\n- Atlas Freight is headquartered in Ghent.\n- Viktor works for Summit Energy.\n- Hana reports to Viktor.\n- Callum reports to Dmitri.\n- Ravi reports to Nadia.\n- Dmitri works for Ironwood Manufacturing.\n- Wren reports to Priya.\n- Ingrid reports to Callum.\n- Atlas Freight was founded in 1991.\n- Ingrid works for Summit Energy.\n- Callum works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Tobias reports to Wren.\n- Ironwood Manufacturing was founded in 2015.\n- Hana works for Atlas Freight.\n- Priya works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Viktor reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20336", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20337", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5148: employee Chiara S., hired 19 April 2024, separated 31 March 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-5148 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$3,600", "2": "$24,267", "3": "$5,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20338", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20340", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Callum reports to Sofia.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Tobias works for Summit Energy.\n- Deshawn reports to Bruno.\n- Bluepine Aviation was founded in 1996.\n- Summit Energy is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Turku.\n- Pablo reports to Elena.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2008.\n- Fernhill Foods was founded in 2002.\n- Fernhill Foods is headquartered in Austin.\n- Mateo works for Cedar Retail Group.\n- Elena works for Bluepine Aviation.\n- Bruno works for Summit Energy.\n- Sofia reports to Tobias.\n- Pablo works for Summit Energy.\n- Bruno reports to Callum.\n- Tobias reports to Pablo.\n- Bluepine Aviation is headquartered in Lyon.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20342", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8278: employee Elena K., hired 07 June 2021, separated 27 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8278?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20343", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20344", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1438: employee Tobias S., hired 21 July 2022, separated 17 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1438?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20345", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20346", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20347", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 43034 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Atlas Freight.\n- Stefan works for Bluepine Aviation.\n- Bruno reports to Deshawn.\n- Sanne reports to Wren.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation is headquartered in Lyon.\n- Stefan reports to Priya.\n- Priya works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Wren works for Atlas Freight.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2002.\n- Sanne works for Bluepine Aviation.\n- Deshawn reports to Amara.\n- Bruno works for Bluepine Aviation.\n- Atlas Freight is headquartered in Cork.\n- Wren reports to Stefan.\n- Summit Energy is headquartered in Cork.\n- Bluepine Aviation was founded in 2013.\n- Felix reports to Sanne.\n- Amara reports to Felix.\n- Atlas Freight was founded in 1993.\n- Summit Energy was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20349", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20350", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8412: employee Mei K., hired 13 September 2021, separated 26 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8412?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Zoya reports to Stefan.\n- Beacon Insurance was founded in 2004.\n- Stefan reports to Nadia.\n- Sofia reports to Priya.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Atlas Freight was founded in 1982.\n- Sofia works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Atlas Freight is headquartered in Ghent.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Stefan works for Beacon Insurance.\n- Emeka reports to Tessa.\n- Tessa reports to Sofia.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1997.\n- Priya reports to Yuki.\n- Nadia works for Beacon Insurance.\n- Priya works for Atlas Freight.\n- Yuki reports to Zoya.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Viktor reports to Zoya.\n- Mateo reports to Viktor.\n- Mei works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Hana works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Viktor works for Cedar Retail Group.\n- Vantage Air is headquartered in Leeds.\n- Sanne reports to Anders.\n- Sofia reports to Kenji.\n- Cedar Retail Group was founded in 1980.\n- Zoya works for Cedar Retail Group.\n- Hana reports to Mateo.\n- Dmitri works for Bluepine Aviation.\n- Atlas Freight was founded in 1999.\n- Anders reports to Dmitri.\n- Bluepine Aviation is headquartered in Oslo.\n- Vantage Air was founded in 1981.\n- Atlas Freight is headquartered in Leeds.\n- Zoya reports to Sanne.\n- Mateo works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Leeds.\n- Dmitri reports to Sofia.\n- Sanne works for Bluepine Aviation.\n- Omar reports to Ingrid.\n- Bluepine Aviation was founded in 2005.\n- Ingrid reports to Mei.\n- Mei reports to Hana.\n- Kenji works for Atlas Freight.\n- Sofia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Emeka.\n- Nadia works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Nadia reports to Leila.\n- Yuki works for Vantage Air.\n- Emeka works for Summit Energy.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Deshawn works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Leila reports to Bruno.\n- Ravi works for Vantage Air.\n- Summit Energy is headquartered in Adelaide.\n- Sofia reports to Aisha.\n- Vantage Air is headquartered in Tampere.\n- Helios Logistics was founded in 2005.\n- Aisha works for Ironwood Manufacturing.\n- Ravi reports to Deshawn.\n- Bruno reports to Sofia.\n- Yuki reports to Tobias.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Tobias works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1982.\n- Vantage Air was founded in 1995.\n- Tobias reports to Ravi.\n- Mara reports to Zoya.\n- Mara works for Ironwood Manufacturing.\n- Zoya works for Vantage Air.\n- Summit Energy was founded in 1983.\n- Emeka reports to Mara.\n- Aisha reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20354", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20355", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Turku.\n- Omar works for Summit Energy.\n- Fernhill Foods was founded in 1980.\n- Helios Logistics is headquartered in Austin.\n- Hana reports to Ingrid.\n- Hana works for Summit Energy.\n- Viktor works for Summit Energy.\n- Yuki reports to Deshawn.\n- Mara reports to Omar.\n- Omar reports to Aisha.\n- Ingrid works for Summit Energy.\n- Leila reports to Mara.\n- Deshawn works for Ironwood Manufacturing.\n- Viktor reports to Lucia.\n- Aisha reports to Hana.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Helios Logistics was founded in 2006.\n- Aisha works for Helios Logistics.\n- Summit Energy was founded in 1982.\n- Lucia works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Yuki works for Summit Energy.\n- Stefan works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Valencia.\n- Deshawn reports to Viktor.\n- Stefan reports to Leila.\n- Ironwood Manufacturing was founded in 1995.\n- Zoya works for Helios Logistics.\n- Zoya reports to Yuki.\n- Leila works for Helios Logistics.\n- Lucia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1983", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20357", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-2 (VERSION 6, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7194: employee Aisha S., hired 21 October 2022, separated 13 October 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7194?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20358", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6006: employee Tobias R., hired 18 November 2022, separated 20 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6006?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20359", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 91074\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20360", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9526: employee Amara R., hired 19 July 2024, separated 21 June 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-9526 under the controlling rules.", "criteria": {"0": "$24,750", "1": "$5,841", "2": "$5,712", "3": "$6,212"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20361", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1995.\n- Summit Energy was founded in 1976.\n- Nadia works for Atlas Freight.\n- Hana reports to Nadia.\n- Tessa reports to Sofia.\n- Felix works for Vantage Air.\n- Sofia works for Summit Energy.\n- Atlas Freight was founded in 1986.\n- Pablo works for Atlas Freight.\n- Vantage Air is headquartered in Dunedin.\n- Sofia reports to Yuki.\n- Tessa works for Summit Energy.\n- Jonas reports to Tessa.\n- Beacon Insurance is headquartered in Tallinn.\n- Atlas Freight is headquartered in Basel.\n- Sanne reports to Pablo.\n- Omar works for Summit Energy.\n- Callum reports to Jonas.\n- Felix reports to Sanne.\n- Priya works for Summit Energy.\n- Yuki reports to Omar.\n- Jonas works for Atlas Freight.\n- Nadia reports to Felix.\n- Pablo reports to Callum.\n- Vantage Air was founded in 1980.\n- Callum works for Vantage Air.\n- Summit Energy is headquartered in Dunedin.\n- Yuki works for Beacon Insurance.\n- Hana works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Priya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20363", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5141: employee Sofia A., hired 28 October 2021, separated 17 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5141?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20364", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Sofia reports to Stefan.\n- Atlas Freight is headquartered in Malmo.\n- Mara reports to Mateo.\n- Priya works for Beacon Insurance.\n- Mateo reports to Sofia.\n- Jonas reports to Pablo.\n- Pablo reports to Hana.\n- Helios Logistics was founded in 1983.\n- Hana reports to Priya.\n- Beacon Insurance is headquartered in Cork.\n- Jonas works for Helios Logistics.\n- Hana works for Atlas Freight.\n- Bluepine Aviation was founded in 1985.\n- Beacon Insurance was founded in 1988.\n- Bluepine Aviation is headquartered in Leeds.\n- Stefan reports to Jonas.\n- Mara works for Helios Logistics.\n- Atlas Freight was founded in 1976.\n- Helios Logistics is headquartered in Leeds.\n- Mateo works for Helios Logistics.\n- Stefan works for Atlas Freight.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1974", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20366", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mateo.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Atlas Freight was founded in 1999.\n- Jonas reports to Bruno.\n- Felix works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Viktor works for Atlas Freight.\n- Omar reports to Felix.\n- Viktor reports to Jonas.\n- Lucia works for Meridian Bank.\n- Pinnacle Software is headquartered in Malmo.\n- Mei reports to Nadia.\n- Meridian Bank was founded in 1990.\n- Sanne works for Meridian Bank.\n- Bruno reports to Lucia.\n- Pablo works for Northwind Systems.\n- Sanne reports to Amara.\n- Mateo reports to Omar.\n- Northwind Systems is headquartered in Turku.\n- Bruno works for Pinnacle Software.\n- Meridian Bank is headquartered in Malmo.\n- Mateo works for Meridian Bank.\n- Jonas works for Atlas Freight.\n- Nadia works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Pablo reports to Sanne.\n- Lucia reports to Pablo.\n- Amara reports to Mei.\n- Pinnacle Software was founded in 1979.\n- Atlas Freight is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20368", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20369", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mateo.\n- Pablo reports to Mei.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tessa works for Cobalt Health.\n- Cobalt Health was founded in 2005.\n- Emeka works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Emeka reports to Wren.\n- Tessa reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Priya works for Helios Logistics.\n- Cobalt Health is headquartered in Ghent.\n- Mara works for Cobalt Health.\n- Mei reports to Mara.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1999.\n- Mateo works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2009.\n- Mara reports to Tessa.\n- Dmitri reports to Emeka.\n- Pablo works for Cobalt Health.\n- Crescent Telecom was founded in 1999.\n- Leila reports to Dmitri.\n- Mateo reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20371", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2003.\n- Tobias works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Pablo works for Cedar Retail Group.\n- Viktor reports to Tessa.\n- Lucia reports to Felix.\n- Pablo reports to Elena.\n- Felix reports to Mei.\n- Tessa works for Lattice Analytics.\n- Bruno reports to Tobias.\n- Ironwood Manufacturing is headquartered in Porto.\n- Helios Logistics was founded in 1988.\n- Lattice Analytics is headquartered in Austin.\n- Elena works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.\n- Tessa reports to Pablo.\n- Wren reports to Lucia.\n- Helios Logistics is headquartered in Brno.\n- Bruno works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1988.\n- Tobias reports to Viktor.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 2004.\n- Elena reports to Wren.\n- Lucia works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1983", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20373", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9170: employee Wren B., hired 31 October 2021, separated 17 December 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2026-9170 under the controlling rules.", "criteria": {"0": "$7,300", "1": "$7,875", "2": "$33,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Felix works for Northwind Systems.\n- Summit Energy is headquartered in Nagoya.\n- Ingrid works for Crescent Telecom.\n- Deshawn reports to Felix.\n- Mara works for Atlas Freight.\n- Callum works for Summit Energy.\n- Jonas reports to Ravi.\n- Ravi reports to Deshawn.\n- Chiara works for Atlas Freight.\n- Felix reports to Amara.\n- Jonas works for Crescent Telecom.\n- Omar reports to Callum.\n- Atlas Freight is headquartered in Halifax.\n- Ingrid reports to Jonas.\n- Northwind Systems is headquartered in Nagoya.\n- Chiara reports to Mara.\n- Crescent Telecom is headquartered in Malmo.\n- Emeka works for Northwind Systems.\n- Atlas Freight was founded in 2000.\n- Amara reports to Omar.\n- Crescent Telecom was founded in 1988.\n- Omar works for Atlas Freight.\n- Amara works for Northwind Systems.\n- Hana reports to Emeka.\n- Summit Energy was founded in 1997.\n- Northwind Systems was founded in 1995.\n- Emeka reports to Ingrid.\n- Callum reports to Chiara.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20375", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20376", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2816: employee Ingrid S., hired 28 August 2021, separated 31 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2816?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20377", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 21930 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20378", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20379", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 92040, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Pinnacle Software was founded in 1983.\n- Meridian Bank is headquartered in Lyon.\n- Elena reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1997.\n- Mateo works for Meridian Bank.\n- Zoya reports to Chiara.\n- Stefan reports to Felix.\n- Chiara works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Chiara reports to Mateo.\n- Pinnacle Software is headquartered in Leeds.\n- Pablo reports to Leila.\n- Felix reports to Pablo.\n- Zoya works for Cedar Retail Group.\n- Wren reports to Mei.\n- Vantage Air is headquartered in Leeds.\n- Anders reports to Stefan.\n- Meridian Bank was founded in 2005.\n- Pablo works for Vantage Air.\n- Mei reports to Anders.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1979.\n- Mateo reports to Wren.\n- Wren works for Meridian Bank.\n- Leila reports to Elena.\n- Mei works for Pinnacle Software.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20381", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9254: employee Callum A., hired 20 October 2019, separated 31 May 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9254?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20382", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20383", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8077: employee Wren B., hired 03 June 2023, separated 23 September 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-8077 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$3,413", "2": "$7,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20384", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20385", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20386", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 3745 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20387", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8499: employee Ravi B., hired 10 January 2022, separated 09 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8499?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20388", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 August 2023): For employees hired on or after 28 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4522: employee Sanne S., hired 26 January 2020, separated 02 March 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4522?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20389", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20390", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4736: employee Leila B., hired 12 June 2022, separated 05 June 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-4736 under the controlling rules.", "criteria": {"0": "$3,750", "1": "$5,000", "2": "$21,667", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sofia.\n- Leila reports to Aisha.\n- Wren reports to Leila.\n- Meridian Bank was founded in 1998.\n- Wren works for Northwind Systems.\n- Sofia reports to Wren.\n- Dmitri works for Cedar Retail Group.\n- Northwind Systems was founded in 1977.\n- Cedar Retail Group is headquartered in Austin.\n- Sofia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group was founded in 1991.\n- Aisha reports to Emeka.\n- Mara works for Northwind Systems.\n- Meridian Bank is headquartered in Turku.\n- Mara reports to Anders.\n- Priya works for Cobalt Health.\n- Dmitri reports to Mara.\n- Chiara reports to Priya.\n- Cobalt Health is headquartered in Dunedin.\n- Anders works for Northwind Systems.\n- Chiara works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Cobalt Health was founded in 1982.\n- Aisha works for Cedar Retail Group.\n- Leila works for Cobalt Health.\n- Emeka reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20392", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6480: employee Lucia K., hired 04 August 2022, separated 25 March 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-6480 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$6,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20393", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8102: employee Emeka B., hired 23 June 2024, separated 15 July 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8102?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Atlas Freight is headquartered in Austin.\n- Ingrid reports to Mei.\n- Wren works for Atlas Freight.\n- Elena reports to Nadia.\n- Vantage Air was founded in 2002.\n- Emeka reports to Elena.\n- Wren reports to Emeka.\n- Atlas Freight was founded in 1984.\n- Meridian Bank is headquartered in Malmo.\n- Sofia works for Meridian Bank.\n- Sofia reports to Ingrid.\n- Meridian Bank was founded in 1996.\n- Nadia reports to Sofia.\n- Vantage Air is headquartered in Tampere.\n- Ingrid works for Vantage Air.\n- Pablo reports to Wren.\n- Aisha works for Vantage Air.\n- Aisha reports to Mara.\n- Emeka works for Fernhill Foods.\n- Pablo works for Meridian Bank.\n- Mara reports to Pablo.\n- Mara works for Atlas Freight.\n- Mei works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Nadia works for Vantage Air.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20395", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8280: employee Omar K., hired 18 May 2022, separated 09 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8280?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20396", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Cork.\n- Pablo works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pablo reports to Leila.\n- Elena works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Cork.\n- Deshawn reports to Dmitri.\n- Summit Energy was founded in 1976.\n- Cedar Retail Group was founded in 1978.\n- Omar reports to Deshawn.\n- Chiara works for Pinnacle Software.\n- Elena reports to Omar.\n- Fernhill Foods was founded in 2009.\n- Mara works for Fernhill Foods.\n- Leila works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Wren works for Fernhill Foods.\n- Leila reports to Chiara.\n- Chiara reports to Mara.\n- Summit Energy is headquartered in Bergen.\n- Ravi reports to Wren.\n- Ravi works for Summit Energy.\n- Omar works for Pinnacle Software.\n- Dmitri reports to Ravi.\n- Wren reports to Pablo.\n- Pinnacle Software was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mei.\n- Mara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Malmo.\n- Mei works for Meridian Bank.\n- Fernhill Foods was founded in 1985.\n- Beacon Insurance was founded in 2008.\n- Mei reports to Mateo.\n- Bruno reports to Mara.\n- Anders reports to Emeka.\n- Vantage Air is headquartered in Brno.\n- Meridian Bank is headquartered in Dunedin.\n- Bruno works for Meridian Bank.\n- Omar works for Vantage Air.\n- Emeka reports to Omar.\n- Mateo works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Omar reports to Ravi.\n- Mateo reports to Bruno.\n- Emeka works for Fernhill Foods.\n- Vantage Air was founded in 1999.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1980.\n- Wren works for Bluepine Aviation.\n- Sanne reports to Deshawn.\n- Sofia works for Bluepine Aviation.\n- Deshawn reports to Wren.\n- Amara works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Hana works for Ironwood Manufacturing.\n- Amara reports to Hana.\n- Pinnacle Software was founded in 2010.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Hana reports to Ravi.\n- Ironwood Manufacturing is headquartered in Cork.\n- Stefan reports to Sofia.\n- Stefan works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Tampere.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group was founded in 2003.\n- Pinnacle Software is headquartered in Leeds.\n- Ravi reports to Stefan.\n- Cedar Retail Group is headquartered in Cork.\n- Wren reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20400", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9299: employee Ravi B., hired 15 April 2022, separated 13 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-9299 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$3,450", "2": "$4,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20401", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20402", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5289: employee Hana R., hired 08 April 2022, separated 28 September 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-5289 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$5,250", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Mara reports to Nadia.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1980.\n- Fernhill Foods is headquartered in Basel.\n- Pinnacle Software was founded in 2010.\n- Ravi reports to Yuki.\n- Cedar Retail Group was founded in 2009.\n- Mara works for Pinnacle Software.\n- Ingrid reports to Mara.\n- Aisha reports to Omar.\n- Omar reports to Ingrid.\n- Ravi works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Bergen.\n- Nadia reports to Callum.\n- Bruno works for Fernhill Foods.\n- Chiara reports to Aisha.\n- Ingrid works for Fernhill Foods.\n- Bruno reports to Chiara.\n- Callum works for Fernhill Foods.\n- Yuki reports to Bruno.\n- Fernhill Foods was founded in 1998.\n- Chiara works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Yuki works for Pinnacle Software.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20404", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7161: employee Ravi S., hired 21 January 2023, separated 04 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-7161?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7161 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20405", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8693: employee Lucia R., hired 31 January 2024, separated 05 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8693?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20406", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20407", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3181: employee Elena S., hired 11 June 2020, separated 21 July 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-3181 under the controlling rules.", "criteria": {"0": "$7,625", "1": "$33,042", "2": "$9,625", "3": "$7,687"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Ingrid reports to Tessa.\n- Viktor works for Northwind Systems.\n- Priya reports to Ingrid.\n- Nadia works for Summit Energy.\n- Deshawn reports to Priya.\n- Priya works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Bruno reports to Chiara.\n- Deshawn works for Beacon Insurance.\n- Aisha reports to Bruno.\n- Tessa works for Summit Energy.\n- Chiara reports to Anders.\n- Stefan reports to Viktor.\n- Summit Energy was founded in 1994.\n- Helios Logistics is headquartered in Valencia.\n- Tobias reports to Aisha.\n- Helios Logistics was founded in 2013.\n- Tessa reports to Nadia.\n- Beacon Insurance was founded in 2004.\n- Anders reports to Stefan.\n- Chiara works for Northwind Systems.\n- Summit Energy is headquartered in Ghent.\n- Beacon Insurance is headquartered in Malmo.\n- Northwind Systems was founded in 2013.\n- Tobias works for Beacon Insurance.\n- Ingrid works for Northwind Systems.\n- Viktor reports to Deshawn.\n- Aisha works for Summit Energy.\n- Bruno works for Beacon Insurance.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20409", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Leila reports to Jonas.\n- Bluepine Aviation was founded in 2011.\n- Jonas reports to Callum.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Chiara reports to Yuki.\n- Helios Logistics is headquartered in Brno.\n- Anders works for Summit Energy.\n- Helios Logistics was founded in 2005.\n- Yuki reports to Tobias.\n- Stefan works for Bluepine Aviation.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Chiara works for Lattice Analytics.\n- Callum reports to Stefan.\n- Tobias reports to Lucia.\n- Callum works for Helios Logistics.\n- Deshawn reports to Anders.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Lattice Analytics was founded in 2013.\n- Anders reports to Chiara.\n- Tobias works for Summit Energy.\n- Stefan reports to Deshawn.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20411", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8907: employee Hana T., hired 01 November 2020, separated 24 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8907?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20412", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4467: employee Nadia T., hired 21 August 2024, separated 18 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4467?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Anders works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Felix works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Cedar Retail Group was founded in 1984.\n- Priya reports to Ingrid.\n- Ingrid reports to Yuki.\n- Cobalt Health was founded in 1992.\n- Pablo reports to Anders.\n- Cedar Retail Group is headquartered in Ghent.\n- Zoya works for Cedar Retail Group.\n- Anders reports to Felix.\n- Bluepine Aviation was founded in 2001.\n- Zoya reports to Stefan.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Stefan reports to Pablo.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Oslo.\n- Felix reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20414", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20415", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Hana reports to Aisha.\n- Zoya works for Helios Logistics.\n- Wren reports to Jonas.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 2014.\n- Wren works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2011.\n- Northwind Systems is headquartered in Bergen.\n- Hana works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Ingrid works for Northwind Systems.\n- Elena reports to Hana.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Northwind Systems was founded in 2011.\n- Stefan works for Ironwood Manufacturing.\n- Jonas works for Lattice Analytics.\n- Helios Logistics is headquartered in Bergen.\n- Aisha reports to Ingrid.\n- Stefan reports to Zoya.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Zoya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2009", "3": "2014"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20416", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 September 2022): For employees hired on or after 21 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2089: employee Ravi T., hired 05 May 2021, separated 10 September 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2089?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20417", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20418", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 31 March 2025): For employees hired on or after 31 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9859: employee Ravi R., hired 30 May 2023, separated 01 November 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9859?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20419", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Bluepine Aviation is headquartered in Adelaide.\n- Meridian Bank was founded in 1979.\n- Jonas reports to Mei.\n- Northwind Systems was founded in 1982.\n- Mei works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Vantage Air is headquartered in Lyon.\n- Mei reports to Ingrid.\n- Viktor works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Ingrid reports to Yuki.\n- Ingrid works for Northwind Systems.\n- Meridian Bank is headquartered in Cork.\n- Omar works for Vantage Air.\n- Ravi reports to Jonas.\n- Omar reports to Viktor.\n- Vantage Air was founded in 2002.\n- Bluepine Aviation was founded in 1992.\n- Pablo works for Meridian Bank.\n- Viktor reports to Ravi.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1974", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20421", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20422", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20423", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-3 (VERSION 3, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9790: employee Mara M., hired 03 July 2021, separated 30 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9790?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20424", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 22 August 2025): For employees hired on or after 22 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9867: employee Jonas K., hired 11 December 2024, separated 24 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-9867 under the controlling rules.", "criteria": {"0": "$1,400", "1": "$17,333", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20425", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Crescent Telecom is headquartered in Halifax.\n- Crescent Telecom was founded in 1981.\n- Mara reports to Elena.\n- Cobalt Health was founded in 1991.\n- Felix reports to Tessa.\n- Elena works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Amara reports to Mara.\n- Mara works for Cobalt Health.\n- Amara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Viktor works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1997.\n- Yuki works for Cobalt Health.\n- Mateo reports to Viktor.\n- Pinnacle Software is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Tobias reports to Felix.\n- Bruno reports to Amara.\n- Elena reports to Mateo.\n- Mei reports to Yuki.\n- Viktor reports to Sanne.\n- Sanne reports to Mei.\n- Mei works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20427", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20428", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4168: employee Wren R., hired 10 October 2021, separated 02 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4168?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Omar works for Pinnacle Software.\n- Aisha reports to Omar.\n- Lattice Analytics is headquartered in Turku.\n- Meridian Bank was founded in 2000.\n- Emeka works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Lattice Analytics was founded in 1999.\n- Meridian Bank is headquartered in Bergen.\n- Tobias works for Helios Logistics.\n- Nadia reports to Aisha.\n- Lucia reports to Anders.\n- Anders works for Meridian Bank.\n- Stefan reports to Tobias.\n- Anders reports to Emeka.\n- Pinnacle Software was founded in 2003.\n- Omar reports to Stefan.\n- Helios Logistics is headquartered in Basel.\n- Pinnacle Software is headquartered in Bergen.\n- Aisha works for Pinnacle Software.\n- Nadia works for Meridian Bank.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20430", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20431", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20432", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20433", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Deshawn reports to Wren.\n- Wren works for Meridian Bank.\n- Viktor reports to Mara.\n- Omar reports to Ingrid.\n- Meridian Bank was founded in 1986.\n- Emeka reports to Viktor.\n- Mara works for Meridian Bank.\n- Nadia works for Vantage Air.\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Jonas reports to Stefan.\n- Fernhill Foods was founded in 1980.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Stefan reports to Omar.\n- Deshawn works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Ingrid reports to Tessa.\n- Ingrid works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Vantage Air was founded in 1996.\n- Meridian Bank is headquartered in Cork.\n- Leila reports to Nadia.\n- Viktor works for Crescent Telecom.\n- Tessa reports to Leila.\n- Nadia reports to Emeka.\n- Omar works for Vantage Air.\n- Mara reports to Deshawn.\n- Tessa works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20435", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9281: employee Jonas M., hired 20 May 2023, separated 29 November 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-9281 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$7,192", "2": "$3,894", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20436", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3842: employee Hana B., hired 29 June 2021, separated 17 April 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-3842 under the controlling rules.", "criteria": {"0": "$130,000", "1": "$33,231", "2": "$30,000", "3": "$31,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20437", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1208: employee Bruno S., hired 09 August 2020, separated 16 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1208?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20438", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20439", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20440", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20441", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 20702 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20442", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20443", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20444", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Kenji.\n- Cedar Retail Group was founded in 1999.\n- Fernhill Foods was founded in 2011.\n- Pablo reports to Elena.\n- Meridian Bank was founded in 1986.\n- Elena works for Meridian Bank.\n- Elena reports to Mei.\n- Yuki reports to Mateo.\n- Meridian Bank is headquartered in Dunedin.\n- Kenji works for Meridian Bank.\n- Chiara reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Tallinn.\n- Pablo works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Yuki works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Nagoya.\n- Kenji reports to Pablo.\n- Zoya works for Fernhill Foods.\n- Hana reports to Yuki.\n- Mei reports to Zoya.\n- Bluepine Aviation was founded in 2005.\n- Mateo works for Cedar Retail Group.\n- Lucia works for Fernhill Foods.\n- Chiara works for Meridian Bank.\n- Zoya reports to Chiara.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Leila.\n- Mara reports to Stefan.\n- Leila reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Priya.\n- Priya reports to Tessa.\n- Viktor works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Nadia works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Meridian Bank was founded in 1996.\n- Viktor reports to Hana.\n- Meridian Bank is headquartered in Cork.\n- Beacon Insurance was founded in 1989.\n- Tessa reports to Callum.\n- Callum works for Northwind Systems.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mara works for Meridian Bank.\n- Hana works for Northwind Systems.\n- Priya works for Meridian Bank.\n- Northwind Systems was founded in 2013.\n- Jonas reports to Mara.\n- Ironwood Manufacturing was founded in 2015.\n- Leila works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20447", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "referral", "3": "test_results", "4": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20448", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20449", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3872: employee Sofia R., hired 26 January 2023, separated 26 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-3872 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$22,533", "2": "$5,250", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20450", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20451", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "resets credentials", "4": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20452", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 36656\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20453", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3561: employee Amara T., hired 20 January 2022, separated 24 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3561?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Crescent Telecom is headquartered in Halifax.\n- Pinnacle Software was founded in 2011.\n- Chiara works for Meridian Bank.\n- Crescent Telecom was founded in 1989.\n- Tessa works for Crescent Telecom.\n- Chiara reports to Kenji.\n- Tessa reports to Anders.\n- Amara works for Crescent Telecom.\n- Anders works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Meridian Bank was founded in 1978.\n- Zoya reports to Amara.\n- Kenji reports to Zoya.\n- Vantage Air was founded in 2011.\n- Vantage Air is headquartered in Halifax.\n- Kenji works for Meridian Bank.\n- Stefan reports to Omar.\n- Pinnacle Software is headquartered in Adelaide.\n- Omar works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Anders reports to Chiara.\n- Omar reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20455", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6359: employee Tobias B., hired 06 May 2021, separated 11 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6359?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Chiara reports to Sofia.\n- Sanne works for Crescent Telecom.\n- Jonas reports to Mara.\n- Mara works for Lattice Analytics.\n- Jonas works for Crescent Telecom.\n- Leila reports to Jonas.\n- Crescent Telecom was founded in 1986.\n- Northwind Systems is headquartered in Cork.\n- Mateo reports to Leila.\n- Atlas Freight was founded in 1995.\n- Lucia reports to Chiara.\n- Northwind Systems was founded in 1985.\n- Chiara works for Crescent Telecom.\n- Mara reports to Lucia.\n- Atlas Freight is headquartered in Cork.\n- Stefan reports to Mateo.\n- Leila works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Ravi reports to Stefan.\n- Sanne reports to Ravi.\n- Lattice Analytics is headquartered in Adelaide.\n- Ravi works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Stefan works for Northwind Systems.\n- Lattice Analytics was founded in 2007.\n- Sofia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20457", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 March 2025): For employees hired on or after 01 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1838: employee Sanne A., hired 16 June 2024, separated 05 January 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-1838 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$8,000", "3": "$6,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne reports to Kenji.\n- Anders reports to Leila.\n- Leila works for Meridian Bank.\n- Jonas works for Cedar Retail Group.\n- Kenji reports to Jonas.\n- Cedar Retail Group was founded in 1991.\n- Atlas Freight was founded in 2008.\n- Zoya works for Meridian Bank.\n- Anders works for Atlas Freight.\n- Cobalt Health is headquartered in Cork.\n- Zoya reports to Elena.\n- Leila reports to Zoya.\n- Callum works for Cobalt Health.\n- Meridian Bank was founded in 2014.\n- Sanne works for Atlas Freight.\n- Kenji works for Cedar Retail Group.\n- Callum reports to Anders.\n- Jonas reports to Callum.\n- Atlas Freight is headquartered in Oslo.\n- Cobalt Health was founded in 2011.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20459", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6515: employee Tessa S., hired 11 March 2022, separated 23 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6515?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20460", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8463: employee Viktor S., hired 21 June 2022, separated 27 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-8463 under the controlling rules.", "criteria": {"0": "$14,500", "1": "$14,400", "2": "$13,400", "3": "$62,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20461", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Stefan.\n- Sanne works for Lattice Analytics.\n- Crescent Telecom is headquartered in Adelaide.\n- Mara reports to Wren.\n- Crescent Telecom was founded in 1996.\n- Cobalt Health is headquartered in Turku.\n- Wren reports to Hana.\n- Callum reports to Mara.\n- Northwind Systems was founded in 1981.\n- Stefan reports to Anders.\n- Northwind Systems is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Stefan works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Hana reports to Jonas.\n- Jonas reports to Sanne.\n- Callum works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Wren works for Crescent Telecom.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Lattice Analytics was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20463", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20464", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 86108 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20465", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20466", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 27826 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20467", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4186: employee Anders S., hired 10 March 2020, separated 29 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4186?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Pinnacle Software is headquartered in Lyon.\n- Wren reports to Ravi.\n- Deshawn reports to Chiara.\n- Wren works for Meridian Bank.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank is headquartered in Lyon.\n- Beacon Insurance is headquartered in Oslo.\n- Aisha reports to Wren.\n- Meridian Bank was founded in 1981.\n- Ingrid works for Meridian Bank.\n- Mateo reports to Leila.\n- Ravi works for Beacon Insurance.\n- Kenji reports to Elena.\n- Felix works for Beacon Insurance.\n- Chiara reports to Mateo.\n- Pinnacle Software was founded in 2000.\n- Elena reports to Ingrid.\n- Ingrid reports to Felix.\n- Ravi reports to Stefan.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 1987.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Leila works for Pinnacle Software.\n- Chiara works for Meridian Bank.\n- Leila reports to Aisha.\n- Stefan works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Aisha works for Beacon Insurance.\n- Felix reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Yuki reports to Viktor.\n- Helios Logistics is headquartered in Leeds.\n- Pablo reports to Zoya.\n- Lattice Analytics was founded in 1999.\n- Mei reports to Yuki.\n- Dmitri works for Pinnacle Software.\n- Helios Logistics was founded in 1983.\n- Sofia reports to Pablo.\n- Vantage Air is headquartered in Cork.\n- Pinnacle Software was founded in 2001.\n- Sofia works for Helios Logistics.\n- Priya works for Vantage Air.\n- Zoya works for Helios Logistics.\n- Viktor works for Lattice Analytics.\n- Yuki works for Helios Logistics.\n- Priya reports to Sofia.\n- Dmitri reports to Aisha.\n- Lattice Analytics is headquartered in Cork.\n- Vantage Air was founded in 1986.\n- Viktor reports to Dmitri.\n- Pablo works for Lattice Analytics.\n- Mei works for Vantage Air.\n- Zoya reports to Mei.\n- Chiara reports to Priya.\n- Aisha works for Vantage Air.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20470", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Amara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Porto.\n- Aisha works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 1977.\n- Zoya works for Atlas Freight.\n- Ravi reports to Chiara.\n- Meridian Bank is headquartered in Porto.\n- Atlas Freight is headquartered in Valencia.\n- Aisha reports to Amara.\n- Priya works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Priya reports to Ravi.\n- Fernhill Foods is headquartered in Porto.\n- Amara reports to Priya.\n- Wren reports to Aisha.\n- Bluepine Aviation was founded in 2000.\n- Zoya reports to Kenji.\n- Chiara reports to Zoya.\n- Meridian Bank was founded in 1982.\n- Ravi works for Atlas Freight.\n- Fernhill Foods was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1975", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20472", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 41176\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Lucia.\n- Sofia reports to Deshawn.\n- Northwind Systems was founded in 2000.\n- Nadia reports to Aisha.\n- Lattice Analytics was founded in 2006.\n- Sofia works for Lattice Analytics.\n- Northwind Systems is headquartered in Basel.\n- Tobias works for Lattice Analytics.\n- Meridian Bank is headquartered in Brno.\n- Lattice Analytics is headquartered in Basel.\n- Bruno works for Northwind Systems.\n- Bruno reports to Tobias.\n- Sanne works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Mateo works for Northwind Systems.\n- Deshawn reports to Mateo.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Lucia reports to Sofia.\n- Leila works for Lattice Analytics.\n- Mateo reports to Sanne.\n- Leila reports to Bruno.\n- Aisha works for Meridian Bank.\n- Crescent Telecom was founded in 2005.\n- Lucia works for Meridian Bank.\n- Tobias reports to Nadia.\n- Crescent Telecom is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20474", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20475", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2015.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Dmitri.\n- Hana works for Beacon Insurance.\n- Elena reports to Ingrid.\n- Omar works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Dmitri reports to Nadia.\n- Hana reports to Stefan.\n- Mara works for Beacon Insurance.\n- Pinnacle Software was founded in 1989.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Omar reports to Hana.\n- Dmitri works for Cobalt Health.\n- Callum works for Vantage Air.\n- Nadia reports to Mara.\n- Stefan works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.\n- Mara reports to Callum.\n- Pinnacle Software is headquartered in Porto.\n- Ingrid reports to Omar.\n- Nadia works for Beacon Insurance.\n- Cobalt Health is headquartered in Porto.\n- Vantage Air was founded in 2010.\n- Deshawn reports to Elena.\n- Beacon Insurance was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20477", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5403: employee Ingrid R., hired 13 August 2020, separated 08 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5403?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20478", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20479", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5904: employee Ravi S., hired 31 October 2020, separated 08 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5904?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Anders.\n- Crescent Telecom is headquartered in Valencia.\n- Wren works for Crescent Telecom.\n- Leila works for Atlas Freight.\n- Meridian Bank was founded in 1996.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1985.\n- Sanne works for Crescent Telecom.\n- Meridian Bank is headquartered in Cork.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Tessa.\n- Callum reports to Zoya.\n- Tessa works for Ironwood Manufacturing.\n- Sanne reports to Callum.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Sanne.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Wren.\n- Mara reports to Ingrid.\n- Tessa reports to Leila.\n- Leila reports to Aisha.\n- Anders works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Callum works for Crescent Telecom.\n- Anders reports to Yuki.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya reports to Chiara.\n- Atlas Freight was founded in 1991.\n- Crescent Telecom was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20481", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20482", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9355: employee Amara M., hired 21 November 2022, separated 07 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9355?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1979.\n- Tobias works for Vantage Air.\n- Sofia reports to Elena.\n- Bluepine Aviation is headquartered in Dunedin.\n- Elena reports to Bruno.\n- Elena works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Pinnacle Software was founded in 1988.\n- Emeka reports to Sofia.\n- Vantage Air is headquartered in Malmo.\n- Pinnacle Software is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Malmo.\n- Bruno works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Vantage Air was founded in 1986.\n- Tobias reports to Zoya.\n- Wren reports to Emeka.\n- Crescent Telecom was founded in 1979.\n- Dmitri works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Dmitri reports to Wren.\n- Emeka works for Pinnacle Software.\n- Zoya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Valencia.\n- Nadia reports to Felix.\n- Cobalt Health was founded in 1995.\n- Ingrid works for Lattice Analytics.\n- Chiara reports to Emeka.\n- Summit Energy is headquartered in Porto.\n- Northwind Systems is headquartered in Austin.\n- Zoya works for Cobalt Health.\n- Emeka reports to Ingrid.\n- Emeka works for Northwind Systems.\n- Felix reports to Chiara.\n- Viktor works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Felix works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Cobalt Health is headquartered in Tallinn.\n- Summit Energy was founded in 1987.\n- Zoya reports to Aisha.\n- Viktor reports to Nadia.\n- Ingrid reports to Zoya.\n- Chiara works for Summit Energy.\n- Northwind Systems was founded in 1987.\n- Lattice Analytics was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1985", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20485", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20486", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8860: employee Tessa S., hired 16 February 2021, separated 13 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8860?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20487", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5466: employee Chiara T., hired 28 April 2023, separated 16 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5466?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5466 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20488", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1975.\n- Lucia works for Crescent Telecom.\n- Sanne works for Fernhill Foods.\n- Felix reports to Sanne.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia works for Summit Energy.\n- Sanne reports to Mateo.\n- Fernhill Foods is headquartered in Leeds.\n- Anders works for Atlas Freight.\n- Lucia reports to Sofia.\n- Crescent Telecom was founded in 1995.\n- Atlas Freight is headquartered in Basel.\n- Mateo works for Summit Energy.\n- Mateo reports to Leila.\n- Summit Energy is headquartered in Dunedin.\n- Felix works for Atlas Freight.\n- Leila works for Fernhill Foods.\n- Kenji works for Summit Energy.\n- Sofia reports to Anders.\n- Anders reports to Kenji.\n- Fernhill Foods was founded in 1996.\n- Summit Energy was founded in 1982.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Leeds", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Fernhill Foods is headquartered in Brno.\n- Pablo reports to Mara.\n- Omar works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Beacon Insurance was founded in 1999.\n- Mara works for Beacon Insurance.\n- Mara reports to Ingrid.\n- Anders works for Meridian Bank.\n- Ingrid works for Fernhill Foods.\n- Kenji reports to Nadia.\n- Meridian Bank was founded in 2015.\n- Pablo works for Meridian Bank.\n- Nadia reports to Mei.\n- Meridian Bank is headquartered in Tampere.\n- Mei works for Meridian Bank.\n- Northwind Systems was founded in 1997.\n- Omar reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Beacon Insurance is headquartered in Brno.\n- Anders reports to Omar.\n- Ingrid reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20491", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 September 2025): For employees hired on or after 04 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7325: employee Jonas M., hired 08 April 2025, separated 27 August 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-7325 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20492", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20493", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1396: employee Priya R., hired 25 May 2021, separated 01 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1396?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20494", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20495", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Northwind Systems.\n- Felix works for Bluepine Aviation.\n- Omar reports to Felix.\n- Cedar Retail Group is headquartered in Bergen.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Omar.\n- Anders reports to Zoya.\n- Northwind Systems is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1995.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Anders.\n- Omar works for Meridian Bank.\n- Northwind Systems was founded in 2013.\n- Bluepine Aviation is headquartered in Oslo.\n- Meridian Bank was founded in 2008.\n- Bluepine Aviation was founded in 1989.\n- Felix reports to Pablo.\n- Zoya reports to Priya.\n- Meridian Bank is headquartered in Oslo.\n- Priya reports to Mateo.\n- Anders works for Bluepine Aviation.\n- Zoya works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Chiara reports to Ingrid.\n- Anders works for Northwind Systems.\n- Nadia reports to Mara.\n- Nadia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Tallinn.\n- Atlas Freight is headquartered in Valencia.\n- Chiara works for Cobalt Health.\n- Priya reports to Jonas.\n- Omar works for Cedar Retail Group.\n- Cobalt Health was founded in 1995.\n- Northwind Systems is headquartered in Bergen.\n- Northwind Systems was founded in 2013.\n- Mara works for Northwind Systems.\n- Atlas Freight was founded in 1991.\n- Leila reports to Anders.\n- Cedar Retail Group was founded in 1998.\n- Aisha reports to Emeka.\n- Ingrid works for Cedar Retail Group.\n- Jonas works for Northwind Systems.\n- Wren works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Omar reports to Leila.\n- Cobalt Health is headquartered in Tallinn.\n- Emeka reports to Priya.\n- Jonas reports to Chiara.\n- Ingrid reports to Omar.\n- Mara reports to Wren.\n- Priya works for Northwind Systems.\n- Wren reports to Aisha.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Anders reports to Kenji.\n- Nadia reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Tobias reports to Bruno.\n- Bruno works for Atlas Freight.\n- Sofia works for Summit Energy.\n- Atlas Freight is headquartered in Porto.\n- Callum works for Atlas Freight.\n- Vantage Air is headquartered in Porto.\n- Atlas Freight was founded in 1978.\n- Summit Energy was founded in 2000.\n- Summit Energy is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Brno.\n- Anders works for Ironwood Manufacturing.\n- Nadia works for Atlas Freight.\n- Sofia reports to Anders.\n- Kenji reports to Callum.\n- Bruno reports to Sofia.\n- Kenji works for Summit Energy.\n- Hana reports to Nadia.\n- Vantage Air was founded in 1981.\n- Ironwood Manufacturing was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20499", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 4581\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "track_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20500", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "quote_request", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2008.\n- Amara works for Lattice Analytics.\n- Priya reports to Amara.\n- Fernhill Foods was founded in 1995.\n- Summit Energy was founded in 1987.\n- Northwind Systems was founded in 1998.\n- Leila works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Callum reports to Priya.\n- Viktor works for Lattice Analytics.\n- Leila reports to Pablo.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Mateo.\n- Pablo works for Summit Energy.\n- Amara reports to Leila.\n- Viktor reports to Callum.\n- Northwind Systems is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Callum works for Summit Energy.\n- Lattice Analytics is headquartered in Adelaide.\n- Mateo reports to Viktor.\n- Fernhill Foods is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Tobias works for Summit Energy.\n- Pinnacle Software is headquartered in Bergen.\n- Emeka reports to Pablo.\n- Summit Energy was founded in 1983.\n- Meridian Bank is headquartered in Valencia.\n- Meridian Bank was founded in 1996.\n- Deshawn reports to Tobias.\n- Summit Energy is headquartered in Turku.\n- Emeka works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Pinnacle Software was founded in 2015.\n- Pablo reports to Bruno.\n- Bruno reports to Amara.\n- Amara works for Bluepine Aviation.\n- Lucia reports to Emeka.\n- Amara reports to Deshawn.\n- Tobias reports to Hana.\n- Pablo works for Bluepine Aviation.\n- Hana works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Lyon.\n- Bruno works for Meridian Bank.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1994", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Ingrid reports to Chiara.\n- Tobias reports to Yuki.\n- Meridian Bank was founded in 2014.\n- Omar works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Mateo reports to Omar.\n- Dmitri reports to Sofia.\n- Meridian Bank is headquartered in Turku.\n- Yuki works for Crescent Telecom.\n- Chiara works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Cobalt Health was founded in 1988.\n- Sofia works for Cobalt Health.\n- Viktor works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Cobalt Health is headquartered in Cork.\n- Crescent Telecom is headquartered in Malmo.\n- Ingrid works for Meridian Bank.\n- Sanne works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Yuki reports to Jonas.\n- Jonas reports to Mateo.\n- Chiara reports to Dmitri.\n- Beacon Insurance was founded in 2007.\n- Sofia reports to Tobias.\n- Deshawn reports to Ingrid.\n- Sanne reports to Viktor.\n- Viktor reports to Deshawn.\n- Crescent Telecom was founded in 2010.\n- Beacon Insurance is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20504", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20505", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9907: employee Ravi R., hired 13 December 2021, separated 12 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9907?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Mara reports to Kenji.\n- Bluepine Aviation was founded in 2011.\n- Wren works for Cedar Retail Group.\n- Meridian Bank was founded in 2012.\n- Kenji reports to Nadia.\n- Emeka reports to Aisha.\n- Cedar Retail Group is headquartered in Porto.\n- Emeka works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Cedar Retail Group was founded in 1988.\n- Jonas reports to Mara.\n- Felix reports to Emeka.\n- Vantage Air is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Porto.\n- Aisha reports to Wren.\n- Sofia works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Felix works for Vantage Air.\n- Dmitri reports to Sofia.\n- Nadia reports to Felix.\n- Sofia reports to Jonas.\n- Meridian Bank is headquartered in Nagoya.\n- Nadia works for Cedar Retail Group.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Kenji.\n- Bluepine Aviation is headquartered in Tampere.\n- Mara reports to Yuki.\n- Mara works for Beacon Insurance.\n- Bluepine Aviation was founded in 2006.\n- Beacon Insurance was founded in 2008.\n- Kenji reports to Deshawn.\n- Beacon Insurance is headquartered in Leeds.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1999.\n- Viktor reports to Mara.\n- Elena reports to Omar.\n- Omar works for Beacon Insurance.\n- Crescent Telecom is headquartered in Ghent.\n- Callum works for Beacon Insurance.\n- Deshawn reports to Leila.\n- Ironwood Manufacturing was founded in 1996.\n- Deshawn works for Bluepine Aviation.\n- Yuki works for Beacon Insurance.\n- Leila reports to Lucia.\n- Lucia reports to Elena.\n- Omar reports to Callum.\n- Leila works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20508", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Crescent Telecom.\n- Beacon Insurance was founded in 1990.\n- Felix reports to Viktor.\n- Fernhill Foods is headquartered in Leeds.\n- Ravi works for Fernhill Foods.\n- Felix works for Beacon Insurance.\n- Fernhill Foods was founded in 1979.\n- Viktor reports to Dmitri.\n- Nadia works for Beacon Insurance.\n- Viktor works for Fernhill Foods.\n- Atlas Freight was founded in 2013.\n- Dmitri reports to Omar.\n- Bruno reports to Felix.\n- Omar reports to Ravi.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Chiara works for Fernhill Foods.\n- Nadia reports to Bruno.\n- Ravi reports to Chiara.\n- Beacon Insurance is headquartered in Tampere.\n- Crescent Telecom was founded in 2002.\n- Atlas Freight is headquartered in Turku.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Ravi.\n- Elena reports to Emeka.\n- Crescent Telecom is headquartered in Dunedin.\n- Viktor works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Ravi works for Bluepine Aviation.\n- Summit Energy is headquartered in Turku.\n- Lucia reports to Elena.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Summit Energy was founded in 2010.\n- Crescent Telecom was founded in 2002.\n- Jonas reports to Callum.\n- Ravi reports to Mateo.\n- Sofia works for Meridian Bank.\n- Sofia reports to Mara.\n- Meridian Bank was founded in 1992.\n- Viktor reports to Jonas.\n- Meridian Bank is headquartered in Valencia.\n- Emeka works for Bluepine Aviation.\n- Elena works for Meridian Bank.\n- Jonas works for Bluepine Aviation.\n- Aisha works for Meridian Bank.\n- Aisha reports to Viktor.\n- Lucia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Turku.\n- Mateo reports to Lucia.\n- Mei reports to Aisha.\n- Mara reports to Mei.\n- Mateo works for Summit Energy.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Hana reports to Bruno.\n- Summit Energy was founded in 1978.\n- Cobalt Health was founded in 1983.\n- Lucia reports to Felix.\n- Lucia works for Atlas Freight.\n- Anders reports to Kenji.\n- Bruno reports to Mara.\n- Vantage Air was founded in 1995.\n- Summit Energy is headquartered in Nagoya.\n- Elena works for Summit Energy.\n- Kenji works for Vantage Air.\n- Mara works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Anders works for Atlas Freight.\n- Mara reports to Elena.\n- Hana works for Cobalt Health.\n- Felix works for Vantage Air.\n- Ravi reports to Anders.\n- Bruno works for Atlas Freight.\n- Felix reports to Yuki.\n- Elena reports to Ravi.\n- Atlas Freight was founded in 2001.\n- Cobalt Health is headquartered in Turku.\n- Kenji reports to Lucia.\n- Vantage Air is headquartered in Turku.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1997.\n- Aisha works for Vantage Air.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Felix works for Cedar Retail Group.\n- Nadia reports to Ravi.\n- Vantage Air is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Lyon.\n- Omar reports to Nadia.\n- Ravi reports to Mei.\n- Summit Energy is headquartered in Halifax.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Mei works for Summit Energy.\n- Mei reports to Callum.\n- Tessa works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Tessa reports to Aisha.\n- Cobalt Health was founded in 1980.\n- Aisha reports to Omar.\n- Felix reports to Tessa.\n- Summit Energy was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20514", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4670: employee Wren M., hired 17 March 2021, separated 31 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4670?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20515", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1188: employee Stefan R., hired 26 February 2022, separated 07 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1188?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Bruno reports to Ingrid.\n- Ravi works for Helios Logistics.\n- Amara reports to Mei.\n- Mei works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Ingrid reports to Kenji.\n- Helios Logistics was founded in 1993.\n- Anders works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Crescent Telecom was founded in 2012.\n- Sofia works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Mei reports to Emeka.\n- Omar works for Crescent Telecom.\n- Summit Energy is headquartered in Halifax.\n- Omar reports to Dmitri.\n- Summit Energy was founded in 2012.\n- Anders reports to Omar.\n- Pablo works for Summit Energy.\n- Sofia reports to Bruno.\n- Kenji reports to Anders.\n- Emeka reports to Sofia.\n- Amara works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Ravi reports to Pablo.\n- Lattice Analytics was founded in 1992.\n- Dmitri reports to Ravi.\n- Crescent Telecom is headquartered in Halifax.\n- Helios Logistics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20517", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20518", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20519", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20520", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20521", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20522", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "weather", "4": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20523", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 January 2025): For employees hired on or after 28 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4481: employee Wren M., hired 19 January 2023, separated 22 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4481?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20524", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20526", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7360: employee Emeka S., hired 20 January 2021, separated 27 April 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-7360 under the controlling rules.", "criteria": {"0": "$16,125", "1": "$15,200", "2": "$16,200", "3": "$70,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Wren reports to Bruno.\n- Cedar Retail Group was founded in 1983.\n- Anders works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Ravi reports to Jonas.\n- Beacon Insurance was founded in 2012.\n- Anders reports to Wren.\n- Amara reports to Kenji.\n- Cobalt Health was founded in 1984.\n- Omar reports to Sanne.\n- Bruno reports to Hana.\n- Beacon Insurance is headquartered in Cork.\n- Jonas reports to Omar.\n- Lattice Analytics was founded in 1990.\n- Sanne reports to Anders.\n- Hana reports to Amara.\n- Omar works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Lattice Analytics is headquartered in Cork.\n- Hana works for Lattice Analytics.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group is headquartered in Cork.\n- Jonas works for Beacon Insurance.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20528", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20529", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1517: employee Deshawn M., hired 14 January 2023, separated 13 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1517?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Felix.\n- Jonas works for Northwind Systems.\n- Pinnacle Software is headquartered in Halifax.\n- Priya reports to Ravi.\n- Northwind Systems is headquartered in Tampere.\n- Helios Logistics is headquartered in Brno.\n- Pinnacle Software was founded in 2013.\n- Chiara reports to Sofia.\n- Sofia works for Northwind Systems.\n- Ravi works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1984.\n- Hana reports to Elena.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Anders works for Fernhill Foods.\n- Jonas reports to Leila.\n- Anders reports to Lucia.\n- Felix reports to Jonas.\n- Sofia reports to Anders.\n- Helios Logistics was founded in 1989.\n- Viktor reports to Hana.\n- Elena works for Northwind Systems.\n- Leila reports to Viktor.\n- Viktor works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Fernhill Foods is headquartered in Brno.\n- Elena reports to Priya.\n- Leila works for Fernhill Foods.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Malmo", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20531", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9853: employee Ingrid A., hired 24 February 2023, separated 05 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9853?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20532", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "check_balance", "4": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20533", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Yuki reports to Ravi.\n- Cobalt Health is headquartered in Ghent.\n- Ravi works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Viktor works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Cobalt Health was founded in 1981.\n- Fernhill Foods is headquartered in Brno.\n- Stefan reports to Viktor.\n- Yuki works for Fernhill Foods.\n- Jonas reports to Yuki.\n- Deshawn reports to Callum.\n- Callum reports to Mara.\n- Bruno reports to Felix.\n- Northwind Systems is headquartered in Porto.\n- Hana works for Cedar Retail Group.\n- Wren reports to Deshawn.\n- Viktor reports to Bruno.\n- Wren works for Fernhill Foods.\n- Mara reports to Jonas.\n- Deshawn works for Cobalt Health.\n- Fernhill Foods was founded in 1985.\n- Ravi reports to Stefan.\n- Hana reports to Wren.\n- Mara works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Cedar Retail Group was founded in 1990.\n- Northwind Systems was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20534", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4429: employee Pablo K., hired 15 August 2021, separated 08 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4429?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20535", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Lucia.\n- Felix works for Fernhill Foods.\n- Sofia reports to Amara.\n- Lucia reports to Tobias.\n- Vantage Air was founded in 1981.\n- Yuki works for Vantage Air.\n- Amara reports to Deshawn.\n- Yuki reports to Felix.\n- Tobias reports to Sofia.\n- Cedar Retail Group is headquartered in Malmo.\n- Northwind Systems was founded in 1983.\n- Amara works for Fernhill Foods.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2008.\n- Ingrid works for Cedar Retail Group.\n- Vantage Air is headquartered in Cork.\n- Sanne reports to Yuki.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Fernhill Foods is headquartered in Cork.\n- Deshawn works for Fernhill Foods.\n- Northwind Systems is headquartered in Cork.\n- Felix reports to Ravi.\n- Deshawn reports to Ingrid.\n- Lucia works for Vantage Air.\n- Tobias works for Cedar Retail Group.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20537", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20538", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1684: employee Hana K., hired 05 August 2022, separated 12 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1684?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20539", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 9686 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "asks for money back on a purchase", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Porto.\n- Mei reports to Omar.\n- Aisha reports to Mara.\n- Viktor reports to Mei.\n- Mara works for Cobalt Health.\n- Viktor works for Fernhill Foods.\n- Mei works for Cedar Retail Group.\n- Priya reports to Bruno.\n- Bruno reports to Lucia.\n- Fernhill Foods was founded in 1987.\n- Zoya works for Helios Logistics.\n- Aisha works for Cobalt Health.\n- Zoya reports to Sanne.\n- Sanne works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Priya works for Cedar Retail Group.\n- Helios Logistics was founded in 1989.\n- Cedar Retail Group is headquartered in Valencia.\n- Omar reports to Callum.\n- Cobalt Health was founded in 2007.\n- Helios Logistics is headquartered in Bergen.\n- Tobias works for Fernhill Foods.\n- Omar works for Cobalt Health.\n- Lucia reports to Aisha.\n- Sanne reports to Viktor.\n- Fernhill Foods is headquartered in Bergen.\n- Callum works for Cobalt Health.\n- Tobias reports to Zoya.\n- Callum reports to Priya.\n- Cedar Retail Group was founded in 2014.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20541", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20542", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20543", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4319: employee Aisha S., hired 15 December 2024, separated 10 November 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4319?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4319 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Pablo works for Beacon Insurance.\n- Sofia works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas reports to Zoya.\n- Aisha reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Zoya works for Ironwood Manufacturing.\n- Yuki reports to Dmitri.\n- Amara reports to Lucia.\n- Yuki works for Beacon Insurance.\n- Deshawn reports to Sofia.\n- Sofia reports to Jonas.\n- Lucia works for Ironwood Manufacturing.\n- Jonas works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2004.\n- Vantage Air was founded in 1985.\n- Deshawn works for Beacon Insurance.\n- Cedar Retail Group was founded in 2007.\n- Zoya reports to Amara.\n- Pablo reports to Deshawn.\n- Dmitri reports to Aisha.\n- Amara works for Vantage Air.\n- Beacon Insurance is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20545", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20546", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20547", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1982.\n- Kenji works for Northwind Systems.\n- Stefan works for Bluepine Aviation.\n- Aisha reports to Viktor.\n- Kenji reports to Zoya.\n- Vantage Air was founded in 2008.\n- Bluepine Aviation was founded in 2014.\n- Stefan reports to Ingrid.\n- Yuki works for Northwind Systems.\n- Zoya works for Summit Energy.\n- Wren reports to Leila.\n- Northwind Systems is headquartered in Leeds.\n- Aisha works for Northwind Systems.\n- Summit Energy is headquartered in Turku.\n- Yuki reports to Aisha.\n- Omar works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Zoya reports to Yuki.\n- Bluepine Aviation is headquartered in Basel.\n- Wren works for Summit Energy.\n- Northwind Systems was founded in 2007.\n- Ingrid reports to Wren.\n- Viktor reports to Stefan.\n- Viktor works for Summit Energy.\n- Vantage Air is headquartered in Turku.\n- Leila reports to Omar.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20549", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20550", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3860: employee Chiara B., hired 07 November 2022, separated 04 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3860?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Mara reports to Hana.\n- Aisha reports to Tessa.\n- Priya reports to Elena.\n- Hana works for Northwind Systems.\n- Elena works for Vantage Air.\n- Hana reports to Jonas.\n- Tessa works for Northwind Systems.\n- Jonas reports to Stefan.\n- Jonas works for Vantage Air.\n- Cedar Retail Group was founded in 2004.\n- Tessa reports to Priya.\n- Northwind Systems is headquartered in Valencia.\n- Aisha works for Cedar Retail Group.\n- Stefan reports to Aisha.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Vantage Air is headquartered in Tallinn.\n- Sofia reports to Callum.\n- Callum reports to Mara.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Basel.\n- Northwind Systems was founded in 1981.\n- Mara works for Cedar Retail Group.\n- Vantage Air was founded in 2014.\n- Priya works for Northwind Systems.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20552", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20553", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8021: employee Tessa A., hired 04 August 2022, separated 16 July 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8021?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20554", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "weather", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20555", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20556", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 October 2025): For employees hired on or after 02 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2157: employee Mara R., hired 25 March 2024, separated 10 November 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2157?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20557", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20558", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1145: employee Sanne A., hired 28 January 2024, separated 19 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1145?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Basel.\n- Nadia reports to Viktor.\n- Omar reports to Nadia.\n- Fernhill Foods is headquartered in Ghent.\n- Omar works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Ghent.\n- Sofia works for Fernhill Foods.\n- Viktor reports to Deshawn.\n- Bluepine Aviation was founded in 1979.\n- Ironwood Manufacturing was founded in 2004.\n- Fernhill Foods was founded in 2008.\n- Bluepine Aviation is headquartered in Basel.\n- Vantage Air was founded in 1981.\n- Nadia works for Ironwood Manufacturing.\n- Ingrid works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Mara reports to Omar.\n- Sofia reports to Callum.\n- Viktor works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Mateo works for Fernhill Foods.\n- Ingrid reports to Mateo.\n- Deshawn reports to Chiara.\n- Chiara reports to Ingrid.\n- Mara works for Ironwood Manufacturing.\n- Callum reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20560", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20561", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20562", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7712: employee Ingrid T., hired 27 November 2022, separated 08 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7712?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20563", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Omar.\n- Nadia reports to Elena.\n- Cobalt Health was founded in 1988.\n- Summit Energy is headquartered in Nagoya.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Elena reports to Viktor.\n- Omar reports to Mei.\n- Nadia works for Cobalt Health.\n- Sofia works for Summit Energy.\n- Jonas works for Summit Energy.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Pinnacle Software was founded in 2000.\n- Summit Energy was founded in 2013.\n- Viktor works for Cobalt Health.\n- Elena works for Meridian Bank.\n- Lucia works for Summit Energy.\n- Mei works for Summit Energy.\n- Mara works for Meridian Bank.\n- Sanne reports to Lucia.\n- Cobalt Health is headquartered in Nagoya.\n- Lucia reports to Nadia.\n- Pinnacle Software is headquartered in Adelaide.\n- Jonas reports to Mara.\n- Viktor reports to Sofia.\n- Mara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20565", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Fernhill Foods was founded in 1987.\n- Felix reports to Jonas.\n- Meridian Bank is headquartered in Nagoya.\n- Deshawn works for Helios Logistics.\n- Fernhill Foods is headquartered in Lyon.\n- Jonas reports to Kenji.\n- Helios Logistics was founded in 1977.\n- Atlas Freight was founded in 2008.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid works for Meridian Bank.\n- Ingrid reports to Deshawn.\n- Jonas works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Hana reports to Stefan.\n- Deshawn reports to Elena.\n- Kenji reports to Hana.\n- Atlas Freight is headquartered in Lyon.\n- Stefan works for Helios Logistics.\n- Meridian Bank was founded in 1996.\n- Elena reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20567", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3320: employee Stefan R., hired 10 September 2022, separated 29 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3320?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20568", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1088: employee Kenji S., hired 21 January 2023, separated 09 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1088?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tessa.\n- Zoya reports to Leila.\n- Tessa reports to Hana.\n- Helios Logistics is headquartered in Austin.\n- Fernhill Foods was founded in 1978.\n- Omar reports to Sofia.\n- Pablo works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2003.\n- Yuki reports to Stefan.\n- Sanne works for Ironwood Manufacturing.\n- Zoya works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Helios Logistics was founded in 1979.\n- Stefan reports to Omar.\n- Sanne reports to Amara.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Omar works for Meridian Bank.\n- Stefan works for Helios Logistics.\n- Amara works for Ironwood Manufacturing.\n- Sofia works for Helios Logistics.\n- Hana reports to Yuki.\n- Kenji works for Meridian Bank.\n- Fernhill Foods is headquartered in Turku.\n- Pablo reports to Zoya.\n- Meridian Bank is headquartered in Austin.\n- Hana works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Leila works for Helios Logistics.\n- Amara reports to Pablo.\n- Ironwood Manufacturing was founded in 1975.\n- Sofia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20570", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7380: employee Yuki M., hired 24 February 2021, separated 06 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7380?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7380 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20571", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 March 2025): For employees hired on or after 01 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4536: employee Tessa B., hired 30 March 2022, separated 14 September 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4536?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Bergen.\n- Cobalt Health was founded in 1996.\n- Aisha works for Vantage Air.\n- Yuki works for Vantage Air.\n- Bruno works for Vantage Air.\n- Callum reports to Kenji.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Summit Energy was founded in 2006.\n- Ravi works for Summit Energy.\n- Callum works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Brno.\n- Bruno reports to Callum.\n- Cobalt Health is headquartered in Dunedin.\n- Tobias works for Vantage Air.\n- Amara reports to Leila.\n- Kenji reports to Ravi.\n- Summit Energy is headquartered in Brno.\n- Tobias reports to Aisha.\n- Kenji works for Ironwood Manufacturing.\n- Vantage Air was founded in 1992.\n- Leila works for Summit Energy.\n- Amara works for Summit Energy.\n- Yuki reports to Tessa.\n- Tessa reports to Bruno.\n- Aisha reports to Yuki.\n- Ravi reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20573", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1982.\n- Elena reports to Bruno.\n- Atlas Freight was founded in 1994.\n- Emeka reports to Tessa.\n- Fernhill Foods was founded in 1979.\n- Viktor reports to Emeka.\n- Mara reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Viktor works for Fernhill Foods.\n- Mara works for Pinnacle Software.\n- Tessa reports to Ingrid.\n- Sanne reports to Elena.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Malmo.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Ingrid reports to Sanne.\n- Ingrid works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tobias.\n- Elena works for Fernhill Foods.\n- Helios Logistics was founded in 2013.\n- Tobias works for Fernhill Foods.\n- Vantage Air was founded in 2015.\n- Tessa works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Crescent Telecom was founded in 1976.\n- Nadia works for Helios Logistics.\n- Deshawn reports to Elena.\n- Crescent Telecom is headquartered in Brno.\n- Stefan reports to Pablo.\n- Emeka reports to Tessa.\n- Helios Logistics is headquartered in Tallinn.\n- Mara works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Fernhill Foods was founded in 2001.\n- Vantage Air is headquartered in Tallinn.\n- Stefan works for Helios Logistics.\n- Nadia reports to Stefan.\n- Deshawn works for Crescent Telecom.\n- Tobias reports to Emeka.\n- Elena reports to Wren.\n- Mara reports to Deshawn.\n- Pablo works for Helios Logistics.\n- Tessa reports to Nadia.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Lattice Analytics was founded in 2006.\n- Anders works for Cedar Retail Group.\n- Nadia reports to Anders.\n- Bluepine Aviation is headquartered in Malmo.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Nadia works for Helios Logistics.\n- Stefan reports to Aisha.\n- Helios Logistics was founded in 2006.\n- Wren reports to Callum.\n- Stefan works for Cedar Retail Group.\n- Anders reports to Amara.\n- Sanne reports to Stefan.\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Aisha reports to Nadia.\n- Pablo reports to Hana.\n- Hana reports to Wren.\n- Lattice Analytics is headquartered in Ghent.\n- Cedar Retail Group was founded in 1990.\n- Callum works for Bluepine Aviation.\n- Amara reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Ghent.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20577", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20578", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7147: employee Tessa S., hired 06 August 2024, separated 08 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7147?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20579", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Summit Energy.\n- Fernhill Foods was founded in 2012.\n- Sofia works for Summit Energy.\n- Cedar Retail Group is headquartered in Ghent.\n- Summit Energy was founded in 2008.\n- Fernhill Foods is headquartered in Nagoya.\n- Atlas Freight was founded in 1976.\n- Sofia reports to Dmitri.\n- Pablo works for Summit Energy.\n- Aisha reports to Mei.\n- Ingrid works for Summit Energy.\n- Yuki reports to Sofia.\n- Tessa reports to Yuki.\n- Dmitri works for Cedar Retail Group.\n- Summit Energy is headquartered in Nagoya.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1980.\n- Deshawn works for Cedar Retail Group.\n- Pablo reports to Bruno.\n- Aisha works for Summit Energy.\n- Atlas Freight is headquartered in Ghent.\n- Nadia works for Fernhill Foods.\n- Bruno reports to Deshawn.\n- Bruno works for Atlas Freight.\n- Deshawn reports to Aisha.\n- Kenji works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Kenji reports to Pablo.\n- Dmitri reports to Kenji.\n- Nadia reports to Tessa.\n- Ingrid reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20581", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1893: employee Ravi A., hired 25 May 2023, separated 05 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1893?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mara.\n- Vantage Air is headquartered in Austin.\n- Mara works for Atlas Freight.\n- Chiara reports to Ingrid.\n- Atlas Freight was founded in 2015.\n- Elena reports to Tessa.\n- Chiara works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Mateo reports to Kenji.\n- Tessa works for Summit Energy.\n- Kenji reports to Emeka.\n- Pablo reports to Mateo.\n- Leila reports to Chiara.\n- Vantage Air was founded in 1993.\n- Helios Logistics was founded in 1991.\n- Summit Energy is headquartered in Dunedin.\n- Elena works for Summit Energy.\n- Sanne works for Vantage Air.\n- Ingrid works for Helios Logistics.\n- Tessa reports to Nadia.\n- Pablo works for Vantage Air.\n- Summit Energy was founded in 1979.\n- Emeka works for Summit Energy.\n- Mara reports to Pablo.\n- Kenji works for Helios Logistics.\n- Emeka reports to Sanne.\n- Mateo works for Helios Logistics.\n- Ingrid reports to Elena.\n- Helios Logistics is headquartered in Porto.\n- Leila works for Atlas Freight.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1991", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20583", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "rollback", "4": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20584", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy was founded in 1997.\n- Summit Energy is headquartered in Brno.\n- Yuki reports to Kenji.\n- Atlas Freight is headquartered in Porto.\n- Deshawn works for Summit Energy.\n- Zoya works for Summit Energy.\n- Ingrid works for Cobalt Health.\n- Zoya reports to Yuki.\n- Chiara reports to Sanne.\n- Cobalt Health was founded in 2001.\n- Emeka reports to Deshawn.\n- Yuki works for Atlas Freight.\n- Chiara works for Summit Energy.\n- Emeka works for Atlas Freight.\n- Cobalt Health is headquartered in Brno.\n- Sanne reports to Emeka.\n- Atlas Freight was founded in 2011.\n- Ingrid reports to Zoya.\n- Sanne works for Summit Energy.\n- Kenji works for Summit Energy.\n- Deshawn reports to Ingrid.\n- Cedar Retail Group was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2014", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Anders reports to Hana.\n- Mateo reports to Bruno.\n- Leila reports to Lucia.\n- Jonas works for Bluepine Aviation.\n- Bruno works for Northwind Systems.\n- Emeka reports to Kenji.\n- Hana works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Pinnacle Software was founded in 2009.\n- Bruno reports to Jonas.\n- Northwind Systems was founded in 2009.\n- Stefan reports to Anders.\n- Kenji reports to Stefan.\n- Lucia reports to Tessa.\n- Mateo works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Jonas reports to Dmitri.\n- Dmitri reports to Emeka.\n- Hana reports to Leila.\n- Northwind Systems is headquartered in Ghent.\n- Beacon Insurance was founded in 1994.\n- Bluepine Aviation is headquartered in Basel.\n- Beacon Insurance is headquartered in Lyon.\n- Lucia works for Bluepine Aviation.\n- Tessa works for Beacon Insurance.\n- Dmitri works for Northwind Systems.\n- Bluepine Aviation was founded in 2012.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20587", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 66426 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1988.\n- Vantage Air is headquartered in Dunedin.\n- Wren reports to Deshawn.\n- Viktor reports to Jonas.\n- Jonas works for Vantage Air.\n- Emeka works for Vantage Air.\n- Bruno reports to Wren.\n- Jonas reports to Dmitri.\n- Bluepine Aviation is headquartered in Basel.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation was founded in 2003.\n- Mei works for Cobalt Health.\n- Bruno works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Dmitri reports to Sofia.\n- Cobalt Health is headquartered in Nagoya.\n- Vantage Air was founded in 2001.\n- Deshawn reports to Viktor.\n- Sofia works for Vantage Air.\n- Sofia reports to Zoya.\n- Summit Energy is headquartered in Basel.\n- Cobalt Health was founded in 1977.\n- Zoya reports to Mei.\n- Dmitri works for Bluepine Aviation.\n- Mei reports to Emeka.\n- Wren works for Vantage Air.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20589", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20590", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8779: employee Wren R., hired 25 May 2020, separated 02 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8779?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Tessa reports to Chiara.\n- Priya reports to Viktor.\n- Chiara works for Crescent Telecom.\n- Tessa works for Ironwood Manufacturing.\n- Omar reports to Aisha.\n- Anders works for Atlas Freight.\n- Felix works for Northwind Systems.\n- Crescent Telecom was founded in 2000.\n- Zoya works for Crescent Telecom.\n- Kenji works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1994.\n- Aisha works for Crescent Telecom.\n- Atlas Freight was founded in 2005.\n- Aisha reports to Zoya.\n- Northwind Systems is headquartered in Austin.\n- Kenji reports to Anders.\n- Crescent Telecom is headquartered in Austin.\n- Anders reports to Tessa.\n- Priya works for Northwind Systems.\n- Viktor reports to Omar.\n- Zoya reports to Kenji.\n- Chiara reports to Felix.\n- Ironwood Manufacturing is headquartered in Austin.\n- Omar works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1992", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20592", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20593", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 71189, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Aisha works for Fernhill Foods.\n- Yuki works for Bluepine Aviation.\n- Amara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lattice Analytics was founded in 1998.\n- Lucia reports to Amara.\n- Mara works for Bluepine Aviation.\n- Sanne reports to Lucia.\n- Mara reports to Aisha.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 1988.\n- Yuki reports to Sofia.\n- Fernhill Foods was founded in 1977.\n- Sanne works for Bluepine Aviation.\n- Amara reports to Tessa.\n- Aisha reports to Yuki.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1997.\n- Viktor reports to Mara.\n- Viktor works for Fernhill Foods.\n- Ravi works for Atlas Freight.\n- Mei works for Fernhill Foods.\n- Sofia works for Lattice Analytics.\n- Deshawn works for Fernhill Foods.\n- Ravi reports to Mei.\n- Tessa reports to Viktor.\n- Mei reports to Sanne.\n- Lucia works for Atlas Freight.\n- Sofia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20595", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Aisha.\n- Ingrid works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Nadia works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Hana reports to Ingrid.\n- Hana works for Fernhill Foods.\n- Pinnacle Software is headquartered in Adelaide.\n- Mei works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Callum reports to Nadia.\n- Mei reports to Callum.\n- Fernhill Foods was founded in 1993.\n- Beacon Insurance was founded in 1983.\n- Ironwood Manufacturing was founded in 2006.\n- Nadia reports to Viktor.\n- Callum works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.\n- Ingrid reports to Mei.\n- Aisha reports to Mateo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pinnacle Software was founded in 1983.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1988", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20597", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 June 2025): For employees hired on or after 16 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4826: employee Elena M., hired 22 May 2022, separated 01 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-4826?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20598", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7617: employee Amara K., hired 10 June 2021, separated 08 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7617?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20599", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 16 January 2026): For employees hired on or after 16 January 2026, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4151: employee Tessa R., hired 12 October 2022, separated 30 November 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4151?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Ravi works for Ironwood Manufacturing.\n- Ravi reports to Anders.\n- Cedar Retail Group was founded in 2001.\n- Sofia reports to Yuki.\n- Meridian Bank was founded in 1981.\n- Anders works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2001.\n- Viktor reports to Sanne.\n- Yuki works for Cedar Retail Group.\n- Beacon Insurance was founded in 2007.\n- Sanne works for Cedar Retail Group.\n- Anders reports to Viktor.\n- Yuki reports to Lucia.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Pablo.\n- Viktor works for Beacon Insurance.\n- Sofia works for Cedar Retail Group.\n- Sanne reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2002", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20601", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2874: employee Lucia M., hired 21 February 2021, separated 25 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2874?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Pablo reports to Chiara.\n- Summit Energy is headquartered in Tampere.\n- Sanne reports to Felix.\n- Pablo works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Chiara reports to Jonas.\n- Omar works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tampere.\n- Dmitri reports to Sanne.\n- Chiara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Felix works for Fernhill Foods.\n- Summit Energy was founded in 2009.\n- Aisha reports to Omar.\n- Pinnacle Software was founded in 1976.\n- Felix reports to Pablo.\n- Omar reports to Dmitri.\n- Sanne works for Pinnacle Software.\n- Lattice Analytics was founded in 1980.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Beacon Insurance is headquartered in Oslo.\n- Lucia works for Summit Energy.\n- Pablo reports to Ravi.\n- Nadia reports to Pablo.\n- Ravi reports to Ingrid.\n- Atlas Freight is headquartered in Bergen.\n- Kenji reports to Nadia.\n- Ravi works for Crescent Telecom.\n- Ingrid works for Summit Energy.\n- Crescent Telecom was founded in 2003.\n- Lucia reports to Kenji.\n- Sofia works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Ingrid reports to Aisha.\n- Nadia works for Atlas Freight.\n- Summit Energy is headquartered in Malmo.\n- Beacon Insurance was founded in 1991.\n- Atlas Freight was founded in 1977.\n- Crescent Telecom is headquartered in Malmo.\n- Kenji works for Atlas Freight.\n- Sofia reports to Anders.\n- Summit Energy was founded in 2011.\n- Aisha works for Atlas Freight.\n- Pablo works for Beacon Insurance.\n- Anders reports to Chiara.\n- Chiara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Basel.\n- Kenji reports to Ingrid.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1980.\n- Ingrid reports to Nadia.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Meridian Bank was founded in 2013.\n- Crescent Telecom is headquartered in Dunedin.\n- Tessa works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2011.\n- Cobalt Health is headquartered in Dunedin.\n- Stefan reports to Omar.\n- Stefan works for Ironwood Manufacturing.\n- Omar works for Cobalt Health.\n- Nadia reports to Tessa.\n- Ingrid works for Crescent Telecom.\n- Callum works for Ironwood Manufacturing.\n- Bruno reports to Callum.\n- Tessa reports to Bruno.\n- Omar reports to Kenji.\n- Ironwood Manufacturing was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20605", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Dmitri.\n- Leila works for Vantage Air.\n- Meridian Bank was founded in 1995.\n- Kenji reports to Bruno.\n- Kenji works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Aisha works for Vantage Air.\n- Aisha reports to Kenji.\n- Chiara works for Vantage Air.\n- Fernhill Foods was founded in 2005.\n- Vantage Air was founded in 1990.\n- Ravi works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Bergen.\n- Felix reports to Aisha.\n- Felix works for Vantage Air.\n- Dmitri works for Meridian Bank.\n- Vantage Air is headquartered in Bergen.\n- Ravi reports to Chiara.\n- Bruno works for Meridian Bank.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 2012.\n- Meridian Bank is headquartered in Tampere.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20607", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20608", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Chiara reports to Stefan.\n- Chiara works for Bluepine Aviation.\n- Zoya reports to Tessa.\n- Tobias works for Cobalt Health.\n- Tobias reports to Zoya.\n- Zoya works for Bluepine Aviation.\n- Emeka works for Cobalt Health.\n- Ravi reports to Sofia.\n- Mei works for Fernhill Foods.\n- Aisha reports to Tobias.\n- Lattice Analytics was founded in 1997.\n- Lattice Analytics is headquartered in Halifax.\n- Cobalt Health was founded in 1985.\n- Jonas reports to Ravi.\n- Tessa works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Fernhill Foods is headquartered in Turku.\n- Fernhill Foods was founded in 1983.\n- Bluepine Aviation was founded in 1989.\n- Stefan reports to Emeka.\n- Cobalt Health is headquartered in Halifax.\n- Emeka reports to Aisha.\n- Tessa reports to Viktor.\n- Stefan works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Viktor works for Fernhill Foods.\n- Mei reports to Chiara.\n- Bluepine Aviation is headquartered in Halifax.\n- Sofia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20610", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7086: employee Amara S., hired 12 September 2022, separated 04 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7086?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20611", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 April 2025): For employees hired on or after 05 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4551: employee Jonas T., hired 09 October 2023, separated 30 May 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4551?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20612", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 19 September 2025): For employees hired on or after 19 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1113: employee Leila K., hired 26 November 2022, separated 19 April 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1113?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20613", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20614", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20615", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8097: employee Nadia R., hired 27 September 2023, separated 08 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8097?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20616", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8058: employee Ravi M., hired 18 May 2022, separated 07 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8058?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20617", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 26656 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20618", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3497: employee Kenji A., hired 29 June 2023, separated 21 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3497?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20619", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 58148, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2007.\n- Pablo reports to Priya.\n- Summit Energy is headquartered in Adelaide.\n- Jonas works for Bluepine Aviation.\n- Sanne works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ravi works for Bluepine Aviation.\n- Sanne reports to Pablo.\n- Tobias reports to Jonas.\n- Jonas reports to Mara.\n- Bluepine Aviation was founded in 1996.\n- Tobias works for Summit Energy.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Priya reports to Tobias.\n- Mara works for Bluepine Aviation.\n- Mara reports to Ravi.\n- Lucia reports to Sanne.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 2009.\n- Priya works for Bluepine Aviation.\n- Pablo works for Summit Energy.\n- Fernhill Foods is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20621", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 22463 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20622", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7975: employee Tobias M., hired 03 October 2023, separated 09 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-7975?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20623", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20624", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20625", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Leila.\n- Elena reports to Zoya.\n- Ironwood Manufacturing was founded in 1991.\n- Viktor works for Bluepine Aviation.\n- Leila reports to Anders.\n- Pablo works for Vantage Air.\n- Chiara works for Atlas Freight.\n- Pablo reports to Jonas.\n- Atlas Freight was founded in 2001.\n- Mateo reports to Lucia.\n- Viktor reports to Mateo.\n- Dmitri works for Vantage Air.\n- Jonas reports to Elena.\n- Jonas works for Bluepine Aviation.\n- Dmitri reports to Chiara.\n- Lucia works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Vantage Air is headquartered in Tampere.\n- Vantage Air was founded in 1986.\n- Mateo works for Vantage Air.\n- Leila works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Lucia reports to Dmitri.\n- Anders reports to Viktor.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1990.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Elena works for Bluepine Aviation.\n- Zoya reports to Deshawn.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20627", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8014: employee Lucia R., hired 26 December 2022, separated 25 July 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-8014 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$900", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Deshawn reports to Tobias.\n- Leila reports to Anders.\n- Cedar Retail Group is headquartered in Basel.\n- Tobias works for Cedar Retail Group.\n- Lattice Analytics was founded in 1988.\n- Anders reports to Deshawn.\n- Lattice Analytics is headquartered in Cork.\n- Jonas works for Cedar Retail Group.\n- Priya reports to Elena.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Bluepine Aviation was founded in 2009.\n- Jonas reports to Priya.\n- Summit Energy is headquartered in Turku.\n- Tobias reports to Mateo.\n- Ingrid works for Summit Energy.\n- Elena reports to Callum.\n- Leila works for Lattice Analytics.\n- Mateo works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Mateo reports to Jonas.\n- Bluepine Aviation is headquartered in Tallinn.\n- Anders works for Summit Energy.\n- Ingrid reports to Leila.\n- Summit Energy was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1993.\n- Fernhill Foods is headquartered in Austin.\n- Hana works for Beacon Insurance.\n- Ravi works for Vantage Air.\n- Nadia reports to Amara.\n- Felix reports to Mei.\n- Nadia works for Beacon Insurance.\n- Ravi reports to Hana.\n- Northwind Systems was founded in 1998.\n- Felix works for Beacon Insurance.\n- Tobias reports to Felix.\n- Amara reports to Yuki.\n- Northwind Systems is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.\n- Mateo reports to Dmitri.\n- Mei works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Dmitri reports to Nadia.\n- Vantage Air was founded in 2010.\n- Vantage Air is headquartered in Turku.\n- Mateo works for Fernhill Foods.\n- Mei reports to Zoya.\n- Beacon Insurance was founded in 2003.\n- Hana reports to Tobias.\n- Mara works for Vantage Air.\n- Amara works for Vantage Air.\n- Yuki works for Northwind Systems.\n- Yuki reports to Ravi.\n- Tobias works for Fernhill Foods.\n- Mara reports to Mateo.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1991", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20630", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 December 2025): For employees hired on or after 12 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8322: employee Kenji B., hired 08 March 2025, separated 14 June 2027 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8322?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20631", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20632", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3141: employee Tobias R., hired 22 September 2023, separated 05 October 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-3141 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,885", "3": "$6,490"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mara.\n- Priya reports to Chiara.\n- Beacon Insurance was founded in 1999.\n- Mara reports to Aisha.\n- Deshawn works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1980.\n- Mei reports to Sofia.\n- Felix works for Vantage Air.\n- Jonas works for Vantage Air.\n- Mara works for Beacon Insurance.\n- Tobias works for Ironwood Manufacturing.\n- Zoya reports to Tobias.\n- Zoya works for Northwind Systems.\n- Vantage Air was founded in 1985.\n- Jonas reports to Felix.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Chiara reports to Jonas.\n- Ironwood Manufacturing was founded in 1981.\n- Chiara works for Ironwood Manufacturing.\n- Deshawn reports to Viktor.\n- Mei works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Viktor reports to Priya.\n- Sofia reports to Zoya.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Priya works for Beacon Insurance.\n- Northwind Systems is headquartered in Bergen.\n- Aisha works for Vantage Air.\n- Tobias reports to Deshawn.\n- Beacon Insurance is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20634", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20635", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Meridian Bank is headquartered in Nagoya.\n- Vantage Air is headquartered in Bergen.\n- Mara reports to Elena.\n- Zoya reports to Sofia.\n- Vantage Air was founded in 1978.\n- Tessa reports to Lucia.\n- Fernhill Foods is headquartered in Nagoya.\n- Sofia works for Meridian Bank.\n- Fernhill Foods was founded in 1999.\n- Deshawn reports to Mara.\n- Elena reports to Priya.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Priya works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Sofia reports to Deshawn.\n- Lucia works for Meridian Bank.\n- Atlas Freight is headquartered in Bergen.\n- Priya reports to Tessa.\n- Atlas Freight was founded in 1992.\n- Tessa works for Meridian Bank.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20637", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20638", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20639", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6363: employee Chiara R., hired 03 September 2019, separated 19 October 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-6363 under the controlling rules.", "criteria": {"0": "$18,400", "1": "$88,400", "2": "$20,400", "3": "$20,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20640", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1984.\n- Emeka reports to Hana.\n- Fernhill Foods was founded in 1986.\n- Dmitri works for Bluepine Aviation.\n- Jonas reports to Dmitri.\n- Hana works for Cobalt Health.\n- Lattice Analytics is headquartered in Nagoya.\n- Dmitri reports to Sanne.\n- Sofia works for Bluepine Aviation.\n- Hana reports to Jonas.\n- Elena reports to Anders.\n- Bluepine Aviation was founded in 1998.\n- Bluepine Aviation is headquartered in Ghent.\n- Emeka works for Bluepine Aviation.\n- Sanne works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Fernhill Foods is headquartered in Ghent.\n- Elena works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.\n- Cobalt Health was founded in 2010.\n- Sanne reports to Elena.\n- Sofia reports to Emeka.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20642", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-8 (VERSION 6, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7386: employee Omar A., hired 02 July 2023, separated 16 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7386?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20643", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 78623 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1979.\n- Omar works for Cobalt Health.\n- Sofia reports to Omar.\n- Ironwood Manufacturing is headquartered in Austin.\n- Nadia reports to Pablo.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tampere.\n- Pablo reports to Elena.\n- Hana works for Lattice Analytics.\n- Hana reports to Callum.\n- Lattice Analytics is headquartered in Austin.\n- Zoya works for Cobalt Health.\n- Callum reports to Sofia.\n- Meridian Bank was founded in 2007.\n- Nadia works for Lattice Analytics.\n- Callum works for Meridian Bank.\n- Cobalt Health was founded in 1982.\n- Lattice Analytics was founded in 1995.\n- Omar reports to Nadia.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Zoya.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20645", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3698: employee Hana R., hired 03 May 2023, separated 14 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3698?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20646", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20647", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "reroute", "2": "file_claim", "3": "report_delay", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20648", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3260: employee Pablo T., hired 13 July 2023, separated 20 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3260?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20649", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20650", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi works for Fernhill Foods.\n- Viktor reports to Wren.\n- Wren reports to Tessa.\n- Fernhill Foods is headquartered in Dunedin.\n- Viktor works for Fernhill Foods.\n- Jonas works for Helios Logistics.\n- Wren works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2003.\n- Leila works for Ironwood Manufacturing.\n- Tessa works for Pinnacle Software.\n- Emeka reports to Leila.\n- Pinnacle Software was founded in 2003.\n- Helios Logistics was founded in 1990.\n- Emeka works for Helios Logistics.\n- Leila reports to Viktor.\n- Ravi reports to Jonas.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Tessa reports to Nadia.\n- Nadia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20652", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8493: employee Nadia B., hired 13 April 2022, separated 04 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8493?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20653", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20654", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8312: employee Amara K., hired 16 December 2022, separated 19 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-8312 under the controlling rules.", "criteria": {"0": "$12,133", "1": "$800", "2": "$2,800", "3": "$2,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20655", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20656", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20657", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20658", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 71372 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20659", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 May 2025): For employees hired on or after 14 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8187: employee Amara K., hired 21 March 2024, separated 16 February 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8187?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20660", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "coverage_question", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20661", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6127: employee Chiara K., hired 22 December 2022, separated 15 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6127?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20662", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 February 2023): For employees hired on or after 15 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1834: employee Omar R., hired 08 August 2022, separated 13 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-1834 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$4,000", "2": "$5,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20663", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Zoya reports to Mara.\n- Omar reports to Anders.\n- Tessa reports to Kenji.\n- Pablo works for Atlas Freight.\n- Omar works for Summit Energy.\n- Dmitri works for Lattice Analytics.\n- Mara reports to Pablo.\n- Summit Energy is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Malmo.\n- Mateo reports to Zoya.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Kenji works for Ironwood Manufacturing.\n- Yuki works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Anders reports to Yuki.\n- Wren reports to Tobias.\n- Tobias reports to Tessa.\n- Atlas Freight was founded in 2015.\n- Pablo reports to Wren.\n- Summit Energy was founded in 2005.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Kenji reports to Dmitri.\n- Tobias works for Ironwood Manufacturing.\n- Yuki reports to Mateo.\n- Tessa works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2007.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tobias.\n- Bluepine Aviation is headquartered in Austin.\n- Beacon Insurance is headquartered in Oslo.\n- Viktor works for Lattice Analytics.\n- Dmitri reports to Amara.\n- Priya reports to Viktor.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Dmitri works for Meridian Bank.\n- Amara works for Beacon Insurance.\n- Lattice Analytics was founded in 1991.\n- Viktor reports to Mei.\n- Beacon Insurance was founded in 2012.\n- Bluepine Aviation was founded in 1981.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Lattice Analytics is headquartered in Austin.\n- Lucia reports to Priya.\n- Mei works for Beacon Insurance.\n- Elena reports to Lucia.\n- Tobias reports to Elena.\n- Priya works for Meridian Bank.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20666", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20667", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9436: employee Callum R., hired 15 October 2021, separated 17 September 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-9436 under the controlling rules.", "criteria": {"0": "$9,750", "1": "$9,300", "2": "$42,467", "3": "$9,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20668", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20669", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 25 March 2023): For employees hired on or after 25 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7943: employee Anders K., hired 03 January 2020, separated 25 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7943?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Atlas Freight is headquartered in Tampere.\n- Dmitri reports to Yuki.\n- Omar works for Meridian Bank.\n- Atlas Freight was founded in 1978.\n- Felix reports to Priya.\n- Callum works for Meridian Bank.\n- Beacon Insurance was founded in 2001.\n- Nadia works for Atlas Freight.\n- Yuki reports to Callum.\n- Zoya works for Beacon Insurance.\n- Omar reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Bluepine Aviation was founded in 2001.\n- Priya works for Atlas Freight.\n- Mara reports to Zoya.\n- Nadia reports to Felix.\n- Mei works for Atlas Freight.\n- Meridian Bank was founded in 1975.\n- Zoya reports to Nadia.\n- Meridian Bank is headquartered in Oslo.\n- Yuki works for Beacon Insurance.\n- Stefan reports to Mei.\n- Beacon Insurance is headquartered in Ghent.\n- Mei reports to Omar.\n- Priya reports to Stefan.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mara works for Bluepine Aviation.\n- Felix works for Atlas Freight.\n- Stefan works for Bluepine Aviation.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2000.\n- Amara reports to Jonas.\n- Lattice Analytics was founded in 2000.\n- Jonas works for Beacon Insurance.\n- Bruno works for Lattice Analytics.\n- Crescent Telecom was founded in 2001.\n- Nadia reports to Mara.\n- Mara reports to Amara.\n- Zoya works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Deshawn works for Crescent Telecom.\n- Elena works for Beacon Insurance.\n- Nadia works for Fernhill Foods.\n- Zoya reports to Nadia.\n- Beacon Insurance is headquartered in Brno.\n- Elena reports to Deshawn.\n- Lattice Analytics is headquartered in Tampere.\n- Crescent Telecom is headquartered in Tampere.\n- Omar reports to Bruno.\n- Bruno reports to Elena.\n- Mara works for Lattice Analytics.\n- Lucia works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Deshawn reports to Lucia.\n- Jonas reports to Omar.\n- Fernhill Foods is headquartered in Nagoya.\n- Fernhill Foods was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20672", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7805: employee Aisha M., hired 25 May 2023, separated 28 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7805?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Pablo works for Pinnacle Software.\n- Sanne reports to Felix.\n- Northwind Systems is headquartered in Bergen.\n- Emeka works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Pablo reports to Stefan.\n- Felix reports to Pablo.\n- Sanne works for Cedar Retail Group.\n- Wren reports to Emeka.\n- Northwind Systems was founded in 1980.\n- Felix works for Cedar Retail Group.\n- Vantage Air is headquartered in Cork.\n- Sofia works for Northwind Systems.\n- Sofia reports to Mara.\n- Emeka reports to Sofia.\n- Mara works for Vantage Air.\n- Wren works for Northwind Systems.\n- Cedar Retail Group is headquartered in Dunedin.\n- Vantage Air was founded in 1989.\n- Mara reports to Sanne.\n- Pinnacle Software was founded in 1987.\n- Cedar Retail Group was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20674", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20675", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Aisha reports to Ingrid.\n- Bluepine Aviation was founded in 1996.\n- Amara reports to Callum.\n- Meridian Bank was founded in 1997.\n- Chiara reports to Leila.\n- Leila works for Meridian Bank.\n- Ingrid reports to Chiara.\n- Meridian Bank is headquartered in Bergen.\n- Kenji reports to Emeka.\n- Emeka reports to Deshawn.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Sofia reports to Amara.\n- Callum reports to Aisha.\n- Deshawn reports to Sofia.\n- Cedar Retail Group was founded in 1986.\n- Kenji works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Emeka works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1999", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20677", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20678", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2088: employee Amara B., hired 29 July 2022, separated 13 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2088?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Cobalt Health is headquartered in Ghent.\n- Nadia works for Summit Energy.\n- Bluepine Aviation was founded in 1993.\n- Callum reports to Mateo.\n- Sofia reports to Ingrid.\n- Leila reports to Wren.\n- Mateo reports to Mara.\n- Kenji reports to Callum.\n- Ingrid works for Meridian Bank.\n- Callum works for Summit Energy.\n- Mei works for Summit Energy.\n- Wren works for Summit Energy.\n- Mei reports to Nadia.\n- Dmitri works for Bluepine Aviation.\n- Meridian Bank was founded in 2008.\n- Summit Energy is headquartered in Ghent.\n- Ingrid reports to Leila.\n- Nadia reports to Dmitri.\n- Mateo works for Meridian Bank.\n- Kenji works for Summit Energy.\n- Felix reports to Mei.\n- Bluepine Aviation is headquartered in Lyon.\n- Wren reports to Felix.\n- Cobalt Health was founded in 2001.\n- Sofia works for Summit Energy.\n- Mara reports to Sofia.\n- Leila works for Bluepine Aviation.\n- Mara works for Cobalt Health.\n- Felix works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20680", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20681", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20682", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2353: employee Wren A., hired 01 July 2023, separated 11 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2353?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2012.\n- Priya reports to Kenji.\n- Ravi works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1978.\n- Summit Energy is headquartered in Adelaide.\n- Mara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1984.\n- Priya works for Fernhill Foods.\n- Aisha reports to Priya.\n- Meridian Bank is headquartered in Oslo.\n- Leila reports to Ravi.\n- Fernhill Foods was founded in 2003.\n- Mara reports to Leila.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Ingrid.\n- Leila works for Summit Energy.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Aisha.\n- Fernhill Foods is headquartered in Adelaide.\n- Kenji reports to Mara.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1976", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20684", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1136: employee Hana R., hired 23 October 2023, separated 25 August 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-1136 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$21,667", "2": "$2,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20685", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20686", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 8535 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20687", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20688", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20689", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1994.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tobias reports to Chiara.\n- Kenji works for Ironwood Manufacturing.\n- Zoya works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1986.\n- Chiara works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Tobias works for Ironwood Manufacturing.\n- Ingrid reports to Jonas.\n- Pablo reports to Ingrid.\n- Helios Logistics is headquartered in Tampere.\n- Ingrid works for Cobalt Health.\n- Jonas reports to Tobias.\n- Fernhill Foods was founded in 1998.\n- Zoya reports to Emeka.\n- Chiara reports to Mara.\n- Sanne works for Cobalt Health.\n- Emeka reports to Pablo.\n- Emeka works for Helios Logistics.\n- Kenji reports to Zoya.\n- Helios Logistics was founded in 2007.\n- Fernhill Foods is headquartered in Tampere.\n- Mara reports to Sanne.\n- Pablo works for Fernhill Foods.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Deshawn reports to Ingrid.\n- Vantage Air is headquartered in Basel.\n- Tessa works for Vantage Air.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Tessa reports to Tobias.\n- Fernhill Foods is headquartered in Porto.\n- Jonas reports to Hana.\n- Pinnacle Software was founded in 1992.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Ravi.\n- Cobalt Health is headquartered in Porto.\n- Viktor reports to Jonas.\n- Viktor works for Cobalt Health.\n- Pinnacle Software is headquartered in Basel.\n- Ingrid works for Pinnacle Software.\n- Ravi reports to Viktor.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1990.\n- Ingrid reports to Tessa.\n- Vantage Air was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1993.\n- Meridian Bank was founded in 1994.\n- Emeka reports to Anders.\n- Ravi reports to Emeka.\n- Anders reports to Mara.\n- Sanne reports to Mei.\n- Mateo reports to Leila.\n- Northwind Systems was founded in 1978.\n- Callum reports to Sanne.\n- Mara works for Northwind Systems.\n- Chiara reports to Ravi.\n- Viktor reports to Mateo.\n- Mei reports to Stefan.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Chiara works for Summit Energy.\n- Northwind Systems is headquartered in Dunedin.\n- Mei works for Northwind Systems.\n- Summit Energy was founded in 1998.\n- Leila reports to Chiara.\n- Stefan works for Summit Energy.\n- Leila works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Meridian Bank is headquartered in Dunedin.\n- Callum works for Meridian Bank.\n- Emeka works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Ravi works for Northwind Systems.\n- Summit Energy is headquartered in Dunedin.\n- Mateo works for Northwind Systems.\n- Mara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20693", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1993.\n- Crescent Telecom is headquartered in Adelaide.\n- Sofia reports to Priya.\n- Deshawn reports to Viktor.\n- Crescent Telecom was founded in 2003.\n- Summit Energy is headquartered in Leeds.\n- Emeka reports to Lucia.\n- Viktor reports to Chiara.\n- Pablo works for Vantage Air.\n- Mateo works for Vantage Air.\n- Pablo reports to Emeka.\n- Lucia works for Crescent Telecom.\n- Chiara works for Summit Energy.\n- Lucia reports to Sofia.\n- Mateo reports to Amara.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Priya reports to Mateo.\n- Sofia works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Vantage Air is headquartered in Nagoya.\n- Amara works for Helios Logistics.\n- Chiara reports to Pablo.\n- Vantage Air was founded in 1998.\n- Emeka works for Helios Logistics.\n- Summit Energy was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20695", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Dunedin.\n- Leila reports to Yuki.\n- Tobias reports to Wren.\n- Omar works for Lattice Analytics.\n- Deshawn reports to Sanne.\n- Mara works for Lattice Analytics.\n- Sanne reports to Stefan.\n- Lattice Analytics was founded in 1975.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1975.\n- Omar reports to Kenji.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Pinnacle Software was founded in 1975.\n- Wren reports to Deshawn.\n- Tessa reports to Pablo.\n- Tobias works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Mara reports to Tessa.\n- Sanne works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Pablo works for Fernhill Foods.\n- Deshawn works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Kenji reports to Tobias.\n- Pablo reports to Omar.\n- Stefan reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20697", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7546: employee Anders S., hired 01 April 2023, separated 21 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7546?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7546 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20698", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Leila reports to Mateo.\n- Priya works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar works for Bluepine Aviation.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 2001.\n- Cedar Retail Group is headquartered in Austin.\n- Mateo works for Atlas Freight.\n- Bluepine Aviation was founded in 2004.\n- Aisha works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Hana reports to Aisha.\n- Amara works for Beacon Insurance.\n- Kenji works for Cedar Retail Group.\n- Zoya reports to Mara.\n- Aisha reports to Leila.\n- Mara works for Cedar Retail Group.\n- Mara reports to Amara.\n- Kenji reports to Zoya.\n- Chiara reports to Kenji.\n- Zoya works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Beacon Insurance was founded in 1988.\n- Tobias reports to Omar.\n- Beacon Insurance is headquartered in Valencia.\n- Amara reports to Tobias.\n- Hana works for Atlas Freight.\n- Priya reports to Hana.\n- Cedar Retail Group was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20699", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3741: employee Tessa S., hired 18 March 2023, separated 26 October 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-3741 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$1,600", "2": "$3,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Anders.\n- Helios Logistics was founded in 2004.\n- Zoya reports to Chiara.\n- Yuki works for Cobalt Health.\n- Vantage Air was founded in 2007.\n- Yuki reports to Callum.\n- Chiara works for Helios Logistics.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Cobalt Health is headquartered in Oslo.\n- Priya works for Helios Logistics.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Amara works for Vantage Air.\n- Helios Logistics is headquartered in Brno.\n- Tessa reports to Amara.\n- Zoya works for Cobalt Health.\n- Callum reports to Zoya.\n- Priya reports to Tessa.\n- Chiara reports to Priya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2005", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20701", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Ravi reports to Callum.\n- Tobias works for Summit Energy.\n- Callum works for Summit Energy.\n- Bluepine Aviation was founded in 1997.\n- Wren works for Fernhill Foods.\n- Cedar Retail Group was founded in 2000.\n- Felix works for Cedar Retail Group.\n- Chiara reports to Wren.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Cork.\n- Felix reports to Tobias.\n- Tobias reports to Chiara.\n- Elena works for Summit Energy.\n- Wren reports to Yuki.\n- Emeka works for Bluepine Aviation.\n- Amara reports to Elena.\n- Elena reports to Ravi.\n- Summit Energy is headquartered in Turku.\n- Yuki reports to Emeka.\n- Yuki works for Bluepine Aviation.\n- Ravi works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Cork.\n- Summit Energy was founded in 2009.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 1995.\n- Emeka reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20703", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 84020 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Aisha reports to Ravi.\n- Deshawn works for Meridian Bank.\n- Felix works for Ironwood Manufacturing.\n- Mara reports to Emeka.\n- Aisha works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Emeka reports to Sanne.\n- Helios Logistics was founded in 2009.\n- Hana reports to Deshawn.\n- Jonas works for Ironwood Manufacturing.\n- Deshawn reports to Lucia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sanne reports to Felix.\n- Lucia works for Atlas Freight.\n- Amara reports to Dmitri.\n- Meridian Bank is headquartered in Basel.\n- Helios Logistics is headquartered in Basel.\n- Dmitri works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Meridian Bank was founded in 2015.\n- Atlas Freight was founded in 2010.\n- Ironwood Manufacturing was founded in 2004.\n- Felix reports to Jonas.\n- Hana works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Lucia reports to Mara.\n- Emeka works for Atlas Freight.\n- Ravi reports to Amara.\n- Jonas reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20705", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6301: employee Mei K., hired 09 January 2022, separated 14 June 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6301?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Adelaide.\n- Mei reports to Leila.\n- Mei works for Beacon Insurance.\n- Summit Energy was founded in 2005.\n- Dmitri reports to Hana.\n- Chiara works for Summit Energy.\n- Lattice Analytics was founded in 2001.\n- Hana reports to Felix.\n- Felix works for Lattice Analytics.\n- Dmitri works for Summit Energy.\n- Kenji works for Lattice Analytics.\n- Hana works for Helios Logistics.\n- Priya works for Lattice Analytics.\n- Helios Logistics is headquartered in Austin.\n- Lattice Analytics is headquartered in Basel.\n- Bruno works for Beacon Insurance.\n- Leila reports to Chiara.\n- Nadia works for Beacon Insurance.\n- Leila works for Lattice Analytics.\n- Helios Logistics was founded in 1985.\n- Omar reports to Mei.\n- Omar works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Felix reports to Bruno.\n- Beacon Insurance was founded in 1981.\n- Nadia reports to Elena.\n- Kenji reports to Dmitri.\n- Summit Energy is headquartered in Adelaide.\n- Priya reports to Omar.\n- Elena reports to Kenji.\n- Chiara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1984", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20707", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20708", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1993.\n- Viktor reports to Kenji.\n- Beacon Insurance is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Callum reports to Amara.\n- Dmitri works for Beacon Insurance.\n- Lattice Analytics is headquartered in Bergen.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Bruno.\n- Anders works for Fernhill Foods.\n- Hana reports to Viktor.\n- Bruno works for Fernhill Foods.\n- Kenji reports to Anders.\n- Yuki reports to Callum.\n- Mara reports to Jonas.\n- Yuki works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Mei reports to Mara.\n- Fernhill Foods is headquartered in Dunedin.\n- Kenji works for Beacon Insurance.\n- Callum works for Cedar Retail Group.\n- Jonas works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Amara reports to Dmitri.\n- Beacon Insurance was founded in 2012.\n- Hana works for Lattice Analytics.\n- Bruno reports to Mei.\n- Amara works for Beacon Insurance.\n- Fernhill Foods was founded in 1999.\n- Jonas reports to Hana.\n- Cedar Retail Group was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20710", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 August 2025): For employees hired on or after 22 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1707: employee Kenji T., hired 20 April 2023, separated 06 June 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1707?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20711", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6076: employee Priya M., hired 11 October 2021, separated 08 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6076?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20712", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7318: employee Jonas R., hired 08 March 2021, separated 30 June 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7318?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Mara.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Leila reports to Anders.\n- Deshawn works for Pinnacle Software.\n- Mara works for Meridian Bank.\n- Pablo reports to Tessa.\n- Lattice Analytics is headquartered in Austin.\n- Bluepine Aviation is headquartered in Austin.\n- Meridian Bank is headquartered in Lyon.\n- Mei works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Anders works for Meridian Bank.\n- Lattice Analytics was founded in 1989.\n- Pinnacle Software is headquartered in Austin.\n- Mara reports to Deshawn.\n- Deshawn reports to Pablo.\n- Tessa works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Hana works for Pinnacle Software.\n- Hana reports to Leila.\n- Mei reports to Hana.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20714", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Bluepine Aviation.\n- Priya reports to Sofia.\n- Elena works for Cedar Retail Group.\n- Emeka works for Lattice Analytics.\n- Aisha reports to Tessa.\n- Kenji reports to Pablo.\n- Cedar Retail Group was founded in 1979.\n- Cedar Retail Group is headquartered in Basel.\n- Kenji works for Bluepine Aviation.\n- Pablo works for Cedar Retail Group.\n- Tobias reports to Wren.\n- Atlas Freight is headquartered in Porto.\n- Priya works for Lattice Analytics.\n- Pablo reports to Tobias.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2009.\n- Tessa works for Bluepine Aviation.\n- Tobias works for Atlas Freight.\n- Sofia works for Lattice Analytics.\n- Tessa reports to Kenji.\n- Sofia reports to Elena.\n- Lattice Analytics was founded in 2011.\n- Wren reports to Priya.\n- Elena reports to Emeka.\n- Atlas Freight was founded in 1998.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20716", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9499: employee Hana R., hired 07 March 2022, separated 04 October 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9499?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Meridian Bank was founded in 1983.\n- Ingrid works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Yuki reports to Ingrid.\n- Mara works for Fernhill Foods.\n- Meridian Bank is headquartered in Cork.\n- Yuki works for Meridian Bank.\n- Northwind Systems is headquartered in Cork.\n- Nadia works for Meridian Bank.\n- Summit Energy was founded in 2012.\n- Fernhill Foods is headquartered in Cork.\n- Hana reports to Nadia.\n- Summit Energy is headquartered in Bergen.\n- Hana works for Summit Energy.\n- Northwind Systems was founded in 2014.\n- Tobias works for Summit Energy.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Sanne reports to Tobias.\n- Mara reports to Yuki.\n- Tobias reports to Aisha.\n- Aisha reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1976", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ravi.\n- Summit Energy is headquartered in Oslo.\n- Zoya works for Helios Logistics.\n- Dmitri works for Fernhill Foods.\n- Wren reports to Emeka.\n- Helios Logistics is headquartered in Basel.\n- Ravi reports to Zoya.\n- Fernhill Foods was founded in 2011.\n- Callum reports to Tessa.\n- Summit Energy was founded in 2012.\n- Kenji works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Felix works for Crescent Telecom.\n- Wren works for Fernhill Foods.\n- Kenji reports to Wren.\n- Callum works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Crescent Telecom is headquartered in Basel.\n- Felix reports to Dmitri.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics was founded in 2002.\n- Emeka works for Fernhill Foods.\n- Bruno reports to Felix.\n- Zoya reports to Callum.\n- Dmitri reports to Kenji.\n- Crescent Telecom was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Emeka.\n- Summit Energy is headquartered in Bergen.\n- Vantage Air is headquartered in Valencia.\n- Crescent Telecom is headquartered in Bergen.\n- Aisha reports to Sanne.\n- Sanne reports to Chiara.\n- Sanne works for Summit Energy.\n- Omar works for Pinnacle Software.\n- Tessa reports to Mateo.\n- Aisha works for Summit Energy.\n- Crescent Telecom was founded in 1999.\n- Chiara works for Crescent Telecom.\n- Pinnacle Software is headquartered in Bergen.\n- Emeka works for Summit Energy.\n- Emeka reports to Tessa.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Pablo works for Pinnacle Software.\n- Mateo reports to Omar.\n- Summit Energy was founded in 1995.\n- Tessa works for Summit Energy.\n- Vantage Air was founded in 2004.\n- Pablo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20720", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1030: employee Ravi S., hired 24 January 2022, separated 09 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1030?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1030 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Leila.\n- Fernhill Foods was founded in 1978.\n- Meridian Bank is headquartered in Porto.\n- Chiara reports to Bruno.\n- Aisha reports to Chiara.\n- Felix works for Atlas Freight.\n- Ingrid reports to Aisha.\n- Fernhill Foods is headquartered in Porto.\n- Yuki works for Atlas Freight.\n- Chiara works for Fernhill Foods.\n- Atlas Freight is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Leila works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Bruno works for Atlas Freight.\n- Jonas reports to Ingrid.\n- Beacon Insurance was founded in 2015.\n- Bruno reports to Yuki.\n- Aisha works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Atlas Freight was founded in 2004.\n- Meridian Bank was founded in 2006.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20722", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9563: employee Wren M., hired 26 August 2020, separated 05 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9563?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20723", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1593: employee Anders S., hired 23 October 2023, separated 02 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1593?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20724", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3725: employee Wren T., hired 07 June 2022, separated 26 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-3725?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Kenji works for Beacon Insurance.\n- Dmitri works for Fernhill Foods.\n- Amara reports to Omar.\n- Meridian Bank was founded in 1975.\n- Omar reports to Dmitri.\n- Omar works for Fernhill Foods.\n- Amara works for Beacon Insurance.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Zoya.\n- Kenji reports to Yuki.\n- Pinnacle Software was founded in 1988.\n- Meridian Bank is headquartered in Brno.\n- Fernhill Foods was founded in 1984.\n- Dmitri reports to Kenji.\n- Emeka works for Fernhill Foods.\n- Pablo works for Meridian Bank.\n- Emeka reports to Pablo.\n- Pablo reports to Amara.\n- Pinnacle Software is headquartered in Nagoya.\n- Beacon Insurance was founded in 2014.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20726", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 August 2024): For employees hired on or after 08 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8087: employee Tessa S., hired 19 December 2020, separated 05 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8087?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20727", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20728", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5350: employee Stefan A., hired 15 December 2023, separated 30 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5350?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20729", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "weather", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20730", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20731", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20732", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20733", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4858: employee Anders K., hired 29 December 2022, separated 21 February 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-4858 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$4,500", "2": "$17,333", "3": "$3,100"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Brno.\n- Omar reports to Bruno.\n- Lattice Analytics was founded in 1982.\n- Mara reports to Yuki.\n- Helios Logistics is headquartered in Brno.\n- Ingrid works for Lattice Analytics.\n- Crescent Telecom was founded in 2000.\n- Yuki works for Helios Logistics.\n- Beacon Insurance is headquartered in Porto.\n- Lucia works for Crescent Telecom.\n- Chiara reports to Pablo.\n- Tobias works for Beacon Insurance.\n- Aisha reports to Ingrid.\n- Sanne reports to Aisha.\n- Mara works for Crescent Telecom.\n- Beacon Insurance was founded in 2005.\n- Helios Logistics was founded in 2003.\n- Pablo works for Beacon Insurance.\n- Elena reports to Mara.\n- Tobias reports to Lucia.\n- Aisha works for Lattice Analytics.\n- Crescent Telecom is headquartered in Austin.\n- Omar works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Chiara works for Helios Logistics.\n- Bruno reports to Chiara.\n- Sanne works for Helios Logistics.\n- Elena works for Crescent Telecom.\n- Pablo reports to Elena.\n- Yuki reports to Sanne.\n- Ingrid reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20735", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 85112 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Request Refund — asks for money back on a purchase", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20736", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 38334, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20737", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20738", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1739: employee Felix B., hired 22 January 2022, separated 28 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1739?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20739", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 55839\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20740", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1450: employee Anders R., hired 19 July 2021, separated 26 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1450?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20741", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8789: employee Amara B., hired 05 December 2022, separated 20 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8789?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20742", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bruno works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Wren works for Beacon Insurance.\n- Fernhill Foods is headquartered in Austin.\n- Aisha reports to Bruno.\n- Vantage Air was founded in 1979.\n- Aisha works for Vantage Air.\n- Mara reports to Lucia.\n- Sanne reports to Tessa.\n- Beacon Insurance was founded in 1982.\n- Amara works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2002.\n- Tessa works for Beacon Insurance.\n- Vantage Air is headquartered in Valencia.\n- Wren reports to Mara.\n- Ironwood Manufacturing was founded in 2001.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Aisha.\n- Bruno reports to Sanne.\n- Mara works for Vantage Air.\n- Tessa reports to Amara.\n- Beacon Insurance is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Tessa.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar works for Northwind Systems.\n- Fernhill Foods was founded in 1986.\n- Nadia works for Northwind Systems.\n- Kenji works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation was founded in 1986.\n- Ingrid reports to Zoya.\n- Helios Logistics was founded in 1997.\n- Tessa reports to Viktor.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Nadia reports to Kenji.\n- Northwind Systems was founded in 1987.\n- Fernhill Foods is headquartered in Bergen.\n- Viktor works for Bluepine Aviation.\n- Northwind Systems is headquartered in Bergen.\n- Omar reports to Ingrid.\n- Zoya works for Bluepine Aviation.\n- Emeka reports to Nadia.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "1992", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20745", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7209: employee Emeka S., hired 21 October 2019, separated 19 July 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-7209 under the controlling rules.", "criteria": {"0": "$18,433", "1": "$79,875", "2": "$18,303", "3": "$18,933"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20746", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3697: employee Jonas M., hired 02 July 2022, separated 06 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3697?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1991.\n- Omar reports to Wren.\n- Ravi works for Cobalt Health.\n- Jonas works for Northwind Systems.\n- Cobalt Health was founded in 2004.\n- Summit Energy was founded in 1993.\n- Hana works for Cobalt Health.\n- Hana reports to Kenji.\n- Northwind Systems is headquartered in Leeds.\n- Kenji works for Crescent Telecom.\n- Wren works for Summit Energy.\n- Jonas reports to Hana.\n- Summit Energy is headquartered in Halifax.\n- Wren reports to Mei.\n- Pablo reports to Omar.\n- Omar works for Summit Energy.\n- Mei works for Northwind Systems.\n- Pablo works for Crescent Telecom.\n- Ravi reports to Jonas.\n- Mei reports to Ravi.\n- Cobalt Health is headquartered in Austin.\n- Crescent Telecom was founded in 2001.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20748", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3993: employee Wren T., hired 29 December 2022, separated 31 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3993?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20749", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 7299 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Chiara.\n- Anders works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Nagoya.\n- Chiara reports to Wren.\n- Amara reports to Elena.\n- Sanne works for Ironwood Manufacturing.\n- Anders reports to Felix.\n- Ironwood Manufacturing was founded in 1994.\n- Elena works for Helios Logistics.\n- Dmitri reports to Stefan.\n- Wren works for Helios Logistics.\n- Sofia works for Meridian Bank.\n- Helios Logistics is headquartered in Brno.\n- Crescent Telecom was founded in 1979.\n- Wren reports to Hana.\n- Mateo reports to Dmitri.\n- Meridian Bank is headquartered in Nagoya.\n- Hana works for Ironwood Manufacturing.\n- Dmitri works for Crescent Telecom.\n- Sanne reports to Amara.\n- Felix works for Meridian Bank.\n- Elena reports to Anders.\n- Stefan reports to Sanne.\n- Chiara works for Ironwood Manufacturing.\n- Sofia reports to Mateo.\n- Amara works for Crescent Telecom.\n- Helios Logistics was founded in 2006.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo works for Helios Logistics.\n- Stefan works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20751", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20752", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Chiara reports to Wren.\n- Bruno works for Cedar Retail Group.\n- Lucia works for Helios Logistics.\n- Cedar Retail Group was founded in 1976.\n- Jonas reports to Chiara.\n- Cedar Retail Group is headquartered in Cork.\n- Elena reports to Tobias.\n- Stefan reports to Pablo.\n- Wren works for Helios Logistics.\n- Bruno reports to Mateo.\n- Crescent Telecom was founded in 1976.\n- Lucia reports to Stefan.\n- Elena works for Helios Logistics.\n- Sofia reports to Elena.\n- Wren reports to Bruno.\n- Felix works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Tobias works for Cedar Retail Group.\n- Chiara works for Vantage Air.\n- Pablo works for Vantage Air.\n- Helios Logistics was founded in 2002.\n- Vantage Air is headquartered in Nagoya.\n- Helios Logistics is headquartered in Cork.\n- Vantage Air was founded in 1976.\n- Stefan works for Crescent Telecom.\n- Felix reports to Sofia.\n- Jonas works for Cedar Retail Group.\n- Mateo reports to Lucia.\n- Sofia works for Vantage Air.\n- Pablo reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20754", "family": "intent_hardneg", "state": "Incoming support message:\n\"77678 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20755", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Priya.\n- Meridian Bank was founded in 2002.\n- Nadia works for Pinnacle Software.\n- Cobalt Health was founded in 1997.\n- Pinnacle Software is headquartered in Austin.\n- Priya works for Cedar Retail Group.\n- Sofia reports to Nadia.\n- Pinnacle Software was founded in 2014.\n- Tobias works for Cedar Retail Group.\n- Bruno reports to Kenji.\n- Meridian Bank is headquartered in Bergen.\n- Amara works for Pinnacle Software.\n- Bruno works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Callum works for Meridian Bank.\n- Tobias reports to Sofia.\n- Priya reports to Dmitri.\n- Dmitri reports to Bruno.\n- Amara reports to Callum.\n- Cedar Retail Group is headquartered in Austin.\n- Dmitri works for Pinnacle Software.\n- Cedar Retail Group was founded in 1984.\n- Kenji reports to Amara.\n- Kenji works for Cobalt Health.\n- Callum reports to Tobias.\n- Cobalt Health is headquartered in Valencia.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20757", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 07 March 2023): For employees hired on or after 07 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9037: employee Ravi M., hired 07 February 2020, separated 23 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9037?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20758", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9902: employee Tessa R., hired 18 August 2022, separated 15 December 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9902?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9902 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20759", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2383: employee Wren T., hired 13 January 2021, separated 03 July 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-2383 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$5,500", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2383 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20760", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid reports to Chiara.\n- Atlas Freight is headquartered in Tampere.\n- Chiara reports to Aisha.\n- Tobias reports to Callum.\n- Tobias works for Northwind Systems.\n- Cedar Retail Group was founded in 2006.\n- Zoya works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Aisha reports to Ravi.\n- Zoya reports to Tobias.\n- Cedar Retail Group is headquartered in Ghent.\n- Chiara works for Atlas Freight.\n- Northwind Systems is headquartered in Valencia.\n- Omar works for Atlas Freight.\n- Northwind Systems was founded in 2006.\n- Aisha works for Northwind Systems.\n- Omar reports to Elena.\n- Callum reports to Omar.\n- Atlas Freight was founded in 1986.\n- Elena works for Northwind Systems.\n- Ravi reports to Zoya.\n- Crescent Telecom was founded in 1978.\n- Elena reports to Deshawn.\n- Callum works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20762", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20763", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20764", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20765", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Omar.\n- Priya works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Yuki works for Beacon Insurance.\n- Priya reports to Ravi.\n- Beacon Insurance is headquartered in Nagoya.\n- Mei reports to Sofia.\n- Tessa reports to Dmitri.\n- Omar works for Meridian Bank.\n- Cobalt Health is headquartered in Porto.\n- Meridian Bank was founded in 2013.\n- Tessa works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Mei works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2015.\n- Yuki reports to Aisha.\n- Dmitri reports to Viktor.\n- Dmitri works for Beacon Insurance.\n- Viktor reports to Priya.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Aisha works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health was founded in 2002.\n- Beacon Insurance was founded in 1997.\n- Sofia works for Cobalt Health.\n- Omar reports to Mei.\n- Sofia reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Tobias reports to Yuki.\n- Ravi reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20767", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20768", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1991.\n- Leila reports to Mei.\n- Fernhill Foods was founded in 1993.\n- Ravi works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Pinnacle Software was founded in 1993.\n- Kenji reports to Aisha.\n- Zoya works for Pinnacle Software.\n- Ravi reports to Anders.\n- Pinnacle Software is headquartered in Halifax.\n- Aisha reports to Tobias.\n- Amara works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Zoya reports to Stefan.\n- Fernhill Foods is headquartered in Bergen.\n- Helios Logistics was founded in 1994.\n- Tobias reports to Zoya.\n- Anders works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Amara reports to Wren.\n- Wren works for Pinnacle Software.\n- Stefan works for Beacon Insurance.\n- Mei reports to Amara.\n- Kenji works for Fernhill Foods.\n- Mei works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Pablo reports to Ravi.\n- Wren reports to Kenji.\n- Aisha works for Helios Logistics.\n- Anders reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20770", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 49153\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20771", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-8 (VERSION 3, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3597: employee Bruno S., hired 03 July 2023, separated 15 March 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3597?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3597 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20772", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2537: employee Aisha M., hired 09 February 2023, separated 12 December 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2537?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20773", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20774", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 35658 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20775", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20776", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4944: employee Sofia T., hired 16 January 2022, separated 03 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4944?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20777", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20778", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20779", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20780", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8336: employee Mara M., hired 16 September 2022, separated 01 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8336?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8336 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20781", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9453: employee Chiara T., hired 21 August 2023, separated 17 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9453?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20782", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20783", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Turku.\n- Elena reports to Deshawn.\n- Pablo reports to Jonas.\n- Pinnacle Software was founded in 1988.\n- Pinnacle Software is headquartered in Turku.\n- Amara works for Helios Logistics.\n- Crescent Telecom was founded in 1985.\n- Yuki works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Summit Energy is headquartered in Halifax.\n- Crescent Telecom is headquartered in Halifax.\n- Helios Logistics was founded in 1987.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1992.\n- Jonas reports to Mei.\n- Jonas works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Yuki reports to Pablo.\n- Deshawn works for Crescent Telecom.\n- Ingrid reports to Amara.\n- Mei works for Summit Energy.\n- Mei reports to Elena.\n- Amara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Felix reports to Mara.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Helios Logistics is headquartered in Dunedin.\n- Helios Logistics was founded in 1980.\n- Mara reports to Dmitri.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Amara.\n- Ironwood Manufacturing was founded in 2008.\n- Mara works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Stefan reports to Tobias.\n- Tobias reports to Kenji.\n- Northwind Systems was founded in 2005.\n- Amara reports to Sanne.\n- Kenji reports to Felix.\n- Pinnacle Software was founded in 2003.\n- Northwind Systems is headquartered in Cork.\n- Bruno works for Ironwood Manufacturing.\n- Dmitri works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Bruno reports to Stefan.\n- Sanne reports to Mei.\n- Sanne works for Pinnacle Software.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20786", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20787", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-2 (VERSION 5, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 April 2025): For employees hired on or after 22 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7747: employee Priya T., hired 20 July 2023, separated 13 December 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7747?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Lucia.\n- Pinnacle Software is headquartered in Brno.\n- Callum works for Summit Energy.\n- Stefan reports to Yuki.\n- Amara works for Pinnacle Software.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki reports to Leila.\n- Summit Energy is headquartered in Brno.\n- Lucia works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Mei works for Summit Energy.\n- Bluepine Aviation was founded in 2013.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Emeka works for Summit Energy.\n- Northwind Systems is headquartered in Brno.\n- Northwind Systems was founded in 1996.\n- Emeka reports to Callum.\n- Summit Energy was founded in 2011.\n- Amara reports to Emeka.\n- Tessa reports to Mei.\n- Mei reports to Amara.\n- Deshawn reports to Tessa.\n- Deshawn works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Leila reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20789", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9788: employee Hana A., hired 01 March 2024, separated 08 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9788?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20790", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 95744 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20791", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20792", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Helios Logistics was founded in 2008.\n- Mei reports to Amara.\n- Amara works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Sanne reports to Leila.\n- Beacon Insurance was founded in 1990.\n- Cedar Retail Group was founded in 2009.\n- Mei works for Helios Logistics.\n- Anders reports to Mei.\n- Summit Energy is headquartered in Valencia.\n- Anders works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Amara reports to Jonas.\n- Summit Energy was founded in 1984.\n- Cedar Retail Group is headquartered in Tampere.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Cedar Retail Group.\n- Felix reports to Anders.\n- Wren reports to Sanne.\n- Jonas reports to Wren.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20794", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5678: employee Emeka S., hired 02 October 2020, separated 22 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5678?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20795", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Tobias reports to Emeka.\n- Chiara works for Pinnacle Software.\n- Emeka reports to Chiara.\n- Priya works for Cobalt Health.\n- Lattice Analytics was founded in 2002.\n- Pinnacle Software was founded in 1992.\n- Hana works for Pinnacle Software.\n- Tobias works for Vantage Air.\n- Kenji reports to Priya.\n- Anders reports to Hana.\n- Yuki reports to Tobias.\n- Vantage Air is headquartered in Basel.\n- Cobalt Health was founded in 2009.\n- Callum works for Cobalt Health.\n- Priya reports to Viktor.\n- Cobalt Health is headquartered in Turku.\n- Hana reports to Kenji.\n- Kenji works for Cobalt Health.\n- Anders works for Vantage Air.\n- Callum reports to Anders.\n- Viktor reports to Yuki.\n- Vantage Air was founded in 1975.\n- Emeka works for Vantage Air.\n- Pinnacle Software is headquartered in Leeds.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20797", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Hana works for Atlas Freight.\n- Felix works for Vantage Air.\n- Felix reports to Mateo.\n- Atlas Freight was founded in 1996.\n- Elena reports to Amara.\n- Crescent Telecom was founded in 2011.\n- Hana reports to Chiara.\n- Crescent Telecom is headquartered in Nagoya.\n- Vantage Air was founded in 1986.\n- Ironwood Manufacturing was founded in 2006.\n- Vantage Air is headquartered in Lyon.\n- Omar reports to Yuki.\n- Amara works for Vantage Air.\n- Yuki works for Ironwood Manufacturing.\n- Chiara works for Vantage Air.\n- Elena works for Ironwood Manufacturing.\n- Mateo reports to Omar.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Chiara reports to Elena.\n- Yuki reports to Hana.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Priya reports to Callum.\n- Beacon Insurance was founded in 2014.\n- Ravi works for Northwind Systems.\n- Lucia works for Cedar Retail Group.\n- Jonas works for Lattice Analytics.\n- Leila reports to Tessa.\n- Anders works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Callum reports to Jonas.\n- Lattice Analytics is headquartered in Ghent.\n- Northwind Systems was founded in 2000.\n- Jonas reports to Wren.\n- Anders reports to Felix.\n- Northwind Systems is headquartered in Brno.\n- Lattice Analytics was founded in 2012.\n- Yuki works for Northwind Systems.\n- Wren reports to Dmitri.\n- Cedar Retail Group was founded in 1985.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Tessa reports to Priya.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Ravi reports to Lucia.\n- Dmitri reports to Yuki.\n- Felix reports to Ravi.\n- Dmitri works for Northwind Systems.\n- Leila works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Lucia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20800", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20801", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ingrid.\n- Jonas reports to Zoya.\n- Zoya reports to Pablo.\n- Jonas works for Bluepine Aviation.\n- Atlas Freight is headquartered in Brno.\n- Mateo reports to Jonas.\n- Omar reports to Callum.\n- Bluepine Aviation was founded in 2013.\n- Atlas Freight was founded in 1978.\n- Pablo reports to Yuki.\n- Helios Logistics was founded in 2000.\n- Sofia works for Bluepine Aviation.\n- Callum reports to Deshawn.\n- Ingrid works for Helios Logistics.\n- Omar works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Brno.\n- Bluepine Aviation is headquartered in Lyon.\n- Pablo works for Helios Logistics.\n- Yuki reports to Omar.\n- Callum works for Bluepine Aviation.\n- Zoya works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1994.\n- Mateo works for Ironwood Manufacturing.\n- Ingrid reports to Mateo.\n- Ironwood Manufacturing is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20803", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2558: employee Mara K., hired 19 February 2023, separated 31 July 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2558?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20804", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20806", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20807", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4077: employee Mateo B., hired 23 October 2021, separated 04 August 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-4077?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20808", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7993: employee Pablo K., hired 18 May 2024, separated 29 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7993?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20809", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20810", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5535: employee Deshawn S., hired 04 February 2023, separated 13 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5535?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Halifax.\n- Ingrid reports to Aisha.\n- Northwind Systems was founded in 1988.\n- Northwind Systems is headquartered in Brno.\n- Lucia reports to Jonas.\n- Mateo reports to Bruno.\n- Sanne works for Vantage Air.\n- Summit Energy was founded in 1985.\n- Aisha works for Summit Energy.\n- Callum reports to Lucia.\n- Omar reports to Mateo.\n- Sanne reports to Ingrid.\n- Omar works for Northwind Systems.\n- Callum works for Fernhill Foods.\n- Leila reports to Sanne.\n- Leila works for Summit Energy.\n- Fernhill Foods was founded in 1995.\n- Ingrid works for Fernhill Foods.\n- Lucia works for Northwind Systems.\n- Fernhill Foods is headquartered in Malmo.\n- Vantage Air was founded in 2014.\n- Jonas works for Vantage Air.\n- Jonas reports to Omar.\n- Summit Energy is headquartered in Halifax.\n- Bruno reports to Leila.\n- Bruno works for Fernhill Foods.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20812", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1990.\n- Helios Logistics was founded in 2009.\n- Mei reports to Zoya.\n- Cedar Retail Group is headquartered in Valencia.\n- Ravi works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Atlas Freight is headquartered in Valencia.\n- Aisha reports to Tobias.\n- Crescent Telecom is headquartered in Valencia.\n- Sofia reports to Aisha.\n- Priya reports to Kenji.\n- Priya works for Atlas Freight.\n- Callum reports to Priya.\n- Kenji works for Crescent Telecom.\n- Zoya works for Atlas Freight.\n- Kenji reports to Sofia.\n- Callum works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Mei works for Atlas Freight.\n- Cedar Retail Group was founded in 2005.\n- Ravi reports to Yuki.\n- Yuki works for Atlas Freight.\n- Zoya reports to Ravi.\n- Helios Logistics is headquartered in Valencia.\n- Aisha works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Tobias reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20814", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9928: employee Bruno B., hired 30 April 2022, separated 26 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9928?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9928 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20815", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-9 (VERSION 5, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5965: employee Mara K., hired 09 April 2022, separated 08 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5965?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mei.\n- Lattice Analytics was founded in 2004.\n- Lattice Analytics is headquartered in Oslo.\n- Emeka reports to Tessa.\n- Fernhill Foods was founded in 2011.\n- Pinnacle Software is headquartered in Bergen.\n- Bruno works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Anders reports to Mateo.\n- Deshawn reports to Amara.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 2011.\n- Deshawn works for Pinnacle Software.\n- Amara reports to Callum.\n- Callum works for Cobalt Health.\n- Chiara reports to Jonas.\n- Jonas reports to Bruno.\n- Fernhill Foods is headquartered in Oslo.\n- Tessa works for Pinnacle Software.\n- Chiara works for Fernhill Foods.\n- Mei reports to Dmitri.\n- Emeka works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Jonas works for Cobalt Health.\n- Mateo reports to Chiara.\n- Mei works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Callum reports to Anders.\n- Tessa reports to Deshawn.\n- Dmitri works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Aisha reports to Wren.\n- Felix reports to Omar.\n- Cobalt Health is headquartered in Malmo.\n- Bruno reports to Zoya.\n- Crescent Telecom was founded in 2002.\n- Omar reports to Nadia.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Ravi.\n- Jonas reports to Bruno.\n- Ironwood Manufacturing was founded in 1976.\n- Nadia reports to Anders.\n- Ravi works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Wren works for Beacon Insurance.\n- Ravi reports to Emeka.\n- Felix works for Ironwood Manufacturing.\n- Zoya reports to Sofia.\n- Crescent Telecom is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Beacon Insurance was founded in 1981.\n- Anders reports to Aisha.\n- Emeka works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Halifax.\n- Emeka reports to Felix.\n- Zoya works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2011.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Viktor reports to Nadia.\n- Lattice Analytics is headquartered in Dunedin.\n- Stefan reports to Kenji.\n- Pinnacle Software was founded in 2006.\n- Lattice Analytics was founded in 2002.\n- Elena reports to Amara.\n- Stefan works for Lattice Analytics.\n- Meridian Bank was founded in 1989.\n- Cobalt Health is headquartered in Tallinn.\n- Amara reports to Viktor.\n- Elena works for Pinnacle Software.\n- Viktor works for Meridian Bank.\n- Jonas reports to Leila.\n- Pinnacle Software is headquartered in Dunedin.\n- Cobalt Health was founded in 2004.\n- Leila works for Pinnacle Software.\n- Leila reports to Stefan.\n- Kenji reports to Elena.\n- Meridian Bank is headquartered in Valencia.\n- Nadia works for Pinnacle Software.\n- Jonas works for Meridian Bank.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20819", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 98515\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20820", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20821", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1010: employee Anders M., hired 12 August 2020, separated 14 September 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1010?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sanne.\n- Northwind Systems was founded in 1988.\n- Mateo works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tessa reports to Zoya.\n- Elena reports to Mei.\n- Sanne works for Northwind Systems.\n- Tessa works for Lattice Analytics.\n- Mei reports to Tessa.\n- Mei works for Lattice Analytics.\n- Elena works for Cedar Retail Group.\n- Dmitri works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1982.\n- Lattice Analytics is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Valencia.\n- Mateo reports to Emeka.\n- Cedar Retail Group was founded in 1984.\n- Zoya works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Lattice Analytics was founded in 1984.\n- Sanne reports to Dmitri.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20823", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7613: employee Bruno K., hired 21 March 2021, separated 05 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7613?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20824", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 71372 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Lucia.\n- Vantage Air is headquartered in Ghent.\n- Ingrid reports to Elena.\n- Mateo works for Atlas Freight.\n- Northwind Systems was founded in 2001.\n- Leila reports to Amara.\n- Elena reports to Hana.\n- Dmitri works for Vantage Air.\n- Pablo works for Atlas Freight.\n- Amara reports to Mateo.\n- Northwind Systems is headquartered in Ghent.\n- Zoya works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Lucia reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Lucia works for Northwind Systems.\n- Leila works for Vantage Air.\n- Pablo reports to Ingrid.\n- Amara works for Northwind Systems.\n- Elena works for Beacon Insurance.\n- Hana works for Northwind Systems.\n- Zoya reports to Pablo.\n- Mei works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Mateo reports to Dmitri.\n- Ravi reports to Mei.\n- Atlas Freight was founded in 1996.\n- Vantage Air was founded in 2012.\n- Mei reports to Leila.\n- Atlas Freight is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20826", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1331: employee Hana S., hired 12 May 2020, separated 18 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1331?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20827", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20828", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20829", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1518: employee Aisha B., hired 19 November 2022, separated 29 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1518?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20830", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 45270 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20831", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Zoya reports to Deshawn.\n- Wren reports to Mateo.\n- Fernhill Foods was founded in 1987.\n- Chiara reports to Emeka.\n- Deshawn reports to Sofia.\n- Mei works for Beacon Insurance.\n- Pinnacle Software was founded in 2011.\n- Mei reports to Zoya.\n- Zoya works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Austin.\n- Emeka works for Fernhill Foods.\n- Deshawn works for Atlas Freight.\n- Omar works for Beacon Insurance.\n- Wren works for Fernhill Foods.\n- Amara works for Atlas Freight.\n- Sofia works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Beacon Insurance was founded in 1980.\n- Tobias reports to Mei.\n- Atlas Freight is headquartered in Ghent.\n- Sofia reports to Chiara.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods is headquartered in Ghent.\n- Atlas Freight was founded in 1983.\n- Omar reports to Tobias.\n- Amara reports to Mara.\n- Mara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Vantage Air.\n- Yuki reports to Lucia.\n- Lucia works for Cobalt Health.\n- Deshawn works for Bluepine Aviation.\n- Vantage Air was founded in 1978.\n- Callum reports to Mateo.\n- Bluepine Aviation was founded in 2011.\n- Priya reports to Callum.\n- Mateo reports to Deshawn.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 2015.\n- Bluepine Aviation is headquartered in Leeds.\n- Vantage Air is headquartered in Leeds.\n- Cobalt Health is headquartered in Turku.\n- Mateo works for Cedar Retail Group.\n- Lucia reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1997.\n- Deshawn reports to Yuki.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia reports to Priya.\n- Yuki works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Vantage Air is headquartered in Lyon.\n- Aisha works for Fernhill Foods.\n- Pinnacle Software is headquartered in Basel.\n- Cedar Retail Group is headquartered in Lyon.\n- Mateo reports to Priya.\n- Viktor reports to Mateo.\n- Felix reports to Viktor.\n- Priya reports to Sanne.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1987.\n- Felix works for Vantage Air.\n- Mateo works for Pinnacle Software.\n- Vantage Air was founded in 1985.\n- Sanne works for Cedar Retail Group.\n- Pinnacle Software was founded in 1993.\n- Fernhill Foods was founded in 1993.\n- Priya works for Vantage Air.\n- Fernhill Foods is headquartered in Lyon.\n- Aisha reports to Anders.\n- Sanne reports to Chiara.\n- Anders reports to Felix.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20835", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20836", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 May 2025): For employees hired on or after 16 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4261: employee Jonas A., hired 09 August 2023, separated 18 November 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-4261 under the controlling rules.", "criteria": {"0": "$55,125", "1": "$12,851", "2": "$12,721", "3": "$10,721"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20837", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1100: employee Elena K., hired 05 April 2021, separated 03 March 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-1100 under the controlling rules.", "criteria": {"0": "$12,133", "1": "$2,850", "2": "$3,300", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20838", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20839", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20840", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20841", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2904: employee Anders M., hired 09 April 2022, separated 24 November 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2904?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20842", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20843", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5982: employee Mei K., hired 30 June 2024, separated 04 August 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5982?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20844", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1997.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Ravi reports to Wren.\n- Cobalt Health is headquartered in Brno.\n- Helios Logistics was founded in 2003.\n- Deshawn works for Cobalt Health.\n- Bruno works for Summit Energy.\n- Deshawn reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Zoya works for Ironwood Manufacturing.\n- Wren reports to Nadia.\n- Stefan works for Helios Logistics.\n- Ingrid reports to Ravi.\n- Helios Logistics is headquartered in Brno.\n- Stefan reports to Bruno.\n- Ravi works for Cobalt Health.\n- Zoya reports to Deshawn.\n- Summit Energy is headquartered in Brno.\n- Bruno reports to Zoya.\n- Ironwood Manufacturing is headquartered in Basel.\n- Cobalt Health was founded in 2009.\n- Nadia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 2014.\n- Lattice Analytics is headquartered in Malmo.\n- Mei works for Vantage Air.\n- Kenji works for Lattice Analytics.\n- Wren works for Vantage Air.\n- Nadia reports to Wren.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Sofia reports to Mei.\n- Kenji reports to Omar.\n- Pablo reports to Kenji.\n- Omar reports to Deshawn.\n- Deshawn reports to Sofia.\n- Nadia works for Lattice Analytics.\n- Wren reports to Pablo.\n- Sofia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Malmo.\n- Deshawn works for Crescent Telecom.\n- Lattice Analytics was founded in 2000.\n- Beacon Insurance was founded in 2002.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20847", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20848", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20849", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4463: employee Kenji B., hired 12 December 2022, separated 17 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4463?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20850", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 November 2025): For employees hired on or after 13 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6281: employee Sofia T., hired 26 December 2023, separated 31 January 2027 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6281?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1986.\n- Leila works for Bluepine Aviation.\n- Leila reports to Callum.\n- Bluepine Aviation is headquartered in Leeds.\n- Mara works for Bluepine Aviation.\n- Felix reports to Amara.\n- Stefan reports to Leila.\n- Pablo reports to Yuki.\n- Amara reports to Ravi.\n- Deshawn reports to Mara.\n- Vantage Air was founded in 1979.\n- Felix works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Hana reports to Stefan.\n- Vantage Air is headquartered in Leeds.\n- Yuki reports to Aisha.\n- Aisha reports to Hana.\n- Callum reports to Felix.\n- Ravi works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Porto.\n- Deshawn works for Vantage Air.\n- Lattice Analytics is headquartered in Bergen.\n- Bluepine Aviation was founded in 2009.\n- Aisha works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2011.\n- Mara reports to Pablo.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20852", "family": "intent_v3", "state": "Incoming support message:\n\"Order 47714 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20853", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20854", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6945: employee Tobias K., hired 19 September 2022, separated 21 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6945?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20855", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20856", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4890: employee Ravi S., hired 29 May 2021, separated 12 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4890?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Zoya reports to Hana.\n- Sofia reports to Anders.\n- Sanne reports to Chiara.\n- Meridian Bank was founded in 2011.\n- Mei reports to Bruno.\n- Zoya works for Lattice Analytics.\n- Bruno works for Crescent Telecom.\n- Helios Logistics was founded in 1996.\n- Crescent Telecom was founded in 1999.\n- Pablo works for Meridian Bank.\n- Amara reports to Sanne.\n- Leila works for Helios Logistics.\n- Bruno reports to Amara.\n- Helios Logistics is headquartered in Leeds.\n- Lattice Analytics was founded in 1986.\n- Leila reports to Zoya.\n- Sofia works for Lattice Analytics.\n- Priya works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Anders reports to Priya.\n- Anders works for Helios Logistics.\n- Chiara works for Crescent Telecom.\n- Lattice Analytics is headquartered in Basel.\n- Meridian Bank is headquartered in Basel.\n- Mei works for Meridian Bank.\n- Chiara reports to Sofia.\n- Hana works for Helios Logistics.\n- Amara works for Meridian Bank.\n- Priya reports to Leila.\n- Hana reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20858", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3115: employee Sanne S., hired 11 April 2023, separated 11 April 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-3115 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$5,500", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20859", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8874: employee Chiara B., hired 15 September 2023, separated 06 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8874?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2015.\n- Amara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Adelaide.\n- Nadia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1985.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Omar.\n- Fernhill Foods is headquartered in Adelaide.\n- Viktor reports to Aisha.\n- Pinnacle Software is headquartered in Tampere.\n- Pinnacle Software was founded in 1980.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Amara.\n- Bruno reports to Jonas.\n- Kenji works for Pinnacle Software.\n- Ingrid reports to Bruno.\n- Atlas Freight is headquartered in Tampere.\n- Tessa works for Bluepine Aviation.\n- Nadia reports to Ingrid.\n- Omar reports to Tessa.\n- Kenji reports to Viktor.\n- Tessa reports to Nadia.\n- Atlas Freight was founded in 1984.\n- Ingrid works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20861", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20862", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20863", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3916: employee Kenji A., hired 26 May 2023, separated 18 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3916?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20864", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-9 (VERSION 2, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1049: employee Callum T., hired 17 January 2021, separated 29 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1049?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Callum.\n- Ironwood Manufacturing was founded in 1979.\n- Crescent Telecom was founded in 2012.\n- Jonas reports to Deshawn.\n- Emeka reports to Viktor.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Meridian Bank.\n- Beacon Insurance was founded in 1998.\n- Aisha works for Beacon Insurance.\n- Deshawn reports to Ravi.\n- Deshawn works for Meridian Bank.\n- Jonas works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Aisha reports to Emeka.\n- Ironwood Manufacturing is headquartered in Brno.\n- Beacon Insurance is headquartered in Brno.\n- Viktor reports to Sofia.\n- Ravi reports to Aisha.\n- Crescent Telecom is headquartered in Basel.\n- Meridian Bank was founded in 1988.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20866", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 March 2023): For employees hired on or after 28 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7789: employee Tobias M., hired 28 April 2022, separated 23 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7789?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Anders.\n- Lattice Analytics is headquartered in Halifax.\n- Hana works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Tobias works for Atlas Freight.\n- Elena reports to Chiara.\n- Atlas Freight is headquartered in Ghent.\n- Chiara works for Northwind Systems.\n- Bluepine Aviation was founded in 2011.\n- Amara reports to Hana.\n- Felix works for Atlas Freight.\n- Elena works for Bluepine Aviation.\n- Chiara reports to Amara.\n- Tobias reports to Tessa.\n- Amara works for Northwind Systems.\n- Aisha reports to Tobias.\n- Northwind Systems is headquartered in Ghent.\n- Leila works for Bluepine Aviation.\n- Tessa works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight was founded in 1977.\n- Felix reports to Aisha.\n- Anders reports to Felix.\n- Lattice Analytics was founded in 2013.\n- Aisha works for Northwind Systems.\n- Tessa reports to Elena.\n- Northwind Systems was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20868", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20869", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 88058\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20870", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "provision_access", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20871", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20872", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5404: employee Jonas A., hired 05 February 2022, separated 15 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5404?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Omar reports to Amara.\n- Viktor works for Northwind Systems.\n- Stefan reports to Jonas.\n- Northwind Systems was founded in 1979.\n- Amara works for Fernhill Foods.\n- Jonas reports to Viktor.\n- Viktor reports to Ravi.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom is headquartered in Tampere.\n- Ravi works for Crescent Telecom.\n- Lucia reports to Stefan.\n- Omar works for Fernhill Foods.\n- Lucia works for Northwind Systems.\n- Ravi reports to Omar.\n- Fernhill Foods was founded in 1977.\n- Fernhill Foods is headquartered in Tampere.\n- Helios Logistics was founded in 1990.\n- Crescent Telecom was founded in 2006.\n- Northwind Systems is headquartered in Cork.\n- Jonas works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20874", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20875", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20876", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4086: employee Sofia K., hired 30 June 2023, separated 24 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-4086?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20877", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20878", "family": "intent_v3", "state": "Incoming support message:\n\"Order 32448 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Zoya reports to Mei.\n- Northwind Systems was founded in 1977.\n- Nadia reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Tobias works for Helios Logistics.\n- Omar reports to Mateo.\n- Ravi reports to Omar.\n- Mei works for Helios Logistics.\n- Lattice Analytics is headquartered in Tallinn.\n- Sanne reports to Anders.\n- Emeka reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Mei reports to Sanne.\n- Mateo works for Northwind Systems.\n- Omar works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Helios Logistics is headquartered in Cork.\n- Zoya works for Lattice Analytics.\n- Viktor reports to Ravi.\n- Ingrid reports to Zoya.\n- Tobias reports to Nadia.\n- Nadia works for Northwind Systems.\n- Helios Logistics was founded in 2008.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Northwind Systems is headquartered in Tallinn.\n- Mateo reports to Tobias.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Summit Energy is headquartered in Dunedin.\n- Tessa reports to Hana.\n- Fernhill Foods is headquartered in Brno.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Sanne reports to Kenji.\n- Pablo works for Beacon Insurance.\n- Kenji reports to Leila.\n- Priya works for Fernhill Foods.\n- Leila reports to Priya.\n- Callum works for Beacon Insurance.\n- Hana reports to Viktor.\n- Cedar Retail Group is headquartered in Brno.\n- Beacon Insurance was founded in 1998.\n- Callum reports to Sanne.\n- Summit Energy was founded in 1985.\n- Tobias works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Tobias reports to Callum.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.\n- Kenji works for Beacon Insurance.\n- Viktor works for Summit Energy.\n- Priya reports to Tessa.\n- Beacon Insurance is headquartered in Cork.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2001.\n- Fernhill Foods is headquartered in Tallinn.\n- Anders reports to Pablo.\n- Tobias works for Summit Energy.\n- Aisha reports to Yuki.\n- Mateo reports to Elena.\n- Fernhill Foods was founded in 1982.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Priya.\n- Pablo reports to Lucia.\n- Pablo works for Fernhill Foods.\n- Summit Energy is headquartered in Tallinn.\n- Anders works for Beacon Insurance.\n- Lucia works for Fernhill Foods.\n- Tobias reports to Anders.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Priya works for Summit Energy.\n- Elena reports to Dmitri.\n- Aisha works for Ironwood Manufacturing.\n- Mateo works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Dmitri reports to Aisha.\n- Beacon Insurance was founded in 2004.\n- Lucia reports to Mateo.\n- Dmitri works for Summit Energy.\n- Ironwood Manufacturing was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2001", "2": "2004", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20882", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Jonas reports to Amara.\n- Atlas Freight is headquartered in Basel.\n- Dmitri reports to Tobias.\n- Vantage Air is headquartered in Lyon.\n- Cobalt Health is headquartered in Basel.\n- Atlas Freight was founded in 1995.\n- Aisha works for Cobalt Health.\n- Amara reports to Aisha.\n- Ingrid works for Vantage Air.\n- Mei reports to Dmitri.\n- Beacon Insurance is headquartered in Basel.\n- Cobalt Health was founded in 1999.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Dmitri works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Vantage Air was founded in 2004.\n- Tobias reports to Jonas.\n- Hana reports to Ingrid.\n- Aisha reports to Hana.\n- Jonas works for Cobalt Health.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20884", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20885", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-4 (VERSION 7, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2835: employee Jonas S., hired 14 December 2021, separated 29 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2835?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20886", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7427: employee Bruno S., hired 01 October 2023, separated 26 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2026-7427 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$4,500", "2": "$7,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-20887", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3461: employee Yuki B., hired 06 August 2020, separated 08 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3461?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20888", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8924: employee Priya M., hired 22 March 2025, separated 16 January 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8924?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20889", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "restart_service", "3": "rollback", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Summit Energy was founded in 1986.\n- Elena reports to Wren.\n- Leila reports to Callum.\n- Amara reports to Mara.\n- Felix reports to Sofia.\n- Elena works for Lattice Analytics.\n- Sofia works for Summit Energy.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia works for Northwind Systems.\n- Viktor works for Lattice Analytics.\n- Wren reports to Nadia.\n- Ravi reports to Viktor.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Wren works for Summit Energy.\n- Nadia reports to Tobias.\n- Summit Energy is headquartered in Halifax.\n- Sofia reports to Amara.\n- Mara reports to Elena.\n- Felix works for Northwind Systems.\n- Callum works for Summit Energy.\n- Tobias reports to Ravi.\n- Viktor reports to Leila.\n- Northwind Systems was founded in 1981.\n- Lattice Analytics was founded in 2010.\n- Tobias works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20891", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6428: employee Mara T., hired 13 March 2022, separated 31 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-6428?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20892", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Priya works for Ironwood Manufacturing.\n- Pablo reports to Sofia.\n- Lucia works for Beacon Insurance.\n- Aisha reports to Pablo.\n- Beacon Insurance was founded in 1992.\n- Elena works for Ironwood Manufacturing.\n- Mateo reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Bluepine Aviation was founded in 2003.\n- Aisha works for Beacon Insurance.\n- Priya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lucia reports to Jonas.\n- Sofia reports to Tessa.\n- Cedar Retail Group is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Tampere.\n- Sofia works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2013.\n- Cedar Retail Group was founded in 2008.\n- Bluepine Aviation is headquartered in Bergen.\n- Jonas reports to Mateo.\n- Pablo works for Cedar Retail Group.\n- Tessa reports to Lucia.\n- Tessa works for Beacon Insurance.\n- Elena reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20894", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4243: employee Kenji M., hired 10 December 2020, separated 27 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-4243 under the controlling rules.", "criteria": {"0": "$17,200", "1": "$17,700", "2": "$76,700", "3": "$17,625"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20895", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 61839 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "request_refund", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Amara works for Summit Energy.\n- Bruno reports to Callum.\n- Omar works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Amara reports to Tessa.\n- Helios Logistics is headquartered in Dunedin.\n- Priya works for Crescent Telecom.\n- Priya reports to Sofia.\n- Omar reports to Priya.\n- Summit Energy is headquartered in Leeds.\n- Helios Logistics was founded in 1999.\n- Northwind Systems is headquartered in Dunedin.\n- Crescent Telecom was founded in 2012.\n- Bruno works for Summit Energy.\n- Elena reports to Amara.\n- Summit Energy was founded in 1980.\n- Tessa reports to Bruno.\n- Sofia reports to Elena.\n- Sofia works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Northwind Systems was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2015", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1984.\n- Elena reports to Callum.\n- Cedar Retail Group was founded in 2010.\n- Cobalt Health is headquartered in Adelaide.\n- Mei works for Cobalt Health.\n- Jonas works for Summit Energy.\n- Pinnacle Software is headquartered in Leeds.\n- Jonas reports to Mei.\n- Viktor reports to Lucia.\n- Elena works for Cedar Retail Group.\n- Summit Energy was founded in 1980.\n- Cobalt Health was founded in 1980.\n- Lucia works for Summit Energy.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Viktor works for Cedar Retail Group.\n- Stefan reports to Jonas.\n- Mei reports to Elena.\n- Stefan works for Cobalt Health.\n- Summit Energy is headquartered in Brno.\n- Lucia reports to Stefan.\n- Callum reports to Mara.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1975", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20898", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3802: employee Dmitri B., hired 09 June 2024, separated 15 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3802?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Jonas works for Beacon Insurance.\n- Fernhill Foods was founded in 1997.\n- Atlas Freight is headquartered in Oslo.\n- Anders reports to Tobias.\n- Pablo reports to Anders.\n- Anders works for Fernhill Foods.\n- Beacon Insurance was founded in 1979.\n- Atlas Freight was founded in 2007.\n- Tobias works for Atlas Freight.\n- Tobias reports to Viktor.\n- Pablo works for Atlas Freight.\n- Fernhill Foods is headquartered in Ghent.\n- Lucia works for Fernhill Foods.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance is headquartered in Turku.\n- Sofia works for Fernhill Foods.\n- Cobalt Health was founded in 1981.\n- Ingrid works for Beacon Insurance.\n- Lucia reports to Sofia.\n- Ingrid reports to Lucia.\n- Jonas reports to Ingrid.\n- Viktor reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Amara works for Cedar Retail Group.\n- Sofia reports to Pablo.\n- Pablo reports to Callum.\n- Callum works for Crescent Telecom.\n- Cedar Retail Group was founded in 1983.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Crescent Telecom was founded in 1979.\n- Kenji reports to Omar.\n- Wren works for Atlas Freight.\n- Omar reports to Wren.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Amara reports to Stefan.\n- Atlas Freight was founded in 2000.\n- Omar works for Crescent Telecom.\n- Northwind Systems is headquartered in Leeds.\n- Stefan reports to Ingrid.\n- Stefan works for Atlas Freight.\n- Ingrid works for Northwind Systems.\n- Callum reports to Deshawn.\n- Northwind Systems was founded in 1980.\n- Ingrid reports to Sofia.\n- Crescent Telecom is headquartered in Malmo.\n- Wren reports to Amara.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Tobias reports to Jonas.\n- Dmitri reports to Mateo.\n- Jonas reports to Amara.\n- Bluepine Aviation is headquartered in Halifax.\n- Mateo works for Fernhill Foods.\n- Mei reports to Anders.\n- Fernhill Foods is headquartered in Cork.\n- Sanne reports to Elena.\n- Northwind Systems was founded in 1984.\n- Elena works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Amara reports to Mei.\n- Elena reports to Nadia.\n- Northwind Systems is headquartered in Turku.\n- Mei works for Pinnacle Software.\n- Fernhill Foods was founded in 1998.\n- Pinnacle Software is headquartered in Leeds.\n- Sanne works for Northwind Systems.\n- Mateo reports to Tobias.\n- Anders works for Pinnacle Software.\n- Bluepine Aviation was founded in 1993.\n- Nadia reports to Dmitri.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1982.\n- Jonas reports to Tessa.\n- Tessa reports to Ingrid.\n- Viktor works for Meridian Bank.\n- Priya reports to Kenji.\n- Felix reports to Viktor.\n- Ingrid reports to Emeka.\n- Atlas Freight is headquartered in Porto.\n- Ingrid works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Basel.\n- Atlas Freight was founded in 1977.\n- Kenji reports to Jonas.\n- Yuki works for Cobalt Health.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Viktor reports to Chiara.\n- Sofia works for Cobalt Health.\n- Chiara reports to Priya.\n- Yuki reports to Sofia.\n- Tessa works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Felix works for Ironwood Manufacturing.\n- Sofia reports to Deshawn.\n- Emeka works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1987.\n- Deshawn works for Meridian Bank.\n- Cobalt Health was founded in 1989.\n- Jonas works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Deshawn reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1985", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20903", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8813: employee Bruno M., hired 13 June 2022, separated 31 October 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-8813?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20904", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20905", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20906", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20907", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 May 2025): For employees hired on or after 28 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9801: employee Sofia S., hired 10 June 2022, separated 04 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9801?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20908", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20909", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20910", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20911", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6999: employee Omar T., hired 20 March 2024, separated 02 June 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-6999 under the controlling rules.", "criteria": {"0": "$2,250", "1": "$5,000", "2": "$6,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20912", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20913", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5918: employee Stefan K., hired 23 December 2020, separated 24 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5918?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2004.\n- Viktor works for Summit Energy.\n- Elena reports to Anders.\n- Emeka reports to Tobias.\n- Bruno reports to Mateo.\n- Omar reports to Emeka.\n- Sanne works for Bluepine Aviation.\n- Mateo works for Atlas Freight.\n- Elena works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Bruno works for Atlas Freight.\n- Viktor reports to Omar.\n- Tobias works for Summit Energy.\n- Sanne reports to Sofia.\n- Crescent Telecom was founded in 2005.\n- Mateo reports to Viktor.\n- Tobias reports to Elena.\n- Emeka works for Summit Energy.\n- Omar works for Crescent Telecom.\n- Anders works for Atlas Freight.\n- Anders reports to Sanne.\n- Atlas Freight was founded in 1992.\n- Bluepine Aviation is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Dunedin.\n- Summit Energy was founded in 1982.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Pinnacle Software was founded in 1977.\n- Ravi works for Vantage Air.\n- Ingrid reports to Mara.\n- Omar works for Lattice Analytics.\n- Wren reports to Jonas.\n- Jonas reports to Omar.\n- Wren works for Pinnacle Software.\n- Mara reports to Tessa.\n- Summit Energy is headquartered in Brno.\n- Jonas works for Lattice Analytics.\n- Mara works for Vantage Air.\n- Tessa reports to Wren.\n- Summit Energy was founded in 1986.\n- Omar reports to Lucia.\n- Ingrid works for Lattice Analytics.\n- Tessa works for Summit Energy.\n- Lucia reports to Ravi.\n- Lattice Analytics was founded in 2005.\n- Pinnacle Software is headquartered in Turku.\n- Vantage Air was founded in 2000.\n- Lucia works for Summit Energy.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20916", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 2839, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20917", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7255: employee Callum M., hired 25 June 2024, separated 11 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7255?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20918", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20919", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20920", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-20921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Pablo.\n- Summit Energy is headquartered in Leeds.\n- Meridian Bank is headquartered in Austin.\n- Sanne reports to Leila.\n- Tessa works for Crescent Telecom.\n- Yuki reports to Lucia.\n- Leila works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Meridian Bank was founded in 1989.\n- Summit Energy was founded in 1988.\n- Tessa reports to Ravi.\n- Crescent Telecom is headquartered in Leeds.\n- Pablo reports to Tessa.\n- Ravi reports to Sanne.\n- Bluepine Aviation was founded in 2011.\n- Yuki works for Bluepine Aviation.\n- Sanne works for Summit Energy.\n- Lucia reports to Elena.\n- Elena works for Bluepine Aviation.\n- Crescent Telecom was founded in 1995.\n- Lucia works for Summit Energy.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20922", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3315: employee Viktor T., hired 28 March 2023, separated 13 March 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-3315 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$5,000", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20923", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20924", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8424: employee Leila M., hired 29 August 2023, separated 23 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8424?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20925", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "control_lights", "4": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Brno.\n- Chiara reports to Elena.\n- Helios Logistics is headquartered in Porto.\n- Stefan reports to Dmitri.\n- Elena works for Helios Logistics.\n- Atlas Freight is headquartered in Brno.\n- Deshawn works for Cedar Retail Group.\n- Yuki reports to Chiara.\n- Deshawn reports to Yuki.\n- Lucia reports to Stefan.\n- Kenji works for Cedar Retail Group.\n- Atlas Freight was founded in 2013.\n- Stefan works for Cobalt Health.\n- Tessa works for Helios Logistics.\n- Kenji reports to Deshawn.\n- Wren reports to Tessa.\n- Tessa reports to Kenji.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki works for Cobalt Health.\n- Cedar Retail Group was founded in 1999.\n- Chiara works for Cobalt Health.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Wren.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1990.\n- Cobalt Health was founded in 1984.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1987", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20927", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5015: employee Sanne B., hired 30 August 2021, separated 29 January 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5015?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20928", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20929", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Hana reports to Tobias.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Basel.\n- Priya works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Callum reports to Priya.\n- Mara reports to Wren.\n- Meridian Bank was founded in 1981.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Emeka.\n- Hana works for Fernhill Foods.\n- Pablo works for Ironwood Manufacturing.\n- Callum works for Northwind Systems.\n- Ravi reports to Lucia.\n- Wren works for Ironwood Manufacturing.\n- Ravi works for Fernhill Foods.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 1980.\n- Pablo reports to Ravi.\n- Fernhill Foods was founded in 1976.\n- Priya reports to Mara.\n- Lucia reports to Callum.\n- Emeka reports to Hana.\n- Deshawn reports to Pablo.\n- Ironwood Manufacturing was founded in 1984.\n- Emeka works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Basel.\n- Deshawn works for Meridian Bank.\n- Wren reports to Dmitri.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-20931", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20932", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4763: employee Sanne M., hired 17 May 2022, separated 02 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4763?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-20933", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20934", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Deshawn.\n- Vantage Air is headquartered in Turku.\n- Ingrid reports to Mara.\n- Beacon Insurance is headquartered in Adelaide.\n- Ingrid works for Bluepine Aviation.\n- Sofia reports to Ingrid.\n- Leila reports to Chiara.\n- Mara works for Bluepine Aviation.\n- Pablo reports to Leila.\n- Chiara reports to Elena.\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Sofia works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Northwind Systems was founded in 2002.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Northwind Systems.\n- Bluepine Aviation was founded in 2011.\n- Leila works for Beacon Insurance.\n- Northwind Systems is headquartered in Tallinn.\n- Vantage Air was founded in 2010.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1977.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia reports to Sanne.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Sofia reports to Nadia.\n- Cedar Retail Group was founded in 2004.\n- Fernhill Foods was founded in 2009.\n- Dmitri works for Bluepine Aviation.\n- Hana works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tampere.\n- Chiara works for Bluepine Aviation.\n- Sanne reports to Dmitri.\n- Viktor reports to Sofia.\n- Nadia works for Cedar Retail Group.\n- Dmitri reports to Elena.\n- Sanne works for Bluepine Aviation.\n- Viktor works for Pinnacle Software.\n- Hana reports to Viktor.\n- Pinnacle Software is headquartered in Brno.\n- Elena works for Bluepine Aviation.\n- Elena reports to Chiara.\n- Pinnacle Software was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20937", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20938", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3222: employee Ravi K., hired 31 March 2023, separated 05 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3222?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Sanne.\n- Omar works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Tobias works for Beacon Insurance.\n- Aisha reports to Wren.\n- Mei works for Crescent Telecom.\n- Beacon Insurance is headquartered in Valencia.\n- Nadia reports to Omar.\n- Bluepine Aviation is headquartered in Basel.\n- Beacon Insurance was founded in 1978.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Nadia.\n- Kenji works for Crescent Telecom.\n- Omar reports to Mara.\n- Deshawn reports to Sofia.\n- Wren works for Bluepine Aviation.\n- Tobias reports to Aisha.\n- Mei reports to Kenji.\n- Mara works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Kenji reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Sofia reports to Tobias.\n- Crescent Telecom was founded in 2000.\n- Aisha works for Crescent Telecom.\n- Mara reports to Mei.\n- Sofia works for Beacon Insurance.\n- Nadia works for Helios Logistics.\n- Crescent Telecom is headquartered in Austin.\n- Helios Logistics was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20940", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 31 March 2023): For employees hired on or after 31 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4705: employee Pablo T., hired 02 February 2023, separated 17 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-4705 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,000", "2": "$17,333", "3": "$3,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20941", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20942", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20943", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20944", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Leila works for Meridian Bank.\n- Zoya reports to Priya.\n- Deshawn works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Mei works for Beacon Insurance.\n- Yuki reports to Nadia.\n- Lattice Analytics is headquartered in Turku.\n- Ravi works for Ironwood Manufacturing.\n- Sofia reports to Yuki.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Beacon Insurance was founded in 1976.\n- Priya works for Beacon Insurance.\n- Ravi reports to Zoya.\n- Ironwood Manufacturing was founded in 1976.\n- Meridian Bank was founded in 1977.\n- Kenji works for Meridian Bank.\n- Nadia reports to Pablo.\n- Meridian Bank is headquartered in Turku.\n- Tobias works for Lattice Analytics.\n- Deshawn reports to Leila.\n- Beacon Insurance is headquartered in Malmo.\n- Pablo reports to Tobias.\n- Priya reports to Sofia.\n- Mei reports to Kenji.\n- Sofia works for Meridian Bank.\n- Yuki works for Beacon Insurance.\n- Lattice Analytics was founded in 1975.\n- Leila reports to Mei.\n- Zoya works for Lattice Analytics.\n- Kenji reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20946", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 3992 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-20947", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20948", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4066: employee Deshawn R., hired 31 October 2022, separated 12 February 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2026-4066 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$6,600", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20949", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20950", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9184: employee Stefan R., hired 08 September 2023, separated 27 November 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9184?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-20951", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20952", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Dmitri reports to Lucia.\n- Tobias reports to Jonas.\n- Crescent Telecom was founded in 1978.\n- Mei works for Crescent Telecom.\n- Viktor works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Crescent Telecom is headquartered in Porto.\n- Jonas works for Pinnacle Software.\n- Lucia reports to Nadia.\n- Nadia reports to Mei.\n- Atlas Freight is headquartered in Nagoya.\n- Mei reports to Tobias.\n- Pinnacle Software was founded in 1989.\n- Viktor reports to Dmitri.\n- Atlas Freight was founded in 1976.\n- Tobias works for Fernhill Foods.\n- Nadia works for Atlas Freight.\n- Leila reports to Viktor.\n- Pinnacle Software is headquartered in Leeds.\n- Leila works for Atlas Freight.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20954", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20955", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4371: employee Ravi A., hired 30 October 2021, separated 07 September 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-4371 under the controlling rules.", "criteria": {"0": "$9,923", "1": "$43,000", "2": "$10,038", "3": "$8,923"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Viktor reports to Anders.\n- Fernhill Foods was founded in 1993.\n- Tobias reports to Aisha.\n- Northwind Systems was founded in 1996.\n- Chiara works for Fernhill Foods.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Wren reports to Chiara.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Anders reports to Sofia.\n- Sofia reports to Sanne.\n- Kenji reports to Tobias.\n- Chiara reports to Viktor.\n- Cobalt Health is headquartered in Porto.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Cobalt Health was founded in 2002.\n- Mateo reports to Wren.\n- Pinnacle Software is headquartered in Cork.\n- Wren works for Fernhill Foods.\n- Sanne reports to Kenji.\n- Tobias works for Fernhill Foods.\n- Sanne works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20957", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-2405: employee Felix R., hired 31 July 2022, separated 14 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-2405 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,875", "2": "$6,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-2405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-20958", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20959", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Deshawn.\n- Amara reports to Mei.\n- Helios Logistics was founded in 1989.\n- Dmitri reports to Lucia.\n- Beacon Insurance is headquartered in Bergen.\n- Mateo reports to Stefan.\n- Aisha reports to Tessa.\n- Lattice Analytics was founded in 1991.\n- Ingrid reports to Kenji.\n- Aisha works for Vantage Air.\n- Tessa works for Helios Logistics.\n- Beacon Insurance was founded in 2011.\n- Dmitri works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Kenji reports to Dmitri.\n- Mei works for Beacon Insurance.\n- Mateo works for Lattice Analytics.\n- Nadia works for Vantage Air.\n- Deshawn works for Beacon Insurance.\n- Vantage Air is headquartered in Bergen.\n- Deshawn reports to Nadia.\n- Lucia works for Helios Logistics.\n- Stefan reports to Ingrid.\n- Vantage Air was founded in 1997.\n- Mei reports to Mateo.\n- Stefan works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Lattice Analytics is headquartered in Porto.\n- Ingrid works for Vantage Air.\n- Lucia reports to Aisha.\n- Helios Logistics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20961", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-20962", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20963", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 89855 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-20964", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20965", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20966", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20967", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2795: employee Mateo M., hired 10 February 2022, separated 10 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2795?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20968", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7387: employee Priya S., hired 15 July 2023, separated 19 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7387?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2011.\n- Kenji reports to Priya.\n- Mara works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Helios Logistics is headquartered in Dunedin.\n- Summit Energy was founded in 2002.\n- Crescent Telecom is headquartered in Valencia.\n- Lucia works for Summit Energy.\n- Mei reports to Lucia.\n- Leila reports to Mei.\n- Summit Energy is headquartered in Basel.\n- Lucia reports to Kenji.\n- Priya works for Helios Logistics.\n- Crescent Telecom was founded in 2006.\n- Kenji works for Helios Logistics.\n- Amara reports to Pablo.\n- Helios Logistics was founded in 1993.\n- Pablo works for Helios Logistics.\n- Mara reports to Leila.\n- Cedar Retail Group is headquartered in Dunedin.\n- Pablo reports to Mara.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20970", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20971", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2978: employee Viktor A., hired 08 September 2022, separated 05 April 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2978?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-20972", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Fernhill Foods.\n- Pinnacle Software was founded in 1976.\n- Callum reports to Anders.\n- Mateo reports to Elena.\n- Wren works for Ironwood Manufacturing.\n- Felix reports to Leila.\n- Mei works for Bluepine Aviation.\n- Callum works for Pinnacle Software.\n- Leila reports to Mateo.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Bluepine Aviation was founded in 1976.\n- Bluepine Aviation is headquartered in Oslo.\n- Wren reports to Mei.\n- Ironwood Manufacturing was founded in 1987.\n- Felix works for Ironwood Manufacturing.\n- Jonas works for Bluepine Aviation.\n- Mateo works for Fernhill Foods.\n- Jonas reports to Felix.\n- Mei reports to Ravi.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena works for Fernhill Foods.\n- Anders reports to Wren.\n- Ravi works for Ironwood Manufacturing.\n- Ravi reports to Jonas.\n- Fernhill Foods was founded in 1982.\n- Ironwood Manufacturing is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1985.\n- Cedar Retail Group is headquartered in Bergen.\n- Anders reports to Sofia.\n- Helios Logistics is headquartered in Cork.\n- Deshawn works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Mateo reports to Ravi.\n- Leila works for Summit Energy.\n- Helios Logistics was founded in 1989.\n- Northwind Systems is headquartered in Adelaide.\n- Summit Energy is headquartered in Lyon.\n- Sofia reports to Elena.\n- Elena works for Helios Logistics.\n- Elena reports to Deshawn.\n- Lucia reports to Pablo.\n- Emeka works for Northwind Systems.\n- Mateo works for Summit Energy.\n- Leila reports to Lucia.\n- Sofia works for Summit Energy.\n- Emeka reports to Mateo.\n- Pablo reports to Emeka.\n- Cedar Retail Group was founded in 1976.\n- Deshawn reports to Leila.\n- Anders works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Yuki.\n- Felix works for Helios Logistics.\n- Hana works for Crescent Telecom.\n- Vantage Air is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Jonas works for Helios Logistics.\n- Omar works for Vantage Air.\n- Crescent Telecom was founded in 1975.\n- Leila works for Vantage Air.\n- Deshawn reports to Jonas.\n- Yuki works for Helios Logistics.\n- Felix reports to Stefan.\n- Yuki reports to Hana.\n- Sanne reports to Felix.\n- Ingrid works for Helios Logistics.\n- Stefan reports to Deshawn.\n- Hana reports to Elena.\n- Elena works for Helios Logistics.\n- Elena reports to Omar.\n- Sanne works for Helios Logistics.\n- Crescent Telecom is headquartered in Nagoya.\n- Vantage Air was founded in 2007.\n- Jonas reports to Leila.\n- Deshawn works for Helios Logistics.\n- Viktor reports to Sanne.\n- Ingrid reports to Viktor.\n- Viktor works for Crescent Telecom.\n- Pinnacle Software was founded in 1991.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 2006.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20976", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2860: employee Tobias R., hired 28 April 2022, separated 04 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2860?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-20978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Yuki.\n- Elena reports to Felix.\n- Deshawn reports to Nadia.\n- Callum works for Bluepine Aviation.\n- Elena works for Meridian Bank.\n- Wren works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Anders works for Bluepine Aviation.\n- Ingrid reports to Viktor.\n- Yuki reports to Kenji.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana works for Meridian Bank.\n- Nadia reports to Wren.\n- Lattice Analytics was founded in 1981.\n- Cedar Retail Group was founded in 2010.\n- Bluepine Aviation was founded in 1976.\n- Yuki works for Cedar Retail Group.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Anders reports to Ingrid.\n- Meridian Bank is headquartered in Turku.\n- Felix works for Bluepine Aviation.\n- Wren reports to Hana.\n- Felix reports to Anders.\n- Kenji works for Bluepine Aviation.\n- Hana reports to Callum.\n- Callum reports to Elena.\n- Deshawn works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-20979", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-20980", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-20981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Wren reports to Tobias.\n- Omar reports to Callum.\n- Vantage Air is headquartered in Halifax.\n- Tessa reports to Jonas.\n- Tobias works for Vantage Air.\n- Tobias reports to Omar.\n- Hana works for Helios Logistics.\n- Hana reports to Dmitri.\n- Callum reports to Tessa.\n- Jonas reports to Zoya.\n- Vantage Air was founded in 2011.\n- Zoya reports to Yuki.\n- Helios Logistics is headquartered in Cork.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Pinnacle Software was founded in 2014.\n- Helios Logistics was founded in 1997.\n- Wren works for Pinnacle Software.\n- Jonas works for Vantage Air.\n- Cedar Retail Group is headquartered in Valencia.\n- Zoya works for Helios Logistics.\n- Dmitri reports to Wren.\n- Cedar Retail Group was founded in 1980.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Dmitri.\n- Viktor works for Fernhill Foods.\n- Deshawn works for Ironwood Manufacturing.\n- Callum reports to Nadia.\n- Callum works for Fernhill Foods.\n- Dmitri reports to Deshawn.\n- Crescent Telecom was founded in 1989.\n- Tobias reports to Emeka.\n- Pinnacle Software is headquartered in Cork.\n- Crescent Telecom is headquartered in Bergen.\n- Fernhill Foods was founded in 1977.\n- Pinnacle Software was founded in 1995.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1990.\n- Jonas reports to Viktor.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Anders.\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn reports to Tobias.\n- Nadia reports to Jonas.\n- Nadia works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Viktor reports to Elena.\n- Emeka works for Pinnacle Software.\n- Tobias works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-20983", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5317: employee Zoya M., hired 11 October 2022, separated 01 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5317?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20984", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4993: employee Viktor T., hired 04 May 2022, separated 04 September 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4993?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Beacon Insurance was founded in 1986.\n- Deshawn works for Cedar Retail Group.\n- Meridian Bank is headquartered in Tampere.\n- Amara works for Cedar Retail Group.\n- Tobias reports to Hana.\n- Meridian Bank was founded in 1981.\n- Hana reports to Priya.\n- Tobias works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1988.\n- Cedar Retail Group is headquartered in Tampere.\n- Viktor works for Meridian Bank.\n- Priya reports to Lucia.\n- Ironwood Manufacturing was founded in 1977.\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Halifax.\n- Viktor reports to Amara.\n- Ingrid works for Cedar Retail Group.\n- Deshawn reports to Tobias.\n- Ingrid reports to Deshawn.\n- Lucia works for Beacon Insurance.\n- Hana works for Meridian Bank.\n- Lucia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-20987", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-20988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Anders.\n- Nadia reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Ingrid works for Crescent Telecom.\n- Anders works for Bluepine Aviation.\n- Cobalt Health is headquartered in Austin.\n- Mateo reports to Priya.\n- Beacon Insurance was founded in 1997.\n- Priya reports to Nadia.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia works for Bluepine Aviation.\n- Mara reports to Hana.\n- Anders reports to Mara.\n- Crescent Telecom was founded in 1998.\n- Crescent Telecom is headquartered in Turku.\n- Jonas reports to Ingrid.\n- Beacon Insurance is headquartered in Basel.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation was founded in 2000.\n- Priya works for Crescent Telecom.\n- Cobalt Health was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-20989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Lattice Analytics was founded in 1996.\n- Mei works for Cedar Retail Group.\n- Felix reports to Kenji.\n- Jonas reports to Lucia.\n- Felix works for Vantage Air.\n- Lattice Analytics is headquartered in Austin.\n- Vantage Air was founded in 2015.\n- Jonas works for Cedar Retail Group.\n- Crescent Telecom was founded in 2009.\n- Mateo works for Cedar Retail Group.\n- Deshawn reports to Mei.\n- Mara reports to Mateo.\n- Kenji works for Vantage Air.\n- Crescent Telecom is headquartered in Cork.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Deshawn.\n- Mateo reports to Felix.\n- Cedar Retail Group was founded in 2013.\n- Vantage Air is headquartered in Tallinn.\n- Kenji reports to Emeka.\n- Tessa reports to Jonas.\n- Cedar Retail Group is headquartered in Porto.\n- Emeka works for Crescent Telecom.\n- Deshawn works for Lattice Analytics.\n- Tessa works for Vantage Air.\n- Emeka reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20990", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6299: employee Anders A., hired 16 December 2022, separated 12 September 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6299?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20991", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8788: employee Mara T., hired 01 July 2021, separated 25 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8788?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20992", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3364: employee Kenji R., hired 30 March 2022, separated 30 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3364?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Leila.\n- Wren works for Pinnacle Software.\n- Hana reports to Tessa.\n- Tessa works for Ironwood Manufacturing.\n- Leila works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Dmitri works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2007.\n- Pinnacle Software is headquartered in Brno.\n- Meridian Bank was founded in 2004.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Basel.\n- Fernhill Foods was founded in 1987.\n- Wren reports to Amara.\n- Leila reports to Ingrid.\n- Hana works for Fernhill Foods.\n- Pinnacle Software was founded in 2013.\n- Fernhill Foods is headquartered in Oslo.\n- Tessa reports to Mei.\n- Dmitri reports to Wren.\n- Ingrid works for Ironwood Manufacturing.\n- Mei reports to Dmitri.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-20994", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4850: employee Ravi S., hired 22 June 2023, separated 14 March 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2025-4850 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$5,500", "2": "$2,188", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-20995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Lucia.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Leila reports to Zoya.\n- Sofia reports to Leila.\n- Stefan reports to Hana.\n- Lucia works for Helios Logistics.\n- Elena works for Vantage Air.\n- Northwind Systems is headquartered in Dunedin.\n- Omar works for Vantage Air.\n- Leila works for Vantage Air.\n- Lucia reports to Sofia.\n- Zoya reports to Tessa.\n- Helios Logistics is headquartered in Dunedin.\n- Omar reports to Elena.\n- Helios Logistics was founded in 1975.\n- Vantage Air is headquartered in Halifax.\n- Lattice Analytics was founded in 1987.\n- Vantage Air was founded in 2002.\n- Hana reports to Felix.\n- Sofia works for Helios Logistics.\n- Stefan works for Vantage Air.\n- Tessa works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Northwind Systems was founded in 2015.\n- Hana works for Helios Logistics.\n- Tessa reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-20996", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3569: employee Deshawn M., hired 16 September 2020, separated 20 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3569?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20997", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 21 December 2022): For employees hired on or after 21 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9993: employee Anders S., hired 02 April 2020, separated 06 April 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9993?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20998", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 March 2023): For employees hired on or after 28 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5749: employee Viktor M., hired 03 January 2021, separated 03 December 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-5749 under the controlling rules.", "criteria": {"0": "$31,200", "1": "$7,250", "2": "$7,200", "3": "$6,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-20999", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7439: employee Amara M., hired 24 July 2023, separated 02 May 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7439?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21000", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21001", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1747: employee Wren B., hired 19 January 2023, separated 28 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1747?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1993.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Mei reports to Sanne.\n- Anders works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1982.\n- Kenji reports to Chiara.\n- Emeka reports to Ravi.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Deshawn works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Hana works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Hana reports to Emeka.\n- Ravi reports to Kenji.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.\n- Atlas Freight is headquartered in Austin.\n- Emeka works for Bluepine Aviation.\n- Chiara reports to Ingrid.\n- Deshawn reports to Callum.\n- Felix works for Atlas Freight.\n- Anders reports to Felix.\n- Felix reports to Deshawn.\n- Bluepine Aviation is headquartered in Tallinn.\n- Callum reports to Hana.\n- Chiara works for Bluepine Aviation.\n- Sanne reports to Anders.\n- Ironwood Manufacturing was founded in 2007.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Ingrid works for Vantage Air.\n- Ravi works for Helios Logistics.\n- Callum reports to Ravi.\n- Helios Logistics was founded in 1982.\n- Bruno reports to Mateo.\n- Deshawn reports to Tessa.\n- Yuki works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Yuki reports to Chiara.\n- Tessa reports to Hana.\n- Vantage Air is headquartered in Basel.\n- Dmitri works for Vantage Air.\n- Summit Energy was founded in 1983.\n- Hana works for Vantage Air.\n- Ravi reports to Yuki.\n- Bruno works for Vantage Air.\n- Helios Logistics is headquartered in Austin.\n- Callum works for Summit Energy.\n- Ingrid reports to Deshawn.\n- Mateo works for Summit Energy.\n- Mateo reports to Mara.\n- Chiara works for Meridian Bank.\n- Mara reports to Ingrid.\n- Meridian Bank was founded in 1975.\n- Vantage Air was founded in 1977.\n- Meridian Bank is headquartered in Tallinn.\n- Summit Energy is headquartered in Bergen.\n- Hana reports to Callum.\n- Dmitri reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21004", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 16965\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21005", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21006", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Aisha.\n- Atlas Freight was founded in 1982.\n- Elena works for Lattice Analytics.\n- Elena reports to Mei.\n- Bluepine Aviation was founded in 1997.\n- Lattice Analytics was founded in 2003.\n- Mei works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Summit Energy is headquartered in Valencia.\n- Jonas works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Callum works for Summit Energy.\n- Bruno works for Atlas Freight.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Callum reports to Bruno.\n- Yuki reports to Tobias.\n- Emeka works for Summit Energy.\n- Lattice Analytics is headquartered in Tallinn.\n- Tobias reports to Emeka.\n- Jonas reports to Sofia.\n- Aisha works for Lattice Analytics.\n- Atlas Freight is headquartered in Tallinn.\n- Sofia reports to Stefan.\n- Stefan works for Atlas Freight.\n- Tobias works for Lattice Analytics.\n- Mei reports to Mateo.\n- Aisha reports to Elena.\n- Stefan reports to Yuki.\n- Mateo reports to Jonas.\n- Summit Energy was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21008", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21009", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Yuki.\n- Beacon Insurance was founded in 1976.\n- Beacon Insurance is headquartered in Brno.\n- Tobias works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Kenji works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Vantage Air is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Brno.\n- Aisha reports to Leila.\n- Tobias reports to Wren.\n- Sofia reports to Aisha.\n- Pablo reports to Felix.\n- Felix reports to Sofia.\n- Leila reports to Tobias.\n- Wren reports to Ravi.\n- Felix works for Fernhill Foods.\n- Kenji reports to Pablo.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1982.\n- Fernhill Foods is headquartered in Brno.\n- Ravi works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Fernhill Foods was founded in 1986.\n- Ingrid reports to Kenji.\n- Vantage Air was founded in 1978.\n- Hana works for Beacon Insurance.\n- Pablo works for Ironwood Manufacturing.\n- Yuki reports to Ingrid.\n- Sofia works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Wren reports to Mara.\n- Stefan works for Bluepine Aviation.\n- Felix reports to Callum.\n- Helios Logistics was founded in 1995.\n- Callum reports to Tobias.\n- Priya works for Bluepine Aviation.\n- Felix works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Ingrid works for Northwind Systems.\n- Helios Logistics is headquartered in Brno.\n- Callum works for Helios Logistics.\n- Jonas reports to Priya.\n- Pablo reports to Omar.\n- Omar works for Northwind Systems.\n- Omar reports to Stefan.\n- Crescent Telecom was founded in 1977.\n- Bluepine Aviation is headquartered in Austin.\n- Ingrid reports to Wren.\n- Sanne works for Crescent Telecom.\n- Mara reports to Pablo.\n- Northwind Systems is headquartered in Tampere.\n- Tobias reports to Ingrid.\n- Crescent Telecom is headquartered in Tampere.\n- Sanne reports to Felix.\n- Jonas works for Bluepine Aviation.\n- Tobias works for Helios Logistics.\n- Northwind Systems was founded in 1984.\n- Mara works for Helios Logistics.\n- Priya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21012", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21013", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21014", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5163: employee Jonas K., hired 15 December 2020, separated 19 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5163?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mara.\n- Amara works for Helios Logistics.\n- Amara reports to Jonas.\n- Felix reports to Ravi.\n- Tessa reports to Lucia.\n- Deshawn reports to Sofia.\n- Crescent Telecom was founded in 1991.\n- Cobalt Health was founded in 1981.\n- Helios Logistics was founded in 1992.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Crescent Telecom is headquartered in Halifax.\n- Deshawn works for Helios Logistics.\n- Sanne works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Jonas reports to Deshawn.\n- Mara works for Crescent Telecom.\n- Sofia works for Helios Logistics.\n- Mara reports to Amara.\n- Lucia works for Summit Energy.\n- Sofia reports to Tessa.\n- Helios Logistics is headquartered in Bergen.\n- Ravi works for Cobalt Health.\n- Lucia reports to Felix.\n- Summit Energy is headquartered in Ghent.\n- Felix works for Crescent Telecom.\n- Summit Energy was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Yuki.\n- Viktor works for Helios Logistics.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 1991.\n- Yuki reports to Priya.\n- Priya works for Northwind Systems.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 1982.\n- Northwind Systems is headquartered in Leeds.\n- Helios Logistics was founded in 1981.\n- Priya reports to Mei.\n- Northwind Systems was founded in 1987.\n- Emeka reports to Bruno.\n- Lucia works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Mei works for Northwind Systems.\n- Emeka works for Beacon Insurance.\n- Viktor reports to Emeka.\n- Mei reports to Lucia.\n- Helios Logistics is headquartered in Turku.\n- Beacon Insurance is headquartered in Austin.\n- Ravi reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21017", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 74511 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21018", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21019", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21020", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6099: employee Wren B., hired 28 March 2023, separated 11 July 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-6099 under the controlling rules.", "criteria": {"0": "$14,350", "1": "$14,438", "2": "$12,350", "3": "$62,183"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21021", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5344: employee Pablo M., hired 03 December 2022, separated 26 January 2027 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5344?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Stefan.\n- Yuki works for Crescent Telecom.\n- Kenji reports to Hana.\n- Helios Logistics is headquartered in Adelaide.\n- Hana reports to Emeka.\n- Helios Logistics was founded in 2000.\n- Yuki reports to Ravi.\n- Pinnacle Software is headquartered in Tampere.\n- Lucia works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Ravi reports to Jonas.\n- Chiara works for Crescent Telecom.\n- Ravi works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom was founded in 2004.\n- Emeka works for Crescent Telecom.\n- Elena reports to Aisha.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Jonas reports to Elena.\n- Aisha works for Pinnacle Software.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka reports to Lucia.\n- Stefan reports to Kenji.\n- Hana works for Cedar Retail Group.\n- Chiara reports to Sanne.\n- Sanne works for Helios Logistics.\n- Jonas works for Crescent Telecom.\n- Lucia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21023", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Elena.\n- Sanne reports to Lucia.\n- Felix works for Summit Energy.\n- Elena reports to Sanne.\n- Summit Energy was founded in 2008.\n- Ironwood Manufacturing was founded in 1997.\n- Felix reports to Callum.\n- Summit Energy is headquartered in Dunedin.\n- Lucia works for Pinnacle Software.\n- Lucia reports to Aisha.\n- Ironwood Manufacturing is headquartered in Austin.\n- Callum works for Summit Energy.\n- Pinnacle Software was founded in 2012.\n- Cedar Retail Group is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Nagoya.\n- Jonas reports to Felix.\n- Yuki works for Cedar Retail Group.\n- Yuki reports to Jonas.\n- Sanne works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Aisha works for Summit Energy.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Pablo reports to Nadia.\n- Jonas works for Helios Logistics.\n- Emeka reports to Sanne.\n- Anders reports to Jonas.\n- Nadia works for Helios Logistics.\n- Anders works for Bluepine Aviation.\n- Jonas reports to Ingrid.\n- Pablo works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 1987.\n- Ingrid works for Fernhill Foods.\n- Helios Logistics is headquartered in Bergen.\n- Bluepine Aviation was founded in 1987.\n- Lattice Analytics was founded in 2005.\n- Helios Logistics was founded in 1983.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia reports to Ravi.\n- Ravi reports to Anders.\n- Bluepine Aviation is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Sanne reports to Pablo.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21026", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Cobalt Health is headquartered in Bergen.\n- Aisha works for Cobalt Health.\n- Helios Logistics is headquartered in Bergen.\n- Atlas Freight was founded in 1978.\n- Northwind Systems was founded in 2004.\n- Tessa works for Atlas Freight.\n- Mara works for Helios Logistics.\n- Yuki reports to Aisha.\n- Wren works for Helios Logistics.\n- Aisha reports to Nadia.\n- Tessa reports to Deshawn.\n- Priya works for Atlas Freight.\n- Nadia reports to Tessa.\n- Helios Logistics was founded in 2008.\n- Atlas Freight is headquartered in Bergen.\n- Yuki works for Atlas Freight.\n- Northwind Systems is headquartered in Porto.\n- Priya reports to Yuki.\n- Mara reports to Priya.\n- Deshawn reports to Wren.\n- Cobalt Health was founded in 2014.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21028", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5612: employee Stefan M., hired 13 October 2020, separated 01 September 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5612?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21029", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21030", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7309: employee Amara A., hired 12 November 2020, separated 08 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7309?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Wren reports to Omar.\n- Fernhill Foods was founded in 1986.\n- Amara reports to Sofia.\n- Kenji reports to Leila.\n- Kenji works for Atlas Freight.\n- Deshawn reports to Ingrid.\n- Atlas Freight is headquartered in Dunedin.\n- Sofia reports to Sanne.\n- Wren works for Summit Energy.\n- Sanne works for Summit Energy.\n- Bruno reports to Amara.\n- Deshawn works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Hana works for Atlas Freight.\n- Beacon Insurance was founded in 1997.\n- Beacon Insurance is headquartered in Tampere.\n- Bruno works for Summit Energy.\n- Leila reports to Wren.\n- Summit Energy is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Oslo.\n- Ingrid reports to Kenji.\n- Amara works for Beacon Insurance.\n- Sofia works for Atlas Freight.\n- Omar reports to Tobias.\n- Leila works for Beacon Insurance.\n- Atlas Freight was founded in 1988.\n- Tobias reports to Bruno.\n- Summit Energy was founded in 1987.\n- Hana reports to Deshawn.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Felix works for Bluepine Aviation.\n- Ingrid reports to Stefan.\n- Vantage Air is headquartered in Dunedin.\n- Elena works for Fernhill Foods.\n- Bluepine Aviation was founded in 1993.\n- Tobias reports to Amara.\n- Summit Energy is headquartered in Dunedin.\n- Fernhill Foods was founded in 2015.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Kenji.\n- Amara works for Fernhill Foods.\n- Kenji works for Bluepine Aviation.\n- Amara reports to Sanne.\n- Summit Energy was founded in 1994.\n- Ingrid works for Fernhill Foods.\n- Vantage Air was founded in 2015.\n- Tobias works for Vantage Air.\n- Sanne reports to Mara.\n- Chiara reports to Priya.\n- Felix reports to Elena.\n- Sanne works for Summit Energy.\n- Priya works for Bluepine Aviation.\n- Mara reports to Chiara.\n- Mara works for Bluepine Aviation.\n- Elena reports to Tobias.\n- Bluepine Aviation is headquartered in Lyon.\n- Stefan works for Bluepine Aviation.\n- Chiara works for Summit Energy.\n- Kenji reports to Felix.\n- Stefan reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21033", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21034", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 August 2025): For employees hired on or after 22 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9459: employee Hana M., hired 30 September 2022, separated 14 February 2027 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9459?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21035", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 24378 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21036", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3676: employee Emeka K., hired 10 May 2024, separated 03 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-3676 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$3,000", "2": "$6,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21037", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 November 2025): For employees hired on or after 09 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8591: employee Stefan R., hired 28 October 2023, separated 16 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8591?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Elena reports to Mei.\n- Cobalt Health was founded in 2000.\n- Bruno reports to Ravi.\n- Mei reports to Ingrid.\n- Helios Logistics was founded in 1994.\n- Tobias works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Deshawn reports to Stefan.\n- Stefan reports to Elena.\n- Mara works for Cobalt Health.\n- Mara reports to Jonas.\n- Lucia reports to Tobias.\n- Helios Logistics is headquartered in Lyon.\n- Lattice Analytics was founded in 1983.\n- Ingrid reports to Wren.\n- Pinnacle Software was founded in 1999.\n- Wren works for Pinnacle Software.\n- Bruno works for Lattice Analytics.\n- Wren reports to Mara.\n- Tobias reports to Bruno.\n- Stefan works for Lattice Analytics.\n- Lucia works for Pinnacle Software.\n- Ravi reports to Deshawn.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics is headquartered in Austin.\n- Pinnacle Software is headquartered in Adelaide.\n- Deshawn works for Helios Logistics.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21039", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2915: employee Emeka K., hired 14 August 2020, separated 13 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-2915 under the controlling rules.", "criteria": {"0": "$19,200", "1": "$19,125", "2": "$21,200", "3": "$83,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21040", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2563: employee Omar R., hired 11 March 2021, separated 09 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2563?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tobias.\n- Pablo works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Austin.\n- Leila works for Pinnacle Software.\n- Tessa reports to Yuki.\n- Yuki reports to Nadia.\n- Tessa works for Cobalt Health.\n- Tobias reports to Kenji.\n- Bruno works for Cobalt Health.\n- Cedar Retail Group was founded in 1983.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Zoya.\n- Bruno reports to Leila.\n- Zoya reports to Bruno.\n- Pinnacle Software was founded in 2002.\n- Sanne works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1982.\n- Bluepine Aviation is headquartered in Austin.\n- Leila reports to Pablo.\n- Cobalt Health was founded in 1978.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Porto.\n- Ravi works for Pinnacle Software.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Kenji reports to Lucia.\n- Yuki works for Pinnacle Software.\n- Tobias works for Cobalt Health.\n- Nadia reports to Ravi.\n- Pablo reports to Sanne.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21042", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-7 (VERSION 7, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4252: employee Nadia M., hired 29 September 2021, separated 07 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4252?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Omar reports to Pablo.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Meridian Bank is headquartered in Halifax.\n- Jonas reports to Deshawn.\n- Jonas works for Pinnacle Software.\n- Chiara reports to Omar.\n- Pablo reports to Wren.\n- Stefan reports to Chiara.\n- Northwind Systems was founded in 1978.\n- Meridian Bank was founded in 1990.\n- Pinnacle Software is headquartered in Tampere.\n- Stefan works for Bluepine Aviation.\n- Chiara works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Wren works for Meridian Bank.\n- Pinnacle Software was founded in 1982.\n- Bluepine Aviation was founded in 2011.\n- Deshawn works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Kenji reports to Viktor.\n- Viktor reports to Jonas.\n- Mei reports to Stefan.\n- Deshawn reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21044", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1942: employee Emeka T., hired 07 May 2022, separated 10 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1942?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Lattice Analytics.\n- Lucia reports to Bruno.\n- Tessa reports to Elena.\n- Helios Logistics is headquartered in Tallinn.\n- Zoya reports to Omar.\n- Omar reports to Tessa.\n- Kenji reports to Mateo.\n- Bruno reports to Anders.\n- Kenji works for Lattice Analytics.\n- Cobalt Health is headquartered in Lyon.\n- Omar works for Helios Logistics.\n- Crescent Telecom is headquartered in Tallinn.\n- Anders reports to Kenji.\n- Elena works for Crescent Telecom.\n- Helios Logistics was founded in 1988.\n- Bruno works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Zoya works for Lattice Analytics.\n- Lucia works for Helios Logistics.\n- Lattice Analytics was founded in 1978.\n- Mateo reports to Zoya.\n- Sanne reports to Lucia.\n- Crescent Telecom was founded in 1991.\n- Lattice Analytics is headquartered in Lyon.\n- Anders works for Helios Logistics.\n- Cobalt Health was founded in 1987.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21046", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7862: employee Jonas R., hired 11 August 2023, separated 02 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7862?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21047", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1999: employee Pablo B., hired 19 March 2025, separated 15 August 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1999?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Yuki.\n- Bluepine Aviation was founded in 1996.\n- Fernhill Foods was founded in 1980.\n- Nadia works for Lattice Analytics.\n- Meridian Bank was founded in 1990.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 1975.\n- Fernhill Foods is headquartered in Dunedin.\n- Tessa works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Yuki reports to Aisha.\n- Aisha works for Lattice Analytics.\n- Emeka reports to Tessa.\n- Hana works for Lattice Analytics.\n- Chiara works for Fernhill Foods.\n- Hana reports to Nadia.\n- Yuki works for Lattice Analytics.\n- Nadia reports to Omar.\n- Chiara reports to Emeka.\n- Omar reports to Chiara.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21049", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21050", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sanne.\n- Crescent Telecom is headquartered in Leeds.\n- Kenji reports to Mateo.\n- Sanne works for Crescent Telecom.\n- Lucia reports to Aisha.\n- Crescent Telecom was founded in 2003.\n- Cobalt Health is headquartered in Austin.\n- Pinnacle Software was founded in 2011.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Sofia.\n- Mateo works for Beacon Insurance.\n- Ingrid reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Emeka reports to Omar.\n- Tessa reports to Wren.\n- Mateo reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Sofia works for Cobalt Health.\n- Sanne reports to Kenji.\n- Omar works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Omar reports to Stefan.\n- Stefan works for Cobalt Health.\n- Wren works for Pinnacle Software.\n- Stefan reports to Tessa.\n- Cobalt Health was founded in 1978.\n- Pinnacle Software is headquartered in Leeds.\n- Kenji works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Beacon Insurance was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1991.\n- Sanne works for Meridian Bank.\n- Helios Logistics is headquartered in Nagoya.\n- Meridian Bank is headquartered in Tampere.\n- Callum works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Elena works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Ravi reports to Sanne.\n- Helios Logistics was founded in 1997.\n- Summit Energy was founded in 2002.\n- Leila works for Summit Energy.\n- Felix works for Meridian Bank.\n- Mateo works for Helios Logistics.\n- Leila reports to Felix.\n- Wren reports to Callum.\n- Wren works for Summit Energy.\n- Sanne reports to Anders.\n- Callum reports to Elena.\n- Bluepine Aviation is headquartered in Turku.\n- Anders reports to Emeka.\n- Mateo reports to Ravi.\n- Felix reports to Mateo.\n- Bluepine Aviation was founded in 2010.\n- Emeka reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21053", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9029: employee Sofia B., hired 06 November 2023, separated 02 December 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9029?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Tessa.\n- Emeka reports to Anders.\n- Dmitri reports to Lucia.\n- Beacon Insurance was founded in 2013.\n- Omar reports to Dmitri.\n- Lucia reports to Bruno.\n- Beacon Insurance is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2015.\n- Mateo reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Tessa works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pablo works for Cedar Retail Group.\n- Tessa reports to Pablo.\n- Emeka works for Cedar Retail Group.\n- Pablo reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Aisha reports to Emeka.\n- Mateo works for Cedar Retail Group.\n- Helios Logistics was founded in 1995.\n- Atlas Freight was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1998", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1987.\n- Fernhill Foods is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1977.\n- Omar reports to Anders.\n- Fernhill Foods was founded in 1990.\n- Sanne works for Bluepine Aviation.\n- Amara reports to Hana.\n- Aisha works for Fernhill Foods.\n- Zoya reports to Aisha.\n- Pablo works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Yuki reports to Sanne.\n- Amara works for Fernhill Foods.\n- Jonas reports to Omar.\n- Pablo reports to Amara.\n- Sofia reports to Yuki.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Anders works for Vantage Air.\n- Anders reports to Sofia.\n- Hana reports to Zoya.\n- Yuki works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Lucia reports to Pablo.\n- Aisha reports to Jonas.\n- Vantage Air was founded in 1986.\n- Lucia works for Bluepine Aviation.\n- Sofia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Tampere", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21056", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21057", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2011.\n- Viktor works for Bluepine Aviation.\n- Wren reports to Nadia.\n- Viktor reports to Mara.\n- Tessa reports to Viktor.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Lucia works for Vantage Air.\n- Bluepine Aviation is headquartered in Turku.\n- Lucia reports to Deshawn.\n- Elena reports to Tessa.\n- Mara reports to Mateo.\n- Tessa works for Summit Energy.\n- Mateo works for Bluepine Aviation.\n- Mara works for Meridian Bank.\n- Elena works for Vantage Air.\n- Mateo reports to Lucia.\n- Summit Energy is headquartered in Halifax.\n- Summit Energy was founded in 2014.\n- Ingrid reports to Wren.\n- Nadia works for Meridian Bank.\n- Bluepine Aviation was founded in 2000.\n- Meridian Bank is headquartered in Dunedin.\n- Meridian Bank was founded in 2003.\n- Ingrid works for Bluepine Aviation.\n- Deshawn reports to Ingrid.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "1995", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21059", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 January 2023): For employees hired on or after 26 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4346: employee Elena M., hired 04 February 2022, separated 08 June 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4346?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Aisha.\n- Emeka works for Northwind Systems.\n- Aisha reports to Emeka.\n- Cobalt Health is headquartered in Valencia.\n- Aisha works for Bluepine Aviation.\n- Stefan reports to Yuki.\n- Tessa works for Northwind Systems.\n- Sanne reports to Pablo.\n- Pablo reports to Stefan.\n- Bluepine Aviation was founded in 1983.\n- Pablo works for Bluepine Aviation.\n- Yuki works for Northwind Systems.\n- Emeka reports to Anders.\n- Mara works for Northwind Systems.\n- Felix reports to Sanne.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mara reports to Felix.\n- Northwind Systems is headquartered in Adelaide.\n- Anders works for Northwind Systems.\n- Sanne works for Cobalt Health.\n- Stefan works for Bluepine Aviation.\n- Cobalt Health was founded in 2001.\n- Anders reports to Tessa.\n- Ironwood Manufacturing was founded in 2006.\n- Felix works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1994.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21061", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6801: employee Kenji T., hired 05 November 2021, separated 02 July 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6801?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21062", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2706: employee Omar M., hired 23 February 2023, separated 09 April 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2025-2706 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$5,077", "2": "$7,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1982.\n- Wren reports to Anders.\n- Sanne works for Lattice Analytics.\n- Meridian Bank was founded in 2013.\n- Wren works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Lattice Analytics was founded in 1989.\n- Anders works for Lattice Analytics.\n- Beacon Insurance is headquartered in Valencia.\n- Lattice Analytics is headquartered in Basel.\n- Elena works for Lattice Analytics.\n- Mei works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Pablo works for Meridian Bank.\n- Pablo reports to Elena.\n- Chiara reports to Dmitri.\n- Yuki reports to Ravi.\n- Meridian Bank is headquartered in Bergen.\n- Helios Logistics is headquartered in Bergen.\n- Ravi works for Meridian Bank.\n- Elena reports to Mei.\n- Mei reports to Yuki.\n- Dmitri reports to Pablo.\n- Sanne reports to Wren.\n- Dmitri works for Meridian Bank.\n- Anders reports to Chiara.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21064", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2010.\n- Wren works for Northwind Systems.\n- Lucia works for Cobalt Health.\n- Summit Energy is headquartered in Ghent.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana works for Bluepine Aviation.\n- Wren reports to Nadia.\n- Hana reports to Lucia.\n- Sofia works for Summit Energy.\n- Lucia reports to Priya.\n- Omar works for Cobalt Health.\n- Priya reports to Sofia.\n- Northwind Systems was founded in 1998.\n- Sofia reports to Wren.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Priya works for Northwind Systems.\n- Nadia reports to Omar.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 2002.\n- Cobalt Health is headquartered in Ghent.\n- Leila reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21066", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5353: employee Emeka A., hired 02 October 2021, separated 07 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5353?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21067", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9692: employee Anders B., hired 26 January 2022, separated 28 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9692?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Felix reports to Omar.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 2001.\n- Amara reports to Kenji.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri works for Summit Energy.\n- Emeka reports to Zoya.\n- Aisha reports to Amara.\n- Summit Energy is headquartered in Dunedin.\n- Aisha works for Fernhill Foods.\n- Mei works for Cobalt Health.\n- Tobias reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 1996.\n- Fernhill Foods was founded in 1984.\n- Cobalt Health is headquartered in Dunedin.\n- Felix works for Fernhill Foods.\n- Mei reports to Aisha.\n- Zoya reports to Mei.\n- Fernhill Foods is headquartered in Leeds.\n- Kenji reports to Felix.\n- Omar reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21069", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21070", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2001.\n- Viktor reports to Callum.\n- Sofia works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Summit Energy is headquartered in Malmo.\n- Hana reports to Viktor.\n- Mara reports to Sofia.\n- Mara works for Cedar Retail Group.\n- Sofia reports to Ingrid.\n- Vantage Air was founded in 1987.\n- Dmitri reports to Hana.\n- Atlas Freight was founded in 1993.\n- Summit Energy was founded in 1986.\n- Vantage Air is headquartered in Halifax.\n- Atlas Freight is headquartered in Cork.\n- Amara reports to Kenji.\n- Callum reports to Amara.\n- Kenji reports to Mara.\n- Hana works for Summit Energy.\n- Kenji works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Wren.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Oslo.\n- Nadia reports to Deshawn.\n- Pablo works for Vantage Air.\n- Bruno works for Vantage Air.\n- Northwind Systems was founded in 2011.\n- Jonas works for Crescent Telecom.\n- Kenji works for Vantage Air.\n- Crescent Telecom was founded in 1978.\n- Pablo reports to Yuki.\n- Jonas reports to Bruno.\n- Vantage Air is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sanne reports to Nadia.\n- Kenji reports to Wren.\n- Northwind Systems is headquartered in Turku.\n- Wren works for Ironwood Manufacturing.\n- Deshawn reports to Pablo.\n- Yuki reports to Kenji.\n- Vantage Air was founded in 1990.\n- Yuki works for Vantage Air.\n- Nadia works for Ironwood Manufacturing.\n- Deshawn works for Northwind Systems.\n- Bruno reports to Omar.\n- Omar reports to Sanne.\n- Ironwood Manufacturing was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21073", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21074", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Ravi works for Summit Energy.\n- Chiara reports to Tessa.\n- Sofia works for Pinnacle Software.\n- Summit Energy is headquartered in Bergen.\n- Hana works for Pinnacle Software.\n- Omar works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods is headquartered in Dunedin.\n- Felix works for Pinnacle Software.\n- Summit Energy was founded in 2010.\n- Fernhill Foods was founded in 2005.\n- Tessa reports to Omar.\n- Pinnacle Software is headquartered in Cork.\n- Hana reports to Aisha.\n- Pinnacle Software was founded in 1978.\n- Sofia reports to Ravi.\n- Lattice Analytics was founded in 2001.\n- Omar reports to Felix.\n- Tessa works for Fernhill Foods.\n- Emeka reports to Chiara.\n- Anders reports to Emeka.\n- Aisha works for Summit Energy.\n- Anders works for Summit Energy.\n- Aisha reports to Sofia.\n- Lattice Analytics is headquartered in Cork.\n- Felix reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Lucia.\n- Lucia reports to Sanne.\n- Sanne reports to Sofia.\n- Pinnacle Software was founded in 2002.\n- Pinnacle Software is headquartered in Basel.\n- Bluepine Aviation is headquartered in Halifax.\n- Lattice Analytics was founded in 1995.\n- Sofia reports to Pablo.\n- Sofia works for Northwind Systems.\n- Pablo reports to Nadia.\n- Aisha reports to Ingrid.\n- Lucia works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Lattice Analytics is headquartered in Oslo.\n- Nadia reports to Aisha.\n- Northwind Systems is headquartered in Oslo.\n- Sanne works for Bluepine Aviation.\n- Northwind Systems was founded in 1993.\n- Elena works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Bluepine Aviation was founded in 2008.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21077", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6875: employee Priya T., hired 01 January 2024, separated 25 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6875?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mateo.\n- Northwind Systems is headquartered in Oslo.\n- Viktor works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Oslo.\n- Kenji works for Northwind Systems.\n- Mateo works for Bluepine Aviation.\n- Crescent Telecom was founded in 2010.\n- Mateo reports to Felix.\n- Felix reports to Hana.\n- Crescent Telecom is headquartered in Oslo.\n- Anders reports to Stefan.\n- Beacon Insurance was founded in 1981.\n- Kenji reports to Viktor.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Stefan works for Crescent Telecom.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1991.\n- Chiara reports to Anders.\n- Stefan reports to Kenji.\n- Bluepine Aviation was founded in 2014.\n- Felix works for Crescent Telecom.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21079", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21080", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21081", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21082", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Pablo.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1992.\n- Hana works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Callum reports to Sanne.\n- Helios Logistics is headquartered in Ghent.\n- Fernhill Foods is headquartered in Turku.\n- Sanne works for Crescent Telecom.\n- Jonas works for Fernhill Foods.\n- Sanne reports to Leila.\n- Crescent Telecom is headquartered in Bergen.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Chiara works for Helios Logistics.\n- Crescent Telecom was founded in 1994.\n- Pablo reports to Omar.\n- Helios Logistics was founded in 1992.\n- Omar works for Crescent Telecom.\n- Summit Energy was founded in 1995.\n- Hana reports to Chiara.\n- Chiara reports to Callum.\n- Jonas reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21084", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21085", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21086", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21087", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21088", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21089", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21090", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 41194 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Kenji reports to Sofia.\n- Tobias works for Meridian Bank.\n- Crescent Telecom is headquartered in Tampere.\n- Tobias reports to Kenji.\n- Nadia reports to Ingrid.\n- Sanne works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Crescent Telecom was founded in 1977.\n- Callum reports to Amara.\n- Ingrid reports to Tobias.\n- Meridian Bank was founded in 1992.\n- Lucia reports to Omar.\n- Emeka works for Beacon Insurance.\n- Hana reports to Emeka.\n- Fernhill Foods is headquartered in Tampere.\n- Hana works for Crescent Telecom.\n- Sofia works for Fernhill Foods.\n- Meridian Bank is headquartered in Tampere.\n- Beacon Insurance was founded in 1985.\n- Fernhill Foods was founded in 2011.\n- Kenji works for Meridian Bank.\n- Amara reports to Lucia.\n- Sanne reports to Callum.\n- Ingrid works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Emeka reports to Sanne.\n- Omar works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Sofia reports to Hana.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Dmitri.\n- Jonas reports to Yuki.\n- Northwind Systems was founded in 1984.\n- Meridian Bank is headquartered in Adelaide.\n- Leila works for Meridian Bank.\n- Dmitri reports to Jonas.\n- Yuki works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Pinnacle Software is headquartered in Cork.\n- Leila reports to Ravi.\n- Priya works for Pinnacle Software.\n- Ravi reports to Priya.\n- Yuki reports to Nadia.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Dmitri works for Meridian Bank.\n- Northwind Systems is headquartered in Oslo.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 1975.\n- Ravi works for Northwind Systems.\n- Meridian Bank was founded in 1983.\n- Crescent Telecom is headquartered in Cork.\n- Nadia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21093", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 25 April 2023): For employees hired on or after 25 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8152: employee Ingrid B., hired 30 July 2022, separated 16 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2026-8152 under the controlling rules.", "criteria": {"0": "$25,000", "1": "$5,769", "2": "$5,885", "3": "$3,769"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21094", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21095", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21096", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 November 2022): For employees hired on or after 08 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4092: employee Callum A., hired 02 November 2021, separated 09 February 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-4092 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,500", "2": "$1,625", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mara.\n- Chiara works for Bluepine Aviation.\n- Wren reports to Amara.\n- Helios Logistics is headquartered in Basel.\n- Callum works for Bluepine Aviation.\n- Emeka works for Helios Logistics.\n- Tobias reports to Callum.\n- Tobias works for Bluepine Aviation.\n- Helios Logistics was founded in 2004.\n- Bluepine Aviation is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Amara reports to Chiara.\n- Mateo works for Crescent Telecom.\n- Mei works for Bluepine Aviation.\n- Crescent Telecom was founded in 2008.\n- Wren works for Crescent Telecom.\n- Bluepine Aviation was founded in 2003.\n- Emeka reports to Mateo.\n- Ironwood Manufacturing was founded in 2005.\n- Callum reports to Wren.\n- Crescent Telecom is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Austin.\n- Mei reports to Tobias.\n- Mateo reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2001", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21098", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 2010.\n- Aisha works for Cedar Retail Group.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Nadia works for Crescent Telecom.\n- Ingrid reports to Aisha.\n- Aisha reports to Emeka.\n- Nadia reports to Dmitri.\n- Tessa works for Cedar Retail Group.\n- Pinnacle Software was founded in 2010.\n- Mei reports to Sanne.\n- Tessa reports to Tobias.\n- Tobias reports to Kenji.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Mei.\n- Kenji reports to Nadia.\n- Sanne reports to Ingrid.\n- Crescent Telecom was founded in 2000.\n- Pinnacle Software is headquartered in Adelaide.\n- Sanne works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Kenji works for Crescent Telecom.\n- Mei works for Cedar Retail Group.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1985.\n- Mei works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Sanne works for Beacon Insurance.\n- Deshawn reports to Sanne.\n- Yuki reports to Deshawn.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Leila works for Ironwood Manufacturing.\n- Viktor reports to Yuki.\n- Ironwood Manufacturing is headquartered in Porto.\n- Yuki works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics is headquartered in Turku.\n- Sanne reports to Mei.\n- Mei reports to Emeka.\n- Sofia reports to Anders.\n- Tessa works for Lattice Analytics.\n- Anders reports to Tessa.\n- Beacon Insurance was founded in 2010.\n- Northwind Systems is headquartered in Dunedin.\n- Anders works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2010.\n- Leila reports to Viktor.\n- Emeka reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21101", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21102", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2834: employee Aisha T., hired 03 May 2020, separated 12 February 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-2834 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$5,700", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21103", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Sofia reports to Viktor.\n- Meridian Bank is headquartered in Brno.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 1986.\n- Emeka reports to Bruno.\n- Vantage Air was founded in 1988.\n- Tobias works for Pinnacle Software.\n- Emeka works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Tobias reports to Kenji.\n- Stefan works for Vantage Air.\n- Anders works for Vantage Air.\n- Ingrid reports to Deshawn.\n- Bruno reports to Stefan.\n- Sofia works for Meridian Bank.\n- Pablo reports to Emeka.\n- Elena works for Meridian Bank.\n- Elena reports to Pablo.\n- Anders reports to Sofia.\n- Kenji reports to Anders.\n- Stefan reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Viktor reports to Elena.\n- Deshawn works for Vantage Air.\n- Pinnacle Software was founded in 1992.\n- Bruno works for Pinnacle Software.\n- Viktor works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21105", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21106", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21107", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1360: employee Jonas B., hired 08 September 2021, separated 24 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1360?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1985.\n- Cobalt Health is headquartered in Basel.\n- Felix works for Cobalt Health.\n- Wren works for Northwind Systems.\n- Pablo reports to Felix.\n- Mara works for Cobalt Health.\n- Wren reports to Chiara.\n- Felix reports to Mara.\n- Tessa reports to Pablo.\n- Aisha reports to Tessa.\n- Aisha works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Cedar Retail Group is headquartered in Cork.\n- Chiara reports to Aisha.\n- Northwind Systems was founded in 2001.\n- Cedar Retail Group was founded in 2002.\n- Helios Logistics is headquartered in Basel.\n- Mara reports to Tobias.\n- Northwind Systems is headquartered in Basel.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Helios Logistics.\n- Cobalt Health was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Helios Logistics is headquartered in Porto.\n- Vantage Air is headquartered in Porto.\n- Dmitri reports to Chiara.\n- Pinnacle Software is headquartered in Porto.\n- Yuki works for Summit Energy.\n- Omar reports to Wren.\n- Wren reports to Dmitri.\n- Chiara reports to Callum.\n- Nadia reports to Ingrid.\n- Summit Energy is headquartered in Porto.\n- Zoya reports to Nadia.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Callum works for Summit Energy.\n- Callum reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Helios Logistics was founded in 1975.\n- Tobias works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Tobias reports to Yuki.\n- Vantage Air was founded in 1980.\n- Ingrid reports to Tobias.\n- Pinnacle Software was founded in 1977.\n- Chiara works for Summit Energy.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2007", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21110", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21111", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21112", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21113", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Zoya works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Aisha reports to Sofia.\n- Emeka reports to Aisha.\n- Kenji reports to Deshawn.\n- Emeka works for Bluepine Aviation.\n- Lattice Analytics was founded in 1992.\n- Pablo works for Bluepine Aviation.\n- Sofia reports to Mei.\n- Deshawn works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Tallinn.\n- Pablo reports to Emeka.\n- Bluepine Aviation was founded in 1999.\n- Atlas Freight is headquartered in Turku.\n- Cedar Retail Group was founded in 1990.\n- Anders works for Lattice Analytics.\n- Anders reports to Zoya.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Deshawn reports to Anders.\n- Mei reports to Chiara.\n- Aisha works for Bluepine Aviation.\n- Atlas Freight was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21114", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21115", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sofia.\n- Sanne works for Helios Logistics.\n- Cobalt Health was founded in 1989.\n- Cedar Retail Group is headquartered in Halifax.\n- Callum reports to Sanne.\n- Kenji works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Pinnacle Software is headquartered in Nagoya.\n- Callum works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Helios Logistics was founded in 1978.\n- Sofia reports to Callum.\n- Amara works for Cedar Retail Group.\n- Kenji reports to Felix.\n- Felix works for Pinnacle Software.\n- Helios Logistics is headquartered in Basel.\n- Sanne reports to Kenji.\n- Zoya reports to Tobias.\n- Sofia works for Cobalt Health.\n- Felix reports to Amara.\n- Pinnacle Software was founded in 1984.\n- Cedar Retail Group was founded in 2009.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Pablo works for Ironwood Manufacturing.\n- Felix reports to Elena.\n- Crescent Telecom was founded in 2008.\n- Vantage Air is headquartered in Tampere.\n- Ingrid reports to Zoya.\n- Stefan reports to Mei.\n- Zoya reports to Emeka.\n- Mei works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Tampere.\n- Tobias reports to Stefan.\n- Vantage Air was founded in 2011.\n- Leila reports to Pablo.\n- Mateo works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Jonas reports to Felix.\n- Zoya works for Crescent Telecom.\n- Elena reports to Mateo.\n- Fernhill Foods was founded in 1977.\n- Elena works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Tobias works for Crescent Telecom.\n- Pablo reports to Tobias.\n- Jonas works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Basel.\n- Stefan works for Vantage Air.\n- Leila works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1990.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21118", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21119", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mei.\n- Hana works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Sanne reports to Priya.\n- Ravi reports to Sanne.\n- Elena reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods was founded in 1981.\n- Cobalt Health was founded in 2008.\n- Mateo reports to Aisha.\n- Priya works for Fernhill Foods.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Brno.\n- Bluepine Aviation was founded in 1995.\n- Lattice Analytics was founded in 1990.\n- Ingrid works for Fernhill Foods.\n- Sanne works for Cobalt Health.\n- Lattice Analytics is headquartered in Brno.\n- Yuki reports to Elena.\n- Hana reports to Mateo.\n- Elena works for Fernhill Foods.\n- Ingrid reports to Yuki.\n- Aisha reports to Ingrid.\n- Yuki works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Mei works for Fernhill Foods.\n- Aisha works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21121", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7662: employee Kenji A., hired 07 January 2025, separated 05 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7662?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Beacon Insurance was founded in 1994.\n- Callum works for Vantage Air.\n- Summit Energy is headquartered in Oslo.\n- Zoya reports to Amara.\n- Beacon Insurance is headquartered in Tampere.\n- Callum reports to Pablo.\n- Amara reports to Felix.\n- Felix reports to Anders.\n- Deshawn reports to Sanne.\n- Deshawn works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Cobalt Health is headquartered in Tallinn.\n- Omar reports to Zoya.\n- Sanne reports to Callum.\n- Sanne works for Summit Energy.\n- Omar works for Cobalt Health.\n- Priya reports to Deshawn.\n- Vantage Air is headquartered in Tallinn.\n- Vantage Air was founded in 2014.\n- Summit Energy was founded in 2014.\n- Anders works for Vantage Air.\n- Amara works for Vantage Air.\n- Felix works for Cobalt Health.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1989", "2": "1986", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21123", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9414: employee Felix R., hired 17 March 2023, separated 29 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2025-9414 under the controlling rules.", "criteria": {"0": "$2,625", "1": "$5,000", "2": "$4,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21124", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8866: employee Callum K., hired 11 December 2022, separated 18 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8866?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21125", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21126", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4564: employee Stefan K., hired 02 February 2023, separated 02 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4564?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4564 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21127", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21128", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21129", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3314: employee Viktor B., hired 05 November 2023, separated 28 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3314?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21130", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3473: employee Omar B., hired 10 January 2022, separated 23 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3473?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mateo works for Helios Logistics.\n- Wren reports to Zoya.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2014.\n- Lattice Analytics is headquartered in Halifax.\n- Ravi works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Zoya reports to Ravi.\n- Kenji reports to Aisha.\n- Fernhill Foods is headquartered in Brno.\n- Helios Logistics is headquartered in Halifax.\n- Fernhill Foods was founded in 2005.\n- Mei works for Lattice Analytics.\n- Anders reports to Mei.\n- Pablo reports to Callum.\n- Kenji works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Zoya works for Fernhill Foods.\n- Ravi reports to Jonas.\n- Aisha reports to Mateo.\n- Pablo works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Aisha works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Jonas reports to Kenji.\n- Callum reports to Wren.\n- Mei reports to Pablo.\n- Helios Logistics was founded in 2007.\n- Ironwood Manufacturing was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21132", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4861: employee Anders M., hired 16 July 2022, separated 05 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4861?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21133", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 March 2023): For employees hired on or after 15 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6965: employee Lucia T., hired 10 January 2023, separated 24 July 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6965?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Lucia.\n- Aisha reports to Sanne.\n- Zoya reports to Yuki.\n- Sofia works for Cedar Retail Group.\n- Summit Energy is headquartered in Leeds.\n- Fernhill Foods was founded in 2008.\n- Cedar Retail Group is headquartered in Malmo.\n- Elena reports to Jonas.\n- Omar works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Aisha works for Cedar Retail Group.\n- Priya reports to Deshawn.\n- Summit Energy was founded in 2003.\n- Yuki reports to Elena.\n- Elena works for Lattice Analytics.\n- Jonas reports to Priya.\n- Zoya works for Lattice Analytics.\n- Yuki works for Summit Energy.\n- Lattice Analytics is headquartered in Brno.\n- Cedar Retail Group was founded in 1992.\n- Priya works for Summit Energy.\n- Deshawn reports to Omar.\n- Emeka reports to Zoya.\n- Sanne works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Omar reports to Sofia.\n- Lucia reports to Aisha.\n- Fernhill Foods is headquartered in Malmo.\n- Lattice Analytics was founded in 2014.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21135", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8122: employee Priya K., hired 07 September 2020, separated 05 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8122?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21136", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9093: employee Mei K., hired 19 October 2021, separated 07 March 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-9093 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$17,333", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9093 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21137", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21138", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21139", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9191: employee Ingrid K., hired 30 November 2022, separated 05 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9191?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Crescent Telecom was founded in 1987.\n- Sanne works for Cobalt Health.\n- Aisha reports to Omar.\n- Leila reports to Wren.\n- Omar reports to Tessa.\n- Tobias works for Meridian Bank.\n- Wren reports to Ravi.\n- Crescent Telecom is headquartered in Dunedin.\n- Cobalt Health was founded in 1987.\n- Ravi reports to Aisha.\n- Zoya works for Cobalt Health.\n- Amara reports to Zoya.\n- Tessa reports to Pablo.\n- Sanne reports to Tobias.\n- Tessa works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Zoya reports to Deshawn.\n- Tobias reports to Amara.\n- Pablo reports to Sanne.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 2002.\n- Pablo works for Cedar Retail Group.\n- Aisha works for Crescent Telecom.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Cobalt Health is headquartered in Basel.\n- Deshawn works for Meridian Bank.\n- Amara works for Cobalt Health.\n- Cedar Retail Group was founded in 1991.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1991.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Kenji reports to Anders.\n- Viktor reports to Pablo.\n- Yuki reports to Tobias.\n- Cobalt Health was founded in 1976.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Tobias reports to Viktor.\n- Ravi reports to Yuki.\n- Pablo works for Pinnacle Software.\n- Anders works for Cobalt Health.\n- Pinnacle Software was founded in 1996.\n- Cobalt Health is headquartered in Tampere.\n- Ravi works for Cobalt Health.\n- Kenji works for Pinnacle Software.\n- Anders reports to Amara.\n- Fernhill Foods is headquartered in Tampere.\n- Viktor works for Fernhill Foods.\n- Pablo reports to Kenji.\n- Pinnacle Software is headquartered in Austin.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21142", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4074: employee Dmitri R., hired 21 July 2021, separated 13 January 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-4074?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Dmitri reports to Mei.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Callum.\n- Summit Energy is headquartered in Ghent.\n- Mateo works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei works for Pinnacle Software.\n- Omar reports to Wren.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Mei reports to Leila.\n- Cedar Retail Group was founded in 1999.\n- Wren reports to Zoya.\n- Mateo reports to Amara.\n- Sanne reports to Dmitri.\n- Zoya works for Summit Energy.\n- Sanne works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Leila reports to Mateo.\n- Summit Energy was founded in 1977.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 1981.\n- Zoya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1986.\n- Aisha works for Helios Logistics.\n- Wren reports to Hana.\n- Pablo reports to Viktor.\n- Deshawn works for Crescent Telecom.\n- Northwind Systems was founded in 2010.\n- Hana works for Cobalt Health.\n- Aisha reports to Pablo.\n- Leila works for Cobalt Health.\n- Bruno reports to Mei.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Viktor reports to Bruno.\n- Leila reports to Wren.\n- Cobalt Health was founded in 1998.\n- Helios Logistics is headquartered in Bergen.\n- Emeka reports to Sofia.\n- Wren works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Elena reports to Emeka.\n- Viktor works for Crescent Telecom.\n- Sofia reports to Aisha.\n- Emeka works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Deshawn reports to Leila.\n- Mei works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Sofia works for Cobalt Health.\n- Elena works for Crescent Telecom.\n- Mei reports to Deshawn.\n- Crescent Telecom was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21145", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1924: employee Zoya K., hired 26 April 2021, separated 26 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1924?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Aisha works for Northwind Systems.\n- Stefan reports to Bruno.\n- Bruno reports to Priya.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Viktor works for Northwind Systems.\n- Tobias works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Adelaide.\n- Tobias reports to Lucia.\n- Priya reports to Tobias.\n- Lucia reports to Aisha.\n- Pinnacle Software is headquartered in Adelaide.\n- Aisha reports to Viktor.\n- Pinnacle Software was founded in 2012.\n- Nadia reports to Stefan.\n- Stefan works for Cedar Retail Group.\n- Lattice Analytics was founded in 1989.\n- Nadia works for Pinnacle Software.\n- Amara reports to Mateo.\n- Amara works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Mateo works for Cedar Retail Group.\n- Viktor reports to Amara.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Priya reports to Wren.\n- Omar reports to Mei.\n- Atlas Freight was founded in 2015.\n- Atlas Freight is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mara reports to Chiara.\n- Ravi reports to Omar.\n- Mei reports to Mara.\n- Ironwood Manufacturing was founded in 2015.\n- Wren reports to Ravi.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 1984.\n- Ravi works for Atlas Freight.\n- Vantage Air is headquartered in Adelaide.\n- Vantage Air was founded in 1991.\n- Bruno works for Ironwood Manufacturing.\n- Priya works for Vantage Air.\n- Wren works for Ironwood Manufacturing.\n- Mei works for Atlas Freight.\n- Omar works for Pinnacle Software.\n- Chiara reports to Bruno.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21148", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8017: employee Stefan A., hired 17 July 2022, separated 06 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8017?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21150", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2098: employee Viktor M., hired 08 December 2023, separated 16 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2026-2098 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,000", "2": "$4,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21151", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21152", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21153", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "check_status", "2": "cancel_trip", "3": "change_seat", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Meridian Bank is headquartered in Valencia.\n- Anders reports to Elena.\n- Chiara reports to Tobias.\n- Mateo reports to Nadia.\n- Wren reports to Kenji.\n- Elena works for Meridian Bank.\n- Elena reports to Ingrid.\n- Nadia reports to Chiara.\n- Ingrid works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Deshawn reports to Mei.\n- Kenji works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Leila reports to Deshawn.\n- Wren works for Meridian Bank.\n- Atlas Freight was founded in 2013.\n- Anders works for Meridian Bank.\n- Fernhill Foods is headquartered in Tallinn.\n- Beacon Insurance was founded in 1978.\n- Ingrid reports to Leila.\n- Meridian Bank was founded in 1994.\n- Nadia works for Beacon Insurance.\n- Chiara works for Meridian Bank.\n- Fernhill Foods was founded in 1981.\n- Mei reports to Mateo.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Kenji reports to Anders.\n- Leila works for Meridian Bank.\n- Beacon Insurance is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21155", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9194: employee Elena M., hired 07 November 2022, separated 14 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9194?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21156", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21157", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9323: employee Amara R., hired 02 January 2023, separated 29 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9323?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Kenji.\n- Aisha works for Summit Energy.\n- Pablo reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Summit Energy is headquartered in Austin.\n- Crescent Telecom is headquartered in Ghent.\n- Priya works for Crescent Telecom.\n- Pablo works for Pinnacle Software.\n- Dmitri works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Austin.\n- Aisha reports to Jonas.\n- Sanne works for Crescent Telecom.\n- Bluepine Aviation was founded in 1988.\n- Summit Energy was founded in 1997.\n- Kenji reports to Aisha.\n- Deshawn reports to Priya.\n- Pinnacle Software was founded in 1975.\n- Crescent Telecom was founded in 2015.\n- Jonas works for Summit Energy.\n- Priya reports to Dmitri.\n- Sanne reports to Pablo.\n- Pinnacle Software is headquartered in Austin.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21159", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas reports to Kenji.\n- Zoya works for Cobalt Health.\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Emeka reports to Jonas.\n- Leila reports to Emeka.\n- Stefan works for Crescent Telecom.\n- Pinnacle Software is headquartered in Turku.\n- Pinnacle Software was founded in 2008.\n- Stefan reports to Dmitri.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Zoya.\n- Emeka works for Cobalt Health.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2009.\n- Ironwood Manufacturing was founded in 2014.\n- Dmitri reports to Sofia.\n- Dmitri works for Crescent Telecom.\n- Cobalt Health was founded in 1991.\n- Zoya reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21161", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3531: employee Hana R., hired 31 May 2023, separated 23 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3531?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21162", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21163", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 95276\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "exchange_item", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21164", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21165", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 95308, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21166", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2387: employee Pablo M., hired 10 April 2022, separated 21 April 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2387?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21167", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Halifax.\n- Elena reports to Sanne.\n- Pablo reports to Emeka.\n- Sanne works for Northwind Systems.\n- Emeka reports to Tobias.\n- Dmitri works for Fernhill Foods.\n- Leila reports to Elena.\n- Bluepine Aviation was founded in 2011.\n- Dmitri reports to Anders.\n- Cobalt Health was founded in 1984.\n- Pablo works for Fernhill Foods.\n- Viktor works for Cobalt Health.\n- Elena works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Emeka works for Cobalt Health.\n- Sanne reports to Dmitri.\n- Northwind Systems is headquartered in Dunedin.\n- Stefan reports to Leila.\n- Anders reports to Wren.\n- Cobalt Health is headquartered in Halifax.\n- Fernhill Foods was founded in 1983.\n- Tobias works for Fernhill Foods.\n- Viktor reports to Stefan.\n- Anders works for Cobalt Health.\n- Wren reports to Chiara.\n- Leila works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Stefan works for Fernhill Foods.\n- Chiara works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tallinn.\n- Northwind Systems was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21169", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Amara.\n- Vantage Air is headquartered in Nagoya.\n- Cobalt Health was founded in 2009.\n- Tobias reports to Zoya.\n- Ingrid reports to Ravi.\n- Sofia reports to Bruno.\n- Ravi reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sofia works for Vantage Air.\n- Ingrid works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Oslo.\n- Tobias works for Atlas Freight.\n- Ravi works for Vantage Air.\n- Zoya reports to Ingrid.\n- Atlas Freight was founded in 2008.\n- Zoya works for Atlas Freight.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn reports to Sofia.\n- Vantage Air was founded in 1996.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Deshawn works for Cobalt Health.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Leila reports to Deshawn.\n- Felix reports to Mara.\n- Dmitri reports to Mei.\n- Cedar Retail Group was founded in 1976.\n- Leila works for Fernhill Foods.\n- Aisha works for Cedar Retail Group.\n- Dmitri works for Atlas Freight.\n- Mei reports to Omar.\n- Deshawn works for Atlas Freight.\n- Stefan reports to Felix.\n- Deshawn reports to Dmitri.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Anders.\n- Mara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ravi works for Atlas Freight.\n- Beacon Insurance was founded in 1990.\n- Felix works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Atlas Freight is headquartered in Ghent.\n- Aisha reports to Ravi.\n- Fernhill Foods was founded in 2004.\n- Anders reports to Leila.\n- Atlas Freight was founded in 1988.\n- Mei works for Beacon Insurance.\n- Mara reports to Pablo.\n- Beacon Insurance is headquartered in Adelaide.\n- Ravi reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21172", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 September 2022): For employees hired on or after 11 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9399: employee Wren T., hired 07 January 2019, separated 23 February 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9399?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Lattice Analytics was founded in 1979.\n- Cedar Retail Group is headquartered in Malmo.\n- Emeka reports to Jonas.\n- Helios Logistics is headquartered in Basel.\n- Omar works for Helios Logistics.\n- Felix works for Lattice Analytics.\n- Priya reports to Sanne.\n- Lattice Analytics is headquartered in Tampere.\n- Tessa reports to Bruno.\n- Jonas reports to Dmitri.\n- Omar reports to Anders.\n- Summit Energy is headquartered in Ghent.\n- Callum reports to Felix.\n- Felix reports to Sofia.\n- Callum works for Cedar Retail Group.\n- Helios Logistics was founded in 2007.\n- Sofia reports to Tessa.\n- Anders works for Cedar Retail Group.\n- Emeka works for Helios Logistics.\n- Jonas works for Summit Energy.\n- Dmitri reports to Callum.\n- Bruno works for Helios Logistics.\n- Sanne reports to Omar.\n- Anders reports to Emeka.\n- Priya works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 1985.\n- Dmitri works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Summit Energy was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Stefan.\n- Ingrid reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Helios Logistics is headquartered in Tampere.\n- Stefan works for Cedar Retail Group.\n- Mara reports to Bruno.\n- Jonas works for Lattice Analytics.\n- Anders works for Helios Logistics.\n- Felix reports to Viktor.\n- Viktor reports to Anders.\n- Elena reports to Deshawn.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Mara works for Cedar Retail Group.\n- Mateo reports to Felix.\n- Helios Logistics was founded in 1982.\n- Elena works for Lattice Analytics.\n- Crescent Telecom was founded in 1999.\n- Cedar Retail Group was founded in 1999.\n- Mateo works for Helios Logistics.\n- Lattice Analytics was founded in 2014.\n- Viktor works for Cedar Retail Group.\n- Deshawn reports to Mara.\n- Deshawn works for Helios Logistics.\n- Stefan reports to Mateo.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Ingrid works for Lattice Analytics.\n- Jonas reports to Ingrid.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2009", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21175", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9750: employee Omar T., hired 28 May 2022, separated 17 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9750?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Crescent Telecom.\n- Ingrid reports to Omar.\n- Crescent Telecom is headquartered in Cork.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group was founded in 2002.\n- Crescent Telecom was founded in 2008.\n- Stefan reports to Emeka.\n- Cedar Retail Group is headquartered in Dunedin.\n- Omar reports to Deshawn.\n- Kenji works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2014.\n- Emeka works for Ironwood Manufacturing.\n- Kenji reports to Ingrid.\n- Deshawn reports to Hana.\n- Ingrid works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Emeka reports to Aisha.\n- Stefan works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Aisha reports to Kenji.\n- Aisha works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21177", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 91123 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Aisha.\n- Dmitri works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Leila reports to Dmitri.\n- Leila works for Bluepine Aviation.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Nagoya.\n- Summit Energy was founded in 2001.\n- Meridian Bank was founded in 1977.\n- Helios Logistics was founded in 1995.\n- Summit Energy is headquartered in Nagoya.\n- Chiara works for Summit Energy.\n- Sofia reports to Hana.\n- Chiara reports to Tobias.\n- Sanne reports to Bruno.\n- Hana works for Meridian Bank.\n- Lucia reports to Callum.\n- Callum works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Dmitri reports to Sofia.\n- Omar reports to Leila.\n- Bluepine Aviation is headquartered in Nagoya.\n- Aisha reports to Sanne.\n- Bluepine Aviation was founded in 2008.\n- Bruno works for Summit Energy.\n- Sanne works for Summit Energy.\n- Helios Logistics is headquartered in Lyon.\n- Omar works for Meridian Bank.\n- Lucia works for Summit Energy.\n- Bruno reports to Lucia.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21179", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 46074 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21180", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Zoya works for Cedar Retail Group.\n- Tobias works for Fernhill Foods.\n- Cedar Retail Group was founded in 2009.\n- Tobias reports to Priya.\n- Atlas Freight is headquartered in Lyon.\n- Bruno reports to Lucia.\n- Atlas Freight was founded in 1981.\n- Tessa works for Cedar Retail Group.\n- Bruno works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Priya reports to Bruno.\n- Tessa reports to Zoya.\n- Hana reports to Mei.\n- Priya works for Cedar Retail Group.\n- Sofia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Wren works for Lattice Analytics.\n- Hana works for Cedar Retail Group.\n- Mei reports to Tessa.\n- Sofia reports to Hana.\n- Lucia works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Porto.\n- Fernhill Foods was founded in 2002.\n- Lucia reports to Wren.\n- Zoya reports to Tobias.\n- Lattice Analytics was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21182", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7513: employee Jonas K., hired 12 June 2021, separated 01 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7513?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Vantage Air was founded in 1991.\n- Anders works for Fernhill Foods.\n- Emeka works for Pinnacle Software.\n- Sofia reports to Emeka.\n- Tobias reports to Leila.\n- Fernhill Foods was founded in 1976.\n- Pinnacle Software is headquartered in Porto.\n- Vantage Air is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Cork.\n- Emeka reports to Anders.\n- Callum reports to Tobias.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pinnacle Software was founded in 2003.\n- Anders reports to Elena.\n- Aisha reports to Sofia.\n- Ironwood Manufacturing was founded in 1986.\n- Tobias works for Ironwood Manufacturing.\n- Leila reports to Aisha.\n- Sofia works for Fernhill Foods.\n- Callum works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance was founded in 2005.\n- Stefan reports to Tessa.\n- Anders works for Beacon Insurance.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Pinnacle Software was founded in 2001.\n- Tessa works for Cedar Retail Group.\n- Pablo reports to Priya.\n- Cedar Retail Group was founded in 1991.\n- Cedar Retail Group is headquartered in Turku.\n- Beacon Insurance is headquartered in Valencia.\n- Pinnacle Software is headquartered in Lyon.\n- Stefan works for Cedar Retail Group.\n- Priya works for Pinnacle Software.\n- Mateo reports to Anders.\n- Yuki reports to Mateo.\n- Anders reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Tessa reports to Dmitri.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 2010.\n- Dmitri reports to Yuki.\n- Yuki works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Priya reports to Leila.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Mateo reports to Priya.\n- Mateo works for Fernhill Foods.\n- Zoya reports to Leila.\n- Lattice Analytics was founded in 2002.\n- Tobias reports to Mateo.\n- Yuki reports to Tobias.\n- Helios Logistics was founded in 1982.\n- Leila reports to Jonas.\n- Tobias works for Lattice Analytics.\n- Stefan reports to Anders.\n- Lattice Analytics is headquartered in Austin.\n- Aisha reports to Zoya.\n- Stefan works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Fernhill Foods was founded in 2001.\n- Priya reports to Aisha.\n- Zoya works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Helios Logistics is headquartered in Adelaide.\n- Jonas reports to Stefan.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21186", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21187", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Emeka.\n- Viktor reports to Tessa.\n- Atlas Freight is headquartered in Basel.\n- Wren reports to Ingrid.\n- Emeka works for Atlas Freight.\n- Mateo works for Vantage Air.\n- Mateo reports to Sofia.\n- Emeka reports to Zoya.\n- Cobalt Health is headquartered in Basel.\n- Sofia works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Tessa works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Deshawn reports to Viktor.\n- Cobalt Health was founded in 1991.\n- Mei works for Atlas Freight.\n- Tessa reports to Mei.\n- Viktor works for Atlas Freight.\n- Vantage Air is headquartered in Valencia.\n- Zoya reports to Wren.\n- Zoya works for Beacon Insurance.\n- Vantage Air was founded in 2012.\n- Ingrid reports to Mateo.\n- Atlas Freight was founded in 2004.\n- Beacon Insurance was founded in 1993.\n- Wren works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Priya reports to Anders.\n- Bruno reports to Stefan.\n- Anders reports to Lucia.\n- Pablo works for Crescent Telecom.\n- Callum reports to Bruno.\n- Kenji reports to Chiara.\n- Crescent Telecom was founded in 1995.\n- Atlas Freight was founded in 1981.\n- Cobalt Health was founded in 1978.\n- Anders works for Crescent Telecom.\n- Cobalt Health is headquartered in Oslo.\n- Stefan works for Cedar Retail Group.\n- Lucia works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Cedar Retail Group was founded in 1979.\n- Kenji works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Amara.\n- Cedar Retail Group is headquartered in Austin.\n- Callum works for Atlas Freight.\n- Crescent Telecom is headquartered in Turku.\n- Amara works for Cobalt Health.\n- Pablo reports to Priya.\n- Chiara reports to Callum.\n- Stefan reports to Pablo.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1984", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21190", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 April 2023): For employees hired on or after 11 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4748: employee Felix B., hired 30 April 2021, separated 24 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4748?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21191", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Priya.\n- Nadia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo works for Ironwood Manufacturing.\n- Sanne reports to Nadia.\n- Ironwood Manufacturing was founded in 2011.\n- Priya works for Summit Energy.\n- Mateo reports to Lucia.\n- Nadia reports to Amara.\n- Cedar Retail Group was founded in 2015.\n- Pinnacle Software was founded in 2004.\n- Summit Energy is headquartered in Lyon.\n- Sanne works for Pinnacle Software.\n- Priya reports to Mateo.\n- Amara works for Summit Energy.\n- Cedar Retail Group is headquartered in Dunedin.\n- Elena works for Summit Energy.\n- Lucia reports to Sanne.\n- Anders reports to Elena.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy was founded in 2014.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas reports to Amara.\n- Jonas works for Ironwood Manufacturing.\n- Wren works for Cedar Retail Group.\n- Omar reports to Callum.\n- Summit Energy is headquartered in Tallinn.\n- Tessa reports to Jonas.\n- Callum works for Cedar Retail Group.\n- Mara reports to Wren.\n- Amara reports to Omar.\n- Dmitri works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1976.\n- Felix reports to Tessa.\n- Mara works for Northwind Systems.\n- Zoya works for Cedar Retail Group.\n- Ingrid reports to Felix.\n- Hana works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Summit Energy was founded in 1982.\n- Wren reports to Dmitri.\n- Callum reports to Zoya.\n- Ironwood Manufacturing was founded in 2013.\n- Felix works for Cedar Retail Group.\n- Hana reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1976.\n- Northwind Systems is headquartered in Valencia.\n- Tessa works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Zoya reports to Mara.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21194", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21195", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Felix.\n- Viktor reports to Stefan.\n- Lucia reports to Zoya.\n- Northwind Systems was founded in 1975.\n- Stefan reports to Leila.\n- Felix works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Leila reports to Hana.\n- Pinnacle Software was founded in 1994.\n- Hana works for Beacon Insurance.\n- Mei reports to Lucia.\n- Beacon Insurance is headquartered in Halifax.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 1977.\n- Zoya reports to Viktor.\n- Atlas Freight was founded in 1980.\n- Mei works for Northwind Systems.\n- Stefan works for Atlas Freight.\n- Lucia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1997", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21197", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Meridian Bank was founded in 1997.\n- Yuki reports to Kenji.\n- Aisha works for Cedar Retail Group.\n- Kenji works for Meridian Bank.\n- Viktor works for Helios Logistics.\n- Viktor reports to Yuki.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix works for Cedar Retail Group.\n- Ingrid reports to Aisha.\n- Priya reports to Jonas.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Meridian Bank is headquartered in Malmo.\n- Jonas works for Ironwood Manufacturing.\n- Kenji reports to Dmitri.\n- Helios Logistics is headquartered in Tampere.\n- Jonas reports to Mateo.\n- Ingrid works for Helios Logistics.\n- Priya works for Ironwood Manufacturing.\n- Dmitri reports to Lucia.\n- Felix reports to Emeka.\n- Lucia works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Lucia reports to Felix.\n- Aisha reports to Viktor.\n- Helios Logistics was founded in 1998.\n- Cedar Retail Group was founded in 1988.\n- Emeka works for Meridian Bank.\n- Emeka reports to Priya.\n- Ironwood Manufacturing was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Meridian Bank is headquartered in Brno.\n- Vantage Air was founded in 2008.\n- Ravi works for Vantage Air.\n- Hana works for Pinnacle Software.\n- Vantage Air is headquartered in Brno.\n- Amara reports to Ravi.\n- Yuki works for Meridian Bank.\n- Chiara reports to Felix.\n- Hana reports to Yuki.\n- Meridian Bank was founded in 1993.\n- Amara works for Meridian Bank.\n- Yuki reports to Chiara.\n- Lattice Analytics was founded in 1984.\n- Ravi reports to Omar.\n- Omar reports to Hana.\n- Pinnacle Software was founded in 1993.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar works for Meridian Bank.\n- Chiara works for Lattice Analytics.\n- Mei works for Vantage Air.\n- Felix works for Pinnacle Software.\n- Felix reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1988", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21200", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21201", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21202", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2005.\n- Cobalt Health was founded in 2006.\n- Ingrid reports to Tessa.\n- Summit Energy is headquartered in Porto.\n- Mara works for Cobalt Health.\n- Elena reports to Priya.\n- Emeka reports to Mara.\n- Helios Logistics is headquartered in Leeds.\n- Mara reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Kenji reports to Emeka.\n- Elena works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Summit Energy was founded in 1986.\n- Lattice Analytics is headquartered in Porto.\n- Emeka works for Lattice Analytics.\n- Kenji works for Summit Energy.\n- Cobalt Health is headquartered in Turku.\n- Felix works for Summit Energy.\n- Tessa reports to Felix.\n- Priya reports to Ingrid.\n- Tessa works for Summit Energy.\n- Helios Logistics was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2006.\n- Ironwood Manufacturing was founded in 1983.\n- Northwind Systems is headquartered in Leeds.\n- Hana reports to Deshawn.\n- Emeka works for Northwind Systems.\n- Priya works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Vantage Air is headquartered in Leeds.\n- Yuki reports to Omar.\n- Emeka reports to Hana.\n- Beacon Insurance was founded in 1979.\n- Hana works for Vantage Air.\n- Lucia reports to Mateo.\n- Yuki works for Ironwood Manufacturing.\n- Mateo reports to Priya.\n- Tobias works for Beacon Insurance.\n- Pablo reports to Lucia.\n- Bruno works for Northwind Systems.\n- Mateo works for Beacon Insurance.\n- Deshawn reports to Nadia.\n- Vantage Air was founded in 1992.\n- Tobias reports to Pablo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Priya reports to Bruno.\n- Beacon Insurance is headquartered in Leeds.\n- Nadia reports to Tobias.\n- Pablo works for Beacon Insurance.\n- Omar works for Ironwood Manufacturing.\n- Lucia works for Beacon Insurance.\n- Omar reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21205", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7162: employee Wren R., hired 17 September 2021, separated 10 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7162?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21206", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21207", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21208", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21209", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21210", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6740: employee Zoya A., hired 15 May 2021, separated 14 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6740?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21211", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-4 (VERSION 4, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2057: employee Mei A., hired 19 May 2021, separated 10 March 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2057?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21212", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Chiara reports to Aisha.\n- Vantage Air is headquartered in Brno.\n- Northwind Systems is headquartered in Adelaide.\n- Zoya reports to Leila.\n- Sanne reports to Mei.\n- Priya reports to Dmitri.\n- Wren works for Northwind Systems.\n- Priya works for Vantage Air.\n- Kenji works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Mei reports to Kenji.\n- Bluepine Aviation was founded in 1993.\n- Tessa reports to Sanne.\n- Vantage Air was founded in 2008.\n- Sanne works for Crescent Telecom.\n- Leila reports to Chiara.\n- Mei works for Northwind Systems.\n- Aisha reports to Tessa.\n- Leila works for Crescent Telecom.\n- Kenji reports to Hana.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Aisha works for Vantage Air.\n- Tessa works for Crescent Telecom.\n- Wren reports to Zoya.\n- Dmitri reports to Wren.\n- Crescent Telecom was founded in 1994.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1992", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1976.\n- Omar reports to Wren.\n- Emeka works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Porto.\n- Meridian Bank is headquartered in Basel.\n- Omar works for Vantage Air.\n- Sofia reports to Omar.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Dmitri reports to Sofia.\n- Ironwood Manufacturing was founded in 2009.\n- Vantage Air is headquartered in Basel.\n- Cedar Retail Group was founded in 2000.\n- Tobias reports to Emeka.\n- Callum reports to Dmitri.\n- Tobias works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Mei reports to Nadia.\n- Anders works for Meridian Bank.\n- Anders reports to Tobias.\n- Mei works for Meridian Bank.\n- Emeka reports to Mei.\n- Wren works for Vantage Air.\n- Nadia reports to Callum.\n- Vantage Air was founded in 1993.\n- Nadia works for Cedar Retail Group.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21215", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "report_outage", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21216", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Summit Energy was founded in 1995.\n- Atlas Freight is headquartered in Halifax.\n- Nadia reports to Tessa.\n- Chiara works for Atlas Freight.\n- Ingrid works for Crescent Telecom.\n- Summit Energy is headquartered in Valencia.\n- Amara reports to Nadia.\n- Sofia reports to Amara.\n- Zoya reports to Ingrid.\n- Tessa reports to Aisha.\n- Atlas Freight was founded in 1998.\n- Aisha reports to Chiara.\n- Ingrid reports to Sofia.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1985.\n- Fernhill Foods was founded in 2011.\n- Zoya works for Summit Energy.\n- Sofia works for Summit Energy.\n- Nadia works for Atlas Freight.\n- Aisha works for Summit Energy.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21218", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21219", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8460: employee Bruno K., hired 13 March 2024, separated 04 August 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8460?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Omar works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Zoya reports to Amara.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation was founded in 1992.\n- Deshawn reports to Sofia.\n- Omar reports to Leila.\n- Cobalt Health is headquartered in Cork.\n- Northwind Systems is headquartered in Cork.\n- Cobalt Health was founded in 1997.\n- Mei reports to Callum.\n- Leila works for Cobalt Health.\n- Bluepine Aviation is headquartered in Valencia.\n- Ravi works for Fernhill Foods.\n- Jonas reports to Lucia.\n- Callum reports to Zoya.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tallinn.\n- Fernhill Foods was founded in 2010.\n- Callum works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Ravi.\n- Amara reports to Jonas.\n- Northwind Systems was founded in 2013.\n- Zoya works for Cobalt Health.\n- Amara works for Bluepine Aviation.\n- Leila reports to Deshawn.\n- Sofia reports to Mei.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21221", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21222", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Elena reports to Wren.\n- Emeka works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Emeka.\n- Emeka reports to Yuki.\n- Priya reports to Elena.\n- Pinnacle Software is headquartered in Brno.\n- Wren reports to Stefan.\n- Elena works for Pinnacle Software.\n- Cobalt Health is headquartered in Tallinn.\n- Leila reports to Lucia.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1977.\n- Cedar Retail Group was founded in 2005.\n- Cobalt Health was founded in 2005.\n- Leila works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Zoya reports to Priya.\n- Stefan reports to Ravi.\n- Wren works for Cobalt Health.\n- Lattice Analytics was founded in 1980.\n- Lucia reports to Zoya.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21224", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "report_delay", "3": "file_claim", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21225", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9864: employee Nadia A., hired 17 May 2023, separated 15 December 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9864?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21226", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 October 2022): For employees hired on or after 07 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2045: employee Tobias T., hired 13 March 2022, separated 01 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2045?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1986.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ingrid reports to Priya.\n- Northwind Systems was founded in 2000.\n- Northwind Systems is headquartered in Cork.\n- Elena reports to Emeka.\n- Tobias works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Sofia reports to Elena.\n- Felix works for Fernhill Foods.\n- Priya reports to Felix.\n- Summit Energy was founded in 1990.\n- Viktor works for Northwind Systems.\n- Mei reports to Viktor.\n- Priya works for Northwind Systems.\n- Aisha works for Fernhill Foods.\n- Felix reports to Mei.\n- Emeka reports to Aisha.\n- Tobias reports to Ingrid.\n- Mei works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Ingrid works for Summit Energy.\n- Sofia works for Summit Energy.\n- Aisha reports to Tobias.\n- Summit Energy is headquartered in Lyon.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Summit Energy is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Cobalt Health is headquartered in Tampere.\n- Kenji works for Summit Energy.\n- Bluepine Aviation was founded in 1992.\n- Zoya works for Atlas Freight.\n- Amara reports to Dmitri.\n- Cobalt Health was founded in 2013.\n- Mei works for Cobalt Health.\n- Ravi reports to Priya.\n- Kenji reports to Zoya.\n- Dmitri reports to Pablo.\n- Mei reports to Ravi.\n- Priya works for Summit Energy.\n- Dmitri works for Bluepine Aviation.\n- Deshawn works for Cobalt Health.\n- Atlas Freight was founded in 1978.\n- Ravi works for Bluepine Aviation.\n- Priya reports to Deshawn.\n- Pablo works for Summit Energy.\n- Pablo reports to Kenji.\n- Zoya reports to Nadia.\n- Summit Energy was founded in 1988.\n- Nadia works for Atlas Freight.\n- Bluepine Aviation is headquartered in Austin.\n- Deshawn reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21229", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21230", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2060: employee Sanne S., hired 29 September 2021, separated 15 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2060?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21231", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3441: employee Ravi B., hired 03 September 2023, separated 19 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3441?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21232", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Dmitri reports to Deshawn.\n- Ironwood Manufacturing was founded in 1992.\n- Priya works for Summit Energy.\n- Kenji works for Ironwood Manufacturing.\n- Summit Energy was founded in 1985.\n- Vantage Air is headquartered in Halifax.\n- Ingrid works for Summit Energy.\n- Vantage Air was founded in 1988.\n- Summit Energy is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Kenji reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Pablo reports to Lucia.\n- Pablo works for Vantage Air.\n- Sofia reports to Pablo.\n- Ingrid reports to Sofia.\n- Lucia works for Summit Energy.\n- Cobalt Health was founded in 2001.\n- Deshawn reports to Ingrid.\n- Cobalt Health is headquartered in Malmo.\n- Lucia reports to Priya.\n- Deshawn works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Malmo.\n- Meridian Bank was founded in 1991.\n- Cobalt Health is headquartered in Halifax.\n- Mateo reports to Pablo.\n- Sanne reports to Hana.\n- Hana works for Meridian Bank.\n- Pablo reports to Stefan.\n- Ravi reports to Sanne.\n- Summit Energy is headquartered in Oslo.\n- Pablo works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Cedar Retail Group was founded in 2011.\n- Ravi works for Summit Energy.\n- Stefan works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Stefan reports to Amara.\n- Summit Energy was founded in 2012.\n- Hana reports to Ingrid.\n- Amara reports to Ravi.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21235", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1927: employee Mei T., hired 18 December 2023, separated 17 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1927?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21236", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3770: employee Sanne T., hired 07 January 2023, separated 06 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-3770 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$3,923", "2": "$11,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21237", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 61203 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Leila reports to Viktor.\n- Beacon Insurance is headquartered in Oslo.\n- Mei works for Meridian Bank.\n- Anders works for Helios Logistics.\n- Yuki reports to Priya.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Porto.\n- Priya reports to Felix.\n- Hana works for Ironwood Manufacturing.\n- Anders reports to Yuki.\n- Viktor works for Beacon Insurance.\n- Meridian Bank was founded in 2013.\n- Yuki works for Beacon Insurance.\n- Felix reports to Bruno.\n- Helios Logistics was founded in 2006.\n- Hana reports to Mei.\n- Bruno reports to Hana.\n- Mei reports to Tobias.\n- Viktor reports to Anders.\n- Leila works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Nagoya.\n- Meridian Bank is headquartered in Porto.\n- Tobias works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21239", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21240", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4264: employee Lucia M., hired 12 September 2024, separated 17 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-4264 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$9,231", "2": "$40,000", "3": "$4,154"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Malmo.\n- Summit Energy was founded in 2011.\n- Sofia works for Helios Logistics.\n- Priya works for Summit Energy.\n- Lattice Analytics was founded in 1998.\n- Felix reports to Stefan.\n- Amara reports to Bruno.\n- Wren reports to Lucia.\n- Stefan reports to Sofia.\n- Pinnacle Software is headquartered in Leeds.\n- Wren works for Helios Logistics.\n- Bruno works for Summit Energy.\n- Pinnacle Software was founded in 1979.\n- Lucia reports to Amara.\n- Felix works for Summit Energy.\n- Helios Logistics was founded in 1979.\n- Amara works for Pinnacle Software.\n- Stefan works for Summit Energy.\n- Lucia works for Helios Logistics.\n- Bruno reports to Felix.\n- Sofia reports to Priya.\n- Lattice Analytics is headquartered in Tampere.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21242", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5323: employee Pablo A., hired 28 May 2023, separated 10 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5323?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21243", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9582: employee Stefan K., hired 13 September 2020, separated 05 September 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9582?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21244", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Anders reports to Zoya.\n- Lucia works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Chiara reports to Stefan.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Pinnacle Software was founded in 1991.\n- Vantage Air was founded in 2013.\n- Helios Logistics was founded in 1976.\n- Helios Logistics is headquartered in Malmo.\n- Northwind Systems was founded in 2000.\n- Tobias works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Tobias reports to Sanne.\n- Anders works for Vantage Air.\n- Pinnacle Software is headquartered in Ghent.\n- Chiara works for Pinnacle Software.\n- Zoya reports to Elena.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Tobias.\n- Elena reports to Lucia.\n- Lucia reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Hana reports to Deshawn.\n- Fernhill Foods was founded in 2011.\n- Mara reports to Emeka.\n- Lucia reports to Mara.\n- Cedar Retail Group is headquartered in Tallinn.\n- Ravi reports to Sofia.\n- Hana works for Cedar Retail Group.\n- Sofia works for Pinnacle Software.\n- Sofia reports to Yuki.\n- Yuki reports to Hana.\n- Crescent Telecom was founded in 1989.\n- Pinnacle Software was founded in 2007.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Zoya.\n- Crescent Telecom is headquartered in Porto.\n- Deshawn works for Fernhill Foods.\n- Emeka reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Lucia works for Crescent Telecom.\n- Emeka works for Fernhill Foods.\n- Zoya works for Crescent Telecom.\n- Cedar Retail Group was founded in 2002.\n- Yuki works for Pinnacle Software.\n- Mara works for Cedar Retail Group.\n- Deshawn reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21247", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4813: employee Sofia R., hired 07 March 2024, separated 30 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-4813 under the controlling rules.", "criteria": {"0": "$7,400", "1": "$6,400", "2": "$6,300", "3": "$27,733"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21248", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 76258\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1985.\n- Amara reports to Callum.\n- Cobalt Health was founded in 2015.\n- Jonas reports to Wren.\n- Bluepine Aviation was founded in 1995.\n- Jonas works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Wren reports to Sanne.\n- Leila works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Callum reports to Ingrid.\n- Hana works for Cobalt Health.\n- Atlas Freight is headquartered in Cork.\n- Nadia reports to Hana.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tobias reports to Leila.\n- Bluepine Aviation is headquartered in Lyon.\n- Ingrid reports to Jonas.\n- Ingrid works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Leila reports to Nadia.\n- Hana reports to Amara.\n- Wren works for Bluepine Aviation.\n- Cobalt Health is headquartered in Cork.\n- Atlas Freight was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2008.\n- Ingrid works for Bluepine Aviation.\n- Amara reports to Deshawn.\n- Atlas Freight was founded in 2000.\n- Northwind Systems is headquartered in Dunedin.\n- Anders reports to Aisha.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ingrid reports to Nadia.\n- Northwind Systems was founded in 1988.\n- Priya works for Bluepine Aviation.\n- Atlas Freight is headquartered in Cork.\n- Anders works for Northwind Systems.\n- Mara reports to Dmitri.\n- Deshawn works for Ironwood Manufacturing.\n- Deshawn reports to Anders.\n- Priya reports to Emeka.\n- Amara works for Northwind Systems.\n- Emeka works for Atlas Freight.\n- Aisha works for Northwind Systems.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 2010.\n- Nadia reports to Mara.\n- Nadia works for Ironwood Manufacturing.\n- Aisha reports to Ingrid.\n- Mara works for Bluepine Aviation.\n- Dmitri works for Atlas Freight.\n- Emeka reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21252", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21253", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4046: employee Callum M., hired 19 June 2020, separated 18 December 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-4046 under the controlling rules.", "criteria": {"0": "$19,500", "1": "$18,500", "2": "$20,250", "3": "$84,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Hana.\n- Sanne reports to Yuki.\n- Viktor reports to Sanne.\n- Cobalt Health is headquartered in Austin.\n- Beacon Insurance is headquartered in Leeds.\n- Helios Logistics is headquartered in Valencia.\n- Cobalt Health was founded in 1999.\n- Helios Logistics was founded in 2002.\n- Elena reports to Zoya.\n- Viktor works for Helios Logistics.\n- Tessa reports to Viktor.\n- Yuki works for Helios Logistics.\n- Zoya reports to Tessa.\n- Bluepine Aviation was founded in 1990.\n- Wren works for Bluepine Aviation.\n- Elena works for Cobalt Health.\n- Hana reports to Elena.\n- Beacon Insurance was founded in 2010.\n- Hana works for Cobalt Health.\n- Zoya works for Beacon Insurance.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation is headquartered in Austin.\n- Sanne works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1996.\n- Omar reports to Viktor.\n- Viktor reports to Leila.\n- Zoya works for Lattice Analytics.\n- Amara reports to Zoya.\n- Mei reports to Pablo.\n- Dmitri reports to Yuki.\n- Meridian Bank is headquartered in Basel.\n- Zoya reports to Deshawn.\n- Pablo reports to Tessa.\n- Mei works for Atlas Freight.\n- Amara works for Crescent Telecom.\n- Tessa works for Atlas Freight.\n- Jonas reports to Omar.\n- Deshawn reports to Dmitri.\n- Viktor works for Lattice Analytics.\n- Leila reports to Mei.\n- Omar works for Meridian Bank.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Pablo works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Lattice Analytics is headquartered in Austin.\n- Yuki reports to Jonas.\n- Crescent Telecom is headquartered in Lyon.\n- Crescent Telecom was founded in 1980.\n- Leila works for Meridian Bank.\n- Atlas Freight was founded in 1991.\n- Jonas works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1983", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21256", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4834: employee Callum T., hired 03 July 2023, separated 06 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4834?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21257", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21258", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cobalt Health.\n- Amara works for Fernhill Foods.\n- Jonas reports to Kenji.\n- Deshawn works for Crescent Telecom.\n- Fernhill Foods was founded in 2008.\n- Crescent Telecom was founded in 2003.\n- Nadia works for Fernhill Foods.\n- Deshawn reports to Jonas.\n- Beacon Insurance was founded in 1996.\n- Beacon Insurance is headquartered in Nagoya.\n- Amara reports to Sofia.\n- Kenji works for Beacon Insurance.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas works for Cobalt Health.\n- Kenji reports to Nadia.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Cobalt Health was founded in 1979.\n- Cobalt Health is headquartered in Porto.\n- Nadia reports to Zoya.\n- Sofia works for Beacon Insurance.\n- Zoya reports to Anders.\n- Sofia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21260", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21261", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21262", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9947: employee Chiara A., hired 13 November 2020, separated 26 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9947?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1975.\n- Crescent Telecom was founded in 2003.\n- Cedar Retail Group was founded in 1980.\n- Summit Energy was founded in 1989.\n- Callum reports to Felix.\n- Elena works for Crescent Telecom.\n- Tobias reports to Amara.\n- Felix works for Pinnacle Software.\n- Ravi reports to Elena.\n- Amara reports to Callum.\n- Summit Energy is headquartered in Halifax.\n- Tobias works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Viktor.\n- Elena reports to Tobias.\n- Cedar Retail Group is headquartered in Halifax.\n- Amara works for Summit Energy.\n- Viktor reports to Ravi.\n- Callum works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Porto.\n- Crescent Telecom is headquartered in Cork.\n- Viktor works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21264", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21265", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6960: employee Priya M., hired 11 September 2023, separated 30 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6960?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sofia.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Amara reports to Elena.\n- Fernhill Foods was founded in 2002.\n- Cobalt Health was founded in 1987.\n- Summit Energy was founded in 1997.\n- Mateo works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Emeka reports to Ingrid.\n- Mateo reports to Amara.\n- Lattice Analytics is headquartered in Porto.\n- Sofia reports to Zoya.\n- Cobalt Health is headquartered in Porto.\n- Sofia works for Fernhill Foods.\n- Zoya reports to Emeka.\n- Lattice Analytics was founded in 1998.\n- Fernhill Foods is headquartered in Cork.\n- Ingrid works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Ingrid reports to Mateo.\n- Emeka works for Lattice Analytics.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21267", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1015: employee Tobias R., hired 09 January 2023, separated 18 June 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1015?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21268", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 72444 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21269", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Sofia.\n- Wren works for Vantage Air.\n- Sofia works for Bluepine Aviation.\n- Callum works for Summit Energy.\n- Callum reports to Priya.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Stefan works for Summit Energy.\n- Priya reports to Amara.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Vantage Air was founded in 2011.\n- Summit Energy was founded in 1997.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Tobias reports to Stefan.\n- Felix reports to Callum.\n- Deshawn reports to Omar.\n- Deshawn works for Summit Energy.\n- Sofia reports to Tobias.\n- Amara reports to Wren.\n- Vantage Air is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Amara works for Bluepine Aviation.\n- Wren reports to Deshawn.\n- Pinnacle Software was founded in 2005.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21271", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 57957 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21272", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9848: employee Chiara R., hired 11 February 2023, separated 11 June 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9848?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21273", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21274", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Callum reports to Mateo.\n- Bruno reports to Tessa.\n- Callum works for Vantage Air.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri reports to Callum.\n- Vantage Air was founded in 1985.\n- Jonas reports to Pablo.\n- Zoya works for Vantage Air.\n- Pablo works for Ironwood Manufacturing.\n- Pablo reports to Omar.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Dmitri works for Atlas Freight.\n- Tessa reports to Zoya.\n- Mateo works for Atlas Freight.\n- Crescent Telecom is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1989.\n- Bruno works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.\n- Omar reports to Dmitri.\n- Tobias works for Atlas Freight.\n- Zoya reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21276", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tampere.\n- Pablo works for Northwind Systems.\n- Mara works for Summit Energy.\n- Lucia works for Northwind Systems.\n- Atlas Freight was founded in 2010.\n- Hana reports to Mara.\n- Lucia reports to Hana.\n- Wren reports to Pablo.\n- Elena reports to Lucia.\n- Priya works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 2001.\n- Summit Energy is headquartered in Malmo.\n- Omar works for Pinnacle Software.\n- Mara reports to Priya.\n- Northwind Systems is headquartered in Malmo.\n- Atlas Freight is headquartered in Tampere.\n- Omar reports to Wren.\n- Hana works for Summit Energy.\n- Pablo reports to Elena.\n- Summit Energy was founded in 2013.\n- Pinnacle Software was founded in 2006.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21278", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21279", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 90100 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "track_order", "2": "request_refund", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21280", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2175: employee Elena R., hired 17 March 2022, separated 12 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2175?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia works for Cedar Retail Group.\n- Leila works for Meridian Bank.\n- Deshawn reports to Leila.\n- Elena works for Beacon Insurance.\n- Crescent Telecom was founded in 1991.\n- Chiara works for Crescent Telecom.\n- Beacon Insurance was founded in 1977.\n- Meridian Bank is headquartered in Valencia.\n- Chiara reports to Deshawn.\n- Cedar Retail Group is headquartered in Malmo.\n- Priya works for Cedar Retail Group.\n- Yuki works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Mara works for Meridian Bank.\n- Ravi reports to Elena.\n- Cedar Retail Group was founded in 2001.\n- Lucia reports to Yuki.\n- Elena reports to Lucia.\n- Meridian Bank was founded in 2001.\n- Yuki reports to Mara.\n- Leila reports to Ravi.\n- Zoya reports to Priya.\n- Mara reports to Zoya.\n- Crescent Telecom is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21282", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Mara reports to Chiara.\n- Chiara reports to Omar.\n- Beacon Insurance was founded in 2012.\n- Felix reports to Yuki.\n- Emeka works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Omar reports to Elena.\n- Northwind Systems was founded in 1997.\n- Cobalt Health was founded in 2010.\n- Chiara works for Northwind Systems.\n- Felix works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Lucia works for Cedar Retail Group.\n- Elena reports to Zoya.\n- Ingrid reports to Lucia.\n- Zoya reports to Ingrid.\n- Cedar Retail Group was founded in 1995.\n- Yuki reports to Mara.\n- Elena works for Beacon Insurance.\n- Emeka reports to Felix.\n- Northwind Systems is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Brno.\n- Ingrid works for Cobalt Health.\n- Beacon Insurance is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21283", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21284", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21285", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6255: employee Mara B., hired 19 August 2023, separated 01 June 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-6255 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$2,400", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21286", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21287", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21288", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21289", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9446: employee Dmitri A., hired 21 January 2024, separated 10 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9446?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21290", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21291", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Sanne reports to Anders.\n- Anders works for Summit Energy.\n- Dmitri reports to Tobias.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Zoya reports to Viktor.\n- Summit Energy was founded in 2006.\n- Sanne works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Viktor reports to Nadia.\n- Priya works for Summit Energy.\n- Anders reports to Leila.\n- Leila reports to Sofia.\n- Viktor works for Vantage Air.\n- Sofia reports to Chiara.\n- Chiara works for Cobalt Health.\n- Priya reports to Zoya.\n- Wren works for Vantage Air.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Sanne.\n- Bluepine Aviation is headquartered in Cork.\n- Chiara reports to Wren.\n- Wren reports to Priya.\n- Zoya works for Vantage Air.\n- Cobalt Health was founded in 2012.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health is headquartered in Brno.\n- Vantage Air was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Atlas Freight was founded in 2015.\n- Mateo reports to Callum.\n- Ingrid reports to Priya.\n- Crescent Telecom was founded in 1999.\n- Cobalt Health is headquartered in Malmo.\n- Atlas Freight is headquartered in Dunedin.\n- Yuki works for Cobalt Health.\n- Yuki reports to Viktor.\n- Callum reports to Mara.\n- Priya reports to Mateo.\n- Viktor reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Cobalt Health was founded in 2011.\n- Crescent Telecom is headquartered in Dunedin.\n- Emeka works for Cobalt Health.\n- Viktor works for Summit Energy.\n- Mateo works for Summit Energy.\n- Mara reports to Emeka.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Deshawn reports to Ingrid.\n- Wren reports to Sanne.\n- Omar reports to Deshawn.\n- Leila works for Meridian Bank.\n- Crescent Telecom was founded in 2015.\n- Omar works for Summit Energy.\n- Sanne reports to Pablo.\n- Meridian Bank was founded in 1999.\n- Leila reports to Omar.\n- Pablo works for Meridian Bank.\n- Emeka works for Helios Logistics.\n- Summit Energy is headquartered in Tampere.\n- Zoya reports to Wren.\n- Helios Logistics was founded in 2015.\n- Wren works for Summit Energy.\n- Helios Logistics is headquartered in Tampere.\n- Zoya works for Summit Energy.\n- Meridian Bank is headquartered in Tampere.\n- Summit Energy was founded in 2004.\n- Sanne works for Helios Logistics.\n- Kenji reports to Zoya.\n- Ingrid reports to Kenji.\n- Deshawn works for Summit Energy.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Pablo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21295", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1975.\n- Lucia reports to Kenji.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Basel.\n- Jonas works for Fernhill Foods.\n- Kenji reports to Ingrid.\n- Yuki reports to Jonas.\n- Northwind Systems was founded in 1986.\n- Elena works for Cedar Retail Group.\n- Kenji works for Northwind Systems.\n- Jonas reports to Lucia.\n- Felix works for Cedar Retail Group.\n- Pinnacle Software was founded in 2002.\n- Ingrid reports to Bruno.\n- Cedar Retail Group is headquartered in Oslo.\n- Yuki works for Northwind Systems.\n- Fernhill Foods is headquartered in Basel.\n- Ingrid works for Northwind Systems.\n- Felix reports to Yuki.\n- Elena reports to Felix.\n- Bruno works for Cedar Retail Group.\n- Fernhill Foods was founded in 2000.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21297", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Cedar Retail Group was founded in 2013.\n- Tobias works for Vantage Air.\n- Nadia works for Vantage Air.\n- Omar works for Vantage Air.\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Austin.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Tessa.\n- Leila reports to Nadia.\n- Mateo reports to Callum.\n- Tobias reports to Mateo.\n- Lattice Analytics was founded in 1975.\n- Vantage Air was founded in 1981.\n- Beacon Insurance was founded in 1976.\n- Tessa reports to Leila.\n- Nadia reports to Tobias.\n- Lattice Analytics is headquartered in Cork.\n- Callum works for Lattice Analytics.\n- Leila works for Cedar Retail Group.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21299", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8706: employee Jonas R., hired 29 July 2021, separated 08 January 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8706?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Mei reports to Tobias.\n- Priya works for Pinnacle Software.\n- Aisha reports to Elena.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Anders works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Tobias reports to Aisha.\n- Sanne works for Pinnacle Software.\n- Crescent Telecom was founded in 2012.\n- Sanne reports to Viktor.\n- Pinnacle Software was founded in 2008.\n- Tobias works for Meridian Bank.\n- Elena reports to Ingrid.\n- Ironwood Manufacturing was founded in 2014.\n- Priya reports to Mei.\n- Emeka reports to Felix.\n- Felix reports to Dmitri.\n- Felix works for Ironwood Manufacturing.\n- Viktor reports to Priya.\n- Meridian Bank was founded in 2011.\n- Emeka works for Crescent Telecom.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Anders.\n- Meridian Bank is headquartered in Oslo.\n- Pinnacle Software is headquartered in Lyon.\n- Mei works for Pinnacle Software.\n- Anders reports to Sanne.\n- Elena works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21301", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21302", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1193: employee Mei R., hired 30 October 2023, separated 24 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1193?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21303", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8051: employee Viktor A., hired 30 November 2023, separated 02 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8051?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21304", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6175: employee Callum A., hired 15 September 2023, separated 05 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6175?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21305", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21306", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21307", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21308", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Zoya.\n- Sanne reports to Tobias.\n- Aisha reports to Jonas.\n- Ironwood Manufacturing is headquartered in Austin.\n- Nadia works for Lattice Analytics.\n- Sanne works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1997.\n- Sofia works for Vantage Air.\n- Nadia reports to Sanne.\n- Mateo reports to Nadia.\n- Lattice Analytics was founded in 1977.\n- Northwind Systems is headquartered in Austin.\n- Mateo works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Vantage Air was founded in 2003.\n- Tobias works for Northwind Systems.\n- Wren reports to Aisha.\n- Wren works for Lattice Analytics.\n- Zoya reports to Mateo.\n- Dmitri reports to Sofia.\n- Ironwood Manufacturing was founded in 1987.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha works for Lattice Analytics.\n- Vantage Air is headquartered in Bergen.\n- Jonas works for Lattice Analytics.\n- Zoya works for Northwind Systems.\n- Tobias reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1982", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21310", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7851: employee Lucia S., hired 04 February 2024, separated 17 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7851?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21311", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Jonas reports to Yuki.\n- Bluepine Aviation was founded in 1997.\n- Wren works for Bluepine Aviation.\n- Meridian Bank is headquartered in Bergen.\n- Wren reports to Omar.\n- Omar works for Cobalt Health.\n- Bluepine Aviation is headquartered in Valencia.\n- Felix works for Cobalt Health.\n- Omar reports to Mateo.\n- Mateo reports to Stefan.\n- Stefan works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Yuki reports to Wren.\n- Fernhill Foods was founded in 1975.\n- Cobalt Health is headquartered in Tampere.\n- Anders reports to Jonas.\n- Meridian Bank was founded in 1989.\n- Stefan reports to Felix.\n- Mateo works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Yuki works for Meridian Bank.\n- Cobalt Health was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21313", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Summit Energy is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2007.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Yuki.\n- Ravi works for Beacon Insurance.\n- Meridian Bank was founded in 2000.\n- Elena works for Summit Energy.\n- Hana reports to Jonas.\n- Kenji reports to Wren.\n- Beacon Insurance is headquartered in Dunedin.\n- Elena reports to Sofia.\n- Beacon Insurance was founded in 1981.\n- Sofia reports to Kenji.\n- Yuki works for Beacon Insurance.\n- Ravi reports to Elena.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sofia works for Bluepine Aviation.\n- Zoya reports to Ravi.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Hana.\n- Summit Energy was founded in 2000.\n- Yuki reports to Omar.\n- Zoya works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Meridian Bank is headquartered in Dunedin.\n- Omar reports to Zoya.\n- Hana works for Meridian Bank.\n- Sanne reports to Viktor.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21315", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2954: employee Viktor B., hired 06 October 2023, separated 30 June 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2954?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21316", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 August 2025): For employees hired on or after 05 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8302: employee Sofia T., hired 24 April 2025, separated 20 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8302?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Crescent Telecom is headquartered in Malmo.\n- Helios Logistics is headquartered in Adelaide.\n- Tessa reports to Elena.\n- Ravi works for Crescent Telecom.\n- Nadia reports to Tessa.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Pablo reports to Wren.\n- Mara works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Deshawn reports to Mateo.\n- Elena reports to Ravi.\n- Ironwood Manufacturing was founded in 2014.\n- Cobalt Health was founded in 2001.\n- Wren reports to Nadia.\n- Tessa works for Ironwood Manufacturing.\n- Dmitri reports to Mara.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mara reports to Pablo.\n- Crescent Telecom was founded in 2010.\n- Wren works for Cobalt Health.\n- Nadia works for Ironwood Manufacturing.\n- Ravi reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Anders reports to Chiara.\n- Dmitri reports to Mara.\n- Chiara reports to Lucia.\n- Northwind Systems was founded in 1987.\n- Lucia works for Atlas Freight.\n- Crescent Telecom was founded in 1998.\n- Mateo works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Mateo reports to Jonas.\n- Jonas works for Northwind Systems.\n- Zoya reports to Anders.\n- Mara reports to Bruno.\n- Mara works for Crescent Telecom.\n- Cedar Retail Group was founded in 2007.\n- Atlas Freight is headquartered in Leeds.\n- Anders works for Cedar Retail Group.\n- Atlas Freight was founded in 2013.\n- Bruno reports to Zoya.\n- Jonas reports to Ravi.\n- Crescent Telecom is headquartered in Leeds.\n- Northwind Systems is headquartered in Bergen.\n- Dmitri works for Northwind Systems.\n- Ravi reports to Dmitri.\n- Cedar Retail Group is headquartered in Leeds.\n- Chiara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21319", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Aisha works for Beacon Insurance.\n- Lattice Analytics was founded in 1978.\n- Beacon Insurance was founded in 1991.\n- Emeka reports to Sanne.\n- Aisha reports to Mei.\n- Amara works for Beacon Insurance.\n- Summit Energy was founded in 1997.\n- Emeka works for Lattice Analytics.\n- Summit Energy is headquartered in Tampere.\n- Ravi reports to Amara.\n- Lattice Analytics is headquartered in Tampere.\n- Mei reports to Dmitri.\n- Nadia reports to Lucia.\n- Mei works for Ironwood Manufacturing.\n- Lucia works for Beacon Insurance.\n- Sofia reports to Aisha.\n- Zoya works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Priya reports to Nadia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Beacon Insurance is headquartered in Malmo.\n- Ravi works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1976.\n- Sofia works for Beacon Insurance.\n- Zoya reports to Sofia.\n- Amara reports to Priya.\n- Lucia reports to Emeka.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21321", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Omar reports to Tobias.\n- Beacon Insurance was founded in 2000.\n- Leila reports to Chiara.\n- Beacon Insurance is headquartered in Turku.\n- Sanne reports to Amara.\n- Meridian Bank was founded in 2014.\n- Chiara reports to Pablo.\n- Pablo reports to Omar.\n- Leila works for Pinnacle Software.\n- Mara reports to Leila.\n- Tobias reports to Sanne.\n- Mara works for Meridian Bank.\n- Tobias works for Pinnacle Software.\n- Pablo works for Cobalt Health.\n- Pinnacle Software is headquartered in Malmo.\n- Meridian Bank is headquartered in Leeds.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software was founded in 1996.\n- Omar works for Beacon Insurance.\n- Cobalt Health is headquartered in Turku.\n- Amara works for Meridian Bank.\n- Cobalt Health was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21323", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21324", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21325", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21326", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7242: employee Sanne A., hired 21 April 2023, separated 11 September 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7242?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21327", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4205: employee Sofia B., hired 17 January 2023, separated 29 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-4205 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,800", "2": "$8,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21328", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21329", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Omar.\n- Vantage Air was founded in 2006.\n- Elena reports to Ingrid.\n- Summit Energy is headquartered in Brno.\n- Bruno works for Bluepine Aviation.\n- Yuki reports to Dmitri.\n- Beacon Insurance is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Brno.\n- Vantage Air is headquartered in Brno.\n- Omar reports to Tobias.\n- Elena works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Anders reports to Ravi.\n- Ingrid works for Bluepine Aviation.\n- Viktor reports to Bruno.\n- Bruno reports to Yuki.\n- Yuki works for Beacon Insurance.\n- Summit Energy was founded in 2010.\n- Ravi reports to Viktor.\n- Omar works for Bluepine Aviation.\n- Beacon Insurance was founded in 1993.\n- Ingrid reports to Mara.\n- Mara works for Vantage Air.\n- Bluepine Aviation was founded in 2013.\n- Viktor works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Felix reports to Elena.\n- Anders works for Bluepine Aviation.\n- Tobias reports to Felix.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21331", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6427: employee Wren S., hired 22 September 2022, separated 17 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6427?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21332", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 82132 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21333", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Ingrid.\n- Tessa works for Northwind Systems.\n- Mateo works for Pinnacle Software.\n- Bruno reports to Pablo.\n- Ingrid reports to Mateo.\n- Leila works for Northwind Systems.\n- Tessa reports to Lucia.\n- Sofia reports to Leila.\n- Bluepine Aviation was founded in 1987.\n- Pablo reports to Priya.\n- Pinnacle Software was founded in 1999.\n- Lucia reports to Bruno.\n- Yuki works for Bluepine Aviation.\n- Ingrid works for Northwind Systems.\n- Pinnacle Software is headquartered in Malmo.\n- Lucia works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Omar reports to Sanne.\n- Mateo reports to Omar.\n- Sofia works for Bluepine Aviation.\n- Sanne works for Beacon Insurance.\n- Sanne reports to Tessa.\n- Northwind Systems is headquartered in Malmo.\n- Bruno works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Beacon Insurance was founded in 1986.\n- Northwind Systems was founded in 1984.\n- Beacon Insurance is headquartered in Oslo.\n- Priya reports to Sofia.\n- Omar works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21335", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6915: employee Sanne M., hired 12 September 2023, separated 10 October 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-6915 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$6,500", "3": "$1,925"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21336", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Felix.\n- Felix works for Beacon Insurance.\n- Yuki reports to Kenji.\n- Chiara reports to Yuki.\n- Sofia reports to Chiara.\n- Atlas Freight was founded in 2009.\n- Beacon Insurance is headquartered in Turku.\n- Fernhill Foods was founded in 2012.\n- Sofia works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Pinnacle Software was founded in 1997.\n- Kenji works for Atlas Freight.\n- Fernhill Foods is headquartered in Turku.\n- Chiara works for Fernhill Foods.\n- Kenji reports to Ingrid.\n- Ingrid works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Felix reports to Leila.\n- Ingrid reports to Hana.\n- Beacon Insurance was founded in 2000.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21338", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3508: employee Tessa T., hired 17 January 2024, separated 17 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3508?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21339", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21340", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5002: employee Pablo A., hired 10 July 2023, separated 21 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-5002 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,000", "2": "$2,400", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21341", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8342: employee Leila R., hired 02 January 2023, separated 19 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8342?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Lattice Analytics was founded in 1993.\n- Nadia works for Lattice Analytics.\n- Elena works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Deshawn reports to Ingrid.\n- Lattice Analytics is headquartered in Lyon.\n- Ingrid reports to Jonas.\n- Deshawn works for Beacon Insurance.\n- Atlas Freight was founded in 1992.\n- Mara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1975.\n- Atlas Freight is headquartered in Basel.\n- Anders works for Lattice Analytics.\n- Mei reports to Mara.\n- Elena reports to Amara.\n- Mei works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Chiara reports to Anders.\n- Nadia reports to Deshawn.\n- Beacon Insurance was founded in 1982.\n- Ingrid works for Cedar Retail Group.\n- Amara reports to Nadia.\n- Mara reports to Elena.\n- Jonas reports to Chiara.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Hana works for Summit Energy.\n- Priya reports to Mei.\n- Stefan works for Helios Logistics.\n- Summit Energy was founded in 1986.\n- Helios Logistics was founded in 2008.\n- Crescent Telecom was founded in 1990.\n- Crescent Telecom is headquartered in Ghent.\n- Hana reports to Deshawn.\n- Summit Energy is headquartered in Valencia.\n- Priya works for Summit Energy.\n- Felix reports to Wren.\n- Elena works for Helios Logistics.\n- Leila works for Vantage Air.\n- Leila reports to Stefan.\n- Stefan reports to Felix.\n- Deshawn reports to Tobias.\n- Mei reports to Hana.\n- Deshawn works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Felix works for Helios Logistics.\n- Tobias reports to Elena.\n- Mei works for Helios Logistics.\n- Wren reports to Priya.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1983.\n- Helios Logistics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1992.\n- Nadia reports to Chiara.\n- Anders works for Crescent Telecom.\n- Tessa reports to Emeka.\n- Crescent Telecom is headquartered in Tallinn.\n- Viktor works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Chiara reports to Yuki.\n- Summit Energy was founded in 1992.\n- Cobalt Health was founded in 2015.\n- Viktor reports to Tessa.\n- Cobalt Health is headquartered in Austin.\n- Pinnacle Software is headquartered in Tampere.\n- Tessa works for Summit Energy.\n- Yuki reports to Anders.\n- Summit Energy is headquartered in Tampere.\n- Yuki works for Cobalt Health.\n- Stefan works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Crescent Telecom was founded in 2013.\n- Emeka reports to Nadia.\n- Chiara works for Pinnacle Software.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21346", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2799: employee Pablo B., hired 25 December 2023, separated 10 June 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-2799 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$6,000", "2": "$3,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21347", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21348", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 42281\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Sofia reports to Bruno.\n- Viktor reports to Callum.\n- Bruno reports to Anders.\n- Anders reports to Dmitri.\n- Tessa reports to Aisha.\n- Bluepine Aviation was founded in 1981.\n- Dmitri reports to Viktor.\n- Aisha works for Beacon Insurance.\n- Sofia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Callum works for Helios Logistics.\n- Aisha reports to Elena.\n- Pablo works for Cedar Retail Group.\n- Helios Logistics was founded in 2015.\n- Wren reports to Pablo.\n- Beacon Insurance was founded in 1993.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1996.\n- Callum reports to Felix.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Cork.\n- Felix works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Cork.\n- Wren works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Felix reports to Tessa.\n- Elena reports to Wren.\n- Tessa works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21350", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Elena reports to Lucia.\n- Elena works for Vantage Air.\n- Lattice Analytics is headquartered in Turku.\n- Summit Energy was founded in 1992.\n- Lattice Analytics was founded in 2012.\n- Summit Energy is headquartered in Turku.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 1978.\n- Zoya works for Lattice Analytics.\n- Hana works for Vantage Air.\n- Fernhill Foods was founded in 1982.\n- Amara works for Vantage Air.\n- Fernhill Foods is headquartered in Porto.\n- Zoya reports to Yuki.\n- Lucia works for Vantage Air.\n- Lucia reports to Zoya.\n- Yuki works for Vantage Air.\n- Hana reports to Tessa.\n- Amara reports to Bruno.\n- Bruno reports to Elena.\n- Tessa works for Vantage Air.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21352", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9543: employee Lucia A., hired 25 October 2020, separated 14 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9543?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21353", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21354", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Aisha.\n- Jonas works for Meridian Bank.\n- Zoya works for Summit Energy.\n- Mateo works for Northwind Systems.\n- Jonas reports to Mei.\n- Meridian Bank is headquartered in Turku.\n- Crescent Telecom was founded in 1992.\n- Zoya reports to Wren.\n- Felix works for Northwind Systems.\n- Aisha works for Meridian Bank.\n- Elena works for Summit Energy.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 1993.\n- Mateo reports to Elena.\n- Summit Energy was founded in 2006.\n- Wren reports to Mateo.\n- Wren works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Mei reports to Tessa.\n- Crescent Telecom is headquartered in Porto.\n- Stefan reports to Felix.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Mei works for Summit Energy.\n- Meridian Bank was founded in 2012.\n- Aisha reports to Stefan.\n- Tessa reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Stefan reports to Mei.\n- Zoya reports to Mara.\n- Fernhill Foods is headquartered in Lyon.\n- Stefan works for Vantage Air.\n- Mara reports to Leila.\n- Fernhill Foods was founded in 1986.\n- Vantage Air was founded in 1983.\n- Leila reports to Ravi.\n- Mara works for Cedar Retail Group.\n- Mei reports to Nadia.\n- Lattice Analytics was founded in 1976.\n- Cedar Retail Group is headquartered in Lyon.\n- Nadia reports to Zoya.\n- Vantage Air is headquartered in Tallinn.\n- Ravi works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Porto.\n- Leila works for Lattice Analytics.\n- Mei works for Vantage Air.\n- Nadia works for Lattice Analytics.\n- Dmitri reports to Stefan.\n- Dmitri works for Fernhill Foods.\n- Cedar Retail Group was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21357", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4494: employee Mei B., hired 07 May 2024, separated 10 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4494?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21358", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21359", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21360", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9915: employee Stefan K., hired 01 November 2022, separated 09 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9915?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21361", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Lucia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Priya works for Summit Energy.\n- Sanne reports to Anders.\n- Summit Energy was founded in 1985.\n- Summit Energy is headquartered in Adelaide.\n- Cobalt Health was founded in 1998.\n- Pinnacle Software is headquartered in Brno.\n- Lucia works for Summit Energy.\n- Sofia works for Summit Energy.\n- Ironwood Manufacturing was founded in 1979.\n- Pinnacle Software was founded in 1998.\n- Felix works for Cobalt Health.\n- Wren reports to Chiara.\n- Viktor reports to Wren.\n- Cobalt Health is headquartered in Brno.\n- Tessa reports to Felix.\n- Wren works for Pinnacle Software.\n- Sofia reports to Viktor.\n- Viktor works for Ironwood Manufacturing.\n- Tessa works for Summit Energy.\n- Sanne works for Pinnacle Software.\n- Lucia reports to Tessa.\n- Chiara works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.\n- Priya reports to Sanne.\n- Chiara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1985.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Priya works for Pinnacle Software.\n- Mara works for Bluepine Aviation.\n- Viktor reports to Zoya.\n- Dmitri reports to Anders.\n- Anders reports to Viktor.\n- Cobalt Health is headquartered in Oslo.\n- Priya reports to Wren.\n- Pinnacle Software is headquartered in Leeds.\n- Tessa works for Cobalt Health.\n- Bluepine Aviation was founded in 2009.\n- Ironwood Manufacturing was founded in 1994.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri works for Bluepine Aviation.\n- Wren works for Pinnacle Software.\n- Zoya reports to Priya.\n- Anders works for Pinnacle Software.\n- Tessa reports to Mara.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 2005.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1980", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21364", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3435: employee Viktor R., hired 29 September 2022, separated 28 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3435?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Turku.\n- Leila works for Bluepine Aviation.\n- Vantage Air was founded in 1990.\n- Yuki works for Vantage Air.\n- Kenji reports to Nadia.\n- Anders reports to Tobias.\n- Wren works for Northwind Systems.\n- Priya works for Vantage Air.\n- Bluepine Aviation is headquartered in Halifax.\n- Wren reports to Chiara.\n- Kenji works for Atlas Freight.\n- Bluepine Aviation was founded in 2004.\n- Tobias reports to Kenji.\n- Leila reports to Amara.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Northwind Systems was founded in 2005.\n- Chiara works for Northwind Systems.\n- Atlas Freight is headquartered in Tampere.\n- Priya reports to Anders.\n- Chiara reports to Yuki.\n- Nadia works for Northwind Systems.\n- Amara reports to Priya.\n- Northwind Systems is headquartered in Halifax.\n- Amara works for Northwind Systems.\n- Nadia reports to Wren.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21366", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21367", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2811: employee Ravi K., hired 04 January 2023, separated 31 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2811?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21368", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21369", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4735: employee Sofia R., hired 23 March 2021, separated 20 March 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4735?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21370", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21371", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 March 2023): For employees hired on or after 25 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8879: employee Tessa M., hired 10 October 2020, separated 08 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8879?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8879 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21372", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-5 (VERSION 7, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9543: employee Elena M., hired 14 March 2020, separated 02 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9543?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ravi.\n- Felix reports to Mei.\n- Felix works for Cedar Retail Group.\n- Stefan works for Summit Energy.\n- Emeka works for Summit Energy.\n- Northwind Systems was founded in 1986.\n- Ravi works for Northwind Systems.\n- Cedar Retail Group was founded in 1975.\n- Mei works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Bluepine Aviation was founded in 2008.\n- Yuki reports to Stefan.\n- Bluepine Aviation is headquartered in Basel.\n- Sanne reports to Emeka.\n- Ravi reports to Felix.\n- Mei reports to Anders.\n- Cedar Retail Group is headquartered in Dunedin.\n- Summit Energy was founded in 1991.\n- Stefan reports to Sanne.\n- Northwind Systems is headquartered in Basel.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Elena reports to Stefan.\n- Yuki works for Atlas Freight.\n- Summit Energy is headquartered in Malmo.\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Lyon.\n- Summit Energy was founded in 2014.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Bruno works for Cobalt Health.\n- Mateo works for Summit Energy.\n- Lucia works for Atlas Freight.\n- Anders works for Summit Energy.\n- Anders reports to Yuki.\n- Lucia reports to Sofia.\n- Sofia works for Cobalt Health.\n- Priya reports to Mateo.\n- Mei reports to Priya.\n- Cobalt Health is headquartered in Malmo.\n- Sofia reports to Anders.\n- Stefan works for Cobalt Health.\n- Bruno reports to Elena.\n- Kenji reports to Mei.\n- Ironwood Manufacturing was founded in 1987.\n- Cobalt Health was founded in 1992.\n- Mei works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Kenji.\n- Elena works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Stefan reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21375", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 November 2022): For employees hired on or after 22 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9636: employee Jonas M., hired 17 January 2022, separated 05 February 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9636?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21376", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21377", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6533: employee Pablo M., hired 11 April 2023, separated 26 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6533?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2009.\n- Mei works for Meridian Bank.\n- Viktor reports to Anders.\n- Anders works for Cobalt Health.\n- Ravi reports to Viktor.\n- Priya reports to Ravi.\n- Mei reports to Mara.\n- Cedar Retail Group is headquartered in Adelaide.\n- Zoya works for Meridian Bank.\n- Cedar Retail Group was founded in 1998.\n- Deshawn reports to Hana.\n- Mara works for Meridian Bank.\n- Atlas Freight is headquartered in Adelaide.\n- Mara reports to Zoya.\n- Cobalt Health is headquartered in Adelaide.\n- Priya works for Meridian Bank.\n- Hana works for Cedar Retail Group.\n- Ravi works for Meridian Bank.\n- Emeka reports to Jonas.\n- Hana reports to Priya.\n- Elena works for Atlas Freight.\n- Elena reports to Mei.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 1997.\n- Atlas Freight was founded in 1987.\n- Zoya reports to Emeka.\n- Anders reports to Elena.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2004", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21379", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Vantage Air is headquartered in Adelaide.\n- Mara works for Ironwood Manufacturing.\n- Jonas reports to Bruno.\n- Jonas works for Atlas Freight.\n- Bruno reports to Priya.\n- Callum reports to Pablo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Yuki works for Beacon Insurance.\n- Priya reports to Mara.\n- Beacon Insurance was founded in 2000.\n- Chiara reports to Yuki.\n- Pablo works for Atlas Freight.\n- Vantage Air was founded in 1991.\n- Chiara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1975.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara reports to Callum.\n- Pablo reports to Chiara.\n- Atlas Freight was founded in 1986.\n- Callum works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21381", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 73882, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "request_refund", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21382", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Pablo.\n- Nadia reports to Tessa.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Chiara works for Summit Energy.\n- Tobias works for Summit Energy.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Deshawn.\n- Fernhill Foods was founded in 2008.\n- Chiara reports to Mei.\n- Pablo reports to Chiara.\n- Pablo works for Bluepine Aviation.\n- Tobias reports to Nadia.\n- Felix works for Bluepine Aviation.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Summit Energy was founded in 1996.\n- Tessa works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Valencia.\n- Deshawn works for Summit Energy.\n- Atlas Freight is headquartered in Bergen.\n- Nadia works for Atlas Freight.\n- Sanne works for Bluepine Aviation.\n- Ravi reports to Felix.\n- Summit Energy is headquartered in Valencia.\n- Felix reports to Sanne.\n- Anders reports to Jonas.\n- Tessa reports to Anders.\n- Mei reports to Tobias.\n- Bluepine Aviation was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21384", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21385", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6112: employee Nadia M., hired 21 December 2020, separated 12 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6112?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21386", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21387", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Cedar Retail Group was founded in 1996.\n- Mateo works for Meridian Bank.\n- Vantage Air was founded in 1980.\n- Viktor reports to Mateo.\n- Felix works for Beacon Insurance.\n- Stefan reports to Viktor.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Beacon Insurance was founded in 2002.\n- Zoya works for Vantage Air.\n- Cedar Retail Group is headquartered in Turku.\n- Mateo reports to Wren.\n- Wren reports to Jonas.\n- Emeka works for Beacon Insurance.\n- Jonas works for Vantage Air.\n- Zoya reports to Chiara.\n- Meridian Bank is headquartered in Lyon.\n- Vantage Air is headquartered in Bergen.\n- Stefan works for Beacon Insurance.\n- Wren works for Vantage Air.\n- Dmitri reports to Zoya.\n- Chiara works for Vantage Air.\n- Jonas reports to Emeka.\n- Emeka reports to Dmitri.\n- Meridian Bank was founded in 2001.\n- Felix reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21389", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Elena.\n- Bruno reports to Chiara.\n- Elena works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Atlas Freight was founded in 1986.\n- Chiara works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Kenji reports to Tessa.\n- Helios Logistics was founded in 1990.\n- Tobias works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 2006.\n- Stefan reports to Nadia.\n- Elena reports to Bruno.\n- Tessa works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Tobias reports to Stefan.\n- Chiara reports to Kenji.\n- Atlas Freight is headquartered in Ghent.\n- Helios Logistics is headquartered in Ghent.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mei.\n- Felix reports to Amara.\n- Atlas Freight is headquartered in Dunedin.\n- Omar works for Ironwood Manufacturing.\n- Amara reports to Elena.\n- Helios Logistics was founded in 1979.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Porto.\n- Stefan works for Vantage Air.\n- Ironwood Manufacturing was founded in 2000.\n- Tobias works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Omar reports to Tessa.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Tobias reports to Felix.\n- Tessa works for Helios Logistics.\n- Mateo reports to Leila.\n- Elena reports to Mateo.\n- Mei reports to Omar.\n- Tessa reports to Tobias.\n- Elena works for Atlas Freight.\n- Atlas Freight was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21392", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1618: employee Jonas K., hired 16 March 2022, separated 08 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1618?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Vantage Air.\n- Cobalt Health was founded in 1976.\n- Chiara reports to Pablo.\n- Kenji works for Meridian Bank.\n- Vantage Air was founded in 2005.\n- Felix works for Vantage Air.\n- Cobalt Health is headquartered in Turku.\n- Jonas reports to Chiara.\n- Pablo reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Meridian Bank is headquartered in Turku.\n- Beacon Insurance was founded in 1997.\n- Ravi reports to Jonas.\n- Kenji reports to Tobias.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Tobias reports to Ravi.\n- Chiara works for Cobalt Health.\n- Ravi works for Meridian Bank.\n- Felix reports to Kenji.\n- Beacon Insurance is headquartered in Tampere.\n- Meridian Bank was founded in 1999.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21394", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1076: employee Nadia B., hired 11 July 2022, separated 21 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1076?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21395", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3005: employee Omar A., hired 25 August 2021, separated 08 July 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-3005 under the controlling rules.", "criteria": {"0": "$12,800", "1": "$10,875", "2": "$46,800", "3": "$10,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Tobias reports to Anders.\n- Priya works for Bluepine Aviation.\n- Zoya reports to Deshawn.\n- Helios Logistics was founded in 2008.\n- Felix reports to Tobias.\n- Anders works for Bluepine Aviation.\n- Priya reports to Ingrid.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tobias works for Bluepine Aviation.\n- Deshawn works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Ravi reports to Zoya.\n- Cedar Retail Group is headquartered in Tallinn.\n- Lattice Analytics was founded in 2014.\n- Felix works for Helios Logistics.\n- Cedar Retail Group was founded in 1986.\n- Ingrid works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn reports to Priya.\n- Ingrid reports to Felix.\n- Bluepine Aviation was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Felix reports to Sanne.\n- Mateo works for Summit Energy.\n- Emeka works for Summit Energy.\n- Omar works for Atlas Freight.\n- Nadia reports to Mateo.\n- Priya works for Atlas Freight.\n- Priya reports to Omar.\n- Atlas Freight was founded in 2003.\n- Sanne works for Summit Energy.\n- Felix works for Atlas Freight.\n- Hana reports to Priya.\n- Atlas Freight is headquartered in Tampere.\n- Beacon Insurance was founded in 1978.\n- Crescent Telecom was founded in 1982.\n- Mateo reports to Anders.\n- Anders reports to Hana.\n- Beacon Insurance is headquartered in Tampere.\n- Summit Energy was founded in 2000.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Pablo reports to Nadia.\n- Sanne reports to Emeka.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Omar reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21398", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8126: employee Wren T., hired 11 June 2022, separated 26 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8126?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21399", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Bruno.\n- Priya works for Beacon Insurance.\n- Pinnacle Software is headquartered in Malmo.\n- Anders reports to Jonas.\n- Ironwood Manufacturing was founded in 1995.\n- Vantage Air is headquartered in Brno.\n- Beacon Insurance was founded in 2010.\n- Beacon Insurance is headquartered in Brno.\n- Viktor works for Ironwood Manufacturing.\n- Tessa works for Vantage Air.\n- Jonas reports to Tessa.\n- Bruno works for Beacon Insurance.\n- Lucia reports to Stefan.\n- Pablo reports to Anders.\n- Pinnacle Software was founded in 2002.\n- Tessa reports to Lucia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor reports to Mei.\n- Stefan reports to Viktor.\n- Lucia works for Ironwood Manufacturing.\n- Pablo works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Priya reports to Pablo.\n- Jonas works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21401", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1983.\n- Jonas reports to Sofia.\n- Pablo works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1981.\n- Northwind Systems was founded in 2008.\n- Northwind Systems is headquartered in Halifax.\n- Anders works for Lattice Analytics.\n- Stefan works for Ironwood Manufacturing.\n- Aisha reports to Stefan.\n- Pablo reports to Anders.\n- Lattice Analytics is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Dmitri reports to Pablo.\n- Sofia works for Ironwood Manufacturing.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Bluepine Aviation was founded in 2009.\n- Sofia reports to Aisha.\n- Dmitri works for Ironwood Manufacturing.\n- Jonas works for Northwind Systems.\n- Stefan reports to Dmitri.\n- Nadia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21403", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6762: employee Wren S., hired 17 June 2022, separated 08 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6762?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21404", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3185: employee Wren K., hired 08 September 2020, separated 15 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3185?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3185 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21405", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Pablo reports to Viktor.\n- Viktor reports to Amara.\n- Elena reports to Pablo.\n- Emeka works for Meridian Bank.\n- Vantage Air was founded in 2010.\n- Sofia works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Anders reports to Elena.\n- Omar works for Meridian Bank.\n- Yuki reports to Kenji.\n- Amara reports to Stefan.\n- Helios Logistics is headquartered in Basel.\n- Crescent Telecom was founded in 2002.\n- Vantage Air is headquartered in Oslo.\n- Sofia reports to Dmitri.\n- Helios Logistics was founded in 1997.\n- Dmitri reports to Omar.\n- Crescent Telecom is headquartered in Tallinn.\n- Meridian Bank was founded in 2011.\n- Amara works for Crescent Telecom.\n- Stefan reports to Yuki.\n- Anders works for Meridian Bank.\n- Elena works for Helios Logistics.\n- Omar reports to Emeka.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Yuki works for Meridian Bank.\n- Emeka reports to Anders.\n- Viktor works for Crescent Telecom.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21407", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21408", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3329: employee Chiara T., hired 11 October 2023, separated 02 April 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-3329 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$2,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21409", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 December 2025): For employees hired on or after 23 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6609: employee Ingrid R., hired 06 August 2022, separated 14 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6609?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21410", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21411", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2073: employee Stefan B., hired 13 June 2023, separated 30 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2073?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Basel.\n- Mateo reports to Omar.\n- Mei works for Summit Energy.\n- Mateo works for Ironwood Manufacturing.\n- Omar works for Atlas Freight.\n- Amara reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Summit Energy was founded in 1983.\n- Anders reports to Mei.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2012.\n- Omar reports to Anders.\n- Atlas Freight was founded in 2004.\n- Stefan reports to Emeka.\n- Dmitri reports to Stefan.\n- Atlas Freight is headquartered in Basel.\n- Mei reports to Amara.\n- Summit Energy is headquartered in Brno.\n- Emeka works for Atlas Freight.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2002", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21413", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 April 2025): For employees hired on or after 26 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2569: employee Mei T., hired 01 October 2022, separated 08 December 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2569?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Sofia works for Pinnacle Software.\n- Atlas Freight was founded in 2010.\n- Amara reports to Nadia.\n- Emeka works for Atlas Freight.\n- Cobalt Health is headquartered in Lyon.\n- Nadia reports to Emeka.\n- Yuki reports to Sofia.\n- Deshawn reports to Amara.\n- Cobalt Health was founded in 2013.\n- Pinnacle Software was founded in 2007.\n- Sofia reports to Omar.\n- Omar reports to Lucia.\n- Amara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Brno.\n- Yuki works for Cobalt Health.\n- Atlas Freight is headquartered in Austin.\n- Emeka reports to Yuki.\n- Deshawn works for Cobalt Health.\n- Nadia works for Atlas Freight.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation was founded in 1978.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21415", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21416", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21417", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21418", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21419", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21420", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8120: employee Dmitri M., hired 11 January 2023, separated 06 April 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-8120 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$30,333", "2": "$2,100", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Fernhill Foods is headquartered in Austin.\n- Wren works for Fernhill Foods.\n- Northwind Systems is headquartered in Basel.\n- Lattice Analytics was founded in 2003.\n- Emeka reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Northwind Systems was founded in 2008.\n- Pablo works for Bluepine Aviation.\n- Lucia reports to Wren.\n- Tobias reports to Tessa.\n- Bluepine Aviation is headquartered in Austin.\n- Tessa works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Basel.\n- Pablo reports to Tobias.\n- Chiara reports to Emeka.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Ravi reports to Chiara.\n- Emeka works for Fernhill Foods.\n- Wren reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2011.\n- Cobalt Health is headquartered in Oslo.\n- Crescent Telecom was founded in 2012.\n- Sofia works for Cobalt Health.\n- Mara reports to Viktor.\n- Mara works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Anders works for Cedar Retail Group.\n- Mei reports to Mara.\n- Cedar Retail Group was founded in 1993.\n- Stefan works for Crescent Telecom.\n- Sofia reports to Mei.\n- Yuki reports to Anders.\n- Pinnacle Software is headquartered in Oslo.\n- Mei works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Anders reports to Stefan.\n- Bruno works for Cedar Retail Group.\n- Chiara works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bruno reports to Sofia.\n- Stefan reports to Chiara.\n- Pinnacle Software was founded in 2006.\n- Viktor reports to Ravi.\n- Chiara reports to Bruno.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21423", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 74030\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21424", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 June 2023): For employees hired on or after 09 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6009: employee Dmitri A., hired 14 July 2021, separated 20 May 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-6009 under the controlling rules.", "criteria": {"0": "$9,062", "1": "$9,000", "2": "$39,000", "3": "$9,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21425", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Omar.\n- Pablo works for Northwind Systems.\n- Atlas Freight is headquartered in Porto.\n- Sanne works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Meridian Bank is headquartered in Porto.\n- Pablo reports to Amara.\n- Amara reports to Felix.\n- Viktor reports to Elena.\n- Felix reports to Emeka.\n- Viktor works for Meridian Bank.\n- Omar reports to Sofia.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Emeka reports to Mara.\n- Northwind Systems is headquartered in Valencia.\n- Amara works for Meridian Bank.\n- Sanne reports to Viktor.\n- Felix works for Meridian Bank.\n- Northwind Systems was founded in 1982.\n- Elena works for Summit Energy.\n- Elena reports to Chiara.\n- Hana reports to Pablo.\n- Omar works for Meridian Bank.\n- Atlas Freight was founded in 1986.\n- Mara reports to Sanne.\n- Mara works for Meridian Bank.\n- Summit Energy was founded in 1982.\n- Summit Energy is headquartered in Dunedin.\n- Chiara works for Meridian Bank.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Ravi works for Cedar Retail Group.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1989.\n- Deshawn reports to Ravi.\n- Sofia reports to Deshawn.\n- Cedar Retail Group is headquartered in Cork.\n- Tessa reports to Mateo.\n- Hana reports to Dmitri.\n- Emeka reports to Tobias.\n- Mateo reports to Pablo.\n- Cobalt Health is headquartered in Brno.\n- Tobias reports to Ingrid.\n- Dmitri works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Cork.\n- Callum works for Cedar Retail Group.\n- Tessa works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Callum.\n- Callum reports to Sofia.\n- Deshawn works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1994.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1981.\n- Ravi reports to Emeka.\n- Ingrid reports to Hana.\n- Pinnacle Software is headquartered in Tampere.\n- Cobalt Health was founded in 1978.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21428", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Deshawn.\n- Callum works for Lattice Analytics.\n- Bruno reports to Aisha.\n- Beacon Insurance was founded in 1985.\n- Viktor works for Beacon Insurance.\n- Deshawn reports to Tessa.\n- Bruno works for Summit Energy.\n- Viktor reports to Bruno.\n- Tobias reports to Callum.\n- Deshawn works for Beacon Insurance.\n- Aisha reports to Amara.\n- Summit Energy was founded in 1991.\n- Tessa works for Lattice Analytics.\n- Summit Energy is headquartered in Bergen.\n- Amara works for Lattice Analytics.\n- Aisha works for Summit Energy.\n- Callum reports to Viktor.\n- Lattice Analytics was founded in 2014.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Lattice Analytics is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Beacon Insurance is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1994", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21430", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21431", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Omar.\n- Helios Logistics was founded in 1977.\n- Omar reports to Ingrid.\n- Fernhill Foods was founded in 1982.\n- Fernhill Foods is headquartered in Malmo.\n- Nadia works for Fernhill Foods.\n- Ingrid works for Helios Logistics.\n- Atlas Freight was founded in 2008.\n- Priya reports to Kenji.\n- Leila works for Atlas Freight.\n- Mara works for Northwind Systems.\n- Ingrid reports to Mara.\n- Kenji works for Northwind Systems.\n- Nadia reports to Priya.\n- Mara reports to Lucia.\n- Priya works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Northwind Systems was founded in 2003.\n- Lucia reports to Leila.\n- Lucia works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Atlas Freight is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21433", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Helios Logistics was founded in 1976.\n- Cedar Retail Group was founded in 2001.\n- Felix works for Meridian Bank.\n- Ravi works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Emeka reports to Omar.\n- Ravi reports to Bruno.\n- Omar reports to Mateo.\n- Cedar Retail Group is headquartered in Bergen.\n- Aisha reports to Zoya.\n- Helios Logistics is headquartered in Malmo.\n- Bruno reports to Priya.\n- Zoya reports to Mei.\n- Aisha works for Cedar Retail Group.\n- Omar works for Helios Logistics.\n- Meridian Bank is headquartered in Malmo.\n- Emeka works for Cobalt Health.\n- Meridian Bank was founded in 2011.\n- Priya reports to Emeka.\n- Zoya works for Cobalt Health.\n- Mei reports to Felix.\n- Felix reports to Ravi.\n- Cobalt Health was founded in 2006.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Mara works for Atlas Freight.\n- Nadia reports to Stefan.\n- Elena works for Crescent Telecom.\n- Chiara reports to Emeka.\n- Stefan reports to Bruno.\n- Crescent Telecom was founded in 1995.\n- Priya works for Helios Logistics.\n- Anders reports to Elena.\n- Sanne reports to Viktor.\n- Amara works for Atlas Freight.\n- Crescent Telecom is headquartered in Porto.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka reports to Sanne.\n- Atlas Freight was founded in 2000.\n- Mara reports to Priya.\n- Amara reports to Nadia.\n- Anders works for Atlas Freight.\n- Bruno reports to Mara.\n- Stefan works for Helios Logistics.\n- Atlas Freight is headquartered in Adelaide.\n- Bruno works for Atlas Freight.\n- Priya reports to Chiara.\n- Helios Logistics was founded in 1997.\n- Chiara works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Bluepine Aviation was founded in 1988.\n- Viktor reports to Anders.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21436", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Mateo works for Fernhill Foods.\n- Mara reports to Emeka.\n- Amara works for Bluepine Aviation.\n- Kenji reports to Mateo.\n- Jonas works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Callum reports to Zoya.\n- Fernhill Foods is headquartered in Lyon.\n- Bruno reports to Mara.\n- Aisha reports to Callum.\n- Bluepine Aviation was founded in 1979.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Bruno works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Elena reports to Bruno.\n- Jonas reports to Amara.\n- Elena works for Bluepine Aviation.\n- Mara works for Ironwood Manufacturing.\n- Ravi reports to Jonas.\n- Zoya works for Ironwood Manufacturing.\n- Emeka works for Bluepine Aviation.\n- Amara reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods was founded in 2002.\n- Ironwood Manufacturing was founded in 1985.\n- Emeka reports to Kenji.\n- Summit Energy is headquartered in Ghent.\n- Summit Energy was founded in 2013.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mateo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1977", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21438", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3337: employee Omar M., hired 29 December 2022, separated 02 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3337?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21439", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21440", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 February 2023): For employees hired on or after 21 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1855: employee Hana A., hired 07 August 2020, separated 02 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1855?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Emeka works for Helios Logistics.\n- Wren reports to Callum.\n- Fernhill Foods is headquartered in Oslo.\n- Wren works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Callum works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Helios Logistics was founded in 2003.\n- Zoya works for Cobalt Health.\n- Lucia reports to Stefan.\n- Helios Logistics is headquartered in Lyon.\n- Lucia works for Summit Energy.\n- Cobalt Health is headquartered in Cork.\n- Anders works for Helios Logistics.\n- Emeka reports to Wren.\n- Mara reports to Leila.\n- Tobias works for Summit Energy.\n- Sanne reports to Lucia.\n- Cobalt Health was founded in 2001.\n- Summit Energy was founded in 2005.\n- Fernhill Foods was founded in 2005.\n- Stefan reports to Anders.\n- Anders reports to Zoya.\n- Ingrid works for Helios Logistics.\n- Tobias reports to Sanne.\n- Stefan works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Zoya reports to Mara.\n- Ingrid reports to Emeka.\n- Leila reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21442", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Aisha reports to Callum.\n- Emeka works for Fernhill Foods.\n- Nadia reports to Wren.\n- Amara reports to Nadia.\n- Helios Logistics is headquartered in Nagoya.\n- Helios Logistics was founded in 1984.\n- Wren works for Ironwood Manufacturing.\n- Nadia works for Atlas Freight.\n- Wren reports to Aisha.\n- Atlas Freight was founded in 1982.\n- Callum works for Helios Logistics.\n- Fernhill Foods is headquartered in Tampere.\n- Elena works for Atlas Freight.\n- Amara works for Ironwood Manufacturing.\n- Callum reports to Elena.\n- Aisha works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1975.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2013.\n- Atlas Freight is headquartered in Nagoya.\n- Priya works for Atlas Freight.\n- Priya reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21444", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21445", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2008.\n- Elena reports to Ingrid.\n- Meridian Bank is headquartered in Basel.\n- Bluepine Aviation is headquartered in Ghent.\n- Dmitri works for Cedar Retail Group.\n- Elena works for Meridian Bank.\n- Cobalt Health is headquartered in Ghent.\n- Mei reports to Elena.\n- Stefan works for Cobalt Health.\n- Nadia reports to Tobias.\n- Stefan reports to Anders.\n- Ingrid works for Bluepine Aviation.\n- Yuki works for Cobalt Health.\n- Ingrid reports to Dmitri.\n- Tobias works for Cedar Retail Group.\n- Anders reports to Aisha.\n- Cedar Retail Group was founded in 1976.\n- Mateo reports to Stefan.\n- Meridian Bank was founded in 1980.\n- Cedar Retail Group is headquartered in Tampere.\n- Mateo works for Bluepine Aviation.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Lucia.\n- Anders works for Meridian Bank.\n- Nadia works for Cedar Retail Group.\n- Lucia reports to Nadia.\n- Yuki reports to Mei.\n- Mei works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Tobias reports to Mateo.\n- Cobalt Health was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1983", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21447", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 January 2023): For employees hired on or after 30 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7045: employee Amara R., hired 02 October 2020, separated 10 January 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7045?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Callum reports to Chiara.\n- Leila reports to Kenji.\n- Meridian Bank is headquartered in Tampere.\n- Kenji reports to Callum.\n- Atlas Freight is headquartered in Tampere.\n- Tessa works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2010.\n- Anders works for Meridian Bank.\n- Chiara works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2002.\n- Tobias reports to Wren.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Vantage Air was founded in 1991.\n- Kenji works for Atlas Freight.\n- Meridian Bank was founded in 1998.\n- Aisha works for Atlas Freight.\n- Leila works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Tampere.\n- Tobias works for Ironwood Manufacturing.\n- Tessa reports to Aisha.\n- Ravi works for Meridian Bank.\n- Callum works for Vantage Air.\n- Anders reports to Leila.\n- Aisha reports to Anders.\n- Chiara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21449", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4183: employee Felix M., hired 15 March 2022, separated 19 June 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-4183 under the controlling rules.", "criteria": {"0": "$12,300", "1": "$12,375", "2": "$10,300", "3": "$53,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21450", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Jonas.\n- Deshawn reports to Ingrid.\n- Cobalt Health was founded in 1980.\n- Sanne works for Beacon Insurance.\n- Dmitri reports to Kenji.\n- Cobalt Health is headquartered in Halifax.\n- Tobias reports to Viktor.\n- Beacon Insurance is headquartered in Ghent.\n- Atlas Freight was founded in 1993.\n- Callum reports to Tobias.\n- Kenji reports to Deshawn.\n- Aisha works for Bluepine Aviation.\n- Viktor works for Beacon Insurance.\n- Bluepine Aviation was founded in 1985.\n- Tobias works for Cobalt Health.\n- Beacon Insurance was founded in 1981.\n- Bluepine Aviation is headquartered in Lyon.\n- Ingrid works for Bluepine Aviation.\n- Atlas Freight is headquartered in Tampere.\n- Kenji works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Mara reports to Callum.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Mara.\n- Jonas reports to Sanne.\n- Ravi reports to Dmitri.\n- Jonas works for Atlas Freight.\n- Viktor reports to Aisha.\n- Mara works for Atlas Freight.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21452", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1983.\n- Yuki reports to Chiara.\n- Callum works for Cobalt Health.\n- Wren reports to Callum.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Aisha reports to Priya.\n- Pinnacle Software is headquartered in Bergen.\n- Vantage Air was founded in 1989.\n- Bluepine Aviation is headquartered in Nagoya.\n- Vantage Air is headquartered in Leeds.\n- Callum reports to Ingrid.\n- Bluepine Aviation was founded in 1980.\n- Priya works for Vantage Air.\n- Sanne works for Vantage Air.\n- Aisha works for Pinnacle Software.\n- Amara reports to Aisha.\n- Dmitri works for Bluepine Aviation.\n- Ingrid reports to Amara.\n- Ingrid works for Vantage Air.\n- Priya reports to Dmitri.\n- Dmitri reports to Yuki.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Chiara works for Bluepine Aviation.\n- Yuki works for Vantage Air.\n- Chiara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21454", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8831: employee Chiara K., hired 27 April 2023, separated 30 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8831?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21455", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Felix works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1997.\n- Tessa works for Ironwood Manufacturing.\n- Dmitri works for Summit Energy.\n- Felix reports to Amara.\n- Tessa reports to Kenji.\n- Lucia works for Ironwood Manufacturing.\n- Amara reports to Tessa.\n- Priya reports to Sofia.\n- Beacon Insurance was founded in 1981.\n- Sofia reports to Dmitri.\n- Priya works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Kenji works for Beacon Insurance.\n- Summit Energy was founded in 2009.\n- Beacon Insurance is headquartered in Leeds.\n- Sofia works for Lattice Analytics.\n- Lucia reports to Felix.\n- Lattice Analytics was founded in 1991.\n- Summit Energy is headquartered in Oslo.\n- Kenji reports to Priya.\n- Amara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21457", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21458", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3704: employee Stefan B., hired 14 January 2023, separated 24 September 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-3704 under the controlling rules.", "criteria": {"0": "$15,692", "1": "$15,577", "2": "$68,000", "3": "$14,692"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21459", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Basel.\n- Tessa reports to Elena.\n- Ravi reports to Aisha.\n- Deshawn works for Vantage Air.\n- Aisha reports to Kenji.\n- Ravi works for Summit Energy.\n- Kenji reports to Tessa.\n- Summit Energy is headquartered in Adelaide.\n- Wren reports to Zoya.\n- Priya works for Fernhill Foods.\n- Zoya reports to Priya.\n- Pinnacle Software was founded in 2006.\n- Elena works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Kenji works for Fernhill Foods.\n- Priya reports to Ingrid.\n- Stefan reports to Lucia.\n- Aisha works for Vantage Air.\n- Pinnacle Software is headquartered in Adelaide.\n- Lucia reports to Wren.\n- Elena reports to Deshawn.\n- Stefan works for Fernhill Foods.\n- Lucia works for Pinnacle Software.\n- Wren works for Summit Energy.\n- Fernhill Foods was founded in 1981.\n- Ingrid works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Summit Energy was founded in 1996.\n- Deshawn reports to Stefan.\n- Tessa works for Pinnacle Software.\n- Zoya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21460", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21461", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5209: employee Amara K., hired 08 April 2022, separated 28 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-5209 under the controlling rules.", "criteria": {"0": "$5,812", "1": "$3,875", "2": "$5,875", "3": "$25,458"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21462", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7864: employee Amara S., hired 15 June 2023, separated 17 January 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-7864 under the controlling rules.", "criteria": {"0": "$4,115", "1": "$3,692", "2": "$4,615", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21463", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21464", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21465", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21466", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 September 2025): For employees hired on or after 15 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9957: employee Amara K., hired 17 September 2024, separated 14 April 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9957?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Callum.\n- Beacon Insurance is headquartered in Tallinn.\n- Mei reports to Priya.\n- Mateo works for Atlas Freight.\n- Zoya reports to Yuki.\n- Northwind Systems is headquartered in Tampere.\n- Zoya works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Northwind Systems was founded in 2008.\n- Atlas Freight is headquartered in Tampere.\n- Callum reports to Kenji.\n- Yuki works for Beacon Insurance.\n- Mei works for Northwind Systems.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Viktor works for Northwind Systems.\n- Kenji reports to Mateo.\n- Kenji works for Northwind Systems.\n- Helios Logistics is headquartered in Tallinn.\n- Atlas Freight was founded in 2002.\n- Helios Logistics was founded in 1987.\n- Hana works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Lucia reports to Viktor.\n- Jonas reports to Zoya.\n- Lucia works for Helios Logistics.\n- Priya reports to Hana.\n- Pablo reports to Jonas.\n- Mateo reports to Lucia.\n- Viktor reports to Pablo.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21468", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21469", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21470", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21471", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 April 2025): For employees hired on or after 24 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4014: employee Dmitri R., hired 21 October 2022, separated 04 February 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4014?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1994.\n- Lucia works for Cedar Retail Group.\n- Nadia works for Pinnacle Software.\n- Summit Energy was founded in 1996.\n- Tessa reports to Nadia.\n- Hana works for Pinnacle Software.\n- Summit Energy is headquartered in Tampere.\n- Hana reports to Kenji.\n- Chiara works for Cedar Retail Group.\n- Aisha reports to Hana.\n- Leila reports to Pablo.\n- Pinnacle Software is headquartered in Adelaide.\n- Deshawn reports to Ravi.\n- Lucia reports to Dmitri.\n- Atlas Freight is headquartered in Dunedin.\n- Leila works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Dmitri works for Cedar Retail Group.\n- Chiara reports to Leila.\n- Cedar Retail Group is headquartered in Tampere.\n- Dmitri reports to Aisha.\n- Aisha works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Kenji reports to Tessa.\n- Pinnacle Software was founded in 1979.\n- Nadia reports to Deshawn.\n- Pablo works for Atlas Freight.\n- Ravi reports to Chiara.\n- Tessa works for Summit Energy.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21473", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9958: employee Elena K., hired 07 April 2023, separated 01 July 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9958?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21474", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5401: employee Zoya M., hired 29 November 2023, separated 04 March 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-5401 under the controlling rules.", "criteria": {"0": "$4,950", "1": "$5,950", "2": "$25,783", "3": "$6,037"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21475", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2641: employee Wren A., hired 30 August 2020, separated 18 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2641?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Wren.\n- Pablo reports to Jonas.\n- Deshawn works for Beacon Insurance.\n- Bruno reports to Pablo.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pablo works for Beacon Insurance.\n- Cobalt Health is headquartered in Leeds.\n- Jonas works for Summit Energy.\n- Wren reports to Deshawn.\n- Callum works for Beacon Insurance.\n- Omar works for Bluepine Aviation.\n- Cobalt Health was founded in 2008.\n- Beacon Insurance is headquartered in Dunedin.\n- Summit Energy was founded in 2015.\n- Yuki works for Summit Energy.\n- Deshawn reports to Priya.\n- Yuki reports to Omar.\n- Beacon Insurance was founded in 1991.\n- Leila works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Summit Energy is headquartered in Lyon.\n- Bluepine Aviation was founded in 1995.\n- Omar reports to Bruno.\n- Leila reports to Yuki.\n- Wren works for Cobalt Health.\n- Priya reports to Callum.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21477", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Valencia.\n- Aisha reports to Bruno.\n- Bluepine Aviation was founded in 2009.\n- Pinnacle Software was founded in 1985.\n- Bluepine Aviation is headquartered in Valencia.\n- Beacon Insurance was founded in 1982.\n- Wren reports to Mei.\n- Mei reports to Sofia.\n- Felix reports to Wren.\n- Bruno works for Bluepine Aviation.\n- Tobias reports to Felix.\n- Stefan reports to Priya.\n- Sofia reports to Stefan.\n- Wren works for Beacon Insurance.\n- Sofia works for Pinnacle Software.\n- Mei works for Cedar Retail Group.\n- Aisha works for Beacon Insurance.\n- Cedar Retail Group was founded in 1995.\n- Stefan works for Beacon Insurance.\n- Bruno reports to Tobias.\n- Pinnacle Software is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Valencia.\n- Yuki reports to Aisha.\n- Priya works for Bluepine Aviation.\n- Tobias works for Pinnacle Software.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Dmitri works for Pinnacle Software.\n- Hana works for Fernhill Foods.\n- Crescent Telecom is headquartered in Dunedin.\n- Mateo reports to Jonas.\n- Northwind Systems was founded in 2000.\n- Pinnacle Software was founded in 1975.\n- Amara reports to Mara.\n- Jonas reports to Ravi.\n- Viktor reports to Pablo.\n- Bruno reports to Amara.\n- Northwind Systems is headquartered in Ghent.\n- Pinnacle Software is headquartered in Lyon.\n- Hana reports to Bruno.\n- Viktor works for Northwind Systems.\n- Mateo works for Fernhill Foods.\n- Dmitri reports to Viktor.\n- Ravi works for Northwind Systems.\n- Fernhill Foods was founded in 1985.\n- Jonas works for Fernhill Foods.\n- Crescent Telecom was founded in 1977.\n- Pablo reports to Mateo.\n- Amara works for Pinnacle Software.\n- Pablo works for Fernhill Foods.\n- Mara works for Crescent Telecom.\n- Fernhill Foods is headquartered in Lyon.\n- Mara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21480", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3242: employee Mara A., hired 24 September 2024, separated 27 December 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3242?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2000.\n- Sanne reports to Ravi.\n- Emeka reports to Hana.\n- Ravi reports to Emeka.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 1978.\n- Bruno reports to Sanne.\n- Vantage Air was founded in 1997.\n- Hana works for Lattice Analytics.\n- Dmitri works for Helios Logistics.\n- Emeka works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Mateo reports to Bruno.\n- Helios Logistics was founded in 2011.\n- Vantage Air is headquartered in Halifax.\n- Ravi works for Vantage Air.\n- Dmitri reports to Zoya.\n- Zoya reports to Mateo.\n- Mateo works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Zoya works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21482", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6525: employee Kenji R., hired 12 November 2020, separated 14 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6525?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1986.\n- Emeka works for Cobalt Health.\n- Nadia reports to Felix.\n- Pablo reports to Lucia.\n- Pablo works for Cobalt Health.\n- Pinnacle Software is headquartered in Adelaide.\n- Cobalt Health is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mateo reports to Pablo.\n- Lattice Analytics was founded in 2007.\n- Ravi reports to Ingrid.\n- Lucia works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Emeka reports to Mateo.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid works for Cobalt Health.\n- Felix works for Pinnacle Software.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2010.\n- Felix reports to Emeka.\n- Ingrid reports to Nadia.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21484", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21485", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Viktor.\n- Beacon Insurance is headquartered in Basel.\n- Zoya reports to Leila.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 1983.\n- Viktor reports to Elena.\n- Vantage Air is headquartered in Dunedin.\n- Mei reports to Amara.\n- Hana works for Summit Energy.\n- Amara reports to Hana.\n- Leila works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Leila reports to Mei.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance was founded in 2010.\n- Vantage Air was founded in 1999.\n- Bluepine Aviation was founded in 2008.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mei works for Beacon Insurance.\n- Elena reports to Mara.\n- Viktor works for Bluepine Aviation.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21487", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-9 (VERSION 5, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8494: employee Leila R., hired 03 April 2022, separated 26 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8494?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21488", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 October 2025): For employees hired on or after 05 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8544: employee Omar A., hired 05 August 2024, separated 19 December 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8544?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21489", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21490", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5376: employee Mei S., hired 11 January 2023, separated 28 September 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-5376 under the controlling rules.", "criteria": {"0": "$92,000", "1": "$21,346", "2": "$23,231", "3": "$21,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21491", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Kenji reports to Sofia.\n- Beacon Insurance is headquartered in Austin.\n- Beacon Insurance was founded in 1976.\n- Yuki works for Fernhill Foods.\n- Felix reports to Ravi.\n- Bruno reports to Sanne.\n- Sofia works for Fernhill Foods.\n- Elena works for Beacon Insurance.\n- Ravi reports to Elena.\n- Elena reports to Tobias.\n- Ravi works for Cobalt Health.\n- Sanne reports to Callum.\n- Helios Logistics is headquartered in Bergen.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Callum works for Beacon Insurance.\n- Fernhill Foods is headquartered in Brno.\n- Kenji works for Cobalt Health.\n- Sofia reports to Bruno.\n- Tobias works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Helios Logistics was founded in 1981.\n- Tobias reports to Yuki.\n- Fernhill Foods was founded in 2003.\n- Callum reports to Felix.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21493", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3441: employee Mara A., hired 02 October 2022, separated 27 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-3441 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,200", "2": "$8,500", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-21494", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21495", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1513: employee Hana A., hired 03 August 2022, separated 22 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-1513 under the controlling rules.", "criteria": {"0": "$9,600", "1": "$9,500", "2": "$41,600", "3": "$7,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mei works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Cobalt Health is headquartered in Tampere.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Yuki.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Mara.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 1980.\n- Nadia works for Cobalt Health.\n- Deshawn works for Summit Energy.\n- Yuki reports to Nadia.\n- Amara works for Bluepine Aviation.\n- Mara works for Summit Energy.\n- Stefan reports to Chiara.\n- Mei reports to Jonas.\n- Leila reports to Hana.\n- Ravi reports to Leila.\n- Summit Energy was founded in 2000.\n- Jonas reports to Deshawn.\n- Deshawn reports to Stefan.\n- Summit Energy is headquartered in Malmo.\n- Nadia reports to Ravi.\n- Yuki works for Lattice Analytics.\n- Hana works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Bluepine Aviation was founded in 1979.\n- Amara reports to Mei.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21497", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9477: employee Dmitri A., hired 16 July 2022, separated 22 December 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-9477 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$40,000", "2": "$8,308", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21498", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21499", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 26271\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Leila.\n- Stefan reports to Chiara.\n- Mei works for Pinnacle Software.\n- Kenji works for Northwind Systems.\n- Chiara reports to Jonas.\n- Felix works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Oslo.\n- Sanne reports to Felix.\n- Stefan works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Tessa reports to Mei.\n- Kenji reports to Stefan.\n- Tessa works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Pinnacle Software is headquartered in Malmo.\n- Chiara works for Pinnacle Software.\n- Helios Logistics was founded in 1990.\n- Jonas works for Pinnacle Software.\n- Northwind Systems is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2014.\n- Sanne works for Ironwood Manufacturing.\n- Felix reports to Tessa.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 2011.\n- Mei reports to Kenji.\n- Leila reports to Sanne.\n- Northwind Systems was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21501", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Leila works for Cobalt Health.\n- Dmitri works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Anders reports to Tobias.\n- Lattice Analytics was founded in 2015.\n- Cedar Retail Group was founded in 2014.\n- Dmitri reports to Mei.\n- Tessa works for Cedar Retail Group.\n- Pablo works for Cobalt Health.\n- Helios Logistics is headquartered in Nagoya.\n- Pablo reports to Lucia.\n- Cedar Retail Group is headquartered in Porto.\n- Lucia works for Helios Logistics.\n- Tessa reports to Anders.\n- Anders works for Helios Logistics.\n- Tobias reports to Leila.\n- Mei works for Lattice Analytics.\n- Helios Logistics was founded in 1994.\n- Leila reports to Pablo.\n- Lucia reports to Dmitri.\n- Cobalt Health was founded in 1994.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Bergen.\n- Stefan reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1981.\n- Mateo reports to Sofia.\n- Sofia reports to Aisha.\n- Mateo works for Beacon Insurance.\n- Anders reports to Amara.\n- Bruno reports to Hana.\n- Sofia works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Hana works for Bluepine Aviation.\n- Jonas works for Beacon Insurance.\n- Cedar Retail Group was founded in 1993.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Malmo.\n- Anders works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2002.\n- Stefan works for Bluepine Aviation.\n- Hana reports to Jonas.\n- Mara reports to Anders.\n- Amara reports to Stefan.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Jonas reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21504", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21506", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21507", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Priya.\n- Tessa reports to Zoya.\n- Helios Logistics is headquartered in Dunedin.\n- Tobias reports to Bruno.\n- Priya reports to Tessa.\n- Summit Energy is headquartered in Tampere.\n- Priya works for Summit Energy.\n- Zoya works for Pinnacle Software.\n- Bruno works for Lattice Analytics.\n- Sanne reports to Tobias.\n- Amara works for Helios Logistics.\n- Deshawn reports to Lucia.\n- Lattice Analytics is headquartered in Tampere.\n- Sanne works for Helios Logistics.\n- Zoya reports to Stefan.\n- Pinnacle Software was founded in 1976.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Stefan works for Summit Energy.\n- Deshawn works for Helios Logistics.\n- Pinnacle Software is headquartered in Dunedin.\n- Tobias works for Helios Logistics.\n- Bruno reports to Amara.\n- Helios Logistics was founded in 1976.\n- Amara reports to Deshawn.\n- Tessa works for Pinnacle Software.\n- Summit Energy was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21509", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 19 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 19 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5336: employee Viktor M., hired 26 June 2020, separated 10 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5336?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5336 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21510", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1966: employee Stefan A., hired 20 August 2020, separated 25 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1966?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21511", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21512", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4777: employee Tessa B., hired 23 February 2023, separated 18 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4777?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21513", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Aisha works for Summit Energy.\n- Aisha reports to Anders.\n- Amara reports to Dmitri.\n- Beacon Insurance is headquartered in Bergen.\n- Crescent Telecom is headquartered in Porto.\n- Stefan reports to Emeka.\n- Crescent Telecom was founded in 1993.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia reports to Aisha.\n- Beacon Insurance was founded in 2015.\n- Dmitri works for Summit Energy.\n- Emeka reports to Amara.\n- Emeka works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Wren reports to Leila.\n- Summit Energy is headquartered in Porto.\n- Summit Energy was founded in 1994.\n- Anders works for Summit Energy.\n- Amara works for Crescent Telecom.\n- Stefan works for Summit Energy.\n- Wren works for Crescent Telecom.\n- Anders reports to Stefan.\n- Dmitri reports to Zoya.\n- Elena reports to Lucia.\n- Cedar Retail Group was founded in 2003.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21515", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7741: employee Chiara R., hired 21 March 2021, separated 12 September 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-7741 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,125", "2": "$30,333", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21516", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7149: employee Sofia B., hired 09 October 2022, separated 18 January 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7149?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21517", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3583: employee Elena B., hired 15 June 2024, separated 02 May 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3583?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Pablo reports to Wren.\n- Amara works for Atlas Freight.\n- Bluepine Aviation was founded in 1992.\n- Nadia reports to Sofia.\n- Jonas works for Helios Logistics.\n- Mara reports to Pablo.\n- Tobias works for Bluepine Aviation.\n- Lattice Analytics was founded in 2015.\n- Atlas Freight is headquartered in Oslo.\n- Helios Logistics is headquartered in Oslo.\n- Mara works for Lattice Analytics.\n- Amara reports to Nadia.\n- Helios Logistics was founded in 1996.\n- Bluepine Aviation is headquartered in Oslo.\n- Wren reports to Tobias.\n- Wren works for Bluepine Aviation.\n- Jonas reports to Amara.\n- Bruno works for Bluepine Aviation.\n- Tobias reports to Bruno.\n- Nadia works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Bruno reports to Jonas.\n- Lattice Analytics is headquartered in Tallinn.\n- Atlas Freight was founded in 1981.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21519", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21520", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 94995\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Stefan.\n- Wren works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Elena reports to Aisha.\n- Pinnacle Software was founded in 1994.\n- Mei works for Pinnacle Software.\n- Mateo reports to Zoya.\n- Zoya reports to Wren.\n- Stefan reports to Elena.\n- Atlas Freight is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Leeds.\n- Atlas Freight was founded in 2014.\n- Mateo works for Atlas Freight.\n- Aisha reports to Mei.\n- Sanne works for Atlas Freight.\n- Cobalt Health is headquartered in Lyon.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan works for Pinnacle Software.\n- Cedar Retail Group was founded in 1988.\n- Zoya works for Cedar Retail Group.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Pinnacle Software was founded in 2011.\n- Tessa works for Summit Energy.\n- Hana reports to Priya.\n- Yuki reports to Lucia.\n- Summit Energy was founded in 2006.\n- Pinnacle Software is headquartered in Nagoya.\n- Summit Energy is headquartered in Nagoya.\n- Hana works for Summit Energy.\n- Omar reports to Tessa.\n- Lattice Analytics was founded in 1984.\n- Helios Logistics was founded in 1978.\n- Helios Logistics is headquartered in Basel.\n- Nadia reports to Amara.\n- Jonas works for Helios Logistics.\n- Priya works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Amara reports to Hana.\n- Yuki works for Summit Energy.\n- Omar works for Helios Logistics.\n- Amara works for Lattice Analytics.\n- Priya reports to Yuki.\n- Lucia works for Summit Energy.\n- Tessa reports to Jonas.\n- Ravi reports to Omar.\n- Ravi works for Summit Energy.\n- Jonas reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21523", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21524", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3935: employee Aisha R., hired 11 October 2023, separated 28 November 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-3935 under the controlling rules.", "criteria": {"0": "$8,178", "1": "$36,000", "2": "$8,308", "3": "$9,308"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21526", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 98368, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21527", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Pablo works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Pablo reports to Leila.\n- Leila reports to Felix.\n- Lattice Analytics was founded in 2004.\n- Bruno reports to Pablo.\n- Leila works for Lattice Analytics.\n- Summit Energy was founded in 1988.\n- Lucia reports to Bruno.\n- Summit Energy is headquartered in Turku.\n- Ingrid works for Summit Energy.\n- Lattice Analytics is headquartered in Leeds.\n- Ravi reports to Aisha.\n- Aisha reports to Ingrid.\n- Lucia works for Beacon Insurance.\n- Felix reports to Ravi.\n- Beacon Insurance was founded in 1997.\n- Bluepine Aviation was founded in 1995.\n- Felix works for Summit Energy.\n- Beacon Insurance is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Turku.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21529", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21530", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4025: employee Pablo T., hired 05 September 2023, separated 28 February 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-4025 under the controlling rules.", "criteria": {"0": "$3,462", "1": "$9,231", "2": "$8,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1997.\n- Stefan reports to Pablo.\n- Stefan works for Meridian Bank.\n- Pinnacle Software was founded in 1998.\n- Viktor works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.\n- Sanne reports to Elena.\n- Ravi works for Meridian Bank.\n- Elena works for Cobalt Health.\n- Pablo reports to Ravi.\n- Meridian Bank is headquartered in Bergen.\n- Ravi reports to Mei.\n- Pinnacle Software is headquartered in Halifax.\n- Helios Logistics was founded in 1996.\n- Viktor reports to Sanne.\n- Anders reports to Viktor.\n- Anders works for Pinnacle Software.\n- Cobalt Health is headquartered in Turku.\n- Pablo works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Mei reports to Anders.\n- Cobalt Health was founded in 2007.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21532", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8633: employee Omar S., hired 30 November 2023, separated 20 June 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8633?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21533", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Lucia.\n- Lucia reports to Omar.\n- Lattice Analytics is headquartered in Ghent.\n- Beacon Insurance was founded in 2015.\n- Dmitri works for Lattice Analytics.\n- Summit Energy is headquartered in Halifax.\n- Beacon Insurance is headquartered in Halifax.\n- Omar works for Helios Logistics.\n- Omar reports to Pablo.\n- Pablo reports to Emeka.\n- Callum works for Lattice Analytics.\n- Dmitri reports to Zoya.\n- Emeka works for Beacon Insurance.\n- Sofia reports to Callum.\n- Helios Logistics was founded in 1993.\n- Lattice Analytics was founded in 2009.\n- Helios Logistics is headquartered in Ghent.\n- Pablo works for Beacon Insurance.\n- Emeka reports to Dmitri.\n- Summit Energy was founded in 1984.\n- Zoya works for Summit Energy.\n- Sofia works for Helios Logistics.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21534", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21535", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21536", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5650: employee Deshawn B., hired 17 January 2025, separated 17 April 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-5650 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$34,667", "2": "$7,200", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21537", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Omar works for Bluepine Aviation.\n- Summit Energy is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tallinn.\n- Cobalt Health was founded in 2015.\n- Hana works for Helios Logistics.\n- Zoya reports to Omar.\n- Amara reports to Ravi.\n- Ravi works for Bluepine Aviation.\n- Helios Logistics was founded in 2007.\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health is headquartered in Tallinn.\n- Sofia reports to Hana.\n- Summit Energy was founded in 1998.\n- Bruno reports to Sofia.\n- Hana reports to Zoya.\n- Dmitri works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Bluepine Aviation was founded in 1978.\n- Bruno works for Summit Energy.\n- Dmitri reports to Amara.\n- Ravi reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Callum works for Cobalt Health.\n- Felix works for Fernhill Foods.\n- Pablo reports to Felix.\n- Aisha works for Cobalt Health.\n- Mara reports to Stefan.\n- Mei works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan reports to Nadia.\n- Callum reports to Anders.\n- Northwind Systems was founded in 1996.\n- Mei reports to Aisha.\n- Jonas works for Ironwood Manufacturing.\n- Tobias works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Jonas reports to Omar.\n- Aisha reports to Pablo.\n- Cobalt Health was founded in 1977.\n- Nadia reports to Callum.\n- Ironwood Manufacturing was founded in 1979.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Tobias reports to Jonas.\n- Cobalt Health is headquartered in Halifax.\n- Nadia works for Cobalt Health.\n- Anders reports to Mei.\n- Fernhill Foods is headquartered in Cork.\n- Anders works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2013.\n- Priya reports to Jonas.\n- Priya works for Helios Logistics.\n- Cedar Retail Group was founded in 1981.\n- Elena works for Cedar Retail Group.\n- Tessa reports to Ravi.\n- Jonas works for Helios Logistics.\n- Beacon Insurance is headquartered in Dunedin.\n- Ravi works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Austin.\n- Jonas reports to Dmitri.\n- Lattice Analytics is headquartered in Austin.\n- Elena reports to Priya.\n- Dmitri reports to Kenji.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Kenji reports to Tessa.\n- Kenji works for Lattice Analytics.\n- Wren works for Cedar Retail Group.\n- Ravi reports to Wren.\n- Beacon Insurance was founded in 1983.\n- Helios Logistics is headquartered in Austin.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21541", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Lucia reports to Mei.\n- Yuki works for Fernhill Foods.\n- Dmitri reports to Lucia.\n- Tobias reports to Dmitri.\n- Emeka works for Lattice Analytics.\n- Helios Logistics is headquartered in Porto.\n- Cedar Retail Group is headquartered in Porto.\n- Fernhill Foods was founded in 1991.\n- Lattice Analytics was founded in 2009.\n- Fernhill Foods is headquartered in Basel.\n- Tobias works for Lattice Analytics.\n- Lucia works for Helios Logistics.\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Kenji.\n- Helios Logistics was founded in 2014.\n- Mei works for Cedar Retail Group.\n- Kenji reports to Emeka.\n- Kenji works for Fernhill Foods.\n- Cedar Retail Group was founded in 1978.\n- Yuki reports to Priya.\n- Priya works for Helios Logistics.\n- Emeka reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21543", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21544", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21545", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21546", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21547", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21548", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21549", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21550", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 51497 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1994.\n- Callum works for Helios Logistics.\n- Beacon Insurance is headquartered in Halifax.\n- Chiara reports to Mateo.\n- Anders works for Helios Logistics.\n- Nadia reports to Dmitri.\n- Leila reports to Callum.\n- Elena works for Lattice Analytics.\n- Helios Logistics is headquartered in Bergen.\n- Lattice Analytics was founded in 2003.\n- Tessa reports to Sanne.\n- Summit Energy was founded in 2000.\n- Dmitri works for Summit Energy.\n- Leila works for Summit Energy.\n- Mateo reports to Tessa.\n- Callum reports to Anders.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Elena reports to Leila.\n- Summit Energy is headquartered in Bergen.\n- Mateo works for Summit Energy.\n- Omar reports to Viktor.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Sanne works for Beacon Insurance.\n- Viktor works for Lattice Analytics.\n- Anders reports to Chiara.\n- Tessa works for Lattice Analytics.\n- Nadia works for Helios Logistics.\n- Viktor reports to Nadia.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Yuki reports to Anders.\n- Tobias reports to Yuki.\n- Ravi works for Ironwood Manufacturing.\n- Callum reports to Bruno.\n- Cedar Retail Group was founded in 1982.\n- Tobias works for Cedar Retail Group.\n- Northwind Systems is headquartered in Nagoya.\n- Bruno reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Anders reports to Ravi.\n- Mara reports to Tobias.\n- Anders works for Cedar Retail Group.\n- Bruno works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Northwind Systems was founded in 1975.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Mara.\n- Mara works for Cedar Retail Group.\n- Beacon Insurance was founded in 2000.\n- Ironwood Manufacturing was founded in 1977.\n- Cedar Retail Group is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2013.\n- Yuki reports to Sofia.\n- Yuki works for Beacon Insurance.\n- Wren reports to Tessa.\n- Wren works for Pinnacle Software.\n- Zoya works for Beacon Insurance.\n- Pinnacle Software is headquartered in Tampere.\n- Priya reports to Dmitri.\n- Northwind Systems is headquartered in Nagoya.\n- Dmitri works for Helios Logistics.\n- Callum reports to Mei.\n- Omar reports to Yuki.\n- Tessa works for Helios Logistics.\n- Mei works for Pinnacle Software.\n- Helios Logistics was founded in 1975.\n- Beacon Insurance is headquartered in Adelaide.\n- Zoya reports to Callum.\n- Sofia works for Pinnacle Software.\n- Mei reports to Priya.\n- Helios Logistics is headquartered in Valencia.\n- Dmitri reports to Wren.\n- Beacon Insurance was founded in 2007.\n- Omar works for Helios Logistics.\n- Sofia reports to Zoya.\n- Northwind Systems was founded in 2015.\n- Priya works for Northwind Systems.\n- Callum works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21554", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 March 2023): For employees hired on or after 27 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6412: employee Leila M., hired 24 October 2019, separated 10 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-6412?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21555", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2015.\n- Beacon Insurance is headquartered in Basel.\n- Pablo reports to Sofia.\n- Ravi reports to Felix.\n- Priya reports to Leila.\n- Atlas Freight is headquartered in Nagoya.\n- Leila works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Callum works for Beacon Insurance.\n- Priya works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Ingrid reports to Callum.\n- Felix reports to Priya.\n- Lattice Analytics was founded in 1982.\n- Felix works for Ironwood Manufacturing.\n- Leila reports to Ingrid.\n- Lattice Analytics is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Atlas Freight was founded in 1986.\n- Ravi works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Sofia reports to Mei.\n- Beacon Insurance was founded in 1982.\n- Jonas works for Beacon Insurance.\n- Callum reports to Pablo.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21557", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21558", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2793: employee Omar R., hired 10 February 2020, separated 06 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2793?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21559", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Pinnacle Software.\n- Zoya reports to Kenji.\n- Priya reports to Jonas.\n- Deshawn reports to Callum.\n- Hana reports to Amara.\n- Pinnacle Software is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Nagoya.\n- Hana works for Vantage Air.\n- Jonas works for Lattice Analytics.\n- Vantage Air was founded in 1978.\n- Ingrid works for Pinnacle Software.\n- Amara reports to Ingrid.\n- Deshawn works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance was founded in 1997.\n- Pinnacle Software was founded in 1990.\n- Ingrid reports to Zoya.\n- Amara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Sofia reports to Hana.\n- Sofia works for Beacon Insurance.\n- Jonas reports to Deshawn.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics was founded in 1987.\n- Kenji works for Pinnacle Software.\n- Callum reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21561", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1587: employee Viktor S., hired 20 March 2020, separated 03 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1587?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21562", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "resets credentials", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Mara reports to Kenji.\n- Ingrid reports to Yuki.\n- Fernhill Foods is headquartered in Nagoya.\n- Anders works for Meridian Bank.\n- Yuki reports to Elena.\n- Elena reports to Zoya.\n- Meridian Bank is headquartered in Nagoya.\n- Vantage Air was founded in 1991.\n- Kenji works for Pinnacle Software.\n- Viktor works for Fernhill Foods.\n- Zoya works for Vantage Air.\n- Fernhill Foods was founded in 1979.\n- Viktor reports to Anders.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software was founded in 1978.\n- Mateo works for Vantage Air.\n- Pinnacle Software is headquartered in Brno.\n- Callum reports to Viktor.\n- Anders reports to Mara.\n- Ingrid works for Vantage Air.\n- Elena works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Mateo reports to Callum.\n- Meridian Bank was founded in 1982.\n- Zoya reports to Mateo.\n- Vantage Air is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21564", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "book_flight", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21565", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7756: employee Stefan M., hired 04 May 2021, separated 01 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7756?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Wren.\n- Deshawn works for Cedar Retail Group.\n- Callum reports to Dmitri.\n- Anders works for Cedar Retail Group.\n- Callum works for Beacon Insurance.\n- Summit Energy was founded in 1994.\n- Wren reports to Lucia.\n- Cedar Retail Group is headquartered in Oslo.\n- Viktor works for Helios Logistics.\n- Dmitri reports to Aisha.\n- Helios Logistics was founded in 1991.\n- Summit Energy is headquartered in Oslo.\n- Kenji reports to Felix.\n- Viktor reports to Anders.\n- Kenji works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Helios Logistics is headquartered in Halifax.\n- Beacon Insurance was founded in 1977.\n- Wren works for Summit Energy.\n- Anders reports to Callum.\n- Aisha reports to Kenji.\n- Aisha works for Beacon Insurance.\n- Cedar Retail Group was founded in 2013.\n- Dmitri works for Summit Energy.\n- Deshawn reports to Viktor.\n- Felix works for Cedar Retail Group.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21567", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "set_timer", "2": "set_alarm", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21568", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1990.\n- Pinnacle Software was founded in 1995.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance was founded in 1990.\n- Callum reports to Ravi.\n- Mateo reports to Lucia.\n- Bluepine Aviation is headquartered in Porto.\n- Leila reports to Kenji.\n- Mei reports to Leila.\n- Beacon Insurance is headquartered in Nagoya.\n- Mateo works for Bluepine Aviation.\n- Ravi works for Pinnacle Software.\n- Northwind Systems is headquartered in Lyon.\n- Anders works for Northwind Systems.\n- Zoya reports to Sanne.\n- Callum works for Beacon Insurance.\n- Northwind Systems was founded in 1990.\n- Anders reports to Mateo.\n- Sanne reports to Anders.\n- Sanne works for Bluepine Aviation.\n- Lucia reports to Mei.\n- Pinnacle Software is headquartered in Lyon.\n- Ravi reports to Zoya.\n- Mei works for Pinnacle Software.\n- Kenji works for Northwind Systems.\n- Lucia works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21570", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "control_lights", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Bergen.\n- Viktor reports to Deshawn.\n- Beacon Insurance was founded in 1996.\n- Yuki works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1979.\n- Viktor works for Summit Energy.\n- Cedar Retail Group was founded in 2013.\n- Cedar Retail Group is headquartered in Ghent.\n- Felix works for Summit Energy.\n- Wren reports to Tessa.\n- Felix reports to Pablo.\n- Pablo reports to Nadia.\n- Nadia reports to Yuki.\n- Deshawn works for Cedar Retail Group.\n- Wren works for Summit Energy.\n- Beacon Insurance is headquartered in Bergen.\n- Vantage Air was founded in 1985.\n- Deshawn reports to Wren.\n- Nadia works for Beacon Insurance.\n- Summit Energy is headquartered in Bergen.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21572", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21573", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 34547 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "exchange_item", "3": "report_damage", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Mara works for Crescent Telecom.\n- Northwind Systems was founded in 1984.\n- Tessa works for Atlas Freight.\n- Callum reports to Mateo.\n- Nadia works for Northwind Systems.\n- Nadia reports to Yuki.\n- Chiara works for Atlas Freight.\n- Tessa reports to Chiara.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Lucia.\n- Stefan works for Atlas Freight.\n- Yuki reports to Mara.\n- Mara reports to Tessa.\n- Northwind Systems is headquartered in Turku.\n- Lucia reports to Stefan.\n- Cedar Retail Group was founded in 1977.\n- Callum works for Northwind Systems.\n- Stefan reports to Pablo.\n- Pablo reports to Nadia.\n- Lucia works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Atlas Freight is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Lyon.\n- Atlas Freight was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21575", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21576", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "send_message", "3": "weather", "4": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21577", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 July 2025): For employees hired on or after 05 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2783: employee Callum K., hired 15 December 2021, separated 09 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2783?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Nadia reports to Hana.\n- Ravi works for Helios Logistics.\n- Ravi reports to Zoya.\n- Viktor reports to Leila.\n- Leila reports to Ravi.\n- Kenji works for Crescent Telecom.\n- Helios Logistics was founded in 2000.\n- Zoya works for Crescent Telecom.\n- Fernhill Foods is headquartered in Brno.\n- Crescent Telecom was founded in 1983.\n- Beacon Insurance was founded in 1983.\n- Nadia works for Fernhill Foods.\n- Tessa reports to Kenji.\n- Tessa works for Crescent Telecom.\n- Fernhill Foods was founded in 2010.\n- Zoya reports to Tessa.\n- Hana works for Beacon Insurance.\n- Helios Logistics is headquartered in Porto.\n- Crescent Telecom is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Porto.\n- Hana reports to Viktor.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "2003", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2005.\n- Elena works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Aisha reports to Ingrid.\n- Ravi reports to Viktor.\n- Beacon Insurance is headquartered in Ghent.\n- Pinnacle Software was founded in 1981.\n- Viktor reports to Deshawn.\n- Mateo works for Pinnacle Software.\n- Cobalt Health is headquartered in Tampere.\n- Cobalt Health was founded in 1992.\n- Viktor works for Pinnacle Software.\n- Ingrid reports to Amara.\n- Lucia works for Cobalt Health.\n- Elena reports to Ravi.\n- Ingrid works for Bluepine Aviation.\n- Lucia reports to Zoya.\n- Amara works for Cobalt Health.\n- Amara reports to Mateo.\n- Pinnacle Software is headquartered in Tampere.\n- Beacon Insurance was founded in 2000.\n- Ravi works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Mateo reports to Lucia.\n- Deshawn reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21580", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21581", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 73011\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Felix reports to Emeka.\n- Felix works for Ironwood Manufacturing.\n- Mara works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Beacon Insurance was founded in 1990.\n- Stefan works for Northwind Systems.\n- Nadia reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Viktor works for Bluepine Aviation.\n- Amara reports to Stefan.\n- Tessa works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Aisha reports to Felix.\n- Viktor reports to Tessa.\n- Leila reports to Lucia.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha works for Beacon Insurance.\n- Tessa reports to Leila.\n- Lucia reports to Pablo.\n- Emeka reports to Nadia.\n- Stefan reports to Aisha.\n- Ironwood Manufacturing was founded in 1979.\n- Amara works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Beacon Insurance is headquartered in Dunedin.\n- Lucia works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2013.\n- Pablo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mateo.\n- Beacon Insurance is headquartered in Basel.\n- Felix reports to Kenji.\n- Pablo works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Pinnacle Software is headquartered in Valencia.\n- Viktor works for Vantage Air.\n- Callum works for Pinnacle Software.\n- Jonas reports to Viktor.\n- Chiara reports to Pablo.\n- Pablo reports to Jonas.\n- Vantage Air was founded in 1989.\n- Mateo reports to Chiara.\n- Vantage Air is headquartered in Basel.\n- Kenji reports to Callum.\n- Aisha reports to Wren.\n- Felix works for Vantage Air.\n- Chiara works for Vantage Air.\n- Cedar Retail Group is headquartered in Tallinn.\n- Wren works for Beacon Insurance.\n- Cedar Retail Group was founded in 1991.\n- Wren reports to Felix.\n- Pinnacle Software was founded in 2001.\n- Kenji works for Vantage Air.\n- Beacon Insurance was founded in 1994.\n- Aisha works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21584", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 August 2025): For employees hired on or after 27 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9635: employee Stefan S., hired 22 April 2022, separated 28 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9635?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Deshawn reports to Sanne.\n- Deshawn works for Helios Logistics.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Tobias.\n- Yuki reports to Chiara.\n- Helios Logistics was founded in 1996.\n- Crescent Telecom is headquartered in Basel.\n- Felix works for Helios Logistics.\n- Tobias reports to Bruno.\n- Bluepine Aviation is headquartered in Turku.\n- Summit Energy was founded in 2013.\n- Bruno works for Bluepine Aviation.\n- Priya reports to Dmitri.\n- Yuki works for Crescent Telecom.\n- Priya works for Summit Energy.\n- Bluepine Aviation was founded in 2003.\n- Summit Energy is headquartered in Valencia.\n- Bruno reports to Deshawn.\n- Sanne works for Bluepine Aviation.\n- Helios Logistics is headquartered in Turku.\n- Chiara works for Crescent Telecom.\n- Tobias works for Helios Logistics.\n- Sanne reports to Callum.\n- Crescent Telecom was founded in 1979.\n- Chiara reports to Priya.\n- Callum reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21586", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 September 2022): For employees hired on or after 18 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2904: employee Deshawn M., hired 29 January 2019, separated 29 April 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2904?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21587", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-7816: employee Hana R., hired 27 April 2021, separated 29 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-7816?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-7816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21588", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21589", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21590", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3641: employee Aisha A., hired 28 February 2023, separated 13 September 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3641?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21591", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8882: employee Pablo A., hired 29 January 2024, separated 06 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8882?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21592", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1086: employee Mateo K., hired 16 April 2023, separated 23 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-1086 under the controlling rules.", "criteria": {"0": "$28,817", "1": "$7,150", "2": "$6,562", "3": "$6,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mateo.\n- Felix reports to Stefan.\n- Kenji works for Lattice Analytics.\n- Felix works for Northwind Systems.\n- Mateo reports to Wren.\n- Amara reports to Ravi.\n- Ravi reports to Kenji.\n- Northwind Systems was founded in 2012.\n- Elena works for Northwind Systems.\n- Pinnacle Software was founded in 2014.\n- Pinnacle Software is headquartered in Oslo.\n- Lattice Analytics is headquartered in Austin.\n- Mateo works for Ironwood Manufacturing.\n- Wren reports to Elena.\n- Amara works for Ironwood Manufacturing.\n- Elena reports to Amara.\n- Wren works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics was founded in 2002.\n- Callum works for Ironwood Manufacturing.\n- Viktor works for Pinnacle Software.\n- Stefan reports to Viktor.\n- Northwind Systems is headquartered in Oslo.\n- Viktor reports to Callum.\n- Ironwood Manufacturing was founded in 2009.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21594", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6775: employee Ingrid S., hired 10 October 2021, separated 10 July 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6775?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21595", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 July 2025): For employees hired on or after 06 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8558: employee Sofia K., hired 31 December 2021, separated 01 June 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8558?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Nadia works for Helios Logistics.\n- Stefan reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Yuki reports to Nadia.\n- Hana reports to Yuki.\n- Atlas Freight is headquartered in Tampere.\n- Pablo works for Atlas Freight.\n- Zoya reports to Aisha.\n- Helios Logistics was founded in 2003.\n- Anders works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Aisha reports to Stefan.\n- Bruno reports to Hana.\n- Northwind Systems was founded in 2007.\n- Cedar Retail Group is headquartered in Porto.\n- Hana works for Helios Logistics.\n- Atlas Freight was founded in 2010.\n- Jonas reports to Bruno.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia reports to Anders.\n- Jonas works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Elena reports to Lucia.\n- Elena works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Nadia reports to Zoya.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21597", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Adelaide.\n- Wren works for Beacon Insurance.\n- Tobias reports to Chiara.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Crescent Telecom was founded in 1988.\n- Wren reports to Dmitri.\n- Priya works for Crescent Telecom.\n- Summit Energy was founded in 2005.\n- Sanne reports to Tobias.\n- Dmitri works for Summit Energy.\n- Priya reports to Aisha.\n- Summit Energy is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Bruno works for Beacon Insurance.\n- Chiara reports to Wren.\n- Ravi reports to Priya.\n- Beacon Insurance was founded in 1990.\n- Bruno reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Aisha reports to Viktor.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Sanne.\n- Aisha works for Crescent Telecom.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21599", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Deshawn reports to Kenji.\n- Elena works for Cedar Retail Group.\n- Cobalt Health was founded in 2005.\n- Elena reports to Felix.\n- Tobias reports to Amara.\n- Sanne reports to Jonas.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Kenji reports to Hana.\n- Jonas works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Tessa reports to Deshawn.\n- Amara works for Beacon Insurance.\n- Jonas reports to Elena.\n- Beacon Insurance was founded in 1979.\n- Cedar Retail Group was founded in 2008.\n- Cedar Retail Group is headquartered in Halifax.\n- Deshawn works for Helios Logistics.\n- Hana works for Beacon Insurance.\n- Helios Logistics was founded in 2001.\n- Helios Logistics is headquartered in Basel.\n- Amara reports to Sanne.\n- Sanne works for Helios Logistics.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21601", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 31 May 2023): For employees hired on or after 31 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8698: employee Bruno T., hired 22 June 2020, separated 09 November 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8698?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mei reports to Dmitri.\n- Felix works for Helios Logistics.\n- Chiara reports to Omar.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Dmitri reports to Felix.\n- Hana works for Helios Logistics.\n- Chiara works for Ironwood Manufacturing.\n- Omar reports to Anders.\n- Anders reports to Leila.\n- Northwind Systems is headquartered in Nagoya.\n- Leila works for Cobalt Health.\n- Helios Logistics was founded in 2008.\n- Mateo reports to Hana.\n- Hana reports to Chiara.\n- Mei works for Northwind Systems.\n- Zoya reports to Mei.\n- Ironwood Manufacturing was founded in 2004.\n- Leila reports to Zoya.\n- Northwind Systems was founded in 2007.\n- Helios Logistics is headquartered in Basel.\n- Anders works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Mateo works for Northwind Systems.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Elena.\n- Northwind Systems was founded in 1993.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya works for Atlas Freight.\n- Vantage Air was founded in 1984.\n- Northwind Systems is headquartered in Dunedin.\n- Atlas Freight was founded in 1999.\n- Atlas Freight is headquartered in Lyon.\n- Elena works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Viktor works for Northwind Systems.\n- Felix reports to Chiara.\n- Elena reports to Amara.\n- Bruno reports to Viktor.\n- Tessa works for Ironwood Manufacturing.\n- Tobias reports to Felix.\n- Nadia reports to Mara.\n- Amara reports to Tessa.\n- Vantage Air is headquartered in Lyon.\n- Tessa reports to Tobias.\n- Nadia works for Vantage Air.\n- Chiara reports to Nadia.\n- Priya reports to Bruno.\n- Felix works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Tobias works for Atlas Freight.\n- Chiara works for Vantage Air.\n- Viktor reports to Zoya.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21604", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21605", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5187: employee Jonas K., hired 09 September 2023, separated 31 March 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5187?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-21606", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21607", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2428: employee Kenji M., hired 02 June 2022, separated 11 November 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2428?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Leila.\n- Pinnacle Software was founded in 1998.\n- Pablo works for Beacon Insurance.\n- Chiara works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Beacon Insurance is headquartered in Tallinn.\n- Yuki works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Pablo reports to Ravi.\n- Tobias works for Pinnacle Software.\n- Mei reports to Callum.\n- Atlas Freight was founded in 2008.\n- Felix reports to Dmitri.\n- Callum reports to Nadia.\n- Bluepine Aviation is headquartered in Valencia.\n- Leila reports to Mateo.\n- Chiara reports to Mei.\n- Atlas Freight is headquartered in Tampere.\n- Leila works for Beacon Insurance.\n- Pinnacle Software is headquartered in Dunedin.\n- Beacon Insurance was founded in 1985.\n- Ravi works for Atlas Freight.\n- Mateo reports to Yuki.\n- Yuki reports to Pablo.\n- Dmitri works for Atlas Freight.\n- Felix works for Bluepine Aviation.\n- Mei works for Atlas Freight.\n- Bluepine Aviation was founded in 2006.\n- Nadia reports to Tobias.\n- Dmitri reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21609", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21610", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Felix.\n- Beacon Insurance was founded in 1975.\n- Pinnacle Software was founded in 1979.\n- Beacon Insurance is headquartered in Austin.\n- Pablo works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Austin.\n- Jonas works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Meridian Bank was founded in 1989.\n- Bluepine Aviation was founded in 1985.\n- Mei works for Pinnacle Software.\n- Zoya reports to Mei.\n- Zoya works for Meridian Bank.\n- Nadia reports to Sofia.\n- Mei reports to Jonas.\n- Meridian Bank is headquartered in Austin.\n- Sofia works for Meridian Bank.\n- Stefan reports to Nadia.\n- Stefan works for Meridian Bank.\n- Nadia works for Beacon Insurance.\n- Pablo reports to Zoya.\n- Deshawn works for Meridian Bank.\n- Sofia reports to Deshawn.\n- Jonas reports to Stefan.\n- Felix reports to Pablo.\n- Pinnacle Software is headquartered in Austin.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21611", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9410: employee Mateo B., hired 02 September 2021, separated 28 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9410?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Cobalt Health was founded in 2004.\n- Lucia reports to Kenji.\n- Lucia works for Cobalt Health.\n- Omar reports to Jonas.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia reports to Viktor.\n- Anders reports to Felix.\n- Leila reports to Anders.\n- Jonas works for Northwind Systems.\n- Emeka reports to Leila.\n- Aisha reports to Nadia.\n- Wren works for Northwind Systems.\n- Cobalt Health is headquartered in Dunedin.\n- Kenji works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Pinnacle Software was founded in 1982.\n- Aisha works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Emeka works for Cedar Retail Group.\n- Viktor reports to Omar.\n- Cedar Retail Group is headquartered in Tallinn.\n- Felix works for Pinnacle Software.\n- Kenji reports to Aisha.\n- Wren reports to Emeka.\n- Northwind Systems was founded in 2008.\n- Cedar Retail Group was founded in 2003.\n- Northwind Systems is headquartered in Tallinn.\n- Omar works for Cedar Retail Group.\n- Felix reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21613", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1496: employee Kenji A., hired 30 September 2022, separated 04 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2026-1496 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$5,775", "2": "$7,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21614", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5638: employee Nadia K., hired 22 June 2021, separated 29 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5638?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21615", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5868: employee Anders S., hired 19 June 2022, separated 04 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-5868?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21616", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7398: employee Wren M., hired 28 January 2021, separated 05 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7398?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-21617", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 34354 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Mateo works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Summit Energy is headquartered in Nagoya.\n- Bruno works for Crescent Telecom.\n- Meridian Bank was founded in 1988.\n- Cobalt Health was founded in 1996.\n- Emeka works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Mei works for Summit Energy.\n- Emeka reports to Wren.\n- Viktor reports to Bruno.\n- Crescent Telecom is headquartered in Valencia.\n- Aisha reports to Emeka.\n- Hana reports to Anders.\n- Anders works for Summit Energy.\n- Kenji reports to Aisha.\n- Bruno reports to Kenji.\n- Viktor works for Crescent Telecom.\n- Anders reports to Mei.\n- Nadia reports to Pablo.\n- Wren works for Summit Energy.\n- Cobalt Health is headquartered in Nagoya.\n- Pablo reports to Viktor.\n- Wren reports to Mateo.\n- Hana works for Crescent Telecom.\n- Mei reports to Nadia.\n- Nadia works for Cobalt Health.\n- Summit Energy was founded in 2004.\n- Crescent Telecom was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21619", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_alarm", "2": "set_timer", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Omar.\n- Lattice Analytics is headquartered in Lyon.\n- Mei works for Meridian Bank.\n- Lattice Analytics was founded in 2001.\n- Felix works for Lattice Analytics.\n- Omar reports to Stefan.\n- Wren reports to Mei.\n- Stefan works for Lattice Analytics.\n- Pablo reports to Felix.\n- Chiara works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha reports to Emeka.\n- Chiara reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Felix reports to Aisha.\n- Wren works for Lattice Analytics.\n- Northwind Systems is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1999.\n- Kenji reports to Chiara.\n- Aisha works for Northwind Systems.\n- Mei reports to Kenji.\n- Emeka works for Northwind Systems.\n- Kenji works for Lattice Analytics.\n- Northwind Systems was founded in 2010.\n- Meridian Bank was founded in 1999.\n- Meridian Bank is headquartered in Porto.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21621", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 22 January 2023): For employees hired on or after 22 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7224: employee Kenji M., hired 13 June 2019, separated 26 December 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-7224?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21622", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3850: employee Emeka K., hired 14 January 2021, separated 15 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3850?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21623", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21624", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21625", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21626", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21627", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21628", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 21517 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cedar Retail Group.\n- Dmitri reports to Bruno.\n- Nadia reports to Mara.\n- Aisha reports to Lucia.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Malmo.\n- Dmitri works for Lattice Analytics.\n- Bruno reports to Tessa.\n- Callum works for Cedar Retail Group.\n- Callum reports to Nadia.\n- Tessa works for Summit Energy.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bruno works for Cedar Retail Group.\n- Summit Energy was founded in 1993.\n- Bluepine Aviation was founded in 1997.\n- Cedar Retail Group was founded in 2011.\n- Summit Energy is headquartered in Nagoya.\n- Mara reports to Dmitri.\n- Nadia works for Lattice Analytics.\n- Lucia reports to Callum.\n- Bluepine Aviation is headquartered in Bergen.\n- Lucia works for Cedar Retail Group.\n- Lattice Analytics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21630", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Mateo works for Fernhill Foods.\n- Ravi reports to Zoya.\n- Yuki reports to Sofia.\n- Bruno reports to Ravi.\n- Yuki works for Cobalt Health.\n- Chiara works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Beacon Insurance was founded in 2013.\n- Sofia reports to Tessa.\n- Fernhill Foods is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Porto.\n- Felix reports to Mateo.\n- Mara works for Cobalt Health.\n- Beacon Insurance is headquartered in Dunedin.\n- Fernhill Foods was founded in 1991.\n- Leila reports to Anders.\n- Ravi works for Fernhill Foods.\n- Felix works for Beacon Insurance.\n- Cobalt Health is headquartered in Dunedin.\n- Sofia works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Anders reports to Felix.\n- Lattice Analytics was founded in 1979.\n- Chiara reports to Bruno.\n- Zoya reports to Yuki.\n- Mateo reports to Chiara.\n- Cobalt Health was founded in 2011.\n- Tessa reports to Mara.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21632", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3961: employee Mateo A., hired 25 June 2023, separated 18 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3961?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Elena reports to Aisha.\n- Emeka reports to Chiara.\n- Pinnacle Software is headquartered in Adelaide.\n- Ingrid works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Northwind Systems was founded in 2008.\n- Leila reports to Pablo.\n- Tobias reports to Elena.\n- Omar reports to Leila.\n- Tobias works for Pinnacle Software.\n- Helios Logistics is headquartered in Nagoya.\n- Amara reports to Felix.\n- Emeka works for Helios Logistics.\n- Pinnacle Software was founded in 2005.\n- Helios Logistics was founded in 2005.\n- Ingrid reports to Omar.\n- Aisha reports to Amara.\n- Leila works for Helios Logistics.\n- Pablo reports to Stefan.\n- Omar works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Meridian Bank was founded in 2007.\n- Chiara reports to Ingrid.\n- Stefan reports to Tobias.\n- Northwind Systems is headquartered in Nagoya.\n- Amara works for Northwind Systems.\n- Stefan works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21634", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mateo.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Ingrid.\n- Bluepine Aviation is headquartered in Cork.\n- Ingrid works for Bluepine Aviation.\n- Hana reports to Tessa.\n- Ingrid reports to Viktor.\n- Zoya reports to Stefan.\n- Zoya works for Pinnacle Software.\n- Summit Energy was founded in 1983.\n- Tobias reports to Hana.\n- Pinnacle Software is headquartered in Cork.\n- Mei works for Summit Energy.\n- Mara reports to Zoya.\n- Mateo works for Lattice Analytics.\n- Mara works for Bluepine Aviation.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Hana works for Pinnacle Software.\n- Bluepine Aviation was founded in 1978.\n- Viktor reports to Tobias.\n- Tobias works for Lattice Analytics.\n- Tessa reports to Mei.\n- Lattice Analytics is headquartered in Malmo.\n- Summit Energy is headquartered in Cork.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21635", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Beacon Insurance is headquartered in Tampere.\n- Amara reports to Chiara.\n- Sofia reports to Jonas.\n- Chiara reports to Ravi.\n- Hana reports to Yuki.\n- Cobalt Health is headquartered in Tampere.\n- Hana works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tampere.\n- Sofia works for Bluepine Aviation.\n- Beacon Insurance was founded in 1987.\n- Ravi reports to Mara.\n- Yuki works for Cobalt Health.\n- Mara reports to Sofia.\n- Chiara works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Jonas works for Beacon Insurance.\n- Bluepine Aviation was founded in 2009.\n- Callum works for Cobalt Health.\n- Mateo works for Beacon Insurance.\n- Callum reports to Amara.\n- Cedar Retail Group was founded in 2009.\n- Yuki reports to Mateo.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ravi works for Beacon Insurance.\n- Jonas reports to Hana.\n- Cobalt Health was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21637", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21638", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2004.\n- Ironwood Manufacturing was founded in 2013.\n- Wren reports to Mara.\n- Ironwood Manufacturing is headquartered in Turku.\n- Pinnacle Software was founded in 1992.\n- Jonas works for Meridian Bank.\n- Viktor reports to Leila.\n- Bruno reports to Hana.\n- Jonas reports to Aisha.\n- Meridian Bank is headquartered in Oslo.\n- Northwind Systems was founded in 1986.\n- Aisha works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Omar reports to Bruno.\n- Aisha reports to Omar.\n- Hana works for Pinnacle Software.\n- Hana reports to Wren.\n- Leila reports to Amara.\n- Pinnacle Software is headquartered in Lyon.\n- Mara reports to Viktor.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Viktor works for Northwind Systems.\n- Mara works for Pinnacle Software.\n- Bruno works for Northwind Systems.\n- Leila works for Ironwood Manufacturing.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21640", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8499: employee Chiara K., hired 17 April 2020, separated 09 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8499?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21641", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Oslo.\n- Viktor reports to Amara.\n- Vantage Air is headquartered in Nagoya.\n- Bruno works for Northwind Systems.\n- Summit Energy was founded in 1983.\n- Tessa reports to Sanne.\n- Hana works for Vantage Air.\n- Callum works for Summit Energy.\n- Anders works for Vantage Air.\n- Ingrid reports to Bruno.\n- Sanne reports to Kenji.\n- Sofia works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Hana reports to Tessa.\n- Kenji works for Vantage Air.\n- Ironwood Manufacturing was founded in 2007.\n- Summit Energy is headquartered in Oslo.\n- Callum reports to Anders.\n- Sanne works for Northwind Systems.\n- Viktor works for Vantage Air.\n- Bruno reports to Jonas.\n- Amara works for Summit Energy.\n- Jonas reports to Viktor.\n- Vantage Air was founded in 2011.\n- Anders reports to Ingrid.\n- Kenji reports to Sofia.\n- Jonas works for Summit Energy.\n- Amara reports to Hana.\n- Ingrid works for Summit Energy.\n- Northwind Systems was founded in 1986.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21643", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21644", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6345: employee Lucia M., hired 16 August 2023, separated 07 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6345?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Leila.\n- Nadia reports to Emeka.\n- Lucia reports to Priya.\n- Crescent Telecom was founded in 2001.\n- Cobalt Health is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Vantage Air was founded in 2004.\n- Leila reports to Callum.\n- Priya works for Crescent Telecom.\n- Emeka works for Vantage Air.\n- Leila works for Vantage Air.\n- Sofia reports to Nadia.\n- Bluepine Aviation is headquartered in Porto.\n- Callum works for Cobalt Health.\n- Crescent Telecom is headquartered in Porto.\n- Nadia works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Callum reports to Sofia.\n- Cobalt Health was founded in 1990.\n- Priya reports to Chiara.\n- Lucia works for Vantage Air.\n- Sofia works for Vantage Air.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21646", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2482: employee Emeka M., hired 19 April 2021, separated 11 February 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2482?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21647", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4716: employee Leila B., hired 10 August 2023, separated 18 September 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4716?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Stefan reports to Jonas.\n- Pinnacle Software was founded in 1988.\n- Hana reports to Bruno.\n- Lattice Analytics was founded in 1995.\n- Mei reports to Stefan.\n- Mei works for Lattice Analytics.\n- Cobalt Health is headquartered in Cork.\n- Crescent Telecom is headquartered in Tallinn.\n- Leila reports to Mei.\n- Jonas reports to Mateo.\n- Mara works for Cobalt Health.\n- Crescent Telecom was founded in 2000.\n- Leila works for Cobalt Health.\n- Pablo reports to Hana.\n- Lattice Analytics is headquartered in Tallinn.\n- Hana works for Lattice Analytics.\n- Stefan works for Crescent Telecom.\n- Tessa works for Cobalt Health.\n- Bruno reports to Ravi.\n- Mateo reports to Pablo.\n- Anders works for Lattice Analytics.\n- Ravi reports to Mara.\n- Pinnacle Software is headquartered in Tampere.\n- Anders reports to Leila.\n- Tessa reports to Anders.\n- Bruno works for Crescent Telecom.\n- Cobalt Health was founded in 2004.\n- Ravi works for Lattice Analytics.\n- Jonas works for Pinnacle Software.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21649", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Nadia reports to Sanne.\n- Lattice Analytics is headquartered in Basel.\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Tallinn.\n- Tessa reports to Hana.\n- Nadia works for Meridian Bank.\n- Stefan reports to Nadia.\n- Bruno reports to Tobias.\n- Hana works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Callum reports to Leila.\n- Sanne reports to Callum.\n- Cedar Retail Group was founded in 2005.\n- Bruno works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Lattice Analytics was founded in 2009.\n- Anders reports to Bruno.\n- Meridian Bank was founded in 2013.\n- Tessa works for Beacon Insurance.\n- Hana reports to Anders.\n- Leila reports to Tessa.\n- Callum works for Cedar Retail Group.\n- Stefan works for Beacon Insurance.\n- Mateo reports to Kenji.\n- Kenji reports to Stefan.\n- Tobias works for Meridian Bank.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2008", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21650", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21651", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21652", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21653", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 61514, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21654", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1997.\n- Northwind Systems is headquartered in Dunedin.\n- Northwind Systems was founded in 1981.\n- Vantage Air was founded in 2011.\n- Sofia works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Tobias reports to Sofia.\n- Mei works for Northwind Systems.\n- Tobias works for Atlas Freight.\n- Pablo reports to Viktor.\n- Leila works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Mei reports to Leila.\n- Mateo reports to Pablo.\n- Atlas Freight is headquartered in Lyon.\n- Pablo works for Atlas Freight.\n- Helios Logistics was founded in 1984.\n- Sofia reports to Nadia.\n- Chiara reports to Mei.\n- Jonas reports to Chiara.\n- Vantage Air is headquartered in Lyon.\n- Leila reports to Tobias.\n- Helios Logistics is headquartered in Dunedin.\n- Viktor reports to Jonas.\n- Viktor works for Helios Logistics.\n- Chiara works for Northwind Systems.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21656", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21657", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21658", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21659", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7289: employee Amara R., hired 03 June 2022, separated 19 July 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-7289?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21660", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21661", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21662", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3343: employee Tessa M., hired 14 April 2023, separated 20 December 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3343?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21663", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4943: employee Jonas S., hired 05 June 2021, separated 15 September 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4943?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Zoya reports to Viktor.\n- Anders reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Emeka reports to Jonas.\n- Ravi reports to Amara.\n- Jonas works for Cedar Retail Group.\n- Tessa reports to Ingrid.\n- Beacon Insurance was founded in 2014.\n- Viktor reports to Deshawn.\n- Viktor works for Meridian Bank.\n- Jonas reports to Zoya.\n- Ingrid reports to Emeka.\n- Meridian Bank was founded in 2007.\n- Cedar Retail Group is headquartered in Brno.\n- Pablo works for Beacon Insurance.\n- Meridian Bank is headquartered in Brno.\n- Ingrid works for Cedar Retail Group.\n- Amara works for Beacon Insurance.\n- Cedar Retail Group was founded in 1984.\n- Anders works for Beacon Insurance.\n- Crescent Telecom was founded in 2004.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Amara reports to Pablo.\n- Deshawn works for Cedar Retail Group.\n- Pablo reports to Nadia.\n- Beacon Insurance is headquartered in Basel.\n- Nadia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21665", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21666", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9392: employee Ingrid M., hired 06 February 2022, separated 11 July 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-9392 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$3,600", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-21668", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21669", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Cobalt Health was founded in 1999.\n- Chiara reports to Pablo.\n- Northwind Systems is headquartered in Bergen.\n- Cobalt Health is headquartered in Austin.\n- Pablo works for Crescent Telecom.\n- Ingrid works for Summit Energy.\n- Priya reports to Zoya.\n- Crescent Telecom was founded in 2009.\n- Zoya reports to Chiara.\n- Northwind Systems was founded in 1990.\n- Priya works for Crescent Telecom.\n- Leila works for Summit Energy.\n- Emeka works for Northwind Systems.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy is headquartered in Cork.\n- Yuki reports to Emeka.\n- Ingrid reports to Priya.\n- Chiara works for Northwind Systems.\n- Leila reports to Yuki.\n- Pablo reports to Hana.\n- Summit Energy was founded in 1979.\n- Aisha works for Northwind Systems.\n- Hana works for Cobalt Health.\n- Hana reports to Leila.\n- Yuki works for Summit Energy.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21671", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8607: employee Sofia K., hired 01 March 2023, separated 16 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8607?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21672", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2789: employee Tobias M., hired 13 June 2022, separated 03 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2789?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21673", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "play_music", "3": "send_message", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21674", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 3329 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21675", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3465: employee Bruno S., hired 19 April 2023, separated 20 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3465?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21676", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21677", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5679: employee Nadia T., hired 30 May 2023, separated 15 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5679?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21678", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21679", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21680", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Nadia works for Cedar Retail Group.\n- Mateo works for Lattice Analytics.\n- Jonas reports to Viktor.\n- Lattice Analytics was founded in 2013.\n- Viktor works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Adelaide.\n- Priya works for Cedar Retail Group.\n- Atlas Freight is headquartered in Austin.\n- Cedar Retail Group was founded in 2012.\n- Chiara reports to Priya.\n- Nadia reports to Mei.\n- Chiara works for Cobalt Health.\n- Mei reports to Jonas.\n- Mara works for Cedar Retail Group.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 1989.\n- Mei works for Atlas Freight.\n- Pablo reports to Mateo.\n- Lucia reports to Dmitri.\n- Callum reports to Nadia.\n- Lucia works for Atlas Freight.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Mara reports to Pablo.\n- Viktor reports to Lucia.\n- Jonas works for Lattice Analytics.\n- Dmitri reports to Chiara.\n- Cobalt Health is headquartered in Adelaide.\n- Mateo reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21682", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4208: employee Priya A., hired 26 November 2020, separated 11 February 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4208?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21683", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21684", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 December 2024): For employees hired on or after 22 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5746: employee Dmitri M., hired 27 August 2023, separated 29 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5746?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom was founded in 1985.\n- Jonas reports to Emeka.\n- Stefan reports to Mei.\n- Mateo reports to Jonas.\n- Deshawn works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Wren reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Cedar Retail Group was founded in 1978.\n- Summit Energy is headquartered in Lyon.\n- Leila works for Cedar Retail Group.\n- Helios Logistics was founded in 2015.\n- Crescent Telecom is headquartered in Austin.\n- Deshawn reports to Leila.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Wren.\n- Wren works for Summit Energy.\n- Mei works for Summit Energy.\n- Leila reports to Mateo.\n- Nadia reports to Elena.\n- Mei reports to Deshawn.\n- Helios Logistics is headquartered in Austin.\n- Summit Energy was founded in 2014.\n- Jonas works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Elena works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21686", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3949: employee Sanne M., hired 22 October 2022, separated 18 September 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3949?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3949 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21687", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5525: employee Callum S., hired 17 July 2022, separated 06 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5525?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21688", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5676: employee Callum M., hired 12 June 2023, separated 17 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5676?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21689", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3136: employee Viktor R., hired 01 January 2024, separated 17 July 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-3136 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$2,625", "2": "$9,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21690", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1982.\n- Amara works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Pinnacle Software is headquartered in Turku.\n- Yuki works for Pinnacle Software.\n- Ingrid reports to Aisha.\n- Aisha works for Cobalt Health.\n- Aisha reports to Yuki.\n- Pinnacle Software was founded in 1988.\n- Kenji works for Cedar Retail Group.\n- Cobalt Health was founded in 1984.\n- Ingrid works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Cedar Retail Group is headquartered in Turku.\n- Bruno reports to Ingrid.\n- Hana reports to Callum.\n- Callum reports to Kenji.\n- Cobalt Health is headquartered in Dunedin.\n- Vantage Air is headquartered in Ghent.\n- Amara reports to Hana.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Kenji reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ingrid.\n- Tessa works for Beacon Insurance.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Jonas reports to Tessa.\n- Cobalt Health is headquartered in Adelaide.\n- Stefan works for Summit Energy.\n- Stefan reports to Chiara.\n- Mei reports to Mara.\n- Summit Energy was founded in 1989.\n- Pablo reports to Hana.\n- Mara works for Cobalt Health.\n- Beacon Insurance was founded in 2015.\n- Ingrid works for Beacon Insurance.\n- Sofia works for Helios Logistics.\n- Sofia reports to Deshawn.\n- Chiara reports to Amara.\n- Deshawn reports to Mei.\n- Tessa reports to Pablo.\n- Cobalt Health was founded in 2011.\n- Hana works for Beacon Insurance.\n- Summit Energy is headquartered in Cork.\n- Jonas works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Beacon Insurance is headquartered in Dunedin.\n- Pablo works for Beacon Insurance.\n- Amara reports to Sofia.\n- Ingrid reports to Stefan.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21693", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21694", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer", "4": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Yuki.\n- Ingrid reports to Nadia.\n- Elena reports to Ingrid.\n- Northwind Systems was founded in 1992.\n- Stefan works for Lattice Analytics.\n- Yuki reports to Viktor.\n- Chiara reports to Hana.\n- Hana works for Northwind Systems.\n- Viktor reports to Chiara.\n- Bluepine Aviation was founded in 1981.\n- Bluepine Aviation is headquartered in Tampere.\n- Hana reports to Stefan.\n- Ingrid works for Pinnacle Software.\n- Viktor works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Leeds.\n- Nadia works for Bluepine Aviation.\n- Pinnacle Software was founded in 2000.\n- Northwind Systems is headquartered in Tampere.\n- Elena works for Bluepine Aviation.\n- Chiara works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Lattice Analytics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21696", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21697", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21698", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Meridian Bank was founded in 1979.\n- Beacon Insurance is headquartered in Valencia.\n- Pablo reports to Mateo.\n- Mateo reports to Ravi.\n- Northwind Systems was founded in 1989.\n- Emeka works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Porto.\n- Felix reports to Emeka.\n- Amara works for Meridian Bank.\n- Jonas reports to Aisha.\n- Dmitri reports to Pablo.\n- Jonas works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Aisha reports to Amara.\n- Felix works for Northwind Systems.\n- Ravi reports to Lucia.\n- Wren reports to Felix.\n- Northwind Systems is headquartered in Dunedin.\n- Mateo works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Amara reports to Hana.\n- Meridian Bank is headquartered in Porto.\n- Aisha works for Meridian Bank.\n- Pablo works for Beacon Insurance.\n- Hana reports to Wren.\n- Beacon Insurance was founded in 2000.\n- Hana works for Meridian Bank.\n- Lucia reports to Jonas.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21699", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2344: employee Kenji B., hired 17 September 2019, separated 27 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2344?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-21700", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21701", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3226: employee Amara B., hired 30 April 2021, separated 28 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3226?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Deshawn.\n- Meridian Bank is headquartered in Cork.\n- Nadia works for Summit Energy.\n- Cedar Retail Group was founded in 1990.\n- Mateo reports to Tessa.\n- Bluepine Aviation was founded in 2005.\n- Anders works for Meridian Bank.\n- Ingrid reports to Kenji.\n- Anders reports to Nadia.\n- Summit Energy was founded in 2012.\n- Deshawn reports to Ingrid.\n- Mei works for Bluepine Aviation.\n- Mateo works for Summit Energy.\n- Kenji works for Meridian Bank.\n- Nadia reports to Mateo.\n- Bluepine Aviation is headquartered in Malmo.\n- Sanne works for Cedar Retail Group.\n- Tessa works for Meridian Bank.\n- Deshawn works for Bluepine Aviation.\n- Mei reports to Viktor.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa reports to Sanne.\n- Summit Energy is headquartered in Tampere.\n- Ingrid works for Summit Energy.\n- Meridian Bank was founded in 1994.\n- Kenji reports to Mei.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Stefan.\n- Jonas reports to Wren.\n- Deshawn works for Summit Energy.\n- Wren reports to Bruno.\n- Helios Logistics was founded in 2012.\n- Jonas works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Summit Energy is headquartered in Oslo.\n- Deshawn reports to Amara.\n- Beacon Insurance was founded in 1989.\n- Viktor works for Helios Logistics.\n- Leila reports to Jonas.\n- Wren works for Fernhill Foods.\n- Stefan works for Summit Energy.\n- Stefan reports to Leila.\n- Helios Logistics is headquartered in Adelaide.\n- Fernhill Foods was founded in 1996.\n- Amara reports to Viktor.\n- Bruno works for Summit Energy.\n- Amara works for Fernhill Foods.\n- Summit Energy was founded in 2001.\n- Beacon Insurance is headquartered in Lyon.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21704", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "file_claim", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Wren works for Cobalt Health.\n- Elena reports to Mateo.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 2014.\n- Mara works for Fernhill Foods.\n- Amara reports to Hana.\n- Hana reports to Nadia.\n- Amara works for Cobalt Health.\n- Beacon Insurance is headquartered in Brno.\n- Cobalt Health is headquartered in Leeds.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Nadia reports to Elena.\n- Chiara works for Beacon Insurance.\n- Bruno reports to Amara.\n- Chiara reports to Wren.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Yuki.\n- Mateo reports to Ingrid.\n- Yuki works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Yuki reports to Chiara.\n- Fernhill Foods was founded in 1995.\n- Summit Energy is headquartered in Lyon.\n- Hana works for Fernhill Foods.\n- Ingrid works for Beacon Insurance.\n- Wren reports to Bruno.\n- Summit Energy was founded in 2014.\n- Ingrid reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21706", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Mateo works for Helios Logistics.\n- Priya works for Atlas Freight.\n- Anders reports to Priya.\n- Yuki reports to Callum.\n- Northwind Systems was founded in 1998.\n- Callum reports to Jonas.\n- Anders works for Northwind Systems.\n- Atlas Freight is headquartered in Nagoya.\n- Helios Logistics is headquartered in Adelaide.\n- Amara works for Northwind Systems.\n- Priya reports to Mateo.\n- Mateo reports to Ravi.\n- Helios Logistics was founded in 1999.\n- Callum works for Vantage Air.\n- Amara reports to Anders.\n- Northwind Systems is headquartered in Cork.\n- Yuki works for Atlas Freight.\n- Ravi reports to Yuki.\n- Ravi works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Jonas works for Helios Logistics.\n- Vantage Air was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Omar reports to Hana.\n- Cobalt Health was founded in 1976.\n- Tessa works for Crescent Telecom.\n- Elena reports to Tessa.\n- Meridian Bank was founded in 1991.\n- Hana reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Chiara reports to Zoya.\n- Zoya works for Cobalt Health.\n- Fernhill Foods was founded in 2006.\n- Elena works for Crescent Telecom.\n- Deshawn works for Cobalt Health.\n- Tessa reports to Chiara.\n- Kenji reports to Omar.\n- Emeka reports to Elena.\n- Zoya reports to Kenji.\n- Fernhill Foods is headquartered in Halifax.\n- Crescent Telecom was founded in 1981.\n- Kenji works for Cobalt Health.\n- Meridian Bank is headquartered in Dunedin.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Deshawn reports to Nadia.\n- Omar works for Crescent Telecom.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21709", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21710", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7378: employee Tobias T., hired 10 January 2022, separated 05 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7378?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21711", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21712", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "request_leave", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Mateo works for Pinnacle Software.\n- Aisha works for Northwind Systems.\n- Emeka reports to Stefan.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software was founded in 1988.\n- Northwind Systems was founded in 2012.\n- Dmitri reports to Ingrid.\n- Crescent Telecom was founded in 2014.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha reports to Tobias.\n- Amara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Pablo reports to Mateo.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom is headquartered in Dunedin.\n- Emeka works for Northwind Systems.\n- Wren reports to Amara.\n- Dmitri works for Crescent Telecom.\n- Mateo reports to Dmitri.\n- Stefan works for Northwind Systems.\n- Tobias reports to Emeka.\n- Tobias works for Northwind Systems.\n- Fernhill Foods was founded in 1980.\n- Stefan reports to Pablo.\n- Pablo works for Crescent Telecom.\n- Amara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21714", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21715", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21717", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5493: employee Felix A., hired 25 August 2022, separated 01 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5493?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21718", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5067: employee Tessa B., hired 05 August 2022, separated 06 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5067?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21719", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 May 2025): For employees hired on or after 14 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4199: employee Omar S., hired 27 July 2024, separated 19 September 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4199?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Nadia works for Summit Energy.\n- Amara works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Viktor reports to Ravi.\n- Hana reports to Tobias.\n- Summit Energy was founded in 2006.\n- Leila reports to Nadia.\n- Northwind Systems is headquartered in Lyon.\n- Hana works for Helios Logistics.\n- Ravi reports to Anders.\n- Felix reports to Amara.\n- Viktor works for Helios Logistics.\n- Tobias works for Northwind Systems.\n- Meridian Bank was founded in 1978.\n- Northwind Systems was founded in 2003.\n- Tobias reports to Felix.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 2001.\n- Elena reports to Hana.\n- Anders works for Northwind Systems.\n- Ingrid works for Meridian Bank.\n- Anders reports to Ingrid.\n- Meridian Bank is headquartered in Lyon.\n- Callum works for Helios Logistics.\n- Summit Energy is headquartered in Bergen.\n- Callum reports to Leila.\n- Felix works for Summit Energy.\n- Nadia reports to Viktor.\n- Ingrid reports to Elena.\n- Leila works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Adelaide.\n- Mara reports to Tobias.\n- Beacon Insurance was founded in 1986.\n- Emeka reports to Amara.\n- Wren reports to Sanne.\n- Elena works for Crescent Telecom.\n- Viktor reports to Wren.\n- Stefan reports to Elena.\n- Tessa works for Cobalt Health.\n- Amara works for Beacon Insurance.\n- Hana works for Cobalt Health.\n- Elena reports to Dmitri.\n- Beacon Insurance is headquartered in Adelaide.\n- Hana reports to Emeka.\n- Sanne works for Ironwood Manufacturing.\n- Emeka works for Beacon Insurance.\n- Dmitri reports to Tessa.\n- Tobias reports to Stefan.\n- Cobalt Health is headquartered in Adelaide.\n- Crescent Telecom was founded in 2003.\n- Cobalt Health was founded in 1985.\n- Dmitri works for Crescent Telecom.\n- Viktor works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1997.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Tobias works for Crescent Telecom.\n- Wren works for Ironwood Manufacturing.\n- Sanne reports to Hana.\n- Tessa reports to Viktor.\n- Mara works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21722", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2143: employee Dmitri R., hired 06 June 2022, separated 24 June 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2143?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21723", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7281: employee Stefan M., hired 16 October 2022, separated 06 June 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-7281 under the controlling rules.", "criteria": {"0": "$10,000", "1": "$8,000", "2": "$7,800", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21724", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 84189 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21725", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21726", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 September 2025): For employees hired on or after 18 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1404: employee Felix A., hired 13 February 2022, separated 25 March 2027 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-1404 under the controlling rules.", "criteria": {"0": "$110,933", "1": "$27,600", "2": "$25,600", "3": "$25,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Pinnacle Software was founded in 2012.\n- Deshawn works for Atlas Freight.\n- Tobias reports to Tessa.\n- Mei works for Helios Logistics.\n- Omar reports to Mei.\n- Ravi works for Helios Logistics.\n- Mei reports to Anders.\n- Helios Logistics was founded in 1990.\n- Ironwood Manufacturing was founded in 1985.\n- Helios Logistics is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn reports to Omar.\n- Anders reports to Jonas.\n- Jonas reports to Yuki.\n- Anders works for Helios Logistics.\n- Sofia works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Omar works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2003.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tessa reports to Ravi.\n- Pinnacle Software is headquartered in Tallinn.\n- Ravi reports to Deshawn.\n- Tobias works for Pinnacle Software.\n- Yuki reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Omar reports to Hana.\n- Dmitri reports to Yuki.\n- Mateo reports to Dmitri.\n- Atlas Freight was founded in 1978.\n- Jonas works for Northwind Systems.\n- Jonas reports to Omar.\n- Northwind Systems is headquartered in Austin.\n- Beacon Insurance was founded in 1975.\n- Felix reports to Amara.\n- Amara reports to Jonas.\n- Hana reports to Mateo.\n- Mateo works for Northwind Systems.\n- Cedar Retail Group was founded in 2013.\n- Omar works for Northwind Systems.\n- Atlas Freight is headquartered in Valencia.\n- Beacon Insurance is headquartered in Austin.\n- Felix works for Atlas Freight.\n- Amara works for Cedar Retail Group.\n- Northwind Systems was founded in 1977.\n- Deshawn works for Northwind Systems.\n- Yuki works for Beacon Insurance.\n- Deshawn reports to Felix.\n- Dmitri works for Atlas Freight.\n- Viktor works for Cedar Retail Group.\n- Yuki reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21729", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21730", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21731", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21732", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4276: employee Chiara R., hired 06 April 2022, separated 09 September 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2026-4276 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$8,000", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21733", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21734", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7900: employee Tessa B., hired 25 August 2022, separated 27 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7900?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Atlas Freight.\n- Beacon Insurance is headquartered in Turku.\n- Emeka works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Ingrid reports to Sanne.\n- Jonas works for Beacon Insurance.\n- Vantage Air was founded in 1988.\n- Ingrid works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Elena works for Helios Logistics.\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight is headquartered in Malmo.\n- Deshawn works for Helios Logistics.\n- Stefan reports to Elena.\n- Beacon Insurance was founded in 1978.\n- Helios Logistics was founded in 1990.\n- Mateo reports to Jonas.\n- Aisha works for Beacon Insurance.\n- Jonas reports to Mei.\n- Sanne reports to Aisha.\n- Elena reports to Ingrid.\n- Atlas Freight was founded in 2012.\n- Viktor works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Helios Logistics is headquartered in Turku.\n- Aisha reports to Mateo.\n- Deshawn reports to Viktor.\n- Mei reports to Emeka.\n- Emeka reports to Deshawn.\n- Mei works for Helios Logistics.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21736", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Vantage Air is headquartered in Cork.\n- Callum works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Anders reports to Lucia.\n- Sanne reports to Elena.\n- Mara reports to Anders.\n- Mara works for Fernhill Foods.\n- Lucia reports to Callum.\n- Fernhill Foods is headquartered in Tampere.\n- Zoya reports to Deshawn.\n- Helios Logistics was founded in 2004.\n- Fernhill Foods was founded in 1982.\n- Vantage Air was founded in 1989.\n- Zoya works for Vantage Air.\n- Deshawn works for Helios Logistics.\n- Callum reports to Sanne.\n- Anders works for Vantage Air.\n- Elena reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21738", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-3 (VERSION 3, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 14 August 2022): For employees hired on or after 14 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7920: employee Tessa K., hired 29 December 2019, separated 14 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-7920 under the controlling rules.", "criteria": {"0": "$14,200", "1": "$12,300", "2": "$12,200", "3": "$52,867"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21739", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21740", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1731: employee Tobias S., hired 22 May 2021, separated 29 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1731?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21741", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7708: employee Chiara B., hired 25 April 2022, separated 05 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7708?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21742", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 October 2025): For employees hired on or after 02 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7235: employee Sofia S., hired 11 January 2023, separated 31 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7235?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21743", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21744", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21745", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6264: employee Kenji S., hired 04 August 2022, separated 12 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6264?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Deshawn.\n- Callum reports to Priya.\n- Stefan reports to Tobias.\n- Beacon Insurance was founded in 1975.\n- Deshawn reports to Jonas.\n- Lucia reports to Stefan.\n- Beacon Insurance is headquartered in Dunedin.\n- Atlas Freight was founded in 1989.\n- Jonas works for Atlas Freight.\n- Pablo works for Pinnacle Software.\n- Atlas Freight is headquartered in Nagoya.\n- Stefan works for Fernhill Foods.\n- Deshawn works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Pinnacle Software was founded in 1992.\n- Lucia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Tobias works for Beacon Insurance.\n- Priya reports to Lucia.\n- Fernhill Foods was founded in 1993.\n- Priya works for Atlas Freight.\n- Tobias reports to Pablo.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21747", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Helios Logistics was founded in 2005.\n- Hana works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Basel.\n- Tessa reports to Ravi.\n- Yuki works for Ironwood Manufacturing.\n- Zoya reports to Tessa.\n- Tessa works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1975.\n- Chiara works for Helios Logistics.\n- Yuki reports to Amara.\n- Amara works for Helios Logistics.\n- Lucia reports to Nadia.\n- Nadia reports to Hana.\n- Nadia works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Basel.\n- Northwind Systems was founded in 1980.\n- Ravi reports to Yuki.\n- Jonas reports to Zoya.\n- Stefan works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Stefan reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Omar reports to Jonas.\n- Ironwood Manufacturing was founded in 1991.\n- Chiara reports to Lucia.\n- Amara reports to Stefan.\n- Helios Logistics is headquartered in Basel.\n- Ravi works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21749", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21750", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7580: employee Bruno S., hired 07 November 2020, separated 21 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7580?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21751", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Basel.\n- Helios Logistics was founded in 1981.\n- Dmitri reports to Ravi.\n- Nadia works for Meridian Bank.\n- Pablo reports to Anders.\n- Cobalt Health was founded in 1995.\n- Pablo works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2000.\n- Aisha reports to Mei.\n- Ravi reports to Chiara.\n- Dmitri works for Ironwood Manufacturing.\n- Emeka reports to Pablo.\n- Meridian Bank was founded in 2007.\n- Emeka works for Meridian Bank.\n- Mei reports to Nadia.\n- Callum reports to Emeka.\n- Chiara reports to Aisha.\n- Meridian Bank is headquartered in Valencia.\n- Anders reports to Dmitri.\n- Anders works for Meridian Bank.\n- Cobalt Health is headquartered in Cork.\n- Callum works for Meridian Bank.\n- Aisha works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Valencia.\n- Ravi works for Ironwood Manufacturing.\n- Chiara works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21753", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 December 2022): For employees hired on or after 19 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5393: employee Mei M., hired 09 April 2020, separated 10 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5393?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2005.\n- Emeka reports to Jonas.\n- Priya reports to Leila.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Leila reports to Pablo.\n- Zoya works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Anders reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Summit Energy is headquartered in Tampere.\n- Bluepine Aviation was founded in 1986.\n- Amara reports to Anders.\n- Priya works for Helios Logistics.\n- Bluepine Aviation is headquartered in Halifax.\n- Helios Logistics is headquartered in Tampere.\n- Northwind Systems is headquartered in Halifax.\n- Emeka works for Northwind Systems.\n- Pablo reports to Zoya.\n- Amara works for Bluepine Aviation.\n- Jonas works for Helios Logistics.\n- Summit Energy was founded in 1990.\n- Jonas reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21755", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21756", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2134: employee Wren K., hired 20 August 2022, separated 25 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2134?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21757", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21758", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1990.\n- Amara works for Ironwood Manufacturing.\n- Sofia works for Bluepine Aviation.\n- Cobalt Health was founded in 1999.\n- Mei reports to Amara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Zoya works for Bluepine Aviation.\n- Aisha reports to Yuki.\n- Stefan reports to Omar.\n- Bluepine Aviation was founded in 1987.\n- Amara reports to Sofia.\n- Sofia reports to Stefan.\n- Zoya reports to Aisha.\n- Omar works for Cobalt Health.\n- Yuki reports to Mei.\n- Cobalt Health is headquartered in Porto.\n- Beacon Insurance was founded in 1983.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21760", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21761", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Sanne.\n- Beacon Insurance is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.\n- Sanne works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Callum reports to Chiara.\n- Wren reports to Ingrid.\n- Anders reports to Jonas.\n- Mateo works for Vantage Air.\n- Cedar Retail Group was founded in 1990.\n- Fernhill Foods was founded in 1997.\n- Elena reports to Ravi.\n- Sanne reports to Elena.\n- Jonas works for Vantage Air.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Anders.\n- Elena works for Beacon Insurance.\n- Bruno reports to Callum.\n- Cedar Retail Group is headquartered in Dunedin.\n- Wren works for Vantage Air.\n- Mateo reports to Bruno.\n- Anders works for Beacon Insurance.\n- Ravi reports to Wren.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila works for Vantage Air.\n- Callum works for Fernhill Foods.\n- Ravi works for Vantage Air.\n- Bruno works for Vantage Air.\n- Leila reports to Mateo.\n- Vantage Air was founded in 2006.\n- Beacon Insurance was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Mateo works for Fernhill Foods.\n- Lucia reports to Sanne.\n- Nadia works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Summit Energy was founded in 1976.\n- Helios Logistics is headquartered in Halifax.\n- Lucia works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Priya reports to Mateo.\n- Northwind Systems is headquartered in Valencia.\n- Fernhill Foods is headquartered in Halifax.\n- Wren reports to Lucia.\n- Dmitri reports to Priya.\n- Bruno reports to Tobias.\n- Fernhill Foods was founded in 2012.\n- Felix reports to Dmitri.\n- Tobias works for Fernhill Foods.\n- Northwind Systems was founded in 1993.\n- Wren works for Northwind Systems.\n- Nadia reports to Wren.\n- Tobias reports to Nadia.\n- Mateo reports to Bruno.\n- Priya works for Summit Energy.\n- Helios Logistics was founded in 1991.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Yuki.\n- Beacon Insurance is headquartered in Turku.\n- Helios Logistics was founded in 1991.\n- Mara reports to Pablo.\n- Leila works for Bluepine Aviation.\n- Hana works for Helios Logistics.\n- Beacon Insurance was founded in 2009.\n- Pablo works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Lucia works for Bluepine Aviation.\n- Mara works for Beacon Insurance.\n- Lucia reports to Hana.\n- Leila reports to Wren.\n- Helios Logistics is headquartered in Ghent.\n- Wren works for Northwind Systems.\n- Wren reports to Lucia.\n- Yuki reports to Tobias.\n- Northwind Systems was founded in 1989.\n- Bluepine Aviation was founded in 2011.\n- Tobias reports to Leila.\n- Bluepine Aviation is headquartered in Turku.\n- Northwind Systems is headquartered in Basel.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tallinn.\n- Anders works for Fernhill Foods.\n- Cobalt Health was founded in 1976.\n- Fernhill Foods was founded in 2008.\n- Atlas Freight was founded in 2008.\n- Ingrid works for Pinnacle Software.\n- Dmitri reports to Hana.\n- Fernhill Foods is headquartered in Dunedin.\n- Jonas reports to Dmitri.\n- Deshawn works for Fernhill Foods.\n- Felix reports to Sofia.\n- Aisha works for Fernhill Foods.\n- Ingrid reports to Jonas.\n- Wren works for Pinnacle Software.\n- Aisha reports to Anders.\n- Hana reports to Deshawn.\n- Pinnacle Software was founded in 1994.\n- Atlas Freight is headquartered in Tallinn.\n- Wren reports to Ingrid.\n- Dmitri works for Pinnacle Software.\n- Sofia reports to Wren.\n- Felix works for Fernhill Foods.\n- Sofia works for Atlas Freight.\n- Deshawn reports to Aisha.\n- Hana works for Cobalt Health.\n- Pinnacle Software is headquartered in Dunedin.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Elena.\n- Tobias reports to Priya.\n- Aisha reports to Viktor.\n- Elena works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Bluepine Aviation was founded in 1985.\n- Felix reports to Mateo.\n- Vantage Air is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Tessa.\n- Bluepine Aviation is headquartered in Adelaide.\n- Omar reports to Aisha.\n- Omar works for Vantage Air.\n- Summit Energy is headquartered in Turku.\n- Crescent Telecom was founded in 2010.\n- Elena reports to Tobias.\n- Summit Energy was founded in 1985.\n- Aisha works for Vantage Air.\n- Amara works for Bluepine Aviation.\n- Vantage Air was founded in 1980.\n- Priya works for Crescent Telecom.\n- Amara reports to Felix.\n- Crescent Telecom is headquartered in Adelaide.\n- Viktor works for Vantage Air.\n- Tessa works for Crescent Telecom.\n- Priya reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Anders.\n- Hana reports to Amara.\n- Amara reports to Mateo.\n- Amara works for Northwind Systems.\n- Tessa works for Fernhill Foods.\n- Anders reports to Felix.\n- Felix works for Northwind Systems.\n- Pablo reports to Tessa.\n- Anders works for Meridian Bank.\n- Fernhill Foods was founded in 1990.\n- Mateo reports to Emeka.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo works for Northwind Systems.\n- Cedar Retail Group was founded in 2009.\n- Yuki reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Tessa reports to Sanne.\n- Northwind Systems was founded in 1999.\n- Emeka reports to Pablo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Pablo works for Meridian Bank.\n- Northwind Systems is headquartered in Basel.\n- Yuki works for Northwind Systems.\n- Mei works for Cedar Retail Group.\n- Meridian Bank was founded in 2007.\n- Hana works for Meridian Bank.\n- Lucia reports to Hana.\n- Felix reports to Mei.\n- Sanne works for Meridian Bank.\n- Fernhill Foods is headquartered in Basel.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21768", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21769", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 November 2022): For employees hired on or after 29 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7920: employee Aisha A., hired 21 March 2019, separated 14 March 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7920?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21770", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5046: employee Elena T., hired 16 May 2024, separated 21 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5046?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21771", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1043: employee Dmitri R., hired 27 October 2024, separated 22 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1043?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1043 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21772", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21773", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Mateo works for Summit Energy.\n- Atlas Freight was founded in 2011.\n- Mateo reports to Emeka.\n- Yuki works for Bluepine Aviation.\n- Helios Logistics was founded in 1991.\n- Tessa works for Atlas Freight.\n- Summit Energy was founded in 1998.\n- Yuki reports to Ravi.\n- Emeka works for Helios Logistics.\n- Tessa reports to Callum.\n- Callum reports to Felix.\n- Callum works for Atlas Freight.\n- Ravi works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Felix reports to Mateo.\n- Bluepine Aviation was founded in 2005.\n- Summit Energy is headquartered in Porto.\n- Atlas Freight is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Adelaide.\n- Felix works for Summit Energy.\n- Emeka reports to Chiara.\n- Chiara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Callum reports to Yuki.\n- Atlas Freight was founded in 2014.\n- Priya reports to Dmitri.\n- Bluepine Aviation was founded in 1998.\n- Bluepine Aviation is headquartered in Valencia.\n- Atlas Freight is headquartered in Tallinn.\n- Zoya reports to Tessa.\n- Crescent Telecom was founded in 1990.\n- Zoya works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Yuki reports to Deshawn.\n- Deshawn reports to Zoya.\n- Beacon Insurance was founded in 2013.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Dmitri reports to Sanne.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21776", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2297: employee Hana A., hired 16 November 2022, separated 09 October 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-2297 under the controlling rules.", "criteria": {"0": "$36,400", "1": "$8,400", "2": "$8,312", "3": "$8,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1989.\n- Yuki works for Atlas Freight.\n- Nadia reports to Jonas.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Mei works for Beacon Insurance.\n- Mara works for Atlas Freight.\n- Mei reports to Nadia.\n- Zoya works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Jonas reports to Zoya.\n- Elena works for Fernhill Foods.\n- Mara reports to Aisha.\n- Elena reports to Mara.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Zoya reports to Omar.\n- Beacon Insurance was founded in 2002.\n- Bruno reports to Mei.\n- Atlas Freight was founded in 1997.\n- Beacon Insurance is headquartered in Porto.\n- Aisha reports to Bruno.\n- Omar works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Crescent Telecom was founded in 1979.\n- Omar reports to Yuki.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Stefan reports to Tobias.\n- Tobias reports to Lucia.\n- Meridian Bank was founded in 1992.\n- Ingrid reports to Ravi.\n- Ingrid works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Deshawn reports to Elena.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Ravi works for Vantage Air.\n- Summit Energy was founded in 2010.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Lucia works for Meridian Bank.\n- Vantage Air is headquartered in Turku.\n- Kenji reports to Ingrid.\n- Vantage Air was founded in 1988.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Lucia reports to Deshawn.\n- Ravi reports to Stefan.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21779", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21780", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8645: employee Jonas A., hired 25 June 2021, separated 31 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2026-8645 under the controlling rules.", "criteria": {"0": "$13,650", "1": "$13,150", "2": "$13,562", "3": "$59,150"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21781", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5634: employee Ingrid T., hired 21 August 2021, separated 26 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5634?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2000.\n- Ingrid reports to Emeka.\n- Wren works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Kenji reports to Hana.\n- Callum reports to Tobias.\n- Kenji works for Northwind Systems.\n- Viktor reports to Bruno.\n- Cobalt Health is headquartered in Tallinn.\n- Lattice Analytics was founded in 2015.\n- Bruno works for Cobalt Health.\n- Fernhill Foods is headquartered in Nagoya.\n- Emeka works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Mara works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Cobalt Health was founded in 1983.\n- Northwind Systems is headquartered in Nagoya.\n- Callum works for Northwind Systems.\n- Jonas reports to Anders.\n- Anders reports to Mara.\n- Tobias reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Hana reports to Ingrid.\n- Hana works for Lattice Analytics.\n- Bruno reports to Wren.\n- Wren reports to Kenji.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Callum.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Tobias.\n- Felix reports to Lucia.\n- Ravi reports to Kenji.\n- Lucia works for Summit Energy.\n- Beacon Insurance was founded in 1988.\n- Lucia reports to Chiara.\n- Priya works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Ravi works for Atlas Freight.\n- Amara works for Beacon Insurance.\n- Hana reports to Stefan.\n- Kenji reports to Sofia.\n- Chiara reports to Ravi.\n- Dmitri works for Summit Energy.\n- Felix works for Beacon Insurance.\n- Summit Energy is headquartered in Halifax.\n- Beacon Insurance is headquartered in Turku.\n- Pinnacle Software was founded in 2000.\n- Stefan reports to Amara.\n- Kenji works for Summit Energy.\n- Sofia works for Pinnacle Software.\n- Atlas Freight was founded in 1998.\n- Hana works for Beacon Insurance.\n- Atlas Freight is headquartered in Lyon.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Stefan works for Beacon Insurance.\n- Tobias reports to Hana.\n- Amara reports to Priya.\n- Summit Energy was founded in 2004.\n- Dmitri reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21784", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21785", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5205: employee Amara R., hired 30 August 2020, separated 14 November 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5205?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21786", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21787", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21788", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 14651, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Tobias works for Meridian Bank.\n- Felix reports to Dmitri.\n- Summit Energy was founded in 2007.\n- Dmitri works for Vantage Air.\n- Tobias reports to Lucia.\n- Callum works for Vantage Air.\n- Pablo works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Lucia works for Helios Logistics.\n- Meridian Bank is headquartered in Halifax.\n- Callum reports to Sofia.\n- Felix works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Leila reports to Callum.\n- Ingrid reports to Tobias.\n- Sofia reports to Felix.\n- Mara reports to Wren.\n- Helios Logistics is headquartered in Nagoya.\n- Wren reports to Deshawn.\n- Helios Logistics was founded in 2014.\n- Ingrid works for Vantage Air.\n- Leila works for Summit Energy.\n- Vantage Air was founded in 1999.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Meridian Bank was founded in 1994.\n- Lucia reports to Mara.\n- Mara works for Summit Energy.\n- Deshawn reports to Pablo.\n- Dmitri reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21790", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2656: employee Mateo B., hired 21 November 2020, separated 03 December 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2656?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21791", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 75750 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Mara reports to Stefan.\n- Cobalt Health is headquartered in Brno.\n- Helios Logistics is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Sanne reports to Hana.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1977.\n- Ingrid works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 1995.\n- Zoya reports to Mara.\n- Crescent Telecom is headquartered in Oslo.\n- Zoya works for Crescent Telecom.\n- Leila reports to Ingrid.\n- Beacon Insurance was founded in 1999.\n- Anders reports to Sanne.\n- Felix reports to Zoya.\n- Omar works for Crescent Telecom.\n- Beacon Insurance is headquartered in Brno.\n- Omar reports to Anders.\n- Stefan reports to Leila.\n- Anders works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Ingrid reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21793", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21794", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2604: employee Ravi S., hired 10 July 2020, separated 30 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2604?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21795", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21796", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21797", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21798", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7809: employee Omar S., hired 07 August 2020, separated 22 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7809?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21799", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4709: employee Chiara S., hired 19 November 2023, separated 05 February 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2025-4709 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$40,000", "2": "$9,231", "3": "$2,769"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21800", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21801", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 3, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3340: employee Ingrid T., hired 09 May 2023, separated 06 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-3340 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,750", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3340 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Yuki reports to Bruno.\n- Tobias works for Pinnacle Software.\n- Beacon Insurance is headquartered in Brno.\n- Ingrid reports to Jonas.\n- Bruno works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Callum works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Hana reports to Omar.\n- Yuki works for Pinnacle Software.\n- Stefan reports to Tobias.\n- Stefan works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Pablo works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Tobias reports to Yuki.\n- Jonas reports to Zoya.\n- Meridian Bank was founded in 1982.\n- Pablo reports to Hana.\n- Zoya reports to Stefan.\n- Cedar Retail Group was founded in 1983.\n- Ingrid works for Beacon Insurance.\n- Callum reports to Mateo.\n- Pinnacle Software was founded in 1994.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo reports to Ingrid.\n- Omar reports to Callum.\n- Mateo works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Yuki reports to Omar.\n- Hana reports to Stefan.\n- Fernhill Foods is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Valencia.\n- Priya works for Pinnacle Software.\n- Anders works for Beacon Insurance.\n- Stefan reports to Ingrid.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation was founded in 2013.\n- Tessa reports to Elena.\n- Elena reports to Anders.\n- Yuki works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Anders reports to Sanne.\n- Sanne reports to Priya.\n- Priya reports to Yuki.\n- Sanne works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Beacon Insurance is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa works for Fernhill Foods.\n- Pinnacle Software was founded in 1997.\n- Elena works for Fernhill Foods.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 1979.\n- Stefan works for Crescent Telecom.\n- Beacon Insurance is headquartered in Cork.\n- Mei works for Crescent Telecom.\n- Elena works for Pinnacle Software.\n- Chiara works for Crescent Telecom.\n- Wren reports to Stefan.\n- Stefan reports to Bruno.\n- Wren works for Crescent Telecom.\n- Pinnacle Software is headquartered in Cork.\n- Meridian Bank was founded in 1990.\n- Bruno reports to Callum.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 1980.\n- Amara works for Beacon Insurance.\n- Chiara reports to Mei.\n- Lucia reports to Chiara.\n- Aisha reports to Wren.\n- Mei reports to Aisha.\n- Callum works for Crescent Telecom.\n- Aisha works for Beacon Insurance.\n- Meridian Bank is headquartered in Porto.\n- Callum reports to Elena.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 1987.\n- Elena reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21805", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21806", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21807", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21808", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-7207: employee Sofia A., hired 07 April 2024, separated 15 July 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-7207 under the controlling rules.", "criteria": {"0": "$675", "1": "$6,000", "2": "$26,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-7207 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Pablo reports to Nadia.\n- Leila reports to Pablo.\n- Ironwood Manufacturing was founded in 1975.\n- Pablo works for Northwind Systems.\n- Sanne reports to Anders.\n- Sanne works for Crescent Telecom.\n- Northwind Systems was founded in 1995.\n- Yuki works for Northwind Systems.\n- Anders reports to Yuki.\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 1976.\n- Cobalt Health is headquartered in Ghent.\n- Yuki reports to Elena.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Elena reports to Jonas.\n- Elena works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Leeds.\n- Cobalt Health was founded in 1979.\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mateo.\n- Yuki works for Bluepine Aviation.\n- Meridian Bank was founded in 2002.\n- Mara reports to Yuki.\n- Omar reports to Wren.\n- Viktor works for Crescent Telecom.\n- Wren works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Bluepine Aviation is headquartered in Bergen.\n- Mara works for Bluepine Aviation.\n- Yuki reports to Nadia.\n- Wren reports to Viktor.\n- Omar works for Meridian Bank.\n- Bruno reports to Mara.\n- Mateo reports to Callum.\n- Callum reports to Priya.\n- Beacon Insurance is headquartered in Porto.\n- Callum works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Priya reports to Bruno.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.\n- Beacon Insurance was founded in 2007.\n- Crescent Telecom is headquartered in Tallinn.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2001", "2": "2004", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Callum.\n- Deshawn works for Summit Energy.\n- Wren reports to Pablo.\n- Priya works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Atlas Freight was founded in 1991.\n- Wren works for Summit Energy.\n- Aisha reports to Bruno.\n- Callum reports to Wren.\n- Ironwood Manufacturing was founded in 1996.\n- Bruno works for Fernhill Foods.\n- Pablo works for Atlas Freight.\n- Fernhill Foods was founded in 1989.\n- Deshawn reports to Omar.\n- Sanne works for Summit Energy.\n- Lucia reports to Anders.\n- Omar works for Atlas Freight.\n- Omar reports to Lucia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Sofia works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Lucia works for Fernhill Foods.\n- Sofia reports to Priya.\n- Anders reports to Aisha.\n- Pablo reports to Deshawn.\n- Callum works for Summit Energy.\n- Atlas Freight is headquartered in Halifax.\n- Priya reports to Sanne.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21812", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 55353, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21813", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Callum.\n- Mara works for Cedar Retail Group.\n- Summit Energy is headquartered in Dunedin.\n- Hana works for Vantage Air.\n- Stefan works for Summit Energy.\n- Cedar Retail Group was founded in 2002.\n- Helios Logistics is headquartered in Dunedin.\n- Wren reports to Felix.\n- Vantage Air was founded in 1987.\n- Deshawn works for Vantage Air.\n- Mara reports to Wren.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Helios Logistics was founded in 2010.\n- Bruno works for Vantage Air.\n- Priya works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Deshawn reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Bruno reports to Zoya.\n- Wren works for Summit Energy.\n- Felix works for Vantage Air.\n- Callum reports to Bruno.\n- Summit Energy was founded in 1979.\n- Omar works for Vantage Air.\n- Stefan reports to Deshawn.\n- Priya reports to Omar.\n- Felix reports to Priya.\n- Hana reports to Stefan.\n- Cedar Retail Group is headquartered in Oslo.\n- Zoya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21815", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Callum.\n- Deshawn works for Vantage Air.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Callum reports to Tessa.\n- Anders reports to Elena.\n- Tessa reports to Kenji.\n- Pablo reports to Tobias.\n- Fernhill Foods was founded in 1997.\n- Deshawn reports to Pablo.\n- Tobias reports to Bruno.\n- Elena works for Northwind Systems.\n- Fernhill Foods is headquartered in Leeds.\n- Kenji reports to Deshawn.\n- Vantage Air is headquartered in Basel.\n- Tobias works for Pinnacle Software.\n- Tessa works for Fernhill Foods.\n- Anders works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Northwind Systems was founded in 1998.\n- Priya reports to Anders.\n- Mara reports to Emeka.\n- Northwind Systems is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Vantage Air was founded in 2013.\n- Bruno reports to Mara.\n- Emeka works for Fernhill Foods.\n- Pablo works for Northwind Systems.\n- Priya works for Vantage Air.\n- Pinnacle Software is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21817", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Anders reports to Dmitri.\n- Kenji reports to Wren.\n- Mateo works for Crescent Telecom.\n- Viktor works for Lattice Analytics.\n- Crescent Telecom is headquartered in Dunedin.\n- Wren reports to Viktor.\n- Pinnacle Software is headquartered in Nagoya.\n- Callum works for Lattice Analytics.\n- Pinnacle Software was founded in 2011.\n- Lattice Analytics is headquartered in Dunedin.\n- Crescent Telecom was founded in 1989.\n- Mateo reports to Sofia.\n- Dmitri works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Callum reports to Anders.\n- Viktor reports to Callum.\n- Dmitri reports to Mateo.\n- Anders works for Pinnacle Software.\n- Lattice Analytics was founded in 2006.\n- Wren works for Pinnacle Software.\n- Kenji works for Lattice Analytics.\n- Fernhill Foods was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21819", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1183: employee Hana A., hired 23 November 2024, separated 04 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1183?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Stefan.\n- Pablo reports to Ravi.\n- Helios Logistics is headquartered in Austin.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Ironwood Manufacturing was founded in 2013.\n- Hana works for Crescent Telecom.\n- Hana reports to Bruno.\n- Yuki reports to Deshawn.\n- Stefan reports to Hana.\n- Pablo works for Pinnacle Software.\n- Yuki works for Helios Logistics.\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Bruno works for Helios Logistics.\n- Crescent Telecom was founded in 1994.\n- Helios Logistics was founded in 1984.\n- Jonas works for Ironwood Manufacturing.\n- Stefan works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Austin.\n- Jonas reports to Pablo.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21821", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21822", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7557: employee Lucia B., hired 23 November 2022, separated 05 August 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-7557 under the controlling rules.", "criteria": {"0": "$6,231", "1": "$40,000", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Ghent.\n- Yuki reports to Leila.\n- Bruno reports to Yuki.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Leila reports to Jonas.\n- Jonas works for Northwind Systems.\n- Viktor works for Summit Energy.\n- Dmitri reports to Ingrid.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Viktor reports to Dmitri.\n- Nadia works for Summit Energy.\n- Yuki works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Amara reports to Viktor.\n- Aisha reports to Bruno.\n- Summit Energy was founded in 2012.\n- Northwind Systems was founded in 1987.\n- Elena reports to Tessa.\n- Ironwood Manufacturing was founded in 2003.\n- Aisha works for Ironwood Manufacturing.\n- Nadia reports to Elena.\n- Bruno works for Northwind Systems.\n- Meridian Bank was founded in 1980.\n- Tessa works for Summit Energy.\n- Leila works for Summit Energy.\n- Elena works for Northwind Systems.\n- Jonas reports to Nadia.\n- Tessa reports to Amara.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21824", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21825", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1985.\n- Chiara reports to Tessa.\n- Bruno works for Crescent Telecom.\n- Felix works for Cobalt Health.\n- Crescent Telecom is headquartered in Halifax.\n- Mei works for Ironwood Manufacturing.\n- Viktor reports to Jonas.\n- Jonas reports to Stefan.\n- Stefan reports to Nadia.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara works for Ironwood Manufacturing.\n- Lucia reports to Chiara.\n- Nadia works for Cobalt Health.\n- Viktor works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Austin.\n- Stefan works for Cobalt Health.\n- Tessa works for Cedar Retail Group.\n- Nadia reports to Lucia.\n- Elena reports to Bruno.\n- Ironwood Manufacturing was founded in 1992.\n- Cobalt Health was founded in 2007.\n- Yuki reports to Viktor.\n- Mei reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1994.\n- Felix reports to Yuki.\n- Lucia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Lyon.\n- Tessa reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21827", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1992.\n- Aisha works for Helios Logistics.\n- Mateo reports to Callum.\n- Beacon Insurance was founded in 1979.\n- Omar works for Helios Logistics.\n- Callum works for Vantage Air.\n- Felix reports to Wren.\n- Aisha reports to Viktor.\n- Mateo works for Beacon Insurance.\n- Vantage Air is headquartered in Ghent.\n- Viktor works for Cobalt Health.\n- Elena reports to Sanne.\n- Helios Logistics is headquartered in Dunedin.\n- Mara reports to Nadia.\n- Beacon Insurance is headquartered in Ghent.\n- Mei reports to Felix.\n- Mara works for Cobalt Health.\n- Sanne reports to Mei.\n- Elena works for Vantage Air.\n- Omar reports to Aisha.\n- Wren reports to Mara.\n- Nadia reports to Omar.\n- Cobalt Health was founded in 1988.\n- Sanne works for Helios Logistics.\n- Cobalt Health is headquartered in Dunedin.\n- Felix works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Callum reports to Elena.\n- Wren works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Vantage Air was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21829", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21830", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4377: employee Stefan M., hired 02 December 2021, separated 26 April 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-4377 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$10,885", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21831", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 4999 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "track_order", "3": "cancel_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21832", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21833", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21834", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21835", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3770: employee Ingrid T., hired 02 November 2023, separated 13 August 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-3770 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,000", "2": "$3,600", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21836", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2401: employee Ravi A., hired 14 January 2023, separated 13 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-2401 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$1,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21837", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7635: employee Tobias S., hired 15 August 2022, separated 24 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7635?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Brno.\n- Atlas Freight is headquartered in Tampere.\n- Northwind Systems is headquartered in Brno.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Emeka works for Atlas Freight.\n- Elena reports to Tessa.\n- Elena works for Summit Energy.\n- Ingrid works for Atlas Freight.\n- Callum reports to Dmitri.\n- Priya works for Beacon Insurance.\n- Priya reports to Stefan.\n- Summit Energy was founded in 2001.\n- Stefan reports to Lucia.\n- Lucia works for Northwind Systems.\n- Beacon Insurance was founded in 1988.\n- Northwind Systems was founded in 1982.\n- Tessa works for Beacon Insurance.\n- Lucia reports to Elena.\n- Deshawn works for Summit Energy.\n- Callum works for Atlas Freight.\n- Ingrid reports to Emeka.\n- Beacon Insurance is headquartered in Tampere.\n- Stefan works for Beacon Insurance.\n- Deshawn reports to Priya.\n- Tessa reports to Callum.\n- Emeka reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21839", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21840", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1443: employee Pablo T., hired 04 June 2023, separated 06 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1443?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21841", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8402: employee Hana K., hired 07 November 2021, separated 09 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8402?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Tampere.\n- Jonas works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Crescent Telecom is headquartered in Lyon.\n- Deshawn works for Cobalt Health.\n- Nadia reports to Felix.\n- Sofia works for Beacon Insurance.\n- Cobalt Health was founded in 1985.\n- Crescent Telecom was founded in 1984.\n- Anders reports to Deshawn.\n- Callum reports to Jonas.\n- Callum works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Felix reports to Anders.\n- Cedar Retail Group was founded in 1999.\n- Leila works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tampere.\n- Nadia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Lyon.\n- Sofia reports to Nadia.\n- Deshawn reports to Callum.\n- Jonas reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21843", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21844", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Northwind Systems was founded in 1994.\n- Helios Logistics was founded in 1977.\n- Jonas works for Fernhill Foods.\n- Lattice Analytics is headquartered in Brno.\n- Anders reports to Jonas.\n- Fernhill Foods was founded in 1988.\n- Priya reports to Nadia.\n- Nadia reports to Viktor.\n- Priya works for Northwind Systems.\n- Chiara reports to Priya.\n- Helios Logistics is headquartered in Brno.\n- Yuki works for Northwind Systems.\n- Yuki reports to Chiara.\n- Fernhill Foods is headquartered in Bergen.\n- Chiara works for Lattice Analytics.\n- Viktor reports to Wren.\n- Wren works for Northwind Systems.\n- Jonas reports to Yuki.\n- Lattice Analytics was founded in 2003.\n- Dmitri works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Anders.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mei.\n- Elena reports to Wren.\n- Aisha reports to Pablo.\n- Cobalt Health is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Turku.\n- Mei works for Ironwood Manufacturing.\n- Lucia reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Sofia reports to Kenji.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Meridian Bank was founded in 1976.\n- Anders reports to Elena.\n- Ironwood Manufacturing was founded in 2001.\n- Kenji reports to Lucia.\n- Anders works for Ironwood Manufacturing.\n- Jonas reports to Aisha.\n- Sofia works for Ironwood Manufacturing.\n- Mei reports to Sofia.\n- Pablo works for Meridian Bank.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Aisha works for Meridian Bank.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Meridian Bank is headquartered in Turku.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21847", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9222: employee Mara M., hired 01 December 2021, separated 02 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9222?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cedar Retail Group.\n- Sanne works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Fernhill Foods was founded in 1979.\n- Northwind Systems is headquartered in Halifax.\n- Stefan reports to Sanne.\n- Wren reports to Jonas.\n- Wren works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Oslo.\n- Bluepine Aviation was founded in 2015.\n- Lucia works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Bluepine Aviation is headquartered in Austin.\n- Priya reports to Lucia.\n- Tessa works for Northwind Systems.\n- Mara reports to Stefan.\n- Cedar Retail Group is headquartered in Halifax.\n- Yuki works for Fernhill Foods.\n- Northwind Systems was founded in 1995.\n- Tobias reports to Bruno.\n- Cedar Retail Group was founded in 1979.\n- Jonas reports to Tessa.\n- Yuki reports to Priya.\n- Stefan works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Sanne reports to Wren.\n- Deshawn reports to Mara.\n- Tessa reports to Yuki.\n- Tobias works for Northwind Systems.\n- Bruno reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2018", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21849", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21850", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2219: employee Amara T., hired 14 April 2022, separated 05 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2219?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21851", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1999.\n- Bluepine Aviation is headquartered in Bergen.\n- Sanne works for Cobalt Health.\n- Priya works for Cedar Retail Group.\n- Meridian Bank was founded in 1984.\n- Elena reports to Emeka.\n- Yuki works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Meridian Bank is headquartered in Adelaide.\n- Tessa reports to Hana.\n- Cedar Retail Group was founded in 1976.\n- Yuki reports to Felix.\n- Priya reports to Yuki.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cobalt Health was founded in 1999.\n- Tessa works for Bluepine Aviation.\n- Emeka works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Emeka reports to Tessa.\n- Felix reports to Sanne.\n- Hana reports to Priya.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Omar reports to Leila.\n- Ravi reports to Ingrid.\n- Meridian Bank was founded in 2007.\n- Atlas Freight was founded in 1996.\n- Nadia reports to Mei.\n- Leila works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Ingrid reports to Felix.\n- Tobias reports to Ravi.\n- Leila reports to Nadia.\n- Fernhill Foods was founded in 2002.\n- Fernhill Foods is headquartered in Halifax.\n- Mei works for Atlas Freight.\n- Anders reports to Omar.\n- Tobias works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Ravi works for Bluepine Aviation.\n- Atlas Freight is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ingrid works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Aisha reports to Anders.\n- Aisha works for Bluepine Aviation.\n- Felix reports to Aisha.\n- Bluepine Aviation was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1981", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21854", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Stefan works for Beacon Insurance.\n- Ingrid works for Bluepine Aviation.\n- Stefan reports to Anders.\n- Cedar Retail Group is headquartered in Nagoya.\n- Emeka reports to Mara.\n- Kenji works for Beacon Insurance.\n- Cedar Retail Group was founded in 1998.\n- Anders works for Beacon Insurance.\n- Mara reports to Stefan.\n- Beacon Insurance is headquartered in Nagoya.\n- Yuki reports to Emeka.\n- Helios Logistics was founded in 2012.\n- Bruno works for Cedar Retail Group.\n- Mara works for Beacon Insurance.\n- Yuki works for Helios Logistics.\n- Anders reports to Bruno.\n- Bluepine Aviation was founded in 1990.\n- Bluepine Aviation is headquartered in Turku.\n- Helios Logistics is headquartered in Oslo.\n- Bruno reports to Ingrid.\n- Ingrid reports to Kenji.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1992", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21856", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21857", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21858", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9595: employee Ingrid B., hired 31 March 2020, separated 11 January 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9595?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1975.\n- Sanne reports to Sofia.\n- Ravi works for Lattice Analytics.\n- Kenji works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Deshawn works for Summit Energy.\n- Meridian Bank is headquartered in Brno.\n- Ravi reports to Kenji.\n- Leila reports to Deshawn.\n- Felix reports to Leila.\n- Sanne works for Lattice Analytics.\n- Beacon Insurance is headquartered in Bergen.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji reports to Felix.\n- Summit Energy is headquartered in Malmo.\n- Meridian Bank was founded in 1988.\n- Lattice Analytics was founded in 1988.\n- Deshawn reports to Sanne.\n- Sofia reports to Yuki.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21860", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21861", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21862", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination", "4": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21863", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21864", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1983.\n- Felix reports to Bruno.\n- Callum works for Northwind Systems.\n- Lattice Analytics is headquartered in Leeds.\n- Bluepine Aviation was founded in 2001.\n- Felix works for Northwind Systems.\n- Cobalt Health was founded in 1992.\n- Aisha reports to Callum.\n- Aisha works for Northwind Systems.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias reports to Felix.\n- Bluepine Aviation is headquartered in Ghent.\n- Bruno works for Lattice Analytics.\n- Amara reports to Sanne.\n- Amara works for Cobalt Health.\n- Northwind Systems was founded in 2011.\n- Sanne reports to Priya.\n- Priya reports to Tobias.\n- Northwind Systems is headquartered in Ghent.\n- Sanne works for Lattice Analytics.\n- Tobias works for Northwind Systems.\n- Callum reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tampere.\n- Crescent Telecom was founded in 1977.\n- Mara reports to Nadia.\n- Nadia reports to Tobias.\n- Atlas Freight is headquartered in Tampere.\n- Beacon Insurance was founded in 1998.\n- Tobias works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Pablo reports to Mei.\n- Atlas Freight was founded in 1983.\n- Beacon Insurance is headquartered in Dunedin.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Mei reports to Mara.\n- Tobias reports to Dmitri.\n- Dmitri reports to Omar.\n- Cobalt Health was founded in 1985.\n- Mara works for Crescent Telecom.\n- Mei works for Beacon Insurance.\n- Pablo works for Crescent Telecom.\n- Aisha reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21867", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5740: employee Emeka B., hired 19 January 2023, separated 20 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5740?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21868", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7361: employee Emeka B., hired 10 June 2023, separated 18 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7361?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21869", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cedar Retail Group.\n- Summit Energy was founded in 1982.\n- Sofia works for Pinnacle Software.\n- Cedar Retail Group was founded in 2004.\n- Lucia reports to Yuki.\n- Pinnacle Software was founded in 2001.\n- Mei reports to Amara.\n- Amara reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tampere.\n- Pablo reports to Elena.\n- Amara works for Pinnacle Software.\n- Yuki works for Summit Energy.\n- Northwind Systems is headquartered in Austin.\n- Elena reports to Sofia.\n- Northwind Systems was founded in 1991.\n- Pablo works for Pinnacle Software.\n- Sofia reports to Lucia.\n- Lucia works for Pinnacle Software.\n- Yuki reports to Mei.\n- Elena works for Pinnacle Software.\n- Summit Energy is headquartered in Austin.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Pablo reports to Dmitri.\n- Bruno works for Cobalt Health.\n- Bluepine Aviation is headquartered in Bergen.\n- Sofia reports to Bruno.\n- Leila works for Cobalt Health.\n- Deshawn reports to Viktor.\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 2003.\n- Mara works for Cobalt Health.\n- Sofia works for Bluepine Aviation.\n- Beacon Insurance was founded in 1991.\n- Kenji works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Cobalt Health is headquartered in Bergen.\n- Leila reports to Tessa.\n- Fernhill Foods was founded in 1979.\n- Dmitri works for Bluepine Aviation.\n- Pablo works for Cobalt Health.\n- Dmitri reports to Leila.\n- Zoya works for Cobalt Health.\n- Beacon Insurance is headquartered in Cork.\n- Kenji reports to Pablo.\n- Zoya reports to Priya.\n- Viktor works for Cobalt Health.\n- Tessa works for Beacon Insurance.\n- Mara reports to Zoya.\n- Bluepine Aviation was founded in 1979.\n- Fernhill Foods is headquartered in Cork.\n- Bruno reports to Kenji.\n- Viktor reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21872", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8473: employee Jonas K., hired 06 September 2021, separated 01 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8473?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21873", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6916: employee Leila B., hired 31 July 2020, separated 28 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6916?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6916 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1998.\n- Lucia reports to Ingrid.\n- Felix works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Felix reports to Lucia.\n- Meridian Bank is headquartered in Tallinn.\n- Ingrid works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Dmitri reports to Mateo.\n- Hana reports to Ravi.\n- Fernhill Foods was founded in 2006.\n- Bruno reports to Leila.\n- Tobias works for Fernhill Foods.\n- Leila reports to Jonas.\n- Fernhill Foods is headquartered in Ghent.\n- Meridian Bank was founded in 2008.\n- Crescent Telecom was founded in 2015.\n- Mateo reports to Bruno.\n- Lucia works for Vantage Air.\n- Jonas reports to Emeka.\n- Vantage Air is headquartered in Valencia.\n- Emeka reports to Felix.\n- Ravi works for Vantage Air.\n- Bruno works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Jonas works for Meridian Bank.\n- Ingrid reports to Tobias.\n- Mateo works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Ravi reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21875", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Wren reports to Anders.\n- Aisha reports to Wren.\n- Callum reports to Chiara.\n- Mei reports to Omar.\n- Ingrid works for Helios Logistics.\n- Northwind Systems is headquartered in Brno.\n- Beacon Insurance is headquartered in Brno.\n- Hana reports to Sofia.\n- Sofia reports to Ingrid.\n- Sofia works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Omar reports to Aisha.\n- Callum works for Northwind Systems.\n- Meridian Bank was founded in 2002.\n- Northwind Systems was founded in 1997.\n- Beacon Insurance was founded in 1993.\n- Helios Logistics is headquartered in Oslo.\n- Mei works for Helios Logistics.\n- Anders reports to Hana.\n- Meridian Bank is headquartered in Oslo.\n- Ingrid reports to Callum.\n- Wren works for Helios Logistics.\n- Hana works for Meridian Bank.\n- Helios Logistics was founded in 2003.\n- Aisha works for Northwind Systems.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21877", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3918: employee Dmitri R., hired 25 January 2022, separated 14 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3918?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21878", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21879", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2102: employee Tobias M., hired 17 July 2023, separated 19 August 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-2102 under the controlling rules.", "criteria": {"0": "$42,250", "1": "$9,688", "2": "$9,750", "3": "$7,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21881", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21882", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Wren reports to Ravi.\n- Jonas works for Atlas Freight.\n- Cedar Retail Group was founded in 1984.\n- Tessa reports to Mateo.\n- Ravi reports to Lucia.\n- Zoya reports to Wren.\n- Cobalt Health was founded in 1987.\n- Lucia reports to Sofia.\n- Mara reports to Tessa.\n- Wren works for Cobalt Health.\n- Sofia reports to Stefan.\n- Beacon Insurance is headquartered in Porto.\n- Zoya works for Cobalt Health.\n- Sofia works for Cedar Retail Group.\n- Cobalt Health is headquartered in Porto.\n- Cedar Retail Group is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Mateo works for Beacon Insurance.\n- Yuki reports to Chiara.\n- Lucia works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Jonas reports to Yuki.\n- Tessa works for Atlas Freight.\n- Mateo reports to Jonas.\n- Chiara reports to Zoya.\n- Yuki works for Beacon Insurance.\n- Atlas Freight was founded in 1988.\n- Ravi works for Cedar Retail Group.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1988", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21884", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21885", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3141: employee Sofia T., hired 08 March 2022, separated 24 June 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-3141 under the controlling rules.", "criteria": {"0": "$26,542", "1": "$6,625", "2": "$6,125", "3": "$6,187"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mei.\n- Deshawn works for Fernhill Foods.\n- Leila reports to Anders.\n- Kenji works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Helios Logistics was founded in 2015.\n- Deshawn reports to Yuki.\n- Fernhill Foods was founded in 2002.\n- Priya works for Fernhill Foods.\n- Mei reports to Mara.\n- Atlas Freight was founded in 1986.\n- Pinnacle Software is headquartered in Valencia.\n- Mara reports to Viktor.\n- Leila works for Atlas Freight.\n- Sanne reports to Kenji.\n- Kenji reports to Priya.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Viktor reports to Sanne.\n- Helios Logistics is headquartered in Valencia.\n- Mara works for Pinnacle Software.\n- Anders reports to Deshawn.\n- Yuki works for Helios Logistics.\n- Pinnacle Software was founded in 2003.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Northwind Systems was founded in 1975.\n- Elena reports to Tobias.\n- Lucia works for Northwind Systems.\n- Lattice Analytics was founded in 1976.\n- Beacon Insurance was founded in 1987.\n- Bluepine Aviation is headquartered in Oslo.\n- Emeka reports to Sofia.\n- Nadia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Oslo.\n- Yuki works for Northwind Systems.\n- Lucia reports to Emeka.\n- Callum works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation was founded in 1989.\n- Northwind Systems is headquartered in Adelaide.\n- Yuki reports to Nadia.\n- Tobias works for Lattice Analytics.\n- Nadia reports to Lucia.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics is headquartered in Oslo.\n- Tobias reports to Yuki.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2007.\n- Vantage Air was founded in 1975.\n- Felix works for Vantage Air.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Emeka works for Beacon Insurance.\n- Fernhill Foods is headquartered in Brno.\n- Tessa works for Fernhill Foods.\n- Nadia reports to Tessa.\n- Bruno works for Beacon Insurance.\n- Mateo reports to Tobias.\n- Nadia works for Beacon Insurance.\n- Bruno reports to Yuki.\n- Tobias works for Lattice Analytics.\n- Viktor reports to Sanne.\n- Yuki works for Fernhill Foods.\n- Beacon Insurance is headquartered in Valencia.\n- Hana reports to Nadia.\n- Ingrid works for Vantage Air.\n- Beacon Insurance was founded in 1995.\n- Lattice Analytics is headquartered in Brno.\n- Ingrid reports to Hana.\n- Hana works for Lattice Analytics.\n- Fernhill Foods was founded in 1999.\n- Felix reports to Ingrid.\n- Yuki reports to Viktor.\n- Sanne works for Lattice Analytics.\n- Tessa reports to Emeka.\n- Tobias reports to Felix.\n- Emeka reports to Bruno.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2005", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21889", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21890", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8285: employee Kenji S., hired 17 January 2022, separated 24 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8285?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Atlas Freight was founded in 1991.\n- Fernhill Foods is headquartered in Tampere.\n- Anders reports to Emeka.\n- Wren works for Vantage Air.\n- Fernhill Foods was founded in 1995.\n- Mei reports to Wren.\n- Viktor reports to Tessa.\n- Viktor works for Fernhill Foods.\n- Emeka reports to Ingrid.\n- Sanne reports to Callum.\n- Mei works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Vantage Air was founded in 1977.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Elena works for Atlas Freight.\n- Ingrid reports to Priya.\n- Anders works for Atlas Freight.\n- Sanne works for Ironwood Manufacturing.\n- Chiara reports to Anders.\n- Emeka works for Ironwood Manufacturing.\n- Priya reports to Mei.\n- Wren reports to Viktor.\n- Ingrid works for Vantage Air.\n- Ironwood Manufacturing was founded in 1984.\n- Tessa reports to Sanne.\n- Chiara works for Fernhill Foods.\n- Elena reports to Chiara.\n- Atlas Freight is headquartered in Leeds.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21892", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5728: employee Kenji T., hired 28 December 2019, separated 15 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-5728 under the controlling rules.", "criteria": {"0": "$33,101", "1": "$144,000", "2": "$33,231", "3": "$32,731"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5728 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Emeka.\n- Stefan works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1979.\n- Atlas Freight was founded in 1982.\n- Anders works for Lattice Analytics.\n- Omar reports to Tessa.\n- Emeka reports to Omar.\n- Tessa reports to Anders.\n- Stefan reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Cedar Retail Group was founded in 1977.\n- Aisha reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Anders reports to Stefan.\n- Bluepine Aviation is headquartered in Porto.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1996.\n- Aisha works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Ghent.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21894", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7773: employee Jonas T., hired 13 April 2021, separated 20 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7773?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21896", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21897", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9108: employee Bruno T., hired 04 December 2022, separated 18 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9108?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21898", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21899", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21900", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2702: employee Viktor R., hired 23 March 2023, separated 20 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2702?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21901", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Bruno.\n- Mateo reports to Amara.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Leila reports to Omar.\n- Stefan reports to Pablo.\n- Meridian Bank was founded in 1978.\n- Felix reports to Wren.\n- Atlas Freight is headquartered in Nagoya.\n- Omar works for Atlas Freight.\n- Mateo works for Beacon Insurance.\n- Pablo works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Wren reports to Yuki.\n- Amara reports to Leila.\n- Wren works for Meridian Bank.\n- Stefan works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Leila works for Atlas Freight.\n- Bruno reports to Felix.\n- Mara works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Beacon Insurance is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Mara reports to Kenji.\n- Pablo reports to Mara.\n- Kenji reports to Mateo.\n- Atlas Freight was founded in 2000.\n- Helios Logistics was founded in 1983.\n- Beacon Insurance was founded in 2002.\n- Bruno works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21903", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mara.\n- Lattice Analytics is headquartered in Turku.\n- Emeka reports to Ingrid.\n- Atlas Freight was founded in 1988.\n- Jonas works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Pinnacle Software is headquartered in Dunedin.\n- Chiara reports to Zoya.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Mateo works for Atlas Freight.\n- Meridian Bank is headquartered in Leeds.\n- Mateo reports to Emeka.\n- Ingrid works for Meridian Bank.\n- Mara reports to Mateo.\n- Elena reports to Omar.\n- Zoya works for Meridian Bank.\n- Omar reports to Chiara.\n- Elena works for Atlas Freight.\n- Callum works for Meridian Bank.\n- Ingrid reports to Callum.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Jonas reports to Elena.\n- Atlas Freight is headquartered in Halifax.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21905", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21906", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6273: employee Mara A., hired 04 November 2022, separated 16 July 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-6273 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$1,225", "2": "$7,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21907", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21908", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1069: employee Aisha T., hired 21 May 2020, separated 01 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1069?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21909", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics was founded in 2008.\n- Leila reports to Stefan.\n- Leila works for Lattice Analytics.\n- Bruno reports to Pablo.\n- Bruno works for Lattice Analytics.\n- Pablo works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank was founded in 1982.\n- Nadia reports to Bruno.\n- Elena works for Bluepine Aviation.\n- Deshawn reports to Mei.\n- Viktor reports to Amara.\n- Chiara reports to Aisha.\n- Mei works for Meridian Bank.\n- Aisha works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Ghent.\n- Lattice Analytics is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Tampere.\n- Meridian Bank is headquartered in Dunedin.\n- Pablo reports to Leila.\n- Stefan works for Lattice Analytics.\n- Aisha reports to Viktor.\n- Amara works for Lattice Analytics.\n- Amara reports to Nadia.\n- Cedar Retail Group was founded in 1982.\n- Stefan reports to Deshawn.\n- Elena reports to Chiara.\n- Bluepine Aviation was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Wren reports to Viktor.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2008.\n- Vantage Air is headquartered in Basel.\n- Yuki works for Atlas Freight.\n- Kenji works for Cedar Retail Group.\n- Viktor reports to Yuki.\n- Atlas Freight is headquartered in Valencia.\n- Callum reports to Wren.\n- Anders reports to Tobias.\n- Callum works for Vantage Air.\n- Stefan reports to Nadia.\n- Vantage Air was founded in 1981.\n- Nadia works for Cedar Retail Group.\n- Stefan works for Vantage Air.\n- Priya reports to Stefan.\n- Priya works for Atlas Freight.\n- Yuki reports to Kenji.\n- Atlas Freight was founded in 1976.\n- Viktor works for Bluepine Aviation.\n- Tobias works for Vantage Air.\n- Bluepine Aviation is headquartered in Valencia.\n- Anders works for Cedar Retail Group.\n- Nadia reports to Callum.\n- Kenji reports to Anders.\n- Bluepine Aviation was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21912", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21913", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21914", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Ravi works for Ironwood Manufacturing.\n- Viktor reports to Lucia.\n- Fernhill Foods is headquartered in Malmo.\n- Stefan works for Fernhill Foods.\n- Bruno reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Dmitri reports to Viktor.\n- Ingrid works for Crescent Telecom.\n- Fernhill Foods was founded in 2013.\n- Ravi reports to Bruno.\n- Nadia reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Atlas Freight is headquartered in Turku.\n- Yuki works for Ironwood Manufacturing.\n- Viktor works for Fernhill Foods.\n- Zoya reports to Mei.\n- Bruno works for Fernhill Foods.\n- Jonas reports to Ravi.\n- Mei reports to Dmitri.\n- Mei works for Crescent Telecom.\n- Atlas Freight was founded in 2000.\n- Lucia reports to Yuki.\n- Ironwood Manufacturing was founded in 2014.\n- Stefan reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 1999.\n- Ingrid reports to Stefan.\n- Jonas works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Wren works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1975.\n- Wren reports to Amara.\n- Anders works for Fernhill Foods.\n- Crescent Telecom is headquartered in Halifax.\n- Felix works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Leila works for Cobalt Health.\n- Ingrid works for Summit Energy.\n- Amara reports to Anders.\n- Anders reports to Sofia.\n- Felix reports to Zoya.\n- Callum reports to Yuki.\n- Ingrid reports to Leila.\n- Ravi works for Fernhill Foods.\n- Stefan reports to Callum.\n- Cobalt Health is headquartered in Brno.\n- Crescent Telecom was founded in 1979.\n- Zoya works for Cobalt Health.\n- Fernhill Foods is headquartered in Brno.\n- Stefan works for Fernhill Foods.\n- Zoya reports to Stefan.\n- Ravi reports to Felix.\n- Cobalt Health was founded in 1980.\n- Callum works for Summit Energy.\n- Fernhill Foods was founded in 1979.\n- Yuki reports to Wren.\n- Leila reports to Ravi.\n- Amara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Atlas Freight was founded in 1988.\n- Ingrid reports to Bruno.\n- Yuki works for Meridian Bank.\n- Mei works for Crescent Telecom.\n- Pablo reports to Mei.\n- Meridian Bank is headquartered in Porto.\n- Sofia works for Crescent Telecom.\n- Omar reports to Yuki.\n- Bruno reports to Sofia.\n- Tobias reports to Omar.\n- Crescent Telecom is headquartered in Turku.\n- Bruno works for Meridian Bank.\n- Yuki reports to Viktor.\n- Meridian Bank was founded in 1978.\n- Bluepine Aviation was founded in 1987.\n- Tobias works for Meridian Bank.\n- Ingrid works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Atlas Freight is headquartered in Turku.\n- Bluepine Aviation is headquartered in Turku.\n- Viktor reports to Pablo.\n- Omar works for Meridian Bank.\n- Mei reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Crescent Telecom was founded in 1985.\n- Deshawn reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21918", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8709: employee Elena T., hired 09 February 2024, separated 09 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8709?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21919", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7338: employee Tessa A., hired 18 June 2021, separated 03 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-7338 under the controlling rules.", "criteria": {"0": "$17,096", "1": "$69,750", "2": "$16,226", "3": "$16,096"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-21920", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21921", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1982: employee Bruno S., hired 26 September 2023, separated 23 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1982?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21922", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21923", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1868: employee Aisha B., hired 09 April 2021, separated 23 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1868?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21924", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21925", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21926", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21927", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21928", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6459: employee Ingrid M., hired 25 January 2024, separated 30 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6459?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21929", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Ravi works for Helios Logistics.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Helios Logistics is headquartered in Valencia.\n- Beacon Insurance is headquartered in Oslo.\n- Dmitri works for Helios Logistics.\n- Ravi reports to Dmitri.\n- Atlas Freight is headquartered in Valencia.\n- Dmitri reports to Jonas.\n- Priya reports to Ingrid.\n- Jonas reports to Wren.\n- Elena works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Stefan reports to Elena.\n- Wren works for Crescent Telecom.\n- Anders reports to Stefan.\n- Crescent Telecom is headquartered in Valencia.\n- Helios Logistics was founded in 1998.\n- Priya works for Beacon Insurance.\n- Chiara reports to Priya.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 2000.\n- Ingrid reports to Ravi.\n- Jonas works for Beacon Insurance.\n- Elena reports to Chiara.\n- Beacon Insurance was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Leila.\n- Cedar Retail Group was founded in 1981.\n- Sofia reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Bruno works for Crescent Telecom.\n- Leila reports to Amara.\n- Omar reports to Ingrid.\n- Sofia works for Crescent Telecom.\n- Amara reports to Omar.\n- Cobalt Health is headquartered in Valencia.\n- Pinnacle Software was founded in 1992.\n- Cedar Retail Group is headquartered in Oslo.\n- Pinnacle Software is headquartered in Dunedin.\n- Cobalt Health was founded in 2011.\n- Crescent Telecom was founded in 1992.\n- Ingrid reports to Jonas.\n- Priya works for Crescent Telecom.\n- Bruno reports to Sofia.\n- Jonas works for Pinnacle Software.\n- Priya reports to Aisha.\n- Leila works for Cedar Retail Group.\n- Elena reports to Tobias.\n- Aisha reports to Bruno.\n- Aisha works for Crescent Telecom.\n- Ingrid works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Jonas reports to Priya.\n- Omar works for Crescent Telecom.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21932", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3618: employee Sanne K., hired 04 April 2023, separated 11 February 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-3618 under the controlling rules.", "criteria": {"0": "$1,800", "1": "$34,667", "2": "$7,500", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-21933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Anders.\n- Leila works for Lattice Analytics.\n- Omar works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Kenji reports to Callum.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Leila reports to Yuki.\n- Ironwood Manufacturing was founded in 2014.\n- Anders reports to Ingrid.\n- Aisha works for Atlas Freight.\n- Viktor reports to Wren.\n- Yuki works for Lattice Analytics.\n- Anders works for Meridian Bank.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 1995.\n- Lattice Analytics was founded in 1977.\n- Mei reports to Tessa.\n- Lattice Analytics is headquartered in Basel.\n- Callum reports to Aisha.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Ingrid reports to Viktor.\n- Wren works for Lattice Analytics.\n- Omar reports to Leila.\n- Yuki reports to Kenji.\n- Atlas Freight is headquartered in Basel.\n- Meridian Bank was founded in 2015.\n- Ingrid works for Meridian Bank.\n- Wren reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Aisha works for Northwind Systems.\n- Summit Energy was founded in 1980.\n- Tessa reports to Bruno.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Atlas Freight is headquartered in Brno.\n- Felix reports to Tessa.\n- Bruno works for Atlas Freight.\n- Emeka works for Summit Energy.\n- Bruno reports to Lucia.\n- Emeka reports to Hana.\n- Northwind Systems was founded in 2003.\n- Hana works for Summit Energy.\n- Lucia reports to Mei.\n- Tessa works for Crescent Telecom.\n- Tobias reports to Emeka.\n- Summit Energy is headquartered in Nagoya.\n- Mei reports to Aisha.\n- Hana reports to Felix.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Northwind Systems is headquartered in Dunedin.\n- Crescent Telecom was founded in 1995.\n- Viktor reports to Tobias.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21935", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21936", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21937", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3287: employee Mara K., hired 21 May 2024, separated 05 May 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3287?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Yuki works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Jonas works for Pinnacle Software.\n- Cobalt Health was founded in 2013.\n- Felix reports to Ravi.\n- Yuki reports to Elena.\n- Elena reports to Pablo.\n- Mei reports to Anders.\n- Stefan reports to Mei.\n- Bruno reports to Stefan.\n- Ravi reports to Deshawn.\n- Pablo works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods was founded in 1984.\n- Sanne works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Anders reports to Yuki.\n- Pinnacle Software was founded in 2007.\n- Deshawn works for Cobalt Health.\n- Fernhill Foods is headquartered in Ghent.\n- Stefan works for Beacon Insurance.\n- Ravi works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Beacon Insurance was founded in 1994.\n- Sanne reports to Felix.\n- Beacon Insurance is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Brno.\n- Mei works for Pinnacle Software.\n- Jonas reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21939", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 60329, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21940", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21941", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5108: employee Felix T., hired 20 April 2023, separated 21 September 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5108?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21942", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5316: employee Priya S., hired 04 May 2022, separated 06 February 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-5316 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$3,600", "2": "$34,667", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21943", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21944", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Felix reports to Mateo.\n- Felix works for Helios Logistics.\n- Deshawn reports to Dmitri.\n- Bluepine Aviation is headquartered in Tampere.\n- Pablo reports to Ingrid.\n- Mateo reports to Deshawn.\n- Ingrid works for Northwind Systems.\n- Callum works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Ingrid reports to Felix.\n- Dmitri reports to Priya.\n- Bluepine Aviation was founded in 2003.\n- Vantage Air is headquartered in Brno.\n- Hana works for Bluepine Aviation.\n- Vantage Air was founded in 1983.\n- Pablo works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Priya works for Northwind Systems.\n- Priya reports to Hana.\n- Helios Logistics is headquartered in Tampere.\n- Northwind Systems is headquartered in Tampere.\n- Hana reports to Callum.\n- Stefan reports to Pablo.\n- Helios Logistics was founded in 2003.\n- Northwind Systems was founded in 1999.\n- Stefan works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21946", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Malmo.\n- Felix works for Meridian Bank.\n- Chiara reports to Hana.\n- Amara works for Meridian Bank.\n- Hana works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Amara reports to Jonas.\n- Beacon Insurance was founded in 1989.\n- Felix reports to Anders.\n- Ravi works for Beacon Insurance.\n- Hana reports to Leila.\n- Chiara works for Meridian Bank.\n- Emeka reports to Chiara.\n- Ravi reports to Felix.\n- Meridian Bank was founded in 1987.\n- Ironwood Manufacturing was founded in 1998.\n- Leila reports to Amara.\n- Atlas Freight is headquartered in Tallinn.\n- Bruno reports to Ravi.\n- Bruno works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Anders works for Beacon Insurance.\n- Anders reports to Emeka.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 1986.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Tobias reports to Nadia.\n- Viktor works for Pinnacle Software.\n- Anders reports to Felix.\n- Crescent Telecom was founded in 1983.\n- Nadia reports to Ravi.\n- Pinnacle Software is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Wren reports to Leila.\n- Wren works for Crescent Telecom.\n- Cedar Retail Group was founded in 1982.\n- Vantage Air is headquartered in Tallinn.\n- Anders works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Leila reports to Yuki.\n- Yuki reports to Viktor.\n- Ravi reports to Anders.\n- Viktor reports to Tobias.\n- Sanne reports to Wren.\n- Nadia works for Crescent Telecom.\n- Pinnacle Software was founded in 1996.\n- Yuki works for Cedar Retail Group.\n- Felix works for Vantage Air.\n- Tobias works for Cedar Retail Group.\n- Vantage Air was founded in 1978.\n- Leila works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Mateo reports to Ravi.\n- Meridian Bank was founded in 2000.\n- Leila reports to Callum.\n- Leila works for Fernhill Foods.\n- Yuki reports to Mateo.\n- Nadia works for Crescent Telecom.\n- Callum works for Fernhill Foods.\n- Elena reports to Yuki.\n- Crescent Telecom was founded in 1989.\n- Atlas Freight is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Tessa reports to Elena.\n- Crescent Telecom is headquartered in Dunedin.\n- Yuki works for Atlas Freight.\n- Nadia reports to Leila.\n- Meridian Bank is headquartered in Dunedin.\n- Stefan reports to Tessa.\n- Fernhill Foods was founded in 2010.\n- Tessa works for Atlas Freight.\n- Ingrid works for Crescent Telecom.\n- Ravi reports to Nadia.\n- Atlas Freight was founded in 2011.\n- Ingrid reports to Stefan.\n- Elena works for Atlas Freight.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21950", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21951", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Elena.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Cork.\n- Callum reports to Tobias.\n- Yuki works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Felix reports to Ravi.\n- Callum works for Fernhill Foods.\n- Aisha reports to Yuki.\n- Sanne works for Cedar Retail Group.\n- Felix works for Cobalt Health.\n- Yuki reports to Bruno.\n- Cedar Retail Group is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Callum.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Valencia.\n- Elena reports to Emeka.\n- Cobalt Health is headquartered in Tampere.\n- Aisha works for Pinnacle Software.\n- Fernhill Foods was founded in 1984.\n- Tobias reports to Amara.\n- Sanne reports to Aisha.\n- Cobalt Health was founded in 1975.\n- Ravi works for Pinnacle Software.\n- Emeka reports to Felix.\n- Bruno works for Cobalt Health.\n- Ravi reports to Stefan.\n- Emeka works for Fernhill Foods.\n- Elena works for Cobalt Health.\n- Cedar Retail Group was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Kenji.\n- Pablo works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Bluepine Aviation is headquartered in Valencia.\n- Mei reports to Bruno.\n- Kenji works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Priya reports to Mei.\n- Mei works for Bluepine Aviation.\n- Lattice Analytics was founded in 1980.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Beacon Insurance was founded in 1998.\n- Sofia works for Ironwood Manufacturing.\n- Pablo reports to Lucia.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji reports to Sofia.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2005.\n- Lattice Analytics is headquartered in Valencia.\n- Bluepine Aviation was founded in 1978.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1976", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21954", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Dmitri works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Nadia reports to Viktor.\n- Aisha reports to Anders.\n- Northwind Systems was founded in 1993.\n- Hana works for Helios Logistics.\n- Cobalt Health was founded in 1989.\n- Wren works for Cobalt Health.\n- Anders reports to Wren.\n- Beacon Insurance was founded in 1979.\n- Aisha works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Beacon Insurance is headquartered in Tallinn.\n- Nadia works for Helios Logistics.\n- Lucia reports to Bruno.\n- Cobalt Health is headquartered in Tallinn.\n- Dmitri reports to Aisha.\n- Lucia works for Helios Logistics.\n- Wren reports to Ingrid.\n- Bruno reports to Hana.\n- Viktor reports to Dmitri.\n- Helios Logistics was founded in 1988.\n- Ingrid works for Beacon Insurance.\n- Northwind Systems is headquartered in Malmo.\n- Ingrid reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21956", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 2010.\n- Sanne reports to Hana.\n- Kenji reports to Priya.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 1991.\n- Cobalt Health is headquartered in Cork.\n- Priya works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Hana reports to Anders.\n- Bruno works for Summit Energy.\n- Anders reports to Kenji.\n- Anders works for Helios Logistics.\n- Pablo reports to Sanne.\n- Beacon Insurance is headquartered in Tampere.\n- Cobalt Health was founded in 1989.\n- Beacon Insurance was founded in 2014.\n- Helios Logistics is headquartered in Brno.\n- Wren works for Helios Logistics.\n- Bruno reports to Wren.\n- Summit Energy is headquartered in Cork.\n- Priya reports to Bruno.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Wren reports to Chiara.\n- Fernhill Foods was founded in 2012.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.\n- Sanne reports to Mateo.\n- Beacon Insurance is headquartered in Basel.\n- Crescent Telecom was founded in 1993.\n- Felix reports to Anders.\n- Felix works for Helios Logistics.\n- Crescent Telecom is headquartered in Leeds.\n- Callum works for Beacon Insurance.\n- Viktor reports to Sanne.\n- Helios Logistics was founded in 2008.\n- Helios Logistics is headquartered in Dunedin.\n- Anders reports to Callum.\n- Viktor works for Helios Logistics.\n- Chiara reports to Felix.\n- Mateo works for Helios Logistics.\n- Wren works for Beacon Insurance.\n- Callum reports to Viktor.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-21959", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-21960", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21961", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7882: employee Ingrid R., hired 03 December 2021, separated 04 April 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-7882?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21962", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1449: employee Mei M., hired 06 November 2022, separated 25 September 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-1449 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$7,400", "2": "$8,312", "3": "$36,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Emeka.\n- Amara works for Fernhill Foods.\n- Deshawn works for Vantage Air.\n- Mei works for Summit Energy.\n- Deshawn reports to Amara.\n- Summit Energy was founded in 1998.\n- Yuki reports to Wren.\n- Omar works for Summit Energy.\n- Mara works for Vantage Air.\n- Fernhill Foods was founded in 2002.\n- Viktor reports to Omar.\n- Dmitri reports to Viktor.\n- Ingrid reports to Dmitri.\n- Viktor works for Summit Energy.\n- Bruno works for Cedar Retail Group.\n- Mara reports to Bruno.\n- Ingrid works for Vantage Air.\n- Dmitri works for Summit Energy.\n- Emeka reports to Deshawn.\n- Mei reports to Yuki.\n- Vantage Air was founded in 2004.\n- Wren reports to Ingrid.\n- Cedar Retail Group is headquartered in Tampere.\n- Yuki works for Fernhill Foods.\n- Wren works for Summit Energy.\n- Emeka works for Summit Energy.\n- Cedar Retail Group was founded in 2014.\n- Summit Energy is headquartered in Porto.\n- Amara reports to Mei.\n- Vantage Air is headquartered in Porto.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1978.\n- Callum reports to Sofia.\n- Elena works for Ironwood Manufacturing.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Elena reports to Hana.\n- Hana works for Fernhill Foods.\n- Hana reports to Sanne.\n- Beacon Insurance is headquartered in Dunedin.\n- Aisha reports to Yuki.\n- Mara reports to Callum.\n- Sofia works for Beacon Insurance.\n- Sanne reports to Aisha.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Mara.\n- Callum works for Fernhill Foods.\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 1981.\n- Aisha works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2002.\n- Fernhill Foods was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Chiara.\n- Ironwood Manufacturing was founded in 2002.\n- Chiara works for Ironwood Manufacturing.\n- Amara works for Bluepine Aviation.\n- Sanne works for Meridian Bank.\n- Elena reports to Amara.\n- Sanne reports to Mateo.\n- Meridian Bank was founded in 2004.\n- Sofia works for Ironwood Manufacturing.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bluepine Aviation was founded in 2005.\n- Chiara reports to Elena.\n- Nadia works for Meridian Bank.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Nadia.\n- Mateo reports to Callum.\n- Summit Energy was founded in 1983.\n- Meridian Bank is headquartered in Oslo.\n- Mara reports to Yuki.\n- Sofia reports to Mara.\n- Callum works for Meridian Bank.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara reports to Sanne.\n- Mara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Turku.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21966", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2046: employee Felix M., hired 06 August 2020, separated 29 August 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-2046?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cedar Retail Group.\n- Mateo reports to Nadia.\n- Yuki works for Meridian Bank.\n- Fernhill Foods was founded in 1977.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group was founded in 1997.\n- Yuki reports to Wren.\n- Meridian Bank was founded in 1990.\n- Tobias reports to Sofia.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia reports to Omar.\n- Priya works for Crescent Telecom.\n- Sofia reports to Amara.\n- Cedar Retail Group is headquartered in Bergen.\n- Ravi reports to Viktor.\n- Omar reports to Dmitri.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo works for Fernhill Foods.\n- Wren reports to Ravi.\n- Fernhill Foods is headquartered in Malmo.\n- Sofia works for Crescent Telecom.\n- Nadia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1983.\n- Amara reports to Yuki.\n- Dmitri reports to Tobias.\n- Omar works for Cedar Retail Group.\n- Priya reports to Mateo.\n- Viktor works for Fernhill Foods.\n- Ravi works for Meridian Bank.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Aisha.\n- Felix works for Ironwood Manufacturing.\n- Kenji reports to Amara.\n- Lattice Analytics is headquartered in Basel.\n- Lucia reports to Tobias.\n- Yuki reports to Emeka.\n- Felix reports to Lucia.\n- Wren works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2011.\n- Kenji works for Ironwood Manufacturing.\n- Tobias reports to Wren.\n- Emeka reports to Sanne.\n- Crescent Telecom is headquartered in Oslo.\n- Leila works for Lattice Analytics.\n- Yuki works for Ironwood Manufacturing.\n- Wren reports to Yuki.\n- Aisha works for Pinnacle Software.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1992.\n- Aisha reports to Sofia.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Emeka works for Crescent Telecom.\n- Lucia works for Lattice Analytics.\n- Tobias works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Leila reports to Felix.\n- Ironwood Manufacturing was founded in 1979.\n- Sofia works for Ironwood Manufacturing.\n- Sanne reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21969", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1991.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1984.\n- Crescent Telecom is headquartered in Porto.\n- Amara reports to Emeka.\n- Hana works for Vantage Air.\n- Cobalt Health is headquartered in Cork.\n- Felix works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Anders works for Vantage Air.\n- Anders reports to Yuki.\n- Hana reports to Jonas.\n- Viktor reports to Hana.\n- Yuki works for Crescent Telecom.\n- Emeka reports to Anders.\n- Vantage Air was founded in 2005.\n- Cobalt Health was founded in 1996.\n- Viktor works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Yuki reports to Felix.\n- Amara works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Felix reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21971", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21972", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2969: employee Felix A., hired 16 January 2022, separated 16 May 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2969?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-21973", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 30 August 2024): For employees hired on or after 30 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2041: employee Yuki T., hired 23 February 2022, separated 22 March 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2041?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-21974", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Bergen.\n- Ravi works for Vantage Air.\n- Callum reports to Viktor.\n- Lucia reports to Ravi.\n- Fernhill Foods is headquartered in Dunedin.\n- Pinnacle Software was founded in 1977.\n- Tessa reports to Yuki.\n- Anders reports to Elena.\n- Elena works for Atlas Freight.\n- Yuki works for Vantage Air.\n- Callum works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Atlas Freight is headquartered in Nagoya.\n- Ingrid works for Vantage Air.\n- Viktor works for Fernhill Foods.\n- Lucia works for Pinnacle Software.\n- Ingrid reports to Lucia.\n- Elena reports to Tessa.\n- Wren reports to Callum.\n- Ravi reports to Anders.\n- Vantage Air is headquartered in Dunedin.\n- Atlas Freight was founded in 2005.\n- Vantage Air was founded in 1986.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Viktor reports to Ingrid.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1992", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-21976", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2798: employee Tobias R., hired 22 August 2023, separated 06 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2798?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21977", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3033: employee Anders R., hired 14 August 2020, separated 21 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-3033 under the controlling rules.", "criteria": {"0": "$14,000", "1": "$56,333", "2": "$13,000", "3": "$13,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21978", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21979", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5320: employee Bruno B., hired 04 July 2023, separated 10 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5320?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-21980", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6965: employee Omar B., hired 12 March 2023, separated 06 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6965?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-21981", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-21982", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-21983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mara.\n- Pinnacle Software was founded in 2014.\n- Omar works for Meridian Bank.\n- Helios Logistics was founded in 2011.\n- Meridian Bank was founded in 1976.\n- Elena works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1977.\n- Helios Logistics is headquartered in Valencia.\n- Zoya works for Meridian Bank.\n- Aisha reports to Felix.\n- Zoya reports to Elena.\n- Callum works for Pinnacle Software.\n- Aisha works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Deshawn reports to Zoya.\n- Elena reports to Viktor.\n- Viktor reports to Omar.\n- Leila reports to Deshawn.\n- Felix reports to Leila.\n- Leila works for Helios Logistics.\n- Omar reports to Callum.\n- Deshawn works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mara works for Helios Logistics.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Bruno reports to Leila.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tallinn.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Bruno.\n- Nadia works for Cedar Retail Group.\n- Deshawn works for Atlas Freight.\n- Felix works for Beacon Insurance.\n- Atlas Freight was founded in 1999.\n- Felix reports to Nadia.\n- Bluepine Aviation was founded in 1978.\n- Viktor works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Lyon.\n- Mei reports to Ravi.\n- Cedar Retail Group was founded in 1984.\n- Leila reports to Viktor.\n- Ravi reports to Anders.\n- Beacon Insurance was founded in 2015.\n- Leila works for Bluepine Aviation.\n- Anders reports to Dmitri.\n- Anders works for Atlas Freight.\n- Dmitri works for Cedar Retail Group.\n- Nadia reports to Ingrid.\n- Ingrid reports to Mei.\n- Dmitri reports to Aisha.\n- Bruno works for Bluepine Aviation.\n- Ingrid works for Cedar Retail Group.\n- Viktor reports to Deshawn.\n- Cedar Retail Group is headquartered in Turku.\n- Bluepine Aviation is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Chiara reports to Viktor.\n- Lucia reports to Ravi.\n- Lucia works for Meridian Bank.\n- Cobalt Health was founded in 1977.\n- Crescent Telecom was founded in 1977.\n- Ravi works for Crescent Telecom.\n- Meridian Bank is headquartered in Oslo.\n- Ravi reports to Mateo.\n- Atlas Freight was founded in 2012.\n- Mateo reports to Bruno.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Mei works for Meridian Bank.\n- Aisha works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Bruno reports to Hana.\n- Hana works for Crescent Telecom.\n- Hana reports to Aisha.\n- Bruno works for Cobalt Health.\n- Viktor reports to Deshawn.\n- Deshawn reports to Lucia.\n- Meridian Bank was founded in 2011.\n- Deshawn works for Crescent Telecom.\n- Aisha reports to Mei.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21986", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-21987", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1987.\n- Crescent Telecom is headquartered in Leeds.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 2014.\n- Pinnacle Software was founded in 1978.\n- Meridian Bank was founded in 1992.\n- Wren reports to Amara.\n- Emeka works for Crescent Telecom.\n- Pinnacle Software is headquartered in Leeds.\n- Amara reports to Ravi.\n- Ravi works for Pinnacle Software.\n- Lucia reports to Tobias.\n- Zoya works for Cobalt Health.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias reports to Wren.\n- Wren works for Meridian Bank.\n- Emeka reports to Leila.\n- Ravi reports to Emeka.\n- Amara works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Zoya reports to Priya.\n- Sanne reports to Lucia.\n- Leila works for Pinnacle Software.\n- Priya works for Meridian Bank.\n- Leila reports to Zoya.\n- Lucia works for Pinnacle Software.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-21989", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1907: employee Tobias K., hired 18 January 2023, separated 02 February 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1907?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Tessa reports to Priya.\n- Anders works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Helios Logistics is headquartered in Bergen.\n- Mateo works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Mara works for Vantage Air.\n- Anders reports to Felix.\n- Mateo reports to Tobias.\n- Priya reports to Mara.\n- Sanne reports to Leila.\n- Helios Logistics was founded in 1977.\n- Bruno works for Helios Logistics.\n- Priya works for Vantage Air.\n- Felix reports to Mateo.\n- Bruno reports to Tessa.\n- Vantage Air was founded in 1987.\n- Mara reports to Sanne.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Bergen.\n- Leila reports to Aisha.\n- Aisha reports to Anders.\n- Fernhill Foods is headquartered in Bergen.\n- Bluepine Aviation was founded in 1999.\n- Yuki reports to Bruno.\n- Fernhill Foods was founded in 2005.\n- Leila works for Bluepine Aviation.\n- Tessa works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Porto.\n- Yuki works for Northwind Systems.\n- Priya reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Zoya reports to Omar.\n- Ironwood Manufacturing was founded in 1992.\n- Mateo reports to Tobias.\n- Lattice Analytics was founded in 2003.\n- Hana works for Ironwood Manufacturing.\n- Felix works for Cedar Retail Group.\n- Tobias reports to Callum.\n- Northwind Systems is headquartered in Adelaide.\n- Felix reports to Hana.\n- Zoya works for Ironwood Manufacturing.\n- Lucia reports to Mara.\n- Tobias works for Cedar Retail Group.\n- Mei works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Omar reports to Mei.\n- Callum works for Ironwood Manufacturing.\n- Priya works for Northwind Systems.\n- Mei reports to Felix.\n- Omar works for Northwind Systems.\n- Yuki reports to Priya.\n- Callum reports to Zoya.\n- Hana reports to Lucia.\n- Cedar Retail Group was founded in 1999.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Northwind Systems was founded in 1976.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-21992", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4418: employee Sanne R., hired 25 February 2021, separated 21 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4418?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-21993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Stefan.\n- Stefan reports to Elena.\n- Pablo reports to Yuki.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Helios Logistics was founded in 1990.\n- Ravi works for Pinnacle Software.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki reports to Ingrid.\n- Elena works for Northwind Systems.\n- Stefan works for Pinnacle Software.\n- Ravi reports to Dmitri.\n- Jonas works for Northwind Systems.\n- Lattice Analytics was founded in 1995.\n- Northwind Systems is headquartered in Adelaide.\n- Dmitri reports to Pablo.\n- Dmitri works for Northwind Systems.\n- Pinnacle Software is headquartered in Tampere.\n- Helios Logistics is headquartered in Leeds.\n- Pinnacle Software was founded in 1981.\n- Elena reports to Ravi.\n- Yuki works for Lattice Analytics.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-21994", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-21995", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-21996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Kenji.\n- Cobalt Health is headquartered in Nagoya.\n- Deshawn reports to Ingrid.\n- Pinnacle Software was founded in 2005.\n- Fernhill Foods was founded in 1979.\n- Omar reports to Mei.\n- Crescent Telecom was founded in 1980.\n- Bruno reports to Tessa.\n- Emeka works for Cobalt Health.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Emeka.\n- Mei reports to Pablo.\n- Pablo works for Cobalt Health.\n- Fernhill Foods is headquartered in Nagoya.\n- Omar works for Cobalt Health.\n- Ingrid works for Pinnacle Software.\n- Cobalt Health was founded in 2007.\n- Pinnacle Software is headquartered in Brno.\n- Pablo reports to Bruno.\n- Tessa reports to Wren.\n- Wren works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Kenji works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Crescent Telecom is headquartered in Adelaide.\n- Bruno works for Pinnacle Software.\n- Emeka reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-21997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Wren reports to Viktor.\n- Viktor reports to Deshawn.\n- Kenji works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Deshawn works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Elena reports to Ingrid.\n- Amara works for Cobalt Health.\n- Anders works for Fernhill Foods.\n- Anders reports to Mateo.\n- Meridian Bank was founded in 1982.\n- Viktor works for Fernhill Foods.\n- Bruno reports to Amara.\n- Wren works for Fernhill Foods.\n- Kenji reports to Anders.\n- Deshawn reports to Bruno.\n- Cobalt Health was founded in 1992.\n- Hana reports to Wren.\n- Fernhill Foods is headquartered in Porto.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Elena.\n- Hana works for Cobalt Health.\n- Helios Logistics was founded in 1991.\n- Ingrid reports to Hana.\n- Bruno works for Meridian Bank.\n- Fernhill Foods was founded in 2014.\n- Cobalt Health is headquartered in Austin.\n- Elena works for Meridian Bank.\n- Mateo reports to Dmitri.\n- Helios Logistics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-21998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Crescent Telecom is headquartered in Brno.\n- Leila works for Crescent Telecom.\n- Deshawn reports to Zoya.\n- Yuki reports to Elena.\n- Lattice Analytics is headquartered in Oslo.\n- Pinnacle Software was founded in 1998.\n- Pinnacle Software is headquartered in Leeds.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom was founded in 1975.\n- Sanne reports to Tobias.\n- Lattice Analytics was founded in 1986.\n- Elena works for Lattice Analytics.\n- Nadia reports to Leila.\n- Leila reports to Yuki.\n- Tobias reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Sanne works for Crescent Telecom.\n- Yuki works for Summit Energy.\n- Nadia works for Crescent Telecom.\n- Elena reports to Sanne.\n- Zoya works for Crescent Telecom.\n- Summit Energy was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-21999", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22000", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 7997, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Leila works for Cedar Retail Group.\n- Amara works for Meridian Bank.\n- Kenji reports to Tessa.\n- Hana reports to Amara.\n- Hana works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tessa works for Northwind Systems.\n- Priya works for Cedar Retail Group.\n- Northwind Systems was founded in 1997.\n- Cedar Retail Group is headquartered in Adelaide.\n- Elena reports to Kenji.\n- Tessa reports to Viktor.\n- Amara reports to Leila.\n- Sofia reports to Hana.\n- Northwind Systems is headquartered in Lyon.\n- Priya reports to Elena.\n- Viktor reports to Pablo.\n- Pablo reports to Sofia.\n- Viktor works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2001.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2011.\n- Elena works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22002", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22003", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7489: employee Viktor B., hired 03 October 2021, separated 22 January 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-7489 under the controlling rules.", "criteria": {"0": "$19,038", "1": "$82,000", "2": "$19,423", "3": "$18,923"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Hana works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tampere.\n- Cobalt Health was founded in 1981.\n- Amara reports to Omar.\n- Kenji works for Vantage Air.\n- Amara works for Bluepine Aviation.\n- Hana reports to Amara.\n- Pablo reports to Yuki.\n- Kenji reports to Mara.\n- Bluepine Aviation was founded in 1978.\n- Mara works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Yuki reports to Deshawn.\n- Helios Logistics was founded in 1995.\n- Helios Logistics is headquartered in Halifax.\n- Omar reports to Pablo.\n- Cobalt Health is headquartered in Tampere.\n- Deshawn reports to Kenji.\n- Vantage Air was founded in 2005.\n- Omar works for Bluepine Aviation.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Aisha.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia reports to Yuki.\n- Leila reports to Priya.\n- Ingrid works for Bluepine Aviation.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics was founded in 1983.\n- Lattice Analytics is headquartered in Brno.\n- Amara works for Meridian Bank.\n- Bluepine Aviation was founded in 1987.\n- Aisha works for Bluepine Aviation.\n- Viktor reports to Mei.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Viktor works for Lattice Analytics.\n- Leila works for Meridian Bank.\n- Yuki reports to Amara.\n- Mei reports to Jonas.\n- Priya reports to Nadia.\n- Aisha reports to Viktor.\n- Jonas works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Jonas reports to Ingrid.\n- Meridian Bank was founded in 2003.\n- Cedar Retail Group was founded in 2004.\n- Priya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Summit Energy.\n- Mei reports to Ingrid.\n- Wren works for Vantage Air.\n- Bluepine Aviation was founded in 1989.\n- Ravi reports to Stefan.\n- Wren reports to Elena.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Oslo.\n- Kenji reports to Amara.\n- Mara works for Lattice Analytics.\n- Tessa reports to Ravi.\n- Zoya reports to Mei.\n- Stefan reports to Mara.\n- Summit Energy was founded in 2011.\n- Ingrid works for Lattice Analytics.\n- Mara reports to Kenji.\n- Mei works for Summit Energy.\n- Stefan works for Lattice Analytics.\n- Ingrid reports to Hana.\n- Hana works for Vantage Air.\n- Lattice Analytics was founded in 2011.\n- Zoya works for Lattice Analytics.\n- Amara reports to Zoya.\n- Vantage Air was founded in 2013.\n- Elena works for Bluepine Aviation.\n- Amara works for Lattice Analytics.\n- Vantage Air is headquartered in Porto.\n- Summit Energy is headquartered in Lyon.\n- Ravi works for Bluepine Aviation.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Beacon Insurance was founded in 2002.\n- Tobias reports to Ingrid.\n- Deshawn reports to Mara.\n- Crescent Telecom is headquartered in Brno.\n- Lucia reports to Viktor.\n- Crescent Telecom was founded in 2009.\n- Deshawn works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Emeka reports to Sofia.\n- Mara reports to Omar.\n- Leila works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Omar reports to Emeka.\n- Sofia reports to Lucia.\n- Omar works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Ingrid reports to Zoya.\n- Viktor reports to Tobias.\n- Meridian Bank was founded in 1994.\n- Sofia works for Beacon Insurance.\n- Fernhill Foods was founded in 1987.\n- Nadia reports to Deshawn.\n- Zoya works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Zoya reports to Leila.\n- Mara works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Fernhill Foods is headquartered in Valencia.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Ravi works for Ironwood Manufacturing.\n- Summit Energy was founded in 1990.\n- Summit Energy is headquartered in Dunedin.\n- Priya works for Lattice Analytics.\n- Mateo reports to Emeka.\n- Priya reports to Viktor.\n- Dmitri reports to Ravi.\n- Kenji reports to Priya.\n- Mateo works for Ironwood Manufacturing.\n- Dmitri works for Summit Energy.\n- Mara works for Summit Energy.\n- Ironwood Manufacturing was founded in 1993.\n- Viktor reports to Dmitri.\n- Mara reports to Kenji.\n- Cobalt Health was founded in 1976.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Mara.\n- Emeka reports to Chiara.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health is headquartered in Leeds.\n- Emeka works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Lucia works for Cobalt Health.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Lattice Analytics was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Dmitri.\n- Elena works for Atlas Freight.\n- Leila reports to Pablo.\n- Pablo reports to Emeka.\n- Stefan works for Northwind Systems.\n- Tobias reports to Elena.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha reports to Yuki.\n- Aisha works for Northwind Systems.\n- Viktor reports to Stefan.\n- Dmitri reports to Viktor.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight was founded in 2000.\n- Tobias works for Atlas Freight.\n- Stefan reports to Tobias.\n- Leila works for Atlas Freight.\n- Pablo works for Pinnacle Software.\n- Viktor works for Northwind Systems.\n- Beacon Insurance was founded in 2011.\n- Northwind Systems was founded in 2012.\n- Atlas Freight is headquartered in Ghent.\n- Dmitri works for Pinnacle Software.\n- Emeka reports to Aisha.\n- Pinnacle Software was founded in 1998.\n- Yuki works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Chiara reports to Sofia.\n- Wren works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.\n- Dmitri reports to Felix.\n- Sofia reports to Wren.\n- Summit Energy is headquartered in Austin.\n- Mateo reports to Zoya.\n- Chiara works for Lattice Analytics.\n- Hana reports to Mei.\n- Mara reports to Leila.\n- Mateo works for Atlas Freight.\n- Crescent Telecom is headquartered in Ghent.\n- Zoya works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Lattice Analytics was founded in 1989.\n- Leila reports to Chiara.\n- Dmitri works for Atlas Freight.\n- Leila works for Summit Energy.\n- Felix reports to Mara.\n- Summit Energy was founded in 1998.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 1993.\n- Hana works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Felix works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Zoya reports to Pablo.\n- Wren reports to Mateo.\n- Atlas Freight was founded in 2014.\n- Mei reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22011", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22012", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "play_music", "3": "control_lights", "4": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22013", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22014", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4617: employee Viktor T., hired 25 October 2022, separated 27 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4617?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4617 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22015", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22016", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 89590 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22017", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22018", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Bruno.\n- Tessa reports to Amara.\n- Priya reports to Lucia.\n- Northwind Systems was founded in 2006.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 1975.\n- Amara reports to Dmitri.\n- Lucia reports to Omar.\n- Vantage Air was founded in 2009.\n- Priya works for Atlas Freight.\n- Northwind Systems is headquartered in Basel.\n- Omar works for Atlas Freight.\n- Bruno reports to Chiara.\n- Helios Logistics was founded in 1980.\n- Amara works for Helios Logistics.\n- Vantage Air is headquartered in Basel.\n- Bruno works for Vantage Air.\n- Helios Logistics is headquartered in Basel.\n- Omar reports to Tessa.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1989.\n- Emeka reports to Omar.\n- Callum reports to Mara.\n- Bruno reports to Sanne.\n- Bluepine Aviation is headquartered in Basel.\n- Sanne reports to Nadia.\n- Bruno works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Basel.\n- Dmitri reports to Aisha.\n- Lattice Analytics was founded in 2007.\n- Sanne works for Lattice Analytics.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Aisha reports to Amara.\n- Amara reports to Bruno.\n- Callum works for Northwind Systems.\n- Nadia works for Bluepine Aviation.\n- Dmitri works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1999.\n- Mara reports to Emeka.\n- Bluepine Aviation was founded in 2013.\n- Lattice Analytics is headquartered in Halifax.\n- Mara works for Northwind Systems.\n- Emeka works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Omar reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22021", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2939: employee Wren R., hired 21 October 2020, separated 01 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2939?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Summit Energy.\n- Northwind Systems is headquartered in Basel.\n- Vantage Air is headquartered in Tampere.\n- Callum reports to Kenji.\n- Stefan works for Summit Energy.\n- Emeka reports to Lucia.\n- Stefan reports to Zoya.\n- Anders reports to Stefan.\n- Fernhill Foods was founded in 1989.\n- Elena reports to Tessa.\n- Vantage Air was founded in 2011.\n- Kenji reports to Anders.\n- Elena works for Northwind Systems.\n- Anders works for Summit Energy.\n- Kenji works for Northwind Systems.\n- Summit Energy was founded in 2015.\n- Summit Energy is headquartered in Ghent.\n- Northwind Systems was founded in 1982.\n- Tessa works for Summit Energy.\n- Nadia works for Summit Energy.\n- Callum works for Summit Energy.\n- Lucia reports to Elena.\n- Fernhill Foods is headquartered in Austin.\n- Zoya reports to Emeka.\n- Lucia works for Vantage Air.\n- Nadia reports to Callum.\n- Zoya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22023", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7889: employee Lucia K., hired 31 August 2020, separated 02 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7889?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Ingrid works for Pinnacle Software.\n- Chiara works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Anders reports to Nadia.\n- Yuki reports to Omar.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Anders.\n- Pinnacle Software was founded in 2005.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 2010.\n- Leila reports to Bruno.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Sofia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Leeds.\n- Nadia reports to Chiara.\n- Chiara reports to Yuki.\n- Emeka reports to Aisha.\n- Nadia works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Sofia reports to Emeka.\n- Mara reports to Ingrid.\n- Leila works for Pinnacle Software.\n- Emeka works for Cedar Retail Group.\n- Omar reports to Sofia.\n- Bluepine Aviation was founded in 1984.\n- Aisha reports to Mara.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22025", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1096: employee Mateo S., hired 12 April 2020, separated 08 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1096?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Nadia.\n- Pinnacle Software was founded in 2000.\n- Kenji works for Lattice Analytics.\n- Helios Logistics was founded in 2015.\n- Priya reports to Jonas.\n- Leila reports to Pablo.\n- Priya works for Helios Logistics.\n- Jonas reports to Tessa.\n- Anders works for Helios Logistics.\n- Pablo works for Lattice Analytics.\n- Summit Energy was founded in 2002.\n- Nadia works for Pinnacle Software.\n- Stefan works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Felix reports to Kenji.\n- Nadia reports to Leila.\n- Stefan reports to Priya.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Summit Energy is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Kenji reports to Anders.\n- Pinnacle Software is headquartered in Dunedin.\n- Lattice Analytics was founded in 1976.\n- Tessa works for Lattice Analytics.\n- Tessa reports to Felix.\n- Leila works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22027", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22028", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22029", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22030", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7566: employee Mei T., hired 11 September 2022, separated 15 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7566?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22031", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22033", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 May 2023): For employees hired on or after 23 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7884: employee Bruno R., hired 20 December 2021, separated 16 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7884?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22034", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5679: employee Emeka R., hired 19 February 2021, separated 04 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5679?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22035", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4971: employee Felix S., hired 18 January 2024, separated 09 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4971?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Brno.\n- Pablo reports to Viktor.\n- Viktor works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Northwind Systems is headquartered in Brno.\n- Priya reports to Deshawn.\n- Mei reports to Pablo.\n- Viktor reports to Hana.\n- Yuki reports to Priya.\n- Anders works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Hana reports to Lucia.\n- Deshawn reports to Anders.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 2008.\n- Crescent Telecom was founded in 1993.\n- Ravi reports to Mei.\n- Mei works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Anders reports to Nadia.\n- Lucia works for Cobalt Health.\n- Tobias works for Northwind Systems.\n- Nadia reports to Ravi.\n- Tobias reports to Yuki.\n- Beacon Insurance was founded in 1998.\n- Pablo works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Northwind Systems was founded in 1978.\n- Priya works for Crescent Telecom.\n- Beacon Insurance is headquartered in Turku.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22037", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22038", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7990: employee Leila S., hired 22 July 2023, separated 05 December 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2025-7990 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$7,000", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22039", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Priya works for Cedar Retail Group.\n- Hana works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Amara reports to Anders.\n- Crescent Telecom was founded in 2002.\n- Lattice Analytics is headquartered in Bergen.\n- Pinnacle Software is headquartered in Ghent.\n- Amara works for Pinnacle Software.\n- Lattice Analytics was founded in 2002.\n- Bruno reports to Sofia.\n- Hana reports to Bruno.\n- Deshawn works for Lattice Analytics.\n- Callum reports to Priya.\n- Pinnacle Software was founded in 1990.\n- Crescent Telecom is headquartered in Tallinn.\n- Anders reports to Omar.\n- Bruno works for Cedar Retail Group.\n- Sofia reports to Amara.\n- Mei works for Lattice Analytics.\n- Mei reports to Hana.\n- Omar reports to Deshawn.\n- Priya reports to Mei.\n- Sofia works for Cedar Retail Group.\n- Anders works for Crescent Telecom.\n- Omar works for Pinnacle Software.\n- Cedar Retail Group was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22041", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5100: employee Viktor B., hired 29 May 2023, separated 11 December 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-5100 under the controlling rules.", "criteria": {"0": "$3,125", "1": "$3,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22042", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 30 December 2022): For employees hired on or after 30 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3163: employee Mei M., hired 16 July 2019, separated 24 February 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3163?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Tessa reports to Nadia.\n- Zoya works for Bluepine Aviation.\n- Kenji works for Lattice Analytics.\n- Nadia reports to Omar.\n- Cedar Retail Group is headquartered in Halifax.\n- Kenji reports to Zoya.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Summit Energy.\n- Lattice Analytics is headquartered in Lyon.\n- Lattice Analytics was founded in 2011.\n- Anders works for Lattice Analytics.\n- Viktor reports to Tessa.\n- Cedar Retail Group was founded in 1994.\n- Omar works for Cedar Retail Group.\n- Anders reports to Leila.\n- Ingrid reports to Wren.\n- Wren reports to Viktor.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya reports to Ingrid.\n- Bluepine Aviation was founded in 1997.\n- Ingrid works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Summit Energy was founded in 2003.\n- Leila reports to Kenji.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22044", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22045", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22046", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22047", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Omar works for Atlas Freight.\n- Ingrid reports to Tobias.\n- Crescent Telecom was founded in 1981.\n- Felix works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1986.\n- Pablo reports to Nadia.\n- Sanne reports to Ingrid.\n- Felix reports to Sanne.\n- Atlas Freight is headquartered in Bergen.\n- Omar reports to Chiara.\n- Chiara reports to Deshawn.\n- Atlas Freight was founded in 1999.\n- Nadia reports to Omar.\n- Pablo works for Crescent Telecom.\n- Deshawn works for Meridian Bank.\n- Tobias reports to Pablo.\n- Anders reports to Felix.\n- Ingrid works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Meridian Bank was founded in 1976.\n- Chiara works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias works for Meridian Bank.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22049", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22050", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "check_status", "3": "claim_luggage", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Kenji.\n- Aisha works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Zoya reports to Ingrid.\n- Leila reports to Viktor.\n- Mara works for Northwind Systems.\n- Hana reports to Aisha.\n- Viktor reports to Dmitri.\n- Ingrid works for Cobalt Health.\n- Kenji reports to Zoya.\n- Northwind Systems is headquartered in Tallinn.\n- Aisha reports to Nadia.\n- Zoya works for Vantage Air.\n- Nadia reports to Mara.\n- Leila works for Crescent Telecom.\n- Northwind Systems was founded in 1977.\n- Crescent Telecom was founded in 2005.\n- Hana works for Northwind Systems.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Mara reports to Leila.\n- Cobalt Health was founded in 1994.\n- Vantage Air is headquartered in Nagoya.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Crescent Telecom was founded in 1981.\n- Nadia reports to Elena.\n- Summit Energy was founded in 2010.\n- Ravi works for Vantage Air.\n- Summit Energy is headquartered in Basel.\n- Omar reports to Felix.\n- Tobias reports to Ravi.\n- Wren reports to Chiara.\n- Chiara reports to Tessa.\n- Felix reports to Wren.\n- Elena works for Ironwood Manufacturing.\n- Sofia reports to Bruno.\n- Vantage Air was founded in 1995.\n- Pablo works for Crescent Telecom.\n- Elena reports to Pablo.\n- Tessa works for Crescent Telecom.\n- Chiara works for Summit Energy.\n- Nadia works for Vantage Air.\n- Crescent Telecom is headquartered in Cork.\n- Vantage Air is headquartered in Tallinn.\n- Bruno reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Crescent Telecom.\n- Ravi reports to Nadia.\n- Tessa reports to Sofia.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bruno works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22053", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 December 2022): For employees hired on or after 02 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7833: employee Anders R., hired 07 September 2022, separated 07 June 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7833?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22054", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22055", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 28695\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Hana.\n- Beacon Insurance is headquartered in Leeds.\n- Leila works for Ironwood Manufacturing.\n- Kenji reports to Mara.\n- Tessa works for Crescent Telecom.\n- Priya reports to Zoya.\n- Ironwood Manufacturing is headquartered in Cork.\n- Elena reports to Felix.\n- Wren works for Ironwood Manufacturing.\n- Hana works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Leila reports to Wren.\n- Priya works for Beacon Insurance.\n- Chiara works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya reports to Elena.\n- Zoya works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1989.\n- Crescent Telecom is headquartered in Cork.\n- Callum works for Crescent Telecom.\n- Tessa reports to Leila.\n- Lattice Analytics was founded in 1977.\n- Hana reports to Chiara.\n- Elena works for Beacon Insurance.\n- Felix works for Lattice Analytics.\n- Callum reports to Kenji.\n- Ironwood Manufacturing was founded in 2007.\n- Beacon Insurance was founded in 2006.\n- Mara works for Beacon Insurance.\n- Wren reports to Callum.\n- Felix reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22057", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7788: employee Wren T., hired 08 February 2022, separated 09 December 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7788?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Sofia works for Cobalt Health.\n- Crescent Telecom is headquartered in Bergen.\n- Cobalt Health was founded in 1976.\n- Elena works for Crescent Telecom.\n- Cobalt Health is headquartered in Bergen.\n- Stefan works for Crescent Telecom.\n- Dmitri reports to Mei.\n- Fernhill Foods is headquartered in Brno.\n- Meridian Bank is headquartered in Bergen.\n- Tobias reports to Sofia.\n- Zoya reports to Dmitri.\n- Elena reports to Stefan.\n- Fernhill Foods was founded in 1988.\n- Tobias works for Crescent Telecom.\n- Zoya works for Cobalt Health.\n- Leila reports to Yuki.\n- Sofia reports to Leila.\n- Mateo reports to Zoya.\n- Crescent Telecom was founded in 1999.\n- Stefan reports to Tobias.\n- Leila works for Crescent Telecom.\n- Yuki reports to Mateo.\n- Mei works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Yuki works for Crescent Telecom.\n- Dmitri works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1997", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Lucia.\n- Helios Logistics was founded in 2000.\n- Aisha works for Cobalt Health.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health is headquartered in Halifax.\n- Helios Logistics is headquartered in Halifax.\n- Vantage Air was founded in 2008.\n- Felix reports to Sofia.\n- Amara works for Cobalt Health.\n- Aisha reports to Amara.\n- Tobias reports to Elena.\n- Callum works for Summit Energy.\n- Sofia reports to Aisha.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1982.\n- Zoya reports to Felix.\n- Cobalt Health was founded in 1985.\n- Viktor reports to Callum.\n- Elena reports to Viktor.\n- Callum reports to Zoya.\n- Zoya works for Summit Energy.\n- Felix works for Vantage Air.\n- Lucia works for Summit Energy.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Tobias works for Helios Logistics.\n- Sofia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22060", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim", "4": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Priya reports to Pablo.\n- Sofia reports to Bruno.\n- Lattice Analytics was founded in 1996.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Stefan reports to Sofia.\n- Kenji works for Vantage Air.\n- Vantage Air was founded in 1992.\n- Yuki works for Lattice Analytics.\n- Kenji reports to Priya.\n- Vantage Air is headquartered in Turku.\n- Anders works for Lattice Analytics.\n- Anders reports to Stefan.\n- Stefan works for Vantage Air.\n- Bruno works for Lattice Analytics.\n- Yuki reports to Kenji.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 2015.\n- Northwind Systems was founded in 2015.\n- Northwind Systems is headquartered in Cork.\n- Pablo reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Anders reports to Kenji.\n- Mateo works for Bluepine Aviation.\n- Jonas works for Vantage Air.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 1990.\n- Sofia works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Bluepine Aviation was founded in 1988.\n- Jonas reports to Bruno.\n- Tessa works for Bluepine Aviation.\n- Kenji reports to Tessa.\n- Bruno reports to Mateo.\n- Yuki works for Cobalt Health.\n- Bluepine Aviation is headquartered in Porto.\n- Vantage Air was founded in 2008.\n- Elena works for Bluepine Aviation.\n- Zoya works for Cobalt Health.\n- Yuki reports to Sofia.\n- Vantage Air is headquartered in Halifax.\n- Tessa reports to Yuki.\n- Cobalt Health is headquartered in Porto.\n- Sofia reports to Elena.\n- Bruno works for Vantage Air.\n- Mateo reports to Anders.\n- Elena reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22063", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1980.\n- Yuki reports to Nadia.\n- Felix reports to Anders.\n- Sofia works for Vantage Air.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sofia reports to Felix.\n- Yuki works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 2014.\n- Vantage Air is headquartered in Oslo.\n- Mateo works for Bluepine Aviation.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Anders reports to Mateo.\n- Nadia reports to Sofia.\n- Nadia works for Lattice Analytics.\n- Mateo reports to Tessa.\n- Vantage Air was founded in 2005.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22065", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 September 2022): For employees hired on or after 26 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4235: employee Jonas S., hired 01 September 2021, separated 24 May 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4235?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22066", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1992.\n- Cedar Retail Group is headquartered in Halifax.\n- Wren reports to Lucia.\n- Ravi works for Ironwood Manufacturing.\n- Mei works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2012.\n- Viktor reports to Mei.\n- Viktor works for Summit Energy.\n- Yuki reports to Amara.\n- Ravi reports to Mateo.\n- Leila works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Mei reports to Aisha.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Lucia reports to Yuki.\n- Summit Energy was founded in 1975.\n- Leila reports to Tobias.\n- Wren works for Summit Energy.\n- Cedar Retail Group was founded in 1992.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Yuki works for Summit Energy.\n- Bluepine Aviation is headquartered in Leeds.\n- Bruno reports to Leila.\n- Amara works for Bluepine Aviation.\n- Aisha reports to Wren.\n- Lucia works for Ironwood Manufacturing.\n- Tobias reports to Viktor.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Priya works for Ironwood Manufacturing.\n- Amara reports to Wren.\n- Priya reports to Sofia.\n- Omar works for Vantage Air.\n- Wren works for Vantage Air.\n- Jonas reports to Kenji.\n- Vantage Air was founded in 2005.\n- Wren reports to Chiara.\n- Omar reports to Priya.\n- Pinnacle Software was founded in 2010.\n- Pinnacle Software is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air is headquartered in Tallinn.\n- Jonas works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2004.\n- Kenji reports to Omar.\n- Chiara works for Vantage Air.\n- Lattice Analytics was founded in 1996.\n- Chiara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22069", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22070", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8239: employee Callum B., hired 19 March 2022, separated 15 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8239?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22071", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22072", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2013.\n- Elena reports to Hana.\n- Pablo works for Cobalt Health.\n- Deshawn reports to Tessa.\n- Northwind Systems is headquartered in Lyon.\n- Deshawn works for Beacon Insurance.\n- Sanne reports to Bruno.\n- Lattice Analytics was founded in 1983.\n- Sofia reports to Elena.\n- Cobalt Health is headquartered in Valencia.\n- Nadia works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Lyon.\n- Hana reports to Pablo.\n- Callum works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Bruno reports to Yuki.\n- Yuki reports to Sofia.\n- Yuki works for Beacon Insurance.\n- Callum reports to Stefan.\n- Tessa reports to Sanne.\n- Northwind Systems was founded in 1993.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Hana works for Beacon Insurance.\n- Sanne works for Lattice Analytics.\n- Cobalt Health was founded in 2013.\n- Stefan reports to Deshawn.\n- Nadia reports to Callum.\n- Stefan works for Northwind Systems.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22074", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7622: employee Elena B., hired 10 January 2023, separated 05 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7622?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22075", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2927: employee Sanne R., hired 14 April 2022, separated 29 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2927?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Viktor reports to Callum.\n- Nadia reports to Tessa.\n- Hana reports to Mei.\n- Lucia reports to Kenji.\n- Pablo works for Summit Energy.\n- Anders works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Kenji reports to Anders.\n- Omar works for Ironwood Manufacturing.\n- Vantage Air was founded in 2012.\n- Kenji works for Summit Energy.\n- Callum reports to Dmitri.\n- Cedar Retail Group was founded in 2014.\n- Omar reports to Lucia.\n- Nadia works for Summit Energy.\n- Hana works for Ironwood Manufacturing.\n- Tessa reports to Pablo.\n- Cedar Retail Group is headquartered in Valencia.\n- Tessa works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1999.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Summit Energy is headquartered in Nagoya.\n- Mei reports to Nadia.\n- Pablo reports to Omar.\n- Mei works for Vantage Air.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Hana.\n- Viktor works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22077", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6375: employee Zoya T., hired 13 July 2019, separated 19 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6375?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6375 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22078", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 September 2022): For employees hired on or after 15 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7072: employee Mara A., hired 06 June 2019, separated 12 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7072?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22079", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22081", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1774: employee Wren B., hired 29 June 2020, separated 07 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1774?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22082", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22083", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22084", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6641: employee Viktor T., hired 23 September 2023, separated 20 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6641?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22085", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5867: employee Hana M., hired 30 October 2020, separated 16 May 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-5867 under the controlling rules.", "criteria": {"0": "$20,100", "1": "$84,933", "2": "$19,688", "3": "$19,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22086", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22087", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8790: employee Pablo A., hired 05 December 2022, separated 08 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8790?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22088", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22089", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Nagoya.\n- Jonas reports to Ingrid.\n- Kenji reports to Mei.\n- Ingrid reports to Felix.\n- Mara reports to Kenji.\n- Vantage Air is headquartered in Cork.\n- Kenji works for Meridian Bank.\n- Tobias works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Meridian Bank is headquartered in Lyon.\n- Ingrid works for Northwind Systems.\n- Mei works for Helios Logistics.\n- Meridian Bank was founded in 1985.\n- Stefan works for Northwind Systems.\n- Tessa works for Helios Logistics.\n- Northwind Systems is headquartered in Cork.\n- Tobias reports to Callum.\n- Callum reports to Jonas.\n- Mara works for Meridian Bank.\n- Vantage Air was founded in 2003.\n- Felix reports to Stefan.\n- Felix works for Meridian Bank.\n- Stefan reports to Mara.\n- Tessa reports to Tobias.\n- Helios Logistics was founded in 1975.\n- Pablo reports to Tessa.\n- Jonas works for Helios Logistics.\n- Mei reports to Ravi.\n- Northwind Systems was founded in 1977.\n- Callum works for Vantage Air.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22091", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Leila works for Vantage Air.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Lyon.\n- Ravi reports to Pablo.\n- Chiara reports to Deshawn.\n- Elena works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn reports to Elena.\n- Sofia reports to Leila.\n- Deshawn works for Ironwood Manufacturing.\n- Leila reports to Priya.\n- Atlas Freight is headquartered in Nagoya.\n- Priya reports to Nadia.\n- Vantage Air was founded in 2005.\n- Viktor reports to Ravi.\n- Chiara works for Ironwood Manufacturing.\n- Emeka works for Atlas Freight.\n- Helios Logistics was founded in 1997.\n- Elena reports to Sofia.\n- Zoya reports to Chiara.\n- Ironwood Manufacturing was founded in 1991.\n- Ravi works for Vantage Air.\n- Atlas Freight was founded in 2014.\n- Nadia reports to Emeka.\n- Viktor works for Helios Logistics.\n- Zoya works for Atlas Freight.\n- Emeka reports to Viktor.\n- Sofia works for Ironwood Manufacturing.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Beacon Insurance was founded in 1982.\n- Dmitri works for Beacon Insurance.\n- Tobias reports to Tessa.\n- Beacon Insurance is headquartered in Brno.\n- Sanne works for Cobalt Health.\n- Felix reports to Mara.\n- Tobias works for Beacon Insurance.\n- Aisha works for Meridian Bank.\n- Mara reports to Ravi.\n- Tessa reports to Mateo.\n- Deshawn reports to Tobias.\n- Cobalt Health is headquartered in Oslo.\n- Ravi works for Cobalt Health.\n- Ravi reports to Dmitri.\n- Cobalt Health was founded in 1986.\n- Aisha reports to Sanne.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo reports to Felix.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Sanne reports to Deshawn.\n- Ironwood Manufacturing was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22094", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1360: employee Leila R., hired 22 January 2023, separated 12 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1360?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Hana.\n- Hana reports to Viktor.\n- Yuki works for Atlas Freight.\n- Viktor works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Bluepine Aviation was founded in 1996.\n- Fernhill Foods was founded in 1999.\n- Deshawn works for Atlas Freight.\n- Elena reports to Deshawn.\n- Jonas reports to Aisha.\n- Bruno reports to Elena.\n- Elena works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Porto.\n- Aisha reports to Bruno.\n- Jonas works for Fernhill Foods.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 1998.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Aisha works for Atlas Freight.\n- Fernhill Foods is headquartered in Austin.\n- Viktor reports to Yuki.\n- Atlas Freight was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22096", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9854: employee Callum M., hired 21 May 2022, separated 14 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9854?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Fernhill Foods.\n- Lucia reports to Deshawn.\n- Wren works for Vantage Air.\n- Zoya works for Atlas Freight.\n- Nadia reports to Viktor.\n- Wren reports to Elena.\n- Viktor works for Fernhill Foods.\n- Vantage Air is headquartered in Oslo.\n- Lucia works for Lattice Analytics.\n- Atlas Freight was founded in 2011.\n- Elena works for Fernhill Foods.\n- Felix works for Lattice Analytics.\n- Mara reports to Zoya.\n- Elena reports to Ravi.\n- Mara works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Sanne works for Atlas Freight.\n- Sanne reports to Wren.\n- Viktor reports to Felix.\n- Nadia works for Vantage Air.\n- Callum reports to Mara.\n- Fernhill Foods was founded in 2015.\n- Lattice Analytics is headquartered in Oslo.\n- Ravi reports to Nadia.\n- Vantage Air was founded in 2001.\n- Lattice Analytics was founded in 1981.\n- Fernhill Foods is headquartered in Oslo.\n- Atlas Freight is headquartered in Turku.\n- Zoya reports to Sanne.\n- Deshawn reports to Callum.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Atlas Freight is headquartered in Nagoya.\n- Emeka works for Beacon Insurance.\n- Felix works for Helios Logistics.\n- Yuki reports to Zoya.\n- Leila works for Helios Logistics.\n- Atlas Freight was founded in 1998.\n- Sanne reports to Ingrid.\n- Helios Logistics is headquartered in Nagoya.\n- Zoya works for Atlas Freight.\n- Jonas works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Zoya reports to Priya.\n- Yuki works for Helios Logistics.\n- Pablo reports to Mateo.\n- Sanne works for Beacon Insurance.\n- Ingrid reports to Yuki.\n- Felix reports to Emeka.\n- Mateo works for Atlas Freight.\n- Cedar Retail Group was founded in 1985.\n- Beacon Insurance was founded in 1995.\n- Priya reports to Felix.\n- Helios Logistics was founded in 2014.\n- Pablo works for Helios Logistics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Leila reports to Sanne.\n- Emeka reports to Jonas.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya works for Helios Logistics.\n- Ingrid works for Beacon Insurance.\n- Jonas reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Elena works for Vantage Air.\n- Bruno reports to Dmitri.\n- Hana works for Meridian Bank.\n- Dmitri works for Crescent Telecom.\n- Cobalt Health is headquartered in Lyon.\n- Nadia works for Vantage Air.\n- Crescent Telecom was founded in 2009.\n- Meridian Bank was founded in 1981.\n- Elena reports to Tobias.\n- Pablo reports to Mara.\n- Anders works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Mara works for Crescent Telecom.\n- Meridian Bank is headquartered in Lyon.\n- Leila reports to Stefan.\n- Deshawn reports to Nadia.\n- Stefan reports to Hana.\n- Dmitri reports to Pablo.\n- Crescent Telecom is headquartered in Austin.\n- Hana reports to Bruno.\n- Cobalt Health was founded in 2002.\n- Mara reports to Deshawn.\n- Pablo works for Vantage Air.\n- Leila works for Cobalt Health.\n- Tobias reports to Leila.\n- Anders reports to Elena.\n- Stefan works for Meridian Bank.\n- Vantage Air is headquartered in Leeds.\n- Deshawn works for Meridian Bank.\n- Vantage Air was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22100", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22101", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22102", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9782: employee Aisha R., hired 03 February 2021, separated 14 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9782?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22103", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22104", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1732: employee Deshawn R., hired 26 December 2021, separated 21 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1732?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22105", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22106", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4069: employee Deshawn S., hired 25 February 2020, separated 12 September 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4069?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22107", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4124: employee Chiara R., hired 10 March 2020, separated 05 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4124?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Viktor.\n- Sanne works for Helios Logistics.\n- Lattice Analytics is headquartered in Malmo.\n- Mateo reports to Nadia.\n- Aisha works for Northwind Systems.\n- Lattice Analytics was founded in 1979.\n- Nadia works for Lattice Analytics.\n- Mei works for Helios Logistics.\n- Mei reports to Mateo.\n- Helios Logistics was founded in 1987.\n- Bruno reports to Tobias.\n- Bruno works for Fernhill Foods.\n- Northwind Systems is headquartered in Halifax.\n- Tobias works for Helios Logistics.\n- Aisha reports to Bruno.\n- Northwind Systems was founded in 1989.\n- Viktor works for Fernhill Foods.\n- Amara works for Lattice Analytics.\n- Helios Logistics is headquartered in Ghent.\n- Sanne reports to Ravi.\n- Fernhill Foods was founded in 1988.\n- Ravi works for Fernhill Foods.\n- Mateo works for Helios Logistics.\n- Tobias reports to Sanne.\n- Viktor reports to Aisha.\n- Amara reports to Mei.\n- Fernhill Foods is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1986", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22109", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki works for Fernhill Foods.\n- Pablo works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Mateo reports to Pablo.\n- Cedar Retail Group is headquartered in Halifax.\n- Crescent Telecom was founded in 1978.\n- Yuki reports to Sanne.\n- Pablo reports to Mei.\n- Omar reports to Elena.\n- Wren reports to Omar.\n- Cedar Retail Group was founded in 1978.\n- Omar works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Fernhill Foods was founded in 2011.\n- Mara reports to Mateo.\n- Mei reports to Yuki.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Viktor reports to Mara.\n- Northwind Systems is headquartered in Halifax.\n- Sanne reports to Wren.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Chiara.\n- Chiara reports to Anders.\n- Jonas works for Fernhill Foods.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Northwind Systems is headquartered in Basel.\n- Anders works for Northwind Systems.\n- Fernhill Foods was founded in 2001.\n- Ingrid reports to Jonas.\n- Dmitri reports to Leila.\n- Jonas reports to Dmitri.\n- Viktor reports to Kenji.\n- Chiara works for Cobalt Health.\n- Kenji reports to Ingrid.\n- Kenji works for Cobalt Health.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Tessa.\n- Tessa works for Northwind Systems.\n- Pinnacle Software was founded in 1976.\n- Tobias works for Cobalt Health.\n- Elena reports to Tobias.\n- Cobalt Health is headquartered in Brno.\n- Elena works for Cobalt Health.\n- Pinnacle Software is headquartered in Cork.\n- Nadia reports to Elena.\n- Dmitri works for Pinnacle Software.\n- Fernhill Foods is headquartered in Basel.\n- Tobias reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Leila works for Cobalt Health.\n- Northwind Systems was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22112", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Beacon Insurance is headquartered in Lyon.\n- Sanne reports to Lucia.\n- Omar reports to Mei.\n- Tessa reports to Jonas.\n- Beacon Insurance was founded in 2011.\n- Mei reports to Sanne.\n- Jonas reports to Emeka.\n- Northwind Systems was founded in 1990.\n- Aisha reports to Ingrid.\n- Felix reports to Aisha.\n- Sanne works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Ingrid reports to Tessa.\n- Helios Logistics was founded in 1979.\n- Lucia works for Northwind Systems.\n- Lucia reports to Felix.\n- Northwind Systems is headquartered in Lyon.\n- Mei works for Beacon Insurance.\n- Crescent Telecom is headquartered in Brno.\n- Aisha works for Helios Logistics.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2000.\n- Nadia reports to Viktor.\n- Beacon Insurance was founded in 2015.\n- Atlas Freight was founded in 1984.\n- Stefan works for Lattice Analytics.\n- Amara works for Vantage Air.\n- Pablo works for Atlas Freight.\n- Lattice Analytics is headquartered in Brno.\n- Vantage Air is headquartered in Basel.\n- Callum reports to Pablo.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Amara reports to Stefan.\n- Elena works for Atlas Freight.\n- Stefan reports to Callum.\n- Nadia works for Atlas Freight.\n- Viktor reports to Elena.\n- Elena reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Pablo reports to Nadia.\n- Lattice Analytics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Tampere", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Tobias works for Helios Logistics.\n- Crescent Telecom was founded in 1980.\n- Atlas Freight is headquartered in Tallinn.\n- Priya reports to Anders.\n- Cobalt Health was founded in 1991.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 1988.\n- Kenji works for Helios Logistics.\n- Ingrid works for Cobalt Health.\n- Jonas reports to Chiara.\n- Crescent Telecom is headquartered in Valencia.\n- Priya works for Cobalt Health.\n- Kenji reports to Omar.\n- Tobias reports to Kenji.\n- Jonas works for Crescent Telecom.\n- Omar works for Cobalt Health.\n- Anders reports to Ingrid.\n- Chiara reports to Tobias.\n- Atlas Freight was founded in 2010.\n- Cobalt Health is headquartered in Cork.\n- Ingrid reports to Jonas.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22117", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22118", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9456: employee Ingrid T., hired 12 April 2022, separated 03 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9456?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22119", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6553: employee Yuki A., hired 29 July 2023, separated 30 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6553?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22120", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22121", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22122", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22123", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22124", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7457: employee Jonas R., hired 25 June 2022, separated 11 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7457?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Brno.\n- Omar works for Meridian Bank.\n- Omar reports to Leila.\n- Sofia reports to Wren.\n- Ironwood Manufacturing was founded in 1997.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Hana works for Lattice Analytics.\n- Hana reports to Priya.\n- Lattice Analytics is headquartered in Malmo.\n- Meridian Bank is headquartered in Austin.\n- Emeka works for Meridian Bank.\n- Bruno works for Summit Energy.\n- Wren reports to Hana.\n- Chiara reports to Deshawn.\n- Summit Energy was founded in 1988.\n- Priya reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Leila reports to Sofia.\n- Leila works for Lattice Analytics.\n- Meridian Bank was founded in 2001.\n- Emeka reports to Bruno.\n- Priya works for Meridian Bank.\n- Lattice Analytics was founded in 2002.\n- Bruno reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22126", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22127", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9180: employee Yuki S., hired 25 July 2020, separated 31 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9180?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22128", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 6731\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Amara works for Meridian Bank.\n- Aisha reports to Sanne.\n- Bluepine Aviation was founded in 2001.\n- Cedar Retail Group is headquartered in Leeds.\n- Mei works for Ironwood Manufacturing.\n- Callum reports to Aisha.\n- Amara reports to Callum.\n- Meridian Bank was founded in 2007.\n- Tobias works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1992.\n- Meridian Bank is headquartered in Oslo.\n- Pablo reports to Deshawn.\n- Sanne reports to Tobias.\n- Mei reports to Amara.\n- Deshawn works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2012.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22130", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22131", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22132", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22133", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3416: employee Pablo K., hired 15 May 2023, separated 06 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3416?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Felix reports to Omar.\n- Pinnacle Software was founded in 1989.\n- Aisha reports to Yuki.\n- Omar reports to Aisha.\n- Helios Logistics is headquartered in Turku.\n- Zoya works for Helios Logistics.\n- Aisha works for Cedar Retail Group.\n- Zoya reports to Chiara.\n- Omar works for Fernhill Foods.\n- Yuki works for Helios Logistics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Chiara works for Pinnacle Software.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Zoya.\n- Felix works for Cedar Retail Group.\n- Fernhill Foods was founded in 2001.\n- Chiara reports to Mei.\n- Helios Logistics was founded in 1981.\n- Cedar Retail Group was founded in 1979.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Ingrid.\n- Viktor works for Helios Logistics.\n- Fernhill Foods is headquartered in Malmo.\n- Mei works for Cedar Retail Group.\n- Mei reports to Viktor.\n- Viktor reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22135", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "freeze_card", "2": "check_balance", "3": "report_fraud", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22136", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 July 2023): For employees hired on or after 14 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1685: employee Pablo A., hired 21 May 2022, separated 25 February 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1685?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Wren.\n- Elena reports to Emeka.\n- Jonas works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Elena works for Atlas Freight.\n- Bluepine Aviation was founded in 2007.\n- Nadia works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka works for Atlas Freight.\n- Bluepine Aviation is headquartered in Leeds.\n- Kenji reports to Elena.\n- Jonas reports to Nadia.\n- Wren reports to Mara.\n- Nadia reports to Kenji.\n- Atlas Freight is headquartered in Porto.\n- Mara works for Bluepine Aviation.\n- Atlas Freight was founded in 1996.\n- Mara reports to Jonas.\n- Cobalt Health was founded in 2004.\n- Beacon Insurance was founded in 2005.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2002", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22138", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2128: employee Dmitri S., hired 19 December 2020, separated 23 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2128?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22139", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22140", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 60895 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22141", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 7, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9464: employee Felix T., hired 31 January 2021, separated 10 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-9464 under the controlling rules.", "criteria": {"0": "$8,700", "1": "$9,200", "2": "$37,700", "3": "$8,775"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Chiara.\n- Lucia works for Vantage Air.\n- Jonas works for Meridian Bank.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Mara works for Vantage Air.\n- Mara reports to Lucia.\n- Vantage Air was founded in 1978.\n- Anders reports to Jonas.\n- Lattice Analytics was founded in 1998.\n- Chiara works for Vantage Air.\n- Lucia reports to Wren.\n- Wren reports to Hana.\n- Hana reports to Anders.\n- Felix works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Lattice Analytics is headquartered in Tampere.\n- Anders works for Lattice Analytics.\n- Wren works for Meridian Bank.\n- Stefan reports to Mara.\n- Summit Energy is headquartered in Porto.\n- Stefan works for Summit Energy.\n- Emeka works for Lattice Analytics.\n- Amara reports to Stefan.\n- Hana works for Vantage Air.\n- Meridian Bank is headquartered in Porto.\n- Summit Energy was founded in 1995.\n- Emeka reports to Amara.\n- Chiara reports to Felix.\n- Tobias reports to Emeka.\n- Meridian Bank was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22143", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Deshawn reports to Priya.\n- Cobalt Health was founded in 1979.\n- Tobias works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1988.\n- Ironwood Manufacturing was founded in 2009.\n- Lucia works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Lucia reports to Zoya.\n- Zoya reports to Deshawn.\n- Cobalt Health is headquartered in Bergen.\n- Amara reports to Tobias.\n- Priya works for Helios Logistics.\n- Cedar Retail Group is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Dmitri reports to Sanne.\n- Cedar Retail Group was founded in 1981.\n- Tobias reports to Lucia.\n- Deshawn works for Cedar Retail Group.\n- Priya reports to Dmitri.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Atlas Freight is headquartered in Turku.\n- Meridian Bank was founded in 2007.\n- Amara reports to Elena.\n- Emeka reports to Anders.\n- Lucia works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Mara reports to Sanne.\n- Cedar Retail Group is headquartered in Halifax.\n- Meridian Bank is headquartered in Turku.\n- Dmitri works for Lattice Analytics.\n- Elena works for Atlas Freight.\n- Stefan reports to Zoya.\n- Lucia reports to Amara.\n- Ingrid works for Atlas Freight.\n- Anders works for Meridian Bank.\n- Elena reports to Stefan.\n- Anders reports to Chiara.\n- Lattice Analytics is headquartered in Halifax.\n- Zoya reports to Ingrid.\n- Cedar Retail Group was founded in 1994.\n- Atlas Freight was founded in 1988.\n- Sanne reports to Lucia.\n- Lattice Analytics was founded in 1990.\n- Dmitri reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Ingrid reports to Dmitri.\n- Sanne works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Zoya works for Cedar Retail Group.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Callum works for Helios Logistics.\n- Vantage Air was founded in 1986.\n- Ironwood Manufacturing was founded in 1977.\n- Amara reports to Felix.\n- Helios Logistics is headquartered in Adelaide.\n- Mara works for Helios Logistics.\n- Callum reports to Yuki.\n- Beacon Insurance was founded in 1981.\n- Sofia reports to Amara.\n- Helios Logistics was founded in 2014.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Sofia works for Vantage Air.\n- Yuki reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Felix works for Helios Logistics.\n- Mara reports to Callum.\n- Vantage Air is headquartered in Adelaide.\n- Emeka reports to Leila.\n- Leila reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22147", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22148", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1010: employee Emeka B., hired 07 April 2021, separated 13 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1010?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22149", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Helios Logistics was founded in 2000.\n- Mateo works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Cedar Retail Group was founded in 1997.\n- Felix reports to Omar.\n- Aisha works for Helios Logistics.\n- Deshawn works for Pinnacle Software.\n- Zoya works for Cedar Retail Group.\n- Wren works for Meridian Bank.\n- Wren reports to Priya.\n- Pinnacle Software was founded in 1989.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Aisha reports to Deshawn.\n- Mara reports to Wren.\n- Helios Logistics is headquartered in Ghent.\n- Zoya reports to Aisha.\n- Meridian Bank is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Porto.\n- Priya works for Meridian Bank.\n- Mateo reports to Felix.\n- Hana reports to Zoya.\n- Meridian Bank was founded in 2009.\n- Omar works for Pinnacle Software.\n- Omar reports to Viktor.\n- Mara works for Meridian Bank.\n- Kenji reports to Mateo.\n- Deshawn reports to Kenji.\n- Viktor reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22151", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3524: employee Chiara A., hired 02 February 2021, separated 22 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3524?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22152", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22153", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Sofia works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Hana reports to Yuki.\n- Bluepine Aviation was founded in 2002.\n- Pinnacle Software is headquartered in Ghent.\n- Yuki reports to Sanne.\n- Tobias reports to Priya.\n- Tobias works for Pinnacle Software.\n- Yuki works for Bluepine Aviation.\n- Sanne reports to Sofia.\n- Crescent Telecom was founded in 1991.\n- Nadia reports to Tobias.\n- Pablo reports to Ravi.\n- Felix works for Crescent Telecom.\n- Lucia works for Pinnacle Software.\n- Viktor reports to Hana.\n- Ravi works for Bluepine Aviation.\n- Priya reports to Pablo.\n- Viktor works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Lucia reports to Felix.\n- Sofia reports to Lucia.\n- Hana works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Pinnacle Software was founded in 1999.\n- Pablo works for Helios Logistics.\n- Ravi reports to Viktor.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 1993.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22155", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6646: employee Lucia K., hired 09 June 2022, separated 26 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6646?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22156", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9934: employee Sofia B., hired 10 June 2020, separated 28 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9934?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22157", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1599: employee Aisha T., hired 19 March 2023, separated 26 December 2023 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-1599 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$4,000", "2": "$17,333", "3": "$1,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Turku.\n- Ravi reports to Zoya.\n- Chiara reports to Mara.\n- Deshawn works for Crescent Telecom.\n- Zoya reports to Hana.\n- Amara works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software was founded in 1978.\n- Crescent Telecom is headquartered in Tampere.\n- Ravi works for Pinnacle Software.\n- Amara reports to Nadia.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Mara works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Mara reports to Amara.\n- Atlas Freight was founded in 2010.\n- Deshawn reports to Ingrid.\n- Pinnacle Software is headquartered in Tampere.\n- Hana works for Atlas Freight.\n- Crescent Telecom was founded in 1991.\n- Ingrid reports to Ravi.\n- Northwind Systems was founded in 1987.\n- Hana reports to Chiara.\n- Nadia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22159", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9817: employee Yuki K., hired 12 April 2022, separated 25 November 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9817?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22160", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3222: employee Zoya M., hired 22 June 2022, separated 29 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3222?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1996.\n- Yuki reports to Sanne.\n- Viktor works for Fernhill Foods.\n- Sanne reports to Kenji.\n- Lucia works for Bluepine Aviation.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Bluepine Aviation.\n- Lucia reports to Yuki.\n- Summit Energy was founded in 2007.\n- Beacon Insurance is headquartered in Bergen.\n- Viktor reports to Leila.\n- Pablo reports to Ingrid.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Aisha reports to Viktor.\n- Yuki works for Summit Energy.\n- Ingrid reports to Tobias.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Summit Energy.\n- Kenji reports to Sofia.\n- Beacon Insurance was founded in 1998.\n- Sofia works for Fernhill Foods.\n- Aisha works for Bluepine Aviation.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Sofia reports to Dmitri.\n- Bluepine Aviation is headquartered in Malmo.\n- Sanne works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Leila reports to Lucia.\n- Tobias reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22162", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22163", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2002.\n- Elena reports to Ravi.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Elena.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation is headquartered in Basel.\n- Fernhill Foods was founded in 1990.\n- Callum reports to Tobias.\n- Deshawn reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Tobias works for Bluepine Aviation.\n- Summit Energy was founded in 1975.\n- Tobias reports to Deshawn.\n- Bluepine Aviation was founded in 2002.\n- Ravi works for Fernhill Foods.\n- Lucia reports to Tessa.\n- Ravi reports to Callum.\n- Crescent Telecom is headquartered in Brno.\n- Callum works for Bluepine Aviation.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1990", "2": "1993", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Priya.\n- Sanne works for Cedar Retail Group.\n- Jonas works for Meridian Bank.\n- Cedar Retail Group was founded in 2010.\n- Sofia works for Meridian Bank.\n- Deshawn reports to Sanne.\n- Emeka works for Meridian Bank.\n- Crescent Telecom was founded in 2002.\n- Nadia reports to Ingrid.\n- Deshawn works for Meridian Bank.\n- Emeka reports to Zoya.\n- Cedar Retail Group is headquartered in Basel.\n- Pablo works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Zoya reports to Nadia.\n- Meridian Bank was founded in 1987.\n- Ingrid works for Meridian Bank.\n- Priya reports to Sofia.\n- Pablo reports to Jonas.\n- Nadia works for Meridian Bank.\n- Crescent Telecom is headquartered in Brno.\n- Sofia reports to Emeka.\n- Meridian Bank is headquartered in Nagoya.\n- Atlas Freight was founded in 1976.\n- Zoya works for Atlas Freight.\n- Sanne reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22166", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 79335 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants the delivery address updated", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22167", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Atlas Freight was founded in 2013.\n- Atlas Freight is headquartered in Basel.\n- Elena works for Meridian Bank.\n- Zoya works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Ravi reports to Leila.\n- Meridian Bank was founded in 1988.\n- Vantage Air is headquartered in Basel.\n- Mei reports to Amara.\n- Tobias reports to Anders.\n- Amara reports to Tobias.\n- Ravi works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Anders reports to Zoya.\n- Meridian Bank is headquartered in Adelaide.\n- Zoya reports to Elena.\n- Mei works for Beacon Insurance.\n- Elena reports to Ravi.\n- Beacon Insurance was founded in 2005.\n- Beacon Insurance is headquartered in Turku.\n- Vantage Air was founded in 1988.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22169", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22170", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Sofia reports to Yuki.\n- Elena works for Ironwood Manufacturing.\n- Wren reports to Jonas.\n- Summit Energy is headquartered in Basel.\n- Yuki reports to Hana.\n- Callum reports to Bruno.\n- Jonas reports to Zoya.\n- Summit Energy was founded in 2011.\n- Bruno reports to Sofia.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bruno works for Vantage Air.\n- Callum works for Helios Logistics.\n- Omar reports to Elena.\n- Helios Logistics was founded in 1975.\n- Sofia works for Vantage Air.\n- Tobias reports to Wren.\n- Elena reports to Dmitri.\n- Ironwood Manufacturing was founded in 1976.\n- Hana works for Vantage Air.\n- Jonas works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Tobias works for Summit Energy.\n- Dmitri works for Ironwood Manufacturing.\n- Vantage Air was founded in 1990.\n- Omar works for Vantage Air.\n- Helios Logistics is headquartered in Basel.\n- Yuki works for Vantage Air.\n- Wren works for Vantage Air.\n- Zoya reports to Callum.\n- Dmitri reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Zoya works for Pinnacle Software.\n- Chiara reports to Mateo.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Zoya.\n- Ravi reports to Dmitri.\n- Helios Logistics is headquartered in Turku.\n- Helios Logistics was founded in 1989.\n- Meridian Bank is headquartered in Adelaide.\n- Bruno works for Meridian Bank.\n- Mateo works for Helios Logistics.\n- Bruno reports to Kenji.\n- Jonas reports to Anders.\n- Jonas works for Helios Logistics.\n- Aisha works for Meridian Bank.\n- Deshawn reports to Ravi.\n- Dmitri works for Pinnacle Software.\n- Meridian Bank was founded in 1989.\n- Dmitri reports to Chiara.\n- Anders works for Atlas Freight.\n- Ravi works for Pinnacle Software.\n- Kenji works for Atlas Freight.\n- Pinnacle Software was founded in 1996.\n- Pinnacle Software is headquartered in Turku.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 2015.\n- Deshawn works for Meridian Bank.\n- Aisha reports to Jonas.\n- Anders reports to Bruno.\n- Zoya reports to Deshawn.\n- Kenji reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22173", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2479: employee Wren S., hired 02 July 2022, separated 22 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2479?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22174", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 December 2025): For employees hired on or after 05 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5702: employee Mei R., hired 01 March 2025, separated 11 March 2027 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5702?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22175", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2042: employee Sanne M., hired 08 September 2020, separated 18 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2042?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Bruno reports to Amara.\n- Beacon Insurance is headquartered in Austin.\n- Tobias reports to Pablo.\n- Mara reports to Tobias.\n- Nadia reports to Mara.\n- Zoya reports to Jonas.\n- Zoya works for Vantage Air.\n- Sofia reports to Zoya.\n- Tobias works for Crescent Telecom.\n- Sofia works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Pablo reports to Bruno.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Crescent Telecom was founded in 2009.\n- Atlas Freight was founded in 1994.\n- Nadia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Cork.\n- Vantage Air was founded in 1992.\n- Bruno works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Atlas Freight is headquartered in Austin.\n- Mara works for Atlas Freight.\n- Ravi reports to Sofia.\n- Amara reports to Ravi.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Turku", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22177", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Elena works for Cobalt Health.\n- Dmitri reports to Hana.\n- Tobias works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Bluepine Aviation was founded in 1975.\n- Lucia reports to Dmitri.\n- Nadia works for Meridian Bank.\n- Tobias reports to Zoya.\n- Meridian Bank is headquartered in Cork.\n- Meridian Bank was founded in 1978.\n- Elena reports to Bruno.\n- Cobalt Health is headquartered in Leeds.\n- Tessa reports to Lucia.\n- Zoya reports to Nadia.\n- Dmitri works for Bluepine Aviation.\n- Cobalt Health was founded in 1986.\n- Hana works for Cobalt Health.\n- Hana reports to Tobias.\n- Nadia reports to Leila.\n- Tessa works for Bluepine Aviation.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Tessa.\n- Beacon Insurance is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Cork.\n- Beacon Insurance was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2014.\n- Emeka works for Lattice Analytics.\n- Callum works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Kenji reports to Callum.\n- Callum reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Mara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Sanne reports to Lucia.\n- Sanne works for Lattice Analytics.\n- Viktor reports to Sanne.\n- Bluepine Aviation was founded in 2001.\n- Yuki reports to Kenji.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Pablo reports to Emeka.\n- Deshawn reports to Yuki.\n- Vantage Air was founded in 1991.\n- Kenji works for Vantage Air.\n- Nadia reports to Pablo.\n- Lucia works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Ghent.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1992.\n- Hana reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Lucia reports to Hana.\n- Deshawn works for Lattice Analytics.\n- Mara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22180", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22181", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 37434, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Chiara works for Northwind Systems.\n- Priya reports to Tobias.\n- Priya works for Bluepine Aviation.\n- Tobias works for Northwind Systems.\n- Vantage Air was founded in 2002.\n- Summit Energy was founded in 1975.\n- Tessa works for Summit Energy.\n- Northwind Systems is headquartered in Lyon.\n- Callum works for Bluepine Aviation.\n- Omar works for Summit Energy.\n- Lucia reports to Omar.\n- Bluepine Aviation is headquartered in Adelaide.\n- Chiara reports to Lucia.\n- Wren reports to Tessa.\n- Northwind Systems was founded in 2012.\n- Omar reports to Priya.\n- Lucia works for Bluepine Aviation.\n- Tobias reports to Wren.\n- Summit Energy is headquartered in Adelaide.\n- Tessa reports to Callum.\n- Wren works for Summit Energy.\n- Bluepine Aviation was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22183", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 October 2024): For employees hired on or after 29 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5133: employee Kenji A., hired 07 February 2021, separated 02 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5133?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1997.\n- Summit Energy was founded in 1999.\n- Wren works for Summit Energy.\n- Pablo works for Ironwood Manufacturing.\n- Felix reports to Sanne.\n- Tessa works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1983.\n- Vantage Air is headquartered in Tallinn.\n- Priya reports to Nadia.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Deshawn works for Summit Energy.\n- Priya works for Ironwood Manufacturing.\n- Nadia reports to Pablo.\n- Tobias works for Vantage Air.\n- Yuki works for Summit Energy.\n- Wren reports to Priya.\n- Tobias reports to Deshawn.\n- Zoya works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Leeds.\n- Yuki reports to Zoya.\n- Pablo reports to Yuki.\n- Meridian Bank is headquartered in Leeds.\n- Callum works for Meridian Bank.\n- Deshawn reports to Wren.\n- Tessa reports to Callum.\n- Sanne works for Ironwood Manufacturing.\n- Callum reports to Felix.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22185", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22186", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7473: employee Sofia A., hired 01 December 2022, separated 07 February 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-7473 under the controlling rules.", "criteria": {"0": "$4,950", "1": "$26,000", "2": "$6,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22187", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22188", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22189", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22190", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4693: employee Aisha R., hired 05 May 2022, separated 31 December 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-4693 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$7,800", "2": "$29,467", "3": "$6,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22191", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22192", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 81062 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22193", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22194", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22195", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22196", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6929: employee Deshawn M., hired 03 September 2023, separated 26 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6929?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22197", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6974: employee Emeka A., hired 22 March 2022, separated 12 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6974?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22198", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22199", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8748: employee Bruno T., hired 25 May 2024, separated 30 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-8748 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,500", "2": "$1,500", "3": "$1,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mateo.\n- Leila reports to Amara.\n- Viktor works for Cedar Retail Group.\n- Helios Logistics is headquartered in Valencia.\n- Stefan works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Omar reports to Viktor.\n- Kenji works for Lattice Analytics.\n- Omar works for Helios Logistics.\n- Bluepine Aviation was founded in 1995.\n- Mara reports to Tessa.\n- Felix works for Bluepine Aviation.\n- Kenji reports to Mara.\n- Zoya reports to Felix.\n- Lattice Analytics is headquartered in Lyon.\n- Tessa works for Lattice Analytics.\n- Amara works for Helios Logistics.\n- Mara works for Lattice Analytics.\n- Felix reports to Omar.\n- Cedar Retail Group was founded in 1999.\n- Helios Logistics was founded in 1992.\n- Lattice Analytics was founded in 1979.\n- Tessa reports to Stefan.\n- Zoya works for Cedar Retail Group.\n- Viktor reports to Leila.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Valencia.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Zoya.\n- Cedar Retail Group is headquartered in Valencia.\n- Amara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1981.\n- Sanne reports to Leila.\n- Sofia works for Helios Logistics.\n- Bruno works for Ironwood Manufacturing.\n- Wren reports to Ravi.\n- Sofia reports to Bruno.\n- Ravi reports to Sanne.\n- Helios Logistics is headquartered in Basel.\n- Cobalt Health is headquartered in Brno.\n- Stefan works for Cobalt Health.\n- Mara reports to Stefan.\n- Pinnacle Software is headquartered in Brno.\n- Pablo works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Bruno reports to Aisha.\n- Nadia reports to Lucia.\n- Nadia works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Aisha reports to Nadia.\n- Lucia reports to Mara.\n- Pinnacle Software was founded in 2011.\n- Cobalt Health was founded in 1987.\n- Sanne works for Pinnacle Software.\n- Wren works for Cobalt Health.\n- Aisha works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2004.\n- Mara works for Pinnacle Software.\n- Pablo reports to Wren.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia works for Helios Logistics.\n- Leila reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22202", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22203", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6103: employee Yuki T., hired 18 February 2020, separated 14 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6103?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Tobias.\n- Felix reports to Priya.\n- Leila reports to Felix.\n- Northwind Systems was founded in 1984.\n- Zoya works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1981.\n- Deshawn works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Tobias reports to Mara.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Mara reports to Hana.\n- Priya reports to Zoya.\n- Priya works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1992.\n- Leila works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Northwind Systems is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Felix works for Cobalt Health.\n- Deshawn reports to Leila.\n- Beacon Insurance was founded in 1982.\n- Mara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22205", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22206", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1245: employee Callum B., hired 22 May 2021, separated 05 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1245?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22207", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22208", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6586: employee Ravi K., hired 15 March 2021, separated 30 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6586?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22209", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2231: employee Sofia R., hired 07 April 2023, separated 12 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2231?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Hana.\n- Viktor reports to Leila.\n- Ingrid works for Bluepine Aviation.\n- Lattice Analytics was founded in 2002.\n- Vantage Air was founded in 2001.\n- Elena works for Vantage Air.\n- Wren works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Leeds.\n- Bruno works for Lattice Analytics.\n- Tessa reports to Elena.\n- Leila reports to Tessa.\n- Ravi reports to Ingrid.\n- Bluepine Aviation was founded in 2013.\n- Ingrid reports to Emeka.\n- Bruno reports to Ravi.\n- Beacon Insurance was founded in 1979.\n- Tessa works for Vantage Air.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Hana reports to Wren.\n- Emeka reports to Viktor.\n- Viktor works for Lattice Analytics.\n- Vantage Air is headquartered in Leeds.\n- Leila works for Lattice Analytics.\n- Hana works for Bluepine Aviation.\n- Ravi works for Lattice Analytics.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mei.\n- Vantage Air was founded in 2006.\n- Deshawn reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Mateo reports to Amara.\n- Mei reports to Dmitri.\n- Dmitri reports to Ravi.\n- Zoya works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.\n- Lattice Analytics is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Ravi works for Fernhill Foods.\n- Zoya reports to Priya.\n- Priya reports to Tobias.\n- Tobias works for Summit Energy.\n- Fernhill Foods was founded in 2007.\n- Summit Energy is headquartered in Leeds.\n- Mei works for Summit Energy.\n- Amara reports to Pablo.\n- Ravi reports to Zoya.\n- Summit Energy was founded in 2015.\n- Deshawn works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Priya works for Fernhill Foods.\n- Amara works for Lattice Analytics.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22212", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Anders reports to Leila.\n- Kenji reports to Callum.\n- Hana works for Crescent Telecom.\n- Leila reports to Dmitri.\n- Priya reports to Hana.\n- Callum works for Lattice Analytics.\n- Bruno works for Crescent Telecom.\n- Priya works for Vantage Air.\n- Kenji works for Vantage Air.\n- Crescent Telecom is headquartered in Tampere.\n- Leila works for Cobalt Health.\n- Anders works for Vantage Air.\n- Hana reports to Bruno.\n- Cobalt Health is headquartered in Austin.\n- Lattice Analytics was founded in 1980.\n- Vantage Air was founded in 1989.\n- Crescent Telecom was founded in 2015.\n- Bruno reports to Kenji.\n- Lattice Analytics is headquartered in Tampere.\n- Callum reports to Anders.\n- Cobalt Health was founded in 2006.\n- Vantage Air is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Cedar Retail Group was founded in 1998.\n- Helios Logistics was founded in 1984.\n- Amara reports to Felix.\n- Amara works for Helios Logistics.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Porto.\n- Lucia reports to Omar.\n- Mara works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Hana reports to Tobias.\n- Omar reports to Callum.\n- Yuki works for Crescent Telecom.\n- Tessa reports to Mara.\n- Crescent Telecom is headquartered in Porto.\n- Yuki reports to Hana.\n- Helios Logistics is headquartered in Cork.\n- Tessa works for Beacon Insurance.\n- Mara reports to Lucia.\n- Beacon Insurance was founded in 1980.\n- Hana works for Cedar Retail Group.\n- Crescent Telecom was founded in 2012.\n- Tobias reports to Tessa.\n- Lucia works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Felix works for Cedar Retail Group.\n- Felix reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22215", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22216", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22217", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2745: employee Dmitri B., hired 08 March 2023, separated 28 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2745?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22218", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 2, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3249: employee Dmitri A., hired 03 January 2021, separated 24 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3249?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Zoya.\n- Pablo reports to Wren.\n- Sanne reports to Amara.\n- Sanne works for Vantage Air.\n- Jonas reports to Hana.\n- Hana reports to Pablo.\n- Pinnacle Software is headquartered in Ghent.\n- Tobias reports to Nadia.\n- Vantage Air was founded in 2003.\n- Stefan works for Vantage Air.\n- Nadia reports to Jonas.\n- Beacon Insurance was founded in 1978.\n- Nadia works for Pinnacle Software.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Amara works for Beacon Insurance.\n- Hana works for Atlas Freight.\n- Aisha reports to Sanne.\n- Pablo works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Wren reports to Stefan.\n- Wren works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Callum works for Atlas Freight.\n- Vantage Air is headquartered in Nagoya.\n- Amara reports to Callum.\n- Pinnacle Software was founded in 2008.\n- Beacon Insurance is headquartered in Cork.\n- Zoya reports to Aisha.\n- Atlas Freight was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Anders reports to Stefan.\n- Bluepine Aviation was founded in 2010.\n- Dmitri reports to Bruno.\n- Elena reports to Dmitri.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo reports to Anders.\n- Bruno reports to Mateo.\n- Bluepine Aviation is headquartered in Porto.\n- Beacon Insurance is headquartered in Brno.\n- Cobalt Health was founded in 1984.\n- Pinnacle Software was founded in 2013.\n- Bruno works for Bluepine Aviation.\n- Aisha reports to Elena.\n- Beacon Insurance was founded in 2004.\n- Stefan works for Cobalt Health.\n- Stefan reports to Viktor.\n- Pinnacle Software is headquartered in Tallinn.\n- Elena works for Pinnacle Software.\n- Mateo works for Beacon Insurance.\n- Viktor works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Anders works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Bluepine Aviation.\n- Meridian Bank was founded in 1987.\n- Bluepine Aviation is headquartered in Adelaide.\n- Callum works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Yuki reports to Callum.\n- Crescent Telecom is headquartered in Adelaide.\n- Pablo works for Bluepine Aviation.\n- Hana reports to Pablo.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Sofia reports to Hana.\n- Stefan works for Bluepine Aviation.\n- Chiara reports to Stefan.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Chiara works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2003.\n- Callum reports to Chiara.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Aisha reports to Yuki.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Aisha reports to Sofia.\n- Cobalt Health is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Cobalt Health was founded in 1976.\n- Ravi works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Priya reports to Anders.\n- Kenji reports to Felix.\n- Sofia works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Mateo reports to Bruno.\n- Priya works for Lattice Analytics.\n- Amara works for Cobalt Health.\n- Anders reports to Kenji.\n- Northwind Systems is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Lattice Analytics is headquartered in Halifax.\n- Sofia reports to Stefan.\n- Stefan works for Cobalt Health.\n- Bruno reports to Aisha.\n- Atlas Freight was founded in 1988.\n- Ravi reports to Sanne.\n- Felix works for Lattice Analytics.\n- Felix reports to Mateo.\n- Sanne works for Lattice Analytics.\n- Northwind Systems was founded in 2010.\n- Sanne reports to Amara.\n- Kenji works for Lattice Analytics.\n- Stefan reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1971", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22223", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3397: employee Pablo S., hired 04 July 2021, separated 27 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3397?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22224", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Kenji.\n- Meridian Bank is headquartered in Tampere.\n- Mateo works for Crescent Telecom.\n- Lucia reports to Yuki.\n- Dmitri reports to Mei.\n- Mateo reports to Aisha.\n- Meridian Bank was founded in 1986.\n- Omar reports to Stefan.\n- Crescent Telecom is headquartered in Tampere.\n- Yuki reports to Wren.\n- Mei works for Atlas Freight.\n- Kenji reports to Lucia.\n- Atlas Freight was founded in 2001.\n- Kenji works for Meridian Bank.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Aisha reports to Dmitri.\n- Stefan works for Atlas Freight.\n- Crescent Telecom was founded in 1984.\n- Yuki works for Crescent Telecom.\n- Wren reports to Mateo.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Wren works for Meridian Bank.\n- Dmitri works for Crescent Telecom.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22226", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Emeka.\n- Zoya works for Northwind Systems.\n- Zoya reports to Ravi.\n- Leila works for Lattice Analytics.\n- Leila reports to Sanne.\n- Chiara works for Cobalt Health.\n- Northwind Systems was founded in 1981.\n- Emeka reports to Anders.\n- Lattice Analytics is headquartered in Lyon.\n- Emeka works for Northwind Systems.\n- Mara works for Bluepine Aviation.\n- Cobalt Health is headquartered in Porto.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation was founded in 2009.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1998.\n- Sanne reports to Amara.\n- Ravi works for Bluepine Aviation.\n- Sanne works for Cobalt Health.\n- Ravi reports to Chiara.\n- Amara reports to Sofia.\n- Pablo works for Bluepine Aviation.\n- Lattice Analytics was founded in 1979.\n- Anders works for Lattice Analytics.\n- Kenji reports to Zoya.\n- Mara reports to Pablo.\n- Amara works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Bluepine Aviation is headquartered in Lyon.\n- Anders reports to Mara.\n- Chiara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22228", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6876: employee Stefan B., hired 13 February 2022, separated 24 December 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-6876 under the controlling rules.", "criteria": {"0": "$81,000", "1": "$16,692", "2": "$18,692", "3": "$18,822"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22229", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22230", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 October 2022): For employees hired on or after 02 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1072: employee Tobias S., hired 12 May 2022, separated 19 April 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2026-1072 under the controlling rules.", "criteria": {"0": "$12,077", "1": "$11,077", "2": "$48,000", "3": "$10,962"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22231", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22232", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8631: employee Callum B., hired 03 May 2022, separated 15 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8631?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22233", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 97527 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Felix works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Bluepine Aviation was founded in 1988.\n- Chiara works for Atlas Freight.\n- Tobias reports to Nadia.\n- Zoya reports to Dmitri.\n- Nadia works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Dmitri reports to Stefan.\n- Nadia reports to Anders.\n- Felix reports to Emeka.\n- Meridian Bank was founded in 1985.\n- Elena reports to Zoya.\n- Mara works for Atlas Freight.\n- Stefan reports to Sofia.\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight is headquartered in Turku.\n- Mara reports to Tobias.\n- Bluepine Aviation is headquartered in Valencia.\n- Anders reports to Felix.\n- Chiara reports to Mara.\n- Sofia works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Pinnacle Software was founded in 2008.\n- Meridian Bank is headquartered in Ghent.\n- Anders works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Elena works for Bluepine Aviation.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Tobias reports to Ingrid.\n- Lattice Analytics was founded in 1986.\n- Viktor works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Mateo reports to Stefan.\n- Stefan reports to Elena.\n- Vantage Air was founded in 1983.\n- Felix works for Vantage Air.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Callum.\n- Lattice Analytics is headquartered in Lyon.\n- Elena reports to Tobias.\n- Mateo works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Ingrid reports to Lucia.\n- Callum works for Vantage Air.\n- Callum reports to Sofia.\n- Felix reports to Mateo.\n- Atlas Freight is headquartered in Tampere.\n- Sofia works for Atlas Freight.\n- Fernhill Foods was founded in 1984.\n- Atlas Freight was founded in 1993.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Stefan works for Vantage Air.\n- Viktor reports to Yuki.\n- Amara reports to Felix.\n- Fernhill Foods is headquartered in Lyon.\n- Amara works for Vantage Air.\n- Yuki reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22236", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22237", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 August 2025): For employees hired on or after 29 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8144: employee Stefan R., hired 13 March 2025, separated 18 January 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8144?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8144 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22238", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 93761, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2005.\n- Callum reports to Mei.\n- Priya works for Beacon Insurance.\n- Wren reports to Amara.\n- Ingrid works for Summit Energy.\n- Lucia works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Amara reports to Callum.\n- Nadia reports to Wren.\n- Cobalt Health is headquartered in Brno.\n- Nadia works for Summit Energy.\n- Mei reports to Jonas.\n- Northwind Systems is headquartered in Tallinn.\n- Beacon Insurance was founded in 1979.\n- Lucia reports to Anders.\n- Summit Energy is headquartered in Lyon.\n- Anders reports to Bruno.\n- Beacon Insurance is headquartered in Lyon.\n- Jonas works for Northwind Systems.\n- Bruno works for Cobalt Health.\n- Ingrid reports to Lucia.\n- Summit Energy was founded in 1996.\n- Anders works for Beacon Insurance.\n- Priya reports to Ingrid.\n- Jonas reports to Priya.\n- Cobalt Health was founded in 1981.\n- Wren works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Stefan reports to Nadia.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22240", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22241", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22242", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9472: employee Kenji S., hired 09 July 2023, separated 03 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9472?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22243", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Lucia.\n- Mei works for Vantage Air.\n- Zoya works for Meridian Bank.\n- Yuki works for Helios Logistics.\n- Meridian Bank is headquartered in Cork.\n- Amara works for Helios Logistics.\n- Priya reports to Ravi.\n- Cobalt Health was founded in 1987.\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 2003.\n- Kenji reports to Callum.\n- Zoya reports to Kenji.\n- Callum works for Meridian Bank.\n- Vantage Air is headquartered in Dunedin.\n- Priya works for Vantage Air.\n- Callum reports to Mei.\n- Mei reports to Amara.\n- Ravi works for Cobalt Health.\n- Pablo works for Helios Logistics.\n- Cobalt Health is headquartered in Tallinn.\n- Ingrid works for Helios Logistics.\n- Nadia reports to Zoya.\n- Lucia works for Helios Logistics.\n- Yuki reports to Pablo.\n- Helios Logistics is headquartered in Cork.\n- Ravi reports to Yuki.\n- Vantage Air was founded in 2007.\n- Ingrid reports to Priya.\n- Meridian Bank was founded in 2001.\n- Nadia works for Meridian Bank.\n- Pablo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Ravi reports to Deshawn.\n- Zoya reports to Dmitri.\n- Cedar Retail Group was founded in 1988.\n- Jonas works for Cedar Retail Group.\n- Mara works for Summit Energy.\n- Cedar Retail Group is headquartered in Porto.\n- Sanne reports to Ravi.\n- Amara works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Deshawn reports to Amara.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki works for Cobalt Health.\n- Pinnacle Software was founded in 1988.\n- Anders works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Mara reports to Anders.\n- Dmitri reports to Mara.\n- Dmitri works for Cedar Retail Group.\n- Summit Energy is headquartered in Adelaide.\n- Nadia reports to Yuki.\n- Sanne works for Cedar Retail Group.\n- Anders reports to Jonas.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy was founded in 1992.\n- Cobalt Health was founded in 2006.\n- Yuki reports to Lucia.\n- Amara reports to Nadia.\n- Lucia reports to Zoya.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22246", "family": "intent_v3", "state": "Incoming support message:\n\"Order 90265 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Priya.\n- Hana reports to Ingrid.\n- Cobalt Health was founded in 2006.\n- Hana works for Cobalt Health.\n- Ingrid works for Summit Energy.\n- Jonas reports to Elena.\n- Cobalt Health is headquartered in Tampere.\n- Elena works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Leila reports to Lucia.\n- Helios Logistics was founded in 1994.\n- Northwind Systems was founded in 2010.\n- Lucia works for Northwind Systems.\n- Elena reports to Mara.\n- Leila works for Summit Energy.\n- Nadia works for Helios Logistics.\n- Northwind Systems is headquartered in Malmo.\n- Jonas works for Cobalt Health.\n- Priya reports to Pablo.\n- Lucia reports to Jonas.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Pablo reports to Leila.\n- Summit Energy was founded in 2013.\n- Mara reports to Nadia.\n- Priya works for Cobalt Health.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22248", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Elena.\n- Dmitri reports to Chiara.\n- Bruno reports to Tessa.\n- Pablo reports to Jonas.\n- Pablo works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Chiara reports to Emeka.\n- Jonas works for Cobalt Health.\n- Mateo reports to Bruno.\n- Atlas Freight was founded in 1989.\n- Helios Logistics was founded in 1994.\n- Summit Energy is headquartered in Ghent.\n- Dmitri works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Chiara works for Summit Energy.\n- Jonas reports to Mateo.\n- Atlas Freight is headquartered in Oslo.\n- Elena reports to Pablo.\n- Cobalt Health was founded in 1986.\n- Bruno works for Helios Logistics.\n- Summit Energy was founded in 1979.\n- Tobias works for Summit Energy.\n- Emeka works for Summit Energy.\n- Tessa works for Summit Energy.\n- Cobalt Health is headquartered in Halifax.\n- Mateo works for Cobalt Health.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22250", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Control Lights — controls lighting", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22251", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8211: employee Tobias K., hired 29 July 2022, separated 25 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8211?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Turku.\n- Yuki works for Beacon Insurance.\n- Sanne reports to Mara.\n- Cedar Retail Group is headquartered in Malmo.\n- Cobalt Health was founded in 1975.\n- Mara reports to Viktor.\n- Sanne works for Cobalt Health.\n- Jonas works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Tobias works for Summit Energy.\n- Viktor reports to Pablo.\n- Cedar Retail Group was founded in 2006.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Tobias reports to Dmitri.\n- Sofia works for Cedar Retail Group.\n- Summit Energy was founded in 2007.\n- Summit Energy is headquartered in Turku.\n- Jonas reports to Sofia.\n- Mei reports to Sanne.\n- Yuki reports to Jonas.\n- Dmitri reports to Mei.\n- Mei works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Sofia reports to Tobias.\n- Mara works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22253", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3294: employee Emeka B., hired 15 February 2021, separated 23 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3294?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3294 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Elena.\n- Meridian Bank is headquartered in Dunedin.\n- Northwind Systems is headquartered in Dunedin.\n- Jonas works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Northwind Systems was founded in 2013.\n- Crescent Telecom was founded in 2010.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena works for Northwind Systems.\n- Omar reports to Mei.\n- Meridian Bank was founded in 1990.\n- Lucia works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Leila reports to Wren.\n- Kenji reports to Tobias.\n- Tobias reports to Leila.\n- Wren reports to Mateo.\n- Callum works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Elena reports to Lucia.\n- Mateo reports to Emeka.\n- Tobias works for Crescent Telecom.\n- Emeka reports to Jonas.\n- Crescent Telecom is headquartered in Basel.\n- Fernhill Foods was founded in 2010.\n- Omar works for Fernhill Foods.\n- Callum reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Leila works for Northwind Systems.\n- Lucia reports to Omar.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22255", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22256", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4052: employee Wren R., hired 23 February 2020, separated 25 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4052?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Anders works for Cedar Retail Group.\n- Yuki works for Cobalt Health.\n- Stefan works for Northwind Systems.\n- Mara works for Meridian Bank.\n- Mara reports to Chiara.\n- Northwind Systems was founded in 1979.\n- Tobias works for Meridian Bank.\n- Chiara reports to Wren.\n- Emeka reports to Felix.\n- Mateo works for Northwind Systems.\n- Nadia reports to Mara.\n- Meridian Bank is headquartered in Austin.\n- Nadia works for Cedar Retail Group.\n- Yuki reports to Mateo.\n- Anders reports to Emeka.\n- Cedar Retail Group is headquartered in Lyon.\n- Wren reports to Anders.\n- Deshawn reports to Nadia.\n- Meridian Bank was founded in 1975.\n- Stefan reports to Deshawn.\n- Cobalt Health is headquartered in Nagoya.\n- Wren works for Cedar Retail Group.\n- Northwind Systems is headquartered in Nagoya.\n- Felix works for Cobalt Health.\n- Emeka works for Meridian Bank.\n- Cobalt Health was founded in 2011.\n- Deshawn works for Northwind Systems.\n- Cedar Retail Group was founded in 1985.\n- Mateo reports to Stefan.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Kenji.\n- Emeka reports to Aisha.\n- Mateo works for Ironwood Manufacturing.\n- Kenji works for Northwind Systems.\n- Emeka works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Cedar Retail Group is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bruno works for Atlas Freight.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Mateo.\n- Omar works for Cedar Retail Group.\n- Callum reports to Ravi.\n- Cedar Retail Group was founded in 2015.\n- Aisha reports to Sofia.\n- Northwind Systems was founded in 2001.\n- Tessa works for Northwind Systems.\n- Atlas Freight was founded in 1992.\n- Aisha works for Cedar Retail Group.\n- Ravi works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2010.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Atlas Freight is headquartered in Austin.\n- Omar reports to Callum.\n- Sofia reports to Omar.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2008.\n- Priya reports to Felix.\n- Helios Logistics was founded in 2010.\n- Priya works for Vantage Air.\n- Yuki works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Wren reports to Yuki.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Mateo works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Omar reports to Priya.\n- Aisha reports to Chiara.\n- Mateo reports to Wren.\n- Helios Logistics is headquartered in Malmo.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Yuki reports to Aisha.\n- Hana reports to Omar.\n- Cedar Retail Group was founded in 2001.\n- Omar works for Fernhill Foods.\n- Felix reports to Lucia.\n- Chiara reports to Hana.\n- Hana works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22260", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "set_alarm", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22261", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8595: employee Omar A., hired 26 October 2021, separated 02 November 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2025-8595 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$5,000", "2": "$3,750", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22262", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22263", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4169: employee Emeka T., hired 17 February 2022, separated 12 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-4169?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Cobalt Health is headquartered in Valencia.\n- Mateo reports to Lucia.\n- Omar reports to Mateo.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Mara reports to Nadia.\n- Lucia reports to Mara.\n- Mateo works for Atlas Freight.\n- Chiara works for Cobalt Health.\n- Leila reports to Emeka.\n- Cobalt Health was founded in 1979.\n- Omar works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Nadia works for Cobalt Health.\n- Vantage Air was founded in 1980.\n- Emeka works for Vantage Air.\n- Emeka reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Chiara reports to Omar.\n- Pinnacle Software was founded in 2014.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22265", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5999: employee Ingrid K., hired 23 April 2021, separated 09 October 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-5999 under the controlling rules.", "criteria": {"0": "$22,308", "1": "$88,000", "2": "$20,192", "3": "$20,308"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22266", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Yuki reports to Sanne.\n- Lucia reports to Jonas.\n- Northwind Systems was founded in 1976.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom was founded in 1980.\n- Lucia works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Beacon Insurance is headquartered in Leeds.\n- Crescent Telecom is headquartered in Halifax.\n- Anders reports to Stefan.\n- Sanne reports to Amara.\n- Mateo reports to Emeka.\n- Jonas reports to Mateo.\n- Vantage Air was founded in 1975.\n- Amara works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Yuki.\n- Deshawn works for Vantage Air.\n- Emeka works for Vantage Air.\n- Mateo works for Northwind Systems.\n- Emeka reports to Anders.\n- Amara reports to Deshawn.\n- Yuki works for Crescent Telecom.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22268", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9913: employee Tobias T., hired 03 September 2022, separated 06 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9913?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22269", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3630: employee Amara A., hired 14 December 2021, separated 17 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3630?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Chiara.\n- Callum reports to Mei.\n- Bluepine Aviation is headquartered in Cork.\n- Beacon Insurance is headquartered in Basel.\n- Viktor works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Pablo reports to Callum.\n- Atlas Freight is headquartered in Cork.\n- Summit Energy is headquartered in Basel.\n- Atlas Freight was founded in 2013.\n- Chiara works for Atlas Freight.\n- Mateo reports to Mara.\n- Bluepine Aviation was founded in 2004.\n- Mara reports to Tessa.\n- Callum works for Beacon Insurance.\n- Chiara reports to Viktor.\n- Beacon Insurance was founded in 1986.\n- Tessa reports to Pablo.\n- Mateo works for Beacon Insurance.\n- Mara works for Summit Energy.\n- Mei works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.\n- Summit Energy was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22271", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22272", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9783: employee Bruno K., hired 16 January 2024, separated 18 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9783?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22273", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22274", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 64288\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22275", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22276", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Crescent Telecom.\n- Jonas reports to Stefan.\n- Jonas works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Sofia reports to Priya.\n- Leila works for Lattice Analytics.\n- Mei reports to Omar.\n- Crescent Telecom was founded in 2000.\n- Amara reports to Jonas.\n- Priya reports to Callum.\n- Summit Energy was founded in 2006.\n- Priya works for Crescent Telecom.\n- Omar reports to Lucia.\n- Crescent Telecom is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Brno.\n- Mei works for Crescent Telecom.\n- Stefan reports to Leila.\n- Callum reports to Mei.\n- Sofia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1991.\n- Lucia works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Summit Energy is headquartered in Tallinn.\n- Stefan works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "2003", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22278", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7921: employee Aisha B., hired 09 April 2023, separated 24 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7921?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22279", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22280", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22281", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4800: employee Stefan K., hired 22 September 2020, separated 17 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4800?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22282", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22283", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1814: employee Mara K., hired 23 April 2023, separated 31 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1814?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22284", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5529: employee Mara T., hired 07 September 2020, separated 09 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5529?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Ghent.\n- Chiara reports to Ingrid.\n- Ingrid reports to Wren.\n- Meridian Bank was founded in 1988.\n- Bruno reports to Callum.\n- Bruno works for Atlas Freight.\n- Kenji reports to Bruno.\n- Felix reports to Ravi.\n- Meridian Bank is headquartered in Bergen.\n- Jonas reports to Chiara.\n- Bluepine Aviation was founded in 1982.\n- Ravi reports to Mateo.\n- Wren works for Bluepine Aviation.\n- Jonas works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Helios Logistics was founded in 1990.\n- Mateo reports to Kenji.\n- Felix works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Callum reports to Jonas.\n- Atlas Freight is headquartered in Malmo.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Atlas Freight was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22286", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4151: employee Priya S., hired 08 October 2020, separated 04 June 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-4151 under the controlling rules.", "criteria": {"0": "$6,100", "1": "$5,550", "2": "$24,267", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Tobias reports to Yuki.\n- Ironwood Manufacturing was founded in 2014.\n- Tobias works for Cedar Retail Group.\n- Yuki reports to Omar.\n- Bruno reports to Priya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Zoya works for Lattice Analytics.\n- Nadia reports to Sanne.\n- Vantage Air was founded in 1988.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lucia works for Lattice Analytics.\n- Viktor works for Cedar Retail Group.\n- Priya reports to Viktor.\n- Nadia works for Ironwood Manufacturing.\n- Omar reports to Lucia.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia reports to Nadia.\n- Viktor reports to Zoya.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Omar works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1983.\n- Sanne reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Atlas Freight is headquartered in Turku.\n- Wren works for Cobalt Health.\n- Beacon Insurance was founded in 2002.\n- Emeka reports to Deshawn.\n- Cedar Retail Group was founded in 1979.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lucia reports to Wren.\n- Ravi works for Cedar Retail Group.\n- Elena reports to Anders.\n- Pablo works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Beacon Insurance is headquartered in Bergen.\n- Emeka works for Cedar Retail Group.\n- Mateo reports to Mara.\n- Elena works for Beacon Insurance.\n- Mateo works for Atlas Freight.\n- Deshawn works for Beacon Insurance.\n- Ravi reports to Emeka.\n- Lucia works for Cobalt Health.\n- Ingrid reports to Ravi.\n- Mara reports to Viktor.\n- Anders works for Beacon Insurance.\n- Wren reports to Mateo.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health was founded in 1985.\n- Atlas Freight was founded in 2006.\n- Ingrid works for Cedar Retail Group.\n- Anders reports to Lucia.\n- Deshawn reports to Pablo.\n- Viktor reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22289", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8118: employee Kenji K., hired 13 August 2024, separated 11 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8118?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22290", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Dmitri works for Summit Energy.\n- Sofia reports to Pablo.\n- Ravi reports to Tobias.\n- Mei works for Atlas Freight.\n- Northwind Systems was founded in 2012.\n- Sofia works for Summit Energy.\n- Atlas Freight was founded in 1994.\n- Pablo works for Crescent Telecom.\n- Tessa works for Atlas Freight.\n- Tessa reports to Zoya.\n- Yuki works for Crescent Telecom.\n- Summit Energy was founded in 1982.\n- Crescent Telecom is headquartered in Valencia.\n- Crescent Telecom was founded in 1983.\n- Summit Energy is headquartered in Turku.\n- Zoya works for Atlas Freight.\n- Hana reports to Sanne.\n- Dmitri reports to Sofia.\n- Hana works for Summit Energy.\n- Tobias works for Crescent Telecom.\n- Sanne reports to Mei.\n- Northwind Systems is headquartered in Dunedin.\n- Sanne works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Wren reports to Hana.\n- Atlas Freight is headquartered in Turku.\n- Pablo reports to Tessa.\n- Mei reports to Yuki.\n- Yuki reports to Ravi.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Elena reports to Ravi.\n- Hana reports to Aisha.\n- Emeka works for Crescent Telecom.\n- Ravi works for Fernhill Foods.\n- Viktor reports to Emeka.\n- Emeka reports to Omar.\n- Elena works for Northwind Systems.\n- Pablo reports to Mateo.\n- Jonas works for Northwind Systems.\n- Pablo works for Helios Logistics.\n- Northwind Systems is headquartered in Halifax.\n- Omar works for Helios Logistics.\n- Mateo reports to Hana.\n- Aisha works for Northwind Systems.\n- Crescent Telecom was founded in 1989.\n- Jonas reports to Viktor.\n- Hana works for Helios Logistics.\n- Fernhill Foods is headquartered in Turku.\n- Northwind Systems was founded in 1975.\n- Ravi reports to Jonas.\n- Helios Logistics is headquartered in Turku.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods was founded in 1993.\n- Viktor works for Crescent Telecom.\n- Helios Logistics was founded in 1999.\n- Crescent Telecom is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22293", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1293: employee Aisha R., hired 08 May 2023, separated 06 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1293?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22294", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4090: employee Mei M., hired 19 May 2024, separated 12 July 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-4090 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$5,712", "2": "$12,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22295", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22296", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22297", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup", "4": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22298", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22299", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7221: employee Bruno T., hired 19 October 2022, separated 01 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7221?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22300", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Jonas works for Atlas Freight.\n- Zoya works for Northwind Systems.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation was founded in 2000.\n- Beacon Insurance is headquartered in Lyon.\n- Anders reports to Leila.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Elena reports to Anders.\n- Atlas Freight is headquartered in Turku.\n- Leila reports to Jonas.\n- Mateo works for Atlas Freight.\n- Beacon Insurance was founded in 1982.\n- Sanne works for Beacon Insurance.\n- Sanne reports to Bruno.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno works for Beacon Insurance.\n- Emeka works for Bluepine Aviation.\n- Jonas reports to Dmitri.\n- Leila works for Atlas Freight.\n- Dmitri works for Beacon Insurance.\n- Zoya reports to Sanne.\n- Bruno reports to Elena.\n- Atlas Freight was founded in 2003.\n- Dmitri reports to Mateo.\n- Northwind Systems was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2000.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Kenji reports to Ravi.\n- Elena works for Lattice Analytics.\n- Ravi reports to Elena.\n- Leila works for Helios Logistics.\n- Omar works for Vantage Air.\n- Amara reports to Mateo.\n- Stefan works for Helios Logistics.\n- Stefan reports to Leila.\n- Vantage Air was founded in 1996.\n- Dmitri works for Lattice Analytics.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics was founded in 2001.\n- Helios Logistics is headquartered in Cork.\n- Lattice Analytics is headquartered in Dunedin.\n- Ingrid reports to Kenji.\n- Leila reports to Dmitri.\n- Elena reports to Omar.\n- Vantage Air is headquartered in Bergen.\n- Amara works for Vantage Air.\n- Kenji works for Helios Logistics.\n- Omar reports to Stefan.\n- Helios Logistics was founded in 1997.\n- Dmitri reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22303", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22304", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22305", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 94594 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1988.\n- Nadia works for Vantage Air.\n- Emeka reports to Amara.\n- Sofia works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Kenji reports to Tobias.\n- Cobalt Health is headquartered in Cork.\n- Meridian Bank is headquartered in Cork.\n- Kenji works for Vantage Air.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Emeka works for Pinnacle Software.\n- Jonas reports to Mei.\n- Sofia reports to Nadia.\n- Vantage Air is headquartered in Turku.\n- Pinnacle Software was founded in 2015.\n- Mei reports to Sofia.\n- Nadia reports to Kenji.\n- Tobias reports to Emeka.\n- Jonas works for Vantage Air.\n- Mei works for Meridian Bank.\n- Pinnacle Software is headquartered in Cork.\n- Vantage Air was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Jonas.\n- Leila works for Beacon Insurance.\n- Pablo reports to Priya.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Emeka works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Beacon Insurance was founded in 2009.\n- Elena works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Fernhill Foods is headquartered in Ghent.\n- Tessa works for Lattice Analytics.\n- Fernhill Foods was founded in 1997.\n- Priya works for Beacon Insurance.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Leila reports to Viktor.\n- Pablo works for Fernhill Foods.\n- Lattice Analytics was founded in 1982.\n- Tessa reports to Leila.\n- Anders reports to Emeka.\n- Lattice Analytics is headquartered in Ghent.\n- Lucia reports to Anders.\n- Viktor reports to Stefan.\n- Omar reports to Elena.\n- Emeka reports to Tessa.\n- Omar works for Lattice Analytics.\n- Elena reports to Pablo.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22308", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22309", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Summit Energy.\n- Ingrid reports to Leila.\n- Jonas works for Meridian Bank.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Pablo reports to Jonas.\n- Meridian Bank is headquartered in Nagoya.\n- Tessa reports to Mara.\n- Mara reports to Ingrid.\n- Nadia reports to Stefan.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Lyon.\n- Northwind Systems was founded in 1999.\n- Pablo works for Summit Energy.\n- Tessa works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Stefan works for Summit Energy.\n- Lattice Analytics is headquartered in Lyon.\n- Hana works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Leila works for Meridian Bank.\n- Stefan reports to Pablo.\n- Tobias reports to Hana.\n- Lattice Analytics was founded in 2011.\n- Meridian Bank was founded in 1980.\n- Leila reports to Tobias.\n- Jonas reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22311", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Ironwood Manufacturing was founded in 2007.\n- Bluepine Aviation was founded in 2005.\n- Wren reports to Elena.\n- Ingrid works for Bluepine Aviation.\n- Emeka reports to Stefan.\n- Yuki reports to Anders.\n- Crescent Telecom was founded in 1976.\n- Bluepine Aviation is headquartered in Adelaide.\n- Anders reports to Wren.\n- Emeka works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Elena works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Mara reports to Chiara.\n- Chiara reports to Aisha.\n- Nadia reports to Jonas.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Adelaide.\n- Northwind Systems was founded in 1984.\n- Ironwood Manufacturing is headquartered in Brno.\n- Stefan reports to Nadia.\n- Aisha reports to Emeka.\n- Chiara works for Bluepine Aviation.\n- Ingrid reports to Mara.\n- Aisha works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Adelaide.\n- Wren works for Northwind Systems.\n- Mara works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2002", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22313", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22314", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22315", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22316", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22317", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "book_flight", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Zoya reports to Mei.\n- Lattice Analytics was founded in 2006.\n- Lattice Analytics is headquartered in Brno.\n- Yuki works for Lattice Analytics.\n- Atlas Freight was founded in 1983.\n- Cobalt Health is headquartered in Oslo.\n- Amara reports to Mateo.\n- Deshawn works for Lattice Analytics.\n- Cobalt Health was founded in 2000.\n- Amara works for Lattice Analytics.\n- Deshawn reports to Felix.\n- Zoya works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Oslo.\n- Wren reports to Zoya.\n- Mei reports to Yuki.\n- Mateo works for Atlas Freight.\n- Felix reports to Wren.\n- Wren works for Atlas Freight.\n- Cedar Retail Group was founded in 2012.\n- Yuki reports to Amara.\n- Atlas Freight is headquartered in Brno.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Wren.\n- Nadia works for Atlas Freight.\n- Leila works for Bluepine Aviation.\n- Leila reports to Callum.\n- Nadia reports to Zoya.\n- Bluepine Aviation is headquartered in Leeds.\n- Viktor works for Cobalt Health.\n- Lucia works for Atlas Freight.\n- Northwind Systems was founded in 2013.\n- Zoya works for Atlas Freight.\n- Cobalt Health is headquartered in Valencia.\n- Kenji reports to Leila.\n- Kenji works for Atlas Freight.\n- Lucia reports to Pablo.\n- Chiara works for Atlas Freight.\n- Viktor reports to Nadia.\n- Aisha works for Atlas Freight.\n- Cobalt Health was founded in 2014.\n- Aisha reports to Tessa.\n- Pablo reports to Kenji.\n- Callum works for Northwind Systems.\n- Bluepine Aviation was founded in 2008.\n- Chiara reports to Aisha.\n- Atlas Freight is headquartered in Basel.\n- Zoya reports to Chiara.\n- Tessa works for Bluepine Aviation.\n- Wren reports to Viktor.\n- Wren works for Atlas Freight.\n- Northwind Systems is headquartered in Leeds.\n- Atlas Freight was founded in 2008.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Summit Energy is headquartered in Halifax.\n- Cobalt Health is headquartered in Dunedin.\n- Cobalt Health was founded in 1996.\n- Wren works for Vantage Air.\n- Mara works for Vantage Air.\n- Hana reports to Mei.\n- Summit Energy was founded in 1992.\n- Vantage Air is headquartered in Valencia.\n- Chiara reports to Mara.\n- Wren reports to Aisha.\n- Felix works for Northwind Systems.\n- Hana works for Vantage Air.\n- Dmitri reports to Hana.\n- Northwind Systems is headquartered in Basel.\n- Felix reports to Dmitri.\n- Aisha works for Summit Energy.\n- Mara reports to Felix.\n- Vantage Air was founded in 1989.\n- Mei reports to Wren.\n- Mei works for Cobalt Health.\n- Northwind Systems was founded in 1979.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22321", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 December 2022): For employees hired on or after 16 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5032: employee Kenji A., hired 12 January 2021, separated 23 August 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5032?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22322", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3881: employee Bruno A., hired 24 May 2024, separated 12 August 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-3881 under the controlling rules.", "criteria": {"0": "$2,700", "1": "$8,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22323", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6066: employee Anders K., hired 23 November 2023, separated 31 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6066?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22324", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8632: employee Aisha S., hired 18 March 2021, separated 10 March 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8632?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22325", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Status on my shipment 23990 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22326", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22327", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22328", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22329", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6088: employee Sanne S., hired 29 July 2020, separated 12 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6088?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2000.\n- Priya works for Cobalt Health.\n- Tobias reports to Emeka.\n- Sofia reports to Zoya.\n- Cobalt Health is headquartered in Halifax.\n- Helios Logistics was founded in 1996.\n- Lucia works for Crescent Telecom.\n- Emeka reports to Sofia.\n- Bluepine Aviation is headquartered in Oslo.\n- Zoya reports to Lucia.\n- Helios Logistics is headquartered in Ghent.\n- Priya reports to Omar.\n- Crescent Telecom was founded in 1980.\n- Emeka works for Helios Logistics.\n- Zoya works for Crescent Telecom.\n- Cobalt Health was founded in 2000.\n- Omar reports to Kenji.\n- Sofia works for Helios Logistics.\n- Kenji reports to Tobias.\n- Kenji works for Cobalt Health.\n- Tobias works for Helios Logistics.\n- Crescent Telecom is headquartered in Halifax.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22331", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22332", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Chiara works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Chiara reports to Viktor.\n- Bluepine Aviation is headquartered in Bergen.\n- Jonas reports to Leila.\n- Summit Energy is headquartered in Halifax.\n- Tessa works for Summit Energy.\n- Tessa reports to Nadia.\n- Summit Energy was founded in 2004.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Nadia reports to Chiara.\n- Lattice Analytics is headquartered in Bergen.\n- Leila reports to Sofia.\n- Meridian Bank is headquartered in Halifax.\n- Bluepine Aviation was founded in 2006.\n- Callum reports to Bruno.\n- Viktor reports to Jonas.\n- Lattice Analytics was founded in 1979.\n- Sofia works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Omar reports to Tessa.\n- Bruno reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22334", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8862: employee Pablo K., hired 08 July 2022, separated 14 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8862?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22335", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1530: employee Yuki B., hired 04 December 2021, separated 15 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1530?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Brno.\n- Emeka works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Austin.\n- Vantage Air was founded in 2001.\n- Hana works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Viktor works for Vantage Air.\n- Leila works for Vantage Air.\n- Tessa reports to Leila.\n- Beacon Insurance was founded in 1984.\n- Sanne works for Ironwood Manufacturing.\n- Viktor reports to Sofia.\n- Leila reports to Nadia.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Stefan reports to Tessa.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Viktor.\n- Beacon Insurance is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2012.\n- Elena works for Ironwood Manufacturing.\n- Hana reports to Sanne.\n- Emeka reports to Elena.\n- Sanne reports to Emeka.\n- Sofia reports to Hana.\n- Stefan works for Vantage Air.\n- Lattice Analytics was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22337", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 June 2025): For employees hired on or after 05 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3068: employee Pablo M., hired 13 September 2024, separated 16 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-3068 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$1,000", "2": "$2,000", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22338", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-6 (VERSION 3, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7900: employee Mei A., hired 21 July 2023, separated 11 March 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7900?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22339", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9976: employee Pablo B., hired 04 August 2024, separated 25 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9976?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Sofia reports to Ingrid.\n- Felix works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Crescent Telecom was founded in 1987.\n- Yuki works for Crescent Telecom.\n- Ingrid reports to Yuki.\n- Bluepine Aviation is headquartered in Porto.\n- Jonas works for Bluepine Aviation.\n- Summit Energy is headquartered in Ghent.\n- Mei works for Fernhill Foods.\n- Chiara works for Summit Energy.\n- Tobias reports to Felix.\n- Fernhill Foods was founded in 1992.\n- Mei reports to Chiara.\n- Summit Energy was founded in 2000.\n- Sofia works for Crescent Telecom.\n- Jonas reports to Sofia.\n- Bluepine Aviation was founded in 2008.\n- Fernhill Foods is headquartered in Porto.\n- Felix reports to Mei.\n- Yuki reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22341", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 February 2023): For employees hired on or after 25 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7786: employee Mei T., hired 15 September 2019, separated 18 September 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7786?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22342", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 70993 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22343", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22344", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8800: employee Anders S., hired 22 October 2020, separated 18 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8800?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22345", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22346", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Zoya.\n- Stefan works for Vantage Air.\n- Nadia works for Vantage Air.\n- Elena works for Summit Energy.\n- Helios Logistics was founded in 2005.\n- Helios Logistics is headquartered in Oslo.\n- Emeka works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Elena reports to Emeka.\n- Viktor reports to Dmitri.\n- Summit Energy is headquartered in Bergen.\n- Vantage Air was founded in 1977.\n- Crescent Telecom is headquartered in Oslo.\n- Dmitri reports to Nadia.\n- Viktor works for Crescent Telecom.\n- Summit Energy was founded in 1996.\n- Zoya works for Helios Logistics.\n- Stefan reports to Viktor.\n- Lucia reports to Elena.\n- Zoya reports to Lucia.\n- Crescent Telecom was founded in 2001.\n- Vantage Air is headquartered in Bergen.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1996", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22348", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9771: employee Leila A., hired 15 June 2019, separated 09 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9771?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22349", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22350", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22351", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 August 2025): For employees hired on or after 19 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4483: employee Yuki R., hired 22 December 2022, separated 26 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4483?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Nagoya.\n- Sanne works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 1981.\n- Anders reports to Pablo.\n- Beacon Insurance is headquartered in Nagoya.\n- Pablo works for Beacon Insurance.\n- Sofia reports to Anders.\n- Anders works for Helios Logistics.\n- Zoya reports to Amara.\n- Atlas Freight is headquartered in Lyon.\n- Dmitri reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Helios Logistics was founded in 1992.\n- Ironwood Manufacturing was founded in 1977.\n- Yuki reports to Sanne.\n- Pablo reports to Dmitri.\n- Amara reports to Yuki.\n- Atlas Freight was founded in 1980.\n- Sofia works for Ironwood Manufacturing.\n- Amara works for Helios Logistics.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Mara reports to Nadia.\n- Dmitri works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2009.\n- Anders works for Pinnacle Software.\n- Lucia works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Mara works for Pinnacle Software.\n- Atlas Freight is headquartered in Turku.\n- Pinnacle Software was founded in 1976.\n- Lucia reports to Deshawn.\n- Tobias reports to Mara.\n- Pablo reports to Tobias.\n- Pinnacle Software is headquartered in Porto.\n- Dmitri reports to Viktor.\n- Ironwood Manufacturing was founded in 1991.\n- Beacon Insurance is headquartered in Turku.\n- Pablo works for Pinnacle Software.\n- Deshawn reports to Anders.\n- Viktor reports to Pablo.\n- Ironwood Manufacturing is headquartered in Turku.\n- Beacon Insurance was founded in 1979.\n- Viktor works for Atlas Freight.\n- Tobias works for Ironwood Manufacturing.\n- Anders reports to Dmitri.\n- Mateo reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22354", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22355", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22356", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22357", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22358", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 31808 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22359", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 26048 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "track_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22360", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 March 2023): For employees hired on or after 06 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9052: employee Callum B., hired 18 October 2020, separated 22 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9052?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22361", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7504: employee Tobias R., hired 01 November 2021, separated 30 March 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7504?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22362", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22363", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22364", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4575: employee Sofia S., hired 23 August 2023, separated 31 May 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2026-4575 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$4,200", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1989.\n- Bruno works for Atlas Freight.\n- Leila works for Lattice Analytics.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Callum works for Meridian Bank.\n- Chiara reports to Anders.\n- Jonas reports to Chiara.\n- Anders reports to Viktor.\n- Lattice Analytics is headquartered in Valencia.\n- Aisha works for Atlas Freight.\n- Viktor reports to Leila.\n- Stefan reports to Jonas.\n- Meridian Bank was founded in 2009.\n- Sanne works for Atlas Freight.\n- Bluepine Aviation was founded in 2004.\n- Atlas Freight is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Tallinn.\n- Jonas works for Atlas Freight.\n- Bruno reports to Yuki.\n- Yuki reports to Aisha.\n- Elena works for Lattice Analytics.\n- Elena reports to Sanne.\n- Anders works for Bluepine Aviation.\n- Viktor works for Lattice Analytics.\n- Leila reports to Elena.\n- Aisha reports to Callum.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Callum reports to Stefan.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22366", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22367", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4998: employee Emeka S., hired 01 April 2022, separated 14 October 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-4998 under the controlling rules.", "criteria": {"0": "$9,865", "1": "$9,736", "2": "$11,865", "3": "$42,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22368", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22369", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22370", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22371", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22372", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "update_benefits", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Vantage Air was founded in 1989.\n- Mara reports to Amara.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Pinnacle Software was founded in 1977.\n- Wren works for Vantage Air.\n- Ingrid works for Crescent Telecom.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Jonas reports to Ingrid.\n- Tessa works for Vantage Air.\n- Tobias works for Vantage Air.\n- Tessa reports to Zoya.\n- Crescent Telecom is headquartered in Valencia.\n- Ingrid reports to Mara.\n- Wren reports to Stefan.\n- Hana reports to Tessa.\n- Crescent Telecom was founded in 1992.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Hana works for Vantage Air.\n- Amara reports to Wren.\n- Jonas works for Lattice Analytics.\n- Tobias reports to Hana.\n- Zoya reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Aisha reports to Mei.\n- Viktor works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Felix reports to Elena.\n- Sofia works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Valencia.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Bluepine Aviation was founded in 1999.\n- Mei works for Lattice Analytics.\n- Viktor reports to Aisha.\n- Ravi works for Vantage Air.\n- Crescent Telecom was founded in 1988.\n- Wren reports to Sofia.\n- Bluepine Aviation is headquartered in Leeds.\n- Elena works for Lattice Analytics.\n- Dmitri reports to Tobias.\n- Wren works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Vantage Air was founded in 1997.\n- Elena reports to Viktor.\n- Lattice Analytics was founded in 1980.\n- Dmitri works for Vantage Air.\n- Amara works for Lattice Analytics.\n- Amara reports to Ravi.\n- Vantage Air is headquartered in Leeds.\n- Tobias reports to Amara.\n- Ravi reports to Wren.\n- Mei reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22375", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3954: employee Viktor K., hired 20 March 2021, separated 18 September 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-3954 under the controlling rules.", "criteria": {"0": "$4,375", "1": "$5,000", "2": "$6,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22376", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1976.\n- Emeka reports to Tobias.\n- Aisha reports to Sanne.\n- Pablo works for Atlas Freight.\n- Sanne reports to Callum.\n- Sanne works for Beacon Insurance.\n- Mara reports to Aisha.\n- Elena works for Northwind Systems.\n- Callum reports to Elena.\n- Emeka works for Helios Logistics.\n- Atlas Freight is headquartered in Tallinn.\n- Ravi works for Helios Logistics.\n- Leila reports to Mara.\n- Helios Logistics is headquartered in Porto.\n- Callum works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Tessa works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Northwind Systems is headquartered in Porto.\n- Zoya reports to Emeka.\n- Atlas Freight was founded in 2003.\n- Pablo reports to Leila.\n- Tobias reports to Pablo.\n- Tobias works for Northwind Systems.\n- Mara works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Ravi reports to Zoya.\n- Helios Logistics was founded in 1993.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22378", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 74982 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Change Address — wants the delivery address updated", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Stefan reports to Tessa.\n- Deshawn reports to Kenji.\n- Aisha works for Crescent Telecom.\n- Tessa reports to Dmitri.\n- Mei reports to Priya.\n- Stefan works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Omar works for Vantage Air.\n- Lattice Analytics was founded in 2004.\n- Deshawn works for Vantage Air.\n- Fernhill Foods was founded in 1988.\n- Aisha reports to Deshawn.\n- Vantage Air is headquartered in Porto.\n- Sofia reports to Ingrid.\n- Ingrid reports to Mei.\n- Yuki reports to Omar.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Omar reports to Sofia.\n- Dmitri reports to Aisha.\n- Crescent Telecom was founded in 2000.\n- Lattice Analytics is headquartered in Porto.\n- Priya reports to Stefan.\n- Vantage Air was founded in 1998.\n- Priya works for Vantage Air.\n- Fernhill Foods is headquartered in Tallinn.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22380", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22381", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9569: employee Sofia M., hired 20 September 2020, separated 06 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9569?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22382", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Ingrid reports to Leila.\n- Crescent Telecom is headquartered in Adelaide.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Elena works for Crescent Telecom.\n- Callum reports to Omar.\n- Cedar Retail Group was founded in 1984.\n- Omar works for Crescent Telecom.\n- Ravi reports to Callum.\n- Pablo works for Crescent Telecom.\n- Northwind Systems was founded in 1997.\n- Mateo reports to Sofia.\n- Lattice Analytics was founded in 1992.\n- Ingrid works for Lattice Analytics.\n- Northwind Systems is headquartered in Brno.\n- Leila reports to Elena.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Ingrid.\n- Omar reports to Pablo.\n- Lattice Analytics is headquartered in Brno.\n- Pablo reports to Mateo.\n- Elena reports to Ravi.\n- Crescent Telecom was founded in 2006.\n- Mateo works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1995", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22384", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22385", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7675: employee Stefan K., hired 03 September 2024, separated 14 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7675?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22386", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7986: employee Pablo S., hired 09 October 2023, separated 29 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7986?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22387", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1980.\n- Emeka reports to Nadia.\n- Wren reports to Priya.\n- Priya works for Vantage Air.\n- Yuki works for Meridian Bank.\n- Anders reports to Viktor.\n- Ingrid works for Vantage Air.\n- Yuki reports to Stefan.\n- Emeka works for Vantage Air.\n- Anders works for Vantage Air.\n- Priya reports to Ravi.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Wren works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Viktor reports to Lucia.\n- Lucia works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Mara works for Fernhill Foods.\n- Atlas Freight is headquartered in Basel.\n- Ravi reports to Mara.\n- Meridian Bank was founded in 1976.\n- Lucia reports to Yuki.\n- Fernhill Foods was founded in 1980.\n- Nadia reports to Wren.\n- Fernhill Foods is headquartered in Cork.\n- Ingrid reports to Anders.\n- Vantage Air was founded in 1993.\n- Meridian Bank is headquartered in Cork.\n- Mara reports to Ingrid.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22389", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22390", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22391", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3980: employee Mei B., hired 22 September 2022, separated 25 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3980?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22392", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4416: employee Lucia T., hired 05 July 2023, separated 05 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4416?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22393", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22394", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22395", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2734: employee Hana A., hired 15 January 2021, separated 09 December 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-2734 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$5,075", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1990.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Mara works for Cobalt Health.\n- Priya reports to Ingrid.\n- Cobalt Health is headquartered in Turku.\n- Mara reports to Hana.\n- Mateo works for Crescent Telecom.\n- Hana works for Lattice Analytics.\n- Priya works for Crescent Telecom.\n- Wren reports to Mateo.\n- Bluepine Aviation was founded in 1976.\n- Bluepine Aviation is headquartered in Turku.\n- Dmitri reports to Priya.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid works for Cobalt Health.\n- Lattice Analytics was founded in 1998.\n- Dmitri works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Kenji reports to Dmitri.\n- Lattice Analytics is headquartered in Ghent.\n- Mateo reports to Mara.\n- Hana reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1993", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Mateo works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Felix works for Bluepine Aviation.\n- Sanne works for Meridian Bank.\n- Pinnacle Software was founded in 1989.\n- Viktor reports to Chiara.\n- Meridian Bank was founded in 1993.\n- Chiara reports to Felix.\n- Bluepine Aviation was founded in 1996.\n- Tobias works for Pinnacle Software.\n- Sanne reports to Mateo.\n- Atlas Freight is headquartered in Adelaide.\n- Atlas Freight was founded in 1987.\n- Tobias reports to Kenji.\n- Emeka reports to Tobias.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Kenji reports to Sanne.\n- Viktor works for Bluepine Aviation.\n- Mateo reports to Viktor.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22398", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22399", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Basel.\n- Meridian Bank was founded in 1989.\n- Pablo works for Meridian Bank.\n- Callum reports to Zoya.\n- Callum works for Bluepine Aviation.\n- Amara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Malmo.\n- Mateo reports to Pablo.\n- Omar reports to Hana.\n- Ironwood Manufacturing was founded in 2005.\n- Zoya works for Cobalt Health.\n- Aisha reports to Amara.\n- Bluepine Aviation was founded in 1983.\n- Hana works for Bluepine Aviation.\n- Cobalt Health is headquartered in Basel.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana reports to Aisha.\n- Pablo reports to Callum.\n- Mateo works for Cobalt Health.\n- Aisha works for Meridian Bank.\n- Cobalt Health was founded in 2009.\n- Zoya reports to Omar.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Tessa reports to Ingrid.\n- Lucia works for Lattice Analytics.\n- Fernhill Foods was founded in 2010.\n- Lucia reports to Bruno.\n- Bluepine Aviation is headquartered in Brno.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid reports to Kenji.\n- Mei works for Fernhill Foods.\n- Bluepine Aviation was founded in 1982.\n- Bruno works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Omar works for Bluepine Aviation.\n- Elena works for Fernhill Foods.\n- Tobias reports to Zoya.\n- Emeka works for Lattice Analytics.\n- Tessa works for Fernhill Foods.\n- Ingrid works for Pinnacle Software.\n- Bruno reports to Elena.\n- Omar reports to Emeka.\n- Tobias works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya reports to Mei.\n- Lattice Analytics was founded in 1976.\n- Emeka reports to Tessa.\n- Felix reports to Tobias.\n- Mei reports to Omar.\n- Kenji reports to Lucia.\n- Fernhill Foods is headquartered in Leeds.\n- Pinnacle Software was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2004", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Jonas reports to Tessa.\n- Sofia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1975.\n- Tobias works for Atlas Freight.\n- Elena reports to Dmitri.\n- Mei reports to Felix.\n- Mei works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Pablo reports to Yuki.\n- Dmitri reports to Mei.\n- Dmitri works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Yuki works for Fernhill Foods.\n- Amara works for Beacon Insurance.\n- Felix reports to Mateo.\n- Tessa reports to Elena.\n- Elena works for Fernhill Foods.\n- Mateo reports to Sofia.\n- Fernhill Foods is headquartered in Porto.\n- Tessa works for Beacon Insurance.\n- Amara reports to Pablo.\n- Sofia reports to Tobias.\n- Beacon Insurance is headquartered in Brno.\n- Atlas Freight was founded in 1981.\n- Tobias reports to Amara.\n- Bluepine Aviation was founded in 1982.\n- Felix works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Brno.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Ghent.\n- Tobias works for Crescent Telecom.\n- Omar works for Beacon Insurance.\n- Emeka reports to Mateo.\n- Tobias reports to Mara.\n- Helios Logistics is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tampere.\n- Sanne works for Crescent Telecom.\n- Cobalt Health was founded in 1987.\n- Emeka works for Crescent Telecom.\n- Mara works for Helios Logistics.\n- Wren reports to Omar.\n- Beacon Insurance is headquartered in Tallinn.\n- Sanne reports to Tobias.\n- Zoya reports to Sanne.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Crescent Telecom was founded in 2014.\n- Mara reports to Wren.\n- Zoya works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Mateo reports to Zoya.\n- Helios Logistics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22405", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4239: employee Zoya B., hired 12 April 2025, separated 27 May 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4239?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22406", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22407", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Elena.\n- Deshawn works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Aisha works for Summit Energy.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2003.\n- Dmitri works for Summit Energy.\n- Leila works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Zoya works for Atlas Freight.\n- Tessa reports to Tobias.\n- Cedar Retail Group was founded in 2014.\n- Elena works for Cedar Retail Group.\n- Dmitri reports to Zoya.\n- Summit Energy is headquartered in Lyon.\n- Stefan reports to Tessa.\n- Callum reports to Leila.\n- Stefan works for Atlas Freight.\n- Summit Energy was founded in 1988.\n- Tobias works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1994.\n- Elena reports to Stefan.\n- Cedar Retail Group is headquartered in Lyon.\n- Aisha reports to Callum.\n- Leila reports to Dmitri.\n- Tobias reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22409", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 86684\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Viktor works for Atlas Freight.\n- Crescent Telecom is headquartered in Halifax.\n- Pinnacle Software is headquartered in Ghent.\n- Anders works for Atlas Freight.\n- Aisha works for Pinnacle Software.\n- Elena works for Atlas Freight.\n- Deshawn works for Crescent Telecom.\n- Hana works for Atlas Freight.\n- Elena reports to Aisha.\n- Yuki works for Pinnacle Software.\n- Mara reports to Deshawn.\n- Pinnacle Software was founded in 1998.\n- Crescent Telecom was founded in 1980.\n- Yuki reports to Anders.\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Tobias reports to Viktor.\n- Priya works for Crescent Telecom.\n- Priya reports to Nadia.\n- Mara works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Cobalt Health is headquartered in Ghent.\n- Hana reports to Tobias.\n- Wren reports to Elena.\n- Nadia works for Pinnacle Software.\n- Cobalt Health was founded in 2012.\n- Deshawn reports to Hana.\n- Viktor reports to Priya.\n- Aisha reports to Yuki.\n- Atlas Freight is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22411", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1992.\n- Dmitri reports to Jonas.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 2006.\n- Chiara works for Helios Logistics.\n- Chiara reports to Bruno.\n- Zoya works for Helios Logistics.\n- Zoya reports to Callum.\n- Callum reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Leila works for Crescent Telecom.\n- Viktor works for Pinnacle Software.\n- Helios Logistics is headquartered in Ghent.\n- Bruno works for Helios Logistics.\n- Bruno reports to Viktor.\n- Leila reports to Chiara.\n- Bluepine Aviation was founded in 1999.\n- Jonas reports to Leila.\n- Callum works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22413", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6341: employee Emeka T., hired 19 September 2020, separated 11 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6341?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22414", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8729: employee Mei M., hired 10 April 2023, separated 19 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8729?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22415", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22416", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22417", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22418", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22419", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22420", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "request_leave", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ingrid.\n- Omar works for Cedar Retail Group.\n- Northwind Systems is headquartered in Halifax.\n- Cobalt Health was founded in 1990.\n- Wren works for Cobalt Health.\n- Wren reports to Chiara.\n- Ingrid works for Bluepine Aviation.\n- Kenji reports to Sofia.\n- Northwind Systems was founded in 2004.\n- Sofia works for Northwind Systems.\n- Cobalt Health is headquartered in Halifax.\n- Ingrid reports to Kenji.\n- Ravi reports to Omar.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 1980.\n- Dmitri reports to Ravi.\n- Cedar Retail Group is headquartered in Halifax.\n- Kenji works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Cedar Retail Group was founded in 1989.\n- Dmitri works for Northwind Systems.\n- Ravi works for Cedar Retail Group.\n- Sofia reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22422", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22423", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22424", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22425", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5015: employee Sanne M., hired 28 December 2023, separated 31 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5015?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22426", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1154: employee Bruno S., hired 07 August 2022, separated 19 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1154?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22427", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3197: employee Felix K., hired 17 July 2021, separated 01 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3197?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22428", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22429", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 July 2023): For employees hired on or after 27 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1772: employee Chiara T., hired 21 November 2020, separated 29 April 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1772?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22430", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22431", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8486: employee Deshawn B., hired 05 April 2022, separated 04 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8486?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22432", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22433", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1314: employee Jonas T., hired 12 November 2022, separated 23 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1314?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2007.\n- Lattice Analytics was founded in 1997.\n- Bruno reports to Amara.\n- Omar reports to Tessa.\n- Mara works for Cobalt Health.\n- Mara reports to Chiara.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Tallinn.\n- Sofia works for Cobalt Health.\n- Tessa reports to Felix.\n- Omar works for Cobalt Health.\n- Amara reports to Sofia.\n- Vantage Air was founded in 2012.\n- Jonas reports to Mara.\n- Chiara works for Cobalt Health.\n- Felix reports to Lucia.\n- Cobalt Health was founded in 1987.\n- Felix works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Sofia reports to Omar.\n- Bruno works for Vantage Air.\n- Meridian Bank is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Jonas works for Lattice Analytics.\n- Lucia reports to Jonas.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22435", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22436", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2163: employee Nadia S., hired 20 July 2023, separated 10 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2163?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Zoya.\n- Nadia reports to Ravi.\n- Viktor works for Northwind Systems.\n- Jonas works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Hana works for Bluepine Aviation.\n- Meridian Bank is headquartered in Brno.\n- Bluepine Aviation is headquartered in Adelaide.\n- Anders reports to Deshawn.\n- Ravi reports to Pablo.\n- Vantage Air is headquartered in Lyon.\n- Zoya reports to Nadia.\n- Northwind Systems was founded in 1978.\n- Pablo reports to Hana.\n- Anders works for Northwind Systems.\n- Stefan reports to Anders.\n- Pablo works for Meridian Bank.\n- Vantage Air was founded in 2011.\n- Northwind Systems is headquartered in Turku.\n- Meridian Bank was founded in 1981.\n- Nadia works for Meridian Bank.\n- Jonas reports to Stefan.\n- Hana reports to Jonas.\n- Deshawn works for Meridian Bank.\n- Bluepine Aviation was founded in 1998.\n- Zoya works for Northwind Systems.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22438", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mei.\n- Crescent Telecom is headquartered in Austin.\n- Anders reports to Kenji.\n- Tessa reports to Leila.\n- Fernhill Foods was founded in 1983.\n- Meridian Bank was founded in 1989.\n- Jonas reports to Elena.\n- Yuki works for Meridian Bank.\n- Elena reports to Pablo.\n- Crescent Telecom was founded in 2014.\n- Mei works for Meridian Bank.\n- Pablo reports to Yuki.\n- Elena works for Fernhill Foods.\n- Jonas works for Lattice Analytics.\n- Fernhill Foods is headquartered in Lyon.\n- Leila reports to Chiara.\n- Mei reports to Jonas.\n- Pablo works for Fernhill Foods.\n- Chiara works for Meridian Bank.\n- Kenji works for Fernhill Foods.\n- Anders works for Meridian Bank.\n- Lattice Analytics is headquartered in Lyon.\n- Leila works for Meridian Bank.\n- Lattice Analytics was founded in 1982.\n- Yuki reports to Anders.\n- Tessa works for Lattice Analytics.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22440", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9455: employee Ingrid R., hired 02 April 2024, separated 19 January 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-9455 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$9,000", "2": "$7,000", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9455 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Sofia works for Lattice Analytics.\n- Wren reports to Deshawn.\n- Felix works for Cedar Retail Group.\n- Priya works for Pinnacle Software.\n- Anders works for Lattice Analytics.\n- Pinnacle Software was founded in 1990.\n- Felix reports to Sofia.\n- Cedar Retail Group is headquartered in Bergen.\n- Summit Energy is headquartered in Halifax.\n- Amara works for Lattice Analytics.\n- Priya reports to Felix.\n- Deshawn reports to Stefan.\n- Deshawn works for Lattice Analytics.\n- Amara reports to Priya.\n- Stefan works for Pinnacle Software.\n- Anders reports to Wren.\n- Wren works for Lattice Analytics.\n- Cedar Retail Group was founded in 2014.\n- Lattice Analytics was founded in 2015.\n- Lattice Analytics is headquartered in Turku.\n- Stefan reports to Amara.\n- Summit Energy was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22442", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2483: employee Wren R., hired 17 August 2021, separated 01 October 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-2483 under the controlling rules.", "criteria": {"0": "$10,250", "1": "$44,200", "2": "$11,200", "3": "$10,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2011.\n- Kenji reports to Mei.\n- Tessa reports to Elena.\n- Atlas Freight is headquartered in Valencia.\n- Mei reports to Anders.\n- Vantage Air was founded in 2005.\n- Hana works for Atlas Freight.\n- Tobias reports to Nadia.\n- Elena reports to Kenji.\n- Nadia works for Atlas Freight.\n- Vantage Air is headquartered in Ghent.\n- Summit Energy is headquartered in Adelaide.\n- Tessa works for Cobalt Health.\n- Omar reports to Viktor.\n- Nadia reports to Tessa.\n- Cobalt Health is headquartered in Bergen.\n- Atlas Freight was founded in 2010.\n- Mei works for Summit Energy.\n- Anders reports to Omar.\n- Omar works for Cobalt Health.\n- Tobias works for Atlas Freight.\n- Viktor works for Vantage Air.\n- Anders works for Summit Energy.\n- Viktor reports to Hana.\n- Elena works for Vantage Air.\n- Summit Energy was founded in 1992.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22444", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1982.\n- Anders works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Anders reports to Emeka.\n- Tessa reports to Felix.\n- Yuki reports to Anders.\n- Priya reports to Hana.\n- Hana reports to Viktor.\n- Jonas works for Cedar Retail Group.\n- Felix works for Ironwood Manufacturing.\n- Yuki works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Amara works for Pinnacle Software.\n- Elena reports to Tessa.\n- Viktor works for Ironwood Manufacturing.\n- Mara works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Viktor reports to Yuki.\n- Amara reports to Mara.\n- Mara reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Felix reports to Jonas.\n- Emeka reports to Amara.\n- Cedar Retail Group is headquartered in Porto.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics was founded in 2008.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Ironwood Manufacturing was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Kenji reports to Wren.\n- Tobias works for Pinnacle Software.\n- Callum works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Beacon Insurance was founded in 2010.\n- Deshawn works for Meridian Bank.\n- Summit Energy is headquartered in Tallinn.\n- Tobias reports to Kenji.\n- Nadia reports to Aisha.\n- Wren reports to Amara.\n- Meridian Bank is headquartered in Dunedin.\n- Pinnacle Software was founded in 1999.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas reports to Tobias.\n- Jonas works for Pinnacle Software.\n- Aisha reports to Mei.\n- Kenji works for Meridian Bank.\n- Omar works for Summit Energy.\n- Callum reports to Yuki.\n- Nadia works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Summit Energy was founded in 2004.\n- Deshawn reports to Nadia.\n- Amara reports to Omar.\n- Mei reports to Jonas.\n- Meridian Bank was founded in 2013.\n- Yuki works for Beacon Insurance.\n- Omar reports to Callum.\n- Beacon Insurance is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22447", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22448", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22449", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 20 July 2023): For employees hired on or after 20 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2539: employee Mei K., hired 05 June 2020, separated 13 October 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2539?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22450", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 33776 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "report_damage", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22451", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Emeka reports to Mara.\n- Felix works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ravi reports to Sanne.\n- Viktor works for Atlas Freight.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Cobalt Health.\n- Elena reports to Viktor.\n- Mara works for Atlas Freight.\n- Mara reports to Mei.\n- Mei reports to Elena.\n- Ironwood Manufacturing was founded in 1981.\n- Atlas Freight was founded in 1981.\n- Felix reports to Dmitri.\n- Northwind Systems is headquartered in Basel.\n- Dmitri reports to Emeka.\n- Atlas Freight is headquartered in Brno.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1988.\n- Aisha works for Northwind Systems.\n- Sanne reports to Aisha.\n- Viktor reports to Ravi.\n- Northwind Systems was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22453", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3258: employee Tessa B., hired 11 December 2021, separated 30 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3258?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Austin.\n- Deshawn works for Crescent Telecom.\n- Fernhill Foods is headquartered in Basel.\n- Omar reports to Priya.\n- Crescent Telecom is headquartered in Basel.\n- Hana works for Pinnacle Software.\n- Mei reports to Callum.\n- Deshawn reports to Chiara.\n- Fernhill Foods was founded in 1976.\n- Beacon Insurance was founded in 2013.\n- Priya reports to Mei.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Anders.\n- Omar works for Beacon Insurance.\n- Pinnacle Software was founded in 2002.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Hana reports to Omar.\n- Callum reports to Deshawn.\n- Priya works for Beacon Insurance.\n- Crescent Telecom was founded in 1978.\n- Mei works for Beacon Insurance.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22456", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6646: employee Stefan B., hired 16 December 2021, separated 20 June 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6646?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22457", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5082: employee Tessa K., hired 30 June 2022, separated 20 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5082?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22458", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8036: employee Zoya A., hired 15 October 2023, separated 08 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8036?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22459", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1998.\n- Sofia works for Bluepine Aviation.\n- Zoya works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Tessa reports to Mara.\n- Bluepine Aviation was founded in 1981.\n- Pinnacle Software is headquartered in Brno.\n- Mara reports to Sofia.\n- Mara works for Pinnacle Software.\n- Sofia reports to Anders.\n- Sanne reports to Omar.\n- Anders works for Meridian Bank.\n- Pablo reports to Sanne.\n- Zoya reports to Tessa.\n- Meridian Bank is headquartered in Turku.\n- Pinnacle Software was founded in 1994.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank was founded in 1991.\n- Pablo works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Nagoya.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2004.\n- Nadia reports to Ravi.\n- Northwind Systems is headquartered in Oslo.\n- Bruno works for Northwind Systems.\n- Ravi reports to Sofia.\n- Atlas Freight is headquartered in Cork.\n- Leila reports to Emeka.\n- Leila works for Northwind Systems.\n- Amara reports to Bruno.\n- Fernhill Foods was founded in 1978.\n- Ironwood Manufacturing was founded in 2000.\n- Bruno reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Amara works for Ironwood Manufacturing.\n- Elena reports to Leila.\n- Elena works for Atlas Freight.\n- Nadia works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Atlas Freight was founded in 1991.\n- Emeka reports to Nadia.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ingrid.\n- Dmitri works for Crescent Telecom.\n- Ingrid reports to Jonas.\n- Summit Energy was founded in 2004.\n- Emeka works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Ingrid works for Meridian Bank.\n- Jonas reports to Dmitri.\n- Lucia reports to Mara.\n- Lucia works for Summit Energy.\n- Meridian Bank is headquartered in Tampere.\n- Mara reports to Emeka.\n- Chiara works for Fernhill Foods.\n- Summit Energy is headquartered in Tampere.\n- Hana reports to Chiara.\n- Priya reports to Lucia.\n- Fernhill Foods was founded in 2004.\n- Deshawn reports to Kenji.\n- Kenji works for Meridian Bank.\n- Zoya works for Summit Energy.\n- Crescent Telecom is headquartered in Dunedin.\n- Hana works for Meridian Bank.\n- Kenji reports to Zoya.\n- Jonas works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Deshawn works for Meridian Bank.\n- Fernhill Foods is headquartered in Dunedin.\n- Meridian Bank was founded in 1992.\n- Emeka reports to Hana.\n- Crescent Telecom was founded in 2009.\n- Dmitri reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22463", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Elena.\n- Ingrid reports to Priya.\n- Anders works for Crescent Telecom.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 2001.\n- Ingrid works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1976.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pablo works for Ironwood Manufacturing.\n- Tessa works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Crescent Telecom is headquartered in Leeds.\n- Anders reports to Felix.\n- Felix works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Beacon Insurance was founded in 1997.\n- Northwind Systems is headquartered in Cork.\n- Beacon Insurance is headquartered in Cork.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Viktor.\n- Crescent Telecom was founded in 1993.\n- Elena reports to Stefan.\n- Elena works for Beacon Insurance.\n- Priya reports to Nadia.\n- Stefan reports to Tessa.\n- Tessa reports to Pablo.\n- Pablo reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22466", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Vantage Air.\n- Cedar Retail Group is headquartered in Tampere.\n- Mateo works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Emeka reports to Tessa.\n- Pinnacle Software is headquartered in Tampere.\n- Sofia works for Pinnacle Software.\n- Sofia reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Amara works for Pinnacle Software.\n- Vantage Air was founded in 2009.\n- Ravi works for Cedar Retail Group.\n- Dmitri reports to Emeka.\n- Pinnacle Software was founded in 1992.\n- Emeka works for Pinnacle Software.\n- Amara reports to Ravi.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Amara.\n- Ravi reports to Jonas.\n- Cedar Retail Group was founded in 2001.\n- Lattice Analytics is headquartered in Tallinn.\n- Mateo reports to Dmitri.\n- Lattice Analytics was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1980", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Northwind Systems was founded in 1975.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana reports to Mara.\n- Kenji reports to Tobias.\n- Ravi works for Northwind Systems.\n- Cobalt Health was founded in 2014.\n- Mara reports to Omar.\n- Fernhill Foods was founded in 1988.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems is headquartered in Turku.\n- Cobalt Health is headquartered in Turku.\n- Wren works for Northwind Systems.\n- Bluepine Aviation was founded in 1978.\n- Tobias reports to Wren.\n- Fernhill Foods is headquartered in Oslo.\n- Wren reports to Aisha.\n- Bruno reports to Kenji.\n- Omar works for Fernhill Foods.\n- Hana works for Cobalt Health.\n- Mara works for Bluepine Aviation.\n- Stefan reports to Hana.\n- Ravi reports to Stefan.\n- Aisha reports to Ravi.\n- Aisha works for Northwind Systems.\n- Tobias works for Fernhill Foods.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22469", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Jonas.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Kenji works for Northwind Systems.\n- Crescent Telecom is headquartered in Malmo.\n- Aisha works for Northwind Systems.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji reports to Dmitri.\n- Ingrid reports to Mara.\n- Helios Logistics was founded in 1979.\n- Helios Logistics is headquartered in Dunedin.\n- Priya works for Northwind Systems.\n- Jonas works for Crescent Telecom.\n- Pinnacle Software was founded in 1990.\n- Northwind Systems was founded in 1999.\n- Felix works for Crescent Telecom.\n- Mara reports to Felix.\n- Ingrid works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Lucia reports to Kenji.\n- Leila works for Crescent Telecom.\n- Mateo reports to Ingrid.\n- Leila reports to Aisha.\n- Mateo works for Helios Logistics.\n- Chiara reports to Priya.\n- Aisha reports to Chiara.\n- Jonas reports to Mateo.\n- Crescent Telecom was founded in 1976.\n- Felix reports to Leila.\n- Chiara works for Helios Logistics.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22471", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Wren.\n- Callum works for Fernhill Foods.\n- Priya works for Northwind Systems.\n- Amara reports to Elena.\n- Mateo reports to Callum.\n- Lattice Analytics is headquartered in Turku.\n- Northwind Systems was founded in 2007.\n- Callum reports to Bruno.\n- Bruno works for Meridian Bank.\n- Lattice Analytics was founded in 2005.\n- Elena works for Meridian Bank.\n- Fernhill Foods was founded in 2010.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Anders reports to Mateo.\n- Mateo works for Northwind Systems.\n- Amara works for Lattice Analytics.\n- Meridian Bank is headquartered in Oslo.\n- Anders works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Fernhill Foods is headquartered in Cork.\n- Lucia works for Meridian Bank.\n- Northwind Systems is headquartered in Cork.\n- Aisha reports to Priya.\n- Lucia reports to Anders.\n- Elena reports to Lucia.\n- Bruno reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Tobias.\n- Anders reports to Mei.\n- Fernhill Foods is headquartered in Porto.\n- Anders works for Pinnacle Software.\n- Yuki reports to Lucia.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Porto.\n- Tobias reports to Viktor.\n- Lucia reports to Anders.\n- Omar reports to Zoya.\n- Zoya works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Mateo reports to Dmitri.\n- Mei works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Viktor reports to Mateo.\n- Helios Logistics was founded in 1977.\n- Atlas Freight was founded in 2002.\n- Helios Logistics is headquartered in Halifax.\n- Fernhill Foods was founded in 1977.\n- Dmitri reports to Yuki.\n- Yuki works for Atlas Freight.\n- Mateo works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Leila works for Northwind Systems.\n- Bluepine Aviation is headquartered in Austin.\n- Callum reports to Leila.\n- Leila reports to Mateo.\n- Priya works for Northwind Systems.\n- Pinnacle Software is headquartered in Brno.\n- Ingrid reports to Mara.\n- Mateo works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Stefan.\n- Sofia reports to Ingrid.\n- Hana works for Northwind Systems.\n- Pinnacle Software was founded in 2012.\n- Ingrid works for Pinnacle Software.\n- Meridian Bank is headquartered in Austin.\n- Bluepine Aviation was founded in 1992.\n- Northwind Systems was founded in 1976.\n- Mateo reports to Hana.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan works for Meridian Bank.\n- Stefan reports to Priya.\n- Mara reports to Dmitri.\n- Priya reports to Callum.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2003", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22475", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9068: employee Omar A., hired 02 March 2023, separated 10 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9068?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22476", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9891: employee Jonas K., hired 04 June 2021, separated 11 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9891?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Aisha.\n- Elena works for Pinnacle Software.\n- Summit Energy was founded in 2007.\n- Summit Energy is headquartered in Ghent.\n- Sanne reports to Anders.\n- Cedar Retail Group is headquartered in Brno.\n- Anders reports to Elena.\n- Anders works for Meridian Bank.\n- Aisha reports to Callum.\n- Mei works for Meridian Bank.\n- Deshawn works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Meridian Bank was founded in 1979.\n- Sanne works for Meridian Bank.\n- Deshawn reports to Mei.\n- Cedar Retail Group was founded in 2013.\n- Pinnacle Software is headquartered in Ghent.\n- Aisha works for Summit Energy.\n- Leila reports to Sanne.\n- Pinnacle Software was founded in 1978.\n- Callum works for Cedar Retail Group.\n- Mei reports to Leila.\n- Leila works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22478", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5730: employee Callum M., hired 24 February 2023, separated 08 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5730?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22479", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3007: employee Viktor R., hired 21 August 2022, separated 22 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3007?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3007 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Emeka.\n- Leila reports to Deshawn.\n- Emeka reports to Leila.\n- Kenji works for Vantage Air.\n- Fernhill Foods was founded in 1977.\n- Atlas Freight is headquartered in Tampere.\n- Kenji reports to Ravi.\n- Pablo works for Cedar Retail Group.\n- Ravi works for Vantage Air.\n- Aisha reports to Felix.\n- Omar reports to Kenji.\n- Fernhill Foods is headquartered in Leeds.\n- Deshawn works for Fernhill Foods.\n- Ravi reports to Aisha.\n- Omar works for Cedar Retail Group.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Leila works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Felix works for Atlas Freight.\n- Felix reports to Sofia.\n- Vantage Air is headquartered in Bergen.\n- Cedar Retail Group was founded in 1999.\n- Sofia works for Cedar Retail Group.\n- Vantage Air was founded in 1984.\n- Emeka works for Cedar Retail Group.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22481", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22482", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Hana.\n- Cedar Retail Group was founded in 2006.\n- Summit Energy is headquartered in Oslo.\n- Chiara works for Cedar Retail Group.\n- Felix reports to Jonas.\n- Felix works for Helios Logistics.\n- Summit Energy was founded in 1987.\n- Anders reports to Chiara.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 1992.\n- Cedar Retail Group is headquartered in Oslo.\n- Viktor works for Summit Energy.\n- Hana works for Summit Energy.\n- Tobias reports to Felix.\n- Tobias works for Summit Energy.\n- Pinnacle Software is headquartered in Basel.\n- Jonas works for Helios Logistics.\n- Hana reports to Viktor.\n- Jonas reports to Anders.\n- Pinnacle Software was founded in 2008.\n- Anders works for Summit Energy.\n- Dmitri works for Pinnacle Software.\n- Chiara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22484", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6472: employee Deshawn A., hired 29 July 2020, separated 11 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6472?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22485", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22486", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22487", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22489", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1369: employee Emeka B., hired 09 December 2019, separated 15 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1369?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22490", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Fernhill Foods is headquartered in Porto.\n- Jonas reports to Nadia.\n- Zoya reports to Jonas.\n- Pinnacle Software is headquartered in Dunedin.\n- Felix works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Emeka works for Bluepine Aviation.\n- Nadia reports to Chiara.\n- Nadia works for Atlas Freight.\n- Sofia reports to Mateo.\n- Atlas Freight was founded in 1975.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation was founded in 2011.\n- Aisha reports to Emeka.\n- Felix reports to Zoya.\n- Jonas works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Chiara reports to Priya.\n- Mateo works for Pinnacle Software.\n- Priya reports to Tessa.\n- Atlas Freight is headquartered in Valencia.\n- Zoya works for Pinnacle Software.\n- Fernhill Foods was founded in 1985.\n- Chiara works for Atlas Freight.\n- Emeka reports to Felix.\n- Bruno works for Pinnacle Software.\n- Mateo reports to Aisha.\n- Pinnacle Software was founded in 1998.\n- Tessa reports to Bruno.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22492", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22493", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2046: employee Leila K., hired 07 November 2023, separated 22 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2046?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Yuki.\n- Sanne reports to Jonas.\n- Sanne works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Cedar Retail Group is headquartered in Porto.\n- Beacon Insurance is headquartered in Cork.\n- Bruno reports to Elena.\n- Emeka works for Atlas Freight.\n- Deshawn reports to Sanne.\n- Ravi works for Beacon Insurance.\n- Mara reports to Ravi.\n- Yuki works for Lattice Analytics.\n- Viktor reports to Emeka.\n- Viktor works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Porto.\n- Ravi reports to Deshawn.\n- Jonas works for Lattice Analytics.\n- Deshawn works for Atlas Freight.\n- Beacon Insurance was founded in 1978.\n- Cedar Retail Group was founded in 2008.\n- Elena works for Lattice Analytics.\n- Sofia reports to Bruno.\n- Atlas Freight is headquartered in Cork.\n- Elena reports to Viktor.\n- Chiara works for Atlas Freight.\n- Jonas reports to Chiara.\n- Bruno works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Yuki reports to Mara.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22495", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22496", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22497", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22498", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1117: employee Dmitri K., hired 25 February 2022, separated 26 October 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1117?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22499", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22500", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 84358 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Malmo.\n- Leila works for Cobalt Health.\n- Viktor works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Northwind Systems was founded in 1999.\n- Cobalt Health was founded in 1994.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Turku.\n- Chiara works for Cobalt Health.\n- Priya reports to Mateo.\n- Emeka reports to Viktor.\n- Priya works for Pinnacle Software.\n- Chiara reports to Emeka.\n- Leila reports to Chiara.\n- Lattice Analytics is headquartered in Halifax.\n- Amara reports to Kenji.\n- Kenji works for Lattice Analytics.\n- Kenji reports to Priya.\n- Amara works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Northwind Systems is headquartered in Halifax.\n- Lattice Analytics was founded in 1989.\n- Viktor reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22502", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2009.\n- Kenji works for Helios Logistics.\n- Anders reports to Chiara.\n- Ironwood Manufacturing was founded in 1983.\n- Priya reports to Yuki.\n- Chiara reports to Kenji.\n- Chiara works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Priya works for Beacon Insurance.\n- Vantage Air is headquartered in Brno.\n- Ravi reports to Ingrid.\n- Vantage Air was founded in 1997.\n- Ingrid reports to Anders.\n- Beacon Insurance was founded in 2005.\n- Felix reports to Priya.\n- Yuki works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Bergen.\n- Felix works for Beacon Insurance.\n- Anders works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22504", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1732: employee Bruno K., hired 30 October 2020, separated 04 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1732?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22505", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22506", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8667: employee Mara M., hired 03 March 2023, separated 15 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8667?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22507", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ingrid.\n- Sofia reports to Kenji.\n- Lucia works for Beacon Insurance.\n- Vantage Air is headquartered in Bergen.\n- Anders works for Beacon Insurance.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia reports to Anders.\n- Kenji reports to Mara.\n- Nadia works for Lattice Analytics.\n- Beacon Insurance was founded in 1997.\n- Sofia works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Ingrid reports to Nadia.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics was founded in 1978.\n- Nadia reports to Mateo.\n- Kenji works for Vantage Air.\n- Bruno reports to Chiara.\n- Mara reports to Bruno.\n- Fernhill Foods is headquartered in Leeds.\n- Anders reports to Sofia.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1986.\n- Beacon Insurance is headquartered in Ghent.\n- Vantage Air was founded in 1998.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Deshawn reports to Ingrid.\n- Cedar Retail Group was founded in 1990.\n- Cedar Retail Group is headquartered in Basel.\n- Mei works for Pinnacle Software.\n- Priya reports to Elena.\n- Priya works for Pinnacle Software.\n- Deshawn works for Summit Energy.\n- Kenji reports to Deshawn.\n- Summit Energy was founded in 2002.\n- Sofia reports to Mei.\n- Pinnacle Software was founded in 1994.\n- Sanne reports to Emeka.\n- Pinnacle Software is headquartered in Lyon.\n- Elena reports to Kenji.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Summit Energy is headquartered in Lyon.\n- Mara works for Pinnacle Software.\n- Ingrid reports to Sofia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ravi works for Cedar Retail Group.\n- Emeka reports to Ravi.\n- Mara reports to Sanne.\n- Stefan works for Summit Energy.\n- Stefan reports to Priya.\n- Ingrid works for Cedar Retail Group.\n- Mei reports to Mara.\n- Ironwood Manufacturing was founded in 1995.\n- Sofia works for Pinnacle Software.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Lattice Analytics is headquartered in Brno.\n- Anders works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Lattice Analytics was founded in 1981.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Yuki reports to Stefan.\n- Beacon Insurance was founded in 2005.\n- Sanne reports to Mei.\n- Cobalt Health is headquartered in Basel.\n- Anders reports to Zoya.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Stefan reports to Viktor.\n- Felix works for Beacon Insurance.\n- Yuki works for Cedar Retail Group.\n- Viktor reports to Sanne.\n- Mei reports to Anders.\n- Cedar Retail Group was founded in 2008.\n- Zoya works for Cobalt Health.\n- Felix reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22511", "family": "intent_v3", "state": "Incoming support message:\n\"Order 51572 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22512", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4534: employee Yuki B., hired 04 October 2021, separated 27 March 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-4534 under the controlling rules.", "criteria": {"0": "$15,596", "1": "$69,750", "2": "$16,096", "3": "$16,226"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22513", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3277: employee Bruno S., hired 04 April 2023, separated 29 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3277?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22514", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9459: employee Sanne B., hired 02 April 2023, separated 06 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9459?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22515", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4947: employee Aisha B., hired 08 November 2020, separated 10 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4947?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22516", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22517", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22518", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8247: employee Deshawn A., hired 15 April 2021, separated 05 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8247?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22519", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6199: employee Ravi B., hired 26 July 2021, separated 19 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6199?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22520", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22521", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22522", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22523", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2999: employee Felix S., hired 06 August 2023, separated 19 April 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2999?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22524", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22525", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22526", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Mei works for Cedar Retail Group.\n- Sanne reports to Omar.\n- Cedar Retail Group was founded in 1984.\n- Zoya works for Cedar Retail Group.\n- Sofia works for Meridian Bank.\n- Sofia reports to Zoya.\n- Viktor works for Crescent Telecom.\n- Ravi works for Summit Energy.\n- Chiara reports to Priya.\n- Viktor reports to Mei.\n- Anders works for Summit Energy.\n- Anders reports to Pablo.\n- Chiara works for Meridian Bank.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo reports to Sofia.\n- Sanne works for Cedar Retail Group.\n- Ravi reports to Viktor.\n- Meridian Bank was founded in 2009.\n- Crescent Telecom was founded in 2004.\n- Zoya reports to Ravi.\n- Meridian Bank is headquartered in Tampere.\n- Tobias reports to Anders.\n- Summit Energy is headquartered in Porto.\n- Priya works for Meridian Bank.\n- Priya reports to Tobias.\n- Omar reports to Chiara.\n- Omar works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Summit Energy was founded in 1985.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1982", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22528", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22529", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22530", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22531", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-4 (VERSION 4, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1695: employee Zoya B., hired 09 November 2019, separated 15 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1695?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2008.\n- Callum reports to Elena.\n- Dmitri reports to Jonas.\n- Anders works for Fernhill Foods.\n- Wren reports to Mateo.\n- Callum works for Summit Energy.\n- Elena reports to Stefan.\n- Jonas works for Meridian Bank.\n- Fernhill Foods was founded in 1980.\n- Vantage Air was founded in 1980.\n- Wren works for Meridian Bank.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Mara reports to Pablo.\n- Mateo reports to Mara.\n- Vantage Air is headquartered in Tallinn.\n- Stefan works for Vantage Air.\n- Dmitri works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Summit Energy is headquartered in Tallinn.\n- Stefan reports to Dmitri.\n- Pablo works for Meridian Bank.\n- Elena works for Vantage Air.\n- Anders reports to Callum.\n- Meridian Bank was founded in 2002.\n- Pablo reports to Anders.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22533", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6943: employee Pablo B., hired 11 May 2022, separated 09 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6943?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22534", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 5, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9109: employee Priya M., hired 12 March 2022, separated 27 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9109?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9109 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22535", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22536", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3115: employee Stefan R., hired 28 March 2022, separated 03 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3115?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22537", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 7436, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22538", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1987.\n- Nadia reports to Jonas.\n- Callum reports to Lucia.\n- Yuki works for Pinnacle Software.\n- Ingrid works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Hana works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Lattice Analytics was founded in 1997.\n- Ingrid reports to Hana.\n- Nadia works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Lucia works for Lattice Analytics.\n- Hana reports to Viktor.\n- Lattice Analytics is headquartered in Porto.\n- Viktor works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Tobias reports to Nadia.\n- Amara reports to Callum.\n- Yuki reports to Mara.\n- Mara reports to Mei.\n- Crescent Telecom was founded in 1992.\n- Mei reports to Ingrid.\n- Jonas reports to Yuki.\n- Crescent Telecom is headquartered in Porto.\n- Mei works for Pinnacle Software.\n- Northwind Systems is headquartered in Lyon.\n- Viktor reports to Amara.\n- Northwind Systems was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1982", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Elena.\n- Tessa reports to Mara.\n- Bluepine Aviation is headquartered in Oslo.\n- Ravi works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Deshawn reports to Stefan.\n- Nadia works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Helios Logistics is headquartered in Valencia.\n- Helios Logistics was founded in 1977.\n- Ravi reports to Lucia.\n- Deshawn works for Pinnacle Software.\n- Elena reports to Anders.\n- Anders reports to Ravi.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha reports to Nadia.\n- Anders works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Yuki works for Crescent Telecom.\n- Mara reports to Aisha.\n- Pinnacle Software was founded in 2002.\n- Lucia reports to Tessa.\n- Stefan works for Crescent Telecom.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Nadia reports to Yuki.\n- Yuki reports to Viktor.\n- Crescent Telecom was founded in 2010.\n- Pinnacle Software is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22541", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2000.\n- Ironwood Manufacturing was founded in 1995.\n- Lucia works for Fernhill Foods.\n- Elena works for Lattice Analytics.\n- Callum works for Northwind Systems.\n- Anders reports to Mateo.\n- Lattice Analytics was founded in 1994.\n- Lucia reports to Viktor.\n- Anders works for Lattice Analytics.\n- Pablo reports to Elena.\n- Mateo works for Fernhill Foods.\n- Callum reports to Lucia.\n- Viktor reports to Tessa.\n- Northwind Systems is headquartered in Cork.\n- Tessa works for Northwind Systems.\n- Mateo reports to Callum.\n- Fernhill Foods is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Elena reports to Anders.\n- Lattice Analytics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1979.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 2014.\n- Anders works for Fernhill Foods.\n- Priya reports to Ingrid.\n- Leila works for Fernhill Foods.\n- Mara works for Cobalt Health.\n- Northwind Systems was founded in 2008.\n- Anders reports to Priya.\n- Ingrid works for Crescent Telecom.\n- Ravi reports to Tessa.\n- Cobalt Health is headquartered in Turku.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Tessa reports to Mara.\n- Northwind Systems is headquartered in Tampere.\n- Priya works for Northwind Systems.\n- Mei works for Cobalt Health.\n- Crescent Telecom is headquartered in Oslo.\n- Mei reports to Anders.\n- Mara reports to Mei.\n- Leila reports to Ravi.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22546", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2031: employee Sofia K., hired 17 November 2021, separated 07 October 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2031?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22547", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22548", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22549", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Yuki.\n- Pinnacle Software is headquartered in Tallinn.\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Sanne.\n- Felix reports to Stefan.\n- Chiara works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Yuki works for Pinnacle Software.\n- Nadia reports to Felix.\n- Yuki reports to Emeka.\n- Cedar Retail Group is headquartered in Lyon.\n- Lucia reports to Chiara.\n- Felix works for Bluepine Aviation.\n- Pinnacle Software was founded in 2001.\n- Emeka works for Pinnacle Software.\n- Sanne works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1979.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1992.\n- Vantage Air is headquartered in Oslo.\n- Lucia works for Bluepine Aviation.\n- Stefan reports to Lucia.\n- Stefan works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 1995.\n- Lattice Analytics was founded in 1979.\n- Pablo works for Lattice Analytics.\n- Jonas works for Fernhill Foods.\n- Ravi reports to Pablo.\n- Bluepine Aviation was founded in 1998.\n- Jonas reports to Stefan.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Ravi works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Ingrid reports to Hana.\n- Ingrid works for Pinnacle Software.\n- Stefan reports to Ravi.\n- Sanne works for Pinnacle Software.\n- Hana reports to Dmitri.\n- Tobias works for Bluepine Aviation.\n- Dmitri reports to Bruno.\n- Hana works for Pinnacle Software.\n- Fernhill Foods was founded in 1975.\n- Zoya reports to Tobias.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Pinnacle Software is headquartered in Basel.\n- Pablo reports to Ingrid.\n- Bruno reports to Zoya.\n- Bruno works for Pinnacle Software.\n- Tobias reports to Sanne.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1973", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22552", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22553", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Leila reports to Callum.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Viktor works for Crescent Telecom.\n- Jonas reports to Leila.\n- Hana works for Summit Energy.\n- Hana reports to Viktor.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Priya.\n- Ironwood Manufacturing was founded in 2008.\n- Helios Logistics was founded in 1999.\n- Stefan reports to Deshawn.\n- Leila works for Ironwood Manufacturing.\n- Summit Energy was founded in 1978.\n- Callum works for Summit Energy.\n- Callum reports to Lucia.\n- Nadia reports to Stefan.\n- Stefan works for Summit Energy.\n- Priya works for Helios Logistics.\n- Viktor reports to Nadia.\n- Jonas works for Helios Logistics.\n- Crescent Telecom is headquartered in Dunedin.\n- Nadia works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Helios Logistics is headquartered in Turku.\n- Priya reports to Jonas.\n- Crescent Telecom was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22555", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-2693: employee Anders B., hired 01 April 2021, separated 30 July 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-2693?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-2693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Tessa.\n- Atlas Freight was founded in 2007.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Northwind Systems is headquartered in Valencia.\n- Callum works for Northwind Systems.\n- Meridian Bank is headquartered in Austin.\n- Lucia reports to Callum.\n- Jonas works for Meridian Bank.\n- Mei works for Cedar Retail Group.\n- Emeka reports to Nadia.\n- Lucia works for Cedar Retail Group.\n- Northwind Systems was founded in 2008.\n- Mei reports to Emeka.\n- Jonas reports to Lucia.\n- Cedar Retail Group was founded in 2011.\n- Omar works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Omar reports to Mei.\n- Pablo reports to Omar.\n- Tessa reports to Wren.\n- Cedar Retail Group is headquartered in Valencia.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Wren reports to Pablo.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22557", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22558", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22560", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7741: employee Chiara T., hired 22 December 2020, separated 05 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7741?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22561", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22562", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22563", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1162: employee Ravi M., hired 18 May 2022, separated 29 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-1162?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22564", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22565", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3194: employee Dmitri K., hired 10 June 2024, separated 10 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3194?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Omar reports to Lucia.\n- Dmitri works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Atlas Freight is headquartered in Tampere.\n- Dmitri reports to Kenji.\n- Priya reports to Mara.\n- Omar works for Cobalt Health.\n- Vantage Air is headquartered in Tallinn.\n- Meridian Bank was founded in 1993.\n- Deshawn works for Cobalt Health.\n- Lucia reports to Dmitri.\n- Deshawn reports to Bruno.\n- Vantage Air was founded in 1983.\n- Elena works for Meridian Bank.\n- Amara reports to Priya.\n- Amara works for Vantage Air.\n- Priya works for Vantage Air.\n- Cobalt Health was founded in 2001.\n- Mara works for Vantage Air.\n- Mara reports to Deshawn.\n- Kenji reports to Amara.\n- Elena reports to Omar.\n- Meridian Bank is headquartered in Tampere.\n- Atlas Freight was founded in 1979.\n- Cobalt Health is headquartered in Halifax.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22567", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Aisha.\n- Beacon Insurance is headquartered in Lyon.\n- Felix works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Mara reports to Priya.\n- Fernhill Foods is headquartered in Oslo.\n- Helios Logistics was founded in 2000.\n- Fernhill Foods was founded in 1990.\n- Leila works for Helios Logistics.\n- Dmitri reports to Lucia.\n- Jonas reports to Felix.\n- Jonas works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Felix reports to Dmitri.\n- Beacon Insurance was founded in 2015.\n- Aisha reports to Mara.\n- Bluepine Aviation was founded in 1985.\n- Deshawn reports to Chiara.\n- Lucia reports to Deshawn.\n- Helios Logistics is headquartered in Oslo.\n- Chiara works for Bluepine Aviation.\n- Aisha works for Helios Logistics.\n- Priya reports to Jonas.\n- Deshawn works for Helios Logistics.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22569", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22570", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage", "4": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22571", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3014: employee Ravi A., hired 12 May 2024, separated 13 January 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-3014 under the controlling rules.", "criteria": {"0": "$875", "1": "$5,000", "2": "$3,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22572", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7922: employee Leila R., hired 14 May 2022, separated 25 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7922?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Cobalt Health is headquartered in Ghent.\n- Omar reports to Emeka.\n- Cedar Retail Group was founded in 1986.\n- Chiara works for Atlas Freight.\n- Priya reports to Omar.\n- Elena reports to Mateo.\n- Lucia reports to Priya.\n- Omar works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Emeka reports to Chiara.\n- Atlas Freight was founded in 2014.\n- Sanne works for Cedar Retail Group.\n- Kenji reports to Elena.\n- Lattice Analytics is headquartered in Tampere.\n- Sanne reports to Lucia.\n- Lattice Analytics was founded in 2006.\n- Emeka works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Priya works for Cobalt Health.\n- Chiara reports to Kenji.\n- Kenji works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Cork.\n- Mateo reports to Deshawn.\n- Lucia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22574", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8494: employee Viktor M., hired 10 October 2023, separated 05 April 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8494?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Atlas Freight is headquartered in Brno.\n- Ingrid works for Atlas Freight.\n- Chiara works for Helios Logistics.\n- Omar works for Ironwood Manufacturing.\n- Yuki reports to Anders.\n- Atlas Freight was founded in 1978.\n- Northwind Systems was founded in 1997.\n- Ironwood Manufacturing was founded in 1991.\n- Bruno works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Callum works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Brno.\n- Northwind Systems is headquartered in Halifax.\n- Viktor reports to Bruno.\n- Anders works for Ironwood Manufacturing.\n- Callum reports to Yuki.\n- Bruno reports to Callum.\n- Chiara reports to Omar.\n- Helios Logistics is headquartered in Adelaide.\n- Omar reports to Viktor.\n- Pablo reports to Chiara.\n- Ingrid reports to Pablo.\n- Helios Logistics was founded in 1991.\n- Pablo works for Atlas Freight.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22576", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1975.\n- Crescent Telecom was founded in 2010.\n- Lattice Analytics is headquartered in Lyon.\n- Fernhill Foods was founded in 1987.\n- Chiara works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Elena works for Fernhill Foods.\n- Tessa works for Lattice Analytics.\n- Nadia works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1980.\n- Chiara reports to Elena.\n- Wren reports to Pablo.\n- Viktor works for Ironwood Manufacturing.\n- Mei reports to Chiara.\n- Nadia reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Deshawn reports to Emeka.\n- Pablo works for Lattice Analytics.\n- Sofia reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Mei works for Crescent Telecom.\n- Pablo reports to Anders.\n- Crescent Telecom is headquartered in Bergen.\n- Emeka reports to Mei.\n- Anders works for Ironwood Manufacturing.\n- Elena reports to Sofia.\n- Fernhill Foods is headquartered in Brno.\n- Tessa reports to Nadia.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22578", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22579", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1992.\n- Ironwood Manufacturing was founded in 2003.\n- Lucia reports to Mei.\n- Yuki works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Tobias works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Basel.\n- Jonas works for Lattice Analytics.\n- Ingrid reports to Tobias.\n- Viktor reports to Jonas.\n- Felix reports to Deshawn.\n- Viktor works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Malmo.\n- Mei reports to Ingrid.\n- Sanne works for Ironwood Manufacturing.\n- Yuki reports to Sanne.\n- Emeka reports to Yuki.\n- Bluepine Aviation was founded in 2013.\n- Helios Logistics was founded in 1978.\n- Deshawn reports to Viktor.\n- Mei works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Lattice Analytics is headquartered in Malmo.\n- Emeka works for Helios Logistics.\n- Ingrid works for Ironwood Manufacturing.\n- Lucia works for Lattice Analytics.\n- Sanne reports to Mara.\n- Tobias reports to Emeka.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22582", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22583", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22584", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7939: employee Omar R., hired 13 April 2020, separated 11 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7939?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Jonas works for Cedar Retail Group.\n- Mei reports to Jonas.\n- Felix reports to Mei.\n- Atlas Freight was founded in 1978.\n- Cedar Retail Group was founded in 1978.\n- Amara works for Atlas Freight.\n- Amara reports to Yuki.\n- Omar works for Northwind Systems.\n- Atlas Freight is headquartered in Porto.\n- Nadia works for Northwind Systems.\n- Crescent Telecom was founded in 2008.\n- Crescent Telecom is headquartered in Ghent.\n- Yuki works for Crescent Telecom.\n- Northwind Systems is headquartered in Porto.\n- Nadia reports to Felix.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Jonas reports to Amara.\n- Viktor reports to Nadia.\n- Yuki reports to Omar.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22586", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 75448 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22587", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 78982 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22588", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22589", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2175: employee Emeka B., hired 14 April 2021, separated 17 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2175?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Priya works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2013.\n- Elena works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Lattice Analytics was founded in 1988.\n- Pablo works for Lattice Analytics.\n- Aisha reports to Sofia.\n- Callum reports to Aisha.\n- Aisha works for Lattice Analytics.\n- Chiara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Anders works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Basel.\n- Fernhill Foods was founded in 2013.\n- Elena reports to Pablo.\n- Sofia reports to Chiara.\n- Sanne works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2014.\n- Fernhill Foods is headquartered in Nagoya.\n- Tessa reports to Sanne.\n- Sanne reports to Callum.\n- Pablo reports to Priya.\n- Sofia works for Lattice Analytics.\n- Chiara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22591", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22592", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Leila works for Atlas Freight.\n- Emeka works for Vantage Air.\n- Felix reports to Emeka.\n- Fernhill Foods was founded in 1978.\n- Vantage Air was founded in 1994.\n- Mara works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Nadia reports to Anders.\n- Mara reports to Nadia.\n- Kenji works for Meridian Bank.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 1980.\n- Nadia works for Vantage Air.\n- Ravi works for Vantage Air.\n- Emeka reports to Kenji.\n- Ravi reports to Felix.\n- Vantage Air is headquartered in Basel.\n- Meridian Bank was founded in 1983.\n- Fernhill Foods is headquartered in Ghent.\n- Anders works for Meridian Bank.\n- Kenji reports to Mei.\n- Meridian Bank is headquartered in Austin.\n- Mei reports to Mara.\n- Mei works for Fernhill Foods.\n- Leila reports to Ravi.\n- Anders reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22594", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22595", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22597", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 October 2022): For employees hired on or after 04 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9691: employee Ravi S., hired 10 November 2019, separated 02 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9691?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Jonas.\n- Crescent Telecom was founded in 1985.\n- Meridian Bank is headquartered in Brno.\n- Elena reports to Sofia.\n- Jonas reports to Mei.\n- Sofia works for Vantage Air.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Kenji reports to Elena.\n- Meridian Bank was founded in 1983.\n- Crescent Telecom is headquartered in Cork.\n- Summit Energy was founded in 1988.\n- Felix works for Summit Energy.\n- Dmitri reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Mei reports to Tessa.\n- Zoya reports to Dmitri.\n- Mateo works for Summit Energy.\n- Tessa reports to Stefan.\n- Stefan reports to Zoya.\n- Felix reports to Sanne.\n- Jonas works for Vantage Air.\n- Sanne works for Summit Energy.\n- Vantage Air was founded in 1977.\n- Mei works for Summit Energy.\n- Dmitri works for Crescent Telecom.\n- Sanne reports to Mateo.\n- Tessa works for Vantage Air.\n- Elena works for Meridian Bank.\n- Vantage Air is headquartered in Oslo.\n- Stefan works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Bergen.\n- Mei reports to Jonas.\n- Jonas reports to Kenji.\n- Leila works for Lattice Analytics.\n- Bluepine Aviation was founded in 1988.\n- Beacon Insurance is headquartered in Cork.\n- Felix reports to Priya.\n- Leila reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Kenji works for Lattice Analytics.\n- Stefan reports to Viktor.\n- Stefan works for Lattice Analytics.\n- Tobias reports to Leila.\n- Mei works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Kenji reports to Stefan.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Lattice Analytics.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Basel.\n- Tobias works for Bluepine Aviation.\n- Priya reports to Tobias.\n- Nadia reports to Mei.\n- Pinnacle Software was founded in 1983.\n- Felix works for Pinnacle Software.\n- Viktor works for Bluepine Aviation.\n- Beacon Insurance was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Summit Energy is headquartered in Leeds.\n- Fernhill Foods is headquartered in Dunedin.\n- Viktor reports to Zoya.\n- Ingrid works for Atlas Freight.\n- Cedar Retail Group was founded in 2015.\n- Ravi works for Fernhill Foods.\n- Atlas Freight was founded in 1996.\n- Yuki reports to Ravi.\n- Fernhill Foods was founded in 1998.\n- Kenji works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Zoya works for Summit Energy.\n- Ravi reports to Viktor.\n- Summit Energy was founded in 2012.\n- Callum reports to Ingrid.\n- Atlas Freight is headquartered in Dunedin.\n- Sofia works for Cedar Retail Group.\n- Yuki works for Summit Energy.\n- Sofia reports to Kenji.\n- Ingrid reports to Yuki.\n- Kenji reports to Callum.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22601", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4213: employee Ingrid M., hired 15 September 2021, separated 26 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4213?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2015.\n- Ravi works for Meridian Bank.\n- Jonas reports to Sofia.\n- Sanne works for Northwind Systems.\n- Priya reports to Ingrid.\n- Chiara reports to Sanne.\n- Mei works for Fernhill Foods.\n- Beacon Insurance is headquartered in Porto.\n- Sofia works for Meridian Bank.\n- Mei reports to Priya.\n- Northwind Systems is headquartered in Bergen.\n- Meridian Bank is headquartered in Basel.\n- Beacon Insurance was founded in 1999.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Tobias reports to Mei.\n- Sanne reports to Tobias.\n- Meridian Bank was founded in 1976.\n- Ingrid works for Fernhill Foods.\n- Pablo reports to Ravi.\n- Northwind Systems was founded in 1988.\n- Ravi reports to Jonas.\n- Pablo works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Sofia reports to Chiara.\n- Priya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22603", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22604", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22605", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22606", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2002.\n- Mei reports to Amara.\n- Cobalt Health is headquartered in Basel.\n- Amara works for Meridian Bank.\n- Amara reports to Chiara.\n- Kenji works for Bluepine Aviation.\n- Pablo works for Meridian Bank.\n- Bluepine Aviation was founded in 2015.\n- Kenji reports to Ingrid.\n- Cobalt Health was founded in 2001.\n- Elena works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Lattice Analytics was founded in 1981.\n- Lucia reports to Mei.\n- Mei works for Lattice Analytics.\n- Ingrid works for Cobalt Health.\n- Elena reports to Kenji.\n- Lattice Analytics is headquartered in Brno.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo reports to Lucia.\n- Meridian Bank is headquartered in Basel.\n- Chiara reports to Elena.\n- Lucia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2010", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22608", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9011: employee Ingrid R., hired 25 July 2022, separated 07 January 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9011?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Viktor.\n- Tobias reports to Mara.\n- Viktor works for Helios Logistics.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 2015.\n- Summit Energy is headquartered in Porto.\n- Aisha reports to Priya.\n- Aisha works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Priya works for Ironwood Manufacturing.\n- Ingrid reports to Wren.\n- Ingrid works for Helios Logistics.\n- Mara reports to Aisha.\n- Amara works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Wren works for Summit Energy.\n- Viktor reports to Amara.\n- Priya reports to Yuki.\n- Ironwood Manufacturing was founded in 1999.\n- Dmitri reports to Tobias.\n- Helios Logistics was founded in 2014.\n- Yuki reports to Ingrid.\n- Tobias works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2009", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22610", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3072: employee Nadia S., hired 18 November 2022, separated 10 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3072?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22611", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22612", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4491: employee Leila A., hired 18 May 2024, separated 26 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4491?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22613", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6486: employee Ingrid B., hired 19 April 2020, separated 14 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6486?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1996.\n- Pablo reports to Dmitri.\n- Zoya works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Zoya reports to Anders.\n- Beacon Insurance is headquartered in Porto.\n- Anders reports to Pablo.\n- Dmitri reports to Callum.\n- Yuki reports to Hana.\n- Anders works for Ironwood Manufacturing.\n- Hana reports to Chiara.\n- Northwind Systems was founded in 2006.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Callum works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Chiara works for Beacon Insurance.\n- Callum reports to Yuki.\n- Hana works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1996.\n- Fernhill Foods is headquartered in Porto.\n- Pablo works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22615", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 October 2025): For employees hired on or after 10 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2618: employee Chiara M., hired 27 September 2022, separated 11 September 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2618?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22616", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5521: employee Kenji A., hired 05 April 2023, separated 27 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5521?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22617", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Viktor.\n- Omar reports to Tobias.\n- Fernhill Foods was founded in 1988.\n- Felix reports to Leila.\n- Leila works for Vantage Air.\n- Jonas reports to Omar.\n- Vantage Air is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Porto.\n- Lattice Analytics was founded in 1993.\n- Atlas Freight is headquartered in Adelaide.\n- Callum works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics is headquartered in Dunedin.\n- Hana reports to Jonas.\n- Viktor reports to Hana.\n- Atlas Freight was founded in 1984.\n- Vantage Air was founded in 2011.\n- Hana works for Fernhill Foods.\n- Callum reports to Felix.\n- Viktor works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Fernhill Foods was founded in 1990.\n- Nadia works for Lattice Analytics.\n- Priya reports to Yuki.\n- Lucia works for Pinnacle Software.\n- Lattice Analytics was founded in 2012.\n- Hana works for Pinnacle Software.\n- Summit Energy is headquartered in Lyon.\n- Yuki works for Summit Energy.\n- Hana reports to Nadia.\n- Fernhill Foods is headquartered in Lyon.\n- Mara reports to Lucia.\n- Jonas works for Lattice Analytics.\n- Pablo works for Summit Energy.\n- Nadia reports to Callum.\n- Callum works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Jonas reports to Pablo.\n- Mara works for Summit Energy.\n- Pinnacle Software was founded in 2015.\n- Summit Energy was founded in 1990.\n- Pinnacle Software is headquartered in Lyon.\n- Callum reports to Mara.\n- Lattice Analytics is headquartered in Lyon.\n- Priya works for Fernhill Foods.\n- Wren reports to Priya.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22621", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22622", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 1983.\n- Callum works for Atlas Freight.\n- Fernhill Foods was founded in 2000.\n- Viktor works for Atlas Freight.\n- Ravi works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Mara reports to Kenji.\n- Meridian Bank is headquartered in Turku.\n- Viktor reports to Mara.\n- Callum reports to Priya.\n- Priya reports to Tobias.\n- Yuki works for Fernhill Foods.\n- Nadia reports to Viktor.\n- Bruno reports to Yuki.\n- Fernhill Foods is headquartered in Adelaide.\n- Tobias reports to Bruno.\n- Cedar Retail Group was founded in 1976.\n- Bruno works for Meridian Bank.\n- Kenji works for Atlas Freight.\n- Cedar Retail Group is headquartered in Austin.\n- Priya works for Meridian Bank.\n- Meridian Bank was founded in 2013.\n- Yuki reports to Ravi.\n- Ravi reports to Nadia.\n- Nadia works for Atlas Freight.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22624", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22625", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22626", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Stefan.\n- Dmitri reports to Pablo.\n- Pablo works for Cobalt Health.\n- Anders works for Beacon Insurance.\n- Fernhill Foods is headquartered in Oslo.\n- Stefan reports to Aisha.\n- Helios Logistics was founded in 1990.\n- Beacon Insurance was founded in 2001.\n- Anders reports to Felix.\n- Pablo reports to Viktor.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri works for Fernhill Foods.\n- Aisha works for Cobalt Health.\n- Viktor reports to Mei.\n- Tobias works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Ravi works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Ravi reports to Tobias.\n- Fernhill Foods was founded in 2004.\n- Tobias reports to Dmitri.\n- Cobalt Health is headquartered in Dunedin.\n- Mei reports to Anders.\n- Mei works for Beacon Insurance.\n- Cobalt Health was founded in 1998.\n- Felix works for Beacon Insurance.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22628", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22629", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22630", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6179: employee Nadia R., hired 03 September 2023, separated 19 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6179?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Lucia works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Fernhill Foods was founded in 1989.\n- Priya reports to Emeka.\n- Nadia works for Atlas Freight.\n- Emeka reports to Nadia.\n- Emeka works for Fernhill Foods.\n- Atlas Freight is headquartered in Tallinn.\n- Beacon Insurance was founded in 1997.\n- Dmitri reports to Ravi.\n- Summit Energy was founded in 1995.\n- Fernhill Foods is headquartered in Tallinn.\n- Sofia works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Lucia reports to Zoya.\n- Bruno reports to Priya.\n- Zoya reports to Sofia.\n- Sofia reports to Bruno.\n- Tobias works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Nadia reports to Tobias.\n- Dmitri works for Atlas Freight.\n- Summit Energy is headquartered in Austin.\n- Tobias reports to Dmitri.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Aisha.\n- Deshawn works for Atlas Freight.\n- Pinnacle Software is headquartered in Leeds.\n- Aisha reports to Tobias.\n- Ingrid works for Pinnacle Software.\n- Cobalt Health was founded in 2012.\n- Aisha works for Atlas Freight.\n- Pinnacle Software was founded in 2006.\n- Tobias reports to Ingrid.\n- Northwind Systems is headquartered in Valencia.\n- Felix reports to Mara.\n- Elena works for Pinnacle Software.\n- Atlas Freight was founded in 1995.\n- Mara works for Cobalt Health.\n- Elena reports to Yuki.\n- Cobalt Health is headquartered in Adelaide.\n- Tobias works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Mara reports to Deshawn.\n- Yuki works for Northwind Systems.\n- Ingrid reports to Elena.\n- Atlas Freight is headquartered in Leeds.\n- Northwind Systems was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22633", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22634", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22635", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22636", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 January 2023): For employees hired on or after 15 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6258: employee Tobias M., hired 27 March 2020, separated 13 March 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6258?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22637", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Tessa reports to Sofia.\n- Helios Logistics was founded in 2002.\n- Hana works for Crescent Telecom.\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Austin.\n- Chiara reports to Emeka.\n- Deshawn works for Helios Logistics.\n- Lattice Analytics is headquartered in Lyon.\n- Hana reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Yuki works for Lattice Analytics.\n- Leila reports to Hana.\n- Sofia reports to Deshawn.\n- Yuki reports to Wren.\n- Crescent Telecom was founded in 2001.\n- Crescent Telecom is headquartered in Lyon.\n- Deshawn reports to Chiara.\n- Wren works for Helios Logistics.\n- Leila works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Wren reports to Aisha.\n- Helios Logistics is headquartered in Brno.\n- Lattice Analytics was founded in 2011.\n- Emeka reports to Yuki.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22639", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 91887 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "cancel_order", "4": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22640", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22641", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9123: employee Elena M., hired 24 September 2019, separated 04 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9123?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22642", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 52893 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "change_address", "2": "cancel_order", "3": "track_order", "4": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22643", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22644", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22645", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Amara.\n- Sanne works for Cedar Retail Group.\n- Northwind Systems is headquartered in Malmo.\n- Beacon Insurance was founded in 1978.\n- Pablo reports to Stefan.\n- Meridian Bank is headquartered in Nagoya.\n- Leila reports to Pablo.\n- Leila works for Northwind Systems.\n- Beacon Insurance is headquartered in Nagoya.\n- Stefan works for Beacon Insurance.\n- Elena reports to Tessa.\n- Mateo reports to Sanne.\n- Stefan reports to Jonas.\n- Mateo works for Cedar Retail Group.\n- Elena works for Meridian Bank.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Amara reports to Mateo.\n- Amara works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Northwind Systems was founded in 1995.\n- Meridian Bank was founded in 2011.\n- Jonas reports to Elena.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22647", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Dmitri.\n- Stefan reports to Nadia.\n- Elena works for Summit Energy.\n- Stefan works for Vantage Air.\n- Tobias works for Lattice Analytics.\n- Fernhill Foods is headquartered in Oslo.\n- Summit Energy is headquartered in Adelaide.\n- Tessa reports to Viktor.\n- Summit Energy was founded in 1995.\n- Viktor works for Lattice Analytics.\n- Fernhill Foods was founded in 1987.\n- Tobias reports to Deshawn.\n- Mateo reports to Anders.\n- Vantage Air is headquartered in Nagoya.\n- Mateo works for Vantage Air.\n- Wren works for Vantage Air.\n- Viktor reports to Felix.\n- Anders reports to Stefan.\n- Anders works for Summit Energy.\n- Dmitri reports to Tobias.\n- Deshawn reports to Wren.\n- Elena reports to Mateo.\n- Tessa works for Fernhill Foods.\n- Lattice Analytics was founded in 2008.\n- Deshawn works for Summit Energy.\n- Nadia works for Fernhill Foods.\n- Lattice Analytics is headquartered in Austin.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Felix reports to Elena.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22649", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 January 2023): For employees hired on or after 19 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3724: employee Stefan A., hired 23 June 2022, separated 28 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3724?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Anders reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Emeka reports to Aisha.\n- Aisha works for Cedar Retail Group.\n- Cobalt Health was founded in 1981.\n- Vantage Air is headquartered in Malmo.\n- Sanne works for Bluepine Aviation.\n- Pablo reports to Sofia.\n- Leila reports to Wren.\n- Sofia works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Vantage Air was founded in 1985.\n- Leila works for Vantage Air.\n- Sofia reports to Kenji.\n- Bluepine Aviation is headquartered in Valencia.\n- Emeka works for Vantage Air.\n- Ravi reports to Pablo.\n- Priya reports to Anders.\n- Sanne reports to Chiara.\n- Aisha reports to Ravi.\n- Chiara works for Bluepine Aviation.\n- Wren reports to Sanne.\n- Kenji reports to Leila.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Bluepine Aviation was founded in 2002.\n- Wren works for Vantage Air.\n- Cedar Retail Group is headquartered in Malmo.\n- Cobalt Health is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Valencia.\n- Deshawn works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 2003.\n- Tessa works for Crescent Telecom.\n- Sanne works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2014.\n- Nadia reports to Tessa.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Nadia works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Tessa reports to Hana.\n- Dmitri works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1978.\n- Deshawn reports to Wren.\n- Crescent Telecom is headquartered in Nagoya.\n- Dmitri reports to Deshawn.\n- Hana works for Atlas Freight.\n- Amara reports to Mei.\n- Sanne reports to Priya.\n- Bluepine Aviation was founded in 1995.\n- Amara works for Crescent Telecom.\n- Mei reports to Sanne.\n- Wren reports to Amara.\n- Wren works for Ironwood Manufacturing.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1973", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Elena.\n- Elena reports to Ravi.\n- Pablo reports to Mara.\n- Ravi reports to Amara.\n- Helios Logistics was founded in 2002.\n- Lucia works for Helios Logistics.\n- Omar works for Beacon Insurance.\n- Amara reports to Pablo.\n- Helios Logistics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1978.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lattice Analytics is headquartered in Austin.\n- Mara works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Ravi works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Beacon Insurance was founded in 1998.\n- Omar reports to Tessa.\n- Elena works for Helios Logistics.\n- Lattice Analytics was founded in 1987.\n- Lucia reports to Omar.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "2001", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2002.\n- Sanne reports to Aisha.\n- Jonas works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Tessa works for Crescent Telecom.\n- Aisha reports to Jonas.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Basel.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Tessa.\n- Crescent Telecom is headquartered in Turku.\n- Stefan reports to Leila.\n- Hana works for Cedar Retail Group.\n- Jonas reports to Stefan.\n- Northwind Systems was founded in 2005.\n- Tessa reports to Hana.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Bluepine Aviation was founded in 1991.\n- Aisha works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2003.\n- Mara reports to Zoya.\n- Lucia reports to Mara.\n- Leila reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1986", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Fernhill Foods is headquartered in Porto.\n- Emeka works for Cobalt Health.\n- Fernhill Foods was founded in 1985.\n- Kenji works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Sofia works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Deshawn reports to Sofia.\n- Vantage Air is headquartered in Tampere.\n- Cobalt Health was founded in 2000.\n- Cobalt Health is headquartered in Oslo.\n- Emeka reports to Lucia.\n- Deshawn works for Vantage Air.\n- Ingrid reports to Felix.\n- Sanne reports to Ingrid.\n- Crescent Telecom was founded in 2002.\n- Lucia works for Vantage Air.\n- Kenji reports to Deshawn.\n- Felix reports to Emeka.\n- Pablo works for Fernhill Foods.\n- Pablo reports to Kenji.\n- Vantage Air was founded in 1990.\n- Lucia reports to Anders.\n- Anders reports to Pablo.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22655", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1818: employee Emeka A., hired 09 March 2021, separated 12 April 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-1818 under the controlling rules.", "criteria": {"0": "$7,800", "1": "$7,750", "2": "$8,300", "3": "$33,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22656", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1740: employee Jonas R., hired 06 December 2021, separated 08 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1740?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22657", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Ingrid reports to Chiara.\n- Helios Logistics is headquartered in Tallinn.\n- Vantage Air is headquartered in Austin.\n- Anders reports to Ravi.\n- Mei works for Northwind Systems.\n- Callum reports to Wren.\n- Northwind Systems was founded in 1984.\n- Bruno reports to Amara.\n- Tessa reports to Tobias.\n- Wren reports to Ingrid.\n- Anders works for Vantage Air.\n- Amara works for Cobalt Health.\n- Northwind Systems is headquartered in Valencia.\n- Bruno works for Vantage Air.\n- Callum works for Cobalt Health.\n- Wren works for Northwind Systems.\n- Cobalt Health was founded in 2014.\n- Sanne reports to Bruno.\n- Ingrid works for Helios Logistics.\n- Ravi reports to Tessa.\n- Chiara reports to Mei.\n- Vantage Air was founded in 2007.\n- Sanne works for Northwind Systems.\n- Helios Logistics was founded in 1980.\n- Ravi works for Vantage Air.\n- Tobias works for Vantage Air.\n- Chiara works for Northwind Systems.\n- Amara reports to Anders.\n- Mei reports to Sanne.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22659", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22660", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9255: employee Mei A., hired 21 April 2022, separated 09 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9255?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1980.\n- Lucia reports to Tessa.\n- Jonas works for Summit Energy.\n- Bruno works for Summit Energy.\n- Tessa works for Summit Energy.\n- Helios Logistics is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Emeka works for Cedar Retail Group.\n- Jonas reports to Lucia.\n- Deshawn works for Summit Energy.\n- Helios Logistics was founded in 1995.\n- Lucia works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Emeka reports to Jonas.\n- Cedar Retail Group was founded in 1979.\n- Bruno reports to Emeka.\n- Chiara reports to Kenji.\n- Deshawn reports to Bruno.\n- Summit Energy was founded in 2002.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa reports to Chiara.\n- Chiara works for Cedar Retail Group.\n- Vantage Air is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22662", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22663", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22664", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22665", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8077: employee Leila S., hired 17 June 2022, separated 15 November 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-8077 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$26,000", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22666", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6332: employee Tobias A., hired 25 February 2020, separated 17 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6332?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22667", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22668", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7980: employee Nadia A., hired 18 March 2021, separated 31 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-7980 under the controlling rules.", "criteria": {"0": "$13,125", "1": "$57,200", "2": "$13,200", "3": "$14,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22669", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22670", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5197: employee Leila T., hired 17 June 2022, separated 20 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-5197?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22671", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9977: employee Anders B., hired 19 February 2022, separated 13 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9977?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9977 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Emeka.\n- Tobias works for Atlas Freight.\n- Chiara works for Vantage Air.\n- Ravi reports to Priya.\n- Vantage Air was founded in 2015.\n- Bruno reports to Yuki.\n- Chiara reports to Omar.\n- Ravi works for Ironwood Manufacturing.\n- Tobias reports to Chiara.\n- Pablo reports to Ravi.\n- Omar works for Ironwood Manufacturing.\n- Yuki works for Atlas Freight.\n- Pinnacle Software was founded in 2005.\n- Bruno works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Nagoya.\n- Priya reports to Leila.\n- Leila works for Pinnacle Software.\n- Emeka works for Atlas Freight.\n- Pinnacle Software is headquartered in Leeds.\n- Emeka reports to Pablo.\n- Ironwood Manufacturing was founded in 1995.\n- Leila reports to Bruno.\n- Priya works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ingrid reports to Tobias.\n- Atlas Freight was founded in 2007.\n- Atlas Freight is headquartered in Nagoya.\n- Yuki reports to Ingrid.\n- Pablo works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22673", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22674", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9433: employee Mara R., hired 06 January 2020, separated 18 April 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9433?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22675", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Elena.\n- Ingrid works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Chiara reports to Deshawn.\n- Mara reports to Pablo.\n- Vantage Air is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1987.\n- Helios Logistics is headquartered in Adelaide.\n- Pablo reports to Chiara.\n- Sofia reports to Ingrid.\n- Mateo reports to Mara.\n- Viktor reports to Emeka.\n- Elena reports to Viktor.\n- Emeka works for Vantage Air.\n- Bluepine Aviation is headquartered in Lyon.\n- Pablo works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1985.\n- Aisha reports to Tobias.\n- Chiara works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Deshawn works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1992.\n- Mateo works for Vantage Air.\n- Emeka reports to Mateo.\n- Elena works for Ironwood Manufacturing.\n- Aisha works for Bluepine Aviation.\n- Viktor works for Helios Logistics.\n- Vantage Air was founded in 2011.\n- Ingrid reports to Aisha.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22677", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22678", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4845: employee Mateo B., hired 30 November 2021, separated 27 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4845?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1991.\n- Ironwood Manufacturing was founded in 2013.\n- Yuki works for Vantage Air.\n- Viktor reports to Priya.\n- Tobias works for Ironwood Manufacturing.\n- Priya reports to Deshawn.\n- Omar reports to Pablo.\n- Fernhill Foods is headquartered in Tallinn.\n- Yuki reports to Omar.\n- Tobias reports to Zoya.\n- Deshawn reports to Mateo.\n- Lucia works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Valencia.\n- Zoya reports to Viktor.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Helios Logistics was founded in 1984.\n- Viktor works for Fernhill Foods.\n- Mateo works for Helios Logistics.\n- Lucia reports to Yuki.\n- Zoya works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Nagoya.\n- Mateo reports to Lucia.\n- Omar works for Ironwood Manufacturing.\n- Vantage Air was founded in 2005.\n- Deshawn works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mara.\n- Dmitri reports to Zoya.\n- Beacon Insurance was founded in 2002.\n- Priya reports to Wren.\n- Summit Energy is headquartered in Ghent.\n- Zoya reports to Yuki.\n- Wren works for Beacon Insurance.\n- Mara reports to Omar.\n- Summit Energy was founded in 2006.\n- Mara works for Beacon Insurance.\n- Omar works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Omar reports to Hana.\n- Fernhill Foods is headquartered in Oslo.\n- Hana reports to Priya.\n- Zoya works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 2006.\n- Beacon Insurance is headquartered in Oslo.\n- Yuki works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Helios Logistics was founded in 1994.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2005", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Priya works for Lattice Analytics.\n- Beacon Insurance was founded in 2000.\n- Bruno works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Dmitri reports to Tessa.\n- Tessa works for Atlas Freight.\n- Pablo reports to Zoya.\n- Zoya reports to Leila.\n- Yuki works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tampere.\n- Pablo works for Lattice Analytics.\n- Leila works for Beacon Insurance.\n- Lattice Analytics was founded in 2012.\n- Beacon Insurance is headquartered in Malmo.\n- Dmitri works for Beacon Insurance.\n- Leila reports to Dmitri.\n- Meridian Bank was founded in 2005.\n- Bruno reports to Yuki.\n- Meridian Bank is headquartered in Adelaide.\n- Atlas Freight was founded in 1985.\n- Priya reports to Pablo.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22682", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Lucia works for Helios Logistics.\n- Tobias reports to Elena.\n- Vantage Air is headquartered in Basel.\n- Mateo works for Cedar Retail Group.\n- Helios Logistics was founded in 1984.\n- Vantage Air was founded in 1999.\n- Mara reports to Mateo.\n- Zoya reports to Mara.\n- Deshawn works for Helios Logistics.\n- Mateo reports to Tobias.\n- Lucia reports to Emeka.\n- Emeka reports to Deshawn.\n- Emeka works for Vantage Air.\n- Helios Logistics is headquartered in Turku.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tobias works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1981.\n- Bluepine Aviation was founded in 1985.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Elena reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22684", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 October 2025): For employees hired on or after 04 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4207: employee Chiara K., hired 29 December 2024, separated 24 June 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-4207 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$1,500", "2": "$8,667", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4207 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Elena works for Meridian Bank.\n- Atlas Freight was founded in 2012.\n- Mara works for Vantage Air.\n- Sanne works for Atlas Freight.\n- Bruno reports to Wren.\n- Vantage Air was founded in 1988.\n- Sanne reports to Anders.\n- Meridian Bank is headquartered in Adelaide.\n- Anders works for Vantage Air.\n- Sofia reports to Mei.\n- Wren works for Atlas Freight.\n- Mei reports to Felix.\n- Felix reports to Sanne.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Meridian Bank was founded in 2013.\n- Mei works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Mara reports to Sofia.\n- Elena reports to Mara.\n- Emeka reports to Bruno.\n- Anders reports to Emeka.\n- Vantage Air is headquartered in Adelaide.\n- Beacon Insurance was founded in 1975.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1994.\n- Ironwood Manufacturing was founded in 1996.\n- Ironwood Manufacturing is headquartered in Brno.\n- Zoya works for Vantage Air.\n- Pinnacle Software was founded in 1976.\n- Sanne works for Pinnacle Software.\n- Chiara works for Vantage Air.\n- Sanne reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Felix works for Vantage Air.\n- Mara reports to Leila.\n- Ravi reports to Mara.\n- Yuki reports to Tessa.\n- Elena works for Pinnacle Software.\n- Lattice Analytics is headquartered in Brno.\n- Vantage Air is headquartered in Brno.\n- Tessa reports to Zoya.\n- Zoya reports to Ravi.\n- Mara works for Vantage Air.\n- Leila reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Felix reports to Sanne.\n- Leila works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Pinnacle Software is headquartered in Lyon.\n- Stefan reports to Yuki.\n- Chiara reports to Felix.\n- Elena reports to Chiara.\n- Tessa works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22687", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Aisha.\n- Vantage Air is headquartered in Tallinn.\n- Deshawn works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Hana reports to Sofia.\n- Cobalt Health is headquartered in Ghent.\n- Cobalt Health was founded in 1998.\n- Cedar Retail Group was founded in 1992.\n- Cedar Retail Group is headquartered in Halifax.\n- Hana works for Northwind Systems.\n- Sofia reports to Emeka.\n- Northwind Systems is headquartered in Halifax.\n- Pablo works for Vantage Air.\n- Callum reports to Hana.\n- Pablo reports to Ravi.\n- Aisha reports to Callum.\n- Callum works for Cobalt Health.\n- Deshawn reports to Pablo.\n- Aisha works for Cedar Retail Group.\n- Emeka works for Northwind Systems.\n- Vantage Air was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22689", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22690", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22691", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22692", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4304: employee Ingrid S., hired 16 March 2020, separated 28 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4304?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22693", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22694", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22695", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Beacon Insurance.\n- Cobalt Health is headquartered in Bergen.\n- Beacon Insurance is headquartered in Ghent.\n- Lattice Analytics was founded in 1988.\n- Bruno works for Cobalt Health.\n- Omar reports to Amara.\n- Yuki reports to Bruno.\n- Bruno reports to Deshawn.\n- Kenji works for Lattice Analytics.\n- Kenji reports to Felix.\n- Anders works for Lattice Analytics.\n- Amara reports to Anders.\n- Lattice Analytics is headquartered in Bergen.\n- Anders reports to Kenji.\n- Cobalt Health was founded in 1978.\n- Pinnacle Software was founded in 1976.\n- Omar works for Lattice Analytics.\n- Felix reports to Yuki.\n- Amara works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22698", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22699", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Callum reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Jonas reports to Mateo.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Atlas Freight was founded in 1978.\n- Deshawn works for Crescent Telecom.\n- Pablo reports to Callum.\n- Fernhill Foods was founded in 2002.\n- Beacon Insurance was founded in 1988.\n- Hana reports to Chiara.\n- Mateo reports to Hana.\n- Fernhill Foods is headquartered in Adelaide.\n- Pablo works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Viktor works for Atlas Freight.\n- Lucia reports to Pablo.\n- Jonas works for Crescent Telecom.\n- Viktor reports to Deshawn.\n- Mateo works for Crescent Telecom.\n- Felix reports to Emeka.\n- Callum works for Fernhill Foods.\n- Deshawn reports to Felix.\n- Yuki reports to Viktor.\n- Emeka works for Atlas Freight.\n- Chiara reports to Lucia.\n- Crescent Telecom was founded in 1975.\n- Chiara works for Crescent Telecom.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22700", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Beacon Insurance was founded in 1984.\n- Pablo reports to Tobias.\n- Priya works for Bluepine Aviation.\n- Pinnacle Software was founded in 1980.\n- Aisha reports to Jonas.\n- Pablo works for Bluepine Aviation.\n- Dmitri reports to Priya.\n- Atlas Freight is headquartered in Dunedin.\n- Jonas works for Pinnacle Software.\n- Ingrid works for Bluepine Aviation.\n- Aisha works for Atlas Freight.\n- Yuki reports to Dmitri.\n- Tobias reports to Tessa.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Yuki works for Pinnacle Software.\n- Hana works for Atlas Freight.\n- Ingrid reports to Hana.\n- Priya reports to Pablo.\n- Tessa reports to Bruno.\n- Emeka works for Atlas Freight.\n- Pinnacle Software is headquartered in Nagoya.\n- Atlas Freight was founded in 2012.\n- Jonas reports to Emeka.\n- Dmitri works for Pinnacle Software.\n- Bluepine Aviation was founded in 1995.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa works for Atlas Freight.\n- Bruno reports to Ingrid.\n- Hana reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22702", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22703", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2004.\n- Fernhill Foods is headquartered in Turku.\n- Hana works for Ironwood Manufacturing.\n- Ravi reports to Hana.\n- Hana reports to Deshawn.\n- Mara works for Fernhill Foods.\n- Tessa reports to Mei.\n- Deshawn reports to Mara.\n- Tessa works for Lattice Analytics.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Pinnacle Software was founded in 2006.\n- Kenji reports to Ravi.\n- Pinnacle Software is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Adelaide.\n- Ingrid reports to Tessa.\n- Lattice Analytics was founded in 1976.\n- Kenji works for Lattice Analytics.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22705", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "send_message", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22706", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22707", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 July 2025): For employees hired on or after 13 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1536: employee Kenji S., hired 26 October 2024, separated 12 October 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1536?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22708", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 November 2024): For employees hired on or after 02 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4152: employee Jonas S., hired 11 September 2023, separated 11 April 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4152?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22709", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 May 2023): For employees hired on or after 12 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7171: employee Leila S., hired 16 September 2022, separated 19 February 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7171?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7171 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22710", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1255: employee Omar A., hired 15 May 2021, separated 22 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1255?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1978.\n- Bruno reports to Kenji.\n- Lucia reports to Stefan.\n- Crescent Telecom was founded in 1996.\n- Ingrid works for Cedar Retail Group.\n- Vantage Air is headquartered in Dunedin.\n- Sanne reports to Ingrid.\n- Bruno works for Vantage Air.\n- Aisha works for Vantage Air.\n- Kenji reports to Aisha.\n- Hana reports to Sanne.\n- Kenji works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Tessa works for Cedar Retail Group.\n- Stefan reports to Hana.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Halifax.\n- Aisha reports to Jonas.\n- Ingrid reports to Bruno.\n- Stefan works for Vantage Air.\n- Atlas Freight was founded in 2002.\n- Lucia works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Hana works for Vantage Air.\n- Jonas reports to Tessa.\n- Crescent Telecom is headquartered in Austin.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22712", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22713", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4448: employee Dmitri S., hired 17 June 2025, separated 24 August 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4448?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22714", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 April 2023): For employees hired on or after 07 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2959: employee Sanne T., hired 29 September 2021, separated 28 August 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-2959 under the controlling rules.", "criteria": {"0": "$7,399", "1": "$12,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Cobalt Health was founded in 2015.\n- Callum reports to Leila.\n- Sanne reports to Yuki.\n- Leila works for Atlas Freight.\n- Aisha reports to Callum.\n- Atlas Freight is headquartered in Basel.\n- Omar works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Zoya reports to Hana.\n- Aisha works for Northwind Systems.\n- Deshawn reports to Aisha.\n- Northwind Systems was founded in 1992.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 1975.\n- Yuki reports to Lucia.\n- Meridian Bank is headquartered in Nagoya.\n- Sanne works for Northwind Systems.\n- Leila reports to Zoya.\n- Lucia works for Cobalt Health.\n- Hana reports to Omar.\n- Atlas Freight was founded in 1994.\n- Omar reports to Bruno.\n- Cobalt Health is headquartered in Nagoya.\n- Deshawn works for Meridian Bank.\n- Yuki works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Bruno reports to Amara.\n- Lucia reports to Deshawn.\n- Northwind Systems is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22716", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1986.\n- Kenji reports to Mateo.\n- Sanne works for Cobalt Health.\n- Mateo works for Vantage Air.\n- Cobalt Health is headquartered in Dunedin.\n- Vantage Air is headquartered in Valencia.\n- Atlas Freight is headquartered in Adelaide.\n- Mateo reports to Stefan.\n- Aisha works for Cobalt Health.\n- Dmitri reports to Kenji.\n- Atlas Freight was founded in 2008.\n- Cedar Retail Group was founded in 2015.\n- Bruno reports to Deshawn.\n- Cobalt Health was founded in 2006.\n- Deshawn works for Vantage Air.\n- Cedar Retail Group is headquartered in Dunedin.\n- Dmitri works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Aisha reports to Dmitri.\n- Bruno works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Stefan reports to Bruno.\n- Deshawn reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22718", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6536: employee Dmitri K., hired 20 March 2024, separated 24 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2025-6536 under the controlling rules.", "criteria": {"0": "$2,750", "1": "$4,500", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22719", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5244: employee Omar T., hired 31 October 2020, separated 02 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5244?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Ingrid works for Lattice Analytics.\n- Ravi reports to Pablo.\n- Pablo reports to Omar.\n- Chiara works for Fernhill Foods.\n- Northwind Systems was founded in 2010.\n- Emeka works for Fernhill Foods.\n- Deshawn reports to Ravi.\n- Bluepine Aviation was founded in 2000.\n- Elena works for Lattice Analytics.\n- Ingrid reports to Mei.\n- Mei reports to Deshawn.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Ravi works for Bluepine Aviation.\n- Omar reports to Emeka.\n- Chiara reports to Ingrid.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods was founded in 2014.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Omar works for Lattice Analytics.\n- Priya reports to Chiara.\n- Mei works for Lattice Analytics.\n- Fernhill Foods is headquartered in Oslo.\n- Hana reports to Tobias.\n- Lattice Analytics was founded in 2010.\n- Hana works for Fernhill Foods.\n- Tobias works for Bluepine Aviation.\n- Elena reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Aisha.\n- Chiara reports to Priya.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Ingrid reports to Stefan.\n- Chiara works for Cobalt Health.\n- Mateo reports to Elena.\n- Emeka works for Beacon Insurance.\n- Meridian Bank was founded in 2011.\n- Meridian Bank is headquartered in Valencia.\n- Sanne reports to Bruno.\n- Lattice Analytics is headquartered in Valencia.\n- Sanne works for Meridian Bank.\n- Stefan works for Cobalt Health.\n- Priya reports to Mateo.\n- Elena works for Meridian Bank.\n- Ingrid works for Beacon Insurance.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 2007.\n- Aisha reports to Ingrid.\n- Priya works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Emeka reports to Chiara.\n- Elena reports to Sanne.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics was founded in 2004.\n- Bruno works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2009", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2000.\n- Omar reports to Sofia.\n- Tessa works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Deshawn works for Bluepine Aviation.\n- Emeka reports to Bruno.\n- Omar works for Bluepine Aviation.\n- Atlas Freight is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Anders reports to Tessa.\n- Bruno reports to Wren.\n- Felix works for Atlas Freight.\n- Emeka works for Fernhill Foods.\n- Wren reports to Kenji.\n- Tobias works for Fernhill Foods.\n- Sofia works for Atlas Freight.\n- Crescent Telecom was founded in 2005.\n- Atlas Freight was founded in 2012.\n- Sofia reports to Anders.\n- Kenji reports to Omar.\n- Anders works for Atlas Freight.\n- Fernhill Foods was founded in 2011.\n- Kenji works for Bluepine Aviation.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods is headquartered in Turku.\n- Viktor works for Atlas Freight.\n- Felix reports to Tobias.\n- Bluepine Aviation is headquartered in Cork.\n- Tessa reports to Viktor.\n- Tobias reports to Deshawn.\n- Viktor reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1995", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22723", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5950: employee Mateo R., hired 13 May 2021, separated 28 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5950?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Sofia reports to Hana.\n- Sofia works for Beacon Insurance.\n- Atlas Freight was founded in 2002.\n- Hana reports to Anders.\n- Emeka reports to Chiara.\n- Bruno works for Northwind Systems.\n- Lattice Analytics was founded in 1998.\n- Atlas Freight is headquartered in Malmo.\n- Zoya works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Beacon Insurance is headquartered in Halifax.\n- Aisha reports to Emeka.\n- Lattice Analytics is headquartered in Ghent.\n- Jonas reports to Yuki.\n- Hana works for Northwind Systems.\n- Chiara works for Beacon Insurance.\n- Zoya reports to Bruno.\n- Yuki works for Northwind Systems.\n- Anders works for Beacon Insurance.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Jonas.\n- Chiara reports to Zoya.\n- Bruno reports to Lucia.\n- Stefan reports to Sofia.\n- Jonas works for Atlas Freight.\n- Stefan works for Lattice Analytics.\n- Anders reports to Aisha.\n- Northwind Systems was founded in 1985.\n- Beacon Insurance was founded in 2008.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22725", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22726", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6892: employee Sanne M., hired 07 November 2023, separated 22 August 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6892?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22727", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-9 (VERSION 2, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4552: employee Yuki S., hired 19 October 2021, separated 07 March 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4552?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22728", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22729", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Tobias reports to Kenji.\n- Anders reports to Chiara.\n- Deshawn reports to Anders.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 2002.\n- Felix works for Pinnacle Software.\n- Deshawn works for Bluepine Aviation.\n- Leila reports to Deshawn.\n- Chiara reports to Bruno.\n- Zoya works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Aisha reports to Tobias.\n- Tobias works for Summit Energy.\n- Fernhill Foods is headquartered in Valencia.\n- Felix reports to Leila.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Felix.\n- Kenji works for Bluepine Aviation.\n- Zoya reports to Ingrid.\n- Anders works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Chiara works for Fernhill Foods.\n- Summit Energy is headquartered in Valencia.\n- Fernhill Foods was founded in 1985.\n- Bluepine Aviation was founded in 2013.\n- Aisha works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Turku.\n- Bruno reports to Sofia.\n- Leila works for Bluepine Aviation.\n- Kenji reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2009.\n- Priya reports to Lucia.\n- Amara works for Bluepine Aviation.\n- Aisha reports to Anders.\n- Stefan works for Meridian Bank.\n- Zoya works for Helios Logistics.\n- Mateo reports to Zoya.\n- Anders reports to Wren.\n- Wren works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Helios Logistics was founded in 1975.\n- Cedar Retail Group was founded in 2009.\n- Anders works for Bluepine Aviation.\n- Meridian Bank is headquartered in Porto.\n- Dmitri works for Helios Logistics.\n- Zoya reports to Amara.\n- Amara reports to Sanne.\n- Priya works for Helios Logistics.\n- Bluepine Aviation was founded in 2013.\n- Stefan reports to Aisha.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Ghent.\n- Sanne reports to Pablo.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Pablo works for Meridian Bank.\n- Lucia reports to Dmitri.\n- Wren reports to Priya.\n- Aisha works for Helios Logistics.\n- Dmitri reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22732", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Viktor reports to Jonas.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Sanne reports to Nadia.\n- Jonas reports to Ingrid.\n- Sanne works for Bluepine Aviation.\n- Mei works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Pinnacle Software was founded in 2006.\n- Beacon Insurance is headquartered in Cork.\n- Bluepine Aviation was founded in 1982.\n- Deshawn works for Beacon Insurance.\n- Zoya reports to Priya.\n- Lattice Analytics is headquartered in Adelaide.\n- Jonas works for Lattice Analytics.\n- Aisha works for Beacon Insurance.\n- Mei reports to Deshawn.\n- Zoya works for Lattice Analytics.\n- Aisha reports to Mei.\n- Nadia reports to Omar.\n- Ravi reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Deshawn reports to Viktor.\n- Priya reports to Sanne.\n- Omar works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Austin.\n- Ingrid reports to Ravi.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Viktor.\n- Atlas Freight is headquartered in Brno.\n- Vantage Air was founded in 1994.\n- Beacon Insurance is headquartered in Tampere.\n- Deshawn works for Atlas Freight.\n- Chiara reports to Tobias.\n- Summit Energy was founded in 2008.\n- Nadia reports to Chiara.\n- Hana works for Beacon Insurance.\n- Vantage Air is headquartered in Cork.\n- Viktor works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Tobias works for Vantage Air.\n- Jonas works for Summit Energy.\n- Jonas reports to Hana.\n- Nadia works for Vantage Air.\n- Beacon Insurance was founded in 1979.\n- Summit Energy is headquartered in Leeds.\n- Hana reports to Mara.\n- Mara works for Vantage Air.\n- Deshawn reports to Jonas.\n- Mara reports to Nadia.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22735", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2001.\n- Viktor works for Crescent Telecom.\n- Mara works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Bruno works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Nagoya.\n- Aisha works for Beacon Insurance.\n- Elena works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1975.\n- Lucia works for Crescent Telecom.\n- Yuki reports to Bruno.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Bruno reports to Elena.\n- Beacon Insurance is headquartered in Nagoya.\n- Fernhill Foods was founded in 1981.\n- Aisha reports to Priya.\n- Mara reports to Aisha.\n- Viktor reports to Yuki.\n- Priya reports to Lucia.\n- Beacon Insurance was founded in 2014.\n- Elena reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22737", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Hana reports to Elena.\n- Tessa reports to Priya.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation was founded in 2011.\n- Sofia works for Northwind Systems.\n- Deshawn reports to Anders.\n- Priya reports to Jonas.\n- Tessa works for Fernhill Foods.\n- Northwind Systems is headquartered in Valencia.\n- Elena reports to Tessa.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance was founded in 1994.\n- Fernhill Foods was founded in 1979.\n- Yuki works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Valencia.\n- Jonas reports to Ingrid.\n- Ingrid reports to Mara.\n- Bruno reports to Hana.\n- Mara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods is headquartered in Valencia.\n- Anders reports to Yuki.\n- Northwind Systems was founded in 1975.\n- Sofia reports to Bruno.\n- Elena works for Fernhill Foods.\n- Bruno works for Northwind Systems.\n- Yuki reports to Sofia.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22739", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "report_delay", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22740", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 07 July 2025): For employees hired on or after 07 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9355: employee Felix B., hired 20 October 2023, separated 16 June 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9355?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Mara reports to Elena.\n- Fernhill Foods is headquartered in Dunedin.\n- Beacon Insurance was founded in 2005.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara works for Beacon Insurance.\n- Deshawn works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Hana.\n- Mara works for Atlas Freight.\n- Ingrid works for Fernhill Foods.\n- Cobalt Health was founded in 1986.\n- Hana reports to Ingrid.\n- Hana works for Beacon Insurance.\n- Atlas Freight was founded in 2009.\n- Leila reports to Chiara.\n- Fernhill Foods was founded in 1989.\n- Mateo reports to Emeka.\n- Mateo works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Mara.\n- Kenji reports to Mateo.\n- Ingrid reports to Leila.\n- Cobalt Health is headquartered in Porto.\n- Leila works for Beacon Insurance.\n- Elena reports to Ravi.\n- Deshawn reports to Kenji.\n- Pablo works for Beacon Insurance.\n- Chiara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22742", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 26 May 2023): For employees hired on or after 26 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9648: employee Ravi T., hired 23 September 2020, separated 26 June 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9648?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9648 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Zoya reports to Omar.\n- Stefan works for Cobalt Health.\n- Tessa reports to Chiara.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Northwind Systems was founded in 1982.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Felix works for Northwind Systems.\n- Elena works for Summit Energy.\n- Omar works for Northwind Systems.\n- Leila reports to Ravi.\n- Northwind Systems is headquartered in Valencia.\n- Cobalt Health is headquartered in Tallinn.\n- Stefan reports to Felix.\n- Felix reports to Lucia.\n- Summit Energy was founded in 2000.\n- Tessa works for Pinnacle Software.\n- Summit Energy is headquartered in Valencia.\n- Ingrid reports to Elena.\n- Deshawn reports to Tessa.\n- Chiara reports to Ingrid.\n- Ravi works for Summit Energy.\n- Cobalt Health was founded in 2008.\n- Omar reports to Leila.\n- Zoya works for Pinnacle Software.\n- Lucia works for Summit Energy.\n- Elena reports to Stefan.\n- Leila works for Cobalt Health.\n- Lucia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Meridian Bank was founded in 1986.\n- Elena reports to Tobias.\n- Jonas works for Meridian Bank.\n- Atlas Freight was founded in 1989.\n- Cedar Retail Group was founded in 1983.\n- Mateo works for Meridian Bank.\n- Sofia works for Cedar Retail Group.\n- Stefan reports to Jonas.\n- Stefan works for Meridian Bank.\n- Sanne works for Beacon Insurance.\n- Dmitri reports to Deshawn.\n- Beacon Insurance is headquartered in Bergen.\n- Felix reports to Sanne.\n- Deshawn works for Cedar Retail Group.\n- Tobias works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Emeka reports to Dmitri.\n- Cedar Retail Group is headquartered in Bergen.\n- Felix works for Beacon Insurance.\n- Deshawn reports to Mateo.\n- Sanne reports to Emeka.\n- Jonas reports to Elena.\n- Atlas Freight is headquartered in Bergen.\n- Mateo reports to Sofia.\n- Emeka works for Atlas Freight.\n- Callum reports to Felix.\n- Sofia reports to Stefan.\n- Beacon Insurance was founded in 1986.\n- Meridian Bank is headquartered in Brno.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22745", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7262: employee Tobias A., hired 26 October 2023, separated 28 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7262?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7262 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22746", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22747", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22748", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 March 2023): For employees hired on or after 13 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7679: employee Tessa M., hired 11 November 2022, separated 10 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7679?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22749", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software is headquartered in Halifax.\n- Ingrid works for Cedar Retail Group.\n- Beacon Insurance was founded in 2008.\n- Anders reports to Viktor.\n- Callum reports to Wren.\n- Omar reports to Callum.\n- Viktor reports to Ingrid.\n- Wren works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Cedar Retail Group was founded in 2013.\n- Omar works for Cedar Retail Group.\n- Crescent Telecom was founded in 1997.\n- Wren reports to Anders.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Pinnacle Software was founded in 1979.\n- Ingrid reports to Lucia.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Malmo.\n- Mateo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Helios Logistics.\n- Felix reports to Callum.\n- Beacon Insurance was founded in 2007.\n- Leila reports to Tobias.\n- Tobias reports to Ravi.\n- Felix works for Cedar Retail Group.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ravi reports to Nadia.\n- Leila works for Fernhill Foods.\n- Tobias works for Beacon Insurance.\n- Omar works for Fernhill Foods.\n- Cedar Retail Group was founded in 1987.\n- Nadia reports to Omar.\n- Helios Logistics was founded in 1995.\n- Omar reports to Felix.\n- Fernhill Foods was founded in 2006.\n- Beacon Insurance is headquartered in Brno.\n- Callum works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Callum reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Mateo reports to Priya.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods was founded in 1982.\n- Nadia reports to Wren.\n- Crescent Telecom is headquartered in Valencia.\n- Northwind Systems is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1996.\n- Aisha works for Northwind Systems.\n- Crescent Telecom was founded in 2007.\n- Fernhill Foods is headquartered in Valencia.\n- Mei reports to Aisha.\n- Aisha reports to Lucia.\n- Dmitri works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Northwind Systems was founded in 1980.\n- Wren works for Crescent Telecom.\n- Chiara works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Chiara reports to Nadia.\n- Priya reports to Callum.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Yuki.\n- Priya works for Ironwood Manufacturing.\n- Wren reports to Mei.\n- Nadia works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Yuki reports to Chiara.\n- Callum reports to Kenji.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22753", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 73851 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22754", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6784: employee Emeka T., hired 02 July 2022, separated 20 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6784?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22755", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8711: employee Nadia A., hired 19 June 2021, separated 23 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8711?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1977.\n- Emeka reports to Mateo.\n- Meridian Bank was founded in 1981.\n- Stefan reports to Felix.\n- Beacon Insurance was founded in 2010.\n- Beacon Insurance is headquartered in Cork.\n- Chiara works for Beacon Insurance.\n- Mateo works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Felix reports to Amara.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Amara works for Meridian Bank.\n- Chiara reports to Stefan.\n- Mateo reports to Chiara.\n- Atlas Freight is headquartered in Cork.\n- Lattice Analytics is headquartered in Halifax.\n- Viktor reports to Callum.\n- Emeka works for Lattice Analytics.\n- Callum reports to Emeka.\n- Felix works for Lattice Analytics.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Jonas reports to Leila.\n- Sanne reports to Omar.\n- Sanne works for Summit Energy.\n- Priya reports to Chiara.\n- Emeka reports to Pablo.\n- Leila works for Summit Energy.\n- Omar reports to Elena.\n- Bluepine Aviation was founded in 2013.\n- Lattice Analytics was founded in 2005.\n- Lattice Analytics is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Porto.\n- Emeka works for Summit Energy.\n- Deshawn reports to Bruno.\n- Pablo reports to Yuki.\n- Omar works for Summit Energy.\n- Priya works for Bluepine Aviation.\n- Leila reports to Sanne.\n- Pablo works for Summit Energy.\n- Yuki reports to Priya.\n- Chiara works for Summit Energy.\n- Chiara reports to Jonas.\n- Bluepine Aviation is headquartered in Porto.\n- Jonas works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Bruno reports to Emeka.\n- Fernhill Foods was founded in 1989.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22758", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7214: employee Stefan R., hired 26 October 2022, separated 17 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-7214 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$3,800", "2": "$34,667", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22759", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22760", "family": "intent_hardneg", "state": "Incoming support message:\n\"20681 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22761", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2223: employee Elena K., hired 13 July 2021, separated 13 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2223?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22762", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22763", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22764", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1673: employee Nadia S., hired 21 October 2022, separated 24 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-1673 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$17,333", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22765", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5044: employee Chiara A., hired 12 March 2022, separated 07 April 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-5044 under the controlling rules.", "criteria": {"0": "$8,048", "1": "$45,000", "2": "$8,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Callum.\n- Hana reports to Mei.\n- Anders reports to Pablo.\n- Pablo reports to Omar.\n- Ravi works for Bluepine Aviation.\n- Emeka reports to Hana.\n- Pablo works for Atlas Freight.\n- Vantage Air is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Tallinn.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Callum reports to Emeka.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Bluepine Aviation was founded in 2005.\n- Callum works for Cobalt Health.\n- Emeka works for Bluepine Aviation.\n- Hana works for Vantage Air.\n- Cobalt Health was founded in 2002.\n- Jonas reports to Ravi.\n- Vantage Air was founded in 2005.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Anders.\n- Cobalt Health is headquartered in Tallinn.\n- Mei works for Cobalt Health.\n- Ravi reports to Tessa.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2003", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22767", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2550: employee Mara R., hired 08 May 2024, separated 09 November 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2550?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22768", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22769", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22770", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22771", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4326: employee Leila B., hired 08 August 2020, separated 02 January 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4326?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22772", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1634: employee Tessa K., hired 28 April 2024, separated 08 August 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-1634 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$4,875", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22773", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1039: employee Jonas A., hired 30 August 2022, separated 26 October 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1039?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Leila.\n- Tessa reports to Ingrid.\n- Tessa works for Cedar Retail Group.\n- Leila works for Cobalt Health.\n- Kenji works for Ironwood Manufacturing.\n- Ravi reports to Nadia.\n- Amara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2000.\n- Ravi works for Northwind Systems.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 1988.\n- Pablo works for Cobalt Health.\n- Ingrid works for Cedar Retail Group.\n- Pablo reports to Kenji.\n- Leila reports to Ravi.\n- Northwind Systems is headquartered in Basel.\n- Nadia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Leeds.\n- Northwind Systems was founded in 1987.\n- Cedar Retail Group was founded in 2001.\n- Kenji reports to Tessa.\n- Nadia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22775", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8321: employee Bruno T., hired 30 December 2021, separated 31 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8321?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22776", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Ingrid reports to Viktor.\n- Yuki reports to Jonas.\n- Northwind Systems is headquartered in Bergen.\n- Northwind Systems was founded in 1988.\n- Hana reports to Kenji.\n- Helios Logistics was founded in 2015.\n- Ingrid works for Atlas Freight.\n- Fernhill Foods is headquartered in Oslo.\n- Callum reports to Tobias.\n- Deshawn works for Helios Logistics.\n- Jonas reports to Deshawn.\n- Fernhill Foods was founded in 1983.\n- Kenji works for Fernhill Foods.\n- Anders reports to Ingrid.\n- Hana works for Fernhill Foods.\n- Viktor works for Northwind Systems.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Stefan reports to Yuki.\n- Jonas works for Helios Logistics.\n- Viktor reports to Stefan.\n- Stefan works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Kenji reports to Anders.\n- Pablo reports to Hana.\n- Atlas Freight was founded in 1975.\n- Helios Logistics is headquartered in Oslo.\n- Pablo works for Fernhill Foods.\n- Deshawn reports to Callum.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22778", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7699: employee Emeka B., hired 09 April 2021, separated 24 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7699?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22779", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22780", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5139: employee Priya T., hired 29 November 2023, separated 19 August 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-5139 under the controlling rules.", "criteria": {"0": "$10,514", "1": "$10,644", "2": "$11,644", "3": "$46,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22781", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22782", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22783", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22784", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22785", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8914: employee Mei M., hired 06 August 2024, separated 29 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8914?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22786", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22787", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22788", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-7973: employee Mei B., hired 01 May 2021, separated 03 March 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2025-7973 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$6,650", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-7973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22789", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22790", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22791", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6361: employee Nadia B., hired 02 December 2023, separated 30 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6361?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22792", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 68358 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Cork.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Jonas reports to Priya.\n- Bruno reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Ingrid reports to Yuki.\n- Sanne reports to Deshawn.\n- Bruno works for Fernhill Foods.\n- Pinnacle Software is headquartered in Adelaide.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods was founded in 1978.\n- Vantage Air was founded in 2010.\n- Bluepine Aviation is headquartered in Basel.\n- Priya reports to Ingrid.\n- Tobias works for Bluepine Aviation.\n- Deshawn reports to Bruno.\n- Yuki works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation was founded in 2014.\n- Yuki reports to Tobias.\n- Sanne works for Vantage Air.\n- Pinnacle Software was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22794", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22795", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22796", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4852: employee Leila T., hired 28 March 2021, separated 27 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4852?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22797", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5426: employee Aisha M., hired 30 December 2021, separated 21 December 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5426?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22798", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22799", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22800", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 July 2025): For employees hired on or after 09 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5401: employee Ravi T., hired 04 May 2024, separated 26 November 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5401?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Cobalt Health is headquartered in Tallinn.\n- Amara works for Helios Logistics.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Helios Logistics is headquartered in Tallinn.\n- Stefan reports to Chiara.\n- Nadia works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Lattice Analytics was founded in 2015.\n- Yuki works for Cedar Retail Group.\n- Sanne works for Cobalt Health.\n- Dmitri reports to Nadia.\n- Sanne reports to Yuki.\n- Pablo reports to Dmitri.\n- Yuki reports to Pablo.\n- Chiara reports to Omar.\n- Tessa reports to Amara.\n- Amara reports to Elena.\n- Wren works for Helios Logistics.\n- Omar works for Cedar Retail Group.\n- Stefan works for Lattice Analytics.\n- Cobalt Health was founded in 1994.\n- Cedar Retail Group was founded in 2007.\n- Pablo works for Cobalt Health.\n- Lattice Analytics is headquartered in Tallinn.\n- Elena reports to Stefan.\n- Omar reports to Wren.\n- Helios Logistics was founded in 1988.\n- Nadia reports to Tessa.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22802", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 95785\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22803", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22804", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7376: employee Tobias R., hired 29 September 2021, separated 14 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-7376 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,800", "2": "$17,333", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Priya reports to Pablo.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 1975.\n- Omar reports to Kenji.\n- Yuki reports to Zoya.\n- Crescent Telecom is headquartered in Leeds.\n- Cobalt Health was founded in 1975.\n- Pinnacle Software is headquartered in Leeds.\n- Yuki works for Bluepine Aviation.\n- Pinnacle Software was founded in 1991.\n- Mara works for Cobalt Health.\n- Bruno reports to Mei.\n- Mei reports to Amara.\n- Mara reports to Bruno.\n- Cobalt Health is headquartered in Tampere.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Mara.\n- Amara reports to Omar.\n- Kenji reports to Priya.\n- Bluepine Aviation was founded in 2008.\n- Kenji works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Tampere.\n- Priya works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Amara works for Crescent Telecom.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Leila.\n- Helios Logistics was founded in 2001.\n- Viktor reports to Callum.\n- Nadia reports to Chiara.\n- Elena reports to Aisha.\n- Lucia works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Leila reports to Nadia.\n- Mei reports to Elena.\n- Lattice Analytics was founded in 1998.\n- Lucia reports to Mei.\n- Aisha reports to Ingrid.\n- Chiara works for Lattice Analytics.\n- Elena works for Helios Logistics.\n- Ingrid works for Lattice Analytics.\n- Chiara reports to Kenji.\n- Mei works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Lattice Analytics is headquartered in Oslo.\n- Ingrid reports to Bruno.\n- Helios Logistics is headquartered in Oslo.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Callum works for Vantage Air.\n- Beacon Insurance was founded in 2003.\n- Beacon Insurance is headquartered in Valencia.\n- Vantage Air was founded in 2005.\n- Callum reports to Lucia.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22807", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22808", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22810", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22811", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1482: employee Emeka T., hired 07 March 2023, separated 24 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1482?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22812", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22813", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22814", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 52269 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2015.\n- Meridian Bank was founded in 2003.\n- Bruno reports to Elena.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Meridian Bank is headquartered in Bergen.\n- Priya reports to Ingrid.\n- Leila works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Bluepine Aviation was founded in 1982.\n- Bluepine Aviation is headquartered in Bergen.\n- Atlas Freight is headquartered in Dunedin.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Viktor.\n- Viktor works for Atlas Freight.\n- Elena works for Bluepine Aviation.\n- Deshawn reports to Priya.\n- Ingrid works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Ingrid reports to Mateo.\n- Leila reports to Bruno.\n- Ironwood Manufacturing was founded in 1990.\n- Bruno works for Atlas Freight.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Priya works for Crescent Telecom.\n- Sanne works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Priya reports to Mara.\n- Sanne reports to Chiara.\n- Vantage Air is headquartered in Halifax.\n- Callum reports to Stefan.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation was founded in 1978.\n- Yuki reports to Sanne.\n- Vantage Air was founded in 1991.\n- Elena reports to Emeka.\n- Chiara reports to Elena.\n- Emeka works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Crescent Telecom was founded in 2014.\n- Ravi reports to Yuki.\n- Mara works for Crescent Telecom.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Emeka reports to Priya.\n- Stefan reports to Ravi.\n- Ravi works for Vantage Air.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1973", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22817", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22818", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22819", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2179: employee Priya T., hired 18 August 2022, separated 09 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2179?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Priya.\n- Lattice Analytics is headquartered in Turku.\n- Hana reports to Ravi.\n- Meridian Bank is headquartered in Turku.\n- Viktor reports to Wren.\n- Ravi works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Wren works for Vantage Air.\n- Tobias reports to Leila.\n- Lattice Analytics was founded in 2005.\n- Viktor works for Lattice Analytics.\n- Bluepine Aviation was founded in 1977.\n- Hana works for Bluepine Aviation.\n- Priya reports to Tobias.\n- Meridian Bank was founded in 2015.\n- Tobias works for Lattice Analytics.\n- Leila reports to Yuki.\n- Jonas reports to Viktor.\n- Zoya works for Lattice Analytics.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Vantage Air was founded in 1993.\n- Leila works for Bluepine Aviation.\n- Priya works for Lattice Analytics.\n- Wren reports to Zoya.\n- Stefan reports to Aisha.\n- Stefan works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Yuki reports to Stefan.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22821", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22822", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22823", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Leila reports to Jonas.\n- Dmitri works for Ironwood Manufacturing.\n- Wren reports to Lucia.\n- Nadia works for Crescent Telecom.\n- Sanne works for Summit Energy.\n- Hana works for Ironwood Manufacturing.\n- Sanne reports to Nadia.\n- Mara works for Crescent Telecom.\n- Priya reports to Viktor.\n- Dmitri reports to Felix.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara reports to Hana.\n- Nadia reports to Wren.\n- Jonas works for Summit Energy.\n- Lucia reports to Leila.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Crescent Telecom was founded in 1979.\n- Lucia works for Beacon Insurance.\n- Hana reports to Sanne.\n- Beacon Insurance was founded in 2011.\n- Crescent Telecom is headquartered in Lyon.\n- Viktor works for Ironwood Manufacturing.\n- Jonas reports to Dmitri.\n- Summit Energy was founded in 2013.\n- Leila works for Crescent Telecom.\n- Felix works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2006.\n- Felix reports to Priya.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Northwind Systems is headquartered in Lyon.\n- Tessa reports to Deshawn.\n- Ironwood Manufacturing was founded in 1985.\n- Bluepine Aviation is headquartered in Lyon.\n- Yuki works for Ironwood Manufacturing.\n- Deshawn works for Bluepine Aviation.\n- Omar reports to Jonas.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1981.\n- Anders reports to Wren.\n- Wren reports to Tobias.\n- Chiara works for Ironwood Manufacturing.\n- Deshawn reports to Omar.\n- Anders works for Lattice Analytics.\n- Yuki reports to Emeka.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Tobias reports to Yuki.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar works for Lattice Analytics.\n- Chiara reports to Anders.\n- Wren works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Bluepine Aviation was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Lucia.\n- Lucia works for Cobalt Health.\n- Ravi works for Lattice Analytics.\n- Cedar Retail Group was founded in 1977.\n- Chiara reports to Tobias.\n- Aisha reports to Mateo.\n- Bluepine Aviation was founded in 1979.\n- Bluepine Aviation is headquartered in Brno.\n- Wren reports to Ravi.\n- Lattice Analytics is headquartered in Brno.\n- Tessa works for Cobalt Health.\n- Lattice Analytics was founded in 1991.\n- Cobalt Health was founded in 2010.\n- Tessa reports to Kenji.\n- Callum works for Cedar Retail Group.\n- Cobalt Health is headquartered in Brno.\n- Tobias reports to Aisha.\n- Tobias works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Kenji works for Cobalt Health.\n- Wren works for Bluepine Aviation.\n- Mateo reports to Wren.\n- Mateo works for Bluepine Aviation.\n- Lucia reports to Chiara.\n- Callum reports to Tessa.\n- Aisha works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22827", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Porto.\n- Wren reports to Mara.\n- Lucia works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Cedar Retail Group was founded in 1984.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Lattice Analytics is headquartered in Porto.\n- Ravi reports to Jonas.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 2006.\n- Jonas works for Northwind Systems.\n- Mara works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Cedar Retail Group is headquartered in Basel.\n- Northwind Systems was founded in 1981.\n- Dmitri reports to Ravi.\n- Mara reports to Lucia.\n- Ravi works for Cedar Retail Group.\n- Tobias reports to Wren.\n- Felix reports to Dmitri.\n- Jonas reports to Tobias.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22829", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7098: employee Priya A., hired 03 November 2021, separated 19 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7098?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22830", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4993: employee Tobias R., hired 30 November 2022, separated 14 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4993?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22831", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22832", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Basel.\n- Atlas Freight was founded in 1978.\n- Atlas Freight is headquartered in Basel.\n- Tobias works for Atlas Freight.\n- Pablo reports to Tessa.\n- Summit Energy was founded in 2011.\n- Kenji works for Pinnacle Software.\n- Mateo works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Tessa reports to Dmitri.\n- Mateo reports to Tobias.\n- Pablo works for Summit Energy.\n- Pinnacle Software was founded in 2005.\n- Pinnacle Software is headquartered in Bergen.\n- Dmitri reports to Omar.\n- Amara works for Atlas Freight.\n- Anders reports to Kenji.\n- Dmitri works for Summit Energy.\n- Meridian Bank was founded in 2008.\n- Amara reports to Mara.\n- Summit Energy is headquartered in Bergen.\n- Kenji reports to Mateo.\n- Mara reports to Pablo.\n- Tobias reports to Amara.\n- Mara works for Pinnacle Software.\n- Anders works for Atlas Freight.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22834", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22835", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 July 2025): For employees hired on or after 06 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6900: employee Emeka M., hired 28 May 2022, separated 24 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6900?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22836", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22837", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22838", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22839", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4574: employee Mei R., hired 07 November 2022, separated 11 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4574?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22840", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8280: employee Callum S., hired 09 January 2024, separated 23 April 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-8280 under the controlling rules.", "criteria": {"0": "$8,827", "1": "$8,957", "2": "$38,250", "3": "$7,827"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22841", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22842", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4028: employee Mateo R., hired 07 December 2022, separated 16 October 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-4028 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,500", "2": "$15,167", "3": "$3,562"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4028 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22843", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3190: employee Viktor T., hired 19 December 2021, separated 14 May 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2026-3190 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$6,800", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22844", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1768: employee Elena R., hired 05 June 2024, separated 20 December 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1768?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22845", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 July 2025): For employees hired on or after 04 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8974: employee Aisha R., hired 29 April 2024, separated 28 October 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8974?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22846", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3531: employee Nadia T., hired 12 September 2020, separated 11 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3531?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22847", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "play_music", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22848", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22849", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22850", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 August 2022): For employees hired on or after 18 August 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1146: employee Chiara B., hired 17 June 2019, separated 28 March 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1146?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22851", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4303: employee Lucia R., hired 07 September 2022, separated 10 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-4303 under the controlling rules.", "criteria": {"0": "$12,100", "1": "$11,500", "2": "$11,600", "3": "$50,267"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22852", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 April 2023): For employees hired on or after 11 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8542: employee Felix B., hired 06 June 2021, separated 13 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8542?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22853", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-22854", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22856", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22857", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22858", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3197: employee Nadia A., hired 06 May 2024, separated 27 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3197?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22859", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22860", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7846: employee Yuki M., hired 05 August 2023, separated 13 May 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-7846 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,400", "2": "$4,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Ravi reports to Bruno.\n- Beacon Insurance is headquartered in Dunedin.\n- Cobalt Health was founded in 1987.\n- Felix works for Helios Logistics.\n- Fernhill Foods was founded in 1978.\n- Beacon Insurance was founded in 1982.\n- Callum reports to Felix.\n- Helios Logistics is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara reports to Nadia.\n- Nadia reports to Callum.\n- Bruno works for Cobalt Health.\n- Ingrid reports to Emeka.\n- Felix reports to Ingrid.\n- Callum works for Fernhill Foods.\n- Bruno reports to Wren.\n- Helios Logistics was founded in 1998.\n- Tessa works for Fernhill Foods.\n- Cobalt Health is headquartered in Nagoya.\n- Emeka reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Tessa reports to Amara.\n- Nadia works for Fernhill Foods.\n- Ingrid works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Mei works for Atlas Freight.\n- Wren reports to Zoya.\n- Vantage Air was founded in 1986.\n- Stefan works for Vantage Air.\n- Atlas Freight was founded in 1985.\n- Ingrid reports to Amara.\n- Felix reports to Leila.\n- Cedar Retail Group is headquartered in Lyon.\n- Leila works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Amara reports to Stefan.\n- Mei reports to Elena.\n- Elena reports to Sofia.\n- Ingrid works for Atlas Freight.\n- Zoya reports to Ingrid.\n- Zoya works for Vantage Air.\n- Wren works for Vantage Air.\n- Pablo reports to Wren.\n- Tobias reports to Pablo.\n- Cedar Retail Group was founded in 2002.\n- Atlas Freight is headquartered in Lyon.\n- Northwind Systems is headquartered in Nagoya.\n- Vantage Air is headquartered in Lyon.\n- Stefan reports to Felix.\n- Sofia reports to Tobias.\n- Tobias works for Northwind Systems.\n- Sofia works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Northwind Systems was founded in 1977.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22863", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8203: employee Tessa B., hired 06 March 2021, separated 04 October 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2025-8203 under the controlling rules.", "criteria": {"0": "$4,875", "1": "$5,000", "2": "$4,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22864", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-22865", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Fernhill Foods was founded in 2006.\n- Summit Energy is headquartered in Porto.\n- Stefan works for Helios Logistics.\n- Callum works for Fernhill Foods.\n- Elena reports to Felix.\n- Omar reports to Elena.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji reports to Amara.\n- Chiara works for Helios Logistics.\n- Summit Energy was founded in 1976.\n- Fernhill Foods is headquartered in Porto.\n- Deshawn reports to Omar.\n- Callum reports to Emeka.\n- Pinnacle Software was founded in 1990.\n- Elena works for Helios Logistics.\n- Deshawn works for Fernhill Foods.\n- Dmitri reports to Stefan.\n- Stefan reports to Deshawn.\n- Pablo reports to Kenji.\n- Emeka works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Amara reports to Dmitri.\n- Felix works for Fernhill Foods.\n- Helios Logistics was founded in 1997.\n- Pablo works for Summit Energy.\n- Chiara reports to Callum.\n- Helios Logistics is headquartered in Basel.\n- Kenji works for Summit Energy.\n- Omar works for Pinnacle Software.\n- Felix reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas reports to Callum.\n- Crescent Telecom was founded in 1997.\n- Elena reports to Hana.\n- Atlas Freight is headquartered in Nagoya.\n- Jonas works for Northwind Systems.\n- Emeka works for Cobalt Health.\n- Nadia works for Crescent Telecom.\n- Callum works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Callum reports to Nadia.\n- Chiara works for Northwind Systems.\n- Atlas Freight was founded in 2002.\n- Chiara reports to Emeka.\n- Cobalt Health was founded in 1975.\n- Hana works for Atlas Freight.\n- Hana reports to Chiara.\n- Elena works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Cobalt Health is headquartered in Leeds.\n- Emeka reports to Pablo.\n- Pablo reports to Jonas.\n- Northwind Systems was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Deshawn works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Omar reports to Hana.\n- Helios Logistics is headquartered in Ghent.\n- Ingrid reports to Kenji.\n- Yuki works for Meridian Bank.\n- Ingrid works for Cedar Retail Group.\n- Helios Logistics was founded in 1982.\n- Yuki reports to Sofia.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Deshawn reports to Yuki.\n- Amara works for Beacon Insurance.\n- Sanne reports to Amara.\n- Hana works for Beacon Insurance.\n- Meridian Bank was founded in 1992.\n- Beacon Insurance was founded in 1986.\n- Sanne works for Beacon Insurance.\n- Amara reports to Deshawn.\n- Hana reports to Viktor.\n- Cedar Retail Group was founded in 1989.\n- Omar works for Meridian Bank.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji reports to Omar.\n- Beacon Insurance is headquartered in Leeds.\n- Viktor reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22869", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22870", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4693: employee Omar B., hired 20 October 2021, separated 18 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4693?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22871", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Leila.\n- Pablo reports to Tobias.\n- Dmitri works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2015.\n- Pablo works for Crescent Telecom.\n- Amara reports to Stefan.\n- Mara works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Tobias reports to Yuki.\n- Atlas Freight was founded in 1984.\n- Crescent Telecom is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Leila works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Zoya works for Lattice Analytics.\n- Atlas Freight is headquartered in Leeds.\n- Lattice Analytics was founded in 2005.\n- Zoya reports to Dmitri.\n- Dmitri reports to Elena.\n- Elena reports to Mara.\n- Yuki reports to Amara.\n- Leila reports to Zoya.\n- Stefan works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1981.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2003", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22873", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22874", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4847: employee Ravi R., hired 31 August 2023, separated 10 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4847?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22875", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7328: employee Mara R., hired 04 January 2022, separated 23 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7328?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22876", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Helios Logistics.\n- Amara works for Meridian Bank.\n- Callum reports to Felix.\n- Felix reports to Elena.\n- Meridian Bank is headquartered in Ghent.\n- Tessa reports to Wren.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 1998.\n- Elena works for Meridian Bank.\n- Chiara reports to Tessa.\n- Callum works for Helios Logistics.\n- Wren reports to Amara.\n- Helios Logistics was founded in 2001.\n- Felix works for Meridian Bank.\n- Elena reports to Hana.\n- Cobalt Health was founded in 1999.\n- Cobalt Health is headquartered in Tallinn.\n- Helios Logistics is headquartered in Tallinn.\n- Amara reports to Callum.\n- Chiara works for Cobalt Health.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22878", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9440: employee Pablo M., hired 07 January 2025, separated 04 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9440?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22879", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2015.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Cedar Retail Group was founded in 2010.\n- Leila works for Cedar Retail Group.\n- Leila reports to Jonas.\n- Hana reports to Zoya.\n- Deshawn reports to Wren.\n- Mei works for Cedar Retail Group.\n- Zoya reports to Mei.\n- Mateo reports to Bruno.\n- Jonas works for Bluepine Aviation.\n- Cobalt Health is headquartered in Porto.\n- Bruno reports to Hana.\n- Cedar Retail Group is headquartered in Cork.\n- Wren reports to Mateo.\n- Zoya works for Cobalt Health.\n- Bruno works for Pinnacle Software.\n- Jonas reports to Pablo.\n- Cobalt Health was founded in 2004.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Deshawn.\n- Pinnacle Software was founded in 2000.\n- Deshawn works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Cork.\n- Wren works for Pinnacle Software.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22881", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4805: employee Kenji A., hired 15 December 2020, separated 02 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4805?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22882", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 93226 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22883", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 December 2022): For employees hired on or after 01 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8247: employee Mateo B., hired 04 March 2021, separated 08 June 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-8247 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$8,000", "3": "$3,450"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22884", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8711: employee Ingrid M., hired 11 October 2023, separated 16 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8711?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Chiara.\n- Chiara reports to Mateo.\n- Bluepine Aviation is headquartered in Adelaide.\n- Atlas Freight was founded in 2009.\n- Nadia works for Cobalt Health.\n- Bluepine Aviation was founded in 1992.\n- Leila works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Deshawn reports to Leila.\n- Callum works for Bluepine Aviation.\n- Hana works for Pinnacle Software.\n- Omar reports to Nadia.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Nadia reports to Felix.\n- Felix works for Pinnacle Software.\n- Callum reports to Omar.\n- Omar works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Lyon.\n- Deshawn works for Atlas Freight.\n- Felix reports to Deshawn.\n- Cobalt Health is headquartered in Leeds.\n- Atlas Freight is headquartered in Cork.\n- Cobalt Health was founded in 2010.\n- Leila reports to Hana.\n- Mateo works for Pinnacle Software.\n- Yuki reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Meridian Bank is headquartered in Ghent.\n- Elena works for Pinnacle Software.\n- Priya reports to Mara.\n- Kenji works for Meridian Bank.\n- Callum works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Basel.\n- Chiara reports to Priya.\n- Vantage Air was founded in 1977.\n- Elena reports to Felix.\n- Ironwood Manufacturing was founded in 2002.\n- Pablo works for Meridian Bank.\n- Pablo reports to Kenji.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Vantage Air is headquartered in Ghent.\n- Yuki works for Vantage Air.\n- Mara works for Vantage Air.\n- Kenji reports to Elena.\n- Meridian Bank was founded in 2012.\n- Yuki reports to Pablo.\n- Deshawn works for Ironwood Manufacturing.\n- Mara reports to Yuki.\n- Callum reports to Chiara.\n- Priya works for Vantage Air.\n- Deshawn reports to Callum.\n- Felix works for Vantage Air.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22887", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2442: employee Zoya T., hired 18 February 2021, separated 12 April 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2442?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Tessa reports to Ravi.\n- Sanne works for Crescent Telecom.\n- Tobias works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Northwind Systems was founded in 1997.\n- Zoya works for Northwind Systems.\n- Helios Logistics is headquartered in Austin.\n- Northwind Systems is headquartered in Basel.\n- Ravi works for Northwind Systems.\n- Zoya reports to Hana.\n- Beacon Insurance was founded in 1981.\n- Hana reports to Pablo.\n- Pablo works for Helios Logistics.\n- Nadia reports to Sanne.\n- Ravi reports to Nadia.\n- Beacon Insurance is headquartered in Basel.\n- Tobias reports to Tessa.\n- Crescent Telecom was founded in 2000.\n- Tessa works for Northwind Systems.\n- Sanne reports to Viktor.\n- Emeka reports to Zoya.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor works for Beacon Insurance.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22889", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22890", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3936: employee Mei A., hired 28 July 2023, separated 10 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3936?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22891", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tobias.\n- Summit Energy was founded in 1978.\n- Nadia works for Northwind Systems.\n- Anders works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tampere.\n- Jonas reports to Felix.\n- Tobias reports to Leila.\n- Leila reports to Chiara.\n- Northwind Systems was founded in 1988.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Cedar Retail Group is headquartered in Austin.\n- Tobias works for Summit Energy.\n- Felix works for Northwind Systems.\n- Summit Energy is headquartered in Austin.\n- Anders reports to Pablo.\n- Chiara reports to Jonas.\n- Crescent Telecom was founded in 2008.\n- Jonas works for Summit Energy.\n- Chiara works for Cedar Retail Group.\n- Pablo works for Crescent Telecom.\n- Nadia reports to Anders.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22893", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22894", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4235: employee Tessa T., hired 30 September 2022, separated 20 May 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-4235 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$11,385", "2": "$6,750", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22895", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sanne.\n- Kenji works for Bluepine Aviation.\n- Nadia reports to Omar.\n- Cobalt Health is headquartered in Halifax.\n- Hana works for Bluepine Aviation.\n- Omar reports to Zoya.\n- Northwind Systems was founded in 1976.\n- Cobalt Health was founded in 2001.\n- Omar works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Amara works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Stefan reports to Hana.\n- Hana reports to Amara.\n- Sanne reports to Kenji.\n- Bluepine Aviation was founded in 1989.\n- Kenji reports to Nadia.\n- Bluepine Aviation is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Nadia works for Bluepine Aviation.\n- Meridian Bank was founded in 1993.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22897", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6406: employee Felix T., hired 27 October 2022, separated 29 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6406?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22898", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Tessa works for Helios Logistics.\n- Sofia reports to Zoya.\n- Sanne reports to Pablo.\n- Vantage Air is headquartered in Austin.\n- Felix reports to Sofia.\n- Tessa reports to Callum.\n- Hana reports to Tessa.\n- Ironwood Manufacturing was founded in 1975.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Bluepine Aviation was founded in 1990.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Pablo works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Lyon.\n- Sanne works for Helios Logistics.\n- Zoya reports to Hana.\n- Sofia works for Vantage Air.\n- Pablo reports to Felix.\n- Vantage Air was founded in 1987.\n- Zoya works for Helios Logistics.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1992.\n- Priya reports to Sofia.\n- Jonas works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Nadia reports to Priya.\n- Vantage Air was founded in 1980.\n- Fernhill Foods was founded in 1997.\n- Callum reports to Chiara.\n- Ingrid reports to Bruno.\n- Priya works for Bluepine Aviation.\n- Ingrid works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno reports to Callum.\n- Chiara works for Summit Energy.\n- Chiara reports to Jonas.\n- Bruno works for Vantage Air.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1991.\n- Jonas reports to Nadia.\n- Sofia works for Summit Energy.\n- Fernhill Foods is headquartered in Dunedin.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1994", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Viktor works for Northwind Systems.\n- Deshawn reports to Aisha.\n- Northwind Systems was founded in 1985.\n- Chiara works for Northwind Systems.\n- Elena reports to Chiara.\n- Hana works for Northwind Systems.\n- Lucia reports to Viktor.\n- Tessa reports to Nadia.\n- Bruno works for Cobalt Health.\n- Zoya works for Helios Logistics.\n- Aisha works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2014.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa works for Northwind Systems.\n- Zoya reports to Felix.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Cobalt Health is headquartered in Tampere.\n- Helios Logistics was founded in 1986.\n- Chiara reports to Lucia.\n- Lucia works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Hana reports to Elena.\n- Cobalt Health was founded in 1992.\n- Felix reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Aisha reports to Tessa.\n- Felix works for Helios Logistics.\n- Nadia reports to Bruno.\n- Bruno reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22902", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 77199\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Amara.\n- Vantage Air is headquartered in Basel.\n- Mara reports to Tessa.\n- Amara works for Vantage Air.\n- Amara reports to Bruno.\n- Leila reports to Mara.\n- Sofia reports to Chiara.\n- Sofia works for Vantage Air.\n- Lucia works for Summit Energy.\n- Mara works for Vantage Air.\n- Leila works for Cedar Retail Group.\n- Lattice Analytics was founded in 2006.\n- Viktor works for Summit Energy.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pablo reports to Leila.\n- Vantage Air was founded in 1995.\n- Chiara works for Summit Energy.\n- Chiara reports to Lucia.\n- Summit Energy is headquartered in Cork.\n- Cedar Retail Group was founded in 2010.\n- Viktor reports to Pablo.\n- Tessa reports to Sofia.\n- Summit Energy was founded in 2008.\n- Bruno works for Vantage Air.\n- Lattice Analytics is headquartered in Basel.\n- Pablo works for Lattice Analytics.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22904", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3961: employee Kenji S., hired 26 December 2023, separated 09 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3961?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22905", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9770: employee Bruno B., hired 17 October 2023, separated 20 February 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9770?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22906", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1866: employee Wren R., hired 25 November 2022, separated 11 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1866?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Elena reports to Amara.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Viktor reports to Leila.\n- Sofia reports to Elena.\n- Callum works for Northwind Systems.\n- Tobias works for Cedar Retail Group.\n- Northwind Systems was founded in 2014.\n- Elena works for Fernhill Foods.\n- Amara reports to Tobias.\n- Fernhill Foods is headquartered in Dunedin.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Amara works for Crescent Telecom.\n- Callum reports to Viktor.\n- Crescent Telecom was founded in 1987.\n- Ravi works for Crescent Telecom.\n- Mei reports to Callum.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group was founded in 2000.\n- Northwind Systems is headquartered in Brno.\n- Leila reports to Sofia.\n- Mei works for Crescent Telecom.\n- Ravi reports to Felix.\n- Tobias reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22908", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-4 (VERSION 2, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4455: employee Callum R., hired 09 May 2021, separated 11 October 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4455?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4455 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Amara.\n- Pablo reports to Ravi.\n- Amara reports to Jonas.\n- Jonas reports to Ingrid.\n- Amara works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Ingrid works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Priya reports to Sanne.\n- Mateo reports to Pablo.\n- Mateo works for Cedar Retail Group.\n- Summit Energy is headquartered in Porto.\n- Wren reports to Stefan.\n- Sanne reports to Callum.\n- Priya works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Cedar Retail Group was founded in 1984.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Priya.\n- Callum reports to Mateo.\n- Jonas works for Bluepine Aviation.\n- Crescent Telecom was founded in 1981.\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy was founded in 1992.\n- Ravi reports to Bruno.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22910", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 36607, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22911", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3562: employee Viktor B., hired 02 October 2023, separated 17 February 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3562?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22912", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22913", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3438: employee Emeka S., hired 16 April 2021, separated 16 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3438?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22914", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9702: employee Deshawn T., hired 26 July 2024, separated 02 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-9702 under the controlling rules.", "criteria": {"0": "$0", "1": "$2,000", "2": "$8,667", "3": "$1,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22915", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2495: employee Aisha M., hired 22 December 2023, separated 12 October 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2495?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-22916", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 68101\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Dmitri reports to Tobias.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Leila reports to Mara.\n- Crescent Telecom was founded in 2010.\n- Aisha reports to Nadia.\n- Deshawn reports to Dmitri.\n- Lucia works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Mara reports to Aisha.\n- Jonas reports to Lucia.\n- Pablo reports to Priya.\n- Aisha works for Crescent Telecom.\n- Lucia reports to Deshawn.\n- Northwind Systems is headquartered in Adelaide.\n- Deshawn works for Northwind Systems.\n- Priya reports to Anders.\n- Pablo works for Ironwood Manufacturing.\n- Tobias works for Northwind Systems.\n- Nadia reports to Jonas.\n- Northwind Systems was founded in 1997.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Jonas works for Crescent Telecom.\n- Anders reports to Leila.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Nadia works for Meridian Bank.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Emeka reports to Stefan.\n- Wren reports to Tessa.\n- Helios Logistics was founded in 2012.\n- Elena reports to Yuki.\n- Ravi works for Helios Logistics.\n- Cobalt Health is headquartered in Lyon.\n- Ravi reports to Aisha.\n- Elena works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Cobalt Health was founded in 1984.\n- Deshawn works for Cobalt Health.\n- Tessa works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Wren works for Pinnacle Software.\n- Meridian Bank was founded in 2005.\n- Meridian Bank is headquartered in Adelaide.\n- Stefan reports to Wren.\n- Helios Logistics is headquartered in Bergen.\n- Emeka works for Cobalt Health.\n- Aisha reports to Emeka.\n- Deshawn reports to Elena.\n- Yuki reports to Ravi.\n- Pinnacle Software was founded in 1985.\n- Nadia works for Meridian Bank.\n- Nadia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22919", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22920", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Cork.\n- Kenji works for Cedar Retail Group.\n- Wren reports to Leila.\n- Stefan reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Mara works for Cedar Retail Group.\n- Leila works for Beacon Insurance.\n- Tobias works for Cedar Retail Group.\n- Aisha works for Beacon Insurance.\n- Tobias reports to Stefan.\n- Beacon Insurance was founded in 1975.\n- Bluepine Aviation was founded in 1983.\n- Stefan works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Bruno reports to Mara.\n- Beacon Insurance is headquartered in Leeds.\n- Mara reports to Wren.\n- Kenji reports to Zoya.\n- Wren works for Summit Energy.\n- Pablo reports to Bruno.\n- Zoya reports to Felix.\n- Bluepine Aviation is headquartered in Cork.\n- Cedar Retail Group was founded in 2008.\n- Leila reports to Aisha.\n- Felix reports to Tobias.\n- Mateo reports to Pablo.\n- Summit Energy was founded in 2005.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22923", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 50436 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22924", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 08 December 2022): For employees hired on or after 08 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7104: employee Jonas S., hired 09 October 2019, separated 13 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7104?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Mara reports to Priya.\n- Mei works for Pinnacle Software.\n- Ingrid reports to Chiara.\n- Mei reports to Mara.\n- Deshawn works for Fernhill Foods.\n- Sofia reports to Ingrid.\n- Leila works for Fernhill Foods.\n- Priya reports to Anders.\n- Hana reports to Jonas.\n- Chiara works for Pinnacle Software.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Fernhill Foods is headquartered in Malmo.\n- Sofia works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Priya works for Fernhill Foods.\n- Pinnacle Software was founded in 1983.\n- Chiara reports to Hana.\n- Jonas works for Fernhill Foods.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2004.\n- Pinnacle Software is headquartered in Malmo.\n- Vantage Air was founded in 1989.\n- Sanne reports to Mei.\n- Anders works for Fernhill Foods.\n- Anders reports to Leila.\n- Mara works for Ironwood Manufacturing.\n- Leila reports to Deshawn.\n- Deshawn reports to Sofia.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22926", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22927", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7432: employee Wren B., hired 12 February 2023, separated 08 November 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-7432 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$17,333", "2": "$700", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22928", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22929", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 March 2023): For employees hired on or after 05 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2303: employee Jonas S., hired 11 June 2022, separated 26 August 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-2303 under the controlling rules.", "criteria": {"0": "$5,775", "1": "$7,500", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22930", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22931", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8161: employee Yuki M., hired 22 September 2020, separated 04 April 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2025-8161 under the controlling rules.", "criteria": {"0": "$15,400", "1": "$66,733", "2": "$15,312", "3": "$15,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8161 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Lucia.\n- Mara reports to Pablo.\n- Vantage Air was founded in 2000.\n- Leila reports to Bruno.\n- Crescent Telecom was founded in 1975.\n- Pablo works for Crescent Telecom.\n- Pablo reports to Omar.\n- Omar works for Crescent Telecom.\n- Dmitri works for Helios Logistics.\n- Emeka works for Crescent Telecom.\n- Omar reports to Felix.\n- Vantage Air is headquartered in Bergen.\n- Fernhill Foods is headquartered in Adelaide.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 1986.\n- Felix works for Fernhill Foods.\n- Leila works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Bruno reports to Mara.\n- Emeka reports to Zoya.\n- Crescent Telecom is headquartered in Halifax.\n- Felix reports to Emeka.\n- Helios Logistics is headquartered in Porto.\n- Lucia reports to Dmitri.\n- Helios Logistics was founded in 1975.\n- Bruno works for Vantage Air.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22934", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1118: employee Wren B., hired 30 May 2022, separated 09 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-1118?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-22935", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22936", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5530: employee Chiara M., hired 23 December 2024, separated 23 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-5530 under the controlling rules.", "criteria": {"0": "$5,115", "1": "$4,154", "2": "$20,000", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22937", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2064: employee Mateo B., hired 21 October 2022, separated 22 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2064?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Omar works for Helios Logistics.\n- Tessa works for Pinnacle Software.\n- Omar reports to Wren.\n- Ravi works for Helios Logistics.\n- Stefan works for Meridian Bank.\n- Tessa reports to Pablo.\n- Meridian Bank was founded in 2002.\n- Wren works for Meridian Bank.\n- Mara works for Pinnacle Software.\n- Zoya reports to Ravi.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 2001.\n- Kenji reports to Tessa.\n- Wren reports to Stefan.\n- Helios Logistics is headquartered in Cork.\n- Sofia reports to Mateo.\n- Meridian Bank is headquartered in Austin.\n- Mateo reports to Mara.\n- Helios Logistics was founded in 2001.\n- Pablo reports to Omar.\n- Ravi reports to Kenji.\n- Priya reports to Zoya.\n- Mateo works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 2012.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22939", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22940", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22941", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4950: employee Hana B., hired 08 March 2024, separated 31 May 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4950?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri reports to Amara.\n- Vantage Air is headquartered in Tampere.\n- Leila works for Bluepine Aviation.\n- Amara reports to Omar.\n- Omar works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Emeka works for Bluepine Aviation.\n- Amara works for Northwind Systems.\n- Bluepine Aviation is headquartered in Dunedin.\n- Dmitri works for Bluepine Aviation.\n- Crescent Telecom was founded in 2000.\n- Chiara reports to Emeka.\n- Felix reports to Jonas.\n- Jonas reports to Dmitri.\n- Jonas works for Bluepine Aviation.\n- Emeka reports to Felix.\n- Leila reports to Chiara.\n- Bluepine Aviation was founded in 2009.\n- Northwind Systems was founded in 2007.\n- Vantage Air was founded in 1993.\n- Felix works for Northwind Systems.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22943", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6245: employee Aisha A., hired 26 July 2023, separated 24 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6245?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Ravi works for Cedar Retail Group.\n- Felix reports to Sanne.\n- Wren works for Cedar Retail Group.\n- Crescent Telecom was founded in 1996.\n- Wren reports to Ingrid.\n- Felix works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Meridian Bank is headquartered in Tallinn.\n- Bruno reports to Sofia.\n- Ravi reports to Chiara.\n- Meridian Bank was founded in 1979.\n- Pablo reports to Viktor.\n- Cedar Retail Group was founded in 1975.\n- Ingrid reports to Pablo.\n- Stefan works for Crescent Telecom.\n- Sanne reports to Bruno.\n- Crescent Telecom is headquartered in Bergen.\n- Sofia reports to Amara.\n- Amara works for Crescent Telecom.\n- Helios Logistics is headquartered in Bergen.\n- Bruno works for Meridian Bank.\n- Amara reports to Ravi.\n- Helios Logistics was founded in 1999.\n- Sofia works for Cedar Retail Group.\n- Sanne works for Helios Logistics.\n- Stefan reports to Wren.\n- Cedar Retail Group is headquartered in Porto.\n- Ingrid works for Meridian Bank.\n- Chiara works for Helios Logistics.\n- Chiara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22945", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Jonas reports to Ingrid.\n- Sofia reports to Mara.\n- Mateo works for Cobalt Health.\n- Ingrid reports to Sanne.\n- Sanne reports to Mateo.\n- Aisha reports to Felix.\n- Ingrid works for Bluepine Aviation.\n- Cobalt Health was founded in 1989.\n- Aisha works for Bluepine Aviation.\n- Sanne works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Mateo reports to Sofia.\n- Cobalt Health is headquartered in Adelaide.\n- Mara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 2012.\n- Bluepine Aviation was founded in 2007.\n- Sofia works for Bluepine Aviation.\n- Lattice Analytics was founded in 1999.\n- Felix reports to Jonas.\n- Lattice Analytics is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22947", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22948", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9904: employee Felix B., hired 14 December 2022, separated 15 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9904?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-22949", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 January 2023): For employees hired on or after 30 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1160: employee Leila A., hired 01 September 2021, separated 18 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1160?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22950", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Priya works for Fernhill Foods.\n- Priya reports to Amara.\n- Stefan reports to Tessa.\n- Pinnacle Software is headquartered in Lyon.\n- Leila works for Pinnacle Software.\n- Stefan works for Cedar Retail Group.\n- Felix works for Pinnacle Software.\n- Tessa reports to Leila.\n- Leila reports to Priya.\n- Bluepine Aviation was founded in 1986.\n- Tessa works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Felix reports to Mei.\n- Cedar Retail Group is headquartered in Valencia.\n- Amara works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Anders works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1980.\n- Emeka works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Turku.\n- Mei reports to Stefan.\n- Jonas reports to Felix.\n- Anders reports to Emeka.\n- Pinnacle Software was founded in 2007.\n- Fernhill Foods is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1978", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1997.\n- Atlas Freight is headquartered in Tampere.\n- Chiara reports to Tobias.\n- Priya works for Vantage Air.\n- Lattice Analytics is headquartered in Dunedin.\n- Northwind Systems was founded in 1988.\n- Aisha reports to Amara.\n- Tessa works for Northwind Systems.\n- Amara reports to Priya.\n- Aisha works for Lattice Analytics.\n- Vantage Air is headquartered in Tampere.\n- Tobias works for Vantage Air.\n- Chiara works for Vantage Air.\n- Atlas Freight was founded in 2004.\n- Sanne works for Atlas Freight.\n- Sanne reports to Aisha.\n- Amara works for Vantage Air.\n- Tessa reports to Sanne.\n- Lattice Analytics was founded in 1982.\n- Dmitri works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Priya reports to Chiara.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22953", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-22954", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22955", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3400: employee Zoya R., hired 01 March 2023, separated 12 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-3400 under the controlling rules.", "criteria": {"0": "$20,800", "1": "$4,725", "2": "$4,800", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3400 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2008.\n- Sofia works for Northwind Systems.\n- Elena reports to Priya.\n- Zoya reports to Sofia.\n- Emeka works for Northwind Systems.\n- Leila reports to Zoya.\n- Summit Energy was founded in 2000.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Stefan works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Sofia reports to Tessa.\n- Tessa works for Vantage Air.\n- Northwind Systems is headquartered in Porto.\n- Priya works for Fernhill Foods.\n- Summit Energy is headquartered in Halifax.\n- Fernhill Foods is headquartered in Basel.\n- Amara reports to Felix.\n- Vantage Air is headquartered in Porto.\n- Zoya works for Vantage Air.\n- Northwind Systems was founded in 1986.\n- Felix reports to Leila.\n- Felix works for Vantage Air.\n- Tessa reports to Elena.\n- Stefan reports to Amara.\n- Leila works for Summit Energy.\n- Emeka reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Summit Energy", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22957", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22958", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4556: employee Callum T., hired 30 August 2024, separated 30 December 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-4556 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$3,900", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22959", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 13007\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-22960", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Cobalt Health is headquartered in Porto.\n- Ravi works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 1979.\n- Lattice Analytics was founded in 1982.\n- Lattice Analytics is headquartered in Porto.\n- Pinnacle Software is headquartered in Bergen.\n- Pablo reports to Ravi.\n- Bluepine Aviation was founded in 2001.\n- Hana reports to Elena.\n- Elena reports to Pablo.\n- Amara reports to Hana.\n- Nadia works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Mara reports to Nadia.\n- Kenji works for Cobalt Health.\n- Ravi reports to Kenji.\n- Elena works for Pinnacle Software.\n- Mara works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Pinnacle Software was founded in 1997.\n- Kenji reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22962", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4181: employee Elena T., hired 29 June 2023, separated 18 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4181?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22963", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22964", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22965", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22966", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8683: employee Viktor R., hired 29 November 2022, separated 17 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8683?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-22967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Sofia reports to Elena.\n- Meridian Bank is headquartered in Turku.\n- Felix works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1991.\n- Crescent Telecom is headquartered in Tampere.\n- Elena reports to Zoya.\n- Atlas Freight was founded in 2010.\n- Mara works for Crescent Telecom.\n- Mara reports to Anders.\n- Zoya reports to Jonas.\n- Anders reports to Callum.\n- Atlas Freight is headquartered in Porto.\n- Jonas reports to Mara.\n- Callum works for Atlas Freight.\n- Crescent Telecom was founded in 2003.\n- Aisha reports to Felix.\n- Anders works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Callum reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Zoya works for Meridian Bank.\n- Tessa reports to Sofia.\n- Ironwood Manufacturing was founded in 1990.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Wren.\n- Fernhill Foods is headquartered in Brno.\n- Crescent Telecom was founded in 2004.\n- Tessa works for Bluepine Aviation.\n- Anders reports to Felix.\n- Summit Energy is headquartered in Brno.\n- Elena reports to Deshawn.\n- Anders works for Summit Energy.\n- Elena works for Summit Energy.\n- Tessa reports to Viktor.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation was founded in 2003.\n- Deshawn works for Summit Energy.\n- Viktor works for Summit Energy.\n- Crescent Telecom is headquartered in Leeds.\n- Tobias works for Bluepine Aviation.\n- Nadia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Leeds.\n- Priya works for Bluepine Aviation.\n- Wren works for Summit Energy.\n- Chiara works for Bluepine Aviation.\n- Felix reports to Priya.\n- Tobias reports to Nadia.\n- Nadia reports to Tessa.\n- Priya reports to Tobias.\n- Summit Energy was founded in 1989.\n- Fernhill Foods was founded in 2008.\n- Viktor reports to Chiara.\n- Wren reports to Anders.\n- Aisha works for Bluepine Aviation.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Sanne.\n- Ingrid reports to Pablo.\n- Hana reports to Ingrid.\n- Helios Logistics is headquartered in Ghent.\n- Amara works for Bluepine Aviation.\n- Cobalt Health was founded in 2008.\n- Stefan reports to Priya.\n- Helios Logistics was founded in 2003.\n- Sanne reports to Hana.\n- Cobalt Health is headquartered in Adelaide.\n- Sanne works for Bluepine Aviation.\n- Anders works for Atlas Freight.\n- Ingrid works for Cobalt Health.\n- Anders reports to Mei.\n- Mei reports to Tessa.\n- Priya works for Atlas Freight.\n- Tessa works for Bluepine Aviation.\n- Priya reports to Amara.\n- Mei works for Cobalt Health.\n- Bluepine Aviation is headquartered in Adelaide.\n- Pablo reports to Stefan.\n- Stefan works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Atlas Freight was founded in 2004.\n- Amara reports to Mara.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Cobalt Health.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Mara reports to Anders.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1983", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Brno.\n- Helios Logistics was founded in 1983.\n- Sofia reports to Emeka.\n- Tessa reports to Mateo.\n- Bluepine Aviation is headquartered in Bergen.\n- Summit Energy was founded in 2009.\n- Ravi works for Helios Logistics.\n- Zoya works for Summit Energy.\n- Zoya reports to Leila.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Leila reports to Ravi.\n- Dmitri reports to Sofia.\n- Mateo reports to Hana.\n- Hana reports to Nadia.\n- Mateo works for Bluepine Aviation.\n- Nadia reports to Dmitri.\n- Atlas Freight was founded in 2009.\n- Sofia works for Atlas Freight.\n- Ravi reports to Tessa.\n- Leila works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Tessa works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-22971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1996.\n- Dmitri reports to Priya.\n- Fernhill Foods was founded in 2015.\n- Pinnacle Software is headquartered in Tallinn.\n- Ravi reports to Bruno.\n- Lucia works for Pinnacle Software.\n- Stefan works for Meridian Bank.\n- Bruno reports to Sofia.\n- Felix reports to Yuki.\n- Vantage Air was founded in 1984.\n- Mara reports to Stefan.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Stefan reports to Dmitri.\n- Ingrid reports to Felix.\n- Vantage Air is headquartered in Tampere.\n- Nadia reports to Ingrid.\n- Fernhill Foods is headquartered in Leeds.\n- Lucia reports to Nadia.\n- Yuki works for Pinnacle Software.\n- Mara works for Vantage Air.\n- Sofia reports to Lucia.\n- Pinnacle Software was founded in 2001.\n- Sofia works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Ravi works for Vantage Air.\n- Bruno works for Pinnacle Software.\n- Ingrid works for Meridian Bank.\n- Yuki reports to Mara.\n- Priya works for Meridian Bank.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22972", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1571: employee Aisha R., hired 22 July 2024, separated 19 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1571?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22973", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "report_outage", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22974", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9004: employee Tessa T., hired 21 June 2021, separated 12 August 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-9004 under the controlling rules.", "criteria": {"0": "$9,650", "1": "$9,150", "2": "$39,650", "3": "$9,225"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22975", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22976", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-7343: employee Kenji M., hired 27 November 2022, separated 27 October 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-7343 under the controlling rules.", "criteria": {"0": "$2,025", "1": "$6,000", "2": "$26,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-7343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22977", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22978", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3733: employee Tobias A., hired 20 April 2022, separated 10 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3733?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22979", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2535: employee Anders A., hired 04 September 2020, separated 13 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2535?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22980", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9895: employee Omar K., hired 26 November 2021, separated 17 May 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-9895 under the controlling rules.", "criteria": {"0": "$112,667", "1": "$26,000", "2": "$28,000", "3": "$27,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-22981", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22982", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22983", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5998: employee Felix A., hired 08 May 2024, separated 02 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5998?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Leila.\n- Priya works for Summit Energy.\n- Helios Logistics is headquartered in Basel.\n- Tobias works for Summit Energy.\n- Atlas Freight is headquartered in Valencia.\n- Leila reports to Tobias.\n- Leila works for Atlas Freight.\n- Summit Energy was founded in 2008.\n- Deshawn works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Jonas reports to Nadia.\n- Tobias reports to Hana.\n- Cobalt Health was founded in 1983.\n- Hana works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Emeka reports to Sanne.\n- Cobalt Health is headquartered in Bergen.\n- Tessa works for Summit Energy.\n- Priya reports to Deshawn.\n- Hana reports to Tessa.\n- Atlas Freight was founded in 1993.\n- Emeka works for Helios Logistics.\n- Sanne reports to Jonas.\n- Jonas works for Atlas Freight.\n- Tessa reports to Emeka.\n- Summit Energy is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-22985", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6430: employee Nadia T., hired 03 August 2023, separated 25 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6430?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Priya reports to Kenji.\n- Sofia reports to Lucia.\n- Priya works for Beacon Insurance.\n- Kenji works for Atlas Freight.\n- Lucia reports to Sanne.\n- Lucia works for Beacon Insurance.\n- Mara works for Atlas Freight.\n- Lattice Analytics was founded in 1982.\n- Callum reports to Sofia.\n- Ingrid reports to Callum.\n- Tessa reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Omar works for Lattice Analytics.\n- Mara reports to Tessa.\n- Atlas Freight was founded in 1993.\n- Kenji reports to Omar.\n- Omar reports to Mara.\n- Beacon Insurance is headquartered in Malmo.\n- Pinnacle Software was founded in 1999.\n- Beacon Insurance was founded in 1980.\n- Pinnacle Software is headquartered in Turku.\n- Tessa works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Sofia works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Lucia reports to Stefan.\n- Helios Logistics was founded in 1991.\n- Bluepine Aviation is headquartered in Austin.\n- Wren reports to Felix.\n- Callum reports to Elena.\n- Mei reports to Callum.\n- Felix reports to Mara.\n- Mei works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Elena works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1978.\n- Stefan works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Elena reports to Omar.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Anders works for Helios Logistics.\n- Mara reports to Mei.\n- Wren works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2000.\n- Dmitri works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Dmitri reports to Lucia.\n- Callum works for Ironwood Manufacturing.\n- Omar reports to Tobias.\n- Omar works for Ironwood Manufacturing.\n- Anders reports to Dmitri.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan reports to Wren.\n- Cobalt Health was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22988", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 January 2023): For employees hired on or after 27 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8711: employee Leila M., hired 09 February 2022, separated 06 February 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2026-8711 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$17,333", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-22989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Northwind Systems is headquartered in Tallinn.\n- Mara works for Northwind Systems.\n- Tobias works for Vantage Air.\n- Anders reports to Dmitri.\n- Beacon Insurance is headquartered in Malmo.\n- Dmitri works for Northwind Systems.\n- Kenji works for Atlas Freight.\n- Kenji reports to Viktor.\n- Hana reports to Omar.\n- Mara reports to Kenji.\n- Hana works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Dmitri reports to Hana.\n- Elena reports to Mara.\n- Beacon Insurance was founded in 2013.\n- Vantage Air was founded in 1995.\n- Omar reports to Ingrid.\n- Atlas Freight was founded in 2005.\n- Ingrid works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Atlas Freight is headquartered in Malmo.\n- Ingrid reports to Tobias.\n- Omar works for Atlas Freight.\n- Tobias reports to Elena.\n- Vantage Air is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-22990", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-22991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Chiara reports to Sanne.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor reports to Chiara.\n- Viktor works for Ironwood Manufacturing.\n- Priya works for Vantage Air.\n- Stefan reports to Hana.\n- Ironwood Manufacturing was founded in 1988.\n- Vantage Air was founded in 2010.\n- Beacon Insurance was founded in 1981.\n- Sanne works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Kenji reports to Stefan.\n- Chiara works for Vantage Air.\n- Helios Logistics was founded in 1989.\n- Aisha reports to Sofia.\n- Priya reports to Viktor.\n- Sofia reports to Kenji.\n- Vantage Air is headquartered in Lyon.\n- Leila works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Aisha works for Vantage Air.\n- Helios Logistics is headquartered in Cork.\n- Hana reports to Priya.\n- Sofia works for Ironwood Manufacturing.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-22992", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "control_lights", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-22993", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 11408\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-22994", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8127: employee Aisha S., hired 18 June 2022, separated 20 November 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8127?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-22995", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9379: employee Pablo M., hired 30 September 2022, separated 03 November 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9379?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-22996", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-22997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Anders works for Bluepine Aviation.\n- Nadia works for Vantage Air.\n- Mara works for Vantage Air.\n- Nadia reports to Elena.\n- Hana works for Bluepine Aviation.\n- Mara reports to Jonas.\n- Vantage Air is headquartered in Adelaide.\n- Jonas reports to Ingrid.\n- Deshawn reports to Ravi.\n- Bluepine Aviation was founded in 1997.\n- Meridian Bank is headquartered in Basel.\n- Jonas works for Ironwood Manufacturing.\n- Ravi reports to Hana.\n- Tobias works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Lucia.\n- Vantage Air was founded in 1993.\n- Ravi works for Bluepine Aviation.\n- Anders reports to Mara.\n- Hana reports to Nadia.\n- Ingrid reports to Sanne.\n- Ironwood Manufacturing was founded in 1995.\n- Deshawn works for Bluepine Aviation.\n- Meridian Bank was founded in 2013.\n- Sanne works for Ironwood Manufacturing.\n- Lucia reports to Tobias.\n- Ingrid works for Meridian Bank.\n- Tobias reports to Anders.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-22998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Zoya reports to Ingrid.\n- Hana reports to Aisha.\n- Elena works for Crescent Telecom.\n- Northwind Systems is headquartered in Valencia.\n- Jonas reports to Zoya.\n- Sofia works for Northwind Systems.\n- Emeka works for Meridian Bank.\n- Sofia reports to Sanne.\n- Northwind Systems was founded in 1997.\n- Sanne reports to Tessa.\n- Crescent Telecom is headquartered in Malmo.\n- Cobalt Health was founded in 1995.\n- Jonas works for Meridian Bank.\n- Priya works for Crescent Telecom.\n- Hana works for Meridian Bank.\n- Yuki works for Northwind Systems.\n- Crescent Telecom was founded in 2001.\n- Aisha reports to Yuki.\n- Priya reports to Hana.\n- Tessa reports to Jonas.\n- Elena reports to Priya.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Zoya works for Crescent Telecom.\n- Sanne works for Meridian Bank.\n- Aisha works for Northwind Systems.\n- Yuki reports to Emeka.\n- Ingrid reports to Elena.\n- Meridian Bank was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-22999", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7891: employee Amara S., hired 04 March 2022, separated 08 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-7891 under the controlling rules.", "criteria": {"0": "$11,625", "1": "$50,700", "2": "$11,700", "3": "$11,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23000", "family": "intent_v3", "state": "Incoming support message:\n\"Order 44885 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23001", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7901: employee Ravi A., hired 31 January 2020, separated 23 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-7901 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$13,500", "2": "$56,333", "3": "$12,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1980.\n- Viktor works for Vantage Air.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Tessa.\n- Kenji works for Vantage Air.\n- Beacon Insurance is headquartered in Porto.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor reports to Ravi.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Tessa works for Cobalt Health.\n- Tessa reports to Priya.\n- Kenji reports to Zoya.\n- Callum works for Vantage Air.\n- Priya reports to Callum.\n- Priya works for Vantage Air.\n- Beacon Insurance was founded in 2008.\n- Cobalt Health is headquartered in Adelaide.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Elena reports to Kenji.\n- Callum reports to Viktor.\n- Cobalt Health was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23003", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5026: employee Tessa M., hired 15 October 2021, separated 11 January 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5026?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23004", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2718: employee Tessa A., hired 15 January 2024, separated 03 May 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-2718 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$6,750", "2": "$10,385", "3": "$8,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23005", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Anders works for Cobalt Health.\n- Helios Logistics was founded in 2001.\n- Bluepine Aviation is headquartered in Valencia.\n- Pablo reports to Callum.\n- Stefan reports to Yuki.\n- Cobalt Health was founded in 2000.\n- Pablo works for Northwind Systems.\n- Cobalt Health is headquartered in Lyon.\n- Aisha works for Helios Logistics.\n- Northwind Systems is headquartered in Dunedin.\n- Yuki works for Northwind Systems.\n- Yuki reports to Pablo.\n- Mateo works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Helios Logistics is headquartered in Lyon.\n- Sanne works for Bluepine Aviation.\n- Northwind Systems was founded in 2000.\n- Bluepine Aviation was founded in 2015.\n- Aisha reports to Anders.\n- Sanne reports to Mateo.\n- Callum reports to Aisha.\n- Anders reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23007", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1993.\n- Priya works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Helios Logistics was founded in 1987.\n- Beacon Insurance is headquartered in Leeds.\n- Hana works for Ironwood Manufacturing.\n- Kenji reports to Chiara.\n- Hana reports to Dmitri.\n- Cedar Retail Group was founded in 1993.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Helios Logistics is headquartered in Ghent.\n- Sofia reports to Priya.\n- Priya reports to Hana.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1989.\n- Dmitri works for Cedar Retail Group.\n- Kenji works for Beacon Insurance.\n- Chiara reports to Viktor.\n- Sofia works for Ironwood Manufacturing.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Viktor reports to Sofia.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23009", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7877: employee Mateo K., hired 03 October 2023, separated 30 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7877?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23010", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23011", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1986.\n- Felix works for Cobalt Health.\n- Summit Energy is headquartered in Cork.\n- Callum works for Pinnacle Software.\n- Cobalt Health was founded in 1996.\n- Lucia works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Lucia reports to Callum.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Mei.\n- Pinnacle Software was founded in 2010.\n- Leila reports to Hana.\n- Tessa works for Cobalt Health.\n- Callum reports to Felix.\n- Leila works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Hana reports to Tessa.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy was founded in 1976.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa reports to Wren.\n- Felix reports to Elena.\n- Wren works for Pinnacle Software.\n- Mei reports to Leila.\n- Meridian Bank is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Omar.\n- Summit Energy was founded in 2007.\n- Priya works for Helios Logistics.\n- Vantage Air was founded in 1989.\n- Helios Logistics was founded in 2014.\n- Mei works for Helios Logistics.\n- Pinnacle Software was founded in 2007.\n- Stefan reports to Kenji.\n- Summit Energy is headquartered in Tampere.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Yuki works for Vantage Air.\n- Stefan works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Lucia works for Pinnacle Software.\n- Omar reports to Hana.\n- Kenji reports to Yuki.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Hana reports to Priya.\n- Priya reports to Stefan.\n- Lucia reports to Mei.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23014", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 64213 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Sofia.\n- Mei reports to Anders.\n- Yuki works for Helios Logistics.\n- Sofia reports to Ravi.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Felix reports to Mei.\n- Elena reports to Pablo.\n- Elena works for Beacon Insurance.\n- Mei works for Helios Logistics.\n- Amara reports to Yuki.\n- Felix works for Helios Logistics.\n- Tobias reports to Emeka.\n- Crescent Telecom was founded in 1975.\n- Pablo works for Crescent Telecom.\n- Atlas Freight is headquartered in Malmo.\n- Crescent Telecom is headquartered in Porto.\n- Yuki reports to Elena.\n- Atlas Freight was founded in 1990.\n- Helios Logistics is headquartered in Malmo.\n- Tobias works for Helios Logistics.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.\n- Anders works for Helios Logistics.\n- Ravi reports to Amara.\n- Ravi works for Crescent Telecom.\n- Emeka reports to Felix.\n- Pablo reports to Tobias.\n- Callum works for Crescent Telecom.\n- Helios Logistics was founded in 1993.\n- Amara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23016", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23017", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9930: employee Kenji R., hired 27 May 2022, separated 24 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9930?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23018", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 November 2024): For employees hired on or after 24 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8477: employee Bruno T., hired 04 April 2024, separated 25 June 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-8477 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$26,000", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23019", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2231: employee Viktor R., hired 18 April 2024, separated 12 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2231?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23020", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "play_music", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23021", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8210: employee Amara R., hired 11 October 2024, separated 24 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8210?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23022", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23023", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23024", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23025", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 September 2025): For employees hired on or after 01 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1128: employee Sanne A., hired 26 May 2022, separated 19 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1128?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23026", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5656: employee Emeka M., hired 05 May 2023, separated 22 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5656?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Lattice Analytics was founded in 2007.\n- Pablo works for Beacon Insurance.\n- Atlas Freight was founded in 2003.\n- Ravi reports to Wren.\n- Ravi works for Cobalt Health.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 1999.\n- Felix reports to Priya.\n- Priya works for Lattice Analytics.\n- Cobalt Health was founded in 2007.\n- Tessa reports to Ravi.\n- Tessa works for Beacon Insurance.\n- Pablo reports to Mei.\n- Felix works for Lattice Analytics.\n- Mei works for Cobalt Health.\n- Beacon Insurance is headquartered in Adelaide.\n- Priya reports to Pablo.\n- Aisha works for Cobalt Health.\n- Lattice Analytics is headquartered in Malmo.\n- Aisha reports to Felix.\n- Cobalt Health is headquartered in Leeds.\n- Wren reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23028", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23029", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23030", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9632: employee Felix B., hired 13 July 2024, separated 29 November 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9632?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Anders.\n- Chiara works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Pablo works for Fernhill Foods.\n- Crescent Telecom is headquartered in Nagoya.\n- Wren reports to Amara.\n- Nadia reports to Pablo.\n- Omar works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Nadia works for Cedar Retail Group.\n- Bruno reports to Omar.\n- Anders works for Cedar Retail Group.\n- Bruno works for Crescent Telecom.\n- Omar reports to Wren.\n- Helios Logistics is headquartered in Leeds.\n- Pablo reports to Chiara.\n- Anders reports to Bruno.\n- Amara works for Cedar Retail Group.\n- Amara reports to Nadia.\n- Fernhill Foods was founded in 2010.\n- Helios Logistics was founded in 1979.\n- Crescent Telecom was founded in 1980.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1983.\n- Tessa reports to Sofia.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1975", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23032", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23033", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 32502, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23034", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6092: employee Tessa A., hired 09 June 2023, separated 11 May 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-6092 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,375", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23035", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "report_fraud", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Hana.\n- Pinnacle Software is headquartered in Basel.\n- Pablo reports to Sofia.\n- Cedar Retail Group was founded in 2009.\n- Felix reports to Leila.\n- Nadia works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Aisha reports to Priya.\n- Sofia works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Priya works for Cedar Retail Group.\n- Hana works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Pinnacle Software was founded in 1993.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 2011.\n- Cobalt Health is headquartered in Ghent.\n- Hana reports to Felix.\n- Cedar Retail Group is headquartered in Ghent.\n- Sanne reports to Nadia.\n- Priya reports to Dmitri.\n- Pablo works for Pinnacle Software.\n- Aisha works for Fernhill Foods.\n- Dmitri reports to Pablo.\n- Cobalt Health was founded in 2008.\n- Leila reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23037", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23038", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8242: employee Wren T., hired 14 December 2022, separated 12 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8242?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23039", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23040", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "check_status", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23041", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 64853 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "report_damage", "2": "exchange_item", "3": "request_refund", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23042", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "resets credentials", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23044", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5475: employee Jonas M., hired 05 December 2022, separated 15 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5475?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Lattice Analytics was founded in 1992.\n- Mei works for Cobalt Health.\n- Crescent Telecom was founded in 1982.\n- Jonas works for Lattice Analytics.\n- Aisha works for Summit Energy.\n- Felix reports to Lucia.\n- Sanne reports to Hana.\n- Cobalt Health was founded in 1981.\n- Pablo reports to Mei.\n- Callum reports to Aisha.\n- Hana reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Lucia reports to Jonas.\n- Jonas reports to Callum.\n- Dmitri works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Mei reports to Dmitri.\n- Dmitri reports to Felix.\n- Summit Energy was founded in 1998.\n- Cobalt Health is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Nagoya.\n- Sanne works for Summit Energy.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Leila works for Atlas Freight.\n- Yuki reports to Viktor.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Mateo.\n- Anders works for Northwind Systems.\n- Beacon Insurance was founded in 1999.\n- Aisha reports to Anders.\n- Beacon Insurance is headquartered in Bergen.\n- Meridian Bank is headquartered in Austin.\n- Leila reports to Wren.\n- Meridian Bank was founded in 1988.\n- Mateo reports to Amara.\n- Chiara reports to Ingrid.\n- Wren works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Amara reports to Tobias.\n- Amara works for Atlas Freight.\n- Viktor works for Meridian Bank.\n- Ingrid works for Northwind Systems.\n- Anders reports to Bruno.\n- Tobias reports to Chiara.\n- Tobias works for Atlas Freight.\n- Yuki works for Meridian Bank.\n- Northwind Systems was founded in 1980.\n- Northwind Systems is headquartered in Bergen.\n- Mateo works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1996.\n- Ingrid reports to Yuki.\n- Wren reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23047", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23048", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2909: employee Elena K., hired 28 November 2023, separated 09 September 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2909?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23049", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Leila reports to Mei.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 2005.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Cobalt Health is headquartered in Lyon.\n- Viktor works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Lucia reports to Zoya.\n- Lucia works for Cobalt Health.\n- Hana reports to Leila.\n- Mei works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2000.\n- Pinnacle Software is headquartered in Porto.\n- Pablo works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Malmo.\n- Pinnacle Software was founded in 2000.\n- Mei reports to Pablo.\n- Deshawn reports to Viktor.\n- Amara reports to Deshawn.\n- Zoya reports to Hana.\n- Pablo reports to Ingrid.\n- Deshawn works for Cobalt Health.\n- Ingrid reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Northwind Systems is headquartered in Cork.\n- Mara reports to Anders.\n- Crescent Telecom is headquartered in Oslo.\n- Sanne reports to Amara.\n- Amara reports to Hana.\n- Viktor works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Anders reports to Lucia.\n- Nadia reports to Dmitri.\n- Pinnacle Software was founded in 2014.\n- Nadia works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Callum reports to Tobias.\n- Pinnacle Software is headquartered in Tallinn.\n- Sanne works for Summit Energy.\n- Tobias reports to Deshawn.\n- Mara works for Pinnacle Software.\n- Amara works for Summit Energy.\n- Lucia reports to Viktor.\n- Deshawn reports to Mara.\n- Viktor reports to Sanne.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Northwind Systems was founded in 2012.\n- Hana reports to Nadia.\n- Anders works for Northwind Systems.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom was founded in 2015.\n- Summit Energy was founded in 2013.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Jonas reports to Callum.\n- Callum works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Kenji reports to Bruno.\n- Omar works for Northwind Systems.\n- Fernhill Foods is headquartered in Basel.\n- Omar reports to Mateo.\n- Bruno reports to Amara.\n- Amara reports to Anders.\n- Mei reports to Jonas.\n- Kenji works for Cedar Retail Group.\n- Cobalt Health is headquartered in Austin.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1993.\n- Northwind Systems was founded in 2013.\n- Fernhill Foods was founded in 2004.\n- Nadia works for Cobalt Health.\n- Amara works for Northwind Systems.\n- Nadia reports to Mei.\n- Cobalt Health was founded in 1992.\n- Mateo works for Cobalt Health.\n- Mateo reports to Kenji.\n- Cedar Retail Group is headquartered in Malmo.\n- Callum reports to Omar.\n- Northwind Systems is headquartered in Basel.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Nadia works for Crescent Telecom.\n- Bruno reports to Sanne.\n- Hana works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Crescent Telecom is headquartered in Cork.\n- Elena reports to Felix.\n- Crescent Telecom was founded in 1982.\n- Bluepine Aviation was founded in 1998.\n- Sanne reports to Sofia.\n- Beacon Insurance is headquartered in Lyon.\n- Lucia reports to Amara.\n- Felix works for Meridian Bank.\n- Anders reports to Callum.\n- Bruno works for Meridian Bank.\n- Hana reports to Nadia.\n- Nadia reports to Elena.\n- Meridian Bank was founded in 1989.\n- Beacon Insurance was founded in 2005.\n- Anders works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sanne works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Sofia reports to Mei.\n- Lucia works for Bluepine Aviation.\n- Elena works for Beacon Insurance.\n- Mei reports to Hana.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23054", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Beacon Insurance was founded in 2015.\n- Leila works for Bluepine Aviation.\n- Chiara reports to Elena.\n- Pinnacle Software was founded in 2001.\n- Hana works for Bluepine Aviation.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Beacon Insurance is headquartered in Malmo.\n- Elena works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Hana reports to Sanne.\n- Leila reports to Chiara.\n- Sanne works for Ironwood Manufacturing.\n- Wren works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Bergen.\n- Dmitri reports to Leila.\n- Sanne reports to Ravi.\n- Dmitri works for Pinnacle Software.\n- Wren reports to Hana.\n- Ironwood Manufacturing was founded in 2005.\n- Elena reports to Wren.\n- Bluepine Aviation was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2001", "2": "1996", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23056", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1991.\n- Felix reports to Leila.\n- Pablo works for Northwind Systems.\n- Deshawn works for Meridian Bank.\n- Tessa reports to Zoya.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tobias works for Meridian Bank.\n- Northwind Systems is headquartered in Dunedin.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Viktor reports to Deshawn.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2012.\n- Felix works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn reports to Tessa.\n- Amara works for Ironwood Manufacturing.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 2003.\n- Pablo reports to Mara.\n- Beacon Insurance is headquartered in Leeds.\n- Zoya works for Beacon Insurance.\n- Amara reports to Hana.\n- Beacon Insurance was founded in 2001.\n- Aisha reports to Tobias.\n- Zoya reports to Amara.\n- Mara reports to Aisha.\n- Mara works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Tobias reports to Viktor.\n- Leila reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23058", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 March 2023): For employees hired on or after 12 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6252: employee Mara S., hired 02 April 2022, separated 05 September 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-6252 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,885", "2": "$9,087", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23059", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 36947 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23060", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-2 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7010: employee Priya K., hired 20 September 2021, separated 03 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7010?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23061", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1753: employee Tobias S., hired 19 March 2022, separated 18 November 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-1753?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Priya reports to Chiara.\n- Helios Logistics was founded in 1981.\n- Nadia reports to Aisha.\n- Nadia works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Vantage Air is headquartered in Tallinn.\n- Aisha reports to Kenji.\n- Northwind Systems was founded in 1977.\n- Amara reports to Priya.\n- Northwind Systems is headquartered in Porto.\n- Amara works for Vantage Air.\n- Helios Logistics is headquartered in Basel.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Nadia.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air was founded in 1990.\n- Chiara reports to Mateo.\n- Aisha works for Vantage Air.\n- Kenji works for Pinnacle Software.\n- Kenji reports to Viktor.\n- Chiara works for Helios Logistics.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2014", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Cork.\n- Stefan reports to Wren.\n- Cedar Retail Group is headquartered in Turku.\n- Bruno works for Crescent Telecom.\n- Mateo reports to Tobias.\n- Pablo reports to Hana.\n- Dmitri works for Bluepine Aviation.\n- Wren reports to Bruno.\n- Tobias reports to Emeka.\n- Mateo works for Northwind Systems.\n- Crescent Telecom is headquartered in Turku.\n- Crescent Telecom was founded in 1993.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Tobias works for Bluepine Aviation.\n- Sofia reports to Stefan.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Northwind Systems was founded in 2011.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.\n- Hana works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Northwind Systems is headquartered in Cork.\n- Dmitri reports to Felix.\n- Mara reports to Mateo.\n- Hana reports to Sofia.\n- Stefan works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Felix reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23065", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9753: employee Mei K., hired 17 September 2020, separated 18 October 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-9753 under the controlling rules.", "criteria": {"0": "$102,000", "1": "$23,538", "2": "$21,538", "3": "$23,654"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23066", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6426: employee Mara M., hired 06 September 2021, separated 22 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6426?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1995.\n- Viktor works for Cobalt Health.\n- Tessa reports to Mateo.\n- Bluepine Aviation was founded in 1976.\n- Pinnacle Software is headquartered in Porto.\n- Cobalt Health was founded in 1998.\n- Elena works for Bluepine Aviation.\n- Pinnacle Software was founded in 1992.\n- Cobalt Health is headquartered in Bergen.\n- Viktor reports to Tessa.\n- Chiara reports to Nadia.\n- Tessa works for Pinnacle Software.\n- Ingrid reports to Chiara.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Omar.\n- Bluepine Aviation is headquartered in Ghent.\n- Chiara works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Mateo works for Pinnacle Software.\n- Atlas Freight is headquartered in Halifax.\n- Omar reports to Elena.\n- Elena reports to Viktor.\n- Omar works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Dmitri reports to Felix.\n- Viktor reports to Pablo.\n- Pinnacle Software is headquartered in Dunedin.\n- Omar works for Pinnacle Software.\n- Sofia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1992.\n- Pinnacle Software was founded in 1977.\n- Felix works for Pinnacle Software.\n- Dmitri works for Ironwood Manufacturing.\n- Pablo reports to Omar.\n- Pablo works for Northwind Systems.\n- Callum reports to Viktor.\n- Fernhill Foods is headquartered in Lyon.\n- Viktor works for Pinnacle Software.\n- Northwind Systems is headquartered in Lyon.\n- Sofia reports to Deshawn.\n- Deshawn reports to Dmitri.\n- Omar reports to Sofia.\n- Northwind Systems was founded in 1995.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23069", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23070", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Tessa reports to Jonas.\n- Mateo reports to Bruno.\n- Kenji reports to Emeka.\n- Stefan reports to Pablo.\n- Atlas Freight is headquartered in Adelaide.\n- Atlas Freight was founded in 1990.\n- Crescent Telecom was founded in 1977.\n- Anders reports to Hana.\n- Northwind Systems was founded in 1977.\n- Zoya works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Stefan works for Northwind Systems.\n- Pablo reports to Zoya.\n- Northwind Systems is headquartered in Halifax.\n- Mateo works for Crescent Telecom.\n- Jonas reports to Sofia.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Anders.\n- Sofia reports to Mateo.\n- Kenji works for Atlas Freight.\n- Hana works for Cedar Retail Group.\n- Sofia works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Emeka reports to Tessa.\n- Jonas works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Hana reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Omar works for Meridian Bank.\n- Cedar Retail Group was founded in 1979.\n- Summit Energy was founded in 1990.\n- Summit Energy is headquartered in Porto.\n- Jonas reports to Mara.\n- Meridian Bank was founded in 2004.\n- Crescent Telecom is headquartered in Cork.\n- Bruno works for Summit Energy.\n- Dmitri reports to Pablo.\n- Dmitri works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Zoya reports to Omar.\n- Deshawn reports to Dmitri.\n- Mara reports to Leila.\n- Meridian Bank is headquartered in Porto.\n- Jonas works for Crescent Telecom.\n- Bruno reports to Deshawn.\n- Cedar Retail Group is headquartered in Porto.\n- Omar reports to Lucia.\n- Leila reports to Bruno.\n- Crescent Telecom was founded in 1993.\n- Lucia works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Mara works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Pablo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23073", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9576: employee Anders S., hired 27 September 2023, separated 11 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9576?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23074", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4289: employee Jonas A., hired 29 September 2022, separated 07 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-4289 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$7,399", "2": "$45,000", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23075", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 October 2022): For employees hired on or after 18 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4233: employee Bruno M., hired 19 April 2021, separated 31 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4233?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23076", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 1978.\n- Wren works for Helios Logistics.\n- Kenji reports to Wren.\n- Dmitri reports to Aisha.\n- Sofia reports to Kenji.\n- Helios Logistics is headquartered in Brno.\n- Helios Logistics was founded in 1979.\n- Hana reports to Sanne.\n- Aisha reports to Mei.\n- Aisha works for Lattice Analytics.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Wren reports to Hana.\n- Tessa reports to Sofia.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Sanne reports to Jonas.\n- Ironwood Manufacturing was founded in 1979.\n- Tessa works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Cedar Retail Group was founded in 1981.\n- Mei reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23078", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23079", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4979: employee Nadia M., hired 01 January 2021, separated 24 June 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-4979 under the controlling rules.", "criteria": {"0": "$21,900", "1": "$22,500", "2": "$97,067", "3": "$22,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23080", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 12326 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23081", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4693: employee Yuki S., hired 08 March 2022, separated 09 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4693?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23082", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23083", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9711: employee Sofia A., hired 19 December 2021, separated 15 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9711?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Northwind Systems was founded in 2003.\n- Ravi reports to Stefan.\n- Summit Energy was founded in 2009.\n- Mara works for Ironwood Manufacturing.\n- Chiara works for Northwind Systems.\n- Callum reports to Deshawn.\n- Summit Energy is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Basel.\n- Aisha reports to Mara.\n- Northwind Systems is headquartered in Austin.\n- Callum works for Northwind Systems.\n- Aisha works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Stefan reports to Callum.\n- Mara reports to Ravi.\n- Chiara reports to Emeka.\n- Fernhill Foods was founded in 1984.\n- Ironwood Manufacturing was founded in 1999.\n- Emeka works for Fernhill Foods.\n- Stefan works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Turku.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23085", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 December 2022): For employees hired on or after 08 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5238: employee Tessa M., hired 13 May 2019, separated 03 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5238?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23086", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23087", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23088", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 2003.\n- Sofia works for Atlas Freight.\n- Sofia reports to Viktor.\n- Mateo works for Atlas Freight.\n- Leila works for Lattice Analytics.\n- Atlas Freight is headquartered in Brno.\n- Priya reports to Leila.\n- Jonas works for Fernhill Foods.\n- Leila reports to Mateo.\n- Atlas Freight was founded in 1984.\n- Tobias reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Sofia.\n- Pinnacle Software was founded in 1988.\n- Viktor reports to Jonas.\n- Mateo reports to Tobias.\n- Viktor works for Atlas Freight.\n- Fernhill Foods is headquartered in Lyon.\n- Pinnacle Software is headquartered in Leeds.\n- Tobias works for Lattice Analytics.\n- Fernhill Foods was founded in 2008.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23090", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Porto.\n- Dmitri reports to Priya.\n- Stefan works for Helios Logistics.\n- Leila reports to Dmitri.\n- Leila works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Cork.\n- Nadia works for Helios Logistics.\n- Nadia reports to Leila.\n- Cedar Retail Group was founded in 2007.\n- Tessa works for Bluepine Aviation.\n- Chiara works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Priya reports to Omar.\n- Wren reports to Chiara.\n- Stefan reports to Nadia.\n- Ironwood Manufacturing was founded in 2003.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Amara reports to Stefan.\n- Chiara reports to Amara.\n- Helios Logistics was founded in 1997.\n- Omar reports to Tessa.\n- Bluepine Aviation was founded in 1984.\n- Ironwood Manufacturing is headquartered in Porto.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23093", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 23612\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23094", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2103: employee Callum T., hired 20 October 2024, separated 28 December 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2103?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23095", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2173: employee Sanne K., hired 29 September 2020, separated 31 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2173?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2173 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Amara.\n- Callum works for Fernhill Foods.\n- Anders works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Amara reports to Hana.\n- Mei reports to Yuki.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Stefan works for Bluepine Aviation.\n- Tobias reports to Chiara.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods was founded in 2010.\n- Sofia reports to Stefan.\n- Chiara reports to Mara.\n- Yuki works for Bluepine Aviation.\n- Hana works for Northwind Systems.\n- Amara works for Fernhill Foods.\n- Anders reports to Mei.\n- Tobias works for Fernhill Foods.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Sanne reports to Callum.\n- Callum reports to Sofia.\n- Mara reports to Sanne.\n- Northwind Systems was founded in 2014.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Chiara works for Fernhill Foods.\n- Yuki reports to Tobias.\n- Crescent Telecom was founded in 2003.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2011", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23097", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23098", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23100", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Leila reports to Hana.\n- Cobalt Health was founded in 2000.\n- Pinnacle Software is headquartered in Dunedin.\n- Bruno works for Cobalt Health.\n- Summit Energy was founded in 1993.\n- Tessa works for Cedar Retail Group.\n- Emeka works for Summit Energy.\n- Felix reports to Chiara.\n- Priya reports to Bruno.\n- Emeka reports to Leila.\n- Mateo works for Cobalt Health.\n- Kenji reports to Tessa.\n- Cobalt Health is headquartered in Lyon.\n- Hana reports to Mateo.\n- Bruno reports to Kenji.\n- Sofia works for Pinnacle Software.\n- Leila works for Cedar Retail Group.\n- Pablo reports to Emeka.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Chiara reports to Pablo.\n- Felix works for Cedar Retail Group.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Cedar Retail Group was founded in 1998.\n- Pablo works for Cobalt Health.\n- Kenji works for Pinnacle Software.\n- Sofia reports to Priya.\n- Tessa reports to Felix.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23102", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23103", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8782: employee Tessa S., hired 28 October 2022, separated 17 March 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-8782 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$4,000", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23104", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Basel.\n- Lattice Analytics was founded in 1980.\n- Callum works for Fernhill Foods.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Kenji works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Viktor reports to Callum.\n- Helios Logistics was founded in 2011.\n- Pablo works for Vantage Air.\n- Viktor works for Helios Logistics.\n- Priya works for Fernhill Foods.\n- Kenji reports to Lucia.\n- Deshawn reports to Pablo.\n- Tessa reports to Emeka.\n- Priya reports to Deshawn.\n- Deshawn works for Fernhill Foods.\n- Vantage Air was founded in 1979.\n- Lucia works for Vantage Air.\n- Pablo reports to Tessa.\n- Vantage Air is headquartered in Adelaide.\n- Fernhill Foods was founded in 1984.\n- Emeka works for Vantage Air.\n- Lattice Analytics is headquartered in Basel.\n- Lucia reports to Sanne.\n- Emeka reports to Viktor.\n- Callum reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23106", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23107", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23108", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Yuki.\n- Fernhill Foods is headquartered in Bergen.\n- Pablo works for Cobalt Health.\n- Ingrid works for Atlas Freight.\n- Stefan reports to Amara.\n- Mateo reports to Sofia.\n- Yuki reports to Stefan.\n- Yuki works for Northwind Systems.\n- Ingrid reports to Mateo.\n- Hana reports to Emeka.\n- Emeka works for Atlas Freight.\n- Cobalt Health is headquartered in Malmo.\n- Northwind Systems was founded in 1993.\n- Atlas Freight is headquartered in Austin.\n- Stefan works for Northwind Systems.\n- Omar reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Priya reports to Deshawn.\n- Cobalt Health was founded in 2005.\n- Omar works for Atlas Freight.\n- Fernhill Foods was founded in 1992.\n- Deshawn reports to Pablo.\n- Deshawn works for Northwind Systems.\n- Priya works for Atlas Freight.\n- Sofia works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Amara works for Fernhill Foods.\n- Sofia reports to Hana.\n- Atlas Freight was founded in 1980.\n- Amara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23110", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23111", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7080: employee Felix T., hired 20 November 2020, separated 12 May 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7080?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23112", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1575: employee Zoya R., hired 24 August 2023, separated 30 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-1575?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23113", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2710: employee Lucia A., hired 13 March 2023, separated 29 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2710?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23114", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 December 2022): For employees hired on or after 24 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5068: employee Mara K., hired 10 December 2019, separated 06 June 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5068?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23115", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2037: employee Sanne S., hired 11 June 2022, separated 08 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2037?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23116", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23117", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ravi.\n- Beacon Insurance was founded in 2008.\n- Stefan reports to Lucia.\n- Cedar Retail Group was founded in 1992.\n- Aisha works for Pinnacle Software.\n- Ravi reports to Bruno.\n- Pinnacle Software is headquartered in Bergen.\n- Mei reports to Jonas.\n- Cobalt Health was founded in 2008.\n- Lucia reports to Hana.\n- Bruno works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Aisha reports to Stefan.\n- Bruno reports to Tessa.\n- Kenji reports to Aisha.\n- Kenji works for Cedar Retail Group.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Brno.\n- Chiara works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Ravi works for Pinnacle Software.\n- Tessa reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Tessa works for Beacon Insurance.\n- Mei works for Pinnacle Software.\n- Jonas reports to Kenji.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Chiara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2006", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Viktor reports to Mei.\n- Meridian Bank is headquartered in Porto.\n- Viktor works for Summit Energy.\n- Lucia works for Lattice Analytics.\n- Callum reports to Felix.\n- Callum works for Summit Energy.\n- Mei works for Fernhill Foods.\n- Felix reports to Viktor.\n- Fernhill Foods was founded in 1992.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 2001.\n- Summit Energy was founded in 1996.\n- Meridian Bank was founded in 1985.\n- Felix works for Fernhill Foods.\n- Sofia reports to Mateo.\n- Priya works for Meridian Bank.\n- Mateo reports to Lucia.\n- Sofia works for Fernhill Foods.\n- Priya reports to Callum.\n- Fernhill Foods is headquartered in Basel.\n- Mei reports to Sofia.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23120", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-3 (VERSION 6, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5198: employee Ravi S., hired 21 June 2021, separated 06 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5198?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23121", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1579: employee Amara K., hired 16 January 2024, separated 11 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1579?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23122", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6649: employee Sofia S., hired 08 December 2020, separated 20 October 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6649?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23123", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "file_claim", "4": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23124", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23125", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23126", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2304: employee Jonas K., hired 05 March 2021, separated 03 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2304?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Priya reports to Ravi.\n- Stefan reports to Nadia.\n- Kenji reports to Lucia.\n- Nadia works for Summit Energy.\n- Northwind Systems was founded in 1997.\n- Summit Energy is headquartered in Valencia.\n- Omar reports to Priya.\n- Zoya works for Northwind Systems.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Omar works for Summit Energy.\n- Lucia reports to Stefan.\n- Lucia works for Crescent Telecom.\n- Priya works for Summit Energy.\n- Pinnacle Software is headquartered in Malmo.\n- Zoya reports to Omar.\n- Northwind Systems is headquartered in Turku.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Kenji.\n- Summit Energy was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23128", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23129", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2212: employee Kenji K., hired 03 August 2023, separated 02 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2212?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Sofia works for Atlas Freight.\n- Northwind Systems is headquartered in Austin.\n- Tobias works for Ironwood Manufacturing.\n- Sanne reports to Viktor.\n- Wren works for Bluepine Aviation.\n- Amara reports to Zoya.\n- Amara works for Atlas Freight.\n- Wren reports to Yuki.\n- Ironwood Manufacturing was founded in 2004.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2006.\n- Stefan works for Bluepine Aviation.\n- Bruno works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1988.\n- Sofia reports to Bruno.\n- Zoya works for Atlas Freight.\n- Tessa works for Ironwood Manufacturing.\n- Mara reports to Sanne.\n- Atlas Freight is headquartered in Cork.\n- Stefan reports to Wren.\n- Tobias reports to Amara.\n- Atlas Freight was founded in 2008.\n- Sanne works for Northwind Systems.\n- Viktor reports to Stefan.\n- Yuki works for Bluepine Aviation.\n- Yuki reports to Sofia.\n- Zoya reports to Tessa.\n- Mara works for Ironwood Manufacturing.\n- Tessa reports to Mara.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Callum reports to Mei.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Vantage Air.\n- Felix works for Cedar Retail Group.\n- Mei reports to Pablo.\n- Pablo works for Vantage Air.\n- Wren reports to Jonas.\n- Atlas Freight is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Leeds.\n- Atlas Freight was founded in 2010.\n- Tessa reports to Deshawn.\n- Tessa works for Atlas Freight.\n- Priya works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Jonas reports to Kenji.\n- Priya reports to Emeka.\n- Bluepine Aviation was founded in 2011.\n- Vantage Air was founded in 1982.\n- Kenji works for Bluepine Aviation.\n- Vantage Air is headquartered in Brno.\n- Cedar Retail Group was founded in 1992.\n- Bruno reports to Felix.\n- Deshawn reports to Wren.\n- Bruno works for Vantage Air.\n- Jonas works for Vantage Air.\n- Pablo reports to Tessa.\n- Kenji reports to Bruno.\n- Felix reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23132", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23133", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Priya.\n- Aisha reports to Sofia.\n- Mateo works for Pinnacle Software.\n- Omar works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Pinnacle Software was founded in 1994.\n- Lucia reports to Mei.\n- Lattice Analytics is headquartered in Brno.\n- Sofia reports to Mara.\n- Cobalt Health is headquartered in Turku.\n- Mei reports to Zoya.\n- Elena reports to Omar.\n- Cedar Retail Group was founded in 2005.\n- Mei works for Cobalt Health.\n- Pinnacle Software is headquartered in Brno.\n- Cedar Retail Group is headquartered in Turku.\n- Mara works for Lattice Analytics.\n- Lucia works for Cobalt Health.\n- Lattice Analytics was founded in 1986.\n- Zoya reports to Mateo.\n- Cobalt Health was founded in 2008.\n- Sofia works for Cedar Retail Group.\n- Priya reports to Lucia.\n- Elena works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Mara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23135", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23136", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6798: employee Anders M., hired 01 August 2022, separated 29 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6798?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23137", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6287: employee Wren T., hired 08 February 2021, separated 18 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6287?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23138", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 71489 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23139", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6880: employee Leila S., hired 21 September 2022, separated 15 August 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-6880 under the controlling rules.", "criteria": {"0": "$7,200", "1": "$7,250", "2": "$5,200", "3": "$31,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Pablo reports to Omar.\n- Jonas reports to Leila.\n- Omar reports to Viktor.\n- Ravi reports to Amara.\n- Viktor reports to Anders.\n- Atlas Freight was founded in 2014.\n- Dmitri works for Beacon Insurance.\n- Jonas works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Pablo works for Beacon Insurance.\n- Hana works for Cedar Retail Group.\n- Dmitri reports to Hana.\n- Bluepine Aviation is headquartered in Lyon.\n- Hana reports to Jonas.\n- Stefan reports to Ravi.\n- Atlas Freight is headquartered in Basel.\n- Viktor works for Beacon Insurance.\n- Amara works for Cedar Retail Group.\n- Felix works for Atlas Freight.\n- Anders works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.\n- Felix reports to Pablo.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.\n- Omar works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Turku.\n- Leila reports to Felix.\n- Anders reports to Stefan.\n- Cedar Retail Group was founded in 1995.\n- Beacon Insurance is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23141", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1976.\n- Amara reports to Nadia.\n- Nadia reports to Emeka.\n- Jonas works for Meridian Bank.\n- Summit Energy is headquartered in Ghent.\n- Jonas reports to Elena.\n- Amara works for Summit Energy.\n- Mateo works for Helios Logistics.\n- Pinnacle Software is headquartered in Ghent.\n- Yuki reports to Mateo.\n- Elena reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Meridian Bank is headquartered in Tallinn.\n- Mateo reports to Amara.\n- Helios Logistics was founded in 1990.\n- Helios Logistics is headquartered in Ghent.\n- Summit Energy was founded in 1978.\n- Nadia works for Helios Logistics.\n- Callum works for Pinnacle Software.\n- Emeka works for Summit Energy.\n- Elena works for Summit Energy.\n- Callum reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23143", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5706: employee Wren A., hired 06 September 2020, separated 22 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5706?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23144", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2004.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Sanne works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Valencia.\n- Bluepine Aviation was founded in 1976.\n- Sanne reports to Hana.\n- Ingrid works for Crescent Telecom.\n- Tessa reports to Mateo.\n- Helios Logistics was founded in 1986.\n- Hana reports to Ingrid.\n- Tessa works for Meridian Bank.\n- Bluepine Aviation is headquartered in Bergen.\n- Elena works for Meridian Bank.\n- Tobias reports to Sanne.\n- Mara reports to Zoya.\n- Crescent Telecom was founded in 1976.\n- Meridian Bank is headquartered in Austin.\n- Mateo works for Meridian Bank.\n- Tobias works for Crescent Telecom.\n- Hana works for Helios Logistics.\n- Mateo reports to Elena.\n- Mara works for Crescent Telecom.\n- Elena reports to Mara.\n- Dmitri reports to Tobias.\n- Zoya reports to Dmitri.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23146", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6055: employee Mara A., hired 23 May 2020, separated 21 September 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6055?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23147", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Jonas reports to Kenji.\n- Callum reports to Dmitri.\n- Kenji reports to Tobias.\n- Vantage Air was founded in 1975.\n- Zoya reports to Nadia.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Vantage Air is headquartered in Halifax.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Fernhill Foods is headquartered in Malmo.\n- Tobias reports to Aisha.\n- Nadia works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Summit Energy was founded in 1979.\n- Tobias works for Vantage Air.\n- Nadia reports to Tessa.\n- Aisha reports to Wren.\n- Tessa works for Fernhill Foods.\n- Dmitri reports to Zoya.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing was founded in 1982.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2011.\n- Kenji works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23149", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23150", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8241: employee Bruno A., hired 29 May 2023, separated 20 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8241?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23151", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7551: employee Tobias T., hired 19 January 2022, separated 03 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7551?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23152", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4987: employee Tessa K., hired 20 May 2024, separated 07 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4987?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4987 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23153", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1977.\n- Helios Logistics was founded in 2009.\n- Elena works for Meridian Bank.\n- Jonas reports to Elena.\n- Northwind Systems was founded in 1984.\n- Aisha reports to Felix.\n- Jonas works for Northwind Systems.\n- Pablo works for Meridian Bank.\n- Felix reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Ingrid works for Meridian Bank.\n- Pablo reports to Lucia.\n- Anders works for Vantage Air.\n- Lucia works for Helios Logistics.\n- Vantage Air was founded in 1995.\n- Felix works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Ingrid reports to Anders.\n- Elena reports to Aisha.\n- Northwind Systems is headquartered in Valencia.\n- Lucia reports to Jonas.\n- Helios Logistics is headquartered in Porto.\n- Aisha works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Pablo.\n- Sofia works for Crescent Telecom.\n- Amara reports to Zoya.\n- Cedar Retail Group is headquartered in Porto.\n- Sanne reports to Sofia.\n- Cedar Retail Group was founded in 2010.\n- Zoya works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Sanne works for Cedar Retail Group.\n- Sofia reports to Tessa.\n- Beacon Insurance is headquartered in Porto.\n- Yuki works for Beacon Insurance.\n- Mateo reports to Kenji.\n- Mateo works for Meridian Bank.\n- Kenji works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Porto.\n- Dmitri reports to Viktor.\n- Callum reports to Amara.\n- Zoya reports to Sanne.\n- Pablo works for Crescent Telecom.\n- Tessa reports to Mateo.\n- Kenji reports to Yuki.\n- Meridian Bank is headquartered in Turku.\n- Tessa works for Beacon Insurance.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom was founded in 1997.\n- Meridian Bank was founded in 1996.\n- Viktor reports to Callum.\n- Beacon Insurance was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23156", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23157", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6668: employee Tessa A., hired 05 September 2023, separated 19 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6668?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23158", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mara.\n- Cobalt Health is headquartered in Cork.\n- Wren works for Lattice Analytics.\n- Stefan reports to Emeka.\n- Deshawn works for Atlas Freight.\n- Cobalt Health was founded in 1991.\n- Stefan works for Atlas Freight.\n- Mei works for Cobalt Health.\n- Elena works for Atlas Freight.\n- Wren reports to Elena.\n- Emeka reports to Wren.\n- Deshawn reports to Mei.\n- Zoya works for Fernhill Foods.\n- Pablo works for Lattice Analytics.\n- Fernhill Foods was founded in 1976.\n- Mara reports to Pablo.\n- Ravi works for Lattice Analytics.\n- Pablo reports to Stefan.\n- Emeka works for Cobalt Health.\n- Ravi reports to Deshawn.\n- Atlas Freight is headquartered in Cork.\n- Fernhill Foods is headquartered in Cork.\n- Elena reports to Zoya.\n- Mara works for Cobalt Health.\n- Atlas Freight was founded in 1989.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Tobias reports to Chiara.\n- Emeka works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Emeka reports to Ravi.\n- Tobias works for Cobalt Health.\n- Stefan reports to Priya.\n- Atlas Freight was founded in 1976.\n- Leila works for Atlas Freight.\n- Leila reports to Viktor.\n- Sofia works for Summit Energy.\n- Cobalt Health is headquartered in Tallinn.\n- Summit Energy was founded in 2015.\n- Fernhill Foods is headquartered in Tallinn.\n- Ravi works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Stefan works for Summit Energy.\n- Viktor reports to Emeka.\n- Wren works for Summit Energy.\n- Wren reports to Stefan.\n- Fernhill Foods was founded in 1976.\n- Chiara reports to Leila.\n- Viktor works for Summit Energy.\n- Priya reports to Sofia.\n- Chiara works for Fernhill Foods.\n- Atlas Freight is headquartered in Tallinn.\n- Cobalt Health was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Yuki.\n- Kenji works for Atlas Freight.\n- Sofia reports to Kenji.\n- Helios Logistics is headquartered in Bergen.\n- Atlas Freight is headquartered in Adelaide.\n- Vantage Air was founded in 1984.\n- Yuki works for Vantage Air.\n- Elena works for Vantage Air.\n- Hana works for Atlas Freight.\n- Fernhill Foods is headquartered in Porto.\n- Stefan reports to Chiara.\n- Sofia works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Bruno works for Helios Logistics.\n- Bruno reports to Elena.\n- Kenji reports to Bruno.\n- Hana reports to Sofia.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 2000.\n- Fernhill Foods was founded in 2008.\n- Chiara reports to Hana.\n- Vantage Air is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1998", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23162", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23163", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mei.\n- Stefan works for Meridian Bank.\n- Crescent Telecom is headquartered in Adelaide.\n- Meridian Bank was founded in 1977.\n- Chiara works for Ironwood Manufacturing.\n- Mara works for Crescent Telecom.\n- Deshawn reports to Anders.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1995.\n- Chiara reports to Stefan.\n- Mateo reports to Chiara.\n- Sofia works for Crescent Telecom.\n- Nadia reports to Callum.\n- Mei works for Meridian Bank.\n- Mateo works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2015.\n- Bluepine Aviation is headquartered in Nagoya.\n- Anders reports to Mara.\n- Anders works for Bluepine Aviation.\n- Mei reports to Sofia.\n- Nadia works for Meridian Bank.\n- Crescent Telecom was founded in 2009.\n- Deshawn works for Bluepine Aviation.\n- Stefan reports to Nadia.\n- Meridian Bank is headquartered in Brno.\n- Callum reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23165", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Northwind Systems.\n- Jonas works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Pablo reports to Wren.\n- Mateo reports to Pablo.\n- Priya reports to Mateo.\n- Bluepine Aviation was founded in 2004.\n- Pinnacle Software is headquartered in Dunedin.\n- Priya works for Northwind Systems.\n- Omar works for Bluepine Aviation.\n- Felix reports to Priya.\n- Atlas Freight was founded in 1989.\n- Pinnacle Software was founded in 2015.\n- Northwind Systems was founded in 2012.\n- Northwind Systems is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar reports to Felix.\n- Pablo works for Northwind Systems.\n- Chiara reports to Jonas.\n- Chiara works for Atlas Freight.\n- Wren reports to Chiara.\n- Felix works for Pinnacle Software.\n- Atlas Freight is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23167", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7644: employee Yuki T., hired 21 January 2022, separated 09 February 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7644?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23168", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 January 2023): For employees hired on or after 14 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7701: employee Kenji K., hired 26 July 2020, separated 30 May 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-7701?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23169", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23170", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23171", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23172", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7098: employee Omar K., hired 18 April 2021, separated 23 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7098?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23173", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7460: employee Emeka A., hired 24 May 2020, separated 27 December 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7460?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mara.\n- Amara reports to Zoya.\n- Felix reports to Sofia.\n- Fernhill Foods was founded in 1983.\n- Pinnacle Software is headquartered in Valencia.\n- Amara works for Lattice Analytics.\n- Sofia reports to Tessa.\n- Anders works for Fernhill Foods.\n- Pinnacle Software was founded in 1983.\n- Zoya works for Fernhill Foods.\n- Lucia works for Meridian Bank.\n- Lattice Analytics is headquartered in Bergen.\n- Sofia works for Pinnacle Software.\n- Anders reports to Lucia.\n- Felix works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Zoya reports to Felix.\n- Fernhill Foods is headquartered in Bergen.\n- Mara works for Pinnacle Software.\n- Tessa works for Fernhill Foods.\n- Mara reports to Anders.\n- Meridian Bank is headquartered in Halifax.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23175", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23176", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2007.\n- Anders reports to Deshawn.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Tallinn.\n- Priya works for Vantage Air.\n- Bruno works for Bluepine Aviation.\n- Helios Logistics is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2008.\n- Deshawn works for Vantage Air.\n- Mateo reports to Wren.\n- Cedar Retail Group is headquartered in Leeds.\n- Aisha reports to Priya.\n- Aisha works for Bluepine Aviation.\n- Hana works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Wren works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2006.\n- Anders works for Helios Logistics.\n- Hana reports to Chiara.\n- Vantage Air was founded in 1987.\n- Bruno reports to Mateo.\n- Omar reports to Anders.\n- Wren reports to Omar.\n- Chiara works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Chiara reports to Bruno.\n- Priya reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23178", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Tallinn.\n- Helios Logistics was founded in 1976.\n- Felix reports to Priya.\n- Zoya works for Helios Logistics.\n- Hana works for Fernhill Foods.\n- Zoya reports to Mateo.\n- Fernhill Foods is headquartered in Tallinn.\n- Pinnacle Software was founded in 2013.\n- Viktor works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Mara reports to Hana.\n- Pinnacle Software is headquartered in Valencia.\n- Viktor reports to Felix.\n- Wren works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Hana reports to Wren.\n- Mateo reports to Mara.\n- Felix works for Crescent Telecom.\n- Mara works for Helios Logistics.\n- Wren reports to Viktor.\n- Crescent Telecom was founded in 2014.\n- Fernhill Foods was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23180", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 71109 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2011.\n- Lucia works for Cobalt Health.\n- Crescent Telecom was founded in 1984.\n- Amara works for Cedar Retail Group.\n- Sanne works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Bruno works for Fernhill Foods.\n- Ravi works for Cobalt Health.\n- Cedar Retail Group was founded in 1988.\n- Cobalt Health is headquartered in Basel.\n- Emeka reports to Amara.\n- Ravi reports to Sanne.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Porto.\n- Bruno reports to Yuki.\n- Sanne reports to Priya.\n- Yuki works for Cedar Retail Group.\n- Lucia reports to Ravi.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods was founded in 1986.\n- Yuki reports to Emeka.\n- Amara reports to Lucia.\n- Priya reports to Pablo.\n- Pablo works for Crescent Telecom.\n- Jonas reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mara.\n- Emeka reports to Jonas.\n- Helios Logistics was founded in 1978.\n- Tobias works for Lattice Analytics.\n- Mei reports to Aisha.\n- Crescent Telecom is headquartered in Basel.\n- Tessa works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Tessa reports to Chiara.\n- Viktor works for Helios Logistics.\n- Atlas Freight was founded in 2014.\n- Jonas reports to Tessa.\n- Mei works for Crescent Telecom.\n- Chiara works for Helios Logistics.\n- Mateo works for Atlas Freight.\n- Aisha works for Helios Logistics.\n- Emeka works for Lattice Analytics.\n- Crescent Telecom was founded in 1987.\n- Zoya works for Crescent Telecom.\n- Mateo reports to Callum.\n- Callum reports to Emeka.\n- Zoya reports to Mateo.\n- Mara reports to Zoya.\n- Atlas Freight is headquartered in Oslo.\n- Tobias reports to Viktor.\n- Chiara reports to Mei.\n- Callum works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.\n- Helios Logistics is headquartered in Basel.\n- Lattice Analytics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1970", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23183", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6344: employee Aisha S., hired 21 November 2022, separated 12 October 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-6344 under the controlling rules.", "criteria": {"0": "$5,938", "1": "$6,000", "2": "$26,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23184", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23185", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "book_flight", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23186", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23187", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy", "4": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23188", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1621: employee Pablo M., hired 26 July 2022, separated 12 June 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1621?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23189", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 69519\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23190", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23191", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9112: employee Amara K., hired 04 December 2023, separated 16 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9112?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Dmitri.\n- Dmitri works for Summit Energy.\n- Viktor reports to Pablo.\n- Crescent Telecom is headquartered in Leeds.\n- Viktor works for Beacon Insurance.\n- Yuki reports to Bruno.\n- Bruno reports to Mateo.\n- Aisha reports to Yuki.\n- Yuki works for Summit Energy.\n- Mateo reports to Viktor.\n- Mateo works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2001.\n- Pablo works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bruno works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1976.\n- Summit Energy is headquartered in Leeds.\n- Crescent Telecom was founded in 2007.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy was founded in 1986.\n- Aisha works for Ironwood Manufacturing.\n- Lucia reports to Aisha.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23193", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5220: employee Yuki S., hired 07 March 2024, separated 14 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5220?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23194", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 December 2025): For employees hired on or after 16 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4419: employee Ingrid R., hired 20 March 2023, separated 23 January 2027 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4419?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lattice Analytics was founded in 2004.\n- Nadia reports to Sanne.\n- Chiara reports to Hana.\n- Mara works for Ironwood Manufacturing.\n- Stefan works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Leila reports to Nadia.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Nadia works for Northwind Systems.\n- Stefan reports to Leila.\n- Northwind Systems was founded in 1980.\n- Tobias works for Northwind Systems.\n- Hana works for Lattice Analytics.\n- Atlas Freight was founded in 1977.\n- Northwind Systems is headquartered in Oslo.\n- Chiara works for Lattice Analytics.\n- Sanne reports to Chiara.\n- Tobias reports to Stefan.\n- Atlas Freight is headquartered in Valencia.\n- Lattice Analytics is headquartered in Lyon.\n- Mara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1975", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1984.\n- Beacon Insurance was founded in 1992.\n- Mateo reports to Zoya.\n- Fernhill Foods was founded in 2003.\n- Nadia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Porto.\n- Fernhill Foods is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1990.\n- Ingrid works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Nadia reports to Sanne.\n- Zoya reports to Nadia.\n- Deshawn reports to Anders.\n- Ingrid reports to Deshawn.\n- Mara works for Fernhill Foods.\n- Mateo works for Atlas Freight.\n- Sanne works for Cedar Retail Group.\n- Mara reports to Mateo.\n- Zoya works for Cedar Retail Group.\n- Deshawn works for Atlas Freight.\n- Anders reports to Mara.\n- Beacon Insurance is headquartered in Brno.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23197", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9831: employee Ravi K., hired 01 January 2022, separated 31 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2026-9831 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$17,333", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Turku.\n- Bruno works for Cobalt Health.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Nadia.\n- Lucia works for Cobalt Health.\n- Deshawn works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Hana reports to Emeka.\n- Tessa reports to Aisha.\n- Deshawn reports to Hana.\n- Lucia reports to Tessa.\n- Cobalt Health was founded in 2013.\n- Bruno reports to Deshawn.\n- Summit Energy was founded in 1975.\n- Ironwood Manufacturing was founded in 1980.\n- Cobalt Health is headquartered in Malmo.\n- Mara reports to Bruno.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Mara.\n- Yuki reports to Lucia.\n- Yuki works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2009.\n- Summit Energy is headquartered in Valencia.\n- Nadia works for Cobalt Health.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23199", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1781: employee Kenji R., hired 20 November 2021, separated 20 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1781?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23200", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6802: employee Sanne M., hired 03 January 2022, separated 30 August 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-6802 under the controlling rules.", "criteria": {"0": "$9,250", "1": "$39,867", "2": "$9,200", "3": "$10,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23201", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 October 2025): For employees hired on or after 20 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3653: employee Pablo M., hired 25 December 2023, separated 28 July 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3653?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23202", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4528: employee Felix S., hired 18 June 2024, separated 08 September 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4528?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23203", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23204", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 November 2022): For employees hired on or after 26 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2786: employee Sanne K., hired 10 February 2019, separated 06 May 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2786?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Tobias reports to Omar.\n- Sofia works for Ironwood Manufacturing.\n- Mara reports to Tessa.\n- Sofia reports to Leila.\n- Deshawn works for Ironwood Manufacturing.\n- Dmitri reports to Kenji.\n- Tessa works for Pinnacle Software.\n- Omar works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.\n- Pablo works for Lattice Analytics.\n- Leila works for Pinnacle Software.\n- Tessa reports to Deshawn.\n- Lattice Analytics is headquartered in Brno.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Valencia.\n- Tobias works for Bluepine Aviation.\n- Leila reports to Dmitri.\n- Ironwood Manufacturing was founded in 2003.\n- Mara works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2003.\n- Pablo reports to Mara.\n- Bluepine Aviation was founded in 1995.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Omar reports to Pablo.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23206", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 72005 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23207", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23208", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23209", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23210", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23211", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1650: employee Elena B., hired 28 July 2022, separated 10 September 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-1650 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$28,167", "2": "$6,562", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23212", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23213", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9164: employee Nadia M., hired 07 June 2021, separated 14 August 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9164?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Sofia reports to Mei.\n- Sofia works for Meridian Bank.\n- Emeka works for Cobalt Health.\n- Northwind Systems was founded in 1982.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tampere.\n- Elena reports to Pablo.\n- Mei reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Aisha works for Meridian Bank.\n- Jonas reports to Ingrid.\n- Dmitri works for Bluepine Aviation.\n- Pablo reports to Sofia.\n- Meridian Bank was founded in 1996.\n- Dmitri reports to Emeka.\n- Jonas works for Meridian Bank.\n- Bruno reports to Kenji.\n- Chiara reports to Bruno.\n- Bruno works for Cobalt Health.\n- Kenji reports to Jonas.\n- Ingrid reports to Dmitri.\n- Mei works for Northwind Systems.\n- Elena works for Cobalt Health.\n- Northwind Systems is headquartered in Austin.\n- Cobalt Health was founded in 2010.\n- Cobalt Health is headquartered in Tampere.\n- Aisha reports to Chiara.\n- Bluepine Aviation was founded in 1998.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23215", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2002.\n- Pablo reports to Ravi.\n- Dmitri reports to Elena.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ravi works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Sofia reports to Zoya.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Elena works for Cedar Retail Group.\n- Lucia works for Northwind Systems.\n- Zoya works for Crescent Telecom.\n- Chiara works for Northwind Systems.\n- Sofia works for Crescent Telecom.\n- Northwind Systems is headquartered in Brno.\n- Cedar Retail Group is headquartered in Turku.\n- Callum reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Emeka reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Crescent Telecom.\n- Ingrid reports to Dmitri.\n- Ironwood Manufacturing was founded in 1987.\n- Lucia reports to Callum.\n- Elena reports to Viktor.\n- Zoya reports to Chiara.\n- Northwind Systems was founded in 2003.\n- Chiara reports to Lucia.\n- Ravi reports to Sofia.\n- Cedar Retail Group was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23217", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23218", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "set_alarm", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23219", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Emeka.\n- Cedar Retail Group is headquartered in Basel.\n- Crescent Telecom was founded in 1999.\n- Ravi works for Meridian Bank.\n- Tessa reports to Mei.\n- Emeka reports to Ravi.\n- Tessa works for Pinnacle Software.\n- Stefan reports to Deshawn.\n- Priya works for Cedar Retail Group.\n- Pinnacle Software was founded in 1992.\n- Deshawn reports to Felix.\n- Pinnacle Software is headquartered in Leeds.\n- Ravi reports to Tessa.\n- Stefan works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Meridian Bank is headquartered in Leeds.\n- Felix reports to Priya.\n- Deshawn works for Cedar Retail Group.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Emeka works for Pinnacle Software.\n- Meridian Bank was founded in 2010.\n- Cedar Retail Group was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23221", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1988.\n- Bluepine Aviation was founded in 2011.\n- Tobias reports to Sofia.\n- Callum works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Emeka reports to Priya.\n- Zoya works for Vantage Air.\n- Zoya reports to Nadia.\n- Deshawn works for Bluepine Aviation.\n- Viktor reports to Zoya.\n- Sofia works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Austin.\n- Priya reports to Bruno.\n- Bruno reports to Callum.\n- Chiara reports to Deshawn.\n- Priya works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Pinnacle Software was founded in 2010.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Vantage Air is headquartered in Dunedin.\n- Callum reports to Chiara.\n- Tobias works for Vantage Air.\n- Sanne works for Pinnacle Software.\n- Nadia reports to Tobias.\n- Crescent Telecom was founded in 1994.\n- Sanne reports to Emeka.\n- Viktor works for Vantage Air.\n- Crescent Telecom is headquartered in Dunedin.\n- Bruno works for Bluepine Aviation.\n- Deshawn reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2006", "2": "2011", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23223", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9466: employee Omar T., hired 30 December 2024, separated 21 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-9466 under the controlling rules.", "criteria": {"0": "$300", "1": "$17,333", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9466 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1977.\n- Bluepine Aviation is headquartered in Austin.\n- Stefan reports to Callum.\n- Callum works for Bluepine Aviation.\n- Zoya reports to Yuki.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Bluepine Aviation was founded in 1983.\n- Stefan works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2011.\n- Yuki works for Atlas Freight.\n- Beacon Insurance is headquartered in Leeds.\n- Callum reports to Amara.\n- Amara works for Atlas Freight.\n- Zoya works for Ironwood Manufacturing.\n- Kenji reports to Zoya.\n- Leila reports to Deshawn.\n- Leila works for Bluepine Aviation.\n- Deshawn reports to Stefan.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Deshawn works for Bluepine Aviation.\n- Yuki reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23225", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23226", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5167: employee Felix T., hired 12 March 2022, separated 17 July 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2025-5167 under the controlling rules.", "criteria": {"0": "$26,542", "1": "$6,125", "2": "$4,125", "3": "$6,187"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23227", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 38330 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23228", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8680: employee Emeka A., hired 28 August 2022, separated 04 October 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-8680 under the controlling rules.", "criteria": {"0": "$2,475", "1": "$13,000", "2": "$3,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23229", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 1153 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Bluepine Aviation was founded in 1979.\n- Lucia works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Chiara reports to Stefan.\n- Callum reports to Omar.\n- Lucia reports to Viktor.\n- Bluepine Aviation is headquartered in Lyon.\n- Mei reports to Chiara.\n- Atlas Freight was founded in 1977.\n- Atlas Freight is headquartered in Nagoya.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Chiara works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Viktor reports to Mei.\n- Viktor works for Cedar Retail Group.\n- Hana reports to Callum.\n- Beacon Insurance was founded in 1982.\n- Callum works for Bluepine Aviation.\n- Stefan reports to Hana.\n- Cedar Retail Group was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23231", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Amara.\n- Northwind Systems is headquartered in Tampere.\n- Cobalt Health was founded in 1988.\n- Sanne reports to Sofia.\n- Kenji reports to Zoya.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Vantage Air is headquartered in Adelaide.\n- Mara works for Cobalt Health.\n- Aisha works for Northwind Systems.\n- Bruno reports to Nadia.\n- Bruno works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Sanne works for Vantage Air.\n- Elena works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Zoya reports to Sanne.\n- Aisha reports to Elena.\n- Sofia reports to Aisha.\n- Cobalt Health is headquartered in Adelaide.\n- Vantage Air was founded in 1980.\n- Sofia works for Cobalt Health.\n- Amara reports to Kenji.\n- Pinnacle Software was founded in 1991.\n- Elena reports to Mara.\n- Northwind Systems was founded in 2006.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23233", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23234", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23235", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8763: employee Priya A., hired 09 July 2021, separated 09 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8763?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23236", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8154: employee Yuki T., hired 10 November 2021, separated 17 January 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-8154 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,231", "2": "$9,231", "3": "$5,077"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Sofia reports to Sanne.\n- Dmitri works for Cedar Retail Group.\n- Crescent Telecom was founded in 1989.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Nagoya.\n- Dmitri reports to Callum.\n- Sanne reports to Omar.\n- Chiara works for Summit Energy.\n- Chiara reports to Emeka.\n- Sanne works for Cedar Retail Group.\n- Mateo reports to Sofia.\n- Sofia works for Crescent Telecom.\n- Omar reports to Amara.\n- Fernhill Foods was founded in 2005.\n- Crescent Telecom is headquartered in Turku.\n- Omar works for Cedar Retail Group.\n- Amara reports to Chiara.\n- Emeka works for Summit Energy.\n- Zoya reports to Dmitri.\n- Callum works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Porto.\n- Callum reports to Mateo.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Fernhill Foods is headquartered in Lyon.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23238", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1775: employee Viktor R., hired 15 October 2020, separated 18 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1775?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23239", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2759: employee Mateo S., hired 08 November 2019, separated 27 February 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2025-2759 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$4,400", "2": "$21,233", "3": "$4,950"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23240", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 June 2025): For employees hired on or after 15 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3153: employee Zoya K., hired 01 May 2023, separated 15 August 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3153?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23241", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1982.\n- Mei reports to Jonas.\n- Wren reports to Tessa.\n- Ravi works for Ironwood Manufacturing.\n- Callum reports to Wren.\n- Vantage Air is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Valencia.\n- Jonas reports to Callum.\n- Wren works for Pinnacle Software.\n- Summit Energy is headquartered in Valencia.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air was founded in 2005.\n- Pinnacle Software was founded in 1991.\n- Pablo reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Ravi reports to Pablo.\n- Tessa works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Mei works for Vantage Air.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Summit Energy was founded in 2006.\n- Deshawn reports to Leila.\n- Kenji reports to Ravi.\n- Jonas works for Ironwood Manufacturing.\n- Leila reports to Mei.\n- Emeka reports to Deshawn.\n- Callum works for Summit Energy.\n- Zoya works for Summit Energy.\n- Tessa reports to Zoya.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23243", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23244", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7459: employee Mateo M., hired 18 July 2022, separated 23 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7459?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23245", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5738: employee Priya K., hired 02 February 2024, separated 30 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5738?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23246", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Pinnacle Software was founded in 1990.\n- Meridian Bank was founded in 1995.\n- Pinnacle Software is headquartered in Basel.\n- Lattice Analytics was founded in 2011.\n- Deshawn reports to Amara.\n- Pablo reports to Ravi.\n- Deshawn works for Meridian Bank.\n- Fernhill Foods was founded in 1980.\n- Kenji works for Lattice Analytics.\n- Sanne reports to Pablo.\n- Felix works for Lattice Analytics.\n- Meridian Bank is headquartered in Adelaide.\n- Pablo works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Fernhill Foods is headquartered in Basel.\n- Lattice Analytics is headquartered in Adelaide.\n- Kenji reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Amara works for Fernhill Foods.\n- Amara reports to Sanne.\n- Ravi reports to Kenji.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23248", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23249", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2823: employee Sofia R., hired 08 May 2021, separated 30 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2823?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Zoya.\n- Ironwood Manufacturing was founded in 2001.\n- Sofia reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Wren reports to Felix.\n- Deshawn works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Felix reports to Sofia.\n- Felix works for Cobalt Health.\n- Bluepine Aviation was founded in 1983.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health is headquartered in Bergen.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Zoya reports to Deshawn.\n- Jonas reports to Mateo.\n- Deshawn reports to Wren.\n- Cobalt Health was founded in 2005.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23251", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8629: employee Wren T., hired 15 June 2022, separated 16 September 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-8629 under the controlling rules.", "criteria": {"0": "$8,250", "1": "$35,533", "2": "$8,200", "3": "$7,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Ingrid reports to Sanne.\n- Tessa reports to Emeka.\n- Yuki reports to Viktor.\n- Hana works for Lattice Analytics.\n- Dmitri works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.\n- Ingrid works for Ironwood Manufacturing.\n- Emeka reports to Hana.\n- Hana reports to Dmitri.\n- Lattice Analytics is headquartered in Bergen.\n- Pinnacle Software was founded in 2014.\n- Tessa works for Lattice Analytics.\n- Kenji reports to Zoya.\n- Kenji works for Pinnacle Software.\n- Amara reports to Tessa.\n- Elena works for Pinnacle Software.\n- Viktor reports to Kenji.\n- Amara works for Pinnacle Software.\n- Zoya reports to Ingrid.\n- Yuki works for Lattice Analytics.\n- Dmitri reports to Yuki.\n- Sanne works for Lattice Analytics.\n- Pinnacle Software is headquartered in Bergen.\n- Vantage Air was founded in 2013.\n- Lattice Analytics was founded in 2015.\n- Sanne reports to Elena.\n- Ironwood Manufacturing was founded in 1991.\n- Emeka works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1982.\n- Sanne works for Cobalt Health.\n- Felix reports to Dmitri.\n- Felix works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Pablo reports to Jonas.\n- Dmitri reports to Pablo.\n- Jonas reports to Sanne.\n- Emeka works for Lattice Analytics.\n- Mateo works for Summit Energy.\n- Sofia works for Summit Energy.\n- Omar reports to Aisha.\n- Summit Energy is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Bluepine Aviation is headquartered in Valencia.\n- Jonas works for Cobalt Health.\n- Summit Energy was founded in 1979.\n- Dmitri works for Cobalt Health.\n- Lattice Analytics is headquartered in Valencia.\n- Sanne reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Lattice Analytics was founded in 1984.\n- Cobalt Health is headquartered in Valencia.\n- Sofia reports to Mateo.\n- Bluepine Aviation was founded in 2007.\n- Mateo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23254", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23255", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1996.\n- Deshawn reports to Callum.\n- Nadia reports to Mei.\n- Felix works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Bergen.\n- Atlas Freight was founded in 1976.\n- Chiara works for Meridian Bank.\n- Cedar Retail Group was founded in 1983.\n- Stefan reports to Chiara.\n- Meridian Bank is headquartered in Bergen.\n- Callum reports to Amara.\n- Stefan works for Bluepine Aviation.\n- Sanne reports to Leila.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Amara works for Cedar Retail Group.\n- Amara reports to Emeka.\n- Ravi works for Atlas Freight.\n- Deshawn works for Meridian Bank.\n- Atlas Freight is headquartered in Bergen.\n- Nadia works for Atlas Freight.\n- Mei reports to Deshawn.\n- Chiara reports to Felix.\n- Mei works for Atlas Freight.\n- Leila reports to Stefan.\n- Sanne works for Cedar Retail Group.\n- Callum works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Felix reports to Ravi.\n- Emeka reports to Sanne.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23257", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23258", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 September 2025): For employees hired on or after 18 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5666: employee Nadia A., hired 26 December 2023, separated 31 October 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5666?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23259", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3554: employee Tessa T., hired 29 July 2021, separated 09 April 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3554?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23260", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23261", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23262", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 16 September 2025): For employees hired on or after 16 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7469: employee Viktor R., hired 06 January 2023, separated 28 February 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7469?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Amara works for Atlas Freight.\n- Mateo reports to Priya.\n- Felix works for Crescent Telecom.\n- Jonas reports to Chiara.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom was founded in 1986.\n- Atlas Freight was founded in 1980.\n- Meridian Bank was founded in 1984.\n- Lattice Analytics was founded in 1999.\n- Mei reports to Jonas.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Priya reports to Deshawn.\n- Felix reports to Mei.\n- Meridian Bank is headquartered in Tampere.\n- Deshawn reports to Amara.\n- Atlas Freight is headquartered in Tampere.\n- Mei works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Zoya reports to Omar.\n- Jonas works for Atlas Freight.\n- Chiara reports to Zoya.\n- Amara reports to Felix.\n- Zoya works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Yuki reports to Mara.\n- Elena reports to Omar.\n- Yuki works for Helios Logistics.\n- Aisha works for Northwind Systems.\n- Crescent Telecom was founded in 1994.\n- Emeka works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2012.\n- Mara works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Emeka reports to Sanne.\n- Crescent Telecom is headquartered in Porto.\n- Sanne works for Helios Logistics.\n- Omar reports to Felix.\n- Priya works for Ironwood Manufacturing.\n- Mara reports to Callum.\n- Sanne reports to Yuki.\n- Priya reports to Emeka.\n- Aisha reports to Priya.\n- Northwind Systems was founded in 2006.\n- Helios Logistics was founded in 2003.\n- Elena works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Valencia.\n- Northwind Systems is headquartered in Valencia.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23265", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9273: employee Ingrid A., hired 16 January 2021, separated 22 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9273?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23266", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23267", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23268", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8602: employee Leila A., hired 26 June 2023, separated 09 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-8602 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,500", "2": "$2,400", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23269", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9780: employee Elena S., hired 27 November 2023, separated 07 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9780?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23270", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 March 2025): For employees hired on or after 02 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5201: employee Mateo M., hired 10 October 2021, separated 24 November 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-5201 under the controlling rules.", "criteria": {"0": "$23,538", "1": "$23,654", "2": "$24,038", "3": "$102,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23271", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23272", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 28 September 2022): For employees hired on or after 28 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2818: employee Ravi B., hired 06 June 2021, separated 02 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-2818 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$4,000", "2": "$2,900", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Helios Logistics was founded in 1982.\n- Sofia reports to Leila.\n- Chiara works for Pinnacle Software.\n- Cedar Retail Group was founded in 2006.\n- Leila works for Cedar Retail Group.\n- Anders reports to Sanne.\n- Summit Energy was founded in 1992.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Chiara.\n- Pinnacle Software is headquartered in Ghent.\n- Summit Energy is headquartered in Austin.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Zoya.\n- Sanne works for Summit Energy.\n- Deshawn reports to Sofia.\n- Zoya reports to Lucia.\n- Pinnacle Software was founded in 2012.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Chiara reports to Aisha.\n- Lucia works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Sanne reports to Deshawn.\n- Helios Logistics is headquartered in Cork.\n- Anders works for Helios Logistics.\n- Leila reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23274", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 2006.\n- Stefan works for Lattice Analytics.\n- Nadia works for Helios Logistics.\n- Stefan reports to Felix.\n- Hana works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Deshawn reports to Nadia.\n- Helios Logistics is headquartered in Adelaide.\n- Aisha works for Meridian Bank.\n- Summit Energy is headquartered in Porto.\n- Nadia reports to Leila.\n- Meridian Bank is headquartered in Brno.\n- Dmitri reports to Hana.\n- Hana reports to Deshawn.\n- Summit Energy was founded in 1987.\n- Deshawn works for Summit Energy.\n- Lattice Analytics was founded in 2005.\n- Felix reports to Aisha.\n- Meridian Bank was founded in 1984.\n- Aisha reports to Dmitri.\n- Leila works for Meridian Bank.\n- Lattice Analytics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23276", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9564: employee Viktor B., hired 17 June 2021, separated 06 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9564?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9564 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2006.\n- Omar works for Atlas Freight.\n- Deshawn reports to Pablo.\n- Dmitri reports to Callum.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Chiara reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Omar reports to Deshawn.\n- Pinnacle Software is headquartered in Basel.\n- Pablo works for Atlas Freight.\n- Wren works for Bluepine Aviation.\n- Pablo reports to Wren.\n- Deshawn works for Lattice Analytics.\n- Wren reports to Lucia.\n- Chiara works for Pinnacle Software.\n- Callum works for Bluepine Aviation.\n- Pinnacle Software was founded in 2013.\n- Atlas Freight was founded in 1980.\n- Bluepine Aviation was founded in 1987.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1985", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23278", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9639: employee Pablo K., hired 29 November 2023, separated 31 March 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9639?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23279", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8467: employee Anders S., hired 12 July 2022, separated 01 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8467?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23280", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2014.\n- Summit Energy is headquartered in Porto.\n- Wren works for Cedar Retail Group.\n- Summit Energy was founded in 1990.\n- Aisha reports to Stefan.\n- Wren reports to Tobias.\n- Meridian Bank is headquartered in Leeds.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Tampere.\n- Aisha works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Deshawn works for Meridian Bank.\n- Omar reports to Nadia.\n- Elena works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2013.\n- Mateo reports to Wren.\n- Stefan reports to Zoya.\n- Meridian Bank was founded in 1999.\n- Omar works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Zoya reports to Mateo.\n- Nadia reports to Deshawn.\n- Cobalt Health is headquartered in Leeds.\n- Tobias works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Elena reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2012", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23282", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23283", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23284", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7628: employee Emeka K., hired 03 May 2022, separated 11 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-7628 under the controlling rules.", "criteria": {"0": "$45,067", "1": "$10,500", "2": "$10,400", "3": "$8,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Jonas works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Omar reports to Lucia.\n- Sofia reports to Chiara.\n- Northwind Systems is headquartered in Leeds.\n- Sofia works for Helios Logistics.\n- Vantage Air was founded in 2012.\n- Northwind Systems was founded in 1998.\n- Pablo reports to Sofia.\n- Yuki works for Vantage Air.\n- Nadia works for Helios Logistics.\n- Lucia reports to Callum.\n- Chiara reports to Sanne.\n- Fernhill Foods is headquartered in Bergen.\n- Helios Logistics was founded in 2012.\n- Elena reports to Emeka.\n- Sanne reports to Jonas.\n- Emeka reports to Pablo.\n- Callum works for Fernhill Foods.\n- Nadia reports to Elena.\n- Elena works for Northwind Systems.\n- Emeka works for Vantage Air.\n- Chiara works for Northwind Systems.\n- Fernhill Foods was founded in 1987.\n- Callum reports to Yuki.\n- Pablo works for Helios Logistics.\n- Omar works for Northwind Systems.\n- Lucia works for Fernhill Foods.\n- Jonas reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Vantage Air.\n- Fernhill Foods is headquartered in Malmo.\n- Vantage Air was founded in 1984.\n- Mara reports to Tobias.\n- Tobias reports to Priya.\n- Anders works for Vantage Air.\n- Fernhill Foods was founded in 1984.\n- Aisha works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Yuki reports to Amara.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Ravi works for Fernhill Foods.\n- Amara reports to Aisha.\n- Ingrid works for Cobalt Health.\n- Priya reports to Chiara.\n- Cobalt Health was founded in 1985.\n- Aisha reports to Ravi.\n- Anders reports to Mara.\n- Tobias works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Beacon Insurance is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Chiara reports to Pablo.\n- Leila reports to Ingrid.\n- Ingrid reports to Yuki.\n- Vantage Air is headquartered in Tallinn.\n- Pablo reports to Leila.\n- Pablo works for Vantage Air.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23287", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23288", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23289", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23290", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23291", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4150: employee Viktor S., hired 19 November 2022, separated 14 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4150?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23292", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23293", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4869: employee Hana T., hired 08 April 2020, separated 19 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4869?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23294", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9987: employee Emeka R., hired 21 December 2020, separated 08 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9987?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9987 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23295", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 65792, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23296", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6852: employee Wren T., hired 19 June 2021, separated 05 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6852?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23297", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23299", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2552: employee Sanne B., hired 23 July 2023, separated 23 December 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2552?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23300", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9872: employee Stefan T., hired 26 September 2020, separated 21 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9872?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1980.\n- Sofia works for Lattice Analytics.\n- Stefan reports to Tessa.\n- Deshawn works for Fernhill Foods.\n- Pablo works for Vantage Air.\n- Lucia works for Lattice Analytics.\n- Deshawn reports to Mei.\n- Leila works for Vantage Air.\n- Mei works for Vantage Air.\n- Tessa reports to Deshawn.\n- Northwind Systems was founded in 1984.\n- Northwind Systems is headquartered in Brno.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Mei reports to Pablo.\n- Lattice Analytics was founded in 2000.\n- Lucia reports to Stefan.\n- Leila reports to Sofia.\n- Fernhill Foods was founded in 2009.\n- Sofia reports to Lucia.\n- Fernhill Foods is headquartered in Brno.\n- Tessa works for Northwind Systems.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 2003.\n- Elena works for Beacon Insurance.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Bruno reports to Elena.\n- Cedar Retail Group was founded in 1995.\n- Mara works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Cork.\n- Callum reports to Emeka.\n- Mara reports to Jonas.\n- Beacon Insurance was founded in 1989.\n- Jonas reports to Bruno.\n- Anders reports to Mara.\n- Anders works for Beacon Insurance.\n- Yuki reports to Anders.\n- Callum works for Bluepine Aviation.\n- Elena reports to Callum.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Sofia works for Lattice Analytics.\n- Wren works for Fernhill Foods.\n- Mateo reports to Wren.\n- Cobalt Health is headquartered in Nagoya.\n- Lattice Analytics was founded in 1978.\n- Priya reports to Viktor.\n- Mei reports to Tobias.\n- Lattice Analytics is headquartered in Adelaide.\n- Cobalt Health was founded in 1994.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 2003.\n- Mateo works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Mei works for Cobalt Health.\n- Tobias reports to Sofia.\n- Felix reports to Priya.\n- Summit Energy was founded in 1988.\n- Wren reports to Mei.\n- Tobias works for Cobalt Health.\n- Viktor works for Summit Energy.\n- Sofia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sofia.\n- Amara reports to Ingrid.\n- Ravi reports to Leila.\n- Summit Energy is headquartered in Tallinn.\n- Bruno works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 1995.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Nagoya.\n- Mateo reports to Felix.\n- Felix works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Ingrid reports to Pablo.\n- Summit Energy was founded in 1991.\n- Priya reports to Bruno.\n- Mateo works for Cobalt Health.\n- Priya works for Summit Energy.\n- Bruno reports to Amara.\n- Sofia works for Fernhill Foods.\n- Deshawn reports to Mateo.\n- Cobalt Health was founded in 1981.\n- Ravi works for Summit Energy.\n- Fernhill Foods was founded in 2004.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Emeka reports to Priya.\n- Sofia reports to Emeka.\n- Leila works for Cobalt Health.\n- Deshawn works for Fernhill Foods.\n- Felix reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Leila.\n- Anders reports to Mei.\n- Tessa reports to Anders.\n- Priya works for Fernhill Foods.\n- Sanne reports to Tessa.\n- Fernhill Foods was founded in 2013.\n- Crescent Telecom is headquartered in Malmo.\n- Zoya works for Crescent Telecom.\n- Helios Logistics was founded in 2008.\n- Sanne works for Northwind Systems.\n- Helios Logistics is headquartered in Cork.\n- Mei works for Crescent Telecom.\n- Northwind Systems is headquartered in Cork.\n- Chiara reports to Zoya.\n- Crescent Telecom was founded in 2007.\n- Northwind Systems was founded in 1989.\n- Tessa works for Crescent Telecom.\n- Anders works for Helios Logistics.\n- Leila works for Crescent Telecom.\n- Fernhill Foods is headquartered in Porto.\n- Leila reports to Priya.\n- Chiara works for Crescent Telecom.\n- Priya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23306", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7871: employee Bruno M., hired 18 March 2021, separated 30 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7871?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23307", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1696: employee Elena B., hired 20 November 2024, separated 30 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1696?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mateo.\n- Tobias reports to Ingrid.\n- Hana reports to Tessa.\n- Hana works for Meridian Bank.\n- Viktor reports to Tobias.\n- Bruno reports to Hana.\n- Meridian Bank is headquartered in Lyon.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2013.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 1987.\n- Crescent Telecom was founded in 2004.\n- Deshawn works for Cobalt Health.\n- Aisha reports to Mara.\n- Viktor works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Bruno.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Ingrid reports to Deshawn.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias works for Bluepine Aviation.\n- Mara reports to Viktor.\n- Mara works for Cobalt Health.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Chiara.\n- Aisha reports to Tobias.\n- Chiara reports to Omar.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Kenji.\n- Lattice Analytics was founded in 2006.\n- Ironwood Manufacturing was founded in 1989.\n- Kenji reports to Anders.\n- Anders reports to Wren.\n- Omar works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Kenji works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Omar reports to Elena.\n- Chiara works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1996.\n- Cedar Retail Group was founded in 1989.\n- Lattice Analytics is headquartered in Brno.\n- Elena works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Bergen.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Priya.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics was founded in 1988.\n- Priya works for Bluepine Aviation.\n- Atlas Freight was founded in 1987.\n- Elena reports to Mara.\n- Priya reports to Hana.\n- Emeka works for Bluepine Aviation.\n- Atlas Freight is headquartered in Dunedin.\n- Viktor works for Atlas Freight.\n- Cedar Retail Group is headquartered in Dunedin.\n- Viktor reports to Emeka.\n- Lattice Analytics is headquartered in Porto.\n- Hana reports to Sofia.\n- Cedar Retail Group was founded in 1987.\n- Mara works for Lattice Analytics.\n- Hana works for Bluepine Aviation.\n- Emeka reports to Elena.\n- Bluepine Aviation was founded in 1986.\n- Sofia reports to Chiara.\n- Sofia works for Cedar Retail Group.\n- Chiara works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Stefan.\n- Mara works for Meridian Bank.\n- Helios Logistics was founded in 1984.\n- Elena works for Meridian Bank.\n- Bruno reports to Omar.\n- Callum works for Helios Logistics.\n- Meridian Bank is headquartered in Cork.\n- Sofia works for Pinnacle Software.\n- Stefan reports to Callum.\n- Cedar Retail Group was founded in 2015.\n- Meridian Bank was founded in 2011.\n- Pinnacle Software was founded in 2008.\n- Jonas works for Cedar Retail Group.\n- Aisha works for Helios Logistics.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Jonas.\n- Callum reports to Elena.\n- Pinnacle Software is headquartered in Basel.\n- Omar reports to Mara.\n- Cedar Retail Group is headquartered in Cork.\n- Helios Logistics is headquartered in Dunedin.\n- Bruno works for Meridian Bank.\n- Elena reports to Viktor.\n- Stefan works for Cedar Retail Group.\n- Omar works for Pinnacle Software.\n- Jonas reports to Sofia.\n- Aisha reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Adelaide.\n- Summit Energy is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Lucia works for Atlas Freight.\n- Crescent Telecom was founded in 2014.\n- Chiara reports to Sofia.\n- Deshawn reports to Sanne.\n- Sanne reports to Omar.\n- Emeka reports to Chiara.\n- Cedar Retail Group is headquartered in Nagoya.\n- Omar reports to Tessa.\n- Emeka works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Summit Energy was founded in 2007.\n- Deshawn works for Summit Energy.\n- Cedar Retail Group was founded in 1981.\n- Atlas Freight was founded in 1976.\n- Omar works for Cedar Retail Group.\n- Sofia works for Summit Energy.\n- Sofia reports to Lucia.\n- Tessa reports to Emeka.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23313", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Tobias reports to Chiara.\n- Summit Energy is headquartered in Bergen.\n- Bruno reports to Ingrid.\n- Chiara works for Atlas Freight.\n- Summit Energy was founded in 2007.\n- Atlas Freight was founded in 1991.\n- Mara reports to Deshawn.\n- Zoya reports to Mara.\n- Priya works for Summit Energy.\n- Pinnacle Software was founded in 1990.\n- Deshawn works for Summit Energy.\n- Chiara reports to Bruno.\n- Tobias works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Meridian Bank is headquartered in Austin.\n- Pinnacle Software is headquartered in Basel.\n- Zoya works for Atlas Freight.\n- Deshawn reports to Omar.\n- Omar reports to Aisha.\n- Meridian Bank was founded in 1993.\n- Aisha reports to Priya.\n- Kenji reports to Zoya.\n- Mara works for Summit Energy.\n- Bruno works for Summit Energy.\n- Priya reports to Tobias.\n- Atlas Freight is headquartered in Malmo.\n- Kenji works for Summit Energy.\n- Elena works for Meridian Bank.\n- Elena reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23315", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9845: employee Mara S., hired 25 May 2024, separated 25 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9845?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Aisha.\n- Omar works for Helios Logistics.\n- Cedar Retail Group is headquartered in Valencia.\n- Nadia reports to Tessa.\n- Nadia works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Cedar Retail Group was founded in 1977.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Lucia works for Cedar Retail Group.\n- Mara works for Crescent Telecom.\n- Priya works for Helios Logistics.\n- Priya reports to Anders.\n- Viktor reports to Omar.\n- Vantage Air was founded in 1995.\n- Anders reports to Viktor.\n- Hana reports to Lucia.\n- Hana works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Tessa reports to Ravi.\n- Vantage Air is headquartered in Nagoya.\n- Tobias reports to Priya.\n- Ravi reports to Mara.\n- Aisha reports to Tobias.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Aisha works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Omar reports to Hana.\n- Crescent Telecom is headquartered in Valencia.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23317", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "cancel_trip", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23318", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Dmitri.\n- Felix works for Bluepine Aviation.\n- Amara reports to Omar.\n- Ironwood Manufacturing was founded in 1981.\n- Omar reports to Ingrid.\n- Crescent Telecom was founded in 1989.\n- Emeka reports to Ravi.\n- Bluepine Aviation is headquartered in Halifax.\n- Bruno works for Crescent Telecom.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2004.\n- Amara works for Crescent Telecom.\n- Emeka works for Bluepine Aviation.\n- Felix reports to Emeka.\n- Omar works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Callum works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bruno reports to Callum.\n- Callum reports to Felix.\n- Dmitri works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Ingrid reports to Bruno.\n- Dmitri reports to Kenji.\n- Atlas Freight is headquartered in Tampere.\n- Bluepine Aviation was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Mara reports to Nadia.\n- Lucia works for Northwind Systems.\n- Nadia reports to Lucia.\n- Cedar Retail Group was founded in 1996.\n- Lucia reports to Amara.\n- Sanne reports to Dmitri.\n- Kenji works for Cedar Retail Group.\n- Dmitri works for Northwind Systems.\n- Amara reports to Kenji.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 1987.\n- Chiara works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Dmitri reports to Mara.\n- Helios Logistics is headquartered in Cork.\n- Cedar Retail Group is headquartered in Tampere.\n- Summit Energy is headquartered in Tampere.\n- Kenji reports to Chiara.\n- Helios Logistics was founded in 1996.\n- Northwind Systems was founded in 1991.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Chiara.\n- Ingrid works for Pinnacle Software.\n- Tessa works for Helios Logistics.\n- Mei works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1995.\n- Hana works for Beacon Insurance.\n- Helios Logistics is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Adelaide.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 1989.\n- Ravi reports to Ingrid.\n- Mei reports to Hana.\n- Pinnacle Software was founded in 1989.\n- Hana reports to Tessa.\n- Leila reports to Yuki.\n- Ravi works for Helios Logistics.\n- Ingrid reports to Leila.\n- Tessa reports to Ravi.\n- Leila works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1983.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23322", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5485: employee Wren B., hired 05 February 2024, separated 14 January 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-5485 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$5,000", "3": "$5,938"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23323", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23324", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 2009.\n- Omar reports to Mara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Mateo works for Vantage Air.\n- Mateo reports to Viktor.\n- Felix reports to Stefan.\n- Priya reports to Felix.\n- Pinnacle Software is headquartered in Austin.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1990.\n- Leila works for Fernhill Foods.\n- Elena reports to Leila.\n- Ironwood Manufacturing was founded in 2008.\n- Viktor reports to Priya.\n- Elena works for Vantage Air.\n- Leila reports to Amara.\n- Pinnacle Software was founded in 1980.\n- Amara reports to Omar.\n- Mara works for Ironwood Manufacturing.\n- Omar works for Fernhill Foods.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan reports to Elena.\n- Amara works for Fernhill Foods.\n- Viktor works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23326", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23327", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.\n- Bluepine Aviation is headquartered in Austin.\n- Pablo reports to Jonas.\n- Viktor reports to Mara.\n- Bluepine Aviation was founded in 1998.\n- Lucia reports to Pablo.\n- Cobalt Health is headquartered in Lyon.\n- Priya works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Cobalt Health was founded in 2011.\n- Mara reports to Aisha.\n- Kenji reports to Amara.\n- Chiara works for Bluepine Aviation.\n- Ravi works for Atlas Freight.\n- Aisha works for Bluepine Aviation.\n- Chiara reports to Viktor.\n- Amara reports to Ravi.\n- Kenji works for Bluepine Aviation.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1985.\n- Tobias reports to Kenji.\n- Lucia works for Cobalt Health.\n- Ravi reports to Priya.\n- Jonas reports to Tobias.\n- Priya reports to Chiara.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom was founded in 2012.\n- Mara works for Bluepine Aviation.\n- Viktor works for Cobalt Health.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23329", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23330", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23331", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3578: employee Amara M., hired 23 February 2020, separated 16 March 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-3578 under the controlling rules.", "criteria": {"0": "$26,433", "1": "$5,600", "2": "$6,100", "3": "$6,150"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23332", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23333", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6892: employee Callum A., hired 29 October 2021, separated 27 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6892?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Tessa.\n- Viktor reports to Mara.\n- Beacon Insurance was founded in 2009.\n- Fernhill Foods was founded in 1979.\n- Viktor works for Cobalt Health.\n- Vantage Air is headquartered in Oslo.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri works for Fernhill Foods.\n- Cobalt Health is headquartered in Lyon.\n- Ingrid works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Tessa reports to Viktor.\n- Ravi reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Ravi works for Vantage Air.\n- Anders works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Dmitri reports to Lucia.\n- Mara reports to Ravi.\n- Cobalt Health was founded in 1979.\n- Tessa works for Cobalt Health.\n- Kenji reports to Pablo.\n- Pablo reports to Anders.\n- Lucia works for Beacon Insurance.\n- Ingrid reports to Dmitri.\n- Vantage Air was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1982", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23335", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 November 2022): For employees hired on or after 11 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4870: employee Felix M., hired 05 April 2021, separated 18 May 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4870?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23336", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8017: employee Sofia S., hired 15 May 2022, separated 04 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8017?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23337", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23338", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 28 February 2025): For employees hired on or after 28 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1243: employee Dmitri M., hired 21 November 2023, separated 10 October 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1243?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23339", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Zoya.\n- Bluepine Aviation is headquartered in Leeds.\n- Mei works for Summit Energy.\n- Amara works for Northwind Systems.\n- Priya reports to Viktor.\n- Northwind Systems was founded in 1983.\n- Summit Energy was founded in 1994.\n- Amara reports to Kenji.\n- Viktor reports to Amara.\n- Felix works for Summit Energy.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Bluepine Aviation was founded in 1983.\n- Kenji works for Summit Energy.\n- Deshawn reports to Mei.\n- Summit Energy is headquartered in Leeds.\n- Zoya works for Northwind Systems.\n- Zoya reports to Priya.\n- Northwind Systems is headquartered in Valencia.\n- Atlas Freight was founded in 2013.\n- Viktor works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Kenji reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1989", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23341", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3817: employee Bruno M., hired 28 June 2022, separated 29 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3817?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23342", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 28 February 2025): For employees hired on or after 28 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7572: employee Leila B., hired 27 August 2022, separated 20 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7572?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Omar works for Vantage Air.\n- Pablo works for Beacon Insurance.\n- Ingrid reports to Sofia.\n- Pablo reports to Deshawn.\n- Deshawn works for Vantage Air.\n- Cobalt Health was founded in 1991.\n- Stefan works for Beacon Insurance.\n- Atlas Freight is headquartered in Valencia.\n- Aisha reports to Stefan.\n- Cobalt Health is headquartered in Valencia.\n- Vantage Air was founded in 1988.\n- Stefan reports to Pablo.\n- Hana works for Beacon Insurance.\n- Sofia reports to Aisha.\n- Omar reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Callum works for Atlas Freight.\n- Hana reports to Callum.\n- Callum reports to Ingrid.\n- Sofia works for Vantage Air.\n- Deshawn reports to Omar.\n- Beacon Insurance is headquartered in Valencia.\n- Vantage Air is headquartered in Basel.\n- Ingrid works for Vantage Air.\n- Beacon Insurance was founded in 1994.\n- Atlas Freight was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2013.\n- Priya reports to Kenji.\n- Emeka reports to Deshawn.\n- Sanne works for Crescent Telecom.\n- Cedar Retail Group was founded in 1977.\n- Bruno works for Pinnacle Software.\n- Mateo reports to Hana.\n- Crescent Telecom was founded in 1994.\n- Cedar Retail Group is headquartered in Tallinn.\n- Deshawn reports to Bruno.\n- Emeka works for Atlas Freight.\n- Sanne reports to Anders.\n- Bruno reports to Dmitri.\n- Mateo works for Atlas Freight.\n- Dmitri reports to Mateo.\n- Kenji reports to Emeka.\n- Dmitri works for Pinnacle Software.\n- Priya works for Cedar Retail Group.\n- Hana reports to Sanne.\n- Anders works for Pinnacle Software.\n- Crescent Telecom is headquartered in Basel.\n- Pinnacle Software is headquartered in Leeds.\n- Atlas Freight is headquartered in Adelaide.\n- Pinnacle Software was founded in 2015.\n- Deshawn works for Atlas Freight.\n- Kenji works for Crescent Telecom.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Chiara reports to Elena.\n- Elena reports to Sofia.\n- Ingrid reports to Anders.\n- Elena works for Atlas Freight.\n- Deshawn works for Lattice Analytics.\n- Callum works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1980.\n- Atlas Freight was founded in 1979.\n- Chiara works for Lattice Analytics.\n- Tobias reports to Deshawn.\n- Atlas Freight is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tessa works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Bergen.\n- Aisha works for Lattice Analytics.\n- Anders reports to Chiara.\n- Lattice Analytics is headquartered in Tallinn.\n- Sofia works for Atlas Freight.\n- Anders works for Ironwood Manufacturing.\n- Callum reports to Aisha.\n- Sofia reports to Tessa.\n- Tessa reports to Tobias.\n- Deshawn reports to Callum.\n- Cobalt Health was founded in 1993.\n- Tobias works for Atlas Freight.\n- Lattice Analytics was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23346", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23347", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 March 2023): For employees hired on or after 26 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5458: employee Mei S., hired 09 June 2022, separated 18 June 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5458?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23348", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23349", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Priya reports to Aisha.\n- Emeka reports to Dmitri.\n- Tobias works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation was founded in 1978.\n- Pinnacle Software is headquartered in Bergen.\n- Chiara reports to Mateo.\n- Tessa reports to Emeka.\n- Bluepine Aviation is headquartered in Ghent.\n- Summit Energy was founded in 1989.\n- Viktor reports to Stefan.\n- Priya works for Summit Energy.\n- Dmitri reports to Priya.\n- Stefan reports to Chiara.\n- Tessa works for Summit Energy.\n- Aisha works for Beacon Insurance.\n- Tobias reports to Viktor.\n- Summit Energy is headquartered in Bergen.\n- Aisha reports to Tobias.\n- Chiara works for Summit Energy.\n- Beacon Insurance was founded in 2014.\n- Emeka works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 2012.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23351", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23352", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 7, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3622: employee Mateo T., hired 24 June 2023, separated 09 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3622?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23353", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6298: employee Kenji A., hired 17 September 2022, separated 08 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6298?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23354", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8989: employee Tessa S., hired 15 December 2022, separated 14 August 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8989?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23355", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23356", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Felix.\n- Tobias works for Beacon Insurance.\n- Zoya reports to Tobias.\n- Wren reports to Ravi.\n- Jonas works for Summit Energy.\n- Fernhill Foods was founded in 1985.\n- Amara works for Summit Energy.\n- Dmitri works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Jonas reports to Amara.\n- Atlas Freight was founded in 1998.\n- Amara reports to Dmitri.\n- Beacon Insurance is headquartered in Tallinn.\n- Nadia works for Atlas Freight.\n- Tessa works for Fernhill Foods.\n- Ravi works for Summit Energy.\n- Felix reports to Wren.\n- Summit Energy was founded in 2006.\n- Zoya works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Wren works for Atlas Freight.\n- Deshawn reports to Leila.\n- Summit Energy is headquartered in Tampere.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila works for Beacon Insurance.\n- Tobias reports to Nadia.\n- Leila reports to Jonas.\n- Beacon Insurance was founded in 2005.\n- Tessa reports to Deshawn.\n- Nadia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23359", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks for account balance", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23360", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23361", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Aisha works for Pinnacle Software.\n- Leila works for Atlas Freight.\n- Helios Logistics is headquartered in Valencia.\n- Pablo works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Leila.\n- Felix reports to Tobias.\n- Leila reports to Pablo.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Sanne reports to Aisha.\n- Viktor reports to Felix.\n- Viktor works for Atlas Freight.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 2005.\n- Pablo reports to Wren.\n- Aisha reports to Viktor.\n- Wren works for Helios Logistics.\n- Felix works for Atlas Freight.\n- Bluepine Aviation is headquartered in Oslo.\n- Helios Logistics was founded in 2000.\n- Atlas Freight was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23363", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3162: employee Mara K., hired 15 December 2023, separated 28 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3162?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2009.\n- Nadia reports to Sanne.\n- Viktor works for Crescent Telecom.\n- Priya reports to Pablo.\n- Priya works for Northwind Systems.\n- Hana reports to Tobias.\n- Chiara works for Beacon Insurance.\n- Mei works for Northwind Systems.\n- Leila reports to Viktor.\n- Leila works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Tobias works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tallinn.\n- Summit Energy was founded in 1993.\n- Sanne reports to Mei.\n- Mei reports to Hana.\n- Summit Energy is headquartered in Malmo.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo reports to Chiara.\n- Northwind Systems is headquartered in Malmo.\n- Tobias reports to Leila.\n- Sanne works for Crescent Telecom.\n- Beacon Insurance was founded in 1981.\n- Chiara reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Crescent Telecom was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23365", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1019: employee Nadia M., hired 09 August 2022, separated 11 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1019?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2013.\n- Aisha reports to Priya.\n- Helios Logistics was founded in 1994.\n- Summit Energy was founded in 1988.\n- Bluepine Aviation is headquartered in Halifax.\n- Mei reports to Omar.\n- Pablo reports to Ravi.\n- Felix reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Fernhill Foods was founded in 1984.\n- Felix works for Fernhill Foods.\n- Helios Logistics is headquartered in Halifax.\n- Mei works for Helios Logistics.\n- Ravi reports to Mei.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Summit Energy is headquartered in Porto.\n- Ravi works for Summit Energy.\n- Jonas reports to Aisha.\n- Omar reports to Jonas.\n- Jonas works for Helios Logistics.\n- Aisha works for Bluepine Aviation.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23367", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6121: employee Sofia S., hired 07 October 2020, separated 27 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6121?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23368", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3718: employee Viktor B., hired 08 August 2022, separated 11 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3718?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23369", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3393: employee Ravi A., hired 02 August 2021, separated 17 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3393?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Dmitri reports to Chiara.\n- Nadia works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Chiara works for Bluepine Aviation.\n- Nadia reports to Hana.\n- Omar reports to Mara.\n- Cobalt Health is headquartered in Adelaide.\n- Anders reports to Viktor.\n- Cedar Retail Group was founded in 1984.\n- Cobalt Health was founded in 1990.\n- Viktor reports to Priya.\n- Mara works for Bluepine Aviation.\n- Hana reports to Amara.\n- Priya reports to Omar.\n- Amara reports to Lucia.\n- Hana works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Chiara reports to Nadia.\n- Deshawn reports to Anders.\n- Cedar Retail Group is headquartered in Lyon.\n- Anders works for Bluepine Aviation.\n- Amara works for Cobalt Health.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1977.\n- Lucia reports to Deshawn.\n- Dmitri works for Cedar Retail Group.\n- Viktor works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23371", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23372", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 21789, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23373", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23374", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23375", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23376", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23377", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1992.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 2009.\n- Stefan works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 1987.\n- Mara reports to Jonas.\n- Hana works for Bluepine Aviation.\n- Ravi works for Lattice Analytics.\n- Deshawn reports to Ravi.\n- Yuki works for Lattice Analytics.\n- Bruno reports to Hana.\n- Ironwood Manufacturing was founded in 1976.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ravi reports to Stefan.\n- Jonas reports to Yuki.\n- Lattice Analytics is headquartered in Brno.\n- Hana reports to Deshawn.\n- Yuki reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2004", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23379", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Emeka.\n- Deshawn reports to Felix.\n- Bruno works for Summit Energy.\n- Ingrid reports to Kenji.\n- Emeka reports to Aisha.\n- Mateo works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Mateo reports to Mei.\n- Pablo works for Crescent Telecom.\n- Cobalt Health is headquartered in Lyon.\n- Aisha works for Summit Energy.\n- Mei reports to Deshawn.\n- Kenji reports to Bruno.\n- Aisha reports to Ingrid.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Felix reports to Nadia.\n- Summit Energy was founded in 1983.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bruno reports to Mateo.\n- Bluepine Aviation was founded in 1989.\n- Felix works for Cobalt Health.\n- Sanne works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Nadia reports to Pablo.\n- Cobalt Health was founded in 1993.\n- Summit Energy is headquartered in Leeds.\n- Deshawn works for Summit Energy.\n- Crescent Telecom is headquartered in Turku.\n- Nadia works for Cobalt Health.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23381", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23382", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23383", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1351: employee Sanne A., hired 24 April 2022, separated 21 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1351?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Omar.\n- Priya reports to Tobias.\n- Meridian Bank is headquartered in Valencia.\n- Priya works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Tobias reports to Chiara.\n- Atlas Freight was founded in 1995.\n- Felix works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Tobias works for Summit Energy.\n- Omar reports to Priya.\n- Vantage Air is headquartered in Adelaide.\n- Summit Energy was founded in 1991.\n- Dmitri works for Vantage Air.\n- Leila works for Vantage Air.\n- Chiara works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Meridian Bank was founded in 1975.\n- Atlas Freight is headquartered in Dunedin.\n- Leila reports to Felix.\n- Chiara reports to Dmitri.\n- Dmitri reports to Mei.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1970", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23385", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1563: employee Zoya S., hired 20 June 2024, separated 05 February 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-1563 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,800", "2": "$15,167", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Amara reports to Ingrid.\n- Atlas Freight is headquartered in Tallinn.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Adelaide.\n- Sofia works for Atlas Freight.\n- Kenji reports to Amara.\n- Zoya works for Summit Energy.\n- Elena reports to Sofia.\n- Summit Energy is headquartered in Cork.\n- Atlas Freight was founded in 2011.\n- Summit Energy was founded in 1978.\n- Amara works for Summit Energy.\n- Ingrid reports to Anders.\n- Chiara reports to Elena.\n- Crescent Telecom was founded in 1999.\n- Northwind Systems is headquartered in Bergen.\n- Sofia reports to Kenji.\n- Anders works for Northwind Systems.\n- Anders reports to Zoya.\n- Kenji works for Summit Energy.\n- Northwind Systems was founded in 2000.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23387", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23388", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23389", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3098: employee Hana K., hired 21 November 2020, separated 14 December 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-3098?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Tessa works for Meridian Bank.\n- Deshawn works for Cedar Retail Group.\n- Tessa reports to Deshawn.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Mara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Callum.\n- Emeka works for Meridian Bank.\n- Deshawn reports to Mateo.\n- Mara reports to Anders.\n- Pinnacle Software was founded in 1993.\n- Meridian Bank was founded in 2006.\n- Crescent Telecom was founded in 1994.\n- Elena works for Crescent Telecom.\n- Priya works for Pinnacle Software.\n- Bruno reports to Emeka.\n- Crescent Telecom is headquartered in Brno.\n- Priya reports to Bruno.\n- Callum works for Pinnacle Software.\n- Meridian Bank is headquartered in Lyon.\n- Tobias works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Tobias reports to Tessa.\n- Anders works for Cedar Retail Group.\n- Callum reports to Priya.\n- Elena reports to Mara.\n- Anders reports to Tobias.\n- Cedar Retail Group was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23391", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1718: employee Ingrid M., hired 02 December 2022, separated 15 March 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-1718 under the controlling rules.", "criteria": {"0": "$4,192", "1": "$22,500", "2": "$3,375", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23392", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tallinn.\n- Lucia works for Pinnacle Software.\n- Omar reports to Lucia.\n- Fernhill Foods is headquartered in Tallinn.\n- Sofia reports to Mara.\n- Viktor works for Cobalt Health.\n- Mara reports to Callum.\n- Summit Energy was founded in 1992.\n- Hana reports to Chiara.\n- Chiara reports to Anders.\n- Deshawn works for Summit Energy.\n- Fernhill Foods was founded in 1976.\n- Hana works for Summit Energy.\n- Omar works for Fernhill Foods.\n- Sofia works for Summit Energy.\n- Pinnacle Software was founded in 1981.\n- Anders reports to Viktor.\n- Viktor reports to Sofia.\n- Pinnacle Software is headquartered in Lyon.\n- Cobalt Health was founded in 1989.\n- Anders works for Fernhill Foods.\n- Mara works for Summit Energy.\n- Chiara works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Deshawn reports to Hana.\n- Lucia reports to Deshawn.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23394", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23395", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23396", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9118: employee Sofia S., hired 19 December 2021, separated 16 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9118?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23397", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23398", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23399", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9800: employee Tessa T., hired 10 October 2020, separated 13 September 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-9800 under the controlling rules.", "criteria": {"0": "$18,300", "1": "$18,375", "2": "$79,300", "3": "$19,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23400", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks for lab results", "3": "requests specialist referral", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23401", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23402", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23403", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "report_delay", "4": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Dmitri.\n- Meridian Bank was founded in 1981.\n- Bluepine Aviation was founded in 1995.\n- Dmitri works for Pinnacle Software.\n- Pablo reports to Mara.\n- Anders reports to Lucia.\n- Stefan reports to Callum.\n- Hana works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Anders works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Mara works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Callum works for Pinnacle Software.\n- Lucia reports to Hana.\n- Stefan works for Ironwood Manufacturing.\n- Mara reports to Nadia.\n- Dmitri reports to Stefan.\n- Ironwood Manufacturing is headquartered in Austin.\n- Pinnacle Software is headquartered in Halifax.\n- Callum reports to Pablo.\n- Ironwood Manufacturing was founded in 2011.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Bergen.\n- Pinnacle Software was founded in 2003.\n- Nadia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23405", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6678: employee Mateo R., hired 14 August 2021, separated 23 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6678?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23406", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23407", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8584: employee Ingrid R., hired 13 June 2023, separated 02 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8584?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23408", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1145: employee Sofia S., hired 23 January 2022, separated 03 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1145?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23409", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2012.\n- Deshawn works for Crescent Telecom.\n- Emeka works for Fernhill Foods.\n- Meridian Bank is headquartered in Halifax.\n- Elena reports to Tobias.\n- Fernhill Foods was founded in 1995.\n- Lucia works for Crescent Telecom.\n- Leila works for Meridian Bank.\n- Leila reports to Felix.\n- Viktor works for Crescent Telecom.\n- Lattice Analytics is headquartered in Leeds.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Bruno works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Felix reports to Bruno.\n- Crescent Telecom is headquartered in Tampere.\n- Lattice Analytics was founded in 1987.\n- Elena works for Meridian Bank.\n- Aisha works for Fernhill Foods.\n- Omar reports to Leila.\n- Emeka reports to Aisha.\n- Bruno reports to Zoya.\n- Omar works for Lattice Analytics.\n- Zoya reports to Elena.\n- Aisha reports to Viktor.\n- Viktor reports to Lucia.\n- Meridian Bank was founded in 1987.\n- Deshawn reports to Emeka.\n- Zoya works for Meridian Bank.\n- Lucia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23411", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1835: employee Yuki B., hired 08 September 2021, separated 15 December 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-1835 under the controlling rules.", "criteria": {"0": "$24,923", "1": "$25,423", "2": "$24,808", "3": "$108,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23412", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 19512\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23413", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23414", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23415", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23416", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23417", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1997.\n- Elena works for Beacon Insurance.\n- Pinnacle Software was founded in 1987.\n- Beacon Insurance was founded in 1983.\n- Mei works for Pinnacle Software.\n- Elena reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Mei.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Viktor reports to Nadia.\n- Fernhill Foods is headquartered in Malmo.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Zoya reports to Elena.\n- Anders reports to Viktor.\n- Fernhill Foods was founded in 1988.\n- Yuki reports to Zoya.\n- Nadia reports to Yuki.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Tobias.\n- Sanne reports to Sofia.\n- Nadia reports to Leila.\n- Sofia reports to Viktor.\n- Elena reports to Nadia.\n- Elena works for Cobalt Health.\n- Crescent Telecom was founded in 2014.\n- Leila reports to Sanne.\n- Priya works for Cobalt Health.\n- Crescent Telecom is headquartered in Tampere.\n- Zoya works for Cobalt Health.\n- Hana works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1993.\n- Ingrid works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1979.\n- Sofia works for Ironwood Manufacturing.\n- Tobias reports to Mateo.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mateo reports to Ingrid.\n- Viktor works for Crescent Telecom.\n- Zoya reports to Priya.\n- Hana reports to Elena.\n- Mateo works for Crescent Telecom.\n- Priya reports to Hana.\n- Tobias works for Beacon Insurance.\n- Cobalt Health is headquartered in Brno.\n- Leila works for Beacon Insurance.\n- Cobalt Health was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23419", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Kenji reports to Ingrid.\n- Sanne works for Lattice Analytics.\n- Kenji works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1988.\n- Chiara works for Lattice Analytics.\n- Mateo reports to Aisha.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha works for Cedar Retail Group.\n- Dmitri works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Yuki works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Dmitri reports to Yuki.\n- Anders works for Lattice Analytics.\n- Amara reports to Mateo.\n- Ingrid reports to Dmitri.\n- Lattice Analytics was founded in 2002.\n- Fernhill Foods was founded in 2009.\n- Lattice Analytics is headquartered in Austin.\n- Chiara reports to Amara.\n- Aisha reports to Anders.\n- Anders reports to Kenji.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23421", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23422", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6908: employee Bruno M., hired 27 April 2023, separated 29 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6908?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23423", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1929: employee Ingrid K., hired 05 January 2023, separated 16 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1929?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23424", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8790: employee Dmitri S., hired 01 October 2022, separated 23 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8790?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23425", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23426", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23427", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Aisha.\n- Elena reports to Omar.\n- Northwind Systems was founded in 2007.\n- Elena works for Fernhill Foods.\n- Tobias reports to Callum.\n- Fernhill Foods was founded in 1989.\n- Zoya works for Fernhill Foods.\n- Meridian Bank is headquartered in Tampere.\n- Felix works for Northwind Systems.\n- Aisha works for Meridian Bank.\n- Viktor reports to Tobias.\n- Callum reports to Sanne.\n- Tobias works for Meridian Bank.\n- Callum works for Cobalt Health.\n- Meridian Bank was founded in 1986.\n- Mara works for Northwind Systems.\n- Mara reports to Viktor.\n- Felix reports to Mara.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Stefan reports to Elena.\n- Sofia works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Omar reports to Zoya.\n- Cobalt Health was founded in 2004.\n- Aisha reports to Stefan.\n- Cobalt Health is headquartered in Adelaide.\n- Sanne reports to Sofia.\n- Fernhill Foods is headquartered in Leeds.\n- Sanne works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23429", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23430", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2014.\n- Pablo works for Meridian Bank.\n- Atlas Freight is headquartered in Adelaide.\n- Sanne works for Cobalt Health.\n- Leila reports to Felix.\n- Atlas Freight was founded in 1988.\n- Felix works for Atlas Freight.\n- Felix reports to Jonas.\n- Meridian Bank is headquartered in Ghent.\n- Viktor reports to Mei.\n- Emeka reports to Viktor.\n- Anders reports to Pablo.\n- Anders works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Mei reports to Sanne.\n- Dmitri works for Atlas Freight.\n- Viktor works for Cobalt Health.\n- Dmitri reports to Emeka.\n- Vantage Air is headquartered in Adelaide.\n- Mei works for Atlas Freight.\n- Vantage Air was founded in 1992.\n- Sanne reports to Anders.\n- Jonas works for Vantage Air.\n- Cobalt Health was founded in 1996.\n- Jonas reports to Dmitri.\n- Emeka works for Meridian Bank.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23432", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5691: employee Omar S., hired 20 March 2023, separated 01 July 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5691?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23433", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23434", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23435", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8166: employee Wren R., hired 22 November 2024, separated 28 December 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2025-8166 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$5,500", "2": "$4,950", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Zoya.\n- Priya reports to Aisha.\n- Zoya works for Bluepine Aviation.\n- Elena works for Beacon Insurance.\n- Omar works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Ghent.\n- Hana reports to Callum.\n- Jonas works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Jonas reports to Omar.\n- Elena reports to Jonas.\n- Lattice Analytics was founded in 1983.\n- Hana works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tallinn.\n- Wren reports to Hana.\n- Lattice Analytics is headquartered in Ghent.\n- Beacon Insurance was founded in 1998.\n- Bluepine Aviation was founded in 2015.\n- Priya works for Northwind Systems.\n- Sanne reports to Wren.\n- Northwind Systems was founded in 1982.\n- Callum reports to Priya.\n- Beacon Insurance is headquartered in Dunedin.\n- Zoya reports to Elena.\n- Wren works for Lattice Analytics.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23437", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23438", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Dmitri works for Fernhill Foods.\n- Callum works for Cobalt Health.\n- Bluepine Aviation was founded in 1986.\n- Meridian Bank was founded in 2013.\n- Cobalt Health was founded in 1988.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Austin.\n- Chiara works for Fernhill Foods.\n- Cobalt Health is headquartered in Bergen.\n- Callum reports to Bruno.\n- Chiara reports to Tobias.\n- Tobias reports to Viktor.\n- Fernhill Foods was founded in 2004.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Ingrid.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid reports to Dmitri.\n- Tobias works for Meridian Bank.\n- Fernhill Foods is headquartered in Austin.\n- Sanne reports to Callum.\n- Dmitri reports to Chiara.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1989", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2007.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor works for Pinnacle Software.\n- Beacon Insurance was founded in 1992.\n- Ravi works for Crescent Telecom.\n- Viktor reports to Omar.\n- Wren works for Beacon Insurance.\n- Omar works for Summit Energy.\n- Tobias reports to Elena.\n- Ingrid works for Crescent Telecom.\n- Pinnacle Software is headquartered in Halifax.\n- Ingrid reports to Nadia.\n- Wren reports to Ingrid.\n- Tessa reports to Anders.\n- Anders works for Pinnacle Software.\n- Jonas reports to Tobias.\n- Jonas works for Beacon Insurance.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 1996.\n- Elena works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Anders reports to Ravi.\n- Nadia reports to Dmitri.\n- Summit Energy was founded in 1980.\n- Summit Energy is headquartered in Austin.\n- Ravi reports to Wren.\n- Omar reports to Jonas.\n- Tobias works for Summit Energy.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Pablo reports to Nadia.\n- Emeka works for Bluepine Aviation.\n- Elena works for Atlas Freight.\n- Elena reports to Pablo.\n- Beacon Insurance was founded in 2002.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Bergen.\n- Lucia works for Vantage Air.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1990.\n- Nadia works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Vantage Air was founded in 2008.\n- Ingrid reports to Emeka.\n- Hana works for Atlas Freight.\n- Hana reports to Lucia.\n- Pablo works for Atlas Freight.\n- Nadia reports to Dmitri.\n- Lucia reports to Elena.\n- Sofia reports to Stefan.\n- Stefan reports to Omar.\n- Dmitri works for Beacon Insurance.\n- Mateo reports to Ingrid.\n- Emeka reports to Sofia.\n- Bluepine Aviation was founded in 1975.\n- Vantage Air is headquartered in Adelaide.\n- Dmitri reports to Mateo.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1988", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23442", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23443", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Fernhill Foods was founded in 1977.\n- Atlas Freight was founded in 2004.\n- Viktor works for Fernhill Foods.\n- Tobias works for Summit Energy.\n- Mei reports to Zoya.\n- Viktor reports to Leila.\n- Bruno reports to Lucia.\n- Jonas reports to Tobias.\n- Dmitri works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Pablo reports to Dmitri.\n- Zoya works for Summit Energy.\n- Leila works for Helios Logistics.\n- Nadia reports to Bruno.\n- Mei works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Lucia works for Helios Logistics.\n- Tobias reports to Viktor.\n- Summit Energy was founded in 1982.\n- Helios Logistics was founded in 2009.\n- Summit Energy is headquartered in Ghent.\n- Jonas works for Summit Energy.\n- Atlas Freight is headquartered in Valencia.\n- Anders reports to Pablo.\n- Bruno works for Fernhill Foods.\n- Anders works for Atlas Freight.\n- Zoya reports to Jonas.\n- Helios Logistics is headquartered in Turku.\n- Leila reports to Nadia.\n- Lucia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23445", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 May 2025): For employees hired on or after 26 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3565: employee Chiara K., hired 03 January 2022, separated 12 January 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3565?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23446", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3141: employee Viktor K., hired 10 January 2023, separated 27 November 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-3141 under the controlling rules.", "criteria": {"0": "$6,077", "1": "$22,000", "2": "$5,077", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Elena works for Crescent Telecom.\n- Callum reports to Chiara.\n- Lucia works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Northwind Systems is headquartered in Malmo.\n- Tessa reports to Amara.\n- Elena reports to Leila.\n- Anders reports to Mateo.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Tessa works for Northwind Systems.\n- Dmitri works for Lattice Analytics.\n- Amara works for Northwind Systems.\n- Mateo works for Crescent Telecom.\n- Ravi reports to Elena.\n- Anders works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Crescent Telecom was founded in 2011.\n- Chiara reports to Tessa.\n- Northwind Systems was founded in 1981.\n- Leila reports to Sofia.\n- Dmitri reports to Lucia.\n- Amara reports to Dmitri.\n- Mateo reports to Callum.\n- Pinnacle Software was founded in 1991.\n- Lattice Analytics was founded in 1997.\n- Lucia reports to Ravi.\n- Chiara works for Crescent Telecom.\n- Lattice Analytics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Mateo reports to Amara.\n- Viktor works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Dmitri works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Elena reports to Mateo.\n- Viktor reports to Yuki.\n- Mateo works for Northwind Systems.\n- Pablo works for Lattice Analytics.\n- Meridian Bank was founded in 1992.\n- Lattice Analytics was founded in 1977.\n- Pablo reports to Viktor.\n- Meridian Bank is headquartered in Oslo.\n- Dmitri reports to Elena.\n- Lattice Analytics is headquartered in Valencia.\n- Yuki reports to Dmitri.\n- Zoya works for Meridian Bank.\n- Northwind Systems was founded in 2008.\n- Elena works for Northwind Systems.\n- Amara reports to Zoya.\n- Cobalt Health was founded in 2000.\n- Cobalt Health is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Mara works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Amara reports to Priya.\n- Lucia reports to Leila.\n- Priya reports to Mara.\n- Nadia reports to Anders.\n- Beacon Insurance was founded in 1978.\n- Crescent Telecom was founded in 1982.\n- Ironwood Manufacturing was founded in 2005.\n- Crescent Telecom is headquartered in Oslo.\n- Mara reports to Emeka.\n- Emeka reports to Nadia.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Priya works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Summit Energy is headquartered in Adelaide.\n- Anders works for Ironwood Manufacturing.\n- Leila reports to Amara.\n- Leila works for Summit Energy.\n- Beacon Insurance is headquartered in Adelaide.\n- Lucia works for Crescent Telecom.\n- Summit Energy was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23450", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2183: employee Jonas M., hired 31 December 2022, separated 04 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2183?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Tessa reports to Emeka.\n- Tessa works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Ingrid reports to Callum.\n- Jonas works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Sanne reports to Lucia.\n- Lucia works for Summit Energy.\n- Pinnacle Software was founded in 1999.\n- Summit Energy was founded in 1976.\n- Ingrid works for Summit Energy.\n- Amara reports to Sanne.\n- Stefan reports to Hana.\n- Pinnacle Software is headquartered in Tallinn.\n- Hana works for Beacon Insurance.\n- Stefan works for Vantage Air.\n- Jonas reports to Ingrid.\n- Amara works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Beacon Insurance is headquartered in Leeds.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Dmitri works for Summit Energy.\n- Beacon Insurance was founded in 1976.\n- Callum reports to Dmitri.\n- Lucia reports to Stefan.\n- Hana reports to Felix.\n- Felix reports to Jonas.\n- Felix works for Summit Energy.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23452", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23453", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mei.\n- Mara reports to Omar.\n- Mateo works for Northwind Systems.\n- Bruno reports to Mara.\n- Bruno works for Fernhill Foods.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Beacon Insurance is headquartered in Austin.\n- Kenji reports to Stefan.\n- Lucia works for Fernhill Foods.\n- Mei works for Northwind Systems.\n- Atlas Freight was founded in 1978.\n- Mei reports to Lucia.\n- Fernhill Foods was founded in 2011.\n- Fernhill Foods is headquartered in Austin.\n- Mara works for Beacon Insurance.\n- Ingrid works for Fernhill Foods.\n- Northwind Systems is headquartered in Leeds.\n- Stefan reports to Bruno.\n- Mateo reports to Felix.\n- Northwind Systems was founded in 1979.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Lucia reports to Ingrid.\n- Stefan works for Beacon Insurance.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23455", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23456", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23457", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23458", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23459", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23460", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23461", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8456: employee Dmitri B., hired 28 April 2022, separated 14 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8456?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23462", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9512: employee Aisha K., hired 19 April 2022, separated 02 April 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9512?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23463", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6812: employee Bruno A., hired 08 June 2023, separated 19 September 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-6812 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$30,333", "2": "$4,550", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Stefan.\n- Hana works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Deshawn reports to Pablo.\n- Pablo works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Stefan works for Cedar Retail Group.\n- Amara reports to Hana.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Vantage Air was founded in 2014.\n- Jonas works for Helios Logistics.\n- Meridian Bank is headquartered in Nagoya.\n- Amara works for Vantage Air.\n- Helios Logistics was founded in 1991.\n- Deshawn works for Vantage Air.\n- Cedar Retail Group was founded in 1978.\n- Anders reports to Mei.\n- Vantage Air is headquartered in Nagoya.\n- Meridian Bank was founded in 1981.\n- Sofia works for Cedar Retail Group.\n- Mei reports to Jonas.\n- Anders works for Helios Logistics.\n- Jonas reports to Ingrid.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid reports to Deshawn.\n- Sofia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23465", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2009: employee Anders K., hired 29 April 2022, separated 12 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2009?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23466", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Wren reports to Omar.\n- Callum reports to Wren.\n- Viktor reports to Callum.\n- Hana works for Northwind Systems.\n- Lattice Analytics is headquartered in Lyon.\n- Sanne works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Zoya reports to Hana.\n- Deshawn reports to Nadia.\n- Sanne reports to Zoya.\n- Deshawn works for Meridian Bank.\n- Northwind Systems is headquartered in Brno.\n- Nadia works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Lucia works for Meridian Bank.\n- Lattice Analytics was founded in 2003.\n- Tobias reports to Lucia.\n- Lucia reports to Viktor.\n- Tobias works for Lattice Analytics.\n- Viktor works for Meridian Bank.\n- Bluepine Aviation was founded in 1977.\n- Meridian Bank was founded in 2010.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Deshawn.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Northwind Systems was founded in 1981.\n- Omar reports to Mateo.\n- Bluepine Aviation is headquartered in Valencia.\n- Nadia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23468", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6824: employee Priya K., hired 01 July 2023, separated 30 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6824?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23469", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23470", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3385: employee Ingrid B., hired 06 August 2023, separated 23 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3385?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23471", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23472", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5768: employee Deshawn M., hired 17 May 2024, separated 27 August 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-5768 under the controlling rules.", "criteria": {"0": "$10,062", "1": "$43,983", "2": "$10,150", "3": "$11,150"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23473", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23474", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Amara works for Lattice Analytics.\n- Felix reports to Anders.\n- Helios Logistics was founded in 1997.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Anders reports to Dmitri.\n- Mateo works for Fernhill Foods.\n- Hana reports to Callum.\n- Sofia works for Fernhill Foods.\n- Dmitri works for Helios Logistics.\n- Fernhill Foods was founded in 1989.\n- Fernhill Foods is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1987.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Helios Logistics is headquartered in Valencia.\n- Callum reports to Amara.\n- Sofia reports to Felix.\n- Felix works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Mateo reports to Hana.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23476", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23477", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 77188 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "request_refund", "4": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Mara reports to Mei.\n- Chiara reports to Amara.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank was founded in 1983.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 1982.\n- Mei reports to Priya.\n- Stefan works for Helios Logistics.\n- Stefan reports to Hana.\n- Hana reports to Chiara.\n- Chiara works for Meridian Bank.\n- Helios Logistics is headquartered in Basel.\n- Mei works for Beacon Insurance.\n- Meridian Bank is headquartered in Cork.\n- Amara reports to Mara.\n- Viktor reports to Stefan.\n- Mara works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Helios Logistics was founded in 1993.\n- Beacon Insurance was founded in 1983.\n- Amara works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1981", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Bruno reports to Pablo.\n- Felix works for Bluepine Aviation.\n- Lucia reports to Mara.\n- Leila reports to Felix.\n- Emeka reports to Wren.\n- Bluepine Aviation was founded in 1999.\n- Wren reports to Leila.\n- Tobias reports to Emeka.\n- Deshawn reports to Bruno.\n- Lucia works for Bluepine Aviation.\n- Mara works for Atlas Freight.\n- Wren works for Bluepine Aviation.\n- Felix reports to Sofia.\n- Atlas Freight was founded in 2006.\n- Zoya works for Vantage Air.\n- Atlas Freight is headquartered in Leeds.\n- Vantage Air was founded in 1993.\n- Tobias works for Northwind Systems.\n- Sofia reports to Deshawn.\n- Pablo reports to Lucia.\n- Northwind Systems was founded in 2014.\n- Bluepine Aviation is headquartered in Turku.\n- Sofia works for Vantage Air.\n- Emeka works for Atlas Freight.\n- Mara reports to Zoya.\n- Leila works for Atlas Freight.\n- Vantage Air is headquartered in Adelaide.\n- Bruno works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23480", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8941: employee Anders A., hired 06 January 2023, separated 25 April 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-8941 under the controlling rules.", "criteria": {"0": "$5,750", "1": "$6,300", "2": "$5,800", "3": "$25,133"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23481", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2244: employee Kenji S., hired 11 March 2021, separated 24 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2244?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Helios Logistics.\n- Ingrid reports to Yuki.\n- Ingrid works for Vantage Air.\n- Beacon Insurance is headquartered in Basel.\n- Priya works for Pinnacle Software.\n- Sofia reports to Chiara.\n- Lucia works for Helios Logistics.\n- Elena reports to Tessa.\n- Mateo reports to Ingrid.\n- Beacon Insurance was founded in 2014.\n- Tobias reports to Wren.\n- Tessa reports to Sofia.\n- Lucia reports to Elena.\n- Wren works for Vantage Air.\n- Mateo works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Pinnacle Software is headquartered in Porto.\n- Yuki reports to Lucia.\n- Tobias works for Pinnacle Software.\n- Wren reports to Mateo.\n- Priya reports to Tobias.\n- Elena works for Helios Logistics.\n- Vantage Air was founded in 1986.\n- Pinnacle Software was founded in 1984.\n- Chiara reports to Anders.\n- Sofia works for Beacon Insurance.\n- Vantage Air is headquartered in Dunedin.\n- Anders works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Helios Logistics was founded in 1976.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23483", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9312: employee Bruno K., hired 27 October 2023, separated 17 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9312?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23484", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 December 2022): For employees hired on or after 01 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8230: employee Omar R., hired 12 September 2022, separated 17 April 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-8230 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$600", "2": "$4,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23485", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9019: employee Anders S., hired 15 March 2024, separated 25 August 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-9019 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$1,750", "2": "$500", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Beacon Insurance was founded in 2000.\n- Lattice Analytics is headquartered in Brno.\n- Cobalt Health is headquartered in Porto.\n- Bruno reports to Mara.\n- Cedar Retail Group is headquartered in Brno.\n- Stefan reports to Priya.\n- Mara reports to Dmitri.\n- Mara works for Lattice Analytics.\n- Nadia reports to Lucia.\n- Nadia works for Cobalt Health.\n- Priya works for Cedar Retail Group.\n- Lucia works for Lattice Analytics.\n- Dmitri reports to Aisha.\n- Beacon Insurance is headquartered in Brno.\n- Lucia reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Priya reports to Bruno.\n- Cedar Retail Group was founded in 1980.\n- Bruno works for Cedar Retail Group.\n- Dmitri works for Beacon Insurance.\n- Cobalt Health was founded in 1990.\n- Lattice Analytics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Bluepine Aviation is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.\n- Beacon Insurance was founded in 2015.\n- Lattice Analytics is headquartered in Valencia.\n- Callum works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Dmitri reports to Mateo.\n- Mara reports to Yuki.\n- Felix works for Lattice Analytics.\n- Yuki reports to Dmitri.\n- Emeka reports to Pablo.\n- Bruno reports to Kenji.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics was founded in 2012.\n- Kenji reports to Felix.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.\n- Felix reports to Callum.\n- Dmitri works for Beacon Insurance.\n- Bluepine Aviation was founded in 2012.\n- Mara works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Emeka works for Lattice Analytics.\n- Beacon Insurance is headquartered in Basel.\n- Pablo reports to Mara.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23489", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5844: employee Elena R., hired 20 February 2022, separated 24 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5844?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Zoya.\n- Summit Energy is headquartered in Turku.\n- Emeka works for Beacon Insurance.\n- Anders reports to Priya.\n- Pablo reports to Aisha.\n- Pablo works for Beacon Insurance.\n- Summit Energy was founded in 2013.\n- Beacon Insurance is headquartered in Turku.\n- Stefan reports to Pablo.\n- Priya reports to Mara.\n- Beacon Insurance was founded in 1985.\n- Crescent Telecom was founded in 2012.\n- Stefan works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Fernhill Foods was founded in 1992.\n- Mara works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Aisha works for Beacon Insurance.\n- Mara reports to Stefan.\n- Priya works for Summit Energy.\n- Zoya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23491", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy", "4": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Priya reports to Mateo.\n- Vantage Air was founded in 1984.\n- Mateo reports to Mei.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Lyon.\n- Mei reports to Emeka.\n- Ravi works for Fernhill Foods.\n- Aisha works for Vantage Air.\n- Omar works for Summit Energy.\n- Ravi reports to Tessa.\n- Tessa reports to Omar.\n- Priya works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Amara reports to Aisha.\n- Nadia reports to Ravi.\n- Aisha reports to Callum.\n- Emeka reports to Amara.\n- Wren reports to Priya.\n- Tessa works for Ironwood Manufacturing.\n- Wren works for Vantage Air.\n- Fernhill Foods was founded in 2007.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Vantage Air is headquartered in Cork.\n- Fernhill Foods is headquartered in Ghent.\n- Emeka works for Summit Energy.\n- Mei works for Summit Energy.\n- Mateo works for Fernhill Foods.\n- Callum reports to Nadia.\n- Summit Energy was founded in 1998.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23493", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Dunedin.\n- Mara reports to Leila.\n- Ironwood Manufacturing was founded in 1980.\n- Emeka reports to Viktor.\n- Deshawn reports to Mara.\n- Mara works for Helios Logistics.\n- Viktor works for Atlas Freight.\n- Helios Logistics was founded in 1980.\n- Emeka works for Ironwood Manufacturing.\n- Elena reports to Emeka.\n- Deshawn works for Atlas Freight.\n- Tessa works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Leila reports to Ravi.\n- Elena works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Lyon.\n- Ravi works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Atlas Freight was founded in 1987.\n- Viktor reports to Deshawn.\n- Ravi reports to Tessa.\n- Bruno reports to Priya.\n- Bruno works for Helios Logistics.\n- Atlas Freight is headquartered in Malmo.\n- Bluepine Aviation was founded in 2003.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Austin.\n- Stefan reports to Sofia.\n- Stefan works for Meridian Bank.\n- Yuki works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1993.\n- Fernhill Foods was founded in 1994.\n- Meridian Bank was founded in 1995.\n- Emeka reports to Chiara.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Leila works for Ironwood Manufacturing.\n- Ravi works for Fernhill Foods.\n- Elena reports to Aisha.\n- Chiara reports to Stefan.\n- Aisha reports to Hana.\n- Fernhill Foods is headquartered in Austin.\n- Sofia works for Meridian Bank.\n- Zoya works for Fernhill Foods.\n- Ravi reports to Elena.\n- Cobalt Health was founded in 1987.\n- Yuki reports to Leila.\n- Aisha works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Zoya reports to Emeka.\n- Callum reports to Yuki.\n- Elena works for Cobalt Health.\n- Chiara works for Fernhill Foods.\n- Callum works for Meridian Bank.\n- Leila reports to Zoya.\n- Hana reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1978.\n- Priya reports to Kenji.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2010.\n- Emeka reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 1997.\n- Sanne works for Helios Logistics.\n- Wren works for Vantage Air.\n- Viktor reports to Wren.\n- Tobias works for Ironwood Manufacturing.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Aisha reports to Emeka.\n- Priya works for Vantage Air.\n- Kenji reports to Aisha.\n- Sanne reports to Lucia.\n- Helios Logistics is headquartered in Porto.\n- Kenji works for Crescent Telecom.\n- Lucia works for Ironwood Manufacturing.\n- Aisha works for Vantage Air.\n- Emeka works for Helios Logistics.\n- Pablo reports to Tobias.\n- Crescent Telecom was founded in 1992.\n- Wren reports to Pablo.\n- Vantage Air is headquartered in Basel.\n- Tobias reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Viktor.\n- Felix reports to Zoya.\n- Northwind Systems is headquartered in Dunedin.\n- Nadia works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Viktor reports to Nadia.\n- Callum reports to Felix.\n- Crescent Telecom is headquartered in Oslo.\n- Callum works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders reports to Kenji.\n- Zoya works for Northwind Systems.\n- Wren works for Cedar Retail Group.\n- Northwind Systems was founded in 1988.\n- Anders works for Crescent Telecom.\n- Felix works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Nadia reports to Wren.\n- Wren reports to Anders.\n- Helios Logistics is headquartered in Ghent.\n- Cedar Retail Group was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23498", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8401: employee Lucia T., hired 05 February 2024, separated 03 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8401?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23499", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Ravi works for Cedar Retail Group.\n- Jonas works for Bluepine Aviation.\n- Omar reports to Sanne.\n- Callum reports to Elena.\n- Northwind Systems was founded in 2003.\n- Sanne works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1983.\n- Pablo reports to Nadia.\n- Omar works for Cedar Retail Group.\n- Crescent Telecom was founded in 1995.\n- Elena reports to Chiara.\n- Northwind Systems is headquartered in Oslo.\n- Callum works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Sofia reports to Ravi.\n- Sanne reports to Yuki.\n- Bluepine Aviation is headquartered in Basel.\n- Chiara works for Crescent Telecom.\n- Nadia works for Cedar Retail Group.\n- Yuki reports to Pablo.\n- Jonas reports to Bruno.\n- Chiara reports to Jonas.\n- Ravi reports to Callum.\n- Pablo works for Crescent Telecom.\n- Yuki works for Cedar Retail Group.\n- Sofia works for Crescent Telecom.\n- Bruno reports to Omar.\n- Bluepine Aviation was founded in 2013.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23501", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5997: employee Yuki A., hired 15 May 2021, separated 05 July 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5997?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Summit Energy was founded in 1980.\n- Yuki reports to Felix.\n- Lattice Analytics was founded in 1988.\n- Elena works for Pinnacle Software.\n- Omar reports to Sofia.\n- Chiara works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Jonas works for Summit Energy.\n- Mateo works for Lattice Analytics.\n- Sofia reports to Ingrid.\n- Tobias reports to Mateo.\n- Mateo reports to Jonas.\n- Pablo works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Lattice Analytics is headquartered in Brno.\n- Tessa works for Summit Energy.\n- Jonas reports to Elena.\n- Ingrid reports to Yuki.\n- Elena reports to Pablo.\n- Pablo reports to Omar.\n- Crescent Telecom was founded in 2015.\n- Chiara reports to Tessa.\n- Tobias works for Summit Energy.\n- Pinnacle Software was founded in 2000.\n- Summit Energy is headquartered in Porto.\n- Omar works for Pinnacle Software.\n- Felix reports to Chiara.\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software is headquartered in Porto.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Beacon Insurance was founded in 2010.\n- Dmitri reports to Chiara.\n- Mei reports to Wren.\n- Cedar Retail Group was founded in 2006.\n- Chiara works for Beacon Insurance.\n- Aisha reports to Emeka.\n- Mei works for Cedar Retail Group.\n- Kenji reports to Zoya.\n- Leila reports to Pablo.\n- Emeka reports to Mei.\n- Cobalt Health was founded in 1985.\n- Cedar Retail Group is headquartered in Turku.\n- Beacon Insurance is headquartered in Oslo.\n- Priya reports to Leila.\n- Zoya works for Vantage Air.\n- Kenji works for Beacon Insurance.\n- Chiara reports to Aisha.\n- Dmitri works for Cobalt Health.\n- Vantage Air is headquartered in Halifax.\n- Amara reports to Kenji.\n- Pablo reports to Dmitri.\n- Amara works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Leila works for Cobalt Health.\n- Wren reports to Amara.\n- Aisha works for Vantage Air.\n- Emeka works for Cedar Retail Group.\n- Vantage Air was founded in 2008.\n- Cobalt Health is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Tobias reports to Emeka.\n- Hana reports to Tessa.\n- Pinnacle Software is headquartered in Porto.\n- Cedar Retail Group was founded in 2010.\n- Priya works for Cedar Retail Group.\n- Priya reports to Hana.\n- Atlas Freight was founded in 1981.\n- Pinnacle Software was founded in 2001.\n- Cedar Retail Group is headquartered in Ghent.\n- Nadia reports to Kenji.\n- Yuki reports to Nadia.\n- Mara works for Atlas Freight.\n- Tessa works for Cedar Retail Group.\n- Tobias works for Atlas Freight.\n- Callum works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Tessa reports to Callum.\n- Vantage Air is headquartered in Porto.\n- Yuki works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Mara reports to Priya.\n- Atlas Freight is headquartered in Cork.\n- Vantage Air was founded in 1980.\n- Kenji reports to Tobias.\n- Emeka reports to Mara.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23505", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8444: employee Callum T., hired 17 March 2020, separated 02 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8444?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23506", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Callum works for Northwind Systems.\n- Callum reports to Wren.\n- Amara works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Yuki.\n- Cedar Retail Group was founded in 1998.\n- Wren reports to Amara.\n- Beacon Insurance was founded in 1996.\n- Amara reports to Chiara.\n- Lucia works for Cobalt Health.\n- Cedar Retail Group is headquartered in Bergen.\n- Wren works for Cedar Retail Group.\n- Lucia reports to Hana.\n- Hana works for Northwind Systems.\n- Hana reports to Callum.\n- Yuki works for Cedar Retail Group.\n- Omar reports to Lucia.\n- Omar works for Northwind Systems.\n- Yuki reports to Jonas.\n- Cobalt Health is headquartered in Porto.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Stefan works for Beacon Insurance.\n- Jonas reports to Dmitri.\n- Northwind Systems was founded in 2009.\n- Stefan reports to Elena.\n- Elena reports to Omar.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23508", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23509", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Kenji.\n- Bruno works for Lattice Analytics.\n- Stefan reports to Chiara.\n- Jonas reports to Bruno.\n- Jonas works for Northwind Systems.\n- Helios Logistics is headquartered in Cork.\n- Viktor works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1991.\n- Emeka reports to Wren.\n- Bruno reports to Stefan.\n- Sanne reports to Lucia.\n- Deshawn reports to Jonas.\n- Callum reports to Sanne.\n- Chiara works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Kenji reports to Emeka.\n- Northwind Systems is headquartered in Cork.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Kenji works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Wren works for Lattice Analytics.\n- Chiara reports to Viktor.\n- Wren reports to Callum.\n- Northwind Systems was founded in 1985.\n- Lattice Analytics is headquartered in Tampere.\n- Helios Logistics was founded in 1979.\n- Ironwood Manufacturing was founded in 1975.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Sofia reports to Bruno.\n- Beacon Insurance was founded in 2013.\n- Felix works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Northwind Systems is headquartered in Malmo.\n- Deshawn works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tampere.\n- Sofia works for Crescent Telecom.\n- Meridian Bank was founded in 1980.\n- Meridian Bank is headquartered in Malmo.\n- Tobias reports to Deshawn.\n- Bruno works for Meridian Bank.\n- Emeka reports to Elena.\n- Anders reports to Sofia.\n- Crescent Telecom was founded in 1997.\n- Elena reports to Felix.\n- Felix reports to Anders.\n- Anders works for Meridian Bank.\n- Deshawn reports to Emeka.\n- Tobias works for Meridian Bank.\n- Northwind Systems was founded in 1981.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Callum.\n- Bruno works for Bluepine Aviation.\n- Mateo works for Summit Energy.\n- Stefan works for Summit Energy.\n- Bluepine Aviation is headquartered in Austin.\n- Summit Energy is headquartered in Oslo.\n- Summit Energy was founded in 1975.\n- Wren reports to Mei.\n- Bluepine Aviation was founded in 1975.\n- Lucia works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Bruno reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Oslo.\n- Lucia reports to Mateo.\n- Mei works for Ironwood Manufacturing.\n- Callum works for Summit Energy.\n- Stefan reports to Lucia.\n- Cobalt Health was founded in 1991.\n- Chiara reports to Stefan.\n- Mateo reports to Wren.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23513", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup", "4": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Pablo.\n- Tessa reports to Tobias.\n- Amara works for Crescent Telecom.\n- Bluepine Aviation was founded in 1992.\n- Jonas reports to Viktor.\n- Ironwood Manufacturing was founded in 2003.\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Brno.\n- Pablo reports to Stefan.\n- Mara works for Bluepine Aviation.\n- Leila works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Brno.\n- Tobias works for Northwind Systems.\n- Crescent Telecom was founded in 1993.\n- Dmitri works for Bluepine Aviation.\n- Northwind Systems was founded in 1976.\n- Viktor works for Ironwood Manufacturing.\n- Mara reports to Amara.\n- Bluepine Aviation is headquartered in Brno.\n- Viktor reports to Tessa.\n- Leila reports to Jonas.\n- Tobias reports to Wren.\n- Jonas works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Mara.\n- Tessa works for Ironwood Manufacturing.\n- Amara reports to Leila.\n- Stefan reports to Anders.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Lucia.\n- Bluepine Aviation is headquartered in Cork.\n- Zoya reports to Viktor.\n- Cobalt Health is headquartered in Cork.\n- Northwind Systems was founded in 1994.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Cork.\n- Mara works for Summit Energy.\n- Cobalt Health was founded in 1982.\n- Emeka reports to Sanne.\n- Priya reports to Emeka.\n- Viktor reports to Mara.\n- Bruno reports to Zoya.\n- Lucia works for Northwind Systems.\n- Lucia reports to Bruno.\n- Priya works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Bluepine Aviation was founded in 1988.\n- Summit Energy was founded in 2005.\n- Bruno works for Cobalt Health.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1987.\n- Cedar Retail Group is headquartered in Turku.\n- Yuki reports to Aisha.\n- Aisha reports to Felix.\n- Felix reports to Tobias.\n- Deshawn reports to Callum.\n- Cobalt Health is headquartered in Leeds.\n- Cobalt Health was founded in 1992.\n- Yuki works for Atlas Freight.\n- Beacon Insurance was founded in 1982.\n- Stefan reports to Deshawn.\n- Aisha works for Beacon Insurance.\n- Callum reports to Yuki.\n- Callum works for Cedar Retail Group.\n- Tobias reports to Mei.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 1992.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Mei works for Beacon Insurance.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23518", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7307: employee Wren M., hired 14 November 2022, separated 25 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-7307 under the controlling rules.", "criteria": {"0": "$21,418", "1": "$22,288", "2": "$92,250", "3": "$21,288"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23519", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Anders works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Bruno works for Beacon Insurance.\n- Sanne reports to Bruno.\n- Aisha works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Halifax.\n- Summit Energy was founded in 1994.\n- Stefan works for Cedar Retail Group.\n- Sanne works for Summit Energy.\n- Anders reports to Ingrid.\n- Beacon Insurance was founded in 1995.\n- Priya reports to Aisha.\n- Lattice Analytics is headquartered in Halifax.\n- Lattice Analytics was founded in 2004.\n- Cedar Retail Group was founded in 2015.\n- Aisha reports to Stefan.\n- Bruno reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Elena reports to Anders.\n- Stefan reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1989", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23521", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23522", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7716: employee Jonas B., hired 09 February 2022, separated 06 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7716?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23523", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Helios Logistics.\n- Wren works for Beacon Insurance.\n- Tessa works for Helios Logistics.\n- Nadia works for Fernhill Foods.\n- Leila works for Helios Logistics.\n- Anders reports to Wren.\n- Deshawn reports to Priya.\n- Anders works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Helios Logistics is headquartered in Brno.\n- Dmitri reports to Deshawn.\n- Nadia reports to Sanne.\n- Leila reports to Nadia.\n- Beacon Insurance was founded in 2014.\n- Fernhill Foods was founded in 1980.\n- Sanne reports to Mateo.\n- Helios Logistics was founded in 2005.\n- Ironwood Manufacturing was founded in 1995.\n- Deshawn works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Priya reports to Tessa.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Dmitri works for Ironwood Manufacturing.\n- Amara reports to Dmitri.\n- Mateo reports to Anders.\n- Mateo works for Ironwood Manufacturing.\n- Stefan works for Fernhill Foods.\n- Priya works for Beacon Insurance.\n- Wren reports to Stefan.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23525", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4273: employee Deshawn M., hired 14 October 2021, separated 28 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4273?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23526", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6242: employee Nadia R., hired 20 January 2023, separated 05 December 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-6242 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$3,325", "2": "$7,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Felix reports to Chiara.\n- Northwind Systems is headquartered in Leeds.\n- Chiara reports to Dmitri.\n- Viktor reports to Sanne.\n- Chiara works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 2005.\n- Sanne reports to Mei.\n- Mei works for Bluepine Aviation.\n- Felix works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Northwind Systems was founded in 1984.\n- Helios Logistics was founded in 1981.\n- Mei reports to Nadia.\n- Nadia reports to Pablo.\n- Lattice Analytics was founded in 2000.\n- Dmitri works for Bluepine Aviation.\n- Nadia works for Northwind Systems.\n- Viktor works for Bluepine Aviation.\n- Pablo reports to Felix.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23528", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mara.\n- Amara reports to Chiara.\n- Chiara works for Northwind Systems.\n- Anders works for Pinnacle Software.\n- Beacon Insurance is headquartered in Ghent.\n- Elena works for Northwind Systems.\n- Felix works for Beacon Insurance.\n- Tessa works for Pinnacle Software.\n- Sofia works for Crescent Telecom.\n- Northwind Systems was founded in 2002.\n- Felix reports to Anders.\n- Chiara reports to Elena.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Amara.\n- Zoya reports to Sofia.\n- Anders reports to Bruno.\n- Crescent Telecom is headquartered in Valencia.\n- Amara works for Beacon Insurance.\n- Mara works for Crescent Telecom.\n- Tessa reports to Felix.\n- Mara reports to Tessa.\n- Pinnacle Software is headquartered in Valencia.\n- Zoya works for Northwind Systems.\n- Crescent Telecom was founded in 1992.\n- Bruno works for Northwind Systems.\n- Beacon Insurance was founded in 2008.\n- Pinnacle Software was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23531", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7499: employee Felix M., hired 19 November 2020, separated 10 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7499?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23532", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23533", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5750: employee Nadia K., hired 20 March 2022, separated 13 February 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-5750 under the controlling rules.", "criteria": {"0": "$5,075", "1": "$7,000", "2": "$30,333", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23534", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5626: employee Mara T., hired 13 October 2021, separated 18 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-5626?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23535", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Hana.\n- Meridian Bank was founded in 1985.\n- Anders reports to Omar.\n- Viktor reports to Yuki.\n- Anders works for Beacon Insurance.\n- Lattice Analytics is headquartered in Austin.\n- Callum reports to Priya.\n- Callum works for Meridian Bank.\n- Tobias reports to Viktor.\n- Tessa reports to Callum.\n- Omar works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Yuki reports to Tessa.\n- Omar reports to Sofia.\n- Sofia works for Vantage Air.\n- Lattice Analytics was founded in 2011.\n- Yuki works for Vantage Air.\n- Beacon Insurance was founded in 1977.\n- Hana works for Lattice Analytics.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 1996.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya works for Vantage Air.\n- Tobias works for Meridian Bank.\n- Vantage Air is headquartered in Ghent.\n- Meridian Bank is headquartered in Ghent.\n- Priya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2006.\n- Mateo reports to Lucia.\n- Pablo works for Fernhill Foods.\n- Omar reports to Ravi.\n- Amara reports to Mara.\n- Sofia works for Pinnacle Software.\n- Hana works for Ironwood Manufacturing.\n- Lucia works for Pinnacle Software.\n- Amara works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Lyon.\n- Jonas works for Fernhill Foods.\n- Mara reports to Hana.\n- Callum reports to Pablo.\n- Omar works for Fernhill Foods.\n- Mei reports to Amara.\n- Mei works for Pinnacle Software.\n- Cedar Retail Group was founded in 2010.\n- Hana reports to Jonas.\n- Fernhill Foods is headquartered in Austin.\n- Sofia reports to Mateo.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Pinnacle Software is headquartered in Porto.\n- Ravi reports to Callum.\n- Ravi works for Cedar Retail Group.\n- Pinnacle Software was founded in 1976.\n- Fernhill Foods was founded in 1984.\n- Jonas reports to Omar.\n- Lucia reports to Mei.\n- Callum works for Cedar Retail Group.\n- Mara works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23538", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 August 2025): For employees hired on or after 12 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3560: employee Mara A., hired 04 March 2022, separated 09 August 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3560?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Cobalt Health was founded in 2004.\n- Viktor works for Cobalt Health.\n- Crescent Telecom is headquartered in Cork.\n- Leila reports to Anders.\n- Cobalt Health is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 1998.\n- Lattice Analytics was founded in 1994.\n- Ravi reports to Priya.\n- Felix reports to Viktor.\n- Mateo works for Lattice Analytics.\n- Crescent Telecom was founded in 2015.\n- Lattice Analytics is headquartered in Austin.\n- Tobias reports to Felix.\n- Mateo reports to Tobias.\n- Anders works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Priya works for Crescent Telecom.\n- Leila works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Priya reports to Leila.\n- Viktor reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23540", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23541", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4872: employee Yuki T., hired 13 February 2020, separated 12 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4872?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23542", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 50210 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Nagoya.\n- Ingrid reports to Bruno.\n- Bruno reports to Mei.\n- Mei works for Vantage Air.\n- Crescent Telecom was founded in 2011.\n- Meridian Bank is headquartered in Nagoya.\n- Bruno works for Vantage Air.\n- Felix works for Crescent Telecom.\n- Aisha works for Atlas Freight.\n- Wren reports to Sanne.\n- Deshawn works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Felix reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Aisha reports to Felix.\n- Deshawn reports to Ingrid.\n- Mei reports to Tessa.\n- Tessa reports to Wren.\n- Meridian Bank was founded in 2014.\n- Atlas Freight is headquartered in Bergen.\n- Wren works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom is headquartered in Bergen.\n- Vantage Air was founded in 2003.\n- Yuki reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2014", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23544", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3929: employee Mara S., hired 07 June 2023, separated 29 June 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-3929 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$2,062", "2": "$4,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23545", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1359: employee Priya R., hired 17 April 2020, separated 17 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1359?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23546", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23547", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mara.\n- Sanne reports to Felix.\n- Lucia reports to Wren.\n- Summit Energy was founded in 2010.\n- Summit Energy is headquartered in Nagoya.\n- Northwind Systems is headquartered in Halifax.\n- Mara reports to Ravi.\n- Sanne works for Northwind Systems.\n- Wren reports to Ingrid.\n- Pablo works for Summit Energy.\n- Fernhill Foods was founded in 1999.\n- Ravi reports to Zoya.\n- Wren works for Summit Energy.\n- Ingrid works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Lucia works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Yuki reports to Lucia.\n- Felix works for Fernhill Foods.\n- Northwind Systems was founded in 2004.\n- Mara works for Summit Energy.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group was founded in 1978.\n- Pablo reports to Sanne.\n- Ingrid reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Sofia reports to Wren.\n- Fernhill Foods was founded in 2010.\n- Atlas Freight was founded in 2013.\n- Wren works for Vantage Air.\n- Dmitri works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Dmitri reports to Sofia.\n- Pablo reports to Elena.\n- Elena reports to Tobias.\n- Stefan reports to Lucia.\n- Sanne reports to Dmitri.\n- Elena works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Vantage Air was founded in 1981.\n- Jonas works for Atlas Freight.\n- Sofia works for Vantage Air.\n- Viktor reports to Sanne.\n- Stefan works for Atlas Freight.\n- Tobias reports to Jonas.\n- Zoya reports to Pablo.\n- Atlas Freight is headquartered in Brno.\n- Fernhill Foods is headquartered in Nagoya.\n- Wren reports to Stefan.\n- Lucia works for Fernhill Foods.\n- Tobias works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Zoya works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Lucia reports to Zoya.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2016", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23550", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23551", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Kenji reports to Elena.\n- Fernhill Foods is headquartered in Brno.\n- Nadia reports to Callum.\n- Kenji works for Atlas Freight.\n- Meridian Bank was founded in 2000.\n- Deshawn reports to Bruno.\n- Nadia works for Meridian Bank.\n- Fernhill Foods was founded in 1976.\n- Elena works for Summit Energy.\n- Atlas Freight was founded in 2015.\n- Bruno reports to Nadia.\n- Aisha reports to Kenji.\n- Callum works for Meridian Bank.\n- Ravi works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Callum reports to Lucia.\n- Elena reports to Deshawn.\n- Meridian Bank is headquartered in Lyon.\n- Deshawn works for Meridian Bank.\n- Summit Energy was founded in 1995.\n- Lucia works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Dmitri reports to Ravi.\n- Summit Energy is headquartered in Brno.\n- Bruno works for Summit Energy.\n- Lucia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Tessa.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2011.\n- Leila reports to Sanne.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Cedar Retail Group was founded in 2013.\n- Mara reports to Aisha.\n- Anders reports to Leila.\n- Deshawn works for Beacon Insurance.\n- Vantage Air is headquartered in Dunedin.\n- Leila works for Vantage Air.\n- Mara works for Ironwood Manufacturing.\n- Aisha reports to Mei.\n- Cedar Retail Group is headquartered in Brno.\n- Vantage Air was founded in 1979.\n- Mei reports to Deshawn.\n- Deshawn reports to Anders.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2007.\n- Anders works for Beacon Insurance.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23554", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23555", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23556", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23557", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9365: employee Dmitri M., hired 15 January 2022, separated 16 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9365?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23558", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.\n- Emeka reports to Tobias.\n- Ingrid reports to Mara.\n- Lattice Analytics was founded in 1976.\n- Callum reports to Nadia.\n- Cedar Retail Group is headquartered in Brno.\n- Mara works for Lattice Analytics.\n- Tobias works for Cobalt Health.\n- Fernhill Foods is headquartered in Lyon.\n- Chiara reports to Ingrid.\n- Nadia works for Fernhill Foods.\n- Nadia reports to Chiara.\n- Cobalt Health was founded in 2001.\n- Callum works for Fernhill Foods.\n- Cobalt Health is headquartered in Brno.\n- Chiara works for Cedar Retail Group.\n- Emeka works for Fernhill Foods.\n- Ingrid works for Cedar Retail Group.\n- Mara reports to Emeka.\n- Lattice Analytics is headquartered in Cork.\n- Cedar Retail Group was founded in 2004.\n- Tobias reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23559", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23560", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 February 2023): For employees hired on or after 17 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7888: employee Bruno S., hired 18 November 2022, separated 12 June 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7888?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23561", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23562", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5472: employee Priya K., hired 12 November 2022, separated 17 July 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-5472 under the controlling rules.", "criteria": {"0": "$17,654", "1": "$76,500", "2": "$17,524", "3": "$16,654"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2014.\n- Pinnacle Software was founded in 1975.\n- Tobias works for Pinnacle Software.\n- Bruno works for Vantage Air.\n- Amara reports to Bruno.\n- Ravi reports to Callum.\n- Sofia reports to Mei.\n- Callum reports to Tobias.\n- Vantage Air was founded in 1989.\n- Mateo reports to Ravi.\n- Vantage Air is headquartered in Adelaide.\n- Northwind Systems is headquartered in Ghent.\n- Callum works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Jonas reports to Amara.\n- Ravi works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Mateo works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Mei reports to Mateo.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas works for Northwind Systems.\n- Omar reports to Sofia.\n- Mei works for Crescent Telecom.\n- Pinnacle Software is headquartered in Adelaide.\n- Tobias reports to Jonas.\n- Crescent Telecom was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23564", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7433: employee Zoya T., hired 02 January 2023, separated 16 December 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7433?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Pablo works for Meridian Bank.\n- Cedar Retail Group is headquartered in Tampere.\n- Tobias reports to Anders.\n- Jonas works for Cedar Retail Group.\n- Lucia reports to Mara.\n- Jonas reports to Elena.\n- Vantage Air is headquartered in Porto.\n- Yuki reports to Pablo.\n- Pinnacle Software was founded in 2008.\n- Mara reports to Dmitri.\n- Cedar Retail Group was founded in 1984.\n- Mara works for Pinnacle Software.\n- Dmitri works for Vantage Air.\n- Meridian Bank is headquartered in Dunedin.\n- Yuki works for Vantage Air.\n- Lucia works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Tobias works for Vantage Air.\n- Meridian Bank was founded in 2008.\n- Pablo reports to Tobias.\n- Anders reports to Jonas.\n- Elena reports to Aisha.\n- Elena works for Meridian Bank.\n- Dmitri reports to Yuki.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23566", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7725: employee Stefan T., hired 13 March 2021, separated 24 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-7725?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23567", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8068: employee Wren K., hired 28 November 2024, separated 24 April 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8068?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ravi.\n- Cobalt Health was founded in 2013.\n- Deshawn works for Cedar Retail Group.\n- Chiara works for Cobalt Health.\n- Cedar Retail Group is headquartered in Dunedin.\n- Jonas works for Crescent Telecom.\n- Cobalt Health is headquartered in Nagoya.\n- Deshawn reports to Nadia.\n- Vantage Air is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1982.\n- Ravi works for Cobalt Health.\n- Mei works for Crescent Telecom.\n- Nadia works for Cedar Retail Group.\n- Mara works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.\n- Amara works for Vantage Air.\n- Crescent Telecom was founded in 1975.\n- Chiara reports to Mara.\n- Vantage Air was founded in 2015.\n- Ravi reports to Mei.\n- Amara reports to Chiara.\n- Mei reports to Deshawn.\n- Mara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2010", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23569", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5448: employee Felix K., hired 01 March 2023, separated 03 June 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-5448 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$6,000", "2": "$3,900", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Leila reports to Yuki.\n- Anders works for Vantage Air.\n- Yuki works for Vantage Air.\n- Felix works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Jonas reports to Ingrid.\n- Dmitri works for Northwind Systems.\n- Dmitri reports to Stefan.\n- Ravi reports to Emeka.\n- Felix reports to Dmitri.\n- Yuki reports to Ravi.\n- Leila works for Northwind Systems.\n- Lucia reports to Anders.\n- Stefan works for Northwind Systems.\n- Stefan reports to Jonas.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Ingrid reports to Lucia.\n- Ingrid works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Vantage Air is headquartered in Adelaide.\n- Northwind Systems is headquartered in Malmo.\n- Vantage Air was founded in 1978.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group was founded in 2006.\n- Northwind Systems was founded in 1976.\n- Cedar Retail Group is headquartered in Adelaide.\n- Anders reports to Kenji.\n- Beacon Insurance was founded in 1992.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23571", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1986.\n- Deshawn reports to Nadia.\n- Tobias reports to Stefan.\n- Jonas reports to Sanne.\n- Aisha reports to Anders.\n- Jonas works for Crescent Telecom.\n- Nadia reports to Jonas.\n- Sanne works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Oslo.\n- Stefan reports to Zoya.\n- Anders reports to Tobias.\n- Fernhill Foods was founded in 2008.\n- Anders works for Meridian Bank.\n- Pablo reports to Hana.\n- Yuki works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Pablo works for Crescent Telecom.\n- Meridian Bank is headquartered in Adelaide.\n- Yuki reports to Deshawn.\n- Zoya reports to Pablo.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Meridian Bank was founded in 2014.\n- Bluepine Aviation is headquartered in Tampere.\n- Sanne reports to Aisha.\n- Hana works for Fernhill Foods.\n- Stefan works for Meridian Bank.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Deshawn works for Fernhill Foods.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1995.\n- Helios Logistics is headquartered in Austin.\n- Ravi reports to Callum.\n- Amara reports to Lucia.\n- Sofia works for Northwind Systems.\n- Helios Logistics was founded in 2000.\n- Fernhill Foods was founded in 1982.\n- Callum works for Helios Logistics.\n- Fernhill Foods is headquartered in Turku.\n- Deshawn reports to Amara.\n- Ravi works for Helios Logistics.\n- Bruno reports to Emeka.\n- Amara works for Northwind Systems.\n- Emeka works for Helios Logistics.\n- Atlas Freight was founded in 2014.\n- Lucia works for Northwind Systems.\n- Nadia reports to Sofia.\n- Atlas Freight is headquartered in Tampere.\n- Chiara reports to Nadia.\n- Lucia reports to Chiara.\n- Deshawn works for Helios Logistics.\n- Nadia works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Ravi.\n- Emeka reports to Deshawn.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23574", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Omar.\n- Elena reports to Anders.\n- Bruno works for Meridian Bank.\n- Aisha reports to Elena.\n- Kenji works for Summit Energy.\n- Meridian Bank is headquartered in Tampere.\n- Lattice Analytics was founded in 2005.\n- Anders works for Ironwood Manufacturing.\n- Aisha works for Meridian Bank.\n- Viktor reports to Kenji.\n- Anders reports to Jonas.\n- Summit Energy was founded in 2002.\n- Lattice Analytics is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Jonas works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Amara works for Lattice Analytics.\n- Nadia reports to Callum.\n- Omar works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1976.\n- Kenji reports to Bruno.\n- Bruno reports to Ingrid.\n- Omar reports to Viktor.\n- Summit Energy is headquartered in Valencia.\n- Viktor works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Nadia.\n- Ironwood Manufacturing was founded in 1992.\n- Amara reports to Aisha.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23576", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4237: employee Priya T., hired 08 July 2021, separated 13 November 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2026-4237 under the controlling rules.", "criteria": {"0": "$16,500", "1": "$70,417", "2": "$16,750", "3": "$16,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23577", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 August 2025): For employees hired on or after 20 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2885: employee Lucia T., hired 08 April 2024, separated 13 March 2027 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2885?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23578", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23579", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23580", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cedar Retail Group.\n- Hana reports to Priya.\n- Cedar Retail Group was founded in 1983.\n- Bruno works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Wren works for Helios Logistics.\n- Nadia reports to Yuki.\n- Mara reports to Lucia.\n- Cobalt Health was founded in 1983.\n- Helios Logistics was founded in 1998.\n- Lucia reports to Leila.\n- Mara works for Bluepine Aviation.\n- Bruno reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Priya works for Cedar Retail Group.\n- Yuki reports to Viktor.\n- Nadia works for Cedar Retail Group.\n- Priya reports to Nadia.\n- Chiara reports to Hana.\n- Leila reports to Bruno.\n- Bluepine Aviation was founded in 2010.\n- Lucia works for Cobalt Health.\n- Aisha reports to Wren.\n- Cobalt Health is headquartered in Bergen.\n- Yuki works for Cobalt Health.\n- Chiara works for Helios Logistics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Viktor reports to Mara.\n- Viktor works for Bluepine Aviation.\n- Helios Logistics is headquartered in Bergen.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1983", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23582", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6356: employee Anders B., hired 05 May 2020, separated 05 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6356?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23583", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8659: employee Zoya R., hired 30 June 2024, separated 16 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-8659 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$34,667", "2": "$8,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23584", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "org_question", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Cedar Retail Group was founded in 2013.\n- Chiara works for Northwind Systems.\n- Lattice Analytics was founded in 2003.\n- Northwind Systems is headquartered in Bergen.\n- Amara works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya works for Vantage Air.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Deshawn.\n- Mara works for Cedar Retail Group.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Callum reports to Kenji.\n- Dmitri reports to Amara.\n- Callum works for Cedar Retail Group.\n- Priya reports to Emeka.\n- Vantage Air was founded in 1991.\n- Kenji reports to Mara.\n- Wren works for Cedar Retail Group.\n- Wren reports to Dmitri.\n- Nadia works for Cedar Retail Group.\n- Deshawn reports to Callum.\n- Nadia reports to Chiara.\n- Chiara reports to Lucia.\n- Amara reports to Nadia.\n- Mara reports to Priya.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Stefan works for Vantage Air.\n- Mara works for Helios Logistics.\n- Yuki works for Ironwood Manufacturing.\n- Omar works for Vantage Air.\n- Leila works for Vantage Air.\n- Bruno reports to Yuki.\n- Helios Logistics is headquartered in Tampere.\n- Yuki reports to Omar.\n- Priya works for Vantage Air.\n- Callum reports to Stefan.\n- Priya reports to Anders.\n- Omar reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Zoya reports to Mei.\n- Mei reports to Bruno.\n- Felix works for Helios Logistics.\n- Mara reports to Leila.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Summit Energy is headquartered in Nagoya.\n- Felix reports to Mara.\n- Summit Energy was founded in 1996.\n- Helios Logistics was founded in 2011.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing was founded in 1995.\n- Vantage Air is headquartered in Austin.\n- Stefan reports to Zoya.\n- Anders reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Lucia.\n- Helios Logistics was founded in 1987.\n- Dmitri reports to Leila.\n- Dmitri works for Vantage Air.\n- Lucia reports to Dmitri.\n- Cobalt Health was founded in 1997.\n- Leila reports to Yuki.\n- Vantage Air was founded in 1994.\n- Yuki reports to Deshawn.\n- Yuki works for Cobalt Health.\n- Tessa works for Summit Energy.\n- Lucia works for Vantage Air.\n- Summit Energy is headquartered in Brno.\n- Deshawn works for Cobalt Health.\n- Kenji reports to Tessa.\n- Deshawn reports to Tobias.\n- Vantage Air is headquartered in Oslo.\n- Helios Logistics is headquartered in Brno.\n- Cobalt Health is headquartered in Brno.\n- Summit Energy was founded in 1979.\n- Tobias works for Helios Logistics.\n- Kenji works for Cobalt Health.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "2000", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23588", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1986.\n- Sanne works for Cedar Retail Group.\n- Cobalt Health was founded in 1977.\n- Anders reports to Ingrid.\n- Helios Logistics was founded in 1998.\n- Helios Logistics is headquartered in Ghent.\n- Ingrid reports to Sanne.\n- Ingrid works for Helios Logistics.\n- Callum works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Sanne reports to Lucia.\n- Anders works for Cobalt Health.\n- Chiara reports to Callum.\n- Elena reports to Yuki.\n- Cobalt Health is headquartered in Porto.\n- Cedar Retail Group is headquartered in Ghent.\n- Chiara works for Cedar Retail Group.\n- Yuki works for Cobalt Health.\n- Yuki reports to Anders.\n- Cedar Retail Group was founded in 2002.\n- Callum reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23590", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2013.\n- Callum reports to Aisha.\n- Zoya works for Ironwood Manufacturing.\n- Mateo reports to Omar.\n- Omar reports to Sofia.\n- Aisha works for Ironwood Manufacturing.\n- Mara reports to Emeka.\n- Mateo works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1985.\n- Beacon Insurance was founded in 1976.\n- Emeka works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Mara works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Aisha reports to Mara.\n- Helios Logistics is headquartered in Oslo.\n- Sofia works for Lattice Analytics.\n- Emeka reports to Zoya.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia reports to Callum.\n- Helios Logistics was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23592", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1982.\n- Sofia reports to Mara.\n- Anders works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1998.\n- Mara reports to Amara.\n- Ravi works for Helios Logistics.\n- Amara reports to Bruno.\n- Helios Logistics is headquartered in Porto.\n- Ravi reports to Tessa.\n- Tobias works for Ironwood Manufacturing.\n- Tessa reports to Sofia.\n- Anders reports to Tobias.\n- Beacon Insurance is headquartered in Bergen.\n- Mara works for Lattice Analytics.\n- Beacon Insurance was founded in 2008.\n- Tessa works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno reports to Anders.\n- Bruno works for Helios Logistics.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23594", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Yuki reports to Sofia.\n- Dmitri reports to Ravi.\n- Meridian Bank was founded in 1994.\n- Amara works for Meridian Bank.\n- Chiara reports to Zoya.\n- Cedar Retail Group is headquartered in Valencia.\n- Ravi works for Cedar Retail Group.\n- Zoya reports to Yuki.\n- Beacon Insurance is headquartered in Lyon.\n- Stefan reports to Amara.\n- Dmitri works for Vantage Air.\n- Sanne works for Meridian Bank.\n- Emeka reports to Dmitri.\n- Zoya works for Vantage Air.\n- Omar reports to Emeka.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Sofia works for Vantage Air.\n- Cedar Retail Group was founded in 2015.\n- Ravi reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Amara reports to Sanne.\n- Emeka works for Vantage Air.\n- Meridian Bank is headquartered in Adelaide.\n- Vantage Air was founded in 2013.\n- Sanne reports to Chiara.\n- Chiara works for Meridian Bank.\n- Ingrid reports to Stefan.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23596", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_alarm", "2": "set_timer", "3": "control_lights", "4": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23597", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1938: employee Anders R., hired 18 November 2021, separated 15 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2025-1938 under the controlling rules.", "criteria": {"0": "$10,238", "1": "$43,983", "2": "$10,150", "3": "$10,650"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Dmitri reports to Bruno.\n- Priya works for Vantage Air.\n- Tessa reports to Priya.\n- Crescent Telecom was founded in 2014.\n- Wren reports to Dmitri.\n- Wren works for Atlas Freight.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Anders.\n- Vantage Air was founded in 2015.\n- Anders works for Crescent Telecom.\n- Anders reports to Tessa.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Vantage Air is headquartered in Ghent.\n- Tessa works for Crescent Telecom.\n- Atlas Freight was founded in 1995.\n- Priya reports to Wren.\n- Mara reports to Nadia.\n- Cedar Retail Group is headquartered in Ghent.\n- Bruno works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.\n- Cedar Retail Group was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23599", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23600", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mei.\n- Omar reports to Hana.\n- Yuki works for Cobalt Health.\n- Zoya works for Vantage Air.\n- Mateo works for Crescent Telecom.\n- Lattice Analytics was founded in 1977.\n- Cobalt Health is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki reports to Mateo.\n- Mateo reports to Sofia.\n- Mei reports to Ingrid.\n- Omar works for Lattice Analytics.\n- Ingrid reports to Sanne.\n- Ingrid works for Vantage Air.\n- Lattice Analytics is headquartered in Halifax.\n- Dmitri works for Cobalt Health.\n- Crescent Telecom was founded in 2002.\n- Mei works for Lattice Analytics.\n- Emeka works for Vantage Air.\n- Elena works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Zoya reports to Dmitri.\n- Cobalt Health was founded in 2005.\n- Hana works for Lattice Analytics.\n- Hana reports to Zoya.\n- Vantage Air was founded in 1984.\n- Sofia works for Vantage Air.\n- Sanne reports to Emeka.\n- Sanne works for Crescent Telecom.\n- Sofia reports to Omar.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23602", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23603", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6187: employee Hana K., hired 14 June 2023, separated 12 April 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-6187 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$12,385", "3": "$7,269"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23604", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4547: employee Zoya R., hired 01 June 2023, separated 13 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4547?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23605", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23606", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9020: employee Pablo K., hired 11 October 2022, separated 12 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9020?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23607", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2501: employee Viktor R., hired 12 April 2021, separated 15 July 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2501?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23608", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23609", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 33251\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23610", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23611", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 89020\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "change_address", "2": "cancel_order", "3": "track_order", "4": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23612", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 October 2025): For employees hired on or after 02 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8445: employee Stefan B., hired 25 May 2024, separated 08 May 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-8445 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$34,667", "2": "$8,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23613", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Omar reports to Anders.\n- Yuki works for Cedar Retail Group.\n- Atlas Freight is headquartered in Brno.\n- Felix reports to Jonas.\n- Bluepine Aviation is headquartered in Brno.\n- Atlas Freight was founded in 1986.\n- Cedar Retail Group was founded in 1995.\n- Tobias works for Cedar Retail Group.\n- Yuki reports to Tobias.\n- Helios Logistics was founded in 2007.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bluepine Aviation was founded in 2015.\n- Omar works for Bluepine Aviation.\n- Anders works for Atlas Freight.\n- Helios Logistics is headquartered in Valencia.\n- Mateo reports to Sofia.\n- Anders reports to Yuki.\n- Sofia reports to Omar.\n- Tobias reports to Felix.\n- Jonas works for Helios Logistics.\n- Felix works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Valencia", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23615", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7625: employee Mara R., hired 25 July 2022, separated 20 December 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7625?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23616", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23617", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 53521\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23618", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23619", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23620", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Meridian Bank is headquartered in Leeds.\n- Mara works for Beacon Insurance.\n- Sofia reports to Bruno.\n- Emeka works for Meridian Bank.\n- Elena works for Beacon Insurance.\n- Viktor reports to Sofia.\n- Mara reports to Viktor.\n- Callum reports to Deshawn.\n- Viktor works for Beacon Insurance.\n- Atlas Freight is headquartered in Malmo.\n- Deshawn reports to Emeka.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance was founded in 1985.\n- Bruno works for Meridian Bank.\n- Callum works for Beacon Insurance.\n- Vantage Air is headquartered in Leeds.\n- Elena reports to Mara.\n- Vantage Air was founded in 1998.\n- Emeka reports to Elena.\n- Atlas Freight was founded in 1993.\n- Meridian Bank was founded in 1990.\n- Beacon Insurance is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23622", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2208: employee Chiara K., hired 23 November 2023, separated 07 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2208?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Mei works for Summit Energy.\n- Fernhill Foods was founded in 1988.\n- Callum reports to Nadia.\n- Tobias reports to Elena.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Callum works for Summit Energy.\n- Elena works for Meridian Bank.\n- Deshawn works for Bluepine Aviation.\n- Meridian Bank was founded in 1999.\n- Mei reports to Bruno.\n- Meridian Bank is headquartered in Bergen.\n- Summit Energy is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Porto.\n- Summit Energy was founded in 2002.\n- Nadia reports to Tobias.\n- Bruno reports to Priya.\n- Bluepine Aviation was founded in 2000.\n- Priya works for Summit Energy.\n- Tobias works for Meridian Bank.\n- Sofia reports to Callum.\n- Deshawn reports to Mei.\n- Elena reports to Deshawn.\n- Leila reports to Sofia.\n- Leila works for Bluepine Aviation.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23624", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4258: employee Priya T., hired 11 August 2023, separated 29 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4258?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23625", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23626", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Lattice Analytics was founded in 1982.\n- Summit Energy was founded in 2011.\n- Aisha works for Atlas Freight.\n- Amara reports to Wren.\n- Wren reports to Omar.\n- Bruno reports to Deshawn.\n- Deshawn reports to Viktor.\n- Viktor works for Summit Energy.\n- Amara works for Atlas Freight.\n- Omar reports to Aisha.\n- Tobias works for Helios Logistics.\n- Atlas Freight is headquartered in Valencia.\n- Helios Logistics was founded in 1991.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Atlas Freight was founded in 1979.\n- Deshawn works for Atlas Freight.\n- Bruno works for Helios Logistics.\n- Aisha reports to Bruno.\n- Lattice Analytics is headquartered in Cork.\n- Viktor reports to Tobias.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23628", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23629", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6312: employee Viktor K., hired 02 August 2021, separated 21 June 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-6312 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$8,000", "2": "$7,800", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23630", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2172: employee Amara R., hired 04 April 2020, separated 26 October 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2172?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23631", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23632", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tallinn.\n- Helios Logistics was founded in 1976.\n- Amara works for Cedar Retail Group.\n- Vantage Air is headquartered in Valencia.\n- Summit Energy was founded in 1982.\n- Ravi works for Summit Energy.\n- Tessa reports to Chiara.\n- Bruno reports to Emeka.\n- Ravi reports to Lucia.\n- Stefan works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Vantage Air was founded in 1995.\n- Anders reports to Bruno.\n- Emeka reports to Stefan.\n- Pablo reports to Amara.\n- Stefan reports to Kenji.\n- Cedar Retail Group was founded in 1983.\n- Emeka works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Pablo works for Helios Logistics.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Vantage Air.\n- Amara reports to Deshawn.\n- Anders works for Vantage Air.\n- Kenji works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia works for Summit Energy.\n- Kenji reports to Pablo.\n- Summit Energy is headquartered in Tallinn.\n- Lucia reports to Tessa.\n- Chiara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23634", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics was founded in 1988.\n- Cedar Retail Group is headquartered in Halifax.\n- Lucia works for Lattice Analytics.\n- Omar works for Cedar Retail Group.\n- Yuki reports to Emeka.\n- Emeka reports to Kenji.\n- Hana works for Summit Energy.\n- Yuki works for Lattice Analytics.\n- Cedar Retail Group was founded in 1976.\n- Summit Energy is headquartered in Halifax.\n- Meridian Bank was founded in 1992.\n- Omar reports to Lucia.\n- Lucia reports to Yuki.\n- Summit Energy was founded in 1987.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Mei reports to Amara.\n- Mei works for Meridian Bank.\n- Lattice Analytics is headquartered in Brno.\n- Hana reports to Omar.\n- Amara works for Summit Energy.\n- Amara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Cobalt Health is headquartered in Nagoya.\n- Stefan works for Northwind Systems.\n- Pinnacle Software is headquartered in Nagoya.\n- Wren reports to Felix.\n- Summit Energy is headquartered in Cork.\n- Viktor works for Summit Energy.\n- Northwind Systems was founded in 1985.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1981.\n- Mara reports to Lucia.\n- Felix reports to Tessa.\n- Wren works for Northwind Systems.\n- Stefan reports to Mara.\n- Lucia reports to Wren.\n- Ingrid reports to Viktor.\n- Cobalt Health was founded in 1983.\n- Felix works for Cobalt Health.\n- Northwind Systems is headquartered in Ghent.\n- Pinnacle Software was founded in 1977.\n- Tessa works for Northwind Systems.\n- Tessa reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1980", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23637", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5330: employee Hana R., hired 10 July 2023, separated 20 January 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-5330 under the controlling rules.", "criteria": {"0": "$11,917", "1": "$750", "2": "$2,750", "3": "$2,812"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Priya reports to Yuki.\n- Pinnacle Software is headquartered in Halifax.\n- Pinnacle Software was founded in 1981.\n- Yuki reports to Nadia.\n- Pablo works for Summit Energy.\n- Vantage Air was founded in 2015.\n- Stefan reports to Pablo.\n- Chiara works for Pinnacle Software.\n- Kenji reports to Viktor.\n- Pablo reports to Kenji.\n- Hana reports to Priya.\n- Felix reports to Chiara.\n- Vantage Air is headquartered in Halifax.\n- Summit Energy is headquartered in Ghent.\n- Hana works for Vantage Air.\n- Kenji works for Pinnacle Software.\n- Viktor reports to Felix.\n- Priya works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Viktor works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Chiara reports to Hana.\n- Summit Energy was founded in 2004.\n- Meridian Bank was founded in 1998.\n- Yuki works for Pinnacle Software.\n- Stefan works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Stefan works for Meridian Bank.\n- Dmitri reports to Wren.\n- Lucia works for Bluepine Aviation.\n- Emeka reports to Priya.\n- Sanne reports to Emeka.\n- Priya works for Northwind Systems.\n- Stefan reports to Lucia.\n- Meridian Bank is headquartered in Brno.\n- Wren reports to Amara.\n- Amara reports to Tobias.\n- Amara works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Priya reports to Elena.\n- Bluepine Aviation is headquartered in Dunedin.\n- Emeka works for Beacon Insurance.\n- Mara reports to Nadia.\n- Beacon Insurance was founded in 2004.\n- Elena works for Meridian Bank.\n- Tobias reports to Mara.\n- Tobias works for Meridian Bank.\n- Nadia works for Northwind Systems.\n- Bluepine Aviation was founded in 1994.\n- Mara works for Bluepine Aviation.\n- Elena reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Northwind Systems was founded in 2010.\n- Nadia reports to Stefan.\n- Beacon Insurance is headquartered in Nagoya.\n- Meridian Bank was founded in 1975.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Hana reports to Viktor.\n- Northwind Systems was founded in 1981.\n- Hana works for Northwind Systems.\n- Lattice Analytics was founded in 2015.\n- Tessa reports to Priya.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Priya reports to Yuki.\n- Mateo works for Lattice Analytics.\n- Cobalt Health is headquartered in Austin.\n- Viktor works for Lattice Analytics.\n- Tessa works for Northwind Systems.\n- Viktor reports to Mateo.\n- Omar reports to Kenji.\n- Cedar Retail Group was founded in 1989.\n- Mateo reports to Tessa.\n- Cobalt Health was founded in 2001.\n- Priya works for Northwind Systems.\n- Lattice Analytics is headquartered in Porto.\n- Yuki reports to Omar.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23641", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9784: employee Tessa M., hired 12 April 2020, separated 08 December 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9784?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23642", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8187: employee Priya M., hired 23 April 2022, separated 23 May 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-8187 under the controlling rules.", "criteria": {"0": "$11,346", "1": "$10,731", "2": "$47,000", "3": "$10,846"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23643", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Amara.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1994.\n- Jonas reports to Lucia.\n- Tobias reports to Zoya.\n- Dmitri works for Pinnacle Software.\n- Vantage Air was founded in 1979.\n- Lucia reports to Aisha.\n- Amara works for Vantage Air.\n- Anders works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Aisha reports to Dmitri.\n- Vantage Air is headquartered in Porto.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Emeka.\n- Pinnacle Software was founded in 1979.\n- Mara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Stefan works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Stefan reports to Callum.\n- Anders reports to Jonas.\n- Zoya reports to Stefan.\n- Tobias works for Cedar Retail Group.\n- Callum reports to Anders.\n- Pinnacle Software is headquartered in Porto.\n- Jonas works for Pinnacle Software.\n- Amara reports to Tobias.\n- Cedar Retail Group was founded in 1983.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23645", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3278: employee Kenji R., hired 20 August 2023, separated 27 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3278?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23646", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mateo.\n- Mara works for Summit Energy.\n- Lucia works for Atlas Freight.\n- Wren reports to Elena.\n- Elena works for Bluepine Aviation.\n- Aisha reports to Sofia.\n- Summit Energy is headquartered in Halifax.\n- Viktor reports to Yuki.\n- Sofia works for Bluepine Aviation.\n- Sofia reports to Amara.\n- Aisha works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Viktor works for Summit Energy.\n- Emeka works for Summit Energy.\n- Lucia reports to Mara.\n- Elena reports to Lucia.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Mateo works for Cedar Retail Group.\n- Summit Energy was founded in 1988.\n- Cedar Retail Group is headquartered in Tampere.\n- Omar reports to Wren.\n- Bluepine Aviation was founded in 1991.\n- Mateo reports to Viktor.\n- Atlas Freight is headquartered in Adelaide.\n- Wren works for Bluepine Aviation.\n- Yuki reports to Aisha.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Amara reports to Omar.\n- Atlas Freight was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health was founded in 1994.\n- Wren reports to Deshawn.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Wren.\n- Crescent Telecom is headquartered in Porto.\n- Emeka works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Priya reports to Dmitri.\n- Deshawn works for Meridian Bank.\n- Pinnacle Software was founded in 1982.\n- Jonas works for Pinnacle Software.\n- Emeka reports to Jonas.\n- Cobalt Health is headquartered in Porto.\n- Deshawn reports to Emeka.\n- Crescent Telecom was founded in 1997.\n- Jonas reports to Leila.\n- Meridian Bank was founded in 1999.\n- Leila reports to Nadia.\n- Priya works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Pinnacle Software is headquartered in Austin.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23649", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23650", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23651", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 90137\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23652", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4901: employee Zoya M., hired 05 September 2024, separated 11 November 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4901?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23653", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23655", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23656", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23657", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23658", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3980: employee Stefan S., hired 10 September 2021, separated 16 May 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3980?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23659", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 August 2025): For employees hired on or after 06 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7823: employee Chiara R., hired 24 January 2024, separated 10 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7823?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23660", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23661", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 81339\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Change Address — wants the delivery address updated", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23662", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23663", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1981.\n- Stefan reports to Ravi.\n- Elena works for Bluepine Aviation.\n- Yuki works for Lattice Analytics.\n- Bluepine Aviation was founded in 2013.\n- Ingrid reports to Stefan.\n- Lattice Analytics was founded in 2003.\n- Yuki reports to Tessa.\n- Felix reports to Ingrid.\n- Ravi works for Lattice Analytics.\n- Viktor reports to Felix.\n- Elena reports to Emeka.\n- Ravi reports to Mara.\n- Stefan works for Summit Energy.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 1998.\n- Emeka reports to Anders.\n- Emeka works for Lattice Analytics.\n- Tessa works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Brno.\n- Ingrid works for Lattice Analytics.\n- Felix works for Summit Energy.\n- Anders works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Brno.\n- Viktor works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Mara reports to Elena.\n- Anders reports to Mateo.\n- Mateo reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23664", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "change_address", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Crescent Telecom is headquartered in Bergen.\n- Sofia reports to Leila.\n- Bruno reports to Mateo.\n- Mei works for Beacon Insurance.\n- Callum reports to Sofia.\n- Crescent Telecom was founded in 1985.\n- Leila reports to Mei.\n- Mateo reports to Ingrid.\n- Mateo works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1998.\n- Ingrid works for Ironwood Manufacturing.\n- Hana works for Beacon Insurance.\n- Hana reports to Bruno.\n- Ingrid reports to Deshawn.\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1979.\n- Callum works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Cork.\n- Atlas Freight is headquartered in Turku.\n- Sofia works for Atlas Freight.\n- Beacon Insurance was founded in 1980.\n- Leila works for Atlas Freight.\n- Beacon Insurance is headquartered in Oslo.\n- Amara reports to Hana.\n- Deshawn reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23666", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4855: employee Viktor K., hired 29 May 2022, separated 18 April 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4855?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23668", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7452: employee Omar S., hired 04 April 2023, separated 30 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7452?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23669", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9133: employee Priya R., hired 11 January 2023, separated 17 October 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9133?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23670", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 November 2022): For employees hired on or after 07 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9003: employee Dmitri M., hired 27 May 2019, separated 09 September 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-9003 under the controlling rules.", "criteria": {"0": "$17,900", "1": "$81,900", "2": "$18,812", "3": "$18,900"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Emeka.\n- Lucia reports to Ravi.\n- Crescent Telecom was founded in 2009.\n- Emeka reports to Tobias.\n- Amara works for Pinnacle Software.\n- Bluepine Aviation was founded in 2002.\n- Callum reports to Kenji.\n- Pinnacle Software was founded in 1997.\n- Atlas Freight was founded in 2015.\n- Ravi works for Crescent Telecom.\n- Felix reports to Tessa.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Tessa works for Bluepine Aviation.\n- Tobias works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Atlas Freight is headquartered in Porto.\n- Mara reports to Aisha.\n- Mara works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Tessa reports to Mara.\n- Aisha reports to Callum.\n- Felix works for Bluepine Aviation.\n- Amara reports to Felix.\n- Ravi reports to Dmitri.\n- Bluepine Aviation is headquartered in Porto.\n- Aisha works for Pinnacle Software.\n- Crescent Telecom is headquartered in Nagoya.\n- Kenji reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1977.\n- Jonas works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Atlas Freight was founded in 2010.\n- Sanne reports to Omar.\n- Atlas Freight is headquartered in Adelaide.\n- Yuki works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bruno works for Bluepine Aviation.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Stefan works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Jonas reports to Sanne.\n- Stefan reports to Leila.\n- Yuki reports to Anders.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 2012.\n- Wren works for Pinnacle Software.\n- Leila reports to Felix.\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Wren.\n- Tobias reports to Viktor.\n- Felix works for Bluepine Aviation.\n- Bruno reports to Stefan.\n- Wren reports to Bruno.\n- Felix reports to Yuki.\n- Omar reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Pablo reports to Anders.\n- Fernhill Foods was founded in 1990.\n- Crescent Telecom was founded in 1993.\n- Sofia reports to Tessa.\n- Ingrid reports to Leila.\n- Sanne works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Leila reports to Pablo.\n- Pablo works for Fernhill Foods.\n- Hana reports to Sofia.\n- Atlas Freight is headquartered in Cork.\n- Yuki reports to Wren.\n- Emeka reports to Ingrid.\n- Hana works for Crescent Telecom.\n- Sofia works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Cobalt Health is headquartered in Nagoya.\n- Anders reports to Hana.\n- Crescent Telecom is headquartered in Nagoya.\n- Emeka works for Atlas Freight.\n- Cobalt Health was founded in 1978.\n- Wren works for Crescent Telecom.\n- Tessa works for Cobalt Health.\n- Bruno reports to Emeka.\n- Yuki works for Crescent Telecom.\n- Tessa reports to Yuki.\n- Atlas Freight was founded in 1979.\n- Sanne reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Felix.\n- Chiara reports to Anders.\n- Aisha works for Summit Energy.\n- Cobalt Health was founded in 2008.\n- Aisha reports to Tobias.\n- Northwind Systems was founded in 1992.\n- Anders works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Amara works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Nadia reports to Aisha.\n- Summit Energy is headquartered in Brno.\n- Anders reports to Amara.\n- Omar works for Northwind Systems.\n- Omar reports to Chiara.\n- Jonas reports to Nadia.\n- Nadia works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Cobalt Health is headquartered in Tampere.\n- Summit Energy was founded in 1984.\n- Cedar Retail Group is headquartered in Halifax.\n- Felix works for Summit Energy.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1975.\n- Felix reports to Jonas.\n- Amara reports to Priya.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23675", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9152: employee Yuki B., hired 26 May 2023, separated 08 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9152?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23676", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Malmo.\n- Nadia works for Cedar Retail Group.\n- Tessa reports to Nadia.\n- Chiara works for Cedar Retail Group.\n- Hana reports to Omar.\n- Lattice Analytics was founded in 1986.\n- Dmitri works for Beacon Insurance.\n- Helios Logistics was founded in 1981.\n- Nadia reports to Stefan.\n- Yuki reports to Hana.\n- Cedar Retail Group is headquartered in Nagoya.\n- Beacon Insurance was founded in 1982.\n- Helios Logistics is headquartered in Nagoya.\n- Omar works for Helios Logistics.\n- Dmitri reports to Ingrid.\n- Chiara reports to Tessa.\n- Felix reports to Dmitri.\n- Hana works for Helios Logistics.\n- Stefan works for Cedar Retail Group.\n- Yuki works for Helios Logistics.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group was founded in 2006.\n- Tessa works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Malmo.\n- Ingrid works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Omar reports to Tobias.\n- Sofia reports to Chiara.\n- Ingrid reports to Yuki.\n- Stefan reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Nadia.\n- Stefan works for Northwind Systems.\n- Hana reports to Mei.\n- Nadia works for Helios Logistics.\n- Atlas Freight was founded in 2011.\n- Amara works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Stefan reports to Priya.\n- Sanne works for Atlas Freight.\n- Summit Energy was founded in 1981.\n- Chiara works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Aisha reports to Wren.\n- Tobias reports to Aisha.\n- Priya reports to Tobias.\n- Northwind Systems was founded in 1990.\n- Sanne reports to Stefan.\n- Mei reports to Chiara.\n- Helios Logistics is headquartered in Brno.\n- Aisha works for Atlas Freight.\n- Nadia reports to Sofia.\n- Hana works for Northwind Systems.\n- Helios Logistics was founded in 1987.\n- Wren reports to Amara.\n- Wren works for Summit Energy.\n- Priya works for Summit Energy.\n- Amara reports to Hana.\n- Northwind Systems is headquartered in Austin.\n- Summit Energy is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23679", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 97014 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23680", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2859: employee Sanne K., hired 29 July 2021, separated 12 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2859?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23681", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mei.\n- Aisha reports to Anders.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Pablo works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Priya works for Crescent Telecom.\n- Priya reports to Leila.\n- Beacon Insurance was founded in 1978.\n- Sofia reports to Kenji.\n- Mei works for Beacon Insurance.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2015.\n- Lattice Analytics was founded in 1996.\n- Lattice Analytics is headquartered in Halifax.\n- Anders works for Beacon Insurance.\n- Mei reports to Pablo.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Tessa reports to Viktor.\n- Viktor reports to Sofia.\n- Leila works for Ironwood Manufacturing.\n- Pablo reports to Aisha.\n- Ironwood Manufacturing was founded in 2010.\n- Viktor works for Ironwood Manufacturing.\n- Anders reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23683", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23684", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1452: employee Stefan S., hired 23 April 2020, separated 01 April 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-1452 under the controlling rules.", "criteria": {"0": "$12,250", "1": "$12,188", "2": "$11,250", "3": "$53,083"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23685", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23686", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23687", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23688", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 June 2025): For employees hired on or after 16 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9329: employee Bruno R., hired 08 June 2024, separated 08 September 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-9329 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$7,500", "3": "$11,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23689", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 March 2025): For employees hired on or after 05 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6781: employee Leila R., hired 06 July 2024, separated 04 October 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6781?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mateo.\n- Bruno reports to Dmitri.\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health was founded in 1994.\n- Priya reports to Tobias.\n- Mateo reports to Priya.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Fernhill Foods is headquartered in Tallinn.\n- Priya works for Fernhill Foods.\n- Jonas reports to Mara.\n- Fernhill Foods was founded in 1991.\n- Tobias works for Helios Logistics.\n- Bruno works for Fernhill Foods.\n- Dmitri reports to Hana.\n- Helios Logistics was founded in 2007.\n- Jonas works for Fernhill Foods.\n- Hana reports to Jonas.\n- Bluepine Aviation was founded in 1988.\n- Dmitri works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Mara works for Bluepine Aviation.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23691", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Cork.\n- Amara works for Vantage Air.\n- Wren reports to Chiara.\n- Leila works for Fernhill Foods.\n- Stefan reports to Jonas.\n- Tessa reports to Bruno.\n- Vantage Air was founded in 1978.\n- Fernhill Foods was founded in 1977.\n- Chiara reports to Leila.\n- Stefan works for Fernhill Foods.\n- Jonas works for Vantage Air.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn works for Fernhill Foods.\n- Jonas reports to Felix.\n- Chiara works for Vantage Air.\n- Felix works for Fernhill Foods.\n- Deshawn reports to Wren.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Leila reports to Amara.\n- Vantage Air is headquartered in Lyon.\n- Tessa works for Northwind Systems.\n- Lattice Analytics was founded in 2001.\n- Fernhill Foods is headquartered in Austin.\n- Wren works for Fernhill Foods.\n- Felix reports to Deshawn.\n- Amara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Basel.\n- Mara works for Cedar Retail Group.\n- Chiara works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics was founded in 1982.\n- Ravi works for Cedar Retail Group.\n- Summit Energy was founded in 1990.\n- Vantage Air was founded in 2009.\n- Emeka reports to Pablo.\n- Emeka works for Summit Energy.\n- Zoya works for Summit Energy.\n- Tobias works for Lattice Analytics.\n- Lucia works for Vantage Air.\n- Lattice Analytics is headquartered in Halifax.\n- Pablo works for Lattice Analytics.\n- Chiara reports to Lucia.\n- Jonas works for Cedar Retail Group.\n- Lucia reports to Bruno.\n- Cedar Retail Group was founded in 1986.\n- Zoya reports to Elena.\n- Vantage Air is headquartered in Adelaide.\n- Elena reports to Jonas.\n- Mara reports to Chiara.\n- Summit Energy is headquartered in Adelaide.\n- Viktor works for Cedar Retail Group.\n- Bruno works for Lattice Analytics.\n- Tobias reports to Viktor.\n- Jonas reports to Mara.\n- Viktor reports to Ravi.\n- Bruno reports to Tobias.\n- Ravi reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23694", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23695", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Anders.\n- Ingrid reports to Aisha.\n- Sanne works for Helios Logistics.\n- Pablo reports to Zoya.\n- Yuki works for Pinnacle Software.\n- Tobias reports to Pablo.\n- Anders reports to Yuki.\n- Anders works for Helios Logistics.\n- Zoya works for Summit Energy.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Yuki reports to Ravi.\n- Summit Energy was founded in 1984.\n- Pablo works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Porto.\n- Aisha works for Helios Logistics.\n- Tobias works for Pinnacle Software.\n- Felix reports to Sanne.\n- Helios Logistics was founded in 1978.\n- Helios Logistics is headquartered in Porto.\n- Aisha reports to Felix.\n- Pinnacle Software is headquartered in Ghent.\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Pinnacle Software was founded in 1975.\n- Felix works for Helios Logistics.\n- Cedar Retail Group was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23697", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23698", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23699", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23700", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Mateo reports to Priya.\n- Amara reports to Stefan.\n- Pinnacle Software was founded in 1988.\n- Cedar Retail Group was founded in 1982.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Ingrid.\n- Callum reports to Lucia.\n- Priya reports to Omar.\n- Bluepine Aviation was founded in 2000.\n- Lucia works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Ingrid reports to Yuki.\n- Stefan reports to Callum.\n- Bruno reports to Ravi.\n- Ingrid works for Pinnacle Software.\n- Omar reports to Amara.\n- Bruno works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Callum works for Bluepine Aviation.\n- Yuki reports to Mateo.\n- Crescent Telecom is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Halifax.\n- Priya works for Bluepine Aviation.\n- Crescent Telecom was founded in 2007.\n- Amara works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Halifax.\n- Yuki works for Cedar Retail Group.\n- Lucia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23702", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 January 2023): For employees hired on or after 08 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6894: employee Amara T., hired 05 September 2021, separated 04 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6894?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23703", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2903: employee Aisha S., hired 24 October 2022, separated 14 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-2903 under the controlling rules.", "criteria": {"0": "$4,933", "1": "$9,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23704", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 January 2023): For employees hired on or after 09 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8783: employee Leila R., hired 19 October 2022, separated 11 November 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8783?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Callum works for Summit Energy.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1994.\n- Dmitri works for Helios Logistics.\n- Summit Energy is headquartered in Tampere.\n- Mateo works for Summit Energy.\n- Anders reports to Callum.\n- Wren works for Summit Energy.\n- Anders works for Helios Logistics.\n- Omar works for Lattice Analytics.\n- Wren reports to Pablo.\n- Omar reports to Anders.\n- Meridian Bank is headquartered in Turku.\n- Mara works for Lattice Analytics.\n- Mateo reports to Omar.\n- Amara reports to Mateo.\n- Mara reports to Stefan.\n- Aisha reports to Mara.\n- Lattice Analytics was founded in 2012.\n- Helios Logistics was founded in 2010.\n- Dmitri reports to Chiara.\n- Callum reports to Aisha.\n- Stefan works for Lattice Analytics.\n- Aisha works for Helios Logistics.\n- Pablo reports to Dmitri.\n- Amara works for Helios Logistics.\n- Meridian Bank was founded in 2008.\n- Helios Logistics is headquartered in Tampere.\n- Lattice Analytics is headquartered in Halifax.\n- Chiara reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2007.\n- Tobias reports to Bruno.\n- Tessa reports to Deshawn.\n- Bruno reports to Wren.\n- Callum works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sanne works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Callum reports to Lucia.\n- Lucia reports to Tobias.\n- Lucia works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Mei reports to Omar.\n- Pinnacle Software is headquartered in Leeds.\n- Beacon Insurance was founded in 1987.\n- Beacon Insurance is headquartered in Turku.\n- Tobias works for Cedar Retail Group.\n- Omar reports to Callum.\n- Dmitri works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Wren reports to Tessa.\n- Sanne reports to Dmitri.\n- Cedar Retail Group is headquartered in Turku.\n- Pinnacle Software was founded in 2005.\n- Omar works for Ironwood Manufacturing.\n- Wren works for Pinnacle Software.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Aisha reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23707", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23708", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23709", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 August 2025): For employees hired on or after 09 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1444: employee Priya K., hired 09 December 2021, separated 01 September 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1444?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tallinn.\n- Pablo reports to Leila.\n- Ravi works for Crescent Telecom.\n- Pablo works for Northwind Systems.\n- Stefan reports to Priya.\n- Leila works for Northwind Systems.\n- Hana reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Viktor reports to Aisha.\n- Sanne works for Northwind Systems.\n- Priya works for Crescent Telecom.\n- Aisha works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Ravi reports to Stefan.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation was founded in 2014.\n- Meridian Bank is headquartered in Valencia.\n- Viktor works for Crescent Telecom.\n- Priya reports to Sanne.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Sanne reports to Pablo.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 1986.\n- Emeka reports to Viktor.\n- Crescent Telecom is headquartered in Adelaide.\n- Tobias reports to Ravi.\n- Aisha reports to Tobias.\n- Crescent Telecom was founded in 1991.\n- Lucia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23711", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23712", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23713", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9429: employee Yuki S., hired 07 July 2021, separated 03 October 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9429?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Mara reports to Ingrid.\n- Tobias works for Beacon Insurance.\n- Ingrid reports to Tobias.\n- Wren works for Beacon Insurance.\n- Pinnacle Software was founded in 2014.\n- Fernhill Foods was founded in 1995.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Leila reports to Felix.\n- Emeka reports to Mara.\n- Felix works for Meridian Bank.\n- Anders works for Beacon Insurance.\n- Meridian Bank is headquartered in Malmo.\n- Tessa works for Beacon Insurance.\n- Anders reports to Aisha.\n- Ingrid works for Beacon Insurance.\n- Leila works for Pinnacle Software.\n- Felix reports to Emeka.\n- Wren reports to Leila.\n- Pinnacle Software is headquartered in Malmo.\n- Tessa reports to Anders.\n- Aisha reports to Wren.\n- Beacon Insurance was founded in 2006.\n- Fernhill Foods is headquartered in Malmo.\n- Aisha works for Pinnacle Software.\n- Meridian Bank was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23715", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 June 2025): For employees hired on or after 14 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7957: employee Wren K., hired 01 September 2022, separated 12 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7957?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Kenji reports to Aisha.\n- Wren reports to Lucia.\n- Lucia reports to Leila.\n- Beacon Insurance was founded in 1986.\n- Bluepine Aviation was founded in 1982.\n- Deshawn reports to Nadia.\n- Nadia reports to Tobias.\n- Pinnacle Software is headquartered in Tampere.\n- Crescent Telecom is headquartered in Brno.\n- Anders reports to Kenji.\n- Tobias works for Bluepine Aviation.\n- Wren works for Beacon Insurance.\n- Pinnacle Software was founded in 2011.\n- Anders works for Bluepine Aviation.\n- Crescent Telecom was founded in 2008.\n- Tobias reports to Anders.\n- Dmitri works for Pinnacle Software.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Leila works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Aisha reports to Dmitri.\n- Leila reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23717", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8139: employee Nadia A., hired 14 April 2024, separated 03 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8139?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23718", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1710: employee Viktor S., hired 29 August 2022, separated 13 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1710?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23719", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2180: employee Yuki S., hired 26 April 2024, separated 11 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2180?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23720", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23721", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1166: employee Priya A., hired 19 October 2024, separated 01 May 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1166?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23722", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8277: employee Viktor B., hired 21 January 2022, separated 05 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8277?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ingrid.\n- Deshawn reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Bruno works for Lattice Analytics.\n- Viktor works for Northwind Systems.\n- Jonas works for Meridian Bank.\n- Kenji reports to Hana.\n- Lattice Analytics was founded in 2011.\n- Sanne works for Ironwood Manufacturing.\n- Bruno reports to Viktor.\n- Sanne reports to Deshawn.\n- Meridian Bank is headquartered in Oslo.\n- Lattice Analytics is headquartered in Oslo.\n- Kenji works for Northwind Systems.\n- Ingrid reports to Mateo.\n- Deshawn works for Meridian Bank.\n- Elena works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1986.\n- Jonas reports to Kenji.\n- Elena reports to Bruno.\n- Northwind Systems was founded in 1988.\n- Hana works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2009.\n- Mateo reports to Sanne.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ingrid works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23724", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23725", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23726", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5103: employee Wren A., hired 13 July 2022, separated 09 June 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-5103 under the controlling rules.", "criteria": {"0": "$5,800", "1": "$4,800", "2": "$4,750", "3": "$20,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Bluepine Aviation.\n- Omar reports to Sofia.\n- Mateo works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2001.\n- Anders works for Bluepine Aviation.\n- Nadia reports to Aisha.\n- Bluepine Aviation was founded in 2001.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Jonas reports to Mateo.\n- Bruno works for Ironwood Manufacturing.\n- Hana reports to Callum.\n- Atlas Freight is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Basel.\n- Anders reports to Omar.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1980.\n- Crescent Telecom is headquartered in Tallinn.\n- Bruno reports to Jonas.\n- Aisha reports to Hana.\n- Callum works for Atlas Freight.\n- Sofia reports to Bruno.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Jonas works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Callum reports to Anders.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23728", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2667: employee Amara A., hired 05 September 2023, separated 30 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2667?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23729", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23730", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 January 2023): For employees hired on or after 21 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6821: employee Aisha B., hired 17 April 2020, separated 27 February 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-6821 under the controlling rules.", "criteria": {"0": "$32,608", "1": "$7,612", "2": "$7,025", "3": "$7,525"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23731", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2435: employee Ravi T., hired 10 January 2022, separated 03 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-2435?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23732", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 78818 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23733", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8140: employee Emeka M., hired 31 October 2021, separated 25 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2026-8140 under the controlling rules.", "criteria": {"0": "$48,375", "1": "$11,163", "2": "$13,163", "3": "$11,293"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23734", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7082: employee Yuki T., hired 31 October 2021, separated 25 April 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-7082 under the controlling rules.", "criteria": {"0": "$15,500", "1": "$13,500", "2": "$13,630", "3": "$58,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23735", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3776: employee Tobias T., hired 05 October 2023, separated 01 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3776?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23736", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Callum reports to Yuki.\n- Anders reports to Emeka.\n- Cedar Retail Group was founded in 2015.\n- Ironwood Manufacturing was founded in 1979.\n- Beacon Insurance was founded in 1992.\n- Elena reports to Mateo.\n- Beacon Insurance is headquartered in Bergen.\n- Atlas Freight is headquartered in Dunedin.\n- Anders works for Atlas Freight.\n- Mateo works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Elena.\n- Ravi reports to Callum.\n- Yuki works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Emeka reports to Sofia.\n- Elena works for Atlas Freight.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Bergen.\n- Mateo reports to Ravi.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23738", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6362: employee Priya S., hired 13 October 2021, separated 27 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6362?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23739", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7970: employee Tobias K., hired 03 January 2023, separated 27 August 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2026-7970 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$17,333", "2": "$4,000", "3": "$3,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23740", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8236: employee Ingrid S., hired 02 December 2022, separated 27 August 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8236?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23741", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6641: employee Tobias T., hired 10 February 2024, separated 17 August 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-6641 under the controlling rules.", "criteria": {"0": "$500", "1": "$2,500", "2": "$1,875", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23742", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9955: employee Yuki B., hired 25 December 2023, separated 20 January 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-9955 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,567", "2": "$8,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 1997.\n- Callum works for Summit Energy.\n- Ingrid reports to Sanne.\n- Mateo reports to Deshawn.\n- Priya reports to Leila.\n- Emeka works for Ironwood Manufacturing.\n- Mei works for Cobalt Health.\n- Hana reports to Dmitri.\n- Ingrid works for Cobalt Health.\n- Deshawn reports to Priya.\n- Dmitri reports to Emeka.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Sanne reports to Hana.\n- Ironwood Manufacturing is headquartered in Porto.\n- Leila works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2007.\n- Cedar Retail Group was founded in 1988.\n- Leila reports to Ingrid.\n- Cobalt Health is headquartered in Dunedin.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 1997.\n- Felix works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sanne works for Ironwood Manufacturing.\n- Emeka reports to Callum.\n- Mei reports to Felix.\n- Felix reports to Mateo.\n- Dmitri works for Cobalt Health.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Cobalt Health was founded in 1988.\n- Ravi works for Summit Energy.\n- Hana reports to Elena.\n- Lucia reports to Hana.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Amara reports to Mara.\n- Zoya reports to Ravi.\n- Aisha reports to Kenji.\n- Wren reports to Lucia.\n- Bruno reports to Wren.\n- Wren works for Meridian Bank.\n- Kenji reports to Bruno.\n- Hana works for Summit Energy.\n- Deshawn reports to Zoya.\n- Aisha works for Northwind Systems.\n- Kenji works for Meridian Bank.\n- Northwind Systems was founded in 2000.\n- Elena works for Summit Energy.\n- Mara reports to Aisha.\n- Cobalt Health is headquartered in Malmo.\n- Bruno works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Northwind Systems is headquartered in Halifax.\n- Summit Energy is headquartered in Nagoya.\n- Amara works for Summit Energy.\n- Lucia works for Meridian Bank.\n- Ravi reports to Amara.\n- Meridian Bank was founded in 1980.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Helios Logistics was founded in 1985.\n- Wren works for Helios Logistics.\n- Summit Energy is headquartered in Lyon.\n- Tessa reports to Lucia.\n- Tessa works for Summit Energy.\n- Hana reports to Amara.\n- Mara works for Helios Logistics.\n- Mara reports to Anders.\n- Anders works for Summit Energy.\n- Lucia works for Lattice Analytics.\n- Cobalt Health was founded in 1995.\n- Amara reports to Emeka.\n- Anders reports to Tessa.\n- Emeka reports to Mara.\n- Amara works for Summit Energy.\n- Emeka works for Summit Energy.\n- Lucia reports to Wren.\n- Lattice Analytics was founded in 1999.\n- Helios Logistics is headquartered in Lyon.\n- Lattice Analytics is headquartered in Brno.\n- Summit Energy was founded in 1975.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23746", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3085: employee Zoya M., hired 02 July 2024, separated 11 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3085?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tampere.\n- Leila reports to Mateo.\n- Northwind Systems was founded in 1987.\n- Fernhill Foods is headquartered in Leeds.\n- Leila works for Northwind Systems.\n- Dmitri reports to Stefan.\n- Lattice Analytics is headquartered in Oslo.\n- Fernhill Foods was founded in 2014.\n- Helios Logistics was founded in 2015.\n- Dmitri works for Helios Logistics.\n- Felix reports to Leila.\n- Northwind Systems is headquartered in Oslo.\n- Bruno works for Fernhill Foods.\n- Mateo works for Lattice Analytics.\n- Bruno reports to Dmitri.\n- Sofia works for Helios Logistics.\n- Mateo reports to Emeka.\n- Emeka reports to Omar.\n- Aisha works for Lattice Analytics.\n- Omar reports to Wren.\n- Stefan works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Tobias reports to Bruno.\n- Wren reports to Tobias.\n- Omar works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Wren works for Northwind Systems.\n- Stefan reports to Sofia.\n- Lattice Analytics was founded in 2001.\n- Emeka works for Northwind Systems.\n- Sofia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23748", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23749", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23750", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23751", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5058: employee Jonas A., hired 28 November 2020, separated 30 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5058?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23752", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23753", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23754", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8333: employee Sanne B., hired 15 April 2020, separated 31 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8333?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23755", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mei.\n- Jonas works for Bluepine Aviation.\n- Callum works for Helios Logistics.\n- Emeka works for Meridian Bank.\n- Bluepine Aviation was founded in 2003.\n- Felix reports to Leila.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Bruno works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Leeds.\n- Elena reports to Emeka.\n- Mei works for Helios Logistics.\n- Meridian Bank was founded in 1999.\n- Emeka reports to Bruno.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mei reports to Stefan.\n- Callum reports to Lucia.\n- Helios Logistics was founded in 1997.\n- Felix works for Bluepine Aviation.\n- Stefan works for Ironwood Manufacturing.\n- Bruno reports to Felix.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Leila works for Ironwood Manufacturing.\n- Stefan reports to Elena.\n- Ironwood Manufacturing was founded in 1993.\n- Lucia reports to Jonas.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23757", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23758", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1694: employee Pablo R., hired 10 November 2021, separated 26 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1694?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23759", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23760", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9826: employee Emeka A., hired 06 March 2020, separated 12 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9826?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23761", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23762", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Stefan works for Pinnacle Software.\n- Atlas Freight is headquartered in Tallinn.\n- Nadia reports to Tessa.\n- Omar reports to Aisha.\n- Fernhill Foods was founded in 2010.\n- Atlas Freight was founded in 1984.\n- Ravi reports to Stefan.\n- Mei reports to Kenji.\n- Cobalt Health is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Mei works for Fernhill Foods.\n- Pinnacle Software was founded in 2003.\n- Aisha reports to Yuki.\n- Kenji works for Atlas Freight.\n- Mateo works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Stefan reports to Mei.\n- Yuki works for Cobalt Health.\n- Omar works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Tessa reports to Omar.\n- Kenji reports to Nadia.\n- Mateo reports to Ravi.\n- Cobalt Health was founded in 2008.\n- Aisha works for Atlas Freight.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23764", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7228: employee Emeka K., hired 19 July 2021, separated 28 August 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2025-7228 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$6,200", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23765", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mateo.\n- Ingrid reports to Sofia.\n- Hana works for Lattice Analytics.\n- Mateo reports to Tobias.\n- Ingrid works for Crescent Telecom.\n- Nadia works for Pinnacle Software.\n- Wren reports to Nadia.\n- Mei works for Pinnacle Software.\n- Elena works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Cork.\n- Nadia reports to Hana.\n- Wren works for Pinnacle Software.\n- Crescent Telecom is headquartered in Brno.\n- Pinnacle Software was founded in 1990.\n- Mei reports to Chiara.\n- Aisha reports to Stefan.\n- Tobias reports to Elena.\n- Ironwood Manufacturing was founded in 1992.\n- Tobias works for Ironwood Manufacturing.\n- Chiara works for Lattice Analytics.\n- Stefan reports to Ingrid.\n- Crescent Telecom was founded in 1985.\n- Lattice Analytics was founded in 2012.\n- Mateo works for Crescent Telecom.\n- Sofia reports to Mei.\n- Pinnacle Software is headquartered in Turku.\n- Aisha works for Ironwood Manufacturing.\n- Elena reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23767", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3208: employee Ingrid K., hired 17 March 2023, separated 25 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3208?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23768", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23769", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23771", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Leila.\n- Cedar Retail Group is headquartered in Austin.\n- Wren reports to Stefan.\n- Lattice Analytics is headquartered in Porto.\n- Pablo reports to Wren.\n- Lucia reports to Elena.\n- Nadia reports to Emeka.\n- Mara reports to Amara.\n- Mara works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Emeka reports to Mara.\n- Atlas Freight was founded in 2002.\n- Atlas Freight is headquartered in Austin.\n- Mateo works for Helios Logistics.\n- Leila works for Atlas Freight.\n- Mateo reports to Nadia.\n- Helios Logistics is headquartered in Oslo.\n- Emeka works for Helios Logistics.\n- Elena works for Cedar Retail Group.\n- Leila reports to Pablo.\n- Deshawn works for Lattice Analytics.\n- Helios Logistics was founded in 2000.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Lucia works for Cedar Retail Group.\n- Stefan reports to Mateo.\n- Cedar Retail Group was founded in 2015.\n- Nadia works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Hana reports to Ingrid.\n- Viktor works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Atlas Freight is headquartered in Brno.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health was founded in 2014.\n- Sanne reports to Kenji.\n- Bruno reports to Tessa.\n- Jonas reports to Hana.\n- Ingrid works for Atlas Freight.\n- Cobalt Health is headquartered in Malmo.\n- Viktor reports to Bruno.\n- Tessa reports to Jonas.\n- Atlas Freight was founded in 1983.\n- Jonas works for Cobalt Health.\n- Pinnacle Software was founded in 2001.\n- Beacon Insurance was founded in 2014.\n- Kenji works for Beacon Insurance.\n- Ingrid reports to Mei.\n- Mei reports to Dmitri.\n- Hana works for Beacon Insurance.\n- Sanne works for Cobalt Health.\n- Bruno works for Pinnacle Software.\n- Deshawn reports to Viktor.\n- Dmitri reports to Lucia.\n- Tessa works for Atlas Freight.\n- Pinnacle Software is headquartered in Brno.\n- Lucia works for Atlas Freight.\n- Kenji reports to Deshawn.\n- Beacon Insurance is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23774", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2231: employee Emeka T., hired 15 February 2023, separated 01 April 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-2231 under the controlling rules.", "criteria": {"0": "$4,284", "1": "$22,500", "2": "$5,192", "3": "$6,192"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23775", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2966: employee Sofia B., hired 03 January 2022, separated 03 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2966?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23776", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8196: employee Yuki S., hired 30 July 2021, separated 14 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-8196?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23777", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23778", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Viktor.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems was founded in 1999.\n- Lucia reports to Elena.\n- Mei works for Helios Logistics.\n- Leila works for Bluepine Aviation.\n- Meridian Bank was founded in 1976.\n- Aisha reports to Chiara.\n- Bluepine Aviation was founded in 1984.\n- Chiara reports to Lucia.\n- Callum works for Helios Logistics.\n- Viktor works for Bluepine Aviation.\n- Chiara works for Helios Logistics.\n- Bluepine Aviation is headquartered in Ghent.\n- Viktor reports to Aisha.\n- Leila reports to Mei.\n- Aisha works for Helios Logistics.\n- Meridian Bank is headquartered in Bergen.\n- Elena reports to Callum.\n- Northwind Systems is headquartered in Bergen.\n- Elena works for Meridian Bank.\n- Helios Logistics was founded in 1984.\n- Helios Logistics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23780", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4343: employee Amara T., hired 30 October 2022, separated 04 May 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-4343 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$8,500", "2": "$7,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23781", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Sofia reports to Viktor.\n- Ingrid reports to Amara.\n- Zoya reports to Ingrid.\n- Tessa works for Northwind Systems.\n- Fernhill Foods is headquartered in Halifax.\n- Meridian Bank was founded in 1991.\n- Tessa reports to Mara.\n- Northwind Systems was founded in 2010.\n- Amara reports to Tessa.\n- Chiara works for Meridian Bank.\n- Zoya works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1979.\n- Viktor works for Fernhill Foods.\n- Chiara reports to Sofia.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Viktor reports to Zoya.\n- Meridian Bank is headquartered in Basel.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 2005.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23783", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1287: employee Felix A., hired 06 June 2023, separated 12 February 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-1287 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$6,192", "2": "$2,726", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mei.\n- Mateo works for Meridian Bank.\n- Lucia reports to Bruno.\n- Meridian Bank was founded in 1976.\n- Lucia works for Northwind Systems.\n- Mara works for Crescent Telecom.\n- Zoya reports to Felix.\n- Tobias reports to Zoya.\n- Summit Energy was founded in 2014.\n- Hana works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Felix works for Meridian Bank.\n- Crescent Telecom is headquartered in Adelaide.\n- Summit Energy is headquartered in Ghent.\n- Pablo works for Crescent Telecom.\n- Hana reports to Pablo.\n- Bruno works for Crescent Telecom.\n- Mei reports to Mara.\n- Northwind Systems is headquartered in Dunedin.\n- Mateo reports to Lucia.\n- Tobias works for Crescent Telecom.\n- Mara reports to Tobias.\n- Crescent Telecom was founded in 1986.\n- Zoya works for Summit Energy.\n- Meridian Bank is headquartered in Cork.\n- Northwind Systems was founded in 1977.\n- Bruno reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23785", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8937: employee Wren M., hired 01 February 2023, separated 01 March 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-8937 under the controlling rules.", "criteria": {"0": "$52,000", "1": "$12,115", "2": "$13,000", "3": "$12,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23786", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Felix.\n- Tessa works for Pinnacle Software.\n- Felix reports to Tessa.\n- Lattice Analytics is headquartered in Bergen.\n- Ravi reports to Deshawn.\n- Hana works for Northwind Systems.\n- Pinnacle Software is headquartered in Porto.\n- Hana reports to Ravi.\n- Northwind Systems was founded in 1980.\n- Cedar Retail Group is headquartered in Porto.\n- Chiara reports to Hana.\n- Tessa reports to Callum.\n- Deshawn works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Jonas works for Northwind Systems.\n- Lattice Analytics was founded in 1996.\n- Callum reports to Chiara.\n- Felix works for Lattice Analytics.\n- Northwind Systems is headquartered in Porto.\n- Cedar Retail Group was founded in 1985.\n- Pinnacle Software was founded in 1988.\n- Chiara works for Cedar Retail Group.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1980", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Amara works for Meridian Bank.\n- Felix reports to Kenji.\n- Pinnacle Software was founded in 2011.\n- Meridian Bank is headquartered in Porto.\n- Hana reports to Felix.\n- Stefan reports to Wren.\n- Leila works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Cork.\n- Sofia works for Bluepine Aviation.\n- Felix works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Wren reports to Hana.\n- Sofia reports to Amara.\n- Kenji works for Meridian Bank.\n- Bluepine Aviation was founded in 1991.\n- Kenji reports to Sofia.\n- Amara reports to Leila.\n- Atlas Freight was founded in 2002.\n- Atlas Freight is headquartered in Cork.\n- Hana works for Atlas Freight.\n- Meridian Bank was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1994", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Chiara reports to Wren.\n- Mei reports to Anders.\n- Anders reports to Mateo.\n- Jonas works for Lattice Analytics.\n- Mateo works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Priya reports to Elena.\n- Anders works for Beacon Insurance.\n- Fernhill Foods is headquartered in Tallinn.\n- Lucia works for Lattice Analytics.\n- Chiara works for Fernhill Foods.\n- Elena reports to Lucia.\n- Fernhill Foods was founded in 1990.\n- Wren works for Lattice Analytics.\n- Jonas reports to Chiara.\n- Leila reports to Jonas.\n- Northwind Systems is headquartered in Bergen.\n- Dmitri reports to Ravi.\n- Lucia reports to Mei.\n- Wren reports to Dmitri.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri works for Fernhill Foods.\n- Elena works for Lattice Analytics.\n- Priya works for Northwind Systems.\n- Lattice Analytics is headquartered in Porto.\n- Leila works for Northwind Systems.\n- Beacon Insurance was founded in 1989.\n- Lattice Analytics was founded in 2013.\n- Ravi works for Lattice Analytics.\n- Northwind Systems was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23790", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Brno.\n- Mateo works for Ironwood Manufacturing.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lucia works for Fernhill Foods.\n- Mei reports to Callum.\n- Callum reports to Wren.\n- Callum works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Tessa works for Vantage Air.\n- Meridian Bank is headquartered in Lyon.\n- Bruno reports to Lucia.\n- Priya works for Fernhill Foods.\n- Vantage Air is headquartered in Brno.\n- Mateo reports to Mei.\n- Ironwood Manufacturing was founded in 1991.\n- Tessa reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Mei works for Vantage Air.\n- Wren reports to Tessa.\n- Vantage Air was founded in 1978.\n- Priya reports to Bruno.\n- Fernhill Foods was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23792", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23793", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7038: employee Dmitri B., hired 03 June 2024, separated 19 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7038?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Dmitri reports to Lucia.\n- Mei works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2007.\n- Hana reports to Tobias.\n- Ravi works for Atlas Freight.\n- Zoya reports to Dmitri.\n- Meridian Bank is headquartered in Bergen.\n- Lucia works for Meridian Bank.\n- Ravi reports to Mei.\n- Mei reports to Anders.\n- Anders works for Beacon Insurance.\n- Meridian Bank was founded in 1979.\n- Ingrid reports to Hana.\n- Zoya works for Meridian Bank.\n- Elena works for Beacon Insurance.\n- Atlas Freight is headquartered in Basel.\n- Anders reports to Ingrid.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1997.\n- Hana works for Ironwood Manufacturing.\n- Dmitri works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1977.\n- Jonas reports to Zoya.\n- Jonas works for Ironwood Manufacturing.\n- Tobias reports to Elena.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ingrid works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Lucia reports to Omar.\n- Omar reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1987.\n- Amara works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Viktor works for Lattice Analytics.\n- Felix works for Vantage Air.\n- Viktor reports to Amara.\n- Fernhill Foods was founded in 2011.\n- Aisha works for Beacon Insurance.\n- Fernhill Foods is headquartered in Cork.\n- Vantage Air is headquartered in Tallinn.\n- Sofia reports to Stefan.\n- Beacon Insurance was founded in 1997.\n- Aisha reports to Felix.\n- Priya works for Vantage Air.\n- Beacon Insurance is headquartered in Lyon.\n- Nadia works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Priya reports to Aisha.\n- Nadia reports to Tobias.\n- Tobias reports to Jonas.\n- Sofia works for Vantage Air.\n- Stefan reports to Mei.\n- Vantage Air was founded in 2003.\n- Jonas works for Vantage Air.\n- Jonas reports to Priya.\n- Lattice Analytics is headquartered in Tallinn.\n- Mei reports to Dmitri.\n- Dmitri reports to Nadia.\n- Mei works for Vantage Air.\n- Dmitri works for Fernhill Foods.\n- Felix reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23796", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23797", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 14566\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Wren reports to Yuki.\n- Lattice Analytics was founded in 1989.\n- Yuki reports to Tobias.\n- Priya reports to Deshawn.\n- Wren works for Cobalt Health.\n- Kenji reports to Wren.\n- Cobalt Health is headquartered in Bergen.\n- Meridian Bank is headquartered in Malmo.\n- Stefan reports to Priya.\n- Chiara reports to Zoya.\n- Felix reports to Stefan.\n- Zoya works for Lattice Analytics.\n- Felix works for Cobalt Health.\n- Elena reports to Kenji.\n- Lattice Analytics is headquartered in Brno.\n- Bruno works for Meridian Bank.\n- Bruno reports to Felix.\n- Cedar Retail Group is headquartered in Malmo.\n- Kenji works for Lattice Analytics.\n- Cobalt Health was founded in 2002.\n- Cedar Retail Group was founded in 2015.\n- Yuki works for Lattice Analytics.\n- Tobias works for Cedar Retail Group.\n- Meridian Bank was founded in 1977.\n- Zoya reports to Bruno.\n- Deshawn works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Tobias reports to Chiara.\n- Stefan works for Cobalt Health.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23799", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7640: employee Nadia K., hired 09 January 2023, separated 20 April 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-7640 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,000", "2": "$2,500", "3": "$1,625"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23800", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7781: employee Amara K., hired 15 June 2023, separated 06 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7781?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23801", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-8 (VERSION 7, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3896: employee Sofia K., hired 04 November 2021, separated 22 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3896?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3896 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Ravi reports to Mateo.\n- Bruno reports to Ingrid.\n- Beacon Insurance was founded in 1978.\n- Zoya works for Cedar Retail Group.\n- Dmitri works for Vantage Air.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Pinnacle Software was founded in 1991.\n- Vantage Air was founded in 1982.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Dmitri.\n- Cedar Retail Group is headquartered in Malmo.\n- Dmitri reports to Callum.\n- Callum works for Beacon Insurance.\n- Anders reports to Zoya.\n- Priya reports to Tessa.\n- Callum reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Yuki reports to Ravi.\n- Anders works for Pinnacle Software.\n- Tessa works for Cedar Retail Group.\n- Mateo works for Vantage Air.\n- Ingrid works for Pinnacle Software.\n- Mateo reports to Priya.\n- Zoya reports to Yuki.\n- Ingrid reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Cedar Retail Group was founded in 1978.\n- Ravi works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23804", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 November 2025): For employees hired on or after 13 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7250: employee Ravi S., hired 15 July 2024, separated 14 November 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-7250 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$45,000", "2": "$8,957", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23805", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6588: employee Bruno M., hired 17 November 2023, separated 07 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6588?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23806", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5567: employee Hana B., hired 15 September 2024, separated 16 November 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-5567?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23807", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23808", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4575: employee Sofia M., hired 11 December 2021, separated 23 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4575?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23809", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23810", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23812", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5628: employee Mei B., hired 26 November 2022, separated 26 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5628?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23813", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 5865, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23814", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23815", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2006.\n- Chiara reports to Anders.\n- Cedar Retail Group is headquartered in Ghent.\n- Elena works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Dunedin.\n- Mei works for Cedar Retail Group.\n- Aisha reports to Hana.\n- Mei reports to Chiara.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Aisha.\n- Hana reports to Elena.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Austin.\n- Cedar Retail Group was founded in 1985.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia works for Cedar Retail Group.\n- Anders works for Lattice Analytics.\n- Mara reports to Emeka.\n- Chiara works for Beacon Insurance.\n- Mara works for Cedar Retail Group.\n- Hana works for Lattice Analytics.\n- Elena reports to Mei.\n- Emeka reports to Sofia.\n- Beacon Insurance was founded in 1994.\n- Emeka works for Cedar Retail Group.\n- Sofia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23817", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Pablo works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Wren reports to Elena.\n- Lattice Analytics was founded in 1994.\n- Bluepine Aviation was founded in 2010.\n- Lattice Analytics is headquartered in Lyon.\n- Yuki reports to Wren.\n- Fernhill Foods is headquartered in Adelaide.\n- Bruno reports to Jonas.\n- Northwind Systems is headquartered in Brno.\n- Yuki works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.\n- Ingrid works for Lattice Analytics.\n- Elena works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Stefan works for Lattice Analytics.\n- Tobias works for Northwind Systems.\n- Ingrid reports to Bruno.\n- Bluepine Aviation is headquartered in Lyon.\n- Fernhill Foods was founded in 1978.\n- Jonas reports to Omar.\n- Pablo reports to Felix.\n- Northwind Systems was founded in 2002.\n- Elena reports to Tobias.\n- Felix reports to Amara.\n- Stefan reports to Pablo.\n- Omar reports to Yuki.\n- Amara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Austin.\n- Deshawn reports to Pablo.\n- Omar reports to Bruno.\n- Omar works for Cedar Retail Group.\n- Sofia works for Fernhill Foods.\n- Bruno reports to Anders.\n- Sofia reports to Deshawn.\n- Bruno works for Fernhill Foods.\n- Lattice Analytics is headquartered in Brno.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1996.\n- Amara reports to Sanne.\n- Amara works for Vantage Air.\n- Sanne reports to Omar.\n- Anders works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Emeka reports to Sofia.\n- Lattice Analytics was founded in 2002.\n- Mei reports to Emeka.\n- Fernhill Foods is headquartered in Austin.\n- Pablo reports to Amara.\n- Vantage Air was founded in 1982.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.\n- Deshawn works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Austin.\n- Kenji works for Atlas Freight.\n- Yuki works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Austin.\n- Sanne reports to Tessa.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tessa works for Ironwood Manufacturing.\n- Vantage Air was founded in 2001.\n- Ironwood Manufacturing was founded in 1979.\n- Zoya works for Bluepine Aviation.\n- Kenji reports to Omar.\n- Sanne works for Vantage Air.\n- Nadia works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Zoya reports to Kenji.\n- Yuki reports to Nadia.\n- Nadia reports to Mateo.\n- Ingrid reports to Bruno.\n- Bluepine Aviation was founded in 1999.\n- Mateo works for Vantage Air.\n- Tessa reports to Ingrid.\n- Mateo reports to Sanne.\n- Vantage Air is headquartered in Oslo.\n- Omar reports to Yuki.\n- Ingrid works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23821", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7548: employee Sofia B., hired 06 June 2024, separated 17 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7548?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Yuki.\n- Sanne reports to Stefan.\n- Sanne works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Basel.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Sofia works for Summit Energy.\n- Lattice Analytics was founded in 1979.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy is headquartered in Oslo.\n- Omar reports to Sanne.\n- Zoya works for Summit Energy.\n- Vantage Air was founded in 2011.\n- Mateo reports to Zoya.\n- Lucia reports to Aisha.\n- Emeka works for Vantage Air.\n- Lucia works for Vantage Air.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation was founded in 1982.\n- Bruno works for Lattice Analytics.\n- Zoya reports to Lucia.\n- Yuki works for Vantage Air.\n- Omar works for Lattice Analytics.\n- Stefan reports to Nadia.\n- Sofia reports to Bruno.\n- Stefan works for Bluepine Aviation.\n- Summit Energy was founded in 2002.\n- Aisha reports to Omar.\n- Bruno reports to Mateo.\n- Yuki reports to Emeka.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23823", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3022: employee Lucia S., hired 24 May 2025, separated 19 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3022?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23824", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1027: employee Sofia B., hired 17 July 2022, separated 06 June 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1027?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Deshawn.\n- Sanne works for Vantage Air.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid works for Vantage Air.\n- Aisha reports to Felix.\n- Tobias works for Vantage Air.\n- Kenji works for Vantage Air.\n- Tobias reports to Kenji.\n- Meridian Bank was founded in 1988.\n- Yuki works for Atlas Freight.\n- Omar works for Vantage Air.\n- Meridian Bank is headquartered in Lyon.\n- Stefan works for Cobalt Health.\n- Zoya works for Atlas Freight.\n- Kenji reports to Stefan.\n- Vantage Air is headquartered in Lyon.\n- Omar reports to Tobias.\n- Felix reports to Omar.\n- Deshawn works for Atlas Freight.\n- Zoya reports to Sanne.\n- Deshawn reports to Ingrid.\n- Bruno works for Cobalt Health.\n- Ingrid reports to Aisha.\n- Atlas Freight was founded in 1997.\n- Stefan reports to Bruno.\n- Cobalt Health was founded in 2013.\n- Vantage Air was founded in 1987.\n- Aisha works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Sanne reports to Yuki.\n- Cobalt Health is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23826", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23827", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23828", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4468: employee Yuki R., hired 11 September 2022, separated 01 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4468?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23829", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23831", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23832", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3747: employee Ravi R., hired 25 April 2021, separated 29 March 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-3747 under the controlling rules.", "criteria": {"0": "$10,238", "1": "$10,650", "2": "$43,983", "3": "$10,150"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-23833", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23834", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23835", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23836", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23837", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5329: employee Jonas A., hired 09 May 2024, separated 26 February 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-5329 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,192", "2": "$6,192", "3": "$4,673"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23838", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23839", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23840", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Summit Energy is headquartered in Turku.\n- Kenji reports to Elena.\n- Omar works for Summit Energy.\n- Yuki reports to Tessa.\n- Viktor works for Lattice Analytics.\n- Sofia reports to Omar.\n- Callum works for Crescent Telecom.\n- Tessa works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Nadia reports to Viktor.\n- Nadia works for Lattice Analytics.\n- Deshawn reports to Yuki.\n- Emeka reports to Nadia.\n- Stefan works for Lattice Analytics.\n- Kenji works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Tessa reports to Sofia.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Deshawn works for Crescent Telecom.\n- Callum reports to Stefan.\n- Bluepine Aviation is headquartered in Lyon.\n- Lattice Analytics was founded in 2004.\n- Crescent Telecom was founded in 1976.\n- Emeka works for Lattice Analytics.\n- Elena reports to Callum.\n- Summit Energy was founded in 1980.\n- Omar reports to Kenji.\n- Lattice Analytics is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Yuki.\n- Lattice Analytics is headquartered in Lyon.\n- Tobias reports to Priya.\n- Pinnacle Software is headquartered in Turku.\n- Fernhill Foods is headquartered in Lyon.\n- Stefan reports to Anders.\n- Priya works for Vantage Air.\n- Sofia works for Pinnacle Software.\n- Deshawn reports to Tobias.\n- Ravi works for Vantage Air.\n- Priya reports to Emeka.\n- Aisha works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Anders works for Fernhill Foods.\n- Lattice Analytics was founded in 1994.\n- Vantage Air was founded in 2011.\n- Deshawn works for Fernhill Foods.\n- Sofia reports to Mateo.\n- Pinnacle Software was founded in 1995.\n- Ravi reports to Stefan.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Yuki reports to Sofia.\n- Stefan works for Vantage Air.\n- Yuki works for Lattice Analytics.\n- Anders reports to Hana.\n- Hana reports to Aisha.\n- Fernhill Foods was founded in 1979.\n- Emeka reports to Ravi.\n- Tobias works for Lattice Analytics.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23843", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2569: employee Amara S., hired 11 October 2021, separated 07 February 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2569?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23844", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23845", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1362: employee Mateo A., hired 07 May 2021, separated 30 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1362?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Zoya reports to Elena.\n- Elena reports to Callum.\n- Lattice Analytics was founded in 2002.\n- Fernhill Foods is headquartered in Lyon.\n- Leila reports to Zoya.\n- Summit Energy was founded in 1999.\n- Callum works for Crescent Telecom.\n- Callum reports to Aisha.\n- Kenji reports to Stefan.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Summit Energy is headquartered in Cork.\n- Pablo works for Lattice Analytics.\n- Zoya works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Leila works for Fernhill Foods.\n- Pablo reports to Kenji.\n- Crescent Telecom was founded in 1993.\n- Aisha reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Fernhill Foods was founded in 2013.\n- Lattice Analytics is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Sofia reports to Leila.\n- Elena works for Summit Energy.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23847", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9911: employee Mateo M., hired 13 January 2023, separated 12 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9911?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Aisha.\n- Vantage Air is headquartered in Basel.\n- Aisha works for Lattice Analytics.\n- Bluepine Aviation was founded in 1992.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Mateo.\n- Mara works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Pinnacle Software is headquartered in Leeds.\n- Dmitri works for Pinnacle Software.\n- Lattice Analytics was founded in 1993.\n- Zoya works for Vantage Air.\n- Kenji reports to Tobias.\n- Pablo reports to Mara.\n- Zoya reports to Kenji.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno reports to Pablo.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 2004.\n- Mateo reports to Bruno.\n- Bruno works for Vantage Air.\n- Felix reports to Dmitri.\n- Lattice Analytics is headquartered in Bergen.\n- Pinnacle Software was founded in 2011.\n- Aisha reports to Felix.\n- Pablo works for Bluepine Aviation.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23849", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mateo.\n- Wren works for Fernhill Foods.\n- Northwind Systems was founded in 1999.\n- Summit Energy was founded in 2002.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Wren reports to Sanne.\n- Cobalt Health was founded in 2000.\n- Jonas reports to Omar.\n- Chiara works for Northwind Systems.\n- Mateo reports to Kenji.\n- Mateo works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Summit Energy is headquartered in Tampere.\n- Fernhill Foods is headquartered in Porto.\n- Northwind Systems is headquartered in Oslo.\n- Fernhill Foods was founded in 1994.\n- Omar works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Chiara reports to Mara.\n- Kenji works for Cobalt Health.\n- Kenji reports to Jonas.\n- Omar reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "2003", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23852", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23853", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Felix works for Cedar Retail Group.\n- Mateo works for Ironwood Manufacturing.\n- Amara reports to Pablo.\n- Mateo reports to Mara.\n- Viktor reports to Amara.\n- Pablo reports to Chiara.\n- Felix reports to Sofia.\n- Chiara reports to Felix.\n- Amara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1984.\n- Viktor works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1993.\n- Jonas reports to Bruno.\n- Summit Energy was founded in 1990.\n- Bruno reports to Viktor.\n- Pablo works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Chiara works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Halifax.\n- Bluepine Aviation was founded in 2003.\n- Mara works for Cedar Retail Group.\n- Mara reports to Jonas.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23855", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23856", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5137: employee Elena S., hired 30 August 2023, separated 24 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5137?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23857", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 November 2023): For employees hired on or after 28 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3738: employee Nadia K., hired 05 May 2023, separated 26 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3738?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Sanne.\n- Ironwood Manufacturing is headquartered in Basel.\n- Northwind Systems is headquartered in Austin.\n- Sanne reports to Jonas.\n- Jonas works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2001.\n- Bluepine Aviation is headquartered in Austin.\n- Priya works for Ironwood Manufacturing.\n- Sanne works for Northwind Systems.\n- Lattice Analytics was founded in 2007.\n- Amara works for Bluepine Aviation.\n- Priya reports to Anders.\n- Northwind Systems was founded in 1975.\n- Lattice Analytics is headquartered in Austin.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Zoya.\n- Anders reports to Mei.\n- Anders works for Bluepine Aviation.\n- Felix works for Ironwood Manufacturing.\n- Amara reports to Felix.\n- Jonas reports to Amara.\n- Zoya works for Northwind Systems.\n- Bluepine Aviation was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23859", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-2 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3972: employee Lucia K., hired 26 December 2019, separated 20 June 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-3972 under the controlling rules.", "criteria": {"0": "$51,567", "1": "$11,812", "2": "$12,400", "3": "$11,900"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23860", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Sofia reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor reports to Mara.\n- Pablo works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1998.\n- Beacon Insurance was founded in 2008.\n- Anders works for Atlas Freight.\n- Tessa reports to Viktor.\n- Leila reports to Sofia.\n- Pablo reports to Zoya.\n- Aisha reports to Emeka.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2014.\n- Sofia works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2009.\n- Aisha works for Beacon Insurance.\n- Emeka works for Fernhill Foods.\n- Atlas Freight is headquartered in Lyon.\n- Fernhill Foods is headquartered in Dunedin.\n- Deshawn reports to Amara.\n- Emeka reports to Tessa.\n- Mara reports to Anders.\n- Amara reports to Pablo.\n- Viktor works for Atlas Freight.\n- Anders reports to Leila.\n- Leila works for Atlas Freight.\n- Beacon Insurance is headquartered in Halifax.\n- Deshawn works for Beacon Insurance.\n- Zoya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23862", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23863", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23864", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23865", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4610: employee Stefan B., hired 12 March 2024, separated 01 February 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4610?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Kenji.\n- Helios Logistics is headquartered in Adelaide.\n- Amara reports to Mateo.\n- Cedar Retail Group is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Mateo works for Helios Logistics.\n- Cedar Retail Group was founded in 2006.\n- Leila reports to Mei.\n- Mei reports to Yuki.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana reports to Leila.\n- Hana works for Meridian Bank.\n- Bluepine Aviation was founded in 1999.\n- Meridian Bank was founded in 2009.\n- Helios Logistics was founded in 1980.\n- Mara reports to Hana.\n- Kenji works for Bluepine Aviation.\n- Leila works for Helios Logistics.\n- Amara works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Yuki reports to Amara.\n- Yuki works for Helios Logistics.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23867", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "report_fraud", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23868", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23869", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23870", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 November 2025): For employees hired on or after 29 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8810: employee Elena B., hired 03 April 2022, separated 12 May 2027 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-8810 under the controlling rules.", "criteria": {"0": "$10,900", "1": "$49,400", "2": "$11,475", "3": "$11,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23871", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 February 2023): For employees hired on or after 18 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6711: employee Zoya S., hired 09 December 2022, separated 23 October 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-6711 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$26,000", "2": "$6,000", "3": "$2,025"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23872", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23873", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 February 2023): For employees hired on or after 03 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9487: employee Mara M., hired 03 October 2022, separated 30 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9487?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23874", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23875", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "dispute_charge", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23876", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23877", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23878", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1983.\n- Hana works for Atlas Freight.\n- Mateo reports to Priya.\n- Leila reports to Mateo.\n- Priya works for Lattice Analytics.\n- Pinnacle Software is headquartered in Dunedin.\n- Dmitri works for Cobalt Health.\n- Felix reports to Tobias.\n- Pablo works for Atlas Freight.\n- Tobias works for Cobalt Health.\n- Viktor reports to Pablo.\n- Felix works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Aisha reports to Felix.\n- Mateo works for Pinnacle Software.\n- Viktor works for Cobalt Health.\n- Hana reports to Dmitri.\n- Cobalt Health is headquartered in Porto.\n- Atlas Freight is headquartered in Porto.\n- Tobias reports to Leila.\n- Atlas Freight was founded in 1998.\n- Lattice Analytics is headquartered in Bergen.\n- Cobalt Health was founded in 1995.\n- Lattice Analytics was founded in 1988.\n- Pablo reports to Aisha.\n- Dmitri reports to Viktor.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "2001", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Jonas.\n- Vantage Air is headquartered in Bergen.\n- Aisha works for Beacon Insurance.\n- Leila reports to Wren.\n- Nadia reports to Aisha.\n- Bruno works for Vantage Air.\n- Emeka reports to Lucia.\n- Northwind Systems was founded in 1993.\n- Northwind Systems is headquartered in Bergen.\n- Jonas reports to Anders.\n- Tobias works for Northwind Systems.\n- Tobias reports to Bruno.\n- Mateo reports to Nadia.\n- Vantage Air was founded in 2012.\n- Atlas Freight is headquartered in Basel.\n- Emeka works for Beacon Insurance.\n- Bruno reports to Priya.\n- Nadia works for Atlas Freight.\n- Beacon Insurance is headquartered in Nagoya.\n- Jonas works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Lucia reports to Tobias.\n- Wren works for Beacon Insurance.\n- Wren reports to Mateo.\n- Beacon Insurance was founded in 1994.\n- Atlas Freight was founded in 2002.\n- Anders reports to Leila.\n- Leila works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23881", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23882", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23883", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Amara reports to Felix.\n- Emeka reports to Stefan.\n- Callum reports to Zoya.\n- Stefan reports to Anders.\n- Hana reports to Mei.\n- Mei works for Atlas Freight.\n- Northwind Systems was founded in 1998.\n- Zoya reports to Pablo.\n- Amara works for Northwind Systems.\n- Atlas Freight was founded in 2006.\n- Callum works for Lattice Analytics.\n- Northwind Systems is headquartered in Leeds.\n- Pablo reports to Chiara.\n- Crescent Telecom was founded in 1986.\n- Zoya works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Lattice Analytics was founded in 2014.\n- Mei reports to Emeka.\n- Anders works for Northwind Systems.\n- Anders reports to Amara.\n- Atlas Freight is headquartered in Ghent.\n- Chiara reports to Sofia.\n- Sofia reports to Hana.\n- Lattice Analytics is headquartered in Ghent.\n- Emeka works for Northwind Systems.\n- Crescent Telecom is headquartered in Bergen.\n- Felix works for Atlas Freight.\n- Hana works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2009", "2": "2012", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23885", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 28 May 2023): For employees hired on or after 28 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8527: employee Mara S., hired 22 April 2022, separated 11 June 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8527?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23886", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23887", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23888", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23889", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "referral", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23890", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7265: employee Chiara K., hired 23 August 2021, separated 28 February 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-7265 under the controlling rules.", "criteria": {"0": "$14,000", "1": "$12,000", "2": "$60,667", "3": "$14,062"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Chiara reports to Hana.\n- Meridian Bank was founded in 2004.\n- Viktor works for Meridian Bank.\n- Lucia works for Pinnacle Software.\n- Sofia works for Northwind Systems.\n- Hana reports to Nadia.\n- Chiara works for Helios Logistics.\n- Tessa reports to Lucia.\n- Northwind Systems is headquartered in Cork.\n- Callum reports to Deshawn.\n- Sofia reports to Callum.\n- Meridian Bank is headquartered in Cork.\n- Viktor reports to Chiara.\n- Pinnacle Software is headquartered in Lyon.\n- Deshawn works for Pinnacle Software.\n- Hana works for Meridian Bank.\n- Lucia reports to Viktor.\n- Kenji works for Meridian Bank.\n- Callum works for Northwind Systems.\n- Helios Logistics was founded in 1976.\n- Northwind Systems was founded in 2012.\n- Kenji reports to Sofia.\n- Nadia works for Meridian Bank.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn reports to Tessa.\n- Pinnacle Software was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Aisha.\n- Pablo reports to Amara.\n- Helios Logistics was founded in 1998.\n- Sofia reports to Anders.\n- Viktor reports to Nadia.\n- Priya works for Meridian Bank.\n- Aisha works for Crescent Telecom.\n- Pablo works for Northwind Systems.\n- Viktor works for Meridian Bank.\n- Helios Logistics is headquartered in Tampere.\n- Anders works for Northwind Systems.\n- Sofia works for Crescent Telecom.\n- Amara reports to Viktor.\n- Northwind Systems is headquartered in Dunedin.\n- Meridian Bank is headquartered in Halifax.\n- Nadia reports to Priya.\n- Amara works for Meridian Bank.\n- Crescent Telecom was founded in 1999.\n- Meridian Bank was founded in 2002.\n- Northwind Systems was founded in 2007.\n- Priya reports to Sofia.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23893", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 56474\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "reports an item arrived broken", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Amara works for Cedar Retail Group.\n- Lucia works for Vantage Air.\n- Yuki reports to Amara.\n- Kenji works for Cedar Retail Group.\n- Sofia reports to Viktor.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1992.\n- Chiara reports to Lucia.\n- Lucia reports to Yuki.\n- Yuki works for Cedar Retail Group.\n- Amara reports to Kenji.\n- Cedar Retail Group was founded in 2008.\n- Kenji reports to Priya.\n- Cedar Retail Group is headquartered in Brno.\n- Atlas Freight is headquartered in Cork.\n- Vantage Air was founded in 2010.\n- Vantage Air is headquartered in Cork.\n- Viktor works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Atlas Freight was founded in 2013.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2001.\n- Ironwood Manufacturing was founded in 2011.\n- Jonas works for Summit Energy.\n- Helios Logistics is headquartered in Turku.\n- Mei reports to Felix.\n- Ingrid works for Fernhill Foods.\n- Kenji reports to Omar.\n- Omar works for Fernhill Foods.\n- Mei works for Helios Logistics.\n- Ingrid reports to Kenji.\n- Sanne works for Ironwood Manufacturing.\n- Aisha reports to Zoya.\n- Kenji works for Helios Logistics.\n- Fernhill Foods is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha works for Ironwood Manufacturing.\n- Omar reports to Jonas.\n- Leila reports to Ingrid.\n- Leila works for Fernhill Foods.\n- Felix reports to Sanne.\n- Tobias works for Helios Logistics.\n- Tobias reports to Mei.\n- Amara works for Fernhill Foods.\n- Sanne reports to Aisha.\n- Summit Energy was founded in 1993.\n- Zoya reports to Amara.\n- Zoya works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Amara reports to Leila.\n- Summit Energy is headquartered in Basel.\n- Helios Logistics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23896", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2186: employee Felix T., hired 08 May 2021, separated 07 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2186?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23897", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 87278\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23898", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23899", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription", "4": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Lyon.\n- Omar works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Fernhill Foods was founded in 1999.\n- Cobalt Health was founded in 2013.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Callum.\n- Deshawn reports to Tobias.\n- Omar reports to Hana.\n- Anders works for Fernhill Foods.\n- Hana reports to Anders.\n- Lattice Analytics is headquartered in Ghent.\n- Nadia reports to Omar.\n- Pinnacle Software was founded in 1997.\n- Callum works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Nadia works for Pinnacle Software.\n- Anders reports to Mei.\n- Callum reports to Deshawn.\n- Tobias reports to Kenji.\n- Mei works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Kenji reports to Nadia.\n- Pinnacle Software is headquartered in Lyon.\n- Lattice Analytics was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1988.\n- Nadia works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Lucia works for Vantage Air.\n- Sofia reports to Lucia.\n- Mateo works for Bluepine Aviation.\n- Lucia reports to Nadia.\n- Felix reports to Viktor.\n- Vantage Air is headquartered in Brno.\n- Leila reports to Wren.\n- Bluepine Aviation is headquartered in Cork.\n- Atlas Freight is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1988.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Mara works for Atlas Freight.\n- Sanne reports to Emeka.\n- Wren reports to Mateo.\n- Sanne works for Atlas Freight.\n- Emeka reports to Leila.\n- Viktor reports to Dmitri.\n- Emeka works for Ironwood Manufacturing.\n- Dmitri reports to Mara.\n- Vantage Air was founded in 2002.\n- Dmitri works for Vantage Air.\n- Nadia reports to Sanne.\n- Wren works for Ironwood Manufacturing.\n- Mateo reports to Felix.\n- Sofia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Halifax", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Stefan.\n- Mateo works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Meridian Bank is headquartered in Adelaide.\n- Viktor works for Cedar Retail Group.\n- Dmitri works for Pinnacle Software.\n- Stefan works for Fernhill Foods.\n- Deshawn reports to Viktor.\n- Bruno reports to Sofia.\n- Mateo reports to Amara.\n- Felix works for Meridian Bank.\n- Bruno works for Pinnacle Software.\n- Sofia reports to Callum.\n- Felix reports to Anders.\n- Anders works for Fernhill Foods.\n- Amara works for Cedar Retail Group.\n- Deshawn works for Fernhill Foods.\n- Priya reports to Felix.\n- Callum reports to Priya.\n- Stefan reports to Deshawn.\n- Fernhill Foods was founded in 2000.\n- Viktor reports to Mateo.\n- Callum works for Pinnacle Software.\n- Cedar Retail Group was founded in 2000.\n- Meridian Bank was founded in 1976.\n- Cedar Retail Group is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Brno.\n- Amara reports to Bruno.\n- Pinnacle Software was founded in 1985.\n- Pinnacle Software is headquartered in Adelaide.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23903", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2494: employee Mei M., hired 12 May 2021, separated 16 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-2494 under the controlling rules.", "criteria": {"0": "$9,400", "1": "$40,733", "2": "$8,900", "3": "$9,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23904", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 January 2025): For employees hired on or after 29 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8447: employee Nadia S., hired 30 October 2024, separated 21 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8447?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23905", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23906", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23907", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1041: employee Tobias S., hired 22 August 2020, separated 04 November 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1041?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2013.\n- Fernhill Foods was founded in 1989.\n- Mateo reports to Yuki.\n- Yuki works for Ironwood Manufacturing.\n- Stefan reports to Tobias.\n- Bluepine Aviation was founded in 1990.\n- Ingrid reports to Sanne.\n- Mateo works for Bluepine Aviation.\n- Sofia works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Yuki reports to Viktor.\n- Wren reports to Mateo.\n- Aisha works for Fernhill Foods.\n- Lattice Analytics is headquartered in Turku.\n- Sanne works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Fernhill Foods is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2015.\n- Sofia reports to Wren.\n- Sanne reports to Aisha.\n- Viktor reports to Anders.\n- Tobias reports to Sofia.\n- Wren works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Aisha reports to Stefan.\n- Viktor works for Lattice Analytics.\n- Anders reports to Deshawn.\n- Tobias works for Lattice Analytics.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23909", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6714: employee Omar T., hired 10 September 2021, separated 28 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6714?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Summit Energy.\n- Fernhill Foods was founded in 1981.\n- Bruno reports to Chiara.\n- Zoya works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Pinnacle Software is headquartered in Malmo.\n- Stefan reports to Ingrid.\n- Pablo reports to Bruno.\n- Stefan works for Pinnacle Software.\n- Chiara reports to Elena.\n- Kenji works for Bluepine Aviation.\n- Pablo works for Pinnacle Software.\n- Elena reports to Kenji.\n- Zoya reports to Stefan.\n- Chiara works for Fernhill Foods.\n- Mateo reports to Aisha.\n- Bruno works for Summit Energy.\n- Pinnacle Software was founded in 1996.\n- Sanne works for Bluepine Aviation.\n- Summit Energy was founded in 1995.\n- Aisha reports to Tessa.\n- Ingrid reports to Pablo.\n- Fernhill Foods is headquartered in Malmo.\n- Summit Energy is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Oslo.\n- Kenji reports to Sanne.\n- Aisha works for Pinnacle Software.\n- Sanne reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation was founded in 2011.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Helios Logistics.\n- Tessa works for Vantage Air.\n- Sofia works for Meridian Bank.\n- Zoya reports to Nadia.\n- Wren works for Meridian Bank.\n- Dmitri reports to Wren.\n- Tessa reports to Ingrid.\n- Meridian Bank is headquartered in Porto.\n- Helios Logistics was founded in 2002.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Nadia works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Helios Logistics is headquartered in Porto.\n- Nadia reports to Sofia.\n- Pinnacle Software is headquartered in Porto.\n- Vantage Air was founded in 1976.\n- Ingrid reports to Zoya.\n- Wren reports to Tessa.\n- Vantage Air is headquartered in Porto.\n- Felix works for Vantage Air.\n- Felix reports to Dmitri.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Emeka.\n- Northwind Systems was founded in 2015.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Bluepine Aviation is headquartered in Porto.\n- Priya works for Bluepine Aviation.\n- Deshawn works for Helios Logistics.\n- Amara reports to Nadia.\n- Stefan works for Northwind Systems.\n- Helios Logistics is headquartered in Ghent.\n- Cobalt Health was founded in 1995.\n- Aisha works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Aisha reports to Stefan.\n- Northwind Systems is headquartered in Ghent.\n- Callum reports to Amara.\n- Deshawn reports to Aisha.\n- Omar reports to Callum.\n- Callum works for Helios Logistics.\n- Zoya works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Priya reports to Omar.\n- Bluepine Aviation was founded in 1989.\n- Zoya reports to Priya.\n- Stefan reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23913", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8445: employee Anders R., hired 28 January 2021, separated 19 July 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-8445 under the controlling rules.", "criteria": {"0": "$13,200", "1": "$57,200", "2": "$13,125", "3": "$14,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23914", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6343: employee Viktor B., hired 16 September 2020, separated 01 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6343?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-23915", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Sofia reports to Kenji.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy was founded in 1983.\n- Zoya works for Summit Energy.\n- Zoya reports to Wren.\n- Priya reports to Emeka.\n- Priya works for Ironwood Manufacturing.\n- Tobias reports to Tessa.\n- Tobias works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Kenji works for Pinnacle Software.\n- Tessa reports to Sanne.\n- Wren reports to Tobias.\n- Emeka reports to Zoya.\n- Aisha reports to Ravi.\n- Wren works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Sofia works for Pinnacle Software.\n- Meridian Bank is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2002.\n- Pablo reports to Priya.\n- Ironwood Manufacturing was founded in 1992.\n- Sanne reports to Aisha.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23917", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 45035 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23918", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6604: employee Anders A., hired 30 October 2020, separated 02 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6604?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23919", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23920", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2910: employee Dmitri T., hired 01 April 2021, separated 22 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2910?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23921", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-23922", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23923", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6021: employee Yuki B., hired 10 August 2021, separated 19 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6021?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23924", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23925", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 5253\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Mara reports to Lucia.\n- Chiara works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.\n- Beacon Insurance is headquartered in Porto.\n- Beacon Insurance was founded in 2006.\n- Hana reports to Elena.\n- Wren works for Helios Logistics.\n- Chiara reports to Ingrid.\n- Sofia reports to Mara.\n- Mara works for Helios Logistics.\n- Sofia works for Meridian Bank.\n- Hana works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Omar works for Beacon Insurance.\n- Meridian Bank is headquartered in Dunedin.\n- Lucia reports to Hana.\n- Helios Logistics was founded in 1981.\n- Mei reports to Omar.\n- Ingrid reports to Mei.\n- Omar reports to Wren.\n- Cobalt Health is headquartered in Porto.\n- Cobalt Health was founded in 2005.\n- Meridian Bank was founded in 1979.\n- Mei works for Meridian Bank.\n- Wren reports to Sofia.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23927", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4247: employee Elena B., hired 05 August 2023, separated 03 September 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-4247 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,600", "2": "$7,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-23928", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9682: employee Sanne A., hired 25 August 2020, separated 25 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9682?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23929", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23930", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Nagoya.\n- Dmitri reports to Felix.\n- Mateo works for Helios Logistics.\n- Mateo reports to Deshawn.\n- Bruno reports to Aisha.\n- Elena works for Cobalt Health.\n- Fernhill Foods is headquartered in Dunedin.\n- Bruno works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Helios Logistics was founded in 1980.\n- Jonas reports to Ingrid.\n- Ingrid reports to Leila.\n- Felix reports to Mateo.\n- Mara works for Helios Logistics.\n- Aisha reports to Yuki.\n- Cobalt Health was founded in 1978.\n- Yuki reports to Jonas.\n- Fernhill Foods was founded in 2007.\n- Crescent Telecom was founded in 1996.\n- Jonas works for Crescent Telecom.\n- Deshawn reports to Mara.\n- Mara reports to Bruno.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Crescent Telecom is headquartered in Nagoya.\n- Leila reports to Elena.\n- Felix works for Cobalt Health.\n- Deshawn works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Dmitri works for Cobalt Health.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23932", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 December 2025): For employees hired on or after 04 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9005: employee Tessa T., hired 05 July 2023, separated 10 June 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9005?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23933", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Nadia.\n- Fernhill Foods was founded in 2010.\n- Kenji works for Northwind Systems.\n- Atlas Freight was founded in 2007.\n- Felix works for Pinnacle Software.\n- Deshawn works for Northwind Systems.\n- Nadia reports to Emeka.\n- Deshawn reports to Tobias.\n- Ingrid works for Northwind Systems.\n- Felix reports to Kenji.\n- Dmitri reports to Mara.\n- Lucia works for Atlas Freight.\n- Bruno works for Northwind Systems.\n- Ingrid reports to Amara.\n- Amara works for Pinnacle Software.\n- Dmitri works for Atlas Freight.\n- Kenji reports to Bruno.\n- Atlas Freight is headquartered in Halifax.\n- Bruno reports to Deshawn.\n- Fernhill Foods is headquartered in Halifax.\n- Mara reports to Ingrid.\n- Nadia works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Lucia reports to Dmitri.\n- Pinnacle Software was founded in 1994.\n- Amara reports to Felix.\n- Northwind Systems is headquartered in Nagoya.\n- Mara works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Northwind Systems was founded in 1988.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Leila.\n- Northwind Systems was founded in 1986.\n- Emeka reports to Sanne.\n- Yuki works for Cedar Retail Group.\n- Summit Energy was founded in 1982.\n- Mei reports to Yuki.\n- Northwind Systems is headquartered in Dunedin.\n- Tessa reports to Emeka.\n- Cedar Retail Group was founded in 2015.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Tessa works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 2004.\n- Priya reports to Tessa.\n- Leila works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Sanne works for Cobalt Health.\n- Sanne reports to Mei.\n- Mei works for Summit Energy.\n- Priya works for Cedar Retail Group.\n- Summit Energy is headquartered in Adelaide.\n- Yuki reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23936", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 07 March 2023): For employees hired on or after 07 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9698: employee Stefan M., hired 16 October 2022, separated 21 October 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9698?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-23937", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9973: employee Jonas A., hired 05 July 2022, separated 02 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-9973 under the controlling rules.", "criteria": {"0": "$15,577", "1": "$15,692", "2": "$13,692", "3": "$68,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Hana.\n- Anders reports to Mateo.\n- Tobias reports to Amara.\n- Nadia reports to Mei.\n- Cobalt Health was founded in 2000.\n- Cobalt Health is headquartered in Oslo.\n- Wren works for Bluepine Aviation.\n- Amara works for Cobalt Health.\n- Mei reports to Tobias.\n- Emeka reports to Anders.\n- Bluepine Aviation is headquartered in Adelaide.\n- Emeka works for Cobalt Health.\n- Lattice Analytics is headquartered in Oslo.\n- Wren reports to Nadia.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics was founded in 1994.\n- Tobias works for Northwind Systems.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Mateo works for Cobalt Health.\n- Amara reports to Aisha.\n- Nadia works for Bluepine Aviation.\n- Mei works for Cobalt Health.\n- Northwind Systems is headquartered in Bergen.\n- Hana reports to Emeka.\n- Hana works for Lattice Analytics.\n- Northwind Systems was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Mara works for Cobalt Health.\n- Vantage Air is headquartered in Tampere.\n- Omar works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Leila works for Helios Logistics.\n- Mara reports to Sanne.\n- Dmitri reports to Mara.\n- Viktor works for Cobalt Health.\n- Chiara works for Lattice Analytics.\n- Cobalt Health was founded in 2002.\n- Lattice Analytics is headquartered in Tampere.\n- Viktor reports to Chiara.\n- Sanne reports to Omar.\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Dmitri works for Cobalt Health.\n- Leila reports to Viktor.\n- Lattice Analytics was founded in 1996.\n- Sofia reports to Dmitri.\n- Omar reports to Leila.\n- Vantage Air was founded in 2013.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Bruno reports to Callum.\n- Tobias works for Northwind Systems.\n- Bruno works for Beacon Insurance.\n- Deshawn reports to Chiara.\n- Cobalt Health was founded in 2003.\n- Amara works for Northwind Systems.\n- Mateo reports to Bruno.\n- Northwind Systems is headquartered in Bergen.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Tobias.\n- Chiara reports to Ravi.\n- Cobalt Health is headquartered in Nagoya.\n- Deshawn works for Beacon Insurance.\n- Callum reports to Tessa.\n- Beacon Insurance is headquartered in Bergen.\n- Tessa reports to Deshawn.\n- Chiara works for Fernhill Foods.\n- Tobias reports to Mateo.\n- Ravi works for Cobalt Health.\n- Fernhill Foods was founded in 2010.\n- Tessa works for Cobalt Health.\n- Beacon Insurance was founded in 1984.\n- Northwind Systems was founded in 1997.\n- Mateo works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Ravi reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mei.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Elena works for Crescent Telecom.\n- Summit Energy is headquartered in Valencia.\n- Tobias works for Helios Logistics.\n- Summit Energy was founded in 1984.\n- Nadia reports to Mateo.\n- Hana reports to Leila.\n- Tobias reports to Nadia.\n- Mei works for Cedar Retail Group.\n- Lucia reports to Tobias.\n- Pablo works for Crescent Telecom.\n- Pablo reports to Deshawn.\n- Leila works for Summit Energy.\n- Zoya reports to Elena.\n- Deshawn works for Helios Logistics.\n- Cedar Retail Group was founded in 2013.\n- Deshawn reports to Lucia.\n- Helios Logistics was founded in 2007.\n- Mei reports to Hana.\n- Lucia works for Cedar Retail Group.\n- Mateo reports to Zoya.\n- Cedar Retail Group is headquartered in Tampere.\n- Zoya works for Helios Logistics.\n- Crescent Telecom was founded in 1999.\n- Leila reports to Sofia.\n- Hana works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Valencia.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2005", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Helios Logistics is headquartered in Brno.\n- Kenji reports to Stefan.\n- Tessa reports to Tobias.\n- Cedar Retail Group was founded in 1976.\n- Hana reports to Kenji.\n- Stefan reports to Tessa.\n- Stefan works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Pinnacle Software was founded in 1997.\n- Elena works for Helios Logistics.\n- Kenji works for Pinnacle Software.\n- Lattice Analytics is headquartered in Oslo.\n- Helios Logistics was founded in 2011.\n- Zoya reports to Viktor.\n- Elena reports to Zoya.\n- Lattice Analytics was founded in 1991.\n- Zoya works for Cedar Retail Group.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Brno.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23943", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 15 January 2026): For employees hired on or after 15 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5417: employee Mateo M., hired 12 May 2023, separated 03 June 2027 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5417?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23944", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23945", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2013.\n- Elena reports to Felix.\n- Lucia reports to Aisha.\n- Mei works for Ironwood Manufacturing.\n- Wren reports to Tessa.\n- Omar reports to Nadia.\n- Aisha reports to Jonas.\n- Nadia reports to Wren.\n- Amara works for Cedar Retail Group.\n- Felix reports to Omar.\n- Ironwood Manufacturing was founded in 1992.\n- Nadia works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Omar works for Atlas Freight.\n- Fernhill Foods is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mei reports to Elena.\n- Aisha works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Cedar Retail Group was founded in 1979.\n- Wren works for Cedar Retail Group.\n- Lucia works for Fernhill Foods.\n- Hana reports to Mei.\n- Jonas reports to Hana.\n- Atlas Freight was founded in 2000.\n- Hana works for Atlas Freight.\n- Felix works for Fernhill Foods.\n- Jonas works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Atlas Freight is headquartered in Halifax.\n- Tessa reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1977", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23947", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Nadia reports to Deshawn.\n- Omar works for Ironwood Manufacturing.\n- Felix reports to Aisha.\n- Jonas reports to Wren.\n- Anders works for Cedar Retail Group.\n- Tobias reports to Felix.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Deshawn works for Summit Energy.\n- Ironwood Manufacturing was founded in 1989.\n- Mara reports to Jonas.\n- Cedar Retail Group is headquartered in Bergen.\n- Felix works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Northwind Systems was founded in 1975.\n- Jonas works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Omar reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Mara works for Northwind Systems.\n- Cedar Retail Group was founded in 2004.\n- Anders reports to Omar.\n- Wren reports to Nadia.\n- Tobias works for Northwind Systems.\n- Summit Energy was founded in 1992.\n- Wren works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Porto.\n- Deshawn reports to Tobias.\n- Amara reports to Anders.\n- Aisha reports to Amara.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23949", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1995.\n- Pinnacle Software was founded in 2010.\n- Sanne works for Pinnacle Software.\n- Chiara works for Cobalt Health.\n- Emeka works for Pinnacle Software.\n- Callum reports to Chiara.\n- Leila works for Cobalt Health.\n- Zoya reports to Ravi.\n- Dmitri works for Pinnacle Software.\n- Viktor reports to Callum.\n- Pinnacle Software is headquartered in Bergen.\n- Northwind Systems is headquartered in Bergen.\n- Callum works for Cobalt Health.\n- Northwind Systems was founded in 2006.\n- Lucia works for Northwind Systems.\n- Lucia reports to Viktor.\n- Emeka reports to Leila.\n- Chiara reports to Dmitri.\n- Crescent Telecom is headquartered in Nagoya.\n- Leila reports to Sanne.\n- Cobalt Health is headquartered in Austin.\n- Viktor works for Cobalt Health.\n- Dmitri reports to Zoya.\n- Zoya works for Northwind Systems.\n- Crescent Telecom was founded in 1997.\n- Ravi reports to Emeka.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Beacon Insurance.\n- Lucia reports to Mara.\n- Yuki works for Beacon Insurance.\n- Pablo reports to Ravi.\n- Mara works for Helios Logistics.\n- Mara reports to Yuki.\n- Hana reports to Elena.\n- Pablo works for Lattice Analytics.\n- Yuki reports to Mateo.\n- Lucia works for Beacon Insurance.\n- Lattice Analytics was founded in 1998.\n- Tobias reports to Pablo.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Cedar Retail Group is headquartered in Tampere.\n- Beacon Insurance was founded in 1984.\n- Lattice Analytics is headquartered in Basel.\n- Helios Logistics was founded in 2002.\n- Sofia works for Beacon Insurance.\n- Mateo works for Cedar Retail Group.\n- Ravi reports to Hana.\n- Ravi works for Lattice Analytics.\n- Mateo reports to Sofia.\n- Elena reports to Lucia.\n- Cedar Retail Group was founded in 1984.\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Tallinn", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Bruno.\n- Crescent Telecom was founded in 1995.\n- Beacon Insurance is headquartered in Cork.\n- Callum works for Beacon Insurance.\n- Bruno reports to Hana.\n- Wren reports to Omar.\n- Hana works for Meridian Bank.\n- Beacon Insurance was founded in 1998.\n- Bruno works for Meridian Bank.\n- Yuki works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Porto.\n- Meridian Bank is headquartered in Porto.\n- Yuki reports to Wren.\n- Bluepine Aviation was founded in 1988.\n- Wren works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Zoya reports to Yuki.\n- Meridian Bank was founded in 2010.\n- Hana reports to Zoya.\n- Omar reports to Callum.\n- Ravi works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-23953", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4173: employee Aisha M., hired 13 October 2023, separated 08 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4173?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4173 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Sofia reports to Felix.\n- Sanne works for Beacon Insurance.\n- Omar works for Lattice Analytics.\n- Mara reports to Amara.\n- Ironwood Manufacturing was founded in 1994.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pablo works for Lattice Analytics.\n- Beacon Insurance is headquartered in Dunedin.\n- Lucia works for Bluepine Aviation.\n- Lucia reports to Mei.\n- Felix works for Bluepine Aviation.\n- Mei reports to Sanne.\n- Bluepine Aviation was founded in 2007.\n- Omar reports to Jonas.\n- Jonas reports to Mateo.\n- Jonas works for Beacon Insurance.\n- Pablo reports to Nadia.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Lucia.\n- Amara works for Lattice Analytics.\n- Nadia reports to Omar.\n- Felix reports to Mara.\n- Lattice Analytics is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Austin.\n- Mara works for Lattice Analytics.\n- Sofia works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Sanne reports to Sofia.\n- Lattice Analytics was founded in 2008.\n- Beacon Insurance was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Lucia works for Summit Energy.\n- Stefan works for Summit Energy.\n- Lucia reports to Leila.\n- Summit Energy was founded in 1993.\n- Emeka reports to Felix.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Amara reports to Stefan.\n- Priya works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1976.\n- Ironwood Manufacturing was founded in 1976.\n- Stefan reports to Mei.\n- Mei reports to Lucia.\n- Tessa reports to Amara.\n- Emeka works for Ironwood Manufacturing.\n- Leila works for Meridian Bank.\n- Felix works for Summit Energy.\n- Aisha reports to Emeka.\n- Mei works for Summit Energy.\n- Beacon Insurance is headquartered in Cork.\n- Amara works for Summit Energy.\n- Leila reports to Priya.\n- Priya reports to Aisha.\n- Ironwood Manufacturing is headquartered in Cork.\n- Meridian Bank was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23956", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Mateo works for Pinnacle Software.\n- Deshawn works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Priya reports to Kenji.\n- Lucia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tampere.\n- Northwind Systems was founded in 1990.\n- Leila reports to Lucia.\n- Kenji reports to Mateo.\n- Fernhill Foods was founded in 2013.\n- Yuki works for Fernhill Foods.\n- Hana works for Pinnacle Software.\n- Wren reports to Elena.\n- Hana reports to Priya.\n- Kenji works for Fernhill Foods.\n- Pinnacle Software was founded in 2014.\n- Priya works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid reports to Hana.\n- Elena works for Cedar Retail Group.\n- Deshawn reports to Wren.\n- Lucia reports to Yuki.\n- Yuki reports to Ingrid.\n- Elena reports to Leila.\n- Wren works for Fernhill Foods.\n- Mateo reports to Bruno.\n- Cedar Retail Group was founded in 1989.\n- Pinnacle Software is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23958", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Summit Energy is headquartered in Adelaide.\n- Pablo reports to Ravi.\n- Hana reports to Mara.\n- Northwind Systems is headquartered in Austin.\n- Viktor works for Summit Energy.\n- Anders works for Cobalt Health.\n- Pablo works for Northwind Systems.\n- Anders reports to Tobias.\n- Deshawn reports to Viktor.\n- Summit Energy was founded in 1989.\n- Mara reports to Anders.\n- Cobalt Health was founded in 1998.\n- Beacon Insurance was founded in 1975.\n- Ravi works for Cobalt Health.\n- Viktor reports to Hana.\n- Northwind Systems was founded in 1983.\n- Mara works for Summit Energy.\n- Tobias works for Beacon Insurance.\n- Ravi reports to Deshawn.\n- Hana works for Summit Energy.\n- Cobalt Health is headquartered in Tampere.\n- Beacon Insurance is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2002.\n- Stefan works for Helios Logistics.\n- Pablo reports to Tobias.\n- Tobias reports to Emeka.\n- Yuki reports to Mara.\n- Dmitri works for Fernhill Foods.\n- Yuki works for Helios Logistics.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2008.\n- Wren works for Fernhill Foods.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Stefan reports to Jonas.\n- Pinnacle Software is headquartered in Lyon.\n- Tobias works for Fernhill Foods.\n- Sanne reports to Pablo.\n- Fernhill Foods is headquartered in Basel.\n- Wren reports to Sanne.\n- Ironwood Manufacturing is headquartered in Basel.\n- Fernhill Foods was founded in 2006.\n- Mara reports to Stefan.\n- Dmitri reports to Wren.\n- Jonas reports to Dmitri.\n- Emeka works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2011.\n- Jonas works for Fernhill Foods.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23961", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 29 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4741: employee Omar K., hired 21 August 2021, separated 29 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4741?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Zoya reports to Sanne.\n- Sofia reports to Aisha.\n- Felix works for Beacon Insurance.\n- Hana reports to Felix.\n- Zoya works for Beacon Insurance.\n- Sofia works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Leila reports to Jonas.\n- Northwind Systems is headquartered in Austin.\n- Beacon Insurance was founded in 1981.\n- Leila works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Mara works for Northwind Systems.\n- Jonas works for Summit Energy.\n- Ironwood Manufacturing was founded in 1997.\n- Amara reports to Mara.\n- Sanne reports to Sofia.\n- Felix reports to Amara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Amara works for Beacon Insurance.\n- Sanne works for Northwind Systems.\n- Aisha reports to Leila.\n- Summit Energy was founded in 1983.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Jonas reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23963", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6434: employee Chiara T., hired 27 January 2023, separated 28 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6434?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-23964", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23965", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Sofia works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Bruno reports to Sofia.\n- Bruno works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Leila works for Vantage Air.\n- Ravi works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Vantage Air was founded in 2007.\n- Crescent Telecom was founded in 1989.\n- Vantage Air is headquartered in Oslo.\n- Jonas reports to Felix.\n- Cobalt Health was founded in 2009.\n- Pablo reports to Ravi.\n- Tessa reports to Jonas.\n- Leila reports to Stefan.\n- Crescent Telecom is headquartered in Oslo.\n- Cobalt Health is headquartered in Leeds.\n- Ravi reports to Leila.\n- Helios Logistics was founded in 1975.\n- Yuki reports to Bruno.\n- Jonas works for Crescent Telecom.\n- Stefan reports to Yuki.\n- Tessa works for Vantage Air.\n- Felix works for Crescent Telecom.\n- Felix reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Meridian Bank was founded in 2005.\n- Chiara reports to Mateo.\n- Sanne reports to Anders.\n- Chiara works for Helios Logistics.\n- Mateo reports to Sanne.\n- Mateo works for Fernhill Foods.\n- Leila reports to Ravi.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Tessa.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 2013.\n- Bluepine Aviation was founded in 1991.\n- Helios Logistics was founded in 1991.\n- Felix reports to Chiara.\n- Felix works for Meridian Bank.\n- Bluepine Aviation is headquartered in Malmo.\n- Anders works for Bluepine Aviation.\n- Helios Logistics is headquartered in Oslo.\n- Tessa works for Meridian Bank.\n- Tessa reports to Felix.\n- Ravi works for Bluepine Aviation.\n- Leila works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Austin.\n- Emeka reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Callum.\n- Hana reports to Viktor.\n- Amara reports to Emeka.\n- Viktor works for Cobalt Health.\n- Emeka works for Fernhill Foods.\n- Cobalt Health was founded in 2002.\n- Meridian Bank is headquartered in Nagoya.\n- Wren reports to Dmitri.\n- Sofia reports to Sanne.\n- Fernhill Foods was founded in 2003.\n- Amara works for Fernhill Foods.\n- Callum reports to Hana.\n- Tessa reports to Wren.\n- Sofia works for Cobalt Health.\n- Tessa works for Cedar Retail Group.\n- Dmitri reports to Nadia.\n- Dmitri works for Meridian Bank.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Callum works for Cedar Retail Group.\n- Nadia reports to Amara.\n- Meridian Bank was founded in 1992.\n- Cobalt Health is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Dunedin.\n- Hana works for Cedar Retail Group.\n- Viktor reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-23969", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23970", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "coverage_question", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-23971", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Northwind Systems.\n- Lattice Analytics is headquartered in Nagoya.\n- Leila works for Lattice Analytics.\n- Priya works for Bluepine Aviation.\n- Sanne works for Northwind Systems.\n- Leila reports to Hana.\n- Meridian Bank is headquartered in Tampere.\n- Elena reports to Priya.\n- Hana reports to Chiara.\n- Priya reports to Leila.\n- Meridian Bank was founded in 2007.\n- Lattice Analytics was founded in 1985.\n- Chiara reports to Stefan.\n- Pablo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Elena works for Northwind Systems.\n- Sanne reports to Pablo.\n- Bluepine Aviation was founded in 2006.\n- Northwind Systems was founded in 1979.\n- Pablo reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Chiara works for Bluepine Aviation.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-23973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1991.\n- Atlas Freight is headquartered in Bergen.\n- Emeka reports to Nadia.\n- Wren works for Atlas Freight.\n- Nadia reports to Callum.\n- Helios Logistics is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum reports to Sanne.\n- Elena works for Ironwood Manufacturing.\n- Callum works for Atlas Freight.\n- Wren reports to Elena.\n- Nadia works for Ironwood Manufacturing.\n- Sanne reports to Wren.\n- Helios Logistics was founded in 1986.\n- Ironwood Manufacturing was founded in 1998.\n- Ingrid works for Cobalt Health.\n- Priya reports to Ingrid.\n- Priya works for Cobalt Health.\n- Ingrid reports to Emeka.\n- Cobalt Health is headquartered in Basel.\n- Cobalt Health was founded in 2007.\n- Emeka works for Atlas Freight.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23974", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23975", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23976", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Yuki.\n- Yuki reports to Anders.\n- Pinnacle Software was founded in 1982.\n- Atlas Freight was founded in 2007.\n- Anders reports to Dmitri.\n- Pinnacle Software is headquartered in Dunedin.\n- Leila works for Northwind Systems.\n- Lucia works for Atlas Freight.\n- Leila reports to Stefan.\n- Northwind Systems was founded in 1991.\n- Hana works for Atlas Freight.\n- Deshawn reports to Callum.\n- Yuki works for Northwind Systems.\n- Stefan reports to Lucia.\n- Callum reports to Mateo.\n- Mateo works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1981.\n- Anders works for Pinnacle Software.\n- Atlas Freight is headquartered in Leeds.\n- Stefan works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Lucia reports to Deshawn.\n- Hana reports to Leila.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23978", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23979", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8268: employee Ingrid S., hired 15 May 2022, separated 02 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8268?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-23980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Bluepine Aviation is headquartered in Malmo.\n- Emeka reports to Nadia.\n- Cedar Retail Group is headquartered in Austin.\n- Yuki works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Priya reports to Kenji.\n- Bruno works for Cedar Retail Group.\n- Atlas Freight was founded in 1980.\n- Atlas Freight is headquartered in Brno.\n- Cedar Retail Group was founded in 1990.\n- Elena works for Bluepine Aviation.\n- Beacon Insurance was founded in 1981.\n- Nadia reports to Sofia.\n- Sofia reports to Elena.\n- Sofia works for Atlas Freight.\n- Yuki reports to Mateo.\n- Beacon Insurance is headquartered in Malmo.\n- Elena reports to Mara.\n- Mateo reports to Emeka.\n- Nadia works for Beacon Insurance.\n- Bluepine Aviation was founded in 2009.\n- Emeka works for Cedar Retail Group.\n- Kenji reports to Yuki.\n- Mara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23981", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23982", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-23983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Sofia reports to Elena.\n- Viktor reports to Stefan.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Lucia reports to Hana.\n- Elena works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Lucia works for Meridian Bank.\n- Elena reports to Chiara.\n- Callum works for Atlas Freight.\n- Hana works for Fernhill Foods.\n- Meridian Bank is headquartered in Adelaide.\n- Callum reports to Viktor.\n- Yuki reports to Callum.\n- Nadia works for Atlas Freight.\n- Meridian Bank was founded in 1981.\n- Bluepine Aviation was founded in 2013.\n- Hana reports to Nadia.\n- Bluepine Aviation is headquartered in Brno.\n- Chiara reports to Yuki.\n- Fernhill Foods is headquartered in Turku.\n- Fernhill Foods was founded in 2001.\n- Atlas Freight was founded in 1997.\n- Stefan works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Stefan reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23984", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1238: employee Sofia T., hired 25 February 2020, separated 16 August 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1238?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-23985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Northwind Systems was founded in 1989.\n- Wren works for Cobalt Health.\n- Omar reports to Emeka.\n- Priya reports to Leila.\n- Bruno reports to Elena.\n- Felix works for Vantage Air.\n- Zoya reports to Priya.\n- Pinnacle Software is headquartered in Tallinn.\n- Cobalt Health was founded in 1981.\n- Bruno works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Vantage Air was founded in 1989.\n- Omar works for Vantage Air.\n- Nadia works for Northwind Systems.\n- Wren reports to Felix.\n- Elena reports to Omar.\n- Leila works for Cobalt Health.\n- Vantage Air is headquartered in Basel.\n- Stefan works for Vantage Air.\n- Cobalt Health is headquartered in Lyon.\n- Leila reports to Wren.\n- Pinnacle Software was founded in 1991.\n- Elena works for Pinnacle Software.\n- Emeka reports to Stefan.\n- Deshawn reports to Nadia.\n- Northwind Systems is headquartered in Basel.\n- Zoya works for Northwind Systems.\n- Nadia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23986", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23987", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-23988", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3202: employee Priya S., hired 08 December 2020, separated 20 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3202?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-23989", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1995.\n- Bluepine Aviation is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pablo reports to Ingrid.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1990.\n- Deshawn reports to Hana.\n- Deshawn works for Beacon Insurance.\n- Hana reports to Leila.\n- Leila reports to Mara.\n- Omar works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Elena reports to Pablo.\n- Elena works for Northwind Systems.\n- Cedar Retail Group was founded in 1976.\n- Beacon Insurance was founded in 1996.\n- Mara works for Beacon Insurance.\n- Northwind Systems is headquartered in Brno.\n- Omar reports to Elena.\n- Hana works for Cedar Retail Group.\n- Anders works for Beacon Insurance.\n- Ingrid reports to Wren.\n- Ingrid works for Beacon Insurance.\n- Wren reports to Anders.\n- Beacon Insurance is headquartered in Brno.\n- Wren works for Cedar Retail Group.\n- Anders reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-23992", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23993", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-23994", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "send_message", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-23995", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-23996", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-23997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Bruno.\n- Meridian Bank was founded in 2006.\n- Cobalt Health is headquartered in Tampere.\n- Northwind Systems is headquartered in Adelaide.\n- Ravi reports to Viktor.\n- Cobalt Health was founded in 2007.\n- Atlas Freight was founded in 1996.\n- Callum reports to Chiara.\n- Viktor reports to Aisha.\n- Bruno reports to Deshawn.\n- Wren reports to Mara.\n- Bruno works for Cobalt Health.\n- Deshawn works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Aisha works for Northwind Systems.\n- Mei reports to Ravi.\n- Ravi works for Atlas Freight.\n- Mei works for Cobalt Health.\n- Aisha reports to Wren.\n- Chiara works for Meridian Bank.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn reports to Callum.\n- Mara works for Atlas Freight.\n- Meridian Bank is headquartered in Tampere.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-23998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Ingrid reports to Kenji.\n- Beacon Insurance is headquartered in Halifax.\n- Bruno works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 2000.\n- Nadia reports to Aisha.\n- Nadia works for Lattice Analytics.\n- Yuki reports to Leila.\n- Elena reports to Ravi.\n- Cedar Retail Group is headquartered in Lyon.\n- Kenji works for Cobalt Health.\n- Ravi reports to Bruno.\n- Leila works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Aisha works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Bruno reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Felix works for Beacon Insurance.\n- Kenji reports to Elena.\n- Cobalt Health was founded in 1995.\n- Lattice Analytics was founded in 1985.\n- Felix reports to Yuki.\n- Ravi works for Beacon Insurance.\n- Lucia reports to Nadia.\n- Yuki works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Jonas reports to Lucia.\n- Aisha reports to Ingrid.\n- Cedar Retail Group was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-23999", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4300: employee Anders S., hired 08 December 2022, separated 27 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4300?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24000", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24001", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Emeka reports to Leila.\n- Emeka works for Lattice Analytics.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1985.\n- Lattice Analytics is headquartered in Brno.\n- Ravi works for Cedar Retail Group.\n- Leila works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Elena reports to Ravi.\n- Lattice Analytics was founded in 1998.\n- Pablo works for Cedar Retail Group.\n- Beacon Insurance was founded in 1999.\n- Crescent Telecom was founded in 2014.\n- Leila reports to Hana.\n- Hana works for Lattice Analytics.\n- Nadia reports to Tobias.\n- Cedar Retail Group is headquartered in Leeds.\n- Pablo reports to Emeka.\n- Hana reports to Nadia.\n- Tobias reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24003", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6585: employee Sanne K., hired 22 September 2022, separated 05 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6585?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24004", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "reset_password", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24005", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24006", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24007", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 December 2022): For employees hired on or after 18 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9566: employee Ravi B., hired 20 March 2020, separated 28 September 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9566?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24008", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Beacon Insurance.\n- Sofia reports to Felix.\n- Felix reports to Tessa.\n- Wren works for Cedar Retail Group.\n- Vantage Air is headquartered in Basel.\n- Sofia works for Cedar Retail Group.\n- Felix works for Summit Energy.\n- Tobias reports to Priya.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Beacon Insurance is headquartered in Valencia.\n- Callum reports to Lucia.\n- Callum works for Vantage Air.\n- Priya reports to Elena.\n- Tessa works for Vantage Air.\n- Wren reports to Kenji.\n- Leila works for Beacon Insurance.\n- Stefan reports to Leila.\n- Tobias works for Cedar Retail Group.\n- Summit Energy is headquartered in Valencia.\n- Lucia reports to Stefan.\n- Leila reports to Wren.\n- Beacon Insurance was founded in 2010.\n- Kenji reports to Sofia.\n- Summit Energy was founded in 2005.\n- Kenji works for Vantage Air.\n- Cedar Retail Group is headquartered in Valencia.\n- Elena reports to Callum.\n- Priya works for Beacon Insurance.\n- Cedar Retail Group was founded in 1980.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24010", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24011", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "request_leave", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Omar.\n- Beacon Insurance was founded in 1987.\n- Callum works for Cobalt Health.\n- Anders reports to Elena.\n- Omar reports to Hana.\n- Ironwood Manufacturing was founded in 1999.\n- Elena reports to Ingrid.\n- Mara reports to Sofia.\n- Tessa reports to Nadia.\n- Beacon Insurance is headquartered in Brno.\n- Omar works for Northwind Systems.\n- Callum reports to Mara.\n- Northwind Systems is headquartered in Nagoya.\n- Amara works for Beacon Insurance.\n- Ingrid works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Nadia reports to Mei.\n- Amara reports to Anders.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sofia reports to Tessa.\n- Northwind Systems was founded in 2005.\n- Mei works for Northwind Systems.\n- Mara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2009.\n- Tessa works for Cobalt Health.\n- Anders works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.\n- Hana reports to Amara.\n- Cobalt Health is headquartered in Nagoya.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24013", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Priya reports to Sofia.\n- Fernhill Foods was founded in 1984.\n- Wren reports to Anders.\n- Wren works for Bluepine Aviation.\n- Bruno reports to Stefan.\n- Tessa works for Pinnacle Software.\n- Elena works for Meridian Bank.\n- Sofia works for Fernhill Foods.\n- Pablo works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Elena reports to Wren.\n- Kenji works for Fernhill Foods.\n- Stefan reports to Kenji.\n- Anders reports to Priya.\n- Deshawn reports to Elena.\n- Deshawn works for Pinnacle Software.\n- Pablo reports to Tessa.\n- Priya works for Pinnacle Software.\n- Anders works for Bluepine Aviation.\n- Yuki reports to Pablo.\n- Tessa reports to Bruno.\n- Bluepine Aviation is headquartered in Turku.\n- Pinnacle Software was founded in 1999.\n- Meridian Bank is headquartered in Halifax.\n- Fernhill Foods is headquartered in Tallinn.\n- Meridian Bank was founded in 2005.\n- Kenji reports to Deshawn.\n- Stefan works for Meridian Bank.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24015", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1533: employee Viktor A., hired 24 December 2023, separated 08 September 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1533?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24016", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3170: employee Kenji T., hired 07 November 2023, separated 14 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3170?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Callum works for Crescent Telecom.\n- Dmitri works for Summit Energy.\n- Cobalt Health is headquartered in Leeds.\n- Crescent Telecom is headquartered in Halifax.\n- Crescent Telecom was founded in 1978.\n- Kenji works for Summit Energy.\n- Fernhill Foods was founded in 1990.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Chiara.\n- Chiara works for Cobalt Health.\n- Fernhill Foods is headquartered in Halifax.\n- Callum reports to Kenji.\n- Sanne works for Crescent Telecom.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Chiara reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Wren reports to Dmitri.\n- Zoya reports to Sanne.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Yuki reports to Zoya.\n- Summit Energy was founded in 1983.\n- Dmitri reports to Stefan.\n- Sanne reports to Amara.\n- Wren works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Omar reports to Callum.\n- Nadia works for Crescent Telecom.\n- Amara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1981", "2": "1978", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24019", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24020", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24021", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cedar Retail Group.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Elena reports to Emeka.\n- Fernhill Foods is headquartered in Bergen.\n- Sanne works for Fernhill Foods.\n- Emeka reports to Amara.\n- Vantage Air was founded in 2006.\n- Amara reports to Wren.\n- Fernhill Foods was founded in 1981.\n- Elena works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Lucia works for Crescent Telecom.\n- Dmitri reports to Lucia.\n- Wren reports to Omar.\n- Crescent Telecom is headquartered in Tampere.\n- Lucia reports to Elena.\n- Omar works for Crescent Telecom.\n- Sanne reports to Dmitri.\n- Cedar Retail Group was founded in 1999.\n- Crescent Telecom was founded in 2007.\n- Cedar Retail Group is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2001", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24023", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24024", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9622: employee Lucia K., hired 15 October 2020, separated 25 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9622?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1984.\n- Viktor reports to Deshawn.\n- Viktor works for Vantage Air.\n- Felix reports to Stefan.\n- Elena works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Malmo.\n- Leila works for Helios Logistics.\n- Leila reports to Aisha.\n- Deshawn works for Ironwood Manufacturing.\n- Elena reports to Priya.\n- Summit Energy was founded in 2004.\n- Helios Logistics is headquartered in Turku.\n- Priya reports to Viktor.\n- Summit Energy is headquartered in Halifax.\n- Aisha works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Felix works for Vantage Air.\n- Helios Logistics was founded in 1999.\n- Pablo works for Ironwood Manufacturing.\n- Pablo reports to Elena.\n- Deshawn reports to Leila.\n- Vantage Air was founded in 1986.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Amara works for Ironwood Manufacturing.\n- Priya works for Summit Energy.\n- Amara reports to Felix.\n- Stefan reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24026", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24027", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24028", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24029", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5900: employee Deshawn T., hired 04 August 2020, separated 19 January 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-5900 under the controlling rules.", "criteria": {"0": "$9,188", "1": "$9,100", "2": "$8,600", "3": "$39,433"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24030", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24031", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24032", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24033", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 14 June 2025): For employees hired on or after 14 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3714: employee Emeka B., hired 17 February 2025, separated 08 August 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3714?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1988.\n- Yuki reports to Deshawn.\n- Chiara works for Northwind Systems.\n- Mateo reports to Anders.\n- Yuki works for Atlas Freight.\n- Wren works for Ironwood Manufacturing.\n- Mei works for Atlas Freight.\n- Mei reports to Chiara.\n- Chiara reports to Wren.\n- Deshawn reports to Priya.\n- Viktor works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1997.\n- Wren reports to Mateo.\n- Crescent Telecom is headquartered in Cork.\n- Priya reports to Viktor.\n- Anders reports to Ingrid.\n- Elena reports to Amara.\n- Amara works for Atlas Freight.\n- Priya works for Northwind Systems.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Cork.\n- Northwind Systems was founded in 2010.\n- Deshawn works for Northwind Systems.\n- Viktor reports to Mei.\n- Atlas Freight was founded in 1998.\n- Anders works for Northwind Systems.\n- Mateo works for Atlas Freight.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tobias.\n- Zoya works for Lattice Analytics.\n- Ingrid works for Beacon Insurance.\n- Meridian Bank is headquartered in Lyon.\n- Elena reports to Chiara.\n- Chiara reports to Aisha.\n- Aisha reports to Stefan.\n- Lattice Analytics is headquartered in Malmo.\n- Tobias reports to Zoya.\n- Beacon Insurance was founded in 1990.\n- Ingrid reports to Jonas.\n- Stefan works for Vantage Air.\n- Aisha works for Beacon Insurance.\n- Zoya reports to Ingrid.\n- Meridian Bank was founded in 2013.\n- Tobias works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Elena works for Meridian Bank.\n- Lattice Analytics was founded in 2013.\n- Jonas works for Beacon Insurance.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 1985.\n- Beacon Insurance is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Vantage Air was founded in 2002.\n- Jonas reports to Mara.\n- Crescent Telecom was founded in 1984.\n- Mei reports to Deshawn.\n- Cobalt Health is headquartered in Austin.\n- Pinnacle Software was founded in 2012.\n- Vantage Air is headquartered in Cork.\n- Dmitri reports to Jonas.\n- Callum works for Pinnacle Software.\n- Jonas works for Cobalt Health.\n- Deshawn reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Chiara reports to Dmitri.\n- Pinnacle Software is headquartered in Cork.\n- Mara works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Tobias reports to Callum.\n- Deshawn works for Cobalt Health.\n- Crescent Telecom is headquartered in Cork.\n- Chiara works for Cobalt Health.\n- Callum reports to Chiara.\n- Mei works for Vantage Air.\n- Mateo reports to Mei.\n- Cobalt Health was founded in 1985.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24037", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24038", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Ingrid works for Cedar Retail Group.\n- Deshawn works for Summit Energy.\n- Priya reports to Stefan.\n- Atlas Freight was founded in 1997.\n- Tobias works for Summit Energy.\n- Sofia reports to Tobias.\n- Cedar Retail Group is headquartered in Malmo.\n- Stefan works for Summit Energy.\n- Mara reports to Ingrid.\n- Priya works for Atlas Freight.\n- Bluepine Aviation is headquartered in Cork.\n- Ingrid reports to Zoya.\n- Stefan reports to Sofia.\n- Cedar Retail Group was founded in 2012.\n- Bluepine Aviation was founded in 1981.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 2008.\n- Tobias reports to Deshawn.\n- Atlas Freight is headquartered in Bergen.\n- Mara works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Deshawn reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24040", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Bluepine Aviation is headquartered in Cork.\n- Elena reports to Felix.\n- Zoya reports to Callum.\n- Stefan works for Crescent Telecom.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Crescent Telecom is headquartered in Cork.\n- Northwind Systems was founded in 1979.\n- Tobias reports to Zoya.\n- Crescent Telecom was founded in 1990.\n- Elena works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Tessa works for Crescent Telecom.\n- Felix reports to Tobias.\n- Lucia reports to Wren.\n- Callum reports to Stefan.\n- Tessa reports to Lucia.\n- Callum works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance is headquartered in Cork.\n- Northwind Systems is headquartered in Tallinn.\n- Tobias works for Beacon Insurance.\n- Stefan reports to Emeka.\n- Bluepine Aviation was founded in 2010.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Elena reports to Deshawn.\n- Wren works for Northwind Systems.\n- Aisha works for Cobalt Health.\n- Crescent Telecom was founded in 2000.\n- Tobias reports to Wren.\n- Lucia reports to Elena.\n- Crescent Telecom is headquartered in Austin.\n- Sanne reports to Jonas.\n- Cedar Retail Group is headquartered in Oslo.\n- Jonas works for Cedar Retail Group.\n- Northwind Systems is headquartered in Dunedin.\n- Tobias works for Cobalt Health.\n- Deshawn works for Northwind Systems.\n- Wren reports to Sanne.\n- Cobalt Health is headquartered in Oslo.\n- Cedar Retail Group was founded in 1997.\n- Cobalt Health was founded in 1999.\n- Deshawn reports to Tobias.\n- Lucia works for Northwind Systems.\n- Aisha reports to Lucia.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24043", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8140: employee Callum T., hired 15 December 2021, separated 18 January 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-8140 under the controlling rules.", "criteria": {"0": "$12,000", "1": "$12,115", "2": "$52,000", "3": "$14,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Amara works for Vantage Air.\n- Zoya works for Atlas Freight.\n- Vantage Air was founded in 1994.\n- Lattice Analytics was founded in 1990.\n- Ingrid reports to Emeka.\n- Crescent Telecom is headquartered in Porto.\n- Nadia reports to Felix.\n- Vantage Air is headquartered in Turku.\n- Dmitri reports to Chiara.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Nadia works for Crescent Telecom.\n- Zoya reports to Nadia.\n- Chiara reports to Amara.\n- Felix reports to Dmitri.\n- Felix works for Atlas Freight.\n- Crescent Telecom was founded in 1975.\n- Atlas Freight is headquartered in Porto.\n- Dmitri works for Vantage Air.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24045", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24046", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4286: employee Aisha T., hired 26 April 2023, separated 30 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4286?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Fernhill Foods was founded in 1998.\n- Crescent Telecom is headquartered in Nagoya.\n- Crescent Telecom was founded in 2004.\n- Mei reports to Tessa.\n- Pablo reports to Mei.\n- Tessa reports to Wren.\n- Amara works for Fernhill Foods.\n- Amara reports to Pablo.\n- Wren works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Halifax.\n- Zoya works for Pinnacle Software.\n- Omar reports to Zoya.\n- Sofia works for Bluepine Aviation.\n- Pinnacle Software was founded in 1987.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation was founded in 2010.\n- Aisha reports to Sofia.\n- Dmitri works for Fernhill Foods.\n- Aisha works for Crescent Telecom.\n- Sofia reports to Dmitri.\n- Pinnacle Software is headquartered in Nagoya.\n- Zoya reports to Aisha.\n- Bluepine Aviation is headquartered in Lyon.\n- Wren reports to Omar.\n- Pablo works for Bluepine Aviation.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tobias.\n- Mei works for Pinnacle Software.\n- Amara reports to Hana.\n- Ravi reports to Nadia.\n- Vantage Air was founded in 1981.\n- Stefan reports to Mei.\n- Tessa works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Tobias works for Vantage Air.\n- Ravi works for Pinnacle Software.\n- Mei reports to Ravi.\n- Stefan works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Helios Logistics is headquartered in Dunedin.\n- Kenji works for Ironwood Manufacturing.\n- Mara reports to Kenji.\n- Mara works for Pinnacle Software.\n- Yuki works for Helios Logistics.\n- Nadia works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Aisha reports to Yuki.\n- Ironwood Manufacturing was founded in 2015.\n- Kenji reports to Stefan.\n- Pinnacle Software was founded in 1983.\n- Amara works for Vantage Air.\n- Tessa reports to Aisha.\n- Helios Logistics was founded in 2011.\n- Vantage Air is headquartered in Leeds.\n- Hana reports to Tessa.\n- Pinnacle Software is headquartered in Austin.\n- Yuki reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1983", "2": "1986", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24049", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6961: employee Sofia S., hired 03 January 2022, separated 03 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2026-6961 under the controlling rules.", "criteria": {"0": "$5,812", "1": "$6,875", "2": "$5,875", "3": "$25,458"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24050", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24051", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Amara works for Vantage Air.\n- Fernhill Foods was founded in 1994.\n- Mara reports to Dmitri.\n- Zoya works for Summit Energy.\n- Lucia works for Summit Energy.\n- Lucia reports to Hana.\n- Jonas reports to Zoya.\n- Helios Logistics was founded in 1982.\n- Dmitri reports to Amara.\n- Callum reports to Jonas.\n- Zoya reports to Mara.\n- Summit Energy is headquartered in Adelaide.\n- Ravi works for Helios Logistics.\n- Ravi reports to Callum.\n- Amara reports to Elena.\n- Jonas works for Summit Energy.\n- Callum works for Vantage Air.\n- Elena works for Vantage Air.\n- Fernhill Foods is headquartered in Tampere.\n- Hana works for Summit Energy.\n- Helios Logistics is headquartered in Tampere.\n- Summit Energy was founded in 1988.\n- Vantage Air was founded in 1983.\n- Mara works for Fernhill Foods.\n- Hana reports to Ravi.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24053", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7061: employee Priya R., hired 14 December 2021, separated 06 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7061?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7061 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Atlas Freight was founded in 1987.\n- Elena reports to Ravi.\n- Priya reports to Viktor.\n- Chiara works for Cobalt Health.\n- Chiara reports to Elena.\n- Viktor works for Northwind Systems.\n- Nadia reports to Sanne.\n- Dmitri reports to Chiara.\n- Omar works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Sanne works for Cobalt Health.\n- Ravi works for Atlas Freight.\n- Cobalt Health was founded in 2000.\n- Northwind Systems is headquartered in Porto.\n- Nadia works for Cobalt Health.\n- Omar reports to Amara.\n- Cobalt Health is headquartered in Tampere.\n- Sanne reports to Priya.\n- Ravi reports to Omar.\n- Amara reports to Nadia.\n- Priya works for Cedar Retail Group.\n- Northwind Systems was founded in 2003.\n- Cedar Retail Group is headquartered in Porto.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tessa.\n- Lattice Analytics is headquartered in Malmo.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Mara.\n- Aisha reports to Tobias.\n- Leila works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Mara reports to Viktor.\n- Leila reports to Wren.\n- Bluepine Aviation was founded in 2008.\n- Lattice Analytics was founded in 2000.\n- Cobalt Health was founded in 2006.\n- Ravi works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health is headquartered in Malmo.\n- Wren works for Cedar Retail Group.\n- Wren reports to Deshawn.\n- Bluepine Aviation is headquartered in Basel.\n- Ravi reports to Leila.\n- Deshawn works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Deshawn reports to Priya.\n- Omar reports to Elena.\n- Tobias works for Cobalt Health.\n- Viktor reports to Aisha.\n- Elena works for Cobalt Health.\n- Priya reports to Omar.\n- Cedar Retail Group was founded in 1978.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Malmo", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1978.\n- Mateo works for Pinnacle Software.\n- Callum reports to Anders.\n- Bruno works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Anders reports to Bruno.\n- Dmitri works for Pinnacle Software.\n- Pablo works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1980.\n- Nadia works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Atlas Freight was founded in 1986.\n- Nadia reports to Omar.\n- Omar reports to Mateo.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 1996.\n- Helios Logistics is headquartered in Tampere.\n- Pinnacle Software is headquartered in Porto.\n- Anders works for Helios Logistics.\n- Dmitri reports to Callum.\n- Mateo reports to Dmitri.\n- Callum works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Omar works for Atlas Freight.\n- Bruno reports to Viktor.\n- Priya reports to Tessa.\n- Priya works for Pinnacle Software.\n- Tessa reports to Pablo.\n- Viktor reports to Elena.\n- Pablo reports to Nadia.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24057", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Cobalt Health was founded in 2002.\n- Crescent Telecom was founded in 1999.\n- Cobalt Health is headquartered in Valencia.\n- Kenji works for Cobalt Health.\n- Vantage Air is headquartered in Lyon.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Tobias reports to Felix.\n- Kenji reports to Yuki.\n- Wren reports to Tobias.\n- Omar works for Cobalt Health.\n- Anders reports to Tessa.\n- Vantage Air was founded in 2010.\n- Beacon Insurance was founded in 1982.\n- Tobias works for Crescent Telecom.\n- Sofia works for Cobalt Health.\n- Priya reports to Omar.\n- Anders works for Cobalt Health.\n- Felix reports to Sofia.\n- Wren works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Sofia reports to Priya.\n- Felix works for Vantage Air.\n- Tessa reports to Kenji.\n- Yuki reports to Wren.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24059", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24060", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24061", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5173: employee Viktor M., hired 21 December 2022, separated 08 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5173?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5173 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24062", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6114: employee Emeka S., hired 19 April 2024, separated 12 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6114?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24063", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24064", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24065", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Mara works for Lattice Analytics.\n- Crescent Telecom was founded in 2003.\n- Vantage Air was founded in 1993.\n- Amara works for Vantage Air.\n- Callum works for Northwind Systems.\n- Anders works for Crescent Telecom.\n- Bruno reports to Tobias.\n- Priya reports to Amara.\n- Anders reports to Dmitri.\n- Vantage Air is headquartered in Turku.\n- Mara reports to Priya.\n- Jonas works for Northwind Systems.\n- Dmitri reports to Callum.\n- Amara reports to Zoya.\n- Aisha works for Vantage Air.\n- Lattice Analytics was founded in 2001.\n- Zoya reports to Ingrid.\n- Lattice Analytics is headquartered in Nagoya.\n- Zoya works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Aisha reports to Jonas.\n- Crescent Telecom is headquartered in Bergen.\n- Jonas reports to Bruno.\n- Priya works for Lattice Analytics.\n- Dmitri works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Callum reports to Mara.\n- Tobias reports to Anders.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24067", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4613: employee Dmitri T., hired 01 January 2023, separated 12 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4613?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24068", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24069", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24070", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "weather", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24071", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24072", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6143: employee Mara R., hired 16 March 2023, separated 24 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6143?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24073", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24074", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "send_message", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24075", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24076", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24077", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2363: employee Hana R., hired 22 October 2024, separated 14 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2363?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1988.\n- Bruno reports to Jonas.\n- Aisha reports to Hana.\n- Bruno works for Summit Energy.\n- Atlas Freight was founded in 1980.\n- Jonas reports to Aisha.\n- Jonas works for Atlas Freight.\n- Fernhill Foods is headquartered in Bergen.\n- Sanne reports to Deshawn.\n- Sanne works for Summit Energy.\n- Hana reports to Kenji.\n- Kenji works for Summit Energy.\n- Aisha works for Fernhill Foods.\n- Deshawn reports to Ravi.\n- Lattice Analytics was founded in 1988.\n- Atlas Freight is headquartered in Malmo.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Fernhill Foods was founded in 2015.\n- Ravi reports to Bruno.\n- Ravi works for Lattice Analytics.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24079", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Bruno.\n- Bruno reports to Pablo.\n- Lattice Analytics is headquartered in Malmo.\n- Anders reports to Aisha.\n- Tobias reports to Emeka.\n- Tobias works for Lattice Analytics.\n- Pinnacle Software was founded in 1985.\n- Ingrid reports to Tobias.\n- Summit Energy was founded in 1982.\n- Dmitri reports to Anders.\n- Pablo reports to Felix.\n- Pablo works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Ingrid works for Lattice Analytics.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Felix reports to Deshawn.\n- Anders works for Lattice Analytics.\n- Northwind Systems was founded in 1978.\n- Aisha reports to Ingrid.\n- Felix works for Summit Energy.\n- Bruno works for Summit Energy.\n- Emeka works for Northwind Systems.\n- Summit Energy is headquartered in Ghent.\n- Lattice Analytics was founded in 1996.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24082", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24083", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2212: employee Elena A., hired 26 November 2022, separated 30 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2212?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24084", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Meridian Bank.\n- Mateo works for Vantage Air.\n- Mateo reports to Sofia.\n- Sofia reports to Leila.\n- Meridian Bank was founded in 1995.\n- Ingrid works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 2002.\n- Omar reports to Stefan.\n- Vantage Air was founded in 1986.\n- Stefan reports to Ingrid.\n- Pinnacle Software is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Fernhill Foods was founded in 1978.\n- Yuki reports to Mateo.\n- Leila reports to Kenji.\n- Yuki works for Meridian Bank.\n- Omar works for Vantage Air.\n- Sofia works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Sanne reports to Nadia.\n- Meridian Bank is headquartered in Leeds.\n- Nadia reports to Yuki.\n- Sanne works for Vantage Air.\n- Kenji reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24087", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Amara reports to Viktor.\n- Cobalt Health is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Halifax.\n- Elena reports to Aisha.\n- Cobalt Health was founded in 2005.\n- Elena works for Northwind Systems.\n- Tessa works for Cobalt Health.\n- Bluepine Aviation was founded in 2015.\n- Lucia reports to Sanne.\n- Northwind Systems is headquartered in Valencia.\n- Amara works for Bluepine Aviation.\n- Northwind Systems was founded in 2015.\n- Sanne works for Cobalt Health.\n- Mateo reports to Amara.\n- Deshawn works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Aisha reports to Deshawn.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lattice Analytics was founded in 1998.\n- Lucia works for Cobalt Health.\n- Viktor reports to Elena.\n- Deshawn reports to Tessa.\n- Sanne reports to Leila.\n- Aisha works for Lattice Analytics.\n- Leila reports to Mateo.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Zoya.\n- Jonas reports to Nadia.\n- Aisha reports to Mateo.\n- Ravi works for Summit Energy.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Beacon Insurance was founded in 1981.\n- Zoya reports to Ravi.\n- Sofia reports to Kenji.\n- Northwind Systems is headquartered in Cork.\n- Crescent Telecom was founded in 1976.\n- Summit Energy was founded in 2009.\n- Nadia works for Beacon Insurance.\n- Summit Energy is headquartered in Porto.\n- Northwind Systems was founded in 1993.\n- Dmitri works for Summit Energy.\n- Sofia works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Mei reports to Sofia.\n- Ravi reports to Felix.\n- Yuki reports to Dmitri.\n- Mateo reports to Jonas.\n- Zoya works for Crescent Telecom.\n- Felix works for Northwind Systems.\n- Crescent Telecom is headquartered in Nagoya.\n- Aisha works for Beacon Insurance.\n- Mei works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Nadia reports to Mei.\n- Jonas works for Beacon Insurance.\n- Dmitri reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24090", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24091", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24092", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24093", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24094", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24095", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1992.\n- Vantage Air was founded in 1995.\n- Lucia reports to Pablo.\n- Pablo works for Fernhill Foods.\n- Cobalt Health was founded in 1999.\n- Mei works for Fernhill Foods.\n- Nadia works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Elena reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Sanne works for Vantage Air.\n- Pablo reports to Dmitri.\n- Dmitri reports to Sanne.\n- Ironwood Manufacturing was founded in 1984.\n- Elena works for Ironwood Manufacturing.\n- Ravi reports to Mei.\n- Cobalt Health is headquartered in Tampere.\n- Nadia reports to Elena.\n- Mei reports to Lucia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Vantage Air is headquartered in Valencia.\n- Fernhill Foods is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24097", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-3 (VERSION 3, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5629: employee Viktor T., hired 05 July 2021, separated 11 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5629?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24098", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6378: employee Deshawn S., hired 25 October 2023, separated 13 August 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6378?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Atlas Freight is headquartered in Brno.\n- Deshawn works for Helios Logistics.\n- Mateo reports to Elena.\n- Elena reports to Deshawn.\n- Mateo works for Summit Energy.\n- Cedar Retail Group is headquartered in Brno.\n- Kenji reports to Omar.\n- Omar works for Summit Energy.\n- Cedar Retail Group was founded in 2012.\n- Elena works for Helios Logistics.\n- Summit Energy was founded in 1997.\n- Hana reports to Stefan.\n- Atlas Freight was founded in 1996.\n- Deshawn reports to Kenji.\n- Stefan reports to Dmitri.\n- Anders reports to Mateo.\n- Kenji works for Helios Logistics.\n- Summit Energy is headquartered in Oslo.\n- Helios Logistics is headquartered in Oslo.\n- Omar reports to Hana.\n- Stefan works for Summit Energy.\n- Anders works for Helios Logistics.\n- Aisha reports to Anders.\n- Dmitri works for Atlas Freight.\n- Helios Logistics was founded in 1980.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24100", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24102", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Wren.\n- Mara reports to Leila.\n- Mei reports to Dmitri.\n- Helios Logistics was founded in 2014.\n- Jonas works for Crescent Telecom.\n- Dmitri reports to Mara.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sanne works for Crescent Telecom.\n- Leila reports to Sanne.\n- Pinnacle Software is headquartered in Dunedin.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Chiara reports to Mei.\n- Crescent Telecom is headquartered in Dunedin.\n- Pinnacle Software was founded in 1992.\n- Crescent Telecom was founded in 1991.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Sanne reports to Jonas.\n- Leila works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24104", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3682: employee Sanne S., hired 06 April 2022, separated 15 January 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-3682 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$7,000", "3": "$5,700"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tallinn.\n- Dmitri works for Cobalt Health.\n- Summit Energy is headquartered in Tampere.\n- Amara works for Fernhill Foods.\n- Tobias works for Cobalt Health.\n- Dmitri reports to Mei.\n- Callum reports to Tobias.\n- Deshawn reports to Lucia.\n- Amara reports to Callum.\n- Cobalt Health was founded in 1996.\n- Fernhill Foods is headquartered in Tallinn.\n- Omar works for Lattice Analytics.\n- Mateo works for Summit Energy.\n- Tobias reports to Aisha.\n- Deshawn works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Aisha reports to Mateo.\n- Mateo reports to Omar.\n- Mei reports to Viktor.\n- Elena reports to Deshawn.\n- Callum works for Lattice Analytics.\n- Viktor reports to Elena.\n- Lattice Analytics is headquartered in Dunedin.\n- Omar reports to Dmitri.\n- Mei works for Lattice Analytics.\n- Summit Energy was founded in 1995.\n- Fernhill Foods was founded in 1985.\n- Viktor works for Summit Energy.\n- Elena works for Fernhill Foods.\n- Lattice Analytics was founded in 1986.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24106", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24107", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9593: employee Kenji T., hired 19 October 2024, separated 24 February 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-9593 under the controlling rules.", "criteria": {"0": "$1,558", "1": "$22,500", "2": "$5,192", "3": "$4,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24108", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24109", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Meridian Bank is headquartered in Turku.\n- Helios Logistics is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Meridian Bank was founded in 2006.\n- Sofia reports to Emeka.\n- Jonas reports to Mateo.\n- Helios Logistics was founded in 1993.\n- Vantage Air was founded in 1995.\n- Anders reports to Priya.\n- Tobias works for Meridian Bank.\n- Zoya reports to Tobias.\n- Felix reports to Sofia.\n- Lattice Analytics was founded in 2008.\n- Zoya works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Mateo reports to Felix.\n- Lattice Analytics is headquartered in Turku.\n- Hana reports to Anders.\n- Lucia reports to Hana.\n- Lucia works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Hana works for Vantage Air.\n- Emeka reports to Zoya.\n- Vantage Air is headquartered in Adelaide.\n- Tobias reports to Lucia.\n- Ingrid reports to Jonas.\n- Priya works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24111", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24112", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6118: employee Kenji S., hired 24 August 2024, separated 30 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6118?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24113", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24114", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24115", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Basel.\n- Tobias works for Atlas Freight.\n- Bruno works for Pinnacle Software.\n- Tobias reports to Hana.\n- Stefan works for Summit Energy.\n- Wren reports to Stefan.\n- Stefan reports to Zoya.\n- Summit Energy was founded in 2013.\n- Atlas Freight is headquartered in Lyon.\n- Meridian Bank was founded in 1975.\n- Ravi reports to Wren.\n- Yuki works for Meridian Bank.\n- Hana works for Summit Energy.\n- Sanne reports to Callum.\n- Wren works for Summit Energy.\n- Hana reports to Sanne.\n- Aisha works for Atlas Freight.\n- Pinnacle Software is headquartered in Halifax.\n- Meridian Bank is headquartered in Lyon.\n- Mei works for Meridian Bank.\n- Aisha reports to Ravi.\n- Zoya works for Atlas Freight.\n- Callum works for Meridian Bank.\n- Ravi works for Pinnacle Software.\n- Atlas Freight was founded in 2013.\n- Mei reports to Tobias.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1981.\n- Zoya reports to Bruno.\n- Callum reports to Aisha.\n- Bruno reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2012.\n- Sofia works for Beacon Insurance.\n- Lucia reports to Stefan.\n- Anders reports to Kenji.\n- Omar works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Summit Energy was founded in 2008.\n- Sanne works for Fernhill Foods.\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Hana reports to Sofia.\n- Kenji reports to Dmitri.\n- Fernhill Foods is headquartered in Basel.\n- Anders works for Beacon Insurance.\n- Omar reports to Felix.\n- Hana works for Fernhill Foods.\n- Stefan reports to Sanne.\n- Beacon Insurance is headquartered in Leeds.\n- Felix reports to Hana.\n- Cobalt Health was founded in 2005.\n- Kenji works for Summit Energy.\n- Cobalt Health is headquartered in Basel.\n- Sofia reports to Lucia.\n- Fernhill Foods was founded in 2001.\n- Sanne reports to Anders.\n- Lucia works for Beacon Insurance.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24118", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24119", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money", "4": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24120", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9321: employee Amara B., hired 10 October 2021, separated 20 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9321?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24121", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Chiara reports to Bruno.\n- Bruno reports to Stefan.\n- Cedar Retail Group was founded in 1995.\n- Leila reports to Ravi.\n- Tessa reports to Chiara.\n- Stefan works for Crescent Telecom.\n- Ravi reports to Dmitri.\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1998.\n- Chiara works for Summit Energy.\n- Stefan reports to Leila.\n- Ironwood Manufacturing was founded in 2011.\n- Tessa works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Cork.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia reports to Tessa.\n- Crescent Telecom is headquartered in Porto.\n- Ravi works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24123", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24124", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1990.\n- Wren works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1979.\n- Yuki works for Bluepine Aviation.\n- Cobalt Health is headquartered in Austin.\n- Mateo works for Ironwood Manufacturing.\n- Omar works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Wren.\n- Felix works for Cobalt Health.\n- Wren reports to Felix.\n- Priya reports to Mateo.\n- Aisha reports to Priya.\n- Bluepine Aviation is headquartered in Tallinn.\n- Felix reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Omar reports to Yuki.\n- Cedar Retail Group was founded in 1990.\n- Yuki reports to Ingrid.\n- Cedar Retail Group is headquartered in Basel.\n- Priya works for Cedar Retail Group.\n- Cobalt Health was founded in 2008.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24126", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Omar reports to Tobias.\n- Cobalt Health was founded in 1987.\n- Elena reports to Dmitri.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Omar.\n- Nadia works for Northwind Systems.\n- Cobalt Health is headquartered in Nagoya.\n- Bruno works for Northwind Systems.\n- Sofia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1983.\n- Beacon Insurance was founded in 2009.\n- Sanne works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Northwind Systems was founded in 1983.\n- Elena works for Ironwood Manufacturing.\n- Bruno reports to Nadia.\n- Chiara reports to Priya.\n- Stefan works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Oslo.\n- Leila reports to Sofia.\n- Tobias reports to Stefan.\n- Ironwood Manufacturing is headquartered in Cork.\n- Dmitri reports to Leila.\n- Dmitri works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Stefan reports to Sanne.\n- Sanne reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Sofia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24128", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2167: employee Mara B., hired 18 January 2022, separated 22 June 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2167?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Jonas reports to Ravi.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Yuki.\n- Anders works for Fernhill Foods.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Fernhill Foods is headquartered in Halifax.\n- Crescent Telecom was founded in 1997.\n- Hana works for Fernhill Foods.\n- Lattice Analytics is headquartered in Cork.\n- Elena reports to Hana.\n- Yuki works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Austin.\n- Tobias works for Cedar Retail Group.\n- Sanne reports to Elena.\n- Hana reports to Jonas.\n- Sanne works for Fernhill Foods.\n- Amara reports to Sofia.\n- Lattice Analytics was founded in 1992.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias reports to Sanne.\n- Ravi reports to Anders.\n- Fernhill Foods was founded in 2006.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24130", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2427: employee Zoya T., hired 20 January 2023, separated 15 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2427?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1979.\n- Deshawn works for Crescent Telecom.\n- Felix reports to Bruno.\n- Viktor works for Vantage Air.\n- Omar reports to Viktor.\n- Vantage Air was founded in 1989.\n- Elena works for Beacon Insurance.\n- Wren reports to Felix.\n- Felix works for Vantage Air.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Mateo works for Vantage Air.\n- Cobalt Health is headquartered in Adelaide.\n- Elena reports to Deshawn.\n- Beacon Insurance was founded in 1996.\n- Beacon Insurance is headquartered in Dunedin.\n- Vantage Air is headquartered in Dunedin.\n- Mateo reports to Omar.\n- Deshawn reports to Wren.\n- Omar works for Beacon Insurance.\n- Bruno works for Crescent Telecom.\n- Viktor reports to Elena.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Hana reports to Nadia.\n- Kenji works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Nadia works for Vantage Air.\n- Mateo works for Summit Energy.\n- Meridian Bank is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Nadia reports to Dmitri.\n- Vantage Air was founded in 2004.\n- Zoya works for Lattice Analytics.\n- Elena reports to Deshawn.\n- Meridian Bank was founded in 1991.\n- Mara reports to Leila.\n- Dmitri works for Vantage Air.\n- Summit Energy was founded in 1984.\n- Zoya reports to Mara.\n- Lattice Analytics was founded in 2008.\n- Deshawn reports to Kenji.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Mateo reports to Ingrid.\n- Lattice Analytics is headquartered in Halifax.\n- Leila works for Lattice Analytics.\n- Leila reports to Jonas.\n- Mara works for Meridian Bank.\n- Jonas reports to Elena.\n- Deshawn works for Summit Energy.\n- Dmitri reports to Zoya.\n- Ingrid reports to Hana.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Tessa reports to Mateo.\n- Sanne reports to Sofia.\n- Summit Energy was founded in 2000.\n- Cobalt Health was founded in 2003.\n- Lattice Analytics is headquartered in Leeds.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo works for Beacon Insurance.\n- Ravi reports to Chiara.\n- Tessa works for Lattice Analytics.\n- Sanne works for Beacon Insurance.\n- Zoya works for Cobalt Health.\n- Lattice Analytics was founded in 2002.\n- Chiara reports to Anders.\n- Nadia reports to Ravi.\n- Felix works for Cobalt Health.\n- Anders works for Beacon Insurance.\n- Beacon Insurance was founded in 1994.\n- Beacon Insurance is headquartered in Valencia.\n- Ravi works for Cobalt Health.\n- Mateo reports to Felix.\n- Anders reports to Wren.\n- Zoya reports to Sanne.\n- Chiara works for Lattice Analytics.\n- Priya reports to Nadia.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Priya works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Felix reports to Priya.\n- Wren reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Sanne reports to Dmitri.\n- Deshawn reports to Pablo.\n- Summit Energy was founded in 1999.\n- Atlas Freight is headquartered in Lyon.\n- Pablo works for Summit Energy.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Sanne.\n- Vantage Air was founded in 1976.\n- Kenji works for Cedar Retail Group.\n- Ingrid reports to Kenji.\n- Zoya works for Vantage Air.\n- Kenji reports to Deshawn.\n- Dmitri reports to Zoya.\n- Cedar Retail Group is headquartered in Valencia.\n- Priya works for Summit Energy.\n- Deshawn works for Atlas Freight.\n- Felix reports to Priya.\n- Summit Energy is headquartered in Basel.\n- Pablo reports to Nadia.\n- Sanne works for Summit Energy.\n- Cedar Retail Group was founded in 1997.\n- Vantage Air is headquartered in Leeds.\n- Atlas Freight was founded in 2009.\n- Priya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24135", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2034: employee Tessa K., hired 05 April 2022, separated 19 March 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2034?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Mei works for Vantage Air.\n- Ingrid works for Bluepine Aviation.\n- Cobalt Health was founded in 1977.\n- Emeka reports to Elena.\n- Anders works for Vantage Air.\n- Mara reports to Mateo.\n- Stefan works for Cobalt Health.\n- Anders reports to Ingrid.\n- Vantage Air was founded in 2009.\n- Stefan reports to Mei.\n- Ingrid reports to Stefan.\n- Tobias works for Beacon Insurance.\n- Omar works for Vantage Air.\n- Tessa reports to Bruno.\n- Vantage Air is headquartered in Tampere.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1975.\n- Elena works for Vantage Air.\n- Bruno reports to Emeka.\n- Bluepine Aviation is headquartered in Tampere.\n- Mateo works for Bluepine Aviation.\n- Elena reports to Tobias.\n- Bruno works for Cobalt Health.\n- Omar reports to Anders.\n- Beacon Insurance was founded in 2013.\n- Tobias reports to Mara.\n- Mei reports to Tessa.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Bruno reports to Mei.\n- Kenji works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Kenji reports to Nadia.\n- Vantage Air was founded in 2014.\n- Pinnacle Software was founded in 1976.\n- Vantage Air is headquartered in Nagoya.\n- Mei reports to Ravi.\n- Nadia reports to Ingrid.\n- Sofia works for Atlas Freight.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Atlas Freight was founded in 1975.\n- Bruno works for Cedar Retail Group.\n- Mateo works for Atlas Freight.\n- Pinnacle Software is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2007.\n- Sofia reports to Mateo.\n- Nadia works for Pinnacle Software.\n- Ingrid reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1996.\n- Kenji reports to Aisha.\n- Elena reports to Wren.\n- Meridian Bank was founded in 1994.\n- Wren reports to Deshawn.\n- Lattice Analytics was founded in 1995.\n- Chiara works for Lattice Analytics.\n- Summit Energy is headquartered in Oslo.\n- Fernhill Foods is headquartered in Oslo.\n- Deshawn reports to Nadia.\n- Chiara reports to Elena.\n- Wren works for Meridian Bank.\n- Yuki reports to Kenji.\n- Kenji works for Summit Energy.\n- Yuki works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Aisha reports to Chiara.\n- Meridian Bank is headquartered in Austin.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Deshawn works for Meridian Bank.\n- Lattice Analytics is headquartered in Oslo.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24139", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24140", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7894: employee Leila K., hired 04 December 2024, separated 12 November 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7894?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24141", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 November 2022): For employees hired on or after 25 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2259: employee Omar A., hired 28 March 2022, separated 04 April 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2259?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24142", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24143", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9233: employee Amara A., hired 03 July 2023, separated 02 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9233?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9233 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24144", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24145", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2433: employee Mateo M., hired 21 July 2024, separated 06 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-2433 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$500", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24146", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24147", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24148", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24149", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24150", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24151", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2335: employee Sofia T., hired 03 January 2023, separated 31 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2335?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24152", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7947: employee Sanne M., hired 27 July 2023, separated 04 July 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7947?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Anders reports to Nadia.\n- Nadia works for Cobalt Health.\n- Zoya reports to Jonas.\n- Bluepine Aviation is headquartered in Basel.\n- Callum works for Cobalt Health.\n- Yuki reports to Chiara.\n- Cobalt Health is headquartered in Tallinn.\n- Chiara works for Cobalt Health.\n- Wren reports to Hana.\n- Helios Logistics is headquartered in Malmo.\n- Summit Energy is headquartered in Tallinn.\n- Chiara reports to Anders.\n- Nadia reports to Dmitri.\n- Bluepine Aviation was founded in 2006.\n- Summit Energy was founded in 1995.\n- Yuki works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Hana reports to Yuki.\n- Emeka works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Dmitri reports to Emeka.\n- Aisha reports to Zoya.\n- Callum reports to Wren.\n- Jonas reports to Callum.\n- Helios Logistics was founded in 1981.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1988", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24154", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24155", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24156", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24157", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7399: employee Ingrid M., hired 07 March 2022, separated 26 June 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2026-7399 under the controlling rules.", "criteria": {"0": "$24,808", "1": "$108,000", "2": "$26,923", "3": "$24,923"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Lyon.\n- Wren reports to Deshawn.\n- Helios Logistics was founded in 1991.\n- Wren works for Crescent Telecom.\n- Amara works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Deshawn reports to Leila.\n- Mara works for Northwind Systems.\n- Northwind Systems was founded in 1998.\n- Nadia works for Helios Logistics.\n- Crescent Telecom was founded in 1986.\n- Cobalt Health was founded in 1977.\n- Pablo works for Northwind Systems.\n- Leila works for Helios Logistics.\n- Mara reports to Chiara.\n- Zoya works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Leila reports to Amara.\n- Amara reports to Elena.\n- Deshawn works for Northwind Systems.\n- Elena reports to Nadia.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Pablo reports to Mara.\n- Nadia reports to Zoya.\n- Chiara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24159", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3793: employee Hana K., hired 11 February 2022, separated 06 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3793?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24160", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Priya.\n- Priya reports to Chiara.\n- Bruno reports to Kenji.\n- Chiara works for Cobalt Health.\n- Kenji works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Pinnacle Software was founded in 2005.\n- Mateo reports to Bruno.\n- Northwind Systems was founded in 2015.\n- Cobalt Health was founded in 1991.\n- Pinnacle Software is headquartered in Nagoya.\n- Mateo works for Northwind Systems.\n- Emeka works for Cobalt Health.\n- Bruno works for Beacon Insurance.\n- Dmitri reports to Emeka.\n- Kenji reports to Dmitri.\n- Sofia reports to Mateo.\n- Cobalt Health is headquartered in Adelaide.\n- Northwind Systems is headquartered in Brno.\n- Dmitri works for Pinnacle Software.\n- Beacon Insurance was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Dmitri.\n- Dmitri reports to Leila.\n- Stefan works for Summit Energy.\n- Lucia reports to Tobias.\n- Jonas works for Summit Energy.\n- Atlas Freight is headquartered in Tallinn.\n- Leila works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Ironwood Manufacturing was founded in 2007.\n- Atlas Freight was founded in 2005.\n- Tobias works for Ironwood Manufacturing.\n- Summit Energy was founded in 1990.\n- Stefan reports to Emeka.\n- Leila reports to Lucia.\n- Bruno works for Atlas Freight.\n- Lattice Analytics was founded in 2015.\n- Emeka reports to Bruno.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lucia works for Lattice Analytics.\n- Jonas reports to Stefan.\n- Summit Energy is headquartered in Bergen.\n- Deshawn works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Dmitri works for Lattice Analytics.\n- Amara works for Summit Energy.\n- Lattice Analytics is headquartered in Bergen.\n- Bruno reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Meridian Bank was founded in 2008.\n- Summit Energy is headquartered in Porto.\n- Ravi works for Meridian Bank.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Valencia.\n- Summit Energy was founded in 1981.\n- Cedar Retail Group is headquartered in Valencia.\n- Sofia reports to Anders.\n- Cedar Retail Group was founded in 2008.\n- Anders works for Cedar Retail Group.\n- Elena reports to Bruno.\n- Ravi reports to Stefan.\n- Amara works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Sofia works for Meridian Bank.\n- Ingrid reports to Amara.\n- Bruno reports to Ravi.\n- Bruno works for Meridian Bank.\n- Stefan works for Cedar Retail Group.\n- Amara reports to Sofia.\n- Anders reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1978", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24164", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24165", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7651: employee Yuki K., hired 31 December 2022, separated 17 July 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7651?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Nadia reports to Hana.\n- Hana reports to Yuki.\n- Summit Energy was founded in 2015.\n- Mateo works for Summit Energy.\n- Felix reports to Zoya.\n- Ironwood Manufacturing was founded in 1995.\n- Wren reports to Nadia.\n- Summit Energy is headquartered in Oslo.\n- Chiara reports to Stefan.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas reports to Wren.\n- Cedar Retail Group was founded in 1991.\n- Nadia works for Summit Energy.\n- Lattice Analytics was founded in 1978.\n- Mei reports to Jonas.\n- Zoya works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Stefan reports to Mateo.\n- Wren works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Leeds.\n- Jonas works for Cedar Retail Group.\n- Mei works for Ironwood Manufacturing.\n- Yuki reports to Leila.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Zoya reports to Mei.\n- Leila reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24167", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Helios Logistics.\n- Meridian Bank was founded in 2010.\n- Aisha reports to Zoya.\n- Pinnacle Software is headquartered in Turku.\n- Viktor works for Helios Logistics.\n- Zoya reports to Callum.\n- Bluepine Aviation was founded in 2013.\n- Callum reports to Amara.\n- Emeka reports to Viktor.\n- Amara works for Meridian Bank.\n- Hana reports to Aisha.\n- Hana works for Bluepine Aviation.\n- Pinnacle Software was founded in 1977.\n- Chiara works for Bluepine Aviation.\n- Viktor reports to Nadia.\n- Elena reports to Chiara.\n- Bluepine Aviation is headquartered in Turku.\n- Aisha works for Meridian Bank.\n- Helios Logistics is headquartered in Austin.\n- Elena works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Elena.\n- Callum works for Pinnacle Software.\n- Chiara reports to Hana.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Helios Logistics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Turku", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24169", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24170", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24171", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24172", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24173", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm", "4": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24174", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6456: employee Priya A., hired 21 December 2021, separated 20 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6456?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24175", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2753: employee Sanne A., hired 13 November 2023, separated 13 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2753?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24176", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4086: employee Mara K., hired 05 July 2024, separated 11 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4086?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24177", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8760: employee Elena S., hired 12 May 2020, separated 30 July 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8760?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Elena.\n- Tessa works for Crescent Telecom.\n- Tobias reports to Yuki.\n- Stefan works for Cedar Retail Group.\n- Lattice Analytics was founded in 2007.\n- Helios Logistics is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Adelaide.\n- Crescent Telecom was founded in 1986.\n- Zoya works for Helios Logistics.\n- Kenji reports to Tessa.\n- Priya reports to Kenji.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group was founded in 1984.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 1985.\n- Tobias works for Lattice Analytics.\n- Elena reports to Tobias.\n- Yuki works for Cedar Retail Group.\n- Tessa reports to Zoya.\n- Cedar Retail Group is headquartered in Adelaide.\n- Stefan reports to Priya.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24179", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2013.\n- Ingrid works for Vantage Air.\n- Fernhill Foods is headquartered in Turku.\n- Vantage Air was founded in 1991.\n- Tessa works for Crescent Telecom.\n- Jonas reports to Elena.\n- Priya reports to Tobias.\n- Elena works for Fernhill Foods.\n- Lattice Analytics was founded in 1989.\n- Yuki reports to Jonas.\n- Tobias works for Lattice Analytics.\n- Elena reports to Kenji.\n- Tobias reports to Tessa.\n- Crescent Telecom was founded in 1976.\n- Callum reports to Yuki.\n- Kenji works for Fernhill Foods.\n- Tessa reports to Ingrid.\n- Crescent Telecom is headquartered in Lyon.\n- Kenji reports to Priya.\n- Lattice Analytics is headquartered in Turku.\n- Dmitri works for Crescent Telecom.\n- Bruno reports to Dmitri.\n- Deshawn reports to Callum.\n- Dmitri reports to Deshawn.\n- Priya works for Lattice Analytics.\n- Jonas works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Viktor reports to Anders.\n- Chiara reports to Viktor.\n- Ingrid works for Helios Logistics.\n- Pinnacle Software was founded in 1999.\n- Chiara works for Pinnacle Software.\n- Leila works for Bluepine Aviation.\n- Cobalt Health was founded in 2013.\n- Dmitri reports to Leila.\n- Ingrid reports to Tessa.\n- Nadia reports to Ingrid.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 1988.\n- Anders reports to Nadia.\n- Anders works for Pinnacle Software.\n- Cobalt Health is headquartered in Halifax.\n- Dmitri works for Helios Logistics.\n- Tessa reports to Dmitri.\n- Bluepine Aviation was founded in 1988.\n- Pinnacle Software is headquartered in Tampere.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24182", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1986.\n- Omar reports to Wren.\n- Summit Energy was founded in 2008.\n- Bluepine Aviation was founded in 2010.\n- Omar works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Summit Energy is headquartered in Lyon.\n- Priya works for Summit Energy.\n- Cobalt Health was founded in 2009.\n- Nadia reports to Bruno.\n- Cobalt Health is headquartered in Turku.\n- Priya reports to Tobias.\n- Callum works for Bluepine Aviation.\n- Tobias works for Fernhill Foods.\n- Callum reports to Lucia.\n- Fernhill Foods is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia works for Cobalt Health.\n- Lucia reports to Priya.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Omar.\n- Lucia works for Fernhill Foods.\n- Wren reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Anders reports to Stefan.\n- Felix reports to Leila.\n- Northwind Systems is headquartered in Leeds.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Leila works for Lattice Analytics.\n- Stefan reports to Emeka.\n- Bluepine Aviation is headquartered in Tampere.\n- Jonas works for Northwind Systems.\n- Emeka works for Atlas Freight.\n- Lattice Analytics was founded in 2005.\n- Emeka reports to Felix.\n- Atlas Freight is headquartered in Leeds.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Bluepine Aviation was founded in 1995.\n- Anders works for Lattice Analytics.\n- Aisha reports to Mara.\n- Felix works for Atlas Freight.\n- Leila reports to Aisha.\n- Jonas reports to Anders.\n- Atlas Freight was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24185", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24186", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Zoya reports to Emeka.\n- Crescent Telecom is headquartered in Leeds.\n- Omar works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Deshawn reports to Elena.\n- Crescent Telecom was founded in 1996.\n- Cedar Retail Group is headquartered in Basel.\n- Elena reports to Kenji.\n- Elena works for Helios Logistics.\n- Kenji reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Bruno works for Helios Logistics.\n- Deshawn works for Crescent Telecom.\n- Cedar Retail Group was founded in 1990.\n- Pablo reports to Deshawn.\n- Helios Logistics was founded in 2013.\n- Pablo works for Cedar Retail Group.\n- Helios Logistics is headquartered in Leeds.\n- Emeka reports to Pablo.\n- Omar reports to Felix.\n- Kenji works for Cedar Retail Group.\n- Felix reports to Aisha.\n- Felix works for Crescent Telecom.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance was founded in 2010.\n- Bruno reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24188", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9265: employee Stefan M., hired 02 April 2024, separated 10 August 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9265?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24189", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "referral", "2": "test_results", "3": "coverage_question", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Ravi reports to Zoya.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Pinnacle Software was founded in 1997.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Anders reports to Ingrid.\n- Ravi works for Summit Energy.\n- Hana reports to Leila.\n- Leila reports to Chiara.\n- Pablo reports to Bruno.\n- Anders works for Ironwood Manufacturing.\n- Sanne reports to Anders.\n- Bruno works for Pinnacle Software.\n- Kenji works for Ironwood Manufacturing.\n- Zoya reports to Jonas.\n- Ingrid reports to Pablo.\n- Cobalt Health was founded in 2015.\n- Jonas reports to Sanne.\n- Hana works for Summit Energy.\n- Bruno reports to Hana.\n- Chiara reports to Kenji.\n- Pinnacle Software is headquartered in Adelaide.\n- Ingrid works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1999.\n- Summit Energy is headquartered in Cork.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24191", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Zoya works for Helios Logistics.\n- Tessa works for Pinnacle Software.\n- Zoya reports to Bruno.\n- Pinnacle Software is headquartered in Austin.\n- Deshawn works for Cedar Retail Group.\n- Viktor reports to Emeka.\n- Viktor works for Bluepine Aviation.\n- Yuki reports to Sofia.\n- Nadia works for Cedar Retail Group.\n- Bruno reports to Dmitri.\n- Bluepine Aviation is headquartered in Valencia.\n- Sofia reports to Nadia.\n- Yuki works for Helios Logistics.\n- Nadia reports to Deshawn.\n- Deshawn reports to Zoya.\n- Emeka reports to Tessa.\n- Stefan works for Bluepine Aviation.\n- Mara works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2004.\n- Stefan reports to Viktor.\n- Bluepine Aviation was founded in 2007.\n- Cedar Retail Group is headquartered in Valencia.\n- Helios Logistics was founded in 2001.\n- Dmitri reports to Mara.\n- Pinnacle Software was founded in 2003.\n- Dmitri works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Mara reports to Stefan.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24193", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24194", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 18726 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Bluepine Aviation was founded in 1989.\n- Bluepine Aviation is headquartered in Turku.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Tobias.\n- Viktor works for Ironwood Manufacturing.\n- Tessa reports to Felix.\n- Wren works for Fernhill Foods.\n- Aisha reports to Viktor.\n- Fernhill Foods was founded in 2002.\n- Wren reports to Aisha.\n- Felix works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2004.\n- Tobias reports to Ravi.\n- Priya works for Fernhill Foods.\n- Priya reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tobias works for Ironwood Manufacturing.\n- Tessa works for Atlas Freight.\n- Aisha works for Bluepine Aviation.\n- Atlas Freight was founded in 1975.\n- Fernhill Foods is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Beacon Insurance was founded in 2007.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 1995.\n- Mara reports to Emeka.\n- Sofia reports to Elena.\n- Emeka reports to Mei.\n- Deshawn reports to Ingrid.\n- Helios Logistics is headquartered in Basel.\n- Tobias reports to Stefan.\n- Ingrid reports to Amara.\n- Sofia works for Helios Logistics.\n- Mei works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Omar works for Vantage Air.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Helios Logistics.\n- Pablo works for Beacon Insurance.\n- Vantage Air was founded in 1979.\n- Mei reports to Tobias.\n- Stefan reports to Sofia.\n- Stefan works for Vantage Air.\n- Amara reports to Mara.\n- Lattice Analytics is headquartered in Bergen.\n- Mara works for Helios Logistics.\n- Lattice Analytics was founded in 1982.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Pablo reports to Deshawn.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24197", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24198", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 May 2025): For employees hired on or after 06 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3695: employee Dmitri K., hired 17 January 2022, separated 04 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3695?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Tessa reports to Omar.\n- Bruno works for Lattice Analytics.\n- Jonas reports to Bruno.\n- Mateo reports to Sanne.\n- Yuki reports to Mateo.\n- Atlas Freight is headquartered in Ghent.\n- Viktor works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Callum works for Cedar Retail Group.\n- Meridian Bank is headquartered in Valencia.\n- Sanne reports to Sofia.\n- Sofia reports to Jonas.\n- Omar reports to Viktor.\n- Jonas works for Lattice Analytics.\n- Cedar Retail Group was founded in 2009.\n- Atlas Freight was founded in 1979.\n- Tessa works for Cedar Retail Group.\n- Omar works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Meridian Bank was founded in 2004.\n- Sanne works for Meridian Bank.\n- Felix reports to Yuki.\n- Lattice Analytics was founded in 2013.\n- Yuki works for Lattice Analytics.\n- Sofia works for Cedar Retail Group.\n- Viktor reports to Felix.\n- Leila reports to Tessa.\n- Lattice Analytics is headquartered in Valencia.\n- Callum reports to Leila.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Bruno.\n- Omar works for Crescent Telecom.\n- Priya reports to Dmitri.\n- Amara works for Crescent Telecom.\n- Priya works for Summit Energy.\n- Wren works for Crescent Telecom.\n- Leila works for Summit Energy.\n- Amara reports to Priya.\n- Stefan works for Summit Energy.\n- Crescent Telecom is headquartered in Basel.\n- Kenji reports to Amara.\n- Meridian Bank is headquartered in Basel.\n- Bruno works for Crescent Telecom.\n- Summit Energy is headquartered in Cork.\n- Meridian Bank was founded in 2004.\n- Leila reports to Omar.\n- Crescent Telecom was founded in 1981.\n- Dmitri works for Summit Energy.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1996.\n- Viktor reports to Leila.\n- Kenji works for Crescent Telecom.\n- Stefan reports to Viktor.\n- Viktor works for Vantage Air.\n- Bruno reports to Kenji.\n- Omar reports to Wren.\n- Summit Energy was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24201", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1984.\n- Callum works for Pinnacle Software.\n- Tobias works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Dmitri reports to Hana.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1994.\n- Zoya works for Vantage Air.\n- Omar reports to Felix.\n- Tessa reports to Mei.\n- Nadia works for Vantage Air.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 1979.\n- Stefan reports to Dmitri.\n- Fernhill Foods is headquartered in Valencia.\n- Callum reports to Amara.\n- Northwind Systems is headquartered in Valencia.\n- Stefan works for Northwind Systems.\n- Hana reports to Callum.\n- Tessa works for Pinnacle Software.\n- Vantage Air is headquartered in Nagoya.\n- Omar works for Vantage Air.\n- Fernhill Foods was founded in 1986.\n- Pinnacle Software is headquartered in Tampere.\n- Amara reports to Omar.\n- Mei reports to Stefan.\n- Zoya reports to Nadia.\n- Nadia reports to Tobias.\n- Mei works for Northwind Systems.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24203", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 April 2025): For employees hired on or after 14 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3856: employee Chiara B., hired 11 September 2022, separated 16 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3856?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24204", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24205", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7465: employee Amara T., hired 06 December 2021, separated 03 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-7465 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,800", "2": "$7,875", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24206", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5538: employee Tessa A., hired 09 April 2021, separated 30 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-5538?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24207", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Nadia reports to Emeka.\n- Priya reports to Felix.\n- Stefan works for Cedar Retail Group.\n- Amara reports to Stefan.\n- Helios Logistics is headquartered in Oslo.\n- Callum works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Stefan reports to Mara.\n- Emeka reports to Dmitri.\n- Helios Logistics was founded in 2006.\n- Vantage Air is headquartered in Oslo.\n- Felix reports to Callum.\n- Mara reports to Nadia.\n- Sofia reports to Priya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Vantage Air was founded in 2006.\n- Nadia works for Helios Logistics.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Sofia.\n- Sofia works for Vantage Air.\n- Cedar Retail Group was founded in 1979.\n- Cedar Retail Group is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1996.\n- Felix works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24208", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Sofia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Austin.\n- Chiara works for Bluepine Aviation.\n- Priya reports to Elena.\n- Stefan reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Dmitri works for Lattice Analytics.\n- Stefan works for Ironwood Manufacturing.\n- Deshawn reports to Pablo.\n- Deshawn works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Lyon.\n- Lattice Analytics was founded in 1995.\n- Pablo works for Lattice Analytics.\n- Aisha reports to Chiara.\n- Mara works for Lattice Analytics.\n- Atlas Freight is headquartered in Austin.\n- Bluepine Aviation was founded in 1976.\n- Mara reports to Priya.\n- Priya works for Atlas Freight.\n- Pablo reports to Sofia.\n- Ironwood Manufacturing was founded in 1982.\n- Sofia reports to Mara.\n- Dmitri reports to Stefan.\n- Elena reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Bruno.\n- Mara works for Vantage Air.\n- Helios Logistics is headquartered in Austin.\n- Beacon Insurance is headquartered in Ghent.\n- Tessa reports to Ravi.\n- Yuki reports to Priya.\n- Omar works for Pinnacle Software.\n- Dmitri reports to Pablo.\n- Pinnacle Software was founded in 1979.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software is headquartered in Austin.\n- Nadia reports to Dmitri.\n- Nadia works for Vantage Air.\n- Bruno reports to Zoya.\n- Zoya reports to Tessa.\n- Vantage Air was founded in 2013.\n- Pablo works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Priya works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Priya reports to Mara.\n- Omar reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Zoya works for Beacon Insurance.\n- Pablo reports to Ingrid.\n- Ingrid reports to Omar.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 1995.\n- Beacon Insurance was founded in 1996.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1988.\n- Zoya works for Cedar Retail Group.\n- Bruno works for Meridian Bank.\n- Cobalt Health is headquartered in Leeds.\n- Meridian Bank is headquartered in Dunedin.\n- Ravi reports to Aisha.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bruno reports to Tobias.\n- Cobalt Health was founded in 2007.\n- Aisha reports to Bruno.\n- Aisha works for Lattice Analytics.\n- Cedar Retail Group was founded in 1997.\n- Lattice Analytics is headquartered in Porto.\n- Meridian Bank was founded in 1992.\n- Sanne reports to Zoya.\n- Mateo works for Cedar Retail Group.\n- Sanne works for Cobalt Health.\n- Tobias reports to Mateo.\n- Tobias works for Cedar Retail Group.\n- Mateo reports to Sanne.\n- Viktor reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24212", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 October 2024): For employees hired on or after 20 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8632: employee Amara R., hired 23 April 2021, separated 12 November 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8632?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24213", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24214", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3932: employee Hana A., hired 18 August 2021, separated 27 March 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3932?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24215", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3118: employee Yuki B., hired 02 December 2023, separated 04 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3118?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24216", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6689: employee Pablo S., hired 25 May 2024, separated 04 September 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6689?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24217", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24218", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 36460 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24219", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Amara works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Sanne works for Beacon Insurance.\n- Summit Energy was founded in 1998.\n- Priya reports to Sanne.\n- Elena reports to Sofia.\n- Cobalt Health is headquartered in Brno.\n- Beacon Insurance is headquartered in Ghent.\n- Chiara reports to Priya.\n- Meridian Bank is headquartered in Brno.\n- Sofia works for Meridian Bank.\n- Amara reports to Emeka.\n- Sanne reports to Amara.\n- Meridian Bank was founded in 2002.\n- Summit Energy is headquartered in Brno.\n- Anders reports to Elena.\n- Chiara works for Cobalt Health.\n- Anders works for Beacon Insurance.\n- Cobalt Health was founded in 2008.\n- Emeka works for Summit Energy.\n- Beacon Insurance was founded in 1975.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24221", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "open_account", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Callum.\n- Crescent Telecom is headquartered in Adelaide.\n- Wren reports to Bruno.\n- Kenji reports to Emeka.\n- Emeka reports to Hana.\n- Pinnacle Software was founded in 2000.\n- Emeka works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Hana reports to Sofia.\n- Lattice Analytics is headquartered in Nagoya.\n- Wren works for Lattice Analytics.\n- Fernhill Foods was founded in 2006.\n- Lattice Analytics was founded in 1995.\n- Callum works for Fernhill Foods.\n- Pinnacle Software is headquartered in Lyon.\n- Bruno reports to Kenji.\n- Crescent Telecom was founded in 1996.\n- Bruno works for Crescent Telecom.\n- Hana works for Lattice Analytics.\n- Fernhill Foods is headquartered in Adelaide.\n- Kenji works for Lattice Analytics.\n- Sofia reports to Ingrid.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Cedar Retail Group was founded in 1976.\n- Wren reports to Deshawn.\n- Vantage Air was founded in 2013.\n- Meridian Bank is headquartered in Adelaide.\n- Mateo works for Meridian Bank.\n- Cedar Retail Group is headquartered in Basel.\n- Mara reports to Amara.\n- Sanne works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Wren.\n- Bluepine Aviation is headquartered in Adelaide.\n- Wren works for Vantage Air.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Basel.\n- Meridian Bank was founded in 1981.\n- Deshawn works for Vantage Air.\n- Amara reports to Bruno.\n- Ingrid reports to Mateo.\n- Mara works for Meridian Bank.\n- Amara works for Cedar Retail Group.\n- Sanne reports to Mara.\n- Bluepine Aviation was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24224", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6308: employee Viktor T., hired 03 December 2023, separated 19 January 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-6308 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$5,500", "2": "$6,000", "3": "$1,650"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2001.\n- Tessa works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Omar reports to Chiara.\n- Tessa reports to Amara.\n- Helios Logistics was founded in 1975.\n- Wren reports to Sanne.\n- Helios Logistics is headquartered in Nagoya.\n- Sanne works for Helios Logistics.\n- Sanne reports to Tessa.\n- Cobalt Health is headquartered in Nagoya.\n- Zoya reports to Omar.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Priya.\n- Cedar Retail Group is headquartered in Austin.\n- Northwind Systems was founded in 1989.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Kenji works for Helios Logistics.\n- Kenji reports to Wren.\n- Amara works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Sofia works for Cedar Retail Group.\n- Chiara reports to Kenji.\n- Priya reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24226", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9288: employee Elena M., hired 08 March 2024, separated 22 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9288?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24228", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Leila reports to Aisha.\n- Vantage Air was founded in 1982.\n- Viktor reports to Tessa.\n- Leila works for Pinnacle Software.\n- Beacon Insurance is headquartered in Porto.\n- Atlas Freight was founded in 2013.\n- Tessa works for Beacon Insurance.\n- Deshawn works for Atlas Freight.\n- Jonas reports to Yuki.\n- Yuki works for Vantage Air.\n- Pinnacle Software is headquartered in Porto.\n- Aisha reports to Deshawn.\n- Vantage Air is headquartered in Turku.\n- Aisha works for Vantage Air.\n- Tobias works for Vantage Air.\n- Viktor works for Vantage Air.\n- Beacon Insurance was founded in 1997.\n- Nadia works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Kenji works for Atlas Freight.\n- Pinnacle Software was founded in 2005.\n- Yuki reports to Nadia.\n- Deshawn reports to Viktor.\n- Kenji reports to Jonas.\n- Tessa reports to Tobias.\n- Tobias reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24230", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24231", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3485: employee Bruno B., hired 20 January 2023, separated 12 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3485?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Cobalt Health is headquartered in Halifax.\n- Wren reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Anders reports to Ingrid.\n- Beacon Insurance was founded in 1984.\n- Nadia works for Beacon Insurance.\n- Elena reports to Anders.\n- Anders works for Beacon Insurance.\n- Cobalt Health was founded in 1992.\n- Sanne reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2011.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1977.\n- Crescent Telecom is headquartered in Valencia.\n- Emeka reports to Sanne.\n- Ironwood Manufacturing is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Nadia reports to Emeka.\n- Ingrid reports to Nadia.\n- Sanne works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Summit Energy was founded in 1991.\n- Omar works for Helios Logistics.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1983.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1986.\n- Omar reports to Mara.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 1999.\n- Deshawn reports to Elena.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Lucia reports to Deshawn.\n- Lucia works for Helios Logistics.\n- Mateo reports to Callum.\n- Dmitri reports to Pablo.\n- Northwind Systems is headquartered in Brno.\n- Pablo works for Northwind Systems.\n- Callum reports to Omar.\n- Ironwood Manufacturing is headquartered in Cork.\n- Elena reports to Wren.\n- Wren reports to Mateo.\n- Callum works for Helios Logistics.\n- Elena works for Northwind Systems.\n- Mara reports to Dmitri.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24234", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24235", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9127: employee Ravi T., hired 15 July 2023, separated 28 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9127?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24236", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2018: employee Yuki M., hired 06 July 2024, separated 04 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2018?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24237", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24238", "family": "intent_v3", "state": "Incoming support message:\n\"Order 48553 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24239", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24240", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Fernhill Foods is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Yuki reports to Wren.\n- Bruno reports to Felix.\n- Fernhill Foods was founded in 1985.\n- Wren reports to Elena.\n- Beacon Insurance is headquartered in Bergen.\n- Ingrid works for Fernhill Foods.\n- Crescent Telecom was founded in 1994.\n- Crescent Telecom is headquartered in Lyon.\n- Priya works for Beacon Insurance.\n- Mei works for Crescent Telecom.\n- Ingrid reports to Mei.\n- Mei reports to Bruno.\n- Priya reports to Yuki.\n- Elena works for Beacon Insurance.\n- Mara reports to Lucia.\n- Felix reports to Priya.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Anders reports to Mara.\n- Beacon Insurance was founded in 2003.\n- Bruno works for Crescent Telecom.\n- Viktor reports to Anders.\n- Lucia reports to Ingrid.\n- Wren works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Summit Energy was founded in 1981.\n- Sofia works for Northwind Systems.\n- Anders reports to Tobias.\n- Pinnacle Software is headquartered in Malmo.\n- Ingrid reports to Yuki.\n- Stefan reports to Jonas.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Oslo.\n- Viktor reports to Amara.\n- Northwind Systems was founded in 1992.\n- Summit Energy is headquartered in Halifax.\n- Ingrid works for Summit Energy.\n- Omar reports to Sofia.\n- Yuki reports to Anders.\n- Tobias works for Pinnacle Software.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Omar works for Pinnacle Software.\n- Bruno reports to Omar.\n- Bruno works for Summit Energy.\n- Mateo works for Summit Energy.\n- Stefan works for Summit Energy.\n- Amara reports to Stefan.\n- Sofia reports to Mateo.\n- Pinnacle Software was founded in 2004.\n- Amara works for Summit Energy.\n- Jonas reports to Ingrid.\n- Mateo reports to Viktor.\n- Cedar Retail Group was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24243", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Pablo reports to Tessa.\n- Vantage Air is headquartered in Leeds.\n- Aisha works for Vantage Air.\n- Amara reports to Mateo.\n- Ironwood Manufacturing was founded in 1990.\n- Beacon Insurance was founded in 1984.\n- Lattice Analytics was founded in 2009.\n- Sofia reports to Pablo.\n- Felix works for Beacon Insurance.\n- Tobias works for Lattice Analytics.\n- Vantage Air was founded in 1984.\n- Hana works for Lattice Analytics.\n- Mateo reports to Felix.\n- Mateo works for Vantage Air.\n- Felix reports to Tobias.\n- Bruno works for Ironwood Manufacturing.\n- Tessa works for Lattice Analytics.\n- Hana reports to Leila.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Aisha reports to Priya.\n- Sofia works for Vantage Air.\n- Priya reports to Bruno.\n- Tessa reports to Aisha.\n- Leila works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Leila reports to Sofia.\n- Lattice Analytics is headquartered in Bergen.\n- Tobias reports to Hana.\n- Pablo works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24245", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6192: employee Jonas T., hired 09 December 2024, separated 22 August 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2026-6192 under the controlling rules.", "criteria": {"0": "$4,200", "1": "$8,000", "2": "$34,667", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24246", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Hana reports to Lucia.\n- Tobias reports to Mateo.\n- Stefan works for Lattice Analytics.\n- Northwind Systems is headquartered in Porto.\n- Stefan reports to Mei.\n- Lattice Analytics was founded in 1990.\n- Lucia reports to Tessa.\n- Mateo reports to Stefan.\n- Cedar Retail Group was founded in 1986.\n- Cedar Retail Group is headquartered in Porto.\n- Omar reports to Kenji.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Tobias.\n- Kenji reports to Elena.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Hana.\n- Tobias works for Northwind Systems.\n- Dmitri works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Mei reports to Ingrid.\n- Fernhill Foods was founded in 1977.\n- Fernhill Foods is headquartered in Ghent.\n- Omar works for Cedar Retail Group.\n- Elena reports to Dmitri.\n- Northwind Systems was founded in 1989.\n- Hana works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1981", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Nadia works for Vantage Air.\n- Mara reports to Deshawn.\n- Elena works for Crescent Telecom.\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Hana works for Summit Energy.\n- Wren reports to Sanne.\n- Mara works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Meridian Bank is headquartered in Halifax.\n- Vantage Air is headquartered in Dunedin.\n- Elena reports to Hana.\n- Summit Energy was founded in 1990.\n- Deshawn reports to Pablo.\n- Bruno works for Crescent Telecom.\n- Dmitri reports to Bruno.\n- Meridian Bank was founded in 2014.\n- Pablo works for Vantage Air.\n- Nadia reports to Viktor.\n- Callum works for Summit Energy.\n- Bruno reports to Elena.\n- Vantage Air was founded in 1996.\n- Deshawn works for Vantage Air.\n- Viktor reports to Wren.\n- Dmitri works for Meridian Bank.\n- Hana reports to Mara.\n- Crescent Telecom was founded in 1990.\n- Wren works for Vantage Air.\n- Sanne works for Meridian Bank.\n- Sanne reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24249", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 76844 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24250", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24251", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24252", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6223: employee Anders K., hired 25 July 2020, separated 12 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6223?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Priya.\n- Lucia works for Crescent Telecom.\n- Mara works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Crescent Telecom was founded in 1997.\n- Zoya works for Northwind Systems.\n- Omar works for Meridian Bank.\n- Wren reports to Sanne.\n- Yuki works for Cobalt Health.\n- Crescent Telecom is headquartered in Lyon.\n- Cobalt Health is headquartered in Dunedin.\n- Omar reports to Chiara.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Wren works for Meridian Bank.\n- Lucia reports to Wren.\n- Northwind Systems is headquartered in Lyon.\n- Bruno reports to Sofia.\n- Sofia reports to Omar.\n- Mara reports to Yuki.\n- Northwind Systems was founded in 1994.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Mara.\n- Sanne works for Meridian Bank.\n- Sofia works for Cobalt Health.\n- Meridian Bank is headquartered in Basel.\n- Zoya reports to Tessa.\n- Yuki reports to Zoya.\n- Cobalt Health was founded in 2000.\n- Chiara reports to Lucia.\n- Priya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24254", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8170: employee Sanne K., hired 30 November 2022, separated 28 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8170?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24255", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 31 October 2022): For employees hired on or after 31 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1807: employee Wren K., hired 05 April 2020, separated 16 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1807?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24257", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5881: employee Aisha R., hired 20 January 2021, separated 29 December 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-5881 under the controlling rules.", "criteria": {"0": "$14,625", "1": "$63,700", "2": "$16,700", "3": "$14,700"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24258", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 13 August 2023): For employees hired on or after 13 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3020: employee Leila S., hired 19 January 2021, separated 23 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3020?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24259", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 85826 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Dmitri reports to Kenji.\n- Kenji reports to Jonas.\n- Ironwood Manufacturing was founded in 2006.\n- Priya works for Pinnacle Software.\n- Jonas reports to Mateo.\n- Atlas Freight is headquartered in Porto.\n- Wren works for Atlas Freight.\n- Callum works for Pinnacle Software.\n- Callum reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Vantage Air was founded in 1996.\n- Kenji works for Pinnacle Software.\n- Dmitri works for Atlas Freight.\n- Tobias works for Vantage Air.\n- Leila reports to Mara.\n- Mara reports to Priya.\n- Jonas works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Atlas Freight was founded in 2008.\n- Ironwood Manufacturing is headquartered in Porto.\n- Vantage Air is headquartered in Halifax.\n- Wren reports to Omar.\n- Priya reports to Callum.\n- Omar works for Atlas Freight.\n- Pinnacle Software is headquartered in Porto.\n- Tobias reports to Leila.\n- Leila works for Atlas Freight.\n- Zoya reports to Wren.\n- Pinnacle Software was founded in 2003.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2011", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24261", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Oslo.\n- Vantage Air was founded in 1990.\n- Stefan works for Vantage Air.\n- Hana reports to Amara.\n- Vantage Air is headquartered in Dunedin.\n- Mateo reports to Leila.\n- Hana works for Pinnacle Software.\n- Stefan reports to Elena.\n- Pablo works for Northwind Systems.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 1992.\n- Kenji works for Vantage Air.\n- Pablo reports to Mateo.\n- Northwind Systems is headquartered in Turku.\n- Jonas works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Jonas reports to Hana.\n- Amara reports to Stefan.\n- Leila reports to Nadia.\n- Nadia works for Northwind Systems.\n- Elena reports to Kenji.\n- Nadia reports to Jonas.\n- Mateo works for Beacon Insurance.\n- Northwind Systems was founded in 1987.\n- Elena works for Vantage Air.\n- Beacon Insurance was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Meridian Bank.\n- Tobias reports to Elena.\n- Zoya works for Bluepine Aviation.\n- Dmitri works for Beacon Insurance.\n- Omar works for Meridian Bank.\n- Amara reports to Stefan.\n- Mateo reports to Omar.\n- Emeka reports to Mateo.\n- Beacon Insurance is headquartered in Leeds.\n- Elena reports to Chiara.\n- Emeka works for Meridian Bank.\n- Stefan reports to Jonas.\n- Jonas reports to Emeka.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Summit Energy was founded in 1983.\n- Chiara works for Beacon Insurance.\n- Zoya reports to Sanne.\n- Mateo works for Meridian Bank.\n- Bluepine Aviation is headquartered in Porto.\n- Beacon Insurance was founded in 2013.\n- Sanne works for Beacon Insurance.\n- Omar reports to Dmitri.\n- Summit Energy is headquartered in Porto.\n- Dmitri reports to Zoya.\n- Meridian Bank is headquartered in Nagoya.\n- Jonas works for Meridian Bank.\n- Amara works for Beacon Insurance.\n- Sanne reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Meridian Bank was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24264", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4053: employee Sofia S., hired 25 August 2022, separated 01 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-4053 under the controlling rules.", "criteria": {"0": "$7,269", "1": "$31,500", "2": "$6,269", "3": "$7,399"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24265", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3832: employee Sanne S., hired 11 September 2022, separated 29 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3832?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24266", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Cork.\n- Northwind Systems was founded in 1977.\n- Chiara reports to Amara.\n- Elena works for Bluepine Aviation.\n- Felix works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Mateo works for Northwind Systems.\n- Cobalt Health is headquartered in Tampere.\n- Elena reports to Mateo.\n- Hana reports to Chiara.\n- Cobalt Health was founded in 1993.\n- Northwind Systems is headquartered in Basel.\n- Leila works for Cobalt Health.\n- Beacon Insurance is headquartered in Tampere.\n- Hana works for Bluepine Aviation.\n- Beacon Insurance was founded in 1992.\n- Viktor reports to Felix.\n- Amara reports to Leila.\n- Viktor works for Northwind Systems.\n- Bluepine Aviation was founded in 1984.\n- Felix reports to Elena.\n- Leila reports to Viktor.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24268", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2003.\n- Priya reports to Pablo.\n- Viktor reports to Sofia.\n- Pablo works for Vantage Air.\n- Amara reports to Viktor.\n- Meridian Bank was founded in 1983.\n- Vantage Air is headquartered in Bergen.\n- Yuki works for Meridian Bank.\n- Priya works for Summit Energy.\n- Amara works for Vantage Air.\n- Crescent Telecom is headquartered in Lyon.\n- Summit Energy is headquartered in Bergen.\n- Viktor works for Meridian Bank.\n- Vantage Air was founded in 2006.\n- Sofia works for Summit Energy.\n- Jonas works for Summit Energy.\n- Sofia reports to Yuki.\n- Meridian Bank is headquartered in Turku.\n- Stefan works for Summit Energy.\n- Pablo reports to Stefan.\n- Jonas reports to Priya.\n- Summit Energy was founded in 2005.\n- Yuki reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24270", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1099: employee Callum A., hired 08 March 2023, separated 25 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1099?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Sofia reports to Mara.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Nadia reports to Chiara.\n- Mei works for Bluepine Aviation.\n- Anders reports to Deshawn.\n- Priya reports to Mei.\n- Hana reports to Dmitri.\n- Bluepine Aviation was founded in 1982.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2009.\n- Lattice Analytics was founded in 1984.\n- Mei reports to Nadia.\n- Mara works for Bluepine Aviation.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1975.\n- Deshawn works for Helios Logistics.\n- Dmitri reports to Sofia.\n- Helios Logistics is headquartered in Oslo.\n- Sofia works for Lattice Analytics.\n- Chiara reports to Hana.\n- Anders works for Helios Logistics.\n- Mara reports to Anders.\n- Chiara works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1979", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24272", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "change_seat", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Emeka.\n- Helios Logistics was founded in 1977.\n- Lucia works for Summit Energy.\n- Emeka reports to Lucia.\n- Cobalt Health was founded in 1990.\n- Ingrid works for Helios Logistics.\n- Amara works for Cobalt Health.\n- Amara reports to Sofia.\n- Summit Energy was founded in 2000.\n- Sofia works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Emeka works for Meridian Bank.\n- Aisha reports to Ingrid.\n- Tessa reports to Pablo.\n- Meridian Bank was founded in 2003.\n- Tessa works for Meridian Bank.\n- Lucia reports to Amara.\n- Meridian Bank is headquartered in Tampere.\n- Summit Energy is headquartered in Tampere.\n- Ingrid reports to Tessa.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Sofia.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Cedar Retail Group is headquartered in Cork.\n- Bluepine Aviation is headquartered in Tallinn.\n- Priya reports to Mei.\n- Chiara works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Cedar Retail Group was founded in 1993.\n- Yuki reports to Jonas.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Pinnacle Software was founded in 2009.\n- Sofia reports to Mara.\n- Beacon Insurance is headquartered in Cork.\n- Sofia works for Beacon Insurance.\n- Mara works for Pinnacle Software.\n- Jonas reports to Priya.\n- Sanne works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Mara reports to Chiara.\n- Sanne reports to Yuki.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24275", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6641: employee Ingrid R., hired 05 March 2023, separated 01 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6641?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Aisha reports to Viktor.\n- Stefan works for Bluepine Aviation.\n- Wren reports to Aisha.\n- Crescent Telecom is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.\n- Mateo works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Mei reports to Sanne.\n- Ironwood Manufacturing was founded in 2013.\n- Aisha works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Mara reports to Mei.\n- Crescent Telecom was founded in 1987.\n- Viktor reports to Jonas.\n- Cedar Retail Group was founded in 1984.\n- Cedar Retail Group is headquartered in Ghent.\n- Yuki reports to Mateo.\n- Mateo reports to Stefan.\n- Wren works for Ironwood Manufacturing.\n- Sanne reports to Wren.\n- Viktor works for Ironwood Manufacturing.\n- Jonas works for Crescent Telecom.\n- Stefan reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Oslo.\n- Sofia reports to Tessa.\n- Jonas reports to Anders.\n- Crescent Telecom was founded in 2008.\n- Sanne reports to Hana.\n- Zoya works for Vantage Air.\n- Tessa reports to Zoya.\n- Crescent Telecom is headquartered in Brno.\n- Aisha works for Vantage Air.\n- Tessa works for Meridian Bank.\n- Cobalt Health is headquartered in Lyon.\n- Zoya reports to Aisha.\n- Ravi works for Meridian Bank.\n- Vantage Air was founded in 1977.\n- Ravi reports to Sanne.\n- Cobalt Health was founded in 2010.\n- Wren reports to Jonas.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Sofia works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Anders reports to Sofia.\n- Wren works for Cobalt Health.\n- Hana reports to Wren.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Stefan reports to Bruno.\n- Beacon Insurance was founded in 2003.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka reports to Chiara.\n- Viktor reports to Elena.\n- Wren reports to Priya.\n- Emeka works for Pinnacle Software.\n- Northwind Systems is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Lucia reports to Dmitri.\n- Lucia works for Atlas Freight.\n- Dmitri reports to Emeka.\n- Atlas Freight was founded in 2003.\n- Viktor works for Northwind Systems.\n- Chiara reports to Wren.\n- Elena works for Pinnacle Software.\n- Northwind Systems was founded in 1990.\n- Dmitri works for Pinnacle Software.\n- Bruno reports to Viktor.\n- Sanne reports to Yuki.\n- Pinnacle Software was founded in 2010.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Chiara works for Beacon Insurance.\n- Elena reports to Sanne.\n- Priya reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24279", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24280", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Pablo reports to Yuki.\n- Stefan reports to Tessa.\n- Atlas Freight was founded in 1986.\n- Deshawn reports to Ravi.\n- Atlas Freight is headquartered in Porto.\n- Meridian Bank is headquartered in Porto.\n- Ravi reports to Stefan.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Meridian Bank was founded in 1980.\n- Tessa works for Meridian Bank.\n- Deshawn works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Fernhill Foods was founded in 2014.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 2005.\n- Stefan works for Meridian Bank.\n- Yuki works for Atlas Freight.\n- Elena reports to Nadia.\n- Tessa reports to Pablo.\n- Elena works for Helios Logistics.\n- Yuki reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24282", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24283", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5816: employee Felix A., hired 24 July 2021, separated 09 June 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5816?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24284", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24285", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "change_seat", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24286", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24287", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2273: employee Amara K., hired 01 March 2024, separated 07 May 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2025-2273 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$2,700", "2": "$2,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24288", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 June 2023): For employees hired on or after 09 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7189: employee Wren B., hired 26 November 2021, separated 11 July 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7189?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Viktor.\n- Leila works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Atlas Freight was founded in 2010.\n- Viktor works for Lattice Analytics.\n- Vantage Air was founded in 1982.\n- Fernhill Foods is headquartered in Adelaide.\n- Atlas Freight is headquartered in Dunedin.\n- Tessa reports to Felix.\n- Callum works for Lattice Analytics.\n- Fernhill Foods was founded in 1986.\n- Aisha reports to Ingrid.\n- Ingrid works for Atlas Freight.\n- Lattice Analytics is headquartered in Malmo.\n- Nadia reports to Kenji.\n- Felix reports to Nadia.\n- Aisha works for Lattice Analytics.\n- Viktor reports to Leila.\n- Lattice Analytics was founded in 1979.\n- Sofia reports to Aisha.\n- Vantage Air is headquartered in Malmo.\n- Kenji works for Vantage Air.\n- Felix works for Fernhill Foods.\n- Ingrid reports to Callum.\n- Sofia works for Vantage Air.\n- Leila reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1977", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24290", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7298: employee Callum S., hired 28 February 2022, separated 18 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-7298?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tallinn.\n- Vantage Air is headquartered in Leeds.\n- Amara works for Vantage Air.\n- Felix works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Amara reports to Mateo.\n- Anders reports to Tobias.\n- Aisha works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Meridian Bank is headquartered in Leeds.\n- Yuki works for Meridian Bank.\n- Beacon Insurance is headquartered in Leeds.\n- Anders works for Meridian Bank.\n- Felix reports to Yuki.\n- Vantage Air was founded in 2011.\n- Fernhill Foods was founded in 1988.\n- Tobias reports to Ravi.\n- Yuki reports to Anders.\n- Beacon Insurance was founded in 2012.\n- Mateo reports to Felix.\n- Ravi reports to Aisha.\n- Meridian Bank was founded in 2002.\n- Aisha reports to Viktor.\n- Hana works for Meridian Bank.\n- Hana reports to Amara.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24292", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Jonas.\n- Lattice Analytics was founded in 2001.\n- Mei reports to Lucia.\n- Beacon Insurance is headquartered in Bergen.\n- Sanne reports to Mei.\n- Lucia works for Beacon Insurance.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Omar works for Vantage Air.\n- Aisha reports to Sanne.\n- Tessa reports to Kenji.\n- Kenji works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia reports to Tessa.\n- Vantage Air was founded in 2012.\n- Jonas reports to Omar.\n- Tessa works for Beacon Insurance.\n- Vantage Air is headquartered in Valencia.\n- Jonas works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Beacon Insurance was founded in 1977.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mara reports to Aisha.\n- Omar reports to Hana.\n- Aisha works for Vantage Air.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1985.\n- Bruno works for Pinnacle Software.\n- Jonas works for Bluepine Aviation.\n- Callum works for Helios Logistics.\n- Callum reports to Bruno.\n- Bruno reports to Dmitri.\n- Dmitri reports to Hana.\n- Bluepine Aviation is headquartered in Porto.\n- Jonas reports to Mara.\n- Ingrid reports to Jonas.\n- Mara reports to Deshawn.\n- Amara works for Bluepine Aviation.\n- Hana reports to Ingrid.\n- Bluepine Aviation was founded in 1979.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software was founded in 1991.\n- Pinnacle Software is headquartered in Cork.\n- Amara reports to Tobias.\n- Mara works for Pinnacle Software.\n- Deshawn reports to Amara.\n- Ingrid works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Cobalt Health is headquartered in Cork.\n- Dmitri works for Pinnacle Software.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Aisha.\n- Helios Logistics is headquartered in Oslo.\n- Crescent Telecom was founded in 1996.\n- Yuki reports to Pablo.\n- Anders reports to Sanne.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group was founded in 2006.\n- Mara works for Crescent Telecom.\n- Anders works for Cedar Retail Group.\n- Sanne reports to Mara.\n- Pablo works for Helios Logistics.\n- Viktor works for Crescent Telecom.\n- Northwind Systems was founded in 2005.\n- Aisha reports to Viktor.\n- Pablo reports to Anders.\n- Aisha works for Crescent Telecom.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 2013.\n- Yuki works for Helios Logistics.\n- Crescent Telecom is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Porto.\n- Sofia reports to Yuki.\n- Northwind Systems is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24296", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24297", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24298", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24299", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24300", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24301", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9393: employee Zoya M., hired 06 October 2022, separated 23 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9393?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24302", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9495: employee Aisha M., hired 20 May 2023, separated 29 March 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-9495 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$3,500", "2": "$2,850", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24303", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24304", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24305", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24306", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5644: employee Amara T., hired 17 January 2021, separated 04 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5644?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24307", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 73850 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Leila works for Atlas Freight.\n- Helios Logistics was founded in 2006.\n- Elena reports to Jonas.\n- Yuki reports to Tobias.\n- Mara reports to Leila.\n- Tessa works for Atlas Freight.\n- Helios Logistics is headquartered in Basel.\n- Atlas Freight was founded in 1975.\n- Lattice Analytics was founded in 1980.\n- Tessa reports to Hana.\n- Elena works for Lattice Analytics.\n- Tobias works for Helios Logistics.\n- Kenji works for Cedar Retail Group.\n- Stefan works for Helios Logistics.\n- Leila reports to Stefan.\n- Jonas reports to Amara.\n- Kenji reports to Sanne.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne reports to Elena.\n- Yuki works for Helios Logistics.\n- Hana reports to Yuki.\n- Amara works for Cedar Retail Group.\n- Jonas works for Helios Logistics.\n- Tobias reports to Mara.\n- Hana works for Lattice Analytics.\n- Amara reports to Tessa.\n- Lattice Analytics is headquartered in Basel.\n- Mara works for Helios Logistics.\n- Sanne works for Lattice Analytics.\n- Cedar Retail Group was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24309", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24310", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9816: employee Anders R., hired 21 July 2021, separated 07 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9816?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24312", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24313", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24314", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24315", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24316", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Hana reports to Nadia.\n- Lucia works for Beacon Insurance.\n- Summit Energy is headquartered in Tampere.\n- Amara works for Summit Energy.\n- Jonas reports to Mei.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn reports to Lucia.\n- Beacon Insurance was founded in 2006.\n- Jonas works for Cobalt Health.\n- Hana works for Summit Energy.\n- Omar works for Summit Energy.\n- Cobalt Health was founded in 1985.\n- Nadia works for Cobalt Health.\n- Mei works for Summit Energy.\n- Mei reports to Hana.\n- Nadia reports to Omar.\n- Deshawn works for Atlas Freight.\n- Amara reports to Deshawn.\n- Summit Energy was founded in 2009.\n- Atlas Freight was founded in 2006.\n- Cobalt Health is headquartered in Halifax.\n- Omar reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Amara reports to Kenji.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 1991.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 1981.\n- Atlas Freight is headquartered in Bergen.\n- Nadia reports to Sofia.\n- Kenji works for Lattice Analytics.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Elena works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tallinn.\n- Sofia reports to Elena.\n- Atlas Freight was founded in 1976.\n- Mei reports to Nadia.\n- Tessa works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Tessa reports to Wren.\n- Nadia works for Lattice Analytics.\n- Elena reports to Amara.\n- Fernhill Foods was founded in 1989.\n- Wren reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24319", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2000.\n- Anders reports to Ingrid.\n- Fernhill Foods is headquartered in Bergen.\n- Stefan reports to Priya.\n- Viktor works for Helios Logistics.\n- Priya reports to Viktor.\n- Bluepine Aviation was founded in 2015.\n- Cedar Retail Group was founded in 1982.\n- Omar reports to Anders.\n- Stefan works for Helios Logistics.\n- Tobias works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Anders works for Helios Logistics.\n- Ingrid reports to Stefan.\n- Fernhill Foods was founded in 1991.\n- Dmitri works for Cedar Retail Group.\n- Tobias reports to Dmitri.\n- Dmitri reports to Omar.\n- Bluepine Aviation is headquartered in Bergen.\n- Priya works for Bluepine Aviation.\n- Helios Logistics is headquartered in Malmo.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24321", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8493: employee Elena T., hired 05 February 2021, separated 05 June 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8493?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Stefan.\n- Elena reports to Wren.\n- Hana works for Lattice Analytics.\n- Summit Energy is headquartered in Nagoya.\n- Dmitri works for Vantage Air.\n- Meridian Bank was founded in 2013.\n- Stefan works for Vantage Air.\n- Elena works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Hana reports to Tessa.\n- Vantage Air was founded in 2010.\n- Sofia works for Meridian Bank.\n- Mateo works for Vantage Air.\n- Summit Energy was founded in 2002.\n- Lattice Analytics is headquartered in Cork.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Ravi reports to Dmitri.\n- Dmitri reports to Hana.\n- Tessa works for Lattice Analytics.\n- Vantage Air is headquartered in Cork.\n- Stefan reports to Mateo.\n- Sofia reports to Deshawn.\n- Tessa reports to Elena.\n- Deshawn works for Meridian Bank.\n- Wren reports to Sofia.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1985.\n- Cobalt Health is headquartered in Basel.\n- Tobias reports to Callum.\n- Crescent Telecom was founded in 2003.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Northwind Systems was founded in 1999.\n- Ravi works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Jonas reports to Ravi.\n- Cobalt Health was founded in 1995.\n- Callum works for Northwind Systems.\n- Deshawn works for Cobalt Health.\n- Callum reports to Amara.\n- Ravi reports to Mei.\n- Zoya reports to Deshawn.\n- Northwind Systems is headquartered in Basel.\n- Amara reports to Zoya.\n- Crescent Telecom is headquartered in Basel.\n- Mei works for Crescent Telecom.\n- Deshawn reports to Jonas.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Tessa.\n- Lattice Analytics was founded in 1976.\n- Jonas reports to Priya.\n- Tessa works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Beacon Insurance is headquartered in Austin.\n- Kenji works for Beacon Insurance.\n- Cedar Retail Group was founded in 2002.\n- Sofia reports to Jonas.\n- Sofia works for Beacon Insurance.\n- Lattice Analytics is headquartered in Cork.\n- Priya works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Dmitri reports to Sofia.\n- Kenji reports to Mei.\n- Dmitri works for Lattice Analytics.\n- Anders works for Beacon Insurance.\n- Priya reports to Kenji.\n- Mei reports to Anders.\n- Cedar Retail Group is headquartered in Bergen.\n- Beacon Insurance was founded in 1981.\n- Ironwood Manufacturing was founded in 1987.\n- Bruno reports to Yuki.\n- Bruno works for Lattice Analytics.\n- Anders reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24325", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9689: employee Jonas K., hired 14 May 2021, separated 05 July 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9689?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Callum reports to Tessa.\n- Aisha works for Vantage Air.\n- Tessa works for Cobalt Health.\n- Tessa reports to Elena.\n- Felix reports to Ingrid.\n- Elena works for Cobalt Health.\n- Aisha reports to Mateo.\n- Sofia reports to Callum.\n- Felix works for Bluepine Aviation.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Ghent.\n- Cobalt Health was founded in 1980.\n- Callum works for Cobalt Health.\n- Vantage Air was founded in 1991.\n- Ingrid works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Mateo works for Lattice Analytics.\n- Ingrid reports to Aisha.\n- Elena reports to Felix.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 2010.\n- Bluepine Aviation was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24327", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "send_message", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24328", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9762: employee Sanne S., hired 02 September 2022, separated 26 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9762?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24329", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1610: employee Mei S., hired 30 August 2021, separated 23 October 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-1610 under the controlling rules.", "criteria": {"0": "$23,654", "1": "$23,538", "2": "$102,000", "3": "$24,038"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24330", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 May 2025): For employees hired on or after 26 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3948: employee Sanne B., hired 11 June 2022, separated 09 November 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3948?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24331", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1921: employee Sanne B., hired 28 February 2023, separated 06 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1921?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Stefan.\n- Sofia works for Crescent Telecom.\n- Helios Logistics was founded in 2007.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom was founded in 1993.\n- Stefan works for Summit Energy.\n- Lattice Analytics is headquartered in Tampere.\n- Mei reports to Ravi.\n- Crescent Telecom is headquartered in Cork.\n- Ravi reports to Sofia.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan reports to Bruno.\n- Mei works for Crescent Telecom.\n- Summit Energy was founded in 1977.\n- Amara works for Crescent Telecom.\n- Ravi works for Helios Logistics.\n- Zoya reports to Tessa.\n- Zoya works for Lattice Analytics.\n- Bruno reports to Amara.\n- Tessa reports to Deshawn.\n- Tobias works for Crescent Telecom.\n- Amara reports to Tobias.\n- Deshawn works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Lattice Analytics was founded in 2014.\n- Bruno works for Lattice Analytics.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Omar.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Kenji.\n- Anders works for Beacon Insurance.\n- Kenji reports to Wren.\n- Ravi works for Helios Logistics.\n- Jonas reports to Ingrid.\n- Lattice Analytics is headquartered in Austin.\n- Mara works for Lattice Analytics.\n- Wren reports to Hana.\n- Jonas works for Helios Logistics.\n- Omar reports to Felix.\n- Felix reports to Bruno.\n- Omar works for Helios Logistics.\n- Beacon Insurance was founded in 1992.\n- Bruno reports to Anders.\n- Mara reports to Tobias.\n- Hana works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Hana reports to Mara.\n- Wren works for Beacon Insurance.\n- Anders reports to Ravi.\n- Felix works for Beacon Insurance.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Helios Logistics was founded in 1990.\n- Meridian Bank was founded in 1977.\n- Lattice Analytics was founded in 1999.\n- Beacon Insurance is headquartered in Malmo.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24334", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Lattice Analytics.\n- Northwind Systems was founded in 1984.\n- Pablo reports to Hana.\n- Cedar Retail Group is headquartered in Leeds.\n- Stefan reports to Priya.\n- Mara works for Pinnacle Software.\n- Hana reports to Stefan.\n- Anders reports to Sanne.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Anders.\n- Hana works for Lattice Analytics.\n- Pinnacle Software is headquartered in Brno.\n- Anders works for Northwind Systems.\n- Pinnacle Software was founded in 2004.\n- Stefan works for Lattice Analytics.\n- Sanne works for Pinnacle Software.\n- Cedar Retail Group was founded in 2015.\n- Mara reports to Pablo.\n- Lattice Analytics was founded in 1986.\n- Northwind Systems is headquartered in Lyon.\n- Sanne reports to Mara.\n- Lattice Analytics is headquartered in Austin.\n- Priya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24337", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24338", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24339", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Basel.\n- Amara works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Sanne works for Vantage Air.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 1985.\n- Stefan reports to Chiara.\n- Stefan works for Helios Logistics.\n- Northwind Systems was founded in 1995.\n- Fernhill Foods is headquartered in Brno.\n- Mateo reports to Amara.\n- Lucia works for Helios Logistics.\n- Hana works for Vantage Air.\n- Lucia reports to Hana.\n- Mateo works for Vantage Air.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Hana reports to Sanne.\n- Elena reports to Mateo.\n- Sanne reports to Stefan.\n- Vantage Air was founded in 1986.\n- Amara reports to Lucia.\n- Fernhill Foods was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1989", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24341", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8046: employee Bruno T., hired 17 January 2022, separated 31 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-8046 under the controlling rules.", "criteria": {"0": "$4,875", "1": "$7,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24342", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Priya.\n- Sofia reports to Callum.\n- Dmitri reports to Ravi.\n- Stefan reports to Dmitri.\n- Priya reports to Sofia.\n- Ravi reports to Tobias.\n- Cobalt Health is headquartered in Dunedin.\n- Beacon Insurance was founded in 2001.\n- Jonas reports to Elena.\n- Ravi works for Helios Logistics.\n- Cobalt Health was founded in 2000.\n- Kenji works for Beacon Insurance.\n- Summit Energy is headquartered in Brno.\n- Tobias works for Summit Energy.\n- Helios Logistics is headquartered in Tallinn.\n- Elena reports to Stefan.\n- Jonas works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Elena works for Summit Energy.\n- Helios Logistics was founded in 1993.\n- Callum works for Cobalt Health.\n- Kenji reports to Jonas.\n- Beacon Insurance is headquartered in Turku.\n- Sofia works for Helios Logistics.\n- Stefan works for Summit Energy.\n- Priya works for Helios Logistics.\n- Summit Energy was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1988", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24344", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24345", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24346", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2723: employee Chiara T., hired 01 April 2020, separated 09 May 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-2723 under the controlling rules.", "criteria": {"0": "$50,700", "1": "$11,625", "2": "$11,700", "3": "$9,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24347", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24348", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7949: employee Anders B., hired 27 August 2023, separated 30 September 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7949?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7949 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24349", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24350", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24351", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1623: employee Priya K., hired 05 November 2019, separated 28 August 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1623?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Priya.\n- Pinnacle Software is headquartered in Turku.\n- Cedar Retail Group was founded in 2001.\n- Omar reports to Wren.\n- Crescent Telecom is headquartered in Tampere.\n- Omar works for Cedar Retail Group.\n- Bruno reports to Viktor.\n- Emeka works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Cedar Retail Group is headquartered in Malmo.\n- Lucia reports to Omar.\n- Wren works for Helios Logistics.\n- Viktor reports to Emeka.\n- Helios Logistics is headquartered in Lyon.\n- Pinnacle Software was founded in 2015.\n- Priya reports to Anders.\n- Anders reports to Yuki.\n- Bruno works for Cedar Retail Group.\n- Elena works for Helios Logistics.\n- Yuki reports to Bruno.\n- Crescent Telecom was founded in 2012.\n- Helios Logistics was founded in 2001.\n- Anders works for Pinnacle Software.\n- Lucia works for Cedar Retail Group.\n- Yuki works for Crescent Telecom.\n- Emeka reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Yuki.\n- Zoya works for Pinnacle Software.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Hana works for Atlas Freight.\n- Lucia works for Fernhill Foods.\n- Atlas Freight was founded in 2013.\n- Omar works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Atlas Freight is headquartered in Valencia.\n- Pinnacle Software is headquartered in Malmo.\n- Ingrid reports to Anders.\n- Anders reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Hana reports to Priya.\n- Chiara works for Pinnacle Software.\n- Jonas reports to Omar.\n- Mara works for Atlas Freight.\n- Yuki works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Lucia reports to Mara.\n- Mara reports to Jonas.\n- Fernhill Foods was founded in 2011.\n- Tobias reports to Hana.\n- Zoya reports to Tobias.\n- Pinnacle Software was founded in 2008.\n- Priya works for Pinnacle Software.\n- Yuki reports to Ingrid.\n- Fernhill Foods is headquartered in Halifax.\n- Chiara reports to Lucia.\n- Beacon Insurance was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Nadia.\n- Sofia works for Vantage Air.\n- Anders reports to Viktor.\n- Mei works for Fernhill Foods.\n- Vantage Air was founded in 1993.\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Meridian Bank is headquartered in Adelaide.\n- Anders works for Beacon Insurance.\n- Zoya reports to Omar.\n- Omar works for Vantage Air.\n- Ingrid reports to Mei.\n- Beacon Insurance is headquartered in Tampere.\n- Meridian Bank was founded in 1983.\n- Stefan reports to Anders.\n- Chiara reports to Sofia.\n- Omar reports to Ingrid.\n- Nadia reports to Chiara.\n- Fernhill Foods was founded in 1987.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Sofia reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Nadia works for Fernhill Foods.\n- Ingrid works for Meridian Bank.\n- Stefan works for Vantage Air.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2017", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24355", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 29 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8186: employee Yuki B., hired 19 July 2022, separated 05 May 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-8186 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$8,000", "3": "$7,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24356", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8697: employee Pablo B., hired 03 October 2022, separated 26 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8697?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24357", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24358", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Stefan reports to Chiara.\n- Ingrid works for Pinnacle Software.\n- Lucia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Bergen.\n- Tobias works for Helios Logistics.\n- Felix reports to Tobias.\n- Felix works for Helios Logistics.\n- Amara reports to Emeka.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri reports to Viktor.\n- Helios Logistics was founded in 2014.\n- Bruno reports to Dmitri.\n- Helios Logistics is headquartered in Bergen.\n- Tobias reports to Amara.\n- Pinnacle Software was founded in 1980.\n- Ingrid reports to Lucia.\n- Anders reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Viktor reports to Stefan.\n- Emeka reports to Anders.\n- Cedar Retail Group was founded in 2009.\n- Emeka works for Beacon Insurance.\n- Anders works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Beacon Insurance was founded in 2013.\n- Viktor works for Cedar Retail Group.\n- Lucia reports to Felix.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Atlas Freight is headquartered in Bergen.\n- Mateo reports to Leila.\n- Kenji reports to Deshawn.\n- Aisha reports to Wren.\n- Ironwood Manufacturing is headquartered in Cork.\n- Deshawn reports to Mateo.\n- Meridian Bank is headquartered in Cork.\n- Leila works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Kenji works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Jonas reports to Nadia.\n- Wren works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Leila reports to Jonas.\n- Meridian Bank was founded in 1980.\n- Wren reports to Kenji.\n- Ironwood Manufacturing was founded in 2004.\n- Northwind Systems is headquartered in Dunedin.\n- Northwind Systems was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1988", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24361", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 89467, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24362", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24363", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24364", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24365", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1986.\n- Bruno reports to Sanne.\n- Callum reports to Tobias.\n- Tobias reports to Lucia.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Stefan works for Fernhill Foods.\n- Pinnacle Software is headquartered in Turku.\n- Lucia works for Meridian Bank.\n- Pinnacle Software was founded in 2008.\n- Meridian Bank was founded in 2002.\n- Sanne reports to Viktor.\n- Lucia reports to Leila.\n- Leila reports to Stefan.\n- Tobias works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tampere.\n- Leila works for Ironwood Manufacturing.\n- Viktor reports to Callum.\n- Fernhill Foods is headquartered in Bergen.\n- Viktor works for Pinnacle Software.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1977", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24367", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3913: employee Viktor A., hired 17 August 2023, separated 10 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3913?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24368", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6966: employee Deshawn S., hired 09 July 2021, separated 13 April 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6966?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24369", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24370", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24371", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Wren.\n- Emeka reports to Tessa.\n- Jonas works for Helios Logistics.\n- Mei reports to Zoya.\n- Emeka works for Beacon Insurance.\n- Vantage Air was founded in 1997.\n- Kenji reports to Emeka.\n- Tobias reports to Elena.\n- Tessa works for Vantage Air.\n- Lattice Analytics was founded in 2015.\n- Zoya reports to Jonas.\n- Beacon Insurance is headquartered in Dunedin.\n- Tobias works for Beacon Insurance.\n- Helios Logistics was founded in 2004.\n- Zoya works for Lattice Analytics.\n- Wren reports to Tobias.\n- Elena works for Lattice Analytics.\n- Beacon Insurance was founded in 2009.\n- Lattice Analytics is headquartered in Halifax.\n- Vantage Air is headquartered in Oslo.\n- Kenji works for Lattice Analytics.\n- Elena reports to Kenji.\n- Lucia works for Vantage Air.\n- Mei works for Beacon Insurance.\n- Wren works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Jonas reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Vantage Air.\n- Wren works for Cobalt Health.\n- Zoya reports to Mara.\n- Emeka works for Pinnacle Software.\n- Emeka reports to Amara.\n- Elena reports to Mei.\n- Felix reports to Wren.\n- Mateo works for Pinnacle Software.\n- Mara works for Summit Energy.\n- Cobalt Health is headquartered in Valencia.\n- Felix works for Summit Energy.\n- Nadia reports to Elena.\n- Wren reports to Zoya.\n- Cobalt Health was founded in 2004.\n- Pinnacle Software was founded in 2010.\n- Mara reports to Mateo.\n- Pinnacle Software is headquartered in Adelaide.\n- Nadia works for Vantage Air.\n- Zoya works for Summit Energy.\n- Amara reports to Nadia.\n- Vantage Air is headquartered in Halifax.\n- Mateo reports to Emeka.\n- Summit Energy is headquartered in Halifax.\n- Summit Energy was founded in 1976.\n- Elena works for Summit Energy.\n- Amara works for Summit Energy.\n- Vantage Air was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24374", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Mei.\n- Lattice Analytics is headquartered in Tampere.\n- Vantage Air was founded in 1986.\n- Priya reports to Mateo.\n- Northwind Systems is headquartered in Tampere.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Sanne reports to Omar.\n- Ravi reports to Ingrid.\n- Ravi works for Vantage Air.\n- Sofia works for Northwind Systems.\n- Anders works for Vantage Air.\n- Mei reports to Sanne.\n- Ingrid works for Northwind Systems.\n- Wren works for Lattice Analytics.\n- Mei works for Northwind Systems.\n- Omar works for Vantage Air.\n- Ironwood Manufacturing was founded in 2014.\n- Nadia reports to Bruno.\n- Mateo works for Vantage Air.\n- Wren reports to Sofia.\n- Priya works for Lattice Analytics.\n- Nadia works for Vantage Air.\n- Sofia reports to Ravi.\n- Ingrid reports to Anders.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sanne works for Vantage Air.\n- Bruno reports to Priya.\n- Northwind Systems was founded in 2000.\n- Lattice Analytics was founded in 1986.\n- Mateo reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Callum reports to Mateo.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri works for Summit Energy.\n- Callum works for Atlas Freight.\n- Dmitri reports to Leila.\n- Cedar Retail Group was founded in 2012.\n- Summit Energy is headquartered in Oslo.\n- Zoya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2009.\n- Cedar Retail Group is headquartered in Nagoya.\n- Yuki reports to Dmitri.\n- Leila works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1996.\n- Leila reports to Tessa.\n- Kenji works for Summit Energy.\n- Mateo reports to Zoya.\n- Tessa reports to Callum.\n- Kenji reports to Yuki.\n- Yuki works for Atlas Freight.\n- Summit Energy was founded in 1975.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1991", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24377", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 March 2023): For employees hired on or after 21 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3369: employee Jonas R., hired 11 August 2021, separated 14 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3369?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Helios Logistics is headquartered in Leeds.\n- Yuki reports to Wren.\n- Ravi reports to Mei.\n- Zoya works for Northwind Systems.\n- Mateo reports to Ravi.\n- Mei works for Lattice Analytics.\n- Northwind Systems is headquartered in Cork.\n- Mei reports to Yuki.\n- Wren works for Northwind Systems.\n- Chiara reports to Mateo.\n- Yuki works for Helios Logistics.\n- Northwind Systems was founded in 1981.\n- Sofia works for Lattice Analytics.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1978.\n- Ironwood Manufacturing was founded in 2002.\n- Lattice Analytics is headquartered in Adelaide.\n- Zoya reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1994.\n- Wren reports to Sofia.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24379", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24380", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 March 2023): For employees hired on or after 18 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8289: employee Deshawn S., hired 26 February 2020, separated 17 January 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-8289 under the controlling rules.", "criteria": {"0": "$63,700", "1": "$14,625", "2": "$12,700", "3": "$14,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24381", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24382", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Amara.\n- Kenji reports to Deshawn.\n- Bruno works for Bluepine Aviation.\n- Kenji works for Summit Energy.\n- Amara works for Meridian Bank.\n- Summit Energy is headquartered in Ghent.\n- Lucia reports to Bruno.\n- Amara reports to Tobias.\n- Lucia works for Vantage Air.\n- Pablo reports to Lucia.\n- Nadia reports to Omar.\n- Bluepine Aviation was founded in 1983.\n- Meridian Bank is headquartered in Ghent.\n- Mara works for Summit Energy.\n- Bluepine Aviation is headquartered in Ghent.\n- Omar reports to Pablo.\n- Pablo works for Summit Energy.\n- Nadia works for Bluepine Aviation.\n- Summit Energy was founded in 1975.\n- Tobias works for Summit Energy.\n- Vantage Air was founded in 2008.\n- Meridian Bank was founded in 1987.\n- Omar works for Summit Energy.\n- Vantage Air is headquartered in Porto.\n- Deshawn works for Vantage Air.\n- Mara reports to Kenji.\n- Bruno reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1978", "2": "1983", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24384", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 92216 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24385", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1094: employee Stefan R., hired 03 June 2023, separated 07 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-1094 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$5,000", "2": "$21,667", "3": "$1,688"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Bruno.\n- Kenji works for Atlas Freight.\n- Lattice Analytics was founded in 1992.\n- Hana works for Lattice Analytics.\n- Bruno reports to Kenji.\n- Cedar Retail Group is headquartered in Turku.\n- Cedar Retail Group was founded in 1980.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Ingrid works for Cedar Retail Group.\n- Fernhill Foods was founded in 2001.\n- Atlas Freight is headquartered in Leeds.\n- Fernhill Foods is headquartered in Cork.\n- Mei reports to Ingrid.\n- Hana reports to Tobias.\n- Ingrid reports to Viktor.\n- Tobias reports to Aisha.\n- Tobias works for Cedar Retail Group.\n- Viktor works for Fernhill Foods.\n- Kenji reports to Hana.\n- Atlas Freight was founded in 1994.\n- Aisha works for Cedar Retail Group.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24387", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8518: employee Mateo R., hired 17 August 2020, separated 04 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8518?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24388", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24389", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24390", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Bruno works for Cedar Retail Group.\n- Lucia works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Omar reports to Mara.\n- Mara works for Beacon Insurance.\n- Zoya reports to Ravi.\n- Ravi reports to Lucia.\n- Cedar Retail Group was founded in 1975.\n- Lucia reports to Ingrid.\n- Jonas reports to Omar.\n- Ingrid reports to Mei.\n- Sofia works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Mei works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Basel.\n- Beacon Insurance was founded in 2013.\n- Bruno reports to Sofia.\n- Sofia reports to Zoya.\n- Jonas works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Mara reports to Bruno.\n- Atlas Freight was founded in 2003.\n- Crescent Telecom was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Nadia works for Bluepine Aviation.\n- Mara reports to Aisha.\n- Mara works for Bluepine Aviation.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Tessa reports to Callum.\n- Cobalt Health was founded in 1991.\n- Anders reports to Nadia.\n- Aisha reports to Tessa.\n- Callum reports to Leila.\n- Ravi works for Beacon Insurance.\n- Northwind Systems is headquartered in Bergen.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Deshawn works for Bluepine Aviation.\n- Leila works for Northwind Systems.\n- Hana works for Cobalt Health.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 1982.\n- Elena reports to Hana.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance is headquartered in Brno.\n- Hana reports to Mara.\n- Deshawn reports to Elena.\n- Nadia reports to Deshawn.\n- Leila reports to Ravi.\n- Tessa works for Beacon Insurance.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24393", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4380: employee Omar A., hired 21 August 2022, separated 12 July 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-4380 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,125", "2": "$9,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4380 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Ravi.\n- Bruno reports to Stefan.\n- Pablo reports to Viktor.\n- Ravi reports to Bruno.\n- Lucia works for Cobalt Health.\n- Emeka reports to Lucia.\n- Ravi works for Beacon Insurance.\n- Pablo works for Fernhill Foods.\n- Zoya works for Beacon Insurance.\n- Nadia works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tallinn.\n- Bruno works for Fernhill Foods.\n- Cobalt Health was founded in 1995.\n- Zoya reports to Leila.\n- Nadia reports to Pablo.\n- Beacon Insurance was founded in 2011.\n- Sanne works for Fernhill Foods.\n- Stefan reports to Sanne.\n- Viktor reports to Zoya.\n- Ingrid reports to Nadia.\n- Lattice Analytics is headquartered in Tallinn.\n- Lattice Analytics was founded in 2009.\n- Sanne reports to Ingrid.\n- Fernhill Foods was founded in 1975.\n- Cobalt Health is headquartered in Leeds.\n- Stefan works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24395", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24396", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Tobias reports to Anders.\n- Leila reports to Tobias.\n- Summit Energy is headquartered in Dunedin.\n- Tobias works for Summit Energy.\n- Helios Logistics was founded in 1988.\n- Meridian Bank was founded in 1977.\n- Anders reports to Yuki.\n- Pablo works for Helios Logistics.\n- Felix reports to Zoya.\n- Hana works for Beacon Insurance.\n- Helios Logistics is headquartered in Dunedin.\n- Felix works for Helios Logistics.\n- Leila works for Beacon Insurance.\n- Zoya reports to Pablo.\n- Summit Energy was founded in 2005.\n- Yuki works for Summit Energy.\n- Meridian Bank is headquartered in Tallinn.\n- Wren works for Beacon Insurance.\n- Yuki reports to Hana.\n- Priya reports to Leila.\n- Priya works for Helios Logistics.\n- Hana reports to Wren.\n- Beacon Insurance was founded in 2005.\n- Pablo reports to Priya.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2000", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24398", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24399", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24400", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Ingrid reports to Stefan.\n- Jonas reports to Leila.\n- Vantage Air is headquartered in Nagoya.\n- Amara works for Cedar Retail Group.\n- Leila reports to Nadia.\n- Vantage Air was founded in 1999.\n- Nadia reports to Emeka.\n- Jonas works for Cedar Retail Group.\n- Hana works for Lattice Analytics.\n- Emeka reports to Amara.\n- Lattice Analytics was founded in 2013.\n- Hana reports to Ingrid.\n- Amara reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Beacon Insurance was founded in 1975.\n- Ravi works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Nagoya.\n- Stefan reports to Jonas.\n- Lattice Analytics is headquartered in Basel.\n- Cedar Retail Group was founded in 1993.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1988", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Beacon Insurance is headquartered in Bergen.\n- Nadia works for Beacon Insurance.\n- Sofia reports to Kenji.\n- Mei reports to Hana.\n- Nadia reports to Sofia.\n- Felix works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Beacon Insurance was founded in 1994.\n- Sofia works for Meridian Bank.\n- Pinnacle Software was founded in 1975.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ingrid works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1989.\n- Pinnacle Software is headquartered in Valencia.\n- Kenji works for Beacon Insurance.\n- Tessa works for Meridian Bank.\n- Hana reports to Felix.\n- Tessa reports to Ingrid.\n- Leila reports to Mei.\n- Bruno works for Pinnacle Software.\n- Meridian Bank was founded in 2002.\n- Felix reports to Bruno.\n- Hana works for Ironwood Manufacturing.\n- Ingrid reports to Leila.\n- Bruno reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24403", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6097: employee Chiara S., hired 27 September 2022, separated 04 April 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2026-6097 under the controlling rules.", "criteria": {"0": "$6,562", "1": "$7,000", "2": "$9,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24404", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24405", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Elena.\n- Mei works for Beacon Insurance.\n- Tobias works for Meridian Bank.\n- Northwind Systems is headquartered in Adelaide.\n- Priya reports to Zoya.\n- Tobias reports to Chiara.\n- Priya works for Northwind Systems.\n- Bluepine Aviation was founded in 2005.\n- Northwind Systems was founded in 2002.\n- Meridian Bank was founded in 2015.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Yuki reports to Emeka.\n- Zoya reports to Mei.\n- Yuki works for Meridian Bank.\n- Zoya works for Bluepine Aviation.\n- Mei reports to Yuki.\n- Beacon Insurance was founded in 1991.\n- Meridian Bank is headquartered in Valencia.\n- Elena works for Meridian Bank.\n- Emeka works for Bluepine Aviation.\n- Elena reports to Tobias.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Lattice Analytics is headquartered in Porto.\n- Nadia works for Northwind Systems.\n- Cobalt Health is headquartered in Valencia.\n- Nadia reports to Ingrid.\n- Tessa reports to Jonas.\n- Tobias reports to Nadia.\n- Sofia works for Lattice Analytics.\n- Dmitri works for Northwind Systems.\n- Sofia reports to Tessa.\n- Summit Energy is headquartered in Oslo.\n- Ravi reports to Kenji.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 2010.\n- Kenji reports to Dmitri.\n- Northwind Systems is headquartered in Nagoya.\n- Dmitri reports to Sofia.\n- Kenji works for Northwind Systems.\n- Summit Energy was founded in 1977.\n- Ravi works for Northwind Systems.\n- Cobalt Health was founded in 1975.\n- Viktor works for Summit Energy.\n- Viktor reports to Ravi.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 2007.\n- Jonas reports to Tobias.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Nadia.\n- Cedar Retail Group is headquartered in Tampere.\n- Amara works for Cedar Retail Group.\n- Jonas reports to Kenji.\n- Nadia works for Helios Logistics.\n- Bluepine Aviation was founded in 2010.\n- Nadia reports to Omar.\n- Anders works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Anders reports to Leila.\n- Ravi works for Crescent Telecom.\n- Cedar Retail Group was founded in 2011.\n- Jonas works for Crescent Telecom.\n- Helios Logistics was founded in 2012.\n- Leila works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Crescent Telecom was founded in 2001.\n- Kenji reports to Ravi.\n- Omar works for Bluepine Aviation.\n- Helios Logistics is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Halifax.\n- Leila reports to Amara.\n- Ravi reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24408", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3897: employee Nadia B., hired 05 September 2021, separated 28 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3897?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24409", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24410", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7488: employee Deshawn K., hired 03 October 2022, separated 12 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7488?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24411", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24412", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5727: employee Yuki M., hired 25 August 2020, separated 31 May 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5727?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24413", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24414", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24415", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24416", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 53225 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24417", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2293: employee Anders K., hired 04 March 2021, separated 18 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2293?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24418", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24419", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Chiara works for Cedar Retail Group.\n- Crescent Telecom was founded in 2013.\n- Wren reports to Jonas.\n- Elena works for Pinnacle Software.\n- Chiara reports to Elena.\n- Ingrid reports to Tessa.\n- Jonas reports to Ravi.\n- Mei works for Crescent Telecom.\n- Beacon Insurance is headquartered in Dunedin.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Pinnacle Software is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Cork.\n- Jonas works for Beacon Insurance.\n- Wren works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Mei reports to Chiara.\n- Cedar Retail Group was founded in 2009.\n- Ravi reports to Dmitri.\n- Tessa reports to Viktor.\n- Kenji works for Cedar Retail Group.\n- Beacon Insurance was founded in 2007.\n- Dmitri reports to Lucia.\n- Viktor works for Crescent Telecom.\n- Lucia works for Pinnacle Software.\n- Kenji reports to Mei.\n- Cedar Retail Group is headquartered in Lyon.\n- Lucia reports to Kenji.\n- Dmitri works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Northwind Systems was founded in 2010.\n- Ravi reports to Pablo.\n- Bruno works for Northwind Systems.\n- Sofia works for Bluepine Aviation.\n- Chiara reports to Ravi.\n- Sanne reports to Aisha.\n- Bruno reports to Ingrid.\n- Aisha works for Bluepine Aviation.\n- Viktor works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Ingrid reports to Leila.\n- Deshawn works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Beacon Insurance was founded in 1995.\n- Sofia reports to Deshawn.\n- Summit Energy is headquartered in Halifax.\n- Pablo reports to Sofia.\n- Viktor reports to Sanne.\n- Bluepine Aviation was founded in 2013.\n- Leila reports to Chiara.\n- Mara reports to Bruno.\n- Summit Energy was founded in 1988.\n- Leila works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Turku.\n- Aisha reports to Mara.\n- Pablo works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24421", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24422", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 48532 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24423", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Felix reports to Emeka.\n- Felix works for Summit Energy.\n- Atlas Freight was founded in 1979.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Callum works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Atlas Freight is headquartered in Lyon.\n- Pablo works for Pinnacle Software.\n- Wren works for Cedar Retail Group.\n- Yuki reports to Felix.\n- Tessa reports to Yuki.\n- Emeka reports to Omar.\n- Omar reports to Kenji.\n- Wren reports to Pablo.\n- Pinnacle Software was founded in 1990.\n- Cedar Retail Group was founded in 1989.\n- Summit Energy was founded in 2012.\n- Omar works for Pinnacle Software.\n- Summit Energy is headquartered in Turku.\n- Hana works for Atlas Freight.\n- Pablo reports to Hana.\n- Hana reports to Callum.\n- Cedar Retail Group is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Callum reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24425", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8112: employee Pablo S., hired 15 November 2019, separated 12 January 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8112?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-24426", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24427", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 October 2022): For employees hired on or after 10 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9331: employee Elena T., hired 29 December 2019, separated 22 May 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9331?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24428", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 February 2023): For employees hired on or after 15 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9026: employee Wren T., hired 27 March 2022, separated 17 May 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9026?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tobias.\n- Kenji works for Lattice Analytics.\n- Zoya reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Omar works for Ironwood Manufacturing.\n- Wren reports to Sofia.\n- Amara works for Ironwood Manufacturing.\n- Deshawn reports to Stefan.\n- Sofia works for Lattice Analytics.\n- Zoya works for Atlas Freight.\n- Sofia reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Pinnacle Software was founded in 1997.\n- Tobias reports to Yuki.\n- Amara reports to Zoya.\n- Pinnacle Software is headquartered in Basel.\n- Lattice Analytics was founded in 2005.\n- Ironwood Manufacturing was founded in 1991.\n- Mei reports to Omar.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki works for Atlas Freight.\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tampere.\n- Tobias works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Stefan works for Pinnacle Software.\n- Sanne reports to Wren.\n- Omar reports to Kenji.\n- Yuki reports to Mei.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Ravi reports to Amara.\n- Amara reports to Stefan.\n- Atlas Freight is headquartered in Porto.\n- Ingrid works for Pinnacle Software.\n- Dmitri reports to Tessa.\n- Atlas Freight was founded in 1989.\n- Tessa works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Pinnacle Software is headquartered in Halifax.\n- Cobalt Health was founded in 2009.\n- Ravi works for Cedar Retail Group.\n- Sofia works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Stefan reports to Felix.\n- Emeka works for Cobalt Health.\n- Felix reports to Emeka.\n- Cobalt Health is headquartered in Halifax.\n- Felix works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Nadia reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software was founded in 2013.\n- Ingrid reports to Nadia.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1981.\n- Tessa reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24431", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-4 (VERSION 7, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2444: employee Elena S., hired 09 January 2022, separated 29 January 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-2444 under the controlling rules.", "criteria": {"0": "$6,975", "1": "$30,550", "2": "$7,050", "3": "$6,550"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24432", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24433", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-3 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4258: employee Felix M., hired 04 September 2021, separated 20 November 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2026-4258 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$8,500", "2": "$6,400", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Lucia reports to Amara.\n- Helios Logistics was founded in 1994.\n- Pablo works for Atlas Freight.\n- Helios Logistics is headquartered in Halifax.\n- Fernhill Foods was founded in 1982.\n- Ingrid works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Felix reports to Pablo.\n- Mateo works for Cobalt Health.\n- Nadia works for Fernhill Foods.\n- Dmitri reports to Aisha.\n- Cobalt Health is headquartered in Halifax.\n- Amara works for Cobalt Health.\n- Atlas Freight is headquartered in Tampere.\n- Nadia reports to Ingrid.\n- Ingrid reports to Dmitri.\n- Amara reports to Felix.\n- Felix works for Cobalt Health.\n- Ravi works for Fernhill Foods.\n- Mateo reports to Nadia.\n- Lucia works for Fernhill Foods.\n- Ravi reports to Mateo.\n- Aisha reports to Lucia.\n- Cobalt Health was founded in 1989.\n- Atlas Freight was founded in 2001.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24436", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2236: employee Mei R., hired 26 September 2022, separated 26 May 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2236?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Helios Logistics is headquartered in Dunedin.\n- Anders reports to Omar.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2006.\n- Dmitri works for Summit Energy.\n- Anders works for Summit Energy.\n- Yuki works for Helios Logistics.\n- Summit Energy is headquartered in Tallinn.\n- Omar works for Summit Energy.\n- Cedar Retail Group is headquartered in Brno.\n- Dmitri reports to Yuki.\n- Helios Logistics was founded in 1979.\n- Meridian Bank was founded in 2004.\n- Yuki reports to Deshawn.\n- Omar reports to Lucia.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Cedar Retail Group was founded in 1989.\n- Lucia works for Summit Energy.\n- Sanne works for Helios Logistics.\n- Stefan reports to Dmitri.\n- Deshawn reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24438", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2651: employee Yuki M., hired 19 September 2024, separated 23 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2651?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24439", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24440", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 55310 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24441", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1987.\n- Mateo works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Northwind Systems is headquartered in Halifax.\n- Lattice Analytics is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Tallinn.\n- Lucia reports to Mateo.\n- Mateo reports to Deshawn.\n- Nadia reports to Lucia.\n- Sofia reports to Yuki.\n- Leila works for Fernhill Foods.\n- Yuki reports to Nadia.\n- Nadia works for Northwind Systems.\n- Chiara reports to Sofia.\n- Northwind Systems was founded in 2012.\n- Summit Energy was founded in 2000.\n- Chiara works for Lattice Analytics.\n- Deshawn works for Fernhill Foods.\n- Summit Energy is headquartered in Tallinn.\n- Lucia works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Deshawn reports to Leila.\n- Fernhill Foods was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1981.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Porto.\n- Cobalt Health was founded in 1979.\n- Ravi reports to Wren.\n- Northwind Systems is headquartered in Basel.\n- Lattice Analytics was founded in 2006.\n- Emeka works for Lattice Analytics.\n- Wren reports to Hana.\n- Mei reports to Nadia.\n- Mei works for Northwind Systems.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri reports to Ravi.\n- Northwind Systems was founded in 2007.\n- Nadia reports to Emeka.\n- Felix reports to Dmitri.\n- Cobalt Health is headquartered in Basel.\n- Dmitri works for Cobalt Health.\n- Hana reports to Tobias.\n- Wren works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Yuki reports to Mei.\n- Emeka reports to Felix.\n- Yuki works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Tobias works for Cedar Retail Group.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24444", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24445", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 November 2022): For employees hired on or after 09 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8969: employee Kenji R., hired 13 August 2019, separated 24 April 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-8969 under the controlling rules.", "criteria": {"0": "$14,688", "1": "$63,917", "2": "$14,750", "3": "$15,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24446", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24447", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24448", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7571: employee Elena M., hired 19 March 2022, separated 09 April 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7571?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24449", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24450", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24451", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24452", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9380: employee Tobias M., hired 16 April 2021, separated 03 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9380?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9380 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1991.\n- Hana reports to Sanne.\n- Wren works for Bluepine Aviation.\n- Hana works for Vantage Air.\n- Deshawn reports to Bruno.\n- Sofia works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Bruno works for Atlas Freight.\n- Lattice Analytics was founded in 1988.\n- Vantage Air is headquartered in Austin.\n- Bruno reports to Jonas.\n- Bluepine Aviation was founded in 1984.\n- Omar reports to Ravi.\n- Atlas Freight is headquartered in Austin.\n- Pablo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Austin.\n- Viktor reports to Omar.\n- Ravi works for Atlas Freight.\n- Ravi reports to Hana.\n- Sofia reports to Viktor.\n- Lattice Analytics is headquartered in Austin.\n- Wren reports to Pablo.\n- Sanne reports to Wren.\n- Deshawn works for Atlas Freight.\n- Chiara reports to Sofia.\n- Jonas works for Lattice Analytics.\n- Sanne works for Vantage Air.\n- Pablo reports to Deshawn.\n- Atlas Freight was founded in 1975.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Mateo reports to Bruno.\n- Sofia works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Yuki reports to Callum.\n- Anders works for Beacon Insurance.\n- Omar reports to Amara.\n- Fernhill Foods is headquartered in Brno.\n- Crescent Telecom is headquartered in Cork.\n- Bruno reports to Pablo.\n- Fernhill Foods was founded in 1998.\n- Stefan works for Fernhill Foods.\n- Amara reports to Anders.\n- Crescent Telecom was founded in 2004.\n- Pablo reports to Chiara.\n- Chiara reports to Sofia.\n- Bruno works for Meridian Bank.\n- Stefan reports to Mateo.\n- Meridian Bank is headquartered in Cork.\n- Amara works for Meridian Bank.\n- Callum works for Beacon Insurance.\n- Anders reports to Zoya.\n- Yuki works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Zoya works for Fernhill Foods.\n- Zoya reports to Stefan.\n- Beacon Insurance was founded in 2012.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24455", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Sofia.\n- Sofia reports to Wren.\n- Lucia works for Beacon Insurance.\n- Mei works for Summit Energy.\n- Atlas Freight was founded in 1995.\n- Tobias works for Summit Energy.\n- Stefan reports to Lucia.\n- Beacon Insurance is headquartered in Malmo.\n- Sanne works for Atlas Freight.\n- Meridian Bank is headquartered in Nagoya.\n- Beacon Insurance was founded in 1993.\n- Summit Energy was founded in 2002.\n- Wren reports to Sanne.\n- Meridian Bank was founded in 1975.\n- Tobias reports to Viktor.\n- Stefan works for Summit Energy.\n- Atlas Freight is headquartered in Leeds.\n- Sofia works for Summit Energy.\n- Lucia reports to Tobias.\n- Wren works for Atlas Freight.\n- Mei reports to Tessa.\n- Ingrid reports to Mei.\n- Ingrid works for Atlas Freight.\n- Tessa reports to Stefan.\n- Viktor works for Atlas Freight.\n- Summit Energy is headquartered in Tallinn.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24457", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1273: employee Ingrid B., hired 16 January 2022, separated 31 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1273?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Chiara.\n- Tobias reports to Mei.\n- Chiara reports to Stefan.\n- Mara reports to Hana.\n- Chiara works for Northwind Systems.\n- Lucia works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Meridian Bank was founded in 2011.\n- Mei reports to Bruno.\n- Felix works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Viktor reports to Mara.\n- Bluepine Aviation was founded in 1983.\n- Meridian Bank is headquartered in Valencia.\n- Stefan works for Northwind Systems.\n- Tobias works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Viktor works for Vantage Air.\n- Sanne reports to Lucia.\n- Felix reports to Tobias.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Omar reports to Viktor.\n- Sanne works for Bluepine Aviation.\n- Northwind Systems is headquartered in Cork.\n- Bluepine Aviation is headquartered in Tampere.\n- Stefan reports to Sanne.\n- Vantage Air was founded in 1994.\n- Lucia reports to Omar.\n- Bruno works for Vantage Air.\n- Northwind Systems was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1992", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24459", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24460", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4816: employee Jonas B., hired 19 November 2021, separated 20 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4816?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24461", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4366: employee Tobias K., hired 24 October 2021, separated 01 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4366?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24462", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24463", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24464", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 15 September 2025): For employees hired on or after 15 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8568: employee Ravi M., hired 27 June 2025, separated 30 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2026-8568 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$1,038", "2": "$22,500", "3": "$6,192"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24465", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8206: employee Nadia R., hired 22 December 2023, separated 23 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8206?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1989.\n- Lattice Analytics was founded in 2010.\n- Lucia works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Beacon Insurance is headquartered in Leeds.\n- Northwind Systems is headquartered in Oslo.\n- Tessa reports to Tobias.\n- Helios Logistics is headquartered in Oslo.\n- Anders works for Beacon Insurance.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Tessa works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Stefan reports to Sanne.\n- Amara works for Helios Logistics.\n- Hana reports to Emeka.\n- Tobias works for Northwind Systems.\n- Felix works for Beacon Insurance.\n- Nadia reports to Felix.\n- Emeka reports to Kenji.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Kenji reports to Tessa.\n- Beacon Insurance was founded in 2005.\n- Tobias reports to Amara.\n- Nadia works for Lattice Analytics.\n- Amara reports to Nadia.\n- Felix reports to Stefan.\n- Sanne reports to Lucia.\n- Lucia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24467", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 93346, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24468", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24469", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 September 2025): For employees hired on or after 22 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5252: employee Ravi B., hired 11 November 2023, separated 01 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5252?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24470", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24471", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24472", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Anders.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 1987.\n- Mateo reports to Elena.\n- Ingrid works for Pinnacle Software.\n- Dmitri reports to Mateo.\n- Atlas Freight was founded in 2004.\n- Anders reports to Bruno.\n- Anders works for Pinnacle Software.\n- Summit Energy is headquartered in Halifax.\n- Pinnacle Software was founded in 1981.\n- Ingrid reports to Dmitri.\n- Elena reports to Tobias.\n- Elena works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Pinnacle Software is headquartered in Tallinn.\n- Mateo works for Pinnacle Software.\n- Summit Energy was founded in 1988.\n- Atlas Freight is headquartered in Tallinn.\n- Bruno works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24474", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 8303, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24475", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 March 2025): For employees hired on or after 01 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8350: employee Mei K., hired 22 January 2024, separated 12 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8350?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24476", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2885: employee Anders S., hired 23 April 2022, separated 16 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2885?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24477", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 52908\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "change_address", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24478", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 November 2023): For employees hired on or after 03 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9165: employee Aisha K., hired 22 June 2022, separated 18 February 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-9165 under the controlling rules.", "criteria": {"0": "$6,300", "1": "$27,300", "2": "$8,300", "3": "$6,375"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24479", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Viktor.\n- Sofia works for Lattice Analytics.\n- Zoya reports to Mara.\n- Aisha works for Ironwood Manufacturing.\n- Amara reports to Anders.\n- Elena works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1980.\n- Tobias reports to Amara.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Zoya.\n- Stefan reports to Tobias.\n- Lattice Analytics is headquartered in Austin.\n- Tobias works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Lyon.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Elena reports to Aisha.\n- Mara works for Beacon Insurance.\n- Zoya works for Ironwood Manufacturing.\n- Mara reports to Sofia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sofia reports to Stefan.\n- Bluepine Aviation was founded in 2008.\n- Beacon Insurance was founded in 1993.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1983", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24481", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6123: employee Pablo K., hired 12 January 2025, separated 06 December 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-6123 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$2,077", "2": "$9,231", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24482", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24483", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1495: employee Felix T., hired 09 May 2024, separated 31 March 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-1495 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$7,399", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Elena.\n- Wren works for Pinnacle Software.\n- Jonas reports to Priya.\n- Jonas works for Pinnacle Software.\n- Viktor works for Vantage Air.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 2006.\n- Cobalt Health is headquartered in Bergen.\n- Tobias works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa works for Cobalt Health.\n- Kenji works for Vantage Air.\n- Priya works for Bluepine Aviation.\n- Vantage Air was founded in 1999.\n- Bluepine Aviation was founded in 1982.\n- Tessa reports to Mei.\n- Viktor reports to Emeka.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Viktor.\n- Emeka reports to Kenji.\n- Elena works for Vantage Air.\n- Mei reports to Callum.\n- Kenji reports to Tobias.\n- Vantage Air is headquartered in Leeds.\n- Elena reports to Jonas.\n- Emeka works for Pinnacle Software.\n- Callum works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Tobias reports to Tessa.\n- Priya reports to Wren.\n- Cobalt Health was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2001", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24486", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Elena.\n- Atlas Freight was founded in 1999.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo reports to Lucia.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1992.\n- Leila works for Helios Logistics.\n- Cedar Retail Group was founded in 1990.\n- Elena reports to Hana.\n- Hana reports to Chiara.\n- Leila reports to Viktor.\n- Helios Logistics was founded in 2013.\n- Jonas works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Atlas Freight is headquartered in Nagoya.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Leila.\n- Chiara reports to Mateo.\n- Cedar Retail Group is headquartered in Oslo.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2003.\n- Viktor works for Bluepine Aviation.\n- Priya reports to Chiara.\n- Stefan reports to Omar.\n- Mateo works for Ironwood Manufacturing.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Mara works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Vantage Air is headquartered in Valencia.\n- Meridian Bank is headquartered in Nagoya.\n- Omar reports to Bruno.\n- Bruno reports to Pablo.\n- Omar works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Vantage Air was founded in 1975.\n- Deshawn reports to Priya.\n- Chiara reports to Stefan.\n- Callum reports to Anders.\n- Mara reports to Callum.\n- Priya works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Mateo reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Anders reports to Mateo.\n- Viktor reports to Mara.\n- Stefan works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24490", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24491", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2474: employee Aisha T., hired 02 December 2021, separated 11 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-2474 under the controlling rules.", "criteria": {"0": "$14,200", "1": "$63,700", "2": "$14,625", "3": "$14,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24492", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4471: employee Sofia B., hired 12 December 2019, separated 08 September 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4471?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24493", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mei.\n- Beacon Insurance was founded in 2011.\n- Stefan works for Crescent Telecom.\n- Mateo works for Beacon Insurance.\n- Felix reports to Wren.\n- Priya reports to Ingrid.\n- Leila reports to Mateo.\n- Crescent Telecom is headquartered in Brno.\n- Cedar Retail Group was founded in 2007.\n- Bruno works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Ingrid reports to Leila.\n- Mateo reports to Ravi.\n- Ingrid works for Beacon Insurance.\n- Sofia reports to Priya.\n- Mei works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Bruno reports to Elena.\n- Leila works for Beacon Insurance.\n- Ravi reports to Stefan.\n- Beacon Insurance is headquartered in Valencia.\n- Stefan reports to Bruno.\n- Priya works for Crescent Telecom.\n- Meridian Bank was founded in 1990.\n- Mei reports to Sofia.\n- Ravi works for Meridian Bank.\n- Crescent Telecom was founded in 1998.\n- Cedar Retail Group is headquartered in Austin.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Tobias.\n- Dmitri works for Bluepine Aviation.\n- Deshawn works for Vantage Air.\n- Hana works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Aisha reports to Omar.\n- Northwind Systems is headquartered in Adelaide.\n- Tessa reports to Aisha.\n- Tobias reports to Mateo.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sofia reports to Dmitri.\n- Dmitri reports to Hana.\n- Meridian Bank was founded in 2008.\n- Vantage Air is headquartered in Turku.\n- Anders works for Bluepine Aviation.\n- Aisha works for Meridian Bank.\n- Mateo works for Vantage Air.\n- Omar works for Vantage Air.\n- Meridian Bank is headquartered in Turku.\n- Hana reports to Chiara.\n- Viktor reports to Deshawn.\n- Bluepine Aviation was founded in 1994.\n- Vantage Air was founded in 2010.\n- Mateo reports to Sofia.\n- Chiara works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Tessa works for Vantage Air.\n- Chiara reports to Tessa.\n- Omar reports to Anders.\n- Northwind Systems was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Meridian Bank is headquartered in Tampere.\n- Mei works for Pinnacle Software.\n- Priya reports to Sofia.\n- Meridian Bank was founded in 1981.\n- Omar works for Crescent Telecom.\n- Wren reports to Priya.\n- Jonas reports to Chiara.\n- Amara reports to Mei.\n- Omar reports to Jonas.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 1986.\n- Cedar Retail Group was founded in 2015.\n- Chiara works for Cedar Retail Group.\n- Mei reports to Omar.\n- Pinnacle Software is headquartered in Lyon.\n- Sofia reports to Amara.\n- Amara works for Cedar Retail Group.\n- Crescent Telecom was founded in 1992.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2018", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Hana.\n- Anders works for Meridian Bank.\n- Hana reports to Aisha.\n- Anders reports to Mei.\n- Meridian Bank was founded in 2012.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Cobalt Health is headquartered in Turku.\n- Pablo reports to Jonas.\n- Beacon Insurance was founded in 2005.\n- Cobalt Health was founded in 1980.\n- Jonas works for Beacon Insurance.\n- Mei works for Vantage Air.\n- Hana works for Vantage Air.\n- Mei reports to Pablo.\n- Pablo works for Meridian Bank.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Vantage Air was founded in 1976.\n- Aisha reports to Anders.\n- Vantage Air is headquartered in Basel.\n- Jonas reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24498", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24499", "family": "intent_hardneg", "state": "Incoming support message:\n\"46960 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24500", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1997.\n- Meridian Bank is headquartered in Halifax.\n- Beacon Insurance is headquartered in Adelaide.\n- Vantage Air was founded in 1988.\n- Mateo reports to Jonas.\n- Lucia works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Emeka reports to Mateo.\n- Cobalt Health was founded in 1993.\n- Jonas reports to Lucia.\n- Dmitri reports to Leila.\n- Amara reports to Emeka.\n- Emeka works for Meridian Bank.\n- Beacon Insurance was founded in 2000.\n- Cobalt Health is headquartered in Adelaide.\n- Leila reports to Amara.\n- Yuki reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Yuki works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24502", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Wren reports to Lucia.\n- Helios Logistics was founded in 1995.\n- Cobalt Health was founded in 2003.\n- Nadia works for Helios Logistics.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn reports to Dmitri.\n- Northwind Systems was founded in 2013.\n- Anders works for Helios Logistics.\n- Northwind Systems is headquartered in Halifax.\n- Dmitri reports to Anders.\n- Pablo works for Helios Logistics.\n- Emeka reports to Sanne.\n- Helios Logistics is headquartered in Tampere.\n- Lucia reports to Nadia.\n- Lucia works for Cobalt Health.\n- Kenji works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Atlas Freight was founded in 1982.\n- Nadia reports to Emeka.\n- Anders reports to Wren.\n- Sanne works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Sofia reports to Deshawn.\n- Pablo reports to Sofia.\n- Dmitri works for Cobalt Health.\n- Sanne reports to Kenji.\n- Kenji reports to Felix.\n- Cobalt Health is headquartered in Halifax.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24504", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7192: employee Ingrid B., hired 07 December 2023, separated 19 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7192?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24505", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Dmitri reports to Leila.\n- Leila reports to Stefan.\n- Elena reports to Anders.\n- Callum works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1999.\n- Elena works for Northwind Systems.\n- Meridian Bank was founded in 1997.\n- Callum reports to Dmitri.\n- Felix works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2009.\n- Dmitri works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Austin.\n- Northwind Systems was founded in 2005.\n- Stefan works for Atlas Freight.\n- Sanne reports to Kenji.\n- Stefan reports to Felix.\n- Felix reports to Sanne.\n- Kenji reports to Ingrid.\n- Anders reports to Callum.\n- Atlas Freight is headquartered in Austin.\n- Leila works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24507", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24508", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2620: employee Leila T., hired 24 October 2022, separated 06 June 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2620?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2620 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24509", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 3546, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Yuki.\n- Emeka reports to Sofia.\n- Yuki reports to Chiara.\n- Yuki works for Beacon Insurance.\n- Tobias reports to Emeka.\n- Meridian Bank was founded in 1999.\n- Sofia works for Vantage Air.\n- Deshawn works for Meridian Bank.\n- Tobias works for Beacon Insurance.\n- Vantage Air was founded in 2002.\n- Mei reports to Tobias.\n- Vantage Air is headquartered in Malmo.\n- Jonas reports to Mei.\n- Pinnacle Software is headquartered in Brno.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Meridian Bank.\n- Beacon Insurance is headquartered in Nagoya.\n- Deshawn reports to Jonas.\n- Mei works for Beacon Insurance.\n- Chiara works for Meridian Bank.\n- Emeka works for Pinnacle Software.\n- Beacon Insurance was founded in 2002.\n- Pinnacle Software was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24511", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24512", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7875: employee Nadia K., hired 05 September 2021, separated 09 January 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-7875 under the controlling rules.", "criteria": {"0": "$7,188", "1": "$7,250", "2": "$31,417", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24513", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5884: employee Jonas B., hired 03 September 2024, separated 09 February 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5884?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Callum.\n- Callum reports to Mateo.\n- Tessa reports to Mara.\n- Callum works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Fernhill Foods was founded in 1980.\n- Helios Logistics was founded in 1999.\n- Sanne works for Lattice Analytics.\n- Fernhill Foods is headquartered in Ghent.\n- Beacon Insurance is headquartered in Tampere.\n- Mateo works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Wren reports to Amara.\n- Amara reports to Tessa.\n- Mara works for Lattice Analytics.\n- Wren works for Helios Logistics.\n- Mara reports to Sanne.\n- Tessa works for Lattice Analytics.\n- Beacon Insurance was founded in 1987.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 1983.\n- Helios Logistics is headquartered in Ghent.\n- Bruno reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24515", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24516", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 5, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7208: employee Mei K., hired 02 November 2021, separated 25 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7208?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2010.\n- Callum works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.\n- Summit Energy was founded in 1995.\n- Fernhill Foods is headquartered in Tallinn.\n- Callum reports to Stefan.\n- Sanne reports to Yuki.\n- Sofia works for Cedar Retail Group.\n- Hana reports to Sofia.\n- Cedar Retail Group is headquartered in Cork.\n- Sofia reports to Sanne.\n- Lucia works for Cedar Retail Group.\n- Anders works for Meridian Bank.\n- Hana works for Summit Energy.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Meridian Bank is headquartered in Leeds.\n- Stefan reports to Anders.\n- Sanne works for Meridian Bank.\n- Dmitri reports to Callum.\n- Anders reports to Hana.\n- Aisha reports to Dmitri.\n- Lucia reports to Aisha.\n- Summit Energy is headquartered in Oslo.\n- Stefan works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24518", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5418: employee Tobias R., hired 16 May 2021, separated 17 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5418?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24519", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24520", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24521", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Stefan.\n- Aisha works for Cobalt Health.\n- Amara works for Ironwood Manufacturing.\n- Tessa reports to Yuki.\n- Sanne works for Cobalt Health.\n- Stefan reports to Amara.\n- Yuki reports to Mateo.\n- Tessa works for Cedar Retail Group.\n- Mateo works for Ironwood Manufacturing.\n- Yuki works for Cobalt Health.\n- Mateo reports to Viktor.\n- Ironwood Manufacturing was founded in 2015.\n- Jonas reports to Tessa.\n- Deshawn works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Cobalt Health is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Aisha reports to Deshawn.\n- Viktor works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1975.\n- Amara reports to Aisha.\n- Viktor reports to Sanne.\n- Meridian Bank is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Oslo.\n- Stefan works for Meridian Bank.\n- Cobalt Health was founded in 2002.\n- Cedar Retail Group was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24523", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6725: employee Aisha R., hired 16 February 2023, separated 04 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6725?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24524", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4243: employee Sofia T., hired 28 November 2022, separated 24 February 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4243?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24526", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5724: employee Sanne K., hired 01 February 2023, separated 25 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5724?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24527", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24528", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24529", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 63440 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24530", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1980.\n- Nadia works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Viktor reports to Zoya.\n- Meridian Bank is headquartered in Nagoya.\n- Tobias reports to Felix.\n- Tobias works for Northwind Systems.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Emeka works for Meridian Bank.\n- Nadia reports to Tobias.\n- Felix works for Northwind Systems.\n- Fernhill Foods was founded in 2011.\n- Northwind Systems is headquartered in Nagoya.\n- Pablo works for Fernhill Foods.\n- Emeka reports to Viktor.\n- Northwind Systems was founded in 1999.\n- Pablo reports to Mara.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara reports to Nadia.\n- Zoya reports to Pablo.\n- Pinnacle Software is headquartered in Oslo.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Viktor.\n- Amara works for Summit Energy.\n- Jonas works for Summit Energy.\n- Amara reports to Zoya.\n- Chiara works for Lattice Analytics.\n- Jonas reports to Mara.\n- Mateo works for Crescent Telecom.\n- Summit Energy was founded in 1979.\n- Ravi works for Lattice Analytics.\n- Tobias reports to Chiara.\n- Ironwood Manufacturing was founded in 1979.\n- Deshawn reports to Ingrid.\n- Zoya works for Lattice Analytics.\n- Ingrid works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Felix works for Crescent Telecom.\n- Mara works for Lattice Analytics.\n- Zoya reports to Ravi.\n- Viktor works for Lattice Analytics.\n- Ingrid reports to Jonas.\n- Crescent Telecom was founded in 2014.\n- Mara reports to Mateo.\n- Summit Energy is headquartered in Malmo.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Felix reports to Tobias.\n- Ravi reports to Deshawn.\n- Lattice Analytics was founded in 1990.\n- Viktor reports to Amara.\n- Lattice Analytics is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24533", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24534", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 89461\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24535", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24536", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24537", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9119: employee Mara S., hired 20 June 2023, separated 25 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9119?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24538", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2526: employee Chiara T., hired 13 December 2021, separated 24 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2526?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24539", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4118: employee Kenji B., hired 04 March 2023, separated 05 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4118?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Leila.\n- Summit Energy was founded in 1990.\n- Lucia works for Cedar Retail Group.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Callum.\n- Mei works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Aisha works for Vantage Air.\n- Leila reports to Ravi.\n- Ironwood Manufacturing was founded in 2004.\n- Vantage Air is headquartered in Brno.\n- Cedar Retail Group is headquartered in Nagoya.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Callum works for Cedar Retail Group.\n- Stefan reports to Mei.\n- Aisha reports to Tessa.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Viktor.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Lucia.\n- Stefan works for Ironwood Manufacturing.\n- Callum reports to Ingrid.\n- Viktor reports to Wren.\n- Cedar Retail Group was founded in 1982.\n- Vantage Air was founded in 1977.\n- Ravi reports to Felix.\n- Leila works for Vantage Air.\n- Wren reports to Stefan.\n- Felix works for Vantage Air.\n- Summit Energy is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Fernhill Foods was founded in 2002.\n- Aisha works for Fernhill Foods.\n- Priya works for Cedar Retail Group.\n- Helios Logistics was founded in 2006.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Chiara.\n- Dmitri works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Tampere.\n- Helios Logistics is headquartered in Ghent.\n- Bluepine Aviation was founded in 1977.\n- Bruno works for Bluepine Aviation.\n- Aisha reports to Bruno.\n- Dmitri reports to Pablo.\n- Mateo reports to Priya.\n- Bruno reports to Dmitri.\n- Mateo works for Fernhill Foods.\n- Stefan reports to Sofia.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo works for Bluepine Aviation.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1987.\n- Chiara reports to Mateo.\n- Nadia reports to Stefan.\n- Priya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno reports to Hana.\n- Cedar Retail Group is headquartered in Basel.\n- Hana reports to Amara.\n- Mateo works for Pinnacle Software.\n- Amara reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Anders works for Pinnacle Software.\n- Summit Energy was founded in 1991.\n- Pablo reports to Bruno.\n- Mei reports to Dmitri.\n- Mei works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Hana works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2011.\n- Dmitri reports to Anders.\n- Pinnacle Software was founded in 2008.\n- Summit Energy is headquartered in Basel.\n- Mateo reports to Stefan.\n- Bruno works for Summit Energy.\n- Anders reports to Aisha.\n- Stefan reports to Ravi.\n- Aisha reports to Pablo.\n- Ravi reports to Mara.\n- Pinnacle Software is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1985.\n- Mara works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24543", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Anders.\n- Beacon Insurance was founded in 1984.\n- Amara reports to Pablo.\n- Yuki works for Northwind Systems.\n- Leila reports to Yuki.\n- Deshawn works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Pinnacle Software was founded in 1975.\n- Felix works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight is headquartered in Lyon.\n- Pablo reports to Felix.\n- Emeka reports to Amara.\n- Yuki reports to Sofia.\n- Sofia works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Pablo works for Northwind Systems.\n- Ingrid reports to Emeka.\n- Amara works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Atlas Freight was founded in 1995.\n- Emeka works for Beacon Insurance.\n- Felix reports to Leila.\n- Northwind Systems was founded in 2013.\n- Pinnacle Software is headquartered in Turku.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Priya reports to Amara.\n- Wren reports to Yuki.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2008.\n- Cedar Retail Group is headquartered in Tallinn.\n- Yuki reports to Deshawn.\n- Lattice Analytics was founded in 2001.\n- Deshawn works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Wren works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tallinn.\n- Vantage Air was founded in 1977.\n- Vantage Air is headquartered in Dunedin.\n- Tessa reports to Ingrid.\n- Priya works for Cedar Retail Group.\n- Amara reports to Sanne.\n- Lattice Analytics is headquartered in Ghent.\n- Ingrid reports to Wren.\n- Yuki works for Vantage Air.\n- Sanne reports to Tessa.\n- Pinnacle Software was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24547", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6027: employee Ingrid R., hired 11 June 2022, separated 26 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-6027 under the controlling rules.", "criteria": {"0": "$10,038", "1": "$10,423", "2": "$9,923", "3": "$43,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24548", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24549", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1817: employee Sofia R., hired 23 December 2020, separated 04 October 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1817?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Felix.\n- Priya works for Meridian Bank.\n- Sofia works for Lattice Analytics.\n- Meridian Bank is headquartered in Dunedin.\n- Deshawn reports to Jonas.\n- Sofia reports to Amara.\n- Kenji works for Lattice Analytics.\n- Priya reports to Deshawn.\n- Callum reports to Bruno.\n- Deshawn works for Bluepine Aviation.\n- Tessa works for Crescent Telecom.\n- Lattice Analytics is headquartered in Leeds.\n- Jonas reports to Callum.\n- Callum works for Crescent Telecom.\n- Amara reports to Kenji.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara works for Lattice Analytics.\n- Bruno works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Sofia.\n- Elena works for Bluepine Aviation.\n- Crescent Telecom was founded in 2015.\n- Tessa reports to Priya.\n- Lattice Analytics was founded in 1990.\n- Meridian Bank was founded in 2002.\n- Bluepine Aviation was founded in 1995.\n- Elena reports to Tessa.\n- Kenji reports to Elena.\n- Crescent Telecom is headquartered in Lyon.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Viktor.\n- Vantage Air was founded in 2014.\n- Deshawn works for Vantage Air.\n- Zoya works for Fernhill Foods.\n- Stefan works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Zoya reports to Yuki.\n- Deshawn reports to Jonas.\n- Yuki works for Meridian Bank.\n- Viktor reports to Chiara.\n- Vantage Air is headquartered in Cork.\n- Lucia reports to Zoya.\n- Chiara reports to Nadia.\n- Fernhill Foods is headquartered in Halifax.\n- Nadia reports to Lucia.\n- Kenji reports to Deshawn.\n- Fernhill Foods was founded in 1987.\n- Meridian Bank is headquartered in Adelaide.\n- Chiara works for Fernhill Foods.\n- Viktor works for Meridian Bank.\n- Nadia works for Fernhill Foods.\n- Crescent Telecom is headquartered in Adelaide.\n- Kenji works for Vantage Air.\n- Meridian Bank was founded in 2008.\n- Crescent Telecom was founded in 1977.\n- Stefan reports to Kenji.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24552", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "check_status", "3": "book_flight", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24553", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Zoya.\n- Cedar Retail Group was founded in 1996.\n- Helios Logistics was founded in 2011.\n- Wren reports to Dmitri.\n- Nadia reports to Chiara.\n- Helios Logistics is headquartered in Tampere.\n- Zoya works for Helios Logistics.\n- Dmitri reports to Priya.\n- Northwind Systems is headquartered in Tampere.\n- Vantage Air was founded in 1978.\n- Jonas reports to Mara.\n- Emeka reports to Nadia.\n- Aisha works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Wren works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Priya reports to Tessa.\n- Chiara reports to Wren.\n- Jonas works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Mara reports to Emeka.\n- Tessa works for Northwind Systems.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Dmitri works for Helios Logistics.\n- Vantage Air is headquartered in Leeds.\n- Emeka works for Helios Logistics.\n- Aisha reports to Jonas.\n- Northwind Systems was founded in 1997.\n- Zoya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1989.\n- Sofia reports to Bruno.\n- Chiara reports to Stefan.\n- Leila works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Leila reports to Mateo.\n- Ironwood Manufacturing was founded in 2001.\n- Atlas Freight was founded in 1983.\n- Sofia works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Halifax.\n- Pinnacle Software was founded in 1989.\n- Mateo works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Bruno reports to Anders.\n- Anders works for Pinnacle Software.\n- Stefan reports to Leila.\n- Mateo reports to Sofia.\n- Bruno works for Ironwood Manufacturing.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Bruno.\n- Bluepine Aviation was founded in 2006.\n- Mei works for Bluepine Aviation.\n- Meridian Bank was founded in 1976.\n- Pablo works for Northwind Systems.\n- Anders reports to Pablo.\n- Meridian Bank is headquartered in Valencia.\n- Mei reports to Felix.\n- Lucia works for Meridian Bank.\n- Anders works for Bluepine Aviation.\n- Kenji works for Northwind Systems.\n- Omar reports to Stefan.\n- Vantage Air was founded in 2014.\n- Bluepine Aviation is headquartered in Valencia.\n- Northwind Systems was founded in 1991.\n- Ingrid works for Bluepine Aviation.\n- Dmitri works for Vantage Air.\n- Northwind Systems is headquartered in Dunedin.\n- Bruno works for Vantage Air.\n- Bruno reports to Lucia.\n- Vantage Air is headquartered in Dunedin.\n- Pablo reports to Kenji.\n- Lucia reports to Anders.\n- Kenji reports to Dmitri.\n- Ingrid reports to Mei.\n- Dmitri reports to Omar.\n- Omar works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Felix works for Meridian Bank.\n- Chiara reports to Ingrid.\n- Stefan works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24557", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "reroute", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24558", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24559", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Mara works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Cobalt Health was founded in 2010.\n- Cobalt Health is headquartered in Turku.\n- Viktor works for Pinnacle Software.\n- Tessa reports to Priya.\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 1983.\n- Viktor reports to Mara.\n- Fernhill Foods was founded in 1990.\n- Sanne works for Atlas Freight.\n- Omar works for Cobalt Health.\n- Sanne reports to Ingrid.\n- Pinnacle Software is headquartered in Dunedin.\n- Ingrid reports to Aisha.\n- Mara reports to Omar.\n- Omar reports to Tessa.\n- Pinnacle Software was founded in 1983.\n- Ingrid works for Pinnacle Software.\n- Priya reports to Sanne.\n- Atlas Freight is headquartered in Malmo.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Oslo.\n- Tobias works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Helios Logistics was founded in 2007.\n- Cedar Retail Group is headquartered in Brno.\n- Crescent Telecom was founded in 2007.\n- Kenji reports to Omar.\n- Pinnacle Software was founded in 2001.\n- Tobias reports to Jonas.\n- Omar reports to Hana.\n- Callum reports to Elena.\n- Wren reports to Lucia.\n- Nadia works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Kenji works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Hana reports to Wren.\n- Nadia reports to Aisha.\n- Elena reports to Tobias.\n- Jonas reports to Nadia.\n- Callum works for Crescent Telecom.\n- Priya works for Helios Logistics.\n- Wren works for Pinnacle Software.\n- Aisha reports to Priya.\n- Crescent Telecom is headquartered in Brno.\n- Cedar Retail Group was founded in 1997.\n- Elena works for Crescent Telecom.\n- Priya reports to Kenji.\n- Omar works for Crescent Telecom.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Valencia.\n- Meridian Bank is headquartered in Tallinn.\n- Tobias works for Meridian Bank.\n- Zoya reports to Kenji.\n- Stefan works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Tobias reports to Omar.\n- Beacon Insurance was founded in 2001.\n- Tessa reports to Tobias.\n- Mei reports to Felix.\n- Summit Energy was founded in 2014.\n- Felix reports to Stefan.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 2011.\n- Omar works for Summit Energy.\n- Meridian Bank was founded in 1983.\n- Felix works for Meridian Bank.\n- Tessa works for Cobalt Health.\n- Summit Energy is headquartered in Tallinn.\n- Omar reports to Mei.\n- Kenji works for Summit Energy.\n- Stefan reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1998.\n- Felix reports to Ingrid.\n- Ravi reports to Mara.\n- Aisha reports to Omar.\n- Sofia works for Atlas Freight.\n- Wren reports to Ravi.\n- Ravi works for Helios Logistics.\n- Ingrid reports to Wren.\n- Helios Logistics is headquartered in Lyon.\n- Felix works for Cedar Retail Group.\n- Priya reports to Sofia.\n- Jonas works for Atlas Freight.\n- Mara works for Helios Logistics.\n- Priya works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Beacon Insurance is headquartered in Basel.\n- Jonas reports to Felix.\n- Atlas Freight is headquartered in Basel.\n- Ingrid works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Atlas Freight was founded in 1981.\n- Omar reports to Jonas.\n- Mara reports to Priya.\n- Omar works for Cedar Retail Group.\n- Aisha works for Helios Logistics.\n- Beacon Insurance was founded in 1986.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Summit Energy.\n- Yuki works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Wren reports to Pablo.\n- Meridian Bank was founded in 2009.\n- Omar reports to Ravi.\n- Summit Energy is headquartered in Turku.\n- Omar works for Meridian Bank.\n- Beacon Insurance was founded in 2001.\n- Emeka reports to Lucia.\n- Wren works for Helios Logistics.\n- Chiara works for Meridian Bank.\n- Pablo reports to Yuki.\n- Sanne works for Summit Energy.\n- Sanne reports to Kenji.\n- Aisha reports to Wren.\n- Lucia works for Beacon Insurance.\n- Helios Logistics was founded in 1996.\n- Lucia reports to Omar.\n- Ravi works for Beacon Insurance.\n- Summit Energy was founded in 2004.\n- Ravi reports to Mara.\n- Helios Logistics is headquartered in Malmo.\n- Chiara reports to Sanne.\n- Meridian Bank is headquartered in Lyon.\n- Emeka works for Helios Logistics.\n- Kenji reports to Aisha.\n- Yuki reports to Emeka.\n- Beacon Insurance is headquartered in Malmo.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Halifax", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24565", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24566", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 May 2025): For employees hired on or after 06 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8348: employee Bruno T., hired 07 July 2021, separated 03 November 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-8348 under the controlling rules.", "criteria": {"0": "$72,000", "1": "$17,115", "2": "$16,745", "3": "$16,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24567", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24568", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9939: employee Mateo K., hired 28 February 2023, separated 07 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9939?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24569", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Turku.\n- Amara reports to Ingrid.\n- Mei reports to Nadia.\n- Yuki works for Atlas Freight.\n- Anders reports to Sofia.\n- Yuki reports to Mei.\n- Elena reports to Chiara.\n- Crescent Telecom was founded in 1989.\n- Cedar Retail Group was founded in 1988.\n- Chiara reports to Amara.\n- Amara works for Crescent Telecom.\n- Fernhill Foods was founded in 1987.\n- Lucia works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1984.\n- Anders works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Ingrid reports to Anders.\n- Nadia works for Cedar Retail Group.\n- Elena works for Atlas Freight.\n- Sofia works for Fernhill Foods.\n- Ingrid works for Cedar Retail Group.\n- Lucia reports to Yuki.\n- Nadia reports to Elena.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Chiara reports to Ravi.\n- Stefan works for Helios Logistics.\n- Jonas reports to Sofia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ravi works for Pinnacle Software.\n- Sofia works for Helios Logistics.\n- Callum reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Sanne works for Helios Logistics.\n- Cobalt Health was founded in 1992.\n- Mateo works for Cobalt Health.\n- Pinnacle Software was founded in 1984.\n- Stefan reports to Tessa.\n- Helios Logistics is headquartered in Halifax.\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia reports to Stefan.\n- Tessa works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Helios Logistics was founded in 2011.\n- Cobalt Health is headquartered in Porto.\n- Tessa reports to Sanne.\n- Chiara works for Ironwood Manufacturing.\n- Sanne reports to Callum.\n- Mateo reports to Chiara.\n- Ravi reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Sanne reports to Bruno.\n- Lattice Analytics is headquartered in Ghent.\n- Bruno reports to Mara.\n- Ravi works for Lattice Analytics.\n- Mara works for Beacon Insurance.\n- Lucia reports to Chiara.\n- Sanne works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Fernhill Foods was founded in 1997.\n- Ravi reports to Sanne.\n- Mara reports to Omar.\n- Omar works for Beacon Insurance.\n- Elena reports to Ravi.\n- Priya reports to Felix.\n- Beacon Insurance was founded in 1976.\n- Hana reports to Lucia.\n- Hana works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Ghent.\n- Fernhill Foods is headquartered in Adelaide.\n- Mateo reports to Priya.\n- Beacon Insurance is headquartered in Ghent.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Lattice Analytics was founded in 1982.\n- Omar reports to Hana.\n- Felix reports to Elena.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24573", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24574", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7295: employee Omar K., hired 03 January 2024, separated 17 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7295?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24575", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sofia.\n- Amara reports to Zoya.\n- Zoya reports to Ravi.\n- Jonas reports to Tobias.\n- Aisha reports to Deshawn.\n- Stefan works for Northwind Systems.\n- Aisha works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Northwind Systems was founded in 1998.\n- Northwind Systems is headquartered in Adelaide.\n- Nadia works for Meridian Bank.\n- Atlas Freight was founded in 2008.\n- Emeka reports to Mateo.\n- Zoya works for Atlas Freight.\n- Nadia reports to Amara.\n- Sofia reports to Nadia.\n- Crescent Telecom was founded in 1978.\n- Ravi works for Meridian Bank.\n- Emeka works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Atlas Freight is headquartered in Adelaide.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 1980.\n- Deshawn reports to Stefan.\n- Jonas works for Northwind Systems.\n- Deshawn works for Crescent Telecom.\n- Mateo works for Atlas Freight.\n- Mateo reports to Aisha.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1973", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24577", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks to text someone", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24578", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24579", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6496: employee Jonas M., hired 27 December 2021, separated 19 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6496?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Lucia.\n- Vantage Air was founded in 1992.\n- Kenji reports to Emeka.\n- Lucia reports to Ravi.\n- Crescent Telecom was founded in 1976.\n- Zoya works for Crescent Telecom.\n- Priya works for Cobalt Health.\n- Tobias reports to Jonas.\n- Tobias works for Crescent Telecom.\n- Atlas Freight is headquartered in Ghent.\n- Lucia works for Cobalt Health.\n- Vantage Air is headquartered in Dunedin.\n- Ravi reports to Chiara.\n- Jonas reports to Anders.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2012.\n- Jonas works for Cobalt Health.\n- Emeka reports to Tobias.\n- Ravi works for Crescent Telecom.\n- Chiara works for Atlas Freight.\n- Anders reports to Zoya.\n- Kenji works for Crescent Telecom.\n- Atlas Freight was founded in 2009.\n- Crescent Telecom is headquartered in Nagoya.\n- Zoya reports to Priya.\n- Emeka works for Crescent Telecom.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2015", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation was founded in 2006.\n- Lucia reports to Yuki.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia works for Summit Energy.\n- Callum reports to Viktor.\n- Beacon Insurance was founded in 2001.\n- Omar reports to Sofia.\n- Sofia reports to Deshawn.\n- Summit Energy is headquartered in Brno.\n- Viktor works for Beacon Insurance.\n- Ingrid works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Lyon.\n- Summit Energy was founded in 2010.\n- Mara works for Lattice Analytics.\n- Mara reports to Omar.\n- Lattice Analytics was founded in 1976.\n- Yuki works for Bluepine Aviation.\n- Viktor reports to Mara.\n- Deshawn reports to Ingrid.\n- Sofia works for Summit Energy.\n- Omar works for Bluepine Aviation.\n- Yuki reports to Callum.\n- Beacon Insurance is headquartered in Adelaide.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24582", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6659: employee Tessa S., hired 20 March 2023, separated 20 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6659?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Nagoya.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Helios Logistics was founded in 1994.\n- Ravi reports to Nadia.\n- Zoya works for Northwind Systems.\n- Tessa works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Mara works for Northwind Systems.\n- Nadia works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Tessa reports to Tobias.\n- Emeka works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Zoya reports to Emeka.\n- Bruno reports to Tessa.\n- Emeka reports to Mara.\n- Helios Logistics is headquartered in Ghent.\n- Pinnacle Software was founded in 2015.\n- Nadia reports to Hana.\n- Mara reports to Bruno.\n- Tobias reports to Wren.\n- Northwind Systems was founded in 2002.\n- Hana reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24584", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2482: employee Pablo K., hired 20 July 2022, separated 14 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2482?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24585", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Lyon.\n- Ravi reports to Kenji.\n- Felix works for Atlas Freight.\n- Tessa reports to Elena.\n- Atlas Freight was founded in 1990.\n- Bluepine Aviation was founded in 2008.\n- Fernhill Foods was founded in 1980.\n- Summit Energy is headquartered in Valencia.\n- Chiara works for Bluepine Aviation.\n- Pablo reports to Tessa.\n- Mara works for Atlas Freight.\n- Kenji reports to Mara.\n- Atlas Freight is headquartered in Brno.\n- Amara works for Atlas Freight.\n- Elena works for Fernhill Foods.\n- Yuki reports to Pablo.\n- Elena reports to Amara.\n- Summit Energy was founded in 1992.\n- Chiara reports to Ravi.\n- Bluepine Aviation is headquartered in Adelaide.\n- Pablo works for Bluepine Aviation.\n- Amara reports to Felix.\n- Tessa works for Bluepine Aviation.\n- Kenji works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Ravi works for Bluepine Aviation.\n- Felix reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ravi.\n- Vantage Air is headquartered in Tallinn.\n- Zoya works for Fernhill Foods.\n- Sofia reports to Bruno.\n- Ravi reports to Viktor.\n- Summit Energy was founded in 1991.\n- Tessa reports to Kenji.\n- Tobias works for Summit Energy.\n- Tobias reports to Sofia.\n- Vantage Air was founded in 1976.\n- Summit Energy is headquartered in Ghent.\n- Tessa works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Bruno reports to Zoya.\n- Viktor works for Vantage Air.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Fernhill Foods was founded in 2002.\n- Viktor reports to Tessa.\n- Ravi works for Pinnacle Software.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2013", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24588", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1112: employee Yuki T., hired 15 July 2020, separated 14 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1112?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24589", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1557: employee Mateo R., hired 18 January 2023, separated 08 February 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1557?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24590", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5440: employee Chiara K., hired 14 August 2023, separated 18 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5440?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24591", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-5446: employee Felix B., hired 18 October 2023, separated 06 May 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-5446 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$9,885", "2": "$7,788", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-5446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Lucia works for Fernhill Foods.\n- Hana reports to Kenji.\n- Fernhill Foods is headquartered in Brno.\n- Bruno works for Pinnacle Software.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Ingrid reports to Lucia.\n- Helios Logistics was founded in 1996.\n- Mei works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Anders reports to Ingrid.\n- Kenji works for Pinnacle Software.\n- Kenji reports to Leila.\n- Beacon Insurance is headquartered in Bergen.\n- Pinnacle Software is headquartered in Bergen.\n- Beacon Insurance was founded in 1981.\n- Pinnacle Software was founded in 1989.\n- Bruno reports to Hana.\n- Ingrid works for Helios Logistics.\n- Lucia reports to Bruno.\n- Leila reports to Mei.\n- Fernhill Foods was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Stefan works for Summit Energy.\n- Felix works for Crescent Telecom.\n- Wren reports to Sofia.\n- Omar works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Felix reports to Dmitri.\n- Pablo works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Sofia reports to Pablo.\n- Nadia works for Cobalt Health.\n- Beacon Insurance was founded in 1982.\n- Crescent Telecom was founded in 1992.\n- Sanne reports to Omar.\n- Nadia reports to Stefan.\n- Mei works for Summit Energy.\n- Sanne works for Cobalt Health.\n- Dmitri works for Summit Energy.\n- Yuki reports to Mei.\n- Omar reports to Nadia.\n- Sofia works for Cobalt Health.\n- Summit Energy was founded in 1975.\n- Dmitri reports to Sanne.\n- Beacon Insurance is headquartered in Oslo.\n- Cobalt Health was founded in 2004.\n- Mei reports to Wren.\n- Deshawn reports to Felix.\n- Crescent Telecom is headquartered in Lyon.\n- Deshawn works for Summit Energy.\n- Stefan reports to Yuki.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24594", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Elena reports to Nadia.\n- Callum works for Lattice Analytics.\n- Kenji reports to Viktor.\n- Helios Logistics is headquartered in Bergen.\n- Wren reports to Elena.\n- Helios Logistics was founded in 1980.\n- Jonas works for Helios Logistics.\n- Crescent Telecom was founded in 1977.\n- Viktor works for Crescent Telecom.\n- Lattice Analytics was founded in 2009.\n- Wren works for Lattice Analytics.\n- Aisha reports to Callum.\n- Callum reports to Jonas.\n- Aisha works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Viktor reports to Wren.\n- Crescent Telecom is headquartered in Basel.\n- Nadia reports to Pablo.\n- Zoya works for Helios Logistics.\n- Zoya reports to Kenji.\n- Elena works for Summit Energy.\n- Lattice Analytics is headquartered in Tallinn.\n- Jonas reports to Zoya.\n- Summit Energy was founded in 2009.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24596", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1993.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Felix reports to Aisha.\n- Dmitri reports to Felix.\n- Sanne works for Atlas Freight.\n- Aisha reports to Chiara.\n- Aisha works for Northwind Systems.\n- Mara works for Crescent Telecom.\n- Helios Logistics is headquartered in Adelaide.\n- Ravi reports to Mara.\n- Chiara works for Northwind Systems.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 1977.\n- Mateo reports to Sanne.\n- Priya works for Crescent Telecom.\n- Priya reports to Ravi.\n- Ravi works for Atlas Freight.\n- Northwind Systems was founded in 2010.\n- Mateo works for Helios Logistics.\n- Chiara reports to Priya.\n- Sanne reports to Dmitri.\n- Helios Logistics was founded in 1992.\n- Yuki works for Crescent Telecom.\n- Mara reports to Yuki.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24598", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Crescent Telecom is headquartered in Malmo.\n- Ravi reports to Callum.\n- Mei works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Dmitri reports to Mara.\n- Summit Energy was founded in 1998.\n- Vantage Air is headquartered in Malmo.\n- Ingrid reports to Ravi.\n- Fernhill Foods is headquartered in Malmo.\n- Jonas reports to Mateo.\n- Mara works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Crescent Telecom was founded in 2003.\n- Ingrid works for Vantage Air.\n- Jonas works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Mara reports to Jonas.\n- Callum reports to Emeka.\n- Mei reports to Ingrid.\n- Tobias reports to Dmitri.\n- Mateo reports to Mei.\n- Emeka works for Crescent Telecom.\n- Vantage Air was founded in 2015.\n- Pablo reports to Tobias.\n- Tobias works for Vantage Air.\n- Dmitri works for Summit Energy.\n- Bruno reports to Pablo.\n- Summit Energy is headquartered in Halifax.\n- Fernhill Foods was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24600", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24601", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Fernhill Foods was founded in 1998.\n- Wren works for Cobalt Health.\n- Anders reports to Tobias.\n- Stefan works for Fernhill Foods.\n- Cobalt Health is headquartered in Tampere.\n- Pablo reports to Mateo.\n- Mateo reports to Mei.\n- Priya reports to Wren.\n- Nadia reports to Stefan.\n- Tessa reports to Kenji.\n- Cobalt Health was founded in 1999.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha reports to Anders.\n- Anders works for Northwind Systems.\n- Lattice Analytics was founded in 2006.\n- Northwind Systems was founded in 1975.\n- Stefan reports to Tessa.\n- Tobias reports to Priya.\n- Pablo works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Wren reports to Nadia.\n- Mateo works for Lattice Analytics.\n- Northwind Systems is headquartered in Malmo.\n- Mei works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Kenji works for Northwind Systems.\n- Nadia works for Fernhill Foods.\n- Kenji reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24603", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 July 2025): For employees hired on or after 09 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4906: employee Dmitri T., hired 01 May 2024, separated 16 January 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4906?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4906 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24604", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24605", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5674: employee Dmitri A., hired 08 April 2022, separated 12 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5674?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Sofia works for Northwind Systems.\n- Dmitri reports to Tessa.\n- Tobias reports to Dmitri.\n- Meridian Bank was founded in 2005.\n- Yuki reports to Tobias.\n- Meridian Bank is headquartered in Austin.\n- Mara works for Cobalt Health.\n- Tessa reports to Mateo.\n- Cobalt Health is headquartered in Dunedin.\n- Northwind Systems is headquartered in Lyon.\n- Tessa works for Crescent Telecom.\n- Mateo reports to Priya.\n- Crescent Telecom was founded in 2006.\n- Ingrid works for Cobalt Health.\n- Sofia reports to Mei.\n- Mei works for Cobalt Health.\n- Yuki works for Crescent Telecom.\n- Mateo works for Meridian Bank.\n- Ingrid reports to Yuki.\n- Mei reports to Ingrid.\n- Cobalt Health was founded in 2004.\n- Tobias works for Crescent Telecom.\n- Dmitri works for Meridian Bank.\n- Northwind Systems was founded in 2002.\n- Crescent Telecom is headquartered in Lyon.\n- Priya reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Nagoya", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24607", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 July 2025): For employees hired on or after 10 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9442: employee Nadia S., hired 16 January 2022, separated 15 July 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9442?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1990.\n- Yuki works for Meridian Bank.\n- Summit Energy was founded in 1980.\n- Summit Energy is headquartered in Ghent.\n- Mei reports to Tessa.\n- Priya works for Vantage Air.\n- Lucia works for Vantage Air.\n- Yuki reports to Hana.\n- Jonas reports to Mei.\n- Meridian Bank is headquartered in Tallinn.\n- Hana reports to Omar.\n- Omar works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Tallinn.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lucia reports to Jonas.\n- Vantage Air was founded in 2010.\n- Omar reports to Lucia.\n- Jonas works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Tessa reports to Priya.\n- Meridian Bank was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Leila.\n- Felix works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Brno.\n- Anders reports to Callum.\n- Lattice Analytics was founded in 1982.\n- Felix reports to Stefan.\n- Omar works for Meridian Bank.\n- Dmitri reports to Ravi.\n- Crescent Telecom is headquartered in Brno.\n- Dmitri works for Cedar Retail Group.\n- Kenji works for Meridian Bank.\n- Cedar Retail Group was founded in 1979.\n- Stefan works for Lattice Analytics.\n- Ravi reports to Omar.\n- Cedar Retail Group is headquartered in Basel.\n- Leila reports to Anders.\n- Kenji reports to Felix.\n- Meridian Bank was founded in 2004.\n- Mara works for Cedar Retail Group.\n- Omar reports to Kenji.\n- Callum reports to Mara.\n- Crescent Telecom was founded in 1997.\n- Anders works for Lattice Analytics.\n- Meridian Bank is headquartered in Brno.\n- Leila works for Lattice Analytics.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24610", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24611", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9959: employee Ravi A., hired 06 March 2024, separated 04 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9959?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24612", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Leila.\n- Beacon Insurance is headquartered in Austin.\n- Hana works for Beacon Insurance.\n- Chiara reports to Elena.\n- Leila works for Lattice Analytics.\n- Callum works for Northwind Systems.\n- Callum reports to Mara.\n- Bruno reports to Emeka.\n- Mara reports to Pablo.\n- Pablo reports to Amara.\n- Lattice Analytics was founded in 1981.\n- Chiara works for Fernhill Foods.\n- Hana reports to Bruno.\n- Northwind Systems was founded in 2003.\n- Bruno works for Northwind Systems.\n- Sanne reports to Hana.\n- Emeka works for Northwind Systems.\n- Elena reports to Callum.\n- Pablo works for Lattice Analytics.\n- Elena works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Amara works for Lattice Analytics.\n- Leila reports to Sanne.\n- Mara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Austin.\n- Amara reports to Tobias.\n- Northwind Systems is headquartered in Austin.\n- Lattice Analytics is headquartered in Halifax.\n- Sanne works for Lattice Analytics.\n- Tobias works for Northwind Systems.\n- Beacon Insurance was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24614", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5410: employee Tobias T., hired 19 October 2021, separated 31 August 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2026-5410 under the controlling rules.", "criteria": {"0": "$110,250", "1": "$25,312", "2": "$23,442", "3": "$25,442"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Emeka.\n- Priya works for Helios Logistics.\n- Viktor reports to Leila.\n- Helios Logistics is headquartered in Turku.\n- Priya reports to Chiara.\n- Chiara reports to Tessa.\n- Lattice Analytics is headquartered in Halifax.\n- Emeka works for Bluepine Aviation.\n- Tessa reports to Viktor.\n- Chiara works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1988.\n- Leila works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lattice Analytics was founded in 1979.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation was founded in 2008.\n- Emeka reports to Zoya.\n- Ingrid works for Bluepine Aviation.\n- Viktor works for Helios Logistics.\n- Zoya reports to Priya.\n- Helios Logistics was founded in 1999.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Mei works for Beacon Insurance.\n- Bruno reports to Hana.\n- Cedar Retail Group is headquartered in Valencia.\n- Bruno works for Beacon Insurance.\n- Hana reports to Tessa.\n- Priya works for Beacon Insurance.\n- Chiara reports to Leila.\n- Cedar Retail Group was founded in 1979.\n- Vantage Air was founded in 1986.\n- Leila reports to Sanne.\n- Chiara works for Vantage Air.\n- Cobalt Health is headquartered in Adelaide.\n- Leila works for Beacon Insurance.\n- Tessa works for Vantage Air.\n- Beacon Insurance is headquartered in Halifax.\n- Mei reports to Chiara.\n- Beacon Insurance was founded in 1991.\n- Tessa reports to Priya.\n- Vantage Air is headquartered in Halifax.\n- Sanne reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24617", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24618", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 56877 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1982.\n- Anders works for Helios Logistics.\n- Felix reports to Anders.\n- Helios Logistics is headquartered in Dunedin.\n- Pinnacle Software was founded in 1989.\n- Lucia reports to Priya.\n- Mei works for Helios Logistics.\n- Anders reports to Jonas.\n- Tessa works for Lattice Analytics.\n- Beacon Insurance is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Adelaide.\n- Lattice Analytics was founded in 2002.\n- Deshawn reports to Tessa.\n- Lattice Analytics is headquartered in Porto.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance was founded in 1985.\n- Tessa reports to Felix.\n- Priya reports to Deshawn.\n- Jonas works for Helios Logistics.\n- Felix works for Beacon Insurance.\n- Jonas reports to Mei.\n- Deshawn works for Lattice Analytics.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24620", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24621", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24622", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 26 October 2025): For employees hired on or after 26 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8046: employee Tobias B., hired 21 June 2022, separated 13 May 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8046?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24623", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2630: employee Deshawn S., hired 29 June 2022, separated 02 January 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-2630 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$4,500", "2": "$1,500", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24624", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24625", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24626", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4745: employee Bruno B., hired 12 October 2020, separated 06 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4745?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24627", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24628", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24629", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Felix.\n- Dmitri works for Crescent Telecom.\n- Fernhill Foods was founded in 1991.\n- Crescent Telecom is headquartered in Valencia.\n- Jonas works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Elena reports to Dmitri.\n- Hana works for Beacon Insurance.\n- Bruno reports to Jonas.\n- Nadia reports to Kenji.\n- Felix works for Meridian Bank.\n- Beacon Insurance was founded in 1984.\n- Beacon Insurance is headquartered in Basel.\n- Nadia works for Fernhill Foods.\n- Wren reports to Hana.\n- Kenji works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Wren works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Felix reports to Wren.\n- Crescent Telecom was founded in 2002.\n- Jonas reports to Omar.\n- Omar reports to Nadia.\n- Meridian Bank is headquartered in Valencia.\n- Meridian Bank was founded in 2011.\n- Hana reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Elena.\n- Mei works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Pablo works for Fernhill Foods.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Cedar Retail Group was founded in 1987.\n- Sofia works for Vantage Air.\n- Omar reports to Sofia.\n- Crescent Telecom is headquartered in Tampere.\n- Vantage Air is headquartered in Valencia.\n- Crescent Telecom was founded in 2014.\n- Elena works for Cedar Retail Group.\n- Yuki reports to Omar.\n- Elena reports to Pablo.\n- Fernhill Foods was founded in 1996.\n- Jonas works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.\n- Pablo reports to Mei.\n- Mei reports to Yuki.\n- Cedar Retail Group is headquartered in Oslo.\n- Yuki works for Cedar Retail Group.\n- Dmitri reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1985", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24632", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7797: employee Felix T., hired 11 January 2022, separated 28 August 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7797?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24633", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24634", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7540: employee Lucia A., hired 30 July 2019, separated 16 August 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7540?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24635", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1985.\n- Anders reports to Wren.\n- Emeka reports to Mateo.\n- Chiara works for Pinnacle Software.\n- Mara reports to Chiara.\n- Aisha reports to Anders.\n- Northwind Systems is headquartered in Dunedin.\n- Anders works for Meridian Bank.\n- Mateo works for Summit Energy.\n- Tessa reports to Viktor.\n- Summit Energy is headquartered in Valencia.\n- Meridian Bank is headquartered in Ghent.\n- Pinnacle Software is headquartered in Dunedin.\n- Wren works for Meridian Bank.\n- Viktor reports to Dmitri.\n- Mara works for Pinnacle Software.\n- Mateo reports to Mara.\n- Pinnacle Software was founded in 1998.\n- Northwind Systems was founded in 1988.\n- Tessa works for Pinnacle Software.\n- Summit Energy was founded in 1992.\n- Aisha works for Summit Energy.\n- Dmitri works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Dmitri reports to Aisha.\n- Viktor works for Pinnacle Software.\n- Chiara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24637", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8795: employee Stefan M., hired 01 November 2021, separated 14 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8795?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24638", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24639", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8550: employee Priya T., hired 23 October 2022, separated 26 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8550?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ravi.\n- Dmitri works for Meridian Bank.\n- Crescent Telecom is headquartered in Turku.\n- Sofia works for Pinnacle Software.\n- Tessa works for Meridian Bank.\n- Ravi reports to Tobias.\n- Pinnacle Software was founded in 1994.\n- Crescent Telecom was founded in 1978.\n- Bluepine Aviation was founded in 2007.\n- Amara works for Bluepine Aviation.\n- Meridian Bank was founded in 2011.\n- Pinnacle Software is headquartered in Tallinn.\n- Meridian Bank is headquartered in Tallinn.\n- Tessa reports to Dmitri.\n- Bluepine Aviation is headquartered in Turku.\n- Tobias works for Crescent Telecom.\n- Hana works for Pinnacle Software.\n- Zoya reports to Hana.\n- Sofia reports to Aisha.\n- Dmitri reports to Mateo.\n- Tobias reports to Zoya.\n- Hana reports to Amara.\n- Ravi works for Pinnacle Software.\n- Mateo reports to Sofia.\n- Aisha works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24641", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24642", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6672: employee Chiara T., hired 19 December 2022, separated 20 December 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6672?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24643", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9395: employee Ingrid B., hired 24 October 2021, separated 03 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9395?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24644", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24645", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24646", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24647", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24648", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24649", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24650", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24651", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to inspect logs or metrics", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24652", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24653", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Zoya.\n- Mei works for Bluepine Aviation.\n- Sanne reports to Deshawn.\n- Crescent Telecom was founded in 2006.\n- Crescent Telecom is headquartered in Brno.\n- Sanne works for Summit Energy.\n- Wren reports to Sanne.\n- Mei reports to Dmitri.\n- Summit Energy is headquartered in Austin.\n- Deshawn works for Crescent Telecom.\n- Dmitri reports to Wren.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Malmo.\n- Callum works for Summit Energy.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki works for Crescent Telecom.\n- Lattice Analytics was founded in 1978.\n- Deshawn reports to Leila.\n- Wren works for Crescent Telecom.\n- Bruno reports to Yuki.\n- Yuki reports to Callum.\n- Summit Energy was founded in 1976.\n- Zoya works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Zoya reports to Bruno.\n- Bluepine Aviation was founded in 1991.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1997.\n- Bruno reports to Lucia.\n- Meridian Bank is headquartered in Leeds.\n- Ravi reports to Anders.\n- Meridian Bank was founded in 1997.\n- Viktor reports to Mei.\n- Amara reports to Emeka.\n- Emeka works for Meridian Bank.\n- Bruno works for Cobalt Health.\n- Mei reports to Amara.\n- Cobalt Health is headquartered in Leeds.\n- Viktor works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Anders reports to Bruno.\n- Cobalt Health was founded in 1979.\n- Lucia reports to Viktor.\n- Ravi works for Meridian Bank.\n- Anders works for Summit Energy.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Summit Energy is headquartered in Leeds.\n- Amara works for Summit Energy.\n- Cedar Retail Group was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24656", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24657", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24658", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24659", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3311: employee Viktor T., hired 24 August 2023, separated 02 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3311?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Chiara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi works for Ironwood Manufacturing.\n- Deshawn reports to Kenji.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mei reports to Chiara.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2005.\n- Yuki reports to Mei.\n- Vantage Air is headquartered in Dunedin.\n- Mateo reports to Deshawn.\n- Chiara reports to Wren.\n- Mateo works for Vantage Air.\n- Fernhill Foods was founded in 2012.\n- Wren reports to Mateo.\n- Mei works for Vantage Air.\n- Yuki works for Vantage Air.\n- Ravi reports to Yuki.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Atlas Freight was founded in 2005.\n- Anders works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Omar works for Bluepine Aviation.\n- Sofia reports to Kenji.\n- Sofia works for Atlas Freight.\n- Nadia reports to Jonas.\n- Meridian Bank was founded in 1980.\n- Bluepine Aviation is headquartered in Tampere.\n- Lucia reports to Sofia.\n- Deshawn reports to Tessa.\n- Kenji reports to Bruno.\n- Bluepine Aviation was founded in 2010.\n- Anders reports to Aisha.\n- Sanne reports to Nadia.\n- Tessa works for Bluepine Aviation.\n- Atlas Freight is headquartered in Adelaide.\n- Jonas reports to Lucia.\n- Nadia works for Vantage Air.\n- Tessa reports to Anders.\n- Vantage Air is headquartered in Ghent.\n- Jonas works for Bluepine Aviation.\n- Deshawn works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Bruno reports to Omar.\n- Aisha works for Meridian Bank.\n- Lucia works for Atlas Freight.\n- Aisha reports to Sanne.\n- Vantage Air was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1995.\n- Mara reports to Deshawn.\n- Kenji works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Tobias reports to Bruno.\n- Mateo works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Pablo.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Mateo reports to Mara.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Meridian Bank.\n- Tobias works for Pinnacle Software.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn reports to Zoya.\n- Aisha reports to Tobias.\n- Omar reports to Amara.\n- Amara works for Bluepine Aviation.\n- Zoya reports to Omar.\n- Pablo works for Meridian Bank.\n- Bruno works for Bluepine Aviation.\n- Pinnacle Software was founded in 2009.\n- Aisha works for Pinnacle Software.\n- Pablo reports to Leila.\n- Lattice Analytics was founded in 1976.\n- Bruno reports to Kenji.\n- Bluepine Aviation is headquartered in Leeds.\n- Amara reports to Aisha.\n- Bluepine Aviation was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24663", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1653: employee Kenji B., hired 21 September 2021, separated 20 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1653?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2001.\n- Jonas reports to Ravi.\n- Lattice Analytics is headquartered in Brno.\n- Jonas works for Lattice Analytics.\n- Kenji works for Pinnacle Software.\n- Elena reports to Anders.\n- Lattice Analytics was founded in 2001.\n- Vantage Air is headquartered in Malmo.\n- Lucia reports to Kenji.\n- Deshawn reports to Jonas.\n- Vantage Air was founded in 1983.\n- Lucia works for Pinnacle Software.\n- Kenji reports to Elena.\n- Anders works for Pinnacle Software.\n- Crescent Telecom is headquartered in Malmo.\n- Ravi reports to Lucia.\n- Zoya reports to Deshawn.\n- Elena works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Deshawn works for Lattice Analytics.\n- Pinnacle Software was founded in 1978.\n- Pinnacle Software is headquartered in Leeds.\n- Ravi works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24665", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mei.\n- Leila works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Leila reports to Zoya.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 2013.\n- Tobias reports to Elena.\n- Northwind Systems is headquartered in Nagoya.\n- Elena works for Cobalt Health.\n- Northwind Systems was founded in 1980.\n- Cobalt Health is headquartered in Oslo.\n- Callum works for Pinnacle Software.\n- Cobalt Health was founded in 1993.\n- Elena reports to Leila.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Callum.\n- Pinnacle Software was founded in 1986.\n- Tobias works for Northwind Systems.\n- Pinnacle Software is headquartered in Oslo.\n- Omar works for Pinnacle Software.\n- Mei reports to Nadia.\n- Helios Logistics is headquartered in Valencia.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24667", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Felix works for Crescent Telecom.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno reports to Ingrid.\n- Felix reports to Ravi.\n- Pablo reports to Bruno.\n- Pablo works for Atlas Freight.\n- Yuki reports to Felix.\n- Atlas Freight is headquartered in Malmo.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Hana works for Beacon Insurance.\n- Ravi reports to Hana.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid works for Helios Logistics.\n- Atlas Freight was founded in 1976.\n- Tessa reports to Yuki.\n- Helios Logistics is headquartered in Dunedin.\n- Crescent Telecom was founded in 1979.\n- Helios Logistics was founded in 2008.\n- Ravi works for Beacon Insurance.\n- Hana reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24669", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24670", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 6682 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24671", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3719: employee Viktor B., hired 28 August 2019, separated 10 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3719?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1992.\n- Zoya reports to Mateo.\n- Ironwood Manufacturing was founded in 2012.\n- Dmitri works for Ironwood Manufacturing.\n- Kenji works for Cobalt Health.\n- Stefan works for Cedar Retail Group.\n- Leila reports to Elena.\n- Dmitri reports to Stefan.\n- Elena works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Cobalt Health is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mateo works for Cedar Retail Group.\n- Zoya works for Cobalt Health.\n- Mateo reports to Leila.\n- Kenji reports to Zoya.\n- Northwind Systems is headquartered in Malmo.\n- Cobalt Health was founded in 1989.\n- Elena reports to Dmitri.\n- Jonas works for Cedar Retail Group.\n- Leila works for Cobalt Health.\n- Jonas reports to Kenji.\n- Cedar Retail Group is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24673", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 June 2023): For employees hired on or after 02 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8725: employee Bruno K., hired 23 April 2020, separated 28 September 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8725?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Wren.\n- Lucia reports to Hana.\n- Summit Energy was founded in 2013.\n- Dmitri reports to Deshawn.\n- Cobalt Health was founded in 2004.\n- Lucia works for Cedar Retail Group.\n- Sofia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Deshawn reports to Mateo.\n- Mei reports to Dmitri.\n- Zoya works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Hana reports to Mei.\n- Mateo works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Wren reports to Anders.\n- Anders works for Cobalt Health.\n- Summit Energy is headquartered in Nagoya.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Mei works for Cobalt Health.\n- Sofia reports to Lucia.\n- Anders reports to Sofia.\n- Hana works for Cobalt Health.\n- Crescent Telecom is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1982.\n- Crescent Telecom was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Aisha.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation was founded in 2015.\n- Omar reports to Chiara.\n- Chiara works for Helios Logistics.\n- Bluepine Aviation is headquartered in Austin.\n- Fernhill Foods is headquartered in Halifax.\n- Omar works for Bluepine Aviation.\n- Callum reports to Omar.\n- Helios Logistics is headquartered in Bergen.\n- Chiara reports to Jonas.\n- Ravi works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Jonas works for Bluepine Aviation.\n- Hana reports to Yuki.\n- Wren reports to Mara.\n- Ravi reports to Wren.\n- Fernhill Foods was founded in 2014.\n- Wren works for Fernhill Foods.\n- Jonas reports to Hana.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1994.\n- Mara works for Fernhill Foods.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Mara reports to Callum.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24676", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24677", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3178: employee Lucia K., hired 25 November 2023, separated 30 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3178?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24678", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24679", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9857: employee Deshawn R., hired 27 April 2024, separated 10 August 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9857?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24680", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Beacon Insurance was founded in 1990.\n- Wren reports to Callum.\n- Sanne reports to Omar.\n- Meridian Bank was founded in 2002.\n- Atlas Freight is headquartered in Adelaide.\n- Pinnacle Software was founded in 2000.\n- Omar reports to Ravi.\n- Wren works for Pinnacle Software.\n- Kenji reports to Zoya.\n- Dmitri works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Dmitri reports to Mateo.\n- Mateo works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Callum works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Atlas Freight was founded in 1993.\n- Ravi works for Pinnacle Software.\n- Zoya reports to Wren.\n- Meridian Bank is headquartered in Bergen.\n- Anders works for Meridian Bank.\n- Callum reports to Sanne.\n- Anders reports to Dmitri.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24682", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24683", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8674: employee Dmitri R., hired 05 May 2021, separated 03 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8674?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24684", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24685", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1452: employee Bruno R., hired 13 July 2022, separated 11 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1452?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1452 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24686", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Porto.\n- Leila works for Crescent Telecom.\n- Leila reports to Hana.\n- Tobias reports to Ingrid.\n- Cedar Retail Group was founded in 1979.\n- Ingrid reports to Deshawn.\n- Cedar Retail Group is headquartered in Bergen.\n- Stefan works for Beacon Insurance.\n- Wren reports to Stefan.\n- Tobias works for Cobalt Health.\n- Beacon Insurance is headquartered in Malmo.\n- Hana works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Beacon Insurance was founded in 1991.\n- Hana reports to Mara.\n- Stefan reports to Tobias.\n- Cobalt Health was founded in 1977.\n- Deshawn works for Beacon Insurance.\n- Ingrid works for Cobalt Health.\n- Crescent Telecom was founded in 1977.\n- Wren works for Crescent Telecom.\n- Deshawn reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Atlas Freight.\n- Amara reports to Bruno.\n- Kenji works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Atlas Freight is headquartered in Adelaide.\n- Nadia works for Pinnacle Software.\n- Felix reports to Priya.\n- Amara works for Atlas Freight.\n- Wren reports to Kenji.\n- Pinnacle Software is headquartered in Leeds.\n- Atlas Freight was founded in 1982.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Hana reports to Nadia.\n- Northwind Systems is headquartered in Leeds.\n- Bruno reports to Stefan.\n- Bluepine Aviation was founded in 1979.\n- Deshawn works for Pinnacle Software.\n- Priya reports to Hana.\n- Stefan works for Atlas Freight.\n- Nadia reports to Wren.\n- Pinnacle Software was founded in 2002.\n- Felix works for Bluepine Aviation.\n- Northwind Systems was founded in 2004.\n- Stefan reports to Felix.\n- Kenji reports to Deshawn.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24689", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Sanne.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Omar reports to Priya.\n- Viktor works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy was founded in 2003.\n- Ravi works for Summit Energy.\n- Priya works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Cobalt Health is headquartered in Leeds.\n- Pablo reports to Deshawn.\n- Cobalt Health was founded in 1988.\n- Priya reports to Viktor.\n- Omar works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1983.\n- Atlas Freight was founded in 1978.\n- Nadia works for Atlas Freight.\n- Viktor reports to Ravi.\n- Deshawn works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn reports to Nadia.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1973", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tallinn.\n- Summit Energy is headquartered in Brno.\n- Anders works for Vantage Air.\n- Tobias works for Bluepine Aviation.\n- Vantage Air is headquartered in Halifax.\n- Summit Energy was founded in 2011.\n- Pablo works for Bluepine Aviation.\n- Yuki reports to Mara.\n- Bluepine Aviation was founded in 1983.\n- Mara works for Northwind Systems.\n- Ravi works for Vantage Air.\n- Wren reports to Yuki.\n- Pablo reports to Ravi.\n- Omar works for Bluepine Aviation.\n- Viktor reports to Leila.\n- Northwind Systems was founded in 2010.\n- Ravi reports to Priya.\n- Tobias reports to Sanne.\n- Wren works for Vantage Air.\n- Leila works for Vantage Air.\n- Priya reports to Viktor.\n- Omar reports to Tobias.\n- Yuki works for Vantage Air.\n- Sanne works for Vantage Air.\n- Bluepine Aviation is headquartered in Nagoya.\n- Vantage Air was founded in 1990.\n- Viktor works for Summit Energy.\n- Sanne reports to Anders.\n- Priya works for Vantage Air.\n- Anders reports to Wren.\n- Mara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24691", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "install_software", "3": "report_outage", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Pinnacle Software.\n- Mara reports to Callum.\n- Pinnacle Software was founded in 2014.\n- Ravi reports to Priya.\n- Callum works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Ingrid reports to Mei.\n- Mara works for Pinnacle Software.\n- Priya reports to Mara.\n- Vantage Air is headquartered in Valencia.\n- Priya works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1976.\n- Pinnacle Software is headquartered in Adelaide.\n- Tobias reports to Ravi.\n- Crescent Telecom is headquartered in Adelaide.\n- Callum reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mei reports to Kenji.\n- Vantage Air was founded in 1988.\n- Kenji works for Vantage Air.\n- Ravi works for Vantage Air.\n- Ironwood Manufacturing was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24693", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7497: employee Tessa R., hired 19 October 2021, separated 07 January 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7497?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Bruno.\n- Priya reports to Elena.\n- Bruno works for Atlas Freight.\n- Pinnacle Software is headquartered in Halifax.\n- Kenji works for Pinnacle Software.\n- Ingrid reports to Jonas.\n- Atlas Freight is headquartered in Bergen.\n- Northwind Systems was founded in 2012.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Kenji reports to Ingrid.\n- Northwind Systems is headquartered in Bergen.\n- Priya works for Northwind Systems.\n- Jonas reports to Callum.\n- Jonas works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Pinnacle Software was founded in 1988.\n- Elena works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Halifax.\n- Atlas Freight was founded in 1992.\n- Dmitri reports to Priya.\n- Ingrid works for Northwind Systems.\n- Bruno reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24695", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24696", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24697", "family": "intent_hardneg", "state": "Incoming support message:\n\"66672 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24698", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9091: employee Priya S., hired 17 November 2020, separated 31 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9091?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24699", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mara.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Felix reports to Viktor.\n- Mara reports to Yuki.\n- Priya works for Cedar Retail Group.\n- Yuki works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Nadia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum works for Lattice Analytics.\n- Viktor reports to Emeka.\n- Ingrid works for Fernhill Foods.\n- Callum reports to Aisha.\n- Emeka works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Fernhill Foods is headquartered in Austin.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1989.\n- Aisha reports to Priya.\n- Nadia reports to Ingrid.\n- Cedar Retail Group was founded in 2009.\n- Priya reports to Felix.\n- Fernhill Foods was founded in 2014.\n- Ingrid reports to Callum.\n- Lattice Analytics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2009", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24701", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1980.\n- Tessa reports to Amara.\n- Leila reports to Anders.\n- Tessa works for Northwind Systems.\n- Pinnacle Software is headquartered in Austin.\n- Ingrid reports to Leila.\n- Dmitri works for Crescent Telecom.\n- Anders reports to Sanne.\n- Ingrid works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Anders works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Viktor reports to Ingrid.\n- Pinnacle Software was founded in 1994.\n- Northwind Systems was founded in 1976.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Northwind Systems is headquartered in Tampere.\n- Crescent Telecom was founded in 1998.\n- Amara works for Crescent Telecom.\n- Sanne reports to Tessa.\n- Leila works for Helios Logistics.\n- Dmitri reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1981.\n- Anders works for Cedar Retail Group.\n- Sofia reports to Pablo.\n- Tobias works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Dmitri reports to Tobias.\n- Zoya works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Bluepine Aviation was founded in 1995.\n- Pablo reports to Dmitri.\n- Jonas works for Cedar Retail Group.\n- Pablo works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Cobalt Health is headquartered in Turku.\n- Chiara reports to Mateo.\n- Cobalt Health was founded in 1984.\n- Chiara works for Summit Energy.\n- Jonas reports to Zoya.\n- Omar reports to Anders.\n- Anders reports to Jonas.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias reports to Chiara.\n- Summit Energy was founded in 1979.\n- Zoya reports to Sofia.\n- Dmitri works for Cedar Retail Group.\n- Summit Energy is headquartered in Turku.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2015.\n- Dmitri works for Atlas Freight.\n- Felix works for Beacon Insurance.\n- Helios Logistics was founded in 1985.\n- Sofia reports to Mateo.\n- Zoya reports to Chiara.\n- Dmitri reports to Zoya.\n- Chiara works for Atlas Freight.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Atlas Freight is headquartered in Austin.\n- Beacon Insurance was founded in 1991.\n- Mei works for Vantage Air.\n- Beacon Insurance is headquartered in Nagoya.\n- Felix reports to Dmitri.\n- Pablo reports to Felix.\n- Mei reports to Sofia.\n- Zoya works for Beacon Insurance.\n- Chiara reports to Mei.\n- Vantage Air is headquartered in Nagoya.\n- Helios Logistics is headquartered in Adelaide.\n- Sofia works for Atlas Freight.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24705", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24706", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5971: employee Jonas T., hired 27 July 2024, separated 22 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5971?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24707", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8392: employee Sanne A., hired 16 December 2020, separated 09 January 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-8392 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$3,875", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24708", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1778: employee Leila T., hired 02 July 2022, separated 10 March 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-1778 under the controlling rules.", "criteria": {"0": "$8,200", "1": "$8,100", "2": "$35,533", "3": "$8,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24709", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24710", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9094: employee Jonas A., hired 10 October 2024, separated 27 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-9094 under the controlling rules.", "criteria": {"0": "$500", "1": "$21,667", "2": "$5,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24711", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 March 2025): For employees hired on or after 05 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8759: employee Dmitri M., hired 18 August 2024, separated 04 September 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8759?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24712", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 41820 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Fernhill Foods was founded in 1977.\n- Meridian Bank is headquartered in Turku.\n- Nadia works for Atlas Freight.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Northwind Systems was founded in 2012.\n- Priya works for Atlas Freight.\n- Leila reports to Stefan.\n- Hana works for Northwind Systems.\n- Atlas Freight was founded in 2008.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Priya reports to Bruno.\n- Ravi reports to Priya.\n- Bruno reports to Callum.\n- Hana reports to Leila.\n- Callum works for Fernhill Foods.\n- Callum reports to Hana.\n- Ravi works for Fernhill Foods.\n- Stefan reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24714", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24715", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24716", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3133: employee Sofia M., hired 26 January 2021, separated 26 July 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3133?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24717", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24718", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6004: employee Dmitri B., hired 23 February 2024, separated 28 June 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-6004 under the controlling rules.", "criteria": {"0": "$900", "1": "$3,500", "2": "$3,000", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24719", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: 1716 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "exchange_item", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sanne.\n- Sofia reports to Anders.\n- Elena works for Fernhill Foods.\n- Vantage Air is headquartered in Malmo.\n- Sofia works for Pinnacle Software.\n- Tessa works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Anders reports to Ravi.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 2004.\n- Ravi reports to Tessa.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 1977.\n- Pinnacle Software was founded in 1986.\n- Vantage Air was founded in 1996.\n- Felix works for Pinnacle Software.\n- Anders works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Pinnacle Software is headquartered in Ghent.\n- Felix reports to Elena.\n- Nadia works for Helios Logistics.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Dunedin.\n- Pablo reports to Yuki.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1977.\n- Priya works for Beacon Insurance.\n- Atlas Freight was founded in 2010.\n- Tessa reports to Viktor.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Emeka.\n- Jonas reports to Tessa.\n- Beacon Insurance was founded in 1989.\n- Priya reports to Jonas.\n- Sanne works for Beacon Insurance.\n- Anders works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Anders reports to Pablo.\n- Yuki reports to Sanne.\n- Lattice Analytics is headquartered in Halifax.\n- Beacon Insurance is headquartered in Porto.\n- Pablo works for Bluepine Aviation.\n- Nadia reports to Priya.\n- Emeka works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Emeka reports to Anders.\n- Lattice Analytics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24722", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24723", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24724", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1822: employee Kenji S., hired 10 April 2021, separated 25 August 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1822?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24725", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3996: employee Elena T., hired 10 November 2020, separated 01 January 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2025-3996 under the controlling rules.", "criteria": {"0": "$26,981", "1": "$114,750", "2": "$26,481", "3": "$26,611"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Sofia works for Atlas Freight.\n- Leila reports to Zoya.\n- Northwind Systems is headquartered in Ghent.\n- Anders works for Northwind Systems.\n- Sofia reports to Omar.\n- Pablo works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Omar reports to Anders.\n- Felix works for Summit Energy.\n- Chiara reports to Leila.\n- Atlas Freight was founded in 2003.\n- Tessa reports to Deshawn.\n- Lattice Analytics was founded in 1990.\n- Atlas Freight is headquartered in Brno.\n- Pablo reports to Felix.\n- Omar works for Summit Energy.\n- Tessa works for Northwind Systems.\n- Lattice Analytics is headquartered in Ghent.\n- Zoya reports to Tessa.\n- Felix reports to Chiara.\n- Deshawn works for Atlas Freight.\n- Northwind Systems was founded in 2003.\n- Chiara works for Lattice Analytics.\n- Summit Energy was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24727", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24728", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9071: employee Nadia A., hired 15 August 2022, separated 23 August 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9071?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24729", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24730", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Dunedin.\n- Mara works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Chiara reports to Mara.\n- Viktor works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Helios Logistics is headquartered in Brno.\n- Nadia works for Crescent Telecom.\n- Elena works for Helios Logistics.\n- Tessa reports to Lucia.\n- Crescent Telecom was founded in 2005.\n- Kenji works for Vantage Air.\n- Cobalt Health was founded in 1992.\n- Cobalt Health is headquartered in Turku.\n- Elena reports to Nadia.\n- Vantage Air is headquartered in Brno.\n- Nadia reports to Aisha.\n- Lucia works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Vantage Air was founded in 2015.\n- Mara reports to Viktor.\n- Kenji reports to Elena.\n- Ingrid reports to Tessa.\n- Aisha reports to Chiara.\n- Viktor reports to Ingrid.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24732", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24733", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Mei works for Atlas Freight.\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation was founded in 2008.\n- Atlas Freight is headquartered in Cork.\n- Tessa works for Atlas Freight.\n- Sofia reports to Bruno.\n- Chiara reports to Sofia.\n- Nadia reports to Aisha.\n- Tessa reports to Kenji.\n- Bruno reports to Nadia.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics was founded in 1998.\n- Atlas Freight was founded in 2006.\n- Aisha reports to Jonas.\n- Aisha works for Lattice Analytics.\n- Pinnacle Software is headquartered in Brno.\n- Mei reports to Tessa.\n- Hana reports to Mei.\n- Pinnacle Software was founded in 1975.\n- Chiara works for Lattice Analytics.\n- Hana works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Cork.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24735", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9600: employee Zoya B., hired 17 September 2022, separated 02 March 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-9600 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$9,000", "3": "$6,562"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24736", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4208: employee Hana T., hired 21 November 2022, separated 28 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-4208?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24737", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24738", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4200: employee Viktor R., hired 10 September 2022, separated 02 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4200?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24739", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24740", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7725: employee Elena A., hired 07 June 2021, separated 20 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7725?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24741", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 September 2025): For employees hired on or after 03 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1559: employee Wren T., hired 01 March 2022, separated 24 January 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1559?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Vantage Air is headquartered in Cork.\n- Ingrid reports to Hana.\n- Mei works for Helios Logistics.\n- Meridian Bank was founded in 1994.\n- Meridian Bank is headquartered in Lyon.\n- Ingrid works for Pinnacle Software.\n- Hana works for Meridian Bank.\n- Helios Logistics was founded in 2005.\n- Pinnacle Software is headquartered in Adelaide.\n- Amara works for Meridian Bank.\n- Pinnacle Software was founded in 2015.\n- Vantage Air was founded in 2000.\n- Wren works for Vantage Air.\n- Mei reports to Ingrid.\n- Hana reports to Felix.\n- Tessa works for Meridian Bank.\n- Wren reports to Dmitri.\n- Amara reports to Wren.\n- Tessa reports to Amara.\n- Helios Logistics is headquartered in Malmo.\n- Dmitri reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24743", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Helios Logistics was founded in 2013.\n- Emeka reports to Sofia.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Chiara reports to Dmitri.\n- Omar works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 2012.\n- Tobias works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Dmitri reports to Omar.\n- Helios Logistics is headquartered in Oslo.\n- Chiara works for Helios Logistics.\n- Hana reports to Amara.\n- Beacon Insurance is headquartered in Oslo.\n- Lattice Analytics is headquartered in Porto.\n- Tobias reports to Chiara.\n- Hana works for Lattice Analytics.\n- Omar reports to Emeka.\n- Lattice Analytics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24745", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 78122 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "request_refund", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Leila.\n- Northwind Systems was founded in 2007.\n- Mateo works for Northwind Systems.\n- Mei works for Crescent Telecom.\n- Leila reports to Dmitri.\n- Cobalt Health was founded in 2012.\n- Vantage Air was founded in 1988.\n- Lucia reports to Ingrid.\n- Lucia works for Crescent Telecom.\n- Ravi works for Cobalt Health.\n- Dmitri reports to Sofia.\n- Sofia works for Northwind Systems.\n- Crescent Telecom was founded in 1988.\n- Mateo reports to Ravi.\n- Vantage Air is headquartered in Valencia.\n- Nadia works for Cobalt Health.\n- Yuki works for Vantage Air.\n- Dmitri works for Cobalt Health.\n- Crescent Telecom is headquartered in Tampere.\n- Anders works for Crescent Telecom.\n- Ravi reports to Yuki.\n- Cobalt Health is headquartered in Tallinn.\n- Tessa reports to Mateo.\n- Yuki reports to Nadia.\n- Sofia reports to Anders.\n- Ingrid works for Vantage Air.\n- Anders reports to Lucia.\n- Leila works for Crescent Telecom.\n- Northwind Systems is headquartered in Tallinn.\n- Tessa works for Northwind Systems.\n- Nadia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24747", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24748", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24749", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1985.\n- Beacon Insurance is headquartered in Brno.\n- Deshawn reports to Jonas.\n- Felix reports to Mara.\n- Mara works for Lattice Analytics.\n- Zoya works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Callum reports to Wren.\n- Meridian Bank is headquartered in Tallinn.\n- Wren reports to Felix.\n- Sanne reports to Callum.\n- Jonas works for Meridian Bank.\n- Mara reports to Zoya.\n- Bruno reports to Sanne.\n- Felix works for Beacon Insurance.\n- Zoya reports to Lucia.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance was founded in 1982.\n- Bruno works for Beacon Insurance.\n- Lattice Analytics was founded in 1986.\n- Lattice Analytics is headquartered in Tallinn.\n- Vantage Air is headquartered in Basel.\n- Deshawn works for Meridian Bank.\n- Jonas reports to Tobias.\n- Callum works for Meridian Bank.\n- Lucia works for Beacon Insurance.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Tobias reports to Elena.\n- Lucia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24751", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24752", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4288: employee Leila K., hired 04 November 2023, separated 22 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4288?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24753", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Beacon Insurance was founded in 2000.\n- Omar works for Cobalt Health.\n- Sanne reports to Ingrid.\n- Wren reports to Jonas.\n- Viktor works for Northwind Systems.\n- Omar reports to Deshawn.\n- Ingrid works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Sanne works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Northwind Systems is headquartered in Malmo.\n- Aisha reports to Dmitri.\n- Viktor reports to Omar.\n- Deshawn works for Helios Logistics.\n- Cobalt Health was founded in 2007.\n- Dmitri reports to Sanne.\n- Helios Logistics was founded in 1984.\n- Deshawn reports to Aisha.\n- Helios Logistics is headquartered in Lyon.\n- Northwind Systems was founded in 1987.\n- Jonas works for Beacon Insurance.\n- Cobalt Health is headquartered in Malmo.\n- Ingrid reports to Ravi.\n- Beacon Insurance is headquartered in Lyon.\n- Aisha works for Helios Logistics.\n- Jonas reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Mei reports to Chiara.\n- Yuki reports to Omar.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Aisha.\n- Ingrid works for Atlas Freight.\n- Omar reports to Sanne.\n- Crescent Telecom is headquartered in Tampere.\n- Deshawn works for Crescent Telecom.\n- Stefan reports to Yuki.\n- Lattice Analytics was founded in 2004.\n- Mei works for Crescent Telecom.\n- Ingrid reports to Tessa.\n- Leila works for Vantage Air.\n- Omar works for Lattice Analytics.\n- Atlas Freight is headquartered in Ghent.\n- Sanne works for Crescent Telecom.\n- Yuki works for Vantage Air.\n- Aisha reports to Mei.\n- Stefan works for Atlas Freight.\n- Vantage Air was founded in 1985.\n- Viktor reports to Stefan.\n- Crescent Telecom was founded in 1989.\n- Viktor works for Lattice Analytics.\n- Chiara works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Atlas Freight was founded in 1975.\n- Chiara reports to Leila.\n- Deshawn reports to Viktor.\n- Vantage Air is headquartered in Malmo.\n- Tessa reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ingrid.\n- Kenji works for Cobalt Health.\n- Priya works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Nadia works for Fernhill Foods.\n- Ingrid reports to Nadia.\n- Stefan works for Fernhill Foods.\n- Meridian Bank was founded in 1976.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods was founded in 1988.\n- Tobias works for Cobalt Health.\n- Atlas Freight is headquartered in Lyon.\n- Stefan reports to Priya.\n- Meridian Bank is headquartered in Tallinn.\n- Ingrid works for Cobalt Health.\n- Fernhill Foods is headquartered in Lyon.\n- Atlas Freight was founded in 1992.\n- Kenji reports to Yuki.\n- Yuki reports to Jonas.\n- Cobalt Health was founded in 2015.\n- Tobias reports to Stefan.\n- Nadia reports to Kenji.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor works for Cobalt Health.\n- Lattice Analytics was founded in 2011.\n- Tobias works for Lattice Analytics.\n- Stefan works for Cedar Retail Group.\n- Kenji reports to Lucia.\n- Sofia works for Lattice Analytics.\n- Cobalt Health was founded in 1985.\n- Cobalt Health is headquartered in Leeds.\n- Mei works for Lattice Analytics.\n- Wren works for Bluepine Aviation.\n- Jonas works for Cobalt Health.\n- Bluepine Aviation was founded in 2010.\n- Ingrid reports to Tobias.\n- Bruno reports to Sofia.\n- Viktor reports to Mei.\n- Hana works for Lattice Analytics.\n- Wren reports to Bruno.\n- Ingrid works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Oslo.\n- Hana reports to Kenji.\n- Stefan reports to Hana.\n- Kenji works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2011.\n- Lucia reports to Wren.\n- Lucia works for Cobalt Health.\n- Mei reports to Jonas.\n- Jonas reports to Ingrid.\n- Lattice Analytics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Northwind Systems.\n- Omar reports to Amara.\n- Hana works for Fernhill Foods.\n- Emeka reports to Stefan.\n- Dmitri works for Bluepine Aviation.\n- Yuki reports to Hana.\n- Crescent Telecom is headquartered in Turku.\n- Bluepine Aviation is headquartered in Bergen.\n- Stefan reports to Tessa.\n- Wren works for Fernhill Foods.\n- Yuki works for Crescent Telecom.\n- Ravi works for Fernhill Foods.\n- Hana reports to Ravi.\n- Tessa works for Northwind Systems.\n- Crescent Telecom was founded in 2010.\n- Dmitri reports to Omar.\n- Ravi reports to Dmitri.\n- Wren reports to Yuki.\n- Northwind Systems is headquartered in Turku.\n- Bluepine Aviation was founded in 2006.\n- Northwind Systems was founded in 2011.\n- Amara works for Crescent Telecom.\n- Fernhill Foods was founded in 1992.\n- Stefan works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Amara reports to Emeka.\n- Fernhill Foods is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24759", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8529: employee Dmitri S., hired 25 May 2022, separated 30 January 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-8529 under the controlling rules.", "criteria": {"0": "$5,885", "1": "$40,000", "2": "$9,231", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Emeka.\n- Mateo works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1980.\n- Emeka works for Meridian Bank.\n- Mateo reports to Ravi.\n- Emeka reports to Aisha.\n- Leila works for Northwind Systems.\n- Lucia works for Meridian Bank.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Aisha reports to Mateo.\n- Northwind Systems is headquartered in Austin.\n- Aisha works for Helios Logistics.\n- Deshawn reports to Stefan.\n- Helios Logistics is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Northwind Systems was founded in 1989.\n- Ravi reports to Leila.\n- Meridian Bank is headquartered in Austin.\n- Stefan reports to Lucia.\n- Deshawn works for Ironwood Manufacturing.\n- Ravi works for Meridian Bank.\n- Helios Logistics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1985", "2": "1980", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24761", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3475: employee Wren M., hired 25 September 2022, separated 06 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3475?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24762", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 6693\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24763", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Yuki works for Atlas Freight.\n- Wren works for Crescent Telecom.\n- Sofia works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 1995.\n- Kenji reports to Yuki.\n- Sofia reports to Kenji.\n- Yuki reports to Ingrid.\n- Mateo reports to Deshawn.\n- Lattice Analytics is headquartered in Malmo.\n- Ravi reports to Felix.\n- Atlas Freight was founded in 1981.\n- Vantage Air was founded in 1975.\n- Atlas Freight is headquartered in Malmo.\n- Ingrid reports to Wren.\n- Kenji works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Wren reports to Ravi.\n- Vantage Air is headquartered in Tampere.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 1991.\n- Priya works for Crescent Telecom.\n- Deshawn reports to Priya.\n- Felix reports to Mateo.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24765", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24766", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Meridian Bank.\n- Dmitri works for Summit Energy.\n- Yuki works for Northwind Systems.\n- Summit Energy is headquartered in Bergen.\n- Priya works for Meridian Bank.\n- Priya reports to Mei.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 1990.\n- Callum reports to Dmitri.\n- Northwind Systems was founded in 1987.\n- Meridian Bank was founded in 1997.\n- Meridian Bank is headquartered in Porto.\n- Omar works for Meridian Bank.\n- Northwind Systems is headquartered in Bergen.\n- Stefan reports to Pablo.\n- Stefan works for Summit Energy.\n- Sanne reports to Omar.\n- Mara reports to Callum.\n- Leila works for Helios Logistics.\n- Mei reports to Stefan.\n- Tessa works for Helios Logistics.\n- Tessa reports to Yuki.\n- Dmitri reports to Tessa.\n- Helios Logistics was founded in 1985.\n- Sanne works for Summit Energy.\n- Mara works for Meridian Bank.\n- Leila reports to Sanne.\n- Helios Logistics is headquartered in Bergen.\n- Omar reports to Mara.\n- Mei works for Meridian Bank.\n- Yuki reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24768", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9639: employee Callum A., hired 08 November 2022, separated 28 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2025-9639 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$8,731", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24769", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24770", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24771", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5738: employee Ingrid K., hired 28 April 2020, separated 16 January 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-5738 under the controlling rules.", "criteria": {"0": "$31,750", "1": "$33,750", "2": "$36,606", "3": "$146,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Pinnacle Software was founded in 1995.\n- Deshawn works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1976.\n- Ironwood Manufacturing was founded in 1997.\n- Sanne reports to Wren.\n- Vantage Air is headquartered in Leeds.\n- Wren works for Pinnacle Software.\n- Aisha reports to Stefan.\n- Deshawn reports to Lucia.\n- Aisha works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1984.\n- Elena works for Cobalt Health.\n- Wren reports to Sofia.\n- Elena reports to Anders.\n- Sofia reports to Aisha.\n- Cobalt Health is headquartered in Brno.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia works for Vantage Air.\n- Lucia reports to Tobias.\n- Amara works for Cobalt Health.\n- Stefan reports to Amara.\n- Anders reports to Omar.\n- Anders works for Vantage Air.\n- Tobias reports to Elena.\n- Tobias works for Ironwood Manufacturing.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24773", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4049: employee Emeka A., hired 21 November 2020, separated 11 October 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4049?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24774", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 December 2022): For employees hired on or after 23 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2853: employee Yuki A., hired 20 February 2020, separated 13 June 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-2853 under the controlling rules.", "criteria": {"0": "$7,425", "1": "$31,850", "2": "$6,350", "3": "$7,350"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24775", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1731: employee Kenji B., hired 28 November 2020, separated 30 April 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-1731 under the controlling rules.", "criteria": {"0": "$5,950", "1": "$7,000", "2": "$9,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1731 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24776", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 24597, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24777", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3502: employee Tessa K., hired 08 May 2021, separated 05 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3502?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mara.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Beacon Insurance was founded in 1984.\n- Summit Energy was founded in 1991.\n- Priya reports to Callum.\n- Amara works for Cobalt Health.\n- Tessa works for Bluepine Aviation.\n- Mei reports to Amara.\n- Yuki reports to Jonas.\n- Callum works for Beacon Insurance.\n- Tobias works for Cobalt Health.\n- Mara reports to Kenji.\n- Nadia works for Cobalt Health.\n- Tessa reports to Nadia.\n- Cobalt Health is headquartered in Basel.\n- Bluepine Aviation was founded in 1998.\n- Kenji works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Mei works for Bluepine Aviation.\n- Omar reports to Yuki.\n- Yuki works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Kenji reports to Mei.\n- Nadia reports to Priya.\n- Beacon Insurance is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Beacon Insurance.\n- Tobias reports to Omar.\n- Summit Energy is headquartered in Basel.\n- Amara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24779", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7381: employee Tobias A., hired 05 December 2022, separated 28 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7381?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2014.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri works for Helios Logistics.\n- Cobalt Health was founded in 1989.\n- Amara works for Bluepine Aviation.\n- Jonas reports to Hana.\n- Dmitri reports to Jonas.\n- Chiara works for Northwind Systems.\n- Hana reports to Felix.\n- Felix works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Nadia works for Bluepine Aviation.\n- Omar works for Helios Logistics.\n- Felix reports to Chiara.\n- Bluepine Aviation was founded in 1977.\n- Northwind Systems is headquartered in Lyon.\n- Omar reports to Amara.\n- Nadia reports to Dmitri.\n- Cobalt Health is headquartered in Brno.\n- Bluepine Aviation is headquartered in Lyon.\n- Northwind Systems was founded in 1994.\n- Amara reports to Nadia.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2012.\n- Atlas Freight is headquartered in Nagoya.\n- Ingrid reports to Zoya.\n- Crescent Telecom was founded in 1980.\n- Hana reports to Callum.\n- Leila works for Lattice Analytics.\n- Nadia reports to Hana.\n- Kenji works for Atlas Freight.\n- Callum reports to Kenji.\n- Crescent Telecom is headquartered in Brno.\n- Lucia reports to Ingrid.\n- Deshawn works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Deshawn reports to Lucia.\n- Lattice Analytics is headquartered in Nagoya.\n- Zoya works for Atlas Freight.\n- Hana works for Lattice Analytics.\n- Leila reports to Felix.\n- Nadia works for Atlas Freight.\n- Felix works for Crescent Telecom.\n- Northwind Systems is headquartered in Dunedin.\n- Callum works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Lattice Analytics was founded in 1985.\n- Kenji reports to Leila.\n- Felix reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mei.\n- Wren reports to Mara.\n- Deshawn reports to Zoya.\n- Anders reports to Kenji.\n- Deshawn works for Northwind Systems.\n- Zoya reports to Wren.\n- Mara works for Fernhill Foods.\n- Anders works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Aisha works for Fernhill Foods.\n- Mara reports to Anders.\n- Fernhill Foods is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Fernhill Foods was founded in 1976.\n- Northwind Systems was founded in 1994.\n- Northwind Systems is headquartered in Leeds.\n- Mei reports to Deshawn.\n- Mei works for Fernhill Foods.\n- Kenji works for Northwind Systems.\n- Wren works for Fernhill Foods.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1978.\n- Meridian Bank is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1979", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24783", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24784", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Zoya.\n- Northwind Systems was founded in 2013.\n- Viktor reports to Nadia.\n- Cobalt Health is headquartered in Brno.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance is headquartered in Cork.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Mateo works for Northwind Systems.\n- Aisha works for Fernhill Foods.\n- Northwind Systems is headquartered in Brno.\n- Priya works for Fernhill Foods.\n- Aisha reports to Hana.\n- Beacon Insurance was founded in 1975.\n- Chiara reports to Mateo.\n- Zoya works for Fernhill Foods.\n- Cobalt Health was founded in 1998.\n- Hana works for Northwind Systems.\n- Dmitri reports to Chiara.\n- Fernhill Foods was founded in 1983.\n- Chiara works for Fernhill Foods.\n- Nadia reports to Priya.\n- Ravi reports to Aisha.\n- Dmitri works for Beacon Insurance.\n- Mateo reports to Viktor.\n- Nadia works for Beacon Insurance.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Brno", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2006.\n- Mara works for Northwind Systems.\n- Kenji works for Cedar Retail Group.\n- Mara reports to Chiara.\n- Zoya works for Cedar Retail Group.\n- Chiara reports to Kenji.\n- Emeka works for Northwind Systems.\n- Mateo reports to Mara.\n- Ingrid reports to Felix.\n- Northwind Systems was founded in 1985.\n- Cedar Retail Group is headquartered in Porto.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Northwind Systems is headquartered in Porto.\n- Kenji reports to Ingrid.\n- Ingrid works for Bluepine Aviation.\n- Felix reports to Zoya.\n- Helios Logistics is headquartered in Oslo.\n- Chiara works for Northwind Systems.\n- Zoya reports to Emeka.\n- Felix works for Helios Logistics.\n- Bluepine Aviation is headquartered in Brno.\n- Helios Logistics was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1979", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Ingrid reports to Tobias.\n- Kenji works for Lattice Analytics.\n- Emeka reports to Jonas.\n- Helios Logistics is headquartered in Malmo.\n- Hana reports to Emeka.\n- Omar reports to Ingrid.\n- Omar works for Summit Energy.\n- Kenji reports to Omar.\n- Helios Logistics was founded in 1980.\n- Summit Energy is headquartered in Porto.\n- Jonas reports to Kenji.\n- Fernhill Foods was founded in 1985.\n- Lattice Analytics is headquartered in Porto.\n- Emeka works for Fernhill Foods.\n- Lattice Analytics was founded in 2000.\n- Tobias works for Fernhill Foods.\n- Summit Energy was founded in 1992.\n- Jonas works for Helios Logistics.\n- Tobias reports to Anders.\n- Ingrid works for Summit Energy.\n- Fernhill Foods is headquartered in Bergen.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Deshawn reports to Aisha.\n- Cedar Retail Group was founded in 2009.\n- Helios Logistics was founded in 1977.\n- Callum works for Crescent Telecom.\n- Tobias works for Helios Logistics.\n- Bluepine Aviation was founded in 2004.\n- Priya reports to Ingrid.\n- Elena reports to Priya.\n- Emeka works for Helios Logistics.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Mateo reports to Callum.\n- Ingrid reports to Tobias.\n- Crescent Telecom was founded in 1994.\n- Mateo works for Crescent Telecom.\n- Helios Logistics is headquartered in Halifax.\n- Aisha works for Bluepine Aviation.\n- Deshawn works for Cedar Retail Group.\n- Callum reports to Deshawn.\n- Bruno reports to Elena.\n- Tobias reports to Emeka.\n- Priya works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Lyon.\n- Ingrid works for Crescent Telecom.\n- Aisha reports to Bruno.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Turku.\n- Yuki works for Lattice Analytics.\n- Anders works for Cedar Retail Group.\n- Atlas Freight was founded in 1986.\n- Priya works for Lattice Analytics.\n- Pablo reports to Viktor.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group is headquartered in Brno.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Lucia works for Lattice Analytics.\n- Priya reports to Leila.\n- Aisha reports to Priya.\n- Sanne reports to Aisha.\n- Viktor works for Atlas Freight.\n- Lattice Analytics was founded in 1979.\n- Leila reports to Lucia.\n- Amara reports to Yuki.\n- Cedar Retail Group was founded in 2000.\n- Anders reports to Sanne.\n- Leila works for Atlas Freight.\n- Cobalt Health was founded in 1998.\n- Yuki reports to Anders.\n- Pablo works for Atlas Freight.\n- Lucia reports to Pablo.\n- Lattice Analytics is headquartered in Porto.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Anders.\n- Anders works for Cedar Retail Group.\n- Anders reports to Hana.\n- Priya works for Summit Energy.\n- Wren works for Summit Energy.\n- Mei works for Summit Energy.\n- Sanne reports to Lucia.\n- Hana works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Mei reports to Priya.\n- Summit Energy is headquartered in Tallinn.\n- Amara reports to Nadia.\n- Vantage Air is headquartered in Tallinn.\n- Crescent Telecom was founded in 2006.\n- Hana reports to Amara.\n- Cedar Retail Group was founded in 1977.\n- Cedar Retail Group is headquartered in Tallinn.\n- Wren reports to Tobias.\n- Summit Energy was founded in 1996.\n- Bruno reports to Sanne.\n- Nadia works for Cedar Retail Group.\n- Priya reports to Wren.\n- Sanne works for Vantage Air.\n- Amara works for Vantage Air.\n- Nadia reports to Bruno.\n- Zoya reports to Mei.\n- Zoya works for Vantage Air.\n- Bruno works for Summit Energy.\n- Vantage Air was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24791", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2002.\n- Sofia reports to Ingrid.\n- Vantage Air was founded in 2000.\n- Chiara works for Vantage Air.\n- Sofia works for Meridian Bank.\n- Felix works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Ingrid works for Ironwood Manufacturing.\n- Chiara reports to Sofia.\n- Felix reports to Chiara.\n- Vantage Air is headquartered in Oslo.\n- Tobias reports to Dmitri.\n- Elena works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Malmo.\n- Ingrid reports to Elena.\n- Elena reports to Tobias.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Anders.\n- Tobias works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2005.\n- Meridian Bank was founded in 2006.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Mateo works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 2005.\n- Yuki reports to Mei.\n- Omar reports to Leila.\n- Emeka works for Summit Energy.\n- Ingrid works for Northwind Systems.\n- Summit Energy was founded in 1994.\n- Mei works for Summit Energy.\n- Sanne reports to Omar.\n- Omar works for Beacon Insurance.\n- Helios Logistics is headquartered in Basel.\n- Priya reports to Ingrid.\n- Emeka reports to Pablo.\n- Tessa works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Mei reports to Emeka.\n- Pablo reports to Priya.\n- Pablo works for Helios Logistics.\n- Leila reports to Tessa.\n- Northwind Systems is headquartered in Tallinn.\n- Summit Energy is headquartered in Halifax.\n- Ingrid reports to Sanne.\n- Mateo reports to Yuki.\n- Northwind Systems was founded in 1980.\n- Tessa reports to Wren.\n- Priya works for Northwind Systems.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 2001.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24794", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24795", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24796", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Nadia reports to Mei.\n- Bruno works for Northwind Systems.\n- Sofia reports to Bruno.\n- Northwind Systems was founded in 1982.\n- Helios Logistics was founded in 2005.\n- Sofia works for Atlas Freight.\n- Omar reports to Lucia.\n- Atlas Freight was founded in 1984.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Mateo works for Northwind Systems.\n- Mateo reports to Leila.\n- Leila reports to Nadia.\n- Atlas Freight is headquartered in Dunedin.\n- Bruno reports to Mateo.\n- Deshawn reports to Omar.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Callum works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Fernhill Foods was founded in 1989.\n- Omar works for Helios Logistics.\n- Mei reports to Callum.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Basel", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24798", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7757: employee Mei B., hired 09 June 2023, separated 11 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2025-7757 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$12,385", "2": "$6,231", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7757 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-24799", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24800", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5502: employee Hana M., hired 16 August 2022, separated 23 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5502?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24801", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Pinnacle Software was founded in 1985.\n- Emeka works for Crescent Telecom.\n- Meridian Bank was founded in 1988.\n- Crescent Telecom is headquartered in Tallinn.\n- Atlas Freight is headquartered in Basel.\n- Pinnacle Software is headquartered in Basel.\n- Amara reports to Stefan.\n- Amara works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Bruno works for Pinnacle Software.\n- Priya reports to Elena.\n- Meridian Bank is headquartered in Tallinn.\n- Crescent Telecom was founded in 1994.\n- Emeka reports to Amara.\n- Stefan reports to Mei.\n- Priya works for Meridian Bank.\n- Bruno reports to Emeka.\n- Mei works for Pinnacle Software.\n- Pablo reports to Bruno.\n- Mei reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24803", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24804", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8998: employee Leila A., hired 09 February 2020, separated 02 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8998?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24805", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24806", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24807", "family": "intent_v3", "state": "Incoming support message:\n\"15769 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Elena.\n- Priya reports to Ravi.\n- Felix works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Priya works for Bluepine Aviation.\n- Sanne works for Cedar Retail Group.\n- Tobias reports to Priya.\n- Cobalt Health is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Brno.\n- Cobalt Health was founded in 2001.\n- Chiara reports to Felix.\n- Lucia reports to Sofia.\n- Ravi works for Cobalt Health.\n- Bluepine Aviation was founded in 2008.\n- Lucia works for Bluepine Aviation.\n- Chiara works for Cobalt Health.\n- Lattice Analytics is headquartered in Valencia.\n- Omar works for Cobalt Health.\n- Lattice Analytics was founded in 2009.\n- Sofia works for Lattice Analytics.\n- Cedar Retail Group was founded in 1981.\n- Cedar Retail Group is headquartered in Brno.\n- Omar reports to Sanne.\n- Elena works for Cobalt Health.\n- Elena reports to Tobias.\n- Ravi reports to Lucia.\n- Sanne reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24809", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9733: employee Sofia K., hired 24 August 2022, separated 24 May 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-9733 under the controlling rules.", "criteria": {"0": "$2,125", "1": "$3,000", "2": "$10,833", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24810", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-7 (VERSION 7, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6758: employee Mei R., hired 20 August 2020, separated 09 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6758?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6758 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24811", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 9953 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24812", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2747: employee Yuki M., hired 18 January 2021, separated 30 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-2747 under the controlling rules.", "criteria": {"0": "$70,417", "1": "$18,250", "2": "$18,750", "3": "$16,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24813", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Zoya.\n- Yuki reports to Anders.\n- Zoya works for Vantage Air.\n- Anders reports to Nadia.\n- Helios Logistics was founded in 1987.\n- Helios Logistics is headquartered in Basel.\n- Anders works for Helios Logistics.\n- Lucia reports to Felix.\n- Felix works for Atlas Freight.\n- Nadia works for Helios Logistics.\n- Mei reports to Emeka.\n- Mei works for Atlas Freight.\n- Vantage Air was founded in 1987.\n- Beacon Insurance is headquartered in Halifax.\n- Nadia reports to Mei.\n- Emeka works for Beacon Insurance.\n- Atlas Freight is headquartered in Tallinn.\n- Lucia works for Vantage Air.\n- Beacon Insurance was founded in 2001.\n- Ravi works for Beacon Insurance.\n- Atlas Freight was founded in 1990.\n- Stefan reports to Lucia.\n- Emeka reports to Ravi.\n- Stefan works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Vantage Air is headquartered in Halifax.\n- Zoya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24815", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Vantage Air.\n- Lucia works for Vantage Air.\n- Felix works for Cedar Retail Group.\n- Vantage Air was founded in 2005.\n- Ironwood Manufacturing is headquartered in Porto.\n- Nadia reports to Lucia.\n- Vantage Air is headquartered in Cork.\n- Cedar Retail Group was founded in 2005.\n- Callum works for Vantage Air.\n- Elena works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2015.\n- Jonas reports to Kenji.\n- Kenji works for Vantage Air.\n- Northwind Systems was founded in 1988.\n- Lucia reports to Jonas.\n- Mateo reports to Callum.\n- Kenji reports to Elena.\n- Cedar Retail Group is headquartered in Cork.\n- Mateo works for Ironwood Manufacturing.\n- Elena reports to Felix.\n- Northwind Systems is headquartered in Dunedin.\n- Felix reports to Mateo.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Cobalt Health is headquartered in Malmo.\n- Mei works for Lattice Analytics.\n- Ingrid works for Fernhill Foods.\n- Tobias reports to Pablo.\n- Fernhill Foods is headquartered in Tallinn.\n- Yuki reports to Tessa.\n- Aisha reports to Callum.\n- Emeka works for Lattice Analytics.\n- Vantage Air was founded in 1981.\n- Ingrid reports to Aisha.\n- Callum works for Cobalt Health.\n- Callum reports to Stefan.\n- Lucia reports to Emeka.\n- Tobias works for Lattice Analytics.\n- Pablo works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Mei reports to Tobias.\n- Vantage Air is headquartered in Bergen.\n- Stefan reports to Kenji.\n- Stefan works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Kenji reports to Yuki.\n- Lattice Analytics was founded in 2005.\n- Emeka reports to Mei.\n- Cobalt Health was founded in 1980.\n- Pablo reports to Ingrid.\n- Aisha works for Lattice Analytics.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24818", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24819", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24820", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5877: employee Chiara K., hired 20 May 2024, separated 27 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-5877 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$4,500", "2": "$10,833", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-24821", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Northwind Systems was founded in 2009.\n- Chiara reports to Mateo.\n- Chiara works for Northwind Systems.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Leila reports to Lucia.\n- Leila works for Ironwood Manufacturing.\n- Priya reports to Chiara.\n- Priya works for Vantage Air.\n- Atlas Freight was founded in 2011.\n- Lucia reports to Priya.\n- Lucia works for Vantage Air.\n- Ironwood Manufacturing was founded in 1984.\n- Atlas Freight is headquartered in Valencia.\n- Tobias reports to Tessa.\n- Tessa reports to Deshawn.\n- Mateo reports to Tobias.\n- Vantage Air was founded in 1981.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Northwind Systems is headquartered in Turku.\n- Tobias works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24823", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Ingrid reports to Priya.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Jonas works for Helios Logistics.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Vantage Air is headquartered in Halifax.\n- Pinnacle Software was founded in 2001.\n- Vantage Air was founded in 2012.\n- Helios Logistics is headquartered in Halifax.\n- Zoya reports to Emeka.\n- Priya reports to Tessa.\n- Priya works for Pinnacle Software.\n- Jonas reports to Chiara.\n- Nadia works for Crescent Telecom.\n- Tessa reports to Jonas.\n- Emeka reports to Nadia.\n- Crescent Telecom was founded in 1980.\n- Ingrid works for Helios Logistics.\n- Zoya works for Pinnacle Software.\n- Chiara works for Vantage Air.\n- Helios Logistics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Cobalt Health was founded in 1985.\n- Northwind Systems was founded in 1985.\n- Aisha works for Helios Logistics.\n- Meridian Bank was founded in 2008.\n- Anders reports to Emeka.\n- Elena reports to Kenji.\n- Sofia reports to Aisha.\n- Elena works for Northwind Systems.\n- Sofia works for Meridian Bank.\n- Lucia reports to Wren.\n- Helios Logistics is headquartered in Ghent.\n- Cobalt Health is headquartered in Leeds.\n- Anders works for Helios Logistics.\n- Pablo works for Northwind Systems.\n- Mateo works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Wren works for Meridian Bank.\n- Wren reports to Elena.\n- Mateo reports to Jonas.\n- Emeka reports to Pablo.\n- Pablo reports to Yuki.\n- Jonas reports to Anders.\n- Kenji reports to Sofia.\n- Northwind Systems is headquartered in Tampere.\n- Yuki works for Meridian Bank.\n- Yuki reports to Lucia.\n- Helios Logistics was founded in 2010.\n- Kenji works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2003", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24826", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24827", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4992: employee Pablo S., hired 01 February 2022, separated 14 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4992?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24828", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1075: employee Kenji S., hired 09 February 2021, separated 22 June 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-1075 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$30,333", "2": "$7,000", "3": "$5,950"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24829", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24830", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Fernhill Foods.\n- Helios Logistics is headquartered in Malmo.\n- Jonas works for Atlas Freight.\n- Callum reports to Viktor.\n- Atlas Freight was founded in 1994.\n- Deshawn reports to Mara.\n- Callum works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Cobalt Health is headquartered in Tampere.\n- Nadia works for Helios Logistics.\n- Viktor works for Atlas Freight.\n- Viktor reports to Nadia.\n- Mara reports to Jonas.\n- Bruno works for Helios Logistics.\n- Yuki reports to Deshawn.\n- Ravi reports to Pablo.\n- Cobalt Health was founded in 1980.\n- Pablo works for Cobalt Health.\n- Nadia reports to Bruno.\n- Jonas reports to Callum.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods is headquartered in Austin.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Pablo reports to Yuki.\n- Fernhill Foods was founded in 2000.\n- Atlas Freight is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24832", "family": "intent_hardneg", "state": "Incoming support message:\n\"23840 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24833", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24834", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 November 2022): For employees hired on or after 04 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9297: employee Stefan T., hired 07 April 2022, separated 19 June 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-9297 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$5,000", "3": "$6,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24835", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 July 2025): For employees hired on or after 19 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2181: employee Deshawn S., hired 25 February 2025, separated 06 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2181?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24836", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8001: employee Pablo R., hired 19 June 2021, separated 07 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8001?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Elena works for Vantage Air.\n- Kenji works for Bluepine Aviation.\n- Vantage Air was founded in 2008.\n- Viktor reports to Ravi.\n- Elena reports to Kenji.\n- Felix reports to Stefan.\n- Cobalt Health is headquartered in Halifax.\n- Stefan reports to Mei.\n- Viktor works for Vantage Air.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Stefan works for Cobalt Health.\n- Cedar Retail Group is headquartered in Leeds.\n- Bluepine Aviation was founded in 2011.\n- Cedar Retail Group was founded in 1980.\n- Bluepine Aviation is headquartered in Leeds.\n- Mei reports to Priya.\n- Priya reports to Viktor.\n- Ravi reports to Elena.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24838", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24839", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24840", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6505: employee Ravi R., hired 08 November 2023, separated 01 June 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-6505 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$17,333", "2": "$2,400", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24841", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9441: employee Kenji T., hired 04 February 2024, separated 27 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-9441 under the controlling rules.", "criteria": {"0": "$5,950", "1": "$6,500", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24842", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24843", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3660: employee Ravi B., hired 15 July 2023, separated 07 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3660?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sanne.\n- Mateo reports to Amara.\n- Viktor reports to Nadia.\n- Leila works for Ironwood Manufacturing.\n- Yuki reports to Anders.\n- Ironwood Manufacturing was founded in 1984.\n- Sanne reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn works for Crescent Telecom.\n- Priya reports to Deshawn.\n- Anders works for Atlas Freight.\n- Nadia reports to Priya.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Elena works for Pinnacle Software.\n- Tessa works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Priya works for Pinnacle Software.\n- Crescent Telecom was founded in 1992.\n- Yuki works for Crescent Telecom.\n- Amara reports to Elena.\n- Anders reports to Mateo.\n- Atlas Freight was founded in 1991.\n- Elena reports to Tessa.\n- Crescent Telecom is headquartered in Bergen.\n- Pinnacle Software is headquartered in Adelaide.\n- Leila reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Aisha.\n- Priya works for Crescent Telecom.\n- Summit Energy was founded in 1977.\n- Mei works for Summit Energy.\n- Sofia reports to Mara.\n- Summit Energy is headquartered in Valencia.\n- Aisha reports to Lucia.\n- Elena works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Aisha works for Helios Logistics.\n- Tobias reports to Mei.\n- Mara works for Meridian Bank.\n- Mei reports to Sofia.\n- Meridian Bank is headquartered in Ghent.\n- Jonas reports to Tobias.\n- Leila reports to Felix.\n- Lucia reports to Priya.\n- Crescent Telecom was founded in 2014.\n- Tobias works for Crescent Telecom.\n- Helios Logistics is headquartered in Basel.\n- Mara reports to Leila.\n- Priya reports to Chiara.\n- Jonas works for Summit Energy.\n- Felix works for Meridian Bank.\n- Chiara reports to Jonas.\n- Sofia works for Meridian Bank.\n- Crescent Telecom is headquartered in Halifax.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24846", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Felix.\n- Jonas reports to Stefan.\n- Lattice Analytics was founded in 1990.\n- Lattice Analytics is headquartered in Brno.\n- Jonas works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Priya works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1986.\n- Amara reports to Priya.\n- Beacon Insurance was founded in 2003.\n- Zoya works for Beacon Insurance.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Summit Energy.\n- Beacon Insurance is headquartered in Nagoya.\n- Summit Energy was founded in 2013.\n- Stefan works for Beacon Insurance.\n- Priya reports to Jonas.\n- Amara works for Ironwood Manufacturing.\n- Felix reports to Chiara.\n- Felix works for Beacon Insurance.\n- Chiara works for Lattice Analytics.\n- Chiara reports to Amara.\n- Zoya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2008", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24848", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8354: employee Anders K., hired 28 July 2023, separated 07 September 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8354?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24849", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24850", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2463: employee Pablo K., hired 08 December 2020, separated 07 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-2463?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Beacon Insurance was founded in 1979.\n- Tobias works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Nadia works for Beacon Insurance.\n- Atlas Freight was founded in 1986.\n- Tobias reports to Lucia.\n- Mei reports to Pablo.\n- Pinnacle Software was founded in 1989.\n- Pablo works for Atlas Freight.\n- Jonas reports to Nadia.\n- Tessa works for Beacon Insurance.\n- Bruno reports to Callum.\n- Felix reports to Tobias.\n- Jonas works for Pinnacle Software.\n- Atlas Freight is headquartered in Turku.\n- Nadia reports to Omar.\n- Bluepine Aviation was founded in 1994.\n- Lucia reports to Sofia.\n- Mei works for Beacon Insurance.\n- Felix works for Bluepine Aviation.\n- Sofia reports to Jonas.\n- Pablo reports to Bruno.\n- Bluepine Aviation is headquartered in Brno.\n- Omar works for Atlas Freight.\n- Callum reports to Felix.\n- Omar reports to Tessa.\n- Beacon Insurance is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24852", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5148: employee Pablo K., hired 07 March 2022, separated 28 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5148?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Bergen.\n- Beacon Insurance is headquartered in Halifax.\n- Pablo reports to Aisha.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Leila reports to Bruno.\n- Hana works for Beacon Insurance.\n- Emeka reports to Mei.\n- Mei reports to Anders.\n- Fernhill Foods was founded in 1990.\n- Aisha works for Fernhill Foods.\n- Meridian Bank was founded in 1990.\n- Anders reports to Callum.\n- Pinnacle Software is headquartered in Halifax.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Elena works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Bruno reports to Emeka.\n- Aisha reports to Elena.\n- Elena reports to Hana.\n- Anders works for Fernhill Foods.\n- Emeka works for Pinnacle Software.\n- Callum reports to Pablo.\n- Mei works for Meridian Bank.\n- Pablo works for Fernhill Foods.\n- Beacon Insurance was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24854", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24855", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24856", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7175: employee Stefan R., hired 19 August 2023, separated 01 June 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-7175 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$1,200", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Mei reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Ravi reports to Dmitri.\n- Cedar Retail Group was founded in 1998.\n- Felix reports to Ingrid.\n- Amara works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Mateo.\n- Ironwood Manufacturing was founded in 1979.\n- Cedar Retail Group is headquartered in Lyon.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mateo reports to Mei.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lattice Analytics is headquartered in Cork.\n- Bluepine Aviation was founded in 1975.\n- Amara reports to Ravi.\n- Ingrid reports to Amara.\n- Mei works for Bluepine Aviation.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tessa.\n- Summit Energy is headquartered in Porto.\n- Yuki works for Meridian Bank.\n- Bruno works for Beacon Insurance.\n- Summit Energy was founded in 1985.\n- Meridian Bank is headquartered in Porto.\n- Crescent Telecom is headquartered in Leeds.\n- Crescent Telecom was founded in 2015.\n- Tessa reports to Jonas.\n- Beacon Insurance is headquartered in Ghent.\n- Leila works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Bruno reports to Sanne.\n- Leila reports to Bruno.\n- Deshawn reports to Yuki.\n- Tessa works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Meridian Bank was founded in 1980.\n- Jonas reports to Elena.\n- Elena reports to Leila.\n- Sanne works for Meridian Bank.\n- Beacon Insurance was founded in 2014.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24859", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24861", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1612: employee Ravi A., hired 31 December 2022, separated 22 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1612?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24862", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24863", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1681: employee Emeka A., hired 23 August 2023, separated 14 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1681?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24864", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24865", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24866", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5524: employee Chiara B., hired 07 February 2024, separated 28 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5524?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24867", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7208: employee Stefan S., hired 28 April 2023, separated 10 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2025-7208 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,000", "2": "$3,750", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24868", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24869", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1244: employee Leila S., hired 13 April 2021, separated 13 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1244?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24870", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Cork.\n- Viktor reports to Wren.\n- Lattice Analytics was founded in 2006.\n- Leila reports to Ingrid.\n- Viktor works for Bluepine Aviation.\n- Mara reports to Elena.\n- Kenji reports to Hana.\n- Bluepine Aviation was founded in 1997.\n- Omar reports to Pablo.\n- Kenji works for Lattice Analytics.\n- Crescent Telecom is headquartered in Adelaide.\n- Elena works for Crescent Telecom.\n- Hana works for Vantage Air.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ingrid reports to Kenji.\n- Sanne reports to Omar.\n- Elena reports to Lucia.\n- Wren reports to Leila.\n- Lucia works for Vantage Air.\n- Leila works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Wren works for Crescent Telecom.\n- Pablo works for Vantage Air.\n- Crescent Telecom was founded in 1984.\n- Lattice Analytics is headquartered in Nagoya.\n- Mara works for Bluepine Aviation.\n- Lucia reports to Sanne.\n- Vantage Air was founded in 2013.\n- Sanne works for Lattice Analytics.\n- Ingrid works for Bluepine Aviation.\n- Pablo reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24872", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Bruno works for Fernhill Foods.\n- Tessa reports to Leila.\n- Leila works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Amara works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Bruno.\n- Bluepine Aviation was founded in 2015.\n- Bruno reports to Amara.\n- Stefan reports to Chiara.\n- Leila reports to Callum.\n- Kenji works for Bluepine Aviation.\n- Wren works for Atlas Freight.\n- Fernhill Foods was founded in 2001.\n- Fernhill Foods is headquartered in Nagoya.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2001.\n- Wren reports to Mei.\n- Chiara reports to Jonas.\n- Mei works for Cedar Retail Group.\n- Atlas Freight was founded in 2005.\n- Chiara works for Cedar Retail Group.\n- Amara reports to Kenji.\n- Atlas Freight is headquartered in Nagoya.\n- Callum reports to Sanne.\n- Kenji reports to Tessa.\n- Bluepine Aviation is headquartered in Lyon.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mei reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24874", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Nadia works for Vantage Air.\n- Elena works for Vantage Air.\n- Tessa works for Cobalt Health.\n- Dmitri reports to Nadia.\n- Nadia reports to Sofia.\n- Mara works for Cobalt Health.\n- Pinnacle Software was founded in 1998.\n- Vantage Air was founded in 2014.\n- Aisha works for Meridian Bank.\n- Bruno reports to Zoya.\n- Meridian Bank was founded in 2001.\n- Sofia reports to Pablo.\n- Pablo reports to Mara.\n- Zoya reports to Dmitri.\n- Pablo works for Cobalt Health.\n- Stefan reports to Lucia.\n- Aisha reports to Tessa.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1979.\n- Dmitri works for Vantage Air.\n- Mara reports to Aisha.\n- Elena reports to Stefan.\n- Tessa reports to Elena.\n- Vantage Air is headquartered in Tallinn.\n- Meridian Bank is headquartered in Cork.\n- Sofia works for Pinnacle Software.\n- Lucia works for Meridian Bank.\n- Stefan works for Cobalt Health.\n- Pinnacle Software is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24876", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5304: employee Mara B., hired 08 June 2023, separated 27 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5304?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24877", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24878", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3344: employee Yuki R., hired 08 June 2023, separated 03 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3344?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Felix.\n- Mara works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Dunedin.\n- Felix works for Lattice Analytics.\n- Elena reports to Hana.\n- Hana reports to Stefan.\n- Bruno works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Callum works for Lattice Analytics.\n- Cedar Retail Group was founded in 1992.\n- Anders reports to Callum.\n- Bluepine Aviation was founded in 1998.\n- Lucia reports to Elena.\n- Bruno reports to Lucia.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Leila reports to Emeka.\n- Lattice Analytics is headquartered in Lyon.\n- Leila works for Pinnacle Software.\n- Callum reports to Bruno.\n- Sanne reports to Anders.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Felix reports to Mara.\n- Pinnacle Software was founded in 2012.\n- Stefan reports to Leila.\n- Anders works for Bluepine Aviation.\n- Lattice Analytics was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Wren reports to Zoya.\n- Tobias reports to Bruno.\n- Viktor works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Nadia reports to Priya.\n- Chiara reports to Mara.\n- Zoya reports to Chiara.\n- Lattice Analytics was founded in 2007.\n- Lattice Analytics is headquartered in Oslo.\n- Nadia works for Helios Logistics.\n- Mara works for Beacon Insurance.\n- Priya works for Lattice Analytics.\n- Felix reports to Nadia.\n- Dmitri works for Beacon Insurance.\n- Atlas Freight was founded in 2008.\n- Bruno reports to Kenji.\n- Atlas Freight is headquartered in Oslo.\n- Chiara works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Kenji works for Atlas Freight.\n- Viktor reports to Dmitri.\n- Felix works for Helios Logistics.\n- Priya reports to Wren.\n- Kenji reports to Felix.\n- Helios Logistics was founded in 1976.\n- Beacon Insurance was founded in 1991.\n- Dmitri reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Yuki works for Lattice Analytics.\n- Mei works for Summit Energy.\n- Mara works for Summit Energy.\n- Elena reports to Sanne.\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software was founded in 1999.\n- Hana works for Lattice Analytics.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Tampere.\n- Nadia works for Lattice Analytics.\n- Northwind Systems was founded in 2005.\n- Hana reports to Viktor.\n- Northwind Systems is headquartered in Tampere.\n- Priya reports to Elena.\n- Lattice Analytics was founded in 2004.\n- Viktor reports to Jonas.\n- Sanne works for Northwind Systems.\n- Nadia reports to Priya.\n- Mei reports to Nadia.\n- Elena works for Pinnacle Software.\n- Priya works for Lattice Analytics.\n- Viktor works for Summit Energy.\n- Yuki reports to Mei.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne reports to Hana.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24882", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24883", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tampere.\n- Pinnacle Software is headquartered in Austin.\n- Priya works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Lucia reports to Priya.\n- Leila reports to Chiara.\n- Pablo works for Pinnacle Software.\n- Northwind Systems was founded in 1987.\n- Priya reports to Viktor.\n- Aisha reports to Ingrid.\n- Ingrid reports to Leila.\n- Chiara reports to Callum.\n- Northwind Systems is headquartered in Tampere.\n- Fernhill Foods was founded in 1982.\n- Ingrid works for Fernhill Foods.\n- Pablo reports to Lucia.\n- Chiara works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Deshawn works for Northwind Systems.\n- Cobalt Health was founded in 2013.\n- Viktor reports to Deshawn.\n- Leila works for Fernhill Foods.\n- Pinnacle Software was founded in 2002.\n- Fernhill Foods is headquartered in Oslo.\n- Lucia works for Fernhill Foods.\n- Deshawn reports to Aisha.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24885", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1559: employee Yuki S., hired 17 May 2024, separated 14 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1559?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24886", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tallinn.\n- Omar reports to Chiara.\n- Meridian Bank was founded in 1980.\n- Chiara works for Bluepine Aviation.\n- Felix reports to Deshawn.\n- Priya works for Meridian Bank.\n- Dmitri works for Atlas Freight.\n- Tobias reports to Felix.\n- Leila works for Meridian Bank.\n- Emeka works for Atlas Freight.\n- Mateo works for Ironwood Manufacturing.\n- Callum works for Atlas Freight.\n- Jonas reports to Callum.\n- Meridian Bank is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Oslo.\n- Mateo reports to Priya.\n- Ironwood Manufacturing was founded in 2003.\n- Felix works for Bluepine Aviation.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1983.\n- Deshawn works for Bluepine Aviation.\n- Emeka reports to Omar.\n- Callum reports to Leila.\n- Dmitri reports to Emeka.\n- Priya reports to Tobias.\n- Bluepine Aviation was founded in 2003.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Chiara reports to Mateo.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1981", "2": "1978", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Hana reports to Kenji.\n- Chiara works for Pinnacle Software.\n- Emeka reports to Wren.\n- Sofia works for Summit Energy.\n- Chiara reports to Viktor.\n- Hana works for Summit Energy.\n- Amara reports to Ravi.\n- Emeka works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Kenji reports to Emeka.\n- Ravi reports to Hana.\n- Wren reports to Leila.\n- Pinnacle Software was founded in 1988.\n- Helios Logistics was founded in 1981.\n- Pinnacle Software is headquartered in Bergen.\n- Atlas Freight was founded in 2015.\n- Viktor reports to Amara.\n- Amara works for Helios Logistics.\n- Summit Energy was founded in 2000.\n- Ravi works for Pinnacle Software.\n- Summit Energy is headquartered in Tampere.\n- Atlas Freight is headquartered in Bergen.\n- Viktor works for Helios Logistics.\n- Leila works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Leila reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24889", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3407: employee Mara A., hired 26 March 2020, separated 27 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-3407 under the controlling rules.", "criteria": {"0": "$22,600", "1": "$21,500", "2": "$93,600", "3": "$21,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cedar Retail Group.\n- Sanne reports to Mara.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Ironwood Manufacturing was founded in 1985.\n- Vantage Air is headquartered in Turku.\n- Nadia reports to Sanne.\n- Emeka works for Ironwood Manufacturing.\n- Nadia works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mateo reports to Hana.\n- Mateo works for Vantage Air.\n- Hana reports to Nadia.\n- Pinnacle Software is headquartered in Nagoya.\n- Emeka reports to Felix.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias works for Cedar Retail Group.\n- Vantage Air was founded in 2001.\n- Felix reports to Mateo.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1978.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24891", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-8 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1156: employee Sanne R., hired 08 April 2023, separated 17 November 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-1156 under the controlling rules.", "criteria": {"0": "$3,900", "1": "$4,000", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24892", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7141: employee Tobias S., hired 28 June 2022, separated 27 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7141?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24893", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24894", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ravi.\n- Wren reports to Yuki.\n- Helios Logistics is headquartered in Turku.\n- Bruno reports to Tessa.\n- Meridian Bank was founded in 1991.\n- Wren works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Mateo reports to Bruno.\n- Meridian Bank is headquartered in Turku.\n- Northwind Systems is headquartered in Malmo.\n- Vantage Air was founded in 2008.\n- Kenji works for Vantage Air.\n- Tessa works for Vantage Air.\n- Ravi works for Vantage Air.\n- Bruno works for Vantage Air.\n- Yuki reports to Mateo.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Tessa reports to Kenji.\n- Vantage Air is headquartered in Turku.\n- Priya reports to Wren.\n- Helios Logistics was founded in 2006.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24896", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24897", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2000.\n- Jonas works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2010.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji works for Northwind Systems.\n- Kenji reports to Ravi.\n- Anders reports to Viktor.\n- Pablo reports to Bruno.\n- Ravi works for Northwind Systems.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Aisha.\n- Ironwood Manufacturing was founded in 2012.\n- Jonas reports to Kenji.\n- Anders works for Ironwood Manufacturing.\n- Vantage Air was founded in 1999.\n- Bruno works for Cedar Retail Group.\n- Vantage Air is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Pablo works for Ironwood Manufacturing.\n- Ravi reports to Pablo.\n- Bruno reports to Anders.\n- Aisha works for Cedar Retail Group.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24899", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24900", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24901", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24902", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pinnacle Software was founded in 1999.\n- Aisha reports to Felix.\n- Fernhill Foods is headquartered in Cork.\n- Omar works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1989.\n- Tessa works for Pinnacle Software.\n- Felix reports to Tessa.\n- Ironwood Manufacturing was founded in 1975.\n- Hana works for Cobalt Health.\n- Hana reports to Omar.\n- Jonas works for Pinnacle Software.\n- Omar reports to Anders.\n- Tessa reports to Hana.\n- Jonas reports to Ingrid.\n- Pinnacle Software is headquartered in Cork.\n- Ingrid works for Pinnacle Software.\n- Aisha works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Anders reports to Jonas.\n- Fernhill Foods was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24904", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1520: employee Deshawn M., hired 14 February 2023, separated 09 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1520?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24905", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4333: employee Hana B., hired 18 July 2020, separated 07 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4333?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24906", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24907", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24908", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2934: employee Sanne R., hired 18 June 2022, separated 19 August 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-2934 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$7,000", "3": "$3,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Kenji.\n- Sofia works for Helios Logistics.\n- Fernhill Foods was founded in 1992.\n- Helios Logistics was founded in 1981.\n- Sanne reports to Mara.\n- Pinnacle Software is headquartered in Nagoya.\n- Viktor reports to Leila.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Sanne.\n- Pinnacle Software was founded in 2007.\n- Sofia reports to Nadia.\n- Leila works for Helios Logistics.\n- Northwind Systems is headquartered in Malmo.\n- Viktor works for Northwind Systems.\n- Mara reports to Aisha.\n- Bruno reports to Sofia.\n- Mateo reports to Viktor.\n- Northwind Systems was founded in 2002.\n- Amara works for Northwind Systems.\n- Nadia works for Fernhill Foods.\n- Amara reports to Mateo.\n- Nadia reports to Tobias.\n- Bruno works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Helios Logistics is headquartered in Oslo.\n- Sanne works for Pinnacle Software.\n- Aisha works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Kenji reports to Amara.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24910", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24911", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24912", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Beacon Insurance.\n- Helios Logistics is headquartered in Dunedin.\n- Priya reports to Omar.\n- Aisha reports to Stefan.\n- Jonas works for Crescent Telecom.\n- Aisha works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Omar reports to Jonas.\n- Beacon Insurance was founded in 1987.\n- Stefan reports to Zoya.\n- Zoya works for Helios Logistics.\n- Crescent Telecom is headquartered in Halifax.\n- Nadia reports to Priya.\n- Crescent Telecom was founded in 1997.\n- Helios Logistics was founded in 2004.\n- Meridian Bank is headquartered in Dunedin.\n- Meridian Bank was founded in 1978.\n- Ingrid works for Helios Logistics.\n- Jonas reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Zoya reports to Lucia.\n- Lucia reports to Ingrid.\n- Omar works for Beacon Insurance.\n- Emeka reports to Aisha.\n- Beacon Insurance is headquartered in Halifax.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24914", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Leila.\n- Lucia reports to Zoya.\n- Crescent Telecom is headquartered in Bergen.\n- Felix works for Cedar Retail Group.\n- Leila reports to Priya.\n- Priya works for Crescent Telecom.\n- Lucia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Hana reports to Nadia.\n- Bluepine Aviation is headquartered in Ghent.\n- Priya reports to Lucia.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Stefan reports to Pablo.\n- Stefan works for Cedar Retail Group.\n- Felix reports to Hana.\n- Nadia works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1987.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom was founded in 2008.\n- Helios Logistics was founded in 2015.\n- Zoya reports to Amara.\n- Zoya works for Bluepine Aviation.\n- Pablo reports to Felix.\n- Hana works for Helios Logistics.\n- Cedar Retail Group was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Bergen", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Bergen.\n- Hana reports to Stefan.\n- Nadia reports to Kenji.\n- Pablo reports to Jonas.\n- Pablo works for Bluepine Aviation.\n- Pinnacle Software was founded in 2000.\n- Vantage Air is headquartered in Bergen.\n- Stefan reports to Nadia.\n- Stefan works for Cedar Retail Group.\n- Amara reports to Hana.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Bluepine Aviation is headquartered in Adelaide.\n- Zoya reports to Bruno.\n- Hana works for Pinnacle Software.\n- Callum works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1990.\n- Bruno works for Bluepine Aviation.\n- Amara works for Vantage Air.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 1978.\n- Kenji works for Cedar Retail Group.\n- Jonas reports to Zoya.\n- Jonas works for Cedar Retail Group.\n- Kenji reports to Callum.\n- Callum reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24917", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Ghent.\n- Zoya reports to Dmitri.\n- Amara works for Crescent Telecom.\n- Ingrid reports to Viktor.\n- Summit Energy was founded in 2007.\n- Callum reports to Tobias.\n- Zoya works for Crescent Telecom.\n- Atlas Freight was founded in 2005.\n- Fernhill Foods was founded in 2000.\n- Kenji works for Atlas Freight.\n- Amara reports to Pablo.\n- Viktor works for Atlas Freight.\n- Emeka reports to Callum.\n- Atlas Freight is headquartered in Ghent.\n- Emeka works for Summit Energy.\n- Aisha reports to Zoya.\n- Tobias works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Pablo reports to Ingrid.\n- Tobias reports to Kenji.\n- Dmitri reports to Emeka.\n- Bruno reports to Aisha.\n- Bruno works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Viktor reports to Bruno.\n- Callum works for Summit Energy.\n- Crescent Telecom is headquartered in Valencia.\n- Aisha works for Atlas Freight.\n- Ingrid works for Fernhill Foods.\n- Crescent Telecom was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mara.\n- Cobalt Health is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Malmo.\n- Tobias works for Cobalt Health.\n- Sanne works for Bluepine Aviation.\n- Beacon Insurance was founded in 2006.\n- Callum works for Bluepine Aviation.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation was founded in 1981.\n- Helios Logistics was founded in 2011.\n- Kenji reports to Lucia.\n- Tobias reports to Ingrid.\n- Mara works for Helios Logistics.\n- Lucia reports to Tessa.\n- Mara reports to Zoya.\n- Priya works for Cobalt Health.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Sanne.\n- Cobalt Health was founded in 1979.\n- Callum reports to Tobias.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Priya reports to Callum.\n- Ingrid reports to Kenji.\n- Lucia works for Helios Logistics.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24920", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "book_flight", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24921", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4085: employee Tessa B., hired 27 August 2024, separated 21 April 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4085?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Emeka reports to Mei.\n- Deshawn works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Leila reports to Pablo.\n- Mei reports to Felix.\n- Northwind Systems was founded in 1978.\n- Mei works for Cobalt Health.\n- Hana reports to Aisha.\n- Cedar Retail Group is headquartered in Oslo.\n- Felix works for Crescent Telecom.\n- Felix reports to Leila.\n- Cobalt Health was founded in 1991.\n- Crescent Telecom was founded in 1997.\n- Pablo works for Cedar Retail Group.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Emeka works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Pablo reports to Hana.\n- Aisha reports to Deshawn.\n- Cedar Retail Group was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24923", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24924", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Jonas works for Summit Energy.\n- Callum works for Summit Energy.\n- Zoya works for Northwind Systems.\n- Dmitri works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Aisha works for Summit Energy.\n- Priya reports to Sofia.\n- Summit Energy was founded in 2010.\n- Sanne works for Northwind Systems.\n- Leila works for Summit Energy.\n- Sofia reports to Wren.\n- Fernhill Foods was founded in 2015.\n- Wren reports to Jonas.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan reports to Dmitri.\n- Fernhill Foods is headquartered in Nagoya.\n- Summit Energy is headquartered in Cork.\n- Wren works for Fernhill Foods.\n- Callum reports to Sanne.\n- Leila reports to Zoya.\n- Northwind Systems was founded in 2003.\n- Dmitri reports to Deshawn.\n- Beacon Insurance was founded in 2013.\n- Jonas reports to Aisha.\n- Sofia works for Beacon Insurance.\n- Zoya reports to Callum.\n- Aisha reports to Leila.\n- Deshawn reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Priya.\n- Cobalt Health is headquartered in Oslo.\n- Kenji reports to Callum.\n- Nadia reports to Mateo.\n- Mateo works for Cobalt Health.\n- Beacon Insurance is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Oslo.\n- Pinnacle Software was founded in 2005.\n- Kenji works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Lucia reports to Wren.\n- Felix works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Pinnacle Software is headquartered in Tampere.\n- Beacon Insurance was founded in 1999.\n- Callum reports to Felix.\n- Priya works for Beacon Insurance.\n- Cobalt Health was founded in 1997.\n- Bluepine Aviation was founded in 1995.\n- Wren reports to Dmitri.\n- Callum works for Beacon Insurance.\n- Wren works for Pinnacle Software.\n- Anders reports to Mei.\n- Dmitri reports to Viktor.\n- Viktor reports to Anders.\n- Anders works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Priya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24927", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6194: employee Priya K., hired 17 September 2022, separated 24 May 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-6194 under the controlling rules.", "criteria": {"0": "$3,100", "1": "$4,050", "2": "$4,100", "3": "$17,767"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-24928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Mei reports to Jonas.\n- Pablo works for Atlas Freight.\n- Dmitri works for Cedar Retail Group.\n- Felix reports to Amara.\n- Amara reports to Sofia.\n- Helios Logistics was founded in 1978.\n- Sofia works for Helios Logistics.\n- Jonas works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Amara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Leeds.\n- Summit Energy was founded in 2009.\n- Summit Energy is headquartered in Halifax.\n- Helios Logistics is headquartered in Austin.\n- Jonas reports to Chiara.\n- Anders works for Cedar Retail Group.\n- Chiara works for Helios Logistics.\n- Mei works for Atlas Freight.\n- Zoya reports to Mei.\n- Sofia reports to Pablo.\n- Atlas Freight was founded in 2004.\n- Anders reports to Felix.\n- Dmitri reports to Zoya.\n- Chiara reports to Anders.\n- Cedar Retail Group was founded in 2014.\n- Atlas Freight is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24929", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9385: employee Zoya T., hired 09 August 2020, separated 21 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9385?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24930", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Emeka reports to Wren.\n- Summit Energy is headquartered in Adelaide.\n- Nadia reports to Amara.\n- Emeka works for Crescent Telecom.\n- Mei works for Meridian Bank.\n- Wren works for Beacon Insurance.\n- Wren reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Meridian Bank was founded in 2013.\n- Zoya reports to Mei.\n- Mara reports to Leila.\n- Leila works for Crescent Telecom.\n- Meridian Bank is headquartered in Adelaide.\n- Amara reports to Zoya.\n- Beacon Insurance was founded in 1994.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya works for Beacon Insurance.\n- Amara works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Mei reports to Mara.\n- Crescent Telecom was founded in 1975.\n- Summit Energy was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24932", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7772: employee Stefan B., hired 10 December 2023, separated 27 March 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7772?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Lucia.\n- Callum reports to Mei.\n- Pablo reports to Callum.\n- Anders reports to Pablo.\n- Meridian Bank was founded in 2004.\n- Mei works for Summit Energy.\n- Dmitri reports to Tessa.\n- Lucia works for Summit Energy.\n- Bluepine Aviation was founded in 2013.\n- Mei reports to Dmitri.\n- Northwind Systems is headquartered in Austin.\n- Anders works for Meridian Bank.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 2007.\n- Omar works for Bluepine Aviation.\n- Callum works for Northwind Systems.\n- Summit Energy is headquartered in Turku.\n- Pablo works for Northwind Systems.\n- Bluepine Aviation is headquartered in Turku.\n- Meridian Bank is headquartered in Turku.\n- Lucia reports to Anders.\n- Tessa works for Summit Energy.\n- Northwind Systems was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Viktor reports to Leila.\n- Priya reports to Amara.\n- Vantage Air is headquartered in Brno.\n- Priya works for Vantage Air.\n- Leila reports to Priya.\n- Bruno reports to Viktor.\n- Cedar Retail Group is headquartered in Halifax.\n- Bruno works for Vantage Air.\n- Pablo works for Pinnacle Software.\n- Vantage Air was founded in 1988.\n- Aisha works for Cedar Retail Group.\n- Pinnacle Software was founded in 1988.\n- Amara works for Vantage Air.\n- Aisha reports to Pablo.\n- Leila works for Cedar Retail Group.\n- Atlas Freight is headquartered in Brno.\n- Cedar Retail Group was founded in 1985.\n- Callum works for Vantage Air.\n- Amara reports to Callum.\n- Callum reports to Aisha.\n- Atlas Freight was founded in 2008.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24935", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 65859, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24936", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Stefan.\n- Summit Energy is headquartered in Austin.\n- Pablo works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Austin.\n- Summit Energy was founded in 2010.\n- Dmitri works for Summit Energy.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Dmitri reports to Lucia.\n- Mei works for Pinnacle Software.\n- Crescent Telecom was founded in 2014.\n- Ravi works for Summit Energy.\n- Bluepine Aviation was founded in 1989.\n- Aisha works for Pinnacle Software.\n- Ravi reports to Dmitri.\n- Kenji reports to Mei.\n- Stefan works for Bluepine Aviation.\n- Pinnacle Software was founded in 2003.\n- Stefan reports to Kenji.\n- Leila reports to Zoya.\n- Leila works for Bluepine Aviation.\n- Lucia works for Summit Energy.\n- Pablo reports to Leila.\n- Bluepine Aviation is headquartered in Tampere.\n- Aisha reports to Pablo.\n- Lucia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Crescent Telecom.\n- Ravi reports to Lucia.\n- Anders works for Helios Logistics.\n- Stefan reports to Ravi.\n- Crescent Telecom is headquartered in Basel.\n- Tessa works for Summit Energy.\n- Callum reports to Stefan.\n- Summit Energy is headquartered in Basel.\n- Callum works for Helios Logistics.\n- Bruno reports to Felix.\n- Lucia works for Helios Logistics.\n- Mateo reports to Amara.\n- Helios Logistics was founded in 1986.\n- Mateo works for Crescent Telecom.\n- Stefan works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Pinnacle Software was founded in 1978.\n- Crescent Telecom was founded in 1975.\n- Bruno works for Summit Energy.\n- Pinnacle Software is headquartered in Bergen.\n- Felix works for Pinnacle Software.\n- Helios Logistics is headquartered in Basel.\n- Felix reports to Callum.\n- Tessa reports to Anders.\n- Anders reports to Bruno.\n- Amara reports to Tessa.\n- Summit Energy was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24939", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24940", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Wren reports to Emeka.\n- Bluepine Aviation is headquartered in Austin.\n- Leila works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Viktor reports to Mateo.\n- Emeka reports to Leila.\n- Tobias reports to Deshawn.\n- Chiara reports to Aisha.\n- Hana reports to Kenji.\n- Meridian Bank was founded in 2009.\n- Emeka works for Northwind Systems.\n- Tobias works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Kenji reports to Viktor.\n- Northwind Systems is headquartered in Adelaide.\n- Hana works for Meridian Bank.\n- Lattice Analytics is headquartered in Adelaide.\n- Aisha reports to Stefan.\n- Wren works for Bluepine Aviation.\n- Northwind Systems was founded in 2005.\n- Stefan works for Meridian Bank.\n- Bluepine Aviation was founded in 1996.\n- Deshawn works for Bluepine Aviation.\n- Mateo works for Meridian Bank.\n- Lattice Analytics was founded in 2006.\n- Leila reports to Hana.\n- Deshawn reports to Chiara.\n- Mateo reports to Tobias.\n- Chiara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24942", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5957: employee Callum M., hired 24 February 2023, separated 21 June 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5957?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24943", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24944", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24945", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5952: employee Tessa A., hired 03 July 2022, separated 29 April 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5952?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Amara.\n- Mateo reports to Sofia.\n- Amara reports to Mateo.\n- Crescent Telecom was founded in 1982.\n- Fernhill Foods is headquartered in Nagoya.\n- Bruno reports to Kenji.\n- Ingrid works for Fernhill Foods.\n- Aisha works for Summit Energy.\n- Kenji works for Summit Energy.\n- Fernhill Foods was founded in 1993.\n- Cedar Retail Group is headquartered in Malmo.\n- Summit Energy is headquartered in Nagoya.\n- Jonas works for Crescent Telecom.\n- Cedar Retail Group was founded in 1996.\n- Mateo works for Summit Energy.\n- Sofia reports to Jonas.\n- Ravi reports to Aisha.\n- Amara works for Fernhill Foods.\n- Crescent Telecom is headquartered in Malmo.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Chiara.\n- Jonas reports to Omar.\n- Summit Energy was founded in 1980.\n- Ravi works for Fernhill Foods.\n- Chiara works for Summit Energy.\n- Aisha reports to Bruno.\n- Omar works for Summit Energy.\n- Kenji reports to Ingrid.\n- Chiara reports to Ravi.\n- Sofia works for Summit Energy.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24947", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24948", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24949", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Emeka reports to Amara.\n- Tobias reports to Leila.\n- Helios Logistics is headquartered in Ghent.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods was founded in 2007.\n- Bluepine Aviation was founded in 2001.\n- Kenji reports to Tessa.\n- Leila works for Fernhill Foods.\n- Wren works for Vantage Air.\n- Fernhill Foods is headquartered in Cork.\n- Kenji works for Fernhill Foods.\n- Leila reports to Emeka.\n- Vantage Air was founded in 1991.\n- Helios Logistics was founded in 1999.\n- Sanne works for Helios Logistics.\n- Wren reports to Deshawn.\n- Sanne reports to Kenji.\n- Tessa works for Vantage Air.\n- Tessa reports to Tobias.\n- Amara reports to Wren.\n- Pablo reports to Sanne.\n- Deshawn works for Bluepine Aviation.\n- Emeka works for Fernhill Foods.\n- Tobias works for Helios Logistics.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Pablo reports to Sanne.\n- Viktor reports to Kenji.\n- Jonas reports to Felix.\n- Tobias reports to Hana.\n- Felix reports to Deshawn.\n- Deshawn reports to Nadia.\n- Sanne works for Ironwood Manufacturing.\n- Viktor works for Beacon Insurance.\n- Vantage Air is headquartered in Tampere.\n- Stefan reports to Jonas.\n- Bruno reports to Tobias.\n- Beacon Insurance was founded in 1982.\n- Bruno works for Lattice Analytics.\n- Jonas works for Vantage Air.\n- Lattice Analytics was founded in 1991.\n- Sanne reports to Bruno.\n- Kenji works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2014.\n- Felix works for Vantage Air.\n- Nadia works for Vantage Air.\n- Nadia reports to Pablo.\n- Lattice Analytics is headquartered in Tampere.\n- Hana works for Vantage Air.\n- Pablo works for Vantage Air.\n- Kenji reports to Stefan.\n- Vantage Air was founded in 2015.\n- Deshawn works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24952", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Wren works for Ironwood Manufacturing.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias works for Meridian Bank.\n- Kenji works for Northwind Systems.\n- Sofia reports to Tobias.\n- Sanne reports to Callum.\n- Leila reports to Zoya.\n- Leila works for Northwind Systems.\n- Wren reports to Sofia.\n- Jonas reports to Kenji.\n- Priya reports to Jonas.\n- Ironwood Manufacturing is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group was founded in 1993.\n- Priya works for Ironwood Manufacturing.\n- Zoya reports to Wren.\n- Northwind Systems was founded in 1994.\n- Jonas works for Northwind Systems.\n- Zoya works for Cedar Retail Group.\n- Kenji reports to Leila.\n- Sanne works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2007.\n- Meridian Bank is headquartered in Turku.\n- Meridian Bank was founded in 2003.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24954", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24955", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 July 2025): For employees hired on or after 17 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3499: employee Aisha M., hired 24 August 2023, separated 14 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3499?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24957", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tessa.\n- Aisha works for Summit Energy.\n- Tobias reports to Amara.\n- Tobias works for Summit Energy.\n- Felix reports to Anders.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 2007.\n- Mei works for Beacon Insurance.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Chiara works for Helios Logistics.\n- Mateo works for Beacon Insurance.\n- Deshawn reports to Mateo.\n- Omar works for Summit Energy.\n- Omar reports to Tobias.\n- Mateo reports to Mei.\n- Summit Energy was founded in 1986.\n- Beacon Insurance was founded in 1977.\n- Mei reports to Aisha.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Felix works for Summit Energy.\n- Anders reports to Leila.\n- Deshawn works for Meridian Bank.\n- Leila reports to Deshawn.\n- Beacon Insurance is headquartered in Valencia.\n- Helios Logistics is headquartered in Tampere.\n- Tessa works for Summit Energy.\n- Amara reports to Felix.\n- Summit Energy is headquartered in Valencia.\n- Chiara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24959", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rotate_keys", "4": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Felix works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tallinn.\n- Anders works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Stefan works for Cobalt Health.\n- Bluepine Aviation is headquartered in Oslo.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Ravi.\n- Cedar Retail Group was founded in 2002.\n- Stefan reports to Mara.\n- Omar works for Cedar Retail Group.\n- Summit Energy was founded in 1999.\n- Tobias reports to Anders.\n- Mateo reports to Felix.\n- Ravi reports to Mateo.\n- Tobias works for Cedar Retail Group.\n- Pablo reports to Sanne.\n- Felix reports to Tobias.\n- Anders reports to Stefan.\n- Bluepine Aviation was founded in 2006.\n- Mara works for Summit Energy.\n- Cobalt Health was founded in 1999.\n- Summit Energy is headquartered in Malmo.\n- Mara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mei.\n- Stefan reports to Leila.\n- Crescent Telecom was founded in 2010.\n- Bruno works for Ironwood Manufacturing.\n- Zoya reports to Sofia.\n- Leila works for Lattice Analytics.\n- Zoya works for Crescent Telecom.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2009.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Mei works for Lattice Analytics.\n- Leila reports to Zoya.\n- Crescent Telecom is headquartered in Brno.\n- Nadia reports to Chiara.\n- Northwind Systems is headquartered in Adelaide.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lattice Analytics is headquartered in Cork.\n- Tessa reports to Jonas.\n- Pablo reports to Nadia.\n- Sofia works for Northwind Systems.\n- Mei reports to Hana.\n- Chiara reports to Bruno.\n- Jonas reports to Stefan.\n- Lattice Analytics was founded in 1990.\n- Hana reports to Tessa.\n- Hana works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Chiara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-24962", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24963", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4181: employee Mei M., hired 08 August 2024, separated 24 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-4181 under the controlling rules.", "criteria": {"0": "$3,115", "1": "$20,000", "2": "$4,615", "3": "$5,115"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24964", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3739: employee Jonas M., hired 18 October 2020, separated 29 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3739?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24965", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24966", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24967", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 December 2022): For employees hired on or after 22 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8948: employee Aisha R., hired 02 November 2019, separated 17 July 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8948?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-24968", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6325: employee Bruno A., hired 07 June 2021, separated 16 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6325?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-24969", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Leila works for Vantage Air.\n- Bluepine Aviation was founded in 1976.\n- Meridian Bank is headquartered in Austin.\n- Wren works for Vantage Air.\n- Omar works for Vantage Air.\n- Elena reports to Hana.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Leila reports to Wren.\n- Meridian Bank was founded in 1993.\n- Pablo reports to Nadia.\n- Jonas reports to Leila.\n- Bluepine Aviation is headquartered in Austin.\n- Deshawn works for Meridian Bank.\n- Vantage Air was founded in 1996.\n- Hana works for Ironwood Manufacturing.\n- Wren reports to Deshawn.\n- Nadia reports to Jonas.\n- Vantage Air is headquartered in Valencia.\n- Ingrid works for Vantage Air.\n- Ironwood Manufacturing was founded in 1990.\n- Ingrid reports to Omar.\n- Nadia works for Ironwood Manufacturing.\n- Hana reports to Pablo.\n- Jonas works for Ironwood Manufacturing.\n- Pablo works for Vantage Air.\n- Omar reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-24971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Priya works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Lucia reports to Kenji.\n- Mateo reports to Lucia.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Pinnacle Software was founded in 2007.\n- Fernhill Foods is headquartered in Cork.\n- Kenji works for Pinnacle Software.\n- Ingrid reports to Mateo.\n- Mateo works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.\n- Priya reports to Ingrid.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno reports to Priya.\n- Kenji reports to Callum.\n- Beacon Insurance was founded in 2009.\n- Emeka works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24972", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "controls lighting", "4": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24973", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5155: employee Jonas M., hired 10 July 2023, separated 27 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5155?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-24974", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5149: employee Zoya M., hired 27 September 2022, separated 22 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5149?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24975", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mateo.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Chiara.\n- Helios Logistics is headquartered in Oslo.\n- Mei reports to Jonas.\n- Chiara works for Meridian Bank.\n- Kenji works for Helios Logistics.\n- Felix works for Meridian Bank.\n- Jonas reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Kenji reports to Mei.\n- Meridian Bank is headquartered in Valencia.\n- Helios Logistics was founded in 1998.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Anders reports to Felix.\n- Beacon Insurance was founded in 2006.\n- Fernhill Foods is headquartered in Tallinn.\n- Mei works for Helios Logistics.\n- Felix reports to Kenji.\n- Jonas works for Meridian Bank.\n- Bruno reports to Anders.\n- Anders works for Beacon Insurance.\n- Ravi reports to Amara.\n- Mateo reports to Lucia.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Meridian Bank was founded in 2015.\n- Bruno works for Meridian Bank.\n- Amara works for Helios Logistics.\n- Sofia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24977", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4342: employee Emeka A., hired 21 February 2021, separated 07 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-4342?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-24978", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24979", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Dmitri.\n- Atlas Freight is headquartered in Brno.\n- Nadia works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Viktor reports to Tobias.\n- Omar reports to Viktor.\n- Deshawn reports to Ravi.\n- Viktor works for Atlas Freight.\n- Beacon Insurance is headquartered in Turku.\n- Fernhill Foods was founded in 1980.\n- Deshawn works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Amara reports to Nadia.\n- Leila reports to Amara.\n- Ravi works for Crescent Telecom.\n- Beacon Insurance was founded in 1975.\n- Felix works for Crescent Telecom.\n- Atlas Freight was founded in 2009.\n- Dmitri works for Fernhill Foods.\n- Nadia reports to Felix.\n- Crescent Telecom is headquartered in Turku.\n- Tobias works for Crescent Telecom.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Dmitri reports to Omar.\n- Leila works for Fernhill Foods.\n- Crescent Telecom was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-24981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Hana.\n- Summit Energy is headquartered in Porto.\n- Hana reports to Yuki.\n- Summit Energy was founded in 1995.\n- Ironwood Manufacturing was founded in 1998.\n- Mara works for Lattice Analytics.\n- Mei works for Helios Logistics.\n- Wren works for Summit Energy.\n- Bruno works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Pablo reports to Felix.\n- Felix reports to Omar.\n- Mara reports to Tessa.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Omar works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Callum reports to Mei.\n- Mei reports to Wren.\n- Omar reports to Callum.\n- Anders works for Helios Logistics.\n- Bruno reports to Mara.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Tessa works for Lattice Analytics.\n- Wren reports to Anders.\n- Lattice Analytics was founded in 1980.\n- Callum works for Summit Energy.\n- Tessa reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Helios Logistics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-24982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Kenji.\n- Sanne reports to Tobias.\n- Jonas works for Ironwood Manufacturing.\n- Mei reports to Bruno.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 2007.\n- Dmitri works for Summit Energy.\n- Aisha reports to Sofia.\n- Summit Energy is headquartered in Oslo.\n- Dmitri reports to Jonas.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Mara reports to Viktor.\n- Sofia reports to Sanne.\n- Mei works for Ironwood Manufacturing.\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2004.\n- Mara works for Summit Energy.\n- Sofia works for Helios Logistics.\n- Kenji reports to Aisha.\n- Bruno reports to Amara.\n- Amara reports to Mara.\n- Summit Energy was founded in 1986.\n- Kenji works for Helios Logistics.\n- Lattice Analytics is headquartered in Leeds.\n- Lattice Analytics was founded in 1989.\n- Helios Logistics is headquartered in Oslo.\n- Aisha works for Summit Energy.\n- Sanne works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Jonas reports to Mei.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24983", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-24984", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-24985", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-24986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sanne.\n- Bruno works for Meridian Bank.\n- Dmitri works for Northwind Systems.\n- Bruno reports to Tessa.\n- Callum reports to Nadia.\n- Sanne works for Pinnacle Software.\n- Priya works for Northwind Systems.\n- Anders works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Nagoya.\n- Meridian Bank is headquartered in Porto.\n- Hana reports to Viktor.\n- Sofia works for Northwind Systems.\n- Pinnacle Software was founded in 1979.\n- Sanne reports to Anders.\n- Viktor reports to Priya.\n- Northwind Systems was founded in 1980.\n- Northwind Systems is headquartered in Halifax.\n- Bluepine Aviation was founded in 1996.\n- Tessa works for Northwind Systems.\n- Bluepine Aviation is headquartered in Nagoya.\n- Sofia reports to Pablo.\n- Pablo reports to Bruno.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1978.\n- Priya reports to Dmitri.\n- Pablo works for Meridian Bank.\n- Nadia works for Bluepine Aviation.\n- Tessa reports to Hana.\n- Callum works for Pinnacle Software.\n- Hana works for Meridian Bank.\n- Dmitri reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-24987", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6168: employee Tobias A., hired 01 April 2022, separated 30 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6168?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24988", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24989", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5917: employee Tessa A., hired 28 October 2020, separated 03 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5917?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-24990", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24991", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-24992", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-24993", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4745: employee Anders R., hired 06 July 2022, separated 17 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4745?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-24994", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 57453 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "track_order", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-24995", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-24996", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-24997", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7856: employee Emeka A., hired 12 August 2022, separated 27 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7856?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-24998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Zoya.\n- Deshawn works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Cedar Retail Group was founded in 1987.\n- Callum works for Cedar Retail Group.\n- Priya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Mei works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Austin.\n- Zoya works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 2003.\n- Kenji works for Ironwood Manufacturing.\n- Mara works for Bluepine Aviation.\n- Mei reports to Deshawn.\n- Aisha works for Lattice Analytics.\n- Priya reports to Ingrid.\n- Bluepine Aviation was founded in 1981.\n- Ironwood Manufacturing was founded in 2004.\n- Aisha reports to Mara.\n- Mara reports to Priya.\n- Anders works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Austin.\n- Ingrid reports to Callum.\n- Kenji reports to Mei.\n- Ingrid works for Bluepine Aviation.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1976", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-24999", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Jonas.\n- Leila works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Ravi reports to Tobias.\n- Ravi works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Jonas works for Summit Energy.\n- Wren works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Wren reports to Leila.\n- Elena reports to Ravi.\n- Jonas reports to Callum.\n- Cobalt Health is headquartered in Porto.\n- Tessa works for Crescent Telecom.\n- Elena works for Cobalt Health.\n- Callum reports to Elena.\n- Cobalt Health was founded in 1989.\n- Summit Energy was founded in 1977.\n- Crescent Telecom was founded in 1983.\n- Crescent Telecom is headquartered in Leeds.\n- Leila reports to Tessa.\n- Fernhill Foods was founded in 2005.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25001", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 September 2023): For employees hired on or after 28 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1083: employee Yuki K., hired 19 November 2020, separated 21 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1083?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25002", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Priya works for Pinnacle Software.\n- Priya reports to Hana.\n- Hana works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Summit Energy is headquartered in Malmo.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa reports to Mei.\n- Summit Energy was founded in 1990.\n- Fernhill Foods was founded in 1999.\n- Pinnacle Software was founded in 1986.\n- Mei works for Summit Energy.\n- Zoya reports to Tessa.\n- Zoya works for Summit Energy.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo reports to Zoya.\n- Mei reports to Priya.\n- Hana reports to Nadia.\n- Tessa works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1995.\n- Nadia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25004", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25005", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "resets credentials", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25006", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4980: employee Mei M., hired 06 April 2023, separated 10 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4980?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25007", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25008", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1978.\n- Kenji reports to Pablo.\n- Vantage Air was founded in 2003.\n- Elena works for Lattice Analytics.\n- Zoya reports to Kenji.\n- Felix reports to Wren.\n- Felix works for Cobalt Health.\n- Jonas reports to Leila.\n- Dmitri reports to Felix.\n- Cobalt Health was founded in 1995.\n- Wren works for Cobalt Health.\n- Hana works for Crescent Telecom.\n- Tobias works for Vantage Air.\n- Lucia works for Cobalt Health.\n- Crescent Telecom was founded in 1977.\n- Zoya works for Lattice Analytics.\n- Pablo reports to Lucia.\n- Hana reports to Tobias.\n- Dmitri works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Leila works for Cobalt Health.\n- Pablo works for Vantage Air.\n- Crescent Telecom is headquartered in Leeds.\n- Tobias reports to Elena.\n- Lattice Analytics is headquartered in Cork.\n- Elena reports to Dmitri.\n- Leila reports to Zoya.\n- Lucia reports to Hana.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25010", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Nadia works for Cobalt Health.\n- Nadia reports to Mara.\n- Atlas Freight is headquartered in Tampere.\n- Mateo reports to Mei.\n- Callum works for Cobalt Health.\n- Atlas Freight was founded in 1988.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems is headquartered in Oslo.\n- Sanne reports to Stefan.\n- Northwind Systems was founded in 1996.\n- Mei works for Northwind Systems.\n- Stefan reports to Nadia.\n- Mara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Basel.\n- Mara reports to Mateo.\n- Sanne works for Atlas Freight.\n- Callum reports to Yuki.\n- Yuki works for Cobalt Health.\n- Mateo works for Bluepine Aviation.\n- Yuki reports to Sanne.\n- Bluepine Aviation was founded in 1980.\n- Cobalt Health was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25012", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25013", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Leila works for Beacon Insurance.\n- Sanne works for Meridian Bank.\n- Helios Logistics is headquartered in Malmo.\n- Pablo reports to Mei.\n- Elena works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.\n- Mara works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Sofia reports to Lucia.\n- Emeka reports to Sanne.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Helios Logistics was founded in 1993.\n- Elena reports to Emeka.\n- Meridian Bank was founded in 2005.\n- Lucia reports to Mara.\n- Amara reports to Callum.\n- Lucia works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2006.\n- Mei works for Helios Logistics.\n- Sofia works for Ironwood Manufacturing.\n- Amara works for Helios Logistics.\n- Hana reports to Amara.\n- Leila reports to Hana.\n- Beacon Insurance was founded in 1996.\n- Sanne reports to Sofia.\n- Mei reports to Leila.\n- Callum works for Meridian Bank.\n- Mara reports to Pablo.\n- Beacon Insurance is headquartered in Basel.\n- Emeka works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25015", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25016", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9569: employee Yuki R., hired 10 November 2022, separated 20 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9569?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1985.\n- Viktor works for Helios Logistics.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Kenji works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Leila works for Ironwood Manufacturing.\n- Amara reports to Kenji.\n- Atlas Freight is headquartered in Adelaide.\n- Leila reports to Amara.\n- Ravi reports to Leila.\n- Hana reports to Ravi.\n- Ironwood Manufacturing was founded in 2005.\n- Crescent Telecom was founded in 1982.\n- Helios Logistics is headquartered in Tampere.\n- Kenji reports to Jonas.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Atlas Freight was founded in 1994.\n- Mateo reports to Viktor.\n- Mateo works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Lucia reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Ingrid reports to Mateo.\n- Amara works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25018", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5326: employee Callum A., hired 05 June 2021, separated 18 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-5326 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,500", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Pinnacle Software.\n- Sofia reports to Nadia.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 1987.\n- Sofia works for Pinnacle Software.\n- Nadia reports to Mara.\n- Deshawn reports to Mateo.\n- Lattice Analytics was founded in 1988.\n- Deshawn works for Lattice Analytics.\n- Dmitri reports to Sofia.\n- Mara works for Pinnacle Software.\n- Mateo reports to Dmitri.\n- Bluepine Aviation is headquartered in Turku.\n- Bluepine Aviation was founded in 1980.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Pablo.\n- Nadia works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Mara reports to Emeka.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 2005.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Jonas works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Cobalt Health is headquartered in Austin.\n- Stefan works for Summit Energy.\n- Ingrid reports to Hana.\n- Sanne works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Zoya.\n- Elena reports to Chiara.\n- Cedar Retail Group was founded in 2001.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods was founded in 1985.\n- Summit Energy was founded in 1993.\n- Stefan reports to Ingrid.\n- Cobalt Health was founded in 1998.\n- Amara reports to Elena.\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods is headquartered in Lyon.\n- Anders reports to Amara.\n- Chiara works for Summit Energy.\n- Chiara reports to Sanne.\n- Jonas reports to Anders.\n- Amara works for Cobalt Health.\n- Zoya reports to Stefan.\n- Cedar Retail Group is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25021", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25022", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "book_appointment", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25023", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25024", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Lucia reports to Mei.\n- Vantage Air is headquartered in Brno.\n- Callum reports to Chiara.\n- Hana reports to Ingrid.\n- Callum works for Beacon Insurance.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Beacon Insurance is headquartered in Porto.\n- Elena reports to Hana.\n- Fernhill Foods was founded in 2006.\n- Fernhill Foods is headquartered in Porto.\n- Chiara works for Fernhill Foods.\n- Lucia works for Vantage Air.\n- Meridian Bank was founded in 1990.\n- Chiara reports to Sanne.\n- Hana works for Beacon Insurance.\n- Vantage Air was founded in 2004.\n- Nadia reports to Stefan.\n- Stefan works for Vantage Air.\n- Sanne works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Beacon Insurance was founded in 1992.\n- Mei works for Fernhill Foods.\n- Aisha reports to Elena.\n- Sanne reports to Aisha.\n- Ingrid works for Vantage Air.\n- Stefan reports to Amara.\n- Amara reports to Lucia.\n- Mei reports to Callum.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25025", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Stefan works for Atlas Freight.\n- Sofia reports to Wren.\n- Sofia works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Sanne reports to Mateo.\n- Wren works for Northwind Systems.\n- Fernhill Foods was founded in 1994.\n- Cedar Retail Group is headquartered in Leeds.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan reports to Sofia.\n- Northwind Systems is headquartered in Halifax.\n- Elena works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Halifax.\n- Hana reports to Jonas.\n- Hana works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Elena reports to Stefan.\n- Wren reports to Hana.\n- Sanne works for Northwind Systems.\n- Atlas Freight was founded in 2007.\n- Cedar Retail Group was founded in 2008.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25027", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1082: employee Omar S., hired 07 February 2023, separated 27 April 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1082?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25028", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2998: employee Mei R., hired 12 October 2020, separated 14 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2998?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25029", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Leila reports to Nadia.\n- Helios Logistics was founded in 1976.\n- Leila works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Amara works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.\n- Cobalt Health was founded in 1993.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Amara.\n- Lucia reports to Hana.\n- Bruno reports to Lucia.\n- Amara reports to Ravi.\n- Nadia reports to Tessa.\n- Anders reports to Bruno.\n- Wren works for Helios Logistics.\n- Ravi works for Cobalt Health.\n- Beacon Insurance was founded in 1999.\n- Cobalt Health is headquartered in Turku.\n- Fernhill Foods is headquartered in Turku.\n- Chiara reports to Anders.\n- Mara reports to Wren.\n- Ravi reports to Chiara.\n- Lucia works for Cobalt Health.\n- Wren reports to Leila.\n- Chiara works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Bruno works for Helios Logistics.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25031", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25032", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25033", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9168: employee Priya T., hired 17 November 2023, separated 25 June 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2026-9168 under the controlling rules.", "criteria": {"0": "$3,900", "1": "$5,000", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25034", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 7, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4338: employee Priya S., hired 18 April 2022, separated 03 March 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4338?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Leila.\n- Leila works for Crescent Telecom.\n- Helios Logistics was founded in 1985.\n- Felix reports to Chiara.\n- Emeka reports to Yuki.\n- Nadia reports to Emeka.\n- Emeka works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Mateo reports to Lucia.\n- Yuki reports to Tobias.\n- Leila reports to Anders.\n- Yuki works for Helios Logistics.\n- Crescent Telecom is headquartered in Adelaide.\n- Northwind Systems is headquartered in Malmo.\n- Sofia reports to Felix.\n- Chiara works for Northwind Systems.\n- Sofia works for Helios Logistics.\n- Chiara reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 2014.\n- Fernhill Foods was founded in 1998.\n- Helios Logistics is headquartered in Basel.\n- Felix works for Crescent Telecom.\n- Nadia works for Northwind Systems.\n- Mateo works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Tobias reports to Sofia.\n- Aisha reports to Mateo.\n- Fernhill Foods is headquartered in Basel.\n- Northwind Systems was founded in 1991.\n- Tobias works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25036", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2414: employee Omar R., hired 15 February 2020, separated 18 April 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2414?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25037", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25038", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2950: employee Ingrid M., hired 18 April 2021, separated 24 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2950?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25039", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Jonas works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Helios Logistics is headquartered in Ghent.\n- Sofia reports to Leila.\n- Nadia works for Pinnacle Software.\n- Amara reports to Elena.\n- Sanne reports to Aisha.\n- Kenji works for Pinnacle Software.\n- Leila works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Meridian Bank was founded in 1975.\n- Pinnacle Software is headquartered in Porto.\n- Nadia reports to Sofia.\n- Jonas reports to Amara.\n- Kenji reports to Jonas.\n- Amara works for Meridian Bank.\n- Pinnacle Software was founded in 2005.\n- Mara reports to Felix.\n- Leila reports to Sanne.\n- Meridian Bank is headquartered in Porto.\n- Felix works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Felix reports to Kenji.\n- Fernhill Foods was founded in 2008.\n- Helios Logistics was founded in 1985.\n- Lucia reports to Nadia.\n- Elena reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Bruno.\n- Bruno reports to Leila.\n- Callum reports to Aisha.\n- Helios Logistics was founded in 2006.\n- Fernhill Foods is headquartered in Tampere.\n- Atlas Freight was founded in 1995.\n- Cedar Retail Group was founded in 1992.\n- Viktor works for Cedar Retail Group.\n- Mara reports to Viktor.\n- Viktor reports to Elena.\n- Elena reports to Callum.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Bruno works for Atlas Freight.\n- Helios Logistics is headquartered in Valencia.\n- Elena works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Leila reports to Mara.\n- Fernhill Foods was founded in 1990.\n- Mara works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Callum works for Helios Logistics.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25042", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5821: employee Leila B., hired 29 March 2024, separated 11 November 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-5821 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$4,000", "3": "$1,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25043", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5673: employee Kenji R., hired 11 September 2021, separated 10 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5673?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Viktor works for Cedar Retail Group.\n- Priya reports to Tessa.\n- Summit Energy was founded in 1976.\n- Tessa reports to Omar.\n- Ravi reports to Viktor.\n- Nadia reports to Priya.\n- Omar reports to Amara.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2015.\n- Kenji reports to Elena.\n- Northwind Systems is headquartered in Nagoya.\n- Amara works for Summit Energy.\n- Northwind Systems was founded in 2003.\n- Elena reports to Ingrid.\n- Tessa works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Summit Energy is headquartered in Halifax.\n- Elena works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Sofia reports to Stefan.\n- Stefan works for Northwind Systems.\n- Omar works for Cedar Retail Group.\n- Amara reports to Ravi.\n- Nadia works for Summit Energy.\n- Stefan reports to Nadia.\n- Ingrid reports to Sofia.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25045", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25047", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8218: employee Jonas K., hired 23 November 2021, separated 06 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8218?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25048", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 August 2024): For employees hired on or after 30 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5257: employee Lucia T., hired 05 May 2024, separated 17 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5257?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25049", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8963: employee Nadia M., hired 27 March 2022, separated 11 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8963?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25050", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2326: employee Dmitri M., hired 06 March 2020, separated 22 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2326?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2326 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2013.\n- Lucia reports to Anders.\n- Stefan reports to Nadia.\n- Hana reports to Callum.\n- Anders works for Meridian Bank.\n- Stefan works for Helios Logistics.\n- Meridian Bank was founded in 2012.\n- Mara works for Helios Logistics.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Amara reports to Sanne.\n- Hana works for Fernhill Foods.\n- Callum reports to Stefan.\n- Nadia reports to Mara.\n- Callum works for Meridian Bank.\n- Anders reports to Bruno.\n- Fernhill Foods was founded in 2003.\n- Amara works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Helios Logistics is headquartered in Halifax.\n- Sanne works for Meridian Bank.\n- Mara reports to Amara.\n- Meridian Bank is headquartered in Malmo.\n- Bruno reports to Hana.\n- Lattice Analytics was founded in 1992.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2007", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25052", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Nagoya.\n- Jonas reports to Mara.\n- Hana works for Pinnacle Software.\n- Atlas Freight was founded in 1991.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 1994.\n- Chiara works for Cobalt Health.\n- Hana reports to Omar.\n- Mara works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Omar works for Atlas Freight.\n- Chiara reports to Jonas.\n- Atlas Freight is headquartered in Basel.\n- Lucia reports to Tessa.\n- Yuki works for Pinnacle Software.\n- Lattice Analytics was founded in 1995.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Lucia.\n- Cobalt Health is headquartered in Adelaide.\n- Pinnacle Software was founded in 1990.\n- Lucia works for Cobalt Health.\n- Omar reports to Yuki.\n- Viktor reports to Chiara.\n- Priya reports to Viktor.\n- Jonas works for Cobalt Health.\n- Lattice Analytics is headquartered in Nagoya.\n- Viktor works for Pinnacle Software.\n- Callum reports to Hana.\n- Priya works for Lattice Analytics.\n- Mara reports to Bruno.\n- Tessa reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25054", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2919: employee Zoya A., hired 23 September 2023, separated 05 December 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2919?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25055", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Lattice Analytics is headquartered in Leeds.\n- Cobalt Health is headquartered in Valencia.\n- Elena reports to Dmitri.\n- Helios Logistics was founded in 1997.\n- Tobias reports to Ingrid.\n- Dmitri works for Cobalt Health.\n- Helios Logistics is headquartered in Leeds.\n- Tobias works for Cobalt Health.\n- Leila works for Lattice Analytics.\n- Priya reports to Leila.\n- Yuki works for Vantage Air.\n- Leila reports to Yuki.\n- Vantage Air was founded in 1994.\n- Vantage Air is headquartered in Ghent.\n- Ingrid works for Lattice Analytics.\n- Mara reports to Tobias.\n- Cobalt Health was founded in 2013.\n- Ingrid reports to Omar.\n- Aisha works for Cobalt Health.\n- Lattice Analytics was founded in 1998.\n- Elena works for Vantage Air.\n- Aisha reports to Elena.\n- Dmitri reports to Mara.\n- Mara works for Vantage Air.\n- Omar reports to Priya.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1992", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25057", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7332: employee Pablo M., hired 22 June 2021, separated 01 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7332?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Emeka works for Lattice Analytics.\n- Kenji reports to Nadia.\n- Vantage Air is headquartered in Oslo.\n- Chiara reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Tobias.\n- Lattice Analytics was founded in 2012.\n- Meridian Bank was founded in 1977.\n- Hana works for Vantage Air.\n- Kenji works for Meridian Bank.\n- Bluepine Aviation is headquartered in Oslo.\n- Amara reports to Pablo.\n- Pablo works for Vantage Air.\n- Ravi reports to Chiara.\n- Hana reports to Amara.\n- Ravi works for Meridian Bank.\n- Bluepine Aviation was founded in 1993.\n- Chiara works for Lattice Analytics.\n- Nadia works for Bluepine Aviation.\n- Meridian Bank is headquartered in Turku.\n- Tobias reports to Kenji.\n- Pablo reports to Emeka.\n- Vantage Air was founded in 1984.\n- Tobias works for Vantage Air.\n- Nadia reports to Hana.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Stefan.\n- Fernhill Foods was founded in 1989.\n- Summit Energy was founded in 2010.\n- Northwind Systems was founded in 2002.\n- Hana works for Fernhill Foods.\n- Northwind Systems is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Dunedin.\n- Jonas reports to Anders.\n- Mei works for Northwind Systems.\n- Dmitri works for Summit Energy.\n- Cedar Retail Group is headquartered in Ghent.\n- Mara works for Summit Energy.\n- Cedar Retail Group was founded in 1987.\n- Elena reports to Jonas.\n- Mei reports to Mara.\n- Summit Energy is headquartered in Ghent.\n- Chiara reports to Mei.\n- Mara reports to Bruno.\n- Stefan reports to Dmitri.\n- Chiara works for Summit Energy.\n- Stefan works for Fernhill Foods.\n- Bruno works for Summit Energy.\n- Hana reports to Elena.\n- Anders works for Fernhill Foods.\n- Jonas works for Cedar Retail Group.\n- Bruno reports to Hana.\n- Elena works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25060", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 October 2022): For employees hired on or after 01 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8373: employee Jonas A., hired 05 February 2021, separated 29 December 2022 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8373?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25061", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25062", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 91766\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2014.\n- Lattice Analytics was founded in 1980.\n- Dmitri works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Porto.\n- Cobalt Health is headquartered in Porto.\n- Callum reports to Pablo.\n- Priya reports to Aisha.\n- Omar works for Fernhill Foods.\n- Elena reports to Omar.\n- Wren works for Cedar Retail Group.\n- Aisha works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Tessa reports to Priya.\n- Fernhill Foods is headquartered in Porto.\n- Jonas works for Lattice Analytics.\n- Cedar Retail Group was founded in 2015.\n- Emeka works for Lattice Analytics.\n- Aisha reports to Dmitri.\n- Omar reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Wren reports to Callum.\n- Sofia reports to Jonas.\n- Emeka reports to Tessa.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Elena works for Cedar Retail Group.\n- Pablo reports to Elena.\n- Callum works for Cobalt Health.\n- Fernhill Foods was founded in 1979.\n- Jonas reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Pablo.\n- Mara reports to Felix.\n- Tessa reports to Amara.\n- Meridian Bank was founded in 1983.\n- Dmitri works for Beacon Insurance.\n- Helios Logistics was founded in 1996.\n- Felix reports to Dmitri.\n- Pablo reports to Mara.\n- Lattice Analytics was founded in 2005.\n- Beacon Insurance is headquartered in Halifax.\n- Mara works for Lattice Analytics.\n- Meridian Bank is headquartered in Tallinn.\n- Amara works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Lattice Analytics is headquartered in Tallinn.\n- Anders works for Beacon Insurance.\n- Leila reports to Anders.\n- Helios Logistics is headquartered in Tallinn.\n- Beacon Insurance was founded in 1980.\n- Anders reports to Tessa.\n- Leila works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25065", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25066", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25067", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Zoya reports to Chiara.\n- Ravi reports to Mara.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank was founded in 1982.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance was founded in 2003.\n- Crescent Telecom was founded in 1999.\n- Yuki reports to Zoya.\n- Crescent Telecom is headquartered in Porto.\n- Amara works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Anders.\n- Mara works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Anders works for Beacon Insurance.\n- Ravi works for Cedar Retail Group.\n- Meridian Bank is headquartered in Porto.\n- Amara reports to Ravi.\n- Pablo reports to Amara.\n- Anders reports to Pablo.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25069", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6073: employee Viktor B., hired 22 May 2023, separated 21 October 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6073?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25070", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1334: employee Lucia M., hired 05 December 2022, separated 03 July 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1334?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25071", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Emeka works for Northwind Systems.\n- Cedar Retail Group was founded in 2011.\n- Northwind Systems was founded in 1994.\n- Chiara reports to Callum.\n- Yuki reports to Jonas.\n- Chiara works for Northwind Systems.\n- Jonas works for Lattice Analytics.\n- Emeka reports to Chiara.\n- Crescent Telecom was founded in 2001.\n- Sofia reports to Sanne.\n- Aisha works for Northwind Systems.\n- Mei reports to Sofia.\n- Northwind Systems is headquartered in Ghent.\n- Zoya works for Crescent Telecom.\n- Sanne works for Cedar Retail Group.\n- Lattice Analytics was founded in 2007.\n- Callum works for Northwind Systems.\n- Cedar Retail Group is headquartered in Brno.\n- Callum reports to Mei.\n- Aisha reports to Zoya.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Oslo.\n- Jonas reports to Aisha.\n- Yuki works for Crescent Telecom.\n- Lattice Analytics is headquartered in Malmo.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25073", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3954: employee Priya M., hired 13 February 2021, separated 03 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3954?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25074", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Emeka.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank was founded in 1991.\n- Dmitri reports to Nadia.\n- Wren reports to Aisha.\n- Jonas works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Mateo reports to Dmitri.\n- Sanne works for Ironwood Manufacturing.\n- Chiara reports to Jonas.\n- Meridian Bank is headquartered in Porto.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.\n- Zoya reports to Sanne.\n- Bluepine Aviation was founded in 2002.\n- Nadia works for Bluepine Aviation.\n- Chiara works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Emeka reports to Wren.\n- Dmitri works for Lattice Analytics.\n- Emeka works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2005.\n- Sanne reports to Mateo.\n- Callum reports to Priya.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas reports to Zoya.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 2015.\n- Priya reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25076", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 54384, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25077", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25078", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 July 2025): For employees hired on or after 13 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1911: employee Priya A., hired 16 July 2024, separated 31 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1911?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25079", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2545: employee Kenji B., hired 15 January 2024, separated 07 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2545?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25080", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5259: employee Dmitri B., hired 11 October 2024, separated 03 February 2027 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5259?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25081", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5015: employee Ingrid M., hired 03 January 2023, separated 12 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-5015 under the controlling rules.", "criteria": {"0": "$3,800", "1": "$8,000", "2": "$10,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25082", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5358: employee Priya S., hired 22 June 2021, separated 25 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5358?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Mateo works for Atlas Freight.\n- Amara reports to Felix.\n- Elena reports to Stefan.\n- Fernhill Foods was founded in 1980.\n- Fernhill Foods is headquartered in Tampere.\n- Atlas Freight is headquartered in Cork.\n- Crescent Telecom was founded in 1995.\n- Stefan works for Fernhill Foods.\n- Bluepine Aviation was founded in 1980.\n- Tobias reports to Hana.\n- Kenji reports to Ingrid.\n- Ingrid reports to Tobias.\n- Stefan reports to Kenji.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tobias works for Atlas Freight.\n- Amara works for Crescent Telecom.\n- Chiara works for Atlas Freight.\n- Elena works for Crescent Telecom.\n- Mateo reports to Amara.\n- Crescent Telecom is headquartered in Cork.\n- Ingrid works for Crescent Telecom.\n- Chiara reports to Mateo.\n- Hana reports to Chiara.\n- Atlas Freight was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25084", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8720: employee Tessa K., hired 04 March 2023, separated 02 July 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8720?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8720 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25085", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2770: employee Wren S., hired 26 May 2024, separated 20 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2770?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25086", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9290: employee Elena M., hired 18 July 2022, separated 14 March 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2025-9290 under the controlling rules.", "criteria": {"0": "$9,808", "1": "$9,192", "2": "$9,692", "3": "$42,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25087", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25088", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25089", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25090", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mara.\n- Lattice Analytics was founded in 1985.\n- Yuki works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Jonas reports to Omar.\n- Sofia reports to Jonas.\n- Crescent Telecom is headquartered in Valencia.\n- Crescent Telecom was founded in 1981.\n- Yuki reports to Bruno.\n- Mara reports to Yuki.\n- Sofia works for Lattice Analytics.\n- Helios Logistics was founded in 1984.\n- Bruno works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Omar reports to Zoya.\n- Mateo reports to Sofia.\n- Jonas works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Beacon Insurance was founded in 1992.\n- Helios Logistics is headquartered in Dunedin.\n- Mara works for Lattice Analytics.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25092", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5122: employee Callum A., hired 02 February 2024, separated 20 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-5122 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$625", "2": "$5,000", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Viktor reports to Callum.\n- Callum works for Helios Logistics.\n- Northwind Systems is headquartered in Bergen.\n- Callum reports to Leila.\n- Amara reports to Elena.\n- Aisha reports to Sanne.\n- Helios Logistics is headquartered in Bergen.\n- Amara works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Fernhill Foods is headquartered in Nagoya.\n- Pablo works for Lattice Analytics.\n- Northwind Systems was founded in 1996.\n- Sanne reports to Amara.\n- Helios Logistics was founded in 2000.\n- Elena reports to Viktor.\n- Lattice Analytics was founded in 1994.\n- Viktor works for Lattice Analytics.\n- Elena works for Northwind Systems.\n- Tessa works for Helios Logistics.\n- Tobias reports to Tessa.\n- Nadia reports to Aisha.\n- Tobias works for Northwind Systems.\n- Tessa reports to Pablo.\n- Jonas reports to Nadia.\n- Leila works for Northwind Systems.\n- Leila reports to Tobias.\n- Fernhill Foods was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Pablo reports to Mara.\n- Callum works for Fernhill Foods.\n- Dmitri works for Meridian Bank.\n- Callum reports to Hana.\n- Hana works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki works for Meridian Bank.\n- Yuki reports to Pablo.\n- Mei reports to Yuki.\n- Dmitri reports to Callum.\n- Atlas Freight is headquartered in Adelaide.\n- Ravi works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Fernhill Foods was founded in 2011.\n- Pablo works for Bluepine Aviation.\n- Mara reports to Ravi.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ravi reports to Dmitri.\n- Meridian Bank was founded in 2009.\n- Bluepine Aviation was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25095", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4305: employee Wren K., hired 11 February 2020, separated 18 February 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-4305 under the controlling rules.", "criteria": {"0": "$30,000", "1": "$30,500", "2": "$34,615", "3": "$130,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4305 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25096", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "restart_service", "2": "check_logs", "3": "rotate_keys", "4": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25097", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25098", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5409: employee Pablo K., hired 01 September 2021, separated 29 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5409?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25099", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5279: employee Anders K., hired 12 August 2023, separated 21 March 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5279?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25100", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25101", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4410: employee Ingrid A., hired 20 July 2025, separated 29 July 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-4410 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25102", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25103", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6369: employee Nadia S., hired 10 November 2022, separated 26 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6369?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25104", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-6 (VERSION 5, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2592: employee Pablo A., hired 06 April 2022, separated 26 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2592?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25105", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8627: employee Anders M., hired 10 April 2023, separated 11 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8627?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25106", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Bluepine Aviation was founded in 2004.\n- Bluepine Aviation is headquartered in Austin.\n- Ingrid reports to Anders.\n- Zoya works for Vantage Air.\n- Leila works for Vantage Air.\n- Priya reports to Chiara.\n- Mateo reports to Ravi.\n- Viktor reports to Felix.\n- Fernhill Foods was founded in 1985.\n- Chiara reports to Aisha.\n- Ravi reports to Leila.\n- Ravi works for Fernhill Foods.\n- Anders reports to Priya.\n- Vantage Air is headquartered in Brno.\n- Cobalt Health was founded in 2001.\n- Leila reports to Ingrid.\n- Aisha reports to Kenji.\n- Vantage Air was founded in 1993.\n- Chiara works for Fernhill Foods.\n- Cobalt Health is headquartered in Porto.\n- Felix works for Vantage Air.\n- Anders works for Cobalt Health.\n- Kenji reports to Zoya.\n- Mateo works for Vantage Air.\n- Felix reports to Mateo.\n- Priya works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25108", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 September 2024): For employees hired on or after 19 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3748: employee Chiara T., hired 12 March 2022, separated 08 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3748?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25109", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25110", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3194: employee Mateo R., hired 21 May 2022, separated 20 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3194?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25111", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6441: employee Jonas R., hired 10 April 2020, separated 20 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6441?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Tessa.\n- Fernhill Foods was founded in 2004.\n- Callum reports to Aisha.\n- Mara works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Vantage Air was founded in 2010.\n- Priya works for Northwind Systems.\n- Aisha reports to Priya.\n- Callum works for Vantage Air.\n- Elena reports to Jonas.\n- Jonas reports to Callum.\n- Jonas works for Fernhill Foods.\n- Mara reports to Bruno.\n- Tessa works for Northwind Systems.\n- Vantage Air is headquartered in Turku.\n- Bruno reports to Hana.\n- Meridian Bank is headquartered in Lyon.\n- Bruno works for Vantage Air.\n- Meridian Bank was founded in 1977.\n- Fernhill Foods is headquartered in Valencia.\n- Northwind Systems was founded in 1983.\n- Aisha works for Fernhill Foods.\n- Yuki reports to Elena.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Tessa reports to Mara.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25113", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 March 2023): For employees hired on or after 21 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3199: employee Callum S., hired 17 February 2022, separated 28 October 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3199?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25114", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2085: employee Tobias T., hired 12 April 2022, separated 27 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2085?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25115", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1211: employee Pablo S., hired 17 September 2022, separated 19 August 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-1211 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$15,167", "2": "$3,150", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25116", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Deshawn.\n- Tessa works for Atlas Freight.\n- Crescent Telecom is headquartered in Bergen.\n- Amara works for Lattice Analytics.\n- Hana works for Atlas Freight.\n- Sofia reports to Viktor.\n- Lattice Analytics was founded in 2006.\n- Helios Logistics was founded in 2010.\n- Crescent Telecom was founded in 1992.\n- Viktor works for Atlas Freight.\n- Chiara reports to Jonas.\n- Kenji works for Crescent Telecom.\n- Jonas reports to Hana.\n- Atlas Freight is headquartered in Basel.\n- Chiara works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Hana reports to Sofia.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Omar reports to Chiara.\n- Kenji reports to Omar.\n- Atlas Freight was founded in 1984.\n- Omar works for Atlas Freight.\n- Deshawn reports to Tessa.\n- Elena works for Helios Logistics.\n- Leila reports to Elena.\n- Amara reports to Leila.\n- Sofia works for Helios Logistics.\n- Viktor reports to Amara.\n- Deshawn works for Atlas Freight.\n- Leila works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25118", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Atlas Freight was founded in 1997.\n- Omar works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Elena works for Pinnacle Software.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Malmo.\n- Ingrid reports to Hana.\n- Hana reports to Elena.\n- Ravi reports to Deshawn.\n- Beacon Insurance is headquartered in Leeds.\n- Sanne reports to Ravi.\n- Atlas Freight is headquartered in Halifax.\n- Pinnacle Software was founded in 1996.\n- Yuki reports to Omar.\n- Elena reports to Yuki.\n- Ingrid works for Beacon Insurance.\n- Cedar Retail Group was founded in 1984.\n- Cedar Retail Group is headquartered in Halifax.\n- Deshawn works for Beacon Insurance.\n- Omar reports to Sanne.\n- Beacon Insurance was founded in 1985.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Halifax.\n- Dmitri reports to Wren.\n- Helios Logistics was founded in 2010.\n- Bluepine Aviation was founded in 1988.\n- Vantage Air was founded in 1992.\n- Dmitri works for Atlas Freight.\n- Vantage Air is headquartered in Halifax.\n- Mei works for Atlas Freight.\n- Leila works for Helios Logistics.\n- Jonas works for Vantage Air.\n- Chiara works for Atlas Freight.\n- Sofia reports to Leila.\n- Chiara reports to Dmitri.\n- Leila reports to Mei.\n- Bluepine Aviation is headquartered in Leeds.\n- Wren reports to Ravi.\n- Ravi reports to Jonas.\n- Mei reports to Chiara.\n- Sofia works for Helios Logistics.\n- Wren works for Vantage Air.\n- Ravi works for Vantage Air.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25121", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25122", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25123", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Tessa.\n- Northwind Systems was founded in 1999.\n- Wren reports to Sofia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa works for Northwind Systems.\n- Dmitri reports to Yuki.\n- Dmitri works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1977.\n- Felix works for Northwind Systems.\n- Sofia reports to Felix.\n- Felix reports to Viktor.\n- Tessa reports to Dmitri.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Wren.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki reports to Callum.\n- Viktor works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1977.\n- Northwind Systems is headquartered in Halifax.\n- Callum reports to Pablo.\n- Cedar Retail Group is headquartered in Turku.\n- Callum works for Bluepine Aviation.\n- Sofia works for Northwind Systems.\n- Cedar Retail Group was founded in 2003.\n- Yuki works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25125", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25126", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25127", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25128", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 6, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2429: employee Callum M., hired 03 January 2025, separated 26 July 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-2429 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$3,000", "2": "$1,800", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Priya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tampere.\n- Ingrid reports to Sanne.\n- Cedar Retail Group was founded in 1984.\n- Beacon Insurance was founded in 1987.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji reports to Zoya.\n- Callum reports to Stefan.\n- Kenji works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Bergen.\n- Yuki works for Beacon Insurance.\n- Sanne works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Ingrid works for Beacon Insurance.\n- Aisha works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Bluepine Aviation was founded in 1988.\n- Pinnacle Software is headquartered in Turku.\n- Stefan works for Pinnacle Software.\n- Sanne reports to Elena.\n- Zoya reports to Wren.\n- Elena reports to Kenji.\n- Chiara reports to Aisha.\n- Yuki reports to Chiara.\n- Pinnacle Software was founded in 2011.\n- Aisha reports to Callum.\n- Chiara works for Bluepine Aviation.\n- Wren reports to Yuki.\n- Priya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25130", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-8 (VERSION 7, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4204: employee Kenji K., hired 18 November 2020, separated 29 September 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4204?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25131", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Deshawn.\n- Bluepine Aviation was founded in 1978.\n- Emeka works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Austin.\n- Deshawn works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Pablo reports to Stefan.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mei reports to Anders.\n- Mateo reports to Emeka.\n- Northwind Systems was founded in 2009.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1999.\n- Northwind Systems is headquartered in Brno.\n- Kenji works for Vantage Air.\n- Leila reports to Kenji.\n- Emeka reports to Mei.\n- Mei works for Northwind Systems.\n- Kenji reports to Ravi.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom was founded in 1981.\n- Anders reports to Leila.\n- Ravi works for Northwind Systems.\n- Stefan reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25133", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 20704\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25134", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25135", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25136", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1946: employee Amara R., hired 10 September 2022, separated 18 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1946?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1946 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25137", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5200: employee Lucia K., hired 17 December 2021, separated 29 May 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5200?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25138", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "set_timer", "2": "play_music", "3": "set_alarm", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Wren reports to Callum.\n- Dmitri works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Felix works for Atlas Freight.\n- Emeka works for Cedar Retail Group.\n- Pablo reports to Wren.\n- Sanne works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Bergen.\n- Atlas Freight was founded in 1990.\n- Bluepine Aviation is headquartered in Brno.\n- Callum works for Atlas Freight.\n- Beacon Insurance was founded in 2002.\n- Emeka reports to Dmitri.\n- Sanne reports to Emeka.\n- Cedar Retail Group was founded in 1986.\n- Callum reports to Aisha.\n- Bluepine Aviation was founded in 1976.\n- Wren works for Atlas Freight.\n- Dmitri reports to Pablo.\n- Felix reports to Sanne.\n- Aisha works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Tobias reports to Emeka.\n- Northwind Systems is headquartered in Lyon.\n- Sanne reports to Tobias.\n- Anders reports to Deshawn.\n- Anders works for Northwind Systems.\n- Helios Logistics is headquartered in Tallinn.\n- Vantage Air is headquartered in Turku.\n- Kenji reports to Omar.\n- Emeka reports to Anders.\n- Omar works for Vantage Air.\n- Hana works for Northwind Systems.\n- Mateo works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Northwind Systems was founded in 1978.\n- Meridian Bank was founded in 2011.\n- Hana reports to Sofia.\n- Deshawn reports to Kenji.\n- Helios Logistics was founded in 2004.\n- Sofia works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Vantage Air was founded in 1977.\n- Meridian Bank is headquartered in Lyon.\n- Deshawn works for Meridian Bank.\n- Omar reports to Mateo.\n- Emeka works for Meridian Bank.\n- Sofia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mateo.\n- Felix reports to Bruno.\n- Zoya reports to Ingrid.\n- Lattice Analytics was founded in 1985.\n- Mara works for Ironwood Manufacturing.\n- Ravi reports to Callum.\n- Mateo works for Summit Energy.\n- Mara reports to Nadia.\n- Ingrid reports to Leila.\n- Fernhill Foods was founded in 1993.\n- Nadia reports to Ravi.\n- Ironwood Manufacturing is headquartered in Brno.\n- Lattice Analytics is headquartered in Bergen.\n- Fernhill Foods is headquartered in Brno.\n- Deshawn works for Ironwood Manufacturing.\n- Summit Energy was founded in 1985.\n- Leila reports to Mara.\n- Felix works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1987.\n- Callum reports to Felix.\n- Nadia works for Fernhill Foods.\n- Zoya works for Ironwood Manufacturing.\n- Ravi works for Fernhill Foods.\n- Elena reports to Zoya.\n- Ingrid works for Lattice Analytics.\n- Elena works for Ironwood Manufacturing.\n- Leila works for Fernhill Foods.\n- Callum works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Lyon.\n- Bruno works for Summit Energy.\n- Mateo reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25142", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25143", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 56006\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "reports an item arrived broken", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25144", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25145", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 June 2025): For employees hired on or after 22 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6573: employee Pablo A., hired 30 March 2025, separated 04 September 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-6573 under the controlling rules.", "criteria": {"0": "$2,625", "1": "$21,667", "2": "$4,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25146", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Brno.\n- Mara works for Vantage Air.\n- Tobias works for Vantage Air.\n- Tobias reports to Sanne.\n- Sofia works for Vantage Air.\n- Mateo reports to Emeka.\n- Wren works for Fernhill Foods.\n- Atlas Freight was founded in 1981.\n- Emeka reports to Chiara.\n- Fernhill Foods was founded in 2014.\n- Summit Energy was founded in 2011.\n- Callum works for Vantage Air.\n- Ingrid reports to Wren.\n- Atlas Freight is headquartered in Brno.\n- Sanne works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Emeka works for Atlas Freight.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Kenji.\n- Vantage Air was founded in 1998.\n- Sofia reports to Mateo.\n- Chiara reports to Tobias.\n- Fernhill Foods is headquartered in Malmo.\n- Kenji works for Vantage Air.\n- Callum reports to Sofia.\n- Mateo works for Summit Energy.\n- Kenji reports to Callum.\n- Ingrid works for Summit Energy.\n- Wren reports to Mara.\n- Sanne reports to Ingrid.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25148", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25149", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9966: employee Lucia K., hired 05 September 2021, separated 17 April 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9966?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25150", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "set_alarm", "2": "weather", "3": "play_music", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Yuki reports to Hana.\n- Cedar Retail Group is headquartered in Tampere.\n- Dmitri reports to Aisha.\n- Hana reports to Priya.\n- Chiara reports to Dmitri.\n- Beacon Insurance is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Beacon Insurance was founded in 1988.\n- Dmitri works for Beacon Insurance.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1991.\n- Nadia reports to Chiara.\n- Pablo reports to Nadia.\n- Priya works for Ironwood Manufacturing.\n- Zoya reports to Pablo.\n- Hana works for Beacon Insurance.\n- Cedar Retail Group was founded in 1989.\n- Cobalt Health is headquartered in Tampere.\n- Kenji reports to Jonas.\n- Jonas reports to Stefan.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 2014.\n- Jonas works for Cedar Retail Group.\n- Priya reports to Zoya.\n- Pablo works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Zoya works for Cobalt Health.\n- Stefan reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Felix.\n- Nadia works for Vantage Air.\n- Priya reports to Amara.\n- Mei works for Vantage Air.\n- Chiara reports to Omar.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara works for Summit Energy.\n- Nadia reports to Chiara.\n- Kenji works for Cobalt Health.\n- Vantage Air was founded in 2005.\n- Cobalt Health was founded in 2006.\n- Felix reports to Mei.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Porto.\n- Cobalt Health is headquartered in Bergen.\n- Felix works for Cobalt Health.\n- Kenji reports to Nadia.\n- Amara reports to Kenji.\n- Priya works for Cobalt Health.\n- Vantage Air is headquartered in Bergen.\n- Amara works for Summit Energy.\n- Omar works for Cobalt Health.\n- Fernhill Foods was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2001", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25153", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25154", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6818: employee Lucia S., hired 22 April 2022, separated 15 March 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6818?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25155", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25156", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "change_address", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25157", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25159", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25160", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 July 2025): For employees hired on or after 18 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5254: employee Leila T., hired 07 December 2022, separated 18 March 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5254?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Callum reports to Elena.\n- Elena works for Bluepine Aviation.\n- Jonas reports to Viktor.\n- Zoya works for Cobalt Health.\n- Elena reports to Anders.\n- Omar works for Cobalt Health.\n- Bluepine Aviation is headquartered in Basel.\n- Zoya reports to Callum.\n- Helios Logistics was founded in 1979.\n- Wren works for Cobalt Health.\n- Anders reports to Jonas.\n- Stefan works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Callum works for Cobalt Health.\n- Bluepine Aviation was founded in 2005.\n- Atlas Freight was founded in 2001.\n- Chiara works for Bluepine Aviation.\n- Jonas works for Helios Logistics.\n- Stefan reports to Omar.\n- Cobalt Health was founded in 2009.\n- Helios Logistics is headquartered in Lyon.\n- Chiara reports to Ingrid.\n- Cobalt Health is headquartered in Lyon.\n- Anders works for Helios Logistics.\n- Ingrid reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Kenji reports to Chiara.\n- Wren reports to Stefan.\n- Viktor works for Helios Logistics.\n- Viktor reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25163", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7081: employee Ravi S., hired 25 December 2023, separated 24 May 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7081?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Ingrid works for Meridian Bank.\n- Vantage Air was founded in 1979.\n- Hana works for Helios Logistics.\n- Tessa reports to Ingrid.\n- Jonas reports to Ravi.\n- Ravi works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Ingrid reports to Jonas.\n- Helios Logistics was founded in 1987.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Ravi reports to Felix.\n- Elena works for Meridian Bank.\n- Amara reports to Hana.\n- Helios Logistics is headquartered in Austin.\n- Jonas works for Helios Logistics.\n- Meridian Bank is headquartered in Adelaide.\n- Bruno works for Meridian Bank.\n- Bruno reports to Kenji.\n- Amara works for Beacon Insurance.\n- Tessa works for Helios Logistics.\n- Elena reports to Bruno.\n- Meridian Bank was founded in 2011.\n- Felix reports to Elena.\n- Kenji reports to Amara.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25165", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25166", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25167", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25168", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Emeka.\n- Summit Energy was founded in 1984.\n- Emeka works for Ironwood Manufacturing.\n- Ravi reports to Kenji.\n- Leila reports to Zoya.\n- Emeka reports to Stefan.\n- Ironwood Manufacturing was founded in 1976.\n- Aisha reports to Sanne.\n- Cedar Retail Group is headquartered in Halifax.\n- Yuki works for Ironwood Manufacturing.\n- Aisha works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Kenji works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Cedar Retail Group was founded in 2010.\n- Viktor reports to Ravi.\n- Dmitri reports to Yuki.\n- Stefan reports to Leila.\n- Sofia reports to Dmitri.\n- Sanne reports to Sofia.\n- Stefan works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Zoya works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Summit Energy is headquartered in Tampere.\n- Viktor works for Atlas Freight.\n- Zoya reports to Viktor.\n- Sofia works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25170", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7353: employee Nadia B., hired 11 June 2024, separated 08 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7353?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Fernhill Foods was founded in 2011.\n- Bruno reports to Lucia.\n- Omar reports to Mateo.\n- Lucia works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Bruno works for Fernhill Foods.\n- Viktor reports to Priya.\n- Northwind Systems was founded in 2007.\n- Fernhill Foods is headquartered in Leeds.\n- Bluepine Aviation was founded in 1990.\n- Zoya works for Fernhill Foods.\n- Priya works for Northwind Systems.\n- Mateo reports to Bruno.\n- Lucia reports to Zoya.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Mei reports to Viktor.\n- Northwind Systems is headquartered in Austin.\n- Viktor works for Fernhill Foods.\n- Lattice Analytics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Halifax.\n- Summit Energy was founded in 1989.\n- Mara reports to Yuki.\n- Emeka reports to Tessa.\n- Ingrid reports to Bruno.\n- Cobalt Health is headquartered in Austin.\n- Lattice Analytics is headquartered in Basel.\n- Mara works for Northwind Systems.\n- Cobalt Health was founded in 1991.\n- Chiara reports to Mara.\n- Chiara works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Bruno reports to Sanne.\n- Sanne reports to Kenji.\n- Elena works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Emeka works for Lattice Analytics.\n- Northwind Systems is headquartered in Austin.\n- Kenji works for Cobalt Health.\n- Yuki reports to Ingrid.\n- Bruno works for Lattice Analytics.\n- Tessa reports to Elena.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Northwind Systems was founded in 2000.\n- Elena reports to Chiara.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2000", "2": "2003", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25173", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1990.\n- Chiara reports to Zoya.\n- Kenji reports to Tobias.\n- Northwind Systems is headquartered in Leeds.\n- Beacon Insurance was founded in 1999.\n- Kenji works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Chiara works for Northwind Systems.\n- Beacon Insurance is headquartered in Leeds.\n- Callum reports to Priya.\n- Lattice Analytics is headquartered in Turku.\n- Tobias reports to Chiara.\n- Fernhill Foods is headquartered in Turku.\n- Ravi reports to Felix.\n- Fernhill Foods was founded in 1992.\n- Ravi works for Northwind Systems.\n- Priya reports to Ravi.\n- Tobias works for Northwind Systems.\n- Zoya works for Fernhill Foods.\n- Northwind Systems was founded in 2008.\n- Felix reports to Kenji.\n- Priya works for Northwind Systems.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2013.\n- Ravi works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Aisha reports to Viktor.\n- Cedar Retail Group is headquartered in Brno.\n- Ingrid reports to Ravi.\n- Felix reports to Ingrid.\n- Leila reports to Aisha.\n- Leila works for Bluepine Aviation.\n- Lucia reports to Mei.\n- Viktor works for Pinnacle Software.\n- Stefan works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2010.\n- Stefan reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Emeka reports to Leila.\n- Hana works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Austin.\n- Jonas works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pinnacle Software was founded in 1984.\n- Emeka works for Ironwood Manufacturing.\n- Jonas reports to Hana.\n- Ravi reports to Jonas.\n- Hana reports to Stefan.\n- Mei reports to Emeka.\n- Ironwood Manufacturing was founded in 1988.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25176", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9560: employee Amara S., hired 26 August 2021, separated 28 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9560?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25177", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4553: employee Deshawn S., hired 03 July 2022, separated 15 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4553?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25178", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25179", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2803: employee Stefan A., hired 12 July 2022, separated 06 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2803?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25180", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25181", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 17420, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Omar reports to Mara.\n- Kenji reports to Mateo.\n- Omar works for Fernhill Foods.\n- Pinnacle Software is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Priya reports to Viktor.\n- Mei works for Atlas Freight.\n- Ingrid works for Meridian Bank.\n- Pinnacle Software was founded in 1979.\n- Atlas Freight is headquartered in Valencia.\n- Fernhill Foods was founded in 1987.\n- Atlas Freight was founded in 1995.\n- Mara reports to Ravi.\n- Priya works for Meridian Bank.\n- Ravi works for Pinnacle Software.\n- Viktor reports to Aisha.\n- Aisha reports to Elena.\n- Ingrid reports to Omar.\n- Fernhill Foods is headquartered in Valencia.\n- Elena reports to Mei.\n- Elena works for Meridian Bank.\n- Stefan reports to Kenji.\n- Mara works for Atlas Freight.\n- Ravi reports to Priya.\n- Viktor works for Fernhill Foods.\n- Mateo reports to Ingrid.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 1984.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tessa.\n- Emeka works for Helios Logistics.\n- Jonas works for Crescent Telecom.\n- Meridian Bank is headquartered in Dunedin.\n- Crescent Telecom was founded in 1996.\n- Bruno reports to Jonas.\n- Callum works for Crescent Telecom.\n- Helios Logistics was founded in 1976.\n- Mateo reports to Anders.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Deshawn.\n- Lattice Analytics was founded in 1978.\n- Crescent Telecom is headquartered in Austin.\n- Bruno works for Meridian Bank.\n- Mateo works for Lattice Analytics.\n- Anders works for Meridian Bank.\n- Chiara works for Helios Logistics.\n- Deshawn reports to Mateo.\n- Helios Logistics is headquartered in Tampere.\n- Chiara reports to Callum.\n- Tessa reports to Nadia.\n- Anders reports to Bruno.\n- Meridian Bank was founded in 1988.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn works for Helios Logistics.\n- Jonas reports to Chiara.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25184", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Dmitri.\n- Ravi works for Vantage Air.\n- Deshawn reports to Mei.\n- Amara reports to Ingrid.\n- Dmitri reports to Elena.\n- Ingrid reports to Hana.\n- Aisha reports to Ravi.\n- Elena works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Beacon Insurance is headquartered in Lyon.\n- Omar works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Amara works for Beacon Insurance.\n- Ravi reports to Omar.\n- Atlas Freight was founded in 1994.\n- Lattice Analytics was founded in 1998.\n- Atlas Freight is headquartered in Lyon.\n- Wren reports to Deshawn.\n- Hana works for Atlas Freight.\n- Mei works for Vantage Air.\n- Mei reports to Amara.\n- Lattice Analytics is headquartered in Lyon.\n- Nadia reports to Aisha.\n- Deshawn works for Vantage Air.\n- Beacon Insurance was founded in 1993.\n- Wren works for Lattice Analytics.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Elena reports to Wren.\n- Vantage Air was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid reports to Mei.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Priya reports to Hana.\n- Priya works for Cedar Retail Group.\n- Meridian Bank was founded in 2015.\n- Nadia works for Cedar Retail Group.\n- Jonas reports to Wren.\n- Wren works for Summit Energy.\n- Mei reports to Priya.\n- Jonas works for Cedar Retail Group.\n- Ravi reports to Nadia.\n- Cedar Retail Group was founded in 1992.\n- Bruno reports to Ingrid.\n- Hana works for Summit Energy.\n- Hana reports to Pablo.\n- Pablo reports to Jonas.\n- Ingrid works for Cedar Retail Group.\n- Summit Energy was founded in 1984.\n- Vantage Air was founded in 1982.\n- Vantage Air is headquartered in Malmo.\n- Pablo works for Meridian Bank.\n- Bruno works for Cedar Retail Group.\n- Nadia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25187", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25188", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3275: employee Aisha S., hired 17 July 2022, separated 23 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3275?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25189", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 48645, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25190", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25191", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25192", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1070: employee Ingrid A., hired 01 October 2021, separated 07 November 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2025-1070 under the controlling rules.", "criteria": {"0": "$30,550", "1": "$7,050", "2": "$8,050", "3": "$6,975"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25193", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "send_message", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mei.\n- Helios Logistics is headquartered in Oslo.\n- Lucia reports to Mateo.\n- Elena works for Pinnacle Software.\n- Elena reports to Ravi.\n- Viktor works for Helios Logistics.\n- Mateo reports to Kenji.\n- Felix reports to Viktor.\n- Omar reports to Chiara.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 2001.\n- Pinnacle Software was founded in 1986.\n- Viktor reports to Lucia.\n- Mei works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Pinnacle Software is headquartered in Lyon.\n- Atlas Freight was founded in 1999.\n- Lucia works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Omar works for Pinnacle Software.\n- Ravi reports to Omar.\n- Helios Logistics was founded in 2000.\n- Mateo works for Pinnacle Software.\n- Atlas Freight is headquartered in Lyon.\n- Kenji reports to Elena.\n- Felix works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25195", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25196", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6598: employee Anders M., hired 13 November 2021, separated 27 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6598?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Dmitri.\n- Leila works for Ironwood Manufacturing.\n- Aisha works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Priya reports to Aisha.\n- Crescent Telecom was founded in 1977.\n- Chiara works for Ironwood Manufacturing.\n- Emeka reports to Kenji.\n- Wren reports to Chiara.\n- Emeka works for Meridian Bank.\n- Helios Logistics is headquartered in Oslo.\n- Meridian Bank is headquartered in Malmo.\n- Leila reports to Wren.\n- Dmitri reports to Emeka.\n- Ironwood Manufacturing was founded in 2010.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Kenji works for Crescent Telecom.\n- Chiara reports to Priya.\n- Helios Logistics was founded in 1988.\n- Meridian Bank was founded in 1988.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25198", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 87421\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25199", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25200", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 20935, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "track_order", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25201", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25202", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 2875 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25203", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25204", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4779: employee Chiara R., hired 17 May 2023, separated 27 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4779?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4779 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25205", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25206", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4602: employee Tessa A., hired 11 July 2023, separated 05 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4602?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25207", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 42730 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Nadia.\n- Priya works for Northwind Systems.\n- Ravi works for Lattice Analytics.\n- Kenji works for Bluepine Aviation.\n- Bruno works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Nadia works for Northwind Systems.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Bluepine Aviation was founded in 1992.\n- Emeka works for Northwind Systems.\n- Wren works for Cedar Retail Group.\n- Lattice Analytics was founded in 2012.\n- Emeka reports to Ravi.\n- Chiara reports to Wren.\n- Chiara works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Turku.\n- Cedar Retail Group was founded in 2004.\n- Bruno reports to Priya.\n- Jonas reports to Emeka.\n- Northwind Systems is headquartered in Adelaide.\n- Felix reports to Bruno.\n- Nadia reports to Jonas.\n- Ravi reports to Chiara.\n- Kenji reports to Felix.\n- Northwind Systems was founded in 1986.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25209", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25210", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3528: employee Lucia A., hired 01 November 2022, separated 08 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3528?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25211", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25212", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5831: employee Viktor A., hired 05 January 2022, separated 06 September 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5831?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25213", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25214", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 91431\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Jonas.\n- Aisha works for Fernhill Foods.\n- Nadia works for Pinnacle Software.\n- Helios Logistics was founded in 1980.\n- Elena reports to Tobias.\n- Stefan reports to Yuki.\n- Helios Logistics is headquartered in Valencia.\n- Fernhill Foods was founded in 1996.\n- Wren works for Pinnacle Software.\n- Elena works for Summit Energy.\n- Amara works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Nadia reports to Elena.\n- Tobias works for Pinnacle Software.\n- Wren reports to Mateo.\n- Aisha reports to Amara.\n- Felix reports to Stefan.\n- Yuki reports to Nadia.\n- Summit Energy is headquartered in Valencia.\n- Stefan works for Summit Energy.\n- Mateo reports to Aisha.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Yuki works for Pinnacle Software.\n- Hana works for Helios Logistics.\n- Jonas reports to Wren.\n- Pinnacle Software was founded in 1989.\n- Summit Energy was founded in 1984.\n- Pinnacle Software is headquartered in Dunedin.\n- Hana reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Chiara reports to Mara.\n- Mara reports to Tobias.\n- Tobias reports to Pablo.\n- Pablo reports to Kenji.\n- Pablo works for Vantage Air.\n- Cedar Retail Group was founded in 2006.\n- Viktor works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Cork.\n- Kenji reports to Emeka.\n- Northwind Systems was founded in 2005.\n- Tobias works for Cedar Retail Group.\n- Kenji works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Viktor reports to Chiara.\n- Mara works for Beacon Insurance.\n- Chiara works for Vantage Air.\n- Beacon Insurance is headquartered in Malmo.\n- Northwind Systems is headquartered in Nagoya.\n- Elena reports to Viktor.\n- Emeka works for Beacon Insurance.\n- Vantage Air was founded in 2006.\n- Vantage Air is headquartered in Malmo.\n- Amara reports to Mei.\n- Emeka reports to Amara.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25217", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4478: employee Omar S., hired 18 April 2020, separated 12 March 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-4478?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25218", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Dmitri works for Atlas Freight.\n- Omar works for Meridian Bank.\n- Felix works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Leeds.\n- Chiara reports to Anders.\n- Atlas Freight was founded in 1987.\n- Aisha works for Cedar Retail Group.\n- Callum reports to Chiara.\n- Felix reports to Aisha.\n- Anders works for Bluepine Aviation.\n- Mara reports to Omar.\n- Mara works for Atlas Freight.\n- Cedar Retail Group was founded in 2015.\n- Ingrid reports to Yuki.\n- Dmitri reports to Callum.\n- Callum works for Atlas Freight.\n- Omar reports to Dmitri.\n- Bluepine Aviation is headquartered in Tallinn.\n- Yuki reports to Mara.\n- Meridian Bank was founded in 1985.\n- Ingrid works for Bluepine Aviation.\n- Anders reports to Felix.\n- Bluepine Aviation was founded in 1992.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25220", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25221", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25222", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7821: employee Anders B., hired 13 September 2023, separated 24 April 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7821?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Pablo.\n- Meridian Bank was founded in 1997.\n- Ravi works for Lattice Analytics.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Stefan reports to Wren.\n- Emeka reports to Jonas.\n- Lattice Analytics was founded in 2006.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Aisha reports to Emeka.\n- Pinnacle Software was founded in 1980.\n- Jonas works for Meridian Bank.\n- Pablo reports to Ravi.\n- Lattice Analytics is headquartered in Dunedin.\n- Pablo works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tampere.\n- Pinnacle Software is headquartered in Oslo.\n- Jonas reports to Stefan.\n- Lucia works for Meridian Bank.\n- Ravi reports to Lucia.\n- Wren works for Beacon Insurance.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1999.\n- Sofia works for Atlas Freight.\n- Northwind Systems was founded in 1999.\n- Callum reports to Emeka.\n- Pablo works for Atlas Freight.\n- Deshawn reports to Callum.\n- Atlas Freight is headquartered in Basel.\n- Emeka reports to Pablo.\n- Zoya reports to Deshawn.\n- Pablo reports to Sofia.\n- Ironwood Manufacturing was founded in 2011.\n- Northwind Systems is headquartered in Halifax.\n- Sofia reports to Viktor.\n- Ironwood Manufacturing is headquartered in Basel.\n- Jonas works for Ironwood Manufacturing.\n- Sanne reports to Stefan.\n- Pinnacle Software is headquartered in Basel.\n- Anders reports to Zoya.\n- Pinnacle Software was founded in 1999.\n- Emeka works for Pinnacle Software.\n- Sanne works for Ironwood Manufacturing.\n- Jonas reports to Mei.\n- Callum works for Ironwood Manufacturing.\n- Mei reports to Anders.\n- Deshawn works for Atlas Freight.\n- Stefan works for Pinnacle Software.\n- Mei works for Northwind Systems.\n- Zoya works for Atlas Freight.\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Sanne.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Zoya.\n- Amara works for Atlas Freight.\n- Callum reports to Nadia.\n- Ironwood Manufacturing was founded in 2013.\n- Nadia reports to Deshawn.\n- Atlas Freight is headquartered in Adelaide.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Amara.\n- Zoya works for Bluepine Aviation.\n- Nadia works for Northwind Systems.\n- Callum works for Atlas Freight.\n- Priya reports to Hana.\n- Amara reports to Priya.\n- Zoya reports to Wren.\n- Atlas Freight was founded in 2002.\n- Bluepine Aviation was founded in 2011.\n- Ironwood Manufacturing is headquartered in Brno.\n- Northwind Systems is headquartered in Nagoya.\n- Priya works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Bluepine Aviation is headquartered in Brno.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25226", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25227", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25228", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Vantage Air is headquartered in Tampere.\n- Ingrid reports to Hana.\n- Bluepine Aviation is headquartered in Tampere.\n- Viktor reports to Jonas.\n- Vantage Air was founded in 2012.\n- Jonas works for Vantage Air.\n- Hana works for Vantage Air.\n- Kenji works for Bluepine Aviation.\n- Callum reports to Viktor.\n- Jonas reports to Ingrid.\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 1987.\n- Kenji reports to Chiara.\n- Lattice Analytics is headquartered in Tampere.\n- Mara works for Northwind Systems.\n- Lattice Analytics was founded in 1977.\n- Chiara works for Vantage Air.\n- Mara reports to Kenji.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25230", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25231", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 July 2023): For employees hired on or after 27 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2992: employee Nadia K., hired 20 May 2021, separated 20 September 2023 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-2992 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$4,600", "2": "$9,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25232", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2561: employee Tessa T., hired 17 May 2022, separated 20 July 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2561?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25233", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25235", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25236", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25237", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1430: employee Chiara M., hired 07 March 2022, separated 30 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1430?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1998.\n- Anders reports to Amara.\n- Meridian Bank was founded in 1996.\n- Tessa works for Bluepine Aviation.\n- Lucia works for Atlas Freight.\n- Emeka reports to Omar.\n- Atlas Freight is headquartered in Malmo.\n- Amara works for Atlas Freight.\n- Elena reports to Emeka.\n- Elena works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Brno.\n- Beacon Insurance was founded in 1986.\n- Emeka works for Beacon Insurance.\n- Amara reports to Tessa.\n- Atlas Freight was founded in 2000.\n- Viktor reports to Mara.\n- Meridian Bank is headquartered in Adelaide.\n- Omar reports to Viktor.\n- Tessa reports to Elena.\n- Lucia reports to Anders.\n- Anders works for Beacon Insurance.\n- Mara works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Mara reports to Felix.\n- Felix works for Bluepine Aviation.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25239", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25240", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25241", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25242", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25243", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25244", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Summit Energy is headquartered in Malmo.\n- Mateo works for Summit Energy.\n- Northwind Systems was founded in 1993.\n- Summit Energy was founded in 2008.\n- Anders reports to Mateo.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2010.\n- Leila reports to Kenji.\n- Aisha works for Summit Energy.\n- Kenji reports to Sofia.\n- Mateo reports to Leila.\n- Sofia works for Beacon Insurance.\n- Kenji works for Bluepine Aviation.\n- Anders works for Summit Energy.\n- Stefan reports to Zoya.\n- Zoya works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Bergen.\n- Northwind Systems is headquartered in Ghent.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Bluepine Aviation is headquartered in Malmo.\n- Aisha reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25246", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4288: employee Elena K., hired 27 July 2022, separated 27 November 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-4288 under the controlling rules.", "criteria": {"0": "$11,423", "1": "$11,308", "2": "$12,308", "3": "$49,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25247", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6681: employee Sanne S., hired 01 July 2021, separated 14 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6681?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25248", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Cedar Retail Group was founded in 2004.\n- Helios Logistics was founded in 1992.\n- Hana reports to Callum.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Beacon Insurance was founded in 1999.\n- Ingrid works for Fernhill Foods.\n- Mei reports to Mateo.\n- Sofia works for Cedar Retail Group.\n- Elena reports to Ingrid.\n- Elena works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Felix works for Helios Logistics.\n- Mateo works for Fernhill Foods.\n- Aisha reports to Felix.\n- Ingrid reports to Aisha.\n- Helios Logistics is headquartered in Tallinn.\n- Sofia reports to Elena.\n- Hana works for Beacon Insurance.\n- Callum reports to Sofia.\n- Felix reports to Mei.\n- Mateo reports to Bruno.\n- Fernhill Foods was founded in 1981.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Ingrid works for Atlas Freight.\n- Ingrid reports to Felix.\n- Atlas Freight was founded in 1987.\n- Cedar Retail Group was founded in 1996.\n- Fernhill Foods was founded in 2008.\n- Atlas Freight is headquartered in Cork.\n- Leila reports to Mateo.\n- Felix works for Fernhill Foods.\n- Aisha reports to Viktor.\n- Felix reports to Dmitri.\n- Viktor works for Cedar Retail Group.\n- Mateo reports to Aisha.\n- Bruno works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Dmitri reports to Bruno.\n- Viktor reports to Ingrid.\n- Cedar Retail Group is headquartered in Nagoya.\n- Dmitri works for Cedar Retail Group.\n- Pablo reports to Leila.\n- Aisha works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Austin.\n- Sofia reports to Pablo.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25251", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25252", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 46597\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "request_refund", "2": "exchange_item", "3": "change_address", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25253", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-8 (VERSION 6, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8132: employee Mateo K., hired 01 August 2021, separated 17 October 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8132?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25254", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25255", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 July 2025): For employees hired on or after 06 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3268: employee Kenji S., hired 11 February 2025, separated 03 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3268?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1999.\n- Amara reports to Dmitri.\n- Felix works for Cedar Retail Group.\n- Bruno reports to Amara.\n- Helios Logistics was founded in 1997.\n- Bruno works for Helios Logistics.\n- Ravi reports to Stefan.\n- Leila works for Meridian Bank.\n- Summit Energy is headquartered in Dunedin.\n- Zoya works for Cedar Retail Group.\n- Viktor reports to Felix.\n- Summit Energy was founded in 1997.\n- Amara works for Summit Energy.\n- Leila reports to Zoya.\n- Cedar Retail Group was founded in 1985.\n- Mara reports to Viktor.\n- Omar works for Summit Energy.\n- Stefan reports to Tobias.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Ravi.\n- Mara works for Helios Logistics.\n- Meridian Bank is headquartered in Cork.\n- Helios Logistics is headquartered in Dunedin.\n- Ravi works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Cedar Retail Group is headquartered in Ghent.\n- Stefan works for Meridian Bank.\n- Tobias works for Cedar Retail Group.\n- Zoya reports to Mara.\n- Tobias reports to Leila.\n- Omar reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Leila works for Crescent Telecom.\n- Callum reports to Mateo.\n- Cobalt Health is headquartered in Porto.\n- Amara works for Cobalt Health.\n- Stefan reports to Deshawn.\n- Callum works for Cobalt Health.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 1991.\n- Tessa works for Crescent Telecom.\n- Hana reports to Callum.\n- Viktor reports to Zoya.\n- Vantage Air is headquartered in Leeds.\n- Hana works for Summit Energy.\n- Tessa reports to Viktor.\n- Zoya reports to Leila.\n- Viktor works for Crescent Telecom.\n- Zoya works for Summit Energy.\n- Amara reports to Tessa.\n- Cobalt Health was founded in 1989.\n- Summit Energy was founded in 2006.\n- Vantage Air was founded in 2010.\n- Deshawn works for Cobalt Health.\n- Summit Energy is headquartered in Leeds.\n- Deshawn reports to Hana.\n- Stefan works for Summit Energy.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25258", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4163: employee Mei A., hired 06 March 2021, separated 19 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4163?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Anders works for Lattice Analytics.\n- Yuki works for Atlas Freight.\n- Pinnacle Software was founded in 2000.\n- Chiara works for Atlas Freight.\n- Callum reports to Leila.\n- Sofia reports to Yuki.\n- Sofia works for Pinnacle Software.\n- Lattice Analytics was founded in 2004.\n- Sanne reports to Priya.\n- Pinnacle Software is headquartered in Lyon.\n- Leila works for Lattice Analytics.\n- Yuki reports to Sanne.\n- Anders reports to Mara.\n- Mara reports to Chiara.\n- Nadia works for Pinnacle Software.\n- Priya reports to Anders.\n- Chiara reports to Nadia.\n- Leila reports to Sofia.\n- Atlas Freight is headquartered in Nagoya.\n- Crescent Telecom was founded in 2004.\n- Sanne works for Pinnacle Software.\n- Callum works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Atlas Freight was founded in 2005.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation was founded in 2001.\n- Emeka works for Helios Logistics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Viktor reports to Tobias.\n- Tobias reports to Bruno.\n- Helios Logistics was founded in 1975.\n- Leila reports to Emeka.\n- Yuki reports to Ingrid.\n- Helios Logistics is headquartered in Porto.\n- Yuki works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Amara works for Vantage Air.\n- Leila works for Vantage Air.\n- Viktor works for Beacon Insurance.\n- Bruno reports to Amara.\n- Vantage Air was founded in 1999.\n- Ingrid reports to Leila.\n- Beacon Insurance was founded in 1999.\n- Beacon Insurance is headquartered in Nagoya.\n- Ingrid works for Vantage Air.\n- Amara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25261", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Viktor.\n- Lattice Analytics was founded in 2006.\n- Pablo reports to Mateo.\n- Viktor works for Lattice Analytics.\n- Ingrid works for Helios Logistics.\n- Viktor reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Cobalt Health is headquartered in Nagoya.\n- Mateo reports to Priya.\n- Helios Logistics was founded in 1982.\n- Priya works for Cobalt Health.\n- Ingrid reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Atlas Freight is headquartered in Brno.\n- Lattice Analytics is headquartered in Nagoya.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 2015.\n- Nadia reports to Tessa.\n- Priya reports to Anders.\n- Tessa reports to Hana.\n- Helios Logistics is headquartered in Cork.\n- Cobalt Health was founded in 1995.\n- Hana works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Hana reports to Callum.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25263", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1642: employee Hana K., hired 11 June 2020, separated 16 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1642?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25264", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Vantage Air.\n- Zoya works for Vantage Air.\n- Crescent Telecom was founded in 1976.\n- Ingrid reports to Leila.\n- Aisha works for Crescent Telecom.\n- Zoya reports to Mara.\n- Anders works for Crescent Telecom.\n- Wren reports to Elena.\n- Amara reports to Priya.\n- Leila reports to Zoya.\n- Elena reports to Ingrid.\n- Anders reports to Wren.\n- Priya works for Summit Energy.\n- Aisha reports to Amara.\n- Beacon Insurance was founded in 2004.\n- Wren works for Crescent Telecom.\n- Nadia reports to Aisha.\n- Summit Energy was founded in 1998.\n- Mara works for Beacon Insurance.\n- Stefan reports to Anders.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Priya reports to Stefan.\n- Ingrid works for Vantage Air.\n- Elena works for Beacon Insurance.\n- Stefan works for Crescent Telecom.\n- Vantage Air is headquartered in Nagoya.\n- Vantage Air was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Deshawn.\n- Bluepine Aviation was founded in 1990.\n- Anders works for Lattice Analytics.\n- Tessa reports to Pablo.\n- Pinnacle Software was founded in 2003.\n- Deshawn works for Pinnacle Software.\n- Aisha reports to Tobias.\n- Bruno works for Cedar Retail Group.\n- Leila reports to Aisha.\n- Bruno reports to Anders.\n- Bluepine Aviation is headquartered in Austin.\n- Tobias works for Cedar Retail Group.\n- Aisha works for Pinnacle Software.\n- Pablo works for Bluepine Aviation.\n- Lattice Analytics was founded in 1983.\n- Zoya works for Cedar Retail Group.\n- Deshawn reports to Tessa.\n- Cedar Retail Group is headquartered in Austin.\n- Lattice Analytics is headquartered in Basel.\n- Priya works for Lattice Analytics.\n- Pablo reports to Priya.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Basel.\n- Leila works for Cedar Retail Group.\n- Tobias reports to Zoya.\n- Anders reports to Leila.\n- Cedar Retail Group was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mateo.\n- Crescent Telecom was founded in 2002.\n- Atlas Freight is headquartered in Tallinn.\n- Yuki works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Atlas Freight was founded in 2009.\n- Tessa works for Atlas Freight.\n- Felix works for Helios Logistics.\n- Crescent Telecom is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2015.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Mateo reports to Stefan.\n- Elena reports to Mara.\n- Elena works for Atlas Freight.\n- Mara reports to Jonas.\n- Jonas works for Helios Logistics.\n- Mara works for Crescent Telecom.\n- Yuki reports to Hana.\n- Felix reports to Elena.\n- Hana works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Stefan works for Helios Logistics.\n- Tessa reports to Felix.\n- Jonas reports to Wren.\n- Helios Logistics is headquartered in Tallinn.\n- Stefan reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Vantage Air.\n- Kenji reports to Anders.\n- Jonas reports to Sanne.\n- Nadia reports to Amara.\n- Callum works for Vantage Air.\n- Cobalt Health was founded in 2001.\n- Sanne reports to Yuki.\n- Amara works for Vantage Air.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Mei.\n- Anders works for Vantage Air.\n- Jonas works for Vantage Air.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Cedar Retail Group.\n- Yuki works for Lattice Analytics.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 1977.\n- Sofia reports to Kenji.\n- Lattice Analytics is headquartered in Leeds.\n- Emeka works for Vantage Air.\n- Nadia works for Cobalt Health.\n- Vantage Air is headquartered in Porto.\n- Anders reports to Nadia.\n- Cedar Retail Group was founded in 1987.\n- Emeka reports to Aisha.\n- Amara reports to Jonas.\n- Mei reports to Sofia.\n- Sanne works for Lattice Analytics.\n- Yuki reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1996", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25269", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 81460 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Oslo.\n- Elena reports to Bruno.\n- Helios Logistics is headquartered in Malmo.\n- Zoya works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Yuki works for Helios Logistics.\n- Stefan reports to Tessa.\n- Bruno reports to Stefan.\n- Kenji reports to Yuki.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn reports to Kenji.\n- Helios Logistics was founded in 2011.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Tessa reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2010.\n- Stefan works for Atlas Freight.\n- Pinnacle Software is headquartered in Cork.\n- Kenji works for Pinnacle Software.\n- Zoya reports to Elena.\n- Atlas Freight is headquartered in Malmo.\n- Pinnacle Software was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25271", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25272", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 December 2022): For employees hired on or after 26 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1468: employee Wren K., hired 24 December 2020, separated 28 September 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1468?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25273", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4966: employee Sanne R., hired 25 November 2021, separated 22 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4966?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25274", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25275", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25276", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7554: employee Tessa K., hired 07 October 2021, separated 02 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7554?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Jonas works for Meridian Bank.\n- Kenji works for Helios Logistics.\n- Crescent Telecom is headquartered in Tampere.\n- Bruno reports to Mara.\n- Cedar Retail Group was founded in 1995.\n- Meridian Bank is headquartered in Tampere.\n- Sofia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Adelaide.\n- Priya reports to Kenji.\n- Deshawn reports to Sofia.\n- Bruno works for Helios Logistics.\n- Mara reports to Priya.\n- Priya works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Helios Logistics is headquartered in Malmo.\n- Crescent Telecom was founded in 1996.\n- Sofia reports to Zoya.\n- Meridian Bank was founded in 1980.\n- Jonas reports to Tobias.\n- Zoya works for Meridian Bank.\n- Zoya reports to Wren.\n- Tobias reports to Bruno.\n- Deshawn works for Meridian Bank.\n- Mara works for Cedar Retail Group.\n- Kenji reports to Deshawn.\n- Helios Logistics was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2018", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Nadia.\n- Chiara works for Bluepine Aviation.\n- Summit Energy was founded in 2009.\n- Crescent Telecom is headquartered in Basel.\n- Ingrid reports to Zoya.\n- Tessa works for Crescent Telecom.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Beacon Insurance was founded in 2004.\n- Stefan reports to Chiara.\n- Mei works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Sofia reports to Bruno.\n- Zoya works for Crescent Telecom.\n- Bruno reports to Tessa.\n- Mei reports to Stefan.\n- Beacon Insurance is headquartered in Basel.\n- Nadia works for Beacon Insurance.\n- Summit Energy is headquartered in Nagoya.\n- Ingrid works for Crescent Telecom.\n- Crescent Telecom was founded in 1993.\n- Bluepine Aviation was founded in 1984.\n- Nadia reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Ingrid.\n- Chiara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Zoya reports to Tobias.\n- Nadia reports to Viktor.\n- Zoya works for Bluepine Aviation.\n- Kenji reports to Elena.\n- Viktor works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena works for Crescent Telecom.\n- Elena reports to Nadia.\n- Kenji works for Bluepine Aviation.\n- Vantage Air is headquartered in Leeds.\n- Viktor reports to Dmitri.\n- Tobias works for Vantage Air.\n- Crescent Telecom was founded in 1999.\n- Crescent Telecom is headquartered in Nagoya.\n- Summit Energy was founded in 2002.\n- Summit Energy is headquartered in Halifax.\n- Dmitri reports to Hana.\n- Dmitri works for Summit Energy.\n- Vantage Air was founded in 2003.\n- Hana reports to Zoya.\n- Bluepine Aviation was founded in 1990.\n- Nadia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Mara works for Cedar Retail Group.\n- Tobias reports to Wren.\n- Priya works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 1998.\n- Cedar Retail Group is headquartered in Nagoya.\n- Fernhill Foods was founded in 2004.\n- Felix reports to Lucia.\n- Felix works for Cedar Retail Group.\n- Priya reports to Mara.\n- Anders reports to Bruno.\n- Cedar Retail Group was founded in 2014.\n- Helios Logistics is headquartered in Nagoya.\n- Stefan reports to Priya.\n- Chiara works for Helios Logistics.\n- Anders works for Cedar Retail Group.\n- Helios Logistics was founded in 2010.\n- Stefan works for Helios Logistics.\n- Fernhill Foods is headquartered in Nagoya.\n- Lucia reports to Anders.\n- Bruno works for Meridian Bank.\n- Bruno reports to Chiara.\n- Mara reports to Tobias.\n- Wren works for Fernhill Foods.\n- Chiara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25281", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9752: employee Mei R., hired 16 July 2024, separated 15 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9752?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25282", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Aisha.\n- Crescent Telecom was founded in 1986.\n- Pablo works for Atlas Freight.\n- Pablo reports to Deshawn.\n- Deshawn reports to Chiara.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Bergen.\n- Atlas Freight was founded in 1982.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Felix reports to Mei.\n- Beacon Insurance was founded in 1997.\n- Mei reports to Sanne.\n- Chiara works for Crescent Telecom.\n- Aisha reports to Jonas.\n- Felix works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Crescent Telecom is headquartered in Lyon.\n- Mei works for Atlas Freight.\n- Sanne reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Felix.\n- Anders works for Pinnacle Software.\n- Felix reports to Bruno.\n- Nadia works for Crescent Telecom.\n- Tobias reports to Mei.\n- Mei reports to Jonas.\n- Crescent Telecom is headquartered in Halifax.\n- Leila works for Pinnacle Software.\n- Chiara works for Fernhill Foods.\n- Kenji reports to Anders.\n- Anders reports to Leila.\n- Lucia works for Crescent Telecom.\n- Pinnacle Software was founded in 1984.\n- Felix works for Crescent Telecom.\n- Mei works for Fernhill Foods.\n- Pinnacle Software is headquartered in Halifax.\n- Helios Logistics is headquartered in Bergen.\n- Helios Logistics was founded in 2014.\n- Jonas works for Fernhill Foods.\n- Lucia reports to Nadia.\n- Fernhill Foods is headquartered in Porto.\n- Sofia works for Crescent Telecom.\n- Leila reports to Lucia.\n- Bruno reports to Sofia.\n- Jonas reports to Kenji.\n- Bruno works for Helios Logistics.\n- Crescent Telecom was founded in 2006.\n- Kenji works for Pinnacle Software.\n- Fernhill Foods was founded in 1988.\n- Tobias works for Fernhill Foods.\n- Sofia reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Elena reports to Sofia.\n- Sanne reports to Hana.\n- Summit Energy was founded in 2009.\n- Pinnacle Software was founded in 2005.\n- Callum reports to Nadia.\n- Summit Energy is headquartered in Oslo.\n- Callum works for Summit Energy.\n- Leila works for Pinnacle Software.\n- Jonas reports to Sanne.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Nadia reports to Priya.\n- Leila reports to Elena.\n- Anders works for Pinnacle Software.\n- Bluepine Aviation was founded in 2014.\n- Lucia reports to Jonas.\n- Hana works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Jonas works for Summit Energy.\n- Sofia works for Pinnacle Software.\n- Sanne works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia works for Pinnacle Software.\n- Anders reports to Leila.\n- Priya reports to Anders.\n- Hana reports to Callum.\n- Sofia reports to Mei.\n- Elena works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25285", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25286", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Vantage Air.\n- Omar works for Cedar Retail Group.\n- Bruno works for Vantage Air.\n- Mateo reports to Bruno.\n- Atlas Freight is headquartered in Basel.\n- Dmitri reports to Callum.\n- Cedar Retail Group is headquartered in Brno.\n- Mara reports to Felix.\n- Dmitri works for Cedar Retail Group.\n- Felix reports to Mateo.\n- Northwind Systems is headquartered in Adelaide.\n- Mara works for Vantage Air.\n- Cedar Retail Group was founded in 1975.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Stefan reports to Elena.\n- Atlas Freight was founded in 1989.\n- Tessa works for Northwind Systems.\n- Stefan works for Vantage Air.\n- Northwind Systems was founded in 1989.\n- Vantage Air was founded in 1986.\n- Omar reports to Mara.\n- Mateo works for Vantage Air.\n- Felix works for Vantage Air.\n- Callum reports to Stefan.\n- Bruno reports to Tessa.\n- Elena reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25288", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mara.\n- Northwind Systems was founded in 1997.\n- Pablo works for Lattice Analytics.\n- Viktor reports to Chiara.\n- Chiara reports to Dmitri.\n- Viktor works for Lattice Analytics.\n- Elena reports to Bruno.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Chiara works for Helios Logistics.\n- Cedar Retail Group was founded in 2007.\n- Mara works for Cedar Retail Group.\n- Helios Logistics is headquartered in Lyon.\n- Emeka reports to Pablo.\n- Mara reports to Viktor.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri works for Lattice Analytics.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 2000.\n- Lattice Analytics is headquartered in Adelaide.\n- Bruno reports to Emeka.\n- Lattice Analytics was founded in 1997.\n- Bruno works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25290", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Dmitri works for Pinnacle Software.\n- Vantage Air is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2005.\n- Tessa works for Pinnacle Software.\n- Emeka works for Vantage Air.\n- Deshawn reports to Ingrid.\n- Felix reports to Anders.\n- Cobalt Health was founded in 1984.\n- Cobalt Health is headquartered in Dunedin.\n- Aisha works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Aisha reports to Hana.\n- Tessa reports to Deshawn.\n- Sofia works for Pinnacle Software.\n- Anders reports to Sofia.\n- Pablo reports to Priya.\n- Emeka reports to Felix.\n- Sofia reports to Aisha.\n- Vantage Air was founded in 1975.\n- Felix works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Dmitri reports to Emeka.\n- Hana works for Cobalt Health.\n- Anders works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Priya works for Cobalt Health.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Pablo.\n- Pinnacle Software is headquartered in Halifax.\n- Priya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1987", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25292", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25293", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7748: employee Emeka S., hired 05 November 2022, separated 16 August 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7748?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25294", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3231: employee Jonas T., hired 13 June 2022, separated 23 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3231?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Yuki works for Cobalt Health.\n- Ingrid reports to Tobias.\n- Anders works for Cobalt Health.\n- Bruno reports to Nadia.\n- Meridian Bank is headquartered in Porto.\n- Meridian Bank was founded in 1977.\n- Amara reports to Ingrid.\n- Amara works for Atlas Freight.\n- Cobalt Health is headquartered in Tampere.\n- Bluepine Aviation was founded in 1987.\n- Tobias works for Bluepine Aviation.\n- Cobalt Health was founded in 2004.\n- Anders reports to Lucia.\n- Yuki reports to Anders.\n- Atlas Freight was founded in 1996.\n- Lucia works for Cobalt Health.\n- Bruno works for Bluepine Aviation.\n- Tobias reports to Bruno.\n- Lucia reports to Amara.\n- Nadia works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Callum works for Summit Energy.\n- Anders reports to Ingrid.\n- Deshawn works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Summit Energy is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1980.\n- Anders works for Pinnacle Software.\n- Summit Energy was founded in 1978.\n- Pinnacle Software was founded in 1996.\n- Emeka reports to Nadia.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid works for Fernhill Foods.\n- Tessa reports to Priya.\n- Fernhill Foods is headquartered in Leeds.\n- Nadia works for Pinnacle Software.\n- Deshawn reports to Emeka.\n- Ingrid reports to Tessa.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Deshawn.\n- Pinnacle Software is headquartered in Leeds.\n- Callum reports to Anders.\n- Fernhill Foods was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1973", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Summit Energy was founded in 1980.\n- Leila reports to Yuki.\n- Lattice Analytics is headquartered in Adelaide.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Mei reports to Felix.\n- Meridian Bank is headquartered in Porto.\n- Nadia reports to Mara.\n- Summit Energy is headquartered in Cork.\n- Stefan works for Summit Energy.\n- Ravi reports to Nadia.\n- Mei works for Meridian Bank.\n- Dmitri works for Summit Energy.\n- Helios Logistics was founded in 1975.\n- Dmitri reports to Leila.\n- Mateo works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Stefan reports to Mei.\n- Yuki reports to Mateo.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Elena reports to Chiara.\n- Nadia works for Helios Logistics.\n- Mara works for Meridian Bank.\n- Chiara reports to Stefan.\n- Mateo reports to Elena.\n- Mara reports to Dmitri.\n- Ravi works for Summit Energy.\n- Lattice Analytics was founded in 2008.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25298", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25299", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25300", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25301", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25302", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25303", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25304", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7103: employee Callum T., hired 05 February 2024, separated 11 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7103?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Nadia.\n- Sofia works for Crescent Telecom.\n- Wren works for Vantage Air.\n- Yuki reports to Wren.\n- Aisha works for Bluepine Aviation.\n- Nadia works for Helios Logistics.\n- Bluepine Aviation is headquartered in Lyon.\n- Crescent Telecom is headquartered in Dunedin.\n- Viktor works for Bluepine Aviation.\n- Nadia reports to Viktor.\n- Viktor reports to Sofia.\n- Omar reports to Leila.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Sofia reports to Omar.\n- Yuki works for Crescent Telecom.\n- Leila reports to Aisha.\n- Vantage Air was founded in 1976.\n- Leila works for Vantage Air.\n- Helios Logistics was founded in 1999.\n- Helios Logistics is headquartered in Lyon.\n- Bluepine Aviation was founded in 1989.\n- Crescent Telecom was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Nagoya.\n- Northwind Systems was founded in 2007.\n- Northwind Systems is headquartered in Tampere.\n- Viktor works for Northwind Systems.\n- Bruno works for Helios Logistics.\n- Crescent Telecom was founded in 1997.\n- Tobias works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Crescent Telecom is headquartered in Tampere.\n- Tobias reports to Anders.\n- Kenji reports to Viktor.\n- Anders works for Northwind Systems.\n- Bruno reports to Tessa.\n- Anders reports to Callum.\n- Callum works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 1977.\n- Pinnacle Software was founded in 2005.\n- Viktor reports to Chiara.\n- Tessa works for Northwind Systems.\n- Callum reports to Kenji.\n- Pinnacle Software is headquartered in Cork.\n- Tessa reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25307", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 79021 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25308", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25309", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4810: employee Hana K., hired 17 May 2023, separated 28 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-4810 under the controlling rules.", "criteria": {"0": "$2,700", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25310", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mateo.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Leeds.\n- Bluepine Aviation was founded in 2007.\n- Atlas Freight was founded in 1976.\n- Mateo works for Atlas Freight.\n- Tobias reports to Omar.\n- Viktor works for Helios Logistics.\n- Felix reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Viktor reports to Felix.\n- Wren reports to Pablo.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Callum reports to Wren.\n- Pablo works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Omar works for Atlas Freight.\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight is headquartered in Leeds.\n- Helios Logistics was founded in 1992.\n- Ironwood Manufacturing was founded in 1989.\n- Pablo reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25312", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5123: employee Sofia R., hired 09 August 2023, separated 06 February 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-5123 under the controlling rules.", "criteria": {"0": "$6,150", "1": "$6,562", "2": "$28,817", "3": "$6,650"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Chiara reports to Viktor.\n- Kenji reports to Pablo.\n- Hana works for Helios Logistics.\n- Northwind Systems is headquartered in Austin.\n- Kenji works for Northwind Systems.\n- Deshawn reports to Mateo.\n- Northwind Systems was founded in 2005.\n- Beacon Insurance was founded in 2001.\n- Chiara works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Viktor works for Northwind Systems.\n- Mateo reports to Omar.\n- Pinnacle Software is headquartered in Bergen.\n- Leila works for Beacon Insurance.\n- Deshawn works for Northwind Systems.\n- Hana reports to Stefan.\n- Stefan reports to Dmitri.\n- Bruno works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri reports to Bruno.\n- Pablo reports to Leila.\n- Omar reports to Hana.\n- Helios Logistics is headquartered in Oslo.\n- Stefan works for Northwind Systems.\n- Mateo works for Beacon Insurance.\n- Bruno reports to Kenji.\n- Leila reports to Chiara.\n- Pinnacle Software was founded in 2002.\n- Pablo works for Pinnacle Software.\n- Helios Logistics was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Meridian Bank was founded in 2004.\n- Meridian Bank is headquartered in Porto.\n- Lattice Analytics was founded in 1991.\n- Jonas reports to Sofia.\n- Priya works for Meridian Bank.\n- Sofia reports to Anders.\n- Mateo works for Beacon Insurance.\n- Deshawn works for Crescent Telecom.\n- Emeka works for Beacon Insurance.\n- Anders reports to Emeka.\n- Lucia reports to Deshawn.\n- Sofia works for Beacon Insurance.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Porto.\n- Lattice Analytics is headquartered in Ghent.\n- Emeka reports to Lucia.\n- Beacon Insurance was founded in 2012.\n- Beacon Insurance is headquartered in Porto.\n- Jonas works for Meridian Bank.\n- Priya reports to Mateo.\n- Lucia works for Meridian Bank.\n- Mateo reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25315", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25316", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 October 2022): For employees hired on or after 22 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3984: employee Tessa B., hired 25 May 2019, separated 06 August 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3984?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25317", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4337: employee Mateo R., hired 12 October 2021, separated 14 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4337?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25318", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 34917, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1987.\n- Wren works for Helios Logistics.\n- Stefan reports to Ingrid.\n- Lattice Analytics was founded in 2008.\n- Pinnacle Software was founded in 1998.\n- Mara reports to Kenji.\n- Lucia reports to Stefan.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Kenji reports to Lucia.\n- Yuki reports to Wren.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Ingrid reports to Viktor.\n- Viktor works for Helios Logistics.\n- Summit Energy is headquartered in Porto.\n- Lattice Analytics is headquartered in Porto.\n- Stefan works for Pinnacle Software.\n- Yuki works for Helios Logistics.\n- Wren reports to Mara.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25320", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25321", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25322", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Cobalt Health is headquartered in Halifax.\n- Ravi reports to Aisha.\n- Dmitri works for Summit Energy.\n- Cobalt Health was founded in 1992.\n- Kenji reports to Ravi.\n- Anders reports to Zoya.\n- Fernhill Foods is headquartered in Halifax.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Tobias reports to Kenji.\n- Bruno reports to Anders.\n- Beacon Insurance is headquartered in Ghent.\n- Summit Energy is headquartered in Halifax.\n- Ravi works for Summit Energy.\n- Sanne reports to Lucia.\n- Aisha works for Fernhill Foods.\n- Lucia works for Summit Energy.\n- Beacon Insurance was founded in 2008.\n- Zoya works for Cobalt Health.\n- Bruno works for Summit Energy.\n- Zoya reports to Sanne.\n- Dmitri reports to Bruno.\n- Summit Energy was founded in 1983.\n- Aisha reports to Dmitri.\n- Kenji works for Fernhill Foods.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25324", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Elena reports to Mara.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Hana works for Crescent Telecom.\n- Yuki works for Summit Energy.\n- Stefan reports to Yuki.\n- Crescent Telecom was founded in 2004.\n- Nadia reports to Leila.\n- Beacon Insurance is headquartered in Tallinn.\n- Nadia works for Summit Energy.\n- Pinnacle Software is headquartered in Malmo.\n- Hana reports to Omar.\n- Mara reports to Zoya.\n- Stefan works for Pinnacle Software.\n- Leila works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Pinnacle Software was founded in 1975.\n- Ravi works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Summit Energy was founded in 2007.\n- Leila reports to Hana.\n- Omar reports to Ravi.\n- Omar works for Beacon Insurance.\n- Yuki reports to Nadia.\n- Ravi reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25326", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25327", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25328", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25329", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Crescent Telecom is headquartered in Dunedin.\n- Leila reports to Mei.\n- Kenji works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Brno.\n- Mei works for Pinnacle Software.\n- Anders reports to Priya.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Brno.\n- Tobias reports to Mara.\n- Kenji reports to Anders.\n- Mara works for Cedar Retail Group.\n- Priya reports to Leila.\n- Priya works for Fernhill Foods.\n- Crescent Telecom was founded in 1979.\n- Mei reports to Tobias.\n- Fernhill Foods was founded in 1975.\n- Leila works for Crescent Telecom.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Omar reports to Kenji.\n- Cedar Retail Group was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1974", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25330", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25331", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25332", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25333", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Omar works for Meridian Bank.\n- Felix reports to Kenji.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1981.\n- Elena reports to Viktor.\n- Tobias reports to Hana.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Cork.\n- Chiara works for Fernhill Foods.\n- Meridian Bank is headquartered in Oslo.\n- Omar reports to Ingrid.\n- Chiara reports to Felix.\n- Vantage Air was founded in 2010.\n- Ingrid reports to Tobias.\n- Viktor reports to Mateo.\n- Kenji reports to Omar.\n- Hana works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Mateo works for Cedar Retail Group.\n- Hana reports to Elena.\n- Vantage Air is headquartered in Oslo.\n- Fernhill Foods was founded in 1981.\n- Viktor works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25335", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7734: employee Tessa B., hired 22 October 2021, separated 27 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7734?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Mara reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2013.\n- Wren works for Pinnacle Software.\n- Vantage Air was founded in 2001.\n- Bluepine Aviation was founded in 1995.\n- Ravi works for Ironwood Manufacturing.\n- Zoya reports to Mei.\n- Chiara reports to Ravi.\n- Mara works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Pinnacle Software was founded in 1988.\n- Lucia reports to Mara.\n- Mei works for Ironwood Manufacturing.\n- Deshawn reports to Wren.\n- Pinnacle Software is headquartered in Turku.\n- Chiara works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.\n- Mei reports to Lucia.\n- Wren reports to Zoya.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25337", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2637: employee Omar S., hired 18 December 2023, separated 14 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2637?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Adelaide.\n- Tobias works for Fernhill Foods.\n- Hana reports to Mei.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.\n- Pablo reports to Hana.\n- Elena reports to Wren.\n- Mateo works for Summit Energy.\n- Elena works for Cobalt Health.\n- Summit Energy is headquartered in Halifax.\n- Mara reports to Elena.\n- Cobalt Health was founded in 1979.\n- Mei reports to Lucia.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Mateo.\n- Hana works for Fernhill Foods.\n- Tobias reports to Mara.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Wren reports to Emeka.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mateo reports to Pablo.\n- Fernhill Foods is headquartered in Lyon.\n- Mei works for Fernhill Foods.\n- Summit Energy was founded in 1994.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Amara works for Cedar Retail Group.\n- Deshawn works for Northwind Systems.\n- Chiara reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Deshawn reports to Nadia.\n- Northwind Systems was founded in 1999.\n- Kenji works for Northwind Systems.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Viktor works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Nagoya.\n- Stefan reports to Emeka.\n- Emeka reports to Kenji.\n- Northwind Systems is headquartered in Turku.\n- Emeka works for Cedar Retail Group.\n- Crescent Telecom was founded in 1980.\n- Cedar Retail Group is headquartered in Turku.\n- Amara reports to Callum.\n- Viktor reports to Deshawn.\n- Ingrid reports to Stefan.\n- Chiara works for Crescent Telecom.\n- Stefan works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1993.\n- Kenji reports to Viktor.\n- Nadia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25341", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 May 2025): For employees hired on or after 21 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3649: employee Yuki B., hired 09 January 2025, separated 19 September 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3649?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25342", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25343", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8006: employee Aisha B., hired 10 August 2023, separated 29 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8006?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25344", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 December 2023): For employees hired on or after 12 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5718: employee Dmitri R., hired 29 December 2022, separated 10 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5718?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25345", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Jonas.\n- Aisha works for Vantage Air.\n- Zoya reports to Aisha.\n- Fernhill Foods is headquartered in Lyon.\n- Northwind Systems was founded in 2007.\n- Sofia reports to Kenji.\n- Leila reports to Elena.\n- Kenji works for Ironwood Manufacturing.\n- Vantage Air was founded in 2004.\n- Deshawn reports to Zoya.\n- Leila works for Vantage Air.\n- Zoya works for Vantage Air.\n- Northwind Systems is headquartered in Dunedin.\n- Fernhill Foods was founded in 1980.\n- Kenji reports to Lucia.\n- Jonas works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Sofia works for Fernhill Foods.\n- Elena reports to Sofia.\n- Elena works for Vantage Air.\n- Omar reports to Leila.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lucia reports to Deshawn.\n- Omar works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1986.\n- Lucia works for Ironwood Manufacturing.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25347", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3492: employee Nadia K., hired 12 November 2023, separated 05 March 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-3492 under the controlling rules.", "criteria": {"0": "$31,417", "1": "$6,250", "2": "$7,250", "3": "$7,188"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25348", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2068: employee Tessa R., hired 18 February 2022, separated 18 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2068?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1992.\n- Aisha works for Cedar Retail Group.\n- Mei works for Northwind Systems.\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Aisha.\n- Elena reports to Ingrid.\n- Northwind Systems was founded in 1997.\n- Hana reports to Ravi.\n- Hana works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Yuki reports to Lucia.\n- Aisha reports to Mei.\n- Northwind Systems is headquartered in Basel.\n- Zoya works for Northwind Systems.\n- Cobalt Health is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Lucia works for Cedar Retail Group.\n- Pinnacle Software was founded in 2012.\n- Ingrid works for Cobalt Health.\n- Zoya reports to Elena.\n- Mei reports to Zoya.\n- Cobalt Health was founded in 1995.\n- Ingrid reports to Yuki.\n- Ravi reports to Deshawn.\n- Elena works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25350", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Bruno reports to Chiara.\n- Sofia reports to Bruno.\n- Deshawn reports to Pablo.\n- Atlas Freight is headquartered in Halifax.\n- Tessa works for Summit Energy.\n- Tessa reports to Stefan.\n- Pablo works for Atlas Freight.\n- Sofia works for Summit Energy.\n- Omar reports to Mei.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Ghent.\n- Omar works for Crescent Telecom.\n- Stefan reports to Sofia.\n- Cedar Retail Group was founded in 2003.\n- Stefan works for Atlas Freight.\n- Bruno works for Summit Energy.\n- Crescent Telecom was founded in 1982.\n- Chiara reports to Omar.\n- Deshawn works for Atlas Freight.\n- Crescent Telecom is headquartered in Ghent.\n- Atlas Freight was founded in 2003.\n- Mei works for Crescent Telecom.\n- Summit Energy is headquartered in Brno.\n- Mei reports to Deshawn.\n- Summit Energy was founded in 1982.\n- Pablo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25352", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 June 2025): For employees hired on or after 11 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9469: employee Leila M., hired 02 May 2025, separated 04 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9469?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25353", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6730: employee Kenji T., hired 01 July 2020, separated 15 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6730?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Pinnacle Software was founded in 2012.\n- Mei reports to Anders.\n- Mei works for Pinnacle Software.\n- Bruno works for Cobalt Health.\n- Bruno reports to Tessa.\n- Ravi reports to Zoya.\n- Fernhill Foods is headquartered in Oslo.\n- Viktor reports to Bruno.\n- Zoya reports to Leila.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor works for Pinnacle Software.\n- Ingrid works for Cobalt Health.\n- Atlas Freight is headquartered in Dunedin.\n- Cobalt Health is headquartered in Dunedin.\n- Stefan works for Pinnacle Software.\n- Ingrid reports to Ravi.\n- Anders works for Fernhill Foods.\n- Atlas Freight was founded in 2012.\n- Leila works for Pinnacle Software.\n- Callum reports to Stefan.\n- Wren reports to Mei.\n- Leila reports to Callum.\n- Cobalt Health was founded in 2010.\n- Tessa reports to Wren.\n- Callum works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Anders reports to Ingrid.\n- Wren works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25355", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8182: employee Stefan K., hired 10 November 2022, separated 10 April 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8182?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8182 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25356", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9242: employee Felix A., hired 23 May 2024, separated 11 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9242?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25357", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9483: employee Wren B., hired 08 November 2021, separated 20 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9483?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25358", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25359", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3606: employee Aisha M., hired 26 December 2021, separated 11 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3606?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25360", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "coverage_question", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Amara.\n- Stefan reports to Mara.\n- Ravi works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Amara reports to Stefan.\n- Wren reports to Pablo.\n- Omar reports to Ravi.\n- Helios Logistics was founded in 1994.\n- Mara reports to Wren.\n- Cobalt Health is headquartered in Turku.\n- Omar works for Fernhill Foods.\n- Summit Energy is headquartered in Turku.\n- Mei works for Cobalt Health.\n- Cobalt Health was founded in 2002.\n- Amara works for Cobalt Health.\n- Mara works for Summit Energy.\n- Fernhill Foods is headquartered in Bergen.\n- Stefan works for Summit Energy.\n- Wren works for Cobalt Health.\n- Mei reports to Ingrid.\n- Helios Logistics is headquartered in Malmo.\n- Summit Energy was founded in 2015.\n- Chiara works for Helios Logistics.\n- Pablo reports to Chiara.\n- Pablo works for Cobalt Health.\n- Chiara reports to Mei.\n- Fernhill Foods was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25362", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25363", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25364", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9699: employee Deshawn R., hired 03 April 2023, separated 10 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9699?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Mara reports to Yuki.\n- Crescent Telecom was founded in 2013.\n- Lucia reports to Emeka.\n- Mei works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Lyon.\n- Lucia works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Priya reports to Amara.\n- Priya works for Bluepine Aviation.\n- Emeka works for Crescent Telecom.\n- Helios Logistics was founded in 1979.\n- Yuki reports to Priya.\n- Emeka reports to Mara.\n- Mei reports to Lucia.\n- Amara reports to Dmitri.\n- Yuki works for Crescent Telecom.\n- Beacon Insurance was founded in 1993.\n- Crescent Telecom is headquartered in Austin.\n- Bluepine Aviation was founded in 2008.\n- Bluepine Aviation is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Ingrid reports to Sofia.\n- Lucia reports to Deshawn.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance is headquartered in Turku.\n- Mara works for Fernhill Foods.\n- Deshawn reports to Mara.\n- Lucia works for Lattice Analytics.\n- Omar reports to Lucia.\n- Pinnacle Software was founded in 1978.\n- Lattice Analytics was founded in 1988.\n- Kenji works for Beacon Insurance.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Sofia works for Fernhill Foods.\n- Hana reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Kenji reports to Hana.\n- Omar works for Beacon Insurance.\n- Lattice Analytics is headquartered in Malmo.\n- Beacon Insurance was founded in 2014.\n- Mara reports to Kenji.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Porto.\n- Hana reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Elena reports to Hana.\n- Ingrid works for Cedar Retail Group.\n- Elena works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2006.\n- Bluepine Aviation is headquartered in Basel.\n- Hana works for Helios Logistics.\n- Kenji reports to Yuki.\n- Yuki works for Helios Logistics.\n- Cedar Retail Group was founded in 2003.\n- Wren works for Helios Logistics.\n- Chiara reports to Elena.\n- Ironwood Manufacturing was founded in 1985.\n- Yuki reports to Wren.\n- Helios Logistics is headquartered in Tallinn.\n- Wren reports to Mateo.\n- Helios Logistics was founded in 2007.\n- Kenji works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25368", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8540: employee Callum S., hired 21 January 2025, separated 12 June 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8540?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Lyon.\n- Beacon Insurance is headquartered in Dunedin.\n- Tessa works for Beacon Insurance.\n- Northwind Systems was founded in 1976.\n- Nadia reports to Mateo.\n- Mei reports to Amara.\n- Amara reports to Tessa.\n- Tessa reports to Tobias.\n- Zoya reports to Nadia.\n- Meridian Bank is headquartered in Porto.\n- Crescent Telecom was founded in 1981.\n- Sanne reports to Zoya.\n- Mateo works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Beacon Insurance was founded in 2014.\n- Crescent Telecom is headquartered in Porto.\n- Meridian Bank was founded in 2009.\n- Nadia works for Beacon Insurance.\n- Tobias works for Crescent Telecom.\n- Sanne works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Tobias reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Viktor.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 2008.\n- Zoya reports to Dmitri.\n- Chiara reports to Mara.\n- Chiara works for Pinnacle Software.\n- Mara works for Atlas Freight.\n- Tobias works for Pinnacle Software.\n- Ingrid works for Summit Energy.\n- Tobias reports to Felix.\n- Ingrid reports to Zoya.\n- Callum reports to Wren.\n- Felix works for Summit Energy.\n- Bluepine Aviation is headquartered in Oslo.\n- Atlas Freight was founded in 1997.\n- Dmitri reports to Callum.\n- Viktor reports to Chiara.\n- Atlas Freight is headquartered in Leeds.\n- Bluepine Aviation was founded in 1998.\n- Summit Energy is headquartered in Adelaide.\n- Felix reports to Ingrid.\n- Callum works for Atlas Freight.\n- Zoya works for Pinnacle Software.\n- Wren works for Bluepine Aviation.\n- Summit Energy was founded in 1998.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25371", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Tobias.\n- Lucia reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Nadia reports to Lucia.\n- Jonas works for Beacon Insurance.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Callum reports to Stefan.\n- Beacon Insurance was founded in 2008.\n- Cobalt Health was founded in 1976.\n- Felix works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Felix reports to Nadia.\n- Cobalt Health is headquartered in Leeds.\n- Atlas Freight was founded in 1999.\n- Tobias reports to Felix.\n- Stefan reports to Mateo.\n- Sofia works for Atlas Freight.\n- Beacon Insurance is headquartered in Austin.\n- Mateo reports to Sofia.\n- Tobias works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Sofia reports to Jonas.\n- Callum works for Northwind Systems.\n- Nadia works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Northwind Systems was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25373", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5264: employee Sanne S., hired 28 February 2024, separated 06 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5264?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25374", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 May 2025): For employees hired on or after 23 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2473: employee Felix B., hired 15 March 2022, separated 28 June 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-2473 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$9,231", "2": "$7,615", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25375", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25376", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 05 November 2025): For employees hired on or after 05 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5676: employee Ravi K., hired 03 April 2023, separated 05 October 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5676?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25377", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25378", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25379", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25380", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2667: employee Pablo T., hired 01 September 2019, separated 30 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-2667 under the controlling rules.", "criteria": {"0": "$16,385", "1": "$16,885", "2": "$16,269", "3": "$71,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Kenji reports to Mei.\n- Deshawn works for Pinnacle Software.\n- Sofia reports to Bruno.\n- Northwind Systems was founded in 2006.\n- Atlas Freight is headquartered in Dunedin.\n- Sofia works for Ironwood Manufacturing.\n- Ravi reports to Priya.\n- Atlas Freight was founded in 1978.\n- Pinnacle Software was founded in 2011.\n- Priya reports to Wren.\n- Pinnacle Software is headquartered in Bergen.\n- Kenji works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Nagoya.\n- Mei works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2004.\n- Callum works for Atlas Freight.\n- Bruno reports to Ravi.\n- Wren works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Anders reports to Kenji.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Deshawn reports to Callum.\n- Mei reports to Sofia.\n- Callum reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25382", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25383", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5015: employee Hana R., hired 04 August 2021, separated 22 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5015?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25384", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 December 2022): For employees hired on or after 11 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4441: employee Chiara R., hired 17 April 2019, separated 24 July 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4441?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25385", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1699: employee Sofia A., hired 27 April 2023, separated 27 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1699?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25386", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6454: employee Ravi B., hired 24 August 2021, separated 04 April 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6454?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25387", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 August 2023): For employees hired on or after 03 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3850: employee Amara K., hired 02 September 2022, separated 27 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3850?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25388", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 October 2025): For employees hired on or after 21 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2122: employee Bruno T., hired 11 January 2022, separated 10 December 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2122?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tallinn.\n- Bruno reports to Priya.\n- Sanne reports to Bruno.\n- Pablo reports to Hana.\n- Sanne works for Helios Logistics.\n- Sofia works for Vantage Air.\n- Helios Logistics was founded in 2004.\n- Vantage Air is headquartered in Valencia.\n- Yuki reports to Tobias.\n- Chiara works for Crescent Telecom.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom is headquartered in Tallinn.\n- Pablo works for Vantage Air.\n- Aisha reports to Pablo.\n- Bruno works for Vantage Air.\n- Stefan reports to Sanne.\n- Crescent Telecom was founded in 1997.\n- Stefan works for Helios Logistics.\n- Aisha works for Lattice Analytics.\n- Vantage Air was founded in 2004.\n- Kenji reports to Chiara.\n- Hana reports to Yuki.\n- Kenji works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Tobias reports to Sofia.\n- Hana works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Priya reports to Kenji.\n- Lattice Analytics was founded in 1990.\n- Helios Logistics is headquartered in Valencia.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25390", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25391", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6175: employee Callum T., hired 11 March 2023, separated 25 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6175?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Kenji.\n- Amara reports to Omar.\n- Aisha reports to Dmitri.\n- Yuki reports to Aisha.\n- Dmitri reports to Hana.\n- Wren reports to Bruno.\n- Dmitri works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Omar works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Aisha works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Mara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2004.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Basel.\n- Deshawn works for Crescent Telecom.\n- Beacon Insurance was founded in 2000.\n- Wren works for Fernhill Foods.\n- Yuki works for Beacon Insurance.\n- Fernhill Foods was founded in 2013.\n- Omar reports to Yuki.\n- Mei reports to Wren.\n- Mei works for Crescent Telecom.\n- Mara reports to Mei.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods is headquartered in Halifax.\n- Bruno works for Ironwood Manufacturing.\n- Deshawn reports to Mara.\n- Hana reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25393", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9295: employee Tobias K., hired 03 January 2021, separated 09 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9295?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25394", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25395", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8890: employee Jonas S., hired 28 August 2022, separated 16 February 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8890?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25396", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 June 2023): For employees hired on or after 25 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1073: employee Nadia S., hired 14 August 2020, separated 09 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1073?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25397", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2007.\n- Atlas Freight is headquartered in Leeds.\n- Dmitri works for Atlas Freight.\n- Lattice Analytics is headquartered in Nagoya.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Hana.\n- Deshawn works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Elena works for Atlas Freight.\n- Beacon Insurance is headquartered in Valencia.\n- Beacon Insurance was founded in 2014.\n- Lucia reports to Dmitri.\n- Hana reports to Sofia.\n- Atlas Freight was founded in 1984.\n- Elena reports to Deshawn.\n- Ravi works for Vantage Air.\n- Hana works for Beacon Insurance.\n- Vantage Air is headquartered in Halifax.\n- Ravi reports to Elena.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Ravi.\n- Vantage Air was founded in 2010.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25399", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25400", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 75016\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "track_order", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25402", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9745: employee Omar A., hired 12 March 2022, separated 29 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9745?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25403", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5235: employee Ravi B., hired 19 November 2022, separated 07 March 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5235?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25404", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25405", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6440: employee Tessa B., hired 05 May 2021, separated 23 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6440?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25406", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1974: employee Kenji B., hired 30 October 2023, separated 14 June 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-1974 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$45,000", "2": "$4,154", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25407", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Ghent.\n- Wren reports to Bruno.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Atlas Freight was founded in 2007.\n- Fernhill Foods was founded in 2013.\n- Tobias works for Ironwood Manufacturing.\n- Felix works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Mateo reports to Elena.\n- Ironwood Manufacturing was founded in 2009.\n- Kenji reports to Wren.\n- Tobias reports to Viktor.\n- Fernhill Foods is headquartered in Adelaide.\n- Viktor works for Atlas Freight.\n- Bruno reports to Tobias.\n- Felix reports to Mateo.\n- Kenji works for Ironwood Manufacturing.\n- Bruno works for Bluepine Aviation.\n- Wren works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Bluepine Aviation was founded in 2014.\n- Viktor reports to Felix.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25409", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25410", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Brno.\n- Tessa reports to Deshawn.\n- Lattice Analytics was founded in 2005.\n- Cedar Retail Group was founded in 1981.\n- Deshawn reports to Ingrid.\n- Callum reports to Sanne.\n- Ingrid works for Lattice Analytics.\n- Lucia reports to Hana.\n- Mateo reports to Nadia.\n- Ingrid reports to Lucia.\n- Sanne works for Atlas Freight.\n- Mateo works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Chiara works for Atlas Freight.\n- Hana reports to Mateo.\n- Chiara reports to Tobias.\n- Hana works for Lattice Analytics.\n- Tobias reports to Leila.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Nadia reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1978.\n- Tobias works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Porto.\n- Leila works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Porto.\n- Leila reports to Tessa.\n- Deshawn works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25412", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25413", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1999.\n- Sofia reports to Amara.\n- Amara reports to Aisha.\n- Aisha works for Pinnacle Software.\n- Sofia works for Helios Logistics.\n- Pinnacle Software is headquartered in Tampere.\n- Mara reports to Emeka.\n- Leila works for Vantage Air.\n- Mara works for Helios Logistics.\n- Vantage Air was founded in 1986.\n- Emeka works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Tessa reports to Leila.\n- Stefan works for Helios Logistics.\n- Aisha reports to Mara.\n- Bluepine Aviation is headquartered in Lyon.\n- Helios Logistics is headquartered in Tallinn.\n- Stefan reports to Tessa.\n- Pinnacle Software was founded in 1996.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2006.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25415", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25416", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25417", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Emeka works for Beacon Insurance.\n- Aisha works for Summit Energy.\n- Pinnacle Software was founded in 1999.\n- Tessa works for Pinnacle Software.\n- Stefan works for Summit Energy.\n- Stefan reports to Amara.\n- Ingrid works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Cork.\n- Felix works for Summit Energy.\n- Callum works for Summit Energy.\n- Cedar Retail Group is headquartered in Cork.\n- Callum reports to Ingrid.\n- Emeka reports to Tessa.\n- Beacon Insurance was founded in 2001.\n- Leila reports to Mei.\n- Deshawn reports to Callum.\n- Summit Energy was founded in 2011.\n- Amara reports to Leila.\n- Leila works for Summit Energy.\n- Amara works for Summit Energy.\n- Ingrid reports to Felix.\n- Mei reports to Aisha.\n- Priya reports to Emeka.\n- Summit Energy is headquartered in Cork.\n- Cedar Retail Group was founded in 1995.\n- Aisha reports to Priya.\n- Felix reports to Stefan.\n- Deshawn works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25419", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9471: employee Mateo S., hired 16 June 2021, separated 15 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9471?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25420", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25421", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1190: employee Bruno A., hired 31 July 2019, separated 20 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1190?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 1995.\n- Tessa works for Helios Logistics.\n- Beacon Insurance was founded in 2002.\n- Helios Logistics was founded in 2005.\n- Stefan works for Beacon Insurance.\n- Yuki reports to Viktor.\n- Helios Logistics is headquartered in Adelaide.\n- Tessa reports to Yuki.\n- Sofia reports to Tessa.\n- Deshawn works for Helios Logistics.\n- Viktor reports to Deshawn.\n- Stefan reports to Mei.\n- Vantage Air is headquartered in Austin.\n- Sofia works for Beacon Insurance.\n- Amara reports to Sofia.\n- Amara works for Pinnacle Software.\n- Beacon Insurance is headquartered in Ghent.\n- Mei works for Helios Logistics.\n- Deshawn reports to Stefan.\n- Pinnacle Software is headquartered in Turku.\n- Yuki works for Helios Logistics.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Emeka reports to Kenji.\n- Deshawn reports to Omar.\n- Aisha works for Pinnacle Software.\n- Stefan works for Atlas Freight.\n- Emeka works for Pinnacle Software.\n- Kenji reports to Callum.\n- Elena works for Cedar Retail Group.\n- Atlas Freight was founded in 2001.\n- Pinnacle Software is headquartered in Halifax.\n- Aisha reports to Chiara.\n- Pinnacle Software was founded in 1981.\n- Callum works for Beacon Insurance.\n- Cedar Retail Group was founded in 1977.\n- Atlas Freight is headquartered in Adelaide.\n- Deshawn works for Pinnacle Software.\n- Yuki works for Cedar Retail Group.\n- Lucia works for Atlas Freight.\n- Omar reports to Lucia.\n- Beacon Insurance was founded in 1994.\n- Elena reports to Aisha.\n- Tobias works for Beacon Insurance.\n- Lucia reports to Tobias.\n- Cedar Retail Group is headquartered in Bergen.\n- Yuki reports to Elena.\n- Omar works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Stefan reports to Yuki.\n- Tobias reports to Stefan.\n- Beacon Insurance is headquartered in Tallinn.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Tampere.\n- Aisha reports to Priya.\n- Fernhill Foods was founded in 1984.\n- Amara works for Cedar Retail Group.\n- Priya reports to Sofia.\n- Lucia reports to Aisha.\n- Sofia reports to Pablo.\n- Summit Energy was founded in 2003.\n- Crescent Telecom is headquartered in Leeds.\n- Lucia works for Summit Energy.\n- Cedar Retail Group was founded in 1993.\n- Pablo reports to Wren.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Priya works for Summit Energy.\n- Wren reports to Zoya.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 1976.\n- Aisha works for Summit Energy.\n- Amara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Summit Energy is headquartered in Cork.\n- Meridian Bank was founded in 2014.\n- Elena reports to Priya.\n- Aisha reports to Amara.\n- Priya works for Lattice Analytics.\n- Amara reports to Mateo.\n- Mateo reports to Dmitri.\n- Viktor reports to Chiara.\n- Viktor works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Elena works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Chiara reports to Yuki.\n- Yuki reports to Zoya.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 1995.\n- Mateo works for Summit Energy.\n- Zoya reports to Aisha.\n- Aisha works for Meridian Bank.\n- Dmitri reports to Elena.\n- Zoya works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Ironwood Manufacturing was founded in 1976.\n- Summit Energy was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25426", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3769: employee Priya M., hired 16 January 2021, separated 12 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3769?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3769 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25427", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 29 April 2025): For employees hired on or after 29 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3269: employee Viktor A., hired 29 November 2022, separated 20 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3269?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25428", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25429", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2241: employee Sanne B., hired 22 March 2025, separated 08 January 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2241?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25430", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25431", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Turku.\n- Pablo reports to Bruno.\n- Lucia reports to Deshawn.\n- Meridian Bank is headquartered in Porto.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Hana.\n- Mateo reports to Felix.\n- Yuki works for Vantage Air.\n- Deshawn works for Lattice Analytics.\n- Bruno works for Cedar Retail Group.\n- Vantage Air was founded in 1988.\n- Vantage Air is headquartered in Turku.\n- Meridian Bank was founded in 1989.\n- Hana works for Meridian Bank.\n- Yuki reports to Sofia.\n- Sofia works for Meridian Bank.\n- Felix works for Cedar Retail Group.\n- Sanne reports to Ingrid.\n- Zoya reports to Lucia.\n- Bruno reports to Yuki.\n- Pablo works for Cedar Retail Group.\n- Zoya works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tampere.\n- Mateo works for Meridian Bank.\n- Sanne works for Cedar Retail Group.\n- Deshawn reports to Mateo.\n- Hana reports to Zoya.\n- Lattice Analytics was founded in 1982.\n- Lucia works for Lattice Analytics.\n- Felix reports to Pablo.\n- Cedar Retail Group was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Nadia reports to Hana.\n- Lattice Analytics is headquartered in Malmo.\n- Hana reports to Dmitri.\n- Chiara reports to Stefan.\n- Ravi reports to Sofia.\n- Jonas works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Stefan reports to Nadia.\n- Nadia works for Northwind Systems.\n- Pinnacle Software was founded in 2009.\n- Pinnacle Software is headquartered in Lyon.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 2002.\n- Hana works for Northwind Systems.\n- Amara works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Stefan works for Northwind Systems.\n- Dmitri works for Pinnacle Software.\n- Sofia reports to Jonas.\n- Lattice Analytics was founded in 1987.\n- Anders reports to Chiara.\n- Amara reports to Aisha.\n- Dmitri reports to Tessa.\n- Jonas reports to Amara.\n- Northwind Systems was founded in 2006.\n- Tessa reports to Ravi.\n- Summit Energy is headquartered in Malmo.\n- Northwind Systems is headquartered in Lyon.\n- Aisha works for Northwind Systems.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25434", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4242: employee Pablo K., hired 30 May 2024, separated 15 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4242?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25435", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 69398 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25436", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Sanne reports to Zoya.\n- Leila reports to Sanne.\n- Omar works for Atlas Freight.\n- Tobias reports to Lucia.\n- Chiara works for Bluepine Aviation.\n- Elena reports to Chiara.\n- Meridian Bank was founded in 1981.\n- Sofia reports to Tobias.\n- Meridian Bank is headquartered in Tallinn.\n- Northwind Systems was founded in 2002.\n- Bluepine Aviation is headquartered in Turku.\n- Omar reports to Stefan.\n- Bluepine Aviation was founded in 2003.\n- Lucia reports to Leila.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Zoya works for Northwind Systems.\n- Atlas Freight was founded in 2001.\n- Tobias works for Bluepine Aviation.\n- Stefan reports to Elena.\n- Elena works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Leila works for Atlas Freight.\n- Lucia works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Chiara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "2005", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1998.\n- Chiara reports to Anders.\n- Chiara works for Vantage Air.\n- Aisha reports to Sanne.\n- Emeka works for Ironwood Manufacturing.\n- Jonas works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Hana reports to Mara.\n- Emeka reports to Chiara.\n- Meridian Bank is headquartered in Oslo.\n- Vantage Air is headquartered in Porto.\n- Kenji works for Ironwood Manufacturing.\n- Anders works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Lattice Analytics was founded in 1980.\n- Hana works for Vantage Air.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Kenji.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Oslo.\n- Vantage Air was founded in 1988.\n- Meridian Bank was founded in 1980.\n- Sanne reports to Zoya.\n- Kenji reports to Jonas.\n- Mara reports to Emeka.\n- Jonas reports to Hana.\n- Ironwood Manufacturing is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Emeka reports to Aisha.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Elena reports to Yuki.\n- Atlas Freight is headquartered in Oslo.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Anders works for Ironwood Manufacturing.\n- Aisha works for Cobalt Health.\n- Atlas Freight was founded in 2003.\n- Bluepine Aviation was founded in 1990.\n- Ingrid reports to Anders.\n- Cobalt Health was founded in 1995.\n- Mateo works for Bluepine Aviation.\n- Yuki reports to Mateo.\n- Yuki works for Ironwood Manufacturing.\n- Tessa reports to Elena.\n- Aisha reports to Tessa.\n- Emeka works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1985.\n- Anders reports to Emeka.\n- Elena works for Cobalt Health.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25440", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6748: employee Stefan B., hired 09 June 2023, separated 09 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-6748?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Helios Logistics is headquartered in Oslo.\n- Callum works for Lattice Analytics.\n- Tessa reports to Callum.\n- Felix works for Meridian Bank.\n- Nadia reports to Omar.\n- Felix reports to Deshawn.\n- Mei works for Lattice Analytics.\n- Nadia works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Meridian Bank is headquartered in Porto.\n- Helios Logistics was founded in 1985.\n- Callum reports to Nadia.\n- Omar works for Meridian Bank.\n- Deshawn reports to Tessa.\n- Ironwood Manufacturing was founded in 2013.\n- Mei reports to Felix.\n- Deshawn works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2012.\n- Pablo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Dmitri reports to Zoya.\n- Omar works for Helios Logistics.\n- Vantage Air was founded in 2013.\n- Hana works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Lucia works for Summit Energy.\n- Anders works for Helios Logistics.\n- Lucia reports to Sanne.\n- Zoya reports to Lucia.\n- Vantage Air is headquartered in Basel.\n- Anders reports to Dmitri.\n- Lattice Analytics was founded in 1999.\n- Dmitri works for Vantage Air.\n- Sanne reports to Hana.\n- Lattice Analytics is headquartered in Tallinn.\n- Tobias works for Vantage Air.\n- Jonas works for Vantage Air.\n- Zoya works for Lattice Analytics.\n- Helios Logistics was founded in 2001.\n- Summit Energy was founded in 1979.\n- Summit Energy is headquartered in Porto.\n- Jonas reports to Omar.\n- Stefan works for Summit Energy.\n- Helios Logistics is headquartered in Porto.\n- Stefan reports to Jonas.\n- Hana reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1997.\n- Meridian Bank was founded in 1995.\n- Beacon Insurance was founded in 1977.\n- Sofia reports to Chiara.\n- Omar works for Beacon Insurance.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Omar reports to Viktor.\n- Hana reports to Aisha.\n- Fernhill Foods was founded in 1975.\n- Aisha works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Viktor reports to Emeka.\n- Fernhill Foods is headquartered in Malmo.\n- Aisha reports to Callum.\n- Emeka works for Meridian Bank.\n- Beacon Insurance is headquartered in Austin.\n- Chiara reports to Hana.\n- Sofia works for Beacon Insurance.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Nagoya.\n- Callum works for Fernhill Foods.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Atlas Freight was founded in 1998.\n- Sofia reports to Mei.\n- Crescent Telecom is headquartered in Austin.\n- Dmitri reports to Leila.\n- Wren reports to Zoya.\n- Atlas Freight is headquartered in Tampere.\n- Hana reports to Lucia.\n- Leila works for Lattice Analytics.\n- Crescent Telecom was founded in 2001.\n- Lucia reports to Sofia.\n- Zoya works for Atlas Freight.\n- Summit Energy was founded in 1997.\n- Wren works for Crescent Telecom.\n- Leila reports to Wren.\n- Sofia works for Atlas Freight.\n- Lattice Analytics was founded in 2011.\n- Lucia works for Crescent Telecom.\n- Summit Energy is headquartered in Austin.\n- Mei reports to Dmitri.\n- Lattice Analytics is headquartered in Turku.\n- Mei works for Lattice Analytics.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25445", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4870: employee Tobias A., hired 22 February 2023, separated 15 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4870?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Dmitri works for Pinnacle Software.\n- Atlas Freight is headquartered in Porto.\n- Pablo works for Vantage Air.\n- Atlas Freight was founded in 1982.\n- Deshawn works for Fernhill Foods.\n- Nadia reports to Omar.\n- Elena works for Pinnacle Software.\n- Fernhill Foods is headquartered in Turku.\n- Callum works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Pablo reports to Elena.\n- Dmitri reports to Callum.\n- Pinnacle Software was founded in 2001.\n- Vantage Air was founded in 2010.\n- Jonas works for Atlas Freight.\n- Jonas reports to Deshawn.\n- Omar reports to Pablo.\n- Elena reports to Dmitri.\n- Vantage Air is headquartered in Porto.\n- Callum reports to Jonas.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Brno.\n- Beacon Insurance is headquartered in Valencia.\n- Bruno reports to Anders.\n- Crescent Telecom is headquartered in Tallinn.\n- Hana works for Lattice Analytics.\n- Cedar Retail Group was founded in 2011.\n- Jonas reports to Mei.\n- Crescent Telecom was founded in 1994.\n- Anders reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Tessa reports to Bruno.\n- Anders works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Lattice Analytics was founded in 2003.\n- Mateo works for Crescent Telecom.\n- Mei works for Lattice Analytics.\n- Beacon Insurance was founded in 1979.\n- Hana reports to Tessa.\n- Lattice Analytics is headquartered in Leeds.\n- Mateo reports to Hana.\n- Tessa works for Crescent Telecom.\n- Sofia reports to Jonas.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25448", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 September 2022): For employees hired on or after 18 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7205: employee Zoya K., hired 13 October 2021, separated 18 December 2022 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-7205 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$4,673", "2": "$8,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Amara reports to Hana.\n- Nadia reports to Sofia.\n- Hana reports to Dmitri.\n- Felix reports to Tessa.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Dmitri reports to Mara.\n- Cobalt Health is headquartered in Malmo.\n- Mara works for Helios Logistics.\n- Beacon Insurance is headquartered in Brno.\n- Helios Logistics is headquartered in Bergen.\n- Tessa works for Beacon Insurance.\n- Atlas Freight was founded in 1992.\n- Sofia reports to Jonas.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Felix works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Tessa reports to Nadia.\n- Jonas reports to Elena.\n- Atlas Freight is headquartered in Dunedin.\n- Cobalt Health was founded in 1985.\n- Jonas works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Sofia works for Atlas Freight.\n- Mara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25450", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 88699\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25451", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4972: employee Sofia K., hired 06 August 2020, separated 20 November 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-4972 under the controlling rules.", "criteria": {"0": "$5,775", "1": "$30,333", "2": "$7,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Porto.\n- Beacon Insurance was founded in 2004.\n- Sanne reports to Hana.\n- Nadia reports to Mateo.\n- Hana works for Lattice Analytics.\n- Chiara reports to Sanne.\n- Mei works for Helios Logistics.\n- Cobalt Health is headquartered in Turku.\n- Nadia works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Mei reports to Chiara.\n- Bruno reports to Mei.\n- Helios Logistics was founded in 1987.\n- Amara reports to Nadia.\n- Bruno works for Helios Logistics.\n- Mateo reports to Sofia.\n- Amara works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Lattice Analytics is headquartered in Porto.\n- Sofia reports to Bruno.\n- Mateo works for Beacon Insurance.\n- Hana reports to Omar.\n- Sofia works for Beacon Insurance.\n- Helios Logistics is headquartered in Lyon.\n- Omar works for Helios Logistics.\n- Lattice Analytics was founded in 1999.\n- Cobalt Health was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2004.\n- Kenji reports to Pablo.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Vantage Air was founded in 2008.\n- Felix works for Cobalt Health.\n- Pablo reports to Priya.\n- Ironwood Manufacturing was founded in 1989.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Ghent.\n- Nadia works for Vantage Air.\n- Felix reports to Nadia.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Felix.\n- Vantage Air is headquartered in Tallinn.\n- Pablo works for Vantage Air.\n- Jonas reports to Mei.\n- Dmitri reports to Tessa.\n- Nadia reports to Kenji.\n- Mei reports to Dmitri.\n- Dmitri works for Fernhill Foods.\n- Elena works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Cobalt Health is headquartered in Leeds.\n- Elena reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25454", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 93849\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25455", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6389: employee Callum S., hired 13 May 2024, separated 25 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6389?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Aisha works for Vantage Air.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sofia reports to Wren.\n- Felix works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1977.\n- Felix reports to Ravi.\n- Anders works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Aisha reports to Lucia.\n- Lucia works for Vantage Air.\n- Wren reports to Tobias.\n- Wren works for Ironwood Manufacturing.\n- Vantage Air was founded in 2012.\n- Jonas reports to Aisha.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ravi reports to Jonas.\n- Lucia reports to Priya.\n- Viktor reports to Anders.\n- Cedar Retail Group was founded in 2003.\n- Jonas works for Vantage Air.\n- Anders reports to Sofia.\n- Cobalt Health was founded in 1980.\n- Ravi works for Cedar Retail Group.\n- Priya works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Bruno works for Cobalt Health.\n- Tobias reports to Bruno.\n- Bruno reports to Felix.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Wren reports to Kenji.\n- Viktor reports to Jonas.\n- Pablo works for Northwind Systems.\n- Hana reports to Pablo.\n- Wren works for Northwind Systems.\n- Ravi reports to Dmitri.\n- Helios Logistics was founded in 2006.\n- Chiara works for Lattice Analytics.\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 2001.\n- Jonas works for Lattice Analytics.\n- Chiara reports to Wren.\n- Vantage Air is headquartered in Leeds.\n- Ravi works for Helios Logistics.\n- Jonas reports to Chiara.\n- Lattice Analytics was founded in 1990.\n- Vantage Air was founded in 2010.\n- Dmitri reports to Aisha.\n- Viktor works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Kenji works for Vantage Air.\n- Kenji reports to Hana.\n- Pablo reports to Ravi.\n- Helios Logistics is headquartered in Leeds.\n- Aisha works for Lattice Analytics.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25458", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25459", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25460", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3004: employee Dmitri S., hired 25 April 2022, separated 13 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3004?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Amara reports to Callum.\n- Beacon Insurance was founded in 1991.\n- Stefan reports to Elena.\n- Deshawn reports to Bruno.\n- Callum reports to Stefan.\n- Bruno reports to Pablo.\n- Amara works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Pablo reports to Amara.\n- Helios Logistics was founded in 2000.\n- Beacon Insurance is headquartered in Porto.\n- Aisha works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Bruno works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.\n- Cobalt Health is headquartered in Porto.\n- Cobalt Health was founded in 1975.\n- Helios Logistics is headquartered in Porto.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Deshawn.\n- Elena works for Helios Logistics.\n- Meridian Bank was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25462", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25463", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4382: employee Tobias T., hired 15 October 2020, separated 29 March 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2026-4382 under the controlling rules.", "criteria": {"0": "$26,346", "1": "$25,962", "2": "$25,846", "3": "$112,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25464", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25465", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25466", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2642: employee Ingrid A., hired 22 November 2024, separated 16 June 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2642?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25467", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1384: employee Mateo A., hired 01 February 2022, separated 02 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-1384 under the controlling rules.", "criteria": {"0": "$4,050", "1": "$17,767", "2": "$2,100", "3": "$4,100"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25468", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25469", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25470", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25471", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25472", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25473", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25474", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2977: employee Tessa K., hired 07 May 2022, separated 11 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2977?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2977 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25475", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6524: employee Kenji R., hired 06 December 2023, separated 30 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6524?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25476", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25477", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25478", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 August 2022): For employees hired on or after 19 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3607: employee Deshawn M., hired 08 October 2020, separated 17 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-3607 under the controlling rules.", "criteria": {"0": "$16,692", "1": "$81,000", "2": "$18,822", "3": "$18,692"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25479", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25480", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6816: employee Tessa A., hired 27 September 2020, separated 29 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6816?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25481", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2096: employee Tessa M., hired 13 May 2022, separated 09 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2096?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25482", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Summit Energy.\n- Lucia reports to Sanne.\n- Sanne works for Summit Energy.\n- Aisha works for Summit Energy.\n- Beacon Insurance was founded in 1992.\n- Callum works for Crescent Telecom.\n- Summit Energy was founded in 1987.\n- Nadia reports to Callum.\n- Callum reports to Emeka.\n- Crescent Telecom is headquartered in Oslo.\n- Summit Energy is headquartered in Ghent.\n- Aisha reports to Lucia.\n- Crescent Telecom was founded in 1988.\n- Nadia works for Beacon Insurance.\n- Bruno reports to Yuki.\n- Emeka works for Summit Energy.\n- Bruno works for Beacon Insurance.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Yuki reports to Nadia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Beacon Insurance is headquartered in Cork.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25484", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8822: employee Mara K., hired 03 May 2022, separated 15 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8822?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25485", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Sanne reports to Jonas.\n- Zoya reports to Aisha.\n- Summit Energy is headquartered in Malmo.\n- Kenji works for Summit Energy.\n- Omar works for Summit Energy.\n- Sanne works for Northwind Systems.\n- Aisha works for Summit Energy.\n- Sofia reports to Omar.\n- Yuki reports to Zoya.\n- Jonas reports to Yuki.\n- Kenji reports to Sanne.\n- Summit Energy was founded in 1999.\n- Omar reports to Kenji.\n- Sofia works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Helios Logistics is headquartered in Halifax.\n- Northwind Systems is headquartered in Valencia.\n- Lattice Analytics was founded in 1993.\n- Helios Logistics was founded in 2000.\n- Lattice Analytics is headquartered in Brno.\n- Northwind Systems was founded in 1995.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25487", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25488", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25489", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7477: employee Mara K., hired 19 September 2023, separated 16 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-7477 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$5,500", "2": "$3,500", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25490", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5616: employee Mateo B., hired 06 December 2021, separated 09 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5616?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25491", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25492", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25493", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25494", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 61358 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25495", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 June 2025): For employees hired on or after 08 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3272: employee Sanne B., hired 06 June 2023, separated 06 October 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3272?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Leila works for Northwind Systems.\n- Nadia reports to Emeka.\n- Tessa works for Northwind Systems.\n- Emeka reports to Anders.\n- Northwind Systems was founded in 2015.\n- Leila reports to Deshawn.\n- Ingrid works for Northwind Systems.\n- Deshawn reports to Callum.\n- Callum reports to Tessa.\n- Lattice Analytics was founded in 1991.\n- Atlas Freight was founded in 2007.\n- Mei reports to Leila.\n- Anders works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Lattice Analytics is headquartered in Malmo.\n- Emeka works for Atlas Freight.\n- Vantage Air was founded in 1980.\n- Ingrid reports to Nadia.\n- Sofia reports to Ingrid.\n- Anders reports to Mei.\n- Atlas Freight is headquartered in Malmo.\n- Northwind Systems is headquartered in Malmo.\n- Mei works for Atlas Freight.\n- Vantage Air is headquartered in Austin.\n- Nadia works for Northwind Systems.\n- Sofia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Jonas works for Atlas Freight.\n- Mara reports to Bruno.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Bruno works for Pinnacle Software.\n- Jonas reports to Priya.\n- Atlas Freight is headquartered in Turku.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Mara.\n- Leila works for Crescent Telecom.\n- Sofia reports to Leila.\n- Viktor works for Atlas Freight.\n- Crescent Telecom was founded in 2008.\n- Pinnacle Software is headquartered in Malmo.\n- Viktor reports to Jonas.\n- Vantage Air was founded in 1992.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Pinnacle Software was founded in 2009.\n- Bruno reports to Viktor.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25498", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "weather", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25499", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25500", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1990.\n- Stefan works for Pinnacle Software.\n- Wren works for Northwind Systems.\n- Sanne works for Pinnacle Software.\n- Felix reports to Sanne.\n- Ravi reports to Hana.\n- Sanne reports to Nadia.\n- Pinnacle Software is headquartered in Brno.\n- Stefan reports to Ravi.\n- Pinnacle Software was founded in 1982.\n- Lattice Analytics was founded in 2015.\n- Pablo works for Pinnacle Software.\n- Hana works for Summit Energy.\n- Wren reports to Deshawn.\n- Hana reports to Pablo.\n- Summit Energy is headquartered in Brno.\n- Northwind Systems is headquartered in Porto.\n- Zoya reports to Wren.\n- Ravi works for Pinnacle Software.\n- Pablo reports to Zoya.\n- Felix works for Northwind Systems.\n- Zoya works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Summit Energy was founded in 1988.\n- Lattice Analytics is headquartered in Brno.\n- Nadia reports to Stefan.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25502", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3959: employee Mara S., hired 15 April 2021, separated 16 September 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3959?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2005.\n- Ingrid works for Cedar Retail Group.\n- Sofia works for Helios Logistics.\n- Cedar Retail Group is headquartered in Halifax.\n- Viktor reports to Hana.\n- Mateo reports to Yuki.\n- Pablo works for Cedar Retail Group.\n- Hana reports to Nadia.\n- Yuki works for Vantage Air.\n- Mei reports to Viktor.\n- Pablo reports to Sofia.\n- Yuki reports to Pablo.\n- Hana works for Fernhill Foods.\n- Vantage Air is headquartered in Lyon.\n- Felix works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Helios Logistics is headquartered in Halifax.\n- Sofia reports to Ingrid.\n- Helios Logistics was founded in 2009.\n- Mateo works for Helios Logistics.\n- Viktor works for Cedar Retail Group.\n- Fernhill Foods was founded in 1996.\n- Felix reports to Mei.\n- Mei works for Cedar Retail Group.\n- Vantage Air was founded in 1976.\n- Nadia reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25504", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6613: employee Anders R., hired 14 April 2021, separated 10 August 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6613?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25505", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7612: employee Priya A., hired 07 April 2022, separated 08 October 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7612?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25506", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4105: employee Sanne R., hired 29 August 2022, separated 30 October 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4105?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 2002.\n- Ravi reports to Tessa.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Omar reports to Nadia.\n- Pablo reports to Chiara.\n- Tessa works for Fernhill Foods.\n- Pablo works for Beacon Insurance.\n- Mara reports to Mateo.\n- Ironwood Manufacturing was founded in 1984.\n- Fernhill Foods was founded in 2008.\n- Omar works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Chiara reports to Ravi.\n- Fernhill Foods is headquartered in Basel.\n- Pinnacle Software was founded in 1979.\n- Mateo works for Beacon Insurance.\n- Mara works for Fernhill Foods.\n- Ravi works for Beacon Insurance.\n- Tessa reports to Omar.\n- Mateo reports to Pablo.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "1997", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25508", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25509", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5241: employee Wren T., hired 24 August 2023, separated 01 October 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-5241 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$24,267", "2": "$5,500", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25510", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Cedar Retail Group was founded in 2009.\n- Chiara reports to Yuki.\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor works for Lattice Analytics.\n- Crescent Telecom was founded in 1984.\n- Ravi works for Crescent Telecom.\n- Bluepine Aviation was founded in 2012.\n- Viktor reports to Ravi.\n- Bluepine Aviation is headquartered in Austin.\n- Felix reports to Deshawn.\n- Elena reports to Stefan.\n- Lattice Analytics was founded in 1981.\n- Sofia works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Deshawn reports to Jonas.\n- Elena works for Crescent Telecom.\n- Stefan works for Cedar Retail Group.\n- Felix works for Bluepine Aviation.\n- Ravi reports to Chiara.\n- Jonas reports to Elena.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn works for Cedar Retail Group.\n- Sofia reports to Felix.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25512", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7238: employee Tessa K., hired 02 June 2021, separated 14 November 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2026-7238 under the controlling rules.", "criteria": {"0": "$17,600", "1": "$17,500", "2": "$76,267", "3": "$17,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25513", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1718: employee Yuki K., hired 17 November 2024, separated 23 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1718?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25514", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4626: employee Nadia B., hired 09 August 2022, separated 04 November 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-4626 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$15,167", "2": "$3,150", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Wren.\n- Sanne reports to Callum.\n- Pinnacle Software was founded in 1986.\n- Mateo reports to Anders.\n- Zoya works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Pinnacle Software is headquartered in Valencia.\n- Beacon Insurance was founded in 2011.\n- Deshawn reports to Sanne.\n- Wren works for Beacon Insurance.\n- Wren reports to Zoya.\n- Crescent Telecom was founded in 2015.\n- Summit Energy was founded in 1999.\n- Nadia works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Zoya reports to Nadia.\n- Priya works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Sanne works for Pinnacle Software.\n- Sofia reports to Priya.\n- Amara reports to Emeka.\n- Beacon Insurance is headquartered in Malmo.\n- Callum works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Anders reports to Amara.\n- Summit Energy is headquartered in Halifax.\n- Crescent Telecom is headquartered in Valencia.\n- Sofia works for Beacon Insurance.\n- Nadia reports to Deshawn.\n- Callum reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "2002", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25516", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25517", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8933: employee Emeka T., hired 09 August 2022, separated 28 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8933?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25518", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9472: employee Nadia A., hired 24 March 2024, separated 31 March 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9472?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25519", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Beacon Insurance is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya works for Northwind Systems.\n- Nadia works for Beacon Insurance.\n- Ravi reports to Wren.\n- Meridian Bank is headquartered in Bergen.\n- Ravi works for Northwind Systems.\n- Jonas reports to Emeka.\n- Meridian Bank was founded in 1979.\n- Omar reports to Anders.\n- Wren works for Beacon Insurance.\n- Mei reports to Jonas.\n- Anders reports to Ravi.\n- Northwind Systems was founded in 1989.\n- Mei works for Meridian Bank.\n- Nadia reports to Omar.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Beacon Insurance was founded in 1976.\n- Wren reports to Amara.\n- Anders works for Meridian Bank.\n- Emeka reports to Nadia.\n- Jonas works for Meridian Bank.\n- Cedar Retail Group was founded in 2010.\n- Omar works for Northwind Systems.\n- Priya reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25521", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25522", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2851: employee Mara M., hired 30 October 2024, separated 15 February 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-2851 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$6,500", "2": "$7,000", "3": "$1,312"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25523", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5005: employee Tobias S., hired 28 November 2020, separated 10 June 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2026-5005 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,875", "2": "$7,800", "3": "$8,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25524", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25525", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5708: employee Mateo K., hired 12 March 2022, separated 05 May 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-5708 under the controlling rules.", "criteria": {"0": "$6,300", "1": "$27,733", "2": "$5,400", "3": "$6,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1996.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Beacon Insurance was founded in 2003.\n- Lucia works for Vantage Air.\n- Aisha reports to Dmitri.\n- Pinnacle Software is headquartered in Valencia.\n- Lucia reports to Priya.\n- Dmitri reports to Lucia.\n- Ingrid works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Vantage Air is headquartered in Valencia.\n- Hana reports to Aisha.\n- Callum reports to Yuki.\n- Callum works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Turku.\n- Ingrid reports to Callum.\n- Hana works for Pinnacle Software.\n- Yuki reports to Hana.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25527", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25529", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25530", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6656: employee Pablo M., hired 16 April 2022, separated 18 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-6656 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$45,000", "2": "$10,385", "3": "$9,606"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Pablo works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Felix reports to Pablo.\n- Jonas reports to Dmitri.\n- Northwind Systems is headquartered in Austin.\n- Emeka reports to Deshawn.\n- Vantage Air is headquartered in Bergen.\n- Ravi reports to Stefan.\n- Jonas works for Meridian Bank.\n- Stefan works for Atlas Freight.\n- Stefan reports to Leila.\n- Northwind Systems was founded in 1975.\n- Vantage Air was founded in 2014.\n- Viktor works for Meridian Bank.\n- Leila reports to Emeka.\n- Meridian Bank was founded in 1995.\n- Atlas Freight was founded in 1998.\n- Deshawn reports to Jonas.\n- Ravi works for Meridian Bank.\n- Pablo reports to Viktor.\n- Leila works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Emeka works for Vantage Air.\n- Atlas Freight is headquartered in Porto.\n- Dmitri reports to Felix.\n- Felix works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25532", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25533", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9756: employee Amara S., hired 09 September 2021, separated 23 October 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9756?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25534", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 20729\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25535", "family": "intent_hardneg", "state": "Incoming support message:\n\"15175 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cobalt Health.\n- Lattice Analytics was founded in 1998.\n- Fernhill Foods was founded in 2009.\n- Amara works for Cobalt Health.\n- Aisha reports to Callum.\n- Fernhill Foods is headquartered in Cork.\n- Cobalt Health was founded in 2001.\n- Pinnacle Software is headquartered in Halifax.\n- Yuki works for Fernhill Foods.\n- Wren reports to Mateo.\n- Aisha works for Fernhill Foods.\n- Pinnacle Software was founded in 1978.\n- Wren works for Lattice Analytics.\n- Yuki reports to Anders.\n- Anders reports to Wren.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Mateo reports to Aisha.\n- Callum reports to Amara.\n- Cobalt Health is headquartered in Dunedin.\n- Callum works for Fernhill Foods.\n- Kenji works for Cobalt Health.\n- Amara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25537", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tobias.\n- Priya reports to Zoya.\n- Zoya works for Atlas Freight.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation was founded in 2005.\n- Priya works for Atlas Freight.\n- Stefan reports to Hana.\n- Northwind Systems is headquartered in Brno.\n- Hana reports to Lucia.\n- Bluepine Aviation is headquartered in Brno.\n- Elena works for Bluepine Aviation.\n- Zoya reports to Sofia.\n- Atlas Freight was founded in 2004.\n- Jonas works for Bluepine Aviation.\n- Atlas Freight is headquartered in Tampere.\n- Sofia works for Northwind Systems.\n- Jonas reports to Priya.\n- Pinnacle Software is headquartered in Austin.\n- Deshawn reports to Elena.\n- Tobias reports to Mei.\n- Lucia works for Atlas Freight.\n- Lucia reports to Yuki.\n- Elena reports to Jonas.\n- Pinnacle Software was founded in 2001.\n- Deshawn works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Mei reports to Deshawn.\n- Northwind Systems was founded in 2001.\n- Mei works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Stefan works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25539", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Fernhill Foods is headquartered in Turku.\n- Ingrid reports to Chiara.\n- Northwind Systems was founded in 1993.\n- Pinnacle Software was founded in 1979.\n- Jonas reports to Ravi.\n- Kenji reports to Priya.\n- Ravi reports to Amara.\n- Elena reports to Ingrid.\n- Ravi works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Cobalt Health is headquartered in Leeds.\n- Elena works for Fernhill Foods.\n- Priya reports to Felix.\n- Felix reports to Jonas.\n- Northwind Systems is headquartered in Lyon.\n- Felix works for Pinnacle Software.\n- Amara reports to Mei.\n- Chiara reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Cobalt Health was founded in 2008.\n- Fernhill Foods was founded in 2002.\n- Priya works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Ingrid works for Northwind Systems.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25541", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1993.\n- Vantage Air is headquartered in Dunedin.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Tessa works for Fernhill Foods.\n- Nadia reports to Viktor.\n- Callum reports to Emeka.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Sofia reports to Deshawn.\n- Emeka reports to Nadia.\n- Mara works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Callum works for Summit Energy.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2009.\n- Pablo reports to Tessa.\n- Kenji works for Summit Energy.\n- Leila works for Northwind Systems.\n- Deshawn reports to Kenji.\n- Stefan reports to Sofia.\n- Fernhill Foods was founded in 2007.\n- Mara reports to Pablo.\n- Northwind Systems is headquartered in Dunedin.\n- Viktor reports to Mara.\n- Kenji reports to Callum.\n- Tessa reports to Leila.\n- Pablo works for Vantage Air.\n- Fernhill Foods is headquartered in Dunedin.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Priya reports to Elena.\n- Deshawn works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Emeka reports to Ravi.\n- Kenji works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Omar reports to Mei.\n- Dmitri works for Fernhill Foods.\n- Omar works for Helios Logistics.\n- Cobalt Health is headquartered in Bergen.\n- Anders works for Helios Logistics.\n- Elena reports to Kenji.\n- Nadia reports to Dmitri.\n- Bluepine Aviation is headquartered in Bergen.\n- Helios Logistics was founded in 1997.\n- Ravi works for Cobalt Health.\n- Ravi reports to Priya.\n- Fernhill Foods is headquartered in Porto.\n- Fernhill Foods was founded in 1997.\n- Helios Logistics is headquartered in Nagoya.\n- Mei reports to Deshawn.\n- Cobalt Health was founded in 1977.\n- Bluepine Aviation was founded in 1980.\n- Emeka works for Cobalt Health.\n- Deshawn reports to Nadia.\n- Anders reports to Emeka.\n- Leila reports to Omar.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25543", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 99700 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25544", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25545", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7740: employee Pablo S., hired 23 August 2022, separated 08 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7740?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25546", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25547", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25548", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Emeka reports to Mateo.\n- Pablo reports to Amara.\n- Tobias reports to Jonas.\n- Lucia works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1977.\n- Amara works for Cobalt Health.\n- Jonas works for Summit Energy.\n- Lattice Analytics was founded in 1990.\n- Amara reports to Emeka.\n- Summit Energy is headquartered in Nagoya.\n- Cobalt Health was founded in 1990.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom is headquartered in Bergen.\n- Cobalt Health is headquartered in Porto.\n- Mei works for Lattice Analytics.\n- Summit Energy was founded in 1989.\n- Jonas reports to Mei.\n- Lucia reports to Pablo.\n- Mei reports to Lucia.\n- Tobias works for Crescent Telecom.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25550", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25551", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25552", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25553", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Oslo.\n- Hana works for Ironwood Manufacturing.\n- Yuki reports to Hana.\n- Callum reports to Sanne.\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software was founded in 2004.\n- Mateo works for Vantage Air.\n- Ironwood Manufacturing was founded in 2001.\n- Lucia reports to Yuki.\n- Mei works for Vantage Air.\n- Mateo reports to Bruno.\n- Callum works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Yuki works for Ironwood Manufacturing.\n- Sofia works for Pinnacle Software.\n- Sanne reports to Sofia.\n- Bruno works for Helios Logistics.\n- Hana reports to Felix.\n- Sofia reports to Mateo.\n- Vantage Air was founded in 1982.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Helios Logistics was founded in 1982.\n- Felix reports to Mei.\n- Lucia works for Vantage Air.\n- Mei reports to Callum.\n- Pinnacle Software is headquartered in Austin.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25556", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25557", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25558", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8194: employee Hana S., hired 15 April 2021, separated 23 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8194?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25559", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4226: employee Yuki K., hired 12 July 2024, separated 27 November 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-4226 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,150", "2": "$6,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25560", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Bruno reports to Elena.\n- Summit Energy was founded in 1981.\n- Ingrid reports to Deshawn.\n- Pinnacle Software was founded in 1989.\n- Elena works for Summit Energy.\n- Yuki works for Summit Energy.\n- Mara works for Helios Logistics.\n- Mara reports to Bruno.\n- Wren reports to Yuki.\n- Summit Energy is headquartered in Adelaide.\n- Bruno works for Bluepine Aviation.\n- Deshawn reports to Hana.\n- Wren works for Pinnacle Software.\n- Helios Logistics was founded in 1997.\n- Ingrid works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Halifax.\n- Yuki reports to Mara.\n- Elena reports to Ingrid.\n- Bluepine Aviation was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25562", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25563", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25564", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25565", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25566", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25567", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7190: employee Viktor K., hired 02 August 2021, separated 05 May 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-7190 under the controlling rules.", "criteria": {"0": "$9,865", "1": "$45,000", "2": "$10,385", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25568", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 7290, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25569", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25570", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 70561 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25571", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25572", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1030: employee Sanne T., hired 30 July 2021, separated 09 August 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1030?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1030 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1982.\n- Tessa reports to Zoya.\n- Vantage Air is headquartered in Nagoya.\n- Stefan reports to Sofia.\n- Deshawn reports to Mei.\n- Pinnacle Software is headquartered in Tallinn.\n- Cobalt Health is headquartered in Brno.\n- Sofia reports to Tessa.\n- Deshawn works for Cobalt Health.\n- Anders reports to Stefan.\n- Cobalt Health was founded in 1979.\n- Sofia works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Wren works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 2011.\n- Tessa works for Cobalt Health.\n- Mei works for Pinnacle Software.\n- Stefan works for Cobalt Health.\n- Wren reports to Deshawn.\n- Vantage Air was founded in 1983.\n- Helios Logistics is headquartered in Brno.\n- Zoya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25574", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9787: employee Nadia M., hired 11 January 2022, separated 01 October 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9787?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25575", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7486: employee Omar A., hired 07 September 2023, separated 14 June 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-7486 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,500", "2": "$6,300", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Mara works for Bluepine Aviation.\n- Cobalt Health is headquartered in Adelaide.\n- Nadia reports to Zoya.\n- Bluepine Aviation was founded in 1987.\n- Mara reports to Jonas.\n- Cobalt Health was founded in 2014.\n- Leila reports to Viktor.\n- Nadia works for Beacon Insurance.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Tobias.\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Nagoya.\n- Jonas works for Beacon Insurance.\n- Zoya reports to Mara.\n- Amara works for Bluepine Aviation.\n- Jonas reports to Chiara.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 1989.\n- Tobias reports to Leila.\n- Ravi reports to Nadia.\n- Bluepine Aviation is headquartered in Valencia.\n- Zoya works for Lattice Analytics.\n- Leila works for Cobalt Health.\n- Ravi works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Tobias works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25577", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 42351 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25578", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 2418\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "track_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Kenji reports to Mateo.\n- Summit Energy is headquartered in Dunedin.\n- Tobias works for Crescent Telecom.\n- Anders reports to Jonas.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Fernhill Foods is headquartered in Leeds.\n- Anders works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Dunedin.\n- Amara reports to Sofia.\n- Summit Energy was founded in 1990.\n- Amara works for Cedar Retail Group.\n- Sofia reports to Anders.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 1980.\n- Omar reports to Amara.\n- Jonas reports to Tobias.\n- Wren works for Crescent Telecom.\n- Mateo works for Summit Energy.\n- Nadia works for Fernhill Foods.\n- Wren reports to Omar.\n- Felix reports to Nadia.\n- Sofia works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Felix works for Cedar Retail Group.\n- Jonas works for Summit Energy.\n- Ingrid reports to Wren.\n- Nadia reports to Kenji.\n- Mateo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Vantage Air was founded in 2004.\n- Tobias reports to Dmitri.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 2001.\n- Sanne works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1995.\n- Cedar Retail Group is headquartered in Porto.\n- Viktor reports to Kenji.\n- Zoya works for Cedar Retail Group.\n- Kenji reports to Tobias.\n- Dmitri works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Adelaide.\n- Callum reports to Sanne.\n- Zoya reports to Ravi.\n- Sanne reports to Viktor.\n- Kenji works for Vantage Air.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1993.\n- Ravi works for Lattice Analytics.\n- Dmitri reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1992.\n- Ravi reports to Ingrid.\n- Amara works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Anders reports to Viktor.\n- Callum reports to Ravi.\n- Ingrid works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tampere.\n- Jonas reports to Chiara.\n- Ravi works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Chiara works for Ironwood Manufacturing.\n- Amara reports to Jonas.\n- Ironwood Manufacturing was founded in 1987.\n- Chiara reports to Mara.\n- Fernhill Foods was founded in 2005.\n- Meridian Bank was founded in 1982.\n- Jonas works for Fernhill Foods.\n- Hana works for Meridian Bank.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Tampere.\n- Mara works for Meridian Bank.\n- Ingrid reports to Hana.\n- Hana reports to Amara.\n- Anders works for Ironwood Manufacturing.\n- Viktor reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25582", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25583", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4449: employee Callum M., hired 23 December 2021, separated 05 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4449?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25584", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "set_alarm", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25585", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9024: employee Anders S., hired 29 April 2023, separated 06 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9024?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Sanne works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Omar reports to Ravi.\n- Vantage Air is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha works for Northwind Systems.\n- Sofia reports to Priya.\n- Priya reports to Wren.\n- Bruno works for Vantage Air.\n- Leila works for Vantage Air.\n- Cobalt Health was founded in 2010.\n- Northwind Systems is headquartered in Lyon.\n- Vantage Air was founded in 2003.\n- Sofia works for Northwind Systems.\n- Beacon Insurance was founded in 1998.\n- Ravi reports to Sofia.\n- Bruno reports to Hana.\n- Priya works for Vantage Air.\n- Aisha reports to Leila.\n- Hana reports to Sanne.\n- Sanne reports to Aisha.\n- Hana works for Vantage Air.\n- Ravi works for Cobalt Health.\n- Northwind Systems was founded in 2001.\n- Wren reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1998.\n- Beacon Insurance is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Mateo reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Elena works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods was founded in 1998.\n- Pinnacle Software was founded in 2000.\n- Mara works for Beacon Insurance.\n- Elena reports to Mateo.\n- Mara reports to Elena.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Omar.\n- Omar reports to Stefan.\n- Kenji reports to Dmitri.\n- Pinnacle Software is headquartered in Malmo.\n- Sofia reports to Kenji.\n- Omar works for Pinnacle Software.\n- Meridian Bank is headquartered in Malmo.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Omar reports to Tobias.\n- Helios Logistics is headquartered in Bergen.\n- Tobias reports to Deshawn.\n- Tobias works for Meridian Bank.\n- Summit Energy was founded in 2000.\n- Meridian Bank is headquartered in Leeds.\n- Omar works for Summit Energy.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 1985.\n- Dmitri reports to Jonas.\n- Sofia reports to Mara.\n- Mara reports to Omar.\n- Viktor works for Helios Logistics.\n- Dmitri works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Summit Energy is headquartered in Dunedin.\n- Jonas reports to Sofia.\n- Meridian Bank was founded in 1976.\n- Helios Logistics was founded in 1992.\n- Mara works for Helios Logistics.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25589", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2655: employee Priya T., hired 25 March 2024, separated 27 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2655?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25590", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9297: employee Hana M., hired 23 June 2023, separated 17 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9297?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25591", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25592", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4696: employee Sanne M., hired 28 April 2023, separated 25 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4696?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25593", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1902: employee Mei M., hired 17 May 2024, separated 14 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-1902 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$2,500", "2": "$4,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1902 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Felix.\n- Cedar Retail Group was founded in 1993.\n- Callum reports to Viktor.\n- Lucia reports to Tessa.\n- Tessa works for Helios Logistics.\n- Viktor reports to Lucia.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Chiara works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Lucia works for Cedar Retail Group.\n- Lattice Analytics was founded in 1997.\n- Felix works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Ingrid.\n- Ironwood Manufacturing was founded in 1989.\n- Helios Logistics was founded in 2012.\n- Bruno works for Helios Logistics.\n- Cedar Retail Group is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid reports to Bruno.\n- Chiara reports to Tobias.\n- Tobias reports to Callum.\n- Callum works for Lattice Analytics.\n- Tobias works for Helios Logistics.\n- Bruno reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25595", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 August 2024): For employees hired on or after 08 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6225: employee Nadia R., hired 08 June 2022, separated 23 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6225?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sanne.\n- Tessa works for Fernhill Foods.\n- Ingrid works for Fernhill Foods.\n- Atlas Freight is headquartered in Turku.\n- Tessa reports to Mei.\n- Cobalt Health was founded in 1992.\n- Cobalt Health is headquartered in Porto.\n- Fernhill Foods is headquartered in Dunedin.\n- Viktor reports to Priya.\n- Chiara reports to Viktor.\n- Mara works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Aisha reports to Mara.\n- Sanne reports to Tessa.\n- Mara reports to Emeka.\n- Tobias works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Ingrid reports to Aisha.\n- Mei works for Cobalt Health.\n- Emeka works for Meridian Bank.\n- Atlas Freight was founded in 1997.\n- Meridian Bank was founded in 1998.\n- Chiara works for Cobalt Health.\n- Fernhill Foods was founded in 1996.\n- Tobias reports to Chiara.\n- Wren reports to Ingrid.\n- Meridian Bank is headquartered in Malmo.\n- Viktor works for Atlas Freight.\n- Mei reports to Tobias.\n- Wren works for Cobalt Health.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25597", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25598", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25599", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5741: employee Sanne T., hired 03 September 2023, separated 09 June 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5741?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25600", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25601", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 2831 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Yuki works for Pinnacle Software.\n- Elena reports to Ravi.\n- Cobalt Health is headquartered in Brno.\n- Meridian Bank was founded in 1978.\n- Aisha reports to Bruno.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi works for Northwind Systems.\n- Ingrid reports to Sanne.\n- Northwind Systems was founded in 2001.\n- Sanne works for Cobalt Health.\n- Yuki reports to Deshawn.\n- Priya works for Cobalt Health.\n- Leila reports to Yuki.\n- Deshawn works for Northwind Systems.\n- Ravi reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Bruno reports to Priya.\n- Ingrid works for Pinnacle Software.\n- Deshawn reports to Ingrid.\n- Aisha works for Northwind Systems.\n- Leila works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Elena works for Meridian Bank.\n- Priya reports to Leila.\n- Pinnacle Software was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1973", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25603", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 71060\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25604", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25605", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25606", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9861: employee Viktor K., hired 29 February 2024, separated 19 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9861?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Felix works for Northwind Systems.\n- Mei reports to Deshawn.\n- Tessa reports to Anders.\n- Northwind Systems was founded in 1984.\n- Omar works for Northwind Systems.\n- Anders reports to Omar.\n- Felix reports to Priya.\n- Meridian Bank is headquartered in Ghent.\n- Deshawn works for Helios Logistics.\n- Meridian Bank was founded in 2014.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Deshawn reports to Chiara.\n- Mei works for Helios Logistics.\n- Anders works for Northwind Systems.\n- Chiara reports to Felix.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Helios Logistics was founded in 2003.\n- Helios Logistics is headquartered in Turku.\n- Tessa works for Northwind Systems.\n- Omar reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25608", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2014.\n- Vantage Air is headquartered in Austin.\n- Bruno works for Pinnacle Software.\n- Tessa reports to Ravi.\n- Leila works for Vantage Air.\n- Cedar Retail Group was founded in 1994.\n- Ingrid works for Vantage Air.\n- Elena works for Vantage Air.\n- Nadia works for Cedar Retail Group.\n- Ingrid reports to Bruno.\n- Sanne works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Fernhill Foods was founded in 2005.\n- Ravi works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia reports to Sanne.\n- Ravi reports to Leila.\n- Elena reports to Yuki.\n- Leila reports to Elena.\n- Tobias reports to Ingrid.\n- Bruno reports to Tessa.\n- Sanne reports to Tobias.\n- Pinnacle Software was founded in 1995.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25610", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9534: employee Lucia M., hired 19 January 2022, separated 22 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9534?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9534 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25611", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2010.\n- Sofia works for Summit Energy.\n- Ironwood Manufacturing was founded in 1983.\n- Nadia reports to Tessa.\n- Stefan reports to Nadia.\n- Jonas works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mara works for Atlas Freight.\n- Anders reports to Pablo.\n- Callum works for Atlas Freight.\n- Ingrid works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Summit Energy was founded in 1975.\n- Chiara reports to Anders.\n- Mara reports to Callum.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 1979.\n- Sanne reports to Stefan.\n- Ingrid reports to Mara.\n- Pablo works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.\n- Nadia works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Tessa reports to Jonas.\n- Sofia reports to Sanne.\n- Sanne works for Northwind Systems.\n- Jonas reports to Chiara.\n- Tessa works for Atlas Freight.\n- Pablo reports to Ingrid.\n- Chiara works for Ironwood Manufacturing.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1977", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Priya.\n- Amara works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Hana reports to Amara.\n- Sanne works for Summit Energy.\n- Meridian Bank was founded in 1990.\n- Mateo reports to Stefan.\n- Zoya reports to Hana.\n- Summit Energy is headquartered in Austin.\n- Priya reports to Felix.\n- Stefan works for Meridian Bank.\n- Amara reports to Sanne.\n- Beacon Insurance was founded in 1987.\n- Vantage Air was founded in 1999.\n- Summit Energy was founded in 2003.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Hana works for Summit Energy.\n- Felix reports to Mateo.\n- Mateo works for Summit Energy.\n- Felix works for Meridian Bank.\n- Beacon Insurance is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25614", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 March 2023): For employees hired on or after 04 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9147: employee Bruno M., hired 09 April 2022, separated 31 July 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-9147 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,000", "2": "$5,688", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25615", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25616", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7335: employee Stefan T., hired 12 November 2021, separated 18 February 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-7335 under the controlling rules.", "criteria": {"0": "$44,417", "1": "$10,250", "2": "$10,750", "3": "$10,312"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Lucia.\n- Amara reports to Pablo.\n- Zoya reports to Yuki.\n- Pablo reports to Zoya.\n- Atlas Freight was founded in 1981.\n- Mateo works for Pinnacle Software.\n- Atlas Freight is headquartered in Valencia.\n- Ingrid works for Atlas Freight.\n- Aisha reports to Priya.\n- Cobalt Health is headquartered in Porto.\n- Mateo reports to Amara.\n- Priya works for Meridian Bank.\n- Pinnacle Software is headquartered in Porto.\n- Priya reports to Mateo.\n- Amara works for Meridian Bank.\n- Cobalt Health was founded in 1980.\n- Meridian Bank is headquartered in Oslo.\n- Sanne works for Atlas Freight.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Ingrid reports to Sanne.\n- Lucia works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Sanne reports to Aisha.\n- Zoya works for Cobalt Health.\n- Pinnacle Software was founded in 1989.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25618", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25619", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4106: employee Mei M., hired 09 November 2021, separated 20 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4106?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Tobias.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Crescent Telecom was founded in 1989.\n- Tobias reports to Mateo.\n- Omar reports to Lucia.\n- Tobias works for Crescent Telecom.\n- Elena reports to Hana.\n- Ravi reports to Elena.\n- Summit Energy was founded in 2000.\n- Lucia reports to Yuki.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Ravi works for Summit Energy.\n- Yuki works for Vantage Air.\n- Felix reports to Ravi.\n- Hana works for Summit Energy.\n- Felix works for Summit Energy.\n- Vantage Air was founded in 2013.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health was founded in 2008.\n- Emeka works for Cobalt Health.\n- Mateo reports to Felix.\n- Elena works for Crescent Telecom.\n- Vantage Air is headquartered in Halifax.\n- Emeka reports to Omar.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25621", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25622", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7880: employee Jonas S., hired 22 November 2022, separated 21 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7880?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Kenji.\n- Northwind Systems was founded in 1986.\n- Zoya reports to Ravi.\n- Omar works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Meridian Bank was founded in 2014.\n- Zoya works for Meridian Bank.\n- Mei reports to Tessa.\n- Atlas Freight is headquartered in Adelaide.\n- Deshawn reports to Omar.\n- Sanne works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Atlas Freight was founded in 1995.\n- Fernhill Foods was founded in 2000.\n- Tessa reports to Sanne.\n- Nadia works for Fernhill Foods.\n- Tessa works for Meridian Bank.\n- Omar reports to Lucia.\n- Deshawn works for Northwind Systems.\n- Kenji works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Lucia reports to Mei.\n- Fernhill Foods is headquartered in Tampere.\n- Sanne reports to Nadia.\n- Lucia works for Fernhill Foods.\n- Ravi reports to Deshawn.\n- Northwind Systems is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25624", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3408: employee Elena A., hired 04 February 2021, separated 30 May 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3408?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25625", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6281: employee Omar B., hired 25 August 2021, separated 26 September 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2025-6281 under the controlling rules.", "criteria": {"0": "$26,433", "1": "$6,100", "2": "$6,150", "3": "$8,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Deshawn works for Helios Logistics.\n- Anders reports to Sanne.\n- Priya reports to Mateo.\n- Elena reports to Deshawn.\n- Tobias works for Beacon Insurance.\n- Kenji reports to Anders.\n- Cedar Retail Group was founded in 2006.\n- Cedar Retail Group is headquartered in Adelaide.\n- Callum works for Bluepine Aviation.\n- Wren reports to Leila.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Beacon Insurance was founded in 1980.\n- Helios Logistics was founded in 1981.\n- Helios Logistics is headquartered in Adelaide.\n- Callum reports to Hana.\n- Sanne reports to Callum.\n- Beacon Insurance is headquartered in Valencia.\n- Leila reports to Tobias.\n- Kenji works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Hana reports to Wren.\n- Wren works for Beacon Insurance.\n- Sanne works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Deshawn reports to Priya.\n- Elena works for Bluepine Aviation.\n- Mateo reports to Kenji.\n- Leila works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25627", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4691: employee Lucia B., hired 07 September 2023, separated 06 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4691?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25628", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25629", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 June 2023): For employees hired on or after 06 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3581: employee Hana R., hired 02 January 2022, separated 26 November 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2026-3581 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$45,000", "2": "$10,385", "3": "$4,933"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Valencia.\n- Jonas reports to Tessa.\n- Chiara works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Viktor works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Pinnacle Software is headquartered in Lyon.\n- Zoya works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Mei reports to Chiara.\n- Meridian Bank is headquartered in Lyon.\n- Lattice Analytics was founded in 1996.\n- Leila reports to Viktor.\n- Meridian Bank was founded in 1995.\n- Jonas works for Pinnacle Software.\n- Aisha works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Nadia works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Callum reports to Leila.\n- Nadia reports to Callum.\n- Tessa works for Meridian Bank.\n- Zoya reports to Aisha.\n- Cobalt Health was founded in 1986.\n- Dmitri reports to Deshawn.\n- Viktor reports to Jonas.\n- Chiara reports to Nadia.\n- Tessa reports to Dmitri.\n- Lattice Analytics is headquartered in Valencia.\n- Deshawn reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25631", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2834: employee Leila R., hired 13 January 2024, separated 13 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2834?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25632", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Cancel my order 68223, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Viktor reports to Zoya.\n- Pinnacle Software was founded in 2004.\n- Pinnacle Software is headquartered in Valencia.\n- Felix reports to Viktor.\n- Cobalt Health is headquartered in Valencia.\n- Helios Logistics was founded in 1997.\n- Callum reports to Priya.\n- Stefan reports to Sofia.\n- Aisha works for Helios Logistics.\n- Zoya reports to Aisha.\n- Mateo works for Pinnacle Software.\n- Mateo reports to Emeka.\n- Viktor works for Helios Logistics.\n- Emeka works for Pinnacle Software.\n- Sofia works for Summit Energy.\n- Priya works for Cobalt Health.\n- Summit Energy is headquartered in Turku.\n- Summit Energy was founded in 2011.\n- Priya reports to Felix.\n- Zoya works for Cobalt Health.\n- Emeka reports to Callum.\n- Aisha reports to Stefan.\n- Felix works for Helios Logistics.\n- Stefan works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25634", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1999.\n- Omar reports to Wren.\n- Emeka works for Northwind Systems.\n- Mateo reports to Viktor.\n- Northwind Systems is headquartered in Leeds.\n- Tobias reports to Leila.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Lattice Analytics is headquartered in Nagoya.\n- Nadia works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Leila reports to Mateo.\n- Viktor reports to Omar.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Bluepine Aviation was founded in 2014.\n- Northwind Systems was founded in 1997.\n- Nadia reports to Tobias.\n- Pinnacle Software is headquartered in Dunedin.\n- Mateo works for Pinnacle Software.\n- Tobias works for Northwind Systems.\n- Wren reports to Emeka.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Cobalt Health was founded in 1993.\n- Tessa reports to Mara.\n- Lattice Analytics is headquartered in Tallinn.\n- Mei reports to Viktor.\n- Emeka works for Cobalt Health.\n- Ravi reports to Mateo.\n- Mateo works for Cobalt Health.\n- Mei works for Lattice Analytics.\n- Summit Energy is headquartered in Tallinn.\n- Tessa works for Pinnacle Software.\n- Mara works for Cobalt Health.\n- Emeka reports to Tessa.\n- Leila works for Pinnacle Software.\n- Lattice Analytics was founded in 1980.\n- Callum works for Summit Energy.\n- Mateo reports to Leila.\n- Bruno reports to Callum.\n- Pinnacle Software is headquartered in Oslo.\n- Summit Energy was founded in 1990.\n- Viktor reports to Ravi.\n- Viktor works for Lattice Analytics.\n- Callum reports to Emeka.\n- Pinnacle Software was founded in 2004.\n- Leila reports to Bruno.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25637", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Pinnacle Software was founded in 1985.\n- Jonas reports to Anders.\n- Pinnacle Software is headquartered in Cork.\n- Tobias works for Beacon Insurance.\n- Aisha reports to Ingrid.\n- Vantage Air is headquartered in Turku.\n- Ravi works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Bruno works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Nadia reports to Jonas.\n- Bruno reports to Tobias.\n- Anders reports to Bruno.\n- Elena reports to Kenji.\n- Elena works for Helios Logistics.\n- Beacon Insurance is headquartered in Turku.\n- Chiara reports to Elena.\n- Beacon Insurance was founded in 2007.\n- Ravi reports to Chiara.\n- Aisha works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Nadia works for Beacon Insurance.\n- Lucia reports to Nadia.\n- Chiara works for Beacon Insurance.\n- Ingrid reports to Ravi.\n- Helios Logistics is headquartered in Turku.\n- Vantage Air was founded in 1999.\n- Jonas works for Beacon Insurance.\n- Kenji reports to Lucia.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 2002.\n- Lattice Analytics was founded in 2003.\n- Bluepine Aviation was founded in 1999.\n- Lattice Analytics is headquartered in Nagoya.\n- Wren reports to Amara.\n- Stefan works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Pablo works for Atlas Freight.\n- Cobalt Health was founded in 1990.\n- Amara works for Cobalt Health.\n- Pablo reports to Wren.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ravi reports to Sofia.\n- Stefan reports to Mateo.\n- Amara reports to Stefan.\n- Viktor reports to Pablo.\n- Mateo works for Bluepine Aviation.\n- Sofia reports to Viktor.\n- Cobalt Health is headquartered in Cork.\n- Ravi works for Atlas Freight.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "2005", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25640", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "deprovision", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25641", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25642", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "cancel_subscription", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Emeka reports to Dmitri.\n- Sofia works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Beacon Insurance was founded in 1988.\n- Dmitri works for Pinnacle Software.\n- Fernhill Foods was founded in 2009.\n- Ravi reports to Deshawn.\n- Deshawn reports to Sofia.\n- Deshawn works for Beacon Insurance.\n- Lucia reports to Emeka.\n- Hana works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Hana reports to Lucia.\n- Leila reports to Ravi.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Pinnacle Software is headquartered in Malmo.\n- Fernhill Foods is headquartered in Bergen.\n- Dmitri reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25644", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25645", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Bruno reports to Dmitri.\n- Dmitri works for Lattice Analytics.\n- Vantage Air is headquartered in Tampere.\n- Callum works for Lattice Analytics.\n- Deshawn works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Mateo reports to Anders.\n- Cedar Retail Group was founded in 1982.\n- Deshawn reports to Callum.\n- Sofia reports to Deshawn.\n- Lattice Analytics was founded in 1979.\n- Mei reports to Mateo.\n- Sofia works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Cedar Retail Group is headquartered in Tampere.\n- Dmitri reports to Mei.\n- Anders reports to Sofia.\n- Mateo works for Vantage Air.\n- Anders works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25647", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9876: employee Amara R., hired 16 April 2022, separated 26 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9876?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25648", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25649", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8002: employee Leila M., hired 28 February 2024, separated 16 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8002?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25650", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Hana.\n- Lucia reports to Tobias.\n- Tobias reports to Ravi.\n- Callum reports to Chiara.\n- Deshawn reports to Stefan.\n- Bluepine Aviation is headquartered in Oslo.\n- Stefan works for Fernhill Foods.\n- Callum works for Cobalt Health.\n- Helios Logistics was founded in 2008.\n- Helios Logistics is headquartered in Turku.\n- Chiara works for Cobalt Health.\n- Tobias works for Bluepine Aviation.\n- Deshawn works for Helios Logistics.\n- Cobalt Health is headquartered in Nagoya.\n- Hana works for Helios Logistics.\n- Ravi works for Cobalt Health.\n- Chiara reports to Deshawn.\n- Hana reports to Lucia.\n- Bluepine Aviation was founded in 1980.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 1987.\n- Lucia works for Bluepine Aviation.\n- Cobalt Health was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25652", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 90821 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Pinnacle Software is headquartered in Adelaide.\n- Pablo reports to Leila.\n- Atlas Freight was founded in 2013.\n- Priya works for Lattice Analytics.\n- Stefan reports to Mara.\n- Aisha works for Pinnacle Software.\n- Omar reports to Pablo.\n- Helios Logistics was founded in 1991.\n- Lattice Analytics is headquartered in Valencia.\n- Atlas Freight is headquartered in Lyon.\n- Mateo reports to Yuki.\n- Mara works for Helios Logistics.\n- Leila works for Atlas Freight.\n- Yuki reports to Jonas.\n- Bruno works for Helios Logistics.\n- Mateo works for Lattice Analytics.\n- Pinnacle Software was founded in 2009.\n- Omar works for Helios Logistics.\n- Bruno reports to Aisha.\n- Mara reports to Dmitri.\n- Stefan works for Atlas Freight.\n- Pablo works for Pinnacle Software.\n- Dmitri works for Helios Logistics.\n- Priya reports to Stefan.\n- Yuki works for Lattice Analytics.\n- Helios Logistics is headquartered in Lyon.\n- Jonas reports to Omar.\n- Leila reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25654", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 September 2024): For employees hired on or after 29 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1504: employee Tobias K., hired 05 June 2022, separated 03 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1504?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25655", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 13973 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25656", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Zoya reports to Wren.\n- Tessa works for Northwind Systems.\n- Wren reports to Tessa.\n- Yuki reports to Zoya.\n- Crescent Telecom was founded in 2011.\n- Crescent Telecom is headquartered in Turku.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa reports to Anders.\n- Wren works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Anders reports to Jonas.\n- Northwind Systems is headquartered in Ghent.\n- Bluepine Aviation was founded in 2001.\n- Zoya works for Northwind Systems.\n- Fernhill Foods is headquartered in Turku.\n- Omar reports to Mei.\n- Northwind Systems was founded in 1997.\n- Omar works for Northwind Systems.\n- Yuki works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Fernhill Foods was founded in 2015.\n- Mei reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25658", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9678: employee Leila R., hired 02 September 2022, separated 07 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9678?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25659", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong address on order 70212, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25660", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25661", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25662", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 January 2023): For employees hired on or after 02 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4383: employee Mei A., hired 27 August 2022, separated 26 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-4383 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$7,399", "2": "$11,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4383 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25663", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1930: employee Nadia K., hired 10 June 2023, separated 23 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1930?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25664", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25665", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25666", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25667", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2470: employee Yuki R., hired 09 May 2023, separated 17 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-2470 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,250", "2": "$26,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1989.\n- Mateo reports to Priya.\n- Deshawn works for Cedar Retail Group.\n- Cobalt Health was founded in 1995.\n- Cedar Retail Group was founded in 2007.\n- Sofia reports to Nadia.\n- Priya works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Oslo.\n- Priya reports to Wren.\n- Cobalt Health is headquartered in Oslo.\n- Sofia works for Cedar Retail Group.\n- Ravi reports to Leila.\n- Viktor reports to Sofia.\n- Mateo works for Cedar Retail Group.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Deshawn.\n- Deshawn reports to Ravi.\n- Viktor works for Cobalt Health.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Leila works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2002.\n- Leila reports to Felix.\n- Felix reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2002", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25669", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Leila reports to Zoya.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lucia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tobias reports to Mara.\n- Meridian Bank is headquartered in Ghent.\n- Leila works for Meridian Bank.\n- Deshawn reports to Tessa.\n- Mara works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Mara reports to Lucia.\n- Omar reports to Jonas.\n- Lucia reports to Leila.\n- Jonas reports to Tobias.\n- Meridian Bank was founded in 1977.\n- Jonas works for Meridian Bank.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 2003.\n- Deshawn works for Meridian Bank.\n- Omar works for Lattice Analytics.\n- Tessa reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1976.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Tobias works for Vantage Air.\n- Atlas Freight was founded in 2007.\n- Cedar Retail Group is headquartered in Oslo.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Ravi reports to Bruno.\n- Vantage Air was founded in 2005.\n- Emeka reports to Amara.\n- Dmitri works for Cedar Retail Group.\n- Atlas Freight is headquartered in Leeds.\n- Cedar Retail Group was founded in 1997.\n- Hana reports to Tobias.\n- Amara reports to Sanne.\n- Vantage Air is headquartered in Tallinn.\n- Crescent Telecom was founded in 1984.\n- Sanne reports to Ravi.\n- Emeka works for Vantage Air.\n- Bruno works for Vantage Air.\n- Ravi works for Cedar Retail Group.\n- Tobias reports to Dmitri.\n- Sanne works for Vantage Air.\n- Dmitri reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Basel.\n- Sanne works for Vantage Air.\n- Omar reports to Leila.\n- Priya works for Vantage Air.\n- Bruno reports to Jonas.\n- Leila reports to Zoya.\n- Omar works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Fernhill Foods was founded in 1995.\n- Stefan works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Stefan reports to Omar.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne reports to Bruno.\n- Beacon Insurance was founded in 2015.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Jonas works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1998.\n- Leila works for Vantage Air.\n- Zoya works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Priya reports to Stefan.\n- Elena reports to Sanne.\n- Mei reports to Priya.\n- Fernhill Foods is headquartered in Basel.\n- Jonas reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25673", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25674", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25675", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6015: employee Stefan K., hired 03 March 2022, separated 21 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6015?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25676", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4115: employee Zoya M., hired 30 March 2024, separated 02 October 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-4-2025-4115 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$11,385", "3": "$5,841"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25677", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6208: employee Mei R., hired 11 May 2021, separated 02 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6208?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25678", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Pablo reports to Deshawn.\n- Pablo works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Mei.\n- Helios Logistics is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Halifax.\n- Helios Logistics was founded in 2013.\n- Fernhill Foods is headquartered in Nagoya.\n- Crescent Telecom was founded in 1994.\n- Jonas reports to Ingrid.\n- Fernhill Foods was founded in 1984.\n- Ravi reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Jonas works for Helios Logistics.\n- Deshawn reports to Jonas.\n- Mei works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Bluepine Aviation was founded in 1981.\n- Kenji reports to Leila.\n- Crescent Telecom is headquartered in Adelaide.\n- Mei reports to Ravi.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25680", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6666: employee Mei A., hired 14 September 2020, separated 03 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-6666?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1999.\n- Northwind Systems is headquartered in Halifax.\n- Cobalt Health was founded in 1976.\n- Chiara works for Northwind Systems.\n- Jonas works for Cobalt Health.\n- Zoya reports to Omar.\n- Deshawn reports to Tobias.\n- Sofia reports to Zoya.\n- Tessa reports to Amara.\n- Amara works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Anders reports to Jonas.\n- Beacon Insurance was founded in 1995.\n- Chiara reports to Mei.\n- Omar reports to Chiara.\n- Jonas reports to Tessa.\n- Kenji reports to Deshawn.\n- Tessa works for Beacon Insurance.\n- Tobias works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Summit Energy was founded in 2012.\n- Omar works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Kenji works for Northwind Systems.\n- Cobalt Health is headquartered in Oslo.\n- Mei reports to Anders.\n- Sofia works for Northwind Systems.\n- Summit Energy is headquartered in Nagoya.\n- Zoya works for Northwind Systems.\n- Amara reports to Kenji.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Priya reports to Lucia.\n- Priya works for Bluepine Aviation.\n- Emeka reports to Stefan.\n- Tessa reports to Ravi.\n- Tessa works for Pinnacle Software.\n- Vantage Air is headquartered in Turku.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1997.\n- Atlas Freight is headquartered in Dunedin.\n- Felix reports to Emeka.\n- Stefan reports to Tessa.\n- Pinnacle Software is headquartered in Dunedin.\n- Atlas Freight was founded in 2014.\n- Mara works for Vantage Air.\n- Mara reports to Priya.\n- Ravi reports to Omar.\n- Lucia reports to Dmitri.\n- Bluepine Aviation is headquartered in Austin.\n- Omar works for Atlas Freight.\n- Emeka works for Bluepine Aviation.\n- Ravi works for Vantage Air.\n- Felix works for Bluepine Aviation.\n- Vantage Air was founded in 1978.\n- Pinnacle Software was founded in 2005.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25683", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25684", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25685", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25686", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9292: employee Priya B., hired 22 June 2022, separated 04 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9292?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Zoya reports to Mateo.\n- Vantage Air was founded in 1988.\n- Zoya works for Vantage Air.\n- Sanne works for Vantage Air.\n- Felix works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Amara reports to Leila.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 2015.\n- Felix reports to Jonas.\n- Cobalt Health is headquartered in Malmo.\n- Leila reports to Omar.\n- Omar works for Cobalt Health.\n- Fernhill Foods was founded in 1983.\n- Cobalt Health was founded in 1995.\n- Tobias works for Crescent Telecom.\n- Tobias reports to Felix.\n- Leila works for Cobalt Health.\n- Fernhill Foods is headquartered in Turku.\n- Sanne reports to Kenji.\n- Vantage Air is headquartered in Cork.\n- Jonas works for Fernhill Foods.\n- Mateo reports to Amara.\n- Jonas reports to Sanne.\n- Kenji reports to Zoya.\n- Kenji works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25688", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25689", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6311: employee Sanne T., hired 05 September 2023, separated 18 December 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-6311 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$17,333", "2": "$4,000", "3": "$4,062"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25690", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25691", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25692", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 February 2025): For employees hired on or after 20 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7011: employee Yuki A., hired 19 June 2024, separated 20 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-7011 under the controlling rules.", "criteria": {"0": "$7,600", "1": "$24,267", "2": "$5,500", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25694", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25695", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25696", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Northwind Systems is headquartered in Bergen.\n- Meridian Bank was founded in 1991.\n- Tessa reports to Ingrid.\n- Anders reports to Tessa.\n- Summit Energy was founded in 1978.\n- Emeka works for Summit Energy.\n- Meridian Bank is headquartered in Austin.\n- Viktor reports to Priya.\n- Sofia reports to Callum.\n- Nadia reports to Emeka.\n- Ingrid works for Northwind Systems.\n- Tessa works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Beacon Insurance was founded in 1998.\n- Northwind Systems was founded in 2008.\n- Callum reports to Tobias.\n- Beacon Insurance is headquartered in Brno.\n- Summit Energy is headquartered in Austin.\n- Ingrid reports to Sofia.\n- Tobias works for Beacon Insurance.\n- Emeka reports to Viktor.\n- Viktor works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Priya reports to Anders.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2003", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25698", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25699", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 December 2022): For employees hired on or after 18 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3972: employee Tobias K., hired 08 January 2020, separated 15 February 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3972?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2014.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Malmo.\n- Lucia reports to Mara.\n- Pablo reports to Kenji.\n- Lucia works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Nadia reports to Mei.\n- Viktor reports to Nadia.\n- Meridian Bank is headquartered in Dunedin.\n- Felix works for Crescent Telecom.\n- Hana reports to Pablo.\n- Kenji reports to Sofia.\n- Mara works for Meridian Bank.\n- Nadia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Dunedin.\n- Fernhill Foods was founded in 1986.\n- Cedar Retail Group was founded in 1993.\n- Crescent Telecom was founded in 1990.\n- Fernhill Foods is headquartered in Bergen.\n- Mei works for Cedar Retail Group.\n- Sofia reports to Felix.\n- Pablo works for Fernhill Foods.\n- Mei reports to Lucia.\n- Hana works for Cedar Retail Group.\n- Felix reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Nagoya", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Mei reports to Omar.\n- Mara reports to Mei.\n- Mei works for Summit Energy.\n- Yuki reports to Mara.\n- Deshawn works for Helios Logistics.\n- Cobalt Health was founded in 1995.\n- Yuki works for Helios Logistics.\n- Dmitri reports to Callum.\n- Mara works for Helios Logistics.\n- Summit Energy was founded in 1991.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Summit Energy is headquartered in Dunedin.\n- Helios Logistics was founded in 2008.\n- Omar reports to Dmitri.\n- Helios Logistics is headquartered in Halifax.\n- Ingrid reports to Yuki.\n- Dmitri works for Summit Energy.\n- Omar works for Summit Energy.\n- Deshawn reports to Ingrid.\n- Fernhill Foods is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25702", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Anders.\n- Anders reports to Zoya.\n- Helios Logistics was founded in 2013.\n- Zoya reports to Tessa.\n- Elena reports to Ingrid.\n- Leila works for Crescent Telecom.\n- Atlas Freight was founded in 1983.\n- Atlas Freight is headquartered in Tallinn.\n- Helios Logistics is headquartered in Tampere.\n- Zoya works for Helios Logistics.\n- Cedar Retail Group was founded in 2004.\n- Nadia reports to Deshawn.\n- Amara reports to Nadia.\n- Ingrid reports to Amara.\n- Ingrid works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 1983.\n- Deshawn reports to Viktor.\n- Lucia works for Cedar Retail Group.\n- Yuki works for Atlas Freight.\n- Cedar Retail Group is headquartered in Tampere.\n- Lucia reports to Yuki.\n- Viktor works for Helios Logistics.\n- Anders works for Cedar Retail Group.\n- Elena works for Atlas Freight.\n- Nadia works for Helios Logistics.\n- Deshawn works for Atlas Freight.\n- Amara works for Cedar Retail Group.\n- Tessa reports to Leila.\n- Leila reports to Elena.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1997.\n- Yuki reports to Emeka.\n- Beacon Insurance is headquartered in Lyon.\n- Elena reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Viktor works for Beacon Insurance.\n- Elena works for Cedar Retail Group.\n- Northwind Systems is headquartered in Turku.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Nadia works for Cedar Retail Group.\n- Amara reports to Yuki.\n- Cedar Retail Group is headquartered in Lyon.\n- Crescent Telecom is headquartered in Lyon.\n- Lucia reports to Viktor.\n- Northwind Systems was founded in 2011.\n- Crescent Telecom was founded in 2007.\n- Viktor reports to Amara.\n- Dmitri reports to Lucia.\n- Amara works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Nadia.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25706", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4048: employee Stefan R., hired 19 April 2020, separated 14 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4048?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Vantage Air was founded in 1980.\n- Fernhill Foods is headquartered in Basel.\n- Dmitri works for Vantage Air.\n- Bruno works for Lattice Analytics.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Vantage Air is headquartered in Adelaide.\n- Dmitri reports to Hana.\n- Pinnacle Software is headquartered in Basel.\n- Jonas reports to Dmitri.\n- Jonas works for Pinnacle Software.\n- Elena reports to Zoya.\n- Hana reports to Sofia.\n- Elena works for Pinnacle Software.\n- Yuki reports to Jonas.\n- Zoya works for Vantage Air.\n- Bruno reports to Yuki.\n- Lattice Analytics is headquartered in Basel.\n- Sofia reports to Elena.\n- Lattice Analytics was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25708", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 October 2025): For employees hired on or after 11 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2154: employee Viktor K., hired 19 October 2024, separated 28 January 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2154?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mei.\n- Cobalt Health was founded in 1995.\n- Vantage Air is headquartered in Nagoya.\n- Amara works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Sofia works for Cobalt Health.\n- Bruno reports to Mara.\n- Viktor works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Mateo reports to Viktor.\n- Meridian Bank is headquartered in Nagoya.\n- Mei reports to Sofia.\n- Zoya reports to Bruno.\n- Lattice Analytics was founded in 2001.\n- Sofia reports to Amara.\n- Mara works for Meridian Bank.\n- Mei works for Lattice Analytics.\n- Meridian Bank was founded in 2013.\n- Amara reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Vantage Air was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25710", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-3629: employee Elena M., hired 27 November 2022, separated 24 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-3629?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-3629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25711", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7856: employee Leila B., hired 22 May 2022, separated 28 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7856?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Yuki.\n- Emeka works for Atlas Freight.\n- Wren works for Vantage Air.\n- Priya works for Vantage Air.\n- Sofia reports to Viktor.\n- Priya reports to Emeka.\n- Pablo works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1985.\n- Emeka reports to Wren.\n- Atlas Freight is headquartered in Basel.\n- Yuki works for Atlas Freight.\n- Viktor reports to Pablo.\n- Summit Energy was founded in 1990.\n- Yuki reports to Felix.\n- Elena works for Summit Energy.\n- Viktor works for Vantage Air.\n- Felix works for Atlas Freight.\n- Wren reports to Sofia.\n- Atlas Freight was founded in 2015.\n- Vantage Air is headquartered in Basel.\n- Crescent Telecom is headquartered in Oslo.\n- Felix reports to Priya.\n- Summit Energy is headquartered in Halifax.\n- Amara reports to Elena.\n- Amara works for Summit Energy.\n- Vantage Air was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25713", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 21853 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25715", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1590: employee Deshawn B., hired 11 October 2024, separated 01 February 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-1590 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,438", "2": "$10,385", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25716", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Vantage Air.\n- Dmitri works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara reports to Omar.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Pinnacle Software is headquartered in Turku.\n- Tobias works for Lattice Analytics.\n- Nadia reports to Anders.\n- Stefan works for Lattice Analytics.\n- Cedar Retail Group was founded in 1993.\n- Omar works for Pinnacle Software.\n- Mateo reports to Ravi.\n- Tobias reports to Chiara.\n- Mateo works for Lattice Analytics.\n- Jonas reports to Tobias.\n- Anders reports to Dmitri.\n- Omar reports to Nadia.\n- Chiara works for Lattice Analytics.\n- Tessa reports to Stefan.\n- Pablo reports to Jonas.\n- Stefan reports to Pablo.\n- Vantage Air is headquartered in Tallinn.\n- Nadia works for Pinnacle Software.\n- Lattice Analytics was founded in 1979.\n- Lattice Analytics is headquartered in Oslo.\n- Ravi reports to Tessa.\n- Ravi works for Vantage Air.\n- Pinnacle Software was founded in 1980.\n- Anders works for Lattice Analytics.\n- Tessa works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25718", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25719", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25720", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks about weather", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25721", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9382: employee Yuki R., hired 19 March 2022, separated 27 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9382?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25722", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25723", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.\n- Mateo works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Chiara works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Brno.\n- Tessa works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Ingrid reports to Emeka.\n- Mara works for Cobalt Health.\n- Emeka reports to Mei.\n- Stefan works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2006.\n- Sanne works for Cobalt Health.\n- Priya reports to Mateo.\n- Sanne reports to Tessa.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy was founded in 2002.\n- Mei reports to Priya.\n- Tessa reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Mateo reports to Mara.\n- Helios Logistics was founded in 2004.\n- Jonas works for Helios Logistics.\n- Stefan reports to Sanne.\n- Jonas reports to Chiara.\n- Chiara reports to Stefan.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lucia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25725", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1597: employee Amara B., hired 06 September 2021, separated 16 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1597?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1597 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25726", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2567: employee Nadia R., hired 10 April 2023, separated 13 March 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2567?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Northwind Systems was founded in 2000.\n- Meridian Bank was founded in 1996.\n- Fernhill Foods is headquartered in Austin.\n- Anders works for Fernhill Foods.\n- Leila reports to Bruno.\n- Ingrid works for Fernhill Foods.\n- Jonas works for Northwind Systems.\n- Atlas Freight was founded in 2011.\n- Bruno reports to Ingrid.\n- Anders reports to Tobias.\n- Tessa reports to Felix.\n- Yuki reports to Tessa.\n- Northwind Systems is headquartered in Porto.\n- Stefan works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Fernhill Foods.\n- Felix works for Northwind Systems.\n- Bruno works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Pablo reports to Jonas.\n- Ingrid reports to Anders.\n- Leila works for Atlas Freight.\n- Sanne reports to Leila.\n- Jonas reports to Sanne.\n- Fernhill Foods was founded in 1984.\n- Tobias reports to Stefan.\n- Tobias works for Atlas Freight.\n- Meridian Bank is headquartered in Malmo.\n- Sanne works for Northwind Systems.\n- Felix reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25728", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9967: employee Priya A., hired 22 January 2021, separated 21 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-9967 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$7,800", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2001.\n- Elena works for Cedar Retail Group.\n- Tessa works for Northwind Systems.\n- Zoya works for Beacon Insurance.\n- Mei reports to Tobias.\n- Northwind Systems is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Cedar Retail Group was founded in 2006.\n- Leila reports to Elena.\n- Elena reports to Nadia.\n- Viktor reports to Leila.\n- Cobalt Health was founded in 1976.\n- Beacon Insurance is headquartered in Cork.\n- Wren reports to Mei.\n- Nadia reports to Wren.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias works for Northwind Systems.\n- Callum reports to Viktor.\n- Beacon Insurance was founded in 2011.\n- Callum works for Beacon Insurance.\n- Zoya reports to Tessa.\n- Viktor works for Cedar Retail Group.\n- Wren works for Cobalt Health.\n- Leila works for Northwind Systems.\n- Nadia works for Beacon Insurance.\n- Tessa reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25730", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 39939\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants the delivery address updated", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25731", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7041: employee Zoya R., hired 19 June 2019, separated 29 September 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7041?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Hana works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Helios Logistics is headquartered in Halifax.\n- Dmitri reports to Ingrid.\n- Hana reports to Anders.\n- Bluepine Aviation was founded in 2004.\n- Helios Logistics was founded in 1999.\n- Chiara works for Vantage Air.\n- Bruno reports to Chiara.\n- Chiara reports to Pablo.\n- Pablo works for Vantage Air.\n- Mara works for Helios Logistics.\n- Anders works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Vantage Air was founded in 2006.\n- Emeka reports to Hana.\n- Anders reports to Kenji.\n- Cobalt Health was founded in 2007.\n- Kenji reports to Priya.\n- Kenji works for Cobalt Health.\n- Mara reports to Emeka.\n- Priya reports to Dmitri.\n- Ingrid works for Bluepine Aviation.\n- Pablo reports to Aisha.\n- Cobalt Health is headquartered in Malmo.\n- Bruno works for Bluepine Aviation.\n- Ingrid reports to Bruno.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25733", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Ingrid reports to Omar.\n- Tobias works for Pinnacle Software.\n- Omar reports to Zoya.\n- Mara reports to Tobias.\n- Helios Logistics is headquartered in Cork.\n- Mara works for Helios Logistics.\n- Omar works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Mateo reports to Ingrid.\n- Helios Logistics was founded in 2000.\n- Tessa works for Fernhill Foods.\n- Zoya reports to Sofia.\n- Fernhill Foods was founded in 2009.\n- Tessa reports to Mateo.\n- Sofia works for Helios Logistics.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 2005.\n- Tobias reports to Tessa.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25735", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Stefan.\n- Yuki works for Crescent Telecom.\n- Stefan reports to Priya.\n- Beacon Insurance is headquartered in Brno.\n- Yuki reports to Emeka.\n- Meridian Bank is headquartered in Adelaide.\n- Helios Logistics is headquartered in Porto.\n- Omar works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Omar reports to Viktor.\n- Emeka works for Helios Logistics.\n- Mei reports to Nadia.\n- Beacon Insurance was founded in 1999.\n- Jonas reports to Mei.\n- Elena reports to Jonas.\n- Meridian Bank was founded in 1975.\n- Elena works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Crescent Telecom was founded in 1993.\n- Nadia works for Meridian Bank.\n- Priya works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Priya reports to Omar.\n- Nadia reports to Yuki.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25737", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5003: employee Elena A., hired 08 January 2025, separated 13 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5003?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25738", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5533: employee Felix R., hired 17 August 2021, separated 10 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5533?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25739", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4629: employee Zoya T., hired 10 April 2023, separated 06 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4629?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Deshawn.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn reports to Stefan.\n- Helios Logistics is headquartered in Valencia.\n- Nadia works for Pinnacle Software.\n- Stefan works for Fernhill Foods.\n- Pinnacle Software was founded in 1997.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Amara works for Pinnacle Software.\n- Aisha works for Atlas Freight.\n- Tessa reports to Callum.\n- Aisha reports to Amara.\n- Nadia reports to Anders.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods was founded in 1990.\n- Helios Logistics was founded in 2004.\n- Amara reports to Nadia.\n- Atlas Freight was founded in 1998.\n- Anders reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25741", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25742", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Dmitri.\n- Viktor works for Bluepine Aviation.\n- Ravi works for Summit Energy.\n- Dmitri reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Mara works for Bluepine Aviation.\n- Crescent Telecom was founded in 2014.\n- Priya reports to Sanne.\n- Wren reports to Mara.\n- Cobalt Health was founded in 1978.\n- Bluepine Aviation is headquartered in Cork.\n- Deshawn works for Summit Energy.\n- Deshawn reports to Sofia.\n- Jonas works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Mara reports to Omar.\n- Cobalt Health is headquartered in Adelaide.\n- Omar works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Ravi reports to Viktor.\n- Sofia reports to Wren.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Summit Energy was founded in 2013.\n- Viktor reports to Aisha.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Lyon.\n- Omar reports to Ravi.\n- Jonas reports to Deshawn.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2014", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25744", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25745", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5088: employee Viktor A., hired 12 September 2022, separated 07 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5088?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25746", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25747", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Bluepine Aviation is headquartered in Valencia.\n- Aisha works for Vantage Air.\n- Emeka works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Amara reports to Omar.\n- Viktor reports to Wren.\n- Summit Energy is headquartered in Valencia.\n- Lucia reports to Pablo.\n- Mateo works for Summit Energy.\n- Priya reports to Aisha.\n- Ingrid reports to Chiara.\n- Emeka reports to Lucia.\n- Ingrid works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Viktor works for Bluepine Aviation.\n- Vantage Air is headquartered in Tallinn.\n- Wren reports to Mateo.\n- Bluepine Aviation was founded in 2006.\n- Vantage Air was founded in 1997.\n- Omar works for Summit Energy.\n- Priya works for Fernhill Foods.\n- Omar reports to Priya.\n- Pablo reports to Viktor.\n- Fernhill Foods is headquartered in Valencia.\n- Aisha reports to Emeka.\n- Mateo reports to Ingrid.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods was founded in 1995.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25749", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3472: employee Ingrid B., hired 21 December 2019, separated 11 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3472?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Pablo.\n- Priya reports to Wren.\n- Summit Energy was founded in 1988.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 1987.\n- Mateo works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Vantage Air is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2004.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mateo reports to Nadia.\n- Summit Energy is headquartered in Halifax.\n- Callum reports to Priya.\n- Wren reports to Mateo.\n- Callum works for Summit Energy.\n- Bluepine Aviation is headquartered in Bergen.\n- Pablo reports to Tobias.\n- Mei works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2008.\n- Tobias reports to Mei.\n- Priya works for Vantage Air.\n- Tobias works for Vantage Air.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Helios Logistics.\n- Lattice Analytics was founded in 1999.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lattice Analytics is headquartered in Austin.\n- Helios Logistics was founded in 1983.\n- Beacon Insurance is headquartered in Dunedin.\n- Stefan reports to Callum.\n- Kenji reports to Tessa.\n- Wren works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Helios Logistics is headquartered in Austin.\n- Callum works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2015.\n- Stefan works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1981.\n- Kenji works for Beacon Insurance.\n- Callum reports to Wren.\n- Tessa reports to Yuki.\n- Mara reports to Kenji.\n- Wren reports to Lucia.\n- Lucia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Felix.\n- Hana works for Fernhill Foods.\n- Leila reports to Viktor.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods is headquartered in Austin.\n- Anders reports to Deshawn.\n- Amara works for Fernhill Foods.\n- Hana reports to Anders.\n- Pinnacle Software was founded in 2003.\n- Amara reports to Yuki.\n- Ingrid reports to Amara.\n- Meridian Bank is headquartered in Leeds.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn reports to Mei.\n- Viktor works for Vantage Air.\n- Meridian Bank was founded in 1986.\n- Felix works for Fernhill Foods.\n- Mei reports to Ingrid.\n- Anders works for Meridian Bank.\n- Felix reports to Hana.\n- Deshawn works for Pinnacle Software.\n- Mei works for Fernhill Foods.\n- Yuki works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods was founded in 2006.\n- Vantage Air was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1979.\n- Cedar Retail Group was founded in 1988.\n- Callum works for Atlas Freight.\n- Ingrid reports to Callum.\n- Northwind Systems is headquartered in Dunedin.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Aisha works for Bluepine Aviation.\n- Tobias reports to Aisha.\n- Callum reports to Elena.\n- Bruno works for Northwind Systems.\n- Cedar Retail Group is headquartered in Cork.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 1994.\n- Northwind Systems was founded in 2009.\n- Bruno reports to Tobias.\n- Dmitri reports to Mara.\n- Ingrid works for Bluepine Aviation.\n- Aisha reports to Ingrid.\n- Tobias works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Mara reports to Bruno.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25754", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 39765, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25755", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Dmitri.\n- Ravi works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.\n- Pablo works for Crescent Telecom.\n- Dmitri reports to Yuki.\n- Mateo works for Lattice Analytics.\n- Mei reports to Mateo.\n- Crescent Telecom is headquartered in Turku.\n- Pablo reports to Kenji.\n- Anders works for Vantage Air.\n- Jonas reports to Elena.\n- Elena reports to Omar.\n- Mateo reports to Ravi.\n- Elena works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Omar works for Crescent Telecom.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Yuki reports to Pablo.\n- Crescent Telecom was founded in 1978.\n- Anders reports to Mei.\n- Pinnacle Software was founded in 1978.\n- Ravi reports to Deshawn.\n- Kenji works for Vantage Air.\n- Deshawn reports to Jonas.\n- Mei works for Vantage Air.\n- Deshawn works for Pinnacle Software.\n- Vantage Air was founded in 1994.\n- Lattice Analytics was founded in 1981.\n- Pinnacle Software is headquartered in Leeds.\n- Dmitri works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25757", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8762: employee Mei B., hired 10 December 2023, separated 02 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8762?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Stefan.\n- Yuki reports to Sanne.\n- Sanne works for Summit Energy.\n- Hana reports to Emeka.\n- Omar reports to Ravi.\n- Fernhill Foods was founded in 2009.\n- Aisha reports to Omar.\n- Callum works for Northwind Systems.\n- Jonas works for Meridian Bank.\n- Stefan reports to Hana.\n- Northwind Systems was founded in 1990.\n- Emeka reports to Jonas.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Ravi works for Summit Energy.\n- Hana works for Fernhill Foods.\n- Callum reports to Yuki.\n- Summit Energy is headquartered in Bergen.\n- Amara works for Summit Energy.\n- Pablo reports to Callum.\n- Emeka works for Summit Energy.\n- Meridian Bank was founded in 1984.\n- Yuki works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Ravi reports to Amara.\n- Northwind Systems is headquartered in Basel.\n- Fernhill Foods is headquartered in Bergen.\n- Meridian Bank is headquartered in Bergen.\n- Omar works for Fernhill Foods.\n- Sanne reports to Aisha.\n- Pablo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25759", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25760", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1044: employee Kenji B., hired 05 December 2022, separated 20 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1044?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25761", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25762", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25763", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25764", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3002: employee Pablo M., hired 15 February 2021, separated 05 June 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-3002 under the controlling rules.", "criteria": {"0": "$53,300", "1": "$11,800", "2": "$12,375", "3": "$12,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Omar reports to Aisha.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Summit Energy was founded in 2010.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Aisha works for Summit Energy.\n- Tobias reports to Felix.\n- Jonas works for Summit Energy.\n- Yuki works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Cedar Retail Group was founded in 1981.\n- Ironwood Manufacturing was founded in 2015.\n- Callum reports to Omar.\n- Summit Energy is headquartered in Porto.\n- Yuki reports to Callum.\n- Felix works for Cedar Retail Group.\n- Jonas reports to Yuki.\n- Vantage Air was founded in 2008.\n- Aisha reports to Zoya.\n- Vantage Air is headquartered in Nagoya.\n- Omar works for Summit Energy.\n- Zoya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25766", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 July 2023): For employees hired on or after 13 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9597: employee Tobias R., hired 30 April 2021, separated 11 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9597?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9597 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25767", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Beacon Insurance.\n- Leila reports to Emeka.\n- Stefan works for Cobalt Health.\n- Deshawn reports to Stefan.\n- Ravi reports to Elena.\n- Pinnacle Software is headquartered in Valencia.\n- Cobalt Health is headquartered in Ghent.\n- Sanne reports to Chiara.\n- Fernhill Foods was founded in 1991.\n- Chiara reports to Deshawn.\n- Pinnacle Software was founded in 2003.\n- Tessa reports to Sanne.\n- Emeka works for Pinnacle Software.\n- Stefan reports to Leila.\n- Elena works for Cobalt Health.\n- Sanne works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Deshawn works for Cobalt Health.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Beacon Insurance was founded in 1986.\n- Beacon Insurance is headquartered in Ghent.\n- Amara works for Fernhill Foods.\n- Amara reports to Ravi.\n- Leila works for Beacon Insurance.\n- Cobalt Health was founded in 1986.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25769", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25770", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8263: employee Wren K., hired 09 November 2020, separated 12 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8263?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25771", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 November 2025): For employees hired on or after 18 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3283: employee Felix M., hired 24 April 2022, separated 22 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3283?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Yuki.\n- Mateo reports to Zoya.\n- Pinnacle Software was founded in 2009.\n- Mateo works for Northwind Systems.\n- Chiara reports to Aisha.\n- Aisha works for Northwind Systems.\n- Tobias works for Pinnacle Software.\n- Nadia reports to Pablo.\n- Hana reports to Tobias.\n- Pablo works for Bluepine Aviation.\n- Callum reports to Nadia.\n- Bluepine Aviation was founded in 2006.\n- Zoya reports to Callum.\n- Wren works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 1984.\n- Bluepine Aviation is headquartered in Basel.\n- Yuki reports to Wren.\n- Zoya works for Beacon Insurance.\n- Chiara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tallinn.\n- Callum works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Aisha reports to Mateo.\n- Pablo reports to Emeka.\n- Wren reports to Hana.\n- Emeka works for Beacon Insurance.\n- Northwind Systems is headquartered in Basel.\n- Northwind Systems was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25773", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8425: employee Mara K., hired 21 September 2023, separated 06 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-8425?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8425 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2004.\n- Vantage Air was founded in 1997.\n- Amara reports to Pablo.\n- Pablo works for Vantage Air.\n- Dmitri reports to Elena.\n- Elena works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mara reports to Chiara.\n- Crescent Telecom is headquartered in Ghent.\n- Amara works for Beacon Insurance.\n- Bluepine Aviation was founded in 1979.\n- Dmitri works for Crescent Telecom.\n- Vantage Air is headquartered in Austin.\n- Stefan reports to Dmitri.\n- Beacon Insurance was founded in 2006.\n- Elena reports to Amara.\n- Chiara works for Vantage Air.\n- Hana reports to Mara.\n- Mara works for Beacon Insurance.\n- Hana works for Crescent Telecom.\n- Stefan works for Beacon Insurance.\n- Pablo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25775", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 33863 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Sanne reports to Elena.\n- Vantage Air is headquartered in Bergen.\n- Emeka reports to Yuki.\n- Emeka works for Crescent Telecom.\n- Yuki reports to Sanne.\n- Crescent Telecom was founded in 1977.\n- Cedar Retail Group is headquartered in Turku.\n- Priya reports to Emeka.\n- Pablo works for Vantage Air.\n- Priya works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Turku.\n- Bluepine Aviation is headquartered in Adelaide.\n- Sanne works for Crescent Telecom.\n- Elena works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Pablo reports to Bruno.\n- Elena reports to Pablo.\n- Cedar Retail Group was founded in 1977.\n- Ravi works for Vantage Air.\n- Ravi reports to Priya.\n- Vantage Air was founded in 1989.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25777", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25778", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6988: employee Tessa R., hired 15 December 2022, separated 18 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6988?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Bluepine Aviation is headquartered in Valencia.\n- Atlas Freight was founded in 2009.\n- Omar works for Beacon Insurance.\n- Aisha works for Atlas Freight.\n- Tessa works for Beacon Insurance.\n- Omar reports to Lucia.\n- Summit Energy is headquartered in Porto.\n- Atlas Freight is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Sofia reports to Stefan.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1980.\n- Zoya reports to Deshawn.\n- Dmitri reports to Priya.\n- Priya reports to Tessa.\n- Deshawn reports to Jonas.\n- Zoya works for Bluepine Aviation.\n- Jonas reports to Dmitri.\n- Chiara reports to Zoya.\n- Stefan works for Atlas Freight.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa reports to Omar.\n- Lucia reports to Aisha.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 1995.\n- Stefan reports to Chiara.\n- Lucia works for Bluepine Aviation.\n- Sofia works for Atlas Freight.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25780", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sanne.\n- Stefan works for Helios Logistics.\n- Sanne reports to Elena.\n- Hana reports to Viktor.\n- Bruno reports to Wren.\n- Elena works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Leila reports to Mara.\n- Bruno works for Helios Logistics.\n- Viktor reports to Mateo.\n- Wren reports to Zoya.\n- Mateo reports to Bruno.\n- Summit Energy was founded in 2013.\n- Wren works for Helios Logistics.\n- Northwind Systems was founded in 1992.\n- Crescent Telecom was founded in 1985.\n- Crescent Telecom is headquartered in Tallinn.\n- Summit Energy is headquartered in Leeds.\n- Mara reports to Hana.\n- Helios Logistics was founded in 2014.\n- Mateo works for Helios Logistics.\n- Leila works for Crescent Telecom.\n- Zoya works for Northwind Systems.\n- Hana works for Helios Logistics.\n- Sanne works for Summit Energy.\n- Stefan reports to Emeka.\n- Zoya reports to Stefan.\n- Viktor works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Northwind Systems is headquartered in Tallinn.\n- Emeka works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Leila.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Emeka works for Pinnacle Software.\n- Cobalt Health was founded in 1999.\n- Ravi works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1999.\n- Sanne reports to Hana.\n- Tessa reports to Ravi.\n- Pinnacle Software was founded in 1999.\n- Felix works for Cobalt Health.\n- Leila works for Lattice Analytics.\n- Pablo works for Pinnacle Software.\n- Viktor reports to Felix.\n- Emeka reports to Viktor.\n- Tessa works for Cobalt Health.\n- Anders reports to Pablo.\n- Deshawn reports to Sanne.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sanne works for Lattice Analytics.\n- Leila reports to Anders.\n- Lucia works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Anders works for Pinnacle Software.\n- Viktor works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1988.\n- Hana reports to Tessa.\n- Cobalt Health is headquartered in Bergen.\n- Pablo reports to Emeka.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Deshawn works for Fernhill Foods.\n- Omar reports to Wren.\n- Sanne reports to Omar.\n- Omar works for Vantage Air.\n- Vantage Air was founded in 2015.\n- Northwind Systems was founded in 1975.\n- Fernhill Foods was founded in 1991.\n- Fernhill Foods is headquartered in Ghent.\n- Sanne works for Fernhill Foods.\n- Lucia reports to Bruno.\n- Nadia reports to Lucia.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Priya reports to Deshawn.\n- Deshawn reports to Sanne.\n- Northwind Systems is headquartered in Austin.\n- Mara works for Vantage Air.\n- Nadia works for Northwind Systems.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Mara reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Austin.\n- Wren reports to Nadia.\n- Priya works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Dmitri reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25784", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Leila.\n- Emeka works for Vantage Air.\n- Leila works for Crescent Telecom.\n- Yuki reports to Sofia.\n- Crescent Telecom is headquartered in Cork.\n- Summit Energy was founded in 2015.\n- Emeka reports to Callum.\n- Mateo reports to Yuki.\n- Summit Energy is headquartered in Cork.\n- Vantage Air is headquartered in Tampere.\n- Sofia works for Summit Energy.\n- Callum reports to Kenji.\n- Sofia reports to Emeka.\n- Callum works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom was founded in 1977.\n- Kenji works for Summit Energy.\n- Tessa reports to Mateo.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Vantage Air.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "1994", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25786", "family": "intent_v3", "state": "Incoming support message:\n\"Order 54590 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25787", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5771: employee Chiara S., hired 27 September 2023, separated 19 August 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-5771 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$4,615", "2": "$2,077", "3": "$4,115"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2003.\n- Bruno works for Vantage Air.\n- Lattice Analytics was founded in 1983.\n- Helios Logistics is headquartered in Brno.\n- Anders works for Ironwood Manufacturing.\n- Bruno reports to Omar.\n- Felix reports to Bruno.\n- Lattice Analytics is headquartered in Tampere.\n- Vantage Air is headquartered in Brno.\n- Amara works for Vantage Air.\n- Omar works for Lattice Analytics.\n- Vantage Air was founded in 1985.\n- Pablo reports to Elena.\n- Pablo works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1985.\n- Lucia works for Helios Logistics.\n- Lucia reports to Pablo.\n- Amara reports to Lucia.\n- Elena reports to Anders.\n- Elena works for Vantage Air.\n- Omar reports to Amara.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25789", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25790", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25791", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3913: employee Viktor A., hired 15 February 2022, separated 04 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3913?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25792", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 89435\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25793", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3871: employee Anders R., hired 26 October 2022, separated 12 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3871?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Dmitri.\n- Elena works for Helios Logistics.\n- Elena reports to Omar.\n- Helios Logistics was founded in 1992.\n- Deshawn reports to Sanne.\n- Tobias works for Vantage Air.\n- Vantage Air was founded in 1997.\n- Pablo works for Northwind Systems.\n- Kenji works for Vantage Air.\n- Hana works for Northwind Systems.\n- Tessa works for Vantage Air.\n- Helios Logistics is headquartered in Brno.\n- Cedar Retail Group was founded in 2013.\n- Mateo reports to Hana.\n- Dmitri works for Cedar Retail Group.\n- Nadia works for Helios Logistics.\n- Vantage Air is headquartered in Halifax.\n- Mateo works for Cedar Retail Group.\n- Omar works for Northwind Systems.\n- Nadia reports to Tobias.\n- Northwind Systems is headquartered in Brno.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa reports to Deshawn.\n- Sanne reports to Mateo.\n- Sanne works for Cedar Retail Group.\n- Northwind Systems was founded in 1999.\n- Dmitri reports to Elena.\n- Omar reports to Nadia.\n- Deshawn works for Cedar Retail Group.\n- Pablo reports to Kenji.\n- Tobias reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25795", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25796", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3019: employee Ravi S., hired 06 July 2023, separated 10 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-3019 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$11,385", "2": "$10,385", "3": "$8,308"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sanne.\n- Deshawn works for Atlas Freight.\n- Lattice Analytics was founded in 2009.\n- Helios Logistics was founded in 1979.\n- Felix works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Bruno reports to Deshawn.\n- Cobalt Health was founded in 1992.\n- Amara reports to Stefan.\n- Bruno works for Atlas Freight.\n- Ingrid reports to Bruno.\n- Amara works for Helios Logistics.\n- Kenji reports to Amara.\n- Felix reports to Kenji.\n- Stefan works for Atlas Freight.\n- Cobalt Health is headquartered in Basel.\n- Atlas Freight is headquartered in Lyon.\n- Sanne reports to Felix.\n- Helios Logistics is headquartered in Basel.\n- Atlas Freight was founded in 1998.\n- Sanne works for Atlas Freight.\n- Lattice Analytics is headquartered in Basel.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25798", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5545: employee Tessa R., hired 13 October 2023, separated 13 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5545?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Viktor works for Summit Energy.\n- Ingrid works for Northwind Systems.\n- Sofia reports to Tobias.\n- Nadia works for Summit Energy.\n- Fernhill Foods was founded in 1984.\n- Kenji works for Summit Energy.\n- Northwind Systems is headquartered in Tallinn.\n- Viktor reports to Mateo.\n- Wren works for Summit Energy.\n- Omar works for Beacon Insurance.\n- Mateo works for Fernhill Foods.\n- Ingrid reports to Emeka.\n- Summit Energy was founded in 2008.\n- Tobias reports to Omar.\n- Leila reports to Ingrid.\n- Beacon Insurance is headquartered in Nagoya.\n- Emeka reports to Sofia.\n- Beacon Insurance was founded in 1976.\n- Emeka works for Fernhill Foods.\n- Leila works for Summit Energy.\n- Tobias works for Northwind Systems.\n- Nadia reports to Kenji.\n- Mateo reports to Wren.\n- Wren reports to Leila.\n- Ravi works for Summit Energy.\n- Fernhill Foods is headquartered in Tallinn.\n- Summit Energy is headquartered in Bergen.\n- Northwind Systems was founded in 1993.\n- Ravi reports to Nadia.\n- Sofia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25800", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Hana reports to Chiara.\n- Cedar Retail Group is headquartered in Bergen.\n- Anders works for Cobalt Health.\n- Sanne works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Deshawn reports to Nadia.\n- Cedar Retail Group was founded in 1990.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Beacon Insurance was founded in 1996.\n- Beacon Insurance is headquartered in Valencia.\n- Chiara reports to Anders.\n- Cobalt Health was founded in 2013.\n- Chiara works for Beacon Insurance.\n- Aisha reports to Deshawn.\n- Sanne reports to Aisha.\n- Dmitri works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Brno.\n- Cobalt Health is headquartered in Brno.\n- Ingrid reports to Tessa.\n- Nadia works for Cedar Retail Group.\n- Tessa reports to Dmitri.\n- Deshawn works for Beacon Insurance.\n- Anders reports to Ingrid.\n- Dmitri reports to Sanne.\n- Bluepine Aviation was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25802", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25803", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25804", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25805", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6585: employee Elena T., hired 20 August 2021, separated 07 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6585?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25806", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2009.\n- Felix works for Northwind Systems.\n- Jonas reports to Felix.\n- Felix reports to Yuki.\n- Lattice Analytics was founded in 1996.\n- Amara works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Sanne reports to Nadia.\n- Zoya reports to Hana.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Zoya works for Ironwood Manufacturing.\n- Callum reports to Zoya.\n- Amara reports to Stefan.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Yuki works for Ironwood Manufacturing.\n- Nadia reports to Jonas.\n- Nadia works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1984.\n- Northwind Systems was founded in 1979.\n- Hana reports to Amara.\n- Hana works for Ironwood Manufacturing.\n- Jonas works for Cobalt Health.\n- Stefan reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Pinnacle Software is headquartered in Turku.\n- Tessa works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ingrid works for Beacon Insurance.\n- Omar works for Fernhill Foods.\n- Deshawn reports to Stefan.\n- Hana works for Bluepine Aviation.\n- Ingrid reports to Tobias.\n- Pinnacle Software was founded in 1975.\n- Beacon Insurance was founded in 1994.\n- Bluepine Aviation was founded in 2005.\n- Felix works for Bluepine Aviation.\n- Hana reports to Omar.\n- Stefan reports to Emeka.\n- Stefan works for Bluepine Aviation.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods was founded in 1983.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Deshawn.\n- Kenji reports to Felix.\n- Emeka reports to Kenji.\n- Beacon Insurance is headquartered in Oslo.\n- Kenji works for Pinnacle Software.\n- Tessa reports to Ingrid.\n- Omar reports to Tessa.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25811", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25812", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Summit Energy.\n- Emeka reports to Elena.\n- Tessa works for Bluepine Aviation.\n- Deshawn works for Cobalt Health.\n- Bluepine Aviation is headquartered in Cork.\n- Chiara reports to Leila.\n- Mei works for Summit Energy.\n- Helios Logistics is headquartered in Cork.\n- Leila reports to Emeka.\n- Leila works for Summit Energy.\n- Pablo reports to Tessa.\n- Tobias reports to Hana.\n- Cobalt Health is headquartered in Tampere.\n- Cobalt Health was founded in 1978.\n- Mei reports to Deshawn.\n- Hana works for Summit Energy.\n- Hana reports to Mei.\n- Elena reports to Tobias.\n- Elena works for Cobalt Health.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Summit Energy is headquartered in Tampere.\n- Deshawn reports to Pablo.\n- Summit Energy was founded in 1988.\n- Tobias works for Cobalt Health.\n- Bluepine Aviation was founded in 2010.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25814", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tallinn.\n- Cobalt Health is headquartered in Austin.\n- Deshawn reports to Aisha.\n- Omar reports to Ravi.\n- Bruno reports to Dmitri.\n- Atlas Freight was founded in 1993.\n- Pablo reports to Bruno.\n- Cobalt Health was founded in 2007.\n- Dmitri reports to Omar.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Ravi works for Atlas Freight.\n- Helios Logistics was founded in 1982.\n- Aisha reports to Pablo.\n- Dmitri works for Atlas Freight.\n- Omar works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Priya reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Priya works for Atlas Freight.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25816", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2110: employee Ravi B., hired 28 September 2021, separated 24 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2110?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25817", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Aisha reports to Lucia.\n- Nadia works for Helios Logistics.\n- Jonas works for Atlas Freight.\n- Lattice Analytics was founded in 1978.\n- Pinnacle Software was founded in 2007.\n- Mei reports to Jonas.\n- Mateo works for Atlas Freight.\n- Dmitri reports to Mateo.\n- Mateo reports to Nadia.\n- Dmitri works for Helios Logistics.\n- Lattice Analytics is headquartered in Ghent.\n- Helios Logistics was founded in 1988.\n- Helios Logistics is headquartered in Valencia.\n- Lucia reports to Mei.\n- Pinnacle Software is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Mei works for Pinnacle Software.\n- Aisha works for Helios Logistics.\n- Jonas reports to Zoya.\n- Lucia works for Helios Logistics.\n- Atlas Freight was founded in 2015.\n- Nadia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Wren.\n- Viktor works for Summit Energy.\n- Tobias reports to Mara.\n- Ironwood Manufacturing was founded in 1987.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Anders reports to Sanne.\n- Cobalt Health was founded in 2011.\n- Mara works for Fernhill Foods.\n- Summit Energy was founded in 2000.\n- Sanne works for Ironwood Manufacturing.\n- Mei works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Tobias works for Fernhill Foods.\n- Chiara works for Ironwood Manufacturing.\n- Deshawn reports to Chiara.\n- Tessa reports to Emeka.\n- Anders works for Summit Energy.\n- Chiara reports to Tobias.\n- Lucia works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Lucia reports to Viktor.\n- Mara reports to Anders.\n- Mei reports to Tessa.\n- Cobalt Health is headquartered in Cork.\n- Deshawn works for Cobalt Health.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Viktor reports to Deshawn.\n- Sanne reports to Mei.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Fernhill Foods is headquartered in Valencia.\n- Northwind Systems was founded in 1986.\n- Mara reports to Tobias.\n- Elena reports to Yuki.\n- Yuki works for Atlas Freight.\n- Tobias reports to Chiara.\n- Felix works for Fernhill Foods.\n- Stefan reports to Felix.\n- Atlas Freight was founded in 1983.\n- Fernhill Foods was founded in 2014.\n- Elena works for Fernhill Foods.\n- Chiara reports to Elena.\n- Mara works for Northwind Systems.\n- Cedar Retail Group was founded in 2012.\n- Tobias works for Northwind Systems.\n- Felix reports to Mara.\n- Stefan works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Valencia.\n- Northwind Systems is headquartered in Lyon.\n- Zoya reports to Stefan.\n- Zoya works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sanne.\n- Dmitri works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Sanne reports to Mei.\n- Fernhill Foods is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Oslo.\n- Omar works for Helios Logistics.\n- Mateo reports to Omar.\n- Helios Logistics is headquartered in Leeds.\n- Anders reports to Tessa.\n- Dmitri reports to Anders.\n- Mateo works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Fernhill Foods was founded in 1992.\n- Sanne works for Vantage Air.\n- Crescent Telecom was founded in 1997.\n- Mei reports to Mateo.\n- Mei works for Helios Logistics.\n- Nadia reports to Dmitri.\n- Vantage Air was founded in 1982.\n- Helios Logistics was founded in 2004.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1992", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Meridian Bank is headquartered in Tallinn.\n- Cobalt Health was founded in 1983.\n- Viktor reports to Chiara.\n- Crescent Telecom was founded in 1977.\n- Cedar Retail Group was founded in 1994.\n- Stefan works for Cedar Retail Group.\n- Anders reports to Stefan.\n- Chiara reports to Deshawn.\n- Lucia works for Meridian Bank.\n- Aisha reports to Anders.\n- Elena reports to Viktor.\n- Elena works for Meridian Bank.\n- Jonas works for Cobalt Health.\n- Priya reports to Jonas.\n- Deshawn reports to Lucia.\n- Wren reports to Elena.\n- Wren works for Crescent Telecom.\n- Lucia reports to Priya.\n- Cedar Retail Group is headquartered in Lyon.\n- Aisha works for Cobalt Health.\n- Jonas reports to Aisha.\n- Chiara works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Nadia reports to Wren.\n- Deshawn works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Viktor works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25825", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25826", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9147: employee Ravi S., hired 21 August 2023, separated 23 November 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-9147 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$4,600", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25827", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3295: employee Sofia K., hired 30 April 2023, separated 24 March 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3295?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25828", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3641: employee Elena M., hired 14 December 2020, separated 26 June 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-3641 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$4,375", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25829", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25830", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Bergen.\n- Meridian Bank was founded in 1990.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Wren reports to Priya.\n- Priya works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Nadia reports to Lucia.\n- Chiara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Adelaide.\n- Lucia reports to Chiara.\n- Priya reports to Amara.\n- Leila reports to Wren.\n- Fernhill Foods was founded in 1993.\n- Ironwood Manufacturing was founded in 2011.\n- Amara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Wren works for Cedar Retail Group.\n- Leila works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Mateo reports to Nadia.\n- Amara reports to Mateo.\n- Cedar Retail Group was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25832", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25833", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 2, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4698: employee Wren K., hired 06 October 2020, separated 20 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-4698 under the controlling rules.", "criteria": {"0": "$10,200", "1": "$52,867", "2": "$12,200", "3": "$12,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25834", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Atlas Freight is headquartered in Porto.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tobias reports to Omar.\n- Kenji reports to Sofia.\n- Leila reports to Jonas.\n- Dmitri reports to Kenji.\n- Atlas Freight was founded in 1991.\n- Wren works for Atlas Freight.\n- Bluepine Aviation is headquartered in Lyon.\n- Nadia reports to Tobias.\n- Omar reports to Mateo.\n- Bluepine Aviation was founded in 1983.\n- Omar works for Ironwood Manufacturing.\n- Mateo works for Atlas Freight.\n- Sofia reports to Leila.\n- Nadia works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Cobalt Health is headquartered in Bergen.\n- Mateo reports to Dmitri.\n- Cobalt Health was founded in 1984.\n- Jonas reports to Wren.\n- Leila works for Cobalt Health.\n- Dmitri works for Atlas Freight.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25836", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4831: employee Kenji R., hired 11 August 2022, separated 20 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-4831 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$21,667", "2": "$5,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Sanne reports to Amara.\n- Felix reports to Priya.\n- Mateo works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Viktor reports to Leila.\n- Mateo reports to Viktor.\n- Ironwood Manufacturing is headquartered in Porto.\n- Pinnacle Software was founded in 1986.\n- Omar reports to Lucia.\n- Priya works for Ironwood Manufacturing.\n- Nadia reports to Aisha.\n- Bluepine Aviation is headquartered in Tallinn.\n- Aisha reports to Omar.\n- Bluepine Aviation was founded in 2010.\n- Beacon Insurance was founded in 1980.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya reports to Felix.\n- Ironwood Manufacturing was founded in 1976.\n- Priya reports to Nadia.\n- Viktor works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Omar works for Ironwood Manufacturing.\n- Lucia reports to Sanne.\n- Felix works for Ironwood Manufacturing.\n- Amara works for Bluepine Aviation.\n- Leila works for Pinnacle Software.\n- Sanne works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Amara reports to Mateo.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25838", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9249: employee Priya R., hired 15 June 2023, separated 15 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9249?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Nadia.\n- Zoya works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Beacon Insurance is headquartered in Porto.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara works for Fernhill Foods.\n- Aisha works for Pinnacle Software.\n- Felix reports to Zoya.\n- Fernhill Foods was founded in 2003.\n- Pinnacle Software was founded in 2001.\n- Viktor works for Fernhill Foods.\n- Helios Logistics was founded in 1991.\n- Viktor reports to Amara.\n- Amara works for Fernhill Foods.\n- Sanne reports to Chiara.\n- Aisha reports to Viktor.\n- Helios Logistics is headquartered in Oslo.\n- Beacon Insurance was founded in 1985.\n- Chiara reports to Leila.\n- Pinnacle Software is headquartered in Basel.\n- Sanne works for Beacon Insurance.\n- Leila reports to Felix.\n- Nadia reports to Kenji.\n- Kenji reports to Sanne.\n- Kenji works for Fernhill Foods.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25840", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2019: employee Nadia R., hired 23 May 2023, separated 27 April 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-2019 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$4,000", "2": "$3,500", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Omar.\n- Vantage Air is headquartered in Porto.\n- Omar reports to Callum.\n- Callum reports to Yuki.\n- Crescent Telecom is headquartered in Bergen.\n- Yuki works for Summit Energy.\n- Nadia reports to Ravi.\n- Bruno works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Nadia works for Crescent Telecom.\n- Jonas reports to Dmitri.\n- Yuki reports to Mara.\n- Omar works for Summit Energy.\n- Crescent Telecom was founded in 2006.\n- Bruno reports to Tessa.\n- Priya works for Vantage Air.\n- Priya reports to Jonas.\n- Tessa works for Vantage Air.\n- Summit Energy is headquartered in Tampere.\n- Dmitri reports to Nadia.\n- Summit Energy was founded in 2003.\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Ravi reports to Bruno.\n- Tessa reports to Felix.\n- Dmitri works for Vantage Air.\n- Cobalt Health is headquartered in Porto.\n- Vantage Air was founded in 1975.\n- Mara works for Crescent Telecom.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25842", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9693: employee Pablo R., hired 29 December 2020, separated 12 May 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9693?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2007.\n- Ingrid reports to Dmitri.\n- Omar works for Vantage Air.\n- Dmitri reports to Elena.\n- Wren works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Elena reports to Wren.\n- Nadia reports to Zoya.\n- Elena works for Ironwood Manufacturing.\n- Zoya works for Vantage Air.\n- Ironwood Manufacturing was founded in 2009.\n- Vantage Air is headquartered in Porto.\n- Northwind Systems was founded in 2013.\n- Stefan works for Northwind Systems.\n- Cedar Retail Group is headquartered in Leeds.\n- Ingrid works for Cedar Retail Group.\n- Wren reports to Kenji.\n- Cedar Retail Group was founded in 2003.\n- Mara reports to Stefan.\n- Kenji works for Ironwood Manufacturing.\n- Stefan reports to Omar.\n- Northwind Systems is headquartered in Lyon.\n- Dmitri works for Vantage Air.\n- Omar reports to Ingrid.\n- Zoya reports to Mara.\n- Nadia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25844", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Ravi works for Northwind Systems.\n- Helios Logistics was founded in 1988.\n- Nadia reports to Felix.\n- Mateo works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Amara reports to Mateo.\n- Pablo works for Northwind Systems.\n- Atlas Freight was founded in 2002.\n- Viktor works for Atlas Freight.\n- Anders reports to Omar.\n- Mateo reports to Ravi.\n- Beacon Insurance is headquartered in Nagoya.\n- Viktor reports to Amara.\n- Zoya reports to Nadia.\n- Jonas works for Northwind Systems.\n- Dmitri reports to Viktor.\n- Northwind Systems is headquartered in Adelaide.\n- Amara works for Atlas Freight.\n- Northwind Systems was founded in 2000.\n- Beacon Insurance was founded in 1986.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Felix works for Helios Logistics.\n- Ravi reports to Pablo.\n- Felix reports to Jonas.\n- Pablo reports to Zoya.\n- Anders works for Atlas Freight.\n- Jonas reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25846", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Nadia.\n- Ravi works for Beacon Insurance.\n- Northwind Systems is headquartered in Tallinn.\n- Beacon Insurance was founded in 2007.\n- Hana reports to Tessa.\n- Cobalt Health was founded in 2003.\n- Chiara works for Lattice Analytics.\n- Tessa reports to Dmitri.\n- Northwind Systems was founded in 2004.\n- Nadia works for Cobalt Health.\n- Lattice Analytics was founded in 1989.\n- Tessa works for Cobalt Health.\n- Nadia reports to Ravi.\n- Dmitri reports to Elena.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Chiara reports to Anders.\n- Lattice Analytics is headquartered in Tallinn.\n- Elena works for Northwind Systems.\n- Hana works for Lattice Analytics.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Ravi reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25849", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4011: employee Kenji M., hired 10 August 2022, separated 05 July 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4011?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25850", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 2, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1302: employee Amara B., hired 28 July 2020, separated 01 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1302?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25851", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25852", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7068: employee Yuki A., hired 31 July 2023, separated 24 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7068?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25853", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 81015, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks where an existing order is", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Meridian Bank is headquartered in Malmo.\n- Elena works for Ironwood Manufacturing.\n- Tessa reports to Anders.\n- Priya works for Meridian Bank.\n- Deshawn works for Atlas Freight.\n- Meridian Bank was founded in 1977.\n- Stefan works for Pinnacle Software.\n- Deshawn reports to Sofia.\n- Chiara works for Atlas Freight.\n- Priya reports to Deshawn.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1983.\n- Stefan reports to Bruno.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia reports to Elena.\n- Sofia works for Atlas Freight.\n- Elena reports to Chiara.\n- Atlas Freight was founded in 1997.\n- Bruno reports to Ravi.\n- Chiara reports to Stefan.\n- Ironwood Manufacturing was founded in 2014.\n- Ravi works for Meridian Bank.\n- Atlas Freight is headquartered in Tampere.\n- Tessa works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25855", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2428: employee Chiara S., hired 11 March 2022, separated 01 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2428?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25856", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25857", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7492: employee Tessa K., hired 24 September 2022, separated 23 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7492?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25858", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6954: employee Tessa A., hired 29 December 2023, separated 05 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6954?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1987.\n- Helios Logistics was founded in 2014.\n- Mateo reports to Hana.\n- Mateo works for Crescent Telecom.\n- Aisha reports to Jonas.\n- Zoya works for Crescent Telecom.\n- Ingrid reports to Yuki.\n- Jonas works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Amara reports to Mateo.\n- Ironwood Manufacturing was founded in 1999.\n- Zoya reports to Aisha.\n- Priya works for Summit Energy.\n- Amara works for Ironwood Manufacturing.\n- Hana works for Summit Energy.\n- Emeka reports to Ingrid.\n- Priya reports to Amara.\n- Sofia works for Crescent Telecom.\n- Jonas reports to Sofia.\n- Yuki reports to Zoya.\n- Yuki works for Ironwood Manufacturing.\n- Hana reports to Emeka.\n- Summit Energy is headquartered in Dunedin.\n- Mei reports to Priya.\n- Helios Logistics is headquartered in Dunedin.\n- Crescent Telecom was founded in 1990.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Summit Energy.\n- Mei works for Summit Energy.\n- Emeka works for Crescent Telecom.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1985.\n- Bluepine Aviation is headquartered in Adelaide.\n- Omar reports to Pablo.\n- Fernhill Foods is headquartered in Porto.\n- Ravi works for Fernhill Foods.\n- Vantage Air was founded in 1990.\n- Helios Logistics is headquartered in Malmo.\n- Kenji works for Bluepine Aviation.\n- Omar works for Vantage Air.\n- Dmitri reports to Omar.\n- Bluepine Aviation was founded in 2014.\n- Kenji reports to Dmitri.\n- Vantage Air is headquartered in Malmo.\n- Ingrid reports to Kenji.\n- Ingrid works for Vantage Air.\n- Pablo works for Fernhill Foods.\n- Felix works for Helios Logistics.\n- Pablo reports to Ravi.\n- Deshawn works for Fernhill Foods.\n- Helios Logistics was founded in 2000.\n- Ravi reports to Felix.\n- Dmitri works for Fernhill Foods.\n- Felix reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25861", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25862", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25863", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8887: employee Wren K., hired 23 February 2021, separated 18 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8887?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25864", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1063: employee Hana R., hired 28 March 2022, separated 16 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1063?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25865", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25866", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 4423\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "exchange_item", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25867", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25868", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 94770, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Report Damage — reports an item arrived broken", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25869", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Dmitri.\n- Elena works for Vantage Air.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Zoya works for Ironwood Manufacturing.\n- Amara reports to Deshawn.\n- Sofia works for Ironwood Manufacturing.\n- Nadia works for Helios Logistics.\n- Elena reports to Nadia.\n- Tessa reports to Amara.\n- Deshawn reports to Sofia.\n- Ironwood Manufacturing was founded in 1995.\n- Dmitri reports to Tessa.\n- Priya works for Helios Logistics.\n- Tessa works for Vantage Air.\n- Mara works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Dunedin.\n- Dmitri works for Helios Logistics.\n- Zoya reports to Yuki.\n- Pinnacle Software was founded in 1992.\n- Vantage Air was founded in 1992.\n- Helios Logistics is headquartered in Basel.\n- Amara works for Pinnacle Software.\n- Helios Logistics was founded in 1982.\n- Sofia reports to Elena.\n- Hana reports to Priya.\n- Deshawn works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Yuki reports to Mara.\n- Vantage Air is headquartered in Halifax.\n- Nadia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25871", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Ravi works for Bluepine Aviation.\n- Mateo works for Atlas Freight.\n- Leila works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar works for Fernhill Foods.\n- Stefan reports to Felix.\n- Dmitri reports to Omar.\n- Felix reports to Ravi.\n- Tessa works for Fernhill Foods.\n- Dmitri works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Priya reports to Kenji.\n- Stefan works for Atlas Freight.\n- Tobias reports to Stefan.\n- Crescent Telecom was founded in 2009.\n- Tobias works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Crescent Telecom is headquartered in Nagoya.\n- Omar reports to Leila.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 2011.\n- Felix works for Bluepine Aviation.\n- Pablo reports to Mateo.\n- Fernhill Foods was founded in 1982.\n- Mateo reports to Tobias.\n- Kenji works for Atlas Freight.\n- Leila reports to Pablo.\n- Tessa reports to Dmitri.\n- Bluepine Aviation was founded in 1989.\n- Kenji reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 1995.\n- Nadia reports to Callum.\n- Ravi works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1984.\n- Ravi reports to Deshawn.\n- Cobalt Health was founded in 1982.\n- Dmitri reports to Anders.\n- Callum works for Cedar Retail Group.\n- Dmitri works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Felix works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Basel.\n- Deshawn reports to Felix.\n- Anders works for Pinnacle Software.\n- Felix reports to Lucia.\n- Atlas Freight is headquartered in Tallinn.\n- Nadia works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Nadia.\n- Anders reports to Ravi.\n- Atlas Freight was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25874", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7273: employee Yuki S., hired 30 January 2023, separated 12 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7273?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25875", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25876", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25878", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7904: employee Jonas B., hired 29 April 2023, separated 19 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-7904 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$3,375", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25879", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 90057, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "reports an item arrived broken", "4": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25880", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5228: employee Elena S., hired 05 May 2020, separated 13 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5228?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25881", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25882", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8777: employee Mara T., hired 13 September 2020, separated 24 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2025-8777 under the controlling rules.", "criteria": {"0": "$16,200", "1": "$70,200", "2": "$18,200", "3": "$16,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25883", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Summit Energy was founded in 1999.\n- Bluepine Aviation was founded in 1981.\n- Ravi reports to Tessa.\n- Lucia works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Lucia.\n- Lucia reports to Ravi.\n- Jonas works for Lattice Analytics.\n- Mara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Brno.\n- Pinnacle Software was founded in 1978.\n- Bruno works for Pinnacle Software.\n- Lattice Analytics was founded in 1979.\n- Mei works for Bluepine Aviation.\n- Mei reports to Bruno.\n- Jonas reports to Mei.\n- Tessa reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Tessa works for Bluepine Aviation.\n- Summit Energy is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bruno reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25885", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9927: employee Dmitri B., hired 19 March 2023, separated 15 February 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-9927 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$3,625", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25886", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25887", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25888", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1997.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Kenji reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Emeka works for Crescent Telecom.\n- Anders reports to Tessa.\n- Vantage Air is headquartered in Austin.\n- Crescent Telecom was founded in 1992.\n- Amara works for Crescent Telecom.\n- Deshawn works for Fernhill Foods.\n- Chiara works for Pinnacle Software.\n- Tessa reports to Deshawn.\n- Leila works for Vantage Air.\n- Pinnacle Software was founded in 2012.\n- Jonas reports to Amara.\n- Deshawn reports to Leila.\n- Stefan reports to Anders.\n- Emeka reports to Stefan.\n- Leila reports to Kenji.\n- Fernhill Foods is headquartered in Turku.\n- Amara reports to Chiara.\n- Tessa works for Crescent Telecom.\n- Vantage Air was founded in 1992.\n- Crescent Telecom is headquartered in Cork.\n- Anders works for Crescent Telecom.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Zoya reports to Omar.\n- Ravi reports to Emeka.\n- Meridian Bank was founded in 2007.\n- Mei works for Ironwood Manufacturing.\n- Dmitri works for Meridian Bank.\n- Summit Energy is headquartered in Porto.\n- Kenji works for Summit Energy.\n- Priya works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Porto.\n- Sofia reports to Dmitri.\n- Priya reports to Lucia.\n- Sofia works for Ironwood Manufacturing.\n- Emeka reports to Sofia.\n- Ironwood Manufacturing was founded in 2010.\n- Ravi works for Atlas Freight.\n- Mei reports to Ravi.\n- Kenji reports to Mei.\n- Atlas Freight is headquartered in Tampere.\n- Jonas reports to Wren.\n- Atlas Freight was founded in 2004.\n- Wren reports to Priya.\n- Zoya works for Ironwood Manufacturing.\n- Lucia reports to Zoya.\n- Omar reports to Kenji.\n- Summit Energy was founded in 1979.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25891", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25892", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25893", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3071: employee Tessa S., hired 04 June 2021, separated 31 March 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3071?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Yuki reports to Kenji.\n- Deshawn reports to Chiara.\n- Cobalt Health is headquartered in Adelaide.\n- Vantage Air is headquartered in Tampere.\n- Deshawn works for Lattice Analytics.\n- Vantage Air was founded in 2013.\n- Callum reports to Anders.\n- Anders works for Lattice Analytics.\n- Kenji works for Bluepine Aviation.\n- Kenji reports to Ingrid.\n- Chiara reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Chiara works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Cobalt Health was founded in 1981.\n- Lattice Analytics is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Lattice Analytics was founded in 2000.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Callum.\n- Bluepine Aviation was founded in 2001.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25895", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25896", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 12136, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Tessa reports to Emeka.\n- Bluepine Aviation was founded in 1985.\n- Jonas reports to Tessa.\n- Priya reports to Jonas.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Mei works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Nagoya.\n- Zoya reports to Mateo.\n- Cedar Retail Group was founded in 2007.\n- Callum reports to Tobias.\n- Tobias reports to Mei.\n- Bluepine Aviation is headquartered in Dunedin.\n- Helios Logistics was founded in 1981.\n- Mateo works for Bluepine Aviation.\n- Emeka works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Zoya works for Helios Logistics.\n- Mei reports to Priya.\n- Priya works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Crescent Telecom was founded in 1979.\n- Tobias works for Bluepine Aviation.\n- Emeka reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25898", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 14 July 2025): For employees hired on or after 14 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4045: employee Jonas M., hired 03 March 2023, separated 19 July 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4045?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1984.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Mei works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Pablo works for Cobalt Health.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1996.\n- Fernhill Foods is headquartered in Dunedin.\n- Pablo reports to Ingrid.\n- Omar works for Cobalt Health.\n- Emeka reports to Hana.\n- Mei reports to Viktor.\n- Cobalt Health is headquartered in Dunedin.\n- Omar reports to Ravi.\n- Zoya reports to Yuki.\n- Ingrid reports to Mei.\n- Viktor reports to Omar.\n- Ravi reports to Emeka.\n- Meridian Bank is headquartered in Leeds.\n- Emeka works for Vantage Air.\n- Ravi works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Yuki reports to Pablo.\n- Vantage Air is headquartered in Tampere.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25900", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Elena.\n- Mara reports to Anders.\n- Fernhill Foods was founded in 1976.\n- Ravi reports to Pablo.\n- Ravi works for Fernhill Foods.\n- Crescent Telecom was founded in 1984.\n- Mateo reports to Tobias.\n- Pablo reports to Wren.\n- Mateo works for Lattice Analytics.\n- Pinnacle Software was founded in 2001.\n- Mara works for Pinnacle Software.\n- Zoya reports to Mateo.\n- Viktor reports to Ravi.\n- Omar works for Crescent Telecom.\n- Lattice Analytics is headquartered in Adelaide.\n- Zoya works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Oslo.\n- Lattice Analytics was founded in 1976.\n- Omar reports to Chiara.\n- Pablo works for Crescent Telecom.\n- Elena works for Pinnacle Software.\n- Crescent Telecom is headquartered in Brno.\n- Anders works for Fernhill Foods.\n- Pinnacle Software is headquartered in Oslo.\n- Elena reports to Viktor.\n- Tobias reports to Omar.\n- Wren reports to Mara.\n- Tobias works for Fernhill Foods.\n- Viktor works for Crescent Telecom.\n- Wren works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25902", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tobias.\n- Fernhill Foods was founded in 1989.\n- Hana works for Fernhill Foods.\n- Nadia works for Vantage Air.\n- Amara reports to Deshawn.\n- Dmitri reports to Ingrid.\n- Bruno works for Helios Logistics.\n- Deshawn works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Kenji works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Nadia.\n- Helios Logistics was founded in 2001.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2003.\n- Nadia reports to Sanne.\n- Deshawn reports to Kenji.\n- Mateo works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Tobias reports to Mateo.\n- Mara works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Mara reports to Hana.\n- Fernhill Foods is headquartered in Brno.\n- Hana reports to Amara.\n- Amara works for Fernhill Foods.\n- Mateo reports to Mara.\n- Tobias works for Helios Logistics.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 1995.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-25904", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25905", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 October 2025): For employees hired on or after 11 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6050: employee Yuki R., hired 23 October 2022, separated 21 July 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6050?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25906", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25907", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25908", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6352: employee Mei M., hired 16 October 2021, separated 19 June 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-6352 under the controlling rules.", "criteria": {"0": "$9,606", "1": "$45,000", "2": "$9,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25909", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1322: employee Pablo T., hired 27 January 2020, separated 12 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1322?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25910", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25911", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25912", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2148: employee Tessa M., hired 22 December 2022, separated 16 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2148?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Viktor.\n- Beacon Insurance is headquartered in Lyon.\n- Helios Logistics was founded in 2014.\n- Wren reports to Callum.\n- Zoya reports to Nadia.\n- Wren works for Vantage Air.\n- Dmitri works for Helios Logistics.\n- Sofia reports to Zoya.\n- Emeka reports to Wren.\n- Meridian Bank was founded in 1996.\n- Vantage Air is headquartered in Valencia.\n- Helios Logistics is headquartered in Basel.\n- Nadia works for Meridian Bank.\n- Viktor works for Helios Logistics.\n- Meridian Bank is headquartered in Valencia.\n- Beacon Insurance was founded in 1997.\n- Viktor reports to Dmitri.\n- Zoya works for Vantage Air.\n- Sofia works for Beacon Insurance.\n- Vantage Air was founded in 2002.\n- Emeka works for Beacon Insurance.\n- Callum works for Meridian Bank.\n- Dmitri reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "1997", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25914", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3239: employee Stefan A., hired 06 September 2022, separated 27 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3239?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25915", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5241: employee Anders S., hired 04 October 2023, separated 28 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5241?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25916", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25917", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1710: employee Tobias T., hired 09 July 2024, separated 02 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-1710 under the controlling rules.", "criteria": {"0": "$1,350", "1": "$6,000", "2": "$26,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25918", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25919", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2890: employee Ingrid B., hired 15 July 2023, separated 02 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2890?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Felix reports to Pablo.\n- Callum works for Cedar Retail Group.\n- Pablo reports to Dmitri.\n- Mateo reports to Yuki.\n- Callum reports to Nadia.\n- Cobalt Health is headquartered in Brno.\n- Crescent Telecom is headquartered in Basel.\n- Kenji works for Cobalt Health.\n- Crescent Telecom was founded in 1998.\n- Tobias reports to Kenji.\n- Nadia works for Cobalt Health.\n- Amara reports to Mateo.\n- Kenji reports to Felix.\n- Amara works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Cedar Retail Group was founded in 2000.\n- Ironwood Manufacturing was founded in 2003.\n- Tobias works for Cedar Retail Group.\n- Dmitri works for Cobalt Health.\n- Felix works for Cedar Retail Group.\n- Yuki reports to Callum.\n- Cedar Retail Group is headquartered in Ghent.\n- Cobalt Health was founded in 1975.\n- Dmitri reports to Amara.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1996", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Summit Energy was founded in 1997.\n- Chiara reports to Jonas.\n- Atlas Freight was founded in 1992.\n- Bruno works for Atlas Freight.\n- Omar works for Pinnacle Software.\n- Summit Energy is headquartered in Porto.\n- Elena works for Pinnacle Software.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Ironwood Manufacturing is headquartered in Porto.\n- Pinnacle Software is headquartered in Halifax.\n- Elena reports to Omar.\n- Deshawn works for Summit Energy.\n- Chiara works for Atlas Freight.\n- Sofia reports to Lucia.\n- Omar reports to Deshawn.\n- Atlas Freight is headquartered in Malmo.\n- Deshawn reports to Bruno.\n- Jonas reports to Sofia.\n- Lucia reports to Elena.\n- Pinnacle Software was founded in 1981.\n- Lucia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25922", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8618: employee Elena M., hired 31 January 2022, separated 14 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8618?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mei.\n- Deshawn works for Cedar Retail Group.\n- Deshawn reports to Emeka.\n- Pablo works for Fernhill Foods.\n- Meridian Bank was founded in 1982.\n- Omar reports to Mateo.\n- Mei reports to Priya.\n- Priya works for Fernhill Foods.\n- Emeka works for Helios Logistics.\n- Priya reports to Deshawn.\n- Pablo reports to Elena.\n- Mateo works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Callum works for Fernhill Foods.\n- Anders reports to Callum.\n- Fernhill Foods was founded in 1985.\n- Emeka reports to Omar.\n- Helios Logistics is headquartered in Dunedin.\n- Mei works for Fernhill Foods.\n- Cedar Retail Group was founded in 2013.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena works for Cedar Retail Group.\n- Helios Logistics was founded in 1979.\n- Omar works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tampere.\n- Meridian Bank is headquartered in Halifax.\n- Callum reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2016", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25924", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 17518 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "reports an item arrived broken", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Cobalt Health was founded in 1986.\n- Bruno reports to Priya.\n- Cobalt Health is headquartered in Dunedin.\n- Mateo reports to Sanne.\n- Amara works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Anders reports to Bruno.\n- Omar works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Anders works for Pinnacle Software.\n- Bruno works for Ironwood Manufacturing.\n- Hana reports to Mateo.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Pinnacle Software was founded in 2010.\n- Ironwood Manufacturing was founded in 2000.\n- Mateo works for Ironwood Manufacturing.\n- Ravi works for Pinnacle Software.\n- Sanne reports to Yuki.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Bergen.\n- Ravi reports to Omar.\n- Yuki reports to Anders.\n- Atlas Freight was founded in 1983.\n- Omar reports to Hana.\n- Pinnacle Software is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1983", "2": "1986", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25926", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25927", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3656: employee Chiara B., hired 09 August 2023, separated 09 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3656?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25928", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4139: employee Lucia M., hired 24 May 2024, separated 19 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4139?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-25929", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Jonas reports to Yuki.\n- Stefan reports to Aisha.\n- Atlas Freight was founded in 2014.\n- Sanne works for Beacon Insurance.\n- Aisha reports to Sanne.\n- Cobalt Health is headquartered in Tampere.\n- Viktor works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Yuki reports to Stefan.\n- Lucia reports to Viktor.\n- Jonas works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Stefan works for Cobalt Health.\n- Sanne reports to Priya.\n- Northwind Systems is headquartered in Malmo.\n- Aisha works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Viktor reports to Wren.\n- Atlas Freight is headquartered in Tampere.\n- Cobalt Health was founded in 1994.\n- Wren reports to Felix.\n- Northwind Systems was founded in 1978.\n- Beacon Insurance was founded in 1976.\n- Priya reports to Lucia.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1984.\n- Ingrid reports to Mateo.\n- Mara works for Cobalt Health.\n- Anders reports to Dmitri.\n- Aisha reports to Mara.\n- Crescent Telecom is headquartered in Nagoya.\n- Summit Energy was founded in 2003.\n- Jonas reports to Anders.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Mei works for Cobalt Health.\n- Ravi reports to Amara.\n- Jonas works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1976.\n- Cobalt Health was founded in 1979.\n- Amara reports to Jonas.\n- Ingrid works for Ironwood Manufacturing.\n- Mateo reports to Ravi.\n- Aisha works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Dmitri works for Crescent Telecom.\n- Ravi works for Summit Energy.\n- Dmitri reports to Mei.\n- Mara reports to Ingrid.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25932", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5179: employee Mateo K., hired 01 September 2020, separated 24 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5179?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25933", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4210: employee Pablo T., hired 11 February 2021, separated 14 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-4210?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25934", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25935", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 48459 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25936", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25937", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9154: employee Emeka B., hired 12 January 2022, separated 15 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9154?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25938", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6231: employee Nadia R., hired 05 March 2023, separated 28 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6231?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Sanne reports to Ingrid.\n- Tobias works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Pinnacle Software was founded in 2012.\n- Elena works for Crescent Telecom.\n- Hana reports to Aisha.\n- Jonas reports to Hana.\n- Elena reports to Tessa.\n- Aisha works for Crescent Telecom.\n- Leila works for Pinnacle Software.\n- Nadia reports to Mara.\n- Bluepine Aviation was founded in 1992.\n- Crescent Telecom is headquartered in Tallinn.\n- Mara reports to Tobias.\n- Ravi reports to Jonas.\n- Cedar Retail Group was founded in 2000.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Jonas works for Bluepine Aviation.\n- Crescent Telecom was founded in 2011.\n- Hana works for Bluepine Aviation.\n- Ingrid reports to Leila.\n- Aisha reports to Nadia.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa reports to Sanne.\n- Tessa works for Pinnacle Software.\n- Tobias reports to Elena.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Leila reports to Aisha.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Mara works for Pinnacle Software.\n- Callum reports to Wren.\n- Atlas Freight was founded in 1980.\n- Hana reports to Callum.\n- Wren works for Pinnacle Software.\n- Northwind Systems is headquartered in Basel.\n- Meridian Bank was founded in 1992.\n- Aisha reports to Mara.\n- Wren reports to Leila.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha works for Northwind Systems.\n- Deshawn works for Meridian Bank.\n- Atlas Freight is headquartered in Basel.\n- Pinnacle Software was founded in 2005.\n- Hana works for Pinnacle Software.\n- Chiara reports to Hana.\n- Leila works for Atlas Freight.\n- Callum works for Northwind Systems.\n- Deshawn reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25941", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7448: employee Stefan B., hired 03 June 2023, separated 13 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7448?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-25942", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 20035 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25943", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25944", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25945", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 January 2025): For employees hired on or after 28 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3557: employee Omar R., hired 07 December 2022, separated 31 August 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2026-3557 under the controlling rules.", "criteria": {"0": "$36,400", "1": "$8,325", "2": "$8,400", "3": "$9,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25946", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9942: employee Mara R., hired 16 July 2021, separated 21 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9942?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25947", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Hana reports to Chiara.\n- Ingrid works for Northwind Systems.\n- Helios Logistics was founded in 2005.\n- Pablo reports to Nadia.\n- Pinnacle Software is headquartered in Nagoya.\n- Ingrid reports to Viktor.\n- Ravi reports to Hana.\n- Viktor works for Helios Logistics.\n- Atlas Freight is headquartered in Nagoya.\n- Viktor reports to Stefan.\n- Pablo works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Yuki reports to Ravi.\n- Pinnacle Software was founded in 2004.\n- Stefan reports to Leila.\n- Yuki works for Northwind Systems.\n- Lucia reports to Yuki.\n- Northwind Systems was founded in 1984.\n- Ravi works for Atlas Freight.\n- Northwind Systems is headquartered in Ghent.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Nadia reports to Lucia.\n- Leila works for Helios Logistics.\n- Leila reports to Deshawn.\n- Deshawn reports to Pablo.\n- Stefan works for Pinnacle Software.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25949", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1671: employee Aisha A., hired 26 July 2021, separated 16 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1671?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1671 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25950", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7813: employee Anders K., hired 23 April 2020, separated 18 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7813?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25951", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7174: employee Nadia M., hired 28 October 2020, separated 13 March 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7174?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25952", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9555: employee Ravi A., hired 09 November 2020, separated 11 February 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2025-9555 under the controlling rules.", "criteria": {"0": "$17,923", "1": "$19,038", "2": "$82,000", "3": "$18,923"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9555 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-25953", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2755: employee Jonas A., hired 10 July 2020, separated 26 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2755?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-25954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1975.\n- Sofia reports to Amara.\n- Sofia works for Atlas Freight.\n- Callum reports to Sofia.\n- Lattice Analytics is headquartered in Tampere.\n- Mei works for Northwind Systems.\n- Nadia works for Lattice Analytics.\n- Meridian Bank is headquartered in Tampere.\n- Anders works for Atlas Freight.\n- Nadia reports to Mei.\n- Lucia reports to Anders.\n- Tessa reports to Felix.\n- Meridian Bank was founded in 2012.\n- Callum works for Meridian Bank.\n- Felix works for Northwind Systems.\n- Atlas Freight was founded in 2007.\n- Anders reports to Nadia.\n- Jonas works for Lattice Analytics.\n- Mei reports to Tessa.\n- Tessa works for Meridian Bank.\n- Amara works for Lattice Analytics.\n- Northwind Systems is headquartered in Austin.\n- Lucia works for Lattice Analytics.\n- Amara reports to Jonas.\n- Lattice Analytics was founded in 2015.\n- Atlas Freight is headquartered in Tampere.\n- Felix reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25955", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25956", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-25958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tessa.\n- Leila reports to Lucia.\n- Sanne works for Ironwood Manufacturing.\n- Leila works for Summit Energy.\n- Ironwood Manufacturing was founded in 2004.\n- Jonas works for Meridian Bank.\n- Felix reports to Leila.\n- Viktor works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1982.\n- Beacon Insurance is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Meridian Bank is headquartered in Austin.\n- Lucia works for Meridian Bank.\n- Summit Energy was founded in 1992.\n- Tessa reports to Omar.\n- Sanne reports to Chiara.\n- Summit Energy is headquartered in Ghent.\n- Chiara reports to Jonas.\n- Felix works for Beacon Insurance.\n- Jonas reports to Viktor.\n- Omar works for Meridian Bank.\n- Stefan works for Beacon Insurance.\n- Lucia reports to Stefan.\n- Viktor reports to Felix.\n- Chiara works for Ironwood Manufacturing.\n- Tessa works for Summit Energy.\n- Beacon Insurance was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Leeds", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25959", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Elena reports to Stefan.\n- Elena works for Meridian Bank.\n- Kenji works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Cedar Retail Group was founded in 1984.\n- Tobias reports to Amara.\n- Ingrid works for Bluepine Aviation.\n- Hana works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Ingrid reports to Tobias.\n- Kenji reports to Zoya.\n- Meridian Bank is headquartered in Halifax.\n- Stefan reports to Ingrid.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Bluepine Aviation was founded in 1988.\n- Meridian Bank was founded in 1987.\n- Zoya works for Cedar Retail Group.\n- Amara reports to Jonas.\n- Jonas works for Meridian Bank.\n- Hana reports to Kenji.\n- Jonas reports to Felix.\n- Cedar Retail Group is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-25961", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 6612 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25962", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3682: employee Mei B., hired 19 September 2023, separated 12 March 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-3682 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$1,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25963", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25964", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9125: employee Felix K., hired 10 August 2021, separated 08 September 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9125?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Emeka.\n- Crescent Telecom was founded in 2004.\n- Kenji reports to Nadia.\n- Jonas works for Helios Logistics.\n- Pinnacle Software is headquartered in Tallinn.\n- Jonas reports to Dmitri.\n- Dmitri reports to Elena.\n- Vantage Air is headquartered in Tallinn.\n- Priya works for Helios Logistics.\n- Crescent Telecom is headquartered in Austin.\n- Pinnacle Software was founded in 1975.\n- Leila works for Helios Logistics.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Dmitri works for Crescent Telecom.\n- Elena reports to Priya.\n- Chiara reports to Callum.\n- Nadia works for Crescent Telecom.\n- Helios Logistics was founded in 2009.\n- Elena works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Callum reports to Yuki.\n- Leila reports to Jonas.\n- Emeka reports to Leila.\n- Chiara works for Vantage Air.\n- Kenji works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Priya reports to Kenji.\n- Yuki reports to Bruno.\n- Yuki works for Pinnacle Software.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25966", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Pablo works for Cobalt Health.\n- Lattice Analytics is headquartered in Malmo.\n- Helios Logistics is headquartered in Malmo.\n- Tobias reports to Pablo.\n- Dmitri reports to Jonas.\n- Deshawn reports to Tessa.\n- Tessa reports to Mateo.\n- Summit Energy is headquartered in Malmo.\n- Helios Logistics was founded in 1984.\n- Lucia works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Deshawn works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Felix works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Cobalt Health was founded in 2000.\n- Lucia reports to Dmitri.\n- Summit Energy was founded in 2006.\n- Lattice Analytics was founded in 2004.\n- Mara reports to Zoya.\n- Jonas reports to Mara.\n- Zoya works for Lattice Analytics.\n- Dmitri works for Cobalt Health.\n- Zoya reports to Felix.\n- Amara works for Helios Logistics.\n- Cobalt Health is headquartered in Porto.\n- Felix reports to Amara.\n- Pablo reports to Lucia.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Kenji.\n- Emeka reports to Omar.\n- Omar works for Lattice Analytics.\n- Mateo works for Atlas Freight.\n- Crescent Telecom was founded in 1980.\n- Deshawn reports to Sofia.\n- Atlas Freight was founded in 1990.\n- Deshawn works for Lattice Analytics.\n- Sofia reports to Tobias.\n- Chiara reports to Felix.\n- Tobias works for Lattice Analytics.\n- Emeka works for Crescent Telecom.\n- Sofia works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Mateo reports to Deshawn.\n- Atlas Freight is headquartered in Basel.\n- Cedar Retail Group was founded in 2002.\n- Kenji reports to Chiara.\n- Crescent Telecom is headquartered in Basel.\n- Elena works for Crescent Telecom.\n- Lattice Analytics is headquartered in Oslo.\n- Felix reports to Elena.\n- Lattice Analytics was founded in 1989.\n- Cedar Retail Group is headquartered in Ghent.\n- Tobias reports to Emeka.\n- Felix works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25969", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5358: employee Sanne A., hired 16 May 2022, separated 25 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-5358 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$6,750", "2": "$10,385", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25970", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Bruno reports to Yuki.\n- Omar reports to Leila.\n- Vantage Air is headquartered in Brno.\n- Bruno works for Cedar Retail Group.\n- Kenji reports to Bruno.\n- Chiara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Austin.\n- Vantage Air was founded in 2007.\n- Emeka reports to Kenji.\n- Yuki reports to Omar.\n- Cedar Retail Group is headquartered in Austin.\n- Chiara reports to Lucia.\n- Ironwood Manufacturing was founded in 2013.\n- Lucia reports to Ingrid.\n- Omar works for Vantage Air.\n- Ingrid reports to Nadia.\n- Leila works for Helios Logistics.\n- Kenji works for Vantage Air.\n- Yuki works for Cedar Retail Group.\n- Nadia reports to Emeka.\n- Lucia works for Vantage Air.\n- Emeka works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1984.\n- Helios Logistics was founded in 2014.\n- Ingrid works for Helios Logistics.\n- Nadia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25972", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6223: employee Mara B., hired 16 November 2022, separated 11 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6223?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-25973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Jonas reports to Wren.\n- Viktor reports to Hana.\n- Pablo reports to Deshawn.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Stefan reports to Emeka.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2004.\n- Ravi reports to Jonas.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2004.\n- Sofia reports to Ravi.\n- Emeka works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1986.\n- Wren reports to Viktor.\n- Mei works for Meridian Bank.\n- Hana reports to Stefan.\n- Sofia works for Beacon Insurance.\n- Deshawn reports to Elena.\n- Deshawn works for Meridian Bank.\n- Mei reports to Pablo.\n- Wren works for Atlas Freight.\n- Emeka reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25974", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-25975", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-25977", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7457: employee Kenji K., hired 09 March 2022, separated 09 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7457?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25978", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25979", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25980", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-25981", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25982", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "provision_access", "4": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Porto.\n- Cobalt Health is headquartered in Tallinn.\n- Amara reports to Sofia.\n- Priya works for Ironwood Manufacturing.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Felix reports to Tobias.\n- Tobias works for Cobalt Health.\n- Pablo reports to Felix.\n- Priya reports to Amara.\n- Elena reports to Priya.\n- Sofia works for Bluepine Aviation.\n- Cobalt Health was founded in 1998.\n- Beacon Insurance is headquartered in Cork.\n- Beacon Insurance was founded in 1992.\n- Sofia reports to Jonas.\n- Tobias reports to Elena.\n- Jonas works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1980.\n- Amara works for Bluepine Aviation.\n- Felix works for Beacon Insurance.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-25984", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9926: employee Zoya B., hired 29 January 2022, separated 01 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9926?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25985", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5013: employee Deshawn A., hired 04 October 2024, separated 14 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5013?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-25986", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8055: employee Jonas K., hired 17 September 2024, separated 02 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8055?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25987", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25988", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3736: employee Hana A., hired 05 July 2022, separated 30 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3736?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-25989", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-25990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Tobias works for Cobalt Health.\n- Meridian Bank was founded in 2012.\n- Felix reports to Pablo.\n- Meridian Bank is headquartered in Austin.\n- Jonas reports to Sanne.\n- Sofia reports to Tobias.\n- Kenji reports to Jonas.\n- Sanne reports to Omar.\n- Jonas works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Tobias reports to Kenji.\n- Cobalt Health is headquartered in Austin.\n- Pablo reports to Sofia.\n- Cobalt Health was founded in 2014.\n- Helios Logistics is headquartered in Porto.\n- Beacon Insurance is headquartered in Tallinn.\n- Sanne works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Hana.\n- Deshawn reports to Yuki.\n- Yuki reports to Lucia.\n- Nadia reports to Priya.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Nadia.\n- Beacon Insurance is headquartered in Halifax.\n- Tobias works for Vantage Air.\n- Priya works for Vantage Air.\n- Pinnacle Software is headquartered in Dunedin.\n- Beacon Insurance was founded in 1978.\n- Yuki works for Vantage Air.\n- Leila works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Stefan reports to Leila.\n- Hana reports to Omar.\n- Vantage Air is headquartered in Bergen.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software was founded in 2015.\n- Stefan works for Pinnacle Software.\n- Vantage Air was founded in 1988.\n- Leila reports to Tobias.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Priya reports to Stefan.\n- Ironwood Manufacturing is headquartered in Cork.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-25992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Chiara.\n- Crescent Telecom is headquartered in Porto.\n- Bruno works for Lattice Analytics.\n- Felix reports to Dmitri.\n- Tessa works for Fernhill Foods.\n- Lucia works for Crescent Telecom.\n- Dmitri reports to Tessa.\n- Dmitri works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1996.\n- Crescent Telecom was founded in 1978.\n- Lattice Analytics was founded in 1999.\n- Lattice Analytics is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2001.\n- Felix works for Ironwood Manufacturing.\n- Kenji works for Fernhill Foods.\n- Chiara reports to Leila.\n- Ironwood Manufacturing is headquartered in Porto.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa reports to Bruno.\n- Chiara works for Lattice Analytics.\n- Ravi works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Zoya works for Fernhill Foods.\n- Kenji reports to Zoya.\n- Zoya reports to Ravi.\n- Lucia reports to Felix.\n- Mei works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Mei.\n- Bruno reports to Kenji.\n- Leila reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-25993", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-25994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Yuki.\n- Sanne reports to Amara.\n- Zoya reports to Ravi.\n- Bruno reports to Sanne.\n- Tobias works for Lattice Analytics.\n- Mei works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Lattice Analytics was founded in 2009.\n- Elena works for Lattice Analytics.\n- Yuki works for Meridian Bank.\n- Atlas Freight is headquartered in Austin.\n- Amara works for Crescent Telecom.\n- Aisha reports to Priya.\n- Yuki reports to Elena.\n- Elena reports to Mei.\n- Meridian Bank was founded in 2011.\n- Zoya works for Meridian Bank.\n- Deshawn reports to Tobias.\n- Ravi reports to Deshawn.\n- Meridian Bank is headquartered in Ghent.\n- Amara reports to Zoya.\n- Atlas Freight was founded in 2006.\n- Priya works for Atlas Freight.\n- Lattice Analytics is headquartered in Ghent.\n- Aisha works for Lattice Analytics.\n- Deshawn works for Atlas Freight.\n- Crescent Telecom was founded in 1995.\n- Mei reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-25995", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-25997", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-25998", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 August 2025): For employees hired on or after 04 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3605: employee Lucia T., hired 13 June 2024, separated 21 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3605?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-25999", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26000", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mara.\n- Tobias works for Beacon Insurance.\n- Stefan reports to Mateo.\n- Zoya reports to Leila.\n- Zoya works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Lattice Analytics was founded in 1994.\n- Callum reports to Omar.\n- Ironwood Manufacturing was founded in 1977.\n- Lattice Analytics is headquartered in Halifax.\n- Mateo reports to Zoya.\n- Felix works for Atlas Freight.\n- Anders works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 1998.\n- Omar reports to Stefan.\n- Nadia works for Atlas Freight.\n- Tobias reports to Nadia.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 1991.\n- Mara works for Ironwood Manufacturing.\n- Felix reports to Tobias.\n- Mara reports to Callum.\n- Anders reports to Felix.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Atlas Freight is headquartered in Bergen.\n- Nadia reports to Kenji.\n- Leila works for Lattice Analytics.\n- Kenji works for Ironwood Manufacturing.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mei.\n- Crescent Telecom is headquartered in Cork.\n- Tobias reports to Pablo.\n- Tobias works for Cedar Retail Group.\n- Pablo works for Crescent Telecom.\n- Amara reports to Mateo.\n- Sofia works for Crescent Telecom.\n- Felix works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Crescent Telecom was founded in 2012.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 1992.\n- Deshawn reports to Sofia.\n- Fernhill Foods is headquartered in Ghent.\n- Deshawn works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Cork.\n- Fernhill Foods was founded in 2003.\n- Mei reports to Amara.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Tobias.\n- Sofia reports to Felix.\n- Cedar Retail Group was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1987", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2015.\n- Pablo reports to Amara.\n- Mateo reports to Priya.\n- Pablo works for Northwind Systems.\n- Amara reports to Jonas.\n- Tessa reports to Pablo.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Yuki works for Beacon Insurance.\n- Jonas works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 2013.\n- Priya works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Wren works for Ironwood Manufacturing.\n- Priya reports to Yuki.\n- Cobalt Health is headquartered in Basel.\n- Beacon Insurance was founded in 1995.\n- Jonas reports to Wren.\n- Beacon Insurance is headquartered in Basel.\n- Cobalt Health was founded in 2011.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2016", "2": "2011", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26004", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26005", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 17375 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Sofia reports to Jonas.\n- Jonas works for Summit Energy.\n- Pablo reports to Lucia.\n- Summit Energy was founded in 1993.\n- Priya works for Summit Energy.\n- Lucia reports to Viktor.\n- Amara works for Summit Energy.\n- Sofia works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Northwind Systems was founded in 1985.\n- Viktor reports to Ravi.\n- Viktor works for Northwind Systems.\n- Meridian Bank was founded in 2012.\n- Lucia works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Pablo works for Cobalt Health.\n- Priya reports to Sofia.\n- Cobalt Health is headquartered in Lyon.\n- Jonas reports to Sanne.\n- Northwind Systems is headquartered in Adelaide.\n- Amara reports to Pablo.\n- Kenji reports to Priya.\n- Sanne reports to Amara.\n- Cobalt Health was founded in 1979.\n- Sanne works for Meridian Bank.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1988", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1978.\n- Leila reports to Tobias.\n- Mateo reports to Mara.\n- Tobias reports to Priya.\n- Chiara reports to Aisha.\n- Vantage Air was founded in 2006.\n- Tobias works for Pinnacle Software.\n- Sofia works for Lattice Analytics.\n- Aisha reports to Mateo.\n- Deshawn works for Vantage Air.\n- Lucia works for Cedar Retail Group.\n- Priya reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Mara reports to Lucia.\n- Mateo works for Vantage Air.\n- Pinnacle Software was founded in 1977.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn reports to Leila.\n- Cedar Retail Group was founded in 1980.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Lucia reports to Sofia.\n- Lattice Analytics is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Valencia.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Omar.\n- Lattice Analytics was founded in 2002.\n- Callum reports to Ingrid.\n- Ingrid reports to Mei.\n- Deshawn reports to Bruno.\n- Cobalt Health is headquartered in Valencia.\n- Helios Logistics was founded in 1976.\n- Omar reports to Mara.\n- Tobias reports to Deshawn.\n- Deshawn works for Lattice Analytics.\n- Cobalt Health was founded in 2006.\n- Bruno works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Mara reports to Zoya.\n- Mara works for Lattice Analytics.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Callum works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Bruno reports to Lucia.\n- Helios Logistics is headquartered in Austin.\n- Mei works for Cobalt Health.\n- Mei reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Emeka.\n- Beacon Insurance was founded in 1999.\n- Emeka works for Bluepine Aviation.\n- Bruno works for Summit Energy.\n- Crescent Telecom was founded in 2000.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1996.\n- Pablo reports to Dmitri.\n- Crescent Telecom is headquartered in Austin.\n- Beacon Insurance is headquartered in Nagoya.\n- Deshawn works for Bluepine Aviation.\n- Bruno reports to Kenji.\n- Bluepine Aviation is headquartered in Leeds.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Deshawn.\n- Pablo works for Summit Energy.\n- Emeka reports to Pablo.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Jonas.\n- Kenji works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Kenji reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Priya.\n- Ravi works for Summit Energy.\n- Emeka reports to Aisha.\n- Crescent Telecom is headquartered in Lyon.\n- Bruno works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Priya reports to Emeka.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Ravi.\n- Emeka works for Lattice Analytics.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 1986.\n- Amara works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Chiara works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Anders works for Lattice Analytics.\n- Chiara reports to Leila.\n- Sofia works for Lattice Analytics.\n- Amara reports to Chiara.\n- Lattice Analytics was founded in 1985.\n- Pablo reports to Amara.\n- Leila reports to Bruno.\n- Anders reports to Pablo.\n- Beacon Insurance was founded in 1975.\n- Crescent Telecom was founded in 2013.\n- Ravi reports to Tessa.\n- Tessa reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2013.\n- Kenji works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Felix works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1977.\n- Cedar Retail Group is headquartered in Nagoya.\n- Atlas Freight was founded in 2008.\n- Anders reports to Felix.\n- Ingrid works for Cedar Retail Group.\n- Omar works for Ironwood Manufacturing.\n- Felix reports to Deshawn.\n- Aisha works for Cedar Retail Group.\n- Kenji reports to Lucia.\n- Amara reports to Aisha.\n- Aisha reports to Omar.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Anders works for Vantage Air.\n- Ingrid reports to Kenji.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1979.\n- Deshawn reports to Amara.\n- Wren works for Vantage Air.\n- Omar reports to Wren.\n- Wren reports to Ingrid.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1974", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26012", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5332: employee Ingrid A., hired 02 October 2021, separated 01 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5332?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26013", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 13960 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26014", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Dunedin.\n- Emeka reports to Jonas.\n- Leila reports to Emeka.\n- Leila works for Cedar Retail Group.\n- Aisha reports to Lucia.\n- Priya reports to Sofia.\n- Jonas works for Lattice Analytics.\n- Kenji reports to Elena.\n- Kenji works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Jonas reports to Kenji.\n- Cobalt Health was founded in 1993.\n- Ravi works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Elena reports to Tobias.\n- Emeka works for Lattice Analytics.\n- Ravi reports to Leila.\n- Tobias reports to Priya.\n- Amara reports to Aisha.\n- Lucia works for Lattice Analytics.\n- Amara works for Cobalt Health.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics was founded in 1978.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1978.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Amara.\n- Northwind Systems was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Kenji.\n- Jonas reports to Ravi.\n- Aisha works for Meridian Bank.\n- Kenji works for Pinnacle Software.\n- Vantage Air is headquartered in Cork.\n- Kenji reports to Aisha.\n- Helios Logistics was founded in 1979.\n- Meridian Bank was founded in 2007.\n- Tessa reports to Omar.\n- Tessa works for Vantage Air.\n- Felix reports to Tessa.\n- Meridian Bank is headquartered in Tampere.\n- Felix works for Helios Logistics.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi works for Vantage Air.\n- Ravi reports to Anders.\n- Omar works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Helios Logistics is headquartered in Nagoya.\n- Jonas works for Meridian Bank.\n- Pinnacle Software was founded in 2012.\n- Vantage Air was founded in 1976.\n- Omar reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26017", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4673: employee Callum K., hired 25 June 2021, separated 14 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4673?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1994.\n- Leila works for Fernhill Foods.\n- Deshawn works for Ironwood Manufacturing.\n- Mara reports to Anders.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Ingrid reports to Sanne.\n- Kenji works for Northwind Systems.\n- Jonas reports to Hana.\n- Helios Logistics is headquartered in Dunedin.\n- Jonas works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1986.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Leila reports to Jonas.\n- Northwind Systems is headquartered in Oslo.\n- Mara works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Fernhill Foods is headquartered in Malmo.\n- Pablo works for Helios Logistics.\n- Omar reports to Kenji.\n- Sanne works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Kenji reports to Mara.\n- Northwind Systems was founded in 1989.\n- Anders reports to Leila.\n- Deshawn reports to Felix.\n- Hana reports to Ingrid.\n- Anders works for Ironwood Manufacturing.\n- Sanne reports to Deshawn.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Elena works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Pinnacle Software was founded in 2015.\n- Ingrid works for Lattice Analytics.\n- Hana reports to Elena.\n- Bruno reports to Amara.\n- Helios Logistics was founded in 1983.\n- Mei reports to Nadia.\n- Mei works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.\n- Ingrid reports to Hana.\n- Elena reports to Bruno.\n- Hana works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.\n- Northwind Systems is headquartered in Oslo.\n- Amara reports to Mei.\n- Lattice Analytics was founded in 1992.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Bruno works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26020", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9900: employee Mara B., hired 05 January 2022, separated 01 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9900?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Basel.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Mara.\n- Dmitri reports to Anders.\n- Ingrid works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Mara reports to Ingrid.\n- Pablo reports to Elena.\n- Northwind Systems was founded in 1977.\n- Lattice Analytics was founded in 2005.\n- Pablo works for Summit Energy.\n- Vantage Air was founded in 1986.\n- Emeka works for Summit Energy.\n- Anders reports to Emeka.\n- Dmitri works for Summit Energy.\n- Mara works for Summit Energy.\n- Northwind Systems is headquartered in Cork.\n- Summit Energy was founded in 1992.\n- Lattice Analytics is headquartered in Brno.\n- Elena reports to Dmitri.\n- Anders works for Lattice Analytics.\n- Vantage Air is headquartered in Cork.\n- Ingrid reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Brno", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26022", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26023", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 December 2023): For employees hired on or after 12 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5504: employee Mara B., hired 25 February 2022, separated 07 April 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-5504 under the controlling rules.", "criteria": {"0": "$8,225", "1": "$8,138", "2": "$6,225", "3": "$35,642"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26024", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Sofia reports to Mei.\n- Fernhill Foods was founded in 1979.\n- Callum reports to Bruno.\n- Hana reports to Mara.\n- Pablo works for Fernhill Foods.\n- Mara reports to Sofia.\n- Ironwood Manufacturing was founded in 1983.\n- Priya reports to Hana.\n- Callum works for Ironwood Manufacturing.\n- Bruno reports to Priya.\n- Fernhill Foods is headquartered in Bergen.\n- Amara works for Beacon Insurance.\n- Vantage Air was founded in 1986.\n- Mei reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Bruno works for Vantage Air.\n- Hana works for Beacon Insurance.\n- Anders reports to Pablo.\n- Beacon Insurance was founded in 2013.\n- Pablo reports to Callum.\n- Ironwood Manufacturing is headquartered in Brno.\n- Anders works for Vantage Air.\n- Amara reports to Viktor.\n- Sofia works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Vantage Air is headquartered in Brno.\n- Beacon Insurance is headquartered in Porto.\n- Mara works for Ironwood Manufacturing.\n- Viktor works for Fernhill Foods.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26026", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Callum.\n- Mei works for Atlas Freight.\n- Lattice Analytics is headquartered in Basel.\n- Callum reports to Wren.\n- Ingrid works for Lattice Analytics.\n- Atlas Freight is headquartered in Turku.\n- Wren works for Beacon Insurance.\n- Tessa works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Zoya works for Beacon Insurance.\n- Viktor reports to Mei.\n- Mei reports to Ingrid.\n- Wren reports to Tessa.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Atlas Freight was founded in 2011.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Meridian Bank was founded in 2012.\n- Mara reports to Zoya.\n- Zoya reports to Viktor.\n- Lattice Analytics was founded in 1987.\n- Meridian Bank is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26028", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9958: employee Mateo A., hired 29 July 2020, separated 22 February 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9958?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26029", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3422: employee Hana B., hired 05 August 2021, separated 24 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3422?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3422 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26030", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26031", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9572: employee Emeka K., hired 31 December 2023, separated 19 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9572?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Elena works for Helios Logistics.\n- Yuki reports to Kenji.\n- Atlas Freight is headquartered in Valencia.\n- Beacon Insurance is headquartered in Valencia.\n- Kenji works for Atlas Freight.\n- Mei reports to Elena.\n- Beacon Insurance was founded in 1988.\n- Kenji reports to Leila.\n- Helios Logistics was founded in 1995.\n- Leila reports to Amara.\n- Amara reports to Ingrid.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 1980.\n- Mei works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Vantage Air is headquartered in Valencia.\n- Lucia reports to Yuki.\n- Elena reports to Lucia.\n- Ingrid works for Vantage Air.\n- Vantage Air was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Yuki.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Beacon Insurance is headquartered in Tampere.\n- Yuki works for Pinnacle Software.\n- Nadia reports to Mara.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Dmitri.\n- Pablo works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Sanne works for Lattice Analytics.\n- Pablo reports to Tessa.\n- Leila reports to Pablo.\n- Crescent Telecom was founded in 1989.\n- Lattice Analytics was founded in 2015.\n- Yuki reports to Leila.\n- Nadia works for Lattice Analytics.\n- Beacon Insurance was founded in 1977.\n- Lattice Analytics is headquartered in Oslo.\n- Sanne reports to Nadia.\n- Dmitri works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Wren reports to Kenji.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom is headquartered in Porto.\n- Cedar Retail Group was founded in 1992.\n- Northwind Systems was founded in 1996.\n- Mateo reports to Ravi.\n- Leila reports to Sanne.\n- Tessa works for Crescent Telecom.\n- Wren works for Cedar Retail Group.\n- Tessa reports to Leila.\n- Kenji works for Helios Logistics.\n- Crescent Telecom was founded in 2015.\n- Ingrid works for Helios Logistics.\n- Northwind Systems is headquartered in Basel.\n- Mateo works for Northwind Systems.\n- Leila works for Helios Logistics.\n- Sanne reports to Wren.\n- Helios Logistics was founded in 1999.\n- Ravi reports to Ingrid.\n- Kenji reports to Mateo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1994", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26035", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26036", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 23 December 2024): For employees hired on or after 23 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3742: employee Priya R., hired 24 September 2024, separated 12 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3742?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Helios Logistics was founded in 1995.\n- Northwind Systems was founded in 2000.\n- Sofia reports to Sanne.\n- Mei reports to Mara.\n- Crescent Telecom is headquartered in Valencia.\n- Crescent Telecom was founded in 1982.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Pablo works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mara reports to Ravi.\n- Hana reports to Pablo.\n- Helios Logistics is headquartered in Valencia.\n- Hana works for Helios Logistics.\n- Pablo reports to Viktor.\n- Mei works for Ironwood Manufacturing.\n- Mara works for Crescent Telecom.\n- Ravi reports to Sofia.\n- Northwind Systems is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Sanne reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26038", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26039", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26040", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26041", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Yuki.\n- Pinnacle Software was founded in 1981.\n- Leila reports to Amara.\n- Deshawn reports to Anders.\n- Hana works for Fernhill Foods.\n- Aisha works for Pinnacle Software.\n- Yuki works for Fernhill Foods.\n- Anders reports to Emeka.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Yuki reports to Priya.\n- Fernhill Foods is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Valencia.\n- Mei works for Pinnacle Software.\n- Bluepine Aviation was founded in 1978.\n- Jonas works for Fernhill Foods.\n- Amara works for Ironwood Manufacturing.\n- Jonas reports to Elena.\n- Deshawn works for Ironwood Manufacturing.\n- Mei reports to Aisha.\n- Anders works for Ironwood Manufacturing.\n- Amara reports to Deshawn.\n- Leila works for Fernhill Foods.\n- Priya reports to Mei.\n- Priya works for Pinnacle Software.\n- Emeka works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Aisha reports to Jonas.\n- Ironwood Manufacturing was founded in 2009.\n- Fernhill Foods was founded in 2004.\n- Emeka reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26043", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26044", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26045", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 3842, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26046", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7823: employee Sanne T., hired 12 September 2023, separated 03 December 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7823?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26047", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8569: employee Pablo K., hired 04 April 2021, separated 10 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8569?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1993.\n- Beacon Insurance is headquartered in Tallinn.\n- Wren reports to Mara.\n- Mara works for Helios Logistics.\n- Mara reports to Callum.\n- Meridian Bank is headquartered in Bergen.\n- Beacon Insurance was founded in 1982.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 2012.\n- Tessa reports to Lucia.\n- Meridian Bank was founded in 2011.\n- Callum reports to Priya.\n- Lucia works for Beacon Insurance.\n- Priya reports to Tobias.\n- Priya works for Meridian Bank.\n- Atlas Freight is headquartered in Tallinn.\n- Dmitri works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Lucia reports to Dmitri.\n- Tessa works for Helios Logistics.\n- Tobias works for Meridian Bank.\n- Dmitri reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26049", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26050", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 42809 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "request_refund", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26051", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1284: employee Amara S., hired 21 February 2021, separated 25 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1284?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26052", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 November 2023): For employees hired on or after 08 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1451: employee Elena B., hired 22 August 2020, separated 09 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1451?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26053", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1426: employee Dmitri K., hired 04 June 2023, separated 30 June 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-1426 under the controlling rules.", "criteria": {"0": "$13,630", "1": "$58,500", "2": "$13,500", "3": "$14,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Elena reports to Leila.\n- Priya works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Tessa works for Cobalt Health.\n- Kenji works for Lattice Analytics.\n- Vantage Air was founded in 1985.\n- Priya reports to Elena.\n- Vantage Air is headquartered in Valencia.\n- Elena works for Lattice Analytics.\n- Dmitri reports to Tessa.\n- Leila reports to Viktor.\n- Tessa reports to Priya.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Sanne reports to Kenji.\n- Lattice Analytics was founded in 1991.\n- Cobalt Health is headquartered in Lyon.\n- Viktor works for Vantage Air.\n- Cobalt Health was founded in 1983.\n- Crescent Telecom was founded in 1984.\n- Leila works for Cobalt Health.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26056", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26057", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 December 2022): For employees hired on or after 24 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1834: employee Elena R., hired 11 April 2019, separated 30 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-1834?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Stefan.\n- Ravi works for Atlas Freight.\n- Nadia works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Pinnacle Software was founded in 1980.\n- Summit Energy was founded in 2014.\n- Dmitri works for Atlas Freight.\n- Sofia reports to Amara.\n- Stefan works for Beacon Insurance.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Stefan reports to Jonas.\n- Beacon Insurance is headquartered in Cork.\n- Nadia reports to Wren.\n- Dmitri reports to Sanne.\n- Sanne reports to Nadia.\n- Beacon Insurance was founded in 1999.\n- Amara works for Pinnacle Software.\n- Ravi reports to Dmitri.\n- Jonas reports to Sofia.\n- Atlas Freight is headquartered in Dunedin.\n- Summit Energy is headquartered in Cork.\n- Sofia works for Pinnacle Software.\n- Wren works for Summit Energy.\n- Elena reports to Ravi.\n- Atlas Freight was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Bergen.\n- Northwind Systems was founded in 1994.\n- Elena works for Meridian Bank.\n- Aisha reports to Callum.\n- Beacon Insurance was founded in 2008.\n- Hana reports to Mateo.\n- Zoya works for Pinnacle Software.\n- Pablo reports to Deshawn.\n- Mara works for Northwind Systems.\n- Aisha works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Mei reports to Mara.\n- Tessa works for Meridian Bank.\n- Mateo works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Callum works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software was founded in 1991.\n- Hana works for Meridian Bank.\n- Mateo reports to Anders.\n- Pinnacle Software is headquartered in Porto.\n- Anders reports to Zoya.\n- Tessa reports to Mei.\n- Zoya reports to Elena.\n- Meridian Bank was founded in 2013.\n- Mara reports to Hana.\n- Northwind Systems is headquartered in Tallinn.\n- Deshawn works for Pinnacle Software.\n- Callum reports to Pablo.\n- Elena reports to Aisha.\n- Beacon Insurance is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26061", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26062", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Ghent.\n- Wren reports to Mateo.\n- Dmitri works for Crescent Telecom.\n- Meridian Bank was founded in 2009.\n- Mateo reports to Dmitri.\n- Wren works for Pinnacle Software.\n- Ravi reports to Jonas.\n- Pinnacle Software is headquartered in Brno.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 1978.\n- Omar reports to Wren.\n- Pinnacle Software was founded in 2002.\n- Bruno works for Pinnacle Software.\n- Jonas reports to Omar.\n- Tessa reports to Bruno.\n- Bruno reports to Kenji.\n- Mateo works for Crescent Telecom.\n- Meridian Bank is headquartered in Tallinn.\n- Omar works for Pinnacle Software.\n- Sanne reports to Ravi.\n- Kenji reports to Sanne.\n- Kenji works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2003.\n- Sanne works for Meridian Bank.\n- Crescent Telecom is headquartered in Tallinn.\n- Tessa works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Felix reports to Elena.\n- Pablo reports to Jonas.\n- Wren works for Helios Logistics.\n- Ravi works for Beacon Insurance.\n- Omar works for Summit Energy.\n- Aisha reports to Felix.\n- Summit Energy was founded in 1986.\n- Hana reports to Nadia.\n- Ravi reports to Pablo.\n- Helios Logistics was founded in 2006.\n- Wren reports to Aisha.\n- Jonas reports to Stefan.\n- Lattice Analytics was founded in 1978.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Anders works for Lattice Analytics.\n- Nadia works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Beacon Insurance was founded in 1987.\n- Stefan reports to Omar.\n- Omar reports to Hana.\n- Beacon Insurance is headquartered in Leeds.\n- Stefan works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Anders reports to Wren.\n- Felix works for Beacon Insurance.\n- Nadia reports to Anders.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26065", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9649: employee Chiara T., hired 28 November 2022, separated 19 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9649?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Chiara.\n- Zoya works for Vantage Air.\n- Bluepine Aviation was founded in 2010.\n- Leila works for Vantage Air.\n- Anders reports to Zoya.\n- Omar works for Northwind Systems.\n- Zoya reports to Ingrid.\n- Northwind Systems is headquartered in Ghent.\n- Deshawn reports to Sofia.\n- Lucia works for Vantage Air.\n- Lucia reports to Leila.\n- Sofia reports to Lucia.\n- Meridian Bank is headquartered in Halifax.\n- Vantage Air is headquartered in Cork.\n- Ingrid works for Meridian Bank.\n- Yuki works for Northwind Systems.\n- Anders works for Bluepine Aviation.\n- Northwind Systems was founded in 1994.\n- Vantage Air was founded in 2007.\n- Deshawn works for Northwind Systems.\n- Sofia works for Vantage Air.\n- Ingrid reports to Deshawn.\n- Omar reports to Anders.\n- Leila reports to Yuki.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1986.\n- Bluepine Aviation is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26067", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26068", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26069", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26070", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26071", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4325: employee Tessa K., hired 18 January 2023, separated 23 June 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-4325 under the controlling rules.", "criteria": {"0": "$4,800", "1": "$34,667", "2": "$7,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26072", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 March 2025): For employees hired on or after 27 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9231: employee Hana S., hired 13 May 2023, separated 05 July 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9231?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ingrid reports to Kenji.\n- Bluepine Aviation was founded in 1995.\n- Callum reports to Mei.\n- Summit Energy is headquartered in Brno.\n- Anders works for Ironwood Manufacturing.\n- Deshawn reports to Ingrid.\n- Ingrid works for Atlas Freight.\n- Kenji works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Atlas Freight was founded in 1991.\n- Bruno reports to Deshawn.\n- Summit Energy was founded in 2007.\n- Dmitri reports to Bruno.\n- Anders reports to Callum.\n- Atlas Freight is headquartered in Porto.\n- Bruno works for Summit Energy.\n- Callum works for Bluepine Aviation.\n- Kenji reports to Leila.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1978.\n- Dmitri works for Atlas Freight.\n- Mei reports to Pablo.\n- Pablo works for Summit Energy.\n- Leila reports to Anders.\n- Leila works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26074", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7798: employee Amara S., hired 06 September 2021, separated 10 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7798?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Bergen.\n- Lucia works for Vantage Air.\n- Callum reports to Chiara.\n- Tessa reports to Mara.\n- Callum works for Northwind Systems.\n- Priya works for Atlas Freight.\n- Vantage Air was founded in 1982.\n- Northwind Systems is headquartered in Halifax.\n- Northwind Systems was founded in 1995.\n- Ingrid works for Vantage Air.\n- Summit Energy was founded in 1984.\n- Anders works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Ingrid reports to Tessa.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Mara reports to Lucia.\n- Tessa works for Vantage Air.\n- Chiara reports to Ingrid.\n- Priya reports to Callum.\n- Anders reports to Priya.\n- Mara works for Northwind Systems.\n- Atlas Freight is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26077", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-8 (VERSION 2, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3816: employee Tobias T., hired 13 July 2021, separated 10 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3816?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26078", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26079", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 55506 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26080", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1706: employee Pablo B., hired 10 December 2023, separated 27 July 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-1706 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$22,500", "2": "$1,558", "3": "$4,192"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Wren reports to Sofia.\n- Sofia reports to Aisha.\n- Lattice Analytics is headquartered in Halifax.\n- Kenji works for Fernhill Foods.\n- Tobias reports to Mara.\n- Mara works for Pinnacle Software.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1984.\n- Leila reports to Kenji.\n- Mara reports to Wren.\n- Amara reports to Elena.\n- Elena reports to Tobias.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1981.\n- Sofia works for Fernhill Foods.\n- Priya works for Lattice Analytics.\n- Leila works for Fernhill Foods.\n- Tobias works for Crescent Telecom.\n- Wren works for Pinnacle Software.\n- Amara works for Fernhill Foods.\n- Kenji reports to Amara.\n- Crescent Telecom was founded in 1977.\n- Fernhill Foods was founded in 2015.\n- Priya reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26083", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26084", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26085", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26086", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26087", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4356: employee Pablo M., hired 14 March 2020, separated 07 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4356?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26088", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sofia.\n- Helios Logistics was founded in 1984.\n- Emeka works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Stefan works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Tobias works for Beacon Insurance.\n- Dmitri reports to Felix.\n- Sanne reports to Stefan.\n- Stefan reports to Nadia.\n- Dmitri works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Ravi reports to Hana.\n- Summit Energy was founded in 2003.\n- Lattice Analytics was founded in 1976.\n- Lattice Analytics is headquartered in Tampere.\n- Sofia reports to Pablo.\n- Tobias reports to Ravi.\n- Jonas reports to Sanne.\n- Hana works for Helios Logistics.\n- Ravi works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Tobias.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Pablo reports to Dmitri.\n- Beacon Insurance was founded in 1993.\n- Helios Logistics is headquartered in Oslo.\n- Nadia works for Helios Logistics.\n- Felix reports to Emeka.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26090", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1215: employee Priya M., hired 17 October 2020, separated 02 March 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1215?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Pablo.\n- Pinnacle Software is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.\n- Lucia works for Lattice Analytics.\n- Deshawn reports to Tessa.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Vantage Air was founded in 1981.\n- Deshawn works for Atlas Freight.\n- Pablo reports to Omar.\n- Lattice Analytics was founded in 2008.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software was founded in 2011.\n- Mara reports to Lucia.\n- Atlas Freight is headquartered in Basel.\n- Mara works for Lattice Analytics.\n- Ingrid reports to Jonas.\n- Jonas reports to Mara.\n- Omar works for Vantage Air.\n- Pablo works for Atlas Freight.\n- Omar reports to Ingrid.\n- Callum works for Atlas Freight.\n- Tessa reports to Elena.\n- Tessa works for Atlas Freight.\n- Lucia reports to Callum.\n- Elena works for Atlas Freight.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26092", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Beacon Insurance was founded in 1975.\n- Hana reports to Leila.\n- Mei works for Vantage Air.\n- Beacon Insurance is headquartered in Tallinn.\n- Leila works for Beacon Insurance.\n- Jonas works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Jonas reports to Priya.\n- Pablo reports to Sanne.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software was founded in 1991.\n- Vantage Air was founded in 2014.\n- Mara reports to Jonas.\n- Priya reports to Pablo.\n- Sanne reports to Ingrid.\n- Leila reports to Aisha.\n- Meridian Bank was founded in 1986.\n- Priya works for Pinnacle Software.\n- Vantage Air is headquartered in Tallinn.\n- Stefan works for Meridian Bank.\n- Stefan reports to Callum.\n- Ingrid reports to Hana.\n- Meridian Bank is headquartered in Leeds.\n- Pinnacle Software is headquartered in Bergen.\n- Ingrid works for Beacon Insurance.\n- Callum reports to Mei.\n- Aisha works for Meridian Bank.\n- Aisha reports to Stefan.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26094", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Cobalt Health was founded in 1982.\n- Northwind Systems was founded in 1980.\n- Atlas Freight was founded in 2004.\n- Lucia reports to Dmitri.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid works for Atlas Freight.\n- Tessa reports to Wren.\n- Fernhill Foods is headquartered in Adelaide.\n- Ingrid reports to Lucia.\n- Aisha reports to Deshawn.\n- Tessa works for Fernhill Foods.\n- Northwind Systems is headquartered in Porto.\n- Deshawn reports to Tessa.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 2012.\n- Mei reports to Mateo.\n- Cobalt Health is headquartered in Lyon.\n- Deshawn works for Fernhill Foods.\n- Dmitri reports to Stefan.\n- Wren works for Fernhill Foods.\n- Lucia works for Atlas Freight.\n- Mateo reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Wren reports to Ingrid.\n- Stefan works for Atlas Freight.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26095", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26096", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 September 2022): For employees hired on or after 02 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7046: employee Felix B., hired 15 May 2019, separated 08 July 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7046?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26097", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5131: employee Omar B., hired 20 July 2022, separated 03 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-5131?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26098", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1898: employee Lucia A., hired 29 August 2021, separated 24 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1898?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Chiara reports to Felix.\n- Deshawn works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Ravi reports to Priya.\n- Beacon Insurance was founded in 1989.\n- Pablo works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Bluepine Aviation was founded in 2015.\n- Tobias works for Ironwood Manufacturing.\n- Pablo reports to Sofia.\n- Felix reports to Lucia.\n- Felix works for Crescent Telecom.\n- Lucia reports to Emeka.\n- Sofia works for Crescent Telecom.\n- Priya reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Emeka reports to Deshawn.\n- Sofia reports to Chiara.\n- Deshawn reports to Ravi.\n- Chiara works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Tobias reports to Aisha.\n- Crescent Telecom was founded in 2013.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Kenji reports to Tobias.\n- Crescent Telecom is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26100", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2907: employee Sofia T., hired 17 December 2023, separated 23 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2907?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Viktor reports to Emeka.\n- Tobias reports to Sofia.\n- Cobalt Health is headquartered in Austin.\n- Bluepine Aviation was founded in 1985.\n- Tobias works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Emeka works for Cedar Retail Group.\n- Priya works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Cedar Retail Group was founded in 2010.\n- Leila reports to Sanne.\n- Bluepine Aviation is headquartered in Austin.\n- Nadia reports to Zoya.\n- Zoya works for Summit Energy.\n- Cedar Retail Group is headquartered in Halifax.\n- Sofia reports to Nadia.\n- Sofia works for Summit Energy.\n- Nadia works for Bluepine Aviation.\n- Zoya reports to Viktor.\n- Leila works for Cedar Retail Group.\n- Ingrid reports to Chiara.\n- Viktor works for Cobalt Health.\n- Sanne works for Bluepine Aviation.\n- Summit Energy is headquartered in Oslo.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 1982.\n- Omar reports to Leila.\n- Cobalt Health was founded in 1979.\n- Emeka reports to Priya.\n- Chiara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1982", "2": "1985", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26102", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6713: employee Felix A., hired 23 August 2022, separated 21 August 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-6713 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$5,769", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26103", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 62167, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26104", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26105", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26106", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Cork.\n- Ravi works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Meridian Bank was founded in 1986.\n- Leila reports to Mara.\n- Mara works for Northwind Systems.\n- Bluepine Aviation was founded in 2007.\n- Mara reports to Chiara.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum reports to Leila.\n- Hana reports to Mei.\n- Callum works for Meridian Bank.\n- Mei works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Cork.\n- Ravi reports to Priya.\n- Northwind Systems was founded in 2002.\n- Chiara works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Tampere.\n- Fernhill Foods was founded in 2000.\n- Chiara reports to Ravi.\n- Mei reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26108", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26109", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4590: employee Lucia A., hired 18 December 2022, separated 03 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4590?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26110", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26111", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7592: employee Jonas K., hired 26 March 2024, separated 09 September 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-7592 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$3,750", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Lucia reports to Tobias.\n- Kenji reports to Hana.\n- Kenji works for Pinnacle Software.\n- Helios Logistics was founded in 2010.\n- Deshawn reports to Priya.\n- Ravi works for Pinnacle Software.\n- Tobias reports to Mei.\n- Beacon Insurance was founded in 1994.\n- Pinnacle Software was founded in 1998.\n- Tobias works for Helios Logistics.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 1979.\n- Ravi reports to Omar.\n- Beacon Insurance is headquartered in Valencia.\n- Anders reports to Deshawn.\n- Pinnacle Software is headquartered in Lyon.\n- Lucia works for Helios Logistics.\n- Hana reports to Dmitri.\n- Hana works for Beacon Insurance.\n- Deshawn works for Meridian Bank.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Anders.\n- Anders works for Helios Logistics.\n- Priya works for Pinnacle Software.\n- Omar reports to Kenji.\n- Mei works for Beacon Insurance.\n- Helios Logistics is headquartered in Lyon.\n- Priya reports to Lucia.\n- Chiara reports to Ravi.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26113", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6184: employee Sofia S., hired 12 February 2021, separated 12 January 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6184?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6184 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26114", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1869: employee Wren B., hired 26 July 2023, separated 12 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-1869 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$9,000", "3": "$1,050"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26115", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26116", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Mei works for Vantage Air.\n- Atlas Freight is headquartered in Malmo.\n- Vantage Air was founded in 2002.\n- Meridian Bank is headquartered in Porto.\n- Lucia works for Vantage Air.\n- Mei reports to Dmitri.\n- Helios Logistics was founded in 2012.\n- Dmitri reports to Tessa.\n- Jonas reports to Chiara.\n- Helios Logistics is headquartered in Tallinn.\n- Sanne works for Vantage Air.\n- Chiara reports to Sofia.\n- Sofia works for Vantage Air.\n- Meridian Bank was founded in 1992.\n- Dmitri works for Meridian Bank.\n- Chiara works for Atlas Freight.\n- Tessa works for Meridian Bank.\n- Vantage Air is headquartered in Porto.\n- Atlas Freight was founded in 1994.\n- Sofia reports to Mei.\n- Tessa reports to Lucia.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26118", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2820: employee Deshawn R., hired 29 March 2024, separated 12 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2820?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26119", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1961: employee Leila A., hired 28 July 2022, separated 29 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1961?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Atlas Freight.\n- Chiara reports to Felix.\n- Tessa works for Beacon Insurance.\n- Emeka reports to Kenji.\n- Pablo reports to Bruno.\n- Felix works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Northwind Systems was founded in 2004.\n- Jonas reports to Pablo.\n- Yuki reports to Jonas.\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Kenji works for Cedar Retail Group.\n- Atlas Freight is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Cedar Retail Group is headquartered in Halifax.\n- Emeka works for Atlas Freight.\n- Mei reports to Chiara.\n- Felix reports to Yuki.\n- Atlas Freight was founded in 1988.\n- Mei works for Cedar Retail Group.\n- Leila reports to Emeka.\n- Elena reports to Leila.\n- Tessa reports to Mei.\n- Pablo works for Northwind Systems.\n- Bruno reports to Elena.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2002.\n- Jonas works for Atlas Freight.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "2005", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Lucia reports to Dmitri.\n- Aisha works for Northwind Systems.\n- Amara reports to Aisha.\n- Priya works for Fernhill Foods.\n- Ravi works for Northwind Systems.\n- Vantage Air was founded in 2007.\n- Ravi reports to Amara.\n- Aisha reports to Chiara.\n- Sofia works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Deshawn works for Fernhill Foods.\n- Beacon Insurance is headquartered in Valencia.\n- Deshawn reports to Elena.\n- Lucia works for Vantage Air.\n- Chiara reports to Lucia.\n- Elena reports to Ravi.\n- Dmitri works for Northwind Systems.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance was founded in 1980.\n- Amara works for Fernhill Foods.\n- Sofia reports to Priya.\n- Priya reports to Deshawn.\n- Fernhill Foods was founded in 1993.\n- Chiara works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tobias.\n- Lattice Analytics is headquartered in Adelaide.\n- Sofia works for Pinnacle Software.\n- Nadia reports to Stefan.\n- Sofia reports to Nadia.\n- Jonas works for Pinnacle Software.\n- Beacon Insurance was founded in 1980.\n- Anders reports to Yuki.\n- Priya works for Helios Logistics.\n- Anders works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Callum reports to Anders.\n- Jonas reports to Sofia.\n- Yuki works for Pinnacle Software.\n- Helios Logistics is headquartered in Malmo.\n- Stefan works for Pinnacle Software.\n- Priya reports to Callum.\n- Wren works for Lattice Analytics.\n- Yuki reports to Jonas.\n- Beacon Insurance is headquartered in Malmo.\n- Tobias works for Beacon Insurance.\n- Bruno works for Pinnacle Software.\n- Lattice Analytics was founded in 2011.\n- Helios Logistics was founded in 2000.\n- Pinnacle Software is headquartered in Adelaide.\n- Pinnacle Software was founded in 2001.\n- Tobias reports to Bruno.\n- Stefan reports to Amara.\n- Wren reports to Priya.\n- Amara works for Pinnacle Software.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26123", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26124", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26125", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6107: employee Zoya T., hired 21 January 2022, separated 26 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6107?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Elena.\n- Elena works for Lattice Analytics.\n- Chiara reports to Bruno.\n- Sofia works for Crescent Telecom.\n- Lattice Analytics was founded in 1977.\n- Jonas reports to Tessa.\n- Ravi reports to Jonas.\n- Lattice Analytics is headquartered in Halifax.\n- Bruno works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Aisha works for Summit Energy.\n- Deshawn works for Helios Logistics.\n- Leila reports to Ravi.\n- Helios Logistics was founded in 1987.\n- Elena reports to Mara.\n- Summit Energy was founded in 2007.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Leila works for Summit Energy.\n- Mateo reports to Deshawn.\n- Tessa reports to Sofia.\n- Crescent Telecom is headquartered in Malmo.\n- Tessa works for Crescent Telecom.\n- Mateo works for Helios Logistics.\n- Summit Energy is headquartered in Malmo.\n- Ravi works for Crescent Telecom.\n- Deshawn reports to Aisha.\n- Crescent Telecom was founded in 1993.\n- Chiara works for Helios Logistics.\n- Sofia reports to Mateo.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26127", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6780: employee Anders M., hired 03 March 2024, separated 25 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6780?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Elena.\n- Beacon Insurance was founded in 2012.\n- Lucia reports to Leila.\n- Elena reports to Nadia.\n- Fernhill Foods is headquartered in Cork.\n- Zoya works for Beacon Insurance.\n- Sanne reports to Zoya.\n- Summit Energy is headquartered in Cork.\n- Nadia works for Cobalt Health.\n- Nadia reports to Lucia.\n- Viktor works for Beacon Insurance.\n- Cobalt Health was founded in 1987.\n- Cobalt Health is headquartered in Dunedin.\n- Zoya reports to Viktor.\n- Beacon Insurance is headquartered in Dunedin.\n- Mateo works for Cobalt Health.\n- Lucia works for Beacon Insurance.\n- Summit Energy was founded in 1981.\n- Elena works for Summit Energy.\n- Leila reports to Mateo.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26129", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1075: employee Ingrid A., hired 19 October 2023, separated 13 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1075?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Sanne.\n- Lucia reports to Omar.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods was founded in 2007.\n- Deshawn works for Crescent Telecom.\n- Deshawn reports to Bruno.\n- Mateo reports to Felix.\n- Dmitri reports to Nadia.\n- Crescent Telecom is headquartered in Tallinn.\n- Omar reports to Viktor.\n- Viktor reports to Mei.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Crescent Telecom was founded in 1997.\n- Atlas Freight is headquartered in Turku.\n- Omar works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Mei works for Atlas Freight.\n- Sofia reports to Deshawn.\n- Bruno reports to Mateo.\n- Sanne reports to Lucia.\n- Atlas Freight was founded in 2003.\n- Dmitri works for Vantage Air.\n- Nadia works for Vantage Air.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Sofia works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Mei reports to Dmitri.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2010", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Tobias reports to Tessa.\n- Helios Logistics was founded in 2004.\n- Meridian Bank was founded in 2015.\n- Aisha works for Lattice Analytics.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank is headquartered in Brno.\n- Cedar Retail Group was founded in 1996.\n- Yuki works for Cedar Retail Group.\n- Jonas reports to Chiara.\n- Chiara reports to Lucia.\n- Aisha reports to Kenji.\n- Cedar Retail Group is headquartered in Malmo.\n- Lattice Analytics was founded in 1987.\n- Tessa reports to Yuki.\n- Lucia reports to Tobias.\n- Deshawn reports to Jonas.\n- Lattice Analytics is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Elena works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Kenji reports to Elena.\n- Jonas works for Cedar Retail Group.\n- Elena reports to Deshawn.\n- Chiara works for Helios Logistics.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2010", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Mei reports to Chiara.\n- Summit Energy was founded in 2001.\n- Mei works for Cobalt Health.\n- Cedar Retail Group was founded in 1993.\n- Jonas works for Summit Energy.\n- Lucia works for Cobalt Health.\n- Sanne reports to Kenji.\n- Sanne works for Summit Energy.\n- Leila works for Cobalt Health.\n- Summit Energy is headquartered in Halifax.\n- Stefan works for Cobalt Health.\n- Jonas reports to Leila.\n- Leila reports to Ingrid.\n- Cobalt Health is headquartered in Halifax.\n- Felix reports to Lucia.\n- Stefan reports to Felix.\n- Kenji reports to Stefan.\n- Vantage Air is headquartered in Adelaide.\n- Kenji works for Vantage Air.\n- Cobalt Health was founded in 2009.\n- Lucia reports to Jonas.\n- Felix works for Vantage Air.\n- Cedar Retail Group is headquartered in Tallinn.\n- Vantage Air was founded in 1983.\n- Chiara works for Cedar Retail Group.\n- Chiara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Aisha.\n- Northwind Systems is headquartered in Austin.\n- Pinnacle Software is headquartered in Halifax.\n- Kenji reports to Stefan.\n- Northwind Systems was founded in 1981.\n- Callum reports to Viktor.\n- Kenji works for Pinnacle Software.\n- Aisha reports to Yuki.\n- Stefan works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.\n- Yuki reports to Anders.\n- Tessa works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Crescent Telecom was founded in 1988.\n- Stefan reports to Callum.\n- Pinnacle Software was founded in 1997.\n- Cobalt Health is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Viktor works for Pinnacle Software.\n- Cobalt Health was founded in 1990.\n- Anders works for Crescent Telecom.\n- Viktor reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26134", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26135", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26136", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Nadia reports to Mei.\n- Yuki reports to Dmitri.\n- Mei works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Dmitri reports to Callum.\n- Tessa works for Fernhill Foods.\n- Dmitri works for Summit Energy.\n- Yuki works for Summit Energy.\n- Zoya reports to Yuki.\n- Cedar Retail Group was founded in 1984.\n- Wren works for Lattice Analytics.\n- Kenji reports to Nadia.\n- Summit Energy is headquartered in Basel.\n- Fernhill Foods is headquartered in Basel.\n- Anders reports to Kenji.\n- Nadia works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Pablo reports to Wren.\n- Anders works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Wren reports to Hana.\n- Zoya works for Summit Energy.\n- Mei reports to Pablo.\n- Kenji works for Cedar Retail Group.\n- Tessa reports to Anders.\n- Summit Energy was founded in 1994.\n- Hana reports to Zoya.\n- Lattice Analytics was founded in 2002.\n- Cedar Retail Group is headquartered in Basel.\n- Fernhill Foods was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26138", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6941: employee Mateo K., hired 22 August 2023, separated 01 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6941?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26139", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 59213 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26140", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Emeka reports to Mateo.\n- Fernhill Foods is headquartered in Basel.\n- Vantage Air is headquartered in Ghent.\n- Tobias works for Atlas Freight.\n- Sanne reports to Amara.\n- Omar works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Vantage Air was founded in 2005.\n- Mateo reports to Mei.\n- Zoya works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Amara reports to Zoya.\n- Omar reports to Sanne.\n- Fernhill Foods was founded in 2011.\n- Mei reports to Tobias.\n- Atlas Freight is headquartered in Tampere.\n- Summit Energy was founded in 2002.\n- Amara works for Vantage Air.\n- Emeka works for Fernhill Foods.\n- Priya works for Atlas Freight.\n- Priya reports to Emeka.\n- Zoya reports to Priya.\n- Summit Energy is headquartered in Ghent.\n- Atlas Freight was founded in 2003.\n- Tobias reports to Viktor.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26142", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3585: employee Leila A., hired 09 March 2023, separated 19 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2026-3585 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$5,700", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3585 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26143", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26144", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26145", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3971: employee Deshawn A., hired 03 September 2023, separated 26 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3971?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Cobalt Health is headquartered in Halifax.\n- Lattice Analytics was founded in 1976.\n- Dmitri reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Mei reports to Priya.\n- Beacon Insurance was founded in 1992.\n- Omar reports to Elena.\n- Lucia works for Cobalt Health.\n- Priya reports to Tobias.\n- Fernhill Foods is headquartered in Cork.\n- Ravi works for Lattice Analytics.\n- Ingrid reports to Pablo.\n- Ingrid works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Elena reports to Lucia.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1989.\n- Ravi reports to Mei.\n- Pablo reports to Omar.\n- Tobias works for Fernhill Foods.\n- Mei works for Lattice Analytics.\n- Priya works for Cobalt Health.\n- Tobias reports to Dmitri.\n- Lattice Analytics is headquartered in Basel.\n- Pablo works for Beacon Insurance.\n- Fernhill Foods was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26147", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26148", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26149", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26150", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26151", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1999.\n- Fernhill Foods was founded in 2005.\n- Nadia works for Cobalt Health.\n- Lattice Analytics is headquartered in Porto.\n- Amara works for Atlas Freight.\n- Felix reports to Sofia.\n- Bruno works for Atlas Freight.\n- Felix works for Cobalt Health.\n- Bruno reports to Omar.\n- Jonas works for Atlas Freight.\n- Fernhill Foods is headquartered in Dunedin.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Nadia reports to Tessa.\n- Omar works for Lattice Analytics.\n- Sofia reports to Bruno.\n- Atlas Freight is headquartered in Ghent.\n- Sofia works for Fernhill Foods.\n- Omar reports to Jonas.\n- Lattice Analytics was founded in 1994.\n- Cobalt Health was founded in 2014.\n- Tessa reports to Amara.\n- Amara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26153", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1984.\n- Hana reports to Emeka.\n- Jonas works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Cobalt Health is headquartered in Valencia.\n- Emeka works for Fernhill Foods.\n- Summit Energy is headquartered in Turku.\n- Tessa reports to Bruno.\n- Bruno reports to Jonas.\n- Omar reports to Hana.\n- Cobalt Health was founded in 2003.\n- Cedar Retail Group is headquartered in Valencia.\n- Tessa works for Cobalt Health.\n- Jonas reports to Leila.\n- Bruno works for Cobalt Health.\n- Summit Energy was founded in 2009.\n- Viktor works for Fernhill Foods.\n- Cedar Retail Group was founded in 1996.\n- Omar works for Summit Energy.\n- Viktor reports to Tessa.\n- Emeka reports to Viktor.\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Priya reports to Pablo.\n- Crescent Telecom is headquartered in Leeds.\n- Tobias works for Crescent Telecom.\n- Wren reports to Callum.\n- Tessa reports to Priya.\n- Pablo reports to Ingrid.\n- Tessa works for Crescent Telecom.\n- Nadia reports to Deshawn.\n- Dmitri works for Pinnacle Software.\n- Wren works for Helios Logistics.\n- Beacon Insurance is headquartered in Leeds.\n- Pinnacle Software was founded in 2011.\n- Ingrid works for Beacon Insurance.\n- Pablo works for Pinnacle Software.\n- Deshawn reports to Tessa.\n- Priya works for Crescent Telecom.\n- Helios Logistics was founded in 1990.\n- Callum reports to Nadia.\n- Crescent Telecom was founded in 1982.\n- Deshawn works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Tobias reports to Wren.\n- Pinnacle Software is headquartered in Leeds.\n- Dmitri reports to Tobias.\n- Beacon Insurance was founded in 1980.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26156", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 September 2025): For employees hired on or after 27 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1530: employee Chiara K., hired 29 October 2024, separated 08 February 2027 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1530?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26157", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26158", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation", "4": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26159", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6037: employee Nadia K., hired 21 October 2021, separated 09 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6037?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26160", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 26523 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ravi.\n- Tessa works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Tessa reports to Amara.\n- Deshawn works for Atlas Freight.\n- Summit Energy was founded in 1977.\n- Deshawn reports to Zoya.\n- Atlas Freight was founded in 2004.\n- Zoya reports to Tobias.\n- Zoya works for Atlas Freight.\n- Ravi reports to Deshawn.\n- Chiara reports to Mara.\n- Tobias works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Mei works for Summit Energy.\n- Vantage Air was founded in 1979.\n- Tobias reports to Mei.\n- Summit Energy is headquartered in Brno.\n- Cedar Retail Group was founded in 1984.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Mei reports to Tessa.\n- Sofia works for Vantage Air.\n- Cedar Retail Group is headquartered in Brno.\n- Sofia reports to Chiara.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26162", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4886: employee Wren B., hired 05 June 2020, separated 27 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-4886 under the controlling rules.", "criteria": {"0": "$32,067", "1": "$8,400", "2": "$7,350", "3": "$7,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4886 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26163", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7412: employee Emeka M., hired 14 April 2022, separated 04 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7412?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26164", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6050: employee Kenji R., hired 17 August 2023, separated 04 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6050?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26165", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9559: employee Kenji S., hired 28 August 2023, separated 11 April 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-9559 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$7,231", "2": "$40,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26166", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1644: employee Ingrid K., hired 09 August 2020, separated 29 November 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1644?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Mara works for Helios Logistics.\n- Atlas Freight was founded in 2002.\n- Bruno reports to Aisha.\n- Aisha reports to Callum.\n- Atlas Freight is headquartered in Austin.\n- Omar works for Atlas Freight.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn reports to Zoya.\n- Ravi works for Pinnacle Software.\n- Deshawn works for Meridian Bank.\n- Callum works for Atlas Freight.\n- Zoya reports to Bruno.\n- Meridian Bank is headquartered in Tampere.\n- Ravi reports to Omar.\n- Felix reports to Deshawn.\n- Helios Logistics was founded in 1981.\n- Bruno works for Helios Logistics.\n- Pinnacle Software was founded in 1998.\n- Callum reports to Ravi.\n- Aisha works for Helios Logistics.\n- Meridian Bank was founded in 2004.\n- Emeka reports to Felix.\n- Felix works for Meridian Bank.\n- Mara reports to Emeka.\n- Helios Logistics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26168", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2263: employee Kenji M., hired 14 July 2020, separated 07 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2263?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26169", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Beacon Insurance is headquartered in Tampere.\n- Stefan works for Helios Logistics.\n- Vantage Air is headquartered in Cork.\n- Omar reports to Zoya.\n- Kenji works for Vantage Air.\n- Helios Logistics was founded in 1989.\n- Dmitri reports to Viktor.\n- Sanne reports to Tobias.\n- Kenji reports to Dmitri.\n- Zoya works for Helios Logistics.\n- Zoya reports to Kenji.\n- Emeka reports to Stefan.\n- Dmitri works for Cedar Retail Group.\n- Viktor reports to Emeka.\n- Beacon Insurance was founded in 2004.\n- Tobias works for Beacon Insurance.\n- Lucia reports to Omar.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Vantage Air was founded in 1998.\n- Sanne works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Cedar Retail Group was founded in 1980.\n- Stefan reports to Sanne.\n- Cedar Retail Group is headquartered in Cork.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Beacon Insurance is headquartered in Leeds.\n- Hana works for Vantage Air.\n- Beacon Insurance was founded in 1989.\n- Hana reports to Wren.\n- Zoya reports to Yuki.\n- Chiara reports to Hana.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Kenji works for Cedar Retail Group.\n- Dmitri reports to Kenji.\n- Zoya works for Beacon Insurance.\n- Vantage Air was founded in 1982.\n- Cedar Retail Group is headquartered in Leeds.\n- Yuki reports to Dmitri.\n- Vantage Air is headquartered in Nagoya.\n- Yuki works for Beacon Insurance.\n- Cedar Retail Group was founded in 1997.\n- Helios Logistics is headquartered in Bergen.\n- Wren reports to Mei.\n- Dmitri works for Beacon Insurance.\n- Wren works for Helios Logistics.\n- Kenji reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26172", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2335: employee Pablo B., hired 16 November 2021, separated 08 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2335?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26173", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9059: employee Ravi T., hired 05 February 2021, separated 02 August 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9059?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26174", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 February 2023): For employees hired on or after 11 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5918: employee Nadia T., hired 06 April 2022, separated 31 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5918?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26175", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 41688, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "request_refund", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Sanne reports to Bruno.\n- Stefan works for Beacon Insurance.\n- Crescent Telecom is headquartered in Porto.\n- Lucia reports to Sofia.\n- Hana works for Crescent Telecom.\n- Dmitri reports to Hana.\n- Sanne works for Crescent Telecom.\n- Pablo reports to Sanne.\n- Beacon Insurance was founded in 1980.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 1976.\n- Stefan reports to Dmitri.\n- Chiara reports to Pablo.\n- Bruno reports to Lucia.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Leila reports to Stefan.\n- Sofia reports to Leila.\n- Pinnacle Software was founded in 2013.\n- Fernhill Foods was founded in 1986.\n- Beacon Insurance is headquartered in Lyon.\n- Pinnacle Software is headquartered in Porto.\n- Chiara works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Dmitri works for Pinnacle Software.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Omar reports to Stefan.\n- Mei reports to Tessa.\n- Stefan reports to Mei.\n- Mei works for Beacon Insurance.\n- Viktor works for Pinnacle Software.\n- Zoya works for Lattice Analytics.\n- Yuki works for Beacon Insurance.\n- Meridian Bank was founded in 1998.\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software is headquartered in Lyon.\n- Beacon Insurance is headquartered in Halifax.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Lattice Analytics was founded in 1975.\n- Tessa works for Pinnacle Software.\n- Wren reports to Pablo.\n- Tessa reports to Viktor.\n- Omar works for Lattice Analytics.\n- Wren works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Amara reports to Yuki.\n- Stefan works for Pinnacle Software.\n- Pablo reports to Zoya.\n- Yuki reports to Wren.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26178", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26179", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26180", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26181", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 86164 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "request_refund", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26182", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3588: employee Bruno M., hired 03 May 2022, separated 09 July 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3588?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26183", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Atlas Freight was founded in 2009.\n- Lattice Analytics was founded in 1977.\n- Bruno reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Callum reports to Pablo.\n- Hana reports to Chiara.\n- Bruno works for Atlas Freight.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Emeka reports to Tessa.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki reports to Sanne.\n- Tessa reports to Callum.\n- Leila reports to Hana.\n- Hana works for Helios Logistics.\n- Pablo reports to Leila.\n- Sanne works for Bluepine Aviation.\n- Tessa works for Helios Logistics.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Sanne reports to Bruno.\n- Emeka works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Nagoya", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Hana.\n- Hana reports to Elena.\n- Crescent Telecom is headquartered in Nagoya.\n- Callum works for Summit Energy.\n- Jonas reports to Ingrid.\n- Sofia works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Vantage Air is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Lucia reports to Leila.\n- Crescent Telecom was founded in 1998.\n- Mara works for Crescent Telecom.\n- Summit Energy was founded in 1990.\n- Lucia works for Vantage Air.\n- Jonas works for Crescent Telecom.\n- Leila works for Vantage Air.\n- Pablo reports to Aisha.\n- Vantage Air was founded in 1977.\n- Bluepine Aviation was founded in 2007.\n- Ingrid works for Summit Energy.\n- Elena reports to Zoya.\n- Hana works for Vantage Air.\n- Pablo works for Vantage Air.\n- Bluepine Aviation is headquartered in Austin.\n- Aisha works for Bluepine Aviation.\n- Mara reports to Jonas.\n- Sofia reports to Pablo.\n- Elena works for Crescent Telecom.\n- Aisha reports to Mara.\n- Zoya works for Vantage Air.\n- Zoya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Tessa works for Pinnacle Software.\n- Zoya reports to Mei.\n- Aisha reports to Tessa.\n- Kenji works for Vantage Air.\n- Kenji reports to Omar.\n- Helios Logistics is headquartered in Bergen.\n- Beacon Insurance was founded in 2001.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Vantage Air was founded in 2008.\n- Mei reports to Jonas.\n- Mei works for Pinnacle Software.\n- Emeka reports to Bruno.\n- Helios Logistics was founded in 1999.\n- Bruno reports to Chiara.\n- Beacon Insurance is headquartered in Bergen.\n- Tessa reports to Deshawn.\n- Vantage Air is headquartered in Turku.\n- Chiara works for Vantage Air.\n- Omar works for Pinnacle Software.\n- Sofia reports to Zoya.\n- Deshawn reports to Emeka.\n- Bruno works for Pinnacle Software.\n- Deshawn works for Helios Logistics.\n- Pinnacle Software is headquartered in Adelaide.\n- Zoya works for Vantage Air.\n- Omar reports to Aisha.\n- Aisha works for Helios Logistics.\n- Jonas reports to Kenji.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1984.\n- Deshawn reports to Kenji.\n- Jonas reports to Nadia.\n- Kenji works for Summit Energy.\n- Cobalt Health was founded in 1995.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Jonas works for Cedar Retail Group.\n- Pablo reports to Jonas.\n- Sofia works for Cobalt Health.\n- Wren works for Cedar Retail Group.\n- Zoya reports to Aisha.\n- Zoya works for Cedar Retail Group.\n- Cobalt Health is headquartered in Halifax.\n- Aisha reports to Emeka.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Aisha works for Cedar Retail Group.\n- Deshawn works for Beacon Insurance.\n- Cedar Retail Group was founded in 2014.\n- Tobias works for Beacon Insurance.\n- Sofia reports to Deshawn.\n- Kenji reports to Tobias.\n- Mara works for Cedar Retail Group.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Mara reports to Sofia.\n- Beacon Insurance was founded in 2010.\n- Emeka reports to Wren.\n- Tobias reports to Zoya.\n- Wren reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tessa.\n- Emeka reports to Elena.\n- Elena works for Atlas Freight.\n- Sanne reports to Chiara.\n- Tessa works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Helios Logistics was founded in 1996.\n- Beacon Insurance was founded in 1979.\n- Meridian Bank is headquartered in Ghent.\n- Chiara reports to Mateo.\n- Bruno works for Helios Logistics.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Wren works for Beacon Insurance.\n- Atlas Freight is headquartered in Ghent.\n- Mara works for Atlas Freight.\n- Anders works for Meridian Bank.\n- Bruno reports to Hana.\n- Hana reports to Anders.\n- Anders reports to Wren.\n- Pablo reports to Bruno.\n- Emeka works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Pablo works for Meridian Bank.\n- Mateo reports to Mara.\n- Mara reports to Emeka.\n- Chiara works for Helios Logistics.\n- Hana works for Atlas Freight.\n- Beacon Insurance is headquartered in Tampere.\n- Meridian Bank was founded in 1985.\n- Tessa reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Mara reports to Tessa.\n- Kenji works for Cobalt Health.\n- Viktor reports to Kenji.\n- Amara reports to Zoya.\n- Lucia reports to Viktor.\n- Beacon Insurance was founded in 1980.\n- Beacon Insurance is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tallinn.\n- Viktor works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Tessa works for Cedar Retail Group.\n- Cobalt Health was founded in 1983.\n- Cedar Retail Group was founded in 2013.\n- Kenji reports to Amara.\n- Omar works for Cedar Retail Group.\n- Amara works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1982.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Dunedin.\n- Felix reports to Omar.\n- Tessa reports to Felix.\n- Zoya works for Cobalt Health.\n- Wren reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Anders.\n- Felix works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Oslo.\n- Pablo works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Yuki reports to Felix.\n- Felix reports to Sofia.\n- Northwind Systems is headquartered in Basel.\n- Anders works for Fernhill Foods.\n- Northwind Systems was founded in 1996.\n- Cedar Retail Group is headquartered in Bergen.\n- Crescent Telecom is headquartered in Basel.\n- Bruno works for Crescent Telecom.\n- Ingrid reports to Bruno.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 1978.\n- Tobias works for Cedar Retail Group.\n- Bruno reports to Pablo.\n- Fernhill Foods was founded in 1982.\n- Cedar Retail Group was founded in 1984.\n- Ingrid works for Crescent Telecom.\n- Sofia reports to Tobias.\n- Anders reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26191", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26193", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26194", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7123: employee Omar T., hired 22 February 2023, separated 19 May 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-7123 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$4,500", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26195", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3141: employee Sanne A., hired 29 January 2023, separated 17 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3141?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26196", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3755: employee Felix S., hired 30 July 2022, separated 28 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3755?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26197", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5512: employee Leila T., hired 04 October 2021, separated 02 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5512?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Deshawn reports to Anders.\n- Summit Energy is headquartered in Malmo.\n- Bluepine Aviation was founded in 1990.\n- Amara works for Bluepine Aviation.\n- Nadia reports to Hana.\n- Atlas Freight is headquartered in Porto.\n- Viktor reports to Deshawn.\n- Leila works for Atlas Freight.\n- Fernhill Foods was founded in 1982.\n- Deshawn works for Atlas Freight.\n- Nadia works for Summit Energy.\n- Elena reports to Emeka.\n- Yuki works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Elena works for Atlas Freight.\n- Anders reports to Nadia.\n- Chiara reports to Amara.\n- Leila reports to Yuki.\n- Fernhill Foods is headquartered in Oslo.\n- Summit Energy was founded in 1975.\n- Hana reports to Chiara.\n- Emeka reports to Bruno.\n- Bluepine Aviation is headquartered in Porto.\n- Anders works for Fernhill Foods.\n- Bruno works for Bluepine Aviation.\n- Atlas Freight was founded in 2002.\n- Amara reports to Elena.\n- Yuki reports to Viktor.\n- Emeka works for Bluepine Aviation.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26199", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9913: employee Leila T., hired 07 September 2023, separated 24 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9913?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26200", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26201", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2002.\n- Pablo reports to Anders.\n- Yuki reports to Tobias.\n- Kenji reports to Mateo.\n- Cedar Retail Group is headquartered in Malmo.\n- Mateo reports to Callum.\n- Vantage Air is headquartered in Turku.\n- Anders works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Wren works for Summit Energy.\n- Mei works for Cedar Retail Group.\n- Mateo works for Summit Energy.\n- Mei reports to Pablo.\n- Sofia reports to Tessa.\n- Ingrid reports to Yuki.\n- Pablo works for Cedar Retail Group.\n- Tobias reports to Wren.\n- Wren reports to Kenji.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Fernhill Foods is headquartered in Ghent.\n- Kenji works for Summit Energy.\n- Fernhill Foods was founded in 2008.\n- Summit Energy is headquartered in Malmo.\n- Vantage Air was founded in 2004.\n- Yuki works for Vantage Air.\n- Callum works for Vantage Air.\n- Sofia works for Summit Energy.\n- Anders reports to Sofia.\n- Callum reports to Mei.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26203", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9681: employee Viktor K., hired 05 March 2024, separated 07 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-9681 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$30,333", "2": "$2,275", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9681 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26204", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26205", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3119: employee Wren A., hired 16 June 2024, separated 26 December 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-3119 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,625", "2": "$15,167", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26206", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26207", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26208", "family": "intent_v3", "state": "Incoming support message:\n\"Order 40263 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "exchange_item", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2013.\n- Yuki reports to Mateo.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1975.\n- Viktor reports to Emeka.\n- Mei reports to Hana.\n- Mei works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Amara reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Beacon Insurance was founded in 2009.\n- Viktor works for Beacon Insurance.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas works for Bluepine Aviation.\n- Emeka works for Cobalt Health.\n- Mateo reports to Amara.\n- Hana reports to Yuki.\n- Cobalt Health is headquartered in Oslo.\n- Hana works for Crescent Telecom.\n- Yuki works for Bluepine Aviation.\n- Emeka reports to Lucia.\n- Jonas reports to Elena.\n- Kenji reports to Jonas.\n- Crescent Telecom was founded in 1998.\n- Elena reports to Mei.\n- Beacon Insurance is headquartered in Lyon.\n- Elena works for Cobalt Health.\n- Kenji works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Mateo works for Beacon Insurance.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1978", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26210", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Jonas.\n- Emeka works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2013.\n- Deshawn works for Vantage Air.\n- Elena works for Vantage Air.\n- Emeka reports to Hana.\n- Beacon Insurance is headquartered in Bergen.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Basel.\n- Jonas reports to Anders.\n- Hana reports to Amara.\n- Vantage Air was founded in 1976.\n- Lattice Analytics was founded in 2003.\n- Nadia works for Ironwood Manufacturing.\n- Anders works for Vantage Air.\n- Lattice Analytics is headquartered in Bergen.\n- Jonas works for Lattice Analytics.\n- Hana works for Vantage Air.\n- Omar reports to Elena.\n- Anders reports to Emeka.\n- Beacon Insurance was founded in 1998.\n- Deshawn reports to Omar.\n- Elena reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Amara works for Vantage Air.\n- Wren reports to Nadia.\n- Tessa works for Beacon Insurance.\n- Nadia reports to Deshawn.\n- Tessa reports to Wren.\n- Omar works for Vantage Air.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26212", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6280: employee Leila K., hired 23 October 2023, separated 02 March 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6280?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Callum.\n- Helios Logistics was founded in 2004.\n- Vantage Air was founded in 2012.\n- Emeka reports to Stefan.\n- Crescent Telecom was founded in 1984.\n- Stefan works for Helios Logistics.\n- Callum reports to Ingrid.\n- Kenji works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Beacon Insurance was founded in 2004.\n- Helios Logistics is headquartered in Cork.\n- Ingrid works for Helios Logistics.\n- Nadia reports to Emeka.\n- Nadia works for Vantage Air.\n- Beacon Insurance is headquartered in Valencia.\n- Sofia reports to Hana.\n- Emeka works for Crescent Telecom.\n- Callum works for Beacon Insurance.\n- Hana reports to Nadia.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Kenji reports to Sofia.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26214", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26215", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 November 2023): For employees hired on or after 04 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9767: employee Ravi B., hired 01 December 2022, separated 06 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9767?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26216", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ingrid.\n- Omar works for Bluepine Aviation.\n- Sanne reports to Leila.\n- Ingrid reports to Ravi.\n- Crescent Telecom is headquartered in Halifax.\n- Sanne works for Summit Energy.\n- Zoya works for Fernhill Foods.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods is headquartered in Malmo.\n- Leila works for Fernhill Foods.\n- Wren reports to Kenji.\n- Omar reports to Tessa.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Wren works for Bluepine Aviation.\n- Zoya reports to Sanne.\n- Fernhill Foods was founded in 1975.\n- Kenji reports to Omar.\n- Ravi reports to Aisha.\n- Ingrid works for Bluepine Aviation.\n- Lucia reports to Bruno.\n- Crescent Telecom was founded in 1982.\n- Tessa works for Bluepine Aviation.\n- Lucia works for Fernhill Foods.\n- Aisha reports to Lucia.\n- Summit Energy is headquartered in Malmo.\n- Tessa reports to Zoya.\n- Kenji works for Summit Energy.\n- Bluepine Aviation was founded in 1998.\n- Aisha works for Bluepine Aviation.\n- Summit Energy was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26218", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26219", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5353: employee Ravi A., hired 22 December 2022, separated 09 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-5353?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26220", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-6 (VERSION 6, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8126: employee Elena R., hired 19 October 2021, separated 20 February 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-8126 under the controlling rules.", "criteria": {"0": "$81,900", "1": "$18,400", "2": "$18,812", "3": "$18,900"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26221", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2269: employee Tobias M., hired 22 February 2021, separated 07 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2269?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Priya reports to Yuki.\n- Helios Logistics was founded in 2000.\n- Fernhill Foods is headquartered in Halifax.\n- Mara reports to Mateo.\n- Priya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1980.\n- Bluepine Aviation is headquartered in Brno.\n- Lucia works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Sanne works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Sanne reports to Stefan.\n- Yuki works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Mateo reports to Lucia.\n- Mateo works for Fernhill Foods.\n- Yuki reports to Mara.\n- Helios Logistics is headquartered in Halifax.\n- Fernhill Foods was founded in 2008.\n- Mara works for Helios Logistics.\n- Beacon Insurance was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26223", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26224", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2379: employee Viktor R., hired 08 May 2023, separated 04 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2379?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26225", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6556: employee Viktor K., hired 13 May 2023, separated 11 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6556?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26226", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7841: employee Wren A., hired 28 May 2023, separated 07 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7841?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26227", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6029: employee Bruno M., hired 23 October 2020, separated 08 December 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-6029 under the controlling rules.", "criteria": {"0": "$39,650", "1": "$9,150", "2": "$7,150", "3": "$9,225"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26228", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 25 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7193: employee Priya R., hired 03 January 2024, separated 24 June 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-7193 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$6,000", "3": "$625"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Anders works for Fernhill Foods.\n- Amara reports to Yuki.\n- Nadia works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Nadia reports to Tobias.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group was founded in 1999.\n- Stefan reports to Lucia.\n- Fernhill Foods was founded in 1997.\n- Cobalt Health was founded in 1988.\n- Mateo reports to Mara.\n- Omar reports to Stefan.\n- Fernhill Foods is headquartered in Leeds.\n- Stefan works for Cedar Retail Group.\n- Sofia reports to Jonas.\n- Jonas reports to Anders.\n- Cobalt Health is headquartered in Halifax.\n- Omar works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.\n- Mara reports to Omar.\n- Sofia works for Lattice Analytics.\n- Tobias reports to Mateo.\n- Tobias works for Cobalt Health.\n- Yuki reports to Nadia.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Mara works for Fernhill Foods.\n- Lucia reports to Sofia.\n- Lattice Analytics was founded in 1984.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "2000", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26230", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9267: employee Emeka K., hired 05 January 2022, separated 22 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-9267 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$4,000", "2": "$17,333", "3": "$3,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26231", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Jonas works for Pinnacle Software.\n- Lucia reports to Bruno.\n- Jonas reports to Deshawn.\n- Bruno works for Bluepine Aviation.\n- Chiara reports to Viktor.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Sofia works for Bluepine Aviation.\n- Mei reports to Omar.\n- Viktor works for Northwind Systems.\n- Deshawn reports to Sanne.\n- Deshawn works for Fernhill Foods.\n- Lucia works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Northwind Systems is headquartered in Brno.\n- Fernhill Foods was founded in 1993.\n- Omar reports to Sofia.\n- Pinnacle Software was founded in 2014.\n- Northwind Systems was founded in 1998.\n- Pinnacle Software is headquartered in Dunedin.\n- Viktor reports to Jonas.\n- Bruno reports to Mei.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Bluepine Aviation was founded in 1997.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26233", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26234", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26235", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26236", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 January 2026): For employees hired on or after 02 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1718: employee Emeka B., hired 26 October 2025, separated 26 February 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-1718 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$1,312", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Omar works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1983.\n- Tessa reports to Omar.\n- Wren reports to Pablo.\n- Anders reports to Lucia.\n- Priya reports to Wren.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Anders works for Cobalt Health.\n- Pablo reports to Tessa.\n- Cobalt Health is headquartered in Dunedin.\n- Lucia works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Bruno works for Crescent Telecom.\n- Felix works for Beacon Insurance.\n- Wren works for Ironwood Manufacturing.\n- Priya works for Cobalt Health.\n- Lucia reports to Aisha.\n- Bruno reports to Jonas.\n- Ironwood Manufacturing was founded in 1991.\n- Omar reports to Anders.\n- Aisha works for Cobalt Health.\n- Crescent Telecom is headquartered in Turku.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Aisha reports to Bruno.\n- Beacon Insurance was founded in 1994.\n- Jonas reports to Stefan.\n- Ironwood Manufacturing is headquartered in Austin.\n- Felix reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26238", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9973: employee Kenji B., hired 01 November 2022, separated 19 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9973?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26239", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Sofia works for Northwind Systems.\n- Dmitri reports to Priya.\n- Anders reports to Kenji.\n- Meridian Bank was founded in 1988.\n- Emeka reports to Callum.\n- Crescent Telecom was founded in 2004.\n- Dmitri works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Callum reports to Sofia.\n- Northwind Systems was founded in 1986.\n- Sofia reports to Dmitri.\n- Priya works for Pinnacle Software.\n- Anders works for Crescent Telecom.\n- Kenji reports to Tessa.\n- Pinnacle Software is headquartered in Oslo.\n- Priya reports to Anders.\n- Meridian Bank is headquartered in Oslo.\n- Crescent Telecom is headquartered in Brno.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26241", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 June 2023): For employees hired on or after 29 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9054: employee Sanne R., hired 24 September 2021, separated 31 October 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9054?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26242", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 June 2025): For employees hired on or after 07 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5575: employee Mateo B., hired 03 April 2024, separated 14 September 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5575?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Bergen.\n- Lucia reports to Jonas.\n- Helios Logistics is headquartered in Turku.\n- Mateo works for Fernhill Foods.\n- Lucia works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Nadia reports to Bruno.\n- Helios Logistics was founded in 2000.\n- Mateo reports to Priya.\n- Bruno works for Cedar Retail Group.\n- Ingrid works for Pinnacle Software.\n- Priya reports to Ingrid.\n- Wren reports to Lucia.\n- Cedar Retail Group is headquartered in Bergen.\n- Ingrid reports to Nadia.\n- Wren works for Fernhill Foods.\n- Pinnacle Software was founded in 2015.\n- Fernhill Foods is headquartered in Halifax.\n- Priya works for Helios Logistics.\n- Fernhill Foods was founded in 1976.\n- Bruno reports to Wren.\n- Cedar Retail Group was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Mara reports to Tobias.\n- Atlas Freight was founded in 1995.\n- Mei works for Vantage Air.\n- Chiara reports to Mei.\n- Lattice Analytics was founded in 1987.\n- Dmitri works for Vantage Air.\n- Lattice Analytics is headquartered in Halifax.\n- Sofia reports to Chiara.\n- Aisha reports to Ravi.\n- Pinnacle Software is headquartered in Porto.\n- Vantage Air is headquartered in Basel.\n- Ravi works for Atlas Freight.\n- Vantage Air was founded in 1994.\n- Tobias works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Dmitri reports to Aisha.\n- Atlas Freight is headquartered in Austin.\n- Tobias reports to Dmitri.\n- Mei reports to Mara.\n- Mara works for Vantage Air.\n- Pinnacle Software was founded in 1985.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Elena works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Deshawn reports to Ravi.\n- Helios Logistics was founded in 1983.\n- Fernhill Foods is headquartered in Lyon.\n- Fernhill Foods was founded in 2004.\n- Tessa reports to Hana.\n- Cobalt Health is headquartered in Tampere.\n- Anders reports to Elena.\n- Elena reports to Mateo.\n- Pablo works for Fernhill Foods.\n- Ravi reports to Tessa.\n- Mateo reports to Pablo.\n- Stefan works for Cobalt Health.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Tessa works for Cobalt Health.\n- Mateo works for Helios Logistics.\n- Hana works for Cobalt Health.\n- Pablo reports to Stefan.\n- Cobalt Health was founded in 2009.\n- Ironwood Manufacturing was founded in 1988.\n- Ravi works for Helios Logistics.\n- Aisha works for Cobalt Health.\n- Aisha reports to Anders.\n- Hana reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26247", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ingrid.\n- Jonas works for Vantage Air.\n- Bruno works for Vantage Air.\n- Sanne reports to Dmitri.\n- Elena works for Pinnacle Software.\n- Meridian Bank is headquartered in Nagoya.\n- Callum works for Pinnacle Software.\n- Felix reports to Chiara.\n- Ingrid reports to Jonas.\n- Dmitri works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Fernhill Foods is headquartered in Cork.\n- Bruno reports to Callum.\n- Vantage Air was founded in 1983.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Chiara reports to Sanne.\n- Vantage Air is headquartered in Lyon.\n- Pinnacle Software was founded in 1981.\n- Callum reports to Lucia.\n- Lucia reports to Elena.\n- Elena reports to Omar.\n- Dmitri reports to Sofia.\n- Jonas reports to Bruno.\n- Lucia works for Pinnacle Software.\n- Chiara works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Ingrid works for Meridian Bank.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Dmitri reports to Zoya.\n- Crescent Telecom is headquartered in Adelaide.\n- Zoya reports to Anders.\n- Pablo works for Crescent Telecom.\n- Leila reports to Wren.\n- Cobalt Health was founded in 1994.\n- Anders works for Crescent Telecom.\n- Wren reports to Ravi.\n- Viktor reports to Dmitri.\n- Pablo reports to Bruno.\n- Ravi works for Lattice Analytics.\n- Leila works for Cobalt Health.\n- Wren works for Northwind Systems.\n- Cobalt Health is headquartered in Valencia.\n- Lattice Analytics is headquartered in Austin.\n- Viktor works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Lattice Analytics was founded in 1985.\n- Amara works for Crescent Telecom.\n- Anders reports to Amara.\n- Crescent Telecom was founded in 2007.\n- Amara reports to Pablo.\n- Ravi reports to Viktor.\n- Northwind Systems was founded in 1980.\n- Zoya works for Cobalt Health.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26250", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 February 2023): For employees hired on or after 11 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7590: employee Mateo M., hired 20 December 2021, separated 25 August 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7590?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26251", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 32464 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26252", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Kenji works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Lattice Analytics is headquartered in Ghent.\n- Kenji reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mara reports to Viktor.\n- Viktor reports to Omar.\n- Mateo reports to Chiara.\n- Ingrid reports to Mara.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Kenji.\n- Lattice Analytics was founded in 1989.\n- Omar works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Omar reports to Stefan.\n- Beacon Insurance was founded in 2005.\n- Beacon Insurance is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1978.\n- Mara works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sanne.\n- Lattice Analytics was founded in 1986.\n- Mara works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Felix reports to Ravi.\n- Jonas works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Bruno works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Amara reports to Bruno.\n- Jonas reports to Amara.\n- Mara reports to Felix.\n- Ravi works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.\n- Omar works for Pinnacle Software.\n- Lattice Analytics is headquartered in Dunedin.\n- Sanne reports to Jonas.\n- Nadia reports to Leila.\n- Cedar Retail Group was founded in 2008.\n- Meridian Bank was founded in 1976.\n- Amara works for Lattice Analytics.\n- Bruno reports to Omar.\n- Pinnacle Software is headquartered in Halifax.\n- Omar reports to Mara.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Meridian Bank is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26255", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26256", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26257", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26258", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26259", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 27 January 2023): For employees hired on or after 27 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4135: employee Jonas B., hired 29 September 2020, separated 15 December 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-4135 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$7,000", "2": "$6,000", "3": "$4,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4135 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26260", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26261", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2599: employee Tessa K., hired 17 October 2020, separated 10 February 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-2599 under the controlling rules.", "criteria": {"0": "$11,800", "1": "$10,750", "2": "$46,800", "3": "$10,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26262", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Bluepine Aviation was founded in 1991.\n- Tessa works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1995.\n- Helios Logistics is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Leeds.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Fernhill Foods was founded in 1984.\n- Pablo reports to Yuki.\n- Emeka works for Helios Logistics.\n- Stefan works for Fernhill Foods.\n- Felix reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Ravi reports to Wren.\n- Mara reports to Felix.\n- Mateo reports to Anders.\n- Ravi works for Ironwood Manufacturing.\n- Mateo works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Yuki works for Ironwood Manufacturing.\n- Emeka reports to Mara.\n- Anders reports to Tessa.\n- Yuki reports to Ravi.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1992.\n- Tessa reports to Pablo.\n- Deshawn reports to Stefan.\n- Wren reports to Emeka.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26264", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1576: employee Dmitri M., hired 18 March 2024, separated 26 October 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-1576 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$3,600", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26265", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26266", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2648: employee Ravi A., hired 17 July 2023, separated 12 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2648?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2648 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26267", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Hana reports to Mei.\n- Dmitri reports to Ravi.\n- Crescent Telecom was founded in 1995.\n- Ingrid reports to Wren.\n- Bruno reports to Hana.\n- Ingrid works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Emeka works for Atlas Freight.\n- Mei works for Crescent Telecom.\n- Sanne works for Vantage Air.\n- Mateo reports to Bruno.\n- Anders reports to Tessa.\n- Ravi works for Vantage Air.\n- Anders works for Crescent Telecom.\n- Mei reports to Ingrid.\n- Vantage Air is headquartered in Austin.\n- Ravi reports to Emeka.\n- Wren works for Vantage Air.\n- Hana works for Atlas Freight.\n- Fernhill Foods was founded in 2003.\n- Tessa works for Vantage Air.\n- Fernhill Foods is headquartered in Austin.\n- Mateo works for Atlas Freight.\n- Wren reports to Anders.\n- Atlas Freight was founded in 1987.\n- Tessa reports to Dmitri.\n- Emeka reports to Sanne.\n- Atlas Freight is headquartered in Lyon.\n- Dmitri works for Fernhill Foods.\n- Bruno works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26269", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26270", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 35700 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Northwind Systems was founded in 1981.\n- Deshawn reports to Mara.\n- Priya reports to Deshawn.\n- Vantage Air is headquartered in Oslo.\n- Pablo works for Pinnacle Software.\n- Emeka reports to Omar.\n- Nadia works for Vantage Air.\n- Emeka works for Vantage Air.\n- Pinnacle Software is headquartered in Ghent.\n- Mara works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Pablo reports to Nadia.\n- Deshawn works for Northwind Systems.\n- Priya works for Pinnacle Software.\n- Summit Energy is headquartered in Ghent.\n- Pinnacle Software was founded in 1994.\n- Bruno reports to Pablo.\n- Nadia reports to Priya.\n- Northwind Systems is headquartered in Austin.\n- Bruno works for Summit Energy.\n- Omar reports to Bruno.\n- Vantage Air was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Felix works for Lattice Analytics.\n- Tessa reports to Tobias.\n- Kenji works for Ironwood Manufacturing.\n- Anders works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Mateo reports to Tessa.\n- Bluepine Aviation was founded in 2010.\n- Amara works for Ironwood Manufacturing.\n- Amara reports to Anders.\n- Lattice Analytics is headquartered in Oslo.\n- Felix reports to Amara.\n- Lattice Analytics was founded in 1984.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Anders reports to Mateo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Deshawn reports to Sofia.\n- Ironwood Manufacturing was founded in 1996.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2006.\n- Yuki reports to Kenji.\n- Atlas Freight is headquartered in Tampere.\n- Kenji reports to Felix.\n- Mateo works for Ironwood Manufacturing.\n- Tobias reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tallinn.\n- Aisha works for Vantage Air.\n- Tobias reports to Wren.\n- Tobias works for Vantage Air.\n- Helios Logistics is headquartered in Dunedin.\n- Zoya reports to Mateo.\n- Anders works for Vantage Air.\n- Kenji reports to Aisha.\n- Kenji works for Vantage Air.\n- Anders reports to Zoya.\n- Priya reports to Dmitri.\n- Helios Logistics was founded in 2009.\n- Callum works for Vantage Air.\n- Pinnacle Software is headquartered in Halifax.\n- Tessa reports to Callum.\n- Ingrid works for Vantage Air.\n- Pinnacle Software was founded in 1991.\n- Aisha reports to Tobias.\n- Priya works for Helios Logistics.\n- Ingrid reports to Anders.\n- Mateo works for Pinnacle Software.\n- Wren reports to Priya.\n- Vantage Air was founded in 1991.\n- Lattice Analytics was founded in 1990.\n- Vantage Air is headquartered in Dunedin.\n- Tessa works for Pinnacle Software.\n- Dmitri reports to Ingrid.\n- Dmitri works for Lattice Analytics.\n- Wren works for Helios Logistics.\n- Mateo reports to Tessa.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Ravi reports to Aisha.\n- Aisha works for Atlas Freight.\n- Northwind Systems was founded in 1977.\n- Crescent Telecom is headquartered in Nagoya.\n- Lattice Analytics was founded in 1983.\n- Mei reports to Chiara.\n- Crescent Telecom was founded in 1996.\n- Aisha reports to Priya.\n- Priya works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Priya reports to Anders.\n- Mei works for Lattice Analytics.\n- Chiara works for Atlas Freight.\n- Lattice Analytics is headquartered in Cork.\n- Ravi works for Northwind Systems.\n- Jonas reports to Felix.\n- Anders works for Lattice Analytics.\n- Anders reports to Mei.\n- Felix works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 1999.\n- Felix reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Cedar Retail Group was founded in 2005.\n- Kenji reports to Mara.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Mateo.\n- Beacon Insurance is headquartered in Lyon.\n- Mei works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Bergen.\n- Felix reports to Amara.\n- Pinnacle Software was founded in 1992.\n- Jonas reports to Kenji.\n- Mateo reports to Mei.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Beacon Insurance was founded in 1990.\n- Vantage Air is headquartered in Bergen.\n- Mei reports to Felix.\n- Jonas works for Cedar Retail Group.\n- Mara reports to Nadia.\n- Mateo works for Beacon Insurance.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sanne.\n- Anders works for Pinnacle Software.\n- Ravi works for Cobalt Health.\n- Cedar Retail Group is headquartered in Lyon.\n- Leila works for Cedar Retail Group.\n- Yuki reports to Bruno.\n- Bruno works for Atlas Freight.\n- Pinnacle Software was founded in 1982.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Zoya.\n- Callum works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Sanne works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Leeds.\n- Atlas Freight is headquartered in Leeds.\n- Amara reports to Jonas.\n- Amara works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Cobalt Health is headquartered in Leeds.\n- Cobalt Health was founded in 1995.\n- Ravi reports to Leila.\n- Anders reports to Yuki.\n- Elena reports to Callum.\n- Zoya reports to Elena.\n- Sanne reports to Amara.\n- Zoya works for Atlas Freight.\n- Cedar Retail Group was founded in 1989.\n- Atlas Freight was founded in 2004.\n- Hana works for Cedar Retail Group.\n- Bruno reports to Hana.\n- Callum reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26277", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26278", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26279", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 9572 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Deshawn works for Summit Energy.\n- Bruno works for Cedar Retail Group.\n- Chiara reports to Bruno.\n- Dmitri reports to Anders.\n- Cedar Retail Group is headquartered in Brno.\n- Jonas works for Summit Energy.\n- Pablo reports to Kenji.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Mei works for Lattice Analytics.\n- Vantage Air is headquartered in Brno.\n- Mei reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Kenji reports to Deshawn.\n- Dmitri works for Vantage Air.\n- Anders works for Summit Energy.\n- Pablo works for Summit Energy.\n- Bruno reports to Tobias.\n- Tobias reports to Jonas.\n- Cedar Retail Group was founded in 1977.\n- Ravi reports to Dmitri.\n- Anders reports to Chiara.\n- Chiara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Tampere.\n- Tobias works for Lattice Analytics.\n- Stefan reports to Ravi.\n- Lattice Analytics was founded in 2001.\n- Deshawn reports to Mei.\n- Summit Energy was founded in 1978.\n- Vantage Air was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26281", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "weather", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26282", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26283", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26284", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9596: employee Amara K., hired 12 March 2021, separated 18 January 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2026-9596 under the controlling rules.", "criteria": {"0": "$8,700", "1": "$10,600", "2": "$37,267", "3": "$8,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26285", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1486: employee Viktor T., hired 16 November 2021, separated 29 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1486?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26286", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26287", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1503: employee Dmitri K., hired 28 February 2021, separated 24 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1503?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26288", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26289", "family": "intent_v3", "state": "Incoming support message:\n\"30519 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26290", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Tobias reports to Mara.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid reports to Pablo.\n- Vantage Air is headquartered in Halifax.\n- Elena works for Cedar Retail Group.\n- Mara reports to Elena.\n- Pablo works for Vantage Air.\n- Sanne works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Halifax.\n- Sofia works for Vantage Air.\n- Lucia reports to Ravi.\n- Omar works for Cedar Retail Group.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Tobias works for Vantage Air.\n- Cedar Retail Group was founded in 1993.\n- Sofia reports to Aisha.\n- Pablo reports to Tobias.\n- Ironwood Manufacturing was founded in 1993.\n- Elena reports to Chiara.\n- Chiara reports to Sanne.\n- Aisha works for Vantage Air.\n- Sanne reports to Lucia.\n- Omar reports to Sofia.\n- Ravi reports to Omar.\n- Chiara works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1996.\n- Vantage Air was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26292", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26293", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 75544 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26294", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Brno.\n- Omar reports to Ravi.\n- Pinnacle Software is headquartered in Tallinn.\n- Felix works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Felix reports to Nadia.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Brno.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Deshawn works for Pinnacle Software.\n- Vantage Air was founded in 2002.\n- Deshawn reports to Tessa.\n- Tobias reports to Deshawn.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Felix.\n- Fernhill Foods was founded in 1995.\n- Ravi works for Fernhill Foods.\n- Cedar Retail Group was founded in 1993.\n- Lucia reports to Omar.\n- Ravi reports to Tobias.\n- Nadia works for Cedar Retail Group.\n- Pinnacle Software was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Amara.\n- Beacon Insurance is headquartered in Brno.\n- Summit Energy is headquartered in Porto.\n- Leila reports to Hana.\n- Ingrid reports to Callum.\n- Callum reports to Chiara.\n- Summit Energy was founded in 1978.\n- Zoya reports to Anders.\n- Amara reports to Zoya.\n- Fernhill Foods was founded in 1997.\n- Elena reports to Leila.\n- Hana works for Beacon Insurance.\n- Kenji reports to Lucia.\n- Hana reports to Bruno.\n- Lucia reports to Elena.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1983.\n- Leila works for Fernhill Foods.\n- Beacon Insurance was founded in 2004.\n- Ingrid works for Beacon Insurance.\n- Bruno reports to Ingrid.\n- Fernhill Foods is headquartered in Brno.\n- Amara works for Fernhill Foods.\n- Callum works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Lucia works for Ironwood Manufacturing.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2014.\n- Ingrid reports to Mateo.\n- Chiara reports to Priya.\n- Chiara works for Fernhill Foods.\n- Northwind Systems is headquartered in Porto.\n- Mateo reports to Mara.\n- Ingrid works for Fernhill Foods.\n- Mara reports to Amara.\n- Mara works for Northwind Systems.\n- Tessa reports to Ingrid.\n- Beacon Insurance is headquartered in Porto.\n- Pablo works for Beacon Insurance.\n- Nadia reports to Sofia.\n- Leila works for Northwind Systems.\n- Cobalt Health was founded in 2012.\n- Sofia works for Cobalt Health.\n- Tessa works for Fernhill Foods.\n- Mateo works for Cobalt Health.\n- Amara works for Northwind Systems.\n- Priya reports to Tessa.\n- Beacon Insurance was founded in 1977.\n- Priya works for Beacon Insurance.\n- Amara reports to Emeka.\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Nadia.\n- Northwind Systems was founded in 1981.\n- Cobalt Health is headquartered in Leeds.\n- Nadia works for Fernhill Foods.\n- Emeka works for Northwind Systems.\n- Sofia reports to Leila.\n- Pablo reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26298", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2637: employee Dmitri S., hired 16 April 2021, separated 14 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-2637 under the controlling rules.", "criteria": {"0": "$16,250", "1": "$70,417", "2": "$18,250", "3": "$17,625"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26299", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26300", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26301", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26302", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4405: employee Chiara B., hired 30 March 2022, separated 22 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4405?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26303", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3439: employee Deshawn K., hired 27 November 2024, separated 02 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-3439 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$13,867", "2": "$3,200", "3": "$3,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26304", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26305", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9312: employee Kenji T., hired 20 June 2022, separated 27 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9312?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mara.\n- Sanne reports to Dmitri.\n- Lattice Analytics was founded in 1982.\n- Cedar Retail Group is headquartered in Austin.\n- Dmitri works for Fernhill Foods.\n- Beacon Insurance was founded in 2002.\n- Tessa reports to Callum.\n- Pablo reports to Emeka.\n- Mara works for Beacon Insurance.\n- Yuki reports to Tobias.\n- Lattice Analytics is headquartered in Austin.\n- Kenji reports to Sanne.\n- Callum reports to Anders.\n- Cedar Retail Group was founded in 1998.\n- Mara reports to Tessa.\n- Callum works for Fernhill Foods.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Emeka works for Fernhill Foods.\n- Sanne works for Fernhill Foods.\n- Emeka reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Fernhill Foods was founded in 1984.\n- Tessa works for Fernhill Foods.\n- Tobias works for Cedar Retail Group.\n- Omar reports to Kenji.\n- Omar works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Anders reports to Pablo.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26307", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26308", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Yuki.\n- Hana works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Mei works for Pinnacle Software.\n- Meridian Bank was founded in 1993.\n- Priya reports to Callum.\n- Priya works for Lattice Analytics.\n- Callum works for Pinnacle Software.\n- Tobias reports to Mei.\n- Nadia reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software was founded in 2013.\n- Callum reports to Nadia.\n- Meridian Bank is headquartered in Turku.\n- Summit Energy is headquartered in Valencia.\n- Summit Energy was founded in 2007.\n- Hana reports to Tobias.\n- Nadia works for Summit Energy.\n- Pinnacle Software is headquartered in Valencia.\n- Lattice Analytics was founded in 1977.\n- Yuki works for Lattice Analytics.\n- Bruno reports to Hana.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26310", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26311", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26312", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26313", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Priya reports to Pablo.\n- Amara works for Crescent Telecom.\n- Lattice Analytics was founded in 1989.\n- Summit Energy is headquartered in Oslo.\n- Anders reports to Tobias.\n- Chiara reports to Stefan.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Brno.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Ingrid works for Summit Energy.\n- Pablo reports to Elena.\n- Crescent Telecom was founded in 1986.\n- Tobias works for Summit Energy.\n- Omar reports to Priya.\n- Hana works for Lattice Analytics.\n- Crescent Telecom is headquartered in Brno.\n- Tobias reports to Omar.\n- Ingrid reports to Chiara.\n- Emeka works for Lattice Analytics.\n- Amara reports to Emeka.\n- Bluepine Aviation was founded in 1981.\n- Hana reports to Ingrid.\n- Anders works for Summit Energy.\n- Elena reports to Hana.\n- Pablo works for Crescent Telecom.\n- Summit Energy was founded in 1976.\n- Priya works for Crescent Telecom.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26315", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5007: employee Pablo M., hired 06 June 2021, separated 21 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5007?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5007 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1997.\n- Lattice Analytics is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Dmitri reports to Stefan.\n- Sanne reports to Pablo.\n- Stefan works for Cobalt Health.\n- Anders reports to Wren.\n- Bruno works for Lattice Analytics.\n- Cobalt Health is headquartered in Valencia.\n- Jonas reports to Sanne.\n- Dmitri works for Lattice Analytics.\n- Bruno reports to Ingrid.\n- Beacon Insurance was founded in 2014.\n- Ingrid reports to Anders.\n- Stefan reports to Jonas.\n- Wren works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Anders works for Lattice Analytics.\n- Crescent Telecom is headquartered in Austin.\n- Pablo works for Lattice Analytics.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom was founded in 2001.\n- Ingrid works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Tobias reports to Bruno.\n- Pablo reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1986", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26317", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26318", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4788: employee Tessa B., hired 25 December 2022, separated 08 December 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4788?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Pinnacle Software.\n- Mateo reports to Leila.\n- Tessa reports to Deshawn.\n- Cedar Retail Group was founded in 1988.\n- Kenji reports to Mateo.\n- Meridian Bank was founded in 1975.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Brno.\n- Deshawn reports to Bruno.\n- Leila reports to Tessa.\n- Bruno works for Pinnacle Software.\n- Kenji works for Fernhill Foods.\n- Dmitri works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Fernhill Foods was founded in 1992.\n- Leila works for Fernhill Foods.\n- Stefan reports to Dmitri.\n- Pinnacle Software is headquartered in Basel.\n- Dmitri reports to Kenji.\n- Stefan works for Fernhill Foods.\n- Pinnacle Software was founded in 2000.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Atlas Freight.\n- Omar reports to Chiara.\n- Zoya works for Vantage Air.\n- Mateo reports to Zoya.\n- Chiara works for Crescent Telecom.\n- Helios Logistics was founded in 1998.\n- Crescent Telecom is headquartered in Oslo.\n- Amara reports to Hana.\n- Chiara reports to Ravi.\n- Helios Logistics is headquartered in Oslo.\n- Vantage Air was founded in 2001.\n- Tobias works for Helios Logistics.\n- Zoya reports to Yuki.\n- Yuki reports to Bruno.\n- Hana works for Crescent Telecom.\n- Ravi reports to Mateo.\n- Yuki works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Mateo works for Crescent Telecom.\n- Atlas Freight was founded in 2005.\n- Hana reports to Omar.\n- Atlas Freight is headquartered in Ghent.\n- Bruno works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.\n- Vantage Air is headquartered in Lyon.\n- Tobias reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26321", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4482: employee Wren S., hired 02 August 2022, separated 25 December 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-4482 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$8,000", "2": "$6,800", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26322", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1018: employee Amara K., hired 05 December 2020, separated 08 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1018?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26323", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Lucia.\n- Ravi reports to Leila.\n- Pablo reports to Ravi.\n- Ravi works for Atlas Freight.\n- Cobalt Health was founded in 2013.\n- Sofia works for Atlas Freight.\n- Leila reports to Sofia.\n- Pablo works for Cobalt Health.\n- Felix reports to Mara.\n- Pinnacle Software is headquartered in Basel.\n- Chiara reports to Felix.\n- Cobalt Health is headquartered in Austin.\n- Leila works for Atlas Freight.\n- Sofia reports to Chiara.\n- Chiara works for Cobalt Health.\n- Atlas Freight was founded in 2002.\n- Felix works for Cobalt Health.\n- Mara reports to Stefan.\n- Pinnacle Software was founded in 1994.\n- Atlas Freight is headquartered in Leeds.\n- Jonas reports to Elena.\n- Viktor works for Atlas Freight.\n- Jonas works for Pinnacle Software.\n- Stefan reports to Viktor.\n- Lucia works for Pinnacle Software.\n- Vantage Air was founded in 1998.\n- Mara works for Pinnacle Software.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Stefan works for Pinnacle Software.\n- Viktor reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2005", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26325", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26326", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-6 (VERSION 3, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 June 2023): For employees hired on or after 28 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3537: employee Pablo R., hired 09 February 2021, separated 20 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3537?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26327", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26328", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7430: employee Viktor B., hired 22 August 2021, separated 18 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-7430 under the controlling rules.", "criteria": {"0": "$6,650", "1": "$7,500", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26329", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9818: employee Bruno A., hired 30 April 2020, separated 18 December 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9818?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26330", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4287: employee Dmitri K., hired 26 May 2022, separated 05 January 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-4287 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$6,231", "2": "$11,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Amara.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Mateo reports to Aisha.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Leila.\n- Meridian Bank is headquartered in Turku.\n- Bluepine Aviation was founded in 1985.\n- Amara reports to Callum.\n- Amara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2005.\n- Cobalt Health is headquartered in Valencia.\n- Leila reports to Sanne.\n- Aisha works for Meridian Bank.\n- Leila works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Mateo works for Meridian Bank.\n- Cedar Retail Group is headquartered in Turku.\n- Cobalt Health was founded in 1988.\n- Callum works for Cobalt Health.\n- Sanne reports to Mateo.\n- Callum reports to Tessa.\n- Meridian Bank was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26332", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8344: employee Leila S., hired 07 October 2021, separated 16 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8344?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26333", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6588: employee Tessa M., hired 14 May 2022, separated 28 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6588?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Aisha reports to Tobias.\n- Bluepine Aviation was founded in 1998.\n- Tobias works for Summit Energy.\n- Meridian Bank was founded in 2014.\n- Ingrid reports to Jonas.\n- Jonas reports to Tessa.\n- Bluepine Aviation is headquartered in Dunedin.\n- Summit Energy was founded in 1978.\n- Callum works for Meridian Bank.\n- Leila reports to Aisha.\n- Anders reports to Pablo.\n- Pablo reports to Callum.\n- Jonas works for Summit Energy.\n- Mara works for Bluepine Aviation.\n- Mei works for Summit Energy.\n- Callum reports to Ingrid.\n- Tessa works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Dmitri works for Summit Energy.\n- Leila works for Bluepine Aviation.\n- Tessa reports to Mei.\n- Crescent Telecom is headquartered in Dunedin.\n- Tobias reports to Dmitri.\n- Mei reports to Mara.\n- Summit Energy is headquartered in Lyon.\n- Aisha works for Meridian Bank.\n- Dmitri reports to Anders.\n- Ingrid works for Summit Energy.\n- Crescent Telecom was founded in 1991.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26335", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26336", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mara.\n- Northwind Systems was founded in 1994.\n- Emeka works for Summit Energy.\n- Stefan works for Pinnacle Software.\n- Wren reports to Anders.\n- Mara works for Summit Energy.\n- Pinnacle Software was founded in 1982.\n- Emeka reports to Deshawn.\n- Jonas reports to Stefan.\n- Summit Energy was founded in 1978.\n- Pablo reports to Jonas.\n- Cedar Retail Group is headquartered in Valencia.\n- Jonas works for Cedar Retail Group.\n- Deshawn works for Pinnacle Software.\n- Anders reports to Viktor.\n- Stefan reports to Emeka.\n- Pablo works for Cedar Retail Group.\n- Elena works for Northwind Systems.\n- Mara reports to Pablo.\n- Viktor reports to Elena.\n- Cedar Retail Group was founded in 2007.\n- Wren works for Pinnacle Software.\n- Viktor works for Northwind Systems.\n- Anders works for Cedar Retail Group.\n- Northwind Systems is headquartered in Bergen.\n- Summit Energy is headquartered in Austin.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26338", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Omar reports to Nadia.\n- Nadia works for Atlas Freight.\n- Anders reports to Omar.\n- Bluepine Aviation is headquartered in Halifax.\n- Bluepine Aviation was founded in 2011.\n- Aisha reports to Zoya.\n- Atlas Freight was founded in 2012.\n- Vantage Air is headquartered in Basel.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Deshawn reports to Tobias.\n- Wren works for Summit Energy.\n- Wren reports to Aisha.\n- Tobias reports to Anders.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Anders works for Bluepine Aviation.\n- Vantage Air was founded in 2007.\n- Aisha works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Tobias works for Atlas Freight.\n- Zoya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26340", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1996.\n- Ravi reports to Lucia.\n- Dmitri works for Pinnacle Software.\n- Emeka reports to Dmitri.\n- Summit Energy is headquartered in Brno.\n- Pinnacle Software was founded in 1998.\n- Ravi works for Summit Energy.\n- Beacon Insurance is headquartered in Bergen.\n- Kenji works for Summit Energy.\n- Omar reports to Sofia.\n- Vantage Air is headquartered in Tallinn.\n- Bruno reports to Ravi.\n- Lucia works for Beacon Insurance.\n- Sofia reports to Kenji.\n- Emeka works for Beacon Insurance.\n- Sofia works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Omar works for Vantage Air.\n- Nadia reports to Wren.\n- Stefan reports to Omar.\n- Dmitri reports to Bruno.\n- Vantage Air was founded in 2003.\n- Stefan works for Summit Energy.\n- Tobias reports to Stefan.\n- Tobias works for Vantage Air.\n- Pinnacle Software is headquartered in Brno.\n- Summit Energy was founded in 2008.\n- Kenji reports to Nadia.\n- Wren works for Summit Energy.\n- Lucia reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26342", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26343", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 08 August 2024): For employees hired on or after 08 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6440: employee Sanne R., hired 06 April 2023, separated 18 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6440?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26344", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Austin.\n- Viktor reports to Pablo.\n- Felix reports to Ingrid.\n- Summit Energy is headquartered in Tallinn.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Beacon Insurance.\n- Tobias reports to Jonas.\n- Mara reports to Mei.\n- Bluepine Aviation is headquartered in Ghent.\n- Beacon Insurance was founded in 2007.\n- Cedar Retail Group is headquartered in Nagoya.\n- Dmitri reports to Felix.\n- Felix works for Summit Energy.\n- Jonas reports to Mara.\n- Pablo reports to Amara.\n- Ingrid reports to Tobias.\n- Tobias works for Summit Energy.\n- Amara reports to Dmitri.\n- Bluepine Aviation was founded in 2001.\n- Pablo works for Bluepine Aviation.\n- Mara works for Beacon Insurance.\n- Summit Energy was founded in 2013.\n- Ingrid works for Summit Energy.\n- Cedar Retail Group was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26346", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2672: employee Amara A., hired 22 May 2023, separated 28 February 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-2672 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$4,725", "2": "$7,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Bruno.\n- Anders reports to Mei.\n- Fernhill Foods is headquartered in Bergen.\n- Zoya reports to Yuki.\n- Bruno reports to Zoya.\n- Bruno works for Bluepine Aviation.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Cobalt Health was founded in 1997.\n- Zoya works for Cobalt Health.\n- Ravi reports to Tobias.\n- Bluepine Aviation was founded in 2003.\n- Ingrid reports to Tessa.\n- Tobias works for Cobalt Health.\n- Ravi works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Tessa reports to Anders.\n- Cobalt Health is headquartered in Austin.\n- Meridian Bank is headquartered in Austin.\n- Meridian Bank was founded in 2013.\n- Tobias reports to Callum.\n- Mei works for Bluepine Aviation.\n- Tessa works for Cobalt Health.\n- Yuki reports to Ravi.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Yuki.\n- Helios Logistics was founded in 1981.\n- Beacon Insurance was founded in 2010.\n- Helios Logistics is headquartered in Dunedin.\n- Summit Energy is headquartered in Ghent.\n- Lattice Analytics was founded in 2010.\n- Anders works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Hana reports to Stefan.\n- Bruno works for Helios Logistics.\n- Sanne reports to Pablo.\n- Lucia works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Bruno.\n- Pablo works for Summit Energy.\n- Lucia reports to Anders.\n- Stefan reports to Kenji.\n- Nadia reports to Lucia.\n- Pablo reports to Nadia.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy was founded in 2008.\n- Nadia works for Helios Logistics.\n- Yuki reports to Sanne.\n- Sanne works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1984", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26349", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 15437 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26350", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7578: employee Leila R., hired 05 May 2022, separated 30 July 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-7578 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,950", "2": "$26,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2008.\n- Sofia reports to Pablo.\n- Crescent Telecom was founded in 2004.\n- Summit Energy was founded in 1976.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Zoya.\n- Elena works for Beacon Insurance.\n- Vantage Air was founded in 1994.\n- Viktor reports to Omar.\n- Zoya works for Beacon Insurance.\n- Summit Energy is headquartered in Austin.\n- Lucia reports to Elena.\n- Pablo reports to Lucia.\n- Beacon Insurance is headquartered in Turku.\n- Elena reports to Viktor.\n- Aisha works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Omar reports to Aisha.\n- Sofia works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Vantage Air is headquartered in Halifax.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Basel.\n- Jonas reports to Sofia.\n- Jonas works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Basel.\n- Atlas Freight is headquartered in Brno.\n- Stefan reports to Mei.\n- Mei works for Bluepine Aviation.\n- Mei reports to Omar.\n- Sofia reports to Zoya.\n- Omar works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2010.\n- Ingrid works for Fernhill Foods.\n- Stefan works for Bluepine Aviation.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2014.\n- Ingrid reports to Sanne.\n- Sanne reports to Jonas.\n- Ironwood Manufacturing was founded in 2002.\n- Sanne works for Bluepine Aviation.\n- Zoya reports to Stefan.\n- Bluepine Aviation was founded in 2014.\n- Ironwood Manufacturing is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "2005", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26353", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26354", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 April 2025): For employees hired on or after 05 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8821: employee Sofia S., hired 12 June 2024, separated 07 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-8821 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$6,620", "2": "$10,385", "3": "$8,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26355", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 4385\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "cancel_order", "3": "report_damage", "4": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26356", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26357", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9603: employee Ingrid S., hired 08 November 2022, separated 08 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9603?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26358", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26359", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5413: employee Lucia S., hired 22 December 2022, separated 04 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5413?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Cobalt Health is headquartered in Halifax.\n- Summit Energy was founded in 1990.\n- Pinnacle Software was founded in 2002.\n- Bruno works for Summit Energy.\n- Pablo reports to Yuki.\n- Yuki works for Cobalt Health.\n- Chiara works for Pinnacle Software.\n- Nadia works for Ironwood Manufacturing.\n- Omar reports to Pablo.\n- Yuki reports to Jonas.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Aisha works for Cobalt Health.\n- Jonas reports to Chiara.\n- Omar works for Summit Energy.\n- Jonas works for Pinnacle Software.\n- Summit Energy is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2001.\n- Nadia reports to Aisha.\n- Chiara reports to Bruno.\n- Bruno reports to Nadia.\n- Cobalt Health was founded in 1998.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26361", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Pinnacle Software was founded in 2013.\n- Yuki works for Summit Energy.\n- Kenji reports to Viktor.\n- Northwind Systems is headquartered in Malmo.\n- Mei works for Pinnacle Software.\n- Viktor reports to Ingrid.\n- Sanne works for Summit Energy.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Tessa reports to Sanne.\n- Viktor works for Beacon Insurance.\n- Deshawn reports to Tessa.\n- Beacon Insurance was founded in 1983.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 1988.\n- Mei reports to Kenji.\n- Sanne reports to Mei.\n- Ingrid reports to Yuki.\n- Ingrid works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Kenji works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Helios Logistics is headquartered in Porto.\n- Wren works for Bluepine Aviation.\n- Mateo reports to Yuki.\n- Omar works for Helios Logistics.\n- Priya works for Cedar Retail Group.\n- Crescent Telecom was founded in 2003.\n- Hana reports to Stefan.\n- Kenji works for Crescent Telecom.\n- Stefan reports to Wren.\n- Omar reports to Dmitri.\n- Kenji reports to Omar.\n- Helios Logistics was founded in 1987.\n- Bluepine Aviation is headquartered in Porto.\n- Yuki reports to Priya.\n- Bluepine Aviation was founded in 1977.\n- Mei reports to Mateo.\n- Wren reports to Kenji.\n- Stefan works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1977.\n- Dmitri works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Porto.\n- Hana works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Dmitri reports to Mei.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26364", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26365", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Anders works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.\n- Cobalt Health was founded in 1995.\n- Nadia reports to Omar.\n- Jonas works for Meridian Bank.\n- Yuki reports to Nadia.\n- Viktor reports to Priya.\n- Yuki works for Bluepine Aviation.\n- Priya reports to Anders.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar reports to Ingrid.\n- Bluepine Aviation was founded in 1977.\n- Ingrid reports to Leila.\n- Anders reports to Felix.\n- Viktor works for Bluepine Aviation.\n- Lattice Analytics was founded in 1978.\n- Leila works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Ingrid works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Felix reports to Yuki.\n- Meridian Bank was founded in 2006.\n- Jonas reports to Viktor.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1973", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26368", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5070: employee Kenji K., hired 25 February 2020, separated 25 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5070?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26369", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Pablo works for Northwind Systems.\n- Ingrid reports to Bruno.\n- Nadia works for Vantage Air.\n- Meridian Bank was founded in 1994.\n- Vantage Air is headquartered in Malmo.\n- Lattice Analytics is headquartered in Malmo.\n- Yuki reports to Nadia.\n- Meridian Bank is headquartered in Dunedin.\n- Ingrid works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Vantage Air was founded in 2002.\n- Northwind Systems was founded in 1979.\n- Pablo reports to Stefan.\n- Yuki works for Meridian Bank.\n- Stefan reports to Ingrid.\n- Ravi works for Meridian Bank.\n- Northwind Systems is headquartered in Oslo.\n- Lattice Analytics was founded in 1983.\n- Mara reports to Ravi.\n- Nadia reports to Mara.\n- Bruno reports to Yuki.\n- Stefan works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26371", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 April 2025): For employees hired on or after 09 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6912: employee Nadia S., hired 12 May 2022, separated 15 November 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6912?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26372", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1985.\n- Chiara works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Amara reports to Mei.\n- Nadia reports to Pablo.\n- Jonas reports to Amara.\n- Tobias reports to Ravi.\n- Ravi reports to Chiara.\n- Yuki reports to Mara.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 2011.\n- Sofia works for Vantage Air.\n- Pinnacle Software is headquartered in Ghent.\n- Jonas works for Pinnacle Software.\n- Mei works for Fernhill Foods.\n- Nadia works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Amara works for Vantage Air.\n- Mara reports to Tobias.\n- Chiara reports to Callum.\n- Callum works for Vantage Air.\n- Fernhill Foods was founded in 1997.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1979.\n- Yuki works for Vantage Air.\n- Callum reports to Sofia.\n- Ravi works for Vantage Air.\n- Fernhill Foods is headquartered in Oslo.\n- Mara works for Fernhill Foods.\n- Mei reports to Yuki.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26374", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Tessa reports to Bruno.\n- Bluepine Aviation was founded in 1982.\n- Meridian Bank was founded in 2009.\n- Atlas Freight was founded in 2012.\n- Lucia reports to Stefan.\n- Anders works for Meridian Bank.\n- Bruno reports to Priya.\n- Lucia works for Atlas Freight.\n- Vantage Air was founded in 2000.\n- Bruno works for Vantage Air.\n- Omar works for Vantage Air.\n- Atlas Freight is headquartered in Malmo.\n- Ravi reports to Anders.\n- Tessa works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Amara reports to Viktor.\n- Priya works for Bluepine Aviation.\n- Viktor works for Meridian Bank.\n- Stefan reports to Tessa.\n- Bluepine Aviation is headquartered in Cork.\n- Priya reports to Omar.\n- Vantage Air is headquartered in Tampere.\n- Viktor reports to Lucia.\n- Omar reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26376", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26377", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Felix.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1996.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1997.\n- Felix works for Ironwood Manufacturing.\n- Mateo works for Bluepine Aviation.\n- Leila works for Cobalt Health.\n- Omar reports to Hana.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Jonas works for Bluepine Aviation.\n- Pablo works for Cobalt Health.\n- Tobias reports to Omar.\n- Ironwood Manufacturing was founded in 2000.\n- Stefan works for Meridian Bank.\n- Jonas reports to Leila.\n- Mateo reports to Stefan.\n- Leila reports to Mateo.\n- Stefan reports to Mei.\n- Mei reports to Dmitri.\n- Dmitri reports to Chiara.\n- Tobias works for Meridian Bank.\n- Bluepine Aviation was founded in 2014.\n- Mei works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Bluepine Aviation is headquartered in Ghent.\n- Chiara reports to Tobias.\n- Omar works for Bluepine Aviation.\n- Felix reports to Pablo.\n- Meridian Bank is headquartered in Cork.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26379", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 July 2025): For employees hired on or after 05 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6546: employee Viktor K., hired 12 June 2022, separated 30 January 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6546?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6546 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26380", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26381", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1405: employee Mei M., hired 22 November 2022, separated 05 August 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-1405 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$6,750", "2": "$6,300", "3": "$29,467"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Bluepine Aviation.\n- Tessa works for Lattice Analytics.\n- Pablo reports to Callum.\n- Bluepine Aviation is headquartered in Halifax.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1979.\n- Nadia works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Lattice Analytics is headquartered in Basel.\n- Bluepine Aviation was founded in 1975.\n- Emeka reports to Chiara.\n- Sanne reports to Zoya.\n- Amara works for Crescent Telecom.\n- Atlas Freight is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Nadia reports to Tessa.\n- Viktor reports to Pablo.\n- Lattice Analytics was founded in 2005.\n- Sanne works for Lattice Analytics.\n- Emeka works for Atlas Freight.\n- Zoya reports to Viktor.\n- Wren reports to Nadia.\n- Wren works for Bluepine Aviation.\n- Chiara reports to Sanne.\n- Tessa reports to Amara.\n- Amara reports to Dmitri.\n- Crescent Telecom was founded in 2000.\n- Dmitri works for Bluepine Aviation.\n- Callum reports to Wren.\n- Zoya works for Crescent Telecom.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Halifax", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26383", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 November 2025): For employees hired on or after 28 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3808: employee Leila B., hired 06 January 2024, separated 14 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3808?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ingrid.\n- Cobalt Health is headquartered in Tampere.\n- Ingrid reports to Ravi.\n- Sofia works for Beacon Insurance.\n- Deshawn reports to Yuki.\n- Leila reports to Emeka.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Wren works for Cobalt Health.\n- Wren reports to Deshawn.\n- Cobalt Health was founded in 1983.\n- Ingrid works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Deshawn works for Summit Energy.\n- Emeka reports to Aisha.\n- Summit Energy was founded in 1984.\n- Beacon Insurance was founded in 1986.\n- Ravi works for Beacon Insurance.\n- Summit Energy is headquartered in Leeds.\n- Yuki works for Beacon Insurance.\n- Emeka works for Cobalt Health.\n- Beacon Insurance is headquartered in Tampere.\n- Aisha reports to Mateo.\n- Yuki reports to Sofia.\n- Ironwood Manufacturing was founded in 2002.\n- Aisha works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Ravi reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26385", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 August 2025): For employees hired on or after 29 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3002: employee Felix A., hired 14 August 2022, separated 03 September 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3002?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26386", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 58893 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26387", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6738: employee Emeka S., hired 19 August 2023, separated 21 April 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-6738 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$3,000", "2": "$2,975", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ravi.\n- Kenji works for Cobalt Health.\n- Tobias reports to Jonas.\n- Mateo works for Fernhill Foods.\n- Ravi works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Wren works for Cobalt Health.\n- Jonas works for Meridian Bank.\n- Cobalt Health was founded in 2003.\n- Stefan works for Atlas Freight.\n- Stefan reports to Dmitri.\n- Cobalt Health is headquartered in Ghent.\n- Atlas Freight is headquartered in Oslo.\n- Zoya reports to Tobias.\n- Meridian Bank was founded in 1987.\n- Fernhill Foods is headquartered in Austin.\n- Meridian Bank is headquartered in Ghent.\n- Jonas reports to Kenji.\n- Dmitri reports to Zoya.\n- Yuki works for Fernhill Foods.\n- Atlas Freight was founded in 2004.\n- Wren reports to Mateo.\n- Yuki reports to Wren.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Fernhill Foods was founded in 2007.\n- Ravi reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26389", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26390", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26391", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9037: employee Tessa T., hired 08 December 2022, separated 23 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9037?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Bruno works for Vantage Air.\n- Tobias reports to Jonas.\n- Stefan reports to Anders.\n- Anders reports to Sofia.\n- Ravi reports to Dmitri.\n- Atlas Freight was founded in 2015.\n- Lattice Analytics is headquartered in Cork.\n- Tobias works for Atlas Freight.\n- Lattice Analytics was founded in 2004.\n- Dmitri reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Sofia reports to Tobias.\n- Dmitri works for Lattice Analytics.\n- Fernhill Foods was founded in 1993.\n- Sofia works for Lattice Analytics.\n- Omar reports to Callum.\n- Chiara works for Lattice Analytics.\n- Bruno reports to Omar.\n- Callum reports to Mara.\n- Ravi works for Vantage Air.\n- Callum works for Fernhill Foods.\n- Vantage Air is headquartered in Valencia.\n- Anders works for Atlas Freight.\n- Mara reports to Chiara.\n- Chiara reports to Ravi.\n- Vantage Air was founded in 2013.\n- Atlas Freight is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2011", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26393", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26394", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26395", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6485: employee Deshawn A., hired 20 August 2024, separated 23 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6485?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26396", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26397", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 72925\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Wren reports to Mara.\n- Stefan reports to Wren.\n- Ingrid works for Bluepine Aviation.\n- Jonas reports to Mei.\n- Omar works for Lattice Analytics.\n- Omar reports to Jonas.\n- Cobalt Health was founded in 2011.\n- Jonas works for Bluepine Aviation.\n- Tessa reports to Hana.\n- Stefan works for Fernhill Foods.\n- Sanne reports to Omar.\n- Wren works for Lattice Analytics.\n- Sanne works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Lattice Analytics is headquartered in Nagoya.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1980.\n- Fernhill Foods was founded in 2009.\n- Fernhill Foods is headquartered in Austin.\n- Bluepine Aviation was founded in 2015.\n- Mei reports to Ingrid.\n- Mara reports to Sanne.\n- Hana reports to Stefan.\n- Bluepine Aviation is headquartered in Austin.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26399", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Elena reports to Callum.\n- Helios Logistics is headquartered in Nagoya.\n- Omar works for Helios Logistics.\n- Omar reports to Mei.\n- Priya reports to Tessa.\n- Tessa reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Dmitri reports to Chiara.\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lattice Analytics was founded in 2014.\n- Dmitri works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Helios Logistics was founded in 1994.\n- Chiara works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Leeds.\n- Callum reports to Dmitri.\n- Vantage Air was founded in 1987.\n- Mei reports to Priya.\n- Tessa works for Lattice Analytics.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26401", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26402", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-2 (VERSION 5, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9177: employee Sanne R., hired 12 June 2020, separated 05 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-9177 under the controlling rules.", "criteria": {"0": "$4,875", "1": "$21,667", "2": "$3,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26403", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 78937 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26404", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26405", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9386: employee Mara T., hired 02 February 2023, separated 02 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9386?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26406", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26407", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 August 2023): For employees hired on or after 04 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8206: employee Wren M., hired 03 December 2022, separated 26 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8206?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26408", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1647: employee Leila K., hired 26 September 2022, separated 09 December 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1647?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Omar reports to Nadia.\n- Omar works for Meridian Bank.\n- Priya reports to Lucia.\n- Bluepine Aviation was founded in 1990.\n- Yuki works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Meridian Bank was founded in 1988.\n- Lucia reports to Yuki.\n- Emeka reports to Omar.\n- Yuki reports to Leila.\n- Chiara works for Meridian Bank.\n- Lattice Analytics was founded in 2006.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Nadia reports to Mateo.\n- Bluepine Aviation is headquartered in Cork.\n- Emeka works for Bluepine Aviation.\n- Helios Logistics was founded in 2015.\n- Leila reports to Emeka.\n- Priya works for Lattice Analytics.\n- Chiara reports to Pablo.\n- Helios Logistics is headquartered in Dunedin.\n- Leila works for Meridian Bank.\n- Lattice Analytics is headquartered in Halifax.\n- Mateo reports to Chiara.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26410", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1478: employee Aisha A., hired 11 December 2020, separated 02 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1478?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26411", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 85262\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26412", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "test_results", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Leila.\n- Zoya works for Cobalt Health.\n- Pablo reports to Ravi.\n- Kenji works for Meridian Bank.\n- Kenji reports to Mei.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Hana reports to Zoya.\n- Meridian Bank was founded in 1980.\n- Helios Logistics was founded in 1975.\n- Anders works for Cedar Retail Group.\n- Anders reports to Kenji.\n- Cedar Retail Group was founded in 1978.\n- Ravi works for Helios Logistics.\n- Zoya reports to Pablo.\n- Hana works for Cedar Retail Group.\n- Cobalt Health is headquartered in Lyon.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Mei reports to Hana.\n- Cobalt Health was founded in 1984.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26414", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26415", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26416", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation", "4": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26417", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lattice Analytics is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Porto.\n- Stefan reports to Mateo.\n- Lattice Analytics was founded in 1993.\n- Tobias reports to Sanne.\n- Mateo works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Yuki reports to Callum.\n- Helios Logistics is headquartered in Nagoya.\n- Yuki works for Ironwood Manufacturing.\n- Amara reports to Stefan.\n- Sanne reports to Bruno.\n- Mateo reports to Yuki.\n- Stefan works for Lattice Analytics.\n- Tobias works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1995.\n- Helios Logistics was founded in 2015.\n- Pinnacle Software was founded in 1994.\n- Callum reports to Tobias.\n- Bruno works for Pinnacle Software.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26419", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-7 (VERSION 3, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 February 2023): For employees hired on or after 11 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8711: employee Chiara R., hired 12 January 2022, separated 01 July 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8711?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26420", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2502: employee Omar K., hired 26 October 2021, separated 14 August 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2502?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26421", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26422", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26423", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26424", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4545: employee Mei M., hired 30 November 2022, separated 06 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4545?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26425", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 26763 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Pablo.\n- Bruno reports to Hana.\n- Lucia works for Meridian Bank.\n- Hana reports to Viktor.\n- Helios Logistics is headquartered in Adelaide.\n- Priya reports to Lucia.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Cedar Retail Group was founded in 2014.\n- Bluepine Aviation was founded in 1983.\n- Priya works for Helios Logistics.\n- Pablo works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Ingrid reports to Wren.\n- Meridian Bank is headquartered in Lyon.\n- Anders reports to Bruno.\n- Zoya works for Meridian Bank.\n- Viktor reports to Ingrid.\n- Nadia reports to Anders.\n- Bluepine Aviation is headquartered in Lyon.\n- Bruno works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Wren works for Helios Logistics.\n- Ingrid works for Meridian Bank.\n- Nadia works for Cedar Retail Group.\n- Pablo reports to Priya.\n- Wren reports to Zoya.\n- Viktor works for Bluepine Aviation.\n- Lucia reports to Elena.\n- Cedar Retail Group is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26427", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26428", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9070: employee Priya T., hired 14 February 2022, separated 21 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9070?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cedar Retail Group.\n- Summit Energy was founded in 2015.\n- Cedar Retail Group was founded in 2008.\n- Ravi works for Cedar Retail Group.\n- Stefan reports to Aisha.\n- Fernhill Foods is headquartered in Nagoya.\n- Lattice Analytics was founded in 2011.\n- Ravi reports to Stefan.\n- Fernhill Foods was founded in 1999.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara reports to Deshawn.\n- Lattice Analytics is headquartered in Tallinn.\n- Deshawn works for Summit Energy.\n- Mei reports to Ravi.\n- Stefan works for Cedar Retail Group.\n- Tessa works for Summit Energy.\n- Nadia works for Fernhill Foods.\n- Summit Energy is headquartered in Tallinn.\n- Aisha works for Fernhill Foods.\n- Aisha reports to Nadia.\n- Amara works for Fernhill Foods.\n- Nadia reports to Amara.\n- Deshawn reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Atlas Freight.\n- Dmitri reports to Callum.\n- Callum reports to Deshawn.\n- Pinnacle Software is headquartered in Malmo.\n- Crescent Telecom was founded in 1982.\n- Deshawn reports to Emeka.\n- Elena reports to Mara.\n- Elena works for Lattice Analytics.\n- Atlas Freight is headquartered in Nagoya.\n- Mara reports to Dmitri.\n- Hana works for Atlas Freight.\n- Pablo works for Crescent Telecom.\n- Bruno reports to Pablo.\n- Lattice Analytics is headquartered in Cork.\n- Dmitri works for Crescent Telecom.\n- Deshawn works for Atlas Freight.\n- Kenji works for Crescent Telecom.\n- Ravi reports to Wren.\n- Pinnacle Software was founded in 1983.\n- Callum works for Pinnacle Software.\n- Crescent Telecom is headquartered in Ghent.\n- Bruno works for Pinnacle Software.\n- Atlas Freight was founded in 2002.\n- Lattice Analytics was founded in 2009.\n- Wren reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Kenji reports to Hana.\n- Pablo reports to Kenji.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26431", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26432", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26433", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 July 2025): For employees hired on or after 05 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6214: employee Mei A., hired 17 December 2024, separated 11 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6214?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mei.\n- Lattice Analytics is headquartered in Adelaide.\n- Omar works for Cobalt Health.\n- Meridian Bank was founded in 1995.\n- Lattice Analytics was founded in 2008.\n- Wren works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Northwind Systems is headquartered in Oslo.\n- Ingrid works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Viktor works for Northwind Systems.\n- Stefan reports to Elena.\n- Cobalt Health was founded in 1975.\n- Ingrid reports to Wren.\n- Callum works for Northwind Systems.\n- Omar reports to Pablo.\n- Viktor reports to Deshawn.\n- Yuki works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Anders works for Northwind Systems.\n- Elena reports to Ingrid.\n- Meridian Bank is headquartered in Oslo.\n- Elena works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Yuki reports to Viktor.\n- Northwind Systems was founded in 1977.\n- Stefan works for Cobalt Health.\n- Pablo reports to Callum.\n- Mei reports to Omar.\n- Wren reports to Yuki.\n- Callum reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26435", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26436", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26437", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 July 2025): For employees hired on or after 31 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9223: employee Zoya T., hired 15 April 2023, separated 26 November 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9223?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26438", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26439", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26440", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Elena reports to Chiara.\n- Tobias works for Vantage Air.\n- Summit Energy is headquartered in Porto.\n- Ravi works for Crescent Telecom.\n- Vantage Air is headquartered in Porto.\n- Lattice Analytics was founded in 1994.\n- Jonas works for Vantage Air.\n- Elena works for Crescent Telecom.\n- Ingrid works for Lattice Analytics.\n- Vantage Air was founded in 1999.\n- Anders reports to Ravi.\n- Viktor reports to Felix.\n- Amara works for Vantage Air.\n- Lattice Analytics is headquartered in Adelaide.\n- Viktor works for Lattice Analytics.\n- Anders works for Crescent Telecom.\n- Jonas reports to Anders.\n- Ravi reports to Viktor.\n- Chiara works for Summit Energy.\n- Tobias reports to Jonas.\n- Amara reports to Tobias.\n- Crescent Telecom was founded in 2001.\n- Crescent Telecom is headquartered in Adelaide.\n- Chiara reports to Amara.\n- Felix reports to Ingrid.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Chiara.\n- Wren works for Atlas Freight.\n- Hana reports to Dmitri.\n- Elena reports to Hana.\n- Hana works for Pinnacle Software.\n- Wren reports to Priya.\n- Chiara works for Cedar Retail Group.\n- Sanne reports to Wren.\n- Chiara reports to Sanne.\n- Meridian Bank is headquartered in Malmo.\n- Sanne works for Meridian Bank.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Austin.\n- Ingrid works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Priya works for Meridian Bank.\n- Sofia reports to Jonas.\n- Cedar Retail Group was founded in 1992.\n- Atlas Freight was founded in 2001.\n- Pinnacle Software was founded in 1986.\n- Meridian Bank was founded in 2003.\n- Elena works for Meridian Bank.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Ingrid.\n- Sofia works for Cedar Retail Group.\n- Jonas reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26443", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26444", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26445", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26446", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26447", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 August 2025): For employees hired on or after 25 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7515: employee Yuki K., hired 28 March 2023, separated 19 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7515?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Hana works for Vantage Air.\n- Helios Logistics is headquartered in Cork.\n- Meridian Bank is headquartered in Austin.\n- Yuki works for Meridian Bank.\n- Mei reports to Anders.\n- Hana reports to Deshawn.\n- Mei works for Meridian Bank.\n- Bluepine Aviation is headquartered in Ghent.\n- Vantage Air is headquartered in Cork.\n- Anders reports to Dmitri.\n- Lucia works for Bluepine Aviation.\n- Deshawn reports to Tessa.\n- Tobias works for Meridian Bank.\n- Deshawn works for Vantage Air.\n- Dmitri reports to Chiara.\n- Elena reports to Jonas.\n- Jonas reports to Mei.\n- Helios Logistics was founded in 2002.\n- Tessa works for Helios Logistics.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Jonas works for Helios Logistics.\n- Chiara reports to Yuki.\n- Anders works for Meridian Bank.\n- Yuki reports to Hana.\n- Meridian Bank was founded in 1983.\n- Vantage Air was founded in 1978.\n- Tobias reports to Elena.\n- Tessa reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26449", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26450", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4278: employee Sofia R., hired 17 October 2023, separated 04 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4278?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26451", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5190: employee Stefan T., hired 04 January 2022, separated 29 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5190?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Mateo reports to Ingrid.\n- Felix reports to Emeka.\n- Lucia reports to Felix.\n- Nadia works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2013.\n- Fernhill Foods is headquartered in Malmo.\n- Emeka reports to Sofia.\n- Mateo works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Malmo.\n- Bluepine Aviation was founded in 1988.\n- Mei reports to Mateo.\n- Nadia reports to Mei.\n- Sofia works for Ironwood Manufacturing.\n- Ingrid reports to Lucia.\n- Sofia reports to Sanne.\n- Fernhill Foods was founded in 2001.\n- Deshawn reports to Nadia.\n- Deshawn works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26453", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26454", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1991.\n- Amara works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 2001.\n- Bruno works for Cobalt Health.\n- Cedar Retail Group was founded in 1984.\n- Nadia reports to Callum.\n- Bruno reports to Dmitri.\n- Ingrid reports to Amara.\n- Callum works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Omar works for Atlas Freight.\n- Sanne reports to Omar.\n- Omar reports to Bruno.\n- Cobalt Health was founded in 1996.\n- Sanne works for Atlas Freight.\n- Callum reports to Ingrid.\n- Ingrid works for Cedar Retail Group.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26456", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8092: employee Jonas B., hired 08 June 2022, separated 24 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8092?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26457", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26458", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 58040\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Report Damage — reports an item arrived broken", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26459", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26460", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26461", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4648: employee Callum K., hired 03 April 2022, separated 10 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4648?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4648 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Jonas.\n- Vantage Air was founded in 2005.\n- Lattice Analytics is headquartered in Austin.\n- Dmitri reports to Chiara.\n- Jonas reports to Wren.\n- Dmitri works for Lattice Analytics.\n- Chiara reports to Elena.\n- Mateo works for Atlas Freight.\n- Lattice Analytics was founded in 1984.\n- Atlas Freight was founded in 1982.\n- Pinnacle Software was founded in 1995.\n- Sofia reports to Viktor.\n- Vantage Air is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Austin.\n- Wren reports to Sofia.\n- Viktor works for Vantage Air.\n- Elena reports to Mateo.\n- Elena works for Pinnacle Software.\n- Jonas works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26463", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 October 2022): For employees hired on or after 12 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7437: employee Mara K., hired 23 November 2021, separated 08 October 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7437?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Deshawn reports to Kenji.\n- Fernhill Foods is headquartered in Leeds.\n- Ingrid reports to Sofia.\n- Sofia reports to Dmitri.\n- Chiara reports to Pablo.\n- Stefan works for Atlas Freight.\n- Northwind Systems was founded in 1994.\n- Atlas Freight was founded in 1996.\n- Mei works for Fernhill Foods.\n- Stefan reports to Omar.\n- Kenji reports to Ingrid.\n- Deshawn works for Atlas Freight.\n- Northwind Systems is headquartered in Valencia.\n- Omar works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Dmitri works for Fernhill Foods.\n- Pablo reports to Mei.\n- Pablo works for Atlas Freight.\n- Summit Energy is headquartered in Brno.\n- Bruno works for Atlas Freight.\n- Summit Energy was founded in 1996.\n- Fernhill Foods was founded in 2009.\n- Bruno reports to Stefan.\n- Ingrid works for Fernhill Foods.\n- Felix reports to Bruno.\n- Atlas Freight is headquartered in Brno.\n- Chiara works for Summit Energy.\n- Dmitri reports to Felix.\n- Omar reports to Chiara.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Hana reports to Anders.\n- Lucia reports to Dmitri.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Lattice Analytics.\n- Hana works for Fernhill Foods.\n- Sofia reports to Wren.\n- Dmitri works for Cobalt Health.\n- Lattice Analytics was founded in 1998.\n- Anders works for Fernhill Foods.\n- Tessa reports to Lucia.\n- Ravi reports to Hana.\n- Fernhill Foods is headquartered in Porto.\n- Fernhill Foods was founded in 1991.\n- Cobalt Health is headquartered in Porto.\n- Ravi works for Cedar Retail Group.\n- Dmitri reports to Sofia.\n- Cedar Retail Group was founded in 1998.\n- Lucia works for Cobalt Health.\n- Wren reports to Ravi.\n- Cobalt Health was founded in 2012.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Sofia reports to Mei.\n- Summit Energy was founded in 2001.\n- Omar works for Summit Energy.\n- Pablo works for Cedar Retail Group.\n- Priya reports to Viktor.\n- Jonas works for Bluepine Aviation.\n- Wren reports to Jonas.\n- Wren works for Summit Energy.\n- Jonas reports to Hana.\n- Bluepine Aviation was founded in 1990.\n- Emeka works for Cedar Retail Group.\n- Priya works for Helios Logistics.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Mei works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1986.\n- Cedar Retail Group was founded in 2001.\n- Chiara works for Summit Energy.\n- Hana works for Cedar Retail Group.\n- Viktor reports to Omar.\n- Omar reports to Elena.\n- Pablo reports to Chiara.\n- Summit Energy is headquartered in Austin.\n- Emeka reports to Priya.\n- Hana reports to Pablo.\n- Elena works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Elena reports to Wren.\n- Mei reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1999.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Pablo works for Crescent Telecom.\n- Stefan reports to Hana.\n- Summit Energy is headquartered in Ghent.\n- Elena reports to Priya.\n- Priya works for Summit Energy.\n- Lattice Analytics was founded in 1998.\n- Chiara reports to Sanne.\n- Lattice Analytics is headquartered in Brno.\n- Chiara works for Ironwood Manufacturing.\n- Leila reports to Sofia.\n- Crescent Telecom was founded in 1992.\n- Sanne reports to Leila.\n- Hana reports to Aisha.\n- Summit Energy was founded in 2011.\n- Crescent Telecom is headquartered in Basel.\n- Sanne works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Sofia reports to Stefan.\n- Hana works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Pablo reports to Kenji.\n- Kenji works for Summit Energy.\n- Aisha reports to Pablo.\n- Priya reports to Zoya.\n- Elena works for Lattice Analytics.\n- Sofia works for Ironwood Manufacturing.\n- Kenji reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26468", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26470", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2229: employee Sanne R., hired 20 June 2023, separated 02 October 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2025-2229 under the controlling rules.", "criteria": {"0": "$3,750", "1": "$4,312", "2": "$18,417", "3": "$4,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26471", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Ingrid works for Beacon Insurance.\n- Aisha reports to Wren.\n- Ingrid reports to Anders.\n- Wren works for Beacon Insurance.\n- Hana reports to Aisha.\n- Sofia works for Meridian Bank.\n- Beacon Insurance was founded in 2010.\n- Cedar Retail Group is headquartered in Adelaide.\n- Kenji reports to Hana.\n- Kenji works for Fernhill Foods.\n- Yuki works for Beacon Insurance.\n- Meridian Bank is headquartered in Malmo.\n- Sofia reports to Callum.\n- Fernhill Foods was founded in 1975.\n- Yuki reports to Felix.\n- Callum works for Fernhill Foods.\n- Meridian Bank was founded in 1979.\n- Aisha works for Beacon Insurance.\n- Wren reports to Bruno.\n- Hana works for Cedar Retail Group.\n- Bruno reports to Sofia.\n- Felix reports to Kenji.\n- Anders reports to Yuki.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group was founded in 2012.\n- Felix works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Callum reports to Amara.\n- Anders works for Cedar Retail Group.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26473", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26474", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8816: employee Mara K., hired 16 June 2021, separated 03 December 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8816?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26475", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26476", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4613: employee Kenji A., hired 17 November 2024, separated 27 March 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4613?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26477", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9169: employee Sofia K., hired 02 April 2021, separated 25 August 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9169?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Lattice Analytics was founded in 1984.\n- Kenji works for Lattice Analytics.\n- Anders reports to Amara.\n- Cedar Retail Group was founded in 1979.\n- Hana works for Crescent Telecom.\n- Aisha reports to Hana.\n- Felix reports to Anders.\n- Felix works for Ironwood Manufacturing.\n- Priya reports to Emeka.\n- Hana reports to Elena.\n- Ironwood Manufacturing was founded in 2004.\n- Cedar Retail Group is headquartered in Turku.\n- Callum reports to Priya.\n- Kenji reports to Aisha.\n- Lattice Analytics is headquartered in Tallinn.\n- Priya works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Turku.\n- Aisha works for Lattice Analytics.\n- Emeka reports to Felix.\n- Emeka works for Crescent Telecom.\n- Amara reports to Kenji.\n- Amara works for Lattice Analytics.\n- Crescent Telecom was founded in 1982.\n- Elena works for Lattice Analytics.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26480", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7887: employee Emeka S., hired 26 May 2020, separated 15 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7887?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Jonas reports to Emeka.\n- Omar works for Bluepine Aviation.\n- Sofia reports to Omar.\n- Amara works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Hana works for Crescent Telecom.\n- Deshawn works for Bluepine Aviation.\n- Tessa works for Crescent Telecom.\n- Anders reports to Pablo.\n- Ironwood Manufacturing was founded in 1992.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana reports to Anders.\n- Pablo reports to Deshawn.\n- Crescent Telecom was founded in 1977.\n- Atlas Freight was founded in 1975.\n- Pablo works for Crescent Telecom.\n- Chiara reports to Hana.\n- Emeka works for Crescent Telecom.\n- Chiara works for Atlas Freight.\n- Tessa reports to Felix.\n- Deshawn reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Amara reports to Tessa.\n- Emeka reports to Amara.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation was founded in 1995.\n- Felix reports to Chiara.\n- Atlas Freight is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Mara reports to Leila.\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Leila works for Crescent Telecom.\n- Meridian Bank was founded in 2011.\n- Mateo works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Omar works for Helios Logistics.\n- Northwind Systems is headquartered in Valencia.\n- Meridian Bank is headquartered in Bergen.\n- Callum reports to Amara.\n- Crescent Telecom is headquartered in Ghent.\n- Mara works for Meridian Bank.\n- Priya reports to Felix.\n- Helios Logistics is headquartered in Turku.\n- Callum works for Northwind Systems.\n- Mateo reports to Tessa.\n- Omar reports to Mateo.\n- Northwind Systems was founded in 1993.\n- Ravi reports to Mara.\n- Crescent Telecom was founded in 2012.\n- Felix reports to Ravi.\n- Leila reports to Callum.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26484", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ravi.\n- Felix works for Cobalt Health.\n- Omar reports to Nadia.\n- Beacon Insurance was founded in 2011.\n- Sanne reports to Leila.\n- Helios Logistics was founded in 2003.\n- Cobalt Health was founded in 2013.\n- Helios Logistics is headquartered in Tampere.\n- Aisha works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Leila works for Helios Logistics.\n- Felix reports to Aisha.\n- Beacon Insurance is headquartered in Basel.\n- Ravi works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Yuki reports to Omar.\n- Nadia reports to Felix.\n- Ravi reports to Yuki.\n- Nadia works for Helios Logistics.\n- Omar works for Crescent Telecom.\n- Sanne works for Beacon Insurance.\n- Crescent Telecom was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26486", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2082: employee Felix B., hired 13 October 2021, separated 07 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2082?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Wren works for Cedar Retail Group.\n- Hana reports to Sofia.\n- Cedar Retail Group is headquartered in Bergen.\n- Northwind Systems is headquartered in Bergen.\n- Sofia reports to Emeka.\n- Sofia works for Northwind Systems.\n- Elena reports to Zoya.\n- Kenji reports to Callum.\n- Felix works for Vantage Air.\n- Elena works for Cedar Retail Group.\n- Omar reports to Elena.\n- Pinnacle Software was founded in 1996.\n- Ravi works for Pinnacle Software.\n- Hana works for Cedar Retail Group.\n- Sanne reports to Ravi.\n- Ravi reports to Omar.\n- Wren reports to Kenji.\n- Pinnacle Software is headquartered in Porto.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Cedar Retail Group was founded in 2015.\n- Vantage Air was founded in 2001.\n- Omar works for Vantage Air.\n- Zoya works for Cedar Retail Group.\n- Callum works for Northwind Systems.\n- Felix reports to Wren.\n- Callum reports to Sanne.\n- Emeka reports to Felix.\n- Northwind Systems was founded in 2003.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26488", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9215: employee Dmitri T., hired 15 March 2021, separated 06 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9215?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26489", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 9162\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26490", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_alarm", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26491", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9476: employee Pablo M., hired 02 February 2023, separated 06 January 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-9476 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$6,577", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26492", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26493", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2840: employee Mara K., hired 07 March 2024, separated 13 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2840?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26494", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7278: employee Zoya A., hired 27 January 2023, separated 08 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-7278 under the controlling rules.", "criteria": {"0": "$8,100", "1": "$6,200", "2": "$35,533", "3": "$8,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 1976.\n- Nadia reports to Callum.\n- Sanne works for Crescent Telecom.\n- Tobias reports to Bruno.\n- Atlas Freight is headquartered in Tampere.\n- Bruno reports to Hana.\n- Crescent Telecom is headquartered in Tampere.\n- Pinnacle Software is headquartered in Tampere.\n- Atlas Freight was founded in 1983.\n- Bruno works for Crescent Telecom.\n- Hana works for Vantage Air.\n- Tobias works for Crescent Telecom.\n- Sanne reports to Mateo.\n- Tessa works for Vantage Air.\n- Aisha reports to Emeka.\n- Mateo reports to Amara.\n- Pinnacle Software was founded in 1993.\n- Emeka reports to Nadia.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1982.\n- Chiara reports to Tessa.\n- Mateo works for Vantage Air.\n- Callum reports to Tobias.\n- Callum works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Hana reports to Chiara.\n- Tessa reports to Sanne.\n- Aisha works for Pinnacle Software.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26496", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 September 2025): For employees hired on or after 02 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9323: employee Viktor A., hired 12 August 2024, separated 11 April 2027 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9323?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26497", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2816: employee Ingrid A., hired 11 July 2022, separated 23 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-2816 under the controlling rules.", "criteria": {"0": "$9,808", "1": "$11,692", "2": "$9,692", "3": "$42,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2816 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Felix.\n- Vantage Air was founded in 2015.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Felix works for Pinnacle Software.\n- Yuki reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Tobias.\n- Crescent Telecom is headquartered in Turku.\n- Anders works for Fernhill Foods.\n- Felix reports to Yuki.\n- Crescent Telecom was founded in 2003.\n- Wren reports to Chiara.\n- Vantage Air is headquartered in Turku.\n- Dmitri works for Pinnacle Software.\n- Chiara works for Crescent Telecom.\n- Sanne works for Pinnacle Software.\n- Nadia reports to Dmitri.\n- Dmitri reports to Sanne.\n- Sanne reports to Anders.\n- Wren works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Fernhill Foods was founded in 1975.\n- Tobias reports to Wren.\n- Pinnacle Software was founded in 1977.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Yuki reports to Mara.\n- Pinnacle Software was founded in 2005.\n- Elena reports to Wren.\n- Dmitri reports to Elena.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Wren works for Lattice Analytics.\n- Pablo reports to Sofia.\n- Sofia reports to Amara.\n- Emeka works for Meridian Bank.\n- Nadia reports to Sanne.\n- Amara works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Pablo works for Pinnacle Software.\n- Meridian Bank was founded in 1999.\n- Vantage Air is headquartered in Lyon.\n- Tessa reports to Pablo.\n- Meridian Bank is headquartered in Basel.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Mara works for Pinnacle Software.\n- Emeka reports to Nadia.\n- Sanne works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Mara reports to Emeka.\n- Amara reports to Yuki.\n- Vantage Air was founded in 1975.\n- Pinnacle Software is headquartered in Nagoya.\n- Sanne reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Ingrid.\n- Emeka works for Helios Logistics.\n- Emeka reports to Elena.\n- Lucia works for Lattice Analytics.\n- Northwind Systems was founded in 1981.\n- Amara reports to Felix.\n- Dmitri works for Lattice Analytics.\n- Callum reports to Amara.\n- Amara works for Lattice Analytics.\n- Lattice Analytics was founded in 1990.\n- Callum works for Ironwood Manufacturing.\n- Chiara reports to Kenji.\n- Helios Logistics was founded in 1979.\n- Kenji works for Helios Logistics.\n- Kenji reports to Dmitri.\n- Chiara works for Lattice Analytics.\n- Northwind Systems is headquartered in Porto.\n- Helios Logistics is headquartered in Turku.\n- Elena reports to Callum.\n- Elena works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1985.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ingrid reports to Chiara.\n- Lattice Analytics is headquartered in Dunedin.\n- Felix works for Northwind Systems.\n- Dmitri reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26501", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1716: employee Yuki T., hired 04 June 2020, separated 06 October 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-1716 under the controlling rules.", "criteria": {"0": "$11,200", "1": "$9,200", "2": "$48,533", "3": "$11,287"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26502", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Tobias works for Lattice Analytics.\n- Amara reports to Aisha.\n- Northwind Systems was founded in 1976.\n- Tobias reports to Callum.\n- Jonas reports to Amara.\n- Kenji reports to Elena.\n- Amara works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1993.\n- Elena works for Ironwood Manufacturing.\n- Pablo works for Northwind Systems.\n- Jonas works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Bergen.\n- Kenji works for Lattice Analytics.\n- Deshawn reports to Pablo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Elena reports to Emeka.\n- Northwind Systems is headquartered in Bergen.\n- Aisha reports to Kenji.\n- Callum works for Northwind Systems.\n- Aisha works for Lattice Analytics.\n- Bluepine Aviation was founded in 2004.\n- Emeka reports to Tobias.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Leeds.\n- Lattice Analytics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26504", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5566: employee Stefan K., hired 09 January 2022, separated 20 April 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-5566 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$40,000", "2": "$9,731", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26505", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Elena works for Vantage Air.\n- Atlas Freight was founded in 1981.\n- Omar works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Mara works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Anders reports to Dmitri.\n- Dmitri reports to Viktor.\n- Lattice Analytics is headquartered in Ghent.\n- Vantage Air was founded in 2011.\n- Cedar Retail Group was founded in 1992.\n- Mateo reports to Elena.\n- Mara reports to Mateo.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Elena reports to Zoya.\n- Priya reports to Omar.\n- Zoya reports to Aisha.\n- Viktor works for Atlas Freight.\n- Omar reports to Anders.\n- Lattice Analytics was founded in 1976.\n- Vantage Air is headquartered in Valencia.\n- Aisha reports to Priya.\n- Atlas Freight is headquartered in Leeds.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Pablo reports to Yuki.\n- Anders works for Lattice Analytics.\n- Sofia reports to Pablo.\n- Sanne reports to Ravi.\n- Meridian Bank is headquartered in Dunedin.\n- Emeka works for Lattice Analytics.\n- Northwind Systems was founded in 1977.\n- Nadia reports to Leila.\n- Sofia works for Meridian Bank.\n- Lattice Analytics was founded in 2006.\n- Meridian Bank was founded in 1979.\n- Mara works for Northwind Systems.\n- Emeka reports to Nadia.\n- Yuki reports to Aisha.\n- Nadia works for Meridian Bank.\n- Mara reports to Sofia.\n- Yuki works for Northwind Systems.\n- Ravi works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Aisha reports to Sanne.\n- Ironwood Manufacturing was founded in 1985.\n- Pablo works for Meridian Bank.\n- Anders reports to Stefan.\n- Sanne works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Leila reports to Anders.\n- Aisha works for Meridian Bank.\n- Stefan reports to Mara.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26508", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5669: employee Wren M., hired 27 July 2020, separated 28 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5669?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Vantage Air.\n- Jonas reports to Emeka.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Sanne reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Vantage Air is headquartered in Adelaide.\n- Elena reports to Kenji.\n- Ironwood Manufacturing was founded in 1978.\n- Nadia reports to Sanne.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Porto.\n- Viktor reports to Hana.\n- Bruno works for Ironwood Manufacturing.\n- Jonas works for Vantage Air.\n- Priya reports to Nadia.\n- Crescent Telecom is headquartered in Nagoya.\n- Ingrid reports to Elena.\n- Cedar Retail Group is headquartered in Austin.\n- Hana reports to Ingrid.\n- Crescent Telecom was founded in 2008.\n- Bruno reports to Jonas.\n- Sofia works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Elena works for Vantage Air.\n- Kenji reports to Bruno.\n- Sofia reports to Priya.\n- Hana works for Crescent Telecom.\n- Cedar Retail Group was founded in 1990.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26510", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1344: employee Ingrid K., hired 27 September 2023, separated 22 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1344?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26511", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Swap order 41168 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Request Refund — asks for money back on a purchase", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26512", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26513", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Priya.\n- Jonas reports to Dmitri.\n- Cedar Retail Group was founded in 1977.\n- Pablo works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Bruno works for Bluepine Aviation.\n- Lattice Analytics was founded in 1997.\n- Bruno reports to Omar.\n- Amara works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Crescent Telecom was founded in 1988.\n- Sanne works for Crescent Telecom.\n- Priya works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Oslo.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas works for Lattice Analytics.\n- Priya reports to Viktor.\n- Dmitri reports to Zoya.\n- Omar works for Cedar Retail Group.\n- Dmitri works for Crescent Telecom.\n- Aisha works for Bluepine Aviation.\n- Sofia reports to Amara.\n- Aisha reports to Sofia.\n- Lattice Analytics is headquartered in Oslo.\n- Sanne reports to Jonas.\n- Zoya reports to Pablo.\n- Pablo reports to Bruno.\n- Viktor works for Cedar Retail Group.\n- Omar reports to Aisha.\n- Zoya works for Crescent Telecom.\n- Bluepine Aviation was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1986", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26515", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1558: employee Zoya K., hired 30 January 2022, separated 28 December 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1558?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26516", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4882: employee Nadia R., hired 30 November 2022, separated 26 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4882?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1984.\n- Jonas reports to Bruno.\n- Leila reports to Aisha.\n- Viktor works for Cedar Retail Group.\n- Bruno works for Ironwood Manufacturing.\n- Ravi reports to Callum.\n- Sanne works for Northwind Systems.\n- Aisha works for Ironwood Manufacturing.\n- Elena reports to Hana.\n- Callum reports to Viktor.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana works for Cedar Retail Group.\n- Aisha reports to Jonas.\n- Viktor reports to Elena.\n- Cedar Retail Group was founded in 2001.\n- Hana reports to Sanne.\n- Ravi works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Bruno reports to Ravi.\n- Callum works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1996.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Elena works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Porto.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26518", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Anders.\n- Amara works for Beacon Insurance.\n- Jonas reports to Amara.\n- Ravi reports to Ingrid.\n- Emeka reports to Tobias.\n- Kenji works for Beacon Insurance.\n- Hana works for Meridian Bank.\n- Amara reports to Emeka.\n- Beacon Insurance is headquartered in Adelaide.\n- Ravi works for Beacon Insurance.\n- Summit Energy was founded in 1990.\n- Pablo works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Kenji reports to Ravi.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Ingrid reports to Jonas.\n- Beacon Insurance was founded in 1986.\n- Tobias works for Atlas Freight.\n- Mara reports to Pablo.\n- Atlas Freight was founded in 1983.\n- Leila reports to Mara.\n- Anders works for Atlas Freight.\n- Anders reports to Hana.\n- Summit Energy is headquartered in Tallinn.\n- Ingrid works for Summit Energy.\n- Jonas works for Summit Energy.\n- Meridian Bank is headquartered in Tallinn.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Tobias reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26520", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5774: employee Chiara M., hired 12 April 2023, separated 07 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5774?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26521", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26522", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26523", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7391: employee Tobias M., hired 23 August 2020, separated 02 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7391?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26524", "family": "intent_v3", "state": "Incoming support message:\n\"FW: I moved — update delivery for 39458\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Anders works for Cobalt Health.\n- Viktor works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Chiara works for Meridian Bank.\n- Bruno reports to Mei.\n- Callum reports to Emeka.\n- Viktor reports to Anders.\n- Yuki works for Meridian Bank.\n- Chiara reports to Sofia.\n- Tobias works for Fernhill Foods.\n- Callum works for Meridian Bank.\n- Priya reports to Viktor.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Porto.\n- Anders reports to Chiara.\n- Meridian Bank is headquartered in Porto.\n- Emeka reports to Yuki.\n- Fernhill Foods is headquartered in Turku.\n- Elena reports to Tobias.\n- Summit Energy was founded in 2010.\n- Elena works for Fernhill Foods.\n- Mei works for Summit Energy.\n- Tobias reports to Priya.\n- Yuki reports to Bruno.\n- Sofia works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 1986.\n- Fernhill Foods was founded in 1976.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26526", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3478: employee Anders M., hired 19 February 2024, separated 23 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3478?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26527", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Kenji works for Meridian Bank.\n- Northwind Systems was founded in 1980.\n- Meridian Bank was founded in 2000.\n- Callum reports to Mara.\n- Deshawn works for Crescent Telecom.\n- Mateo works for Northwind Systems.\n- Crescent Telecom was founded in 1985.\n- Priya works for Crescent Telecom.\n- Hana reports to Kenji.\n- Mara works for Northwind Systems.\n- Mara reports to Deshawn.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya reports to Mateo.\n- Bluepine Aviation is headquartered in Austin.\n- Mateo reports to Callum.\n- Deshawn reports to Stefan.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Northwind Systems is headquartered in Tampere.\n- Stefan reports to Hana.\n- Stefan works for Crescent Telecom.\n- Hana works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26529", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1691: employee Callum A., hired 02 May 2023, separated 22 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1691?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26530", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1997.\n- Beacon Insurance was founded in 2005.\n- Anders works for Northwind Systems.\n- Emeka reports to Sanne.\n- Meridian Bank was founded in 1982.\n- Leila reports to Callum.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Turku.\n- Beacon Insurance is headquartered in Basel.\n- Anders reports to Hana.\n- Tessa reports to Mateo.\n- Nadia works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Hana works for Northwind Systems.\n- Bruno works for Crescent Telecom.\n- Hana reports to Nadia.\n- Mateo reports to Emeka.\n- Omar reports to Bruno.\n- Emeka works for Northwind Systems.\n- Crescent Telecom was founded in 1984.\n- Sanne works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Wren reports to Anders.\n- Northwind Systems is headquartered in Nagoya.\n- Nadia reports to Leila.\n- Omar works for Northwind Systems.\n- Bruno reports to Tessa.\n- Wren works for Northwind Systems.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1997", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Pablo reports to Nadia.\n- Tessa reports to Viktor.\n- Ravi works for Summit Energy.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Bruno.\n- Emeka reports to Tessa.\n- Viktor works for Northwind Systems.\n- Tobias works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Summit Energy was founded in 2010.\n- Emeka works for Summit Energy.\n- Cedar Retail Group was founded in 1977.\n- Cedar Retail Group is headquartered in Porto.\n- Bruno works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Amara works for Northwind Systems.\n- Bruno reports to Emeka.\n- Northwind Systems was founded in 1998.\n- Lattice Analytics was founded in 1994.\n- Viktor reports to Amara.\n- Northwind Systems is headquartered in Basel.\n- Lattice Analytics is headquartered in Dunedin.\n- Amara reports to Sofia.\n- Ravi reports to Hana.\n- Lucia works for Northwind Systems.\n- Summit Energy is headquartered in Dunedin.\n- Hana reports to Pablo.\n- Sofia reports to Tobias.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26533", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "file_claim", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26534", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26535", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 June 2023): For employees hired on or after 02 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4122: employee Kenji M., hired 05 October 2021, separated 24 March 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4122?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26536", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26537", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9300: employee Bruno B., hired 01 August 2022, separated 27 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-9300 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,600", "2": "$8,000", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Yuki.\n- Pinnacle Software is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Bergen.\n- Vantage Air was founded in 1977.\n- Pinnacle Software was founded in 2006.\n- Lucia reports to Tobias.\n- Viktor works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Lucia.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki reports to Viktor.\n- Fernhill Foods was founded in 1976.\n- Dmitri works for Cedar Retail Group.\n- Tobias reports to Priya.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2004.\n- Tobias works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Dmitri reports to Sanne.\n- Lucia works for Pinnacle Software.\n- Sanne reports to Bruno.\n- Priya reports to Mei.\n- Bruno works for Fernhill Foods.\n- Vantage Air is headquartered in Dunedin.\n- Priya works for Fernhill Foods.\n- Sanne works for Vantage Air.\n- Viktor reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26539", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26540", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9997: employee Ravi S., hired 31 July 2021, separated 31 January 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9997?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26541", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Nadia.\n- Stefan reports to Anders.\n- Lattice Analytics is headquartered in Basel.\n- Beacon Insurance is headquartered in Oslo.\n- Ravi works for Lattice Analytics.\n- Bruno works for Beacon Insurance.\n- Mara reports to Dmitri.\n- Anders reports to Mateo.\n- Aisha reports to Mei.\n- Mei reports to Ravi.\n- Mateo works for Beacon Insurance.\n- Viktor reports to Mara.\n- Dmitri reports to Stefan.\n- Cedar Retail Group was founded in 2000.\n- Stefan works for Bluepine Aviation.\n- Nadia reports to Sanne.\n- Viktor works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Dmitri works for Lattice Analytics.\n- Beacon Insurance was founded in 1985.\n- Bruno reports to Aisha.\n- Anders works for Lattice Analytics.\n- Mei works for Beacon Insurance.\n- Sanne works for Cedar Retail Group.\n- Lattice Analytics was founded in 1989.\n- Bluepine Aviation is headquartered in Basel.\n- Aisha works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Bluepine Aviation was founded in 1977.\n- Sanne reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26543", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 April 2023): For employees hired on or after 21 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6636: employee Bruno A., hired 24 December 2021, separated 11 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6636?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26544", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8480: employee Yuki M., hired 09 April 2022, separated 19 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8480?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26545", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Yuki.\n- Pinnacle Software was founded in 2015.\n- Beacon Insurance is headquartered in Malmo.\n- Yuki works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Bruno reports to Stefan.\n- Ravi works for Atlas Freight.\n- Priya works for Pinnacle Software.\n- Yuki reports to Bruno.\n- Sanne reports to Priya.\n- Pinnacle Software is headquartered in Oslo.\n- Mei works for Pinnacle Software.\n- Atlas Freight is headquartered in Malmo.\n- Sanne works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods was founded in 1984.\n- Fernhill Foods is headquartered in Oslo.\n- Tessa reports to Sanne.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Stefan reports to Tessa.\n- Beacon Insurance was founded in 1987.\n- Ingrid reports to Ravi.\n- Priya reports to Mei.\n- Pablo works for Fernhill Foods.\n- Mei reports to Pablo.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26547", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26548", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26549", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26550", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26551", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7190: employee Callum A., hired 15 December 2022, separated 11 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7190?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26552", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26553", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26555", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 23011\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26556", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Priya.\n- Lattice Analytics is headquartered in Valencia.\n- Sofia reports to Yuki.\n- Atlas Freight is headquartered in Valencia.\n- Atlas Freight was founded in 1989.\n- Kenji works for Lattice Analytics.\n- Hana reports to Kenji.\n- Hana works for Lattice Analytics.\n- Sofia works for Atlas Freight.\n- Omar reports to Lucia.\n- Kenji reports to Viktor.\n- Fernhill Foods is headquartered in Austin.\n- Lucia works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Fernhill Foods was founded in 2008.\n- Viktor reports to Sofia.\n- Omar works for Bluepine Aviation.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Austin.\n- Yuki works for Atlas Freight.\n- Lattice Analytics was founded in 2008.\n- Priya reports to Omar.\n- Bluepine Aviation was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26558", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26560", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Nadia.\n- Bluepine Aviation is headquartered in Porto.\n- Viktor works for Vantage Air.\n- Cobalt Health is headquartered in Turku.\n- Mateo works for Cobalt Health.\n- Mei reports to Zoya.\n- Meridian Bank was founded in 2002.\n- Zoya works for Meridian Bank.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank is headquartered in Turku.\n- Zoya reports to Viktor.\n- Mei works for Bluepine Aviation.\n- Kenji works for Cobalt Health.\n- Vantage Air was founded in 1988.\n- Cobalt Health was founded in 2004.\n- Sanne reports to Kenji.\n- Nadia reports to Mateo.\n- Mateo reports to Mei.\n- Vantage Air is headquartered in Halifax.\n- Nadia works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Bluepine Aviation was founded in 2012.\n- Kenji reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ravi.\n- Beacon Insurance was founded in 1990.\n- Cedar Retail Group is headquartered in Dunedin.\n- Helios Logistics is headquartered in Cork.\n- Deshawn reports to Yuki.\n- Yuki reports to Hana.\n- Ravi reports to Priya.\n- Hana works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Cork.\n- Cedar Retail Group was founded in 1979.\n- Mateo reports to Tessa.\n- Deshawn works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Leeds.\n- Ravi works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Priya works for Beacon Insurance.\n- Omar reports to Mateo.\n- Helios Logistics was founded in 1980.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Deshawn.\n- Yuki works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26563", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 April 2025): For employees hired on or after 05 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4906: employee Callum S., hired 03 September 2024, separated 24 May 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-4906 under the controlling rules.", "criteria": {"0": "$3,400", "1": "$5,000", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4906 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26564", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Beacon Insurance was founded in 1979.\n- Leila works for Beacon Insurance.\n- Sanne works for Cobalt Health.\n- Elena reports to Mateo.\n- Northwind Systems is headquartered in Tampere.\n- Elena works for Beacon Insurance.\n- Mateo reports to Emeka.\n- Felix works for Crescent Telecom.\n- Anders works for Cobalt Health.\n- Crescent Telecom is headquartered in Tampere.\n- Cobalt Health is headquartered in Cork.\n- Anders reports to Zoya.\n- Cobalt Health was founded in 2014.\n- Mateo works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom was founded in 2006.\n- Felix reports to Pablo.\n- Amara reports to Felix.\n- Emeka works for Cobalt Health.\n- Jonas reports to Elena.\n- Emeka reports to Amara.\n- Zoya reports to Leila.\n- Northwind Systems was founded in 1994.\n- Hana works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Hana reports to Anders.\n- Pablo works for Northwind Systems.\n- Leila reports to Sanne.\n- Pablo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26566", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26567", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26568", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3503: employee Deshawn R., hired 21 March 2023, separated 21 June 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-3503 under the controlling rules.", "criteria": {"0": "$14,438", "1": "$62,183", "2": "$14,350", "3": "$13,850"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Zoya.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Jonas.\n- Helios Logistics is headquartered in Turku.\n- Lattice Analytics was founded in 1995.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 1985.\n- Summit Energy was founded in 2012.\n- Summit Energy is headquartered in Nagoya.\n- Mara works for Helios Logistics.\n- Mara reports to Tessa.\n- Zoya works for Helios Logistics.\n- Amara works for Lattice Analytics.\n- Zoya reports to Felix.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance was founded in 1996.\n- Felix reports to Sanne.\n- Amara reports to Sofia.\n- Tessa works for Helios Logistics.\n- Felix works for Summit Energy.\n- Jonas reports to Amara.\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26570", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26571", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26572", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5323: employee Stefan K., hired 24 September 2019, separated 26 October 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5323?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26573", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26574", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 45493 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26575", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Northwind Systems was founded in 2001.\n- Pablo reports to Aisha.\n- Ingrid reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Sanne works for Northwind Systems.\n- Pablo works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Mei reports to Callum.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 1980.\n- Aisha reports to Bruno.\n- Ingrid works for Cedar Retail Group.\n- Callum reports to Pablo.\n- Bruno works for Cedar Retail Group.\n- Northwind Systems is headquartered in Lyon.\n- Fernhill Foods was founded in 1990.\n- Wren reports to Ingrid.\n- Sanne reports to Mei.\n- Wren works for Fernhill Foods.\n- Bruno reports to Wren.\n- Mei works for Northwind Systems.\n- Fernhill Foods is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1983", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26577", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "request_refund", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Mei works for Fernhill Foods.\n- Mei reports to Aisha.\n- Amara reports to Mara.\n- Viktor reports to Sofia.\n- Mara works for Fernhill Foods.\n- Pinnacle Software was founded in 2013.\n- Kenji works for Pinnacle Software.\n- Fernhill Foods is headquartered in Oslo.\n- Crescent Telecom is headquartered in Leeds.\n- Amara works for Cobalt Health.\n- Kenji reports to Viktor.\n- Felix works for Cobalt Health.\n- Pinnacle Software is headquartered in Oslo.\n- Mara reports to Kenji.\n- Cobalt Health was founded in 1985.\n- Fernhill Foods was founded in 1983.\n- Viktor works for Crescent Telecom.\n- Aisha reports to Felix.\n- Cobalt Health is headquartered in Leeds.\n- Felix reports to Amara.\n- Crescent Telecom was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sanne.\n- Tessa works for Helios Logistics.\n- Sanne works for Crescent Telecom.\n- Ravi reports to Tobias.\n- Yuki reports to Tessa.\n- Cedar Retail Group was founded in 1979.\n- Cedar Retail Group is headquartered in Dunedin.\n- Deshawn works for Helios Logistics.\n- Anders works for Summit Energy.\n- Aisha reports to Anders.\n- Crescent Telecom is headquartered in Tampere.\n- Sanne reports to Aisha.\n- Ingrid reports to Mei.\n- Tobias works for Summit Energy.\n- Hana works for Helios Logistics.\n- Hana reports to Omar.\n- Tobias reports to Deshawn.\n- Summit Energy is headquartered in Dunedin.\n- Omar reports to Ingrid.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Aisha works for Cedar Retail Group.\n- Mei reports to Ravi.\n- Crescent Telecom was founded in 1983.\n- Yuki works for Summit Energy.\n- Ingrid works for Cedar Retail Group.\n- Mei works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Helios Logistics is headquartered in Lyon.\n- Omar works for Summit Energy.\n- Deshawn reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26580", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9773: employee Sanne T., hired 03 April 2020, separated 23 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9773?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26581", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3965: employee Kenji S., hired 21 July 2024, separated 22 December 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-3965 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$5,538", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26582", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5919: employee Amara M., hired 25 November 2024, separated 11 June 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5919?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2014.\n- Dmitri reports to Viktor.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn works for Beacon Insurance.\n- Chiara reports to Deshawn.\n- Kenji works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Valencia.\n- Ravi reports to Chiara.\n- Viktor reports to Tobias.\n- Beacon Insurance was founded in 1989.\n- Deshawn reports to Dmitri.\n- Kenji reports to Sofia.\n- Beacon Insurance is headquartered in Valencia.\n- Sofia works for Cedar Retail Group.\n- Sofia reports to Ravi.\n- Cobalt Health is headquartered in Valencia.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1996.\n- Tobias works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Chiara works for Pinnacle Software.\n- Cobalt Health was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26584", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1291: employee Ingrid B., hired 26 April 2021, separated 23 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1291?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26585", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26586", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2010.\n- Mateo reports to Aisha.\n- Cedar Retail Group is headquartered in Valencia.\n- Pablo reports to Mateo.\n- Deshawn works for Pinnacle Software.\n- Northwind Systems is headquartered in Oslo.\n- Pablo works for Pinnacle Software.\n- Ravi works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas reports to Ravi.\n- Elena reports to Pablo.\n- Yuki reports to Jonas.\n- Omar works for Cedar Retail Group.\n- Ravi reports to Priya.\n- Jonas works for Pinnacle Software.\n- Omar reports to Elena.\n- Crescent Telecom was founded in 1983.\n- Priya reports to Felix.\n- Pinnacle Software was founded in 2002.\n- Amara reports to Omar.\n- Aisha works for Northwind Systems.\n- Mateo works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Cedar Retail Group was founded in 1999.\n- Pinnacle Software is headquartered in Tallinn.\n- Felix reports to Deshawn.\n- Priya works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Aisha reports to Yuki.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Sanne reports to Chiara.\n- Cedar Retail Group is headquartered in Bergen.\n- Elena reports to Hana.\n- Chiara works for Summit Energy.\n- Cedar Retail Group was founded in 2013.\n- Viktor works for Summit Energy.\n- Viktor reports to Ravi.\n- Summit Energy is headquartered in Bergen.\n- Sanne works for Cedar Retail Group.\n- Hana reports to Sanne.\n- Elena works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Mateo.\n- Summit Energy was founded in 1985.\n- Hana works for Pinnacle Software.\n- Chiara reports to Viktor.\n- Mateo works for Summit Energy.\n- Ravi reports to Kenji.\n- Lattice Analytics was founded in 1984.\n- Pinnacle Software was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Oslo.\n- Cedar Retail Group was founded in 1989.\n- Cobalt Health is headquartered in Turku.\n- Mei works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Hana reports to Sanne.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Viktor reports to Hana.\n- Mei reports to Omar.\n- Ingrid reports to Mara.\n- Helios Logistics was founded in 1996.\n- Ingrid works for Cedar Retail Group.\n- Omar works for Cobalt Health.\n- Cedar Retail Group is headquartered in Turku.\n- Mara works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Northwind Systems was founded in 1981.\n- Deshawn works for Cobalt Health.\n- Sanne works for Helios Logistics.\n- Deshawn reports to Ingrid.\n- Mara reports to Viktor.\n- Omar reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Ingrid works for Helios Logistics.\n- Sanne reports to Tessa.\n- Kenji works for Summit Energy.\n- Beacon Insurance is headquartered in Tallinn.\n- Anders reports to Dmitri.\n- Sanne works for Summit Energy.\n- Tessa works for Northwind Systems.\n- Northwind Systems was founded in 1991.\n- Summit Energy is headquartered in Malmo.\n- Dmitri reports to Kenji.\n- Dmitri works for Helios Logistics.\n- Summit Energy was founded in 1976.\n- Tessa reports to Tobias.\n- Stefan reports to Sanne.\n- Helios Logistics was founded in 2010.\n- Northwind Systems is headquartered in Tallinn.\n- Tobias works for Northwind Systems.\n- Ingrid reports to Anders.\n- Anders works for Northwind Systems.\n- Helios Logistics is headquartered in Lyon.\n- Kenji reports to Stefan.\n- Beacon Insurance was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26591", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26592", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Hana works for Beacon Insurance.\n- Mateo works for Bluepine Aviation.\n- Amara works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Amara reports to Mateo.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1979.\n- Beacon Insurance is headquartered in Halifax.\n- Bluepine Aviation was founded in 2009.\n- Tobias works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tobias reports to Hana.\n- Elena reports to Wren.\n- Hana reports to Amara.\n- Anders works for Lattice Analytics.\n- Mateo reports to Yuki.\n- Cedar Retail Group is headquartered in Bergen.\n- Yuki reports to Anders.\n- Wren reports to Tobias.\n- Cedar Retail Group was founded in 2007.\n- Wren works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26594", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "change_seat", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26595", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26596", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6541: employee Hana T., hired 29 October 2019, separated 13 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6541?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Cobalt Health was founded in 1990.\n- Nadia works for Cobalt Health.\n- Northwind Systems is headquartered in Cork.\n- Emeka reports to Deshawn.\n- Helios Logistics was founded in 1989.\n- Northwind Systems was founded in 2013.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Deshawn reports to Kenji.\n- Cobalt Health is headquartered in Porto.\n- Kenji reports to Felix.\n- Bluepine Aviation was founded in 1989.\n- Stefan reports to Emeka.\n- Emeka works for Northwind Systems.\n- Helios Logistics is headquartered in Porto.\n- Dmitri works for Helios Logistics.\n- Felix reports to Nadia.\n- Deshawn works for Northwind Systems.\n- Stefan works for Helios Logistics.\n- Kenji works for Bluepine Aviation.\n- Wren reports to Dmitri.\n- Aisha reports to Stefan.\n- Nadia reports to Wren.\n- Felix works for Bluepine Aviation.\n- Anders reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1988", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26598", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4690: employee Jonas S., hired 11 September 2023, separated 24 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4690?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4690 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Halifax.\n- Anders reports to Nadia.\n- Priya reports to Felix.\n- Crescent Telecom was founded in 1998.\n- Ravi reports to Deshawn.\n- Sofia works for Crescent Telecom.\n- Priya works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1999.\n- Nadia reports to Ravi.\n- Cedar Retail Group was founded in 2010.\n- Callum reports to Anders.\n- Callum works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Nadia works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Fernhill Foods is headquartered in Halifax.\n- Ravi works for Bluepine Aviation.\n- Sofia reports to Priya.\n- Cedar Retail Group is headquartered in Halifax.\n- Anders works for Fernhill Foods.\n- Deshawn reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Ingrid.\n- Summit Energy is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1997.\n- Aisha reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Anders works for Summit Energy.\n- Hana reports to Callum.\n- Aisha works for Bluepine Aviation.\n- Summit Energy was founded in 2002.\n- Callum works for Fernhill Foods.\n- Kenji reports to Anders.\n- Leila reports to Kenji.\n- Tessa reports to Ravi.\n- Cedar Retail Group is headquartered in Adelaide.\n- Emeka reports to Tessa.\n- Bluepine Aviation is headquartered in Adelaide.\n- Felix reports to Leila.\n- Leila works for Cedar Retail Group.\n- Felix works for Bluepine Aviation.\n- Ravi works for Fernhill Foods.\n- Bluepine Aviation was founded in 2012.\n- Sofia works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Fernhill Foods was founded in 1975.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Sofia.\n- Ravi reports to Felix.\n- Tessa works for Fernhill Foods.\n- Sofia reports to Hana.\n- Kenji works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1983.\n- Mara works for Fernhill Foods.\n- Meridian Bank is headquartered in Valencia.\n- Deshawn works for Fernhill Foods.\n- Kenji works for Meridian Bank.\n- Sofia reports to Nadia.\n- Dmitri reports to Deshawn.\n- Atlas Freight is headquartered in Tampere.\n- Bruno reports to Sofia.\n- Meridian Bank was founded in 1991.\n- Sofia works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Mara reports to Dmitri.\n- Tessa works for Meridian Bank.\n- Kenji reports to Bruno.\n- Nadia reports to Mara.\n- Dmitri works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Nagoya.\n- Fernhill Foods was founded in 1992.\n- Ironwood Manufacturing was founded in 1990.\n- Nadia works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Austin.\n- Deshawn reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26602", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Priya reports to Tessa.\n- Deshawn reports to Ingrid.\n- Summit Energy was founded in 2014.\n- Ironwood Manufacturing was founded in 1988.\n- Kenji reports to Priya.\n- Kenji works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Crescent Telecom was founded in 1999.\n- Bluepine Aviation was founded in 1976.\n- Ingrid reports to Kenji.\n- Leila works for Crescent Telecom.\n- Bruno reports to Amara.\n- Bruno works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Nagoya.\n- Amara reports to Leila.\n- Priya works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Ironwood Manufacturing is headquartered in Porto.\n- Crescent Telecom is headquartered in Porto.\n- Amara works for Bluepine Aviation.\n- Summit Energy is headquartered in Porto.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26604", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26605", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 96817 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "asks for money back on a purchase", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26606", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7248: employee Zoya S., hired 20 July 2024, separated 19 June 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2026-7248 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$34,667", "2": "$8,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26607", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26608", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 98326 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "cancel_order", "3": "track_order", "4": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Aisha reports to Emeka.\n- Emeka reports to Yuki.\n- Ingrid works for Cobalt Health.\n- Emeka works for Vantage Air.\n- Cobalt Health is headquartered in Malmo.\n- Zoya reports to Callum.\n- Amara works for Cobalt Health.\n- Yuki reports to Amara.\n- Cedar Retail Group was founded in 2013.\n- Nadia works for Vantage Air.\n- Cobalt Health was founded in 1995.\n- Summit Energy is headquartered in Malmo.\n- Amara reports to Ingrid.\n- Aisha works for Cedar Retail Group.\n- Callum reports to Leila.\n- Leila works for Summit Energy.\n- Leila reports to Aisha.\n- Vantage Air is headquartered in Malmo.\n- Summit Energy was founded in 1982.\n- Ingrid reports to Nadia.\n- Callum works for Cobalt Health.\n- Nadia reports to Priya.\n- Yuki works for Summit Energy.\n- Vantage Air was founded in 1975.\n- Priya works for Vantage Air.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26610", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26612", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26613", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Felix.\n- Pablo works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Yuki reports to Ravi.\n- Beacon Insurance is headquartered in Turku.\n- Felix works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Sofia works for Meridian Bank.\n- Northwind Systems was founded in 2008.\n- Tessa reports to Mara.\n- Pablo reports to Sofia.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Turku.\n- Nadia reports to Pablo.\n- Meridian Bank was founded in 2002.\n- Felix reports to Nadia.\n- Lucia reports to Tessa.\n- Mara works for Northwind Systems.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Yuki works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Mara reports to Yuki.\n- Tessa works for Beacon Insurance.\n- Meridian Bank is headquartered in Bergen.\n- Bluepine Aviation was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2012.\n- Lattice Analytics is headquartered in Tampere.\n- Leila reports to Lucia.\n- Bruno reports to Ingrid.\n- Bruno works for Lattice Analytics.\n- Deshawn reports to Leila.\n- Summit Energy was founded in 1978.\n- Summit Energy is headquartered in Cork.\n- Stefan works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Amara works for Northwind Systems.\n- Lattice Analytics was founded in 2006.\n- Ingrid works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Meridian Bank is headquartered in Halifax.\n- Northwind Systems was founded in 2001.\n- Lucia works for Northwind Systems.\n- Lucia reports to Bruno.\n- Ingrid reports to Amara.\n- Amara reports to Priya.\n- Priya reports to Stefan.\n- Deshawn works for Northwind Systems.\n- Pablo reports to Sanne.\n- Priya works for Northwind Systems.\n- Leila works for Lattice Analytics.\n- Northwind Systems is headquartered in Malmo.\n- Stefan reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26616", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3791: employee Tessa T., hired 14 September 2021, separated 06 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3791?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26617", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 2, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5753: employee Ravi S., hired 05 January 2023, separated 24 April 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-5753 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$6,000", "2": "$4,875", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1995.\n- Northwind Systems is headquartered in Turku.\n- Tobias reports to Wren.\n- Bluepine Aviation is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Ghent.\n- Stefan reports to Deshawn.\n- Lucia works for Cedar Retail Group.\n- Wren reports to Anders.\n- Meridian Bank was founded in 1994.\n- Cedar Retail Group was founded in 2005.\n- Anders reports to Stefan.\n- Northwind Systems was founded in 1988.\n- Deshawn reports to Felix.\n- Felix works for Meridian Bank.\n- Felix reports to Leila.\n- Lucia reports to Tobias.\n- Leila works for Northwind Systems.\n- Anders works for Meridian Bank.\n- Deshawn works for Northwind Systems.\n- Tobias works for Meridian Bank.\n- Stefan works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Wren works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26619", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26620", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26621", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26622", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tallinn.\n- Lattice Analytics was founded in 1995.\n- Meridian Bank was founded in 2001.\n- Elena works for Vantage Air.\n- Emeka reports to Viktor.\n- Mateo reports to Pablo.\n- Helios Logistics was founded in 2010.\n- Lucia reports to Mateo.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Lucia works for Helios Logistics.\n- Vantage Air was founded in 2014.\n- Helios Logistics is headquartered in Basel.\n- Emeka works for Vantage Air.\n- Wren reports to Elena.\n- Wren works for Helios Logistics.\n- Vantage Air is headquartered in Leeds.\n- Viktor reports to Lucia.\n- Pablo reports to Callum.\n- Pablo works for Meridian Bank.\n- Viktor works for Helios Logistics.\n- Callum works for Meridian Bank.\n- Elena reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2013", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Sanne reports to Deshawn.\n- Beacon Insurance is headquartered in Oslo.\n- Amara reports to Kenji.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo works for Helios Logistics.\n- Bruno reports to Anders.\n- Pablo reports to Mateo.\n- Bluepine Aviation is headquartered in Tampere.\n- Deshawn reports to Ingrid.\n- Sanne works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Sofia reports to Amara.\n- Anders reports to Pablo.\n- Mateo reports to Sanne.\n- Sofia works for Northwind Systems.\n- Kenji reports to Hana.\n- Aisha reports to Sofia.\n- Amara works for Helios Logistics.\n- Pablo works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Beacon Insurance was founded in 1975.\n- Northwind Systems is headquartered in Lyon.\n- Helios Logistics was founded in 1992.\n- Ingrid reports to Aisha.\n- Bluepine Aviation was founded in 1977.\n- Ingrid works for Beacon Insurance.\n- Northwind Systems was founded in 1978.\n- Hana works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26625", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Priya.\n- Cedar Retail Group is headquartered in Basel.\n- Elena works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Viktor reports to Ravi.\n- Priya works for Pinnacle Software.\n- Leila works for Fernhill Foods.\n- Priya reports to Zoya.\n- Emeka works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Pinnacle Software was founded in 1980.\n- Ingrid works for Pinnacle Software.\n- Felix reports to Ingrid.\n- Emeka reports to Leila.\n- Viktor works for Cedar Retail Group.\n- Felix works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1990.\n- Pinnacle Software is headquartered in Cork.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Elena.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Zoya reports to Felix.\n- Ravi reports to Emeka.\n- Cedar Retail Group was founded in 1991.\n- Fernhill Foods was founded in 1999.\n- Leila reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26627", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26628", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4952: employee Omar B., hired 03 February 2020, separated 02 September 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4952?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26629", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Status on my shipment 22546 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26630", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26631", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 August 2025): For employees hired on or after 10 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3170: employee Yuki M., hired 07 June 2023, separated 17 September 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-3170 under the controlling rules.", "criteria": {"0": "$19,038", "1": "$18,923", "2": "$82,000", "3": "$19,423"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26632", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3138: employee Tessa K., hired 26 October 2022, separated 03 August 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-3138 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$2,500", "2": "$8,667", "3": "$800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26633", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26634", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Yuki reports to Wren.\n- Stefan reports to Lucia.\n- Ingrid reports to Mara.\n- Elena works for Cobalt Health.\n- Callum reports to Yuki.\n- Callum works for Lattice Analytics.\n- Vantage Air was founded in 1995.\n- Lattice Analytics was founded in 2004.\n- Stefan works for Meridian Bank.\n- Mara reports to Amara.\n- Cobalt Health is headquartered in Lyon.\n- Amara works for Vantage Air.\n- Meridian Bank is headquartered in Leeds.\n- Yuki works for Lattice Analytics.\n- Elena reports to Stefan.\n- Tessa works for Meridian Bank.\n- Vantage Air is headquartered in Nagoya.\n- Cobalt Health was founded in 2004.\n- Tessa reports to Elena.\n- Mara works for Cobalt Health.\n- Wren works for Meridian Bank.\n- Amara reports to Tessa.\n- Lattice Analytics is headquartered in Lyon.\n- Meridian Bank was founded in 1995.\n- Wren reports to Ingrid.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Aisha.\n- Priya reports to Mateo.\n- Anders works for Summit Energy.\n- Amara works for Helios Logistics.\n- Bruno reports to Tessa.\n- Helios Logistics was founded in 2012.\n- Ironwood Manufacturing is headquartered in Cork.\n- Summit Energy is headquartered in Cork.\n- Chiara reports to Viktor.\n- Fernhill Foods is headquartered in Halifax.\n- Aisha reports to Elena.\n- Bruno works for Helios Logistics.\n- Fernhill Foods was founded in 2004.\n- Elena reports to Bruno.\n- Summit Energy was founded in 2011.\n- Ironwood Manufacturing was founded in 2006.\n- Mateo works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Cork.\n- Chiara works for Helios Logistics.\n- Aisha works for Fernhill Foods.\n- Anders reports to Chiara.\n- Mateo reports to Anders.\n- Viktor works for Helios Logistics.\n- Viktor reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26638", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 36129 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26639", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Sofia.\n- Lattice Analytics is headquartered in Brno.\n- Beacon Insurance was founded in 1976.\n- Lucia works for Northwind Systems.\n- Mateo works for Lattice Analytics.\n- Aisha reports to Lucia.\n- Lattice Analytics was founded in 2015.\n- Stefan reports to Jonas.\n- Stefan works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Brno.\n- Mateo reports to Sanne.\n- Northwind Systems was founded in 1996.\n- Jonas reports to Tessa.\n- Sanne works for Ironwood Manufacturing.\n- Amara reports to Stefan.\n- Amara works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Omar reports to Dmitri.\n- Lucia reports to Mateo.\n- Beacon Insurance is headquartered in Tallinn.\n- Aisha works for Beacon Insurance.\n- Tessa works for Ironwood Manufacturing.\n- Omar works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1977.\n- Kenji reports to Amara.\n- Kenji works for Lattice Analytics.\n- Dmitri reports to Aisha.\n- Ironwood Manufacturing is headquartered in Austin.\n- Jonas works for Lattice Analytics.\n- Tessa reports to Omar.\n- Dmitri works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1972", "2": "1980", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26642", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2003.\n- Bluepine Aviation is headquartered in Malmo.\n- Yuki works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Stefan works for Summit Energy.\n- Ingrid reports to Leila.\n- Yuki reports to Amara.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Kenji.\n- Kenji works for Meridian Bank.\n- Helios Logistics is headquartered in Malmo.\n- Leila reports to Aisha.\n- Mara works for Bluepine Aviation.\n- Pablo reports to Bruno.\n- Bruno reports to Mara.\n- Ingrid works for Bluepine Aviation.\n- Amara works for Meridian Bank.\n- Amara reports to Pablo.\n- Summit Energy is headquartered in Malmo.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Summit Energy.\n- Kenji reports to Stefan.\n- Tessa works for Bluepine Aviation.\n- Meridian Bank was founded in 2014.\n- Aisha reports to Chiara.\n- Bruno works for Helios Logistics.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics was founded in 2002.\n- Mara reports to Ingrid.\n- Tessa reports to Yuki.\n- Bluepine Aviation was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26644", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 December 2022): For employees hired on or after 27 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5217: employee Leila R., hired 05 June 2020, separated 14 July 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5217?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26645", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Turku.\n- Felix reports to Wren.\n- Anders reports to Zoya.\n- Wren works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1997.\n- Lattice Analytics is headquartered in Oslo.\n- Stefan works for Atlas Freight.\n- Pinnacle Software was founded in 1983.\n- Wren reports to Mara.\n- Atlas Freight was founded in 1982.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Turku.\n- Nadia works for Pinnacle Software.\n- Anders works for Atlas Freight.\n- Lattice Analytics was founded in 1988.\n- Zoya works for Atlas Freight.\n- Nadia reports to Anders.\n- Mara reports to Elena.\n- Elena reports to Nadia.\n- Felix works for Lattice Analytics.\n- Zoya reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26647", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Helios Logistics was founded in 1989.\n- Chiara reports to Amara.\n- Mei reports to Dmitri.\n- Omar works for Helios Logistics.\n- Cedar Retail Group was founded in 2007.\n- Dmitri reports to Yuki.\n- Amara works for Cedar Retail Group.\n- Yuki works for Vantage Air.\n- Viktor reports to Omar.\n- Amara reports to Wren.\n- Leila works for Cedar Retail Group.\n- Mei works for Summit Energy.\n- Chiara works for Helios Logistics.\n- Summit Energy was founded in 1992.\n- Vantage Air is headquartered in Brno.\n- Cedar Retail Group is headquartered in Lyon.\n- Dmitri works for Helios Logistics.\n- Wren works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Vantage Air was founded in 2009.\n- Wren reports to Mei.\n- Omar reports to Kenji.\n- Viktor works for Vantage Air.\n- Yuki reports to Leila.\n- Leila reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26649", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Felix reports to Hana.\n- Tessa reports to Nadia.\n- Nadia reports to Felix.\n- Deshawn works for Summit Energy.\n- Hana reports to Deshawn.\n- Aisha reports to Elena.\n- Crescent Telecom was founded in 2002.\n- Summit Energy is headquartered in Halifax.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Dmitri reports to Mara.\n- Lucia works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Bluepine Aviation was founded in 1975.\n- Kenji reports to Aisha.\n- Elena works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Mara reports to Kenji.\n- Deshawn reports to Dmitri.\n- Nadia works for Summit Energy.\n- Summit Energy was founded in 2008.\n- Atlas Freight was founded in 2004.\n- Kenji works for Summit Energy.\n- Ravi reports to Tessa.\n- Felix works for Bluepine Aviation.\n- Dmitri works for Summit Energy.\n- Crescent Telecom is headquartered in Bergen.\n- Aisha works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Lucia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26651", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26652", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Tobias reports to Dmitri.\n- Felix reports to Emeka.\n- Dmitri reports to Viktor.\n- Omar reports to Leila.\n- Priya reports to Ravi.\n- Emeka works for Atlas Freight.\n- Tobias works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Ravi reports to Tobias.\n- Bluepine Aviation was founded in 1982.\n- Atlas Freight was founded in 1991.\n- Fernhill Foods is headquartered in Nagoya.\n- Viktor works for Bluepine Aviation.\n- Tessa works for Northwind Systems.\n- Atlas Freight is headquartered in Tallinn.\n- Northwind Systems was founded in 2000.\n- Tessa reports to Priya.\n- Fernhill Foods was founded in 2003.\n- Viktor reports to Omar.\n- Felix works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Leila reports to Felix.\n- Omar works for Atlas Freight.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26654", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2707: employee Tobias R., hired 10 May 2021, separated 26 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2707?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26655", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Turku.\n- Leila works for Crescent Telecom.\n- Lattice Analytics is headquartered in Porto.\n- Mei works for Crescent Telecom.\n- Dmitri reports to Jonas.\n- Cobalt Health was founded in 1994.\n- Bruno works for Cobalt Health.\n- Wren works for Lattice Analytics.\n- Jonas reports to Bruno.\n- Sanne works for Lattice Analytics.\n- Vantage Air was founded in 1993.\n- Bruno reports to Mei.\n- Crescent Telecom is headquartered in Turku.\n- Dmitri works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.\n- Zoya reports to Leila.\n- Leila reports to Sanne.\n- Wren reports to Dmitri.\n- Crescent Telecom was founded in 2012.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Sanne reports to Wren.\n- Zoya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26657", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1081: employee Jonas R., hired 11 October 2022, separated 09 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1081?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26658", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2387: employee Leila S., hired 15 March 2022, separated 22 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2387?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26659", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tessa.\n- Tessa works for Helios Logistics.\n- Yuki works for Bluepine Aviation.\n- Meridian Bank was founded in 1986.\n- Helios Logistics was founded in 2002.\n- Bluepine Aviation was founded in 2002.\n- Ingrid reports to Priya.\n- Ravi works for Meridian Bank.\n- Tessa reports to Yuki.\n- Viktor reports to Ingrid.\n- Priya reports to Tobias.\n- Ingrid works for Vantage Air.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Bruno works for Helios Logistics.\n- Priya works for Vantage Air.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Vantage Air is headquartered in Tampere.\n- Tobias reports to Bruno.\n- Yuki reports to Viktor.\n- Vantage Air was founded in 1985.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Crescent Telecom was founded in 1987.\n- Aisha works for Lattice Analytics.\n- Callum works for Crescent Telecom.\n- Elena reports to Callum.\n- Hana reports to Omar.\n- Leila works for Crescent Telecom.\n- Lucia works for Cedar Retail Group.\n- Elena works for Lattice Analytics.\n- Callum reports to Lucia.\n- Crescent Telecom is headquartered in Turku.\n- Leila reports to Priya.\n- Aisha reports to Elena.\n- Omar works for Crescent Telecom.\n- Helios Logistics is headquartered in Basel.\n- Cedar Retail Group is headquartered in Basel.\n- Lattice Analytics was founded in 1998.\n- Lucia reports to Hana.\n- Helios Logistics was founded in 1995.\n- Cedar Retail Group was founded in 1998.\n- Omar reports to Leila.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26661", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Lattice Analytics is headquartered in Cork.\n- Anders works for Fernhill Foods.\n- Yuki reports to Felix.\n- Fernhill Foods was founded in 1979.\n- Elena reports to Dmitri.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Pablo works for Fernhill Foods.\n- Jonas works for Cobalt Health.\n- Lattice Analytics was founded in 1993.\n- Bruno reports to Pablo.\n- Felix works for Pinnacle Software.\n- Elena works for Cobalt Health.\n- Wren reports to Jonas.\n- Pinnacle Software was founded in 2002.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software is headquartered in Cork.\n- Cobalt Health was founded in 1980.\n- Zoya works for Pinnacle Software.\n- Anders reports to Zoya.\n- Zoya reports to Bruno.\n- Dmitri reports to Yuki.\n- Pablo reports to Wren.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health is headquartered in Adelaide.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26663", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 October 2022): For employees hired on or after 19 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9346: employee Hana T., hired 13 July 2022, separated 22 June 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9346?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26664", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 3, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8402: employee Amara K., hired 15 March 2023, separated 17 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8402?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Felix works for Bluepine Aviation.\n- Chiara reports to Anders.\n- Dmitri works for Bluepine Aviation.\n- Tobias reports to Elena.\n- Bruno reports to Tobias.\n- Felix reports to Dmitri.\n- Bruno works for Bluepine Aviation.\n- Atlas Freight is headquartered in Adelaide.\n- Dmitri reports to Bruno.\n- Elena works for Cobalt Health.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank was founded in 1976.\n- Amara works for Cobalt Health.\n- Emeka reports to Chiara.\n- Wren works for Meridian Bank.\n- Wren reports to Amara.\n- Amara reports to Felix.\n- Bluepine Aviation was founded in 1992.\n- Chiara works for Cobalt Health.\n- Atlas Freight was founded in 1990.\n- Anders works for Atlas Freight.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Cobalt Health is headquartered in Tallinn.\n- Meridian Bank is headquartered in Tallinn.\n- Elena reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Stefan reports to Elena.\n- Dmitri works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Fernhill Foods was founded in 1996.\n- Atlas Freight is headquartered in Halifax.\n- Cedar Retail Group was founded in 1987.\n- Elena works for Atlas Freight.\n- Fernhill Foods is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Elena reports to Tessa.\n- Stefan works for Cedar Retail Group.\n- Viktor works for Atlas Freight.\n- Pinnacle Software is headquartered in Bergen.\n- Tessa reports to Dmitri.\n- Bruno works for Atlas Freight.\n- Bruno reports to Stefan.\n- Dmitri reports to Deshawn.\n- Tessa works for Atlas Freight.\n- Deshawn reports to Omar.\n- Atlas Freight was founded in 1994.\n- Pinnacle Software was founded in 2001.\n- Viktor reports to Pablo.\n- Deshawn works for Pinnacle Software.\n- Omar reports to Nadia.\n- Nadia reports to Viktor.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1989", "2": "1992", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26667", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26668", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26669", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6526: employee Amara M., hired 05 July 2022, separated 07 December 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6526?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Leila reports to Dmitri.\n- Beacon Insurance is headquartered in Brno.\n- Dmitri works for Atlas Freight.\n- Beacon Insurance was founded in 2003.\n- Dmitri reports to Hana.\n- Sanne reports to Mateo.\n- Viktor reports to Lucia.\n- Mateo reports to Zoya.\n- Lattice Analytics is headquartered in Valencia.\n- Leila works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Mara reports to Viktor.\n- Mateo works for Atlas Freight.\n- Bruno works for Cedar Retail Group.\n- Atlas Freight was founded in 1977.\n- Bruno reports to Sanne.\n- Hana works for Beacon Insurance.\n- Lucia reports to Bruno.\n- Lattice Analytics was founded in 1986.\n- Zoya works for Beacon Insurance.\n- Viktor works for Lattice Analytics.\n- Lucia works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Cedar Retail Group was founded in 1989.\n- Zoya reports to Leila.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1975", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26671", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Adelaide.\n- Pinnacle Software was founded in 1980.\n- Lattice Analytics was founded in 2015.\n- Mara reports to Leila.\n- Dmitri works for Pinnacle Software.\n- Bluepine Aviation was founded in 2011.\n- Lattice Analytics is headquartered in Tallinn.\n- Tobias reports to Hana.\n- Ravi reports to Jonas.\n- Hana works for Bluepine Aviation.\n- Northwind Systems was founded in 1992.\n- Dmitri reports to Elena.\n- Bluepine Aviation is headquartered in Nagoya.\n- Jonas works for Northwind Systems.\n- Leila reports to Ravi.\n- Mara works for Bluepine Aviation.\n- Hana reports to Dmitri.\n- Leila works for Bluepine Aviation.\n- Elena works for Northwind Systems.\n- Elena reports to Mara.\n- Pinnacle Software is headquartered in Nagoya.\n- Tobias works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26672", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1979.\n- Sofia works for Northwind Systems.\n- Nadia reports to Lucia.\n- Northwind Systems is headquartered in Bergen.\n- Lattice Analytics is headquartered in Basel.\n- Amara works for Fernhill Foods.\n- Hana works for Lattice Analytics.\n- Lucia reports to Hana.\n- Hana reports to Pablo.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Northwind Systems was founded in 1978.\n- Pablo reports to Sofia.\n- Atlas Freight was founded in 2011.\n- Lucia works for Atlas Freight.\n- Priya works for Northwind Systems.\n- Amara reports to Nadia.\n- Lattice Analytics was founded in 1990.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia works for Atlas Freight.\n- Leila reports to Amara.\n- Sofia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26674", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7723: employee Tobias B., hired 08 February 2021, separated 24 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2026-7723 under the controlling rules.", "criteria": {"0": "$99,000", "1": "$22,716", "2": "$22,346", "3": "$22,846"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Amara.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Felix.\n- Meridian Bank is headquartered in Valencia.\n- Vantage Air is headquartered in Valencia.\n- Mei works for Lattice Analytics.\n- Ingrid reports to Anders.\n- Vantage Air was founded in 1982.\n- Ingrid works for Vantage Air.\n- Emeka works for Meridian Bank.\n- Helios Logistics was founded in 1989.\n- Helios Logistics is headquartered in Valencia.\n- Anders reports to Pablo.\n- Amara works for Helios Logistics.\n- Deshawn works for Lattice Analytics.\n- Meridian Bank was founded in 2012.\n- Lattice Analytics was founded in 2014.\n- Felix works for Lattice Analytics.\n- Deshawn reports to Emeka.\n- Emeka reports to Mei.\n- Anders works for Helios Logistics.\n- Lattice Analytics is headquartered in Dunedin.\n- Mei reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26676", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9195: employee Jonas T., hired 04 May 2022, separated 24 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9195?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9195 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26678", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Dmitri.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Dmitri works for Fernhill Foods.\n- Mateo reports to Yuki.\n- Cobalt Health was founded in 1982.\n- Sofia works for Cobalt Health.\n- Sofia reports to Bruno.\n- Wren works for Cobalt Health.\n- Fernhill Foods was founded in 1985.\n- Bruno reports to Mateo.\n- Stefan works for Ironwood Manufacturing.\n- Yuki reports to Ingrid.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Ironwood Manufacturing was founded in 1980.\n- Mateo works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Atlas Freight is headquartered in Bergen.\n- Viktor works for Cobalt Health.\n- Dmitri reports to Wren.\n- Wren reports to Sofia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Stefan reports to Viktor.\n- Atlas Freight was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Zoya.\n- Ravi reports to Tobias.\n- Bruno reports to Ravi.\n- Callum reports to Mei.\n- Pinnacle Software was founded in 1995.\n- Fernhill Foods is headquartered in Bergen.\n- Deshawn reports to Callum.\n- Cedar Retail Group is headquartered in Halifax.\n- Helios Logistics was founded in 2001.\n- Mei reports to Bruno.\n- Elena works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Nagoya.\n- Fernhill Foods was founded in 2013.\n- Bruno works for Fernhill Foods.\n- Zoya reports to Deshawn.\n- Mei works for Pinnacle Software.\n- Helios Logistics is headquartered in Halifax.\n- Ravi works for Helios Logistics.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.\n- Zoya works for Fernhill Foods.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26681", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26682", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7960: employee Jonas S., hired 16 April 2023, separated 22 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-7960 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$2,375", "2": "$10,833", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Bluepine Aviation.\n- Pablo reports to Viktor.\n- Chiara works for Ironwood Manufacturing.\n- Kenji works for Bluepine Aviation.\n- Helios Logistics was founded in 1983.\n- Viktor reports to Mara.\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2004.\n- Tobias reports to Deshawn.\n- Beacon Insurance is headquartered in Nagoya.\n- Mara reports to Dmitri.\n- Kenji reports to Omar.\n- Helios Logistics is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Tobias works for Bluepine Aviation.\n- Chiara reports to Tobias.\n- Dmitri reports to Kenji.\n- Bluepine Aviation was founded in 2014.\n- Mara works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Omar works for Beacon Insurance.\n- Pablo works for Bluepine Aviation.\n- Omar reports to Yuki.\n- Beacon Insurance was founded in 2000.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26684", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Ingrid reports to Yuki.\n- Bluepine Aviation was founded in 2002.\n- Crescent Telecom is headquartered in Porto.\n- Priya works for Fernhill Foods.\n- Crescent Telecom was founded in 1995.\n- Sofia reports to Callum.\n- Yuki reports to Hana.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1978.\n- Bruno reports to Sofia.\n- Hana reports to Priya.\n- Priya reports to Ravi.\n- Beacon Insurance is headquartered in Porto.\n- Yuki works for Fernhill Foods.\n- Ravi reports to Bruno.\n- Ingrid works for Beacon Insurance.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Porto.\n- Callum works for Fernhill Foods.\n- Beacon Insurance was founded in 2014.\n- Bluepine Aviation is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26686", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6703: employee Wren B., hired 20 March 2022, separated 05 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6703?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26687", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26688", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26689", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4311: employee Mei S., hired 26 March 2022, separated 10 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4311?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Chiara works for Helios Logistics.\n- Crescent Telecom was founded in 1995.\n- Crescent Telecom is headquartered in Brno.\n- Aisha works for Summit Energy.\n- Mei works for Helios Logistics.\n- Aisha reports to Mei.\n- Wren reports to Pablo.\n- Cobalt Health is headquartered in Malmo.\n- Chiara reports to Wren.\n- Mateo works for Crescent Telecom.\n- Mei reports to Mateo.\n- Cobalt Health was founded in 1994.\n- Ravi reports to Nadia.\n- Ravi works for Summit Energy.\n- Nadia reports to Chiara.\n- Stefan reports to Ravi.\n- Wren works for Summit Energy.\n- Helios Logistics was founded in 1993.\n- Mateo reports to Callum.\n- Pablo works for Helios Logistics.\n- Nadia works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Summit Energy is headquartered in Nagoya.\n- Summit Energy was founded in 2010.\n- Pablo reports to Aisha.\n- Helios Logistics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Viktor works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1985.\n- Lucia reports to Amara.\n- Mara works for Ironwood Manufacturing.\n- Sanne reports to Priya.\n- Vantage Air is headquartered in Nagoya.\n- Priya reports to Hana.\n- Vantage Air was founded in 1981.\n- Atlas Freight was founded in 2007.\n- Lucia works for Atlas Freight.\n- Mateo reports to Dmitri.\n- Priya works for Vantage Air.\n- Bruno reports to Viktor.\n- Fernhill Foods was founded in 2008.\n- Amara works for Ironwood Manufacturing.\n- Mara reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Amara reports to Bruno.\n- Dmitri reports to Jonas.\n- Nadia reports to Mara.\n- Fernhill Foods is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Jonas works for Ironwood Manufacturing.\n- Viktor reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26692", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7776: employee Anders B., hired 23 July 2023, separated 27 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-7776 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,400", "2": "$2,000", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26693", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6397: employee Kenji K., hired 16 July 2023, separated 14 June 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6397?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26694", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6634: employee Mara T., hired 05 August 2021, separated 19 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6634?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tobias.\n- Tobias reports to Priya.\n- Anders reports to Amara.\n- Lattice Analytics is headquartered in Turku.\n- Priya reports to Sofia.\n- Amara works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Crescent Telecom was founded in 2008.\n- Aisha reports to Emeka.\n- Sofia works for Meridian Bank.\n- Aisha works for Crescent Telecom.\n- Chiara works for Meridian Bank.\n- Priya works for Crescent Telecom.\n- Yuki reports to Felix.\n- Beacon Insurance is headquartered in Malmo.\n- Emeka works for Crescent Telecom.\n- Felix reports to Chiara.\n- Meridian Bank was founded in 2008.\n- Beacon Insurance was founded in 1975.\n- Crescent Telecom is headquartered in Dunedin.\n- Mateo reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Kenji reports to Anders.\n- Anders works for Crescent Telecom.\n- Meridian Bank is headquartered in Dunedin.\n- Mateo works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Sofia reports to Mateo.\n- Amara reports to Aisha.\n- Lattice Analytics was founded in 2010.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26696", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26697", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8809: employee Yuki K., hired 26 October 2022, separated 06 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8809?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26698", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Vantage Air.\n- Zoya reports to Bruno.\n- Priya reports to Yuki.\n- Yuki works for Vantage Air.\n- Cobalt Health is headquartered in Valencia.\n- Lucia reports to Kenji.\n- Sofia works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Cobalt Health was founded in 1990.\n- Yuki reports to Lucia.\n- Lucia works for Vantage Air.\n- Bluepine Aviation was founded in 1988.\n- Kenji works for Cobalt Health.\n- Zoya works for Vantage Air.\n- Bluepine Aviation is headquartered in Malmo.\n- Kenji reports to Zoya.\n- Cedar Retail Group was founded in 1996.\n- Bruno works for Cedar Retail Group.\n- Vantage Air was founded in 1994.\n- Tobias reports to Priya.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bruno reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26699", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Tessa reports to Wren.\n- Cobalt Health was founded in 1990.\n- Helios Logistics was founded in 1996.\n- Helios Logistics is headquartered in Tampere.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Aisha.\n- Aisha reports to Kenji.\n- Kenji reports to Jonas.\n- Callum works for Fernhill Foods.\n- Tessa works for Helios Logistics.\n- Sanne reports to Deshawn.\n- Vantage Air is headquartered in Tampere.\n- Vantage Air was founded in 1991.\n- Sanne works for Cobalt Health.\n- Fernhill Foods is headquartered in Lyon.\n- Wren reports to Callum.\n- Cobalt Health is headquartered in Bergen.\n- Callum reports to Sanne.\n- Kenji works for Vantage Air.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods was founded in 1990.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26701", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Cedar Retail Group is headquartered in Bergen.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Amara.\n- Zoya works for Cedar Retail Group.\n- Atlas Freight was founded in 2004.\n- Viktor works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Emeka reports to Felix.\n- Yuki reports to Emeka.\n- Zoya reports to Viktor.\n- Lattice Analytics is headquartered in Tampere.\n- Felix works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Atlas Freight is headquartered in Cork.\n- Mei works for Bluepine Aviation.\n- Mei reports to Yuki.\n- Bluepine Aviation was founded in 1984.\n- Viktor reports to Ingrid.\n- Amara reports to Mei.\n- Cedar Retail Group was founded in 1983.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26703", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Chiara.\n- Anders works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.\n- Mateo reports to Jonas.\n- Kenji reports to Hana.\n- Tessa reports to Pablo.\n- Emeka works for Northwind Systems.\n- Anders reports to Leila.\n- Vantage Air was founded in 2011.\n- Lucia works for Northwind Systems.\n- Beacon Insurance was founded in 1997.\n- Northwind Systems was founded in 1982.\n- Kenji works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Hana works for Beacon Insurance.\n- Helios Logistics was founded in 2000.\n- Hana reports to Tessa.\n- Lucia reports to Emeka.\n- Emeka reports to Mateo.\n- Jonas works for Beacon Insurance.\n- Leila works for Northwind Systems.\n- Vantage Air is headquartered in Turku.\n- Chiara works for Vantage Air.\n- Helios Logistics is headquartered in Turku.\n- Pablo reports to Lucia.\n- Chiara reports to Dmitri.\n- Dmitri works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26705", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26706", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Mei reports to Ingrid.\n- Pinnacle Software was founded in 1978.\n- Hana works for Pinnacle Software.\n- Elena reports to Deshawn.\n- Mei works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Fernhill Foods was founded in 1984.\n- Vantage Air was founded in 1993.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Stefan reports to Elena.\n- Deshawn works for Fernhill Foods.\n- Stefan works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1999.\n- Viktor reports to Hana.\n- Ingrid reports to Stefan.\n- Bruno reports to Mei.\n- Ingrid works for Vantage Air.\n- Hana reports to Bruno.\n- Vantage Air is headquartered in Oslo.\n- Pinnacle Software is headquartered in Porto.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26708", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26709", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 18164 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Ghent.\n- Ingrid reports to Tobias.\n- Zoya reports to Sofia.\n- Helios Logistics was founded in 1980.\n- Sofia reports to Omar.\n- Wren reports to Hana.\n- Lattice Analytics was founded in 1977.\n- Dmitri works for Fernhill Foods.\n- Tobias reports to Dmitri.\n- Chiara reports to Wren.\n- Ingrid works for Lattice Analytics.\n- Hana works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Wren works for Northwind Systems.\n- Fernhill Foods was founded in 1988.\n- Omar works for Lattice Analytics.\n- Northwind Systems is headquartered in Basel.\n- Omar reports to Ingrid.\n- Northwind Systems was founded in 2007.\n- Sofia works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Mateo works for Northwind Systems.\n- Lattice Analytics is headquartered in Cork.\n- Mateo reports to Chiara.\n- Dmitri reports to Mateo.\n- Chiara works for Northwind Systems.\n- Tobias works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ravi.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Cork.\n- Ravi works for Vantage Air.\n- Crescent Telecom was founded in 2015.\n- Sanne reports to Kenji.\n- Summit Energy was founded in 2005.\n- Pablo reports to Chiara.\n- Beacon Insurance is headquartered in Ghent.\n- Ravi reports to Pablo.\n- Kenji works for Beacon Insurance.\n- Chiara reports to Sanne.\n- Vantage Air was founded in 1990.\n- Summit Energy is headquartered in Cork.\n- Pablo works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Sofia reports to Emeka.\n- Callum reports to Sofia.\n- Vantage Air is headquartered in Cork.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26712", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9549: employee Amara A., hired 09 August 2021, separated 30 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-9549 under the controlling rules.", "criteria": {"0": "$69,750", "1": "$16,226", "2": "$16,096", "3": "$15,596"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26713", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26714", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 5199 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26715", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1575: employee Jonas R., hired 10 October 2023, separated 29 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1575?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26716", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 December 2025): For employees hired on or after 02 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3250: employee Wren M., hired 14 July 2025, separated 26 June 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3250?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26717", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3188: employee Leila M., hired 16 October 2020, separated 24 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-3188 under the controlling rules.", "criteria": {"0": "$20,923", "1": "$19,038", "2": "$82,000", "3": "$18,923"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26718", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1171: employee Ingrid K., hired 31 July 2023, separated 04 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1171?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1171 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26719", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 October 2022): For employees hired on or after 21 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3191: employee Priya R., hired 25 May 2020, separated 24 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3191?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26720", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "control_lights", "1": "weather", "2": "set_timer", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Priya.\n- Mateo works for Lattice Analytics.\n- Omar reports to Emeka.\n- Sofia works for Beacon Insurance.\n- Priya reports to Wren.\n- Priya works for Beacon Insurance.\n- Felix reports to Leila.\n- Wren works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tampere.\n- Emeka works for Summit Energy.\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Felix.\n- Pinnacle Software was founded in 2005.\n- Beacon Insurance was founded in 2001.\n- Leila works for Pinnacle Software.\n- Lattice Analytics is headquartered in Oslo.\n- Wren reports to Mateo.\n- Omar works for Beacon Insurance.\n- Lattice Analytics was founded in 1977.\n- Sofia reports to Omar.\n- Summit Energy is headquartered in Oslo.\n- Summit Energy was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26722", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26723", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5857: employee Priya S., hired 30 January 2022, separated 15 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5857?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26725", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Kenji.\n- Atlas Freight is headquartered in Austin.\n- Anders reports to Tessa.\n- Yuki reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa reports to Deshawn.\n- Atlas Freight was founded in 1991.\n- Tessa works for Ironwood Manufacturing.\n- Bruno works for Helios Logistics.\n- Kenji works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2005.\n- Helios Logistics was founded in 1984.\n- Deshawn works for Helios Logistics.\n- Mara reports to Jonas.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Helios Logistics is headquartered in Ghent.\n- Mara works for Cedar Retail Group.\n- Jonas reports to Lucia.\n- Deshawn reports to Yuki.\n- Wren works for Cedar Retail Group.\n- Anders works for Helios Logistics.\n- Kenji reports to Tobias.\n- Lucia works for Helios Logistics.\n- Bruno reports to Mara.\n- Yuki works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2013.\n- Lucia reports to Wren.\n- Tobias reports to Anders.\n- Tobias works for Atlas Freight.\n- Jonas works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2002.\n- Pablo reports to Leila.\n- Nadia reports to Kenji.\n- Fernhill Foods is headquartered in Bergen.\n- Fernhill Foods was founded in 2009.\n- Ironwood Manufacturing is headquartered in Porto.\n- Chiara works for Fernhill Foods.\n- Kenji reports to Callum.\n- Mateo reports to Omar.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2008.\n- Nadia works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Omar reports to Pablo.\n- Mateo works for Atlas Freight.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Pablo works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1997.\n- Leila reports to Chiara.\n- Chiara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26728", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Cobalt Health was founded in 1991.\n- Bruno works for Beacon Insurance.\n- Ingrid reports to Bruno.\n- Kenji reports to Ingrid.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1997.\n- Wren reports to Zoya.\n- Zoya reports to Priya.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Kenji.\n- Viktor works for Beacon Insurance.\n- Priya reports to Deshawn.\n- Meridian Bank was founded in 2013.\n- Dmitri reports to Wren.\n- Beacon Insurance is headquartered in Valencia.\n- Beacon Insurance was founded in 1992.\n- Bruno reports to Omar.\n- Priya works for Meridian Bank.\n- Dmitri works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Zoya works for Cobalt Health.\n- Deshawn works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Cobalt Health is headquartered in Valencia.\n- Wren works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Meridian Bank is headquartered in Valencia.\n- Mara reports to Ravi.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26730", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3942: employee Mei M., hired 17 October 2021, separated 20 November 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2026-3942 under the controlling rules.", "criteria": {"0": "$17,850", "1": "$77,350", "2": "$18,350", "3": "$17,938"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1994.\n- Sanne reports to Aisha.\n- Sanne works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Pablo reports to Viktor.\n- Ravi reports to Nadia.\n- Bruno reports to Hana.\n- Meridian Bank was founded in 1992.\n- Helios Logistics is headquartered in Brno.\n- Cedar Retail Group was founded in 1976.\n- Cedar Retail Group is headquartered in Brno.\n- Wren reports to Tessa.\n- Pablo works for Meridian Bank.\n- Tessa works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Hana works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Tessa reports to Leila.\n- Aisha works for Cedar Retail Group.\n- Bruno works for Meridian Bank.\n- Viktor reports to Elena.\n- Nadia reports to Pablo.\n- Aisha reports to Bruno.\n- Elena reports to Wren.\n- Meridian Bank is headquartered in Nagoya.\n- Leila works for Cedar Retail Group.\n- Viktor works for Cobalt Health.\n- Elena works for Helios Logistics.\n- Leila reports to Sanne.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cedar Retail Group.\n- Wren reports to Lucia.\n- Kenji reports to Elena.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi reports to Chiara.\n- Crescent Telecom is headquartered in Adelaide.\n- Cobalt Health is headquartered in Oslo.\n- Lucia reports to Mei.\n- Wren works for Cobalt Health.\n- Chiara works for Ironwood Manufacturing.\n- Kenji works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Cedar Retail Group is headquartered in Oslo.\n- Cobalt Health was founded in 1993.\n- Ironwood Manufacturing was founded in 1978.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1982.\n- Elena reports to Ravi.\n- Chiara reports to Wren.\n- Crescent Telecom was founded in 1993.\n- Elena works for Cedar Retail Group.\n- Hana reports to Kenji.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26733", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8886: employee Sanne A., hired 20 May 2023, separated 11 March 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-8886 under the controlling rules.", "criteria": {"0": "$2,700", "1": "$17,333", "2": "$4,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8886 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26734", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Austin.\n- Anders works for Pinnacle Software.\n- Sofia reports to Nadia.\n- Anders reports to Jonas.\n- Sanne reports to Kenji.\n- Nadia works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Bluepine Aviation was founded in 2009.\n- Viktor reports to Elena.\n- Jonas works for Lattice Analytics.\n- Vantage Air was founded in 1996.\n- Deshawn reports to Sanne.\n- Elena reports to Sofia.\n- Lattice Analytics is headquartered in Austin.\n- Lattice Analytics was founded in 2000.\n- Kenji reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Austin.\n- Sanne works for Lattice Analytics.\n- Pinnacle Software is headquartered in Austin.\n- Jonas reports to Deshawn.\n- Nadia reports to Wren.\n- Deshawn works for Bluepine Aviation.\n- Pinnacle Software was founded in 1995.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26736", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Lucia.\n- Lucia works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Bruno works for Lattice Analytics.\n- Lucia reports to Anders.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Ingrid.\n- Tobias works for Lattice Analytics.\n- Deshawn reports to Viktor.\n- Callum works for Lattice Analytics.\n- Kenji works for Atlas Freight.\n- Beacon Insurance was founded in 2015.\n- Ingrid works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Anders works for Atlas Freight.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Tobias.\n- Tobias reports to Kenji.\n- Lattice Analytics was founded in 2015.\n- Crescent Telecom was founded in 2005.\n- Crescent Telecom is headquartered in Dunedin.\n- Anders reports to Bruno.\n- Ingrid reports to Callum.\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.\n- Atlas Freight was founded in 2012.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Chiara reports to Viktor.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum works for Atlas Freight.\n- Vantage Air is headquartered in Leeds.\n- Jonas reports to Ravi.\n- Amara works for Beacon Insurance.\n- Atlas Freight is headquartered in Adelaide.\n- Ravi reports to Mei.\n- Elena works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Wren reports to Chiara.\n- Mei reports to Callum.\n- Cedar Retail Group was founded in 1991.\n- Vantage Air was founded in 1998.\n- Ravi works for Vantage Air.\n- Beacon Insurance was founded in 1983.\n- Stefan works for Beacon Insurance.\n- Amara reports to Wren.\n- Beacon Insurance is headquartered in Malmo.\n- Viktor works for Vantage Air.\n- Mei works for Atlas Freight.\n- Elena reports to Amara.\n- Callum reports to Elena.\n- Stefan reports to Jonas.\n- Atlas Freight was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Aisha.\n- Hana works for Atlas Freight.\n- Beacon Insurance was founded in 1987.\n- Felix reports to Wren.\n- Atlas Freight was founded in 1996.\n- Zoya works for Atlas Freight.\n- Wren reports to Zoya.\n- Aisha works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Chiara works for Beacon Insurance.\n- Zoya reports to Leila.\n- Atlas Freight is headquartered in Leeds.\n- Sofia works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Beacon Insurance is headquartered in Leeds.\n- Cobalt Health was founded in 2015.\n- Summit Energy is headquartered in Porto.\n- Priya works for Atlas Freight.\n- Sofia reports to Hana.\n- Cobalt Health is headquartered in Adelaide.\n- Aisha reports to Chiara.\n- Leila works for Summit Energy.\n- Summit Energy was founded in 1980.\n- Leila reports to Priya.\n- Wren works for Beacon Insurance.\n- Hana reports to Ravi.\n- Ravi reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26740", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26741", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26742", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9035: employee Bruno R., hired 28 August 2021, separated 16 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9035?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26743", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 5163 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26744", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Crescent Telecom is headquartered in Halifax.\n- Tobias reports to Lucia.\n- Sanne works for Summit Energy.\n- Callum reports to Wren.\n- Priya reports to Sanne.\n- Lucia reports to Sofia.\n- Bluepine Aviation was founded in 1985.\n- Sofia reports to Priya.\n- Atlas Freight is headquartered in Austin.\n- Callum works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Priya works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Dmitri reports to Tobias.\n- Summit Energy was founded in 1997.\n- Lucia works for Atlas Freight.\n- Bluepine Aviation is headquartered in Halifax.\n- Wren works for Atlas Freight.\n- Crescent Telecom was founded in 1981.\n- Sanne reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Deshawn reports to Anders.\n- Sanne reports to Deshawn.\n- Anders reports to Kenji.\n- Bruno reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Helios Logistics was founded in 1996.\n- Summit Energy was founded in 1979.\n- Ironwood Manufacturing was founded in 1985.\n- Bluepine Aviation is headquartered in Valencia.\n- Omar reports to Callum.\n- Summit Energy is headquartered in Dunedin.\n- Anders works for Ironwood Manufacturing.\n- Jonas reports to Bruno.\n- Bruno works for Summit Energy.\n- Kenji works for Summit Energy.\n- Deshawn works for Bluepine Aviation.\n- Hana reports to Omar.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Jonas works for Ironwood Manufacturing.\n- Mei works for Summit Energy.\n- Callum reports to Jonas.\n- Callum works for Summit Energy.\n- Bluepine Aviation was founded in 2008.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26747", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26748", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7526: employee Hana A., hired 14 March 2022, separated 11 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7526?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26749", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26750", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26751", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26752", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6027: employee Tessa S., hired 19 November 2020, separated 23 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6027?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26753", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 December 2024): For employees hired on or after 14 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3212: employee Jonas S., hired 22 August 2024, separated 23 December 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-3212 under the controlling rules.", "criteria": {"0": "$4,800", "1": "$20,800", "2": "$3,800", "3": "$4,875"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26754", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5797: employee Elena A., hired 19 April 2021, separated 16 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5797?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26755", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2368: employee Ingrid S., hired 08 November 2021, separated 29 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2368?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26756", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26757", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26758", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4436: employee Jonas M., hired 12 April 2023, separated 31 March 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-4436 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$6,000", "2": "$3,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1990.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Zoya works for Cedar Retail Group.\n- Chiara reports to Nadia.\n- Chiara works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Yuki reports to Deshawn.\n- Callum reports to Kenji.\n- Ironwood Manufacturing was founded in 2008.\n- Callum works for Helios Logistics.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Chiara.\n- Helios Logistics was founded in 2007.\n- Deshawn reports to Zoya.\n- Dmitri works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Nadia reports to Dmitri.\n- Helios Logistics is headquartered in Lyon.\n- Yuki works for Cedar Retail Group.\n- Zoya reports to Callum.\n- Cedar Retail Group is headquartered in Lyon.\n- Summit Energy was founded in 1981.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26760", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3958: employee Mateo M., hired 06 June 2021, separated 09 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3958?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Lattice Analytics was founded in 2001.\n- Pinnacle Software was founded in 2006.\n- Ravi reports to Bruno.\n- Elena works for Cobalt Health.\n- Ravi works for Helios Logistics.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Mara reports to Amara.\n- Bruno works for Lattice Analytics.\n- Tessa reports to Elena.\n- Elena reports to Ravi.\n- Pinnacle Software is headquartered in Oslo.\n- Felix works for Lattice Analytics.\n- Chiara works for Cobalt Health.\n- Felix reports to Tessa.\n- Helios Logistics is headquartered in Oslo.\n- Bruno reports to Mara.\n- Cobalt Health was founded in 1993.\n- Amara reports to Chiara.\n- Mara works for Cobalt Health.\n- Helios Logistics was founded in 1998.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Wren works for Meridian Bank.\n- Summit Energy was founded in 2001.\n- Mei reports to Omar.\n- Mara works for Summit Energy.\n- Meridian Bank was founded in 2015.\n- Summit Energy is headquartered in Porto.\n- Felix reports to Kenji.\n- Mei works for Summit Energy.\n- Beacon Insurance was founded in 1978.\n- Mara reports to Mei.\n- Beacon Insurance is headquartered in Porto.\n- Viktor reports to Lucia.\n- Hana works for Summit Energy.\n- Felix works for Meridian Bank.\n- Fernhill Foods is headquartered in Porto.\n- Viktor works for Summit Energy.\n- Hana reports to Callum.\n- Callum works for Summit Energy.\n- Deshawn reports to Felix.\n- Fernhill Foods was founded in 2013.\n- Deshawn works for Fernhill Foods.\n- Wren reports to Deshawn.\n- Callum reports to Viktor.\n- Lucia works for Fernhill Foods.\n- Kenji reports to Sanne.\n- Meridian Bank is headquartered in Brno.\n- Omar reports to Hana.\n- Omar works for Fernhill Foods.\n- Kenji works for Summit Energy.\n- Sanne reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2008", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Nadia.\n- Jonas works for Meridian Bank.\n- Lattice Analytics is headquartered in Brno.\n- Sofia reports to Dmitri.\n- Mei reports to Aisha.\n- Northwind Systems was founded in 1982.\n- Nadia works for Lattice Analytics.\n- Dmitri works for Atlas Freight.\n- Kenji reports to Jonas.\n- Sofia works for Northwind Systems.\n- Aisha reports to Kenji.\n- Mei works for Northwind Systems.\n- Yuki reports to Sofia.\n- Yuki works for Lattice Analytics.\n- Aisha works for Meridian Bank.\n- Atlas Freight was founded in 2008.\n- Jonas reports to Hana.\n- Priya works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Kenji works for Atlas Freight.\n- Priya reports to Mei.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 1995.\n- Northwind Systems is headquartered in Brno.\n- Nadia reports to Yuki.\n- Lattice Analytics was founded in 1998.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Dunedin", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26764", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26765", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6549: employee Leila T., hired 09 August 2023, separated 29 December 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2026-6549 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$6,000", "2": "$17,333", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Wren.\n- Amara reports to Aisha.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Stefan works for Cobalt Health.\n- Felix reports to Bruno.\n- Felix works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Omar reports to Felix.\n- Lattice Analytics is headquartered in Austin.\n- Ingrid reports to Amara.\n- Aisha reports to Tessa.\n- Crescent Telecom is headquartered in Austin.\n- Cobalt Health is headquartered in Ghent.\n- Stefan reports to Ingrid.\n- Wren works for Lattice Analytics.\n- Omar works for Cobalt Health.\n- Wren reports to Omar.\n- Summit Energy was founded in 1985.\n- Crescent Telecom was founded in 2011.\n- Cobalt Health was founded in 2003.\n- Tessa works for Summit Energy.\n- Lattice Analytics was founded in 1981.\n- Bruno works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Basel.\n- Pinnacle Software is headquartered in Dunedin.\n- Ingrid works for Pinnacle Software.\n- Crescent Telecom is headquartered in Dunedin.\n- Meridian Bank was founded in 1985.\n- Chiara reports to Yuki.\n- Meridian Bank is headquartered in Brno.\n- Mateo works for Crescent Telecom.\n- Jonas reports to Ingrid.\n- Crescent Telecom was founded in 1998.\n- Pinnacle Software was founded in 2008.\n- Tobias reports to Mateo.\n- Tobias works for Meridian Bank.\n- Chiara works for Pinnacle Software.\n- Northwind Systems was founded in 2000.\n- Viktor reports to Jonas.\n- Ingrid reports to Chiara.\n- Zoya reports to Viktor.\n- Jonas works for Meridian Bank.\n- Mateo reports to Zoya.\n- Zoya works for Meridian Bank.\n- Yuki works for Northwind Systems.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ingrid.\n- Wren works for Ironwood Manufacturing.\n- Summit Energy was founded in 1997.\n- Pablo reports to Sofia.\n- Lattice Analytics was founded in 2014.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tessa works for Helios Logistics.\n- Callum reports to Anders.\n- Anders works for Lattice Analytics.\n- Jonas works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1996.\n- Lattice Analytics is headquartered in Adelaide.\n- Callum works for Helios Logistics.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Helios Logistics was founded in 1989.\n- Sofia reports to Tessa.\n- Sofia works for Lattice Analytics.\n- Summit Energy is headquartered in Brno.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Callum.\n- Tessa reports to Jonas.\n- Wren reports to Deshawn.\n- Ingrid reports to Wren.\n- Ingrid works for Summit Energy.\n- Deshawn reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26769", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8751: employee Aisha K., hired 13 November 2023, separated 07 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8751?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26770", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 73580 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Amara reports to Bruno.\n- Ingrid reports to Mateo.\n- Anders works for Summit Energy.\n- Tessa works for Lattice Analytics.\n- Bruno works for Northwind Systems.\n- Ravi works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Chiara works for Cedar Retail Group.\n- Ravi reports to Chiara.\n- Bruno reports to Lucia.\n- Summit Energy was founded in 1986.\n- Ingrid works for Cedar Retail Group.\n- Amara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Wren reports to Tessa.\n- Mateo reports to Ravi.\n- Lucia reports to Anders.\n- Summit Energy is headquartered in Bergen.\n- Lattice Analytics was founded in 1999.\n- Cedar Retail Group was founded in 2011.\n- Anders reports to Ingrid.\n- Tessa reports to Amara.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2009", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26772", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Priya reports to Sanne.\n- Zoya reports to Wren.\n- Nadia reports to Chiara.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Cedar Retail Group.\n- Wren reports to Ingrid.\n- Chiara reports to Leila.\n- Meridian Bank is headquartered in Valencia.\n- Ingrid works for Beacon Insurance.\n- Lucia works for Pinnacle Software.\n- Beacon Insurance was founded in 1984.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Deshawn reports to Lucia.\n- Beacon Insurance is headquartered in Bergen.\n- Meridian Bank was founded in 1979.\n- Nadia works for Cedar Retail Group.\n- Chiara works for Meridian Bank.\n- Ingrid reports to Deshawn.\n- Priya works for Cedar Retail Group.\n- Pinnacle Software was founded in 1983.\n- Sanne reports to Nadia.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia reports to Priya.\n- Wren works for Meridian Bank.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26774", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26775", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 39318, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26776", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Deshawn reports to Ravi.\n- Sofia reports to Zoya.\n- Beacon Insurance was founded in 2011.\n- Callum works for Atlas Freight.\n- Viktor reports to Callum.\n- Vantage Air was founded in 1997.\n- Leila reports to Sofia.\n- Zoya reports to Elena.\n- Wren works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Sofia works for Vantage Air.\n- Zoya works for Vantage Air.\n- Callum reports to Leila.\n- Deshawn works for Summit Energy.\n- Ravi reports to Viktor.\n- Elena works for Summit Energy.\n- Vantage Air is headquartered in Brno.\n- Wren reports to Deshawn.\n- Beacon Insurance is headquartered in Leeds.\n- Felix works for Vantage Air.\n- Summit Energy was founded in 1981.\n- Atlas Freight was founded in 1993.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Leeds.\n- Elena reports to Felix.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Tobias reports to Ingrid.\n- Nadia reports to Deshawn.\n- Cedar Retail Group was founded in 1993.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Tessa.\n- Nadia works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Mara reports to Tobias.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Atlas Freight is headquartered in Brno.\n- Tessa reports to Pablo.\n- Lattice Analytics was founded in 1981.\n- Ironwood Manufacturing was founded in 1988.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias works for Cedar Retail Group.\n- Pablo reports to Sofia.\n- Ingrid reports to Nadia.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Turku.\n- Atlas Freight was founded in 1977.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26779", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26780", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1766: employee Zoya K., hired 11 December 2023, separated 17 September 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-1766 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$1,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1766 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26781", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Basel.\n- Yuki works for Ironwood Manufacturing.\n- Bruno reports to Mateo.\n- Ravi works for Beacon Insurance.\n- Ingrid reports to Dmitri.\n- Cobalt Health was founded in 2003.\n- Beacon Insurance is headquartered in Halifax.\n- Anders works for Ironwood Manufacturing.\n- Aisha works for Beacon Insurance.\n- Dmitri reports to Ravi.\n- Aisha reports to Yuki.\n- Bruno works for Beacon Insurance.\n- Mateo reports to Anders.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cobalt Health is headquartered in Oslo.\n- Pinnacle Software was founded in 2005.\n- Ironwood Manufacturing was founded in 1979.\n- Anders reports to Aisha.\n- Dmitri works for Beacon Insurance.\n- Mateo works for Ironwood Manufacturing.\n- Ingrid works for Cobalt Health.\n- Beacon Insurance was founded in 2004.\n- Ravi reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Wren.\n- Stefan reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila works for Beacon Insurance.\n- Pablo reports to Leila.\n- Crescent Telecom is headquartered in Turku.\n- Lucia reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri works for Beacon Insurance.\n- Felix works for Ironwood Manufacturing.\n- Wren reports to Felix.\n- Northwind Systems was founded in 1991.\n- Beacon Insurance was founded in 2012.\n- Ironwood Manufacturing was founded in 2015.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Wren works for Crescent Telecom.\n- Northwind Systems is headquartered in Cork.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri reports to Amara.\n- Crescent Telecom was founded in 2014.\n- Stefan works for Northwind Systems.\n- Amara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26784", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3711: employee Anders T., hired 20 November 2022, separated 26 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3711?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Hana.\n- Pinnacle Software was founded in 1981.\n- Yuki works for Lattice Analytics.\n- Aisha works for Pinnacle Software.\n- Chiara reports to Mara.\n- Omar reports to Deshawn.\n- Deshawn works for Cedar Retail Group.\n- Deshawn reports to Chiara.\n- Wren reports to Aisha.\n- Wren works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar works for Helios Logistics.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Pinnacle Software is headquartered in Halifax.\n- Aisha reports to Yuki.\n- Helios Logistics was founded in 2006.\n- Hana works for Pinnacle Software.\n- Mara works for Helios Logistics.\n- Cedar Retail Group was founded in 1988.\n- Helios Logistics is headquartered in Halifax.\n- Hana reports to Wren.\n- Lattice Analytics was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26786", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8104: employee Chiara A., hired 09 April 2023, separated 21 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-4-2025-8104 under the controlling rules.", "criteria": {"0": "$13,269", "1": "$12,885", "2": "$13,385", "3": "$58,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mei.\n- Jonas works for Atlas Freight.\n- Mei works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Beacon Insurance is headquartered in Malmo.\n- Summit Energy is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Malmo.\n- Stefan reports to Pablo.\n- Beacon Insurance was founded in 1978.\n- Pablo works for Crescent Telecom.\n- Elena works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Pablo reports to Hana.\n- Bruno reports to Stefan.\n- Mei reports to Zoya.\n- Elena reports to Jonas.\n- Kenji reports to Bruno.\n- Jonas reports to Sofia.\n- Crescent Telecom was founded in 2000.\n- Kenji works for Atlas Freight.\n- Sofia works for Summit Energy.\n- Hana works for Crescent Telecom.\n- Atlas Freight was founded in 2014.\n- Stefan works for Crescent Telecom.\n- Sofia reports to Kenji.\n- Atlas Freight is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Tobias.\n- Hana reports to Yuki.\n- Atlas Freight was founded in 2011.\n- Nadia reports to Callum.\n- Leila works for Meridian Bank.\n- Leila reports to Sofia.\n- Nadia works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Crescent Telecom is headquartered in Nagoya.\n- Northwind Systems was founded in 1984.\n- Tobias works for Crescent Telecom.\n- Mateo reports to Hana.\n- Atlas Freight is headquartered in Porto.\n- Crescent Telecom was founded in 2007.\n- Mateo works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Callum works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Tobias reports to Leila.\n- Meridian Bank was founded in 2006.\n- Meridian Bank is headquartered in Porto.\n- Sofia works for Northwind Systems.\n- Sofia reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26789", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26790", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26791", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 29842 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26792", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8618: employee Nadia R., hired 29 April 2023, separated 30 July 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-8618 under the controlling rules.", "criteria": {"0": "$38,250", "1": "$8,957", "2": "$9,327", "3": "$8,827"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mateo.\n- Anders reports to Lucia.\n- Nadia reports to Leila.\n- Mara works for Helios Logistics.\n- Pinnacle Software was founded in 2003.\n- Leila works for Helios Logistics.\n- Aisha works for Pinnacle Software.\n- Stefan works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Anders works for Vantage Air.\n- Beacon Insurance is headquartered in Turku.\n- Stefan reports to Aisha.\n- Leila reports to Stefan.\n- Pinnacle Software is headquartered in Lyon.\n- Mara reports to Elena.\n- Vantage Air is headquartered in Lyon.\n- Priya works for Helios Logistics.\n- Elena works for Pinnacle Software.\n- Vantage Air was founded in 1987.\n- Lucia reports to Callum.\n- Aisha reports to Priya.\n- Beacon Insurance was founded in 2008.\n- Helios Logistics was founded in 1999.\n- Felix works for Pinnacle Software.\n- Elena reports to Nadia.\n- Mateo works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Helios Logistics is headquartered in Tampere.\n- Priya reports to Anders.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26794", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2061: employee Sofia R., hired 19 May 2023, separated 21 January 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-2061 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$2,423", "2": "$9,231", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2061 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26795", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26796", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26797", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5939: employee Dmitri S., hired 27 August 2022, separated 20 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5939?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26798", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26799", "family": "intent_hardneg", "state": "Incoming support message:\n\"61866 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26800", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26801", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 2, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5134: employee Ravi R., hired 19 February 2023, separated 30 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5134?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26802", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26803", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26804", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26805", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26806", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4529: employee Viktor M., hired 06 December 2020, separated 15 March 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-4529?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26807", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26808", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9691: employee Sanne A., hired 01 May 2023, separated 07 August 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-9691 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$3,900", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26809", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1993.\n- Kenji works for Lattice Analytics.\n- Tobias reports to Viktor.\n- Leila works for Cedar Retail Group.\n- Anders reports to Leila.\n- Atlas Freight is headquartered in Porto.\n- Lattice Analytics is headquartered in Porto.\n- Leila reports to Yuki.\n- Lucia reports to Kenji.\n- Cobalt Health is headquartered in Porto.\n- Pablo works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Yuki reports to Aisha.\n- Kenji reports to Pablo.\n- Pablo reports to Tobias.\n- Felix reports to Sofia.\n- Sofia reports to Dmitri.\n- Cedar Retail Group is headquartered in Halifax.\n- Felix works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Dmitri works for Lattice Analytics.\n- Lucia works for Atlas Freight.\n- Dmitri reports to Anders.\n- Viktor works for Cobalt Health.\n- Viktor reports to Felix.\n- Cedar Retail Group was founded in 2012.\n- Lattice Analytics was founded in 1985.\n- Atlas Freight was founded in 2012.\n- Anders works for Cedar Retail Group.\n- Sofia works for Cobalt Health.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2010", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26811", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5813: employee Ingrid R., hired 15 July 2021, separated 01 June 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-5813 under the controlling rules.", "criteria": {"0": "$7,312", "1": "$7,250", "2": "$31,417", "3": "$6,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26812", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26813", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 12310 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26814", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 96742, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26815", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 November 2025): For employees hired on or after 21 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3527: employee Deshawn A., hired 19 March 2024, separated 15 February 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3527?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Deshawn.\n- Aisha works for Crescent Telecom.\n- Deshawn reports to Leila.\n- Yuki reports to Ravi.\n- Mara reports to Zoya.\n- Wren reports to Hana.\n- Leila reports to Wren.\n- Leila works for Fernhill Foods.\n- Nadia reports to Yuki.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1980.\n- Ravi reports to Mara.\n- Yuki works for Northwind Systems.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Callum.\n- Crescent Telecom was founded in 1979.\n- Callum reports to Aisha.\n- Fernhill Foods was founded in 1980.\n- Wren works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.\n- Hana works for Northwind Systems.\n- Fernhill Foods is headquartered in Malmo.\n- Northwind Systems was founded in 1988.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Callum works for Ironwood Manufacturing.\n- Zoya works for Crescent Telecom.\n- Mara works for Ironwood Manufacturing.\n- Hana reports to Tessa.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26817", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26818", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4308: employee Mara S., hired 05 March 2024, separated 15 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4308?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26819", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Tessa works for Vantage Air.\n- Mara works for Atlas Freight.\n- Beacon Insurance was founded in 1997.\n- Beacon Insurance is headquartered in Austin.\n- Elena works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1998.\n- Yuki reports to Kenji.\n- Leila works for Beacon Insurance.\n- Vantage Air was founded in 1994.\n- Tessa reports to Leila.\n- Kenji reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Vantage Air is headquartered in Halifax.\n- Tobias reports to Zoya.\n- Elena reports to Tessa.\n- Zoya reports to Elena.\n- Mara reports to Yuki.\n- Yuki works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2001.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Atlas Freight is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26821", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26822", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26823", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Pablo reports to Hana.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Nadia works for Ironwood Manufacturing.\n- Pablo works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2011.\n- Nadia reports to Anders.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1997.\n- Crescent Telecom was founded in 1999.\n- Cedar Retail Group is headquartered in Lyon.\n- Emeka reports to Aisha.\n- Yuki reports to Emeka.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mateo works for Crescent Telecom.\n- Aisha reports to Deshawn.\n- Anders reports to Mei.\n- Anders works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2008.\n- Aisha works for Cedar Retail Group.\n- Hana reports to Nadia.\n- Yuki works for Cedar Retail Group.\n- Deshawn reports to Pablo.\n- Mei reports to Mateo.\n- Hana works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26825", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 8550, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "report_damage", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Northwind Systems is headquartered in Austin.\n- Aisha works for Cedar Retail Group.\n- Zoya reports to Mateo.\n- Hana reports to Aisha.\n- Dmitri works for Northwind Systems.\n- Cedar Retail Group was founded in 1979.\n- Anders works for Meridian Bank.\n- Dmitri reports to Bruno.\n- Meridian Bank was founded in 2011.\n- Chiara reports to Anders.\n- Beacon Insurance was founded in 2014.\n- Bruno works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Meridian Bank is headquartered in Tampere.\n- Wren works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Anders reports to Wren.\n- Callum reports to Zoya.\n- Mateo works for Meridian Bank.\n- Lucia reports to Chiara.\n- Mateo reports to Pablo.\n- Bruno reports to Hana.\n- Wren reports to Callum.\n- Beacon Insurance is headquartered in Austin.\n- Zoya works for Northwind Systems.\n- Aisha reports to Lucia.\n- Callum works for Northwind Systems.\n- Hana works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tampere.\n- Northwind Systems was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Leila works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1984.\n- Yuki reports to Emeka.\n- Emeka reports to Nadia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1998.\n- Elena reports to Omar.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Yuki works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Malmo.\n- Tessa works for Pinnacle Software.\n- Omar works for Bluepine Aviation.\n- Elena works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1998.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Leila reports to Pablo.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Tessa.\n- Mara reports to Elena.\n- Anders reports to Leila.\n- Mara works for Beacon Insurance.\n- Jonas reports to Mateo.\n- Nadia works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Tessa reports to Mara.\n- Nadia reports to Anders.\n- Omar reports to Yuki.\n- Pinnacle Software was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26828", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2002.\n- Emeka works for Lattice Analytics.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Lattice Analytics is headquartered in Lyon.\n- Felix works for Cedar Retail Group.\n- Stefan reports to Felix.\n- Leila reports to Tobias.\n- Emeka reports to Amara.\n- Stefan works for Lattice Analytics.\n- Amara reports to Ravi.\n- Amara works for Lattice Analytics.\n- Nadia reports to Stefan.\n- Nadia works for Lattice Analytics.\n- Crescent Telecom was founded in 1988.\n- Ravi works for Cedar Retail Group.\n- Yuki reports to Lucia.\n- Mateo works for Crescent Telecom.\n- Leila works for Lattice Analytics.\n- Summit Energy was founded in 2002.\n- Lucia reports to Leila.\n- Priya reports to Yuki.\n- Tobias reports to Emeka.\n- Lattice Analytics was founded in 1982.\n- Yuki works for Cedar Retail Group.\n- Ravi reports to Nadia.\n- Crescent Telecom is headquartered in Lyon.\n- Tobias works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Felix reports to Mateo.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26830", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4738: employee Omar K., hired 27 June 2020, separated 13 October 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2026-4738 under the controlling rules.", "criteria": {"0": "$81,900", "1": "$18,900", "2": "$17,900", "3": "$18,812"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26831", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2008.\n- Viktor works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Tobias reports to Leila.\n- Deshawn reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Emeka reports to Viktor.\n- Vantage Air is headquartered in Basel.\n- Felix reports to Emeka.\n- Anders reports to Ravi.\n- Pinnacle Software is headquartered in Dunedin.\n- Leila works for Pinnacle Software.\n- Vantage Air was founded in 1988.\n- Beacon Insurance was founded in 1991.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Viktor reports to Deshawn.\n- Ravi works for Beacon Insurance.\n- Leila reports to Felix.\n- Sanne works for Vantage Air.\n- Ravi reports to Tobias.\n- Deshawn works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Felix works for Beacon Insurance.\n- Sanne reports to Anders.\n- Pinnacle Software was founded in 1977.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26833", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9249: employee Pablo R., hired 23 May 2022, separated 16 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9249?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26834", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 January 2023): For employees hired on or after 28 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8201: employee Leila B., hired 23 October 2019, separated 01 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8201?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26835", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26836", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2088: employee Ingrid M., hired 25 December 2021, separated 10 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2088?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26837", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9629: employee Ingrid R., hired 16 October 2019, separated 02 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9629?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26838", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9908: employee Emeka A., hired 02 November 2020, separated 30 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9908?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26839", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5934: employee Sofia R., hired 09 September 2021, separated 23 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5934?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26840", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Leeds.\n- Sofia reports to Omar.\n- Sofia works for Ironwood Manufacturing.\n- Priya reports to Sanne.\n- Bruno works for Lattice Analytics.\n- Helios Logistics was founded in 2012.\n- Pinnacle Software was founded in 1977.\n- Elena reports to Priya.\n- Mara reports to Elena.\n- Omar works for Pinnacle Software.\n- Lucia works for Helios Logistics.\n- Mara works for Lattice Analytics.\n- Callum reports to Bruno.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sanne works for Lattice Analytics.\n- Pinnacle Software is headquartered in Austin.\n- Callum works for Helios Logistics.\n- Bruno reports to Ravi.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Lucia reports to Callum.\n- Ravi reports to Jonas.\n- Omar reports to Mara.\n- Elena works for Lattice Analytics.\n- Jonas works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1988.\n- Ravi works for Ironwood Manufacturing.\n- Leila reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26841", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26842", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "resignation", "3": "request_leave", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26843", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Basel.\n- Viktor reports to Jonas.\n- Aisha reports to Mara.\n- Pinnacle Software was founded in 1983.\n- Bluepine Aviation was founded in 2013.\n- Kenji reports to Amara.\n- Nadia reports to Tobias.\n- Mara reports to Viktor.\n- Tobias works for Pinnacle Software.\n- Amara reports to Aisha.\n- Tobias reports to Sofia.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Pinnacle Software.\n- Leila reports to Kenji.\n- Amara works for Bluepine Aviation.\n- Northwind Systems was founded in 2015.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics was founded in 1990.\n- Pinnacle Software is headquartered in Ghent.\n- Mara works for Lattice Analytics.\n- Leila works for Bluepine Aviation.\n- Sofia works for Lattice Analytics.\n- Viktor works for Pinnacle Software.\n- Kenji works for Northwind Systems.\n- Jonas reports to Nadia.\n- Aisha works for Pinnacle Software.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26845", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3992: employee Bruno A., hired 17 April 2022, separated 01 July 2023 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-3992 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$2,400", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Hana works for Bluepine Aviation.\n- Fernhill Foods was founded in 1989.\n- Priya reports to Callum.\n- Callum works for Bluepine Aviation.\n- Summit Energy is headquartered in Ghent.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Priya.\n- Mateo works for Bluepine Aviation.\n- Sofia works for Summit Energy.\n- Lucia reports to Tobias.\n- Wren reports to Mateo.\n- Bluepine Aviation is headquartered in Ghent.\n- Tobias works for Meridian Bank.\n- Tobias reports to Chiara.\n- Meridian Bank was founded in 1998.\n- Amara reports to Lucia.\n- Amara works for Meridian Bank.\n- Hana reports to Pablo.\n- Summit Energy was founded in 2008.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Priya works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Chiara reports to Wren.\n- Fernhill Foods is headquartered in Tampere.\n- Pablo works for Fernhill Foods.\n- Mateo reports to Emeka.\n- Callum reports to Amara.\n- Pablo reports to Sofia.\n- Meridian Bank is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2011", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26847", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 November 2025): For employees hired on or after 27 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7715: employee Ingrid A., hired 04 December 2023, separated 09 January 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7715?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26848", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26849", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Beacon Insurance is headquartered in Basel.\n- Elena reports to Lucia.\n- Callum works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Ravi reports to Mara.\n- Mara works for Atlas Freight.\n- Lucia reports to Jonas.\n- Bruno reports to Pablo.\n- Priya reports to Ravi.\n- Bruno works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Mei reports to Bruno.\n- Jonas reports to Priya.\n- Callum reports to Mei.\n- Elena works for Atlas Freight.\n- Beacon Insurance was founded in 1985.\n- Vantage Air is headquartered in Basel.\n- Northwind Systems is headquartered in Valencia.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Atlas Freight was founded in 2007.\n- Jonas works for Northwind Systems.\n- Pablo reports to Elena.\n- Vantage Air was founded in 1984.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Wren.\n- Zoya works for Ironwood Manufacturing.\n- Priya reports to Bruno.\n- Fernhill Foods was founded in 1994.\n- Northwind Systems is headquartered in Oslo.\n- Aisha reports to Stefan.\n- Elena works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Deshawn reports to Tobias.\n- Sanne reports to Elena.\n- Sofia works for Cedar Retail Group.\n- Stefan reports to Deshawn.\n- Fernhill Foods is headquartered in Basel.\n- Tobias works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Aisha works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2008.\n- Callum works for Northwind Systems.\n- Cedar Retail Group is headquartered in Basel.\n- Wren works for Cedar Retail Group.\n- Sanne works for Fernhill Foods.\n- Callum reports to Sanne.\n- Sofia reports to Callum.\n- Cedar Retail Group was founded in 2004.\n- Northwind Systems was founded in 2006.\n- Bruno reports to Sofia.\n- Wren reports to Priya.\n- Elena reports to Aisha.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26852", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7001: employee Sofia M., hired 10 August 2023, separated 30 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7001?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Tobias reports to Felix.\n- Helios Logistics was founded in 2000.\n- Tobias works for Helios Logistics.\n- Priya reports to Tobias.\n- Felix works for Northwind Systems.\n- Dmitri reports to Viktor.\n- Viktor reports to Priya.\n- Northwind Systems was founded in 1976.\n- Atlas Freight is headquartered in Halifax.\n- Beacon Insurance was founded in 1998.\n- Ravi works for Atlas Freight.\n- Priya works for Beacon Insurance.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Elena works for Northwind Systems.\n- Felix reports to Elena.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance is headquartered in Oslo.\n- Ingrid reports to Ravi.\n- Northwind Systems is headquartered in Bergen.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26854", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Mei reports to Deshawn.\n- Bruno works for Atlas Freight.\n- Beacon Insurance was founded in 1999.\n- Callum reports to Aisha.\n- Callum works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Mara works for Beacon Insurance.\n- Wren reports to Callum.\n- Deshawn works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Bruno reports to Mei.\n- Mara reports to Dmitri.\n- Priya works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Fernhill Foods was founded in 2014.\n- Aisha reports to Bruno.\n- Dmitri works for Cedar Retail Group.\n- Chiara reports to Mara.\n- Cedar Retail Group is headquartered in Leeds.\n- Mei works for Atlas Freight.\n- Wren works for Fernhill Foods.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.\n- Dmitri reports to Wren.\n- Fernhill Foods is headquartered in Austin.\n- Deshawn reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26856", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 20 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4406: employee Sofia K., hired 22 January 2021, separated 25 May 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2026-4406 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$4,125", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26857", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6692: employee Anders S., hired 19 February 2021, separated 28 February 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-6692 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$10,385", "2": "$45,000", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26858", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26859", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26860", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 93847 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26861", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6662: employee Amara K., hired 12 April 2022, separated 20 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6662?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26862", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2545: employee Priya T., hired 27 November 2019, separated 10 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2545?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-26863", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 60322 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Mei.\n- Nadia reports to Anders.\n- Callum works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Nadia works for Helios Logistics.\n- Yuki reports to Amara.\n- Leila works for Pinnacle Software.\n- Helios Logistics was founded in 2000.\n- Omar reports to Leila.\n- Leila reports to Yuki.\n- Helios Logistics is headquartered in Dunedin.\n- Omar works for Pinnacle Software.\n- Mei reports to Callum.\n- Summit Energy was founded in 2008.\n- Amara works for Crescent Telecom.\n- Summit Energy is headquartered in Porto.\n- Pinnacle Software was founded in 1998.\n- Amara reports to Nadia.\n- Yuki works for Crescent Telecom.\n- Mei works for Pinnacle Software.\n- Crescent Telecom was founded in 1976.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Mei works for Helios Logistics.\n- Tessa reports to Nadia.\n- Yuki works for Northwind Systems.\n- Helios Logistics is headquartered in Bergen.\n- Northwind Systems is headquartered in Leeds.\n- Helios Logistics was founded in 1996.\n- Cedar Retail Group was founded in 1988.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Tessa works for Helios Logistics.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia works for Atlas Freight.\n- Sanne reports to Mei.\n- Amara works for Atlas Freight.\n- Emeka reports to Amara.\n- Mei reports to Yuki.\n- Emeka works for Atlas Freight.\n- Leila reports to Emeka.\n- Stefan works for Helios Logistics.\n- Stefan reports to Priya.\n- Yuki reports to Chiara.\n- Priya reports to Leila.\n- Chiara reports to Deshawn.\n- Deshawn reports to Stefan.\n- Nadia reports to Sanne.\n- Atlas Freight was founded in 2012.\n- Atlas Freight is headquartered in Leeds.\n- Priya works for Atlas Freight.\n- Leila works for Northwind Systems.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26867", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5895: employee Kenji M., hired 18 August 2022, separated 17 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5895?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26868", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "send_message", "2": "weather", "3": "set_timer", "4": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Elena.\n- Sofia reports to Chiara.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Elena works for Beacon Insurance.\n- Bruno works for Summit Energy.\n- Dmitri reports to Sofia.\n- Summit Energy was founded in 2006.\n- Lattice Analytics is headquartered in Adelaide.\n- Lattice Analytics was founded in 2006.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Beacon Insurance.\n- Ingrid works for Summit Energy.\n- Wren reports to Ingrid.\n- Pablo works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2005.\n- Pablo reports to Bruno.\n- Dmitri works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Chiara reports to Pablo.\n- Elena reports to Dmitri.\n- Beacon Insurance was founded in 2010.\n- Chiara works for Summit Energy.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26870", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7988: employee Viktor S., hired 13 December 2022, separated 20 August 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-7988 under the controlling rules.", "criteria": {"0": "$76,500", "1": "$17,524", "2": "$17,654", "3": "$19,654"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Tessa.\n- Tessa works for Summit Energy.\n- Atlas Freight is headquartered in Adelaide.\n- Summit Energy is headquartered in Adelaide.\n- Anders reports to Sofia.\n- Ironwood Manufacturing was founded in 1984.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2014.\n- Zoya works for Atlas Freight.\n- Vantage Air was founded in 2004.\n- Vantage Air is headquartered in Brno.\n- Hana works for Summit Energy.\n- Ingrid works for Ironwood Manufacturing.\n- Anders works for Vantage Air.\n- Chiara reports to Ingrid.\n- Pablo reports to Tobias.\n- Mei reports to Lucia.\n- Mateo reports to Pablo.\n- Sofia works for Ironwood Manufacturing.\n- Tobias reports to Chiara.\n- Lucia works for Ironwood Manufacturing.\n- Mateo works for Summit Energy.\n- Sofia reports to Mateo.\n- Pablo works for Ironwood Manufacturing.\n- Zoya reports to Anders.\n- Tobias works for Ironwood Manufacturing.\n- Lucia reports to Hana.\n- Ingrid reports to Mei.\n- Summit Energy was founded in 1975.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26872", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Adelaide.\n- Nadia reports to Ravi.\n- Ravi reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2008.\n- Wren works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lattice Analytics was founded in 2011.\n- Felix reports to Jonas.\n- Ironwood Manufacturing was founded in 2010.\n- Lattice Analytics is headquartered in Turku.\n- Felix works for Crescent Telecom.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Tessa works for Meridian Bank.\n- Aisha reports to Tessa.\n- Anders works for Crescent Telecom.\n- Jonas reports to Nadia.\n- Tessa reports to Anders.\n- Wren reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26874", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26875", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 38392, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26876", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26877", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Cedar Retail Group was founded in 2014.\n- Pinnacle Software is headquartered in Leeds.\n- Omar works for Helios Logistics.\n- Hana works for Cedar Retail Group.\n- Pinnacle Software was founded in 1994.\n- Fernhill Foods was founded in 1981.\n- Leila reports to Priya.\n- Felix reports to Omar.\n- Bruno reports to Hana.\n- Helios Logistics was founded in 1992.\n- Aisha works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Bruno.\n- Fernhill Foods is headquartered in Oslo.\n- Priya reports to Viktor.\n- Helios Logistics is headquartered in Valencia.\n- Aisha reports to Leila.\n- Omar reports to Aisha.\n- Bruno works for Fernhill Foods.\n- Priya works for Pinnacle Software.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tessa.\n- Aisha reports to Dmitri.\n- Leila works for Atlas Freight.\n- Lattice Analytics is headquartered in Oslo.\n- Wren works for Pinnacle Software.\n- Anders works for Lattice Analytics.\n- Priya reports to Leila.\n- Anders reports to Priya.\n- Pinnacle Software is headquartered in Leeds.\n- Atlas Freight was founded in 1984.\n- Tessa works for Pinnacle Software.\n- Mei reports to Wren.\n- Sofia works for Pinnacle Software.\n- Dmitri works for Lattice Analytics.\n- Sofia reports to Aisha.\n- Cobalt Health is headquartered in Tallinn.\n- Lattice Analytics was founded in 1985.\n- Aisha works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Tessa reports to Hana.\n- Hana works for Atlas Freight.\n- Dmitri reports to Mei.\n- Hana reports to Anders.\n- Atlas Freight is headquartered in Oslo.\n- Cobalt Health was founded in 1988.\n- Pinnacle Software was founded in 1992.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26880", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Vantage Air was founded in 2007.\n- Omar works for Vantage Air.\n- Felix reports to Mateo.\n- Ravi works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Tobias reports to Stefan.\n- Yuki works for Atlas Freight.\n- Helios Logistics is headquartered in Oslo.\n- Hana works for Atlas Freight.\n- Stefan reports to Emeka.\n- Stefan works for Vantage Air.\n- Ravi reports to Yuki.\n- Atlas Freight was founded in 1988.\n- Felix works for Cedar Retail Group.\n- Omar reports to Sanne.\n- Sanne reports to Hana.\n- Atlas Freight is headquartered in Austin.\n- Vantage Air is headquartered in Basel.\n- Cedar Retail Group was founded in 2008.\n- Emeka works for Atlas Freight.\n- Cedar Retail Group is headquartered in Oslo.\n- Yuki reports to Felix.\n- Emeka reports to Omar.\n- Helios Logistics was founded in 1980.\n- Tobias works for Vantage Air.\n- Hana reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1996.\n- Pablo reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1981.\n- Bluepine Aviation is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia reports to Amara.\n- Kenji works for Ironwood Manufacturing.\n- Callum works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1982.\n- Callum reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Amara reports to Kenji.\n- Northwind Systems was founded in 2003.\n- Mateo works for Ironwood Manufacturing.\n- Bruno reports to Callum.\n- Kenji reports to Mateo.\n- Northwind Systems is headquartered in Lyon.\n- Bruno works for Helios Logistics.\n- Pablo works for Bluepine Aviation.\n- Amara works for Northwind Systems.\n- Helios Logistics is headquartered in Ghent.\n- Chiara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26883", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2009.\n- Tobias works for Helios Logistics.\n- Anders reports to Kenji.\n- Leila reports to Jonas.\n- Kenji reports to Priya.\n- Priya works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Wren reports to Sofia.\n- Jonas works for Helios Logistics.\n- Elena reports to Wren.\n- Jonas reports to Amara.\n- Northwind Systems was founded in 2008.\n- Anders works for Northwind Systems.\n- Elena works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Bruno works for Cobalt Health.\n- Felix reports to Leila.\n- Bruno reports to Tobias.\n- Cobalt Health is headquartered in Halifax.\n- Atlas Freight is headquartered in Valencia.\n- Sofia works for Northwind Systems.\n- Atlas Freight was founded in 1993.\n- Sofia reports to Bruno.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Felix works for Helios Logistics.\n- Leila works for Northwind Systems.\n- Amara reports to Elena.\n- Wren works for Northwind Systems.\n- Priya reports to Felix.\n- Helios Logistics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Emeka.\n- Summit Energy is headquartered in Turku.\n- Emeka works for Bluepine Aviation.\n- Callum reports to Zoya.\n- Pinnacle Software was founded in 1997.\n- Priya reports to Aisha.\n- Emeka reports to Felix.\n- Wren works for Summit Energy.\n- Leila works for Vantage Air.\n- Tessa reports to Chiara.\n- Zoya reports to Priya.\n- Vantage Air was founded in 1980.\n- Leila reports to Tessa.\n- Summit Energy was founded in 1982.\n- Chiara reports to Wren.\n- Tessa works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Bluepine Aviation was founded in 2000.\n- Felix works for Pinnacle Software.\n- Zoya works for Summit Energy.\n- Felix reports to Callum.\n- Pinnacle Software is headquartered in Basel.\n- Callum works for Pinnacle Software.\n- Vantage Air is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Ghent.\n- Chiara works for Bluepine Aviation.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26886", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7209: employee Aisha R., hired 11 August 2020, separated 27 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7209?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1990.\n- Bluepine Aviation was founded in 2008.\n- Callum works for Ironwood Manufacturing.\n- Mei reports to Callum.\n- Northwind Systems was founded in 1983.\n- Bluepine Aviation is headquartered in Nagoya.\n- Pablo reports to Felix.\n- Viktor works for Ironwood Manufacturing.\n- Priya reports to Pablo.\n- Callum reports to Priya.\n- Mei works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Stefan reports to Viktor.\n- Stefan works for Bluepine Aviation.\n- Ravi reports to Aisha.\n- Northwind Systems is headquartered in Tampere.\n- Tessa works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2010.\n- Viktor reports to Ravi.\n- Atlas Freight is headquartered in Tampere.\n- Priya works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Tessa reports to Mei.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Aisha reports to Tessa.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26888", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26889", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26890", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tallinn.\n- Viktor reports to Ravi.\n- Mateo reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Priya reports to Mateo.\n- Atlas Freight was founded in 2008.\n- Ravi works for Pinnacle Software.\n- Callum works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Emeka works for Fernhill Foods.\n- Callum reports to Priya.\n- Mateo works for Atlas Freight.\n- Fernhill Foods was founded in 1992.\n- Wren reports to Kenji.\n- Pinnacle Software was founded in 1987.\n- Emeka reports to Callum.\n- Tessa reports to Wren.\n- Atlas Freight is headquartered in Lyon.\n- Mara reports to Tessa.\n- Priya works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Mara works for Pinnacle Software.\n- Ravi reports to Mara.\n- Pinnacle Software is headquartered in Basel.\n- Cobalt Health was founded in 1976.\n- Tessa works for Atlas Freight.\n- Cobalt Health is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26892", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Lattice Analytics is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ravi works for Pinnacle Software.\n- Callum reports to Deshawn.\n- Pinnacle Software was founded in 2012.\n- Ravi reports to Mei.\n- Chiara reports to Nadia.\n- Lattice Analytics was founded in 2008.\n- Fernhill Foods is headquartered in Bergen.\n- Lucia works for Fernhill Foods.\n- Omar works for Lattice Analytics.\n- Chiara works for Pinnacle Software.\n- Mei reports to Felix.\n- Felix reports to Dmitri.\n- Lucia reports to Hana.\n- Dmitri works for Fernhill Foods.\n- Hana works for Lattice Analytics.\n- Deshawn reports to Chiara.\n- Felix works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia works for Pinnacle Software.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas works for Pinnacle Software.\n- Nadia reports to Lucia.\n- Omar reports to Ravi.\n- Callum works for Pinnacle Software.\n- Fernhill Foods was founded in 1988.\n- Hana reports to Omar.\n- Mei works for Lattice Analytics.\n- Dmitri reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26894", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6859: employee Zoya S., hired 10 June 2020, separated 27 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6859?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26895", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "weather", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26896", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6038: employee Pablo K., hired 09 October 2021, separated 10 December 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6038?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26897", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Swap order 62158 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26898", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26899", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3154: employee Amara B., hired 05 September 2021, separated 21 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3154?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Wren.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Pablo.\n- Leila works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Chiara works for Bluepine Aviation.\n- Pablo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1985.\n- Hana reports to Sanne.\n- Wren reports to Tobias.\n- Ravi works for Cedar Retail Group.\n- Sanne works for Vantage Air.\n- Leila reports to Dmitri.\n- Bluepine Aviation is headquartered in Adelaide.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Mara.\n- Vantage Air is headquartered in Adelaide.\n- Hana works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1992.\n- Pinnacle Software is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne reports to Leila.\n- Wren works for Cedar Retail Group.\n- Mei reports to Ravi.\n- Cedar Retail Group was founded in 1987.\n- Mara reports to Mei.\n- Mei works for Cedar Retail Group.\n- Ravi reports to Chiara.\n- Tobias works for Pinnacle Software.\n- Vantage Air was founded in 1989.\n- Tobias reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1992", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26901", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1989.\n- Chiara works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Anders works for Lattice Analytics.\n- Callum reports to Pablo.\n- Emeka reports to Anders.\n- Northwind Systems was founded in 1977.\n- Wren reports to Chiara.\n- Leila reports to Jonas.\n- Pablo reports to Elena.\n- Lattice Analytics is headquartered in Porto.\n- Anders reports to Sofia.\n- Emeka works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2012.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Chiara reports to Callum.\n- Pablo works for Ironwood Manufacturing.\n- Sofia reports to Wren.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Elena reports to Leila.\n- Crescent Telecom was founded in 2007.\n- Wren works for Lattice Analytics.\n- Sofia works for Northwind Systems.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Nadia.\n- Cedar Retail Group was founded in 2003.\n- Zoya reports to Hana.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Sofia reports to Zoya.\n- Nadia works for Ironwood Manufacturing.\n- Tobias works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2011.\n- Viktor reports to Callum.\n- Cedar Retail Group is headquartered in Dunedin.\n- Callum works for Helios Logistics.\n- Helios Logistics was founded in 1988.\n- Sofia works for Helios Logistics.\n- Beacon Insurance is headquartered in Ghent.\n- Hana works for Beacon Insurance.\n- Hana reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Beacon Insurance was founded in 2008.\n- Callum reports to Aisha.\n- Aisha works for Beacon Insurance.\n- Nadia reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Helios Logistics is headquartered in Lyon.\n- Leila works for Summit Energy.\n- Jonas reports to Kenji.\n- Mara reports to Viktor.\n- Summit Energy was founded in 1998.\n- Sofia works for Bluepine Aviation.\n- Vantage Air is headquartered in Ghent.\n- Helios Logistics was founded in 1992.\n- Vantage Air was founded in 1976.\n- Mara works for Helios Logistics.\n- Kenji reports to Leila.\n- Sofia reports to Mara.\n- Dmitri works for Bluepine Aviation.\n- Priya works for Vantage Air.\n- Kenji works for Helios Logistics.\n- Viktor reports to Dmitri.\n- Leila reports to Priya.\n- Dmitri reports to Jonas.\n- Bluepine Aviation was founded in 1993.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26905", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2314: employee Bruno K., hired 05 November 2021, separated 05 April 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2314?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26906", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26907", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Please cancel order 14291 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26908", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5021: employee Sanne M., hired 28 July 2020, separated 06 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5021?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1996.\n- Dmitri works for Crescent Telecom.\n- Viktor reports to Sanne.\n- Ravi reports to Ingrid.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom is headquartered in Halifax.\n- Mateo works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Callum works for Summit Energy.\n- Ravi works for Meridian Bank.\n- Dmitri reports to Viktor.\n- Emeka reports to Ravi.\n- Fernhill Foods is headquartered in Ghent.\n- Summit Energy was founded in 1989.\n- Sofia works for Meridian Bank.\n- Callum reports to Mateo.\n- Ingrid works for Fernhill Foods.\n- Amara reports to Callum.\n- Ingrid reports to Dmitri.\n- Meridian Bank is headquartered in Basel.\n- Crescent Telecom was founded in 2012.\n- Summit Energy is headquartered in Halifax.\n- Sofia reports to Emeka.\n- Mateo reports to Sofia.\n- Meridian Bank was founded in 2006.\n- Emeka works for Crescent Telecom.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26910", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4143: employee Stefan R., hired 26 November 2022, separated 03 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4143?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26911", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1059: employee Emeka K., hired 02 March 2024, separated 09 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1059?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1059 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-26912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2006.\n- Leila works for Atlas Freight.\n- Vantage Air was founded in 1990.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Pablo works for Ironwood Manufacturing.\n- Sanne reports to Pablo.\n- Callum works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Austin.\n- Felix works for Vantage Air.\n- Pablo reports to Elena.\n- Ingrid works for Atlas Freight.\n- Elena works for Vantage Air.\n- Felix reports to Sanne.\n- Atlas Freight is headquartered in Ghent.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Callum.\n- Sanne works for Vantage Air.\n- Elena reports to Dmitri.\n- Ironwood Manufacturing was founded in 2000.\n- Atlas Freight was founded in 2013.\n- Ingrid reports to Leila.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26913", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26914", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26915", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7854: employee Sanne A., hired 12 July 2022, separated 07 October 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-7854 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$8,567", "3": "$8,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26916", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4449: employee Hana S., hired 02 December 2024, separated 13 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4449?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26917", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Emeka works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Lattice Analytics is headquartered in Leeds.\n- Felix reports to Dmitri.\n- Cedar Retail Group was founded in 2001.\n- Chiara works for Fernhill Foods.\n- Helios Logistics was founded in 2000.\n- Tobias reports to Leila.\n- Leila reports to Felix.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila works for Helios Logistics.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Emeka.\n- Mara reports to Tobias.\n- Chiara reports to Elena.\n- Felix works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tallinn.\n- Fernhill Foods was founded in 1982.\n- Dmitri works for Helios Logistics.\n- Lattice Analytics was founded in 1980.\n- Elena reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26919", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26920", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7405: employee Jonas R., hired 24 May 2023, separated 17 May 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-7405 under the controlling rules.", "criteria": {"0": "$7,788", "1": "$10,385", "2": "$8,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Lucia.\n- Nadia works for Cobalt Health.\n- Nadia reports to Stefan.\n- Lucia works for Summit Energy.\n- Mateo reports to Aisha.\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Cork.\n- Aisha works for Summit Energy.\n- Cobalt Health was founded in 1999.\n- Mei works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Mei reports to Mateo.\n- Deshawn reports to Ingrid.\n- Stefan reports to Emeka.\n- Aisha reports to Nadia.\n- Ingrid works for Summit Energy.\n- Deshawn works for Cedar Retail Group.\n- Mateo works for Cobalt Health.\n- Cedar Retail Group was founded in 2001.\n- Ingrid reports to Mei.\n- Stefan works for Cobalt Health.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1997.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi reports to Deshawn.\n- Crescent Telecom was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26922", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 November 2022): For employees hired on or after 29 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1958: employee Kenji K., hired 22 July 2019, separated 05 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-1958 under the controlling rules.", "criteria": {"0": "$19,082", "1": "$83,250", "2": "$19,212", "3": "$18,212"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26923", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 33910, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26924", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8410: employee Chiara K., hired 12 October 2020, separated 09 September 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8410?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26925", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "restart_service", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Pablo.\n- Aisha reports to Sofia.\n- Pablo works for Beacon Insurance.\n- Anders works for Bluepine Aviation.\n- Nadia works for Crescent Telecom.\n- Aisha works for Cedar Retail Group.\n- Amara works for Crescent Telecom.\n- Beacon Insurance was founded in 2000.\n- Nadia reports to Amara.\n- Crescent Telecom was founded in 2012.\n- Sanne reports to Anders.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group was founded in 2013.\n- Bluepine Aviation is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Adelaide.\n- Wren works for Beacon Insurance.\n- Mei reports to Sanne.\n- Anders reports to Aisha.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Omar.\n- Bluepine Aviation was founded in 2002.\n- Wren reports to Mei.\n- Sanne works for Crescent Telecom.\n- Bruno reports to Ravi.\n- Pablo reports to Nadia.\n- Omar reports to Bruno.\n- Crescent Telecom is headquartered in Porto.\n- Ravi works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Turku.\n- Bruno works for Beacon Insurance.\n- Omar works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "2003", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26927", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2010.\n- Amara reports to Omar.\n- Zoya reports to Tessa.\n- Elena reports to Felix.\n- Crescent Telecom was founded in 2006.\n- Felix works for Beacon Insurance.\n- Tessa reports to Elena.\n- Beacon Insurance was founded in 1988.\n- Fernhill Foods was founded in 2006.\n- Nadia works for Beacon Insurance.\n- Elena works for Summit Energy.\n- Tobias reports to Zoya.\n- Hana reports to Amara.\n- Fernhill Foods is headquartered in Tampere.\n- Crescent Telecom is headquartered in Nagoya.\n- Omar reports to Nadia.\n- Nadia reports to Ingrid.\n- Amara works for Beacon Insurance.\n- Tessa works for Summit Energy.\n- Leila reports to Tobias.\n- Omar works for Crescent Telecom.\n- Felix reports to Sofia.\n- Leila works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Sofia works for Crescent Telecom.\n- Ingrid works for Beacon Insurance.\n- Summit Energy is headquartered in Tampere.\n- Tobias works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Sofia reports to Hana.\n- Beacon Insurance is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-26929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Priya works for Cobalt Health.\n- Priya reports to Felix.\n- Mateo works for Cobalt Health.\n- Wren reports to Ravi.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank was founded in 1985.\n- Bluepine Aviation is headquartered in Cork.\n- Ravi works for Bluepine Aviation.\n- Meridian Bank is headquartered in Brno.\n- Leila works for Bluepine Aviation.\n- Zoya reports to Leila.\n- Leila reports to Priya.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Cobalt Health was founded in 1994.\n- Bluepine Aviation was founded in 2012.\n- Omar reports to Wren.\n- Felix reports to Omar.\n- Mateo reports to Zoya.\n- Ironwood Manufacturing was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26930", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong address on order 3825, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26931", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26932", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-26934", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26935", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-26936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Pinnacle Software.\n- Sofia works for Cobalt Health.\n- Pinnacle Software was founded in 1975.\n- Anders works for Meridian Bank.\n- Anders reports to Yuki.\n- Sofia reports to Tessa.\n- Tessa reports to Elena.\n- Elena works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Cobalt Health was founded in 1992.\n- Meridian Bank is headquartered in Bergen.\n- Pinnacle Software is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Bergen.\n- Nadia reports to Mateo.\n- Bruno works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Mateo reports to Sofia.\n- Yuki reports to Nadia.\n- Beacon Insurance was founded in 1988.\n- Cobalt Health is headquartered in Tampere.\n- Bruno reports to Anders.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26937", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5528: employee Deshawn R., hired 01 June 2020, separated 25 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5528?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Jonas works for Helios Logistics.\n- Cedar Retail Group was founded in 2000.\n- Helios Logistics was founded in 1982.\n- Cobalt Health was founded in 2012.\n- Stefan works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Jonas reports to Pablo.\n- Kenji works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Felix.\n- Cobalt Health is headquartered in Turku.\n- Priya works for Atlas Freight.\n- Priya reports to Mateo.\n- Wren reports to Jonas.\n- Kenji reports to Wren.\n- Felix reports to Kenji.\n- Atlas Freight is headquartered in Basel.\n- Stefan reports to Priya.\n- Atlas Freight was founded in 2013.\n- Cedar Retail Group is headquartered in Leeds.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26939", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7752: employee Dmitri B., hired 08 May 2022, separated 12 April 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7752?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26940", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26941", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 November 2025): For employees hired on or after 02 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7431: employee Mei T., hired 22 March 2025, separated 26 May 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7431?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26942", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-9 (VERSION 3, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 March 2023): For employees hired on or after 24 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6224: employee Chiara A., hired 05 January 2020, separated 13 May 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-6224?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Oslo.\n- Cedar Retail Group was founded in 1986.\n- Bruno reports to Amara.\n- Tobias reports to Deshawn.\n- Zoya works for Vantage Air.\n- Meridian Bank was founded in 1991.\n- Atlas Freight is headquartered in Oslo.\n- Nadia works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Amara works for Vantage Air.\n- Cedar Retail Group is headquartered in Brno.\n- Vantage Air is headquartered in Brno.\n- Ingrid reports to Tobias.\n- Tobias works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Atlas Freight was founded in 2002.\n- Zoya reports to Leila.\n- Ingrid works for Meridian Bank.\n- Nadia reports to Zoya.\n- Amara reports to Ingrid.\n- Deshawn works for Meridian Bank.\n- Leila reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26944", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26945", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2256: employee Kenji A., hired 28 October 2022, separated 04 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2256?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Leila.\n- Leila works for Pinnacle Software.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Omar works for Cedar Retail Group.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2013.\n- Dmitri works for Bluepine Aviation.\n- Chiara reports to Wren.\n- Elena works for Cedar Retail Group.\n- Kenji reports to Mateo.\n- Dmitri reports to Elena.\n- Beacon Insurance was founded in 2010.\n- Mei reports to Chiara.\n- Mei works for Bluepine Aviation.\n- Amara works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Tessa reports to Omar.\n- Wren reports to Amara.\n- Pinnacle Software was founded in 2009.\n- Mateo reports to Dmitri.\n- Bluepine Aviation is headquartered in Austin.\n- Wren works for Beacon Insurance.\n- Kenji works for Pinnacle Software.\n- Cedar Retail Group was founded in 2011.\n- Leila reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Amara reports to Kenji.\n- Pinnacle Software is headquartered in Austin.\n- Beacon Insurance is headquartered in Lyon.\n- Omar reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2007", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26947", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4267: employee Elena M., hired 19 August 2021, separated 12 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4267?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26948", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26949", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26950", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5864: employee Deshawn B., hired 26 April 2020, separated 27 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5864?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26951", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 86043 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Elena reports to Amara.\n- Lucia reports to Ingrid.\n- Felix reports to Aisha.\n- Aisha reports to Callum.\n- Meridian Bank is headquartered in Basel.\n- Lucia works for Meridian Bank.\n- Summit Energy is headquartered in Bergen.\n- Callum works for Lattice Analytics.\n- Summit Energy was founded in 1987.\n- Callum reports to Lucia.\n- Vantage Air is headquartered in Malmo.\n- Felix works for Summit Energy.\n- Lattice Analytics is headquartered in Porto.\n- Deshawn reports to Elena.\n- Vantage Air was founded in 1985.\n- Aisha works for Lattice Analytics.\n- Meridian Bank was founded in 1979.\n- Deshawn works for Meridian Bank.\n- Amara reports to Felix.\n- Ingrid works for Summit Energy.\n- Elena works for Vantage Air.\n- Lattice Analytics was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26953", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 5, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5369: employee Ingrid M., hired 24 September 2022, separated 24 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-5369?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26954", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "report_delay", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26955", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26956", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7208: employee Ingrid A., hired 02 October 2021, separated 15 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7208?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26957", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2501: employee Viktor S., hired 02 December 2020, separated 18 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2501?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Anders works for Ironwood Manufacturing.\n- Chiara reports to Hana.\n- Hana reports to Ingrid.\n- Wren reports to Anders.\n- Ironwood Manufacturing is headquartered in Cork.\n- Jonas reports to Zoya.\n- Zoya works for Summit Energy.\n- Ingrid reports to Wren.\n- Chiara works for Ironwood Manufacturing.\n- Summit Energy was founded in 2004.\n- Pinnacle Software was founded in 1979.\n- Hana works for Summit Energy.\n- Ironwood Manufacturing was founded in 2015.\n- Lattice Analytics is headquartered in Bergen.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid works for Summit Energy.\n- Lattice Analytics was founded in 2000.\n- Zoya reports to Chiara.\n- Viktor works for Pinnacle Software.\n- Summit Energy is headquartered in Cork.\n- Anders reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-26959", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-26960", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26961", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26962", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26963", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6616: employee Stefan R., hired 05 January 2022, separated 12 October 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6616?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26964", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26965", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "payment_plan", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26966", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3676: employee Amara A., hired 01 September 2023, separated 31 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3676?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26967", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26968", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Callum works for Summit Energy.\n- Bluepine Aviation was founded in 1975.\n- Pablo works for Vantage Air.\n- Chiara reports to Lucia.\n- Chiara works for Vantage Air.\n- Elena reports to Tessa.\n- Ironwood Manufacturing was founded in 1980.\n- Tessa works for Vantage Air.\n- Leila reports to Bruno.\n- Vantage Air is headquartered in Nagoya.\n- Callum reports to Pablo.\n- Elena works for Ironwood Manufacturing.\n- Tessa reports to Callum.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Chiara.\n- Summit Energy was founded in 2006.\n- Bruno reports to Elena.\n- Leila works for Ironwood Manufacturing.\n- Vantage Air was founded in 1983.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26970", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5045: employee Anders T., hired 07 April 2024, separated 16 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5045?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26971", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 60125 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26972", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8956: employee Hana M., hired 26 August 2022, separated 21 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8956?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26973", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8114: employee Stefan B., hired 14 January 2022, separated 03 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8114?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-26974", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26975", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-26977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Pinnacle Software was founded in 1992.\n- Mara works for Pinnacle Software.\n- Chiara works for Summit Energy.\n- Lucia reports to Mara.\n- Callum reports to Lucia.\n- Callum works for Summit Energy.\n- Tobias works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Dmitri reports to Stefan.\n- Lucia works for Northwind Systems.\n- Tobias reports to Chiara.\n- Chiara reports to Callum.\n- Cedar Retail Group was founded in 2009.\n- Northwind Systems was founded in 2009.\n- Northwind Systems is headquartered in Bergen.\n- Summit Energy is headquartered in Lyon.\n- Summit Energy was founded in 2011.\n- Stefan reports to Tobias.\n- Pinnacle Software is headquartered in Tampere.\n- Hana works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Mara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tampere", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26978", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6939: employee Priya R., hired 20 January 2022, separated 24 July 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-6939 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$8,000", "2": "$34,667", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-26980", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26981", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6587: employee Wren M., hired 18 May 2020, separated 17 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-6587 under the controlling rules.", "criteria": {"0": "$51,350", "1": "$13,850", "2": "$11,850", "3": "$11,925"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2000.\n- Ingrid works for Vantage Air.\n- Anders reports to Callum.\n- Omar reports to Sofia.\n- Sofia reports to Mateo.\n- Callum reports to Mei.\n- Elena works for Vantage Air.\n- Bluepine Aviation was founded in 1980.\n- Mei reports to Ingrid.\n- Mateo reports to Elena.\n- Anders works for Bluepine Aviation.\n- Ingrid reports to Omar.\n- Bluepine Aviation is headquartered in Valencia.\n- Emeka works for Bluepine Aviation.\n- Bruno reports to Emeka.\n- Mei works for Fernhill Foods.\n- Mateo works for Bluepine Aviation.\n- Vantage Air was founded in 1998.\n- Callum works for Fernhill Foods.\n- Fernhill Foods was founded in 1998.\n- Sofia works for Crescent Telecom.\n- Emeka reports to Stefan.\n- Vantage Air is headquartered in Tampere.\n- Stefan reports to Pablo.\n- Fernhill Foods is headquartered in Leeds.\n- Stefan works for Vantage Air.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo reports to Anders.\n- Omar works for Vantage Air.\n- Bruno works for Vantage Air.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-26983", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-26984", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1332: employee Lucia R., hired 14 January 2024, separated 21 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1332?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26985", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-26986", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-26987", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26988", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8065: employee Emeka A., hired 10 January 2023, separated 19 August 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-8065 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,500", "2": "$21,667", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26989", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3889: employee Wren A., hired 25 March 2022, separated 24 August 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3889?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-26990", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-26991", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7239: employee Bruno A., hired 10 May 2023, separated 12 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7239?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Basel.\n- Atlas Freight is headquartered in Turku.\n- Mateo works for Atlas Freight.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Beacon Insurance is headquartered in Oslo.\n- Lattice Analytics is headquartered in Dunedin.\n- Elena reports to Priya.\n- Beacon Insurance was founded in 1989.\n- Elena works for Northwind Systems.\n- Zoya reports to Wren.\n- Atlas Freight was founded in 1988.\n- Priya reports to Zoya.\n- Chiara works for Lattice Analytics.\n- Wren reports to Mateo.\n- Northwind Systems was founded in 2007.\n- Tobias reports to Ingrid.\n- Priya works for Northwind Systems.\n- Ingrid reports to Chiara.\n- Tobias works for Lattice Analytics.\n- Mateo reports to Tobias.\n- Ingrid works for Beacon Insurance.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-26993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 1993.\n- Pinnacle Software is headquartered in Ghent.\n- Atlas Freight was founded in 1996.\n- Atlas Freight is headquartered in Dunedin.\n- Callum works for Atlas Freight.\n- Deshawn reports to Ingrid.\n- Priya works for Atlas Freight.\n- Deshawn works for Meridian Bank.\n- Hana works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Hana reports to Callum.\n- Northwind Systems is headquartered in Ghent.\n- Chiara works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Callum reports to Priya.\n- Chiara reports to Hana.\n- Stefan reports to Zoya.\n- Stefan works for Atlas Freight.\n- Northwind Systems was founded in 1988.\n- Meridian Bank was founded in 1991.\n- Priya reports to Felix.\n- Kenji reports to Chiara.\n- Ingrid works for Atlas Freight.\n- Zoya reports to Kenji.\n- Meridian Bank is headquartered in Nagoya.\n- Ingrid reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-26994", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26995", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 November 2025): For employees hired on or after 02 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3788: employee Mei A., hired 20 January 2022, separated 04 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3788?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-26996", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-3 (VERSION 3, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2865: employee Mara R., hired 28 June 2020, separated 12 December 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-2865 under the controlling rules.", "criteria": {"0": "$58,933", "1": "$13,500", "2": "$13,600", "3": "$12,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-26997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ingrid.\n- Ingrid reports to Yuki.\n- Summit Energy is headquartered in Turku.\n- Hana works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Stefan reports to Aisha.\n- Helios Logistics is headquartered in Porto.\n- Mei works for Helios Logistics.\n- Summit Energy was founded in 2013.\n- Aisha reports to Viktor.\n- Ingrid works for Helios Logistics.\n- Stefan works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Helios Logistics was founded in 1979.\n- Viktor reports to Tessa.\n- Beacon Insurance was founded in 1990.\n- Atlas Freight was founded in 1980.\n- Aisha works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Atlas Freight is headquartered in Porto.\n- Yuki reports to Mei.\n- Viktor works for Helios Logistics.\n- Bruno works for Atlas Freight.\n- Dmitri reports to Hana.\n- Beacon Insurance is headquartered in Halifax.\n- Mei reports to Dmitri.\n- Bruno reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-26998", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9797: employee Omar R., hired 09 October 2023, separated 17 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-9797 under the controlling rules.", "criteria": {"0": "$16,683", "1": "$2,850", "2": "$3,850", "3": "$3,938"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-26999", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9409: employee Zoya M., hired 29 April 2022, separated 01 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9409?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27000", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9847: employee Bruno S., hired 13 April 2021, separated 22 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9847?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Helios Logistics was founded in 1990.\n- Bluepine Aviation is headquartered in Porto.\n- Bruno reports to Deshawn.\n- Amara reports to Bruno.\n- Pablo reports to Leila.\n- Bruno works for Helios Logistics.\n- Kenji works for Summit Energy.\n- Kenji reports to Wren.\n- Viktor works for Crescent Telecom.\n- Leila works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Wren reports to Pablo.\n- Helios Logistics is headquartered in Bergen.\n- Bluepine Aviation was founded in 1981.\n- Summit Energy was founded in 1988.\n- Crescent Telecom was founded in 2005.\n- Wren works for Crescent Telecom.\n- Amara works for Helios Logistics.\n- Pablo works for Summit Energy.\n- Deshawn reports to Viktor.\n- Viktor reports to Kenji.\n- Crescent Telecom is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2003.\n- Priya works for Cobalt Health.\n- Felix reports to Leila.\n- Ingrid works for Vantage Air.\n- Leila reports to Sanne.\n- Yuki works for Vantage Air.\n- Sanne works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Cobalt Health was founded in 1978.\n- Stefan works for Vantage Air.\n- Elena works for Pinnacle Software.\n- Fernhill Foods is headquartered in Porto.\n- Vantage Air was founded in 2005.\n- Dmitri reports to Elena.\n- Cobalt Health is headquartered in Brno.\n- Amara reports to Yuki.\n- Priya reports to Amara.\n- Pinnacle Software is headquartered in Basel.\n- Elena reports to Priya.\n- Ingrid reports to Deshawn.\n- Felix works for Vantage Air.\n- Bruno works for Pinnacle Software.\n- Stefan reports to Dmitri.\n- Pinnacle Software was founded in 1988.\n- Sanne reports to Ingrid.\n- Bruno reports to Stefan.\n- Deshawn works for Fernhill Foods.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Yuki reports to Felix.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Hana.\n- Atlas Freight was founded in 1986.\n- Leila reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Yuki reports to Dmitri.\n- Emeka reports to Yuki.\n- Helios Logistics is headquartered in Oslo.\n- Deshawn works for Cedar Retail Group.\n- Mateo reports to Emeka.\n- Mateo works for Atlas Freight.\n- Viktor reports to Mara.\n- Helios Logistics was founded in 1994.\n- Cobalt Health is headquartered in Tampere.\n- Atlas Freight is headquartered in Valencia.\n- Nadia reports to Viktor.\n- Hana reports to Leila.\n- Mara works for Helios Logistics.\n- Cedar Retail Group was founded in 1988.\n- Dmitri reports to Deshawn.\n- Viktor works for Cobalt Health.\n- Hana works for Helios Logistics.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Cobalt Health was founded in 1983.\n- Yuki works for Helios Logistics.\n- Emeka works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Dunedin.\n- Tobias reports to Viktor.\n- Hana reports to Dmitri.\n- Meridian Bank is headquartered in Valencia.\n- Viktor works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Wren works for Cedar Retail Group.\n- Wren reports to Nadia.\n- Mei reports to Tobias.\n- Tobias works for Northwind Systems.\n- Atlas Freight was founded in 1975.\n- Dmitri works for Atlas Freight.\n- Meridian Bank was founded in 1998.\n- Cedar Retail Group is headquartered in Valencia.\n- Hana works for Northwind Systems.\n- Dmitri reports to Ravi.\n- Ravi reports to Wren.\n- Nadia reports to Mei.\n- Nadia works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Atlas Freight is headquartered in Valencia.\n- Cedar Retail Group was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27006", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Stefan reports to Nadia.\n- Nadia reports to Aisha.\n- Omar works for Meridian Bank.\n- Omar reports to Jonas.\n- Emeka works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Jonas reports to Ingrid.\n- Fernhill Foods is headquartered in Austin.\n- Aisha works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Tessa reports to Viktor.\n- Meridian Bank was founded in 1978.\n- Ingrid works for Northwind Systems.\n- Lattice Analytics is headquartered in Oslo.\n- Jonas works for Lattice Analytics.\n- Tessa works for Fernhill Foods.\n- Emeka reports to Leila.\n- Northwind Systems is headquartered in Austin.\n- Leila works for Fernhill Foods.\n- Nadia works for Northwind Systems.\n- Lattice Analytics was founded in 1985.\n- Northwind Systems was founded in 1975.\n- Leila reports to Stefan.\n- Viktor reports to Emeka.\n- Ingrid reports to Tessa.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1993.\n- Atlas Freight is headquartered in Brno.\n- Bruno works for Meridian Bank.\n- Amara reports to Ingrid.\n- Ingrid works for Bluepine Aviation.\n- Amara works for Meridian Bank.\n- Bluepine Aviation is headquartered in Cork.\n- Zoya reports to Mei.\n- Nadia works for Atlas Freight.\n- Crescent Telecom was founded in 1976.\n- Mei works for Bluepine Aviation.\n- Ingrid reports to Bruno.\n- Aisha reports to Amara.\n- Bruno reports to Sanne.\n- Crescent Telecom is headquartered in Cork.\n- Meridian Bank is headquartered in Porto.\n- Callum reports to Nadia.\n- Sanne reports to Zoya.\n- Mara works for Crescent Telecom.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank was founded in 1996.\n- Atlas Freight was founded in 2010.\n- Zoya works for Crescent Telecom.\n- Mara reports to Aisha.\n- Callum works for Atlas Freight.\n- Aisha works for Crescent Telecom.\n- Nadia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27009", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Ravi works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2005.\n- Nadia works for Cobalt Health.\n- Sanne reports to Nadia.\n- Priya works for Vantage Air.\n- Ravi reports to Mei.\n- Kenji works for Vantage Air.\n- Callum reports to Ravi.\n- Bruno works for Cobalt Health.\n- Sanne works for Bluepine Aviation.\n- Yuki reports to Kenji.\n- Yuki works for Bluepine Aviation.\n- Kenji reports to Pablo.\n- Nadia reports to Bruno.\n- Pablo reports to Callum.\n- Bruno reports to Yuki.\n- Bluepine Aviation is headquartered in Leeds.\n- Mei reports to Priya.\n- Vantage Air was founded in 1980.\n- Pablo works for Bluepine Aviation.\n- Cobalt Health was founded in 1993.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2009.\n- Cobalt Health is headquartered in Oslo.\n- Callum works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27011", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9039: employee Aisha A., hired 18 May 2023, separated 14 January 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2026-9039 under the controlling rules.", "criteria": {"0": "$31,850", "1": "$7,438", "2": "$7,350", "3": "$9,350"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27012", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Hana works for Atlas Freight.\n- Callum reports to Leila.\n- Bluepine Aviation is headquartered in Nagoya.\n- Atlas Freight was founded in 1991.\n- Crescent Telecom was founded in 2008.\n- Bluepine Aviation was founded in 1977.\n- Dmitri reports to Deshawn.\n- Mei reports to Hana.\n- Helios Logistics is headquartered in Turku.\n- Callum works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Atlas Freight is headquartered in Porto.\n- Leila works for Crescent Telecom.\n- Helios Logistics was founded in 2003.\n- Amara reports to Mei.\n- Pablo reports to Dmitri.\n- Deshawn works for Atlas Freight.\n- Hana reports to Pablo.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Leila reports to Amara.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27014", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8626: employee Dmitri A., hired 28 February 2022, separated 18 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8626?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27017", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6819: employee Callum K., hired 01 October 2022, separated 17 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6819?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27018", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27019", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Aisha.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Beacon Insurance is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Basel.\n- Sanne reports to Mei.\n- Tobias reports to Sanne.\n- Kenji works for Beacon Insurance.\n- Aisha works for Bluepine Aviation.\n- Pinnacle Software was founded in 1982.\n- Kenji reports to Nadia.\n- Nadia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance was founded in 1990.\n- Emeka works for Fernhill Foods.\n- Amara reports to Tobias.\n- Mei reports to Kenji.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Mei works for Beacon Insurance.\n- Nadia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27021", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27022", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Bluepine Aviation was founded in 2007.\n- Ingrid reports to Viktor.\n- Stefan works for Summit Energy.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mateo works for Northwind Systems.\n- Fernhill Foods was founded in 1990.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Felix.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno reports to Jonas.\n- Felix reports to Emeka.\n- Dmitri works for Northwind Systems.\n- Omar reports to Ingrid.\n- Viktor reports to Dmitri.\n- Bruno works for Bluepine Aviation.\n- Dmitri reports to Priya.\n- Deshawn reports to Bruno.\n- Stefan reports to Omar.\n- Fernhill Foods is headquartered in Ghent.\n- Mateo reports to Stefan.\n- Emeka works for Bluepine Aviation.\n- Northwind Systems was founded in 1975.\n- Omar works for Summit Energy.\n- Priya reports to Deshawn.\n- Summit Energy is headquartered in Ghent.\n- Ingrid works for Bluepine Aviation.\n- Deshawn works for Northwind Systems.\n- Summit Energy was founded in 2009.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27024", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27025", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6236: employee Lucia T., hired 27 October 2021, separated 21 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6236?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Tobias reports to Omar.\n- Felix reports to Deshawn.\n- Crescent Telecom was founded in 1977.\n- Omar works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1985.\n- Felix works for Atlas Freight.\n- Priya reports to Tobias.\n- Kenji works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Amara reports to Felix.\n- Hana works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1990.\n- Helios Logistics is headquartered in Nagoya.\n- Kenji reports to Priya.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Priya works for Helios Logistics.\n- Atlas Freight is headquartered in Leeds.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Kenji.\n- Crescent Telecom is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2004.\n- Omar reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27027", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27028", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27029", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27030", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6658: employee Felix R., hired 30 July 2023, separated 15 March 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-6658 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$17,333", "2": "$1,600", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6658 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27031", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Chiara works for Cobalt Health.\n- Callum reports to Priya.\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 2005.\n- Bruno works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Priya reports to Elena.\n- Ingrid works for Atlas Freight.\n- Tobias reports to Bruno.\n- Bruno reports to Ravi.\n- Stefan reports to Viktor.\n- Cedar Retail Group is headquartered in Oslo.\n- Tessa works for Ironwood Manufacturing.\n- Mateo works for Cedar Retail Group.\n- Viktor works for Atlas Freight.\n- Elena works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Halifax.\n- Atlas Freight was founded in 2014.\n- Ironwood Manufacturing was founded in 1975.\n- Cedar Retail Group was founded in 2004.\n- Chiara reports to Tobias.\n- Viktor reports to Chiara.\n- Tessa reports to Ingrid.\n- Ingrid reports to Stefan.\n- Stefan works for Atlas Freight.\n- Callum works for Ironwood Manufacturing.\n- Tobias works for Cobalt Health.\n- Ravi works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Halifax.\n- Mateo reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1996.\n- Sanne works for Lattice Analytics.\n- Sofia works for Crescent Telecom.\n- Pablo reports to Zoya.\n- Lattice Analytics is headquartered in Leeds.\n- Hana reports to Pablo.\n- Chiara works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom was founded in 1989.\n- Beacon Insurance is headquartered in Bergen.\n- Bluepine Aviation was founded in 1976.\n- Beacon Insurance was founded in 1982.\n- Sanne reports to Omar.\n- Amara works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Omar reports to Priya.\n- Hana works for Beacon Insurance.\n- Anders reports to Sanne.\n- Priya reports to Sofia.\n- Omar works for Crescent Telecom.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Sofia reports to Hana.\n- Priya works for Beacon Insurance.\n- Amara reports to Anders.\n- Crescent Telecom is headquartered in Bergen.\n- Zoya reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Sanne.\n- Leila reports to Mei.\n- Jonas reports to Elena.\n- Cobalt Health was founded in 1980.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Leila.\n- Tessa works for Fernhill Foods.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 1996.\n- Mei works for Cobalt Health.\n- Jonas works for Meridian Bank.\n- Pinnacle Software was founded in 2010.\n- Tessa reports to Pablo.\n- Sanne works for Meridian Bank.\n- Fernhill Foods was founded in 1981.\n- Fernhill Foods is headquartered in Basel.\n- Elena reports to Hana.\n- Elena works for Cobalt Health.\n- Pablo reports to Jonas.\n- Cobalt Health is headquartered in Dunedin.\n- Hana works for Cobalt Health.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Viktor works for Northwind Systems.\n- Helios Logistics is headquartered in Adelaide.\n- Anders works for Northwind Systems.\n- Elena works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Atlas Freight is headquartered in Malmo.\n- Zoya works for Helios Logistics.\n- Zoya reports to Mara.\n- Elena reports to Felix.\n- Northwind Systems was founded in 1979.\n- Anders reports to Deshawn.\n- Mara reports to Viktor.\n- Beacon Insurance was founded in 1982.\n- Felix reports to Omar.\n- Mara works for Northwind Systems.\n- Viktor reports to Anders.\n- Atlas Freight was founded in 2003.\n- Northwind Systems is headquartered in Adelaide.\n- Felix works for Northwind Systems.\n- Beacon Insurance is headquartered in Malmo.\n- Omar works for Northwind Systems.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Pablo.\n- Helios Logistics is headquartered in Brno.\n- Nadia works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Atlas Freight is headquartered in Basel.\n- Helios Logistics was founded in 1983.\n- Mateo works for Lattice Analytics.\n- Ravi works for Helios Logistics.\n- Atlas Freight was founded in 2015.\n- Mateo reports to Deshawn.\n- Nadia reports to Anders.\n- Pablo works for Cedar Retail Group.\n- Anders works for Lattice Analytics.\n- Pablo reports to Mateo.\n- Jonas reports to Chiara.\n- Deshawn reports to Ravi.\n- Jonas works for Cedar Retail Group.\n- Deshawn works for Atlas Freight.\n- Cedar Retail Group was founded in 1993.\n- Lattice Analytics is headquartered in Basel.\n- Lattice Analytics was founded in 1979.\n- Cedar Retail Group is headquartered in Basel.\n- Anders reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27038", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 69971\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Ghent.\n- Emeka reports to Sanne.\n- Pablo works for Lattice Analytics.\n- Hana reports to Chiara.\n- Anders reports to Wren.\n- Fernhill Foods was founded in 1995.\n- Callum works for Bluepine Aviation.\n- Wren reports to Felix.\n- Wren works for Cedar Retail Group.\n- Lattice Analytics was founded in 2011.\n- Sanne works for Bluepine Aviation.\n- Mara reports to Mei.\n- Sanne reports to Zoya.\n- Mara works for Bluepine Aviation.\n- Mei reports to Anders.\n- Bluepine Aviation is headquartered in Adelaide.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2001.\n- Felix reports to Emeka.\n- Zoya reports to Hana.\n- Fernhill Foods is headquartered in Ghent.\n- Bluepine Aviation was founded in 1987.\n- Felix works for Fernhill Foods.\n- Callum reports to Mara.\n- Mei works for Fernhill Foods.\n- Emeka works for Bluepine Aviation.\n- Chiara works for Cedar Retail Group.\n- Anders works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Pablo reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27041", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27042", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27043", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27044", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27045", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3963: employee Chiara B., hired 26 March 2023, separated 06 December 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-3963 under the controlling rules.", "criteria": {"0": "$4,413", "1": "$45,000", "2": "$12,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27046", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Ghent.\n- Mei works for Cedar Retail Group.\n- Chiara reports to Sofia.\n- Ingrid works for Beacon Insurance.\n- Elena works for Fernhill Foods.\n- Cedar Retail Group was founded in 1987.\n- Elena reports to Stefan.\n- Fernhill Foods is headquartered in Porto.\n- Sofia reports to Zoya.\n- Leila works for Cedar Retail Group.\n- Tessa reports to Callum.\n- Tessa works for Cedar Retail Group.\n- Beacon Insurance was founded in 1997.\n- Callum works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Chiara works for Cedar Retail Group.\n- Callum reports to Ingrid.\n- Stefan works for Cedar Retail Group.\n- Cobalt Health was founded in 2015.\n- Zoya reports to Tessa.\n- Beacon Insurance is headquartered in Porto.\n- Tobias works for Beacon Insurance.\n- Kenji works for Cobalt Health.\n- Fernhill Foods was founded in 1975.\n- Kenji reports to Elena.\n- Mei reports to Kenji.\n- Tobias reports to Leila.\n- Leila reports to Mei.\n- Stefan reports to Chiara.\n- Zoya works for Fernhill Foods.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tallinn.\n- Sanne works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Emeka works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Stefan works for Beacon Insurance.\n- Chiara reports to Kenji.\n- Yuki reports to Emeka.\n- Meridian Bank was founded in 1996.\n- Hana works for Meridian Bank.\n- Priya reports to Mei.\n- Sanne reports to Hana.\n- Ravi reports to Yuki.\n- Helios Logistics was founded in 2009.\n- Mei reports to Sanne.\n- Beacon Insurance was founded in 1983.\n- Meridian Bank is headquartered in Tallinn.\n- Emeka reports to Priya.\n- Beacon Insurance is headquartered in Valencia.\n- Mei works for Helios Logistics.\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 1980.\n- Yuki works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Stefan.\n- Stefan reports to Ravi.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1978", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Northwind Systems.\n- Fernhill Foods is headquartered in Leeds.\n- Vantage Air is headquartered in Cork.\n- Lucia works for Bluepine Aviation.\n- Pablo reports to Elena.\n- Zoya works for Northwind Systems.\n- Bluepine Aviation was founded in 2014.\n- Fernhill Foods was founded in 2002.\n- Bluepine Aviation is headquartered in Adelaide.\n- Elena works for Northwind Systems.\n- Tobias works for Bluepine Aviation.\n- Omar works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Lucia reports to Omar.\n- Pablo works for Northwind Systems.\n- Hana reports to Lucia.\n- Nadia works for Bluepine Aviation.\n- Elena reports to Nadia.\n- Felix reports to Hana.\n- Omar reports to Tobias.\n- Felix works for Northwind Systems.\n- Tobias reports to Bruno.\n- Northwind Systems was founded in 2008.\n- Northwind Systems is headquartered in Cork.\n- Vantage Air was founded in 1976.\n- Zoya reports to Felix.\n- Bruno reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27050", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27051", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7101: employee Zoya M., hired 31 July 2023, separated 11 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7101?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7101 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27052", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27053", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6310: employee Stefan A., hired 06 May 2024, separated 08 January 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-6310 under the controlling rules.", "criteria": {"0": "$25,000", "1": "$5,885", "2": "$5,769", "3": "$6,769"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2012.\n- Bluepine Aviation is headquartered in Nagoya.\n- Amara reports to Viktor.\n- Bluepine Aviation was founded in 1999.\n- Mei works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Northwind Systems is headquartered in Tampere.\n- Aisha reports to Tobias.\n- Nadia reports to Anders.\n- Omar reports to Mei.\n- Priya reports to Amara.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Nadia.\n- Anders works for Fernhill Foods.\n- Anders reports to Omar.\n- Aisha works for Fernhill Foods.\n- Mei reports to Aisha.\n- Nadia works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Summit Energy is headquartered in Ghent.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Summit Energy was founded in 1984.\n- Priya works for Summit Energy.\n- Amara works for Summit Energy.\n- Northwind Systems was founded in 2006.\n- Viktor reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27055", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9820: employee Lucia A., hired 17 July 2022, separated 02 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9820?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27056", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 January 2023): For employees hired on or after 17 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8952: employee Pablo R., hired 30 August 2020, separated 17 July 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-8952 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$7,529", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27057", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27058", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8213: employee Tobias M., hired 20 May 2020, separated 03 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8213?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27059", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 15396, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27060", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2002.\n- Bruno works for Atlas Freight.\n- Lattice Analytics was founded in 2004.\n- Viktor reports to Mateo.\n- Lattice Analytics is headquartered in Austin.\n- Fernhill Foods is headquartered in Austin.\n- Atlas Freight is headquartered in Austin.\n- Omar reports to Bruno.\n- Lucia works for Fernhill Foods.\n- Viktor works for Lattice Analytics.\n- Bruno reports to Viktor.\n- Elena works for Lattice Analytics.\n- Mateo reports to Sofia.\n- Amara reports to Anders.\n- Fernhill Foods was founded in 2008.\n- Omar works for Atlas Freight.\n- Sofia reports to Lucia.\n- Meridian Bank is headquartered in Tampere.\n- Yuki reports to Elena.\n- Lucia reports to Amara.\n- Mateo works for Fernhill Foods.\n- Anders reports to Yuki.\n- Anders works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Yuki works for Atlas Freight.\n- Sofia works for Fernhill Foods.\n- Meridian Bank was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Sanne.\n- Vantage Air is headquartered in Lyon.\n- Atlas Freight is headquartered in Lyon.\n- Mara reports to Lucia.\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Lucia works for Lattice Analytics.\n- Helios Logistics was founded in 2008.\n- Hana works for Atlas Freight.\n- Elena reports to Chiara.\n- Mara works for Lattice Analytics.\n- Sofia reports to Hana.\n- Chiara works for Helios Logistics.\n- Sanne reports to Sofia.\n- Sanne works for Helios Logistics.\n- Mateo reports to Elena.\n- Elena works for Atlas Freight.\n- Atlas Freight was founded in 1991.\n- Lattice Analytics is headquartered in Austin.\n- Hana reports to Mara.\n- Mateo works for Atlas Freight.\n- Lattice Analytics was founded in 2012.\n- Vantage Air was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Atlas Freight was founded in 1982.\n- Tobias works for Helios Logistics.\n- Lattice Analytics is headquartered in Lyon.\n- Ravi works for Atlas Freight.\n- Deshawn reports to Dmitri.\n- Lattice Analytics was founded in 2011.\n- Chiara reports to Elena.\n- Aisha works for Helios Logistics.\n- Kenji reports to Aisha.\n- Callum works for Crescent Telecom.\n- Dmitri works for Lattice Analytics.\n- Hana reports to Deshawn.\n- Helios Logistics was founded in 2000.\n- Hana works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Elena reports to Hana.\n- Crescent Telecom is headquartered in Porto.\n- Aisha reports to Callum.\n- Crescent Telecom was founded in 1996.\n- Dmitri reports to Tobias.\n- Elena works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Callum reports to Chiara.\n- Deshawn works for Lattice Analytics.\n- Atlas Freight is headquartered in Adelaide.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27064", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Hana.\n- Priya works for Crescent Telecom.\n- Crescent Telecom was founded in 2015.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pablo works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Priya reports to Emeka.\n- Pinnacle Software was founded in 1980.\n- Omar works for Pinnacle Software.\n- Hana reports to Felix.\n- Mara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1997.\n- Lattice Analytics was founded in 2013.\n- Hana works for Lattice Analytics.\n- Omar reports to Mara.\n- Pinnacle Software is headquartered in Tampere.\n- Pablo reports to Priya.\n- Emeka works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Emeka reports to Omar.\n- Crescent Telecom is headquartered in Cork.\n- Felix works for Crescent Telecom.\n- Felix reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27066", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27067", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7599: employee Priya K., hired 10 November 2020, separated 28 September 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-7599 under the controlling rules.", "criteria": {"0": "$5,800", "1": "$5,850", "2": "$7,800", "3": "$25,133"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Lucia reports to Sofia.\n- Bruno works for Vantage Air.\n- Anders works for Cobalt Health.\n- Bruno reports to Kenji.\n- Cobalt Health was founded in 2000.\n- Jonas works for Cobalt Health.\n- Kenji reports to Anders.\n- Mara works for Cobalt Health.\n- Ingrid reports to Omar.\n- Leila reports to Lucia.\n- Vantage Air is headquartered in Tallinn.\n- Atlas Freight is headquartered in Tallinn.\n- Anders reports to Leila.\n- Elena works for Cobalt Health.\n- Atlas Freight was founded in 1987.\n- Omar works for Vantage Air.\n- Jonas reports to Bruno.\n- Ingrid works for Vantage Air.\n- Meridian Bank was founded in 1986.\n- Cobalt Health is headquartered in Ghent.\n- Stefan reports to Jonas.\n- Kenji works for Meridian Bank.\n- Sofia reports to Mara.\n- Sofia works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Elena reports to Ingrid.\n- Meridian Bank is headquartered in Tallinn.\n- Leila works for Meridian Bank.\n- Omar reports to Stefan.\n- Vantage Air was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27069", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27070", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4967: employee Ravi R., hired 08 December 2020, separated 11 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4967?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27071", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27072", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9959: employee Nadia T., hired 18 April 2022, separated 29 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9959?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27073", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4470: employee Viktor S., hired 27 May 2023, separated 01 February 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4470?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27074", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2601: employee Amara R., hired 25 October 2019, separated 01 December 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2601?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1982.\n- Nadia reports to Sanne.\n- Atlas Freight was founded in 2012.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Deshawn works for Lattice Analytics.\n- Nadia works for Pinnacle Software.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn reports to Nadia.\n- Bruno reports to Zoya.\n- Mateo works for Lattice Analytics.\n- Felix reports to Mei.\n- Pinnacle Software is headquartered in Bergen.\n- Zoya works for Northwind Systems.\n- Lattice Analytics is headquartered in Lyon.\n- Zoya reports to Deshawn.\n- Pinnacle Software was founded in 1999.\n- Mei works for Pinnacle Software.\n- Mateo reports to Bruno.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Felix.\n- Northwind Systems is headquartered in Brno.\n- Bruno works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27076", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27077", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-6 (VERSION 4, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8682: employee Tobias K., hired 10 June 2023, separated 16 September 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-8682 under the controlling rules.", "criteria": {"0": "$4,692", "1": "$5,192", "2": "$22,500", "3": "$3,375"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Northwind Systems is headquartered in Tampere.\n- Elena works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Summit Energy was founded in 2009.\n- Wren works for Lattice Analytics.\n- Wren reports to Dmitri.\n- Mateo reports to Priya.\n- Stefan reports to Tessa.\n- Tessa works for Northwind Systems.\n- Lattice Analytics was founded in 1979.\n- Priya reports to Viktor.\n- Summit Energy is headquartered in Austin.\n- Elena reports to Stefan.\n- Dmitri reports to Elena.\n- Lattice Analytics is headquartered in Bergen.\n- Stefan works for Summit Energy.\n- Tessa reports to Mateo.\n- Northwind Systems was founded in 1989.\n- Meridian Bank is headquartered in Tampere.\n- Priya works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1994.\n- Leila works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Leila.\n- Leila reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27079", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3272: employee Bruno S., hired 12 January 2023, separated 20 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3272?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27080", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Mateo reports to Kenji.\n- Yuki reports to Ravi.\n- Callum reports to Yuki.\n- Kenji reports to Amara.\n- Lattice Analytics is headquartered in Dunedin.\n- Wren works for Lattice Analytics.\n- Anders reports to Wren.\n- Helios Logistics was founded in 2008.\n- Vantage Air was founded in 2013.\n- Summit Energy was founded in 1977.\n- Anders works for Summit Energy.\n- Ravi works for Helios Logistics.\n- Summit Energy is headquartered in Dunedin.\n- Amara reports to Callum.\n- Callum works for Vantage Air.\n- Lattice Analytics was founded in 1995.\n- Amara works for Summit Energy.\n- Helios Logistics is headquartered in Malmo.\n- Ravi reports to Anders.\n- Yuki works for Helios Logistics.\n- Vantage Air is headquartered in Lyon.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Tessa reports to Ravi.\n- Jonas works for Cobalt Health.\n- Jonas reports to Mara.\n- Chiara reports to Tessa.\n- Vantage Air was founded in 1997.\n- Ravi reports to Jonas.\n- Omar reports to Chiara.\n- Cobalt Health is headquartered in Tallinn.\n- Northwind Systems is headquartered in Leeds.\n- Chiara works for Vantage Air.\n- Beacon Insurance was founded in 1992.\n- Mateo reports to Stefan.\n- Vantage Air is headquartered in Tallinn.\n- Stefan works for Cobalt Health.\n- Northwind Systems was founded in 1991.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa works for Northwind Systems.\n- Omar works for Vantage Air.\n- Mara reports to Mateo.\n- Mara works for Cobalt Health.\n- Cobalt Health was founded in 2003.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27082", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27083", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3913: employee Lucia M., hired 10 February 2023, separated 10 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3913?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27084", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5226: employee Callum B., hired 27 January 2021, separated 06 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5226?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Pinnacle Software was founded in 1999.\n- Tessa works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Valencia.\n- Kenji reports to Tessa.\n- Ravi reports to Yuki.\n- Amara works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Viktor reports to Amara.\n- Deshawn works for Cobalt Health.\n- Fernhill Foods is headquartered in Dunedin.\n- Lucia reports to Mateo.\n- Yuki works for Pinnacle Software.\n- Viktor works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Cedar Retail Group was founded in 1991.\n- Cobalt Health was founded in 2012.\n- Chiara works for Fernhill Foods.\n- Tobias reports to Kenji.\n- Mateo works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Ravi works for Cedar Retail Group.\n- Chiara reports to Deshawn.\n- Yuki reports to Chiara.\n- Deshawn reports to Tobias.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Amara reports to Ravi.\n- Cobalt Health is headquartered in Adelaide.\n- Mateo reports to Viktor.\n- Tessa reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27086", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27087", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 12296, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2014.\n- Ravi works for Fernhill Foods.\n- Atlas Freight is headquartered in Leeds.\n- Sanne reports to Sofia.\n- Mei works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Elena works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Ingrid reports to Sanne.\n- Sofia reports to Elena.\n- Felix reports to Nadia.\n- Ravi reports to Bruno.\n- Yuki works for Cedar Retail Group.\n- Atlas Freight was founded in 1982.\n- Bruno reports to Mei.\n- Fernhill Foods is headquartered in Austin.\n- Sanne works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Mei reports to Ingrid.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena reports to Yuki.\n- Fernhill Foods was founded in 2008.\n- Sofia works for Bluepine Aviation.\n- Nadia reports to Ravi.\n- Felix works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27089", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Elena.\n- Stefan reports to Sofia.\n- Atlas Freight was founded in 2012.\n- Wren reports to Stefan.\n- Stefan works for Atlas Freight.\n- Sofia reports to Yuki.\n- Bluepine Aviation is headquartered in Basel.\n- Yuki works for Bluepine Aviation.\n- Summit Energy was founded in 2004.\n- Elena reports to Mara.\n- Bluepine Aviation was founded in 2005.\n- Elena works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Mateo works for Bluepine Aviation.\n- Sofia works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Mara works for Summit Energy.\n- Mateo reports to Wren.\n- Summit Energy is headquartered in Adelaide.\n- Mara reports to Mateo.\n- Pinnacle Software was founded in 1999.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Priya.\n- Bluepine Aviation is headquartered in Turku.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Basel.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Tessa.\n- Bluepine Aviation was founded in 1991.\n- Jonas works for Bluepine Aviation.\n- Amara reports to Wren.\n- Priya reports to Jonas.\n- Jonas reports to Amara.\n- Tobias reports to Viktor.\n- Cedar Retail Group was founded in 2002.\n- Summit Energy was founded in 2013.\n- Omar works for Crescent Telecom.\n- Tessa reports to Omar.\n- Crescent Telecom was founded in 1989.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Amara works for Summit Energy.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2011", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27092", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 August 2022): For employees hired on or after 04 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9153: employee Viktor S., hired 22 March 2022, separated 13 February 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9153?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Callum.\n- Pinnacle Software is headquartered in Cork.\n- Callum reports to Mei.\n- Leila works for Beacon Insurance.\n- Wren works for Lattice Analytics.\n- Mara reports to Lucia.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics was founded in 1984.\n- Lattice Analytics is headquartered in Brno.\n- Mara works for Bluepine Aviation.\n- Mei works for Beacon Insurance.\n- Zoya reports to Nadia.\n- Tobias reports to Leila.\n- Tobias works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Mei reports to Mara.\n- Mateo works for Beacon Insurance.\n- Pablo reports to Wren.\n- Callum works for Pinnacle Software.\n- Lucia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Porto.\n- Leila reports to Pablo.\n- Pinnacle Software was founded in 2000.\n- Mateo reports to Tobias.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Beacon Insurance was founded in 1980.\n- Zoya works for Pinnacle Software.\n- Wren reports to Zoya.\n- Lucia reports to Sofia.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27094", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7370: employee Mara M., hired 11 December 2022, separated 12 March 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7370?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27095", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27096", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Anders reports to Ravi.\n- Ravi works for Helios Logistics.\n- Priya reports to Anders.\n- Ravi reports to Stefan.\n- Atlas Freight was founded in 1983.\n- Crescent Telecom is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Cork.\n- Stefan works for Atlas Freight.\n- Zoya reports to Viktor.\n- Viktor reports to Sofia.\n- Sofia reports to Dmitri.\n- Helios Logistics was founded in 2002.\n- Stefan reports to Zoya.\n- Atlas Freight is headquartered in Bergen.\n- Viktor works for Helios Logistics.\n- Sofia works for Bluepine Aviation.\n- Dmitri works for Atlas Freight.\n- Helios Logistics is headquartered in Cork.\n- Bluepine Aviation was founded in 2013.\n- Zoya works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Anders reports to Felix.\n- Crescent Telecom was founded in 1981.\n- Zoya reports to Kenji.\n- Hana reports to Leila.\n- Amara reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Lattice Analytics is headquartered in Turku.\n- Amara works for Lattice Analytics.\n- Leila reports to Viktor.\n- Priya works for Beacon Insurance.\n- Anders works for Bluepine Aviation.\n- Kenji reports to Hana.\n- Bluepine Aviation was founded in 1994.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lattice Analytics was founded in 1978.\n- Zoya works for Bluepine Aviation.\n- Felix reports to Priya.\n- Priya reports to Ingrid.\n- Felix works for Lattice Analytics.\n- Ravi reports to Anders.\n- Jonas reports to Amara.\n- Beacon Insurance is headquartered in Tampere.\n- Crescent Telecom is headquartered in Halifax.\n- Viktor reports to Ravi.\n- Viktor works for Crescent Telecom.\n- Hana works for Lattice Analytics.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance was founded in 1977.\n- Leila works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27099", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1993.\n- Crescent Telecom is headquartered in Halifax.\n- Felix works for Fernhill Foods.\n- Priya reports to Yuki.\n- Yuki works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Northwind Systems is headquartered in Lyon.\n- Ravi works for Ironwood Manufacturing.\n- Tessa works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Fernhill Foods was founded in 2000.\n- Northwind Systems was founded in 1983.\n- Callum works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Callum reports to Priya.\n- Felix reports to Mei.\n- Tessa reports to Felix.\n- Crescent Telecom was founded in 1997.\n- Leila reports to Tessa.\n- Mei reports to Ravi.\n- Fernhill Foods is headquartered in Halifax.\n- Yuki reports to Leila.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2001.\n- Amara works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Beacon Insurance was founded in 2009.\n- Zoya works for Beacon Insurance.\n- Cobalt Health was founded in 1994.\n- Kenji works for Atlas Freight.\n- Amara reports to Sanne.\n- Aisha reports to Zoya.\n- Deshawn reports to Amara.\n- Fernhill Foods is headquartered in Tallinn.\n- Zoya reports to Anders.\n- Beacon Insurance is headquartered in Turku.\n- Anders works for Beacon Insurance.\n- Fernhill Foods was founded in 1980.\n- Aisha works for Cobalt Health.\n- Anders reports to Emeka.\n- Kenji reports to Aisha.\n- Deshawn works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Emeka works for Fernhill Foods.\n- Cobalt Health is headquartered in Cork.\n- Emeka reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Turku", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Cedar Retail Group was founded in 1994.\n- Pablo reports to Mateo.\n- Jonas works for Lattice Analytics.\n- Crescent Telecom is headquartered in Bergen.\n- Wren works for Lattice Analytics.\n- Mateo works for Crescent Telecom.\n- Zoya works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Helios Logistics is headquartered in Malmo.\n- Wren reports to Jonas.\n- Yuki works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Lattice Analytics was founded in 1983.\n- Bruno reports to Yuki.\n- Mei works for Lattice Analytics.\n- Mei reports to Lucia.\n- Zoya reports to Mei.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lucia works for Crescent Telecom.\n- Jonas reports to Bruno.\n- Dmitri reports to Wren.\n- Stefan works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Yuki reports to Pablo.\n- Crescent Telecom was founded in 2002.\n- Lattice Analytics is headquartered in Malmo.\n- Mateo reports to Zoya.\n- Lucia reports to Stefan.\n- Stefan reports to Sofia.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27103", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27104", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1145: employee Wren B., hired 13 November 2022, separated 20 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1145?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27105", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27106", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9615: employee Aisha K., hired 12 August 2024, separated 28 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9615?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Nagoya.\n- Ravi reports to Elena.\n- Chiara reports to Anders.\n- Cobalt Health was founded in 1979.\n- Lucia works for Meridian Bank.\n- Bluepine Aviation is headquartered in Brno.\n- Elena reports to Pablo.\n- Anders works for Bluepine Aviation.\n- Jonas reports to Bruno.\n- Bluepine Aviation was founded in 2000.\n- Meridian Bank is headquartered in Nagoya.\n- Meridian Bank was founded in 1987.\n- Jonas works for Meridian Bank.\n- Anders reports to Jonas.\n- Helios Logistics was founded in 1980.\n- Pablo works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Bruno works for Meridian Bank.\n- Cobalt Health is headquartered in Valencia.\n- Ravi works for Helios Logistics.\n- Lucia reports to Ravi.\n- Chiara works for Meridian Bank.\n- Pablo reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1975", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27108", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Meridian Bank was founded in 1996.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Yuki works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Austin.\n- Felix works for Northwind Systems.\n- Wren reports to Tessa.\n- Ironwood Manufacturing is headquartered in Austin.\n- Mara reports to Wren.\n- Tessa reports to Amara.\n- Ingrid reports to Sofia.\n- Tessa works for Northwind Systems.\n- Wren works for Ironwood Manufacturing.\n- Sofia reports to Viktor.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.\n- Cedar Retail Group is headquartered in Adelaide.\n- Zoya works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Mateo reports to Yuki.\n- Yuki reports to Felix.\n- Sofia works for Cedar Retail Group.\n- Amara reports to Ingrid.\n- Ingrid works for Northwind Systems.\n- Mateo works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Zoya reports to Mara.\n- Ironwood Manufacturing was founded in 1979.\n- Viktor reports to Mateo.\n- Northwind Systems is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1982.\n- Zoya works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy is headquartered in Dunedin.\n- Wren reports to Elena.\n- Wren works for Beacon Insurance.\n- Lattice Analytics was founded in 1977.\n- Dmitri works for Beacon Insurance.\n- Sanne works for Cobalt Health.\n- Elena reports to Kenji.\n- Beacon Insurance is headquartered in Halifax.\n- Priya works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Zoya reports to Dmitri.\n- Kenji works for Beacon Insurance.\n- Cobalt Health was founded in 2008.\n- Ravi reports to Wren.\n- Summit Energy was founded in 1995.\n- Sanne reports to Zoya.\n- Cobalt Health is headquartered in Dunedin.\n- Dmitri reports to Priya.\n- Priya reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Priya reports to Wren.\n- Cedar Retail Group was founded in 1990.\n- Nadia works for Atlas Freight.\n- Felix reports to Mei.\n- Yuki works for Atlas Freight.\n- Summit Energy was founded in 2005.\n- Sofia reports to Callum.\n- Felix works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Atlas Freight was founded in 2003.\n- Elena reports to Mateo.\n- Mei works for Cedar Retail Group.\n- Wren reports to Yuki.\n- Lucia reports to Felix.\n- Atlas Freight is headquartered in Lyon.\n- Ravi works for Crescent Telecom.\n- Mateo reports to Sofia.\n- Crescent Telecom is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia reports to Priya.\n- Crescent Telecom was founded in 2011.\n- Mei reports to Elena.\n- Sofia works for Atlas Freight.\n- Yuki reports to Lucia.\n- Callum works for Summit Energy.\n- Ravi reports to Nadia.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27112", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6242: employee Emeka T., hired 26 December 2019, separated 25 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6242?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27113", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27114", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27115", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Hana.\n- Mei reports to Yuki.\n- Leila reports to Aisha.\n- Sofia reports to Omar.\n- Vantage Air is headquartered in Dunedin.\n- Priya works for Lattice Analytics.\n- Nadia reports to Sofia.\n- Omar works for Crescent Telecom.\n- Sofia works for Fernhill Foods.\n- Priya reports to Viktor.\n- Fernhill Foods was founded in 1987.\n- Lucia works for Fernhill Foods.\n- Lattice Analytics was founded in 1980.\n- Jonas works for Lattice Analytics.\n- Viktor works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Aisha reports to Jonas.\n- Mei works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Hana reports to Lucia.\n- Omar reports to Priya.\n- Hana works for Fernhill Foods.\n- Crescent Telecom is headquartered in Austin.\n- Yuki reports to Nadia.\n- Lucia reports to Mei.\n- Crescent Telecom was founded in 1983.\n- Vantage Air was founded in 1976.\n- Lattice Analytics is headquartered in Austin.\n- Aisha works for Crescent Telecom.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27117", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6467: employee Zoya K., hired 04 August 2023, separated 16 May 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-6467 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,500", "2": "$15,167", "3": "$2,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Sofia reports to Mara.\n- Bruno reports to Kenji.\n- Viktor works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Nagoya.\n- Callum works for Fernhill Foods.\n- Sanne reports to Callum.\n- Mara reports to Sanne.\n- Bruno works for Cobalt Health.\n- Stefan works for Fernhill Foods.\n- Deshawn reports to Sofia.\n- Aisha reports to Viktor.\n- Viktor reports to Deshawn.\n- Aisha works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Basel.\n- Bluepine Aviation was founded in 2013.\n- Kenji works for Ironwood Manufacturing.\n- Sofia works for Bluepine Aviation.\n- Cobalt Health was founded in 1997.\n- Ironwood Manufacturing was founded in 1994.\n- Fernhill Foods was founded in 1998.\n- Ingrid reports to Stefan.\n- Leila reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Brno.\n- Kenji reports to Aisha.\n- Callum reports to Leila.\n- Mara works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Leila works for Fernhill Foods.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Tessa.\n- Ingrid works for Lattice Analytics.\n- Tessa works for Vantage Air.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 2002.\n- Anders reports to Viktor.\n- Lattice Analytics was founded in 2011.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Viktor works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Anders works for Vantage Air.\n- Tessa reports to Nadia.\n- Crescent Telecom was founded in 1995.\n- Northwind Systems is headquartered in Tampere.\n- Leila reports to Ingrid.\n- Hana reports to Sanne.\n- Hana works for Lattice Analytics.\n- Nadia reports to Leila.\n- Sanne reports to Anders.\n- Northwind Systems was founded in 1998.\n- Vantage Air is headquartered in Tampere.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27120", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27121", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27122", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27123", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5376: employee Tessa B., hired 17 August 2021, separated 10 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5376?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2001.\n- Tobias works for Beacon Insurance.\n- Mateo works for Atlas Freight.\n- Kenji works for Beacon Insurance.\n- Mei reports to Priya.\n- Kenji reports to Amara.\n- Bruno works for Atlas Freight.\n- Viktor works for Beacon Insurance.\n- Northwind Systems is headquartered in Oslo.\n- Ingrid works for Cedar Retail Group.\n- Beacon Insurance was founded in 2007.\n- Bruno reports to Chiara.\n- Beacon Insurance is headquartered in Adelaide.\n- Priya works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Viktor reports to Ingrid.\n- Tobias reports to Kenji.\n- Priya reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Amara works for Beacon Insurance.\n- Lucia reports to Mei.\n- Zoya reports to Viktor.\n- Northwind Systems was founded in 2008.\n- Mei works for Northwind Systems.\n- Chiara reports to Lucia.\n- Mateo reports to Bruno.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Tobias.\n- Atlas Freight was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27125", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9812: employee Felix S., hired 03 April 2021, separated 07 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9812?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27126", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3529: employee Yuki T., hired 06 February 2022, separated 21 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3529?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Bruno.\n- Pinnacle Software was founded in 1998.\n- Priya works for Atlas Freight.\n- Bruno works for Cedar Retail Group.\n- Felix reports to Priya.\n- Nadia works for Cedar Retail Group.\n- Ingrid reports to Felix.\n- Zoya works for Pinnacle Software.\n- Ingrid works for Cedar Retail Group.\n- Mateo reports to Nadia.\n- Zoya reports to Lucia.\n- Lucia reports to Ingrid.\n- Atlas Freight is headquartered in Turku.\n- Bluepine Aviation was founded in 1981.\n- Atlas Freight was founded in 1984.\n- Lucia works for Cedar Retail Group.\n- Nadia reports to Zoya.\n- Pinnacle Software is headquartered in Turku.\n- Mateo works for Atlas Freight.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Adelaide.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2007", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27128", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27129", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5169: employee Viktor K., hired 10 December 2023, separated 05 December 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-5169 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,000", "2": "$2,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27130", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4146: employee Amara S., hired 23 January 2024, separated 02 November 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-4146 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$8,667", "2": "$4,000", "3": "$800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27131", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 5059 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "track_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Beacon Insurance is headquartered in Valencia.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Elena reports to Ravi.\n- Felix works for Summit Energy.\n- Beacon Insurance was founded in 1978.\n- Ingrid reports to Zoya.\n- Nadia reports to Tessa.\n- Callum works for Summit Energy.\n- Sanne works for Cobalt Health.\n- Leila works for Beacon Insurance.\n- Leila reports to Deshawn.\n- Tessa works for Pinnacle Software.\n- Mara works for Beacon Insurance.\n- Pinnacle Software was founded in 2009.\n- Zoya reports to Nadia.\n- Callum reports to Elena.\n- Summit Energy was founded in 1984.\n- Ingrid works for Cobalt Health.\n- Mara reports to Felix.\n- Ravi works for Summit Energy.\n- Zoya works for Summit Energy.\n- Sanne reports to Mara.\n- Tessa reports to Callum.\n- Cobalt Health was founded in 2008.\n- Ravi reports to Sanne.\n- Elena works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Felix reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1979", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27133", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27134", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 September 2025): For employees hired on or after 15 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8967: employee Leila K., hired 16 August 2025, separated 18 November 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-8967 under the controlling rules.", "criteria": {"0": "$1,575", "1": "$1,500", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27135", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1079: employee Hana R., hired 19 June 2022, separated 28 June 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-1079?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1985.\n- Elena reports to Yuki.\n- Vantage Air was founded in 1976.\n- Cobalt Health is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1979.\n- Elena works for Atlas Freight.\n- Mara works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Yuki reports to Ravi.\n- Jonas works for Cobalt Health.\n- Dmitri works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Jonas reports to Leila.\n- Viktor reports to Dmitri.\n- Vantage Air is headquartered in Tallinn.\n- Cobalt Health was founded in 1994.\n- Dmitri reports to Mara.\n- Yuki works for Vantage Air.\n- Leila works for Vantage Air.\n- Leila reports to Viktor.\n- Bluepine Aviation is headquartered in Cork.\n- Mara reports to Elena.\n- Atlas Freight is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Sanne reports to Priya.\n- Summit Energy was founded in 2002.\n- Cobalt Health is headquartered in Nagoya.\n- Felix works for Summit Energy.\n- Anders reports to Mara.\n- Cedar Retail Group was founded in 2009.\n- Ravi reports to Omar.\n- Pinnacle Software is headquartered in Cork.\n- Nadia works for Summit Energy.\n- Pinnacle Software was founded in 1998.\n- Lucia reports to Tobias.\n- Omar reports to Felix.\n- Callum works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Nagoya.\n- Nadia reports to Sanne.\n- Priya reports to Yuki.\n- Summit Energy is headquartered in Porto.\n- Priya works for Pinnacle Software.\n- Tobias works for Cedar Retail Group.\n- Cobalt Health was founded in 1984.\n- Tobias reports to Anders.\n- Yuki reports to Ravi.\n- Sanne works for Pinnacle Software.\n- Omar works for Summit Energy.\n- Lucia works for Pinnacle Software.\n- Yuki works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Felix reports to Lucia.\n- Callum reports to Nadia.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27138", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 15 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 February 2024): For employees hired on or after 29 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5082: employee Pablo S., hired 01 March 2023, separated 28 April 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-5082?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Jonas works for Summit Energy.\n- Meridian Bank was founded in 1988.\n- Atlas Freight was founded in 2012.\n- Deshawn reports to Aisha.\n- Omar reports to Zoya.\n- Hana reports to Leila.\n- Pablo works for Meridian Bank.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Callum.\n- Zoya works for Summit Energy.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2004.\n- Yuki works for Atlas Freight.\n- Meridian Bank is headquartered in Turku.\n- Leila reports to Deshawn.\n- Atlas Freight is headquartered in Tallinn.\n- Tobias reports to Anders.\n- Jonas reports to Tobias.\n- Summit Energy was founded in 1997.\n- Yuki reports to Hana.\n- Pablo reports to Yuki.\n- Deshawn works for Atlas Freight.\n- Anders works for Meridian Bank.\n- Leila works for Ironwood Manufacturing.\n- Zoya reports to Jonas.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Atlas Freight.\n- Summit Energy is headquartered in Turku.\n- Callum reports to Omar.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27140", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27141", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27142", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Vantage Air was founded in 1996.\n- Cobalt Health is headquartered in Basel.\n- Callum reports to Pablo.\n- Mei reports to Callum.\n- Lucia works for Cobalt Health.\n- Tobias reports to Elena.\n- Beacon Insurance was founded in 2010.\n- Cobalt Health was founded in 2013.\n- Dmitri works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Pablo reports to Stefan.\n- Omar works for Vantage Air.\n- Ravi works for Northwind Systems.\n- Elena reports to Lucia.\n- Stefan reports to Zoya.\n- Stefan works for Cobalt Health.\n- Vantage Air is headquartered in Oslo.\n- Northwind Systems was founded in 1977.\n- Zoya reports to Tobias.\n- Ravi reports to Omar.\n- Dmitri reports to Mei.\n- Northwind Systems is headquartered in Turku.\n- Deshawn reports to Ravi.\n- Zoya works for Northwind Systems.\n- Mei works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Pablo works for Vantage Air.\n- Tobias works for Vantage Air.\n- Lucia reports to Deshawn.\n- Beacon Insurance is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Atlas Freight was founded in 1986.\n- Helios Logistics is headquartered in Tallinn.\n- Fernhill Foods was founded in 2015.\n- Stefan works for Helios Logistics.\n- Omar reports to Ingrid.\n- Kenji reports to Jonas.\n- Kenji works for Cedar Retail Group.\n- Jonas reports to Omar.\n- Cedar Retail Group was founded in 2001.\n- Hana works for Helios Logistics.\n- Lucia reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Ingrid reports to Stefan.\n- Jonas works for Helios Logistics.\n- Ingrid works for Fernhill Foods.\n- Omar works for Atlas Freight.\n- Cedar Retail Group is headquartered in Porto.\n- Pablo reports to Kenji.\n- Fernhill Foods is headquartered in Lyon.\n- Atlas Freight is headquartered in Tallinn.\n- Stefan reports to Hana.\n- Helios Logistics was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2007.\n- Amara reports to Wren.\n- Tessa reports to Tobias.\n- Wren works for Pinnacle Software.\n- Tessa works for Atlas Freight.\n- Felix works for Pinnacle Software.\n- Leila reports to Hana.\n- Atlas Freight is headquartered in Lyon.\n- Tobias reports to Aisha.\n- Felix reports to Tessa.\n- Hana reports to Felix.\n- Aisha works for Vantage Air.\n- Crescent Telecom was founded in 1976.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1978.\n- Amara works for Crescent Telecom.\n- Vantage Air is headquartered in Malmo.\n- Crescent Telecom is headquartered in Malmo.\n- Leila works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Pinnacle Software is headquartered in Brno.\n- Atlas Freight was founded in 1978.\n- Wren reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27146", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Wren.\n- Omar works for Summit Energy.\n- Wren reports to Felix.\n- Atlas Freight was founded in 2011.\n- Atlas Freight is headquartered in Brno.\n- Ingrid reports to Omar.\n- Mei reports to Tobias.\n- Meridian Bank was founded in 2000.\n- Summit Energy is headquartered in Lyon.\n- Elena reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Meridian Bank is headquartered in Brno.\n- Wren works for Atlas Freight.\n- Felix works for Summit Energy.\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 2002.\n- Tobias reports to Ingrid.\n- Felix reports to Elena.\n- Viktor works for Meridian Bank.\n- Tobias works for Pinnacle Software.\n- Mateo reports to Viktor.\n- Elena works for Atlas Freight.\n- Summit Energy was founded in 1991.\n- Leila works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Mei works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Mateo.\n- Ingrid works for Summit Energy.\n- Viktor reports to Mei.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27148", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Mara works for Beacon Insurance.\n- Pinnacle Software was founded in 2013.\n- Beacon Insurance was founded in 2014.\n- Crescent Telecom was founded in 1999.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Dunedin.\n- Priya reports to Hana.\n- Mei reports to Lucia.\n- Hana works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Viktor reports to Priya.\n- Zoya works for Crescent Telecom.\n- Atlas Freight was founded in 1984.\n- Beacon Insurance is headquartered in Brno.\n- Lucia reports to Viktor.\n- Mei works for Beacon Insurance.\n- Zoya reports to Mara.\n- Viktor works for Beacon Insurance.\n- Hana reports to Zoya.\n- Deshawn reports to Mei.\n- Deshawn works for Atlas Freight.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Oslo.\n- Atlas Freight was founded in 1995.\n- Sofia works for Lattice Analytics.\n- Tobias works for Cedar Retail Group.\n- Aisha reports to Mei.\n- Lattice Analytics is headquartered in Oslo.\n- Lucia reports to Aisha.\n- Ravi reports to Lucia.\n- Sofia reports to Bruno.\n- Tobias reports to Kenji.\n- Bruno works for Atlas Freight.\n- Cobalt Health was founded in 2001.\n- Lattice Analytics was founded in 1992.\n- Hana reports to Leila.\n- Aisha works for Atlas Freight.\n- Lucia works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight is headquartered in Adelaide.\n- Kenji works for Atlas Freight.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Mei reports to Hana.\n- Leila reports to Tobias.\n- Leila works for Cobalt Health.\n- Kenji reports to Sofia.\n- Hana works for Atlas Freight.\n- Cedar Retail Group was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27151", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Lucia works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Chiara reports to Yuki.\n- Viktor reports to Anders.\n- Nadia reports to Lucia.\n- Elena reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Mei reports to Nadia.\n- Deshawn reports to Viktor.\n- Vantage Air is headquartered in Valencia.\n- Kenji reports to Hana.\n- Lucia reports to Omar.\n- Yuki reports to Elena.\n- Hana reports to Deshawn.\n- Fernhill Foods was founded in 2006.\n- Fernhill Foods is headquartered in Leeds.\n- Crescent Telecom is headquartered in Valencia.\n- Vantage Air was founded in 1993.\n- Beacon Insurance was founded in 1994.\n- Nadia works for Beacon Insurance.\n- Anders reports to Mei.\n- Crescent Telecom was founded in 2010.\n- Omar works for Vantage Air.\n- Elena works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27153", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 April 2023): For employees hired on or after 15 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-9386: employee Felix S., hired 02 November 2021, separated 03 November 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-9386?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-9386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Aisha reports to Stefan.\n- Sanne reports to Yuki.\n- Yuki works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne works for Summit Energy.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1980.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 2002.\n- Felix reports to Aisha.\n- Stefan works for Atlas Freight.\n- Tessa reports to Ravi.\n- Viktor reports to Felix.\n- Summit Energy was founded in 1992.\n- Atlas Freight was founded in 1990.\n- Ravi reports to Sanne.\n- Ingrid reports to Viktor.\n- Atlas Freight is headquartered in Valencia.\n- Viktor works for Vantage Air.\n- Summit Energy is headquartered in Nagoya.\n- Stefan reports to Tessa.\n- Felix works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Aisha works for Vantage Air.\n- Mei reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Yuki.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 1990.\n- Bruno works for Summit Energy.\n- Priya reports to Sanne.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Emeka reports to Jonas.\n- Bluepine Aviation was founded in 2014.\n- Jonas reports to Deshawn.\n- Emeka works for Fernhill Foods.\n- Deshawn works for Summit Energy.\n- Omar reports to Priya.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lucia reports to Bruno.\n- Priya works for Northwind Systems.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Dunedin.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 2009.\n- Summit Energy is headquartered in Tampere.\n- Bruno reports to Emeka.\n- Stefan works for Bluepine Aviation.\n- Deshawn reports to Stefan.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27156", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27157", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2763: employee Mei M., hired 07 February 2024, separated 09 December 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2763?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27158", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27159", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Elena reports to Aisha.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mei works for Fernhill Foods.\n- Beacon Insurance was founded in 1977.\n- Mara works for Beacon Insurance.\n- Fernhill Foods was founded in 1978.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Lucia.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Lucia reports to Stefan.\n- Fernhill Foods is headquartered in Halifax.\n- Viktor reports to Mei.\n- Elena works for Vantage Air.\n- Lucia works for Vantage Air.\n- Stefan reports to Ravi.\n- Aisha reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2005.\n- Amara works for Fernhill Foods.\n- Vantage Air is headquartered in Halifax.\n- Dmitri reports to Mara.\n- Mei reports to Ingrid.\n- Stefan works for Vantage Air.\n- Mara reports to Viktor.\n- Ravi reports to Sanne.\n- Ravi works for Beacon Insurance.\n- Vantage Air was founded in 1976.\n- Amara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1973", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27161", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27162", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27163", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6587: employee Sanne R., hired 29 September 2022, separated 24 June 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6587?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Hana reports to Tobias.\n- Beacon Insurance was founded in 1990.\n- Jonas reports to Hana.\n- Stefan reports to Mara.\n- Beacon Insurance is headquartered in Tallinn.\n- Lattice Analytics was founded in 2003.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Mara works for Atlas Freight.\n- Elena reports to Lucia.\n- Meridian Bank was founded in 1979.\n- Mateo reports to Viktor.\n- Tessa reports to Emeka.\n- Emeka reports to Elena.\n- Tessa works for Beacon Insurance.\n- Lucia reports to Mateo.\n- Viktor reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Emeka works for Lattice Analytics.\n- Mara reports to Jonas.\n- Lucia works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Deshawn reports to Tessa.\n- Atlas Freight is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27165", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27166", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "check_status", "3": "book_flight", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27167", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4214: employee Mei K., hired 12 November 2021, separated 14 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-4214 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,600", "2": "$17,333", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Elena.\n- Anders reports to Emeka.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Anders works for Crescent Telecom.\n- Elena reports to Dmitri.\n- Helios Logistics is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2015.\n- Emeka reports to Felix.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 1992.\n- Dmitri works for Atlas Freight.\n- Felix works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 1983.\n- Elena works for Helios Logistics.\n- Deshawn reports to Leila.\n- Felix reports to Lucia.\n- Leila reports to Anders.\n- Crescent Telecom was founded in 1994.\n- Deshawn works for Atlas Freight.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27169", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27170", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7333: employee Viktor S., hired 26 September 2022, separated 18 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7333?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27171", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 June 2025): For employees hired on or after 18 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6409: employee Mara M., hired 16 October 2024, separated 23 January 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-6409 under the controlling rules.", "criteria": {"0": "$3,900", "1": "$5,000", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Wren reports to Priya.\n- Pinnacle Software was founded in 1978.\n- Mara reports to Felix.\n- Wren works for Helios Logistics.\n- Summit Energy was founded in 2004.\n- Pinnacle Software is headquartered in Cork.\n- Anders works for Beacon Insurance.\n- Yuki reports to Omar.\n- Priya works for Summit Energy.\n- Anders reports to Lucia.\n- Omar works for Beacon Insurance.\n- Lucia reports to Aisha.\n- Amara reports to Mei.\n- Felix works for Helios Logistics.\n- Beacon Insurance was founded in 1999.\n- Beacon Insurance is headquartered in Ghent.\n- Aisha reports to Mara.\n- Amara works for Summit Energy.\n- Lucia works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Yuki works for Beacon Insurance.\n- Priya reports to Amara.\n- Omar reports to Wren.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 1979.\n- Helios Logistics is headquartered in Turku.\n- Aisha works for Summit Energy.\n- Mei reports to Emeka.\n- Felix reports to Yuki.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Deshawn.\n- Bluepine Aviation was founded in 2009.\n- Priya reports to Lucia.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Mara.\n- Meridian Bank is headquartered in Porto.\n- Summit Energy was founded in 1994.\n- Helios Logistics was founded in 2001.\n- Bluepine Aviation is headquartered in Oslo.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Bruno.\n- Meridian Bank was founded in 1987.\n- Mara reports to Emeka.\n- Mateo works for Bluepine Aviation.\n- Elena works for Helios Logistics.\n- Deshawn works for Bluepine Aviation.\n- Helios Logistics is headquartered in Ghent.\n- Bruno works for Summit Energy.\n- Lucia reports to Elena.\n- Mara works for Bluepine Aviation.\n- Bruno reports to Mateo.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27174", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27175", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "refill_rx", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27176", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Yuki works for Ironwood Manufacturing.\n- Pablo reports to Sanne.\n- Deshawn works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2003.\n- Tessa works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Amara reports to Tessa.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Halifax.\n- Deshawn reports to Amara.\n- Omar reports to Pablo.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2009.\n- Omar works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.\n- Tessa reports to Omar.\n- Lucia reports to Deshawn.\n- Vantage Air was founded in 2002.\n- Bluepine Aviation was founded in 2008.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27178", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Mara works for Fernhill Foods.\n- Pablo reports to Mara.\n- Hana works for Fernhill Foods.\n- Meridian Bank was founded in 1991.\n- Chiara reports to Leila.\n- Deshawn reports to Tessa.\n- Hana reports to Emeka.\n- Leila reports to Pablo.\n- Chiara works for Meridian Bank.\n- Tessa reports to Chiara.\n- Fernhill Foods was founded in 1979.\n- Jonas works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Dmitri reports to Kenji.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Leila works for Fernhill Foods.\n- Viktor reports to Hana.\n- Meridian Bank is headquartered in Austin.\n- Dmitri works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1977.\n- Lattice Analytics was founded in 2009.\n- Pablo works for Ironwood Manufacturing.\n- Kenji reports to Viktor.\n- Mara reports to Dmitri.\n- Emeka works for Ironwood Manufacturing.\n- Emeka reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27180", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8228: employee Ingrid T., hired 20 January 2023, separated 22 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8228?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27181", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7416: employee Deshawn S., hired 20 May 2021, separated 06 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7416?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Atlas Freight is headquartered in Halifax.\n- Fernhill Foods is headquartered in Halifax.\n- Cedar Retail Group was founded in 1983.\n- Elena works for Fernhill Foods.\n- Northwind Systems is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Nagoya.\n- Atlas Freight was founded in 2001.\n- Stefan works for Cedar Retail Group.\n- Bruno reports to Lucia.\n- Stefan reports to Elena.\n- Lucia reports to Sanne.\n- Priya works for Atlas Freight.\n- Hana reports to Jonas.\n- Sanne reports to Anders.\n- Viktor reports to Priya.\n- Jonas works for Cedar Retail Group.\n- Priya reports to Hana.\n- Bruno works for Fernhill Foods.\n- Yuki works for Cedar Retail Group.\n- Viktor works for Atlas Freight.\n- Anders reports to Viktor.\n- Hana works for Cedar Retail Group.\n- Northwind Systems was founded in 2012.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Yuki.\n- Yuki reports to Bruno.\n- Anders works for Fernhill Foods.\n- Sanne works for Northwind Systems.\n- Fernhill Foods was founded in 2005.\n- Elena reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Amara.\n- Atlas Freight was founded in 2005.\n- Northwind Systems was founded in 2005.\n- Tessa works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Mei works for Cedar Retail Group.\n- Mei reports to Lucia.\n- Priya reports to Tessa.\n- Ingrid reports to Yuki.\n- Ravi reports to Priya.\n- Cedar Retail Group was founded in 2015.\n- Chiara works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Atlas Freight is headquartered in Dunedin.\n- Amara works for Atlas Freight.\n- Northwind Systems is headquartered in Malmo.\n- Chiara reports to Mei.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Stefan works for Beacon Insurance.\n- Tessa reports to Stefan.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara reports to Ravi.\n- Ingrid works for Cedar Retail Group.\n- Beacon Insurance was founded in 1987.\n- Stefan reports to Chiara.\n- Yuki works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2008", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27185", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 March 2025): For employees hired on or after 21 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7431: employee Elena S., hired 22 April 2024, separated 29 October 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-7431 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,500", "2": "$26,000", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27186", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2945: employee Stefan T., hired 04 December 2023, separated 08 June 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-2945 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,736", "2": "$10,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Pablo.\n- Pablo reports to Mara.\n- Pablo works for Helios Logistics.\n- Bluepine Aviation is headquartered in Cork.\n- Bruno reports to Elena.\n- Sanne works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.\n- Mara reports to Mateo.\n- Mateo reports to Yuki.\n- Bruno works for Helios Logistics.\n- Bluepine Aviation was founded in 1997.\n- Helios Logistics was founded in 1998.\n- Hana works for Helios Logistics.\n- Mara works for Pinnacle Software.\n- Yuki works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Aisha works for Pinnacle Software.\n- Sanne reports to Hana.\n- Hana reports to Mei.\n- Mateo works for Lattice Analytics.\n- Pinnacle Software was founded in 1998.\n- Lattice Analytics was founded in 1994.\n- Elena works for Pinnacle Software.\n- Mei reports to Aisha.\n- Helios Logistics is headquartered in Turku.\n- Elena reports to Sanne.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27189", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27190", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 March 2023): For employees hired on or after 17 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6398: employee Jonas S., hired 30 December 2022, separated 31 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6398?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27191", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ingrid.\n- Bruno reports to Sofia.\n- Mei reports to Hana.\n- Bruno works for Pinnacle Software.\n- Cobalt Health is headquartered in Cork.\n- Zoya works for Northwind Systems.\n- Tessa reports to Zoya.\n- Sofia reports to Jonas.\n- Meridian Bank was founded in 2007.\n- Cobalt Health was founded in 2007.\n- Pinnacle Software was founded in 2000.\n- Hana works for Cobalt Health.\n- Meridian Bank is headquartered in Cork.\n- Amara works for Pinnacle Software.\n- Hana reports to Yuki.\n- Northwind Systems was founded in 2012.\n- Yuki works for Northwind Systems.\n- Ingrid reports to Amara.\n- Pinnacle Software is headquartered in Halifax.\n- Sofia works for Pinnacle Software.\n- Ingrid works for Cobalt Health.\n- Jonas works for Northwind Systems.\n- Mei works for Pinnacle Software.\n- Amara reports to Bruno.\n- Yuki reports to Tessa.\n- Northwind Systems is headquartered in Austin.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Helios Logistics is headquartered in Dunedin.\n- Yuki reports to Anders.\n- Beacon Insurance is headquartered in Brno.\n- Wren reports to Omar.\n- Zoya reports to Tessa.\n- Anders reports to Wren.\n- Callum reports to Mara.\n- Lattice Analytics is headquartered in Austin.\n- Tessa works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Lattice Analytics was founded in 2001.\n- Wren works for Beacon Insurance.\n- Omar reports to Zoya.\n- Bluepine Aviation was founded in 1987.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Lucia.\n- Aisha works for Lattice Analytics.\n- Helios Logistics was founded in 1978.\n- Beacon Insurance was founded in 1981.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Mara reports to Aisha.\n- Anders works for Helios Logistics.\n- Aisha reports to Yuki.\n- Lucia works for Lattice Analytics.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27194", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1986.\n- Viktor reports to Mara.\n- Ingrid reports to Viktor.\n- Mateo reports to Kenji.\n- Mara works for Helios Logistics.\n- Ingrid works for Meridian Bank.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Stefan reports to Callum.\n- Kenji works for Meridian Bank.\n- Cobalt Health is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.\n- Callum works for Helios Logistics.\n- Cobalt Health was founded in 1976.\n- Callum reports to Ingrid.\n- Beacon Insurance was founded in 1985.\n- Mara reports to Mateo.\n- Meridian Bank is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Meridian Bank was founded in 1997.\n- Viktor works for Meridian Bank.\n- Sanne reports to Stefan.\n- Mateo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27196", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 43393\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "track_order", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1995.\n- Lattice Analytics was founded in 2005.\n- Pablo reports to Lucia.\n- Tessa works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Callum reports to Mateo.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 2006.\n- Lucia works for Helios Logistics.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Ravi.\n- Lattice Analytics is headquartered in Turku.\n- Ravi reports to Callum.\n- Mateo works for Pinnacle Software.\n- Pablo works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Amara works for Lattice Analytics.\n- Beacon Insurance is headquartered in Bergen.\n- Helios Logistics was founded in 2006.\n- Priya works for Beacon Insurance.\n- Tessa reports to Amara.\n- Mei reports to Stefan.\n- Anders reports to Tessa.\n- Mei works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Mateo reports to Priya.\n- Lucia reports to Kenji.\n- Ravi works for Pinnacle Software.\n- Priya reports to Mei.\n- Stefan reports to Anders.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27198", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1234: employee Wren T., hired 18 December 2023, separated 15 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1234?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27199", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7047: employee Mateo B., hired 02 October 2022, separated 26 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7047?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27200", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27201", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 74654 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27202", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27203", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Wren.\n- Tessa works for Atlas Freight.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health was founded in 1982.\n- Sofia works for Cobalt Health.\n- Tessa reports to Mara.\n- Nadia reports to Sofia.\n- Wren works for Cobalt Health.\n- Wren reports to Priya.\n- Priya works for Cedar Retail Group.\n- Nadia works for Cobalt Health.\n- Mateo works for Atlas Freight.\n- Sofia reports to Ravi.\n- Mateo reports to Tessa.\n- Cobalt Health is headquartered in Lyon.\n- Lattice Analytics is headquartered in Brno.\n- Priya reports to Mateo.\n- Mara works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Cedar Retail Group was founded in 1991.\n- Atlas Freight is headquartered in Brno.\n- Lattice Analytics was founded in 2010.\n- Ravi works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27205", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Zoya.\n- Emeka works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Bruno reports to Dmitri.\n- Viktor works for Meridian Bank.\n- Yuki reports to Ingrid.\n- Helios Logistics was founded in 1979.\n- Emeka reports to Amara.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Hana reports to Emeka.\n- Amara reports to Viktor.\n- Mei works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Zoya reports to Jonas.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Meridian Bank is headquartered in Valencia.\n- Hana works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Meridian Bank was founded in 2000.\n- Jonas reports to Mei.\n- Mei reports to Yuki.\n- Lattice Analytics is headquartered in Adelaide.\n- Lattice Analytics was founded in 2013.\n- Ingrid works for Lattice Analytics.\n- Viktor reports to Pablo.\n- Dmitri reports to Hana.\n- Jonas works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27207", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2067: employee Dmitri R., hired 08 March 2021, separated 11 August 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2067?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27208", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27209", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27210", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27211", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 July 2025): For employees hired on or after 17 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5212: employee Chiara S., hired 20 April 2024, separated 09 June 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-5212 under the controlling rules.", "criteria": {"0": "$32,000", "1": "$7,385", "2": "$7,269", "3": "$6,885"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Vantage Air is headquartered in Adelaide.\n- Beacon Insurance was founded in 1982.\n- Omar works for Vantage Air.\n- Yuki reports to Mateo.\n- Zoya works for Vantage Air.\n- Beacon Insurance is headquartered in Dunedin.\n- Stefan reports to Leila.\n- Omar reports to Yuki.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 1996.\n- Fernhill Foods was founded in 1999.\n- Leila reports to Zoya.\n- Yuki works for Beacon Insurance.\n- Dmitri works for Helios Logistics.\n- Mateo reports to Priya.\n- Vantage Air was founded in 2004.\n- Priya works for Beacon Insurance.\n- Helios Logistics is headquartered in Leeds.\n- Priya reports to Dmitri.\n- Dmitri reports to Stefan.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27213", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Jonas.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank was founded in 2003.\n- Elena reports to Mara.\n- Jonas reports to Wren.\n- Wren reports to Leila.\n- Elena works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Wren works for Meridian Bank.\n- Vantage Air is headquartered in Leeds.\n- Tessa works for Helios Logistics.\n- Pablo reports to Sofia.\n- Deshawn reports to Kenji.\n- Kenji works for Meridian Bank.\n- Deshawn works for Helios Logistics.\n- Bluepine Aviation was founded in 1984.\n- Sofia reports to Tessa.\n- Ingrid reports to Amara.\n- Ingrid works for Vantage Air.\n- Helios Logistics was founded in 1993.\n- Leila reports to Pablo.\n- Vantage Air was founded in 1994.\n- Helios Logistics is headquartered in Tampere.\n- Meridian Bank is headquartered in Basel.\n- Sofia works for Vantage Air.\n- Jonas works for Vantage Air.\n- Amara reports to Elena.\n- Amara works for Vantage Air.\n- Mara reports to Deshawn.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27215", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5498: employee Dmitri M., hired 08 December 2022, separated 14 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5498?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27216", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 20 July 2023): For employees hired on or after 20 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5165: employee Felix T., hired 21 October 2021, separated 15 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5165?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Nadia reports to Amara.\n- Ironwood Manufacturing was founded in 2011.\n- Stefan works for Beacon Insurance.\n- Elena works for Fernhill Foods.\n- Wren reports to Aisha.\n- Pablo works for Helios Logistics.\n- Aisha reports to Pablo.\n- Helios Logistics was founded in 1996.\n- Amara reports to Stefan.\n- Beacon Insurance is headquartered in Valencia.\n- Leila reports to Wren.\n- Fernhill Foods is headquartered in Oslo.\n- Nadia works for Ironwood Manufacturing.\n- Felix reports to Jonas.\n- Leila works for Fernhill Foods.\n- Amara works for Beacon Insurance.\n- Helios Logistics is headquartered in Valencia.\n- Elena reports to Nadia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Stefan reports to Felix.\n- Beacon Insurance was founded in 1983.\n- Jonas works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2014.\n- Wren works for Beacon Insurance.\n- Jonas reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27218", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27220", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27221", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 70907 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27222", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6719: employee Mateo K., hired 11 November 2021, separated 21 February 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-6719 under the controlling rules.", "criteria": {"0": "$8,250", "1": "$7,200", "2": "$8,200", "3": "$35,533"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27223", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6760: employee Nadia R., hired 11 January 2021, separated 15 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6760?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27224", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Elena works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Nadia works for Summit Energy.\n- Cobalt Health is headquartered in Nagoya.\n- Helios Logistics is headquartered in Halifax.\n- Zoya works for Cobalt Health.\n- Elena reports to Felix.\n- Helios Logistics was founded in 1994.\n- Felix reports to Tobias.\n- Cobalt Health was founded in 2011.\n- Pablo reports to Hana.\n- Hana reports to Elena.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2003.\n- Tobias works for Summit Energy.\n- Nadia reports to Zoya.\n- Summit Energy is headquartered in Valencia.\n- Hana works for Cobalt Health.\n- Summit Energy was founded in 2013.\n- Zoya reports to Yuki.\n- Tobias reports to Nadia.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Cedar Retail Group was founded in 1975.\n- Northwind Systems is headquartered in Dunedin.\n- Cobalt Health was founded in 1994.\n- Cobalt Health is headquartered in Leeds.\n- Hana works for Cobalt Health.\n- Northwind Systems was founded in 1994.\n- Leila works for Northwind Systems.\n- Kenji works for Pinnacle Software.\n- Leila reports to Tobias.\n- Tobias reports to Deshawn.\n- Hana reports to Mei.\n- Mei works for Cedar Retail Group.\n- Tobias works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Aisha reports to Hana.\n- Mei reports to Priya.\n- Priya reports to Kenji.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 1992.\n- Cedar Retail Group is headquartered in Dunedin.\n- Deshawn reports to Aisha.\n- Pinnacle Software is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27228", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Mei works for Helios Logistics.\n- Hana reports to Tobias.\n- Northwind Systems is headquartered in Bergen.\n- Lucia works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Kenji reports to Zoya.\n- Hana works for Helios Logistics.\n- Kenji works for Meridian Bank.\n- Atlas Freight is headquartered in Cork.\n- Felix reports to Lucia.\n- Lucia reports to Kenji.\n- Stefan reports to Hana.\n- Tobias reports to Mei.\n- Helios Logistics is headquartered in Austin.\n- Atlas Freight was founded in 2000.\n- Zoya reports to Stefan.\n- Meridian Bank is headquartered in Cork.\n- Northwind Systems was founded in 1996.\n- Tobias works for Atlas Freight.\n- Zoya works for Helios Logistics.\n- Felix works for Northwind Systems.\n- Helios Logistics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27229", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Meridian Bank was founded in 1980.\n- Sofia reports to Pablo.\n- Pablo reports to Felix.\n- Summit Energy is headquartered in Oslo.\n- Fernhill Foods is headquartered in Cork.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Tessa works for Summit Energy.\n- Dmitri works for Pinnacle Software.\n- Wren reports to Omar.\n- Tessa reports to Sofia.\n- Wren works for Summit Energy.\n- Pinnacle Software was founded in 2011.\n- Summit Energy was founded in 1982.\n- Pinnacle Software is headquartered in Cork.\n- Omar works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods was founded in 2013.\n- Elena reports to Dmitri.\n- Felix reports to Wren.\n- Pablo works for Pinnacle Software.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Dmitri.\n- Dmitri reports to Callum.\n- Beacon Insurance was founded in 2007.\n- Beacon Insurance is headquartered in Porto.\n- Pablo reports to Jonas.\n- Callum reports to Leila.\n- Leila reports to Pablo.\n- Dmitri works for Summit Energy.\n- Jonas reports to Stefan.\n- Summit Energy was founded in 2008.\n- Leila works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Porto.\n- Tessa works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1975.\n- Hana works for Beacon Insurance.\n- Summit Energy is headquartered in Lyon.\n- Jonas works for Cedar Retail Group.\n- Stefan reports to Tessa.\n- Cedar Retail Group was founded in 2006.\n- Stefan works for Summit Energy.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2009", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27232", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1978.\n- Emeka works for Vantage Air.\n- Helios Logistics is headquartered in Nagoya.\n- Tessa reports to Leila.\n- Atlas Freight was founded in 1988.\n- Pablo works for Atlas Freight.\n- Emeka reports to Priya.\n- Deshawn reports to Pablo.\n- Vantage Air was founded in 1993.\n- Mara works for Northwind Systems.\n- Wren works for Vantage Air.\n- Zoya reports to Tessa.\n- Tessa works for Vantage Air.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Pablo reports to Wren.\n- Yuki works for Atlas Freight.\n- Leila works for Helios Logistics.\n- Priya reports to Yuki.\n- Atlas Freight is headquartered in Tallinn.\n- Zoya works for Northwind Systems.\n- Vantage Air is headquartered in Bergen.\n- Leila reports to Mara.\n- Northwind Systems was founded in 2008.\n- Mara reports to Deshawn.\n- Wren reports to Emeka.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Emeka works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Mateo works for Vantage Air.\n- Sanne works for Vantage Air.\n- Sofia works for Vantage Air.\n- Bluepine Aviation is headquartered in Tallinn.\n- Sofia reports to Jonas.\n- Amara reports to Leila.\n- Jonas reports to Zoya.\n- Zoya reports to Amara.\n- Tobias works for Bluepine Aviation.\n- Helios Logistics is headquartered in Tallinn.\n- Jonas works for Helios Logistics.\n- Bluepine Aviation was founded in 1975.\n- Tobias reports to Mateo.\n- Vantage Air is headquartered in Ghent.\n- Mateo reports to Callum.\n- Viktor reports to Lucia.\n- Cobalt Health is headquartered in Tallinn.\n- Lucia works for Helios Logistics.\n- Leila works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Callum reports to Sanne.\n- Helios Logistics was founded in 1986.\n- Lucia reports to Emeka.\n- Sanne reports to Viktor.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27234", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7923: employee Ravi B., hired 18 September 2020, separated 17 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-7923 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$7,500", "3": "$8,062"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27235", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6053: employee Viktor B., hired 14 October 2020, separated 01 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6053?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Stefan.\n- Priya works for Bluepine Aviation.\n- Yuki reports to Priya.\n- Deshawn reports to Callum.\n- Chiara reports to Yuki.\n- Stefan works for Bluepine Aviation.\n- Hana reports to Deshawn.\n- Sofia works for Atlas Freight.\n- Stefan reports to Chiara.\n- Fernhill Foods was founded in 2013.\n- Elena works for Atlas Freight.\n- Bluepine Aviation was founded in 2015.\n- Dmitri reports to Pablo.\n- Hana works for Atlas Freight.\n- Yuki works for Bluepine Aviation.\n- Pablo works for Fernhill Foods.\n- Northwind Systems was founded in 1999.\n- Northwind Systems is headquartered in Turku.\n- Bruno works for Bluepine Aviation.\n- Elena reports to Hana.\n- Sofia reports to Elena.\n- Dmitri works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Turku.\n- Chiara works for Fernhill Foods.\n- Priya reports to Sofia.\n- Bruno reports to Dmitri.\n- Fernhill Foods is headquartered in Turku.\n- Callum works for Northwind Systems.\n- Atlas Freight was founded in 2009.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27237", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Emeka.\n- Felix works for Vantage Air.\n- Fernhill Foods was founded in 1998.\n- Vantage Air was founded in 1998.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Elena reports to Priya.\n- Anders reports to Nadia.\n- Anders works for Helios Logistics.\n- Aisha reports to Hana.\n- Vantage Air is headquartered in Nagoya.\n- Northwind Systems was founded in 2015.\n- Nadia reports to Zoya.\n- Hana reports to Elena.\n- Emeka works for Helios Logistics.\n- Jonas works for Vantage Air.\n- Emeka reports to Bruno.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Priya works for Northwind Systems.\n- Helios Logistics is headquartered in Nagoya.\n- Bruno works for Helios Logistics.\n- Priya reports to Jonas.\n- Jonas reports to Felix.\n- Bruno reports to Anders.\n- Elena works for Fernhill Foods.\n- Zoya reports to Aisha.\n- Hana works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Amara works for Northwind Systems.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27239", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27240", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27241", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2066: employee Wren T., hired 10 December 2021, separated 20 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2066?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Pinnacle Software is headquartered in Turku.\n- Anders works for Atlas Freight.\n- Ravi works for Lattice Analytics.\n- Meridian Bank is headquartered in Austin.\n- Callum reports to Ravi.\n- Atlas Freight is headquartered in Cork.\n- Meridian Bank was founded in 2001.\n- Stefan reports to Sofia.\n- Ingrid reports to Amara.\n- Atlas Freight was founded in 1986.\n- Aisha works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Aisha reports to Anders.\n- Leila reports to Callum.\n- Wren reports to Leila.\n- Lattice Analytics was founded in 2006.\n- Callum works for Atlas Freight.\n- Lattice Analytics is headquartered in Austin.\n- Amara reports to Aisha.\n- Wren works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Sofia reports to Ingrid.\n- Anders reports to Wren.\n- Leila works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Pinnacle Software was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27243", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27244", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2471: employee Ingrid T., hired 12 May 2024, separated 01 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-2471?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27245", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27246", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1977.\n- Anders reports to Omar.\n- Meridian Bank was founded in 1984.\n- Helios Logistics was founded in 1993.\n- Omar works for Helios Logistics.\n- Tessa reports to Viktor.\n- Priya works for Helios Logistics.\n- Dmitri works for Fernhill Foods.\n- Beacon Insurance was founded in 1993.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance is headquartered in Valencia.\n- Omar reports to Sanne.\n- Anders works for Helios Logistics.\n- Chiara reports to Tessa.\n- Chiara works for Fernhill Foods.\n- Viktor reports to Dmitri.\n- Lucia reports to Chiara.\n- Priya reports to Kenji.\n- Meridian Bank is headquartered in Lyon.\n- Lucia works for Beacon Insurance.\n- Tessa works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Sanne works for Helios Logistics.\n- Dmitri reports to Priya.\n- Helios Logistics is headquartered in Valencia.\n- Kenji reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Crescent Telecom.\n- Meridian Bank was founded in 2008.\n- Crescent Telecom is headquartered in Malmo.\n- Mara reports to Mateo.\n- Aisha reports to Bruno.\n- Aisha works for Crescent Telecom.\n- Stefan reports to Dmitri.\n- Mateo reports to Aisha.\n- Pinnacle Software is headquartered in Leeds.\n- Yuki works for Meridian Bank.\n- Yuki reports to Hana.\n- Elena works for Northwind Systems.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Stefan works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Felix reports to Elena.\n- Felix works for Crescent Telecom.\n- Dmitri works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Lucia works for Northwind Systems.\n- Meridian Bank is headquartered in Malmo.\n- Northwind Systems was founded in 1990.\n- Northwind Systems is headquartered in Malmo.\n- Bruno reports to Lucia.\n- Nadia reports to Stefan.\n- Elena reports to Yuki.\n- Lucia reports to Nadia.\n- Pinnacle Software was founded in 1993.\n- Hana reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27249", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27250", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "reroute", "3": "quote_request", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Anders reports to Bruno.\n- Wren reports to Jonas.\n- Crescent Telecom is headquartered in Halifax.\n- Ingrid works for Helios Logistics.\n- Omar works for Atlas Freight.\n- Helios Logistics is headquartered in Halifax.\n- Sanne works for Meridian Bank.\n- Atlas Freight was founded in 1996.\n- Tobias reports to Omar.\n- Tobias works for Atlas Freight.\n- Callum reports to Tobias.\n- Crescent Telecom was founded in 1979.\n- Callum works for Helios Logistics.\n- Elena works for Crescent Telecom.\n- Wren works for Helios Logistics.\n- Bruno reports to Mateo.\n- Omar reports to Wren.\n- Sanne reports to Hana.\n- Bruno works for Crescent Telecom.\n- Mateo reports to Sanne.\n- Jonas works for Meridian Bank.\n- Anders works for Atlas Freight.\n- Meridian Bank was founded in 1996.\n- Elena reports to Ingrid.\n- Meridian Bank is headquartered in Turku.\n- Ingrid reports to Callum.\n- Mateo works for Crescent Telecom.\n- Hana reports to Elena.\n- Helios Logistics was founded in 1995.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1977", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27252", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8875: employee Zoya M., hired 30 July 2023, separated 06 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8875?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1978.\n- Pinnacle Software is headquartered in Tallinn.\n- Stefan reports to Felix.\n- Lattice Analytics was founded in 1988.\n- Zoya reports to Callum.\n- Priya reports to Nadia.\n- Pinnacle Software was founded in 1977.\n- Fernhill Foods is headquartered in Dunedin.\n- Viktor works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Priya works for Northwind Systems.\n- Felix works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Northwind Systems is headquartered in Tallinn.\n- Deshawn works for Lattice Analytics.\n- Sofia works for Pinnacle Software.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods was founded in 1999.\n- Callum works for Northwind Systems.\n- Callum reports to Stefan.\n- Viktor reports to Deshawn.\n- Zoya works for Pinnacle Software.\n- Nadia reports to Viktor.\n- Emeka reports to Priya.\n- Lattice Analytics is headquartered in Dunedin.\n- Emeka works for Pinnacle Software.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27254", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 82798\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27255", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mateo.\n- Chiara works for Crescent Telecom.\n- Lattice Analytics was founded in 1988.\n- Stefan works for Lattice Analytics.\n- Mateo reports to Zoya.\n- Summit Energy was founded in 2006.\n- Leila works for Lattice Analytics.\n- Hana works for Summit Energy.\n- Crescent Telecom is headquartered in Basel.\n- Hana reports to Chiara.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 1995.\n- Viktor works for Summit Energy.\n- Crescent Telecom was founded in 1977.\n- Zoya reports to Viktor.\n- Lattice Analytics is headquartered in Nagoya.\n- Mateo works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Summit Energy is headquartered in Nagoya.\n- Viktor reports to Anders.\n- Leila reports to Stefan.\n- Chiara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1986", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Wren works for Lattice Analytics.\n- Lucia reports to Anders.\n- Chiara reports to Lucia.\n- Ingrid reports to Tessa.\n- Tessa reports to Bruno.\n- Anders reports to Ingrid.\n- Lattice Analytics is headquartered in Turku.\n- Lucia works for Pinnacle Software.\n- Vantage Air was founded in 1994.\n- Pinnacle Software is headquartered in Halifax.\n- Bruno reports to Wren.\n- Tessa works for Ironwood Manufacturing.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Jonas reports to Chiara.\n- Vantage Air is headquartered in Halifax.\n- Ingrid works for Lattice Analytics.\n- Pinnacle Software was founded in 1979.\n- Ironwood Manufacturing was founded in 2005.\n- Bruno works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27258", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27259", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27260", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6671: employee Elena R., hired 30 March 2024, separated 02 May 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6671?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6671 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27261", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2331: employee Omar R., hired 31 January 2021, separated 30 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-2331?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27262", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "weather", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mateo.\n- Emeka reports to Sanne.\n- Pablo reports to Sofia.\n- Anders reports to Yuki.\n- Deshawn reports to Emeka.\n- Deshawn works for Pinnacle Software.\n- Ingrid reports to Deshawn.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Amara works for Pinnacle Software.\n- Jonas works for Meridian Bank.\n- Pinnacle Software was founded in 2012.\n- Pablo works for Atlas Freight.\n- Aisha reports to Jonas.\n- Sofia reports to Anders.\n- Sofia works for Meridian Bank.\n- Yuki reports to Aisha.\n- Lattice Analytics was founded in 2008.\n- Lattice Analytics is headquartered in Porto.\n- Meridian Bank was founded in 1981.\n- Ingrid works for Lattice Analytics.\n- Amara reports to Ingrid.\n- Sanne works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Jonas reports to Amara.\n- Anders works for Meridian Bank.\n- Atlas Freight is headquartered in Bergen.\n- Yuki works for Meridian Bank.\n- Atlas Freight was founded in 2006.\n- Pinnacle Software is headquartered in Halifax.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Tessa.\n- Emeka works for Northwind Systems.\n- Emeka reports to Leila.\n- Leila works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Anders reports to Emeka.\n- Mateo reports to Amara.\n- Aisha reports to Omar.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Amara reports to Aisha.\n- Fernhill Foods was founded in 1994.\n- Omar reports to Nadia.\n- Meridian Bank is headquartered in Leeds.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Tessa reports to Mateo.\n- Leila reports to Dmitri.\n- Pinnacle Software is headquartered in Leeds.\n- Amara works for Northwind Systems.\n- Meridian Bank was founded in 1975.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 1978.\n- Mei reports to Anders.\n- Omar works for Fernhill Foods.\n- Callum reports to Mei.\n- Mateo works for Meridian Bank.\n- Nadia works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27265", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 19991 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27266", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27267", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4579: employee Elena M., hired 14 February 2024, separated 29 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4579?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27269", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-2 (VERSION 2, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9661: employee Amara T., hired 23 February 2023, separated 22 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9661?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27270", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27271", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 September 2022): For employees hired on or after 14 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8409: employee Chiara T., hired 11 August 2019, separated 21 October 2022 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8409?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Omar.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 1994.\n- Omar works for Cobalt Health.\n- Anders reports to Lucia.\n- Sofia reports to Mei.\n- Beacon Insurance was founded in 1980.\n- Anders works for Pinnacle Software.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Mateo.\n- Sofia works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Cobalt Health was founded in 1992.\n- Emeka reports to Aisha.\n- Lucia works for Beacon Insurance.\n- Dmitri reports to Sofia.\n- Mateo works for Pinnacle Software.\n- Ravi works for Beacon Insurance.\n- Mei reports to Emeka.\n- Crescent Telecom was founded in 1996.\n- Beacon Insurance is headquartered in Porto.\n- Ravi reports to Anders.\n- Cobalt Health is headquartered in Turku.\n- Crescent Telecom is headquartered in Porto.\n- Dmitri works for Crescent Telecom.\n- Omar reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27273", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27274", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27275", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27276", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "file_claim", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Amara.\n- Yuki reports to Anders.\n- Crescent Telecom is headquartered in Porto.\n- Zoya works for Vantage Air.\n- Mateo reports to Zoya.\n- Ravi works for Vantage Air.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Dmitri reports to Mateo.\n- Ravi reports to Yuki.\n- Deshawn works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Bruno.\n- Bruno reports to Deshawn.\n- Zoya reports to Priya.\n- Anders works for Northwind Systems.\n- Amara works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Amara reports to Ravi.\n- Ironwood Manufacturing was founded in 1976.\n- Vantage Air is headquartered in Porto.\n- Northwind Systems is headquartered in Brno.\n- Vantage Air was founded in 1979.\n- Northwind Systems was founded in 1986.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27278", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27279", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27280", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27281", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27282", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Anders.\n- Helios Logistics was founded in 1998.\n- Felix works for Helios Logistics.\n- Mei works for Lattice Analytics.\n- Zoya works for Summit Energy.\n- Lattice Analytics was founded in 2011.\n- Anders reports to Aisha.\n- Mei reports to Chiara.\n- Aisha works for Summit Energy.\n- Helios Logistics is headquartered in Basel.\n- Summit Energy was founded in 2002.\n- Summit Energy is headquartered in Halifax.\n- Mateo works for Summit Energy.\n- Anders works for Atlas Freight.\n- Felix reports to Mateo.\n- Mateo reports to Viktor.\n- Viktor reports to Mei.\n- Lattice Analytics is headquartered in Porto.\n- Viktor works for Atlas Freight.\n- Chiara works for Summit Energy.\n- Zoya reports to Felix.\n- Atlas Freight was founded in 1995.\n- Atlas Freight is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27284", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1998.\n- Yuki reports to Mara.\n- Ravi works for Ironwood Manufacturing.\n- Mateo reports to Leila.\n- Ravi reports to Nadia.\n- Omar reports to Mateo.\n- Bluepine Aviation was founded in 1995.\n- Leila works for Crescent Telecom.\n- Viktor reports to Emeka.\n- Ironwood Manufacturing was founded in 1988.\n- Yuki works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Dunedin.\n- Anders reports to Viktor.\n- Nadia works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Emeka works for Crescent Telecom.\n- Stefan reports to Ravi.\n- Leila reports to Deshawn.\n- Summit Energy is headquartered in Dunedin.\n- Emeka reports to Omar.\n- Mara works for Crescent Telecom.\n- Stefan works for Ironwood Manufacturing.\n- Viktor works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Cork.\n- Summit Energy was founded in 1996.\n- Mara reports to Stefan.\n- Deshawn works for Summit Energy.\n- Anders works for Bluepine Aviation.\n- Omar works for Ironwood Manufacturing.\n- Nadia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Viktor works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Leila reports to Sanne.\n- Omar reports to Deshawn.\n- Ironwood Manufacturing was founded in 1998.\n- Ravi reports to Bruno.\n- Bluepine Aviation was founded in 1995.\n- Ingrid reports to Omar.\n- Bluepine Aviation is headquartered in Turku.\n- Chiara reports to Ravi.\n- Meridian Bank was founded in 2004.\n- Kenji works for Meridian Bank.\n- Ingrid works for Ironwood Manufacturing.\n- Chiara works for Bluepine Aviation.\n- Bruno reports to Kenji.\n- Bruno works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Pablo works for Helios Logistics.\n- Mara works for Meridian Bank.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mara reports to Chiara.\n- Viktor reports to Leila.\n- Leila works for Bluepine Aviation.\n- Meridian Bank is headquartered in Turku.\n- Sanne reports to Ingrid.\n- Pablo reports to Mara.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Omar.\n- Aisha reports to Sanne.\n- Lucia reports to Nadia.\n- Northwind Systems was founded in 2003.\n- Northwind Systems is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Omar works for Northwind Systems.\n- Callum reports to Hana.\n- Summit Energy was founded in 2007.\n- Leila works for Bluepine Aviation.\n- Bruno reports to Lucia.\n- Lucia works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Nadia works for Pinnacle Software.\n- Hana works for Summit Energy.\n- Emeka reports to Leila.\n- Bluepine Aviation was founded in 1990.\n- Leila reports to Bruno.\n- Sanne reports to Callum.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 2013.\n- Sanne works for Pinnacle Software.\n- Omar reports to Emeka.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Brno", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27288", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6505: employee Stefan K., hired 13 May 2022, separated 17 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6505?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Deshawn works for Helios Logistics.\n- Felix reports to Mateo.\n- Helios Logistics is headquartered in Cork.\n- Cedar Retail Group was founded in 2004.\n- Mateo reports to Chiara.\n- Callum reports to Felix.\n- Helios Logistics was founded in 2001.\n- Crescent Telecom was founded in 2012.\n- Dmitri works for Helios Logistics.\n- Meridian Bank is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Yuki works for Cedar Retail Group.\n- Dmitri reports to Mei.\n- Mei reports to Sanne.\n- Elena works for Helios Logistics.\n- Meridian Bank was founded in 2015.\n- Chiara reports to Priya.\n- Priya reports to Wren.\n- Mei works for Meridian Bank.\n- Deshawn reports to Dmitri.\n- Mateo works for Crescent Telecom.\n- Wren reports to Elena.\n- Felix works for Cedar Retail Group.\n- Wren works for Meridian Bank.\n- Sanne reports to Callum.\n- Sanne works for Cedar Retail Group.\n- Chiara works for Helios Logistics.\n- Yuki reports to Deshawn.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27290", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3357: employee Bruno R., hired 01 December 2024, separated 21 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3357?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Elena reports to Aisha.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation was founded in 2006.\n- Bluepine Aviation is headquartered in Nagoya.\n- Nadia works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Crescent Telecom was founded in 1989.\n- Omar reports to Anders.\n- Amara works for Pinnacle Software.\n- Ingrid works for Crescent Telecom.\n- Nadia reports to Leila.\n- Leila reports to Ingrid.\n- Meridian Bank was founded in 1979.\n- Ingrid reports to Elena.\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 1980.\n- Meridian Bank is headquartered in Nagoya.\n- Anders reports to Amara.\n- Aisha works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Aisha reports to Omar.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27292", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9144: employee Anders M., hired 05 August 2024, separated 09 April 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9144?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9144 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27293", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9097: employee Mateo S., hired 19 March 2021, separated 02 February 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-9097 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,900", "2": "$4,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27294", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27295", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3833: employee Emeka B., hired 20 November 2023, separated 10 October 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3833?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27296", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 2013.\n- Nadia reports to Aisha.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom is headquartered in Malmo.\n- Viktor works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Sofia works for Crescent Telecom.\n- Ingrid reports to Nadia.\n- Tessa reports to Ingrid.\n- Nadia works for Crescent Telecom.\n- Lattice Analytics was founded in 1999.\n- Aisha works for Lattice Analytics.\n- Viktor reports to Amara.\n- Felix works for Crescent Telecom.\n- Helios Logistics is headquartered in Tampere.\n- Crescent Telecom was founded in 1990.\n- Tessa works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Felix reports to Sofia.\n- Ingrid works for Helios Logistics.\n- Aisha reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27298", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-3 (VERSION 6, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 September 2025): For employees hired on or after 18 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8028: employee Felix K., hired 18 April 2025, separated 26 February 2027 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2026-8028 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,275", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8028 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Atlas Freight was founded in 1985.\n- Vantage Air was founded in 2011.\n- Hana reports to Deshawn.\n- Nadia reports to Wren.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia works for Helios Logistics.\n- Crescent Telecom was founded in 2000.\n- Ravi reports to Sanne.\n- Atlas Freight is headquartered in Tallinn.\n- Wren reports to Ravi.\n- Helios Logistics was founded in 2006.\n- Sanne reports to Omar.\n- Omar works for Crescent Telecom.\n- Tessa reports to Hana.\n- Hana works for Vantage Air.\n- Wren works for Helios Logistics.\n- Sanne works for Atlas Freight.\n- Ravi works for Vantage Air.\n- Deshawn reports to Nadia.\n- Vantage Air is headquartered in Malmo.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Lucia.\n- Zoya reports to Priya.\n- Ravi reports to Viktor.\n- Deshawn reports to Jonas.\n- Aisha reports to Deshawn.\n- Zoya works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Porto.\n- Jonas works for Fernhill Foods.\n- Cobalt Health was founded in 1997.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1997.\n- Lucia works for Pinnacle Software.\n- Aisha works for Cobalt Health.\n- Pinnacle Software was founded in 1980.\n- Priya reports to Aisha.\n- Deshawn works for Pinnacle Software.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Callum reports to Zoya.\n- Callum works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Fernhill Foods is headquartered in Valencia.\n- Jonas reports to Ravi.\n- Cobalt Health is headquartered in Halifax.\n- Viktor reports to Stefan.\n- Fernhill Foods was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Elena.\n- Elena works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1978.\n- Stefan reports to Pablo.\n- Deshawn reports to Jonas.\n- Bluepine Aviation was founded in 2001.\n- Tessa reports to Sanne.\n- Elena reports to Tessa.\n- Jonas works for Ironwood Manufacturing.\n- Deshawn works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Vantage Air was founded in 1987.\n- Bluepine Aviation is headquartered in Malmo.\n- Tobias works for Vantage Air.\n- Mei works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Northwind Systems was founded in 1991.\n- Stefan works for Northwind Systems.\n- Mei reports to Tobias.\n- Northwind Systems is headquartered in Ghent.\n- Wren works for Ironwood Manufacturing.\n- Sanne reports to Wren.\n- Vantage Air is headquartered in Malmo.\n- Wren reports to Mei.\n- Tessa works for Vantage Air.\n- Pablo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27302", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1522: employee Mara K., hired 27 July 2022, separated 10 November 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-1522 under the controlling rules.", "criteria": {"0": "$8,125", "1": "$26,542", "2": "$6,125", "3": "$6,187"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27303", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Priya works for Helios Logistics.\n- Northwind Systems is headquartered in Ghent.\n- Ingrid works for Lattice Analytics.\n- Bruno reports to Hana.\n- Felix works for Lattice Analytics.\n- Bruno works for Helios Logistics.\n- Lattice Analytics was founded in 2008.\n- Stefan works for Helios Logistics.\n- Hana reports to Nadia.\n- Priya reports to Aisha.\n- Helios Logistics is headquartered in Cork.\n- Yuki reports to Ravi.\n- Northwind Systems was founded in 2014.\n- Nadia reports to Ingrid.\n- Atlas Freight is headquartered in Ghent.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Felix.\n- Aisha works for Northwind Systems.\n- Helios Logistics was founded in 2012.\n- Lattice Analytics is headquartered in Cork.\n- Stefan reports to Yuki.\n- Kenji reports to Priya.\n- Kenji works for Helios Logistics.\n- Nadia works for Northwind Systems.\n- Hana works for Lattice Analytics.\n- Ingrid reports to Stefan.\n- Yuki works for Northwind Systems.\n- Elena works for Helios Logistics.\n- Atlas Freight was founded in 1978.\n- Aisha reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2012", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27305", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27306", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sofia.\n- Yuki reports to Jonas.\n- Cedar Retail Group was founded in 2001.\n- Crescent Telecom is headquartered in Malmo.\n- Yuki works for Summit Energy.\n- Sofia reports to Bruno.\n- Bluepine Aviation is headquartered in Cork.\n- Omar works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2009.\n- Jonas reports to Pablo.\n- Cedar Retail Group is headquartered in Malmo.\n- Anders works for Crescent Telecom.\n- Sofia works for Bluepine Aviation.\n- Nadia works for Summit Energy.\n- Bruno reports to Anders.\n- Summit Energy was founded in 1985.\n- Summit Energy is headquartered in Tallinn.\n- Stefan works for Summit Energy.\n- Ingrid works for Bluepine Aviation.\n- Tessa reports to Stefan.\n- Bruno works for Bluepine Aviation.\n- Emeka reports to Ingrid.\n- Pablo works for Summit Energy.\n- Omar reports to Emeka.\n- Anders reports to Nadia.\n- Pablo reports to Omar.\n- Jonas works for Crescent Telecom.\n- Nadia reports to Yuki.\n- Crescent Telecom was founded in 1999.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Priya reports to Jonas.\n- Pablo works for Summit Energy.\n- Pablo reports to Priya.\n- Anders works for Vantage Air.\n- Crescent Telecom was founded in 1988.\n- Hana reports to Mara.\n- Mei reports to Omar.\n- Crescent Telecom is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Ravi works for Summit Energy.\n- Felix reports to Hana.\n- Vantage Air was founded in 2000.\n- Jonas reports to Felix.\n- Summit Energy is headquartered in Austin.\n- Hana works for Vantage Air.\n- Summit Energy was founded in 1989.\n- Mara works for Summit Energy.\n- Yuki works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Yuki reports to Deshawn.\n- Vantage Air is headquartered in Basel.\n- Deshawn reports to Anders.\n- Ravi reports to Mei.\n- Fernhill Foods was founded in 1979.\n- Deshawn works for Crescent Telecom.\n- Mara reports to Ravi.\n- Omar works for Vantage Air.\n- Anders reports to Pablo.\n- Fernhill Foods is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27309", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27310", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-7 (VERSION 7, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7313: employee Stefan K., hired 23 November 2022, separated 31 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7313?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7313 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27311", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-9 (VERSION 3, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8120: employee Amara R., hired 21 October 2022, separated 31 December 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8120?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sanne.\n- Elena works for Bluepine Aviation.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Sanne works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1981.\n- Lattice Analytics was founded in 1990.\n- Emeka reports to Mateo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia reports to Elena.\n- Cedar Retail Group is headquartered in Ghent.\n- Wren works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia works for Lattice Analytics.\n- Cedar Retail Group was founded in 2007.\n- Mateo works for Ironwood Manufacturing.\n- Deshawn reports to Emeka.\n- Sanne reports to Ingrid.\n- Ingrid reports to Lucia.\n- Ingrid works for Cedar Retail Group.\n- Elena reports to Deshawn.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1992.\n- Mara reports to Hana.\n- Bluepine Aviation was founded in 1992.\n- Beacon Insurance was founded in 1997.\n- Mara works for Fernhill Foods.\n- Elena reports to Mara.\n- Anders works for Vantage Air.\n- Sanne works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Vantage Air was founded in 1978.\n- Yuki works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Sanne reports to Anders.\n- Hana reports to Sanne.\n- Hana works for Bluepine Aviation.\n- Sofia reports to Pablo.\n- Vantage Air is headquartered in Nagoya.\n- Yuki reports to Elena.\n- Beacon Insurance is headquartered in Nagoya.\n- Pablo works for Bluepine Aviation.\n- Anders reports to Sofia.\n- Bluepine Aviation is headquartered in Valencia.\n- Fernhill Foods is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27314", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27315", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27316", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8090: employee Sanne M., hired 24 April 2020, separated 27 March 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8090?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27317", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8488: employee Bruno K., hired 08 August 2022, separated 13 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8488?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2002.\n- Meridian Bank was founded in 1988.\n- Lucia works for Helios Logistics.\n- Crescent Telecom is headquartered in Bergen.\n- Lucia reports to Mateo.\n- Priya works for Meridian Bank.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Lucia.\n- Emeka works for Meridian Bank.\n- Hana reports to Ingrid.\n- Ingrid reports to Priya.\n- Crescent Telecom was founded in 2008.\n- Helios Logistics was founded in 2007.\n- Meridian Bank is headquartered in Lyon.\n- Ingrid works for Crescent Telecom.\n- Omar reports to Hana.\n- Helios Logistics is headquartered in Lyon.\n- Omar works for Crescent Telecom.\n- Priya reports to Emeka.\n- Hana works for Helios Logistics.\n- Mateo reports to Ravi.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27319", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3447: employee Omar R., hired 09 October 2022, separated 05 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3447?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27320", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27321", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4582: employee Yuki K., hired 13 May 2022, separated 15 June 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-4582 under the controlling rules.", "criteria": {"0": "$9,188", "1": "$9,100", "2": "$9,600", "3": "$39,433"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27322", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 August 2025): For employees hired on or after 27 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2994: employee Amara K., hired 27 February 2023, separated 11 September 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2994?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Wren.\n- Ironwood Manufacturing was founded in 2010.\n- Zoya works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Viktor reports to Amara.\n- Wren works for Crescent Telecom.\n- Atlas Freight is headquartered in Turku.\n- Cobalt Health is headquartered in Turku.\n- Felix works for Atlas Freight.\n- Elena works for Crescent Telecom.\n- Elena reports to Viktor.\n- Felix reports to Elena.\n- Lucia works for Crescent Telecom.\n- Wren reports to Tessa.\n- Viktor works for Crescent Telecom.\n- Zoya reports to Lucia.\n- Crescent Telecom is headquartered in Malmo.\n- Tessa works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1979.\n- Amara reports to Zoya.\n- Amara works for Cobalt Health.\n- Crescent Telecom was founded in 1981.\n- Atlas Freight was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Priya works for Lattice Analytics.\n- Fernhill Foods is headquartered in Basel.\n- Mei works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Tobias reports to Priya.\n- Priya reports to Mara.\n- Cedar Retail Group was founded in 1984.\n- Fernhill Foods was founded in 1983.\n- Mara reports to Mei.\n- Crescent Telecom was founded in 1985.\n- Cedar Retail Group is headquartered in Bergen.\n- Mei reports to Viktor.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Tessa.\n- Tessa reports to Tobias.\n- Viktor works for Crescent Telecom.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom is headquartered in Bergen.\n- Lattice Analytics was founded in 1975.\n- Lattice Analytics is headquartered in Bergen.\n- Wren reports to Aisha.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27325", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27326", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-3 (VERSION 7, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7941: employee Amara R., hired 15 May 2020, separated 26 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7941?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27327", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27328", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27329", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27330", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4707: employee Hana B., hired 09 January 2022, separated 10 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4707?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27331", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27332", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2645: employee Deshawn T., hired 19 April 2023, separated 28 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-2645 under the controlling rules.", "criteria": {"0": "$3,808", "1": "$20,000", "2": "$2,615", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27333", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5607: employee Deshawn B., hired 22 July 2022, separated 25 June 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-5607 under the controlling rules.", "criteria": {"0": "$4,350", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27334", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 58156 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27335", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5713: employee Viktor S., hired 21 February 2023, separated 19 December 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5713?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1977.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki works for Beacon Insurance.\n- Helios Logistics was founded in 1979.\n- Tessa works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1998.\n- Sofia works for Summit Energy.\n- Dmitri works for Beacon Insurance.\n- Chiara reports to Emeka.\n- Emeka reports to Felix.\n- Elena works for Ironwood Manufacturing.\n- Dmitri reports to Chiara.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Chiara works for Helios Logistics.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 2009.\n- Tessa reports to Callum.\n- Elena reports to Dmitri.\n- Helios Logistics is headquartered in Ghent.\n- Viktor reports to Yuki.\n- Emeka works for Helios Logistics.\n- Callum reports to Sofia.\n- Beacon Insurance is headquartered in Cork.\n- Yuki reports to Tessa.\n- Viktor works for Helios Logistics.\n- Sofia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27337", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2546: employee Dmitri M., hired 07 April 2022, separated 19 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2546?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2546 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27338", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27339", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27340", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27341", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6025: employee Anders S., hired 18 December 2022, separated 06 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6025?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27342", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 74833, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Request Refund — asks for money back on a purchase", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27343", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Callum.\n- Stefan reports to Tobias.\n- Helios Logistics is headquartered in Turku.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tallinn.\n- Helios Logistics was founded in 2007.\n- Mei works for Pinnacle Software.\n- Mateo works for Cedar Retail Group.\n- Yuki reports to Deshawn.\n- Viktor reports to Yuki.\n- Viktor works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Deshawn reports to Stefan.\n- Anders reports to Dmitri.\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software is headquartered in Tallinn.\n- Tobias reports to Mateo.\n- Mei reports to Kenji.\n- Beacon Insurance was founded in 1992.\n- Callum reports to Anders.\n- Pinnacle Software was founded in 2011.\n- Cedar Retail Group was founded in 1984.\n- Kenji works for Beacon Insurance.\n- Anders works for Helios Logistics.\n- Zoya reports to Viktor.\n- Zoya works for Helios Logistics.\n- Mateo reports to Mei.\n- Callum works for Cedar Retail Group.\n- Stefan works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Pablo reports to Sofia.\n- Northwind Systems is headquartered in Basel.\n- Sanne reports to Pablo.\n- Helios Logistics is headquartered in Basel.\n- Zoya reports to Deshawn.\n- Mateo works for Northwind Systems.\n- Lucia reports to Chiara.\n- Deshawn works for Bluepine Aviation.\n- Sofia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Porto.\n- Helios Logistics was founded in 1995.\n- Sanne works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Mateo reports to Omar.\n- Hana works for Helios Logistics.\n- Zoya works for Pinnacle Software.\n- Hana reports to Sanne.\n- Pablo works for Pinnacle Software.\n- Bluepine Aviation was founded in 1979.\n- Sofia reports to Lucia.\n- Pinnacle Software is headquartered in Basel.\n- Chiara reports to Mateo.\n- Chiara works for Helios Logistics.\n- Northwind Systems was founded in 1994.\n- Deshawn reports to Hana.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27346", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27348", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8844: employee Leila R., hired 03 October 2023, separated 10 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-8844 under the controlling rules.", "criteria": {"0": "$10,000", "1": "$8,000", "2": "$1,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27349", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27350", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27351", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27352", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Stefan reports to Amara.\n- Omar reports to Emeka.\n- Emeka reports to Aisha.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Omar.\n- Anders reports to Stefan.\n- Emeka works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.\n- Amara reports to Lucia.\n- Lattice Analytics is headquartered in Valencia.\n- Vantage Air is headquartered in Tampere.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Pablo works for Ironwood Manufacturing.\n- Sanne works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.\n- Stefan works for Lattice Analytics.\n- Aisha works for Ironwood Manufacturing.\n- Mei works for Vantage Air.\n- Mei reports to Elena.\n- Amara works for Ironwood Manufacturing.\n- Lucia reports to Pablo.\n- Pablo reports to Sanne.\n- Elena reports to Anders.\n- Vantage Air was founded in 2012.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1983.\n- Sanne reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2002.\n- Felix works for Crescent Telecom.\n- Emeka reports to Felix.\n- Jonas reports to Priya.\n- Priya reports to Sanne.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 1975.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2003.\n- Crescent Telecom is headquartered in Nagoya.\n- Nadia reports to Ravi.\n- Meridian Bank is headquartered in Turku.\n- Tobias works for Crescent Telecom.\n- Anders reports to Tobias.\n- Ravi reports to Emeka.\n- Tobias reports to Amara.\n- Deshawn works for Cobalt Health.\n- Sanne reports to Anders.\n- Sanne works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Priya works for Cobalt Health.\n- Nadia works for Meridian Bank.\n- Amara reports to Nadia.\n- Crescent Telecom was founded in 1981.\n- Anders works for Fernhill Foods.\n- Felix reports to Yuki.\n- Emeka works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Deshawn reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27355", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Kenji works for Summit Energy.\n- Mei reports to Viktor.\n- Yuki works for Bluepine Aviation.\n- Wren works for Atlas Freight.\n- Mateo reports to Bruno.\n- Viktor works for Summit Energy.\n- Atlas Freight was founded in 2005.\n- Viktor reports to Elena.\n- Bruno reports to Yuki.\n- Dmitri reports to Kenji.\n- Summit Energy was founded in 2010.\n- Summit Energy is headquartered in Malmo.\n- Nadia reports to Wren.\n- Dmitri works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Ravi works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1993.\n- Ravi reports to Dmitri.\n- Wren reports to Ravi.\n- Callum reports to Mateo.\n- Mateo works for Summit Energy.\n- Mei works for Summit Energy.\n- Yuki reports to Mei.\n- Elena reports to Nadia.\n- Callum works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2011.\n- Nadia works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.\n- Bruno works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27357", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27358", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Pablo.\n- Bluepine Aviation is headquartered in Tampere.\n- Atlas Freight was founded in 1991.\n- Summit Energy was founded in 2008.\n- Tessa reports to Deshawn.\n- Summit Energy is headquartered in Tampere.\n- Anders works for Summit Energy.\n- Yuki works for Summit Energy.\n- Deshawn works for Bluepine Aviation.\n- Pablo reports to Yuki.\n- Emeka works for Cobalt Health.\n- Deshawn reports to Nadia.\n- Cobalt Health was founded in 1997.\n- Dmitri works for Summit Energy.\n- Nadia reports to Dmitri.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.\n- Tessa works for Summit Energy.\n- Dmitri reports to Emeka.\n- Nadia works for Summit Energy.\n- Yuki reports to Tessa.\n- Cobalt Health is headquartered in Porto.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27360", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4729: employee Nadia A., hired 13 April 2020, separated 11 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4729?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27361", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-3385: employee Ravi B., hired 07 November 2021, separated 18 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-3385?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-3385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27362", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4191: employee Sofia A., hired 09 August 2023, separated 10 July 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-4191 under the controlling rules.", "criteria": {"0": "$12,133", "1": "$2,850", "2": "$2,800", "3": "$2,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27363", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 16957 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27364", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27365", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27366", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6057: employee Chiara K., hired 16 November 2021, separated 19 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6057?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27367", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 7, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1616: employee Ravi T., hired 29 May 2022, separated 27 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1616?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27368", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "open_account", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Omar reports to Leila.\n- Deshawn reports to Jonas.\n- Leila works for Fernhill Foods.\n- Meridian Bank was founded in 1978.\n- Leila reports to Kenji.\n- Mara works for Cobalt Health.\n- Fernhill Foods was founded in 2010.\n- Deshawn works for Cobalt Health.\n- Dmitri reports to Omar.\n- Cobalt Health is headquartered in Lyon.\n- Jonas reports to Mara.\n- Cobalt Health was founded in 2006.\n- Dmitri works for Atlas Freight.\n- Jonas works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Atlas Freight was founded in 2010.\n- Lucia reports to Deshawn.\n- Atlas Freight is headquartered in Brno.\n- Kenji works for Meridian Bank.\n- Fernhill Foods is headquartered in Bergen.\n- Lucia works for Fernhill Foods.\n- Kenji reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27370", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27371", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Nadia reports to Mei.\n- Aisha reports to Felix.\n- Priya works for Bluepine Aviation.\n- Deshawn reports to Nadia.\n- Meridian Bank was founded in 2014.\n- Zoya works for Meridian Bank.\n- Sofia reports to Zoya.\n- Cedar Retail Group was founded in 1986.\n- Mei reports to Aisha.\n- Lattice Analytics was founded in 1979.\n- Zoya reports to Priya.\n- Cedar Retail Group is headquartered in Cork.\n- Felix works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Ghent.\n- Meridian Bank is headquartered in Cork.\n- Aisha works for Lattice Analytics.\n- Bluepine Aviation was founded in 1998.\n- Felix reports to Sofia.\n- Bluepine Aviation is headquartered in Ghent.\n- Sofia works for Bluepine Aviation.\n- Deshawn works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27372", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27373", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27374", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27375", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5340: employee Mara T., hired 29 April 2020, separated 06 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5340?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5340 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27376", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 5, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6390: employee Dmitri M., hired 03 November 2021, separated 22 May 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6390?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6390 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27377", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cedar Retail Group.\n- Mei works for Northwind Systems.\n- Summit Energy is headquartered in Valencia.\n- Wren works for Helios Logistics.\n- Elena reports to Anders.\n- Anders reports to Hana.\n- Tessa works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2003.\n- Priya works for Helios Logistics.\n- Leila reports to Elena.\n- Sofia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Valencia.\n- Northwind Systems was founded in 1994.\n- Summit Energy was founded in 1991.\n- Leila works for Summit Energy.\n- Helios Logistics is headquartered in Valencia.\n- Priya reports to Tessa.\n- Northwind Systems is headquartered in Brno.\n- Sofia reports to Priya.\n- Elena works for Summit Energy.\n- Hana reports to Sofia.\n- Jonas reports to Mei.\n- Mei reports to Wren.\n- Helios Logistics was founded in 2002.\n- Anders works for Cedar Retail Group.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "1998", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27379", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27380", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8190: employee Mara K., hired 30 September 2021, separated 08 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8190?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27381", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5544: employee Mateo A., hired 26 February 2020, separated 23 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5544?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27382", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27383", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Ingrid reports to Aisha.\n- Amara reports to Ingrid.\n- Helios Logistics was founded in 2010.\n- Northwind Systems is headquartered in Porto.\n- Cobalt Health is headquartered in Leeds.\n- Mateo works for Northwind Systems.\n- Sofia reports to Omar.\n- Tobias reports to Amara.\n- Dmitri works for Helios Logistics.\n- Omar reports to Bruno.\n- Tobias works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Zoya works for Beacon Insurance.\n- Bruno reports to Zoya.\n- Sofia works for Cobalt Health.\n- Amara works for Beacon Insurance.\n- Yuki reports to Mateo.\n- Zoya reports to Yuki.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 2011.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Nadia.\n- Cobalt Health was founded in 1997.\n- Bruno works for Cobalt Health.\n- Nadia works for Helios Logistics.\n- Northwind Systems was founded in 1992.\n- Dmitri reports to Sofia.\n- Ingrid works for Northwind Systems.\n- Nadia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27385", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9328: employee Elena M., hired 29 August 2020, separated 09 October 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2025-9328 under the controlling rules.", "criteria": {"0": "$12,072", "1": "$14,202", "2": "$12,202", "3": "$52,875"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Aisha.\n- Leila works for Atlas Freight.\n- Yuki works for Cobalt Health.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Basel.\n- Anders reports to Amara.\n- Leila reports to Anders.\n- Amara reports to Chiara.\n- Meridian Bank was founded in 2008.\n- Jonas works for Cobalt Health.\n- Chiara works for Meridian Bank.\n- Tessa reports to Felix.\n- Atlas Freight was founded in 1975.\n- Chiara reports to Yuki.\n- Aisha works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Meridian Bank is headquartered in Basel.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Atlas Freight is headquartered in Malmo.\n- Emeka works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Emeka reports to Tessa.\n- Cobalt Health was founded in 1998.\n- Jonas reports to Leila.\n- Yuki reports to Emeka.\n- Ironwood Manufacturing was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27387", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9453: employee Nadia S., hired 24 January 2024, separated 22 June 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9453?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27388", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4441: employee Viktor K., hired 31 August 2020, separated 09 March 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4441?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27389", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27390", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27391", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 04 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5469: employee Mara B., hired 26 December 2021, separated 05 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5469?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Leeds.\n- Deshawn reports to Omar.\n- Nadia reports to Deshawn.\n- Fernhill Foods was founded in 2008.\n- Emeka reports to Wren.\n- Chiara works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Sofia reports to Hana.\n- Pinnacle Software is headquartered in Tallinn.\n- Nadia works for Fernhill Foods.\n- Lucia works for Pinnacle Software.\n- Chiara reports to Emeka.\n- Emeka works for Cobalt Health.\n- Stefan reports to Nadia.\n- Dmitri works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Stefan works for Lattice Analytics.\n- Hana reports to Dmitri.\n- Lattice Analytics was founded in 1984.\n- Sofia works for Pinnacle Software.\n- Deshawn works for Fernhill Foods.\n- Callum reports to Lucia.\n- Cobalt Health is headquartered in Basel.\n- Lattice Analytics is headquartered in Tallinn.\n- Dmitri reports to Chiara.\n- Omar reports to Sofia.\n- Wren reports to Callum.\n- Cobalt Health was founded in 1984.\n- Omar works for Pinnacle Software.\n- Hana works for Lattice Analytics.\n- Pinnacle Software was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27393", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27394", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 3, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2618: employee Sanne S., hired 24 October 2023, separated 26 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2618?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27395", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1997.\n- Mei works for Summit Energy.\n- Sanne reports to Mara.\n- Wren works for Vantage Air.\n- Ingrid works for Atlas Freight.\n- Wren reports to Tessa.\n- Ingrid reports to Ravi.\n- Chiara reports to Wren.\n- Priya reports to Anders.\n- Stefan works for Summit Energy.\n- Priya works for Vantage Air.\n- Mara reports to Yuki.\n- Tessa reports to Sanne.\n- Stefan reports to Chiara.\n- Chiara works for Vantage Air.\n- Tessa works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Mei reports to Ingrid.\n- Ravi reports to Priya.\n- Sanne works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Yuki reports to Mei.\n- Summit Energy was founded in 1976.\n- Vantage Air is headquartered in Turku.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1986.\n- Mara works for Summit Energy.\n- Atlas Freight was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Cork", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27397", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4408: employee Sanne T., hired 24 July 2021, separated 08 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4408?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Northwind Systems is headquartered in Brno.\n- Emeka reports to Viktor.\n- Fernhill Foods is headquartered in Basel.\n- Northwind Systems was founded in 1995.\n- Beacon Insurance is headquartered in Basel.\n- Jonas works for Northwind Systems.\n- Fernhill Foods was founded in 1979.\n- Helios Logistics is headquartered in Basel.\n- Amara works for Northwind Systems.\n- Sanne works for Helios Logistics.\n- Jonas reports to Deshawn.\n- Helios Logistics was founded in 1976.\n- Amara reports to Pablo.\n- Mateo reports to Sanne.\n- Sanne reports to Emeka.\n- Deshawn works for Fernhill Foods.\n- Pablo works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Pablo reports to Jonas.\n- Leila reports to Sofia.\n- Beacon Insurance was founded in 2002.\n- Viktor works for Helios Logistics.\n- Sofia reports to Mateo.\n- Mateo works for Northwind Systems.\n- Leila works for Helios Logistics.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27399", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27400", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27401", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4966: employee Kenji A., hired 16 July 2023, separated 26 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4966?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27402", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27403", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7660: employee Mateo R., hired 21 August 2023, separated 01 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7660?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27404", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27405", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27406", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Vantage Air is headquartered in Leeds.\n- Viktor reports to Sanne.\n- Leila reports to Wren.\n- Elena works for Vantage Air.\n- Kenji reports to Lucia.\n- Amara works for Summit Energy.\n- Wren reports to Anders.\n- Sanne reports to Kenji.\n- Helios Logistics was founded in 2014.\n- Viktor works for Meridian Bank.\n- Hana works for Helios Logistics.\n- Summit Energy is headquartered in Adelaide.\n- Meridian Bank was founded in 1989.\n- Amara reports to Leila.\n- Meridian Bank is headquartered in Adelaide.\n- Callum reports to Amara.\n- Kenji works for Summit Energy.\n- Anders reports to Elena.\n- Sanne works for Meridian Bank.\n- Elena reports to Viktor.\n- Helios Logistics is headquartered in Tallinn.\n- Lucia works for Summit Energy.\n- Wren works for Summit Energy.\n- Hana reports to Tobias.\n- Vantage Air was founded in 1994.\n- Lucia reports to Hana.\n- Anders works for Vantage Air.\n- Leila works for Meridian Bank.\n- Summit Energy was founded in 1993.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Sanne.\n- Callum reports to Chiara.\n- Summit Energy was founded in 2008.\n- Beacon Insurance was founded in 2008.\n- Ravi reports to Dmitri.\n- Nadia works for Summit Energy.\n- Callum works for Summit Energy.\n- Mara works for Summit Energy.\n- Elena works for Summit Energy.\n- Kenji works for Northwind Systems.\n- Mara reports to Ravi.\n- Sanne works for Beacon Insurance.\n- Northwind Systems is headquartered in Ghent.\n- Viktor works for Atlas Freight.\n- Kenji reports to Mara.\n- Northwind Systems was founded in 1984.\n- Wren reports to Deshawn.\n- Viktor reports to Wren.\n- Chiara reports to Elena.\n- Chiara works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Deshawn works for Atlas Freight.\n- Dmitri works for Summit Energy.\n- Atlas Freight is headquartered in Ghent.\n- Sanne reports to Callum.\n- Atlas Freight was founded in 1991.\n- Ravi works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Summit Energy is headquartered in Ghent.\n- Elena reports to Viktor.\n- Deshawn reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2008", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27409", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27410", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 87396, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27411", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 51159\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27412", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27413", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 April 2025): For employees hired on or after 26 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4859: employee Tessa A., hired 02 May 2023, separated 19 September 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4859?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27414", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27415", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "change_address", "3": "track_order", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Pablo reports to Viktor.\n- Meridian Bank was founded in 1976.\n- Vantage Air was founded in 1982.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Ghent.\n- Aisha reports to Ingrid.\n- Felix reports to Pablo.\n- Cedar Retail Group was founded in 1981.\n- Stefan works for Cedar Retail Group.\n- Pinnacle Software was founded in 1978.\n- Viktor reports to Mara.\n- Pablo works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Meridian Bank is headquartered in Tallinn.\n- Felix works for Cedar Retail Group.\n- Vantage Air is headquartered in Valencia.\n- Mara works for Cedar Retail Group.\n- Ingrid reports to Stefan.\n- Pinnacle Software is headquartered in Valencia.\n- Ingrid works for Pinnacle Software.\n- Ravi reports to Aisha.\n- Mara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27417", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Lucia reports to Ingrid.\n- Lucia works for Pinnacle Software.\n- Ingrid reports to Viktor.\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Sanne.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Viktor reports to Hana.\n- Ingrid works for Summit Energy.\n- Mei works for Summit Energy.\n- Sanne works for Cobalt Health.\n- Tobias works for Summit Energy.\n- Tobias reports to Amara.\n- Viktor works for Summit Energy.\n- Sanne reports to Mei.\n- Mei reports to Pablo.\n- Pablo works for Pinnacle Software.\n- Amara works for Cobalt Health.\n- Beacon Insurance was founded in 1975.\n- Cobalt Health was founded in 1976.\n- Amara reports to Elena.\n- Pinnacle Software is headquartered in Halifax.\n- Pablo reports to Lucia.\n- Hana reports to Tobias.\n- Summit Energy was founded in 1987.\n- Beacon Insurance is headquartered in Halifax.\n- Elena works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Elena reports to Zoya.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27419", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3088: employee Elena B., hired 17 November 2023, separated 24 August 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-3088 under the controlling rules.", "criteria": {"0": "$7,010", "1": "$45,000", "2": "$10,385", "3": "$10,885"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27421", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9904: employee Emeka S., hired 28 October 2022, separated 08 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9904?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27422", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7023: employee Amara A., hired 19 July 2023, separated 27 August 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-7023 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$2,200", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Aisha works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Yuki works for Ironwood Manufacturing.\n- Felix reports to Mara.\n- Lattice Analytics was founded in 1990.\n- Deshawn reports to Sanne.\n- Bruno reports to Ravi.\n- Pinnacle Software was founded in 2006.\n- Lattice Analytics is headquartered in Oslo.\n- Felix works for Ironwood Manufacturing.\n- Sanne reports to Yuki.\n- Aisha reports to Bruno.\n- Ravi works for Lattice Analytics.\n- Cobalt Health is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mara works for Cobalt Health.\n- Sanne works for Lattice Analytics.\n- Cobalt Health was founded in 1996.\n- Yuki reports to Aisha.\n- Ravi reports to Felix.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27424", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Meridian Bank was founded in 1985.\n- Lucia reports to Leila.\n- Tessa works for Meridian Bank.\n- Leila reports to Tessa.\n- Chiara works for Meridian Bank.\n- Omar reports to Dmitri.\n- Bluepine Aviation was founded in 1991.\n- Dmitri reports to Nadia.\n- Kenji works for Northwind Systems.\n- Omar works for Meridian Bank.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 2007.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Leila works for Beacon Insurance.\n- Tessa reports to Kenji.\n- Northwind Systems is headquartered in Dunedin.\n- Northwind Systems was founded in 1986.\n- Meridian Bank is headquartered in Porto.\n- Zoya reports to Omar.\n- Nadia reports to Lucia.\n- Kenji reports to Mara.\n- Tobias reports to Zoya.\n- Chiara reports to Tobias.\n- Zoya works for Bluepine Aviation.\n- Ingrid reports to Chiara.\n- Nadia works for Meridian Bank.\n- Ingrid works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27426", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Pablo works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Yuki reports to Ravi.\n- Fernhill Foods was founded in 2012.\n- Callum reports to Tobias.\n- Tobias reports to Lucia.\n- Deshawn reports to Pablo.\n- Summit Energy was founded in 2012.\n- Stefan reports to Zoya.\n- Yuki works for Fernhill Foods.\n- Ravi reports to Bruno.\n- Pablo reports to Nadia.\n- Lucia works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Summit Energy is headquartered in Lyon.\n- Meridian Bank was founded in 1991.\n- Fernhill Foods is headquartered in Lyon.\n- Ravi works for Summit Energy.\n- Nadia works for Cedar Retail Group.\n- Meridian Bank is headquartered in Lyon.\n- Zoya works for Cedar Retail Group.\n- Bruno reports to Callum.\n- Mei reports to Stefan.\n- Zoya reports to Yuki.\n- Cedar Retail Group was founded in 1976.\n- Mei works for Fernhill Foods.\n- Nadia reports to Mei.\n- Bruno works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1999.\n- Leila reports to Emeka.\n- Sanne reports to Ravi.\n- Nadia reports to Zoya.\n- Ravi reports to Omar.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 2002.\n- Emeka works for Cobalt Health.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Aisha reports to Leila.\n- Omar works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1996.\n- Leila works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Emeka reports to Sanne.\n- Zoya works for Summit Energy.\n- Sanne works for Crescent Telecom.\n- Omar reports to Nadia.\n- Summit Energy was founded in 1997.\n- Aisha works for Crescent Telecom.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tallinn.\n- Cobalt Health is headquartered in Tallinn.\n- Sofia reports to Wren.\n- Ravi reports to Elena.\n- Beacon Insurance was founded in 1975.\n- Cobalt Health was founded in 1980.\n- Tessa works for Atlas Freight.\n- Tessa reports to Zoya.\n- Atlas Freight was founded in 2009.\n- Tobias works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Mara works for Cobalt Health.\n- Wren reports to Stefan.\n- Sofia works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Mara reports to Tessa.\n- Stefan works for Atlas Freight.\n- Summit Energy was founded in 2009.\n- Lucia reports to Sofia.\n- Stefan reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Atlas Freight is headquartered in Tallinn.\n- Wren works for Beacon Insurance.\n- Tobias reports to Mara.\n- Elena reports to Tobias.\n- Lucia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27430", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27431", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "update_benefits", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27432", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27433", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8242: employee Elena S., hired 24 March 2022, separated 09 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8242?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27434", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27435", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27436", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7061: employee Deshawn A., hired 19 January 2025, separated 01 March 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-7061 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$26,000", "2": "$6,000", "3": "$2,475"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7061 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Ironwood Manufacturing was founded in 2010.\n- Elena reports to Lucia.\n- Bruno works for Fernhill Foods.\n- Atlas Freight was founded in 1986.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Zoya works for Atlas Freight.\n- Sanne reports to Zoya.\n- Lucia reports to Sanne.\n- Cobalt Health was founded in 2010.\n- Mara reports to Elena.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Fernhill Foods was founded in 2005.\n- Fernhill Foods is headquartered in Malmo.\n- Jonas works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Malmo.\n- Mara works for Fernhill Foods.\n- Zoya reports to Bruno.\n- Sanne works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27438", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Helios Logistics was founded in 2015.\n- Lucia reports to Yuki.\n- Wren reports to Sofia.\n- Atlas Freight was founded in 1982.\n- Yuki reports to Zoya.\n- Ingrid works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Yuki works for Helios Logistics.\n- Zoya reports to Deshawn.\n- Atlas Freight is headquartered in Porto.\n- Meridian Bank is headquartered in Porto.\n- Pablo reports to Callum.\n- Meridian Bank was founded in 2010.\n- Cobalt Health is headquartered in Ghent.\n- Callum works for Atlas Freight.\n- Tessa reports to Hana.\n- Deshawn works for Cobalt Health.\n- Sofia reports to Ingrid.\n- Tessa works for Cobalt Health.\n- Zoya works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Felix reports to Lucia.\n- Pablo works for Atlas Freight.\n- Hana reports to Felix.\n- Deshawn reports to Pablo.\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Callum reports to Wren.\n- Lucia works for Helios Logistics.\n- Cobalt Health was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2009.\n- Northwind Systems was founded in 2001.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Lucia works for Fernhill Foods.\n- Zoya reports to Sanne.\n- Summit Energy is headquartered in Porto.\n- Sanne reports to Chiara.\n- Leila reports to Lucia.\n- Viktor reports to Leila.\n- Sanne works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Kenji reports to Mateo.\n- Northwind Systems is headquartered in Tallinn.\n- Lucia reports to Amara.\n- Fernhill Foods is headquartered in Turku.\n- Mateo works for Northwind Systems.\n- Tobias reports to Kenji.\n- Leila works for Bluepine Aviation.\n- Amara reports to Zoya.\n- Bluepine Aviation was founded in 2008.\n- Zoya works for Summit Energy.\n- Tobias works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Summit Energy was founded in 2000.\n- Chiara reports to Tobias.\n- Amara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2003", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27441", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4603: employee Ravi R., hired 25 March 2023, separated 07 September 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-4603 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,000", "2": "$2,500", "3": "$1,875"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Deshawn.\n- Sanne works for Ironwood Manufacturing.\n- Ravi reports to Priya.\n- Emeka works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Priya works for Summit Energy.\n- Helios Logistics was founded in 1994.\n- Ironwood Manufacturing was founded in 1986.\n- Yuki reports to Sofia.\n- Deshawn reports to Leila.\n- Sofia reports to Sanne.\n- Summit Energy is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sanne reports to Ravi.\n- Kenji reports to Pablo.\n- Yuki works for Atlas Freight.\n- Pablo works for Helios Logistics.\n- Kenji works for Atlas Freight.\n- Ravi works for Summit Energy.\n- Emeka reports to Yuki.\n- Atlas Freight is headquartered in Porto.\n- Pablo reports to Emeka.\n- Summit Energy was founded in 2011.\n- Helios Logistics is headquartered in Lyon.\n- Sofia works for Helios Logistics.\n- Atlas Freight was founded in 1987.\n- Leila works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27443", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27444", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Mateo reports to Nadia.\n- Bruno reports to Tobias.\n- Cobalt Health was founded in 1982.\n- Deshawn works for Beacon Insurance.\n- Vantage Air is headquartered in Bergen.\n- Mara works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Tobias reports to Emeka.\n- Amara reports to Deshawn.\n- Nadia works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Jonas reports to Amara.\n- Sanne reports to Elena.\n- Vantage Air was founded in 2006.\n- Crescent Telecom was founded in 1995.\n- Mara reports to Jonas.\n- Elena works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Elena reports to Anders.\n- Beacon Insurance was founded in 1995.\n- Cobalt Health is headquartered in Bergen.\n- Emeka reports to Mateo.\n- Beacon Insurance is headquartered in Adelaide.\n- Anders works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Anders reports to Mara.\n- Deshawn reports to Bruno.\n- Mateo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27446", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8545: employee Mara M., hired 21 July 2022, separated 14 March 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8545?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Hana.\n- Priya works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Priya reports to Emeka.\n- Lattice Analytics is headquartered in Porto.\n- Yuki works for Vantage Air.\n- Bluepine Aviation is headquartered in Oslo.\n- Tessa reports to Priya.\n- Tobias reports to Tessa.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics was founded in 2006.\n- Vantage Air is headquartered in Oslo.\n- Tobias works for Bluepine Aviation.\n- Pinnacle Software was founded in 2010.\n- Hana reports to Tobias.\n- Emeka reports to Felix.\n- Emeka works for Lattice Analytics.\n- Sanne works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Felix reports to Sanne.\n- Tessa works for Vantage Air.\n- Bluepine Aviation was founded in 1988.\n- Vantage Air was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Anders reports to Elena.\n- Hana works for Pinnacle Software.\n- Meridian Bank is headquartered in Tampere.\n- Tobias works for Vantage Air.\n- Sanne reports to Deshawn.\n- Vantage Air was founded in 1997.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara works for Vantage Air.\n- Meridian Bank was founded in 1996.\n- Pinnacle Software was founded in 1982.\n- Emeka reports to Bruno.\n- Tessa works for Pinnacle Software.\n- Priya reports to Tessa.\n- Lattice Analytics is headquartered in Austin.\n- Deshawn reports to Lucia.\n- Lattice Analytics was founded in 1991.\n- Amara reports to Emeka.\n- Priya works for Lattice Analytics.\n- Bruno works for Vantage Air.\n- Hana reports to Amara.\n- Tobias reports to Priya.\n- Deshawn works for Vantage Air.\n- Tessa reports to Hana.\n- Bruno reports to Sanne.\n- Lucia reports to Anders.\n- Vantage Air is headquartered in Tampere.\n- Anders works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Emeka works for Lattice Analytics.\n- Lucia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27449", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "weather", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Dmitri works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Bluepine Aviation is headquartered in Valencia.\n- Meridian Bank was founded in 1992.\n- Stefan reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Mara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Valencia.\n- Stefan works for Meridian Bank.\n- Aisha works for Northwind Systems.\n- Hana reports to Ravi.\n- Jonas works for Meridian Bank.\n- Ravi reports to Aisha.\n- Beacon Insurance was founded in 1984.\n- Priya reports to Mara.\n- Priya works for Bluepine Aviation.\n- Tobias reports to Dmitri.\n- Mara reports to Stefan.\n- Ravi works for Meridian Bank.\n- Northwind Systems was founded in 2014.\n- Jonas reports to Felix.\n- Dmitri reports to Jonas.\n- Northwind Systems is headquartered in Nagoya.\n- Aisha reports to Priya.\n- Meridian Bank is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27451", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27452", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Fernhill Foods.\n- Northwind Systems was founded in 1990.\n- Elena reports to Anders.\n- Aisha works for Northwind Systems.\n- Stefan reports to Tobias.\n- Bluepine Aviation is headquartered in Turku.\n- Helios Logistics is headquartered in Basel.\n- Fernhill Foods is headquartered in Turku.\n- Mateo reports to Aisha.\n- Yuki works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Jonas reports to Stefan.\n- Jonas works for Northwind Systems.\n- Anders works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Anders reports to Yuki.\n- Elena works for Helios Logistics.\n- Yuki reports to Chiara.\n- Chiara reports to Leila.\n- Mateo works for Fernhill Foods.\n- Helios Logistics was founded in 1989.\n- Bluepine Aviation was founded in 1984.\n- Leila reports to Mateo.\n- Stefan works for Helios Logistics.\n- Tobias reports to Elena.\n- Northwind Systems is headquartered in Basel.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Crescent Telecom.\n- Meridian Bank is headquartered in Austin.\n- Tobias reports to Ingrid.\n- Wren works for Atlas Freight.\n- Vantage Air was founded in 2004.\n- Sanne reports to Omar.\n- Crescent Telecom is headquartered in Malmo.\n- Omar reports to Ravi.\n- Stefan reports to Tobias.\n- Ingrid reports to Wren.\n- Mei works for Atlas Freight.\n- Meridian Bank was founded in 1992.\n- Omar works for Atlas Freight.\n- Wren reports to Sanne.\n- Ravi reports to Anders.\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight is headquartered in Austin.\n- Crescent Telecom was founded in 1997.\n- Ingrid works for Vantage Air.\n- Sanne works for Meridian Bank.\n- Tessa reports to Stefan.\n- Atlas Freight was founded in 1979.\n- Anders reports to Mei.\n- Ravi works for Crescent Telecom.\n- Tobias works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Stefan works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27455", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-9 (VERSION 2, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2995: employee Dmitri K., hired 26 November 2023, separated 07 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2995?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2995 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27456", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4583: employee Viktor K., hired 17 November 2022, separated 29 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4583?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Kenji works for Meridian Bank.\n- Pablo reports to Hana.\n- Helios Logistics was founded in 1990.\n- Sanne reports to Lucia.\n- Sanne works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Jonas reports to Elena.\n- Helios Logistics is headquartered in Brno.\n- Pablo works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Mara reports to Jonas.\n- Crescent Telecom is headquartered in Brno.\n- Elena works for Meridian Bank.\n- Elena reports to Pablo.\n- Lucia reports to Kenji.\n- Meridian Bank is headquartered in Cork.\n- Hana reports to Sanne.\n- Summit Energy was founded in 2000.\n- Meridian Bank was founded in 1996.\n- Lucia works for Meridian Bank.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27458", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27459", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2009.\n- Felix works for Beacon Insurance.\n- Cobalt Health was founded in 2007.\n- Zoya works for Ironwood Manufacturing.\n- Pablo works for Beacon Insurance.\n- Omar reports to Pablo.\n- Pablo reports to Sanne.\n- Emeka reports to Omar.\n- Callum reports to Mei.\n- Bruno reports to Hana.\n- Emeka works for Helios Logistics.\n- Cobalt Health is headquartered in Malmo.\n- Zoya reports to Felix.\n- Sanne works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.\n- Helios Logistics is headquartered in Leeds.\n- Mei works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Nadia reports to Emeka.\n- Sanne reports to Zoya.\n- Nadia works for Helios Logistics.\n- Beacon Insurance was founded in 1991.\n- Ironwood Manufacturing was founded in 1981.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Hana reports to Dmitri.\n- Mei reports to Nadia.\n- Beacon Insurance is headquartered in Tampere.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1994", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27461", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27462", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 June 2023): For employees hired on or after 29 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3654: employee Omar K., hired 16 May 2023, separated 21 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3654?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27463", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Sanne works for Northwind Systems.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group was founded in 1984.\n- Tessa reports to Hana.\n- Anders reports to Amara.\n- Sanne reports to Omar.\n- Northwind Systems is headquartered in Cork.\n- Wren reports to Elena.\n- Wren works for Northwind Systems.\n- Cedar Retail Group is headquartered in Oslo.\n- Amara works for Lattice Analytics.\n- Deshawn works for Crescent Telecom.\n- Tessa works for Lattice Analytics.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Omar reports to Wren.\n- Hana works for Crescent Telecom.\n- Hana reports to Sanne.\n- Elena reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Crescent Telecom is headquartered in Cork.\n- Mateo reports to Deshawn.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Oslo.\n- Crescent Telecom was founded in 1998.\n- Lattice Analytics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27465", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9070: employee Sofia M., hired 12 February 2022, separated 22 March 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9070?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27466", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27467", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sofia.\n- Mara works for Meridian Bank.\n- Viktor reports to Bruno.\n- Yuki reports to Priya.\n- Fernhill Foods is headquartered in Porto.\n- Fernhill Foods was founded in 1981.\n- Cobalt Health was founded in 2003.\n- Yuki works for Fernhill Foods.\n- Sofia reports to Viktor.\n- Bruno works for Cobalt Health.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 1985.\n- Meridian Bank was founded in 1980.\n- Sofia works for Meridian Bank.\n- Viktor works for Vantage Air.\n- Ingrid works for Cobalt Health.\n- Priya works for Fernhill Foods.\n- Anders reports to Mara.\n- Bruno reports to Yuki.\n- Meridian Bank is headquartered in Turku.\n- Cobalt Health is headquartered in Ghent.\n- Anders works for Fernhill Foods.\n- Ingrid reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27469", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27470", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1150: employee Sofia S., hired 19 June 2021, separated 17 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1150?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27471", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Dmitri.\n- Elena reports to Omar.\n- Tessa works for Pinnacle Software.\n- Hana reports to Elena.\n- Sanne reports to Emeka.\n- Felix reports to Aisha.\n- Aisha reports to Amara.\n- Beacon Insurance is headquartered in Oslo.\n- Aisha works for Pinnacle Software.\n- Pablo reports to Tessa.\n- Emeka reports to Pablo.\n- Northwind Systems is headquartered in Brno.\n- Dmitri works for Beacon Insurance.\n- Crescent Telecom is headquartered in Basel.\n- Beacon Insurance was founded in 2006.\n- Pinnacle Software was founded in 1999.\n- Emeka works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Pablo works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2003.\n- Hana works for Pinnacle Software.\n- Crescent Telecom was founded in 1998.\n- Omar works for Beacon Insurance.\n- Amara reports to Hana.\n- Yuki reports to Felix.\n- Pinnacle Software is headquartered in Oslo.\n- Dmitri reports to Yuki.\n- Sanne works for Northwind Systems.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1996.\n- Sofia works for Helios Logistics.\n- Priya works for Cobalt Health.\n- Helios Logistics is headquartered in Halifax.\n- Tessa reports to Hana.\n- Nadia works for Ironwood Manufacturing.\n- Kenji reports to Anders.\n- Ironwood Manufacturing is headquartered in Cork.\n- Sofia reports to Callum.\n- Tessa works for Bluepine Aviation.\n- Anders reports to Priya.\n- Cobalt Health is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1984.\n- Cobalt Health was founded in 2003.\n- Nadia reports to Kenji.\n- Callum works for Bluepine Aviation.\n- Anders works for Ironwood Manufacturing.\n- Priya reports to Tessa.\n- Hana works for Helios Logistics.\n- Hana reports to Sofia.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 1988.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27474", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 April 2025): For employees hired on or after 10 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1001: employee Mara M., hired 14 March 2023, separated 30 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1001?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27475", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27476", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4988: employee Elena K., hired 17 October 2020, separated 14 February 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-4988 under the controlling rules.", "criteria": {"0": "$16,745", "1": "$17,615", "2": "$16,615", "3": "$72,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27477", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Bruno works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Dunedin.\n- Viktor reports to Emeka.\n- Cedar Retail Group was founded in 2013.\n- Felix reports to Sanne.\n- Sanne works for Bluepine Aviation.\n- Pinnacle Software was founded in 1995.\n- Lucia reports to Felix.\n- Felix works for Meridian Bank.\n- Emeka reports to Omar.\n- Deshawn works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Bruno reports to Lucia.\n- Deshawn reports to Aisha.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Dunedin.\n- Tobias reports to Viktor.\n- Bluepine Aviation was founded in 1979.\n- Meridian Bank was founded in 2005.\n- Tobias works for Meridian Bank.\n- Omar reports to Deshawn.\n- Aisha reports to Bruno.\n- Cedar Retail Group is headquartered in Oslo.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27479", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2590: employee Viktor A., hired 31 May 2023, separated 28 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2590?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27480", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27481", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27482", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2365: employee Chiara M., hired 24 April 2020, separated 10 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-2365 under the controlling rules.", "criteria": {"0": "$31,154", "1": "$130,000", "2": "$32,000", "3": "$30,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27483", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27484", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27485", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Dmitri.\n- Wren works for Beacon Insurance.\n- Aisha reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Chiara works for Bluepine Aviation.\n- Dmitri works for Lattice Analytics.\n- Beacon Insurance was founded in 1978.\n- Lattice Analytics is headquartered in Halifax.\n- Bluepine Aviation was founded in 1985.\n- Pablo works for Beacon Insurance.\n- Tessa reports to Anders.\n- Aisha works for Lattice Analytics.\n- Pablo reports to Tessa.\n- Lattice Analytics was founded in 2012.\n- Chiara reports to Pablo.\n- Anders works for Lattice Analytics.\n- Dmitri reports to Aisha.\n- Fernhill Foods is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Valencia.\n- Tessa works for Fernhill Foods.\n- Beacon Insurance is headquartered in Halifax.\n- Bruno reports to Wren.\n- Fernhill Foods was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27487", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 2598 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27488", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Helios Logistics is headquartered in Dunedin.\n- Felix works for Vantage Air.\n- Aisha works for Meridian Bank.\n- Felix reports to Mateo.\n- Meridian Bank was founded in 2011.\n- Ravi works for Vantage Air.\n- Mateo reports to Ravi.\n- Emeka reports to Bruno.\n- Helios Logistics was founded in 2015.\n- Fernhill Foods is headquartered in Dunedin.\n- Vantage Air was founded in 1979.\n- Aisha reports to Sanne.\n- Omar reports to Jonas.\n- Chiara works for Vantage Air.\n- Sanne reports to Omar.\n- Emeka works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Mateo works for Fernhill Foods.\n- Vantage Air is headquartered in Cork.\n- Fernhill Foods was founded in 2002.\n- Jonas works for Fernhill Foods.\n- Ravi reports to Emeka.\n- Jonas reports to Chiara.\n- Sanne works for Helios Logistics.\n- Chiara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27490", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5304: employee Tobias R., hired 21 January 2022, separated 08 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5304?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27491", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6162: employee Zoya B., hired 15 December 2023, separated 13 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6162?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1982.\n- Jonas reports to Ingrid.\n- Cobalt Health is headquartered in Oslo.\n- Anders reports to Viktor.\n- Dmitri works for Bluepine Aviation.\n- Mei reports to Sanne.\n- Sanne reports to Felix.\n- Jonas works for Crescent Telecom.\n- Felix reports to Jonas.\n- Tessa works for Cobalt Health.\n- Bluepine Aviation was founded in 1997.\n- Cobalt Health was founded in 1996.\n- Amara works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Nagoya.\n- Fernhill Foods was founded in 1986.\n- Crescent Telecom is headquartered in Oslo.\n- Ingrid works for Fernhill Foods.\n- Viktor reports to Tessa.\n- Dmitri reports to Mei.\n- Amara reports to Anders.\n- Sanne works for Crescent Telecom.\n- Viktor works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Tessa reports to Pablo.\n- Ingrid reports to Amara.\n- Anders works for Fernhill Foods.\n- Pablo works for Crescent Telecom.\n- Aisha reports to Dmitri.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Brno.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2013.\n- Stefan works for Meridian Bank.\n- Emeka reports to Hana.\n- Aisha reports to Elena.\n- Pinnacle Software was founded in 1994.\n- Yuki reports to Aisha.\n- Priya reports to Yuki.\n- Priya works for Meridian Bank.\n- Elena reports to Anders.\n- Hana reports to Mei.\n- Meridian Bank is headquartered in Halifax.\n- Felix works for Meridian Bank.\n- Vantage Air was founded in 1994.\n- Meridian Bank was founded in 1998.\n- Summit Energy is headquartered in Brno.\n- Omar works for Summit Energy.\n- Elena works for Summit Energy.\n- Pinnacle Software is headquartered in Tampere.\n- Ingrid reports to Stefan.\n- Ingrid works for Vantage Air.\n- Emeka works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Stefan reports to Felix.\n- Yuki works for Pinnacle Software.\n- Felix reports to Omar.\n- Mei reports to Ingrid.\n- Omar reports to Priya.\n- Mei works for Vantage Air.\n- Aisha works for Pinnacle Software.\n- Vantage Air is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27494", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 35827 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "track_order", "2": "change_address", "3": "cancel_order", "4": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27495", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27496", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 37171 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Zoya reports to Elena.\n- Pinnacle Software is headquartered in Valencia.\n- Sofia works for Meridian Bank.\n- Yuki reports to Nadia.\n- Nadia reports to Sofia.\n- Dmitri works for Pinnacle Software.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji reports to Lucia.\n- Hana reports to Amara.\n- Lucia reports to Hana.\n- Helios Logistics was founded in 2001.\n- Zoya works for Helios Logistics.\n- Dmitri reports to Kenji.\n- Meridian Bank is headquartered in Turku.\n- Pinnacle Software was founded in 1985.\n- Amara works for Crescent Telecom.\n- Kenji works for Helios Logistics.\n- Amara reports to Yuki.\n- Crescent Telecom was founded in 1996.\n- Yuki works for Crescent Telecom.\n- Sofia reports to Zoya.\n- Hana works for Meridian Bank.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27498", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 June 2025): For employees hired on or after 30 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6873: employee Callum R., hired 13 January 2023, separated 08 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2026-6873 under the controlling rules.", "criteria": {"0": "$10,200", "1": "$9,200", "2": "$44,200", "3": "$10,125"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27499", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6215: employee Zoya T., hired 21 November 2021, separated 06 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6215?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27500", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Cork.\n- Emeka reports to Sanne.\n- Bluepine Aviation is headquartered in Turku.\n- Wren works for Helios Logistics.\n- Pinnacle Software is headquartered in Austin.\n- Tobias reports to Mateo.\n- Omar works for Bluepine Aviation.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Emeka works for Helios Logistics.\n- Hana reports to Ingrid.\n- Mateo reports to Sofia.\n- Omar reports to Wren.\n- Sofia reports to Emeka.\n- Mateo works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Wren reports to Leila.\n- Ingrid works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Sanne works for Pinnacle Software.\n- Ingrid reports to Omar.\n- Bluepine Aviation was founded in 1999.\n- Leila reports to Tobias.\n- Pinnacle Software was founded in 1996.\n- Helios Logistics was founded in 2007.\n- Northwind Systems is headquartered in Austin.\n- Sofia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27502", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2007.\n- Amara works for Cedar Retail Group.\n- Callum reports to Viktor.\n- Callum works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Mara works for Lattice Analytics.\n- Elena reports to Mara.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Ravi reports to Elena.\n- Jonas works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Ghent.\n- Vantage Air is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1989.\n- Lattice Analytics is headquartered in Nagoya.\n- Hana reports to Amara.\n- Hana works for Cedar Retail Group.\n- Meridian Bank is headquartered in Valencia.\n- Lattice Analytics was founded in 1987.\n- Jonas reports to Callum.\n- Elena works for Lattice Analytics.\n- Mara reports to Jonas.\n- Amara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27504", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3462: employee Sofia M., hired 27 July 2021, separated 08 December 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3462?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tobias.\n- Atlas Freight is headquartered in Brno.\n- Lattice Analytics was founded in 1996.\n- Crescent Telecom was founded in 2006.\n- Stefan works for Crescent Telecom.\n- Lattice Analytics is headquartered in Brno.\n- Pablo works for Fernhill Foods.\n- Mara reports to Emeka.\n- Aisha works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Jonas reports to Ravi.\n- Tobias works for Crescent Telecom.\n- Pablo reports to Leila.\n- Ravi reports to Mara.\n- Aisha reports to Pablo.\n- Priya reports to Aisha.\n- Leila reports to Jonas.\n- Emeka works for Atlas Freight.\n- Priya works for Crescent Telecom.\n- Mara works for Atlas Freight.\n- Atlas Freight was founded in 1992.\n- Emeka reports to Stefan.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Brno.\n- Ravi works for Crescent Telecom.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Omar works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Vantage Air is headquartered in Ghent.\n- Tobias reports to Omar.\n- Omar reports to Yuki.\n- Mateo works for Fernhill Foods.\n- Cobalt Health is headquartered in Tampere.\n- Cobalt Health was founded in 2010.\n- Vantage Air was founded in 1998.\n- Fernhill Foods is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2008.\n- Mateo reports to Bruno.\n- Leila works for Fernhill Foods.\n- Yuki reports to Leila.\n- Fernhill Foods was founded in 2014.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Tobias.\n- Yuki works for Fernhill Foods.\n- Mara reports to Mateo.\n- Mara works for Ironwood Manufacturing.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Summit Energy was founded in 2006.\n- Emeka works for Summit Energy.\n- Zoya works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Bruno reports to Lucia.\n- Mateo reports to Zoya.\n- Summit Energy is headquartered in Brno.\n- Wren works for Summit Energy.\n- Leila reports to Aisha.\n- Cedar Retail Group is headquartered in Valencia.\n- Bruno works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Leila works for Cedar Retail Group.\n- Helios Logistics is headquartered in Adelaide.\n- Emeka reports to Leila.\n- Lucia works for Cedar Retail Group.\n- Helios Logistics was founded in 2014.\n- Aisha works for Cedar Retail Group.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Aisha reports to Tessa.\n- Wren reports to Emeka.\n- Cedar Retail Group was founded in 2004.\n- Ravi reports to Bruno.\n- Zoya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27508", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 February 2023): For employees hired on or after 10 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6049: employee Sofia S., hired 24 May 2019, separated 26 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6049?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6049 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Mateo reports to Sofia.\n- Lucia works for Helios Logistics.\n- Cedar Retail Group was founded in 1989.\n- Yuki reports to Zoya.\n- Atlas Freight was founded in 1994.\n- Helios Logistics is headquartered in Adelaide.\n- Lucia reports to Mateo.\n- Yuki works for Cedar Retail Group.\n- Sofia reports to Sanne.\n- Mara works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Mara reports to Lucia.\n- Zoya works for Beacon Insurance.\n- Nadia reports to Mara.\n- Beacon Insurance was founded in 1981.\n- Sanne reports to Yuki.\n- Sofia works for Beacon Insurance.\n- Mateo works for Cedar Retail Group.\n- Nadia works for Helios Logistics.\n- Beacon Insurance is headquartered in Tallinn.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27510", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Viktor.\n- Priya reports to Callum.\n- Mara works for Pinnacle Software.\n- Lucia works for Meridian Bank.\n- Fernhill Foods is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2005.\n- Ravi works for Meridian Bank.\n- Yuki reports to Ravi.\n- Priya works for Ironwood Manufacturing.\n- Sofia works for Pinnacle Software.\n- Wren works for Ironwood Manufacturing.\n- Dmitri reports to Mara.\n- Meridian Bank is headquartered in Halifax.\n- Pinnacle Software was founded in 1994.\n- Mateo works for Pinnacle Software.\n- Yuki works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mara reports to Mateo.\n- Sofia reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Meridian Bank was founded in 1990.\n- Ravi reports to Dmitri.\n- Callum works for Pinnacle Software.\n- Fernhill Foods was founded in 1998.\n- Pinnacle Software is headquartered in Bergen.\n- Viktor works for Meridian Bank.\n- Viktor reports to Priya.\n- Callum reports to Lucia.\n- Dmitri works for Pinnacle Software.\n- Lucia reports to Yuki.\n- Emeka reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27512", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 30 August 2022): For employees hired on or after 30 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3709: employee Leila S., hired 25 January 2022, separated 12 June 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3709?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27513", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Stefan.\n- Lattice Analytics is headquartered in Brno.\n- Leila reports to Ingrid.\n- Lattice Analytics was founded in 2011.\n- Northwind Systems was founded in 1983.\n- Bruno works for Pinnacle Software.\n- Stefan reports to Leila.\n- Tobias reports to Priya.\n- Crescent Telecom was founded in 2005.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Leila works for Lattice Analytics.\n- Ingrid reports to Sanne.\n- Elena works for Crescent Telecom.\n- Northwind Systems is headquartered in Brno.\n- Priya works for Lattice Analytics.\n- Pinnacle Software was founded in 1991.\n- Elena reports to Bruno.\n- Bruno reports to Tobias.\n- Stefan works for Crescent Telecom.\n- Tobias works for Lattice Analytics.\n- Wren reports to Elena.\n- Ingrid works for Crescent Telecom.\n- Wren works for Pinnacle Software.\n- Priya reports to Felix.\n- Crescent Telecom is headquartered in Nagoya.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1986", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Lattice Analytics is headquartered in Tampere.\n- Northwind Systems is headquartered in Lyon.\n- Kenji reports to Mei.\n- Felix reports to Sanne.\n- Felix works for Northwind Systems.\n- Crescent Telecom is headquartered in Lyon.\n- Vantage Air is headquartered in Adelaide.\n- Lattice Analytics was founded in 1978.\n- Ravi reports to Kenji.\n- Mei works for Northwind Systems.\n- Vantage Air was founded in 1994.\n- Aisha works for Vantage Air.\n- Mei reports to Viktor.\n- Mara works for Vantage Air.\n- Aisha reports to Felix.\n- Sanne works for Crescent Telecom.\n- Northwind Systems was founded in 2008.\n- Viktor reports to Mara.\n- Viktor works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Sanne reports to Ravi.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27516", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27517", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27518", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27519", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Mei reports to Zoya.\n- Mei works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Tobias reports to Ingrid.\n- Emeka works for Pinnacle Software.\n- Vantage Air was founded in 1979.\n- Meridian Bank was founded in 1979.\n- Zoya reports to Felix.\n- Helios Logistics is headquartered in Adelaide.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Felix reports to Tobias.\n- Helios Logistics was founded in 1989.\n- Sofia reports to Deshawn.\n- Yuki reports to Mei.\n- Deshawn reports to Yuki.\n- Pinnacle Software was founded in 1991.\n- Sofia works for Helios Logistics.\n- Amara reports to Emeka.\n- Tessa reports to Viktor.\n- Emeka reports to Sofia.\n- Yuki works for Helios Logistics.\n- Deshawn works for Vantage Air.\n- Tessa works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Meridian Bank is headquartered in Adelaide.\n- Amara works for Helios Logistics.\n- Viktor reports to Amara.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Tessa works for Vantage Air.\n- Jonas works for Vantage Air.\n- Chiara works for Northwind Systems.\n- Anders works for Vantage Air.\n- Leila works for Northwind Systems.\n- Jonas reports to Elena.\n- Stefan reports to Anders.\n- Pablo reports to Chiara.\n- Sanne works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Vantage Air was founded in 2003.\n- Tessa reports to Sanne.\n- Northwind Systems is headquartered in Halifax.\n- Vantage Air is headquartered in Tampere.\n- Meridian Bank is headquartered in Tampere.\n- Hana reports to Dmitri.\n- Sanne reports to Mei.\n- Anders reports to Hana.\n- Mei works for Meridian Bank.\n- Elena reports to Pablo.\n- Summit Energy is headquartered in Tampere.\n- Northwind Systems was founded in 1991.\n- Pablo works for Vantage Air.\n- Hana works for Meridian Bank.\n- Mei reports to Leila.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Jonas.\n- Elena works for Vantage Air.\n- Summit Energy was founded in 1983.\n- Meridian Bank was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27522", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 December 2022): For employees hired on or after 23 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8926: employee Amara A., hired 02 April 2021, separated 05 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-8926 under the controlling rules.", "criteria": {"0": "$78,000", "1": "$17,885", "2": "$18,000", "3": "$16,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27523", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1833: employee Ingrid K., hired 05 August 2023, separated 12 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1833?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Yuki.\n- Pinnacle Software was founded in 1979.\n- Kenji reports to Hana.\n- Pablo reports to Chiara.\n- Pablo works for Vantage Air.\n- Summit Energy is headquartered in Cork.\n- Hana reports to Bruno.\n- Aisha works for Summit Energy.\n- Mei reports to Priya.\n- Yuki works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Ravi reports to Aisha.\n- Bruno reports to Mei.\n- Priya works for Vantage Air.\n- Priya reports to Ingrid.\n- Pinnacle Software is headquartered in Turku.\n- Ravi works for Pinnacle Software.\n- Yuki reports to Omar.\n- Vantage Air was founded in 1995.\n- Summit Energy was founded in 1995.\n- Omar works for Vantage Air.\n- Omar reports to Ravi.\n- Chiara reports to Kenji.\n- Chiara works for Summit Energy.\n- Helios Logistics was founded in 2010.\n- Hana works for Helios Logistics.\n- Kenji works for Summit Energy.\n- Vantage Air is headquartered in Turku.\n- Ingrid works for Pinnacle Software.\n- Bruno works for Vantage Air.\n- Helios Logistics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27525", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27526", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27527", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Wren.\n- Meridian Bank was founded in 1995.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Wren works for Fernhill Foods.\n- Deshawn works for Pinnacle Software.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Deshawn.\n- Tobias works for Pinnacle Software.\n- Omar reports to Tobias.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Fernhill Foods is headquartered in Turku.\n- Tobias reports to Jonas.\n- Pinnacle Software was founded in 1997.\n- Elena reports to Ravi.\n- Meridian Bank is headquartered in Malmo.\n- Elena works for Meridian Bank.\n- Pinnacle Software is headquartered in Malmo.\n- Zoya works for Fernhill Foods.\n- Zoya reports to Elena.\n- Bluepine Aviation was founded in 2007.\n- Wren reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2001", "2": "1996", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27529", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2620: employee Pablo K., hired 24 September 2024, separated 15 November 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-2620 under the controlling rules.", "criteria": {"0": "$1,100", "1": "$4,000", "2": "$17,333", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2620 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Dmitri works for Helios Logistics.\n- Priya reports to Dmitri.\n- Meridian Bank was founded in 1991.\n- Felix reports to Elena.\n- Yuki works for Fernhill Foods.\n- Helios Logistics was founded in 1997.\n- Tessa reports to Aisha.\n- Hana works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Tobias works for Pinnacle Software.\n- Fernhill Foods was founded in 1989.\n- Tessa works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Aisha reports to Felix.\n- Elena reports to Hana.\n- Bruno works for Helios Logistics.\n- Pinnacle Software was founded in 1983.\n- Yuki reports to Tessa.\n- Fernhill Foods is headquartered in Basel.\n- Dmitri reports to Yuki.\n- Bruno reports to Priya.\n- Tobias reports to Bruno.\n- Meridian Bank is headquartered in Basel.\n- Priya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27531", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 53167, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27532", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27533", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 42123\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants a different size/color/variant", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Aisha.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Felix works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Sofia works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Malmo.\n- Leila reports to Sofia.\n- Amara reports to Jonas.\n- Dmitri reports to Chiara.\n- Chiara reports to Amara.\n- Dmitri works for Crescent Telecom.\n- Aisha reports to Dmitri.\n- Ironwood Manufacturing was founded in 1983.\n- Kenji works for Crescent Telecom.\n- Sanne works for Ironwood Manufacturing.\n- Vantage Air was founded in 1999.\n- Zoya works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2010.\n- Jonas reports to Sanne.\n- Omar works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1991.\n- Chiara works for Cedar Retail Group.\n- Sanne reports to Zoya.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Felix reports to Leila.\n- Sofia reports to Kenji.\n- Leila works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Aisha works for Cedar Retail Group.\n- Omar reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27535", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27536", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4581: employee Felix R., hired 08 February 2023, separated 22 March 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-4581 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$8,385", "3": "$5,452"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27537", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27538", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3735: employee Mara S., hired 16 December 2021, separated 20 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3735?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27539", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Yuki reports to Mara.\n- Beacon Insurance is headquartered in Tampere.\n- Mara works for Beacon Insurance.\n- Hana works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Dmitri works for Beacon Insurance.\n- Pinnacle Software was founded in 2015.\n- Sanne works for Beacon Insurance.\n- Sofia reports to Yuki.\n- Stefan works for Beacon Insurance.\n- Sanne reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1991.\n- Dmitri reports to Hana.\n- Sofia works for Ironwood Manufacturing.\n- Mara reports to Aisha.\n- Aisha reports to Stefan.\n- Stefan reports to Lucia.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1994.\n- Lucia reports to Sanne.\n- Northwind Systems was founded in 1988.\n- Yuki works for Pinnacle Software.\n- Lucia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27541", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6160: employee Jonas S., hired 18 January 2022, separated 05 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-6160 under the controlling rules.", "criteria": {"0": "$5,800", "1": "$5,300", "2": "$5,750", "3": "$25,133"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Sanne reports to Mateo.\n- Zoya reports to Felix.\n- Ravi works for Vantage Air.\n- Mateo reports to Ravi.\n- Lucia works for Cobalt Health.\n- Dmitri reports to Leila.\n- Dmitri works for Pinnacle Software.\n- Priya works for Cobalt Health.\n- Felix reports to Priya.\n- Bluepine Aviation was founded in 1982.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Stefan reports to Lucia.\n- Zoya works for Cobalt Health.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Cobalt Health was founded in 1976.\n- Pinnacle Software is headquartered in Brno.\n- Sanne works for Bluepine Aviation.\n- Vantage Air was founded in 1979.\n- Leila reports to Zoya.\n- Felix works for Vantage Air.\n- Ravi reports to Stefan.\n- Lucia reports to Dmitri.\n- Pinnacle Software was founded in 1996.\n- Mateo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27543", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3330: employee Mara T., hired 09 February 2021, separated 07 July 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3330?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Atlas Freight was founded in 1985.\n- Jonas works for Summit Energy.\n- Ingrid reports to Wren.\n- Jonas reports to Ingrid.\n- Dmitri works for Lattice Analytics.\n- Summit Energy is headquartered in Adelaide.\n- Omar works for Atlas Freight.\n- Omar reports to Jonas.\n- Atlas Freight is headquartered in Malmo.\n- Chiara works for Atlas Freight.\n- Summit Energy was founded in 1996.\n- Wren works for Summit Energy.\n- Ingrid works for Helios Logistics.\n- Dmitri reports to Viktor.\n- Wren reports to Chiara.\n- Viktor reports to Omar.\n- Yuki reports to Dmitri.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 1996.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 2003.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Hana.\n- Mateo reports to Viktor.\n- Hana reports to Priya.\n- Viktor reports to Emeka.\n- Priya reports to Nadia.\n- Yuki works for Atlas Freight.\n- Ingrid reports to Mateo.\n- Bluepine Aviation was founded in 2013.\n- Hana works for Cedar Retail Group.\n- Lucia reports to Chiara.\n- Chiara works for Atlas Freight.\n- Vantage Air is headquartered in Halifax.\n- Emeka works for Vantage Air.\n- Mateo works for Bluepine Aviation.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group is headquartered in Lyon.\n- Priya works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Vantage Air was founded in 1992.\n- Cedar Retail Group was founded in 2001.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 1990.\n- Atlas Freight is headquartered in Lyon.\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Yuki.\n- Nadia reports to Ingrid.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27546", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 01 September 2025): For employees hired on or after 01 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9506: employee Zoya M., hired 19 September 2023, separated 24 June 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9506?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27547", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4991: employee Leila T., hired 23 June 2021, separated 26 July 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4991?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27548", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rollback", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27549", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3592: employee Zoya B., hired 21 January 2023, separated 29 January 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3592?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Dmitri.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Leila works for Vantage Air.\n- Atlas Freight was founded in 2007.\n- Ingrid works for Beacon Insurance.\n- Yuki reports to Ravi.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Yuki works for Beacon Insurance.\n- Atlas Freight is headquartered in Basel.\n- Emeka works for Vantage Air.\n- Cobalt Health was founded in 2007.\n- Vantage Air was founded in 1991.\n- Leila reports to Aisha.\n- Elena reports to Chiara.\n- Dmitri reports to Ingrid.\n- Hana reports to Leila.\n- Chiara reports to Emeka.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Bruno.\n- Elena works for Cobalt Health.\n- Aisha reports to Sofia.\n- Beacon Insurance was founded in 1991.\n- Hana works for Atlas Freight.\n- Vantage Air is headquartered in Lyon.\n- Sofia works for Atlas Freight.\n- Aisha works for Cobalt Health.\n- Ingrid reports to Hana.\n- Bruno reports to Elena.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27551", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27552", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5340: employee Zoya T., hired 09 November 2021, separated 31 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5340?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5340 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Tessa.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health was founded in 2007.\n- Zoya reports to Tobias.\n- Emeka reports to Felix.\n- Yuki reports to Priya.\n- Felix works for Bluepine Aviation.\n- Tessa works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Fernhill Foods.\n- Cobalt Health is headquartered in Oslo.\n- Fernhill Foods is headquartered in Dunedin.\n- Summit Energy was founded in 2009.\n- Hana reports to Yuki.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation was founded in 2004.\n- Tessa reports to Emeka.\n- Hana works for Bluepine Aviation.\n- Felix reports to Hana.\n- Tobias works for Bluepine Aviation.\n- Fernhill Foods was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2005", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Pablo.\n- Tobias reports to Sofia.\n- Sanne reports to Yuki.\n- Tessa reports to Jonas.\n- Vantage Air was founded in 1985.\n- Felix reports to Tessa.\n- Sofia reports to Kenji.\n- Felix works for Lattice Analytics.\n- Stefan works for Vantage Air.\n- Pablo reports to Sanne.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1989.\n- Jonas reports to Zoya.\n- Stefan reports to Tobias.\n- Northwind Systems is headquartered in Cork.\n- Pablo works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Yuki reports to Lucia.\n- Sofia works for Ironwood Manufacturing.\n- Lucia reports to Felix.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Yuki works for Northwind Systems.\n- Sanne works for Vantage Air.\n- Lattice Analytics was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27555", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Beacon Insurance is headquartered in Austin.\n- Callum works for Cobalt Health.\n- Fernhill Foods is headquartered in Austin.\n- Stefan reports to Callum.\n- Mei works for Bluepine Aviation.\n- Deshawn reports to Mei.\n- Sanne works for Cobalt Health.\n- Priya works for Fernhill Foods.\n- Sanne reports to Kenji.\n- Mara reports to Priya.\n- Mara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Valencia.\n- Callum reports to Mara.\n- Kenji works for Fernhill Foods.\n- Beacon Insurance was founded in 1977.\n- Deshawn works for Fernhill Foods.\n- Cobalt Health is headquartered in Dunedin.\n- Priya reports to Ingrid.\n- Mei reports to Viktor.\n- Fernhill Foods was founded in 2014.\n- Ingrid works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Kenji reports to Stefan.\n- Cobalt Health was founded in 1998.\n- Bluepine Aviation was founded in 2003.\n- Ingrid reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Kenji reports to Bruno.\n- Aisha works for Lattice Analytics.\n- Anders reports to Priya.\n- Bruno reports to Aisha.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2006.\n- Deshawn works for Pinnacle Software.\n- Kenji works for Meridian Bank.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Amara reports to Deshawn.\n- Chiara reports to Anders.\n- Lattice Analytics is headquartered in Valencia.\n- Priya reports to Kenji.\n- Deshawn reports to Chiara.\n- Priya works for Lattice Analytics.\n- Zoya reports to Leila.\n- Aisha reports to Zoya.\n- Amara works for Lattice Analytics.\n- Meridian Bank was founded in 1975.\n- Zoya works for Lattice Analytics.\n- Meridian Bank is headquartered in Cork.\n- Anders works for Lattice Analytics.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Lattice Analytics was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27558", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27559", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6845: employee Ravi A., hired 06 May 2024, separated 06 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6845?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27560", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Summit Energy was founded in 1996.\n- Bluepine Aviation is headquartered in Valencia.\n- Viktor reports to Chiara.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Pinnacle Software was founded in 1990.\n- Mei works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Stefan works for Summit Energy.\n- Mateo works for Bluepine Aviation.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Zoya works for Summit Energy.\n- Amara reports to Mei.\n- Mei reports to Mateo.\n- Summit Energy is headquartered in Dunedin.\n- Stefan reports to Viktor.\n- Cobalt Health is headquartered in Valencia.\n- Amara works for Pinnacle Software.\n- Dmitri reports to Stefan.\n- Mateo reports to Dmitri.\n- Bluepine Aviation was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27562", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5836: employee Mei B., hired 09 February 2023, separated 24 July 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-5836 under the controlling rules.", "criteria": {"0": "$1,875", "1": "$6,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software was founded in 2010.\n- Cedar Retail Group is headquartered in Tampere.\n- Viktor works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Cobalt Health is headquartered in Valencia.\n- Vantage Air is headquartered in Tampere.\n- Mei works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Lucia reports to Ingrid.\n- Ingrid reports to Yuki.\n- Dmitri works for Pinnacle Software.\n- Cedar Retail Group was founded in 1981.\n- Sanne reports to Amara.\n- Viktor reports to Sanne.\n- Vantage Air was founded in 2006.\n- Yuki reports to Viktor.\n- Ingrid works for Pinnacle Software.\n- Amara reports to Dmitri.\n- Cobalt Health was founded in 2005.\n- Dmitri reports to Mei.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27564", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7736: employee Omar A., hired 05 April 2023, separated 25 December 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7736?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27565", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4616: employee Callum B., hired 30 December 2022, separated 01 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-4616 under the controlling rules.", "criteria": {"0": "$3,894", "1": "$5,192", "2": "$22,500", "3": "$3,192"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27566", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2010.\n- Ingrid reports to Emeka.\n- Aisha works for Lattice Analytics.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Ingrid works for Lattice Analytics.\n- Vantage Air is headquartered in Tampere.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Jonas reports to Aisha.\n- Pablo works for Lattice Analytics.\n- Aisha reports to Ingrid.\n- Callum reports to Jonas.\n- Amara reports to Omar.\n- Crescent Telecom was founded in 1989.\n- Crescent Telecom is headquartered in Leeds.\n- Emeka reports to Tobias.\n- Lucia reports to Pablo.\n- Omar reports to Lucia.\n- Tobias works for Lattice Analytics.\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Omar works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Lattice Analytics is headquartered in Valencia.\n- Pablo reports to Callum.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27568", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6701: employee Emeka T., hired 23 June 2022, separated 27 February 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2025-6701 under the controlling rules.", "criteria": {"0": "$13,800", "1": "$59,800", "2": "$11,800", "3": "$13,875"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27569", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "update_benefits", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27570", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27571", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27573", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1493: employee Mateo S., hired 19 December 2021, separated 04 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1493?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Fernhill Foods is headquartered in Turku.\n- Atlas Freight is headquartered in Oslo.\n- Vantage Air is headquartered in Ghent.\n- Hana reports to Bruno.\n- Nadia works for Atlas Freight.\n- Nadia reports to Aisha.\n- Northwind Systems was founded in 2012.\n- Felix reports to Mei.\n- Pablo works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Vantage Air was founded in 1975.\n- Dmitri works for Atlas Freight.\n- Fernhill Foods was founded in 2015.\n- Mei reports to Dmitri.\n- Dmitri reports to Pablo.\n- Pablo reports to Nadia.\n- Felix works for Atlas Freight.\n- Aisha reports to Hana.\n- Bruno works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Northwind Systems is headquartered in Oslo.\n- Atlas Freight was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27575", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1986.\n- Wren works for Meridian Bank.\n- Chiara works for Bluepine Aviation.\n- Pinnacle Software was founded in 1990.\n- Chiara reports to Yuki.\n- Kenji reports to Chiara.\n- Bluepine Aviation is headquartered in Halifax.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Tessa reports to Wren.\n- Yuki works for Meridian Bank.\n- Bluepine Aviation was founded in 1986.\n- Sanne works for Bluepine Aviation.\n- Tessa works for Atlas Freight.\n- Stefan reports to Kenji.\n- Sanne reports to Emeka.\n- Meridian Bank was founded in 1979.\n- Emeka works for Pinnacle Software.\n- Wren reports to Stefan.\n- Emeka reports to Tessa.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Zoya.\n- Callum works for Meridian Bank.\n- Bluepine Aviation was founded in 2006.\n- Kenji reports to Mei.\n- Zoya works for Fernhill Foods.\n- Tessa works for Meridian Bank.\n- Deshawn reports to Ingrid.\n- Ingrid reports to Lucia.\n- Deshawn works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Cork.\n- Kenji works for Meridian Bank.\n- Dmitri works for Fernhill Foods.\n- Mei reports to Leila.\n- Leila reports to Tessa.\n- Nadia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Cork.\n- Meridian Bank is headquartered in Austin.\n- Amara works for Bluepine Aviation.\n- Tessa reports to Nadia.\n- Ingrid works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1997.\n- Zoya reports to Deshawn.\n- Fernhill Foods is headquartered in Cork.\n- Mei works for Fernhill Foods.\n- Meridian Bank was founded in 1991.\n- Amara reports to Callum.\n- Callum reports to Dmitri.\n- Fernhill Foods was founded in 2007.\n- Dmitri reports to Kenji.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27578", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8457: employee Deshawn K., hired 19 July 2023, separated 13 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8457?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27579", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1808: employee Anders M., hired 10 August 2022, separated 25 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1808?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1808 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Dmitri reports to Tobias.\n- Amara reports to Tessa.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Bruno reports to Ingrid.\n- Chiara works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Tampere.\n- Chiara reports to Wren.\n- Beacon Insurance was founded in 2002.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy is headquartered in Turku.\n- Tobias works for Summit Energy.\n- Wren works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Turku.\n- Dmitri works for Crescent Telecom.\n- Deshawn reports to Amara.\n- Bluepine Aviation was founded in 1987.\n- Tobias reports to Chiara.\n- Tessa works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Wren reports to Mateo.\n- Ingrid reports to Dmitri.\n- Mateo reports to Deshawn.\n- Crescent Telecom was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2013.\n- Chiara reports to Dmitri.\n- Aisha reports to Hana.\n- Beacon Insurance was founded in 2009.\n- Pinnacle Software was founded in 1977.\n- Lucia reports to Wren.\n- Hana works for Beacon Insurance.\n- Lucia works for Meridian Bank.\n- Pinnacle Software is headquartered in Malmo.\n- Meridian Bank was founded in 2013.\n- Mei reports to Lucia.\n- Dmitri reports to Mei.\n- Ingrid reports to Jonas.\n- Ingrid works for Meridian Bank.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Aisha works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Beacon Insurance is headquartered in Malmo.\n- Wren works for Lattice Analytics.\n- Wren reports to Ingrid.\n- Chiara works for Meridian Bank.\n- Jonas works for Pinnacle Software.\n- Bruno works for Meridian Bank.\n- Hana reports to Bruno.\n- Jonas reports to Aisha.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27582", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6436: employee Tobias K., hired 22 October 2022, separated 17 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6436?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27583", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27584", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6953: employee Callum R., hired 12 July 2022, separated 27 October 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6953?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27585", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7218: employee Anders M., hired 19 September 2020, separated 27 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-7218?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Tobias.\n- Mara works for Atlas Freight.\n- Viktor works for Beacon Insurance.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Cobalt Health.\n- Beacon Insurance is headquartered in Leeds.\n- Mara reports to Dmitri.\n- Cedar Retail Group was founded in 1989.\n- Dmitri reports to Jonas.\n- Leila works for Atlas Freight.\n- Leila reports to Mara.\n- Mateo works for Cobalt Health.\n- Beacon Insurance was founded in 1997.\n- Jonas reports to Mateo.\n- Atlas Freight was founded in 1975.\n- Cobalt Health was founded in 1994.\n- Atlas Freight is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Jonas works for Beacon Insurance.\n- Tobias reports to Leila.\n- Tobias works for Atlas Freight.\n- Mateo reports to Callum.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27587", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Tessa.\n- Anders reports to Aisha.\n- Crescent Telecom is headquartered in Oslo.\n- Stefan works for Crescent Telecom.\n- Chiara reports to Anders.\n- Aisha works for Crescent Telecom.\n- Mateo works for Fernhill Foods.\n- Anders works for Atlas Freight.\n- Tessa works for Fernhill Foods.\n- Deshawn works for Atlas Freight.\n- Aisha reports to Mateo.\n- Northwind Systems is headquartered in Tallinn.\n- Stefan reports to Callum.\n- Mateo reports to Sofia.\n- Atlas Freight is headquartered in Turku.\n- Fernhill Foods was founded in 2000.\n- Deshawn reports to Stefan.\n- Atlas Freight was founded in 1991.\n- Sofia reports to Ingrid.\n- Crescent Telecom was founded in 1987.\n- Fernhill Foods is headquartered in Tallinn.\n- Sofia works for Fernhill Foods.\n- Tessa reports to Deshawn.\n- Northwind Systems was founded in 1996.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27589", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Bruno.\n- Leila reports to Aisha.\n- Vantage Air was founded in 1992.\n- Aisha works for Beacon Insurance.\n- Omar reports to Leila.\n- Elena reports to Omar.\n- Bruno reports to Yuki.\n- Dmitri works for Pinnacle Software.\n- Summit Energy is headquartered in Tampere.\n- Pinnacle Software was founded in 1986.\n- Priya works for Summit Energy.\n- Wren works for Pinnacle Software.\n- Zoya works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Yuki works for Pinnacle Software.\n- Leila works for Vantage Air.\n- Priya reports to Elena.\n- Dmitri reports to Wren.\n- Wren reports to Priya.\n- Beacon Insurance is headquartered in Valencia.\n- Bruno works for Vantage Air.\n- Pinnacle Software is headquartered in Valencia.\n- Omar works for Beacon Insurance.\n- Yuki reports to Dmitri.\n- Summit Energy was founded in 2013.\n- Beacon Insurance was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27591", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 3, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7077: employee Viktor A., hired 30 April 2021, separated 25 October 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-7077 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$5,250", "2": "$6,200", "3": "$22,533"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27593", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27594", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 52713 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1989.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 2014.\n- Deshawn works for Crescent Telecom.\n- Priya reports to Omar.\n- Jonas works for Crescent Telecom.\n- Deshawn reports to Jonas.\n- Vantage Air was founded in 1985.\n- Omar reports to Deshawn.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1984.\n- Hana works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Omar works for Crescent Telecom.\n- Aisha works for Bluepine Aviation.\n- Jonas reports to Kenji.\n- Crescent Telecom is headquartered in Cork.\n- Cobalt Health is headquartered in Malmo.\n- Vantage Air is headquartered in Cork.\n- Aisha reports to Priya.\n- Kenji reports to Bruno.\n- Bruno reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27596", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Anders.\n- Ingrid works for Summit Energy.\n- Pablo works for Summit Energy.\n- Helios Logistics is headquartered in Halifax.\n- Tessa reports to Hana.\n- Chiara works for Northwind Systems.\n- Summit Energy was founded in 1980.\n- Anders reports to Nadia.\n- Mateo works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Bluepine Aviation is headquartered in Bergen.\n- Tessa works for Helios Logistics.\n- Pablo reports to Priya.\n- Nadia reports to Pablo.\n- Anders works for Summit Energy.\n- Northwind Systems is headquartered in Halifax.\n- Ingrid reports to Sofia.\n- Sofia works for Summit Energy.\n- Priya reports to Mateo.\n- Mateo reports to Ingrid.\n- Helios Logistics was founded in 2010.\n- Omar works for Summit Energy.\n- Kenji works for Bluepine Aviation.\n- Chiara reports to Omar.\n- Northwind Systems was founded in 1983.\n- Priya works for Helios Logistics.\n- Hana reports to Chiara.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Bluepine Aviation was founded in 1994.\n- Sofia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1983", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Adelaide.\n- Bruno works for Cobalt Health.\n- Viktor works for Fernhill Foods.\n- Stefan works for Cobalt Health.\n- Pablo reports to Amara.\n- Pablo works for Fernhill Foods.\n- Stefan reports to Deshawn.\n- Cobalt Health was founded in 1983.\n- Amara reports to Mara.\n- Deshawn reports to Viktor.\n- Viktor reports to Kenji.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Deshawn works for Cobalt Health.\n- Bruno reports to Stefan.\n- Cobalt Health is headquartered in Adelaide.\n- Helios Logistics was founded in 1981.\n- Lattice Analytics was founded in 2003.\n- Mara reports to Bruno.\n- Lattice Analytics is headquartered in Adelaide.\n- Kenji works for Lattice Analytics.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1992", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27599", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "scale_up", "4": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27600", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27601", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7654: employee Mateo B., hired 09 June 2024, separated 22 June 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-7654 under the controlling rules.", "criteria": {"0": "$1,750", "1": "$7,000", "2": "$6,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Halifax.\n- Nadia works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2001.\n- Sanne reports to Bruno.\n- Elena works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Kenji reports to Callum.\n- Wren reports to Elena.\n- Elena reports to Mateo.\n- Mateo reports to Sanne.\n- Wren works for Summit Energy.\n- Sanne works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Summit Energy is headquartered in Adelaide.\n- Mara reports to Nadia.\n- Fernhill Foods was founded in 2012.\n- Pinnacle Software is headquartered in Valencia.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Anders reports to Mara.\n- Summit Energy was founded in 2012.\n- Bruno reports to Kenji.\n- Nadia reports to Wren.\n- Mateo works for Summit Energy.\n- Ironwood Manufacturing was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27603", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27604", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "control_lights", "3": "play_music", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27605", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Felix reports to Nadia.\n- Ironwood Manufacturing was founded in 2007.\n- Priya works for Lattice Analytics.\n- Pablo reports to Mateo.\n- Mateo reports to Mara.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Adelaide.\n- Nadia reports to Stefan.\n- Mateo works for Bluepine Aviation.\n- Stefan reports to Priya.\n- Priya reports to Pablo.\n- Viktor reports to Felix.\n- Stefan works for Bluepine Aviation.\n- Mara reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Nadia works for Fernhill Foods.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 2015.\n- Chiara reports to Viktor.\n- Chiara works for Fernhill Foods.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Aisha reports to Mei.\n- Mei works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Dmitri reports to Aisha.\n- Fernhill Foods was founded in 1999.\n- Bluepine Aviation was founded in 1988.\n- Felix works for Ironwood Manufacturing.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1984.\n- Emeka reports to Anders.\n- Crescent Telecom is headquartered in Oslo.\n- Callum reports to Priya.\n- Wren reports to Deshawn.\n- Anders works for Crescent Telecom.\n- Emeka works for Ironwood Manufacturing.\n- Priya works for Crescent Telecom.\n- Tobias reports to Wren.\n- Deshawn works for Crescent Telecom.\n- Atlas Freight is headquartered in Oslo.\n- Fernhill Foods was founded in 2015.\n- Tessa reports to Tobias.\n- Atlas Freight was founded in 1975.\n- Ironwood Manufacturing was founded in 1982.\n- Fernhill Foods is headquartered in Bergen.\n- Priya reports to Tessa.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Callum works for Crescent Telecom.\n- Deshawn reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27608", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Meridian Bank is headquartered in Halifax.\n- Lattice Analytics was founded in 1984.\n- Ingrid works for Lattice Analytics.\n- Omar reports to Ingrid.\n- Tessa reports to Yuki.\n- Tessa works for Ironwood Manufacturing.\n- Yuki reports to Leila.\n- Beacon Insurance was founded in 2009.\n- Beacon Insurance is headquartered in Leeds.\n- Pablo works for Lattice Analytics.\n- Yuki works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1983.\n- Amara reports to Anders.\n- Pablo reports to Tessa.\n- Anders works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Mateo works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Anders reports to Zoya.\n- Amara works for Beacon Insurance.\n- Zoya works for Lattice Analytics.\n- Ingrid reports to Mateo.\n- Lattice Analytics is headquartered in Nagoya.\n- Leila works for Ironwood Manufacturing.\n- Zoya reports to Pablo.\n- Ironwood Manufacturing was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27610", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7983: employee Amara A., hired 24 November 2023, separated 10 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-7983 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$1,688", "2": "$2,500", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27611", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27612", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Nadia works for Northwind Systems.\n- Fernhill Foods is headquartered in Lyon.\n- Sofia works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Omar reports to Sanne.\n- Sofia reports to Felix.\n- Crescent Telecom was founded in 1999.\n- Lattice Analytics was founded in 1978.\n- Lattice Analytics is headquartered in Leeds.\n- Wren reports to Priya.\n- Leila reports to Wren.\n- Sanne works for Northwind Systems.\n- Priya works for Crescent Telecom.\n- Aisha reports to Leila.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Nadia reports to Omar.\n- Omar works for Fernhill Foods.\n- Leila works for Northwind Systems.\n- Dmitri reports to Aisha.\n- Wren works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Priya reports to Nadia.\n- Fernhill Foods was founded in 2014.\n- Northwind Systems is headquartered in Tampere.\n- Sanne reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27614", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27615", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8720: employee Lucia K., hired 21 January 2023, separated 13 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8720?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8720 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27616", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6677: employee Nadia R., hired 05 April 2021, separated 29 January 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6677?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6677 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Helios Logistics is headquartered in Porto.\n- Sanne reports to Ravi.\n- Bruno works for Helios Logistics.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2003.\n- Ingrid reports to Pablo.\n- Anders reports to Deshawn.\n- Emeka reports to Bruno.\n- Bluepine Aviation was founded in 1991.\n- Anders works for Cobalt Health.\n- Felix reports to Ingrid.\n- Cobalt Health was founded in 2013.\n- Sanne works for Cobalt Health.\n- Pablo works for Bluepine Aviation.\n- Deshawn works for Helios Logistics.\n- Kenji reports to Sanne.\n- Pablo reports to Lucia.\n- Lucia works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Ravi reports to Anders.\n- Lucia reports to Kenji.\n- Cedar Retail Group is headquartered in Ghent.\n- Helios Logistics was founded in 2011.\n- Kenji works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Deshawn reports to Mateo.\n- Bruno reports to Felix.\n- Bluepine Aviation is headquartered in Halifax.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27618", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27619", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Jonas reports to Yuki.\n- Mara works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Felix reports to Amara.\n- Stefan reports to Mara.\n- Elena works for Beacon Insurance.\n- Yuki reports to Ravi.\n- Amara reports to Ingrid.\n- Amara works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1999.\n- Tessa reports to Felix.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Zoya reports to Tessa.\n- Mara reports to Zoya.\n- Helios Logistics is headquartered in Oslo.\n- Helios Logistics was founded in 1980.\n- Beacon Insurance was founded in 2007.\n- Mateo works for Beacon Insurance.\n- Zoya works for Helios Logistics.\n- Ingrid reports to Jonas.\n- Elena reports to Stefan.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 1998.\n- Beacon Insurance is headquartered in Cork.\n- Yuki works for Crescent Telecom.\n- Felix works for Beacon Insurance.\n- Tessa works for Crescent Telecom.\n- Ravi works for Beacon Insurance.\n- Mateo reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27621", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Omar.\n- Elena works for Meridian Bank.\n- Omar reports to Leila.\n- Mara works for Cedar Retail Group.\n- Ravi works for Summit Energy.\n- Cedar Retail Group is headquartered in Valencia.\n- Omar works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Leila reports to Sanne.\n- Meridian Bank was founded in 1983.\n- Meridian Bank is headquartered in Leeds.\n- Mei reports to Ravi.\n- Cedar Retail Group was founded in 1998.\n- Sanne works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2010.\n- Ravi reports to Elena.\n- Sanne reports to Deshawn.\n- Deshawn reports to Mara.\n- Summit Energy was founded in 2004.\n- Deshawn works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27623", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27624", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7147: employee Jonas M., hired 25 March 2022, separated 18 December 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-7147 under the controlling rules.", "criteria": {"0": "$5,550", "1": "$5,500", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27625", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Northwind Systems was founded in 2015.\n- Aisha works for Cedar Retail Group.\n- Amara reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Lattice Analytics was founded in 1984.\n- Aisha reports to Mara.\n- Elena works for Northwind Systems.\n- Lattice Analytics is headquartered in Valencia.\n- Amara works for Atlas Freight.\n- Pablo reports to Deshawn.\n- Cedar Retail Group was founded in 1987.\n- Mara works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Atlas Freight was founded in 2015.\n- Northwind Systems is headquartered in Halifax.\n- Omar reports to Elena.\n- Atlas Freight is headquartered in Cork.\n- Nadia reports to Pablo.\n- Mara reports to Sofia.\n- Elena reports to Amara.\n- Pablo works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Sofia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Brno.\n- Hana reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Aisha reports to Dmitri.\n- Dmitri reports to Anders.\n- Chiara works for Bluepine Aviation.\n- Anders works for Beacon Insurance.\n- Viktor reports to Mara.\n- Crescent Telecom was founded in 2009.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Lucia reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Mara reports to Chiara.\n- Beacon Insurance was founded in 1978.\n- Dmitri works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1990.\n- Chiara reports to Tobias.\n- Ironwood Manufacturing was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Halifax.\n- Leila works for Atlas Freight.\n- Summit Energy is headquartered in Nagoya.\n- Chiara reports to Tobias.\n- Wren works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Leila reports to Wren.\n- Atlas Freight is headquartered in Halifax.\n- Stefan reports to Felix.\n- Wren reports to Omar.\n- Cedar Retail Group is headquartered in Halifax.\n- Summit Energy was founded in 1981.\n- Stefan works for Cedar Retail Group.\n- Tobias reports to Stefan.\n- Atlas Freight was founded in 1997.\n- Omar reports to Chiara.\n- Tobias works for Atlas Freight.\n- Felix reports to Callum.\n- Cedar Retail Group was founded in 2012.\n- Chiara works for Cedar Retail Group.\n- Pinnacle Software was founded in 2015.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1987.\n- Fernhill Foods is headquartered in Brno.\n- Viktor reports to Sofia.\n- Deshawn reports to Priya.\n- Priya works for Bluepine Aviation.\n- Cobalt Health is headquartered in Halifax.\n- Mara works for Cobalt Health.\n- Mara reports to Anders.\n- Deshawn works for Fernhill Foods.\n- Cobalt Health was founded in 2012.\n- Sofia reports to Wren.\n- Cedar Retail Group was founded in 1995.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders works for Cobalt Health.\n- Priya reports to Mara.\n- Wren reports to Deshawn.\n- Yuki works for Cedar Retail Group.\n- Anders reports to Yuki.\n- Sofia works for Bluepine Aviation.\n- Fernhill Foods was founded in 2014.\n- Bluepine Aviation is headquartered in Lyon.\n- Viktor works for Cobalt Health.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27630", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2012.\n- Summit Energy is headquartered in Turku.\n- Tessa works for Summit Energy.\n- Zoya works for Northwind Systems.\n- Callum reports to Omar.\n- Sofia works for Summit Energy.\n- Stefan reports to Nadia.\n- Lattice Analytics is headquartered in Cork.\n- Zoya reports to Sofia.\n- Priya reports to Bruno.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Stefan works for Summit Energy.\n- Bruno reports to Deshawn.\n- Callum works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Lucia reports to Callum.\n- Omar reports to Zoya.\n- Deshawn reports to Stefan.\n- Chiara reports to Tessa.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Tessa reports to Lucia.\n- Cobalt Health is headquartered in Austin.\n- Northwind Systems is headquartered in Valencia.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Chiara works for Cobalt Health.\n- Omar works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Sofia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27632", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 October 2022): For employees hired on or after 10 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6594: employee Leila K., hired 22 May 2021, separated 09 November 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-6594 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,231", "2": "$9,231", "3": "$5,769"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6594 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27633", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3746: employee Emeka M., hired 05 September 2024, separated 12 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3746?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27634", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9829: employee Nadia M., hired 20 December 2021, separated 28 March 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2025-9829 under the controlling rules.", "criteria": {"0": "$13,308", "1": "$49,000", "2": "$11,308", "3": "$11,423"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27635", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27636", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27637", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mateo.\n- Fernhill Foods is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Tobias works for Fernhill Foods.\n- Atlas Freight was founded in 1994.\n- Chiara works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Pablo reports to Chiara.\n- Hana reports to Zoya.\n- Cobalt Health is headquartered in Oslo.\n- Omar reports to Deshawn.\n- Fernhill Foods was founded in 1997.\n- Hana works for Fernhill Foods.\n- Felix works for Cobalt Health.\n- Mateo works for Vantage Air.\n- Chiara reports to Stefan.\n- Yuki reports to Hana.\n- Tobias reports to Pablo.\n- Pablo works for Atlas Freight.\n- Omar works for Fernhill Foods.\n- Zoya reports to Felix.\n- Cobalt Health was founded in 1999.\n- Zoya works for Vantage Air.\n- Deshawn works for Fernhill Foods.\n- Yuki works for Cobalt Health.\n- Deshawn reports to Callum.\n- Stefan works for Vantage Air.\n- Callum works for Fernhill Foods.\n- Callum reports to Yuki.\n- Mateo reports to Omar.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1999.\n- Zoya works for Cedar Retail Group.\n- Atlas Freight was founded in 2015.\n- Felix reports to Dmitri.\n- Fernhill Foods was founded in 1977.\n- Zoya reports to Viktor.\n- Helios Logistics is headquartered in Austin.\n- Fernhill Foods is headquartered in Turku.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Yuki.\n- Lucia works for Cedar Retail Group.\n- Viktor reports to Elena.\n- Cedar Retail Group was founded in 2010.\n- Sanne reports to Pablo.\n- Atlas Freight is headquartered in Turku.\n- Sanne works for Atlas Freight.\n- Hana reports to Sanne.\n- Yuki reports to Lucia.\n- Elena works for Atlas Freight.\n- Pablo reports to Felix.\n- Yuki works for Atlas Freight.\n- Lucia reports to Zoya.\n- Viktor works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Turku.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27640", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27641", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Mateo reports to Lucia.\n- Amara works for Vantage Air.\n- Omar reports to Nadia.\n- Mei works for Vantage Air.\n- Deshawn reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Deshawn works for Vantage Air.\n- Omar works for Northwind Systems.\n- Amara reports to Pablo.\n- Ravi works for Vantage Air.\n- Nadia works for Cedar Retail Group.\n- Yuki works for Vantage Air.\n- Mei reports to Mateo.\n- Emeka works for Vantage Air.\n- Northwind Systems is headquartered in Tampere.\n- Lucia reports to Omar.\n- Pablo reports to Ravi.\n- Lucia works for Northwind Systems.\n- Summit Energy was founded in 2015.\n- Yuki reports to Mei.\n- Elena reports to Amara.\n- Northwind Systems was founded in 2000.\n- Vantage Air was founded in 1989.\n- Summit Energy is headquartered in Nagoya.\n- Ravi reports to Emeka.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 1992.\n- Pablo works for Northwind Systems.\n- Emeka reports to Deshawn.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27643", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-3 (VERSION 5, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8700: employee Omar R., hired 01 June 2021, separated 05 June 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8700?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Ironwood Manufacturing.\n- Mara works for Summit Energy.\n- Sanne reports to Mei.\n- Stefan reports to Sanne.\n- Beacon Insurance was founded in 1989.\n- Beacon Insurance is headquartered in Ghent.\n- Mara reports to Stefan.\n- Fernhill Foods is headquartered in Lyon.\n- Emeka works for Beacon Insurance.\n- Jonas reports to Mara.\n- Viktor works for Summit Energy.\n- Jonas works for Fernhill Foods.\n- Mei reports to Viktor.\n- Pablo works for Beacon Insurance.\n- Emeka reports to Jonas.\n- Summit Energy was founded in 1991.\n- Fernhill Foods was founded in 1994.\n- Viktor reports to Pablo.\n- Ironwood Manufacturing was founded in 1980.\n- Stefan works for Fernhill Foods.\n- Summit Energy is headquartered in Adelaide.\n- Mei works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27645", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7848: employee Chiara B., hired 04 March 2023, separated 04 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7848?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27646", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1986.\n- Stefan reports to Jonas.\n- Bluepine Aviation was founded in 1982.\n- Kenji reports to Anders.\n- Fernhill Foods was founded in 2013.\n- Kenji works for Fernhill Foods.\n- Tobias reports to Priya.\n- Amara reports to Sofia.\n- Stefan works for Beacon Insurance.\n- Priya reports to Amara.\n- Sofia reports to Stefan.\n- Anders reports to Zoya.\n- Sofia works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Jonas reports to Sanne.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1996.\n- Priya works for Beacon Insurance.\n- Anders works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Adelaide.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Jonas works for Ironwood Manufacturing.\n- Zoya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27648", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27649", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3230: employee Nadia A., hired 13 April 2023, separated 03 January 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-3230 under the controlling rules.", "criteria": {"0": "$2,125", "1": "$3,188", "2": "$13,542", "3": "$3,125"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27650", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6328: employee Omar R., hired 20 February 2022, separated 03 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6328?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27651", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1398: employee Chiara R., hired 12 February 2021, separated 27 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1398?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27652", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 02 January 2025): For employees hired on or after 02 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8773: employee Lucia M., hired 08 May 2023, separated 29 July 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2026-8773 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$4,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27653", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mei.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Stefan reports to Pablo.\n- Felix reports to Stefan.\n- Emeka reports to Sofia.\n- Summit Energy is headquartered in Halifax.\n- Chiara works for Helios Logistics.\n- Chiara reports to Ravi.\n- Beacon Insurance was founded in 2014.\n- Dmitri reports to Felix.\n- Crescent Telecom was founded in 1976.\n- Dmitri works for Beacon Insurance.\n- Ravi reports to Emeka.\n- Helios Logistics is headquartered in Adelaide.\n- Sofia works for Crescent Telecom.\n- Pablo works for Helios Logistics.\n- Pablo reports to Chiara.\n- Crescent Telecom is headquartered in Malmo.\n- Helios Logistics was founded in 1995.\n- Sofia reports to Callum.\n- Felix works for Helios Logistics.\n- Mei works for Summit Energy.\n- Beacon Insurance is headquartered in Halifax.\n- Callum works for Summit Energy.\n- Emeka works for Beacon Insurance.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27655", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1881: employee Sanne T., hired 23 December 2023, separated 23 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1881?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27656", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 22 June 2023): For employees hired on or after 22 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8936: employee Sanne B., hired 11 December 2019, separated 08 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8936?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8936 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2007.\n- Ravi reports to Mateo.\n- Crescent Telecom is headquartered in Bergen.\n- Mateo reports to Lucia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Brno.\n- Lucia reports to Kenji.\n- Lucia works for Crescent Telecom.\n- Kenji works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1996.\n- Dmitri works for Atlas Freight.\n- Felix reports to Ravi.\n- Kenji reports to Tessa.\n- Tessa reports to Pablo.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Dmitri reports to Felix.\n- Felix works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2000.\n- Atlas Freight is headquartered in Basel.\n- Tessa works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27658", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3784: employee Bruno A., hired 22 July 2021, separated 26 August 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-3784 under the controlling rules.", "criteria": {"0": "$9,150", "1": "$8,150", "2": "$39,650", "3": "$9,225"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27659", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27660", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Mei reports to Felix.\n- Northwind Systems was founded in 2012.\n- Omar works for Ironwood Manufacturing.\n- Callum works for Pinnacle Software.\n- Vantage Air was founded in 2013.\n- Felix reports to Pablo.\n- Callum reports to Mateo.\n- Zoya reports to Mei.\n- Northwind Systems is headquartered in Turku.\n- Pablo works for Ironwood Manufacturing.\n- Nadia works for Vantage Air.\n- Mei works for Vantage Air.\n- Mateo works for Ironwood Manufacturing.\n- Nadia reports to Zoya.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Felix works for Ironwood Manufacturing.\n- Pablo reports to Callum.\n- Vantage Air is headquartered in Malmo.\n- Omar reports to Nadia.\n- Pinnacle Software was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2016", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27662", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27663", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Meridian Bank was founded in 1976.\n- Leila reports to Mei.\n- Felix works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Valencia.\n- Felix reports to Viktor.\n- Mei reports to Callum.\n- Mei works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Callum reports to Bruno.\n- Viktor reports to Elena.\n- Helios Logistics was founded in 2012.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1995.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1999.\n- Elena works for Meridian Bank.\n- Elena reports to Leila.\n- Bruno works for Meridian Bank.\n- Bruno reports to Deshawn.\n- Leila works for Helios Logistics.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Wren.\n- Aisha reports to Hana.\n- Helios Logistics is headquartered in Leeds.\n- Callum works for Cobalt Health.\n- Stefan works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Jonas reports to Mara.\n- Helios Logistics was founded in 2011.\n- Mateo reports to Sofia.\n- Jonas works for Helios Logistics.\n- Anders reports to Stefan.\n- Beacon Insurance is headquartered in Bergen.\n- Beacon Insurance was founded in 1985.\n- Mara works for Helios Logistics.\n- Stefan reports to Aisha.\n- Wren reports to Mei.\n- Mateo works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Sofia reports to Jonas.\n- Hana works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Aisha works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Atlas Freight was founded in 1989.\n- Mei reports to Ingrid.\n- Callum reports to Anders.\n- Cobalt Health was founded in 1998.\n- Atlas Freight is headquartered in Leeds.\n- Ingrid works for Helios Logistics.\n- Mara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27666", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 September 2025): For employees hired on or after 18 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9136: employee Hana B., hired 29 January 2022, separated 07 October 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9136?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27667", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4218: employee Chiara B., hired 30 December 2022, separated 18 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4218?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Bluepine Aviation is headquartered in Malmo.\n- Bluepine Aviation was founded in 2008.\n- Lucia reports to Hana.\n- Zoya reports to Yuki.\n- Lucia works for Atlas Freight.\n- Omar reports to Pablo.\n- Hana reports to Viktor.\n- Northwind Systems was founded in 2007.\n- Omar works for Bluepine Aviation.\n- Ravi reports to Lucia.\n- Viktor reports to Ingrid.\n- Zoya works for Northwind Systems.\n- Yuki reports to Omar.\n- Pablo works for Summit Energy.\n- Ravi works for Bluepine Aviation.\n- Summit Energy is headquartered in Valencia.\n- Hana works for Summit Energy.\n- Viktor works for Atlas Freight.\n- Dmitri works for Bluepine Aviation.\n- Summit Energy was founded in 1988.\n- Yuki works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Ingrid works for Northwind Systems.\n- Ingrid reports to Dmitri.\n- Atlas Freight was founded in 1975.\n- Dmitri reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Pablo.\n- Deshawn works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Beacon Insurance is headquartered in Austin.\n- Callum works for Crescent Telecom.\n- Beacon Insurance was founded in 1977.\n- Nadia reports to Deshawn.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn reports to Chiara.\n- Lucia reports to Anders.\n- Chiara works for Cedar Retail Group.\n- Pablo reports to Callum.\n- Chiara reports to Tessa.\n- Cedar Retail Group was founded in 1988.\n- Tessa reports to Lucia.\n- Nadia works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1981.\n- Ironwood Manufacturing was founded in 2015.\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Leeds.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Lattice Analytics is headquartered in Austin.\n- Tessa works for Helios Logistics.\n- Cobalt Health is headquartered in Porto.\n- Tessa reports to Jonas.\n- Dmitri reports to Stefan.\n- Cobalt Health was founded in 1997.\n- Atlas Freight is headquartered in Basel.\n- Stefan reports to Zoya.\n- Aisha works for Cobalt Health.\n- Zoya reports to Ravi.\n- Dmitri works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 2004.\n- Atlas Freight was founded in 1975.\n- Ravi works for Cobalt Health.\n- Lattice Analytics was founded in 2005.\n- Aisha reports to Tessa.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Dmitri.\n- Zoya works for Atlas Freight.\n- Helios Logistics is headquartered in Basel.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27671", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1985.\n- Meridian Bank is headquartered in Bergen.\n- Ingrid reports to Nadia.\n- Yuki works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.\n- Deshawn reports to Ingrid.\n- Callum works for Meridian Bank.\n- Priya reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Meridian Bank was founded in 1997.\n- Priya works for Lattice Analytics.\n- Callum reports to Priya.\n- Lattice Analytics was founded in 2008.\n- Yuki reports to Deshawn.\n- Ingrid works for Ironwood Manufacturing.\n- Stefan works for Meridian Bank.\n- Stefan reports to Callum.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Stefan.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27673", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1986.\n- Felix reports to Aisha.\n- Sofia reports to Tessa.\n- Kenji reports to Hana.\n- Sofia works for Summit Energy.\n- Pinnacle Software was founded in 1992.\n- Aisha works for Vantage Air.\n- Tessa works for Pinnacle Software.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Kenji works for Vantage Air.\n- Elena works for Summit Energy.\n- Callum reports to Elena.\n- Summit Energy was founded in 1991.\n- Omar reports to Dmitri.\n- Vantage Air is headquartered in Ghent.\n- Tessa reports to Kenji.\n- Hana works for Beacon Insurance.\n- Summit Energy is headquartered in Tallinn.\n- Zoya reports to Felix.\n- Felix works for Vantage Air.\n- Tobias reports to Zoya.\n- Omar works for Beacon Insurance.\n- Hana reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Dmitri reports to Callum.\n- Dmitri works for Beacon Insurance.\n- Pinnacle Software is headquartered in Cork.\n- Vantage Air was founded in 2005.\n- Elena reports to Sofia.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Austin.\n- Stefan works for Bluepine Aviation.\n- Mei reports to Zoya.\n- Beacon Insurance is headquartered in Cork.\n- Sanne reports to Wren.\n- Beacon Insurance was founded in 1994.\n- Priya reports to Deshawn.\n- Deshawn works for Cedar Retail Group.\n- Sanne works for Beacon Insurance.\n- Ingrid works for Atlas Freight.\n- Ingrid reports to Callum.\n- Elena reports to Sanne.\n- Zoya reports to Ingrid.\n- Atlas Freight is headquartered in Cork.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2012.\n- Bluepine Aviation is headquartered in Ghent.\n- Elena works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Tobias works for Bluepine Aviation.\n- Priya works for Atlas Freight.\n- Bluepine Aviation was founded in 2014.\n- Atlas Freight was founded in 1985.\n- Anders works for Beacon Insurance.\n- Callum reports to Tobias.\n- Anders reports to Priya.\n- Zoya works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Wren reports to Stefan.\n- Stefan reports to Anders.\n- Tobias reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27676", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Viktor reports to Tessa.\n- Cedar Retail Group was founded in 1996.\n- Summit Energy is headquartered in Austin.\n- Tessa reports to Stefan.\n- Mateo works for Summit Energy.\n- Elena reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Priya reports to Viktor.\n- Cedar Retail Group is headquartered in Bergen.\n- Mateo reports to Elena.\n- Bluepine Aviation is headquartered in Bergen.\n- Stefan works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2002.\n- Hana works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Stefan reports to Mateo.\n- Hana reports to Priya.\n- Vantage Air is headquartered in Dunedin.\n- Vantage Air was founded in 2010.\n- Tessa works for Summit Energy.\n- Priya works for Cedar Retail Group.\n- Summit Energy was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27678", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1989.\n- Northwind Systems was founded in 2013.\n- Mara works for Bluepine Aviation.\n- Helios Logistics is headquartered in Valencia.\n- Mateo reports to Zoya.\n- Zoya reports to Elena.\n- Zoya works for Northwind Systems.\n- Viktor reports to Lucia.\n- Callum works for Lattice Analytics.\n- Mara reports to Ingrid.\n- Elena reports to Tessa.\n- Ingrid works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Lattice Analytics is headquartered in Austin.\n- Helios Logistics was founded in 1988.\n- Lattice Analytics was founded in 1981.\n- Northwind Systems is headquartered in Austin.\n- Bluepine Aviation is headquartered in Ghent.\n- Tessa works for Bluepine Aviation.\n- Ingrid reports to Mateo.\n- Priya reports to Mara.\n- Mateo works for Lattice Analytics.\n- Callum reports to Viktor.\n- Lucia works for Helios Logistics.\n- Tessa reports to Callum.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27680", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3499: employee Aisha T., hired 23 October 2022, separated 14 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3499?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2012.\n- Meridian Bank was founded in 1985.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mei works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Wren works for Ironwood Manufacturing.\n- Lucia works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Mei reports to Mara.\n- Aisha works for Helios Logistics.\n- Zoya works for Meridian Bank.\n- Mara reports to Ingrid.\n- Bruno reports to Aisha.\n- Helios Logistics is headquartered in Brno.\n- Mara works for Ironwood Manufacturing.\n- Zoya reports to Bruno.\n- Ironwood Manufacturing was founded in 1987.\n- Ingrid reports to Pablo.\n- Pablo works for Helios Logistics.\n- Bruno works for Meridian Bank.\n- Helios Logistics was founded in 2008.\n- Meridian Bank is headquartered in Oslo.\n- Lucia reports to Callum.\n- Atlas Freight is headquartered in Leeds.\n- Wren reports to Mei.\n- Aisha reports to Lucia.\n- Pablo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Leeds", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27682", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1323: employee Anders S., hired 14 December 2023, separated 08 December 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-1323 under the controlling rules.", "criteria": {"0": "$10,885", "1": "$10,385", "2": "$45,000", "3": "$6,490"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27683", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7590: employee Deshawn M., hired 24 July 2024, separated 05 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7590?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27684", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-6 (VERSION 7, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7998: employee Aisha T., hired 13 February 2022, separated 03 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7998?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27685", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1491: employee Stefan K., hired 15 July 2022, separated 24 June 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-1491 under the controlling rules.", "criteria": {"0": "$6,962", "1": "$6,462", "2": "$6,577", "3": "$28,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27686", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4012: employee Bruno S., hired 31 May 2023, separated 16 March 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-4012 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,500", "2": "$4,000", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Omar reports to Sofia.\n- Fernhill Foods is headquartered in Brno.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 1977.\n- Northwind Systems is headquartered in Malmo.\n- Fernhill Foods was founded in 2010.\n- Atlas Freight is headquartered in Brno.\n- Emeka works for Cedar Retail Group.\n- Viktor works for Atlas Freight.\n- Viktor reports to Ingrid.\n- Sofia reports to Callum.\n- Cedar Retail Group was founded in 1980.\n- Ingrid reports to Omar.\n- Emeka reports to Ravi.\n- Cedar Retail Group is headquartered in Turku.\n- Northwind Systems was founded in 1980.\n- Felix reports to Viktor.\n- Sofia works for Atlas Freight.\n- Callum works for Fernhill Foods.\n- Ravi works for Atlas Freight.\n- Omar works for Cedar Retail Group.\n- Callum reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27688", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27689", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1981.\n- Callum reports to Sofia.\n- Callum works for Lattice Analytics.\n- Wren reports to Nadia.\n- Atlas Freight was founded in 2013.\n- Atlas Freight is headquartered in Malmo.\n- Aisha works for Vantage Air.\n- Wren works for Lattice Analytics.\n- Pablo reports to Wren.\n- Leila reports to Pablo.\n- Cobalt Health was founded in 1986.\n- Vantage Air is headquartered in Leeds.\n- Stefan works for Atlas Freight.\n- Aisha reports to Leila.\n- Sofia reports to Stefan.\n- Sofia works for Vantage Air.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Callum.\n- Cobalt Health is headquartered in Malmo.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 1995.\n- Leila works for Lattice Analytics.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27691", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2003.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Mei reports to Deshawn.\n- Aisha works for Beacon Insurance.\n- Tessa reports to Zoya.\n- Beacon Insurance is headquartered in Bergen.\n- Deshawn reports to Aisha.\n- Stefan reports to Mei.\n- Felix works for Fernhill Foods.\n- Zoya reports to Felix.\n- Deshawn works for Cedar Retail Group.\n- Aisha reports to Sanne.\n- Beacon Insurance was founded in 1981.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group was founded in 1988.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Tessa.\n- Lattice Analytics is headquartered in Basel.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Tessa works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Kenji reports to Emeka.\n- Ravi works for Vantage Air.\n- Stefan reports to Dmitri.\n- Yuki reports to Ravi.\n- Ingrid works for Vantage Air.\n- Ironwood Manufacturing was founded in 2006.\n- Pinnacle Software was founded in 2014.\n- Omar reports to Ingrid.\n- Lucia works for Pinnacle Software.\n- Crescent Telecom is headquartered in Porto.\n- Mei reports to Omar.\n- Dmitri works for Crescent Telecom.\n- Vantage Air is headquartered in Dunedin.\n- Stefan works for Pinnacle Software.\n- Yuki works for Ironwood Manufacturing.\n- Kenji works for Crescent Telecom.\n- Lucia reports to Mei.\n- Emeka works for Vantage Air.\n- Ingrid reports to Kenji.\n- Dmitri reports to Pablo.\n- Felix reports to Yuki.\n- Ironwood Manufacturing is headquartered in Porto.\n- Crescent Telecom was founded in 2007.\n- Pablo reports to Felix.\n- Vantage Air was founded in 1999.\n- Pinnacle Software is headquartered in Dunedin.\n- Felix works for Crescent Telecom.\n- Mei works for Ironwood Manufacturing.\n- Ravi reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27694", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27695", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6477: employee Elena S., hired 15 November 2020, separated 16 July 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-6477 under the controlling rules.", "criteria": {"0": "$48,533", "1": "$11,200", "2": "$12,200", "3": "$11,100"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27696", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Wren works for Bluepine Aviation.\n- Elena reports to Wren.\n- Helios Logistics was founded in 1997.\n- Fernhill Foods was founded in 2002.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ravi works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Ghent.\n- Wren reports to Priya.\n- Elena works for Helios Logistics.\n- Priya works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2004.\n- Ravi reports to Lucia.\n- Stefan reports to Elena.\n- Bluepine Aviation was founded in 1977.\n- Stefan works for Helios Logistics.\n- Lucia reports to Ingrid.\n- Helios Logistics is headquartered in Leeds.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Stefan.\n- Lucia works for Bluepine Aviation.\n- Viktor works for Ironwood Manufacturing.\n- Priya reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27698", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27699", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27700", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27701", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27702", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27703", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Elena works for Atlas Freight.\n- Jonas reports to Dmitri.\n- Mateo works for Crescent Telecom.\n- Atlas Freight was founded in 1981.\n- Crescent Telecom was founded in 2014.\n- Atlas Freight is headquartered in Halifax.\n- Elena reports to Anders.\n- Lattice Analytics is headquartered in Cork.\n- Kenji reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Cobalt Health was founded in 2015.\n- Jonas works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Dmitri works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Anders reports to Kenji.\n- Ingrid reports to Mateo.\n- Cobalt Health is headquartered in Tampere.\n- Omar works for Crescent Telecom.\n- Stefan reports to Omar.\n- Mateo reports to Tessa.\n- Kenji works for Cobalt Health.\n- Anders works for Lattice Analytics.\n- Omar reports to Ingrid.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27705", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1335: employee Anders M., hired 04 October 2020, separated 12 September 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2025-1335 under the controlling rules.", "criteria": {"0": "$12,950", "1": "$56,117", "2": "$12,863", "3": "$12,450"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27706", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27707", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4307: employee Deshawn T., hired 29 August 2021, separated 24 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4307?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Tessa works for Vantage Air.\n- Cobalt Health is headquartered in Basel.\n- Leila works for Fernhill Foods.\n- Stefan works for Cobalt Health.\n- Mei works for Cedar Retail Group.\n- Bruno works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Stefan reports to Tessa.\n- Chiara reports to Stefan.\n- Cedar Retail Group was founded in 1995.\n- Fernhill Foods was founded in 2007.\n- Leila reports to Bruno.\n- Elena reports to Ravi.\n- Amara reports to Elena.\n- Ravi reports to Mei.\n- Bruno reports to Callum.\n- Ravi works for Cedar Retail Group.\n- Callum reports to Amara.\n- Vantage Air is headquartered in Halifax.\n- Mei reports to Chiara.\n- Sofia reports to Leila.\n- Tessa reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Vantage Air was founded in 2006.\n- Elena works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Sofia works for Fernhill Foods.\n- Cobalt Health was founded in 2003.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27709", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27710", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 16 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1940: employee Sofia B., hired 10 January 2023, separated 24 April 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1940?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1940 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27711", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7550: employee Zoya K., hired 03 January 2025, separated 04 April 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7550?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27712", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3852: employee Yuki A., hired 31 March 2023, separated 28 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3852?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27713", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 March 2023): For employees hired on or after 02 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7527: employee Bruno S., hired 17 September 2020, separated 15 March 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-7527 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$4,000", "2": "$5,000", "3": "$4,375"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1986.\n- Lattice Analytics is headquartered in Bergen.\n- Amara reports to Elena.\n- Amara works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Aisha reports to Callum.\n- Northwind Systems is headquartered in Porto.\n- Chiara reports to Aisha.\n- Cobalt Health is headquartered in Porto.\n- Elena works for Lattice Analytics.\n- Summit Energy is headquartered in Leeds.\n- Cobalt Health was founded in 1986.\n- Sanne works for Summit Energy.\n- Elena reports to Anders.\n- Anders reports to Chiara.\n- Stefan works for Northwind Systems.\n- Stefan reports to Amara.\n- Lattice Analytics was founded in 1989.\n- Anders works for Lattice Analytics.\n- Northwind Systems was founded in 1987.\n- Chiara works for Cobalt Health.\n- Aisha works for Lattice Analytics.\n- Callum reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27715", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27716", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 50980\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27717", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2481: employee Ingrid K., hired 21 September 2022, separated 23 August 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2481?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27718", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3865: employee Chiara K., hired 01 August 2022, separated 21 March 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3865?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Callum reports to Lucia.\n- Beacon Insurance was founded in 1986.\n- Zoya reports to Callum.\n- Nadia reports to Emeka.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Viktor reports to Chiara.\n- Emeka works for Pinnacle Software.\n- Helios Logistics is headquartered in Dunedin.\n- Chiara reports to Mara.\n- Sanne reports to Yuki.\n- Viktor works for Pinnacle Software.\n- Chiara works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Tobias reports to Zoya.\n- Helios Logistics was founded in 2011.\n- Northwind Systems was founded in 1987.\n- Yuki works for Beacon Insurance.\n- Anders reports to Tobias.\n- Mara reports to Anders.\n- Callum works for Helios Logistics.\n- Mara works for Beacon Insurance.\n- Tobias works for Northwind Systems.\n- Pinnacle Software is headquartered in Leeds.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 1981.\n- Yuki reports to Nadia.\n- Lucia reports to Sanne.\n- Northwind Systems is headquartered in Leeds.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27721", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2435: employee Elena T., hired 05 September 2021, separated 05 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2435?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Valencia.\n- Leila reports to Amara.\n- Sanne works for Meridian Bank.\n- Anders works for Summit Energy.\n- Lucia works for Bluepine Aviation.\n- Callum reports to Leila.\n- Summit Energy is headquartered in Lyon.\n- Sanne reports to Kenji.\n- Helios Logistics was founded in 1985.\n- Amara reports to Sanne.\n- Kenji reports to Jonas.\n- Jonas works for Bluepine Aviation.\n- Omar reports to Dmitri.\n- Dmitri works for Bluepine Aviation.\n- Callum works for Meridian Bank.\n- Lucia reports to Wren.\n- Bluepine Aviation was founded in 2003.\n- Tobias works for Summit Energy.\n- Amara works for Summit Energy.\n- Leila works for Summit Energy.\n- Helios Logistics is headquartered in Bergen.\n- Summit Energy was founded in 2008.\n- Jonas reports to Lucia.\n- Omar works for Helios Logistics.\n- Kenji works for Meridian Bank.\n- Tobias reports to Omar.\n- Anders reports to Callum.\n- Wren reports to Tobias.\n- Wren works for Bluepine Aviation.\n- Meridian Bank was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Lucia reports to Dmitri.\n- Priya works for Helios Logistics.\n- Hana works for Vantage Air.\n- Emeka reports to Leila.\n- Tessa reports to Hana.\n- Stefan reports to Pablo.\n- Meridian Bank was founded in 1997.\n- Elena reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Chiara works for Vantage Air.\n- Dmitri works for Helios Logistics.\n- Stefan works for Meridian Bank.\n- Leila reports to Chiara.\n- Pablo reports to Elena.\n- Vantage Air was founded in 1996.\n- Ravi works for Bluepine Aviation.\n- Helios Logistics is headquartered in Oslo.\n- Bluepine Aviation was founded in 1995.\n- Elena works for Helios Logistics.\n- Dmitri reports to Priya.\n- Meridian Bank is headquartered in Oslo.\n- Tessa works for Vantage Air.\n- Chiara reports to Tessa.\n- Ravi reports to Lucia.\n- Priya reports to Stefan.\n- Helios Logistics was founded in 2007.\n- Vantage Air is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27724", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27725", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Wren reports to Leila.\n- Fernhill Foods is headquartered in Lyon.\n- Chiara reports to Deshawn.\n- Atlas Freight is headquartered in Leeds.\n- Pablo works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Deshawn works for Meridian Bank.\n- Tessa reports to Pablo.\n- Cedar Retail Group is headquartered in Malmo.\n- Atlas Freight was founded in 2004.\n- Leila reports to Mara.\n- Tessa works for Fernhill Foods.\n- Deshawn reports to Sanne.\n- Wren works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods was founded in 2014.\n- Mara reports to Tessa.\n- Mara works for Cedar Retail Group.\n- Leila works for Meridian Bank.\n- Pablo reports to Chiara.\n- Cedar Retail Group was founded in 1989.\n- Meridian Bank was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27727", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27728", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7718: employee Mara R., hired 26 August 2023, separated 25 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-7718 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$4,500", "2": "$17,333", "3": "$1,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27729", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "provision_access", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27730", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27731", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Zoya.\n- Helios Logistics is headquartered in Bergen.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Elena.\n- Meridian Bank was founded in 1986.\n- Cobalt Health is headquartered in Brno.\n- Kenji reports to Ravi.\n- Priya works for Meridian Bank.\n- Zoya reports to Kenji.\n- Omar reports to Priya.\n- Tobias works for Northwind Systems.\n- Cobalt Health was founded in 1994.\n- Helios Logistics was founded in 1976.\n- Priya reports to Tobias.\n- Northwind Systems is headquartered in Ghent.\n- Dmitri reports to Omar.\n- Kenji works for Cobalt Health.\n- Meridian Bank is headquartered in Ghent.\n- Elena works for Meridian Bank.\n- Ravi reports to Ingrid.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Yuki works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Omar works for Helios Logistics.\n- Zoya works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Sanne reports to Dmitri.\n- Tobias reports to Yuki.\n- Elena reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27733", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2543: employee Hana K., hired 01 June 2024, separated 29 October 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-2543 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$5,600", "2": "$34,667", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27734", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27735", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 1975.\n- Fernhill Foods is headquartered in Valencia.\n- Mei works for Fernhill Foods.\n- Callum works for Fernhill Foods.\n- Anders reports to Sofia.\n- Jonas reports to Anders.\n- Sofia reports to Viktor.\n- Vantage Air was founded in 2004.\n- Chiara reports to Mei.\n- Viktor reports to Hana.\n- Crescent Telecom is headquartered in Malmo.\n- Leila works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Chiara works for Vantage Air.\n- Bruno reports to Priya.\n- Leila reports to Jonas.\n- Jonas works for Vantage Air.\n- Priya reports to Leila.\n- Crescent Telecom was founded in 1983.\n- Stefan works for Fernhill Foods.\n- Hana works for Vantage Air.\n- Hana reports to Stefan.\n- Viktor works for Fernhill Foods.\n- Anders works for Crescent Telecom.\n- Stefan reports to Callum.\n- Sofia works for Crescent Telecom.\n- Mei reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27737", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27738", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "control_lights", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2008.\n- Pinnacle Software was founded in 1998.\n- Aisha works for Bluepine Aviation.\n- Nadia works for Ironwood Manufacturing.\n- Jonas works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Priya reports to Deshawn.\n- Ravi reports to Viktor.\n- Nadia reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Lattice Analytics was founded in 1994.\n- Bluepine Aviation was founded in 2009.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Viktor reports to Elena.\n- Elena reports to Aisha.\n- Bluepine Aviation is headquartered in Tampere.\n- Pinnacle Software is headquartered in Basel.\n- Deshawn reports to Jonas.\n- Aisha reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27740", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27741", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 March 2023): For employees hired on or after 04 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7316: employee Bruno A., hired 16 March 2021, separated 20 July 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-7316 under the controlling rules.", "criteria": {"0": "$13,385", "1": "$58,000", "2": "$13,269", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27742", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7324: employee Tobias M., hired 09 June 2023, separated 20 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7324?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Priya works for Beacon Insurance.\n- Priya reports to Leila.\n- Mara works for Beacon Insurance.\n- Lattice Analytics was founded in 1987.\n- Atlas Freight was founded in 1975.\n- Cedar Retail Group was founded in 1993.\n- Sofia works for Atlas Freight.\n- Chiara works for Lattice Analytics.\n- Mei reports to Deshawn.\n- Stefan works for Atlas Freight.\n- Stefan reports to Viktor.\n- Cedar Retail Group is headquartered in Dunedin.\n- Leila reports to Mei.\n- Atlas Freight is headquartered in Tampere.\n- Viktor reports to Sofia.\n- Deshawn reports to Stefan.\n- Lattice Analytics is headquartered in Tampere.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara reports to Chiara.\n- Chiara reports to Tessa.\n- Beacon Insurance was founded in 1993.\n- Deshawn works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Leila works for Lattice Analytics.\n- Viktor works for Cedar Retail Group.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ingrid.\n- Fernhill Foods is headquartered in Tampere.\n- Pablo works for Lattice Analytics.\n- Ingrid reports to Kenji.\n- Omar reports to Pablo.\n- Deshawn reports to Felix.\n- Meridian Bank is headquartered in Tampere.\n- Lattice Analytics was founded in 2002.\n- Kenji reports to Emeka.\n- Dmitri reports to Sofia.\n- Kenji works for Meridian Bank.\n- Deshawn works for Lattice Analytics.\n- Emeka reports to Deshawn.\n- Sofia reports to Omar.\n- Emeka works for Fernhill Foods.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Chiara works for Meridian Bank.\n- Ingrid works for Lattice Analytics.\n- Felix reports to Chiara.\n- Bluepine Aviation was founded in 2009.\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Lattice Analytics is headquartered in Tampere.\n- Sofia works for Meridian Bank.\n- Omar works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27745", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 94827 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27746", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2339: employee Lucia R., hired 26 October 2022, separated 09 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2339?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Aisha works for Bluepine Aviation.\n- Chiara works for Cobalt Health.\n- Hana works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Northwind Systems was founded in 1991.\n- Tessa reports to Aisha.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Felix works for Helios Logistics.\n- Stefan works for Northwind Systems.\n- Tessa works for Bluepine Aviation.\n- Chiara reports to Felix.\n- Leila reports to Pablo.\n- Felix reports to Tessa.\n- Helios Logistics is headquartered in Leeds.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Aisha reports to Stefan.\n- Bluepine Aviation was founded in 2010.\n- Cobalt Health was founded in 1986.\n- Helios Logistics was founded in 2012.\n- Ingrid reports to Hana.\n- Hana reports to Mara.\n- Pablo reports to Ingrid.\n- Stefan reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27748", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27749", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27750", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27751", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27752", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 February 2023): For employees hired on or after 03 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3652: employee Dmitri B., hired 13 September 2021, separated 24 June 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3652?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27753", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27754", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2533: employee Lucia S., hired 24 July 2022, separated 08 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2533?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27755", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27756", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4606: employee Sanne A., hired 01 February 2021, separated 09 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4606?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Vantage Air is headquartered in Adelaide.\n- Bruno works for Ironwood Manufacturing.\n- Bruno reports to Kenji.\n- Vantage Air was founded in 1993.\n- Wren reports to Stefan.\n- Pablo reports to Bruno.\n- Nadia works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Bluepine Aviation was founded in 2011.\n- Meridian Bank is headquartered in Cork.\n- Kenji works for Bluepine Aviation.\n- Kenji reports to Wren.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Stefan reports to Tobias.\n- Bluepine Aviation is headquartered in Basel.\n- Mateo works for Bluepine Aviation.\n- Tobias reports to Mateo.\n- Stefan works for Ironwood Manufacturing.\n- Chiara reports to Nadia.\n- Meridian Bank was founded in 1991.\n- Wren works for Bluepine Aviation.\n- Nadia reports to Pablo.\n- Tobias works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27758", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27759", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4382: employee Elena K., hired 21 August 2021, separated 27 April 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-4382 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$5,550", "2": "$24,267", "3": "$6,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27760", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-3 (VERSION 7, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2498: employee Priya T., hired 28 March 2020, separated 26 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2025-2498 under the controlling rules.", "criteria": {"0": "$22,050", "1": "$19,500", "2": "$84,500", "3": "$17,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27761", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1782: employee Wren B., hired 04 February 2023, separated 18 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1782?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27762", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27763", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27764", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1976.\n- Dmitri works for Vantage Air.\n- Hana reports to Ravi.\n- Vantage Air was founded in 1982.\n- Lattice Analytics was founded in 1987.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Dmitri reports to Deshawn.\n- Beacon Insurance was founded in 1981.\n- Tobias reports to Mara.\n- Ravi works for Vantage Air.\n- Emeka works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Tessa reports to Leila.\n- Jonas reports to Yuki.\n- Yuki reports to Viktor.\n- Mara reports to Emeka.\n- Beacon Insurance is headquartered in Cork.\n- Yuki works for Atlas Freight.\n- Tobias works for Beacon Insurance.\n- Vantage Air is headquartered in Ghent.\n- Ravi reports to Tobias.\n- Lattice Analytics is headquartered in Dunedin.\n- Leila reports to Dmitri.\n- Leila works for Atlas Freight.\n- Tessa works for Beacon Insurance.\n- Mara works for Lattice Analytics.\n- Deshawn reports to Hana.\n- Deshawn works for Vantage Air.\n- Hana works for Atlas Freight.\n- Emeka reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mei.\n- Deshawn reports to Kenji.\n- Sofia reports to Deshawn.\n- Kenji reports to Pablo.\n- Felix reports to Mara.\n- Lucia works for Northwind Systems.\n- Pablo reports to Yuki.\n- Mateo works for Northwind Systems.\n- Leila works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Yuki works for Northwind Systems.\n- Fernhill Foods is headquartered in Brno.\n- Kenji works for Fernhill Foods.\n- Mei works for Beacon Insurance.\n- Fernhill Foods was founded in 1979.\n- Mara reports to Leila.\n- Northwind Systems is headquartered in Turku.\n- Sofia works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Mara works for Helios Logistics.\n- Lucia reports to Sanne.\n- Mei reports to Felix.\n- Sanne works for Fernhill Foods.\n- Helios Logistics is headquartered in Halifax.\n- Mateo reports to Lucia.\n- Northwind Systems was founded in 1986.\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 2001.\n- Helios Logistics was founded in 1979.\n- Leila reports to Sofia.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1974", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27767", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27768", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5904: employee Stefan K., hired 30 April 2023, separated 08 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5904?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Felix.\n- Hana reports to Mei.\n- Omar works for Meridian Bank.\n- Deshawn reports to Leila.\n- Sofia works for Meridian Bank.\n- Fernhill Foods is headquartered in Bergen.\n- Zoya works for Beacon Insurance.\n- Mara works for Meridian Bank.\n- Deshawn works for Fernhill Foods.\n- Ravi works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Zoya reports to Tobias.\n- Beacon Insurance is headquartered in Nagoya.\n- Fernhill Foods was founded in 1978.\n- Tobias reports to Deshawn.\n- Amara works for Atlas Freight.\n- Beacon Insurance was founded in 1993.\n- Felix reports to Amara.\n- Mei reports to Mara.\n- Mara reports to Omar.\n- Tobias works for Meridian Bank.\n- Ravi reports to Hana.\n- Meridian Bank is headquartered in Nagoya.\n- Hana works for Atlas Freight.\n- Omar reports to Zoya.\n- Meridian Bank was founded in 1998.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Amara reports to Sofia.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27770", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6231: employee Wren S., hired 14 August 2020, separated 28 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6231?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6231 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Sanne.\n- Nadia reports to Leila.\n- Emeka works for Cobalt Health.\n- Amara reports to Nadia.\n- Tessa reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Austin.\n- Deshawn works for Fernhill Foods.\n- Nadia works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Crescent Telecom was founded in 1976.\n- Cobalt Health is headquartered in Austin.\n- Kenji works for Ironwood Manufacturing.\n- Yuki reports to Emeka.\n- Kenji reports to Yuki.\n- Deshawn reports to Stefan.\n- Jonas works for Crescent Telecom.\n- Stefan reports to Wren.\n- Wren works for Ironwood Manufacturing.\n- Jonas reports to Kenji.\n- Cobalt Health was founded in 1990.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Sanne reports to Tessa.\n- Sanne works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2008.\n- Tessa works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Nagoya.\n- Stefan works for Ironwood Manufacturing.\n- Wren reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27772", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27773", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 10902\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27775", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Dmitri works for Bluepine Aviation.\n- Mara works for Helios Logistics.\n- Fernhill Foods was founded in 1990.\n- Meridian Bank was founded in 2007.\n- Helios Logistics was founded in 2005.\n- Emeka reports to Ingrid.\n- Mara reports to Emeka.\n- Bluepine Aviation was founded in 1975.\n- Bluepine Aviation is headquartered in Turku.\n- Viktor works for Bluepine Aviation.\n- Emeka works for Fernhill Foods.\n- Meridian Bank is headquartered in Tampere.\n- Anders reports to Dmitri.\n- Zoya reports to Ravi.\n- Anders works for Bluepine Aviation.\n- Helios Logistics is headquartered in Porto.\n- Sofia reports to Zoya.\n- Ravi works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Ingrid reports to Priya.\n- Dmitri reports to Mara.\n- Viktor reports to Sofia.\n- Fernhill Foods is headquartered in Nagoya.\n- Priya works for Bluepine Aviation.\n- Priya reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Sanne reports to Stefan.\n- Elena reports to Leila.\n- Kenji works for Crescent Telecom.\n- Sanne works for Lattice Analytics.\n- Jonas reports to Kenji.\n- Lattice Analytics was founded in 1987.\n- Callum works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Malmo.\n- Cedar Retail Group was founded in 2006.\n- Callum reports to Elena.\n- Cedar Retail Group is headquartered in Brno.\n- Leila works for Cedar Retail Group.\n- Kenji reports to Zoya.\n- Yuki works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Lucia reports to Jonas.\n- Cobalt Health was founded in 1996.\n- Elena works for Lattice Analytics.\n- Jonas works for Crescent Telecom.\n- Lattice Analytics is headquartered in Turku.\n- Stefan works for Cedar Retail Group.\n- Cobalt Health is headquartered in Nagoya.\n- Crescent Telecom was founded in 1985.\n- Leila reports to Lucia.\n- Yuki reports to Callum.\n- Zoya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27778", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27779", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27780", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27781", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7543: employee Aisha T., hired 16 February 2024, separated 24 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7543?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27782", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27783", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 June 2025): For employees hired on or after 14 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9122: employee Aisha T., hired 02 February 2023, separated 04 July 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9122?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27784", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27785", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 12435 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27786", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 July 2023): For employees hired on or after 04 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5904: employee Wren R., hired 14 May 2021, separated 18 September 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-5904 under the controlling rules.", "criteria": {"0": "$1,400", "1": "$3,400", "2": "$14,733", "3": "$3,450"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Meridian Bank was founded in 2007.\n- Pablo works for Northwind Systems.\n- Fernhill Foods was founded in 1976.\n- Anders reports to Felix.\n- Elena reports to Callum.\n- Yuki works for Fernhill Foods.\n- Pablo reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Elena works for Fernhill Foods.\n- Crescent Telecom is headquartered in Oslo.\n- Deshawn reports to Jonas.\n- Deshawn works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Jonas reports to Dmitri.\n- Yuki reports to Anders.\n- Crescent Telecom was founded in 1996.\n- Fernhill Foods is headquartered in Brno.\n- Emeka reports to Yuki.\n- Dmitri reports to Elena.\n- Northwind Systems was founded in 1989.\n- Jonas works for Northwind Systems.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Felix reports to Deshawn.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27788", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7714: employee Yuki R., hired 04 March 2023, separated 23 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7714?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27789", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27790", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Cork.\n- Zoya reports to Anders.\n- Leila reports to Callum.\n- Callum reports to Hana.\n- Beacon Insurance was founded in 1990.\n- Zoya works for Fernhill Foods.\n- Anders works for Pinnacle Software.\n- Fernhill Foods was founded in 1976.\n- Pinnacle Software was founded in 2007.\n- Anders reports to Chiara.\n- Chiara reports to Aisha.\n- Beacon Insurance is headquartered in Brno.\n- Mara works for Vantage Air.\n- Pablo reports to Stefan.\n- Leila works for Fernhill Foods.\n- Vantage Air was founded in 1975.\n- Stefan reports to Amara.\n- Vantage Air is headquartered in Cork.\n- Mara reports to Leila.\n- Chiara works for Pinnacle Software.\n- Nadia works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Amara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Brno.\n- Aisha works for Pinnacle Software.\n- Hana reports to Pablo.\n- Aisha reports to Nadia.\n- Pablo works for Vantage Air.\n- Amara reports to Zoya.\n- Hana works for Vantage Air.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Emeka reports to Yuki.\n- Deshawn works for Cobalt Health.\n- Omar reports to Lucia.\n- Cobalt Health is headquartered in Nagoya.\n- Amara reports to Kenji.\n- Atlas Freight was founded in 2013.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 1988.\n- Kenji reports to Emeka.\n- Lattice Analytics was founded in 1998.\n- Atlas Freight is headquartered in Nagoya.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Lucia works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Yuki reports to Omar.\n- Cobalt Health was founded in 2011.\n- Beacon Insurance is headquartered in Austin.\n- Amara works for Lattice Analytics.\n- Lucia reports to Deshawn.\n- Deshawn reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27793", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Nadia reports to Hana.\n- Crescent Telecom was founded in 1979.\n- Viktor reports to Aisha.\n- Crescent Telecom is headquartered in Halifax.\n- Chiara reports to Ingrid.\n- Leila works for Vantage Air.\n- Viktor works for Helios Logistics.\n- Dmitri reports to Mateo.\n- Helios Logistics is headquartered in Adelaide.\n- Dmitri works for Vantage Air.\n- Leila reports to Chiara.\n- Hana works for Ironwood Manufacturing.\n- Mateo reports to Viktor.\n- Deshawn works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Vantage Air is headquartered in Adelaide.\n- Ingrid works for Helios Logistics.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 1988.\n- Chiara works for Crescent Telecom.\n- Hana reports to Omar.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid reports to Deshawn.\n- Helios Logistics was founded in 2014.\n- Nadia works for Vantage Air.\n- Aisha reports to Leila.\n- Omar reports to Zoya.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya reports to Dmitri.\n- Ironwood Manufacturing was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1992.\n- Chiara reports to Hana.\n- Ingrid works for Cobalt Health.\n- Bluepine Aviation was founded in 2010.\n- Cedar Retail Group was founded in 2002.\n- Leila works for Cobalt Health.\n- Meridian Bank is headquartered in Lyon.\n- Chiara works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Nadia reports to Zoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Priya reports to Jonas.\n- Meridian Bank was founded in 1990.\n- Jonas works for Cedar Retail Group.\n- Aisha reports to Lucia.\n- Jonas reports to Aisha.\n- Hana reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Basel.\n- Ingrid reports to Priya.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Hana works for Cobalt Health.\n- Lucia reports to Leila.\n- Aisha works for Meridian Bank.\n- Leila reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2005", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27796", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2260: employee Chiara M., hired 27 October 2023, separated 23 February 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2260?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27797", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 September 2025): For employees hired on or after 23 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5798: employee Stefan M., hired 24 June 2023, separated 23 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5798?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27798", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 June 2025): For employees hired on or after 23 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5854: employee Nadia M., hired 23 May 2022, separated 27 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5854?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27799", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 13152, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "change_address", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27800", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9423: employee Kenji S., hired 03 March 2021, separated 04 February 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-9423 under the controlling rules.", "criteria": {"0": "$25,133", "1": "$5,300", "2": "$5,800", "3": "$5,850"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9423 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Beacon Insurance was founded in 1998.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Leila works for Lattice Analytics.\n- Summit Energy is headquartered in Turku.\n- Wren works for Lattice Analytics.\n- Hana works for Beacon Insurance.\n- Ravi reports to Zoya.\n- Hana reports to Aisha.\n- Pablo works for Lattice Analytics.\n- Leila reports to Hana.\n- Viktor reports to Pablo.\n- Lattice Analytics is headquartered in Turku.\n- Aisha reports to Wren.\n- Wren reports to Mateo.\n- Ravi works for Lattice Analytics.\n- Ingrid works for Beacon Insurance.\n- Mateo reports to Ingrid.\n- Mateo works for Summit Energy.\n- Ingrid reports to Viktor.\n- Aisha works for Summit Energy.\n- Zoya reports to Leila.\n- Pinnacle Software is headquartered in Turku.\n- Summit Energy was founded in 1976.\n- Pinnacle Software was founded in 2006.\n- Beacon Insurance is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27802", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Mei reports to Kenji.\n- Kenji works for Helios Logistics.\n- Northwind Systems was founded in 1978.\n- Ingrid works for Helios Logistics.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Amara.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Mateo.\n- Northwind Systems is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Leeds.\n- Mara reports to Leila.\n- Leila works for Northwind Systems.\n- Amara works for Cedar Retail Group.\n- Ingrid reports to Felix.\n- Felix reports to Mara.\n- Lucia reports to Ingrid.\n- Kenji reports to Lucia.\n- Helios Logistics is headquartered in Valencia.\n- Lucia works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Felix works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1986.\n- Cedar Retail Group was founded in 2015.\n- Mara works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2008.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27804", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Nagoya.\n- Stefan reports to Elena.\n- Aisha reports to Stefan.\n- Elena reports to Emeka.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tessa works for Vantage Air.\n- Atlas Freight is headquartered in Austin.\n- Nadia works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Emeka reports to Mateo.\n- Helios Logistics is headquartered in Brno.\n- Atlas Freight was founded in 1997.\n- Aisha works for Helios Logistics.\n- Stefan works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2004.\n- Mateo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1990.\n- Vantage Air was founded in 1979.\n- Tessa reports to Nadia.\n- Nadia reports to Aisha.\n- Mei works for Vantage Air.\n- Mateo reports to Mei.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27806", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8090: employee Sofia K., hired 16 May 2023, separated 28 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8090?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27807", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 October 2025): For employees hired on or after 10 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-2963: employee Tobias S., hired 14 January 2023, separated 15 April 2027 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-2963?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-2963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Leila works for Ironwood Manufacturing.\n- Mei reports to Dmitri.\n- Summit Energy is headquartered in Nagoya.\n- Sanne works for Crescent Telecom.\n- Chiara reports to Deshawn.\n- Zoya reports to Kenji.\n- Stefan reports to Zoya.\n- Tessa works for Crescent Telecom.\n- Deshawn works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.\n- Dmitri reports to Chiara.\n- Mateo works for Ironwood Manufacturing.\n- Mei works for Summit Energy.\n- Cedar Retail Group was founded in 1992.\n- Crescent Telecom is headquartered in Leeds.\n- Dmitri works for Summit Energy.\n- Leila reports to Sanne.\n- Ironwood Manufacturing was founded in 1994.\n- Cedar Retail Group is headquartered in Nagoya.\n- Crescent Telecom was founded in 1997.\n- Kenji works for Cedar Retail Group.\n- Chiara works for Summit Energy.\n- Sanne reports to Mei.\n- Deshawn reports to Aisha.\n- Kenji reports to Leila.\n- Summit Energy was founded in 1979.\n- Mateo reports to Tessa.\n- Aisha reports to Mateo.\n- Zoya works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27809", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Austin.\n- Bruno reports to Felix.\n- Mateo works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Mateo reports to Deshawn.\n- Leila works for Bluepine Aviation.\n- Crescent Telecom was founded in 2004.\n- Vantage Air was founded in 1981.\n- Sofia reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Vantage Air is headquartered in Tallinn.\n- Lucia works for Vantage Air.\n- Callum reports to Sofia.\n- Mara works for Bluepine Aviation.\n- Felix reports to Pablo.\n- Crescent Telecom is headquartered in Austin.\n- Pablo reports to Callum.\n- Sofia works for Bluepine Aviation.\n- Beacon Insurance was founded in 1998.\n- Deshawn reports to Leila.\n- Deshawn works for Bluepine Aviation.\n- Lucia reports to Bruno.\n- Pablo works for Crescent Telecom.\n- Mara reports to Lucia.\n- Bluepine Aviation was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27811", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27812", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27813", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4025: employee Sofia B., hired 10 January 2022, separated 28 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4025?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2007.\n- Cobalt Health was founded in 1991.\n- Wren reports to Priya.\n- Vantage Air is headquartered in Oslo.\n- Priya reports to Omar.\n- Wren works for Cobalt Health.\n- Lucia works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Emeka reports to Lucia.\n- Ravi reports to Wren.\n- Omar reports to Nadia.\n- Priya works for Vantage Air.\n- Beacon Insurance is headquartered in Oslo.\n- Lucia reports to Sanne.\n- Emeka works for Cobalt Health.\n- Sanne works for Northwind Systems.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance was founded in 1979.\n- Nadia works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Sanne reports to Ravi.\n- Northwind Systems is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tampere", "2": "Tallinn", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 1991.\n- Sofia reports to Ingrid.\n- Lucia works for Bluepine Aviation.\n- Chiara reports to Sofia.\n- Helios Logistics was founded in 2006.\n- Stefan reports to Lucia.\n- Dmitri reports to Stefan.\n- Helios Logistics is headquartered in Malmo.\n- Anders reports to Chiara.\n- Northwind Systems is headquartered in Brno.\n- Nadia works for Northwind Systems.\n- Summit Energy is headquartered in Lyon.\n- Summit Energy was founded in 2006.\n- Anders works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Nadia reports to Anders.\n- Northwind Systems was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1986", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27817", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5046: employee Emeka B., hired 03 August 2023, separated 17 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5046?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mateo.\n- Sofia reports to Dmitri.\n- Emeka works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software is headquartered in Tallinn.\n- Chiara works for Vantage Air.\n- Callum reports to Chiara.\n- Nadia reports to Sofia.\n- Deshawn reports to Callum.\n- Mateo works for Pinnacle Software.\n- Mara reports to Viktor.\n- Deshawn works for Vantage Air.\n- Mara works for Crescent Telecom.\n- Elena reports to Nadia.\n- Hana reports to Deshawn.\n- Pinnacle Software was founded in 1987.\n- Emeka reports to Mara.\n- Bluepine Aviation is headquartered in Malmo.\n- Sofia works for Vantage Air.\n- Crescent Telecom was founded in 1988.\n- Elena works for Pinnacle Software.\n- Vantage Air was founded in 1976.\n- Dmitri reports to Emeka.\n- Dmitri works for Crescent Telecom.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Hana.\n- Callum works for Vantage Air.\n- Bluepine Aviation was founded in 1981.\n- Hana works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27819", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27820", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27822", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "refill_rx", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27823", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4868: employee Ravi K., hired 03 October 2021, separated 28 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4868?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27824", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27825", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3532: employee Emeka K., hired 16 March 2023, separated 04 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3532?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mei.\n- Hana works for Bluepine Aviation.\n- Cobalt Health was founded in 1999.\n- Hana reports to Chiara.\n- Jonas works for Northwind Systems.\n- Chiara reports to Anders.\n- Yuki works for Crescent Telecom.\n- Amara reports to Jonas.\n- Pablo reports to Amara.\n- Amara works for Northwind Systems.\n- Mei reports to Hana.\n- Yuki reports to Dmitri.\n- Zoya reports to Yuki.\n- Northwind Systems is headquartered in Austin.\n- Bluepine Aviation is headquartered in Austin.\n- Chiara works for Northwind Systems.\n- Dmitri works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Lyon.\n- Anders works for Bluepine Aviation.\n- Northwind Systems was founded in 1988.\n- Cobalt Health is headquartered in Brno.\n- Pablo works for Crescent Telecom.\n- Mei works for Bluepine Aviation.\n- Crescent Telecom was founded in 1977.\n- Bluepine Aviation was founded in 2005.\n- Zoya works for Crescent Telecom.\n- Dmitri reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27827", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1660: employee Bruno S., hired 19 February 2024, separated 17 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1660?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27828", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests specialist referral", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27829", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 03 August 2025): For employees hired on or after 03 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2272: employee Aisha A., hired 26 March 2025, separated 15 November 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2272?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27830", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27831", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Cedar Retail Group was founded in 1975.\n- Beacon Insurance was founded in 1991.\n- Kenji reports to Tessa.\n- Chiara works for Cobalt Health.\n- Nadia reports to Kenji.\n- Stefan reports to Amara.\n- Beacon Insurance is headquartered in Dunedin.\n- Tessa reports to Lucia.\n- Lucia reports to Sanne.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1987.\n- Kenji works for Cedar Retail Group.\n- Lucia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Bergen.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Nadia.\n- Sofia works for Ironwood Manufacturing.\n- Sanne works for Cobalt Health.\n- Stefan works for Ironwood Manufacturing.\n- Tessa works for Cobalt Health.\n- Amara works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Amara reports to Sofia.\n- Chiara reports to Stefan.\n- Cobalt Health was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27833", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27834", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 July 2025): For employees hired on or after 06 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6937: employee Leila R., hired 11 July 2024, separated 04 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-6937 under the controlling rules.", "criteria": {"0": "$4,200", "1": "$8,000", "2": "$8,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27835", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4250: employee Elena A., hired 25 July 2023, separated 19 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4250?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27836", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Elena reports to Yuki.\n- Stefan reports to Bruno.\n- Leila works for Ironwood Manufacturing.\n- Lucia reports to Stefan.\n- Ironwood Manufacturing was founded in 2006.\n- Hana works for Lattice Analytics.\n- Cobalt Health was founded in 2015.\n- Tobias works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Tobias reports to Lucia.\n- Lattice Analytics was founded in 2012.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki reports to Tobias.\n- Cedar Retail Group was founded in 2007.\n- Cedar Retail Group is headquartered in Malmo.\n- Tessa reports to Leila.\n- Deshawn works for Cobalt Health.\n- Lattice Analytics is headquartered in Oslo.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Yuki works for Ironwood Manufacturing.\n- Leila reports to Hana.\n- Sanne reports to Viktor.\n- Viktor reports to Deshawn.\n- Bruno works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Deshawn reports to Elena.\n- Hana reports to Sanne.\n- Tessa works for Cobalt Health.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27838", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.\n- Tobias reports to Ravi.\n- Sofia works for Lattice Analytics.\n- Ravi reports to Mara.\n- Lucia works for Meridian Bank.\n- Emeka reports to Tobias.\n- Leila works for Meridian Bank.\n- Bruno works for Fernhill Foods.\n- Meridian Bank was founded in 1994.\n- Wren reports to Leila.\n- Mara reports to Lucia.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1993.\n- Ingrid reports to Sofia.\n- Lucia reports to Bruno.\n- Meridian Bank is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1989.\n- Lattice Analytics is headquartered in Turku.\n- Lattice Analytics was founded in 1985.\n- Ingrid works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Leila reports to Ingrid.\n- Viktor reports to Emeka.\n- Fernhill Foods is headquartered in Dunedin.\n- Emeka works for Fernhill Foods.\n- Aisha reports to Viktor.\n- Sofia reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Mara works for Fernhill Foods.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27840", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6909: employee Bruno T., hired 09 September 2024, separated 04 September 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-6909 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$40,000", "2": "$9,231", "3": "$8,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27841", "family": "intent_v3", "state": "Incoming support message:\n\"43441 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27842", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-3 (VERSION 3, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7833: employee Bruno R., hired 25 April 2021, separated 12 November 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7833?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27843", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1053: employee Mei A., hired 17 September 2021, separated 27 March 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-1053 under the controlling rules.", "criteria": {"0": "$6,800", "1": "$29,467", "2": "$6,750", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27844", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Bruno works for Ironwood Manufacturing.\n- Jonas reports to Elena.\n- Elena reports to Viktor.\n- Amara reports to Bruno.\n- Stefan reports to Yuki.\n- Kenji works for Northwind Systems.\n- Amara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1983.\n- Kenji reports to Stefan.\n- Viktor reports to Amara.\n- Yuki works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Elena works for Ironwood Manufacturing.\n- Jonas works for Bluepine Aviation.\n- Bruno reports to Kenji.\n- Northwind Systems was founded in 2004.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bluepine Aviation was founded in 2005.\n- Viktor works for Northwind Systems.\n- Pinnacle Software was founded in 2005.\n- Bluepine Aviation is headquartered in Adelaide.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27846", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 23 October 2022): For employees hired on or after 23 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8891: employee Ravi A., hired 01 January 2022, separated 01 May 2023 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2026-8891 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$5,850", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27847", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27848", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9742: employee Tessa S., hired 13 December 2019, separated 05 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9742?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27849", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 62775\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "change_address", "2": "report_damage", "3": "cancel_order", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Callum.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Mei works for Beacon Insurance.\n- Zoya reports to Chiara.\n- Felix works for Pinnacle Software.\n- Ravi reports to Omar.\n- Mei reports to Pablo.\n- Sanne reports to Viktor.\n- Wren works for Pinnacle Software.\n- Sanne works for Fernhill Foods.\n- Northwind Systems was founded in 2002.\n- Fernhill Foods was founded in 2005.\n- Pinnacle Software was founded in 2014.\n- Sofia reports to Felix.\n- Northwind Systems is headquartered in Leeds.\n- Chiara works for Beacon Insurance.\n- Callum reports to Sofia.\n- Ravi works for Pinnacle Software.\n- Viktor works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Nagoya.\n- Wren reports to Ravi.\n- Fernhill Foods is headquartered in Leeds.\n- Pablo works for Pinnacle Software.\n- Zoya works for Northwind Systems.\n- Viktor reports to Wren.\n- Felix reports to Sanne.\n- Pablo reports to Zoya.\n- Beacon Insurance was founded in 2003.\n- Callum works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Mei reports to Tessa.\n- Viktor works for Northwind Systems.\n- Jonas reports to Hana.\n- Callum reports to Bruno.\n- Bruno reports to Tobias.\n- Crescent Telecom is headquartered in Halifax.\n- Sanne works for Lattice Analytics.\n- Tobias works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Jonas works for Bluepine Aviation.\n- Sofia reports to Callum.\n- Hana works for Bluepine Aviation.\n- Sanne reports to Sofia.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 2006.\n- Tobias reports to Viktor.\n- Viktor reports to Priya.\n- Bluepine Aviation was founded in 2004.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara reports to Mei.\n- Mei works for Northwind Systems.\n- Callum works for Crescent Telecom.\n- Lattice Analytics was founded in 2015.\n- Sofia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Halifax.\n- Tessa reports to Jonas.\n- Crescent Telecom was founded in 1975.\n- Bruno works for Northwind Systems.\n- Priya reports to Chiara.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27852", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5148: employee Sofia T., hired 29 April 2022, separated 20 January 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-5148 under the controlling rules.", "criteria": {"0": "$14,409", "1": "$14,538", "2": "$12,538", "3": "$63,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27853", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "weather", "2": "play_music", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27854", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27855", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7832: employee Chiara T., hired 23 August 2022, separated 22 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7832?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27856", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27857", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27858", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1158: employee Ingrid T., hired 23 October 2023, separated 25 September 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2025-1158 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,800", "2": "$2,000", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27859", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2002: employee Wren M., hired 15 June 2019, separated 13 February 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2002?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Tobias reports to Tessa.\n- Bluepine Aviation is headquartered in Tampere.\n- Summit Energy was founded in 2015.\n- Emeka reports to Mateo.\n- Felix works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Sofia reports to Tobias.\n- Bluepine Aviation was founded in 2004.\n- Helios Logistics was founded in 2011.\n- Emeka works for Summit Energy.\n- Tessa works for Vantage Air.\n- Tobias works for Bluepine Aviation.\n- Tessa reports to Lucia.\n- Lucia reports to Stefan.\n- Stefan reports to Felix.\n- Vantage Air is headquartered in Oslo.\n- Sofia works for Summit Energy.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Sofia.\n- Summit Energy is headquartered in Oslo.\n- Vantage Air was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27861", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5111: employee Amara S., hired 01 October 2023, separated 13 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5111?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Emeka.\n- Jonas reports to Yuki.\n- Emeka works for Bluepine Aviation.\n- Northwind Systems is headquartered in Oslo.\n- Fernhill Foods was founded in 1989.\n- Viktor works for Fernhill Foods.\n- Mara works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Aisha.\n- Callum works for Northwind Systems.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Anders reports to Mei.\n- Yuki reports to Nadia.\n- Vantage Air was founded in 2014.\n- Nadia works for Bluepine Aviation.\n- Yuki works for Fernhill Foods.\n- Lucia reports to Callum.\n- Aisha reports to Anders.\n- Bluepine Aviation is headquartered in Tampere.\n- Jonas works for Vantage Air.\n- Aisha works for Northwind Systems.\n- Ingrid works for Vantage Air.\n- Callum reports to Viktor.\n- Vantage Air is headquartered in Oslo.\n- Viktor reports to Jonas.\n- Lucia works for Fernhill Foods.\n- Emeka reports to Lucia.\n- Mara reports to Ingrid.\n- Northwind Systems was founded in 1985.\n- Bluepine Aviation was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27863", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6672: employee Viktor A., hired 01 December 2023, separated 21 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2026-6672 under the controlling rules.", "criteria": {"0": "$7,139", "1": "$10,385", "2": "$11,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27864", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9810: employee Tobias S., hired 07 December 2022, separated 01 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9810?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Omar reports to Aisha.\n- Lattice Analytics was founded in 1976.\n- Elena reports to Yuki.\n- Pablo works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Kenji.\n- Sofia reports to Elena.\n- Elena works for Northwind Systems.\n- Lattice Analytics is headquartered in Adelaide.\n- Aisha works for Lattice Analytics.\n- Northwind Systems was founded in 1977.\n- Pinnacle Software was founded in 2000.\n- Leila works for Pinnacle Software.\n- Aisha reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Leila reports to Sanne.\n- Kenji works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki reports to Leila.\n- Pinnacle Software is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1983.\n- Ingrid reports to Pablo.\n- Northwind Systems is headquartered in Nagoya.\n- Pablo reports to Omar.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Emeka.\n- Cedar Retail Group was founded in 1980.\n- Callum works for Cedar Retail Group.\n- Felix reports to Leila.\n- Tessa works for Cedar Retail Group.\n- Emeka reports to Callum.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Mei works for Cedar Retail Group.\n- Tessa reports to Mei.\n- Leila works for Cedar Retail Group.\n- Amara reports to Mara.\n- Mara works for Summit Energy.\n- Cedar Retail Group is headquartered in Nagoya.\n- Callum reports to Amara.\n- Mara reports to Felix.\n- Fernhill Foods is headquartered in Austin.\n- Helios Logistics was founded in 1987.\n- Helios Logistics is headquartered in Leeds.\n- Emeka works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Summit Energy is headquartered in Austin.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27867", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27868", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5321: employee Ingrid T., hired 09 October 2021, separated 16 August 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5321?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27869", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "controls lighting", "3": "asks to text someone", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27870", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6072: employee Felix K., hired 27 July 2022, separated 02 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6072?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Felix works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.\n- Mei reports to Felix.\n- Jonas reports to Nadia.\n- Nadia reports to Zoya.\n- Mara works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Zoya reports to Mara.\n- Felix reports to Aisha.\n- Ironwood Manufacturing was founded in 1987.\n- Zoya works for Pinnacle Software.\n- Meridian Bank was founded in 2005.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tobias reports to Jonas.\n- Pinnacle Software is headquartered in Austin.\n- Leila reports to Mei.\n- Tobias works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Summit Energy is headquartered in Leeds.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Aisha reports to Lucia.\n- Pinnacle Software was founded in 1984.\n- Nadia works for Pinnacle Software.\n- Mara reports to Leila.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Crescent Telecom was founded in 1983.\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Deshawn reports to Mei.\n- Mei works for Beacon Insurance.\n- Anders works for Crescent Telecom.\n- Yuki reports to Anders.\n- Yuki works for Bluepine Aviation.\n- Mei reports to Amara.\n- Amara works for Meridian Bank.\n- Bluepine Aviation is headquartered in Oslo.\n- Sanne reports to Ravi.\n- Bluepine Aviation was founded in 1981.\n- Beacon Insurance was founded in 2007.\n- Emeka reports to Deshawn.\n- Meridian Bank was founded in 1986.\n- Beacon Insurance is headquartered in Lyon.\n- Anders reports to Emeka.\n- Amara reports to Sanne.\n- Sanne works for Crescent Telecom.\n- Deshawn works for Meridian Bank.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27873", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27874", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4397: employee Callum A., hired 07 January 2021, separated 27 July 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-4397 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$6,300", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27875", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2973: employee Mara M., hired 16 October 2020, separated 09 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2973?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27876", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1998: employee Chiara K., hired 02 January 2023, separated 25 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1998?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Anders reports to Dmitri.\n- Pablo works for Atlas Freight.\n- Nadia works for Cobalt Health.\n- Vantage Air is headquartered in Valencia.\n- Bruno works for Cobalt Health.\n- Deshawn reports to Anders.\n- Nadia reports to Deshawn.\n- Felix reports to Jonas.\n- Cobalt Health is headquartered in Valencia.\n- Deshawn works for Atlas Freight.\n- Cobalt Health was founded in 1981.\n- Vantage Air was founded in 2004.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid works for Cobalt Health.\n- Dmitri reports to Bruno.\n- Atlas Freight was founded in 2000.\n- Bruno reports to Callum.\n- Anders works for Vantage Air.\n- Emeka reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing was founded in 1983.\n- Atlas Freight is headquartered in Leeds.\n- Jonas reports to Nadia.\n- Priya reports to Ingrid.\n- Callum works for Cobalt Health.\n- Jonas works for Ironwood Manufacturing.\n- Felix works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ingrid reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Hana reports to Viktor.\n- Dmitri works for Bluepine Aviation.\n- Mateo reports to Chiara.\n- Bluepine Aviation is headquartered in Ghent.\n- Cobalt Health is headquartered in Brno.\n- Leila reports to Dmitri.\n- Elena reports to Sanne.\n- Cobalt Health was founded in 1975.\n- Bluepine Aviation was founded in 2007.\n- Dmitri reports to Elena.\n- Mateo works for Cobalt Health.\n- Atlas Freight was founded in 1983.\n- Sanne works for Cobalt Health.\n- Cedar Retail Group was founded in 1975.\n- Chiara works for Atlas Freight.\n- Leila works for Cedar Retail Group.\n- Deshawn reports to Mateo.\n- Chiara reports to Tobias.\n- Cedar Retail Group is headquartered in Ghent.\n- Viktor works for Bluepine Aviation.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Tobias reports to Leila.\n- Deshawn works for Bluepine Aviation.\n- Sanne reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27879", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6409: employee Stefan R., hired 08 July 2023, separated 30 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6409?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27880", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Austin.\n- Tessa reports to Pablo.\n- Northwind Systems was founded in 1993.\n- Priya works for Northwind Systems.\n- Callum reports to Priya.\n- Dmitri reports to Elena.\n- Pablo reports to Callum.\n- Deshawn reports to Dmitri.\n- Northwind Systems is headquartered in Basel.\n- Deshawn works for Northwind Systems.\n- Omar works for Fernhill Foods.\n- Dmitri works for Vantage Air.\n- Tessa works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Elena reports to Tessa.\n- Pablo works for Vantage Air.\n- Fernhill Foods was founded in 1976.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 2014.\n- Elena works for Lattice Analytics.\n- Fernhill Foods is headquartered in Leeds.\n- Lattice Analytics was founded in 1984.\n- Omar reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27882", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4506: employee Sanne R., hired 02 February 2022, separated 28 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4506?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27883", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ingrid.\n- Summit Energy was founded in 2008.\n- Lattice Analytics is headquartered in Halifax.\n- Mei reports to Mara.\n- Emeka works for Summit Energy.\n- Emeka reports to Priya.\n- Helios Logistics is headquartered in Halifax.\n- Amara reports to Hana.\n- Kenji reports to Dmitri.\n- Priya works for Pinnacle Software.\n- Ingrid works for Helios Logistics.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Emeka.\n- Hana works for Summit Energy.\n- Mara reports to Kenji.\n- Mei works for Pinnacle Software.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Summit Energy is headquartered in Leeds.\n- Helios Logistics was founded in 2007.\n- Kenji works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Dmitri works for Lattice Analytics.\n- Pinnacle Software was founded in 1980.\n- Mara works for Helios Logistics.\n- Ingrid reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27885", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 19411 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27886", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27887", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-1542: employee Amara K., hired 23 May 2022, separated 05 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-1542?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-1542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2010.\n- Felix works for Bluepine Aviation.\n- Nadia reports to Pablo.\n- Northwind Systems is headquartered in Austin.\n- Callum reports to Felix.\n- Vantage Air is headquartered in Leeds.\n- Felix reports to Nadia.\n- Callum works for Bluepine Aviation.\n- Emeka works for Northwind Systems.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Elena.\n- Pinnacle Software is headquartered in Leeds.\n- Elena works for Northwind Systems.\n- Bluepine Aviation is headquartered in Leeds.\n- Bluepine Aviation was founded in 2005.\n- Kenji works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Vantage Air was founded in 2013.\n- Ravi reports to Emeka.\n- Elena reports to Ravi.\n- Northwind Systems was founded in 1981.\n- Emeka reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Stefan.\n- Tobias works for Northwind Systems.\n- Cobalt Health is headquartered in Tampere.\n- Summit Energy is headquartered in Basel.\n- Hana reports to Chiara.\n- Summit Energy was founded in 2003.\n- Stefan works for Cobalt Health.\n- Emeka reports to Pablo.\n- Chiara reports to Tobias.\n- Tobias reports to Anders.\n- Northwind Systems is headquartered in Malmo.\n- Cobalt Health was founded in 2009.\n- Hana works for Northwind Systems.\n- Pablo works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Chiara works for Summit Energy.\n- Anders works for Pinnacle Software.\n- Stefan reports to Emeka.\n- Emeka works for Summit Energy.\n- Northwind Systems was founded in 2002.\n- Ingrid works for Northwind Systems.\n- Pinnacle Software is headquartered in Basel.\n- Pinnacle Software was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27890", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Callum works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Ingrid works for Cedar Retail Group.\n- Omar works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Priya reports to Bruno.\n- Ingrid reports to Omar.\n- Bruno reports to Callum.\n- Kenji reports to Ravi.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Kenji works for Ironwood Manufacturing.\n- Pablo works for Fernhill Foods.\n- Deshawn works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tallinn.\n- Fernhill Foods was founded in 2005.\n- Ravi reports to Zoya.\n- Elena works for Cedar Retail Group.\n- Omar reports to Yuki.\n- Yuki reports to Kenji.\n- Zoya reports to Elena.\n- Callum reports to Ingrid.\n- Cedar Retail Group was founded in 1995.\n- Fernhill Foods is headquartered in Basel.\n- Bluepine Aviation is headquartered in Dunedin.\n- Deshawn reports to Priya.\n- Bruno works for Cedar Retail Group.\n- Pablo reports to Deshawn.\n- Ironwood Manufacturing was founded in 1980.\n- Bluepine Aviation was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Tobias works for Meridian Bank.\n- Cobalt Health was founded in 1994.\n- Ingrid works for Ironwood Manufacturing.\n- Viktor reports to Felix.\n- Ingrid reports to Sofia.\n- Cobalt Health is headquartered in Bergen.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 2014.\n- Yuki works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Sofia works for Meridian Bank.\n- Sanne reports to Yuki.\n- Yuki reports to Zoya.\n- Tobias reports to Sanne.\n- Viktor works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1997.\n- Sofia reports to Tobias.\n- Ironwood Manufacturing was founded in 1975.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1986.\n- Cobalt Health was founded in 1999.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1976.\n- Beacon Insurance is headquartered in Tallinn.\n- Aisha works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Ingrid reports to Kenji.\n- Helios Logistics is headquartered in Austin.\n- Omar works for Cobalt Health.\n- Ingrid works for Fernhill Foods.\n- Dmitri reports to Ingrid.\n- Zoya works for Cobalt Health.\n- Omar reports to Sofia.\n- Fernhill Foods was founded in 1977.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Aisha reports to Dmitri.\n- Emeka reports to Omar.\n- Fernhill Foods is headquartered in Tallinn.\n- Sofia works for Helios Logistics.\n- Sofia reports to Zoya.\n- Kenji reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27894", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1623: employee Tessa R., hired 04 October 2021, separated 15 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1623?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-27895", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27896", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27897", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 July 2023): For employees hired on or after 31 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8258: employee Ingrid S., hired 10 December 2020, separated 26 May 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2026-8258 under the controlling rules.", "criteria": {"0": "$15,312", "1": "$14,900", "2": "$66,733", "3": "$15,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27898", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Kenji reports to Wren.\n- Kenji works for Crescent Telecom.\n- Atlas Freight was founded in 2000.\n- Aisha works for Helios Logistics.\n- Ingrid works for Cedar Retail Group.\n- Crescent Telecom was founded in 2015.\n- Crescent Telecom is headquartered in Turku.\n- Pablo works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Amara reports to Yuki.\n- Emeka works for Cedar Retail Group.\n- Ingrid reports to Mateo.\n- Atlas Freight is headquartered in Adelaide.\n- Priya reports to Ravi.\n- Mateo works for Crescent Telecom.\n- Priya works for Cedar Retail Group.\n- Helios Logistics is headquartered in Adelaide.\n- Sofia reports to Emeka.\n- Helios Logistics was founded in 1998.\n- Pablo reports to Aisha.\n- Mateo reports to Kenji.\n- Yuki reports to Ingrid.\n- Emeka reports to Pablo.\n- Yuki works for Cedar Retail Group.\n- Amara works for Crescent Telecom.\n- Aisha reports to Amara.\n- Cedar Retail Group is headquartered in Ghent.\n- Wren reports to Priya.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2012.\n- Northwind Systems was founded in 1987.\n- Pablo works for Bluepine Aviation.\n- Priya works for Fernhill Foods.\n- Ravi reports to Elena.\n- Northwind Systems is headquartered in Leeds.\n- Tobias reports to Sofia.\n- Emeka reports to Lucia.\n- Ravi works for Bluepine Aviation.\n- Elena works for Northwind Systems.\n- Yuki reports to Tobias.\n- Fernhill Foods was founded in 1982.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Yuki works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Summit Energy is headquartered in Halifax.\n- Mateo reports to Ravi.\n- Mateo works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Priya reports to Yuki.\n- Elena reports to Priya.\n- Emeka works for Summit Energy.\n- Sofia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo reports to Mateo.\n- Sofia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Sanne reports to Jonas.\n- Vantage Air was founded in 2012.\n- Omar works for Vantage Air.\n- Kenji works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Mara reports to Sanne.\n- Kenji reports to Yuki.\n- Omar reports to Mara.\n- Yuki works for Vantage Air.\n- Mara works for Meridian Bank.\n- Wren reports to Omar.\n- Priya works for Vantage Air.\n- Aisha works for Vantage Air.\n- Yuki reports to Aisha.\n- Tessa reports to Priya.\n- Vantage Air is headquartered in Ghent.\n- Aisha reports to Wren.\n- Meridian Bank is headquartered in Ghent.\n- Priya reports to Kenji.\n- Summit Energy was founded in 1976.\n- Atlas Freight was founded in 1977.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2000.\n- Stefan reports to Bruno.\n- Beacon Insurance is headquartered in Basel.\n- Elena reports to Stefan.\n- Omar works for Vantage Air.\n- Cedar Retail Group was founded in 2001.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Felix works for Beacon Insurance.\n- Sanne works for Lattice Analytics.\n- Sofia works for Beacon Insurance.\n- Aisha reports to Wren.\n- Cedar Retail Group is headquartered in Basel.\n- Wren reports to Sanne.\n- Bruno works for Vantage Air.\n- Stefan works for Vantage Air.\n- Wren works for Cedar Retail Group.\n- Omar reports to Sofia.\n- Lattice Analytics is headquartered in Oslo.\n- Beacon Insurance was founded in 1987.\n- Aisha works for Cedar Retail Group.\n- Sanne reports to Omar.\n- Vantage Air was founded in 2005.\n- Felix reports to Tobias.\n- Sofia reports to Felix.\n- Tobias works for Vantage Air.\n- Tobias reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27903", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 30577 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2012.\n- Beacon Insurance is headquartered in Porto.\n- Ravi reports to Viktor.\n- Hana works for Vantage Air.\n- Viktor works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Ravi works for Lattice Analytics.\n- Viktor reports to Bruno.\n- Bruno reports to Yuki.\n- Bruno works for Lattice Analytics.\n- Ingrid reports to Nadia.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Yuki reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Porto.\n- Hana reports to Ravi.\n- Nadia reports to Hana.\n- Vantage Air was founded in 1993.\n- Nadia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1993.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27905", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-27906", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 66475 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Amara.\n- Kenji works for Vantage Air.\n- Ravi reports to Omar.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Priya.\n- Nadia reports to Ingrid.\n- Ravi works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Sanne works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Omar works for Bluepine Aviation.\n- Kenji reports to Sanne.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Omar reports to Pablo.\n- Priya works for Vantage Air.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Summit Energy is headquartered in Valencia.\n- Jonas reports to Kenji.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy was founded in 1996.\n- Amara reports to Bruno.\n- Ingrid reports to Ravi.\n- Priya reports to Nadia.\n- Bruno reports to Zoya.\n- Zoya works for Vantage Air.\n- Bluepine Aviation is headquartered in Ghent.\n- Amara works for Ironwood Manufacturing.\n- Bruno works for Bluepine Aviation.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27908", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27909", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27910", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27912", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5510: employee Sofia T., hired 02 July 2021, separated 10 December 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5510?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5510 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-27913", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27914", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27915", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27916", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 84570 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "request_refund", "3": "track_order", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27917", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27918", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-3 (VERSION 3, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4068: employee Aisha M., hired 19 April 2021, separated 27 June 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4068?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27919", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9657: employee Hana M., hired 13 January 2025, separated 25 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9657?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27920", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27921", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3058: employee Leila M., hired 18 April 2021, separated 14 March 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-3058 under the controlling rules.", "criteria": {"0": "$6,825", "1": "$7,000", "2": "$5,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27922", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1264: employee Kenji S., hired 09 August 2023, separated 11 January 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1264?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27923", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27924", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27925", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2907: employee Omar R., hired 30 March 2023, separated 06 March 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2907?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27926", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8593: employee Sofia R., hired 13 November 2023, separated 06 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8593?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27927", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27929", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27930", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Mateo reports to Bruno.\n- Ironwood Manufacturing was founded in 1987.\n- Cedar Retail Group is headquartered in Turku.\n- Omar works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1995.\n- Aisha works for Northwind Systems.\n- Hana reports to Viktor.\n- Felix works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2012.\n- Beacon Insurance is headquartered in Turku.\n- Lucia reports to Hana.\n- Ravi reports to Aisha.\n- Bruno reports to Ravi.\n- Omar reports to Dmitri.\n- Yuki reports to Omar.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Lucia works for Cedar Retail Group.\n- Elena reports to Felix.\n- Northwind Systems was founded in 1981.\n- Aisha reports to Elena.\n- Felix reports to Yuki.\n- Dmitri works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Dmitri reports to Lucia.\n- Bruno works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-27932", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 9525, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27933", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27934", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Felix.\n- Ravi reports to Chiara.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Northwind Systems is headquartered in Tampere.\n- Chiara works for Northwind Systems.\n- Wren reports to Ravi.\n- Ravi works for Cobalt Health.\n- Northwind Systems was founded in 1984.\n- Cedar Retail Group was founded in 1987.\n- Jonas works for Cedar Retail Group.\n- Helios Logistics is headquartered in Oslo.\n- Felix works for Helios Logistics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Jonas reports to Zoya.\n- Anders works for Cedar Retail Group.\n- Priya works for Northwind Systems.\n- Cobalt Health was founded in 1981.\n- Zoya reports to Priya.\n- Cobalt Health is headquartered in Malmo.\n- Zoya works for Northwind Systems.\n- Chiara reports to Anders.\n- Anders reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mara.\n- Ingrid reports to Emeka.\n- Mateo reports to Felix.\n- Cobalt Health is headquartered in Halifax.\n- Atlas Freight was founded in 1976.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Aisha reports to Tessa.\n- Crescent Telecom was founded in 2006.\n- Stefan reports to Aisha.\n- Emeka reports to Sofia.\n- Ingrid works for Ironwood Manufacturing.\n- Mara works for Atlas Freight.\n- Mara reports to Deshawn.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Sofia works for Ironwood Manufacturing.\n- Sofia reports to Mateo.\n- Crescent Telecom is headquartered in Cork.\n- Felix works for Cobalt Health.\n- Stefan works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Deshawn reports to Stefan.\n- Atlas Freight is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1985.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Pinnacle Software is headquartered in Leeds.\n- Pinnacle Software was founded in 1997.\n- Anders reports to Ingrid.\n- Hana reports to Zoya.\n- Sofia reports to Viktor.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Anders works for Northwind Systems.\n- Zoya reports to Anders.\n- Callum works for Pinnacle Software.\n- Northwind Systems is headquartered in Malmo.\n- Aisha reports to Hana.\n- Aisha works for Pinnacle Software.\n- Callum reports to Tobias.\n- Cedar Retail Group is headquartered in Lyon.\n- Ingrid reports to Callum.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Hana works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Tobias reports to Ravi.\n- Viktor reports to Aisha.\n- Bluepine Aviation was founded in 1989.\n- Viktor works for Bluepine Aviation.\n- Northwind Systems was founded in 1996.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27938", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 69331 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "change_address", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27939", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3337: employee Stefan M., hired 24 August 2021, separated 09 December 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-3337 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$3,300", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27940", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Bruno reports to Ravi.\n- Kenji works for Meridian Bank.\n- Cedar Retail Group was founded in 2009.\n- Mateo works for Cedar Retail Group.\n- Ravi reports to Jonas.\n- Wren works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Lyon.\n- Meridian Bank is headquartered in Basel.\n- Wren reports to Elena.\n- Bluepine Aviation was founded in 1987.\n- Ironwood Manufacturing was founded in 1981.\n- Bruno works for Ironwood Manufacturing.\n- Leila reports to Bruno.\n- Ironwood Manufacturing is headquartered in Basel.\n- Omar reports to Wren.\n- Yuki works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Mateo reports to Leila.\n- Jonas reports to Yuki.\n- Kenji reports to Mateo.\n- Bluepine Aviation is headquartered in Lyon.\n- Jonas works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Meridian Bank was founded in 1989.\n- Elena reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1976", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27942", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 11 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 11 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1530: employee Jonas R., hired 27 September 2021, separated 16 February 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1530?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27943", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5438: employee Dmitri T., hired 27 February 2023, separated 26 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5438?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27944", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 78324\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27945", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "referral", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27946", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27947", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4374: employee Mateo T., hired 01 March 2023, separated 07 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4374?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27948", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27949", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2739: employee Amara T., hired 13 July 2019, separated 24 May 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2739?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27950", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4794: employee Aisha B., hired 17 August 2021, separated 16 July 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4794?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Aisha works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Jonas works for Lattice Analytics.\n- Summit Energy was founded in 2007.\n- Hana works for Summit Energy.\n- Beacon Insurance was founded in 2006.\n- Meridian Bank is headquartered in Lyon.\n- Aisha reports to Mateo.\n- Lattice Analytics is headquartered in Oslo.\n- Hana reports to Wren.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor works for Lattice Analytics.\n- Leila reports to Hana.\n- Leila works for Lattice Analytics.\n- Wren reports to Jonas.\n- Lattice Analytics was founded in 2003.\n- Mateo works for Meridian Bank.\n- Summit Energy is headquartered in Adelaide.\n- Tobias reports to Aisha.\n- Meridian Bank was founded in 2008.\n- Tobias works for Summit Energy.\n- Jonas reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27952", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27953", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5162: employee Nadia B., hired 29 January 2023, separated 03 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-5162 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$3,500", "2": "$3,000", "3": "$2,475"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27954", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27955", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1994.\n- Chiara reports to Elena.\n- Mei reports to Amara.\n- Stefan works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2008.\n- Northwind Systems was founded in 1976.\n- Elena works for Northwind Systems.\n- Deshawn reports to Stefan.\n- Emeka works for Summit Energy.\n- Stefan reports to Chiara.\n- Amara works for Summit Energy.\n- Elena reports to Mei.\n- Amara reports to Omar.\n- Bluepine Aviation is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bluepine Aviation was founded in 1994.\n- Northwind Systems is headquartered in Leeds.\n- Chiara works for Bluepine Aviation.\n- Mei works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Summit Energy is headquartered in Tampere.\n- Omar reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27957", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 February 2023): For employees hired on or after 03 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8591: employee Pablo R., hired 11 December 2021, separated 06 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8591?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27958", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27959", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Elena reports to Chiara.\n- Pinnacle Software is headquartered in Leeds.\n- Elena works for Meridian Bank.\n- Chiara reports to Omar.\n- Cedar Retail Group was founded in 1984.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mateo works for Cedar Retail Group.\n- Leila works for Summit Energy.\n- Anders works for Meridian Bank.\n- Mateo reports to Tessa.\n- Sanne works for Cedar Retail Group.\n- Ingrid reports to Yuki.\n- Anders reports to Elena.\n- Meridian Bank is headquartered in Leeds.\n- Tessa reports to Wren.\n- Sanne reports to Leila.\n- Tessa works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Wren reports to Ingrid.\n- Omar works for Pinnacle Software.\n- Leila reports to Anders.\n- Summit Energy was founded in 1997.\n- Meridian Bank was founded in 1994.\n- Summit Energy is headquartered in Leeds.\n- Omar reports to Mateo.\n- Pinnacle Software was founded in 1994.\n- Yuki works for Summit Energy.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Sanne.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Wren works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Pinnacle Software was founded in 2015.\n- Lattice Analytics was founded in 2005.\n- Northwind Systems is headquartered in Ghent.\n- Hana works for Pinnacle Software.\n- Hana reports to Ingrid.\n- Mei reports to Hana.\n- Ingrid reports to Emeka.\n- Mei works for Pinnacle Software.\n- Kenji works for Cedar Retail Group.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2001.\n- Lattice Analytics is headquartered in Porto.\n- Cedar Retail Group was founded in 1983.\n- Deshawn works for Pinnacle Software.\n- Wren reports to Kenji.\n- Deshawn reports to Mei.\n- Pinnacle Software is headquartered in Ghent.\n- Emeka works for Lattice Analytics.\n- Kenji reports to Pablo.\n- Pablo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27962", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6590: employee Elena M., hired 11 February 2023, separated 30 April 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-6590?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27964", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6229: employee Wren T., hired 27 August 2023, separated 14 December 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2026-6229 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$9,000", "2": "$5,200", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27965", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9076: employee Stefan S., hired 24 December 2020, separated 04 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9076?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27966", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8854: employee Jonas S., hired 01 January 2024, separated 01 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8854?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-27967", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2002.\n- Priya works for Fernhill Foods.\n- Priya reports to Elena.\n- Helios Logistics is headquartered in Valencia.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Tobias reports to Mateo.\n- Pablo works for Atlas Freight.\n- Fernhill Foods was founded in 1982.\n- Aisha reports to Dmitri.\n- Tobias works for Atlas Freight.\n- Elena reports to Mei.\n- Atlas Freight is headquartered in Brno.\n- Mara reports to Ravi.\n- Mei works for Helios Logistics.\n- Ravi reports to Priya.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi works for Fernhill Foods.\n- Northwind Systems is headquartered in Brno.\n- Aisha works for Atlas Freight.\n- Mateo reports to Mara.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics was founded in 2010.\n- Mara works for Helios Logistics.\n- Mei reports to Aisha.\n- Dmitri reports to Pablo.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27969", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27970", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27971", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-27972", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27973", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 November 2022): For employees hired on or after 26 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8643: employee Omar T., hired 26 October 2020, separated 08 October 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8643?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-27974", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4953: employee Mei M., hired 15 April 2024, separated 11 December 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-4953 under the controlling rules.", "criteria": {"0": "$22,750", "1": "$5,250", "2": "$6,250", "3": "$5,312"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27975", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 01 November 2022): For employees hired on or after 01 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3109: employee Priya A., hired 21 October 2019, separated 01 July 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3109?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3109 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27976", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 September 2025): For employees hired on or after 28 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8185: employee Chiara A., hired 06 November 2022, separated 03 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8185?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8185 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-27977", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 June 2023): For employees hired on or after 05 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1615: employee Dmitri M., hired 15 May 2020, separated 11 July 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1615?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-27978", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27979", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-27980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Beacon Insurance was founded in 2001.\n- Ingrid reports to Hana.\n- Viktor works for Fernhill Foods.\n- Anders works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Jonas.\n- Jonas reports to Priya.\n- Priya reports to Viktor.\n- Crescent Telecom is headquartered in Nagoya.\n- Priya works for Fernhill Foods.\n- Tobias reports to Bruno.\n- Jonas works for Crescent Telecom.\n- Omar works for Fernhill Foods.\n- Omar reports to Ingrid.\n- Bruno works for Meridian Bank.\n- Viktor reports to Anders.\n- Fernhill Foods was founded in 1996.\n- Hana works for Beacon Insurance.\n- Anders reports to Omar.\n- Tobias works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Crescent Telecom was founded in 2009.\n- Beacon Insurance is headquartered in Turku.\n- Hana reports to Tobias.\n- Meridian Bank was founded in 1980.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1978", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-27981", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2236: employee Tobias K., hired 27 July 2024, separated 09 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2236?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2008.\n- Cedar Retail Group is headquartered in Leeds.\n- Emeka reports to Zoya.\n- Dmitri works for Crescent Telecom.\n- Nadia reports to Pablo.\n- Hana works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Nadia works for Cedar Retail Group.\n- Priya reports to Emeka.\n- Cobalt Health was founded in 1977.\n- Crescent Telecom is headquartered in Oslo.\n- Atlas Freight is headquartered in Leeds.\n- Cobalt Health is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2010.\n- Priya works for Cobalt Health.\n- Zoya reports to Nadia.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 1979.\n- Dmitri reports to Priya.\n- Hana reports to Chiara.\n- Pablo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-27983", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27984", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9219: employee Kenji R., hired 25 June 2023, separated 07 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9219?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-27985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1998.\n- Mateo works for Cedar Retail Group.\n- Vantage Air was founded in 1999.\n- Deshawn works for Vantage Air.\n- Mateo reports to Pablo.\n- Aisha works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Pablo reports to Hana.\n- Hana works for Vantage Air.\n- Amara works for Helios Logistics.\n- Amara reports to Kenji.\n- Hana reports to Wren.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1980.\n- Vantage Air is headquartered in Leeds.\n- Helios Logistics is headquartered in Leeds.\n- Deshawn reports to Amara.\n- Wren works for Cobalt Health.\n- Aisha reports to Deshawn.\n- Helios Logistics was founded in 1990.\n- Wren reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-27986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Felix.\n- Cedar Retail Group is headquartered in Oslo.\n- Ravi works for Northwind Systems.\n- Mateo works for Cedar Retail Group.\n- Elena works for Northwind Systems.\n- Kenji reports to Deshawn.\n- Ravi reports to Mateo.\n- Felix reports to Elena.\n- Mateo reports to Hana.\n- Northwind Systems is headquartered in Lyon.\n- Cobalt Health was founded in 1983.\n- Leila reports to Kenji.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Northwind Systems was founded in 1999.\n- Helios Logistics was founded in 2008.\n- Kenji works for Northwind Systems.\n- Leila works for Helios Logistics.\n- Cedar Retail Group was founded in 2002.\n- Felix works for Cedar Retail Group.\n- Hana reports to Leila.\n- Cobalt Health is headquartered in Oslo.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Stefan.\n- Omar works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Summit Energy was founded in 1981.\n- Ravi works for Atlas Freight.\n- Mara reports to Jonas.\n- Jonas works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Atlas Freight was founded in 1981.\n- Anders reports to Mara.\n- Atlas Freight is headquartered in Porto.\n- Crescent Telecom was founded in 1977.\n- Stefan reports to Elena.\n- Priya works for Crescent Telecom.\n- Priya reports to Ravi.\n- Hana works for Summit Energy.\n- Lattice Analytics is headquartered in Halifax.\n- Crescent Telecom is headquartered in Halifax.\n- Hana reports to Amara.\n- Omar reports to Priya.\n- Lattice Analytics was founded in 1982.\n- Jonas reports to Omar.\n- Ravi reports to Kenji.\n- Amara works for Crescent Telecom.\n- Summit Energy is headquartered in Halifax.\n- Mara works for Summit Energy.\n- Nadia reports to Hana.\n- Stefan works for Lattice Analytics.\n- Kenji reports to Nadia.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Tallinn", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27988", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-27989", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8321: employee Zoya T., hired 07 March 2023, separated 05 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8321?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tessa.\n- Deshawn reports to Bruno.\n- Crescent Telecom is headquartered in Leeds.\n- Beacon Insurance is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Turku.\n- Cedar Retail Group was founded in 2002.\n- Aisha works for Crescent Telecom.\n- Tessa works for Beacon Insurance.\n- Anders reports to Mara.\n- Jonas works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Dunedin.\n- Pablo works for Bluepine Aviation.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1987.\n- Jonas reports to Pablo.\n- Tessa reports to Amara.\n- Deshawn works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Bluepine Aviation was founded in 1984.\n- Anders works for Crescent Telecom.\n- Bruno reports to Aisha.\n- Pablo reports to Anders.\n- Mara works for Bluepine Aviation.\n- Mara reports to Deshawn.\n- Beacon Insurance was founded in 1981.\n- Amara reports to Sofia.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1979", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-27991", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27992", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status", "4": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-27993", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-27994", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-27996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Callum reports to Jonas.\n- Nadia works for Cobalt Health.\n- Chiara reports to Mara.\n- Beacon Insurance was founded in 1988.\n- Summit Energy was founded in 1987.\n- Crescent Telecom was founded in 2005.\n- Nadia reports to Tessa.\n- Crescent Telecom is headquartered in Valencia.\n- Cobalt Health was founded in 1986.\n- Lucia reports to Sanne.\n- Tessa works for Crescent Telecom.\n- Cobalt Health is headquartered in Valencia.\n- Chiara works for Cobalt Health.\n- Callum works for Beacon Insurance.\n- Mara reports to Wren.\n- Wren reports to Nadia.\n- Wren works for Cobalt Health.\n- Sanne reports to Anders.\n- Anders works for Beacon Insurance.\n- Jonas works for Cobalt Health.\n- Jonas reports to Chiara.\n- Sanne works for Crescent Telecom.\n- Tessa reports to Lucia.\n- Summit Energy is headquartered in Tampere.\n- Beacon Insurance is headquartered in Nagoya.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-27997", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2369: employee Mateo S., hired 02 May 2022, separated 29 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2369?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-27998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1984.\n- Ironwood Manufacturing was founded in 1978.\n- Kenji reports to Mateo.\n- Lucia works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Mateo reports to Priya.\n- Pablo works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1979.\n- Lucia reports to Chiara.\n- Pablo reports to Lucia.\n- Hana reports to Felix.\n- Priya reports to Hana.\n- Crescent Telecom was founded in 1986.\n- Crescent Telecom is headquartered in Basel.\n- Beacon Insurance is headquartered in Adelaide.\n- Vantage Air is headquartered in Adelaide.\n- Priya works for Ironwood Manufacturing.\n- Felix works for Vantage Air.\n- Chiara works for Vantage Air.\n- Felix reports to Pablo.\n- Kenji works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-27999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Ravi reports to Tessa.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2010.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Tessa reports to Chiara.\n- Wren works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Elena reports to Zoya.\n- Jonas reports to Elena.\n- Dmitri reports to Nadia.\n- Sofia reports to Dmitri.\n- Northwind Systems is headquartered in Cork.\n- Tessa works for Lattice Analytics.\n- Nadia reports to Jonas.\n- Ingrid reports to Sofia.\n- Ironwood Manufacturing was founded in 1995.\n- Dmitri works for Northwind Systems.\n- Anders reports to Ravi.\n- Elena works for Northwind Systems.\n- Anders works for Cobalt Health.\n- Northwind Systems was founded in 2014.\n- Cobalt Health was founded in 1992.\n- Chiara works for Cobalt Health.\n- Zoya works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Chiara reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Cork.\n- Wren reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28000", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28001", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28002", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6374: employee Kenji M., hired 18 April 2024, separated 10 October 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6374?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Kenji works for Cedar Retail Group.\n- Amara works for Northwind Systems.\n- Omar reports to Leila.\n- Amara reports to Lucia.\n- Cedar Retail Group was founded in 2013.\n- Anders reports to Felix.\n- Sofia works for Summit Energy.\n- Leila reports to Hana.\n- Hana reports to Pablo.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1995.\n- Helios Logistics is headquartered in Dunedin.\n- Pablo works for Summit Energy.\n- Pablo reports to Sofia.\n- Northwind Systems was founded in 1983.\n- Summit Energy is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Ghent.\n- Kenji reports to Amara.\n- Leila works for Northwind Systems.\n- Helios Logistics was founded in 1987.\n- Lucia reports to Anders.\n- Omar works for Helios Logistics.\n- Felix reports to Omar.\n- Lucia works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Sofia works for Helios Logistics.\n- Crescent Telecom was founded in 1984.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa reports to Dmitri.\n- Amara reports to Mei.\n- Dmitri reports to Deshawn.\n- Helios Logistics was founded in 2001.\n- Bruno reports to Nadia.\n- Deshawn reports to Sanne.\n- Mei reports to Sofia.\n- Sofia reports to Lucia.\n- Bruno works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Oslo.\n- Lucia reports to Bruno.\n- Mei works for Helios Logistics.\n- Summit Energy was founded in 1975.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Nadia works for Helios Logistics.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28005", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28006", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28007", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4029: employee Omar T., hired 19 October 2022, separated 09 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4029?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28008", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 89740\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mara.\n- Vantage Air was founded in 1991.\n- Mei works for Cedar Retail Group.\n- Atlas Freight was founded in 2002.\n- Ravi works for Cedar Retail Group.\n- Nadia reports to Wren.\n- Wren works for Pinnacle Software.\n- Wren reports to Tessa.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mara reports to Ravi.\n- Pinnacle Software was founded in 1984.\n- Tessa works for Cedar Retail Group.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Emeka reports to Priya.\n- Tessa reports to Mei.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.\n- Atlas Freight is headquartered in Malmo.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Mei reports to Emeka.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28010", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Callum works for Helios Logistics.\n- Mateo reports to Emeka.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo works for Helios Logistics.\n- Emeka reports to Lucia.\n- Helios Logistics is headquartered in Malmo.\n- Northwind Systems was founded in 1987.\n- Sofia reports to Zoya.\n- Zoya works for Northwind Systems.\n- Felix reports to Mateo.\n- Helios Logistics was founded in 1991.\n- Crescent Telecom was founded in 1980.\n- Crescent Telecom is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Leeds.\n- Lucia reports to Sofia.\n- Bruno works for Helios Logistics.\n- Bruno reports to Callum.\n- Cedar Retail Group was founded in 2003.\n- Callum reports to Felix.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28012", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8844: employee Sanne A., hired 25 December 2022, separated 03 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8844?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28013", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28014", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 April 2025): For employees hired on or after 05 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6492: employee Kenji T., hired 21 November 2023, separated 15 May 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2026-6492 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$3,125", "2": "$21,667", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Sofia works for Cobalt Health.\n- Leila reports to Mara.\n- Amara reports to Callum.\n- Sofia reports to Deshawn.\n- Ingrid reports to Leila.\n- Deshawn reports to Ingrid.\n- Lattice Analytics is headquartered in Porto.\n- Ingrid works for Cobalt Health.\n- Mateo works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Mara reports to Ravi.\n- Omar works for Lattice Analytics.\n- Meridian Bank was founded in 2009.\n- Lattice Analytics was founded in 1997.\n- Omar reports to Amara.\n- Amara works for Ironwood Manufacturing.\n- Deshawn works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2004.\n- Mateo reports to Sofia.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Callum reports to Mateo.\n- Cobalt Health was founded in 2015.\n- Leila works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28016", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28017", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28018", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28019", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2002.\n- Chiara works for Helios Logistics.\n- Bruno reports to Emeka.\n- Emeka reports to Stefan.\n- Summit Energy is headquartered in Dunedin.\n- Elena reports to Mara.\n- Mara reports to Yuki.\n- Bruno works for Helios Logistics.\n- Lattice Analytics is headquartered in Turku.\n- Helios Logistics was founded in 1976.\n- Stefan works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Callum reports to Jonas.\n- Elena works for Summit Energy.\n- Callum works for Summit Energy.\n- Beacon Insurance was founded in 1980.\n- Yuki works for Helios Logistics.\n- Jonas reports to Bruno.\n- Lattice Analytics was founded in 1987.\n- Tessa reports to Chiara.\n- Tessa works for Helios Logistics.\n- Mara works for Lattice Analytics.\n- Stefan reports to Elena.\n- Helios Logistics is headquartered in Malmo.\n- Yuki reports to Tessa.\n- Emeka works for Lattice Analytics.\n- Beacon Insurance is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28021", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2450: employee Deshawn T., hired 20 January 2023, separated 16 September 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-2450 under the controlling rules.", "criteria": {"0": "$8,400", "1": "$8,500", "2": "$36,400", "3": "$7,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28022", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28023", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 24 November 2025): For employees hired on or after 24 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1055: employee Dmitri T., hired 01 January 2024, separated 31 July 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1055?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1055 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28024", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28025", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28026", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Omar.\n- Leila reports to Bruno.\n- Amara works for Summit Energy.\n- Tessa works for Summit Energy.\n- Priya reports to Mei.\n- Beacon Insurance was founded in 1980.\n- Omar works for Summit Energy.\n- Cedar Retail Group was founded in 1980.\n- Kenji works for Summit Energy.\n- Meridian Bank was founded in 2010.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Stefan works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Halifax.\n- Amara reports to Lucia.\n- Omar reports to Amara.\n- Summit Energy is headquartered in Cork.\n- Elena reports to Stefan.\n- Lucia reports to Elena.\n- Leila works for Summit Energy.\n- Meridian Bank is headquartered in Austin.\n- Mei reports to Kenji.\n- Summit Energy was founded in 1989.\n- Tessa reports to Wren.\n- Bruno reports to Tessa.\n- Kenji reports to Leila.\n- Mei works for Beacon Insurance.\n- Bruno works for Cedar Retail Group.\n- Lucia works for Meridian Bank.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28028", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28029", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5495: employee Sanne R., hired 08 January 2022, separated 23 July 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5495?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28030", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28031", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "referral", "2": "book_appointment", "3": "coverage_question", "4": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28032", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28033", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Org Question — asks about reporting structure", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2000.\n- Aisha works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Meridian Bank is headquartered in Brno.\n- Aisha reports to Anders.\n- Atlas Freight is headquartered in Brno.\n- Lattice Analytics is headquartered in Tallinn.\n- Anders works for Atlas Freight.\n- Vantage Air was founded in 2009.\n- Bruno works for Meridian Bank.\n- Felix reports to Elena.\n- Tobias works for Vantage Air.\n- Tobias reports to Sofia.\n- Lattice Analytics was founded in 1984.\n- Elena reports to Emeka.\n- Jonas reports to Ravi.\n- Ravi reports to Felix.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Bruno.\n- Anders reports to Tobias.\n- Emeka works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Vantage Air is headquartered in Lyon.\n- Ravi works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Meridian Bank was founded in 2014.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Tobias reports to Dmitri.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Amara.\n- Helios Logistics was founded in 1989.\n- Northwind Systems is headquartered in Dunedin.\n- Cobalt Health is headquartered in Dunedin.\n- Aisha reports to Mateo.\n- Ingrid works for Northwind Systems.\n- Helios Logistics is headquartered in Basel.\n- Northwind Systems was founded in 1987.\n- Amara reports to Viktor.\n- Sanne works for Helios Logistics.\n- Mateo reports to Mei.\n- Lattice Analytics is headquartered in Dunedin.\n- Amara works for Lattice Analytics.\n- Jonas reports to Ingrid.\n- Callum works for Cobalt Health.\n- Ingrid reports to Sanne.\n- Viktor reports to Jonas.\n- Mei reports to Anders.\n- Lattice Analytics was founded in 2013.\n- Jonas works for Helios Logistics.\n- Viktor works for Lattice Analytics.\n- Anders reports to Tobias.\n- Mateo works for Cobalt Health.\n- Aisha works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Sanne reports to Callum.\n- Cobalt Health was founded in 2005.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28036", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7044: employee Wren B., hired 16 September 2022, separated 08 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7044?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cedar Retail Group.\n- Amara works for Meridian Bank.\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1976.\n- Pablo reports to Jonas.\n- Jonas reports to Tessa.\n- Pablo works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Brno.\n- Callum reports to Yuki.\n- Cedar Retail Group was founded in 2007.\n- Sofia reports to Amara.\n- Lattice Analytics is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tessa reports to Ingrid.\n- Lattice Analytics was founded in 1990.\n- Amara reports to Pablo.\n- Sofia works for Cedar Retail Group.\n- Ingrid works for Meridian Bank.\n- Ingrid reports to Callum.\n- Tessa works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1984.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28038", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Aisha.\n- Priya reports to Dmitri.\n- Mara reports to Nadia.\n- Dmitri reports to Omar.\n- Aisha works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix works for Bluepine Aviation.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 1992.\n- Dmitri works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1998.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Sanne reports to Felix.\n- Bluepine Aviation is headquartered in Adelaide.\n- Aisha reports to Sanne.\n- Ironwood Manufacturing is headquartered in Cork.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Cork.\n- Bluepine Aviation was founded in 1999.\n- Omar works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Nadia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Chiara reports to Pablo.\n- Chiara works for Atlas Freight.\n- Anders reports to Hana.\n- Kenji works for Fernhill Foods.\n- Callum reports to Chiara.\n- Anders works for Cobalt Health.\n- Priya reports to Anders.\n- Hana reports to Omar.\n- Callum works for Atlas Freight.\n- Kenji reports to Bruno.\n- Bruno reports to Nadia.\n- Pablo reports to Deshawn.\n- Hana works for Northwind Systems.\n- Fernhill Foods was founded in 2011.\n- Bruno works for Cobalt Health.\n- Omar reports to Kenji.\n- Nadia reports to Jonas.\n- Atlas Freight is headquartered in Basel.\n- Jonas works for Northwind Systems.\n- Fernhill Foods is headquartered in Valencia.\n- Nadia works for Atlas Freight.\n- Jonas reports to Callum.\n- Northwind Systems is headquartered in Basel.\n- Omar works for Northwind Systems.\n- Deshawn works for Cobalt Health.\n- Northwind Systems was founded in 1978.\n- Cobalt Health is headquartered in Tampere.\n- Cobalt Health was founded in 1977.\n- Atlas Freight was founded in 1997.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28041", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 31 May 2025): For employees hired on or after 31 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7374: employee Chiara K., hired 02 January 2025, separated 10 September 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-7374 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$3,400", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7374 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Priya reports to Sanne.\n- Sanne reports to Leila.\n- Bruno reports to Mei.\n- Stefan reports to Priya.\n- Ravi works for Crescent Telecom.\n- Atlas Freight was founded in 1982.\n- Ravi reports to Hana.\n- Tobias works for Atlas Freight.\n- Deshawn reports to Tobias.\n- Mei works for Northwind Systems.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Sanne works for Cobalt Health.\n- Northwind Systems is headquartered in Tampere.\n- Deshawn works for Crescent Telecom.\n- Northwind Systems was founded in 1997.\n- Stefan works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Hana works for Cobalt Health.\n- Bruno works for Atlas Freight.\n- Crescent Telecom is headquartered in Bergen.\n- Cobalt Health is headquartered in Bergen.\n- Hana reports to Stefan.\n- Crescent Telecom was founded in 1977.\n- Mei reports to Ravi.\n- Cobalt Health was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28043", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Callum.\n- Tessa reports to Amara.\n- Mei works for Fernhill Foods.\n- Emeka reports to Tobias.\n- Omar reports to Stefan.\n- Emeka works for Pinnacle Software.\n- Amara works for Summit Energy.\n- Tobias reports to Kenji.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Amara reports to Omar.\n- Fernhill Foods is headquartered in Cork.\n- Callum works for Fernhill Foods.\n- Callum reports to Wren.\n- Ravi reports to Emeka.\n- Lucia reports to Tessa.\n- Tobias works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Stefan reports to Mei.\n- Kenji works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Cork.\n- Fernhill Foods was founded in 1977.\n- Ironwood Manufacturing was founded in 1993.\n- Wren reports to Ravi.\n- Lucia works for Ironwood Manufacturing.\n- Ravi works for Summit Energy.\n- Pinnacle Software is headquartered in Turku.\n- Summit Energy is headquartered in Tampere.\n- Tessa works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1996", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Priya.\n- Stefan works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2004.\n- Priya works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara reports to Elena.\n- Northwind Systems is headquartered in Dunedin.\n- Amara works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Priya reports to Hana.\n- Stefan reports to Anders.\n- Beacon Insurance was founded in 1990.\n- Fernhill Foods was founded in 2011.\n- Beacon Insurance is headquartered in Turku.\n- Dmitri reports to Chiara.\n- Hana reports to Dmitri.\n- Chiara reports to Stefan.\n- Hana works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2009.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2002", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Fernhill Foods is headquartered in Tallinn.\n- Mei reports to Jonas.\n- Amara works for Northwind Systems.\n- Callum works for Fernhill Foods.\n- Callum reports to Hana.\n- Jonas reports to Tobias.\n- Felix works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Tobias reports to Felix.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Felix reports to Elena.\n- Elena reports to Chiara.\n- Fernhill Foods was founded in 1991.\n- Pinnacle Software is headquartered in Cork.\n- Northwind Systems was founded in 1980.\n- Bluepine Aviation was founded in 2007.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana reports to Priya.\n- Amara reports to Mei.\n- Pinnacle Software was founded in 1978.\n- Priya works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Tobias works for Fernhill Foods.\n- Priya reports to Amara.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28047", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28048", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 July 2023): For employees hired on or after 27 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7643: employee Emeka R., hired 16 April 2022, separated 17 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7643?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28049", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3073: employee Deshawn M., hired 25 December 2022, separated 03 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3073?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28050", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7454: employee Wren S., hired 22 August 2023, separated 14 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-7454 under the controlling rules.", "criteria": {"0": "$42,750", "1": "$9,736", "2": "$9,865", "3": "$8,865"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1976.\n- Pablo reports to Jonas.\n- Ravi reports to Sofia.\n- Stefan works for Vantage Air.\n- Stefan reports to Amara.\n- Omar works for Vantage Air.\n- Ravi works for Beacon Insurance.\n- Jonas works for Crescent Telecom.\n- Omar reports to Ravi.\n- Emeka works for Crescent Telecom.\n- Viktor works for Ironwood Manufacturing.\n- Jonas reports to Viktor.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor reports to Omar.\n- Amara reports to Pablo.\n- Crescent Telecom was founded in 2002.\n- Amara works for Beacon Insurance.\n- Elena reports to Stefan.\n- Elena works for Vantage Air.\n- Pablo works for Beacon Insurance.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 2012.\n- Emeka reports to Elena.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28052", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 71759 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28053", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28054", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Yuki.\n- Sofia reports to Bruno.\n- Zoya works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Tessa works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Yuki works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka works for Crescent Telecom.\n- Yuki reports to Mara.\n- Crescent Telecom was founded in 1980.\n- Tessa reports to Sofia.\n- Felix reports to Leila.\n- Sofia works for Summit Energy.\n- Wren reports to Felix.\n- Leila reports to Dmitri.\n- Bruno reports to Wren.\n- Dmitri reports to Zoya.\n- Ravi reports to Emeka.\n- Cedar Retail Group is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1983.\n- Summit Energy was founded in 1992.\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Bruno works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Leila works for Summit Energy.\n- Mara works for Summit Energy.\n- Wren works for Summit Energy.\n- Cedar Retail Group was founded in 1993.\n- Mara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Emeka.\n- Bluepine Aviation is headquartered in Austin.\n- Aisha works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1979.\n- Yuki works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Mateo reports to Kenji.\n- Mateo works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Emeka works for Helios Logistics.\n- Chiara reports to Tessa.\n- Yuki reports to Aisha.\n- Kenji works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Omar.\n- Ironwood Manufacturing was founded in 2005.\n- Lattice Analytics is headquartered in Bergen.\n- Deshawn reports to Mateo.\n- Kenji reports to Ingrid.\n- Helios Logistics was founded in 1981.\n- Helios Logistics is headquartered in Austin.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha reports to Deshawn.\n- Emeka reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Bluepine Aviation was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics is headquartered in Leeds.\n- Omar works for Fernhill Foods.\n- Northwind Systems was founded in 2010.\n- Anders works for Meridian Bank.\n- Anders reports to Tobias.\n- Helios Logistics was founded in 1999.\n- Meridian Bank was founded in 2014.\n- Kenji works for Fernhill Foods.\n- Tobias works for Helios Logistics.\n- Ingrid works for Fernhill Foods.\n- Emeka works for Northwind Systems.\n- Lucia reports to Omar.\n- Viktor works for Fernhill Foods.\n- Ravi works for Northwind Systems.\n- Mei reports to Lucia.\n- Tobias reports to Ravi.\n- Elena works for Northwind Systems.\n- Ravi reports to Viktor.\n- Viktor reports to Emeka.\n- Lucia works for Helios Logistics.\n- Ingrid reports to Elena.\n- Fernhill Foods was founded in 1993.\n- Mei works for Fernhill Foods.\n- Bruno reports to Anders.\n- Northwind Systems is headquartered in Tallinn.\n- Bruno works for Helios Logistics.\n- Omar reports to Bruno.\n- Elena reports to Mei.\n- Kenji reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28058", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28059", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Deshawn works for Cobalt Health.\n- Sofia reports to Wren.\n- Amara works for Cobalt Health.\n- Aisha works for Beacon Insurance.\n- Amara reports to Elena.\n- Summit Energy is headquartered in Porto.\n- Elena reports to Deshawn.\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 2002.\n- Pablo works for Summit Energy.\n- Elena works for Beacon Insurance.\n- Pablo reports to Aisha.\n- Bruno reports to Sofia.\n- Meridian Bank is headquartered in Porto.\n- Wren works for Cobalt Health.\n- Summit Energy was founded in 1986.\n- Cobalt Health is headquartered in Leeds.\n- Beacon Insurance was founded in 1984.\n- Meridian Bank was founded in 1994.\n- Aisha reports to Bruno.\n- Deshawn reports to Pablo.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Emeka works for Cobalt Health.\n- Priya reports to Mara.\n- Sofia reports to Kenji.\n- Cobalt Health is headquartered in Lyon.\n- Pablo works for Cedar Retail Group.\n- Mara works for Beacon Insurance.\n- Bluepine Aviation was founded in 2000.\n- Sofia works for Bluepine Aviation.\n- Pablo reports to Priya.\n- Kenji reports to Ravi.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Adelaide.\n- Priya works for Bluepine Aviation.\n- Cobalt Health was founded in 2002.\n- Callum works for Cobalt Health.\n- Mei reports to Emeka.\n- Mara reports to Callum.\n- Elena works for Cedar Retail Group.\n- Emeka reports to Sofia.\n- Bluepine Aviation is headquartered in Lyon.\n- Beacon Insurance is headquartered in Valencia.\n- Cedar Retail Group was founded in 2006.\n- Mei works for Cobalt Health.\n- Elena reports to Pablo.\n- Callum reports to Mei.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28062", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28063", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28064", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28065", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6354: employee Jonas T., hired 16 July 2019, separated 19 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6354?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28066", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1363: employee Amara M., hired 23 November 2022, separated 23 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1363?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28067", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28068", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Pinnacle Software is headquartered in Lyon.\n- Cobalt Health was founded in 2014.\n- Fernhill Foods was founded in 2005.\n- Pinnacle Software was founded in 1975.\n- Felix works for Fernhill Foods.\n- Crescent Telecom is headquartered in Halifax.\n- Emeka works for Crescent Telecom.\n- Callum reports to Sanne.\n- Mara reports to Bruno.\n- Sanne reports to Pablo.\n- Pablo works for Pinnacle Software.\n- Emeka reports to Felix.\n- Crescent Telecom was founded in 1978.\n- Fernhill Foods is headquartered in Dunedin.\n- Cobalt Health is headquartered in Lyon.\n- Sanne works for Pinnacle Software.\n- Bruno reports to Yuki.\n- Callum works for Crescent Telecom.\n- Bruno works for Fernhill Foods.\n- Yuki reports to Callum.\n- Mara works for Pinnacle Software.\n- Felix reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Anders.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Tallinn.\n- Mei reports to Bruno.\n- Lucia reports to Leila.\n- Elena works for Ironwood Manufacturing.\n- Leila works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Deshawn reports to Elena.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Jonas reports to Deshawn.\n- Chiara reports to Lucia.\n- Atlas Freight is headquartered in Austin.\n- Chiara works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Elena reports to Chiara.\n- Sofia works for Summit Energy.\n- Atlas Freight was founded in 1988.\n- Hana works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Anders reports to Hana.\n- Mei works for Ironwood Manufacturing.\n- Mateo reports to Mei.\n- Leila reports to Sofia.\n- Summit Energy was founded in 1979.\n- Beacon Insurance is headquartered in Tallinn.\n- Sofia reports to Mateo.\n- Ironwood Manufacturing was founded in 1998.\n- Beacon Insurance was founded in 2010.\n- Bruno works for Beacon Insurance.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28071", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-9 (VERSION 2, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 December 2022): For employees hired on or after 19 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8699: employee Sofia B., hired 31 January 2020, separated 21 January 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8699?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28072", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28073", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1919: employee Mateo B., hired 15 April 2023, separated 22 February 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1919?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28074", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8001: employee Callum M., hired 03 October 2024, separated 07 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8001?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Priya reports to Jonas.\n- Felix works for Beacon Insurance.\n- Crescent Telecom was founded in 1995.\n- Zoya reports to Felix.\n- Atlas Freight was founded in 1986.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Austin.\n- Felix reports to Viktor.\n- Emeka works for Northwind Systems.\n- Yuki works for Crescent Telecom.\n- Northwind Systems is headquartered in Austin.\n- Jonas reports to Callum.\n- Jonas works for Atlas Freight.\n- Zoya works for Beacon Insurance.\n- Callum reports to Zoya.\n- Yuki reports to Emeka.\n- Priya works for Crescent Telecom.\n- Northwind Systems was founded in 2000.\n- Viktor reports to Yuki.\n- Callum works for Northwind Systems.\n- Viktor works for Beacon Insurance.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Oslo", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Lucia works for Atlas Freight.\n- Sofia reports to Felix.\n- Tessa reports to Stefan.\n- Emeka reports to Tessa.\n- Ravi reports to Ingrid.\n- Ingrid reports to Wren.\n- Hana works for Atlas Freight.\n- Felix works for Northwind Systems.\n- Atlas Freight was founded in 1993.\n- Anders reports to Ravi.\n- Tessa works for Cedar Retail Group.\n- Sofia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Yuki reports to Sofia.\n- Ironwood Manufacturing was founded in 2007.\n- Ingrid works for Cedar Retail Group.\n- Wren works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia reports to Anders.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Emeka works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1987.\n- Cedar Retail Group was founded in 2007.\n- Wren reports to Emeka.\n- Yuki works for Atlas Freight.\n- Hana reports to Lucia.\n- Northwind Systems is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28077", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28078", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5537: employee Ravi K., hired 07 August 2022, separated 19 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5537?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28079", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28080", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tessa.\n- Zoya works for Atlas Freight.\n- Tessa reports to Ingrid.\n- Zoya reports to Hana.\n- Tobias reports to Ravi.\n- Ingrid reports to Tobias.\n- Ingrid works for Vantage Air.\n- Bruno works for Vantage Air.\n- Fernhill Foods was founded in 2004.\n- Vantage Air is headquartered in Oslo.\n- Tobias works for Pinnacle Software.\n- Hana works for Fernhill Foods.\n- Tessa works for Atlas Freight.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi works for Atlas Freight.\n- Fernhill Foods is headquartered in Turku.\n- Vantage Air was founded in 2010.\n- Deshawn reports to Zoya.\n- Pinnacle Software was founded in 1978.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 1981.\n- Deshawn works for Fernhill Foods.\n- Hana reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28081", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5241: employee Callum S., hired 15 September 2021, separated 10 September 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-5241 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,500", "2": "$4,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1975.\n- Ingrid reports to Hana.\n- Yuki reports to Sofia.\n- Bruno works for Summit Energy.\n- Wren works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Stefan reports to Yuki.\n- Pablo reports to Wren.\n- Summit Energy was founded in 2011.\n- Bluepine Aviation was founded in 2001.\n- Zoya reports to Ravi.\n- Lattice Analytics was founded in 1980.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Hana works for Lattice Analytics.\n- Sofia works for Bluepine Aviation.\n- Ravi reports to Ingrid.\n- Wren reports to Stefan.\n- Ingrid works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Austin.\n- Bluepine Aviation is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno reports to Pablo.\n- Sofia reports to Zoya.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Dmitri reports to Sanne.\n- Aisha reports to Viktor.\n- Hana reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Deshawn works for Lattice Analytics.\n- Aisha works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Viktor reports to Nadia.\n- Meridian Bank was founded in 1997.\n- Northwind Systems was founded in 1995.\n- Zoya reports to Deshawn.\n- Bluepine Aviation is headquartered in Malmo.\n- Mateo reports to Hana.\n- Deshawn reports to Dmitri.\n- Bluepine Aviation was founded in 2011.\n- Lattice Analytics was founded in 1997.\n- Hana works for Northwind Systems.\n- Tobias works for Lattice Analytics.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Mei reports to Mateo.\n- Dmitri works for Bluepine Aviation.\n- Pablo reports to Tobias.\n- Tobias reports to Zoya.\n- Nadia works for Lattice Analytics.\n- Viktor works for Northwind Systems.\n- Lattice Analytics is headquartered in Adelaide.\n- Mateo works for Bluepine Aviation.\n- Nadia reports to Pablo.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Stefan reports to Sanne.\n- Tobias reports to Kenji.\n- Meridian Bank is headquartered in Valencia.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Pablo reports to Emeka.\n- Sanne works for Lattice Analytics.\n- Mara reports to Stefan.\n- Mara works for Meridian Bank.\n- Callum reports to Pablo.\n- Beacon Insurance was founded in 2011.\n- Emeka reports to Mara.\n- Yuki works for Meridian Bank.\n- Kenji reports to Yuki.\n- Meridian Bank was founded in 1994.\n- Bruno reports to Callum.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Bruno works for Summit Energy.\n- Sanne reports to Tobias.\n- Summit Energy is headquartered in Valencia.\n- Pablo works for Lattice Analytics.\n- Summit Energy was founded in 2010.\n- Tobias works for Summit Energy.\n- Lattice Analytics was founded in 1983.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28085", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Fernhill Foods was founded in 1987.\n- Mara works for Lattice Analytics.\n- Jonas reports to Tessa.\n- Bluepine Aviation was founded in 1990.\n- Ravi reports to Jonas.\n- Jonas works for Lattice Analytics.\n- Nadia reports to Priya.\n- Summit Energy is headquartered in Adelaide.\n- Mara reports to Deshawn.\n- Lattice Analytics was founded in 2000.\n- Dmitri reports to Nadia.\n- Tessa reports to Mara.\n- Summit Energy was founded in 1984.\n- Deshawn reports to Dmitri.\n- Dmitri works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Tessa works for Fernhill Foods.\n- Lattice Analytics is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28087", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9637: employee Bruno A., hired 27 March 2022, separated 31 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9637?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28088", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28089", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4881: employee Leila T., hired 24 November 2023, separated 05 February 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4881?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28090", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28091", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28092", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8311: employee Nadia K., hired 28 December 2022, separated 15 August 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8311?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28093", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28094", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9081: employee Mara T., hired 06 May 2021, separated 28 August 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2026-9081 under the controlling rules.", "criteria": {"0": "$53,300", "1": "$12,300", "2": "$12,375", "3": "$11,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28095", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7560: employee Sanne R., hired 03 June 2022, separated 15 August 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7560?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28096", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 October 2025): For employees hired on or after 05 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1410: employee Tobias T., hired 05 November 2022, separated 18 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1410?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28097", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Callum reports to Pablo.\n- Yuki reports to Ingrid.\n- Pinnacle Software is headquartered in Dunedin.\n- Deshawn reports to Stefan.\n- Anders works for Pinnacle Software.\n- Bruno reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Stefan reports to Bruno.\n- Jonas reports to Anders.\n- Fernhill Foods was founded in 1976.\n- Yuki works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Emeka reports to Tessa.\n- Bluepine Aviation was founded in 2003.\n- Tessa reports to Yuki.\n- Pablo works for Bluepine Aviation.\n- Anders reports to Deshawn.\n- Crescent Telecom was founded in 2000.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Dunedin.\n- Mateo works for Pinnacle Software.\n- Ingrid reports to Callum.\n- Fernhill Foods is headquartered in Lyon.\n- Pablo reports to Mateo.\n- Stefan works for Bluepine Aviation.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28099", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28100", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9917: employee Felix K., hired 04 August 2022, separated 05 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9917?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1993.\n- Chiara works for Fernhill Foods.\n- Wren reports to Jonas.\n- Yuki reports to Priya.\n- Crescent Telecom is headquartered in Turku.\n- Northwind Systems is headquartered in Porto.\n- Mei works for Fernhill Foods.\n- Emeka works for Crescent Telecom.\n- Northwind Systems was founded in 1983.\n- Callum reports to Kenji.\n- Jonas reports to Mei.\n- Callum works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods is headquartered in Basel.\n- Kenji reports to Yuki.\n- Emeka reports to Nadia.\n- Fernhill Foods was founded in 1994.\n- Deshawn reports to Chiara.\n- Crescent Telecom was founded in 2012.\n- Chiara reports to Zoya.\n- Zoya works for Northwind Systems.\n- Yuki works for Lattice Analytics.\n- Jonas works for Fernhill Foods.\n- Wren works for Lattice Analytics.\n- Deshawn works for Northwind Systems.\n- Priya reports to Emeka.\n- Zoya reports to Callum.\n- Nadia reports to Wren.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28102", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3689: employee Mateo K., hired 17 December 2023, separated 27 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3689?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28103", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 March 2023): For employees hired on or after 22 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3889: employee Felix R., hired 26 November 2019, separated 19 October 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3889?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28104", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1501: employee Dmitri S., hired 16 January 2021, separated 24 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1501?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28105", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 November 2025): For employees hired on or after 27 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1786: employee Hana T., hired 16 November 2023, separated 11 September 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1786?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28106", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28107", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5079: employee Ingrid M., hired 10 May 2023, separated 13 November 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2025-5079 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$7,000", "2": "$6,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1993.\n- Viktor reports to Deshawn.\n- Atlas Freight was founded in 2009.\n- Hana reports to Ingrid.\n- Deshawn works for Vantage Air.\n- Priya works for Atlas Freight.\n- Vantage Air was founded in 2015.\n- Mei works for Crescent Telecom.\n- Chiara reports to Viktor.\n- Zoya reports to Nadia.\n- Chiara works for Bluepine Aviation.\n- Mei reports to Zoya.\n- Bluepine Aviation is headquartered in Tampere.\n- Crescent Telecom is headquartered in Malmo.\n- Deshawn reports to Hana.\n- Vantage Air is headquartered in Malmo.\n- Ingrid reports to Priya.\n- Zoya works for Atlas Freight.\n- Bluepine Aviation was founded in 2006.\n- Ingrid works for Vantage Air.\n- Viktor works for Vantage Air.\n- Nadia works for Vantage Air.\n- Atlas Freight is headquartered in Tampere.\n- Wren works for Vantage Air.\n- Nadia reports to Chiara.\n- Hana works for Crescent Telecom.\n- Wren reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28109", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28110", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4608: employee Bruno M., hired 28 February 2021, separated 12 September 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-4608 under the controlling rules.", "criteria": {"0": "$66,733", "1": "$15,400", "2": "$16,400", "3": "$15,312"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28111", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28112", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 May 2025): For employees hired on or after 06 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1874: employee Aisha T., hired 30 April 2022, separated 16 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1874?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28113", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3432: employee Wren M., hired 06 February 2025, separated 11 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3432?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28114", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28115", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28116", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2213: employee Sanne M., hired 18 June 2022, separated 20 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2213?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ravi.\n- Mei works for Northwind Systems.\n- Yuki reports to Stefan.\n- Bluepine Aviation is headquartered in Tampere.\n- Yuki works for Bluepine Aviation.\n- Stefan reports to Amara.\n- Helios Logistics was founded in 1978.\n- Mei reports to Yuki.\n- Ravi reports to Pablo.\n- Amara reports to Zoya.\n- Ravi works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Vantage Air was founded in 2001.\n- Pablo reports to Nadia.\n- Zoya works for Vantage Air.\n- Stefan works for Vantage Air.\n- Nadia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Lyon.\n- Helios Logistics is headquartered in Tampere.\n- Vantage Air is headquartered in Malmo.\n- Pablo works for Helios Logistics.\n- Northwind Systems was founded in 2003.\n- Bluepine Aviation was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2010", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28118", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28119", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6851: employee Emeka A., hired 22 September 2023, separated 20 April 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-6851 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$1,350", "2": "$4,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28120", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 June 2025): For employees hired on or after 10 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5763: employee Elena S., hired 27 December 2023, separated 07 September 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5763?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Zoya works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Stefan works for Ironwood Manufacturing.\n- Hana reports to Pablo.\n- Atlas Freight is headquartered in Ghent.\n- Yuki reports to Stefan.\n- Ironwood Manufacturing was founded in 1982.\n- Northwind Systems was founded in 1980.\n- Anders reports to Mateo.\n- Stefan reports to Anders.\n- Dmitri reports to Jonas.\n- Hana works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Pablo works for Beacon Insurance.\n- Northwind Systems is headquartered in Halifax.\n- Beacon Insurance was founded in 2000.\n- Nadia reports to Zoya.\n- Atlas Freight was founded in 1986.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo reports to Yuki.\n- Yuki works for Beacon Insurance.\n- Jonas works for Ironwood Manufacturing.\n- Zoya reports to Dmitri.\n- Tessa reports to Hana.\n- Dmitri works for Northwind Systems.\n- Nadia works for Ironwood Manufacturing.\n- Mateo reports to Omar.\n- Jonas reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28122", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28123", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 62576 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28124", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Chiara.\n- Yuki reports to Aisha.\n- Aisha works for Helios Logistics.\n- Lattice Analytics was founded in 1997.\n- Summit Energy was founded in 2009.\n- Chiara works for Fernhill Foods.\n- Summit Energy is headquartered in Tallinn.\n- Tobias reports to Sanne.\n- Helios Logistics is headquartered in Nagoya.\n- Emeka reports to Tobias.\n- Leila works for Summit Energy.\n- Yuki works for Helios Logistics.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods is headquartered in Tallinn.\n- Tobias works for Lattice Analytics.\n- Sanne reports to Yuki.\n- Fernhill Foods was founded in 1975.\n- Chiara reports to Leila.\n- Lucia reports to Emeka.\n- Lattice Analytics is headquartered in Tallinn.\n- Sanne works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28126", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28127", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Anders.\n- Cobalt Health was founded in 1986.\n- Meridian Bank is headquartered in Tallinn.\n- Tessa works for Cobalt Health.\n- Zoya reports to Yuki.\n- Sanne works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Sanne reports to Ingrid.\n- Pablo works for Cobalt Health.\n- Ingrid reports to Wren.\n- Atlas Freight was founded in 1997.\n- Ravi reports to Pablo.\n- Ravi works for Cobalt Health.\n- Anders reports to Ravi.\n- Amara works for Cobalt Health.\n- Tessa reports to Amara.\n- Pablo reports to Zoya.\n- Zoya works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Yuki reports to Sanne.\n- Meridian Bank was founded in 2013.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid works for Atlas Freight.\n- Cedar Retail Group was founded in 1978.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1981", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28129", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28130", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2760: employee Ingrid T., hired 28 March 2022, separated 08 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-2760 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$6,490", "2": "$45,000", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28131", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 January 2023): For employees hired on or after 03 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8408: employee Priya K., hired 20 May 2022, separated 27 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8408?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28132", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28133", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 August 2025): For employees hired on or after 17 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-5938: employee Pablo M., hired 09 February 2024, separated 12 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-5938?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-5938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28134", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28135", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28136", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8792: employee Emeka M., hired 05 October 2022, separated 24 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8792?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Beacon Insurance was founded in 1990.\n- Cedar Retail Group is headquartered in Tampere.\n- Crescent Telecom was founded in 2013.\n- Cobalt Health is headquartered in Malmo.\n- Crescent Telecom is headquartered in Tampere.\n- Zoya works for Cobalt Health.\n- Hana reports to Sanne.\n- Lucia reports to Hana.\n- Kenji reports to Ingrid.\n- Kenji works for Beacon Insurance.\n- Ingrid works for Cedar Retail Group.\n- Sanne works for Crescent Telecom.\n- Beacon Insurance is headquartered in Ghent.\n- Deshawn reports to Stefan.\n- Cedar Retail Group was founded in 1996.\n- Cobalt Health was founded in 1992.\n- Hana works for Cedar Retail Group.\n- Stefan works for Crescent Telecom.\n- Sanne reports to Zoya.\n- Stefan reports to Lucia.\n- Lucia works for Crescent Telecom.\n- Ingrid reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1993", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28138", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28139", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28140", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3849: employee Stefan B., hired 07 January 2022, separated 08 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3849?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28141", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5644: employee Amara B., hired 22 April 2021, separated 05 November 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5644?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28142", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28143", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2954: employee Pablo R., hired 20 February 2023, separated 15 September 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2954?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28144", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9352: employee Emeka K., hired 18 March 2024, separated 30 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9352?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28145", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28146", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3342: employee Elena T., hired 18 December 2023, separated 21 July 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-3342 under the controlling rules.", "criteria": {"0": "$3,462", "1": "$20,000", "2": "$4,615", "3": "$4,115"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28147", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28148", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Vantage Air.\n- Priya reports to Mara.\n- Northwind Systems was founded in 2008.\n- Northwind Systems is headquartered in Leeds.\n- Emeka works for Northwind Systems.\n- Atlas Freight is headquartered in Porto.\n- Viktor reports to Emeka.\n- Vantage Air was founded in 1975.\n- Emeka reports to Sofia.\n- Helios Logistics is headquartered in Turku.\n- Atlas Freight was founded in 2011.\n- Sofia works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Amara reports to Felix.\n- Helios Logistics was founded in 1983.\n- Felix reports to Viktor.\n- Vantage Air is headquartered in Leeds.\n- Mara works for Northwind Systems.\n- Dmitri reports to Amara.\n- Priya works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Sofia reports to Priya.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Northwind Systems", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28149", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28150", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9714: employee Omar T., hired 28 October 2021, separated 19 April 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-9714 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$4,688", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28151", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28152", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Leila works for Crescent Telecom.\n- Deshawn reports to Omar.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri reports to Stefan.\n- Summit Energy was founded in 1984.\n- Stefan reports to Callum.\n- Beacon Insurance was founded in 2012.\n- Omar reports to Tobias.\n- Tobias reports to Leila.\n- Northwind Systems was founded in 2011.\n- Crescent Telecom is headquartered in Turku.\n- Mei reports to Dmitri.\n- Callum works for Crescent Telecom.\n- Summit Energy is headquartered in Leeds.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Callum reports to Deshawn.\n- Mei works for Summit Energy.\n- Tobias works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Dmitri works for Northwind Systems.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28154", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28155", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Stefan.\n- Elena works for Summit Energy.\n- Elena reports to Kenji.\n- Anders works for Northwind Systems.\n- Stefan reports to Hana.\n- Hana works for Summit Energy.\n- Amara reports to Anders.\n- Mei works for Northwind Systems.\n- Tessa reports to Amara.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Kenji works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Sanne reports to Sofia.\n- Summit Energy was founded in 2002.\n- Amara works for Northwind Systems.\n- Hana reports to Mei.\n- Sofia works for Pinnacle Software.\n- Northwind Systems is headquartered in Lyon.\n- Summit Energy is headquartered in Halifax.\n- Stefan works for Pinnacle Software.\n- Felix reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Tessa works for Pinnacle Software.\n- Meridian Bank was founded in 1991.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1987.\n- Mei reports to Sanne.\n- Dmitri reports to Tessa.\n- Anders reports to Elena.\n- Northwind Systems was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28157", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2042: employee Sanne B., hired 18 August 2021, separated 01 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2042?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28158", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28159", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9595: employee Felix B., hired 28 January 2022, separated 08 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9595?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28160", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Ingrid.\n- Meridian Bank was founded in 2003.\n- Chiara reports to Sanne.\n- Lattice Analytics is headquartered in Oslo.\n- Northwind Systems was founded in 1976.\n- Jonas works for Northwind Systems.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Bruno reports to Kenji.\n- Meridian Bank is headquartered in Malmo.\n- Bruno works for Lattice Analytics.\n- Ingrid reports to Yuki.\n- Yuki reports to Bruno.\n- Yuki works for Northwind Systems.\n- Vantage Air was founded in 2011.\n- Northwind Systems is headquartered in Malmo.\n- Sanne works for Lattice Analytics.\n- Felix works for Meridian Bank.\n- Jonas reports to Sofia.\n- Sanne reports to Jonas.\n- Kenji reports to Chiara.\n- Sofia works for Lattice Analytics.\n- Kenji works for Vantage Air.\n- Wren reports to Felix.\n- Chiara works for Northwind Systems.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Zoya.\n- Mara works for Pinnacle Software.\n- Mateo reports to Tessa.\n- Yuki reports to Stefan.\n- Pinnacle Software is headquartered in Valencia.\n- Leila works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Tessa reports to Leila.\n- Cobalt Health was founded in 2015.\n- Mateo works for Pinnacle Software.\n- Meridian Bank was founded in 1995.\n- Stefan works for Cobalt Health.\n- Kenji works for Meridian Bank.\n- Vantage Air was founded in 1983.\n- Tessa works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Pinnacle Software was founded in 2005.\n- Meridian Bank is headquartered in Dunedin.\n- Stefan reports to Kenji.\n- Leila reports to Mara.\n- Zoya reports to Yuki.\n- Yuki works for Meridian Bank.\n- Vantage Air is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1976.\n- Cedar Retail Group was founded in 2006.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pablo reports to Ravi.\n- Mateo works for Meridian Bank.\n- Ravi reports to Amara.\n- Amara reports to Mateo.\n- Chiara works for Meridian Bank.\n- Cobalt Health is headquartered in Halifax.\n- Pablo works for Cobalt Health.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Northwind Systems was founded in 2011.\n- Ingrid works for Meridian Bank.\n- Ravi works for Northwind Systems.\n- Nadia works for Cedar Retail Group.\n- Chiara reports to Pablo.\n- Nadia reports to Chiara.\n- Omar works for Cobalt Health.\n- Yuki reports to Ingrid.\n- Omar reports to Deshawn.\n- Yuki works for Northwind Systems.\n- Ingrid reports to Omar.\n- Meridian Bank was founded in 1990.\n- Northwind Systems is headquartered in Oslo.\n- Deshawn works for Northwind Systems.\n- Mateo reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Kenji works for Pinnacle Software.\n- Fernhill Foods is headquartered in Oslo.\n- Elena works for Fernhill Foods.\n- Elena reports to Pablo.\n- Fernhill Foods was founded in 1978.\n- Vantage Air is headquartered in Nagoya.\n- Hana works for Meridian Bank.\n- Leila reports to Ravi.\n- Felix works for Vantage Air.\n- Stefan works for Vantage Air.\n- Priya reports to Hana.\n- Stefan reports to Elena.\n- Nadia reports to Zoya.\n- Pinnacle Software is headquartered in Oslo.\n- Felix reports to Viktor.\n- Hana reports to Kenji.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Ravi works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Priya works for Meridian Bank.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Kenji reports to Felix.\n- Pablo reports to Priya.\n- Viktor works for Pinnacle Software.\n- Zoya reports to Leila.\n- Leila works for Fernhill Foods.\n- Viktor reports to Nadia.\n- Pinnacle Software was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28165", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5627: employee Deshawn R., hired 06 October 2022, separated 02 March 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5627?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28166", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8539: employee Hana A., hired 11 July 2021, separated 01 March 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8539?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28167", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28168", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28170", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 4, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4754: employee Priya M., hired 08 June 2021, separated 31 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4754?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Vantage Air.\n- Zoya reports to Priya.\n- Meridian Bank is headquartered in Adelaide.\n- Bruno works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Cork.\n- Omar works for Beacon Insurance.\n- Zoya works for Atlas Freight.\n- Ravi works for Beacon Insurance.\n- Jonas reports to Wren.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1976.\n- Emeka reports to Jonas.\n- Mateo reports to Emeka.\n- Kenji reports to Bruno.\n- Callum works for Vantage Air.\n- Kenji works for Vantage Air.\n- Ravi reports to Mateo.\n- Callum reports to Sofia.\n- Wren works for Meridian Bank.\n- Priya reports to Ravi.\n- Atlas Freight was founded in 2011.\n- Vantage Air is headquartered in Halifax.\n- Mateo works for Beacon Insurance.\n- Bruno reports to Omar.\n- Jonas works for Meridian Bank.\n- Beacon Insurance was founded in 1981.\n- Omar reports to Callum.\n- Vantage Air was founded in 2011.\n- Wren reports to Kenji.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2014", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Nadia works for Beacon Insurance.\n- Emeka reports to Deshawn.\n- Anders works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Deshawn works for Beacon Insurance.\n- Meridian Bank was founded in 2002.\n- Hana reports to Anders.\n- Beacon Insurance was founded in 1996.\n- Cobalt Health was founded in 2006.\n- Anders reports to Mateo.\n- Kenji works for Meridian Bank.\n- Beacon Insurance is headquartered in Valencia.\n- Emeka works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Summit Energy is headquartered in Turku.\n- Leila reports to Emeka.\n- Kenji reports to Hana.\n- Cobalt Health is headquartered in Valencia.\n- Mateo works for Summit Energy.\n- Deshawn reports to Nadia.\n- Summit Energy was founded in 2000.\n- Mateo reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28173", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28174", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8438: employee Hana B., hired 11 September 2021, separated 28 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8438?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28175", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28176", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28177", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Chiara works for Atlas Freight.\n- Elena reports to Chiara.\n- Mei reports to Jonas.\n- Wren works for Atlas Freight.\n- Viktor works for Pinnacle Software.\n- Lucia works for Lattice Analytics.\n- Atlas Freight is headquartered in Dunedin.\n- Tessa works for Summit Energy.\n- Tessa reports to Zoya.\n- Summit Energy was founded in 2011.\n- Jonas works for Lattice Analytics.\n- Elena works for Atlas Freight.\n- Zoya reports to Mei.\n- Pinnacle Software is headquartered in Basel.\n- Jonas reports to Wren.\n- Lucia reports to Omar.\n- Pinnacle Software was founded in 1976.\n- Viktor reports to Lucia.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 1975.\n- Omar works for Lattice Analytics.\n- Chiara reports to Tessa.\n- Omar reports to Elena.\n- Mei works for Lattice Analytics.\n- Atlas Freight was founded in 1978.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2014", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Ravi reports to Sanne.\n- Sanne reports to Amara.\n- Sofia works for Lattice Analytics.\n- Beacon Insurance was founded in 2009.\n- Elena reports to Sofia.\n- Beacon Insurance is headquartered in Porto.\n- Sanne works for Lattice Analytics.\n- Omar reports to Ravi.\n- Omar works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2013.\n- Priya works for Lattice Analytics.\n- Elena works for Ironwood Manufacturing.\n- Amara works for Beacon Insurance.\n- Summit Energy was founded in 2005.\n- Sofia reports to Stefan.\n- Summit Energy is headquartered in Basel.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Porto.\n- Amara reports to Elena.\n- Priya reports to Zoya.\n- Zoya works for Summit Energy.\n- Ironwood Manufacturing was founded in 1991.\n- Zoya reports to Callum.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Callum reports to Omar.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28180", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Anders works for Vantage Air.\n- Yuki reports to Anders.\n- Summit Energy is headquartered in Valencia.\n- Yuki works for Helios Logistics.\n- Vantage Air is headquartered in Lyon.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1984.\n- Zoya works for Bluepine Aviation.\n- Pablo reports to Stefan.\n- Bluepine Aviation is headquartered in Basel.\n- Zoya reports to Yuki.\n- Anders reports to Callum.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 2002.\n- Pablo works for Vantage Air.\n- Stefan works for Summit Energy.\n- Bluepine Aviation was founded in 1980.\n- Tessa reports to Priya.\n- Summit Energy was founded in 1987.\n- Stefan reports to Zoya.\n- Tessa works for Bluepine Aviation.\n- Callum reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28182", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Tessa reports to Amara.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Stefan works for Northwind Systems.\n- Priya reports to Deshawn.\n- Viktor reports to Priya.\n- Nadia works for Northwind Systems.\n- Mara reports to Anders.\n- Helios Logistics is headquartered in Tallinn.\n- Leila reports to Felix.\n- Leila works for Helios Logistics.\n- Nadia reports to Viktor.\n- Felix works for Helios Logistics.\n- Anders works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Tessa.\n- Mateo works for Vantage Air.\n- Anders reports to Nadia.\n- Crescent Telecom was founded in 1986.\n- Viktor works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Stefan reports to Mara.\n- Northwind Systems is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Valencia.\n- Amara reports to Leila.\n- Vantage Air was founded in 2008.\n- Felix reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tallinn", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28184", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Dunedin.\n- Deshawn works for Cobalt Health.\n- Northwind Systems is headquartered in Malmo.\n- Sanne reports to Leila.\n- Cobalt Health is headquartered in Dunedin.\n- Leila reports to Mei.\n- Kenji works for Northwind Systems.\n- Kenji reports to Dmitri.\n- Viktor works for Beacon Insurance.\n- Callum works for Northwind Systems.\n- Dmitri reports to Callum.\n- Omar works for Atlas Freight.\n- Mei reports to Kenji.\n- Northwind Systems was founded in 1990.\n- Viktor reports to Omar.\n- Beacon Insurance was founded in 1996.\n- Priya works for Cobalt Health.\n- Sanne works for Beacon Insurance.\n- Cobalt Health was founded in 1975.\n- Dmitri works for Atlas Freight.\n- Leila works for Beacon Insurance.\n- Omar reports to Chiara.\n- Atlas Freight is headquartered in Dunedin.\n- Mei works for Northwind Systems.\n- Jonas works for Beacon Insurance.\n- Deshawn reports to Jonas.\n- Priya reports to Deshawn.\n- Callum reports to Viktor.\n- Chiara works for Northwind Systems.\n- Atlas Freight was founded in 1976.\n- Chiara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1985", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Jonas.\n- Ironwood Manufacturing was founded in 1982.\n- Jonas reports to Felix.\n- Summit Energy is headquartered in Adelaide.\n- Lattice Analytics was founded in 1985.\n- Mateo works for Helios Logistics.\n- Summit Energy was founded in 1989.\n- Felix works for Helios Logistics.\n- Elena reports to Ravi.\n- Stefan reports to Priya.\n- Jonas works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Leila reports to Stefan.\n- Felix reports to Elena.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Adelaide.\n- Stefan works for Helios Logistics.\n- Leila works for Summit Energy.\n- Anders works for Ironwood Manufacturing.\n- Mei reports to Mateo.\n- Mateo reports to Leila.\n- Mei works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Helios Logistics was founded in 1978.\n- Helios Logistics is headquartered in Bergen.\n- Priya works for Lattice Analytics.\n- Ravi reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Bergen", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28187", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1862: employee Emeka B., hired 15 September 2023, separated 11 April 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1862?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28188", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 98894 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28189", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8478: employee Bruno R., hired 26 February 2023, separated 01 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8478?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28190", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5722: employee Tobias B., hired 28 January 2023, separated 14 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5722?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5722 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Meridian Bank was founded in 1992.\n- Priya works for Meridian Bank.\n- Elena works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Ravi reports to Mateo.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Crescent Telecom was founded in 1980.\n- Northwind Systems is headquartered in Malmo.\n- Wren reports to Ravi.\n- Dmitri works for Northwind Systems.\n- Elena reports to Amara.\n- Mateo reports to Priya.\n- Wren works for Crescent Telecom.\n- Mateo works for Fernhill Foods.\n- Lucia reports to Aisha.\n- Crescent Telecom is headquartered in Tampere.\n- Aisha reports to Elena.\n- Ravi works for Fernhill Foods.\n- Northwind Systems was founded in 1984.\n- Amara reports to Callum.\n- Aisha works for Meridian Bank.\n- Priya reports to Dmitri.\n- Lucia works for Fernhill Foods.\n- Dmitri reports to Lucia.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Yuki.\n- Wren reports to Sanne.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Stefan works for Summit Energy.\n- Chiara works for Ironwood Manufacturing.\n- Wren works for Summit Energy.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy was founded in 2013.\n- Yuki reports to Chiara.\n- Sanne reports to Callum.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Chiara reports to Omar.\n- Yuki works for Bluepine Aviation.\n- Ingrid reports to Anders.\n- Summit Energy is headquartered in Nagoya.\n- Anders reports to Amara.\n- Anders works for Summit Energy.\n- Bluepine Aviation was founded in 1982.\n- Ingrid works for Bluepine Aviation.\n- Nadia reports to Ingrid.\n- Callum works for Summit Energy.\n- Amara reports to Stefan.\n- Ironwood Manufacturing was founded in 2001.\n- Mateo reports to Wren.\n- Omar works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Omar reports to Mateo.\n- Pinnacle Software is headquartered in Ghent.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2016", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28193", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5052: employee Mei S., hired 20 November 2023, separated 12 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5052?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28194", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28195", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Crescent Telecom was founded in 1991.\n- Cobalt Health was founded in 2008.\n- Sofia reports to Priya.\n- Sofia works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Fernhill Foods is headquartered in Bergen.\n- Jonas reports to Sofia.\n- Pablo works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Fernhill Foods was founded in 1989.\n- Jonas works for Fernhill Foods.\n- Northwind Systems was founded in 1994.\n- Mei reports to Jonas.\n- Northwind Systems is headquartered in Leeds.\n- Deshawn reports to Pablo.\n- Priya reports to Deshawn.\n- Cobalt Health is headquartered in Bergen.\n- Priya works for Northwind Systems.\n- Callum reports to Yuki.\n- Deshawn works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Crescent Telecom is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1987", "2": "1992", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28197", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28198", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28199", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28200", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28201", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28202", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28203", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28204", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2552: employee Elena T., hired 16 June 2022, separated 31 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2552?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tobias.\n- Chiara reports to Pablo.\n- Pablo works for Helios Logistics.\n- Northwind Systems is headquartered in Brno.\n- Dmitri works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Tobias reports to Kenji.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 1988.\n- Cobalt Health is headquartered in Brno.\n- Pablo reports to Deshawn.\n- Chiara works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Summit Energy is headquartered in Brno.\n- Kenji works for Helios Logistics.\n- Dmitri reports to Elena.\n- Cobalt Health was founded in 1975.\n- Deshawn works for Summit Energy.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Jonas.\n- Deshawn reports to Dmitri.\n- Jonas works for Northwind Systems.\n- Kenji reports to Ingrid.\n- Northwind Systems was founded in 2010.\n- Jonas reports to Sofia.\n- Sofia works for Cobalt Health.\n- Summit Energy was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Pablo reports to Callum.\n- Cedar Retail Group was founded in 2009.\n- Pablo works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa reports to Chiara.\n- Elena reports to Pablo.\n- Ingrid reports to Sofia.\n- Atlas Freight is headquartered in Ghent.\n- Sofia reports to Emeka.\n- Ironwood Manufacturing was founded in 2007.\n- Bluepine Aviation was founded in 1975.\n- Chiara reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Emeka reports to Elena.\n- Ingrid works for Atlas Freight.\n- Chiara works for Cedar Retail Group.\n- Yuki reports to Kenji.\n- Lucia works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Yuki works for Cedar Retail Group.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Kenji reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Kenji works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Ghent.\n- Elena works for Bluepine Aviation.\n- Mateo reports to Tessa.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2007", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28207", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 1984.\n- Cedar Retail Group is headquartered in Adelaide.\n- Callum reports to Anders.\n- Emeka works for Cobalt Health.\n- Yuki reports to Jonas.\n- Cedar Retail Group was founded in 2012.\n- Summit Energy is headquartered in Bergen.\n- Emeka reports to Viktor.\n- Callum works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Felix reports to Emeka.\n- Jonas reports to Callum.\n- Anders reports to Felix.\n- Jonas works for Crescent Telecom.\n- Cobalt Health was founded in 1994.\n- Summit Energy was founded in 2012.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Ingrid.\n- Felix works for Crescent Telecom.\n- Ingrid works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Crescent Telecom is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2010", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28208", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28209", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28210", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Vantage Air.\n- Leila reports to Elena.\n- Tessa reports to Zoya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sofia works for Ironwood Manufacturing.\n- Tessa works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1995.\n- Amara works for Cobalt Health.\n- Viktor works for Northwind Systems.\n- Vantage Air was founded in 1975.\n- Amara reports to Tessa.\n- Zoya works for Ironwood Manufacturing.\n- Sofia reports to Omar.\n- Cobalt Health was founded in 1991.\n- Ravi reports to Viktor.\n- Tobias reports to Leila.\n- Chiara works for Northwind Systems.\n- Stefan works for Cobalt Health.\n- Tobias works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Viktor reports to Stefan.\n- Chiara reports to Amara.\n- Northwind Systems is headquartered in Austin.\n- Vantage Air is headquartered in Adelaide.\n- Elena reports to Sofia.\n- Zoya reports to Ravi.\n- Northwind Systems was founded in 1978.\n- Cobalt Health is headquartered in Adelaide.\n- Omar reports to Chiara.\n- Elena works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28212", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28213", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6255: employee Viktor T., hired 15 December 2023, separated 23 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6255?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28214", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28215", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6767: employee Sanne A., hired 30 May 2023, separated 10 December 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6767?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Amara works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Mara reports to Deshawn.\n- Felix reports to Tessa.\n- Pinnacle Software is headquartered in Cork.\n- Deshawn reports to Callum.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2008.\n- Lattice Analytics was founded in 1998.\n- Leila reports to Mara.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara works for Pinnacle Software.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pinnacle Software was founded in 1983.\n- Kenji reports to Leila.\n- Fernhill Foods was founded in 2005.\n- Leila works for Lattice Analytics.\n- Amara reports to Kenji.\n- Felix works for Fernhill Foods.\n- Kenji works for Cedar Retail Group.\n- Callum reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Jonas reports to Anders.\n- Lattice Analytics was founded in 1986.\n- Vantage Air is headquartered in Bergen.\n- Emeka works for Vantage Air.\n- Nadia works for Vantage Air.\n- Chiara reports to Nadia.\n- Vantage Air was founded in 2007.\n- Cedar Retail Group was founded in 1992.\n- Anders works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Valencia.\n- Sofia reports to Mei.\n- Wren works for Vantage Air.\n- Wren reports to Sofia.\n- Mei works for Vantage Air.\n- Bluepine Aviation was founded in 1992.\n- Cedar Retail Group is headquartered in Valencia.\n- Anders reports to Emeka.\n- Jonas works for Cedar Retail Group.\n- Nadia reports to Jonas.\n- Bluepine Aviation is headquartered in Brno.\n- Emeka reports to Wren.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "1987", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28218", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2566: employee Mei A., hired 16 January 2024, separated 25 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2566?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28219", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6498: employee Mara K., hired 07 August 2022, separated 24 June 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-6498 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,350", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28220", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7712: employee Lucia B., hired 24 August 2021, separated 08 September 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7712?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28221", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28222", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2497: employee Mara A., hired 02 July 2024, separated 07 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-2497 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$3,000", "2": "$1,650", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28223", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28224", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28225", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28226", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28227", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28228", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28229", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 41497 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28230", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28231", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28232", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28233", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28234", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28236", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28237", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1993.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1979.\n- Cedar Retail Group is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2007.\n- Omar works for Cedar Retail Group.\n- Deshawn reports to Priya.\n- Helios Logistics is headquartered in Leeds.\n- Felix reports to Viktor.\n- Beacon Insurance is headquartered in Leeds.\n- Tobias works for Ironwood Manufacturing.\n- Hana works for Beacon Insurance.\n- Viktor reports to Hana.\n- Mara works for Beacon Insurance.\n- Omar reports to Felix.\n- Priya reports to Tobias.\n- Beacon Insurance was founded in 2001.\n- Felix works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Priya works for Helios Logistics.\n- Hana reports to Mara.\n- Deshawn works for Ironwood Manufacturing.\n- Tobias reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28239", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4020: employee Mei A., hired 14 May 2023, separated 01 July 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-4020 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,300", "2": "$5,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28240", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28241", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6322: employee Ingrid M., hired 14 November 2019, separated 15 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6322?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Crescent Telecom was founded in 2014.\n- Yuki works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1992.\n- Kenji works for Crescent Telecom.\n- Mara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Kenji reports to Yuki.\n- Amara works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2009.\n- Sofia works for Cobalt Health.\n- Mei reports to Kenji.\n- Stefan reports to Amara.\n- Hana works for Cedar Retail Group.\n- Yuki reports to Stefan.\n- Hana reports to Mara.\n- Stefan works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tallinn.\n- Amara reports to Hana.\n- Crescent Telecom is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1979.\n- Cobalt Health is headquartered in Halifax.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28243", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Hana works for Lattice Analytics.\n- Bluepine Aviation was founded in 1982.\n- Fernhill Foods is headquartered in Tampere.\n- Bruno reports to Hana.\n- Crescent Telecom is headquartered in Nagoya.\n- Hana reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Fernhill Foods was founded in 1989.\n- Omar reports to Ingrid.\n- Lucia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Ingrid reports to Nadia.\n- Mara reports to Bruno.\n- Lucia reports to Emeka.\n- Anders works for Bluepine Aviation.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom was founded in 2013.\n- Anders reports to Lucia.\n- Felix reports to Omar.\n- Lattice Analytics was founded in 1997.\n- Mara works for Fernhill Foods.\n- Nadia reports to Sofia.\n- Bluepine Aviation is headquartered in Lyon.\n- Bruno works for Crescent Telecom.\n- Ingrid works for Bluepine Aviation.\n- Emeka reports to Felix.\n- Emeka works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Sofia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28245", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2065: employee Viktor S., hired 21 September 2023, separated 12 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2025-2065 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$34,667", "2": "$5,600", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28246", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 October 2023): For employees hired on or after 16 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9723: employee Aisha B., hired 31 August 2020, separated 29 May 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9723?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28247", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28248", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Ingrid works for Cedar Retail Group.\n- Mateo reports to Callum.\n- Chiara reports to Ingrid.\n- Bruno reports to Chiara.\n- Meridian Bank was founded in 1988.\n- Fernhill Foods was founded in 1975.\n- Cedar Retail Group was founded in 1976.\n- Deshawn works for Meridian Bank.\n- Northwind Systems is headquartered in Bergen.\n- Fernhill Foods is headquartered in Adelaide.\n- Zoya reports to Mara.\n- Hana reports to Omar.\n- Deshawn reports to Zoya.\n- Chiara works for Meridian Bank.\n- Zoya works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Mara reports to Mateo.\n- Northwind Systems was founded in 1997.\n- Mara works for Cedar Retail Group.\n- Elena reports to Hana.\n- Ingrid reports to Mei.\n- Hana works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Meridian Bank is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum reports to Bruno.\n- Omar reports to Deshawn.\n- Omar works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28252", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28253", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28254", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 52053 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Nagoya.\n- Tessa works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Leila works for Atlas Freight.\n- Kenji works for Vantage Air.\n- Amara works for Atlas Freight.\n- Beacon Insurance was founded in 2012.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Pablo reports to Tessa.\n- Omar reports to Viktor.\n- Leila reports to Pablo.\n- Amara reports to Kenji.\n- Omar works for Beacon Insurance.\n- Priya works for Vantage Air.\n- Kenji reports to Leila.\n- Vantage Air was founded in 1983.\n- Stefan works for Beacon Insurance.\n- Atlas Freight is headquartered in Austin.\n- Northwind Systems was founded in 1999.\n- Viktor works for Vantage Air.\n- Atlas Freight was founded in 2008.\n- Viktor reports to Priya.\n- Ravi works for Northwind Systems.\n- Priya reports to Ravi.\n- Tessa reports to Stefan.\n- Stefan reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1983", "2": "1986", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28256", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28257", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Vantage Air was founded in 1979.\n- Bruno works for Vantage Air.\n- Yuki reports to Zoya.\n- Deshawn reports to Tobias.\n- Dmitri reports to Tessa.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Yuki works for Vantage Air.\n- Zoya works for Atlas Freight.\n- Bruno reports to Wren.\n- Deshawn works for Atlas Freight.\n- Dmitri works for Northwind Systems.\n- Hana works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Hana reports to Bruno.\n- Northwind Systems is headquartered in Tallinn.\n- Viktor works for Vantage Air.\n- Tessa reports to Ingrid.\n- Zoya reports to Amara.\n- Meridian Bank is headquartered in Porto.\n- Atlas Freight is headquartered in Tallinn.\n- Amara reports to Hana.\n- Tobias reports to Viktor.\n- Northwind Systems was founded in 1977.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Vantage Air is headquartered in Tallinn.\n- Viktor reports to Dmitri.\n- Wren reports to Deshawn.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1972", "2": "1980", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Ingrid reports to Tobias.\n- Crescent Telecom was founded in 1988.\n- Sofia reports to Sanne.\n- Tobias works for Fernhill Foods.\n- Vantage Air was founded in 1980.\n- Tobias reports to Aisha.\n- Elena works for Fernhill Foods.\n- Dmitri reports to Elena.\n- Chiara reports to Sofia.\n- Hana works for Crescent Telecom.\n- Fernhill Foods was founded in 1983.\n- Fernhill Foods is headquartered in Lyon.\n- Sanne reports to Dmitri.\n- Yuki works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Dmitri works for Fernhill Foods.\n- Sofia works for Vantage Air.\n- Ironwood Manufacturing was founded in 1998.\n- Vantage Air is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha reports to Chiara.\n- Hana reports to Ingrid.\n- Elena reports to Yuki.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Omar.\n- Helios Logistics was founded in 1986.\n- Cobalt Health was founded in 1985.\n- Mateo reports to Yuki.\n- Mateo works for Vantage Air.\n- Tessa reports to Jonas.\n- Vantage Air was founded in 2012.\n- Chiara reports to Mateo.\n- Zoya works for Vantage Air.\n- Cobalt Health is headquartered in Valencia.\n- Zoya reports to Chiara.\n- Chiara works for Cobalt Health.\n- Omar reports to Dmitri.\n- Dmitri reports to Tessa.\n- Kenji reports to Sanne.\n- Omar works for Vantage Air.\n- Aisha works for Cobalt Health.\n- Helios Logistics is headquartered in Valencia.\n- Sanne works for Helios Logistics.\n- Sanne reports to Zoya.\n- Yuki works for Vantage Air.\n- Ravi works for Helios Logistics.\n- Vantage Air is headquartered in Valencia.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Dmitri works for Cobalt Health.\n- Tessa works for Vantage Air.\n- Yuki reports to Ravi.\n- Jonas works for Cobalt Health.\n- Beacon Insurance was founded in 1995.\n- Aisha reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Leila reports to Viktor.\n- Chiara works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Chiara reports to Leila.\n- Kenji reports to Deshawn.\n- Mateo works for Bluepine Aviation.\n- Cobalt Health is headquartered in Austin.\n- Mara works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Kenji works for Bluepine Aviation.\n- Jonas reports to Tessa.\n- Deshawn reports to Mara.\n- Meridian Bank is headquartered in Cork.\n- Dmitri reports to Chiara.\n- Mara reports to Jonas.\n- Meridian Bank was founded in 1989.\n- Viktor reports to Kenji.\n- Mateo reports to Dmitri.\n- Vantage Air is headquartered in Cork.\n- Cobalt Health was founded in 1977.\n- Bluepine Aviation is headquartered in Cork.\n- Viktor works for Cobalt Health.\n- Vantage Air was founded in 1976.\n- Bluepine Aviation was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28262", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3955: employee Viktor S., hired 26 December 2023, separated 29 March 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-3955 under the controlling rules.", "criteria": {"0": "$43,983", "1": "$10,150", "2": "$10,062", "3": "$9,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Helios Logistics was founded in 1984.\n- Chiara works for Helios Logistics.\n- Callum reports to Zoya.\n- Ingrid reports to Aisha.\n- Chiara reports to Ravi.\n- Leila works for Vantage Air.\n- Zoya reports to Lucia.\n- Lucia reports to Ingrid.\n- Stefan reports to Callum.\n- Nadia reports to Chiara.\n- Stefan works for Atlas Freight.\n- Priya reports to Leila.\n- Vantage Air is headquartered in Turku.\n- Atlas Freight was founded in 1988.\n- Aisha reports to Jonas.\n- Aisha works for Helios Logistics.\n- Zoya works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Crescent Telecom is headquartered in Ghent.\n- Nadia works for Vantage Air.\n- Priya works for Helios Logistics.\n- Ravi works for Vantage Air.\n- Jonas reports to Nadia.\n- Vantage Air was founded in 2011.\n- Callum works for Helios Logistics.\n- Lucia works for Vantage Air.\n- Helios Logistics is headquartered in Ghent.\n- Atlas Freight is headquartered in Turku.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Amara reports to Aisha.\n- Atlas Freight is headquartered in Ghent.\n- Tobias reports to Hana.\n- Mateo works for Meridian Bank.\n- Hana works for Helios Logistics.\n- Aisha works for Atlas Freight.\n- Tobias works for Bluepine Aviation.\n- Emeka reports to Anders.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Meridian Bank was founded in 2001.\n- Mateo reports to Tobias.\n- Atlas Freight was founded in 1993.\n- Bluepine Aviation was founded in 1995.\n- Bluepine Aviation is headquartered in Ghent.\n- Aisha reports to Pablo.\n- Amara works for Atlas Freight.\n- Anders works for Bluepine Aviation.\n- Meridian Bank is headquartered in Ghent.\n- Anders reports to Amara.\n- Hana reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1989", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28266", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28267", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 18802 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28268", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28269", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 07 June 2025): For employees hired on or after 07 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6425: employee Amara R., hired 18 July 2024, separated 28 March 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2025-6425 under the controlling rules.", "criteria": {"0": "$9,692", "1": "$42,000", "2": "$9,808", "3": "$7,692"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6425 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28270", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9795: employee Nadia K., hired 14 January 2022, separated 24 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9795?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28271", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mateo.\n- Jonas works for Cobalt Health.\n- Bruno reports to Yuki.\n- Cedar Retail Group was founded in 2012.\n- Bruno works for Lattice Analytics.\n- Yuki reports to Sofia.\n- Cedar Retail Group is headquartered in Porto.\n- Stefan reports to Ravi.\n- Ravi works for Lattice Analytics.\n- Cobalt Health was founded in 1992.\n- Jonas reports to Stefan.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Yuki works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Mateo reports to Tessa.\n- Cobalt Health is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Halifax.\n- Tessa reports to Bruno.\n- Sofia works for Cedar Retail Group.\n- Lattice Analytics was founded in 2015.\n- Stefan works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28273", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28274", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9889: employee Jonas K., hired 08 June 2022, separated 30 July 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9889?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28275", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2293: employee Kenji K., hired 12 June 2023, separated 17 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2293?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28276", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8545: employee Tobias B., hired 01 March 2022, separated 04 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8545?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28277", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4651: employee Priya R., hired 11 April 2022, separated 21 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4651?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28278", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 21252 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "asks for money back on a purchase", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1996.\n- Mateo reports to Ingrid.\n- Crescent Telecom was founded in 2003.\n- Sanne reports to Lucia.\n- Kenji works for Beacon Insurance.\n- Crescent Telecom is headquartered in Leeds.\n- Cedar Retail Group was founded in 1999.\n- Ingrid works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Beacon Insurance was founded in 1988.\n- Beacon Insurance is headquartered in Austin.\n- Emeka works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Leeds.\n- Felix reports to Sanne.\n- Lucia reports to Tessa.\n- Leila works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Tessa reports to Mateo.\n- Kenji reports to Emeka.\n- Lucia works for Meridian Bank.\n- Sofia reports to Leila.\n- Aisha reports to Felix.\n- Felix works for Meridian Bank.\n- Leila reports to Amara.\n- Amara reports to Kenji.\n- Sanne works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28280", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28281", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28282", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1995.\n- Atlas Freight was founded in 2012.\n- Helios Logistics was founded in 2007.\n- Tobias reports to Kenji.\n- Meridian Bank is headquartered in Oslo.\n- Lattice Analytics was founded in 1983.\n- Omar works for Meridian Bank.\n- Helios Logistics is headquartered in Austin.\n- Sanne reports to Yuki.\n- Yuki reports to Viktor.\n- Yuki works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Tobias works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Wren works for Lattice Analytics.\n- Priya works for Helios Logistics.\n- Wren reports to Tobias.\n- Kenji reports to Nadia.\n- Lattice Analytics is headquartered in Malmo.\n- Atlas Freight is headquartered in Malmo.\n- Hana works for Atlas Freight.\n- Sanne works for Helios Logistics.\n- Tessa works for Atlas Freight.\n- Nadia reports to Tessa.\n- Omar reports to Priya.\n- Kenji works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Priya reports to Sanne.\n- Viktor reports to Wren.\n- Hana reports to Felix.\n- Tessa reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Kenji reports to Callum.\n- Anders reports to Kenji.\n- Amara reports to Sanne.\n- Omar works for Beacon Insurance.\n- Atlas Freight was founded in 1992.\n- Ironwood Manufacturing is headquartered in Porto.\n- Elena works for Atlas Freight.\n- Zoya reports to Anders.\n- Beacon Insurance was founded in 1983.\n- Emeka works for Beacon Insurance.\n- Dmitri reports to Elena.\n- Anders works for Atlas Freight.\n- Elena reports to Omar.\n- Meridian Bank was founded in 1999.\n- Kenji works for Beacon Insurance.\n- Callum works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Viktor reports to Amara.\n- Ironwood Manufacturing was founded in 1991.\n- Viktor works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Emeka reports to Viktor.\n- Omar reports to Emeka.\n- Callum reports to Felix.\n- Dmitri works for Atlas Freight.\n- Sanne works for Beacon Insurance.\n- Meridian Bank is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Sanne reports to Zoya.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28285", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28286", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Crescent Telecom is headquartered in Ghent.\n- Sofia reports to Lucia.\n- Helios Logistics was founded in 2012.\n- Amara works for Helios Logistics.\n- Mei reports to Felix.\n- Mateo reports to Yuki.\n- Kenji works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Tessa works for Helios Logistics.\n- Kenji reports to Tessa.\n- Lattice Analytics is headquartered in Nagoya.\n- Felix works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Mei works for Helios Logistics.\n- Lattice Analytics was founded in 2007.\n- Yuki reports to Sanne.\n- Felix reports to Sofia.\n- Mateo works for Crescent Telecom.\n- Amara reports to Mateo.\n- Lucia reports to Kenji.\n- Cobalt Health is headquartered in Austin.\n- Crescent Telecom was founded in 1990.\n- Cobalt Health was founded in 2011.\n- Sanne works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Tessa reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Stefan.\n- Chiara works for Ironwood Manufacturing.\n- Stefan reports to Kenji.\n- Meridian Bank is headquartered in Ghent.\n- Elena works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Kenji works for Crescent Telecom.\n- Wren reports to Sofia.\n- Sofia reports to Chiara.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Wren works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Crescent Telecom is headquartered in Austin.\n- Sofia works for Ironwood Manufacturing.\n- Chiara reports to Leila.\n- Jonas reports to Dmitri.\n- Meridian Bank was founded in 2003.\n- Cedar Retail Group is headquartered in Valencia.\n- Stefan works for Meridian Bank.\n- Cedar Retail Group was founded in 2000.\n- Ravi reports to Jonas.\n- Kenji reports to Ravi.\n- Jonas works for Crescent Telecom.\n- Dmitri reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Lattice Analytics is headquartered in Tampere.\n- Anders works for Pinnacle Software.\n- Viktor works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Hana reports to Anders.\n- Dmitri works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Anders reports to Jonas.\n- Mateo reports to Hana.\n- Ravi works for Pinnacle Software.\n- Jonas reports to Sanne.\n- Pinnacle Software was founded in 1995.\n- Cedar Retail Group was founded in 1997.\n- Atlas Freight is headquartered in Oslo.\n- Jonas works for Cedar Retail Group.\n- Atlas Freight was founded in 2005.\n- Cedar Retail Group is headquartered in Tampere.\n- Nadia reports to Ravi.\n- Kenji works for Pinnacle Software.\n- Sanne reports to Nadia.\n- Ravi reports to Kenji.\n- Dmitri reports to Viktor.\n- Kenji reports to Dmitri.\n- Pinnacle Software is headquartered in Adelaide.\n- Lattice Analytics was founded in 1987.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28290", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health was founded in 1997.\n- Zoya reports to Omar.\n- Summit Energy was founded in 1985.\n- Omar works for Cedar Retail Group.\n- Callum reports to Amara.\n- Amara reports to Sofia.\n- Aisha works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Callum works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Anders reports to Aisha.\n- Mateo works for Cedar Retail Group.\n- Sofia reports to Zoya.\n- Dmitri works for Cedar Retail Group.\n- Northwind Systems is headquartered in Bergen.\n- Dmitri reports to Wren.\n- Cedar Retail Group was founded in 1988.\n- Omar reports to Dmitri.\n- Northwind Systems was founded in 1982.\n- Cobalt Health is headquartered in Brno.\n- Wren reports to Hana.\n- Mateo reports to Anders.\n- Summit Energy is headquartered in Bergen.\n- Hana reports to Mateo.\n- Hana works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Aisha reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1985", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Viktor.\n- Sanne works for Cobalt Health.\n- Lattice Analytics was founded in 1979.\n- Tobias reports to Mei.\n- Mei reports to Callum.\n- Cobalt Health was founded in 1976.\n- Zoya works for Summit Energy.\n- Priya works for Summit Energy.\n- Lattice Analytics is headquartered in Ghent.\n- Summit Energy is headquartered in Tampere.\n- Omar works for Summit Energy.\n- Callum reports to Zoya.\n- Kenji reports to Sanne.\n- Mateo works for Fernhill Foods.\n- Zoya reports to Lucia.\n- Viktor works for Summit Energy.\n- Omar reports to Mateo.\n- Fernhill Foods is headquartered in Nagoya.\n- Tobias works for Summit Energy.\n- Fernhill Foods was founded in 2009.\n- Viktor reports to Kenji.\n- Lucia reports to Amara.\n- Cobalt Health is headquartered in Nagoya.\n- Lucia works for Fernhill Foods.\n- Amara works for Summit Energy.\n- Amara reports to Omar.\n- Kenji works for Cobalt Health.\n- Mei works for Summit Energy.\n- Mateo reports to Priya.\n- Summit Energy was founded in 1989.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28293", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Nagoya.\n- Pablo works for Cedar Retail Group.\n- Stefan reports to Mei.\n- Bruno reports to Wren.\n- Yuki works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Dunedin.\n- Stefan works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Yuki reports to Hana.\n- Leila reports to Tessa.\n- Cedar Retail Group was founded in 2014.\n- Atlas Freight is headquartered in Oslo.\n- Lattice Analytics was founded in 1981.\n- Bruno works for Lattice Analytics.\n- Hana reports to Sanne.\n- Viktor reports to Stefan.\n- Mei reports to Yuki.\n- Wren reports to Viktor.\n- Mara works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Sanne reports to Leila.\n- Pablo reports to Bruno.\n- Tessa reports to Mara.\n- Bluepine Aviation was founded in 2010.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 2011.\n- Tessa works for Cedar Retail Group.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Vantage Air was founded in 2013.\n- Jonas reports to Emeka.\n- Leila works for Bluepine Aviation.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka reports to Priya.\n- Mei reports to Yuki.\n- Pinnacle Software was founded in 1977.\n- Priya works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Pinnacle Software is headquartered in Cork.\n- Yuki works for Pinnacle Software.\n- Leila reports to Zoya.\n- Tobias works for Pinnacle Software.\n- Yuki reports to Pablo.\n- Mateo reports to Leila.\n- Zoya reports to Ravi.\n- Ravi works for Pinnacle Software.\n- Beacon Insurance was founded in 2013.\n- Vantage Air is headquartered in Cork.\n- Mei works for Bluepine Aviation.\n- Pablo works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Bluepine Aviation was founded in 1980.\n- Tobias reports to Mei.\n- Amara reports to Jonas.\n- Zoya works for Vantage Air.\n- Pablo reports to Amara.\n- Priya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28296", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9334: employee Leila A., hired 21 December 2021, separated 14 September 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2025-9334 under the controlling rules.", "criteria": {"0": "$7,400", "1": "$34,667", "2": "$8,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28297", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Cork.\n- Priya reports to Stefan.\n- Fernhill Foods is headquartered in Adelaide.\n- Emeka reports to Priya.\n- Stefan works for Pinnacle Software.\n- Lucia works for Summit Energy.\n- Stefan reports to Elena.\n- Ingrid reports to Bruno.\n- Priya works for Pinnacle Software.\n- Summit Energy is headquartered in Basel.\n- Yuki works for Fernhill Foods.\n- Lucia reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Summit Energy was founded in 2013.\n- Beacon Insurance was founded in 2007.\n- Pinnacle Software was founded in 2009.\n- Bruno works for Pinnacle Software.\n- Elena reports to Lucia.\n- Bruno reports to Yuki.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka works for Pinnacle Software.\n- Fernhill Foods was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28299", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5098: employee Hana T., hired 04 March 2024, separated 18 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5098?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28300", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1391: employee Wren K., hired 09 May 2021, separated 12 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1391?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28301", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28302", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8269: employee Elena M., hired 20 February 2024, separated 24 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8269?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1992.\n- Aisha works for Bluepine Aviation.\n- Bruno reports to Tessa.\n- Sanne works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tessa works for Summit Energy.\n- Sanne reports to Mara.\n- Aisha reports to Bruno.\n- Mara reports to Pablo.\n- Fernhill Foods was founded in 2008.\n- Summit Energy is headquartered in Porto.\n- Bluepine Aviation was founded in 2013.\n- Mara works for Fernhill Foods.\n- Amara reports to Aisha.\n- Ingrid works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2000.\n- Ingrid reports to Sanne.\n- Fernhill Foods is headquartered in Basel.\n- Tessa reports to Ingrid.\n- Amara works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28304", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 July 2023): For employees hired on or after 15 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7498: employee Sofia S., hired 07 November 2020, separated 17 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7498?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Yuki.\n- Priya works for Lattice Analytics.\n- Yuki reports to Callum.\n- Zoya works for Lattice Analytics.\n- Emeka works for Vantage Air.\n- Lattice Analytics was founded in 2014.\n- Nadia works for Helios Logistics.\n- Summit Energy is headquartered in Brno.\n- Priya reports to Viktor.\n- Mara works for Lattice Analytics.\n- Helios Logistics was founded in 1985.\n- Sofia works for Vantage Air.\n- Mara reports to Hana.\n- Yuki works for Lattice Analytics.\n- Mateo reports to Emeka.\n- Lattice Analytics is headquartered in Bergen.\n- Anders works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Summit Energy was founded in 1987.\n- Zoya reports to Sofia.\n- Hana works for Helios Logistics.\n- Anders reports to Zoya.\n- Hana reports to Priya.\n- Viktor works for Summit Energy.\n- Viktor reports to Nadia.\n- Vantage Air was founded in 1990.\n- Callum works for Lattice Analytics.\n- Vantage Air is headquartered in Lyon.\n- Emeka reports to Mara.\n- Callum reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Omar reports to Anders.\n- Stefan works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Zoya reports to Sanne.\n- Helios Logistics was founded in 1978.\n- Aisha reports to Mara.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Deshawn.\n- Viktor reports to Lucia.\n- Viktor works for Helios Logistics.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan reports to Omar.\n- Summit Energy is headquartered in Turku.\n- Summit Energy was founded in 2000.\n- Mara reports to Zoya.\n- Sanne reports to Stefan.\n- Omar works for Helios Logistics.\n- Aisha works for Summit Energy.\n- Anders works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Lucia works for Helios Logistics.\n- Callum reports to Viktor.\n- Pinnacle Software is headquartered in Cork.\n- Sanne works for Northwind Systems.\n- Deshawn reports to Callum.\n- Helios Logistics is headquartered in Tampere.\n- Pinnacle Software was founded in 2003.\n- Zoya works for Northwind Systems.\n- Callum works for Pinnacle Software.\n- Northwind Systems was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28307", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28308", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28309", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Amara reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Deshawn reports to Hana.\n- Northwind Systems is headquartered in Basel.\n- Nadia reports to Callum.\n- Bluepine Aviation is headquartered in Bergen.\n- Callum reports to Yuki.\n- Mateo works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Hana works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Northwind Systems was founded in 1984.\n- Leila reports to Mara.\n- Tobias reports to Mateo.\n- Summit Energy was founded in 1983.\n- Yuki reports to Deshawn.\n- Leila works for Cobalt Health.\n- Bluepine Aviation was founded in 1989.\n- Tobias works for Bluepine Aviation.\n- Bruno reports to Stefan.\n- Mara works for Bluepine Aviation.\n- Mateo reports to Nadia.\n- Callum works for Bluepine Aviation.\n- Cobalt Health was founded in 1993.\n- Hana reports to Leila.\n- Stefan reports to Tobias.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Nadia works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28311", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28312", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Dmitri.\n- Anders works for Lattice Analytics.\n- Ingrid reports to Anders.\n- Lattice Analytics is headquartered in Dunedin.\n- Jonas works for Northwind Systems.\n- Lattice Analytics was founded in 1978.\n- Northwind Systems is headquartered in Porto.\n- Kenji works for Lattice Analytics.\n- Aisha reports to Tessa.\n- Ravi works for Meridian Bank.\n- Northwind Systems was founded in 2001.\n- Sofia works for Northwind Systems.\n- Meridian Bank is headquartered in Dunedin.\n- Ravi reports to Kenji.\n- Aisha works for Northwind Systems.\n- Anders reports to Viktor.\n- Crescent Telecom is headquartered in Dunedin.\n- Viktor works for Lattice Analytics.\n- Tessa works for Meridian Bank.\n- Dmitri reports to Ingrid.\n- Crescent Telecom was founded in 2005.\n- Tessa reports to Jonas.\n- Jonas reports to Ravi.\n- Sofia reports to Aisha.\n- Meridian Bank was founded in 1998.\n- Ingrid works for Crescent Telecom.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Zoya.\n- Zoya reports to Mara.\n- Lattice Analytics was founded in 1977.\n- Callum reports to Viktor.\n- Vantage Air was founded in 1987.\n- Cobalt Health is headquartered in Halifax.\n- Pinnacle Software was founded in 1990.\n- Sofia works for Pinnacle Software.\n- Pablo reports to Callum.\n- Elena reports to Felix.\n- Felix reports to Pablo.\n- Amara reports to Elena.\n- Pinnacle Software is headquartered in Brno.\n- Amara works for Pinnacle Software.\n- Viktor works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Viktor reports to Lucia.\n- Lattice Analytics is headquartered in Tampere.\n- Felix works for Pinnacle Software.\n- Vantage Air is headquartered in Tampere.\n- Mara works for Cobalt Health.\n- Zoya works for Pinnacle Software.\n- Elena works for Lattice Analytics.\n- Cobalt Health was founded in 2009.\n- Sofia reports to Amara.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Lattice Analytics.\n- Mara reports to Sofia.\n- Amara works for Atlas Freight.\n- Jonas reports to Viktor.\n- Yuki works for Atlas Freight.\n- Jonas works for Summit Energy.\n- Omar reports to Mara.\n- Yuki reports to Chiara.\n- Viktor reports to Priya.\n- Aisha reports to Anders.\n- Omar works for Summit Energy.\n- Chiara works for Lattice Analytics.\n- Summit Energy was founded in 1999.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2006.\n- Priya works for Northwind Systems.\n- Mara works for Atlas Freight.\n- Amara reports to Jonas.\n- Northwind Systems is headquartered in Porto.\n- Lattice Analytics is headquartered in Porto.\n- Leila works for Lattice Analytics.\n- Anders works for Summit Energy.\n- Northwind Systems was founded in 2011.\n- Leila reports to Aisha.\n- Anders reports to Yuki.\n- Chiara reports to Omar.\n- Sofia works for Lattice Analytics.\n- Summit Energy is headquartered in Tallinn.\n- Priya reports to Leila.\n- Aisha works for Summit Energy.\n- Lattice Analytics was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28316", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5915: employee Mateo A., hired 26 January 2021, separated 23 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5915?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5915 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28317", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Lattice Analytics.\n- Omar reports to Viktor.\n- Summit Energy is headquartered in Tampere.\n- Yuki reports to Mateo.\n- Priya works for Lattice Analytics.\n- Omar works for Beacon Insurance.\n- Priya reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Wren works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Tampere.\n- Beacon Insurance was founded in 1985.\n- Mateo works for Ironwood Manufacturing.\n- Summit Energy was founded in 1994.\n- Wren reports to Omar.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1993.\n- Lattice Analytics was founded in 1991.\n- Tessa reports to Yuki.\n- Lattice Analytics is headquartered in Oslo.\n- Mara reports to Wren.\n- Mara works for Summit Energy.\n- Mateo reports to Mara.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Lattice Analytics was founded in 1982.\n- Vantage Air is headquartered in Valencia.\n- Ingrid reports to Elena.\n- Pablo reports to Nadia.\n- Kenji works for Lattice Analytics.\n- Tobias works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Anders reports to Tessa.\n- Lattice Analytics is headquartered in Halifax.\n- Atlas Freight is headquartered in Basel.\n- Pablo works for Northwind Systems.\n- Vantage Air was founded in 2007.\n- Elena reports to Pablo.\n- Atlas Freight was founded in 1996.\n- Tobias reports to Kenji.\n- Priya reports to Viktor.\n- Nadia works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Tessa reports to Tobias.\n- Anders works for Vantage Air.\n- Nadia reports to Priya.\n- Kenji reports to Ingrid.\n- Priya works for Lattice Analytics.\n- Northwind Systems was founded in 1975.\n- Ingrid works for Vantage Air.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28319", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28320", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 90999 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28321", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Stefan reports to Ingrid.\n- Bruno reports to Priya.\n- Omar reports to Pablo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Pablo reports to Chiara.\n- Chiara reports to Bruno.\n- Pablo works for Fernhill Foods.\n- Atlas Freight is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2012.\n- Atlas Freight was founded in 2014.\n- Fernhill Foods was founded in 2000.\n- Omar works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Priya reports to Stefan.\n- Bruno works for Fernhill Foods.\n- Ingrid reports to Felix.\n- Pinnacle Software was founded in 2005.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28323", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6214: employee Lucia M., hired 22 June 2021, separated 03 December 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6214?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28324", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28325", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6522: employee Omar S., hired 11 September 2022, separated 17 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6522?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28326", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28327", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28328", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28329", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4104: employee Felix S., hired 08 October 2020, separated 25 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4104?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Northwind Systems.\n- Amara works for Vantage Air.\n- Stefan reports to Viktor.\n- Bluepine Aviation is headquartered in Oslo.\n- Aisha works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Viktor reports to Amara.\n- Vantage Air is headquartered in Ghent.\n- Atlas Freight was founded in 1977.\n- Northwind Systems is headquartered in Adelaide.\n- Elena works for Bluepine Aviation.\n- Tobias reports to Elena.\n- Amara reports to Aisha.\n- Viktor works for Northwind Systems.\n- Tobias works for Atlas Freight.\n- Mei reports to Hana.\n- Aisha reports to Sofia.\n- Atlas Freight is headquartered in Ghent.\n- Northwind Systems was founded in 1975.\n- Callum works for Bluepine Aviation.\n- Callum reports to Lucia.\n- Vantage Air was founded in 2001.\n- Hana works for Vantage Air.\n- Bluepine Aviation was founded in 2004.\n- Tessa reports to Mei.\n- Elena reports to Callum.\n- Hana reports to Tobias.\n- Stefan works for Bluepine Aviation.\n- Mei works for Vantage Air.\n- Lucia reports to Stefan.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28331", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1987.\n- Pablo works for Atlas Freight.\n- Jonas reports to Viktor.\n- Omar reports to Tessa.\n- Sanne works for Beacon Insurance.\n- Wren works for Atlas Freight.\n- Tessa works for Beacon Insurance.\n- Viktor works for Northwind Systems.\n- Mei works for Atlas Freight.\n- Dmitri works for Northwind Systems.\n- Sanne reports to Pablo.\n- Atlas Freight is headquartered in Cork.\n- Northwind Systems is headquartered in Austin.\n- Beacon Insurance is headquartered in Cork.\n- Mei reports to Jonas.\n- Nadia works for Beacon Insurance.\n- Tessa reports to Nadia.\n- Viktor reports to Dmitri.\n- Atlas Freight was founded in 1976.\n- Fernhill Foods was founded in 1979.\n- Pablo reports to Omar.\n- Omar works for Atlas Freight.\n- Fernhill Foods is headquartered in Leeds.\n- Wren reports to Sanne.\n- Beacon Insurance was founded in 1995.\n- Jonas works for Beacon Insurance.\n- Nadia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28333", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9247: employee Aisha R., hired 06 June 2021, separated 21 February 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9247?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28334", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28335", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28336", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Tobias reports to Mara.\n- Priya works for Bluepine Aviation.\n- Aisha reports to Mei.\n- Pinnacle Software was founded in 1979.\n- Pinnacle Software is headquartered in Brno.\n- Hana works for Crescent Telecom.\n- Mara reports to Pablo.\n- Wren reports to Hana.\n- Omar works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Bergen.\n- Pablo works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Crescent Telecom was founded in 2003.\n- Pablo reports to Omar.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Tobias.\n- Bluepine Aviation was founded in 2010.\n- Mei works for Lattice Analytics.\n- Wren works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Omar reports to Priya.\n- Nadia reports to Wren.\n- Hana reports to Yuki.\n- Lattice Analytics was founded in 2014.\n- Crescent Telecom is headquartered in Lyon.\n- Priya reports to Aisha.\n- Tobias works for Lattice Analytics.\n- Yuki works for Bluepine Aviation.\n- Mei reports to Nadia.\n- Nadia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Felix.\n- Leila works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2002.\n- Cobalt Health was founded in 1994.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2001.\n- Atlas Freight is headquartered in Turku.\n- Leila reports to Bruno.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Felix works for Ironwood Manufacturing.\n- Dmitri reports to Priya.\n- Pinnacle Software was founded in 1999.\n- Elena reports to Kenji.\n- Cobalt Health is headquartered in Valencia.\n- Bruno reports to Deshawn.\n- Kenji reports to Leila.\n- Priya reports to Elena.\n- Elena works for Cobalt Health.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Bruno.\n- Tobias works for Ironwood Manufacturing.\n- Bruno reports to Felix.\n- Mei reports to Tobias.\n- Vantage Air was founded in 2004.\n- Bruno works for Bluepine Aviation.\n- Mara reports to Priya.\n- Deshawn reports to Mateo.\n- Ironwood Manufacturing was founded in 1995.\n- Felix works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Atlas Freight was founded in 1979.\n- Mateo works for Vantage Air.\n- Mei works for Atlas Freight.\n- Mateo reports to Mei.\n- Mara works for Bluepine Aviation.\n- Tobias reports to Mara.\n- Priya works for Bluepine Aviation.\n- Atlas Freight is headquartered in Bergen.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Bluepine Aviation was founded in 1996.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28340", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4126: employee Felix A., hired 29 May 2020, separated 12 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-4126?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Aisha.\n- Chiara works for Vantage Air.\n- Lattice Analytics is headquartered in Dunedin.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1977.\n- Dmitri reports to Felix.\n- Lucia works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Vantage Air was founded in 1992.\n- Mateo reports to Lucia.\n- Wren reports to Emeka.\n- Vantage Air is headquartered in Tampere.\n- Northwind Systems was founded in 2002.\n- Lattice Analytics was founded in 1983.\n- Aisha reports to Wren.\n- Crescent Telecom is headquartered in Basel.\n- Wren works for Lattice Analytics.\n- Mateo works for Northwind Systems.\n- Chiara reports to Elena.\n- Felix works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Lucia reports to Hana.\n- Elena reports to Mateo.\n- Felix reports to Chiara.\n- Hana works for Vantage Air.\n- Aisha works for Crescent Telecom.\n- Dmitri works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2013.\n- Cobalt Health is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Leeds.\n- Meridian Bank was founded in 1989.\n- Vantage Air is headquartered in Adelaide.\n- Sanne reports to Tobias.\n- Yuki works for Vantage Air.\n- Emeka works for Meridian Bank.\n- Lucia reports to Sanne.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Vantage Air was founded in 1990.\n- Lucia works for Meridian Bank.\n- Tobias reports to Emeka.\n- Sanne works for Vantage Air.\n- Tobias works for Vantage Air.\n- Emeka reports to Mara.\n- Mara works for Meridian Bank.\n- Yuki reports to Ravi.\n- Ravi reports to Leila.\n- Meridian Bank is headquartered in Turku.\n- Leila reports to Lucia.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28343", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8817: employee Wren M., hired 08 March 2025, separated 18 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8817?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28344", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28345", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28346", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 66334\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28347", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Priya reports to Deshawn.\n- Nadia reports to Aisha.\n- Deshawn reports to Elena.\n- Jonas reports to Ravi.\n- Elena reports to Omar.\n- Omar works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Omar reports to Nadia.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara reports to Anders.\n- Atlas Freight was founded in 1988.\n- Summit Energy was founded in 2014.\n- Summit Energy is headquartered in Dunedin.\n- Cobalt Health is headquartered in Dunedin.\n- Elena works for Atlas Freight.\n- Ravi works for Cobalt Health.\n- Anders works for Summit Energy.\n- Anders reports to Kenji.\n- Aisha works for Atlas Freight.\n- Mara reports to Chiara.\n- Cobalt Health was founded in 1994.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ravi reports to Priya.\n- Jonas works for Ironwood Manufacturing.\n- Chiara works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1985.\n- Priya works for Atlas Freight.\n- Mara works for Summit Energy.\n- Kenji reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28349", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 83122 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28350", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Bruno.\n- Meridian Bank is headquartered in Bergen.\n- Zoya reports to Mateo.\n- Leila reports to Wren.\n- Amara works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Priya reports to Mara.\n- Leila works for Meridian Bank.\n- Cedar Retail Group is headquartered in Oslo.\n- Pinnacle Software was founded in 2003.\n- Mateo reports to Priya.\n- Fernhill Foods is headquartered in Bergen.\n- Wren reports to Sofia.\n- Meridian Bank was founded in 1984.\n- Priya works for Pinnacle Software.\n- Amara reports to Ravi.\n- Wren works for Pinnacle Software.\n- Fernhill Foods was founded in 2001.\n- Pinnacle Software is headquartered in Oslo.\n- Sofia works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Mara works for Meridian Bank.\n- Cedar Retail Group was founded in 2013.\n- Mara reports to Amara.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28352", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28353", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 July 2025): For employees hired on or after 19 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5940: employee Callum T., hired 11 June 2024, separated 02 October 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5940?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5940 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28354", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28355", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sanne reports to Kenji.\n- Bluepine Aviation was founded in 2010.\n- Mateo reports to Leila.\n- Ironwood Manufacturing was founded in 1980.\n- Zoya works for Ironwood Manufacturing.\n- Tobias reports to Deshawn.\n- Crescent Telecom is headquartered in Porto.\n- Felix reports to Tobias.\n- Kenji reports to Tessa.\n- Tobias works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Deshawn reports to Sofia.\n- Leila works for Summit Energy.\n- Summit Energy was founded in 2002.\n- Felix works for Bluepine Aviation.\n- Zoya reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Tessa reports to Zoya.\n- Sanne works for Ironwood Manufacturing.\n- Leila reports to Felix.\n- Sofia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Porto.\n- Crescent Telecom was founded in 1991.\n- Dmitri reports to Mateo.\n- Mateo works for Summit Energy.\n- Sofia reports to Pablo.\n- Deshawn works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28357", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2077: employee Aisha K., hired 22 May 2022, separated 25 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2077?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28358", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8128: employee Tobias A., hired 22 June 2021, separated 03 December 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8128?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28359", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4678: employee Bruno M., hired 30 January 2022, separated 04 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4678?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2010.\n- Vantage Air was founded in 1995.\n- Ingrid works for Fernhill Foods.\n- Tobias reports to Hana.\n- Sanne works for Northwind Systems.\n- Wren works for Vantage Air.\n- Pinnacle Software was founded in 1978.\n- Ingrid reports to Sanne.\n- Hana works for Pinnacle Software.\n- Vantage Air is headquartered in Malmo.\n- Anders reports to Ingrid.\n- Pinnacle Software is headquartered in Malmo.\n- Hana reports to Zoya.\n- Northwind Systems is headquartered in Malmo.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Wren reports to Tobias.\n- Pablo works for Vantage Air.\n- Anders works for Pinnacle Software.\n- Northwind Systems was founded in 1976.\n- Pablo reports to Wren.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28361", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28362", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9812: employee Emeka T., hired 11 October 2023, separated 17 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9812?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28363", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-7 (VERSION 6, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9860: employee Kenji M., hired 30 July 2019, separated 22 April 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9860?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28364", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 3, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6178: employee Tessa B., hired 02 February 2023, separated 04 June 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-6178 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$5,688", "2": "$24,267", "3": "$5,100"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28365", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7096: employee Mei M., hired 16 January 2024, separated 03 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7096?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28366", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4785: employee Wren B., hired 01 July 2022, separated 12 November 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-4785 under the controlling rules.", "criteria": {"0": "$5,100", "1": "$6,000", "2": "$26,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28367", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28368", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Control Lights — controls lighting", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28369", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28370", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2543: employee Pablo A., hired 17 December 2022, separated 15 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-2543?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28371", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 59696\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28372", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Nadia.\n- Nadia works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Northwind Systems was founded in 1978.\n- Nadia reports to Anders.\n- Emeka works for Ironwood Manufacturing.\n- Felix reports to Yuki.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing was founded in 2009.\n- Leila works for Northwind Systems.\n- Leila reports to Emeka.\n- Anders works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Dmitri reports to Felix.\n- Vantage Air was founded in 1978.\n- Emeka reports to Zoya.\n- Zoya reports to Dmitri.\n- Beacon Insurance is headquartered in Austin.\n- Beacon Insurance was founded in 1993.\n- Dmitri works for Beacon Insurance.\n- Northwind Systems is headquartered in Austin.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28374", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28375", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9687: employee Chiara S., hired 03 November 2022, separated 04 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9687?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28376", "family": "intent_v3", "state": "Incoming support message:\n\"Order 9965 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28377", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7865: employee Sofia M., hired 16 November 2022, separated 05 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7865?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28378", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28379", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Mateo works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Tobias reports to Chiara.\n- Ironwood Manufacturing was founded in 1989.\n- Felix reports to Aisha.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1980.\n- Amara reports to Viktor.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Priya reports to Felix.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha reports to Tobias.\n- Amara works for Pinnacle Software.\n- Chiara reports to Mateo.\n- Chiara works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2010.\n- Pinnacle Software was founded in 2012.\n- Aisha works for Ironwood Manufacturing.\n- Viktor works for Atlas Freight.\n- Mateo reports to Sanne.\n- Tobias works for Ironwood Manufacturing.\n- Sanne reports to Amara.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sanne works for Beacon Insurance.\n- Hana reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Priya.\n- Ingrid works for Helios Logistics.\n- Elena reports to Aisha.\n- Sanne works for Bluepine Aviation.\n- Cobalt Health is headquartered in Halifax.\n- Priya reports to Ravi.\n- Helios Logistics was founded in 2015.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Dmitri.\n- Hana works for Lattice Analytics.\n- Viktor reports to Sanne.\n- Ingrid reports to Felix.\n- Felix works for Helios Logistics.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Mei reports to Elena.\n- Priya works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Dmitri reports to Hana.\n- Hana reports to Mei.\n- Elena works for Helios Logistics.\n- Lattice Analytics is headquartered in Leeds.\n- Dmitri works for Bluepine Aviation.\n- Aisha reports to Tessa.\n- Cobalt Health was founded in 1989.\n- Bluepine Aviation is headquartered in Halifax.\n- Mei works for Lattice Analytics.\n- Tessa reports to Ingrid.\n- Helios Logistics is headquartered in Leeds.\n- Tessa works for Helios Logistics.\n- Bluepine Aviation was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28383", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6306: employee Mateo K., hired 05 March 2024, separated 21 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6306?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Hana.\n- Ironwood Manufacturing is headquartered in Porto.\n- Summit Energy is headquartered in Malmo.\n- Northwind Systems is headquartered in Brno.\n- Lucia reports to Sofia.\n- Pablo reports to Elena.\n- Nadia works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Sofia works for Summit Energy.\n- Wren reports to Viktor.\n- Chiara reports to Wren.\n- Hana reports to Tessa.\n- Viktor works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1984.\n- Viktor reports to Pablo.\n- Sofia reports to Chiara.\n- Wren works for Summit Energy.\n- Hana works for Lattice Analytics.\n- Summit Energy was founded in 1982.\n- Lattice Analytics is headquartered in Malmo.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 2007.\n- Pablo works for Lattice Analytics.\n- Callum reports to Mara.\n- Tessa works for Lattice Analytics.\n- Tessa reports to Nadia.\n- Mara works for Northwind Systems.\n- Elena reports to Callum.\n- Ironwood Manufacturing was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Elena reports to Ingrid.\n- Ravi reports to Aisha.\n- Mei works for Vantage Air.\n- Pablo reports to Elena.\n- Atlas Freight was founded in 2009.\n- Vantage Air is headquartered in Austin.\n- Ravi works for Crescent Telecom.\n- Atlas Freight is headquartered in Adelaide.\n- Chiara reports to Pablo.\n- Mateo works for Crescent Telecom.\n- Mei reports to Priya.\n- Chiara works for Lattice Analytics.\n- Ingrid reports to Anders.\n- Lattice Analytics is headquartered in Austin.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 2015.\n- Emeka works for Vantage Air.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha reports to Wren.\n- Aisha works for Vantage Air.\n- Wren reports to Emeka.\n- Emeka reports to Mateo.\n- Priya reports to Chiara.\n- Anders reports to Ravi.\n- Wren works for Atlas Freight.\n- Lattice Analytics was founded in 1996.\n- Ingrid works for Lattice Analytics.\n- Priya works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28386", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28387", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28388", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5004: employee Mei B., hired 02 June 2020, separated 16 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5004?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28389", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28390", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-4 (VERSION 6, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4789: employee Jonas B., hired 14 May 2021, separated 19 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4789?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28391", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Chiara works for Summit Energy.\n- Anders reports to Ingrid.\n- Tessa works for Vantage Air.\n- Leila reports to Chiara.\n- Anders works for Summit Energy.\n- Callum works for Fernhill Foods.\n- Callum reports to Felix.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Ghent.\n- Stefan works for Vantage Air.\n- Jonas reports to Callum.\n- Felix reports to Anders.\n- Ingrid works for Beacon Insurance.\n- Stefan reports to Tessa.\n- Vantage Air was founded in 1998.\n- Beacon Insurance was founded in 1993.\n- Yuki works for Vantage Air.\n- Kenji reports to Leila.\n- Felix works for Summit Energy.\n- Leila works for Summit Energy.\n- Chiara reports to Ravi.\n- Ingrid reports to Stefan.\n- Beacon Insurance is headquartered in Porto.\n- Kenji works for Summit Energy.\n- Fernhill Foods was founded in 1994.\n- Yuki reports to Kenji.\n- Jonas works for Fernhill Foods.\n- Ravi works for Vantage Air.\n- Tessa reports to Yuki.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Aisha.\n- Lucia reports to Kenji.\n- Beacon Insurance was founded in 2014.\n- Elena works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Pablo works for Beacon Insurance.\n- Mei works for Bluepine Aviation.\n- Jonas works for Crescent Telecom.\n- Aisha works for Northwind Systems.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji reports to Elena.\n- Northwind Systems was founded in 1992.\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 1989.\n- Anders reports to Mei.\n- Aisha reports to Anders.\n- Crescent Telecom was founded in 1976.\n- Anders works for Northwind Systems.\n- Lucia works for Crescent Telecom.\n- Jonas reports to Lucia.\n- Pablo reports to Jonas.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28393", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8037: employee Amara B., hired 29 September 2022, separated 27 January 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8037?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28394", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28395", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28396", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28397", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28398", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28399", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28400", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28401", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 66333\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28402", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28403", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3462: employee Aisha A., hired 11 September 2023, separated 17 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3462?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28404", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28405", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28406", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28407", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5159: employee Nadia B., hired 30 October 2020, separated 08 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5159?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28408", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28409", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Yuki reports to Deshawn.\n- Bluepine Aviation is headquartered in Bergen.\n- Jonas reports to Sofia.\n- Sofia reports to Kenji.\n- Kenji reports to Yuki.\n- Sanne works for Bluepine Aviation.\n- Bruno reports to Sanne.\n- Deshawn reports to Mei.\n- Chiara reports to Ravi.\n- Chiara works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Fernhill Foods is headquartered in Nagoya.\n- Jonas works for Beacon Insurance.\n- Lattice Analytics was founded in 2003.\n- Beacon Insurance is headquartered in Nagoya.\n- Fernhill Foods was founded in 2004.\n- Ravi reports to Bruno.\n- Ravi works for Fernhill Foods.\n- Bluepine Aviation was founded in 1981.\n- Bruno works for Beacon Insurance.\n- Mei reports to Chiara.\n- Beacon Insurance was founded in 1984.\n- Mei works for Lattice Analytics.\n- Deshawn works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tampere.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28411", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28412", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1704: employee Jonas S., hired 07 September 2024, separated 25 November 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2026-1704 under the controlling rules.", "criteria": {"0": "$3,615", "1": "$20,000", "2": "$4,154", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28413", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8218: employee Hana B., hired 06 May 2023, separated 11 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8218?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28414", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3957: employee Sanne S., hired 22 June 2021, separated 24 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3957?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28415", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Mei works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Dmitri works for Summit Energy.\n- Mei reports to Yuki.\n- Ravi works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Cork.\n- Lucia works for Pinnacle Software.\n- Wren reports to Jonas.\n- Atlas Freight was founded in 1977.\n- Pinnacle Software was founded in 1987.\n- Sanne works for Bluepine Aviation.\n- Dmitri reports to Sofia.\n- Sofia reports to Lucia.\n- Summit Energy was founded in 1982.\n- Nadia reports to Sanne.\n- Bluepine Aviation was founded in 1982.\n- Summit Energy is headquartered in Halifax.\n- Nadia works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Jonas reports to Pablo.\n- Wren works for Pinnacle Software.\n- Emeka works for Atlas Freight.\n- Ravi reports to Wren.\n- Sanne reports to Ravi.\n- Emeka reports to Dmitri.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Jonas works for Pinnacle Software.\n- Yuki reports to Emeka.\n- Pablo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28417", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4541: employee Dmitri T., hired 28 January 2021, separated 02 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4541?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28418", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28419", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-8 (VERSION 3, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5684: employee Zoya B., hired 16 January 2022, separated 21 February 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5684?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28420", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28421", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Dunedin.\n- Cobalt Health was founded in 1975.\n- Jonas reports to Deshawn.\n- Beacon Insurance is headquartered in Ghent.\n- Tobias works for Cobalt Health.\n- Deshawn reports to Amara.\n- Atlas Freight is headquartered in Dunedin.\n- Amara reports to Chiara.\n- Sofia reports to Stefan.\n- Sofia works for Atlas Freight.\n- Tobias reports to Tessa.\n- Jonas works for Atlas Freight.\n- Tessa works for Beacon Insurance.\n- Stefan reports to Jonas.\n- Bluepine Aviation is headquartered in Tallinn.\n- Stefan works for Bluepine Aviation.\n- Beacon Insurance was founded in 1981.\n- Chiara reports to Tobias.\n- Chiara works for Cobalt Health.\n- Bluepine Aviation was founded in 1992.\n- Amara works for Bluepine Aviation.\n- Atlas Freight was founded in 1988.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1975.\n- Anders works for Ironwood Manufacturing.\n- Yuki works for Cedar Retail Group.\n- Hana reports to Priya.\n- Wren works for Cedar Retail Group.\n- Emeka works for Lattice Analytics.\n- Anders reports to Hana.\n- Fernhill Foods is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Priya works for Cedar Retail Group.\n- Fernhill Foods was founded in 1995.\n- Yuki reports to Wren.\n- Bruno reports to Leila.\n- Wren reports to Bruno.\n- Leila reports to Anders.\n- Stefan works for Fernhill Foods.\n- Lattice Analytics is headquartered in Adelaide.\n- Ravi works for Ironwood Manufacturing.\n- Emeka reports to Ravi.\n- Priya reports to Stefan.\n- Leila works for Lattice Analytics.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Bruno works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2006.\n- Ironwood Manufacturing was founded in 1979.\n- Ravi reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28424", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28425", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Viktor reports to Chiara.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Zoya.\n- Cedar Retail Group was founded in 1996.\n- Ironwood Manufacturing was founded in 2007.\n- Chiara works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Zoya reports to Amara.\n- Aisha reports to Wren.\n- Cedar Retail Group is headquartered in Cork.\n- Amara works for Lattice Analytics.\n- Anders works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2000.\n- Lattice Analytics was founded in 1981.\n- Amara reports to Anders.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Anders reports to Aisha.\n- Viktor works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Cork.\n- Chiara reports to Stefan.\n- Aisha works for Cobalt Health.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28427", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28428", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28429", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-7 (VERSION 7, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3249: employee Sofia R., hired 19 July 2024, separated 03 May 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-3249 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$2,800", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Dmitri.\n- Vantage Air is headquartered in Leeds.\n- Helios Logistics is headquartered in Nagoya.\n- Vantage Air was founded in 2001.\n- Ironwood Manufacturing was founded in 1993.\n- Lattice Analytics was founded in 2000.\n- Omar works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Mara reports to Emeka.\n- Mei works for Ironwood Manufacturing.\n- Emeka works for Lattice Analytics.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Viktor reports to Stefan.\n- Omar reports to Viktor.\n- Helios Logistics was founded in 2005.\n- Chiara reports to Mara.\n- Chiara works for Lattice Analytics.\n- Mei reports to Omar.\n- Emeka reports to Mei.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara works for Vantage Air.\n- Stefan works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Lattice Analytics.\n- Leila reports to Anders.\n- Lattice Analytics is headquartered in Porto.\n- Hana works for Lattice Analytics.\n- Beacon Insurance is headquartered in Turku.\n- Mara reports to Mei.\n- Helios Logistics is headquartered in Porto.\n- Priya reports to Leila.\n- Priya works for Summit Energy.\n- Leila works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Nadia works for Beacon Insurance.\n- Helios Logistics was founded in 1978.\n- Jonas reports to Sanne.\n- Beacon Insurance was founded in 1975.\n- Summit Energy is headquartered in Brno.\n- Mei reports to Hana.\n- Anders reports to Mara.\n- Lattice Analytics was founded in 1998.\n- Mei works for Beacon Insurance.\n- Nadia reports to Priya.\n- Deshawn works for Helios Logistics.\n- Mara works for Summit Energy.\n- Omar reports to Nadia.\n- Omar works for Helios Logistics.\n- Wren reports to Omar.\n- Sanne reports to Wren.\n- Hana reports to Deshawn.\n- Jonas works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Anders works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28432", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28433", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mateo.\n- Lucia reports to Bruno.\n- Leila works for Atlas Freight.\n- Tessa reports to Tobias.\n- Northwind Systems was founded in 1984.\n- Crescent Telecom is headquartered in Ghent.\n- Atlas Freight is headquartered in Oslo.\n- Summit Energy was founded in 1990.\n- Elena works for Crescent Telecom.\n- Leila reports to Aisha.\n- Ravi works for Summit Energy.\n- Northwind Systems is headquartered in Oslo.\n- Summit Energy is headquartered in Ghent.\n- Mateo reports to Anders.\n- Atlas Freight was founded in 1976.\n- Bruno works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Bruno reports to Leila.\n- Anders works for Atlas Freight.\n- Elena reports to Ravi.\n- Anders reports to Elena.\n- Ravi reports to Tessa.\n- Mateo works for Atlas Freight.\n- Crescent Telecom was founded in 1998.\n- Tobias works for Atlas Freight.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28435", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Priya.\n- Lattice Analytics was founded in 1978.\n- Pinnacle Software was founded in 1988.\n- Hana works for Pinnacle Software.\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Tobias.\n- Leila works for Lattice Analytics.\n- Leila reports to Felix.\n- Stefan works for Summit Energy.\n- Dmitri reports to Ingrid.\n- Hana reports to Tessa.\n- Fernhill Foods is headquartered in Adelaide.\n- Jonas reports to Stefan.\n- Tobias works for Pinnacle Software.\n- Priya works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Priya reports to Dmitri.\n- Anders works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Pablo reports to Anders.\n- Jonas works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Summit Energy was founded in 2005.\n- Stefan reports to Leila.\n- Ingrid reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Summit Energy is headquartered in Tampere.\n- Dmitri works for Fernhill Foods.\n- Anders reports to Jonas.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28437", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 October 2022): For employees hired on or after 28 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4638: employee Jonas M., hired 30 May 2020, separated 03 June 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4638?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28438", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28439", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 June 2025): For employees hired on or after 30 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9814: employee Zoya B., hired 01 April 2023, separated 13 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9814?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28440", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28441", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8557: employee Amara S., hired 08 September 2024, separated 21 October 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-8557 under the controlling rules.", "criteria": {"0": "$18,200", "1": "$4,200", "2": "$4,125", "3": "$2,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8557 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Lucia.\n- Lucia works for Vantage Air.\n- Pablo works for Northwind Systems.\n- Lucia reports to Chiara.\n- Sofia works for Vantage Air.\n- Sofia reports to Aisha.\n- Ingrid reports to Dmitri.\n- Pablo reports to Stefan.\n- Vantage Air is headquartered in Ghent.\n- Aisha reports to Ingrid.\n- Cedar Retail Group is headquartered in Tallinn.\n- Stefan works for Helios Logistics.\n- Cedar Retail Group was founded in 1979.\n- Vantage Air was founded in 1980.\n- Northwind Systems was founded in 2004.\n- Ingrid works for Helios Logistics.\n- Northwind Systems is headquartered in Tallinn.\n- Wren works for Cedar Retail Group.\n- Helios Logistics was founded in 2008.\n- Chiara works for Northwind Systems.\n- Jonas reports to Pablo.\n- Chiara reports to Kenji.\n- Dmitri works for Northwind Systems.\n- Jonas works for Helios Logistics.\n- Felix reports to Wren.\n- Aisha works for Northwind Systems.\n- Kenji works for Cedar Retail Group.\n- Dmitri reports to Felix.\n- Helios Logistics is headquartered in Brno.\n- Felix works for Northwind Systems.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1975", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28443", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28444", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28445", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28446", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28447", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8475: employee Omar S., hired 08 January 2023, separated 08 September 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-8-2025-8475 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$5,200", "2": "$4,200", "3": "$18,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28448", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28449", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1542: employee Mateo R., hired 17 December 2023, separated 23 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2026-1542 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$1,600", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1983.\n- Crescent Telecom was founded in 1991.\n- Amara reports to Sofia.\n- Sofia reports to Hana.\n- Bruno reports to Priya.\n- Deshawn works for Crescent Telecom.\n- Priya reports to Callum.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Viktor works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn reports to Viktor.\n- Emeka reports to Deshawn.\n- Hana works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2000.\n- Priya works for Pinnacle Software.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1986.\n- Sofia works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Lucia works for Beacon Insurance.\n- Viktor reports to Lucia.\n- Lucia reports to Nadia.\n- Crescent Telecom is headquartered in Lyon.\n- Beacon Insurance is headquartered in Valencia.\n- Wren reports to Emeka.\n- Wren works for Crescent Telecom.\n- Nadia reports to Bruno.\n- Hana reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1979.\n- Mei works for Lattice Analytics.\n- Cobalt Health is headquartered in Leeds.\n- Sanne reports to Nadia.\n- Dmitri works for Vantage Air.\n- Dmitri reports to Ingrid.\n- Wren works for Cobalt Health.\n- Beacon Insurance is headquartered in Leeds.\n- Ingrid works for Lattice Analytics.\n- Beacon Insurance was founded in 1987.\n- Mei reports to Wren.\n- Cobalt Health was founded in 2009.\n- Wren reports to Leila.\n- Leila reports to Chiara.\n- Hana reports to Mei.\n- Ingrid reports to Anders.\n- Leila works for Lattice Analytics.\n- Vantage Air is headquartered in Lyon.\n- Chiara works for Beacon Insurance.\n- Anders works for Cobalt Health.\n- Hana works for Vantage Air.\n- Nadia reports to Dmitri.\n- Sanne works for Beacon Insurance.\n- Chiara reports to Sanne.\n- Nadia works for Lattice Analytics.\n- Vantage Air was founded in 1982.\n- Lattice Analytics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28452", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6498: employee Aisha T., hired 13 September 2022, separated 01 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6498?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28453", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28454", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28455", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2385: employee Viktor K., hired 15 September 2021, separated 22 January 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2385?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28456", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 3, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8033: employee Mateo B., hired 24 July 2022, separated 25 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8033?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28457", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 01 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3955: employee Ingrid M., hired 10 April 2023, separated 30 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3955?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28458", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28459", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1987.\n- Fernhill Foods is headquartered in Dunedin.\n- Vantage Air was founded in 1979.\n- Mei reports to Omar.\n- Tessa works for Cedar Retail Group.\n- Zoya reports to Tessa.\n- Mara works for Vantage Air.\n- Jonas reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Ravi reports to Lucia.\n- Tessa reports to Jonas.\n- Lattice Analytics was founded in 1996.\n- Callum works for Cedar Retail Group.\n- Lucia works for Vantage Air.\n- Callum reports to Ravi.\n- Sofia reports to Callum.\n- Lucia reports to Ingrid.\n- Bruno reports to Sofia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Mei works for Vantage Air.\n- Jonas works for Lattice Analytics.\n- Mara reports to Zoya.\n- Vantage Air is headquartered in Halifax.\n- Omar works for Vantage Air.\n- Ravi works for Vantage Air.\n- Lattice Analytics is headquartered in Tampere.\n- Omar reports to Mara.\n- Zoya works for Vantage Air.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28461", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ingrid.\n- Fernhill Foods was founded in 1983.\n- Vantage Air is headquartered in Cork.\n- Dmitri reports to Sofia.\n- Pinnacle Software was founded in 1995.\n- Fernhill Foods is headquartered in Basel.\n- Crescent Telecom was founded in 2001.\n- Tobias reports to Mei.\n- Amara works for Vantage Air.\n- Amara reports to Tobias.\n- Sofia works for Vantage Air.\n- Ingrid works for Crescent Telecom.\n- Dmitri works for Pinnacle Software.\n- Mei works for Vantage Air.\n- Kenji reports to Amara.\n- Nadia works for Vantage Air.\n- Kenji works for Pinnacle Software.\n- Crescent Telecom is headquartered in Cork.\n- Vantage Air was founded in 1995.\n- Tobias works for Fernhill Foods.\n- Ingrid reports to Nadia.\n- Nadia reports to Kenji.\n- Pinnacle Software is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Northwind Systems is headquartered in Turku.\n- Elena works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Stefan reports to Elena.\n- Dmitri works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Felix reports to Chiara.\n- Crescent Telecom was founded in 1996.\n- Felix works for Northwind Systems.\n- Hana reports to Dmitri.\n- Tobias reports to Hana.\n- Elena reports to Tobias.\n- Dmitri reports to Ingrid.\n- Chiara reports to Stefan.\n- Ingrid works for Crescent Telecom.\n- Stefan works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Northwind Systems was founded in 1990.\n- Atlas Freight is headquartered in Ghent.\n- Beacon Insurance was founded in 1990.\n- Crescent Telecom is headquartered in Lyon.\n- Atlas Freight was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2002", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Cedar Retail Group was founded in 2014.\n- Callum reports to Omar.\n- Meridian Bank is headquartered in Austin.\n- Yuki works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Yuki reports to Leila.\n- Lattice Analytics was founded in 2005.\n- Chiara reports to Dmitri.\n- Mei reports to Callum.\n- Meridian Bank was founded in 1987.\n- Lattice Analytics is headquartered in Austin.\n- Zoya reports to Chiara.\n- Ingrid works for Lattice Analytics.\n- Mei works for Cedar Retail Group.\n- Leila works for Cobalt Health.\n- Ingrid reports to Mei.\n- Cedar Retail Group is headquartered in Bergen.\n- Sofia reports to Ingrid.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 1988.\n- Zoya works for Cobalt Health.\n- Omar works for Cedar Retail Group.\n- Leila reports to Sofia.\n- Dmitri reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Austin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28465", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28466", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9593: employee Leila A., hired 07 November 2021, separated 19 May 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9593?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28467", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28468", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28469", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28470", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28471", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Anders.\n- Leila works for Meridian Bank.\n- Wren works for Vantage Air.\n- Lucia works for Meridian Bank.\n- Lucia reports to Ravi.\n- Meridian Bank is headquartered in Austin.\n- Vantage Air was founded in 1993.\n- Ravi reports to Sanne.\n- Summit Energy was founded in 1990.\n- Sanne reports to Felix.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Wren reports to Leila.\n- Anders reports to Lucia.\n- Hana reports to Sofia.\n- Summit Energy is headquartered in Dunedin.\n- Sofia reports to Wren.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Tessa reports to Hana.\n- Hana works for Meridian Bank.\n- Vantage Air is headquartered in Malmo.\n- Tessa works for Summit Energy.\n- Anders works for Pinnacle Software.\n- Felix works for Meridian Bank.\n- Pinnacle Software was founded in 1996.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Mei works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Mei reports to Wren.\n- Kenji works for Ironwood Manufacturing.\n- Ravi works for Cobalt Health.\n- Lucia works for Crescent Telecom.\n- Priya works for Crescent Telecom.\n- Anders works for Cobalt Health.\n- Crescent Telecom was founded in 2010.\n- Cobalt Health is headquartered in Oslo.\n- Stefan works for Crescent Telecom.\n- Wren reports to Callum.\n- Atlas Freight is headquartered in Oslo.\n- Leila works for Crescent Telecom.\n- Ravi reports to Mei.\n- Cobalt Health was founded in 1989.\n- Kenji reports to Stefan.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1998.\n- Lucia reports to Ravi.\n- Priya reports to Leila.\n- Leila reports to Kenji.\n- Stefan reports to Lucia.\n- Atlas Freight was founded in 1988.\n- Anders reports to Priya.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2013", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28474", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 December 2022): For employees hired on or after 26 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5221: employee Mara A., hired 09 November 2021, separated 03 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5221?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5221 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28476", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28477", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2157: employee Wren M., hired 08 October 2023, separated 18 August 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-2157 under the controlling rules.", "criteria": {"0": "$4,050", "1": "$5,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28478", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28479", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Stefan reports to Mateo.\n- Omar works for Meridian Bank.\n- Cedar Retail Group was founded in 2004.\n- Northwind Systems was founded in 1993.\n- Mateo works for Meridian Bank.\n- Jonas reports to Felix.\n- Ravi works for Northwind Systems.\n- Chiara reports to Ravi.\n- Felix works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Vantage Air was founded in 1986.\n- Meridian Bank is headquartered in Dunedin.\n- Northwind Systems is headquartered in Malmo.\n- Omar reports to Kenji.\n- Cedar Retail Group is headquartered in Porto.\n- Vantage Air is headquartered in Dunedin.\n- Meridian Bank was founded in 1977.\n- Hana reports to Omar.\n- Wren reports to Stefan.\n- Mateo reports to Hana.\n- Chiara works for Meridian Bank.\n- Kenji works for Northwind Systems.\n- Ravi reports to Wren.\n- Jonas works for Vantage Air.\n- Kenji reports to Jonas.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28481", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28482", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7891: employee Wren B., hired 28 February 2022, separated 07 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7891?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28483", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 June 2025): For employees hired on or after 04 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4970: employee Callum B., hired 07 March 2023, separated 17 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4970?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28484", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28485", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mara.\n- Mara reports to Tessa.\n- Deshawn works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Ravi reports to Deshawn.\n- Bluepine Aviation was founded in 1983.\n- Hana reports to Tobias.\n- Bluepine Aviation is headquartered in Porto.\n- Lattice Analytics is headquartered in Valencia.\n- Summit Energy is headquartered in Porto.\n- Tessa reports to Omar.\n- Omar works for Bluepine Aviation.\n- Callum reports to Ravi.\n- Viktor works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Callum works for Cedar Retail Group.\n- Viktor reports to Stefan.\n- Hana works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Lattice Analytics was founded in 2013.\n- Cedar Retail Group was founded in 1996.\n- Deshawn reports to Priya.\n- Pablo reports to Callum.\n- Omar reports to Hana.\n- Cedar Retail Group is headquartered in Adelaide.\n- Stefan works for Cedar Retail Group.\n- Summit Energy was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28487", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Mateo.\n- Mara works for Vantage Air.\n- Summit Energy is headquartered in Dunedin.\n- Wren reports to Callum.\n- Vantage Air is headquartered in Cork.\n- Sanne reports to Mei.\n- Mei reports to Yuki.\n- Mei works for Summit Energy.\n- Emeka works for Summit Energy.\n- Yuki reports to Wren.\n- Mateo works for Summit Energy.\n- Felix works for Meridian Bank.\n- Beacon Insurance was founded in 1983.\n- Beacon Insurance is headquartered in Cork.\n- Emeka reports to Mara.\n- Vantage Air was founded in 1981.\n- Tessa reports to Zoya.\n- Meridian Bank is headquartered in Ghent.\n- Felix reports to Sanne.\n- Callum works for Beacon Insurance.\n- Mateo reports to Emeka.\n- Mara reports to Kenji.\n- Sanne works for Meridian Bank.\n- Yuki works for Vantage Air.\n- Meridian Bank was founded in 1993.\n- Tessa works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Kenji works for Beacon Insurance.\n- Summit Energy was founded in 2008.\n- Zoya works for Summit Energy.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28489", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 April 2025): For employees hired on or after 22 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9665: employee Leila B., hired 10 June 2022, separated 21 March 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9665?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9665 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ravi.\n- Vantage Air was founded in 1975.\n- Vantage Air is headquartered in Oslo.\n- Aisha works for Crescent Telecom.\n- Elena reports to Priya.\n- Aisha reports to Elena.\n- Callum reports to Stefan.\n- Emeka works for Fernhill Foods.\n- Stefan works for Vantage Air.\n- Pinnacle Software was founded in 2009.\n- Callum works for Fernhill Foods.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka reports to Tessa.\n- Mateo reports to Emeka.\n- Anders works for Crescent Telecom.\n- Tessa works for Vantage Air.\n- Elena works for Vantage Air.\n- Ravi reports to Mateo.\n- Priya works for Vantage Air.\n- Fernhill Foods was founded in 2001.\n- Anders reports to Callum.\n- Mateo works for Crescent Telecom.\n- Tessa reports to Anders.\n- Crescent Telecom was founded in 1980.\n- Crescent Telecom is headquartered in Oslo.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ravi.\n- Yuki works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Lattice Analytics is headquartered in Austin.\n- Bluepine Aviation is headquartered in Austin.\n- Crescent Telecom was founded in 1999.\n- Tobias reports to Elena.\n- Wren works for Helios Logistics.\n- Elena works for Crescent Telecom.\n- Helios Logistics was founded in 1993.\n- Lattice Analytics was founded in 1998.\n- Deshawn reports to Lucia.\n- Yuki reports to Wren.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Jonas.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom is headquartered in Austin.\n- Elena reports to Bruno.\n- Jonas works for Lattice Analytics.\n- Deshawn works for Crescent Telecom.\n- Ravi works for Helios Logistics.\n- Mara works for Bluepine Aviation.\n- Ravi reports to Deshawn.\n- Jonas reports to Yuki.\n- Bluepine Aviation was founded in 1984.\n- Lucia reports to Mara.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28493", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28494", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28495", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4073: employee Yuki B., hired 05 June 2021, separated 20 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4073?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28496", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28497", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7480: employee Sofia M., hired 01 July 2021, separated 02 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7480?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28498", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Deshawn reports to Ingrid.\n- Pinnacle Software is headquartered in Oslo.\n- Mara works for Fernhill Foods.\n- Mara reports to Callum.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1987.\n- Nadia reports to Mateo.\n- Nadia works for Ironwood Manufacturing.\n- Chiara reports to Nadia.\n- Sanne reports to Mara.\n- Fernhill Foods is headquartered in Austin.\n- Sanne works for Pinnacle Software.\n- Fernhill Foods was founded in 2008.\n- Pinnacle Software was founded in 2012.\n- Mateo reports to Sanne.\n- Lattice Analytics is headquartered in Oslo.\n- Mateo works for Fernhill Foods.\n- Ingrid reports to Chiara.\n- Deshawn works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28501", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9337: employee Aisha T., hired 24 February 2022, separated 30 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9337?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28502", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3562: employee Zoya K., hired 11 February 2023, separated 18 March 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-3562 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$2,062", "2": "$5,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28503", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28504", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Meridian Bank is headquartered in Tampere.\n- Priya works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Summit Energy was founded in 1978.\n- Bluepine Aviation is headquartered in Adelaide.\n- Wren works for Meridian Bank.\n- Leila reports to Priya.\n- Leila works for Summit Energy.\n- Bluepine Aviation was founded in 2006.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Kenji reports to Sanne.\n- Zoya reports to Viktor.\n- Sanne reports to Wren.\n- Lattice Analytics was founded in 1992.\n- Wren reports to Leila.\n- Sanne works for Lattice Analytics.\n- Omar reports to Kenji.\n- Summit Energy is headquartered in Tampere.\n- Meridian Bank was founded in 1980.\n- Omar works for Meridian Bank.\n- Priya reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ingrid.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Sofia works for Helios Logistics.\n- Callum reports to Nadia.\n- Hana reports to Sofia.\n- Chiara works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Ingrid reports to Mara.\n- Hana works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Tessa reports to Chiara.\n- Pinnacle Software is headquartered in Bergen.\n- Lattice Analytics is headquartered in Adelaide.\n- Helios Logistics is headquartered in Bergen.\n- Mara reports to Hana.\n- Bluepine Aviation was founded in 2010.\n- Mara works for Lattice Analytics.\n- Kenji reports to Deshawn.\n- Callum works for Pinnacle Software.\n- Ingrid works for Bluepine Aviation.\n- Emeka reports to Aisha.\n- Nadia works for Bluepine Aviation.\n- Chiara reports to Kenji.\n- Helios Logistics was founded in 1983.\n- Emeka works for Helios Logistics.\n- Nadia reports to Tessa.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Sofia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2008.\n- Atlas Freight was founded in 2014.\n- Mara reports to Tessa.\n- Dmitri works for Atlas Freight.\n- Tobias reports to Dmitri.\n- Yuki reports to Emeka.\n- Atlas Freight is headquartered in Austin.\n- Pinnacle Software was founded in 2009.\n- Wren works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Wren reports to Mara.\n- Sofia works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Emeka reports to Tobias.\n- Kenji reports to Wren.\n- Ironwood Manufacturing was founded in 2001.\n- Tobias works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Stefan reports to Sofia.\n- Sofia reports to Yuki.\n- Dmitri reports to Kenji.\n- Stefan works for Atlas Freight.\n- Yuki works for Ironwood Manufacturing.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Helios Logistics is headquartered in Lyon.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28508", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3435: employee Anders A., hired 02 May 2020, separated 14 April 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3435?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Bruno.\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Zoya.\n- Vantage Air was founded in 2001.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bruno works for Lattice Analytics.\n- Bluepine Aviation was founded in 1996.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 2011.\n- Priya works for Beacon Insurance.\n- Sanne reports to Leila.\n- Viktor reports to Elena.\n- Nadia reports to Viktor.\n- Leila works for Beacon Insurance.\n- Emeka works for Lattice Analytics.\n- Felix works for Bluepine Aviation.\n- Bruno reports to Felix.\n- Lattice Analytics was founded in 2014.\n- Vantage Air is headquartered in Lyon.\n- Beacon Insurance is headquartered in Oslo.\n- Priya reports to Anders.\n- Elena works for Vantage Air.\n- Anders works for Bluepine Aviation.\n- Zoya works for Vantage Air.\n- Anders reports to Emeka.\n- Sanne works for Bluepine Aviation.\n- Zoya reports to Nadia.\n- Viktor works for Lattice Analytics.\n- Felix reports to Mateo.\n- Elena reports to Sanne.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28510", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28511", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8430: employee Emeka R., hired 14 February 2023, separated 03 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-8430 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28512", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4315: employee Wren A., hired 28 April 2022, separated 15 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4315?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28513", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Tallinn.\n- Jonas reports to Leila.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1975.\n- Amara reports to Kenji.\n- Zoya reports to Jonas.\n- Sofia reports to Zoya.\n- Dmitri reports to Sofia.\n- Felix reports to Yuki.\n- Zoya works for Vantage Air.\n- Aisha works for Fernhill Foods.\n- Tobias works for Beacon Insurance.\n- Bluepine Aviation was founded in 2008.\n- Callum works for Beacon Insurance.\n- Tobias reports to Aisha.\n- Aisha reports to Callum.\n- Yuki works for Beacon Insurance.\n- Leila reports to Felix.\n- Beacon Insurance is headquartered in Lyon.\n- Fernhill Foods is headquartered in Oslo.\n- Leila works for Vantage Air.\n- Kenji reports to Dmitri.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods was founded in 1990.\n- Yuki reports to Tobias.\n- Dmitri works for Bluepine Aviation.\n- Kenji works for Beacon Insurance.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "1999", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28515", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5533: employee Priya R., hired 19 December 2020, separated 06 December 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5533?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5533 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28516", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28517", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8073: employee Aisha K., hired 11 March 2024, separated 18 July 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8073?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Stefan.\n- Chiara works for Vantage Air.\n- Mei reports to Tessa.\n- Vantage Air is headquartered in Nagoya.\n- Stefan reports to Sanne.\n- Deshawn reports to Elena.\n- Stefan works for Summit Energy.\n- Mateo reports to Pablo.\n- Helios Logistics is headquartered in Ghent.\n- Pablo reports to Deshawn.\n- Summit Energy is headquartered in Tampere.\n- Chiara reports to Mei.\n- Helios Logistics was founded in 1979.\n- Pablo works for Meridian Bank.\n- Deshawn works for Summit Energy.\n- Tessa works for Vantage Air.\n- Meridian Bank is headquartered in Bergen.\n- Mei works for Vantage Air.\n- Meridian Bank was founded in 2010.\n- Elena works for Meridian Bank.\n- Ingrid works for Vantage Air.\n- Sanne works for Helios Logistics.\n- Summit Energy was founded in 2008.\n- Tessa reports to Mateo.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Elena reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28519", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9847: employee Kenji T., hired 05 April 2023, separated 21 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9847?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28520", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1324: employee Chiara K., hired 15 April 2023, separated 25 January 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2026-1324 under the controlling rules.", "criteria": {"0": "$8,308", "1": "$8,231", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28521", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "book_flight", "3": "change_seat", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28522", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Play Music — asks to play audio", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Mara works for Northwind Systems.\n- Nadia works for Lattice Analytics.\n- Priya works for Pinnacle Software.\n- Wren works for Crescent Telecom.\n- Priya reports to Aisha.\n- Jonas reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Wren reports to Mara.\n- Crescent Telecom is headquartered in Tallinn.\n- Stefan works for Northwind Systems.\n- Leila works for Lattice Analytics.\n- Pinnacle Software is headquartered in Oslo.\n- Zoya reports to Nadia.\n- Hana works for Pinnacle Software.\n- Crescent Telecom was founded in 1983.\n- Stefan reports to Amara.\n- Northwind Systems is headquartered in Oslo.\n- Chiara reports to Priya.\n- Northwind Systems was founded in 2005.\n- Lattice Analytics was founded in 1990.\n- Chiara works for Crescent Telecom.\n- Lattice Analytics is headquartered in Halifax.\n- Mara reports to Leila.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Hana.\n- Leila reports to Chiara.\n- Hana reports to Jonas.\n- Aisha works for Crescent Telecom.\n- Pinnacle Software was founded in 1988.\n- Amara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1981", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28524", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8189: employee Tessa K., hired 26 July 2024, separated 30 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8189?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28525", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4578: employee Yuki R., hired 12 July 2022, separated 10 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4578?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28526", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6156: employee Yuki M., hired 29 March 2022, separated 01 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6156?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ingrid.\n- Felix works for Meridian Bank.\n- Sofia reports to Felix.\n- Atlas Freight was founded in 1977.\n- Kenji reports to Leila.\n- Felix reports to Aisha.\n- Kenji works for Vantage Air.\n- Sofia works for Vantage Air.\n- Leila reports to Hana.\n- Leila works for Helios Logistics.\n- Meridian Bank is headquartered in Brno.\n- Hana works for Atlas Freight.\n- Vantage Air is headquartered in Basel.\n- Ingrid reports to Tobias.\n- Mateo reports to Kenji.\n- Helios Logistics was founded in 2004.\n- Helios Logistics is headquartered in Leeds.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 2003.\n- Atlas Freight is headquartered in Tampere.\n- Dmitri reports to Mateo.\n- Aisha reports to Dmitri.\n- Aisha works for Helios Logistics.\n- Tobias works for Meridian Bank.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28528", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7095: employee Omar R., hired 17 April 2021, separated 01 February 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-7095 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,500", "2": "$4,750", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28529", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 March 2023): For employees hired on or after 04 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5821: employee Jonas A., hired 20 October 2020, separated 04 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5821?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Helios Logistics was founded in 1991.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Bruno works for Bluepine Aviation.\n- Mara reports to Tessa.\n- Tessa works for Helios Logistics.\n- Tessa reports to Deshawn.\n- Lattice Analytics was founded in 1980.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom is headquartered in Austin.\n- Leila works for Lattice Analytics.\n- Bluepine Aviation was founded in 1980.\n- Sofia works for Lattice Analytics.\n- Tobias reports to Yuki.\n- Pablo reports to Bruno.\n- Mateo reports to Sofia.\n- Bluepine Aviation is headquartered in Austin.\n- Elena works for Bluepine Aviation.\n- Mateo works for Helios Logistics.\n- Sofia reports to Elena.\n- Helios Logistics is headquartered in Dunedin.\n- Mara works for Bluepine Aviation.\n- Sanne works for Helios Logistics.\n- Elena reports to Sanne.\n- Crescent Telecom was founded in 1981.\n- Deshawn reports to Mateo.\n- Deshawn works for Crescent Telecom.\n- Sanne reports to Pablo.\n- Bruno reports to Tobias.\n- Leila reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1991.\n- Callum reports to Felix.\n- Stefan works for Cedar Retail Group.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Dmitri.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Lucia works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Priya works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Emeka works for Cedar Retail Group.\n- Felix reports to Elena.\n- Meridian Bank is headquartered in Turku.\n- Elena reports to Stefan.\n- Zoya works for Bluepine Aviation.\n- Mateo reports to Callum.\n- Zoya reports to Lucia.\n- Cedar Retail Group is headquartered in Oslo.\n- Stefan reports to Priya.\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 1980.\n- Lucia reports to Ingrid.\n- Viktor works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Emeka reports to Zoya.\n- Felix works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1991.\n- Dmitri reports to Viktor.\n- Priya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28532", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7317: employee Yuki M., hired 13 August 2020, separated 27 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7317?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28533", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1995.\n- Sofia reports to Leila.\n- Stefan reports to Mateo.\n- Mateo reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Felix reports to Stefan.\n- Tobias reports to Anders.\n- Meridian Bank is headquartered in Austin.\n- Leila reports to Mei.\n- Felix works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Vantage Air was founded in 2012.\n- Zoya reports to Deshawn.\n- Anders reports to Felix.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Zoya works for Vantage Air.\n- Fernhill Foods is headquartered in Austin.\n- Anders works for Meridian Bank.\n- Vantage Air is headquartered in Tampere.\n- Leila works for Vantage Air.\n- Mei reports to Zoya.\n- Stefan works for Meridian Bank.\n- Bluepine Aviation is headquartered in Basel.\n- Meridian Bank was founded in 1996.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Mei works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1997.\n- Callum works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Tessa reports to Aisha.\n- Tessa works for Cedar Retail Group.\n- Chiara reports to Zoya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Kenji works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Summit Energy is headquartered in Oslo.\n- Mara works for Fernhill Foods.\n- Aisha reports to Dmitri.\n- Zoya reports to Tessa.\n- Zoya works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Cedar Retail Group was founded in 1998.\n- Mei reports to Callum.\n- Fernhill Foods was founded in 1990.\n- Cedar Retail Group is headquartered in Oslo.\n- Summit Energy was founded in 1999.\n- Callum reports to Chiara.\n- Mara reports to Mei.\n- Kenji reports to Mara.\n- Dmitri reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28536", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks about weather", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Dunedin.\n- Mei reports to Chiara.\n- Chiara works for Vantage Air.\n- Deshawn works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Deshawn.\n- Stefan works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Amara reports to Aisha.\n- Emeka works for Beacon Insurance.\n- Jonas reports to Mara.\n- Crescent Telecom was founded in 2004.\n- Chiara reports to Amara.\n- Callum reports to Yuki.\n- Beacon Insurance is headquartered in Basel.\n- Aisha reports to Stefan.\n- Yuki works for Meridian Bank.\n- Emeka reports to Dmitri.\n- Callum works for Beacon Insurance.\n- Meridian Bank was founded in 2008.\n- Amara works for Crescent Telecom.\n- Deshawn reports to Callum.\n- Vantage Air is headquartered in Austin.\n- Meridian Bank is headquartered in Basel.\n- Beacon Insurance was founded in 1994.\n- Aisha works for Vantage Air.\n- Mei works for Beacon Insurance.\n- Jonas works for Meridian Bank.\n- Vantage Air was founded in 1984.\n- Mara reports to Emeka.\n- Yuki reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1997", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28538", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 13 August 2025): For employees hired on or after 13 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2700: employee Viktor A., hired 16 September 2022, separated 23 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-2700 under the controlling rules.", "criteria": {"0": "$8,662", "1": "$8,575", "2": "$8,075", "3": "$37,158"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Sofia reports to Ingrid.\n- Cedar Retail Group was founded in 1982.\n- Sanne works for Pinnacle Software.\n- Stefan works for Helios Logistics.\n- Leila reports to Sofia.\n- Helios Logistics was founded in 1987.\n- Dmitri reports to Bruno.\n- Lucia reports to Leila.\n- Pinnacle Software was founded in 1975.\n- Bruno works for Pinnacle Software.\n- Viktor reports to Stefan.\n- Helios Logistics is headquartered in Bergen.\n- Ingrid works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Stefan reports to Lucia.\n- Pablo works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Nagoya.\n- Sanne reports to Pablo.\n- Pablo reports to Viktor.\n- Crescent Telecom was founded in 1980.\n- Ingrid reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mei.\n- Summit Energy was founded in 2004.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Porto.\n- Zoya reports to Jonas.\n- Stefan works for Meridian Bank.\n- Bluepine Aviation was founded in 1989.\n- Emeka works for Meridian Bank.\n- Emeka reports to Stefan.\n- Kenji works for Bluepine Aviation.\n- Fernhill Foods was founded in 2010.\n- Dmitri works for Bluepine Aviation.\n- Sanne works for Fernhill Foods.\n- Callum reports to Zoya.\n- Callum works for Fernhill Foods.\n- Kenji reports to Nadia.\n- Elena works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Stefan reports to Hana.\n- Mei works for Meridian Bank.\n- Nadia reports to Elena.\n- Jonas reports to Dmitri.\n- Jonas works for Bluepine Aviation.\n- Dmitri reports to Sanne.\n- Summit Energy is headquartered in Porto.\n- Mei reports to Callum.\n- Elena reports to Emeka.\n- Fernhill Foods is headquartered in Adelaide.\n- Meridian Bank was founded in 1998.\n- Zoya works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28541", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1432: employee Mei B., hired 22 April 2021, separated 11 December 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1432?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28542", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28543", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1997.\n- Ravi reports to Elena.\n- Elena works for Vantage Air.\n- Fernhill Foods was founded in 1984.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Amara reports to Kenji.\n- Bluepine Aviation is headquartered in Porto.\n- Vantage Air is headquartered in Porto.\n- Ravi works for Ironwood Manufacturing.\n- Mei works for Fernhill Foods.\n- Sofia works for Vantage Air.\n- Kenji works for Vantage Air.\n- Wren works for Ironwood Manufacturing.\n- Yuki reports to Sofia.\n- Wren reports to Mei.\n- Leila works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1995.\n- Mei reports to Leila.\n- Elena reports to Tessa.\n- Vantage Air was founded in 2005.\n- Amara works for Vantage Air.\n- Tessa works for Vantage Air.\n- Fernhill Foods is headquartered in Valencia.\n- Sofia reports to Wren.\n- Kenji reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Leila reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28545", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 16537 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28546", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9224: employee Yuki S., hired 20 April 2021, separated 20 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9224?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28547", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28548", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28549", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28550", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28551", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Leila.\n- Omar reports to Yuki.\n- Priya works for Meridian Bank.\n- Hana works for Summit Energy.\n- Yuki reports to Mei.\n- Viktor works for Bluepine Aviation.\n- Omar works for Helios Logistics.\n- Deshawn reports to Wren.\n- Priya reports to Hana.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 1992.\n- Leila works for Meridian Bank.\n- Bluepine Aviation was founded in 1983.\n- Bluepine Aviation is headquartered in Ghent.\n- Helios Logistics was founded in 1999.\n- Helios Logistics is headquartered in Ghent.\n- Pablo reports to Deshawn.\n- Lucia reports to Priya.\n- Hana reports to Pablo.\n- Meridian Bank was founded in 2008.\n- Lucia works for Helios Logistics.\n- Leila reports to Lucia.\n- Summit Energy is headquartered in Oslo.\n- Wren works for Summit Energy.\n- Yuki works for Summit Energy.\n- Viktor reports to Omar.\n- Mei works for Meridian Bank.\n- Wren reports to Tessa.\n- Deshawn works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Meridian Bank is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28553", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Ingrid reports to Deshawn.\n- Lucia reports to Chiara.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Meridian Bank is headquartered in Valencia.\n- Deshawn works for Meridian Bank.\n- Felix works for Lattice Analytics.\n- Amara reports to Lucia.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Mara reports to Felix.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ingrid works for Fernhill Foods.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Fernhill Foods is headquartered in Valencia.\n- Mei works for Ironwood Manufacturing.\n- Zoya reports to Ingrid.\n- Viktor reports to Mara.\n- Chiara works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1977.\n- Emeka reports to Zoya.\n- Leila reports to Mei.\n- Amara works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Mei reports to Amara.\n- Deshawn reports to Viktor.\n- Mara works for Fernhill Foods.\n- Felix reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Zoya reports to Callum.\n- Fernhill Foods is headquartered in Basel.\n- Dmitri works for Atlas Freight.\n- Aisha works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Brno.\n- Mateo works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Aisha reports to Zoya.\n- Ironwood Manufacturing was founded in 2009.\n- Bruno reports to Kenji.\n- Callum reports to Lucia.\n- Amara reports to Deshawn.\n- Felix works for Fernhill Foods.\n- Wren reports to Dmitri.\n- Dmitri reports to Bruno.\n- Kenji works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Ironwood Manufacturing is headquartered in Brno.\n- Fernhill Foods was founded in 1993.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 1998.\n- Bruno works for Meridian Bank.\n- Kenji reports to Felix.\n- Lucia reports to Amara.\n- Callum works for Meridian Bank.\n- Deshawn reports to Mateo.\n- Felix reports to Aisha.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28556", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3072: employee Zoya K., hired 15 August 2020, separated 09 January 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3072?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3072 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Pinnacle Software is headquartered in Halifax.\n- Yuki reports to Ingrid.\n- Atlas Freight was founded in 2008.\n- Sanne reports to Yuki.\n- Yuki works for Cedar Retail Group.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Bergen.\n- Sanne works for Atlas Freight.\n- Viktor works for Cedar Retail Group.\n- Ingrid works for Atlas Freight.\n- Tessa works for Pinnacle Software.\n- Jonas reports to Sanne.\n- Sofia works for Atlas Freight.\n- Tessa reports to Amara.\n- Lucia reports to Tessa.\n- Meridian Bank was founded in 1984.\n- Kenji works for Meridian Bank.\n- Atlas Freight is headquartered in Bergen.\n- Cedar Retail Group was founded in 2010.\n- Sofia reports to Viktor.\n- Kenji reports to Jonas.\n- Amara works for Cedar Retail Group.\n- Viktor reports to Kenji.\n- Amara reports to Sofia.\n- Pinnacle Software was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2013", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28558", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28559", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3151: employee Bruno T., hired 05 April 2021, separated 10 March 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2026-3151 under the controlling rules.", "criteria": {"0": "$12,188", "1": "$12,250", "2": "$53,083", "3": "$10,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Meridian Bank is headquartered in Valencia.\n- Crescent Telecom is headquartered in Cork.\n- Omar works for Meridian Bank.\n- Yuki works for Pinnacle Software.\n- Felix reports to Omar.\n- Pinnacle Software is headquartered in Leeds.\n- Anders works for Lattice Analytics.\n- Crescent Telecom was founded in 1991.\n- Tobias reports to Anders.\n- Omar reports to Tobias.\n- Callum reports to Aisha.\n- Felix works for Pinnacle Software.\n- Lucia reports to Chiara.\n- Meridian Bank was founded in 2001.\n- Aisha works for Crescent Telecom.\n- Tobias works for Pinnacle Software.\n- Aisha reports to Felix.\n- Yuki reports to Callum.\n- Callum works for Lattice Analytics.\n- Jonas works for Pinnacle Software.\n- Chiara reports to Jonas.\n- Lattice Analytics is headquartered in Valencia.\n- Jonas reports to Yuki.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Pinnacle Software was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28561", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28562", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods was founded in 1990.\n- Fernhill Foods is headquartered in Malmo.\n- Ravi reports to Dmitri.\n- Omar reports to Elena.\n- Anders reports to Ravi.\n- Cedar Retail Group is headquartered in Lyon.\n- Beacon Insurance is headquartered in Nagoya.\n- Dmitri reports to Lucia.\n- Elena reports to Anders.\n- Lucia works for Crescent Telecom.\n- Beacon Insurance was founded in 1976.\n- Elena works for Cedar Retail Group.\n- Dmitri works for Fernhill Foods.\n- Lucia reports to Chiara.\n- Chiara reports to Mateo.\n- Anders works for Fernhill Foods.\n- Mateo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1999.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 1998.\n- Omar works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28563", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28564", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 22959\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28565", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28566", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 July 2025): For employees hired on or after 27 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6831: employee Anders K., hired 13 August 2022, separated 28 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6831?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28567", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28568", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28569", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "update_card", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28570", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 29 January 2023): For employees hired on or after 29 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6027: employee Mateo S., hired 18 April 2021, separated 16 July 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-6027 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$3,200", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28571", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28572", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9517: employee Leila K., hired 10 April 2023, separated 07 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-9517 under the controlling rules.", "criteria": {"0": "$7,050", "1": "$30,550", "2": "$7,550", "3": "$6,975"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Dmitri reports to Anders.\n- Callum works for Beacon Insurance.\n- Callum reports to Sofia.\n- Pablo reports to Hana.\n- Chiara reports to Leila.\n- Beacon Insurance is headquartered in Malmo.\n- Lattice Analytics was founded in 2003.\n- Meridian Bank was founded in 2003.\n- Sofia reports to Chiara.\n- Sanne reports to Pablo.\n- Leila reports to Priya.\n- Beacon Insurance was founded in 1995.\n- Lattice Analytics is headquartered in Leeds.\n- Hana works for Meridian Bank.\n- Priya works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Tobias reports to Sanne.\n- Pinnacle Software was founded in 1992.\n- Meridian Bank is headquartered in Basel.\n- Anders works for Meridian Bank.\n- Elena reports to Callum.\n- Sanne works for Pinnacle Software.\n- Dmitri works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Tobias works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Elena works for Lattice Analytics.\n- Priya reports to Tobias.\n- Anders reports to Elena.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28574", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28575", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28576", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28577", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8186: employee Aisha B., hired 01 October 2021, separated 31 August 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-8186 under the controlling rules.", "criteria": {"0": "$10,150", "1": "$11,150", "2": "$43,983", "3": "$10,238"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28578", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "reroute", "2": "file_claim", "3": "report_delay", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28579", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28580", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1240: employee Wren A., hired 20 June 2021, separated 02 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1240?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Sanne reports to Priya.\n- Helios Logistics was founded in 2004.\n- Felix reports to Ingrid.\n- Lucia reports to Mateo.\n- Lucia works for Vantage Air.\n- Lattice Analytics was founded in 2002.\n- Viktor reports to Lucia.\n- Ingrid works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2011.\n- Hana reports to Sanne.\n- Priya works for Helios Logistics.\n- Vantage Air was founded in 2004.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Priya reports to Felix.\n- Helios Logistics is headquartered in Turku.\n- Omar reports to Viktor.\n- Mateo works for Ironwood Manufacturing.\n- Ingrid reports to Mei.\n- Mateo reports to Hana.\n- Vantage Air is headquartered in Porto.\n- Omar works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Dmitri.\n- Bluepine Aviation is headquartered in Leeds.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Dmitri works for Ironwood Manufacturing.\n- Tessa works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lucia works for Bluepine Aviation.\n- Nadia reports to Lucia.\n- Deshawn reports to Amara.\n- Zoya reports to Pablo.\n- Amara reports to Omar.\n- Callum works for Bluepine Aviation.\n- Viktor reports to Zoya.\n- Dmitri reports to Callum.\n- Crescent Telecom is headquartered in Lyon.\n- Viktor works for Bluepine Aviation.\n- Deshawn works for Ironwood Manufacturing.\n- Callum reports to Elena.\n- Omar reports to Viktor.\n- Crescent Telecom was founded in 2002.\n- Bluepine Aviation was founded in 1993.\n- Meridian Bank is headquartered in Leeds.\n- Amara works for Ironwood Manufacturing.\n- Zoya works for Crescent Telecom.\n- Nadia works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Omar works for Ironwood Manufacturing.\n- Tessa reports to Nadia.\n- Ironwood Manufacturing was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28583", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28584", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1229: employee Emeka R., hired 20 February 2023, separated 12 January 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-1229 under the controlling rules.", "criteria": {"0": "$3,800", "1": "$17,333", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28585", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3887: employee Mateo T., hired 26 October 2020, separated 03 January 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3887?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28586", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28587", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28588", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "resets credentials", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28589", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7331: employee Zoya B., hired 18 July 2023, separated 09 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7331?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Dmitri reports to Pablo.\n- Summit Energy is headquartered in Leeds.\n- Jonas works for Vantage Air.\n- Lucia reports to Elena.\n- Elena works for Vantage Air.\n- Emeka works for Vantage Air.\n- Pinnacle Software was founded in 1978.\n- Vantage Air was founded in 1977.\n- Dmitri works for Vantage Air.\n- Kenji reports to Jonas.\n- Pablo reports to Felix.\n- Pablo works for Pinnacle Software.\n- Summit Energy was founded in 2002.\n- Wren reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Elena reports to Aisha.\n- Deshawn reports to Kenji.\n- Felix reports to Amara.\n- Amara works for Beacon Insurance.\n- Vantage Air is headquartered in Valencia.\n- Felix works for Summit Energy.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Jonas reports to Emeka.\n- Beacon Insurance was founded in 2009.\n- Emeka reports to Dmitri.\n- Aisha works for Vantage Air.\n- Amara reports to Wren.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28591", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28592", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2007.\n- Hana works for Summit Energy.\n- Cobalt Health is headquartered in Porto.\n- Aisha reports to Amara.\n- Summit Energy is headquartered in Porto.\n- Priya works for Cobalt Health.\n- Sanne reports to Hana.\n- Priya reports to Mara.\n- Wren works for Summit Energy.\n- Viktor works for Lattice Analytics.\n- Mara reports to Sanne.\n- Pablo works for Lattice Analytics.\n- Bruno reports to Pablo.\n- Cobalt Health was founded in 2003.\n- Bruno works for Cobalt Health.\n- Wren reports to Bruno.\n- Crescent Telecom is headquartered in Halifax.\n- Crescent Telecom was founded in 2005.\n- Amara works for Cobalt Health.\n- Lattice Analytics is headquartered in Halifax.\n- Mara works for Summit Energy.\n- Hana reports to Viktor.\n- Summit Energy was founded in 1979.\n- Anders works for Summit Energy.\n- Aisha works for Cobalt Health.\n- Tessa reports to Wren.\n- Sanne works for Crescent Telecom.\n- Amara reports to Tessa.\n- Pablo reports to Priya.\n- Viktor reports to Anders.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Halifax", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Viktor reports to Tobias.\n- Mara reports to Sanne.\n- Cedar Retail Group was founded in 2004.\n- Aisha works for Helios Logistics.\n- Sofia reports to Mara.\n- Helios Logistics was founded in 1977.\n- Viktor works for Helios Logistics.\n- Northwind Systems is headquartered in Dunedin.\n- Tobias reports to Sofia.\n- Jonas works for Northwind Systems.\n- Beacon Insurance was founded in 2005.\n- Cedar Retail Group is headquartered in Leeds.\n- Helios Logistics is headquartered in Tampere.\n- Nadia works for Cedar Retail Group.\n- Northwind Systems was founded in 2013.\n- Mara works for Beacon Insurance.\n- Nadia reports to Jonas.\n- Aisha reports to Viktor.\n- Beacon Insurance is headquartered in Halifax.\n- Tobias works for Northwind Systems.\n- Sofia works for Cedar Retail Group.\n- Jonas reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Leeds", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Pablo.\n- Stefan reports to Ravi.\n- Yuki reports to Leila.\n- Chiara works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 2007.\n- Ironwood Manufacturing was founded in 1995.\n- Chiara reports to Hana.\n- Beacon Insurance is headquartered in Brno.\n- Mateo reports to Chiara.\n- Ingrid works for Lattice Analytics.\n- Leila reports to Anders.\n- Sanne reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Ravi works for Beacon Insurance.\n- Bruno works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Cedar Retail Group was founded in 1990.\n- Lattice Analytics is headquartered in Cork.\n- Anders reports to Bruno.\n- Yuki works for Lattice Analytics.\n- Ingrid reports to Sanne.\n- Hana works for Beacon Insurance.\n- Anders works for Ironwood Manufacturing.\n- Hana reports to Ingrid.\n- Leila works for Cedar Retail Group.\n- Beacon Insurance was founded in 1995.\n- Bruno reports to Stefan.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Vantage Air.\n- Mara works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Deshawn works for Vantage Air.\n- Mara reports to Mei.\n- Vantage Air was founded in 1976.\n- Mateo works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Mei works for Northwind Systems.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Priya reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Northwind Systems is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2007.\n- Priya works for Northwind Systems.\n- Callum works for Vantage Air.\n- Yuki reports to Zoya.\n- Zoya reports to Leila.\n- Helios Logistics was founded in 2001.\n- Leila reports to Callum.\n- Deshawn reports to Mateo.\n- Mei reports to Stefan.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Northwind Systems was founded in 1977.\n- Mateo reports to Nadia.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid reports to Yuki.\n- Stefan reports to Deshawn.\n- Leila works for Ironwood Manufacturing.\n- Callum reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28597", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7427: employee Anders M., hired 10 April 2024, separated 13 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7427?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28598", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6238: employee Dmitri S., hired 26 August 2022, separated 08 October 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-6238 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$3,938", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2010.\n- Mara works for Pinnacle Software.\n- Sofia works for Meridian Bank.\n- Omar works for Vantage Air.\n- Tessa works for Vantage Air.\n- Wren works for Cedar Retail Group.\n- Meridian Bank is headquartered in Adelaide.\n- Stefan works for Meridian Bank.\n- Sanne reports to Mara.\n- Pinnacle Software was founded in 2004.\n- Vantage Air is headquartered in Cork.\n- Meridian Bank was founded in 1984.\n- Cedar Retail Group is headquartered in Bergen.\n- Tessa reports to Sofia.\n- Vantage Air was founded in 1995.\n- Amara reports to Priya.\n- Amara works for Pinnacle Software.\n- Priya works for Cedar Retail Group.\n- Ravi reports to Yuki.\n- Sanne works for Meridian Bank.\n- Priya reports to Wren.\n- Sofia reports to Ravi.\n- Pinnacle Software is headquartered in Adelaide.\n- Stefan reports to Amara.\n- Mateo works for Meridian Bank.\n- Ravi works for Cedar Retail Group.\n- Omar reports to Tessa.\n- Yuki works for Cedar Retail Group.\n- Mara reports to Stefan.\n- Mateo reports to Sanne.\n- Wren reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28600", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5713: employee Kenji K., hired 25 November 2022, separated 21 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5713?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28601", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1265: employee Aisha R., hired 30 May 2024, separated 20 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-1265 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,562", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1265 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Northwind Systems is headquartered in Tampere.\n- Tessa works for Northwind Systems.\n- Felix reports to Callum.\n- Felix works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Pablo works for Helios Logistics.\n- Atlas Freight was founded in 2008.\n- Tobias reports to Pablo.\n- Sofia reports to Zoya.\n- Vantage Air was founded in 1984.\n- Helios Logistics is headquartered in Porto.\n- Callum works for Vantage Air.\n- Pablo reports to Felix.\n- Tobias works for Vantage Air.\n- Helios Logistics was founded in 2010.\n- Yuki reports to Mei.\n- Vantage Air is headquartered in Valencia.\n- Kenji works for Helios Logistics.\n- Callum reports to Kenji.\n- Kenji reports to Tessa.\n- Atlas Freight is headquartered in Porto.\n- Zoya works for Northwind Systems.\n- Mei reports to Tobias.\n- Tessa reports to Sofia.\n- Sofia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Mateo works for Northwind Systems.\n- Anders works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Callum reports to Ingrid.\n- Dmitri reports to Anders.\n- Tessa reports to Mateo.\n- Stefan works for Crescent Telecom.\n- Mateo reports to Chiara.\n- Tessa works for Ironwood Manufacturing.\n- Hana works for Northwind Systems.\n- Viktor works for Crescent Telecom.\n- Callum works for Northwind Systems.\n- Stefan reports to Callum.\n- Crescent Telecom was founded in 1976.\n- Lattice Analytics is headquartered in Brno.\n- Ingrid reports to Hana.\n- Lattice Analytics was founded in 1987.\n- Pablo reports to Stefan.\n- Ingrid works for Ironwood Manufacturing.\n- Omar works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1976.\n- Northwind Systems is headquartered in Basel.\n- Dmitri works for Lattice Analytics.\n- Omar reports to Tessa.\n- Chiara reports to Viktor.\n- Anders reports to Pablo.\n- Viktor reports to Dmitri.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Stefan.\n- Omar works for Meridian Bank.\n- Anders works for Helios Logistics.\n- Atlas Freight is headquartered in Leeds.\n- Stefan reports to Ingrid.\n- Sanne reports to Tobias.\n- Meridian Bank is headquartered in Valencia.\n- Vantage Air is headquartered in Leeds.\n- Tessa works for Meridian Bank.\n- Atlas Freight was founded in 1975.\n- Helios Logistics was founded in 1997.\n- Ingrid works for Vantage Air.\n- Mei works for Helios Logistics.\n- Lucia reports to Zoya.\n- Lucia works for Vantage Air.\n- Tobias reports to Anders.\n- Dmitri reports to Hana.\n- Anders reports to Dmitri.\n- Meridian Bank was founded in 2009.\n- Dmitri works for Atlas Freight.\n- Zoya reports to Tessa.\n- Zoya works for Atlas Freight.\n- Ingrid reports to Sanne.\n- Helios Logistics is headquartered in Halifax.\n- Hana reports to Lucia.\n- Sanne works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Mei reports to Omar.\n- Stefan works for Meridian Bank.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28605", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 16 November 2025): For employees hired on or after 16 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4811: employee Elena R., hired 10 March 2022, separated 28 January 2027 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-4811 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$7,350", "2": "$7,400", "3": "$32,067"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2002.\n- Elena reports to Sanne.\n- Pablo reports to Ravi.\n- Tessa works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2003.\n- Elena works for Ironwood Manufacturing.\n- Anders works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Stefan.\n- Crescent Telecom is headquartered in Valencia.\n- Callum works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sanne reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Viktor reports to Pablo.\n- Callum reports to Jonas.\n- Crescent Telecom was founded in 1978.\n- Stefan reports to Tessa.\n- Viktor works for Pinnacle Software.\n- Jonas reports to Elena.\n- Tessa reports to Anders.\n- Jonas works for Crescent Telecom.\n- Pinnacle Software is headquartered in Valencia.\n- Northwind Systems is headquartered in Leeds.\n- Stefan works for Crescent Telecom.\n- Pinnacle Software was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28607", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28608", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3490: employee Jonas B., hired 22 March 2022, separated 12 July 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-3490 under the controlling rules.", "criteria": {"0": "$11,500", "1": "$11,600", "2": "$50,267", "3": "$12,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28609", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6256: employee Elena T., hired 08 October 2022, separated 11 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6256?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28610", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 18112 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28611", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28612", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3416: employee Mei M., hired 25 November 2019, separated 08 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3416?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28613", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1599: employee Amara M., hired 05 March 2024, separated 26 March 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-1599 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,000", "2": "$4,400", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1599 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Nadia reports to Felix.\n- Mei works for Vantage Air.\n- Amara reports to Tessa.\n- Amara works for Meridian Bank.\n- Felix works for Cobalt Health.\n- Hana reports to Amara.\n- Bruno works for Meridian Bank.\n- Vantage Air was founded in 1986.\n- Ingrid reports to Mateo.\n- Tessa reports to Ingrid.\n- Bruno reports to Wren.\n- Tessa works for Cobalt Health.\n- Mei reports to Nadia.\n- Vantage Air is headquartered in Adelaide.\n- Atlas Freight was founded in 2003.\n- Wren works for Atlas Freight.\n- Mateo reports to Bruno.\n- Meridian Bank was founded in 2006.\n- Nadia works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Wren reports to Mei.\n- Cobalt Health was founded in 2007.\n- Cobalt Health is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Ingrid works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28615", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9724: employee Viktor M., hired 14 July 2023, separated 25 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9724?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28616", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28617", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Omar.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Meridian Bank is headquartered in Ghent.\n- Nadia works for Northwind Systems.\n- Meridian Bank was founded in 1980.\n- Mateo works for Ironwood Manufacturing.\n- Yuki works for Meridian Bank.\n- Chiara works for Ironwood Manufacturing.\n- Amara reports to Nadia.\n- Leila reports to Yuki.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 1978.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Chiara reports to Leila.\n- Mara reports to Chiara.\n- Yuki reports to Mateo.\n- Omar works for Meridian Bank.\n- Northwind Systems is headquartered in Ghent.\n- Mara works for Ironwood Manufacturing.\n- Mateo reports to Amara.\n- Ironwood Manufacturing was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mara.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mei reports to Wren.\n- Ingrid works for Cobalt Health.\n- Bruno reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Bergen.\n- Wren works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Sofia reports to Ingrid.\n- Helios Logistics is headquartered in Tallinn.\n- Stefan works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Bruno works for Helios Logistics.\n- Wren reports to Bruno.\n- Pinnacle Software was founded in 2003.\n- Mateo works for Helios Logistics.\n- Bluepine Aviation was founded in 1999.\n- Pinnacle Software is headquartered in Valencia.\n- Stefan reports to Amara.\n- Leila works for Bluepine Aviation.\n- Cobalt Health was founded in 2011.\n- Amara reports to Mateo.\n- Mara reports to Leila.\n- Helios Logistics was founded in 1984.\n- Mara works for Helios Logistics.\n- Mateo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28620", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 December 2022): For employees hired on or after 30 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6080: employee Nadia R., hired 09 January 2020, separated 28 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6080?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28621", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28622", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Northwind Systems is headquartered in Tallinn.\n- Helios Logistics is headquartered in Leeds.\n- Bruno reports to Stefan.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ingrid reports to Sofia.\n- Sofia works for Northwind Systems.\n- Stefan works for Helios Logistics.\n- Nadia works for Crescent Telecom.\n- Chiara works for Helios Logistics.\n- Omar reports to Elena.\n- Northwind Systems was founded in 2006.\n- Omar works for Helios Logistics.\n- Stefan reports to Nadia.\n- Elena reports to Ravi.\n- Zoya reports to Chiara.\n- Elena works for Crescent Telecom.\n- Helios Logistics was founded in 2010.\n- Bruno works for Ironwood Manufacturing.\n- Nadia reports to Omar.\n- Sofia reports to Bruno.\n- Crescent Telecom was founded in 2013.\n- Ingrid works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Bergen.\n- Zoya works for Helios Logistics.\n- Chiara reports to Ingrid.\n- Ironwood Manufacturing was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28624", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 95245\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28625", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28626", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2942: employee Tessa K., hired 16 May 2024, separated 12 April 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2942?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28627", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1702: employee Callum B., hired 27 July 2021, separated 21 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1702?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28628", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28629", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28630", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28631", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28632", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28633", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Refund order 59109, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28634", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5035: employee Nadia M., hired 13 April 2022, separated 08 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5035?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28635", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9775: employee Kenji K., hired 27 March 2023, separated 20 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9775?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Vantage Air was founded in 2000.\n- Jonas works for Atlas Freight.\n- Vantage Air is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Atlas Freight was founded in 1988.\n- Viktor reports to Stefan.\n- Viktor works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Atlas Freight is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Lyon.\n- Ingrid works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Stefan works for Cobalt Health.\n- Stefan reports to Nadia.\n- Kenji reports to Jonas.\n- Omar reports to Viktor.\n- Nadia works for Cobalt Health.\n- Jonas reports to Omar.\n- Sanne reports to Ingrid.\n- Fernhill Foods was founded in 2005.\n- Ingrid reports to Kenji.\n- Cobalt Health was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28637", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6308: employee Omar S., hired 09 August 2023, separated 27 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6308?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28638", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28639", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28640", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Tallinn.\n- Lucia reports to Tessa.\n- Ingrid reports to Lucia.\n- Helios Logistics was founded in 2011.\n- Jonas works for Crescent Telecom.\n- Jonas reports to Stefan.\n- Lucia works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Nadia works for Helios Logistics.\n- Felix reports to Nadia.\n- Nadia reports to Yuki.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Summit Energy is headquartered in Lyon.\n- Felix works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Yuki reports to Jonas.\n- Summit Energy was founded in 1980.\n- Stefan reports to Ingrid.\n- Crescent Telecom was founded in 1989.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28642", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Helios Logistics is headquartered in Austin.\n- Lucia works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Anders reports to Priya.\n- Lucia reports to Sanne.\n- Amara works for Meridian Bank.\n- Cedar Retail Group was founded in 1984.\n- Kenji works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Sanne reports to Amara.\n- Jonas works for Helios Logistics.\n- Aisha works for Meridian Bank.\n- Sofia reports to Jonas.\n- Kenji reports to Callum.\n- Priya reports to Deshawn.\n- Lattice Analytics is headquartered in Austin.\n- Cedar Retail Group is headquartered in Austin.\n- Helios Logistics was founded in 1984.\n- Meridian Bank was founded in 1979.\n- Deshawn reports to Aisha.\n- Sanne works for Lattice Analytics.\n- Anders works for Helios Logistics.\n- Dmitri works for Cedar Retail Group.\n- Meridian Bank is headquartered in Brno.\n- Callum works for Lattice Analytics.\n- Callum reports to Dmitri.\n- Lattice Analytics was founded in 1981.\n- Aisha reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Amara reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28644", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1398: employee Viktor B., hired 21 December 2020, separated 29 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-1398 under the controlling rules.", "criteria": {"0": "$18,500", "1": "$18,400", "2": "$79,733", "3": "$20,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28645", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28646", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "send_message", "2": "set_alarm", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28647", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 5, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3307: employee Wren A., hired 19 December 2022, separated 01 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3307?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Helios Logistics was founded in 1993.\n- Sofia reports to Tobias.\n- Pablo works for Pinnacle Software.\n- Atlas Freight is headquartered in Halifax.\n- Lucia reports to Dmitri.\n- Pinnacle Software was founded in 1999.\n- Helios Logistics is headquartered in Adelaide.\n- Cobalt Health was founded in 1977.\n- Pablo reports to Chiara.\n- Yuki reports to Pablo.\n- Atlas Freight was founded in 1990.\n- Lucia works for Atlas Freight.\n- Omar works for Cobalt Health.\n- Tobias works for Helios Logistics.\n- Sofia works for Atlas Freight.\n- Dmitri reports to Yuki.\n- Chiara works for Pinnacle Software.\n- Dmitri works for Helios Logistics.\n- Cobalt Health is headquartered in Halifax.\n- Pinnacle Software is headquartered in Brno.\n- Chiara reports to Omar.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28649", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Mateo reports to Ingrid.\n- Vantage Air was founded in 1988.\n- Helios Logistics was founded in 2004.\n- Beacon Insurance is headquartered in Austin.\n- Elena reports to Mateo.\n- Vantage Air is headquartered in Cork.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Elena.\n- Wren works for Pinnacle Software.\n- Callum works for Helios Logistics.\n- Elena works for Vantage Air.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Chiara.\n- Helios Logistics is headquartered in Austin.\n- Sofia reports to Callum.\n- Mateo works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Pinnacle Software is headquartered in Cork.\n- Beacon Insurance was founded in 1984.\n- Wren reports to Sofia.\n- Pinnacle Software was founded in 1977.\n- Chiara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28652", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 3, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9085: employee Sanne B., hired 20 January 2023, separated 09 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9085?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28653", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4486: employee Wren K., hired 23 October 2021, separated 10 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4486?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28654", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28655", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5752: employee Zoya M., hired 29 April 2024, separated 21 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5752?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28656", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Meridian Bank was founded in 2000.\n- Felix reports to Priya.\n- Ingrid reports to Omar.\n- Cobalt Health is headquartered in Brno.\n- Zoya reports to Ingrid.\n- Viktor reports to Chiara.\n- Chiara reports to Aisha.\n- Meridian Bank is headquartered in Tampere.\n- Dmitri works for Meridian Bank.\n- Cobalt Health was founded in 1997.\n- Omar reports to Mateo.\n- Lattice Analytics was founded in 1983.\n- Kenji works for Cobalt Health.\n- Felix works for Meridian Bank.\n- Omar works for Cobalt Health.\n- Dmitri reports to Wren.\n- Priya reports to Viktor.\n- Priya works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Wren works for Cobalt Health.\n- Summit Energy was founded in 1979.\n- Lattice Analytics is headquartered in Tampere.\n- Chiara works for Summit Energy.\n- Mateo reports to Kenji.\n- Summit Energy is headquartered in Brno.\n- Viktor works for Lattice Analytics.\n- Wren reports to Felix.\n- Ingrid works for Meridian Bank.\n- Aisha reports to Zoya.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28658", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9327: employee Amara R., hired 16 January 2024, separated 26 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9327?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28659", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Stefan reports to Tobias.\n- Felix works for Meridian Bank.\n- Felix reports to Chiara.\n- Hana reports to Zoya.\n- Tessa works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Callum reports to Tessa.\n- Tobias reports to Viktor.\n- Tessa reports to Stefan.\n- Crescent Telecom is headquartered in Cork.\n- Ingrid works for Pinnacle Software.\n- Omar reports to Ingrid.\n- Omar works for Crescent Telecom.\n- Lattice Analytics is headquartered in Dunedin.\n- Meridian Bank was founded in 1979.\n- Pinnacle Software was founded in 2014.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Callum.\n- Pinnacle Software is headquartered in Dunedin.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Ingrid reports to Felix.\n- Stefan works for Pinnacle Software.\n- Chiara reports to Hana.\n- Hana works for Crescent Telecom.\n- Emeka reports to Omar.\n- Chiara works for Pinnacle Software.\n- Viktor works for Lattice Analytics.\n- Crescent Telecom was founded in 1975.\n- Lattice Analytics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28661", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Lucia.\n- Helios Logistics is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 1982.\n- Omar reports to Ingrid.\n- Lucia reports to Viktor.\n- Tobias reports to Sofia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Ingrid reports to Wren.\n- Tobias works for Helios Logistics.\n- Ingrid works for Meridian Bank.\n- Viktor works for Ironwood Manufacturing.\n- Dmitri reports to Omar.\n- Meridian Bank is headquartered in Leeds.\n- Omar works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Sofia works for Meridian Bank.\n- Cedar Retail Group was founded in 1999.\n- Wren works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Brno.\n- Viktor reports to Dmitri.\n- Helios Logistics was founded in 1993.\n- Meridian Bank was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28663", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4444: employee Ravi K., hired 02 April 2023, separated 03 May 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4444?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28664", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9871: employee Mara K., hired 21 June 2023, separated 22 September 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9871?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28665", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28666", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-6 (VERSION 3, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 September 2022): For employees hired on or after 13 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2163: employee Elena M., hired 02 July 2022, separated 29 December 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-2163 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$8,769", "2": "$38,000", "3": "$8,269"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Hana.\n- Tobias works for Northwind Systems.\n- Tessa reports to Amara.\n- Summit Energy was founded in 1982.\n- Meridian Bank is headquartered in Lyon.\n- Priya works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Ingrid works for Helios Logistics.\n- Amara reports to Ingrid.\n- Summit Energy is headquartered in Lyon.\n- Northwind Systems was founded in 1988.\n- Omar reports to Aisha.\n- Tobias reports to Tessa.\n- Helios Logistics was founded in 1995.\n- Hana reports to Tobias.\n- Tessa works for Summit Energy.\n- Hana works for Summit Energy.\n- Meridian Bank was founded in 1985.\n- Helios Logistics is headquartered in Halifax.\n- Northwind Systems is headquartered in Cork.\n- Aisha works for Helios Logistics.\n- Omar works for Summit Energy.\n- Aisha reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Viktor reports to Nadia.\n- Fernhill Foods was founded in 2008.\n- Beacon Insurance was founded in 1998.\n- Summit Energy is headquartered in Tallinn.\n- Mateo reports to Anders.\n- Mara reports to Viktor.\n- Viktor works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Sanne reports to Hana.\n- Nadia reports to Mateo.\n- Leila works for Beacon Insurance.\n- Anders reports to Leila.\n- Hana works for Summit Energy.\n- Hana reports to Mara.\n- Summit Energy was founded in 1986.\n- Mara works for Summit Energy.\n- Beacon Insurance is headquartered in Basel.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Adelaide.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Sofia reports to Nadia.\n- Nadia reports to Wren.\n- Priya works for Lattice Analytics.\n- Wren reports to Emeka.\n- Ravi reports to Priya.\n- Wren works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Aisha works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Priya reports to Aisha.\n- Lattice Analytics was founded in 1978.\n- Ravi works for Summit Energy.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Aisha reports to Tessa.\n- Tessa reports to Elena.\n- Sofia works for Crescent Telecom.\n- Emeka reports to Ravi.\n- Tessa works for Lattice Analytics.\n- Elena works for Summit Energy.\n- Cedar Retail Group is headquartered in Malmo.\n- Summit Energy was founded in 1997.\n- Elena reports to Amara.\n- Crescent Telecom is headquartered in Malmo.\n- Cedar Retail Group was founded in 1984.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28670", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1298: employee Yuki R., hired 30 May 2022, separated 27 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1298?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28671", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7280: employee Tessa K., hired 02 November 2021, separated 04 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7280?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28672", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4549: employee Zoya K., hired 27 September 2022, separated 19 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4549?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28673", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1760: employee Jonas S., hired 12 March 2024, separated 27 September 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-1760 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$40,000", "2": "$9,231", "3": "$10,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Stefan.\n- Bluepine Aviation is headquartered in Turku.\n- Priya reports to Hana.\n- Hana works for Fernhill Foods.\n- Tessa reports to Priya.\n- Aisha works for Fernhill Foods.\n- Dmitri works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Fernhill Foods was founded in 1981.\n- Lattice Analytics was founded in 2011.\n- Fernhill Foods is headquartered in Oslo.\n- Stefan works for Lattice Analytics.\n- Emeka reports to Aisha.\n- Omar reports to Tessa.\n- Ironwood Manufacturing was founded in 1976.\n- Omar works for Bluepine Aviation.\n- Aisha reports to Omar.\n- Emeka works for Lattice Analytics.\n- Tessa works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Basel.\n- Stefan reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28675", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6607: employee Felix T., hired 29 July 2021, separated 12 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6607?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6607 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28676", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28677", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9033: employee Chiara T., hired 13 August 2024, separated 17 January 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9033?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28678", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28679", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28680", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28681", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5753: employee Mara T., hired 06 March 2022, separated 17 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5753?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28682", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 58886 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Anders reports to Bruno.\n- Felix works for Meridian Bank.\n- Felix reports to Amara.\n- Bruno reports to Felix.\n- Bruno works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Lattice Analytics is headquartered in Nagoya.\n- Elena reports to Dmitri.\n- Amara works for Beacon Insurance.\n- Meridian Bank is headquartered in Valencia.\n- Lattice Analytics was founded in 1985.\n- Elena works for Lattice Analytics.\n- Meridian Bank was founded in 2003.\n- Fernhill Foods was founded in 1990.\n- Mara reports to Nadia.\n- Ingrid reports to Anders.\n- Amara reports to Mara.\n- Mara works for Beacon Insurance.\n- Nadia works for Meridian Bank.\n- Beacon Insurance is headquartered in Brno.\n- Wren works for Fernhill Foods.\n- Wren reports to Elena.\n- Ingrid works for Lattice Analytics.\n- Dmitri works for Fernhill Foods.\n- Beacon Insurance was founded in 1994.\n- Fernhill Foods is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28684", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28685", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28686", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28687", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28688", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28689", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2856: employee Viktor K., hired 19 June 2024, separated 16 January 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2856?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Tessa.\n- Cedar Retail Group was founded in 1985.\n- Elena reports to Mara.\n- Beacon Insurance is headquartered in Valencia.\n- Stefan reports to Ingrid.\n- Stefan works for Cedar Retail Group.\n- Kenji works for Crescent Telecom.\n- Cobalt Health was founded in 1985.\n- Yuki reports to Stefan.\n- Beacon Insurance was founded in 1996.\n- Deshawn works for Beacon Insurance.\n- Hana works for Crescent Telecom.\n- Cobalt Health is headquartered in Porto.\n- Omar reports to Deshawn.\n- Tessa reports to Elena.\n- Elena works for Crescent Telecom.\n- Kenji reports to Hana.\n- Tessa works for Crescent Telecom.\n- Ingrid works for Cobalt Health.\n- Crescent Telecom was founded in 1980.\n- Crescent Telecom is headquartered in Porto.\n- Omar works for Crescent Telecom.\n- Mara reports to Kenji.\n- Cedar Retail Group is headquartered in Porto.\n- Yuki works for Cobalt Health.\n- Deshawn reports to Yuki.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28691", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28692", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-4 (VERSION 6, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1753: employee Mei K., hired 11 July 2021, separated 13 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1753?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1753 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28693", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 31856 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28694", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28695", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28696", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1938: employee Stefan R., hired 04 March 2020, separated 02 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1938?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Mei reports to Mara.\n- Emeka reports to Mateo.\n- Pinnacle Software is headquartered in Oslo.\n- Pablo works for Cobalt Health.\n- Mateo reports to Pablo.\n- Mara reports to Zoya.\n- Cedar Retail Group was founded in 1985.\n- Wren works for Pinnacle Software.\n- Cobalt Health was founded in 2000.\n- Mara works for Cobalt Health.\n- Zoya works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Felix works for Northwind Systems.\n- Cedar Retail Group is headquartered in Turku.\n- Cobalt Health is headquartered in Bergen.\n- Wren reports to Felix.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Zoya reports to Emeka.\n- Northwind Systems is headquartered in Turku.\n- Felix reports to Mei.\n- Pinnacle Software was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28698", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28699", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mei.\n- Summit Energy is headquartered in Malmo.\n- Mei works for Summit Energy.\n- Omar works for Cedar Retail Group.\n- Kenji reports to Nadia.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Nadia reports to Wren.\n- Vantage Air was founded in 1979.\n- Felix works for Helios Logistics.\n- Kenji works for Cedar Retail Group.\n- Emeka reports to Ravi.\n- Ravi works for Vantage Air.\n- Felix reports to Omar.\n- Wren works for Helios Logistics.\n- Mei reports to Kenji.\n- Cedar Retail Group was founded in 2007.\n- Wren reports to Emeka.\n- Summit Energy was founded in 2010.\n- Helios Logistics was founded in 1983.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28701", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1990.\n- Callum works for Beacon Insurance.\n- Amara works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Lattice Analytics is headquartered in Austin.\n- Helios Logistics was founded in 1975.\n- Helios Logistics is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Pinnacle Software was founded in 1987.\n- Ravi reports to Amara.\n- Mara reports to Anders.\n- Mara works for Lattice Analytics.\n- Amara reports to Mara.\n- Ravi works for Helios Logistics.\n- Kenji reports to Callum.\n- Kenji works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Beacon Insurance is headquartered in Nagoya.\n- Anders reports to Zoya.\n- Felix reports to Kenji.\n- Zoya reports to Felix.\n- Zoya works for Beacon Insurance.\n- Lattice Analytics was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28703", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Aisha.\n- Mara reports to Felix.\n- Stefan works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Hana reports to Stefan.\n- Lucia reports to Callum.\n- Callum works for Atlas Freight.\n- Amara reports to Pablo.\n- Bluepine Aviation is headquartered in Cork.\n- Bluepine Aviation was founded in 1988.\n- Elena reports to Amara.\n- Pablo works for Helios Logistics.\n- Atlas Freight is headquartered in Bergen.\n- Northwind Systems was founded in 2001.\n- Callum reports to Hana.\n- Mei reports to Lucia.\n- Helios Logistics is headquartered in Cork.\n- Bruno works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Lucia works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Felix works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Hana works for Bluepine Aviation.\n- Aisha reports to Mei.\n- Stefan reports to Elena.\n- Atlas Freight was founded in 1978.\n- Mara works for Helios Logistics.\n- Amara works for Atlas Freight.\n- Bruno reports to Mara.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28705", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28706", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Sanne.\n- Mateo reports to Priya.\n- Hana works for Pinnacle Software.\n- Cobalt Health was founded in 1984.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1996.\n- Crescent Telecom is headquartered in Tampere.\n- Amara works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1981.\n- Anders reports to Tessa.\n- Priya works for Pinnacle Software.\n- Amara reports to Hana.\n- Ironwood Manufacturing is headquartered in Porto.\n- Priya reports to Deshawn.\n- Anders works for Cobalt Health.\n- Tessa works for Ironwood Manufacturing.\n- Sanne reports to Mateo.\n- Pinnacle Software is headquartered in Nagoya.\n- Crescent Telecom was founded in 2005.\n- Hana reports to Jonas.\n- Jonas reports to Dmitri.\n- Mateo works for Cobalt Health.\n- Deshawn reports to Anders.\n- Dmitri works for Crescent Telecom.\n- Cobalt Health is headquartered in Porto.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28708", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9567: employee Mara T., hired 04 April 2023, separated 30 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9567?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28710", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 60159, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28711", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28712", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2003.\n- Cedar Retail Group is headquartered in Brno.\n- Anders works for Cedar Retail Group.\n- Anders reports to Nadia.\n- Yuki reports to Kenji.\n- Cedar Retail Group was founded in 2011.\n- Vantage Air is headquartered in Brno.\n- Pablo reports to Stefan.\n- Yuki works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Amara reports to Felix.\n- Stefan works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Nadia works for Meridian Bank.\n- Fernhill Foods was founded in 1999.\n- Fernhill Foods is headquartered in Bergen.\n- Pablo works for Vantage Air.\n- Kenji reports to Anders.\n- Nadia reports to Amara.\n- Kenji works for Vantage Air.\n- Felix works for Meridian Bank.\n- Stefan reports to Chiara.\n- Chiara reports to Yuki.\n- Bruno reports to Pablo.\n- Meridian Bank is headquartered in Austin.\n- Amara works for Cedar Retail Group.\n- Vantage Air was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28714", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Aisha works for Helios Logistics.\n- Kenji works for Ironwood Manufacturing.\n- Wren reports to Kenji.\n- Yuki reports to Wren.\n- Dmitri reports to Felix.\n- Ingrid works for Ironwood Manufacturing.\n- Ingrid reports to Anders.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2001.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Kenji reports to Callum.\n- Aisha reports to Ingrid.\n- Atlas Freight is headquartered in Dunedin.\n- Viktor works for Lattice Analytics.\n- Atlas Freight was founded in 1984.\n- Lattice Analytics was founded in 1982.\n- Jonas works for Atlas Freight.\n- Zoya reports to Viktor.\n- Jonas reports to Yuki.\n- Felix reports to Jonas.\n- Lattice Analytics is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1988.\n- Yuki works for Ironwood Manufacturing.\n- Anders reports to Dmitri.\n- Wren works for Helios Logistics.\n- Zoya works for Atlas Freight.\n- Felix works for Helios Logistics.\n- Callum reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Elena.\n- Omar reports to Callum.\n- Jonas reports to Tobias.\n- Elena works for Cedar Retail Group.\n- Jonas works for Summit Energy.\n- Sanne reports to Jonas.\n- Sanne works for Cedar Retail Group.\n- Meridian Bank was founded in 2003.\n- Summit Energy was founded in 1984.\n- Anders reports to Omar.\n- Mara reports to Anders.\n- Hana reports to Lucia.\n- Crescent Telecom was founded in 2003.\n- Anders works for Cedar Retail Group.\n- Chiara reports to Sanne.\n- Tobias reports to Hana.\n- Omar works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Cedar Retail Group was founded in 2012.\n- Lucia works for Crescent Telecom.\n- Callum works for Meridian Bank.\n- Chiara works for Summit Energy.\n- Cedar Retail Group is headquartered in Ghent.\n- Summit Energy is headquartered in Tampere.\n- Tobias works for Summit Energy.\n- Mateo works for Summit Energy.\n- Meridian Bank is headquartered in Tampere.\n- Mateo reports to Mara.\n- Crescent Telecom is headquartered in Tampere.\n- Mara works for Meridian Bank.\n- Elena reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1987", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28717", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 75774, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "cancel_order", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28718", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28719", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28720", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1300: employee Chiara S., hired 16 July 2022, separated 06 December 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1300?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28721", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2660: employee Viktor S., hired 22 July 2022, separated 01 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2660?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28722", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 June 2025): For employees hired on or after 24 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2942: employee Pablo M., hired 23 September 2024, separated 28 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2942?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1982.\n- Fernhill Foods is headquartered in Brno.\n- Hana works for Fernhill Foods.\n- Kenji reports to Mei.\n- Priya works for Helios Logistics.\n- Hana reports to Bruno.\n- Mei works for Summit Energy.\n- Aisha reports to Kenji.\n- Priya reports to Jonas.\n- Summit Energy is headquartered in Dunedin.\n- Helios Logistics is headquartered in Basel.\n- Viktor works for Fernhill Foods.\n- Tessa reports to Aisha.\n- Crescent Telecom is headquartered in Ghent.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Priya.\n- Anders reports to Viktor.\n- Crescent Telecom was founded in 2008.\n- Mei reports to Anders.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Anders works for Helios Logistics.\n- Summit Energy was founded in 1998.\n- Jonas reports to Tessa.\n- Tessa works for Helios Logistics.\n- Kenji works for Summit Energy.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28724", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 28361\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Dmitri works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Ravi reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Amara.\n- Crescent Telecom is headquartered in Tampere.\n- Amara works for Crescent Telecom.\n- Nadia works for Vantage Air.\n- Ravi works for Helios Logistics.\n- Vantage Air was founded in 2001.\n- Leila reports to Callum.\n- Yuki works for Helios Logistics.\n- Yuki reports to Nadia.\n- Tessa works for Vantage Air.\n- Nadia reports to Dmitri.\n- Vantage Air is headquartered in Malmo.\n- Callum reports to Tessa.\n- Crescent Telecom was founded in 1987.\n- Helios Logistics was founded in 1977.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1991.\n- Anders reports to Yuki.\n- Hana works for Vantage Air.\n- Dmitri reports to Leila.\n- Tessa reports to Hana.\n- Helios Logistics is headquartered in Halifax.\n- Emeka reports to Ravi.\n- Leila works for Ironwood Manufacturing.\n- Amara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28726", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28727", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28728", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28729", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Summit Energy is headquartered in Valencia.\n- Omar reports to Amara.\n- Omar works for Lattice Analytics.\n- Emeka works for Summit Energy.\n- Ravi reports to Emeka.\n- Amara reports to Yuki.\n- Cobalt Health was founded in 2002.\n- Jonas reports to Ravi.\n- Leila works for Atlas Freight.\n- Deshawn works for Cobalt Health.\n- Atlas Freight was founded in 2000.\n- Ravi works for Atlas Freight.\n- Summit Energy was founded in 2010.\n- Atlas Freight is headquartered in Malmo.\n- Emeka reports to Omar.\n- Lattice Analytics was founded in 1978.\n- Yuki works for Summit Energy.\n- Deshawn reports to Jonas.\n- Lattice Analytics is headquartered in Leeds.\n- Cobalt Health is headquartered in Malmo.\n- Amara works for Atlas Freight.\n- Leila reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28730", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4848: employee Bruno A., hired 19 April 2024, separated 15 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4848?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28731", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3887: employee Mei S., hired 19 March 2022, separated 21 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3887?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28732", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28733", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28734", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Ingrid works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Callum reports to Mateo.\n- Summit Energy is headquartered in Cork.\n- Anders reports to Lucia.\n- Leila works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Zoya reports to Ingrid.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Summit Energy was founded in 1993.\n- Lucia works for Beacon Insurance.\n- Mei reports to Leila.\n- Tobias reports to Mara.\n- Sanne reports to Callum.\n- Sofia reports to Anders.\n- Meridian Bank is headquartered in Adelaide.\n- Crescent Telecom was founded in 1977.\n- Crescent Telecom is headquartered in Porto.\n- Mateo works for Crescent Telecom.\n- Zoya works for Meridian Bank.\n- Lucia reports to Tobias.\n- Leila reports to Zoya.\n- Mateo reports to Sofia.\n- Mara works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Mara reports to Mei.\n- Callum works for Crescent Telecom.\n- Meridian Bank was founded in 1991.\n- Beacon Insurance was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28736", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1606: employee Pablo M., hired 12 July 2023, separated 31 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1606?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28737", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1333: employee Ravi A., hired 13 September 2021, separated 08 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1333?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28738", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 3370 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1985.\n- Anders reports to Ravi.\n- Mateo works for Atlas Freight.\n- Leila reports to Anders.\n- Ravi reports to Callum.\n- Emeka reports to Leila.\n- Helios Logistics was founded in 2013.\n- Callum works for Lattice Analytics.\n- Emeka works for Helios Logistics.\n- Jonas works for Lattice Analytics.\n- Ravi works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Viktor reports to Mateo.\n- Lattice Analytics was founded in 2011.\n- Viktor works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Mateo reports to Jonas.\n- Anders works for Helios Logistics.\n- Atlas Freight was founded in 2002.\n- Atlas Freight is headquartered in Austin.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Jonas reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28740", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1038: employee Wren R., hired 02 August 2020, separated 03 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1038?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28741", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2966: employee Chiara A., hired 04 February 2024, separated 30 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2966?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Leila.\n- Helios Logistics was founded in 2003.\n- Tobias works for Pinnacle Software.\n- Summit Energy is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Bergen.\n- Chiara reports to Elena.\n- Lucia reports to Hana.\n- Summit Energy was founded in 2003.\n- Hana reports to Chiara.\n- Crescent Telecom was founded in 1990.\n- Pinnacle Software was founded in 2002.\n- Wren reports to Tobias.\n- Wren works for Helios Logistics.\n- Anders works for Summit Energy.\n- Pinnacle Software is headquartered in Oslo.\n- Hana works for Helios Logistics.\n- Leila works for Pinnacle Software.\n- Helios Logistics is headquartered in Oslo.\n- Tobias reports to Anders.\n- Elena works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Lucia works for Summit Energy.\n- Elena reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28743", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28744", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Cork.\n- Deshawn works for Beacon Insurance.\n- Viktor works for Vantage Air.\n- Nadia reports to Zoya.\n- Lattice Analytics was founded in 1986.\n- Viktor reports to Tessa.\n- Vantage Air is headquartered in Cork.\n- Bruno works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Kenji works for Vantage Air.\n- Tessa works for Lattice Analytics.\n- Tessa reports to Deshawn.\n- Zoya works for Beacon Insurance.\n- Cobalt Health was founded in 1976.\n- Kenji reports to Bruno.\n- Beacon Insurance is headquartered in Cork.\n- Cobalt Health is headquartered in Tampere.\n- Dmitri reports to Viktor.\n- Deshawn reports to Nadia.\n- Zoya reports to Kenji.\n- Dmitri works for Lattice Analytics.\n- Beacon Insurance was founded in 1996.\n- Vantage Air was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28746", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Jonas.\n- Summit Energy was founded in 1987.\n- Tobias works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Jonas reports to Bruno.\n- Summit Energy is headquartered in Turku.\n- Tessa works for Atlas Freight.\n- Lucia reports to Chiara.\n- Tessa reports to Tobias.\n- Hana reports to Viktor.\n- Stefan reports to Lucia.\n- Stefan works for Atlas Freight.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 2005.\n- Hana works for Lattice Analytics.\n- Elena reports to Tessa.\n- Kenji reports to Elena.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software was founded in 1978.\n- Jonas works for Lattice Analytics.\n- Atlas Freight is headquartered in Turku.\n- Pinnacle Software is headquartered in Malmo.\n- Lattice Analytics was founded in 1987.\n- Leila reports to Kenji.\n- Viktor works for Lattice Analytics.\n- Tobias reports to Hana.\n- Elena works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Bruno reports to Stefan.\n- Lucia works for Lattice Analytics.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28748", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28749", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28750", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 June 2023): For employees hired on or after 02 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2366: employee Bruno K., hired 23 May 2022, separated 31 July 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-2366 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$500", "2": "$1,500", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28751", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 74765 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "change_address", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1978.\n- Sanne works for Cedar Retail Group.\n- Vantage Air was founded in 2011.\n- Omar reports to Emeka.\n- Sofia reports to Callum.\n- Mara works for Vantage Air.\n- Cobalt Health is headquartered in Adelaide.\n- Amara works for Cobalt Health.\n- Anders works for Atlas Freight.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1982.\n- Sofia works for Cobalt Health.\n- Tobias works for Cedar Retail Group.\n- Viktor reports to Dmitri.\n- Omar works for Cedar Retail Group.\n- Dmitri works for Atlas Freight.\n- Sanne reports to Aisha.\n- Anders reports to Viktor.\n- Mara reports to Omar.\n- Tobias reports to Mara.\n- Atlas Freight was founded in 1979.\n- Emeka reports to Amara.\n- Aisha reports to Sofia.\n- Atlas Freight is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Turku.\n- Emeka works for Vantage Air.\n- Aisha works for Atlas Freight.\n- Amara reports to Sanne.\n- Callum works for Vantage Air.\n- Dmitri reports to Tobias.\n- Vantage Air is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mateo.\n- Mateo reports to Jonas.\n- Cobalt Health is headquartered in Ghent.\n- Bruno reports to Deshawn.\n- Nadia works for Bluepine Aviation.\n- Jonas works for Northwind Systems.\n- Cobalt Health was founded in 1981.\n- Fernhill Foods was founded in 1990.\n- Mei reports to Ingrid.\n- Nadia reports to Elena.\n- Mateo works for Bluepine Aviation.\n- Northwind Systems was founded in 1999.\n- Wren reports to Nadia.\n- Dmitri reports to Wren.\n- Mei works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Cobalt Health.\n- Deshawn works for Northwind Systems.\n- Ingrid reports to Bruno.\n- Wren works for Fernhill Foods.\n- Jonas reports to Dmitri.\n- Elena works for Northwind Systems.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Dunedin.\n- Northwind Systems is headquartered in Ghent.\n- Bluepine Aviation was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28754", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 78401 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Zoya reports to Tobias.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Jonas reports to Pablo.\n- Priya reports to Tessa.\n- Vantage Air was founded in 2013.\n- Tessa works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Stefan works for Vantage Air.\n- Ironwood Manufacturing was founded in 1994.\n- Vantage Air is headquartered in Leeds.\n- Deshawn reports to Priya.\n- Jonas works for Fernhill Foods.\n- Tobias reports to Deshawn.\n- Tessa reports to Lucia.\n- Zoya works for Ironwood Manufacturing.\n- Leila reports to Jonas.\n- Tobias works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Stefan reports to Zoya.\n- Lucia reports to Leila.\n- Fernhill Foods is headquartered in Malmo.\n- Pablo works for Vantage Air.\n- Fernhill Foods was founded in 2011.\n- Deshawn works for Fernhill Foods.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28756", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28757", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Elena reports to Dmitri.\n- Cedar Retail Group is headquartered in Ghent.\n- Lucia works for Meridian Bank.\n- Mei reports to Elena.\n- Summit Energy is headquartered in Tallinn.\n- Meridian Bank is headquartered in Halifax.\n- Emeka works for Summit Energy.\n- Pablo reports to Emeka.\n- Sofia works for Summit Energy.\n- Dmitri reports to Lucia.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 2002.\n- Beacon Insurance was founded in 1992.\n- Tessa reports to Pablo.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Tessa works for Meridian Bank.\n- Summit Energy was founded in 2006.\n- Pablo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1978.\n- Lucia reports to Tessa.\n- Sofia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Cedar Retail Group was founded in 1994.\n- Lattice Analytics was founded in 2008.\n- Priya reports to Anders.\n- Felix works for Summit Energy.\n- Cedar Retail Group is headquartered in Leeds.\n- Mei reports to Felix.\n- Tobias works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1977.\n- Mei works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Stefan reports to Mara.\n- Stefan works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Anders works for Cedar Retail Group.\n- Felix reports to Priya.\n- Lattice Analytics is headquartered in Leeds.\n- Summit Energy is headquartered in Turku.\n- Summit Energy was founded in 1984.\n- Mara reports to Amara.\n- Amara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28759", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 30697 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks where an existing order is", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Wren reports to Stefan.\n- Tessa works for Cobalt Health.\n- Mateo reports to Omar.\n- Mateo works for Meridian Bank.\n- Aisha works for Crescent Telecom.\n- Sanne reports to Amara.\n- Stefan reports to Aisha.\n- Chiara works for Meridian Bank.\n- Omar reports to Tessa.\n- Meridian Bank was founded in 1998.\n- Wren works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Cobalt Health is headquartered in Dunedin.\n- Cobalt Health was founded in 1977.\n- Bluepine Aviation is headquartered in Nagoya.\n- Crescent Telecom was founded in 2000.\n- Meridian Bank is headquartered in Turku.\n- Bruno works for Bluepine Aviation.\n- Omar works for Cobalt Health.\n- Bruno reports to Chiara.\n- Sanne works for Meridian Bank.\n- Ravi reports to Bruno.\n- Chiara reports to Jonas.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Bluepine Aviation was founded in 2000.\n- Jonas reports to Wren.\n- Amara reports to Mateo.\n- Tessa reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Amara.\n- Tobias works for Bluepine Aviation.\n- Jonas reports to Anders.\n- Tobias reports to Kenji.\n- Lattice Analytics was founded in 1998.\n- Ravi reports to Ingrid.\n- Felix works for Bluepine Aviation.\n- Felix reports to Leila.\n- Nadia works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Bluepine Aviation was founded in 1988.\n- Cedar Retail Group is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Leeds.\n- Jonas works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Anders works for Lattice Analytics.\n- Kenji works for Bluepine Aviation.\n- Ingrid reports to Tobias.\n- Ingrid works for Lattice Analytics.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Nadia.\n- Ravi works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Leeds.\n- Amara reports to Emeka.\n- Fernhill Foods is headquartered in Tampere.\n- Leila works for Lattice Analytics.\n- Fernhill Foods was founded in 2014.\n- Cedar Retail Group was founded in 1979.\n- Nadia reports to Jonas.\n- Emeka reports to Ravi.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Ironwood Manufacturing.\n- Lucia works for Northwind Systems.\n- Deshawn reports to Sanne.\n- Pinnacle Software is headquartered in Halifax.\n- Sanne works for Pinnacle Software.\n- Jonas works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Pablo reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Jonas reports to Omar.\n- Ravi works for Northwind Systems.\n- Callum reports to Lucia.\n- Pablo works for Pinnacle Software.\n- Ravi reports to Pablo.\n- Helios Logistics was founded in 2001.\n- Bruno reports to Wren.\n- Northwind Systems is headquartered in Bergen.\n- Pinnacle Software was founded in 2014.\n- Northwind Systems was founded in 2015.\n- Sanne reports to Callum.\n- Ironwood Manufacturing was founded in 1976.\n- Omar reports to Bruno.\n- Wren reports to Ravi.\n- Wren works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Bergen.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28763", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1744: employee Nadia S., hired 17 April 2023, separated 14 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1744?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Pinnacle Software was founded in 1983.\n- Kenji reports to Bruno.\n- Pinnacle Software is headquartered in Austin.\n- Tobias reports to Mei.\n- Elena works for Ironwood Manufacturing.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Tobias works for Lattice Analytics.\n- Atlas Freight is headquartered in Valencia.\n- Jonas works for Ironwood Manufacturing.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Tessa works for Lattice Analytics.\n- Ingrid reports to Elena.\n- Omar works for Pinnacle Software.\n- Tessa reports to Omar.\n- Mei works for Lattice Analytics.\n- Mei reports to Tessa.\n- Jonas reports to Tobias.\n- Felix reports to Viktor.\n- Elena reports to Kenji.\n- Viktor reports to Ingrid.\n- Stefan reports to Felix.\n- Atlas Freight was founded in 1979.\n- Viktor works for Atlas Freight.\n- Lattice Analytics was founded in 1995.\n- Bruno works for Ironwood Manufacturing.\n- Bruno reports to Jonas.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28765", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28766", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 April 2025): For employees hired on or after 21 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6571: employee Callum B., hired 29 April 2022, separated 05 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6571?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28767", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Cobalt Health is headquartered in Brno.\n- Priya reports to Callum.\n- Lucia works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Cobalt Health was founded in 2008.\n- Callum works for Cobalt Health.\n- Beacon Insurance was founded in 2004.\n- Lucia reports to Viktor.\n- Mara reports to Elena.\n- Meridian Bank was founded in 1993.\n- Stefan reports to Priya.\n- Beacon Insurance is headquartered in Brno.\n- Meridian Bank is headquartered in Tallinn.\n- Felix reports to Kenji.\n- Stefan works for Meridian Bank.\n- Kenji works for Cobalt Health.\n- Elena reports to Felix.\n- Summit Energy was founded in 2003.\n- Callum reports to Emeka.\n- Mara works for Summit Energy.\n- Kenji reports to Lucia.\n- Sanne works for Beacon Insurance.\n- Summit Energy is headquartered in Nagoya.\n- Felix works for Cobalt Health.\n- Emeka works for Meridian Bank.\n- Emeka reports to Mei.\n- Mei reports to Sanne.\n- Viktor reports to Stefan.\n- Viktor works for Beacon Insurance.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28769", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2243: employee Tobias S., hired 02 August 2023, separated 18 October 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-2243 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$3,300", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28770", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28771", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8892: employee Ravi S., hired 10 November 2023, separated 03 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8892?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28772", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28773", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Emeka reports to Chiara.\n- Leila reports to Sofia.\n- Amara works for Vantage Air.\n- Aisha reports to Hana.\n- Kenji works for Pinnacle Software.\n- Vantage Air was founded in 1982.\n- Zoya works for Northwind Systems.\n- Hana reports to Amara.\n- Northwind Systems was founded in 1988.\n- Chiara works for Northwind Systems.\n- Crescent Telecom was founded in 1991.\n- Amara reports to Mateo.\n- Zoya reports to Anders.\n- Sofia works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Pinnacle Software was founded in 2009.\n- Emeka works for Crescent Telecom.\n- Tobias reports to Leila.\n- Crescent Telecom is headquartered in Austin.\n- Mateo works for Crescent Telecom.\n- Anders works for Northwind Systems.\n- Hana works for Crescent Telecom.\n- Leila works for Northwind Systems.\n- Vantage Air is headquartered in Lyon.\n- Aisha works for Pinnacle Software.\n- Mateo reports to Zoya.\n- Sofia reports to Kenji.\n- Kenji reports to Emeka.\n- Tobias works for Crescent Telecom.\n- Anders reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2012.\n- Mateo works for Lattice Analytics.\n- Tessa reports to Nadia.\n- Lucia reports to Mateo.\n- Mateo reports to Callum.\n- Ravi reports to Tessa.\n- Callum works for Cobalt Health.\n- Bruno reports to Sanne.\n- Nadia works for Lattice Analytics.\n- Sanne works for Beacon Insurance.\n- Wren reports to Bruno.\n- Sanne reports to Lucia.\n- Dmitri reports to Ravi.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia works for Fernhill Foods.\n- Tessa works for Lattice Analytics.\n- Beacon Insurance was founded in 2004.\n- Cobalt Health was founded in 2012.\n- Wren works for Beacon Insurance.\n- Fernhill Foods is headquartered in Cork.\n- Bruno works for Beacon Insurance.\n- Fernhill Foods was founded in 2011.\n- Nadia reports to Wren.\n- Cobalt Health is headquartered in Ghent.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics is headquartered in Bergen.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28776", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Bluepine Aviation is headquartered in Malmo.\n- Amara works for Summit Energy.\n- Sofia works for Beacon Insurance.\n- Lucia reports to Nadia.\n- Yuki reports to Amara.\n- Nadia reports to Mateo.\n- Beacon Insurance is headquartered in Dunedin.\n- Tobias reports to Dmitri.\n- Tobias works for Summit Energy.\n- Dmitri reports to Sanne.\n- Mateo works for Summit Energy.\n- Mateo reports to Felix.\n- Bluepine Aviation was founded in 2002.\n- Felix reports to Sofia.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia reports to Tobias.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Lucia works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Yuki works for Summit Energy.\n- Nadia works for Crescent Telecom.\n- Sanne works for Beacon Insurance.\n- Summit Energy is headquartered in Ghent.\n- Crescent Telecom was founded in 2005.\n- Summit Energy was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28778", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5155: employee Elena T., hired 30 October 2022, separated 05 December 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-5155 under the controlling rules.", "criteria": {"0": "$14,650", "1": "$59,150", "2": "$13,562", "3": "$13,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28779", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28780", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks about weather", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Felix reports to Mara.\n- Deshawn reports to Stefan.\n- Ravi reports to Viktor.\n- Callum reports to Lucia.\n- Meridian Bank is headquartered in Halifax.\n- Viktor works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Callum works for Fernhill Foods.\n- Jonas works for Meridian Bank.\n- Cedar Retail Group was founded in 1993.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank was founded in 2003.\n- Felix works for Cedar Retail Group.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Adelaide.\n- Ravi works for Meridian Bank.\n- Stefan works for Cedar Retail Group.\n- Fernhill Foods was founded in 1994.\n- Pablo works for Bluepine Aviation.\n- Stefan reports to Mei.\n- Sanne reports to Ravi.\n- Mara reports to Jonas.\n- Bluepine Aviation was founded in 1986.\n- Viktor reports to Deshawn.\n- Lucia reports to Felix.\n- Cedar Retail Group is headquartered in Austin.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Jonas reports to Pablo.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28782", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28783", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28784", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3012: employee Omar K., hired 16 June 2022, separated 29 August 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-3012 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$4,000", "2": "$17,333", "3": "$3,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3012 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28785", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 01 February 2025): For employees hired on or after 01 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1889: employee Ravi B., hired 13 February 2022, separated 14 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1889?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1889 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28786", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28787", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28788", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1117: employee Dmitri R., hired 10 December 2021, separated 16 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1117?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28789", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5086: employee Viktor K., hired 10 June 2023, separated 23 April 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5086?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28790", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "change_seat", "4": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28791", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28792", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6700: employee Sofia A., hired 29 October 2022, separated 08 March 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6700?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Tobias reports to Chiara.\n- Kenji reports to Sofia.\n- Elena works for Bluepine Aviation.\n- Sofia reports to Tobias.\n- Amara works for Bluepine Aviation.\n- Amara reports to Mara.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 1984.\n- Elena reports to Kenji.\n- Mara works for Beacon Insurance.\n- Emeka works for Atlas Freight.\n- Leila reports to Dmitri.\n- Beacon Insurance is headquartered in Nagoya.\n- Sofia works for Vantage Air.\n- Atlas Freight is headquartered in Brno.\n- Tobias works for Beacon Insurance.\n- Chiara reports to Amara.\n- Dmitri works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Priya reports to Emeka.\n- Mara reports to Sanne.\n- Beacon Insurance was founded in 1983.\n- Emeka reports to Elena.\n- Vantage Air was founded in 1978.\n- Atlas Freight was founded in 2011.\n- Priya works for Atlas Freight.\n- Sanne reports to Leila.\n- Leila works for Bluepine Aviation.\n- Vantage Air is headquartered in Malmo.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1982", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1985.\n- Tobias works for Cobalt Health.\n- Mateo reports to Pablo.\n- Summit Energy is headquartered in Turku.\n- Kenji works for Summit Energy.\n- Kenji reports to Viktor.\n- Tobias reports to Mateo.\n- Pablo reports to Leila.\n- Pinnacle Software was founded in 1987.\n- Callum reports to Tobias.\n- Viktor works for Atlas Freight.\n- Leila works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Viktor reports to Callum.\n- Cobalt Health is headquartered in Turku.\n- Callum works for Summit Energy.\n- Nadia works for Cobalt Health.\n- Pinnacle Software is headquartered in Turku.\n- Atlas Freight is headquartered in Bergen.\n- Leila reports to Nadia.\n- Summit Energy was founded in 2004.\n- Cobalt Health was founded in 2002.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28795", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 58987, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Kenji reports to Amara.\n- Mateo reports to Kenji.\n- Aisha reports to Felix.\n- Sanne works for Cedar Retail Group.\n- Mateo works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Cedar Retail Group was founded in 1996.\n- Felix works for Pinnacle Software.\n- Lucia works for Lattice Analytics.\n- Ravi works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Amara reports to Ravi.\n- Felix reports to Callum.\n- Amara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1979.\n- Sanne reports to Lucia.\n- Ironwood Manufacturing was founded in 2012.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lattice Analytics was founded in 1988.\n- Aisha works for Lattice Analytics.\n- Deshawn reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Lattice Analytics is headquartered in Nagoya.\n- Callum reports to Deshawn.\n- Ravi reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ingrid reports to Wren.\n- Mei reports to Kenji.\n- Sanne works for Atlas Freight.\n- Sanne reports to Mateo.\n- Felix reports to Sanne.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Dmitri.\n- Wren reports to Felix.\n- Bruno reports to Mei.\n- Mateo works for Atlas Freight.\n- Aisha reports to Ingrid.\n- Atlas Freight is headquartered in Bergen.\n- Kenji reports to Tessa.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Dmitri works for Pinnacle Software.\n- Bruno works for Atlas Freight.\n- Mateo reports to Yuki.\n- Crescent Telecom was founded in 1993.\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software is headquartered in Bergen.\n- Kenji works for Atlas Freight.\n- Pinnacle Software was founded in 2007.\n- Felix works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Atlas Freight was founded in 2008.\n- Yuki works for Crescent Telecom.\n- Dmitri reports to Aisha.\n- Ingrid works for Ironwood Manufacturing.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1979.\n- Mei works for Fernhill Foods.\n- Sofia reports to Felix.\n- Dmitri reports to Mateo.\n- Fernhill Foods is headquartered in Adelaide.\n- Dmitri works for Ironwood Manufacturing.\n- Felix reports to Mei.\n- Lucia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1993.\n- Mara works for Beacon Insurance.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara reports to Dmitri.\n- Felix works for Fernhill Foods.\n- Lucia reports to Mara.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mei reports to Lucia.\n- Mateo reports to Aisha.\n- Mateo works for Fernhill Foods.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Lyon.\n- Aisha works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28799", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7848: employee Felix K., hired 18 December 2021, separated 05 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7848?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28800", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28801", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Atlas Freight.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1978.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Mei.\n- Jonas reports to Callum.\n- Sofia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki reports to Jonas.\n- Cobalt Health was founded in 1990.\n- Callum works for Fernhill Foods.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Atlas Freight was founded in 2006.\n- Callum reports to Anders.\n- Sofia reports to Tessa.\n- Nadia reports to Yuki.\n- Mei reports to Nadia.\n- Cobalt Health is headquartered in Austin.\n- Fernhill Foods is headquartered in Oslo.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1973", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28804", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Aisha reports to Ravi.\n- Felix works for Northwind Systems.\n- Felix reports to Stefan.\n- Elena works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Elena reports to Aisha.\n- Lucia reports to Jonas.\n- Emeka reports to Deshawn.\n- Meridian Bank was founded in 1988.\n- Jonas works for Ironwood Manufacturing.\n- Zoya works for Atlas Freight.\n- Lucia works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1991.\n- Atlas Freight was founded in 2007.\n- Northwind Systems is headquartered in Basel.\n- Ravi works for Atlas Freight.\n- Aisha works for Northwind Systems.\n- Meridian Bank is headquartered in Austin.\n- Pablo reports to Lucia.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Jonas reports to Elena.\n- Stefan reports to Zoya.\n- Pablo works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Ghent.\n- Northwind Systems was founded in 1981.\n- Ravi reports to Leila.\n- Deshawn works for Northwind Systems.\n- Leila works for Ironwood Manufacturing.\n- Deshawn reports to Pablo.\n- Zoya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28806", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1994.\n- Dmitri reports to Stefan.\n- Mara works for Bluepine Aviation.\n- Helios Logistics is headquartered in Oslo.\n- Mara reports to Wren.\n- Amara reports to Aisha.\n- Cobalt Health is headquartered in Malmo.\n- Viktor reports to Amara.\n- Chiara works for Helios Logistics.\n- Wren reports to Sofia.\n- Bruno works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Bluepine Aviation was founded in 1999.\n- Dmitri works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation is headquartered in Lyon.\n- Cobalt Health was founded in 1983.\n- Amara works for Cobalt Health.\n- Helios Logistics was founded in 2003.\n- Wren works for Helios Logistics.\n- Sofia reports to Viktor.\n- Beacon Insurance is headquartered in Halifax.\n- Aisha reports to Bruno.\n- Chiara reports to Mara.\n- Aisha works for Cobalt Health.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Emeka.\n- Yuki works for Northwind Systems.\n- Emeka reports to Omar.\n- Bruno works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Beacon Insurance is headquartered in Malmo.\n- Mara reports to Bruno.\n- Mara works for Northwind Systems.\n- Omar reports to Chiara.\n- Beacon Insurance was founded in 2014.\n- Yuki reports to Mara.\n- Cedar Retail Group is headquartered in Malmo.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Northwind Systems is headquartered in Bergen.\n- Cedar Retail Group was founded in 2009.\n- Emeka works for Northwind Systems.\n- Fernhill Foods was founded in 1999.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Bruno reports to Viktor.\n- Chiara reports to Elena.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28809", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Sanne reports to Hana.\n- Dmitri reports to Sanne.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Leila.\n- Deshawn works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Adelaide.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Helios Logistics was founded in 1986.\n- Hana works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1988.\n- Chiara works for Northwind Systems.\n- Chiara reports to Priya.\n- Bluepine Aviation was founded in 2003.\n- Ironwood Manufacturing was founded in 2011.\n- Sofia reports to Dmitri.\n- Hana reports to Chiara.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28811", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Priya.\n- Pinnacle Software is headquartered in Malmo.\n- Cobalt Health is headquartered in Dunedin.\n- Meridian Bank was founded in 1977.\n- Cobalt Health was founded in 1988.\n- Meridian Bank is headquartered in Dunedin.\n- Vantage Air is headquartered in Tampere.\n- Deshawn reports to Dmitri.\n- Callum reports to Aisha.\n- Sofia reports to Elena.\n- Vantage Air was founded in 1994.\n- Elena works for Pinnacle Software.\n- Priya works for Vantage Air.\n- Elena reports to Deshawn.\n- Dmitri reports to Callum.\n- Dmitri works for Meridian Bank.\n- Pinnacle Software was founded in 2002.\n- Aisha works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Aisha reports to Wren.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28813", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Callum.\n- Amara works for Fernhill Foods.\n- Lattice Analytics was founded in 2004.\n- Callum works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Lucia works for Vantage Air.\n- Omar works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Lattice Analytics is headquartered in Cork.\n- Fernhill Foods is headquartered in Ghent.\n- Vantage Air was founded in 1988.\n- Chiara works for Lattice Analytics.\n- Lucia reports to Ingrid.\n- Wren works for Vantage Air.\n- Atlas Freight is headquartered in Ghent.\n- Callum reports to Felix.\n- Vantage Air is headquartered in Adelaide.\n- Amara reports to Wren.\n- Felix reports to Chiara.\n- Ravi reports to Omar.\n- Atlas Freight was founded in 2012.\n- Chiara reports to Lucia.\n- Felix works for Fernhill Foods.\n- Ingrid reports to Leila.\n- Tobias reports to Amara.\n- Tobias works for Atlas Freight.\n- Wren reports to Ravi.\n- Viktor reports to Tobias.\n- Fernhill Foods was founded in 1990.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28815", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Lucia.\n- Stefan reports to Aisha.\n- Lucia works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Ghent.\n- Deshawn reports to Hana.\n- Bruno works for Cedar Retail Group.\n- Hana reports to Sofia.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia reports to Callum.\n- Hana works for Crescent Telecom.\n- Amara works for Bluepine Aviation.\n- Sanne reports to Bruno.\n- Bluepine Aviation was founded in 1979.\n- Aisha reports to Mei.\n- Deshawn works for Atlas Freight.\n- Sanne works for Crescent Telecom.\n- Lucia reports to Amara.\n- Mei works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Atlas Freight was founded in 1989.\n- Amara reports to Sanne.\n- Crescent Telecom is headquartered in Austin.\n- Cedar Retail Group was founded in 1976.\n- Callum works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Crescent Telecom was founded in 2005.\n- Sofia reports to Stefan.\n- Mei reports to Nadia.\n- Aisha works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28817", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28818", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6988: employee Zoya T., hired 23 November 2021, separated 28 April 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6988?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28819", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 September 2022): For employees hired on or after 08 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7575: employee Hana B., hired 17 April 2022, separated 13 January 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7575?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28820", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1419: employee Tobias R., hired 28 August 2023, separated 30 September 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-1419 under the controlling rules.", "criteria": {"0": "$2,856", "1": "$22,500", "2": "$5,192", "3": "$6,192"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28821", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28822", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 36201 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28823", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28824", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1999.\n- Pablo works for Beacon Insurance.\n- Wren reports to Aisha.\n- Wren works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Cork.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1992.\n- Ingrid works for Pinnacle Software.\n- Mei works for Beacon Insurance.\n- Vantage Air is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mei reports to Pablo.\n- Pablo reports to Emeka.\n- Emeka reports to Wren.\n- Pinnacle Software is headquartered in Malmo.\n- Dmitri reports to Ingrid.\n- Ingrid reports to Hana.\n- Hana works for Vantage Air.\n- Aisha reports to Dmitri.\n- Emeka works for Pinnacle Software.\n- Vantage Air was founded in 1984.\n- Aisha works for Pinnacle Software.\n- Beacon Insurance was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Zoya works for Helios Logistics.\n- Bluepine Aviation was founded in 1989.\n- Summit Energy was founded in 2013.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Cork.\n- Hana works for Summit Energy.\n- Zoya reports to Sofia.\n- Mateo works for Summit Energy.\n- Bluepine Aviation is headquartered in Malmo.\n- Yuki reports to Mateo.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Anders reports to Zoya.\n- Ironwood Manufacturing was founded in 2000.\n- Lucia works for Summit Energy.\n- Ingrid reports to Yuki.\n- Jonas works for Summit Energy.\n- Helios Logistics is headquartered in Oslo.\n- Ingrid works for Summit Energy.\n- Jonas reports to Lucia.\n- Hana reports to Ingrid.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Sofia works for Bluepine Aviation.\n- Lucia reports to Tessa.\n- Mateo reports to Anders.\n- Sofia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28827", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 2015.\n- Mateo works for Ironwood Manufacturing.\n- Deshawn works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2001.\n- Amara reports to Callum.\n- Nadia reports to Lucia.\n- Amara works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Helios Logistics was founded in 1985.\n- Mateo reports to Aisha.\n- Meridian Bank was founded in 2003.\n- Callum works for Meridian Bank.\n- Elena reports to Amara.\n- Lucia reports to Deshawn.\n- Pablo works for Atlas Freight.\n- Aisha reports to Elena.\n- Wren works for Atlas Freight.\n- Callum reports to Pablo.\n- Deshawn reports to Wren.\n- Nadia works for Meridian Bank.\n- Wren reports to Mateo.\n- Lucia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Oslo.\n- Atlas Freight is headquartered in Nagoya.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28829", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6820: employee Chiara M., hired 27 February 2024, separated 22 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6820?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mateo.\n- Viktor reports to Callum.\n- Mateo reports to Viktor.\n- Callum reports to Mei.\n- Cobalt Health is headquartered in Valencia.\n- Sanne works for Cobalt Health.\n- Mei reports to Anders.\n- Zoya works for Summit Energy.\n- Lattice Analytics is headquartered in Valencia.\n- Summit Energy is headquartered in Austin.\n- Callum works for Lattice Analytics.\n- Crescent Telecom was founded in 2009.\n- Anders works for Lattice Analytics.\n- Cobalt Health was founded in 2010.\n- Emeka reports to Sanne.\n- Lattice Analytics was founded in 1985.\n- Mateo works for Summit Energy.\n- Emeka works for Summit Energy.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Viktor works for Summit Energy.\n- Zoya reports to Emeka.\n- Summit Energy was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28831", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3333: employee Sofia A., hired 20 March 2023, separated 22 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-3333 under the controlling rules.", "criteria": {"0": "$7,200", "1": "$8,000", "2": "$6,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28832", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28833", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5477: employee Felix S., hired 18 June 2020, separated 02 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5477?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Priya.\n- Vantage Air is headquartered in Tallinn.\n- Hana reports to Chiara.\n- Chiara works for Vantage Air.\n- Atlas Freight is headquartered in Brno.\n- Yuki reports to Aisha.\n- Yuki works for Vantage Air.\n- Fernhill Foods was founded in 1979.\n- Chiara reports to Callum.\n- Callum works for Fernhill Foods.\n- Atlas Freight was founded in 1984.\n- Cedar Retail Group is headquartered in Tallinn.\n- Priya works for Fernhill Foods.\n- Aisha works for Atlas Freight.\n- Hana works for Cedar Retail Group.\n- Callum reports to Felix.\n- Cedar Retail Group was founded in 2004.\n- Kenji works for Cedar Retail Group.\n- Aisha reports to Hana.\n- Vantage Air was founded in 1980.\n- Fernhill Foods is headquartered in Brno.\n- Felix works for Fernhill Foods.\n- Priya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mateo.\n- Omar works for Pinnacle Software.\n- Hana reports to Mei.\n- Sanne reports to Lucia.\n- Pinnacle Software was founded in 1986.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri works for Bluepine Aviation.\n- Helios Logistics was founded in 2006.\n- Bluepine Aviation is headquartered in Brno.\n- Helios Logistics is headquartered in Brno.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Deshawn reports to Hana.\n- Stefan works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Tessa reports to Deshawn.\n- Mei works for Bluepine Aviation.\n- Dmitri reports to Sanne.\n- Ironwood Manufacturing was founded in 1982.\n- Mateo reports to Dmitri.\n- Tessa works for Helios Logistics.\n- Mei reports to Stefan.\n- Bluepine Aviation was founded in 2013.\n- Deshawn works for Bluepine Aviation.\n- Lucia reports to Tessa.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Vantage Air was founded in 1976.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Summit Energy is headquartered in Tallinn.\n- Summit Energy was founded in 1981.\n- Pablo reports to Chiara.\n- Atlas Freight was founded in 1992.\n- Deshawn reports to Tobias.\n- Lucia reports to Ingrid.\n- Felix works for Atlas Freight.\n- Chiara works for Vantage Air.\n- Atlas Freight is headquartered in Tallinn.\n- Vantage Air is headquartered in Nagoya.\n- Lucia works for Summit Energy.\n- Bruno reports to Felix.\n- Ingrid reports to Bruno.\n- Ironwood Manufacturing was founded in 1975.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo works for Vantage Air.\n- Chiara reports to Lucia.\n- Bruno works for Atlas Freight.\n- Felix reports to Deshawn.\n- Tobias works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1986.\n- Priya works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Chiara works for Atlas Freight.\n- Tobias reports to Jonas.\n- Lucia works for Atlas Freight.\n- Callum works for Beacon Insurance.\n- Chiara reports to Dmitri.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 2002.\n- Callum reports to Priya.\n- Mei reports to Chiara.\n- Meridian Bank was founded in 2000.\n- Tobias works for Meridian Bank.\n- Priya reports to Mei.\n- Mei works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Tobias.\n- Dmitri works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Kenji reports to Callum.\n- Beacon Insurance is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1998.\n- Lucia reports to Kenji.\n- Jonas reports to Lucia.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28838", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4960: employee Zoya S., hired 25 July 2023, separated 29 August 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4960?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28839", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28840", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28841", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5164: employee Tobias S., hired 10 November 2020, separated 31 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5164?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28843", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28844", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7995: employee Elena M., hired 16 November 2021, separated 19 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7995?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7995 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28845", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28847", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 32681, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28848", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9411: employee Mara A., hired 26 April 2023, separated 03 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9411?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9411 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28849", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3354: employee Zoya M., hired 09 October 2022, separated 28 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3354?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28850", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9134: employee Chiara M., hired 14 September 2023, separated 05 March 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-9134 under the controlling rules.", "criteria": {"0": "$8,600", "1": "$32,933", "2": "$7,500", "3": "$7,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28851", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 6, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3404: employee Lucia R., hired 04 December 2023, separated 17 June 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3404?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Summit Energy was founded in 1988.\n- Mateo reports to Sofia.\n- Callum reports to Pablo.\n- Sofia works for Pinnacle Software.\n- Northwind Systems is headquartered in Valencia.\n- Summit Energy is headquartered in Valencia.\n- Lattice Analytics was founded in 1990.\n- Bruno reports to Amara.\n- Zoya works for Lattice Analytics.\n- Emeka works for Pinnacle Software.\n- Jonas works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1991.\n- Bruno works for Northwind Systems.\n- Pablo works for Summit Energy.\n- Viktor reports to Jonas.\n- Pinnacle Software is headquartered in Valencia.\n- Felix works for Summit Energy.\n- Zoya reports to Nadia.\n- Lattice Analytics is headquartered in Malmo.\n- Emeka reports to Felix.\n- Mateo works for Lattice Analytics.\n- Jonas reports to Emeka.\n- Viktor works for Summit Energy.\n- Northwind Systems was founded in 2007.\n- Pablo reports to Mateo.\n- Felix reports to Bruno.\n- Callum works for Pinnacle Software.\n- Nadia reports to Viktor.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Tobias works for Atlas Freight.\n- Elena works for Bluepine Aviation.\n- Elena reports to Sanne.\n- Sanne reports to Priya.\n- Emeka works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Nagoya.\n- Atlas Freight was founded in 2004.\n- Atlas Freight is headquartered in Valencia.\n- Sanne works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Mara reports to Elena.\n- Bluepine Aviation was founded in 1992.\n- Vantage Air was founded in 1977.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Beacon Insurance was founded in 2001.\n- Leila works for Atlas Freight.\n- Leila reports to Emeka.\n- Tobias reports to Leila.\n- Emeka reports to Mara.\n- Vantage Air is headquartered in Malmo.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1996.\n- Ironwood Manufacturing was founded in 2014.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Hana works for Summit Energy.\n- Beacon Insurance is headquartered in Austin.\n- Hana reports to Nadia.\n- Nadia reports to Omar.\n- Callum reports to Sanne.\n- Sanne reports to Jonas.\n- Omar works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Jonas reports to Hana.\n- Omar reports to Chiara.\n- Beacon Insurance was founded in 2008.\n- Chiara reports to Yuki.\n- Jonas works for Lattice Analytics.\n- Chiara works for Summit Energy.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Austin.\n- Summit Energy is headquartered in Oslo.\n- Summit Energy was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28855", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28857", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Brno.\n- Omar works for Bluepine Aviation.\n- Helios Logistics was founded in 2004.\n- Stefan reports to Aisha.\n- Pinnacle Software was founded in 2000.\n- Priya works for Helios Logistics.\n- Pinnacle Software is headquartered in Austin.\n- Lattice Analytics was founded in 2015.\n- Helios Logistics is headquartered in Brno.\n- Nadia works for Pinnacle Software.\n- Mara works for Helios Logistics.\n- Wren reports to Priya.\n- Bluepine Aviation was founded in 1991.\n- Bluepine Aviation is headquartered in Tampere.\n- Priya reports to Mara.\n- Anders works for Pinnacle Software.\n- Nadia reports to Wren.\n- Stefan works for Lattice Analytics.\n- Omar reports to Anders.\n- Aisha works for Lattice Analytics.\n- Anders reports to Stefan.\n- Mara reports to Omar.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28858", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28860", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28861", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2550: employee Aisha R., hired 03 October 2022, separated 14 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2550?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2550 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28862", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1150: employee Felix M., hired 17 July 2022, separated 27 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1150?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28863", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 3, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6235: employee Kenji K., hired 28 November 2023, separated 04 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6235?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28864", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28865", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28866", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6014: employee Sofia R., hired 24 April 2023, separated 20 January 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-6014 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$8,500", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28867", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "install_software", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28868", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1921: employee Zoya S., hired 11 February 2023, separated 13 June 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-1921 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$8,000", "2": "$4,600", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28869", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28870", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1792: employee Sofia B., hired 05 May 2022, separated 31 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1792?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-28871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Pinnacle Software was founded in 2013.\n- Ingrid works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.\n- Deshawn reports to Chiara.\n- Amara reports to Ravi.\n- Yuki reports to Mara.\n- Vantage Air is headquartered in Turku.\n- Yuki works for Ironwood Manufacturing.\n- Chiara works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Amara works for Vantage Air.\n- Pinnacle Software is headquartered in Brno.\n- Leila works for Fernhill Foods.\n- Ravi reports to Nadia.\n- Priya reports to Leila.\n- Vantage Air was founded in 1999.\n- Mara reports to Amara.\n- Wren works for Vantage Air.\n- Wren reports to Ingrid.\n- Nadia reports to Deshawn.\n- Priya works for Vantage Air.\n- Ingrid reports to Priya.\n- Ravi works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2013.\n- Deshawn works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Omar reports to Yuki.\n- Fernhill Foods is headquartered in Bergen.\n- Chiara reports to Wren.\n- Fernhill Foods was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2008", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28872", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6316: employee Chiara T., hired 10 December 2020, separated 14 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6316?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28873", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Priya reports to Amara.\n- Summit Energy was founded in 1994.\n- Priya works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Beacon Insurance is headquartered in Turku.\n- Nadia reports to Ravi.\n- Deshawn reports to Nadia.\n- Wren reports to Priya.\n- Tessa reports to Wren.\n- Amara works for Beacon Insurance.\n- Tobias reports to Sofia.\n- Fernhill Foods was founded in 1984.\n- Ravi reports to Tessa.\n- Nadia works for Summit Energy.\n- Tessa works for Helios Logistics.\n- Ingrid reports to Tobias.\n- Tobias works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Wren works for Summit Energy.\n- Amara reports to Ingrid.\n- Fernhill Foods is headquartered in Brno.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28875", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9610: employee Yuki T., hired 04 July 2020, separated 23 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9610?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28876", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28877", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4504: employee Mei T., hired 20 December 2020, separated 25 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4504?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Chiara.\n- Jonas reports to Stefan.\n- Fernhill Foods was founded in 1998.\n- Callum reports to Yuki.\n- Viktor reports to Mateo.\n- Yuki reports to Viktor.\n- Mateo reports to Wren.\n- Wren reports to Pablo.\n- Stefan works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1993.\n- Stefan reports to Callum.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Chiara reports to Zoya.\n- Cobalt Health was founded in 1984.\n- Cobalt Health is headquartered in Cork.\n- Zoya works for Fernhill Foods.\n- Meridian Bank was founded in 2010.\n- Yuki works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Fernhill Foods is headquartered in Valencia.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Pablo works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Wren works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2013", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28879", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28880", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5728: employee Mara A., hired 02 May 2023, separated 04 September 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5728?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5728 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28881", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2006.\n- Priya reports to Ingrid.\n- Lattice Analytics is headquartered in Porto.\n- Nadia reports to Leila.\n- Vantage Air is headquartered in Porto.\n- Elena reports to Jonas.\n- Leila works for Cobalt Health.\n- Mateo works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Leila reports to Zoya.\n- Zoya reports to Elena.\n- Zoya works for Vantage Air.\n- Fernhill Foods was founded in 1978.\n- Ingrid works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1980.\n- Jonas works for Fernhill Foods.\n- Mateo reports to Nadia.\n- Elena works for Cobalt Health.\n- Fernhill Foods is headquartered in Cork.\n- Jonas reports to Priya.\n- Cobalt Health is headquartered in Porto.\n- Lattice Analytics was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28883", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1223: employee Lucia A., hired 27 May 2023, separated 13 August 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-1223 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$7,231", "2": "$40,000", "3": "$2,769"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Callum.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Halifax.\n- Wren works for Fernhill Foods.\n- Mateo works for Lattice Analytics.\n- Sofia works for Bluepine Aviation.\n- Lattice Analytics was founded in 1993.\n- Viktor works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Bergen.\n- Bruno works for Beacon Insurance.\n- Felix works for Fernhill Foods.\n- Beacon Insurance was founded in 2002.\n- Bluepine Aviation is headquartered in Brno.\n- Priya reports to Deshawn.\n- Mateo reports to Yuki.\n- Chiara works for Lattice Analytics.\n- Fernhill Foods was founded in 1982.\n- Felix reports to Chiara.\n- Beacon Insurance is headquartered in Adelaide.\n- Callum reports to Emeka.\n- Yuki works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Emeka works for Bluepine Aviation.\n- Chiara reports to Bruno.\n- Emeka reports to Sofia.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Wren.\n- Bluepine Aviation was founded in 1986.\n- Wren reports to Viktor.\n- Deshawn reports to Mateo.\n- Yuki reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28885", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Lucia.\n- Sofia reports to Wren.\n- Yuki works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Zoya reports to Sanne.\n- Felix reports to Tessa.\n- Ingrid works for Bluepine Aviation.\n- Northwind Systems is headquartered in Malmo.\n- Cobalt Health is headquartered in Malmo.\n- Leila reports to Hana.\n- Northwind Systems was founded in 2008.\n- Cobalt Health was founded in 2009.\n- Bluepine Aviation is headquartered in Malmo.\n- Lucia works for Cobalt Health.\n- Chiara works for Northwind Systems.\n- Yuki reports to Leila.\n- Bluepine Aviation was founded in 1993.\n- Ingrid reports to Yuki.\n- Sofia works for Bluepine Aviation.\n- Felix works for Northwind Systems.\n- Beacon Insurance was founded in 1997.\n- Sanne works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Sanne reports to Ingrid.\n- Zoya works for Bluepine Aviation.\n- Lucia reports to Zoya.\n- Hana works for Cobalt Health.\n- Hana reports to Felix.\n- Beacon Insurance is headquartered in Oslo.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28887", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Bruno works for Vantage Air.\n- Bruno reports to Wren.\n- Vantage Air was founded in 1995.\n- Leila reports to Jonas.\n- Wren works for Cobalt Health.\n- Vantage Air is headquartered in Bergen.\n- Jonas works for Vantage Air.\n- Atlas Freight is headquartered in Nagoya.\n- Tobias reports to Leila.\n- Atlas Freight was founded in 2010.\n- Anders reports to Bruno.\n- Tobias works for Beacon Insurance.\n- Cobalt Health was founded in 2009.\n- Anders works for Cobalt Health.\n- Lucia works for Atlas Freight.\n- Jonas reports to Dmitri.\n- Beacon Insurance was founded in 1994.\n- Beacon Insurance is headquartered in Malmo.\n- Dmitri works for Cobalt Health.\n- Elena works for Vantage Air.\n- Tessa works for Vantage Air.\n- Tessa reports to Tobias.\n- Elena reports to Lucia.\n- Cobalt Health is headquartered in Malmo.\n- Lucia reports to Anders.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28889", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2007.\n- Emeka works for Pinnacle Software.\n- Stefan works for Helios Logistics.\n- Viktor works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Aisha works for Helios Logistics.\n- Pinnacle Software is headquartered in Dunedin.\n- Dmitri works for Cobalt Health.\n- Helios Logistics is headquartered in Basel.\n- Dmitri reports to Stefan.\n- Priya works for Helios Logistics.\n- Cobalt Health is headquartered in Malmo.\n- Kenji works for Pinnacle Software.\n- Helios Logistics was founded in 1978.\n- Cobalt Health was founded in 2004.\n- Wren reports to Kenji.\n- Northwind Systems was founded in 2012.\n- Stefan reports to Aisha.\n- Wren works for Northwind Systems.\n- Viktor reports to Emeka.\n- Ingrid reports to Viktor.\n- Emeka reports to Hana.\n- Priya reports to Wren.\n- Hana works for Northwind Systems.\n- Aisha reports to Ingrid.\n- Northwind Systems is headquartered in Leeds.\n- Hana reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Kenji reports to Zoya.\n- Pablo reports to Hana.\n- Pablo works for Summit Energy.\n- Kenji works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Beacon Insurance is headquartered in Malmo.\n- Deshawn works for Summit Energy.\n- Cedar Retail Group was founded in 1979.\n- Hana works for Crescent Telecom.\n- Mei works for Cedar Retail Group.\n- Zoya reports to Mei.\n- Mei reports to Sofia.\n- Sofia reports to Wren.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.\n- Deshawn reports to Pablo.\n- Crescent Telecom is headquartered in Austin.\n- Summit Energy is headquartered in Adelaide.\n- Beacon Insurance was founded in 2010.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Wren reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28892", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1045: employee Anders M., hired 26 February 2023, separated 27 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1045?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28893", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3054: employee Mateo M., hired 18 December 2023, separated 07 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2025-3054 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,500", "2": "$3,000", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3054 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28894", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 20393 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28895", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 45527\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Zoya reports to Deshawn.\n- Beacon Insurance is headquartered in Valencia.\n- Mara works for Beacon Insurance.\n- Felix works for Vantage Air.\n- Priya works for Vantage Air.\n- Deshawn reports to Stefan.\n- Fernhill Foods was founded in 2015.\n- Anders reports to Mara.\n- Atlas Freight was founded in 1994.\n- Priya reports to Felix.\n- Vantage Air was founded in 1976.\n- Ravi works for Atlas Freight.\n- Felix reports to Zoya.\n- Stefan reports to Anders.\n- Pablo reports to Ravi.\n- Atlas Freight is headquartered in Brno.\n- Fernhill Foods is headquartered in Leeds.\n- Mara reports to Yuki.\n- Beacon Insurance was founded in 2003.\n- Vantage Air is headquartered in Leeds.\n- Deshawn works for Atlas Freight.\n- Yuki reports to Pablo.\n- Anders works for Beacon Insurance.\n- Yuki works for Vantage Air.\n- Pablo works for Vantage Air.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28897", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28898", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 2004.\n- Mateo works for Fernhill Foods.\n- Zoya works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Dmitri reports to Zoya.\n- Elena reports to Chiara.\n- Tessa reports to Dmitri.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 1983.\n- Leila works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Austin.\n- Callum reports to Leila.\n- Leila reports to Elena.\n- Tessa works for Pinnacle Software.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Chiara reports to Mateo.\n- Pablo reports to Tessa.\n- Callum works for Fernhill Foods.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 1999.\n- Elena works for Fernhill Foods.\n- Mateo reports to Mara.\n- Chiara works for Pinnacle Software.\n- Mara reports to Pablo.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Priya reports to Ravi.\n- Kenji reports to Elena.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 2010.\n- Ravi works for Fernhill Foods.\n- Zoya works for Bluepine Aviation.\n- Priya works for Fernhill Foods.\n- Pinnacle Software is headquartered in Leeds.\n- Ravi reports to Ingrid.\n- Elena reports to Lucia.\n- Bluepine Aviation was founded in 1981.\n- Meridian Bank was founded in 1979.\n- Ingrid reports to Zoya.\n- Lucia works for Pinnacle Software.\n- Zoya reports to Wren.\n- Wren reports to Kenji.\n- Elena works for Meridian Bank.\n- Fernhill Foods is headquartered in Malmo.\n- Ingrid works for Pinnacle Software.\n- Wren works for Bluepine Aviation.\n- Fernhill Foods was founded in 1975.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28901", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 July 2023): For employees hired on or after 06 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8480: employee Viktor M., hired 28 November 2019, separated 08 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8480?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8480 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Priya.\n- Sofia reports to Callum.\n- Crescent Telecom was founded in 2012.\n- Pablo works for Crescent Telecom.\n- Chiara reports to Anders.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1975.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas reports to Sofia.\n- Ironwood Manufacturing was founded in 1977.\n- Sofia works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Chiara works for Bluepine Aviation.\n- Jonas works for Helios Logistics.\n- Crescent Telecom is headquartered in Porto.\n- Bluepine Aviation was founded in 1980.\n- Pablo reports to Chiara.\n- Callum reports to Pablo.\n- Priya works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28903", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Zoya.\n- Vantage Air was founded in 1983.\n- Lucia reports to Hana.\n- Kenji works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Priya reports to Kenji.\n- Priya works for Vantage Air.\n- Kenji reports to Lucia.\n- Meridian Bank was founded in 1991.\n- Crescent Telecom is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Crescent Telecom was founded in 1998.\n- Tobias works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2013.\n- Zoya works for Meridian Bank.\n- Zoya reports to Tobias.\n- Meridian Bank is headquartered in Turku.\n- Hana reports to Jonas.\n- Vantage Air is headquartered in Dunedin.\n- Yuki works for Vantage Air.\n- Lucia works for Crescent Telecom.\n- Jonas reports to Yuki.\n- Jonas works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28905", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28906", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8661: employee Priya T., hired 04 February 2024, separated 29 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8661?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8661 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28907", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28908", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28909", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 April 2025): For employees hired on or after 09 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6667: employee Kenji K., hired 04 August 2024, separated 27 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-6667?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28910", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1279: employee Aisha B., hired 16 August 2021, separated 07 May 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-1279 under the controlling rules.", "criteria": {"0": "$71,000", "1": "$16,385", "2": "$16,269", "3": "$16,885"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Aisha.\n- Tobias works for Cobalt Health.\n- Wren works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias reports to Sanne.\n- Crescent Telecom was founded in 1978.\n- Omar works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Lattice Analytics is headquartered in Basel.\n- Wren reports to Leila.\n- Sanne works for Cobalt Health.\n- Ravi works for Vantage Air.\n- Cobalt Health is headquartered in Ghent.\n- Cobalt Health was founded in 1975.\n- Leila works for Cobalt Health.\n- Sanne reports to Ravi.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 1989.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Aisha reports to Tobias.\n- Ravi reports to Omar.\n- Leila reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28912", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2782: employee Amara M., hired 26 July 2023, separated 15 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2782?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28913", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 November 2025): For employees hired on or after 09 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2761: employee Tessa K., hired 18 February 2024, separated 27 October 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2761?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Basel.\n- Lucia works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Northwind Systems is headquartered in Nagoya.\n- Ravi reports to Dmitri.\n- Callum reports to Bruno.\n- Atlas Freight was founded in 2004.\n- Bruno works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Bruno reports to Viktor.\n- Ingrid works for Cedar Retail Group.\n- Viktor reports to Lucia.\n- Northwind Systems was founded in 2005.\n- Dmitri reports to Ingrid.\n- Dmitri works for Cedar Retail Group.\n- Leila works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Basel.\n- Viktor works for Northwind Systems.\n- Pinnacle Software was founded in 2003.\n- Pinnacle Software is headquartered in Nagoya.\n- Leila reports to Callum.\n- Ingrid reports to Leila.\n- Cedar Retail Group was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28915", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4075: employee Tobias B., hired 28 January 2021, separated 25 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4075?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-28916", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 69110\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Aisha.\n- Cobalt Health is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Porto.\n- Meridian Bank is headquartered in Porto.\n- Viktor reports to Mei.\n- Mei works for Meridian Bank.\n- Pinnacle Software was founded in 2000.\n- Emeka reports to Priya.\n- Priya works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.\n- Meridian Bank was founded in 1978.\n- Mara works for Helios Logistics.\n- Yuki reports to Viktor.\n- Yuki works for Pinnacle Software.\n- Helios Logistics was founded in 1981.\n- Aisha reports to Mara.\n- Aisha works for Pinnacle Software.\n- Deshawn reports to Emeka.\n- Cobalt Health was founded in 1996.\n- Viktor works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Mara reports to Deshawn.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1976", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Callum works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Callum reports to Stefan.\n- Bluepine Aviation is headquartered in Leeds.\n- Mateo reports to Jonas.\n- Tessa works for Cedar Retail Group.\n- Hana reports to Aisha.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Basel.\n- Tessa reports to Hana.\n- Cedar Retail Group was founded in 1981.\n- Stefan reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Callum.\n- Jonas reports to Tessa.\n- Bluepine Aviation was founded in 1976.\n- Jonas works for Bluepine Aviation.\n- Pinnacle Software was founded in 1998.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28919", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Tobias.\n- Pinnacle Software is headquartered in Porto.\n- Bruno works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Sanne reports to Elena.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Oslo.\n- Mara works for Fernhill Foods.\n- Cobalt Health was founded in 1984.\n- Cobalt Health is headquartered in Porto.\n- Anders works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Elena works for Cedar Retail Group.\n- Fernhill Foods was founded in 2006.\n- Sanne works for Pinnacle Software.\n- Yuki works for Cedar Retail Group.\n- Elena reports to Sofia.\n- Pinnacle Software was founded in 1998.\n- Fernhill Foods is headquartered in Valencia.\n- Sofia reports to Bruno.\n- Tobias reports to Mara.\n- Anders reports to Sanne.\n- Bruno reports to Omar.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Yuki.\n- Omar works for Fernhill Foods.\n- Yuki reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Anders reports to Yuki.\n- Amara reports to Hana.\n- Leila reports to Kenji.\n- Lattice Analytics was founded in 1986.\n- Northwind Systems is headquartered in Malmo.\n- Viktor reports to Priya.\n- Yuki reports to Amara.\n- Crescent Telecom was founded in 2004.\n- Viktor works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Yuki works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Sanne reports to Bruno.\n- Sanne works for Lattice Analytics.\n- Crescent Telecom is headquartered in Lyon.\n- Leila works for Northwind Systems.\n- Mara works for Crescent Telecom.\n- Cedar Retail Group was founded in 1981.\n- Zoya reports to Anders.\n- Hana reports to Sanne.\n- Lattice Analytics is headquartered in Austin.\n- Kenji reports to Zoya.\n- Amara works for Cedar Retail Group.\n- Northwind Systems was founded in 1979.\n- Zoya works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Hana works for Cedar Retail Group.\n- Bruno reports to Viktor.\n- Mara reports to Leila.\n- Cedar Retail Group is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28922", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28923", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 April 2025): For employees hired on or after 20 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8064: employee Dmitri R., hired 24 October 2023, separated 08 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8064?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28924", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4428: employee Stefan S., hired 24 June 2023, separated 08 December 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-4428 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$1,875", "2": "$5,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28925", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-28926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Malmo.\n- Jonas works for Fernhill Foods.\n- Helios Logistics was founded in 1978.\n- Fernhill Foods was founded in 2009.\n- Viktor reports to Sofia.\n- Beacon Insurance was founded in 1998.\n- Aisha reports to Callum.\n- Emeka reports to Aisha.\n- Callum works for Cobalt Health.\n- Tessa reports to Jonas.\n- Emeka works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Callum reports to Viktor.\n- Fernhill Foods is headquartered in Lyon.\n- Cobalt Health was founded in 1993.\n- Tessa works for Helios Logistics.\n- Viktor works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Sofia works for Helios Logistics.\n- Nadia reports to Tessa.\n- Cobalt Health is headquartered in Brno.\n- Jonas reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28927", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28928", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4805: employee Jonas A., hired 06 July 2023, separated 27 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4805?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Felix.\n- Pinnacle Software was founded in 1997.\n- Hana works for Cedar Retail Group.\n- Omar reports to Elena.\n- Elena works for Pinnacle Software.\n- Helios Logistics was founded in 1989.\n- Felix reports to Zoya.\n- Pinnacle Software is headquartered in Turku.\n- Tobias reports to Viktor.\n- Helios Logistics is headquartered in Nagoya.\n- Chiara works for Helios Logistics.\n- Zoya reports to Omar.\n- Viktor works for Cedar Retail Group.\n- Felix works for Meridian Bank.\n- Omar works for Helios Logistics.\n- Viktor reports to Hana.\n- Cedar Retail Group is headquartered in Adelaide.\n- Chiara reports to Tobias.\n- Meridian Bank was founded in 1984.\n- Cedar Retail Group was founded in 1994.\n- Tobias works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Meridian Bank is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tampere.\n- Felix reports to Tessa.\n- Northwind Systems was founded in 1988.\n- Kenji works for Summit Energy.\n- Elena works for Summit Energy.\n- Sanne works for Summit Energy.\n- Sanne reports to Lucia.\n- Lucia reports to Leila.\n- Leila works for Northwind Systems.\n- Lattice Analytics was founded in 1992.\n- Ingrid works for Cedar Retail Group.\n- Stefan works for Northwind Systems.\n- Tessa reports to Elena.\n- Felix works for Summit Energy.\n- Stefan reports to Sanne.\n- Leila reports to Sofia.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ingrid reports to Stefan.\n- Cedar Retail Group was founded in 2002.\n- Tessa works for Summit Energy.\n- Mara works for Cedar Retail Group.\n- Summit Energy is headquartered in Nagoya.\n- Elena reports to Ravi.\n- Summit Energy was founded in 1978.\n- Lattice Analytics is headquartered in Tampere.\n- Sofia reports to Mara.\n- Lucia works for Lattice Analytics.\n- Mara reports to Kenji.\n- Sofia works for Summit Energy.\n- Ravi reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28932", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 February 2025): For employees hired on or after 01 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6907: employee Nadia A., hired 11 September 2022, separated 23 November 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-6907 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$8,000", "2": "$4,800", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-28933", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6098: employee Tessa M., hired 15 November 2022, separated 22 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-6098 under the controlling rules.", "criteria": {"0": "$4,312", "1": "$18,417", "2": "$4,250", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28934", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Elena reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Vantage Air was founded in 1990.\n- Chiara reports to Zoya.\n- Mateo reports to Bruno.\n- Cedar Retail Group is headquartered in Tampere.\n- Anders works for Cobalt Health.\n- Priya reports to Elena.\n- Priya works for Atlas Freight.\n- Cobalt Health is headquartered in Valencia.\n- Bruno reports to Hana.\n- Atlas Freight was founded in 1975.\n- Zoya reports to Priya.\n- Elena works for Cedar Retail Group.\n- Vantage Air is headquartered in Dunedin.\n- Viktor reports to Chiara.\n- Hana works for Vantage Air.\n- Deshawn reports to Mateo.\n- Cedar Retail Group was founded in 2002.\n- Deshawn works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Bruno works for Cedar Retail Group.\n- Zoya works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Anders reports to Viktor.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28936", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7095: employee Priya S., hired 28 March 2024, separated 07 October 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7095?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Bruno reports to Felix.\n- Helios Logistics is headquartered in Bergen.\n- Emeka reports to Jonas.\n- Cobalt Health was founded in 1981.\n- Kenji works for Helios Logistics.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas reports to Nadia.\n- Lattice Analytics is headquartered in Halifax.\n- Elena reports to Dmitri.\n- Nadia reports to Omar.\n- Dmitri reports to Bruno.\n- Zoya reports to Amara.\n- Amara reports to Emeka.\n- Cobalt Health is headquartered in Bergen.\n- Crescent Telecom was founded in 2015.\n- Omar works for Lattice Analytics.\n- Bruno works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Helios Logistics was founded in 1994.\n- Emeka works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Jonas works for Crescent Telecom.\n- Kenji reports to Callum.\n- Nadia works for Cobalt Health.\n- Omar reports to Elena.\n- Lattice Analytics was founded in 2010.\n- Felix works for Cobalt Health.\n- Felix reports to Kenji.\n- Elena works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Nagoya.\n- Tobias reports to Chiara.\n- Jonas reports to Priya.\n- Pablo works for Pinnacle Software.\n- Wren reports to Emeka.\n- Mei works for Fernhill Foods.\n- Emeka reports to Mei.\n- Priya works for Summit Energy.\n- Callum reports to Pablo.\n- Summit Energy was founded in 1986.\n- Tobias works for Fernhill Foods.\n- Aisha reports to Ravi.\n- Callum works for Pinnacle Software.\n- Pablo reports to Jonas.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Nagoya.\n- Ravi reports to Callum.\n- Fernhill Foods was founded in 1993.\n- Yuki works for Pinnacle Software.\n- Mei reports to Tobias.\n- Lattice Analytics was founded in 2002.\n- Lattice Analytics is headquartered in Ghent.\n- Jonas works for Summit Energy.\n- Pinnacle Software was founded in 1995.\n- Wren works for Lattice Analytics.\n- Aisha works for Pinnacle Software.\n- Summit Energy is headquartered in Ghent.\n- Emeka works for Fernhill Foods.\n- Chiara reports to Aisha.\n- Priya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28939", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28940", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28941", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28942", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 February 2024): For employees hired on or after 03 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9177: employee Lucia R., hired 27 May 2023, separated 02 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9177?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2011.\n- Mateo reports to Mei.\n- Chiara works for Lattice Analytics.\n- Atlas Freight is headquartered in Bergen.\n- Kenji reports to Deshawn.\n- Lucia reports to Viktor.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics was founded in 2008.\n- Mei reports to Kenji.\n- Deshawn reports to Ingrid.\n- Chiara reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri reports to Lucia.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Fernhill Foods is headquartered in Malmo.\n- Mei works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1987.\n- Viktor works for Atlas Freight.\n- Fernhill Foods was founded in 2003.\n- Kenji works for Ironwood Manufacturing.\n- Jonas reports to Dmitri.\n- Viktor reports to Mateo.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics is headquartered in Malmo.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28945", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28946", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28947", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 42623\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Deshawn works for Northwind Systems.\n- Omar reports to Deshawn.\n- Viktor reports to Emeka.\n- Mara works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Emeka reports to Leila.\n- Zoya reports to Pablo.\n- Beacon Insurance was founded in 2007.\n- Beacon Insurance is headquartered in Lyon.\n- Priya works for Beacon Insurance.\n- Deshawn reports to Priya.\n- Vantage Air was founded in 1997.\n- Priya reports to Viktor.\n- Jonas works for Vantage Air.\n- Pablo works for Beacon Insurance.\n- Wren works for Northwind Systems.\n- Leila works for Beacon Insurance.\n- Jonas reports to Wren.\n- Zoya works for Crescent Telecom.\n- Pablo reports to Omar.\n- Nadia reports to Jonas.\n- Wren reports to Mara.\n- Emeka works for Northwind Systems.\n- Omar works for Vantage Air.\n- Viktor works for Beacon Insurance.\n- Crescent Telecom was founded in 2002.\n- Crescent Telecom is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Leila reports to Nadia.\n- Northwind Systems was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Priya reports to Jonas.\n- Jonas reports to Chiara.\n- Hana works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Priya works for Meridian Bank.\n- Elena reports to Hana.\n- Ironwood Manufacturing was founded in 1988.\n- Beacon Insurance is headquartered in Halifax.\n- Meridian Bank is headquartered in Valencia.\n- Amara reports to Priya.\n- Ingrid works for Ironwood Manufacturing.\n- Sofia reports to Nadia.\n- Crescent Telecom was founded in 2015.\n- Meridian Bank was founded in 1995.\n- Chiara reports to Sofia.\n- Jonas works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Chiara works for Beacon Insurance.\n- Nadia reports to Ingrid.\n- Elena works for Beacon Insurance.\n- Crescent Telecom is headquartered in Valencia.\n- Ingrid reports to Elena.\n- Sofia works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Beacon Insurance was founded in 1991.\n- Tobias reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1986", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1993.\n- Wren works for Helios Logistics.\n- Dmitri reports to Wren.\n- Viktor works for Pinnacle Software.\n- Cobalt Health was founded in 1987.\n- Dmitri works for Cobalt Health.\n- Chiara works for Crescent Telecom.\n- Pablo reports to Mara.\n- Tessa reports to Pablo.\n- Cobalt Health is headquartered in Valencia.\n- Wren reports to Viktor.\n- Crescent Telecom was founded in 1979.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Cobalt Health.\n- Pinnacle Software was founded in 1998.\n- Crescent Telecom is headquartered in Lyon.\n- Zoya reports to Chiara.\n- Pablo works for Crescent Telecom.\n- Viktor reports to Zoya.\n- Chiara reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-28951", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 97271 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "wants the delivery address updated", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28952", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1409: employee Viktor M., hired 12 February 2023, separated 15 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1409?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-28953", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28954", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3381: employee Elena A., hired 12 February 2022, separated 30 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3381?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28955", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Omar works for Bluepine Aviation.\n- Stefan reports to Sanne.\n- Bluepine Aviation is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Dunedin.\n- Zoya works for Fernhill Foods.\n- Cedar Retail Group was founded in 1986.\n- Mateo reports to Omar.\n- Fernhill Foods was founded in 2012.\n- Vantage Air is headquartered in Dunedin.\n- Ingrid reports to Tobias.\n- Dmitri reports to Stefan.\n- Cedar Retail Group is headquartered in Cork.\n- Sanne works for Bluepine Aviation.\n- Omar reports to Hana.\n- Dmitri works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Bluepine Aviation was founded in 1994.\n- Mateo works for Bluepine Aviation.\n- Vantage Air was founded in 1979.\n- Hana reports to Dmitri.\n- Ingrid works for Fernhill Foods.\n- Zoya reports to Jonas.\n- Sanne reports to Zoya.\n- Jonas reports to Ingrid.\n- Jonas works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28957", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Helios Logistics is headquartered in Malmo.\n- Mateo reports to Callum.\n- Priya reports to Hana.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance was founded in 2007.\n- Hana reports to Omar.\n- Callum works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Zoya reports to Nadia.\n- Bruno reports to Priya.\n- Beacon Insurance is headquartered in Ghent.\n- Stefan works for Crescent Telecom.\n- Cobalt Health is headquartered in Ghent.\n- Nadia works for Beacon Insurance.\n- Callum reports to Stefan.\n- Pablo reports to Zoya.\n- Pablo works for Beacon Insurance.\n- Crescent Telecom is headquartered in Brno.\n- Cobalt Health was founded in 2009.\n- Priya works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Nadia reports to Mateo.\n- Mateo works for Helios Logistics.\n- Crescent Telecom was founded in 1996.\n- Helios Logistics was founded in 2012.\n- Omar reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28959", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28960", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 85252 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28961", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28962", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 May 2023): For employees hired on or after 22 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1791: employee Mateo M., hired 24 February 2023, separated 27 December 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1791?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Hana reports to Mateo.\n- Stefan reports to Tobias.\n- Vantage Air was founded in 1979.\n- Summit Energy is headquartered in Lyon.\n- Hana works for Cobalt Health.\n- Crescent Telecom was founded in 1994.\n- Cobalt Health was founded in 2007.\n- Ravi works for Cobalt Health.\n- Tobias reports to Tessa.\n- Yuki works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Stefan works for Crescent Telecom.\n- Vantage Air is headquartered in Basel.\n- Mateo reports to Lucia.\n- Wren reports to Hana.\n- Cobalt Health is headquartered in Malmo.\n- Ravi reports to Yuki.\n- Lucia reports to Priya.\n- Priya works for Crescent Telecom.\n- Summit Energy was founded in 1984.\n- Crescent Telecom is headquartered in Basel.\n- Priya reports to Stefan.\n- Tessa reports to Ravi.\n- Lucia works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28964", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2180: employee Lucia R., hired 18 May 2024, separated 20 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2180?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Mei reports to Amara.\n- Zoya reports to Mateo.\n- Pinnacle Software is headquartered in Austin.\n- Beacon Insurance was founded in 2013.\n- Deshawn reports to Lucia.\n- Priya reports to Wren.\n- Wren reports to Zoya.\n- Beacon Insurance is headquartered in Oslo.\n- Hana reports to Kenji.\n- Ingrid works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Kenji reports to Priya.\n- Amara works for Helios Logistics.\n- Fernhill Foods was founded in 1981.\n- Hana works for Beacon Insurance.\n- Zoya works for Helios Logistics.\n- Amara reports to Ingrid.\n- Ingrid reports to Hana.\n- Helios Logistics was founded in 1998.\n- Callum works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Mateo reports to Callum.\n- Callum reports to Deshawn.\n- Kenji works for Pinnacle Software.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28966", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request", "4": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28967", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5933: employee Wren K., hired 16 January 2023, separated 25 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5933?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Jonas reports to Nadia.\n- Yuki reports to Leila.\n- Nadia reports to Priya.\n- Elena reports to Stefan.\n- Yuki works for Pinnacle Software.\n- Zoya reports to Deshawn.\n- Bluepine Aviation was founded in 1985.\n- Deshawn reports to Jonas.\n- Stefan reports to Yuki.\n- Ironwood Manufacturing was founded in 1993.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Cork.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1992.\n- Zoya works for Beacon Insurance.\n- Leila reports to Zoya.\n- Elena works for Pinnacle Software.\n- Beacon Insurance is headquartered in Lyon.\n- Priya reports to Pablo.\n- Leila works for Ironwood Manufacturing.\n- Jonas works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn works for Beacon Insurance.\n- Pablo works for Pinnacle Software.\n- Beacon Insurance was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28969", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28970", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6588: employee Tobias A., hired 19 February 2021, separated 02 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6588?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28971", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28972", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-1330: employee Ingrid B., hired 28 January 2023, separated 28 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-1330?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-1330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28973", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Lattice Analytics was founded in 1982.\n- Zoya reports to Bruno.\n- Viktor reports to Yuki.\n- Stefan reports to Mei.\n- Aisha works for Lattice Analytics.\n- Hana reports to Zoya.\n- Yuki works for Lattice Analytics.\n- Hana works for Vantage Air.\n- Fernhill Foods was founded in 1994.\n- Aisha reports to Viktor.\n- Bluepine Aviation is headquartered in Brno.\n- Dmitri reports to Stefan.\n- Stefan works for Fernhill Foods.\n- Bruno reports to Aisha.\n- Bluepine Aviation was founded in 1995.\n- Zoya works for Vantage Air.\n- Bruno works for Vantage Air.\n- Anders works for Bluepine Aviation.\n- Vantage Air is headquartered in Brno.\n- Yuki reports to Anders.\n- Vantage Air was founded in 1980.\n- Dmitri works for Fernhill Foods.\n- Anders reports to Dmitri.\n- Lattice Analytics is headquartered in Basel.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-28975", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-28976", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Hana.\n- Aisha reports to Nadia.\n- Omar reports to Felix.\n- Felix works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Mei works for Bluepine Aviation.\n- Felix reports to Mei.\n- Hana works for Beacon Insurance.\n- Cobalt Health was founded in 1975.\n- Kenji reports to Aisha.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Aisha works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Nadia works for Beacon Insurance.\n- Cobalt Health is headquartered in Oslo.\n- Mei reports to Kenji.\n- Atlas Freight is headquartered in Oslo.\n- Beacon Insurance is headquartered in Oslo.\n- Atlas Freight was founded in 1986.\n- Bluepine Aviation was founded in 2000.\n- Hana reports to Omar.\n- Beacon Insurance was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28978", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-28979", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2002.\n- Deshawn works for Crescent Telecom.\n- Sofia reports to Deshawn.\n- Emeka reports to Felix.\n- Aisha works for Crescent Telecom.\n- Omar works for Meridian Bank.\n- Crescent Telecom is headquartered in Adelaide.\n- Aisha reports to Stefan.\n- Meridian Bank is headquartered in Tallinn.\n- Stefan works for Atlas Freight.\n- Felix reports to Omar.\n- Deshawn reports to Jonas.\n- Atlas Freight is headquartered in Lyon.\n- Fernhill Foods is headquartered in Brno.\n- Meridian Bank was founded in 2015.\n- Felix works for Meridian Bank.\n- Atlas Freight was founded in 1981.\n- Crescent Telecom was founded in 2007.\n- Omar reports to Aisha.\n- Emeka works for Meridian Bank.\n- Sofia works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Fernhill Foods was founded in 1980.\n- Lattice Analytics was founded in 1984.\n- Elena reports to Amara.\n- Viktor reports to Ingrid.\n- Deshawn reports to Nadia.\n- Atlas Freight is headquartered in Tampere.\n- Ingrid works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Ingrid reports to Elena.\n- Nadia reports to Pablo.\n- Amara reports to Sanne.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Fernhill Foods is headquartered in Turku.\n- Sanne reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 1982.\n- Lattice Analytics is headquartered in Tampere.\n- Amara works for Bluepine Aviation.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28982", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong color sent on 76112 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-28983", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7863: employee Bruno M., hired 22 October 2022, separated 06 May 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7863?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7863 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-28984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2006.\n- Ingrid reports to Viktor.\n- Viktor reports to Mara.\n- Pablo works for Cedar Retail Group.\n- Wren reports to Ingrid.\n- Wren works for Northwind Systems.\n- Viktor works for Cobalt Health.\n- Lattice Analytics is headquartered in Austin.\n- Tessa reports to Wren.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Jonas reports to Tessa.\n- Northwind Systems was founded in 1977.\n- Cedar Retail Group is headquartered in Austin.\n- Emeka reports to Bruno.\n- Cedar Retail Group was founded in 2011.\n- Mara works for Cobalt Health.\n- Pablo reports to Leila.\n- Aisha reports to Pablo.\n- Jonas works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Leila works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Sanne reports to Aisha.\n- Bruno works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Tessa works for Northwind Systems.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Malmo.\n- Mara reports to Sanne.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-28985", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5276: employee Wren R., hired 27 January 2023, separated 19 June 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5276?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-28986", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8094: employee Kenji S., hired 28 January 2021, separated 03 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8094?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-28987", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28988", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 77155, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "report_damage", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-28989", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 61103\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Sofia.\n- Hana reports to Bruno.\n- Lucia reports to Tobias.\n- Pinnacle Software was founded in 1976.\n- Summit Energy was founded in 2003.\n- Callum works for Cobalt Health.\n- Tobias reports to Hana.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Bruno works for Pinnacle Software.\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health is headquartered in Leeds.\n- Bruno reports to Callum.\n- Cobalt Health was founded in 2004.\n- Tobias works for Helios Logistics.\n- Helios Logistics was founded in 2007.\n- Lucia works for Cobalt Health.\n- Hana works for Helios Logistics.\n- Jonas works for Pinnacle Software.\n- Sofia reports to Priya.\n- Jonas reports to Viktor.\n- Sofia works for Summit Energy.\n- Priya works for Summit Energy.\n- Viktor works for Summit Energy.\n- Nadia reports to Jonas.\n- Summit Energy is headquartered in Porto.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-28991", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-28992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Tobias.\n- Hana works for Vantage Air.\n- Elena works for Vantage Air.\n- Chiara reports to Deshawn.\n- Lattice Analytics is headquartered in Malmo.\n- Crescent Telecom is headquartered in Brno.\n- Deshawn works for Crescent Telecom.\n- Ravi works for Lattice Analytics.\n- Lucia works for Crescent Telecom.\n- Vantage Air is headquartered in Bergen.\n- Summit Energy was founded in 2006.\n- Jonas works for Lattice Analytics.\n- Tobias works for Vantage Air.\n- Deshawn reports to Elena.\n- Jonas reports to Mei.\n- Chiara works for Crescent Telecom.\n- Leila works for Vantage Air.\n- Lucia reports to Ravi.\n- Vantage Air was founded in 2003.\n- Mei reports to Hana.\n- Elena reports to Jonas.\n- Lattice Analytics was founded in 2010.\n- Mei works for Crescent Telecom.\n- Leila reports to Lucia.\n- Summit Energy is headquartered in Turku.\n- Tobias reports to Chiara.\n- Crescent Telecom was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Porto.\n- Helios Logistics is headquartered in Bergen.\n- Summit Energy was founded in 2001.\n- Pinnacle Software was founded in 2003.\n- Chiara reports to Tessa.\n- Pinnacle Software is headquartered in Leeds.\n- Bruno reports to Mateo.\n- Ironwood Manufacturing was founded in 2014.\n- Deshawn works for Pinnacle Software.\n- Aisha reports to Tobias.\n- Deshawn reports to Bruno.\n- Tessa reports to Deshawn.\n- Tobias works for Summit Energy.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji reports to Aisha.\n- Aisha works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Tobias reports to Chiara.\n- Helios Logistics was founded in 2013.\n- Bruno works for Ironwood Manufacturing.\n- Tessa works for Helios Logistics.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-28994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Zoya.\n- Crescent Telecom was founded in 1979.\n- Vantage Air was founded in 1988.\n- Mei reports to Elena.\n- Kenji works for Crescent Telecom.\n- Nadia works for Vantage Air.\n- Kenji reports to Wren.\n- Vantage Air is headquartered in Tallinn.\n- Nadia reports to Amara.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Elena reports to Deshawn.\n- Atlas Freight is headquartered in Tallinn.\n- Wren reports to Bruno.\n- Ironwood Manufacturing was founded in 1985.\n- Wren works for Vantage Air.\n- Zoya reports to Hana.\n- Hana reports to Kenji.\n- Amara reports to Stefan.\n- Stefan reports to Mei.\n- Amara works for Crescent Telecom.\n- Mei works for Atlas Freight.\n- Zoya works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Halifax.\n- Bruno reports to Nadia.\n- Elena works for Crescent Telecom.\n- Deshawn works for Vantage Air.\n- Stefan works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1980.\n- Bruno works for Crescent Telecom.\n- Viktor works for Ironwood Manufacturing.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Wren.\n- Meridian Bank was founded in 1994.\n- Bluepine Aviation is headquartered in Turku.\n- Deshawn works for Pinnacle Software.\n- Priya reports to Aisha.\n- Aisha works for Meridian Bank.\n- Deshawn reports to Elena.\n- Pinnacle Software was founded in 1984.\n- Jonas works for Pinnacle Software.\n- Stefan reports to Jonas.\n- Bruno reports to Tessa.\n- Northwind Systems is headquartered in Cork.\n- Northwind Systems was founded in 1991.\n- Wren reports to Deshawn.\n- Tessa reports to Felix.\n- Priya works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Tessa works for Northwind Systems.\n- Meridian Bank is headquartered in Cork.\n- Ingrid works for Northwind Systems.\n- Wren works for Pinnacle Software.\n- Elena works for Bluepine Aviation.\n- Jonas reports to Priya.\n- Elena reports to Stefan.\n- Ingrid reports to Bruno.\n- Aisha reports to Ingrid.\n- Felix works for Pinnacle Software.\n- Bruno works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Lyon.\n- Callum works for Northwind Systems.\n- Bluepine Aviation was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-28996", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-28997", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7297: employee Aisha B., hired 18 September 2022, separated 17 February 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7297?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-28998", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-28999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mei.\n- Cobalt Health is headquartered in Bergen.\n- Meridian Bank is headquartered in Leeds.\n- Lucia works for Pinnacle Software.\n- Tobias reports to Yuki.\n- Jonas reports to Anders.\n- Tessa works for Meridian Bank.\n- Sofia reports to Kenji.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Meridian Bank was founded in 2006.\n- Tobias works for Pinnacle Software.\n- Chiara works for Cobalt Health.\n- Chiara reports to Sofia.\n- Yuki works for Pinnacle Software.\n- Mei reports to Jonas.\n- Kenji works for Northwind Systems.\n- Mei works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Northwind Systems is headquartered in Halifax.\n- Northwind Systems was founded in 2001.\n- Viktor works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Pinnacle Software was founded in 2011.\n- Cobalt Health was founded in 2006.\n- Mateo reports to Tobias.\n- Anders reports to Mateo.\n- Yuki reports to Viktor.\n- Tessa reports to Lucia.\n- Viktor reports to Chiara.\n- Jonas works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cobalt Health.\n- Stefan reports to Pablo.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mateo works for Ironwood Manufacturing.\n- Nadia reports to Deshawn.\n- Cobalt Health is headquartered in Tampere.\n- Stefan works for Ironwood Manufacturing.\n- Yuki reports to Sanne.\n- Crescent Telecom is headquartered in Malmo.\n- Cobalt Health was founded in 2001.\n- Ironwood Manufacturing was founded in 1983.\n- Omar reports to Yuki.\n- Pablo reports to Nadia.\n- Pablo works for Crescent Telecom.\n- Deshawn works for Vantage Air.\n- Crescent Telecom was founded in 1985.\n- Mateo reports to Stefan.\n- Deshawn reports to Omar.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Sanne works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29001", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3482: employee Stefan M., hired 22 August 2022, separated 02 July 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2026-3482 under the controlling rules.", "criteria": {"0": "$54,600", "1": "$12,600", "2": "$12,688", "3": "$13,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29002", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29003", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29004", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2719: employee Priya T., hired 22 August 2022, separated 09 November 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2719?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29005", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Nadia.\n- Cedar Retail Group was founded in 1997.\n- Elena works for Fernhill Foods.\n- Tessa works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Cedar Retail Group is headquartered in Austin.\n- Tessa reports to Chiara.\n- Cobalt Health was founded in 1996.\n- Ingrid works for Helios Logistics.\n- Nadia reports to Amara.\n- Yuki reports to Zoya.\n- Helios Logistics is headquartered in Turku.\n- Lucia reports to Felix.\n- Cobalt Health is headquartered in Turku.\n- Aisha works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Elena reports to Tessa.\n- Zoya works for Fernhill Foods.\n- Callum works for Cedar Retail Group.\n- Ingrid reports to Elena.\n- Callum reports to Yuki.\n- Chiara works for Fernhill Foods.\n- Lucia works for Helios Logistics.\n- Aisha reports to Ingrid.\n- Fernhill Foods was founded in 1982.\n- Fernhill Foods is headquartered in Nagoya.\n- Nadia works for Cedar Retail Group.\n- Felix reports to Aisha.\n- Amara reports to Callum.\n- Amara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1991", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Meridian Bank is headquartered in Cork.\n- Jonas reports to Stefan.\n- Vantage Air is headquartered in Halifax.\n- Leila reports to Jonas.\n- Jonas works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Stefan works for Vantage Air.\n- Tobias works for Vantage Air.\n- Zoya works for Vantage Air.\n- Stefan reports to Mateo.\n- Mateo works for Cedar Retail Group.\n- Leila works for Atlas Freight.\n- Aisha works for Meridian Bank.\n- Amara reports to Aisha.\n- Cedar Retail Group was founded in 2003.\n- Mateo reports to Anders.\n- Cedar Retail Group is headquartered in Lyon.\n- Anders reports to Tessa.\n- Atlas Freight is headquartered in Austin.\n- Ingrid works for Atlas Freight.\n- Deshawn reports to Leila.\n- Atlas Freight was founded in 2007.\n- Meridian Bank was founded in 1996.\n- Ingrid reports to Zoya.\n- Zoya reports to Tobias.\n- Anders works for Meridian Bank.\n- Vantage Air was founded in 2008.\n- Deshawn works for Cedar Retail Group.\n- Tobias reports to Deshawn.\n- Tessa reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29009", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Tessa works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Atlas Freight was founded in 2015.\n- Cobalt Health was founded in 1991.\n- Lucia reports to Callum.\n- Ravi reports to Tessa.\n- Crescent Telecom was founded in 1990.\n- Cobalt Health is headquartered in Tampere.\n- Sofia reports to Emeka.\n- Callum works for Atlas Freight.\n- Tessa reports to Lucia.\n- Ironwood Manufacturing was founded in 1986.\n- Mara works for Crescent Telecom.\n- Mara reports to Ravi.\n- Callum reports to Sofia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Amara works for Ironwood Manufacturing.\n- Emeka reports to Amara.\n- Sofia works for Atlas Freight.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29010", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 March 2025): For employees hired on or after 29 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1805: employee Zoya A., hired 20 October 2021, separated 12 June 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1805?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1805 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29011", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29012", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5300: employee Bruno T., hired 30 April 2020, separated 26 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5300?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29013", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tessa.\n- Ravi works for Crescent Telecom.\n- Zoya works for Summit Energy.\n- Crescent Telecom was founded in 1979.\n- Stefan reports to Bruno.\n- Mara works for Lattice Analytics.\n- Crescent Telecom is headquartered in Adelaide.\n- Omar reports to Stefan.\n- Tessa works for Pinnacle Software.\n- Ingrid works for Summit Energy.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Summit Energy is headquartered in Adelaide.\n- Hana reports to Zoya.\n- Omar works for Lattice Analytics.\n- Ingrid reports to Hana.\n- Lattice Analytics was founded in 1989.\n- Tessa reports to Ingrid.\n- Mara reports to Omar.\n- Pinnacle Software was founded in 2004.\n- Zoya reports to Sanne.\n- Summit Energy was founded in 1992.\n- Bruno works for Crescent Telecom.\n- Stefan works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Sanne works for Crescent Telecom.\n- Ravi reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29015", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-8 (VERSION 2, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8449: employee Mara B., hired 22 February 2023, separated 29 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8449?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29016", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8751: employee Tessa S., hired 24 June 2022, separated 14 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8751?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29017", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7019: employee Leila T., hired 06 March 2023, separated 02 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7019?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29018", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29019", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Lucia reports to Hana.\n- Amara reports to Lucia.\n- Ironwood Manufacturing was founded in 1983.\n- Nadia reports to Wren.\n- Anders reports to Amara.\n- Ironwood Manufacturing is headquartered in Turku.\n- Wren works for Ironwood Manufacturing.\n- Yuki works for Summit Energy.\n- Nadia works for Beacon Insurance.\n- Meridian Bank is headquartered in Ghent.\n- Pablo reports to Sofia.\n- Meridian Bank was founded in 2003.\n- Sofia works for Meridian Bank.\n- Lucia works for Beacon Insurance.\n- Hana reports to Pablo.\n- Summit Energy was founded in 1989.\n- Hana works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Chiara works for Summit Energy.\n- Yuki reports to Chiara.\n- Wren reports to Mateo.\n- Beacon Insurance was founded in 2000.\n- Sofia reports to Viktor.\n- Chiara reports to Nadia.\n- Anders works for Beacon Insurance.\n- Viktor works for Meridian Bank.\n- Pablo works for Summit Energy.\n- Mateo reports to Anders.\n- Beacon Insurance is headquartered in Bergen.\n- Summit Energy is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29021", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 41428 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29022", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4953: employee Callum A., hired 14 October 2022, separated 03 February 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2026-4953 under the controlling rules.", "criteria": {"0": "$44,417", "1": "$10,312", "2": "$10,250", "3": "$10,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4953 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Lucia.\n- Bruno reports to Viktor.\n- Ravi works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Sofia reports to Kenji.\n- Amara works for Vantage Air.\n- Tobias works for Atlas Freight.\n- Lucia works for Vantage Air.\n- Dmitri reports to Ravi.\n- Vantage Air was founded in 2000.\n- Kenji reports to Dmitri.\n- Atlas Freight was founded in 1982.\n- Lucia reports to Emeka.\n- Emeka works for Vantage Air.\n- Amara reports to Tobias.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bluepine Aviation is headquartered in Austin.\n- Sofia works for Vantage Air.\n- Atlas Freight is headquartered in Tampere.\n- Bruno works for Bluepine Aviation.\n- Vantage Air is headquartered in Brno.\n- Bluepine Aviation was founded in 1996.\n- Viktor works for Vantage Air.\n- Ironwood Manufacturing was founded in 2004.\n- Dmitri works for Atlas Freight.\n- Ravi reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29024", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 42216\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Brno.\n- Bruno works for Bluepine Aviation.\n- Leila reports to Chiara.\n- Leila works for Helios Logistics.\n- Ingrid reports to Anders.\n- Cedar Retail Group was founded in 1987.\n- Helios Logistics is headquartered in Brno.\n- Bruno reports to Deshawn.\n- Anders works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Adelaide.\n- Deshawn works for Lattice Analytics.\n- Kenji works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics was founded in 2014.\n- Lattice Analytics is headquartered in Adelaide.\n- Omar works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Chiara works for Helios Logistics.\n- Kenji reports to Omar.\n- Omar reports to Bruno.\n- Helios Logistics was founded in 1991.\n- Chiara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Dmitri reports to Mateo.\n- Wren works for Ironwood Manufacturing.\n- Nadia works for Vantage Air.\n- Atlas Freight is headquartered in Oslo.\n- Vantage Air was founded in 2003.\n- Ravi works for Fernhill Foods.\n- Omar reports to Nadia.\n- Ironwood Manufacturing was founded in 1997.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Tessa reports to Omar.\n- Ravi reports to Tessa.\n- Callum reports to Ravi.\n- Yuki works for Vantage Air.\n- Tessa works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Yuki reports to Wren.\n- Mateo works for Vantage Air.\n- Fernhill Foods was founded in 2001.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia reports to Ingrid.\n- Omar works for Ironwood Manufacturing.\n- Ingrid reports to Yuki.\n- Atlas Freight was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29028", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5561: employee Sofia S., hired 08 July 2022, separated 20 February 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5561?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Omar works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Stefan works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Deshawn reports to Aisha.\n- Stefan reports to Felix.\n- Felix works for Helios Logistics.\n- Viktor works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Vantage Air is headquartered in Austin.\n- Mateo reports to Yuki.\n- Aisha works for Vantage Air.\n- Omar reports to Mateo.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka works for Beacon Insurance.\n- Lucia reports to Viktor.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1991.\n- Vantage Air was founded in 2011.\n- Hana works for Vantage Air.\n- Mateo works for Vantage Air.\n- Yuki reports to Emeka.\n- Tessa reports to Hana.\n- Felix reports to Tessa.\n- Emeka reports to Stefan.\n- Hana reports to Lucia.\n- Helios Logistics was founded in 1985.\n- Beacon Insurance was founded in 1992.\n- Lattice Analytics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Priya works for Pinnacle Software.\n- Lattice Analytics was founded in 1978.\n- Sofia works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1990.\n- Leila reports to Jonas.\n- Leila works for Cobalt Health.\n- Tessa reports to Sofia.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Malmo.\n- Pinnacle Software is headquartered in Leeds.\n- Anders reports to Mei.\n- Priya reports to Leila.\n- Tessa works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Anders works for Lattice Analytics.\n- Mei reports to Stefan.\n- Pinnacle Software was founded in 1980.\n- Cobalt Health is headquartered in Basel.\n- Stefan reports to Priya.\n- Mei works for Lattice Analytics.\n- Jonas reports to Tessa.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29031", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9654: employee Sofia M., hired 13 October 2023, separated 01 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9654?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1999.\n- Kenji reports to Mara.\n- Callum reports to Kenji.\n- Callum works for Helios Logistics.\n- Deshawn reports to Bruno.\n- Summit Energy was founded in 2011.\n- Crescent Telecom is headquartered in Austin.\n- Omar reports to Jonas.\n- Mara works for Atlas Freight.\n- Mara reports to Deshawn.\n- Helios Logistics was founded in 1982.\n- Bruno works for Crescent Telecom.\n- Atlas Freight was founded in 1998.\n- Tessa reports to Callum.\n- Omar works for Helios Logistics.\n- Bruno reports to Nadia.\n- Atlas Freight is headquartered in Austin.\n- Amara works for Summit Energy.\n- Deshawn works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Summit Energy is headquartered in Valencia.\n- Amara reports to Tessa.\n- Jonas works for Summit Energy.\n- Jonas reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Jonas.\n- Sofia reports to Amara.\n- Ironwood Manufacturing was founded in 1994.\n- Beacon Insurance is headquartered in Leeds.\n- Leila works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Leila reports to Kenji.\n- Amara works for Ironwood Manufacturing.\n- Hana reports to Leila.\n- Chiara works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Chiara reports to Viktor.\n- Beacon Insurance was founded in 1993.\n- Bluepine Aviation was founded in 2004.\n- Pinnacle Software was founded in 1995.\n- Sofia works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Turku.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji reports to Sofia.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Viktor reports to Hana.\n- Viktor works for Beacon Insurance.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29034", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Priya reports to Ingrid.\n- Priya works for Vantage Air.\n- Tessa reports to Zoya.\n- Summit Energy was founded in 1978.\n- Lucia works for Summit Energy.\n- Zoya reports to Jonas.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1977.\n- Pinnacle Software was founded in 2000.\n- Mara works for Helios Logistics.\n- Tobias reports to Aisha.\n- Zoya works for Vantage Air.\n- Kenji reports to Priya.\n- Vantage Air is headquartered in Leeds.\n- Jonas reports to Anders.\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Jonas works for Vantage Air.\n- Omar reports to Kenji.\n- Vantage Air was founded in 1976.\n- Aisha reports to Mara.\n- Ingrid reports to Tessa.\n- Mara reports to Omar.\n- Anders reports to Lucia.\n- Anders works for Pinnacle Software.\n- Aisha works for Summit Energy.\n- Pinnacle Software is headquartered in Leeds.\n- Tessa works for Vantage Air.\n- Omar works for Summit Energy.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Lattice Analytics is headquartered in Valencia.\n- Viktor reports to Aisha.\n- Wren reports to Nadia.\n- Lattice Analytics was founded in 1981.\n- Dmitri reports to Viktor.\n- Pablo works for Helios Logistics.\n- Nadia reports to Stefan.\n- Elena works for Lattice Analytics.\n- Pablo reports to Elena.\n- Stefan reports to Pablo.\n- Beacon Insurance was founded in 1996.\n- Helios Logistics is headquartered in Tampere.\n- Beacon Insurance is headquartered in Austin.\n- Northwind Systems was founded in 2006.\n- Northwind Systems is headquartered in Porto.\n- Aisha reports to Zoya.\n- Helios Logistics was founded in 2001.\n- Viktor works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Priya works for Lattice Analytics.\n- Elena reports to Priya.\n- Zoya works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Priya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29036", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Bruno reports to Mara.\n- Beacon Insurance is headquartered in Oslo.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 2006.\n- Yuki reports to Omar.\n- Meridian Bank was founded in 2007.\n- Meridian Bank is headquartered in Oslo.\n- Kenji works for Vantage Air.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Vantage Air was founded in 2000.\n- Amara reports to Yuki.\n- Ingrid reports to Priya.\n- Deshawn works for Meridian Bank.\n- Yuki works for Beacon Insurance.\n- Ingrid works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Nadia reports to Kenji.\n- Mara reports to Amara.\n- Omar works for Northwind Systems.\n- Deshawn reports to Nadia.\n- Northwind Systems is headquartered in Bergen.\n- Beacon Insurance was founded in 1998.\n- Priya works for Meridian Bank.\n- Priya reports to Deshawn.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29038", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Cedar Retail Group was founded in 1986.\n- Wren works for Helios Logistics.\n- Cobalt Health is headquartered in Dunedin.\n- Helios Logistics was founded in 2002.\n- Sanne works for Cobalt Health.\n- Dmitri reports to Tobias.\n- Tobias works for Helios Logistics.\n- Meridian Bank was founded in 1998.\n- Stefan reports to Elena.\n- Dmitri works for Helios Logistics.\n- Zoya works for Meridian Bank.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Dmitri.\n- Helios Logistics is headquartered in Turku.\n- Stefan works for Cedar Retail Group.\n- Elena reports to Zoya.\n- Sanne reports to Wren.\n- Meridian Bank is headquartered in Tallinn.\n- Elena works for Meridian Bank.\n- Cobalt Health was founded in 2007.\n- Cedar Retail Group is headquartered in Turku.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29040", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 59060 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29041", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5420: employee Yuki B., hired 21 May 2022, separated 13 March 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-5420 under the controlling rules.", "criteria": {"0": "$9,346", "1": "$9,385", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29042", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4716: employee Jonas A., hired 22 October 2022, separated 12 February 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4716?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29043", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 November 2022): For employees hired on or after 02 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2021: employee Sofia T., hired 26 August 2019, separated 06 March 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2021?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29044", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29045", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 40897\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29046", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6818: employee Sofia A., hired 26 January 2024, separated 14 December 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-6818 under the controlling rules.", "criteria": {"0": "$2,700", "1": "$13,000", "2": "$2,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Fernhill Foods.\n- Sanne reports to Kenji.\n- Felix reports to Priya.\n- Fernhill Foods is headquartered in Cork.\n- Yuki reports to Mateo.\n- Leila works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Tessa reports to Omar.\n- Helios Logistics is headquartered in Bergen.\n- Pinnacle Software was founded in 2001.\n- Yuki works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Omar works for Helios Logistics.\n- Fernhill Foods was founded in 2010.\n- Stefan works for Ironwood Manufacturing.\n- Priya reports to Bruno.\n- Felix works for Helios Logistics.\n- Dmitri reports to Tessa.\n- Bruno works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Helios Logistics was founded in 1999.\n- Ironwood Manufacturing was founded in 2009.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila reports to Dmitri.\n- Stefan reports to Leila.\n- Bruno reports to Sanne.\n- Tessa works for Pinnacle Software.\n- Mateo reports to Stefan.\n- Kenji reports to Yuki.\n- Priya works for Fernhill Foods.\n- Pinnacle Software is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Deshawn reports to Tobias.\n- Aisha reports to Mateo.\n- Aisha works for Bluepine Aviation.\n- Hana reports to Chiara.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Mateo reports to Amara.\n- Deshawn works for Vantage Air.\n- Priya works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Sanne works for Vantage Air.\n- Priya reports to Jonas.\n- Jonas works for Atlas Freight.\n- Tobias reports to Sanne.\n- Jonas reports to Aisha.\n- Vantage Air was founded in 1977.\n- Ingrid works for Vantage Air.\n- Stefan reports to Priya.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2006.\n- Stefan works for Bluepine Aviation.\n- Chiara reports to Stefan.\n- Tobias works for Ironwood Manufacturing.\n- Sanne reports to Hana.\n- Mateo works for Bluepine Aviation.\n- Ingrid reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29050", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-6 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4470: employee Mei K., hired 11 March 2022, separated 15 May 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4470?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29051", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29052", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-5 (VERSION 7, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8063: employee Elena T., hired 13 September 2020, separated 18 August 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-8063 under the controlling rules.", "criteria": {"0": "$63,700", "1": "$14,700", "2": "$15,700", "3": "$14,625"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29053", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Omar reports to Wren.\n- Helios Logistics was founded in 1976.\n- Stefan reports to Tobias.\n- Priya works for Bluepine Aviation.\n- Zoya reports to Felix.\n- Jonas works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren reports to Pablo.\n- Stefan works for Lattice Analytics.\n- Felix reports to Omar.\n- Felix works for Helios Logistics.\n- Sanne works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Priya reports to Stefan.\n- Tobias reports to Lucia.\n- Wren works for Bluepine Aviation.\n- Lucia reports to Zoya.\n- Lattice Analytics was founded in 1989.\n- Helios Logistics is headquartered in Tampere.\n- Kenji reports to Jonas.\n- Tobias works for Bluepine Aviation.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Kenji.\n- Meridian Bank is headquartered in Leeds.\n- Bluepine Aviation was founded in 2001.\n- Meridian Bank was founded in 2000.\n- Kenji works for Meridian Bank.\n- Jonas reports to Priya.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1999", "2": "1996", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Stefan reports to Sanne.\n- Mei works for Northwind Systems.\n- Tobias reports to Omar.\n- Jonas works for Helios Logistics.\n- Northwind Systems is headquartered in Bergen.\n- Sanne reports to Kenji.\n- Dmitri reports to Stefan.\n- Helios Logistics was founded in 1983.\n- Aisha works for Meridian Bank.\n- Northwind Systems was founded in 1982.\n- Anders works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Meridian Bank is headquartered in Leeds.\n- Nadia reports to Jonas.\n- Beacon Insurance was founded in 1984.\n- Anders reports to Nadia.\n- Omar reports to Dmitri.\n- Kenji reports to Pablo.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Mei reports to Tobias.\n- Dmitri works for Helios Logistics.\n- Meridian Bank was founded in 1984.\n- Pablo works for Beacon Insurance.\n- Nadia works for Northwind Systems.\n- Sanne works for Helios Logistics.\n- Tobias works for Meridian Bank.\n- Aisha reports to Mei.\n- Omar works for Helios Logistics.\n- Jonas reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Lucia reports to Emeka.\n- Dmitri works for Beacon Insurance.\n- Ingrid reports to Jonas.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Lucia works for Fernhill Foods.\n- Jonas works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tallinn.\n- Pablo works for Meridian Bank.\n- Pablo reports to Mara.\n- Leila reports to Lucia.\n- Meridian Bank was founded in 1986.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Kenji.\n- Zoya reports to Ingrid.\n- Jonas reports to Bruno.\n- Pinnacle Software was founded in 1986.\n- Beacon Insurance was founded in 1988.\n- Bruno works for Pinnacle Software.\n- Emeka reports to Pablo.\n- Kenji reports to Dmitri.\n- Pinnacle Software is headquartered in Turku.\n- Aisha reports to Leila.\n- Kenji works for Beacon Insurance.\n- Fernhill Foods was founded in 2015.\n- Dmitri reports to Aisha.\n- Emeka works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Ravi works for Northwind Systems.\n- Lattice Analytics was founded in 2014.\n- Meridian Bank was founded in 1980.\n- Kenji reports to Nadia.\n- Lucia works for Northwind Systems.\n- Lucia reports to Omar.\n- Felix reports to Lucia.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Mara works for Northwind Systems.\n- Omar reports to Ravi.\n- Dmitri reports to Tobias.\n- Bluepine Aviation is headquartered in Malmo.\n- Kenji works for Bluepine Aviation.\n- Nadia works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Zoya reports to Kenji.\n- Aisha reports to Felix.\n- Northwind Systems is headquartered in Halifax.\n- Lattice Analytics is headquartered in Cork.\n- Ravi reports to Zoya.\n- Aisha works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Bluepine Aviation was founded in 1986.\n- Northwind Systems was founded in 2008.\n- Dmitri works for Lattice Analytics.\n- Nadia reports to Mara.\n- Stefan reports to Aisha.\n- Tobias works for Northwind Systems.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1984", "2": "1981", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29058", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Lattice Analytics is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Mei reports to Wren.\n- Sanne works for Cedar Retail Group.\n- Sofia reports to Tobias.\n- Lattice Analytics was founded in 1983.\n- Ingrid reports to Mei.\n- Tobias reports to Sanne.\n- Omar works for Cedar Retail Group.\n- Pablo works for Lattice Analytics.\n- Ingrid works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Wren reports to Omar.\n- Cedar Retail Group was founded in 2009.\n- Beacon Insurance was founded in 1995.\n- Crescent Telecom was founded in 2008.\n- Wren works for Beacon Insurance.\n- Omar reports to Sofia.\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Northwind Systems.\n- Zoya works for Crescent Telecom.\n- Viktor works for Atlas Freight.\n- Elena reports to Wren.\n- Atlas Freight is headquartered in Halifax.\n- Viktor reports to Dmitri.\n- Crescent Telecom is headquartered in Cork.\n- Northwind Systems was founded in 1983.\n- Crescent Telecom was founded in 2009.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Wren reports to Zoya.\n- Kenji reports to Omar.\n- Wren works for Northwind Systems.\n- Omar reports to Sofia.\n- Northwind Systems is headquartered in Cork.\n- Sofia works for Northwind Systems.\n- Elena works for Atlas Freight.\n- Atlas Freight was founded in 2000.\n- Kenji works for Northwind Systems.\n- Zoya reports to Kenji.\n- Lattice Analytics was founded in 2013.\n- Sofia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Halifax", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29061", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8877: employee Wren M., hired 02 August 2020, separated 25 May 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8877?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Ghent.\n- Viktor works for Summit Energy.\n- Bruno works for Meridian Bank.\n- Bruno reports to Sofia.\n- Mateo works for Summit Energy.\n- Yuki reports to Lucia.\n- Summit Energy was founded in 1995.\n- Tobias reports to Aisha.\n- Emeka reports to Ingrid.\n- Lattice Analytics is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Halifax.\n- Felix works for Summit Energy.\n- Aisha reports to Mateo.\n- Lucia works for Summit Energy.\n- Aisha works for Meridian Bank.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Lucia reports to Emeka.\n- Sofia works for Bluepine Aviation.\n- Mateo reports to Sanne.\n- Sanne works for Summit Energy.\n- Lattice Analytics was founded in 1977.\n- Viktor reports to Felix.\n- Felix reports to Yuki.\n- Bluepine Aviation was founded in 2012.\n- Tobias works for Lattice Analytics.\n- Ingrid reports to Bruno.\n- Yuki works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Meridian Bank was founded in 1979.\n- Sanne reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29063", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29064", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3280: employee Amara B., hired 05 August 2021, separated 01 February 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-3280 under the controlling rules.", "criteria": {"0": "$7,300", "1": "$6,750", "2": "$29,467", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Turku.\n- Cobalt Health is headquartered in Austin.\n- Lucia works for Beacon Insurance.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Mei works for Pinnacle Software.\n- Zoya reports to Viktor.\n- Bruno reports to Emeka.\n- Cobalt Health was founded in 2009.\n- Tobias reports to Amara.\n- Viktor reports to Mara.\n- Wren reports to Priya.\n- Priya works for Atlas Freight.\n- Beacon Insurance was founded in 1987.\n- Sanne reports to Mei.\n- Zoya works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.\n- Priya reports to Sanne.\n- Atlas Freight was founded in 1981.\n- Sanne works for Atlas Freight.\n- Viktor works for Beacon Insurance.\n- Amara reports to Zoya.\n- Lucia reports to Bruno.\n- Tobias works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Mara reports to Wren.\n- Bruno works for Beacon Insurance.\n- Emeka reports to Tobias.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lattice Analytics is headquartered in Tampere.\n- Nadia works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Emeka reports to Mara.\n- Nadia reports to Dmitri.\n- Zoya works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Helios Logistics was founded in 1981.\n- Deshawn works for Helios Logistics.\n- Lattice Analytics was founded in 1981.\n- Ingrid reports to Deshawn.\n- Priya reports to Leila.\n- Emeka works for Vantage Air.\n- Lucia reports to Emeka.\n- Leila reports to Callum.\n- Mara works for Lattice Analytics.\n- Callum reports to Lucia.\n- Vantage Air is headquartered in Dunedin.\n- Callum works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Deshawn reports to Zoya.\n- Mara reports to Nadia.\n- Ironwood Manufacturing was founded in 2005.\n- Yuki reports to Ingrid.\n- Zoya reports to Priya.\n- Lucia works for Lattice Analytics.\n- Vantage Air was founded in 2004.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29067", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4079: employee Ravi K., hired 10 April 2020, separated 30 December 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-4079 under the controlling rules.", "criteria": {"0": "$24,014", "1": "$24,385", "2": "$23,885", "3": "$103,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29068", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 May 2023): For employees hired on or after 02 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7303: employee Felix M., hired 15 October 2019, separated 16 December 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7303?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Pablo works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Callum works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Brno.\n- Deshawn reports to Zoya.\n- Atlas Freight was founded in 1996.\n- Yuki works for Beacon Insurance.\n- Ravi works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Tessa reports to Bruno.\n- Pinnacle Software is headquartered in Malmo.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno reports to Pablo.\n- Pinnacle Software was founded in 1980.\n- Tessa works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Brno.\n- Yuki reports to Tessa.\n- Ironwood Manufacturing was founded in 2003.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Brno.\n- Callum reports to Nadia.\n- Pablo reports to Deshawn.\n- Nadia reports to Ravi.\n- Dmitri reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Sofia reports to Ravi.\n- Sofia works for Bluepine Aviation.\n- Sanne reports to Mateo.\n- Northwind Systems is headquartered in Valencia.\n- Atlas Freight was founded in 1981.\n- Dmitri works for Bluepine Aviation.\n- Viktor reports to Mara.\n- Wren works for Lattice Analytics.\n- Atlas Freight is headquartered in Ghent.\n- Lattice Analytics was founded in 1979.\n- Ravi works for Northwind Systems.\n- Dmitri reports to Sofia.\n- Northwind Systems was founded in 2014.\n- Viktor works for Lattice Analytics.\n- Mateo works for Bluepine Aviation.\n- Leila reports to Viktor.\n- Lattice Analytics is headquartered in Valencia.\n- Mateo reports to Leila.\n- Omar works for Lattice Analytics.\n- Ravi reports to Wren.\n- Omar reports to Dmitri.\n- Sanne works for Lattice Analytics.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2006.\n- Wren reports to Sanne.\n- Leila works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29071", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29072", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Wren reports to Stefan.\n- Stefan reports to Emeka.\n- Helios Logistics is headquartered in Valencia.\n- Ingrid works for Pinnacle Software.\n- Summit Energy is headquartered in Bergen.\n- Ravi reports to Wren.\n- Pinnacle Software is headquartered in Valencia.\n- Aisha reports to Jonas.\n- Pinnacle Software was founded in 2000.\n- Ingrid reports to Ravi.\n- Aisha works for Helios Logistics.\n- Mara reports to Aisha.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Ravi works for Helios Logistics.\n- Crescent Telecom is headquartered in Lyon.\n- Wren works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Emeka reports to Mara.\n- Crescent Telecom was founded in 2007.\n- Mara works for Crescent Telecom.\n- Summit Energy was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29074", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Fernhill Foods was founded in 2015.\n- Beacon Insurance was founded in 2007.\n- Callum works for Fernhill Foods.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya reports to Leila.\n- Sofia works for Beacon Insurance.\n- Yuki works for Northwind Systems.\n- Yuki reports to Amara.\n- Kenji reports to Yuki.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Stefan works for Northwind Systems.\n- Stefan reports to Sofia.\n- Northwind Systems was founded in 2011.\n- Sofia reports to Dmitri.\n- Amara works for Fernhill Foods.\n- Amara reports to Elena.\n- Elena reports to Zoya.\n- Pablo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1988.\n- Leila reports to Callum.\n- Mara works for Beacon Insurance.\n- Kenji works for Fernhill Foods.\n- Elena works for Beacon Insurance.\n- Pablo reports to Kenji.\n- Fernhill Foods is headquartered in Tallinn.\n- Mara reports to Stefan.\n- Callum reports to Mara.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2014", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29075", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8502: employee Ravi K., hired 29 October 2022, separated 07 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8502?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29076", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29077", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Stefan.\n- Chiara works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Hana reports to Tobias.\n- Zoya works for Fernhill Foods.\n- Viktor reports to Emeka.\n- Beacon Insurance is headquartered in Adelaide.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Emeka reports to Chiara.\n- Tobias reports to Pablo.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Zoya reports to Wren.\n- Viktor works for Pinnacle Software.\n- Omar works for Fernhill Foods.\n- Fernhill Foods was founded in 2011.\n- Pinnacle Software was founded in 1981.\n- Sofia reports to Hana.\n- Wren works for Fernhill Foods.\n- Stefan works for Pinnacle Software.\n- Beacon Insurance was founded in 1993.\n- Stefan reports to Zoya.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Chiara reports to Sofia.\n- Fernhill Foods is headquartered in Adelaide.\n- Elena reports to Omar.\n- Emeka works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1990.\n- Wren reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1996", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29079", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2767: employee Tessa M., hired 25 September 2022, separated 21 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2767?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29080", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Ravi works for Helios Logistics.\n- Omar reports to Felix.\n- Felix reports to Tessa.\n- Mara reports to Hana.\n- Callum works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Helios Logistics was founded in 2002.\n- Tessa works for Cedar Retail Group.\n- Ravi reports to Emeka.\n- Mara works for Cobalt Health.\n- Helios Logistics is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum reports to Aisha.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1990.\n- Aisha reports to Omar.\n- Emeka works for Cobalt Health.\n- Amara works for Helios Logistics.\n- Tessa reports to Sofia.\n- Emeka reports to Callum.\n- Sofia works for Cedar Retail Group.\n- Hana works for Cobalt Health.\n- Felix works for Helios Logistics.\n- Sofia reports to Amara.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Cobalt Health is headquartered in Adelaide.\n- Amara reports to Elena.\n- Cobalt Health was founded in 2001.\n- Elena reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29082", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29083", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Amara works for Northwind Systems.\n- Deshawn works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1994.\n- Sofia works for Northwind Systems.\n- Leila works for Meridian Bank.\n- Pablo works for Northwind Systems.\n- Zoya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1991.\n- Meridian Bank is headquartered in Turku.\n- Amara reports to Deshawn.\n- Leila reports to Amara.\n- Hana works for Northwind Systems.\n- Deshawn reports to Zoya.\n- Northwind Systems was founded in 1982.\n- Chiara reports to Sofia.\n- Pablo reports to Hana.\n- Cedar Retail Group is headquartered in Ghent.\n- Zoya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Cork.\n- Chiara works for Northwind Systems.\n- Hana reports to Chiara.\n- Ironwood Manufacturing was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29085", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 September 2025): For employees hired on or after 03 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8741: employee Zoya R., hired 28 July 2024, separated 21 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8741?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29086", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mei.\n- Sofia works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Omar works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Ravi works for Beacon Insurance.\n- Tessa works for Lattice Analytics.\n- Tobias reports to Sofia.\n- Mei works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri reports to Aisha.\n- Crescent Telecom is headquartered in Tampere.\n- Tobias works for Crescent Telecom.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Lattice Analytics is headquartered in Dunedin.\n- Sofia reports to Omar.\n- Omar reports to Bruno.\n- Crescent Telecom was founded in 1975.\n- Mei reports to Felix.\n- Beacon Insurance was founded in 1985.\n- Aisha reports to Tessa.\n- Tessa reports to Ravi.\n- Lattice Analytics was founded in 1999.\n- Bruno works for Crescent Telecom.\n- Bluepine Aviation was founded in 1996.\n- Felix reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29088", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Mateo works for Beacon Insurance.\n- Northwind Systems was founded in 2001.\n- Vantage Air was founded in 2013.\n- Elena reports to Amara.\n- Pinnacle Software was founded in 2003.\n- Jonas works for Northwind Systems.\n- Deshawn works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Beacon Insurance was founded in 1993.\n- Amara works for Northwind Systems.\n- Priya reports to Mateo.\n- Omar works for Northwind Systems.\n- Mateo reports to Lucia.\n- Northwind Systems is headquartered in Basel.\n- Felix works for Northwind Systems.\n- Beacon Insurance is headquartered in Basel.\n- Hana reports to Jonas.\n- Lucia reports to Elena.\n- Amara reports to Omar.\n- Hana works for Northwind Systems.\n- Lucia works for Vantage Air.\n- Felix reports to Deshawn.\n- Jonas reports to Priya.\n- Elena works for Northwind Systems.\n- Deshawn reports to Hana.\n- Vantage Air is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29090", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Leila.\n- Ironwood Manufacturing was founded in 2012.\n- Callum works for Summit Energy.\n- Atlas Freight was founded in 1991.\n- Zoya reports to Mei.\n- Mei reports to Pablo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Atlas Freight is headquartered in Bergen.\n- Leila reports to Callum.\n- Summit Energy was founded in 2004.\n- Summit Energy is headquartered in Bergen.\n- Leila works for Beacon Insurance.\n- Omar works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Jonas reports to Omar.\n- Mei works for Atlas Freight.\n- Omar reports to Zoya.\n- Beacon Insurance was founded in 1976.\n- Beacon Insurance is headquartered in Tampere.\n- Chiara reports to Jonas.\n- Pablo works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29092", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1132: employee Sanne B., hired 06 December 2019, separated 26 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1132?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29093", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-4 (VERSION 3, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4379: employee Tessa B., hired 07 November 2023, separated 20 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4379?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29094", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29095", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2699: employee Omar T., hired 17 December 2020, separated 26 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2699?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29096", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 October 2025): For employees hired on or after 25 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8658: employee Elena M., hired 27 November 2022, separated 04 May 2027 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8658?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8658 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29097", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6905: employee Stefan M., hired 18 June 2022, separated 15 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6905?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Wren works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Sanne reports to Lucia.\n- Beacon Insurance was founded in 1976.\n- Beacon Insurance is headquartered in Turku.\n- Mateo reports to Felix.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Mateo.\n- Nadia reports to Mara.\n- Helios Logistics was founded in 1997.\n- Aisha works for Beacon Insurance.\n- Lucia reports to Leila.\n- Summit Energy was founded in 1978.\n- Summit Energy is headquartered in Brno.\n- Mara works for Beacon Insurance.\n- Aisha reports to Kenji.\n- Zoya works for Helios Logistics.\n- Felix reports to Sanne.\n- Helios Logistics is headquartered in Tampere.\n- Lucia works for Atlas Freight.\n- Mara reports to Aisha.\n- Nadia works for Beacon Insurance.\n- Leila reports to Zoya.\n- Wren reports to Emeka.\n- Zoya reports to Nadia.\n- Atlas Freight was founded in 2002.\n- Mateo works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29099", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6405: employee Sofia S., hired 27 March 2021, separated 21 July 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-6405?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29100", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "weather", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Aisha.\n- Callum reports to Nadia.\n- Leila works for Vantage Air.\n- Mei works for Atlas Freight.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Beacon Insurance is headquartered in Valencia.\n- Nadia reports to Leila.\n- Atlas Freight is headquartered in Halifax.\n- Nadia works for Vantage Air.\n- Dmitri works for Beacon Insurance.\n- Kenji works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Kenji reports to Emeka.\n- Ravi reports to Mei.\n- Northwind Systems is headquartered in Halifax.\n- Ravi works for Beacon Insurance.\n- Zoya reports to Kenji.\n- Beacon Insurance was founded in 2005.\n- Vantage Air was founded in 1986.\n- Northwind Systems was founded in 1978.\n- Leila reports to Zoya.\n- Pablo reports to Dmitri.\n- Atlas Freight was founded in 2000.\n- Sofia reports to Pablo.\n- Emeka reports to Sofia.\n- Zoya works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Callum works for Vantage Air.\n- Dmitri reports to Ravi.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29103", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7266: employee Leila A., hired 13 May 2021, separated 05 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7266?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Aisha.\n- Sofia works for Vantage Air.\n- Elena reports to Mara.\n- Pinnacle Software was founded in 2014.\n- Lucia reports to Anders.\n- Summit Energy was founded in 1996.\n- Deshawn works for Vantage Air.\n- Kenji works for Pinnacle Software.\n- Vantage Air is headquartered in Leeds.\n- Deshawn reports to Sofia.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Elena works for Vantage Air.\n- Anders reports to Deshawn.\n- Anders works for Fernhill Foods.\n- Aisha works for Summit Energy.\n- Pinnacle Software is headquartered in Leeds.\n- Kenji reports to Elena.\n- Fernhill Foods is headquartered in Malmo.\n- Vantage Air was founded in 1983.\n- Mara reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Hana reports to Sofia.\n- Mei works for Fernhill Foods.\n- Deshawn reports to Lucia.\n- Sanne works for Cedar Retail Group.\n- Jonas reports to Mei.\n- Zoya works for Fernhill Foods.\n- Lucia reports to Callum.\n- Callum works for Atlas Freight.\n- Dmitri reports to Sanne.\n- Helios Logistics was founded in 1989.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods is headquartered in Basel.\n- Lucia works for Cedar Retail Group.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Nadia reports to Deshawn.\n- Zoya reports to Jonas.\n- Sofia works for Helios Logistics.\n- Sofia reports to Zoya.\n- Dmitri works for Helios Logistics.\n- Nadia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Lyon.\n- Fernhill Foods was founded in 1979.\n- Mei reports to Yuki.\n- Yuki reports to Nadia.\n- Yuki works for Atlas Freight.\n- Helios Logistics is headquartered in Porto.\n- Callum reports to Dmitri.\n- Jonas works for Helios Logistics.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29106", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1913: employee Chiara B., hired 11 November 2022, separated 13 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1913?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29107", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination", "4": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2012.\n- Pinnacle Software was founded in 2007.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Cedar Retail Group was founded in 2005.\n- Sanne reports to Hana.\n- Pablo works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Sanne works for Meridian Bank.\n- Amara reports to Mei.\n- Dmitri works for Pinnacle Software.\n- Pablo reports to Yuki.\n- Mei reports to Wren.\n- Amara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2015.\n- Mei works for Pinnacle Software.\n- Yuki reports to Amara.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Meridian Bank is headquartered in Oslo.\n- Wren reports to Zoya.\n- Zoya reports to Jonas.\n- Dmitri reports to Pablo.\n- Pinnacle Software is headquartered in Leeds.\n- Jonas reports to Sanne.\n- Yuki works for Pinnacle Software.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Malmo", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29109", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9191: employee Ravi S., hired 10 August 2021, separated 11 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9191?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2007.\n- Anders works for Fernhill Foods.\n- Yuki works for Northwind Systems.\n- Fernhill Foods is headquartered in Nagoya.\n- Dmitri reports to Priya.\n- Ravi works for Northwind Systems.\n- Callum reports to Dmitri.\n- Yuki reports to Anders.\n- Meridian Bank was founded in 2014.\n- Fernhill Foods was founded in 1978.\n- Elena works for Northwind Systems.\n- Omar works for Fernhill Foods.\n- Crescent Telecom was founded in 1987.\n- Anders reports to Ravi.\n- Mateo reports to Omar.\n- Meridian Bank is headquartered in Nagoya.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Mateo.\n- Elena reports to Callum.\n- Mateo works for Meridian Bank.\n- Priya reports to Viktor.\n- Northwind Systems is headquartered in Turku.\n- Omar reports to Yuki.\n- Priya works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29111", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Summit Energy is headquartered in Austin.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Jonas works for Meridian Bank.\n- Jonas reports to Mei.\n- Sanne reports to Zoya.\n- Kenji works for Crescent Telecom.\n- Zoya reports to Hana.\n- Sanne works for Atlas Freight.\n- Pablo reports to Elena.\n- Pablo works for Crescent Telecom.\n- Zoya works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Elena works for Meridian Bank.\n- Hana reports to Jonas.\n- Crescent Telecom was founded in 2002.\n- Elena reports to Kenji.\n- Crescent Telecom is headquartered in Halifax.\n- Atlas Freight was founded in 2004.\n- Summit Energy was founded in 1984.\n- Meridian Bank is headquartered in Austin.\n- Kenji reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29113", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29114", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9799: employee Mei R., hired 18 June 2019, separated 10 March 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-9799 under the controlling rules.", "criteria": {"0": "$10,650", "1": "$10,575", "2": "$10,150", "3": "$46,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Ravi reports to Tobias.\n- Helios Logistics is headquartered in Basel.\n- Helios Logistics was founded in 2014.\n- Nadia works for Vantage Air.\n- Leila works for Meridian Bank.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank is headquartered in Basel.\n- Lucia works for Vantage Air.\n- Sanne reports to Ravi.\n- Ravi works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Bluepine Aviation is headquartered in Leeds.\n- Vantage Air was founded in 1977.\n- Jonas works for Meridian Bank.\n- Tobias reports to Leila.\n- Sanne works for Helios Logistics.\n- Felix works for Vantage Air.\n- Jonas reports to Lucia.\n- Vantage Air is headquartered in Leeds.\n- Meridian Bank was founded in 1979.\n- Bruno reports to Sanne.\n- Leila reports to Jonas.\n- Bluepine Aviation was founded in 2007.\n- Felix reports to Hana.\n- Nadia reports to Bruno.\n- Lucia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Vantage Air", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29116", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "deprovision", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29117", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Beacon Insurance was founded in 2006.\n- Leila reports to Bruno.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha reports to Mei.\n- Fernhill Foods is headquartered in Basel.\n- Stefan works for Beacon Insurance.\n- Deshawn reports to Leila.\n- Jonas reports to Stefan.\n- Fernhill Foods was founded in 1991.\n- Ingrid works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Ingrid reports to Hana.\n- Mei works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Jonas.\n- Sofia reports to Deshawn.\n- Mei reports to Sofia.\n- Jonas works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Stefan reports to Ingrid.\n- Sofia works for Crescent Telecom.\n- Bluepine Aviation was founded in 2005.\n- Leila works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Crescent Telecom was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29119", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1035: employee Lucia K., hired 08 February 2023, separated 03 October 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-1035 under the controlling rules.", "criteria": {"0": "$14,600", "1": "$13,500", "2": "$58,933", "3": "$13,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29120", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 04 December 2022): For employees hired on or after 04 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4705: employee Nadia T., hired 24 August 2022, separated 12 July 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4705?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29121", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Mateo reports to Tobias.\n- Wren works for Cedar Retail Group.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tampere.\n- Wren reports to Nadia.\n- Chiara reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Pablo reports to Leila.\n- Bruno reports to Pablo.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Mateo works for Vantage Air.\n- Tobias reports to Chiara.\n- Bruno works for Cedar Retail Group.\n- Nadia reports to Bruno.\n- Vantage Air was founded in 1977.\n- Vantage Air is headquartered in Valencia.\n- Leila reports to Mateo.\n- Ingrid reports to Amara.\n- Amara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1991.\n- Lattice Analytics was founded in 2012.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29123", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4691: employee Wren R., hired 09 February 2022, separated 24 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4691?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29124", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4544: employee Yuki B., hired 02 February 2022, separated 07 May 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-4544 under the controlling rules.", "criteria": {"0": "$8,250", "1": "$7,700", "2": "$8,200", "3": "$35,533"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29125", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 72387 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "reports an item arrived broken", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Summit Energy was founded in 2006.\n- Mara works for Summit Energy.\n- Crescent Telecom was founded in 1986.\n- Ravi reports to Mateo.\n- Pinnacle Software was founded in 2010.\n- Sofia works for Crescent Telecom.\n- Mateo reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Ravi works for Beacon Insurance.\n- Pablo reports to Sofia.\n- Summit Energy is headquartered in Brno.\n- Beacon Insurance was founded in 1987.\n- Wren reports to Mara.\n- Hana reports to Ravi.\n- Sofia reports to Hana.\n- Hana works for Summit Energy.\n- Pinnacle Software is headquartered in Valencia.\n- Mara reports to Pablo.\n- Beacon Insurance is headquartered in Dunedin.\n- Chiara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Dunedin.\n- Pablo works for Summit Energy.\n- Wren works for Summit Energy.\n- Aisha reports to Wren.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Valencia", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1993.\n- Northwind Systems was founded in 1987.\n- Wren reports to Callum.\n- Sofia works for Helios Logistics.\n- Omar reports to Felix.\n- Felix reports to Aisha.\n- Cedar Retail Group was founded in 2004.\n- Callum works for Helios Logistics.\n- Felix works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Porto.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Lucia reports to Chiara.\n- Sofia reports to Wren.\n- Aisha works for Cedar Retail Group.\n- Aisha reports to Priya.\n- Callum reports to Omar.\n- Lucia works for Helios Logistics.\n- Wren works for Beacon Insurance.\n- Chiara reports to Kenji.\n- Beacon Insurance is headquartered in Dunedin.\n- Priya reports to Lucia.\n- Helios Logistics is headquartered in Brno.\n- Beacon Insurance was founded in 1991.\n- Priya works for Helios Logistics.\n- Kenji works for Northwind Systems.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Zoya.\n- Tessa reports to Pablo.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Emeka reports to Tessa.\n- Vantage Air is headquartered in Lyon.\n- Pablo works for Cobalt Health.\n- Zoya works for Beacon Insurance.\n- Bruno works for Lattice Analytics.\n- Cobalt Health is headquartered in Basel.\n- Beacon Insurance was founded in 2015.\n- Callum works for Beacon Insurance.\n- Mara reports to Omar.\n- Zoya reports to Emeka.\n- Callum reports to Bruno.\n- Omar reports to Viktor.\n- Felix reports to Jonas.\n- Lucia works for Beacon Insurance.\n- Lucia reports to Callum.\n- Jonas works for Lattice Analytics.\n- Felix works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 2006.\n- Lattice Analytics was founded in 2009.\n- Pablo reports to Lucia.\n- Mara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Bruno reports to Felix.\n- Omar works for Beacon Insurance.\n- Cobalt Health was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29129", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 February 2023): For employees hired on or after 01 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2782: employee Pablo A., hired 28 February 2021, separated 15 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2782?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29130", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 22204 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29131", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3483: employee Anders S., hired 14 September 2021, separated 13 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3483?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29132", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8706: employee Stefan A., hired 08 June 2021, separated 29 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8706?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Mateo reports to Chiara.\n- Hana works for Bluepine Aviation.\n- Mateo works for Fernhill Foods.\n- Elena reports to Mateo.\n- Tobias reports to Priya.\n- Beacon Insurance was founded in 1978.\n- Priya reports to Elena.\n- Sofia works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Pinnacle Software was founded in 2006.\n- Mei reports to Sofia.\n- Nadia reports to Hana.\n- Chiara works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Bluepine Aviation was founded in 2015.\n- Fernhill Foods was founded in 1984.\n- Jonas reports to Mei.\n- Beacon Insurance is headquartered in Halifax.\n- Elena works for Fernhill Foods.\n- Hana reports to Tobias.\n- Sofia reports to Nadia.\n- Priya works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Ingrid works for Atlas Freight.\n- Lattice Analytics was founded in 1999.\n- Anders works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Omar works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Kenji works for Fernhill Foods.\n- Atlas Freight is headquartered in Oslo.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Lattice Analytics is headquartered in Leeds.\n- Anders reports to Kenji.\n- Fernhill Foods was founded in 2015.\n- Omar reports to Zoya.\n- Wren reports to Mei.\n- Priya works for Lattice Analytics.\n- Atlas Freight was founded in 2012.\n- Kenji reports to Priya.\n- Fernhill Foods is headquartered in Tallinn.\n- Ingrid reports to Wren.\n- Zoya reports to Ingrid.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29135", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 75193\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Zoya.\n- Tobias reports to Omar.\n- Zoya works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Zoya reports to Tobias.\n- Fernhill Foods was founded in 2002.\n- Callum works for Summit Energy.\n- Elena works for Fernhill Foods.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Adelaide.\n- Lattice Analytics was founded in 2003.\n- Lucia works for Cobalt Health.\n- Stefan works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Summit Energy was founded in 1998.\n- Viktor reports to Lucia.\n- Aisha works for Summit Energy.\n- Cobalt Health was founded in 2008.\n- Omar reports to Callum.\n- Jonas works for Cobalt Health.\n- Summit Energy is headquartered in Tallinn.\n- Elena reports to Stefan.\n- Lucia reports to Aisha.\n- Viktor works for Summit Energy.\n- Stefan reports to Jonas.\n- Lattice Analytics is headquartered in Nagoya.\n- Callum reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29137", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29138", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 51927, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "cancel_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29139", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2732: employee Felix M., hired 23 March 2022, separated 16 October 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2732?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Oslo.\n- Lucia works for Pinnacle Software.\n- Fernhill Foods was founded in 1993.\n- Omar reports to Pablo.\n- Elena reports to Tessa.\n- Tessa reports to Omar.\n- Aisha works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1988.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Elena works for Fernhill Foods.\n- Mateo reports to Jonas.\n- Fernhill Foods is headquartered in Leeds.\n- Omar works for Fernhill Foods.\n- Crescent Telecom was founded in 2000.\n- Lucia reports to Elena.\n- Pablo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2002.\n- Jonas works for Ironwood Manufacturing.\n- Aisha reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Jonas reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29141", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29142", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Dmitri.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas works for Atlas Freight.\n- Northwind Systems is headquartered in Brno.\n- Aisha works for Crescent Telecom.\n- Bruno reports to Ravi.\n- Hana works for Atlas Freight.\n- Crescent Telecom was founded in 1997.\n- Omar reports to Hana.\n- Atlas Freight is headquartered in Brno.\n- Ravi works for Crescent Telecom.\n- Tessa reports to Jonas.\n- Elena works for Pinnacle Software.\n- Elena reports to Aisha.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi reports to Omar.\n- Hana reports to Tessa.\n- Northwind Systems was founded in 1989.\n- Omar works for Pinnacle Software.\n- Dmitri works for Northwind Systems.\n- Pinnacle Software was founded in 1990.\n- Bruno works for Crescent Telecom.\n- Jonas reports to Pablo.\n- Tessa works for Northwind Systems.\n- Atlas Freight was founded in 1978.\n- Pablo works for Pinnacle Software.\n- Dmitri reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29145", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Beacon Insurance was founded in 1995.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Beacon Insurance.\n- Omar reports to Deshawn.\n- Ingrid reports to Yuki.\n- Atlas Freight is headquartered in Bergen.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 2007.\n- Tobias works for Lattice Analytics.\n- Helios Logistics was founded in 1986.\n- Lattice Analytics is headquartered in Leeds.\n- Yuki works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Beacon Insurance is headquartered in Leeds.\n- Lattice Analytics was founded in 1985.\n- Deshawn reports to Chiara.\n- Callum works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Chiara reports to Pablo.\n- Yuki reports to Tobias.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Ingrid.\n- Pablo reports to Zoya.\n- Omar works for Helios Logistics.\n- Zoya reports to Bruno.\n- Helios Logistics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2005", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29148", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29149", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29150", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29151", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6501: employee Felix M., hired 16 October 2022, separated 01 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6501?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1985.\n- Mara works for Helios Logistics.\n- Zoya reports to Sofia.\n- Sanne works for Helios Logistics.\n- Sofia reports to Dmitri.\n- Summit Energy was founded in 1989.\n- Sofia works for Vantage Air.\n- Kenji works for Vantage Air.\n- Dmitri reports to Sanne.\n- Helios Logistics was founded in 2011.\n- Mei works for Summit Energy.\n- Vantage Air is headquartered in Basel.\n- Dmitri works for Summit Energy.\n- Wren works for Summit Energy.\n- Beacon Insurance is headquartered in Basel.\n- Kenji reports to Mei.\n- Mara reports to Zoya.\n- Zoya works for Summit Energy.\n- Sanne reports to Kenji.\n- Mei reports to Wren.\n- Vantage Air was founded in 1977.\n- Summit Energy is headquartered in Cork.\n- Helios Logistics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1984", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1990.\n- Omar reports to Anders.\n- Sofia works for Fernhill Foods.\n- Anders reports to Hana.\n- Amara works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Leeds.\n- Sanne reports to Tessa.\n- Mara reports to Ravi.\n- Priya works for Fernhill Foods.\n- Sofia reports to Omar.\n- Tessa reports to Priya.\n- Ironwood Manufacturing was founded in 1976.\n- Hana reports to Aisha.\n- Deshawn works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Helios Logistics was founded in 1994.\n- Tessa works for Fernhill Foods.\n- Deshawn reports to Amara.\n- Ravi reports to Sanne.\n- Sanne works for Helios Logistics.\n- Ravi works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Turku.\n- Vantage Air was founded in 1991.\n- Omar works for Fernhill Foods.\n- Anders works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Amara reports to Mara.\n- Vantage Air is headquartered in Leeds.\n- Aisha works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Priya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29154", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29155", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Elena works for Meridian Bank.\n- Beacon Insurance is headquartered in Dunedin.\n- Sanne works for Summit Energy.\n- Meridian Bank is headquartered in Dunedin.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Beacon Insurance was founded in 1979.\n- Viktor reports to Elena.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Elena reports to Sanne.\n- Bruno reports to Kenji.\n- Summit Energy is headquartered in Lyon.\n- Sanne reports to Wren.\n- Sofia reports to Bruno.\n- Meridian Bank was founded in 2000.\n- Cobalt Health was founded in 2013.\n- Wren reports to Sofia.\n- Sofia works for Summit Energy.\n- Wren works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Kenji reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29157", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5169: employee Yuki T., hired 13 August 2023, separated 13 November 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5169?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Tessa reports to Nadia.\n- Viktor reports to Sofia.\n- Viktor works for Summit Energy.\n- Lucia reports to Chiara.\n- Sofia reports to Dmitri.\n- Chiara works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Dunedin.\n- Zoya works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Emeka reports to Tessa.\n- Jonas works for Cedar Retail Group.\n- Summit Energy was founded in 1981.\n- Nadia reports to Tobias.\n- Nadia works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1979.\n- Dmitri reports to Jonas.\n- Priya reports to Lucia.\n- Cedar Retail Group was founded in 2008.\n- Jonas reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Chiara reports to Zoya.\n- Tobias reports to Priya.\n- Atlas Freight was founded in 2004.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tobias works for Bluepine Aviation.\n- Summit Energy is headquartered in Dunedin.\n- Atlas Freight is headquartered in Austin.\n- Lucia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1979", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ravi.\n- Beacon Insurance was founded in 1984.\n- Stefan reports to Lucia.\n- Stefan works for Helios Logistics.\n- Yuki works for Bluepine Aviation.\n- Yuki reports to Bruno.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 2005.\n- Nadia reports to Anders.\n- Helios Logistics is headquartered in Cork.\n- Sofia reports to Nadia.\n- Ingrid works for Helios Logistics.\n- Bruno reports to Leila.\n- Crescent Telecom is headquartered in Oslo.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Ingrid reports to Yuki.\n- Nadia works for Helios Logistics.\n- Lucia works for Crescent Telecom.\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Sofia.\n- Crescent Telecom was founded in 2006.\n- Anders reports to Stefan.\n- Anders works for Bluepine Aviation.\n- Sofia works for Crescent Telecom.\n- Bruno works for Beacon Insurance.\n- Helios Logistics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29160", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Tessa.\n- Pinnacle Software is headquartered in Oslo.\n- Pablo works for Fernhill Foods.\n- Mara reports to Omar.\n- Fernhill Foods is headquartered in Oslo.\n- Pinnacle Software was founded in 1979.\n- Bruno works for Cedar Retail Group.\n- Amara reports to Ingrid.\n- Cedar Retail Group was founded in 1988.\n- Nadia works for Northwind Systems.\n- Bruno reports to Amara.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods was founded in 2004.\n- Mateo reports to Pablo.\n- Omar reports to Mateo.\n- Mateo works for Fernhill Foods.\n- Northwind Systems is headquartered in Turku.\n- Amara works for Pinnacle Software.\n- Elena reports to Bruno.\n- Cedar Retail Group is headquartered in Turku.\n- Northwind Systems was founded in 2013.\n- Ingrid works for Fernhill Foods.\n- Mara works for Northwind Systems.\n- Ingrid reports to Nadia.\n- Elena works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Tessa reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29162", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29163", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2276: employee Pablo M., hired 01 December 2023, separated 10 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2276?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Sofia works for Cedar Retail Group.\n- Cobalt Health was founded in 1996.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Ingrid reports to Sanne.\n- Chiara reports to Kenji.\n- Kenji reports to Sofia.\n- Atlas Freight is headquartered in Tampere.\n- Aisha works for Fernhill Foods.\n- Emeka reports to Ingrid.\n- Cobalt Health is headquartered in Tampere.\n- Viktor reports to Anders.\n- Fernhill Foods was founded in 2014.\n- Emeka works for Fernhill Foods.\n- Mei works for Cedar Retail Group.\n- Sanne works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Ingrid works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Kenji works for Cobalt Health.\n- Aisha reports to Emeka.\n- Mei reports to Chiara.\n- Atlas Freight was founded in 1980.\n- Cedar Retail Group was founded in 2012.\n- Anders reports to Aisha.\n- Sofia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2005.\n- Northwind Systems is headquartered in Brno.\n- Wren works for Bluepine Aviation.\n- Anders works for Atlas Freight.\n- Viktor reports to Nadia.\n- Kenji works for Atlas Freight.\n- Tobias works for Helios Logistics.\n- Bluepine Aviation was founded in 1983.\n- Nadia reports to Dmitri.\n- Northwind Systems was founded in 1978.\n- Nadia works for Helios Logistics.\n- Tobias reports to Kenji.\n- Kenji reports to Mei.\n- Zoya reports to Wren.\n- Anders reports to Zoya.\n- Helios Logistics is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight is headquartered in Dunedin.\n- Viktor works for Helios Logistics.\n- Zoya works for Northwind Systems.\n- Helios Logistics was founded in 1987.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Anders.\n- Mei works for Helios Logistics.\n- Wren reports to Tobias.\n- Mara works for Atlas Freight.\n- Mara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Sofia reports to Stefan.\n- Yuki reports to Zoya.\n- Zoya works for Cobalt Health.\n- Vantage Air is headquartered in Brno.\n- Mateo works for Cobalt Health.\n- Chiara works for Helios Logistics.\n- Cobalt Health was founded in 1991.\n- Chiara reports to Sofia.\n- Vantage Air was founded in 1981.\n- Yuki works for Pinnacle Software.\n- Helios Logistics is headquartered in Brno.\n- Stefan works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Jonas reports to Mateo.\n- Pinnacle Software is headquartered in Brno.\n- Sofia works for Pinnacle Software.\n- Mateo reports to Felix.\n- Helios Logistics was founded in 1982.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 2013.\n- Stefan reports to Yuki.\n- Zoya reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Bruno works for Summit Energy.\n- Atlas Freight was founded in 1976.\n- Meridian Bank is headquartered in Basel.\n- Meridian Bank was founded in 2007.\n- Mei reports to Viktor.\n- Atlas Freight is headquartered in Halifax.\n- Viktor reports to Dmitri.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Lucia reports to Deshawn.\n- Leila works for Meridian Bank.\n- Summit Energy was founded in 2013.\n- Viktor works for Bluepine Aviation.\n- Mei works for Summit Energy.\n- Dmitri reports to Leila.\n- Elena reports to Mei.\n- Deshawn reports to Bruno.\n- Bruno reports to Elena.\n- Deshawn works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Summit Energy is headquartered in Halifax.\n- Bluepine Aviation was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29168", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29169", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1976.\n- Helios Logistics is headquartered in Tampere.\n- Emeka reports to Bruno.\n- Deshawn reports to Emeka.\n- Mateo works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Bruno reports to Felix.\n- Cedar Retail Group was founded in 2001.\n- Lucia reports to Mateo.\n- Deshawn works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Oslo.\n- Felix works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Mateo reports to Sanne.\n- Vantage Air is headquartered in Tampere.\n- Felix reports to Lucia.\n- Nadia works for Vantage Air.\n- Nadia reports to Deshawn.\n- Vantage Air was founded in 1986.\n- Bluepine Aviation was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29171", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29172", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8524: employee Amara M., hired 18 May 2020, separated 01 July 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-8524 under the controlling rules.", "criteria": {"0": "$7,600", "1": "$32,933", "2": "$7,100", "3": "$7,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29173", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29174", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 66170 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29175", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Nadia.\n- Kenji works for Pinnacle Software.\n- Yuki reports to Bruno.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Nadia works for Summit Energy.\n- Pinnacle Software was founded in 2008.\n- Lucia reports to Callum.\n- Zoya works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Chiara reports to Omar.\n- Nadia reports to Leila.\n- Bruno reports to Elena.\n- Zoya reports to Yuki.\n- Callum reports to Anders.\n- Pinnacle Software is headquartered in Nagoya.\n- Kenji reports to Lucia.\n- Fernhill Foods is headquartered in Oslo.\n- Lucia works for Meridian Bank.\n- Summit Energy was founded in 1996.\n- Yuki works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Elena works for Fernhill Foods.\n- Meridian Bank was founded in 1975.\n- Fernhill Foods was founded in 2009.\n- Leila reports to Zoya.\n- Callum works for Meridian Bank.\n- Anders reports to Chiara.\n- Bruno works for Pinnacle Software.\n- Chiara works for Fernhill Foods.\n- Summit Energy is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Cobalt Health is headquartered in Halifax.\n- Nadia reports to Omar.\n- Felix reports to Deshawn.\n- Nadia works for Atlas Freight.\n- Chiara reports to Priya.\n- Fernhill Foods was founded in 1984.\n- Omar works for Fernhill Foods.\n- Priya works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 2004.\n- Mei works for Cobalt Health.\n- Amara works for Crescent Telecom.\n- Atlas Freight is headquartered in Tampere.\n- Dmitri works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Omar reports to Lucia.\n- Deshawn reports to Sanne.\n- Wren reports to Mei.\n- Wren works for Atlas Freight.\n- Chiara works for Fernhill Foods.\n- Priya reports to Felix.\n- Atlas Freight was founded in 1980.\n- Mei reports to Chiara.\n- Felix works for Fernhill Foods.\n- Amara reports to Dmitri.\n- Deshawn works for Fernhill Foods.\n- Crescent Telecom is headquartered in Halifax.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne reports to Nadia.\n- Dmitri reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29177", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5347: employee Tessa S., hired 04 February 2024, separated 13 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5347?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29178", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9825: employee Zoya R., hired 03 August 2022, separated 13 January 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9825?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9825 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29179", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mateo.\n- Felix reports to Callum.\n- Omar works for Helios Logistics.\n- Mara works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Meridian Bank is headquartered in Cork.\n- Omar reports to Felix.\n- Hana reports to Stefan.\n- Sofia reports to Elena.\n- Mateo reports to Hana.\n- Elena works for Northwind Systems.\n- Meridian Bank was founded in 1996.\n- Northwind Systems is headquartered in Cork.\n- Ravi reports to Omar.\n- Hana works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tampere.\n- Callum reports to Sofia.\n- Mateo works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Helios Logistics is headquartered in Leeds.\n- Elena reports to Mara.\n- Bluepine Aviation was founded in 2006.\n- Callum works for Bluepine Aviation.\n- Northwind Systems was founded in 1993.\n- Helios Logistics was founded in 1977.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29181", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29182", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1844: employee Priya A., hired 07 September 2020, separated 18 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1844?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29183", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "update_benefits", "4": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29184", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Crescent Telecom was founded in 2000.\n- Pablo reports to Anders.\n- Chiara reports to Hana.\n- Pablo works for Crescent Telecom.\n- Jonas reports to Pablo.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Beacon Insurance is headquartered in Oslo.\n- Helios Logistics was founded in 1980.\n- Anders reports to Ingrid.\n- Elena reports to Nadia.\n- Jonas works for Beacon Insurance.\n- Elena works for Helios Logistics.\n- Hana reports to Jonas.\n- Ingrid works for Fernhill Foods.\n- Anders works for Helios Logistics.\n- Nadia reports to Chiara.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance was founded in 2014.\n- Helios Logistics is headquartered in Ghent.\n- Fernhill Foods is headquartered in Basel.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29187", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2094: employee Bruno M., hired 30 May 2023, separated 15 June 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2094?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29188", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7569: employee Omar T., hired 12 April 2021, separated 09 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7569?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29189", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 December 2022): For employees hired on or after 04 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8133: employee Chiara K., hired 27 May 2019, separated 19 January 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8133?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8133 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Chiara.\n- Nadia reports to Felix.\n- Elena reports to Stefan.\n- Emeka reports to Mei.\n- Omar reports to Hana.\n- Nadia works for Meridian Bank.\n- Dmitri reports to Nadia.\n- Chiara reports to Dmitri.\n- Emeka works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Meridian Bank is headquartered in Oslo.\n- Mei reports to Mateo.\n- Bluepine Aviation is headquartered in Oslo.\n- Hana reports to Elena.\n- Felix reports to Emeka.\n- Fernhill Foods was founded in 1984.\n- Meridian Bank was founded in 2015.\n- Omar works for Meridian Bank.\n- Stefan works for Helios Logistics.\n- Mei works for Bluepine Aviation.\n- Dmitri works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Elena works for Fernhill Foods.\n- Helios Logistics is headquartered in Malmo.\n- Pablo works for Fernhill Foods.\n- Bluepine Aviation was founded in 1993.\n- Hana works for Fernhill Foods.\n- Felix works for Meridian Bank.\n- Mateo works for Bluepine Aviation.\n- Pablo reports to Omar.\n- Chiara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Wren reports to Elena.\n- Mei works for Summit Energy.\n- Bruno works for Vantage Air.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy is headquartered in Valencia.\n- Mateo works for Lattice Analytics.\n- Summit Energy was founded in 1976.\n- Stefan works for Vantage Air.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Wren.\n- Chiara works for Lattice Analytics.\n- Yuki reports to Chiara.\n- Anders reports to Yuki.\n- Helios Logistics was founded in 1989.\n- Anders works for Vantage Air.\n- Lattice Analytics was founded in 1975.\n- Mateo reports to Mei.\n- Stefan reports to Anders.\n- Omar works for Summit Energy.\n- Omar reports to Stefan.\n- Ingrid works for Lattice Analytics.\n- Elena works for Summit Energy.\n- Ingrid reports to Bruno.\n- Bruno reports to Mateo.\n- Helios Logistics is headquartered in Lyon.\n- Wren works for Summit Energy.\n- Vantage Air is headquartered in Lyon.\n- Chiara reports to Ingrid.\n- Elena reports to Omar.\n- Vantage Air was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1976", "2": "1971", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29192", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mateo.\n- Tessa works for Crescent Telecom.\n- Mateo reports to Dmitri.\n- Tessa reports to Chiara.\n- Summit Energy is headquartered in Leeds.\n- Nadia works for Summit Energy.\n- Cobalt Health is headquartered in Leeds.\n- Chiara works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.\n- Dmitri works for Summit Energy.\n- Crescent Telecom was founded in 1984.\n- Ingrid works for Helios Logistics.\n- Dmitri reports to Nadia.\n- Cobalt Health was founded in 1999.\n- Crescent Telecom is headquartered in Bergen.\n- Ingrid reports to Bruno.\n- Bruno works for Summit Energy.\n- Mateo works for Summit Energy.\n- Kenji reports to Tessa.\n- Kenji works for Cobalt Health.\n- Summit Energy was founded in 1999.\n- Nadia reports to Kenji.\n- Helios Logistics was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29194", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29195", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29196", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29197", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4288: employee Anders S., hired 05 May 2024, separated 09 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4288?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29198", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 16 February 2023): For employees hired on or after 16 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2351: employee Sofia B., hired 13 June 2020, separated 27 August 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2351?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Lattice Analytics was founded in 1998.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Zoya works for Cobalt Health.\n- Chiara works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Ingrid reports to Elena.\n- Cobalt Health is headquartered in Bergen.\n- Pablo reports to Zoya.\n- Northwind Systems was founded in 2006.\n- Cedar Retail Group is headquartered in Oslo.\n- Anders reports to Jonas.\n- Zoya reports to Chiara.\n- Jonas works for Lattice Analytics.\n- Yuki reports to Pablo.\n- Elena reports to Anders.\n- Pablo works for Cobalt Health.\n- Jonas reports to Yuki.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group was founded in 2003.\n- Northwind Systems is headquartered in Bergen.\n- Cobalt Health was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29200", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1303: employee Stefan T., hired 20 October 2022, separated 30 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1303?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29201", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29202", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 01 November 2022): For employees hired on or after 01 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4897: employee Yuki A., hired 09 August 2020, separated 17 October 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4897?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29203", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Priya reports to Deshawn.\n- Cedar Retail Group was founded in 1997.\n- Vantage Air was founded in 2000.\n- Pablo works for Meridian Bank.\n- Anders reports to Sofia.\n- Bruno reports to Priya.\n- Anders works for Helios Logistics.\n- Cedar Retail Group is headquartered in Bergen.\n- Pablo reports to Hana.\n- Meridian Bank is headquartered in Adelaide.\n- Bruno works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Priya works for Meridian Bank.\n- Ingrid reports to Pablo.\n- Helios Logistics is headquartered in Valencia.\n- Helios Logistics was founded in 2004.\n- Vantage Air is headquartered in Bergen.\n- Hana reports to Anders.\n- Sofia reports to Bruno.\n- Meridian Bank was founded in 1991.\n- Sofia works for Vantage Air.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "1999", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29205", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29206", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 August 2025): For employees hired on or after 05 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7434: employee Priya R., hired 17 November 2021, separated 17 February 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7434?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Wren reports to Kenji.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Summit Energy was founded in 2000.\n- Kenji works for Summit Energy.\n- Pinnacle Software was founded in 1981.\n- Yuki reports to Priya.\n- Atlas Freight was founded in 2009.\n- Ravi works for Atlas Freight.\n- Priya works for Northwind Systems.\n- Priya reports to Leila.\n- Dmitri reports to Yuki.\n- Bruno works for Pinnacle Software.\n- Ravi reports to Bruno.\n- Bruno reports to Wren.\n- Dmitri works for Atlas Freight.\n- Northwind Systems is headquartered in Adelaide.\n- Leila reports to Ravi.\n- Pinnacle Software is headquartered in Nagoya.\n- Northwind Systems was founded in 1985.\n- Yuki works for Summit Energy.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29209", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29210", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29212", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8965: employee Amara S., hired 17 September 2023, separated 26 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8965?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Priya.\n- Dmitri works for Vantage Air.\n- Pinnacle Software was founded in 1992.\n- Omar reports to Hana.\n- Kenji works for Pinnacle Software.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1982.\n- Hana reports to Mara.\n- Leila works for Cedar Retail Group.\n- Dmitri reports to Nadia.\n- Ravi reports to Dmitri.\n- Omar works for Northwind Systems.\n- Vantage Air was founded in 2012.\n- Cedar Retail Group was founded in 1993.\n- Elena reports to Ravi.\n- Hana works for Northwind Systems.\n- Cedar Retail Group is headquartered in Porto.\n- Pablo works for Cedar Retail Group.\n- Mara works for Northwind Systems.\n- Elena works for Vantage Air.\n- Leila reports to Pablo.\n- Kenji reports to Leila.\n- Northwind Systems is headquartered in Porto.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Omar.\n- Pinnacle Software is headquartered in Brno.\n- Vantage Air is headquartered in Brno.\n- Priya reports to Kenji.\n- Nadia works for Vantage Air.\n- Mara reports to Elena.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Turku.\n- Jonas reports to Omar.\n- Zoya works for Northwind Systems.\n- Mara reports to Kenji.\n- Amara works for Meridian Bank.\n- Pablo reports to Mara.\n- Mateo reports to Chiara.\n- Crescent Telecom was founded in 1983.\n- Kenji works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Kenji reports to Priya.\n- Pablo works for Northwind Systems.\n- Bruno reports to Amara.\n- Northwind Systems is headquartered in Turku.\n- Summit Energy was founded in 1990.\n- Zoya reports to Bruno.\n- Chiara works for Northwind Systems.\n- Chiara reports to Anders.\n- Bruno works for Northwind Systems.\n- Omar reports to Mateo.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Anders reports to Zoya.\n- Jonas works for Meridian Bank.\n- Mateo works for Crescent Telecom.\n- Northwind Systems was founded in 2008.\n- Priya works for Northwind Systems.\n- Anders works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Priya reports to Jonas.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29215", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 July 2023): For employees hired on or after 08 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5907: employee Emeka S., hired 27 June 2021, separated 08 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5907?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29216", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1032: employee Hana T., hired 14 January 2024, separated 10 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-1032 under the controlling rules.", "criteria": {"0": "$5,538", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29217", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7706: employee Kenji K., hired 26 October 2023, separated 06 October 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7706?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Atlas Freight.\n- Cobalt Health is headquartered in Cork.\n- Helios Logistics was founded in 1984.\n- Aisha works for Vantage Air.\n- Priya works for Vantage Air.\n- Zoya reports to Mateo.\n- Wren works for Vantage Air.\n- Emeka works for Cobalt Health.\n- Wren reports to Amara.\n- Mateo works for Helios Logistics.\n- Amara works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Dmitri works for Cobalt Health.\n- Atlas Freight was founded in 1989.\n- Lucia reports to Sofia.\n- Zoya works for Helios Logistics.\n- Felix reports to Mara.\n- Dmitri reports to Lucia.\n- Emeka reports to Dmitri.\n- Priya reports to Felix.\n- Amara reports to Aisha.\n- Mateo reports to Priya.\n- Cobalt Health was founded in 2005.\n- Helios Logistics is headquartered in Lyon.\n- Mara works for Vantage Air.\n- Sofia reports to Wren.\n- Sofia works for Atlas Freight.\n- Vantage Air was founded in 2015.\n- Felix works for Vantage Air.\n- Aisha reports to Zoya.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1975.\n- Stefan reports to Anders.\n- Jonas reports to Wren.\n- Pinnacle Software is headquartered in Porto.\n- Stefan works for Pinnacle Software.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Anders reports to Aisha.\n- Bluepine Aviation is headquartered in Cork.\n- Beacon Insurance is headquartered in Basel.\n- Pinnacle Software was founded in 2005.\n- Helios Logistics was founded in 2011.\n- Wren reports to Omar.\n- Viktor reports to Kenji.\n- Leila works for Bluepine Aviation.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1994.\n- Leila reports to Stefan.\n- Tessa reports to Jonas.\n- Aisha works for Beacon Insurance.\n- Omar works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Jonas works for Bluepine Aviation.\n- Omar reports to Viktor.\n- Aisha reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Leeds.\n- Nadia works for Fernhill Foods.\n- Tessa works for Beacon Insurance.\n- Kenji reports to Nadia.\n- Priya works for Beacon Insurance.\n- Leila reports to Lucia.\n- Zoya reports to Ravi.\n- Vantage Air is headquartered in Halifax.\n- Nadia reports to Elena.\n- Mara works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Priya reports to Mei.\n- Beacon Insurance was founded in 2004.\n- Fernhill Foods was founded in 1985.\n- Lucia works for Helios Logistics.\n- Elena works for Beacon Insurance.\n- Helios Logistics was founded in 2003.\n- Tessa reports to Zoya.\n- Fernhill Foods is headquartered in Basel.\n- Leila works for Beacon Insurance.\n- Mei reports to Dmitri.\n- Elena reports to Mara.\n- Ravi reports to Priya.\n- Ravi works for Helios Logistics.\n- Mara reports to Tessa.\n- Vantage Air was founded in 1996.\n- Zoya works for Vantage Air.\n- Dmitri reports to Leila.\n- Helios Logistics is headquartered in Halifax.\n- Dmitri works for Helios Logistics.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29221", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29222", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29223", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit", "4": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29224", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29225", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9403: employee Dmitri M., hired 20 March 2023, separated 16 November 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9403?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29226", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29227", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 February 2023): For employees hired on or after 08 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8815: employee Tobias S., hired 02 November 2021, separated 25 December 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-8815 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,178", "2": "$9,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29228", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Aisha.\n- Elena works for Pinnacle Software.\n- Amara reports to Sofia.\n- Hana works for Pinnacle Software.\n- Mateo reports to Omar.\n- Crescent Telecom is headquartered in Leeds.\n- Anders works for Lattice Analytics.\n- Felix works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1983.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 2009.\n- Omar works for Lattice Analytics.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Aisha reports to Elena.\n- Pinnacle Software was founded in 2000.\n- Kenji reports to Yuki.\n- Elena reports to Anders.\n- Lattice Analytics is headquartered in Cork.\n- Pinnacle Software is headquartered in Leeds.\n- Kenji works for Lattice Analytics.\n- Aisha works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Hana reports to Leila.\n- Leila reports to Amara.\n- Felix reports to Mateo.\n- Anders reports to Felix.\n- Sofia works for Ironwood Manufacturing.\n- Sofia reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29230", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 91903 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.\n- Summit Energy was founded in 1996.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 1981.\n- Elena reports to Jonas.\n- Cedar Retail Group was founded in 1999.\n- Wren reports to Amara.\n- Viktor reports to Callum.\n- Bruno works for Crescent Telecom.\n- Amara works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance was founded in 2011.\n- Bruno reports to Ravi.\n- Chiara works for Summit Energy.\n- Ravi works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.\n- Callum reports to Wren.\n- Ravi reports to Tobias.\n- Zoya works for Crescent Telecom.\n- Amara reports to Bruno.\n- Summit Energy is headquartered in Oslo.\n- Callum works for Cedar Retail Group.\n- Chiara reports to Viktor.\n- Wren works for Crescent Telecom.\n- Zoya reports to Chiara.\n- Tobias reports to Mateo.\n- Beacon Insurance is headquartered in Oslo.\n- Jonas reports to Zoya.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29232", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29233", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29234", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 November 2024): For employees hired on or after 22 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1378: employee Elena B., hired 27 January 2022, separated 26 May 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1378?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Lucia works for Lattice Analytics.\n- Aisha works for Ironwood Manufacturing.\n- Pablo works for Northwind Systems.\n- Cobalt Health is headquartered in Leeds.\n- Lattice Analytics was founded in 2007.\n- Anders works for Ironwood Manufacturing.\n- Stefan reports to Anders.\n- Amara works for Cobalt Health.\n- Deshawn reports to Amara.\n- Anders reports to Pablo.\n- Aisha reports to Mateo.\n- Cobalt Health was founded in 1987.\n- Lattice Analytics is headquartered in Malmo.\n- Tobias works for Lattice Analytics.\n- Mateo works for Cobalt Health.\n- Chiara reports to Tobias.\n- Chiara works for Ironwood Manufacturing.\n- Pablo reports to Deshawn.\n- Jonas works for Cobalt Health.\n- Lucia reports to Chiara.\n- Sanne reports to Lucia.\n- Tobias reports to Aisha.\n- Northwind Systems was founded in 1989.\n- Mateo reports to Jonas.\n- Deshawn works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1976.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Sanne works for Ironwood Manufacturing.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1984", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Northwind Systems was founded in 1989.\n- Mateo works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Wren works for Fernhill Foods.\n- Lattice Analytics is headquartered in Oslo.\n- Tessa works for Northwind Systems.\n- Chiara works for Lattice Analytics.\n- Deshawn reports to Wren.\n- Summit Energy was founded in 2009.\n- Mei reports to Tessa.\n- Mei works for Fernhill Foods.\n- Tobias reports to Deshawn.\n- Tessa reports to Chiara.\n- Lattice Analytics was founded in 1993.\n- Fernhill Foods was founded in 1993.\n- Northwind Systems is headquartered in Lyon.\n- Bruno works for Fernhill Foods.\n- Chiara reports to Mateo.\n- Bruno reports to Mei.\n- Tobias works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mei.\n- Hana works for Vantage Air.\n- Dmitri reports to Lucia.\n- Mara works for Bluepine Aviation.\n- Cobalt Health was founded in 2007.\n- Omar works for Meridian Bank.\n- Lucia reports to Jonas.\n- Bluepine Aviation was founded in 2015.\n- Vantage Air was founded in 2009.\n- Bluepine Aviation is headquartered in Austin.\n- Meridian Bank is headquartered in Austin.\n- Dmitri works for Bluepine Aviation.\n- Bruno reports to Omar.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Meridian Bank was founded in 1976.\n- Hana reports to Aisha.\n- Lucia works for Cobalt Health.\n- Aisha reports to Dmitri.\n- Vantage Air is headquartered in Tallinn.\n- Bruno works for Vantage Air.\n- Yuki reports to Bruno.\n- Omar reports to Mara.\n- Jonas reports to Yuki.\n- Mei works for Cobalt Health.\n- Jonas works for Meridian Bank.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29238", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29239", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2967: employee Aisha S., hired 03 October 2022, separated 29 November 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-2967 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$40,000", "2": "$9,231", "3": "$5,538"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29240", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8651: employee Nadia A., hired 15 July 2022, separated 15 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8651?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1975.\n- Pablo works for Lattice Analytics.\n- Bruno reports to Callum.\n- Tobias works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Mateo works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Bergen.\n- Crescent Telecom was founded in 2010.\n- Callum reports to Tessa.\n- Elena reports to Mateo.\n- Bruno works for Crescent Telecom.\n- Tobias reports to Ingrid.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Beacon Insurance was founded in 1978.\n- Ingrid works for Beacon Insurance.\n- Crescent Telecom is headquartered in Bergen.\n- Omar reports to Sofia.\n- Tessa reports to Tobias.\n- Sofia works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Sofia reports to Elena.\n- Ironwood Manufacturing was founded in 2010.\n- Elena works for Crescent Telecom.\n- Ingrid reports to Dmitri.\n- Anders reports to Pablo.\n- Pablo reports to Bruno.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29242", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29243", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9310: employee Anders K., hired 06 July 2022, separated 01 October 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9310?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29244", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Stefan.\n- Cedar Retail Group was founded in 2008.\n- Omar reports to Anders.\n- Cobalt Health is headquartered in Turku.\n- Ravi works for Cobalt Health.\n- Viktor works for Bluepine Aviation.\n- Mateo reports to Chiara.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Oslo.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Omar.\n- Bluepine Aviation was founded in 2009.\n- Beacon Insurance is headquartered in Oslo.\n- Anders reports to Mateo.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Chiara reports to Viktor.\n- Ravi reports to Nadia.\n- Mateo works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Adelaide.\n- Beacon Insurance was founded in 2014.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29246", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29247", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29248", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29249", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29250", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mateo.\n- Lattice Analytics was founded in 1997.\n- Leila reports to Priya.\n- Mateo works for Summit Energy.\n- Lattice Analytics is headquartered in Leeds.\n- Northwind Systems was founded in 2004.\n- Nadia works for Northwind Systems.\n- Summit Energy is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Leila works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Ingrid works for Summit Energy.\n- Priya reports to Wren.\n- Dmitri works for Summit Energy.\n- Wren reports to Nadia.\n- Bluepine Aviation is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Bruno works for Summit Energy.\n- Nadia reports to Dmitri.\n- Yuki reports to Zoya.\n- Zoya reports to Stefan.\n- Stefan works for Summit Energy.\n- Priya works for Northwind Systems.\n- Ingrid reports to Felix.\n- Zoya works for Lattice Analytics.\n- Yuki works for Northwind Systems.\n- Summit Energy was founded in 1986.\n- Bluepine Aviation was founded in 2015.\n- Bruno reports to Yuki.\n- Dmitri reports to Bruno.\n- Stefan reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29252", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29253", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 7, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3456: employee Deshawn B., hired 25 July 2022, separated 29 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3456?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3456 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29254", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8094: employee Bruno B., hired 26 December 2021, separated 09 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8094?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Elena.\n- Cedar Retail Group was founded in 1982.\n- Jonas reports to Ingrid.\n- Chiara reports to Omar.\n- Deshawn works for Summit Energy.\n- Pablo works for Helios Logistics.\n- Lattice Analytics was founded in 1977.\n- Elena works for Summit Energy.\n- Helios Logistics was founded in 1996.\n- Elena reports to Yuki.\n- Amara works for Cedar Retail Group.\n- Mei works for Summit Energy.\n- Ingrid works for Helios Logistics.\n- Jonas works for Summit Energy.\n- Lattice Analytics is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Tallinn.\n- Summit Energy was founded in 2001.\n- Deshawn reports to Amara.\n- Summit Energy is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Omar works for Cedar Retail Group.\n- Pablo reports to Jonas.\n- Ingrid reports to Deshawn.\n- Yuki works for Lattice Analytics.\n- Yuki reports to Chiara.\n- Omar reports to Pablo.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29256", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Sofia reports to Nadia.\n- Zoya reports to Stefan.\n- Summit Energy was founded in 1996.\n- Nadia works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Bluepine Aviation was founded in 1993.\n- Omar works for Bluepine Aviation.\n- Cobalt Health is headquartered in Ghent.\n- Omar reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Ghent.\n- Nadia reports to Yuki.\n- Stefan works for Cobalt Health.\n- Elena works for Summit Energy.\n- Crescent Telecom is headquartered in Malmo.\n- Stefan reports to Mateo.\n- Yuki reports to Zoya.\n- Mateo reports to Elena.\n- Summit Energy is headquartered in Tampere.\n- Crescent Telecom was founded in 1978.\n- Cobalt Health was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1996", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29258", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4516: employee Felix A., hired 08 February 2021, separated 27 August 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-4516 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$4,500", "3": "$4,688"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Viktor works for Helios Logistics.\n- Mara reports to Mei.\n- Hana reports to Jonas.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas reports to Emeka.\n- Cobalt Health was founded in 2001.\n- Sanne works for Cobalt Health.\n- Jonas works for Pinnacle Software.\n- Helios Logistics was founded in 2001.\n- Emeka works for Cobalt Health.\n- Bluepine Aviation is headquartered in Ghent.\n- Sanne reports to Mara.\n- Bluepine Aviation was founded in 2010.\n- Pinnacle Software was founded in 2009.\n- Mara works for Pinnacle Software.\n- Viktor reports to Sanne.\n- Yuki reports to Viktor.\n- Mei reports to Hana.\n- Helios Logistics is headquartered in Ghent.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29260", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5126: employee Nadia K., hired 28 April 2024, separated 28 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5126?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29261", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 85830 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ingrid.\n- Crescent Telecom was founded in 2012.\n- Mara works for Crescent Telecom.\n- Summit Energy is headquartered in Tampere.\n- Northwind Systems is headquartered in Ghent.\n- Anders works for Northwind Systems.\n- Ingrid reports to Stefan.\n- Sofia works for Northwind Systems.\n- Atlas Freight is headquartered in Brno.\n- Bruno reports to Omar.\n- Mei works for Summit Energy.\n- Omar reports to Deshawn.\n- Wren works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Ingrid works for Northwind Systems.\n- Anders reports to Aisha.\n- Bruno works for Summit Energy.\n- Stefan reports to Mara.\n- Mara reports to Sofia.\n- Pablo reports to Mei.\n- Wren reports to Pablo.\n- Summit Energy was founded in 2007.\n- Crescent Telecom is headquartered in Ghent.\n- Deshawn works for Atlas Freight.\n- Stefan works for Northwind Systems.\n- Sofia reports to Wren.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Deshawn reports to Anders.\n- Northwind Systems was founded in 1996.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1999", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29263", "family": "intent_hardneg", "state": "Incoming support message:\n\"52233 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29264", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6405: employee Aisha M., hired 09 December 2022, separated 13 June 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2026-6405 under the controlling rules.", "criteria": {"0": "$3,800", "1": "$16,467", "2": "$5,800", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29265", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5087: employee Hana B., hired 02 November 2020, separated 11 December 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-3-2026-5087 under the controlling rules.", "criteria": {"0": "$20,500", "1": "$21,400", "2": "$20,400", "3": "$88,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Hana.\n- Omar works for Vantage Air.\n- Sofia reports to Mei.\n- Priya works for Vantage Air.\n- Bruno reports to Sofia.\n- Mara works for Fernhill Foods.\n- Mei works for Vantage Air.\n- Elena works for Beacon Insurance.\n- Vantage Air was founded in 1996.\n- Vantage Air is headquartered in Brno.\n- Dmitri reports to Bruno.\n- Anders reports to Deshawn.\n- Mei reports to Omar.\n- Omar reports to Elena.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Nagoya.\n- Beacon Insurance was founded in 1976.\n- Hana works for Vantage Air.\n- Hana reports to Dmitri.\n- Priya reports to Mara.\n- Deshawn works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Bruno works for Beacon Insurance.\n- Fernhill Foods was founded in 1991.\n- Sofia works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Mara reports to Anders.\n- Elena reports to Nadia.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29267", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Deshawn.\n- Mara works for Cedar Retail Group.\n- Anders works for Pinnacle Software.\n- Chiara works for Atlas Freight.\n- Cedar Retail Group was founded in 1981.\n- Anders reports to Nadia.\n- Ingrid works for Atlas Freight.\n- Mara reports to Tessa.\n- Pinnacle Software was founded in 2013.\n- Nadia works for Cedar Retail Group.\n- Mei works for Pinnacle Software.\n- Nadia reports to Chiara.\n- Atlas Freight is headquartered in Bergen.\n- Vantage Air was founded in 1983.\n- Pinnacle Software is headquartered in Turku.\n- Deshawn works for Atlas Freight.\n- Vantage Air is headquartered in Turku.\n- Chiara reports to Pablo.\n- Pablo works for Atlas Freight.\n- Tessa reports to Anders.\n- Cedar Retail Group is headquartered in Bergen.\n- Ingrid reports to Mei.\n- Atlas Freight was founded in 2011.\n- Kenji works for Vantage Air.\n- Deshawn reports to Ingrid.\n- Pablo reports to Kenji.\n- Tessa works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29269", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8955: employee Priya A., hired 23 April 2024, separated 07 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-8955 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$4,000", "2": "$1,750", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29270", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-5 (VERSION 2, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4645: employee Omar B., hired 01 September 2022, separated 24 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4645?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Stefan.\n- Ironwood Manufacturing was founded in 1997.\n- Vantage Air was founded in 2004.\n- Lucia reports to Yuki.\n- Sanne reports to Deshawn.\n- Wren works for Vantage Air.\n- Mei works for Helios Logistics.\n- Ravi reports to Bruno.\n- Tessa works for Ironwood Manufacturing.\n- Yuki works for Helios Logistics.\n- Sanne works for Vantage Air.\n- Nadia works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Lyon.\n- Vantage Air is headquartered in Bergen.\n- Nadia reports to Jonas.\n- Stefan works for Helios Logistics.\n- Bruno works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Brno.\n- Lucia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1975.\n- Mei reports to Wren.\n- Tessa reports to Mei.\n- Deshawn works for Vantage Air.\n- Yuki reports to Sanne.\n- Deshawn reports to Nadia.\n- Meridian Bank is headquartered in Bergen.\n- Jonas works for Ironwood Manufacturing.\n- Ravi works for Helios Logistics.\n- Stefan reports to Ravi.\n- Meridian Bank was founded in 1980.\n- Jonas reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29272", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2065: employee Zoya T., hired 12 May 2020, separated 10 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2065?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mateo.\n- Cedar Retail Group was founded in 2004.\n- Omar works for Cedar Retail Group.\n- Ingrid works for Cobalt Health.\n- Sanne works for Lattice Analytics.\n- Stefan works for Vantage Air.\n- Lattice Analytics is headquartered in Tampere.\n- Callum reports to Stefan.\n- Tobias reports to Ingrid.\n- Tobias works for Lattice Analytics.\n- Chiara works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1993.\n- Deshawn reports to Mara.\n- Sanne reports to Deshawn.\n- Felix reports to Sanne.\n- Callum works for Cedar Retail Group.\n- Omar reports to Priya.\n- Chiara reports to Omar.\n- Stefan reports to Felix.\n- Cobalt Health was founded in 1984.\n- Cobalt Health is headquartered in Porto.\n- Mateo reports to Tobias.\n- Vantage Air was founded in 1998.\n- Vantage Air is headquartered in Porto.\n- Mateo works for Cedar Retail Group.\n- Deshawn works for Lattice Analytics.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Ingrid reports to Callum.\n- Priya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29274", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 98303 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mei.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Deshawn reports to Amara.\n- Felix reports to Deshawn.\n- Zoya works for Vantage Air.\n- Lattice Analytics is headquartered in Brno.\n- Deshawn works for Vantage Air.\n- Lucia reports to Felix.\n- Crescent Telecom is headquartered in Brno.\n- Lucia works for Vantage Air.\n- Amara reports to Priya.\n- Vantage Air was founded in 1982.\n- Priya works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Crescent Telecom was founded in 2011.\n- Mei reports to Zoya.\n- Zoya reports to Dmitri.\n- Amara works for Lattice Analytics.\n- Vantage Air is headquartered in Valencia.\n- Felix works for Vantage Air.\n- Ironwood Manufacturing was founded in 1996.\n- Lattice Analytics was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29276", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29277", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29278", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29279", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8282: employee Anders K., hired 19 July 2024, separated 30 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8282?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Malmo.\n- Northwind Systems was founded in 2006.\n- Dmitri reports to Deshawn.\n- Callum works for Northwind Systems.\n- Cedar Retail Group was founded in 1995.\n- Dmitri works for Northwind Systems.\n- Meridian Bank is headquartered in Nagoya.\n- Deshawn works for Cedar Retail Group.\n- Mateo works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Meridian Bank was founded in 2000.\n- Northwind Systems is headquartered in Nagoya.\n- Jonas reports to Mateo.\n- Deshawn reports to Sofia.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Jonas.\n- Sofia works for Meridian Bank.\n- Lattice Analytics was founded in 1992.\n- Aisha reports to Dmitri.\n- Lattice Analytics is headquartered in Dunedin.\n- Sofia reports to Callum.\n- Aisha works for Northwind Systems.\n- Mateo reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Omar reports to Tobias.\n- Bruno works for Fernhill Foods.\n- Amara works for Ironwood Manufacturing.\n- Pablo works for Lattice Analytics.\n- Omar works for Fernhill Foods.\n- Kenji reports to Wren.\n- Amara reports to Callum.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1997.\n- Tobias works for Cobalt Health.\n- Lattice Analytics was founded in 1996.\n- Bruno reports to Amara.\n- Cobalt Health was founded in 2006.\n- Lucia reports to Zoya.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods was founded in 1988.\n- Pablo reports to Kenji.\n- Callum reports to Lucia.\n- Tobias reports to Pablo.\n- Wren reports to Bruno.\n- Lattice Analytics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29282", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2418: employee Deshawn S., hired 04 April 2022, separated 06 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2418?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29283", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4706: employee Sofia R., hired 21 December 2020, separated 04 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4706?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Emeka.\n- Jonas reports to Chiara.\n- Jonas works for Northwind Systems.\n- Meridian Bank was founded in 1998.\n- Pablo works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Chiara reports to Priya.\n- Priya reports to Callum.\n- Northwind Systems was founded in 1993.\n- Pablo reports to Jonas.\n- Vantage Air is headquartered in Malmo.\n- Meridian Bank is headquartered in Lyon.\n- Emeka works for Northwind Systems.\n- Tessa reports to Zoya.\n- Tessa works for Vantage Air.\n- Zoya works for Vantage Air.\n- Helios Logistics is headquartered in Lyon.\n- Emeka reports to Pablo.\n- Callum works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Helios Logistics was founded in 1992.\n- Vantage Air was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Malmo.\n- Pinnacle Software was founded in 2008.\n- Cobalt Health was founded in 1985.\n- Mara works for Cobalt Health.\n- Lucia works for Vantage Air.\n- Lattice Analytics was founded in 1979.\n- Elena reports to Kenji.\n- Kenji works for Lattice Analytics.\n- Pinnacle Software is headquartered in Tampere.\n- Wren works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Sanne works for Pinnacle Software.\n- Deshawn reports to Priya.\n- Lattice Analytics is headquartered in Malmo.\n- Amara works for Vantage Air.\n- Chiara reports to Hana.\n- Deshawn works for Vantage Air.\n- Elena works for Vantage Air.\n- Priya reports to Chiara.\n- Hana reports to Sanne.\n- Lucia reports to Nadia.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 1994.\n- Priya works for Pinnacle Software.\n- Kenji reports to Wren.\n- Nadia works for Pinnacle Software.\n- Mara reports to Amara.\n- Amara reports to Deshawn.\n- Sanne reports to Lucia.\n- Wren reports to Mara.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29286", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 90972\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "reports an item arrived broken", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1991.\n- Meridian Bank is headquartered in Turku.\n- Pablo reports to Aisha.\n- Pinnacle Software is headquartered in Turku.\n- Hana reports to Dmitri.\n- Meridian Bank was founded in 1996.\n- Lucia reports to Viktor.\n- Cobalt Health is headquartered in Valencia.\n- Lucia works for Helios Logistics.\n- Aisha works for Cobalt Health.\n- Bruno reports to Lucia.\n- Sofia works for Cobalt Health.\n- Pinnacle Software was founded in 2003.\n- Viktor reports to Hana.\n- Dmitri reports to Nadia.\n- Leila works for Pinnacle Software.\n- Nadia works for Cobalt Health.\n- Aisha reports to Sofia.\n- Bruno works for Meridian Bank.\n- Nadia reports to Leila.\n- Cobalt Health was founded in 1995.\n- Dmitri works for Pinnacle Software.\n- Leila reports to Pablo.\n- Hana works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Helios Logistics is headquartered in Cork.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2002.\n- Beacon Insurance is headquartered in Lyon.\n- Anders works for Atlas Freight.\n- Anders reports to Ingrid.\n- Callum reports to Wren.\n- Lucia works for Atlas Freight.\n- Mei reports to Emeka.\n- Amara works for Bluepine Aviation.\n- Emeka works for Atlas Freight.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka reports to Callum.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2015.\n- Ingrid works for Atlas Freight.\n- Vantage Air was founded in 2005.\n- Beacon Insurance was founded in 1980.\n- Mei works for Bluepine Aviation.\n- Ingrid reports to Mei.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Vantage Air is headquartered in Leeds.\n- Amara reports to Anders.\n- Lucia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mei.\n- Summit Energy was founded in 2009.\n- Omar reports to Amara.\n- Tobias works for Summit Energy.\n- Northwind Systems is headquartered in Bergen.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Anders works for Summit Energy.\n- Ravi works for Atlas Freight.\n- Tobias reports to Tessa.\n- Wren works for Northwind Systems.\n- Tessa reports to Anders.\n- Fernhill Foods is headquartered in Cork.\n- Callum reports to Viktor.\n- Amara works for Fernhill Foods.\n- Ravi reports to Wren.\n- Amara reports to Tobias.\n- Viktor works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Callum works for Summit Energy.\n- Anders reports to Callum.\n- Northwind Systems was founded in 2003.\n- Mei works for Atlas Freight.\n- Summit Energy is headquartered in Brno.\n- Fernhill Foods was founded in 1999.\n- Atlas Freight was founded in 1995.\n- Mei reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29290", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6005: employee Priya S., hired 03 January 2024, separated 24 September 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-6005 under the controlling rules.", "criteria": {"0": "$22,750", "1": "$3,250", "2": "$5,250", "3": "$5,312"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tobias.\n- Hana reports to Nadia.\n- Bruno works for Beacon Insurance.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 2002.\n- Nadia works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Beacon Insurance was founded in 2000.\n- Beacon Insurance is headquartered in Oslo.\n- Ravi works for Beacon Insurance.\n- Atlas Freight was founded in 2014.\n- Atlas Freight is headquartered in Porto.\n- Stefan works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Felix reports to Zoya.\n- Felix works for Atlas Freight.\n- Tessa reports to Hana.\n- Lattice Analytics is headquartered in Leeds.\n- Ravi reports to Felix.\n- Tobias reports to Mara.\n- Hana works for Lattice Analytics.\n- Mara reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Stefan reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1998", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29292", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29293", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 05 August 2025): For employees hired on or after 05 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8458: employee Leila K., hired 09 April 2024, separated 04 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8458?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29294", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4066: employee Ingrid B., hired 19 July 2022, separated 14 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4066?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Elena works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Dmitri works for Bluepine Aviation.\n- Meridian Bank is headquartered in Valencia.\n- Mara reports to Ravi.\n- Bluepine Aviation is headquartered in Austin.\n- Mara works for Summit Energy.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia reports to Elena.\n- Mei reports to Mara.\n- Summit Energy is headquartered in Dunedin.\n- Deshawn reports to Dmitri.\n- Mateo works for Summit Energy.\n- Bruno works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Ironwood Manufacturing was founded in 1975.\n- Bruno reports to Mateo.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Meridian Bank was founded in 1995.\n- Elena reports to Mei.\n- Bluepine Aviation was founded in 2007.\n- Dmitri reports to Jonas.\n- Ravi reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2013.\n- Atlas Freight was founded in 1999.\n- Summit Energy was founded in 1986.\n- Tessa works for Summit Energy.\n- Leila reports to Deshawn.\n- Zoya works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Viktor reports to Tobias.\n- Beacon Insurance is headquartered in Adelaide.\n- Leila works for Beacon Insurance.\n- Mateo reports to Tessa.\n- Deshawn works for Atlas Freight.\n- Summit Energy is headquartered in Malmo.\n- Tessa reports to Leila.\n- Stefan works for Beacon Insurance.\n- Mateo works for Pinnacle Software.\n- Zoya reports to Stefan.\n- Tobias works for Pinnacle Software.\n- Viktor works for Summit Energy.\n- Beacon Insurance was founded in 1983.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan reports to Viktor.\n- Deshawn reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29297", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29298", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29299", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 2001.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia reports to Hana.\n- Lucia works for Helios Logistics.\n- Northwind Systems is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Crescent Telecom is headquartered in Nagoya.\n- Northwind Systems was founded in 1985.\n- Dmitri works for Northwind Systems.\n- Deshawn works for Crescent Telecom.\n- Kenji reports to Deshawn.\n- Ingrid reports to Amara.\n- Ingrid works for Pinnacle Software.\n- Viktor works for Crescent Telecom.\n- Dmitri reports to Lucia.\n- Felix works for Northwind Systems.\n- Pinnacle Software was founded in 1994.\n- Helios Logistics was founded in 1983.\n- Viktor reports to Aisha.\n- Hana reports to Kenji.\n- Kenji works for Pinnacle Software.\n- Jonas reports to Felix.\n- Amara works for Northwind Systems.\n- Aisha reports to Dmitri.\n- Hana works for Pinnacle Software.\n- Felix reports to Callum.\n- Callum works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29300", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29301", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1520: employee Tobias A., hired 25 May 2024, separated 25 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1520?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29302", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Adelaide.\n- Pinnacle Software is headquartered in Adelaide.\n- Pinnacle Software was founded in 2000.\n- Tobias reports to Stefan.\n- Mei reports to Amara.\n- Cobalt Health is headquartered in Adelaide.\n- Sofia reports to Mei.\n- Amara works for Beacon Insurance.\n- Mei works for Northwind Systems.\n- Beacon Insurance was founded in 1990.\n- Ingrid works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Northwind Systems was founded in 2015.\n- Tobias works for Cobalt Health.\n- Ingrid reports to Kenji.\n- Amara reports to Tobias.\n- Beacon Insurance is headquartered in Leeds.\n- Cobalt Health was founded in 2008.\n- Kenji works for Northwind Systems.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Sofia.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Emeka works for Beacon Insurance.\n- Helios Logistics is headquartered in Malmo.\n- Nadia reports to Omar.\n- Tessa reports to Dmitri.\n- Emeka reports to Leila.\n- Beacon Insurance is headquartered in Austin.\n- Mateo works for Summit Energy.\n- Helios Logistics was founded in 1983.\n- Omar reports to Emeka.\n- Beacon Insurance was founded in 1978.\n- Omar works for Vantage Air.\n- Summit Energy is headquartered in Malmo.\n- Vantage Air is headquartered in Malmo.\n- Amara reports to Tessa.\n- Nadia works for Summit Energy.\n- Dmitri reports to Mateo.\n- Mateo reports to Nadia.\n- Tessa works for Summit Energy.\n- Vantage Air was founded in 1987.\n- Leila works for Vantage Air.\n- Summit Energy was founded in 1977.\n- Amara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29305", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Austin.\n- Elena works for Atlas Freight.\n- Fernhill Foods is headquartered in Oslo.\n- Mateo reports to Elena.\n- Callum reports to Deshawn.\n- Callum works for Atlas Freight.\n- Fernhill Foods was founded in 1980.\n- Pinnacle Software was founded in 1986.\n- Mateo works for Pinnacle Software.\n- Hana reports to Mateo.\n- Priya works for Meridian Bank.\n- Priya reports to Bruno.\n- Deshawn works for Fernhill Foods.\n- Amara works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Kenji reports to Callum.\n- Deshawn reports to Tessa.\n- Tessa works for Atlas Freight.\n- Meridian Bank was founded in 1975.\n- Elena reports to Priya.\n- Pinnacle Software is headquartered in Austin.\n- Bruno works for Pinnacle Software.\n- Atlas Freight is headquartered in Austin.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Amara reports to Kenji.\n- Tessa reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29307", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 05 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2814: employee Sanne M., hired 25 February 2021, separated 24 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2814?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29308", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 90259\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "cancel_order", "3": "track_order", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Vantage Air was founded in 1979.\n- Kenji reports to Emeka.\n- Zoya reports to Nadia.\n- Cedar Retail Group is headquartered in Brno.\n- Anders reports to Priya.\n- Kenji works for Vantage Air.\n- Anders works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.\n- Vantage Air is headquartered in Brno.\n- Priya reports to Zoya.\n- Priya works for Atlas Freight.\n- Cedar Retail Group was founded in 1986.\n- Nadia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1975.\n- Pablo works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Pablo reports to Anders.\n- Hana reports to Kenji.\n- Atlas Freight is headquartered in Adelaide.\n- Nadia reports to Hana.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29310", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29311", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7703: employee Jonas S., hired 21 February 2022, separated 02 November 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-7703 under the controlling rules.", "criteria": {"0": "$11,100", "1": "$10,700", "2": "$11,200", "3": "$48,533"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29312", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9862: employee Mei K., hired 11 October 2022, separated 08 February 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-9862 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,567", "2": "$12,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-29313", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29314", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1339: employee Jonas T., hired 15 June 2022, separated 09 July 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2026-1339 under the controlling rules.", "criteria": {"0": "$8,178", "1": "$45,000", "2": "$10,385", "3": "$10,885"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1339 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29315", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29316", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29317", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Dmitri works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Callum reports to Chiara.\n- Cedar Retail Group was founded in 2003.\n- Lattice Analytics is headquartered in Basel.\n- Kenji reports to Aisha.\n- Aisha reports to Callum.\n- Wren works for Lattice Analytics.\n- Emeka works for Cedar Retail Group.\n- Wren reports to Dmitri.\n- Lucia reports to Kenji.\n- Callum works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Lyon.\n- Priya works for Ironwood Manufacturing.\n- Dmitri reports to Deshawn.\n- Beacon Insurance was founded in 2005.\n- Beacon Insurance is headquartered in Basel.\n- Stefan reports to Lucia.\n- Chiara works for Lattice Analytics.\n- Lucia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1997.\n- Kenji works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno works for Cedar Retail Group.\n- Lattice Analytics was founded in 2005.\n- Deshawn reports to Stefan.\n- Deshawn works for Lattice Analytics.\n- Priya reports to Emeka.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Leeds.\n- Mara reports to Ravi.\n- Dmitri works for Bluepine Aviation.\n- Mei works for Vantage Air.\n- Bluepine Aviation is headquartered in Adelaide.\n- Dmitri reports to Wren.\n- Lucia works for Cedar Retail Group.\n- Wren works for Pinnacle Software.\n- Bluepine Aviation was founded in 1983.\n- Aisha reports to Anders.\n- Cedar Retail Group was founded in 2000.\n- Anders works for Vantage Air.\n- Anders reports to Mara.\n- Mei reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 2009.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Mei.\n- Chiara reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Emeka reports to Dmitri.\n- Vantage Air was founded in 1976.\n- Ravi reports to Chiara.\n- Aisha works for Vantage Air.\n- Cedar Retail Group is headquartered in Leeds.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29320", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4032: employee Zoya R., hired 20 March 2020, separated 14 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4032?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Deshawn.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn works for Atlas Freight.\n- Leila reports to Emeka.\n- Atlas Freight was founded in 2004.\n- Emeka reports to Jonas.\n- Lucia reports to Chiara.\n- Anders reports to Viktor.\n- Ingrid reports to Sofia.\n- Pinnacle Software is headquartered in Turku.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Emeka works for Meridian Bank.\n- Anders works for Atlas Freight.\n- Leila works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Viktor works for Atlas Freight.\n- Crescent Telecom was founded in 1997.\n- Meridian Bank is headquartered in Brno.\n- Sofia reports to Anders.\n- Atlas Freight is headquartered in Nagoya.\n- Viktor reports to Leila.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Ingrid.\n- Ingrid works for Crescent Telecom.\n- Pinnacle Software was founded in 1975.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29322", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 65346 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29323", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29324", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Omar reports to Sofia.\n- Helios Logistics is headquartered in Austin.\n- Pinnacle Software is headquartered in Halifax.\n- Stefan works for Helios Logistics.\n- Deshawn reports to Stefan.\n- Sofia works for Helios Logistics.\n- Hana works for Fernhill Foods.\n- Pinnacle Software was founded in 1995.\n- Stefan reports to Ingrid.\n- Omar works for Pinnacle Software.\n- Lucia reports to Hana.\n- Dmitri works for Ironwood Manufacturing.\n- Hana reports to Emeka.\n- Kenji works for Fernhill Foods.\n- Emeka works for Pinnacle Software.\n- Lucia works for Helios Logistics.\n- Dmitri reports to Kenji.\n- Fernhill Foods is headquartered in Austin.\n- Fernhill Foods was founded in 1989.\n- Ironwood Manufacturing was founded in 2007.\n- Helios Logistics was founded in 1987.\n- Emeka reports to Dmitri.\n- Ingrid reports to Lucia.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ingrid works for Ironwood Manufacturing.\n- Kenji reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29326", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2672: employee Jonas T., hired 08 December 2022, separated 10 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2672?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29327", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29328", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29329", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "open_account", "3": "wire_transfer", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29330", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4366: employee Ingrid K., hired 06 January 2022, separated 19 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4366?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29331", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29332", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 July 2025): For employees hired on or after 16 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1208: employee Tessa M., hired 05 February 2022, separated 12 October 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2026-1208 under the controlling rules.", "criteria": {"0": "$14,409", "1": "$14,538", "2": "$14,038", "3": "$63,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29333", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29334", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3663: employee Hana B., hired 17 February 2023, separated 01 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3663?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29335", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1797: employee Amara R., hired 13 September 2020, separated 24 January 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1797?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29336", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29337", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 13 March 2023): For employees hired on or after 13 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6285: employee Yuki A., hired 30 July 2022, separated 08 January 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6285?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29338", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 64890 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29339", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 04 October 2025): For employees hired on or after 04 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3700: employee Felix K., hired 24 December 2023, separated 29 August 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3700?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-29340", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29341", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29342", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29343", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 13 October 2024): For employees hired on or after 13 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7252: employee Bruno B., hired 03 April 2021, separated 18 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7252?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29344", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Nadia reports to Omar.\n- Jonas reports to Chiara.\n- Jonas works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Zoya works for Ironwood Manufacturing.\n- Kenji reports to Nadia.\n- Zoya reports to Jonas.\n- Sanne works for Fernhill Foods.\n- Northwind Systems was founded in 2003.\n- Pablo works for Pinnacle Software.\n- Wren reports to Zoya.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Pinnacle Software is headquartered in Nagoya.\n- Omar reports to Wren.\n- Tessa reports to Sanne.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri reports to Tessa.\n- Fernhill Foods was founded in 2006.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Dmitri works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Chiara works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Sanne reports to Kenji.\n- Elena reports to Dmitri.\n- Chiara reports to Pablo.\n- Elena works for Fernhill Foods.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29346", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1842: employee Felix T., hired 21 February 2022, separated 05 December 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2026-1842 under the controlling rules.", "criteria": {"0": "$9,865", "1": "$8,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1842 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29347", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29348", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29349", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 February 2025): For employees hired on or after 13 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5109: employee Mara A., hired 25 September 2022, separated 03 December 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5109?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5109 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29350", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4788: employee Anders R., hired 22 February 2022, separated 14 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4788?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29351", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2960: employee Mateo S., hired 13 November 2021, separated 30 March 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2025-2960 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$6,500", "2": "$26,000", "3": "$5,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29352", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29353", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29355", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29356", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29357", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29358", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5847: employee Felix A., hired 28 September 2023, separated 16 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5847?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29359", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 March 2023): For employees hired on or after 09 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4878: employee Priya T., hired 13 April 2020, separated 24 August 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4878?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29361", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2803: employee Mateo S., hired 30 May 2023, separated 17 February 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-2803 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$1,050", "2": "$3,000", "3": "$1,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2001.\n- Pinnacle Software was founded in 1997.\n- Lucia reports to Sofia.\n- Ingrid works for Vantage Air.\n- Viktor works for Vantage Air.\n- Sofia reports to Sanne.\n- Viktor reports to Ingrid.\n- Dmitri reports to Viktor.\n- Lucia works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Pablo works for Pinnacle Software.\n- Cobalt Health was founded in 1978.\n- Sanne works for Fernhill Foods.\n- Sofia works for Cobalt Health.\n- Pinnacle Software is headquartered in Brno.\n- Vantage Air was founded in 1977.\n- Pablo reports to Leila.\n- Dmitri works for Pinnacle Software.\n- Leila reports to Lucia.\n- Sanne reports to Dmitri.\n- Cobalt Health is headquartered in Nagoya.\n- Vantage Air is headquartered in Leeds.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29363", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 31 May 2023): For employees hired on or after 31 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1185: employee Sanne B., hired 03 December 2021, separated 18 October 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-1185?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1185 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29364", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 31193 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Callum works for Cedar Retail Group.\n- Mara reports to Callum.\n- Dmitri works for Ironwood Manufacturing.\n- Callum reports to Omar.\n- Dmitri reports to Jonas.\n- Felix works for Cedar Retail Group.\n- Anders works for Ironwood Manufacturing.\n- Felix reports to Anders.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Mara.\n- Anders reports to Aisha.\n- Beacon Insurance is headquartered in Bergen.\n- Northwind Systems is headquartered in Brno.\n- Jonas works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1981.\n- Beacon Insurance was founded in 1994.\n- Omar reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Brno.\n- Cedar Retail Group was founded in 2011.\n- Northwind Systems was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29366", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29367", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29368", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1435: employee Ravi R., hired 28 November 2021, separated 15 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1435?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2008.\n- Viktor reports to Tobias.\n- Meridian Bank is headquartered in Ghent.\n- Lucia works for Vantage Air.\n- Northwind Systems was founded in 1995.\n- Mateo reports to Felix.\n- Vantage Air was founded in 1977.\n- Meridian Bank was founded in 1994.\n- Ravi works for Northwind Systems.\n- Tobias works for Vantage Air.\n- Ingrid reports to Mateo.\n- Northwind Systems is headquartered in Basel.\n- Felix reports to Viktor.\n- Lucia reports to Ravi.\n- Tessa works for Northwind Systems.\n- Tobias reports to Tessa.\n- Ravi reports to Ingrid.\n- Ingrid works for Cobalt Health.\n- Vantage Air is headquartered in Leeds.\n- Felix works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Cobalt Health is headquartered in Basel.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29370", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 59792 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29371", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Cobalt Health was founded in 1978.\n- Mateo works for Atlas Freight.\n- Cobalt Health is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Lattice Analytics was founded in 1997.\n- Felix works for Crescent Telecom.\n- Atlas Freight was founded in 1983.\n- Atlas Freight is headquartered in Basel.\n- Crescent Telecom was founded in 2002.\n- Jonas reports to Pablo.\n- Ingrid works for Cobalt Health.\n- Felix reports to Wren.\n- Pablo works for Atlas Freight.\n- Jonas works for Cobalt Health.\n- Mateo reports to Leila.\n- Wren works for Atlas Freight.\n- Wren reports to Mateo.\n- Leila works for Crescent Telecom.\n- Leila reports to Ingrid.\n- Nadia reports to Felix.\n- Ingrid reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29372", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29373", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5178: employee Dmitri R., hired 21 March 2024, separated 01 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5178?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29374", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29375", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29376", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6036: employee Sofia B., hired 27 October 2024, separated 09 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6036?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29377", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8981: employee Kenji T., hired 26 March 2022, separated 20 May 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8981?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29378", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1993.\n- Mei works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Mateo reports to Kenji.\n- Anders works for Fernhill Foods.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Kenji works for Cobalt Health.\n- Leila reports to Emeka.\n- Emeka reports to Anders.\n- Cobalt Health is headquartered in Cork.\n- Tobias works for Fernhill Foods.\n- Emeka works for Pinnacle Software.\n- Ravi reports to Viktor.\n- Pinnacle Software was founded in 1984.\n- Mara reports to Mateo.\n- Viktor works for Fernhill Foods.\n- Anders reports to Tobias.\n- Bruno reports to Mara.\n- Mei reports to Sofia.\n- Viktor reports to Leila.\n- Ravi works for Crescent Telecom.\n- Kenji reports to Ravi.\n- Crescent Telecom was founded in 1996.\n- Tobias reports to Mei.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29380", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1980.\n- Zoya reports to Deshawn.\n- Omar works for Northwind Systems.\n- Atlas Freight was founded in 1996.\n- Lattice Analytics is headquartered in Dunedin.\n- Callum reports to Zoya.\n- Ingrid reports to Callum.\n- Atlas Freight is headquartered in Adelaide.\n- Mei reports to Ingrid.\n- Helios Logistics is headquartered in Lyon.\n- Yuki reports to Omar.\n- Helios Logistics was founded in 2011.\n- Mei works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Viktor works for Atlas Freight.\n- Hana reports to Kenji.\n- Callum works for Helios Logistics.\n- Kenji works for Northwind Systems.\n- Hana works for Lattice Analytics.\n- Tessa reports to Yuki.\n- Ingrid works for Northwind Systems.\n- Viktor reports to Hana.\n- Tessa works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Mateo reports to Viktor.\n- Lattice Analytics was founded in 1985.\n- Deshawn reports to Mateo.\n- Omar reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29382", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2244: employee Emeka M., hired 19 September 2023, separated 09 March 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2244?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29383", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Malmo.\n- Ingrid works for Beacon Insurance.\n- Omar reports to Anders.\n- Mateo works for Summit Energy.\n- Leila reports to Ingrid.\n- Dmitri reports to Mei.\n- Sofia reports to Omar.\n- Atlas Freight was founded in 2010.\n- Leila works for Beacon Insurance.\n- Northwind Systems was founded in 2007.\n- Mei reports to Kenji.\n- Wren works for Beacon Insurance.\n- Mara reports to Mateo.\n- Northwind Systems is headquartered in Lyon.\n- Mei works for Northwind Systems.\n- Mateo reports to Dmitri.\n- Beacon Insurance was founded in 1992.\n- Kenji works for Atlas Freight.\n- Wren reports to Leila.\n- Chiara reports to Wren.\n- Summit Energy was founded in 1977.\n- Mara works for Summit Energy.\n- Anders reports to Mara.\n- Kenji reports to Chiara.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Anders works for Summit Energy.\n- Chiara works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Sofia works for Northwind Systems.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29385", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29386", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29387", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Sofia reports to Lucia.\n- Ingrid works for Summit Energy.\n- Vantage Air is headquartered in Tallinn.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Callum reports to Zoya.\n- Lucia reports to Sanne.\n- Wren reports to Sofia.\n- Zoya reports to Tobias.\n- Mateo reports to Callum.\n- Callum works for Summit Energy.\n- Helios Logistics was founded in 1982.\n- Sanne reports to Dmitri.\n- Mateo works for Summit Energy.\n- Tobias works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Cobalt Health is headquartered in Austin.\n- Helios Logistics is headquartered in Oslo.\n- Dmitri works for Summit Energy.\n- Vantage Air was founded in 2005.\n- Omar works for Helios Logistics.\n- Summit Energy is headquartered in Tallinn.\n- Dmitri reports to Mateo.\n- Stefan works for Vantage Air.\n- Zoya works for Helios Logistics.\n- Ingrid reports to Omar.\n- Summit Energy was founded in 1979.\n- Stefan reports to Ingrid.\n- Lucia works for Vantage Air.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Austin", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Stefan.\n- Northwind Systems is headquartered in Brno.\n- Stefan works for Summit Energy.\n- Aisha reports to Yuki.\n- Summit Energy is headquartered in Brno.\n- Yuki works for Meridian Bank.\n- Sanne reports to Aisha.\n- Meridian Bank was founded in 1991.\n- Pablo works for Summit Energy.\n- Pinnacle Software was founded in 2012.\n- Stefan reports to Ravi.\n- Northwind Systems was founded in 1975.\n- Meridian Bank is headquartered in Brno.\n- Ravi reports to Pablo.\n- Yuki reports to Mara.\n- Ravi works for Northwind Systems.\n- Pablo reports to Lucia.\n- Pinnacle Software is headquartered in Brno.\n- Summit Energy was founded in 2013.\n- Lucia works for Meridian Bank.\n- Sanne works for Summit Energy.\n- Aisha works for Summit Energy.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2016", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29390", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9981: employee Zoya R., hired 03 July 2022, separated 08 December 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-9981 under the controlling rules.", "criteria": {"0": "$6,231", "1": "$10,885", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29391", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7281: employee Priya S., hired 14 June 2022, separated 21 December 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7281?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29392", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 August 2022): For employees hired on or after 28 August 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4843: employee Zoya R., hired 30 May 2021, separated 04 February 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4843?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Felix.\n- Pablo works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Mei works for Summit Energy.\n- Aisha works for Helios Logistics.\n- Priya reports to Mateo.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Northwind Systems is headquartered in Malmo.\n- Felix works for Helios Logistics.\n- Priya works for Northwind Systems.\n- Wren reports to Amara.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1989.\n- Mei reports to Mara.\n- Mara reports to Pablo.\n- Pablo reports to Aisha.\n- Summit Energy was founded in 1993.\n- Northwind Systems was founded in 2004.\n- Helios Logistics is headquartered in Austin.\n- Felix reports to Deshawn.\n- Helios Logistics was founded in 2005.\n- Mateo reports to Wren.\n- Wren works for Summit Energy.\n- Aisha reports to Priya.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2002", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29394", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29395", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29396", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-3 (VERSION 2, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8708: employee Amara A., hired 01 July 2022, separated 16 July 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8708?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29397", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29398", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "weather", "2": "set_timer", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29399", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4610: employee Ravi K., hired 15 April 2021, separated 09 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4610?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Leila.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics was founded in 1988.\n- Amara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 1988.\n- Sanne works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Hana reports to Dmitri.\n- Leila reports to Kenji.\n- Cedar Retail Group was founded in 1996.\n- Kenji reports to Wren.\n- Yuki reports to Stefan.\n- Helios Logistics is headquartered in Leeds.\n- Hana works for Helios Logistics.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan works for Cedar Retail Group.\n- Dmitri reports to Chiara.\n- Wren works for Fernhill Foods.\n- Atlas Freight was founded in 2007.\n- Kenji works for Cedar Retail Group.\n- Atlas Freight is headquartered in Leeds.\n- Wren reports to Yuki.\n- Chiara reports to Amara.\n- Chiara works for Cedar Retail Group.\n- Stefan reports to Sanne.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29401", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Lyon.\n- Wren works for Cedar Retail Group.\n- Callum reports to Leila.\n- Sanne works for Cedar Retail Group.\n- Wren reports to Callum.\n- Mara works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Leila reports to Sanne.\n- Aisha works for Pinnacle Software.\n- Viktor reports to Emeka.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Kenji.\n- Emeka works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1977.\n- Fernhill Foods is headquartered in Brno.\n- Priya works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Pablo works for Ironwood Manufacturing.\n- Priya reports to Viktor.\n- Mara reports to Wren.\n- Cedar Retail Group is headquartered in Lyon.\n- Pinnacle Software was founded in 2007.\n- Kenji works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2012.\n- Sanne reports to Pablo.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Kenji reports to Aisha.\n- Fernhill Foods was founded in 1990.\n- Pablo reports to Yuki.\n- Emeka reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1972", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29403", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29404", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29405", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29406", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29407", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1770: employee Yuki A., hired 09 December 2022, separated 30 May 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2026-1770 under the controlling rules.", "criteria": {"0": "$7,812", "1": "$9,750", "2": "$33,583", "3": "$7,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29408", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Oslo.\n- Callum works for Ironwood Manufacturing.\n- Priya reports to Hana.\n- Helios Logistics was founded in 2007.\n- Anders works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Helios Logistics is headquartered in Oslo.\n- Beacon Insurance was founded in 1985.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy was founded in 2008.\n- Priya works for Helios Logistics.\n- Tobias works for Beacon Insurance.\n- Summit Energy is headquartered in Leeds.\n- Callum reports to Yuki.\n- Aisha works for Ironwood Manufacturing.\n- Tobias reports to Priya.\n- Aisha reports to Lucia.\n- Ironwood Manufacturing was founded in 1990.\n- Yuki reports to Aisha.\n- Hana reports to Anders.\n- Anders reports to Callum.\n- Beacon Insurance is headquartered in Leeds.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tampere", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Nagoya.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Sofia works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Kenji reports to Callum.\n- Mei works for Cobalt Health.\n- Elena reports to Leila.\n- Callum reports to Elena.\n- Leila works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 2003.\n- Kenji works for Cobalt Health.\n- Mei reports to Sofia.\n- Atlas Freight was founded in 2002.\n- Callum works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Leila reports to Dmitri.\n- Zoya reports to Kenji.\n- Dmitri works for Ironwood Manufacturing.\n- Chiara reports to Zoya.\n- Dmitri reports to Mei.\n- Ironwood Manufacturing was founded in 1981.\n- Bruno reports to Chiara.\n- Cobalt Health was founded in 1980.\n- Atlas Freight is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Nagoya.\n- Ingrid works for Helios Logistics.\n- Nadia works for Cedar Retail Group.\n- Summit Energy is headquartered in Austin.\n- Bruno works for Summit Energy.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mateo works for Cedar Retail Group.\n- Wren works for Helios Logistics.\n- Ingrid reports to Nadia.\n- Anders reports to Yuki.\n- Helios Logistics was founded in 2008.\n- Priya reports to Anders.\n- Anders works for Summit Energy.\n- Yuki works for Summit Energy.\n- Cedar Retail Group was founded in 1984.\n- Mateo reports to Priya.\n- Stefan reports to Bruno.\n- Helios Logistics is headquartered in Austin.\n- Felix reports to Mateo.\n- Felix works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Yuki reports to Wren.\n- Priya works for Bluepine Aviation.\n- Summit Energy was founded in 1993.\n- Bluepine Aviation was founded in 2000.\n- Nadia reports to Felix.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29413", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2007.\n- Sanne reports to Nadia.\n- Beacon Insurance is headquartered in Adelaide.\n- Sofia works for Cedar Retail Group.\n- Tessa reports to Omar.\n- Sanne works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Ingrid reports to Tessa.\n- Nadia reports to Viktor.\n- Pablo reports to Ingrid.\n- Cedar Retail Group was founded in 2006.\n- Bluepine Aviation is headquartered in Cork.\n- Sofia reports to Sanne.\n- Callum reports to Hana.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Bluepine Aviation was founded in 2012.\n- Hana reports to Sofia.\n- Pinnacle Software was founded in 1982.\n- Ingrid works for Bluepine Aviation.\n- Omar reports to Callum.\n- Pablo works for Cedar Retail Group.\n- Viktor works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Callum works for Bluepine Aviation.\n- Omar works for Pinnacle Software.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29416", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29417", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Callum works for Northwind Systems.\n- Sanne works for Meridian Bank.\n- Amara reports to Leila.\n- Meridian Bank was founded in 1976.\n- Mara reports to Callum.\n- Emeka works for Bluepine Aviation.\n- Zoya reports to Emeka.\n- Northwind Systems was founded in 1976.\n- Hana works for Bluepine Aviation.\n- Meridian Bank is headquartered in Leeds.\n- Zoya works for Northwind Systems.\n- Bluepine Aviation was founded in 2000.\n- Callum reports to Amara.\n- Emeka reports to Pablo.\n- Viktor reports to Mara.\n- Northwind Systems is headquartered in Valencia.\n- Elena reports to Zoya.\n- Viktor works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Dmitri works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Beacon Insurance was founded in 1999.\n- Hana reports to Elena.\n- Dmitri reports to Hana.\n- Pablo reports to Sanne.\n- Bluepine Aviation is headquartered in Valencia.\n- Leila reports to Dmitri.\n- Beacon Insurance is headquartered in Leeds.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "2002", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29418", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3758: employee Pablo T., hired 14 February 2023, separated 28 January 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-3758 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$17,333", "2": "$4,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3758 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29419", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1983.\n- Cobalt Health is headquartered in Brno.\n- Amara works for Meridian Bank.\n- Emeka reports to Tessa.\n- Jonas works for Meridian Bank.\n- Bruno reports to Deshawn.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance was founded in 1998.\n- Tessa reports to Jonas.\n- Cobalt Health was founded in 2000.\n- Lucia reports to Ravi.\n- Amara reports to Elena.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Lucia works for Beacon Insurance.\n- Elena reports to Chiara.\n- Jonas reports to Lucia.\n- Chiara works for Meridian Bank.\n- Leila reports to Zoya.\n- Bluepine Aviation was founded in 2011.\n- Emeka works for Beacon Insurance.\n- Ravi reports to Bruno.\n- Deshawn reports to Leila.\n- Bruno works for Bluepine Aviation.\n- Chiara reports to Emeka.\n- Leila works for Meridian Bank.\n- Tessa works for Cobalt Health.\n- Meridian Bank is headquartered in Brno.\n- Ravi works for Beacon Insurance.\n- Zoya works for Meridian Bank.\n- Beacon Insurance is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Omar reports to Mei.\n- Ravi reports to Kenji.\n- Emeka works for Summit Energy.\n- Emeka reports to Anders.\n- Atlas Freight was founded in 1976.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Mara works for Ironwood Manufacturing.\n- Anders works for Summit Energy.\n- Anders reports to Elena.\n- Summit Energy is headquartered in Tampere.\n- Zoya reports to Omar.\n- Kenji reports to Mara.\n- Omar works for Ironwood Manufacturing.\n- Mei reports to Ravi.\n- Vantage Air was founded in 1988.\n- Vantage Air is headquartered in Porto.\n- Zoya works for Ironwood Manufacturing.\n- Yuki works for Summit Energy.\n- Ravi works for Summit Energy.\n- Elena reports to Zoya.\n- Ironwood Manufacturing was founded in 1996.\n- Summit Energy was founded in 2004.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29422", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Jonas reports to Deshawn.\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods was founded in 1991.\n- Priya works for Summit Energy.\n- Viktor works for Summit Energy.\n- Bluepine Aviation is headquartered in Austin.\n- Viktor reports to Tessa.\n- Priya reports to Bruno.\n- Wren works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.\n- Bruno reports to Felix.\n- Bluepine Aviation was founded in 2001.\n- Deshawn reports to Viktor.\n- Tobias works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Felix reports to Tobias.\n- Ironwood Manufacturing was founded in 2013.\n- Tobias reports to Jonas.\n- Felix works for Fernhill Foods.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Yuki.\n- Deshawn works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Fernhill Foods is headquartered in Austin.\n- Yuki reports to Wren.\n- Summit Energy was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29424", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1989.\n- Vantage Air was founded in 2000.\n- Ravi reports to Deshawn.\n- Pablo works for Beacon Insurance.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software is headquartered in Austin.\n- Pinnacle Software was founded in 1988.\n- Ravi works for Vantage Air.\n- Cobalt Health is headquartered in Bergen.\n- Omar reports to Lucia.\n- Jonas works for Beacon Insurance.\n- Pablo reports to Chiara.\n- Wren works for Cobalt Health.\n- Lucia reports to Viktor.\n- Deshawn reports to Omar.\n- Viktor works for Beacon Insurance.\n- Omar works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Beacon Insurance is headquartered in Basel.\n- Chiara works for Vantage Air.\n- Callum reports to Wren.\n- Wren reports to Jonas.\n- Chiara reports to Ravi.\n- Deshawn works for Pinnacle Software.\n- Beacon Insurance was founded in 1990.\n- Jonas reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29426", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29427", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4695: employee Deshawn K., hired 26 October 2023, separated 05 February 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-4695 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$8,385", "2": "$45,000", "3": "$3,375"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Elena reports to Sanne.\n- Wren reports to Omar.\n- Sanne reports to Jonas.\n- Stefan works for Atlas Freight.\n- Zoya reports to Wren.\n- Cedar Retail Group is headquartered in Austin.\n- Sanne works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Turku.\n- Atlas Freight was founded in 1988.\n- Jonas works for Bluepine Aviation.\n- Zoya works for Atlas Freight.\n- Vantage Air was founded in 2011.\n- Jonas reports to Zoya.\n- Dmitri reports to Elena.\n- Vantage Air is headquartered in Brno.\n- Cedar Retail Group was founded in 2000.\n- Omar reports to Stefan.\n- Bluepine Aviation was founded in 1995.\n- Atlas Freight is headquartered in Leeds.\n- Elena works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Omar works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Tobias.\n- Sofia reports to Omar.\n- Omar works for Pinnacle Software.\n- Stefan reports to Sofia.\n- Viktor works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Chiara reports to Felix.\n- Cedar Retail Group was founded in 2015.\n- Pinnacle Software is headquartered in Leeds.\n- Omar reports to Chiara.\n- Stefan works for Cedar Retail Group.\n- Pinnacle Software was founded in 1978.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1998.\n- Helios Logistics was founded in 2010.\n- Lucia works for Cobalt Health.\n- Tobias reports to Stefan.\n- Felix works for Cedar Retail Group.\n- Helios Logistics is headquartered in Lyon.\n- Sofia works for Pinnacle Software.\n- Lucia reports to Viktor.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29430", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 October 2024): For employees hired on or after 29 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9611: employee Ingrid M., hired 27 July 2024, separated 30 November 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-9611 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$750", "2": "$10,833", "3": "$500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29431", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29432", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 51699\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29433", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Hana reports to Ravi.\n- Aisha works for Bluepine Aviation.\n- Zoya reports to Mara.\n- Mateo reports to Leila.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Aisha.\n- Lucia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1999.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1988.\n- Ironwood Manufacturing was founded in 2002.\n- Mateo works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Leila works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Mara reports to Kenji.\n- Beacon Insurance is headquartered in Tallinn.\n- Lucia reports to Mateo.\n- Elena reports to Hana.\n- Elena works for Bluepine Aviation.\n- Leila reports to Elena.\n- Summit Energy was founded in 2005.\n- Ravi reports to Zoya.\n- Mara works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29435", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Austin.\n- Crescent Telecom was founded in 1998.\n- Nadia reports to Ingrid.\n- Tobias reports to Priya.\n- Anders reports to Nadia.\n- Cobalt Health is headquartered in Austin.\n- Priya works for Meridian Bank.\n- Priya reports to Mara.\n- Meridian Bank was founded in 1981.\n- Mei works for Crescent Telecom.\n- Mei reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1993.\n- Ingrid works for Cedar Retail Group.\n- Anders works for Cobalt Health.\n- Ingrid reports to Mei.\n- Meridian Bank is headquartered in Austin.\n- Mara works for Crescent Telecom.\n- Mara reports to Omar.\n- Omar works for Cedar Retail Group.\n- Nadia works for Crescent Telecom.\n- Cobalt Health was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1984", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29437", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8468: employee Bruno B., hired 05 October 2023, separated 24 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8468?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8468 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Cedar Retail Group was founded in 2001.\n- Chiara works for Pinnacle Software.\n- Beacon Insurance was founded in 1998.\n- Vantage Air was founded in 2005.\n- Yuki reports to Aisha.\n- Mei reports to Felix.\n- Jonas works for Cedar Retail Group.\n- Zoya works for Vantage Air.\n- Pinnacle Software was founded in 2008.\n- Aisha reports to Zoya.\n- Zoya reports to Chiara.\n- Felix reports to Callum.\n- Aisha works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Nagoya.\n- Deshawn reports to Viktor.\n- Priya works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Callum reports to Dmitri.\n- Viktor reports to Yuki.\n- Chiara reports to Mei.\n- Viktor works for Vantage Air.\n- Beacon Insurance is headquartered in Leeds.\n- Callum works for Beacon Insurance.\n- Priya reports to Deshawn.\n- Vantage Air is headquartered in Leeds.\n- Dmitri reports to Jonas.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn works for Beacon Insurance.\n- Felix works for Pinnacle Software.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29439", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8448: employee Sofia M., hired 22 February 2023, separated 26 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8448?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29440", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 44026\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "report_damage", "3": "change_address", "4": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Tessa reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Mara reports to Jonas.\n- Tobias reports to Callum.\n- Lattice Analytics was founded in 1983.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Viktor reports to Wren.\n- Callum works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Fernhill Foods was founded in 1998.\n- Ingrid reports to Mara.\n- Wren reports to Ingrid.\n- Vantage Air is headquartered in Tallinn.\n- Chiara reports to Zoya.\n- Callum reports to Tessa.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid works for Meridian Bank.\n- Viktor works for Lattice Analytics.\n- Wren works for Vantage Air.\n- Tessa works for Fernhill Foods.\n- Meridian Bank is headquartered in Adelaide.\n- Tobias works for Lattice Analytics.\n- Jonas reports to Tobias.\n- Zoya works for Fernhill Foods.\n- Meridian Bank was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29442", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29443", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29444", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "freeze_card", "4": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29445", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29446", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Dmitri.\n- Tobias works for Northwind Systems.\n- Lattice Analytics was founded in 1982.\n- Lattice Analytics is headquartered in Valencia.\n- Viktor reports to Zoya.\n- Lucia works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Viktor works for Northwind Systems.\n- Zoya works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2015.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara reports to Ingrid.\n- Chiara works for Northwind Systems.\n- Pablo works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2012.\n- Tobias reports to Chiara.\n- Pablo reports to Viktor.\n- Dmitri works for Lattice Analytics.\n- Zoya reports to Tobias.\n- Mara works for Northwind Systems.\n- Lucia reports to Pablo.\n- Ravi reports to Lucia.\n- Ingrid works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Mara reports to Ravi.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29448", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8787: employee Yuki T., hired 29 September 2024, separated 11 February 2027 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8787?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29449", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9050: employee Callum R., hired 07 March 2021, separated 13 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9050?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2007.\n- Elena works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1975.\n- Deshawn reports to Yuki.\n- Mei reports to Bruno.\n- Deshawn works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias works for Crescent Telecom.\n- Emeka works for Ironwood Manufacturing.\n- Dmitri works for Crescent Telecom.\n- Meridian Bank is headquartered in Lyon.\n- Leila reports to Sofia.\n- Yuki reports to Mei.\n- Leila works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Dmitri reports to Emeka.\n- Emeka reports to Tessa.\n- Tessa reports to Lucia.\n- Tessa works for Pinnacle Software.\n- Bruno reports to Leila.\n- Crescent Telecom was founded in 1991.\n- Meridian Bank was founded in 2014.\n- Crescent Telecom is headquartered in Tampere.\n- Lucia reports to Deshawn.\n- Tobias reports to Elena.\n- Bruno works for Pinnacle Software.\n- Yuki works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Lyon.\n- Sofia reports to Tobias.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29451", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-6 (VERSION 6, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3348: employee Amara T., hired 01 August 2024, separated 28 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3348?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29452", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29453", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 43521\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Pablo works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Nadia works for Summit Energy.\n- Tessa reports to Emeka.\n- Dmitri reports to Nadia.\n- Sofia reports to Stefan.\n- Mara works for Crescent Telecom.\n- Fernhill Foods was founded in 1980.\n- Pablo reports to Yuki.\n- Stefan works for Atlas Freight.\n- Summit Energy was founded in 1989.\n- Fernhill Foods is headquartered in Basel.\n- Callum reports to Dmitri.\n- Stefan reports to Tessa.\n- Summit Energy is headquartered in Basel.\n- Mara reports to Pablo.\n- Sofia works for Summit Energy.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 2002.\n- Yuki reports to Sofia.\n- Crescent Telecom was founded in 1995.\n- Yuki works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Emeka works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Emeka reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Leila.\n- Leila works for Vantage Air.\n- Pablo reports to Priya.\n- Kenji works for Cobalt Health.\n- Crescent Telecom was founded in 2008.\n- Priya works for Cobalt Health.\n- Vantage Air was founded in 1989.\n- Ravi reports to Emeka.\n- Cobalt Health was founded in 1996.\n- Pablo works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Tessa reports to Ravi.\n- Priya reports to Kenji.\n- Sanne reports to Pablo.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 1983.\n- Crescent Telecom is headquartered in Lyon.\n- Sanne works for Crescent Telecom.\n- Kenji reports to Tessa.\n- Vantage Air is headquartered in Ghent.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29456", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Crescent Telecom was founded in 1998.\n- Bluepine Aviation was founded in 1980.\n- Deshawn reports to Omar.\n- Leila works for Meridian Bank.\n- Omar works for Crescent Telecom.\n- Stefan reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Yuki reports to Anders.\n- Viktor works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Meridian Bank was founded in 2012.\n- Omar reports to Leila.\n- Chiara reports to Viktor.\n- Atlas Freight was founded in 2015.\n- Atlas Freight is headquartered in Basel.\n- Meridian Bank is headquartered in Malmo.\n- Stefan works for Crescent Telecom.\n- Leila reports to Nadia.\n- Nadia works for Atlas Freight.\n- Viktor reports to Kenji.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Anders reports to Chiara.\n- Nadia reports to Yuki.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29458", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29459", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3165: employee Jonas M., hired 06 November 2024, separated 27 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-3165 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,000", "2": "$21,667", "3": "$1,875"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3165 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29460", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29461", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8947: employee Sanne M., hired 06 September 2020, separated 18 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8947?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29462", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver", "4": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Sanne reports to Pablo.\n- Pinnacle Software is headquartered in Leeds.\n- Stefan reports to Kenji.\n- Viktor works for Vantage Air.\n- Atlas Freight is headquartered in Porto.\n- Vantage Air was founded in 1986.\n- Wren reports to Deshawn.\n- Wren works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Bruno works for Atlas Freight.\n- Pablo works for Summit Energy.\n- Lucia reports to Sanne.\n- Aisha reports to Lucia.\n- Bruno reports to Wren.\n- Vantage Air is headquartered in Oslo.\n- Kenji works for Pinnacle Software.\n- Viktor reports to Stefan.\n- Pinnacle Software was founded in 1977.\n- Deshawn works for Summit Energy.\n- Pablo reports to Viktor.\n- Lucia works for Atlas Freight.\n- Kenji reports to Bruno.\n- Aisha works for Summit Energy.\n- Atlas Freight was founded in 2006.\n- Summit Energy is headquartered in Oslo.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29465", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-8 (VERSION 4, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1744: employee Mei R., hired 06 November 2022, separated 24 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1744?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Tampere.\n- Stefan reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Dmitri works for Bluepine Aviation.\n- Wren reports to Mateo.\n- Yuki reports to Chiara.\n- Pinnacle Software is headquartered in Tampere.\n- Jonas reports to Anders.\n- Beacon Insurance is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2000.\n- Dmitri reports to Nadia.\n- Anders reports to Wren.\n- Ingrid reports to Jonas.\n- Lucia works for Pinnacle Software.\n- Deshawn works for Bluepine Aviation.\n- Jonas works for Pinnacle Software.\n- Anders works for Bluepine Aviation.\n- Lucia reports to Stefan.\n- Chiara reports to Ingrid.\n- Chiara works for Bluepine Aviation.\n- Deshawn reports to Dmitri.\n- Wren works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Pinnacle Software was founded in 2013.\n- Ingrid works for Bluepine Aviation.\n- Mateo works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1996.\n- Bluepine Aviation was founded in 2003.\n- Mateo reports to Lucia.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Bergen.\n- Stefan reports to Lucia.\n- Nadia works for Atlas Freight.\n- Bruno works for Fernhill Foods.\n- Mei reports to Yuki.\n- Aisha reports to Bruno.\n- Wren works for Northwind Systems.\n- Summit Energy was founded in 1991.\n- Mei works for Northwind Systems.\n- Yuki reports to Nadia.\n- Jonas works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Chiara works for Summit Energy.\n- Elena reports to Sofia.\n- Atlas Freight is headquartered in Ghent.\n- Northwind Systems was founded in 2004.\n- Wren reports to Mei.\n- Aisha works for Atlas Freight.\n- Bruno reports to Elena.\n- Fernhill Foods was founded in 2005.\n- Elena works for Fernhill Foods.\n- Sofia reports to Stefan.\n- Stefan works for Atlas Freight.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight was founded in 1982.\n- Yuki works for Summit Energy.\n- Jonas reports to Wren.\n- Fernhill Foods is headquartered in Lyon.\n- Lucia works for Atlas Freight.\n- Chiara reports to Aisha.\n- Lucia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29468", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5416: employee Anders S., hired 29 January 2023, separated 22 June 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5416?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1993.\n- Atlas Freight was founded in 1992.\n- Priya reports to Wren.\n- Tessa reports to Kenji.\n- Wren reports to Sanne.\n- Priya works for Meridian Bank.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Deshawn reports to Stefan.\n- Kenji reports to Deshawn.\n- Meridian Bank was founded in 2011.\n- Wren works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Stefan reports to Elena.\n- Elena reports to Priya.\n- Kenji works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Stefan works for Pinnacle Software.\n- Atlas Freight is headquartered in Dunedin.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Ghent.\n- Sanne works for Atlas Freight.\n- Zoya reports to Tessa.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1987", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29470", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29471", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29472", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29473", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29474", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29475", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5725: employee Anders K., hired 18 October 2022, separated 26 June 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5725?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29476", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29477", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29478", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Priya works for Crescent Telecom.\n- Meridian Bank is headquartered in Malmo.\n- Wren works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Crescent Telecom was founded in 2011.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 1990.\n- Priya reports to Zoya.\n- Crescent Telecom is headquartered in Nagoya.\n- Aisha works for Meridian Bank.\n- Zoya works for Crescent Telecom.\n- Yuki reports to Elena.\n- Lattice Analytics was founded in 2013.\n- Yuki works for Crescent Telecom.\n- Kenji reports to Tobias.\n- Wren reports to Kenji.\n- Tessa reports to Yuki.\n- Lattice Analytics is headquartered in Malmo.\n- Nadia reports to Aisha.\n- Aisha reports to Tessa.\n- Cobalt Health is headquartered in Brno.\n- Ingrid works for Crescent Telecom.\n- Emeka reports to Wren.\n- Meridian Bank was founded in 1976.\n- Kenji works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Zoya reports to Nadia.\n- Elena reports to Emeka.\n- Ingrid reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29480", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29481", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Nadia.\n- Northwind Systems is headquartered in Halifax.\n- Beacon Insurance was founded in 2003.\n- Stefan reports to Wren.\n- Stefan works for Beacon Insurance.\n- Sanne reports to Mara.\n- Mara reports to Tobias.\n- Summit Energy is headquartered in Turku.\n- Lattice Analytics was founded in 2002.\n- Bruno works for Summit Energy.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Tobias works for Summit Energy.\n- Beacon Insurance is headquartered in Bergen.\n- Tobias reports to Bruno.\n- Amara reports to Stefan.\n- Wren works for Summit Energy.\n- Nadia works for Summit Energy.\n- Mara works for Summit Energy.\n- Northwind Systems was founded in 2003.\n- Sanne works for Summit Energy.\n- Lattice Analytics is headquartered in Tallinn.\n- Wren reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29483", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29484", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Hana reports to Bruno.\n- Zoya works for Fernhill Foods.\n- Jonas reports to Zoya.\n- Zoya reports to Pablo.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 1991.\n- Pablo works for Summit Energy.\n- Bruno works for Summit Energy.\n- Bruno reports to Priya.\n- Priya works for Fernhill Foods.\n- Leila reports to Hana.\n- Pablo reports to Leila.\n- Pinnacle Software is headquartered in Adelaide.\n- Mei works for Ironwood Manufacturing.\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Turku.\n- Amara reports to Felix.\n- Felix works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1996.\n- Mei reports to Amara.\n- Felix reports to Jonas.\n- Pinnacle Software was founded in 1995.\n- Fernhill Foods was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29486", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29487", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Tobias works for Atlas Freight.\n- Deshawn works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Wren reports to Stefan.\n- Atlas Freight is headquartered in Adelaide.\n- Lucia reports to Wren.\n- Wren works for Atlas Freight.\n- Lattice Analytics was founded in 2007.\n- Lucia works for Cobalt Health.\n- Ingrid works for Lattice Analytics.\n- Stefan reports to Deshawn.\n- Pinnacle Software is headquartered in Adelaide.\n- Omar works for Lattice Analytics.\n- Cobalt Health was founded in 1990.\n- Nadia works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Bruno reports to Tobias.\n- Tobias reports to Hana.\n- Deshawn reports to Bruno.\n- Atlas Freight was founded in 1980.\n- Ingrid reports to Omar.\n- Stefan works for Pinnacle Software.\n- Mei works for Cobalt Health.\n- Nadia reports to Elena.\n- Elena reports to Lucia.\n- Lattice Analytics is headquartered in Malmo.\n- Pinnacle Software was founded in 1977.\n- Omar reports to Nadia.\n- Mei reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29489", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29490", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 October 2022): For employees hired on or after 22 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5758: employee Zoya T., hired 24 November 2019, separated 20 June 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5758?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5758 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29491", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 03 December 2022): For employees hired on or after 03 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7739: employee Tobias M., hired 13 October 2021, separated 10 January 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-7739 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$1,800", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29492", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7093: employee Ingrid A., hired 04 August 2021, separated 02 July 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7093?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7093 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29493", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 63142 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Oslo.\n- Viktor reports to Yuki.\n- Mateo works for Ironwood Manufacturing.\n- Hana reports to Nadia.\n- Yuki reports to Mara.\n- Mara works for Summit Energy.\n- Sofia works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Nadia reports to Mateo.\n- Jonas works for Summit Energy.\n- Omar works for Summit Energy.\n- Ironwood Manufacturing was founded in 1977.\n- Mara reports to Tessa.\n- Dmitri reports to Hana.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1998.\n- Mateo reports to Omar.\n- Summit Energy was founded in 2006.\n- Yuki works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2001.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Summit Energy is headquartered in Lyon.\n- Dmitri works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Omar reports to Viktor.\n- Lucia reports to Sofia.\n- Nadia works for Bluepine Aviation.\n- Sofia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29495", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29496", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7541: employee Viktor B., hired 23 March 2024, separated 02 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7541?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29497", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1328: employee Wren R., hired 06 January 2023, separated 21 September 2023 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-9-2025-1328 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$45,000", "2": "$1,817", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ravi.\n- Hana works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Ravi reports to Callum.\n- Fernhill Foods is headquartered in Valencia.\n- Mei works for Lattice Analytics.\n- Lucia reports to Amara.\n- Fernhill Foods was founded in 1985.\n- Ravi works for Lattice Analytics.\n- Amara reports to Sofia.\n- Amara works for Atlas Freight.\n- Lattice Analytics was founded in 1987.\n- Atlas Freight was founded in 1997.\n- Hana reports to Mateo.\n- Cobalt Health was founded in 2003.\n- Omar works for Atlas Freight.\n- Mei reports to Tessa.\n- Lattice Analytics is headquartered in Valencia.\n- Callum works for Atlas Freight.\n- Omar reports to Hana.\n- Atlas Freight is headquartered in Porto.\n- Lucia works for Cobalt Health.\n- Mateo reports to Mei.\n- Cobalt Health is headquartered in Valencia.\n- Sofia works for Fernhill Foods.\n- Mateo works for Atlas Freight.\n- Tessa reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29499", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29500", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29501", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29502", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29503", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 78455, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29504", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Emeka.\n- Sofia works for Northwind Systems.\n- Summit Energy is headquartered in Leeds.\n- Mateo works for Fernhill Foods.\n- Sanne reports to Lucia.\n- Lucia reports to Sofia.\n- Summit Energy was founded in 2013.\n- Northwind Systems is headquartered in Basel.\n- Bruno works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Tessa reports to Bruno.\n- Anders reports to Sanne.\n- Emeka reports to Mateo.\n- Anders works for Summit Energy.\n- Fernhill Foods was founded in 1995.\n- Dmitri reports to Wren.\n- Wren works for Summit Energy.\n- Northwind Systems was founded in 2005.\n- Emeka works for Northwind Systems.\n- Fernhill Foods is headquartered in Austin.\n- Bruno reports to Dmitri.\n- Cobalt Health was founded in 1987.\n- Sanne works for Summit Energy.\n- Lucia works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Cobalt Health is headquartered in Valencia.\n- Wren reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2016", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29506", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9272: employee Ingrid B., hired 04 October 2020, separated 17 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9272?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Dmitri reports to Amara.\n- Mei works for Ironwood Manufacturing.\n- Callum works for Summit Energy.\n- Mara reports to Nadia.\n- Tobias works for Summit Energy.\n- Amara works for Atlas Freight.\n- Stefan reports to Lucia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Aisha works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Nadia reports to Tobias.\n- Atlas Freight was founded in 1987.\n- Tobias reports to Mei.\n- Summit Energy is headquartered in Dunedin.\n- Meridian Bank is headquartered in Porto.\n- Mei reports to Callum.\n- Summit Energy was founded in 2011.\n- Nadia works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Aisha reports to Mara.\n- Callum reports to Stefan.\n- Ironwood Manufacturing was founded in 1998.\n- Atlas Freight is headquartered in Lyon.\n- Mara works for Summit Energy.\n- Lucia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1982.\n- Summit Energy is headquartered in Tallinn.\n- Sofia reports to Zoya.\n- Bruno reports to Mateo.\n- Sofia works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Pablo reports to Aisha.\n- Cobalt Health is headquartered in Basel.\n- Aisha works for Summit Energy.\n- Zoya reports to Chiara.\n- Leila works for Beacon Insurance.\n- Meridian Bank was founded in 2006.\n- Zoya works for Meridian Bank.\n- Mateo reports to Pablo.\n- Beacon Insurance was founded in 1998.\n- Summit Energy was founded in 2004.\n- Aisha reports to Sofia.\n- Chiara reports to Leila.\n- Beacon Insurance is headquartered in Bergen.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Bruno works for Meridian Bank.\n- Mateo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2004", "2": "2009", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29509", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5403: employee Pablo A., hired 09 June 2022, separated 01 November 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-5403?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29510", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2978: employee Dmitri M., hired 13 April 2021, separated 09 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2978?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29511", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 10 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3017: employee Felix M., hired 25 July 2022, separated 21 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3017?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29512", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29513", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29514", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29515", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2008.\n- Tessa reports to Sanne.\n- Mara works for Meridian Bank.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Brno.\n- Stefan reports to Deshawn.\n- Tessa works for Ironwood Manufacturing.\n- Callum reports to Viktor.\n- Deshawn works for Meridian Bank.\n- Pablo works for Beacon Insurance.\n- Callum works for Lattice Analytics.\n- Beacon Insurance is headquartered in Basel.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Pablo.\n- Anders works for Meridian Bank.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Callum.\n- Sofia works for Meridian Bank.\n- Viktor works for Beacon Insurance.\n- Pablo reports to Sofia.\n- Deshawn reports to Tessa.\n- Lattice Analytics was founded in 1996.\n- Viktor reports to Anders.\n- Beacon Insurance was founded in 2008.\n- Meridian Bank was founded in 1998.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29517", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29518", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9761: employee Bruno R., hired 04 March 2021, separated 12 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9761?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29519", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29520", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7285: employee Sofia K., hired 19 August 2022, separated 02 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7285?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29521", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 4923 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "exchange_item", "2": "cancel_order", "3": "report_damage", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29522", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 5, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1128: employee Ravi T., hired 15 December 2023, separated 10 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1128?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29523", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7073: employee Sanne K., hired 04 June 2021, separated 27 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-7073 under the controlling rules.", "criteria": {"0": "$15,500", "1": "$67,600", "2": "$14,600", "3": "$15,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Ravi reports to Mara.\n- Deshawn works for Fernhill Foods.\n- Atlas Freight is headquartered in Dunedin.\n- Aisha works for Atlas Freight.\n- Dmitri reports to Amara.\n- Callum reports to Deshawn.\n- Omar works for Fernhill Foods.\n- Mei reports to Aisha.\n- Mara reports to Dmitri.\n- Atlas Freight was founded in 1983.\n- Crescent Telecom was founded in 1978.\n- Amara works for Atlas Freight.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara reports to Callum.\n- Callum works for Vantage Air.\n- Zoya reports to Mei.\n- Fernhill Foods was founded in 1988.\n- Vantage Air was founded in 1988.\n- Ravi works for Crescent Telecom.\n- Vantage Air is headquartered in Malmo.\n- Dmitri works for Crescent Telecom.\n- Zoya works for Vantage Air.\n- Mei works for Crescent Telecom.\n- Mara works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.\n- Aisha reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1973", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29525", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Dmitri works for Crescent Telecom.\n- Deshawn reports to Zoya.\n- Leila works for Crescent Telecom.\n- Leila reports to Hana.\n- Hana works for Crescent Telecom.\n- Beacon Insurance was founded in 1980.\n- Viktor works for Crescent Telecom.\n- Hana reports to Amara.\n- Dmitri reports to Deshawn.\n- Ravi reports to Viktor.\n- Summit Energy was founded in 2004.\n- Viktor reports to Leila.\n- Atlas Freight is headquartered in Bergen.\n- Amara works for Summit Energy.\n- Crescent Telecom is headquartered in Dunedin.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance is headquartered in Cork.\n- Zoya works for Beacon Insurance.\n- Deshawn works for Crescent Telecom.\n- Summit Energy is headquartered in Bergen.\n- Amara reports to Dmitri.\n- Crescent Telecom was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29527", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29528", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1994.\n- Atlas Freight is headquartered in Valencia.\n- Ravi reports to Wren.\n- Atlas Freight was founded in 1976.\n- Cedar Retail Group is headquartered in Basel.\n- Wren reports to Bruno.\n- Sanne reports to Felix.\n- Felix reports to Hana.\n- Chiara works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2012.\n- Ingrid reports to Ravi.\n- Ironwood Manufacturing was founded in 1979.\n- Bruno reports to Chiara.\n- Crescent Telecom is headquartered in Bergen.\n- Hana works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bruno works for Atlas Freight.\n- Felix works for Crescent Telecom.\n- Hana reports to Ingrid.\n- Sanne works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Fernhill Foods.\n- Summit Energy was founded in 2008.\n- Stefan reports to Sofia.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Yuki.\n- Deshawn works for Summit Energy.\n- Dmitri reports to Nadia.\n- Elena works for Summit Energy.\n- Ingrid reports to Deshawn.\n- Atlas Freight was founded in 1991.\n- Atlas Freight is headquartered in Turku.\n- Ravi reports to Elena.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Dmitri works for Cedar Retail Group.\n- Yuki reports to Dmitri.\n- Yuki works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Deshawn reports to Mei.\n- Sofia works for Summit Energy.\n- Fernhill Foods was founded in 1991.\n- Sofia reports to Ingrid.\n- Viktor reports to Bruno.\n- Nadia reports to Ravi.\n- Fernhill Foods is headquartered in Turku.\n- Ingrid works for Atlas Freight.\n- Cedar Retail Group was founded in 1996.\n- Mei reports to Viktor.\n- Nadia works for Summit Energy.\n- Viktor works for Summit Energy.\n- Cedar Retail Group is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29531", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5067: employee Ravi A., hired 14 March 2023, separated 29 May 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-5067 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,500", "2": "$4,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29532", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5822: employee Kenji B., hired 24 July 2020, separated 27 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5822?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29533", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5494: employee Elena R., hired 29 December 2023, separated 13 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5494?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29534", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2705: employee Kenji A., hired 01 January 2024, separated 26 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-2705 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$8,385", "2": "$7,269", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29535", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29536", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7724: employee Zoya T., hired 17 August 2023, separated 26 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7724?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29537", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 15 August 2025): For employees hired on or after 15 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3865: employee Mei A., hired 18 June 2025, separated 01 August 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-3865 under the controlling rules.", "criteria": {"0": "$4,125", "1": "$4,200", "2": "$4,700", "3": "$18,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29538", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9507: employee Hana B., hired 22 January 2024, separated 04 August 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9507?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1982.\n- Emeka works for Beacon Insurance.\n- Callum reports to Lucia.\n- Viktor reports to Deshawn.\n- Meridian Bank was founded in 1978.\n- Deshawn works for Lattice Analytics.\n- Callum works for Fernhill Foods.\n- Deshawn reports to Omar.\n- Hana works for Lattice Analytics.\n- Bruno reports to Hana.\n- Hana reports to Emeka.\n- Omar reports to Callum.\n- Pablo works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Pablo reports to Yuki.\n- Lattice Analytics was founded in 1995.\n- Lucia reports to Pablo.\n- Lucia works for Fernhill Foods.\n- Yuki reports to Bruno.\n- Meridian Bank is headquartered in Valencia.\n- Lattice Analytics is headquartered in Adelaide.\n- Bruno works for Lattice Analytics.\n- Fernhill Foods is headquartered in Tampere.\n- Beacon Insurance is headquartered in Valencia.\n- Yuki works for Fernhill Foods.\n- Viktor works for Beacon Insurance.\n- Fernhill Foods was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Nadia works for Summit Energy.\n- Nadia reports to Zoya.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 2015.\n- Mateo reports to Wren.\n- Aisha works for Northwind Systems.\n- Wren reports to Deshawn.\n- Tessa works for Northwind Systems.\n- Viktor works for Lattice Analytics.\n- Tessa reports to Nadia.\n- Elena reports to Aisha.\n- Beacon Insurance was founded in 2009.\n- Summit Energy was founded in 1995.\n- Deshawn reports to Tessa.\n- Mateo works for Lattice Analytics.\n- Mei works for Northwind Systems.\n- Aisha reports to Mei.\n- Wren works for Summit Energy.\n- Beacon Insurance is headquartered in Malmo.\n- Zoya works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Zoya reports to Viktor.\n- Mei reports to Mateo.\n- Elena works for Beacon Insurance.\n- Lattice Analytics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29541", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1091: employee Bruno B., hired 05 February 2020, separated 13 December 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1091?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29542", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29543", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Aisha reports to Ravi.\n- Pablo reports to Elena.\n- Summit Energy was founded in 2006.\n- Amara reports to Tobias.\n- Kenji reports to Aisha.\n- Tobias works for Summit Energy.\n- Zoya reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Ravi reports to Zoya.\n- Bluepine Aviation is headquartered in Austin.\n- Aisha works for Summit Energy.\n- Amara works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Porto.\n- Mei works for Fernhill Foods.\n- Meridian Bank is headquartered in Austin.\n- Kenji works for Fernhill Foods.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank was founded in 1994.\n- Mei reports to Pablo.\n- Bruno reports to Mei.\n- Fernhill Foods was founded in 2015.\n- Summit Energy is headquartered in Porto.\n- Elena reports to Amara.\n- Ravi works for Summit Energy.\n- Bluepine Aviation was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Yuki.\n- Leila works for Cedar Retail Group.\n- Sofia works for Cobalt Health.\n- Northwind Systems was founded in 2000.\n- Felix reports to Lucia.\n- Beacon Insurance was founded in 2002.\n- Lucia reports to Tobias.\n- Stefan works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Elena reports to Tessa.\n- Cobalt Health was founded in 1990.\n- Tessa works for Cobalt Health.\n- Tessa reports to Leila.\n- Hana reports to Aisha.\n- Tobias reports to Stefan.\n- Yuki reports to Sofia.\n- Hana works for Northwind Systems.\n- Elena works for Cedar Retail Group.\n- Leila reports to Priya.\n- Tobias works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Northwind Systems is headquartered in Brno.\n- Sofia reports to Hana.\n- Cobalt Health is headquartered in Dunedin.\n- Lucia works for Cedar Retail Group.\n- Felix works for Northwind Systems.\n- Aisha works for Beacon Insurance.\n- Priya works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Aisha reports to Felix.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1988", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29546", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29547", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29548", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29549", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2004: employee Priya B., hired 13 January 2023, separated 14 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2004?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Adelaide.\n- Anders reports to Sofia.\n- Jonas works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Pablo works for Atlas Freight.\n- Zoya reports to Stefan.\n- Northwind Systems was founded in 1996.\n- Northwind Systems is headquartered in Adelaide.\n- Beacon Insurance was founded in 2003.\n- Beacon Insurance is headquartered in Adelaide.\n- Atlas Freight was founded in 1999.\n- Felix reports to Zoya.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1992.\n- Anders works for Northwind Systems.\n- Jonas reports to Anders.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Pablo reports to Jonas.\n- Sofia works for Bluepine Aviation.\n- Mateo works for Northwind Systems.\n- Sofia reports to Mateo.\n- Stefan reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29551", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Sanne reports to Ravi.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Mara works for Cedar Retail Group.\n- Jonas reports to Mara.\n- Hana reports to Sofia.\n- Vantage Air is headquartered in Malmo.\n- Tobias works for Vantage Air.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi works for Pinnacle Software.\n- Amara works for Ironwood Manufacturing.\n- Sofia works for Cedar Retail Group.\n- Ravi reports to Omar.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Omar works for Cedar Retail Group.\n- Vantage Air was founded in 1980.\n- Cedar Retail Group is headquartered in Malmo.\n- Omar reports to Amara.\n- Zoya works for Ironwood Manufacturing.\n- Amara reports to Hana.\n- Zoya reports to Jonas.\n- Mara reports to Tobias.\n- Tobias reports to Sanne.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Hana works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Tallinn", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Stefan.\n- Yuki works for Vantage Air.\n- Meridian Bank is headquartered in Cork.\n- Viktor works for Vantage Air.\n- Amara reports to Deshawn.\n- Viktor reports to Chiara.\n- Amara works for Vantage Air.\n- Meridian Bank was founded in 2011.\n- Sofia reports to Felix.\n- Fernhill Foods was founded in 1985.\n- Nadia works for Vantage Air.\n- Omar works for Vantage Air.\n- Sofia works for Vantage Air.\n- Pablo reports to Sofia.\n- Helios Logistics is headquartered in Cork.\n- Felix reports to Nadia.\n- Pablo works for Helios Logistics.\n- Deshawn works for Vantage Air.\n- Tessa works for Vantage Air.\n- Felix works for Helios Logistics.\n- Stefan reports to Yuki.\n- Stefan works for Meridian Bank.\n- Vantage Air was founded in 1978.\n- Helios Logistics was founded in 2001.\n- Deshawn reports to Viktor.\n- Chiara reports to Omar.\n- Yuki reports to Amara.\n- Vantage Air is headquartered in Cork.\n- Chiara works for Meridian Bank.\n- Fernhill Foods is headquartered in Tampere.\n- Omar reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Tampere.\n- Tessa reports to Emeka.\n- Deshawn reports to Tessa.\n- Tobias works for Crescent Telecom.\n- Northwind Systems was founded in 1978.\n- Priya reports to Ravi.\n- Jonas reports to Pablo.\n- Mateo reports to Deshawn.\n- Hana reports to Jonas.\n- Bluepine Aviation was founded in 1997.\n- Atlas Freight was founded in 2005.\n- Ravi reports to Tobias.\n- Atlas Freight is headquartered in Turku.\n- Ravi works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Pablo works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Turku.\n- Mei reports to Priya.\n- Sofia reports to Hana.\n- Emeka works for Atlas Freight.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Priya works for Bluepine Aviation.\n- Crescent Telecom was founded in 1986.\n- Pablo reports to Mei.\n- Tobias reports to Mateo.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29555", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1405: employee Tobias M., hired 03 November 2021, separated 27 December 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-1405 under the controlling rules.", "criteria": {"0": "$7,800", "1": "$7,750", "2": "$6,800", "3": "$33,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29556", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29557", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 October 2022): For employees hired on or after 14 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2831: employee Emeka R., hired 11 July 2022, separated 14 December 2022 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2831?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29558", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 04 August 2025): For employees hired on or after 04 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9986: employee Ingrid T., hired 25 September 2023, separated 06 September 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9986?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29559", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Nagoya.\n- Chiara reports to Mara.\n- Meridian Bank is headquartered in Porto.\n- Omar works for Meridian Bank.\n- Helios Logistics was founded in 1999.\n- Mara reports to Yuki.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 1986.\n- Yuki works for Meridian Bank.\n- Chiara works for Pinnacle Software.\n- Mateo works for Helios Logistics.\n- Stefan reports to Sanne.\n- Zoya reports to Chiara.\n- Mara works for Bluepine Aviation.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Mateo.\n- Pinnacle Software is headquartered in Porto.\n- Mateo reports to Zoya.\n- Meridian Bank was founded in 1994.\n- Pinnacle Software was founded in 1998.\n- Zoya works for Meridian Bank.\n- Omar reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1992", "2": "1989", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29561", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29562", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2004.\n- Lucia works for Meridian Bank.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara reports to Hana.\n- Mara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Porto.\n- Pablo works for Ironwood Manufacturing.\n- Anders reports to Jonas.\n- Sofia reports to Lucia.\n- Lucia reports to Anders.\n- Jonas reports to Pablo.\n- Leila reports to Viktor.\n- Ironwood Manufacturing was founded in 2005.\n- Hana works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Anders works for Ironwood Manufacturing.\n- Kenji works for Meridian Bank.\n- Leila works for Ironwood Manufacturing.\n- Kenji reports to Mara.\n- Sofia works for Fernhill Foods.\n- Viktor reports to Sofia.\n- Fernhill Foods was founded in 1986.\n- Viktor works for Ironwood Manufacturing.\n- Pablo reports to Kenji.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Atlas Freight was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29564", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29565", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-8 (VERSION 3, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 June 2025): For employees hired on or after 23 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8581: employee Mateo R., hired 26 May 2024, separated 10 February 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8581?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29566", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9177: employee Wren S., hired 03 August 2021, separated 02 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9177?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29567", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Felix.\n- Beacon Insurance was founded in 1993.\n- Jonas works for Beacon Insurance.\n- Mei works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Beacon Insurance is headquartered in Bergen.\n- Mara reports to Anders.\n- Kenji works for Lattice Analytics.\n- Felix reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Tobias reports to Kenji.\n- Lattice Analytics is headquartered in Bergen.\n- Mei reports to Jonas.\n- Amara reports to Dmitri.\n- Stefan works for Beacon Insurance.\n- Atlas Freight is headquartered in Leeds.\n- Mara works for Atlas Freight.\n- Dmitri reports to Viktor.\n- Stefan reports to Mara.\n- Viktor reports to Tobias.\n- Atlas Freight was founded in 2001.\n- Viktor works for Helios Logistics.\n- Amara works for Lattice Analytics.\n- Helios Logistics was founded in 1986.\n- Ingrid reports to Mei.\n- Lattice Analytics was founded in 1987.\n- Anders works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Helios Logistics is headquartered in Tallinn.\n- Kenji reports to Stefan.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "1996", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29569", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Northwind Systems is headquartered in Turku.\n- Summit Energy is headquartered in Austin.\n- Vantage Air was founded in 1992.\n- Felix reports to Elena.\n- Sofia works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Kenji reports to Leila.\n- Deshawn works for Pinnacle Software.\n- Northwind Systems was founded in 1981.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Austin.\n- Mateo reports to Ingrid.\n- Deshawn reports to Priya.\n- Priya reports to Omar.\n- Mara reports to Mateo.\n- Stefan reports to Deshawn.\n- Mara works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Priya works for Northwind Systems.\n- Elena reports to Mara.\n- Leila works for Pinnacle Software.\n- Leila reports to Felix.\n- Ingrid reports to Stefan.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 2015.\n- Sofia reports to Kenji.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29571", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29572", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29574", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29575", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Omar.\n- Amara works for Beacon Insurance.\n- Priya works for Bluepine Aviation.\n- Elena reports to Bruno.\n- Pablo reports to Amara.\n- Crescent Telecom was founded in 1982.\n- Wren reports to Tobias.\n- Tessa reports to Elena.\n- Chiara works for Crescent Telecom.\n- Omar reports to Wren.\n- Chiara reports to Pablo.\n- Ravi works for Crescent Telecom.\n- Omar works for Bluepine Aviation.\n- Lucia reports to Tessa.\n- Bluepine Aviation was founded in 1976.\n- Pablo works for Crescent Telecom.\n- Beacon Insurance was founded in 1984.\n- Tobias works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Nagoya.\n- Tessa works for Crescent Telecom.\n- Ravi reports to Lucia.\n- Bruno works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 2013.\n- Elena works for Ironwood Manufacturing.\n- Priya reports to Ravi.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tobias reports to Chiara.\n- Wren works for Crescent Telecom.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1980", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Hana.\n- Wren reports to Elena.\n- Crescent Telecom was founded in 1979.\n- Elena reports to Tobias.\n- Lattice Analytics was founded in 2007.\n- Hana reports to Chiara.\n- Tobias works for Crescent Telecom.\n- Helios Logistics is headquartered in Basel.\n- Viktor works for Crescent Telecom.\n- Tobias reports to Viktor.\n- Vantage Air was founded in 2005.\n- Crescent Telecom is headquartered in Halifax.\n- Leila works for Helios Logistics.\n- Callum works for Lattice Analytics.\n- Lucia reports to Leila.\n- Lucia works for Crescent Telecom.\n- Helios Logistics was founded in 2001.\n- Elena works for Vantage Air.\n- Viktor reports to Callum.\n- Felix works for Helios Logistics.\n- Felix reports to Nadia.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Chiara reports to Wren.\n- Vantage Air is headquartered in Cork.\n- Leila reports to Felix.\n- Mei works for Crescent Telecom.\n- Callum reports to Lucia.\n- Hana works for Crescent Telecom.\n- Chiara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2003", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Zoya reports to Viktor.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 1982.\n- Vantage Air is headquartered in Turku.\n- Wren works for Crescent Telecom.\n- Ravi reports to Zoya.\n- Crescent Telecom was founded in 2000.\n- Elena reports to Nadia.\n- Tobias works for Vantage Air.\n- Chiara reports to Wren.\n- Atlas Freight is headquartered in Ghent.\n- Amara works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Lucia reports to Chiara.\n- Amara reports to Lucia.\n- Crescent Telecom is headquartered in Turku.\n- Vantage Air was founded in 1988.\n- Chiara works for Vantage Air.\n- Atlas Freight was founded in 2000.\n- Pinnacle Software is headquartered in Nagoya.\n- Wren reports to Ravi.\n- Nadia reports to Amara.\n- Viktor works for Vantage Air.\n- Tobias reports to Elena.\n- Ravi works for Atlas Freight.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Beacon Insurance.\n- Kenji reports to Viktor.\n- Elena works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Omar works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Bruno reports to Elena.\n- Cobalt Health is headquartered in Turku.\n- Helios Logistics was founded in 1999.\n- Aisha reports to Deshawn.\n- Aisha works for Helios Logistics.\n- Elena reports to Omar.\n- Beacon Insurance was founded in 2003.\n- Felix reports to Aisha.\n- Fernhill Foods was founded in 2014.\n- Helios Logistics is headquartered in Valencia.\n- Deshawn works for Helios Logistics.\n- Omar reports to Callum.\n- Fernhill Foods is headquartered in Brno.\n- Jonas works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Callum reports to Jonas.\n- Deshawn reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Jonas reports to Kenji.\n- Callum works for Helios Logistics.\n- Cobalt Health was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29580", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4592: employee Ingrid B., hired 31 January 2020, separated 31 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4592?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Jonas reports to Chiara.\n- Vantage Air was founded in 1982.\n- Leila reports to Jonas.\n- Priya reports to Leila.\n- Hana reports to Callum.\n- Meridian Bank was founded in 2015.\n- Pinnacle Software was founded in 2011.\n- Stefan reports to Priya.\n- Summit Energy is headquartered in Basel.\n- Priya works for Vantage Air.\n- Tessa reports to Sanne.\n- Vantage Air is headquartered in Turku.\n- Felix works for Meridian Bank.\n- Leila works for Pinnacle Software.\n- Felix reports to Tessa.\n- Chiara works for Vantage Air.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Hana works for Pinnacle Software.\n- Chiara reports to Hana.\n- Summit Energy was founded in 1998.\n- Tessa works for Vantage Air.\n- Callum reports to Felix.\n- Meridian Bank is headquartered in Basel.\n- Stefan works for Vantage Air.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Yuki.\n- Omar works for Summit Energy.\n- Yuki reports to Felix.\n- Elena works for Cedar Retail Group.\n- Summit Energy was founded in 2015.\n- Wren works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Leila reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Dmitri works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Felix works for Northwind Systems.\n- Anders reports to Deshawn.\n- Cedar Retail Group was founded in 2013.\n- Pinnacle Software is headquartered in Halifax.\n- Callum reports to Dmitri.\n- Anders works for Northwind Systems.\n- Omar reports to Chiara.\n- Wren reports to Leila.\n- Dmitri reports to Wren.\n- Deshawn reports to Omar.\n- Chiara works for Pinnacle Software.\n- Northwind Systems is headquartered in Basel.\n- Leila works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Deshawn works for Northwind Systems.\n- Elena reports to Callum.\n- Felix reports to Elena.\n- Pinnacle Software was founded in 1999.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29583", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29584", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 73986\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29585", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29586", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4525: employee Jonas K., hired 10 February 2021, separated 02 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4525?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1984.\n- Mei reports to Tessa.\n- Mara works for Vantage Air.\n- Cedar Retail Group was founded in 1981.\n- Lucia works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Lucia reports to Felix.\n- Vantage Air is headquartered in Porto.\n- Felix reports to Amara.\n- Ravi works for Cedar Retail Group.\n- Mara reports to Callum.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Leila reports to Lucia.\n- Emeka works for Vantage Air.\n- Ravi reports to Emeka.\n- Callum works for Bluepine Aviation.\n- Amara works for Cedar Retail Group.\n- Tessa works for Bluepine Aviation.\n- Leila works for Cedar Retail Group.\n- Callum reports to Mei.\n- Crescent Telecom was founded in 1992.\n- Emeka reports to Mara.\n- Mei works for Crescent Telecom.\n- Amara reports to Ravi.\n- Bluepine Aviation was founded in 1997.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29588", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Vantage Air was founded in 1976.\n- Callum reports to Sanne.\n- Fernhill Foods is headquartered in Oslo.\n- Aisha works for Northwind Systems.\n- Mara works for Fernhill Foods.\n- Mara reports to Callum.\n- Sanne reports to Sofia.\n- Ravi reports to Yuki.\n- Leila reports to Bruno.\n- Sanne works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Northwind Systems is headquartered in Ghent.\n- Nadia reports to Felix.\n- Yuki reports to Leila.\n- Fernhill Foods was founded in 1995.\n- Ravi works for Northwind Systems.\n- Bruno reports to Mara.\n- Northwind Systems was founded in 2013.\n- Deshawn reports to Nadia.\n- Sofia reports to Deshawn.\n- Ironwood Manufacturing was founded in 2011.\n- Nadia works for Northwind Systems.\n- Felix reports to Aisha.\n- Deshawn works for Vantage Air.\n- Felix works for Vantage Air.\n- Callum works for Ironwood Manufacturing.\n- Leila works for Vantage Air.\n- Sofia works for Ironwood Manufacturing.\n- Bruno works for Fernhill Foods.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Tobias.\n- Hana works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Ravi reports to Hana.\n- Tessa works for Crescent Telecom.\n- Fernhill Foods is headquartered in Basel.\n- Crescent Telecom was founded in 1985.\n- Pinnacle Software is headquartered in Basel.\n- Zoya reports to Tessa.\n- Yuki works for Pinnacle Software.\n- Yuki reports to Zoya.\n- Sofia works for Pinnacle Software.\n- Helios Logistics is headquartered in Brno.\n- Mateo works for Helios Logistics.\n- Crescent Telecom is headquartered in Valencia.\n- Tobias works for Helios Logistics.\n- Mei works for Fernhill Foods.\n- Helios Logistics was founded in 1977.\n- Hana reports to Mei.\n- Mei reports to Sofia.\n- Ravi works for Crescent Telecom.\n- Tessa reports to Ravi.\n- Tobias reports to Yuki.\n- Fernhill Foods was founded in 2003.\n- Zoya works for Fernhill Foods.\n- Sofia reports to Mateo.\n- Pinnacle Software was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Valencia", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Lyon.\n- Omar works for Ironwood Manufacturing.\n- Mateo reports to Deshawn.\n- Zoya works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Emeka reports to Ingrid.\n- Sanne works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Amara reports to Emeka.\n- Meridian Bank is headquartered in Lyon.\n- Omar reports to Amara.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Mara works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Lyon.\n- Northwind Systems was founded in 1983.\n- Deshawn reports to Sanne.\n- Vantage Air was founded in 2002.\n- Mateo works for Vantage Air.\n- Zoya reports to Mara.\n- Sanne reports to Omar.\n- Deshawn works for Vantage Air.\n- Ironwood Manufacturing was founded in 1992.\n- Elena reports to Zoya.\n- Ingrid reports to Elena.\n- Ingrid works for Vantage Air.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "1997", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29592", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29593", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1994.\n- Jonas works for Meridian Bank.\n- Tobias reports to Amara.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1998.\n- Kenji works for Summit Energy.\n- Callum works for Summit Energy.\n- Cedar Retail Group was founded in 2002.\n- Tessa works for Crescent Telecom.\n- Jonas reports to Chiara.\n- Summit Energy is headquartered in Cork.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji reports to Tessa.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya works for Meridian Bank.\n- Crescent Telecom was founded in 1980.\n- Amara works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Tessa reports to Priya.\n- Chiara reports to Kenji.\n- Tobias works for Cedar Retail Group.\n- Priya reports to Callum.\n- Callum reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29595", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Oslo.\n- Ingrid reports to Chiara.\n- Bruno works for Pinnacle Software.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1994.\n- Omar reports to Ingrid.\n- Mara reports to Aisha.\n- Chiara reports to Mara.\n- Stefan reports to Yuki.\n- Mei works for Atlas Freight.\n- Pinnacle Software is headquartered in Porto.\n- Mei reports to Deshawn.\n- Stefan works for Atlas Freight.\n- Cobalt Health was founded in 1984.\n- Ravi works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Ingrid works for Atlas Freight.\n- Deshawn reports to Stefan.\n- Aisha reports to Ravi.\n- Atlas Freight was founded in 1991.\n- Viktor works for Ironwood Manufacturing.\n- Omar works for Cobalt Health.\n- Bruno reports to Omar.\n- Aisha works for Ironwood Manufacturing.\n- Yuki reports to Viktor.\n- Viktor reports to Bruno.\n- Chiara works for Pinnacle Software.\n- Atlas Freight is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pinnacle Software was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29597", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6114: employee Felix K., hired 30 March 2025, separated 20 September 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-6114 under the controlling rules.", "criteria": {"0": "$1,312", "1": "$2,500", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29598", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9476: employee Viktor A., hired 12 April 2022, separated 12 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9476?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Bluepine Aviation was founded in 1985.\n- Meridian Bank is headquartered in Valencia.\n- Viktor reports to Tobias.\n- Kenji reports to Yuki.\n- Crescent Telecom is headquartered in Valencia.\n- Lucia reports to Wren.\n- Viktor works for Meridian Bank.\n- Bluepine Aviation is headquartered in Valencia.\n- Tobias works for Meridian Bank.\n- Mateo reports to Kenji.\n- Aisha reports to Felix.\n- Emeka reports to Viktor.\n- Felix works for Meridian Bank.\n- Tobias reports to Mara.\n- Yuki reports to Aisha.\n- Felix reports to Bruno.\n- Mara works for Cobalt Health.\n- Bruno reports to Lucia.\n- Crescent Telecom was founded in 2006.\n- Emeka works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Cobalt Health was founded in 2002.\n- Mateo works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Meridian Bank was founded in 1999.\n- Aisha works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Wren reports to Emeka.\n- Bruno works for Meridian Bank.\n- Cobalt Health is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ingrid.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 2005.\n- Mara works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Amara reports to Aisha.\n- Meridian Bank was founded in 1999.\n- Deshawn works for Meridian Bank.\n- Kenji works for Cedar Retail Group.\n- Aisha works for Pinnacle Software.\n- Priya reports to Chiara.\n- Ingrid reports to Deshawn.\n- Cedar Retail Group was founded in 1980.\n- Hana works for Meridian Bank.\n- Emeka works for Cedar Retail Group.\n- Chiara reports to Kenji.\n- Vantage Air is headquartered in Adelaide.\n- Kenji reports to Amara.\n- Pinnacle Software was founded in 2003.\n- Omar reports to Mara.\n- Deshawn reports to Hana.\n- Amara works for Vantage Air.\n- Aisha reports to Omar.\n- Hana reports to Emeka.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Priya.\n- Omar works for Meridian Bank.\n- Cedar Retail Group is headquartered in Bergen.\n- Chiara works for Vantage Air.\n- Pinnacle Software is headquartered in Bergen.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29601", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2603: employee Bruno B., hired 28 July 2022, separated 05 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2603?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29602", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "weather", "3": "play_music", "4": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29603", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9569: employee Viktor S., hired 19 December 2023, separated 10 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9569?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29604", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7077: employee Bruno T., hired 21 April 2021, separated 26 July 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7077?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-29605", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29606", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29607", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3382: employee Priya R., hired 24 August 2023, separated 01 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3382?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ingrid.\n- Pablo works for Bluepine Aviation.\n- Mateo reports to Chiara.\n- Priya works for Pinnacle Software.\n- Summit Energy is headquartered in Adelaide.\n- Mei works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Omar reports to Priya.\n- Zoya works for Bluepine Aviation.\n- Viktor works for Cedar Retail Group.\n- Chiara reports to Emeka.\n- Sanne reports to Pablo.\n- Bluepine Aviation is headquartered in Ghent.\n- Mei reports to Sanne.\n- Emeka reports to Kenji.\n- Cedar Retail Group is headquartered in Ghent.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Kenji works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Mateo works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Cedar Retail Group was founded in 2005.\n- Summit Energy was founded in 2004.\n- Pinnacle Software was founded in 2004.\n- Kenji reports to Omar.\n- Ingrid reports to Zoya.\n- Pablo reports to Viktor.\n- Emeka works for Pinnacle Software.\n- Zoya reports to Mei.\n- Pinnacle Software is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29609", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4338: employee Sofia K., hired 07 April 2022, separated 18 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4338?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29610", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29611", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 October 2025): For employees hired on or after 13 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4442: employee Chiara K., hired 08 July 2024, separated 02 March 2027 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4442?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29612", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Lyon.\n- Aisha works for Atlas Freight.\n- Sofia reports to Lucia.\n- Atlas Freight is headquartered in Dunedin.\n- Summit Energy is headquartered in Cork.\n- Dmitri works for Atlas Freight.\n- Stefan reports to Dmitri.\n- Amara works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Fernhill Foods is headquartered in Lyon.\n- Mei works for Summit Energy.\n- Atlas Freight was founded in 1977.\n- Fernhill Foods was founded in 1988.\n- Amara reports to Sofia.\n- Zoya works for Northwind Systems.\n- Mei reports to Anders.\n- Mara works for Fernhill Foods.\n- Northwind Systems was founded in 1980.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Lucia reports to Stefan.\n- Dmitri reports to Mara.\n- Anders reports to Amara.\n- Anders works for Northwind Systems.\n- Aisha reports to Mei.\n- Sofia works for Atlas Freight.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Felix reports to Kenji.\n- Nadia works for Atlas Freight.\n- Kenji reports to Omar.\n- Wren reports to Nadia.\n- Jonas reports to Priya.\n- Atlas Freight is headquartered in Leeds.\n- Tobias reports to Emeka.\n- Priya reports to Wren.\n- Emeka works for Vantage Air.\n- Hana works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Omar works for Pinnacle Software.\n- Hana reports to Felix.\n- Kenji works for Fernhill Foods.\n- Tobias works for Vantage Air.\n- Pinnacle Software was founded in 2007.\n- Vantage Air was founded in 2012.\n- Fernhill Foods was founded in 1991.\n- Atlas Freight was founded in 2014.\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Hana.\n- Omar reports to Jonas.\n- Jonas works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Hana.\n- Dmitri works for Meridian Bank.\n- Sofia works for Vantage Air.\n- Jonas reports to Chiara.\n- Mei works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Meridian Bank was founded in 1998.\n- Mei reports to Mara.\n- Fernhill Foods is headquartered in Leeds.\n- Sofia reports to Bruno.\n- Jonas works for Meridian Bank.\n- Kenji works for Crescent Telecom.\n- Vantage Air is headquartered in Ghent.\n- Leila reports to Amara.\n- Fernhill Foods was founded in 1992.\n- Hana reports to Jonas.\n- Meridian Bank is headquartered in Ghent.\n- Crescent Telecom was founded in 2010.\n- Amara works for Meridian Bank.\n- Chiara works for Fernhill Foods.\n- Amara reports to Kenji.\n- Crescent Telecom is headquartered in Porto.\n- Mara reports to Leila.\n- Leila works for Crescent Telecom.\n- Emeka reports to Mei.\n- Vantage Air was founded in 1997.\n- Bruno reports to Dmitri.\n- Dmitri reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Bruno works for Fernhill Foods.\n- Mara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29617", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Nagoya.\n- Stefan reports to Deshawn.\n- Stefan works for Helios Logistics.\n- Ravi reports to Priya.\n- Callum works for Bluepine Aviation.\n- Callum reports to Stefan.\n- Wren reports to Ravi.\n- Mara works for Lattice Analytics.\n- Deshawn works for Bluepine Aviation.\n- Lattice Analytics was founded in 1990.\n- Cobalt Health was founded in 1986.\n- Nadia reports to Mei.\n- Nadia works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Deshawn reports to Wren.\n- Priya works for Lattice Analytics.\n- Helios Logistics is headquartered in Porto.\n- Priya reports to Mara.\n- Lattice Analytics is headquartered in Porto.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Helios Logistics was founded in 1982.\n- Mara reports to Nadia.\n- Mei reports to Pablo.\n- Ravi works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Zoya.\n- Atlas Freight was founded in 1996.\n- Stefan reports to Deshawn.\n- Zoya works for Bluepine Aviation.\n- Amara works for Pinnacle Software.\n- Zoya reports to Amara.\n- Mara works for Pinnacle Software.\n- Beacon Insurance was founded in 1995.\n- Beacon Insurance is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Pinnacle Software was founded in 2005.\n- Kenji works for Beacon Insurance.\n- Mara reports to Bruno.\n- Bruno reports to Kenji.\n- Priya reports to Mara.\n- Leila works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Stefan works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Adelaide.\n- Leila reports to Priya.\n- Viktor works for Atlas Freight.\n- Viktor reports to Stefan.\n- Pinnacle Software is headquartered in Ghent.\n- Bluepine Aviation was founded in 1994.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1991.\n- Helios Logistics is headquartered in Brno.\n- Anders works for Bluepine Aviation.\n- Stefan reports to Aisha.\n- Anders reports to Stefan.\n- Mateo works for Northwind Systems.\n- Bluepine Aviation is headquartered in Brno.\n- Helios Logistics was founded in 2008.\n- Deshawn works for Pinnacle Software.\n- Hana works for Helios Logistics.\n- Bruno reports to Deshawn.\n- Northwind Systems is headquartered in Tallinn.\n- Emeka reports to Anders.\n- Bluepine Aviation was founded in 2007.\n- Amara works for Bluepine Aviation.\n- Felix works for Helios Logistics.\n- Pinnacle Software was founded in 2014.\n- Stefan works for Helios Logistics.\n- Felix reports to Hana.\n- Pinnacle Software is headquartered in Tallinn.\n- Sofia works for Helios Logistics.\n- Elena reports to Sofia.\n- Bruno works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Aisha works for Helios Logistics.\n- Hana reports to Elena.\n- Mateo reports to Bruno.\n- Sofia reports to Amara.\n- Aisha reports to Mateo.\n- Emeka works for Northwind Systems.\n- Deshawn reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29621", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-6 (VERSION 3, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4175: employee Nadia R., hired 06 July 2022, separated 29 December 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-4175 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,500", "2": "$15,167", "3": "$2,625"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Zoya works for Beacon Insurance.\n- Kenji reports to Amara.\n- Mara reports to Wren.\n- Omar reports to Mara.\n- Helios Logistics was founded in 1997.\n- Zoya reports to Tobias.\n- Atlas Freight was founded in 1975.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Jonas works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Tobias reports to Ingrid.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Cork.\n- Helios Logistics is headquartered in Cork.\n- Amara reports to Jonas.\n- Amara works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Jonas reports to Omar.\n- Wren reports to Dmitri.\n- Ingrid works for Beacon Insurance.\n- Summit Energy was founded in 1983.\n- Tobias works for Atlas Freight.\n- Ingrid reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Priya works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Chiara works for Atlas Freight.\n- Hana works for Meridian Bank.\n- Ingrid reports to Jonas.\n- Bluepine Aviation is headquartered in Adelaide.\n- Elena reports to Viktor.\n- Dmitri works for Meridian Bank.\n- Chiara reports to Mara.\n- Tessa works for Meridian Bank.\n- Felix works for Atlas Freight.\n- Meridian Bank was founded in 2004.\n- Bluepine Aviation was founded in 1991.\n- Atlas Freight is headquartered in Basel.\n- Tessa reports to Priya.\n- Lucia reports to Elena.\n- Elena works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Mara works for Atlas Freight.\n- Viktor reports to Ingrid.\n- Atlas Freight was founded in 1990.\n- Jonas reports to Tessa.\n- Hana reports to Chiara.\n- Priya reports to Hana.\n- Mara reports to Dmitri.\n- Summit Energy was founded in 2013.\n- Ingrid works for Summit Energy.\n- Felix reports to Lucia.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29624", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4192: employee Omar S., hired 26 November 2022, separated 09 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4192?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Felix.\n- Atlas Freight is headquartered in Oslo.\n- Northwind Systems is headquartered in Oslo.\n- Chiara works for Northwind Systems.\n- Amara works for Atlas Freight.\n- Amara reports to Anders.\n- Atlas Freight was founded in 2013.\n- Yuki works for Meridian Bank.\n- Felix reports to Sofia.\n- Chiara reports to Stefan.\n- Anders reports to Yuki.\n- Tobias works for Northwind Systems.\n- Sofia works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Northwind Systems was founded in 2002.\n- Meridian Bank was founded in 2004.\n- Vantage Air is headquartered in Valencia.\n- Stefan reports to Pablo.\n- Vantage Air was founded in 1986.\n- Pablo reports to Amara.\n- Yuki reports to Tobias.\n- Meridian Bank is headquartered in Valencia.\n- Callum reports to Chiara.\n- Callum works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "2007", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Summit Energy is headquartered in Nagoya.\n- Omar reports to Lucia.\n- Aisha works for Northwind Systems.\n- Sofia works for Bluepine Aviation.\n- Omar works for Northwind Systems.\n- Cobalt Health was founded in 2012.\n- Nadia reports to Dmitri.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2000.\n- Sofia reports to Aisha.\n- Northwind Systems is headquartered in Nagoya.\n- Leila works for Northwind Systems.\n- Bluepine Aviation is headquartered in Malmo.\n- Northwind Systems was founded in 1975.\n- Dmitri reports to Leila.\n- Cobalt Health is headquartered in Malmo.\n- Tobias reports to Sofia.\n- Summit Energy was founded in 2007.\n- Lucia reports to Tobias.\n- Dmitri works for Northwind Systems.\n- Leila reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1981.\n- Elena works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Turku.\n- Elena reports to Sofia.\n- Cedar Retail Group is headquartered in Turku.\n- Ingrid works for Beacon Insurance.\n- Felix reports to Priya.\n- Ironwood Manufacturing was founded in 2013.\n- Beacon Insurance is headquartered in Oslo.\n- Sofia reports to Felix.\n- Summit Energy was founded in 2009.\n- Ingrid reports to Elena.\n- Priya reports to Kenji.\n- Summit Energy is headquartered in Cork.\n- Sanne reports to Ingrid.\n- Yuki reports to Sanne.\n- Kenji works for Ironwood Manufacturing.\n- Priya works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Sanne works for Summit Energy.\n- Yuki works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Deshawn works for Northwind Systems.\n- Summit Energy is headquartered in Dunedin.\n- Viktor works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Omar reports to Deshawn.\n- Felix works for Summit Energy.\n- Felix reports to Viktor.\n- Atlas Freight is headquartered in Ghent.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Dmitri reports to Yuki.\n- Pablo reports to Felix.\n- Atlas Freight was founded in 1995.\n- Mei reports to Elena.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Pablo works for Atlas Freight.\n- Elena reports to Omar.\n- Yuki reports to Leila.\n- Summit Energy was founded in 2001.\n- Deshawn reports to Dmitri.\n- Viktor reports to Mei.\n- Northwind Systems is headquartered in Valencia.\n- Leila works for Atlas Freight.\n- Elena works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2009", "2": "2012", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29629", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29630", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "check_status", "4": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29631", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5115: employee Callum A., hired 04 November 2022, separated 26 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5115?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29632", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5062: employee Aisha A., hired 18 May 2023, separated 23 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5062?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Northwind Systems is headquartered in Tampere.\n- Fernhill Foods was founded in 1987.\n- Anders reports to Aisha.\n- Emeka works for Northwind Systems.\n- Leila reports to Yuki.\n- Kenji works for Fernhill Foods.\n- Northwind Systems was founded in 1980.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 2009.\n- Vantage Air is headquartered in Dunedin.\n- Felix works for Fernhill Foods.\n- Felix reports to Viktor.\n- Anders works for Bluepine Aviation.\n- Omar reports to Felix.\n- Kenji reports to Anders.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Vantage Air was founded in 2014.\n- Bruno reports to Chiara.\n- Aisha reports to Bruno.\n- Chiara works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Omar works for Bluepine Aviation.\n- Chiara reports to Leila.\n- Bruno works for Fernhill Foods.\n- Lucia works for Bluepine Aviation.\n- Lucia reports to Kenji.\n- Yuki reports to Emeka.\n- Viktor reports to Lucia.\n- Aisha works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Dunedin", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29634", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 15 June 2025): For employees hired on or after 15 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2551: employee Tessa S., hired 31 October 2024, separated 22 September 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2025-2551 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$4,987", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29635", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1824: employee Kenji R., hired 26 October 2022, separated 12 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1824?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Emeka works for Vantage Air.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Summit Energy was founded in 2002.\n- Vantage Air is headquartered in Malmo.\n- Sanne reports to Deshawn.\n- Emeka reports to Callum.\n- Beacon Insurance was founded in 2006.\n- Pablo reports to Yuki.\n- Mei reports to Emeka.\n- Felix reports to Pablo.\n- Callum reports to Felix.\n- Summit Energy is headquartered in Malmo.\n- Atlas Freight is headquartered in Oslo.\n- Yuki reports to Sanne.\n- Vantage Air was founded in 2015.\n- Mei works for Vantage Air.\n- Felix works for Vantage Air.\n- Yuki works for Summit Energy.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Summit Energy", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29637", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29638", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Callum works for Summit Energy.\n- Anders reports to Jonas.\n- Callum reports to Priya.\n- Nadia works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Amara reports to Mei.\n- Lattice Analytics was founded in 1998.\n- Anders works for Summit Energy.\n- Nadia reports to Stefan.\n- Jonas reports to Ravi.\n- Bruno reports to Dmitri.\n- Summit Energy was founded in 1981.\n- Dmitri works for Lattice Analytics.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Ravi works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Amara works for Northwind Systems.\n- Ravi reports to Bruno.\n- Dmitri reports to Nadia.\n- Cedar Retail Group was founded in 2012.\n- Priya reports to Amara.\n- Bruno works for Lattice Analytics.\n- Northwind Systems is headquartered in Bergen.\n- Mara reports to Anders.\n- Northwind Systems was founded in 2000.\n- Lattice Analytics is headquartered in Lyon.\n- Mei reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "2001", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2005.\n- Tessa reports to Stefan.\n- Ingrid works for Vantage Air.\n- Elena reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Porto.\n- Vantage Air was founded in 1989.\n- Ingrid reports to Hana.\n- Mei reports to Sofia.\n- Atlas Freight is headquartered in Valencia.\n- Pinnacle Software was founded in 2014.\n- Sofia reports to Wren.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 2001.\n- Elena works for Pinnacle Software.\n- Stefan works for Atlas Freight.\n- Mei works for Vantage Air.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Tobias.\n- Hana works for Pinnacle Software.\n- Stefan reports to Elena.\n- Pablo reports to Mei.\n- Vantage Air is headquartered in Valencia.\n- Tessa works for Pinnacle Software.\n- Leila reports to Dmitri.\n- Wren reports to Tessa.\n- Pablo works for Ironwood Manufacturing.\n- Hana reports to Leila.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Wren works for Ironwood Manufacturing.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Amara.\n- Callum works for Cedar Retail Group.\n- Cobalt Health was founded in 1980.\n- Chiara works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1977.\n- Jonas reports to Zoya.\n- Cobalt Health is headquartered in Basel.\n- Amara reports to Chiara.\n- Yuki works for Cedar Retail Group.\n- Jonas works for Bluepine Aviation.\n- Chiara reports to Stefan.\n- Stefan reports to Lucia.\n- Meridian Bank is headquartered in Basel.\n- Stefan works for Meridian Bank.\n- Amara works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pablo works for Cedar Retail Group.\n- Zoya works for Meridian Bank.\n- Tobias works for Cedar Retail Group.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo reports to Tobias.\n- Meridian Bank was founded in 1984.\n- Yuki reports to Pablo.\n- Deshawn reports to Sofia.\n- Lucia reports to Yuki.\n- Deshawn works for Cobalt Health.\n- Bluepine Aviation was founded in 1993.\n- Callum reports to Jonas.\n- Sofia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29642", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Bruno.\n- Nadia works for Bluepine Aviation.\n- Sanne works for Helios Logistics.\n- Hana reports to Felix.\n- Felix reports to Chiara.\n- Callum reports to Sanne.\n- Helios Logistics is headquartered in Halifax.\n- Chiara works for Beacon Insurance.\n- Felix works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Nadia reports to Priya.\n- Sanne reports to Hana.\n- Hana works for Vantage Air.\n- Amara reports to Callum.\n- Zoya reports to Nadia.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance was founded in 1991.\n- Beacon Insurance is headquartered in Adelaide.\n- Dmitri reports to Amara.\n- Priya works for Vantage Air.\n- Chiara reports to Mei.\n- Helios Logistics was founded in 1995.\n- Vantage Air is headquartered in Ghent.\n- Bruno works for Vantage Air.\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation was founded in 2009.\n- Vantage Air was founded in 2000.\n- Bruno reports to Dmitri.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Oslo.\n- Tobias works for Northwind Systems.\n- Meridian Bank is headquartered in Turku.\n- Lucia works for Northwind Systems.\n- Crescent Telecom is headquartered in Oslo.\n- Mateo works for Crescent Telecom.\n- Ingrid reports to Sofia.\n- Cedar Retail Group was founded in 2004.\n- Tobias reports to Hana.\n- Meridian Bank was founded in 2011.\n- Bruno works for Cedar Retail Group.\n- Northwind Systems was founded in 2010.\n- Hana reports to Ingrid.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Bruno.\n- Northwind Systems is headquartered in Oslo.\n- Sanne reports to Emeka.\n- Sanne works for Crescent Telecom.\n- Ingrid works for Northwind Systems.\n- Lucia reports to Tobias.\n- Priya works for Crescent Telecom.\n- Bruno reports to Lucia.\n- Priya reports to Mateo.\n- Sofia reports to Priya.\n- Sofia works for Northwind Systems.\n- Crescent Telecom was founded in 2009.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29645", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4692: employee Zoya K., hired 14 August 2021, separated 21 January 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4692?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29646", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2405: employee Leila T., hired 31 August 2021, separated 31 July 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-2405 under the controlling rules.", "criteria": {"0": "$11,600", "1": "$48,100", "2": "$11,100", "3": "$11,025"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29647", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4857: employee Jonas B., hired 02 November 2021, separated 06 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-4857 under the controlling rules.", "criteria": {"0": "$18,000", "1": "$78,000", "2": "$17,885", "3": "$17,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Aisha.\n- Mateo works for Summit Energy.\n- Bruno works for Lattice Analytics.\n- Fernhill Foods was founded in 1993.\n- Meridian Bank was founded in 2002.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Sofia.\n- Kenji works for Lattice Analytics.\n- Tessa reports to Lucia.\n- Tessa works for Fernhill Foods.\n- Kenji reports to Mei.\n- Mei reports to Ingrid.\n- Lucia reports to Ravi.\n- Leila works for Fernhill Foods.\n- Aisha works for Meridian Bank.\n- Yuki works for Summit Energy.\n- Sofia reports to Bruno.\n- Fernhill Foods is headquartered in Turku.\n- Lucia works for Fernhill Foods.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy was founded in 1993.\n- Summit Energy is headquartered in Turku.\n- Meridian Bank is headquartered in Lyon.\n- Sofia works for Fernhill Foods.\n- Mateo reports to Kenji.\n- Bruno reports to Yuki.\n- Ingrid works for Lattice Analytics.\n- Leila reports to Tessa.\n- Lattice Analytics was founded in 1996.\n- Yuki reports to Mateo.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29649", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29650", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29651", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 20 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2502: employee Elena B., hired 19 September 2022, separated 02 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2502?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Chiara works for Cobalt Health.\n- Bluepine Aviation was founded in 1981.\n- Viktor works for Cobalt Health.\n- Cedar Retail Group is headquartered in Lyon.\n- Pablo works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Cobalt Health is headquartered in Lyon.\n- Pablo reports to Chiara.\n- Hana reports to Pablo.\n- Cedar Retail Group was founded in 1991.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1995.\n- Callum works for Cedar Retail Group.\n- Wren reports to Callum.\n- Callum reports to Ravi.\n- Wren works for Bluepine Aviation.\n- Viktor reports to Leila.\n- Cobalt Health was founded in 1984.\n- Bluepine Aviation is headquartered in Basel.\n- Chiara reports to Viktor.\n- Leila reports to Wren.\n- Ravi works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29653", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9042: employee Lucia R., hired 27 October 2020, separated 05 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9042?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Mei reports to Pablo.\n- Vantage Air was founded in 2011.\n- Elena reports to Mei.\n- Elena works for Vantage Air.\n- Nadia reports to Elena.\n- Tobias reports to Amara.\n- Tobias works for Summit Energy.\n- Beacon Insurance is headquartered in Adelaide.\n- Pablo works for Vantage Air.\n- Summit Energy is headquartered in Adelaide.\n- Aisha works for Beacon Insurance.\n- Amara reports to Nadia.\n- Mei works for Summit Energy.\n- Pablo reports to Aisha.\n- Stefan reports to Tobias.\n- Stefan works for Summit Energy.\n- Kenji works for Summit Energy.\n- Cedar Retail Group was founded in 1983.\n- Aisha reports to Wren.\n- Summit Energy was founded in 1975.\n- Beacon Insurance was founded in 1993.\n- Hana works for Cedar Retail Group.\n- Wren works for Vantage Air.\n- Priya reports to Kenji.\n- Cedar Retail Group is headquartered in Oslo.\n- Kenji reports to Stefan.\n- Priya works for Vantage Air.\n- Nadia works for Beacon Insurance.\n- Vantage Air is headquartered in Oslo.\n- Wren reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29655", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29656", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29657", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Northwind Systems was founded in 1986.\n- Meridian Bank was founded in 1985.\n- Chiara works for Beacon Insurance.\n- Amara reports to Dmitri.\n- Beacon Insurance was founded in 1988.\n- Bluepine Aviation was founded in 1990.\n- Meridian Bank is headquartered in Austin.\n- Felix works for Bluepine Aviation.\n- Callum reports to Tessa.\n- Bluepine Aviation is headquartered in Lyon.\n- Amara works for Bluepine Aviation.\n- Hana reports to Bruno.\n- Callum works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Aisha reports to Hana.\n- Bruno reports to Mateo.\n- Mateo reports to Amara.\n- Omar works for Meridian Bank.\n- Beacon Insurance is headquartered in Valencia.\n- Felix reports to Chiara.\n- Tessa reports to Aisha.\n- Northwind Systems is headquartered in Austin.\n- Elena works for Meridian Bank.\n- Tessa works for Beacon Insurance.\n- Omar reports to Callum.\n- Bruno works for Meridian Bank.\n- Chiara reports to Omar.\n- Elena reports to Felix.\n- Aisha works for Northwind Systems.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29659", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5649: employee Omar K., hired 30 April 2024, separated 18 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-5649?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29660", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1323: employee Tobias A., hired 07 May 2023, separated 06 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1323?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29661", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1131: employee Ravi K., hired 19 December 2023, separated 04 September 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-1131 under the controlling rules.", "criteria": {"0": "$4,038", "1": "$40,000", "2": "$7,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1131 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29662", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29663", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29664", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Viktor reports to Priya.\n- Tessa reports to Callum.\n- Elena works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Sanne reports to Zoya.\n- Elena reports to Sanne.\n- Anders reports to Omar.\n- Priya works for Cedar Retail Group.\n- Lattice Analytics was founded in 2012.\n- Helios Logistics is headquartered in Nagoya.\n- Anders works for Helios Logistics.\n- Cedar Retail Group was founded in 2001.\n- Cedar Retail Group is headquartered in Leeds.\n- Zoya reports to Emeka.\n- Northwind Systems is headquartered in Leeds.\n- Emeka reports to Viktor.\n- Zoya works for Cedar Retail Group.\n- Northwind Systems was founded in 1976.\n- Lattice Analytics is headquartered in Leeds.\n- Callum reports to Elena.\n- Helios Logistics was founded in 1979.\n- Tessa works for Helios Logistics.\n- Callum works for Lattice Analytics.\n- Sanne works for Helios Logistics.\n- Omar reports to Tessa.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29666", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29667", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29668", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 38926\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29669", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8347: employee Hana A., hired 08 December 2020, separated 13 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8347?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Ingrid reports to Bruno.\n- Bluepine Aviation is headquartered in Tallinn.\n- Pablo works for Ironwood Manufacturing.\n- Ingrid works for Bluepine Aviation.\n- Yuki reports to Emeka.\n- Pablo reports to Ingrid.\n- Yuki works for Lattice Analytics.\n- Sanne reports to Yuki.\n- Bluepine Aviation was founded in 2013.\n- Sofia works for Ironwood Manufacturing.\n- Aisha works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1984.\n- Pinnacle Software was founded in 1983.\n- Emeka reports to Sofia.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Cork.\n- Sofia reports to Aisha.\n- Pinnacle Software is headquartered in Turku.\n- Sanne works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Aisha reports to Pablo.\n- Lattice Analytics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29671", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 September 2025): For employees hired on or after 01 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5482: employee Pablo K., hired 17 November 2023, separated 19 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5482?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29672", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "play_music", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29673", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29674", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4631: employee Zoya B., hired 01 February 2022, separated 02 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4631?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29675", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 2, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5780: employee Sanne K., hired 05 August 2023, separated 13 April 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5780?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29676", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29677", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29678", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5312: employee Deshawn S., hired 09 June 2021, separated 28 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5312?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29679", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Oslo.\n- Lucia works for Vantage Air.\n- Zoya works for Helios Logistics.\n- Sanne reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Lucia reports to Zoya.\n- Helios Logistics is headquartered in Turku.\n- Sofia works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Ravi works for Vantage Air.\n- Helios Logistics was founded in 1980.\n- Emeka works for Vantage Air.\n- Elena reports to Emeka.\n- Cobalt Health was founded in 1990.\n- Ravi reports to Lucia.\n- Sofia reports to Viktor.\n- Emeka reports to Sofia.\n- Callum reports to Ravi.\n- Viktor reports to Callum.\n- Callum works for Pinnacle Software.\n- Elena works for Vantage Air.\n- Cobalt Health is headquartered in Turku.\n- Pinnacle Software was founded in 1979.\n- Viktor works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Vantage Air was founded in 1978.\n- Priya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1978", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29681", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7196: employee Viktor B., hired 03 February 2023, separated 10 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7196?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Priya.\n- Helios Logistics is headquartered in Ghent.\n- Beacon Insurance is headquartered in Bergen.\n- Kenji works for Helios Logistics.\n- Bruno works for Atlas Freight.\n- Ingrid works for Pinnacle Software.\n- Priya works for Beacon Insurance.\n- Aisha works for Atlas Freight.\n- Bruno reports to Sanne.\n- Wren reports to Dmitri.\n- Emeka reports to Aisha.\n- Helios Logistics was founded in 1997.\n- Tobias reports to Tessa.\n- Sanne reports to Ingrid.\n- Atlas Freight was founded in 1977.\n- Beacon Insurance was founded in 2007.\n- Tobias works for Beacon Insurance.\n- Hana reports to Wren.\n- Sanne works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Wren works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Tessa reports to Hana.\n- Pinnacle Software was founded in 1989.\n- Priya reports to Tobias.\n- Kenji reports to Emeka.\n- Pinnacle Software is headquartered in Bergen.\n- Dmitri reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29683", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8343: employee Ingrid K., hired 05 July 2023, separated 20 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8343?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29684", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Brno.\n- Bluepine Aviation was founded in 1999.\n- Hana reports to Viktor.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Bluepine Aviation is headquartered in Basel.\n- Felix reports to Jonas.\n- Summit Energy was founded in 1997.\n- Viktor works for Atlas Freight.\n- Deshawn works for Meridian Bank.\n- Callum reports to Yuki.\n- Atlas Freight is headquartered in Ghent.\n- Jonas reports to Deshawn.\n- Deshawn reports to Nadia.\n- Wren reports to Hana.\n- Yuki works for Summit Energy.\n- Jonas works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 1976.\n- Nadia reports to Wren.\n- Pablo reports to Felix.\n- Nadia works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Yuki reports to Pablo.\n- Summit Energy is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Vantage Air is headquartered in Basel.\n- Fernhill Foods was founded in 2013.\n- Beacon Insurance is headquartered in Dunedin.\n- Tessa works for Beacon Insurance.\n- Tobias works for Helios Logistics.\n- Fernhill Foods is headquartered in Brno.\n- Kenji reports to Nadia.\n- Tobias reports to Bruno.\n- Helios Logistics is headquartered in Dunedin.\n- Omar reports to Dmitri.\n- Callum reports to Pablo.\n- Nadia reports to Omar.\n- Dmitri works for Fernhill Foods.\n- Pablo reports to Tessa.\n- Bruno works for Vantage Air.\n- Pablo works for Helios Logistics.\n- Callum works for Vantage Air.\n- Dmitri reports to Tobias.\n- Helios Logistics was founded in 2003.\n- Stefan works for Fernhill Foods.\n- Vantage Air was founded in 2006.\n- Bruno reports to Callum.\n- Beacon Insurance was founded in 2012.\n- Nadia works for Beacon Insurance.\n- Kenji works for Vantage Air.\n- Tessa reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Basel", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Beacon Insurance was founded in 2013.\n- Northwind Systems is headquartered in Cork.\n- Pablo works for Northwind Systems.\n- Stefan works for Beacon Insurance.\n- Northwind Systems was founded in 1991.\n- Dmitri works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Nadia reports to Pablo.\n- Stefan reports to Tobias.\n- Leila works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Tobias works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Lattice Analytics was founded in 1978.\n- Kenji works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Tobias reports to Kenji.\n- Amara reports to Zoya.\n- Emeka reports to Leila.\n- Kenji reports to Nadia.\n- Dmitri reports to Emeka.\n- Meridian Bank was founded in 1995.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Brno.\n- Mei works for Ironwood Manufacturing.\n- Nadia reports to Ravi.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 1979.\n- Sofia works for Meridian Bank.\n- Hana works for Summit Energy.\n- Mei reports to Priya.\n- Elena reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Leila reports to Elena.\n- Ravi reports to Leila.\n- Ironwood Manufacturing is headquartered in Brno.\n- Elena works for Meridian Bank.\n- Leila works for Summit Energy.\n- Fernhill Foods was founded in 2004.\n- Nadia works for Ironwood Manufacturing.\n- Priya reports to Hana.\n- Summit Energy is headquartered in Brno.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 1992.\n- Jonas reports to Nadia.\n- Ironwood Manufacturing was founded in 1984.\n- Priya works for Ironwood Manufacturing.\n- Hana reports to Jonas.\n- Ingrid reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29689", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29691", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1983.\n- Elena works for Lattice Analytics.\n- Felix reports to Sofia.\n- Emeka works for Lattice Analytics.\n- Fernhill Foods was founded in 1976.\n- Felix works for Northwind Systems.\n- Tessa works for Lattice Analytics.\n- Sofia reports to Elena.\n- Tessa reports to Omar.\n- Omar reports to Kenji.\n- Aisha reports to Felix.\n- Kenji works for Fernhill Foods.\n- Lattice Analytics was founded in 1993.\n- Lattice Analytics is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Northwind Systems is headquartered in Leeds.\n- Fernhill Foods is headquartered in Basel.\n- Sofia works for Lattice Analytics.\n- Elena reports to Tessa.\n- Omar works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Emeka reports to Aisha.\n- Aisha works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29693", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 26 November 2023): For employees hired on or after 26 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5563: employee Dmitri K., hired 13 June 2021, separated 20 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-5563?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29694", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 October 2022): For employees hired on or after 29 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7934: employee Chiara A., hired 27 August 2021, separated 12 June 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7934?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7934 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29695", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29696", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8397: employee Sanne M., hired 18 May 2021, separated 16 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8397?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29697", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29698", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29699", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29700", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29701", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Zoya.\n- Summit Energy was founded in 1976.\n- Elena works for Atlas Freight.\n- Omar reports to Elena.\n- Omar works for Atlas Freight.\n- Mateo reports to Hana.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Sanne works for Cobalt Health.\n- Atlas Freight was founded in 1986.\n- Sanne reports to Mei.\n- Amara works for Crescent Telecom.\n- Zoya reports to Emeka.\n- Callum works for Cobalt Health.\n- Emeka reports to Amara.\n- Tobias reports to Priya.\n- Summit Energy is headquartered in Malmo.\n- Mateo works for Summit Energy.\n- Tobias works for Atlas Freight.\n- Priya reports to Omar.\n- Atlas Freight is headquartered in Malmo.\n- Zoya works for Summit Energy.\n- Crescent Telecom was founded in 2008.\n- Mei works for Summit Energy.\n- Mei reports to Mateo.\n- Cobalt Health is headquartered in Tallinn.\n- Callum reports to Sanne.\n- Crescent Telecom is headquartered in Porto.\n- Hana works for Cobalt Health.\n- Amara reports to Tobias.\n- Priya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29703", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29704", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Ingrid.\n- Sanne works for Fernhill Foods.\n- Amara works for Bluepine Aviation.\n- Leila works for Lattice Analytics.\n- Ingrid reports to Nadia.\n- Sanne reports to Mateo.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ingrid works for Ironwood Manufacturing.\n- Priya works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Fernhill Foods was founded in 1994.\n- Elena works for Ironwood Manufacturing.\n- Lucia reports to Leila.\n- Lattice Analytics was founded in 2011.\n- Bluepine Aviation is headquartered in Tampere.\n- Lucia works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Nadia reports to Amara.\n- Elena reports to Mei.\n- Ironwood Manufacturing was founded in 2009.\n- Leila reports to Priya.\n- Bluepine Aviation was founded in 1993.\n- Amara reports to Elena.\n- Lattice Analytics is headquartered in Dunedin.\n- Mei reports to Lucia.\n- Nadia works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29706", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 62671, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Ironwood Manufacturing.\n- Anders reports to Stefan.\n- Omar reports to Ingrid.\n- Crescent Telecom is headquartered in Tallinn.\n- Tobias reports to Dmitri.\n- Crescent Telecom was founded in 1994.\n- Elena works for Crescent Telecom.\n- Pinnacle Software was founded in 1980.\n- Dmitri works for Northwind Systems.\n- Stefan reports to Sanne.\n- Lucia reports to Ravi.\n- Ravi works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2008.\n- Pinnacle Software is headquartered in Tallinn.\n- Tobias works for Crescent Telecom.\n- Elena reports to Omar.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Dmitri reports to Lucia.\n- Sanne works for Pinnacle Software.\n- Northwind Systems was founded in 1992.\n- Anders works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Sanne reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Lucia works for Northwind Systems.\n- Ravi reports to Anders.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29708", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29709", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29710", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 22 June 2025): For employees hired on or after 22 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4272: employee Yuki R., hired 12 October 2023, separated 02 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4272?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29711", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29712", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29713", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 58116\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29714", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29715", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29716", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1965: employee Lucia A., hired 27 July 2019, separated 15 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1965?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29717", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29718", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Kenji reports to Wren.\n- Sanne works for Cedar Retail Group.\n- Hana works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Tobias reports to Kenji.\n- Priya works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Bergen.\n- Yuki reports to Deshawn.\n- Atlas Freight is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Viktor reports to Dmitri.\n- Priya reports to Yuki.\n- Hana reports to Sanne.\n- Chiara reports to Priya.\n- Yuki works for Ironwood Manufacturing.\n- Chiara works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Wren reports to Felix.\n- Felix reports to Hana.\n- Deshawn reports to Viktor.\n- Atlas Freight was founded in 2006.\n- Deshawn works for Northwind Systems.\n- Felix works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2003.\n- Cedar Retail Group was founded in 1986.\n- Sanne reports to Chiara.\n- Northwind Systems was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29720", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4091: employee Deshawn A., hired 18 May 2021, separated 02 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4091?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-29721", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tessa.\n- Mateo reports to Elena.\n- Leila works for Bluepine Aviation.\n- Pinnacle Software was founded in 1997.\n- Jonas reports to Tobias.\n- Bruno works for Fernhill Foods.\n- Atlas Freight is headquartered in Cork.\n- Priya reports to Jonas.\n- Chiara reports to Sanne.\n- Bluepine Aviation is headquartered in Cork.\n- Sanne works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Chiara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Turku.\n- Bruno reports to Mateo.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Bruno.\n- Fernhill Foods was founded in 1996.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Priya.\n- Viktor reports to Yuki.\n- Priya works for Atlas Freight.\n- Sanne reports to Viktor.\n- Atlas Freight was founded in 1977.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Mateo works for Pinnacle Software.\n- Yuki reports to Leila.\n- Jonas works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Pinnacle Software is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Deshawn reports to Mateo.\n- Atlas Freight is headquartered in Ghent.\n- Emeka reports to Sofia.\n- Deshawn works for Beacon Insurance.\n- Bruno works for Atlas Freight.\n- Dmitri works for Beacon Insurance.\n- Sofia reports to Dmitri.\n- Dmitri reports to Bruno.\n- Felix works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Mateo reports to Felix.\n- Beacon Insurance is headquartered in Basel.\n- Atlas Freight was founded in 1976.\n- Bruno reports to Callum.\n- Beacon Insurance was founded in 2009.\n- Cobalt Health is headquartered in Basel.\n- Mateo works for Atlas Freight.\n- Felix reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29724", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 17 March 2024): For employees hired on or after 17 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1117: employee Wren S., hired 25 April 2023, separated 20 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-1117 under the controlling rules.", "criteria": {"0": "$12,462", "1": "$54,000", "2": "$12,332", "3": "$10,462"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29725", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Pablo reports to Aisha.\n- Jonas reports to Lucia.\n- Tobias reports to Tessa.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Helios Logistics is headquartered in Basel.\n- Yuki works for Pinnacle Software.\n- Hana reports to Pablo.\n- Pablo works for Summit Energy.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 1998.\n- Yuki reports to Jonas.\n- Tobias works for Helios Logistics.\n- Pinnacle Software was founded in 2010.\n- Crescent Telecom was founded in 2013.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Hana.\n- Hana works for Helios Logistics.\n- Summit Energy was founded in 1988.\n- Tessa reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29727", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Vantage Air.\n- Summit Energy was founded in 1978.\n- Summit Energy is headquartered in Nagoya.\n- Emeka reports to Chiara.\n- Priya works for Crescent Telecom.\n- Vantage Air was founded in 1985.\n- Ravi works for Vantage Air.\n- Priya reports to Tessa.\n- Tessa works for Summit Energy.\n- Ravi reports to Sofia.\n- Tessa reports to Sanne.\n- Sanne reports to Zoya.\n- Wren works for Summit Energy.\n- Sofia reports to Wren.\n- Zoya works for Vantage Air.\n- Mara reports to Priya.\n- Vantage Air is headquartered in Malmo.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Chiara reports to Ravi.\n- Chiara works for Crescent Telecom.\n- Stefan reports to Mara.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Emeka works for Pinnacle Software.\n- Crescent Telecom was founded in 2005.\n- Pinnacle Software was founded in 2013.\n- Sanne works for Crescent Telecom.\n- Wren reports to Stefan.\n- Elena reports to Emeka.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Anders works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Viktor works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Turku.\n- Viktor reports to Elena.\n- Hana works for Beacon Insurance.\n- Sanne works for Ironwood Manufacturing.\n- Elena reports to Mateo.\n- Kenji works for Ironwood Manufacturing.\n- Sanne reports to Anders.\n- Beacon Insurance was founded in 2015.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 1989.\n- Pinnacle Software was founded in 2010.\n- Ironwood Manufacturing was founded in 1993.\n- Mateo reports to Mara.\n- Hana reports to Kenji.\n- Bruno works for Pinnacle Software.\n- Lucia reports to Hana.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji reports to Bruno.\n- Beacon Insurance is headquartered in Malmo.\n- Mara works for Beacon Insurance.\n- Mara reports to Sanne.\n- Bruno reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29731", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29732", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4736: employee Pablo R., hired 05 August 2021, separated 02 April 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-4736 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$34,667", "2": "$7,400", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Bruno reports to Priya.\n- Ironwood Manufacturing was founded in 2008.\n- Vantage Air was founded in 1985.\n- Priya works for Ironwood Manufacturing.\n- Tobias reports to Mateo.\n- Bruno works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1984.\n- Meridian Bank was founded in 2013.\n- Meridian Bank is headquartered in Turku.\n- Callum reports to Felix.\n- Aisha works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Leila.\n- Aisha reports to Tobias.\n- Priya reports to Aisha.\n- Leila works for Cedar Retail Group.\n- Felix works for Meridian Bank.\n- Cedar Retail Group is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Turku.\n- Leila reports to Callum.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Turku", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29734", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29735", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4649: employee Sofia A., hired 21 March 2024, separated 10 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4649?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29736", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8598: employee Ravi B., hired 14 May 2021, separated 04 November 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2026-8598 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$22,533", "2": "$5,200", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Yuki.\n- Beacon Insurance is headquartered in Austin.\n- Bluepine Aviation is headquartered in Leeds.\n- Beacon Insurance was founded in 1998.\n- Cobalt Health was founded in 1990.\n- Sofia reports to Tobias.\n- Priya reports to Pablo.\n- Omar works for Bluepine Aviation.\n- Ingrid reports to Omar.\n- Bluepine Aviation was founded in 1991.\n- Pablo works for Bluepine Aviation.\n- Hana reports to Ravi.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Priya works for Bluepine Aviation.\n- Yuki reports to Ingrid.\n- Felix reports to Hana.\n- Ingrid works for Northwind Systems.\n- Tobias works for Bluepine Aviation.\n- Sofia works for Beacon Insurance.\n- Ravi reports to Priya.\n- Felix works for Cobalt Health.\n- Omar reports to Felix.\n- Northwind Systems was founded in 1990.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Pinnacle Software was founded in 1987.\n- Northwind Systems is headquartered in Dunedin.\n- Zoya works for Northwind Systems.\n- Mei works for Fernhill Foods.\n- Jonas reports to Felix.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Zoya reports to Omar.\n- Jonas works for Cobalt Health.\n- Fernhill Foods was founded in 2015.\n- Pinnacle Software is headquartered in Lyon.\n- Kenji reports to Mei.\n- Dmitri works for Cobalt Health.\n- Callum reports to Kenji.\n- Dmitri reports to Jonas.\n- Cobalt Health is headquartered in Dunedin.\n- Northwind Systems was founded in 1986.\n- Mei reports to Dmitri.\n- Kenji works for Northwind Systems.\n- Felix works for Cobalt Health.\n- Fernhill Foods is headquartered in Valencia.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29739", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2259: employee Felix T., hired 02 October 2023, separated 03 September 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-2259 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$17,333", "2": "$1,800", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2008.\n- Bruno reports to Ingrid.\n- Cedar Retail Group was founded in 1994.\n- Priya reports to Zoya.\n- Emeka reports to Omar.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid works for Summit Energy.\n- Bruno works for Summit Energy.\n- Jonas reports to Bruno.\n- Bluepine Aviation is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Halifax.\n- Jonas works for Bluepine Aviation.\n- Zoya works for Cedar Retail Group.\n- Chiara reports to Jonas.\n- Summit Energy is headquartered in Turku.\n- Ingrid reports to Emeka.\n- Omar works for Cedar Retail Group.\n- Priya works for Ironwood Manufacturing.\n- Chiara works for Summit Energy.\n- Bluepine Aviation was founded in 1998.\n- Omar reports to Priya.\n- Summit Energy was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29742", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 November 2025): For employees hired on or after 12 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5117: employee Callum R., hired 15 November 2023, separated 10 February 2027 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5117?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2003.\n- Helios Logistics is headquartered in Dunedin.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics was founded in 2009.\n- Anders reports to Viktor.\n- Lattice Analytics is headquartered in Dunedin.\n- Chiara works for Helios Logistics.\n- Lucia reports to Aisha.\n- Atlas Freight is headquartered in Valencia.\n- Hana reports to Dmitri.\n- Lucia works for Fernhill Foods.\n- Helios Logistics was founded in 1984.\n- Hana works for Lattice Analytics.\n- Priya works for Fernhill Foods.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Hana.\n- Chiara reports to Priya.\n- Fernhill Foods was founded in 1997.\n- Anders works for Lattice Analytics.\n- Fernhill Foods is headquartered in Valencia.\n- Aisha works for Lattice Analytics.\n- Dmitri reports to Chiara.\n- Aisha reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29744", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 23 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5477: employee Pablo S., hired 02 January 2020, separated 18 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5477?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29745", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 May 2023): For employees hired on or after 19 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7253: employee Bruno T., hired 27 April 2022, separated 05 December 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7253?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29746", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3627: employee Kenji B., hired 08 April 2023, separated 01 April 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-3627 under the controlling rules.", "criteria": {"0": "$3,750", "1": "$5,000", "2": "$6,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29747", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Elena.\n- Bluepine Aviation is headquartered in Halifax.\n- Cedar Retail Group was founded in 2014.\n- Cedar Retail Group is headquartered in Ghent.\n- Helios Logistics is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1983.\n- Bluepine Aviation was founded in 1975.\n- Mei works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Mei reports to Jonas.\n- Elena reports to Tobias.\n- Hana reports to Mara.\n- Mara reports to Chiara.\n- Chiara reports to Kenji.\n- Tobias works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Jonas works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1998.\n- Elena works for Helios Logistics.\n- Tobias reports to Ingrid.\n- Pablo reports to Mei.\n- Hana works for Ironwood Manufacturing.\n- Ingrid reports to Pablo.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2012", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29749", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Sofia works for Meridian Bank.\n- Priya works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Amara reports to Anders.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Bluepine Aviation is headquartered in Adelaide.\n- Crescent Telecom was founded in 1981.\n- Elena works for Crescent Telecom.\n- Wren reports to Sofia.\n- Sanne works for Bluepine Aviation.\n- Elena reports to Leila.\n- Tessa reports to Mei.\n- Kenji works for Meridian Bank.\n- Anders reports to Sanne.\n- Sofia reports to Tobias.\n- Anders works for Crescent Telecom.\n- Leila reports to Priya.\n- Wren works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Sanne reports to Elena.\n- Crescent Telecom is headquartered in Cork.\n- Tessa works for Crescent Telecom.\n- Cobalt Health is headquartered in Bergen.\n- Mei reports to Amara.\n- Kenji reports to Tessa.\n- Priya reports to Wren.\n- Cobalt Health was founded in 1976.\n- Meridian Bank is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1971", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Mei reports to Callum.\n- Bruno works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia works for Crescent Telecom.\n- Meridian Bank was founded in 1983.\n- Anders reports to Priya.\n- Crescent Telecom is headquartered in Tallinn.\n- Nadia reports to Amara.\n- Pablo works for Crescent Telecom.\n- Mei works for Bluepine Aviation.\n- Crescent Telecom was founded in 1983.\n- Mateo reports to Stefan.\n- Tessa works for Bluepine Aviation.\n- Hana reports to Mateo.\n- Amara reports to Anders.\n- Bruno reports to Pablo.\n- Stefan reports to Mei.\n- Hana works for Crescent Telecom.\n- Meridian Bank is headquartered in Oslo.\n- Pablo reports to Hana.\n- Callum reports to Tessa.\n- Tessa reports to Nadia.\n- Beacon Insurance is headquartered in Bergen.\n- Callum works for Crescent Telecom.\n- Stefan works for Bluepine Aviation.\n- Beacon Insurance was founded in 2000.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29751", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29752", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Wren works for Pinnacle Software.\n- Sofia reports to Bruno.\n- Leila works for Cobalt Health.\n- Atlas Freight was founded in 1975.\n- Sofia works for Cobalt Health.\n- Mei reports to Ravi.\n- Atlas Freight is headquartered in Tallinn.\n- Bruno reports to Kenji.\n- Ingrid works for Cedar Retail Group.\n- Leila reports to Mei.\n- Ravi reports to Sofia.\n- Kenji works for Atlas Freight.\n- Kenji reports to Ingrid.\n- Cedar Retail Group is headquartered in Valencia.\n- Pinnacle Software was founded in 1987.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi works for Atlas Freight.\n- Cedar Retail Group was founded in 2005.\n- Mei works for Atlas Freight.\n- Cobalt Health was founded in 2004.\n- Wren reports to Leila.\n- Bruno works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29753", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1979.\n- Northwind Systems was founded in 1979.\n- Cobalt Health is headquartered in Oslo.\n- Leila works for Helios Logistics.\n- Yuki works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Tobias works for Cobalt Health.\n- Northwind Systems is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Chiara reports to Yuki.\n- Helios Logistics is headquartered in Porto.\n- Deshawn reports to Sofia.\n- Sofia reports to Chiara.\n- Tobias reports to Emeka.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Tessa reports to Deshawn.\n- Helios Logistics was founded in 1977.\n- Emeka reports to Leila.\n- Leila reports to Tessa.\n- Chiara works for Ironwood Manufacturing.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29754", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5925: employee Tessa R., hired 10 January 2021, separated 19 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5925?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5925 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Stefan works for Meridian Bank.\n- Callum works for Crescent Telecom.\n- Cobalt Health was founded in 1977.\n- Callum reports to Wren.\n- Stefan reports to Sofia.\n- Tessa reports to Mateo.\n- Sofia works for Cobalt Health.\n- Meridian Bank is headquartered in Brno.\n- Jonas works for Cobalt Health.\n- Omar works for Helios Logistics.\n- Omar reports to Jonas.\n- Meridian Bank was founded in 2015.\n- Tessa works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Amara works for Crescent Telecom.\n- Jonas reports to Stefan.\n- Cobalt Health is headquartered in Adelaide.\n- Helios Logistics was founded in 1980.\n- Crescent Telecom was founded in 1990.\n- Helios Logistics is headquartered in Brno.\n- Mateo reports to Omar.\n- Amara reports to Tobias.\n- Sofia reports to Mara.\n- Dmitri works for Meridian Bank.\n- Crescent Telecom is headquartered in Lyon.\n- Mara reports to Amara.\n- Wren reports to Tessa.\n- Tobias reports to Dmitri.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2004.\n- Aisha works for Crescent Telecom.\n- Omar reports to Kenji.\n- Helios Logistics is headquartered in Dunedin.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics was founded in 2012.\n- Lucia works for Helios Logistics.\n- Lucia reports to Yuki.\n- Yuki reports to Emeka.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Emeka reports to Chiara.\n- Emeka works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Chiara reports to Aisha.\n- Kenji reports to Stefan.\n- Crescent Telecom is headquartered in Dunedin.\n- Summit Energy was founded in 2003.\n- Kenji works for Helios Logistics.\n- Summit Energy is headquartered in Brno.\n- Chiara works for Bluepine Aviation.\n- Stefan reports to Lucia.\n- Bluepine Aviation was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29757", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29758", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2802: employee Callum R., hired 02 September 2020, separated 03 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2802?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29759", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29760", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29761", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29762", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1902: employee Tessa K., hired 23 June 2021, separated 13 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-1902?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1902 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29763", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Pablo.\n- Hana works for Lattice Analytics.\n- Elena works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Beacon Insurance is headquartered in Cork.\n- Stefan works for Beacon Insurance.\n- Aisha reports to Stefan.\n- Jonas works for Beacon Insurance.\n- Sanne reports to Chiara.\n- Fernhill Foods is headquartered in Basel.\n- Mei reports to Aisha.\n- Helios Logistics was founded in 1994.\n- Kenji works for Lattice Analytics.\n- Mei works for Beacon Insurance.\n- Hana reports to Mei.\n- Mateo works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Ravi works for Lattice Analytics.\n- Stefan reports to Jonas.\n- Pablo reports to Sanne.\n- Chiara reports to Hana.\n- Fernhill Foods was founded in 1977.\n- Chiara works for Helios Logistics.\n- Aisha works for Lattice Analytics.\n- Elena reports to Mateo.\n- Lattice Analytics was founded in 1989.\n- Lattice Analytics is headquartered in Cork.\n- Helios Logistics is headquartered in Tallinn.\n- Kenji reports to Elena.\n- Jonas reports to Ravi.\n- Beacon Insurance was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Omar.\n- Lattice Analytics is headquartered in Ghent.\n- Northwind Systems was founded in 1993.\n- Atlas Freight is headquartered in Porto.\n- Bluepine Aviation was founded in 1981.\n- Mateo reports to Lucia.\n- Anders works for Bluepine Aviation.\n- Callum works for Northwind Systems.\n- Sofia reports to Callum.\n- Kenji reports to Ravi.\n- Lucia reports to Anders.\n- Bluepine Aviation is headquartered in Nagoya.\n- Atlas Freight was founded in 1985.\n- Elena works for Bluepine Aviation.\n- Sofia works for Atlas Freight.\n- Omar reports to Kenji.\n- Ravi works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Aisha reports to Zoya.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Atlas Freight.\n- Ravi reports to Elena.\n- Elena reports to Mateo.\n- Mateo works for Atlas Freight.\n- Emeka reports to Aisha.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Callum reports to Emeka.\n- Zoya works for Northwind Systems.\n- Lattice Analytics was founded in 2009.\n- Aisha works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1976", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Omar works for Fernhill Foods.\n- Amara works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Halifax.\n- Mei reports to Mateo.\n- Mateo works for Summit Energy.\n- Tobias reports to Mei.\n- Nadia reports to Mara.\n- Lucia works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Omar reports to Lucia.\n- Lucia reports to Nadia.\n- Sofia works for Beacon Insurance.\n- Mei works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Bergen.\n- Sofia reports to Viktor.\n- Viktor reports to Ingrid.\n- Ingrid reports to Omar.\n- Viktor works for Beacon Insurance.\n- Mara works for Ironwood Manufacturing.\n- Amara reports to Tobias.\n- Beacon Insurance was founded in 1980.\n- Priya reports to Amara.\n- Fernhill Foods is headquartered in Turku.\n- Nadia works for Beacon Insurance.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Mateo reports to Sofia.\n- Ironwood Manufacturing was founded in 2002.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29767", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3060: employee Omar A., hired 20 April 2023, separated 07 January 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-3060 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$8,000", "2": "$1,225", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29768", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29769", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9425: employee Mara R., hired 17 February 2020, separated 11 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9425?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9425 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Pablo works for Fernhill Foods.\n- Elena works for Cobalt Health.\n- Nadia reports to Hana.\n- Pablo reports to Dmitri.\n- Jonas works for Cobalt Health.\n- Emeka works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Dmitri reports to Zoya.\n- Hana reports to Jonas.\n- Dmitri works for Cobalt Health.\n- Stefan works for Northwind Systems.\n- Emeka reports to Pablo.\n- Nadia works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Yuki reports to Kenji.\n- Cobalt Health was founded in 1995.\n- Elena reports to Stefan.\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health is headquartered in Cork.\n- Hana works for Cobalt Health.\n- Kenji reports to Elena.\n- Zoya reports to Nadia.\n- Fernhill Foods was founded in 2004.\n- Northwind Systems was founded in 1998.\n- Northwind Systems is headquartered in Nagoya.\n- Kenji works for Northwind Systems.\n- Jonas reports to Amara.\n- Amara reports to Yuki.\n- Meridian Bank was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29771", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 February 2023): For employees hired on or after 09 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3369: employee Hana R., hired 29 September 2021, separated 15 April 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3369?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29772", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29773", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8033: employee Stefan B., hired 09 December 2021, separated 07 November 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-8033 under the controlling rules.", "criteria": {"0": "$22,615", "1": "$22,500", "2": "$98,000", "3": "$21,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29774", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Bergen.\n- Bruno works for Atlas Freight.\n- Bruno reports to Kenji.\n- Mara works for Cobalt Health.\n- Kenji works for Atlas Freight.\n- Helios Logistics is headquartered in Bergen.\n- Kenji reports to Lucia.\n- Cobalt Health was founded in 1976.\n- Chiara works for Cobalt Health.\n- Tobias works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Lucia reports to Mara.\n- Tessa works for Atlas Freight.\n- Northwind Systems was founded in 1984.\n- Zoya reports to Tobias.\n- Atlas Freight was founded in 1987.\n- Sofia works for Helios Logistics.\n- Sofia reports to Zoya.\n- Mara reports to Sofia.\n- Zoya works for Helios Logistics.\n- Tobias reports to Nadia.\n- Elena reports to Chiara.\n- Lucia works for Helios Logistics.\n- Elena works for Cobalt Health.\n- Amara reports to Tessa.\n- Atlas Freight is headquartered in Bergen.\n- Tessa reports to Elena.\n- Cobalt Health is headquartered in Bergen.\n- Amara works for Northwind Systems.\n- Chiara reports to Bruno.\n- Helios Logistics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mara.\n- Zoya reports to Dmitri.\n- Emeka reports to Leila.\n- Ingrid works for Atlas Freight.\n- Fernhill Foods was founded in 1984.\n- Chiara reports to Zoya.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Mara reports to Lucia.\n- Zoya works for Atlas Freight.\n- Mara works for Fernhill Foods.\n- Dmitri reports to Ingrid.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 1988.\n- Pinnacle Software was founded in 1986.\n- Chiara works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Lucia reports to Nadia.\n- Vantage Air was founded in 2011.\n- Nadia works for Vantage Air.\n- Atlas Freight is headquartered in Cork.\n- Pablo works for Fernhill Foods.\n- Emeka works for Pinnacle Software.\n- Nadia reports to Chiara.\n- Vantage Air is headquartered in Malmo.\n- Pinnacle Software is headquartered in Malmo.\n- Pablo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29777", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2298: employee Aisha R., hired 21 December 2021, separated 22 June 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2026-2298 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$9,231", "2": "$8,731", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29778", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1407: employee Yuki A., hired 29 March 2023, separated 22 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-1407 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$10,385", "2": "$3,375", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29779", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6741: employee Hana B., hired 09 November 2022, separated 02 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6741?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6741 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29781", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7615: employee Deshawn M., hired 10 December 2023, separated 11 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7615?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29782", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 29106\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29783", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mateo.\n- Callum works for Pinnacle Software.\n- Mateo reports to Lucia.\n- Mei works for Fernhill Foods.\n- Callum reports to Ingrid.\n- Pinnacle Software is headquartered in Ghent.\n- Ingrid reports to Mei.\n- Bluepine Aviation is headquartered in Turku.\n- Lucia works for Bluepine Aviation.\n- Sofia works for Pinnacle Software.\n- Cedar Retail Group was founded in 2008.\n- Cedar Retail Group is headquartered in Turku.\n- Fernhill Foods is headquartered in Halifax.\n- Nadia works for Cedar Retail Group.\n- Fernhill Foods was founded in 1992.\n- Sofia reports to Amara.\n- Lucia reports to Callum.\n- Amara works for Fernhill Foods.\n- Bluepine Aviation was founded in 1979.\n- Ingrid works for Cedar Retail Group.\n- Pinnacle Software was founded in 1997.\n- Mei reports to Nadia.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1995", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29785", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29786", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 77691\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29787", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5408: employee Emeka T., hired 02 October 2019, separated 23 September 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5408?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Mei works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Mara reports to Chiara.\n- Helios Logistics is headquartered in Turku.\n- Elena reports to Pablo.\n- Dmitri reports to Jonas.\n- Wren works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 1993.\n- Helios Logistics was founded in 2010.\n- Northwind Systems is headquartered in Malmo.\n- Mara works for Lattice Analytics.\n- Wren reports to Elena.\n- Elena works for Cedar Retail Group.\n- Northwind Systems was founded in 1975.\n- Hana reports to Wren.\n- Dmitri works for Lattice Analytics.\n- Emeka reports to Mara.\n- Chiara reports to Viktor.\n- Pablo works for Lattice Analytics.\n- Jonas reports to Mei.\n- Cedar Retail Group was founded in 1975.\n- Emeka works for Helios Logistics.\n- Bruno reports to Emeka.\n- Viktor works for Northwind Systems.\n- Pablo reports to Bruno.\n- Bruno works for Helios Logistics.\n- Hana works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2014.\n- Jonas reports to Mara.\n- Nadia works for Ironwood Manufacturing.\n- Mei works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Ingrid reports to Callum.\n- Priya works for Lattice Analytics.\n- Atlas Freight was founded in 2007.\n- Sanne reports to Jonas.\n- Priya reports to Nadia.\n- Ironwood Manufacturing was founded in 2009.\n- Jonas works for Bluepine Aviation.\n- Atlas Freight is headquartered in Dunedin.\n- Anders reports to Sanne.\n- Mara reports to Ingrid.\n- Mara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia reports to Mei.\n- Callum works for Atlas Freight.\n- Deshawn reports to Anders.\n- Bluepine Aviation is headquartered in Turku.\n- Ingrid works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Mei reports to Deshawn.\n- Lattice Analytics was founded in 2004.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29790", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29791", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Bluepine Aviation is headquartered in Porto.\n- Ironwood Manufacturing was founded in 2010.\n- Zoya reports to Ingrid.\n- Ingrid reports to Viktor.\n- Felix works for Helios Logistics.\n- Pablo reports to Mara.\n- Felix reports to Kenji.\n- Atlas Freight was founded in 1994.\n- Tessa works for Helios Logistics.\n- Pablo works for Bluepine Aviation.\n- Ingrid works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Kenji works for Helios Logistics.\n- Zoya works for Ironwood Manufacturing.\n- Kenji reports to Zoya.\n- Viktor works for Atlas Freight.\n- Mara reports to Tessa.\n- Atlas Freight is headquartered in Adelaide.\n- Viktor reports to Pablo.\n- Helios Logistics was founded in 2010.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Elena.\n- Tobias works for Cedar Retail Group.\n- Mateo reports to Ravi.\n- Elena works for Cedar Retail Group.\n- Hana works for Helios Logistics.\n- Cobalt Health was founded in 2008.\n- Dmitri works for Cedar Retail Group.\n- Ravi works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2000.\n- Dmitri reports to Wren.\n- Ravi reports to Dmitri.\n- Yuki reports to Hana.\n- Aisha works for Cobalt Health.\n- Bluepine Aviation is headquartered in Adelaide.\n- Helios Logistics is headquartered in Valencia.\n- Cobalt Health is headquartered in Adelaide.\n- Wren works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Cedar Retail Group is headquartered in Basel.\n- Aisha reports to Nadia.\n- Helios Logistics was founded in 1995.\n- Hana reports to Tobias.\n- Elena reports to Yuki.\n- Bluepine Aviation was founded in 2006.\n- Yuki works for Helios Logistics.\n- Wren reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29794", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Bruno.\n- Helios Logistics was founded in 1978.\n- Anders works for Helios Logistics.\n- Bruno reports to Jonas.\n- Aisha reports to Chiara.\n- Callum reports to Aisha.\n- Summit Energy is headquartered in Turku.\n- Sanne reports to Elena.\n- Bluepine Aviation was founded in 1983.\n- Jonas works for Vantage Air.\n- Bruno works for Helios Logistics.\n- Chiara reports to Anders.\n- Vantage Air is headquartered in Leeds.\n- Aisha works for Helios Logistics.\n- Jonas reports to Callum.\n- Vantage Air was founded in 1993.\n- Bluepine Aviation is headquartered in Adelaide.\n- Sanne works for Summit Energy.\n- Callum works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Summit Energy was founded in 2006.\n- Elena works for Vantage Air.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29796", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1686: employee Ravi T., hired 28 September 2021, separated 21 February 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1686?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29797", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1747: employee Tessa R., hired 13 December 2021, separated 18 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1747?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1747 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Mateo works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Mateo reports to Callum.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Leila reports to Aisha.\n- Ravi works for Beacon Insurance.\n- Tessa reports to Pablo.\n- Anders reports to Leila.\n- Beacon Insurance was founded in 1989.\n- Cedar Retail Group is headquartered in Leeds.\n- Pablo reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Kenji works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Cork.\n- Callum works for Ironwood Manufacturing.\n- Zoya reports to Nadia.\n- Cedar Retail Group was founded in 1975.\n- Pinnacle Software was founded in 2005.\n- Ironwood Manufacturing was founded in 1990.\n- Leila works for Cedar Retail Group.\n- Pablo works for Pinnacle Software.\n- Omar reports to Tessa.\n- Anders works for Beacon Insurance.\n- Callum reports to Omar.\n- Nadia reports to Ravi.\n- Tessa works for Beacon Insurance.\n- Ravi reports to Kenji.\n- Aisha works for Pinnacle Software.\n- Aisha reports to Mateo.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29799", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29800", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 February 2023): For employees hired on or after 23 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1188: employee Sofia B., hired 28 January 2022, separated 25 August 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2026-1188 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$7,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29801", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Amara.\n- Deshawn works for Cobalt Health.\n- Meridian Bank was founded in 2003.\n- Anders works for Fernhill Foods.\n- Amara reports to Bruno.\n- Zoya reports to Dmitri.\n- Fernhill Foods is headquartered in Valencia.\n- Hana works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Deshawn.\n- Meridian Bank is headquartered in Valencia.\n- Stefan reports to Mara.\n- Deshawn reports to Anders.\n- Lattice Analytics was founded in 2001.\n- Lattice Analytics is headquartered in Valencia.\n- Callum works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Mara works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Callum reports to Zoya.\n- Stefan works for Meridian Bank.\n- Cobalt Health is headquartered in Ghent.\n- Fernhill Foods was founded in 1981.\n- Zoya works for Lattice Analytics.\n- Bruno reports to Stefan.\n- Amara works for Meridian Bank.\n- Anders reports to Hana.\n- Pablo reports to Emeka.\n- Cobalt Health was founded in 1995.\n- Dmitri works for Fernhill Foods.\n- Mara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29802", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29803", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29804", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29805", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3011: employee Leila T., hired 02 November 2022, separated 07 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3011?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Bruno works for Helios Logistics.\n- Tobias reports to Bruno.\n- Callum reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Dmitri reports to Pablo.\n- Bruno reports to Ravi.\n- Beacon Insurance is headquartered in Halifax.\n- Ravi reports to Hana.\n- Hana reports to Felix.\n- Northwind Systems is headquartered in Austin.\n- Ravi works for Helios Logistics.\n- Northwind Systems was founded in 1996.\n- Felix works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1982.\n- Felix reports to Chiara.\n- Pablo reports to Callum.\n- Helios Logistics is headquartered in Basel.\n- Callum works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Helios Logistics was founded in 1992.\n- Beacon Insurance was founded in 2008.\n- Ironwood Manufacturing is headquartered in Basel.\n- Chiara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29807", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8439: employee Omar A., hired 09 March 2025, separated 12 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-8439 under the controlling rules.", "criteria": {"0": "$7,192", "1": "$5,192", "2": "$22,500", "3": "$2,726"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29808", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Bruno.\n- Emeka works for Crescent Telecom.\n- Helios Logistics was founded in 1988.\n- Felix works for Helios Logistics.\n- Anders reports to Stefan.\n- Crescent Telecom was founded in 1995.\n- Anders works for Lattice Analytics.\n- Helios Logistics is headquartered in Halifax.\n- Stefan reports to Mei.\n- Wren works for Cobalt Health.\n- Lucia reports to Wren.\n- Bruno works for Cobalt Health.\n- Sofia reports to Hana.\n- Cobalt Health is headquartered in Dunedin.\n- Lattice Analytics was founded in 1994.\n- Hana works for Crescent Telecom.\n- Mei works for Lattice Analytics.\n- Lucia works for Crescent Telecom.\n- Mei reports to Lucia.\n- Cobalt Health was founded in 1992.\n- Bruno reports to Anders.\n- Stefan works for Cobalt Health.\n- Wren reports to Emeka.\n- Emeka reports to Felix.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1990", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Callum reports to Felix.\n- Zoya works for Atlas Freight.\n- Chiara works for Bluepine Aviation.\n- Priya reports to Aisha.\n- Meridian Bank was founded in 2009.\n- Bluepine Aviation is headquartered in Brno.\n- Callum works for Atlas Freight.\n- Tessa reports to Zoya.\n- Cedar Retail Group was founded in 1979.\n- Atlas Freight was founded in 1976.\n- Aisha reports to Callum.\n- Tessa works for Bluepine Aviation.\n- Aisha works for Atlas Freight.\n- Meridian Bank is headquartered in Porto.\n- Cedar Retail Group is headquartered in Brno.\n- Felix reports to Chiara.\n- Stefan reports to Priya.\n- Bluepine Aviation was founded in 1995.\n- Zoya reports to Stefan.\n- Priya works for Meridian Bank.\n- Atlas Freight is headquartered in Porto.\n- Stefan works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Jonas reports to Nadia.\n- Helios Logistics is headquartered in Brno.\n- Meridian Bank is headquartered in Brno.\n- Ravi works for Cedar Retail Group.\n- Kenji reports to Ravi.\n- Beacon Insurance is headquartered in Austin.\n- Sofia works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Ravi reports to Jonas.\n- Helios Logistics was founded in 2002.\n- Viktor reports to Mateo.\n- Cedar Retail Group is headquartered in Tampere.\n- Nadia reports to Pablo.\n- Emeka works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Mateo works for Cedar Retail Group.\n- Wren reports to Bruno.\n- Dmitri works for Beacon Insurance.\n- Sofia reports to Kenji.\n- Pablo works for Cedar Retail Group.\n- Jonas works for Meridian Bank.\n- Emeka reports to Wren.\n- Bruno works for Meridian Bank.\n- Nadia works for Helios Logistics.\n- Meridian Bank was founded in 2009.\n- Mateo reports to Dmitri.\n- Dmitri reports to Emeka.\n- Pablo reports to Viktor.\n- Beacon Insurance was founded in 1981.\n- Cedar Retail Group was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29813", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 December 2024): For employees hired on or after 30 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8638: employee Leila A., hired 10 August 2024, separated 14 July 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2026-8638 under the controlling rules.", "criteria": {"0": "$4,050", "1": "$7,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Lattice Analytics was founded in 1981.\n- Sanne works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Bluepine Aviation was founded in 1976.\n- Ingrid reports to Priya.\n- Pablo reports to Ingrid.\n- Priya works for Ironwood Manufacturing.\n- Tobias works for Summit Energy.\n- Omar reports to Anders.\n- Sofia reports to Pablo.\n- Omar works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy was founded in 1977.\n- Tobias reports to Omar.\n- Jonas works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Mara reports to Ravi.\n- Anders reports to Emeka.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sanne reports to Sofia.\n- Lattice Analytics is headquartered in Cork.\n- Jonas reports to Mara.\n- Ironwood Manufacturing was founded in 2000.\n- Anders works for Ironwood Manufacturing.\n- Ingrid works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Priya reports to Jonas.\n- Emeka reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1976", "3": "1971"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mara.\n- Beacon Insurance is headquartered in Lyon.\n- Zoya reports to Sofia.\n- Stefan works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Lyon.\n- Mara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Austin.\n- Hana works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2011.\n- Kenji reports to Viktor.\n- Sofia works for Cedar Retail Group.\n- Viktor works for Beacon Insurance.\n- Deshawn works for Vantage Air.\n- Hana reports to Kenji.\n- Zoya works for Ironwood Manufacturing.\n- Sofia reports to Deshawn.\n- Cedar Retail Group was founded in 2006.\n- Kenji works for Cedar Retail Group.\n- Vantage Air was founded in 2009.\n- Ironwood Manufacturing was founded in 1990.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn reports to Hana.\n- Mara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Sanne.\n- Ironwood Manufacturing was founded in 1975.\n- Anders reports to Stefan.\n- Tessa reports to Chiara.\n- Wren reports to Viktor.\n- Aisha works for Cobalt Health.\n- Cobalt Health was founded in 2015.\n- Mateo reports to Anders.\n- Lattice Analytics is headquartered in Oslo.\n- Sanne reports to Leila.\n- Fernhill Foods is headquartered in Cork.\n- Chiara works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Lattice Analytics was founded in 1987.\n- Ironwood Manufacturing is headquartered in Cork.\n- Viktor reports to Aisha.\n- Mateo works for Fernhill Foods.\n- Leila reports to Mateo.\n- Leila works for Cobalt Health.\n- Sanne works for Lattice Analytics.\n- Chiara reports to Wren.\n- Viktor works for Ironwood Manufacturing.\n- Stefan works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29817", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29818", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Pablo reports to Tessa.\n- Jonas reports to Yuki.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji works for Cobalt Health.\n- Elena works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Jonas works for Ironwood Manufacturing.\n- Priya reports to Ingrid.\n- Wren works for Cobalt Health.\n- Wren reports to Mateo.\n- Pablo works for Pinnacle Software.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Nadia reports to Jonas.\n- Ingrid reports to Kenji.\n- Vantage Air was founded in 1990.\n- Priya works for Ironwood Manufacturing.\n- Mateo reports to Chiara.\n- Chiara reports to Elena.\n- Mateo works for Vantage Air.\n- Ironwood Manufacturing was founded in 1983.\n- Pinnacle Software was founded in 2011.\n- Chiara works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tessa works for Cobalt Health.\n- Tessa reports to Priya.\n- Cobalt Health was founded in 1989.\n- Vantage Air is headquartered in Ghent.\n- Kenji reports to Nadia.\n- Yuki reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Leila.\n- Cobalt Health was founded in 1984.\n- Bluepine Aviation is headquartered in Tampere.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Deshawn works for Cobalt Health.\n- Callum reports to Tessa.\n- Meridian Bank is headquartered in Tampere.\n- Leila reports to Sanne.\n- Cedar Retail Group is headquartered in Cork.\n- Deshawn reports to Hana.\n- Bluepine Aviation was founded in 2003.\n- Cedar Retail Group was founded in 1998.\n- Tessa works for Meridian Bank.\n- Leila works for Cedar Retail Group.\n- Hana works for Cobalt Health.\n- Sanne works for Meridian Bank.\n- Callum works for Cedar Retail Group.\n- Hana reports to Aisha.\n- Aisha reports to Dmitri.\n- Dmitri reports to Callum.\n- Cobalt Health is headquartered in Tampere.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29821", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29822", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9823: employee Dmitri M., hired 06 January 2024, separated 27 January 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2026-9823 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$10,500", "2": "$10,400", "3": "$45,067"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29824", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29825", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9379: employee Felix K., hired 01 December 2022, separated 25 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9379?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29826", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29827", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "resignation", "4": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29828", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29829", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29830", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4525: employee Zoya T., hired 23 December 2023, separated 20 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4525?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Zoya works for Vantage Air.\n- Kenji reports to Leila.\n- Leila works for Beacon Insurance.\n- Emeka reports to Felix.\n- Anders works for Fernhill Foods.\n- Anders reports to Kenji.\n- Leila reports to Amara.\n- Felix reports to Chiara.\n- Fernhill Foods is headquartered in Basel.\n- Zoya reports to Jonas.\n- Amara reports to Emeka.\n- Chiara reports to Zoya.\n- Jonas works for Northwind Systems.\n- Beacon Insurance was founded in 2011.\n- Beacon Insurance is headquartered in Basel.\n- Fernhill Foods was founded in 1981.\n- Northwind Systems was founded in 1977.\n- Northwind Systems is headquartered in Bergen.\n- Chiara works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Amara works for Northwind Systems.\n- Kenji works for Fernhill Foods.\n- Vantage Air was founded in 1989.\n- Jonas reports to Tobias.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29832", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sofia.\n- Yuki works for Vantage Air.\n- Ingrid works for Northwind Systems.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Amara reports to Zoya.\n- Mateo works for Atlas Freight.\n- Northwind Systems was founded in 2013.\n- Mei reports to Amara.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Bruno reports to Tessa.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Vantage Air was founded in 1983.\n- Tessa works for Meridian Bank.\n- Yuki reports to Mei.\n- Tobias reports to Ravi.\n- Bruno works for Meridian Bank.\n- Zoya works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Meridian Bank is headquartered in Brno.\n- Mei works for Atlas Freight.\n- Zoya reports to Bruno.\n- Ravi reports to Mateo.\n- Sofia reports to Tobias.\n- Nadia reports to Ingrid.\n- Tobias works for Northwind Systems.\n- Atlas Freight was founded in 1992.\n- Mateo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1990", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29834", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29835", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7089: employee Deshawn K., hired 02 May 2023, separated 02 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7089?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29836", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 28417\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "change_address", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29837", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4790: employee Nadia K., hired 30 September 2021, separated 08 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4790?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29838", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5273: employee Elena M., hired 04 August 2024, separated 17 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5273?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Dmitri works for Ironwood Manufacturing.\n- Vantage Air was founded in 2015.\n- Kenji reports to Tobias.\n- Tobias reports to Bruno.\n- Leila works for Vantage Air.\n- Mateo works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2013.\n- Kenji works for Beacon Insurance.\n- Dmitri reports to Anders.\n- Tobias works for Vantage Air.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Anders reports to Kenji.\n- Beacon Insurance was founded in 1993.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mateo reports to Stefan.\n- Bruno reports to Leila.\n- Vantage Air is headquartered in Brno.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Stefan reports to Dmitri.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29840", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29841", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off", "4": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Elena reports to Mara.\n- Cobalt Health was founded in 1995.\n- Mara reports to Hana.\n- Beacon Insurance is headquartered in Valencia.\n- Pinnacle Software was founded in 1996.\n- Mei reports to Ingrid.\n- Elena works for Pinnacle Software.\n- Cobalt Health is headquartered in Valencia.\n- Fernhill Foods was founded in 2006.\n- Hana works for Beacon Insurance.\n- Fernhill Foods is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Ingrid reports to Anders.\n- Anders reports to Omar.\n- Mei works for Beacon Insurance.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Hana reports to Mei.\n- Chiara reports to Elena.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Zoya reports to Mara.\n- Wren reports to Priya.\n- Meridian Bank was founded in 1979.\n- Hana reports to Zoya.\n- Wren works for Northwind Systems.\n- Jonas reports to Lucia.\n- Vantage Air is headquartered in Basel.\n- Hana works for Summit Energy.\n- Mara reports to Wren.\n- Lucia reports to Mei.\n- Lucia works for Summit Energy.\n- Northwind Systems is headquartered in Austin.\n- Summit Energy is headquartered in Turku.\n- Mara works for Summit Energy.\n- Priya reports to Chiara.\n- Deshawn works for Vantage Air.\n- Summit Energy was founded in 1978.\n- Chiara works for Meridian Bank.\n- Mei reports to Hana.\n- Meridian Bank is headquartered in Turku.\n- Zoya works for Vantage Air.\n- Northwind Systems was founded in 1990.\n- Priya works for Vantage Air.\n- Deshawn reports to Jonas.\n- Vantage Air was founded in 2011.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Priya.\n- Nadia works for Cedar Retail Group.\n- Pablo reports to Dmitri.\n- Emeka reports to Kenji.\n- Pinnacle Software is headquartered in Adelaide.\n- Vantage Air is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tessa reports to Aisha.\n- Felix works for Ironwood Manufacturing.\n- Amara reports to Mara.\n- Tessa works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Porto.\n- Pinnacle Software was founded in 1976.\n- Dmitri works for Pinnacle Software.\n- Mara works for Vantage Air.\n- Ironwood Manufacturing was founded in 1990.\n- Nadia reports to Tessa.\n- Priya reports to Deshawn.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Priya works for Ironwood Manufacturing.\n- Felix reports to Emeka.\n- Deshawn reports to Amara.\n- Cedar Retail Group was founded in 1988.\n- Emeka works for Vantage Air.\n- Mara reports to Pablo.\n- Dmitri reports to Felix.\n- Amara works for Ironwood Manufacturing.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29845", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_timer", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Beacon Insurance was founded in 1992.\n- Lucia reports to Aisha.\n- Ironwood Manufacturing was founded in 2009.\n- Stefan reports to Lucia.\n- Aisha reports to Tobias.\n- Jonas reports to Sanne.\n- Deshawn reports to Mei.\n- Northwind Systems is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Tessa reports to Amara.\n- Aisha works for Northwind Systems.\n- Stefan works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Halifax.\n- Mei reports to Stefan.\n- Tobias works for Beacon Insurance.\n- Mei works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2003.\n- Sanne reports to Bruno.\n- Tessa works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2002.\n- Sanne works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Bruno reports to Kenji.\n- Tobias reports to Tessa.\n- Lucia works for Beacon Insurance.\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Brno.\n- Kenji reports to Deshawn.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Meridian Bank was founded in 1997.\n- Amara reports to Tobias.\n- Fernhill Foods is headquartered in Halifax.\n- Mara works for Lattice Analytics.\n- Felix reports to Mateo.\n- Nadia reports to Amara.\n- Fernhill Foods was founded in 2000.\n- Lattice Analytics is headquartered in Brno.\n- Pinnacle Software is headquartered in Brno.\n- Mara reports to Chiara.\n- Meridian Bank is headquartered in Tampere.\n- Lattice Analytics was founded in 2004.\n- Amara works for Lattice Analytics.\n- Pinnacle Software was founded in 1975.\n- Chiara reports to Felix.\n- Mateo reports to Nadia.\n- Priya works for Lattice Analytics.\n- Priya reports to Mara.\n- Felix works for Meridian Bank.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29848", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4980: employee Yuki T., hired 21 June 2023, separated 29 November 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2026-4980 under the controlling rules.", "criteria": {"0": "$5,250", "1": "$26,000", "2": "$5,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29849", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29850", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8985: employee Hana S., hired 23 December 2019, separated 24 September 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8985?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29851", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks about weather", "3": "asks to play audio", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29852", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29853", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Aisha.\n- Zoya reports to Jonas.\n- Aisha reports to Viktor.\n- Ingrid works for Summit Energy.\n- Viktor reports to Amara.\n- Bluepine Aviation was founded in 1978.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy is headquartered in Tallinn.\n- Jonas works for Helios Logistics.\n- Mara reports to Sanne.\n- Amara reports to Mara.\n- Helios Logistics was founded in 2012.\n- Sanne reports to Ingrid.\n- Zoya works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Lattice Analytics is headquartered in Porto.\n- Callum works for Summit Energy.\n- Mara works for Helios Logistics.\n- Jonas reports to Callum.\n- Amara works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Aisha works for Helios Logistics.\n- Callum reports to Elena.\n- Viktor works for Helios Logistics.\n- Lattice Analytics was founded in 1976.\n- Helios Logistics is headquartered in Porto.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ingrid.\n- Viktor reports to Jonas.\n- Ingrid reports to Priya.\n- Kenji reports to Tessa.\n- Mei works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Ingrid works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Priya works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Tessa reports to Viktor.\n- Jonas works for Atlas Freight.\n- Pinnacle Software was founded in 2007.\n- Jonas reports to Aisha.\n- Aisha works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Amara works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Atlas Freight was founded in 1977.\n- Aisha reports to Amara.\n- Sanne reports to Kenji.\n- Mei reports to Sanne.\n- Atlas Freight is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa works for Summit Energy.\n- Viktor works for Summit Energy.\n- Summit Energy was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1984.\n- Summit Energy was founded in 2010.\n- Beacon Insurance is headquartered in Turku.\n- Kenji reports to Dmitri.\n- Stefan reports to Kenji.\n- Mei reports to Ingrid.\n- Stefan works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Turku.\n- Nadia works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Lattice Analytics was founded in 1985.\n- Ravi works for Lattice Analytics.\n- Ingrid reports to Ravi.\n- Dmitri works for Beacon Insurance.\n- Ravi reports to Hana.\n- Nadia reports to Mei.\n- Lattice Analytics is headquartered in Brno.\n- Hana works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Dmitri reports to Nadia.\n- Summit Energy is headquartered in Turku.\n- Beacon Insurance was founded in 2009.\n- Ingrid works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2012", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29857", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2001.\n- Ironwood Manufacturing was founded in 2013.\n- Ingrid works for Fernhill Foods.\n- Wren reports to Omar.\n- Ironwood Manufacturing is headquartered in Porto.\n- Omar reports to Callum.\n- Cobalt Health is headquartered in Tampere.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1996.\n- Ingrid reports to Hana.\n- Kenji reports to Wren.\n- Omar works for Meridian Bank.\n- Mateo reports to Kenji.\n- Meridian Bank was founded in 2002.\n- Wren works for Fernhill Foods.\n- Meridian Bank is headquartered in Tampere.\n- Pablo works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Callum reports to Pablo.\n- Mateo works for Meridian Bank.\n- Pablo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Wren.\n- Priya reports to Yuki.\n- Aisha reports to Felix.\n- Yuki reports to Aisha.\n- Aisha works for Vantage Air.\n- Atlas Freight was founded in 1978.\n- Vantage Air is headquartered in Bergen.\n- Nadia reports to Emeka.\n- Wren works for Atlas Freight.\n- Elena reports to Ingrid.\n- Wren reports to Mei.\n- Northwind Systems was founded in 1988.\n- Emeka reports to Priya.\n- Mei reports to Elena.\n- Emeka works for Vantage Air.\n- Yuki works for Summit Energy.\n- Northwind Systems is headquartered in Lyon.\n- Mei works for Summit Energy.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Summit Energy was founded in 1999.\n- Elena works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Summit Energy is headquartered in Tampere.\n- Vantage Air was founded in 2014.\n- Ingrid works for Atlas Freight.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2009", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29860", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Atlas Freight.\n- Beacon Insurance is headquartered in Brno.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Dmitri works for Beacon Insurance.\n- Lucia reports to Jonas.\n- Elena reports to Lucia.\n- Viktor reports to Amara.\n- Nadia works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Fernhill Foods is headquartered in Lyon.\n- Nadia reports to Viktor.\n- Atlas Freight is headquartered in Nagoya.\n- Amara reports to Dmitri.\n- Bruno works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Atlas Freight was founded in 1985.\n- Bruno reports to Nadia.\n- Fernhill Foods was founded in 2004.\n- Dmitri reports to Elena.\n- Beacon Insurance was founded in 2003.\n- Meridian Bank is headquartered in Brno.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Kenji.\n- Mei works for Fernhill Foods.\n- Meridian Bank was founded in 1988.\n- Chiara reports to Pablo.\n- Mateo works for Fernhill Foods.\n- Meridian Bank is headquartered in Malmo.\n- Crescent Telecom was founded in 2005.\n- Ingrid reports to Chiara.\n- Ravi reports to Anders.\n- Ingrid works for Fernhill Foods.\n- Mateo reports to Ravi.\n- Anders works for Fernhill Foods.\n- Kenji reports to Ingrid.\n- Ravi works for Fernhill Foods.\n- Crescent Telecom is headquartered in Tallinn.\n- Chiara works for Fernhill Foods.\n- Pablo works for Meridian Bank.\n- Lucia works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 2011.\n- Mara reports to Mei.\n- Fernhill Foods is headquartered in Adelaide.\n- Mei reports to Mateo.\n- Vantage Air is headquartered in Adelaide.\n- Pablo reports to Lucia.\n- Vantage Air was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Amara reports to Mara.\n- Leila reports to Elena.\n- Ravi reports to Viktor.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Cedar Retail Group.\n- Pinnacle Software was founded in 1999.\n- Meridian Bank was founded in 1981.\n- Pinnacle Software is headquartered in Bergen.\n- Bruno works for Pinnacle Software.\n- Mara works for Fernhill Foods.\n- Elena reports to Chiara.\n- Leila works for Meridian Bank.\n- Bruno reports to Ravi.\n- Ingrid reports to Anders.\n- Fernhill Foods was founded in 1995.\n- Viktor reports to Ingrid.\n- Ravi works for Pinnacle Software.\n- Mara reports to Leila.\n- Cedar Retail Group is headquartered in Cork.\n- Fernhill Foods is headquartered in Brno.\n- Chiara works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Cedar Retail Group was founded in 1984.\n- Chiara reports to Bruno.\n- Anders works for Meridian Bank.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29864", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29865", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 75764 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29866", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9035: employee Priya A., hired 04 July 2020, separated 14 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9035?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Northwind Systems was founded in 1999.\n- Jonas reports to Viktor.\n- Lattice Analytics was founded in 1992.\n- Stefan reports to Ingrid.\n- Mei works for Lattice Analytics.\n- Elena reports to Mara.\n- Ingrid reports to Mei.\n- Yuki reports to Jonas.\n- Mara works for Bluepine Aviation.\n- Mei reports to Tessa.\n- Northwind Systems is headquartered in Cork.\n- Deshawn works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Yuki works for Crescent Telecom.\n- Tessa reports to Deshawn.\n- Bluepine Aviation was founded in 2000.\n- Crescent Telecom is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Cork.\n- Viktor works for Lattice Analytics.\n- Priya reports to Elena.\n- Lattice Analytics is headquartered in Cork.\n- Stefan works for Northwind Systems.\n- Viktor reports to Stefan.\n- Priya works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Sanne reports to Yuki.\n- Deshawn reports to Priya.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 1995.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1994", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Tessa works for Fernhill Foods.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2012.\n- Tessa reports to Mara.\n- Leila reports to Pablo.\n- Mara reports to Felix.\n- Deshawn reports to Tessa.\n- Wren reports to Deshawn.\n- Fernhill Foods was founded in 2002.\n- Vantage Air was founded in 1992.\n- Fernhill Foods is headquartered in Dunedin.\n- Pablo reports to Emeka.\n- Mara works for Bluepine Aviation.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Aisha works for Fernhill Foods.\n- Emeka works for Vantage Air.\n- Wren works for Bluepine Aviation.\n- Felix reports to Mateo.\n- Northwind Systems is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1990.\n- Emeka reports to Aisha.\n- Bluepine Aviation is headquartered in Turku.\n- Deshawn works for Vantage Air.\n- Mateo reports to Leila.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Cork", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29869", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 75324 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Lucia works for Summit Energy.\n- Felix reports to Callum.\n- Dmitri works for Vantage Air.\n- Summit Energy is headquartered in Bergen.\n- Felix works for Northwind Systems.\n- Atlas Freight is headquartered in Turku.\n- Mara reports to Emeka.\n- Leila works for Northwind Systems.\n- Vantage Air is headquartered in Tallinn.\n- Mara works for Northwind Systems.\n- Emeka works for Atlas Freight.\n- Summit Energy was founded in 2014.\n- Tobias works for Vantage Air.\n- Chiara reports to Mara.\n- Emeka reports to Mei.\n- Atlas Freight was founded in 1976.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 1976.\n- Lucia reports to Dmitri.\n- Dmitri reports to Sanne.\n- Mei works for Summit Energy.\n- Callum reports to Lucia.\n- Sanne reports to Tobias.\n- Vantage Air was founded in 1994.\n- Sanne works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Callum works for Vantage Air.\n- Pablo reports to Felix.\n- Leila reports to Pablo.\n- Tobias reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29871", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2114: employee Callum A., hired 10 October 2023, separated 24 May 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2114?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29872", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7670: employee Mara B., hired 13 March 2023, separated 15 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7670?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29873", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29874", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29875", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29876", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4974: employee Tobias S., hired 22 July 2021, separated 02 April 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4974?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29877", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29878", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Sofia works for Northwind Systems.\n- Sofia reports to Ravi.\n- Beacon Insurance was founded in 1989.\n- Aisha reports to Chiara.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya works for Beacon Insurance.\n- Felix works for Northwind Systems.\n- Anders works for Summit Energy.\n- Cobalt Health is headquartered in Lyon.\n- Felix reports to Anders.\n- Cobalt Health was founded in 2007.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 1985.\n- Elena works for Beacon Insurance.\n- Lucia works for Summit Energy.\n- Chiara reports to Deshawn.\n- Elena reports to Priya.\n- Chiara works for Beacon Insurance.\n- Anders reports to Aisha.\n- Deshawn reports to Elena.\n- Northwind Systems is headquartered in Leeds.\n- Lucia reports to Felix.\n- Ravi works for Northwind Systems.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29880", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8613: employee Kenji R., hired 21 July 2021, separated 06 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8613?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29881", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6203: employee Aisha M., hired 05 December 2021, separated 31 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6203?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6203 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29882", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9537: employee Ravi A., hired 22 August 2020, separated 30 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9537?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29883", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29884", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 92609, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Ravi works for Lattice Analytics.\n- Mei reports to Chiara.\n- Crescent Telecom was founded in 1989.\n- Viktor reports to Emeka.\n- Pinnacle Software is headquartered in Adelaide.\n- Chiara works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Mei works for Pinnacle Software.\n- Chiara reports to Dmitri.\n- Wren works for Lattice Analytics.\n- Emeka reports to Omar.\n- Dmitri works for Lattice Analytics.\n- Omar reports to Yuki.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 2009.\n- Pinnacle Software was founded in 2009.\n- Emeka works for Lattice Analytics.\n- Bluepine Aviation was founded in 1975.\n- Wren reports to Bruno.\n- Bluepine Aviation is headquartered in Valencia.\n- Omar works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Bruno reports to Mei.\n- Dmitri reports to Ravi.\n- Yuki reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29886", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29887", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Felix reports to Pablo.\n- Aisha works for Helios Logistics.\n- Priya reports to Dmitri.\n- Helios Logistics is headquartered in Porto.\n- Deshawn works for Northwind Systems.\n- Ravi works for Helios Logistics.\n- Sanne works for Atlas Freight.\n- Fernhill Foods was founded in 1988.\n- Northwind Systems is headquartered in Porto.\n- Northwind Systems was founded in 1984.\n- Deshawn reports to Sanne.\n- Aisha reports to Priya.\n- Leila reports to Kenji.\n- Atlas Freight is headquartered in Malmo.\n- Felix works for Helios Logistics.\n- Sanne reports to Ravi.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Tessa works for Atlas Freight.\n- Atlas Freight was founded in 1994.\n- Priya works for Northwind Systems.\n- Anders reports to Deshawn.\n- Ravi reports to Felix.\n- Kenji works for Helios Logistics.\n- Pablo reports to Leila.\n- Dmitri works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 1979.\n- Dmitri reports to Tessa.\n- Kenji reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1997", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29889", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29890", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1174: employee Tobias M., hired 20 October 2022, separated 10 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1174?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tampere.\n- Yuki works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Nadia reports to Callum.\n- Pablo reports to Yuki.\n- Callum works for Bluepine Aviation.\n- Priya works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Tampere.\n- Felix works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1985.\n- Priya reports to Pablo.\n- Jonas works for Ironwood Manufacturing.\n- Sanne works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1975.\n- Mei reports to Priya.\n- Jonas reports to Sanne.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Crescent Telecom is headquartered in Tampere.\n- Nadia works for Ironwood Manufacturing.\n- Felix reports to Nadia.\n- Bluepine Aviation was founded in 2012.\n- Callum reports to Jonas.\n- Crescent Telecom was founded in 1993.\n- Bruno reports to Mei.\n- Yuki reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29892", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29893", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-4 (VERSION 7, EFFECTIVE 06 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 06 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7857: employee Anders S., hired 06 November 2024, separated 18 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7857?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1982.\n- Kenji works for Lattice Analytics.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1993.\n- Lattice Analytics is headquartered in Tampere.\n- Lattice Analytics was founded in 2001.\n- Sofia works for Cedar Retail Group.\n- Elena works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Sofia reports to Yuki.\n- Pablo reports to Elena.\n- Jonas works for Lattice Analytics.\n- Yuki reports to Leila.\n- Nadia works for Cedar Retail Group.\n- Amara works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Leila works for Northwind Systems.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila reports to Lucia.\n- Wren reports to Sofia.\n- Jonas reports to Kenji.\n- Kenji reports to Nadia.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Northwind Systems is headquartered in Cork.\n- Yuki works for Helios Logistics.\n- Mara reports to Jonas.\n- Elena reports to Wren.\n- Amara reports to Pablo.\n- Nadia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "2004", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29895", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9192: employee Stefan A., hired 02 May 2020, separated 02 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9192?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Nadia.\n- Priya reports to Yuki.\n- Bluepine Aviation was founded in 2006.\n- Felix works for Pinnacle Software.\n- Mara reports to Felix.\n- Viktor reports to Hana.\n- Yuki works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia reports to Aisha.\n- Nadia works for Summit Energy.\n- Beacon Insurance was founded in 1994.\n- Mara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Turku.\n- Summit Energy was founded in 2001.\n- Felix reports to Stefan.\n- Summit Energy is headquartered in Ghent.\n- Viktor works for Summit Energy.\n- Stefan reports to Viktor.\n- Dmitri reports to Mara.\n- Aisha works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 1976.\n- Priya works for Beacon Insurance.\n- Aisha reports to Priya.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29897", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29898", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29900", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4578: employee Jonas M., hired 13 August 2021, separated 18 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-4578 under the controlling rules.", "criteria": {"0": "$15,300", "1": "$14,300", "2": "$15,375", "3": "$66,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29901", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Ghent.\n- Tobias reports to Ingrid.\n- Kenji reports to Tobias.\n- Tobias works for Northwind Systems.\n- Sanne reports to Elena.\n- Priya works for Northwind Systems.\n- Yuki reports to Priya.\n- Elena reports to Kenji.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ingrid works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Mara reports to Yuki.\n- Chiara reports to Nadia.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Vantage Air was founded in 1976.\n- Nadia works for Fernhill Foods.\n- Northwind Systems is headquartered in Valencia.\n- Nadia reports to Mara.\n- Elena works for Northwind Systems.\n- Ingrid reports to Chiara.\n- Kenji works for Northwind Systems.\n- Sanne works for Vantage Air.\n- Fernhill Foods was founded in 1982.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1996.\n- Northwind Systems was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1974", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29903", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "control_lights", "1": "set_timer", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29904", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 September 2022): For employees hired on or after 16 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1895: employee Bruno K., hired 06 August 2021, separated 15 February 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-1895 under the controlling rules.", "criteria": {"0": "$16,467", "1": "$4,300", "2": "$3,750", "3": "$3,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Jonas reports to Ravi.\n- Beacon Insurance is headquartered in Tallinn.\n- Jonas works for Vantage Air.\n- Summit Energy is headquartered in Brno.\n- Mei works for Vantage Air.\n- Summit Energy was founded in 1995.\n- Beacon Insurance was founded in 1996.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Callum.\n- Yuki works for Beacon Insurance.\n- Emeka reports to Mei.\n- Chiara works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Meridian Bank was founded in 2001.\n- Meridian Bank is headquartered in Valencia.\n- Bruno reports to Stefan.\n- Mei reports to Chiara.\n- Ravi works for Meridian Bank.\n- Mara reports to Yuki.\n- Callum works for Beacon Insurance.\n- Ravi reports to Mara.\n- Callum reports to Jonas.\n- Mara works for Beacon Insurance.\n- Chiara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2014.\n- Cobalt Health is headquartered in Austin.\n- Leila works for Cobalt Health.\n- Lattice Analytics was founded in 1981.\n- Nadia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Cork.\n- Bluepine Aviation was founded in 1990.\n- Tobias reports to Emeka.\n- Cobalt Health was founded in 2011.\n- Sanne works for Cobalt Health.\n- Wren works for Lattice Analytics.\n- Leila reports to Nadia.\n- Viktor reports to Tobias.\n- Emeka works for Pinnacle Software.\n- Nadia reports to Sanne.\n- Pinnacle Software is headquartered in Tampere.\n- Sanne reports to Wren.\n- Tobias works for Lattice Analytics.\n- Viktor works for Pinnacle Software.\n- Wren reports to Viktor.\n- Lucia works for Bluepine Aviation.\n- Emeka reports to Lucia.\n- Bluepine Aviation is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29909", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-7 (VERSION 3, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4684: employee Priya B., hired 18 November 2022, separated 07 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4684?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2011.\n- Leila reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Chiara.\n- Ironwood Manufacturing was founded in 1990.\n- Emeka reports to Bruno.\n- Viktor reports to Elena.\n- Leila works for Lattice Analytics.\n- Elena works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1999.\n- Fernhill Foods is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Tobias reports to Jonas.\n- Tobias works for Fernhill Foods.\n- Chiara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Anders works for Fernhill Foods.\n- Elena reports to Tobias.\n- Meridian Bank was founded in 2004.\n- Chiara reports to Anders.\n- Jonas reports to Leila.\n- Bruno reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Viktor works for Lattice Analytics.\n- Jonas works for Meridian Bank.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Pablo.\n- Leila reports to Yuki.\n- Hana works for Meridian Bank.\n- Yuki reports to Deshawn.\n- Beacon Insurance is headquartered in Halifax.\n- Yuki works for Meridian Bank.\n- Sanne works for Beacon Insurance.\n- Meridian Bank was founded in 2014.\n- Leila works for Meridian Bank.\n- Crescent Telecom is headquartered in Lyon.\n- Meridian Bank is headquartered in Brno.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Nadia reports to Hana.\n- Nadia works for Beacon Insurance.\n- Crescent Telecom was founded in 1990.\n- Pablo reports to Sanne.\n- Summit Energy is headquartered in Tampere.\n- Deshawn works for Crescent Telecom.\n- Emeka works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Pablo works for Summit Energy.\n- Sanne reports to Emeka.\n- Emeka reports to Mara.\n- Beacon Insurance was founded in 1979.\n- Mara reports to Leila.\n- Deshawn reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Anders.\n- Yuki works for Summit Energy.\n- Cedar Retail Group is headquartered in Adelaide.\n- Sanne works for Atlas Freight.\n- Dmitri reports to Lucia.\n- Felix reports to Dmitri.\n- Lucia works for Atlas Freight.\n- Lucia reports to Sanne.\n- Sanne reports to Leila.\n- Bruno works for Atlas Freight.\n- Felix works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Anders works for Atlas Freight.\n- Tobias works for Summit Energy.\n- Dmitri works for Helios Logistics.\n- Summit Energy was founded in 1996.\n- Bruno reports to Tobias.\n- Wren works for Summit Energy.\n- Leila works for Summit Energy.\n- Cedar Retail Group was founded in 1991.\n- Atlas Freight is headquartered in Basel.\n- Helios Logistics is headquartered in Basel.\n- Summit Energy is headquartered in Adelaide.\n- Wren reports to Bruno.\n- Zoya works for Atlas Freight.\n- Zoya reports to Viktor.\n- Leila reports to Wren.\n- Viktor reports to Felix.\n- Anders reports to Yuki.\n- Helios Logistics was founded in 1977.\n- Atlas Freight was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29913", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Turku.\n- Anders reports to Amara.\n- Mei works for Bluepine Aviation.\n- Anders works for Summit Energy.\n- Amara works for Bluepine Aviation.\n- Felix works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems is headquartered in Adelaide.\n- Mei reports to Anders.\n- Amara reports to Felix.\n- Vantage Air was founded in 1981.\n- Aisha works for Bluepine Aviation.\n- Yuki reports to Kenji.\n- Northwind Systems was founded in 1999.\n- Jonas reports to Mei.\n- Felix reports to Aisha.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Valencia.\n- Kenji reports to Jonas.\n- Bluepine Aviation was founded in 2000.\n- Jonas works for Vantage Air.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29915", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 29 August 2025): For employees hired on or after 29 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5294: employee Mei T., hired 02 April 2025, separated 16 April 2027 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5294?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5294 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29916", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 May 2023): For employees hired on or after 01 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7509: employee Kenji M., hired 15 July 2020, separated 10 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7509?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-29917", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29918", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29919", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5053: employee Omar B., hired 23 February 2023, separated 14 August 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-5053 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$3,894", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29920", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29921", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9063: employee Hana A., hired 09 February 2020, separated 23 November 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9063?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29922", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29923", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29924", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9444: employee Amara M., hired 06 May 2020, separated 22 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9444?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29925", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2009.\n- Kenji works for Northwind Systems.\n- Mateo works for Fernhill Foods.\n- Mateo reports to Wren.\n- Fernhill Foods is headquartered in Oslo.\n- Northwind Systems was founded in 1996.\n- Viktor works for Vantage Air.\n- Atlas Freight was founded in 1983.\n- Viktor reports to Kenji.\n- Vantage Air is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Zoya reports to Viktor.\n- Northwind Systems is headquartered in Oslo.\n- Zoya works for Atlas Freight.\n- Elena works for Northwind Systems.\n- Chiara works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Kenji reports to Chiara.\n- Wren works for Fernhill Foods.\n- Wren reports to Dmitri.\n- Vantage Air was founded in 1992.\n- Elena reports to Zoya.\n- Dmitri reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29927", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29928", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9571: employee Dmitri A., hired 22 October 2022, separated 01 August 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9571?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29929", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 32607 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29930", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3875: employee Tessa B., hired 14 November 2023, separated 26 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3875?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29931", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9998: employee Kenji S., hired 08 April 2022, separated 05 December 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9998?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29932", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 October 2025): For employees hired on or after 17 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3361: employee Omar S., hired 04 September 2023, separated 26 June 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-3361?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2002.\n- Mara reports to Dmitri.\n- Cobalt Health was founded in 1998.\n- Helios Logistics is headquartered in Cork.\n- Cobalt Health is headquartered in Brno.\n- Helios Logistics was founded in 2000.\n- Zoya works for Cobalt Health.\n- Mateo reports to Chiara.\n- Jonas reports to Zoya.\n- Zoya reports to Mara.\n- Leila reports to Ravi.\n- Dmitri works for Cobalt Health.\n- Omar reports to Leila.\n- Mateo works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ravi works for Helios Logistics.\n- Jonas works for Pinnacle Software.\n- Sofia works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Pinnacle Software was founded in 1996.\n- Chiara reports to Mei.\n- Chiara works for Pinnacle Software.\n- Priya works for Helios Logistics.\n- Pinnacle Software is headquartered in Leeds.\n- Mei reports to Sofia.\n- Priya reports to Jonas.\n- Sofia reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Ravi reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29934", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3951: employee Kenji S., hired 15 June 2023, separated 06 April 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-3951 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$8,000", "2": "$30,333", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29935", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9739: employee Viktor B., hired 18 December 2020, separated 20 November 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9739?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29936", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Cork.\n- Meridian Bank is headquartered in Basel.\n- Sofia reports to Omar.\n- Hana works for Helios Logistics.\n- Atlas Freight was founded in 1992.\n- Helios Logistics was founded in 1975.\n- Atlas Freight is headquartered in Brno.\n- Yuki works for Lattice Analytics.\n- Callum reports to Dmitri.\n- Emeka works for Helios Logistics.\n- Stefan works for Meridian Bank.\n- Hana reports to Stefan.\n- Pablo reports to Zoya.\n- Dmitri works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Viktor reports to Sofia.\n- Amara reports to Hana.\n- Emeka reports to Yuki.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1991.\n- Lattice Analytics was founded in 1977.\n- Stefan reports to Pablo.\n- Omar reports to Callum.\n- Amara works for Meridian Bank.\n- Yuki reports to Viktor.\n- Callum works for Atlas Freight.\n- Sofia works for Helios Logistics.\n- Dmitri reports to Amara.\n- Omar works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1975", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29938", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29939", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4947: employee Callum M., hired 17 January 2023, separated 17 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4947?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4947 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29940", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Crescent Telecom.\n- Callum reports to Chiara.\n- Lucia works for Meridian Bank.\n- Wren reports to Lucia.\n- Pinnacle Software was founded in 1978.\n- Crescent Telecom was founded in 2000.\n- Bluepine Aviation was founded in 1988.\n- Chiara works for Pinnacle Software.\n- Wren works for Bluepine Aviation.\n- Bruno works for Meridian Bank.\n- Tessa reports to Emeka.\n- Kenji reports to Mei.\n- Bruno reports to Tessa.\n- Chiara reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 2008.\n- Pinnacle Software is headquartered in Adelaide.\n- Meridian Bank is headquartered in Porto.\n- Tessa works for Pinnacle Software.\n- Crescent Telecom is headquartered in Adelaide.\n- Lucia reports to Omar.\n- Bluepine Aviation is headquartered in Adelaide.\n- Emeka works for Meridian Bank.\n- Omar reports to Callum.\n- Emeka reports to Wren.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29942", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-9 (VERSION 2, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9438: employee Deshawn T., hired 06 January 2024, separated 09 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2026-9438 under the controlling rules.", "criteria": {"0": "$1,800", "1": "$26,000", "2": "$5,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-29943", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29944", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6288: employee Zoya M., hired 04 December 2022, separated 10 November 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6288?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29945", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9769: employee Sanne K., hired 24 April 2020, separated 10 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9769?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9769 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tallinn.\n- Viktor works for Fernhill Foods.\n- Felix works for Bluepine Aviation.\n- Ingrid works for Meridian Bank.\n- Bluepine Aviation was founded in 1997.\n- Meridian Bank is headquartered in Tallinn.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods was founded in 1981.\n- Tobias reports to Mara.\n- Dmitri reports to Deshawn.\n- Ravi reports to Dmitri.\n- Mara works for Fernhill Foods.\n- Ravi works for Bluepine Aviation.\n- Mateo works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Kenji reports to Stefan.\n- Stefan reports to Viktor.\n- Ingrid reports to Felix.\n- Stefan works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Zoya reports to Ravi.\n- Felix reports to Zoya.\n- Viktor reports to Ingrid.\n- Deshawn works for Fernhill Foods.\n- Deshawn reports to Mateo.\n- Meridian Bank was founded in 1994.\n- Cobalt Health was founded in 1999.\n- Kenji works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Mateo reports to Tobias.\n- Bluepine Aviation is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "1992", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29948", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1551: employee Mara B., hired 24 March 2021, separated 02 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-1551 under the controlling rules.", "criteria": {"0": "$22,533", "1": "$4,200", "2": "$5,200", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Mara reports to Tobias.\n- Mateo reports to Ravi.\n- Northwind Systems is headquartered in Nagoya.\n- Summit Energy was founded in 2002.\n- Ravi reports to Dmitri.\n- Mateo works for Fernhill Foods.\n- Anders reports to Lucia.\n- Anders works for Fernhill Foods.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Dmitri works for Summit Energy.\n- Northwind Systems was founded in 2005.\n- Fernhill Foods is headquartered in Porto.\n- Cobalt Health is headquartered in Malmo.\n- Mara works for Fernhill Foods.\n- Cobalt Health was founded in 1985.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Anders.\n- Dmitri reports to Mara.\n- Fernhill Foods was founded in 2008.\n- Tobias works for Northwind Systems.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "2005", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1994.\n- Helios Logistics was founded in 1996.\n- Chiara works for Meridian Bank.\n- Sanne reports to Chiara.\n- Kenji works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Helios Logistics is headquartered in Valencia.\n- Omar reports to Priya.\n- Priya works for Meridian Bank.\n- Stefan reports to Kenji.\n- Sanne works for Helios Logistics.\n- Fernhill Foods was founded in 2005.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Jonas works for Ironwood Manufacturing.\n- Chiara reports to Omar.\n- Priya reports to Emeka.\n- Omar works for Helios Logistics.\n- Kenji reports to Sanne.\n- Meridian Bank is headquartered in Tampere.\n- Fernhill Foods is headquartered in Oslo.\n- Stefan works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2014.\n- Emeka works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29951", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2067: employee Lucia T., hired 15 October 2022, separated 03 February 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2067?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Bluepine Aviation was founded in 2006.\n- Mara works for Meridian Bank.\n- Atlas Freight is headquartered in Basel.\n- Sofia works for Atlas Freight.\n- Atlas Freight was founded in 1983.\n- Hana works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Meridian Bank is headquartered in Basel.\n- Viktor works for Beacon Insurance.\n- Aisha reports to Hana.\n- Meridian Bank was founded in 1985.\n- Beacon Insurance is headquartered in Lyon.\n- Aisha works for Beacon Insurance.\n- Ravi reports to Chiara.\n- Pablo works for Atlas Freight.\n- Viktor reports to Pablo.\n- Pablo reports to Emeka.\n- Ravi works for Beacon Insurance.\n- Chiara reports to Tobias.\n- Mara reports to Aisha.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Ravi.\n- Bluepine Aviation is headquartered in Tallinn.\n- Hana reports to Sofia.\n- Beacon Insurance was founded in 1997.\n- Tobias reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-29953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Lucia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lucia works for Vantage Air.\n- Lucia reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Ravi reports to Aisha.\n- Aisha works for Ironwood Manufacturing.\n- Omar works for Vantage Air.\n- Beacon Insurance was founded in 2009.\n- Tobias works for Summit Energy.\n- Mateo reports to Deshawn.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1999.\n- Summit Energy is headquartered in Valencia.\n- Aisha reports to Mateo.\n- Vantage Air was founded in 2002.\n- Tessa works for Ironwood Manufacturing.\n- Sofia reports to Tobias.\n- Mateo works for Summit Energy.\n- Tobias reports to Ravi.\n- Summit Energy was founded in 2015.\n- Beacon Insurance is headquartered in Oslo.\n- Tessa reports to Omar.\n- Deshawn works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Vantage Air is headquartered in Austin.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Oslo", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29954", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8919: employee Bruno S., hired 11 December 2020, separated 12 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8919?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Chiara reports to Sanne.\n- Zoya reports to Elena.\n- Mei works for Vantage Air.\n- Omar works for Vantage Air.\n- Sanne reports to Omar.\n- Yuki works for Pinnacle Software.\n- Cobalt Health was founded in 2002.\n- Deshawn works for Pinnacle Software.\n- Vantage Air is headquartered in Adelaide.\n- Deshawn reports to Mei.\n- Yuki reports to Zoya.\n- Pinnacle Software was founded in 1996.\n- Northwind Systems is headquartered in Tampere.\n- Northwind Systems was founded in 1985.\n- Tessa works for Vantage Air.\n- Sanne works for Pinnacle Software.\n- Elena reports to Chiara.\n- Tessa reports to Deshawn.\n- Omar reports to Viktor.\n- Pinnacle Software is headquartered in Oslo.\n- Vantage Air was founded in 1985.\n- Elena works for Cobalt Health.\n- Viktor reports to Tessa.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Nadia.\n- Elena reports to Anders.\n- Mateo works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Fernhill Foods was founded in 2008.\n- Viktor works for Fernhill Foods.\n- Cobalt Health is headquartered in Leeds.\n- Beacon Insurance was founded in 2012.\n- Mei reports to Mara.\n- Mei works for Beacon Insurance.\n- Dmitri works for Fernhill Foods.\n- Anders reports to Mateo.\n- Beacon Insurance is headquartered in Ghent.\n- Mateo reports to Viktor.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri reports to Elena.\n- Cobalt Health was founded in 2012.\n- Anders works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1979.\n- Nadia works for Helios Logistics.\n- Nadia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29957", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29958", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Stefan.\n- Anders works for Helios Logistics.\n- Kenji reports to Chiara.\n- Anders reports to Zoya.\n- Chiara works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Cedar Retail Group was founded in 2008.\n- Crescent Telecom was founded in 1987.\n- Helios Logistics is headquartered in Cork.\n- Zoya works for Cedar Retail Group.\n- Pablo works for Bluepine Aviation.\n- Helios Logistics was founded in 1988.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 2008.\n- Cedar Retail Group is headquartered in Austin.\n- Stefan works for Crescent Telecom.\n- Leila works for Cedar Retail Group.\n- Pablo reports to Leila.\n- Leila reports to Mateo.\n- Mateo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Austin.\n- Chiara reports to Anders.\n- Stefan reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29960", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7473: employee Mateo B., hired 24 July 2022, separated 16 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7473?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-29961", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 April 2025): For employees hired on or after 10 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1125: employee Anders B., hired 19 February 2022, separated 10 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1125?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Northwind Systems.\n- Anders reports to Yuki.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn works for Cobalt Health.\n- Sanne reports to Aisha.\n- Hana reports to Omar.\n- Mara works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Anders works for Northwind Systems.\n- Yuki works for Cobalt Health.\n- Priya reports to Hana.\n- Sanne works for Helios Logistics.\n- Chiara reports to Sanne.\n- Chiara works for Helios Logistics.\n- Aisha reports to Priya.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Northwind Systems is headquartered in Turku.\n- Deshawn reports to Felix.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Emeka reports to Mara.\n- Felix reports to Emeka.\n- Felix works for Helios Logistics.\n- Yuki reports to Deshawn.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Omar reports to Anders.\n- Helios Logistics was founded in 1986.\n- Cobalt Health was founded in 1980.\n- Northwind Systems was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29963", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to play audio", "3": "asks to text someone", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Summit Energy was founded in 1999.\n- Chiara reports to Leila.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 1995.\n- Leila reports to Nadia.\n- Bruno reports to Sanne.\n- Helios Logistics was founded in 2007.\n- Elena reports to Yuki.\n- Viktor works for Helios Logistics.\n- Sanne reports to Felix.\n- Felix works for Helios Logistics.\n- Viktor reports to Bruno.\n- Chiara works for Summit Energy.\n- Bruno works for Cobalt Health.\n- Yuki works for Helios Logistics.\n- Elena works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Wren reports to Elena.\n- Sanne works for Summit Energy.\n- Yuki reports to Chiara.\n- Helios Logistics is headquartered in Adelaide.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Nadia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2005", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29965", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 October 2025): For employees hired on or after 23 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5944: employee Nadia M., hired 16 June 2025, separated 22 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-4-2026-5944 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$8,667", "2": "$1,350", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-29966", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 May 2025): For employees hired on or after 28 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2994: employee Elena R., hired 24 November 2024, separated 08 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2025-2994 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$34,667", "2": "$8,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-29967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ravi.\n- Bluepine Aviation is headquartered in Malmo.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Helios Logistics is headquartered in Ghent.\n- Viktor reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Ravi reports to Anders.\n- Ironwood Manufacturing was founded in 1979.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Brno.\n- Deshawn reports to Mara.\n- Nadia works for Helios Logistics.\n- Chiara reports to Deshawn.\n- Mara works for Summit Energy.\n- Anders reports to Sanne.\n- Deshawn works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2010.\n- Summit Energy was founded in 1999.\n- Helios Logistics was founded in 1987.\n- Ravi works for Ironwood Manufacturing.\n- Nadia reports to Viktor.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29968", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1998.\n- Mateo reports to Chiara.\n- Lucia reports to Aisha.\n- Cedar Retail Group is headquartered in Leeds.\n- Lucia works for Summit Energy.\n- Pablo reports to Priya.\n- Chiara reports to Lucia.\n- Priya reports to Amara.\n- Beacon Insurance was founded in 2002.\n- Chiara works for Cedar Retail Group.\n- Helios Logistics was founded in 1987.\n- Summit Energy was founded in 1996.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Priya works for Cedar Retail Group.\n- Amara reports to Mei.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Mei reports to Mateo.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29970", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2739: employee Kenji A., hired 15 September 2023, separated 23 September 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-2739 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-29971", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29972", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Mateo reports to Yuki.\n- Stefan works for Atlas Freight.\n- Jonas reports to Mara.\n- Leila reports to Dmitri.\n- Ingrid reports to Stefan.\n- Ingrid works for Vantage Air.\n- Cobalt Health was founded in 2013.\n- Stefan reports to Priya.\n- Jonas works for Vantage Air.\n- Priya works for Atlas Freight.\n- Cobalt Health is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Oslo.\n- Mateo works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Anders reports to Ingrid.\n- Yuki reports to Jonas.\n- Priya reports to Leila.\n- Leila works for Cedar Retail Group.\n- Atlas Freight is headquartered in Nagoya.\n- Mara works for Vantage Air.\n- Yuki works for Cobalt Health.\n- Dmitri reports to Mateo.\n- Vantage Air is headquartered in Ghent.\n- Cedar Retail Group was founded in 1991.\n- Vantage Air was founded in 1975.\n- Atlas Freight was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29974", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "restart_service", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-29975", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1297: employee Tobias T., hired 26 October 2023, separated 14 July 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1297?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29976", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "files a loss/damage claim", "4": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29977", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 33638 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1993.\n- Lucia reports to Kenji.\n- Kenji works for Summit Energy.\n- Pinnacle Software was founded in 2015.\n- Nadia reports to Felix.\n- Omar works for Bluepine Aviation.\n- Mateo reports to Lucia.\n- Meridian Bank was founded in 1995.\n- Omar reports to Callum.\n- Mateo works for Bluepine Aviation.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Nadia works for Summit Energy.\n- Callum works for Meridian Bank.\n- Felix works for Bluepine Aviation.\n- Mara reports to Amara.\n- Kenji reports to Omar.\n- Ravi reports to Mara.\n- Pinnacle Software is headquartered in Nagoya.\n- Ravi works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Summit Energy is headquartered in Ghent.\n- Bluepine Aviation was founded in 1979.\n- Amara reports to Tessa.\n- Amara works for Meridian Bank.\n- Wren works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Porto.\n- Tessa reports to Nadia.\n- Tessa works for Pinnacle Software.\n- Wren reports to Mateo.\n- Callum reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-29979", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4450: employee Ingrid A., hired 19 March 2023, separated 25 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4450?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-29980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Mateo reports to Hana.\n- Ingrid reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy was founded in 1994.\n- Viktor reports to Felix.\n- Chiara reports to Elena.\n- Lattice Analytics was founded in 1996.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Viktor works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1985.\n- Hana works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Bergen.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Hana reports to Chiara.\n- Elena reports to Deshawn.\n- Lattice Analytics is headquartered in Bergen.\n- Chiara works for Ironwood Manufacturing.\n- Elena works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Deshawn reports to Kenji.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Kenji reports to Viktor.\n- Emeka reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1988", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Vantage Air was founded in 1976.\n- Vantage Air is headquartered in Cork.\n- Beacon Insurance was founded in 1986.\n- Beacon Insurance is headquartered in Halifax.\n- Jonas works for Vantage Air.\n- Priya reports to Jonas.\n- Helios Logistics was founded in 1997.\n- Mateo works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Jonas reports to Emeka.\n- Viktor reports to Wren.\n- Ingrid works for Vantage Air.\n- Wren works for Cobalt Health.\n- Wren reports to Mara.\n- Viktor works for Cobalt Health.\n- Mara reports to Mateo.\n- Ingrid reports to Viktor.\n- Priya works for Beacon Insurance.\n- Cobalt Health was founded in 1995.\n- Mateo reports to Priya.\n- Helios Logistics is headquartered in Lyon.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29982", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-29983", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks about weather", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-29984", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Ingrid works for Bluepine Aviation.\n- Kenji reports to Omar.\n- Tessa works for Ironwood Manufacturing.\n- Mara reports to Ravi.\n- Cedar Retail Group was founded in 2014.\n- Priya reports to Nadia.\n- Omar works for Cobalt Health.\n- Lucia reports to Kenji.\n- Lucia works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Cedar Retail Group is headquartered in Ghent.\n- Ravi reports to Lucia.\n- Hana reports to Tessa.\n- Priya works for Cobalt Health.\n- Omar reports to Ingrid.\n- Cobalt Health was founded in 1976.\n- Nadia works for Ironwood Manufacturing.\n- Hana works for Cobalt Health.\n- Kenji works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 2012.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Ingrid reports to Priya.\n- Tessa reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29986", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-29987", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29988", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-29989", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29990", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "weather", "2": "play_music", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-29991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Yuki reports to Stefan.\n- Lattice Analytics was founded in 1996.\n- Tessa works for Bluepine Aviation.\n- Sanne works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Dmitri works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tobias reports to Ingrid.\n- Ironwood Manufacturing was founded in 1996.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Yuki works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Dmitri reports to Sanne.\n- Bluepine Aviation was founded in 1998.\n- Fernhill Foods is headquartered in Ghent.\n- Leila reports to Yuki.\n- Tessa reports to Zoya.\n- Fernhill Foods was founded in 1990.\n- Zoya reports to Leila.\n- Zoya works for Lattice Analytics.\n- Stefan reports to Dmitri.\n- Amara works for Ironwood Manufacturing.\n- Ingrid reports to Tessa.\n- Sanne reports to Amara.\n- Leila works for Fernhill Foods.\n- Lattice Analytics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-29992", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-29993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Tobias works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Mei works for Cobalt Health.\n- Tobias reports to Mei.\n- Tessa works for Beacon Insurance.\n- Cobalt Health was founded in 2006.\n- Cedar Retail Group is headquartered in Halifax.\n- Elena reports to Viktor.\n- Elena works for Cobalt Health.\n- Leila reports to Deshawn.\n- Summit Energy was founded in 1976.\n- Mateo reports to Tobias.\n- Emeka reports to Tessa.\n- Leila works for Cedar Retail Group.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Deshawn reports to Ravi.\n- Wren reports to Bruno.\n- Wren works for Cedar Retail Group.\n- Tessa reports to Leila.\n- Beacon Insurance was founded in 1982.\n- Summit Energy is headquartered in Cork.\n- Viktor works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Ravi reports to Wren.\n- Viktor reports to Mateo.\n- Cedar Retail Group was founded in 1993.\n- Emeka works for Cedar Retail Group.\n- Bruno reports to Elena.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-29994", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 18815, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "change_address", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-29995", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 January 2025): For employees hired on or after 29 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8613: employee Mateo T., hired 19 July 2024, separated 09 June 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8613?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-29996", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-29997", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Atlas Freight was founded in 1986.\n- Sofia reports to Ravi.\n- Cedar Retail Group is headquartered in Halifax.\n- Deshawn works for Cedar Retail Group.\n- Vantage Air was founded in 1980.\n- Omar works for Summit Energy.\n- Sanne works for Summit Energy.\n- Sofia works for Vantage Air.\n- Wren reports to Omar.\n- Emeka reports to Sanne.\n- Ravi works for Atlas Freight.\n- Deshawn reports to Emeka.\n- Chiara works for Vantage Air.\n- Ravi reports to Wren.\n- Summit Energy is headquartered in Tallinn.\n- Amara works for Cedar Retail Group.\n- Chiara reports to Stefan.\n- Wren works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Omar reports to Deshawn.\n- Summit Energy was founded in 1987.\n- Sanne reports to Chiara.\n- Stefan works for Summit Energy.\n- Atlas Freight is headquartered in Bergen.\n- Cedar Retail Group was founded in 1977.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-29999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Dunedin.\n- Mara works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Dmitri reports to Mara.\n- Wren works for Crescent Telecom.\n- Omar reports to Lucia.\n- Fernhill Foods is headquartered in Brno.\n- Stefan works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Mateo reports to Omar.\n- Mei reports to Jonas.\n- Chiara reports to Dmitri.\n- Jonas reports to Mateo.\n- Cobalt Health was founded in 1977.\n- Dmitri works for Fernhill Foods.\n- Chiara works for Cobalt Health.\n- Mara reports to Wren.\n- Crescent Telecom is headquartered in Dunedin.\n- Stefan reports to Chiara.\n- Mateo works for Crescent Telecom.\n- Cobalt Health is headquartered in Porto.\n- Fernhill Foods was founded in 2008.\n- Omar works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Crescent Telecom was founded in 2001.\n- Lucia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Emeka reports to Dmitri.\n- Sofia works for Meridian Bank.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1976.\n- Meridian Bank was founded in 1986.\n- Sofia reports to Tobias.\n- Felix works for Pinnacle Software.\n- Ravi reports to Sofia.\n- Ravi works for Bluepine Aviation.\n- Felix reports to Hana.\n- Tobias reports to Emeka.\n- Dmitri reports to Lucia.\n- Lucia reports to Felix.\n- Lucia works for Meridian Bank.\n- Pinnacle Software is headquartered in Bergen.\n- Meridian Bank is headquartered in Tallinn.\n- Dmitri works for Bluepine Aviation.\n- Pinnacle Software was founded in 1989.\n- Bluepine Aviation is headquartered in Malmo.\n- Bluepine Aviation was founded in 2009.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30001", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Leila works for Meridian Bank.\n- Pablo reports to Aisha.\n- Bluepine Aviation was founded in 2009.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2002.\n- Priya works for Fernhill Foods.\n- Aisha reports to Wren.\n- Emeka reports to Stefan.\n- Elena reports to Emeka.\n- Meridian Bank is headquartered in Oslo.\n- Wren works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Cedar Retail Group is headquartered in Leeds.\n- Fernhill Foods was founded in 2014.\n- Priya reports to Pablo.\n- Stefan works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Stefan reports to Priya.\n- Bluepine Aviation is headquartered in Ghent.\n- Elena works for Bluepine Aviation.\n- Leila reports to Elena.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1979", "2": "1976", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30003", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2395: employee Anders M., hired 19 April 2022, separated 29 November 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2395?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30004", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2039: employee Sanne T., hired 10 January 2023, separated 18 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-2039?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Summit Energy.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Mara reports to Felix.\n- Summit Energy was founded in 2003.\n- Sofia works for Lattice Analytics.\n- Pinnacle Software is headquartered in Halifax.\n- Ravi reports to Elena.\n- Dmitri reports to Aisha.\n- Cobalt Health was founded in 1987.\n- Elena reports to Wren.\n- Aisha works for Summit Energy.\n- Stefan works for Cobalt Health.\n- Deshawn reports to Sofia.\n- Cobalt Health is headquartered in Ghent.\n- Felix works for Pinnacle Software.\n- Sofia reports to Callum.\n- Stefan reports to Deshawn.\n- Lucia reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Aisha reports to Ravi.\n- Pinnacle Software was founded in 2011.\n- Felix reports to Lucia.\n- Lattice Analytics is headquartered in Ghent.\n- Deshawn works for Pinnacle Software.\n- Ravi works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Lattice Analytics was founded in 1996.\n- Mara works for Pinnacle Software.\n- Wren reports to Stefan.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Halifax", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30007", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Callum reports to Zoya.\n- Meridian Bank is headquartered in Cork.\n- Mara reports to Dmitri.\n- Mara works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Ingrid.\n- Bruno reports to Chiara.\n- Zoya reports to Tobias.\n- Mei reports to Mara.\n- Sofia reports to Bruno.\n- Zoya works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Cobalt Health was founded in 2006.\n- Ingrid reports to Sofia.\n- Tobias reports to Mei.\n- Beacon Insurance was founded in 1999.\n- Cobalt Health is headquartered in Leeds.\n- Dmitri works for Beacon Insurance.\n- Mei works for Fernhill Foods.\n- Ingrid works for Cobalt Health.\n- Meridian Bank was founded in 2008.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 1999.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor works for Fernhill Foods.\n- Felix works for Cedar Retail Group.\n- Deshawn reports to Wren.\n- Amara reports to Viktor.\n- Zoya reports to Tessa.\n- Lucia reports to Deshawn.\n- Fernhill Foods was founded in 1989.\n- Stefan reports to Lucia.\n- Viktor reports to Felix.\n- Leila works for Atlas Freight.\n- Ravi works for Cedar Retail Group.\n- Wren works for Fernhill Foods.\n- Cedar Retail Group was founded in 2006.\n- Atlas Freight was founded in 2001.\n- Wren reports to Aisha.\n- Tessa works for Atlas Freight.\n- Amara works for Pinnacle Software.\n- Ravi reports to Stefan.\n- Fernhill Foods is headquartered in Austin.\n- Felix reports to Leila.\n- Stefan works for Fernhill Foods.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Leila reports to Ravi.\n- Deshawn works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Pinnacle Software was founded in 1980.\n- Aisha reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1981.\n- Mei works for Crescent Telecom.\n- Deshawn works for Helios Logistics.\n- Bruno reports to Felix.\n- Wren reports to Ravi.\n- Crescent Telecom is headquartered in Turku.\n- Zoya works for Helios Logistics.\n- Felix reports to Zoya.\n- Bluepine Aviation was founded in 1994.\n- Sofia reports to Mei.\n- Zoya reports to Deshawn.\n- Bluepine Aviation is headquartered in Turku.\n- Leila reports to Mara.\n- Fernhill Foods was founded in 1982.\n- Helios Logistics is headquartered in Turku.\n- Mei reports to Leila.\n- Bruno works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Mara reports to Wren.\n- Mara works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Leila works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Fernhill Foods is headquartered in Turku.\n- Ravi reports to Bruno.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30012", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Fernhill Foods was founded in 1999.\n- Chiara works for Pinnacle Software.\n- Beacon Insurance is headquartered in Valencia.\n- Pinnacle Software is headquartered in Oslo.\n- Mara works for Beacon Insurance.\n- Tessa reports to Yuki.\n- Yuki reports to Mara.\n- Mateo works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Meridian Bank was founded in 2000.\n- Priya reports to Chiara.\n- Fernhill Foods is headquartered in Tampere.\n- Jonas works for Fernhill Foods.\n- Yuki works for Beacon Insurance.\n- Pinnacle Software was founded in 1997.\n- Chiara reports to Jonas.\n- Beacon Insurance was founded in 1997.\n- Jonas reports to Kenji.\n- Priya works for Pinnacle Software.\n- Kenji reports to Tessa.\n- Mateo reports to Priya.\n- Meridian Bank is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30014", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8980: employee Hana R., hired 28 June 2022, separated 11 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8980?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8980 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30015", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-8 (VERSION 5, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5662: employee Chiara B., hired 19 May 2023, separated 16 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5662?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30016", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30017", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9041: employee Anders S., hired 10 June 2021, separated 24 July 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9041?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1995.\n- Emeka works for Pinnacle Software.\n- Ingrid reports to Amara.\n- Chiara reports to Priya.\n- Nadia works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.\n- Chiara works for Pinnacle Software.\n- Cedar Retail Group was founded in 1984.\n- Wren works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Mei reports to Chiara.\n- Pinnacle Software was founded in 1999.\n- Hana works for Pinnacle Software.\n- Omar reports to Nadia.\n- Callum reports to Wren.\n- Wren reports to Mei.\n- Pinnacle Software is headquartered in Turku.\n- Priya reports to Ingrid.\n- Bluepine Aviation is headquartered in Halifax.\n- Hana reports to Emeka.\n- Amara works for Pinnacle Software.\n- Helios Logistics was founded in 1978.\n- Amara reports to Mara.\n- Omar works for Pinnacle Software.\n- Emeka reports to Callum.\n- Mara reports to Omar.\n- Mara works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Mei works for Bluepine Aviation.\n- Callum works for Helios Logistics.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30020", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30021", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4892: employee Dmitri S., hired 01 March 2022, separated 27 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4892?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Ravi reports to Yuki.\n- Beacon Insurance is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Halifax.\n- Chiara works for Crescent Telecom.\n- Beacon Insurance was founded in 1988.\n- Hana works for Crescent Telecom.\n- Crescent Telecom was founded in 1999.\n- Amara reports to Sofia.\n- Tessa reports to Chiara.\n- Chiara reports to Mateo.\n- Mateo reports to Ravi.\n- Cobalt Health was founded in 2004.\n- Deshawn works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Deshawn reports to Hana.\n- Hana reports to Leila.\n- Ravi works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Cedar Retail Group was founded in 2015.\n- Yuki works for Beacon Insurance.\n- Tessa works for Crescent Telecom.\n- Leila reports to Amara.\n- Yuki reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1991.\n- Ironwood Manufacturing is headquartered in Brno.\n- Zoya works for Summit Energy.\n- Chiara reports to Dmitri.\n- Fernhill Foods is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1985.\n- Emeka reports to Aisha.\n- Dmitri reports to Leila.\n- Jonas works for Crescent Telecom.\n- Aisha works for Ironwood Manufacturing.\n- Zoya reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Leila reports to Wren.\n- Anders works for Crescent Telecom.\n- Summit Energy is headquartered in Adelaide.\n- Hana reports to Emeka.\n- Anders reports to Zoya.\n- Leila works for Crescent Telecom.\n- Wren works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Wren reports to Jonas.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy was founded in 1989.\n- Jonas reports to Hana.\n- Dmitri works for Summit Energy.\n- Crescent Telecom was founded in 1977.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30024", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30025", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30026", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 99480 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30027", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5278: employee Anders B., hired 30 October 2020, separated 14 November 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5278?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1982.\n- Ravi reports to Mara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Porto.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mara reports to Lucia.\n- Tessa works for Bluepine Aviation.\n- Pablo reports to Ravi.\n- Mateo reports to Sanne.\n- Ironwood Manufacturing was founded in 2006.\n- Mara works for Lattice Analytics.\n- Viktor works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Dunedin.\n- Elena works for Ironwood Manufacturing.\n- Ravi works for Crescent Telecom.\n- Tessa reports to Yuki.\n- Bruno reports to Leila.\n- Sanne reports to Pablo.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom was founded in 1989.\n- Bruno works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Lattice Analytics was founded in 1975.\n- Leila works for Crescent Telecom.\n- Leila reports to Viktor.\n- Mateo works for Crescent Telecom.\n- Yuki works for Lattice Analytics.\n- Lucia reports to Bruno.\n- Pablo works for Bluepine Aviation.\n- Sanne works for Lattice Analytics.\n- Yuki reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Vantage Air is headquartered in Leeds.\n- Omar reports to Leila.\n- Viktor works for Cedar Retail Group.\n- Lattice Analytics was founded in 1984.\n- Sanne works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Sanne reports to Wren.\n- Mateo reports to Sanne.\n- Cedar Retail Group is headquartered in Leeds.\n- Lucia reports to Mateo.\n- Jonas reports to Tessa.\n- Leila reports to Viktor.\n- Leila works for Cedar Retail Group.\n- Viktor reports to Jonas.\n- Vantage Air was founded in 1995.\n- Lattice Analytics is headquartered in Leeds.\n- Northwind Systems is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Cedar Retail Group was founded in 2014.\n- Mateo works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Northwind Systems was founded in 2012.\n- Mei reports to Omar.\n- Wren reports to Mei.\n- Mei works for Cedar Retail Group.\n- Wren works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30030", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30031", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30032", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4308: employee Deshawn M., hired 22 May 2024, separated 25 August 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-4308?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30033", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1911: employee Felix S., hired 19 January 2024, separated 10 October 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-1911 under the controlling rules.", "criteria": {"0": "$875", "1": "$4,500", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30034", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30035", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30036", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Nadia works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Viktor works for Crescent Telecom.\n- Fernhill Foods is headquartered in Porto.\n- Northwind Systems is headquartered in Turku.\n- Crescent Telecom was founded in 1984.\n- Crescent Telecom is headquartered in Austin.\n- Omar reports to Felix.\n- Northwind Systems was founded in 1986.\n- Felix reports to Aisha.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Helios Logistics is headquartered in Turku.\n- Mateo works for Northwind Systems.\n- Viktor reports to Mara.\n- Stefan works for Helios Logistics.\n- Nadia reports to Kenji.\n- Mateo reports to Omar.\n- Kenji works for Helios Logistics.\n- Stefan reports to Viktor.\n- Aisha reports to Nadia.\n- Ingrid reports to Mateo.\n- Aisha works for Northwind Systems.\n- Omar works for Fernhill Foods.\n- Kenji reports to Stefan.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Porto", "2": "Turku", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30038", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5646: employee Zoya M., hired 03 January 2023, separated 18 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5646?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Wren.\n- Priya works for Atlas Freight.\n- Wren reports to Mei.\n- Ravi works for Bluepine Aviation.\n- Atlas Freight was founded in 1998.\n- Beacon Insurance is headquartered in Brno.\n- Amara works for Bluepine Aviation.\n- Atlas Freight is headquartered in Lyon.\n- Yuki works for Atlas Freight.\n- Yuki reports to Amara.\n- Mei reports to Viktor.\n- Wren works for Bluepine Aviation.\n- Viktor reports to Ravi.\n- Mei works for Beacon Insurance.\n- Bluepine Aviation was founded in 1991.\n- Viktor works for Bluepine Aviation.\n- Priya reports to Yuki.\n- Bluepine Aviation is headquartered in Brno.\n- Fernhill Foods was founded in 1994.\n- Ravi reports to Priya.\n- Beacon Insurance was founded in 2006.\n- Fernhill Foods is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30040", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2213: employee Wren K., hired 16 March 2023, separated 26 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2025-2213 under the controlling rules.", "criteria": {"0": "$22,208", "1": "$5,063", "2": "$3,125", "3": "$5,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Priya reports to Stefan.\n- Meridian Bank is headquartered in Cork.\n- Crescent Telecom is headquartered in Bergen.\n- Amara reports to Jonas.\n- Amara works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sofia reports to Mateo.\n- Jonas works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Stefan reports to Ravi.\n- Chiara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tampere.\n- Stefan works for Crescent Telecom.\n- Jonas reports to Viktor.\n- Priya works for Bluepine Aviation.\n- Chiara reports to Pablo.\n- Meridian Bank was founded in 1995.\n- Tessa reports to Priya.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Mateo reports to Tessa.\n- Bluepine Aviation was founded in 1978.\n- Viktor works for Meridian Bank.\n- Ingrid reports to Sofia.\n- Viktor reports to Chiara.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Ingrid.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30042", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30044", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "check_logs", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30045", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5202: employee Sanne T., hired 12 April 2020, separated 06 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5202?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30046", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 April 2023): For employees hired on or after 22 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2253: employee Zoya R., hired 25 February 2022, separated 09 July 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2253?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Tessa.\n- Tessa works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Pinnacle Software was founded in 1976.\n- Jonas works for Lattice Analytics.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1979.\n- Kenji works for Cobalt Health.\n- Pinnacle Software is headquartered in Tampere.\n- Lucia reports to Chiara.\n- Chiara works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Atlas Freight was founded in 2004.\n- Elena works for Pinnacle Software.\n- Elena reports to Mateo.\n- Jonas reports to Elena.\n- Mateo works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Lattice Analytics was founded in 2005.\n- Mateo reports to Lucia.\n- Atlas Freight is headquartered in Dunedin.\n- Chiara reports to Anders.\n- Anders reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Emeka reports to Lucia.\n- Sanne reports to Amara.\n- Yuki works for Vantage Air.\n- Zoya works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Pablo reports to Anders.\n- Elena works for Lattice Analytics.\n- Pablo works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Yuki reports to Pablo.\n- Emeka works for Northwind Systems.\n- Sanne works for Vantage Air.\n- Lucia reports to Viktor.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 1985.\n- Mateo reports to Emeka.\n- Tobias reports to Yuki.\n- Mateo works for Pinnacle Software.\n- Lucia works for Northwind Systems.\n- Elena reports to Tobias.\n- Zoya reports to Sanne.\n- Pinnacle Software was founded in 2013.\n- Viktor reports to Elena.\n- Anders works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Lattice Analytics is headquartered in Bergen.\n- Anders reports to Zoya.\n- Lattice Analytics was founded in 1985.\n- Northwind Systems was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30049", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7218: employee Mateo B., hired 12 December 2019, separated 27 November 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7218?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7218 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30050", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1249: employee Deshawn R., hired 03 January 2023, separated 17 February 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-1249 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,231", "2": "$9,231", "3": "$2,538"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30052", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2188: employee Chiara S., hired 30 July 2021, separated 11 October 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2188?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30053", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3699: employee Hana R., hired 18 June 2021, separated 05 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3699?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1997.\n- Meridian Bank is headquartered in Ghent.\n- Kenji works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Kenji reports to Callum.\n- Mateo works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1978.\n- Amara reports to Wren.\n- Wren works for Bluepine Aviation.\n- Leila reports to Amara.\n- Mateo reports to Hana.\n- Ironwood Manufacturing was founded in 1990.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Viktor reports to Lucia.\n- Helios Logistics is headquartered in Basel.\n- Hana reports to Viktor.\n- Leila works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Lucia reports to Leila.\n- Viktor works for Bluepine Aviation.\n- Wren reports to Kenji.\n- Amara works for Meridian Bank.\n- Zoya reports to Mateo.\n- Bluepine Aviation is headquartered in Ghent.\n- Callum works for Meridian Bank.\n- Bluepine Aviation was founded in 2002.\n- Lucia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Emeka reports to Priya.\n- Fernhill Foods is headquartered in Austin.\n- Atlas Freight is headquartered in Leeds.\n- Jonas works for Atlas Freight.\n- Priya reports to Omar.\n- Lattice Analytics was founded in 1977.\n- Omar works for Fernhill Foods.\n- Lattice Analytics is headquartered in Malmo.\n- Atlas Freight was founded in 2007.\n- Fernhill Foods was founded in 2002.\n- Leila works for Atlas Freight.\n- Chiara works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Kenji reports to Leila.\n- Tobias works for Fernhill Foods.\n- Kenji works for Summit Energy.\n- Chiara reports to Tobias.\n- Summit Energy was founded in 1976.\n- Priya works for Fernhill Foods.\n- Tessa reports to Chiara.\n- Omar reports to Kenji.\n- Deshawn reports to Emeka.\n- Jonas reports to Tessa.\n- Deshawn works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30056", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3571: employee Mara B., hired 12 May 2021, separated 14 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3571?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-30057", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30058", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5735: employee Emeka K., hired 20 June 2022, separated 09 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5735?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Mateo reports to Mara.\n- Kenji works for Summit Energy.\n- Chiara works for Cobalt Health.\n- Anders reports to Kenji.\n- Atlas Freight is headquartered in Tampere.\n- Leila reports to Mateo.\n- Mara works for Northwind Systems.\n- Felix reports to Leila.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Pablo reports to Felix.\n- Northwind Systems was founded in 1993.\n- Leila works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Mateo works for Atlas Freight.\n- Cobalt Health is headquartered in Tampere.\n- Chiara reports to Anders.\n- Cobalt Health was founded in 2005.\n- Northwind Systems is headquartered in Tampere.\n- Atlas Freight was founded in 2002.\n- Mara reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Leila.\n- Anders works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Chiara works for Fernhill Foods.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Callum.\n- Callum works for Cobalt Health.\n- Amara works for Fernhill Foods.\n- Mateo reports to Deshawn.\n- Cobalt Health was founded in 1990.\n- Anders reports to Stefan.\n- Cobalt Health is headquartered in Austin.\n- Callum reports to Chiara.\n- Crescent Telecom is headquartered in Halifax.\n- Summit Energy was founded in 1987.\n- Aisha works for Summit Energy.\n- Leila reports to Aisha.\n- Stefan works for Cobalt Health.\n- Fernhill Foods is headquartered in Halifax.\n- Mateo works for Fernhill Foods.\n- Aisha reports to Lucia.\n- Leila works for Cobalt Health.\n- Lucia works for Crescent Telecom.\n- Summit Energy is headquartered in Porto.\n- Lucia reports to Mateo.\n- Deshawn reports to Amara.\n- Fernhill Foods was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Dmitri works for Pinnacle Software.\n- Viktor reports to Bruno.\n- Elena reports to Wren.\n- Beacon Insurance was founded in 1983.\n- Tessa works for Cobalt Health.\n- Nadia reports to Tessa.\n- Pinnacle Software was founded in 2015.\n- Bruno reports to Elena.\n- Omar reports to Dmitri.\n- Ironwood Manufacturing was founded in 2013.\n- Dmitri reports to Callum.\n- Callum reports to Deshawn.\n- Beacon Insurance is headquartered in Cork.\n- Callum works for Cobalt Health.\n- Elena works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Omar works for Ironwood Manufacturing.\n- Tessa reports to Viktor.\n- Nadia works for Cobalt Health.\n- Viktor works for Pinnacle Software.\n- Cobalt Health was founded in 2005.\n- Cobalt Health is headquartered in Ghent.\n- Wren reports to Anders.\n- Tobias reports to Omar.\n- Bruno works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Wren works for Ironwood Manufacturing.\n- Tobias works for Cobalt Health.\n- Deshawn reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30062", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30063", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30064", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30065", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "exchange_item", "3": "track_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Northwind Systems.\n- Sofia reports to Kenji.\n- Anders works for Northwind Systems.\n- Anders reports to Dmitri.\n- Kenji reports to Bruno.\n- Lucia works for Cedar Retail Group.\n- Omar reports to Lucia.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1993.\n- Bluepine Aviation was founded in 1992.\n- Dmitri works for Northwind Systems.\n- Tobias works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 1979.\n- Dmitri reports to Omar.\n- Northwind Systems was founded in 1997.\n- Tobias reports to Sofia.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji works for Ironwood Manufacturing.\n- Bruno reports to Anders.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Stefan.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Lattice Analytics is headquartered in Turku.\n- Atlas Freight is headquartered in Adelaide.\n- Ravi works for Fernhill Foods.\n- Callum works for Atlas Freight.\n- Vantage Air is headquartered in Turku.\n- Fernhill Foods was founded in 1997.\n- Callum reports to Hana.\n- Viktor reports to Kenji.\n- Pablo reports to Ravi.\n- Aisha works for Vantage Air.\n- Pablo works for Fernhill Foods.\n- Atlas Freight was founded in 1975.\n- Lattice Analytics was founded in 1976.\n- Anders reports to Viktor.\n- Stefan reports to Tessa.\n- Wren works for Fernhill Foods.\n- Kenji reports to Wren.\n- Anders works for Fernhill Foods.\n- Hana reports to Pablo.\n- Stefan works for Atlas Freight.\n- Vantage Air was founded in 1997.\n- Viktor works for Atlas Freight.\n- Wren reports to Aisha.\n- Hana works for Atlas Freight.\n- Aisha reports to Callum.\n- Jonas works for Vantage Air.\n- Tessa works for Fernhill Foods.\n- Ravi reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Tobias reports to Elena.\n- Chiara works for Pinnacle Software.\n- Mateo reports to Amara.\n- Tobias works for Beacon Insurance.\n- Ingrid works for Meridian Bank.\n- Hana reports to Wren.\n- Wren reports to Sanne.\n- Hana works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Amara works for Helios Logistics.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Helios Logistics was founded in 1991.\n- Ingrid reports to Tobias.\n- Meridian Bank was founded in 1996.\n- Sanne reports to Pablo.\n- Deshawn reports to Nadia.\n- Elena reports to Hana.\n- Pablo reports to Chiara.\n- Wren works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.\n- Sanne works for Helios Logistics.\n- Nadia reports to Ingrid.\n- Pablo works for Meridian Bank.\n- Beacon Insurance was founded in 1993.\n- Elena works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Pinnacle Software was founded in 1994.\n- Mateo works for Beacon Insurance.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30069", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7637: employee Ingrid T., hired 11 November 2024, separated 25 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7637?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Cedar Retail Group is headquartered in Leeds.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 1993.\n- Omar reports to Deshawn.\n- Cedar Retail Group was founded in 2002.\n- Bluepine Aviation was founded in 1983.\n- Omar works for Crescent Telecom.\n- Crescent Telecom was founded in 2015.\n- Elena works for Crescent Telecom.\n- Lucia works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Viktor reports to Elena.\n- Mateo reports to Omar.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Tampere.\n- Elena reports to Wren.\n- Bluepine Aviation is headquartered in Tampere.\n- Deshawn reports to Anders.\n- Anders reports to Viktor.\n- Mateo works for Northwind Systems.\n- Wren reports to Lucia.\n- Wren works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30071", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30073", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-1635: employee Sofia B., hired 07 June 2024, separated 23 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-1635?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-1635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30074", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9756: employee Wren S., hired 23 April 2022, separated 31 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9756?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Amara works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2002.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2001.\n- Ingrid works for Meridian Bank.\n- Meridian Bank was founded in 1980.\n- Meridian Bank is headquartered in Valencia.\n- Amara reports to Dmitri.\n- Dmitri reports to Ingrid.\n- Wren reports to Hana.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Dunedin.\n- Hana reports to Priya.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia reports to Kenji.\n- Sofia works for Cobalt Health.\n- Kenji reports to Wren.\n- Ingrid reports to Sofia.\n- Priya works for Cobalt Health.\n- Cobalt Health was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Lyon.\n- Northwind Systems was founded in 1988.\n- Felix reports to Ravi.\n- Zoya works for Northwind Systems.\n- Pinnacle Software is headquartered in Halifax.\n- Ravi works for Bluepine Aviation.\n- Tobias reports to Felix.\n- Stefan reports to Tobias.\n- Tobias works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Northwind Systems is headquartered in Halifax.\n- Jonas reports to Zoya.\n- Fernhill Foods is headquartered in Lyon.\n- Mara reports to Stefan.\n- Fernhill Foods was founded in 1979.\n- Bluepine Aviation was founded in 1996.\n- Mara works for Pinnacle Software.\n- Ravi reports to Yuki.\n- Felix works for Bluepine Aviation.\n- Pinnacle Software was founded in 1991.\n- Yuki works for Pinnacle Software.\n- Yuki reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30077", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3488: employee Omar A., hired 28 February 2024, separated 09 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3488?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Emeka.\n- Wren works for Ironwood Manufacturing.\n- Elena works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Basel.\n- Emeka works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Adelaide.\n- Wren reports to Bruno.\n- Pablo works for Bluepine Aviation.\n- Emeka reports to Elena.\n- Mei reports to Pablo.\n- Bluepine Aviation was founded in 2012.\n- Mei works for Ironwood Manufacturing.\n- Bruno works for Bluepine Aviation.\n- Elena reports to Mei.\n- Omar works for Ironwood Manufacturing.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Pablo reports to Omar.\n- Ironwood Manufacturing was founded in 2013.\n- Beacon Insurance was founded in 2012.\n- Crescent Telecom was founded in 1996.\n- Bluepine Aviation is headquartered in Leeds.\n- Bruno reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30079", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30080", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 August 2025): For employees hired on or after 27 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5235: employee Yuki T., hired 17 December 2023, separated 11 August 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2025-5235 under the controlling rules.", "criteria": {"0": "$8,200", "1": "$8,100", "2": "$35,533", "3": "$7,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30081", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 13 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5602: employee Ingrid M., hired 20 June 2023, separated 27 April 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5602?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30082", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30083", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9017: employee Anders T., hired 25 October 2022, separated 15 March 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9017?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ravi.\n- Cedar Retail Group is headquartered in Brno.\n- Northwind Systems was founded in 1985.\n- Tessa works for Summit Energy.\n- Ravi works for Cobalt Health.\n- Sofia works for Cedar Retail Group.\n- Northwind Systems is headquartered in Brno.\n- Felix reports to Sofia.\n- Chiara works for Cobalt Health.\n- Sofia reports to Ingrid.\n- Elena reports to Anders.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Anders works for Northwind Systems.\n- Ravi reports to Tessa.\n- Ingrid works for Cedar Retail Group.\n- Cobalt Health was founded in 1977.\n- Cobalt Health is headquartered in Brno.\n- Anders reports to Chiara.\n- Summit Energy is headquartered in Cork.\n- Ingrid reports to Elena.\n- Elena works for Northwind Systems.\n- Cedar Retail Group was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Elena reports to Jonas.\n- Lucia works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Tobias reports to Chiara.\n- Jonas works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Vantage Air was founded in 1992.\n- Bluepine Aviation is headquartered in Austin.\n- Pinnacle Software was founded in 1998.\n- Pinnacle Software is headquartered in Austin.\n- Tobias works for Vantage Air.\n- Jonas reports to Amara.\n- Amara reports to Priya.\n- Lucia reports to Elena.\n- Mara reports to Lucia.\n- Chiara reports to Mei.\n- Vantage Air is headquartered in Basel.\n- Meridian Bank was founded in 1999.\n- Mei reports to Sofia.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Sofia reports to Mara.\n- Bluepine Aviation was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Zoya reports to Priya.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 1979.\n- Fernhill Foods was founded in 1985.\n- Ravi reports to Anders.\n- Pinnacle Software is headquartered in Turku.\n- Atlas Freight is headquartered in Nagoya.\n- Anders works for Atlas Freight.\n- Zoya works for Fernhill Foods.\n- Jonas reports to Chiara.\n- Anders reports to Sanne.\n- Fernhill Foods is headquartered in Adelaide.\n- Stefan reports to Jonas.\n- Priya works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Sanne works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Chiara reports to Mei.\n- Priya reports to Ravi.\n- Pinnacle Software was founded in 1982.\n- Kenji reports to Zoya.\n- Mei works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Mei reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Bruno reports to Wren.\n- Chiara works for Atlas Freight.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Bruno.\n- Beacon Insurance is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Bergen.\n- Emeka works for Lattice Analytics.\n- Yuki works for Beacon Insurance.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance was founded in 2000.\n- Bruno works for Lattice Analytics.\n- Yuki reports to Sanne.\n- Summit Energy is headquartered in Dunedin.\n- Chiara reports to Tobias.\n- Atlas Freight is headquartered in Porto.\n- Wren reports to Yuki.\n- Atlas Freight was founded in 1993.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Stefan works for Summit Energy.\n- Stefan reports to Chiara.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30088", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2011.\n- Felix reports to Tobias.\n- Tobias reports to Kenji.\n- Jonas reports to Leila.\n- Dmitri works for Vantage Air.\n- Kenji works for Cedar Retail Group.\n- Leila reports to Yuki.\n- Jonas works for Lattice Analytics.\n- Callum works for Northwind Systems.\n- Vantage Air was founded in 2012.\n- Vantage Air is headquartered in Tampere.\n- Yuki works for Cedar Retail Group.\n- Callum reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Elena reports to Felix.\n- Lattice Analytics was founded in 2006.\n- Northwind Systems is headquartered in Tampere.\n- Elena works for Vantage Air.\n- Pablo reports to Elena.\n- Pablo works for Lattice Analytics.\n- Cedar Retail Group was founded in 2006.\n- Tobias works for Lattice Analytics.\n- Leila works for Vantage Air.\n- Omar reports to Pablo.\n- Kenji reports to Dmitri.\n- Omar works for Lattice Analytics.\n- Felix works for Vantage Air.\n- Stefan reports to Jonas.\n- Cedar Retail Group is headquartered in Brno.\n- Lattice Analytics is headquartered in Tallinn.\n- Yuki reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30090", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6703: employee Bruno B., hired 26 February 2021, separated 13 May 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6703?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30091", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30092", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30093", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30094", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Can i exchange 85810 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "change_address", "3": "report_damage", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Chiara.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 2010.\n- Amara reports to Ingrid.\n- Aisha works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Sanne reports to Ravi.\n- Ravi works for Vantage Air.\n- Zoya reports to Amara.\n- Vantage Air is headquartered in Porto.\n- Amara works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Felix reports to Zoya.\n- Vantage Air was founded in 1979.\n- Tessa reports to Sanne.\n- Dmitri reports to Tessa.\n- Atlas Freight is headquartered in Porto.\n- Chiara reports to Sofia.\n- Sofia works for Atlas Freight.\n- Felix works for Vantage Air.\n- Sofia reports to Dmitri.\n- Mara reports to Felix.\n- Crescent Telecom was founded in 1989.\n- Mara works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Pinnacle Software was founded in 1992.\n- Ravi reports to Aisha.\n- Tessa works for Crescent Telecom.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30096", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1277: employee Zoya S., hired 26 January 2022, separated 31 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1277?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30097", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Resignation — initiates departure", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30098", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Wren.\n- Atlas Freight is headquartered in Basel.\n- Viktor reports to Nadia.\n- Priya reports to Tessa.\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 2012.\n- Beacon Insurance was founded in 1986.\n- Nadia works for Atlas Freight.\n- Wren works for Lattice Analytics.\n- Hana reports to Viktor.\n- Lattice Analytics is headquartered in Basel.\n- Wren reports to Emeka.\n- Tessa reports to Sofia.\n- Viktor works for Beacon Insurance.\n- Lattice Analytics was founded in 2003.\n- Hana works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Nadia reports to Stefan.\n- Stefan reports to Priya.\n- Zoya reports to Hana.\n- Zoya works for Lattice Analytics.\n- Cobalt Health was founded in 1994.\n- Emeka works for Beacon Insurance.\n- Tessa works for Cobalt Health.\n- Beacon Insurance is headquartered in Lyon.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30100", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2009.\n- Hana reports to Omar.\n- Sanne works for Meridian Bank.\n- Mei works for Summit Energy.\n- Yuki works for Bluepine Aviation.\n- Atlas Freight is headquartered in Dunedin.\n- Meridian Bank is headquartered in Brno.\n- Sanne reports to Mei.\n- Nadia reports to Hana.\n- Omar works for Meridian Bank.\n- Anders reports to Nadia.\n- Nadia works for Atlas Freight.\n- Summit Energy was founded in 2004.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Summit Energy is headquartered in Valencia.\n- Anders works for Meridian Bank.\n- Lucia reports to Yuki.\n- Meridian Bank was founded in 1991.\n- Pablo reports to Mateo.\n- Bluepine Aviation is headquartered in Brno.\n- Mateo reports to Sanne.\n- Omar reports to Lucia.\n- Pablo works for Meridian Bank.\n- Lucia works for Atlas Freight.\n- Mei reports to Anders.\n- Mateo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30102", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30103", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30104", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30105", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 41128, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30106", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-9562: employee Felix B., hired 11 October 2021, separated 24 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-9562?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-9562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-30107", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30108", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4443: employee Amara T., hired 07 April 2023, separated 01 October 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4443?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Jonas works for Fernhill Foods.\n- Tobias works for Atlas Freight.\n- Mei works for Vantage Air.\n- Cedar Retail Group was founded in 1994.\n- Pablo reports to Tobias.\n- Jonas reports to Yuki.\n- Yuki works for Atlas Freight.\n- Vantage Air was founded in 2002.\n- Atlas Freight was founded in 1978.\n- Mei reports to Amara.\n- Anders works for Cedar Retail Group.\n- Sanne reports to Mei.\n- Anders reports to Mara.\n- Pablo works for Cedar Retail Group.\n- Mara works for Fernhill Foods.\n- Atlas Freight is headquartered in Tallinn.\n- Sofia works for Atlas Freight.\n- Tobias reports to Felix.\n- Yuki reports to Sofia.\n- Sanne works for Fernhill Foods.\n- Hana reports to Sanne.\n- Hana works for Fernhill Foods.\n- Amara reports to Anders.\n- Cedar Retail Group is headquartered in Tampere.\n- Fernhill Foods is headquartered in Dunedin.\n- Mara reports to Pablo.\n- Vantage Air is headquartered in Basel.\n- Felix reports to Jonas.\n- Fernhill Foods was founded in 1999.\n- Amara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30110", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Beacon Insurance was founded in 1990.\n- Viktor works for Crescent Telecom.\n- Sanne reports to Nadia.\n- Northwind Systems is headquartered in Tampere.\n- Nadia reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Felix reports to Viktor.\n- Beacon Insurance is headquartered in Tampere.\n- Crescent Telecom was founded in 2013.\n- Vantage Air was founded in 1992.\n- Anders reports to Felix.\n- Anders works for Northwind Systems.\n- Felix works for Vantage Air.\n- Ravi reports to Mara.\n- Nadia works for Beacon Insurance.\n- Viktor reports to Ravi.\n- Ravi works for Vantage Air.\n- Mara reports to Sanne.\n- Mara works for Vantage Air.\n- Northwind Systems was founded in 2014.\n- Crescent Telecom is headquartered in Tampere.\n- Vantage Air is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1995", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30112", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30113", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 77389\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30114", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 7, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9343: employee Anders K., hired 28 February 2022, separated 10 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9343?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30116", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30117", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30118", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4878: employee Anders T., hired 25 October 2023, separated 11 February 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-4878 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$45,000", "2": "$10,385", "3": "$3,375"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30119", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Zoya reports to Felix.\n- Stefan reports to Zoya.\n- Omar works for Atlas Freight.\n- Amara works for Crescent Telecom.\n- Hana reports to Deshawn.\n- Omar reports to Pablo.\n- Ingrid works for Atlas Freight.\n- Deshawn works for Summit Energy.\n- Crescent Telecom is headquartered in Cork.\n- Bruno works for Summit Energy.\n- Felix reports to Amara.\n- Stefan works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Summit Energy was founded in 2007.\n- Amara reports to Ingrid.\n- Atlas Freight was founded in 2006.\n- Felix works for Cobalt Health.\n- Ingrid reports to Omar.\n- Atlas Freight is headquartered in Brno.\n- Pablo reports to Hana.\n- Cobalt Health was founded in 1992.\n- Hana works for Summit Energy.\n- Zoya works for Atlas Freight.\n- Cobalt Health is headquartered in Brno.\n- Deshawn reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Jonas works for Bluepine Aviation.\n- Ravi reports to Tobias.\n- Omar reports to Ravi.\n- Fernhill Foods was founded in 1983.\n- Zoya works for Helios Logistics.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics is headquartered in Nagoya.\n- Dmitri works for Bluepine Aviation.\n- Tobias reports to Sanne.\n- Zoya reports to Kenji.\n- Omar works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Kenji reports to Jonas.\n- Helios Logistics was founded in 1978.\n- Jonas reports to Omar.\n- Kenji works for Fernhill Foods.\n- Bluepine Aviation was founded in 1996.\n- Sanne reports to Dmitri.\n- Bluepine Aviation is headquartered in Malmo.\n- Northwind Systems was founded in 1978.\n- Sanne works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1986", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Mara.\n- Stefan reports to Yuki.\n- Zoya works for Bluepine Aviation.\n- Dmitri reports to Priya.\n- Crescent Telecom is headquartered in Valencia.\n- Bruno reports to Stefan.\n- Nadia reports to Sanne.\n- Bluepine Aviation was founded in 2006.\n- Priya works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Tobias reports to Lucia.\n- Ingrid works for Ironwood Manufacturing.\n- Mara reports to Zoya.\n- Nadia works for Lattice Analytics.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Crescent Telecom was founded in 1992.\n- Lucia reports to Bruno.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki reports to Nadia.\n- Dmitri works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.\n- Lattice Analytics was founded in 1979.\n- Mara works for Bluepine Aviation.\n- Yuki works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ingrid reports to Tobias.\n- Sanne works for Crescent Telecom.\n- Lucia works for Ironwood Manufacturing.\n- Zoya reports to Dmitri.\n- Lattice Analytics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30122", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30123", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 8458\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30124", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "claim_luggage", "4": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Viktor reports to Tobias.\n- Hana reports to Anders.\n- Vantage Air is headquartered in Cork.\n- Mateo works for Cedar Retail Group.\n- Mei works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2005.\n- Callum reports to Mei.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Viktor works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Cork.\n- Mei reports to Hana.\n- Hana works for Lattice Analytics.\n- Vantage Air was founded in 1995.\n- Ingrid reports to Viktor.\n- Anders works for Lattice Analytics.\n- Cedar Retail Group was founded in 1994.\n- Lattice Analytics was founded in 2002.\n- Ingrid works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Mateo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Mateo works for Pinnacle Software.\n- Zoya reports to Viktor.\n- Ingrid reports to Mateo.\n- Vantage Air is headquartered in Cork.\n- Mei reports to Deshawn.\n- Viktor reports to Kenji.\n- Fernhill Foods was founded in 1982.\n- Kenji reports to Ingrid.\n- Pinnacle Software was founded in 1979.\n- Omar works for Pinnacle Software.\n- Vantage Air was founded in 2006.\n- Northwind Systems is headquartered in Tallinn.\n- Deshawn works for Fernhill Foods.\n- Northwind Systems was founded in 1987.\n- Viktor works for Fernhill Foods.\n- Deshawn reports to Omar.\n- Ingrid works for Pinnacle Software.\n- Mateo reports to Mei.\n- Pinnacle Software is headquartered in Cork.\n- Fernhill Foods is headquartered in Cork.\n- Zoya works for Vantage Air.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30127", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Amara.\n- Aisha works for Bluepine Aviation.\n- Elena reports to Omar.\n- Helios Logistics was founded in 1999.\n- Yuki works for Helios Logistics.\n- Ravi reports to Sofia.\n- Amara works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bruno works for Helios Logistics.\n- Mei reports to Bruno.\n- Omar reports to Ravi.\n- Sofia reports to Kenji.\n- Emeka reports to Mei.\n- Callum works for Northwind Systems.\n- Emeka works for Meridian Bank.\n- Amara reports to Emeka.\n- Northwind Systems was founded in 1981.\n- Elena works for Northwind Systems.\n- Bruno reports to Aisha.\n- Meridian Bank is headquartered in Austin.\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 2013.\n- Aisha reports to Elena.\n- Callum reports to Yuki.\n- Northwind Systems is headquartered in Tallinn.\n- Bluepine Aviation was founded in 2014.\n- Kenji works for Bluepine Aviation.\n- Omar works for Meridian Bank.\n- Helios Logistics is headquartered in Cork.\n- Mei works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30129", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30130", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-9 (VERSION 6, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4746: employee Yuki B., hired 20 July 2023, separated 07 July 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4746?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30131", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30132", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Brno.\n- Sanne works for Bluepine Aviation.\n- Leila reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Kenji reports to Mateo.\n- Lattice Analytics was founded in 2008.\n- Bluepine Aviation was founded in 2006.\n- Aisha works for Bluepine Aviation.\n- Mara works for Beacon Insurance.\n- Sanne reports to Dmitri.\n- Tessa reports to Ravi.\n- Lattice Analytics is headquartered in Brno.\n- Aisha reports to Elena.\n- Meridian Bank was founded in 2012.\n- Elena reports to Lucia.\n- Mateo works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Meridian Bank is headquartered in Oslo.\n- Beacon Insurance was founded in 2007.\n- Ravi reports to Aisha.\n- Tessa works for Bluepine Aviation.\n- Ravi works for Beacon Insurance.\n- Leila works for Meridian Bank.\n- Mara reports to Sanne.\n- Lucia reports to Callum.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Leila.\n- Callum works for Beacon Insurance.\n- Callum reports to Mara.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30134", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9870: employee Jonas R., hired 21 September 2020, separated 08 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9870?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30135", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Meridian Bank was founded in 2011.\n- Omar reports to Chiara.\n- Lattice Analytics was founded in 1996.\n- Mei reports to Tobias.\n- Yuki works for Beacon Insurance.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya reports to Wren.\n- Meridian Bank is headquartered in Halifax.\n- Tobias reports to Stefan.\n- Stefan reports to Omar.\n- Yuki reports to Priya.\n- Chiara works for Crescent Telecom.\n- Mateo reports to Amara.\n- Beacon Insurance was founded in 2000.\n- Mara works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Amara reports to Yuki.\n- Ravi reports to Mara.\n- Mateo works for Meridian Bank.\n- Wren works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Chiara reports to Ravi.\n- Wren reports to Mei.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Beacon Insurance is headquartered in Adelaide.\n- Crescent Telecom was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Cobalt Health was founded in 2015.\n- Lucia reports to Emeka.\n- Tobias works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Pablo reports to Leila.\n- Lucia works for Northwind Systems.\n- Leila reports to Hana.\n- Mara reports to Felix.\n- Amara reports to Tobias.\n- Viktor works for Summit Energy.\n- Northwind Systems is headquartered in Malmo.\n- Hana works for Fernhill Foods.\n- Emeka reports to Viktor.\n- Leila works for Northwind Systems.\n- Mara works for Cobalt Health.\n- Fernhill Foods was founded in 2000.\n- Anders works for Summit Energy.\n- Northwind Systems was founded in 2013.\n- Cobalt Health is headquartered in Austin.\n- Amara works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1988.\n- Felix reports to Amara.\n- Emeka works for Fernhill Foods.\n- Anders reports to Chiara.\n- Tobias reports to Lucia.\n- Viktor reports to Anders.\n- Hana reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Chiara reports to Callum.\n- Sanne reports to Hana.\n- Ingrid reports to Nadia.\n- Tobias reports to Kenji.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation was founded in 2013.\n- Cedar Retail Group was founded in 1985.\n- Northwind Systems is headquartered in Valencia.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Chiara.\n- Kenji reports to Yuki.\n- Kenji works for Pinnacle Software.\n- Ingrid works for Bluepine Aviation.\n- Hana reports to Ingrid.\n- Chiara works for Bluepine Aviation.\n- Yuki reports to Sanne.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Nadia reports to Tessa.\n- Stefan reports to Elena.\n- Callum reports to Stefan.\n- Pinnacle Software was founded in 2005.\n- Nadia works for Pinnacle Software.\n- Elena works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Basel.\n- Hana works for Pinnacle Software.\n- Callum works for Northwind Systems.\n- Tessa works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30139", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30140", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8416: employee Ingrid M., hired 18 June 2022, separated 23 September 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2025-8416 under the controlling rules.", "criteria": {"0": "$4,312", "1": "$5,000", "2": "$21,667", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30141", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5714: employee Dmitri R., hired 26 June 2021, separated 08 September 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5714?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30142", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Stefan.\n- Mei works for Bluepine Aviation.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Vantage Air was founded in 2000.\n- Atlas Freight is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1983.\n- Hana works for Ironwood Manufacturing.\n- Wren reports to Elena.\n- Bruno reports to Felix.\n- Dmitri works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Ravi reports to Dmitri.\n- Chiara reports to Mara.\n- Yuki works for Atlas Freight.\n- Hana reports to Bruno.\n- Vantage Air is headquartered in Turku.\n- Stefan reports to Ravi.\n- Stefan works for Bluepine Aviation.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mei reports to Wren.\n- Felix works for Bluepine Aviation.\n- Elena reports to Chiara.\n- Wren works for Vantage Air.\n- Bluepine Aviation is headquartered in Brno.\n- Mara reports to Yuki.\n- Mara works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1992.\n- Dmitri reports to Hana.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30144", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Tessa.\n- Stefan works for Cobalt Health.\n- Elena reports to Mei.\n- Chiara works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Ingrid works for Ironwood Manufacturing.\n- Stefan reports to Felix.\n- Yuki works for Ironwood Manufacturing.\n- Chiara reports to Leila.\n- Tessa reports to Nadia.\n- Summit Energy is headquartered in Austin.\n- Mei works for Meridian Bank.\n- Mei reports to Yuki.\n- Yuki reports to Sofia.\n- Tessa works for Cobalt Health.\n- Callum reports to Stefan.\n- Cobalt Health was founded in 1990.\n- Leila works for Summit Energy.\n- Sofia works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia reports to Ingrid.\n- Meridian Bank was founded in 1979.\n- Sofia reports to Chiara.\n- Elena works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Meridian Bank is headquartered in Brno.\n- Callum works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2008.\n- Felix reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30146", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Mateo reports to Amara.\n- Summit Energy was founded in 1983.\n- Mara works for Lattice Analytics.\n- Lucia reports to Mara.\n- Leila reports to Mei.\n- Fernhill Foods was founded in 2002.\n- Fernhill Foods is headquartered in Adelaide.\n- Summit Energy is headquartered in Adelaide.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Mei reports to Deshawn.\n- Amara reports to Leila.\n- Felix reports to Lucia.\n- Atlas Freight was founded in 1998.\n- Amara works for Summit Energy.\n- Priya works for Lattice Analytics.\n- Leila works for Fernhill Foods.\n- Deshawn reports to Felix.\n- Mateo works for Summit Energy.\n- Lattice Analytics was founded in 1987.\n- Mei works for Atlas Freight.\n- Mara reports to Priya.\n- Sofia works for Fernhill Foods.\n- Lattice Analytics is headquartered in Adelaide.\n- Felix works for Lattice Analytics.\n- Priya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30148", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9011: employee Leila B., hired 02 April 2024, separated 08 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9011?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30149", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4706: employee Deshawn A., hired 23 September 2022, separated 26 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4706?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30150", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30151", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7349: employee Aisha B., hired 03 August 2024, separated 07 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-7349 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$9,231", "2": "$40,000", "3": "$8,308"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30152", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30153", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 24089 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Tessa works for Helios Logistics.\n- Omar works for Northwind Systems.\n- Omar reports to Tobias.\n- Emeka reports to Stefan.\n- Pinnacle Software was founded in 1975.\n- Zoya reports to Chiara.\n- Pinnacle Software is headquartered in Bergen.\n- Chiara reports to Tessa.\n- Zoya works for Cedar Retail Group.\n- Emeka works for Pinnacle Software.\n- Chiara works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Tessa reports to Omar.\n- Northwind Systems was founded in 1979.\n- Aisha reports to Zoya.\n- Stefan works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Cedar Retail Group was founded in 1986.\n- Helios Logistics was founded in 2002.\n- Northwind Systems is headquartered in Malmo.\n- Tobias reports to Emeka.\n- Tobias works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1975.\n- Pablo works for Cobalt Health.\n- Crescent Telecom was founded in 1998.\n- Jonas works for Vantage Air.\n- Mara reports to Sanne.\n- Pablo reports to Elena.\n- Jonas reports to Callum.\n- Cobalt Health is headquartered in Basel.\n- Elena works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Aisha works for Vantage Air.\n- Hana reports to Mara.\n- Vantage Air is headquartered in Austin.\n- Callum reports to Pablo.\n- Mara works for Vantage Air.\n- Elena reports to Aisha.\n- Vantage Air was founded in 1997.\n- Beacon Insurance is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.\n- Beacon Insurance was founded in 1987.\n- Sanne works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Aisha reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30156", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Emeka.\n- Vantage Air was founded in 1984.\n- Stefan works for Crescent Telecom.\n- Emeka reports to Jonas.\n- Summit Energy was founded in 2014.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 2007.\n- Cobalt Health was founded in 2015.\n- Tobias works for Vantage Air.\n- Callum reports to Stefan.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Turku.\n- Zoya works for Cobalt Health.\n- Lucia reports to Callum.\n- Stefan reports to Zoya.\n- Jonas works for Cobalt Health.\n- Lucia works for Crescent Telecom.\n- Deshawn works for Summit Energy.\n- Cobalt Health is headquartered in Turku.\n- Callum works for Cobalt Health.\n- Jonas reports to Lucia.\n- Zoya reports to Tobias.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30158", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30159", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Summit Energy.\n- Omar reports to Nadia.\n- Bluepine Aviation is headquartered in Brno.\n- Chiara works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Dmitri reports to Sanne.\n- Omar works for Bluepine Aviation.\n- Sanne reports to Yuki.\n- Amara works for Summit Energy.\n- Chiara reports to Omar.\n- Wren reports to Aisha.\n- Lattice Analytics was founded in 1982.\n- Leila reports to Chiara.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1977.\n- Ironwood Manufacturing was founded in 1981.\n- Aisha works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Dmitri works for Bluepine Aviation.\n- Amara reports to Dmitri.\n- Leila works for Lattice Analytics.\n- Summit Energy was founded in 1998.\n- Aisha reports to Leila.\n- Lattice Analytics is headquartered in Brno.\n- Wren works for Lattice Analytics.\n- Nadia reports to Amara.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30161", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2086: employee Yuki M., hired 24 August 2021, separated 10 February 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2086?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Turku.\n- Elena works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Tampere.\n- Dmitri reports to Anders.\n- Northwind Systems was founded in 1977.\n- Viktor works for Cedar Retail Group.\n- Anders works for Summit Energy.\n- Cedar Retail Group was founded in 2012.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Elena reports to Dmitri.\n- Mateo reports to Zoya.\n- Tessa works for Crescent Telecom.\n- Pablo works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Crescent Telecom is headquartered in Turku.\n- Viktor reports to Pablo.\n- Tessa reports to Elena.\n- Crescent Telecom was founded in 1977.\n- Dmitri works for Cedar Retail Group.\n- Pablo reports to Tessa.\n- Anders reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30163", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30164", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30165", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2060: employee Chiara A., hired 28 October 2022, separated 02 February 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-2060 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$3,450", "2": "$17,333", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30166", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 January 2023): For employees hired on or after 26 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6810: employee Aisha K., hired 01 May 2019, separated 27 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6810?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30167", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6846: employee Leila S., hired 11 December 2020, separated 29 June 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6846?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30168", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30169", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage", "4": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30170", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7088: employee Dmitri S., hired 27 August 2020, separated 19 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2026-7088 under the controlling rules.", "criteria": {"0": "$16,615", "1": "$17,615", "2": "$72,000", "3": "$16,745"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7088 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30171", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2006.\n- Anders works for Vantage Air.\n- Ravi works for Pinnacle Software.\n- Northwind Systems is headquartered in Adelaide.\n- Hana reports to Zoya.\n- Zoya reports to Sanne.\n- Viktor reports to Pablo.\n- Anders reports to Chiara.\n- Pinnacle Software was founded in 2008.\n- Viktor works for Northwind Systems.\n- Pablo reports to Anders.\n- Pinnacle Software is headquartered in Adelaide.\n- Hana works for Vantage Air.\n- Northwind Systems was founded in 1986.\n- Chiara works for Cobalt Health.\n- Chiara reports to Hana.\n- Cobalt Health is headquartered in Cork.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Ravi.\n- Zoya works for Pinnacle Software.\n- Vantage Air is headquartered in Adelaide.\n- Pablo works for Pinnacle Software.\n- Cobalt Health was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30172", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9831: employee Omar S., hired 18 July 2024, separated 05 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9831?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30173", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30174", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30175", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30176", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription", "4": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Pablo reports to Amara.\n- Lattice Analytics was founded in 2007.\n- Ravi works for Pinnacle Software.\n- Sofia reports to Ravi.\n- Pablo works for Bluepine Aviation.\n- Anders works for Atlas Freight.\n- Pinnacle Software is headquartered in Tampere.\n- Wren works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Chiara works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Leeds.\n- Amara reports to Chiara.\n- Lattice Analytics is headquartered in Halifax.\n- Priya reports to Anders.\n- Chiara reports to Mateo.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Amara works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation was founded in 1999.\n- Mateo reports to Jonas.\n- Atlas Freight is headquartered in Halifax.\n- Anders reports to Pablo.\n- Jonas reports to Sofia.\n- Pinnacle Software was founded in 1975.\n- Ravi reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30178", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30179", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1944: employee Mei S., hired 29 January 2024, separated 07 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1944?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30180", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30181", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8683: employee Elena B., hired 07 October 2024, separated 25 October 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-8683 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$9,885", "2": "$7,788", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30182", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30183", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4801: employee Nadia T., hired 26 July 2022, separated 05 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2026-4801 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,600", "2": "$17,333", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30184", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9699: employee Wren A., hired 14 March 2023, separated 31 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9699?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Fernhill Foods.\n- Leila reports to Ravi.\n- Stefan works for Fernhill Foods.\n- Crescent Telecom is headquartered in Lyon.\n- Northwind Systems was founded in 1991.\n- Omar reports to Dmitri.\n- Nadia reports to Omar.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 2004.\n- Ravi reports to Stefan.\n- Nadia works for Northwind Systems.\n- Emeka reports to Lucia.\n- Beacon Insurance is headquartered in Lyon.\n- Leila works for Northwind Systems.\n- Lucia reports to Leila.\n- Dmitri reports to Emeka.\n- Northwind Systems is headquartered in Porto.\n- Omar works for Beacon Insurance.\n- Crescent Telecom was founded in 1997.\n- Emeka works for Beacon Insurance.\n- Lucia works for Northwind Systems.\n- Dmitri works for Crescent Telecom.\n- Beacon Insurance was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30186", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 March 2025): For employees hired on or after 06 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2824: employee Aisha M., hired 16 October 2023, separated 25 September 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2824?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30187", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30188", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Mateo reports to Sofia.\n- Anders reports to Mateo.\n- Anders works for Summit Energy.\n- Wren works for Summit Energy.\n- Cobalt Health is headquartered in Cork.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1992.\n- Sofia reports to Nadia.\n- Priya works for Cobalt Health.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Wren reports to Kenji.\n- Viktor works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1979.\n- Aisha works for Pinnacle Software.\n- Deshawn works for Summit Energy.\n- Viktor reports to Deshawn.\n- Deshawn reports to Anders.\n- Aisha reports to Pablo.\n- Cobalt Health was founded in 1990.\n- Summit Energy was founded in 1999.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Cork.\n- Stefan reports to Viktor.\n- Kenji reports to Aisha.\n- Priya reports to Stefan.\n- Pinnacle Software is headquartered in Cork.\n- Sofia works for Cobalt Health.\n- Nadia reports to Wren.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1999", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Tessa reports to Stefan.\n- Cobalt Health was founded in 2009.\n- Summit Energy was founded in 1976.\n- Hana reports to Priya.\n- Amara works for Summit Energy.\n- Bluepine Aviation is headquartered in Malmo.\n- Tobias reports to Omar.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Tobias works for Summit Energy.\n- Priya reports to Tobias.\n- Summit Energy is headquartered in Basel.\n- Beacon Insurance was founded in 1983.\n- Priya works for Cobalt Health.\n- Amara reports to Tessa.\n- Omar works for Cobalt Health.\n- Bluepine Aviation was founded in 2001.\n- Cobalt Health is headquartered in Malmo.\n- Stefan works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Stefan reports to Sofia.\n- Sofia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.\n- Aisha works for Summit Energy.\n- Lucia reports to Sofia.\n- Lucia works for Bluepine Aviation.\n- Anders reports to Sanne.\n- Emeka works for Crescent Telecom.\n- Summit Energy was founded in 1997.\n- Aisha reports to Anders.\n- Ingrid works for Bluepine Aviation.\n- Emeka reports to Stefan.\n- Priya works for Bluepine Aviation.\n- Meridian Bank was founded in 1993.\n- Bluepine Aviation was founded in 2000.\n- Priya reports to Aisha.\n- Sanne reports to Ingrid.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Sofia reports to Priya.\n- Stefan reports to Lucia.\n- Summit Energy is headquartered in Adelaide.\n- Meridian Bank is headquartered in Halifax.\n- Ingrid reports to Dmitri.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30192", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 December 2023): For employees hired on or after 12 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3931: employee Nadia A., hired 15 August 2023, separated 23 May 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-3931 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$45,000", "2": "$10,385", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30193", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9003: employee Zoya R., hired 23 February 2022, separated 03 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9003?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30194", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 February 2024): For employees hired on or after 23 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9462: employee Ravi A., hired 03 November 2023, separated 28 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-9462 under the controlling rules.", "criteria": {"0": "$9,346", "1": "$11,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30195", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30196", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2655: employee Dmitri A., hired 25 March 2020, separated 20 September 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2655?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30197", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1102: employee Yuki R., hired 28 August 2021, separated 07 July 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1102?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30198", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30199", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30200", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30201", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30202", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30203", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8357: employee Zoya T., hired 28 May 2024, separated 21 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8357?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30204", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "change_seat", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Cork.\n- Beacon Insurance was founded in 1979.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 1979.\n- Fernhill Foods was founded in 2004.\n- Stefan works for Fernhill Foods.\n- Ravi works for Helios Logistics.\n- Dmitri works for Beacon Insurance.\n- Cobalt Health was founded in 2006.\n- Chiara reports to Hana.\n- Stefan reports to Chiara.\n- Nadia works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Nadia reports to Sofia.\n- Beacon Insurance is headquartered in Turku.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi reports to Stefan.\n- Hana reports to Dmitri.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Amara.\n- Chiara works for Helios Logistics.\n- Amara reports to Ravi.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2002", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30206", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 July 2025): For employees hired on or after 22 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4275: employee Zoya A., hired 14 May 2024, separated 26 February 2027 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4275?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30207", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30208", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30209", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1774: employee Callum K., hired 24 February 2020, separated 11 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-1774 under the controlling rules.", "criteria": {"0": "$10,650", "1": "$10,575", "2": "$11,150", "3": "$46,150"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30210", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 September 2022): For employees hired on or after 14 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3076: employee Lucia T., hired 07 December 2020, separated 22 July 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3076?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Porto.\n- Bruno reports to Felix.\n- Dmitri reports to Chiara.\n- Mateo works for Beacon Insurance.\n- Vantage Air is headquartered in Valencia.\n- Callum reports to Mei.\n- Dmitri works for Vantage Air.\n- Beacon Insurance is headquartered in Cork.\n- Felix works for Vantage Air.\n- Mei works for Lattice Analytics.\n- Ingrid works for Vantage Air.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Mei reports to Bruno.\n- Vantage Air was founded in 1989.\n- Lattice Analytics was founded in 1999.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Chiara reports to Mateo.\n- Felix reports to Ingrid.\n- Chiara works for Lattice Analytics.\n- Mateo reports to Callum.\n- Beacon Insurance was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2006.\n- Sanne reports to Viktor.\n- Ingrid reports to Sofia.\n- Viktor works for Atlas Freight.\n- Emeka reports to Bruno.\n- Leila reports to Mei.\n- Helios Logistics is headquartered in Cork.\n- Northwind Systems is headquartered in Adelaide.\n- Pablo works for Helios Logistics.\n- Atlas Freight is headquartered in Cork.\n- Viktor reports to Ingrid.\n- Sofia works for Helios Logistics.\n- Bruno reports to Chiara.\n- Bruno works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Northwind Systems was founded in 2012.\n- Helios Logistics was founded in 1982.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Ingrid works for Northwind Systems.\n- Chiara works for Atlas Freight.\n- Sofia reports to Leila.\n- Sanne works for Helios Logistics.\n- Atlas Freight was founded in 2002.\n- Pablo reports to Sanne.\n- Emeka works for Atlas Freight.\n- Chiara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Yuki.\n- Elena reports to Mei.\n- Sanne works for Fernhill Foods.\n- Mei reports to Mara.\n- Yuki reports to Elena.\n- Pinnacle Software was founded in 1999.\n- Mara reports to Sanne.\n- Bruno works for Bluepine Aviation.\n- Nadia reports to Deshawn.\n- Nadia works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods was founded in 1980.\n- Atlas Freight is headquartered in Austin.\n- Sanne reports to Bruno.\n- Deshawn works for Atlas Freight.\n- Elena works for Fernhill Foods.\n- Mara works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Atlas Freight was founded in 1991.\n- Bluepine Aviation is headquartered in Lyon.\n- Pinnacle Software is headquartered in Halifax.\n- Fernhill Foods is headquartered in Austin.\n- Bluepine Aviation was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30215", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-8 (VERSION 4, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5642: employee Mei T., hired 09 February 2022, separated 08 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5642?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Summit Energy is headquartered in Ghent.\n- Mei reports to Wren.\n- Crescent Telecom was founded in 2012.\n- Wren reports to Mara.\n- Mei works for Fernhill Foods.\n- Bruno reports to Chiara.\n- Crescent Telecom is headquartered in Basel.\n- Bruno works for Fernhill Foods.\n- Priya reports to Elena.\n- Wren works for Summit Energy.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Viktor reports to Bruno.\n- Priya works for Fernhill Foods.\n- Summit Energy was founded in 1988.\n- Yuki reports to Mei.\n- Mara reports to Priya.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Yuki works for Fernhill Foods.\n- Mara works for Summit Energy.\n- Viktor works for Summit Energy.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas reports to Yuki.\n- Fernhill Foods was founded in 2011.\n- Elena reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30217", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30218", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 August 2025): For employees hired on or after 25 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6258: employee Nadia B., hired 17 December 2024, separated 03 May 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-6258?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30219", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3240: employee Omar R., hired 23 February 2022, separated 04 November 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2025-3240 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$8,000", "2": "$5,400", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Hana reports to Felix.\n- Crescent Telecom was founded in 1998.\n- Omar reports to Hana.\n- Priya reports to Omar.\n- Fernhill Foods is headquartered in Lyon.\n- Stefan works for Fernhill Foods.\n- Atlas Freight is headquartered in Dunedin.\n- Fernhill Foods was founded in 1999.\n- Stefan reports to Mateo.\n- Felix works for Atlas Freight.\n- Crescent Telecom is headquartered in Lyon.\n- Felix reports to Stefan.\n- Atlas Freight was founded in 2006.\n- Summit Energy was founded in 2009.\n- Omar works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Hana works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Jonas reports to Priya.\n- Anders reports to Jonas.\n- Summit Energy is headquartered in Dunedin.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2012", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Bluepine Aviation.\n- Kenji reports to Stefan.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Felix works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Nagoya.\n- Zoya works for Atlas Freight.\n- Stefan works for Pinnacle Software.\n- Bluepine Aviation was founded in 1989.\n- Beacon Insurance was founded in 1979.\n- Pinnacle Software is headquartered in Adelaide.\n- Atlas Freight is headquartered in Nagoya.\n- Felix reports to Zoya.\n- Lucia works for Atlas Freight.\n- Lucia reports to Kenji.\n- Zoya reports to Nadia.\n- Atlas Freight was founded in 1980.\n- Nadia works for Bluepine Aviation.\n- Bruno reports to Felix.\n- Nadia reports to Viktor.\n- Stefan reports to Bruno.\n- Pinnacle Software was founded in 2000.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30222", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30223", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6818: employee Elena A., hired 12 April 2022, separated 24 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6818?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30224", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4922: employee Sofia T., hired 20 June 2022, separated 12 January 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4922?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30225", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 92993 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30226", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Leila.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Northwind Systems is headquartered in Lyon.\n- Anders reports to Elena.\n- Atlas Freight was founded in 2014.\n- Leila works for Northwind Systems.\n- Stefan reports to Omar.\n- Zoya works for Ironwood Manufacturing.\n- Elena reports to Yuki.\n- Ironwood Manufacturing was founded in 1983.\n- Amara works for Fernhill Foods.\n- Emeka works for Northwind Systems.\n- Leila reports to Stefan.\n- Elena works for Atlas Freight.\n- Yuki reports to Emeka.\n- Atlas Freight is headquartered in Lyon.\n- Omar works for Fernhill Foods.\n- Omar reports to Amara.\n- Northwind Systems was founded in 2011.\n- Hana works for Atlas Freight.\n- Stefan works for Ironwood Manufacturing.\n- Yuki works for Fernhill Foods.\n- Amara reports to Zoya.\n- Fernhill Foods is headquartered in Lyon.\n- Zoya reports to Anders.\n- Fernhill Foods was founded in 1977.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Dunedin", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30227", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30228", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3535: employee Anders B., hired 26 April 2021, separated 15 July 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2026-3535 under the controlling rules.", "criteria": {"0": "$11,000", "1": "$56,333", "2": "$13,000", "3": "$15,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30229", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7009: employee Sanne K., hired 29 September 2023, separated 08 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7009?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30230", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 7, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9307: employee Bruno T., hired 17 February 2022, separated 02 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9307?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30231", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1742: employee Ingrid M., hired 09 January 2022, separated 26 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1742?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30232", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5229: employee Sanne A., hired 25 May 2023, separated 05 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5229?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30233", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5266: employee Pablo A., hired 16 March 2022, separated 16 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5266?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30234", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2444: employee Anders K., hired 14 September 2022, separated 29 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2444?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30235", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 May 2024): For employees hired on or after 22 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2846: employee Kenji K., hired 18 January 2023, separated 18 September 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2846?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30236", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Omar reports to Zoya.\n- Emeka works for Crescent Telecom.\n- Mei works for Fernhill Foods.\n- Mateo reports to Emeka.\n- Mei reports to Omar.\n- Pablo reports to Mei.\n- Meridian Bank was founded in 2009.\n- Lattice Analytics was founded in 2002.\n- Tessa reports to Sofia.\n- Meridian Bank is headquartered in Dunedin.\n- Fernhill Foods was founded in 2002.\n- Tessa works for Fernhill Foods.\n- Zoya works for Meridian Bank.\n- Stefan works for Lattice Analytics.\n- Sofia reports to Stefan.\n- Pablo works for Meridian Bank.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 2003.\n- Omar works for Crescent Telecom.\n- Emeka reports to Pablo.\n- Lattice Analytics is headquartered in Tampere.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan reports to Mara.\n- Mara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30238", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Crescent Telecom.\n- Bruno reports to Mateo.\n- Aisha works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Elena reports to Pablo.\n- Fernhill Foods was founded in 1977.\n- Pablo works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Crescent Telecom was founded in 2003.\n- Beacon Insurance was founded in 1976.\n- Yuki works for Meridian Bank.\n- Omar reports to Yuki.\n- Mateo reports to Aisha.\n- Meridian Bank was founded in 2010.\n- Aisha reports to Wren.\n- Crescent Telecom is headquartered in Tampere.\n- Beacon Insurance is headquartered in Malmo.\n- Deshawn works for Fernhill Foods.\n- Elena works for Beacon Insurance.\n- Hana reports to Callum.\n- Deshawn reports to Bruno.\n- Fernhill Foods is headquartered in Tampere.\n- Yuki reports to Elena.\n- Wren works for Fernhill Foods.\n- Wren reports to Nadia.\n- Mateo works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Callum works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Nadia reports to Hana.\n- Callum reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30240", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 20590 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Leila works for Ironwood Manufacturing.\n- Felix reports to Omar.\n- Omar reports to Stefan.\n- Leila reports to Wren.\n- Cobalt Health is headquartered in Oslo.\n- Stefan works for Cobalt Health.\n- Nadia works for Bluepine Aviation.\n- Omar works for Fernhill Foods.\n- Tobias reports to Pablo.\n- Sanne works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Wren works for Fernhill Foods.\n- Stefan reports to Leila.\n- Tobias works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Oslo.\n- Wren reports to Nadia.\n- Emeka reports to Ravi.\n- Bluepine Aviation is headquartered in Cork.\n- Fernhill Foods was founded in 2004.\n- Ravi reports to Tobias.\n- Ironwood Manufacturing was founded in 1986.\n- Nadia reports to Amara.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sanne reports to Felix.\n- Amara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30242", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1996.\n- Leila works for Meridian Bank.\n- Aisha works for Atlas Freight.\n- Bluepine Aviation was founded in 1991.\n- Nadia reports to Aisha.\n- Emeka works for Cobalt Health.\n- Leila reports to Callum.\n- Pablo works for Bluepine Aviation.\n- Callum reports to Bruno.\n- Meridian Bank was founded in 1998.\n- Mara works for Cobalt Health.\n- Mara reports to Pablo.\n- Cobalt Health is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Leeds.\n- Nadia works for Cobalt Health.\n- Bruno works for Meridian Bank.\n- Pablo reports to Nadia.\n- Atlas Freight is headquartered in Leeds.\n- Meridian Bank is headquartered in Tallinn.\n- Cobalt Health was founded in 2001.\n- Callum works for Atlas Freight.\n- Aisha reports to Emeka.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Pinnacle Software is headquartered in Basel.\n- Priya works for Bluepine Aviation.\n- Dmitri reports to Leila.\n- Tobias reports to Tessa.\n- Tessa reports to Amara.\n- Hana works for Northwind Systems.\n- Tobias works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Tessa works for Bluepine Aviation.\n- Yuki works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno reports to Dmitri.\n- Pinnacle Software was founded in 1988.\n- Bruno works for Pinnacle Software.\n- Northwind Systems was founded in 2001.\n- Sofia works for Vantage Air.\n- Hana reports to Tobias.\n- Amara reports to Bruno.\n- Amara works for Northwind Systems.\n- Vantage Air is headquartered in Tampere.\n- Mara works for Bluepine Aviation.\n- Sanne works for Vantage Air.\n- Bluepine Aviation was founded in 1978.\n- Priya reports to Mara.\n- Dmitri works for Bluepine Aviation.\n- Sofia reports to Hana.\n- Leila works for Bluepine Aviation.\n- Leila reports to Priya.\n- Mara reports to Yuki.\n- Yuki reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1976", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30245", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30246", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1568: employee Sofia K., hired 21 July 2024, separated 13 April 2027 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1568?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Pablo reports to Sanne.\n- Tessa works for Helios Logistics.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Sanne reports to Amara.\n- Amara works for Summit Energy.\n- Leila reports to Viktor.\n- Amara reports to Leila.\n- Felix reports to Ingrid.\n- Summit Energy is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 1975.\n- Ingrid works for Crescent Telecom.\n- Helios Logistics is headquartered in Cork.\n- Viktor works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Summit Energy was founded in 2003.\n- Felix works for Crescent Telecom.\n- Viktor reports to Kenji.\n- Helios Logistics was founded in 1986.\n- Kenji reports to Bruno.\n- Ingrid reports to Pablo.\n- Kenji works for Summit Energy.\n- Bruno reports to Tessa.\n- Crescent Telecom was founded in 2001.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Pablo.\n- Lucia reports to Dmitri.\n- Tessa reports to Lucia.\n- Pablo reports to Deshawn.\n- Amara works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Omar reports to Tessa.\n- Omar works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Cobalt Health was founded in 1993.\n- Cobalt Health is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Crescent Telecom was founded in 2005.\n- Dmitri works for Cobalt Health.\n- Kenji reports to Omar.\n- Vantage Air was founded in 2004.\n- Northwind Systems is headquartered in Adelaide.\n- Dmitri reports to Amara.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30249", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 22 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4996: employee Lucia M., hired 09 April 2021, separated 21 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4996?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Ingrid.\n- Emeka reports to Callum.\n- Ingrid works for Northwind Systems.\n- Callum works for Fernhill Foods.\n- Northwind Systems was founded in 2011.\n- Stefan reports to Jonas.\n- Chiara reports to Zoya.\n- Aisha works for Meridian Bank.\n- Fernhill Foods is headquartered in Brno.\n- Jonas works for Fernhill Foods.\n- Tobias works for Northwind Systems.\n- Tobias reports to Emeka.\n- Leila works for Northwind Systems.\n- Ingrid reports to Chiara.\n- Zoya works for Lattice Analytics.\n- Fernhill Foods was founded in 2010.\n- Priya reports to Nadia.\n- Leila reports to Stefan.\n- Meridian Bank was founded in 2012.\n- Meridian Bank is headquartered in Tallinn.\n- Chiara works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Emeka works for Lattice Analytics.\n- Northwind Systems is headquartered in Bergen.\n- Jonas reports to Tobias.\n- Callum reports to Priya.\n- Lattice Analytics was founded in 2004.\n- Zoya reports to Aisha.\n- Nadia works for Northwind Systems.\n- Lattice Analytics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30251", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Hana reports to Viktor.\n- Viktor reports to Mei.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Sofia reports to Deshawn.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Hana works for Bluepine Aviation.\n- Helios Logistics was founded in 1998.\n- Sanne reports to Leila.\n- Leila reports to Tessa.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mei reports to Sofia.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Tessa reports to Stefan.\n- Pinnacle Software is headquartered in Nagoya.\n- Leila works for Pinnacle Software.\n- Amara reports to Sanne.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Stefan reports to Hana.\n- Tessa works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Lattice Analytics.\n- Chiara reports to Lucia.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics was founded in 2005.\n- Mara reports to Wren.\n- Tobias reports to Yuki.\n- Mara works for Pinnacle Software.\n- Lattice Analytics is headquartered in Basel.\n- Bluepine Aviation was founded in 1989.\n- Bluepine Aviation is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Basel.\n- Elena works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Pinnacle Software was founded in 2008.\n- Elena reports to Chiara.\n- Felix reports to Priya.\n- Beacon Insurance was founded in 2009.\n- Ingrid works for Beacon Insurance.\n- Ingrid reports to Mara.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Adelaide.\n- Wren works for Pinnacle Software.\n- Yuki works for Beacon Insurance.\n- Yuki reports to Elena.\n- Wren reports to Felix.\n- Felix works for Lattice Analytics.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Cobalt Health is headquartered in Valencia.\n- Mara reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Mateo works for Lattice Analytics.\n- Sanne reports to Mateo.\n- Fernhill Foods was founded in 2010.\n- Sanne works for Cobalt Health.\n- Helios Logistics is headquartered in Halifax.\n- Priya reports to Mara.\n- Leila works for Cobalt Health.\n- Ingrid reports to Priya.\n- Mateo reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics is headquartered in Halifax.\n- Cobalt Health was founded in 1993.\n- Priya works for Helios Logistics.\n- Lattice Analytics was founded in 2014.\n- Dmitri reports to Leila.\n- Fernhill Foods is headquartered in Dunedin.\n- Sofia reports to Sanne.\n- Helios Logistics was founded in 2012.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Tobias reports to Sanne.\n- Ravi reports to Pablo.\n- Leila works for Vantage Air.\n- Bluepine Aviation is headquartered in Oslo.\n- Aisha works for Vantage Air.\n- Pablo reports to Lucia.\n- Stefan reports to Elena.\n- Stefan works for Vantage Air.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank is headquartered in Turku.\n- Bluepine Aviation was founded in 2004.\n- Aisha reports to Leila.\n- Elena works for Helios Logistics.\n- Leila reports to Jonas.\n- Pablo works for Bluepine Aviation.\n- Helios Logistics was founded in 2005.\n- Vantage Air was founded in 2008.\n- Jonas reports to Tobias.\n- Elena reports to Ravi.\n- Vantage Air is headquartered in Austin.\n- Helios Logistics is headquartered in Oslo.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 1979.\n- Lucia works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Anders reports to Wren.\n- Crescent Telecom was founded in 1978.\n- Mei works for Bluepine Aviation.\n- Dmitri reports to Chiara.\n- Bluepine Aviation is headquartered in Basel.\n- Tobias works for Crescent Telecom.\n- Wren works for Bluepine Aviation.\n- Viktor works for Lattice Analytics.\n- Bruno reports to Dmitri.\n- Bruno works for Crescent Telecom.\n- Lattice Analytics was founded in 1975.\n- Kenji works for Lattice Analytics.\n- Kenji reports to Viktor.\n- Tobias reports to Priya.\n- Meridian Bank is headquartered in Turku.\n- Anders works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Mei.\n- Priya reports to Anders.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Wren reports to Kenji.\n- Priya works for Meridian Bank.\n- Mei reports to Ravi.\n- Ravi reports to Tobias.\n- Lattice Analytics is headquartered in Turku.\n- Meridian Bank was founded in 2013.\n- Tessa works for Bluepine Aviation.\n- Viktor reports to Tessa.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Adelaide.\n- Summit Energy was founded in 1986.\n- Northwind Systems was founded in 2001.\n- Jonas reports to Mara.\n- Viktor works for Helios Logistics.\n- Mara works for Fernhill Foods.\n- Mara reports to Viktor.\n- Mei reports to Priya.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Adelaide.\n- Viktor reports to Lucia.\n- Fernhill Foods is headquartered in Nagoya.\n- Kenji works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Lucia works for Northwind Systems.\n- Fernhill Foods was founded in 2011.\n- Lucia reports to Kenji.\n- Priya works for Summit Energy.\n- Deshawn reports to Jonas.\n- Summit Energy is headquartered in Nagoya.\n- Kenji reports to Mei.\n- Mei works for Fernhill Foods.\n- Jonas works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30258", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30259", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3032: employee Wren M., hired 29 November 2022, separated 03 June 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3032?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Ingrid reports to Leila.\n- Hana reports to Dmitri.\n- Crescent Telecom is headquartered in Turku.\n- Hana works for Fernhill Foods.\n- Northwind Systems was founded in 2013.\n- Fernhill Foods is headquartered in Dunedin.\n- Callum works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Ravi reports to Hana.\n- Leila works for Vantage Air.\n- Felix reports to Wren.\n- Northwind Systems is headquartered in Ghent.\n- Mei reports to Felix.\n- Leila reports to Callum.\n- Vantage Air is headquartered in Dunedin.\n- Vantage Air was founded in 2004.\n- Mara reports to Ravi.\n- Mara works for Vantage Air.\n- Callum reports to Mara.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Felix works for Fernhill Foods.\n- Wren reports to Ingrid.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Stefan reports to Amara.\n- Tobias works for Vantage Air.\n- Lattice Analytics was founded in 2011.\n- Summit Energy was founded in 1988.\n- Leila reports to Aisha.\n- Aisha reports to Priya.\n- Ravi reports to Mei.\n- Tessa works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Omar reports to Tobias.\n- Tobias reports to Stefan.\n- Aisha works for Beacon Insurance.\n- Priya works for Summit Energy.\n- Beacon Insurance is headquartered in Porto.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Vantage Air.\n- Tessa reports to Leila.\n- Omar works for Beacon Insurance.\n- Lattice Analytics is headquartered in Halifax.\n- Vantage Air was founded in 1989.\n- Priya reports to Ravi.\n- Mei works for Vantage Air.\n- Amara works for Lattice Analytics.\n- Beacon Insurance was founded in 1977.\n- Stefan works for Summit Energy.\n- Amara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30263", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4514: employee Amara B., hired 08 December 2022, separated 05 December 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4514?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30264", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30265", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7763: employee Amara M., hired 10 July 2022, separated 11 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7763?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-30266", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30267", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30268", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30269", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 31 October 2025): For employees hired on or after 31 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8329: employee Sofia S., hired 10 March 2024, separated 18 May 2027 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8329?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8329 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30270", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30271", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4298: employee Zoya K., hired 15 January 2024, separated 16 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-4298 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$3,500", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30272", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8172: employee Felix A., hired 12 January 2020, separated 15 May 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-8172 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$10,000", "3": "$8,062"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Wren reports to Deshawn.\n- Mei works for Vantage Air.\n- Emeka reports to Mateo.\n- Emeka works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Deshawn works for Lattice Analytics.\n- Wren works for Cobalt Health.\n- Northwind Systems was founded in 1982.\n- Priya reports to Elena.\n- Mateo works for Lattice Analytics.\n- Vantage Air is headquartered in Nagoya.\n- Priya works for Northwind Systems.\n- Yuki reports to Anders.\n- Cobalt Health was founded in 1991.\n- Northwind Systems is headquartered in Austin.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Lattice Analytics was founded in 2005.\n- Viktor reports to Mei.\n- Vantage Air was founded in 2013.\n- Deshawn reports to Yuki.\n- Yuki works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Anders reports to Emeka.\n- Mateo reports to Viktor.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1986", "2": "1991", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1996.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mateo works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Sofia reports to Anders.\n- Yuki reports to Felix.\n- Yuki works for Cobalt Health.\n- Felix works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Leila reports to Mei.\n- Sofia works for Atlas Freight.\n- Stefan works for Cedar Retail Group.\n- Felix reports to Leila.\n- Mei reports to Sofia.\n- Anders reports to Lucia.\n- Mateo reports to Ravi.\n- Lucia reports to Stefan.\n- Ravi reports to Yuki.\n- Mei works for Bluepine Aviation.\n- Cobalt Health is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Bluepine Aviation was founded in 2005.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30275", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6115: employee Zoya S., hired 03 June 2019, separated 27 November 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6115?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1984.\n- Cobalt Health was founded in 1988.\n- Mei reports to Ingrid.\n- Atlas Freight was founded in 1981.\n- Mara works for Cobalt Health.\n- Sanne works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Adelaide.\n- Amara works for Atlas Freight.\n- Bluepine Aviation was founded in 1993.\n- Sanne reports to Mei.\n- Kenji reports to Leila.\n- Kenji works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila reports to Jonas.\n- Leila works for Cobalt Health.\n- Mara reports to Sanne.\n- Omar works for Bluepine Aviation.\n- Ingrid reports to Kenji.\n- Atlas Freight is headquartered in Nagoya.\n- Jonas reports to Yuki.\n- Amara reports to Omar.\n- Omar reports to Mara.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1986", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30277", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 4417, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30278", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30279", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 May 2025): For employees hired on or after 06 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2477: employee Felix R., hired 04 July 2023, separated 20 December 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2477?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30280", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 September 2022): For employees hired on or after 19 September 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5079: employee Aisha M., hired 20 January 2022, separated 07 January 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-5079 under the controlling rules.", "criteria": {"0": "$6,923", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Dmitri works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Priya reports to Mei.\n- Tobias reports to Anders.\n- Cobalt Health is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1983.\n- Elena works for Cobalt Health.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Beacon Insurance.\n- Cobalt Health was founded in 1979.\n- Beacon Insurance is headquartered in Adelaide.\n- Tessa reports to Priya.\n- Pinnacle Software was founded in 2013.\n- Anders works for Pinnacle Software.\n- Viktor reports to Dmitri.\n- Beacon Insurance was founded in 1996.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Tessa.\n- Elena reports to Felix.\n- Mei reports to Mateo.\n- Anders reports to Viktor.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tampere.\n- Mateo reports to Elena.\n- Viktor works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30282", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2013.\n- Deshawn works for Summit Energy.\n- Wren works for Summit Energy.\n- Sofia reports to Lucia.\n- Pinnacle Software is headquartered in Austin.\n- Hana reports to Deshawn.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Sofia works for Summit Energy.\n- Sanne works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Deshawn reports to Sofia.\n- Omar reports to Mara.\n- Vantage Air is headquartered in Austin.\n- Omar works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Vantage Air was founded in 2015.\n- Bruno reports to Hana.\n- Lucia reports to Kenji.\n- Summit Energy was founded in 1997.\n- Wren reports to Bruno.\n- Kenji works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Summit Energy is headquartered in Tampere.\n- Kenji reports to Dmitri.\n- Sanne reports to Callum.\n- Dmitri reports to Omar.\n- Mara reports to Sanne.\n- Lattice Analytics is headquartered in Austin.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Austin", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30284", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30285", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4042: employee Ravi T., hired 05 July 2023, separated 17 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4042?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30286", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ravi.\n- Ironwood Manufacturing was founded in 1981.\n- Stefan works for Lattice Analytics.\n- Mei reports to Chiara.\n- Nadia reports to Leila.\n- Emeka reports to Amara.\n- Ingrid works for Helios Logistics.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1981.\n- Chiara reports to Ingrid.\n- Crescent Telecom is headquartered in Tallinn.\n- Ravi reports to Stefan.\n- Nadia works for Ironwood Manufacturing.\n- Aisha works for Lattice Analytics.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Chiara works for Crescent Telecom.\n- Amara reports to Nadia.\n- Ingrid reports to Aisha.\n- Leila works for Ironwood Manufacturing.\n- Amara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Stefan reports to Emeka.\n- Mei works for Lattice Analytics.\n- Helios Logistics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lattice Analytics was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30288", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3733: employee Zoya A., hired 22 July 2023, separated 05 June 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3733?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30289", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1980.\n- Dmitri reports to Ravi.\n- Meridian Bank was founded in 2005.\n- Priya reports to Zoya.\n- Tessa works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.\n- Tessa reports to Elena.\n- Hana reports to Mara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Elena reports to Dmitri.\n- Cedar Retail Group was founded in 2001.\n- Vantage Air is headquartered in Nagoya.\n- Zoya reports to Pablo.\n- Lucia works for Vantage Air.\n- Omar works for Meridian Bank.\n- Elena works for Ironwood Manufacturing.\n- Pablo reports to Tessa.\n- Zoya works for Vantage Air.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Lucia.\n- Hana works for Vantage Air.\n- Ironwood Manufacturing was founded in 1991.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ravi works for Ironwood Manufacturing.\n- Omar reports to Hana.\n- Mara works for Vantage Air.\n- Felix works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Mara reports to Priya.\n- Lucia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Fernhill Foods was founded in 2008.\n- Sanne works for Northwind Systems.\n- Cedar Retail Group is headquartered in Nagoya.\n- Callum reports to Wren.\n- Ingrid works for Lattice Analytics.\n- Felix reports to Sanne.\n- Northwind Systems is headquartered in Dunedin.\n- Northwind Systems was founded in 1983.\n- Wren reports to Stefan.\n- Ingrid reports to Anders.\n- Mara works for Lattice Analytics.\n- Mara reports to Callum.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan works for Northwind Systems.\n- Viktor works for Fernhill Foods.\n- Felix works for Lattice Analytics.\n- Sanne reports to Mara.\n- Anders works for Cedar Retail Group.\n- Stefan reports to Ingrid.\n- Cedar Retail Group was founded in 1999.\n- Lattice Analytics was founded in 1979.\n- Wren works for Northwind Systems.\n- Anders reports to Viktor.\n- Bruno reports to Felix.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1991.\n- Lucia reports to Leila.\n- Zoya reports to Stefan.\n- Leila reports to Zoya.\n- Aisha reports to Lucia.\n- Stefan works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Cobalt Health is headquartered in Valencia.\n- Leila works for Beacon Insurance.\n- Emeka reports to Elena.\n- Atlas Freight is headquartered in Valencia.\n- Beacon Insurance is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Valencia.\n- Atlas Freight was founded in 2002.\n- Sofia reports to Aisha.\n- Beacon Insurance was founded in 2009.\n- Emeka works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Aisha works for Crescent Telecom.\n- Elena reports to Sofia.\n- Zoya works for Atlas Freight.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2004", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30293", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5448: employee Omar A., hired 20 November 2023, separated 30 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5448?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5448 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30294", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5008: employee Leila R., hired 23 February 2025, separated 08 September 2026 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2026-5008 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$3,462", "2": "$20,000", "3": "$3,615"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30295", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30296", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Yuki.\n- Sofia works for Vantage Air.\n- Mei reports to Kenji.\n- Amara reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Yuki works for Northwind Systems.\n- Zoya reports to Mei.\n- Atlas Freight is headquartered in Basel.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1985.\n- Northwind Systems was founded in 2000.\n- Atlas Freight was founded in 1994.\n- Ingrid works for Atlas Freight.\n- Kenji reports to Sofia.\n- Kenji works for Lattice Analytics.\n- Northwind Systems is headquartered in Tallinn.\n- Mei works for Vantage Air.\n- Sofia reports to Ingrid.\n- Yuki reports to Amara.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30298", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30299", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30300", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rotate_keys", "4": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30301", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Kenji reports to Zoya.\n- Priya works for Cedar Retail Group.\n- Sofia reports to Anders.\n- Lucia works for Helios Logistics.\n- Cedar Retail Group was founded in 2012.\n- Helios Logistics is headquartered in Nagoya.\n- Kenji works for Lattice Analytics.\n- Zoya reports to Viktor.\n- Anders reports to Ingrid.\n- Pinnacle Software is headquartered in Nagoya.\n- Ingrid reports to Lucia.\n- Amara reports to Kenji.\n- Lattice Analytics is headquartered in Nagoya.\n- Ingrid works for Cedar Retail Group.\n- Amara works for Lattice Analytics.\n- Lucia reports to Amara.\n- Viktor works for Helios Logistics.\n- Pinnacle Software was founded in 1995.\n- Ravi reports to Priya.\n- Anders works for Pinnacle Software.\n- Ravi works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Lattice Analytics was founded in 1982.\n- Sofia works for Helios Logistics.\n- Sanne works for Pinnacle Software.\n- Priya reports to Sofia.\n- Cedar Retail Group is headquartered in Nagoya.\n- Viktor reports to Deshawn.\n- Deshawn reports to Sanne.\n- Helios Logistics was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Pinnacle Software is headquartered in Tampere.\n- Pablo works for Vantage Air.\n- Dmitri reports to Pablo.\n- Zoya works for Vantage Air.\n- Leila reports to Dmitri.\n- Lattice Analytics was founded in 1990.\n- Priya works for Lattice Analytics.\n- Vantage Air was founded in 1977.\n- Elena reports to Sofia.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Pablo reports to Zoya.\n- Anders reports to Priya.\n- Pinnacle Software was founded in 2001.\n- Anders works for Cobalt Health.\n- Sofia reports to Leila.\n- Dmitri works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Leila works for Vantage Air.\n- Priya reports to Elena.\n- Cobalt Health was founded in 1984.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30304", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30305", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8720: employee Viktor A., hired 06 April 2023, separated 11 November 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8720?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8720 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30306", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4613: employee Felix A., hired 14 May 2022, separated 25 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4613?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Lattice Analytics.\n- Viktor works for Summit Energy.\n- Chiara reports to Felix.\n- Lattice Analytics was founded in 2002.\n- Sofia works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Summit Energy was founded in 2010.\n- Lattice Analytics is headquartered in Basel.\n- Meridian Bank is headquartered in Basel.\n- Felix reports to Ravi.\n- Summit Energy is headquartered in Halifax.\n- Chiara works for Meridian Bank.\n- Sanne works for Ironwood Manufacturing.\n- Sofia reports to Sanne.\n- Ironwood Manufacturing is headquartered in Austin.\n- Amara reports to Chiara.\n- Amara works for Lattice Analytics.\n- Anders reports to Sofia.\n- Anders works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1996.\n- Wren reports to Amara.\n- Ironwood Manufacturing was founded in 1993.\n- Ravi reports to Mateo.\n- Ravi works for Summit Energy.\n- Mateo reports to Viktor.\n- Sanne reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30308", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Malmo.\n- Cobalt Health was founded in 2003.\n- Wren reports to Ingrid.\n- Zoya works for Pinnacle Software.\n- Bruno works for Cobalt Health.\n- Ravi reports to Kenji.\n- Crescent Telecom is headquartered in Basel.\n- Sanne works for Crescent Telecom.\n- Felix reports to Viktor.\n- Crescent Telecom was founded in 1995.\n- Cobalt Health is headquartered in Austin.\n- Mei works for Crescent Telecom.\n- Bruno reports to Zoya.\n- Kenji works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Viktor works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Zoya reports to Sanne.\n- Ingrid reports to Felix.\n- Kenji reports to Wren.\n- Fernhill Foods was founded in 2005.\n- Ingrid works for Fernhill Foods.\n- Wren works for Cobalt Health.\n- Sofia works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Viktor reports to Priya.\n- Sofia reports to Ravi.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software was founded in 2001.\n- Mei reports to Bruno.\n- Sanne reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1999", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2015.\n- Kenji reports to Ravi.\n- Chiara reports to Yuki.\n- Zoya reports to Chiara.\n- Mara reports to Stefan.\n- Amara works for Vantage Air.\n- Yuki reports to Elena.\n- Vantage Air is headquartered in Porto.\n- Chiara works for Vantage Air.\n- Elena works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Porto.\n- Ravi reports to Mara.\n- Elena reports to Kenji.\n- Lattice Analytics was founded in 1986.\n- Pablo reports to Zoya.\n- Stefan works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ravi works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation was founded in 1996.\n- Pablo works for Bluepine Aviation.\n- Amara reports to Pablo.\n- Lattice Analytics is headquartered in Austin.\n- Mara works for Lattice Analytics.\n- Vantage Air was founded in 1999.\n- Zoya works for Vantage Air.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Nadia.\n- Stefan reports to Ravi.\n- Jonas reports to Tobias.\n- Pablo works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Summit Energy was founded in 1994.\n- Amara reports to Jonas.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Lattice Analytics is headquartered in Leeds.\n- Meridian Bank was founded in 2003.\n- Fernhill Foods was founded in 1991.\n- Felix reports to Chiara.\n- Deshawn reports to Mara.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi reports to Amara.\n- Summit Energy is headquartered in Tampere.\n- Jonas works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Tobias reports to Deshawn.\n- Pablo reports to Stefan.\n- Mara reports to Mei.\n- Chiara works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics was founded in 2002.\n- Felix works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Stefan works for Summit Energy.\n- Amara works for Meridian Bank.\n- Mei reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30312", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7521: employee Callum T., hired 22 September 2023, separated 11 June 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-7521 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$4,692", "2": "$22,500", "3": "$1,817"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Adelaide.\n- Chiara works for Cobalt Health.\n- Aisha reports to Elena.\n- Dmitri works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Sofia reports to Aisha.\n- Crescent Telecom was founded in 2013.\n- Sanne reports to Yuki.\n- Cobalt Health is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Chiara reports to Dmitri.\n- Cobalt Health was founded in 1998.\n- Crescent Telecom is headquartered in Bergen.\n- Sanne works for Ironwood Manufacturing.\n- Mara reports to Sofia.\n- Yuki reports to Mara.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.\n- Vantage Air was founded in 1998.\n- Aisha works for Cobalt Health.\n- Yuki works for Crescent Telecom.\n- Elena reports to Chiara.\n- Mara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30314", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30315", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Aisha.\n- Zoya works for Atlas Freight.\n- Stefan reports to Felix.\n- Deshawn works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Tessa reports to Zoya.\n- Tobias works for Fernhill Foods.\n- Cedar Retail Group was founded in 1987.\n- Cedar Retail Group is headquartered in Halifax.\n- Fernhill Foods was founded in 1988.\n- Stefan works for Cedar Retail Group.\n- Chiara reports to Deshawn.\n- Aisha reports to Ravi.\n- Northwind Systems was founded in 1992.\n- Chiara works for Fernhill Foods.\n- Ravi reports to Tobias.\n- Deshawn reports to Tessa.\n- Omar works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Omar reports to Stefan.\n- Northwind Systems is headquartered in Malmo.\n- Felix reports to Chiara.\n- Aisha works for Northwind Systems.\n- Atlas Freight is headquartered in Halifax.\n- Fernhill Foods is headquartered in Nagoya.\n- Atlas Freight was founded in 2006.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30317", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 August 2024): For employees hired on or after 20 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9669: employee Anders R., hired 13 January 2021, separated 07 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9669?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Oslo.\n- Mateo reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Summit Energy is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Emeka reports to Mei.\n- Yuki works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Jonas reports to Ingrid.\n- Ravi works for Cobalt Health.\n- Bluepine Aviation was founded in 1986.\n- Mei works for Lattice Analytics.\n- Lattice Analytics was founded in 2008.\n- Yuki reports to Ravi.\n- Mei reports to Jonas.\n- Jonas works for Summit Energy.\n- Mateo works for Summit Energy.\n- Cobalt Health was founded in 2004.\n- Ingrid works for Cobalt Health.\n- Ravi reports to Mateo.\n- Summit Energy was founded in 2012.\n- Tessa reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30319", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30320", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Pablo.\n- Crescent Telecom is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.\n- Mateo works for Crescent Telecom.\n- Stefan works for Beacon Insurance.\n- Ingrid reports to Yuki.\n- Callum works for Crescent Telecom.\n- Priya works for Northwind Systems.\n- Cedar Retail Group is headquartered in Bergen.\n- Beacon Insurance was founded in 2005.\n- Yuki works for Crescent Telecom.\n- Priya reports to Anders.\n- Viktor works for Beacon Insurance.\n- Anders reports to Zoya.\n- Ingrid works for Cedar Retail Group.\n- Northwind Systems was founded in 2003.\n- Crescent Telecom was founded in 1976.\n- Lucia reports to Emeka.\n- Lucia works for Crescent Telecom.\n- Viktor reports to Priya.\n- Emeka reports to Mateo.\n- Mateo reports to Viktor.\n- Northwind Systems is headquartered in Bergen.\n- Pablo reports to Callum.\n- Callum reports to Lucia.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Zoya reports to Stefan.\n- Zoya works for Beacon Insurance.\n- Anders works for Crescent Telecom.\n- Emeka works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Austin.\n- Ravi reports to Stefan.\n- Lucia works for Lattice Analytics.\n- Pablo works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2006.\n- Stefan reports to Felix.\n- Lattice Analytics is headquartered in Brno.\n- Crescent Telecom was founded in 1995.\n- Emeka works for Vantage Air.\n- Mei reports to Ravi.\n- Lucia reports to Ingrid.\n- Viktor reports to Mei.\n- Stefan works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1995.\n- Viktor works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Omar works for Vantage Air.\n- Ingrid works for Crescent Telecom.\n- Emeka reports to Viktor.\n- Crescent Telecom is headquartered in Brno.\n- Vantage Air was founded in 2008.\n- Ingrid reports to Pablo.\n- Ravi works for Crescent Telecom.\n- Omar reports to Emeka.\n- Pablo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30323", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30324", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8569: employee Mateo A., hired 23 March 2021, separated 03 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8569?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30326", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30327", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30328", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30329", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30330", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2320: employee Aisha S., hired 09 July 2023, separated 30 April 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-2320 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$6,000", "2": "$26,000", "3": "$2,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2320 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30331", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3565: employee Anders K., hired 19 October 2022, separated 02 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3565?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Viktor reports to Felix.\n- Dmitri works for Summit Energy.\n- Amara reports to Ravi.\n- Summit Energy was founded in 1981.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Felix works for Summit Energy.\n- Dmitri reports to Viktor.\n- Emeka works for Bluepine Aviation.\n- Bruno reports to Sofia.\n- Viktor works for Summit Energy.\n- Bruno works for Summit Energy.\n- Helios Logistics was founded in 2009.\n- Felix reports to Anders.\n- Cobalt Health was founded in 2000.\n- Anders works for Summit Energy.\n- Callum reports to Dmitri.\n- Wren reports to Amara.\n- Anders reports to Emeka.\n- Wren works for Helios Logistics.\n- Sofia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Brno.\n- Callum works for Summit Energy.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Emeka reports to Lucia.\n- Summit Energy is headquartered in Brno.\n- Helios Logistics is headquartered in Leeds.\n- Lucia reports to Wren.\n- Sofia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30333", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3822: employee Tessa S., hired 27 May 2024, separated 14 October 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2025-3822 under the controlling rules.", "criteria": {"0": "$5,615", "1": "$4,615", "2": "$3,231", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30334", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1995.\n- Nadia reports to Hana.\n- Northwind Systems was founded in 1975.\n- Ingrid reports to Mei.\n- Cobalt Health was founded in 1998.\n- Wren works for Northwind Systems.\n- Helios Logistics is headquartered in Austin.\n- Nadia works for Helios Logistics.\n- Hana reports to Wren.\n- Wren reports to Omar.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 1985.\n- Tobias works for Northwind Systems.\n- Kenji reports to Nadia.\n- Omar works for Northwind Systems.\n- Dmitri reports to Ingrid.\n- Tobias reports to Priya.\n- Priya reports to Ravi.\n- Hana works for Helios Logistics.\n- Mei works for Northwind Systems.\n- Lattice Analytics is headquartered in Austin.\n- Omar reports to Dmitri.\n- Ingrid works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Priya works for Northwind Systems.\n- Mei reports to Tobias.\n- Northwind Systems is headquartered in Austin.\n- Dmitri works for Lattice Analytics.\n- Elena reports to Kenji.\n- Cobalt Health is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30337", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "book_flight", "4": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Tobias.\n- Summit Energy is headquartered in Porto.\n- Priya reports to Viktor.\n- Crescent Telecom was founded in 1976.\n- Atlas Freight was founded in 2001.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Sofia.\n- Hana works for Summit Energy.\n- Leila works for Ironwood Manufacturing.\n- Dmitri works for Crescent Telecom.\n- Tobias reports to Tessa.\n- Pablo works for Summit Energy.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Dmitri.\n- Viktor works for Atlas Freight.\n- Dmitri reports to Priya.\n- Sofia works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Sofia reports to Leila.\n- Summit Energy was founded in 2002.\n- Crescent Telecom is headquartered in Brno.\n- Viktor reports to Pablo.\n- Tobias works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1991.\n- Lucia reports to Hana.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30339", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30340", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30341", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30342", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4067: employee Emeka A., hired 20 December 2022, separated 11 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-4067 under the controlling rules.", "criteria": {"0": "$20,692", "1": "$18,692", "2": "$81,000", "3": "$18,822"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30343", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Mei works for Atlas Freight.\n- Cedar Retail Group was founded in 2014.\n- Vantage Air is headquartered in Porto.\n- Chiara works for Cedar Retail Group.\n- Mei reports to Yuki.\n- Mara reports to Mateo.\n- Cobalt Health was founded in 1989.\n- Vantage Air was founded in 1987.\n- Tobias reports to Chiara.\n- Chiara reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Elena reports to Mei.\n- Aisha works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Yuki reports to Aisha.\n- Mara works for Cobalt Health.\n- Yuki works for Vantage Air.\n- Aisha reports to Dmitri.\n- Dmitri reports to Mara.\n- Atlas Freight is headquartered in Tallinn.\n- Elena works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cedar Retail Group is headquartered in Adelaide.\n- Atlas Freight was founded in 2014.\n- Mateo reports to Stefan.\n- Dmitri works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Helios Logistics.\n- Mateo reports to Yuki.\n- Lucia works for Helios Logistics.\n- Yuki reports to Mei.\n- Aisha reports to Mateo.\n- Bluepine Aviation was founded in 1988.\n- Bluepine Aviation is headquartered in Austin.\n- Mei works for Atlas Freight.\n- Omar reports to Aisha.\n- Mei reports to Lucia.\n- Atlas Freight was founded in 2009.\n- Omar works for Vantage Air.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Lucia reports to Kenji.\n- Vantage Air was founded in 1986.\n- Vantage Air is headquartered in Oslo.\n- Kenji works for Atlas Freight.\n- Tessa reports to Omar.\n- Atlas Freight is headquartered in Porto.\n- Aisha works for Helios Logistics.\n- Tessa works for Atlas Freight.\n- Helios Logistics was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Anders reports to Mateo.\n- Tessa reports to Wren.\n- Wren works for Vantage Air.\n- Tessa works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Nagoya.\n- Mateo works for Ironwood Manufacturing.\n- Omar reports to Anders.\n- Ironwood Manufacturing was founded in 1983.\n- Nadia reports to Omar.\n- Mateo reports to Stefan.\n- Chiara works for Meridian Bank.\n- Omar works for Vantage Air.\n- Anders works for Vantage Air.\n- Wren reports to Chiara.\n- Nadia works for Summit Energy.\n- Stefan reports to Dmitri.\n- Mara works for Meridian Bank.\n- Summit Energy was founded in 1993.\n- Stefan works for Summit Energy.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Dmitri reports to Mara.\n- Meridian Bank is headquartered in Nagoya.\n- Chiara reports to Nadia.\n- Ironwood Manufacturing is headquartered in Porto.\n- Meridian Bank was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Austin.\n- Bruno works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Priya reports to Felix.\n- Felix works for Lattice Analytics.\n- Summit Energy was founded in 2014.\n- Meridian Bank is headquartered in Halifax.\n- Priya works for Cedar Retail Group.\n- Bruno reports to Anders.\n- Anders reports to Priya.\n- Lattice Analytics was founded in 1985.\n- Callum works for Summit Energy.\n- Meridian Bank was founded in 1986.\n- Callum reports to Zoya.\n- Anders works for Lattice Analytics.\n- Summit Energy is headquartered in Halifax.\n- Zoya reports to Bruno.\n- Lattice Analytics is headquartered in Leeds.\n- Felix reports to Wren.\n- Cedar Retail Group was founded in 1996.\n- Wren works for Meridian Bank.\n- Kenji reports to Callum.\n- Kenji works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mateo.\n- Atlas Freight was founded in 2013.\n- Chiara reports to Sanne.\n- Ironwood Manufacturing was founded in 1993.\n- Cedar Retail Group is headquartered in Dunedin.\n- Aisha works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Halifax.\n- Sanne works for Atlas Freight.\n- Callum reports to Omar.\n- Crescent Telecom was founded in 2010.\n- Lucia reports to Felix.\n- Mateo works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Omar works for Crescent Telecom.\n- Felix works for Cedar Retail Group.\n- Callum works for Ironwood Manufacturing.\n- Mateo reports to Aisha.\n- Atlas Freight is headquartered in Adelaide.\n- Aisha reports to Callum.\n- Omar reports to Chiara.\n- Cedar Retail Group was founded in 1979.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30349", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 78163\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Request Refund — asks for money back on a purchase", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Felix reports to Leila.\n- Northwind Systems was founded in 1996.\n- Priya reports to Omar.\n- Leila works for Bluepine Aviation.\n- Helios Logistics is headquartered in Turku.\n- Yuki reports to Ingrid.\n- Bluepine Aviation was founded in 2007.\n- Ravi reports to Chiara.\n- Felix works for Northwind Systems.\n- Ravi works for Bluepine Aviation.\n- Chiara reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Leila reports to Ravi.\n- Bluepine Aviation is headquartered in Turku.\n- Priya works for Northwind Systems.\n- Ingrid works for Helios Logistics.\n- Fernhill Foods was founded in 2006.\n- Helios Logistics was founded in 1980.\n- Ingrid reports to Priya.\n- Fernhill Foods is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1991", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30351", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30352", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 89643, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30353", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 22028 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30354", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2009: employee Deshawn M., hired 23 September 2022, separated 18 August 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-2009 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$6,000", "3": "$4,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30355", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30356", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2656: employee Yuki M., hired 30 October 2022, separated 08 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2656?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30357", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Elena reports to Deshawn.\n- Tessa reports to Amara.\n- Cedar Retail Group was founded in 2000.\n- Deshawn reports to Sofia.\n- Amara works for Summit Energy.\n- Amara reports to Elena.\n- Sofia reports to Wren.\n- Elena works for Summit Energy.\n- Chiara reports to Mateo.\n- Cedar Retail Group is headquartered in Halifax.\n- Chiara works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1993.\n- Summit Energy is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Wren works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Mateo reports to Tessa.\n- Summit Energy was founded in 1985.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30359", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30360", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30361", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30362", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 February 2023): For employees hired on or after 12 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4117: employee Bruno A., hired 22 August 2020, separated 22 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4117?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4117 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Vantage Air is headquartered in Bergen.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Sofia reports to Hana.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Chiara reports to Viktor.\n- Zoya reports to Mei.\n- Beacon Insurance was founded in 1992.\n- Vantage Air was founded in 2003.\n- Viktor reports to Mateo.\n- Mei works for Beacon Insurance.\n- Viktor works for Vantage Air.\n- Hana works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2009.\n- Mateo reports to Tessa.\n- Tessa works for Cedar Retail Group.\n- Hana reports to Chiara.\n- Mei reports to Sofia.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30364", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30365", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30366", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 7, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7076: employee Omar R., hired 10 March 2020, separated 02 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-7076 under the controlling rules.", "criteria": {"0": "$9,700", "1": "$9,250", "2": "$9,200", "3": "$39,867"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30367", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30368", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30369", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30370", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 51253 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "track_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30372", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 30 October 2025): For employees hired on or after 30 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6110: employee Chiara B., hired 10 May 2025, separated 21 April 2027 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-6110 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$7,399", "2": "$12,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30373", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30374", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30375", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 February 2025): For employees hired on or after 28 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7234: employee Tessa R., hired 08 October 2023, separated 30 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7234?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-30376", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 64137\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30377", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8401: employee Tessa S., hired 16 November 2020, separated 29 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8401?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30378", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Dmitri.\n- Sofia works for Helios Logistics.\n- Sanne works for Lattice Analytics.\n- Chiara reports to Sanne.\n- Tessa reports to Aisha.\n- Bluepine Aviation is headquartered in Porto.\n- Aisha reports to Sofia.\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation was founded in 2010.\n- Callum reports to Chiara.\n- Lattice Analytics is headquartered in Porto.\n- Dmitri reports to Mei.\n- Northwind Systems is headquartered in Adelaide.\n- Mei works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Yuki reports to Pablo.\n- Mei reports to Felix.\n- Lattice Analytics was founded in 1995.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Sanne reports to Yuki.\n- Pablo works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Chiara works for Northwind Systems.\n- Callum works for Lattice Analytics.\n- Felix reports to Callum.\n- Northwind Systems was founded in 2010.\n- Yuki works for Helios Logistics.\n- Sofia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Leila.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Sanne reports to Elena.\n- Meridian Bank was founded in 1996.\n- Crescent Telecom is headquartered in Leeds.\n- Elena reports to Deshawn.\n- Deshawn works for Vantage Air.\n- Leila reports to Kenji.\n- Ingrid reports to Anders.\n- Vantage Air is headquartered in Dunedin.\n- Kenji reports to Mara.\n- Anders works for Vantage Air.\n- Mara reports to Yuki.\n- Zoya works for Vantage Air.\n- Kenji works for Meridian Bank.\n- Crescent Telecom was founded in 1980.\n- Cobalt Health was founded in 2012.\n- Elena works for Crescent Telecom.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Ingrid works for Cobalt Health.\n- Tessa reports to Wren.\n- Wren works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Deshawn reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Yuki reports to Zoya.\n- Sanne works for Meridian Bank.\n- Zoya reports to Ingrid.\n- Cobalt Health is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Lucia reports to Mara.\n- Mei reports to Omar.\n- Leila reports to Amara.\n- Helios Logistics is headquartered in Oslo.\n- Mara works for Vantage Air.\n- Lattice Analytics was founded in 2011.\n- Ingrid reports to Mei.\n- Lattice Analytics is headquartered in Basel.\n- Sofia works for Helios Logistics.\n- Vantage Air is headquartered in Nagoya.\n- Hana works for Vantage Air.\n- Dmitri reports to Ingrid.\n- Helios Logistics was founded in 1975.\n- Mara reports to Dmitri.\n- Pinnacle Software was founded in 1995.\n- Anders works for Vantage Air.\n- Omar reports to Aisha.\n- Sofia reports to Anders.\n- Omar works for Vantage Air.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Hana.\n- Dmitri works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Vantage Air was founded in 1983.\n- Amara reports to Sofia.\n- Leila works for Pinnacle Software.\n- Aisha reports to Leila.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30382", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Felix.\n- Felix reports to Stefan.\n- Vantage Air was founded in 2008.\n- Meridian Bank was founded in 1991.\n- Stefan works for Vantage Air.\n- Jonas works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Viktor reports to Yuki.\n- Viktor works for Vantage Air.\n- Kenji reports to Jonas.\n- Sanne works for Cedar Retail Group.\n- Jonas reports to Zoya.\n- Yuki reports to Sanne.\n- Zoya reports to Lucia.\n- Kenji works for Bluepine Aviation.\n- Meridian Bank is headquartered in Tampere.\n- Zoya works for Bluepine Aviation.\n- Vantage Air is headquartered in Bergen.\n- Bluepine Aviation was founded in 1994.\n- Bluepine Aviation is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 2004.\n- Lucia reports to Callum.\n- Yuki works for Meridian Bank.\n- Sanne reports to Kenji.\n- Felix works for Cedar Retail Group.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30384", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 August 2025): For employees hired on or after 15 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9993: employee Sanne R., hired 22 December 2024, separated 26 September 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-9993 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,500", "2": "$4,000", "3": "$2,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30385", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Northwind Systems was founded in 2015.\n- Anders reports to Sofia.\n- Amara reports to Elena.\n- Lucia reports to Hana.\n- Amara works for Northwind Systems.\n- Zoya reports to Amara.\n- Hana works for Fernhill Foods.\n- Felix works for Atlas Freight.\n- Anders works for Fernhill Foods.\n- Viktor works for Northwind Systems.\n- Fernhill Foods was founded in 1982.\n- Omar works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Lucia works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Elena reports to Omar.\n- Sofia reports to Viktor.\n- Zoya works for Fernhill Foods.\n- Viktor reports to Felix.\n- Fernhill Foods is headquartered in Brno.\n- Felix reports to Lucia.\n- Atlas Freight was founded in 1986.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2007.\n- Hana reports to Zoya.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Hana.\n- Cobalt Health was founded in 1978.\n- Dmitri works for Cobalt Health.\n- Elena reports to Nadia.\n- Ironwood Manufacturing was founded in 1998.\n- Ironwood Manufacturing is headquartered in Basel.\n- Northwind Systems is headquartered in Ghent.\n- Tessa works for Cobalt Health.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1980.\n- Tessa reports to Yuki.\n- Jonas works for Bluepine Aviation.\n- Hana reports to Jonas.\n- Cobalt Health is headquartered in Basel.\n- Yuki works for Northwind Systems.\n- Dmitri reports to Elena.\n- Nadia reports to Tessa.\n- Yuki reports to Amara.\n- Nadia works for Northwind Systems.\n- Bluepine Aviation was founded in 1989.\n- Bluepine Aviation is headquartered in Leeds.\n- Hana works for Northwind Systems.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30388", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30389", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30390", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30391", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30392", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 October 2025): For employees hired on or after 30 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3482: employee Bruno M., hired 22 July 2023, separated 24 January 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3482?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Hana reports to Ingrid.\n- Callum reports to Anders.\n- Nadia works for Crescent Telecom.\n- Tobias works for Cobalt Health.\n- Ingrid works for Crescent Telecom.\n- Helios Logistics was founded in 1982.\n- Callum works for Helios Logistics.\n- Crescent Telecom was founded in 1980.\n- Wren works for Crescent Telecom.\n- Anders reports to Hana.\n- Crescent Telecom is headquartered in Turku.\n- Amara reports to Wren.\n- Chiara reports to Viktor.\n- Lucia reports to Chiara.\n- Anders works for Pinnacle Software.\n- Helios Logistics is headquartered in Tampere.\n- Dmitri reports to Tobias.\n- Nadia reports to Dmitri.\n- Pinnacle Software was founded in 2002.\n- Hana works for Helios Logistics.\n- Wren reports to Lucia.\n- Dmitri works for Helios Logistics.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 1991.\n- Ingrid reports to Amara.\n- Pinnacle Software is headquartered in Tampere.\n- Amara works for Pinnacle Software.\n- Lucia works for Cobalt Health.\n- Chiara works for Pinnacle Software.\n- Viktor reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30394", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1719: employee Felix A., hired 10 December 2022, separated 22 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-1719?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30395", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5356: employee Hana R., hired 28 July 2024, separated 13 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5356?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30396", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "open_account", "1": "freeze_card", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30397", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1986.\n- Zoya reports to Anders.\n- Anders works for Northwind Systems.\n- Zoya works for Pinnacle Software.\n- Anders reports to Ravi.\n- Elena works for Northwind Systems.\n- Sofia works for Cobalt Health.\n- Yuki works for Pinnacle Software.\n- Priya works for Northwind Systems.\n- Tobias reports to Yuki.\n- Tobias works for Northwind Systems.\n- Aisha reports to Sofia.\n- Sanne works for Pinnacle Software.\n- Elena reports to Tobias.\n- Cobalt Health was founded in 1993.\n- Northwind Systems was founded in 1986.\n- Ravi reports to Sanne.\n- Pinnacle Software was founded in 2015.\n- Yuki reports to Priya.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Turku.\n- Priya reports to Zoya.\n- Cobalt Health is headquartered in Austin.\n- Sanne reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Turku", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30399", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Control Lights — controls lighting", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Stefan.\n- Meridian Bank was founded in 1976.\n- Felix reports to Mara.\n- Stefan works for Meridian Bank.\n- Stefan reports to Mateo.\n- Mara works for Crescent Telecom.\n- Mateo works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Cobalt Health is headquartered in Leeds.\n- Crescent Telecom was founded in 1997.\n- Pablo reports to Emeka.\n- Elena reports to Felix.\n- Emeka reports to Elena.\n- Pablo works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2000.\n- Ironwood Manufacturing was founded in 1976.\n- Ironwood Manufacturing is headquartered in Austin.\n- Emeka works for Cobalt Health.\n- Meridian Bank is headquartered in Valencia.\n- Viktor works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Mateo reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30401", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Tessa works for Meridian Bank.\n- Mateo reports to Tessa.\n- Ravi works for Lattice Analytics.\n- Hana reports to Pablo.\n- Helios Logistics was founded in 2010.\n- Callum works for Helios Logistics.\n- Lucia works for Meridian Bank.\n- Lattice Analytics was founded in 2013.\n- Deshawn works for Fernhill Foods.\n- Callum reports to Deshawn.\n- Ravi reports to Viktor.\n- Fernhill Foods was founded in 2012.\n- Elena reports to Ravi.\n- Hana works for Lattice Analytics.\n- Tessa reports to Callum.\n- Lucia reports to Mateo.\n- Elena works for Lattice Analytics.\n- Meridian Bank was founded in 1979.\n- Pablo works for Helios Logistics.\n- Lattice Analytics is headquartered in Porto.\n- Pablo reports to Lucia.\n- Deshawn reports to Elena.\n- Meridian Bank is headquartered in Valencia.\n- Mateo works for Meridian Bank.\n- Helios Logistics is headquartered in Porto.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30403", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4160: employee Viktor T., hired 09 February 2021, separated 08 January 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-4160 under the controlling rules.", "criteria": {"0": "$18,822", "1": "$81,000", "2": "$16,692", "3": "$18,692"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30404", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30405", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 November 2022): For employees hired on or after 20 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9057: employee Anders T., hired 19 July 2022, separated 04 October 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-9057 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$7,231", "3": "$8,308"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1991.\n- Mei works for Pinnacle Software.\n- Emeka reports to Ingrid.\n- Stefan reports to Bruno.\n- Beacon Insurance was founded in 1986.\n- Bruno reports to Emeka.\n- Omar reports to Stefan.\n- Bruno works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Beacon Insurance is headquartered in Tallinn.\n- Anders works for Atlas Freight.\n- Cedar Retail Group was founded in 2014.\n- Elena reports to Hana.\n- Ingrid works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Hana reports to Omar.\n- Dmitri works for Cedar Retail Group.\n- Kenji reports to Mara.\n- Cedar Retail Group is headquartered in Valencia.\n- Mei reports to Kenji.\n- Omar works for Pinnacle Software.\n- Atlas Freight is headquartered in Tallinn.\n- Stefan works for Pinnacle Software.\n- Mara reports to Elena.\n- Anders reports to Dmitri.\n- Pinnacle Software was founded in 1991.\n- Ingrid reports to Anders.\n- Hana works for Pinnacle Software.\n- Mara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Sofia works for Cedar Retail Group.\n- Elena reports to Stefan.\n- Tobias works for Meridian Bank.\n- Chiara reports to Sofia.\n- Cedar Retail Group was founded in 1994.\n- Lattice Analytics is headquartered in Dunedin.\n- Meridian Bank was founded in 1996.\n- Stefan works for Cedar Retail Group.\n- Sanne reports to Elena.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tobias reports to Chiara.\n- Ravi reports to Priya.\n- Lucia reports to Ravi.\n- Priya reports to Sanne.\n- Sofia reports to Leila.\n- Leila works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Beacon Insurance was founded in 2011.\n- Priya works for Cedar Retail Group.\n- Stefan reports to Tobias.\n- Beacon Insurance is headquartered in Oslo.\n- Meridian Bank is headquartered in Halifax.\n- Lattice Analytics was founded in 2004.\n- Sanne works for Cedar Retail Group.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Chiara reports to Elena.\n- Nadia reports to Kenji.\n- Emeka reports to Yuki.\n- Ravi reports to Emeka.\n- Yuki reports to Nadia.\n- Dmitri reports to Ravi.\n- Emeka works for Cobalt Health.\n- Elena works for Beacon Insurance.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 1998.\n- Chiara works for Cobalt Health.\n- Elena reports to Hana.\n- Crescent Telecom is headquartered in Valencia.\n- Atlas Freight is headquartered in Tampere.\n- Kenji reports to Callum.\n- Atlas Freight was founded in 2000.\n- Callum reports to Chiara.\n- Callum works for Beacon Insurance.\n- Cobalt Health was founded in 2006.\n- Beacon Insurance is headquartered in Tampere.\n- Crescent Telecom was founded in 2002.\n- Cobalt Health is headquartered in Porto.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Tobias works for Meridian Bank.\n- Fernhill Foods is headquartered in Malmo.\n- Kenji reports to Emeka.\n- Meridian Bank is headquartered in Dunedin.\n- Lucia reports to Ingrid.\n- Chiara reports to Mateo.\n- Sanne works for Beacon Insurance.\n- Tobias reports to Sanne.\n- Nadia reports to Lucia.\n- Ingrid reports to Amara.\n- Ingrid works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Mateo works for Meridian Bank.\n- Mateo reports to Tobias.\n- Amara reports to Chiara.\n- Felix works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Meridian Bank was founded in 1990.\n- Lattice Analytics is headquartered in Dunedin.\n- Nadia works for Beacon Insurance.\n- Emeka reports to Nadia.\n- Beacon Insurance is headquartered in Malmo.\n- Kenji works for Beacon Insurance.\n- Chiara works for Fernhill Foods.\n- Lattice Analytics was founded in 1978.\n- Anders reports to Kenji.\n- Fernhill Foods was founded in 1985.\n- Emeka works for Meridian Bank.\n- Beacon Insurance was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30411", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30412", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2094: employee Leila A., hired 15 April 2021, separated 26 October 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2026-2094 under the controlling rules.", "criteria": {"0": "$18,100", "1": "$76,267", "2": "$17,500", "3": "$17,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30413", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30414", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30415", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9867: employee Jonas T., hired 27 October 2022, separated 26 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-9867 under the controlling rules.", "criteria": {"0": "$65,250", "1": "$15,058", "2": "$13,058", "3": "$14,928"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Yuki works for Summit Energy.\n- Crescent Telecom was founded in 2008.\n- Summit Energy was founded in 1997.\n- Elena reports to Sofia.\n- Omar reports to Elena.\n- Sofia works for Northwind Systems.\n- Kenji works for Crescent Telecom.\n- Summit Energy is headquartered in Basel.\n- Ingrid works for Summit Energy.\n- Ravi reports to Ingrid.\n- Northwind Systems was founded in 1999.\n- Ingrid reports to Kenji.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Dmitri reports to Omar.\n- Emeka works for Northwind Systems.\n- Sofia reports to Emeka.\n- Crescent Telecom is headquartered in Valencia.\n- Northwind Systems is headquartered in Tallinn.\n- Dmitri works for Summit Energy.\n- Emeka reports to Hana.\n- Ironwood Manufacturing was founded in 1977.\n- Hana works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Kenji reports to Dmitri.\n- Hana reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1972", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30417", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2323: employee Felix S., hired 04 May 2024, separated 08 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2323?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Lucia.\n- Crescent Telecom was founded in 2007.\n- Nadia reports to Callum.\n- Atlas Freight is headquartered in Nagoya.\n- Nadia works for Crescent Telecom.\n- Lucia works for Atlas Freight.\n- Ingrid works for Crescent Telecom.\n- Cobalt Health was founded in 1980.\n- Callum reports to Ingrid.\n- Zoya works for Vantage Air.\n- Cobalt Health is headquartered in Cork.\n- Sofia reports to Felix.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Cork.\n- Crescent Telecom is headquartered in Austin.\n- Sofia works for Crescent Telecom.\n- Callum works for Cobalt Health.\n- Lucia reports to Kenji.\n- Zoya reports to Sofia.\n- Atlas Freight was founded in 1977.\n- Kenji reports to Zoya.\n- Felix works for Atlas Freight.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30419", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30420", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 5166, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Jonas.\n- Atlas Freight was founded in 2011.\n- Mara reports to Leila.\n- Felix reports to Mara.\n- Atlas Freight is headquartered in Halifax.\n- Bruno reports to Stefan.\n- Ravi works for Cobalt Health.\n- Sanne reports to Ravi.\n- Elena works for Summit Energy.\n- Mara works for Atlas Freight.\n- Summit Energy was founded in 1986.\n- Chiara reports to Sanne.\n- Leila works for Atlas Freight.\n- Cobalt Health was founded in 2010.\n- Elena reports to Kenji.\n- Fernhill Foods is headquartered in Halifax.\n- Jonas reports to Elena.\n- Kenji works for Cobalt Health.\n- Kenji reports to Bruno.\n- Stefan reports to Mei.\n- Jonas works for Summit Energy.\n- Cobalt Health is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods was founded in 2003.\n- Bruno works for Atlas Freight.\n- Sanne works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Mei reports to Chiara.\n- Mei works for Cobalt Health.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Anders.\n- Anders works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Cork.\n- Priya reports to Wren.\n- Wren reports to Dmitri.\n- Anders reports to Sofia.\n- Ironwood Manufacturing was founded in 1976.\n- Chiara works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Sofia reports to Priya.\n- Dmitri works for Vantage Air.\n- Deshawn reports to Chiara.\n- Vantage Air is headquartered in Turku.\n- Wren works for Cedar Retail Group.\n- Northwind Systems is headquartered in Halifax.\n- Cedar Retail Group was founded in 1984.\n- Cedar Retail Group is headquartered in Cork.\n- Ravi works for Vantage Air.\n- Northwind Systems was founded in 1992.\n- Dmitri reports to Ravi.\n- Priya works for Cedar Retail Group.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Hana works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Leila works for Crescent Telecom.\n- Meridian Bank was founded in 1978.\n- Lucia works for Meridian Bank.\n- Anders reports to Lucia.\n- Mei works for Ironwood Manufacturing.\n- Chiara reports to Hana.\n- Ironwood Manufacturing is headquartered in Cork.\n- Anders works for Crescent Telecom.\n- Meridian Bank is headquartered in Tallinn.\n- Wren reports to Pablo.\n- Chiara works for Pinnacle Software.\n- Lucia reports to Leila.\n- Crescent Telecom was founded in 2014.\n- Pinnacle Software is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1981.\n- Pablo reports to Anders.\n- Leila reports to Chiara.\n- Pinnacle Software was founded in 1977.\n- Wren works for Crescent Telecom.\n- Mei reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30424", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9467: employee Yuki A., hired 12 June 2022, separated 29 July 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2026-9467 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$13,630", "2": "$14,500", "3": "$58,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9467 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Pablo.\n- Aisha works for Crescent Telecom.\n- Atlas Freight is headquartered in Turku.\n- Pablo works for Atlas Freight.\n- Hana reports to Ingrid.\n- Atlas Freight was founded in 1982.\n- Lucia works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Summit Energy is headquartered in Nagoya.\n- Jonas reports to Aisha.\n- Chiara works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Priya reports to Lucia.\n- Ingrid reports to Stefan.\n- Priya works for Cobalt Health.\n- Summit Energy was founded in 1998.\n- Stefan reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.\n- Cobalt Health was founded in 1979.\n- Stefan works for Cobalt Health.\n- Crescent Telecom was founded in 1975.\n- Mateo reports to Jonas.\n- Dmitri works for Summit Energy.\n- Aisha reports to Mara.\n- Mara reports to Dmitri.\n- Jonas works for Cobalt Health.\n- Crescent Telecom is headquartered in Turku.\n- Mara works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Lucia reports to Hana.\n- Pablo reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30426", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30427", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 56117\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30428", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 March 2025): For employees hired on or after 27 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8225: employee Priya M., hired 15 February 2025, separated 19 May 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8225?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8225 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30429", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Beacon Insurance was founded in 1994.\n- Jonas reports to Mei.\n- Emeka reports to Elena.\n- Mei works for Pinnacle Software.\n- Helios Logistics is headquartered in Oslo.\n- Stefan reports to Bruno.\n- Beacon Insurance is headquartered in Oslo.\n- Priya reports to Jonas.\n- Pinnacle Software is headquartered in Oslo.\n- Emeka works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Bruno works for Helios Logistics.\n- Northwind Systems was founded in 2010.\n- Aisha reports to Emeka.\n- Aisha works for Beacon Insurance.\n- Elena works for Northwind Systems.\n- Helios Logistics was founded in 1998.\n- Mei reports to Viktor.\n- Bruno reports to Aisha.\n- Northwind Systems is headquartered in Oslo.\n- Viktor reports to Kenji.\n- Kenji reports to Stefan.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30431", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30432", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 July 2025): For employees hired on or after 13 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2316: employee Sanne R., hired 26 November 2024, separated 13 February 2027 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-2316 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$5,712", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30433", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30434", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2512: employee Sofia M., hired 13 September 2023, separated 12 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2512?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30435", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit", "4": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Hana.\n- Emeka reports to Amara.\n- Atlas Freight was founded in 1999.\n- Hana works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Tessa reports to Emeka.\n- Yuki works for Atlas Freight.\n- Crescent Telecom is headquartered in Dunedin.\n- Ravi works for Crescent Telecom.\n- Yuki reports to Viktor.\n- Ingrid works for Helios Logistics.\n- Dmitri works for Atlas Freight.\n- Cedar Retail Group is headquartered in Dunedin.\n- Helios Logistics was founded in 2012.\n- Crescent Telecom was founded in 2015.\n- Dmitri reports to Zoya.\n- Amara works for Helios Logistics.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1980.\n- Ravi reports to Dmitri.\n- Tessa works for Crescent Telecom.\n- Amara reports to Yuki.\n- Zoya reports to Ingrid.\n- Helios Logistics is headquartered in Dunedin.\n- Atlas Freight is headquartered in Basel.\n- Viktor works for Crescent Telecom.\n- Ingrid reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1975.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Stefan works for Lattice Analytics.\n- Tobias reports to Sofia.\n- Callum reports to Ingrid.\n- Sanne reports to Chiara.\n- Wren reports to Callum.\n- Sanne works for Beacon Insurance.\n- Ravi works for Helios Logistics.\n- Sofia works for Lattice Analytics.\n- Emeka reports to Wren.\n- Beacon Insurance was founded in 1977.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 1982.\n- Pablo reports to Jonas.\n- Ingrid reports to Sanne.\n- Helios Logistics was founded in 2008.\n- Lattice Analytics is headquartered in Turku.\n- Stefan reports to Tobias.\n- Jonas reports to Ravi.\n- Chiara reports to Stefan.\n- Tobias works for Beacon Insurance.\n- Ingrid works for Lattice Analytics.\n- Emeka works for Helios Logistics.\n- Crescent Telecom is headquartered in Ghent.\n- Callum works for Helios Logistics.\n- Pablo works for Crescent Telecom.\n- Sofia reports to Pablo.\n- Helios Logistics is headquartered in Turku.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30438", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30439", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30440", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30441", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8996: employee Callum S., hired 24 January 2025, separated 23 July 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8996?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30442", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 December 2025): For employees hired on or after 10 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1397: employee Wren S., hired 20 March 2024, separated 25 June 2027 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-1397 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$12,385", "2": "$8,567", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30443", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9293: employee Sanne S., hired 05 February 2021, separated 17 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9293?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Felix works for Atlas Freight.\n- Lattice Analytics was founded in 2002.\n- Leila reports to Felix.\n- Mateo reports to Anders.\n- Chiara works for Lattice Analytics.\n- Emeka reports to Bruno.\n- Yuki reports to Emeka.\n- Chiara reports to Deshawn.\n- Mei reports to Wren.\n- Pinnacle Software is headquartered in Tampere.\n- Vantage Air was founded in 2004.\n- Anders reports to Mei.\n- Elena works for Pinnacle Software.\n- Pinnacle Software was founded in 1976.\n- Mateo works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Mei works for Vantage Air.\n- Atlas Freight is headquartered in Tampere.\n- Elena reports to Leila.\n- Anders works for Pinnacle Software.\n- Bruno reports to Chiara.\n- Deshawn works for Atlas Freight.\n- Emeka works for Lattice Analytics.\n- Wren reports to Elena.\n- Atlas Freight was founded in 2000.\n- Vantage Air is headquartered in Ghent.\n- Leila works for Vantage Air.\n- Deshawn reports to Mateo.\n- Lattice Analytics is headquartered in Tampere.\n- Bruno works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1971", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30445", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Wren.\n- Fernhill Foods is headquartered in Bergen.\n- Felix reports to Mara.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Amara reports to Yuki.\n- Lucia works for Crescent Telecom.\n- Elena reports to Lucia.\n- Sofia reports to Elena.\n- Elena works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Lyon.\n- Wren reports to Nadia.\n- Lucia reports to Amara.\n- Ironwood Manufacturing was founded in 2010.\n- Nadia reports to Priya.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Cedar Retail Group was founded in 2002.\n- Priya reports to Sofia.\n- Wren works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Felix works for Ironwood Manufacturing.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods was founded in 2007.\n- Mara works for Crescent Telecom.\n- Priya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30447", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9495: employee Lucia K., hired 25 June 2022, separated 31 January 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9495?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30448", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30449", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6876: employee Omar K., hired 30 October 2023, separated 25 July 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-6876 under the controlling rules.", "criteria": {"0": "$6,250", "1": "$22,750", "2": "$5,250", "3": "$5,312"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30450", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Chiara reports to Nadia.\n- Stefan reports to Bruno.\n- Pinnacle Software was founded in 1976.\n- Mateo reports to Hana.\n- Mateo works for Ironwood Manufacturing.\n- Bruno reports to Amara.\n- Amara reports to Chiara.\n- Zoya reports to Mateo.\n- Leila reports to Zoya.\n- Beacon Insurance was founded in 1994.\n- Ironwood Manufacturing was founded in 2001.\n- Nadia works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Northwind Systems was founded in 2001.\n- Hana reports to Stefan.\n- Beacon Insurance is headquartered in Austin.\n- Kenji reports to Leila.\n- Bruno works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Zoya works for Northwind Systems.\n- Amara works for Beacon Insurance.\n- Kenji works for Northwind Systems.\n- Pinnacle Software is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Austin", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30451", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 28 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7685: employee Dmitri B., hired 28 August 2022, separated 25 September 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7685?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30452", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1118: employee Anders M., hired 01 August 2021, separated 14 February 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-1118 under the controlling rules.", "criteria": {"0": "$16,226", "1": "$14,096", "2": "$16,096", "3": "$69,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30453", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 March 2023): For employees hired on or after 13 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5311: employee Sanne T., hired 04 January 2020, separated 08 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5311?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30454", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30455", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 2, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3887: employee Aisha M., hired 29 May 2021, separated 10 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3887?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30456", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1993.\n- Leila works for Vantage Air.\n- Emeka works for Pinnacle Software.\n- Mara reports to Emeka.\n- Pinnacle Software is headquartered in Austin.\n- Tessa works for Vantage Air.\n- Dmitri reports to Zoya.\n- Leila reports to Tessa.\n- Ravi reports to Anders.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ravi works for Vantage Air.\n- Tessa reports to Ravi.\n- Omar reports to Leila.\n- Lattice Analytics was founded in 1977.\n- Mara works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Emeka reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Leeds.\n- Omar works for Lattice Analytics.\n- Zoya reports to Omar.\n- Zoya works for Lattice Analytics.\n- Vantage Air was founded in 1993.\n- Sofia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30458", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30459", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30460", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6490: employee Stefan R., hired 16 March 2021, separated 31 October 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6490?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6490 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30461", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 September 2025): For employees hired on or after 10 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2587: employee Amara S., hired 06 April 2024, separated 14 August 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2587?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30462", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30463", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4154: employee Stefan A., hired 14 July 2023, separated 16 February 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4154?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30464", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4484: employee Mateo K., hired 02 August 2022, separated 29 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4484?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Mateo works for Bluepine Aviation.\n- Stefan reports to Felix.\n- Sanne works for Fernhill Foods.\n- Lucia reports to Mateo.\n- Mateo reports to Sanne.\n- Pablo works for Bluepine Aviation.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods was founded in 2006.\n- Sanne reports to Yuki.\n- Pablo reports to Stefan.\n- Ironwood Manufacturing was founded in 2010.\n- Felix works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Tessa reports to Kenji.\n- Elena reports to Pablo.\n- Kenji reports to Lucia.\n- Fernhill Foods is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Kenji works for Northwind Systems.\n- Bluepine Aviation was founded in 1998.\n- Northwind Systems was founded in 1983.\n- Tessa works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Felix reports to Tessa.\n- Yuki works for Fernhill Foods.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30466", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1628: employee Chiara R., hired 17 March 2021, separated 05 July 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2025-1628 under the controlling rules.", "criteria": {"0": "$18,800", "1": "$19,875", "2": "$85,800", "3": "$19,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30467", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30468", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5100: employee Elena R., hired 17 May 2021, separated 23 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5100?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30469", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ingrid.\n- Zoya works for Cedar Retail Group.\n- Emeka reports to Nadia.\n- Mateo reports to Mara.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Mara reports to Emeka.\n- Mateo works for Atlas Freight.\n- Cedar Retail Group was founded in 1975.\n- Summit Energy was founded in 2008.\n- Nadia reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Sanne reports to Leila.\n- Zoya reports to Yuki.\n- Nadia works for Cobalt Health.\n- Emeka works for Cedar Retail Group.\n- Atlas Freight was founded in 2009.\n- Cobalt Health is headquartered in Adelaide.\n- Ingrid reports to Mateo.\n- Yuki reports to Priya.\n- Yuki works for Cedar Retail Group.\n- Ingrid works for Summit Energy.\n- Priya works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Sanne works for Summit Energy.\n- Cedar Retail Group is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30471", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7345: employee Stefan M., hired 22 April 2023, separated 13 September 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-7345 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,000", "2": "$34,667", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1995.\n- Pablo works for Meridian Bank.\n- Jonas works for Crescent Telecom.\n- Yuki reports to Felix.\n- Meridian Bank is headquartered in Tampere.\n- Chiara reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Ghent.\n- Pablo reports to Yuki.\n- Kenji reports to Ingrid.\n- Chiara works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Dmitri works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Jonas reports to Dmitri.\n- Dmitri reports to Kenji.\n- Ravi works for Cobalt Health.\n- Ingrid reports to Pablo.\n- Vantage Air was founded in 1987.\n- Ravi reports to Jonas.\n- Meridian Bank was founded in 2006.\n- Crescent Telecom was founded in 1983.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Tampere.\n- Tessa reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30473", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30474", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30475", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-3 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8716: employee Amara S., hired 26 November 2022, separated 21 August 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-8716 under the controlling rules.", "criteria": {"0": "$9,692", "1": "$9,808", "2": "$42,000", "3": "$7,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Viktor reports to Wren.\n- Wren reports to Aisha.\n- Fernhill Foods was founded in 2014.\n- Zoya reports to Pablo.\n- Sanne reports to Elena.\n- Meridian Bank is headquartered in Adelaide.\n- Wren works for Meridian Bank.\n- Cobalt Health was founded in 1981.\n- Deshawn reports to Viktor.\n- Tessa reports to Deshawn.\n- Meridian Bank was founded in 1979.\n- Lucia works for Meridian Bank.\n- Tobias reports to Zoya.\n- Lucia reports to Sanne.\n- Dmitri reports to Tobias.\n- Pablo reports to Tessa.\n- Tessa works for Meridian Bank.\n- Elena reports to Dmitri.\n- Deshawn works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Sanne works for Vantage Air.\n- Zoya works for Cobalt Health.\n- Tobias works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Elena works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30477", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "referral", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ingrid.\n- Leila works for Lattice Analytics.\n- Ravi reports to Dmitri.\n- Sofia works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Dmitri reports to Lucia.\n- Viktor works for Lattice Analytics.\n- Northwind Systems was founded in 1984.\n- Chiara reports to Omar.\n- Aisha works for Northwind Systems.\n- Lattice Analytics was founded in 1979.\n- Ingrid reports to Emeka.\n- Bluepine Aviation was founded in 2001.\n- Sofia reports to Leila.\n- Chiara works for Crescent Telecom.\n- Emeka reports to Ravi.\n- Anders reports to Aisha.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Bergen.\n- Lucia reports to Chiara.\n- Crescent Telecom is headquartered in Valencia.\n- Ravi works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Northwind Systems is headquartered in Bergen.\n- Lucia works for Crescent Telecom.\n- Dmitri works for Lattice Analytics.\n- Viktor reports to Anders.\n- Bluepine Aviation is headquartered in Dunedin.\n- Anders works for Crescent Telecom.\n- Ingrid works for Bluepine Aviation.\n- Crescent Telecom was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30479", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-6 (VERSION 2, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2730: employee Ravi B., hired 19 July 2023, separated 01 August 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2730?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1975.\n- Tessa works for Helios Logistics.\n- Ravi reports to Tessa.\n- Viktor works for Bluepine Aviation.\n- Anders works for Vantage Air.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Tessa reports to Callum.\n- Bluepine Aviation was founded in 1991.\n- Ravi works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Anders reports to Hana.\n- Bluepine Aviation is headquartered in Turku.\n- Hana works for Vantage Air.\n- Kenji reports to Ravi.\n- Kenji works for Vantage Air.\n- Viktor reports to Kenji.\n- Pinnacle Software is headquartered in Turku.\n- Mei reports to Viktor.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Vantage Air is headquartered in Tallinn.\n- Hana reports to Mei.\n- Mara reports to Anders.\n- Pinnacle Software was founded in 1979.\n- Ingrid reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30481", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Leila.\n- Northwind Systems was founded in 2012.\n- Tessa works for Helios Logistics.\n- Dmitri works for Ironwood Manufacturing.\n- Chiara reports to Deshawn.\n- Ravi reports to Priya.\n- Fernhill Foods is headquartered in Malmo.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Callum works for Northwind Systems.\n- Leila works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.\n- Leila reports to Dmitri.\n- Amara reports to Ravi.\n- Deshawn reports to Callum.\n- Ravi works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Chiara works for Helios Logistics.\n- Amara works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1982.\n- Callum reports to Tessa.\n- Elena reports to Chiara.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Tessa reports to Amara.\n- Elena works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30483", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30484", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Lucia.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 1992.\n- Viktor works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Lattice Analytics was founded in 2007.\n- Lattice Analytics is headquartered in Turku.\n- Chiara reports to Tessa.\n- Deshawn reports to Zoya.\n- Priya works for Lattice Analytics.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Tessa reports to Callum.\n- Callum reports to Deshawn.\n- Cedar Retail Group was founded in 2014.\n- Anders reports to Dmitri.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Porto.\n- Zoya works for Lattice Analytics.\n- Chiara works for Cedar Retail Group.\n- Priya reports to Viktor.\n- Atlas Freight is headquartered in Basel.\n- Beacon Insurance was founded in 1994.\n- Anders works for Lattice Analytics.\n- Dmitri reports to Chiara.\n- Zoya reports to Priya.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2005", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30486", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30487", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30488", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30489", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 1981.\n- Anders works for Atlas Freight.\n- Dmitri works for Vantage Air.\n- Tobias works for Atlas Freight.\n- Omar works for Pinnacle Software.\n- Meridian Bank is headquartered in Austin.\n- Vantage Air is headquartered in Cork.\n- Mateo works for Pinnacle Software.\n- Omar reports to Ravi.\n- Anders reports to Mateo.\n- Pinnacle Software is headquartered in Austin.\n- Wren works for Vantage Air.\n- Priya works for Atlas Freight.\n- Deshawn works for Vantage Air.\n- Kenji reports to Dmitri.\n- Wren reports to Priya.\n- Meridian Bank was founded in 1991.\n- Ravi reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Vantage Air was founded in 1979.\n- Atlas Freight was founded in 1988.\n- Sanne reports to Anders.\n- Tobias reports to Wren.\n- Tessa works for Vantage Air.\n- Priya reports to Sanne.\n- Mateo reports to Omar.\n- Deshawn reports to Tessa.\n- Ravi works for Meridian Bank.\n- Dmitri reports to Tobias.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30491", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30492", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9538: employee Yuki A., hired 28 February 2023, separated 24 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9538?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Cobalt Health is headquartered in Basel.\n- Leila works for Fernhill Foods.\n- Stefan reports to Zoya.\n- Stefan works for Fernhill Foods.\n- Amara works for Helios Logistics.\n- Amara reports to Jonas.\n- Nadia works for Meridian Bank.\n- Fernhill Foods is headquartered in Leeds.\n- Dmitri reports to Anders.\n- Jonas works for Cobalt Health.\n- Meridian Bank is headquartered in Ghent.\n- Ravi reports to Nadia.\n- Bruno reports to Ravi.\n- Cobalt Health was founded in 1981.\n- Zoya works for Fernhill Foods.\n- Jonas reports to Bruno.\n- Helios Logistics is headquartered in Basel.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 2007.\n- Nadia reports to Stefan.\n- Anders reports to Leila.\n- Zoya reports to Dmitri.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics was founded in 2001.\n- Bruno works for Helios Logistics.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1980", "3": "1972"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30494", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "scale_up", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30495", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 3, EFFECTIVE 02 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3679: employee Anders B., hired 09 March 2021, separated 20 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3679?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30496", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Anders reports to Jonas.\n- Callum works for Atlas Freight.\n- Viktor reports to Pablo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Crescent Telecom was founded in 1979.\n- Stefan works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2014.\n- Northwind Systems was founded in 1996.\n- Crescent Telecom is headquartered in Tallinn.\n- Northwind Systems is headquartered in Lyon.\n- Atlas Freight is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1988.\n- Bruno reports to Callum.\n- Stefan reports to Wren.\n- Jonas reports to Viktor.\n- Jonas works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Callum reports to Stefan.\n- Wren reports to Anders.\n- Viktor works for Crescent Telecom.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30498", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30499", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 45443 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30500", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mei.\n- Elena works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Fernhill Foods was founded in 1976.\n- Yuki works for Vantage Air.\n- Hana reports to Ravi.\n- Viktor reports to Yuki.\n- Vantage Air is headquartered in Ghent.\n- Atlas Freight is headquartered in Tampere.\n- Aisha works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Yuki reports to Tessa.\n- Jonas works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Elena reports to Aisha.\n- Vantage Air was founded in 2012.\n- Nadia reports to Viktor.\n- Mei reports to Deshawn.\n- Ravi works for Vantage Air.\n- Aisha reports to Nadia.\n- Mara reports to Hana.\n- Cedar Retail Group was founded in 2008.\n- Ravi reports to Jonas.\n- Viktor works for Fernhill Foods.\n- Tessa reports to Mara.\n- Cedar Retail Group is headquartered in Porto.\n- Atlas Freight was founded in 2002.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Lucia.\n- Dmitri works for Atlas Freight.\n- Pablo reports to Kenji.\n- Crescent Telecom was founded in 1981.\n- Sofia reports to Callum.\n- Mara reports to Amara.\n- Pinnacle Software was founded in 2008.\n- Mara works for Crescent Telecom.\n- Amara reports to Dmitri.\n- Bluepine Aviation was founded in 2015.\n- Kenji works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Nagoya.\n- Nadia works for Crescent Telecom.\n- Pinnacle Software is headquartered in Nagoya.\n- Nadia reports to Ingrid.\n- Amara works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Mara.\n- Pablo works for Pinnacle Software.\n- Lucia reports to Sofia.\n- Bluepine Aviation is headquartered in Tampere.\n- Callum reports to Nadia.\n- Lucia works for Pinnacle Software.\n- Sofia works for Bluepine Aviation.\n- Callum works for Pinnacle Software.\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Cork", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30503", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3554: employee Aisha R., hired 19 October 2021, separated 17 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3554?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30504", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6826: employee Sofia T., hired 21 February 2022, separated 28 September 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6826?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Wren.\n- Elena works for Pinnacle Software.\n- Nadia reports to Aisha.\n- Wren works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana works for Helios Logistics.\n- Callum reports to Amara.\n- Summit Energy was founded in 2002.\n- Pablo works for Helios Logistics.\n- Nadia works for Pinnacle Software.\n- Helios Logistics is headquartered in Ghent.\n- Pinnacle Software is headquartered in Ghent.\n- Aisha reports to Elena.\n- Amara works for Ironwood Manufacturing.\n- Elena reports to Hana.\n- Aisha works for Ironwood Manufacturing.\n- Jonas reports to Callum.\n- Hana reports to Zoya.\n- Pinnacle Software was founded in 2009.\n- Ironwood Manufacturing was founded in 1977.\n- Helios Logistics was founded in 1982.\n- Callum works for Summit Energy.\n- Wren reports to Jonas.\n- Amara reports to Pablo.\n- Summit Energy is headquartered in Dunedin.\n- Zoya works for Ironwood Manufacturing.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30506", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 2794 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30507", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Bluepine Aviation was founded in 2007.\n- Cobalt Health was founded in 2000.\n- Stefan works for Cobalt Health.\n- Northwind Systems is headquartered in Valencia.\n- Amara reports to Aisha.\n- Mei works for Bluepine Aviation.\n- Cobalt Health is headquartered in Basel.\n- Aisha reports to Emeka.\n- Anders reports to Amara.\n- Northwind Systems was founded in 2006.\n- Anders works for Bluepine Aviation.\n- Emeka works for Northwind Systems.\n- Emeka reports to Tobias.\n- Mei reports to Tessa.\n- Amara works for Bluepine Aviation.\n- Priya reports to Anders.\n- Beacon Insurance is headquartered in Brno.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Tobias reports to Stefan.\n- Tessa reports to Priya.\n- Elena works for Northwind Systems.\n- Beacon Insurance was founded in 2014.\n- Bluepine Aviation is headquartered in Brno.\n- Elena reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2005", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30510", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30511", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4311: employee Callum K., hired 20 June 2020, separated 13 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4311?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30512", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30513", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 39431 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30514", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Sanne works for Cobalt Health.\n- Dmitri works for Ironwood Manufacturing.\n- Leila works for Lattice Analytics.\n- Callum reports to Lucia.\n- Callum works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1999.\n- Leila reports to Zoya.\n- Nadia works for Ironwood Manufacturing.\n- Dmitri reports to Wren.\n- Beacon Insurance was founded in 2005.\n- Lucia reports to Sanne.\n- Bruno works for Lattice Analytics.\n- Cobalt Health is headquartered in Nagoya.\n- Nadia reports to Leila.\n- Lattice Analytics is headquartered in Adelaide.\n- Zoya reports to Callum.\n- Felix reports to Nadia.\n- Wren works for Beacon Insurance.\n- Lattice Analytics was founded in 2001.\n- Felix works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Sanne reports to Bruno.\n- Lucia works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tallinn.\n- Crescent Telecom was founded in 2003.\n- Deshawn works for Crescent Telecom.\n- Tessa works for Fernhill Foods.\n- Amara reports to Pablo.\n- Ravi works for Lattice Analytics.\n- Tessa reports to Elena.\n- Ravi reports to Kenji.\n- Elena works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Crescent Telecom is headquartered in Oslo.\n- Deshawn reports to Mara.\n- Pablo works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Tessa.\n- Pablo reports to Aisha.\n- Fernhill Foods was founded in 2015.\n- Ingrid works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Mara reports to Amara.\n- Vantage Air was founded in 1989.\n- Vantage Air is headquartered in Austin.\n- Lattice Analytics was founded in 1991.\n- Sanne works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.\n- Kenji reports to Deshawn.\n- Ingrid reports to Sanne.\n- Kenji works for Crescent Telecom.\n- Sanne reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1994", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30517", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3910: employee Emeka S., hired 29 May 2022, separated 11 April 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-3910 under the controlling rules.", "criteria": {"0": "$12,800", "1": "$10,800", "2": "$10,875", "3": "$46,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30518", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8817: employee Nadia M., hired 13 February 2020, separated 13 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8817?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Wren works for Summit Energy.\n- Nadia reports to Priya.\n- Cobalt Health was founded in 1985.\n- Viktor works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Lucia reports to Viktor.\n- Nadia works for Cobalt Health.\n- Tessa reports to Callum.\n- Crescent Telecom is headquartered in Brno.\n- Beacon Insurance was founded in 2007.\n- Stefan reports to Lucia.\n- Ingrid works for Cobalt Health.\n- Tessa works for Crescent Telecom.\n- Summit Energy was founded in 2011.\n- Stefan works for Cobalt Health.\n- Ingrid reports to Wren.\n- Priya reports to Ingrid.\n- Viktor reports to Nadia.\n- Summit Energy is headquartered in Adelaide.\n- Cobalt Health is headquartered in Adelaide.\n- Wren reports to Tessa.\n- Pablo reports to Stefan.\n- Priya works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom was founded in 2003.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30520", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 July 2023): For employees hired on or after 31 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4631: employee Bruno S., hired 14 May 2021, separated 24 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4631?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30521", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Omar.\n- Stefan reports to Wren.\n- Ironwood Manufacturing is headquartered in Turku.\n- Tobias reports to Priya.\n- Beacon Insurance is headquartered in Malmo.\n- Wren works for Cedar Retail Group.\n- Chiara works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Beacon Insurance was founded in 1992.\n- Cedar Retail Group was founded in 1978.\n- Omar works for Cedar Retail Group.\n- Stefan works for Bluepine Aviation.\n- Omar reports to Callum.\n- Cedar Retail Group is headquartered in Malmo.\n- Hana reports to Anders.\n- Anders works for Cedar Retail Group.\n- Wren reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Priya reports to Stefan.\n- Ironwood Manufacturing was founded in 1976.\n- Bluepine Aviation is headquartered in Turku.\n- Bluepine Aviation was founded in 1997.\n- Callum reports to Hana.\n- Bruno reports to Chiara.\n- Priya works for Beacon Insurance.\n- Callum works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Bruno reports to Amara.\n- Amara reports to Ingrid.\n- Ingrid reports to Mara.\n- Summit Energy is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Mara works for Summit Energy.\n- Felix reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Felix works for Summit Energy.\n- Mateo reports to Hana.\n- Fernhill Foods was founded in 1986.\n- Hana works for Summit Energy.\n- Lattice Analytics was founded in 1994.\n- Lattice Analytics is headquartered in Turku.\n- Summit Energy was founded in 2014.\n- Hana reports to Felix.\n- Fernhill Foods is headquartered in Brno.\n- Ingrid works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Stefan reports to Mateo.\n- Pinnacle Software was founded in 2007.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Turku", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30524", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Anders reports to Mei.\n- Helios Logistics is headquartered in Ghent.\n- Tobias reports to Stefan.\n- Bluepine Aviation was founded in 2005.\n- Wren works for Helios Logistics.\n- Cedar Retail Group is headquartered in Ghent.\n- Stefan reports to Emeka.\n- Bluepine Aviation is headquartered in Ghent.\n- Priya works for Bluepine Aviation.\n- Mei reports to Wren.\n- Callum works for Helios Logistics.\n- Wren reports to Tobias.\n- Helios Logistics was founded in 1985.\n- Vantage Air was founded in 2008.\n- Emeka reports to Priya.\n- Pablo works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Cedar Retail Group was founded in 1999.\n- Priya reports to Callum.\n- Callum reports to Ravi.\n- Anders works for Cedar Retail Group.\n- Mei works for Bluepine Aviation.\n- Pablo reports to Anders.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30526", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30527", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 63886, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tobias.\n- Kenji reports to Sanne.\n- Summit Energy was founded in 1998.\n- Sofia reports to Aisha.\n- Mateo reports to Kenji.\n- Sanne reports to Pablo.\n- Cedar Retail Group was founded in 1981.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Basel.\n- Cedar Retail Group is headquartered in Halifax.\n- Summit Energy is headquartered in Adelaide.\n- Mateo works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Pablo works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Priya reports to Yuki.\n- Lattice Analytics is headquartered in Basel.\n- Pablo reports to Priya.\n- Tobias works for Helios Logistics.\n- Yuki reports to Sofia.\n- Kenji works for Cedar Retail Group.\n- Lattice Analytics was founded in 1989.\n- Leila reports to Mateo.\n- Sofia works for Lattice Analytics.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Cedar Retail Group was founded in 1997.\n- Viktor works for Cobalt Health.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Aisha works for Atlas Freight.\n- Sofia works for Cobalt Health.\n- Sofia reports to Ingrid.\n- Vantage Air is headquartered in Austin.\n- Jonas reports to Aisha.\n- Aisha reports to Viktor.\n- Lucia works for Cobalt Health.\n- Chiara reports to Sofia.\n- Viktor reports to Chiara.\n- Cobalt Health was founded in 1987.\n- Cobalt Health is headquartered in Basel.\n- Ingrid reports to Lucia.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Chiara works for Cobalt Health.\n- Atlas Freight is headquartered in Bergen.\n- Vantage Air was founded in 2009.\n- Hana reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1987.\n- Viktor reports to Hana.\n- Bruno reports to Deshawn.\n- Hana reports to Callum.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Malmo.\n- Pablo reports to Mara.\n- Nadia reports to Wren.\n- Meridian Bank was founded in 1981.\n- Felix works for Meridian Bank.\n- Summit Energy was founded in 2009.\n- Bluepine Aviation is headquartered in Malmo.\n- Summit Energy is headquartered in Cork.\n- Callum reports to Nadia.\n- Felix reports to Viktor.\n- Pablo works for Meridian Bank.\n- Deshawn works for Vantage Air.\n- Mara reports to Bruno.\n- Callum works for Bluepine Aviation.\n- Hana works for Meridian Bank.\n- Bruno works for Vantage Air.\n- Nadia works for Summit Energy.\n- Wren reports to Pablo.\n- Meridian Bank is headquartered in Malmo.\n- Viktor works for Meridian Bank.\n- Bluepine Aviation was founded in 2009.\n- Wren works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Bruno reports to Leila.\n- Atlas Freight is headquartered in Valencia.\n- Pablo works for Atlas Freight.\n- Ravi reports to Dmitri.\n- Tobias works for Fernhill Foods.\n- Zoya works for Atlas Freight.\n- Wren reports to Pablo.\n- Leila reports to Tobias.\n- Tobias reports to Anders.\n- Elena reports to Bruno.\n- Aisha reports to Wren.\n- Leila works for Fernhill Foods.\n- Zoya reports to Aisha.\n- Anders reports to Ravi.\n- Anders works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Atlas Freight was founded in 1988.\n- Bluepine Aviation was founded in 2003.\n- Wren works for Atlas Freight.\n- Dmitri reports to Deshawn.\n- Helios Logistics is headquartered in Malmo.\n- Elena works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Deshawn reports to Zoya.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics was founded in 1994.\n- Bluepine Aviation is headquartered in Valencia.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1985.\n- Northwind Systems was founded in 2007.\n- Viktor reports to Lucia.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Sanne reports to Zoya.\n- Pinnacle Software was founded in 1998.\n- Lucia works for Pinnacle Software.\n- Deshawn reports to Viktor.\n- Bruno works for Lattice Analytics.\n- Lucia reports to Mei.\n- Emeka works for Atlas Freight.\n- Zoya reports to Emeka.\n- Sanne works for Lattice Analytics.\n- Atlas Freight is headquartered in Valencia.\n- Chiara works for Atlas Freight.\n- Northwind Systems is headquartered in Leeds.\n- Viktor works for Northwind Systems.\n- Mei reports to Anders.\n- Pinnacle Software is headquartered in Halifax.\n- Aisha works for Pinnacle Software.\n- Lattice Analytics is headquartered in Bergen.\n- Anders reports to Aisha.\n- Emeka reports to Pablo.\n- Pablo works for Northwind Systems.\n- Pablo reports to Bruno.\n- Deshawn works for Pinnacle Software.\n- Anders works for Lattice Analytics.\n- Chiara reports to Sanne.\n- Bruno reports to Deshawn.\n- Mei works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30533", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30534", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off", "4": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30535", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 20 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7587: employee Chiara M., hired 22 June 2021, separated 14 July 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7587?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Mei reports to Lucia.\n- Tobias reports to Mei.\n- Beacon Insurance was founded in 2012.\n- Cedar Retail Group was founded in 2004.\n- Hana works for Cedar Retail Group.\n- Ingrid reports to Tobias.\n- Sanne reports to Pablo.\n- Pablo reports to Ravi.\n- Nadia reports to Sanne.\n- Pablo works for Beacon Insurance.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Beacon Insurance.\n- Meridian Bank was founded in 1985.\n- Ravi works for Beacon Insurance.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom was founded in 1977.\n- Beacon Insurance is headquartered in Dunedin.\n- Lucia reports to Nadia.\n- Mara reports to Ingrid.\n- Hana reports to Mara.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mara works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30538", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6429: employee Zoya M., hired 25 October 2020, separated 13 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6429?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1995.\n- Meridian Bank was founded in 2007.\n- Chiara works for Atlas Freight.\n- Amara works for Northwind Systems.\n- Ingrid works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Amara reports to Nadia.\n- Deshawn reports to Yuki.\n- Callum reports to Dmitri.\n- Mara works for Meridian Bank.\n- Felix reports to Chiara.\n- Deshawn works for Northwind Systems.\n- Mara reports to Deshawn.\n- Chiara reports to Mara.\n- Leila works for Atlas Freight.\n- Dmitri works for Lattice Analytics.\n- Nadia reports to Leila.\n- Meridian Bank is headquartered in Leeds.\n- Leila reports to Ingrid.\n- Elena works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Atlas Freight is headquartered in Cork.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1979.\n- Nadia works for Atlas Freight.\n- Yuki reports to Elena.\n- Northwind Systems is headquartered in Oslo.\n- Felix works for Northwind Systems.\n- Elena reports to Callum.\n- Ingrid reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1982", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30540", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-7 (VERSION 7, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6311: employee Amara K., hired 21 June 2023, separated 15 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6311?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30541", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Turku.\n- Priya reports to Pablo.\n- Priya works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Pablo works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation was founded in 1985.\n- Atlas Freight was founded in 1986.\n- Viktor reports to Emeka.\n- Meridian Bank was founded in 1982.\n- Northwind Systems was founded in 1996.\n- Bluepine Aviation is headquartered in Austin.\n- Sanne reports to Deshawn.\n- Callum works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Pablo reports to Callum.\n- Jonas reports to Sanne.\n- Emeka works for Meridian Bank.\n- Deshawn reports to Viktor.\n- Yuki works for Bluepine Aviation.\n- Yuki reports to Priya.\n- Kenji reports to Jonas.\n- Meridian Bank is headquartered in Turku.\n- Viktor works for Northwind Systems.\n- Emeka reports to Yuki.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30543", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2983: employee Tessa B., hired 09 March 2020, separated 04 April 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-2983 under the controlling rules.", "criteria": {"0": "$25,481", "1": "$26,611", "2": "$26,481", "3": "$114,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30544", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4959: employee Aisha R., hired 07 March 2023, separated 19 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4959?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4959 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30545", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30546", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30547", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 19 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 October 2022): For employees hired on or after 13 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9385: employee Leila R., hired 12 May 2020, separated 26 April 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9385?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Cork.\n- Sanne reports to Lucia.\n- Yuki works for Pinnacle Software.\n- Cobalt Health is headquartered in Porto.\n- Mei reports to Sanne.\n- Lucia reports to Sofia.\n- Mei works for Pinnacle Software.\n- Cobalt Health was founded in 1989.\n- Sanne works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Nadia works for Atlas Freight.\n- Callum reports to Chiara.\n- Sofia works for Atlas Freight.\n- Nadia reports to Ingrid.\n- Pinnacle Software was founded in 1976.\n- Atlas Freight is headquartered in Turku.\n- Vantage Air was founded in 2001.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Callum.\n- Stefan reports to Mei.\n- Yuki reports to Stefan.\n- Lucia works for Pinnacle Software.\n- Atlas Freight was founded in 2001.\n- Stefan works for Pinnacle Software.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Fernhill Foods.\n- Omar reports to Ravi.\n- Atlas Freight was founded in 1990.\n- Ingrid works for Cedar Retail Group.\n- Ravi works for Fernhill Foods.\n- Tessa reports to Wren.\n- Yuki works for Lattice Analytics.\n- Lucia works for Fernhill Foods.\n- Omar works for Lattice Analytics.\n- Yuki reports to Lucia.\n- Lucia reports to Deshawn.\n- Cedar Retail Group is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Austin.\n- Wren reports to Omar.\n- Tessa works for Cedar Retail Group.\n- Lattice Analytics was founded in 2013.\n- Leila reports to Ingrid.\n- Wren works for Lattice Analytics.\n- Cedar Retail Group was founded in 1978.\n- Leila works for Lattice Analytics.\n- Atlas Freight is headquartered in Tallinn.\n- Ravi reports to Yuki.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara reports to Leila.\n- Chiara works for Cedar Retail Group.\n- Fernhill Foods was founded in 1982.\n- Ingrid reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30550", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Lyon.\n- Anders reports to Ingrid.\n- Lattice Analytics is headquartered in Adelaide.\n- Meridian Bank was founded in 2000.\n- Sofia reports to Leila.\n- Leila reports to Tessa.\n- Cedar Retail Group was founded in 1983.\n- Sofia works for Meridian Bank.\n- Anders works for Lattice Analytics.\n- Jonas works for Meridian Bank.\n- Northwind Systems is headquartered in Austin.\n- Leila works for Northwind Systems.\n- Tessa works for Meridian Bank.\n- Northwind Systems was founded in 1981.\n- Meridian Bank is headquartered in Lyon.\n- Ingrid reports to Viktor.\n- Jonas reports to Lucia.\n- Ingrid works for Meridian Bank.\n- Viktor works for Lattice Analytics.\n- Lucia reports to Anders.\n- Viktor reports to Sofia.\n- Lucia works for Meridian Bank.\n- Lattice Analytics was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30552", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6885: employee Nadia A., hired 13 March 2023, separated 27 January 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-6885 under the controlling rules.", "criteria": {"0": "$48,000", "1": "$13,077", "2": "$10,962", "3": "$11,077"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Meridian Bank was founded in 1993.\n- Kenji works for Beacon Insurance.\n- Ingrid works for Lattice Analytics.\n- Crescent Telecom was founded in 1999.\n- Stefan reports to Kenji.\n- Kenji reports to Hana.\n- Crescent Telecom is headquartered in Halifax.\n- Stefan works for Beacon Insurance.\n- Bruno reports to Ingrid.\n- Beacon Insurance is headquartered in Valencia.\n- Pablo reports to Tobias.\n- Tobias works for Beacon Insurance.\n- Hana reports to Anders.\n- Lattice Analytics is headquartered in Halifax.\n- Lattice Analytics was founded in 1990.\n- Hana works for Meridian Bank.\n- Beacon Insurance was founded in 2014.\n- Tobias reports to Stefan.\n- Ingrid reports to Pablo.\n- Anders works for Crescent Telecom.\n- Meridian Bank is headquartered in Brno.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2002.\n- Felix reports to Ingrid.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Yuki works for Summit Energy.\n- Felix works for Pinnacle Software.\n- Ingrid works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Basel.\n- Tessa works for Vantage Air.\n- Priya works for Summit Energy.\n- Yuki reports to Jonas.\n- Vantage Air was founded in 1993.\n- Pinnacle Software is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1989.\n- Jonas works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Jonas reports to Tessa.\n- Summit Energy was founded in 2011.\n- Priya reports to Yuki.\n- Stefan reports to Nadia.\n- Nadia reports to Priya.\n- Ingrid reports to Stefan.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30555", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 September 2025): For employees hired on or after 28 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6046: employee Bruno T., hired 16 February 2022, separated 13 March 2027 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2025-6046 under the controlling rules.", "criteria": {"0": "$19,125", "1": "$19,200", "2": "$83,200", "3": "$18,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30556", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6310: employee Zoya S., hired 05 August 2021, separated 12 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6310?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1986.\n- Bluepine Aviation is headquartered in Austin.\n- Summit Energy was founded in 2013.\n- Emeka reports to Hana.\n- Sofia reports to Emeka.\n- Atlas Freight is headquartered in Tallinn.\n- Wren works for Helios Logistics.\n- Callum reports to Mateo.\n- Leila works for Atlas Freight.\n- Sanne reports to Callum.\n- Bruno works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Helios Logistics is headquartered in Austin.\n- Viktor works for Bluepine Aviation.\n- Helios Logistics was founded in 1993.\n- Stefan works for Atlas Freight.\n- Bluepine Aviation was founded in 2005.\n- Sofia works for Bluepine Aviation.\n- Hana reports to Stefan.\n- Leila reports to Sofia.\n- Mateo works for Summit Energy.\n- Sanne works for Helios Logistics.\n- Stefan reports to Wren.\n- Wren reports to Viktor.\n- Zoya works for Helios Logistics.\n- Zoya reports to Bruno.\n- Summit Energy is headquartered in Tallinn.\n- Callum works for Bluepine Aviation.\n- Bruno reports to Sanne.\n- Mateo reports to Leila.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30558", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8384: employee Nadia S., hired 17 February 2023, separated 07 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8384?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30559", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 4, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2514: employee Mei B., hired 18 April 2022, separated 18 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2514?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2514 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Yuki.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Fernhill Foods is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Nadia reports to Sofia.\n- Yuki works for Summit Energy.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Fernhill Foods was founded in 2014.\n- Cobalt Health was founded in 1978.\n- Priya reports to Nadia.\n- Nadia works for Cobalt Health.\n- Jonas reports to Priya.\n- Dmitri reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Sofia reports to Sanne.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Jonas works for Pinnacle Software.\n- Dmitri works for Fernhill Foods.\n- Sanne reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30561", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2685: employee Mara B., hired 20 July 2024, separated 29 March 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2685?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30562", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30563", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30564", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8565: employee Chiara R., hired 08 November 2022, separated 10 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8565?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30565", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 June 2023): For employees hired on or after 17 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9737: employee Emeka K., hired 06 May 2022, separated 31 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9737?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9737 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30566", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Deshawn works for Meridian Bank.\n- Amara reports to Sofia.\n- Lattice Analytics was founded in 1977.\n- Meridian Bank was founded in 1984.\n- Callum works for Vantage Air.\n- Anders reports to Deshawn.\n- Dmitri works for Vantage Air.\n- Sofia works for Crescent Telecom.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air was founded in 1993.\n- Amara works for Meridian Bank.\n- Stefan reports to Amara.\n- Viktor works for Lattice Analytics.\n- Meridian Bank is headquartered in Malmo.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 1992.\n- Anders works for Meridian Bank.\n- Deshawn reports to Callum.\n- Stefan works for Lattice Analytics.\n- Vantage Air is headquartered in Oslo.\n- Callum reports to Stefan.\n- Sofia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30568", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30569", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1327: employee Kenji B., hired 20 September 2020, separated 03 November 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-1327?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30570", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30571", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30572", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1908: employee Zoya R., hired 18 April 2021, separated 24 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-1908 under the controlling rules.", "criteria": {"0": "$15,312", "1": "$66,083", "2": "$15,250", "3": "$13,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1975.\n- Bruno reports to Zoya.\n- Tobias reports to Felix.\n- Felix reports to Jonas.\n- Bruno works for Ironwood Manufacturing.\n- Amara reports to Aisha.\n- Jonas reports to Hana.\n- Aisha works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1983.\n- Sofia reports to Leila.\n- Northwind Systems was founded in 1999.\n- Hana works for Northwind Systems.\n- Zoya works for Vantage Air.\n- Felix works for Vantage Air.\n- Northwind Systems is headquartered in Valencia.\n- Jonas works for Cedar Retail Group.\n- Vantage Air is headquartered in Austin.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2000.\n- Zoya reports to Amara.\n- Leila reports to Bruno.\n- Amara works for Cedar Retail Group.\n- Tobias works for Northwind Systems.\n- Hana reports to Sofia.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Amara reports to Elena.\n- Emeka works for Ironwood Manufacturing.\n- Elena works for Northwind Systems.\n- Meridian Bank was founded in 1994.\n- Mateo reports to Emeka.\n- Meridian Bank is headquartered in Turku.\n- Sanne reports to Amara.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Bergen.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2014.\n- Tessa reports to Chiara.\n- Emeka reports to Mei.\n- Northwind Systems is headquartered in Turku.\n- Mei works for Beacon Insurance.\n- Pablo reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Zoya works for Beacon Insurance.\n- Northwind Systems was founded in 1990.\n- Tessa works for Beacon Insurance.\n- Zoya reports to Tessa.\n- Chiara reports to Mateo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Mei reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Wren.\n- Lucia works for Pinnacle Software.\n- Wren works for Summit Energy.\n- Wren reports to Kenji.\n- Cobalt Health was founded in 2004.\n- Summit Energy is headquartered in Lyon.\n- Cobalt Health is headquartered in Cork.\n- Sofia reports to Chiara.\n- Felix works for Pinnacle Software.\n- Sofia works for Summit Energy.\n- Felix reports to Zoya.\n- Pinnacle Software is headquartered in Bergen.\n- Chiara reports to Lucia.\n- Pinnacle Software was founded in 1988.\n- Chiara works for Lattice Analytics.\n- Kenji works for Pinnacle Software.\n- Summit Energy was founded in 1989.\n- Kenji reports to Tessa.\n- Lattice Analytics was founded in 2005.\n- Emeka reports to Mara.\n- Tessa reports to Emeka.\n- Lattice Analytics is headquartered in Lyon.\n- Zoya reports to Sofia.\n- Emeka works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Mara works for Pinnacle Software.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30576", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30577", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Mei reports to Tessa.\n- Dmitri works for Northwind Systems.\n- Bluepine Aviation was founded in 2003.\n- Mara reports to Dmitri.\n- Mara works for Northwind Systems.\n- Wren works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Wren reports to Ravi.\n- Northwind Systems is headquartered in Porto.\n- Cobalt Health was founded in 1991.\n- Meridian Bank was founded in 1989.\n- Ravi reports to Mei.\n- Mateo works for Northwind Systems.\n- Bruno reports to Wren.\n- Bluepine Aviation is headquartered in Valencia.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank is headquartered in Porto.\n- Tessa reports to Mara.\n- Dmitri reports to Mateo.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30579", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30580", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2026: employee Pablo K., hired 06 February 2020, separated 22 September 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2026?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30581", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 May 2025): For employees hired on or after 23 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4112: employee Mateo A., hired 07 October 2023, separated 16 September 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-4112 under the controlling rules.", "criteria": {"0": "$5,075", "1": "$30,333", "2": "$5,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30582", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6438: employee Sanne T., hired 10 October 2021, separated 21 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6438?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30583", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30584", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30585", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30586", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9191: employee Nadia S., hired 05 February 2022, separated 21 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9191?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30587", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30588", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30589", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30590", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30591", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8774: employee Emeka K., hired 25 June 2022, separated 03 April 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8774?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30592", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 14257 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30593", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Aisha.\n- Wren reports to Sanne.\n- Deshawn reports to Tessa.\n- Tessa works for Vantage Air.\n- Sanne works for Helios Logistics.\n- Aisha reports to Anders.\n- Vantage Air is headquartered in Dunedin.\n- Kenji works for Vantage Air.\n- Kenji reports to Wren.\n- Elena works for Beacon Insurance.\n- Vantage Air was founded in 1995.\n- Beacon Insurance is headquartered in Dunedin.\n- Beacon Insurance was founded in 2014.\n- Anders works for Fernhill Foods.\n- Helios Logistics was founded in 1983.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1995.\n- Aisha works for Beacon Insurance.\n- Wren works for Helios Logistics.\n- Deshawn works for Vantage Air.\n- Sanne reports to Deshawn.\n- Anders reports to Elena.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30595", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Zoya.\n- Lattice Analytics was founded in 1993.\n- Hana reports to Felix.\n- Omar works for Lattice Analytics.\n- Felix reports to Sofia.\n- Leila works for Vantage Air.\n- Omar reports to Hana.\n- Leila reports to Mei.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Sofia works for Lattice Analytics.\n- Vantage Air is headquartered in Turku.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Porto.\n- Deshawn reports to Chiara.\n- Zoya reports to Sanne.\n- Cedar Retail Group was founded in 1993.\n- Zoya works for Cobalt Health.\n- Lattice Analytics is headquartered in Turku.\n- Sanne works for Lattice Analytics.\n- Mei reports to Deshawn.\n- Chiara works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Sanne reports to Leila.\n- Cobalt Health was founded in 1983.\n- Vantage Air was founded in 1985.\n- Felix works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30597", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8363: employee Hana R., hired 12 September 2021, separated 20 October 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-8363 under the controlling rules.", "criteria": {"0": "$10,250", "1": "$44,200", "2": "$10,700", "3": "$10,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Crescent Telecom is headquartered in Lyon.\n- Lucia works for Vantage Air.\n- Cedar Retail Group was founded in 2009.\n- Hana reports to Felix.\n- Sofia works for Helios Logistics.\n- Bruno works for Crescent Telecom.\n- Tobias reports to Chiara.\n- Tobias works for Helios Logistics.\n- Callum reports to Hana.\n- Helios Logistics is headquartered in Lyon.\n- Hana works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Chiara reports to Callum.\n- Felix reports to Sofia.\n- Vantage Air was founded in 2004.\n- Callum works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Helios Logistics was founded in 1989.\n- Cedar Retail Group is headquartered in Tallinn.\n- Crescent Telecom was founded in 1993.\n- Anders works for Crescent Telecom.\n- Anders reports to Tobias.\n- Yuki reports to Anders.\n- Sofia reports to Lucia.\n- Bruno reports to Yuki.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1987", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Brno.\n- Priya reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2006.\n- Tessa works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Brno.\n- Mateo reports to Stefan.\n- Ravi works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1998.\n- Priya works for Pinnacle Software.\n- Jonas works for Ironwood Manufacturing.\n- Sanne reports to Ravi.\n- Ironwood Manufacturing is headquartered in Cork.\n- Fernhill Foods is headquartered in Brno.\n- Fernhill Foods was founded in 1987.\n- Mara reports to Tessa.\n- Jonas reports to Priya.\n- Stefan reports to Sanne.\n- Helios Logistics was founded in 1986.\n- Tessa reports to Mateo.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30600", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7528: employee Kenji S., hired 11 September 2024, separated 29 December 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7528?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30601", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Nadia reports to Jonas.\n- Helios Logistics was founded in 2014.\n- Felix works for Helios Logistics.\n- Felix reports to Sanne.\n- Anders reports to Tobias.\n- Meridian Bank was founded in 1999.\n- Northwind Systems is headquartered in Brno.\n- Anders works for Meridian Bank.\n- Northwind Systems was founded in 2004.\n- Jonas works for Helios Logistics.\n- Chiara reports to Nadia.\n- Pinnacle Software was founded in 1979.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Sanne works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Sanne reports to Chiara.\n- Jonas reports to Tessa.\n- Meridian Bank is headquartered in Porto.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Tessa reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30603", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30604", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6318: employee Zoya M., hired 28 April 2020, separated 18 December 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6318?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30605", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-2 (VERSION 2, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 October 2025): For employees hired on or after 25 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8854: employee Amara K., hired 13 August 2025, separated 05 September 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-8854 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$4,400", "2": "$7,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8854 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30606", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2887: employee Mara S., hired 09 August 2021, separated 17 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2887?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30607", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30608", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30609", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8303: employee Sofia S., hired 02 May 2023, separated 11 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8303?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30610", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30611", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7432: employee Aisha K., hired 14 June 2022, separated 24 September 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-7432 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$2,275", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Summit Energy was founded in 1978.\n- Aisha works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Tessa reports to Aisha.\n- Felix works for Helios Logistics.\n- Beacon Insurance is headquartered in Valencia.\n- Helios Logistics was founded in 2004.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Beacon Insurance was founded in 1997.\n- Summit Energy is headquartered in Valencia.\n- Chiara works for Helios Logistics.\n- Sofia works for Summit Energy.\n- Emeka reports to Deshawn.\n- Aisha reports to Chiara.\n- Ironwood Manufacturing was founded in 1976.\n- Helios Logistics is headquartered in Valencia.\n- Anders works for Ironwood Manufacturing.\n- Viktor works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Deshawn reports to Sofia.\n- Nadia reports to Viktor.\n- Emeka works for Summit Energy.\n- Nadia works for Summit Energy.\n- Felix reports to Tessa.\n- Anders reports to Emeka.\n- Sofia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ingrid.\n- Sanne works for Bluepine Aviation.\n- Ingrid reports to Sanne.\n- Lattice Analytics is headquartered in Bergen.\n- Chiara works for Lattice Analytics.\n- Tobias reports to Yuki.\n- Priya works for Summit Energy.\n- Ravi works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Vantage Air is headquartered in Leeds.\n- Summit Energy was founded in 2008.\n- Viktor works for Bluepine Aviation.\n- Tobias works for Summit Energy.\n- Bluepine Aviation was founded in 1991.\n- Viktor reports to Mara.\n- Vantage Air was founded in 2013.\n- Yuki reports to Priya.\n- Ravi reports to Felix.\n- Mara works for Summit Energy.\n- Sanne reports to Tobias.\n- Chiara reports to Viktor.\n- Priya reports to Ravi.\n- Bluepine Aviation is headquartered in Malmo.\n- Felix works for Lattice Analytics.\n- Ingrid works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Lattice Analytics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30614", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30615", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4417: employee Tobias K., hired 26 June 2022, separated 18 August 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-4417 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$9,231", "2": "$7,154", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4417 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30616", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8734: employee Hana R., hired 05 September 2024, separated 27 December 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-8734 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$5,900", "2": "$27,733", "3": "$6,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30617", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 December 2022): For employees hired on or after 27 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6623: employee Aisha B., hired 22 June 2022, separated 22 August 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-6623 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$3,500", "2": "$15,167", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30618", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3935: employee Callum A., hired 17 January 2021, separated 06 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3935?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30619", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30620", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "report_fraud", "4": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Atlas Freight was founded in 1999.\n- Bluepine Aviation was founded in 1999.\n- Stefan works for Bluepine Aviation.\n- Mara reports to Aisha.\n- Sofia works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Mateo reports to Mara.\n- Emeka reports to Callum.\n- Bluepine Aviation is headquartered in Dunedin.\n- Aisha works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Beacon Insurance was founded in 2003.\n- Tobias reports to Mateo.\n- Beacon Insurance is headquartered in Dunedin.\n- Northwind Systems is headquartered in Dunedin.\n- Tobias works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Aisha reports to Sofia.\n- Atlas Freight is headquartered in Halifax.\n- Northwind Systems was founded in 1995.\n- Callum works for Beacon Insurance.\n- Callum reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30622", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5727: employee Yuki T., hired 21 December 2021, separated 18 November 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-5727 under the controlling rules.", "criteria": {"0": "$31,803", "1": "$31,673", "2": "$32,673", "3": "$137,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30623", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 3313, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30624", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30625", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 7, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3167: employee Stefan B., hired 19 June 2020, separated 08 November 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3167?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1998.\n- Sofia reports to Ingrid.\n- Lucia works for Summit Energy.\n- Ingrid reports to Mara.\n- Ravi works for Bluepine Aviation.\n- Emeka reports to Lucia.\n- Summit Energy is headquartered in Ghent.\n- Bluepine Aviation was founded in 1999.\n- Crescent Telecom was founded in 2011.\n- Mara works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Helios Logistics was founded in 1987.\n- Helios Logistics is headquartered in Ghent.\n- Emeka works for Summit Energy.\n- Crescent Telecom is headquartered in Malmo.\n- Amara works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Sofia works for Crescent Telecom.\n- Pablo reports to Deshawn.\n- Mara reports to Pablo.\n- Ravi reports to Tobias.\n- Bluepine Aviation is headquartered in Valencia.\n- Pablo works for Summit Energy.\n- Deshawn reports to Amara.\n- Tobias reports to Sofia.\n- Lucia reports to Ravi.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30627", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30628", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4016: employee Bruno A., hired 14 November 2022, separated 28 September 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4016?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1988.\n- Vantage Air is headquartered in Bergen.\n- Beacon Insurance is headquartered in Cork.\n- Omar works for Vantage Air.\n- Summit Energy was founded in 2007.\n- Amara works for Vantage Air.\n- Yuki works for Summit Energy.\n- Omar reports to Zoya.\n- Summit Energy is headquartered in Tallinn.\n- Yuki reports to Stefan.\n- Stefan works for Bluepine Aviation.\n- Amara reports to Mara.\n- Zoya reports to Deshawn.\n- Tobias works for Vantage Air.\n- Pablo works for Beacon Insurance.\n- Jonas works for Bluepine Aviation.\n- Beacon Insurance was founded in 1988.\n- Tobias reports to Pablo.\n- Deshawn reports to Tobias.\n- Deshawn works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Bluepine Aviation was founded in 2001.\n- Mara works for Bluepine Aviation.\n- Jonas reports to Yuki.\n- Bluepine Aviation is headquartered in Cork.\n- Mara reports to Omar.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1983", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30630", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2021: employee Dmitri T., hired 12 December 2020, separated 29 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2021?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2021 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30631", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Ravi reports to Yuki.\n- Cobalt Health was founded in 2005.\n- Yuki reports to Omar.\n- Anders reports to Tessa.\n- Dmitri reports to Mateo.\n- Mateo reports to Hana.\n- Ravi works for Cobalt Health.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Amara works for Crescent Telecom.\n- Hana reports to Anders.\n- Amara reports to Ravi.\n- Hana works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Crescent Telecom was founded in 1999.\n- Tessa works for Cobalt Health.\n- Mateo works for Vantage Air.\n- Pinnacle Software was founded in 1980.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Omar reports to Stefan.\n- Vantage Air was founded in 1978.\n- Dmitri works for Vantage Air.\n- Tessa reports to Amara.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30633", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30634", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30635", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9598: employee Amara S., hired 30 April 2022, separated 10 April 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2025-9598 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$3,625", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30636", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Bergen.\n- Amara reports to Kenji.\n- Elena reports to Sofia.\n- Kenji reports to Aisha.\n- Beacon Insurance was founded in 2009.\n- Bruno works for Bluepine Aviation.\n- Aisha reports to Bruno.\n- Fernhill Foods was founded in 2006.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2003.\n- Kenji works for Fernhill Foods.\n- Sanne reports to Amara.\n- Aisha works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Leeds.\n- Bluepine Aviation was founded in 1992.\n- Mei reports to Elena.\n- Fernhill Foods is headquartered in Cork.\n- Sanne works for Cedar Retail Group.\n- Elena works for Fernhill Foods.\n- Mei works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Bruno reports to Mei.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Ghent", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30638", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-7 (VERSION 6, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8598: employee Ravi M., hired 15 June 2023, separated 27 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-8598 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$40,000", "2": "$1,846", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30639", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2877: employee Amara K., hired 21 March 2024, separated 24 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2877?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Hana.\n- Hana works for Pinnacle Software.\n- Tobias works for Atlas Freight.\n- Aisha reports to Ingrid.\n- Pinnacle Software was founded in 1979.\n- Cedar Retail Group is headquartered in Brno.\n- Leila works for Pinnacle Software.\n- Hana reports to Nadia.\n- Atlas Freight was founded in 1999.\n- Mara reports to Tobias.\n- Cedar Retail Group was founded in 1989.\n- Summit Energy is headquartered in Valencia.\n- Leila reports to Mara.\n- Ingrid reports to Emeka.\n- Mara works for Cedar Retail Group.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Emeka works for Atlas Freight.\n- Nadia works for Cedar Retail Group.\n- Aisha works for Pinnacle Software.\n- Emeka reports to Leila.\n- Atlas Freight is headquartered in Malmo.\n- Summit Energy was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30641", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Nadia reports to Tessa.\n- Elena reports to Deshawn.\n- Summit Energy was founded in 1982.\n- Ingrid works for Lattice Analytics.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Emeka.\n- Meridian Bank was founded in 1975.\n- Emeka works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Mei reports to Ingrid.\n- Tessa works for Meridian Bank.\n- Atlas Freight was founded in 1989.\n- Elena works for Atlas Freight.\n- Jonas reports to Leila.\n- Lattice Analytics was founded in 1978.\n- Tessa reports to Jonas.\n- Leila reports to Mei.\n- Emeka reports to Nadia.\n- Nadia works for Atlas Freight.\n- Mara works for Summit Energy.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Meridian Bank is headquartered in Basel.\n- Mara reports to Elena.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30642", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8835: employee Viktor R., hired 10 May 2022, separated 29 August 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2025-8835 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,850", "2": "$26,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30643", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Kenji reports to Wren.\n- Amara reports to Deshawn.\n- Amara works for Cobalt Health.\n- Deshawn works for Beacon Insurance.\n- Cobalt Health is headquartered in Lyon.\n- Tessa works for Crescent Telecom.\n- Mara reports to Kenji.\n- Crescent Telecom is headquartered in Turku.\n- Tessa reports to Nadia.\n- Nadia reports to Emeka.\n- Emeka reports to Mara.\n- Mara works for Cobalt Health.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Crescent Telecom was founded in 2001.\n- Emeka works for Cobalt Health.\n- Northwind Systems was founded in 1988.\n- Northwind Systems is headquartered in Lyon.\n- Deshawn reports to Tessa.\n- Wren works for Crescent Telecom.\n- Cobalt Health was founded in 2005.\n- Beacon Insurance was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30646", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30647", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9791: employee Aisha K., hired 17 July 2020, separated 27 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9791?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Crescent Telecom.\n- Mara works for Fernhill Foods.\n- Mara reports to Emeka.\n- Felix reports to Aisha.\n- Omar works for Crescent Telecom.\n- Aisha reports to Tobias.\n- Wren reports to Omar.\n- Priya reports to Wren.\n- Vantage Air was founded in 2001.\n- Tessa reports to Ingrid.\n- Tessa works for Fernhill Foods.\n- Wren works for Cobalt Health.\n- Tobias works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Priya.\n- Aisha works for Vantage Air.\n- Cobalt Health is headquartered in Lyon.\n- Fernhill Foods was founded in 1984.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri reports to Tessa.\n- Crescent Telecom was founded in 2014.\n- Kenji works for Cobalt Health.\n- Kenji reports to Dmitri.\n- Crescent Telecom is headquartered in Austin.\n- Tobias reports to Mara.\n- Vantage Air is headquartered in Austin.\n- Ingrid reports to Felix.\n- Cobalt Health was founded in 2010.\n- Ingrid works for Fernhill Foods.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30649", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5895: employee Amara K., hired 25 May 2020, separated 27 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5895?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Aisha reports to Tobias.\n- Mateo works for Atlas Freight.\n- Dmitri works for Beacon Insurance.\n- Pablo reports to Zoya.\n- Pablo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Leeds.\n- Priya reports to Dmitri.\n- Beacon Insurance was founded in 1993.\n- Bluepine Aviation was founded in 1997.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Ingrid works for Bluepine Aviation.\n- Zoya reports to Aisha.\n- Tobias reports to Tessa.\n- Atlas Freight is headquartered in Malmo.\n- Mateo reports to Pablo.\n- Priya works for Atlas Freight.\n- Ingrid reports to Kenji.\n- Tessa works for Atlas Freight.\n- Kenji reports to Priya.\n- Atlas Freight was founded in 1988.\n- Beacon Insurance is headquartered in Malmo.\n- Lattice Analytics was founded in 1995.\n- Kenji works for Bluepine Aviation.\n- Dmitri reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30651", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 77789, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "exchange_item", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30652", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5625: employee Sanne M., hired 28 September 2023, separated 20 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2026-5625 under the controlling rules.", "criteria": {"0": "$4,800", "1": "$34,667", "2": "$9,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5625 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30654", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2678: employee Viktor S., hired 16 October 2022, separated 24 September 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2025-2678 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$5,077", "2": "$22,000", "3": "$6,077"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30656", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30657", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30658", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30659", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1992.\n- Elena reports to Mara.\n- Mateo reports to Elena.\n- Ironwood Manufacturing was founded in 1987.\n- Helios Logistics is headquartered in Turku.\n- Wren reports to Hana.\n- Lattice Analytics is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Basel.\n- Priya works for Lattice Analytics.\n- Hana reports to Mateo.\n- Mara reports to Aisha.\n- Crescent Telecom was founded in 1981.\n- Wren works for Ironwood Manufacturing.\n- Aisha works for Crescent Telecom.\n- Mara works for Ironwood Manufacturing.\n- Priya reports to Jonas.\n- Crescent Telecom is headquartered in Oslo.\n- Elena works for Lattice Analytics.\n- Lattice Analytics was founded in 1993.\n- Mateo works for Helios Logistics.\n- Jonas reports to Wren.\n- Hana works for Helios Logistics.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Callum.\n- Cobalt Health was founded in 2010.\n- Aisha reports to Deshawn.\n- Cedar Retail Group was founded in 1996.\n- Elena works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Elena reports to Hana.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Callum reports to Kenji.\n- Kenji reports to Aisha.\n- Leila works for Fernhill Foods.\n- Tessa reports to Elena.\n- Leila reports to Anders.\n- Cobalt Health is headquartered in Tampere.\n- Anders works for Beacon Insurance.\n- Hana reports to Sanne.\n- Tobias reports to Tessa.\n- Deshawn works for Cobalt Health.\n- Beacon Insurance is headquartered in Austin.\n- Sanne reports to Leila.\n- Fernhill Foods was founded in 1982.\n- Chiara works for Fernhill Foods.\n- Callum works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Sanne works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Tobias.\n- Beacon Insurance was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1982.\n- Aisha works for Vantage Air.\n- Amara works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health is headquartered in Austin.\n- Kenji works for Helios Logistics.\n- Deshawn reports to Amara.\n- Vantage Air was founded in 2005.\n- Bruno works for Cobalt Health.\n- Leila reports to Aisha.\n- Cobalt Health was founded in 1985.\n- Omar works for Cobalt Health.\n- Amara reports to Omar.\n- Northwind Systems was founded in 1985.\n- Aisha reports to Bruno.\n- Leila works for Cobalt Health.\n- Bruno reports to Mara.\n- Vantage Air is headquartered in Basel.\n- Mara works for Vantage Air.\n- Kenji reports to Deshawn.\n- Omar reports to Leila.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30662", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4143: employee Zoya S., hired 15 June 2020, separated 26 December 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4143?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30663", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Zoya.\n- Zoya reports to Hana.\n- Northwind Systems was founded in 2013.\n- Callum works for Vantage Air.\n- Hana works for Northwind Systems.\n- Mateo reports to Callum.\n- Priya reports to Felix.\n- Beacon Insurance was founded in 1988.\n- Northwind Systems is headquartered in Oslo.\n- Dmitri works for Bluepine Aviation.\n- Leila reports to Priya.\n- Felix works for Beacon Insurance.\n- Pablo works for Northwind Systems.\n- Bluepine Aviation is headquartered in Oslo.\n- Beacon Insurance is headquartered in Ghent.\n- Vantage Air was founded in 2003.\n- Hana reports to Dmitri.\n- Vantage Air is headquartered in Valencia.\n- Zoya works for Beacon Insurance.\n- Lucia reports to Leila.\n- Dmitri reports to Pablo.\n- Bluepine Aviation was founded in 1977.\n- Leila works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Pablo reports to Lucia.\n- Priya works for Beacon Insurance.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Chiara reports to Yuki.\n- Felix reports to Emeka.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 1983.\n- Felix works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Lattice Analytics.\n- Mara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Porto.\n- Zoya reports to Nadia.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1987.\n- Ironwood Manufacturing was founded in 1991.\n- Zoya works for Beacon Insurance.\n- Emeka works for Lattice Analytics.\n- Nadia reports to Leila.\n- Leila reports to Felix.\n- Yuki reports to Mara.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lattice Analytics was founded in 1999.\n- Emeka reports to Chiara.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30666", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Kenji.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Leila reports to Sanne.\n- Bruno works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Leeds.\n- Leila works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1997.\n- Bruno reports to Amara.\n- Fernhill Foods was founded in 1975.\n- Sanne reports to Mateo.\n- Mateo reports to Bruno.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Amara reports to Viktor.\n- Helios Logistics was founded in 1975.\n- Kenji works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor works for Fernhill Foods.\n- Felix works for Ironwood Manufacturing.\n- Summit Energy was founded in 1978.\n- Mateo works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Kenji reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30668", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 06 November 2022): For employees hired on or after 06 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4489: employee Aisha B., hired 13 May 2021, separated 20 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4489?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30669", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30670", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 4, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2593: employee Aisha T., hired 09 November 2022, separated 14 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2593?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30671", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30672", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9951: employee Zoya A., hired 15 November 2021, separated 21 December 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2026-9951 under the controlling rules.", "criteria": {"0": "$40,733", "1": "$9,300", "2": "$9,400", "3": "$7,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Vantage Air.\n- Jonas works for Cobalt Health.\n- Northwind Systems was founded in 2001.\n- Cobalt Health was founded in 1978.\n- Bluepine Aviation is headquartered in Brno.\n- Nadia works for Bluepine Aviation.\n- Pablo reports to Dmitri.\n- Viktor reports to Hana.\n- Chiara works for Northwind Systems.\n- Hana reports to Nadia.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 1986.\n- Bruno reports to Amara.\n- Dmitri works for Vantage Air.\n- Nadia reports to Bruno.\n- Bluepine Aviation was founded in 1993.\n- Chiara reports to Jonas.\n- Vantage Air is headquartered in Malmo.\n- Bruno works for Bluepine Aviation.\n- Viktor works for Vantage Air.\n- Felix works for Cobalt Health.\n- Dmitri reports to Felix.\n- Northwind Systems is headquartered in Tallinn.\n- Cobalt Health is headquartered in Brno.\n- Pablo works for Bluepine Aviation.\n- Callum works for Northwind Systems.\n- Amara works for Bluepine Aviation.\n- Felix reports to Chiara.\n- Callum reports to Viktor.\n- Yuki reports to Pablo.\n- Amara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30674", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Dunedin.\n- Mara reports to Mei.\n- Cobalt Health is headquartered in Tampere.\n- Dmitri reports to Stefan.\n- Lucia works for Cedar Retail Group.\n- Nadia reports to Ingrid.\n- Elena reports to Dmitri.\n- Jonas reports to Elena.\n- Cedar Retail Group was founded in 2000.\n- Vantage Air was founded in 1986.\n- Jonas works for Cedar Retail Group.\n- Aisha reports to Bruno.\n- Bruno works for Northwind Systems.\n- Cobalt Health was founded in 1999.\n- Viktor reports to Lucia.\n- Northwind Systems was founded in 1975.\n- Lucia reports to Mara.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Dmitri works for Northwind Systems.\n- Stefan reports to Aisha.\n- Vantage Air is headquartered in Oslo.\n- Ingrid reports to Viktor.\n- Viktor works for Northwind Systems.\n- Ingrid works for Cobalt Health.\n- Mei works for Vantage Air.\n- Nadia works for Vantage Air.\n- Aisha works for Vantage Air.\n- Bruno reports to Nadia.\n- Stefan works for Cedar Retail Group.\n- Mara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Wren works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Basel.\n- Lucia works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Callum reports to Mateo.\n- Leila works for Meridian Bank.\n- Leila reports to Lucia.\n- Omar reports to Ravi.\n- Priya reports to Bruno.\n- Mateo works for Ironwood Manufacturing.\n- Vantage Air was founded in 2009.\n- Lattice Analytics was founded in 2013.\n- Meridian Bank was founded in 1985.\n- Vantage Air is headquartered in Valencia.\n- Meridian Bank is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1987.\n- Anders reports to Nadia.\n- Ravi works for Ironwood Manufacturing.\n- Mateo reports to Hana.\n- Nadia reports to Leila.\n- Lattice Analytics is headquartered in Valencia.\n- Omar works for Vantage Air.\n- Bruno reports to Anders.\n- Bruno works for Vantage Air.\n- Hana works for Vantage Air.\n- Wren reports to Callum.\n- Nadia works for Vantage Air.\n- Priya works for Lattice Analytics.\n- Hana reports to Omar.\n- Lucia reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30677", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 05 May 2025): For employees hired on or after 05 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-1435: employee Viktor T., hired 16 February 2022, separated 15 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-1435?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-1435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30678", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30679", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1790: employee Kenji T., hired 23 February 2022, separated 22 February 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1790?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30680", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 41845 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30681", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Wren.\n- Summit Energy is headquartered in Malmo.\n- Vantage Air was founded in 1976.\n- Sofia works for Beacon Insurance.\n- Pablo reports to Sofia.\n- Ravi reports to Viktor.\n- Ingrid reports to Lucia.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 2013.\n- Vantage Air is headquartered in Leeds.\n- Sofia reports to Ingrid.\n- Priya works for Beacon Insurance.\n- Priya reports to Ravi.\n- Atlas Freight was founded in 1975.\n- Ingrid works for Summit Energy.\n- Viktor works for Vantage Air.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 1985.\n- Wren reports to Pablo.\n- Atlas Freight is headquartered in Leeds.\n- Ravi works for Beacon Insurance.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30682", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30683", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30684", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30685", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 June 2025): For employees hired on or after 23 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3189: employee Bruno B., hired 27 October 2023, separated 04 December 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3189?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30686", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 82151, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30687", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30688", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6127: employee Aisha T., hired 06 October 2023, separated 23 October 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6127?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30689", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6626: employee Tessa B., hired 20 July 2022, separated 27 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6626?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30690", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1539: employee Sofia T., hired 12 March 2023, separated 09 February 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-1539 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$3,325", "2": "$15,167", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30691", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.\n- Dmitri works for Northwind Systems.\n- Summit Energy was founded in 2010.\n- Bluepine Aviation is headquartered in Leeds.\n- Hana reports to Amara.\n- Stefan works for Pinnacle Software.\n- Amara reports to Nadia.\n- Summit Energy is headquartered in Basel.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Lucia.\n- Pinnacle Software is headquartered in Leeds.\n- Omar works for Summit Energy.\n- Callum reports to Dmitri.\n- Hana works for Bluepine Aviation.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Northwind Systems is headquartered in Basel.\n- Sanne works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Lucia reports to Stefan.\n- Northwind Systems was founded in 1980.\n- Kenji works for Pinnacle Software.\n- Dmitri reports to Kenji.\n- Stefan reports to Sanne.\n- Kenji reports to Hana.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30693", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 March 2023): For employees hired on or after 28 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-1369: employee Anders R., hired 18 August 2021, separated 14 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-1369?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-1369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30694", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Amara works for Northwind Systems.\n- Stefan reports to Aisha.\n- Stefan works for Northwind Systems.\n- Leila works for Cobalt Health.\n- Pinnacle Software is headquartered in Basel.\n- Tobias reports to Leila.\n- Northwind Systems was founded in 2005.\n- Summit Energy was founded in 1979.\n- Sanne reports to Lucia.\n- Felix reports to Stefan.\n- Pinnacle Software was founded in 2009.\n- Sanne works for Pinnacle Software.\n- Dmitri reports to Wren.\n- Cobalt Health is headquartered in Austin.\n- Dmitri works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Callum reports to Zoya.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Aisha reports to Tobias.\n- Cobalt Health was founded in 1988.\n- Zoya reports to Felix.\n- Lucia works for Cobalt Health.\n- Wren reports to Sanne.\n- Lucia reports to Amara.\n- Tobias works for Pinnacle Software.\n- Callum works for Cobalt Health.\n- Zoya works for Pinnacle Software.\n- Felix works for Northwind Systems.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30696", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1961: employee Anders R., hired 05 January 2021, separated 11 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-1961 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$97,067", "2": "$22,400", "3": "$24,400"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30697", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4998: employee Zoya T., hired 05 August 2024, separated 05 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4998?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30698", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 7, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5428: employee Mateo T., hired 01 February 2021, separated 22 June 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5428?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30699", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9954: employee Jonas S., hired 01 March 2022, separated 25 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9954?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9954 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Beacon Insurance.\n- Fernhill Foods was founded in 1985.\n- Mara works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group was founded in 1983.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya reports to Omar.\n- Beacon Insurance was founded in 1999.\n- Chiara reports to Sanne.\n- Sanne reports to Kenji.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Priya works for Beacon Insurance.\n- Mara reports to Dmitri.\n- Northwind Systems is headquartered in Tallinn.\n- Kenji reports to Tessa.\n- Kenji works for Fernhill Foods.\n- Dmitri reports to Chiara.\n- Fernhill Foods is headquartered in Tallinn.\n- Northwind Systems was founded in 1983.\n- Tessa reports to Priya.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30701", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Vantage Air was founded in 1980.\n- Callum reports to Ingrid.\n- Yuki works for Cedar Retail Group.\n- Viktor works for Vantage Air.\n- Elena reports to Mara.\n- Dmitri works for Cedar Retail Group.\n- Emeka reports to Sofia.\n- Bruno reports to Dmitri.\n- Anders works for Bluepine Aviation.\n- Bruno works for Pinnacle Software.\n- Sofia reports to Viktor.\n- Elena works for Pinnacle Software.\n- Yuki reports to Callum.\n- Cedar Retail Group was founded in 1998.\n- Dmitri reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Pinnacle Software was founded in 1989.\n- Anders reports to Elena.\n- Pinnacle Software is headquartered in Turku.\n- Bluepine Aviation was founded in 1979.\n- Callum works for Vantage Air.\n- Hana reports to Yuki.\n- Ingrid works for Vantage Air.\n- Viktor reports to Hana.\n- Mara reports to Bruno.\n- Mara works for Pinnacle Software.\n- Vantage Air is headquartered in Turku.\n- Cedar Retail Group is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy was founded in 1978.\n- Leila reports to Tessa.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Aisha works for Vantage Air.\n- Aisha reports to Jonas.\n- Jonas works for Vantage Air.\n- Stefan reports to Aisha.\n- Priya works for Summit Energy.\n- Atlas Freight was founded in 1979.\n- Bruno works for Vantage Air.\n- Tessa reports to Ravi.\n- Ravi works for Summit Energy.\n- Northwind Systems is headquartered in Turku.\n- Summit Energy is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Ravi reports to Stefan.\n- Priya reports to Leila.\n- Bruno reports to Priya.\n- Leila works for Summit Energy.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30704", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7859: employee Lucia R., hired 06 October 2022, separated 04 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7859?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30705", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "set_alarm", "2": "weather", "3": "play_music", "4": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30706", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8256: employee Kenji R., hired 20 April 2022, separated 10 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8256?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sanne.\n- Leila works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2008.\n- Mei works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 1997.\n- Chiara works for Pinnacle Software.\n- Helios Logistics is headquartered in Austin.\n- Leila reports to Mei.\n- Helios Logistics was founded in 2012.\n- Sanne reports to Emeka.\n- Deshawn works for Ironwood Manufacturing.\n- Chiara reports to Pablo.\n- Emeka reports to Deshawn.\n- Emeka works for Pinnacle Software.\n- Amara works for Ironwood Manufacturing.\n- Pablo reports to Amara.\n- Pinnacle Software is headquartered in Malmo.\n- Sanne works for Meridian Bank.\n- Deshawn reports to Leila.\n- Pinnacle Software was founded in 1991.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30708", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 20 February 2025): For employees hired on or after 20 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7017: employee Anders T., hired 28 April 2021, separated 22 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7017?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30709", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30710", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9285: employee Mei M., hired 05 August 2024, separated 11 November 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-9285 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$45,000", "2": "$3,375", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9285 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30711", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2013.\n- Deshawn reports to Elena.\n- Yuki reports to Deshawn.\n- Omar reports to Wren.\n- Omar works for Bluepine Aviation.\n- Elena reports to Amara.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Tallinn.\n- Amara reports to Omar.\n- Yuki works for Bluepine Aviation.\n- Chiara works for Ironwood Manufacturing.\n- Wren reports to Emeka.\n- Emeka reports to Chiara.\n- Pinnacle Software was founded in 1993.\n- Bluepine Aviation was founded in 1993.\n- Deshawn works for Crescent Telecom.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara works for Bluepine Aviation.\n- Emeka works for Pinnacle Software.\n- Elena works for Bluepine Aviation.\n- Crescent Telecom was founded in 1989.\n- Crescent Telecom is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Cork", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30712", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30713", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30714", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "report_delay", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30715", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8872: employee Anders M., hired 20 May 2022, separated 09 August 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8872?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30716", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30717", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 September 2025): For employees hired on or after 08 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7208: employee Sanne S., hired 25 February 2023, separated 18 August 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7208?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30718", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30719", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 October 2024): For employees hired on or after 29 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2885: employee Tobias K., hired 13 May 2022, separated 21 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-2885 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$7,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30720", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30721", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 13 September 2025): For employees hired on or after 13 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4279: employee Nadia A., hired 07 October 2023, separated 10 May 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4279?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30722", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30723", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2015.\n- Amara works for Meridian Bank.\n- Sanne reports to Jonas.\n- Viktor reports to Nadia.\n- Sanne works for Helios Logistics.\n- Jonas reports to Emeka.\n- Helios Logistics was founded in 2014.\n- Nadia works for Helios Logistics.\n- Sofia reports to Wren.\n- Deshawn works for Crescent Telecom.\n- Zoya works for Helios Logistics.\n- Wren reports to Omar.\n- Crescent Telecom was founded in 2008.\n- Viktor works for Atlas Freight.\n- Jonas works for Helios Logistics.\n- Deshawn reports to Amara.\n- Emeka reports to Sofia.\n- Atlas Freight is headquartered in Leeds.\n- Amara reports to Sanne.\n- Meridian Bank is headquartered in Cork.\n- Emeka works for Crescent Telecom.\n- Priya reports to Viktor.\n- Helios Logistics is headquartered in Cork.\n- Crescent Telecom is headquartered in Malmo.\n- Omar works for Helios Logistics.\n- Sofia works for Atlas Freight.\n- Zoya reports to Priya.\n- Nadia reports to Deshawn.\n- Wren works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Meridian Bank was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Malmo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Mateo.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1982.\n- Crescent Telecom was founded in 1985.\n- Mateo reports to Jonas.\n- Viktor reports to Anders.\n- Jonas works for Crescent Telecom.\n- Anders reports to Priya.\n- Anders works for Northwind Systems.\n- Pablo works for Ironwood Manufacturing.\n- Mateo works for Summit Energy.\n- Priya reports to Pablo.\n- Northwind Systems was founded in 2006.\n- Viktor works for Summit Energy.\n- Ironwood Manufacturing was founded in 2006.\n- Crescent Telecom is headquartered in Adelaide.\n- Pablo reports to Sofia.\n- Dmitri works for Summit Energy.\n- Sofia works for Northwind Systems.\n- Dmitri reports to Viktor.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30726", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30727", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 January 2026): For employees hired on or after 14 January 2026, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1270: employee Hana T., hired 10 June 2023, separated 14 May 2027 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1270?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30728", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6280: employee Mateo K., hired 19 July 2021, separated 21 April 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6280?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30729", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 December 2024): For employees hired on or after 14 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6121: employee Bruno S., hired 05 November 2021, separated 07 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6121?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30730", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2549: employee Wren A., hired 02 May 2021, separated 29 May 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2549?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sofia.\n- Vantage Air was founded in 1991.\n- Amara works for Vantage Air.\n- Cobalt Health was founded in 2000.\n- Felix reports to Lucia.\n- Vantage Air is headquartered in Lyon.\n- Lucia works for Cobalt Health.\n- Mara works for Ironwood Manufacturing.\n- Lucia reports to Mateo.\n- Pablo works for Cobalt Health.\n- Atlas Freight was founded in 1998.\n- Mara reports to Amara.\n- Deshawn reports to Pablo.\n- Sofia reports to Mara.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Omar reports to Nadia.\n- Atlas Freight is headquartered in Bergen.\n- Mateo works for Atlas Freight.\n- Cobalt Health is headquartered in Lyon.\n- Mateo reports to Omar.\n- Felix works for Vantage Air.\n- Omar works for Vantage Air.\n- Sofia works for Atlas Freight.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Pablo reports to Felix.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Lattice Analytics was founded in 2009.\n- Crescent Telecom was founded in 2006.\n- Elena reports to Felix.\n- Tobias works for Ironwood Manufacturing.\n- Viktor reports to Tobias.\n- Mei reports to Chiara.\n- Ironwood Manufacturing was founded in 2010.\n- Mei works for Lattice Analytics.\n- Cedar Retail Group was founded in 1997.\n- Viktor works for Crescent Telecom.\n- Callum reports to Elena.\n- Felix reports to Mei.\n- Deshawn works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Turku.\n- Tobias reports to Deshawn.\n- Elena works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Turku.\n- Felix works for Ironwood Manufacturing.\n- Deshawn reports to Callum.\n- Cedar Retail Group is headquartered in Dunedin.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30733", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5396: employee Mateo T., hired 14 November 2020, separated 14 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5396?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2000.\n- Yuki works for Pinnacle Software.\n- Cobalt Health was founded in 2010.\n- Pinnacle Software is headquartered in Lyon.\n- Ingrid works for Cobalt Health.\n- Zoya works for Pinnacle Software.\n- Summit Energy was founded in 2005.\n- Cobalt Health is headquartered in Leeds.\n- Zoya reports to Yuki.\n- Tessa works for Pinnacle Software.\n- Helios Logistics is headquartered in Lyon.\n- Aisha works for Cobalt Health.\n- Ingrid reports to Pablo.\n- Pablo reports to Anders.\n- Mara works for Summit Energy.\n- Aisha reports to Ingrid.\n- Pablo works for Pinnacle Software.\n- Mara reports to Aisha.\n- Summit Energy is headquartered in Leeds.\n- Yuki reports to Tessa.\n- Anders reports to Zoya.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30736", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Jonas.\n- Bluepine Aviation is headquartered in Nagoya.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Bluepine Aviation was founded in 1987.\n- Callum reports to Priya.\n- Tobias works for Bluepine Aviation.\n- Ingrid reports to Kenji.\n- Jonas reports to Tobias.\n- Tobias reports to Callum.\n- Mara works for Bluepine Aviation.\n- Pinnacle Software was founded in 1975.\n- Meridian Bank was founded in 1987.\n- Leila reports to Elena.\n- Ingrid works for Pinnacle Software.\n- Priya works for Lattice Analytics.\n- Meridian Bank is headquartered in Lyon.\n- Priya reports to Leila.\n- Lattice Analytics is headquartered in Leeds.\n- Jonas works for Lattice Analytics.\n- Mateo reports to Ingrid.\n- Elena works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Leila works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Kenji reports to Nadia.\n- Lattice Analytics was founded in 2003.\n- Nadia reports to Mara.\n- Ravi works for Lattice Analytics.\n- Mara reports to Ravi.\n- Callum works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30737", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30738", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_alarm", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30739", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6496: employee Elena M., hired 12 August 2022, separated 12 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6496?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30740", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 25670\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30741", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30742", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Northwind Systems.\n- Omar reports to Leila.\n- Leila reports to Priya.\n- Meridian Bank is headquartered in Ghent.\n- Zoya reports to Anders.\n- Emeka works for Meridian Bank.\n- Fernhill Foods was founded in 1980.\n- Northwind Systems is headquartered in Ghent.\n- Meridian Bank was founded in 1984.\n- Bruno reports to Emeka.\n- Cobalt Health is headquartered in Austin.\n- Priya works for Meridian Bank.\n- Mateo reports to Zoya.\n- Emeka reports to Hana.\n- Cobalt Health was founded in 1992.\n- Omar works for Cobalt Health.\n- Viktor reports to Mateo.\n- Kenji reports to Lucia.\n- Lucia reports to Omar.\n- Zoya works for Fernhill Foods.\n- Leila works for Cobalt Health.\n- Hana works for Northwind Systems.\n- Hana reports to Kenji.\n- Anders works for Northwind Systems.\n- Fernhill Foods is headquartered in Turku.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Viktor works for Northwind Systems.\n- Lucia works for Meridian Bank.\n- Priya reports to Viktor.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30744", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 7, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8829: employee Anders M., hired 05 November 2020, separated 28 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8829?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Chiara.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics is headquartered in Bergen.\n- Helios Logistics was founded in 1998.\n- Kenji reports to Jonas.\n- Fernhill Foods is headquartered in Bergen.\n- Tessa works for Lattice Analytics.\n- Kenji works for Fernhill Foods.\n- Pablo works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Yuki works for Fernhill Foods.\n- Chiara reports to Kenji.\n- Tessa reports to Yuki.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Jonas reports to Deshawn.\n- Deshawn reports to Tessa.\n- Mei reports to Pablo.\n- Fernhill Foods was founded in 1997.\n- Chiara works for Fernhill Foods.\n- Lattice Analytics was founded in 2013.\n- Beacon Insurance was founded in 1988.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30746", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30747", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30748", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30749", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4377: employee Wren K., hired 22 November 2021, separated 17 May 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-4377?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Jonas works for Vantage Air.\n- Zoya works for Summit Energy.\n- Mara works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1980.\n- Viktor reports to Yuki.\n- Amara works for Ironwood Manufacturing.\n- Mara reports to Sofia.\n- Wren reports to Mara.\n- Summit Energy was founded in 1982.\n- Ironwood Manufacturing was founded in 2014.\n- Viktor works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Amara reports to Mei.\n- Yuki works for Summit Energy.\n- Mei reports to Jonas.\n- Vantage Air is headquartered in Oslo.\n- Jonas reports to Zoya.\n- Wren works for Vantage Air.\n- Zoya reports to Viktor.\n- Vantage Air was founded in 1977.\n- Dmitri reports to Wren.\n- Dmitri works for Vantage Air.\n- Mei works for Vantage Air.\n- Sofia reports to Amara.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30751", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 December 2023): For employees hired on or after 12 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5363: employee Wren R., hired 11 October 2023, separated 13 April 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5363?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30752", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30753", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30754", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Ironwood Manufacturing.\n- Amara reports to Mei.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Mei works for Pinnacle Software.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Mateo reports to Ravi.\n- Ravi reports to Sofia.\n- Sofia reports to Amara.\n- Lucia works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1984.\n- Pinnacle Software is headquartered in Turku.\n- Fernhill Foods is headquartered in Austin.\n- Lucia reports to Emeka.\n- Amara works for Ironwood Manufacturing.\n- Sofia works for Pinnacle Software.\n- Jonas reports to Mateo.\n- Ironwood Manufacturing is headquartered in Austin.\n- Emeka reports to Jonas.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Fernhill Foods was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1977.\n- Pablo works for Crescent Telecom.\n- Emeka reports to Sanne.\n- Cobalt Health is headquartered in Tallinn.\n- Wren reports to Emeka.\n- Mateo reports to Wren.\n- Jonas reports to Mateo.\n- Emeka works for Cobalt Health.\n- Dmitri reports to Ingrid.\n- Sanne reports to Pablo.\n- Summit Energy is headquartered in Leeds.\n- Elena reports to Dmitri.\n- Wren works for Summit Energy.\n- Jonas works for Summit Energy.\n- Dmitri works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Adelaide.\n- Cobalt Health was founded in 1986.\n- Mateo works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Elena works for Cobalt Health.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid reports to Jonas.\n- Crescent Telecom was founded in 1977.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 2009.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30757", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7300: employee Amara T., hired 07 March 2022, separated 25 June 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7300?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30758", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30759", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30760", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30761", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 May 2025): For employees hired on or after 11 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7387: employee Kenji K., hired 18 January 2024, separated 04 July 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7387?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30762", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tessa.\n- Northwind Systems is headquartered in Nagoya.\n- Amara works for Northwind Systems.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1978.\n- Bruno reports to Jonas.\n- Dmitri reports to Sofia.\n- Northwind Systems was founded in 2005.\n- Tessa reports to Dmitri.\n- Sanne works for Atlas Freight.\n- Dmitri works for Northwind Systems.\n- Bluepine Aviation is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1994.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Tessa works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Bruno works for Northwind Systems.\n- Amara reports to Sanne.\n- Sofia reports to Bruno.\n- Sanne reports to Mateo.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Bergen.\n- Pablo works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Ingrid reports to Deshawn.\n- Bluepine Aviation is headquartered in Cork.\n- Meridian Bank was founded in 1989.\n- Elena reports to Sanne.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Felix reports to Mei.\n- Pinnacle Software was founded in 1978.\n- Callum works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Kenji reports to Chiara.\n- Kenji works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Ingrid works for Meridian Bank.\n- Anders reports to Callum.\n- Mei reports to Anders.\n- Chiara reports to Felix.\n- Pinnacle Software is headquartered in Valencia.\n- Stefan reports to Elena.\n- Sanne reports to Kenji.\n- Deshawn reports to Pablo.\n- Stefan works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Pablo reports to Stefan.\n- Bluepine Aviation was founded in 1992.\n- Sanne works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1989", "2": "1992", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30765", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "provision_access", "2": "deprovision", "3": "reset_password", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30766", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30767", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30768", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30769", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2140: employee Elena S., hired 06 March 2023, separated 05 September 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-2140 under the controlling rules.", "criteria": {"0": "$2,885", "1": "$40,000", "2": "$8,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30770", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30771", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2861: employee Felix K., hired 25 November 2021, separated 23 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2861?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30772", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30773", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30774", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6002: employee Sofia R., hired 25 August 2023, separated 26 August 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-6002 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$10,385", "2": "$7,788", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Priya works for Bluepine Aviation.\n- Pablo reports to Callum.\n- Dmitri works for Northwind Systems.\n- Pinnacle Software was founded in 1990.\n- Emeka works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Vantage Air was founded in 1978.\n- Mei works for Northwind Systems.\n- Felix reports to Dmitri.\n- Pinnacle Software is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Halifax.\n- Felix works for Northwind Systems.\n- Wren reports to Pablo.\n- Northwind Systems was founded in 1999.\n- Callum reports to Emeka.\n- Bluepine Aviation was founded in 2014.\n- Dmitri reports to Zoya.\n- Emeka reports to Priya.\n- Priya reports to Mei.\n- Amara works for Vantage Air.\n- Mei reports to Felix.\n- Northwind Systems is headquartered in Oslo.\n- Amara reports to Wren.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30776", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30777", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2015.\n- Pinnacle Software was founded in 2010.\n- Ravi works for Crescent Telecom.\n- Kenji reports to Mei.\n- Helios Logistics is headquartered in Bergen.\n- Mara reports to Jonas.\n- Kenji works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Mei works for Pinnacle Software.\n- Mei reports to Ravi.\n- Callum reports to Viktor.\n- Vantage Air is headquartered in Halifax.\n- Jonas reports to Kenji.\n- Callum works for Helios Logistics.\n- Mara works for Vantage Air.\n- Aisha works for Helios Logistics.\n- Viktor works for Vantage Air.\n- Ravi reports to Aisha.\n- Jonas works for Pinnacle Software.\n- Helios Logistics was founded in 1978.\n- Priya reports to Mara.\n- Vantage Air was founded in 2006.\n- Viktor reports to Nadia.\n- Crescent Telecom is headquartered in Leeds.\n- Nadia reports to Priya.\n- Priya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30779", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8866: employee Mei T., hired 12 January 2020, separated 27 June 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8866?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30780", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30781", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8589: employee Wren A., hired 20 September 2020, separated 03 September 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8589?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30782", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6676: employee Ingrid S., hired 16 December 2024, separated 08 October 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-6676 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,231", "2": "$9,231", "3": "$4,154"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30783", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 55275, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30784", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Ingrid.\n- Zoya reports to Pablo.\n- Wren reports to Aisha.\n- Ingrid works for Meridian Bank.\n- Leila works for Vantage Air.\n- Tessa reports to Zoya.\n- Vantage Air is headquartered in Valencia.\n- Pablo reports to Nadia.\n- Mei reports to Tessa.\n- Aisha reports to Felix.\n- Jonas works for Meridian Bank.\n- Cobalt Health is headquartered in Halifax.\n- Mei works for Cobalt Health.\n- Pinnacle Software was founded in 2005.\n- Felix works for Cobalt Health.\n- Zoya works for Vantage Air.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Pablo works for Pinnacle Software.\n- Tessa works for Meridian Bank.\n- Felix reports to Lucia.\n- Jonas reports to Mei.\n- Lucia reports to Jonas.\n- Pinnacle Software is headquartered in Cork.\n- Nadia works for Vantage Air.\n- Aisha works for Cobalt Health.\n- Meridian Bank was founded in 1982.\n- Vantage Air was founded in 1990.\n- Ingrid reports to Leila.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30787", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3786: employee Leila T., hired 06 July 2021, separated 31 July 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-3786 under the controlling rules.", "criteria": {"0": "$102,000", "1": "$23,538", "2": "$23,038", "3": "$23,654"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30789", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7032: employee Wren M., hired 17 August 2021, separated 25 July 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-7032 under the controlling rules.", "criteria": {"0": "$5,438", "1": "$4,875", "2": "$23,292", "3": "$5,375"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Lattice Analytics.\n- Bluepine Aviation was founded in 1990.\n- Lattice Analytics is headquartered in Tallinn.\n- Omar reports to Lucia.\n- Chiara works for Cobalt Health.\n- Felix works for Summit Energy.\n- Bruno works for Lattice Analytics.\n- Chiara reports to Anders.\n- Ravi reports to Mateo.\n- Bluepine Aviation is headquartered in Basel.\n- Mateo works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health is headquartered in Basel.\n- Lucia works for Cobalt Health.\n- Felix reports to Dmitri.\n- Lattice Analytics was founded in 1990.\n- Anders works for Summit Energy.\n- Mateo reports to Omar.\n- Kenji reports to Ravi.\n- Cobalt Health was founded in 1984.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 1990.\n- Ravi works for Cobalt Health.\n- Anders reports to Kenji.\n- Bruno reports to Felix.\n- Lucia reports to Bruno.\n- Kenji works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Amara.\n- Anders works for Vantage Air.\n- Bruno works for Beacon Insurance.\n- Atlas Freight was founded in 1978.\n- Amara reports to Omar.\n- Omar reports to Anders.\n- Beacon Insurance was founded in 1976.\n- Ironwood Manufacturing was founded in 1978.\n- Mei works for Atlas Freight.\n- Felix reports to Chiara.\n- Anders reports to Mateo.\n- Felix works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Adelaide.\n- Yuki works for Vantage Air.\n- Amara works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Bruno.\n- Priya reports to Mei.\n- Omar works for Beacon Insurance.\n- Vantage Air was founded in 1999.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Yuki reports to Priya.\n- Bruno reports to Yuki.\n- Beacon Insurance is headquartered in Malmo.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30792", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30793", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1980.\n- Ingrid reports to Bruno.\n- Pinnacle Software was founded in 2010.\n- Bruno works for Pinnacle Software.\n- Anders works for Atlas Freight.\n- Ravi reports to Priya.\n- Leila reports to Emeka.\n- Atlas Freight was founded in 2014.\n- Anders reports to Ravi.\n- Atlas Freight is headquartered in Turku.\n- Bruno reports to Hana.\n- Ravi works for Ironwood Manufacturing.\n- Mateo works for Helios Logistics.\n- Callum reports to Leila.\n- Mateo reports to Callum.\n- Ironwood Manufacturing is headquartered in Turku.\n- Callum works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Hana reports to Anders.\n- Priya works for Atlas Freight.\n- Leila works for Helios Logistics.\n- Emeka reports to Ingrid.\n- Pinnacle Software is headquartered in Tallinn.\n- Ingrid works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30795", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30796", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2521: employee Leila R., hired 02 July 2021, separated 30 March 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-2521 under the controlling rules.", "criteria": {"0": "$16,188", "1": "$69,767", "2": "$14,100", "3": "$16,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30797", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7870: employee Dmitri T., hired 01 June 2021, separated 05 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-7870?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30798", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9409: employee Sanne A., hired 23 December 2021, separated 01 April 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9409?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Leila.\n- Northwind Systems was founded in 2007.\n- Amara reports to Sofia.\n- Aisha reports to Yuki.\n- Nadia reports to Dmitri.\n- Amara works for Helios Logistics.\n- Yuki works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Atlas Freight is headquartered in Ghent.\n- Nadia works for Cedar Retail Group.\n- Helios Logistics was founded in 1999.\n- Tobias reports to Felix.\n- Tobias works for Atlas Freight.\n- Leila reports to Nadia.\n- Anders reports to Amara.\n- Felix works for Helios Logistics.\n- Cedar Retail Group is headquartered in Bergen.\n- Mara works for Northwind Systems.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Kenji works for Cedar Retail Group.\n- Sofia reports to Mara.\n- Aisha works for Cedar Retail Group.\n- Northwind Systems is headquartered in Valencia.\n- Felix reports to Kenji.\n- Dmitri reports to Tobias.\n- Kenji reports to Aisha.\n- Leila works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30800", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30801", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 08 May 2024): For employees hired on or after 08 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7517: employee Zoya B., hired 06 August 2022, separated 03 March 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-7517 under the controlling rules.", "criteria": {"0": "$3,250", "1": "$7,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30802", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30803", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "books a visit", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30804", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Northwind Systems.\n- Pinnacle Software was founded in 1976.\n- Mateo works for Pinnacle Software.\n- Sanne reports to Tessa.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Tobias reports to Mateo.\n- Mateo reports to Sanne.\n- Aisha works for Northwind Systems.\n- Ravi works for Pinnacle Software.\n- Tessa works for Atlas Freight.\n- Tessa reports to Ravi.\n- Sanne works for Meridian Bank.\n- Viktor reports to Tobias.\n- Aisha reports to Viktor.\n- Northwind Systems is headquartered in Cork.\n- Pinnacle Software is headquartered in Valencia.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 2014.\n- Atlas Freight was founded in 2009.\n- Viktor works for Atlas Freight.\n- Ravi reports to Amara.\n- Atlas Freight is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30806", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Fernhill Foods is headquartered in Valencia.\n- Pinnacle Software was founded in 2015.\n- Sofia works for Pinnacle Software.\n- Bruno reports to Dmitri.\n- Cobalt Health was founded in 1990.\n- Ingrid reports to Deshawn.\n- Dmitri reports to Ingrid.\n- Chiara works for Cobalt Health.\n- Fernhill Foods was founded in 2001.\n- Hana works for Fernhill Foods.\n- Hana reports to Chiara.\n- Ingrid works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Pinnacle Software is headquartered in Lyon.\n- Deshawn reports to Hana.\n- Sofia reports to Bruno.\n- Wren reports to Sofia.\n- Wren works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1975.\n- Bruno works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Sanne reports to Leila.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Leila works for Helios Logistics.\n- Elena reports to Anders.\n- Meridian Bank was founded in 1986.\n- Meridian Bank is headquartered in Halifax.\n- Elena works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2003.\n- Sanne works for Ironwood Manufacturing.\n- Stefan reports to Aisha.\n- Viktor works for Helios Logistics.\n- Kenji reports to Viktor.\n- Kenji works for Helios Logistics.\n- Leila reports to Stefan.\n- Viktor reports to Sanne.\n- Northwind Systems is headquartered in Valencia.\n- Aisha works for Helios Logistics.\n- Northwind Systems was founded in 1996.\n- Helios Logistics was founded in 2001.\n- Helios Logistics is headquartered in Valencia.\n- Aisha reports to Elena.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Emeka.\n- Helios Logistics was founded in 2001.\n- Kenji reports to Hana.\n- Sofia reports to Chiara.\n- Beacon Insurance was founded in 2011.\n- Chiara works for Ironwood Manufacturing.\n- Mei works for Summit Energy.\n- Ironwood Manufacturing was founded in 2003.\n- Mei reports to Ravi.\n- Mara reports to Sofia.\n- Emeka reports to Priya.\n- Beacon Insurance is headquartered in Nagoya.\n- Kenji works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Turku.\n- Sofia works for Beacon Insurance.\n- Ravi reports to Kenji.\n- Summit Energy was founded in 1993.\n- Hana works for Summit Energy.\n- Ingrid reports to Mara.\n- Hana reports to Ingrid.\n- Ingrid works for Summit Energy.\n- Ravi works for Summit Energy.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30810", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9311: employee Ravi A., hired 25 August 2023, separated 25 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9311?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30811", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30812", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30813", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-6 (VERSION 7, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1248: employee Hana B., hired 14 January 2021, separated 27 February 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1248?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30814", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30815", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2002.\n- Callum reports to Amara.\n- Deshawn works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems is headquartered in Nagoya.\n- Bluepine Aviation was founded in 1976.\n- Atlas Freight is headquartered in Brno.\n- Zoya works for Pinnacle Software.\n- Northwind Systems was founded in 1984.\n- Anders reports to Tobias.\n- Amara reports to Zoya.\n- Wren works for Atlas Freight.\n- Stefan reports to Anders.\n- Deshawn reports to Wren.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren reports to Jonas.\n- Jonas reports to Bruno.\n- Bruno works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Pinnacle Software was founded in 1975.\n- Jonas works for Bluepine Aviation.\n- Tobias reports to Callum.\n- Tobias works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Pinnacle Software is headquartered in Basel.\n- Zoya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30817", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Callum reports to Jonas.\n- Summit Energy was founded in 1987.\n- Callum works for Helios Logistics.\n- Ingrid reports to Leila.\n- Pablo reports to Anders.\n- Helios Logistics is headquartered in Brno.\n- Cobalt Health was founded in 1999.\n- Sanne reports to Ingrid.\n- Leila reports to Callum.\n- Dmitri reports to Sanne.\n- Lattice Analytics was founded in 2012.\n- Jonas reports to Pablo.\n- Summit Energy is headquartered in Nagoya.\n- Dmitri works for Helios Logistics.\n- Lattice Analytics is headquartered in Dunedin.\n- Sanne works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Jonas works for Lattice Analytics.\n- Anders works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Helios Logistics was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Ravi.\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Lucia works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Leila reports to Mara.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 2001.\n- Mei works for Beacon Insurance.\n- Mara reports to Stefan.\n- Ravi works for Fernhill Foods.\n- Lattice Analytics is headquartered in Bergen.\n- Jonas reports to Viktor.\n- Viktor works for Beacon Insurance.\n- Mei reports to Lucia.\n- Beacon Insurance was founded in 1990.\n- Lattice Analytics was founded in 2012.\n- Leila works for Beacon Insurance.\n- Meridian Bank was founded in 1990.\n- Ravi reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Bergen.\n- Chiara reports to Jonas.\n- Lucia reports to Aisha.\n- Aisha reports to Leila.\n- Mara works for Beacon Insurance.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Aisha.\n- Helios Logistics is headquartered in Lyon.\n- Bruno reports to Chiara.\n- Bluepine Aviation was founded in 1996.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Amara reports to Deshawn.\n- Callum works for Helios Logistics.\n- Mei works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Bergen.\n- Tobias works for Helios Logistics.\n- Tobias reports to Mei.\n- Deshawn reports to Bruno.\n- Atlas Freight is headquartered in Bergen.\n- Pinnacle Software was founded in 2008.\n- Bluepine Aviation is headquartered in Lyon.\n- Mei reports to Callum.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics was founded in 1990.\n- Deshawn works for Atlas Freight.\n- Aisha reports to Tobias.\n- Amara works for Atlas Freight.\n- Bruno works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Wren works for Vantage Air.\n- Stefan reports to Emeka.\n- Priya reports to Wren.\n- Lucia reports to Ravi.\n- Anders reports to Callum.\n- Tessa works for Vantage Air.\n- Northwind Systems is headquartered in Oslo.\n- Vantage Air is headquartered in Lyon.\n- Ravi reports to Hana.\n- Hana works for Northwind Systems.\n- Emeka reports to Lucia.\n- Ravi works for Pinnacle Software.\n- Tessa reports to Priya.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1996.\n- Callum works for Vantage Air.\n- Northwind Systems was founded in 2005.\n- Pinnacle Software was founded in 1977.\n- Anders works for Pinnacle Software.\n- Lucia works for Vantage Air.\n- Hana reports to Tessa.\n- Callum reports to Stefan.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1991.\n- Priya works for Beacon Insurance.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1996", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30822", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 48816 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Brno.\n- Meridian Bank was founded in 1978.\n- Sanne works for Meridian Bank.\n- Northwind Systems is headquartered in Austin.\n- Summit Energy is headquartered in Brno.\n- Omar works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Summit Energy was founded in 1993.\n- Tobias reports to Mateo.\n- Ravi works for Northwind Systems.\n- Jonas reports to Mei.\n- Meridian Bank is headquartered in Porto.\n- Sanne reports to Tobias.\n- Mara works for Cobalt Health.\n- Mateo reports to Ravi.\n- Northwind Systems was founded in 1977.\n- Jonas works for Summit Energy.\n- Tobias works for Meridian Bank.\n- Cobalt Health was founded in 2011.\n- Omar reports to Mara.\n- Ravi reports to Jonas.\n- Mateo works for Northwind Systems.\n- Mei reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Austin", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30824", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30825", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30826", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 November 2022): For employees hired on or after 22 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7651: employee Felix T., hired 12 August 2022, separated 01 March 2023 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2025-7651 under the controlling rules.", "criteria": {"0": "$7,192", "1": "$22,500", "2": "$5,192", "3": "$1,558"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30827", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30828", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4297: employee Ravi A., hired 30 January 2022, separated 18 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4297?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30829", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9667: employee Bruno T., hired 29 January 2023, separated 07 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-9667?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30830", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5781: employee Mateo B., hired 03 November 2021, separated 12 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5781?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1982.\n- Crescent Telecom was founded in 1987.\n- Emeka reports to Deshawn.\n- Felix reports to Priya.\n- Nadia reports to Sofia.\n- Tessa reports to Felix.\n- Sofia reports to Callum.\n- Priya reports to Zoya.\n- Sofia works for Pinnacle Software.\n- Emeka works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum works for Crescent Telecom.\n- Zoya reports to Emeka.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Crescent Telecom is headquartered in Cork.\n- Bluepine Aviation was founded in 1982.\n- Priya works for Crescent Telecom.\n- Pinnacle Software was founded in 2014.\n- Tessa works for Bluepine Aviation.\n- Deshawn reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Callum reports to Tessa.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2007.\n- Hana reports to Tessa.\n- Sofia works for Fernhill Foods.\n- Hana works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2005.\n- Fernhill Foods is headquartered in Tampere.\n- Amara reports to Elena.\n- Crescent Telecom was founded in 1986.\n- Tessa works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Oslo.\n- Dmitri reports to Tobias.\n- Fernhill Foods was founded in 2004.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tobias works for Ironwood Manufacturing.\n- Tobias reports to Sofia.\n- Sofia reports to Mateo.\n- Mateo works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Sanne reports to Hana.\n- Crescent Telecom is headquartered in Tampere.\n- Lucia reports to Sanne.\n- Sanne works for Crescent Telecom.\n- Elena reports to Lucia.\n- Elena works for Beacon Insurance.\n- Mateo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Wren.\n- Summit Energy was founded in 2001.\n- Pinnacle Software is headquartered in Cork.\n- Cedar Retail Group was founded in 1998.\n- Ingrid reports to Mei.\n- Priya works for Cedar Retail Group.\n- Kenji works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Amara reports to Ravi.\n- Summit Energy is headquartered in Cork.\n- Ironwood Manufacturing was founded in 2015.\n- Pinnacle Software was founded in 2001.\n- Bruno works for Cedar Retail Group.\n- Ravi reports to Bruno.\n- Kenji reports to Priya.\n- Ironwood Manufacturing is headquartered in Austin.\n- Jonas works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan reports to Amara.\n- Mei reports to Stefan.\n- Mei works for Pinnacle Software.\n- Priya reports to Jonas.\n- Amara works for Cedar Retail Group.\n- Wren works for Pinnacle Software.\n- Ravi works for Ironwood Manufacturing.\n- Ingrid works for Summit Energy.\n- Bruno reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30834", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30835", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "reroute", "2": "quote_request", "3": "schedule_pickup", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30837", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 16 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2016: employee Felix S., hired 14 January 2022, separated 21 April 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-2016 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$7,000", "3": "$4,125"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30838", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2235: employee Ingrid M., hired 17 June 2021, separated 25 April 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-2235 under the controlling rules.", "criteria": {"0": "$6,450", "1": "$27,950", "2": "$6,525", "3": "$8,450"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Mara reports to Bruno.\n- Sanne works for Ironwood Manufacturing.\n- Elena reports to Omar.\n- Elena works for Fernhill Foods.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1987.\n- Ravi works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bruno works for Ironwood Manufacturing.\n- Ingrid reports to Elena.\n- Bruno reports to Ravi.\n- Nadia works for Summit Energy.\n- Fernhill Foods is headquartered in Austin.\n- Zoya works for Summit Energy.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics was founded in 1996.\n- Callum reports to Ingrid.\n- Summit Energy is headquartered in Adelaide.\n- Omar reports to Zoya.\n- Lucia works for Summit Energy.\n- Ironwood Manufacturing was founded in 2003.\n- Nadia reports to Callum.\n- Tobias reports to Mara.\n- Omar works for Lattice Analytics.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Sanne reports to Tobias.\n- Callum works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Austin.\n- Zoya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30840", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Amara reports to Nadia.\n- Wren works for Cobalt Health.\n- Northwind Systems was founded in 1994.\n- Vantage Air is headquartered in Ghent.\n- Mateo works for Vantage Air.\n- Amara works for Cobalt Health.\n- Mateo reports to Callum.\n- Ingrid works for Northwind Systems.\n- Cobalt Health was founded in 2010.\n- Northwind Systems is headquartered in Ghent.\n- Bluepine Aviation is headquartered in Basel.\n- Wren reports to Dmitri.\n- Dmitri reports to Mateo.\n- Lucia reports to Ingrid.\n- Callum reports to Lucia.\n- Vantage Air was founded in 1999.\n- Bluepine Aviation was founded in 2015.\n- Nadia works for Vantage Air.\n- Cobalt Health is headquartered in Basel.\n- Nadia reports to Wren.\n- Lucia works for Vantage Air.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Leila reports to Chiara.\n- Ironwood Manufacturing was founded in 1977.\n- Ravi works for Cedar Retail Group.\n- Sofia reports to Kenji.\n- Pablo reports to Mara.\n- Vantage Air is headquartered in Ghent.\n- Mara works for Beacon Insurance.\n- Kenji reports to Leila.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 2003.\n- Mateo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1984.\n- Sofia works for Vantage Air.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Yuki reports to Callum.\n- Mara reports to Mateo.\n- Amara works for Vantage Air.\n- Mei reports to Ravi.\n- Ravi reports to Yuki.\n- Amara reports to Mei.\n- Cedar Retail Group is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Leila works for Beacon Insurance.\n- Callum reports to Sofia.\n- Chiara works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Chiara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30842", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7526: employee Nadia T., hired 15 April 2024, separated 19 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7526?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30843", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4478: employee Tobias T., hired 04 March 2021, separated 08 March 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4478?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30844", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 January 2025): For employees hired on or after 12 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7982: employee Pablo S., hired 30 July 2022, separated 13 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7982?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30845", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Beacon Insurance was founded in 2002.\n- Helios Logistics was founded in 1984.\n- Aisha reports to Bruno.\n- Felix works for Lattice Analytics.\n- Ingrid works for Meridian Bank.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Chiara works for Lattice Analytics.\n- Omar reports to Felix.\n- Pablo reports to Ingrid.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 1979.\n- Sofia works for Lattice Analytics.\n- Felix reports to Nadia.\n- Tobias works for Lattice Analytics.\n- Anders reports to Tobias.\n- Ingrid reports to Aisha.\n- Amara works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Nadia works for Lattice Analytics.\n- Sofia reports to Amara.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics was founded in 2011.\n- Bruno reports to Sofia.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Chiara reports to Anders.\n- Pablo works for Meridian Bank.\n- Amara reports to Chiara.\n- Tobias reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30847", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 30 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 30 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2765: employee Felix S., hired 17 July 2021, separated 28 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2765?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2765 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1993.\n- Mateo works for Atlas Freight.\n- Callum works for Lattice Analytics.\n- Wren works for Fernhill Foods.\n- Mateo reports to Yuki.\n- Callum reports to Bruno.\n- Felix reports to Kenji.\n- Emeka reports to Elena.\n- Pablo works for Fernhill Foods.\n- Pablo reports to Emeka.\n- Atlas Freight is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Malmo.\n- Felix works for Bluepine Aviation.\n- Hana reports to Pablo.\n- Lattice Analytics was founded in 2000.\n- Kenji works for Atlas Freight.\n- Fernhill Foods is headquartered in Malmo.\n- Wren reports to Mateo.\n- Emeka works for Atlas Freight.\n- Lattice Analytics is headquartered in Ghent.\n- Tobias reports to Hana.\n- Yuki works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Fernhill Foods was founded in 2012.\n- Atlas Freight was founded in 1997.\n- Bruno reports to Tobias.\n- Tobias works for Lattice Analytics.\n- Elena reports to Wren.\n- Bruno works for Atlas Freight.\n- Yuki reports to Felix.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30849", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30850", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30851", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "removes access for a leaver", "4": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30852", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30853", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Jonas.\n- Cobalt Health was founded in 1988.\n- Dmitri reports to Zoya.\n- Sofia works for Bluepine Aviation.\n- Ingrid reports to Nadia.\n- Zoya reports to Ingrid.\n- Beacon Insurance is headquartered in Austin.\n- Bluepine Aviation is headquartered in Cork.\n- Priya works for Cobalt Health.\n- Jonas reports to Sofia.\n- Ingrid works for Ironwood Manufacturing.\n- Sofia reports to Priya.\n- Bluepine Aviation was founded in 2004.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1982.\n- Jonas works for Cobalt Health.\n- Mateo reports to Dmitri.\n- Dmitri works for Beacon Insurance.\n- Mateo works for Ironwood Manufacturing.\n- Nadia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Austin.\n- Zoya works for Bluepine Aviation.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Pinnacle Software.\n- Zoya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tallinn.\n- Viktor works for Pinnacle Software.\n- Zoya reports to Aisha.\n- Ravi reports to Jonas.\n- Elena works for Summit Energy.\n- Pinnacle Software was founded in 2014.\n- Summit Energy was founded in 1998.\n- Aisha works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Sofia works for Summit Energy.\n- Omar reports to Viktor.\n- Aisha reports to Stefan.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas reports to Elena.\n- Helios Logistics was founded in 1997.\n- Stefan reports to Omar.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Omar works for Helios Logistics.\n- Hana reports to Ravi.\n- Sofia reports to Zoya.\n- Ravi works for Summit Energy.\n- Viktor reports to Hana.\n- Summit Energy is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30857", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 9803 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Mei reports to Leila.\n- Bluepine Aviation was founded in 2006.\n- Leila works for Bluepine Aviation.\n- Deshawn reports to Anders.\n- Amara works for Vantage Air.\n- Nadia reports to Pablo.\n- Tobias reports to Lucia.\n- Summit Energy is headquartered in Tallinn.\n- Felix works for Vantage Air.\n- Lucia reports to Deshawn.\n- Pinnacle Software was founded in 1999.\n- Summit Energy was founded in 1993.\n- Lucia works for Summit Energy.\n- Felix reports to Mei.\n- Bluepine Aviation is headquartered in Dunedin.\n- Pablo reports to Amara.\n- Tobias works for Bluepine Aviation.\n- Tessa reports to Bruno.\n- Amara reports to Tessa.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn works for Summit Energy.\n- Tessa works for Pinnacle Software.\n- Leila reports to Nadia.\n- Mei works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Pablo works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Anders reports to Felix.\n- Vantage Air was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Tallinn", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30859", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Fernhill Foods.\n- Sanne works for Summit Energy.\n- Crescent Telecom is headquartered in Brno.\n- Crescent Telecom was founded in 1989.\n- Fernhill Foods is headquartered in Brno.\n- Sanne reports to Viktor.\n- Anders reports to Amara.\n- Summit Energy is headquartered in Nagoya.\n- Emeka reports to Ingrid.\n- Pablo reports to Anders.\n- Summit Energy was founded in 1979.\n- Anders works for Fernhill Foods.\n- Pablo works for Crescent Telecom.\n- Atlas Freight was founded in 1995.\n- Amara works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Amara reports to Emeka.\n- Jonas works for Atlas Freight.\n- Zoya works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Tessa reports to Jonas.\n- Atlas Freight is headquartered in Dunedin.\n- Zoya reports to Sanne.\n- Jonas reports to Pablo.\n- Viktor works for Summit Energy.\n- Ingrid reports to Zoya.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1992", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30861", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9670: employee Pablo A., hired 30 January 2023, separated 15 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9670?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30862", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 5, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1800: employee Aisha B., hired 01 December 2022, separated 18 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-1800 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$4,000", "2": "$3,750", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Vantage Air was founded in 1978.\n- Viktor works for Bluepine Aviation.\n- Summit Energy is headquartered in Bergen.\n- Hana works for Summit Energy.\n- Leila reports to Yuki.\n- Sofia works for Vantage Air.\n- Tobias reports to Felix.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Zoya works for Vantage Air.\n- Amara works for Summit Energy.\n- Leila works for Vantage Air.\n- Zoya reports to Viktor.\n- Summit Energy was founded in 2007.\n- Sanne works for Summit Energy.\n- Meridian Bank was founded in 1978.\n- Tobias works for Bluepine Aviation.\n- Aisha reports to Leila.\n- Hana reports to Sanne.\n- Bluepine Aviation is headquartered in Dunedin.\n- Callum reports to Aisha.\n- Sanne reports to Callum.\n- Meridian Bank is headquartered in Dunedin.\n- Sofia reports to Hana.\n- Aisha works for Bluepine Aviation.\n- Vantage Air is headquartered in Ghent.\n- Felix reports to Amara.\n- Felix works for Vantage Air.\n- Viktor reports to Sofia.\n- Yuki reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1996", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30864", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 20365 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30865", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 January 2023): For employees hired on or after 26 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2311: employee Priya B., hired 22 December 2021, separated 14 January 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2311?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30866", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30867", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2228: employee Callum T., hired 20 November 2023, separated 09 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2228?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30868", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30869", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 32175 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30870", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30871", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5433: employee Bruno S., hired 19 March 2021, separated 30 June 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5433?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2010.\n- Omar works for Cedar Retail Group.\n- Crescent Telecom was founded in 1987.\n- Cedar Retail Group is headquartered in Tampere.\n- Crescent Telecom is headquartered in Cork.\n- Pablo reports to Sanne.\n- Ravi reports to Chiara.\n- Atlas Freight was founded in 1985.\n- Chiara works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Omar reports to Tessa.\n- Tessa reports to Ravi.\n- Atlas Freight is headquartered in Leeds.\n- Anders reports to Omar.\n- Sanne reports to Leila.\n- Ravi works for Cedar Retail Group.\n- Cobalt Health was founded in 1985.\n- Leila works for Crescent Telecom.\n- Cobalt Health is headquartered in Cork.\n- Anders works for Cobalt Health.\n- Sanne works for Cedar Retail Group.\n- Pablo works for Atlas Freight.\n- Chiara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Summit Energy.\n- Fernhill Foods was founded in 2006.\n- Bruno works for Crescent Telecom.\n- Kenji works for Fernhill Foods.\n- Pablo works for Crescent Telecom.\n- Kenji reports to Yuki.\n- Elena reports to Nadia.\n- Crescent Telecom is headquartered in Tallinn.\n- Crescent Telecom was founded in 2001.\n- Callum reports to Chiara.\n- Nadia works for Crescent Telecom.\n- Chiara reports to Kenji.\n- Nadia reports to Priya.\n- Elena works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Brno.\n- Bruno reports to Callum.\n- Summit Energy is headquartered in Brno.\n- Chiara works for Summit Energy.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Priya reports to Bruno.\n- Summit Energy was founded in 2015.\n- Yuki reports to Pablo.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Dmitri reports to Elena.\n- Dmitri works for Crescent Telecom.\n- Callum works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Bruno.\n- Sanne works for Atlas Freight.\n- Lucia works for Summit Energy.\n- Tessa works for Meridian Bank.\n- Callum works for Summit Energy.\n- Atlas Freight is headquartered in Valencia.\n- Mara works for Summit Energy.\n- Bluepine Aviation was founded in 1986.\n- Summit Energy is headquartered in Tampere.\n- Mara reports to Tessa.\n- Meridian Bank is headquartered in Valencia.\n- Dmitri reports to Anders.\n- Anders works for Atlas Freight.\n- Meridian Bank was founded in 1978.\n- Hana works for Meridian Bank.\n- Summit Energy was founded in 1993.\n- Leila works for Bluepine Aviation.\n- Sanne reports to Leila.\n- Lucia reports to Sanne.\n- Leila reports to Hana.\n- Tessa reports to Lucia.\n- Atlas Freight was founded in 1997.\n- Bruno reports to Callum.\n- Bruno works for Meridian Bank.\n- Bluepine Aviation is headquartered in Valencia.\n- Dmitri works for Summit Energy.\n- Hana reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1988", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Deshawn reports to Ingrid.\n- Zoya works for Ironwood Manufacturing.\n- Lucia reports to Amara.\n- Amara works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Zoya reports to Anders.\n- Northwind Systems was founded in 2015.\n- Stefan works for Ironwood Manufacturing.\n- Ingrid works for Bluepine Aviation.\n- Anders reports to Stefan.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki reports to Deshawn.\n- Anders works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Cork.\n- Stefan reports to Lucia.\n- Northwind Systems is headquartered in Bergen.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 2007.\n- Bluepine Aviation was founded in 2014.\n- Ironwood Manufacturing was founded in 2003.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ingrid reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2003", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30876", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6194: employee Nadia M., hired 11 January 2021, separated 12 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6194?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Summit Energy is headquartered in Bergen.\n- Tobias reports to Nadia.\n- Nadia reports to Lucia.\n- Felix reports to Mei.\n- Priya reports to Elena.\n- Lucia reports to Mara.\n- Elena reports to Felix.\n- Tobias works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Felix works for Cobalt Health.\n- Mei reports to Tobias.\n- Elena works for Northwind Systems.\n- Pablo reports to Callum.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation is headquartered in Bergen.\n- Sanne reports to Deshawn.\n- Bluepine Aviation was founded in 1979.\n- Cobalt Health was founded in 2002.\n- Summit Energy was founded in 1991.\n- Northwind Systems is headquartered in Nagoya.\n- Cobalt Health is headquartered in Dunedin.\n- Lucia works for Northwind Systems.\n- Nadia works for Bluepine Aviation.\n- Pablo works for Northwind Systems.\n- Callum reports to Priya.\n- Mei works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Priya works for Cobalt Health.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1974", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30878", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30879", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9206: employee Mei R., hired 26 January 2021, separated 21 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9206?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30880", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6798: employee Zoya S., hired 07 May 2020, separated 27 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-6798?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30881", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 March 2025): For employees hired on or after 08 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3008: employee Priya R., hired 10 November 2021, separated 13 December 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3008?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30882", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30883", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Zoya.\n- Helios Logistics was founded in 2012.\n- Zoya reports to Amara.\n- Callum works for Crescent Telecom.\n- Sofia works for Helios Logistics.\n- Dmitri reports to Sanne.\n- Cedar Retail Group was founded in 1998.\n- Aisha works for Helios Logistics.\n- Vantage Air was founded in 1996.\n- Jonas works for Helios Logistics.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Amara works for Cedar Retail Group.\n- Bruno reports to Anders.\n- Vantage Air is headquartered in Porto.\n- Crescent Telecom is headquartered in Austin.\n- Sanne reports to Callum.\n- Aisha reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Callum reports to Jonas.\n- Sanne works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Dmitri works for Vantage Air.\n- Amara reports to Aisha.\n- Crescent Telecom was founded in 2014.\n- Helios Logistics is headquartered in Austin.\n- Jonas reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30884", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30885", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30886", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-8390: employee Tessa K., hired 27 September 2021, separated 14 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-8390?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-8390 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30887", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 45744 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30888", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 19 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8447: employee Sofia T., hired 30 December 2021, separated 11 November 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8447?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30889", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30890", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 17 March 2023): For employees hired on or after 17 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5063: employee Felix M., hired 15 February 2020, separated 13 June 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5063?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30891", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30892", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9692: employee Stefan M., hired 09 April 2024, separated 08 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9692?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1976.\n- Viktor works for Summit Energy.\n- Tobias reports to Viktor.\n- Vantage Air is headquartered in Tampere.\n- Felix works for Vantage Air.\n- Bruno works for Vantage Air.\n- Tobias works for Summit Energy.\n- Stefan reports to Bruno.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 1998.\n- Elena works for Helios Logistics.\n- Summit Energy is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Helios Logistics was founded in 1975.\n- Aisha works for Vantage Air.\n- Helios Logistics is headquartered in Turku.\n- Viktor reports to Elena.\n- Aisha reports to Kenji.\n- Bruno reports to Tobias.\n- Felix reports to Aisha.\n- Stefan works for Vantage Air.\n- Summit Energy was founded in 2005.\n- Kenji reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Malmo.\n- Ravi reports to Emeka.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Chiara works for Summit Energy.\n- Priya reports to Sofia.\n- Chiara reports to Priya.\n- Ironwood Manufacturing was founded in 2006.\n- Leila reports to Wren.\n- Emeka works for Ironwood Manufacturing.\n- Wren reports to Chiara.\n- Mei works for Bluepine Aviation.\n- Ravi works for Ironwood Manufacturing.\n- Sofia reports to Bruno.\n- Leila works for Bluepine Aviation.\n- Sofia works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.\n- Summit Energy was founded in 1980.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1978.\n- Lucia reports to Mei.\n- Emeka reports to Lucia.\n- Bruno reports to Ravi.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2015.\n- Lucia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Dunedin.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30895", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30896", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Viktor reports to Emeka.\n- Tobias works for Ironwood Manufacturing.\n- Amara works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2009.\n- Hana works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Emeka works for Bluepine Aviation.\n- Chiara reports to Felix.\n- Viktor works for Helios Logistics.\n- Leila reports to Viktor.\n- Mateo reports to Hana.\n- Leila works for Helios Logistics.\n- Felix reports to Sofia.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Nadia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Basel.\n- Emeka reports to Nadia.\n- Mateo works for Bluepine Aviation.\n- Hana reports to Chiara.\n- Tobias reports to Leila.\n- Cobalt Health is headquartered in Austin.\n- Nadia reports to Amara.\n- Helios Logistics is headquartered in Porto.\n- Helios Logistics was founded in 2010.\n- Bluepine Aviation was founded in 1975.\n- Sofia reports to Tobias.\n- Amara reports to Elena.\n- Cobalt Health was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2013", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Dmitri.\n- Atlas Freight is headquartered in Tampere.\n- Amara reports to Zoya.\n- Anders works for Beacon Insurance.\n- Vantage Air is headquartered in Halifax.\n- Atlas Freight was founded in 2006.\n- Beacon Insurance was founded in 1981.\n- Ravi reports to Callum.\n- Anders reports to Ravi.\n- Elena reports to Hana.\n- Pinnacle Software is headquartered in Dunedin.\n- Pinnacle Software was founded in 2011.\n- Callum reports to Sanne.\n- Zoya reports to Chiara.\n- Ravi works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Amara works for Beacon Insurance.\n- Dmitri works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Beacon Insurance is headquartered in Halifax.\n- Chiara works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Vantage Air was founded in 2011.\n- Callum works for Pinnacle Software.\n- Sanne reports to Amara.\n- Hana reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Ingrid reports to Zoya.\n- Bruno reports to Sofia.\n- Beacon Insurance is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1996.\n- Pinnacle Software was founded in 1997.\n- Ravi works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Sofia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Lyon.\n- Dmitri reports to Elena.\n- Elena works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 1984.\n- Zoya works for Beacon Insurance.\n- Sofia reports to Yuki.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bruno works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Yuki reports to Ingrid.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Sanne reports to Ravi.\n- Ravi reports to Emeka.\n- Zoya reports to Deshawn.\n- Beacon Insurance was founded in 2010.\n- Elena reports to Callum.\n- Callum reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30900", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 February 2023): For employees hired on or after 21 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6637: employee Chiara R., hired 01 December 2022, separated 31 May 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6637?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Cobalt Health was founded in 1983.\n- Elena reports to Hana.\n- Sofia reports to Nadia.\n- Pablo reports to Sofia.\n- Wren reports to Pablo.\n- Cobalt Health is headquartered in Leeds.\n- Hana reports to Priya.\n- Sofia works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Priya works for Pinnacle Software.\n- Omar reports to Felix.\n- Kenji reports to Elena.\n- Viktor works for Pinnacle Software.\n- Elena works for Fernhill Foods.\n- Nadia works for Cobalt Health.\n- Nadia reports to Omar.\n- Pinnacle Software was founded in 2001.\n- Wren works for Fernhill Foods.\n- Northwind Systems was founded in 1979.\n- Pinnacle Software is headquartered in Leeds.\n- Fernhill Foods was founded in 2006.\n- Felix works for Fernhill Foods.\n- Priya reports to Wren.\n- Northwind Systems is headquartered in Porto.\n- Kenji works for Northwind Systems.\n- Bruno reports to Kenji.\n- Felix reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Priya reports to Wren.\n- Dmitri reports to Tobias.\n- Pinnacle Software was founded in 2004.\n- Bluepine Aviation was founded in 2005.\n- Amara reports to Sofia.\n- Chiara reports to Yuki.\n- Felix works for Bluepine Aviation.\n- Felix reports to Amara.\n- Sofia reports to Priya.\n- Zoya reports to Dmitri.\n- Mateo reports to Zoya.\n- Tobias works for Bluepine Aviation.\n- Crescent Telecom was founded in 2012.\n- Zoya works for Bluepine Aviation.\n- Wren reports to Chiara.\n- Wren works for Pinnacle Software.\n- Meridian Bank was founded in 1991.\n- Bluepine Aviation is headquartered in Basel.\n- Tobias reports to Omar.\n- Meridian Bank is headquartered in Adelaide.\n- Dmitri works for Pinnacle Software.\n- Amara works for Meridian Bank.\n- Sofia works for Bluepine Aviation.\n- Yuki reports to Mateo.\n- Yuki works for Pinnacle Software.\n- Priya works for Meridian Bank.\n- Pinnacle Software is headquartered in Turku.\n- Mateo works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Chiara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Aisha reports to Viktor.\n- Priya reports to Mei.\n- Ironwood Manufacturing was founded in 1985.\n- Dmitri reports to Priya.\n- Viktor reports to Sofia.\n- Fernhill Foods was founded in 1989.\n- Summit Energy is headquartered in Lyon.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mei works for Lattice Analytics.\n- Summit Energy was founded in 1981.\n- Yuki reports to Dmitri.\n- Omar works for Lattice Analytics.\n- Lucia reports to Omar.\n- Priya works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Zoya works for Summit Energy.\n- Omar reports to Aisha.\n- Zoya reports to Yuki.\n- Sofia works for Fernhill Foods.\n- Lucia works for Summit Energy.\n- Lattice Analytics is headquartered in Turku.\n- Aisha works for Summit Energy.\n- Fernhill Foods is headquartered in Lyon.\n- Lattice Analytics was founded in 1999.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30904", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30905", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30907", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30908", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 26152\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Wren.\n- Helios Logistics was founded in 1985.\n- Aisha reports to Lucia.\n- Sofia works for Helios Logistics.\n- Dmitri reports to Aisha.\n- Meridian Bank is headquartered in Tallinn.\n- Hana reports to Deshawn.\n- Aisha works for Vantage Air.\n- Deshawn reports to Dmitri.\n- Deshawn works for Helios Logistics.\n- Priya reports to Hana.\n- Felix works for Helios Logistics.\n- Lucia reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Hana works for Helios Logistics.\n- Priya works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Kenji reports to Callum.\n- Kenji works for Meridian Bank.\n- Sofia reports to Priya.\n- Bluepine Aviation was founded in 2005.\n- Meridian Bank was founded in 1976.\n- Jonas reports to Kenji.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Leeds.\n- Vantage Air was founded in 1986.\n- Jonas works for Helios Logistics.\n- Wren reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Emeka.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Lattice Analytics was founded in 1999.\n- Callum works for Lattice Analytics.\n- Mara works for Pinnacle Software.\n- Deshawn reports to Callum.\n- Bluepine Aviation was founded in 1998.\n- Callum reports to Leila.\n- Dmitri reports to Mara.\n- Dmitri works for Summit Energy.\n- Pinnacle Software was founded in 1984.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Leila reports to Chiara.\n- Leila works for Lattice Analytics.\n- Pinnacle Software is headquartered in Valencia.\n- Mara reports to Amara.\n- Summit Energy was founded in 2009.\n- Amara reports to Deshawn.\n- Lattice Analytics is headquartered in Valencia.\n- Amara works for Bluepine Aviation.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2005.\n- Bruno reports to Viktor.\n- Jonas reports to Leila.\n- Meridian Bank is headquartered in Tallinn.\n- Mei works for Cedar Retail Group.\n- Deshawn reports to Mei.\n- Callum works for Cedar Retail Group.\n- Felix works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Ravi reports to Tessa.\n- Lattice Analytics is headquartered in Tallinn.\n- Leila works for Meridian Bank.\n- Lattice Analytics was founded in 1995.\n- Ravi works for Lattice Analytics.\n- Priya reports to Jonas.\n- Deshawn works for Lattice Analytics.\n- Meridian Bank was founded in 1996.\n- Northwind Systems is headquartered in Tallinn.\n- Priya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 2000.\n- Pablo reports to Felix.\n- Bruno works for Meridian Bank.\n- Tessa reports to Callum.\n- Pablo works for Northwind Systems.\n- Felix reports to Ravi.\n- Tessa works for Lattice Analytics.\n- Callum reports to Priya.\n- Mei reports to Bruno.\n- Viktor reports to Pablo.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30912", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8902: employee Mateo B., hired 17 May 2022, separated 09 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8902?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8902 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30913", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-9 (VERSION 5, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5774: employee Sofia K., hired 29 November 2023, separated 13 March 2026 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-5774 under the controlling rules.", "criteria": {"0": "$15,058", "1": "$14,058", "2": "$14,928", "3": "$65,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Bruno.\n- Northwind Systems was founded in 1981.\n- Bruno reports to Amara.\n- Meridian Bank was founded in 1980.\n- Hana works for Meridian Bank.\n- Pablo works for Northwind Systems.\n- Yuki reports to Wren.\n- Pablo reports to Hana.\n- Aisha reports to Yuki.\n- Aisha works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Bruno works for Bluepine Aviation.\n- Wren reports to Chiara.\n- Cedar Retail Group is headquartered in Brno.\n- Sanne works for Meridian Bank.\n- Bluepine Aviation was founded in 1991.\n- Amara reports to Pablo.\n- Bluepine Aviation is headquartered in Lyon.\n- Meridian Bank is headquartered in Bergen.\n- Hana reports to Aisha.\n- Cedar Retail Group was founded in 2010.\n- Sanne reports to Sofia.\n- Chiara works for Meridian Bank.\n- Northwind Systems is headquartered in Bergen.\n- Sofia works for Northwind Systems.\n- Amara works for Bluepine Aviation.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30915", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 16713 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Kenji reports to Anders.\n- Anders works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Lucia works for Beacon Insurance.\n- Bruno reports to Omar.\n- Vantage Air is headquartered in Basel.\n- Emeka works for Beacon Insurance.\n- Ravi reports to Bruno.\n- Cobalt Health was founded in 2015.\n- Mei reports to Lucia.\n- Cobalt Health is headquartered in Halifax.\n- Aisha reports to Mei.\n- Priya works for Beacon Insurance.\n- Hana reports to Priya.\n- Beacon Insurance is headquartered in Oslo.\n- Omar works for Cobalt Health.\n- Beacon Insurance was founded in 1982.\n- Aisha works for Vantage Air.\n- Lucia reports to Hana.\n- Stefan works for Cedar Retail Group.\n- Ravi works for Vantage Air.\n- Cedar Retail Group was founded in 2013.\n- Stefan reports to Emeka.\n- Vantage Air was founded in 2013.\n- Hana works for Vantage Air.\n- Cedar Retail Group is headquartered in Oslo.\n- Bruno works for Cobalt Health.\n- Priya reports to Kenji.\n- Omar reports to Aisha.\n- Emeka reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Oslo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Cedar Retail Group was founded in 2006.\n- Zoya works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2009.\n- Emeka works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Turku.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Nadia reports to Hana.\n- Zoya reports to Mara.\n- Tobias reports to Emeka.\n- Lattice Analytics is headquartered in Turku.\n- Omar reports to Pablo.\n- Emeka reports to Nadia.\n- Bluepine Aviation is headquartered in Leeds.\n- Nadia works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Lattice Analytics was founded in 1982.\n- Leila works for Pinnacle Software.\n- Mara reports to Elena.\n- Tobias works for Lattice Analytics.\n- Leila reports to Zoya.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Leila.\n- Cedar Retail Group is headquartered in Turku.\n- Mara works for Cedar Retail Group.\n- Hana reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30918", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7190: employee Mara A., hired 14 November 2020, separated 24 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2026-7190 under the controlling rules.", "criteria": {"0": "$41,600", "1": "$9,675", "2": "$7,600", "3": "$9,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30919", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30920", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-8 (VERSION 5, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1569: employee Dmitri S., hired 02 January 2023, separated 14 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1569?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-30921", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6539: employee Felix T., hired 07 June 2024, separated 25 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-6539 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,000", "2": "$4,000", "3": "$600"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Hana.\n- Viktor reports to Emeka.\n- Emeka reports to Ravi.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Dunedin.\n- Ingrid reports to Viktor.\n- Atlas Freight was founded in 1998.\n- Kenji works for Fernhill Foods.\n- Pinnacle Software was founded in 1980.\n- Hana works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Fernhill Foods was founded in 1998.\n- Ravi works for Crescent Telecom.\n- Atlas Freight is headquartered in Ghent.\n- Pinnacle Software is headquartered in Nagoya.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Pablo reports to Ingrid.\n- Emeka works for Crescent Telecom.\n- Ravi reports to Callum.\n- Crescent Telecom is headquartered in Malmo.\n- Kenji reports to Pablo.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30923", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-3 (VERSION 5, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1775: employee Sanne A., hired 23 March 2021, separated 17 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1775?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Omar works for Bluepine Aviation.\n- Mateo works for Helios Logistics.\n- Ingrid works for Beacon Insurance.\n- Viktor works for Atlas Freight.\n- Mei reports to Viktor.\n- Chiara reports to Anders.\n- Omar reports to Kenji.\n- Helios Logistics was founded in 2012.\n- Chiara works for Helios Logistics.\n- Beacon Insurance was founded in 2005.\n- Anders works for Helios Logistics.\n- Ingrid reports to Aisha.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Kenji reports to Chiara.\n- Atlas Freight is headquartered in Lyon.\n- Helios Logistics is headquartered in Lyon.\n- Mei works for Helios Logistics.\n- Tessa reports to Omar.\n- Beacon Insurance is headquartered in Porto.\n- Mateo reports to Tessa.\n- Viktor reports to Mateo.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Hana reports to Ingrid.\n- Atlas Freight was founded in 2011.\n- Anders reports to Hana.\n- Elena reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Hana works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2010.\n- Zoya works for Crescent Telecom.\n- Emeka reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Mei works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Zoya reports to Kenji.\n- Pinnacle Software is headquartered in Leeds.\n- Callum reports to Emeka.\n- Wren reports to Aisha.\n- Emeka works for Lattice Analytics.\n- Wren works for Crescent Telecom.\n- Kenji reports to Wren.\n- Pinnacle Software was founded in 1998.\n- Kenji works for Northwind Systems.\n- Lattice Analytics was founded in 2004.\n- Northwind Systems was founded in 1984.\n- Mei reports to Zoya.\n- Callum works for Northwind Systems.\n- Aisha reports to Tobias.\n- Crescent Telecom is headquartered in Tampere.\n- Omar reports to Callum.\n- Tobias works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Northwind Systems is headquartered in Basel.\n- Chiara reports to Mei.\n- Lattice Analytics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30926", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30927", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1626: employee Hana A., hired 25 October 2022, separated 06 August 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-1626 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$3,000", "2": "$10,833", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30928", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "restart_service", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30929", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30930", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30931", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9139: employee Tessa B., hired 01 October 2020, separated 26 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9139?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9139 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30932", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30933", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3031: employee Tessa B., hired 23 February 2021, separated 13 August 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-3031 under the controlling rules.", "criteria": {"0": "$39,433", "1": "$9,100", "2": "$9,188", "3": "$10,100"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30934", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1993.\n- Wren reports to Anders.\n- Lattice Analytics is headquartered in Lyon.\n- Hana works for Summit Energy.\n- Nadia reports to Hana.\n- Yuki works for Atlas Freight.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 2011.\n- Yuki reports to Wren.\n- Tessa reports to Lucia.\n- Lucia works for Lattice Analytics.\n- Wren works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Emeka works for Lattice Analytics.\n- Northwind Systems is headquartered in Lyon.\n- Ingrid reports to Yuki.\n- Summit Energy is headquartered in Austin.\n- Atlas Freight is headquartered in Basel.\n- Deshawn works for Northwind Systems.\n- Anders reports to Emeka.\n- Northwind Systems was founded in 2006.\n- Nadia works for Northwind Systems.\n- Hana reports to Tessa.\n- Ingrid works for Lattice Analytics.\n- Summit Energy was founded in 1985.\n- Lucia reports to Ingrid.\n- Deshawn reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30937", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 January 2023): For employees hired on or after 02 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7882: employee Pablo T., hired 26 November 2019, separated 09 May 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-7882 under the controlling rules.", "criteria": {"0": "$11,250", "1": "$11,700", "2": "$48,533", "3": "$11,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-30938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Stefan.\n- Jonas works for Crescent Telecom.\n- Sanne reports to Viktor.\n- Felix works for Beacon Insurance.\n- Wren works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Crescent Telecom is headquartered in Valencia.\n- Sofia reports to Felix.\n- Lucia reports to Wren.\n- Wren reports to Sanne.\n- Stefan reports to Lucia.\n- Sofia works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Beacon Insurance is headquartered in Leeds.\n- Lattice Analytics was founded in 1983.\n- Leila reports to Jonas.\n- Atlas Freight is headquartered in Ghent.\n- Callum works for Lattice Analytics.\n- Beacon Insurance was founded in 2008.\n- Ravi works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Leila.\n- Crescent Telecom was founded in 1981.\n- Stefan works for Lattice Analytics.\n- Viktor reports to Aisha.\n- Lucia works for Atlas Freight.\n- Ravi reports to Sofia.\n- Viktor works for Crescent Telecom.\n- Jonas reports to Callum.\n- Sanne works for Beacon Insurance.\n- Atlas Freight was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1995", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Halifax.\n- Stefan reports to Aisha.\n- Summit Energy was founded in 1980.\n- Aisha reports to Zoya.\n- Tobias reports to Yuki.\n- Emeka works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Zoya reports to Hana.\n- Fernhill Foods was founded in 1991.\n- Hana reports to Emeka.\n- Yuki works for Summit Energy.\n- Hana works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Pablo works for Fernhill Foods.\n- Emeka reports to Tobias.\n- Meridian Bank was founded in 1979.\n- Lattice Analytics was founded in 2000.\n- Summit Energy is headquartered in Tampere.\n- Pablo reports to Stefan.\n- Stefan works for Meridian Bank.\n- Lattice Analytics is headquartered in Halifax.\n- Meridian Bank is headquartered in Austin.\n- Zoya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30940", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30941", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30942", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1774: employee Callum B., hired 09 October 2022, separated 11 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1774?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1774 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30943", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30944", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 53761\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Tessa.\n- Mateo works for Bluepine Aviation.\n- Kenji works for Cedar Retail Group.\n- Pablo reports to Wren.\n- Yuki reports to Pablo.\n- Fernhill Foods was founded in 2006.\n- Omar works for Helios Logistics.\n- Tobias works for Bluepine Aviation.\n- Mei works for Helios Logistics.\n- Wren reports to Kenji.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Kenji reports to Callum.\n- Cedar Retail Group is headquartered in Oslo.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Callum works for Bluepine Aviation.\n- Lucia reports to Jonas.\n- Jonas reports to Omar.\n- Omar reports to Mei.\n- Tobias reports to Yuki.\n- Tessa works for Helios Logistics.\n- Mateo reports to Lucia.\n- Pablo works for Cedar Retail Group.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Mei reports to Tobias.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Cedar Retail Group was founded in 1980.\n- Helios Logistics was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30946", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2370: employee Kenji M., hired 20 January 2024, separated 23 May 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-2370 under the controlling rules.", "criteria": {"0": "$24,267", "1": "$5,688", "2": "$5,600", "3": "$5,100"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30947", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 07 November 2022): For employees hired on or after 07 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1383: employee Kenji S., hired 08 December 2020, separated 07 September 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1383?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1383 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30948", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30949", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5547: employee Leila R., hired 06 December 2022, separated 18 August 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5547?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30950", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30951", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30952", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4052: employee Elena S., hired 04 January 2022, separated 31 December 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4052?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2009.\n- Beacon Insurance was founded in 1984.\n- Amara works for Crescent Telecom.\n- Helios Logistics is headquartered in Ghent.\n- Beacon Insurance is headquartered in Turku.\n- Lucia works for Helios Logistics.\n- Amara reports to Lucia.\n- Ingrid works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Crescent Telecom was founded in 1995.\n- Emeka reports to Mei.\n- Mei reports to Omar.\n- Northwind Systems was founded in 1994.\n- Sofia works for Beacon Insurance.\n- Ingrid reports to Yuki.\n- Lucia reports to Ingrid.\n- Omar reports to Amara.\n- Northwind Systems is headquartered in Ghent.\n- Yuki reports to Sofia.\n- Omar works for Beacon Insurance.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30954", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Set Timer — asks for a countdown timer", "3": "Weather — asks about weather", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30955", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 64042\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1976.\n- Viktor reports to Ingrid.\n- Summit Energy was founded in 1996.\n- Mei reports to Felix.\n- Ingrid reports to Mei.\n- Vantage Air is headquartered in Malmo.\n- Nadia works for Bluepine Aviation.\n- Sofia reports to Viktor.\n- Nadia reports to Anders.\n- Summit Energy is headquartered in Adelaide.\n- Mei works for Summit Energy.\n- Anders reports to Chiara.\n- Ingrid works for Vantage Air.\n- Bluepine Aviation is headquartered in Malmo.\n- Felix works for Atlas Freight.\n- Chiara reports to Sofia.\n- Chiara works for Summit Energy.\n- Vantage Air was founded in 1975.\n- Anders works for Summit Energy.\n- Viktor works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Atlas Freight is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30957", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Zoya.\n- Tobias reports to Lucia.\n- Northwind Systems is headquartered in Halifax.\n- Mei works for Ironwood Manufacturing.\n- Leila works for Crescent Telecom.\n- Deshawn reports to Sofia.\n- Lattice Analytics is headquartered in Austin.\n- Nadia works for Northwind Systems.\n- Deshawn works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1977.\n- Zoya works for Ironwood Manufacturing.\n- Lucia reports to Nadia.\n- Sofia reports to Omar.\n- Yuki works for Northwind Systems.\n- Lucia works for Crescent Telecom.\n- Northwind Systems was founded in 2015.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mei reports to Leila.\n- Crescent Telecom was founded in 2004.\n- Nadia reports to Mei.\n- Omar reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1984.\n- Yuki reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1977.\n- Mateo works for Beacon Insurance.\n- Felix reports to Mei.\n- Wren works for Beacon Insurance.\n- Chiara works for Ironwood Manufacturing.\n- Mateo reports to Wren.\n- Tobias works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Beacon Insurance was founded in 1983.\n- Pinnacle Software is headquartered in Leeds.\n- Felix works for Lattice Analytics.\n- Beacon Insurance is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Wren reports to Tobias.\n- Chiara reports to Ingrid.\n- Lattice Analytics is headquartered in Basel.\n- Pinnacle Software was founded in 1993.\n- Mei works for Ironwood Manufacturing.\n- Ingrid reports to Tessa.\n- Tessa works for Pinnacle Software.\n- Lattice Analytics was founded in 2015.\n- Tessa reports to Mateo.\n- Tobias reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Anders.\n- Helios Logistics was founded in 1981.\n- Beacon Insurance is headquartered in Tallinn.\n- Anders reports to Elena.\n- Meridian Bank is headquartered in Tallinn.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Vantage Air is headquartered in Tallinn.\n- Callum works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Priya works for Helios Logistics.\n- Zoya works for Vantage Air.\n- Mei reports to Bruno.\n- Aisha works for Helios Logistics.\n- Priya reports to Zoya.\n- Anders works for Beacon Insurance.\n- Elena works for Vantage Air.\n- Bruno reports to Amara.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 2002.\n- Amara reports to Dmitri.\n- Aisha reports to Mei.\n- Zoya reports to Aisha.\n- Beacon Insurance was founded in 1995.\n- Dmitri reports to Callum.\n- Vantage Air was founded in 1994.\n- Bruno works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30960", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 31 October 2022): For employees hired on or after 31 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1077: employee Deshawn K., hired 28 July 2022, separated 29 June 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1077?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30961", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1603: employee Aisha M., hired 03 August 2021, separated 07 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1603?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30962", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 September 2025): For employees hired on or after 18 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6354: employee Aisha K., hired 06 November 2024, separated 20 June 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6354?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30963", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Austin.\n- Chiara works for Northwind Systems.\n- Fernhill Foods is headquartered in Valencia.\n- Pablo works for Fernhill Foods.\n- Bruno reports to Chiara.\n- Yuki reports to Bruno.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Anders reports to Tessa.\n- Tessa works for Northwind Systems.\n- Sanne works for Vantage Air.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1979.\n- Tessa reports to Yuki.\n- Anders works for Ironwood Manufacturing.\n- Sanne reports to Anders.\n- Bruno works for Northwind Systems.\n- Mara reports to Pablo.\n- Northwind Systems was founded in 1976.\n- Fernhill Foods was founded in 2014.\n- Vantage Air was founded in 1983.\n- Northwind Systems is headquartered in Valencia.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1988.\n- Pinnacle Software is headquartered in Halifax.\n- Sofia reports to Tobias.\n- Tobias reports to Viktor.\n- Tobias works for Northwind Systems.\n- Callum reports to Kenji.\n- Mateo works for Cobalt Health.\n- Kenji reports to Sofia.\n- Sanne reports to Mateo.\n- Mateo reports to Hana.\n- Viktor works for Pinnacle Software.\n- Yuki reports to Ravi.\n- Ravi reports to Callum.\n- Yuki works for Cobalt Health.\n- Northwind Systems is headquartered in Cork.\n- Callum works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Viktor reports to Sanne.\n- Crescent Telecom was founded in 2009.\n- Hana works for Northwind Systems.\n- Crescent Telecom is headquartered in Porto.\n- Sofia works for Northwind Systems.\n- Cobalt Health was founded in 1986.\n- Sanne works for Northwind Systems.\n- Cobalt Health is headquartered in Cork.\n- Northwind Systems was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1985.\n- Hana works for Ironwood Manufacturing.\n- Sanne reports to Nadia.\n- Lucia reports to Felix.\n- Nadia works for Helios Logistics.\n- Fernhill Foods was founded in 1979.\n- Helios Logistics is headquartered in Halifax.\n- Ingrid works for Fernhill Foods.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1989.\n- Felix reports to Leila.\n- Ironwood Manufacturing is headquartered in Brno.\n- Felix works for Pinnacle Software.\n- Ingrid reports to Hana.\n- Hana reports to Lucia.\n- Fernhill Foods is headquartered in Brno.\n- Pinnacle Software is headquartered in Oslo.\n- Pinnacle Software was founded in 1997.\n- Nadia reports to Mateo.\n- Mateo works for Helios Logistics.\n- Leila reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30967", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "set_timer", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30968", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Aisha.\n- Bluepine Aviation is headquartered in Valencia.\n- Wren reports to Sofia.\n- Summit Energy was founded in 1999.\n- Amara reports to Leila.\n- Bluepine Aviation was founded in 1989.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software was founded in 2015.\n- Anders reports to Stefan.\n- Aisha reports to Zoya.\n- Felix works for Pinnacle Software.\n- Felix reports to Wren.\n- Lattice Analytics is headquartered in Valencia.\n- Zoya reports to Priya.\n- Zoya works for Bluepine Aviation.\n- Priya reports to Anders.\n- Priya works for Bluepine Aviation.\n- Anders works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Sofia works for Lattice Analytics.\n- Kenji works for Pinnacle Software.\n- Amara works for Lattice Analytics.\n- Kenji reports to Viktor.\n- Leila reports to Kenji.\n- Stefan reports to Amara.\n- Wren works for Lattice Analytics.\n- Summit Energy is headquartered in Austin.\n- Viktor works for Lattice Analytics.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics was founded in 2003.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "1998", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30970", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Felix.\n- Aisha reports to Priya.\n- Chiara works for Pinnacle Software.\n- Anders reports to Mateo.\n- Omar works for Vantage Air.\n- Pinnacle Software is headquartered in Adelaide.\n- Summit Energy is headquartered in Tampere.\n- Chiara reports to Omar.\n- Ironwood Manufacturing was founded in 1990.\n- Mei works for Pinnacle Software.\n- Hana reports to Zoya.\n- Vantage Air is headquartered in Adelaide.\n- Mateo reports to Deshawn.\n- Pinnacle Software was founded in 2008.\n- Kenji works for Summit Energy.\n- Hana works for Pinnacle Software.\n- Kenji reports to Anders.\n- Deshawn works for Summit Energy.\n- Felix reports to Hana.\n- Omar reports to Aisha.\n- Zoya works for Ironwood Manufacturing.\n- Priya works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Mateo works for Vantage Air.\n- Zoya reports to Kenji.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Vantage Air was founded in 1991.\n- Summit Energy was founded in 2007.\n- Deshawn reports to Mei.\n- Felix works for Vantage Air.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30972", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-9543: employee Zoya K., hired 12 May 2023, separated 27 January 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-9543?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-9543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-30973", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1997.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Anders reports to Viktor.\n- Anders works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Priya works for Fernhill Foods.\n- Pinnacle Software is headquartered in Porto.\n- Mei reports to Hana.\n- Aisha reports to Mei.\n- Hana reports to Tobias.\n- Meridian Bank is headquartered in Valencia.\n- Hana works for Meridian Bank.\n- Amara reports to Stefan.\n- Bruno works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Stefan reports to Tessa.\n- Pinnacle Software was founded in 1987.\n- Mei works for Beacon Insurance.\n- Amara works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Tobias reports to Amara.\n- Elena reports to Anders.\n- Priya reports to Bruno.\n- Tobias works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Beacon Insurance is headquartered in Porto.\n- Tessa reports to Priya.\n- Bruno reports to Elena.\n- Beacon Insurance was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-30975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1980.\n- Meridian Bank was founded in 1998.\n- Helios Logistics is headquartered in Basel.\n- Felix works for Bluepine Aviation.\n- Ingrid works for Helios Logistics.\n- Sofia reports to Anders.\n- Mei reports to Mara.\n- Mara reports to Sofia.\n- Felix reports to Viktor.\n- Jonas works for Helios Logistics.\n- Mara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno works for Fernhill Foods.\n- Aisha reports to Felix.\n- Mei works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Sofia works for Meridian Bank.\n- Anders reports to Ingrid.\n- Fernhill Foods was founded in 1985.\n- Jonas reports to Mei.\n- Viktor works for Helios Logistics.\n- Bluepine Aviation was founded in 1982.\n- Meridian Bank is headquartered in Malmo.\n- Ingrid reports to Bruno.\n- Viktor reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30976", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 54506 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30977", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "resignation", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-30978", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 60245 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-30979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Priya reports to Mei.\n- Lattice Analytics is headquartered in Dunedin.\n- Tessa reports to Yuki.\n- Yuki works for Summit Energy.\n- Lucia reports to Mateo.\n- Priya works for Lattice Analytics.\n- Felix works for Cobalt Health.\n- Mei reports to Felix.\n- Ironwood Manufacturing was founded in 1983.\n- Mateo reports to Priya.\n- Lattice Analytics was founded in 1983.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Summit Energy was founded in 2008.\n- Tessa works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1985.\n- Lucia works for Summit Energy.\n- Felix reports to Amara.\n- Mateo works for Summit Energy.\n- Mei works for Lattice Analytics.\n- Yuki reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-30980", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-30981", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 68766, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-30982", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-30983", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30985", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2867: employee Bruno S., hired 07 October 2024, separated 09 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2867?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-30986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Fernhill Foods is headquartered in Turku.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software was founded in 1993.\n- Anders reports to Amara.\n- Nadia reports to Chiara.\n- Leila reports to Yuki.\n- Mara reports to Stefan.\n- Amara reports to Priya.\n- Priya works for Fernhill Foods.\n- Northwind Systems was founded in 2001.\n- Chiara reports to Leila.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Nadia.\n- Fernhill Foods was founded in 1996.\n- Ingrid works for Pinnacle Software.\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group was founded in 2001.\n- Pinnacle Software is headquartered in Turku.\n- Stefan reports to Ingrid.\n- Cedar Retail Group is headquartered in Dunedin.\n- Yuki works for Pinnacle Software.\n- Amara works for Fernhill Foods.\n- Priya reports to Mara.\n- Stefan works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-30987", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 37831 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-30988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Pinnacle Software was founded in 1990.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods was founded in 1987.\n- Stefan works for Pinnacle Software.\n- Helios Logistics was founded in 1990.\n- Nadia works for Pinnacle Software.\n- Bluepine Aviation was founded in 1983.\n- Hana works for Bluepine Aviation.\n- Chiara works for Pinnacle Software.\n- Viktor works for Fernhill Foods.\n- Bruno reports to Chiara.\n- Hana reports to Tobias.\n- Pinnacle Software is headquartered in Ghent.\n- Nadia reports to Hana.\n- Ravi reports to Viktor.\n- Viktor reports to Stefan.\n- Chiara reports to Ravi.\n- Helios Logistics is headquartered in Austin.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Bruno.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1987", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-30989", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 01 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2773: employee Mara T., hired 18 July 2021, separated 06 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-2773?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30990", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 January 2025): For employees hired on or after 18 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9345: employee Sofia S., hired 23 November 2022, separated 29 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9345?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30991", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7392: employee Lucia S., hired 27 September 2023, separated 04 January 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7392?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30992", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 71494 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-30993", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-30994", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6368: employee Chiara K., hired 12 June 2021, separated 06 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6368?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-30995", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-30996", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8405: employee Leila A., hired 14 November 2022, separated 06 December 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8405?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-30997", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-7 (VERSION 3, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2695: employee Jonas R., hired 26 March 2020, separated 13 November 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2695?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2695 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-30998", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-30999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Mei.\n- Sofia reports to Anders.\n- Viktor works for Beacon Insurance.\n- Callum reports to Amara.\n- Crescent Telecom was founded in 1998.\n- Atlas Freight was founded in 1989.\n- Anders reports to Viktor.\n- Beacon Insurance is headquartered in Valencia.\n- Kenji reports to Callum.\n- Kenji works for Meridian Bank.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 1998.\n- Emeka reports to Kenji.\n- Meridian Bank is headquartered in Ghent.\n- Sofia works for Beacon Insurance.\n- Omar works for Crescent Telecom.\n- Leila reports to Sofia.\n- Hana works for Atlas Freight.\n- Anders works for Crescent Telecom.\n- Priya reports to Omar.\n- Mei reports to Leila.\n- Meridian Bank was founded in 2004.\n- Crescent Telecom is headquartered in Ghent.\n- Emeka works for Crescent Telecom.\n- Omar reports to Hana.\n- Callum works for Atlas Freight.\n- Hana reports to Emeka.\n- Atlas Freight is headquartered in Ghent.\n- Priya works for Atlas Freight.\n- Leila works for Meridian Bank.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31000", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Yuki works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Fernhill Foods is headquartered in Leeds.\n- Dmitri works for Fernhill Foods.\n- Amara reports to Yuki.\n- Tobias reports to Bruno.\n- Tobias works for Beacon Insurance.\n- Ravi reports to Leila.\n- Leila reports to Tobias.\n- Ingrid reports to Mara.\n- Cedar Retail Group is headquartered in Leeds.\n- Beacon Insurance was founded in 1981.\n- Ravi works for Cedar Retail Group.\n- Amara works for Fernhill Foods.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bruno works for Beacon Insurance.\n- Dmitri reports to Jonas.\n- Mara reports to Dmitri.\n- Fernhill Foods was founded in 2014.\n- Cedar Retail Group was founded in 1980.\n- Jonas reports to Amara.\n- Bruno reports to Ingrid.\n- Ironwood Manufacturing was founded in 2006.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31002", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Leila.\n- Ravi reports to Anders.\n- Mateo works for Northwind Systems.\n- Bluepine Aviation was founded in 1985.\n- Felix reports to Kenji.\n- Leila works for Lattice Analytics.\n- Stefan reports to Tessa.\n- Northwind Systems was founded in 1990.\n- Bluepine Aviation is headquartered in Halifax.\n- Northwind Systems is headquartered in Brno.\n- Zoya works for Northwind Systems.\n- Kenji reports to Jonas.\n- Kenji works for Meridian Bank.\n- Anders reports to Felix.\n- Lattice Analytics is headquartered in Leeds.\n- Felix works for Bluepine Aviation.\n- Leila reports to Mateo.\n- Jonas works for Bluepine Aviation.\n- Lattice Analytics was founded in 1986.\n- Stefan works for Meridian Bank.\n- Zoya reports to Ravi.\n- Mateo reports to Stefan.\n- Anders works for Bluepine Aviation.\n- Meridian Bank is headquartered in Porto.\n- Meridian Bank was founded in 2012.\n- Ravi works for Northwind Systems.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31004", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Payroll Issue — reports a pay problem", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31005", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Basel.\n- Priya reports to Aisha.\n- Lattice Analytics is headquartered in Bergen.\n- Lattice Analytics was founded in 1979.\n- Ingrid reports to Priya.\n- Elena reports to Ingrid.\n- Viktor works for Helios Logistics.\n- Fernhill Foods was founded in 1987.\n- Helios Logistics was founded in 1993.\n- Mateo reports to Jonas.\n- Ingrid works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Aisha works for Lattice Analytics.\n- Viktor reports to Wren.\n- Jonas reports to Mara.\n- Priya works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Wren reports to Pablo.\n- Pablo reports to Elena.\n- Meridian Bank was founded in 1981.\n- Meridian Bank is headquartered in Brno.\n- Pablo works for Helios Logistics.\n- Mara works for Meridian Bank.\n- Helios Logistics is headquartered in Dunedin.\n- Wren works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Mara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31007", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 March 2025): For employees hired on or after 07 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5818: employee Priya T., hired 13 June 2021, separated 11 February 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-5818 under the controlling rules.", "criteria": {"0": "$53,842", "1": "$12,338", "2": "$12,425", "3": "$11,925"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31008", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2958: employee Wren M., hired 10 July 2021, separated 09 November 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2958?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31010", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31011", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 87250, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31012", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Helios Logistics is headquartered in Oslo.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Pinnacle Software was founded in 1985.\n- Mateo works for Pinnacle Software.\n- Deshawn reports to Kenji.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems is headquartered in Lyon.\n- Hana works for Bluepine Aviation.\n- Northwind Systems was founded in 1976.\n- Helios Logistics was founded in 1993.\n- Callum reports to Amara.\n- Amara reports to Sanne.\n- Tessa works for Helios Logistics.\n- Mateo reports to Tessa.\n- Deshawn works for Helios Logistics.\n- Sanne reports to Hana.\n- Tessa reports to Deshawn.\n- Bluepine Aviation was founded in 1991.\n- Kenji reports to Callum.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2002.\n- Ravi reports to Lucia.\n- Yuki reports to Stefan.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Lucia works for Vantage Air.\n- Jonas reports to Aisha.\n- Pinnacle Software was founded in 1991.\n- Sanne reports to Wren.\n- Sanne works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Tampere.\n- Stefan works for Cedar Retail Group.\n- Lucia reports to Zoya.\n- Vantage Air was founded in 1984.\n- Crescent Telecom is headquartered in Cork.\n- Aisha works for Vantage Air.\n- Mara reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Sanne.\n- Zoya reports to Jonas.\n- Wren reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Mara works for Cedar Retail Group.\n- Crescent Telecom was founded in 1976.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31015", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access", "4": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31016", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31017", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Wren.\n- Jonas reports to Chiara.\n- Bruno works for Lattice Analytics.\n- Jonas works for Beacon Insurance.\n- Cobalt Health is headquartered in Basel.\n- Chiara works for Beacon Insurance.\n- Deshawn reports to Amara.\n- Wren works for Cobalt Health.\n- Beacon Insurance was founded in 1988.\n- Stefan reports to Deshawn.\n- Beacon Insurance is headquartered in Tampere.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Amara reports to Bruno.\n- Yuki reports to Jonas.\n- Lattice Analytics is headquartered in Bergen.\n- Yuki works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health was founded in 1975.\n- Chiara reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Mateo reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Omar reports to Mateo.\n- Jonas works for Atlas Freight.\n- Cedar Retail Group is headquartered in Brno.\n- Omar works for Bluepine Aviation.\n- Aisha works for Fernhill Foods.\n- Kenji reports to Aisha.\n- Aisha reports to Omar.\n- Mei reports to Kenji.\n- Fernhill Foods was founded in 1999.\n- Bluepine Aviation is headquartered in Brno.\n- Mei works for Atlas Freight.\n- Mateo works for Fernhill Foods.\n- Jonas reports to Mei.\n- Bluepine Aviation was founded in 1979.\n- Wren reports to Jonas.\n- Atlas Freight is headquartered in Basel.\n- Atlas Freight was founded in 2007.\n- Cedar Retail Group was founded in 1980.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31021", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31022", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31023", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 May 2023): For employees hired on or after 20 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3240: employee Aisha A., hired 02 August 2019, separated 12 August 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3240?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31024", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1955: employee Lucia M., hired 10 June 2021, separated 21 February 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-1955 under the controlling rules.", "criteria": {"0": "$36,606", "1": "$146,250", "2": "$33,750", "3": "$32,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Valencia.\n- Emeka works for Cobalt Health.\n- Lucia reports to Stefan.\n- Stefan works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Aisha reports to Felix.\n- Aisha works for Atlas Freight.\n- Vantage Air was founded in 2002.\n- Cobalt Health was founded in 1995.\n- Felix works for Northwind Systems.\n- Tessa reports to Lucia.\n- Felix reports to Callum.\n- Bruno works for Cobalt Health.\n- Callum reports to Emeka.\n- Emeka reports to Tessa.\n- Callum works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Northwind Systems was founded in 1984.\n- Vantage Air is headquartered in Bergen.\n- Atlas Freight was founded in 1996.\n- Cobalt Health is headquartered in Tampere.\n- Stefan reports to Bruno.\n- Northwind Systems is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31026", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31027", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31028", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9301: employee Kenji A., hired 24 December 2023, separated 05 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-9301?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31029", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-5 (VERSION 4, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1212: employee Omar R., hired 12 August 2021, separated 01 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1212?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1993.\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1976.\n- Chiara works for Beacon Insurance.\n- Lucia reports to Mara.\n- Jonas works for Beacon Insurance.\n- Viktor works for Bluepine Aviation.\n- Bruno reports to Tessa.\n- Viktor reports to Yuki.\n- Lucia works for Beacon Insurance.\n- Mara reports to Bruno.\n- Beacon Insurance was founded in 2011.\n- Hana reports to Chiara.\n- Dmitri reports to Hana.\n- Yuki reports to Lucia.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 1998.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Hana works for Beacon Insurance.\n- Mara works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Jonas reports to Dmitri.\n- Chiara reports to Viktor.\n- Yuki works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1991.\n- Mateo reports to Lucia.\n- Crescent Telecom is headquartered in Turku.\n- Hana reports to Mateo.\n- Mara works for Meridian Bank.\n- Lucia works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Crescent Telecom was founded in 1975.\n- Leila works for Meridian Bank.\n- Lucia reports to Kenji.\n- Leila reports to Emeka.\n- Chiara works for Northwind Systems.\n- Meridian Bank was founded in 2010.\n- Hana works for Meridian Bank.\n- Northwind Systems is headquartered in Turku.\n- Mara reports to Leila.\n- Lattice Analytics was founded in 2014.\n- Emeka reports to Hana.\n- Kenji works for Meridian Bank.\n- Lattice Analytics is headquartered in Adelaide.\n- Kenji reports to Chiara.\n- Emeka works for Lattice Analytics.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31032", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4247: employee Ravi M., hired 23 March 2022, separated 27 July 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-4247 under the controlling rules.", "criteria": {"0": "$6,350", "1": "$7,425", "2": "$7,350", "3": "$31,850"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Fernhill Foods was founded in 2006.\n- Atlas Freight was founded in 2002.\n- Crescent Telecom is headquartered in Lyon.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Aisha.\n- Elena reports to Sanne.\n- Aisha reports to Nadia.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 1977.\n- Atlas Freight is headquartered in Cork.\n- Amara reports to Elena.\n- Nadia reports to Ingrid.\n- Ingrid reports to Pablo.\n- Ingrid works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Pablo works for Atlas Freight.\n- Fernhill Foods is headquartered in Lyon.\n- Aisha works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Ravi reports to Amara.\n- Amara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31034", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31035", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3970: employee Jonas A., hired 20 November 2021, separated 24 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3970?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Yuki reports to Lucia.\n- Sanne works for Vantage Air.\n- Omar reports to Deshawn.\n- Lucia reports to Jonas.\n- Lucia works for Summit Energy.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Tobias.\n- Jonas reports to Ravi.\n- Tobias reports to Aisha.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Cork.\n- Tobias works for Vantage Air.\n- Ravi reports to Omar.\n- Aisha reports to Sanne.\n- Yuki works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Vantage Air is headquartered in Brno.\n- Atlas Freight was founded in 1985.\n- Omar works for Summit Energy.\n- Sanne reports to Yuki.\n- Deshawn works for Vantage Air.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Vantage Air was founded in 1991.\n- Summit Energy was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31037", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31038", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Fernhill Foods is headquartered in Halifax.\n- Sofia works for Ironwood Manufacturing.\n- Mateo reports to Omar.\n- Amara reports to Mateo.\n- Kenji reports to Sofia.\n- Bluepine Aviation is headquartered in Basel.\n- Ingrid reports to Kenji.\n- Crescent Telecom is headquartered in Basel.\n- Omar works for Fernhill Foods.\n- Ingrid works for Crescent Telecom.\n- Fernhill Foods was founded in 1993.\n- Amara works for Ironwood Manufacturing.\n- Dmitri reports to Priya.\n- Priya reports to Amara.\n- Yuki reports to Mei.\n- Ironwood Manufacturing was founded in 1993.\n- Dmitri works for Bluepine Aviation.\n- Priya works for Fernhill Foods.\n- Mateo works for Bluepine Aviation.\n- Omar reports to Ingrid.\n- Kenji works for Bluepine Aviation.\n- Crescent Telecom was founded in 1994.\n- Mei works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Bluepine Aviation was founded in 1983.\n- Mei reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Atlas Freight was founded in 1980.\n- Northwind Systems was founded in 2000.\n- Felix reports to Tobias.\n- Callum reports to Wren.\n- Callum works for Northwind Systems.\n- Kenji reports to Lucia.\n- Atlas Freight is headquartered in Dunedin.\n- Tobias reports to Anders.\n- Felix works for Vantage Air.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Cork.\n- Northwind Systems is headquartered in Valencia.\n- Kenji works for Summit Energy.\n- Anders works for Atlas Freight.\n- Wren reports to Felix.\n- Tobias works for Atlas Freight.\n- Lucia works for Northwind Systems.\n- Vantage Air was founded in 1990.\n- Summit Energy is headquartered in Bergen.\n- Amara reports to Kenji.\n- Summit Energy was founded in 1979.\n- Anders reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Lucia.\n- Pablo works for Cobalt Health.\n- Mei works for Northwind Systems.\n- Callum reports to Sanne.\n- Yuki works for Ironwood Manufacturing.\n- Kenji reports to Aisha.\n- Summit Energy is headquartered in Ghent.\n- Kenji works for Cobalt Health.\n- Mei reports to Yuki.\n- Leila reports to Callum.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Summit Energy was founded in 2012.\n- Northwind Systems is headquartered in Halifax.\n- Jonas works for Summit Energy.\n- Cobalt Health is headquartered in Leeds.\n- Jonas reports to Nadia.\n- Cobalt Health was founded in 2003.\n- Nadia reports to Viktor.\n- Northwind Systems was founded in 1989.\n- Yuki reports to Leila.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Kenji.\n- Ironwood Manufacturing was founded in 2000.\n- Aisha reports to Pablo.\n- Lucia reports to Mei.\n- Leila works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31041", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 04 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6158: employee Elena T., hired 05 August 2023, separated 21 September 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-6158 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$8,000", "2": "$3,300", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31042", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31044", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31045", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 22945\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31046", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Callum.\n- Callum works for Beacon Insurance.\n- Omar works for Bluepine Aviation.\n- Nadia works for Beacon Insurance.\n- Cobalt Health was founded in 1988.\n- Yuki reports to Wren.\n- Yuki works for Helios Logistics.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2015.\n- Cobalt Health is headquartered in Oslo.\n- Priya works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Chiara works for Cobalt Health.\n- Callum reports to Priya.\n- Felix works for Helios Logistics.\n- Felix reports to Nadia.\n- Wren reports to Chiara.\n- Priya reports to Emeka.\n- Chiara reports to Tobias.\n- Omar reports to Jonas.\n- Emeka works for Cobalt Health.\n- Helios Logistics is headquartered in Oslo.\n- Emeka reports to Felix.\n- Bluepine Aviation is headquartered in Oslo.\n- Helios Logistics was founded in 1993.\n- Nadia reports to Omar.\n- Jonas reports to Mei.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1975.\n- Tobias works for Cobalt Health.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31048", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31049", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Lucia.\n- Felix works for Cedar Retail Group.\n- Beacon Insurance was founded in 2001.\n- Vantage Air was founded in 1987.\n- Pablo works for Vantage Air.\n- Leila works for Cedar Retail Group.\n- Felix reports to Tessa.\n- Sanne reports to Pablo.\n- Tessa reports to Sofia.\n- Lucia reports to Yuki.\n- Callum reports to Sanne.\n- Leila reports to Felix.\n- Pinnacle Software is headquartered in Tallinn.\n- Sanne works for Beacon Insurance.\n- Pinnacle Software was founded in 1977.\n- Sofia reports to Aisha.\n- Aisha reports to Tobias.\n- Callum works for Beacon Insurance.\n- Aisha works for Cedar Retail Group.\n- Vantage Air is headquartered in Brno.\n- Beacon Insurance is headquartered in Tallinn.\n- Wren works for Cedar Retail Group.\n- Tobias works for Pinnacle Software.\n- Pablo reports to Wren.\n- Tobias reports to Callum.\n- Cedar Retail Group was founded in 1995.\n- Lucia works for Beacon Insurance.\n- Yuki works for Pinnacle Software.\n- Tessa works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Summit Energy.\n- Meridian Bank is headquartered in Turku.\n- Viktor works for Cedar Retail Group.\n- Ingrid works for Meridian Bank.\n- Ravi reports to Leila.\n- Aisha works for Summit Energy.\n- Yuki reports to Emeka.\n- Elena reports to Aisha.\n- Ravi works for Bluepine Aviation.\n- Summit Energy is headquartered in Turku.\n- Cedar Retail Group was founded in 1995.\n- Bluepine Aviation was founded in 2004.\n- Felix reports to Viktor.\n- Ingrid reports to Jonas.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Summit Energy was founded in 1978.\n- Amara works for Summit Energy.\n- Tessa reports to Yuki.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Felix works for Summit Energy.\n- Tessa works for Cedar Retail Group.\n- Jonas reports to Elena.\n- Leila reports to Felix.\n- Emeka reports to Amara.\n- Aisha reports to Tessa.\n- Amara reports to Ravi.\n- Emeka works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Brno.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Chiara reports to Tessa.\n- Priya works for Atlas Freight.\n- Callum reports to Deshawn.\n- Stefan works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Stefan reports to Yuki.\n- Beacon Insurance is headquartered in Ghent.\n- Tessa works for Beacon Insurance.\n- Atlas Freight was founded in 1985.\n- Sofia reports to Omar.\n- Zoya works for Cedar Retail Group.\n- Yuki reports to Sofia.\n- Omar reports to Zoya.\n- Cedar Retail Group was founded in 1976.\n- Anders reports to Jonas.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 2015.\n- Summit Energy is headquartered in Adelaide.\n- Callum works for Summit Energy.\n- Omar works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Beacon Insurance was founded in 1996.\n- Priya reports to Anders.\n- Jonas reports to Stefan.\n- Anders works for Atlas Freight.\n- Chiara works for Cedar Retail Group.\n- Yuki works for Atlas Freight.\n- Tessa reports to Priya.\n- Cedar Retail Group is headquartered in Ghent.\n- Atlas Freight is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1976", "3": "1971"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31053", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5846: employee Elena A., hired 18 June 2023, separated 06 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5846?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Northwind Systems was founded in 1986.\n- Cobalt Health is headquartered in Tallinn.\n- Northwind Systems is headquartered in Tallinn.\n- Nadia reports to Zoya.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Priya works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Tobias works for Cobalt Health.\n- Omar works for Northwind Systems.\n- Nadia works for Cobalt Health.\n- Priya reports to Tobias.\n- Meridian Bank was founded in 2009.\n- Deshawn works for Northwind Systems.\n- Mateo reports to Hana.\n- Hana reports to Nadia.\n- Sofia reports to Mateo.\n- Meridian Bank is headquartered in Halifax.\n- Crescent Telecom is headquartered in Oslo.\n- Yuki works for Cobalt Health.\n- Sofia works for Crescent Telecom.\n- Tobias reports to Deshawn.\n- Zoya reports to Omar.\n- Yuki reports to Priya.\n- Deshawn reports to Sofia.\n- Crescent Telecom was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31055", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31056", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1704: employee Ingrid K., hired 21 November 2020, separated 11 June 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1704?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Northwind Systems.\n- Pinnacle Software is headquartered in Oslo.\n- Northwind Systems is headquartered in Dunedin.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1997.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1977.\n- Anders works for Northwind Systems.\n- Pablo works for Pinnacle Software.\n- Leila reports to Deshawn.\n- Pablo reports to Anders.\n- Bruno works for Pinnacle Software.\n- Emeka reports to Leila.\n- Emeka works for Beacon Insurance.\n- Wren reports to Emeka.\n- Bruno reports to Pablo.\n- Deshawn reports to Bruno.\n- Pinnacle Software was founded in 1983.\n- Anders reports to Priya.\n- Cobalt Health was founded in 1984.\n- Cobalt Health is headquartered in Dunedin.\n- Deshawn works for Pinnacle Software.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31058", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31059", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31060", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3708: employee Sofia S., hired 22 September 2020, separated 08 August 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-3708 under the controlling rules.", "criteria": {"0": "$32,173", "1": "$31,803", "2": "$31,673", "3": "$137,250"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31061", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31062", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31063", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6200: employee Viktor M., hired 31 October 2021, separated 14 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6200?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6200 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31064", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4348: employee Viktor K., hired 19 November 2021, separated 08 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4348?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4348 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31065", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Northwind Systems.\n- Crescent Telecom is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Callum works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Zoya reports to Anders.\n- Crescent Telecom was founded in 1987.\n- Atlas Freight was founded in 1992.\n- Aisha works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Aisha reports to Callum.\n- Anders reports to Deshawn.\n- Anders works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2014.\n- Callum reports to Omar.\n- Atlas Freight is headquartered in Porto.\n- Tessa reports to Zoya.\n- Omar reports to Tessa.\n- Felix reports to Aisha.\n- Northwind Systems is headquartered in Austin.\n- Northwind Systems was founded in 2001.\n- Zoya works for Atlas Freight.\n- Felix works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1999", "2": "2004", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31066", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5552: employee Ingrid K., hired 23 November 2020, separated 19 February 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5552?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31067", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1995.\n- Elena works for Beacon Insurance.\n- Elena reports to Viktor.\n- Tessa works for Cedar Retail Group.\n- Bruno works for Beacon Insurance.\n- Nadia reports to Stefan.\n- Summit Energy is headquartered in Halifax.\n- Ingrid works for Cedar Retail Group.\n- Mara works for Beacon Insurance.\n- Felix reports to Nadia.\n- Mara reports to Ingrid.\n- Felix works for Cedar Retail Group.\n- Callum reports to Bruno.\n- Cobalt Health was founded in 2008.\n- Cedar Retail Group was founded in 1987.\n- Cobalt Health is headquartered in Bergen.\n- Leila works for Cobalt Health.\n- Bruno reports to Felix.\n- Viktor reports to Tessa.\n- Viktor works for Beacon Insurance.\n- Stefan works for Summit Energy.\n- Stefan reports to Pablo.\n- Tessa reports to Leila.\n- Callum works for Beacon Insurance.\n- Leila reports to Callum.\n- Pablo reports to Mara.\n- Cedar Retail Group is headquartered in Halifax.\n- Pablo works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Beacon Insurance was founded in 1994.\n- Beacon Insurance is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31069", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sofia.\n- Atlas Freight is headquartered in Malmo.\n- Wren works for Cobalt Health.\n- Emeka works for Atlas Freight.\n- Aisha works for Cobalt Health.\n- Sofia reports to Ravi.\n- Fernhill Foods was founded in 1979.\n- Lattice Analytics is headquartered in Nagoya.\n- Ingrid reports to Wren.\n- Cobalt Health is headquartered in Cork.\n- Leila works for Cobalt Health.\n- Yuki works for Atlas Freight.\n- Leila reports to Aisha.\n- Cobalt Health was founded in 2005.\n- Ravi reports to Yuki.\n- Yuki reports to Ingrid.\n- Ravi works for Cobalt Health.\n- Atlas Freight was founded in 2010.\n- Fernhill Foods is headquartered in Cork.\n- Sofia works for Lattice Analytics.\n- Aisha reports to Emeka.\n- Ingrid works for Cobalt Health.\n- Lattice Analytics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31071", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31072", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31073", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6856: employee Jonas K., hired 23 July 2020, separated 23 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-6856 under the controlling rules.", "criteria": {"0": "$10,200", "1": "$8,200", "2": "$10,125", "3": "$44,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31074", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31075", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Tessa works for Meridian Bank.\n- Pinnacle Software was founded in 1994.\n- Amara reports to Stefan.\n- Tessa reports to Tobias.\n- Bluepine Aviation was founded in 1987.\n- Emeka works for Pinnacle Software.\n- Helios Logistics was founded in 1995.\n- Pinnacle Software is headquartered in Malmo.\n- Meridian Bank is headquartered in Malmo.\n- Tobias reports to Anders.\n- Sofia works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Stefan works for Bluepine Aviation.\n- Anders reports to Sofia.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Pablo works for Pinnacle Software.\n- Helios Logistics is headquartered in Adelaide.\n- Emeka reports to Amara.\n- Pablo reports to Tessa.\n- Meridian Bank was founded in 1993.\n- Sofia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31077", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Priya.\n- Chiara reports to Stefan.\n- Felix works for Atlas Freight.\n- Cedar Retail Group is headquartered in Dunedin.\n- Priya reports to Felix.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 1992.\n- Mei reports to Zoya.\n- Priya works for Ironwood Manufacturing.\n- Elena works for Vantage Air.\n- Atlas Freight is headquartered in Basel.\n- Hana works for Cedar Retail Group.\n- Ravi works for Vantage Air.\n- Zoya reports to Hana.\n- Vantage Air was founded in 1996.\n- Chiara works for Ironwood Manufacturing.\n- Zoya works for Cedar Retail Group.\n- Hana reports to Elena.\n- Cedar Retail Group was founded in 2010.\n- Ravi reports to Lucia.\n- Elena reports to Ravi.\n- Felix reports to Mei.\n- Ironwood Manufacturing was founded in 1975.\n- Stefan works for Vantage Air.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1978", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Ravi.\n- Tessa reports to Nadia.\n- Nadia reports to Elena.\n- Nadia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Kenji reports to Viktor.\n- Pablo reports to Dmitri.\n- Mateo reports to Kenji.\n- Elena reports to Felix.\n- Cobalt Health was founded in 1989.\n- Elena works for Cobalt Health.\n- Dmitri reports to Tessa.\n- Ironwood Manufacturing was founded in 1979.\n- Mateo works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1982.\n- Ravi works for Cobalt Health.\n- Felix works for Vantage Air.\n- Viktor works for Cobalt Health.\n- Ravi reports to Pablo.\n- Kenji works for Pinnacle Software.\n- Cobalt Health is headquartered in Adelaide.\n- Amara reports to Mateo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tessa works for Pinnacle Software.\n- Viktor reports to Priya.\n- Vantage Air was founded in 2012.\n- Priya works for Cobalt Health.\n- Dmitri works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31080", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 September 2022): For employees hired on or after 24 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8404: employee Mara M., hired 12 October 2019, separated 19 June 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8404?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31081", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7522: employee Tessa S., hired 03 May 2024, separated 15 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7522?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Crescent Telecom.\n- Elena works for Beacon Insurance.\n- Stefan reports to Amara.\n- Crescent Telecom was founded in 1997.\n- Ingrid works for Crescent Telecom.\n- Stefan works for Northwind Systems.\n- Elena reports to Pablo.\n- Amara works for Northwind Systems.\n- Beacon Insurance was founded in 2003.\n- Emeka reports to Viktor.\n- Omar works for Beacon Insurance.\n- Omar reports to Elena.\n- Kenji reports to Emeka.\n- Mateo reports to Omar.\n- Amara reports to Mateo.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Northwind Systems was founded in 1979.\n- Crescent Telecom is headquartered in Brno.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Northwind Systems is headquartered in Brno.\n- Ironwood Manufacturing was founded in 2006.\n- Ingrid reports to Stefan.\n- Pablo works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Mateo works for Northwind Systems.\n- Viktor reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31083", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Vantage Air was founded in 2014.\n- Pablo reports to Nadia.\n- Crescent Telecom was founded in 2004.\n- Elena works for Beacon Insurance.\n- Kenji reports to Felix.\n- Crescent Telecom is headquartered in Dunedin.\n- Callum works for Crescent Telecom.\n- Zoya reports to Ingrid.\n- Beacon Insurance is headquartered in Oslo.\n- Nadia works for Crescent Telecom.\n- Felix reports to Elena.\n- Atlas Freight was founded in 2005.\n- Beacon Insurance was founded in 2006.\n- Kenji works for Vantage Air.\n- Callum reports to Pablo.\n- Nadia reports to Kenji.\n- Zoya works for Atlas Freight.\n- Vantage Air is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Pablo works for Beacon Insurance.\n- Elena reports to Zoya.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2017", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31085", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31086", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4236: employee Felix M., hired 24 October 2023, separated 03 May 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-4236 under the controlling rules.", "criteria": {"0": "$8,769", "1": "$8,654", "2": "$38,000", "3": "$10,769"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31088", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 April 2025): For employees hired on or after 27 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2958: employee Leila T., hired 21 November 2024, separated 19 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-2958 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$4,000", "2": "$10,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31089", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to play audio", "3": "asks about weather", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31090", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tessa.\n- Tessa reports to Lucia.\n- Stefan works for Ironwood Manufacturing.\n- Chiara reports to Ravi.\n- Tessa works for Helios Logistics.\n- Sofia reports to Pablo.\n- Felix reports to Dmitri.\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Pablo works for Atlas Freight.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Cork.\n- Helios Logistics was founded in 1988.\n- Stefan reports to Sofia.\n- Helios Logistics is headquartered in Cork.\n- Sofia works for Helios Logistics.\n- Atlas Freight was founded in 1993.\n- Ironwood Manufacturing was founded in 1979.\n- Dmitri reports to Chiara.\n- Felix works for Helios Logistics.\n- Chiara works for Atlas Freight.\n- Bruno reports to Felix.\n- Bruno works for Bluepine Aviation.\n- Mara works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Cork.\n- Lucia works for Ironwood Manufacturing.\n- Mara reports to Bruno.\n- Dmitri works for Ironwood Manufacturing.\n- Ravi reports to Stefan.\n- Lucia reports to Emeka.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Bluepine Aviation.\n- Dmitri works for Atlas Freight.\n- Bruno works for Bluepine Aviation.\n- Summit Energy was founded in 2001.\n- Bluepine Aviation was founded in 1990.\n- Meridian Bank is headquartered in Adelaide.\n- Aisha reports to Mara.\n- Dmitri reports to Aisha.\n- Mara reports to Viktor.\n- Aisha works for Atlas Freight.\n- Meridian Bank was founded in 1976.\n- Summit Energy is headquartered in Halifax.\n- Mateo works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Tobias works for Atlas Freight.\n- Bluepine Aviation is headquartered in Porto.\n- Deshawn reports to Elena.\n- Tobias reports to Mateo.\n- Viktor reports to Bruno.\n- Viktor works for Bluepine Aviation.\n- Bruno reports to Priya.\n- Mateo reports to Deshawn.\n- Atlas Freight was founded in 1983.\n- Elena reports to Dmitri.\n- Deshawn works for Atlas Freight.\n- Elena works for Bluepine Aviation.\n- Atlas Freight is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31093", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 23141 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31094", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Swap order 19025 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31095", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8485: employee Mara A., hired 10 January 2022, separated 17 August 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-8485?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31096", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31097", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31098", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31099", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Halifax.\n- Pablo works for Helios Logistics.\n- Jonas works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Bruno reports to Sofia.\n- Sofia works for Pinnacle Software.\n- Helios Logistics was founded in 1998.\n- Cobalt Health was founded in 2004.\n- Sanne works for Helios Logistics.\n- Helios Logistics is headquartered in Halifax.\n- Tobias reports to Jonas.\n- Tobias works for Cobalt Health.\n- Pablo reports to Kenji.\n- Felix works for Ironwood Manufacturing.\n- Kenji works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Elena reports to Pablo.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Pinnacle Software was founded in 2003.\n- Mateo reports to Elena.\n- Sanne reports to Mateo.\n- Kenji reports to Bruno.\n- Mateo works for Helios Logistics.\n- Cobalt Health is headquartered in Halifax.\n- Tessa reports to Felix.\n- Felix reports to Tobias.\n- Elena works for Helios Logistics.\n- Amara reports to Sanne.\n- Pinnacle Software is headquartered in Halifax.\n- Sofia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31101", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1875: employee Stefan S., hired 16 April 2022, separated 17 March 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1875?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31102", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31103", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31104", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31105", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 22 April 2023): For employees hired on or after 22 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6951: employee Priya M., hired 27 April 2021, separated 11 May 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6951?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31106", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tessa.\n- Dmitri works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Nadia reports to Jonas.\n- Jonas works for Cobalt Health.\n- Meridian Bank was founded in 2004.\n- Tessa reports to Ingrid.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 2014.\n- Tessa works for Fernhill Foods.\n- Cobalt Health is headquartered in Dunedin.\n- Jonas reports to Mateo.\n- Hana works for Meridian Bank.\n- Ingrid reports to Nadia.\n- Beacon Insurance was founded in 1980.\n- Dmitri reports to Stefan.\n- Meridian Bank is headquartered in Dunedin.\n- Bruno works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Beacon Insurance is headquartered in Porto.\n- Mateo reports to Dmitri.\n- Cobalt Health was founded in 1988.\n- Nadia works for Cobalt Health.\n- Mara reports to Aisha.\n- Felix works for Fernhill Foods.\n- Stefan reports to Mara.\n- Ingrid works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Aisha reports to Felix.\n- Felix reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31108", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9246: employee Anders A., hired 12 June 2022, separated 27 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9246?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31109", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31110", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31111", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 11109\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31113", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-2 (VERSION 4, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2733: employee Hana K., hired 11 September 2024, separated 27 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-2733 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$6,000", "2": "$26,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31114", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Wren.\n- Anders works for Pinnacle Software.\n- Nadia reports to Sofia.\n- Pablo works for Pinnacle Software.\n- Tessa reports to Ravi.\n- Deshawn reports to Nadia.\n- Nadia works for Summit Energy.\n- Vantage Air was founded in 1998.\n- Wren works for Pinnacle Software.\n- Wren reports to Pablo.\n- Sofia works for Beacon Insurance.\n- Anders reports to Sanne.\n- Sofia reports to Amara.\n- Leila reports to Callum.\n- Tessa works for Pinnacle Software.\n- Summit Energy was founded in 1992.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Sanne reports to Leila.\n- Ravi reports to Anders.\n- Deshawn works for Vantage Air.\n- Pinnacle Software was founded in 1977.\n- Sanne works for Vantage Air.\n- Ravi works for Summit Energy.\n- Beacon Insurance was founded in 1986.\n- Vantage Air is headquartered in Bergen.\n- Pinnacle Software is headquartered in Oslo.\n- Callum works for Summit Energy.\n- Beacon Insurance is headquartered in Bergen.\n- Amara reports to Tessa.\n- Amara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31116", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31117", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31118", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31119", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31120", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7362: employee Aisha B., hired 10 November 2023, separated 05 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-7362 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$6,000", "3": "$3,200"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31121", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 October 2025): For employees hired on or after 28 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3646: employee Mei R., hired 22 February 2022, separated 01 September 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3646?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31122", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7971: employee Priya B., hired 26 August 2023, separated 27 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2026-7971 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$1,500", "2": "$3,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7971 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cedar Retail Group.\n- Helios Logistics is headquartered in Basel.\n- Mateo works for Helios Logistics.\n- Sofia reports to Wren.\n- Wren reports to Leila.\n- Mateo reports to Yuki.\n- Fernhill Foods is headquartered in Brno.\n- Yuki reports to Sofia.\n- Amara reports to Mei.\n- Pinnacle Software is headquartered in Bergen.\n- Priya reports to Dmitri.\n- Zoya reports to Amara.\n- Mei works for Fernhill Foods.\n- Dmitri reports to Zoya.\n- Pinnacle Software was founded in 2003.\n- Leila reports to Priya.\n- Zoya works for Pinnacle Software.\n- Priya works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Cedar Retail Group was founded in 1993.\n- Leila works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Helios Logistics was founded in 1983.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1983", "2": "1986", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Jonas.\n- Atlas Freight is headquartered in Halifax.\n- Ingrid works for Cedar Retail Group.\n- Felix reports to Chiara.\n- Atlas Freight was founded in 1993.\n- Jonas works for Cedar Retail Group.\n- Chiara reports to Amara.\n- Felix works for Fernhill Foods.\n- Chiara works for Beacon Insurance.\n- Emeka reports to Mei.\n- Wren works for Atlas Freight.\n- Cedar Retail Group was founded in 2003.\n- Ravi reports to Elena.\n- Elena works for Atlas Freight.\n- Wren reports to Mara.\n- Amara reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Beacon Insurance is headquartered in Leeds.\n- Beacon Insurance was founded in 1995.\n- Fernhill Foods is headquartered in Halifax.\n- Mei works for Beacon Insurance.\n- Mara reports to Emeka.\n- Emeka works for Beacon Insurance.\n- Sofia reports to Ingrid.\n- Cedar Retail Group is headquartered in Halifax.\n- Fernhill Foods was founded in 1984.\n- Amara works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Jonas reports to Wren.\n- Mara works for Beacon Insurance.\n- Mei reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31125", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2595: employee Bruno S., hired 24 January 2020, separated 11 March 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2595?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31126", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31127", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3736: employee Viktor T., hired 06 August 2020, separated 12 January 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-3736?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31128", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31129", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 November 2022): For employees hired on or after 02 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4993: employee Callum S., hired 21 October 2021, separated 13 January 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4993?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31130", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 84406 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Exchange Item — wants a different size/color/variant", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31131", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 30650 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Sanne.\n- Bruno works for Lattice Analytics.\n- Tobias reports to Bruno.\n- Helios Logistics was founded in 2005.\n- Deshawn works for Helios Logistics.\n- Viktor reports to Dmitri.\n- Tessa works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Fernhill Foods is headquartered in Turku.\n- Fernhill Foods was founded in 2013.\n- Lattice Analytics was founded in 2003.\n- Sanne reports to Tobias.\n- Helios Logistics is headquartered in Oslo.\n- Mei reports to Tessa.\n- Mei works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Deshawn.\n- Lattice Analytics is headquartered in Oslo.\n- Deshawn reports to Mei.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31133", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31134", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31135", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31136", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2871: employee Jonas S., hired 06 February 2022, separated 25 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2871?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Hana.\n- Sofia reports to Bruno.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.\n- Viktor reports to Omar.\n- Bruno reports to Felix.\n- Tobias reports to Viktor.\n- Fernhill Foods was founded in 1993.\n- Tobias works for Beacon Insurance.\n- Hana works for Vantage Air.\n- Lattice Analytics was founded in 1988.\n- Bruno works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Emeka reports to Tobias.\n- Callum reports to Sofia.\n- Vantage Air is headquartered in Malmo.\n- Felix reports to Mateo.\n- Lattice Analytics is headquartered in Leeds.\n- Vantage Air was founded in 2006.\n- Beacon Insurance is headquartered in Leeds.\n- Mateo works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Mateo reports to Emeka.\n- Fernhill Foods is headquartered in Oslo.\n- Omar works for Lattice Analytics.\n- Viktor works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31138", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31139", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 July 2024): For employees hired on or after 29 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4194: employee Tobias B., hired 14 August 2021, separated 14 March 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4194?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Tessa reports to Emeka.\n- Vantage Air was founded in 2009.\n- Lucia reports to Tobias.\n- Sofia works for Vantage Air.\n- Crescent Telecom was founded in 1975.\n- Vantage Air is headquartered in Halifax.\n- Priya works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Hana works for Vantage Air.\n- Sofia reports to Priya.\n- Hana reports to Amara.\n- Tobias works for Crescent Telecom.\n- Fernhill Foods was founded in 2010.\n- Amara reports to Jonas.\n- Jonas reports to Aisha.\n- Priya reports to Hana.\n- Lattice Analytics was founded in 1982.\n- Chiara works for Vantage Air.\n- Jonas works for Fernhill Foods.\n- Yuki works for Crescent Telecom.\n- Amara works for Fernhill Foods.\n- Tessa works for Crescent Telecom.\n- Aisha reports to Lucia.\n- Emeka reports to Chiara.\n- Lattice Analytics is headquartered in Leeds.\n- Tobias reports to Yuki.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki reports to Tessa.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31141", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity", "4": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31142", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31143", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31144", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-5 (VERSION 2, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5818: employee Nadia M., hired 28 September 2023, separated 01 July 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-5818 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$3,600", "2": "$4,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31145", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31146", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Vantage Air.\n- Tessa works for Vantage Air.\n- Tobias works for Beacon Insurance.\n- Mei reports to Tobias.\n- Callum works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Vantage Air was founded in 2007.\n- Dmitri reports to Callum.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Northwind Systems is headquartered in Brno.\n- Tessa reports to Dmitri.\n- Northwind Systems was founded in 1984.\n- Lucia reports to Pablo.\n- Atlas Freight is headquartered in Brno.\n- Deshawn reports to Mei.\n- Mei works for Atlas Freight.\n- Beacon Insurance is headquartered in Malmo.\n- Callum reports to Lucia.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Pablo reports to Deshawn.\n- Vantage Air is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31148", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Omar works for Beacon Insurance.\n- Elena works for Northwind Systems.\n- Anders works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Malmo.\n- Northwind Systems is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1993.\n- Elena reports to Anders.\n- Nadia reports to Elena.\n- Stefan reports to Ingrid.\n- Beacon Insurance is headquartered in Malmo.\n- Dmitri reports to Bruno.\n- Cedar Retail Group was founded in 1977.\n- Anders reports to Omar.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Omar reports to Dmitri.\n- Stefan works for Beacon Insurance.\n- Bruno works for Cedar Retail Group.\n- Beacon Insurance was founded in 1978.\n- Bruno reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31150", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2865: employee Chiara B., hired 02 February 2021, separated 21 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2865?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31151", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2563: employee Dmitri M., hired 11 November 2022, separated 19 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2563?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31152", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-8 (VERSION 2, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8296: employee Felix B., hired 20 March 2023, separated 06 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8296?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Zoya.\n- Zoya reports to Viktor.\n- Mei reports to Ingrid.\n- Pablo reports to Aisha.\n- Ravi reports to Pablo.\n- Mara works for Vantage Air.\n- Pablo works for Pinnacle Software.\n- Viktor reports to Sofia.\n- Northwind Systems is headquartered in Lyon.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1987.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha works for Cobalt Health.\n- Sofia works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Vantage Air was founded in 1977.\n- Pinnacle Software was founded in 1997.\n- Tessa reports to Ravi.\n- Mei works for Vantage Air.\n- Viktor works for Cobalt Health.\n- Ravi works for Vantage Air.\n- Zoya works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Vantage Air is headquartered in Valencia.\n- Aisha reports to Mara.\n- Tessa works for Northwind Systems.\n- Sofia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Lyon", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ravi.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Meridian Bank was founded in 1975.\n- Meridian Bank is headquartered in Basel.\n- Mei reports to Pablo.\n- Omar reports to Tessa.\n- Tessa reports to Bruno.\n- Ironwood Manufacturing is headquartered in Basel.\n- Bruno works for Meridian Bank.\n- Ravi works for Ironwood Manufacturing.\n- Chiara reports to Sanne.\n- Emeka works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Emeka reports to Mei.\n- Fernhill Foods was founded in 1978.\n- Fernhill Foods is headquartered in Oslo.\n- Sanne works for Meridian Bank.\n- Bruno reports to Chiara.\n- Chiara works for Cobalt Health.\n- Priya reports to Omar.\n- Pablo works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2011.\n- Cobalt Health is headquartered in Halifax.\n- Mei works for Fernhill Foods.\n- Pablo reports to Dmitri.\n- Omar works for Meridian Bank.\n- Kenji reports to Emeka.\n- Ravi reports to Kenji.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Deshawn reports to Amara.\n- Atlas Freight is headquartered in Adelaide.\n- Northwind Systems is headquartered in Bergen.\n- Northwind Systems was founded in 1978.\n- Beacon Insurance is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Fernhill Foods was founded in 1995.\n- Dmitri works for Northwind Systems.\n- Ingrid works for Beacon Insurance.\n- Sanne works for Northwind Systems.\n- Atlas Freight was founded in 1982.\n- Ingrid reports to Tessa.\n- Amara works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Ravi reports to Sanne.\n- Aisha works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Beacon Insurance was founded in 2011.\n- Tessa works for Atlas Freight.\n- Kenji reports to Wren.\n- Sanne reports to Aisha.\n- Dmitri reports to Mateo.\n- Mateo works for Fernhill Foods.\n- Tessa reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Wren reports to Sofia.\n- Mateo reports to Kenji.\n- Sofia reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31157", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31158", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Viktor reports to Jonas.\n- Bruno reports to Amara.\n- Hana reports to Bruno.\n- Priya reports to Deshawn.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Sofia reports to Viktor.\n- Ingrid reports to Priya.\n- Amara works for Fernhill Foods.\n- Bruno works for Bluepine Aviation.\n- Deshawn works for Lattice Analytics.\n- Yuki reports to Dmitri.\n- Omar reports to Sofia.\n- Northwind Systems is headquartered in Adelaide.\n- Jonas reports to Hana.\n- Lattice Analytics was founded in 1990.\n- Viktor works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Sofia works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Omar works for Northwind Systems.\n- Fernhill Foods was founded in 1975.\n- Deshawn reports to Omar.\n- Amara reports to Yuki.\n- Bluepine Aviation is headquartered in Tallinn.\n- Dmitri works for Lattice Analytics.\n- Yuki works for Northwind Systems.\n- Fernhill Foods is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31160", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31161", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Callum.\n- Viktor works for Cedar Retail Group.\n- Tobias reports to Pablo.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Kenji.\n- Viktor reports to Amara.\n- Callum works for Crescent Telecom.\n- Pablo works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Priya works for Atlas Freight.\n- Omar works for Crescent Telecom.\n- Callum reports to Omar.\n- Mara reports to Sanne.\n- Crescent Telecom was founded in 1982.\n- Mara works for Crescent Telecom.\n- Atlas Freight was founded in 1981.\n- Amara reports to Mara.\n- Sanne works for Crescent Telecom.\n- Fernhill Foods was founded in 1980.\n- Stefan works for Crescent Telecom.\n- Priya reports to Tobias.\n- Crescent Telecom is headquartered in Halifax.\n- Stefan reports to Priya.\n- Fernhill Foods is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Cedar Retail Group was founded in 2001.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Omar reports to Nadia.\n- Kenji reports to Stefan.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31163", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Helios Logistics was founded in 1985.\n- Mateo works for Northwind Systems.\n- Tobias works for Vantage Air.\n- Stefan reports to Zoya.\n- Jonas works for Cobalt Health.\n- Ingrid works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Mateo reports to Ingrid.\n- Felix reports to Mateo.\n- Jonas reports to Tobias.\n- Dmitri reports to Chiara.\n- Dmitri works for Vantage Air.\n- Cobalt Health was founded in 2000.\n- Helios Logistics is headquartered in Adelaide.\n- Elena reports to Felix.\n- Tobias reports to Bruno.\n- Ingrid reports to Deshawn.\n- Cobalt Health is headquartered in Adelaide.\n- Bruno reports to Stefan.\n- Chiara reports to Jonas.\n- Northwind Systems was founded in 2010.\n- Vantage Air was founded in 1993.\n- Chiara works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Vantage Air is headquartered in Tallinn.\n- Northwind Systems is headquartered in Halifax.\n- Elena works for Helios Logistics.\n- Stefan works for Cobalt Health.\n- Zoya reports to Elena.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mateo.\n- Cedar Retail Group is headquartered in Austin.\n- Summit Energy is headquartered in Tallinn.\n- Pablo works for Summit Energy.\n- Viktor reports to Bruno.\n- Omar works for Summit Energy.\n- Mateo reports to Hana.\n- Hana reports to Pablo.\n- Ironwood Manufacturing was founded in 1990.\n- Bruno works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2014.\n- Viktor works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Pablo reports to Sanne.\n- Aisha reports to Omar.\n- Hana works for Cedar Retail Group.\n- Stefan works for Ironwood Manufacturing.\n- Felix works for Cedar Retail Group.\n- Amara reports to Priya.\n- Fernhill Foods is headquartered in Porto.\n- Aisha works for Cedar Retail Group.\n- Mateo works for Ironwood Manufacturing.\n- Summit Energy was founded in 2011.\n- Bruno reports to Aisha.\n- Fernhill Foods was founded in 1977.\n- Sanne works for Summit Energy.\n- Priya reports to Felix.\n- Omar reports to Amara.\n- Sanne reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Dmitri reports to Aisha.\n- Pinnacle Software was founded in 1993.\n- Lucia works for Cobalt Health.\n- Amara works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Priya reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Yuki works for Cedar Retail Group.\n- Elena reports to Mara.\n- Leila works for Cedar Retail Group.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software is headquartered in Porto.\n- Aisha works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Cobalt Health is headquartered in Porto.\n- Cobalt Health was founded in 1982.\n- Bruno reports to Elena.\n- Amara reports to Priya.\n- Yuki reports to Leila.\n- Lucia reports to Yuki.\n- Leila reports to Bruno.\n- Meridian Bank was founded in 1987.\n- Mara reports to Amara.\n- Cedar Retail Group is headquartered in Brno.\n- Meridian Bank is headquartered in Leeds.\n- Cedar Retail Group was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Brno", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Fernhill Foods is headquartered in Tallinn.\n- Emeka reports to Hana.\n- Jonas reports to Emeka.\n- Crescent Telecom was founded in 2013.\n- Viktor reports to Jonas.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Yuki works for Fernhill Foods.\n- Sanne works for Summit Energy.\n- Jonas works for Cobalt Health.\n- Elena reports to Mateo.\n- Viktor works for Cobalt Health.\n- Mateo works for Fernhill Foods.\n- Sanne reports to Yuki.\n- Crescent Telecom is headquartered in Tampere.\n- Summit Energy was founded in 2013.\n- Yuki reports to Elena.\n- Summit Energy is headquartered in Tallinn.\n- Hana works for Crescent Telecom.\n- Mateo reports to Viktor.\n- Cobalt Health was founded in 1990.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31167", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Pablo reports to Aisha.\n- Ingrid reports to Felix.\n- Callum reports to Mateo.\n- Anders works for Crescent Telecom.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Wren works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2004.\n- Leila reports to Yuki.\n- Bluepine Aviation was founded in 1996.\n- Chiara reports to Ingrid.\n- Mateo works for Bluepine Aviation.\n- Yuki reports to Deshawn.\n- Pablo works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Felix reports to Pablo.\n- Aisha reports to Callum.\n- Ironwood Manufacturing was founded in 2003.\n- Deshawn reports to Wren.\n- Wren reports to Anders.\n- Atlas Freight was founded in 1992.\n- Felix works for Bluepine Aviation.\n- Mateo reports to Leila.\n- Ironwood Manufacturing is headquartered in Brno.\n- Leila works for Atlas Freight.\n- Ingrid works for Crescent Telecom.\n- Chiara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Wren works for Cobalt Health.\n- Beacon Insurance is headquartered in Bergen.\n- Pablo works for Cobalt Health.\n- Aisha reports to Leila.\n- Pablo reports to Sofia.\n- Callum reports to Yuki.\n- Viktor works for Beacon Insurance.\n- Callum works for Cedar Retail Group.\n- Amara reports to Bruno.\n- Sofia works for Pinnacle Software.\n- Yuki reports to Mateo.\n- Bruno works for Cedar Retail Group.\n- Sofia reports to Amara.\n- Wren reports to Aisha.\n- Viktor reports to Emeka.\n- Cedar Retail Group was founded in 1997.\n- Beacon Insurance was founded in 1995.\n- Emeka works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 2013.\n- Emeka reports to Pablo.\n- Mateo works for Cobalt Health.\n- Bruno reports to Wren.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki works for Beacon Insurance.\n- Cobalt Health was founded in 1995.\n- Leila reports to Callum.\n- Leila works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31170", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31171", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 July 2025): For employees hired on or after 11 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8673: employee Ingrid K., hired 01 May 2023, separated 07 August 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8673?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Helios Logistics was founded in 2012.\n- Anders reports to Hana.\n- Felix reports to Omar.\n- Crescent Telecom is headquartered in Turku.\n- Chiara works for Helios Logistics.\n- Ravi works for Crescent Telecom.\n- Sanne works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Sanne reports to Chiara.\n- Felix works for Helios Logistics.\n- Beacon Insurance is headquartered in Tallinn.\n- Crescent Telecom was founded in 2013.\n- Omar works for Beacon Insurance.\n- Summit Energy was founded in 1989.\n- Summit Energy is headquartered in Turku.\n- Hana works for Helios Logistics.\n- Beacon Insurance was founded in 1996.\n- Ravi reports to Anders.\n- Mateo reports to Sanne.\n- Anders works for Summit Energy.\n- Omar reports to Ravi.\n- Chiara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31173", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 85407 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31174", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7539: employee Felix K., hired 27 April 2021, separated 07 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-7539 under the controlling rules.", "criteria": {"0": "$23,442", "1": "$110,250", "2": "$25,312", "3": "$25,442"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31175", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8068: employee Leila A., hired 15 September 2021, separated 21 May 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8068?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Mei reports to Ravi.\n- Ravi reports to Elena.\n- Lattice Analytics was founded in 1980.\n- Deshawn works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Sofia works for Atlas Freight.\n- Elena works for Northwind Systems.\n- Atlas Freight was founded in 2012.\n- Fernhill Foods is headquartered in Oslo.\n- Deshawn reports to Sofia.\n- Northwind Systems was founded in 2004.\n- Kenji reports to Omar.\n- Kenji works for Lattice Analytics.\n- Mei works for Atlas Freight.\n- Lattice Analytics is headquartered in Bergen.\n- Callum reports to Mei.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Callum works for Lattice Analytics.\n- Omar reports to Deshawn.\n- Atlas Freight is headquartered in Bergen.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31177", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31178", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Deshawn.\n- Ingrid works for Cobalt Health.\n- Fernhill Foods was founded in 1977.\n- Cobalt Health is headquartered in Oslo.\n- Jonas works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Tobias works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Tessa reports to Lucia.\n- Tobias reports to Dmitri.\n- Anders reports to Jonas.\n- Lucia reports to Chiara.\n- Ingrid reports to Yuki.\n- Chiara reports to Anders.\n- Summit Energy was founded in 1983.\n- Fernhill Foods is headquartered in Leeds.\n- Anders works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Lattice Analytics is headquartered in Austin.\n- Dmitri works for Lattice Analytics.\n- Jonas reports to Mateo.\n- Mei reports to Tessa.\n- Mateo reports to Ingrid.\n- Deshawn reports to Mei.\n- Mei works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Cobalt Health was founded in 2001.\n- Summit Energy is headquartered in Leeds.\n- Tessa works for Cobalt Health.\n- Lattice Analytics was founded in 1976.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Atlas Freight.\n- Amara works for Cedar Retail Group.\n- Mateo reports to Kenji.\n- Bluepine Aviation is headquartered in Ghent.\n- Ravi works for Atlas Freight.\n- Kenji reports to Ravi.\n- Anders reports to Priya.\n- Priya reports to Wren.\n- Mateo works for Atlas Freight.\n- Stefan works for Cedar Retail Group.\n- Wren works for Atlas Freight.\n- Tessa works for Cedar Retail Group.\n- Dmitri reports to Amara.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Chiara works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.\n- Wren reports to Stefan.\n- Mara reports to Mateo.\n- Priya works for Summit Energy.\n- Stefan reports to Chiara.\n- Ravi reports to Tessa.\n- Kenji works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Chiara reports to Dmitri.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1991.\n- Bluepine Aviation was founded in 2003.\n- Amara reports to Mara.\n- Summit Energy was founded in 1997.\n- Atlas Freight was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31181", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3701: employee Yuki T., hired 03 June 2022, separated 30 August 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3701?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31182", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31183", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Chiara.\n- Elena works for Cobalt Health.\n- Bluepine Aviation is headquartered in Turku.\n- Chiara reports to Mateo.\n- Summit Energy was founded in 1991.\n- Ravi reports to Jonas.\n- Summit Energy is headquartered in Porto.\n- Dmitri works for Meridian Bank.\n- Nadia reports to Dmitri.\n- Jonas reports to Zoya.\n- Jonas works for Cobalt Health.\n- Dmitri reports to Tobias.\n- Callum reports to Deshawn.\n- Chiara works for Bluepine Aviation.\n- Mateo reports to Elena.\n- Meridian Bank is headquartered in Porto.\n- Tobias works for Bluepine Aviation.\n- Deshawn reports to Nadia.\n- Mateo works for Summit Energy.\n- Meridian Bank was founded in 2005.\n- Deshawn works for Bluepine Aviation.\n- Sofia works for Meridian Bank.\n- Elena reports to Ravi.\n- Cobalt Health was founded in 2008.\n- Cobalt Health is headquartered in Turku.\n- Zoya works for Cobalt Health.\n- Zoya reports to Sofia.\n- Ravi works for Meridian Bank.\n- Bluepine Aviation was founded in 1996.\n- Nadia works for Summit Energy.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1994", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31185", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 25 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9112: employee Tessa S., hired 15 June 2021, separated 13 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9112?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Leila reports to Ravi.\n- Leila works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Crescent Telecom was founded in 1990.\n- Nadia reports to Mara.\n- Chiara reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1980.\n- Zoya reports to Pablo.\n- Pablo reports to Deshawn.\n- Crescent Telecom is headquartered in Oslo.\n- Ravi works for Cedar Retail Group.\n- Felix reports to Leila.\n- Deshawn reports to Felix.\n- Zoya works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1991.\n- Lucia reports to Nadia.\n- Felix works for Bluepine Aviation.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.\n- Mara reports to Zoya.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Valencia.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Deshawn.\n- Elena reports to Chiara.\n- Yuki reports to Callum.\n- Yuki works for Cobalt Health.\n- Deshawn reports to Yuki.\n- Chiara works for Fernhill Foods.\n- Bruno reports to Elena.\n- Helios Logistics is headquartered in Halifax.\n- Cobalt Health is headquartered in Tallinn.\n- Callum reports to Stefan.\n- Callum works for Fernhill Foods.\n- Elena works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Deshawn works for Cobalt Health.\n- Stefan reports to Omar.\n- Bruno works for Helios Logistics.\n- Stefan works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 1999.\n- Cobalt Health was founded in 1996.\n- Fernhill Foods was founded in 1980.\n- Fernhill Foods is headquartered in Halifax.\n- Helios Logistics was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Mei.\n- Callum reports to Amara.\n- Helios Logistics is headquartered in Ghent.\n- Lucia reports to Callum.\n- Mei reports to Lucia.\n- Viktor works for Helios Logistics.\n- Callum works for Meridian Bank.\n- Tessa reports to Felix.\n- Tobias reports to Tessa.\n- Tobias works for Vantage Air.\n- Amara reports to Viktor.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Helios Logistics was founded in 1994.\n- Meridian Bank was founded in 2007.\n- Ironwood Manufacturing was founded in 1977.\n- Omar reports to Mara.\n- Mateo reports to Omar.\n- Mateo works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Viktor reports to Tobias.\n- Felix reports to Jonas.\n- Jonas works for Ironwood Manufacturing.\n- Vantage Air was founded in 1984.\n- Vantage Air is headquartered in Cork.\n- Amara works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Fernhill Foods was founded in 1981.\n- Lattice Analytics is headquartered in Bergen.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Mei.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Elena.\n- Meridian Bank was founded in 1988.\n- Fernhill Foods is headquartered in Porto.\n- Nadia works for Fernhill Foods.\n- Omar works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Elena reports to Omar.\n- Viktor works for Fernhill Foods.\n- Meridian Bank is headquartered in Oslo.\n- Nadia reports to Anders.\n- Crescent Telecom is headquartered in Turku.\n- Amara reports to Dmitri.\n- Dmitri reports to Nadia.\n- Viktor reports to Ingrid.\n- Lattice Analytics was founded in 1975.\n- Mei reports to Amara.\n- Mei works for Crescent Telecom.\n- Anders reports to Viktor.\n- Amara works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Crescent Telecom was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Callum reports to Aisha.\n- Summit Energy is headquartered in Tampere.\n- Tobias reports to Ingrid.\n- Aisha reports to Pablo.\n- Callum works for Crescent Telecom.\n- Elena works for Beacon Insurance.\n- Aisha works for Summit Energy.\n- Pablo works for Crescent Telecom.\n- Priya reports to Elena.\n- Priya works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1994.\n- Tobias works for Beacon Insurance.\n- Pablo reports to Priya.\n- Crescent Telecom was founded in 2005.\n- Zoya reports to Tobias.\n- Ironwood Manufacturing was founded in 1984.\n- Beacon Insurance is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ingrid reports to Callum.\n- Ingrid works for Beacon Insurance.\n- Summit Energy was founded in 2008.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31192", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Mara works for Cedar Retail Group.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Kenji.\n- Omar works for Pinnacle Software.\n- Leila works for Meridian Bank.\n- Felix works for Cedar Retail Group.\n- Emeka reports to Sanne.\n- Pinnacle Software was founded in 2006.\n- Mara reports to Tessa.\n- Felix reports to Leila.\n- Omar reports to Mei.\n- Mei works for Pinnacle Software.\n- Mei reports to Emeka.\n- Fernhill Foods is headquartered in Malmo.\n- Nadia reports to Omar.\n- Kenji works for Pinnacle Software.\n- Tessa reports to Felix.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa works for Cedar Retail Group.\n- Nadia works for Fernhill Foods.\n- Leila reports to Nadia.\n- Meridian Bank was founded in 2012.\n- Fernhill Foods was founded in 2001.\n- Meridian Bank is headquartered in Malmo.\n- Cedar Retail Group was founded in 2014.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31194", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31195", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 95642 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Emeka.\n- Viktor reports to Callum.\n- Emeka works for Atlas Freight.\n- Bluepine Aviation was founded in 2011.\n- Stefan reports to Sanne.\n- Viktor works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tampere.\n- Atlas Freight was founded in 2009.\n- Sanne works for Bluepine Aviation.\n- Meridian Bank was founded in 1976.\n- Nadia reports to Stefan.\n- Mara reports to Tobias.\n- Tobias reports to Viktor.\n- Stefan works for Bluepine Aviation.\n- Nadia works for Ironwood Manufacturing.\n- Tobias works for Meridian Bank.\n- Emeka reports to Pablo.\n- Ironwood Manufacturing was founded in 1980.\n- Sanne reports to Mara.\n- Mara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Malmo.\n- Hana works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Callum reports to Hana.\n- Atlas Freight is headquartered in Tampere.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1983", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Elena works for Vantage Air.\n- Fernhill Foods is headquartered in Valencia.\n- Elena reports to Deshawn.\n- Chiara reports to Elena.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka reports to Yuki.\n- Vantage Air was founded in 1981.\n- Northwind Systems is headquartered in Basel.\n- Deshawn reports to Bruno.\n- Yuki reports to Callum.\n- Bruno reports to Emeka.\n- Northwind Systems was founded in 1984.\n- Callum works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Cedar Retail Group was founded in 1982.\n- Deshawn works for Cedar Retail Group.\n- Amara works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Callum reports to Amara.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31198", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9797: employee Leila A., hired 31 December 2023, separated 24 October 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9797?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31199", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5588: employee Omar M., hired 28 September 2021, separated 05 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5588?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5588 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31200", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9114: employee Zoya K., hired 18 February 2022, separated 01 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-9114 under the controlling rules.", "criteria": {"0": "$15,058", "1": "$65,250", "2": "$17,058", "3": "$15,188"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9114 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31201", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31202", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31203", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 May 2023): For employees hired on or after 03 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5164: employee Bruno T., hired 14 October 2019, separated 28 November 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5164?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31204", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-3050: employee Callum B., hired 09 May 2023, separated 20 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-3050?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-3050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31205", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "check_logs", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Zoya reports to Elena.\n- Northwind Systems is headquartered in Halifax.\n- Pinnacle Software is headquartered in Austin.\n- Wren works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1979.\n- Tobias reports to Zoya.\n- Pablo reports to Kenji.\n- Kenji works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2001.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Wren reports to Mateo.\n- Zoya works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Austin.\n- Kenji reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2004.\n- Sanne reports to Pablo.\n- Mateo works for Northwind Systems.\n- Pablo works for Atlas Freight.\n- Elena reports to Wren.\n- Northwind Systems was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1977", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31207", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 42902, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31209", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31210", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Atlas Freight is headquartered in Bergen.\n- Pablo reports to Callum.\n- Lucia reports to Wren.\n- Fernhill Foods is headquartered in Cork.\n- Tobias reports to Amara.\n- Nadia works for Beacon Insurance.\n- Deshawn works for Crescent Telecom.\n- Callum reports to Emeka.\n- Pablo works for Atlas Freight.\n- Deshawn reports to Tobias.\n- Yuki works for Atlas Freight.\n- Amara reports to Omar.\n- Lucia works for Fernhill Foods.\n- Atlas Freight was founded in 2012.\n- Elena works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 2012.\n- Wren reports to Nadia.\n- Nadia reports to Yuki.\n- Beacon Insurance was founded in 1988.\n- Emeka reports to Elena.\n- Elena reports to Lucia.\n- Wren works for Atlas Freight.\n- Callum works for Crescent Telecom.\n- Emeka works for Beacon Insurance.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Omar works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Beacon Insurance is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31212", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4792: employee Ingrid R., hired 09 September 2022, separated 24 November 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-4792?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Tobias works for Atlas Freight.\n- Bluepine Aviation was founded in 2003.\n- Bluepine Aviation is headquartered in Ghent.\n- Kenji works for Atlas Freight.\n- Pablo reports to Priya.\n- Lattice Analytics was founded in 1983.\n- Emeka works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Atlas Freight was founded in 2008.\n- Deshawn works for Atlas Freight.\n- Kenji reports to Dmitri.\n- Tessa reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Emeka reports to Pablo.\n- Meridian Bank was founded in 2000.\n- Tessa works for Atlas Freight.\n- Priya reports to Aisha.\n- Atlas Freight is headquartered in Halifax.\n- Nadia reports to Stefan.\n- Tobias reports to Tessa.\n- Chiara reports to Emeka.\n- Stefan works for Bluepine Aviation.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Aisha works for Bluepine Aviation.\n- Deshawn reports to Tobias.\n- Aisha reports to Kenji.\n- Chiara works for Lattice Analytics.\n- Meridian Bank is headquartered in Austin.\n- Dmitri reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Tobias.\n- Atlas Freight is headquartered in Adelaide.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 1992.\n- Lattice Analytics is headquartered in Tallinn.\n- Ingrid reports to Sofia.\n- Amara reports to Ingrid.\n- Omar works for Atlas Freight.\n- Felix reports to Pablo.\n- Jonas works for Atlas Freight.\n- Omar reports to Felix.\n- Crescent Telecom is headquartered in Cork.\n- Atlas Freight was founded in 1997.\n- Tobias reports to Omar.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Adelaide.\n- Sofia works for Crescent Telecom.\n- Lattice Analytics was founded in 1997.\n- Felix works for Crescent Telecom.\n- Pablo reports to Jonas.\n- Tobias works for Fernhill Foods.\n- Crescent Telecom was founded in 1981.\n- Amara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "2000", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31215", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3158: employee Yuki K., hired 27 March 2020, separated 13 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3158?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31216", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "request_leave", "4": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1981.\n- Leila reports to Mei.\n- Lucia reports to Nadia.\n- Omar reports to Amara.\n- Lucia works for Meridian Bank.\n- Ravi works for Atlas Freight.\n- Cobalt Health was founded in 1992.\n- Jonas reports to Emeka.\n- Sofia reports to Jonas.\n- Atlas Freight is headquartered in Ghent.\n- Ravi reports to Leila.\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Bergen.\n- Mei works for Cobalt Health.\n- Viktor works for Meridian Bank.\n- Emeka reports to Hana.\n- Amara works for Meridian Bank.\n- Atlas Freight was founded in 1988.\n- Leila works for Cobalt Health.\n- Meridian Bank is headquartered in Ghent.\n- Mei reports to Lucia.\n- Cobalt Health is headquartered in Ghent.\n- Emeka works for Meridian Bank.\n- Sofia works for Atlas Freight.\n- Jonas works for Vantage Air.\n- Hana reports to Omar.\n- Viktor reports to Ravi.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31218", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9858: employee Dmitri K., hired 19 June 2023, separated 12 February 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9858?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31219", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1063: employee Stefan T., hired 31 March 2023, separated 09 May 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2025-1063 under the controlling rules.", "criteria": {"0": "$8,808", "1": "$8,308", "2": "$8,178", "3": "$36,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31220", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31221", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Play Music — asks to play audio", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31222", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31223", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Hana.\n- Tessa reports to Mei.\n- Bluepine Aviation is headquartered in Halifax.\n- Cobalt Health was founded in 1988.\n- Cobalt Health is headquartered in Basel.\n- Helios Logistics is headquartered in Basel.\n- Aisha reports to Jonas.\n- Jonas reports to Zoya.\n- Bluepine Aviation was founded in 1985.\n- Helios Logistics was founded in 1980.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Ravi works for Vantage Air.\n- Mei reports to Ravi.\n- Zoya works for Helios Logistics.\n- Hana works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Hana reports to Aisha.\n- Leila works for Bluepine Aviation.\n- Ravi reports to Leila.\n- Vantage Air is headquartered in Basel.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31225", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 August 2025): For employees hired on or after 01 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7960: employee Ravi S., hired 04 November 2021, separated 18 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7960?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31226", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7962: employee Kenji K., hired 27 April 2023, separated 20 October 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-7962 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$4,500", "3": "$2,812"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31228", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31229", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Priya reports to Mei.\n- Anders works for Ironwood Manufacturing.\n- Lucia reports to Sanne.\n- Mei reports to Mara.\n- Stefan works for Atlas Freight.\n- Bluepine Aviation is headquartered in Brno.\n- Jonas works for Summit Energy.\n- Jonas reports to Anders.\n- Anders reports to Stefan.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Omar.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Cork.\n- Atlas Freight was founded in 2014.\n- Viktor reports to Mateo.\n- Atlas Freight is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ravi reports to Lucia.\n- Mara reports to Ravi.\n- Omar reports to Priya.\n- Priya works for Atlas Freight.\n- Lucia works for Bluepine Aviation.\n- Viktor works for Ironwood Manufacturing.\n- Summit Energy was founded in 1976.\n- Bluepine Aviation was founded in 1988.\n- Omar works for Summit Energy.\n- Sanne reports to Jonas.\n- Ironwood Manufacturing was founded in 1988.\n- Mara works for Atlas Freight.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31231", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31232", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31233", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31234", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31235", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31236", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31237", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31238", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31239", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 2, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-7386: employee Sofia A., hired 17 April 2022, separated 12 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-7386?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-7386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31240", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7124: employee Amara K., hired 24 November 2022, separated 11 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7124?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31241", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Ingrid.\n- Pablo works for Crescent Telecom.\n- Chiara works for Vantage Air.\n- Aisha works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Pablo reports to Nadia.\n- Ravi reports to Chiara.\n- Stefan works for Crescent Telecom.\n- Yuki reports to Stefan.\n- Vantage Air is headquartered in Cork.\n- Crescent Telecom was founded in 2014.\n- Dmitri reports to Pablo.\n- Pinnacle Software is headquartered in Austin.\n- Stefan reports to Wren.\n- Hana works for Crescent Telecom.\n- Vantage Air was founded in 1992.\n- Pinnacle Software was founded in 1978.\n- Ingrid reports to Lucia.\n- Ingrid works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Fernhill Foods is headquartered in Cork.\n- Hana reports to Ravi.\n- Chiara reports to Dmitri.\n- Crescent Telecom is headquartered in Cork.\n- Wren reports to Hana.\n- Wren works for Fernhill Foods.\n- Lucia works for Pinnacle Software.\n- Nadia reports to Aisha.\n- Fernhill Foods was founded in 1996.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Anders reports to Deshawn.\n- Tessa works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Northwind Systems is headquartered in Ghent.\n- Mateo reports to Mei.\n- Deshawn reports to Stefan.\n- Stefan works for Ironwood Manufacturing.\n- Nadia reports to Sofia.\n- Nadia works for Northwind Systems.\n- Summit Energy was founded in 1994.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Northwind Systems was founded in 1987.\n- Sofia works for Ironwood Manufacturing.\n- Tessa reports to Mateo.\n- Anders works for Summit Energy.\n- Ingrid works for Ironwood Manufacturing.\n- Stefan reports to Nadia.\n- Summit Energy is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1991.\n- Dmitri reports to Anders.\n- Helios Logistics was founded in 1985.\n- Mei reports to Kenji.\n- Kenji reports to Ingrid.\n- Dmitri works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Ingrid reports to Dmitri.\n- Kenji works for Northwind Systems.\n- Sofia reports to Callum.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31244", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4169: employee Mateo M., hired 28 July 2024, separated 27 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4169?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31245", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31246", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Bruno reports to Stefan.\n- Stefan works for Northwind Systems.\n- Lattice Analytics is headquartered in Leeds.\n- Tessa works for Lattice Analytics.\n- Mei reports to Mateo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Callum reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Pablo reports to Jonas.\n- Northwind Systems is headquartered in Brno.\n- Lucia reports to Chiara.\n- Stefan reports to Lucia.\n- Mateo reports to Bruno.\n- Jonas reports to Callum.\n- Cedar Retail Group was founded in 1981.\n- Northwind Systems was founded in 1979.\n- Mateo works for Northwind Systems.\n- Chiara reports to Pablo.\n- Ironwood Manufacturing was founded in 2002.\n- Ravi reports to Mei.\n- Pablo works for Lattice Analytics.\n- Bruno works for Northwind Systems.\n- Lattice Analytics was founded in 2009.\n- Cedar Retail Group is headquartered in Turku.\n- Dmitri reports to Tessa.\n- Callum works for Ironwood Manufacturing.\n- Lucia works for Cedar Retail Group.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Valencia", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31248", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Aisha.\n- Viktor works for Bluepine Aviation.\n- Aisha reports to Mateo.\n- Meridian Bank is headquartered in Porto.\n- Leila reports to Viktor.\n- Leila works for Lattice Analytics.\n- Mateo reports to Anders.\n- Lucia reports to Stefan.\n- Atlas Freight was founded in 1992.\n- Lattice Analytics was founded in 1991.\n- Bluepine Aviation was founded in 2013.\n- Lattice Analytics is headquartered in Cork.\n- Aisha works for Atlas Freight.\n- Meridian Bank was founded in 1998.\n- Stefan works for Atlas Freight.\n- Amara works for Lattice Analytics.\n- Amara reports to Leila.\n- Anders works for Meridian Bank.\n- Viktor reports to Lucia.\n- Mateo works for Bluepine Aviation.\n- Atlas Freight is headquartered in Tampere.\n- Anders reports to Amara.\n- Lucia works for Atlas Freight.\n- Kenji works for Bluepine Aviation.\n- Tessa works for Meridian Bank.\n- Tessa reports to Kenji.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1982.\n- Viktor reports to Yuki.\n- Chiara works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Sanne reports to Emeka.\n- Hana reports to Viktor.\n- Sanne works for Beacon Insurance.\n- Felix reports to Chiara.\n- Beacon Insurance is headquartered in Austin.\n- Emeka works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Yuki reports to Felix.\n- Elena works for Cobalt Health.\n- Bluepine Aviation was founded in 1996.\n- Summit Energy was founded in 1991.\n- Emeka reports to Elena.\n- Cobalt Health is headquartered in Austin.\n- Elena reports to Hana.\n- Beacon Insurance was founded in 2015.\n- Hana works for Cobalt Health.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31251", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Mei reports to Stefan.\n- Stefan reports to Deshawn.\n- Vantage Air was founded in 1983.\n- Summit Energy is headquartered in Ghent.\n- Aisha works for Vantage Air.\n- Ravi reports to Wren.\n- Helios Logistics is headquartered in Halifax.\n- Aisha reports to Bruno.\n- Kenji reports to Ingrid.\n- Kenji works for Helios Logistics.\n- Wren works for Vantage Air.\n- Ingrid reports to Aisha.\n- Stefan works for Crescent Telecom.\n- Bruno reports to Mei.\n- Helios Logistics was founded in 2000.\n- Deshawn works for Summit Energy.\n- Wren reports to Kenji.\n- Summit Energy was founded in 1992.\n- Bruno works for Vantage Air.\n- Mateo reports to Ravi.\n- Crescent Telecom is headquartered in Valencia.\n- Vantage Air is headquartered in Ghent.\n- Mateo works for Vantage Air.\n- Crescent Telecom was founded in 1976.\n- Ingrid works for Crescent Telecom.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31253", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1299: employee Felix K., hired 07 July 2023, separated 18 March 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-1299 under the controlling rules.", "criteria": {"0": "$1,700", "1": "$2,000", "2": "$8,667", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31254", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7356: employee Dmitri K., hired 20 July 2022, separated 20 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7356?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Felix.\n- Emeka reports to Aisha.\n- Mei works for Helios Logistics.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Aisha reports to Jonas.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2014.\n- Felix reports to Kenji.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Helios Logistics is headquartered in Tallinn.\n- Emeka works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Tessa works for Helios Logistics.\n- Crescent Telecom was founded in 1984.\n- Mei reports to Omar.\n- Tessa reports to Mei.\n- Helios Logistics was founded in 1990.\n- Aisha works for Crescent Telecom.\n- Omar reports to Emeka.\n- Northwind Systems is headquartered in Lyon.\n- Nadia reports to Tessa.\n- Kenji reports to Wren.\n- Kenji works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2014", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31256", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31257", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6519: employee Omar S., hired 27 January 2021, separated 15 November 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6519?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6519 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31258", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 November 2022): For employees hired on or after 13 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6104: employee Aisha M., hired 27 February 2019, separated 19 January 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6104?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31259", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31260", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31261", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31262", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Cork.\n- Viktor reports to Omar.\n- Omar reports to Sanne.\n- Lattice Analytics is headquartered in Brno.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Nadia.\n- Chiara works for Helios Logistics.\n- Tobias works for Lattice Analytics.\n- Lucia reports to Chiara.\n- Sanne reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Nadia reports to Aisha.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1998.\n- Helios Logistics is headquartered in Brno.\n- Aisha reports to Tobias.\n- Beacon Insurance was founded in 1986.\n- Beacon Insurance is headquartered in Valencia.\n- Helios Logistics was founded in 2006.\n- Omar works for Helios Logistics.\n- Sanne works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31263", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31264", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cedar Retail Group.\n- Lucia reports to Nadia.\n- Cedar Retail Group was founded in 2000.\n- Lucia works for Cedar Retail Group.\n- Helios Logistics was founded in 1982.\n- Emeka reports to Lucia.\n- Tobias reports to Kenji.\n- Yuki reports to Tobias.\n- Atlas Freight was founded in 2015.\n- Emeka works for Meridian Bank.\n- Viktor reports to Yuki.\n- Viktor works for Helios Logistics.\n- Priya reports to Emeka.\n- Nadia works for Atlas Freight.\n- Jonas reports to Priya.\n- Yuki works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Helios Logistics is headquartered in Tampere.\n- Atlas Freight is headquartered in Oslo.\n- Kenji works for Atlas Freight.\n- Wren reports to Felix.\n- Meridian Bank was founded in 1985.\n- Kenji reports to Wren.\n- Wren works for Meridian Bank.\n- Nadia reports to Pablo.\n- Felix reports to Jonas.\n- Jonas works for Helios Logistics.\n- Priya works for Atlas Freight.\n- Meridian Bank is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Tampere.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Bruno.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Bruno reports to Priya.\n- Dmitri works for Summit Energy.\n- Elena works for Pinnacle Software.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Priya works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Pinnacle Software is headquartered in Oslo.\n- Beacon Insurance is headquartered in Oslo.\n- Beacon Insurance was founded in 1982.\n- Summit Energy was founded in 1990.\n- Sanne reports to Elena.\n- Viktor reports to Dmitri.\n- Dmitri reports to Callum.\n- Meridian Bank was founded in 2006.\n- Pinnacle Software was founded in 1988.\n- Viktor works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Priya reports to Viktor.\n- Elena reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31267", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5878: employee Aisha K., hired 30 October 2022, separated 12 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5878?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31268", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31269", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31270", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3993: employee Priya A., hired 08 January 2022, separated 10 May 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3993?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2007.\n- Pablo reports to Ingrid.\n- Viktor works for Bluepine Aviation.\n- Bruno reports to Jonas.\n- Crescent Telecom is headquartered in Leeds.\n- Jonas works for Bluepine Aviation.\n- Ravi works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mara reports to Pablo.\n- Bruno works for Bluepine Aviation.\n- Chiara works for Lattice Analytics.\n- Bluepine Aviation was founded in 1998.\n- Crescent Telecom was founded in 1997.\n- Viktor reports to Bruno.\n- Jonas reports to Chiara.\n- Ingrid works for Lattice Analytics.\n- Mara works for Bluepine Aviation.\n- Ravi reports to Mara.\n- Lattice Analytics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1987.\n- Pablo works for Ironwood Manufacturing.\n- Ingrid reports to Viktor.\n- Bluepine Aviation is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Lyon", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31272", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Zoya works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Lucia reports to Leila.\n- Callum reports to Viktor.\n- Ravi reports to Callum.\n- Priya works for Lattice Analytics.\n- Priya reports to Lucia.\n- Pinnacle Software was founded in 2001.\n- Lattice Analytics is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2012.\n- Beacon Insurance was founded in 1990.\n- Ingrid works for Cedar Retail Group.\n- Zoya reports to Amara.\n- Nadia reports to Zoya.\n- Wren reports to Ingrid.\n- Ravi works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Cork.\n- Viktor reports to Omar.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Omar reports to Nadia.\n- Viktor works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Leeds.\n- Omar works for Pinnacle Software.\n- Amara reports to Wren.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31274", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31275", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1576: employee Felix M., hired 02 September 2021, separated 19 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1576?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31276", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3905: employee Leila S., hired 03 April 2021, separated 17 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3905?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31277", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 74388 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31278", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5011: employee Mei B., hired 28 August 2020, separated 12 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5011?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ingrid.\n- Viktor reports to Chiara.\n- Stefan reports to Mateo.\n- Ingrid reports to Elena.\n- Pablo works for Summit Energy.\n- Pablo reports to Stefan.\n- Amara works for Northwind Systems.\n- Crescent Telecom was founded in 1988.\n- Elena reports to Pablo.\n- Crescent Telecom is headquartered in Dunedin.\n- Fernhill Foods was founded in 2012.\n- Stefan works for Summit Energy.\n- Elena works for Summit Energy.\n- Chiara reports to Amara.\n- Ingrid works for Summit Energy.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Tallinn.\n- Northwind Systems is headquartered in Tallinn.\n- Viktor works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31280", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31281", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31282", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4554: employee Hana R., hired 16 November 2022, separated 30 November 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-4554 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$6,000", "2": "$26,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31283", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31284", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1992.\n- Deshawn reports to Kenji.\n- Cedar Retail Group is headquartered in Basel.\n- Viktor reports to Emeka.\n- Stefan works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 1999.\n- Leila works for Summit Energy.\n- Stefan reports to Ravi.\n- Kenji works for Cedar Retail Group.\n- Ravi works for Cedar Retail Group.\n- Leila reports to Chiara.\n- Northwind Systems is headquartered in Basel.\n- Meridian Bank was founded in 1975.\n- Emeka reports to Leila.\n- Meridian Bank is headquartered in Leeds.\n- Chiara works for Northwind Systems.\n- Cedar Retail Group was founded in 1980.\n- Chiara reports to Deshawn.\n- Emeka works for Cedar Retail Group.\n- Deshawn works for Summit Energy.\n- Kenji reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31286", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8806: employee Sanne K., hired 27 January 2023, separated 21 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-8806 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,875", "2": "$7,800", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31287", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1545: employee Felix R., hired 22 October 2020, separated 12 September 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2025-1545 under the controlling rules.", "criteria": {"0": "$17,077", "1": "$74,000", "2": "$17,577", "3": "$16,962"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31288", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8027: employee Ingrid A., hired 21 September 2022, separated 28 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8027?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31289", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Omar reports to Priya.\n- Lattice Analytics is headquartered in Turku.\n- Chiara works for Crescent Telecom.\n- Tessa reports to Viktor.\n- Ironwood Manufacturing was founded in 2015.\n- Vantage Air is headquartered in Valencia.\n- Crescent Telecom was founded in 2011.\n- Bruno works for Lattice Analytics.\n- Felix works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Chiara reports to Tessa.\n- Viktor works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Felix reports to Zoya.\n- Ironwood Manufacturing is headquartered in Cork.\n- Priya reports to Dmitri.\n- Tessa works for Lattice Analytics.\n- Bruno reports to Felix.\n- Lattice Analytics was founded in 1997.\n- Viktor reports to Aisha.\n- Dmitri reports to Bruno.\n- Vantage Air was founded in 1982.\n- Zoya reports to Chiara.\n- Priya works for Lattice Analytics.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Oslo", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31291", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mara.\n- Bruno works for Fernhill Foods.\n- Amara works for Vantage Air.\n- Chiara works for Fernhill Foods.\n- Mateo reports to Deshawn.\n- Priya works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods is headquartered in Bergen.\n- Dmitri works for Vantage Air.\n- Priya reports to Chiara.\n- Atlas Freight was founded in 2012.\n- Amara reports to Bruno.\n- Mateo works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Lattice Analytics is headquartered in Bergen.\n- Deshawn reports to Priya.\n- Bruno reports to Mateo.\n- Atlas Freight is headquartered in Halifax.\n- Vantage Air was founded in 2011.\n- Fernhill Foods was founded in 2009.\n- Dmitri reports to Amara.\n- Vantage Air is headquartered in Halifax.\n- Lattice Analytics was founded in 1999.\n- Mara works for Atlas Freight.\n- Mara reports to Yuki.\n- Yuki reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Halifax", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Leeds.\n- Pablo works for Helios Logistics.\n- Vantage Air was founded in 1981.\n- Amara reports to Pablo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Hana works for Vantage Air.\n- Mara reports to Hana.\n- Mateo works for Helios Logistics.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2005.\n- Helios Logistics is headquartered in Valencia.\n- Elena reports to Mara.\n- Ingrid reports to Elena.\n- Mara works for Helios Logistics.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo reports to Ingrid.\n- Amara works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Leeds.\n- Mateo reports to Omar.\n- Hana reports to Mateo.\n- Helios Logistics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31294", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2001.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tobias works for Meridian Bank.\n- Stefan reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Ravi reports to Chiara.\n- Fernhill Foods is headquartered in Dunedin.\n- Chiara reports to Yuki.\n- Stefan works for Fernhill Foods.\n- Yuki reports to Leila.\n- Priya reports to Tobias.\n- Leila works for Fernhill Foods.\n- Sanne reports to Stefan.\n- Fernhill Foods was founded in 2001.\n- Ironwood Manufacturing was founded in 2006.\n- Meridian Bank was founded in 2004.\n- Yuki works for Meridian Bank.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Tobias reports to Sanne.\n- Meridian Bank is headquartered in Valencia.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Cork", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31295", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 12 June 2025): For employees hired on or after 12 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9760: employee Bruno M., hired 28 November 2022, separated 20 February 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9760?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31296", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 03 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 May 2023): For employees hired on or after 22 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3095: employee Felix T., hired 04 May 2022, separated 10 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3095?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31297", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5569: employee Tessa T., hired 01 October 2023, separated 04 November 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2025-5569 under the controlling rules.", "criteria": {"0": "$1,375", "1": "$6,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Bruno.\n- Bruno reports to Elena.\n- Bluepine Aviation was founded in 1992.\n- Mateo works for Cedar Retail Group.\n- Lucia reports to Wren.\n- Wren reports to Nadia.\n- Bruno works for Cedar Retail Group.\n- Nadia reports to Yuki.\n- Hana works for Bluepine Aviation.\n- Mateo reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Wren works for Meridian Bank.\n- Cedar Retail Group was founded in 1992.\n- Nadia works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Elena works for Northwind Systems.\n- Cedar Retail Group is headquartered in Halifax.\n- Meridian Bank was founded in 1985.\n- Meridian Bank is headquartered in Adelaide.\n- Elena reports to Mateo.\n- Bluepine Aviation is headquartered in Halifax.\n- Northwind Systems is headquartered in Tampere.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31299", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31300", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 March 2023): For employees hired on or after 27 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8591: employee Mei M., hired 16 July 2022, separated 29 September 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8591?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31301", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1309: employee Kenji S., hired 22 March 2023, separated 06 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1309?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31302", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31303", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31304", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2239: employee Sofia A., hired 29 December 2022, separated 05 June 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2239?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31305", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31306", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1995.\n- Crescent Telecom is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Tampere.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Basel.\n- Kenji works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Emeka works for Vantage Air.\n- Lucia reports to Ravi.\n- Emeka reports to Lucia.\n- Mara works for Bluepine Aviation.\n- Aisha works for Vantage Air.\n- Bluepine Aviation was founded in 2009.\n- Tobias works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Viktor reports to Aisha.\n- Lucia works for Vantage Air.\n- Ravi reports to Kenji.\n- Tobias reports to Viktor.\n- Mateo reports to Tobias.\n- Mara reports to Mateo.\n- Crescent Telecom was founded in 2007.\n- Yuki reports to Mara.\n- Cobalt Health was founded in 1999.\n- Aisha reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31308", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31309", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1106: employee Dmitri M., hired 07 October 2022, separated 12 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1106?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31310", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31311", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5330: employee Ingrid A., hired 12 October 2020, separated 07 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5330?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Austin.\n- Aisha reports to Bruno.\n- Kenji works for Crescent Telecom.\n- Ravi works for Fernhill Foods.\n- Cobalt Health was founded in 2015.\n- Nadia works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Stefan reports to Viktor.\n- Pablo works for Fernhill Foods.\n- Bruno works for Cobalt Health.\n- Crescent Telecom was founded in 1984.\n- Nadia reports to Aisha.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2011.\n- Fernhill Foods was founded in 1979.\n- Aisha works for Cobalt Health.\n- Zoya reports to Ravi.\n- Anders reports to Emeka.\n- Emeka works for Fernhill Foods.\n- Amara reports to Kenji.\n- Cobalt Health is headquartered in Austin.\n- Zoya works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Emeka reports to Pablo.\n- Anders works for Fernhill Foods.\n- Bruno reports to Stefan.\n- Kenji reports to Zoya.\n- Stefan works for Ironwood Manufacturing.\n- Viktor reports to Anders.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Priya.\n- Vantage Air is headquartered in Valencia.\n- Helios Logistics is headquartered in Lyon.\n- Summit Energy was founded in 2005.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Mara reports to Yuki.\n- Vantage Air was founded in 1986.\n- Yuki reports to Anders.\n- Ravi reports to Wren.\n- Anders works for Helios Logistics.\n- Priya reports to Ravi.\n- Wren reports to Mara.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Ravi works for Vantage Air.\n- Lucia works for Bluepine Aviation.\n- Sanne reports to Lucia.\n- Sanne works for Vantage Air.\n- Bluepine Aviation is headquartered in Valencia.\n- Priya works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31314", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31315", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31316", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31317", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31318", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31319", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1652: employee Nadia S., hired 22 September 2022, separated 04 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1652?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Viktor reports to Lucia.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Lucia works for Cedar Retail Group.\n- Callum reports to Tobias.\n- Amara reports to Elena.\n- Tobias works for Vantage Air.\n- Fernhill Foods was founded in 1986.\n- Cedar Retail Group was founded in 1992.\n- Bruno reports to Ingrid.\n- Vantage Air was founded in 1987.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka works for Fernhill Foods.\n- Bruno works for Vantage Air.\n- Lucia reports to Amara.\n- Elena works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Yuki works for Helios Logistics.\n- Tobias reports to Viktor.\n- Leila reports to Sanne.\n- Helios Logistics is headquartered in Tampere.\n- Helios Logistics was founded in 1977.\n- Sanne reports to Yuki.\n- Elena reports to Emeka.\n- Ingrid reports to Leila.\n- Amara works for Fernhill Foods.\n- Emeka reports to Bruno.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31321", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 65528 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "track_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31322", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Lucia reports to Anders.\n- Jonas works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1995.\n- Cedar Retail Group was founded in 1987.\n- Pinnacle Software was founded in 2011.\n- Jonas reports to Elena.\n- Pinnacle Software is headquartered in Oslo.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 2014.\n- Aisha works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Pablo reports to Lucia.\n- Tobias works for Cedar Retail Group.\n- Pablo works for Cobalt Health.\n- Elena reports to Tobias.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Nagoya.\n- Aisha reports to Nadia.\n- Tobias reports to Aisha.\n- Ironwood Manufacturing is headquartered in Austin.\n- Cedar Retail Group is headquartered in Nagoya.\n- Anders reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31324", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Callum.\n- Callum reports to Mateo.\n- Leila reports to Pablo.\n- Sanne reports to Leila.\n- Pablo reports to Dmitri.\n- Leila works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Beacon Insurance was founded in 1977.\n- Callum works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Beacon Insurance is headquartered in Valencia.\n- Mateo reports to Chiara.\n- Fernhill Foods was founded in 1998.\n- Summit Energy was founded in 1993.\n- Ingrid reports to Lucia.\n- Chiara reports to Yuki.\n- Lucia reports to Sanne.\n- Pinnacle Software is headquartered in Cork.\n- Yuki works for Fernhill Foods.\n- Summit Energy is headquartered in Cork.\n- Chiara works for Pinnacle Software.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Fernhill Foods was founded in 1991.\n- Meridian Bank was founded in 2014.\n- Zoya works for Meridian Bank.\n- Aisha works for Ironwood Manufacturing.\n- Zoya reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Aisha reports to Tessa.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa works for Fernhill Foods.\n- Nadia reports to Tobias.\n- Tessa reports to Bruno.\n- Ironwood Manufacturing was founded in 1981.\n- Tobias works for Beacon Insurance.\n- Emeka reports to Zoya.\n- Ingrid reports to Aisha.\n- Bruno reports to Nadia.\n- Meridian Bank is headquartered in Cork.\n- Fernhill Foods is headquartered in Basel.\n- Emeka works for Meridian Bank.\n- Beacon Insurance was founded in 2007.\n- Beacon Insurance is headquartered in Cork.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31327", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4703: employee Deshawn K., hired 29 November 2021, separated 02 June 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2026-4703 under the controlling rules.", "criteria": {"0": "$9,885", "1": "$9,736", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31328", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31329", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "request_leave", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31330", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31331", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31332", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Sofia works for Vantage Air.\n- Wren reports to Felix.\n- Yuki reports to Sofia.\n- Meridian Bank was founded in 2007.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Meridian Bank is headquartered in Dunedin.\n- Ingrid reports to Callum.\n- Zoya works for Cobalt Health.\n- Mateo reports to Yuki.\n- Sofia reports to Wren.\n- Wren works for Vantage Air.\n- Bruno works for Cobalt Health.\n- Kenji works for Meridian Bank.\n- Cedar Retail Group was founded in 1988.\n- Cobalt Health was founded in 2012.\n- Cobalt Health is headquartered in Ghent.\n- Felix works for Vantage Air.\n- Callum reports to Kenji.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mateo works for Cobalt Health.\n- Vantage Air was founded in 2013.\n- Yuki works for Meridian Bank.\n- Bruno reports to Ingrid.\n- Felix reports to Bruno.\n- Zoya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31334", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31335", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "send_message", "2": "weather", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Nadia works for Vantage Air.\n- Lucia reports to Yuki.\n- Atlas Freight was founded in 2000.\n- Vantage Air was founded in 2009.\n- Vantage Air is headquartered in Brno.\n- Deshawn reports to Bruno.\n- Deshawn works for Vantage Air.\n- Mateo works for Vantage Air.\n- Mara reports to Lucia.\n- Bruno reports to Nadia.\n- Atlas Freight is headquartered in Malmo.\n- Mateo reports to Mara.\n- Bruno works for Summit Energy.\n- Wren reports to Deshawn.\n- Yuki works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Beacon Insurance was founded in 2001.\n- Wren works for Beacon Insurance.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1988.\n- Nadia reports to Mateo.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31337", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2283: employee Jonas K., hired 21 August 2023, separated 28 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2283?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31338", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31339", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31340", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Northwind Systems is headquartered in Brno.\n- Wren works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Vantage Air was founded in 2003.\n- Sanne works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Priya works for Atlas Freight.\n- Priya reports to Zoya.\n- Chiara reports to Sanne.\n- Ingrid reports to Aisha.\n- Viktor works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Jonas reports to Wren.\n- Hana reports to Viktor.\n- Aisha works for Northwind Systems.\n- Atlas Freight was founded in 1984.\n- Cobalt Health is headquartered in Valencia.\n- Wren reports to Hana.\n- Chiara works for Atlas Freight.\n- Omar reports to Lucia.\n- Aisha reports to Jonas.\n- Lucia reports to Priya.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 2012.\n- Ingrid works for Atlas Freight.\n- Omar works for Vantage Air.\n- Viktor reports to Chiara.\n- Sanne reports to Omar.\n- Vantage Air is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Tessa works for Bluepine Aviation.\n- Emeka works for Lattice Analytics.\n- Omar reports to Emeka.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lucia reports to Felix.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2013.\n- Lucia works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1993.\n- Lattice Analytics was founded in 1997.\n- Felix reports to Tessa.\n- Aisha reports to Mateo.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Mei reports to Aisha.\n- Tessa reports to Deshawn.\n- Deshawn works for Lattice Analytics.\n- Pablo reports to Mei.\n- Mateo works for Bluepine Aviation.\n- Mei works for Lattice Analytics.\n- Emeka reports to Pablo.\n- Deshawn reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1991.\n- Pablo works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Porto.\n- Deshawn reports to Yuki.\n- Kenji reports to Priya.\n- Viktor reports to Deshawn.\n- Anders reports to Viktor.\n- Crescent Telecom was founded in 2012.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji works for Meridian Bank.\n- Vantage Air is headquartered in Turku.\n- Jonas reports to Tessa.\n- Priya reports to Anders.\n- Meridian Bank was founded in 1997.\n- Jonas works for Meridian Bank.\n- Tessa works for Atlas Freight.\n- Ravi works for Meridian Bank.\n- Deshawn works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Tessa reports to Ravi.\n- Vantage Air was founded in 1975.\n- Yuki works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Atlas Freight is headquartered in Valencia.\n- Yuki reports to Jonas.\n- Ravi reports to Omar.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31344", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31345", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31346", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6832: employee Hana M., hired 10 November 2021, separated 21 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6832?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31347", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1997.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Yuki works for Cobalt Health.\n- Yuki reports to Felix.\n- Emeka works for Cobalt Health.\n- Ingrid works for Northwind Systems.\n- Jonas reports to Emeka.\n- Lattice Analytics was founded in 1977.\n- Hana works for Northwind Systems.\n- Ingrid reports to Nadia.\n- Mei works for Lattice Analytics.\n- Nadia reports to Mei.\n- Bruno reports to Yuki.\n- Cobalt Health was founded in 1997.\n- Emeka reports to Priya.\n- Felix reports to Ingrid.\n- Priya works for Lattice Analytics.\n- Felix works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Cobalt Health is headquartered in Turku.\n- Nadia works for Northwind Systems.\n- Mei reports to Hana.\n- Summit Energy was founded in 2014.\n- Hana reports to Jonas.\n- Summit Energy is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Nadia reports to Deshawn.\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Hana.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank is headquartered in Turku.\n- Bluepine Aviation was founded in 1986.\n- Sofia reports to Omar.\n- Dmitri works for Crescent Telecom.\n- Omar works for Cedar Retail Group.\n- Emeka works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Bergen.\n- Omar reports to Emeka.\n- Meridian Bank was founded in 2000.\n- Sofia works for Crescent Telecom.\n- Pablo reports to Dmitri.\n- Hana works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 2015.\n- Hana reports to Nadia.\n- Cedar Retail Group was founded in 1976.\n- Deshawn reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1976", "3": "1971"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Kenji.\n- Aisha works for Fernhill Foods.\n- Anders reports to Amara.\n- Vantage Air is headquartered in Valencia.\n- Cobalt Health was founded in 1977.\n- Aisha reports to Deshawn.\n- Kenji works for Cedar Retail Group.\n- Fernhill Foods was founded in 1977.\n- Elena works for Cobalt Health.\n- Amara reports to Leila.\n- Tobias reports to Lucia.\n- Elena reports to Tobias.\n- Kenji reports to Aisha.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 2012.\n- Deshawn works for Fernhill Foods.\n- Lucia reports to Felix.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne reports to Anders.\n- Felix works for Cedar Retail Group.\n- Leila works for Vantage Air.\n- Cedar Retail Group was founded in 1977.\n- Cobalt Health is headquartered in Valencia.\n- Lucia works for Vantage Air.\n- Tobias works for Cobalt Health.\n- Sanne works for Fernhill Foods.\n- Amara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Oslo.\n- Hana reports to Sanne.\n- Anders works for Fernhill Foods.\n- Felix reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31350", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31351", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Callum works for Crescent Telecom.\n- Summit Energy was founded in 2008.\n- Cobalt Health is headquartered in Bergen.\n- Crescent Telecom is headquartered in Nagoya.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1998.\n- Crescent Telecom was founded in 1985.\n- Ravi reports to Mara.\n- Wren reports to Ravi.\n- Sofia works for Cobalt Health.\n- Mara reports to Omar.\n- Felix reports to Sofia.\n- Summit Energy is headquartered in Nagoya.\n- Amara reports to Callum.\n- Amara works for Summit Energy.\n- Vantage Air is headquartered in Dunedin.\n- Omar works for Crescent Telecom.\n- Sofia reports to Amara.\n- Callum reports to Wren.\n- Mara works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Cobalt Health was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31353", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31354", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31355", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31356", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31357", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4978: employee Chiara S., hired 16 February 2023, separated 22 August 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-4978 under the controlling rules.", "criteria": {"0": "$11,865", "1": "$42,750", "2": "$9,736", "3": "$9,865"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31358", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31360", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31361", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31362", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31363", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31364", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Ravi.\n- Tobias reports to Deshawn.\n- Deshawn reports to Pablo.\n- Ravi works for Atlas Freight.\n- Mara reports to Tobias.\n- Ravi reports to Hana.\n- Mateo works for Atlas Freight.\n- Cedar Retail Group was founded in 1991.\n- Jonas works for Atlas Freight.\n- Anders works for Lattice Analytics.\n- Callum works for Atlas Freight.\n- Hana reports to Mateo.\n- Mara works for Atlas Freight.\n- Lattice Analytics is headquartered in Leeds.\n- Atlas Freight was founded in 1994.\n- Deshawn works for Cedar Retail Group.\n- Hana works for Atlas Freight.\n- Pinnacle Software is headquartered in Dunedin.\n- Lattice Analytics was founded in 1977.\n- Cedar Retail Group is headquartered in Leeds.\n- Callum reports to Anders.\n- Atlas Freight is headquartered in Porto.\n- Tobias works for Cedar Retail Group.\n- Pablo works for Pinnacle Software.\n- Anders reports to Mara.\n- Pinnacle Software was founded in 1992.\n- Mateo reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31366", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 October 2025): For employees hired on or after 30 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2563: employee Mara S., hired 07 May 2024, separated 22 June 2027 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2563?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31367", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-6 (VERSION 5, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2455: employee Kenji S., hired 22 October 2022, separated 16 April 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-2455 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,875", "2": "$10,833", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2455 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31368", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2332: employee Sofia S., hired 13 October 2020, separated 28 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2332?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31369", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31371", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-7536: employee Amara M., hired 18 March 2023, separated 27 February 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2026-7536 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,500", "2": "$1,688", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-7536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31372", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2732: employee Priya A., hired 19 April 2021, separated 03 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2732?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1985.\n- Deshawn reports to Emeka.\n- Bluepine Aviation was founded in 2009.\n- Ravi reports to Mateo.\n- Tessa reports to Jonas.\n- Lucia reports to Tessa.\n- Northwind Systems is headquartered in Adelaide.\n- Sanne works for Cobalt Health.\n- Jonas reports to Deshawn.\n- Emeka works for Bluepine Aviation.\n- Cobalt Health is headquartered in Halifax.\n- Lucia works for Pinnacle Software.\n- Mateo works for Northwind Systems.\n- Sanne reports to Ravi.\n- Tessa works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Pinnacle Software is headquartered in Leeds.\n- Emeka reports to Sanne.\n- Ravi works for Bluepine Aviation.\n- Northwind Systems was founded in 2009.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31374", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31375", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31376", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31377", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5064: employee Nadia S., hired 22 November 2022, separated 28 December 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5064?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31378", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7834: employee Ravi T., hired 14 May 2023, separated 10 February 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-7834 under the controlling rules.", "criteria": {"0": "$1,817", "1": "$5,192", "2": "$7,192", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31379", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 February 2025): For employees hired on or after 28 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8107: employee Mei M., hired 05 October 2021, separated 19 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8107?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31380", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Priya.\n- Summit Energy is headquartered in Tallinn.\n- Dmitri works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics was founded in 1984.\n- Anders reports to Dmitri.\n- Priya reports to Viktor.\n- Mateo reports to Yuki.\n- Lattice Analytics is headquartered in Cork.\n- Aisha works for Summit Energy.\n- Yuki works for Summit Energy.\n- Viktor works for Helios Logistics.\n- Summit Energy was founded in 1975.\n- Ironwood Manufacturing was founded in 1997.\n- Nadia works for Lattice Analytics.\n- Helios Logistics is headquartered in Cork.\n- Dmitri reports to Mateo.\n- Priya works for Lattice Analytics.\n- Anders works for Helios Logistics.\n- Helios Logistics was founded in 1982.\n- Nadia reports to Anders.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Viktor reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31382", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7517: employee Omar S., hired 12 June 2022, separated 01 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7517?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31383", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8957: employee Priya A., hired 22 August 2022, separated 19 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8957?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8957 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31384", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2982: employee Anders S., hired 28 November 2021, separated 02 August 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-2982?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31385", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 2, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7509: employee Deshawn A., hired 18 February 2021, separated 21 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7509?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7509 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31386", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 August 2023): For employees hired on or after 28 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6571: employee Omar M., hired 29 June 2021, separated 24 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6571?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Tessa reports to Leila.\n- Emeka reports to Omar.\n- Tessa works for Atlas Freight.\n- Leila reports to Ingrid.\n- Sanne works for Atlas Freight.\n- Cobalt Health was founded in 1978.\n- Tobias works for Northwind Systems.\n- Leila works for Cobalt Health.\n- Elena reports to Felix.\n- Northwind Systems is headquartered in Turku.\n- Elena works for Cobalt Health.\n- Omar reports to Elena.\n- Sanne reports to Ravi.\n- Atlas Freight is headquartered in Halifax.\n- Anders reports to Tessa.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi reports to Anders.\n- Vantage Air was founded in 2013.\n- Northwind Systems was founded in 1978.\n- Ingrid reports to Tobias.\n- Anders works for Cobalt Health.\n- Ravi works for Atlas Freight.\n- Hana reports to Sanne.\n- Tobias reports to Emeka.\n- Atlas Freight was founded in 1990.\n- Vantage Air is headquartered in Halifax.\n- Hana works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Felix works for Cobalt Health.\n- Ingrid works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31388", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Atlas Freight was founded in 2003.\n- Ravi reports to Zoya.\n- Bluepine Aviation was founded in 2009.\n- Dmitri works for Meridian Bank.\n- Stefan works for Fernhill Foods.\n- Callum works for Atlas Freight.\n- Anders reports to Amara.\n- Fernhill Foods is headquartered in Ghent.\n- Atlas Freight is headquartered in Leeds.\n- Meridian Bank is headquartered in Porto.\n- Fernhill Foods was founded in 1999.\n- Meridian Bank was founded in 1983.\n- Bluepine Aviation is headquartered in Cork.\n- Anders works for Fernhill Foods.\n- Stefan reports to Ravi.\n- Dmitri reports to Felix.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Dmitri.\n- Ravi works for Fernhill Foods.\n- Amara works for Bluepine Aviation.\n- Callum reports to Stefan.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31390", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31391", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4102: employee Priya R., hired 05 November 2020, separated 11 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4102?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4102 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1992.\n- Elena works for Meridian Bank.\n- Bruno works for Cobalt Health.\n- Sofia reports to Mateo.\n- Aisha works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1984.\n- Dmitri reports to Deshawn.\n- Wren reports to Viktor.\n- Elena reports to Dmitri.\n- Cobalt Health is headquartered in Austin.\n- Sofia works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Beacon Insurance was founded in 2006.\n- Viktor reports to Elena.\n- Viktor works for Meridian Bank.\n- Jonas reports to Sofia.\n- Jonas works for Beacon Insurance.\n- Aisha reports to Jonas.\n- Meridian Bank is headquartered in Bergen.\n- Deshawn works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Porto.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Deshawn reports to Aisha.\n- Mateo reports to Bruno.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31393", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31394", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31395", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Pablo reports to Ingrid.\n- Viktor works for Lattice Analytics.\n- Cedar Retail Group was founded in 1983.\n- Dmitri reports to Emeka.\n- Wren works for Lattice Analytics.\n- Northwind Systems was founded in 1975.\n- Wren reports to Viktor.\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics was founded in 2012.\n- Tobias reports to Wren.\n- Helios Logistics is headquartered in Austin.\n- Cedar Retail Group is headquartered in Halifax.\n- Pablo works for Lattice Analytics.\n- Ingrid reports to Anders.\n- Tobias works for Northwind Systems.\n- Lattice Analytics is headquartered in Oslo.\n- Viktor reports to Pablo.\n- Anders works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Emeka reports to Tobias.\n- Helios Logistics was founded in 1981.\n- Northwind Systems is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31397", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31398", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31399", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 September 2022): For employees hired on or after 20 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7671: employee Lucia S., hired 30 April 2019, separated 05 November 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7671?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7671 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mateo.\n- Elena works for Helios Logistics.\n- Beacon Insurance is headquartered in Nagoya.\n- Aisha works for Bluepine Aviation.\n- Ingrid reports to Elena.\n- Kenji reports to Ingrid.\n- Beacon Insurance was founded in 1979.\n- Bluepine Aviation is headquartered in Brno.\n- Pablo works for Helios Logistics.\n- Mateo reports to Tobias.\n- Mateo works for Northwind Systems.\n- Zoya reports to Pablo.\n- Helios Logistics is headquartered in Ghent.\n- Northwind Systems was founded in 1981.\n- Tobias reports to Aisha.\n- Zoya works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Helios Logistics was founded in 1978.\n- Pablo reports to Callum.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1987.\n- Wren works for Beacon Insurance.\n- Elena reports to Chiara.\n- Mei reports to Zoya.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Kenji works for Beacon Insurance.\n- Wren reports to Mei.\n- Chiara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1982.\n- Callum reports to Amara.\n- Sofia works for Helios Logistics.\n- Yuki works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi works for Helios Logistics.\n- Emeka reports to Wren.\n- Amara works for Vantage Air.\n- Yuki reports to Ravi.\n- Vantage Air was founded in 2007.\n- Vantage Air is headquartered in Tallinn.\n- Helios Logistics is headquartered in Halifax.\n- Amara reports to Yuki.\n- Wren works for Meridian Bank.\n- Emeka works for Vantage Air.\n- Meridian Bank is headquartered in Bergen.\n- Ravi reports to Nadia.\n- Meridian Bank was founded in 1995.\n- Nadia works for Helios Logistics.\n- Nadia reports to Emeka.\n- Callum works for Meridian Bank.\n- Sofia reports to Callum.\n- Cobalt Health was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31402", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Anders works for Meridian Bank.\n- Jonas reports to Tessa.\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Basel.\n- Zoya reports to Wren.\n- Wren works for Meridian Bank.\n- Zoya works for Bluepine Aviation.\n- Nadia reports to Jonas.\n- Meridian Bank is headquartered in Turku.\n- Cobalt Health was founded in 1984.\n- Tobias reports to Anders.\n- Nadia works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 2005.\n- Tessa reports to Zoya.\n- Anders reports to Nadia.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Tobias.\n- Bluepine Aviation was founded in 1991.\n- Jonas works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Malmo.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31404", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31405", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31406", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3304: employee Ravi M., hired 14 December 2022, separated 04 August 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3304?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31407", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5766: employee Leila R., hired 04 January 2023, separated 16 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-5766?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5766 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31408", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-5 (VERSION 7, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5487: employee Tessa K., hired 27 June 2022, separated 08 December 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-5487 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$2,625", "2": "$3,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31409", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2347: employee Deshawn R., hired 22 March 2021, separated 05 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2347?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Pablo.\n- Atlas Freight is headquartered in Bergen.\n- Pablo reports to Mara.\n- Northwind Systems is headquartered in Tallinn.\n- Tobias reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1979.\n- Hana works for Lattice Analytics.\n- Priya reports to Hana.\n- Northwind Systems was founded in 1999.\n- Pablo works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Wren reports to Elena.\n- Mara works for Ironwood Manufacturing.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Stefan works for Ironwood Manufacturing.\n- Wren works for Atlas Freight.\n- Atlas Freight was founded in 2013.\n- Lattice Analytics is headquartered in Bergen.\n- Stefan reports to Tobias.\n- Mara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Callum reports to Omar.\n- Omar works for Pinnacle Software.\n- Atlas Freight is headquartered in Leeds.\n- Chiara works for Pinnacle Software.\n- Jonas works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Tessa works for Ironwood Manufacturing.\n- Viktor reports to Pablo.\n- Ironwood Manufacturing was founded in 1985.\n- Viktor works for Northwind Systems.\n- Jonas reports to Deshawn.\n- Deshawn reports to Callum.\n- Ingrid reports to Viktor.\n- Deshawn works for Atlas Freight.\n- Pablo works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Omar reports to Bruno.\n- Northwind Systems was founded in 1982.\n- Sanne works for Ironwood Manufacturing.\n- Tessa reports to Jonas.\n- Pinnacle Software was founded in 1975.\n- Northwind Systems is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pinnacle Software is headquartered in Leeds.\n- Bruno reports to Aisha.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Tessa.\n- Aisha reports to Ingrid.\n- Chiara reports to Sanne.\n- Atlas Freight was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Yuki.\n- Dmitri reports to Lucia.\n- Felix reports to Kenji.\n- Vantage Air is headquartered in Ghent.\n- Nadia works for Vantage Air.\n- Yuki reports to Nadia.\n- Hana works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Omar reports to Hana.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Hana reports to Zoya.\n- Zoya works for Meridian Bank.\n- Atlas Freight was founded in 2014.\n- Felix works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Cobalt Health is headquartered in Cork.\n- Vantage Air was founded in 1993.\n- Stefan works for Vantage Air.\n- Meridian Bank is headquartered in Bergen.\n- Zoya reports to Felix.\n- Kenji reports to Dmitri.\n- Cobalt Health was founded in 1977.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Lucia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Bergen", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Mara works for Pinnacle Software.\n- Summit Energy was founded in 1995.\n- Dmitri reports to Tobias.\n- Hana reports to Dmitri.\n- Jonas works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tampere.\n- Tobias works for Pinnacle Software.\n- Lucia reports to Hana.\n- Hana works for Pinnacle Software.\n- Mei reports to Mara.\n- Bluepine Aviation is headquartered in Porto.\n- Tobias reports to Sanne.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Sanne reports to Jonas.\n- Pinnacle Software was founded in 1999.\n- Lucia works for Bluepine Aviation.\n- Summit Energy is headquartered in Adelaide.\n- Atlas Freight was founded in 2014.\n- Mara reports to Lucia.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1992.\n- Wren works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Amara reports to Tobias.\n- Zoya reports to Jonas.\n- Dmitri works for Summit Energy.\n- Ravi works for Vantage Air.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Summit Energy is headquartered in Cork.\n- Meridian Bank was founded in 2003.\n- Hana reports to Zoya.\n- Zoya works for Vantage Air.\n- Omar reports to Wren.\n- Vantage Air is headquartered in Cork.\n- Viktor reports to Hana.\n- Tobias works for Cedar Retail Group.\n- Wren reports to Viktor.\n- Viktor works for Meridian Bank.\n- Dmitri reports to Omar.\n- Amara works for Summit Energy.\n- Cedar Retail Group is headquartered in Basel.\n- Hana works for Vantage Air.\n- Ravi reports to Amara.\n- Jonas reports to Ravi.\n- Jonas works for Summit Energy.\n- Vantage Air was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31415", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1977.\n- Omar reports to Kenji.\n- Kenji reports to Yuki.\n- Beacon Insurance is headquartered in Adelaide.\n- Emeka reports to Tobias.\n- Helios Logistics is headquartered in Porto.\n- Vantage Air is headquartered in Porto.\n- Atlas Freight is headquartered in Porto.\n- Ingrid reports to Omar.\n- Tobias reports to Bruno.\n- Bruno reports to Priya.\n- Emeka works for Helios Logistics.\n- Ingrid works for Vantage Air.\n- Tobias works for Beacon Insurance.\n- Yuki reports to Emeka.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Helios Logistics was founded in 1983.\n- Bruno works for Vantage Air.\n- Omar works for Helios Logistics.\n- Atlas Freight was founded in 1985.\n- Priya works for Atlas Freight.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31417", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31418", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 4, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5965: employee Kenji A., hired 10 November 2022, separated 13 October 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2025-5965 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$3,375", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31419", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2505: employee Tobias A., hired 08 October 2023, separated 21 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2505?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31420", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31421", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31422", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31423", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Chiara.\n- Ingrid reports to Mateo.\n- Bluepine Aviation is headquartered in Halifax.\n- Hana reports to Ravi.\n- Ingrid works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Anders works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Elena works for Bluepine Aviation.\n- Pablo reports to Ingrid.\n- Beacon Insurance is headquartered in Adelaide.\n- Mateo reports to Anders.\n- Lucia works for Summit Energy.\n- Pinnacle Software is headquartered in Bergen.\n- Anders reports to Stefan.\n- Chiara works for Beacon Insurance.\n- Lucia reports to Felix.\n- Bluepine Aviation was founded in 1988.\n- Ravi works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Beacon Insurance was founded in 1981.\n- Elena reports to Dmitri.\n- Felix reports to Hana.\n- Dmitri works for Bluepine Aviation.\n- Chiara reports to Pablo.\n- Stefan reports to Lucia.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Summit Energy is headquartered in Cork.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31425", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Callum.\n- Callum reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1986.\n- Yuki reports to Leila.\n- Yuki works for Cedar Retail Group.\n- Bruno works for Bluepine Aviation.\n- Elena reports to Chiara.\n- Ironwood Manufacturing was founded in 1984.\n- Bluepine Aviation was founded in 1983.\n- Leila reports to Sanne.\n- Sofia works for Ironwood Manufacturing.\n- Hana reports to Bruno.\n- Helios Logistics is headquartered in Basel.\n- Leila works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1989.\n- Bluepine Aviation is headquartered in Valencia.\n- Mei works for Cedar Retail Group.\n- Callum works for Ironwood Manufacturing.\n- Sanne works for Helios Logistics.\n- Cedar Retail Group is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Chiara reports to Mei.\n- Mei reports to Yuki.\n- Sanne reports to Sofia.\n- Chiara works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Valencia", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31426", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6756: employee Callum T., hired 11 October 2021, separated 25 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6756?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31427", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 38453, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2008.\n- Vantage Air was founded in 2004.\n- Stefan reports to Nadia.\n- Viktor works for Crescent Telecom.\n- Jonas reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Priya reports to Kenji.\n- Lucia reports to Mara.\n- Cedar Retail Group was founded in 1983.\n- Cedar Retail Group is headquartered in Oslo.\n- Beacon Insurance is headquartered in Tallinn.\n- Stefan works for Beacon Insurance.\n- Mei reports to Priya.\n- Mara works for Cedar Retail Group.\n- Viktor reports to Stefan.\n- Sofia reports to Mei.\n- Beacon Insurance was founded in 2002.\n- Kenji works for Cedar Retail Group.\n- Sofia works for Vantage Air.\n- Crescent Telecom is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.\n- Kenji reports to Jonas.\n- Nadia reports to Sofia.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31429", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31430", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-5 (VERSION 2, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 March 2023): For employees hired on or after 24 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9703: employee Omar M., hired 29 December 2020, separated 24 September 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-9703?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Lucia reports to Elena.\n- Priya works for Atlas Freight.\n- Mateo works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Elena reports to Mei.\n- Hana reports to Viktor.\n- Bruno works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Aisha works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Mateo reports to Stefan.\n- Aisha reports to Lucia.\n- Mei reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor works for Lattice Analytics.\n- Tobias reports to Mateo.\n- Emeka reports to Bruno.\n- Atlas Freight was founded in 2009.\n- Emeka works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1994.\n- Atlas Freight is headquartered in Oslo.\n- Stefan works for Beacon Insurance.\n- Lattice Analytics is headquartered in Cork.\n- Bruno reports to Hana.\n- Tobias works for Beacon Insurance.\n- Stefan reports to Emeka.\n- Viktor reports to Aisha.\n- Beacon Insurance was founded in 2012.\n- Lattice Analytics was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2010", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Beacon Insurance was founded in 1994.\n- Callum reports to Yuki.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Mateo reports to Bruno.\n- Priya works for Vantage Air.\n- Mei reports to Priya.\n- Bruno works for Atlas Freight.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2000.\n- Atlas Freight is headquartered in Cork.\n- Yuki reports to Mei.\n- Atlas Freight was founded in 2011.\n- Mei works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Wren reports to Deshawn.\n- Deshawn reports to Callum.\n- Vantage Air was founded in 1980.\n- Beacon Insurance is headquartered in Turku.\n- Bruno reports to Wren.\n- Yuki works for Atlas Freight.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31433", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9106: employee Pablo M., hired 08 August 2023, separated 18 March 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-9106 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,400", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31434", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 March 2023): For employees hired on or after 25 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9260: employee Leila B., hired 06 October 2019, separated 10 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9260?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31435", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31436", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-7 (VERSION 3, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4857: employee Chiara M., hired 15 November 2021, separated 06 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4857?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31437", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31438", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31439", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Ingrid.\n- Priya works for Beacon Insurance.\n- Priya reports to Zoya.\n- Amara reports to Priya.\n- Stefan works for Cobalt Health.\n- Ingrid reports to Felix.\n- Crescent Telecom was founded in 2001.\n- Beacon Insurance was founded in 2015.\n- Zoya reports to Sanne.\n- Beacon Insurance is headquartered in Leeds.\n- Mei works for Beacon Insurance.\n- Bruno reports to Mei.\n- Sanne works for Cobalt Health.\n- Ingrid works for Crescent Telecom.\n- Emeka works for Cobalt Health.\n- Felix reports to Amara.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bruno works for Beacon Insurance.\n- Crescent Telecom is headquartered in Brno.\n- Zoya works for Cobalt Health.\n- Amara works for Beacon Insurance.\n- Sanne reports to Anders.\n- Felix works for Crescent Telecom.\n- Cobalt Health was founded in 1975.\n- Stefan reports to Dmitri.\n- Anders reports to Stefan.\n- Anders works for Ironwood Manufacturing.\n- Mei reports to Emeka.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1985.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31441", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31442", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3312: employee Dmitri S., hired 18 March 2023, separated 01 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3312?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31443", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31444", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31445", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31446", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8994: employee Wren T., hired 26 November 2020, separated 17 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8994?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1999.\n- Zoya works for Meridian Bank.\n- Yuki reports to Zoya.\n- Lucia reports to Chiara.\n- Meridian Bank was founded in 2008.\n- Chiara works for Atlas Freight.\n- Yuki works for Meridian Bank.\n- Chiara reports to Amara.\n- Lucia works for Meridian Bank.\n- Atlas Freight is headquartered in Turku.\n- Mara reports to Felix.\n- Felix works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Mara works for Atlas Freight.\n- Mateo reports to Yuki.\n- Atlas Freight was founded in 1982.\n- Amara reports to Mara.\n- Cedar Retail Group is headquartered in Lyon.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Felix reports to Mateo.\n- Cedar Retail Group was founded in 2004.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Jonas reports to Mara.\n- Atlas Freight is headquartered in Halifax.\n- Atlas Freight was founded in 1976.\n- Helios Logistics is headquartered in Dunedin.\n- Jonas works for Atlas Freight.\n- Mara reports to Hana.\n- Cobalt Health was founded in 1979.\n- Beacon Insurance was founded in 1977.\n- Anders reports to Emeka.\n- Emeka works for Helios Logistics.\n- Helios Logistics was founded in 1990.\n- Wren works for Helios Logistics.\n- Beacon Insurance is headquartered in Halifax.\n- Anders works for Beacon Insurance.\n- Viktor reports to Anders.\n- Viktor works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Hana reports to Viktor.\n- Kenji works for Atlas Freight.\n- Wren reports to Jonas.\n- Emeka reports to Kenji.\n- Mara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31449", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31450", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Cobalt Health was founded in 2003.\n- Ironwood Manufacturing was founded in 1988.\n- Ironwood Manufacturing is headquartered in Porto.\n- Dmitri reports to Mateo.\n- Cobalt Health is headquartered in Porto.\n- Stefan reports to Tobias.\n- Zoya reports to Jonas.\n- Dmitri works for Fernhill Foods.\n- Crescent Telecom is headquartered in Tampere.\n- Jonas works for Cobalt Health.\n- Tobias works for Ironwood Manufacturing.\n- Deshawn works for Crescent Telecom.\n- Stefan works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Porto.\n- Zoya works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Jonas reports to Dmitri.\n- Deshawn reports to Ingrid.\n- Tobias reports to Nadia.\n- Fernhill Foods was founded in 1993.\n- Ingrid works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Crescent Telecom was founded in 1992.\n- Mateo reports to Deshawn.\n- Nadia works for Ironwood Manufacturing.\n- Anders reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1995", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1980.\n- Yuki works for Atlas Freight.\n- Pinnacle Software is headquartered in Oslo.\n- Atlas Freight is headquartered in Adelaide.\n- Mateo works for Pinnacle Software.\n- Chiara reports to Ravi.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas reports to Yuki.\n- Jonas works for Crescent Telecom.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum reports to Kenji.\n- Ravi reports to Aisha.\n- Callum works for Atlas Freight.\n- Pinnacle Software was founded in 2014.\n- Kenji works for Pinnacle Software.\n- Aisha reports to Mateo.\n- Mateo reports to Jonas.\n- Fernhill Foods was founded in 1991.\n- Chiara works for Fernhill Foods.\n- Ravi works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Kenji reports to Chiara.\n- Crescent Telecom was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1980", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Yuki reports to Priya.\n- Jonas reports to Callum.\n- Hana works for Helios Logistics.\n- Ingrid works for Summit Energy.\n- Priya works for Cedar Retail Group.\n- Summit Energy was founded in 1976.\n- Hana reports to Mei.\n- Cobalt Health was founded in 2010.\n- Helios Logistics was founded in 1984.\n- Kenji reports to Ingrid.\n- Jonas works for Cedar Retail Group.\n- Helios Logistics is headquartered in Ghent.\n- Yuki works for Summit Energy.\n- Mei works for Cobalt Health.\n- Mateo reports to Tessa.\n- Callum reports to Mateo.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cobalt Health is headquartered in Ghent.\n- Kenji works for Cedar Retail Group.\n- Tessa works for Cobalt Health.\n- Ingrid reports to Yuki.\n- Summit Energy is headquartered in Adelaide.\n- Mei reports to Kenji.\n- Mateo works for Summit Energy.\n- Tessa reports to Hana.\n- Cedar Retail Group was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Kenji.\n- Kenji reports to Ingrid.\n- Pinnacle Software is headquartered in Valencia.\n- Elena works for Pinnacle Software.\n- Cedar Retail Group was founded in 1978.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1982.\n- Pablo reports to Mei.\n- Omar reports to Lucia.\n- Crescent Telecom is headquartered in Lyon.\n- Mei works for Pinnacle Software.\n- Ingrid works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Pinnacle Software was founded in 1975.\n- Vantage Air was founded in 2003.\n- Lucia works for Crescent Telecom.\n- Ingrid reports to Elena.\n- Mei reports to Omar.\n- Sofia reports to Pablo.\n- Omar works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31455", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4937: employee Elena S., hired 15 February 2022, separated 19 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-4937 under the controlling rules.", "criteria": {"0": "$58,000", "1": "$13,385", "2": "$13,885", "3": "$13,269"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31456", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31457", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31458", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks for account balance", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31459", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Deshawn works for Vantage Air.\n- Mara works for Vantage Air.\n- Anders works for Summit Energy.\n- Chiara works for Vantage Air.\n- Sofia reports to Ravi.\n- Vantage Air was founded in 1995.\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Yuki.\n- Kenji works for Ironwood Manufacturing.\n- Ravi works for Summit Energy.\n- Kenji reports to Anders.\n- Deshawn reports to Jonas.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Chiara reports to Sofia.\n- Yuki works for Cedar Retail Group.\n- Summit Energy was founded in 1995.\n- Vantage Air is headquartered in Dunedin.\n- Jonas reports to Pablo.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders reports to Chiara.\n- Yuki reports to Mara.\n- Ravi reports to Deshawn.\n- Cedar Retail Group was founded in 2008.\n- Ironwood Manufacturing was founded in 1998.\n- Summit Energy is headquartered in Dunedin.\n- Pablo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Vantage Air", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31461", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31462", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31463", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5121: employee Wren K., hired 30 June 2022, separated 24 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5121?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31464", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2006.\n- Bluepine Aviation is headquartered in Brno.\n- Vantage Air is headquartered in Valencia.\n- Leila reports to Deshawn.\n- Beacon Insurance is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Cork.\n- Chiara works for Ironwood Manufacturing.\n- Amara reports to Lucia.\n- Amara works for Bluepine Aviation.\n- Deshawn reports to Zoya.\n- Ironwood Manufacturing was founded in 1977.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 1984.\n- Hana works for Ironwood Manufacturing.\n- Aisha works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Nadia reports to Hana.\n- Nadia works for Beacon Insurance.\n- Mateo reports to Nadia.\n- Chiara reports to Amara.\n- Leila works for Bluepine Aviation.\n- Aisha reports to Leila.\n- Lucia reports to Mateo.\n- Zoya reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Vantage Air was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31466", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31467", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 July 2025): For employees hired on or after 23 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4058: employee Pablo S., hired 17 May 2025, separated 23 September 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4058?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31468", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 91052\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Hana.\n- Pinnacle Software is headquartered in Austin.\n- Amara works for Crescent Telecom.\n- Viktor reports to Lucia.\n- Hana reports to Priya.\n- Priya reports to Viktor.\n- Dmitri works for Pinnacle Software.\n- Aisha works for Vantage Air.\n- Emeka works for Vantage Air.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Beacon Insurance is headquartered in Austin.\n- Viktor works for Pinnacle Software.\n- Bruno reports to Amara.\n- Lucia reports to Jonas.\n- Vantage Air was founded in 1986.\n- Beacon Insurance was founded in 2010.\n- Amara reports to Dmitri.\n- Emeka reports to Aisha.\n- Crescent Telecom is headquartered in Oslo.\n- Crescent Telecom was founded in 2005.\n- Priya works for Vantage Air.\n- Jonas works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Dmitri reports to Emeka.\n- Pinnacle Software was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31470", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31471", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31472", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Ironwood Manufacturing.\n- Wren works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1998.\n- Aisha works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Zoya reports to Sanne.\n- Northwind Systems was founded in 1990.\n- Atlas Freight is headquartered in Bergen.\n- Felix reports to Ravi.\n- Ravi reports to Mateo.\n- Sanne reports to Ingrid.\n- Lucia works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha reports to Felix.\n- Ravi works for Northwind Systems.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mateo works for Northwind Systems.\n- Bluepine Aviation was founded in 1988.\n- Northwind Systems is headquartered in Oslo.\n- Elena reports to Zoya.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ingrid reports to Wren.\n- Felix works for Northwind Systems.\n- Mateo reports to Elena.\n- Lucia reports to Aisha.\n- Atlas Freight was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tallinn.\n- Omar reports to Yuki.\n- Leila works for Fernhill Foods.\n- Atlas Freight was founded in 1979.\n- Priya works for Atlas Freight.\n- Meridian Bank is headquartered in Valencia.\n- Anders reports to Emeka.\n- Cedar Retail Group was founded in 1978.\n- Elena reports to Sofia.\n- Fernhill Foods was founded in 1991.\n- Leila reports to Tessa.\n- Meridian Bank was founded in 1988.\n- Yuki works for Fernhill Foods.\n- Tessa works for Cedar Retail Group.\n- Emeka works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Amara reports to Omar.\n- Fernhill Foods is headquartered in Basel.\n- Tessa reports to Anders.\n- Emeka reports to Priya.\n- Atlas Freight is headquartered in Valencia.\n- Sofia reports to Leila.\n- Sofia works for Atlas Freight.\n- Amara works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Priya reports to Amara.\n- Omar works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31475", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4809: employee Emeka M., hired 29 March 2023, separated 13 April 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4809?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Leeds.\n- Pablo reports to Callum.\n- Pablo works for Cedar Retail Group.\n- Dmitri reports to Yuki.\n- Summit Energy is headquartered in Oslo.\n- Anders works for Crescent Telecom.\n- Callum works for Northwind Systems.\n- Jonas reports to Hana.\n- Northwind Systems is headquartered in Leeds.\n- Jonas works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Hana reports to Pablo.\n- Callum reports to Ingrid.\n- Ingrid reports to Sofia.\n- Mara reports to Dmitri.\n- Hana works for Summit Energy.\n- Northwind Systems was founded in 2012.\n- Dmitri works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Crescent Telecom was founded in 1984.\n- Summit Energy was founded in 2014.\n- Anders reports to Mara.\n- Crescent Telecom is headquartered in Oslo.\n- Mara works for Crescent Telecom.\n- Sofia reports to Anders.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31477", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Report Fraud — reports fraudulent activity", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31478", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3573: employee Elena B., hired 08 October 2019, separated 10 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3573?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31479", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 14546 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31480", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2651: employee Pablo B., hired 09 February 2024, separated 31 July 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2651?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Tobias.\n- Summit Energy was founded in 2015.\n- Elena works for Meridian Bank.\n- Atlas Freight is headquartered in Tampere.\n- Zoya reports to Chiara.\n- Meridian Bank was founded in 1992.\n- Chiara works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 1997.\n- Mara works for Pinnacle Software.\n- Meridian Bank is headquartered in Basel.\n- Ingrid reports to Mara.\n- Deshawn works for Summit Energy.\n- Zoya works for Meridian Bank.\n- Tobias reports to Zoya.\n- Chiara reports to Nadia.\n- Pinnacle Software is headquartered in Turku.\n- Anders reports to Elena.\n- Dmitri works for Atlas Freight.\n- Anders works for Pinnacle Software.\n- Callum reports to Deshawn.\n- Pinnacle Software was founded in 2015.\n- Amara reports to Callum.\n- Summit Energy is headquartered in Basel.\n- Tobias works for Meridian Bank.\n- Dmitri reports to Amara.\n- Mara reports to Anders.\n- Nadia works for Meridian Bank.\n- Ingrid works for Summit Energy.\n- Callum works for Atlas Freight.\n- Elena reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tampere", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31482", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1975.\n- Nadia works for Pinnacle Software.\n- Helios Logistics is headquartered in Ghent.\n- Pinnacle Software is headquartered in Ghent.\n- Anders reports to Nadia.\n- Mateo works for Northwind Systems.\n- Helios Logistics was founded in 2007.\n- Nadia reports to Mateo.\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn reports to Amara.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila reports to Anders.\n- Anders works for Pinnacle Software.\n- Deshawn works for Northwind Systems.\n- Pinnacle Software was founded in 1978.\n- Ironwood Manufacturing was founded in 1977.\n- Mateo reports to Dmitri.\n- Amara reports to Mara.\n- Mara works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Amara works for Northwind Systems.\n- Mara reports to Leila.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Summit Energy is headquartered in Austin.\n- Nadia works for Atlas Freight.\n- Helios Logistics is headquartered in Valencia.\n- Mateo works for Summit Energy.\n- Lucia works for Helios Logistics.\n- Mateo reports to Nadia.\n- Jonas reports to Mateo.\n- Summit Energy was founded in 2013.\n- Priya works for Summit Energy.\n- Nadia reports to Priya.\n- Amara works for Summit Energy.\n- Atlas Freight was founded in 1992.\n- Pablo reports to Jonas.\n- Mei reports to Amara.\n- Mei works for Helios Logistics.\n- Atlas Freight is headquartered in Valencia.\n- Helios Logistics was founded in 2001.\n- Jonas works for Vantage Air.\n- Lucia reports to Mei.\n- Amara reports to Pablo.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Brno.\n- Tobias reports to Ravi.\n- Ravi reports to Tessa.\n- Tessa reports to Emeka.\n- Crescent Telecom was founded in 1999.\n- Callum reports to Kenji.\n- Northwind Systems is headquartered in Brno.\n- Northwind Systems was founded in 1975.\n- Cedar Retail Group is headquartered in Leeds.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Lucia.\n- Dmitri works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Brno.\n- Callum works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Kenji reports to Wren.\n- Dmitri reports to Bruno.\n- Kenji works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1994.\n- Bruno works for Northwind Systems.\n- Bruno reports to Callum.\n- Emeka works for Crescent Telecom.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Emeka reports to Dmitri.\n- Tessa works for Crescent Telecom.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31486", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31487", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31488", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31489", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9508: employee Tessa S., hired 28 September 2021, separated 07 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2026-9508 under the controlling rules.", "criteria": {"0": "$10,500", "1": "$47,667", "2": "$10,938", "3": "$11,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1988.\n- Kenji reports to Mara.\n- Cobalt Health is headquartered in Austin.\n- Sofia reports to Hana.\n- Atlas Freight is headquartered in Tampere.\n- Hana works for Cobalt Health.\n- Bluepine Aviation is headquartered in Austin.\n- Anders reports to Sofia.\n- Tessa works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Mara works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Zoya reports to Wren.\n- Sofia works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1989.\n- Mara reports to Zoya.\n- Atlas Freight was founded in 1992.\n- Ironwood Manufacturing is headquartered in Austin.\n- Wren works for Ironwood Manufacturing.\n- Tessa reports to Anders.\n- Cobalt Health was founded in 2005.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Viktor.\n- Chiara works for Cobalt Health.\n- Viktor reports to Stefan.\n- Mateo works for Ironwood Manufacturing.\n- Bruno reports to Anders.\n- Lattice Analytics is headquartered in Adelaide.\n- Stefan reports to Chiara.\n- Viktor works for Ironwood Manufacturing.\n- Yuki works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Cobalt Health was founded in 2001.\n- Yuki reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mateo reports to Yuki.\n- Cobalt Health is headquartered in Adelaide.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Bruno.\n- Vantage Air was founded in 1985.\n- Vantage Air is headquartered in Malmo.\n- Bruno works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Lattice Analytics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Oslo.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software was founded in 1984.\n- Stefan works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Pinnacle Software is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2004.\n- Callum works for Pinnacle Software.\n- Priya works for Bluepine Aviation.\n- Ingrid reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Nadia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Oslo.\n- Tessa reports to Priya.\n- Cobalt Health was founded in 2006.\n- Aisha reports to Tessa.\n- Cobalt Health is headquartered in Adelaide.\n- Chiara reports to Deshawn.\n- Priya reports to Chiara.\n- Zoya reports to Stefan.\n- Aisha works for Bluepine Aviation.\n- Callum reports to Nadia.\n- Stefan reports to Callum.\n- Meridian Bank was founded in 1980.\n- Nadia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2001", "2": "2006", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31493", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31494", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 69250, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Summit Energy is headquartered in Dunedin.\n- Anders reports to Nadia.\n- Priya reports to Kenji.\n- Fernhill Foods was founded in 1997.\n- Kenji works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Mei.\n- Omar reports to Anders.\n- Pinnacle Software was founded in 2003.\n- Crescent Telecom was founded in 2013.\n- Priya works for Fernhill Foods.\n- Mei works for Pinnacle Software.\n- Kenji reports to Omar.\n- Mei reports to Sanne.\n- Pinnacle Software is headquartered in Adelaide.\n- Anders works for Summit Energy.\n- Chiara works for Fernhill Foods.\n- Omar works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Bergen.\n- Chiara reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Fernhill Foods was founded in 1986.\n- Crescent Telecom is headquartered in Tampere.\n- Northwind Systems is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya reports to Omar.\n- Fernhill Foods is headquartered in Halifax.\n- Crescent Telecom was founded in 2001.\n- Lucia works for Fernhill Foods.\n- Tessa works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1975.\n- Kenji works for Crescent Telecom.\n- Ingrid works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Dmitri.\n- Omar reports to Lucia.\n- Northwind Systems was founded in 1993.\n- Tessa reports to Ingrid.\n- Dmitri reports to Zoya.\n- Dmitri works for Northwind Systems.\n- Kenji reports to Nadia.\n- Ingrid reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2001.\n- Atlas Freight is headquartered in Malmo.\n- Beacon Insurance is headquartered in Brno.\n- Emeka works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Priya works for Beacon Insurance.\n- Dmitri works for Vantage Air.\n- Omar reports to Mateo.\n- Beacon Insurance was founded in 1977.\n- Jonas reports to Emeka.\n- Priya reports to Dmitri.\n- Yuki works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Mara reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Jonas.\n- Tobias reports to Ravi.\n- Atlas Freight was founded in 2005.\n- Vantage Air was founded in 1985.\n- Elena reports to Yuki.\n- Mateo works for Atlas Freight.\n- Mara works for Fernhill Foods.\n- Jonas works for Beacon Insurance.\n- Omar works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Yuki reports to Omar.\n- Mateo reports to Tobias.\n- Vantage Air is headquartered in Lyon.\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31498", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Felix reports to Mateo.\n- Bluepine Aviation is headquartered in Bergen.\n- Aisha reports to Tobias.\n- Viktor reports to Anders.\n- Northwind Systems is headquartered in Oslo.\n- Hana works for Lattice Analytics.\n- Ravi reports to Hana.\n- Tobias reports to Felix.\n- Northwind Systems was founded in 1977.\n- Lattice Analytics was founded in 2013.\n- Viktor works for Northwind Systems.\n- Aisha works for Bluepine Aviation.\n- Omar works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Lucia reports to Aisha.\n- Tobias works for Northwind Systems.\n- Bluepine Aviation was founded in 2004.\n- Anders reports to Ravi.\n- Felix works for Northwind Systems.\n- Atlas Freight was founded in 1987.\n- Lattice Analytics is headquartered in Oslo.\n- Mateo reports to Omar.\n- Mateo works for Atlas Freight.\n- Lucia works for Northwind Systems.\n- Atlas Freight is headquartered in Bergen.\n- Omar reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31500", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31501", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31502", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 15 December 2024): For employees hired on or after 15 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-4291: employee Sofia T., hired 29 September 2022, separated 06 May 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-4291?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-4291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31503", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Leila.\n- Sofia works for Northwind Systems.\n- Fernhill Foods is headquartered in Brno.\n- Atlas Freight was founded in 2013.\n- Leila works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Ingrid works for Northwind Systems.\n- Mara reports to Tessa.\n- Northwind Systems was founded in 2014.\n- Bruno reports to Hana.\n- Fernhill Foods was founded in 1986.\n- Mara works for Fernhill Foods.\n- Sofia reports to Aisha.\n- Dmitri reports to Stefan.\n- Ingrid reports to Mara.\n- Stefan works for Fernhill Foods.\n- Leila reports to Ingrid.\n- Bruno works for Fernhill Foods.\n- Aisha works for Atlas Freight.\n- Stefan reports to Sofia.\n- Tessa works for Atlas Freight.\n- Northwind Systems is headquartered in Halifax.\n- Tessa reports to Bruno.\n- Pinnacle Software was founded in 1989.\n- Atlas Freight is headquartered in Ghent.\n- Pinnacle Software is headquartered in Ghent.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31505", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 37944 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31506", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Mei works for Fernhill Foods.\n- Chiara reports to Tobias.\n- Vantage Air is headquartered in Brno.\n- Chiara works for Fernhill Foods.\n- Wren works for Vantage Air.\n- Bruno reports to Callum.\n- Callum works for Vantage Air.\n- Mei reports to Priya.\n- Ravi works for Crescent Telecom.\n- Callum reports to Yuki.\n- Bruno works for Cedar Retail Group.\n- Tessa works for Crescent Telecom.\n- Ingrid reports to Mei.\n- Ravi reports to Tessa.\n- Crescent Telecom is headquartered in Adelaide.\n- Dmitri reports to Chiara.\n- Cedar Retail Group was founded in 2001.\n- Ingrid works for Fernhill Foods.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Adelaide.\n- Crescent Telecom was founded in 2008.\n- Tobias reports to Ingrid.\n- Vantage Air was founded in 1993.\n- Tobias works for Crescent Telecom.\n- Fernhill Foods was founded in 1993.\n- Priya reports to Ravi.\n- Tessa reports to Bruno.\n- Priya works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31508", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Nadia works for Pinnacle Software.\n- Sanne works for Lattice Analytics.\n- Stefan reports to Sanne.\n- Mateo works for Lattice Analytics.\n- Summit Energy was founded in 2006.\n- Mateo reports to Bruno.\n- Stefan works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Dmitri works for Beacon Insurance.\n- Summit Energy is headquartered in Tampere.\n- Lattice Analytics was founded in 2014.\n- Beacon Insurance is headquartered in Cork.\n- Beacon Insurance was founded in 1976.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics is headquartered in Adelaide.\n- Callum works for Lattice Analytics.\n- Callum reports to Dmitri.\n- Mara reports to Wren.\n- Bruno reports to Nadia.\n- Nadia reports to Callum.\n- Wren reports to Mateo.\n- Dmitri reports to Stefan.\n- Pinnacle Software was founded in 2011.\n- Wren works for Beacon Insurance.\n- Elena reports to Mara.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Mei reports to Sanne.\n- Lattice Analytics was founded in 1993.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Leeds.\n- Zoya works for Vantage Air.\n- Jonas works for Vantage Air.\n- Nadia reports to Kenji.\n- Yuki works for Vantage Air.\n- Kenji reports to Yuki.\n- Priya reports to Mei.\n- Stefan reports to Callum.\n- Leila reports to Priya.\n- Mei works for Beacon Insurance.\n- Stefan works for Lattice Analytics.\n- Sanne reports to Jonas.\n- Vantage Air is headquartered in Leeds.\n- Zoya reports to Stefan.\n- Vantage Air was founded in 2004.\n- Beacon Insurance is headquartered in Basel.\n- Lattice Analytics is headquartered in Leeds.\n- Kenji works for Beacon Insurance.\n- Tobias reports to Nadia.\n- Callum reports to Tobias.\n- Yuki reports to Leila.\n- Nadia works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Leila works for Beacon Insurance.\n- Tobias works for Cobalt Health.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31510", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31511", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6627: employee Lucia K., hired 14 August 2020, separated 17 November 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6627?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31512", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Pablo.\n- Summit Energy is headquartered in Malmo.\n- Pablo reports to Wren.\n- Pablo works for Crescent Telecom.\n- Bluepine Aviation was founded in 1999.\n- Ravi works for Pinnacle Software.\n- Jonas works for Summit Energy.\n- Pinnacle Software is headquartered in Malmo.\n- Crescent Telecom was founded in 2013.\n- Crescent Telecom is headquartered in Porto.\n- Bruno works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Summit Energy was founded in 1995.\n- Bluepine Aviation is headquartered in Porto.\n- Tobias reports to Sanne.\n- Sanne reports to Jonas.\n- Mateo reports to Tobias.\n- Pinnacle Software was founded in 2006.\n- Wren works for Bluepine Aviation.\n- Nadia works for Summit Energy.\n- Bruno reports to Ravi.\n- Sanne works for Pinnacle Software.\n- Wren reports to Nadia.\n- Nadia reports to Priya.\n- Priya works for Bluepine Aviation.\n- Tobias works for Pinnacle Software.\n- Priya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31513", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "control_lights", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31514", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8818: employee Ravi A., hired 07 October 2020, separated 21 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8818?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31515", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8825: employee Priya B., hired 18 July 2021, separated 15 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8825?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8825 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31516", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31517", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31518", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "control_lights", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Lattice Analytics was founded in 2011.\n- Meridian Bank was founded in 1992.\n- Ironwood Manufacturing was founded in 1979.\n- Zoya works for Meridian Bank.\n- Sofia works for Ironwood Manufacturing.\n- Emeka works for Fernhill Foods.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Fernhill Foods.\n- Sofia reports to Callum.\n- Emeka reports to Priya.\n- Lucia works for Meridian Bank.\n- Fernhill Foods was founded in 2013.\n- Lattice Analytics is headquartered in Valencia.\n- Lucia reports to Zoya.\n- Fernhill Foods is headquartered in Ghent.\n- Priya works for Fernhill Foods.\n- Meridian Bank is headquartered in Valencia.\n- Callum reports to Omar.\n- Leila reports to Lucia.\n- Zoya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31520", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2283: employee Emeka K., hired 06 September 2022, separated 02 August 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-2283 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$3,800", "2": "$8,000", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31521", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Mara works for Fernhill Foods.\n- Omar reports to Sofia.\n- Callum works for Bluepine Aviation.\n- Cobalt Health was founded in 1998.\n- Fernhill Foods was founded in 1999.\n- Pablo reports to Mara.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia reports to Wren.\n- Jonas reports to Kenji.\n- Viktor reports to Stefan.\n- Callum reports to Omar.\n- Stefan works for Atlas Freight.\n- Pablo works for Fernhill Foods.\n- Wren works for Cobalt Health.\n- Atlas Freight was founded in 1994.\n- Bluepine Aviation was founded in 2015.\n- Jonas works for Bluepine Aviation.\n- Anders works for Fernhill Foods.\n- Wren reports to Viktor.\n- Fernhill Foods is headquartered in Lyon.\n- Viktor works for Bluepine Aviation.\n- Zoya reports to Callum.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji reports to Zoya.\n- Mara reports to Jonas.\n- Anders reports to Pablo.\n- Kenji works for Cobalt Health.\n- Zoya works for Fernhill Foods.\n- Cobalt Health is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31523", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7505: employee Tessa A., hired 19 October 2022, separated 18 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7505?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31524", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Jonas.\n- Zoya works for Crescent Telecom.\n- Aisha reports to Ingrid.\n- Crescent Telecom is headquartered in Halifax.\n- Fernhill Foods was founded in 1976.\n- Leila works for Lattice Analytics.\n- Jonas reports to Callum.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 1980.\n- Omar works for Lattice Analytics.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Lucia.\n- Lucia works for Crescent Telecom.\n- Aisha works for Fernhill Foods.\n- Ravi reports to Omar.\n- Lucia reports to Zoya.\n- Mateo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Bruno works for Fernhill Foods.\n- Mateo reports to Leila.\n- Callum reports to Mateo.\n- Lattice Analytics was founded in 1996.\n- Callum works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Crescent Telecom was founded in 1983.\n- Ravi works for Pinnacle Software.\n- Zoya reports to Ravi.\n- Sofia works for Crescent Telecom.\n- Omar reports to Bruno.\n- Bruno reports to Sofia.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31526", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Beacon Insurance was founded in 1981.\n- Aisha works for Ironwood Manufacturing.\n- Yuki works for Lattice Analytics.\n- Vantage Air is headquartered in Bergen.\n- Hana reports to Mateo.\n- Callum works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1987.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mateo reports to Yuki.\n- Vantage Air was founded in 1993.\n- Jonas works for Vantage Air.\n- Lattice Analytics was founded in 2004.\n- Yuki reports to Bruno.\n- Sanne works for Lattice Analytics.\n- Callum reports to Sanne.\n- Hana works for Beacon Insurance.\n- Bruno works for Ironwood Manufacturing.\n- Jonas reports to Hana.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha reports to Jonas.\n- Sanne reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31528", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31529", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31530", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 March 2023): For employees hired on or after 24 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2644: employee Ravi M., hired 03 March 2021, separated 03 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2644?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1981.\n- Mara works for Vantage Air.\n- Mei works for Cobalt Health.\n- Sofia reports to Dmitri.\n- Yuki reports to Elena.\n- Bluepine Aviation was founded in 1986.\n- Anders reports to Stefan.\n- Stefan works for Cobalt Health.\n- Callum works for Atlas Freight.\n- Mei reports to Mara.\n- Dmitri works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Bluepine Aviation.\n- Vantage Air was founded in 1985.\n- Elena works for Bluepine Aviation.\n- Lucia works for Vantage Air.\n- Callum reports to Lucia.\n- Stefan reports to Mei.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Felix reports to Sofia.\n- Dmitri reports to Anders.\n- Atlas Freight is headquartered in Cork.\n- Elena reports to Mateo.\n- Mateo works for Atlas Freight.\n- Mateo reports to Felix.\n- Felix works for Bluepine Aviation.\n- Cobalt Health was founded in 2012.\n- Mara reports to Callum.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31532", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31533", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Wren.\n- Viktor reports to Felix.\n- Bluepine Aviation was founded in 2000.\n- Chiara works for Ironwood Manufacturing.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Felix reports to Sanne.\n- Stefan reports to Aisha.\n- Ironwood Manufacturing was founded in 1988.\n- Viktor works for Bluepine Aviation.\n- Nadia reports to Tobias.\n- Felix works for Atlas Freight.\n- Nadia works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Atlas Freight was founded in 1991.\n- Wren reports to Ingrid.\n- Tobias works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Aisha reports to Viktor.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Crescent Telecom was founded in 1991.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias reports to Stefan.\n- Stefan works for Atlas Freight.\n- Aisha works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Wren reports to Felix.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Yuki works for Cedar Retail Group.\n- Pablo reports to Kenji.\n- Ingrid works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Felix works for Bluepine Aviation.\n- Callum reports to Wren.\n- Cobalt Health is headquartered in Turku.\n- Felix reports to Ingrid.\n- Jonas reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Cobalt Health was founded in 2015.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji reports to Yuki.\n- Summit Energy was founded in 1990.\n- Cedar Retail Group is headquartered in Porto.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group was founded in 2005.\n- Ingrid reports to Jonas.\n- Summit Energy is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31536", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2035: employee Wren R., hired 14 May 2021, separated 02 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2035?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31537", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31538", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 July 2025): For employees hired on or after 15 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6931: employee Elena M., hired 09 June 2024, separated 09 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6931?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31539", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-3 (VERSION 6, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1263: employee Ravi B., hired 09 April 2023, separated 29 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-1263?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31540", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31541", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1110: employee Anders K., hired 24 October 2023, separated 04 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1110?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Emeka.\n- Wren works for Summit Energy.\n- Callum reports to Bruno.\n- Bruno reports to Zoya.\n- Emeka reports to Wren.\n- Deshawn reports to Elena.\n- Deshawn works for Pinnacle Software.\n- Zoya works for Atlas Freight.\n- Wren reports to Ravi.\n- Zoya reports to Chiara.\n- Ravi reports to Callum.\n- Atlas Freight is headquartered in Lyon.\n- Callum works for Summit Energy.\n- Amara works for Cobalt Health.\n- Pinnacle Software is headquartered in Oslo.\n- Summit Energy is headquartered in Cork.\n- Ravi works for Summit Energy.\n- Cobalt Health was founded in 1985.\n- Cobalt Health is headquartered in Turku.\n- Atlas Freight was founded in 1994.\n- Mara works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Chiara reports to Felix.\n- Summit Energy was founded in 1998.\n- Elena works for Atlas Freight.\n- Pinnacle Software was founded in 1989.\n- Bruno works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Amara reports to Mara.\n- Felix reports to Amara.\n- Chiara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1987", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31543", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31544", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31545", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1651: employee Leila S., hired 12 July 2023, separated 17 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1651?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31546", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2098: employee Wren K., hired 24 November 2020, separated 29 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2098?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31547", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2189: employee Jonas K., hired 27 March 2023, separated 24 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2189?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31548", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31549", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 57306 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31550", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31551", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31552", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31553", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31554", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31555", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Bruno reports to Tobias.\n- Jonas reports to Elena.\n- Tobias reports to Mara.\n- Nadia reports to Callum.\n- Tessa works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Bruno.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Mara reports to Aisha.\n- Ironwood Manufacturing is headquartered in Brno.\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy was founded in 1997.\n- Mei works for Summit Energy.\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 2015.\n- Cedar Retail Group was founded in 2005.\n- Aisha works for Cedar Retail Group.\n- Callum works for Beacon Insurance.\n- Tobias works for Ironwood Manufacturing.\n- Viktor works for Summit Energy.\n- Jonas works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1996.\n- Viktor reports to Nadia.\n- Bruno works for Beacon Insurance.\n- Elena reports to Tessa.\n- Mei reports to Dmitri.\n- Nadia works for Beacon Insurance.\n- Tessa reports to Viktor.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31556", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31557", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6036: employee Stefan R., hired 21 November 2020, separated 09 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6036?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31558", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 43874 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Oslo.\n- Mei works for Crescent Telecom.\n- Summit Energy is headquartered in Turku.\n- Aisha works for Summit Energy.\n- Elena reports to Ingrid.\n- Viktor works for Summit Energy.\n- Ingrid reports to Bruno.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Turku.\n- Bruno works for Pinnacle Software.\n- Aisha reports to Viktor.\n- Bluepine Aviation was founded in 2014.\n- Pablo reports to Aisha.\n- Pinnacle Software was founded in 2012.\n- Viktor reports to Wren.\n- Wren works for Pinnacle Software.\n- Ingrid works for Crescent Telecom.\n- Summit Energy was founded in 1992.\n- Mei reports to Pablo.\n- Wren reports to Elena.\n- Crescent Telecom was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "1997", "2": "2002", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Stefan works for Meridian Bank.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Kenji works for Northwind Systems.\n- Meridian Bank is headquartered in Halifax.\n- Stefan reports to Kenji.\n- Ingrid works for Vantage Air.\n- Tobias works for Vantage Air.\n- Mateo reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Meridian Bank was founded in 2015.\n- Tobias reports to Omar.\n- Ironwood Manufacturing was founded in 2001.\n- Northwind Systems was founded in 1995.\n- Omar reports to Mateo.\n- Leila reports to Stefan.\n- Vantage Air was founded in 1987.\n- Northwind Systems is headquartered in Halifax.\n- Kenji reports to Tobias.\n- Ingrid reports to Sanne.\n- Sanne works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31561", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31562", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5627: employee Dmitri M., hired 25 October 2022, separated 30 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5627?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31563", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 16226 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31564", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1986.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne reports to Nadia.\n- Elena works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia works for Atlas Freight.\n- Elena reports to Mara.\n- Beacon Insurance was founded in 2015.\n- Bluepine Aviation was founded in 1998.\n- Sanne works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Dunedin.\n- Sofia works for Ironwood Manufacturing.\n- Sofia reports to Dmitri.\n- Jonas reports to Elena.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Mara works for Atlas Freight.\n- Beacon Insurance is headquartered in Dunedin.\n- Dmitri reports to Sanne.\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn reports to Sofia.\n- Mara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31566", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 31194 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "change_address", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Fernhill Foods.\n- Jonas reports to Elena.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Crescent Telecom is headquartered in Halifax.\n- Emeka works for Crescent Telecom.\n- Elena reports to Zoya.\n- Emeka reports to Tessa.\n- Tessa works for Fernhill Foods.\n- Viktor reports to Ravi.\n- Deshawn reports to Viktor.\n- Tobias works for Cobalt Health.\n- Felix reports to Jonas.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Zoya reports to Tobias.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 1996.\n- Tessa reports to Felix.\n- Lucia works for Cobalt Health.\n- Viktor works for Crescent Telecom.\n- Amara reports to Lucia.\n- Fernhill Foods is headquartered in Tampere.\n- Ravi works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Lucia reports to Deshawn.\n- Tobias reports to Amara.\n- Crescent Telecom was founded in 2003.\n- Felix works for Meridian Bank.\n- Elena works for Cobalt Health.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Atlas Freight.\n- Viktor works for Northwind Systems.\n- Emeka works for Atlas Freight.\n- Anders reports to Ravi.\n- Crescent Telecom is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Malmo.\n- Chiara reports to Anders.\n- Bruno reports to Hana.\n- Northwind Systems is headquartered in Tampere.\n- Ingrid reports to Chiara.\n- Zoya reports to Bruno.\n- Emeka reports to Ingrid.\n- Chiara works for Crescent Telecom.\n- Anders works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight is headquartered in Malmo.\n- Hana reports to Sanne.\n- Hana works for Cedar Retail Group.\n- Sanne reports to Emeka.\n- Viktor reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Atlas Freight was founded in 2013.\n- Crescent Telecom was founded in 1982.\n- Cedar Retail Group was founded in 1984.\n- Northwind Systems was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1982", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31569", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 49039 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31571", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Lattice Analytics is headquartered in Nagoya.\n- Omar reports to Callum.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn works for Crescent Telecom.\n- Nadia reports to Emeka.\n- Priya works for Bluepine Aviation.\n- Nadia works for Crescent Telecom.\n- Mara reports to Sofia.\n- Mara works for Crescent Telecom.\n- Emeka reports to Stefan.\n- Priya reports to Pablo.\n- Callum reports to Nadia.\n- Helios Logistics is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Bergen.\n- Lattice Analytics was founded in 2007.\n- Callum works for Crescent Telecom.\n- Helios Logistics was founded in 1987.\n- Bluepine Aviation was founded in 1986.\n- Crescent Telecom was founded in 2013.\n- Deshawn reports to Priya.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Mara.\n- Sofia reports to Deshawn.\n- Omar works for Lattice Analytics.\n- Emeka works for Crescent Telecom.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31573", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5458: employee Mateo T., hired 07 October 2021, separated 21 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5458?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mara.\n- Viktor reports to Stefan.\n- Meridian Bank was founded in 2006.\n- Tobias works for Helios Logistics.\n- Sanne works for Fernhill Foods.\n- Mei reports to Viktor.\n- Sofia works for Atlas Freight.\n- Pablo works for Meridian Bank.\n- Viktor works for Atlas Freight.\n- Tobias reports to Sofia.\n- Stefan works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Helios Logistics is headquartered in Nagoya.\n- Meridian Bank is headquartered in Valencia.\n- Fernhill Foods was founded in 1991.\n- Helios Logistics was founded in 2001.\n- Sanne reports to Pablo.\n- Mara works for Helios Logistics.\n- Sofia reports to Mei.\n- Stefan reports to Sanne.\n- Fernhill Foods is headquartered in Tampere.\n- Atlas Freight was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Bruno.\n- Omar works for Summit Energy.\n- Tobias works for Lattice Analytics.\n- Omar reports to Lucia.\n- Mateo reports to Omar.\n- Atlas Freight is headquartered in Turku.\n- Summit Energy is headquartered in Cork.\n- Mateo works for Summit Energy.\n- Bruno works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Beacon Insurance is headquartered in Turku.\n- Tobias reports to Viktor.\n- Elena reports to Felix.\n- Beacon Insurance was founded in 2001.\n- Elena works for Beacon Insurance.\n- Felix reports to Mateo.\n- Summit Energy was founded in 1984.\n- Lattice Analytics was founded in 1980.\n- Felix works for Summit Energy.\n- Bruno reports to Elena.\n- Atlas Freight was founded in 1992.\n- Lucia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Bluepine Aviation.\n- Callum works for Atlas Freight.\n- Deshawn works for Bluepine Aviation.\n- Elena works for Atlas Freight.\n- Northwind Systems is headquartered in Basel.\n- Ravi works for Northwind Systems.\n- Tessa works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Aisha works for Northwind Systems.\n- Ingrid reports to Elena.\n- Elena reports to Emeka.\n- Yuki works for Northwind Systems.\n- Atlas Freight was founded in 2004.\n- Ingrid works for Northwind Systems.\n- Dmitri reports to Ingrid.\n- Atlas Freight is headquartered in Brno.\n- Bluepine Aviation was founded in 2015.\n- Deshawn reports to Tessa.\n- Northwind Systems was founded in 2012.\n- Emeka reports to Aisha.\n- Callum reports to Deshawn.\n- Lattice Analytics is headquartered in Basel.\n- Aisha reports to Ravi.\n- Yuki reports to Dmitri.\n- Bluepine Aviation is headquartered in Malmo.\n- Lattice Analytics was founded in 1998.\n- Tessa reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31578", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4601: employee Lucia K., hired 21 March 2023, separated 20 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2026-4601 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,775", "2": "$7,500", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31579", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "resignation", "2": "update_benefits", "3": "org_question", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Austin.\n- Atlas Freight was founded in 2014.\n- Zoya works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Leeds.\n- Jonas reports to Viktor.\n- Mei reports to Stefan.\n- Zoya reports to Chiara.\n- Leila works for Atlas Freight.\n- Cedar Retail Group is headquartered in Ghent.\n- Mei works for Crescent Telecom.\n- Atlas Freight is headquartered in Austin.\n- Leila reports to Jonas.\n- Tobias reports to Mei.\n- Crescent Telecom was founded in 1989.\n- Cedar Retail Group was founded in 2007.\n- Ironwood Manufacturing was founded in 1989.\n- Jonas works for Ironwood Manufacturing.\n- Chiara works for Crescent Telecom.\n- Viktor reports to Zoya.\n- Viktor works for Crescent Telecom.\n- Tobias works for Atlas Freight.\n- Stefan works for Ironwood Manufacturing.\n- Chiara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2012", "2": "2017", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Tessa.\n- Summit Energy is headquartered in Austin.\n- Sofia reports to Wren.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Chiara works for Bluepine Aviation.\n- Stefan reports to Sofia.\n- Tessa works for Northwind Systems.\n- Bluepine Aviation was founded in 2007.\n- Sofia works for Vantage Air.\n- Tobias reports to Stefan.\n- Priya works for Northwind Systems.\n- Tessa reports to Tobias.\n- Tobias works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Bluepine Aviation is headquartered in Halifax.\n- Northwind Systems was founded in 2013.\n- Bruno reports to Chiara.\n- Priya reports to Bruno.\n- Northwind Systems is headquartered in Austin.\n- Summit Energy was founded in 2014.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31582", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31583", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3905: employee Felix K., hired 22 February 2022, separated 05 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3905?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31584", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31585", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31586", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 December 2022): For employees hired on or after 24 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6798: employee Mateo K., hired 15 October 2020, separated 17 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6798?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6798 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31587", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2849: employee Priya S., hired 03 April 2022, separated 21 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-2849 under the controlling rules.", "criteria": {"0": "$22,846", "1": "$21,846", "2": "$99,000", "3": "$22,716"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31588", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 January 2025): For employees hired on or after 17 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6859: employee Felix R., hired 16 February 2022, separated 10 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6859?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31589", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3201: employee Wren R., hired 05 March 2022, separated 29 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3201?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31590", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8113: employee Tobias T., hired 16 August 2023, separated 30 March 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8113?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Zoya.\n- Ravi reports to Pablo.\n- Cedar Retail Group is headquartered in Brno.\n- Mei reports to Ravi.\n- Callum reports to Emeka.\n- Ingrid works for Cedar Retail Group.\n- Cobalt Health is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2000.\n- Zoya works for Crescent Telecom.\n- Kenji reports to Elena.\n- Ravi works for Ironwood Manufacturing.\n- Priya reports to Mara.\n- Elena works for Crescent Telecom.\n- Pablo works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1990.\n- Wren works for Cedar Retail Group.\n- Mara works for Cobalt Health.\n- Callum works for Crescent Telecom.\n- Elena reports to Wren.\n- Cedar Retail Group was founded in 2014.\n- Kenji works for Cobalt Health.\n- Crescent Telecom is headquartered in Malmo.\n- Pablo reports to Ingrid.\n- Priya works for Cobalt Health.\n- Mei works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2007.\n- Zoya reports to Callum.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Emeka works for Ironwood Manufacturing.\n- Mara reports to Kenji.\n- Emeka reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31592", "family": "intent_v3", "state": "Incoming support message:\n\"31986 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31593", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 December 2024): For employees hired on or after 14 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2091: employee Hana S., hired 23 June 2023, separated 18 December 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2091?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2091 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31594", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31595", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5689: employee Tobias R., hired 07 August 2023, separated 07 July 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5689?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Priya.\n- Mateo reports to Nadia.\n- Sanne works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Lattice Analytics was founded in 1987.\n- Priya works for Northwind Systems.\n- Omar reports to Sanne.\n- Leila works for Helios Logistics.\n- Beacon Insurance is headquartered in Dunedin.\n- Northwind Systems is headquartered in Ghent.\n- Nadia works for Lattice Analytics.\n- Mei reports to Omar.\n- Helios Logistics was founded in 1990.\n- Omar works for Lattice Analytics.\n- Priya reports to Mateo.\n- Helios Logistics is headquartered in Ghent.\n- Zoya works for Lattice Analytics.\n- Sofia reports to Zoya.\n- Beacon Insurance was founded in 2010.\n- Felix reports to Mei.\n- Mara reports to Lucia.\n- Zoya reports to Felix.\n- Lucia reports to Sofia.\n- Northwind Systems was founded in 1999.\n- Mara works for Beacon Insurance.\n- Sofia works for Helios Logistics.\n- Lattice Analytics is headquartered in Oslo.\n- Mateo works for Beacon Insurance.\n- Lucia works for Helios Logistics.\n- Nadia reports to Leila.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Dunedin", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31597", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 54707 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants a different size/color/variant", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31598", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31599", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 January 2023): For employees hired on or after 24 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7397: employee Felix M., hired 12 July 2020, separated 24 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7397?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31600", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Beacon Insurance was founded in 1991.\n- Omar reports to Zoya.\n- Fernhill Foods was founded in 1998.\n- Vantage Air was founded in 2003.\n- Callum reports to Omar.\n- Hana works for Vantage Air.\n- Beacon Insurance is headquartered in Dunedin.\n- Wren works for Crescent Telecom.\n- Leila reports to Callum.\n- Vantage Air is headquartered in Adelaide.\n- Omar works for Beacon Insurance.\n- Deshawn reports to Wren.\n- Hana reports to Deshawn.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila works for Fernhill Foods.\n- Pablo reports to Hana.\n- Callum works for Fernhill Foods.\n- Crescent Telecom was founded in 1986.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods is headquartered in Austin.\n- Zoya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Helios Logistics.\n- Omar reports to Anders.\n- Pinnacle Software was founded in 1988.\n- Fernhill Foods is headquartered in Tampere.\n- Omar works for Fernhill Foods.\n- Kenji reports to Yuki.\n- Aisha works for Fernhill Foods.\n- Yuki works for Lattice Analytics.\n- Amara works for Pinnacle Software.\n- Anders reports to Kenji.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Lucia.\n- Pinnacle Software is headquartered in Cork.\n- Kenji works for Lattice Analytics.\n- Fernhill Foods was founded in 2008.\n- Lattice Analytics was founded in 2012.\n- Lattice Analytics is headquartered in Lyon.\n- Helios Logistics was founded in 1981.\n- Aisha reports to Amara.\n- Helios Logistics is headquartered in Tampere.\n- Lucia reports to Aisha.\n- Yuki reports to Dmitri.\n- Lucia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31603", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31604", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31605", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7898: employee Omar T., hired 27 August 2020, separated 15 May 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-7898 under the controlling rules.", "criteria": {"0": "$21,750", "1": "$24,675", "2": "$22,750", "3": "$98,583"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7898 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri works for Pinnacle Software.\n- Lucia works for Fernhill Foods.\n- Callum reports to Kenji.\n- Fernhill Foods is headquartered in Turku.\n- Hana reports to Bruno.\n- Jonas reports to Callum.\n- Pinnacle Software was founded in 1991.\n- Dmitri reports to Wren.\n- Zoya reports to Jonas.\n- Pinnacle Software is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1990.\n- Stefan reports to Lucia.\n- Kenji reports to Hana.\n- Callum works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Bruno reports to Stefan.\n- Fernhill Foods was founded in 1989.\n- Bruno works for Fernhill Foods.\n- Hana works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Wren reports to Zoya.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31607", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31608", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4668: employee Sanne M., hired 10 May 2021, separated 20 February 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4668?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31609", "family": "intent_hardneg", "state": "Incoming support message:\n\"83033 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31610", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The product broke — refund 6096 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "change_address", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Summit Energy was founded in 1976.\n- Felix reports to Bruno.\n- Helios Logistics was founded in 1991.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Elena reports to Jonas.\n- Mateo works for Summit Energy.\n- Aisha works for Helios Logistics.\n- Northwind Systems was founded in 1986.\n- Nadia reports to Elena.\n- Mara works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Summit Energy is headquartered in Porto.\n- Elena works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Lucia reports to Hana.\n- Vantage Air was founded in 2013.\n- Stefan works for Helios Logistics.\n- Hana reports to Mara.\n- Aisha reports to Mateo.\n- Chiara works for Helios Logistics.\n- Stefan reports to Nadia.\n- Nadia works for Summit Energy.\n- Mateo reports to Felix.\n- Jonas works for Northwind Systems.\n- Bruno reports to Lucia.\n- Chiara reports to Aisha.\n- Felix works for Northwind Systems.\n- Mara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31612", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31613", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7397: employee Nadia M., hired 11 September 2022, separated 16 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7397?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31614", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31615", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31616", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8342: employee Chiara T., hired 31 July 2020, separated 11 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-8342?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Crescent Telecom was founded in 1976.\n- Lattice Analytics was founded in 1997.\n- Crescent Telecom is headquartered in Cork.\n- Pablo works for Crescent Telecom.\n- Meridian Bank was founded in 2013.\n- Priya reports to Hana.\n- Bruno reports to Priya.\n- Cobalt Health was founded in 1985.\n- Hana works for Meridian Bank.\n- Leila reports to Elena.\n- Leila works for Meridian Bank.\n- Viktor reports to Bruno.\n- Hana reports to Amara.\n- Pablo reports to Viktor.\n- Amara works for Cobalt Health.\n- Meridian Bank is headquartered in Leeds.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Elena reports to Pablo.\n- Bruno works for Meridian Bank.\n- Lattice Analytics is headquartered in Cork.\n- Elena works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2011", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31618", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Deshawn works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Dmitri works for Helios Logistics.\n- Nadia reports to Dmitri.\n- Chiara reports to Jonas.\n- Nadia works for Lattice Analytics.\n- Deshawn reports to Nadia.\n- Helios Logistics was founded in 1982.\n- Lattice Analytics was founded in 2010.\n- Atlas Freight is headquartered in Valencia.\n- Hana works for Atlas Freight.\n- Mara reports to Hana.\n- Ravi works for Ironwood Manufacturing.\n- Tessa reports to Deshawn.\n- Lattice Analytics is headquartered in Valencia.\n- Helios Logistics is headquartered in Adelaide.\n- Dmitri reports to Chiara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana reports to Ravi.\n- Tessa works for Helios Logistics.\n- Ravi reports to Tessa.\n- Ironwood Manufacturing was founded in 2009.\n- Jonas reports to Tobias.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 2000.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31620", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31621", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 17 June 2025): For employees hired on or after 17 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7442: employee Tessa M., hired 03 February 2023, separated 05 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7442?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31622", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31623", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1647: employee Stefan S., hired 27 August 2023, separated 19 June 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2025-1647 under the controlling rules.", "criteria": {"0": "$3,200", "1": "$4,000", "2": "$4,500", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31624", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6952: employee Elena K., hired 11 January 2021, separated 15 January 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6952?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31625", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1911: employee Mei T., hired 12 February 2021, separated 05 March 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1911?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1911 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Callum.\n- Mei works for Northwind Systems.\n- Wren reports to Sofia.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2013.\n- Tessa works for Summit Energy.\n- Dmitri reports to Stefan.\n- Emeka works for Northwind Systems.\n- Sofia reports to Emeka.\n- Callum reports to Dmitri.\n- Sofia works for Crescent Telecom.\n- Summit Energy is headquartered in Tallinn.\n- Hana works for Northwind Systems.\n- Emeka reports to Nadia.\n- Callum works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Tallinn.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Crescent Telecom was founded in 1982.\n- Wren works for Cedar Retail Group.\n- Summit Energy was founded in 1994.\n- Northwind Systems was founded in 1994.\n- Nadia works for Summit Energy.\n- Stefan reports to Wren.\n- Priya reports to Hana.\n- Zoya reports to Tessa.\n- Mei reports to Zoya.\n- Dmitri works for Northwind Systems.\n- Zoya works for Crescent Telecom.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1994", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1984.\n- Fernhill Foods was founded in 1992.\n- Nadia works for Cedar Retail Group.\n- Kenji reports to Emeka.\n- Mei works for Fernhill Foods.\n- Ravi works for Cedar Retail Group.\n- Nadia reports to Mei.\n- Emeka reports to Tobias.\n- Cedar Retail Group is headquartered in Oslo.\n- Elena reports to Bruno.\n- Mateo reports to Viktor.\n- Elena works for Atlas Freight.\n- Jonas reports to Elena.\n- Viktor works for Atlas Freight.\n- Bruno reports to Aisha.\n- Atlas Freight was founded in 2014.\n- Tobias reports to Jonas.\n- Tobias works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Viktor reports to Nadia.\n- Jonas works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Aisha reports to Mateo.\n- Aisha works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Ravi reports to Kenji.\n- Cedar Retail Group was founded in 1998.\n- Fernhill Foods is headquartered in Tampere.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Emeka works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31628", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3156: employee Ravi B., hired 12 March 2021, separated 01 May 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-3156?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31629", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "update_card", "2": "cancel_subscription", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Chiara.\n- Summit Energy was founded in 2010.\n- Emeka works for Helios Logistics.\n- Vantage Air was founded in 2013.\n- Vantage Air is headquartered in Tampere.\n- Chiara works for Beacon Insurance.\n- Jonas reports to Tobias.\n- Nadia works for Beacon Insurance.\n- Helios Logistics was founded in 2013.\n- Tobias works for Vantage Air.\n- Jonas works for Summit Energy.\n- Emeka reports to Jonas.\n- Omar works for Vantage Air.\n- Viktor reports to Deshawn.\n- Viktor works for Beacon Insurance.\n- Deshawn reports to Omar.\n- Lucia works for Vantage Air.\n- Beacon Insurance was founded in 1987.\n- Deshawn works for Helios Logistics.\n- Dmitri reports to Emeka.\n- Chiara reports to Lucia.\n- Beacon Insurance is headquartered in Valencia.\n- Summit Energy is headquartered in Brno.\n- Dmitri works for Summit Energy.\n- Omar reports to Nadia.\n- Nadia reports to Dmitri.\n- Helios Logistics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31631", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1990.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Omar reports to Stefan.\n- Tobias works for Fernhill Foods.\n- Wren works for Northwind Systems.\n- Tobias reports to Pablo.\n- Northwind Systems is headquartered in Malmo.\n- Emeka works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Stefan reports to Priya.\n- Wren reports to Omar.\n- Fernhill Foods was founded in 1980.\n- Cedar Retail Group was founded in 1997.\n- Priya reports to Callum.\n- Pablo reports to Emeka.\n- Vantage Air is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Tallinn.\n- Emeka reports to Wren.\n- Vantage Air was founded in 1976.\n- Stefan works for Northwind Systems.\n- Callum works for Cedar Retail Group.\n- Pablo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Priya.\n- Elena works for Fernhill Foods.\n- Tobias reports to Amara.\n- Lattice Analytics was founded in 1989.\n- Tessa works for Helios Logistics.\n- Meridian Bank is headquartered in Tallinn.\n- Aisha works for Meridian Bank.\n- Hana works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tallinn.\n- Emeka reports to Tobias.\n- Nadia works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.\n- Fernhill Foods was founded in 1988.\n- Felix reports to Tessa.\n- Meridian Bank was founded in 1990.\n- Bruno reports to Nadia.\n- Helios Logistics was founded in 2007.\n- Priya works for Fernhill Foods.\n- Amara works for Helios Logistics.\n- Tessa reports to Bruno.\n- Elena reports to Aisha.\n- Emeka works for Lattice Analytics.\n- Zoya works for Meridian Bank.\n- Nadia reports to Hana.\n- Aisha reports to Emeka.\n- Amara reports to Felix.\n- Hana reports to Zoya.\n- Fernhill Foods is headquartered in Tallinn.\n- Bruno works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31634", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Atlas Freight.\n- Callum reports to Nadia.\n- Bruno works for Helios Logistics.\n- Mateo reports to Callum.\n- Yuki reports to Chiara.\n- Atlas Freight was founded in 1980.\n- Atlas Freight is headquartered in Nagoya.\n- Sofia works for Atlas Freight.\n- Emeka works for Bluepine Aviation.\n- Aisha reports to Bruno.\n- Helios Logistics was founded in 1987.\n- Fernhill Foods is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Malmo.\n- Fernhill Foods was founded in 1995.\n- Helios Logistics is headquartered in Malmo.\n- Bluepine Aviation was founded in 1980.\n- Stefan reports to Sofia.\n- Sofia reports to Yuki.\n- Omar works for Fernhill Foods.\n- Mateo works for Atlas Freight.\n- Omar reports to Ravi.\n- Nadia works for Helios Logistics.\n- Callum works for Fernhill Foods.\n- Ravi reports to Stefan.\n- Nadia reports to Omar.\n- Emeka reports to Mateo.\n- Stefan works for Bluepine Aviation.\n- Aisha works for Helios Logistics.\n- Chiara works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31636", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31637", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31638", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Sofia reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Emeka reports to Mateo.\n- Crescent Telecom was founded in 1984.\n- Emeka works for Ironwood Manufacturing.\n- Yuki reports to Emeka.\n- Stefan works for Cobalt Health.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Wren.\n- Stefan reports to Sofia.\n- Crescent Telecom is headquartered in Bergen.\n- Wren reports to Felix.\n- Felix reports to Hana.\n- Hana reports to Yuki.\n- Yuki works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Felix works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Basel.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Sofia works for Helios Logistics.\n- Mateo reports to Anders.\n- Ravi reports to Stefan.\n- Nadia reports to Ravi.\n- Anders works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Wren works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2001", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Meridian Bank was founded in 1977.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid works for Beacon Insurance.\n- Pinnacle Software is headquartered in Cork.\n- Dmitri works for Meridian Bank.\n- Pinnacle Software was founded in 1986.\n- Omar reports to Ingrid.\n- Aisha reports to Kenji.\n- Dmitri reports to Yuki.\n- Beacon Insurance is headquartered in Tampere.\n- Yuki works for Beacon Insurance.\n- Kenji reports to Dmitri.\n- Kenji works for Beacon Insurance.\n- Helios Logistics was founded in 2013.\n- Beacon Insurance was founded in 1999.\n- Anders works for Meridian Bank.\n- Yuki reports to Omar.\n- Hana reports to Tessa.\n- Tessa reports to Aisha.\n- Anders reports to Hana.\n- Meridian Bank is headquartered in Leeds.\n- Chiara works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Chiara reports to Anders.\n- Tessa works for Helios Logistics.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31641", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 17 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1635: employee Sanne K., hired 24 September 2020, separated 07 August 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1635?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Zoya.\n- Emeka works for Bluepine Aviation.\n- Lattice Analytics was founded in 2004.\n- Chiara reports to Sanne.\n- Atlas Freight was founded in 2009.\n- Zoya works for Vantage Air.\n- Bluepine Aviation was founded in 1995.\n- Sanne works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Deshawn reports to Mara.\n- Zoya reports to Amara.\n- Amara reports to Pablo.\n- Mara reports to Emeka.\n- Amara works for Vantage Air.\n- Pablo reports to Chiara.\n- Deshawn works for Vantage Air.\n- Chiara works for Atlas Freight.\n- Vantage Air was founded in 2003.\n- Lattice Analytics is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Cork.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Leila reports to Viktor.\n- Jonas reports to Bruno.\n- Mei works for Helios Logistics.\n- Lattice Analytics is headquartered in Cork.\n- Nadia reports to Jonas.\n- Helios Logistics was founded in 1992.\n- Nadia works for Meridian Bank.\n- Bruno works for Helios Logistics.\n- Tessa reports to Mei.\n- Wren reports to Stefan.\n- Lattice Analytics was founded in 2012.\n- Elena reports to Tessa.\n- Meridian Bank is headquartered in Oslo.\n- Elena works for Vantage Air.\n- Stefan works for Lattice Analytics.\n- Leila works for Meridian Bank.\n- Vantage Air is headquartered in Tallinn.\n- Tessa works for Lattice Analytics.\n- Bruno reports to Elena.\n- Jonas works for Lattice Analytics.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Mei reports to Wren.\n- Meridian Bank was founded in 2006.\n- Vantage Air was founded in 1984.\n- Viktor reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31644", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31645", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31646", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31647", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-6 (VERSION 7, EFFECTIVE 29 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8839: employee Ravi S., hired 30 January 2022, separated 01 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8839?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31648", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8474: employee Mara S., hired 27 January 2023, separated 28 September 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2025-8474 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$1,312", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31649", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1345: employee Omar M., hired 09 December 2022, separated 01 June 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-1345 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$4,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31650", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7773: employee Callum M., hired 02 June 2023, separated 31 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7773?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31651", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2260: employee Viktor B., hired 27 June 2023, separated 22 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2260?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31652", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3086: employee Mara T., hired 30 November 2023, separated 23 December 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3086?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Stefan.\n- Fernhill Foods was founded in 1992.\n- Summit Energy was founded in 1991.\n- Viktor reports to Tobias.\n- Aisha reports to Chiara.\n- Dmitri works for Ironwood Manufacturing.\n- Stefan reports to Dmitri.\n- Stefan works for Beacon Insurance.\n- Tobias works for Summit Energy.\n- Chiara reports to Mei.\n- Fernhill Foods is headquartered in Valencia.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Chiara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1992.\n- Mei reports to Viktor.\n- Viktor works for Summit Energy.\n- Leila works for Summit Energy.\n- Aisha works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Oslo.\n- Mei works for Fernhill Foods.\n- Beacon Insurance was founded in 1993.\n- Dmitri reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31654", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 13 May 2025): For employees hired on or after 13 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1844: employee Callum R., hired 23 September 2023, separated 31 October 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-1844 under the controlling rules.", "criteria": {"0": "$7,800", "1": "$7,750", "2": "$9,800", "3": "$33,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1985.\n- Summit Energy is headquartered in Tampere.\n- Amara reports to Nadia.\n- Nadia reports to Omar.\n- Helios Logistics is headquartered in Leeds.\n- Bruno works for Summit Energy.\n- Atlas Freight was founded in 2004.\n- Ravi works for Atlas Freight.\n- Bruno reports to Amara.\n- Mara works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Mei works for Summit Energy.\n- Nadia works for Summit Energy.\n- Mei reports to Mara.\n- Amara works for Crescent Telecom.\n- Chiara reports to Ravi.\n- Crescent Telecom is headquartered in Leeds.\n- Chiara works for Summit Energy.\n- Atlas Freight is headquartered in Tampere.\n- Mateo works for Atlas Freight.\n- Mateo reports to Elena.\n- Crescent Telecom was founded in 2007.\n- Elena reports to Bruno.\n- Helios Logistics was founded in 1986.\n- Elena works for Helios Logistics.\n- Omar reports to Mei.\n- Mara reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31656", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Bruno.\n- Lucia reports to Tobias.\n- Emeka works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1984.\n- Summit Energy is headquartered in Tallinn.\n- Mateo works for Ironwood Manufacturing.\n- Lucia works for Fernhill Foods.\n- Summit Energy was founded in 1993.\n- Bruno works for Ironwood Manufacturing.\n- Deshawn reports to Lucia.\n- Jonas reports to Mateo.\n- Emeka reports to Amara.\n- Jonas works for Ironwood Manufacturing.\n- Zoya works for Pinnacle Software.\n- Deshawn works for Summit Energy.\n- Viktor reports to Zoya.\n- Mateo reports to Emeka.\n- Ironwood Manufacturing was founded in 2012.\n- Bruno reports to Deshawn.\n- Amara works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pinnacle Software was founded in 1995.\n- Tobias works for Pinnacle Software.\n- Viktor works for Summit Energy.\n- Zoya reports to Jonas.\n- Pinnacle Software is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31658", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9302: employee Zoya A., hired 04 June 2021, separated 29 December 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9302?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31659", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31660", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 September 2025): For employees hired on or after 05 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8239: employee Ingrid K., hired 30 August 2023, separated 11 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8239?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31661", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31662", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1813: employee Jonas T., hired 14 February 2024, separated 14 March 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-1813 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$21,667", "2": "$4,125", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31663", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Elena.\n- Ironwood Manufacturing was founded in 2006.\n- Zoya works for Crescent Telecom.\n- Mei reports to Yuki.\n- Priya works for Cedar Retail Group.\n- Fernhill Foods was founded in 2011.\n- Mateo reports to Chiara.\n- Mateo works for Ironwood Manufacturing.\n- Mei works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Crescent Telecom was founded in 2009.\n- Priya reports to Zoya.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Yuki reports to Stefan.\n- Cedar Retail Group was founded in 1995.\n- Yuki works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Malmo.\n- Stefan works for Fernhill Foods.\n- Mara works for Ironwood Manufacturing.\n- Elena reports to Mara.\n- Fernhill Foods is headquartered in Malmo.\n- Elena works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Chiara works for Fernhill Foods.\n- Zoya reports to Mei.\n- Chiara reports to Priya.\n- Crescent Telecom is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Priya.\n- Chiara reports to Sanne.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1995.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Elena reports to Pablo.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Cobalt Health is headquartered in Cork.\n- Bruno works for Meridian Bank.\n- Priya works for Pinnacle Software.\n- Amara reports to Bruno.\n- Cobalt Health was founded in 1998.\n- Chiara works for Meridian Bank.\n- Pablo works for Pinnacle Software.\n- Bruno reports to Anders.\n- Amara works for Ironwood Manufacturing.\n- Priya reports to Chiara.\n- Elena works for Ironwood Manufacturing.\n- Anders reports to Elena.\n- Meridian Bank is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31667", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 December 2022): For employees hired on or after 23 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4851: employee Stefan R., hired 12 June 2022, separated 13 March 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-4851 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,231", "2": "$9,231", "3": "$4,154"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4851 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31668", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31669", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31670", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 November 2023): For employees hired on or after 09 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2296: employee Wren T., hired 14 December 2021, separated 07 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2296?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31671", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1986.\n- Emeka reports to Jonas.\n- Beacon Insurance was founded in 1980.\n- Felix works for Helios Logistics.\n- Amara reports to Aisha.\n- Sofia works for Beacon Insurance.\n- Emeka works for Helios Logistics.\n- Leila reports to Emeka.\n- Summit Energy is headquartered in Austin.\n- Jonas works for Pinnacle Software.\n- Sofia reports to Mei.\n- Aisha works for Beacon Insurance.\n- Pinnacle Software was founded in 2005.\n- Summit Energy was founded in 1976.\n- Jonas reports to Callum.\n- Callum works for Summit Energy.\n- Leila works for Summit Energy.\n- Pinnacle Software is headquartered in Cork.\n- Mei works for Pinnacle Software.\n- Mateo reports to Sofia.\n- Amara works for Beacon Insurance.\n- Helios Logistics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Cork.\n- Aisha reports to Felix.\n- Mateo works for Summit Energy.\n- Callum reports to Mateo.\n- Felix reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2003", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Amara reports to Dmitri.\n- Zoya works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Aisha reports to Sofia.\n- Aisha works for Atlas Freight.\n- Sofia reports to Amara.\n- Sofia works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Felix reports to Elena.\n- Helios Logistics is headquartered in Ghent.\n- Omar works for Atlas Freight.\n- Helios Logistics was founded in 1976.\n- Wren reports to Zoya.\n- Zoya reports to Aisha.\n- Atlas Freight was founded in 2008.\n- Atlas Freight is headquartered in Porto.\n- Tobias reports to Felix.\n- Dmitri works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Omar reports to Wren.\n- Meridian Bank was founded in 1980.\n- Dmitri reports to Tobias.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software was founded in 1994.\n- Yuki works for Summit Energy.\n- Priya works for Crescent Telecom.\n- Amara reports to Callum.\n- Crescent Telecom was founded in 1979.\n- Tobias works for Pinnacle Software.\n- Cobalt Health was founded in 1990.\n- Bruno works for Cobalt Health.\n- Leila reports to Viktor.\n- Nadia works for Cobalt Health.\n- Viktor works for Pinnacle Software.\n- Viktor reports to Nadia.\n- Lucia works for Crescent Telecom.\n- Amara works for Pinnacle Software.\n- Cobalt Health is headquartered in Adelaide.\n- Chiara reports to Priya.\n- Jonas reports to Leila.\n- Lucia reports to Chiara.\n- Nadia reports to Lucia.\n- Chiara works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Bruno reports to Tobias.\n- Priya reports to Bruno.\n- Summit Energy is headquartered in Bergen.\n- Callum reports to Jonas.\n- Summit Energy was founded in 1975.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Yuki reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Nadia.\n- Lattice Analytics was founded in 1996.\n- Bluepine Aviation is headquartered in Halifax.\n- Nadia reports to Pablo.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Elena reports to Mateo.\n- Bruno works for Ironwood Manufacturing.\n- Yuki reports to Anders.\n- Nadia works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Valencia.\n- Stefan reports to Elena.\n- Bluepine Aviation was founded in 2007.\n- Anders works for Ironwood Manufacturing.\n- Elena works for Northwind Systems.\n- Priya works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1984.\n- Stefan works for Bluepine Aviation.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Stefan.\n- Ironwood Manufacturing was founded in 1987.\n- Northwind Systems is headquartered in Valencia.\n- Yuki works for Bluepine Aviation.\n- Bruno reports to Yuki.\n- Dmitri reports to Bruno.\n- Mateo reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31676", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sanne.\n- Leila reports to Viktor.\n- Mateo reports to Zoya.\n- Ingrid works for Northwind Systems.\n- Beacon Insurance was founded in 1985.\n- Sanne works for Vantage Air.\n- Tobias works for Vantage Air.\n- Zoya works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Turku.\n- Viktor reports to Anders.\n- Ironwood Manufacturing was founded in 1989.\n- Viktor works for Vantage Air.\n- Zoya reports to Ingrid.\n- Northwind Systems was founded in 2007.\n- Vantage Air is headquartered in Tampere.\n- Anders works for Beacon Insurance.\n- Felix reports to Callum.\n- Tobias reports to Omar.\n- Beacon Insurance is headquartered in Adelaide.\n- Callum reports to Mateo.\n- Anders reports to Felix.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 1997.\n- Felix works for Beacon Insurance.\n- Mateo works for Vantage Air.\n- Callum works for Beacon Insurance.\n- Omar reports to Elena.\n- Ingrid reports to Tobias.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Hana reports to Omar.\n- Viktor reports to Stefan.\n- Pablo reports to Emeka.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank is headquartered in Brno.\n- Leila reports to Lucia.\n- Meridian Bank was founded in 2014.\n- Omar works for Cobalt Health.\n- Emeka works for Meridian Bank.\n- Lucia works for Cobalt Health.\n- Pinnacle Software is headquartered in Basel.\n- Bluepine Aviation was founded in 2013.\n- Emeka reports to Leila.\n- Leila works for Meridian Bank.\n- Pinnacle Software was founded in 2004.\n- Lucia reports to Viktor.\n- Cobalt Health is headquartered in Basel.\n- Pablo works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tallinn.\n- Cobalt Health was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2013", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Tessa reports to Anders.\n- Stefan works for Northwind Systems.\n- Jonas reports to Stefan.\n- Anders works for Crescent Telecom.\n- Pablo reports to Mara.\n- Jonas works for Atlas Freight.\n- Crescent Telecom is headquartered in Basel.\n- Stefan reports to Wren.\n- Vantage Air was founded in 1992.\n- Ingrid reports to Deshawn.\n- Tessa works for Crescent Telecom.\n- Northwind Systems was founded in 2007.\n- Wren reports to Tessa.\n- Pablo works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Sofia works for Crescent Telecom.\n- Mateo reports to Pablo.\n- Vantage Air is headquartered in Bergen.\n- Wren works for Atlas Freight.\n- Amara reports to Jonas.\n- Mara works for Vantage Air.\n- Northwind Systems is headquartered in Bergen.\n- Crescent Telecom was founded in 2006.\n- Atlas Freight was founded in 2005.\n- Ingrid works for Vantage Air.\n- Deshawn reports to Amara.\n- Atlas Freight is headquartered in Basel.\n- Sofia reports to Mateo.\n- Mateo works for Vantage Air.\n- Anders reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31680", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2275: employee Bruno K., hired 28 March 2023, separated 29 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2275?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31681", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 29485 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ravi.\n- Crescent Telecom is headquartered in Malmo.\n- Stefan works for Beacon Insurance.\n- Atlas Freight was founded in 1987.\n- Priya reports to Chiara.\n- Jonas works for Crescent Telecom.\n- Emeka reports to Ingrid.\n- Fernhill Foods is headquartered in Oslo.\n- Ravi works for Crescent Telecom.\n- Sanne works for Beacon Insurance.\n- Anders reports to Dmitri.\n- Deshawn works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Chiara reports to Amara.\n- Fernhill Foods was founded in 1983.\n- Ingrid reports to Priya.\n- Priya works for Crescent Telecom.\n- Anders works for Atlas Freight.\n- Beacon Insurance is headquartered in Cork.\n- Stefan reports to Emeka.\n- Sanne reports to Deshawn.\n- Emeka works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Crescent Telecom was founded in 2011.\n- Chiara works for Crescent Telecom.\n- Ravi reports to Stefan.\n- Amara reports to Anders.\n- Atlas Freight is headquartered in Malmo.\n- Beacon Insurance was founded in 1978.\n- Dmitri reports to Jonas.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31683", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2013.\n- Northwind Systems was founded in 2009.\n- Fernhill Foods is headquartered in Turku.\n- Zoya works for Vantage Air.\n- Bruno reports to Sanne.\n- Vantage Air is headquartered in Nagoya.\n- Hana works for Northwind Systems.\n- Sanne reports to Mateo.\n- Aisha works for Vantage Air.\n- Mateo works for Vantage Air.\n- Sanne works for Vantage Air.\n- Northwind Systems is headquartered in Oslo.\n- Emeka reports to Zoya.\n- Vantage Air was founded in 2005.\n- Emeka works for Lattice Analytics.\n- Omar works for Northwind Systems.\n- Hana reports to Omar.\n- Omar reports to Bruno.\n- Lattice Analytics is headquartered in Brno.\n- Fernhill Foods was founded in 1987.\n- Bruno works for Vantage Air.\n- Zoya reports to Hana.\n- Aisha reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31685", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31686", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3270: employee Priya M., hired 17 March 2023, separated 06 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3270?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31687", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1096: employee Sanne A., hired 20 October 2021, separated 30 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1096?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31688", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "check_status", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31689", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6376: employee Sofia T., hired 23 December 2021, separated 09 June 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-6376 under the controlling rules.", "criteria": {"0": "$8,750", "1": "$6,800", "2": "$38,133", "3": "$8,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6376 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31690", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31691", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 December 2022): For employees hired on or after 29 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8849: employee Nadia T., hired 18 November 2020, separated 27 September 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8849?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31692", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Wren.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Pablo reports to Deshawn.\n- Omar reports to Callum.\n- Meridian Bank was founded in 2014.\n- Leila reports to Sanne.\n- Cedar Retail Group is headquartered in Austin.\n- Omar works for Cedar Retail Group.\n- Deshawn reports to Leila.\n- Wren reports to Tobias.\n- Sanne works for Helios Logistics.\n- Callum works for Meridian Bank.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Callum reports to Priya.\n- Priya works for Beacon Insurance.\n- Helios Logistics was founded in 2008.\n- Deshawn works for Cedar Retail Group.\n- Priya reports to Pablo.\n- Beacon Insurance is headquartered in Austin.\n- Wren works for Cedar Retail Group.\n- Sanne reports to Tessa.\n- Cedar Retail Group was founded in 1988.\n- Pablo works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Beacon Insurance was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Adelaide", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tampere.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya reports to Dmitri.\n- Lucia reports to Emeka.\n- Lattice Analytics was founded in 1988.\n- Tobias works for Pinnacle Software.\n- Helios Logistics was founded in 1994.\n- Leila reports to Viktor.\n- Cobalt Health is headquartered in Lyon.\n- Tobias reports to Deshawn.\n- Ingrid reports to Ravi.\n- Ravi works for Cobalt Health.\n- Deshawn reports to Leila.\n- Dmitri reports to Chiara.\n- Chiara reports to Mateo.\n- Viktor works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1975.\n- Emeka reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Ingrid works for Pinnacle Software.\n- Chiara works for Helios Logistics.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Emeka works for Lattice Analytics.\n- Viktor reports to Ingrid.\n- Mateo reports to Tobias.\n- Pinnacle Software was founded in 1987.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31694", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Vantage Air.\n- Mara works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Dmitri works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Vantage Air is headquartered in Austin.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Amara.\n- Mara reports to Bruno.\n- Tessa reports to Yuki.\n- Yuki works for Vantage Air.\n- Cobalt Health is headquartered in Porto.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1987.\n- Cobalt Health was founded in 2000.\n- Viktor reports to Emeka.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Dmitri reports to Viktor.\n- Yuki reports to Priya.\n- Priya reports to Ravi.\n- Emeka reports to Tessa.\n- Beacon Insurance is headquartered in Porto.\n- Amara works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Ravi reports to Mara.\n- Viktor works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31696", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 83597\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "track_order", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Cobalt Health is headquartered in Ghent.\n- Deshawn works for Fernhill Foods.\n- Priya reports to Tobias.\n- Helios Logistics was founded in 1978.\n- Crescent Telecom was founded in 2008.\n- Ingrid reports to Anders.\n- Cobalt Health was founded in 2004.\n- Tobias works for Cobalt Health.\n- Ingrid works for Crescent Telecom.\n- Fernhill Foods was founded in 1996.\n- Amara reports to Ingrid.\n- Tobias reports to Lucia.\n- Priya works for Crescent Telecom.\n- Deshawn reports to Amara.\n- Mei reports to Deshawn.\n- Crescent Telecom is headquartered in Leeds.\n- Lucia reports to Mei.\n- Helios Logistics is headquartered in Valencia.\n- Fernhill Foods is headquartered in Leeds.\n- Amara works for Crescent Telecom.\n- Mei works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31698", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6848: employee Callum K., hired 24 August 2022, separated 12 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6848?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31699", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31700", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31701", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31702", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 42906 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31703", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31704", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4255: employee Chiara S., hired 20 January 2023, separated 05 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2025-4255 under the controlling rules.", "criteria": {"0": "$8,731", "1": "$9,000", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Hana.\n- Mateo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Tobias works for Meridian Bank.\n- Nadia works for Cedar Retail Group.\n- Ingrid works for Helios Logistics.\n- Tessa works for Cedar Retail Group.\n- Tobias reports to Tessa.\n- Mateo reports to Stefan.\n- Nadia reports to Pablo.\n- Cedar Retail Group was founded in 1981.\n- Stefan works for Vantage Air.\n- Ravi works for Cedar Retail Group.\n- Hana reports to Mateo.\n- Pablo reports to Ingrid.\n- Sanne works for Helios Logistics.\n- Ravi reports to Nadia.\n- Ingrid reports to Aisha.\n- Pablo works for Meridian Bank.\n- Meridian Bank was founded in 1991.\n- Helios Logistics was founded in 1977.\n- Helios Logistics is headquartered in Halifax.\n- Vantage Air was founded in 2010.\n- Emeka works for Helios Logistics.\n- Aisha works for Meridian Bank.\n- Stefan reports to Ravi.\n- Vantage Air is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Sanne reports to Tobias.\n- Hana works for Vantage Air.\n- Aisha reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31706", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Tessa works for Cobalt Health.\n- Tessa reports to Leila.\n- Meridian Bank is headquartered in Adelaide.\n- Felix works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Leila works for Bluepine Aviation.\n- Cobalt Health is headquartered in Turku.\n- Sofia works for Meridian Bank.\n- Bluepine Aviation was founded in 1992.\n- Mara reports to Sofia.\n- Cobalt Health was founded in 2013.\n- Meridian Bank was founded in 1999.\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Bluepine Aviation is headquartered in Turku.\n- Elena works for Cobalt Health.\n- Anders reports to Mara.\n- Callum reports to Tessa.\n- Stefan reports to Zoya.\n- Ingrid reports to Felix.\n- Priya reports to Ingrid.\n- Felix reports to Callum.\n- Priya works for Cobalt Health.\n- Sofia reports to Stefan.\n- Leila reports to Elena.\n- Stefan works for Pinnacle Software.\n- Elena reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1973", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31708", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31709", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Jonas.\n- Fernhill Foods was founded in 1979.\n- Jonas works for Cedar Retail Group.\n- Cobalt Health is headquartered in Basel.\n- Fernhill Foods is headquartered in Tampere.\n- Wren reports to Ravi.\n- Cedar Retail Group is headquartered in Tallinn.\n- Aisha works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Sanne works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Sanne reports to Amara.\n- Dmitri reports to Deshawn.\n- Sofia works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Amara reports to Pablo.\n- Summit Energy is headquartered in Tampere.\n- Cobalt Health was founded in 1986.\n- Aisha reports to Dmitri.\n- Summit Energy was founded in 1977.\n- Dmitri works for Cedar Retail Group.\n- Pablo reports to Sofia.\n- Ravi works for Summit Energy.\n- Priya reports to Lucia.\n- Ravi reports to Aisha.\n- Pablo works for Summit Energy.\n- Jonas reports to Wren.\n- Amara works for Cobalt Health.\n- Cedar Retail Group was founded in 1997.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1977", "2": "1974", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31711", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3853: employee Omar T., hired 19 September 2023, separated 19 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3853?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Northwind Systems.\n- Beacon Insurance was founded in 1996.\n- Zoya reports to Sofia.\n- Vantage Air was founded in 1988.\n- Viktor works for Vantage Air.\n- Nadia reports to Viktor.\n- Elena reports to Nadia.\n- Beacon Insurance is headquartered in Lyon.\n- Felix works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Helios Logistics was founded in 1984.\n- Vantage Air is headquartered in Leeds.\n- Elena works for Beacon Insurance.\n- Helios Logistics is headquartered in Lyon.\n- Northwind Systems is headquartered in Leeds.\n- Viktor reports to Zoya.\n- Mara reports to Elena.\n- Mateo works for Vantage Air.\n- Felix reports to Mateo.\n- Kenji works for Beacon Insurance.\n- Ingrid reports to Felix.\n- Mara works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Zoya works for Vantage Air.\n- Mateo reports to Kenji.\n- Kenji reports to Mara.\n- Northwind Systems was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31713", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4674: employee Chiara K., hired 14 July 2020, separated 17 October 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4674?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Stefan reports to Omar.\n- Stefan works for Northwind Systems.\n- Pinnacle Software is headquartered in Ghent.\n- Amara reports to Stefan.\n- Mara works for Pinnacle Software.\n- Omar works for Meridian Bank.\n- Viktor reports to Mara.\n- Northwind Systems was founded in 2005.\n- Elena works for Pinnacle Software.\n- Viktor works for Meridian Bank.\n- Fernhill Foods is headquartered in Ghent.\n- Tessa works for Fernhill Foods.\n- Mara reports to Zoya.\n- Sofia reports to Amara.\n- Deshawn works for Fernhill Foods.\n- Elena reports to Tessa.\n- Amara works for Meridian Bank.\n- Tessa reports to Viktor.\n- Zoya reports to Sofia.\n- Omar reports to Deshawn.\n- Meridian Bank was founded in 2013.\n- Sofia works for Fernhill Foods.\n- Zoya works for Meridian Bank.\n- Northwind Systems is headquartered in Ghent.\n- Pinnacle Software was founded in 1986.\n- Fernhill Foods was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31715", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 27664, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31716", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31717", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5047: employee Sanne R., hired 08 February 2024, separated 28 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5047?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31718", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9489: employee Chiara K., hired 22 November 2020, separated 30 August 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9489?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31719", "family": "intent_hardneg", "state": "Incoming support message:\n\"97447 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31720", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 63802\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31722", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31723", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 09 September 2025): For employees hired on or after 09 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3370: employee Mara M., hired 21 April 2025, separated 28 April 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-3370 under the controlling rules.", "criteria": {"0": "$1,875", "1": "$5,000", "2": "$3,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Crescent Telecom.\n- Northwind Systems is headquartered in Turku.\n- Amara reports to Tobias.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Pablo works for Lattice Analytics.\n- Jonas works for Northwind Systems.\n- Pablo reports to Amara.\n- Ravi reports to Jonas.\n- Tobias works for Crescent Telecom.\n- Lattice Analytics was founded in 1987.\n- Mara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1978.\n- Lattice Analytics is headquartered in Austin.\n- Yuki works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Tobias reports to Ravi.\n- Amara works for Lattice Analytics.\n- Mara reports to Pablo.\n- Northwind Systems was founded in 2010.\n- Jonas reports to Zoya.\n- Crescent Telecom was founded in 1984.\n- Zoya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31725", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6309: employee Aisha A., hired 15 April 2021, separated 29 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6309?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Zoya.\n- Beacon Insurance was founded in 1977.\n- Beacon Insurance is headquartered in Adelaide.\n- Felix works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Zoya reports to Lucia.\n- Lucia works for Meridian Bank.\n- Hana reports to Omar.\n- Hana works for Beacon Insurance.\n- Yuki reports to Hana.\n- Wren reports to Aisha.\n- Meridian Bank was founded in 1987.\n- Wren works for Beacon Insurance.\n- Omar reports to Felix.\n- Aisha works for Cobalt Health.\n- Yuki works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1996.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Cobalt Health is headquartered in Adelaide.\n- Zoya works for Ironwood Manufacturing.\n- Felix reports to Wren.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2007", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31727", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31728", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6633: employee Mara A., hired 20 August 2022, separated 06 August 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6633?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6633 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31729", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31730", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31731", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31732", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-6 (VERSION 5, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2845: employee Pablo R., hired 09 November 2022, separated 21 March 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-2845?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1981.\n- Tobias works for Northwind Systems.\n- Yuki reports to Tobias.\n- Lucia reports to Yuki.\n- Zoya works for Fernhill Foods.\n- Emeka works for Cedar Retail Group.\n- Lucia works for Northwind Systems.\n- Sofia works for Fernhill Foods.\n- Deshawn reports to Omar.\n- Summit Energy is headquartered in Brno.\n- Pablo reports to Elena.\n- Cedar Retail Group is headquartered in Ghent.\n- Zoya reports to Tessa.\n- Omar works for Summit Energy.\n- Elena reports to Lucia.\n- Summit Energy was founded in 2007.\n- Elena works for Summit Energy.\n- Tessa works for Northwind Systems.\n- Omar reports to Pablo.\n- Tobias reports to Zoya.\n- Viktor works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Leeds.\n- Northwind Systems is headquartered in Brno.\n- Fernhill Foods was founded in 2015.\n- Tessa reports to Emeka.\n- Sofia reports to Deshawn.\n- Cedar Retail Group was founded in 1998.\n- Pablo works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Emeka reports to Viktor.\n- Deshawn works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Kenji reports to Priya.\n- Zoya reports to Callum.\n- Sofia reports to Yuki.\n- Pinnacle Software was founded in 1985.\n- Priya reports to Ingrid.\n- Lattice Analytics was founded in 1988.\n- Viktor works for Northwind Systems.\n- Callum reports to Emeka.\n- Chiara reports to Sofia.\n- Emeka works for Fernhill Foods.\n- Kenji works for Pinnacle Software.\n- Zoya works for Northwind Systems.\n- Viktor reports to Zoya.\n- Northwind Systems was founded in 1999.\n- Sofia works for Northwind Systems.\n- Omar reports to Kenji.\n- Fernhill Foods was founded in 2014.\n- Ingrid reports to Chiara.\n- Priya works for Fernhill Foods.\n- Yuki reports to Viktor.\n- Omar works for Northwind Systems.\n- Chiara works for Pinnacle Software.\n- Northwind Systems is headquartered in Austin.\n- Tobias works for Lattice Analytics.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Yuki works for Northwind Systems.\n- Tobias reports to Omar.\n- Pinnacle Software is headquartered in Basel.\n- Lattice Analytics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Malmo.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1999.\n- Sanne works for Summit Energy.\n- Kenji reports to Sanne.\n- Mara works for Atlas Freight.\n- Anders reports to Kenji.\n- Anders works for Cobalt Health.\n- Helios Logistics is headquartered in Lyon.\n- Sanne reports to Deshawn.\n- Atlas Freight was founded in 2014.\n- Mara reports to Anders.\n- Felix reports to Viktor.\n- Kenji works for Helios Logistics.\n- Viktor works for Summit Energy.\n- Felix works for Summit Energy.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Deshawn works for Atlas Freight.\n- Helios Logistics was founded in 1975.\n- Summit Energy was founded in 1985.\n- Viktor reports to Mara.\n- Deshawn reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31736", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 46634\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31737", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 28 August 2022): For employees hired on or after 28 August 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6566: employee Pablo M., hired 15 December 2018, separated 18 August 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6566?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Tobias reports to Leila.\n- Anders reports to Tobias.\n- Amara reports to Omar.\n- Mateo works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Cedar Retail Group is headquartered in Austin.\n- Emeka reports to Chiara.\n- Chiara reports to Amara.\n- Fernhill Foods is headquartered in Ghent.\n- Zoya works for Summit Energy.\n- Meridian Bank is headquartered in Austin.\n- Emeka works for Summit Energy.\n- Anders works for Fernhill Foods.\n- Zoya reports to Mateo.\n- Meridian Bank was founded in 1984.\n- Viktor reports to Anders.\n- Cedar Retail Group was founded in 1978.\n- Chiara works for Fernhill Foods.\n- Summit Energy was founded in 1978.\n- Omar works for Summit Energy.\n- Hana reports to Viktor.\n- Leila works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Leila reports to Zoya.\n- Viktor works for Summit Energy.\n- Pablo reports to Hana.\n- Mateo reports to Emeka.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 2014.\n- Summit Energy is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31739", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31740", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 May 2025): For employees hired on or after 06 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4015: employee Aisha R., hired 09 March 2025, separated 13 January 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-4015 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$1,000", "2": "$3,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4015 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31741", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31742", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6897: employee Amara S., hired 12 May 2022, separated 23 July 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6897?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6897 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31743", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6086: employee Jonas K., hired 12 November 2023, separated 05 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6086?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Mei reports to Anders.\n- Cedar Retail Group is headquartered in Malmo.\n- Omar reports to Ingrid.\n- Crescent Telecom is headquartered in Brno.\n- Vantage Air is headquartered in Leeds.\n- Viktor works for Cedar Retail Group.\n- Anders reports to Aisha.\n- Sanne works for Cedar Retail Group.\n- Bruno reports to Tessa.\n- Wren works for Cobalt Health.\n- Sanne reports to Wren.\n- Lucia works for Crescent Telecom.\n- Cobalt Health is headquartered in Leeds.\n- Tessa reports to Lucia.\n- Emeka works for Cedar Retail Group.\n- Anders works for Vantage Air.\n- Bruno works for Crescent Telecom.\n- Cobalt Health was founded in 1987.\n- Ingrid works for Cedar Retail Group.\n- Crescent Telecom was founded in 1990.\n- Ingrid reports to Emeka.\n- Omar works for Vantage Air.\n- Aisha works for Crescent Telecom.\n- Viktor reports to Sanne.\n- Mei works for Cedar Retail Group.\n- Aisha reports to Bruno.\n- Cedar Retail Group was founded in 2006.\n- Lucia reports to Omar.\n- Wren reports to Mei.\n- Vantage Air was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 1977.\n- Mara works for Meridian Bank.\n- Deshawn reports to Ravi.\n- Kenji works for Meridian Bank.\n- Ravi reports to Mateo.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Ingrid reports to Deshawn.\n- Deshawn works for Ironwood Manufacturing.\n- Mateo reports to Chiara.\n- Mateo works for Meridian Bank.\n- Vantage Air was founded in 1999.\n- Kenji reports to Sanne.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Nagoya.\n- Meridian Bank was founded in 1977.\n- Ironwood Manufacturing was founded in 1986.\n- Chiara reports to Mara.\n- Mara reports to Kenji.\n- Ravi works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Basel.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31746", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks to send money", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31747", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9129: employee Leila T., hired 30 January 2022, separated 11 April 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-9129?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Mara reports to Aisha.\n- Ravi reports to Pablo.\n- Fernhill Foods was founded in 1999.\n- Fernhill Foods is headquartered in Lyon.\n- Helios Logistics was founded in 2002.\n- Bruno works for Vantage Air.\n- Mara works for Meridian Bank.\n- Sanne reports to Emeka.\n- Bruno reports to Sanne.\n- Vantage Air was founded in 1982.\n- Omar reports to Ravi.\n- Vantage Air is headquartered in Malmo.\n- Meridian Bank was founded in 2009.\n- Aisha works for Fernhill Foods.\n- Omar works for Helios Logistics.\n- Pablo works for Vantage Air.\n- Emeka works for Fernhill Foods.\n- Meridian Bank is headquartered in Lyon.\n- Aisha reports to Bruno.\n- Pablo reports to Mara.\n- Helios Logistics is headquartered in Nagoya.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31749", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Amara works for Cedar Retail Group.\n- Pablo works for Crescent Telecom.\n- Viktor works for Cedar Retail Group.\n- Pablo reports to Aisha.\n- Chiara reports to Pablo.\n- Ingrid works for Vantage Air.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Ravi works for Cedar Retail Group.\n- Beacon Insurance was founded in 2002.\n- Aisha reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Cedar Retail Group was founded in 1995.\n- Viktor reports to Ingrid.\n- Beacon Insurance is headquartered in Dunedin.\n- Vantage Air was founded in 2012.\n- Crescent Telecom was founded in 1990.\n- Amara reports to Tobias.\n- Aisha works for Vantage Air.\n- Tobias works for Crescent Telecom.\n- Bruno reports to Viktor.\n- Vantage Air is headquartered in Dunedin.\n- Felix reports to Amara.\n- Ravi reports to Felix.\n- Ingrid reports to Ravi.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1990", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31751", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31752", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6155: employee Lucia R., hired 09 April 2024, separated 20 October 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-6155 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$9,736", "2": "$12,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31753", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 29 October 2025): For employees hired on or after 29 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8275: employee Stefan M., hired 12 April 2025, separated 06 April 2027 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8275?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Jonas.\n- Jonas reports to Hana.\n- Elena works for Helios Logistics.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa works for Fernhill Foods.\n- Sanne reports to Zoya.\n- Mei reports to Sanne.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia works for Lattice Analytics.\n- Leila works for Helios Logistics.\n- Lattice Analytics was founded in 1981.\n- Elena reports to Leila.\n- Fernhill Foods is headquartered in Dunedin.\n- Mei works for Cedar Retail Group.\n- Bruno reports to Mei.\n- Leila reports to Lucia.\n- Cedar Retail Group was founded in 2001.\n- Fernhill Foods was founded in 1987.\n- Helios Logistics was founded in 1976.\n- Helios Logistics is headquartered in Dunedin.\n- Jonas works for Helios Logistics.\n- Bruno works for Fernhill Foods.\n- Hana reports to Tessa.\n- Hana works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Lucia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31755", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4116: employee Viktor A., hired 12 June 2021, separated 05 July 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4116?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31756", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31757", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 September 2023): For employees hired on or after 26 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8658: employee Wren M., hired 18 February 2022, separated 04 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8658?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8658 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31758", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1783: employee Sanne R., hired 14 February 2024, separated 23 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1783?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31759", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 5474\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31760", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-6267: employee Jonas R., hired 23 August 2023, separated 25 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-6267?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-6267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Pinnacle Software was founded in 1987.\n- Bruno works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Halifax.\n- Bruno reports to Yuki.\n- Amara reports to Ingrid.\n- Cobalt Health was founded in 1975.\n- Ingrid works for Fernhill Foods.\n- Zoya works for Ironwood Manufacturing.\n- Zoya reports to Nadia.\n- Nadia reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Fernhill Foods was founded in 1994.\n- Fernhill Foods is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 2008.\n- Ingrid reports to Anders.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Anders works for Ironwood Manufacturing.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Zoya.\n- Viktor reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cedar Retail Group.\n- Viktor works for Atlas Freight.\n- Cedar Retail Group was founded in 1995.\n- Dmitri reports to Anders.\n- Leila works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Leila reports to Deshawn.\n- Viktor reports to Leila.\n- Tessa works for Crescent Telecom.\n- Vantage Air was founded in 1989.\n- Atlas Freight is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Ghent.\n- Mateo works for Crescent Telecom.\n- Tessa reports to Dmitri.\n- Anders works for Crescent Telecom.\n- Deshawn reports to Mateo.\n- Crescent Telecom is headquartered in Halifax.\n- Atlas Freight was founded in 1993.\n- Vantage Air is headquartered in Halifax.\n- Lucia reports to Viktor.\n- Crescent Telecom was founded in 1990.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sofia.\n- Priya reports to Viktor.\n- Bluepine Aviation is headquartered in Adelaide.\n- Lattice Analytics was founded in 1987.\n- Hana reports to Stefan.\n- Viktor reports to Ravi.\n- Elena works for Meridian Bank.\n- Sofia works for Lattice Analytics.\n- Meridian Bank was founded in 2001.\n- Leila reports to Hana.\n- Vantage Air was founded in 1976.\n- Mara reports to Elena.\n- Bluepine Aviation was founded in 1980.\n- Meridian Bank is headquartered in Adelaide.\n- Mara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Vantage Air is headquartered in Adelaide.\n- Ravi works for Vantage Air.\n- Viktor works for Lattice Analytics.\n- Pablo reports to Mara.\n- Stefan works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Ravi reports to Leila.\n- Pablo works for Vantage Air.\n- Leila works for Bluepine Aviation.\n- Sofia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sanne.\n- Bruno works for Helios Logistics.\n- Mateo works for Atlas Freight.\n- Northwind Systems was founded in 1986.\n- Stefan works for Vantage Air.\n- Mateo reports to Emeka.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Mateo.\n- Lucia works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Atlas Freight was founded in 1976.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Helios Logistics was founded in 2003.\n- Vantage Air is headquartered in Adelaide.\n- Sanne reports to Lucia.\n- Sanne works for Northwind Systems.\n- Emeka reports to Stefan.\n- Sofia works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Helios Logistics is headquartered in Ghent.\n- Lucia reports to Jonas.\n- Bruno reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31766", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31767", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Northwind Systems was founded in 1993.\n- Sofia reports to Chiara.\n- Chiara works for Northwind Systems.\n- Hana works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Northwind Systems is headquartered in Ghent.\n- Beacon Insurance was founded in 1982.\n- Cedar Retail Group was founded in 1979.\n- Ravi works for Beacon Insurance.\n- Felix works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Felix reports to Ravi.\n- Pinnacle Software is headquartered in Halifax.\n- Pinnacle Software was founded in 1979.\n- Ravi reports to Zoya.\n- Nadia reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Stefan works for Cedar Retail Group.\n- Zoya reports to Hana.\n- Beacon Insurance is headquartered in Valencia.\n- Dmitri reports to Felix.\n- Chiara reports to Nadia.\n- Tobias reports to Dmitri.\n- Stefan reports to Sofia.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Austin.\n- Priya reports to Mara.\n- Tobias works for Northwind Systems.\n- Mara works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2002.\n- Lucia reports to Priya.\n- Ironwood Manufacturing was founded in 2005.\n- Fernhill Foods is headquartered in Bergen.\n- Fernhill Foods was founded in 1982.\n- Zoya works for Ironwood Manufacturing.\n- Tobias reports to Zoya.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum reports to Lucia.\n- Aisha reports to Sofia.\n- Callum works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Sofia reports to Callum.\n- Northwind Systems was founded in 1989.\n- Sofia works for Ironwood Manufacturing.\n- Priya works for Northwind Systems.\n- Aisha works for Ironwood Manufacturing.\n- Zoya reports to Aisha.\n- Atlas Freight is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31770", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3499: employee Jonas T., hired 26 January 2022, separated 29 March 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-3499 under the controlling rules.", "criteria": {"0": "$6,600", "1": "$8,000", "2": "$34,667", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation was founded in 2000.\n- Jonas reports to Tobias.\n- Wren works for Northwind Systems.\n- Tobias reports to Amara.\n- Cedar Retail Group was founded in 1998.\n- Aisha works for Summit Energy.\n- Wren reports to Ingrid.\n- Amara reports to Zoya.\n- Aisha reports to Jonas.\n- Northwind Systems is headquartered in Halifax.\n- Summit Energy was founded in 1982.\n- Northwind Systems was founded in 1995.\n- Bluepine Aviation is headquartered in Nagoya.\n- Summit Energy is headquartered in Bergen.\n- Omar works for Bluepine Aviation.\n- Amara works for Summit Energy.\n- Tobias works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Omar.\n- Omar reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31773", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31774", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31775", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31776", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 March 2024): For employees hired on or after 19 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7164: employee Lucia S., hired 27 May 2023, separated 04 September 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-7164 under the controlling rules.", "criteria": {"0": "$9,200", "1": "$8,700", "2": "$37,700", "3": "$8,625"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ravi.\n- Jonas reports to Omar.\n- Summit Energy was founded in 1991.\n- Meridian Bank is headquartered in Cork.\n- Omar works for Meridian Bank.\n- Mateo reports to Hana.\n- Northwind Systems was founded in 1997.\n- Viktor works for Atlas Freight.\n- Stefan works for Northwind Systems.\n- Hana reports to Jonas.\n- Omar reports to Stefan.\n- Hana works for Meridian Bank.\n- Atlas Freight was founded in 1989.\n- Stefan reports to Amara.\n- Anders reports to Viktor.\n- Summit Energy is headquartered in Ghent.\n- Nadia reports to Anders.\n- Northwind Systems is headquartered in Ghent.\n- Amara works for Summit Energy.\n- Viktor reports to Mateo.\n- Ravi works for Summit Energy.\n- Mateo works for Summit Energy.\n- Meridian Bank was founded in 2010.\n- Atlas Freight is headquartered in Ghent.\n- Nadia works for Meridian Bank.\n- Jonas works for Atlas Freight.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31778", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 December 2022): For employees hired on or after 08 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6767: employee Anders A., hired 17 October 2021, separated 06 March 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6767?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Anders reports to Elena.\n- Elena reports to Omar.\n- Atlas Freight is headquartered in Lyon.\n- Zoya works for Atlas Freight.\n- Anders works for Cedar Retail Group.\n- Viktor reports to Jonas.\n- Cedar Retail Group is headquartered in Lyon.\n- Zoya reports to Viktor.\n- Elena works for Bluepine Aviation.\n- Fernhill Foods was founded in 1990.\n- Viktor works for Bluepine Aviation.\n- Atlas Freight was founded in 1988.\n- Jonas reports to Anders.\n- Hana works for Fernhill Foods.\n- Hana reports to Zoya.\n- Bluepine Aviation is headquartered in Cork.\n- Jonas works for Fernhill Foods.\n- Bluepine Aviation was founded in 2000.\n- Cedar Retail Group was founded in 2010.\n- Bruno reports to Hana.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Callum reports to Mateo.\n- Fernhill Foods was founded in 2009.\n- Stefan reports to Omar.\n- Ironwood Manufacturing was founded in 2003.\n- Cedar Retail Group is headquartered in Basel.\n- Dmitri reports to Bruno.\n- Crescent Telecom is headquartered in Dunedin.\n- Omar reports to Sofia.\n- Anders reports to Mei.\n- Mateo works for Cedar Retail Group.\n- Bruno works for Ironwood Manufacturing.\n- Omar works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Tessa reports to Anders.\n- Nadia works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1990.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Tessa works for Cedar Retail Group.\n- Anders works for Crescent Telecom.\n- Bruno reports to Callum.\n- Callum works for Fernhill Foods.\n- Mateo reports to Nadia.\n- Dmitri works for Cedar Retail Group.\n- Sofia reports to Viktor.\n- Mei reports to Stefan.\n- Viktor reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31781", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 85670, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Wren reports to Emeka.\n- Summit Energy is headquartered in Valencia.\n- Callum works for Meridian Bank.\n- Zoya works for Atlas Freight.\n- Sanne reports to Jonas.\n- Aisha reports to Zoya.\n- Emeka works for Atlas Freight.\n- Dmitri reports to Callum.\n- Jonas works for Atlas Freight.\n- Summit Energy was founded in 2013.\n- Meridian Bank was founded in 1981.\n- Emeka reports to Ingrid.\n- Pinnacle Software was founded in 2004.\n- Stefan reports to Sanne.\n- Pinnacle Software is headquartered in Valencia.\n- Atlas Freight is headquartered in Porto.\n- Aisha works for Summit Energy.\n- Ingrid reports to Dmitri.\n- Wren works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Atlas Freight was founded in 2008.\n- Zoya reports to Stefan.\n- Jonas reports to Wren.\n- Ingrid works for Meridian Bank.\n- Stefan works for Summit Energy.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31783", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31784", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mei.\n- Summit Energy was founded in 1990.\n- Amara reports to Wren.\n- Pinnacle Software was founded in 1988.\n- Tobias works for Summit Energy.\n- Callum works for Summit Energy.\n- Anders reports to Felix.\n- Zoya reports to Callum.\n- Felix reports to Amara.\n- Wren reports to Tobias.\n- Pinnacle Software is headquartered in Tallinn.\n- Fernhill Foods was founded in 2010.\n- Wren works for Fernhill Foods.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Anders works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy is headquartered in Porto.\n- Felix works for Pinnacle Software.\n- Amara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tallinn.\n- Mei reports to Zoya.\n- Zoya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31786", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Malmo.\n- Omar works for Helios Logistics.\n- Atlas Freight is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Brno.\n- Aisha reports to Kenji.\n- Mateo reports to Deshawn.\n- Helios Logistics was founded in 1983.\n- Lucia reports to Callum.\n- Callum reports to Omar.\n- Deshawn works for Cobalt Health.\n- Atlas Freight was founded in 2004.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Omar reports to Mateo.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2006.\n- Cobalt Health was founded in 2000.\n- Wren reports to Aisha.\n- Lucia works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Deshawn reports to Wren.\n- Kenji reports to Yuki.\n- Mateo works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Leila reports to Lucia.\n- Leila works for Helios Logistics.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31788", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31789", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2014.\n- Cobalt Health is headquartered in Adelaide.\n- Felix reports to Priya.\n- Bluepine Aviation is headquartered in Lyon.\n- Anders works for Vantage Air.\n- Priya reports to Aisha.\n- Dmitri reports to Zoya.\n- Vantage Air is headquartered in Adelaide.\n- Aisha reports to Sofia.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Omar.\n- Sofia works for Ironwood Manufacturing.\n- Felix works for Bluepine Aviation.\n- Aisha works for Ironwood Manufacturing.\n- Omar works for Cobalt Health.\n- Omar reports to Felix.\n- Cobalt Health was founded in 2009.\n- Sofia reports to Dmitri.\n- Bluepine Aviation was founded in 1977.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Bluepine Aviation.\n- Jonas reports to Anders.\n- Zoya works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1996.\n- Zoya reports to Emeka.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31791", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31792", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 October 2025): For employees hired on or after 03 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6627: employee Callum K., hired 09 November 2022, separated 06 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6627?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31793", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 19 September 2024): For employees hired on or after 19 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5251: employee Sofia K., hired 07 August 2024, separated 07 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-5251?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Anders.\n- Fernhill Foods was founded in 2006.\n- Lucia works for Fernhill Foods.\n- Vantage Air is headquartered in Halifax.\n- Mara works for Fernhill Foods.\n- Pablo reports to Lucia.\n- Lucia reports to Callum.\n- Amara works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Northwind Systems is headquartered in Lyon.\n- Hana works for Vantage Air.\n- Aisha reports to Omar.\n- Fernhill Foods is headquartered in Halifax.\n- Omar reports to Nadia.\n- Callum works for Fernhill Foods.\n- Anders reports to Mara.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Mara reports to Hana.\n- Pablo works for Northwind Systems.\n- Sofia works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1978.\n- Callum reports to Sanne.\n- Omar works for Vantage Air.\n- Nadia works for Fernhill Foods.\n- Amara reports to Sofia.\n- Hana reports to Amara.\n- Vantage Air was founded in 1984.\n- Sofia reports to Aisha.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1976", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Omar.\n- Felix works for Meridian Bank.\n- Pinnacle Software is headquartered in Tallinn.\n- Priya reports to Jonas.\n- Meridian Bank is headquartered in Oslo.\n- Elena works for Crescent Telecom.\n- Omar works for Lattice Analytics.\n- Pablo reports to Mara.\n- Mara works for Lattice Analytics.\n- Yuki works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Pablo works for Crescent Telecom.\n- Deshawn reports to Emeka.\n- Lattice Analytics is headquartered in Oslo.\n- Zoya works for Lattice Analytics.\n- Elena reports to Pablo.\n- Ingrid reports to Deshawn.\n- Priya works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Emeka reports to Elena.\n- Felix reports to Ingrid.\n- Pinnacle Software was founded in 2002.\n- Zoya reports to Felix.\n- Crescent Telecom was founded in 1991.\n- Emeka works for Pinnacle Software.\n- Crescent Telecom is headquartered in Tallinn.\n- Mara reports to Yuki.\n- Jonas reports to Zoya.\n- Jonas works for Meridian Bank.\n- Lattice Analytics was founded in 1979.\n- Meridian Bank was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31796", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31797", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-3 (VERSION 2, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 July 2023): For employees hired on or after 14 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2677: employee Amara B., hired 08 January 2023, separated 24 November 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2677?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2677 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31798", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31799", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31800", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31801", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31802", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31803", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4565: employee Chiara A., hired 03 June 2021, separated 16 December 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4565?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2008.\n- Nadia reports to Hana.\n- Northwind Systems is headquartered in Porto.\n- Mateo reports to Stefan.\n- Jonas reports to Lucia.\n- Chiara reports to Callum.\n- Felix works for Fernhill Foods.\n- Jonas works for Fernhill Foods.\n- Felix reports to Nadia.\n- Helios Logistics is headquartered in Valencia.\n- Chiara works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Kenji works for Northwind Systems.\n- Lucia reports to Kenji.\n- Mateo works for Atlas Freight.\n- Nadia works for Helios Logistics.\n- Fernhill Foods was founded in 2003.\n- Northwind Systems was founded in 1981.\n- Callum works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Kenji reports to Felix.\n- Hana works for Helios Logistics.\n- Hana reports to Mateo.\n- Lucia works for Fernhill Foods.\n- Helios Logistics was founded in 1982.\n- Atlas Freight is headquartered in Porto.\n- Callum reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Malmo", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31805", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Cobalt Health was founded in 1997.\n- Sofia works for Cedar Retail Group.\n- Elena reports to Sofia.\n- Wren reports to Lucia.\n- Crescent Telecom was founded in 2004.\n- Lucia works for Crescent Telecom.\n- Hana reports to Wren.\n- Ingrid works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Bluepine Aviation was founded in 2015.\n- Bluepine Aviation is headquartered in Brno.\n- Elena works for Crescent Telecom.\n- Ingrid reports to Anders.\n- Crescent Telecom is headquartered in Lyon.\n- Lucia reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Austin.\n- Hana works for Bluepine Aviation.\n- Priya reports to Elena.\n- Sofia reports to Ingrid.\n- Deshawn reports to Priya.\n- Anders reports to Sanne.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2009.\n- Cobalt Health is headquartered in Bergen.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31807", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2034: employee Mei T., hired 24 July 2020, separated 24 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2034?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31808", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7082: employee Tobias K., hired 13 May 2023, separated 22 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7082?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31809", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1078: employee Anders R., hired 29 October 2023, separated 03 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1078?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31810", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Atlas Freight is headquartered in Malmo.\n- Dmitri reports to Pablo.\n- Pablo works for Atlas Freight.\n- Mara works for Vantage Air.\n- Lucia reports to Yuki.\n- Pinnacle Software was founded in 1999.\n- Pablo reports to Hana.\n- Stefan reports to Ingrid.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 2012.\n- Atlas Freight was founded in 2005.\n- Beacon Insurance is headquartered in Cork.\n- Ingrid reports to Lucia.\n- Hana works for Pinnacle Software.\n- Mara reports to Wren.\n- Vantage Air is headquartered in Austin.\n- Wren reports to Sanne.\n- Lucia works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Yuki reports to Chiara.\n- Chiara reports to Aisha.\n- Ingrid works for Pinnacle Software.\n- Sanne reports to Stefan.\n- Hana reports to Mara.\n- Dmitri works for Atlas Freight.\n- Yuki works for Beacon Insurance.\n- Vantage Air was founded in 2008.\n- Chiara works for Atlas Freight.\n- Sanne works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31811", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 September 2025): For employees hired on or after 03 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4333: employee Amara M., hired 18 September 2024, separated 19 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4333?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Bruno works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 2014.\n- Hana works for Crescent Telecom.\n- Nadia reports to Deshawn.\n- Summit Energy is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Sanne works for Beacon Insurance.\n- Ravi works for Ironwood Manufacturing.\n- Bruno reports to Ravi.\n- Mara works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Summit Energy was founded in 1985.\n- Pablo reports to Mara.\n- Ravi reports to Pablo.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tallinn.\n- Mara reports to Nadia.\n- Crescent Telecom was founded in 1992.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Deshawn reports to Hana.\n- Ironwood Manufacturing was founded in 2014.\n- Tobias reports to Bruno.\n- Hana reports to Jonas.\n- Tobias works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Oslo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31813", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31814", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31815", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2278: employee Stefan B., hired 20 July 2022, separated 06 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2278?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2278 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31816", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31817", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31818", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4995: employee Wren S., hired 12 December 2022, separated 14 April 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4995?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4995 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31819", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4406: employee Nadia B., hired 23 May 2021, separated 06 February 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4406?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Sanne.\n- Wren reports to Ravi.\n- Yuki reports to Jonas.\n- Ravi reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Halifax.\n- Yuki works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1978.\n- Jonas works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Halifax.\n- Cedar Retail Group was founded in 2010.\n- Wren works for Vantage Air.\n- Mateo works for Vantage Air.\n- Vantage Air was founded in 2013.\n- Mateo reports to Yuki.\n- Beacon Insurance was founded in 1994.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Jonas reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Chiara works for Beacon Insurance.\n- Sanne reports to Wren.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31821", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 13 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 13 December 2024): For employees hired on or after 13 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1869: employee Mara K., hired 23 May 2023, separated 07 February 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1869?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31822", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8498: employee Leila R., hired 24 May 2023, separated 12 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8498?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31823", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31824", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 15 March 2025): For employees hired on or after 15 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8025: employee Leila M., hired 18 September 2023, separated 01 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8025?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31825", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 November 2024): For employees hired on or after 21 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6160: employee Yuki B., hired 11 June 2022, separated 10 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6160?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6160 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31826", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 May 2025): For employees hired on or after 14 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5366: employee Wren A., hired 07 January 2022, separated 20 August 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5366?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31827", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6570: employee Jonas K., hired 15 April 2023, separated 18 January 2027 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6570?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6570 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31828", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 June 2024): For employees hired on or after 05 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2992: employee Ravi A., hired 15 June 2022, separated 02 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2992?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31829", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31830", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Yuki.\n- Leila works for Helios Logistics.\n- Leila reports to Sanne.\n- Wren reports to Omar.\n- Sanne reports to Viktor.\n- Helios Logistics is headquartered in Halifax.\n- Yuki reports to Priya.\n- Wren works for Vantage Air.\n- Yuki works for Bluepine Aviation.\n- Vantage Air was founded in 1981.\n- Priya works for Bluepine Aviation.\n- Helios Logistics was founded in 1981.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1990.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Bluepine Aviation was founded in 2002.\n- Omar works for Helios Logistics.\n- Vantage Air is headquartered in Halifax.\n- Mateo works for Atlas Freight.\n- Mateo reports to Leila.\n- Bluepine Aviation is headquartered in Porto.\n- Priya reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Atlas Freight was founded in 2014.\n- Bruno works for Meridian Bank.\n- Viktor works for Cobalt Health.\n- Viktor reports to Bruno.\n- Priya reports to Callum.\n- Elena works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Mei reports to Zoya.\n- Bluepine Aviation was founded in 1991.\n- Atlas Freight is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Nagoya.\n- Elena reports to Viktor.\n- Yuki works for Cobalt Health.\n- Bruno reports to Yuki.\n- Callum reports to Mei.\n- Zoya reports to Elena.\n- Meridian Bank was founded in 2015.\n- Meridian Bank is headquartered in Halifax.\n- Mei works for Bluepine Aviation.\n- Cobalt Health is headquartered in Halifax.\n- Cobalt Health was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31833", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1005: employee Callum A., hired 20 September 2023, separated 01 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1005?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Dmitri.\n- Ingrid works for Ironwood Manufacturing.\n- Tessa works for Beacon Insurance.\n- Ingrid reports to Tessa.\n- Viktor works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1994.\n- Lattice Analytics was founded in 1980.\n- Beacon Insurance is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Dmitri reports to Sofia.\n- Ravi works for Atlas Freight.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Dunedin.\n- Viktor reports to Hana.\n- Atlas Freight was founded in 2004.\n- Sofia reports to Yuki.\n- Hana works for Beacon Insurance.\n- Sofia works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Yuki reports to Viktor.\n- Dmitri works for Lattice Analytics.\n- Beacon Insurance was founded in 1996.\n- Tessa reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Vantage Air is headquartered in Adelaide.\n- Wren reports to Sanne.\n- Northwind Systems is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Mateo reports to Omar.\n- Zoya reports to Hana.\n- Crescent Telecom was founded in 2003.\n- Vantage Air was founded in 2007.\n- Elena reports to Callum.\n- Mei reports to Wren.\n- Northwind Systems was founded in 2005.\n- Sanne works for Crescent Telecom.\n- Hana reports to Mei.\n- Omar works for Lattice Analytics.\n- Callum reports to Zoya.\n- Nadia works for Northwind Systems.\n- Zoya works for Vantage Air.\n- Lattice Analytics is headquartered in Oslo.\n- Mei works for Vantage Air.\n- Mateo works for Crescent Telecom.\n- Lattice Analytics was founded in 1983.\n- Wren works for Northwind Systems.\n- Sanne reports to Mateo.\n- Nadia reports to Elena.\n- Callum works for Lattice Analytics.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31836", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Dmitri.\n- Omar reports to Stefan.\n- Callum works for Cobalt Health.\n- Dmitri reports to Omar.\n- Yuki reports to Kenji.\n- Leila works for Bluepine Aviation.\n- Sanne reports to Yuki.\n- Bruno reports to Mateo.\n- Atlas Freight is headquartered in Ghent.\n- Kenji reports to Bruno.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Callum.\n- Kenji works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Pinnacle Software is headquartered in Lyon.\n- Bluepine Aviation was founded in 1995.\n- Atlas Freight was founded in 2012.\n- Dmitri works for Cobalt Health.\n- Bluepine Aviation is headquartered in Bergen.\n- Mateo works for Atlas Freight.\n- Cobalt Health was founded in 2008.\n- Cobalt Health is headquartered in Lyon.\n- Callum reports to Leila.\n- Yuki works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Pinnacle Software was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31838", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31839", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31840", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-5377: employee Viktor S., hired 09 July 2020, separated 24 March 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-5377 under the controlling rules.", "criteria": {"0": "$59,800", "1": "$13,800", "2": "$13,875", "3": "$12,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-5377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Wren reports to Callum.\n- Vantage Air was founded in 2010.\n- Vantage Air is headquartered in Austin.\n- Bruno reports to Viktor.\n- Mara works for Vantage Air.\n- Sanne reports to Chiara.\n- Summit Energy is headquartered in Leeds.\n- Viktor reports to Mara.\n- Chiara works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Viktor works for Vantage Air.\n- Crescent Telecom was founded in 1999.\n- Fernhill Foods is headquartered in Basel.\n- Crescent Telecom is headquartered in Basel.\n- Summit Energy was founded in 1983.\n- Mara reports to Wren.\n- Bruno works for Summit Energy.\n- Callum reports to Ravi.\n- Fernhill Foods was founded in 1987.\n- Callum works for Summit Energy.\n- Chiara reports to Bruno.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31842", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31843", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 28 October 2025): For employees hired on or after 28 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6036: employee Elena K., hired 10 October 2022, separated 08 January 2027 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6036?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31844", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5669: employee Nadia A., hired 22 September 2020, separated 07 March 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5669?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31845", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5682: employee Elena M., hired 11 April 2021, separated 12 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5682?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31846", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-6 (VERSION 6, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3896: employee Tobias T., hired 22 April 2024, separated 23 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3896?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3896 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31847", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Sofia reports to Chiara.\n- Sanne works for Beacon Insurance.\n- Ravi works for Lattice Analytics.\n- Nadia reports to Tessa.\n- Ravi reports to Callum.\n- Tessa reports to Sofia.\n- Cobalt Health was founded in 2009.\n- Emeka works for Lattice Analytics.\n- Zoya reports to Sanne.\n- Chiara reports to Mei.\n- Beacon Insurance is headquartered in Brno.\n- Callum reports to Tobias.\n- Mei works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Beacon Insurance was founded in 1997.\n- Tessa works for Lattice Analytics.\n- Tobias works for Beacon Insurance.\n- Lattice Analytics was founded in 2008.\n- Wren reports to Ravi.\n- Lattice Analytics is headquartered in Malmo.\n- Chiara works for Beacon Insurance.\n- Tobias reports to Zoya.\n- Callum works for Bluepine Aviation.\n- Mei reports to Emeka.\n- Zoya works for Bluepine Aviation.\n- Wren works for Beacon Insurance.\n- Sanne reports to Nadia.\n- Cobalt Health is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mara.\n- Leila works for Northwind Systems.\n- Mara reports to Lucia.\n- Kenji reports to Hana.\n- Tobias reports to Leila.\n- Leila reports to Kenji.\n- Lucia reports to Pablo.\n- Beacon Insurance is headquartered in Adelaide.\n- Kenji works for Beacon Insurance.\n- Ingrid reports to Jonas.\n- Beacon Insurance was founded in 1987.\n- Nadia reports to Tobias.\n- Northwind Systems was founded in 2004.\n- Hana works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air was founded in 2013.\n- Mara works for Beacon Insurance.\n- Nadia works for Ironwood Manufacturing.\n- Pablo works for Beacon Insurance.\n- Northwind Systems is headquartered in Nagoya.\n- Jonas reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Deshawn reports to Stefan.\n- Lucia works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Jonas works for Beacon Insurance.\n- Stefan works for Ironwood Manufacturing.\n- Stefan reports to Nadia.\n- Ingrid works for Vantage Air.\n- Tobias works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31850", "family": "intent_hardneg", "state": "Incoming support message:\n\"34184 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31851", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-5 (VERSION 5, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7360: employee Felix M., hired 16 January 2023, separated 07 February 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-7360 under the controlling rules.", "criteria": {"0": "$5,692", "1": "$22,500", "2": "$4,284", "3": "$5,192"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Kenji.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 1987.\n- Vantage Air was founded in 2007.\n- Kenji works for Summit Energy.\n- Yuki works for Summit Energy.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Elena reports to Tessa.\n- Pinnacle Software was founded in 2011.\n- Deshawn works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Helios Logistics is headquartered in Lyon.\n- Pinnacle Software is headquartered in Tallinn.\n- Priya works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Viktor works for Pinnacle Software.\n- Sanne reports to Priya.\n- Yuki reports to Hana.\n- Helios Logistics was founded in 2002.\n- Aisha reports to Yuki.\n- Vantage Air is headquartered in Lyon.\n- Tessa reports to Felix.\n- Hana reports to Deshawn.\n- Kenji reports to Sanne.\n- Aisha works for Vantage Air.\n- Sanne works for Summit Energy.\n- Priya reports to Viktor.\n- Viktor reports to Elena.\n- Felix works for Helios Logistics.\n- Felix reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31853", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1397: employee Anders K., hired 21 September 2020, separated 26 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1397?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31854", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31855", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9306: employee Bruno B., hired 18 February 2024, separated 26 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-9306 under the controlling rules.", "criteria": {"0": "$1,125", "1": "$2,500", "2": "$3,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31856", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 September 2025): For employees hired on or after 10 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7162: employee Hana T., hired 13 October 2024, separated 29 November 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7162?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7162 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31857", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6582: employee Viktor M., hired 16 April 2022, separated 22 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6582?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Callum.\n- Zoya works for Lattice Analytics.\n- Lucia reports to Tessa.\n- Pinnacle Software was founded in 2010.\n- Mei reports to Amara.\n- Pinnacle Software is headquartered in Malmo.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Pablo reports to Mei.\n- Tessa works for Summit Energy.\n- Chiara works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Tessa reports to Zoya.\n- Felix reports to Leila.\n- Lattice Analytics is headquartered in Adelaide.\n- Lattice Analytics was founded in 2011.\n- Stefan reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Mei works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2012.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Callum reports to Felix.\n- Chiara reports to Lucia.\n- Pablo works for Summit Energy.\n- Leila reports to Chiara.\n- Lucia works for Lattice Analytics.\n- Zoya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31859", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks to send money", "3": "asks for account balance", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31860", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Play Music — asks to play audio", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31861", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 April 2024): For employees hired on or after 10 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7549: employee Zoya M., hired 26 July 2023, separated 01 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7549?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31862", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2549: employee Ingrid M., hired 28 May 2020, separated 24 April 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-2549 under the controlling rules.", "criteria": {"0": "$9,800", "1": "$9,750", "2": "$10,800", "3": "$42,467"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Chiara works for Meridian Bank.\n- Callum reports to Mei.\n- Tobias reports to Yuki.\n- Pablo reports to Chiara.\n- Vantage Air is headquartered in Porto.\n- Pinnacle Software was founded in 2007.\n- Callum works for Vantage Air.\n- Yuki works for Pinnacle Software.\n- Meridian Bank was founded in 2006.\n- Priya works for Pinnacle Software.\n- Meridian Bank is headquartered in Leeds.\n- Lucia reports to Pablo.\n- Tobias works for Fernhill Foods.\n- Lucia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Austin.\n- Ingrid works for Fernhill Foods.\n- Ingrid reports to Lucia.\n- Mei reports to Viktor.\n- Viktor works for Vantage Air.\n- Priya reports to Tobias.\n- Mei works for Meridian Bank.\n- Pinnacle Software is headquartered in Lyon.\n- Vantage Air was founded in 1981.\n- Viktor reports to Priya.\n- Fernhill Foods was founded in 1991.\n- Chiara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Viktor reports to Mateo.\n- Mateo reports to Mara.\n- Kenji works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tampere.\n- Crescent Telecom is headquartered in Tampere.\n- Nadia reports to Sanne.\n- Fernhill Foods is headquartered in Bergen.\n- Cobalt Health is headquartered in Tampere.\n- Viktor works for Crescent Telecom.\n- Bruno works for Fernhill Foods.\n- Nadia works for Crescent Telecom.\n- Sanne reports to Dmitri.\n- Dmitri reports to Yuki.\n- Fernhill Foods was founded in 1993.\n- Yuki works for Crescent Telecom.\n- Cedar Retail Group was founded in 2005.\n- Kenji reports to Viktor.\n- Mateo works for Fernhill Foods.\n- Mei works for Cedar Retail Group.\n- Crescent Telecom was founded in 2000.\n- Cobalt Health was founded in 1978.\n- Mara works for Cobalt Health.\n- Mara reports to Bruno.\n- Yuki reports to Mei.\n- Mei reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31865", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8386: employee Mei S., hired 08 January 2023, separated 15 July 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8386?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Zoya reports to Leila.\n- Leila works for Bluepine Aviation.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Sofia works for Bluepine Aviation.\n- Callum reports to Bruno.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 1979.\n- Ironwood Manufacturing is headquartered in Brno.\n- Leila reports to Deshawn.\n- Northwind Systems was founded in 2000.\n- Deshawn works for Summit Energy.\n- Northwind Systems is headquartered in Tallinn.\n- Stefan works for Ironwood Manufacturing.\n- Kenji works for Summit Energy.\n- Bluepine Aviation is headquartered in Cork.\n- Stefan reports to Kenji.\n- Kenji reports to Zoya.\n- Summit Energy is headquartered in Brno.\n- Bluepine Aviation was founded in 1984.\n- Zoya works for Bluepine Aviation.\n- Bruno reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Dmitri.\n- Atlas Freight is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Atlas Freight.\n- Aisha works for Fernhill Foods.\n- Hana works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Mara reports to Elena.\n- Mara works for Bluepine Aviation.\n- Fernhill Foods was founded in 1999.\n- Omar reports to Stefan.\n- Helios Logistics was founded in 1989.\n- Hana reports to Yuki.\n- Helios Logistics is headquartered in Adelaide.\n- Aisha reports to Amara.\n- Anders works for Bluepine Aviation.\n- Amara reports to Zoya.\n- Atlas Freight was founded in 2013.\n- Amara works for Fernhill Foods.\n- Elena works for Bluepine Aviation.\n- Zoya reports to Hana.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Elena reports to Omar.\n- Stefan reports to Viktor.\n- Stefan works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Omar works for Helios Logistics.\n- Yuki reports to Mara.\n- Viktor reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31868", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31869", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31870", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31871", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Sofia.\n- Northwind Systems is headquartered in Turku.\n- Stefan works for Vantage Air.\n- Ravi reports to Stefan.\n- Sofia reports to Anders.\n- Cobalt Health was founded in 2007.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Jonas reports to Dmitri.\n- Bluepine Aviation was founded in 1988.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Pablo.\n- Sofia works for Vantage Air.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1996.\n- Mara works for Cobalt Health.\n- Northwind Systems was founded in 1985.\n- Anders reports to Ravi.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Stefan reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Nagoya", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31874", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31875", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2846: employee Omar K., hired 31 May 2023, separated 21 May 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-2846 under the controlling rules.", "criteria": {"0": "$6,923", "1": "$7,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1997.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 1986.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Amara works for Cobalt Health.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Pinnacle Software was founded in 2001.\n- Felix works for Cobalt Health.\n- Sofia works for Atlas Freight.\n- Priya reports to Leila.\n- Leila works for Atlas Freight.\n- Nadia reports to Tobias.\n- Meridian Bank was founded in 2002.\n- Callum reports to Sofia.\n- Tobias reports to Priya.\n- Amara reports to Nadia.\n- Sanne reports to Amara.\n- Cobalt Health is headquartered in Tampere.\n- Nadia works for Pinnacle Software.\n- Meridian Bank is headquartered in Oslo.\n- Tobias works for Cobalt Health.\n- Leila reports to Ravi.\n- Sofia reports to Sanne.\n- Felix reports to Callum.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1995", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Yuki reports to Viktor.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Felix reports to Ingrid.\n- Cobalt Health was founded in 1982.\n- Ingrid works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Malmo.\n- Cobalt Health is headquartered in Malmo.\n- Viktor reports to Chiara.\n- Leila works for Bluepine Aviation.\n- Leila reports to Felix.\n- Chiara works for Cobalt Health.\n- Deshawn reports to Dmitri.\n- Chiara reports to Leila.\n- Ingrid reports to Deshawn.\n- Crescent Telecom was founded in 1978.\n- Bluepine Aviation was founded in 1994.\n- Yuki works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Crescent Telecom is headquartered in Turku.\n- Fernhill Foods is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31878", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31879", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31880", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31881", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5715: employee Nadia K., hired 10 March 2022, separated 22 September 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5715?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31882", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31883", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31884", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Jonas.\n- Viktor works for Meridian Bank.\n- Cedar Retail Group is headquartered in Cork.\n- Cedar Retail Group was founded in 1981.\n- Amara works for Meridian Bank.\n- Priya reports to Chiara.\n- Chiara works for Vantage Air.\n- Ravi works for Ironwood Manufacturing.\n- Zoya works for Cedar Retail Group.\n- Elena reports to Priya.\n- Amara reports to Viktor.\n- Meridian Bank was founded in 1996.\n- Chiara reports to Aisha.\n- Aisha works for Vantage Air.\n- Ironwood Manufacturing was founded in 1995.\n- Priya works for Meridian Bank.\n- Jonas reports to Ravi.\n- Ravi reports to Amara.\n- Viktor reports to Dmitri.\n- Vantage Air was founded in 1993.\n- Dmitri works for Vantage Air.\n- Dmitri reports to Elena.\n- Jonas works for Cedar Retail Group.\n- Elena works for Vantage Air.\n- Meridian Bank is headquartered in Basel.\n- Vantage Air is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Lyon.\n- Pablo reports to Priya.\n- Tessa works for Ironwood Manufacturing.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics is headquartered in Lyon.\n- Jonas reports to Viktor.\n- Cobalt Health is headquartered in Lyon.\n- Priya reports to Jonas.\n- Hana works for Lattice Analytics.\n- Cobalt Health was founded in 2000.\n- Elena reports to Pablo.\n- Ironwood Manufacturing is headquartered in Basel.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 2013.\n- Viktor works for Lattice Analytics.\n- Pablo works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Tessa reports to Chiara.\n- Elena works for Ironwood Manufacturing.\n- Chiara reports to Amara.\n- Ironwood Manufacturing was founded in 2014.\n- Chiara works for Lattice Analytics.\n- Amara reports to Elena.\n- Lattice Analytics was founded in 1982.\n- Jonas works for Cobalt Health.\n- Hana reports to Ingrid.\n- Ingrid reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2016", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31887", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 7, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6807: employee Viktor A., hired 18 November 2024, separated 09 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6807?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31888", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6455: employee Priya B., hired 15 April 2023, separated 23 September 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6455?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6455 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-31889", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31890", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7347: employee Callum R., hired 20 August 2022, separated 11 October 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2025-7347 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,800", "2": "$7,875", "3": "$8,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Austin.\n- Cedar Retail Group is headquartered in Basel.\n- Sanne works for Bluepine Aviation.\n- Felix reports to Priya.\n- Crescent Telecom was founded in 1980.\n- Leila works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Summit Energy was founded in 1980.\n- Kenji works for Summit Energy.\n- Priya reports to Bruno.\n- Bluepine Aviation is headquartered in Leeds.\n- Bluepine Aviation was founded in 2008.\n- Felix works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1998.\n- Pablo reports to Callum.\n- Priya works for Bluepine Aviation.\n- Pablo works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Callum reports to Sanne.\n- Kenji reports to Pablo.\n- Callum works for Summit Energy.\n- Sanne reports to Felix.\n- Leila reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31892", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31893", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6561: employee Sofia S., hired 07 July 2022, separated 23 October 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-8-2025-6561 under the controlling rules.", "criteria": {"0": "$5,175", "1": "$4,600", "2": "$5,100", "3": "$22,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31894", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31895", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31896", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31897", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6419: employee Chiara A., hired 03 May 2023, separated 27 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6419?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31898", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5864: employee Hana S., hired 27 October 2022, separated 05 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5864?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31899", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9281: employee Yuki R., hired 07 February 2023, separated 25 July 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-9281 under the controlling rules.", "criteria": {"0": "$3,125", "1": "$5,000", "2": "$21,667", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Callum.\n- Wren reports to Kenji.\n- Kenji works for Atlas Freight.\n- Crescent Telecom was founded in 2014.\n- Zoya reports to Ravi.\n- Amara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Amara reports to Wren.\n- Sanne works for Pinnacle Software.\n- Sanne reports to Amara.\n- Lattice Analytics was founded in 1975.\n- Callum reports to Stefan.\n- Pinnacle Software is headquartered in Nagoya.\n- Tessa reports to Mei.\n- Stefan works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Crescent Telecom is headquartered in Dunedin.\n- Mei works for Pinnacle Software.\n- Kenji reports to Tessa.\n- Ravi reports to Sanne.\n- Wren works for Pinnacle Software.\n- Tessa works for Crescent Telecom.\n- Pinnacle Software was founded in 1994.\n- Ravi works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 1985.\n- Zoya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31901", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "referral", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1993.\n- Pinnacle Software is headquartered in Austin.\n- Nadia reports to Leila.\n- Dmitri reports to Kenji.\n- Pinnacle Software was founded in 1989.\n- Hana reports to Nadia.\n- Beacon Insurance is headquartered in Turku.\n- Hana works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Ravi works for Vantage Air.\n- Dmitri works for Pinnacle Software.\n- Leila reports to Dmitri.\n- Sofia works for Pinnacle Software.\n- Vantage Air was founded in 1985.\n- Deshawn works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Vantage Air is headquartered in Nagoya.\n- Nadia works for Summit Energy.\n- Sofia reports to Hana.\n- Deshawn reports to Ravi.\n- Beacon Insurance was founded in 2011.\n- Kenji reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1992", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31903", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1978.\n- Deshawn works for Lattice Analytics.\n- Zoya works for Beacon Insurance.\n- Yuki reports to Amara.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Porto.\n- Felix works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Priya reports to Felix.\n- Lattice Analytics is headquartered in Oslo.\n- Beacon Insurance was founded in 1987.\n- Kenji reports to Zoya.\n- Hana works for Beacon Insurance.\n- Deshawn reports to Aisha.\n- Beacon Insurance is headquartered in Oslo.\n- Felix reports to Hana.\n- Aisha reports to Priya.\n- Cedar Retail Group was founded in 2012.\n- Priya works for Cedar Retail Group.\n- Zoya reports to Elena.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 1989.\n- Amara reports to Deshawn.\n- Kenji works for Lattice Analytics.\n- Hana reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31906", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-4 (VERSION 3, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3549: employee Felix K., hired 17 June 2020, separated 03 September 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3549?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Anders works for Bluepine Aviation.\n- Pablo works for Northwind Systems.\n- Anders reports to Mateo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Jonas reports to Pablo.\n- Jonas works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Leila reports to Wren.\n- Fernhill Foods is headquartered in Bergen.\n- Ingrid works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Omar works for Ironwood Manufacturing.\n- Ingrid reports to Jonas.\n- Bluepine Aviation was founded in 2002.\n- Northwind Systems was founded in 2002.\n- Northwind Systems is headquartered in Bergen.\n- Omar reports to Ingrid.\n- Fernhill Foods was founded in 1989.\n- Ironwood Manufacturing was founded in 2003.\n- Pablo reports to Dmitri.\n- Mateo reports to Omar.\n- Viktor works for Northwind Systems.\n- Mateo works for Ironwood Manufacturing.\n- Lucia reports to Viktor.\n- Dmitri reports to Leila.\n- Viktor reports to Mara.\n- Mara reports to Anders.\n- Lucia works for Ironwood Manufacturing.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31908", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7253: employee Hana M., hired 06 June 2022, separated 06 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-7253?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31909", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-2809: employee Mei M., hired 21 March 2024, separated 22 December 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-2809 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$1,400", "2": "$1,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-2809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mei.\n- Kenji works for Fernhill Foods.\n- Summit Energy is headquartered in Leeds.\n- Nadia reports to Sofia.\n- Aisha reports to Stefan.\n- Ironwood Manufacturing was founded in 1985.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Aisha works for Summit Energy.\n- Stefan reports to Mara.\n- Fernhill Foods is headquartered in Ghent.\n- Sofia reports to Kenji.\n- Stefan works for Fernhill Foods.\n- Kenji reports to Lucia.\n- Mara works for Fernhill Foods.\n- Wren works for Summit Energy.\n- Wren reports to Aisha.\n- Summit Energy was founded in 1980.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Nadia.\n- Lucia reports to Wren.\n- Meridian Bank was founded in 1992.\n- Fernhill Foods was founded in 1993.\n- Lucia works for Summit Energy.\n- Meridian Bank is headquartered in Nagoya.\n- Sofia works for Summit Energy.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1988", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31911", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 December 2023): For employees hired on or after 20 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1454: employee Pablo K., hired 17 January 2021, separated 16 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1454?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31912", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 February 2025): For employees hired on or after 19 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9567: employee Tobias K., hired 12 July 2022, separated 02 June 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-9567?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9567 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Tobias.\n- Chiara works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Ravi reports to Kenji.\n- Cobalt Health was founded in 1994.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Helios Logistics is headquartered in Brno.\n- Kenji works for Helios Logistics.\n- Deshawn reports to Bruno.\n- Nadia reports to Leila.\n- Leila reports to Deshawn.\n- Meridian Bank is headquartered in Basel.\n- Pablo reports to Nadia.\n- Leila works for Meridian Bank.\n- Yuki reports to Ravi.\n- Cobalt Health is headquartered in Cork.\n- Nadia works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Yuki works for Pinnacle Software.\n- Tobias reports to Yuki.\n- Tobias works for Pinnacle Software.\n- Helios Logistics was founded in 2006.\n- Pinnacle Software is headquartered in Nagoya.\n- Meridian Bank was founded in 1996.\n- Ravi works for Pinnacle Software.\n- Bruno reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Helios Logistics is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1987.\n- Cedar Retail Group was founded in 1979.\n- Tobias works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Mara reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Helios Logistics was founded in 1978.\n- Jonas works for Cedar Retail Group.\n- Amara reports to Mara.\n- Cedar Retail Group is headquartered in Turku.\n- Ravi reports to Wren.\n- Atlas Freight was founded in 1987.\n- Hana reports to Tobias.\n- Ironwood Manufacturing is headquartered in Cork.\n- Amara works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Wren reports to Jonas.\n- Pablo reports to Hana.\n- Jonas reports to Pablo.\n- Atlas Freight is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Zoya reports to Anders.\n- Leila works for Cedar Retail Group.\n- Anders reports to Aisha.\n- Northwind Systems is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1984.\n- Nadia reports to Leila.\n- Priya reports to Jonas.\n- Callum works for Lattice Analytics.\n- Chiara works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lattice Analytics was founded in 1990.\n- Emeka works for Northwind Systems.\n- Zoya works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2006.\n- Jonas reports to Emeka.\n- Viktor works for Lattice Analytics.\n- Anders works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2000.\n- Chiara reports to Lucia.\n- Lattice Analytics is headquartered in Nagoya.\n- Nadia works for Ironwood Manufacturing.\n- Aisha reports to Chiara.\n- Callum reports to Priya.\n- Leila reports to Viktor.\n- Emeka reports to Nadia.\n- Jonas works for Ironwood Manufacturing.\n- Priya works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31916", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31917", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31918", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Crescent Telecom is headquartered in Leeds.\n- Crescent Telecom was founded in 2000.\n- Leila reports to Viktor.\n- Mateo works for Crescent Telecom.\n- Priya reports to Aisha.\n- Tessa reports to Ingrid.\n- Northwind Systems is headquartered in Valencia.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods is headquartered in Leeds.\n- Pablo reports to Priya.\n- Aisha reports to Dmitri.\n- Lattice Analytics is headquartered in Austin.\n- Pablo works for Fernhill Foods.\n- Ingrid reports to Sofia.\n- Anders works for Lattice Analytics.\n- Ingrid works for Northwind Systems.\n- Viktor reports to Tessa.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 1989.\n- Anders reports to Pablo.\n- Amara reports to Mateo.\n- Dmitri reports to Amara.\n- Amara works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Tessa works for Crescent Telecom.\n- Leila works for Lattice Analytics.\n- Northwind Systems was founded in 1976.\n- Viktor works for Fernhill Foods.\n- Sofia reports to Anders.\n- Lattice Analytics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31919", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Ravi reports to Hana.\n- Callum works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Lucia reports to Nadia.\n- Amara reports to Felix.\n- Nadia works for Helios Logistics.\n- Lattice Analytics is headquartered in Bergen.\n- Leila works for Bluepine Aviation.\n- Elena reports to Pablo.\n- Nadia reports to Amara.\n- Jonas reports to Ravi.\n- Jonas works for Bluepine Aviation.\n- Helios Logistics was founded in 2013.\n- Felix works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Austin.\n- Helios Logistics is headquartered in Austin.\n- Lattice Analytics was founded in 1989.\n- Hana works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Bluepine Aviation was founded in 2008.\n- Felix reports to Emeka.\n- Emeka reports to Elena.\n- Lucia works for Vantage Air.\n- Callum reports to Jonas.\n- Elena works for Vantage Air.\n- Amara works for Helios Logistics.\n- Vantage Air was founded in 1982.\n- Hana reports to Leila.\n- Pablo reports to Callum.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31921", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31922", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Wren reports to Ingrid.\n- Aisha reports to Viktor.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 2011.\n- Ironwood Manufacturing was founded in 2012.\n- Beacon Insurance is headquartered in Malmo.\n- Emeka works for Beacon Insurance.\n- Kenji reports to Felix.\n- Beacon Insurance was founded in 1990.\n- Ingrid reports to Lucia.\n- Leila works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Viktor reports to Bruno.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Felix works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Dmitri reports to Leila.\n- Bruno works for Atlas Freight.\n- Anders works for Beacon Insurance.\n- Anders reports to Dmitri.\n- Wren works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1990.\n- Felix reports to Aisha.\n- Bruno reports to Anders.\n- Atlas Freight is headquartered in Tampere.\n- Leila reports to Wren.\n- Lucia reports to Emeka.\n- Viktor works for Atlas Freight.\n- Ingrid works for Ironwood Manufacturing.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-31923", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Vantage Air.\n- Felix reports to Anders.\n- Nadia works for Ironwood Manufacturing.\n- Amara reports to Ravi.\n- Viktor reports to Amara.\n- Cobalt Health is headquartered in Halifax.\n- Omar reports to Dmitri.\n- Viktor works for Meridian Bank.\n- Nadia reports to Viktor.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Meridian Bank was founded in 2001.\n- Vantage Air is headquartered in Austin.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1989.\n- Ironwood Manufacturing was founded in 1994.\n- Priya reports to Callum.\n- Amara works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Felix works for Cobalt Health.\n- Priya works for Vantage Air.\n- Dmitri reports to Nadia.\n- Callum reports to Felix.\n- Meridian Bank is headquartered in Leeds.\n- Dmitri works for Meridian Bank.\n- Cobalt Health was founded in 1988.\n- Anders reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1983", "2": "1986", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31925", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Ravi works for Cedar Retail Group.\n- Helios Logistics was founded in 2001.\n- Deshawn reports to Zoya.\n- Dmitri works for Fernhill Foods.\n- Ravi reports to Bruno.\n- Kenji works for Fernhill Foods.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mateo reports to Mei.\n- Summit Energy is headquartered in Tallinn.\n- Emeka reports to Pablo.\n- Cedar Retail Group was founded in 1990.\n- Mateo works for Summit Energy.\n- Kenji reports to Emeka.\n- Helios Logistics is headquartered in Tampere.\n- Bruno reports to Jonas.\n- Jonas reports to Dmitri.\n- Deshawn works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Fernhill Foods was founded in 1982.\n- Zoya works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Valencia.\n- Zoya reports to Kenji.\n- Emeka works for Fernhill Foods.\n- Dmitri reports to Elena.\n- Elena reports to Deshawn.\n- Mei works for Cedar Retail Group.\n- Mei reports to Ravi.\n- Elena works for Helios Logistics.\n- Summit Energy was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31927", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9169: employee Callum R., hired 18 December 2023, separated 08 March 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-9169 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$8,000", "2": "$7,000", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31928", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3447: employee Mei B., hired 17 March 2021, separated 04 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3447?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3447 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31929", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31930", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2967: employee Pablo A., hired 03 December 2023, separated 03 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2967?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Pablo.\n- Sofia reports to Sanne.\n- Helios Logistics was founded in 2015.\n- Pablo works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1978.\n- Leila works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Cobalt Health was founded in 2013.\n- Wren reports to Mateo.\n- Elena reports to Dmitri.\n- Crescent Telecom is headquartered in Ghent.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1995.\n- Cobalt Health is headquartered in Ghent.\n- Zoya reports to Sofia.\n- Lucia reports to Wren.\n- Anders works for Crescent Telecom.\n- Tobias works for Ironwood Manufacturing.\n- Dmitri works for Helios Logistics.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Tobias.\n- Helios Logistics is headquartered in Dunedin.\n- Tobias reports to Leila.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mateo works for Cobalt Health.\n- Mateo reports to Zoya.\n- Anders reports to Lucia.\n- Leila reports to Anders.\n- Zoya works for Helios Logistics.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Turku", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31932", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2981: employee Mateo T., hired 13 May 2024, separated 09 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2981?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31933", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-2 (VERSION 5, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-1097: employee Mara A., hired 20 May 2020, separated 26 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-1097?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-1097 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31934", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31935", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Vantage Air.\n- Jonas reports to Chiara.\n- Northwind Systems was founded in 2014.\n- Chiara works for Vantage Air.\n- Tessa works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Summit Energy was founded in 2000.\n- Kenji works for Northwind Systems.\n- Vantage Air is headquartered in Valencia.\n- Pinnacle Software was founded in 2015.\n- Ingrid works for Pinnacle Software.\n- Ingrid reports to Felix.\n- Aisha reports to Kenji.\n- Tessa reports to Jonas.\n- Felix reports to Yuki.\n- Pinnacle Software is headquartered in Oslo.\n- Chiara reports to Aisha.\n- Felix works for Pinnacle Software.\n- Yuki reports to Tessa.\n- Aisha works for Vantage Air.\n- Summit Energy is headquartered in Turku.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1988", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31937", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3164: employee Leila K., hired 17 June 2022, separated 04 August 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3164?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31938", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tampere.\n- Ingrid reports to Anders.\n- Anders works for Vantage Air.\n- Viktor reports to Zoya.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Vantage Air is headquartered in Halifax.\n- Pablo reports to Ravi.\n- Viktor works for Meridian Bank.\n- Vantage Air was founded in 1982.\n- Sofia works for Vantage Air.\n- Lattice Analytics was founded in 1989.\n- Tobias reports to Sofia.\n- Elena reports to Tobias.\n- Ravi works for Cedar Retail Group.\n- Meridian Bank was founded in 2005.\n- Pablo works for Meridian Bank.\n- Sofia reports to Nadia.\n- Tessa reports to Jonas.\n- Meridian Bank is headquartered in Basel.\n- Lattice Analytics is headquartered in Tampere.\n- Nadia works for Cedar Retail Group.\n- Jonas reports to Pablo.\n- Nadia reports to Tessa.\n- Jonas works for Meridian Bank.\n- Elena works for Cedar Retail Group.\n- Anders reports to Viktor.\n- Ingrid works for Vantage Air.\n- Zoya reports to Elena.\n- Zoya works for Lattice Analytics.\n- Cedar Retail Group was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Dmitri.\n- Summit Energy is headquartered in Ghent.\n- Pinnacle Software was founded in 1982.\n- Leila reports to Mei.\n- Tessa works for Helios Logistics.\n- Zoya reports to Viktor.\n- Helios Logistics is headquartered in Halifax.\n- Wren works for Summit Energy.\n- Hana works for Pinnacle Software.\n- Summit Energy was founded in 1993.\n- Mara reports to Tessa.\n- Tessa reports to Hana.\n- Vantage Air is headquartered in Lyon.\n- Leila works for Vantage Air.\n- Dmitri reports to Leila.\n- Nadia works for Helios Logistics.\n- Viktor reports to Wren.\n- Vantage Air was founded in 1977.\n- Helios Logistics was founded in 1977.\n- Dmitri works for Vantage Air.\n- Viktor works for Vantage Air.\n- Mara works for Vantage Air.\n- Mei works for Pinnacle Software.\n- Nadia reports to Mara.\n- Mei reports to Nadia.\n- Zoya works for Helios Logistics.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31941", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7063: employee Pablo A., hired 24 December 2023, separated 28 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7063?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2011.\n- Deshawn works for Lattice Analytics.\n- Anders works for Summit Energy.\n- Anders reports to Amara.\n- Leila works for Meridian Bank.\n- Atlas Freight was founded in 2011.\n- Amara reports to Emeka.\n- Atlas Freight is headquartered in Austin.\n- Lucia works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Summit Energy was founded in 1985.\n- Lucia reports to Leila.\n- Leila reports to Deshawn.\n- Meridian Bank is headquartered in Austin.\n- Lattice Analytics is headquartered in Austin.\n- Amara works for Summit Energy.\n- Tobias reports to Anders.\n- Tobias works for Meridian Bank.\n- Deshawn reports to Tobias.\n- Emeka works for Summit Energy.\n- Viktor reports to Lucia.\n- Viktor works for Summit Energy.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31943", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Deshawn reports to Priya.\n- Leila reports to Tessa.\n- Summit Energy is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1979.\n- Yuki works for Pinnacle Software.\n- Wren works for Summit Energy.\n- Leila works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Dunedin.\n- Omar works for Summit Energy.\n- Meridian Bank is headquartered in Basel.\n- Summit Energy was founded in 1982.\n- Emeka reports to Wren.\n- Meridian Bank was founded in 2008.\n- Pinnacle Software was founded in 1997.\n- Tessa reports to Omar.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Emeka works for Pinnacle Software.\n- Wren reports to Leila.\n- Omar reports to Deshawn.\n- Yuki reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31945", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31946", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 5, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2643: employee Omar A., hired 05 October 2023, separated 08 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2643?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-31947", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31948", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Austin.\n- Sofia works for Summit Energy.\n- Mateo works for Atlas Freight.\n- Zoya reports to Anders.\n- Nadia works for Atlas Freight.\n- Vantage Air was founded in 1986.\n- Atlas Freight is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1986.\n- Kenji works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Lucia reports to Sofia.\n- Viktor reports to Zoya.\n- Kenji reports to Nadia.\n- Nadia reports to Viktor.\n- Atlas Freight was founded in 1998.\n- Anders reports to Lucia.\n- Mateo reports to Kenji.\n- Anders works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Lucia works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-31950", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31951", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31953", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 16 October 2022): For employees hired on or after 16 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8682: employee Nadia B., hired 21 May 2022, separated 10 July 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8682?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31954", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31955", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31956", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 5, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5913: employee Mei A., hired 05 November 2021, separated 29 February 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-5913 under the controlling rules.", "criteria": {"0": "$15,058", "1": "$65,250", "2": "$14,558", "3": "$14,928"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-31957", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8831: employee Wren K., hired 20 February 2023, separated 10 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8831?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8831 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-31958", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9600: employee Jonas M., hired 07 December 2023, separated 28 March 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9600?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-31959", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Crescent Telecom.\n- Northwind Systems was founded in 2015.\n- Ingrid reports to Omar.\n- Summit Energy is headquartered in Malmo.\n- Crescent Telecom was founded in 1999.\n- Chiara reports to Nadia.\n- Aisha works for Northwind Systems.\n- Emeka reports to Priya.\n- Northwind Systems is headquartered in Oslo.\n- Yuki works for Summit Energy.\n- Crescent Telecom is headquartered in Valencia.\n- Omar reports to Yuki.\n- Summit Energy was founded in 1997.\n- Priya reports to Anders.\n- Cobalt Health is headquartered in Cork.\n- Stefan works for Summit Energy.\n- Aisha reports to Stefan.\n- Cobalt Health was founded in 1992.\n- Yuki reports to Emeka.\n- Ingrid works for Cobalt Health.\n- Chiara works for Summit Energy.\n- Omar works for Crescent Telecom.\n- Stefan reports to Chiara.\n- Nadia reports to Ingrid.\n- Nadia works for Crescent Telecom.\n- Emeka works for Northwind Systems.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Bruno reports to Tobias.\n- Viktor reports to Felix.\n- Ironwood Manufacturing was founded in 1976.\n- Callum reports to Omar.\n- Helios Logistics is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Bruno works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Felix reports to Nadia.\n- Meridian Bank was founded in 1975.\n- Cedar Retail Group was founded in 1985.\n- Meridian Bank is headquartered in Tallinn.\n- Helios Logistics was founded in 2006.\n- Tobias reports to Stefan.\n- Omar reports to Deshawn.\n- Deshawn works for Cedar Retail Group.\n- Emeka reports to Callum.\n- Stefan reports to Viktor.\n- Ironwood Manufacturing is headquartered in Porto.\n- Callum works for Ironwood Manufacturing.\n- Nadia reports to Emeka.\n- Tobias works for Cedar Retail Group.\n- Nadia works for Meridian Bank.\n- Omar works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31962", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31963", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Sofia.\n- Mateo works for Summit Energy.\n- Lattice Analytics is headquartered in Tampere.\n- Anders reports to Priya.\n- Summit Energy was founded in 1985.\n- Mateo reports to Aisha.\n- Nadia reports to Zoya.\n- Beacon Insurance was founded in 2010.\n- Zoya reports to Jonas.\n- Summit Energy is headquartered in Basel.\n- Jonas works for Atlas Freight.\n- Atlas Freight was founded in 2005.\n- Nadia works for Summit Energy.\n- Felix works for Lattice Analytics.\n- Jonas reports to Anders.\n- Stefan works for Beacon Insurance.\n- Zoya works for Lattice Analytics.\n- Sofia reports to Mateo.\n- Amara works for Beacon Insurance.\n- Felix reports to Nadia.\n- Beacon Insurance is headquartered in Brno.\n- Sanne works for Lattice Analytics.\n- Atlas Freight is headquartered in Basel.\n- Aisha reports to Stefan.\n- Aisha works for Summit Energy.\n- Anders works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Stefan reports to Amara.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics was founded in 1992.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Nadia.\n- Anders works for Northwind Systems.\n- Beacon Insurance was founded in 1992.\n- Bruno works for Northwind Systems.\n- Pinnacle Software was founded in 2010.\n- Lucia reports to Aisha.\n- Nadia reports to Hana.\n- Bruno reports to Jonas.\n- Aisha reports to Bruno.\n- Pinnacle Software is headquartered in Valencia.\n- Lucia works for Vantage Air.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1990.\n- Mateo reports to Anders.\n- Vantage Air is headquartered in Ghent.\n- Beacon Insurance is headquartered in Valencia.\n- Vantage Air was founded in 2002.\n- Jonas reports to Mateo.\n- Mateo works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Hana works for Beacon Insurance.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1985", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31966", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31967", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8512: employee Wren K., hired 03 April 2021, separated 16 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8512?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-31968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Priya.\n- Anders works for Cedar Retail Group.\n- Priya reports to Pablo.\n- Ironwood Manufacturing was founded in 1997.\n- Cedar Retail Group is headquartered in Lyon.\n- Lucia reports to Nadia.\n- Deshawn works for Cedar Retail Group.\n- Emeka reports to Chiara.\n- Pinnacle Software was founded in 2006.\n- Priya works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne reports to Deshawn.\n- Nadia reports to Amara.\n- Viktor reports to Aisha.\n- Pablo works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Cork.\n- Beacon Insurance is headquartered in Cork.\n- Amara works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Amara reports to Anders.\n- Viktor works for Ironwood Manufacturing.\n- Chiara reports to Sanne.\n- Nadia works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2010.\n- Lucia works for Pinnacle Software.\n- Aisha works for Beacon Insurance.\n- Aisha reports to Lucia.\n- Pablo reports to Viktor.\n- Chiara works for Pinnacle Software.\n- Cedar Retail Group was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Malmo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1994.\n- Chiara reports to Tessa.\n- Lucia reports to Ravi.\n- Dmitri reports to Chiara.\n- Ravi reports to Amara.\n- Cedar Retail Group is headquartered in Leeds.\n- Meridian Bank was founded in 1994.\n- Dmitri works for Summit Energy.\n- Chiara works for Meridian Bank.\n- Amara reports to Mateo.\n- Mateo reports to Tobias.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Amara works for Meridian Bank.\n- Lattice Analytics is headquartered in Leeds.\n- Pablo works for Lattice Analytics.\n- Summit Energy is headquartered in Austin.\n- Ravi works for Meridian Bank.\n- Pablo reports to Dmitri.\n- Mateo works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Tessa reports to Mara.\n- Meridian Bank is headquartered in Tallinn.\n- Tobias works for Meridian Bank.\n- Tobias reports to Pablo.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-31970", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3783: employee Sanne B., hired 04 September 2024, separated 13 November 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-3-2025-3783 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$6,000", "2": "$8,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3783 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31971", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31972", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31973", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys", "4": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31974", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Brno.\n- Nadia reports to Sanne.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Crescent Telecom is headquartered in Valencia.\n- Helios Logistics is headquartered in Brno.\n- Amara reports to Lucia.\n- Helios Logistics was founded in 1985.\n- Lucia works for Bluepine Aviation.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1997.\n- Lucia reports to Yuki.\n- Nadia works for Bluepine Aviation.\n- Dmitri reports to Stefan.\n- Yuki reports to Ingrid.\n- Wren reports to Amara.\n- Stefan reports to Deshawn.\n- Dmitri works for Crescent Telecom.\n- Sanne reports to Mei.\n- Stefan works for Helios Logistics.\n- Mei reports to Dmitri.\n- Crescent Telecom was founded in 2000.\n- Ingrid reports to Zoya.\n- Yuki works for Helios Logistics.\n- Wren works for Bluepine Aviation.\n- Deshawn reports to Wren.\n- Sanne works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1996.\n- Sanne works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Cobalt Health was founded in 1976.\n- Meridian Bank was founded in 1991.\n- Bluepine Aviation was founded in 2007.\n- Dmitri works for Meridian Bank.\n- Sofia reports to Zoya.\n- Zoya reports to Hana.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Hana reports to Mateo.\n- Dmitri reports to Sanne.\n- Viktor works for Helios Logistics.\n- Mateo works for Cobalt Health.\n- Hana works for Helios Logistics.\n- Cobalt Health is headquartered in Bergen.\n- Sanne reports to Callum.\n- Viktor reports to Dmitri.\n- Mateo reports to Viktor.\n- Bluepine Aviation is headquartered in Valencia.\n- Meridian Bank is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-31977", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "controls lighting", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31978", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Hana.\n- Amara reports to Sofia.\n- Cedar Retail Group was founded in 1986.\n- Jonas reports to Sanne.\n- Sofia reports to Lucia.\n- Fernhill Foods is headquartered in Porto.\n- Summit Energy is headquartered in Porto.\n- Sofia works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Stefan reports to Jonas.\n- Amara works for Bluepine Aviation.\n- Jonas works for Cedar Retail Group.\n- Stefan works for Bluepine Aviation.\n- Sanne reports to Amara.\n- Summit Energy was founded in 2009.\n- Bluepine Aviation is headquartered in Brno.\n- Lucia works for Cedar Retail Group.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Lucia reports to Mara.\n- Fernhill Foods was founded in 1983.\n- Mara works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31980", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-31981", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Nadia.\n- Wren reports to Deshawn.\n- Chiara reports to Wren.\n- Mei works for Meridian Bank.\n- Nadia reports to Tobias.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Meridian Bank is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Wren works for Meridian Bank.\n- Tobias reports to Chiara.\n- Felix works for Atlas Freight.\n- Deshawn reports to Lucia.\n- Cobalt Health was founded in 1987.\n- Beacon Insurance was founded in 1981.\n- Atlas Freight was founded in 2001.\n- Lucia works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Felix reports to Anders.\n- Dmitri works for Beacon Insurance.\n- Anders works for Meridian Bank.\n- Dmitri reports to Mei.\n- Tobias works for Atlas Freight.\n- Beacon Insurance is headquartered in Valencia.\n- Leila reports to Felix.\n- Deshawn works for Atlas Freight.\n- Meridian Bank was founded in 1975.\n- Sofia works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Mei reports to Leila.\n- Sofia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Wren.\n- Elena reports to Anders.\n- Aisha works for Vantage Air.\n- Wren reports to Ravi.\n- Fernhill Foods was founded in 2004.\n- Dmitri works for Vantage Air.\n- Cedar Retail Group is headquartered in Oslo.\n- Ravi reports to Aisha.\n- Ravi works for Vantage Air.\n- Fernhill Foods is headquartered in Austin.\n- Vantage Air is headquartered in Oslo.\n- Anders works for Fernhill Foods.\n- Amara reports to Dmitri.\n- Meridian Bank was founded in 1980.\n- Hana works for Vantage Air.\n- Hana reports to Amara.\n- Elena works for Vantage Air.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Wren works for Vantage Air.\n- Amara works for Meridian Bank.\n- Anders reports to Yuki.\n- Yuki reports to Hana.\n- Aisha reports to Mara.\n- Cedar Retail Group was founded in 1987.\n- Vantage Air was founded in 2002.\n- Yuki works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31984", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 5, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8350: employee Omar M., hired 17 August 2022, separated 08 March 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-8350?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-31985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Amara reports to Viktor.\n- Callum reports to Pablo.\n- Viktor works for Pinnacle Software.\n- Emeka works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Emeka reports to Amara.\n- Cedar Retail Group was founded in 2014.\n- Pinnacle Software is headquartered in Nagoya.\n- Wren works for Fernhill Foods.\n- Stefan works for Pinnacle Software.\n- Wren reports to Bruno.\n- Summit Energy is headquartered in Lyon.\n- Bruno reports to Stefan.\n- Stefan reports to Callum.\n- Fernhill Foods is headquartered in Tampere.\n- Summit Energy was founded in 2003.\n- Pablo works for Pinnacle Software.\n- Fernhill Foods was founded in 2001.\n- Pinnacle Software was founded in 2006.\n- Pablo reports to Emeka.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31986", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1999.\n- Mei works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Atlas Freight was founded in 1992.\n- Elena works for Cedar Retail Group.\n- Mara reports to Pablo.\n- Pablo works for Crescent Telecom.\n- Atlas Freight is headquartered in Basel.\n- Mara works for Atlas Freight.\n- Ingrid reports to Mara.\n- Bluepine Aviation is headquartered in Basel.\n- Mei reports to Leila.\n- Tobias reports to Ingrid.\n- Leila works for Crescent Telecom.\n- Wren reports to Mei.\n- Elena reports to Wren.\n- Crescent Telecom was founded in 1999.\n- Cedar Retail Group is headquartered in Turku.\n- Ingrid works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Pablo reports to Elena.\n- Bluepine Aviation was founded in 2014.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-31988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Viktor reports to Elena.\n- Ravi works for Lattice Analytics.\n- Bluepine Aviation was founded in 1987.\n- Omar works for Bluepine Aviation.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Priya works for Crescent Telecom.\n- Northwind Systems is headquartered in Malmo.\n- Elena works for Lattice Analytics.\n- Elena reports to Amara.\n- Lattice Analytics was founded in 2006.\n- Bluepine Aviation is headquartered in Malmo.\n- Callum reports to Ravi.\n- Dmitri works for Northwind Systems.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Northwind Systems was founded in 2009.\n- Crescent Telecom is headquartered in Turku.\n- Ravi reports to Priya.\n- Dmitri reports to Callum.\n- Viktor works for Lattice Analytics.\n- Amara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-31989", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Zoya.\n- Mara reports to Anders.\n- Lattice Analytics is headquartered in Adelaide.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Vantage Air was founded in 2010.\n- Amara works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Tessa works for Vantage Air.\n- Priya reports to Jonas.\n- Tessa reports to Emeka.\n- Cobalt Health is headquartered in Oslo.\n- Jonas reports to Tobias.\n- Priya works for Lattice Analytics.\n- Leila reports to Priya.\n- Helios Logistics is headquartered in Adelaide.\n- Emeka reports to Amara.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Amara reports to Mara.\n- Lattice Analytics was founded in 1992.\n- Anders reports to Leila.\n- Helios Logistics was founded in 1979.\n- Zoya works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Emeka works for Cobalt Health.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-31991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Cedar Retail Group was founded in 2010.\n- Nadia reports to Sofia.\n- Meridian Bank is headquartered in Bergen.\n- Ingrid works for Cedar Retail Group.\n- Tobias reports to Jonas.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Deshawn reports to Chiara.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 1978.\n- Kenji works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Chiara works for Northwind Systems.\n- Dmitri works for Cedar Retail Group.\n- Northwind Systems was founded in 2012.\n- Jonas works for Cedar Retail Group.\n- Jonas reports to Mara.\n- Deshawn works for Bluepine Aviation.\n- Yuki reports to Deshawn.\n- Chiara reports to Zoya.\n- Ingrid reports to Yuki.\n- Zoya reports to Nadia.\n- Meridian Bank was founded in 2014.\n- Sofia reports to Kenji.\n- Mara reports to Dmitri.\n- Nadia works for Meridian Bank.\n- Kenji reports to Tobias.\n- Bluepine Aviation is headquartered in Tallinn.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-31992", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-31993", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Nadia reports to Anders.\n- Felix reports to Bruno.\n- Northwind Systems is headquartered in Basel.\n- Callum reports to Emeka.\n- Mateo reports to Priya.\n- Northwind Systems was founded in 2002.\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Cedar Retail Group is headquartered in Tampere.\n- Sofia works for Cedar Retail Group.\n- Bruno reports to Mateo.\n- Anders reports to Felix.\n- Priya works for Northwind Systems.\n- Summit Energy was founded in 1989.\n- Sofia reports to Nadia.\n- Bruno works for Northwind Systems.\n- Emeka works for Northwind Systems.\n- Viktor reports to Sofia.\n- Cedar Retail Group was founded in 2009.\n- Callum works for Summit Energy.\n- Beacon Insurance is headquartered in Turku.\n- Anders works for Beacon Insurance.\n- Mateo works for Summit Energy.\n- Felix works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Beacon Insurance was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-31994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Aisha reports to Sofia.\n- Kenji works for Cobalt Health.\n- Bluepine Aviation is headquartered in Austin.\n- Meridian Bank was founded in 2005.\n- Bluepine Aviation was founded in 1978.\n- Hana reports to Tessa.\n- Amara works for Cobalt Health.\n- Sofia reports to Yuki.\n- Tessa reports to Aisha.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Hana works for Bluepine Aviation.\n- Kenji reports to Mara.\n- Aisha works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Cobalt Health is headquartered in Ghent.\n- Yuki reports to Emeka.\n- Emeka reports to Omar.\n- Mara reports to Amara.\n- Tessa works for Cobalt Health.\n- Amara reports to Hana.\n- Helios Logistics was founded in 1980.\n- Mara works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Cobalt Health was founded in 2008.\n- Helios Logistics is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-31995", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8551: employee Ravi R., hired 03 May 2022, separated 19 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-8551 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,885", "2": "$10,385", "3": "$6,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31996", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-31997", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7309: employee Pablo S., hired 01 September 2021, separated 05 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7309?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-31998", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-31999", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32000", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1976.\n- Priya reports to Bruno.\n- Kenji works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Northwind Systems was founded in 2004.\n- Bruno works for Beacon Insurance.\n- Anders reports to Kenji.\n- Anders works for Beacon Insurance.\n- Callum reports to Viktor.\n- Mara works for Bluepine Aviation.\n- Beacon Insurance was founded in 1996.\n- Viktor reports to Anders.\n- Bruno reports to Callum.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Tallinn.\n- Callum works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Viktor works for Northwind Systems.\n- Beacon Insurance is headquartered in Leeds.\n- Northwind Systems is headquartered in Bergen.\n- Mara reports to Priya.\n- Jonas reports to Mara.\n- Cedar Retail Group was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tallinn.\n- Meridian Bank is headquartered in Porto.\n- Mateo reports to Leila.\n- Lattice Analytics is headquartered in Austin.\n- Tobias reports to Dmitri.\n- Jonas reports to Zoya.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Jonas.\n- Deshawn works for Cobalt Health.\n- Cobalt Health was founded in 2006.\n- Jonas works for Lattice Analytics.\n- Zoya works for Cobalt Health.\n- Mateo works for Crescent Telecom.\n- Leila works for Cobalt Health.\n- Tessa works for Meridian Bank.\n- Crescent Telecom is headquartered in Austin.\n- Zoya reports to Tessa.\n- Lattice Analytics was founded in 1977.\n- Meridian Bank was founded in 1997.\n- Tobias works for Cobalt Health.\n- Tessa reports to Mateo.\n- Crescent Telecom was founded in 1999.\n- Deshawn reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32003", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32004", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "install_software", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Sanne works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Summit Energy was founded in 2007.\n- Felix works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1996.\n- Northwind Systems was founded in 1982.\n- Ingrid works for Summit Energy.\n- Cedar Retail Group was founded in 1983.\n- Felix reports to Mara.\n- Deshawn reports to Tessa.\n- Cedar Retail Group is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila reports to Dmitri.\n- Northwind Systems is headquartered in Turku.\n- Leila works for Summit Energy.\n- Deshawn works for Northwind Systems.\n- Tessa works for Cedar Retail Group.\n- Kenji reports to Felix.\n- Ingrid reports to Kenji.\n- Mara reports to Sanne.\n- Kenji works for Cedar Retail Group.\n- Mateo reports to Leila.\n- Sanne reports to Mateo.\n- Dmitri reports to Deshawn.\n- Summit Energy is headquartered in Ghent.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32006", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Northwind Systems was founded in 1979.\n- Pinnacle Software was founded in 1987.\n- Tessa works for Northwind Systems.\n- Mei reports to Tessa.\n- Cobalt Health is headquartered in Halifax.\n- Omar works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Ravi reports to Zoya.\n- Elena works for Cobalt Health.\n- Emeka reports to Elena.\n- Emeka works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Omar reports to Leila.\n- Cedar Retail Group was founded in 2004.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Tobias works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Stefan works for Pinnacle Software.\n- Zoya works for Cedar Retail Group.\n- Leila reports to Emeka.\n- Cobalt Health was founded in 1984.\n- Elena reports to Tobias.\n- Leila works for Cedar Retail Group.\n- Tobias reports to Ravi.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Dmitri.\n- Wren reports to Kenji.\n- Ingrid works for Northwind Systems.\n- Cobalt Health is headquartered in Basel.\n- Dmitri reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Crescent Telecom is headquartered in Tallinn.\n- Crescent Telecom was founded in 1986.\n- Kenji works for Northwind Systems.\n- Dmitri works for Crescent Telecom.\n- Pinnacle Software was founded in 1978.\n- Northwind Systems was founded in 2011.\n- Deshawn reports to Amara.\n- Wren works for Northwind Systems.\n- Ravi reports to Ingrid.\n- Pinnacle Software is headquartered in Dunedin.\n- Amara works for Cobalt Health.\n- Ravi works for Crescent Telecom.\n- Northwind Systems is headquartered in Turku.\n- Ingrid reports to Wren.\n- Cobalt Health was founded in 1990.\n- Omar works for Northwind Systems.\n- Amara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1984", "2": "1981", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Crescent Telecom is headquartered in Cork.\n- Nadia works for Crescent Telecom.\n- Vantage Air is headquartered in Porto.\n- Nadia reports to Ravi.\n- Crescent Telecom was founded in 2011.\n- Wren reports to Aisha.\n- Ravi reports to Emeka.\n- Elena reports to Pablo.\n- Meridian Bank is headquartered in Cork.\n- Mei reports to Viktor.\n- Emeka reports to Wren.\n- Aisha works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Pablo works for Vantage Air.\n- Aisha reports to Elena.\n- Yuki reports to Mei.\n- Viktor reports to Nadia.\n- Meridian Bank was founded in 1988.\n- Elena works for Pinnacle Software.\n- Yuki works for Vantage Air.\n- Pinnacle Software was founded in 1990.\n- Vantage Air was founded in 2003.\n- Pinnacle Software is headquartered in Cork.\n- Emeka works for Crescent Telecom.\n- Viktor works for Pinnacle Software.\n- Mei works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32011", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32012", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2813: employee Emeka T., hired 08 April 2023, separated 20 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2813?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32013", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-6 (VERSION 7, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4680: employee Tobias R., hired 29 February 2024, separated 10 December 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4680?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Deshawn reports to Chiara.\n- Bruno works for Helios Logistics.\n- Summit Energy was founded in 2009.\n- Aisha reports to Deshawn.\n- Aisha works for Cobalt Health.\n- Leila works for Bluepine Aviation.\n- Jonas works for Summit Energy.\n- Omar works for Summit Energy.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar reports to Bruno.\n- Wren works for Cobalt Health.\n- Helios Logistics is headquartered in Bergen.\n- Mei reports to Priya.\n- Chiara reports to Mei.\n- Cobalt Health was founded in 1989.\n- Chiara works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Leila reports to Aisha.\n- Cobalt Health is headquartered in Tampere.\n- Wren reports to Nadia.\n- Bruno reports to Leila.\n- Priya works for Cobalt Health.\n- Summit Energy is headquartered in Tampere.\n- Bluepine Aviation was founded in 2003.\n- Nadia works for Bluepine Aviation.\n- Nadia reports to Jonas.\n- Sofia reports to Wren.\n- Sofia works for Cobalt Health.\n- Priya reports to Sofia.\n- Helios Logistics was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Atlas Freight was founded in 1982.\n- Amara works for Northwind Systems.\n- Ravi reports to Dmitri.\n- Sofia works for Crescent Telecom.\n- Emeka works for Northwind Systems.\n- Callum reports to Pablo.\n- Crescent Telecom was founded in 2012.\n- Northwind Systems is headquartered in Basel.\n- Leila works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Yuki reports to Lucia.\n- Bluepine Aviation is headquartered in Basel.\n- Northwind Systems was founded in 1977.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Deshawn.\n- Amara reports to Callum.\n- Pablo works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Atlas Freight is headquartered in Nagoya.\n- Deshawn reports to Emeka.\n- Deshawn works for Atlas Freight.\n- Pablo reports to Leila.\n- Ravi works for Northwind Systems.\n- Lucia reports to Ravi.\n- Emeka reports to Amara.\n- Bluepine Aviation was founded in 1976.\n- Dmitri works for Bluepine Aviation.\n- Leila reports to Yuki.\n- Sofia reports to Jonas.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32016", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32017", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32018", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32019", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32020", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 81717\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32021", "family": "intent_v3", "state": "Incoming support message:\n\"Re: I moved — update delivery for 92641\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32022", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32023", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32024", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 November 2024): For employees hired on or after 20 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3960: employee Sanne T., hired 28 November 2021, separated 07 March 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3960?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32025", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32026", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Deshawn reports to Anders.\n- Atlas Freight was founded in 1976.\n- Anders works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ravi reports to Sofia.\n- Crescent Telecom was founded in 1991.\n- Vantage Air is headquartered in Lyon.\n- Sanne reports to Chiara.\n- Deshawn works for Cedar Retail Group.\n- Anders reports to Stefan.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight is headquartered in Lyon.\n- Vantage Air was founded in 2004.\n- Ingrid reports to Ravi.\n- Cedar Retail Group was founded in 1981.\n- Sofia works for Vantage Air.\n- Chiara reports to Ingrid.\n- Sofia reports to Deshawn.\n- Crescent Telecom is headquartered in Adelaide.\n- Chiara works for Cedar Retail Group.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32027", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 February 2023): For employees hired on or after 12 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3507: employee Dmitri B., hired 26 April 2020, separated 07 May 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3507?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-32028", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Hana.\n- Ingrid works for Meridian Bank.\n- Ravi reports to Mateo.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Meridian Bank was founded in 2006.\n- Leila reports to Ingrid.\n- Tobias works for Cobalt Health.\n- Leila works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Austin.\n- Hana reports to Tobias.\n- Kenji works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Mateo reports to Zoya.\n- Hana works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1985.\n- Kenji reports to Leila.\n- Cobalt Health is headquartered in Austin.\n- Beacon Insurance was founded in 1978.\n- Yuki reports to Lucia.\n- Mateo works for Meridian Bank.\n- Cobalt Health was founded in 1997.\n- Zoya works for Cobalt Health.\n- Pablo reports to Mei.\n- Lucia works for Cobalt Health.\n- Yuki works for Ironwood Manufacturing.\n- Lucia reports to Ravi.\n- Zoya reports to Pablo.\n- Meridian Bank is headquartered in Brno.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tallinn", "2": "Tampere", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32030", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 January 2025): For employees hired on or after 01 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5654: employee Leila R., hired 01 September 2024, separated 01 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5654?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5654 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32031", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32032", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32033", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 58593 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32034", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Pablo works for Ironwood Manufacturing.\n- Callum reports to Mateo.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Omar.\n- Pablo reports to Sofia.\n- Summit Energy is headquartered in Halifax.\n- Northwind Systems was founded in 2002.\n- Sofia works for Ironwood Manufacturing.\n- Tobias works for Summit Energy.\n- Emeka works for Summit Energy.\n- Ironwood Manufacturing was founded in 1999.\n- Emeka reports to Pablo.\n- Cedar Retail Group is headquartered in Halifax.\n- Omar works for Ironwood Manufacturing.\n- Summit Energy was founded in 1986.\n- Omar reports to Tobias.\n- Mateo works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1997.\n- Sofia reports to Aisha.\n- Northwind Systems is headquartered in Leeds.\n- Tobias reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32036", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1811: employee Tobias A., hired 25 September 2021, separated 16 August 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-1811 under the controlling rules.", "criteria": {"0": "$5,850", "1": "$7,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32037", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 16 March 2025): For employees hired on or after 16 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1644: employee Chiara S., hired 18 June 2021, separated 07 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1644?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32038", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32039", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32040", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "play_music", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Mei reports to Kenji.\n- Deshawn reports to Omar.\n- Mara reports to Zoya.\n- Omar reports to Felix.\n- Beacon Insurance was founded in 1996.\n- Chiara works for Northwind Systems.\n- Kenji reports to Deshawn.\n- Priya works for Northwind Systems.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software was founded in 2014.\n- Beacon Insurance is headquartered in Porto.\n- Zoya reports to Mei.\n- Deshawn works for Pinnacle Software.\n- Northwind Systems was founded in 2010.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ingrid works for Northwind Systems.\n- Chiara reports to Mara.\n- Mateo reports to Ravi.\n- Ironwood Manufacturing was founded in 2010.\n- Mara works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Mateo works for Northwind Systems.\n- Felix works for Beacon Insurance.\n- Mei works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Halifax.\n- Ravi reports to Priya.\n- Felix reports to Mateo.\n- Zoya works for Beacon Insurance.\n- Northwind Systems is headquartered in Adelaide.\n- Ingrid reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Elena reports to Ingrid.\n- Tobias works for Northwind Systems.\n- Summit Energy is headquartered in Tallinn.\n- Emeka works for Fernhill Foods.\n- Mara reports to Felix.\n- Ingrid reports to Pablo.\n- Felix reports to Deshawn.\n- Pablo reports to Mara.\n- Summit Energy was founded in 1985.\n- Priya works for Helios Logistics.\n- Emeka reports to Omar.\n- Omar works for Fernhill Foods.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Elena works for Northwind Systems.\n- Priya reports to Elena.\n- Deshawn reports to Tobias.\n- Mara works for Summit Energy.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Ingrid works for Fernhill Foods.\n- Helios Logistics was founded in 2012.\n- Fernhill Foods is headquartered in Brno.\n- Northwind Systems was founded in 1980.\n- Tobias reports to Emeka.\n- Fernhill Foods was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1978", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32043", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32044", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3883: employee Lucia B., hired 20 January 2022, separated 21 February 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-3883 under the controlling rules.", "criteria": {"0": "$39,433", "1": "$8,600", "2": "$9,100", "3": "$9,188"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2014.\n- Ravi reports to Viktor.\n- Felix reports to Aisha.\n- Deshawn reports to Omar.\n- Mara reports to Kenji.\n- Kenji reports to Ravi.\n- Deshawn works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Lattice Analytics was founded in 1993.\n- Cedar Retail Group is headquartered in Porto.\n- Lattice Analytics is headquartered in Nagoya.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 2010.\n- Viktor works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Aisha reports to Deshawn.\n- Omar reports to Mara.\n- Ravi works for Cobalt Health.\n- Summit Energy is headquartered in Turku.\n- Aisha works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32046", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4561: employee Pablo T., hired 17 November 2022, separated 31 December 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2025-4561 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$3,675", "2": "$6,500", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32047", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32048", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32049", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Fernhill Foods.\n- Lattice Analytics was founded in 2012.\n- Lattice Analytics is headquartered in Turku.\n- Amara reports to Elena.\n- Tessa reports to Hana.\n- Elena works for Lattice Analytics.\n- Mei reports to Sanne.\n- Callum reports to Tessa.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 1985.\n- Fernhill Foods was founded in 2004.\n- Helios Logistics is headquartered in Cork.\n- Stefan works for Helios Logistics.\n- Yuki reports to Anders.\n- Anders works for Fernhill Foods.\n- Amara works for Atlas Freight.\n- Atlas Freight is headquartered in Basel.\n- Callum works for Atlas Freight.\n- Fernhill Foods is headquartered in Lyon.\n- Mei works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Yuki works for Fernhill Foods.\n- Hana reports to Stefan.\n- Anders reports to Callum.\n- Helios Logistics was founded in 1990.\n- Elena reports to Yuki.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Nadia reports to Pablo.\n- Beacon Insurance was founded in 1997.\n- Tobias reports to Elena.\n- Deshawn reports to Tobias.\n- Fernhill Foods was founded in 2015.\n- Helios Logistics is headquartered in Malmo.\n- Zoya reports to Wren.\n- Beacon Insurance is headquartered in Malmo.\n- Sofia works for Fernhill Foods.\n- Leila reports to Sofia.\n- Wren works for Fernhill Foods.\n- Helios Logistics was founded in 2014.\n- Leila works for Beacon Insurance.\n- Wren reports to Anders.\n- Sofia reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Fernhill Foods is headquartered in Halifax.\n- Tobias works for Helios Logistics.\n- Anders works for Ironwood Manufacturing.\n- Elena reports to Leila.\n- Nadia works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2010.\n- Anders reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Mara works for Summit Energy.\n- Cedar Retail Group is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Jonas reports to Deshawn.\n- Bruno works for Cedar Retail Group.\n- Vantage Air was founded in 1990.\n- Tessa reports to Jonas.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Bluepine Aviation was founded in 1986.\n- Summit Energy was founded in 1981.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Ingrid.\n- Emeka reports to Bruno.\n- Mara reports to Amara.\n- Amara reports to Mateo.\n- Jonas works for Bluepine Aviation.\n- Summit Energy is headquartered in Ghent.\n- Cedar Retail Group was founded in 1991.\n- Mateo works for Vantage Air.\n- Ingrid reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Bruno reports to Yuki.\n- Amara works for Bluepine Aviation.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32053", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7006: employee Tobias S., hired 24 March 2024, separated 31 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7006?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32054", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Basel.\n- Dmitri works for Atlas Freight.\n- Bluepine Aviation is headquartered in Leeds.\n- Wren reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Wren works for Bluepine Aviation.\n- Emeka reports to Callum.\n- Pablo works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Atlas Freight was founded in 1983.\n- Bluepine Aviation was founded in 1987.\n- Viktor reports to Emeka.\n- Summit Energy is headquartered in Dunedin.\n- Tessa works for Cedar Retail Group.\n- Callum reports to Leila.\n- Hana works for Summit Energy.\n- Pablo reports to Dmitri.\n- Cedar Retail Group was founded in 1987.\n- Cedar Retail Group is headquartered in Dunedin.\n- Leila works for Bluepine Aviation.\n- Callum works for Summit Energy.\n- Tessa reports to Wren.\n- Leila reports to Tessa.\n- Hana reports to Pablo.\n- Dmitri reports to Viktor.\n- Summit Energy was founded in 1996.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32055", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32056", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 77730 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32057", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Dunedin.\n- Vantage Air was founded in 1992.\n- Ingrid works for Vantage Air.\n- Mateo reports to Tessa.\n- Stefan reports to Bruno.\n- Mateo works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Zoya works for Beacon Insurance.\n- Aisha reports to Stefan.\n- Aisha works for Vantage Air.\n- Bruno reports to Ingrid.\n- Nadia works for Beacon Insurance.\n- Stefan works for Vantage Air.\n- Bruno works for Bluepine Aviation.\n- Crescent Telecom was founded in 1990.\n- Tessa works for Bluepine Aviation.\n- Vantage Air is headquartered in Dunedin.\n- Beacon Insurance was founded in 1981.\n- Mara works for Bluepine Aviation.\n- Ingrid reports to Mara.\n- Bluepine Aviation was founded in 2014.\n- Beacon Insurance is headquartered in Brno.\n- Tessa reports to Viktor.\n- Nadia reports to Mateo.\n- Bluepine Aviation is headquartered in Dunedin.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32059", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "weather", "2": "control_lights", "3": "play_music", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Beacon Insurance is headquartered in Valencia.\n- Dmitri reports to Ravi.\n- Tobias works for Vantage Air.\n- Nadia reports to Dmitri.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2007.\n- Priya reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Bruno reports to Ingrid.\n- Vantage Air is headquartered in Valencia.\n- Bruno works for Beacon Insurance.\n- Priya works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Lucia reports to Priya.\n- Vantage Air was founded in 1980.\n- Fernhill Foods was founded in 1976.\n- Tobias reports to Bruno.\n- Beacon Insurance was founded in 2004.\n- Ravi reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Lucia.\n- Bluepine Aviation was founded in 1975.\n- Bluepine Aviation is headquartered in Leeds.\n- Wren works for Bluepine Aviation.\n- Mateo works for Atlas Freight.\n- Cobalt Health is headquartered in Oslo.\n- Lucia reports to Bruno.\n- Lucia works for Bluepine Aviation.\n- Hana works for Cobalt Health.\n- Anders works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mateo reports to Hana.\n- Sofia reports to Wren.\n- Ironwood Manufacturing was founded in 1994.\n- Wren reports to Anders.\n- Ingrid works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Mei reports to Mateo.\n- Atlas Freight is headquartered in Oslo.\n- Cobalt Health was founded in 2001.\n- Viktor works for Atlas Freight.\n- Bruno reports to Viktor.\n- Viktor reports to Ingrid.\n- Atlas Freight was founded in 2009.\n- Anders reports to Mei.\n- Mei works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32062", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-5 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 September 2025): For employees hired on or after 24 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4634: employee Wren K., hired 01 December 2024, separated 15 March 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4634?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mara reports to Viktor.\n- Priya reports to Zoya.\n- Fernhill Foods was founded in 1995.\n- Summit Energy is headquartered in Cork.\n- Fernhill Foods is headquartered in Valencia.\n- Yuki reports to Nadia.\n- Bruno reports to Chiara.\n- Sofia reports to Emeka.\n- Summit Energy was founded in 1995.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Sofia.\n- Mara works for Summit Energy.\n- Bruno works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Nadia works for Vantage Air.\n- Nadia reports to Bruno.\n- Sanne reports to Yuki.\n- Ironwood Manufacturing was founded in 1979.\n- Mateo works for Ironwood Manufacturing.\n- Viktor reports to Mateo.\n- Mateo reports to Priya.\n- Vantage Air was founded in 2004.\n- Viktor works for Ironwood Manufacturing.\n- Priya works for Vantage Air.\n- Zoya works for Vantage Air.\n- Sanne works for Summit Energy.\n- Emeka reports to Mara.\n- Sofia works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Austin.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Bergen.\n- Deshawn works for Lattice Analytics.\n- Cobalt Health was founded in 2004.\n- Elena works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Omar reports to Elena.\n- Mara reports to Omar.\n- Deshawn reports to Leila.\n- Elena reports to Chiara.\n- Crescent Telecom was founded in 1993.\n- Tessa works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Zoya reports to Tessa.\n- Tessa reports to Deshawn.\n- Ingrid reports to Zoya.\n- Lattice Analytics is headquartered in Cork.\n- Leila reports to Jonas.\n- Jonas reports to Mara.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy was founded in 1984.\n- Jonas works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Summit Energy is headquartered in Leeds.\n- Chiara works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Lattice Analytics was founded in 2005.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32065", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Stefan works for Summit Energy.\n- Jonas works for Summit Energy.\n- Bluepine Aviation was founded in 1992.\n- Kenji works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Deshawn works for Cedar Retail Group.\n- Deshawn reports to Tobias.\n- Leila reports to Deshawn.\n- Stefan reports to Priya.\n- Priya reports to Jonas.\n- Cedar Retail Group is headquartered in Brno.\n- Cedar Retail Group was founded in 2002.\n- Hana works for Fernhill Foods.\n- Hana reports to Stefan.\n- Bluepine Aviation is headquartered in Brno.\n- Fernhill Foods was founded in 2001.\n- Priya works for Bluepine Aviation.\n- Felix works for Summit Energy.\n- Felix reports to Anders.\n- Fernhill Foods is headquartered in Tallinn.\n- Anders works for Fernhill Foods.\n- Tobias reports to Felix.\n- Summit Energy is headquartered in Valencia.\n- Jonas reports to Kenji.\n- Kenji reports to Leila.\n- Summit Energy was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32067", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32068", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Mateo.\n- Felix works for Summit Energy.\n- Northwind Systems was founded in 1986.\n- Anders reports to Wren.\n- Priya reports to Stefan.\n- Fernhill Foods was founded in 1979.\n- Mateo works for Helios Logistics.\n- Priya works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Ingrid reports to Felix.\n- Pablo works for Summit Energy.\n- Fernhill Foods is headquartered in Malmo.\n- Mateo reports to Priya.\n- Northwind Systems is headquartered in Brno.\n- Anders works for Helios Logistics.\n- Tessa works for Fernhill Foods.\n- Helios Logistics is headquartered in Brno.\n- Helios Logistics was founded in 1999.\n- Wren works for Fernhill Foods.\n- Stefan reports to Ingrid.\n- Wren reports to Pablo.\n- Summit Energy is headquartered in Brno.\n- Pablo reports to Nadia.\n- Ingrid works for Helios Logistics.\n- Nadia works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Felix reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1973", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32070", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32071", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Ingrid.\n- Kenji works for Bluepine Aviation.\n- Amara reports to Zoya.\n- Cobalt Health was founded in 2013.\n- Summit Energy is headquartered in Bergen.\n- Bluepine Aviation was founded in 1992.\n- Cobalt Health is headquartered in Porto.\n- Zoya works for Summit Energy.\n- Zoya reports to Emeka.\n- Mara reports to Deshawn.\n- Sanne reports to Amara.\n- Sanne works for Cobalt Health.\n- Emeka reports to Elena.\n- Emeka works for Bluepine Aviation.\n- Elena works for Vantage Air.\n- Mara works for Bluepine Aviation.\n- Ingrid reports to Felix.\n- Ingrid works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Kenji reports to Mara.\n- Amara works for Cobalt Health.\n- Felix reports to Kenji.\n- Vantage Air was founded in 1987.\n- Vantage Air is headquartered in Valencia.\n- Felix works for Vantage Air.\n- Bluepine Aviation is headquartered in Lyon.\n- Summit Energy was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32073", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "set_alarm", "2": "control_lights", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32074", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32075", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32076", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Vantage Air is headquartered in Basel.\n- Anders works for Vantage Air.\n- Cobalt Health is headquartered in Cork.\n- Stefan reports to Anders.\n- Vantage Air was founded in 1977.\n- Tobias works for Vantage Air.\n- Callum works for Vantage Air.\n- Hana reports to Tobias.\n- Hana works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Beacon Insurance was founded in 1989.\n- Crescent Telecom is headquartered in Basel.\n- Mei reports to Callum.\n- Anders reports to Mei.\n- Beacon Insurance is headquartered in Porto.\n- Crescent Telecom was founded in 1984.\n- Cobalt Health was founded in 2013.\n- Callum reports to Emeka.\n- Sofia reports to Stefan.\n- Emeka works for Vantage Air.\n- Tobias reports to Sofia.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32078", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 73874 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32079", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8427: employee Pablo A., hired 06 August 2022, separated 14 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8427?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32080", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7647: employee Anders K., hired 06 August 2023, separated 18 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7647?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32081", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32082", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32083", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32084", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6400: employee Bruno R., hired 17 July 2022, separated 28 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6400?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6400 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Felix reports to Priya.\n- Pablo reports to Viktor.\n- Summit Energy is headquartered in Oslo.\n- Jonas works for Cobalt Health.\n- Viktor works for Fernhill Foods.\n- Summit Energy was founded in 2010.\n- Ravi reports to Mei.\n- Mateo reports to Felix.\n- Priya works for Cobalt Health.\n- Callum reports to Pablo.\n- Priya reports to Ravi.\n- Fernhill Foods was founded in 2008.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Oslo.\n- Nadia reports to Yuki.\n- Ravi works for Summit Energy.\n- Mei reports to Nadia.\n- Callum works for Ironwood Manufacturing.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Nadia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1996.\n- Yuki reports to Jonas.\n- Kenji reports to Mateo.\n- Yuki works for Summit Energy.\n- Viktor reports to Kenji.\n- Felix works for Summit Energy.\n- Kenji works for Summit Energy.\n- Mateo works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32086", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 66621, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "change_address", "3": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32087", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 67576\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32088", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7107: employee Ravi A., hired 01 April 2023, separated 01 April 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7107?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32090", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Pinnacle Software was founded in 1995.\n- Yuki reports to Elena.\n- Omar reports to Stefan.\n- Sofia reports to Ravi.\n- Beacon Insurance was founded in 1996.\n- Elena reports to Wren.\n- Ravi reports to Viktor.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 1993.\n- Aisha works for Pinnacle Software.\n- Aisha reports to Emeka.\n- Emeka reports to Chiara.\n- Beacon Insurance is headquartered in Porto.\n- Deshawn works for Beacon Insurance.\n- Stefan reports to Deshawn.\n- Viktor works for Beacon Insurance.\n- Pinnacle Software is headquartered in Leeds.\n- Ravi works for Summit Energy.\n- Elena works for Pinnacle Software.\n- Stefan works for Beacon Insurance.\n- Viktor reports to Aisha.\n- Yuki works for Beacon Insurance.\n- Wren works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Deshawn reports to Sofia.\n- Emeka works for Beacon Insurance.\n- Summit Energy was founded in 2012.\n- Chiara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Amara reports to Yuki.\n- Kenji reports to Tobias.\n- Northwind Systems was founded in 1997.\n- Atlas Freight was founded in 1981.\n- Yuki works for Beacon Insurance.\n- Aisha works for Northwind Systems.\n- Yuki reports to Dmitri.\n- Atlas Freight is headquartered in Brno.\n- Sanne reports to Omar.\n- Amara works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Tobias reports to Aisha.\n- Dmitri works for Atlas Freight.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 1992.\n- Tobias works for Northwind Systems.\n- Omar works for Beacon Insurance.\n- Aisha reports to Sanne.\n- Kenji works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Summit Energy is headquartered in Brno.\n- Dmitri reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32093", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32094", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "open_account", "3": "wire_transfer", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32095", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 43481 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Priya.\n- Wren reports to Kenji.\n- Kenji reports to Bruno.\n- Jonas works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Tampere.\n- Lattice Analytics was founded in 2007.\n- Priya reports to Anders.\n- Omar works for Bluepine Aviation.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Priya works for Lattice Analytics.\n- Mateo works for Bluepine Aviation.\n- Anders works for Northwind Systems.\n- Anders reports to Wren.\n- Wren works for Lattice Analytics.\n- Northwind Systems is headquartered in Tampere.\n- Tessa works for Lattice Analytics.\n- Tessa reports to Jonas.\n- Mateo reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1989.\n- Lattice Analytics is headquartered in Tallinn.\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation was founded in 1994.\n- Aisha reports to Tessa.\n- Bruno reports to Omar.\n- Northwind Systems was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32097", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "payment_plan", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32098", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "play_music", "2": "control_lights", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32100", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32101", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Fernhill Foods is headquartered in Porto.\n- Tobias reports to Priya.\n- Ingrid works for Fernhill Foods.\n- Chiara works for Pinnacle Software.\n- Priya reports to Sofia.\n- Summit Energy was founded in 2003.\n- Pinnacle Software is headquartered in Ghent.\n- Chiara reports to Ingrid.\n- Mara works for Meridian Bank.\n- Deshawn reports to Mara.\n- Pinnacle Software was founded in 1980.\n- Tobias works for Meridian Bank.\n- Amara reports to Callum.\n- Sofia works for Meridian Bank.\n- Omar works for Fernhill Foods.\n- Ingrid reports to Amara.\n- Summit Energy is headquartered in Porto.\n- Callum reports to Aisha.\n- Fernhill Foods was founded in 2000.\n- Omar reports to Tobias.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Deshawn works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Anders reports to Chiara.\n- Callum works for Summit Energy.\n- Mara reports to Omar.\n- Aisha works for Summit Energy.\n- Sofia reports to Anders.\n- Meridian Bank is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1983", "2": "1978", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Wren reports to Mara.\n- Priya works for Atlas Freight.\n- Sofia reports to Dmitri.\n- Priya reports to Elena.\n- Cedar Retail Group was founded in 2004.\n- Elena works for Cedar Retail Group.\n- Sanne works for Ironwood Manufacturing.\n- Elena reports to Sanne.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Priya.\n- Atlas Freight was founded in 2002.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mara works for Cedar Retail Group.\n- Sofia works for Ironwood Manufacturing.\n- Viktor works for Summit Energy.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Porto.\n- Viktor reports to Wren.\n- Summit Energy was founded in 1996.\n- Mara reports to Sofia.\n- Ironwood Manufacturing was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32104", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7610: employee Wren K., hired 29 July 2023, separated 22 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7610?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32105", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4301: employee Deshawn S., hired 03 December 2023, separated 11 July 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4301?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Callum works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Jonas reports to Callum.\n- Sofia works for Helios Logistics.\n- Tobias works for Cedar Retail Group.\n- Tessa works for Helios Logistics.\n- Beacon Insurance was founded in 1995.\n- Sofia reports to Tobias.\n- Jonas works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Leeds.\n- Cedar Retail Group was founded in 2002.\n- Helios Logistics was founded in 1997.\n- Bluepine Aviation was founded in 1990.\n- Tessa reports to Dmitri.\n- Aisha reports to Jonas.\n- Helios Logistics is headquartered in Bergen.\n- Tobias reports to Aisha.\n- Callum reports to Tessa.\n- Nadia reports to Sofia.\n- Nadia works for Helios Logistics.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32107", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9983: employee Elena S., hired 23 February 2020, separated 26 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9983?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mei.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn reports to Priya.\n- Priya reports to Bruno.\n- Atlas Freight was founded in 1987.\n- Tessa works for Fernhill Foods.\n- Yuki works for Summit Energy.\n- Omar works for Fernhill Foods.\n- Summit Energy is headquartered in Leeds.\n- Deshawn works for Atlas Freight.\n- Cobalt Health was founded in 2012.\n- Cobalt Health is headquartered in Dunedin.\n- Priya works for Cobalt Health.\n- Yuki reports to Omar.\n- Mei reports to Stefan.\n- Summit Energy was founded in 1979.\n- Fernhill Foods was founded in 1983.\n- Mei works for Summit Energy.\n- Amara works for Atlas Freight.\n- Stefan works for Summit Energy.\n- Zoya reports to Deshawn.\n- Bruno reports to Yuki.\n- Bruno works for Cobalt Health.\n- Stefan reports to Zoya.\n- Omar reports to Amara.\n- Fernhill Foods is headquartered in Turku.\n- Zoya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32109", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32110", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3600: employee Anders T., hired 10 May 2023, separated 13 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3600?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32111", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8197: employee Deshawn K., hired 28 August 2021, separated 23 December 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-8197 under the controlling rules.", "criteria": {"0": "$14,350", "1": "$14,438", "2": "$15,350", "3": "$62,183"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32112", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 January 2023): For employees hired on or after 26 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9017: employee Mateo K., hired 05 September 2021, separated 23 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9017?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32113", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7903: employee Lucia M., hired 21 September 2022, separated 12 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7903?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32114", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 17 September 2023): For employees hired on or after 17 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9403: employee Tobias A., hired 29 July 2020, separated 03 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9403?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32115", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6281: employee Dmitri T., hired 30 December 2020, separated 31 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6281?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mateo.\n- Yuki works for Helios Logistics.\n- Tessa works for Beacon Insurance.\n- Cedar Retail Group was founded in 2009.\n- Zoya reports to Nadia.\n- Jonas works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1986.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Turku.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 2010.\n- Jonas reports to Pablo.\n- Anders works for Ironwood Manufacturing.\n- Nadia works for Beacon Insurance.\n- Sanne reports to Ravi.\n- Helios Logistics was founded in 1983.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Yuki reports to Anders.\n- Sanne works for Ironwood Manufacturing.\n- Tessa reports to Jonas.\n- Ravi works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Nadia reports to Sanne.\n- Mateo reports to Yuki.\n- Anders reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32117", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 September 2023): For employees hired on or after 01 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8082: employee Chiara R., hired 31 October 2021, separated 09 October 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8082?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Vantage Air.\n- Vantage Air was founded in 1988.\n- Wren reports to Leila.\n- Lucia reports to Mateo.\n- Vantage Air is headquartered in Tallinn.\n- Summit Energy is headquartered in Tallinn.\n- Mateo reports to Kenji.\n- Mateo works for Beacon Insurance.\n- Kenji reports to Pablo.\n- Beacon Insurance is headquartered in Valencia.\n- Tobias reports to Ingrid.\n- Leila works for Summit Energy.\n- Deshawn reports to Wren.\n- Summit Energy was founded in 2013.\n- Leila reports to Tobias.\n- Sanne works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Deshawn.\n- Lattice Analytics is headquartered in Ghent.\n- Beacon Insurance was founded in 2000.\n- Lattice Analytics was founded in 2011.\n- Wren works for Beacon Insurance.\n- Sanne reports to Lucia.\n- Tobias works for Vantage Air.\n- Lucia works for Vantage Air.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32119", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32120", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3768: employee Dmitri S., hired 06 October 2023, separated 27 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3768?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32121", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Jonas.\n- Pablo works for Fernhill Foods.\n- Nadia reports to Stefan.\n- Elena reports to Tobias.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Viktor works for Vantage Air.\n- Jonas reports to Nadia.\n- Atlas Freight was founded in 1984.\n- Elena works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1982.\n- Aisha works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pablo reports to Hana.\n- Vantage Air is headquartered in Adelaide.\n- Ravi works for Ironwood Manufacturing.\n- Tobias works for Vantage Air.\n- Jonas works for Fernhill Foods.\n- Stefan reports to Viktor.\n- Stefan works for Vantage Air.\n- Sanne reports to Zoya.\n- Viktor reports to Elena.\n- Fernhill Foods is headquartered in Tallinn.\n- Atlas Freight is headquartered in Ghent.\n- Sanne works for Atlas Freight.\n- Tobias reports to Ravi.\n- Ravi reports to Aisha.\n- Zoya works for Atlas Freight.\n- Aisha reports to Sanne.\n- Nadia works for Vantage Air.\n- Ironwood Manufacturing was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Porto", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32123", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 10201 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1986.\n- Pablo reports to Stefan.\n- Pablo works for Summit Energy.\n- Anders works for Northwind Systems.\n- Anders reports to Yuki.\n- Tobias reports to Amara.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1982.\n- Northwind Systems was founded in 1994.\n- Stefan works for Cedar Retail Group.\n- Lucia reports to Tobias.\n- Bluepine Aviation was founded in 1982.\n- Summit Energy is headquartered in Ghent.\n- Mei reports to Lucia.\n- Northwind Systems is headquartered in Brno.\n- Amara works for Cedar Retail Group.\n- Yuki works for Northwind Systems.\n- Amara reports to Pablo.\n- Yuki reports to Mei.\n- Cedar Retail Group is headquartered in Brno.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Wren reports to Deshawn.\n- Deshawn reports to Aisha.\n- Summit Energy was founded in 1991.\n- Elena works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Emeka reports to Leila.\n- Beacon Insurance is headquartered in Leeds.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Kenji reports to Emeka.\n- Atlas Freight is headquartered in Valencia.\n- Yuki reports to Elena.\n- Lattice Analytics was founded in 2012.\n- Bruno reports to Yuki.\n- Bruno works for Atlas Freight.\n- Leila works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Aisha works for Atlas Freight.\n- Leila reports to Wren.\n- Atlas Freight was founded in 1999.\n- Yuki works for Beacon Insurance.\n- Ravi reports to Bruno.\n- Aisha reports to Ravi.\n- Ravi works for Atlas Freight.\n- Beacon Insurance was founded in 2006.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "1994", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32126", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32127", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "asks about weather", "3": "asks for a countdown timer", "4": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Amara.\n- Omar works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Northwind Systems was founded in 2009.\n- Mara reports to Nadia.\n- Wren works for Cobalt Health.\n- Jonas works for Fernhill Foods.\n- Deshawn works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Kenji reports to Deshawn.\n- Pablo reports to Jonas.\n- Meridian Bank was founded in 1989.\n- Wren reports to Kenji.\n- Kenji works for Meridian Bank.\n- Fernhill Foods was founded in 2008.\n- Northwind Systems is headquartered in Tampere.\n- Cobalt Health was founded in 1996.\n- Amara reports to Omar.\n- Fernhill Foods is headquartered in Brno.\n- Nadia works for Fernhill Foods.\n- Meridian Bank is headquartered in Tampere.\n- Tessa reports to Mara.\n- Pablo works for Fernhill Foods.\n- Nadia reports to Wren.\n- Tessa works for Northwind Systems.\n- Jonas reports to Tessa.\n- Cobalt Health is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2011", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32129", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 33784 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "track_order", "3": "report_damage", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32130", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1352: employee Mateo S., hired 17 October 2021, separated 30 June 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1352?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32131", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32132", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 19 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 May 2025): For employees hired on or after 27 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8083: employee Lucia B., hired 02 August 2024, separated 13 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8083?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32133", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32134", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32135", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-2 (VERSION 3, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4199: employee Tobias B., hired 13 May 2023, separated 04 February 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-4199 under the controlling rules.", "criteria": {"0": "$2,125", "1": "$5,000", "2": "$21,667", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Kenji.\n- Zoya works for Helios Logistics.\n- Dmitri reports to Jonas.\n- Bluepine Aviation is headquartered in Basel.\n- Summit Energy is headquartered in Basel.\n- Summit Energy was founded in 2013.\n- Jonas reports to Sanne.\n- Priya works for Vantage Air.\n- Bruno works for Helios Logistics.\n- Nadia reports to Mei.\n- Sofia reports to Bruno.\n- Kenji works for Helios Logistics.\n- Vantage Air is headquartered in Bergen.\n- Vantage Air was founded in 2011.\n- Kenji reports to Zoya.\n- Sanne reports to Sofia.\n- Jonas works for Vantage Air.\n- Zoya reports to Nadia.\n- Helios Logistics is headquartered in Nagoya.\n- Sofia works for Vantage Air.\n- Bluepine Aviation was founded in 2006.\n- Priya reports to Anders.\n- Sanne works for Summit Energy.\n- Viktor works for Vantage Air.\n- Mei works for Bluepine Aviation.\n- Mei reports to Dmitri.\n- Anders works for Helios Logistics.\n- Bruno reports to Viktor.\n- Nadia works for Bluepine Aviation.\n- Dmitri works for Summit Energy.\n- Helios Logistics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32137", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Deshawn works for Pinnacle Software.\n- Felix works for Crescent Telecom.\n- Pinnacle Software was founded in 2008.\n- Amara reports to Yuki.\n- Ingrid works for Cedar Retail Group.\n- Pablo works for Pinnacle Software.\n- Sofia works for Crescent Telecom.\n- Yuki reports to Felix.\n- Kenji works for Crescent Telecom.\n- Sofia reports to Deshawn.\n- Felix reports to Pablo.\n- Cobalt Health was founded in 2007.\n- Amara works for Cobalt Health.\n- Crescent Telecom was founded in 1982.\n- Cedar Retail Group was founded in 2008.\n- Ingrid reports to Omar.\n- Omar reports to Kenji.\n- Omar works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Malmo.\n- Deshawn reports to Zoya.\n- Cobalt Health is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Brno.\n- Zoya reports to Ingrid.\n- Pablo reports to Sofia.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32138", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-5 (VERSION 3, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6704: employee Zoya K., hired 23 July 2023, separated 29 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6704?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32139", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1989.\n- Ravi works for Bluepine Aviation.\n- Sanne reports to Priya.\n- Yuki works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Yuki reports to Mei.\n- Sanne works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Sofia works for Pinnacle Software.\n- Mateo works for Lattice Analytics.\n- Stefan reports to Sanne.\n- Lucia reports to Yuki.\n- Pinnacle Software was founded in 1976.\n- Bluepine Aviation was founded in 2015.\n- Priya reports to Viktor.\n- Bruno works for Pinnacle Software.\n- Ravi reports to Stefan.\n- Northwind Systems was founded in 1980.\n- Mateo reports to Ravi.\n- Pinnacle Software is headquartered in Cork.\n- Bluepine Aviation is headquartered in Lyon.\n- Sofia reports to Bruno.\n- Mei works for Bluepine Aviation.\n- Anders reports to Sofia.\n- Bruno reports to Lucia.\n- Viktor reports to Anders.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32140", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32141", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8755: employee Sofia K., hired 15 November 2021, separated 01 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8755?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32142", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32143", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32144", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32145", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5527: employee Pablo S., hired 06 December 2021, separated 11 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5527?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32146", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Dispute Charge — reports an unauthorized charge", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Lucia works for Fernhill Foods.\n- Meridian Bank was founded in 2006.\n- Fernhill Foods is headquartered in Porto.\n- Stefan reports to Deshawn.\n- Deshawn reports to Leila.\n- Pinnacle Software was founded in 1995.\n- Tessa works for Crescent Telecom.\n- Zoya reports to Viktor.\n- Tessa reports to Aisha.\n- Yuki reports to Bruno.\n- Aisha works for Meridian Bank.\n- Viktor works for Crescent Telecom.\n- Bruno works for Pinnacle Software.\n- Lucia reports to Tessa.\n- Zoya works for Pinnacle Software.\n- Stefan works for Fernhill Foods.\n- Bruno reports to Lucia.\n- Pinnacle Software is headquartered in Tampere.\n- Chiara reports to Zoya.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 1979.\n- Fernhill Foods was founded in 1978.\n- Emeka works for Fernhill Foods.\n- Leila reports to Yuki.\n- Leila works for Crescent Telecom.\n- Meridian Bank is headquartered in Halifax.\n- Chiara works for Pinnacle Software.\n- Aisha reports to Chiara.\n- Emeka reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1998", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32148", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32149", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Wren.\n- Lattice Analytics was founded in 2012.\n- Lattice Analytics is headquartered in Brno.\n- Stefan reports to Emeka.\n- Summit Energy is headquartered in Lyon.\n- Summit Energy was founded in 2015.\n- Fernhill Foods is headquartered in Lyon.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Nadia works for Summit Energy.\n- Ravi works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Fernhill Foods was founded in 1989.\n- Bruno works for Lattice Analytics.\n- Wren works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Bruno reports to Stefan.\n- Wren reports to Lucia.\n- Nadia reports to Elena.\n- Mara works for Lattice Analytics.\n- Emeka reports to Mara.\n- Mara reports to Ravi.\n- Lucia reports to Bruno.\n- Elena works for Ironwood Manufacturing.\n- Hana reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2015", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Tessa reports to Kenji.\n- Lattice Analytics is headquartered in Bergen.\n- Pablo works for Summit Energy.\n- Sofia works for Lattice Analytics.\n- Kenji reports to Stefan.\n- Anders works for Lattice Analytics.\n- Sofia reports to Priya.\n- Nadia reports to Pablo.\n- Zoya works for Beacon Insurance.\n- Sanne works for Vantage Air.\n- Beacon Insurance was founded in 1978.\n- Beacon Insurance is headquartered in Tallinn.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Lattice Analytics was founded in 1993.\n- Summit Energy was founded in 1985.\n- Kenji works for Lattice Analytics.\n- Anders reports to Zoya.\n- Summit Energy is headquartered in Tallinn.\n- Tessa works for Summit Energy.\n- Stefan reports to Anders.\n- Zoya reports to Nadia.\n- Sanne reports to Tessa.\n- Vantage Air is headquartered in Tallinn.\n- Pablo reports to Sofia.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32153", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32154", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32155", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 91871, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32156", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32157", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8600: employee Mei R., hired 21 July 2021, separated 09 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8600?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32158", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32159", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1512: employee Lucia B., hired 04 February 2023, separated 22 January 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2026-1512 under the controlling rules.", "criteria": {"0": "$3,750", "1": "$21,667", "2": "$4,500", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32160", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Ravi reports to Mateo.\n- Ravi works for Meridian Bank.\n- Pinnacle Software was founded in 1989.\n- Sofia works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Wren works for Summit Energy.\n- Chiara works for Summit Energy.\n- Lattice Analytics is headquartered in Adelaide.\n- Priya reports to Sanne.\n- Meridian Bank was founded in 1999.\n- Mateo works for Pinnacle Software.\n- Chiara reports to Priya.\n- Meridian Bank is headquartered in Bergen.\n- Sanne reports to Ravi.\n- Nadia works for Meridian Bank.\n- Mateo reports to Sofia.\n- Summit Energy was founded in 1989.\n- Pinnacle Software is headquartered in Tampere.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Nadia reports to Wren.\n- Wren reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32162", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32163", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 28 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 28 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5797: employee Hana S., hired 23 August 2020, separated 09 May 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-5797 under the controlling rules.", "criteria": {"0": "$36,400", "1": "$8,325", "2": "$8,400", "3": "$10,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32164", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Leila reports to Dmitri.\n- Cedar Retail Group is headquartered in Porto.\n- Mei works for Cedar Retail Group.\n- Callum works for Cobalt Health.\n- Wren reports to Callum.\n- Dmitri works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Mei reports to Lucia.\n- Leila works for Bluepine Aviation.\n- Lucia reports to Sofia.\n- Sofia reports to Aisha.\n- Dmitri reports to Kenji.\n- Ironwood Manufacturing was founded in 2003.\n- Cobalt Health is headquartered in Porto.\n- Wren works for Cobalt Health.\n- Sofia works for Ironwood Manufacturing.\n- Omar reports to Wren.\n- Bluepine Aviation is headquartered in Austin.\n- Kenji works for Bluepine Aviation.\n- Cobalt Health was founded in 1998.\n- Omar works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2013.\n- Ironwood Manufacturing is headquartered in Austin.\n- Aisha works for Cobalt Health.\n- Kenji reports to Mei.\n- Bluepine Aviation was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1993.\n- Dmitri works for Helios Logistics.\n- Ingrid reports to Deshawn.\n- Summit Energy was founded in 1995.\n- Beacon Insurance is headquartered in Halifax.\n- Dmitri reports to Priya.\n- Sanne works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Basel.\n- Stefan works for Summit Energy.\n- Helios Logistics was founded in 2014.\n- Deshawn works for Summit Energy.\n- Priya reports to Stefan.\n- Priya works for Beacon Insurance.\n- Stefan reports to Sanne.\n- Aisha reports to Dmitri.\n- Emeka reports to Ingrid.\n- Ingrid works for Summit Energy.\n- Deshawn reports to Aisha.\n- Emeka works for Summit Energy.\n- Beacon Insurance was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32167", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32168", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Sanne works for Summit Energy.\n- Pinnacle Software is headquartered in Leeds.\n- Summit Energy is headquartered in Tampere.\n- Ravi reports to Anders.\n- Anders works for Cobalt Health.\n- Aisha reports to Callum.\n- Pablo works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Fernhill Foods is headquartered in Leeds.\n- Emeka reports to Ravi.\n- Sanne reports to Aisha.\n- Ravi works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Chiara reports to Sanne.\n- Emeka works for Summit Energy.\n- Anders reports to Pablo.\n- Summit Energy was founded in 1993.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods was founded in 1990.\n- Aisha works for Pinnacle Software.\n- Callum reports to Emeka.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32170", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32171", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9652: employee Priya B., hired 29 September 2020, separated 03 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-9652 under the controlling rules.", "criteria": {"0": "$13,200", "1": "$11,200", "2": "$48,533", "3": "$11,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32172", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32173", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32174", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "payment_plan", "3": "dispute_charge", "4": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32175", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32176", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32177", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32178", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32179", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9282: employee Tessa B., hired 09 December 2021, separated 23 June 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-9282 under the controlling rules.", "criteria": {"0": "$62,000", "1": "$14,308", "2": "$14,808", "3": "$14,423"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2001.\n- Chiara works for Helios Logistics.\n- Aisha reports to Wren.\n- Vantage Air was founded in 1990.\n- Jonas works for Cedar Retail Group.\n- Felix works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Felix reports to Jonas.\n- Cedar Retail Group is headquartered in Tampere.\n- Omar reports to Ingrid.\n- Wren works for Ironwood Manufacturing.\n- Kenji works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji reports to Aisha.\n- Jonas reports to Stefan.\n- Ingrid reports to Chiara.\n- Cedar Retail Group was founded in 2010.\n- Ingrid works for Vantage Air.\n- Omar works for Cedar Retail Group.\n- Amara works for Helios Logistics.\n- Stefan works for Cedar Retail Group.\n- Helios Logistics was founded in 2009.\n- Wren reports to Felix.\n- Amara reports to Kenji.\n- Stefan reports to Omar.\n- Helios Logistics is headquartered in Ghent.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Mei works for Cobalt Health.\n- Emeka reports to Mei.\n- Leila works for Bluepine Aviation.\n- Sanne works for Cobalt Health.\n- Bluepine Aviation was founded in 1978.\n- Cobalt Health was founded in 2010.\n- Ingrid works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Hana reports to Omar.\n- Fernhill Foods was founded in 1993.\n- Pinnacle Software is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor works for Fernhill Foods.\n- Cobalt Health is headquartered in Oslo.\n- Sofia reports to Viktor.\n- Sanne reports to Ingrid.\n- Kenji reports to Sanne.\n- Mei reports to Kenji.\n- Ingrid reports to Leila.\n- Emeka works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Pinnacle Software was founded in 2015.\n- Omar works for Bluepine Aviation.\n- Leila reports to Hana.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32182", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 August 2025): For employees hired on or after 04 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9378: employee Hana R., hired 02 March 2024, separated 12 February 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2025-9378 under the controlling rules.", "criteria": {"0": "$8,312", "1": "$36,400", "2": "$8,400", "3": "$9,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32183", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3259: employee Pablo B., hired 25 December 2021, separated 06 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3259?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32184", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Emeka.\n- Meridian Bank is headquartered in Nagoya.\n- Emeka works for Cobalt Health.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Anders reports to Pablo.\n- Yuki works for Cedar Retail Group.\n- Felix works for Bluepine Aviation.\n- Cobalt Health was founded in 2007.\n- Bruno works for Cobalt Health.\n- Bruno reports to Yuki.\n- Anders works for Bluepine Aviation.\n- Tobias reports to Felix.\n- Bluepine Aviation is headquartered in Halifax.\n- Mei works for Cedar Retail Group.\n- Meridian Bank was founded in 1987.\n- Pablo reports to Mei.\n- Emeka reports to Tobias.\n- Cobalt Health is headquartered in Halifax.\n- Felix reports to Anders.\n- Bluepine Aviation was founded in 2004.\n- Cedar Retail Group was founded in 1997.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Nagoya", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32185", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 8809 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32186", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2006.\n- Tobias reports to Mara.\n- Cedar Retail Group is headquartered in Brno.\n- Mateo reports to Tessa.\n- Ravi works for Cedar Retail Group.\n- Hana works for Bluepine Aviation.\n- Summit Energy is headquartered in Oslo.\n- Tobias works for Cedar Retail Group.\n- Fernhill Foods was founded in 1997.\n- Kenji works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2002.\n- Kenji reports to Hana.\n- Ravi reports to Mateo.\n- Sofia works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Tessa reports to Tobias.\n- Sofia reports to Kenji.\n- Bluepine Aviation is headquartered in Tampere.\n- Mara reports to Sofia.\n- Mateo works for Bluepine Aviation.\n- Summit Energy was founded in 1983.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Zoya.\n- Emeka works for Helios Logistics.\n- Vantage Air was founded in 1988.\n- Callum works for Vantage Air.\n- Zoya works for Vantage Air.\n- Nadia reports to Elena.\n- Elena reports to Emeka.\n- Callum reports to Sanne.\n- Sanne reports to Jonas.\n- Deshawn reports to Nadia.\n- Cobalt Health was founded in 2003.\n- Ingrid works for Vantage Air.\n- Crescent Telecom was founded in 1977.\n- Aisha works for Cobalt Health.\n- Jonas works for Crescent Telecom.\n- Aisha reports to Deshawn.\n- Zoya reports to Aisha.\n- Elena works for Cobalt Health.\n- Helios Logistics is headquartered in Bergen.\n- Deshawn works for Crescent Telecom.\n- Cobalt Health is headquartered in Turku.\n- Nadia works for Cobalt Health.\n- Vantage Air is headquartered in Lyon.\n- Emeka reports to Ingrid.\n- Sanne works for Vantage Air.\n- Helios Logistics was founded in 1983.\n- Crescent Telecom is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32189", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Sofia.\n- Fernhill Foods was founded in 2003.\n- Crescent Telecom is headquartered in Tampere.\n- Leila reports to Elena.\n- Beacon Insurance was founded in 1989.\n- Elena works for Crescent Telecom.\n- Aisha reports to Ingrid.\n- Sofia works for Crescent Telecom.\n- Fernhill Foods is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Pinnacle Software was founded in 1976.\n- Mei works for Fernhill Foods.\n- Ingrid reports to Kenji.\n- Elena reports to Zoya.\n- Jonas works for Beacon Insurance.\n- Jonas reports to Mei.\n- Pablo works for Fernhill Foods.\n- Mei reports to Deshawn.\n- Pinnacle Software is headquartered in Malmo.\n- Deshawn reports to Wren.\n- Pablo reports to Leila.\n- Deshawn works for Beacon Insurance.\n- Wren works for Pinnacle Software.\n- Beacon Insurance is headquartered in Oslo.\n- Ingrid works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Wren reports to Pablo.\n- Aisha works for Beacon Insurance.\n- Sofia reports to Jonas.\n- Crescent Telecom was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Mei reports to Mateo.\n- Mei works for Pinnacle Software.\n- Lucia reports to Wren.\n- Atlas Freight was founded in 1991.\n- Atlas Freight is headquartered in Adelaide.\n- Vantage Air was founded in 1984.\n- Ravi works for Vantage Air.\n- Lucia works for Atlas Freight.\n- Elena works for Vantage Air.\n- Chiara works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Mara reports to Chiara.\n- Pinnacle Software was founded in 1985.\n- Sofia reports to Ravi.\n- Leila reports to Mei.\n- Vantage Air is headquartered in Tampere.\n- Mateo works for Pinnacle Software.\n- Sofia works for Atlas Freight.\n- Elena reports to Leila.\n- Ironwood Manufacturing was founded in 1986.\n- Pinnacle Software is headquartered in Adelaide.\n- Wren reports to Mara.\n- Mateo reports to Lucia.\n- Ironwood Manufacturing is headquartered in Turku.\n- Chiara reports to Sofia.\n- Wren works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2010.\n- Stefan reports to Sofia.\n- Omar works for Meridian Bank.\n- Kenji reports to Stefan.\n- Chiara reports to Ingrid.\n- Nadia reports to Zoya.\n- Meridian Bank is headquartered in Cork.\n- Nadia works for Cobalt Health.\n- Sofia works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Kenji works for Meridian Bank.\n- Ingrid works for Bluepine Aviation.\n- Cobalt Health is headquartered in Cork.\n- Ravi works for Cedar Retail Group.\n- Mara reports to Chiara.\n- Bluepine Aviation was founded in 2009.\n- Stefan works for Cobalt Health.\n- Omar reports to Ravi.\n- Ravi reports to Mara.\n- Zoya reports to Kenji.\n- Bluepine Aviation is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Cork.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Ingrid reports to Nadia.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2008", "2": "2005", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2012.\n- Callum works for Summit Energy.\n- Tobias works for Summit Energy.\n- Bruno works for Meridian Bank.\n- Vantage Air is headquartered in Turku.\n- Chiara reports to Leila.\n- Leila works for Bluepine Aviation.\n- Chiara works for Summit Energy.\n- Bluepine Aviation was founded in 2014.\n- Meridian Bank is headquartered in Basel.\n- Bruno reports to Tobias.\n- Viktor works for Meridian Bank.\n- Hana reports to Priya.\n- Summit Energy was founded in 1981.\n- Vantage Air was founded in 1997.\n- Leila reports to Viktor.\n- Priya works for Bluepine Aviation.\n- Hana works for Meridian Bank.\n- Viktor reports to Hana.\n- Bluepine Aviation is headquartered in Turku.\n- Callum reports to Chiara.\n- Summit Energy is headquartered in Basel.\n- Priya reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32194", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32195", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Northwind Systems was founded in 1986.\n- Ingrid reports to Hana.\n- Priya reports to Amara.\n- Mara reports to Priya.\n- Ingrid works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Porto.\n- Priya works for Summit Energy.\n- Kenji reports to Ingrid.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Ghent.\n- Aisha reports to Kenji.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Porto.\n- Hana works for Summit Energy.\n- Pablo reports to Aisha.\n- Summit Energy was founded in 1980.\n- Ironwood Manufacturing was founded in 1983.\n- Aisha works for Northwind Systems.\n- Hana reports to Mara.\n- Mara works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Austin.\n- Meridian Bank is headquartered in Austin.\n- Mateo works for Meridian Bank.\n- Hana reports to Sofia.\n- Yuki reports to Felix.\n- Felix works for Cedar Retail Group.\n- Pablo reports to Hana.\n- Meridian Bank was founded in 1985.\n- Yuki works for Meridian Bank.\n- Felix reports to Mateo.\n- Hana works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Leila reports to Pablo.\n- Cedar Retail Group was founded in 2014.\n- Sofia reports to Yuki.\n- Lattice Analytics is headquartered in Austin.\n- Pablo works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Lattice Analytics was founded in 1992.\n- Cobalt Health was founded in 2012.\n- Stefan reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1980", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32198", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 03 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 June 2025): For employees hired on or after 23 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9170: employee Chiara A., hired 05 November 2023, separated 19 April 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9170?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32199", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 October 2024): For employees hired on or after 18 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9864: employee Leila K., hired 04 September 2022, separated 18 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9864?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32200", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 September 2022): For employees hired on or after 26 September 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6082: employee Jonas B., hired 15 February 2022, separated 25 March 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-6082 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$4,284", "2": "$5,192", "3": "$7,192"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tessa.\n- Emeka reports to Mei.\n- Ravi reports to Lucia.\n- Meridian Bank is headquartered in Leeds.\n- Crescent Telecom was founded in 1979.\n- Sanne works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Summit Energy was founded in 1994.\n- Summit Energy is headquartered in Halifax.\n- Sofia reports to Jonas.\n- Lucia reports to Wren.\n- Wren works for Summit Energy.\n- Beacon Insurance was founded in 2008.\n- Emeka works for Crescent Telecom.\n- Aisha works for Summit Energy.\n- Sanne reports to Mateo.\n- Ravi works for Summit Energy.\n- Mateo works for Summit Energy.\n- Mara works for Summit Energy.\n- Tessa works for Summit Energy.\n- Mara reports to Emeka.\n- Aisha reports to Mara.\n- Lucia works for Crescent Telecom.\n- Meridian Bank was founded in 2010.\n- Jonas works for Meridian Bank.\n- Tessa reports to Sofia.\n- Mei works for Beacon Insurance.\n- Mateo reports to Aisha.\n- Mei reports to Ravi.\n- Crescent Telecom is headquartered in Leeds.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32202", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32203", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-3 (VERSION 4, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6697: employee Yuki M., hired 10 March 2023, separated 26 November 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2025-6697 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$5,000", "3": "$1,750"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6697 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32204", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32205", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1832: employee Pablo S., hired 21 October 2020, separated 19 September 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1832?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32206", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32207", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8806: employee Wren T., hired 01 June 2021, separated 23 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8806?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32208", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 May 2023): For employees hired on or after 06 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4879: employee Hana M., hired 24 November 2022, separated 11 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4879?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4879 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Ingrid works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Meridian Bank is headquartered in Dunedin.\n- Ingrid reports to Kenji.\n- Bruno reports to Priya.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sofia reports to Mara.\n- Cobalt Health was founded in 1997.\n- Mara works for Ironwood Manufacturing.\n- Bruno works for Cedar Retail Group.\n- Chiara works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Emeka works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1985.\n- Amara works for Ironwood Manufacturing.\n- Chiara reports to Sofia.\n- Kenji reports to Amara.\n- Mara reports to Ingrid.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Emeka reports to Bruno.\n- Cedar Retail Group was founded in 1979.\n- Felix reports to Emeka.\n- Priya reports to Chiara.\n- Cobalt Health is headquartered in Tallinn.\n- Cedar Retail Group is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2014", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32210", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-5 (VERSION 6, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9799: employee Lucia B., hired 10 November 2022, separated 24 March 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-9799 under the controlling rules.", "criteria": {"0": "$4,800", "1": "$7,500", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Lucia.\n- Elena reports to Deshawn.\n- Ingrid reports to Mei.\n- Zoya reports to Ingrid.\n- Meridian Bank is headquartered in Nagoya.\n- Vantage Air is headquartered in Malmo.\n- Lucia works for Cobalt Health.\n- Helios Logistics was founded in 1994.\n- Emeka works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Stefan reports to Viktor.\n- Deshawn reports to Emeka.\n- Mei works for Cobalt Health.\n- Lucia reports to Kenji.\n- Cobalt Health was founded in 2012.\n- Kenji works for Helios Logistics.\n- Emeka reports to Zoya.\n- Kenji reports to Stefan.\n- Ingrid works for Vantage Air.\n- Cobalt Health is headquartered in Malmo.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Deshawn works for Vantage Air.\n- Viktor works for Helios Logistics.\n- Meridian Bank was founded in 2010.\n- Helios Logistics is headquartered in Malmo.\n- Elena works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Bergen", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32212", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9473: employee Anders T., hired 24 May 2022, separated 17 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9473?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32213", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Dmitri.\n- Felix works for Beacon Insurance.\n- Zoya reports to Nadia.\n- Hana works for Beacon Insurance.\n- Hana reports to Felix.\n- Jonas works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.\n- Dmitri reports to Tessa.\n- Chiara reports to Hana.\n- Mara works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Helios Logistics was founded in 1978.\n- Pinnacle Software is headquartered in Austin.\n- Viktor works for Helios Logistics.\n- Pinnacle Software was founded in 2011.\n- Chiara works for Bluepine Aviation.\n- Dmitri works for Pinnacle Software.\n- Felix reports to Mara.\n- Tessa reports to Zoya.\n- Bluepine Aviation is headquartered in Austin.\n- Viktor reports to Jonas.\n- Beacon Insurance was founded in 2001.\n- Helios Logistics is headquartered in Austin.\n- Zoya works for Beacon Insurance.\n- Bluepine Aviation was founded in 1982.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Amara.\n- Meridian Bank was founded in 2007.\n- Callum works for Meridian Bank.\n- Amara works for Fernhill Foods.\n- Tessa works for Summit Energy.\n- Lattice Analytics was founded in 1982.\n- Nadia reports to Kenji.\n- Fernhill Foods was founded in 1979.\n- Kenji reports to Callum.\n- Tessa reports to Ravi.\n- Meridian Bank is headquartered in Halifax.\n- Pablo works for Summit Energy.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Halifax.\n- Pablo reports to Nadia.\n- Kenji works for Summit Energy.\n- Amara reports to Pablo.\n- Sofia works for Summit Energy.\n- Callum reports to Sofia.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 2003.\n- Summit Energy is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32216", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32217", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32218", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "wants payment details changed", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32219", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 August 2025): For employees hired on or after 21 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8870: employee Mara S., hired 09 May 2024, separated 05 May 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8870?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8870 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32220", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3595: employee Mei B., hired 04 December 2021, separated 12 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3595?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Leeds.\n- Aisha works for Ironwood Manufacturing.\n- Felix reports to Chiara.\n- Atlas Freight was founded in 2008.\n- Lucia reports to Felix.\n- Bruno reports to Aisha.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Aisha reports to Priya.\n- Chiara works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Sanne reports to Yuki.\n- Chiara reports to Sanne.\n- Bluepine Aviation was founded in 1993.\n- Yuki works for Ironwood Manufacturing.\n- Lucia works for Atlas Freight.\n- Crescent Telecom was founded in 1982.\n- Felix works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Crescent Telecom is headquartered in Tampere.\n- Priya reports to Lucia.\n- Ironwood Manufacturing was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tobias.\n- Atlas Freight is headquartered in Tampere.\n- Summit Energy is headquartered in Tampere.\n- Zoya reports to Dmitri.\n- Priya works for Cedar Retail Group.\n- Jonas works for Summit Energy.\n- Dmitri reports to Felix.\n- Zoya works for Helios Logistics.\n- Nadia works for Atlas Freight.\n- Tobias reports to Sanne.\n- Helios Logistics is headquartered in Tampere.\n- Kenji works for Summit Energy.\n- Jonas reports to Deshawn.\n- Cedar Retail Group was founded in 1987.\n- Felix reports to Nadia.\n- Deshawn works for Summit Energy.\n- Priya reports to Zoya.\n- Sanne works for Cedar Retail Group.\n- Atlas Freight was founded in 1976.\n- Mateo works for Atlas Freight.\n- Felix works for Cedar Retail Group.\n- Nadia reports to Stefan.\n- Stefan works for Atlas Freight.\n- Kenji reports to Priya.\n- Summit Energy was founded in 2013.\n- Helios Logistics was founded in 1997.\n- Sanne reports to Mateo.\n- Tobias works for Helios Logistics.\n- Cedar Retail Group is headquartered in Brno.\n- Deshawn reports to Kenji.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32223", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7369: employee Sofia M., hired 29 May 2021, separated 26 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7369?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1981.\n- Lattice Analytics was founded in 1987.\n- Yuki reports to Sofia.\n- Sofia reports to Hana.\n- Lucia works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia reports to Yuki.\n- Vantage Air is headquartered in Nagoya.\n- Hana works for Vantage Air.\n- Lattice Analytics is headquartered in Nagoya.\n- Nadia works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Crescent Telecom is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2009.\n- Yuki works for Lattice Analytics.\n- Emeka reports to Callum.\n- Crescent Telecom was founded in 1977.\n- Tobias works for Crescent Telecom.\n- Hana reports to Emeka.\n- Lucia reports to Nadia.\n- Tobias reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Yuki reports to Ravi.\n- Ravi reports to Hana.\n- Hana works for Northwind Systems.\n- Sofia reports to Zoya.\n- Elena reports to Aisha.\n- Northwind Systems was founded in 2012.\n- Elena works for Northwind Systems.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Northwind Systems is headquartered in Lyon.\n- Aisha reports to Jonas.\n- Crescent Telecom is headquartered in Basel.\n- Zoya reports to Elena.\n- Bluepine Aviation was founded in 2004.\n- Aisha works for Northwind Systems.\n- Yuki works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Ravi works for Northwind Systems.\n- Dmitri reports to Pablo.\n- Sofia works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Jonas reports to Dmitri.\n- Hana reports to Wren.\n- Wren reports to Sofia.\n- Crescent Telecom was founded in 1990.\n- Pablo reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tampere.\n- Pinnacle Software was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2015", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32226", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32227", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32228", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6979: employee Viktor R., hired 06 October 2022, separated 27 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6979?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32229", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Priya.\n- Ravi works for Pinnacle Software.\n- Priya works for Cobalt Health.\n- Mara reports to Tessa.\n- Cobalt Health was founded in 2005.\n- Pinnacle Software is headquartered in Turku.\n- Amara reports to Sofia.\n- Amara works for Pinnacle Software.\n- Tessa works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Mateo reports to Ravi.\n- Mara works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Tessa reports to Mateo.\n- Atlas Freight is headquartered in Bergen.\n- Northwind Systems is headquartered in Cork.\n- Atlas Freight was founded in 1994.\n- Zoya reports to Mara.\n- Pinnacle Software was founded in 1996.\n- Sofia reports to Zoya.\n- Sofia works for Northwind Systems.\n- Cobalt Health is headquartered in Brno.\n- Northwind Systems was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Cork", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32230", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2094: employee Elena S., hired 20 September 2022, separated 05 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2094?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Callum works for Cedar Retail Group.\n- Aisha reports to Dmitri.\n- Felix works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Aisha works for Bluepine Aviation.\n- Sofia reports to Tessa.\n- Leila works for Cedar Retail Group.\n- Felix reports to Callum.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Ghent.\n- Callum reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight was founded in 2014.\n- Zoya works for Vantage Air.\n- Leila reports to Aisha.\n- Dmitri reports to Felix.\n- Tessa reports to Zoya.\n- Vantage Air was founded in 2009.\n- Cedar Retail Group was founded in 1981.\n- Cedar Retail Group is headquartered in Nagoya.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32232", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6679: employee Tobias T., hired 23 June 2023, separated 02 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6679?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2007.\n- Hana works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Brno.\n- Hana reports to Sanne.\n- Yuki works for Cedar Retail Group.\n- Mara reports to Hana.\n- Felix reports to Callum.\n- Stefan works for Beacon Insurance.\n- Sanne works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2007.\n- Yuki reports to Felix.\n- Mara works for Cedar Retail Group.\n- Callum reports to Tessa.\n- Beacon Insurance was founded in 1994.\n- Cedar Retail Group was founded in 1976.\n- Sanne reports to Yuki.\n- Tessa reports to Stefan.\n- Callum works for Bluepine Aviation.\n- Tessa works for Meridian Bank.\n- Felix works for Bluepine Aviation.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32234", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 6, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5070: employee Jonas T., hired 19 April 2022, separated 05 June 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5070?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32235", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 07 October 2025): For employees hired on or after 07 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9381: employee Omar S., hired 05 January 2022, separated 03 December 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-9381 under the controlling rules.", "criteria": {"0": "$20,850", "1": "$21,438", "2": "$21,350", "3": "$92,517"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Hana.\n- Deshawn reports to Jonas.\n- Zoya works for Cedar Retail Group.\n- Sanne reports to Wren.\n- Emeka works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Bluepine Aviation is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Lyon.\n- Deshawn works for Fernhill Foods.\n- Zoya reports to Priya.\n- Emeka reports to Ravi.\n- Ingrid works for Cedar Retail Group.\n- Wren reports to Zoya.\n- Cedar Retail Group was founded in 1997.\n- Sanne works for Cedar Retail Group.\n- Atlas Freight is headquartered in Lyon.\n- Jonas works for Atlas Freight.\n- Hana works for Bluepine Aviation.\n- Ingrid reports to Bruno.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara reports to Emeka.\n- Ravi works for Atlas Freight.\n- Ravi reports to Deshawn.\n- Atlas Freight was founded in 1990.\n- Hana reports to Ingrid.\n- Priya works for Fernhill Foods.\n- Bruno reports to Chiara.\n- Bruno works for Atlas Freight.\n- Fernhill Foods was founded in 2009.\n- Chiara works for Fernhill Foods.\n- Bluepine Aviation was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32237", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3768: employee Elena T., hired 19 January 2023, separated 21 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3768?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32238", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32239", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32240", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3357: employee Sofia T., hired 10 November 2022, separated 03 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3357?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32241", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32242", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "control_lights", "2": "set_alarm", "3": "play_music", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32243", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32244", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9345: employee Leila R., hired 05 June 2024, separated 14 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9345?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9345 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Priya.\n- Nadia reports to Anders.\n- Tobias works for Cobalt Health.\n- Tessa works for Vantage Air.\n- Hana reports to Mei.\n- Yuki reports to Nadia.\n- Tessa reports to Tobias.\n- Kenji works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air is headquartered in Porto.\n- Kenji reports to Hana.\n- Cobalt Health is headquartered in Bergen.\n- Zoya reports to Yuki.\n- Anders works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Nadia works for Fernhill Foods.\n- Priya works for Vantage Air.\n- Mei works for Cobalt Health.\n- Helios Logistics was founded in 1992.\n- Tobias reports to Zoya.\n- Fernhill Foods was founded in 1988.\n- Yuki works for Vantage Air.\n- Mei reports to Tessa.\n- Fernhill Foods is headquartered in Bergen.\n- Cobalt Health was founded in 1995.\n- Zoya works for Cobalt Health.\n- Vantage Air was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32246", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Pinnacle Software is headquartered in Leeds.\n- Ingrid reports to Tobias.\n- Sanne works for Cedar Retail Group.\n- Omar reports to Stefan.\n- Ingrid works for Cedar Retail Group.\n- Callum reports to Mei.\n- Zoya reports to Ingrid.\n- Kenji works for Beacon Insurance.\n- Mei reports to Sanne.\n- Kenji reports to Omar.\n- Zoya works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Halifax.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods was founded in 2000.\n- Tobias reports to Kenji.\n- Cedar Retail Group was founded in 1980.\n- Callum works for Pinnacle Software.\n- Pinnacle Software was founded in 1996.\n- Beacon Insurance was founded in 2002.\n- Fernhill Foods is headquartered in Leeds.\n- Stefan reports to Amara.\n- Sanne reports to Zoya.\n- Tobias works for Fernhill Foods.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Zoya reports to Callum.\n- Atlas Freight was founded in 1996.\n- Tessa works for Cedar Retail Group.\n- Sofia reports to Anders.\n- Summit Energy was founded in 2009.\n- Ingrid works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Atlas Freight is headquartered in Austin.\n- Ingrid reports to Tessa.\n- Northwind Systems is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1998.\n- Sofia works for Atlas Freight.\n- Callum works for Northwind Systems.\n- Dmitri reports to Zoya.\n- Callum reports to Ingrid.\n- Tessa reports to Mara.\n- Cedar Retail Group is headquartered in Austin.\n- Mara works for Atlas Freight.\n- Anders reports to Dmitri.\n- Northwind Systems was founded in 2007.\n- Summit Energy is headquartered in Dunedin.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1991", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Tessa.\n- Leila works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Stefan reports to Hana.\n- Summit Energy was founded in 2000.\n- Tessa reports to Zoya.\n- Hana works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Northwind Systems is headquartered in Tampere.\n- Mei works for Summit Energy.\n- Fernhill Foods was founded in 1996.\n- Summit Energy is headquartered in Porto.\n- Hana reports to Yuki.\n- Deshawn reports to Elena.\n- Stefan works for Summit Energy.\n- Northwind Systems was founded in 2003.\n- Cobalt Health was founded in 1994.\n- Nadia works for Northwind Systems.\n- Cobalt Health is headquartered in Brno.\n- Zoya reports to Leila.\n- Deshawn works for Cobalt Health.\n- Fernhill Foods is headquartered in Tampere.\n- Zoya works for Northwind Systems.\n- Leila reports to Stefan.\n- Yuki reports to Nadia.\n- Nadia reports to Deshawn.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32250", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8660: employee Mei B., hired 11 September 2021, separated 05 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8660?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32251", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32252", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32253", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Priya works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Ravi reports to Jonas.\n- Summit Energy was founded in 1989.\n- Ravi works for Bluepine Aviation.\n- Elena works for Summit Energy.\n- Jonas works for Summit Energy.\n- Pinnacle Software was founded in 1977.\n- Jonas reports to Sanne.\n- Deshawn works for Bluepine Aviation.\n- Priya reports to Kenji.\n- Bluepine Aviation is headquartered in Basel.\n- Summit Energy is headquartered in Valencia.\n- Kenji reports to Yuki.\n- Pinnacle Software is headquartered in Basel.\n- Vantage Air is headquartered in Valencia.\n- Deshawn reports to Ravi.\n- Vantage Air was founded in 2002.\n- Bluepine Aviation was founded in 1999.\n- Elena reports to Priya.\n- Sanne reports to Elena.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32255", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 December 2022): For employees hired on or after 22 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6704: employee Hana S., hired 09 July 2019, separated 26 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6704?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Northwind Systems.\n- Lucia reports to Ingrid.\n- Mei works for Atlas Freight.\n- Zoya works for Bluepine Aviation.\n- Ingrid reports to Anders.\n- Atlas Freight was founded in 1998.\n- Sofia reports to Callum.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation was founded in 2007.\n- Northwind Systems is headquartered in Valencia.\n- Atlas Freight is headquartered in Valencia.\n- Sanne reports to Pablo.\n- Kenji works for Bluepine Aviation.\n- Northwind Systems was founded in 2014.\n- Aisha reports to Lucia.\n- Mei reports to Zoya.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Zoya reports to Chiara.\n- Pablo works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2003.\n- Chiara reports to Sanne.\n- Callum reports to Kenji.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Callum works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Anders reports to Mei.\n- Kenji reports to Aisha.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32257", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Felix works for Summit Energy.\n- Pinnacle Software was founded in 2007.\n- Yuki works for Lattice Analytics.\n- Stefan works for Beacon Insurance.\n- Amara reports to Felix.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Amara works for Beacon Insurance.\n- Stefan reports to Yuki.\n- Leila works for Pinnacle Software.\n- Beacon Insurance was founded in 2000.\n- Summit Energy is headquartered in Tampere.\n- Viktor reports to Anders.\n- Anders reports to Nadia.\n- Felix reports to Viktor.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Lucia works for Summit Energy.\n- Ingrid reports to Lucia.\n- Leila reports to Ingrid.\n- Tessa reports to Omar.\n- Viktor works for Summit Energy.\n- Nadia reports to Tessa.\n- Beacon Insurance is headquartered in Tampere.\n- Summit Energy was founded in 1996.\n- Yuki reports to Amara.\n- Tessa works for Pinnacle Software.\n- Lucia reports to Stefan.\n- Lattice Analytics is headquartered in Dunedin.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32258", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7145: employee Lucia S., hired 15 July 2021, separated 08 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7145?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32259", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32260", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Ingrid.\n- Atlas Freight was founded in 1986.\n- Omar reports to Mei.\n- Fernhill Foods is headquartered in Halifax.\n- Lucia reports to Tessa.\n- Aisha works for Cedar Retail Group.\n- Atlas Freight is headquartered in Oslo.\n- Lucia works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Aisha reports to Anders.\n- Anders works for Atlas Freight.\n- Ingrid works for Atlas Freight.\n- Fernhill Foods was founded in 2003.\n- Tessa works for Vantage Air.\n- Cedar Retail Group is headquartered in Basel.\n- Stefan reports to Lucia.\n- Vantage Air was founded in 2006.\n- Cedar Retail Group was founded in 1985.\n- Stefan works for Atlas Freight.\n- Mei reports to Stefan.\n- Tessa reports to Aisha.\n- Omar works for Cedar Retail Group.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Halifax", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32262", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32263", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1174: employee Wren R., hired 21 October 2021, separated 30 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1174?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32264", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 20 December 2024): For employees hired on or after 20 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3065: employee Kenji A., hired 17 June 2023, separated 19 July 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3065?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Sofia reports to Wren.\n- Vantage Air is headquartered in Dunedin.\n- Tessa reports to Callum.\n- Cobalt Health is headquartered in Dunedin.\n- Jonas works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Dunedin.\n- Emeka works for Cobalt Health.\n- Kenji reports to Sofia.\n- Deshawn reports to Tessa.\n- Sanne reports to Kenji.\n- Tessa works for Cobalt Health.\n- Viktor reports to Emeka.\n- Wren reports to Viktor.\n- Kenji works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Cobalt Health was founded in 1985.\n- Lattice Analytics was founded in 2006.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Callum works for Ironwood Manufacturing.\n- Vantage Air was founded in 2007.\n- Viktor works for Vantage Air.\n- Jonas reports to Deshawn.\n- Deshawn works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32266", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "report_delay", "4": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32267", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32268", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-5 (VERSION 3, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 08 February 2023): For employees hired on or after 08 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5935: employee Anders A., hired 04 May 2021, separated 24 October 2023 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5935?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32269", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ravi reports to Lucia.\n- Aisha works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1979.\n- Aisha reports to Ravi.\n- Chiara reports to Viktor.\n- Cedar Retail Group is headquartered in Dunedin.\n- Wren works for Cedar Retail Group.\n- Beacon Insurance was founded in 2015.\n- Callum reports to Wren.\n- Jonas reports to Chiara.\n- Chiara works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Lucia reports to Mei.\n- Ravi works for Cedar Retail Group.\n- Leila reports to Callum.\n- Viktor reports to Aisha.\n- Lucia works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Mei reports to Leila.\n- Lattice Analytics is headquartered in Valencia.\n- Beacon Insurance is headquartered in Malmo.\n- Callum works for Cedar Retail Group.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 1992.\n- Ironwood Manufacturing was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1977", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32271", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9883: employee Anders A., hired 26 December 2023, separated 26 September 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-9883 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$21,667", "2": "$5,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32272", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Fernhill Foods was founded in 2014.\n- Amara works for Bluepine Aviation.\n- Amara reports to Chiara.\n- Atlas Freight is headquartered in Brno.\n- Aisha reports to Mara.\n- Bluepine Aviation is headquartered in Lyon.\n- Viktor works for Helios Logistics.\n- Chiara reports to Aisha.\n- Helios Logistics is headquartered in Brno.\n- Bluepine Aviation was founded in 2014.\n- Ingrid reports to Lucia.\n- Viktor reports to Felix.\n- Callum works for Bluepine Aviation.\n- Mara reports to Ingrid.\n- Aisha works for Helios Logistics.\n- Fernhill Foods is headquartered in Brno.\n- Atlas Freight was founded in 2008.\n- Chiara works for Helios Logistics.\n- Mara works for Bluepine Aviation.\n- Omar works for Atlas Freight.\n- Felix reports to Dmitri.\n- Omar reports to Amara.\n- Dmitri reports to Leila.\n- Helios Logistics was founded in 2008.\n- Ingrid works for Fernhill Foods.\n- Callum reports to Omar.\n- Leila reports to Callum.\n- Leila works for Bluepine Aviation.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32274", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1149: employee Kenji T., hired 21 March 2023, separated 08 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1149?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1149 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32275", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32276", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "check_balance", "4": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32277", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32278", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "referral", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32279", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 18 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4843: employee Priya K., hired 02 September 2021, separated 17 September 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4843?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Zoya.\n- Mara works for Ironwood Manufacturing.\n- Felix reports to Mei.\n- Mei works for Northwind Systems.\n- Jonas reports to Kenji.\n- Bluepine Aviation is headquartered in Oslo.\n- Northwind Systems was founded in 1980.\n- Kenji works for Northwind Systems.\n- Bluepine Aviation was founded in 1990.\n- Kenji reports to Anders.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Anders works for Cobalt Health.\n- Felix works for Bluepine Aviation.\n- Cobalt Health was founded in 1988.\n- Northwind Systems is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.\n- Jonas works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1990.\n- Zoya works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Mara reports to Felix.\n- Anders reports to Deshawn.\n- Zoya reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32281", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32282", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-4 (VERSION 6, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1516: employee Sofia T., hired 05 November 2020, separated 24 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1516?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1516 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Pinnacle Software was founded in 1984.\n- Yuki works for Pinnacle Software.\n- Ravi reports to Hana.\n- Nadia works for Summit Energy.\n- Nadia reports to Wren.\n- Ingrid reports to Mateo.\n- Summit Energy is headquartered in Porto.\n- Ravi works for Summit Energy.\n- Priya reports to Nadia.\n- Mateo reports to Priya.\n- Cobalt Health was founded in 1988.\n- Priya works for Pinnacle Software.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Yuki reports to Kenji.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Summit Energy was founded in 2015.\n- Hana reports to Yuki.\n- Hana works for Summit Energy.\n- Cobalt Health is headquartered in Oslo.\n- Kenji reports to Ingrid.\n- Mateo works for Cobalt Health.\n- Pinnacle Software is headquartered in Cork.\n- Ingrid works for Summit Energy.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32284", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8608: employee Felix B., hired 10 January 2023, separated 04 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8608?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32285", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32286", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Omar.\n- Sanne reports to Kenji.\n- Kenji reports to Sofia.\n- Jonas works for Meridian Bank.\n- Jonas reports to Viktor.\n- Elena works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Amara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Fernhill Foods.\n- Amara reports to Elena.\n- Priya works for Meridian Bank.\n- Viktor reports to Dmitri.\n- Meridian Bank was founded in 2008.\n- Sofia works for Meridian Bank.\n- Sanne works for Lattice Analytics.\n- Elena reports to Jonas.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1977.\n- Kenji works for Lattice Analytics.\n- Fernhill Foods is headquartered in Ghent.\n- Sofia reports to Amara.\n- Meridian Bank is headquartered in Ghent.\n- Beacon Insurance was founded in 2015.\n- Dmitri works for Beacon Insurance.\n- Fernhill Foods was founded in 1991.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32289", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Kenji reports to Callum.\n- Pinnacle Software is headquartered in Leeds.\n- Priya works for Ironwood Manufacturing.\n- Bruno works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Cork.\n- Wren works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1987.\n- Dmitri reports to Mateo.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Callum reports to Dmitri.\n- Lucia reports to Tobias.\n- Lucia works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Yuki reports to Wren.\n- Wren reports to Bruno.\n- Mateo reports to Yuki.\n- Kenji works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Bruno reports to Lucia.\n- Pinnacle Software was founded in 2014.\n- Mateo works for Pinnacle Software.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Tobias reports to Priya.\n- Northwind Systems was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32290", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32291", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32292", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8010: employee Aisha M., hired 08 July 2023, separated 21 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8010?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32293", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2011.\n- Cedar Retail Group was founded in 1988.\n- Mara reports to Jonas.\n- Cobalt Health is headquartered in Valencia.\n- Tessa reports to Mara.\n- Beacon Insurance is headquartered in Malmo.\n- Cedar Retail Group is headquartered in Malmo.\n- Elena reports to Wren.\n- Jonas reports to Sanne.\n- Aisha reports to Tessa.\n- Mara works for Northwind Systems.\n- Beacon Insurance was founded in 1987.\n- Northwind Systems was founded in 1989.\n- Sanne reports to Stefan.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Tessa works for Northwind Systems.\n- Wren reports to Aisha.\n- Sanne works for Cobalt Health.\n- Jonas works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1988", "2": "1991", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32294", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 21 September 2025): For employees hired on or after 21 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6367: employee Mara A., hired 04 December 2024, separated 02 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6367?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32295", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32296", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32297", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3525: employee Anders S., hired 22 June 2021, separated 16 January 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-3525?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32298", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32300", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3227: employee Tobias S., hired 12 April 2021, separated 31 July 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-3227 under the controlling rules.", "criteria": {"0": "$31,850", "1": "$7,425", "2": "$7,350", "3": "$7,850"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2000.\n- Aisha reports to Leila.\n- Helios Logistics was founded in 1980.\n- Aisha works for Ironwood Manufacturing.\n- Priya works for Pinnacle Software.\n- Mei reports to Lucia.\n- Pinnacle Software was founded in 2013.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1991.\n- Leila works for Meridian Bank.\n- Dmitri reports to Omar.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Lucia reports to Aisha.\n- Dmitri works for Pinnacle Software.\n- Meridian Bank is headquartered in Turku.\n- Zoya reports to Priya.\n- Leila reports to Dmitri.\n- Lucia works for Ironwood Manufacturing.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32302", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32303", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32304", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9338: employee Ravi K., hired 01 October 2020, separated 02 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9338?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32305", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 11547, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32306", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6762: employee Callum R., hired 10 September 2020, separated 07 February 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-6762 under the controlling rules.", "criteria": {"0": "$31,000", "1": "$30,462", "2": "$130,000", "3": "$30,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32307", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32308", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32309", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 October 2023): For employees hired on or after 21 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2432: employee Hana T., hired 17 June 2023, separated 17 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2432?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2432 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Deshawn reports to Priya.\n- Priya reports to Stefan.\n- Stefan reports to Viktor.\n- Vantage Air was founded in 2014.\n- Elena works for Cobalt Health.\n- Elena reports to Tessa.\n- Cobalt Health is headquartered in Adelaide.\n- Vantage Air is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Oslo.\n- Felix works for Atlas Freight.\n- Chiara reports to Mara.\n- Fernhill Foods was founded in 2000.\n- Viktor reports to Mateo.\n- Atlas Freight was founded in 1982.\n- Viktor works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Tessa reports to Felix.\n- Priya works for Vantage Air.\n- Tessa works for Fernhill Foods.\n- Mateo works for Cobalt Health.\n- Felix reports to Chiara.\n- Mateo reports to Elena.\n- Cobalt Health was founded in 1993.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Vantage Air.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32311", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1369: employee Omar M., hired 13 February 2022, separated 09 November 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1369?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32313", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4081: employee Mara M., hired 24 August 2023, separated 09 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4081?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32314", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "asks for lab results", "3": "books a visit", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32315", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 59093\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32316", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7325: employee Elena B., hired 16 June 2020, separated 04 August 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7325?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32317", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9328: employee Dmitri R., hired 07 January 2023, separated 05 December 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-9328 under the controlling rules.", "criteria": {"0": "$10,600", "1": "$12,600", "2": "$54,600", "3": "$12,688"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32318", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5115: employee Mei B., hired 07 July 2021, separated 19 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5115?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5115 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-32319", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32320", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9807: employee Yuki M., hired 28 February 2021, separated 24 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2025-9807 under the controlling rules.", "criteria": {"0": "$7,612", "1": "$32,608", "2": "$7,525", "3": "$6,525"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32321", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-3 (VERSION 7, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6504: employee Hana A., hired 16 April 2021, separated 03 June 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2026-6504 under the controlling rules.", "criteria": {"0": "$9,150", "1": "$9,225", "2": "$7,150", "3": "$39,650"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32323", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance was founded in 2004.\n- Atlas Freight was founded in 2014.\n- Bluepine Aviation was founded in 2000.\n- Summit Energy was founded in 1979.\n- Leila works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Emeka works for Summit Energy.\n- Mara reports to Emeka.\n- Beacon Insurance is headquartered in Dunedin.\n- Deshawn reports to Mara.\n- Nadia works for Bluepine Aviation.\n- Summit Energy is headquartered in Basel.\n- Zoya works for Summit Energy.\n- Leila reports to Zoya.\n- Nadia reports to Deshawn.\n- Pablo reports to Leila.\n- Bluepine Aviation is headquartered in Tampere.\n- Zoya reports to Nadia.\n- Anders works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Anders reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32324", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32325", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4359: employee Priya R., hired 03 November 2019, separated 19 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4359?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Summit Energy was founded in 1997.\n- Cobalt Health is headquartered in Basel.\n- Yuki reports to Ingrid.\n- Ingrid works for Beacon Insurance.\n- Cobalt Health was founded in 2002.\n- Tessa works for Cobalt Health.\n- Beacon Insurance was founded in 1982.\n- Yuki works for Summit Energy.\n- Leila works for Cobalt Health.\n- Ingrid reports to Callum.\n- Anders works for Summit Energy.\n- Nadia works for Summit Energy.\n- Ravi works for Fernhill Foods.\n- Tessa reports to Priya.\n- Ravi reports to Nadia.\n- Summit Energy is headquartered in Malmo.\n- Chiara reports to Leila.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara works for Summit Energy.\n- Callum reports to Tessa.\n- Beacon Insurance is headquartered in Malmo.\n- Leila reports to Ravi.\n- Fernhill Foods was founded in 2010.\n- Anders reports to Yuki.\n- Callum works for Beacon Insurance.\n- Priya reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32327", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Malmo.\n- Callum works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Turku.\n- Ravi reports to Mateo.\n- Deshawn works for Beacon Insurance.\n- Priya works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Bergen.\n- Beacon Insurance was founded in 1984.\n- Mateo reports to Deshawn.\n- Mateo works for Summit Energy.\n- Chiara works for Summit Energy.\n- Callum reports to Tessa.\n- Ravi works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.\n- Summit Energy was founded in 2008.\n- Priya reports to Callum.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Viktor reports to Priya.\n- Chiara reports to Ravi.\n- Cedar Retail Group was founded in 2015.\n- Deshawn reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32329", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5547: employee Aisha B., hired 04 October 2021, separated 10 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5547?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara reports to Lucia.\n- Mateo reports to Viktor.\n- Mara works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Oslo.\n- Fernhill Foods is headquartered in Tallinn.\n- Stefan works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Mateo works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Viktor reports to Sanne.\n- Lucia works for Cobalt Health.\n- Cedar Retail Group was founded in 2005.\n- Lucia reports to Stefan.\n- Stefan reports to Mateo.\n- Fernhill Foods was founded in 2013.\n- Ironwood Manufacturing was founded in 1994.\n- Sofia reports to Mara.\n- Deshawn reports to Sofia.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2013", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32332", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2002.\n- Elena works for Bluepine Aviation.\n- Amara reports to Elena.\n- Elena reports to Bruno.\n- Mateo works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Porto.\n- Hana works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1993.\n- Omar works for Meridian Bank.\n- Kenji works for Pinnacle Software.\n- Mara reports to Omar.\n- Omar reports to Mateo.\n- Pablo reports to Kenji.\n- Pablo works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Mateo reports to Anders.\n- Beacon Insurance was founded in 1979.\n- Bruno works for Pinnacle Software.\n- Meridian Bank is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Porto.\n- Meridian Bank was founded in 2006.\n- Kenji reports to Hana.\n- Amara works for Pinnacle Software.\n- Anders reports to Amara.\n- Hana reports to Mara.\n- Pinnacle Software is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32334", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 03 October 2025): For employees hired on or after 03 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1584: employee Chiara K., hired 31 August 2023, separated 12 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1584?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32335", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5058: employee Zoya B., hired 23 March 2023, separated 22 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5058?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32336", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 27 June 2023): For employees hired on or after 27 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5192: employee Leila A., hired 13 May 2023, separated 26 June 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-5192 under the controlling rules.", "criteria": {"0": "$3,808", "1": "$20,000", "2": "$6,615", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Viktor reports to Ingrid.\n- Wren reports to Chiara.\n- Ingrid works for Summit Energy.\n- Wren works for Atlas Freight.\n- Tessa reports to Yuki.\n- Sofia works for Summit Energy.\n- Omar reports to Sofia.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tessa works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Elena reports to Viktor.\n- Meridian Bank was founded in 1998.\n- Ingrid reports to Wren.\n- Ironwood Manufacturing was founded in 1996.\n- Sofia reports to Callum.\n- Atlas Freight is headquartered in Basel.\n- Pablo reports to Tessa.\n- Summit Energy is headquartered in Cork.\n- Atlas Freight was founded in 1978.\n- Yuki reports to Aisha.\n- Viktor works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Summit Energy was founded in 2000.\n- Aisha reports to Elena.\n- Yuki works for Atlas Freight.\n- Callum reports to Pablo.\n- Meridian Bank is headquartered in Basel.\n- Aisha works for Meridian Bank.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32339", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5290: employee Mei S., hired 18 May 2023, separated 23 January 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-5290 under the controlling rules.", "criteria": {"0": "$6,375", "1": "$8,300", "2": "$27,300", "3": "$6,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Anders.\n- Aisha works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Northwind Systems is headquartered in Bergen.\n- Bluepine Aviation was founded in 1983.\n- Anders works for Bluepine Aviation.\n- Emeka reports to Pablo.\n- Chiara reports to Stefan.\n- Elena works for Northwind Systems.\n- Stefan reports to Bruno.\n- Bluepine Aviation is headquartered in Oslo.\n- Wren works for Northwind Systems.\n- Emeka works for Pinnacle Software.\n- Kenji reports to Tobias.\n- Crescent Telecom is headquartered in Brno.\n- Pablo works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Wren reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Kenji works for Crescent Telecom.\n- Stefan works for Bluepine Aviation.\n- Tobias reports to Wren.\n- Aisha reports to Elena.\n- Bruno reports to Aisha.\n- Lucia reports to Emeka.\n- Bruno works for Pinnacle Software.\n- Anders reports to Lucia.\n- Crescent Telecom was founded in 2000.\n- Pinnacle Software is headquartered in Brno.\n- Pinnacle Software was founded in 2007.\n- Northwind Systems was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2014.\n- Helios Logistics is headquartered in Dunedin.\n- Nadia works for Cobalt Health.\n- Sanne works for Atlas Freight.\n- Cobalt Health is headquartered in Oslo.\n- Nadia reports to Felix.\n- Sanne reports to Emeka.\n- Felix reports to Pablo.\n- Ingrid reports to Callum.\n- Ingrid works for Cobalt Health.\n- Cobalt Health was founded in 2003.\n- Emeka reports to Nadia.\n- Callum works for Cobalt Health.\n- Mateo reports to Sanne.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 2000.\n- Callum reports to Mateo.\n- Atlas Freight is headquartered in Austin.\n- Emeka works for Cobalt Health.\n- Helios Logistics was founded in 1999.\n- Summit Energy is headquartered in Austin.\n- Felix works for Cobalt Health.\n- Mateo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Stefan works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Wren reports to Priya.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Crescent Telecom is headquartered in Dunedin.\n- Stefan reports to Ravi.\n- Priya reports to Tobias.\n- Priya works for Fernhill Foods.\n- Tobias reports to Stefan.\n- Anders reports to Wren.\n- Deshawn works for Vantage Air.\n- Ravi works for Vantage Air.\n- Deshawn reports to Anders.\n- Meridian Bank was founded in 1980.\n- Fernhill Foods was founded in 1978.\n- Crescent Telecom was founded in 1991.\n- Vantage Air was founded in 1976.\n- Ingrid reports to Deshawn.\n- Wren works for Crescent Telecom.\n- Ingrid works for Vantage Air.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Leeds", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32343", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32344", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3873: employee Stefan S., hired 30 November 2021, separated 24 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-3873 under the controlling rules.", "criteria": {"0": "$20,120", "1": "$20,250", "2": "$87,750", "3": "$19,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32345", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32346", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 29 May 2025): For employees hired on or after 29 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9622: employee Zoya S., hired 17 December 2021, separated 28 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9622?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32347", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-7 (VERSION 7, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7560: employee Hana B., hired 16 April 2023, separated 14 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7560?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32348", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32349", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2602: employee Chiara B., hired 24 November 2021, separated 07 August 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-2602 under the controlling rules.", "criteria": {"0": "$19,400", "1": "$79,733", "2": "$18,400", "3": "$18,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32350", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 2, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6423: employee Mateo R., hired 13 August 2023, separated 03 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-6423?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6423 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32351", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32352", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 99382\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Omar works for Beacon Insurance.\n- Pablo reports to Callum.\n- Lattice Analytics was founded in 2006.\n- Tobias reports to Amara.\n- Felix works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Pinnacle Software is headquartered in Turku.\n- Omar reports to Mara.\n- Callum works for Pinnacle Software.\n- Stefan reports to Felix.\n- Pinnacle Software was founded in 1989.\n- Mara reports to Jonas.\n- Mara works for Crescent Telecom.\n- Felix reports to Tobias.\n- Stefan works for Pinnacle Software.\n- Beacon Insurance was founded in 1997.\n- Callum reports to Omar.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Lattice Analytics is headquartered in Adelaide.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom was founded in 2004.\n- Tobias works for Beacon Insurance.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas reports to Sofia.\n- Sofia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Wren reports to Tobias.\n- Callum reports to Amara.\n- Deshawn works for Lattice Analytics.\n- Elena reports to Sanne.\n- Lattice Analytics is headquartered in Malmo.\n- Amara works for Northwind Systems.\n- Northwind Systems was founded in 2003.\n- Amara reports to Anders.\n- Sanne works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Cobalt Health is headquartered in Bergen.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Cobalt Health was founded in 1993.\n- Cedar Retail Group was founded in 2015.\n- Cedar Retail Group is headquartered in Oslo.\n- Deshawn reports to Elena.\n- Tobias works for Northwind Systems.\n- Bruno works for Lattice Analytics.\n- Tobias reports to Deshawn.\n- Lattice Analytics was founded in 1992.\n- Anders works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Sanne reports to Callum.\n- Bruno reports to Viktor.\n- Viktor reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32355", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Bruno works for Vantage Air.\n- Nadia reports to Mei.\n- Helios Logistics is headquartered in Adelaide.\n- Mei reports to Omar.\n- Leila works for Lattice Analytics.\n- Callum reports to Tessa.\n- Aisha works for Lattice Analytics.\n- Helios Logistics was founded in 1975.\n- Pinnacle Software was founded in 2007.\n- Amara reports to Nadia.\n- Amara works for Pinnacle Software.\n- Tessa reports to Stefan.\n- Stefan reports to Bruno.\n- Callum works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Vantage Air is headquartered in Basel.\n- Omar reports to Leila.\n- Aisha reports to Amara.\n- Lattice Analytics is headquartered in Nagoya.\n- Lattice Analytics was founded in 1989.\n- Omar works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Bruno reports to Aisha.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Tessa works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32357", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2013.\n- Atlas Freight was founded in 1999.\n- Lattice Analytics is headquartered in Malmo.\n- Bluepine Aviation was founded in 1981.\n- Emeka works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Chiara reports to Lucia.\n- Bluepine Aviation is headquartered in Halifax.\n- Lucia works for Atlas Freight.\n- Nadia reports to Wren.\n- Chiara works for Bluepine Aviation.\n- Viktor works for Northwind Systems.\n- Anders works for Lattice Analytics.\n- Atlas Freight is headquartered in Halifax.\n- Hana works for Atlas Freight.\n- Northwind Systems is headquartered in Austin.\n- Wren reports to Hana.\n- Anders reports to Nadia.\n- Emeka reports to Anders.\n- Viktor reports to Chiara.\n- Lattice Analytics was founded in 1989.\n- Lucia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32359", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Atlas Freight.\n- Zoya reports to Mara.\n- Zoya works for Cobalt Health.\n- Lucia reports to Anders.\n- Bluepine Aviation is headquartered in Valencia.\n- Deshawn works for Cobalt Health.\n- Northwind Systems was founded in 2001.\n- Elena reports to Chiara.\n- Deshawn reports to Yuki.\n- Anders works for Bluepine Aviation.\n- Mara reports to Deshawn.\n- Northwind Systems is headquartered in Tampere.\n- Yuki works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Mara works for Bluepine Aviation.\n- Chiara works for Northwind Systems.\n- Atlas Freight is headquartered in Turku.\n- Bluepine Aviation was founded in 2007.\n- Mateo works for Atlas Freight.\n- Elena works for Northwind Systems.\n- Hana reports to Mateo.\n- Cobalt Health was founded in 2011.\n- Cobalt Health is headquartered in Tampere.\n- Yuki reports to Lucia.\n- Anders reports to Hana.\n- Atlas Freight was founded in 2011.\n- Chiara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32360", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-4224: employee Ravi R., hired 13 August 2024, separated 17 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-4224?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-4224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32361", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-1763: employee Tobias S., hired 28 March 2021, separated 11 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-1763?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-1763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32362", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32363", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2853: employee Sofia A., hired 11 August 2021, separated 25 May 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2853?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32364", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32365", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6771: employee Tessa A., hired 09 February 2020, separated 13 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6771?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32366", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3869: employee Mei T., hired 18 August 2022, separated 15 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3869?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Elena.\n- Ingrid reports to Priya.\n- Elena works for Lattice Analytics.\n- Ingrid works for Bluepine Aviation.\n- Callum works for Lattice Analytics.\n- Anders reports to Pablo.\n- Priya works for Bluepine Aviation.\n- Jonas reports to Ingrid.\n- Bluepine Aviation was founded in 1977.\n- Bluepine Aviation is headquartered in Porto.\n- Mara works for Cedar Retail Group.\n- Callum reports to Mara.\n- Cedar Retail Group was founded in 2006.\n- Cedar Retail Group is headquartered in Bergen.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 1994.\n- Mara reports to Jonas.\n- Lattice Analytics was founded in 2010.\n- Elena reports to Anders.\n- Pablo works for Cedar Retail Group.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics is headquartered in Valencia.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32368", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3761: employee Anders T., hired 10 December 2020, separated 08 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3761?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32369", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Kenji.\n- Pinnacle Software was founded in 1988.\n- Chiara reports to Jonas.\n- Lucia reports to Yuki.\n- Kenji reports to Aisha.\n- Atlas Freight is headquartered in Basel.\n- Tobias works for Vantage Air.\n- Atlas Freight was founded in 2005.\n- Jonas works for Vantage Air.\n- Leila reports to Mara.\n- Lucia works for Helios Logistics.\n- Mara reports to Hana.\n- Mara works for Vantage Air.\n- Pinnacle Software is headquartered in Nagoya.\n- Jonas reports to Anders.\n- Yuki works for Pinnacle Software.\n- Tobias reports to Leila.\n- Aisha works for Pinnacle Software.\n- Yuki reports to Chiara.\n- Helios Logistics was founded in 2001.\n- Kenji works for Atlas Freight.\n- Nadia reports to Lucia.\n- Hana works for Helios Logistics.\n- Leila works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Vantage Air is headquartered in Basel.\n- Aisha reports to Nadia.\n- Helios Logistics is headquartered in Nagoya.\n- Chiara works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32371", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 April 2023): For employees hired on or after 26 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7545: employee Ingrid S., hired 28 March 2022, separated 05 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7545?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32372", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Leila works for Beacon Insurance.\n- Crescent Telecom is headquartered in Tallinn.\n- Mateo reports to Wren.\n- Bluepine Aviation is headquartered in Tallinn.\n- Vantage Air is headquartered in Turku.\n- Hana works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Tessa reports to Felix.\n- Anders works for Beacon Insurance.\n- Wren reports to Mei.\n- Vantage Air was founded in 1982.\n- Aisha works for Bluepine Aviation.\n- Leila reports to Stefan.\n- Bluepine Aviation was founded in 2010.\n- Hana reports to Anders.\n- Beacon Insurance is headquartered in Tallinn.\n- Tessa works for Beacon Insurance.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Stefan reports to Mateo.\n- Mateo works for Crescent Telecom.\n- Wren works for Vantage Air.\n- Felix works for Beacon Insurance.\n- Mei reports to Deshawn.\n- Felix reports to Leila.\n- Deshawn reports to Hana.\n- Deshawn works for Crescent Telecom.\n- Zoya reports to Tessa.\n- Beacon Insurance was founded in 1981.\n- Aisha reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32374", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32375", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32376", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9651: employee Yuki B., hired 20 May 2022, separated 28 January 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-9651 under the controlling rules.", "criteria": {"0": "$79,733", "1": "$18,400", "2": "$18,500", "3": "$17,900"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tampere.\n- Priya reports to Dmitri.\n- Tessa reports to Callum.\n- Helios Logistics was founded in 2015.\n- Viktor works for Ironwood Manufacturing.\n- Priya works for Cedar Retail Group.\n- Viktor reports to Mateo.\n- Ironwood Manufacturing was founded in 1988.\n- Fernhill Foods was founded in 2008.\n- Callum reports to Elena.\n- Mateo works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Helios Logistics is headquartered in Lyon.\n- Cedar Retail Group was founded in 1976.\n- Tessa works for Cedar Retail Group.\n- Elena reports to Priya.\n- Dmitri works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Dmitri reports to Viktor.\n- Fernhill Foods is headquartered in Turku.\n- Mateo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Mara works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Dmitri reports to Wren.\n- Leila reports to Mara.\n- Wren works for Beacon Insurance.\n- Crescent Telecom is headquartered in Austin.\n- Priya reports to Leila.\n- Lattice Analytics was founded in 1980.\n- Dmitri works for Crescent Telecom.\n- Helios Logistics was founded in 1991.\n- Beacon Insurance was founded in 1993.\n- Aisha reports to Lucia.\n- Callum reports to Aisha.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia reports to Hana.\n- Hana reports to Dmitri.\n- Lucia works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Wren reports to Priya.\n- Hana works for Helios Logistics.\n- Crescent Telecom was founded in 1992.\n- Leila works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Mara reports to Amara.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32379", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Leeds.\n- Zoya works for Lattice Analytics.\n- Leila reports to Aisha.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Amara reports to Leila.\n- Mateo works for Bluepine Aviation.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Amara works for Ironwood Manufacturing.\n- Leila works for Bluepine Aviation.\n- Tobias reports to Mateo.\n- Bluepine Aviation was founded in 2005.\n- Aisha works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Mateo reports to Ingrid.\n- Tobias works for Bluepine Aviation.\n- Fernhill Foods was founded in 1988.\n- Ingrid works for Bluepine Aviation.\n- Elena reports to Zoya.\n- Lattice Analytics was founded in 1982.\n- Ingrid reports to Elena.\n- Bluepine Aviation is headquartered in Leeds.\n- Aisha reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Leeds", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32381", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2126: employee Ingrid B., hired 26 March 2023, separated 31 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-2126 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$5,192", "2": "$10,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2126 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32382", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2007.\n- Lucia works for Helios Logistics.\n- Lucia reports to Nadia.\n- Meridian Bank is headquartered in Basel.\n- Zoya works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1992.\n- Nadia works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2010.\n- Atlas Freight is headquartered in Cork.\n- Anders works for Meridian Bank.\n- Nadia reports to Mei.\n- Hana reports to Zoya.\n- Mei works for Ironwood Manufacturing.\n- Zoya reports to Anders.\n- Elena works for Meridian Bank.\n- Elena reports to Lucia.\n- Viktor works for Meridian Bank.\n- Hana works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Anders reports to Elena.\n- Viktor reports to Hana.\n- Atlas Freight was founded in 2014.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2012", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Priya.\n- Cedar Retail Group is headquartered in Cork.\n- Priya works for Summit Energy.\n- Hana works for Crescent Telecom.\n- Sofia reports to Lucia.\n- Zoya reports to Chiara.\n- Felix reports to Hana.\n- Kenji reports to Zoya.\n- Summit Energy is headquartered in Valencia.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Chiara works for Meridian Bank.\n- Summit Energy was founded in 1999.\n- Lucia reports to Felix.\n- Tessa reports to Deshawn.\n- Lucia works for Summit Energy.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Sofia works for Summit Energy.\n- Priya reports to Tessa.\n- Cedar Retail Group was founded in 1981.\n- Chiara reports to Sofia.\n- Tessa works for Cedar Retail Group.\n- Crescent Telecom was founded in 1999.\n- Felix works for Summit Energy.\n- Zoya works for Crescent Telecom.\n- Meridian Bank was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Cobalt Health was founded in 1983.\n- Helios Logistics was founded in 2010.\n- Elena works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Sofia reports to Felix.\n- Tobias works for Helios Logistics.\n- Priya reports to Sofia.\n- Pinnacle Software was founded in 2011.\n- Elena reports to Mara.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Cobalt Health is headquartered in Valencia.\n- Helios Logistics is headquartered in Bergen.\n- Tobias reports to Priya.\n- Lucia works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Felix works for Northwind Systems.\n- Mara reports to Tobias.\n- Lucia reports to Elena.\n- Sanne reports to Bruno.\n- Pinnacle Software is headquartered in Lyon.\n- Priya works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Felix reports to Sanne.\n- Jonas works for Helios Logistics.\n- Bruno reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32385", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9466: employee Jonas B., hired 07 June 2022, separated 13 January 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-9466 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$8,000", "2": "$6,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9466 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32386", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3612: employee Pablo M., hired 22 May 2023, separated 01 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-3612?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Chiara.\n- Yuki reports to Felix.\n- Fernhill Foods is headquartered in Dunedin.\n- Elena works for Ironwood Manufacturing.\n- Felix reports to Ingrid.\n- Ingrid reports to Elena.\n- Aisha reports to Wren.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Fernhill Foods was founded in 1999.\n- Zoya works for Lattice Analytics.\n- Felix works for Fernhill Foods.\n- Wren works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1999.\n- Pinnacle Software was founded in 1996.\n- Zoya reports to Aisha.\n- Pinnacle Software is headquartered in Bergen.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics is headquartered in Brno.\n- Aisha works for Ironwood Manufacturing.\n- Chiara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1980.\n- Wren reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32388", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32389", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 81160 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants the delivery address updated", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32390", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8493: employee Ingrid S., hired 30 March 2020, separated 15 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8493?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32391", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9813: employee Mara S., hired 17 June 2021, separated 11 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9813?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Stefan works for Cobalt Health.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Ravi works for Helios Logistics.\n- Callum works for Cobalt Health.\n- Viktor reports to Ravi.\n- Cobalt Health was founded in 1983.\n- Cobalt Health is headquartered in Malmo.\n- Helios Logistics is headquartered in Tampere.\n- Jonas works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Aisha works for Cedar Retail Group.\n- Elena reports to Aisha.\n- Helios Logistics was founded in 2014.\n- Cedar Retail Group is headquartered in Tampere.\n- Stefan reports to Elena.\n- Aisha reports to Sofia.\n- Beacon Insurance was founded in 2004.\n- Elena works for Cobalt Health.\n- Sofia reports to Viktor.\n- Jonas reports to Stefan.\n- Ravi reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32393", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9836: employee Leila M., hired 09 February 2025, separated 12 July 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9836?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2007.\n- Lucia works for Summit Energy.\n- Pinnacle Software is headquartered in Cork.\n- Amara reports to Bruno.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Austin.\n- Amara works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Wren reports to Priya.\n- Bluepine Aviation was founded in 1994.\n- Bruno reports to Lucia.\n- Yuki works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.\n- Tessa works for Bluepine Aviation.\n- Mei works for Summit Energy.\n- Atlas Freight was founded in 2013.\n- Tessa reports to Yuki.\n- Lucia reports to Tessa.\n- Atlas Freight is headquartered in Cork.\n- Pinnacle Software was founded in 2002.\n- Wren works for Atlas Freight.\n- Mei reports to Wren.\n- Priya reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32395", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Meridian Bank is headquartered in Nagoya.\n- Priya works for Cobalt Health.\n- Pinnacle Software was founded in 1997.\n- Dmitri works for Pinnacle Software.\n- Kenji works for Meridian Bank.\n- Jonas works for Atlas Freight.\n- Cobalt Health was founded in 2006.\n- Meridian Bank was founded in 1998.\n- Mateo reports to Amara.\n- Jonas reports to Priya.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software is headquartered in Bergen.\n- Deshawn reports to Mateo.\n- Priya reports to Deshawn.\n- Atlas Freight is headquartered in Turku.\n- Cobalt Health is headquartered in Bergen.\n- Mateo works for Cobalt Health.\n- Amara reports to Dmitri.\n- Atlas Freight was founded in 1986.\n- Dmitri reports to Viktor.\n- Viktor reports to Kenji.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32396", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8714: employee Wren T., hired 16 October 2022, separated 21 July 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8714?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32398", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6116: employee Dmitri A., hired 13 February 2024, separated 12 August 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-6116?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6116 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-32400", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32401", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32402", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32403", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9652: employee Jonas A., hired 27 February 2021, separated 31 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-9652?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32404", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32405", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4086: employee Mei T., hired 11 December 2022, separated 14 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-4086?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4086 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32406", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32407", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 59668 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "request_refund", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32408", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6767: employee Bruno R., hired 22 July 2022, separated 06 June 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-6767 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$10,833", "2": "$500", "3": "$2,375"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Pinnacle Software.\n- Nadia works for Cobalt Health.\n- Elena reports to Wren.\n- Pinnacle Software was founded in 1979.\n- Cobalt Health is headquartered in Turku.\n- Tessa reports to Mateo.\n- Sanne reports to Leila.\n- Cedar Retail Group was founded in 1983.\n- Leila reports to Lucia.\n- Leila works for Pinnacle Software.\n- Nadia reports to Mei.\n- Lucia reports to Zoya.\n- Sanne works for Cobalt Health.\n- Hana works for Cedar Retail Group.\n- Cobalt Health was founded in 1997.\n- Hana reports to Tessa.\n- Elena works for Cedar Retail Group.\n- Zoya works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya reports to Hana.\n- Lucia works for Pinnacle Software.\n- Northwind Systems is headquartered in Leeds.\n- Mateo works for Cobalt Health.\n- Mei reports to Sanne.\n- Mateo reports to Elena.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 2002.\n- Pinnacle Software is headquartered in Malmo.\n- Wren works for Cobalt Health.\n- Callum works for Pinnacle Software.\n- Wren reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Dmitri reports to Chiara.\n- Callum reports to Jonas.\n- Summit Energy is headquartered in Oslo.\n- Jonas works for Summit Energy.\n- Anders works for Northwind Systems.\n- Priya reports to Anders.\n- Chiara works for Atlas Freight.\n- Lattice Analytics is headquartered in Oslo.\n- Atlas Freight was founded in 1983.\n- Jonas reports to Priya.\n- Atlas Freight is headquartered in Oslo.\n- Priya works for Atlas Freight.\n- Ingrid reports to Callum.\n- Anders reports to Tessa.\n- Tessa works for Northwind Systems.\n- Dmitri works for Summit Energy.\n- Ingrid works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Chiara reports to Ingrid.\n- Northwind Systems was founded in 1994.\n- Lattice Analytics was founded in 2004.\n- Callum works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Basel", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32411", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32412", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5865: employee Ravi T., hired 02 December 2023, separated 16 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5865?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5865 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32413", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Northwind Systems was founded in 1977.\n- Tessa reports to Chiara.\n- Vantage Air is headquartered in Halifax.\n- Emeka works for Vantage Air.\n- Northwind Systems is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2008.\n- Kenji reports to Wren.\n- Stefan reports to Viktor.\n- Emeka reports to Lucia.\n- Chiara works for Ironwood Manufacturing.\n- Stefan works for Vantage Air.\n- Tessa works for Vantage Air.\n- Viktor works for Pinnacle Software.\n- Ravi reports to Stefan.\n- Vantage Air was founded in 2004.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Bruno reports to Kenji.\n- Wren works for Ironwood Manufacturing.\n- Chiara reports to Callum.\n- Callum reports to Ravi.\n- Pinnacle Software was founded in 1991.\n- Wren reports to Leila.\n- Viktor reports to Bruno.\n- Callum works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Lucia reports to Tessa.\n- Bruno works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Malmo.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32415", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Aisha reports to Mei.\n- Mei works for Helios Logistics.\n- Mei reports to Pablo.\n- Sanne works for Helios Logistics.\n- Bluepine Aviation is headquartered in Tampere.\n- Helios Logistics is headquartered in Lyon.\n- Felix reports to Sanne.\n- Aisha works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1983.\n- Jonas works for Ironwood Manufacturing.\n- Deshawn reports to Felix.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Pablo works for Bluepine Aviation.\n- Priya works for Helios Logistics.\n- Pinnacle Software was founded in 1999.\n- Priya reports to Jonas.\n- Felix works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Helios Logistics was founded in 1979.\n- Sanne reports to Aisha.\n- Bluepine Aviation was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32417", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32418", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32419", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 June 2025): For employees hired on or after 19 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6177: employee Felix S., hired 13 August 2022, separated 16 November 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6177?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32420", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32421", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Sofia reports to Leila.\n- Amara reports to Stefan.\n- Summit Energy was founded in 2012.\n- Ingrid reports to Dmitri.\n- Stefan reports to Ingrid.\n- Pablo reports to Sofia.\n- Summit Energy is headquartered in Brno.\n- Bluepine Aviation is headquartered in Porto.\n- Nadia reports to Amara.\n- Dmitri works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Helios Logistics was founded in 2012.\n- Meridian Bank was founded in 1992.\n- Meridian Bank is headquartered in Ghent.\n- Nadia works for Meridian Bank.\n- Dmitri reports to Pablo.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Sofia works for Meridian Bank.\n- Helios Logistics is headquartered in Brno.\n- Pablo works for Summit Energy.\n- Amara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Cork.\n- Fernhill Foods is headquartered in Nagoya.\n- Dmitri works for Lattice Analytics.\n- Jonas works for Meridian Bank.\n- Lattice Analytics was founded in 2011.\n- Omar reports to Dmitri.\n- Aisha reports to Jonas.\n- Meridian Bank was founded in 2012.\n- Aisha works for Meridian Bank.\n- Emeka works for Cobalt Health.\n- Sofia reports to Tessa.\n- Fernhill Foods was founded in 2001.\n- Tessa works for Cobalt Health.\n- Meridian Bank is headquartered in Adelaide.\n- Tessa reports to Aisha.\n- Cobalt Health was founded in 2011.\n- Dmitri reports to Chiara.\n- Chiara works for Meridian Bank.\n- Cobalt Health is headquartered in Nagoya.\n- Omar works for Cobalt Health.\n- Chiara reports to Sofia.\n- Emeka reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32424", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 03 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3173: employee Viktor R., hired 26 August 2022, separated 14 February 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3173?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3173 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32425", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Leeds.\n- Summit Energy was founded in 2001.\n- Mei works for Cedar Retail Group.\n- Mei reports to Lucia.\n- Summit Energy is headquartered in Halifax.\n- Pablo reports to Jonas.\n- Beacon Insurance was founded in 2007.\n- Pablo works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Helios Logistics is headquartered in Leeds.\n- Jonas reports to Mei.\n- Dmitri works for Cedar Retail Group.\n- Helios Logistics was founded in 1986.\n- Lucia reports to Kenji.\n- Dmitri reports to Mara.\n- Nadia works for Summit Energy.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 2011.\n- Nadia reports to Dmitri.\n- Kenji reports to Nadia.\n- Jonas works for Summit Energy.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32427", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32428", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9890: employee Kenji S., hired 02 April 2022, separated 22 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9890?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32429", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32430", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32431", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32432", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_timer", "1": "weather", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Helios Logistics was founded in 2012.\n- Sofia reports to Pablo.\n- Tobias reports to Aisha.\n- Mei reports to Sofia.\n- Cedar Retail Group was founded in 1986.\n- Aisha reports to Emeka.\n- Pablo reports to Amara.\n- Kenji reports to Tobias.\n- Crescent Telecom is headquartered in Leeds.\n- Amara works for Cedar Retail Group.\n- Atlas Freight is headquartered in Oslo.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Mei.\n- Mara works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Sofia works for Cedar Retail Group.\n- Mara reports to Kenji.\n- Tobias works for Helios Logistics.\n- Crescent Telecom was founded in 1998.\n- Aisha works for Crescent Telecom.\n- Amara reports to Dmitri.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32434", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32435", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32436", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32437", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Austin.\n- Sanne works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Austin.\n- Summit Energy was founded in 2009.\n- Mateo works for Ironwood Manufacturing.\n- Nadia reports to Lucia.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Dmitri works for Vantage Air.\n- Omar works for Vantage Air.\n- Jonas works for Meridian Bank.\n- Callum works for Summit Energy.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing was founded in 1984.\n- Meridian Bank is headquartered in Basel.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 1985.\n- Lucia works for Ironwood Manufacturing.\n- Ravi reports to Mateo.\n- Nadia works for Vantage Air.\n- Summit Energy is headquartered in Austin.\n- Lucia reports to Omar.\n- Jonas reports to Nadia.\n- Omar reports to Sanne.\n- Sanne reports to Dmitri.\n- Callum reports to Amara.\n- Mateo reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Nadia.\n- Viktor works for Bluepine Aviation.\n- Omar works for Atlas Freight.\n- Amara works for Beacon Insurance.\n- Amara reports to Tessa.\n- Ravi works for Atlas Freight.\n- Omar reports to Ravi.\n- Beacon Insurance was founded in 1998.\n- Tessa reports to Viktor.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Lyon.\n- Callum works for Beacon Insurance.\n- Nadia reports to Deshawn.\n- Lattice Analytics was founded in 1978.\n- Ravi reports to Amara.\n- Nadia works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tampere.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Atlas Freight.\n- Bluepine Aviation was founded in 1995.\n- Deshawn reports to Callum.\n- Bluepine Aviation is headquartered in Tampere.\n- Atlas Freight was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32440", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Bruno reports to Chiara.\n- Atlas Freight was founded in 1989.\n- Fernhill Foods was founded in 1995.\n- Chiara works for Fernhill Foods.\n- Sanne reports to Bruno.\n- Elena works for Ironwood Manufacturing.\n- Stefan reports to Sanne.\n- Ironwood Manufacturing was founded in 1979.\n- Stefan works for Atlas Freight.\n- Elena reports to Tessa.\n- Hana works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mei reports to Deshawn.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Emeka works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara reports to Mei.\n- Cedar Retail Group was founded in 2015.\n- Zoya works for Atlas Freight.\n- Deshawn reports to Jonas.\n- Zoya reports to Stefan.\n- Jonas reports to Hana.\n- Tessa reports to Zoya.\n- Emeka reports to Elena.\n- Bruno works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Tessa works for Cedar Retail Group.\n- Jonas works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Amara reports to Yuki.\n- Nadia works for Fernhill Foods.\n- Callum reports to Elena.\n- Pinnacle Software was founded in 1993.\n- Deshawn reports to Stefan.\n- Northwind Systems was founded in 2004.\n- Ravi works for Meridian Bank.\n- Fernhill Foods was founded in 1997.\n- Anders reports to Aisha.\n- Elena reports to Deshawn.\n- Fernhill Foods is headquartered in Malmo.\n- Anders works for Meridian Bank.\n- Pinnacle Software is headquartered in Brno.\n- Deshawn works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Meridian Bank was founded in 2012.\n- Meridian Bank is headquartered in Austin.\n- Amara works for Pinnacle Software.\n- Nadia reports to Callum.\n- Northwind Systems is headquartered in Austin.\n- Aisha reports to Ravi.\n- Stefan works for Meridian Bank.\n- Yuki reports to Nadia.\n- Ravi reports to Amara.\n- Yuki works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Nagoya.\n- Northwind Systems was founded in 2004.\n- Stefan reports to Nadia.\n- Ingrid works for Northwind Systems.\n- Dmitri reports to Deshawn.\n- Nadia works for Fernhill Foods.\n- Viktor works for Helios Logistics.\n- Amara works for Summit Energy.\n- Callum reports to Viktor.\n- Summit Energy was founded in 2000.\n- Tobias works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Fernhill Foods was founded in 1985.\n- Tobias reports to Aisha.\n- Fernhill Foods is headquartered in Nagoya.\n- Ingrid reports to Callum.\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Deshawn reports to Yuki.\n- Aisha works for Helios Logistics.\n- Aisha reports to Dmitri.\n- Nadia reports to Emeka.\n- Helios Logistics is headquartered in Ghent.\n- Yuki reports to Stefan.\n- Yuki works for Fernhill Foods.\n- Helios Logistics was founded in 1990.\n- Stefan works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Emeka reports to Amara.\n- Deshawn works for Summit Energy.\n- Viktor reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32444", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 7, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7781: employee Viktor K., hired 03 December 2022, separated 15 May 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7781?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-32445", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "deprovision", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Lattice Analytics was founded in 1989.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1975.\n- Vantage Air is headquartered in Dunedin.\n- Vantage Air was founded in 1979.\n- Lattice Analytics is headquartered in Cork.\n- Cobalt Health was founded in 1989.\n- Cobalt Health is headquartered in Dunedin.\n- Felix works for Vantage Air.\n- Omar reports to Ingrid.\n- Mei works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Kenji reports to Omar.\n- Callum works for Cobalt Health.\n- Omar works for Vantage Air.\n- Ingrid reports to Callum.\n- Pablo reports to Kenji.\n- Callum reports to Felix.\n- Elena reports to Mei.\n- Pablo works for Vantage Air.\n- Beacon Insurance is headquartered in Dunedin.\n- Felix reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Valencia.\n- Stefan works for Meridian Bank.\n- Ravi reports to Leila.\n- Elena works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Sofia reports to Ravi.\n- Tessa works for Atlas Freight.\n- Bruno reports to Tessa.\n- Vantage Air was founded in 2000.\n- Meridian Bank was founded in 1984.\n- Sofia works for Vantage Air.\n- Meridian Bank is headquartered in Malmo.\n- Felix works for Meridian Bank.\n- Elena reports to Bruno.\n- Tessa reports to Stefan.\n- Bruno works for Vantage Air.\n- Leila reports to Felix.\n- Crescent Telecom was founded in 1986.\n- Leila works for Meridian Bank.\n- Atlas Freight is headquartered in Ghent.\n- Stefan reports to Sofia.\n- Atlas Freight was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32448", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Basel.\n- Mateo works for Bluepine Aviation.\n- Tessa reports to Priya.\n- Priya reports to Mara.\n- Chiara reports to Anders.\n- Priya works for Cedar Retail Group.\n- Anders works for Bluepine Aviation.\n- Summit Energy was founded in 1980.\n- Mara reports to Bruno.\n- Bluepine Aviation is headquartered in Ghent.\n- Mateo reports to Tessa.\n- Viktor works for Vantage Air.\n- Bruno reports to Ravi.\n- Mara works for Cedar Retail Group.\n- Ingrid works for Cedar Retail Group.\n- Ravi reports to Viktor.\n- Bluepine Aviation was founded in 1997.\n- Chiara works for Cedar Retail Group.\n- Ingrid reports to Mateo.\n- Cedar Retail Group was founded in 1999.\n- Bruno works for Cedar Retail Group.\n- Ravi works for Vantage Air.\n- Tessa works for Vantage Air.\n- Cedar Retail Group is headquartered in Ghent.\n- Summit Energy is headquartered in Halifax.\n- Anders reports to Ingrid.\n- Vantage Air was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32450", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9315: employee Pablo A., hired 19 September 2022, separated 05 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9315?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32451", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32452", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9494: employee Yuki A., hired 01 December 2020, separated 19 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9494?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9494 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32453", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 November 2022): For employees hired on or after 20 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2839: employee Chiara R., hired 18 August 2022, separated 26 September 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-2839 under the controlling rules.", "criteria": {"0": "$12,133", "1": "$2,750", "2": "$4,800", "3": "$2,800"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32454", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Viktor works for Bluepine Aviation.\n- Vantage Air is headquartered in Malmo.\n- Bruno works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2014.\n- Tobias works for Vantage Air.\n- Cedar Retail Group was founded in 1995.\n- Crescent Telecom was founded in 2014.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Crescent Telecom is headquartered in Austin.\n- Stefan reports to Viktor.\n- Pablo reports to Stefan.\n- Bruno reports to Nadia.\n- Nadia reports to Anders.\n- Chiara reports to Pablo.\n- Bluepine Aviation is headquartered in Malmo.\n- Viktor reports to Bruno.\n- Chiara works for Cedar Retail Group.\n- Vantage Air was founded in 2011.\n- Pablo works for Crescent Telecom.\n- Tobias reports to Chiara.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32455", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32456", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7770: employee Sanne B., hired 25 February 2023, separated 10 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7770?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Lucia works for Cobalt Health.\n- Tobias reports to Sanne.\n- Hana works for Meridian Bank.\n- Mara reports to Priya.\n- Sanne reports to Sofia.\n- Summit Energy was founded in 1994.\n- Tobias works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sofia reports to Hana.\n- Summit Energy is headquartered in Bergen.\n- Meridian Bank was founded in 1991.\n- Nadia works for Cobalt Health.\n- Bruno reports to Lucia.\n- Sanne works for Cobalt Health.\n- Hana reports to Bruno.\n- Bruno works for Ironwood Manufacturing.\n- Lucia reports to Mara.\n- Cobalt Health was founded in 1989.\n- Priya reports to Nadia.\n- Nadia reports to Wren.\n- Cobalt Health is headquartered in Nagoya.\n- Meridian Bank is headquartered in Tallinn.\n- Sofia works for Cobalt Health.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Vantage Air is headquartered in Turku.\n- Jonas works for Pinnacle Software.\n- Beacon Insurance was founded in 1997.\n- Lucia reports to Bruno.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1988.\n- Sofia works for Summit Energy.\n- Stefan reports to Zoya.\n- Wren works for Beacon Insurance.\n- Summit Energy is headquartered in Ghent.\n- Zoya reports to Mara.\n- Vantage Air was founded in 1999.\n- Mara works for Vantage Air.\n- Zoya works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Bruno reports to Sofia.\n- Mara reports to Deshawn.\n- Omar works for Summit Energy.\n- Sofia reports to Jonas.\n- Stefan works for Vantage Air.\n- Bruno works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Deshawn reports to Omar.\n- Omar reports to Wren.\n- Wren reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32459", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 June 2024): For employees hired on or after 30 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5664: employee Kenji M., hired 06 July 2022, separated 27 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5664?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Summit Energy was founded in 1984.\n- Atlas Freight was founded in 2014.\n- Stefan reports to Tessa.\n- Pablo works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Tobias reports to Emeka.\n- Chiara works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Valencia.\n- Wren reports to Priya.\n- Tessa reports to Wren.\n- Aisha reports to Mateo.\n- Stefan works for Northwind Systems.\n- Priya works for Summit Energy.\n- Mateo reports to Pablo.\n- Yuki reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2005.\n- Tessa works for Atlas Freight.\n- Pablo reports to Stefan.\n- Yuki works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Chiara reports to Yuki.\n- Callum reports to Chiara.\n- Summit Energy is headquartered in Cork.\n- Priya reports to Callum.\n- Emeka works for Ironwood Manufacturing.\n- Callum works for Summit Energy.\n- Mateo works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Mara works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Helios Logistics is headquartered in Basel.\n- Mara reports to Deshawn.\n- Vantage Air is headquartered in Oslo.\n- Dmitri reports to Nadia.\n- Tobias works for Summit Energy.\n- Wren reports to Mara.\n- Lucia works for Crescent Telecom.\n- Yuki reports to Sanne.\n- Crescent Telecom is headquartered in Oslo.\n- Tobias reports to Chiara.\n- Sanne reports to Wren.\n- Crescent Telecom was founded in 1998.\n- Chiara works for Summit Energy.\n- Vantage Air was founded in 2001.\n- Helios Logistics was founded in 1991.\n- Dmitri works for Summit Energy.\n- Sanne works for Helios Logistics.\n- Summit Energy was founded in 1978.\n- Chiara reports to Lucia.\n- Summit Energy is headquartered in Basel.\n- Nadia reports to Yuki.\n- Nadia works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Deshawn works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Deshawn reports to Jonas.\n- Stefan reports to Zoya.\n- Aisha reports to Dmitri.\n- Beacon Insurance was founded in 1978.\n- Crescent Telecom was founded in 1995.\n- Beacon Insurance is headquartered in Basel.\n- Stefan works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Oslo.\n- Jonas works for Beacon Insurance.\n- Aisha works for Crescent Telecom.\n- Meridian Bank was founded in 1988.\n- Tobias reports to Stefan.\n- Meridian Bank is headquartered in Bergen.\n- Tobias works for Cedar Retail Group.\n- Sanne reports to Priya.\n- Callum works for Crescent Telecom.\n- Callum reports to Sanne.\n- Anders reports to Aisha.\n- Priya reports to Anders.\n- Anders works for Meridian Bank.\n- Zoya reports to Deshawn.\n- Dmitri reports to Tobias.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1996.\n- Elena reports to Callum.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32463", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32464", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 04 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8174: employee Hana T., hired 12 June 2022, separated 12 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8174?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32466", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Sofia.\n- Cobalt Health was founded in 1980.\n- Ironwood Manufacturing is headquartered in Basel.\n- Priya works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2011.\n- Wren works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Wren reports to Ingrid.\n- Northwind Systems is headquartered in Leeds.\n- Priya reports to Kenji.\n- Ingrid works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Brno.\n- Kenji works for Meridian Bank.\n- Northwind Systems was founded in 1993.\n- Kenji reports to Mara.\n- Meridian Bank was founded in 1987.\n- Ingrid reports to Priya.\n- Lucia works for Ironwood Manufacturing.\n- Sofia reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Lucia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32468", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "provision_access", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Stefan.\n- Priya works for Cedar Retail Group.\n- Ingrid works for Lattice Analytics.\n- Felix works for Bluepine Aviation.\n- Northwind Systems is headquartered in Bergen.\n- Stefan reports to Dmitri.\n- Bluepine Aviation was founded in 1999.\n- Felix reports to Tessa.\n- Mei reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Mei works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Ingrid reports to Felix.\n- Bluepine Aviation is headquartered in Valencia.\n- Northwind Systems was founded in 2004.\n- Cedar Retail Group was founded in 1986.\n- Dmitri works for Bluepine Aviation.\n- Tessa reports to Mei.\n- Lattice Analytics was founded in 1991.\n- Tessa works for Lattice Analytics.\n- Chiara reports to Ingrid.\n- Sanne works for Northwind Systems.\n- Dmitri reports to Chiara.\n- Cedar Retail Group is headquartered in Nagoya.\n- Stefan works for Northwind Systems.\n- Sanne reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2013.\n- Ingrid works for Atlas Freight.\n- Beacon Insurance was founded in 1981.\n- Atlas Freight is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Beacon Insurance is headquartered in Lyon.\n- Crescent Telecom is headquartered in Malmo.\n- Viktor works for Beacon Insurance.\n- Elena reports to Viktor.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Bluepine Aviation.\n- Emeka works for Beacon Insurance.\n- Chiara reports to Ingrid.\n- Chiara works for Crescent Telecom.\n- Elena works for Beacon Insurance.\n- Anders reports to Deshawn.\n- Pablo reports to Elena.\n- Anders works for Atlas Freight.\n- Emeka reports to Pablo.\n- Crescent Telecom was founded in 1975.\n- Viktor reports to Anders.\n- Bluepine Aviation was founded in 2014.\n- Ingrid reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32471", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8877: employee Emeka K., hired 20 July 2022, separated 01 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8877?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32472", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Callum.\n- Vantage Air was founded in 2004.\n- Ingrid works for Pinnacle Software.\n- Mei reports to Zoya.\n- Wren reports to Anders.\n- Northwind Systems is headquartered in Tampere.\n- Dmitri reports to Lucia.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Brno.\n- Mei works for Fernhill Foods.\n- Pinnacle Software was founded in 1992.\n- Fernhill Foods was founded in 1991.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Viktor reports to Chiara.\n- Yuki reports to Ingrid.\n- Northwind Systems was founded in 1984.\n- Callum works for Northwind Systems.\n- Yuki works for Vantage Air.\n- Anders reports to Yuki.\n- Lucia reports to Tessa.\n- Callum reports to Mei.\n- Wren works for Vantage Air.\n- Fernhill Foods is headquartered in Tampere.\n- Zoya works for Pinnacle Software.\n- Viktor works for Vantage Air.\n- Chiara works for Pinnacle Software.\n- Ingrid reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Tessa reports to Viktor.\n- Lucia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32473", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "request_leave", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32474", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32475", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5910: employee Leila T., hired 27 May 2024, separated 21 March 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2025-5910 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$3,600", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32477", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32478", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9755: employee Aisha T., hired 13 January 2023, separated 18 January 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9755?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9755 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32479", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "open_account", "4": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32480", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Omar works for Lattice Analytics.\n- Jonas reports to Ingrid.\n- Lattice Analytics was founded in 1976.\n- Priya reports to Mateo.\n- Mei reports to Hana.\n- Mei works for Crescent Telecom.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Mateo reports to Mei.\n- Crescent Telecom is headquartered in Tallinn.\n- Mateo works for Fernhill Foods.\n- Ingrid works for Lattice Analytics.\n- Hana works for Fernhill Foods.\n- Hana reports to Felix.\n- Ravi reports to Dmitri.\n- Kenji reports to Ravi.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods was founded in 1995.\n- Ravi works for Pinnacle Software.\n- Crescent Telecom was founded in 1985.\n- Ingrid reports to Leila.\n- Jonas works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.\n- Dmitri works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tallinn.\n- Pinnacle Software was founded in 1975.\n- Felix reports to Omar.\n- Dmitri reports to Jonas.\n- Leila reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Ravi reports to Stefan.\n- Summit Energy was founded in 1995.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo reports to Callum.\n- Felix works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Summit Energy is headquartered in Ghent.\n- Pablo works for Summit Energy.\n- Stefan works for Beacon Insurance.\n- Mara reports to Jonas.\n- Beacon Insurance is headquartered in Adelaide.\n- Felix reports to Lucia.\n- Ravi works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Pablo reports to Mateo.\n- Mara works for Summit Energy.\n- Lucia reports to Mara.\n- Lucia works for Beacon Insurance.\n- Callum reports to Felix.\n- Jonas reports to Aisha.\n- Cobalt Health is headquartered in Ghent.\n- Stefan reports to Pablo.\n- Northwind Systems was founded in 2004.\n- Beacon Insurance was founded in 1977.\n- Cobalt Health was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Omar reports to Tessa.\n- Northwind Systems was founded in 1977.\n- Anders reports to Chiara.\n- Ravi works for Northwind Systems.\n- Tessa reports to Wren.\n- Anders works for Summit Energy.\n- Wren reports to Sanne.\n- Emeka reports to Ravi.\n- Felix reports to Anders.\n- Bruno reports to Felix.\n- Felix works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Bruno works for Fernhill Foods.\n- Summit Energy was founded in 1986.\n- Sanne reports to Bruno.\n- Omar works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Tessa works for Northwind Systems.\n- Crescent Telecom was founded in 1984.\n- Summit Energy is headquartered in Lyon.\n- Lucia reports to Omar.\n- Dmitri reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom is headquartered in Dunedin.\n- Fernhill Foods was founded in 1987.\n- Lucia works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32485", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32486", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32487", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Emeka works for Beacon Insurance.\n- Vantage Air was founded in 2010.\n- Hana reports to Wren.\n- Leila works for Meridian Bank.\n- Kenji reports to Chiara.\n- Viktor works for Meridian Bank.\n- Dmitri reports to Viktor.\n- Vantage Air is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Nadia works for Meridian Bank.\n- Nadia reports to Leila.\n- Viktor reports to Bruno.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Emeka reports to Hana.\n- Beacon Insurance is headquartered in Brno.\n- Summit Energy was founded in 2015.\n- Bruno works for Vantage Air.\n- Dmitri works for Vantage Air.\n- Stefan works for Vantage Air.\n- Beacon Insurance was founded in 1988.\n- Wren works for Vantage Air.\n- Kenji works for Vantage Air.\n- Chiara reports to Stefan.\n- Summit Energy is headquartered in Austin.\n- Wren reports to Dmitri.\n- Stefan reports to Emeka.\n- Sanne reports to Kenji.\n- Sanne works for Vantage Air.\n- Bruno reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32488", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32489", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Halifax.\n- Pinnacle Software was founded in 2003.\n- Stefan reports to Hana.\n- Nadia reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Cobalt Health was founded in 1990.\n- Viktor reports to Omar.\n- Cobalt Health is headquartered in Oslo.\n- Lucia works for Fernhill Foods.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Kenji reports to Sanne.\n- Sanne works for Cobalt Health.\n- Pinnacle Software is headquartered in Austin.\n- Hana reports to Viktor.\n- Fernhill Foods was founded in 1979.\n- Stefan works for Pinnacle Software.\n- Sanne reports to Ingrid.\n- Omar reports to Nadia.\n- Elena works for Pinnacle Software.\n- Ingrid reports to Elena.\n- Lucia reports to Stefan.\n- Hana works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32490", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32491", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 46293 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "exchange_item", "3": "change_address", "4": "report_damage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Deshawn.\n- Omar reports to Hana.\n- Pablo works for Helios Logistics.\n- Deshawn reports to Omar.\n- Chiara reports to Pablo.\n- Vantage Air was founded in 2009.\n- Helios Logistics is headquartered in Lyon.\n- Deshawn works for Northwind Systems.\n- Meridian Bank was founded in 1977.\n- Pablo reports to Emeka.\n- Mei reports to Sofia.\n- Northwind Systems was founded in 1987.\n- Northwind Systems is headquartered in Valencia.\n- Jonas reports to Chiara.\n- Vantage Air is headquartered in Adelaide.\n- Nadia works for Northwind Systems.\n- Hana works for Helios Logistics.\n- Emeka works for Vantage Air.\n- Omar works for Meridian Bank.\n- Mei works for Helios Logistics.\n- Jonas works for Vantage Air.\n- Hana reports to Nadia.\n- Sofia works for Meridian Bank.\n- Helios Logistics was founded in 2015.\n- Nadia reports to Mei.\n- Chiara works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2004", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32493", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Valencia.\n- Viktor reports to Sofia.\n- Aisha works for Meridian Bank.\n- Bruno reports to Chiara.\n- Wren works for Meridian Bank.\n- Summit Energy is headquartered in Porto.\n- Beacon Insurance was founded in 1989.\n- Meridian Bank was founded in 1989.\n- Summit Energy was founded in 2011.\n- Ingrid works for Meridian Bank.\n- Sofia reports to Bruno.\n- Viktor works for Ironwood Manufacturing.\n- Chiara reports to Aisha.\n- Chiara works for Ironwood Manufacturing.\n- Aisha reports to Ingrid.\n- Hana works for Ironwood Manufacturing.\n- Ingrid reports to Wren.\n- Ironwood Manufacturing was founded in 1981.\n- Beacon Insurance is headquartered in Adelaide.\n- Sofia works for Beacon Insurance.\n- Bruno works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Basel.\n- Wren reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1987", "2": "1984", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32495", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 95463\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "cancel_order", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32496", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "weather", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2002.\n- Ravi works for Meridian Bank.\n- Mateo works for Atlas Freight.\n- Viktor reports to Kenji.\n- Kenji works for Beacon Insurance.\n- Chiara works for Atlas Freight.\n- Beacon Insurance was founded in 1978.\n- Meridian Bank was founded in 1976.\n- Kenji reports to Hana.\n- Lucia reports to Mateo.\n- Atlas Freight is headquartered in Brno.\n- Anders works for Cedar Retail Group.\n- Anders reports to Chiara.\n- Mateo reports to Ravi.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Tallinn.\n- Atlas Freight was founded in 1979.\n- Hana works for Atlas Freight.\n- Hana reports to Anders.\n- Beacon Insurance is headquartered in Tallinn.\n- Viktor works for Beacon Insurance.\n- Meridian Bank is headquartered in Adelaide.\n- Ravi reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32498", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32499", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32500", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32501", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mei reports to Dmitri.\n- Deshawn works for Vantage Air.\n- Wren reports to Deshawn.\n- Sofia reports to Ingrid.\n- Mei works for Vantage Air.\n- Mara reports to Mei.\n- Vantage Air was founded in 1984.\n- Meridian Bank was founded in 2013.\n- Wren works for Meridian Bank.\n- Dmitri works for Vantage Air.\n- Leila reports to Zoya.\n- Lattice Analytics is headquartered in Malmo.\n- Dmitri reports to Sofia.\n- Leila works for Lattice Analytics.\n- Deshawn reports to Mara.\n- Kenji reports to Tobias.\n- Ingrid reports to Mateo.\n- Tobias reports to Leila.\n- Zoya reports to Wren.\n- Sofia works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Lattice Analytics was founded in 2014.\n- Zoya works for Lattice Analytics.\n- Tobias works for Ironwood Manufacturing.\n- Kenji works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Ironwood Manufacturing was founded in 2003.\n- Vantage Air is headquartered in Bergen.\n- Mara works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32503", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9640: employee Elena A., hired 05 September 2022, separated 11 July 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-9640 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$7,269", "3": "$10,885"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32504", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3402: employee Amara B., hired 10 March 2022, separated 11 July 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3402?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32505", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone", "4": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32506", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 01 September 2025): For employees hired on or after 01 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5586: employee Tobias S., hired 19 October 2024, separated 03 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5586?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Omar.\n- Amara reports to Sanne.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Felix reports to Anders.\n- Crescent Telecom is headquartered in Leeds.\n- Bruno reports to Mei.\n- Cobalt Health was founded in 1982.\n- Felix works for Summit Energy.\n- Sanne works for Crescent Telecom.\n- Mei reports to Amara.\n- Anders works for Summit Energy.\n- Bruno works for Cobalt Health.\n- Elena works for Summit Energy.\n- Summit Energy was founded in 1989.\n- Crescent Telecom was founded in 2003.\n- Omar works for Summit Energy.\n- Omar reports to Bruno.\n- Northwind Systems is headquartered in Oslo.\n- Northwind Systems was founded in 1990.\n- Summit Energy is headquartered in Bergen.\n- Mei works for Northwind Systems.\n- Sanne reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32508", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8044: employee Nadia K., hired 06 May 2021, separated 25 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8044?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32509", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "file_claim", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32510", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32511", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32512", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32513", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Stefan.\n- Ironwood Manufacturing was founded in 1977.\n- Tobias works for Fernhill Foods.\n- Bluepine Aviation was founded in 1996.\n- Hana reports to Tobias.\n- Tessa works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 2005.\n- Stefan works for Ironwood Manufacturing.\n- Deshawn reports to Pablo.\n- Summit Energy is headquartered in Dunedin.\n- Pablo works for Summit Energy.\n- Tobias reports to Aisha.\n- Tessa reports to Hana.\n- Summit Energy was founded in 1990.\n- Ironwood Manufacturing is headquartered in Brno.\n- Priya reports to Amara.\n- Pablo reports to Emeka.\n- Aisha works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Brno.\n- Emeka reports to Tessa.\n- Deshawn works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Amara reports to Deshawn.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Chiara.\n- Cedar Retail Group is headquartered in Leeds.\n- Ingrid works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Lucia works for Cedar Retail Group.\n- Vantage Air was founded in 2002.\n- Emeka reports to Stefan.\n- Mateo reports to Lucia.\n- Callum reports to Ingrid.\n- Cobalt Health was founded in 1982.\n- Stefan works for Cedar Retail Group.\n- Deshawn reports to Leila.\n- Emeka works for Bluepine Aviation.\n- Sofia reports to Mateo.\n- Chiara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1993.\n- Bluepine Aviation is headquartered in Leeds.\n- Leila reports to Felix.\n- Ingrid reports to Deshawn.\n- Cobalt Health is headquartered in Leeds.\n- Callum works for Cobalt Health.\n- Stefan reports to Sofia.\n- Vantage Air is headquartered in Leeds.\n- Felix works for Cedar Retail Group.\n- Chiara reports to Emeka.\n- Mateo works for Vantage Air.\n- Amara works for Vantage Air.\n- Sofia works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Amara reports to Callum.\n- Bluepine Aviation was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32515", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 January 2024): For employees hired on or after 28 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9532: employee Wren S., hired 24 August 2020, separated 19 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-9532?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32516", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32517", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1558: employee Priya M., hired 31 December 2022, separated 02 April 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2025-1558 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,900", "2": "$4,000", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32518", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Porto.\n- Ingrid works for Lattice Analytics.\n- Meridian Bank was founded in 2007.\n- Leila works for Helios Logistics.\n- Northwind Systems is headquartered in Porto.\n- Omar works for Lattice Analytics.\n- Nadia reports to Sofia.\n- Lattice Analytics is headquartered in Ghent.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Leila reports to Nadia.\n- Helios Logistics was founded in 1978.\n- Northwind Systems was founded in 1998.\n- Omar reports to Tessa.\n- Ingrid reports to Chiara.\n- Tessa works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Chiara reports to Leila.\n- Chiara works for Meridian Bank.\n- Lattice Analytics was founded in 1975.\n- Tessa reports to Deshawn.\n- Deshawn reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32520", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Zoya reports to Sofia.\n- Hana reports to Leila.\n- Omar works for Vantage Air.\n- Summit Energy was founded in 1979.\n- Zoya works for Vantage Air.\n- Deshawn reports to Omar.\n- Pablo reports to Dmitri.\n- Omar reports to Viktor.\n- Leila works for Ironwood Manufacturing.\n- Pablo works for Summit Energy.\n- Mei reports to Deshawn.\n- Viktor reports to Bruno.\n- Summit Energy is headquartered in Cork.\n- Crescent Telecom was founded in 1993.\n- Viktor works for Vantage Air.\n- Hana works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Cork.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Zoya.\n- Dmitri reports to Mei.\n- Crescent Telecom is headquartered in Cork.\n- Sofia reports to Hana.\n- Dmitri works for Crescent Telecom.\n- Vantage Air was founded in 2002.\n- Bruno reports to Lucia.\n- Ironwood Manufacturing was founded in 1989.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Bruno works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ravi.\n- Sanne works for Atlas Freight.\n- Dmitri reports to Mara.\n- Fernhill Foods was founded in 2010.\n- Anders reports to Lucia.\n- Anders works for Atlas Freight.\n- Priya works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Sanne reports to Dmitri.\n- Deshawn works for Fernhill Foods.\n- Yuki reports to Callum.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Leila reports to Yuki.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy was founded in 2013.\n- Ravi reports to Priya.\n- Yuki works for Atlas Freight.\n- Fernhill Foods is headquartered in Nagoya.\n- Deshawn reports to Leila.\n- Summit Energy is headquartered in Tallinn.\n- Emeka reports to Deshawn.\n- Meridian Bank was founded in 1977.\n- Priya reports to Emeka.\n- Atlas Freight was founded in 2009.\n- Mara works for Meridian Bank.\n- Callum reports to Anders.\n- Ravi works for Atlas Freight.\n- Dmitri works for Meridian Bank.\n- Leila works for Atlas Freight.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2011.\n- Crescent Telecom is headquartered in Ghent.\n- Tessa works for Crescent Telecom.\n- Bruno works for Meridian Bank.\n- Amara works for Summit Energy.\n- Meridian Bank was founded in 2015.\n- Kenji works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Amara reports to Chiara.\n- Jonas works for Pinnacle Software.\n- Chiara reports to Dmitri.\n- Kenji reports to Bruno.\n- Crescent Telecom was founded in 2000.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Zoya reports to Hana.\n- Tessa reports to Jonas.\n- Priya reports to Amara.\n- Chiara works for Summit Energy.\n- Jonas reports to Priya.\n- Tobias works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Anders reports to Tobias.\n- Summit Energy is headquartered in Leeds.\n- Bruno reports to Tessa.\n- Pinnacle Software is headquartered in Bergen.\n- Hana reports to Anders.\n- Anders works for Summit Energy.\n- Priya works for Meridian Bank.\n- Summit Energy was founded in 1977.\n- Tobias reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32524", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 January 2026): For employees hired on or after 14 January 2026, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5864: employee Aisha K., hired 24 November 2024, separated 05 February 2027 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-5864 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$2,200", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1975.\n- Priya works for Cedar Retail Group.\n- Viktor reports to Elena.\n- Vantage Air was founded in 1986.\n- Priya reports to Sofia.\n- Mei reports to Jonas.\n- Vantage Air is headquartered in Oslo.\n- Atlas Freight is headquartered in Brno.\n- Sanne reports to Deshawn.\n- Atlas Freight was founded in 2015.\n- Cedar Retail Group was founded in 1981.\n- Sofia works for Fernhill Foods.\n- Wren reports to Mei.\n- Mei works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Deshawn reports to Stefan.\n- Wren works for Cedar Retail Group.\n- Deshawn works for Vantage Air.\n- Jonas works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Sanne works for Vantage Air.\n- Bruno reports to Priya.\n- Stefan works for Fernhill Foods.\n- Nadia reports to Wren.\n- Sofia reports to Sanne.\n- Bruno works for Fernhill Foods.\n- Jonas reports to Bruno.\n- Stefan reports to Viktor.\n- Nadia works for Atlas Freight.\n- Fernhill Foods is headquartered in Halifax.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Stefan.\n- Bluepine Aviation was founded in 2013.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Porto.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Nagoya.\n- Atlas Freight is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1990.\n- Tobias reports to Felix.\n- Omar works for Cedar Retail Group.\n- Atlas Freight was founded in 1977.\n- Mateo reports to Chiara.\n- Chiara reports to Tessa.\n- Mateo works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Tobias works for Bluepine Aviation.\n- Felix works for Atlas Freight.\n- Cedar Retail Group was founded in 1996.\n- Omar reports to Mateo.\n- Stefan works for Ironwood Manufacturing.\n- Felix reports to Viktor.\n- Viktor works for Ironwood Manufacturing.\n- Viktor reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1990", "2": "1985", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32527", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32528", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32529", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32530", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 39012 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32531", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32532", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 July 2023): For employees hired on or after 02 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3928: employee Priya M., hired 26 June 2021, separated 06 October 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3928?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3928 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32533", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3709: employee Ingrid M., hired 11 December 2020, separated 27 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3709?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32534", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5700: employee Stefan K., hired 26 April 2023, separated 27 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5700?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5700 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Mei reports to Tessa.\n- Callum works for Atlas Freight.\n- Kenji reports to Deshawn.\n- Deshawn reports to Ingrid.\n- Callum reports to Kenji.\n- Meridian Bank was founded in 1987.\n- Ingrid reports to Mara.\n- Deshawn works for Meridian Bank.\n- Mara works for Bluepine Aviation.\n- Fernhill Foods was founded in 1983.\n- Mei works for Fernhill Foods.\n- Tessa works for Bluepine Aviation.\n- Jonas reports to Callum.\n- Atlas Freight was founded in 1978.\n- Atlas Freight is headquartered in Dunedin.\n- Mara reports to Mei.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank is headquartered in Oslo.\n- Fernhill Foods is headquartered in Turku.\n- Ingrid works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32536", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2270: employee Hana R., hired 24 March 2020, separated 04 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2270?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Felix reports to Kenji.\n- Omar works for Fernhill Foods.\n- Kenji reports to Omar.\n- Kenji works for Cedar Retail Group.\n- Ravi reports to Emeka.\n- Crescent Telecom is headquartered in Oslo.\n- Mara works for Cedar Retail Group.\n- Summit Energy is headquartered in Turku.\n- Emeka reports to Tobias.\n- Fernhill Foods was founded in 1987.\n- Mara reports to Felix.\n- Nadia reports to Ravi.\n- Sanne reports to Amara.\n- Tobias works for Cedar Retail Group.\n- Wren reports to Mara.\n- Summit Energy was founded in 1982.\n- Felix works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tampere.\n- Cedar Retail Group was founded in 1983.\n- Emeka works for Cedar Retail Group.\n- Sanne works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Fernhill Foods is headquartered in Oslo.\n- Lucia reports to Wren.\n- Amara reports to Nadia.\n- Crescent Telecom was founded in 1986.\n- Nadia works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Omar reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32538", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2664: employee Mateo R., hired 15 January 2024, separated 09 May 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2664?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32539", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Kenji reports to Zoya.\n- Amara reports to Callum.\n- Anders works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Chiara reports to Bruno.\n- Anders reports to Deshawn.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno reports to Amara.\n- Summit Energy is headquartered in Adelaide.\n- Chiara works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Callum reports to Kenji.\n- Atlas Freight was founded in 1996.\n- Northwind Systems was founded in 1983.\n- Kenji works for Atlas Freight.\n- Amara works for Northwind Systems.\n- Nadia reports to Tobias.\n- Zoya reports to Nadia.\n- Nadia works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Bruno works for Summit Energy.\n- Atlas Freight is headquartered in Nagoya.\n- Deshawn works for Fernhill Foods.\n- Callum works for Atlas Freight.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32541", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32542", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage", "4": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32543", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7387: employee Aisha A., hired 26 February 2020, separated 24 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-7387?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32544", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "referral", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32545", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32546", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Meridian Bank is headquartered in Adelaide.\n- Hana works for Vantage Air.\n- Sanne reports to Bruno.\n- Lattice Analytics was founded in 1999.\n- Fernhill Foods is headquartered in Lyon.\n- Elena works for Lattice Analytics.\n- Vantage Air was founded in 2002.\n- Elena reports to Hana.\n- Fernhill Foods was founded in 2009.\n- Leila reports to Deshawn.\n- Bruno reports to Callum.\n- Meridian Bank was founded in 2007.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Leila.\n- Callum works for Lattice Analytics.\n- Callum reports to Viktor.\n- Vantage Air is headquartered in Oslo.\n- Deshawn reports to Elena.\n- Lattice Analytics is headquartered in Adelaide.\n- Deshawn works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32548", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-4843: employee Sanne M., hired 05 July 2020, separated 27 November 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-4843?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-4843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Stefan works for Pinnacle Software.\n- Chiara works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Dunedin.\n- Vantage Air was founded in 2014.\n- Kenji reports to Ingrid.\n- Pablo reports to Deshawn.\n- Priya works for Beacon Insurance.\n- Jonas reports to Viktor.\n- Pinnacle Software was founded in 2009.\n- Bluepine Aviation was founded in 1985.\n- Beacon Insurance was founded in 2012.\n- Chiara reports to Stefan.\n- Lucia reports to Chiara.\n- Pablo works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Viktor works for Vantage Air.\n- Viktor reports to Kenji.\n- Stefan reports to Pablo.\n- Kenji works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tallinn.\n- Vantage Air is headquartered in Tallinn.\n- Deshawn works for Vantage Air.\n- Beacon Insurance is headquartered in Brno.\n- Jonas works for Beacon Insurance.\n- Elena reports to Lucia.\n- Leila works for Bluepine Aviation.\n- Ingrid reports to Leila.\n- Lucia works for Beacon Insurance.\n- Deshawn reports to Priya.\n- Elena works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tallinn", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Chiara reports to Amara.\n- Stefan works for Atlas Freight.\n- Zoya reports to Stefan.\n- Elena reports to Yuki.\n- Bruno works for Cedar Retail Group.\n- Crescent Telecom was founded in 1998.\n- Stefan reports to Bruno.\n- Deshawn reports to Omar.\n- Beacon Insurance was founded in 2014.\n- Elena works for Cedar Retail Group.\n- Omar reports to Chiara.\n- Beacon Insurance is headquartered in Ghent.\n- Yuki works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Cedar Retail Group was founded in 1988.\n- Atlas Freight was founded in 1981.\n- Cedar Retail Group is headquartered in Austin.\n- Bruno reports to Tessa.\n- Atlas Freight is headquartered in Leeds.\n- Tessa reports to Jonas.\n- Omar works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Yuki reports to Zoya.\n- Sofia works for Atlas Freight.\n- Amara reports to Elena.\n- Jonas reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32551", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32552", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32553", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32554", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3918: employee Jonas R., hired 11 September 2022, separated 26 August 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3918?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32555", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4241: employee Pablo K., hired 01 May 2024, separated 27 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4241?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-32556", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32557", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3562: employee Anders T., hired 06 September 2021, separated 31 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3562?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3562 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32558", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32559", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Summit Energy.\n- Cedar Retail Group was founded in 1995.\n- Omar works for Northwind Systems.\n- Leila reports to Tessa.\n- Helios Logistics was founded in 2014.\n- Kenji works for Cedar Retail Group.\n- Helios Logistics is headquartered in Halifax.\n- Yuki reports to Omar.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Northwind Systems is headquartered in Halifax.\n- Mei works for Northwind Systems.\n- Viktor reports to Mateo.\n- Tessa works for Cedar Retail Group.\n- Northwind Systems was founded in 1995.\n- Mateo reports to Leila.\n- Kenji reports to Viktor.\n- Mateo works for Summit Energy.\n- Leila works for Summit Energy.\n- Mei reports to Kenji.\n- Cedar Retail Group is headquartered in Tallinn.\n- Summit Energy is headquartered in Valencia.\n- Omar reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Leila reports to Deshawn.\n- Ravi reports to Anders.\n- Tessa works for Crescent Telecom.\n- Cedar Retail Group was founded in 1999.\n- Aisha reports to Tessa.\n- Mara reports to Leila.\n- Amara works for Crescent Telecom.\n- Fernhill Foods was founded in 1975.\n- Aisha works for Fernhill Foods.\n- Kenji reports to Stefan.\n- Fernhill Foods is headquartered in Halifax.\n- Kenji works for Crescent Telecom.\n- Bluepine Aviation was founded in 1990.\n- Mara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Nagoya.\n- Stefan reports to Aisha.\n- Yuki reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Crescent Telecom was founded in 2004.\n- Tessa reports to Amara.\n- Anders works for Bluepine Aviation.\n- Deshawn works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Deshawn reports to Kenji.\n- Ravi works for Crescent Telecom.\n- Amara reports to Ravi.\n- Cedar Retail Group is headquartered in Halifax.\n- Crescent Telecom is headquartered in Nagoya.\n- Anders reports to Yuki.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Pablo.\n- Fernhill Foods is headquartered in Nagoya.\n- Amara works for Fernhill Foods.\n- Mateo reports to Omar.\n- Pablo reports to Anders.\n- Nadia reports to Mateo.\n- Zoya reports to Stefan.\n- Cobalt Health was founded in 1984.\n- Omar works for Fernhill Foods.\n- Wren works for Cobalt Health.\n- Fernhill Foods was founded in 1991.\n- Nadia works for Lattice Analytics.\n- Bruno reports to Zoya.\n- Tobias reports to Wren.\n- Pablo works for Fernhill Foods.\n- Bruno works for Cobalt Health.\n- Cedar Retail Group was founded in 2001.\n- Cedar Retail Group is headquartered in Nagoya.\n- Zoya works for Fernhill Foods.\n- Wren reports to Nadia.\n- Mateo works for Lattice Analytics.\n- Priya works for Cedar Retail Group.\n- Tobias works for Lattice Analytics.\n- Stefan reports to Priya.\n- Lattice Analytics was founded in 1999.\n- Anders reports to Bruno.\n- Omar reports to Amara.\n- Cobalt Health is headquartered in Oslo.\n- Stefan works for Cobalt Health.\n- Anders works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Dmitri.\n- Sofia works for Pinnacle Software.\n- Mara reports to Kenji.\n- Omar works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Pablo reports to Omar.\n- Kenji reports to Hana.\n- Aisha works for Summit Energy.\n- Mei works for Pinnacle Software.\n- Ingrid works for Fernhill Foods.\n- Dmitri works for Beacon Insurance.\n- Mei reports to Mara.\n- Aisha reports to Mei.\n- Hana reports to Ingrid.\n- Yuki works for Pinnacle Software.\n- Hana works for Beacon Insurance.\n- Fernhill Foods was founded in 2006.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Summit Energy is headquartered in Austin.\n- Ingrid reports to Ravi.\n- Beacon Insurance was founded in 2004.\n- Fernhill Foods is headquartered in Austin.\n- Yuki reports to Sofia.\n- Omar reports to Yuki.\n- Pinnacle Software is headquartered in Basel.\n- Ravi works for Summit Energy.\n- Pinnacle Software was founded in 2010.\n- Dmitri reports to Pablo.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32565", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4305: employee Deshawn T., hired 11 December 2021, separated 28 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-4305?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4305 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32566", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ravi.\n- Leila works for Meridian Bank.\n- Stefan works for Bluepine Aviation.\n- Pablo works for Meridian Bank.\n- Amara works for Pinnacle Software.\n- Felix works for Meridian Bank.\n- Pinnacle Software is headquartered in Turku.\n- Bluepine Aviation was founded in 2005.\n- Lucia reports to Amara.\n- Helios Logistics is headquartered in Porto.\n- Felix reports to Yuki.\n- Priya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Porto.\n- Helios Logistics was founded in 2015.\n- Ravi works for Meridian Bank.\n- Lucia works for Bluepine Aviation.\n- Wren works for Pinnacle Software.\n- Ravi reports to Felix.\n- Amara reports to Hana.\n- Stefan reports to Lucia.\n- Hana works for Meridian Bank.\n- Wren reports to Stefan.\n- Bluepine Aviation is headquartered in Turku.\n- Yuki works for Meridian Bank.\n- Leila reports to Pablo.\n- Mara works for Meridian Bank.\n- Yuki reports to Priya.\n- Pinnacle Software was founded in 1988.\n- Hana reports to Mara.\n- Pablo reports to Wren.\n- Meridian Bank was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32568", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Emeka reports to Bruno.\n- Wren reports to Tobias.\n- Yuki works for Cobalt Health.\n- Leila reports to Emeka.\n- Dmitri reports to Mara.\n- Mateo reports to Yuki.\n- Leila works for Bluepine Aviation.\n- Northwind Systems was founded in 2003.\n- Cobalt Health is headquartered in Valencia.\n- Mara reports to Ravi.\n- Elena works for Bluepine Aviation.\n- Tobias reports to Hana.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki reports to Wren.\n- Bluepine Aviation was founded in 1981.\n- Hana reports to Leila.\n- Lattice Analytics is headquartered in Cork.\n- Emeka works for Northwind Systems.\n- Mara works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Ravi reports to Mateo.\n- Cobalt Health was founded in 2002.\n- Hana works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Bruno works for Lattice Analytics.\n- Ravi works for Cobalt Health.\n- Lattice Analytics was founded in 2015.\n- Bruno reports to Elena.\n- Tobias works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Zoya reports to Mara.\n- Leila reports to Tobias.\n- Hana works for Cedar Retail Group.\n- Chiara reports to Mei.\n- Leila works for Cedar Retail Group.\n- Hana reports to Chiara.\n- Mateo works for Cedar Retail Group.\n- Tobias reports to Mateo.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Zoya works for Helios Logistics.\n- Vantage Air is headquartered in Bergen.\n- Elena works for Helios Logistics.\n- Elena reports to Zoya.\n- Helios Logistics is headquartered in Bergen.\n- Tobias works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Mei reports to Elena.\n- Amara reports to Hana.\n- Cedar Retail Group was founded in 2005.\n- Cedar Retail Group is headquartered in Nagoya.\n- Mara works for Cedar Retail Group.\n- Amara works for Vantage Air.\n- Ironwood Manufacturing was founded in 1990.\n- Vantage Air was founded in 2013.\n- Helios Logistics was founded in 1996.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32571", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6143: employee Tessa B., hired 27 January 2021, separated 15 July 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6143?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1986.\n- Yuki reports to Dmitri.\n- Omar reports to Mara.\n- Omar works for Beacon Insurance.\n- Crescent Telecom is headquartered in Lyon.\n- Mateo works for Beacon Insurance.\n- Wren reports to Zoya.\n- Dmitri works for Atlas Freight.\n- Stefan reports to Omar.\n- Atlas Freight is headquartered in Nagoya.\n- Stefan works for Beacon Insurance.\n- Mara works for Atlas Freight.\n- Bruno works for Crescent Telecom.\n- Zoya reports to Hana.\n- Bruno reports to Wren.\n- Mateo reports to Kenji.\n- Kenji reports to Bruno.\n- Zoya works for Beacon Insurance.\n- Crescent Telecom was founded in 2015.\n- Wren works for Atlas Freight.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Tobias works for Atlas Freight.\n- Beacon Insurance is headquartered in Lyon.\n- Yuki works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Mara reports to Yuki.\n- Tobias reports to Stefan.\n- Ironwood Manufacturing was founded in 2009.\n- Dmitri reports to Mateo.\n- Atlas Freight was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Brno", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32573", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32574", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32575", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8630: employee Stefan M., hired 03 May 2024, separated 26 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8630?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32576", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Sofia works for Beacon Insurance.\n- Stefan reports to Aisha.\n- Crescent Telecom is headquartered in Bergen.\n- Chiara reports to Ravi.\n- Helios Logistics is headquartered in Turku.\n- Viktor works for Ironwood Manufacturing.\n- Hana reports to Viktor.\n- Mei works for Helios Logistics.\n- Tobias reports to Elena.\n- Dmitri reports to Hana.\n- Yuki works for Beacon Insurance.\n- Sofia reports to Dmitri.\n- Ironwood Manufacturing was founded in 1999.\n- Helios Logistics was founded in 2000.\n- Tobias works for Helios Logistics.\n- Hana works for Crescent Telecom.\n- Elena reports to Yuki.\n- Crescent Telecom was founded in 2012.\n- Stefan works for Ironwood Manufacturing.\n- Chiara works for Crescent Telecom.\n- Yuki reports to Sofia.\n- Ravi works for Beacon Insurance.\n- Viktor reports to Chiara.\n- Mei reports to Stefan.\n- Aisha works for Crescent Telecom.\n- Beacon Insurance is headquartered in Turku.\n- Dmitri works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Ravi reports to Mei.\n- Beacon Insurance was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Sanne works for Cobalt Health.\n- Callum works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Hana works for Cedar Retail Group.\n- Callum reports to Sanne.\n- Cobalt Health was founded in 1980.\n- Cobalt Health is headquartered in Brno.\n- Cedar Retail Group is headquartered in Valencia.\n- Hana reports to Mara.\n- Pinnacle Software is headquartered in Dunedin.\n- Mei reports to Zoya.\n- Chiara reports to Callum.\n- Felix reports to Mei.\n- Zoya works for Cobalt Health.\n- Sanne reports to Felix.\n- Pinnacle Software was founded in 2003.\n- Mara reports to Chiara.\n- Cedar Retail Group was founded in 1979.\n- Felix works for Pinnacle Software.\n- Atlas Freight was founded in 2012.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Nadia works for Meridian Bank.\n- Sofia works for Cobalt Health.\n- Pablo reports to Mei.\n- Stefan reports to Pablo.\n- Hana reports to Tessa.\n- Meridian Bank is headquartered in Ghent.\n- Sanne reports to Hana.\n- Cobalt Health was founded in 1977.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Brno.\n- Stefan works for Cobalt Health.\n- Tobias reports to Emeka.\n- Sofia reports to Sanne.\n- Meridian Bank was founded in 1988.\n- Mei works for Lattice Analytics.\n- Tobias works for Summit Energy.\n- Lattice Analytics was founded in 1991.\n- Emeka reports to Sofia.\n- Pablo works for Meridian Bank.\n- Tessa reports to Stefan.\n- Summit Energy was founded in 2015.\n- Tessa works for Meridian Bank.\n- Nadia reports to Tobias.\n- Cobalt Health is headquartered in Brno.\n- Lattice Analytics is headquartered in Halifax.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Meridian Bank.\n- Crescent Telecom is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Porto.\n- Bruno reports to Leila.\n- Leila works for Crescent Telecom.\n- Deshawn reports to Aisha.\n- Sanne reports to Pablo.\n- Nadia works for Helios Logistics.\n- Elena reports to Tobias.\n- Ironwood Manufacturing was founded in 1997.\n- Tobias works for Meridian Bank.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 2015.\n- Nadia reports to Zoya.\n- Bruno works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Porto.\n- Pablo works for Helios Logistics.\n- Crescent Telecom was founded in 2002.\n- Zoya works for Helios Logistics.\n- Meridian Bank was founded in 1980.\n- Pablo reports to Deshawn.\n- Leila reports to Elena.\n- Elena works for Meridian Bank.\n- Zoya reports to Bruno.\n- Sanne works for Helios Logistics.\n- Aisha reports to Nadia.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32581", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4193: employee Elena K., hired 30 December 2020, separated 07 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4193?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4193 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Priya.\n- Pinnacle Software was founded in 1980.\n- Tessa reports to Callum.\n- Jonas reports to Leila.\n- Helios Logistics was founded in 2001.\n- Priya works for Ironwood Manufacturing.\n- Aisha works for Vantage Air.\n- Helios Logistics is headquartered in Oslo.\n- Leila works for Vantage Air.\n- Tobias works for Ironwood Manufacturing.\n- Callum reports to Tobias.\n- Priya reports to Amara.\n- Vantage Air was founded in 1976.\n- Omar reports to Emeka.\n- Pinnacle Software is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1998.\n- Sanne works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Emeka works for Vantage Air.\n- Wren reports to Tessa.\n- Emeka reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Vantage Air is headquartered in Oslo.\n- Tessa works for Ironwood Manufacturing.\n- Jonas works for Helios Logistics.\n- Amara reports to Aisha.\n- Aisha reports to Sanne.\n- Callum works for Helios Logistics.\n- Tobias reports to Jonas.\n- Omar works for Pinnacle Software.\n- Wren works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32583", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32584", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4961: employee Bruno T., hired 20 July 2023, separated 10 February 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4961?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32585", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32586", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32587", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8078: employee Felix B., hired 10 September 2022, separated 24 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8078?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32588", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-3 (VERSION 7, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 07 February 2023): For employees hired on or after 07 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3941: employee Mei S., hired 01 April 2022, separated 15 December 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-3-2026-3941 under the controlling rules.", "criteria": {"0": "$27,300", "1": "$4,300", "2": "$6,300", "3": "$6,375"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Brno.\n- Beacon Insurance is headquartered in Turku.\n- Tessa works for Bluepine Aviation.\n- Pinnacle Software was founded in 1979.\n- Omar works for Pinnacle Software.\n- Kenji reports to Felix.\n- Omar reports to Mara.\n- Crescent Telecom is headquartered in Turku.\n- Bluepine Aviation was founded in 1999.\n- Jonas works for Beacon Insurance.\n- Hana reports to Omar.\n- Crescent Telecom was founded in 1999.\n- Kenji works for Beacon Insurance.\n- Mara reports to Tobias.\n- Beacon Insurance was founded in 1982.\n- Pinnacle Software is headquartered in Ghent.\n- Tessa reports to Hana.\n- Mara works for Pinnacle Software.\n- Jonas reports to Tessa.\n- Hana works for Pinnacle Software.\n- Felix reports to Jonas.\n- Tobias works for Pinnacle Software.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32590", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32591", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 December 2023): For employees hired on or after 04 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-9933: employee Omar K., hired 16 April 2020, separated 06 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-9933?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-9933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32592", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4484: employee Omar B., hired 13 January 2023, separated 11 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4484?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32593", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32594", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7401: employee Sofia B., hired 13 December 2020, separated 30 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7401?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32595", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1372: employee Ingrid S., hired 11 June 2023, separated 03 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1372?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1372 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Cobalt Health is headquartered in Halifax.\n- Tessa works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Mara works for Vantage Air.\n- Cobalt Health was founded in 1977.\n- Crescent Telecom was founded in 1984.\n- Chiara reports to Mara.\n- Tobias works for Cedar Retail Group.\n- Leila reports to Felix.\n- Felix works for Vantage Air.\n- Mara reports to Leila.\n- Cedar Retail Group was founded in 2009.\n- Callum reports to Chiara.\n- Vantage Air is headquartered in Tallinn.\n- Tessa reports to Callum.\n- Leila works for Cedar Retail Group.\n- Vantage Air was founded in 1986.\n- Nadia reports to Tessa.\n- Ravi works for Cedar Retail Group.\n- Felix reports to Ravi.\n- Nadia works for Vantage Air.\n- Tobias reports to Mei.\n- Crescent Telecom is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Oslo.\n- Chiara works for Cobalt Health.\n- Mei reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32597", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32598", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32599", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Hana reports to Mateo.\n- Viktor works for Summit Energy.\n- Cobalt Health was founded in 2003.\n- Chiara works for Cobalt Health.\n- Tessa works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Sofia reports to Yuki.\n- Viktor reports to Tessa.\n- Beacon Insurance is headquartered in Malmo.\n- Summit Energy was founded in 1997.\n- Vantage Air was founded in 1983.\n- Beacon Insurance was founded in 1978.\n- Summit Energy is headquartered in Malmo.\n- Felix works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Elena reports to Sofia.\n- Hana works for Summit Energy.\n- Ingrid reports to Deshawn.\n- Yuki reports to Viktor.\n- Cobalt Health is headquartered in Tampere.\n- Jonas reports to Felix.\n- Ingrid works for Cobalt Health.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Tessa reports to Chiara.\n- Mateo reports to Ingrid.\n- Deshawn reports to Elena.\n- Felix reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Bruno.\n- Ravi works for Fernhill Foods.\n- Vantage Air is headquartered in Turku.\n- Kenji reports to Deshawn.\n- Beacon Insurance was founded in 1985.\n- Dmitri works for Vantage Air.\n- Bruno reports to Dmitri.\n- Dmitri reports to Priya.\n- Yuki works for Fernhill Foods.\n- Vantage Air was founded in 1987.\n- Bruno works for Meridian Bank.\n- Deshawn works for Vantage Air.\n- Felix works for Beacon Insurance.\n- Mei works for Vantage Air.\n- Kenji works for Vantage Air.\n- Meridian Bank was founded in 1996.\n- Emeka reports to Omar.\n- Mei reports to Sanne.\n- Fernhill Foods was founded in 2001.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Sanne reports to Felix.\n- Felix reports to Yuki.\n- Priya reports to Mei.\n- Yuki reports to Emeka.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Sanne works for Meridian Bank.\n- Emeka works for Fernhill Foods.\n- Beacon Insurance is headquartered in Oslo.\n- Ravi reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Pablo works for Crescent Telecom.\n- Zoya works for Cobalt Health.\n- Yuki reports to Pablo.\n- Dmitri works for Crescent Telecom.\n- Elena works for Helios Logistics.\n- Crescent Telecom was founded in 2013.\n- Cobalt Health was founded in 1998.\n- Helios Logistics is headquartered in Tallinn.\n- Vantage Air is headquartered in Tampere.\n- Yuki works for Cobalt Health.\n- Helios Logistics was founded in 1976.\n- Callum works for Helios Logistics.\n- Crescent Telecom is headquartered in Tallinn.\n- Zoya reports to Callum.\n- Deshawn works for Cobalt Health.\n- Elena reports to Leila.\n- Pablo reports to Elena.\n- Dmitri reports to Zoya.\n- Deshawn reports to Yuki.\n- Leila works for Crescent Telecom.\n- Cobalt Health is headquartered in Tampere.\n- Vantage Air was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32604", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2001.\n- Ingrid works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Lyon.\n- Ingrid reports to Tessa.\n- Chiara works for Bluepine Aviation.\n- Hana reports to Ingrid.\n- Crescent Telecom was founded in 1988.\n- Atlas Freight was founded in 1981.\n- Anders reports to Mei.\n- Mei works for Crescent Telecom.\n- Amara reports to Wren.\n- Summit Energy was founded in 1981.\n- Summit Energy is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Wren reports to Hana.\n- Atlas Freight is headquartered in Halifax.\n- Callum reports to Jonas.\n- Chiara reports to Callum.\n- Hana works for Crescent Telecom.\n- Jonas works for Bluepine Aviation.\n- Amara works for Crescent Telecom.\n- Wren works for Summit Energy.\n- Jonas reports to Amara.\n- Tessa reports to Anders.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32606", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32607", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32608", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 February 2025): For employees hired on or after 12 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6243: employee Sofia R., hired 09 September 2022, separated 29 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6243?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1977.\n- Amara works for Cobalt Health.\n- Callum reports to Mei.\n- Mei reports to Priya.\n- Jonas reports to Bruno.\n- Bruno works for Vantage Air.\n- Lucia reports to Callum.\n- Dmitri works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Lucia works for Atlas Freight.\n- Cobalt Health was founded in 1977.\n- Mei works for Cobalt Health.\n- Dmitri reports to Lucia.\n- Bruno reports to Dmitri.\n- Atlas Freight is headquartered in Nagoya.\n- Atlas Freight was founded in 1980.\n- Northwind Systems was founded in 2003.\n- Vantage Air is headquartered in Cork.\n- Northwind Systems is headquartered in Cork.\n- Callum works for Cobalt Health.\n- Priya reports to Amara.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Cork", "2": "Nagoya", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32610", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Tobias works for Crescent Telecom.\n- Callum reports to Bruno.\n- Northwind Systems is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Adelaide.\n- Zoya works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Zoya reports to Pablo.\n- Pablo reports to Mara.\n- Crescent Telecom is headquartered in Cork.\n- Aisha reports to Zoya.\n- Aisha works for Meridian Bank.\n- Mara reports to Callum.\n- Tobias reports to Chiara.\n- Northwind Systems was founded in 2014.\n- Bruno reports to Tobias.\n- Crescent Telecom was founded in 2008.\n- Meridian Bank was founded in 2003.\n- Lattice Analytics was founded in 1981.\n- Chiara works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2017", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32612", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32613", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4241: employee Lucia R., hired 14 January 2022, separated 30 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4241?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4241 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32614", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32615", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32616", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 98164 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Yuki.\n- Dmitri reports to Hana.\n- Amara reports to Dmitri.\n- Dmitri works for Vantage Air.\n- Emeka reports to Wren.\n- Ingrid reports to Tessa.\n- Ingrid works for Meridian Bank.\n- Vantage Air is headquartered in Brno.\n- Tessa reports to Amara.\n- Tessa works for Meridian Bank.\n- Yuki reports to Emeka.\n- Hana works for Meridian Bank.\n- Pinnacle Software is headquartered in Nagoya.\n- Wren works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Vantage Air was founded in 2000.\n- Meridian Bank was founded in 1984.\n- Pinnacle Software was founded in 2006.\n- Amara works for Meridian Bank.\n- Crescent Telecom was founded in 1982.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32618", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32619", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "request_refund", "2": "track_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32620", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Summit Energy.\n- Sanne reports to Sofia.\n- Deshawn reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Vantage Air was founded in 1980.\n- Sofia reports to Omar.\n- Wren works for Vantage Air.\n- Stefan reports to Wren.\n- Wren reports to Deshawn.\n- Emeka reports to Felix.\n- Omar reports to Emeka.\n- Sofia works for Lattice Analytics.\n- Summit Energy is headquartered in Tallinn.\n- Stefan works for Meridian Bank.\n- Deshawn works for Summit Energy.\n- Lattice Analytics was founded in 1981.\n- Emeka works for Meridian Bank.\n- Omar works for Vantage Air.\n- Summit Energy was founded in 2013.\n- Vantage Air is headquartered in Valencia.\n- Meridian Bank was founded in 2013.\n- Meridian Bank is headquartered in Bergen.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1984", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32622", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Sofia reports to Pablo.\n- Anders reports to Bruno.\n- Hana works for Atlas Freight.\n- Bruno works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1986.\n- Yuki reports to Sanne.\n- Yuki works for Atlas Freight.\n- Crescent Telecom was founded in 2011.\n- Pablo works for Crescent Telecom.\n- Anders works for Atlas Freight.\n- Pablo reports to Hana.\n- Atlas Freight was founded in 1988.\n- Cobalt Health is headquartered in Halifax.\n- Nadia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sofia works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2012.\n- Crescent Telecom is headquartered in Valencia.\n- Atlas Freight is headquartered in Tallinn.\n- Sanne reports to Sofia.\n- Bruno reports to Yuki.\n- Hana reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1984", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32623", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32625", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Coverage Question — asks about insurance coverage", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Vantage Air.\n- Summit Energy is headquartered in Dunedin.\n- Kenji works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Tessa works for Pinnacle Software.\n- Tobias reports to Callum.\n- Kenji reports to Pablo.\n- Lucia reports to Elena.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Callum works for Vantage Air.\n- Tobias works for Cobalt Health.\n- Pablo reports to Yuki.\n- Pinnacle Software is headquartered in Lyon.\n- Mei reports to Deshawn.\n- Hana reports to Kenji.\n- Lucia works for Pinnacle Software.\n- Yuki reports to Tobias.\n- Mei works for Vantage Air.\n- Pinnacle Software was founded in 2005.\n- Tessa reports to Sofia.\n- Cobalt Health was founded in 1982.\n- Elena reports to Hana.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 2007.\n- Deshawn works for Cobalt Health.\n- Vantage Air is headquartered in Lyon.\n- Sofia reports to Lucia.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Callum reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32627", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4081: employee Omar B., hired 23 July 2021, separated 27 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4081?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32628", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 56353 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32629", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Mateo reports to Sanne.\n- Viktor reports to Priya.\n- Omar reports to Sofia.\n- Viktor works for Meridian Bank.\n- Mara reports to Omar.\n- Sofia reports to Mateo.\n- Priya works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.\n- Kenji reports to Mara.\n- Zoya reports to Viktor.\n- Tessa works for Meridian Bank.\n- Atlas Freight is headquartered in Dunedin.\n- Crescent Telecom was founded in 1995.\n- Atlas Freight was founded in 2011.\n- Sanne works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Tessa reports to Zoya.\n- Zoya works for Atlas Freight.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Priya reports to Kenji.\n- Ironwood Manufacturing was founded in 1996.\n- Meridian Bank is headquartered in Turku.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2011.\n- Emeka reports to Nadia.\n- Nadia reports to Pablo.\n- Bruno works for Atlas Freight.\n- Kenji works for Crescent Telecom.\n- Emeka works for Beacon Insurance.\n- Cobalt Health was founded in 1984.\n- Mara works for Cobalt Health.\n- Amara works for Beacon Insurance.\n- Cobalt Health is headquartered in Tampere.\n- Amara reports to Sanne.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 1986.\n- Kenji reports to Mara.\n- Sofia reports to Deshawn.\n- Beacon Insurance is headquartered in Malmo.\n- Sanne works for Cobalt Health.\n- Mara reports to Sofia.\n- Atlas Freight is headquartered in Malmo.\n- Deshawn works for Cobalt Health.\n- Bruno reports to Kenji.\n- Nadia works for Beacon Insurance.\n- Sanne reports to Emeka.\n- Deshawn reports to Amara.\n- Pablo works for Beacon Insurance.\n- Sofia works for Cobalt Health.\n- Beacon Insurance was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32632", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32633", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32634", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 60579, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32635", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32636", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32637", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6770: employee Ravi B., hired 24 December 2023, separated 25 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6770?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Halifax.\n- Pablo works for Bluepine Aviation.\n- Helios Logistics is headquartered in Halifax.\n- Emeka reports to Aisha.\n- Mara works for Northwind Systems.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Ravi works for Northwind Systems.\n- Pablo reports to Ingrid.\n- Northwind Systems was founded in 2013.\n- Mara reports to Emeka.\n- Ingrid reports to Yuki.\n- Sofia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Brno.\n- Lucia reports to Pablo.\n- Sofia reports to Lucia.\n- Tobias works for Helios Logistics.\n- Ravi reports to Sofia.\n- Elena reports to Mara.\n- Tobias reports to Elena.\n- Yuki works for Helios Logistics.\n- Nadia works for Northwind Systems.\n- Nadia reports to Ravi.\n- Bluepine Aviation was founded in 1996.\n- Aisha works for Cedar Retail Group.\n- Elena works for Northwind Systems.\n- Yuki reports to Tobias.\n- Helios Logistics was founded in 1975.\n- Ingrid works for Northwind Systems.\n- Bluepine Aviation is headquartered in Halifax.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Halifax", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32639", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Lattice Analytics was founded in 2000.\n- Leila reports to Callum.\n- Amara reports to Leila.\n- Viktor works for Bluepine Aviation.\n- Leila works for Meridian Bank.\n- Amara works for Bluepine Aviation.\n- Pablo works for Vantage Air.\n- Ravi works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Mateo reports to Amara.\n- Lattice Analytics is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1990.\n- Vantage Air is headquartered in Adelaide.\n- Callum works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Vantage Air was founded in 1978.\n- Meridian Bank was founded in 1988.\n- Tobias works for Meridian Bank.\n- Callum reports to Pablo.\n- Pablo reports to Tobias.\n- Meridian Bank is headquartered in Turku.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32641", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5804: employee Anders A., hired 10 June 2023, separated 18 March 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-5804 under the controlling rules.", "criteria": {"0": "$6,462", "1": "$9,231", "2": "$40,000", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32642", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32643", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 97180, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32644", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32645", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_timer", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32646", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Elena reports to Tobias.\n- Ravi works for Cobalt Health.\n- Hana works for Meridian Bank.\n- Wren works for Meridian Bank.\n- Tobias works for Fernhill Foods.\n- Ravi reports to Omar.\n- Fernhill Foods is headquartered in Halifax.\n- Hana reports to Mei.\n- Deshawn reports to Elena.\n- Cobalt Health was founded in 1995.\n- Deshawn works for Cobalt Health.\n- Wren reports to Ravi.\n- Chiara works for Cobalt Health.\n- Chiara reports to Deshawn.\n- Cobalt Health is headquartered in Bergen.\n- Omar reports to Chiara.\n- Mateo works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Tobias reports to Mateo.\n- Dmitri reports to Lucia.\n- Fernhill Foods was founded in 2003.\n- Omar works for Cobalt Health.\n- Lucia reports to Hana.\n- Mei works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 2004.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32647", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1979.\n- Helios Logistics is headquartered in Halifax.\n- Summit Energy was founded in 1994.\n- Tessa works for Summit Energy.\n- Tessa reports to Hana.\n- Kenji reports to Jonas.\n- Ravi reports to Tobias.\n- Jonas reports to Viktor.\n- Crescent Telecom is headquartered in Cork.\n- Elena works for Summit Energy.\n- Anders works for Helios Logistics.\n- Beacon Insurance is headquartered in Cork.\n- Anders reports to Ravi.\n- Hana works for Summit Energy.\n- Aisha reports to Emeka.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Viktor reports to Anders.\n- Viktor works for Beacon Insurance.\n- Tobias works for Helios Logistics.\n- Jonas works for Crescent Telecom.\n- Zoya works for Beacon Insurance.\n- Kenji works for Crescent Telecom.\n- Hana reports to Elena.\n- Crescent Telecom was founded in 2000.\n- Emeka works for Summit Energy.\n- Emeka reports to Tessa.\n- Summit Energy is headquartered in Halifax.\n- Aisha works for Helios Logistics.\n- Tobias reports to Zoya.\n- Zoya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1995", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32649", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6813: employee Omar S., hired 24 February 2021, separated 23 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6813?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Amara.\n- Tessa works for Crescent Telecom.\n- Amara reports to Yuki.\n- Fernhill Foods is headquartered in Cork.\n- Amara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Oslo.\n- Lucia reports to Tessa.\n- Tessa reports to Hana.\n- Omar reports to Emeka.\n- Omar works for Crescent Telecom.\n- Lucia works for Fernhill Foods.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1997.\n- Priya works for Vantage Air.\n- Hana works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Priya reports to Ingrid.\n- Vantage Air is headquartered in Oslo.\n- Crescent Telecom is headquartered in Oslo.\n- Ingrid works for Pinnacle Software.\n- Hana reports to Priya.\n- Emeka reports to Lucia.\n- Pinnacle Software was founded in 1996.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Fernhill Foods was founded in 1984.\n- Ingrid reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.\n- Callum reports to Emeka.\n- Zoya reports to Ingrid.\n- Jonas works for Atlas Freight.\n- Omar works for Bluepine Aviation.\n- Pablo reports to Leila.\n- Pablo works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Northwind Systems is headquartered in Oslo.\n- Atlas Freight was founded in 1992.\n- Bluepine Aviation is headquartered in Oslo.\n- Emeka works for Atlas Freight.\n- Zoya works for Ironwood Manufacturing.\n- Emeka reports to Jonas.\n- Callum works for Atlas Freight.\n- Ingrid reports to Omar.\n- Omar reports to Pablo.\n- Northwind Systems was founded in 1982.\n- Ironwood Manufacturing was founded in 2006.\n- Leila works for Bluepine Aviation.\n- Jonas reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32653", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32654", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-2814: employee Emeka S., hired 28 November 2023, separated 01 August 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-2814 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,975", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-2814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32655", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 55104, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32656", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32657", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Sanne works for Crescent Telecom.\n- Lucia reports to Omar.\n- Bruno works for Lattice Analytics.\n- Jonas reports to Lucia.\n- Bruno reports to Hana.\n- Viktor works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.\n- Lattice Analytics was founded in 2008.\n- Leila works for Atlas Freight.\n- Lucia works for Crescent Telecom.\n- Omar reports to Viktor.\n- Crescent Telecom was founded in 1980.\n- Crescent Telecom is headquartered in Bergen.\n- Hana reports to Jonas.\n- Omar works for Atlas Freight.\n- Sanne reports to Bruno.\n- Cobalt Health was founded in 1997.\n- Hana works for Crescent Telecom.\n- Lattice Analytics is headquartered in Bergen.\n- Atlas Freight was founded in 1998.\n- Leila reports to Sanne.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32659", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32660", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32661", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2874: employee Tobias T., hired 07 November 2023, separated 31 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2874?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1986.\n- Jonas works for Cedar Retail Group.\n- Hana reports to Jonas.\n- Stefan works for Cedar Retail Group.\n- Atlas Freight is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Porto.\n- Tobias reports to Anders.\n- Stefan reports to Deshawn.\n- Dmitri works for Cedar Retail Group.\n- Anders reports to Felix.\n- Anders works for Vantage Air.\n- Meridian Bank was founded in 1985.\n- Cedar Retail Group was founded in 1979.\n- Jonas reports to Stefan.\n- Deshawn reports to Tobias.\n- Vantage Air was founded in 2006.\n- Dmitri reports to Hana.\n- Aisha reports to Yuki.\n- Hana works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Vantage Air is headquartered in Oslo.\n- Tobias works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Yuki works for Meridian Bank.\n- Aisha works for Atlas Freight.\n- Yuki reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32663", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Yuki.\n- Summit Energy was founded in 1997.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1996.\n- Lucia works for Beacon Insurance.\n- Yuki reports to Deshawn.\n- Bruno works for Helios Logistics.\n- Ingrid works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Callum reports to Bruno.\n- Sanne works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Hana.\n- Pinnacle Software was founded in 1997.\n- Beacon Insurance was founded in 1984.\n- Beacon Insurance is headquartered in Leeds.\n- Tessa works for Summit Energy.\n- Bruno reports to Tobias.\n- Hana reports to Tessa.\n- Wren reports to Ingrid.\n- Tessa reports to Mateo.\n- Mateo reports to Sanne.\n- Lucia reports to Callum.\n- Tobias reports to Wren.\n- Helios Logistics is headquartered in Oslo.\n- Callum works for Beacon Insurance.\n- Pinnacle Software is headquartered in Oslo.\n- Hana works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Tobias works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Wren.\n- Wren reports to Tessa.\n- Beacon Insurance was founded in 1993.\n- Viktor works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Tessa works for Northwind Systems.\n- Deshawn reports to Viktor.\n- Yuki reports to Felix.\n- Helios Logistics is headquartered in Halifax.\n- Bruno works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Kenji reports to Deshawn.\n- Aisha reports to Bruno.\n- Helios Logistics was founded in 1979.\n- Wren works for Beacon Insurance.\n- Northwind Systems is headquartered in Ghent.\n- Aisha works for Northwind Systems.\n- Bruno reports to Yuki.\n- Kenji works for Meridian Bank.\n- Tessa reports to Amara.\n- Felix reports to Kenji.\n- Meridian Bank was founded in 2008.\n- Felix works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Meridian Bank is headquartered in Halifax.\n- Northwind Systems was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32665", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking", "4": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32666", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "rollback", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32667", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32668", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32669", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32670", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32671", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 2, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4415: employee Callum K., hired 27 November 2023, separated 24 October 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4415?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32672", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32673", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Tracking for 52778 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32674", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32675", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6749: employee Emeka M., hired 18 August 2020, separated 27 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6749?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32676", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 7, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 May 2025): For employees hired on or after 26 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5650: employee Bruno A., hired 25 November 2022, separated 29 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5650?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32677", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1991.\n- Mateo reports to Zoya.\n- Atlas Freight was founded in 1998.\n- Amara works for Atlas Freight.\n- Zoya works for Helios Logistics.\n- Pablo reports to Deshawn.\n- Wren reports to Sofia.\n- Omar reports to Tessa.\n- Helios Logistics was founded in 1995.\n- Yuki reports to Wren.\n- Atlas Freight is headquartered in Lyon.\n- Omar works for Fernhill Foods.\n- Felix works for Cedar Retail Group.\n- Deshawn reports to Mateo.\n- Emeka works for Cedar Retail Group.\n- Mateo works for Helios Logistics.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Felix reports to Emeka.\n- Sofia reports to Amara.\n- Fernhill Foods is headquartered in Malmo.\n- Yuki works for Atlas Freight.\n- Cedar Retail Group is headquartered in Bergen.\n- Wren works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Sofia works for Fernhill Foods.\n- Zoya reports to Omar.\n- Cedar Retail Group was founded in 2001.\n- Tessa reports to Felix.\n- Pablo works for Fernhill Foods.\n- Amara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1990", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32678", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32679", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6199: employee Yuki R., hired 26 March 2023, separated 23 December 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-6199?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32680", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5427: employee Dmitri T., hired 10 June 2022, separated 17 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5427?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32681", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32682", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "weather", "1": "set_alarm", "2": "control_lights", "3": "play_music", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32683", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Swap order 74577 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32684", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32685", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Oslo.\n- Viktor works for Atlas Freight.\n- Chiara reports to Yuki.\n- Dmitri works for Lattice Analytics.\n- Leila works for Bluepine Aviation.\n- Nadia works for Northwind Systems.\n- Yuki reports to Omar.\n- Lucia works for Bluepine Aviation.\n- Viktor reports to Elena.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 1984.\n- Tobias works for Northwind Systems.\n- Yuki works for Atlas Freight.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia reports to Amara.\n- Northwind Systems is headquartered in Brno.\n- Chiara works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1983.\n- Amara reports to Leila.\n- Nadia reports to Chiara.\n- Elena works for Bluepine Aviation.\n- Tobias reports to Lucia.\n- Northwind Systems was founded in 1986.\n- Elena reports to Nadia.\n- Dmitri reports to Tobias.\n- Emeka reports to Dmitri.\n- Omar reports to Emeka.\n- Atlas Freight was founded in 1992.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32687", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32688", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4353: employee Felix T., hired 18 June 2021, separated 11 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4353?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32689", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32690", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 58314\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32691", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7663: employee Mei S., hired 29 April 2021, separated 15 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7663?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32692", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32693", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32694", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 September 2025): For employees hired on or after 01 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2151: employee Yuki S., hired 19 December 2024, separated 18 February 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2151?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32695", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7574: employee Bruno B., hired 22 January 2021, separated 08 May 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7574?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32696", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 28 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6443: employee Elena M., hired 28 July 2021, separated 17 November 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6443?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32697", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32698", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32699", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Lucia.\n- Mei works for Helios Logistics.\n- Deshawn works for Atlas Freight.\n- Meridian Bank is headquartered in Basel.\n- Ravi reports to Mei.\n- Helios Logistics was founded in 1996.\n- Chiara reports to Hana.\n- Meridian Bank was founded in 1979.\n- Ravi works for Meridian Bank.\n- Stefan reports to Jonas.\n- Mei reports to Tobias.\n- Helios Logistics is headquartered in Lyon.\n- Nadia works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Atlas Freight was founded in 2014.\n- Hana works for Northwind Systems.\n- Lucia works for Helios Logistics.\n- Tobias reports to Dmitri.\n- Jonas reports to Nadia.\n- Stefan works for Meridian Bank.\n- Zoya reports to Deshawn.\n- Jonas works for Atlas Freight.\n- Dmitri works for Helios Logistics.\n- Deshawn reports to Stefan.\n- Lucia reports to Ravi.\n- Atlas Freight is headquartered in Lyon.\n- Northwind Systems is headquartered in Valencia.\n- Northwind Systems was founded in 2010.\n- Hana reports to Zoya.\n- Tobias works for Helios Logistics.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32700", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32701", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 June 2024): For employees hired on or after 12 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7465: employee Yuki M., hired 10 February 2021, separated 01 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7465?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32702", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32703", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4517: employee Kenji R., hired 13 December 2023, separated 26 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4517?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2005.\n- Aisha reports to Yuki.\n- Beacon Insurance is headquartered in Adelaide.\n- Stefan reports to Omar.\n- Jonas works for Beacon Insurance.\n- Atlas Freight is headquartered in Tampere.\n- Tobias works for Cobalt Health.\n- Mei reports to Stefan.\n- Meridian Bank is headquartered in Malmo.\n- Aisha works for Meridian Bank.\n- Omar reports to Zoya.\n- Callum works for Beacon Insurance.\n- Zoya works for Meridian Bank.\n- Zoya reports to Aisha.\n- Ravi reports to Jonas.\n- Cobalt Health is headquartered in Malmo.\n- Stefan works for Atlas Freight.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 1984.\n- Yuki works for Atlas Freight.\n- Jonas reports to Tobias.\n- Beacon Insurance was founded in 2005.\n- Yuki reports to Ravi.\n- Meridian Bank was founded in 1981.\n- Mei works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Tobias reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Malmo.\n- Tessa reports to Leila.\n- Meridian Bank is headquartered in Lyon.\n- Chiara reports to Dmitri.\n- Leila reports to Callum.\n- Hana reports to Bruno.\n- Bruno reports to Emeka.\n- Emeka reports to Viktor.\n- Viktor reports to Felix.\n- Lattice Analytics is headquartered in Brno.\n- Ravi works for Lattice Analytics.\n- Leila works for Vantage Air.\n- Dmitri reports to Wren.\n- Cobalt Health is headquartered in Lyon.\n- Felix works for Meridian Bank.\n- Callum works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Felix reports to Tessa.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1999.\n- Chiara works for Meridian Bank.\n- Cobalt Health was founded in 2012.\n- Ravi reports to Hana.\n- Hana works for Vantage Air.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Dmitri works for Vantage Air.\n- Emeka works for Vantage Air.\n- Tessa works for Meridian Bank.\n- Wren reports to Ravi.\n- Bruno works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Amara reports to Yuki.\n- Jonas reports to Kenji.\n- Ingrid works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Kenji reports to Chiara.\n- Deshawn reports to Priya.\n- Yuki works for Northwind Systems.\n- Chiara works for Fernhill Foods.\n- Kenji works for Crescent Telecom.\n- Amara works for Northwind Systems.\n- Priya reports to Mei.\n- Mei reports to Sanne.\n- Lattice Analytics was founded in 1976.\n- Fernhill Foods is headquartered in Austin.\n- Mei works for Northwind Systems.\n- Sanne works for Lattice Analytics.\n- Northwind Systems is headquartered in Brno.\n- Fernhill Foods was founded in 1993.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Deshawn.\n- Chiara reports to Anders.\n- Anders works for Northwind Systems.\n- Anders reports to Sofia.\n- Northwind Systems was founded in 1975.\n- Sanne reports to Amara.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 1988.\n- Priya works for Northwind Systems.\n- Ingrid reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1974", "3": "1971"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32707", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9978: employee Callum S., hired 21 September 2023, separated 27 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9978?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32708", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Pablo.\n- Pablo works for Ironwood Manufacturing.\n- Leila reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1979.\n- Chiara reports to Lucia.\n- Lattice Analytics was founded in 1976.\n- Amara works for Beacon Insurance.\n- Tessa reports to Mara.\n- Mara reports to Jonas.\n- Mara works for Bluepine Aviation.\n- Chiara works for Lattice Analytics.\n- Pablo reports to Leila.\n- Amara reports to Chiara.\n- Bluepine Aviation was founded in 1997.\n- Beacon Insurance is headquartered in Turku.\n- Lattice Analytics is headquartered in Brno.\n- Leila works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Brno.\n- Beacon Insurance was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32710", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9472: employee Aisha K., hired 10 February 2025, separated 26 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-9472 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$1,400", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32711", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Pinnacle Software is headquartered in Tallinn.\n- Vantage Air is headquartered in Austin.\n- Bruno reports to Tessa.\n- Pinnacle Software was founded in 2007.\n- Northwind Systems is headquartered in Nagoya.\n- Tessa works for Pinnacle Software.\n- Viktor works for Vantage Air.\n- Northwind Systems was founded in 1994.\n- Lucia reports to Viktor.\n- Viktor reports to Bruno.\n- Zoya reports to Felix.\n- Bruno works for Vantage Air.\n- Tessa reports to Zoya.\n- Vantage Air was founded in 1995.\n- Felix works for Pinnacle Software.\n- Meridian Bank is headquartered in Nagoya.\n- Emeka works for Pinnacle Software.\n- Felix reports to Emeka.\n- Emeka reports to Pablo.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32713", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32714", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32715", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7604: employee Yuki A., hired 11 December 2023, separated 16 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-7604?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32716", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32717", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2362: employee Bruno M., hired 29 October 2023, separated 18 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2362?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2362 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32718", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2505: employee Chiara T., hired 17 September 2020, separated 12 October 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-2505 under the controlling rules.", "criteria": {"0": "$44,200", "1": "$10,250", "2": "$10,200", "3": "$11,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32719", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4050: employee Stefan A., hired 02 September 2023, separated 08 April 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-4050 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,200", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4050 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32720", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32721", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 March 2023): For employees hired on or after 15 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2215: employee Sanne A., hired 04 December 2019, separated 25 April 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2215?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32722", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32723", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2020: employee Yuki T., hired 30 July 2020, separated 05 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2020?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32724", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8439: employee Priya K., hired 20 September 2022, separated 20 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8439?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32725", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32726", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32727", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 October 2025): For employees hired on or after 27 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3075: employee Mara S., hired 29 April 2024, separated 04 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3075?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3075 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32728", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2070: employee Hana M., hired 02 February 2022, separated 12 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2070?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32729", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32730", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32731", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32732", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-2134: employee Nadia B., hired 07 May 2023, separated 22 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-2134?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-2134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32733", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1299: employee Priya R., hired 31 January 2022, separated 07 May 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1299?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Porto.\n- Mateo reports to Deshawn.\n- Callum works for Beacon Insurance.\n- Callum reports to Omar.\n- Beacon Insurance was founded in 1992.\n- Yuki reports to Mateo.\n- Beacon Insurance is headquartered in Porto.\n- Kenji works for Cedar Retail Group.\n- Pinnacle Software was founded in 1992.\n- Summit Energy was founded in 2003.\n- Pablo reports to Kenji.\n- Yuki works for Cedar Retail Group.\n- Omar reports to Aisha.\n- Pinnacle Software is headquartered in Porto.\n- Deshawn reports to Pablo.\n- Deshawn works for Beacon Insurance.\n- Aisha works for Pinnacle Software.\n- Viktor works for Summit Energy.\n- Cedar Retail Group was founded in 2009.\n- Mateo works for Cedar Retail Group.\n- Sanne works for Summit Energy.\n- Kenji reports to Viktor.\n- Sanne reports to Yuki.\n- Pablo works for Summit Energy.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Viktor reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32735", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32736", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 February 2025): For employees hired on or after 02 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5645: employee Callum R., hired 12 December 2022, separated 18 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5645?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-32737", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32738", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-9148: employee Ravi S., hired 17 May 2024, separated 27 January 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2025-9148 under the controlling rules.", "criteria": {"0": "$18,200", "1": "$4,250", "2": "$2,200", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-9148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Ghent.\n- Sanne reports to Callum.\n- Cedar Retail Group was founded in 1989.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Dmitri works for Cedar Retail Group.\n- Wren works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Beacon Insurance was founded in 1975.\n- Mara reports to Wren.\n- Callum reports to Dmitri.\n- Ironwood Manufacturing was founded in 1991.\n- Sanne works for Cedar Retail Group.\n- Dmitri reports to Mara.\n- Beacon Insurance is headquartered in Tallinn.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Omar reports to Sanne.\n- Mara works for Helios Logistics.\n- Cedar Retail Group is headquartered in Ghent.\n- Helios Logistics was founded in 1999.\n- Pablo reports to Omar.\n- Priya reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Priya.\n- Lattice Analytics was founded in 1975.\n- Meridian Bank was founded in 1980.\n- Mateo works for Meridian Bank.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Stefan reports to Omar.\n- Hana works for Bluepine Aviation.\n- Northwind Systems was founded in 1979.\n- Meridian Bank is headquartered in Porto.\n- Bluepine Aviation was founded in 2001.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka reports to Felix.\n- Northwind Systems is headquartered in Turku.\n- Emeka works for Bluepine Aviation.\n- Priya works for Meridian Bank.\n- Sofia works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Lucia reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Felix reports to Mateo.\n- Priya reports to Hana.\n- Hana reports to Sofia.\n- Felix works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Sofia reports to Lucia.\n- Yuki reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32741", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3073: employee Hana S., hired 21 August 2021, separated 15 August 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3073?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32742", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 5, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8169: employee Sanne S., hired 21 August 2021, separated 13 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-8169?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32743", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8208: employee Emeka R., hired 22 April 2021, separated 08 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8208?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Brno.\n- Northwind Systems was founded in 2015.\n- Chiara works for Northwind Systems.\n- Amara reports to Chiara.\n- Helios Logistics was founded in 1998.\n- Kenji works for Meridian Bank.\n- Cobalt Health was founded in 1998.\n- Mara works for Helios Logistics.\n- Kenji reports to Zoya.\n- Chiara reports to Viktor.\n- Northwind Systems is headquartered in Brno.\n- Bruno works for Meridian Bank.\n- Amara works for Northwind Systems.\n- Meridian Bank is headquartered in Brno.\n- Meridian Bank was founded in 1975.\n- Mara reports to Amara.\n- Bruno reports to Emeka.\n- Cobalt Health is headquartered in Turku.\n- Emeka reports to Kenji.\n- Viktor works for Northwind Systems.\n- Emeka works for Cobalt Health.\n- Viktor reports to Bruno.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32745", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Lyon.\n- Omar works for Helios Logistics.\n- Bruno reports to Callum.\n- Yuki works for Cobalt Health.\n- Deshawn works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Callum works for Cobalt Health.\n- Deshawn reports to Bruno.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 2003.\n- Omar reports to Deshawn.\n- Helios Logistics was founded in 1997.\n- Crescent Telecom is headquartered in Turku.\n- Cobalt Health was founded in 1981.\n- Yuki reports to Tobias.\n- Bruno works for Helios Logistics.\n- Crescent Telecom was founded in 2014.\n- Tobias works for Helios Logistics.\n- Hana reports to Omar.\n- Tobias reports to Wren.\n- Wren reports to Hana.\n- Cobalt Health is headquartered in Turku.\n- Helios Logistics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32747", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32748", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 October 2023): For employees hired on or after 17 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9155: employee Ravi R., hired 03 May 2022, separated 11 May 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-9155 under the controlling rules.", "criteria": {"0": "$7,788", "1": "$12,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32749", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32750", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32751", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Callum.\n- Felix works for Bluepine Aviation.\n- Helios Logistics is headquartered in Lyon.\n- Bluepine Aviation was founded in 1977.\n- Bluepine Aviation is headquartered in Tampere.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Lattice Analytics was founded in 1977.\n- Callum works for Pinnacle Software.\n- Pablo reports to Felix.\n- Pinnacle Software was founded in 2012.\n- Aisha works for Helios Logistics.\n- Ravi reports to Pablo.\n- Felix reports to Mateo.\n- Ravi works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Chiara works for Bluepine Aviation.\n- Mateo reports to Aisha.\n- Aisha reports to Chiara.\n- Callum reports to Ravi.\n- Helios Logistics was founded in 1984.\n- Yuki works for Lattice Analytics.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Adelaide", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32752", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32753", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1703: employee Tessa A., hired 30 October 2022, separated 06 January 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1703?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 2013.\n- Beacon Insurance is headquartered in Lyon.\n- Lattice Analytics was founded in 2004.\n- Zoya reports to Omar.\n- Amara works for Beacon Insurance.\n- Hana reports to Zoya.\n- Priya reports to Amara.\n- Dmitri works for Northwind Systems.\n- Wren reports to Dmitri.\n- Elena works for Northwind Systems.\n- Callum reports to Viktor.\n- Wren works for Cobalt Health.\n- Priya works for Northwind Systems.\n- Elena reports to Chiara.\n- Lattice Analytics is headquartered in Lyon.\n- Dmitri reports to Hana.\n- Hana works for Lattice Analytics.\n- Callum works for Northwind Systems.\n- Viktor works for Lattice Analytics.\n- Chiara works for Northwind Systems.\n- Viktor reports to Wren.\n- Cobalt Health is headquartered in Cork.\n- Nadia reports to Priya.\n- Beacon Insurance was founded in 1990.\n- Nadia works for Northwind Systems.\n- Amara reports to Elena.\n- Chiara reports to Callum.\n- Cobalt Health was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Leeds", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32755", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32756", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32757", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9083: employee Emeka S., hired 01 April 2024, separated 02 January 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9083?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Pablo.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Fernhill Foods is headquartered in Tampere.\n- Dmitri works for Fernhill Foods.\n- Cedar Retail Group was founded in 1986.\n- Sanne reports to Amara.\n- Emeka works for Cedar Retail Group.\n- Nadia works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Oslo.\n- Pablo works for Ironwood Manufacturing.\n- Hana reports to Tessa.\n- Cobalt Health was founded in 1979.\n- Pablo reports to Nadia.\n- Hana works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Tessa reports to Dmitri.\n- Amara reports to Jonas.\n- Jonas reports to Omar.\n- Felix works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1991.\n- Ironwood Manufacturing was founded in 1990.\n- Nadia reports to Sofia.\n- Emeka reports to Hana.\n- Dmitri reports to Felix.\n- Cobalt Health is headquartered in Brno.\n- Jonas works for Cedar Retail Group.\n- Tessa works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Sofia works for Cobalt Health.\n- Sofia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32759", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up", "4": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32760", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32761", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 78509 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Callum reports to Ravi.\n- Meridian Bank is headquartered in Turku.\n- Ingrid works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Hana reports to Stefan.\n- Northwind Systems was founded in 2013.\n- Chiara reports to Pablo.\n- Yuki reports to Emeka.\n- Cedar Retail Group is headquartered in Leeds.\n- Pablo reports to Ingrid.\n- Hana works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2009.\n- Cedar Retail Group was founded in 2007.\n- Pablo works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1999.\n- Ravi works for Meridian Bank.\n- Ravi reports to Hana.\n- Leila works for Northwind Systems.\n- Emeka works for Meridian Bank.\n- Northwind Systems is headquartered in Turku.\n- Jonas works for Meridian Bank.\n- Yuki works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Leila reports to Amara.\n- Ingrid reports to Jonas.\n- Amara reports to Callum.\n- Emeka reports to Leila.\n- Stefan reports to Chiara.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32763", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Sofia reports to Emeka.\n- Zoya works for Pinnacle Software.\n- Omar reports to Sofia.\n- Summit Energy was founded in 1986.\n- Zoya reports to Wren.\n- Cedar Retail Group was founded in 1986.\n- Wren works for Cedar Retail Group.\n- Jonas reports to Kenji.\n- Northwind Systems was founded in 2002.\n- Viktor reports to Priya.\n- Omar works for Summit Energy.\n- Emeka reports to Aisha.\n- Pinnacle Software was founded in 2004.\n- Priya reports to Zoya.\n- Wren reports to Omar.\n- Pinnacle Software is headquartered in Leeds.\n- Jonas works for Cedar Retail Group.\n- Summit Energy is headquartered in Dunedin.\n- Aisha works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Northwind Systems is headquartered in Cork.\n- Kenji reports to Viktor.\n- Priya works for Summit Energy.\n- Viktor works for Pinnacle Software.\n- Kenji works for Northwind Systems.\n- Cedar Retail Group is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Ghent.\n- Felix reports to Hana.\n- Leila reports to Kenji.\n- Elena works for Atlas Freight.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 1992.\n- Aisha works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Atlas Freight was founded in 1976.\n- Aisha reports to Felix.\n- Summit Energy was founded in 2010.\n- Pablo works for Pinnacle Software.\n- Emeka reports to Leila.\n- Zoya works for Summit Energy.\n- Pinnacle Software is headquartered in Tallinn.\n- Yuki works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Zoya reports to Pablo.\n- Pinnacle Software was founded in 2005.\n- Yuki reports to Emeka.\n- Hana works for Pinnacle Software.\n- Ingrid reports to Sofia.\n- Leila works for Summit Energy.\n- Pablo reports to Yuki.\n- Summit Energy is headquartered in Adelaide.\n- Sofia works for Atlas Freight.\n- Sofia reports to Elena.\n- Ingrid works for Atlas Freight.\n- Elena reports to Aisha.\n- Felix works for Summit Energy.\n- Kenji reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32766", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "set_timer", "3": "weather", "4": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32767", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8634: employee Deshawn R., hired 26 April 2022, separated 23 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8634?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32768", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Nadia reports to Omar.\n- Hana works for Vantage Air.\n- Hana reports to Lucia.\n- Lattice Analytics is headquartered in Turku.\n- Dmitri reports to Hana.\n- Cobalt Health is headquartered in Brno.\n- Emeka reports to Tobias.\n- Zoya works for Vantage Air.\n- Lucia works for Cobalt Health.\n- Lattice Analytics was founded in 2000.\n- Zoya reports to Felix.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Lucia reports to Nadia.\n- Emeka works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Omar reports to Tessa.\n- Dmitri works for Lattice Analytics.\n- Tobias reports to Zoya.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Tessa reports to Emeka.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32770", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sanne.\n- Sanne reports to Leila.\n- Beacon Insurance was founded in 2012.\n- Cobalt Health is headquartered in Adelaide.\n- Mateo works for Cobalt Health.\n- Mei works for Beacon Insurance.\n- Sanne works for Pinnacle Software.\n- Leila reports to Lucia.\n- Priya works for Pinnacle Software.\n- Lucia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Mateo reports to Bruno.\n- Beacon Insurance is headquartered in Oslo.\n- Jonas works for Cobalt Health.\n- Pinnacle Software is headquartered in Tampere.\n- Bruno works for Fernhill Foods.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 2010.\n- Cobalt Health was founded in 2006.\n- Fernhill Foods was founded in 1983.\n- Mei reports to Jonas.\n- Priya reports to Mateo.\n- Lucia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32772", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5424: employee Dmitri S., hired 23 January 2024, separated 19 July 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-5424?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Fernhill Foods was founded in 1981.\n- Elena works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Aisha works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Jonas reports to Nadia.\n- Callum reports to Wren.\n- Tessa works for Atlas Freight.\n- Bluepine Aviation is headquartered in Austin.\n- Wren reports to Stefan.\n- Ingrid works for Helios Logistics.\n- Mei reports to Jonas.\n- Sofia reports to Aisha.\n- Stefan reports to Kenji.\n- Bluepine Aviation was founded in 2008.\n- Nadia works for Atlas Freight.\n- Ingrid reports to Mei.\n- Jonas works for Helios Logistics.\n- Fernhill Foods is headquartered in Valencia.\n- Sofia works for Helios Logistics.\n- Elena reports to Sofia.\n- Atlas Freight is headquartered in Valencia.\n- Aisha reports to Callum.\n- Helios Logistics was founded in 2006.\n- Helios Logistics is headquartered in Austin.\n- Nadia reports to Elena.\n- Atlas Freight was founded in 2006.\n- Callum works for Fernhill Foods.\n- Kenji reports to Tessa.\n- Stefan works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32774", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 April 2024): For employees hired on or after 29 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4273: employee Pablo B., hired 13 May 2022, separated 05 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4273?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "24 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32775", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1652: employee Tobias S., hired 27 November 2024, separated 07 May 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-1652 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$1,200", "2": "$1,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32776", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8140: employee Sofia T., hired 26 May 2021, separated 16 February 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8140?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2011.\n- Felix works for Summit Energy.\n- Omar reports to Felix.\n- Chiara reports to Aisha.\n- Summit Energy is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Elena.\n- Nadia reports to Bruno.\n- Felix reports to Deshawn.\n- Crescent Telecom is headquartered in Basel.\n- Amara works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2006.\n- Mara reports to Omar.\n- Deshawn works for Summit Energy.\n- Vantage Air was founded in 2007.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Vantage Air is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bruno works for Crescent Telecom.\n- Bruno reports to Viktor.\n- Elena reports to Mara.\n- Omar works for Vantage Air.\n- Viktor works for Summit Energy.\n- Nadia works for Vantage Air.\n- Deshawn reports to Amara.\n- Amara reports to Nadia.\n- Elena works for Ironwood Manufacturing.\n- Viktor reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32778", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8639: employee Aisha S., hired 23 November 2021, separated 07 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8639?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32780", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4491: employee Pablo R., hired 16 June 2020, separated 25 May 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2025-4491 under the controlling rules.", "criteria": {"0": "$25,133", "1": "$5,850", "2": "$6,800", "3": "$5,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mateo.\n- Kenji works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Aisha reports to Kenji.\n- Pinnacle Software was founded in 1998.\n- Aisha works for Summit Energy.\n- Mei works for Pinnacle Software.\n- Tessa reports to Emeka.\n- Pinnacle Software is headquartered in Tampere.\n- Summit Energy is headquartered in Tallinn.\n- Kenji reports to Sanne.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Sanne reports to Mara.\n- Tessa works for Pinnacle Software.\n- Mateo works for Beacon Insurance.\n- Lucia reports to Mei.\n- Mara reports to Nadia.\n- Emeka reports to Lucia.\n- Stefan works for Pinnacle Software.\n- Summit Energy was founded in 1982.\n- Nadia reports to Sofia.\n- Beacon Insurance was founded in 1980.\n- Beacon Insurance is headquartered in Valencia.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Summit Energy.\n- Sofia reports to Tessa.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Lucia works for Summit Energy.\n- Mateo reports to Stefan.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32782", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32783", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "update_card", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32784", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 3, EFFECTIVE 28 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 24 September 2025): For employees hired on or after 24 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 28 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4845: employee Sofia B., hired 18 December 2024, separated 17 February 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4845?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Hana works for Cobalt Health.\n- Tobias reports to Emeka.\n- Anders works for Northwind Systems.\n- Wren works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Emeka reports to Hana.\n- Felix works for Cobalt Health.\n- Hana reports to Nadia.\n- Nadia works for Cobalt Health.\n- Northwind Systems is headquartered in Leeds.\n- Wren reports to Ravi.\n- Tobias works for Cobalt Health.\n- Anders reports to Sofia.\n- Atlas Freight was founded in 2011.\n- Vantage Air is headquartered in Porto.\n- Nadia reports to Wren.\n- Felix reports to Deshawn.\n- Northwind Systems was founded in 2012.\n- Cobalt Health is headquartered in Ghent.\n- Sofia works for Cobalt Health.\n- Deshawn reports to Tobias.\n- Cobalt Health was founded in 2010.\n- Ravi reports to Anders.\n- Vantage Air was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32786", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1628: employee Sofia S., hired 01 September 2020, separated 07 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1628?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Sanne works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Ingrid reports to Mateo.\n- Sanne reports to Stefan.\n- Deshawn works for Bluepine Aviation.\n- Mateo reports to Lucia.\n- Bluepine Aviation was founded in 1996.\n- Mateo works for Atlas Freight.\n- Beacon Insurance is headquartered in Dunedin.\n- Hana reports to Deshawn.\n- Atlas Freight is headquartered in Dunedin.\n- Beacon Insurance was founded in 1994.\n- Vantage Air was founded in 1983.\n- Deshawn reports to Kenji.\n- Kenji reports to Anders.\n- Mara works for Vantage Air.\n- Lucia reports to Sanne.\n- Hana works for Bluepine Aviation.\n- Mei works for Atlas Freight.\n- Lucia works for Vantage Air.\n- Bluepine Aviation is headquartered in Bergen.\n- Tobias works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Mei reports to Hana.\n- Mara reports to Tobias.\n- Tobias reports to Ingrid.\n- Vantage Air is headquartered in Basel.\n- Ingrid works for Bluepine Aviation.\n- Atlas Freight was founded in 1975.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1994", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32788", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32789", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to open a new account", "4": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32790", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32791", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 13 July 2025): For employees hired on or after 13 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9019: employee Callum K., hired 20 July 2024, separated 23 January 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9019?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32792", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32793", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Beacon Insurance.\n- Emeka reports to Zoya.\n- Crescent Telecom is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Tampere.\n- Crescent Telecom was founded in 2001.\n- Ravi works for Crescent Telecom.\n- Dmitri reports to Ravi.\n- Beacon Insurance is headquartered in Malmo.\n- Aisha works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Zoya works for Meridian Bank.\n- Bruno works for Beacon Insurance.\n- Ravi reports to Anders.\n- Cedar Retail Group was founded in 2000.\n- Ingrid reports to Aisha.\n- Bruno reports to Priya.\n- Priya works for Cedar Retail Group.\n- Yuki reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Aisha reports to Yuki.\n- Anders works for Beacon Insurance.\n- Priya reports to Dmitri.\n- Zoya reports to Bruno.\n- Ingrid works for Cedar Retail Group.\n- Meridian Bank is headquartered in Malmo.\n- Dmitri works for Meridian Bank.\n- Beacon Insurance was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Sanne.\n- Bruno works for Cobalt Health.\n- Mei works for Helios Logistics.\n- Sanne reports to Tessa.\n- Mei reports to Dmitri.\n- Bluepine Aviation was founded in 2014.\n- Sofia reports to Priya.\n- Sanne works for Cobalt Health.\n- Bluepine Aviation is headquartered in Leeds.\n- Helios Logistics was founded in 1975.\n- Priya works for Helios Logistics.\n- Dmitri works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Atlas Freight is headquartered in Leeds.\n- Priya reports to Hana.\n- Hana reports to Bruno.\n- Dmitri reports to Callum.\n- Felix reports to Deshawn.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi works for Atlas Freight.\n- Helios Logistics is headquartered in Ghent.\n- Hana works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Deshawn works for Atlas Freight.\n- Atlas Freight was founded in 1986.\n- Deshawn reports to Ravi.\n- Cobalt Health was founded in 1997.\n- Callum reports to Felix.\n- Callum works for Bluepine Aviation.\n- Bruno reports to Mei.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32796", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32797", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Stefan.\n- Dmitri reports to Bruno.\n- Pablo reports to Mateo.\n- Stefan works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Turku.\n- Tessa reports to Ravi.\n- Bruno reports to Tessa.\n- Mateo works for Fernhill Foods.\n- Viktor reports to Pablo.\n- Nadia reports to Felix.\n- Bruno works for Summit Energy.\n- Cedar Retail Group was founded in 1998.\n- Leila reports to Viktor.\n- Nadia works for Cedar Retail Group.\n- Stefan reports to Callum.\n- Mateo reports to Nadia.\n- Felix works for Summit Energy.\n- Tessa works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Fernhill Foods was founded in 1987.\n- Fernhill Foods is headquartered in Brno.\n- Felix reports to Dmitri.\n- Leila works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Summit Energy was founded in 1996.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Viktor works for Fernhill Foods.\n- Pablo works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Brno.\n- Cedar Retail Group is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32799", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 46550 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Mei reports to Jonas.\n- Felix reports to Kenji.\n- Cobalt Health was founded in 1989.\n- Sanne works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Ingrid works for Bluepine Aviation.\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 1985.\n- Ingrid reports to Leila.\n- Bruno reports to Zoya.\n- Zoya reports to Mara.\n- Jonas works for Cobalt Health.\n- Kenji reports to Mei.\n- Cobalt Health is headquartered in Brno.\n- Priya works for Bluepine Aviation.\n- Sanne reports to Felix.\n- Leila works for Helios Logistics.\n- Zoya works for Lattice Analytics.\n- Mara reports to Ingrid.\n- Amara works for Cobalt Health.\n- Amara reports to Priya.\n- Helios Logistics is headquartered in Valencia.\n- Lattice Analytics was founded in 2015.\n- Leila reports to Amara.\n- Mara works for Cobalt Health.\n- Lattice Analytics is headquartered in Lyon.\n- Priya reports to Sanne.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1975.\n- Bluepine Aviation is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32801", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5767: employee Sofia B., hired 29 May 2021, separated 26 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5767?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5767 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Viktor works for Cobalt Health.\n- Zoya reports to Anders.\n- Cobalt Health was founded in 1981.\n- Amara reports to Leila.\n- Anders works for Vantage Air.\n- Dmitri reports to Amara.\n- Felix works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Vantage Air was founded in 2011.\n- Amara works for Vantage Air.\n- Nadia works for Northwind Systems.\n- Dmitri works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Northwind Systems was founded in 1998.\n- Bruno reports to Viktor.\n- Vantage Air is headquartered in Tallinn.\n- Viktor reports to Dmitri.\n- Nadia reports to Zoya.\n- Felix reports to Elena.\n- Cobalt Health is headquartered in Austin.\n- Fernhill Foods was founded in 1975.\n- Anders reports to Bruno.\n- Fernhill Foods is headquartered in Halifax.\n- Northwind Systems is headquartered in Valencia.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32803", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 33280 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "request_refund", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32804", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1315: employee Aisha R., hired 19 September 2022, separated 17 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-1315?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32805", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 63713 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "change_address", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32806", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32807", "family": "intent_hardneg", "state": "Incoming banking message:\n\"someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Deshawn.\n- Pinnacle Software was founded in 1990.\n- Anders works for Pinnacle Software.\n- Atlas Freight is headquartered in Leeds.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Sofia.\n- Atlas Freight was founded in 1985.\n- Priya reports to Kenji.\n- Kenji works for Northwind Systems.\n- Aisha works for Atlas Freight.\n- Crescent Telecom was founded in 1990.\n- Northwind Systems is headquartered in Oslo.\n- Sofia works for Crescent Telecom.\n- Kenji reports to Aisha.\n- Deshawn reports to Dmitri.\n- Priya works for Atlas Freight.\n- Crescent Telecom is headquartered in Oslo.\n- Deshawn works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Lucia works for Pinnacle Software.\n- Bruno reports to Anders.\n- Anders reports to Priya.\n- Sofia reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Lucia reports to Sanne.\n- Pinnacle Software is headquartered in Oslo.\n- Northwind Systems was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ingrid.\n- Ravi works for Lattice Analytics.\n- Meridian Bank is headquartered in Ghent.\n- Sanne reports to Hana.\n- Summit Energy is headquartered in Turku.\n- Ingrid works for Meridian Bank.\n- Callum works for Summit Energy.\n- Callum reports to Leila.\n- Sanne works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics was founded in 1982.\n- Cedar Retail Group is headquartered in Nagoya.\n- Hana reports to Callum.\n- Kenji works for Meridian Bank.\n- Emeka reports to Sanne.\n- Stefan reports to Emeka.\n- Lattice Analytics is headquartered in Turku.\n- Ingrid reports to Ravi.\n- Ravi reports to Aisha.\n- Aisha works for Summit Energy.\n- Stefan works for Meridian Bank.\n- Leila works for Cedar Retail Group.\n- Summit Energy was founded in 1991.\n- Meridian Bank was founded in 1982.\n- Cedar Retail Group was founded in 1986.\n- Aisha reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32810", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32811", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 February 2023): For employees hired on or after 13 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8518: employee Zoya R., hired 05 February 2022, separated 24 April 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8518?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32812", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32813", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4381: employee Ingrid K., hired 14 March 2022, separated 20 January 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-4381 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$3,625", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Tobias reports to Nadia.\n- Amara reports to Elena.\n- Anders reports to Deshawn.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 2003.\n- Cobalt Health is headquartered in Tallinn.\n- Summit Energy is headquartered in Tampere.\n- Yuki works for Summit Energy.\n- Elena reports to Viktor.\n- Summit Energy was founded in 1983.\n- Viktor works for Summit Energy.\n- Cobalt Health was founded in 2002.\n- Nadia works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Pinnacle Software is headquartered in Tampere.\n- Pinnacle Software was founded in 1980.\n- Anders works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Tobias works for Beacon Insurance.\n- Bruno works for Summit Energy.\n- Viktor reports to Yuki.\n- Priya reports to Tobias.\n- Yuki reports to Bruno.\n- Nadia reports to Amara.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32815", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "book_appointment", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32816", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32817", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8412: employee Deshawn M., hired 03 May 2023, separated 10 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8412?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32818", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3720: employee Sofia S., hired 09 February 2020, separated 21 October 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3720?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3720 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32819", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32820", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 14 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 December 2022): For employees hired on or after 12 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2482: employee Omar S., hired 22 November 2021, separated 29 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2482?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32821", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Brno.\n- Chiara works for Crescent Telecom.\n- Mei reports to Kenji.\n- Chiara reports to Elena.\n- Tessa reports to Mei.\n- Lattice Analytics was founded in 2006.\n- Elena works for Beacon Insurance.\n- Callum works for Crescent Telecom.\n- Ravi works for Cedar Retail Group.\n- Crescent Telecom was founded in 1986.\n- Ravi reports to Callum.\n- Kenji works for Lattice Analytics.\n- Beacon Insurance was founded in 2005.\n- Cedar Retail Group was founded in 2002.\n- Callum reports to Chiara.\n- Beacon Insurance is headquartered in Tallinn.\n- Omar reports to Tessa.\n- Elena reports to Omar.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Malmo.\n- Omar works for Lattice Analytics.\n- Crescent Telecom is headquartered in Brno.\n- Tessa works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32823", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 3, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4596: employee Viktor A., hired 09 November 2022, separated 12 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2026-4596 under the controlling rules.", "criteria": {"0": "$13,400", "1": "$14,500", "2": "$62,400", "3": "$14,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tobias.\n- Sofia reports to Ingrid.\n- Priya reports to Emeka.\n- Beacon Insurance was founded in 2001.\n- Stefan works for Lattice Analytics.\n- Tobias works for Beacon Insurance.\n- Lattice Analytics is headquartered in Malmo.\n- Cobalt Health is headquartered in Tampere.\n- Sofia works for Lattice Analytics.\n- Emeka works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno works for Cobalt Health.\n- Helios Logistics is headquartered in Tampere.\n- Helios Logistics was founded in 1994.\n- Dmitri reports to Mei.\n- Deshawn works for Cobalt Health.\n- Mei reports to Sofia.\n- Bruno reports to Deshawn.\n- Mara reports to Stefan.\n- Pablo works for Beacon Insurance.\n- Ingrid reports to Mara.\n- Mei works for Cobalt Health.\n- Ingrid works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Mara works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Deshawn reports to Pablo.\n- Lattice Analytics was founded in 2001.\n- Tobias reports to Dmitri.\n- Cobalt Health was founded in 1984.\n- Pablo reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32825", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-2685: employee Aisha T., hired 31 January 2022, separated 23 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-2685?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-2685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32826", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 September 2023): For employees hired on or after 12 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1847: employee Pablo A., hired 25 February 2023, separated 18 April 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-1847 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,300", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ingrid works for Crescent Telecom.\n- Omar works for Fernhill Foods.\n- Mei reports to Omar.\n- Fernhill Foods was founded in 2003.\n- Viktor reports to Mei.\n- Ironwood Manufacturing was founded in 1997.\n- Dmitri works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Crescent Telecom was founded in 1995.\n- Ingrid reports to Viktor.\n- Ravi works for Fernhill Foods.\n- Ravi reports to Chiara.\n- Omar reports to Ravi.\n- Lucia reports to Ingrid.\n- Atlas Freight is headquartered in Ghent.\n- Chiara works for Fernhill Foods.\n- Crescent Telecom is headquartered in Ghent.\n- Lucia works for Crescent Telecom.\n- Dmitri reports to Lucia.\n- Atlas Freight was founded in 1993.\n- Mei works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Priya.\n- Cobalt Health was founded in 1998.\n- Leila reports to Sofia.\n- Sofia reports to Emeka.\n- Cobalt Health is headquartered in Lyon.\n- Hana works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2010.\n- Zoya reports to Hana.\n- Atlas Freight was founded in 2008.\n- Beacon Insurance was founded in 1997.\n- Atlas Freight is headquartered in Oslo.\n- Zoya works for Beacon Insurance.\n- Mateo works for Ironwood Manufacturing.\n- Leila works for Atlas Freight.\n- Hana reports to Mateo.\n- Sofia works for Ironwood Manufacturing.\n- Emeka works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Mateo reports to Leila.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Beacon Insurance is headquartered in Porto.\n- Emeka reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Anders works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Lucia works for Meridian Bank.\n- Emeka reports to Anders.\n- Pablo works for Meridian Bank.\n- Crescent Telecom was founded in 2003.\n- Meridian Bank is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.\n- Lucia reports to Pablo.\n- Northwind Systems is headquartered in Valencia.\n- Priya reports to Lucia.\n- Nadia reports to Priya.\n- Crescent Telecom is headquartered in Valencia.\n- Bruno reports to Stefan.\n- Stefan reports to Nadia.\n- Meridian Bank was founded in 1977.\n- Northwind Systems was founded in 1996.\n- Stefan works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Pinnacle Software was founded in 1988.\n- Bruno works for Crescent Telecom.\n- Anders reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32830", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32831", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7834: employee Aisha R., hired 20 March 2023, separated 20 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-7834?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7834 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32832", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "scale_up", "2": "check_logs", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Viktor reports to Bruno.\n- Fernhill Foods is headquartered in Leeds.\n- Omar reports to Priya.\n- Bruno works for Fernhill Foods.\n- Priya reports to Ravi.\n- Stefan works for Vantage Air.\n- Viktor works for Vantage Air.\n- Tessa works for Ironwood Manufacturing.\n- Stefan reports to Jonas.\n- Dmitri reports to Viktor.\n- Pablo reports to Stefan.\n- Emeka works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Emeka reports to Dmitri.\n- Ravi works for Northwind Systems.\n- Vantage Air is headquartered in Ghent.\n- Northwind Systems is headquartered in Leeds.\n- Priya works for Fernhill Foods.\n- Tessa reports to Omar.\n- Sanne reports to Tessa.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 2007.\n- Sanne works for Northwind Systems.\n- Jonas reports to Emeka.\n- Omar works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1989.\n- Fernhill Foods was founded in 2008.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Vantage Air was founded in 2013.\n- Ravi reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32834", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Leave — requests time off", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Zoya.\n- Sofia works for Summit Energy.\n- Anders works for Helios Logistics.\n- Vantage Air is headquartered in Turku.\n- Mei works for Cedar Retail Group.\n- Helios Logistics is headquartered in Turku.\n- Helios Logistics was founded in 1975.\n- Elena works for Summit Energy.\n- Yuki works for Vantage Air.\n- Summit Energy was founded in 2008.\n- Ravi reports to Anders.\n- Omar works for Summit Energy.\n- Anders reports to Mei.\n- Mei reports to Elena.\n- Sofia reports to Yuki.\n- Zoya reports to Omar.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Vantage Air.\n- Ravi works for Cedar Retail Group.\n- Vantage Air was founded in 1975.\n- Omar reports to Sofia.\n- Summit Energy is headquartered in Turku.\n- Cedar Retail Group was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32836", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 02 March 2025): For employees hired on or after 02 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7426: employee Sofia T., hired 07 July 2021, separated 17 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7426?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7426 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32837", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32838", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Beacon Insurance.\n- Felix works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2010.\n- Chiara reports to Felix.\n- Felix reports to Mara.\n- Lattice Analytics was founded in 1975.\n- Mara reports to Tessa.\n- Fernhill Foods was founded in 2012.\n- Tessa reports to Ravi.\n- Mara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Oslo.\n- Mateo works for Fernhill Foods.\n- Ravi reports to Mateo.\n- Sanne works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1983.\n- Fernhill Foods is headquartered in Oslo.\n- Tessa works for Ironwood Manufacturing.\n- Mei reports to Sanne.\n- Sanne reports to Chiara.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Ghent", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32840", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32841", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2676: employee Viktor T., hired 10 November 2020, separated 17 October 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-2676 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$30,333", "2": "$5,000", "3": "$6,825"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32842", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8997: employee Yuki B., hired 16 February 2020, separated 05 February 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8997?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8997 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mei.\n- Meridian Bank is headquartered in Tallinn.\n- Felix reports to Tessa.\n- Ironwood Manufacturing was founded in 2003.\n- Callum works for Northwind Systems.\n- Elena reports to Pablo.\n- Northwind Systems was founded in 1979.\n- Elena works for Atlas Freight.\n- Callum reports to Bruno.\n- Mei works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Tessa reports to Priya.\n- Mara reports to Aisha.\n- Meridian Bank was founded in 1985.\n- Tessa works for Ironwood Manufacturing.\n- Hana works for Northwind Systems.\n- Mara works for Meridian Bank.\n- Atlas Freight is headquartered in Tallinn.\n- Priya reports to Chiara.\n- Bruno reports to Hana.\n- Felix works for Atlas Freight.\n- Aisha works for Ironwood Manufacturing.\n- Mei reports to Mara.\n- Priya works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Aisha reports to Felix.\n- Chiara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Atlas Freight was founded in 2012.\n- Northwind Systems is headquartered in Tallinn.\n- Pablo reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32844", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3813: employee Ingrid R., hired 18 March 2024, separated 31 July 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2025-3813 under the controlling rules.", "criteria": {"0": "$8,077", "1": "$9,231", "2": "$10,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32845", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Don't need the item anymore — cancel order 39715\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32846", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 04 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 December 2023): For employees hired on or after 07 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5227: employee Felix B., hired 30 October 2022, separated 16 January 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5227?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32847", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1992.\n- Vantage Air was founded in 2007.\n- Sofia reports to Callum.\n- Elena reports to Emeka.\n- Callum reports to Zoya.\n- Kenji works for Bluepine Aviation.\n- Sofia works for Cedar Retail Group.\n- Northwind Systems was founded in 2001.\n- Northwind Systems is headquartered in Nagoya.\n- Emeka works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Emeka reports to Viktor.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Bluepine Aviation was founded in 1996.\n- Elena works for Vantage Air.\n- Nadia reports to Leila.\n- Leila reports to Kenji.\n- Cedar Retail Group is headquartered in Turku.\n- Priya reports to Nadia.\n- Viktor reports to Priya.\n- Vantage Air is headquartered in Nagoya.\n- Zoya works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Zoya reports to Elena.\n- Leila works for Northwind Systems.\n- Nadia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1999", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32849", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Sofia.\n- Viktor works for Cobalt Health.\n- Mei works for Atlas Freight.\n- Summit Energy is headquartered in Porto.\n- Vantage Air is headquartered in Ghent.\n- Atlas Freight is headquartered in Adelaide.\n- Yuki reports to Elena.\n- Bruno works for Summit Energy.\n- Bruno reports to Yuki.\n- Cobalt Health was founded in 1985.\n- Viktor reports to Leila.\n- Nadia works for Vantage Air.\n- Sofia reports to Viktor.\n- Elena works for Cobalt Health.\n- Summit Energy was founded in 1983.\n- Yuki works for Summit Energy.\n- Leila works for Summit Energy.\n- Leila reports to Nadia.\n- Atlas Freight was founded in 2005.\n- Vantage Air was founded in 1975.\n- Elena reports to Mei.\n- Cobalt Health is headquartered in Ghent.\n- Sofia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Sanne reports to Dmitri.\n- Atlas Freight is headquartered in Turku.\n- Crescent Telecom was founded in 1977.\n- Yuki reports to Ingrid.\n- Callum reports to Zoya.\n- Dmitri works for Atlas Freight.\n- Sanne works for Crescent Telecom.\n- Helios Logistics is headquartered in Turku.\n- Fernhill Foods was founded in 1987.\n- Callum works for Helios Logistics.\n- Priya reports to Sanne.\n- Helios Logistics was founded in 1992.\n- Dmitri reports to Yuki.\n- Ingrid reports to Callum.\n- Atlas Freight was founded in 1984.\n- Priya works for Fernhill Foods.\n- Mara reports to Priya.\n- Mara works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Ingrid works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Zoya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32852", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Crescent Telecom.\n- Leila works for Summit Energy.\n- Priya reports to Omar.\n- Northwind Systems is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Adelaide.\n- Leila reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Emeka reports to Sanne.\n- Kenji works for Bluepine Aviation.\n- Crescent Telecom was founded in 1991.\n- Summit Energy was founded in 1984.\n- Bluepine Aviation was founded in 2000.\n- Ingrid reports to Leila.\n- Sanne reports to Ingrid.\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Tobias reports to Kenji.\n- Felix works for Summit Energy.\n- Omar works for Crescent Telecom.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 2013.\n- Omar reports to Felix.\n- Felix reports to Dmitri.\n- Priya works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Tallinn.\n- Emeka works for Crescent Telecom.\n- Kenji reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1998", "2": "1995", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32853", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32854", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4721: employee Leila R., hired 14 February 2021, separated 24 August 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2025-4721 under the controlling rules.", "criteria": {"0": "$13,630", "1": "$58,500", "2": "$13,500", "3": "$14,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4721 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Lucia.\n- Elena reports to Viktor.\n- Stefan works for Cedar Retail Group.\n- Lucia works for Cobalt Health.\n- Cedar Retail Group is headquartered in Basel.\n- Bluepine Aviation was founded in 1990.\n- Atlas Freight was founded in 2005.\n- Elena works for Bluepine Aviation.\n- Anders reports to Kenji.\n- Atlas Freight is headquartered in Brno.\n- Viktor works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Anders works for Cobalt Health.\n- Callum reports to Elena.\n- Kenji reports to Stefan.\n- Wren reports to Callum.\n- Viktor reports to Anders.\n- Cedar Retail Group was founded in 2015.\n- Callum works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Ravi works for Cedar Retail Group.\n- Cobalt Health was founded in 2003.\n- Bluepine Aviation is headquartered in Basel.\n- Cobalt Health is headquartered in Brno.\n- Lucia reports to Wren.\n- Wren works for Cobalt Health.\n- Stefan reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 1987.\n- Ravi reports to Hana.\n- Pablo reports to Mei.\n- Viktor works for Summit Energy.\n- Stefan works for Summit Energy.\n- Wren reports to Elena.\n- Wren works for Pinnacle Software.\n- Mei reports to Wren.\n- Pablo works for Cobalt Health.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Stefan.\n- Vantage Air was founded in 2002.\n- Elena works for Summit Energy.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Elena reports to Ravi.\n- Summit Energy was founded in 2003.\n- Viktor reports to Sanne.\n- Ravi works for Pinnacle Software.\n- Jonas reports to Viktor.\n- Hana works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Summit Energy is headquartered in Adelaide.\n- Mei works for Pinnacle Software.\n- Stefan reports to Pablo.\n- Cobalt Health was founded in 2003.\n- Tessa reports to Ingrid.\n- Vantage Air is headquartered in Leeds.\n- Tessa works for Pinnacle Software.\n- Hana reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32857", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32858", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32859", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 December 2023): For employees hired on or after 18 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2710: employee Jonas S., hired 03 July 2023, separated 03 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-2710 under the controlling rules.", "criteria": {"0": "$1,000", "1": "$17,333", "2": "$4,000", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32860", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32861", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4652: employee Priya S., hired 29 October 2023, separated 25 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-4652 under the controlling rules.", "criteria": {"0": "$3,615", "1": "$4,615", "2": "$4,154", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Northwind Systems is headquartered in Nagoya.\n- Callum reports to Dmitri.\n- Bruno works for Northwind Systems.\n- Jonas reports to Nadia.\n- Beacon Insurance is headquartered in Ghent.\n- Bruno reports to Amara.\n- Vantage Air was founded in 2001.\n- Vantage Air is headquartered in Tallinn.\n- Amara reports to Jonas.\n- Mara works for Northwind Systems.\n- Lucia reports to Callum.\n- Callum works for Vantage Air.\n- Jonas works for Vantage Air.\n- Dmitri reports to Mara.\n- Northwind Systems was founded in 1976.\n- Nadia works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Amara works for Northwind Systems.\n- Nadia reports to Lucia.\n- Dmitri works for Northwind Systems.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32863", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 95702 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32864", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9744: employee Sofia M., hired 07 July 2024, separated 15 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-9744?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32865", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32866", "family": "intent_v3", "state": "Incoming support message:\n\"FW: I moved — update delivery for 20761\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32867", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32868", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32869", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 58303, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32870", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32871", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4183: employee Stefan S., hired 16 August 2024, separated 29 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4183?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32872", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32873", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5829: employee Mara R., hired 07 October 2021, separated 16 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5829?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Dmitri works for Beacon Insurance.\n- Atlas Freight is headquartered in Oslo.\n- Northwind Systems is headquartered in Oslo.\n- Sofia works for Northwind Systems.\n- Omar reports to Dmitri.\n- Nadia reports to Sofia.\n- Kenji reports to Omar.\n- Jonas reports to Nadia.\n- Zoya works for Northwind Systems.\n- Beacon Insurance is headquartered in Leeds.\n- Pablo works for Cedar Retail Group.\n- Zoya reports to Pablo.\n- Kenji works for Atlas Freight.\n- Cedar Retail Group is headquartered in Ghent.\n- Dmitri reports to Zoya.\n- Omar works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Cedar Retail Group was founded in 1982.\n- Northwind Systems was founded in 1994.\n- Atlas Freight was founded in 2009.\n- Pablo reports to Jonas.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Lyon", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Zoya.\n- Callum reports to Ravi.\n- Stefan reports to Chiara.\n- Pinnacle Software is headquartered in Dunedin.\n- Wren reports to Mateo.\n- Ravi works for Summit Energy.\n- Helios Logistics was founded in 1984.\n- Mateo works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Wren works for Helios Logistics.\n- Kenji works for Summit Energy.\n- Helios Logistics is headquartered in Lyon.\n- Yuki works for Helios Logistics.\n- Ravi reports to Omar.\n- Zoya reports to Kenji.\n- Omar reports to Yuki.\n- Priya works for Beacon Insurance.\n- Kenji reports to Priya.\n- Bruno reports to Stefan.\n- Beacon Insurance is headquartered in Dunedin.\n- Yuki reports to Bruno.\n- Zoya works for Pinnacle Software.\n- Chiara reports to Wren.\n- Stefan works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Summit Energy was founded in 1982.\n- Summit Energy is headquartered in Lyon.\n- Pinnacle Software was founded in 1996.\n- Omar works for Summit Energy.\n- Beacon Insurance was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32876", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32877", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32878", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32879", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32880", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32881", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-2 (VERSION 2, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-7813: employee Emeka S., hired 04 September 2024, separated 05 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-7813?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-7813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32882", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1156: employee Sofia M., hired 12 June 2024, separated 25 September 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1156?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32883", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32884", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Lattice Analytics.\n- Nadia works for Cobalt Health.\n- Crescent Telecom was founded in 1994.\n- Zoya reports to Mara.\n- Kenji works for Cobalt Health.\n- Emeka reports to Felix.\n- Lattice Analytics is headquartered in Adelaide.\n- Zoya works for Northwind Systems.\n- Mei reports to Nadia.\n- Northwind Systems was founded in 2003.\n- Cobalt Health is headquartered in Adelaide.\n- Mei works for Lattice Analytics.\n- Cobalt Health was founded in 2015.\n- Mara reports to Emeka.\n- Mara works for Cobalt Health.\n- Stefan works for Crescent Telecom.\n- Nadia reports to Zoya.\n- Crescent Telecom is headquartered in Adelaide.\n- Stefan reports to Kenji.\n- Felix works for Crescent Telecom.\n- Lattice Analytics was founded in 2007.\n- Northwind Systems is headquartered in Tampere.\n- Felix reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2013", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Felix reports to Priya.\n- Dmitri reports to Zoya.\n- Chiara works for Lattice Analytics.\n- Chiara reports to Mei.\n- Felix works for Meridian Bank.\n- Amara works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Mei works for Lattice Analytics.\n- Lucia reports to Chiara.\n- Cobalt Health was founded in 1985.\n- Dmitri works for Cobalt Health.\n- Mei reports to Tobias.\n- Lucia works for Meridian Bank.\n- Zoya reports to Amara.\n- Zoya works for Helios Logistics.\n- Hana reports to Dmitri.\n- Tessa reports to Felix.\n- Priya reports to Wren.\n- Tessa works for Lattice Analytics.\n- Wren reports to Lucia.\n- Lattice Analytics was founded in 1993.\n- Meridian Bank is headquartered in Tampere.\n- Hana works for Lattice Analytics.\n- Helios Logistics was founded in 1986.\n- Priya works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Helios Logistics is headquartered in Cork.\n- Cobalt Health is headquartered in Austin.\n- Tobias reports to Hana.\n- Meridian Bank was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32886", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32887", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32888", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 October 2025): For employees hired on or after 08 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2010: employee Tessa B., hired 25 July 2022, separated 01 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2010?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Leeds.\n- Sofia works for Summit Energy.\n- Emeka works for Summit Energy.\n- Viktor reports to Nadia.\n- Helios Logistics is headquartered in Ghent.\n- Emeka reports to Tessa.\n- Summit Energy was founded in 2009.\n- Viktor works for Summit Energy.\n- Crescent Telecom is headquartered in Leeds.\n- Sanne works for Helios Logistics.\n- Lucia works for Crescent Telecom.\n- Tessa reports to Viktor.\n- Pablo works for Crescent Telecom.\n- Cedar Retail Group was founded in 1982.\n- Helios Logistics was founded in 2001.\n- Sanne reports to Pablo.\n- Sofia reports to Sanne.\n- Nadia works for Cedar Retail Group.\n- Pablo reports to Lucia.\n- Tessa works for Helios Logistics.\n- Lucia reports to Emeka.\n- Crescent Telecom was founded in 1980.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32890", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3586: employee Sofia T., hired 02 December 2022, separated 12 December 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3586?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1983.\n- Tessa works for Meridian Bank.\n- Deshawn reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Elena works for Cedar Retail Group.\n- Aisha reports to Wren.\n- Meridian Bank was founded in 1984.\n- Meridian Bank is headquartered in Porto.\n- Nadia reports to Elena.\n- Felix works for Cedar Retail Group.\n- Mateo reports to Mei.\n- Bluepine Aviation is headquartered in Turku.\n- Stefan reports to Deshawn.\n- Mei works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Lattice Analytics was founded in 1987.\n- Cedar Retail Group is headquartered in Turku.\n- Felix reports to Tessa.\n- Bluepine Aviation was founded in 2012.\n- Nadia works for Bluepine Aviation.\n- Wren works for Lattice Analytics.\n- Mei reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Deshawn works for Meridian Bank.\n- Tessa reports to Nadia.\n- Mateo works for Lattice Analytics.\n- Elena reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32892", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 March 2025): For employees hired on or after 28 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5104: employee Tessa B., hired 21 June 2022, separated 05 October 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5104?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32893", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32894", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 3, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6576: employee Bruno S., hired 25 February 2022, separated 12 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6576?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32895", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sanne.\n- Cobalt Health is headquartered in Nagoya.\n- Leila works for Atlas Freight.\n- Elena reports to Pablo.\n- Meridian Bank is headquartered in Nagoya.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Tessa reports to Stefan.\n- Stefan works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Deshawn reports to Hana.\n- Hana works for Cobalt Health.\n- Pablo reports to Leila.\n- Atlas Freight was founded in 2009.\n- Sanne reports to Tessa.\n- Atlas Freight is headquartered in Cork.\n- Crescent Telecom was founded in 2004.\n- Deshawn works for Crescent Telecom.\n- Tessa works for Atlas Freight.\n- Yuki reports to Elena.\n- Sanne works for Meridian Bank.\n- Elena works for Atlas Freight.\n- Zoya reports to Deshawn.\n- Meridian Bank was founded in 1982.\n- Cobalt Health was founded in 1987.\n- Stefan reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32897", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6492: employee Zoya R., hired 03 July 2023, separated 01 June 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6492?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6492 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Zoya works for Crescent Telecom.\n- Stefan reports to Callum.\n- Cedar Retail Group was founded in 1989.\n- Felix works for Crescent Telecom.\n- Nadia reports to Jonas.\n- Deshawn works for Summit Energy.\n- Cedar Retail Group is headquartered in Porto.\n- Callum works for Cobalt Health.\n- Summit Energy is headquartered in Leeds.\n- Felix reports to Deshawn.\n- Emeka reports to Nadia.\n- Jonas works for Cobalt Health.\n- Callum reports to Emeka.\n- Zoya reports to Elena.\n- Mei reports to Stefan.\n- Stefan works for Cobalt Health.\n- Tessa reports to Kenji.\n- Crescent Telecom was founded in 1980.\n- Elena reports to Felix.\n- Kenji works for Cobalt Health.\n- Crescent Telecom is headquartered in Leeds.\n- Nadia works for Crescent Telecom.\n- Cobalt Health is headquartered in Malmo.\n- Summit Energy was founded in 2009.\n- Elena works for Cobalt Health.\n- Mei works for Cedar Retail Group.\n- Emeka works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Tessa works for Cedar Retail Group.\n- Deshawn reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32899", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32900", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Refill Rx — requests medication refill", "4": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32901", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Change Seat — changes seat assignment", "2": "Book Flight — books airfare", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32902", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32903", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6907: employee Deshawn B., hired 22 March 2024, separated 31 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-6907 under the controlling rules.", "criteria": {"0": "$1,200", "1": "$1,500", "2": "$8,667", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32904", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 07 November 2022): For employees hired on or after 07 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8832: employee Amara M., hired 25 January 2021, separated 07 January 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2025-8832 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$4,000", "2": "$2,850", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8832 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32905", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 April 2023): For employees hired on or after 11 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8945: employee Tobias T., hired 11 August 2019, separated 22 December 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8945?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32906", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32907", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3360: employee Jonas T., hired 04 November 2021, separated 25 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3360?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3360 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32908", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Pinnacle Software is headquartered in Nagoya.\n- Sanne reports to Viktor.\n- Emeka reports to Tessa.\n- Atlas Freight is headquartered in Basel.\n- Mei works for Vantage Air.\n- Felix works for Crescent Telecom.\n- Viktor reports to Sofia.\n- Pinnacle Software was founded in 2007.\n- Emeka works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Chiara reports to Sanne.\n- Felix reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Vantage Air was founded in 1995.\n- Crescent Telecom was founded in 1976.\n- Viktor works for Vantage Air.\n- Atlas Freight was founded in 1980.\n- Sofia reports to Mei.\n- Mei reports to Emeka.\n- Crescent Telecom is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1976.\n- Deshawn works for Atlas Freight.\n- Lucia reports to Elena.\n- Meridian Bank was founded in 2007.\n- Cedar Retail Group is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1977.\n- Felix works for Meridian Bank.\n- Yuki reports to Aisha.\n- Elena reports to Felix.\n- Meridian Bank is headquartered in Halifax.\n- Hana reports to Deshawn.\n- Aisha reports to Hana.\n- Yuki works for Pinnacle Software.\n- Felix reports to Priya.\n- Priya reports to Yuki.\n- Lucia works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Priya works for Atlas Freight.\n- Elena works for Meridian Bank.\n- Atlas Freight is headquartered in Valencia.\n- Atlas Freight was founded in 2010.\n- Hana works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32911", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Deprovision — removes access for a leaver", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32912", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32913", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2920: employee Omar T., hired 30 April 2023, separated 27 August 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2025-2920 under the controlling rules.", "criteria": {"0": "$10,150", "1": "$12,150", "2": "$43,983", "3": "$10,062"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2920 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Meridian Bank is headquartered in Brno.\n- Mei works for Meridian Bank.\n- Stefan reports to Zoya.\n- Meridian Bank was founded in 1997.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Aisha.\n- Zoya reports to Dmitri.\n- Amara works for Meridian Bank.\n- Fernhill Foods is headquartered in Tallinn.\n- Bluepine Aviation was founded in 2014.\n- Aisha reports to Anders.\n- Lattice Analytics was founded in 2012.\n- Sofia reports to Mei.\n- Stefan works for Fernhill Foods.\n- Anders works for Meridian Bank.\n- Amara reports to Sofia.\n- Sofia works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Lattice Analytics is headquartered in Tallinn.\n- Mei reports to Stefan.\n- Bluepine Aviation is headquartered in Ghent.\n- Fernhill Foods was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32915", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32916", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32917", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 59869 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32918", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Callum.\n- Tessa works for Meridian Bank.\n- Aisha reports to Emeka.\n- Cedar Retail Group was founded in 1992.\n- Summit Energy was founded in 1995.\n- Aisha works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tampere.\n- Meridian Bank is headquartered in Oslo.\n- Sanne works for Atlas Freight.\n- Viktor works for Cedar Retail Group.\n- Callum reports to Felix.\n- Meridian Bank was founded in 1975.\n- Emeka works for Summit Energy.\n- Tessa reports to Viktor.\n- Deshawn reports to Aisha.\n- Atlas Freight was founded in 1985.\n- Deshawn works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Brno.\n- Felix reports to Deshawn.\n- Felix works for Meridian Bank.\n- Emeka reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Brno", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32920", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 23 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3079: employee Tessa B., hired 30 June 2021, separated 07 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3079?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32921", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 September 2025): For employees hired on or after 05 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9392: employee Jonas K., hired 03 November 2022, separated 29 August 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9392?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32922", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 7, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9868: employee Callum T., hired 30 July 2020, separated 19 August 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-9868 under the controlling rules.", "criteria": {"0": "$33,042", "1": "$7,625", "2": "$7,687", "3": "$7,125"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9868 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32923", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Northwind Systems.\n- Chiara works for Summit Energy.\n- Emeka reports to Yuki.\n- Kenji works for Summit Energy.\n- Wren works for Northwind Systems.\n- Yuki works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Jonas reports to Dmitri.\n- Helios Logistics is headquartered in Halifax.\n- Summit Energy was founded in 2010.\n- Lattice Analytics was founded in 1976.\n- Northwind Systems is headquartered in Halifax.\n- Dmitri reports to Lucia.\n- Helios Logistics was founded in 1978.\n- Dmitri works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Northwind Systems was founded in 1996.\n- Ingrid works for Northwind Systems.\n- Lattice Analytics is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Yuki reports to Ingrid.\n- Mei reports to Emeka.\n- Chiara reports to Kenji.\n- Mei works for Lattice Analytics.\n- Kenji reports to Wren.\n- Ingrid reports to Jonas.\n- Wren reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32925", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 42792, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Dmitri.\n- Beacon Insurance is headquartered in Brno.\n- Omar reports to Mara.\n- Bluepine Aviation is headquartered in Nagoya.\n- Wren works for Cedar Retail Group.\n- Priya works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Dmitri works for Bluepine Aviation.\n- Beacon Insurance was founded in 1986.\n- Cedar Retail Group was founded in 2006.\n- Ironwood Manufacturing is headquartered in Brno.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Priya.\n- Yuki works for Cedar Retail Group.\n- Wren reports to Omar.\n- Bluepine Aviation was founded in 2013.\n- Mara reports to Tessa.\n- Yuki reports to Wren.\n- Omar works for Cedar Retail Group.\n- Tessa reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Callum works for Ironwood Manufacturing.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1998.\n- Kenji works for Ironwood Manufacturing.\n- Elena reports to Sofia.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Anders reports to Elena.\n- Ingrid reports to Mateo.\n- Wren works for Ironwood Manufacturing.\n- Kenji reports to Deshawn.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Hana.\n- Hana reports to Kenji.\n- Vantage Air is headquartered in Porto.\n- Deshawn works for Meridian Bank.\n- Callum reports to Lucia.\n- Wren reports to Callum.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Vantage Air was founded in 2003.\n- Ironwood Manufacturing was founded in 1975.\n- Ingrid works for Meridian Bank.\n- Hana works for Vantage Air.\n- Anders works for Summit Energy.\n- Lucia works for Summit Energy.\n- Mateo reports to Dmitri.\n- Lucia reports to Ingrid.\n- Elena works for Meridian Bank.\n- Sofia reports to Wren.\n- Summit Energy was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-32928", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Elena reports to Callum.\n- Mateo works for Ironwood Manufacturing.\n- Mateo reports to Yuki.\n- Felix works for Ironwood Manufacturing.\n- Sanne works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Callum works for Northwind Systems.\n- Kenji reports to Elena.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Deshawn works for Summit Energy.\n- Cobalt Health was founded in 1990.\n- Bruno works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Summit Energy was founded in 1975.\n- Stefan reports to Bruno.\n- Kenji works for Summit Energy.\n- Wren reports to Kenji.\n- Yuki reports to Mara.\n- Summit Energy is headquartered in Porto.\n- Sanne reports to Stefan.\n- Stefan works for Northwind Systems.\n- Callum reports to Deshawn.\n- Cobalt Health is headquartered in Porto.\n- Mara reports to Sanne.\n- Felix reports to Wren.\n- Northwind Systems is headquartered in Dunedin.\n- Northwind Systems was founded in 2001.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1994.\n- Deshawn reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1988", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32929", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6394: employee Callum M., hired 24 October 2021, separated 17 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6394?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6394 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32930", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32931", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7782: employee Leila A., hired 26 August 2023, separated 26 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7782?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software was founded in 2004.\n- Bruno works for Crescent Telecom.\n- Cobalt Health was founded in 2006.\n- Bruno reports to Mei.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1991.\n- Mara reports to Emeka.\n- Elena reports to Omar.\n- Sofia reports to Mara.\n- Hana reports to Elena.\n- Omar works for Beacon Insurance.\n- Mei reports to Pablo.\n- Hana works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Deshawn reports to Hana.\n- Emeka reports to Bruno.\n- Pablo reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Pablo works for Pinnacle Software.\n- Ingrid works for Beacon Insurance.\n- Omar reports to Sofia.\n- Crescent Telecom is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Ghent.\n- Sofia works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Crescent Telecom was founded in 1998.\n- Priya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32933", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Valencia.\n- Summit Energy was founded in 1987.\n- Ravi works for Beacon Insurance.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Lucia works for Cobalt Health.\n- Beacon Insurance was founded in 1977.\n- Lucia reports to Sofia.\n- Pablo reports to Viktor.\n- Jonas works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Zoya works for Cobalt Health.\n- Nadia works for Meridian Bank.\n- Ravi reports to Omar.\n- Nadia reports to Mara.\n- Pablo works for Summit Energy.\n- Anders works for Beacon Insurance.\n- Jonas reports to Lucia.\n- Mara reports to Pablo.\n- Summit Energy is headquartered in Ghent.\n- Mara works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Omar reports to Priya.\n- Beacon Insurance is headquartered in Ghent.\n- Sofia works for Cobalt Health.\n- Meridian Bank was founded in 1975.\n- Priya reports to Zoya.\n- Viktor reports to Anders.\n- Omar works for Meridian Bank.\n- Zoya reports to Jonas.\n- Anders reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Austin.\n- Fernhill Foods was founded in 1987.\n- Summit Energy was founded in 2012.\n- Aisha works for Beacon Insurance.\n- Summit Energy is headquartered in Tallinn.\n- Aisha reports to Nadia.\n- Kenji works for Fernhill Foods.\n- Nadia reports to Kenji.\n- Hana works for Beacon Insurance.\n- Mei reports to Bruno.\n- Bruno reports to Elena.\n- Sofia works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Mei works for Beacon Insurance.\n- Northwind Systems was founded in 2012.\n- Sofia reports to Aisha.\n- Beacon Insurance was founded in 1980.\n- Kenji reports to Mei.\n- Nadia works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Elena reports to Hana.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32937", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32938", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 7, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9498: employee Jonas T., hired 13 April 2022, separated 22 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9498?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9498 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-32939", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9535: employee Jonas A., hired 06 December 2022, separated 28 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9535?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-32940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Zoya.\n- Elena reports to Leila.\n- Bluepine Aviation was founded in 1995.\n- Kenji works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Leila works for Bluepine Aviation.\n- Zoya works for Atlas Freight.\n- Bluepine Aviation is headquartered in Oslo.\n- Bruno reports to Kenji.\n- Leila reports to Viktor.\n- Lattice Analytics is headquartered in Porto.\n- Deshawn reports to Pablo.\n- Meridian Bank was founded in 1978.\n- Bruno works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Pablo works for Bluepine Aviation.\n- Meridian Bank is headquartered in Bergen.\n- Pablo reports to Bruno.\n- Lattice Analytics was founded in 1991.\n- Atlas Freight was founded in 1980.\n- Atlas Freight is headquartered in Porto.\n- Viktor reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Oslo.\n- Aisha reports to Kenji.\n- Leila works for Beacon Insurance.\n- Omar works for Cedar Retail Group.\n- Meridian Bank was founded in 2010.\n- Meridian Bank is headquartered in Porto.\n- Bluepine Aviation was founded in 1980.\n- Kenji works for Meridian Bank.\n- Omar reports to Ingrid.\n- Amara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1996.\n- Sanne works for Beacon Insurance.\n- Ingrid works for Cedar Retail Group.\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Oslo.\n- Ingrid reports to Leila.\n- Bluepine Aviation is headquartered in Tampere.\n- Deshawn reports to Amara.\n- Sanne reports to Omar.\n- Kenji reports to Deshawn.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1978.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32943", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "check_logs", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32944", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Sanne works for Crescent Telecom.\n- Fernhill Foods was founded in 2008.\n- Fernhill Foods is headquartered in Oslo.\n- Mara works for Crescent Telecom.\n- Anders reports to Bruno.\n- Ironwood Manufacturing was founded in 1997.\n- Anders works for Ironwood Manufacturing.\n- Elena works for Helios Logistics.\n- Bruno works for Crescent Telecom.\n- Aisha works for Helios Logistics.\n- Amara reports to Sofia.\n- Priya works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Mara reports to Chiara.\n- Elena reports to Stefan.\n- Crescent Telecom is headquartered in Nagoya.\n- Priya reports to Emeka.\n- Emeka reports to Anders.\n- Helios Logistics is headquartered in Turku.\n- Stefan reports to Sanne.\n- Emeka works for Crescent Telecom.\n- Sanne reports to Amara.\n- Helios Logistics was founded in 2001.\n- Chiara reports to Aisha.\n- Sofia reports to Mara.\n- Bruno reports to Elena.\n- Stefan works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32946", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 01 October 2024): For employees hired on or after 01 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4921: employee Sanne A., hired 26 May 2023, separated 27 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-4921?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Felix.\n- Omar reports to Bruno.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 2004.\n- Lucia reports to Aisha.\n- Bluepine Aviation was founded in 2010.\n- Summit Energy is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Halifax.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1992.\n- Tobias reports to Omar.\n- Pinnacle Software is headquartered in Nagoya.\n- Bruno works for Pinnacle Software.\n- Lucia works for Cedar Retail Group.\n- Bruno reports to Priya.\n- Bluepine Aviation is headquartered in Brno.\n- Callum reports to Tobias.\n- Priya works for Pinnacle Software.\n- Summit Energy was founded in 1984.\n- Felix works for Cedar Retail Group.\n- Priya reports to Lucia.\n- Callum works for Bluepine Aviation.\n- Aisha works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Valencia", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Brno.\n- Ravi works for Ironwood Manufacturing.\n- Deshawn reports to Zoya.\n- Vantage Air is headquartered in Brno.\n- Zoya reports to Kenji.\n- Zoya works for Beacon Insurance.\n- Vantage Air was founded in 1994.\n- Priya reports to Elena.\n- Cedar Retail Group is headquartered in Nagoya.\n- Elena works for Cedar Retail Group.\n- Kenji works for Vantage Air.\n- Deshawn works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Cedar Retail Group was founded in 1985.\n- Ironwood Manufacturing was founded in 2014.\n- Anders reports to Ravi.\n- Beacon Insurance was founded in 2012.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Elena reports to Deshawn.\n- Kenji reports to Dmitri.\n- Ravi reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2007", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32949", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7307: employee Viktor A., hired 15 December 2023, separated 18 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7307?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-32950", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32951", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "weather", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32952", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7876: employee Zoya A., hired 11 August 2021, separated 06 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7876?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7876 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32953", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32954", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 52289 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "request_refund", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32955", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-5651: employee Callum R., hired 06 October 2020, separated 15 November 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-5651?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-5651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Bruno reports to Felix.\n- Mateo works for Atlas Freight.\n- Lattice Analytics was founded in 1981.\n- Crescent Telecom was founded in 2006.\n- Lattice Analytics is headquartered in Valencia.\n- Crescent Telecom is headquartered in Valencia.\n- Atlas Freight was founded in 2015.\n- Mei reports to Bruno.\n- Sofia works for Lattice Analytics.\n- Chiara works for Crescent Telecom.\n- Vantage Air was founded in 1995.\n- Atlas Freight is headquartered in Valencia.\n- Sofia reports to Mateo.\n- Bruno works for Vantage Air.\n- Mateo reports to Chiara.\n- Felix reports to Wren.\n- Chiara reports to Deshawn.\n- Vantage Air is headquartered in Tampere.\n- Mei works for Crescent Telecom.\n- Wren reports to Sofia.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32957", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2763: employee Wren A., hired 19 July 2021, separated 11 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2763?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32958", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-4 (VERSION 4, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 January 2025): For employees hired on or after 05 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7965: employee Pablo M., hired 20 March 2022, separated 11 January 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-7965 under the controlling rules.", "criteria": {"0": "$9,865", "1": "$45,000", "2": "$10,385", "3": "$10,885"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32959", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Bruno.\n- Beacon Insurance was founded in 2005.\n- Atlas Freight was founded in 2010.\n- Yuki reports to Mei.\n- Bruno works for Vantage Air.\n- Beacon Insurance is headquartered in Ghent.\n- Emeka reports to Pablo.\n- Yuki works for Atlas Freight.\n- Northwind Systems was founded in 2008.\n- Deshawn reports to Tessa.\n- Northwind Systems is headquartered in Ghent.\n- Stefan works for Beacon Insurance.\n- Pablo reports to Stefan.\n- Vantage Air was founded in 1975.\n- Stefan reports to Deshawn.\n- Bruno reports to Emeka.\n- Mei works for Beacon Insurance.\n- Emeka works for Northwind Systems.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Deshawn works for Beacon Insurance.\n- Pablo works for Vantage Air.\n- Atlas Freight is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1973", "2": "1975", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-32961", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Dmitri reports to Zoya.\n- Meridian Bank is headquartered in Adelaide.\n- Pinnacle Software was founded in 1994.\n- Dmitri works for Meridian Bank.\n- Mara works for Pinnacle Software.\n- Sanne reports to Leila.\n- Ravi reports to Sanne.\n- Callum reports to Dmitri.\n- Pinnacle Software is headquartered in Oslo.\n- Crescent Telecom was founded in 2008.\n- Meridian Bank was founded in 2005.\n- Fernhill Foods was founded in 1993.\n- Crescent Telecom is headquartered in Oslo.\n- Chiara works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Mara reports to Chiara.\n- Leila works for Crescent Telecom.\n- Callum works for Meridian Bank.\n- Ravi works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Leila reports to Mara.\n- Chiara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Zoya reports to Viktor.\n- Jonas reports to Amara.\n- Northwind Systems was founded in 2015.\n- Ingrid reports to Leila.\n- Bruno works for Northwind Systems.\n- Zoya works for Summit Energy.\n- Atlas Freight is headquartered in Leeds.\n- Sanne reports to Elena.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Summit Energy was founded in 1999.\n- Viktor works for Atlas Freight.\n- Deshawn reports to Zoya.\n- Elena works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Leila works for Northwind Systems.\n- Amara works for Summit Energy.\n- Sanne works for Summit Energy.\n- Atlas Freight was founded in 2001.\n- Aisha works for Northwind Systems.\n- Aisha reports to Sanne.\n- Bruno reports to Aisha.\n- Summit Energy is headquartered in Leeds.\n- Viktor reports to Ingrid.\n- Leila reports to Jonas.\n- Ironwood Manufacturing was founded in 2010.\n- Kenji works for Atlas Freight.\n- Kenji reports to Bruno.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32964", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 22 August 2022): For employees hired on or after 22 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5309: employee Felix M., hired 25 April 2020, separated 25 May 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-5309 under the controlling rules.", "criteria": {"0": "$9,400", "1": "$10,400", "2": "$9,300", "3": "$40,733"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32965", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7794: employee Tobias B., hired 24 April 2022, separated 18 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7794?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7794 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Crescent Telecom.\n- Callum reports to Pablo.\n- Ingrid reports to Aisha.\n- Wren reports to Amara.\n- Anders reports to Sofia.\n- Cedar Retail Group is headquartered in Cork.\n- Wren works for Atlas Freight.\n- Summit Energy is headquartered in Oslo.\n- Aisha reports to Callum.\n- Crescent Telecom was founded in 1983.\n- Summit Energy was founded in 2003.\n- Aisha works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Tessa works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Callum works for Cedar Retail Group.\n- Tessa reports to Wren.\n- Jonas reports to Ingrid.\n- Crescent Telecom is headquartered in Nagoya.\n- Amara reports to Omar.\n- Pablo reports to Tessa.\n- Pablo works for Crescent Telecom.\n- Sofia reports to Jonas.\n- Amara works for Summit Energy.\n- Omar reports to Chiara.\n- Atlas Freight was founded in 1981.\n- Atlas Freight is headquartered in Tampere.\n- Ingrid works for Summit Energy.\n- Jonas works for Atlas Freight.\n- Sofia works for Summit Energy.\n- Cedar Retail Group was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32967", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 09 February 2023): For employees hired on or after 09 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-8458: employee Pablo M., hired 08 December 2022, separated 23 January 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-8458 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$0", "2": "$8,667", "3": "$1,650"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-8458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32968", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32969", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32970", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32971", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-8 (VERSION 3, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 04 November 2025): For employees hired on or after 04 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9637: employee Amara M., hired 02 August 2023, separated 11 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9637?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1986.\n- Pinnacle Software is headquartered in Oslo.\n- Ravi reports to Mateo.\n- Pinnacle Software was founded in 1987.\n- Lattice Analytics was founded in 2015.\n- Deshawn reports to Ravi.\n- Pablo reports to Ingrid.\n- Elena reports to Deshawn.\n- Kenji works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Pablo works for Pinnacle Software.\n- Stefan reports to Mei.\n- Mateo reports to Felix.\n- Kenji reports to Stefan.\n- Ravi works for Cobalt Health.\n- Mateo works for Beacon Insurance.\n- Cobalt Health was founded in 2004.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Ingrid works for Lattice Analytics.\n- Cobalt Health is headquartered in Malmo.\n- Lattice Analytics is headquartered in Lyon.\n- Felix reports to Kenji.\n- Mei reports to Tessa.\n- Mei works for Beacon Insurance.\n- Elena works for Cobalt Health.\n- Tessa reports to Pablo.\n- Felix works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Nadia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Aisha reports to Zoya.\n- Helios Logistics is headquartered in Austin.\n- Aisha works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Cobalt Health was founded in 1977.\n- Emeka works for Atlas Freight.\n- Beacon Insurance was founded in 1985.\n- Zoya works for Beacon Insurance.\n- Cobalt Health is headquartered in Nagoya.\n- Emeka reports to Kenji.\n- Atlas Freight was founded in 2008.\n- Nadia reports to Emeka.\n- Ravi reports to Nadia.\n- Jonas reports to Aisha.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Ravi works for Atlas Freight.\n- Helios Logistics was founded in 1987.\n- Leila reports to Jonas.\n- Beacon Insurance is headquartered in Malmo.\n- Leila works for Cobalt Health.\n- Kenji reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Chiara.\n- Vantage Air was founded in 1975.\n- Ironwood Manufacturing was founded in 1997.\n- Deshawn reports to Jonas.\n- Chiara works for Ironwood Manufacturing.\n- Callum reports to Lucia.\n- Anders works for Vantage Air.\n- Emeka reports to Tessa.\n- Tessa reports to Sanne.\n- Emeka works for Cedar Retail Group.\n- Crescent Telecom was founded in 2007.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Crescent Telecom is headquartered in Basel.\n- Lucia reports to Viktor.\n- Sanne works for Vantage Air.\n- Cedar Retail Group was founded in 1992.\n- Deshawn works for Ironwood Manufacturing.\n- Callum works for Vantage Air.\n- Chiara reports to Emeka.\n- Sanne reports to Deshawn.\n- Cedar Retail Group is headquartered in Ghent.\n- Vantage Air is headquartered in Basel.\n- Jonas works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Viktor works for Ironwood Manufacturing.\n- Anders reports to Callum.\n- Tessa works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32976", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 11 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7235: employee Yuki R., hired 15 October 2020, separated 06 February 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-7235 under the controlling rules.", "criteria": {"0": "$10,721", "1": "$55,125", "2": "$12,721", "3": "$12,851"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32977", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Chiara.\n- Bruno works for Meridian Bank.\n- Fernhill Foods is headquartered in Halifax.\n- Northwind Systems was founded in 2014.\n- Callum works for Meridian Bank.\n- Chiara works for Northwind Systems.\n- Chiara reports to Omar.\n- Elena reports to Yuki.\n- Tobias reports to Bruno.\n- Fernhill Foods was founded in 2006.\n- Meridian Bank was founded in 1977.\n- Kenji reports to Tessa.\n- Tessa reports to Elena.\n- Vantage Air is headquartered in Halifax.\n- Kenji works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Meridian Bank is headquartered in Nagoya.\n- Omar works for Meridian Bank.\n- Sofia works for Northwind Systems.\n- Omar reports to Kenji.\n- Tessa works for Fernhill Foods.\n- Yuki reports to Sofia.\n- Elena works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Vantage Air was founded in 1978.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Halifax", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-32979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Hana reports to Lucia.\n- Tobias works for Cedar Retail Group.\n- Anders reports to Hana.\n- Zoya reports to Emeka.\n- Atlas Freight was founded in 1999.\n- Emeka works for Lattice Analytics.\n- Lucia reports to Ingrid.\n- Bluepine Aviation is headquartered in Leeds.\n- Lattice Analytics was founded in 1994.\n- Anders works for Cedar Retail Group.\n- Tobias reports to Anders.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid works for Atlas Freight.\n- Emeka reports to Tobias.\n- Atlas Freight is headquartered in Porto.\n- Cedar Retail Group is headquartered in Austin.\n- Zoya works for Atlas Freight.\n- Hana works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2012.\n- Bluepine Aviation was founded in 1999.\n- Lucia works for Atlas Freight.\n- Ingrid reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32980", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6017: employee Anders A., hired 25 November 2020, separated 07 July 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6017?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32981", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1982.\n- Northwind Systems was founded in 1997.\n- Kenji reports to Pablo.\n- Chiara works for Helios Logistics.\n- Beacon Insurance was founded in 2001.\n- Jonas works for Crescent Telecom.\n- Helios Logistics is headquartered in Adelaide.\n- Kenji works for Beacon Insurance.\n- Sanne works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Nadia works for Helios Logistics.\n- Beacon Insurance is headquartered in Porto.\n- Leila reports to Jonas.\n- Mei works for Crescent Telecom.\n- Tessa reports to Chiara.\n- Dmitri reports to Viktor.\n- Jonas reports to Nadia.\n- Tessa works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Dmitri works for Northwind Systems.\n- Sanne reports to Hana.\n- Leila works for Northwind Systems.\n- Pablo reports to Tessa.\n- Helios Logistics was founded in 1999.\n- Hana reports to Leila.\n- Nadia reports to Mei.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Porto.\n- Viktor reports to Kenji.\n- Chiara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-32982", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-32983", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Swap order 29311 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-32984", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32985", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32986", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-32987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Basel.\n- Callum reports to Hana.\n- Yuki reports to Nadia.\n- Vantage Air was founded in 1980.\n- Nadia reports to Chiara.\n- Ingrid reports to Kenji.\n- Pinnacle Software was founded in 2003.\n- Hana reports to Yuki.\n- Omar reports to Priya.\n- Nadia works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Valencia.\n- Bluepine Aviation was founded in 2013.\n- Sanne reports to Ingrid.\n- Chiara reports to Dmitri.\n- Aisha reports to Sanne.\n- Dmitri reports to Omar.\n- Callum works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Porto.\n- Dmitri works for Bluepine Aviation.\n- Priya reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Crescent Telecom was founded in 1988.\n- Crescent Telecom is headquartered in Dunedin.\n- Aisha works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-32988", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-32989", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-32990", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 31 July 2025): For employees hired on or after 31 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9863: employee Kenji A., hired 18 May 2024, separated 18 November 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9863?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9863 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-32991", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-32992", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-2 (VERSION 5, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 February 2023): For employees hired on or after 16 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6784: employee Stefan A., hired 03 January 2023, separated 16 August 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6784?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32993", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 August 2025): For employees hired on or after 25 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4281: employee Nadia R., hired 27 April 2024, separated 24 December 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4281?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-32994", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 07 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 07 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9756: employee Mara M., hired 28 February 2023, separated 29 July 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-9756 under the controlling rules.", "criteria": {"0": "$11,231", "1": "$40,000", "2": "$9,231", "3": "$4,846"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-32995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1975.\n- Fernhill Foods is headquartered in Austin.\n- Ravi reports to Lucia.\n- Anders works for Northwind Systems.\n- Bruno works for Lattice Analytics.\n- Fernhill Foods was founded in 1976.\n- Ravi works for Lattice Analytics.\n- Kenji reports to Wren.\n- Priya reports to Bruno.\n- Kenji works for Northwind Systems.\n- Lattice Analytics was founded in 2012.\n- Lucia reports to Sanne.\n- Northwind Systems was founded in 1981.\n- Sanne works for Fernhill Foods.\n- Lattice Analytics is headquartered in Leeds.\n- Hana works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Cork.\n- Hana reports to Stefan.\n- Wren reports to Anders.\n- Wren works for Lattice Analytics.\n- Stefan works for Fernhill Foods.\n- Bruno reports to Kenji.\n- Stefan reports to Ravi.\n- Lucia works for Lattice Analytics.\n- Sanne reports to Priya.\n- Northwind Systems is headquartered in Cork.\n- Priya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-32996", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-32997", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3626: employee Nadia R., hired 15 December 2021, separated 08 September 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3626?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-32998", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-32999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Stefan.\n- Crescent Telecom was founded in 1988.\n- Fernhill Foods was founded in 2010.\n- Dmitri reports to Sanne.\n- Emeka works for Fernhill Foods.\n- Crescent Telecom is headquartered in Turku.\n- Leila works for Northwind Systems.\n- Sanne works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Turku.\n- Anders works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1983.\n- Stefan works for Crescent Telecom.\n- Dmitri works for Northwind Systems.\n- Hana works for Ironwood Manufacturing.\n- Sanne reports to Bruno.\n- Leila reports to Anders.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mara works for Fernhill Foods.\n- Mara reports to Emeka.\n- Hana reports to Dmitri.\n- Stefan reports to Leila.\n- Pablo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2006.\n- Bruno reports to Pablo.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1981", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ingrid.\n- Beacon Insurance was founded in 2001.\n- Wren works for Helios Logistics.\n- Meridian Bank was founded in 1986.\n- Lattice Analytics was founded in 2000.\n- Helios Logistics was founded in 1998.\n- Meridian Bank is headquartered in Porto.\n- Ingrid works for Beacon Insurance.\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Leeds.\n- Amara works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Sofia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Tessa works for Beacon Insurance.\n- Mei works for Lattice Analytics.\n- Mei reports to Wren.\n- Anders reports to Kenji.\n- Helios Logistics is headquartered in Malmo.\n- Kenji reports to Tessa.\n- Sofia reports to Anders.\n- Ingrid reports to Amara.\n- Tessa reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33001", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 May 2025): For employees hired on or after 19 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2484: employee Pablo S., hired 25 August 2021, separated 31 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2484?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33002", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 October 2024): For employees hired on or after 28 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3338: employee Stefan S., hired 17 April 2023, separated 30 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3338?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Nadia reports to Ravi.\n- Jonas works for Pinnacle Software.\n- Callum reports to Bruno.\n- Fernhill Foods is headquartered in Dunedin.\n- Bruno reports to Hana.\n- Crescent Telecom is headquartered in Ghent.\n- Vantage Air is headquartered in Adelaide.\n- Bruno works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Jonas reports to Leila.\n- Leila reports to Dmitri.\n- Stefan reports to Jonas.\n- Crescent Telecom was founded in 1984.\n- Ravi works for Vantage Air.\n- Vantage Air was founded in 1982.\n- Tessa reports to Stefan.\n- Viktor reports to Nadia.\n- Callum works for Crescent Telecom.\n- Pinnacle Software was founded in 1977.\n- Tobias works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Tessa works for Crescent Telecom.\n- Tobias reports to Callum.\n- Pinnacle Software is headquartered in Nagoya.\n- Hana reports to Tessa.\n- Fernhill Foods was founded in 1977.\n- Stefan works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Helios Logistics is headquartered in Ghent.\n- Stefan works for Lattice Analytics.\n- Summit Energy was founded in 2005.\n- Emeka works for Pinnacle Software.\n- Mei reports to Ingrid.\n- Lattice Analytics is headquartered in Basel.\n- Mei works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Pinnacle Software was founded in 1976.\n- Emeka reports to Mei.\n- Jonas works for Lattice Analytics.\n- Elena reports to Stefan.\n- Helios Logistics was founded in 1978.\n- Pinnacle Software is headquartered in Valencia.\n- Ingrid reports to Priya.\n- Priya reports to Elena.\n- Lattice Analytics was founded in 2012.\n- Stefan reports to Pablo.\n- Summit Energy is headquartered in Basel.\n- Jonas reports to Emeka.\n- Priya works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Wren.\n- Northwind Systems is headquartered in Oslo.\n- Mara works for Helios Logistics.\n- Pablo works for Northwind Systems.\n- Ingrid reports to Amara.\n- Wren reports to Pablo.\n- Helios Logistics is headquartered in Oslo.\n- Sanne reports to Mara.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Sanne.\n- Pablo reports to Sofia.\n- Sofia works for Helios Logistics.\n- Ingrid works for Bluepine Aviation.\n- Sanne works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Crescent Telecom was founded in 1999.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Amara reports to Lucia.\n- Northwind Systems was founded in 1982.\n- Helios Logistics was founded in 2006.\n- Bluepine Aviation is headquartered in Austin.\n- Bluepine Aviation was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33006", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33007", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7018: employee Ravi T., hired 01 August 2023, separated 27 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-7018?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33008", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 November 2025): For employees hired on or after 22 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9751: employee Mara K., hired 15 February 2025, separated 01 September 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-9751 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$2,000", "2": "$4,000", "3": "$8,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33009", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 July 2025): For employees hired on or after 30 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6660: employee Mateo A., hired 29 July 2023, separated 01 February 2027 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6660?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mateo.\n- Mateo reports to Emeka.\n- Mei works for Bluepine Aviation.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Adelaide.\n- Chiara reports to Mei.\n- Vantage Air was founded in 2011.\n- Zoya reports to Callum.\n- Priya reports to Viktor.\n- Bluepine Aviation was founded in 2000.\n- Emeka reports to Chiara.\n- Emeka works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Yuki reports to Zoya.\n- Vantage Air is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei reports to Yuki.\n- Callum reports to Sofia.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Adelaide.\n- Zoya works for Ironwood Manufacturing.\n- Priya works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Lattice Analytics was founded in 1977.\n- Ironwood Manufacturing was founded in 1988.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2006", "3": "2014"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33011", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 84326, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods was founded in 2009.\n- Sanne reports to Priya.\n- Omar reports to Nadia.\n- Lattice Analytics is headquartered in Tallinn.\n- Zoya reports to Sanne.\n- Lattice Analytics was founded in 2002.\n- Mei works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Crescent Telecom is headquartered in Oslo.\n- Summit Energy was founded in 2010.\n- Omar works for Crescent Telecom.\n- Tobias reports to Mei.\n- Wren reports to Mateo.\n- Crescent Telecom was founded in 2005.\n- Kenji reports to Anders.\n- Fernhill Foods is headquartered in Oslo.\n- Jonas reports to Zoya.\n- Priya reports to Kenji.\n- Jonas works for Fernhill Foods.\n- Mei reports to Omar.\n- Summit Energy is headquartered in Oslo.\n- Nadia reports to Jonas.\n- Mateo reports to Tobias.\n- Wren works for Fernhill Foods.\n- Mateo works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Anders works for Fernhill Foods.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2003", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33013", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 February 2023): For employees hired on or after 05 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-2297: employee Wren K., hired 01 December 2021, separated 26 March 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-2297?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-2297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33014", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 23 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 October 2025): For employees hired on or after 23 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3639: employee Callum A., hired 24 July 2023, separated 05 December 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3639?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33015", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33016", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Mateo reports to Yuki.\n- Chiara works for Pinnacle Software.\n- Amara works for Vantage Air.\n- Nadia reports to Mateo.\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Pinnacle Software.\n- Aisha reports to Hana.\n- Lucia works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Pinnacle Software was founded in 1984.\n- Anders reports to Nadia.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Vantage Air was founded in 2001.\n- Hana works for Vantage Air.\n- Hana reports to Amara.\n- Aisha works for Pinnacle Software.\n- Cedar Retail Group was founded in 2011.\n- Lucia reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne works for Vantage Air.\n- Yuki reports to Lucia.\n- Vantage Air is headquartered in Malmo.\n- Chiara reports to Anders.\n- Cobalt Health was founded in 2008.\n- Amara reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2004", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33018", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33019", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Dmitri.\n- Vantage Air is headquartered in Porto.\n- Aisha reports to Priya.\n- Aisha works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Dunedin.\n- Vantage Air was founded in 2001.\n- Priya reports to Mara.\n- Stefan works for Beacon Insurance.\n- Anders works for Cobalt Health.\n- Amara works for Beacon Insurance.\n- Mateo works for Cobalt Health.\n- Priya works for Vantage Air.\n- Mateo reports to Stefan.\n- Beacon Insurance was founded in 1976.\n- Cobalt Health is headquartered in Porto.\n- Dmitri reports to Aisha.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 2005.\n- Anders reports to Amara.\n- Stefan reports to Anders.\n- Mara works for Vantage Air.\n- Atlas Freight was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33021", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-5 (VERSION 2, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 December 2024): For employees hired on or after 30 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1855: employee Emeka B., hired 06 October 2021, separated 30 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1855?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Leila reports to Omar.\n- Callum works for Northwind Systems.\n- Aisha reports to Leila.\n- Fernhill Foods was founded in 1998.\n- Aisha works for Lattice Analytics.\n- Fernhill Foods is headquartered in Bergen.\n- Pablo reports to Priya.\n- Mei works for Cedar Retail Group.\n- Omar works for Lattice Analytics.\n- Deshawn reports to Aisha.\n- Elena reports to Deshawn.\n- Felix works for Lattice Analytics.\n- Callum reports to Elena.\n- Northwind Systems is headquartered in Malmo.\n- Lattice Analytics was founded in 2008.\n- Priya reports to Callum.\n- Pablo works for Lattice Analytics.\n- Northwind Systems was founded in 1984.\n- Omar reports to Felix.\n- Cedar Retail Group is headquartered in Bergen.\n- Lattice Analytics is headquartered in Malmo.\n- Felix reports to Mei.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Leila works for Lattice Analytics.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Malmo", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Ravi.\n- Callum works for Atlas Freight.\n- Anders reports to Callum.\n- Dmitri reports to Felix.\n- Callum reports to Lucia.\n- Felix works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Leila reports to Anders.\n- Lucia works for Pinnacle Software.\n- Anders works for Atlas Freight.\n- Lucia reports to Nadia.\n- Zoya reports to Priya.\n- Leila works for Pinnacle Software.\n- Northwind Systems was founded in 2000.\n- Atlas Freight was founded in 2007.\n- Northwind Systems is headquartered in Cork.\n- Helios Logistics is headquartered in Bergen.\n- Mara reports to Zoya.\n- Pinnacle Software was founded in 2000.\n- Wren works for Northwind Systems.\n- Atlas Freight is headquartered in Cork.\n- Ravi works for Northwind Systems.\n- Mara works for Atlas Freight.\n- Helios Logistics was founded in 1998.\n- Priya reports to Leila.\n- Priya works for Helios Logistics.\n- Nadia reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Pinnacle Software is headquartered in Cork.\n- Ravi reports to Mara.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2000", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33024", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 26 August 2025): For employees hired on or after 26 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2237: employee Emeka M., hired 31 May 2025, separated 29 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2237?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2237 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33025", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33026", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33027", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33028", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question", "4": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Callum reports to Dmitri.\n- Tobias works for Cobalt Health.\n- Priya reports to Sanne.\n- Mara works for Northwind Systems.\n- Beacon Insurance was founded in 2004.\n- Cobalt Health was founded in 2014.\n- Dmitri works for Cobalt Health.\n- Tobias reports to Amara.\n- Ingrid works for Cobalt Health.\n- Sofia reports to Priya.\n- Ingrid reports to Callum.\n- Emeka reports to Ingrid.\n- Cobalt Health is headquartered in Basel.\n- Mara reports to Anders.\n- Beacon Insurance is headquartered in Malmo.\n- Northwind Systems was founded in 1991.\n- Northwind Systems is headquartered in Basel.\n- Amara works for Northwind Systems.\n- Sanne reports to Tobias.\n- Zoya works for Beacon Insurance.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Callum works for Cobalt Health.\n- Dmitri reports to Zoya.\n- Anders works for Northwind Systems.\n- Amara reports to Mara.\n- Summit Energy was founded in 1990.\n- Sofia works for Cobalt Health.\n- Anders reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2017", "2": "2009", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33030", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33031", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Sofia.\n- Pinnacle Software was founded in 1997.\n- Mara reports to Chiara.\n- Helios Logistics is headquartered in Dunedin.\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Leeds.\n- Atlas Freight is headquartered in Leeds.\n- Chiara reports to Elena.\n- Atlas Freight was founded in 2004.\n- Emeka reports to Mara.\n- Helios Logistics was founded in 1997.\n- Sofia works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1980.\n- Mara works for Bluepine Aviation.\n- Sofia reports to Emeka.\n- Elena reports to Nadia.\n- Nadia reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Bluepine Aviation is headquartered in Dunedin.\n- Chiara works for Bluepine Aviation.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Oslo", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33033", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33034", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Viktor works for Ironwood Manufacturing.\n- Yuki works for Vantage Air.\n- Northwind Systems is headquartered in Tallinn.\n- Chiara works for Vantage Air.\n- Sofia works for Summit Energy.\n- Bruno works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Summit Energy was founded in 2012.\n- Lucia works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Chiara reports to Dmitri.\n- Bruno reports to Lucia.\n- Summit Energy is headquartered in Tallinn.\n- Sofia reports to Amara.\n- Mateo reports to Bruno.\n- Vantage Air is headquartered in Tallinn.\n- Omar works for Summit Energy.\n- Northwind Systems was founded in 2004.\n- Ironwood Manufacturing was founded in 2011.\n- Viktor reports to Sofia.\n- Vantage Air was founded in 1990.\n- Amara reports to Omar.\n- Omar reports to Chiara.\n- Amara works for Northwind Systems.\n- Lucia reports to Yuki.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Beacon Insurance.\n- Bluepine Aviation was founded in 1998.\n- Callum reports to Wren.\n- Hana reports to Tobias.\n- Priya works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Ravi reports to Callum.\n- Bluepine Aviation is headquartered in Tallinn.\n- Summit Energy was founded in 1983.\n- Bruno reports to Hana.\n- Hana works for Bluepine Aviation.\n- Summit Energy is headquartered in Tampere.\n- Beacon Insurance is headquartered in Leeds.\n- Ravi works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Yuki reports to Priya.\n- Tobias reports to Ravi.\n- Beacon Insurance was founded in 2000.\n- Priya reports to Bruno.\n- Yuki works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom was founded in 2002.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33038", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33039", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1988.\n- Bluepine Aviation is headquartered in Tampere.\n- Cobalt Health is headquartered in Lyon.\n- Callum works for Cobalt Health.\n- Elena works for Ironwood Manufacturing.\n- Yuki reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Mateo reports to Ingrid.\n- Omar works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Dmitri reports to Chiara.\n- Elena reports to Mateo.\n- Ironwood Manufacturing was founded in 2012.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Chiara works for Ironwood Manufacturing.\n- Ingrid works for Cobalt Health.\n- Crescent Telecom is headquartered in Tampere.\n- Crescent Telecom was founded in 2008.\n- Bluepine Aviation was founded in 2015.\n- Ingrid reports to Callum.\n- Omar reports to Yuki.\n- Chiara reports to Elena.\n- Yuki works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Tallinn", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33041", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33042", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 11 May 2025): For employees hired on or after 11 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6047: employee Mara T., hired 25 June 2023, separated 28 February 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2025-6047 under the controlling rules.", "criteria": {"0": "$8,200", "1": "$10,200", "2": "$44,200", "3": "$10,125"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Stefan reports to Elena.\n- Priya works for Fernhill Foods.\n- Yuki reports to Emeka.\n- Emeka reports to Pablo.\n- Stefan works for Helios Logistics.\n- Zoya reports to Priya.\n- Aisha works for Fernhill Foods.\n- Sofia works for Crescent Telecom.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Fernhill Foods is headquartered in Oslo.\n- Aisha reports to Sofia.\n- Elena works for Helios Logistics.\n- Fernhill Foods was founded in 1995.\n- Sanne works for Fernhill Foods.\n- Crescent Telecom was founded in 2007.\n- Northwind Systems is headquartered in Porto.\n- Pablo reports to Mara.\n- Mara reports to Deshawn.\n- Crescent Telecom is headquartered in Lyon.\n- Zoya works for Fernhill Foods.\n- Sofia reports to Zoya.\n- Deshawn reports to Stefan.\n- Northwind Systems was founded in 1976.\n- Pablo works for Northwind Systems.\n- Priya reports to Yuki.\n- Emeka works for Fernhill Foods.\n- Yuki works for Crescent Telecom.\n- Sanne reports to Aisha.\n- Helios Logistics was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33044", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33045", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 67596 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33046", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33047", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33048", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33049", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2431: employee Dmitri R., hired 20 August 2021, separated 06 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2431?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33050", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 24 October 2022): For employees hired on or after 24 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9803: employee Lucia M., hired 30 July 2021, separated 31 January 2023 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-9803 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$11,385", "2": "$10,385", "3": "$7,788"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33051", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5569: employee Anders S., hired 01 July 2021, separated 21 May 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-5569 under the controlling rules.", "criteria": {"0": "$62,400", "1": "$14,500", "2": "$14,400", "3": "$12,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5569 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33052", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33053", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8845: employee Dmitri S., hired 24 May 2022, separated 26 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8845?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33054", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33055", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33056", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Lattice Analytics is headquartered in Bergen.\n- Northwind Systems was founded in 2014.\n- Nadia reports to Amara.\n- Jonas works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.\n- Nadia works for Atlas Freight.\n- Amara reports to Elena.\n- Mateo works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Sanne works for Lattice Analytics.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Sanne.\n- Emeka works for Lattice Analytics.\n- Ravi reports to Nadia.\n- Atlas Freight was founded in 1984.\n- Emeka reports to Ravi.\n- Ironwood Manufacturing was founded in 1992.\n- Leila works for Lattice Analytics.\n- Leila reports to Jonas.\n- Jonas reports to Mateo.\n- Lattice Analytics was founded in 1993.\n- Elena reports to Sofia.\n- Atlas Freight is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33058", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-5 (VERSION 4, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5965: employee Yuki S., hired 27 April 2024, separated 12 November 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-5965?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33059", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8736: employee Omar S., hired 08 December 2022, separated 06 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8736?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33060", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2622: employee Callum M., hired 13 August 2022, separated 04 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2622?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2622 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33061", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2013.\n- Tessa works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2003.\n- Wren works for Northwind Systems.\n- Lattice Analytics was founded in 2014.\n- Priya works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Bergen.\n- Yuki works for Lattice Analytics.\n- Lucia works for Northwind Systems.\n- Callum reports to Wren.\n- Callum works for Lattice Analytics.\n- Wren reports to Yuki.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Lucia.\n- Lucia reports to Tobias.\n- Lattice Analytics is headquartered in Basel.\n- Yuki reports to Chiara.\n- Northwind Systems was founded in 2002.\n- Tobias reports to Tessa.\n- Priya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33063", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6508: employee Stefan B., hired 01 February 2022, separated 09 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6508?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33064", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1993: employee Sofia M., hired 13 July 2024, separated 19 July 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1993?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33065", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Leila.\n- Viktor reports to Zoya.\n- Nadia reports to Deshawn.\n- Deshawn works for Northwind Systems.\n- Lattice Analytics is headquartered in Turku.\n- Viktor works for Cedar Retail Group.\n- Mara reports to Yuki.\n- Leila reports to Elena.\n- Cedar Retail Group was founded in 1998.\n- Zoya works for Lattice Analytics.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 2002.\n- Cobalt Health is headquartered in Cork.\n- Cedar Retail Group is headquartered in Leeds.\n- Cobalt Health was founded in 1986.\n- Leila works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Elena reports to Mara.\n- Lattice Analytics was founded in 2015.\n- Mara works for Lattice Analytics.\n- Yuki reports to Viktor.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Aisha works for Crescent Telecom.\n- Amara reports to Anders.\n- Elena works for Summit Energy.\n- Felix works for Fernhill Foods.\n- Summit Energy was founded in 1993.\n- Anders reports to Elena.\n- Emeka reports to Felix.\n- Crescent Telecom is headquartered in Valencia.\n- Beacon Insurance was founded in 2006.\n- Fernhill Foods is headquartered in Basel.\n- Jonas works for Summit Energy.\n- Fernhill Foods was founded in 2002.\n- Emeka works for Fernhill Foods.\n- Felix reports to Amara.\n- Crescent Telecom was founded in 1985.\n- Summit Energy is headquartered in Basel.\n- Amara works for Crescent Telecom.\n- Elena reports to Pablo.\n- Aisha reports to Emeka.\n- Pablo reports to Jonas.\n- Anders works for Fernhill Foods.\n- Beacon Insurance is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Anders.\n- Tessa reports to Stefan.\n- Fernhill Foods is headquartered in Dunedin.\n- Sofia works for Helios Logistics.\n- Anders works for Bluepine Aviation.\n- Helios Logistics is headquartered in Dunedin.\n- Stefan works for Pinnacle Software.\n- Dmitri works for Fernhill Foods.\n- Leila reports to Tessa.\n- Sofia reports to Priya.\n- Dmitri reports to Leila.\n- Bluepine Aviation is headquartered in Tallinn.\n- Priya works for Bluepine Aviation.\n- Stefan reports to Sofia.\n- Bluepine Aviation was founded in 1995.\n- Aisha reports to Pablo.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Chiara works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Priya reports to Chiara.\n- Pinnacle Software was founded in 2005.\n- Pinnacle Software is headquartered in Tallinn.\n- Pablo works for Fernhill Foods.\n- Aisha works for Helios Logistics.\n- Fernhill Foods was founded in 2002.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33069", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 12149 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33070", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Vantage Air is headquartered in Tallinn.\n- Nadia reports to Kenji.\n- Crescent Telecom was founded in 2010.\n- Tobias reports to Ravi.\n- Nadia works for Beacon Insurance.\n- Chiara reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Ravi works for Beacon Insurance.\n- Aisha reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Fernhill Foods is headquartered in Oslo.\n- Vantage Air was founded in 1980.\n- Tessa reports to Dmitri.\n- Crescent Telecom is headquartered in Lyon.\n- Fernhill Foods was founded in 1987.\n- Tobias works for Fernhill Foods.\n- Ravi reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2005", "2": "2013", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33072", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Dunedin.\n- Helios Logistics was founded in 1978.\n- Cobalt Health was founded in 2001.\n- Aisha reports to Ingrid.\n- Hana works for Cedar Retail Group.\n- Dmitri works for Helios Logistics.\n- Amara reports to Emeka.\n- Sofia works for Crescent Telecom.\n- Priya reports to Hana.\n- Priya works for Cedar Retail Group.\n- Mara works for Crescent Telecom.\n- Nadia works for Cedar Retail Group.\n- Emeka reports to Priya.\n- Ingrid reports to Mara.\n- Helios Logistics is headquartered in Tampere.\n- Cedar Retail Group was founded in 1988.\n- Crescent Telecom was founded in 1979.\n- Sofia reports to Aisha.\n- Hana reports to Nadia.\n- Mara reports to Dmitri.\n- Aisha works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Emeka works for Cobalt Health.\n- Ingrid works for Crescent Telecom.\n- Dmitri reports to Amara.\n- Cobalt Health is headquartered in Tampere.\n- Crescent Telecom is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33074", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 67292 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33075", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7500: employee Emeka A., hired 19 December 2023, separated 26 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7500?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33076", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "asks about insurance coverage", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33077", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33078", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33079", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7736: employee Dmitri A., hired 16 January 2023, separated 16 October 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-7736?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33080", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.\n- Fernhill Foods was founded in 1994.\n- Priya works for Meridian Bank.\n- Sanne works for Fernhill Foods.\n- Anders reports to Sofia.\n- Meridian Bank is headquartered in Oslo.\n- Tessa reports to Aisha.\n- Summit Energy is headquartered in Oslo.\n- Mei works for Summit Energy.\n- Mara works for Helios Logistics.\n- Aisha works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Mei reports to Ravi.\n- Ravi reports to Anders.\n- Helios Logistics was founded in 2006.\n- Priya reports to Mei.\n- Meridian Bank was founded in 2009.\n- Sofia reports to Mara.\n- Fernhill Foods is headquartered in Valencia.\n- Anders works for Summit Energy.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Amara works for Helios Logistics.\n- Mara reports to Tessa.\n- Aisha reports to Sanne.\n- Sanne reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33082", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 2, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 August 2025): For employees hired on or after 02 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5156: employee Mara S., hired 12 July 2024, separated 30 November 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-8-2025-5156 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$8,500", "2": "$4,800", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33083", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33084", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Vantage Air.\n- Lucia works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Helios Logistics is headquartered in Bergen.\n- Jonas works for Vantage Air.\n- Leila reports to Lucia.\n- Wren works for Cedar Retail Group.\n- Viktor works for Helios Logistics.\n- Pablo reports to Tessa.\n- Cedar Retail Group was founded in 1975.\n- Leila works for Meridian Bank.\n- Helios Logistics was founded in 2003.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Bruno works for Cedar Retail Group.\n- Dmitri reports to Sanne.\n- Stefan works for Vantage Air.\n- Tessa works for Meridian Bank.\n- Bruno reports to Wren.\n- Stefan reports to Jonas.\n- Tessa reports to Emeka.\n- Meridian Bank was founded in 1988.\n- Pablo works for Cedar Retail Group.\n- Jonas reports to Leila.\n- Wren reports to Pablo.\n- Meridian Bank is headquartered in Cork.\n- Sanne reports to Stefan.\n- Vantage Air is headquartered in Oslo.\n- Lucia reports to Viktor.\n- Vantage Air was founded in 1990.\n- Emeka reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33085", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33086", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 25 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 25 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2496: employee Stefan S., hired 28 December 2021, separated 19 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-2496?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sanne.\n- Anders works for Meridian Bank.\n- Beacon Insurance was founded in 2002.\n- Fernhill Foods was founded in 1999.\n- Beacon Insurance is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Meridian Bank is headquartered in Lyon.\n- Omar works for Pinnacle Software.\n- Zoya works for Fernhill Foods.\n- Omar reports to Zoya.\n- Stefan works for Beacon Insurance.\n- Priya reports to Elena.\n- Jonas reports to Omar.\n- Jonas works for Fernhill Foods.\n- Zoya reports to Bruno.\n- Pinnacle Software is headquartered in Valencia.\n- Bruno reports to Priya.\n- Sanne works for Beacon Insurance.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Bruno works for Fernhill Foods.\n- Meridian Bank was founded in 1987.\n- Elena works for Fernhill Foods.\n- Sanne reports to Anders.\n- Anders reports to Amara.\n- Amara works for Meridian Bank.\n- Amara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33088", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2012.\n- Zoya works for Summit Energy.\n- Crescent Telecom is headquartered in Adelaide.\n- Tessa works for Summit Energy.\n- Cobalt Health is headquartered in Turku.\n- Wren reports to Hana.\n- Dmitri works for Summit Energy.\n- Tessa reports to Callum.\n- Callum reports to Nadia.\n- Nadia works for Cobalt Health.\n- Deshawn reports to Wren.\n- Ravi works for Cobalt Health.\n- Crescent Telecom was founded in 2011.\n- Summit Energy was founded in 1998.\n- Ravi reports to Deshawn.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya reports to Tessa.\n- Callum works for Crescent Telecom.\n- Hana works for Summit Energy.\n- Dmitri reports to Zoya.\n- Anders reports to Dmitri.\n- Anders works for Crescent Telecom.\n- Wren works for Cobalt Health.\n- Summit Energy is headquartered in Porto.\n- Deshawn works for Summit Energy.\n- Nadia reports to Ravi.\n- Cedar Retail Group was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33090", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3290: employee Wren A., hired 08 May 2022, separated 19 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3290?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Malmo.\n- Pablo reports to Wren.\n- Emeka reports to Tobias.\n- Fernhill Foods is headquartered in Malmo.\n- Ingrid works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Adelaide.\n- Fernhill Foods was founded in 2001.\n- Emeka works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Wren reports to Ingrid.\n- Pinnacle Software was founded in 2004.\n- Ingrid reports to Deshawn.\n- Cedar Retail Group was founded in 1977.\n- Tobias reports to Omar.\n- Deshawn reports to Dmitri.\n- Wren works for Ironwood Manufacturing.\n- Sanne reports to Mara.\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Dmitri reports to Sanne.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Omar works for Ironwood Manufacturing.\n- Mara reports to Emeka.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33092", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5881: employee Wren M., hired 31 March 2024, separated 30 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5881?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2010.\n- Pinnacle Software was founded in 1993.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1985.\n- Stefan reports to Aisha.\n- Mara reports to Stefan.\n- Felix reports to Wren.\n- Tobias reports to Mara.\n- Lattice Analytics was founded in 1984.\n- Tobias works for Ironwood Manufacturing.\n- Mara works for Atlas Freight.\n- Zoya works for Ironwood Manufacturing.\n- Wren reports to Amara.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Zoya reports to Mateo.\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Zoya.\n- Atlas Freight is headquartered in Oslo.\n- Lattice Analytics is headquartered in Lyon.\n- Ingrid reports to Tobias.\n- Ingrid works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Mateo reports to Kenji.\n- Stefan works for Lattice Analytics.\n- Kenji works for Ironwood Manufacturing.\n- Amara reports to Ingrid.\n- Felix works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Aisha reports to Leila.\n- Wren works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33094", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33095", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33096", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33097", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9989: employee Callum S., hired 14 November 2022, separated 03 May 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2026-9989 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$9,736", "3": "$9,885"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Valencia.\n- Anders works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Zoya works for Fernhill Foods.\n- Priya reports to Tessa.\n- Helios Logistics was founded in 2014.\n- Bluepine Aviation was founded in 1980.\n- Elena works for Fernhill Foods.\n- Beacon Insurance was founded in 2002.\n- Beacon Insurance is headquartered in Tallinn.\n- Yuki reports to Chiara.\n- Ingrid reports to Priya.\n- Fernhill Foods was founded in 1980.\n- Anders reports to Elena.\n- Chiara reports to Zoya.\n- Bluepine Aviation is headquartered in Leeds.\n- Elena reports to Yuki.\n- Tessa reports to Anders.\n- Chiara works for Fernhill Foods.\n- Helios Logistics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33099", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-2 (VERSION 4, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8719: employee Sanne K., hired 21 November 2023, separated 28 December 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8719?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8719 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2008.\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 1998.\n- Helios Logistics is headquartered in Brno.\n- Fernhill Foods was founded in 2010.\n- Callum works for Helios Logistics.\n- Vantage Air is headquartered in Malmo.\n- Mei works for Vantage Air.\n- Stefan works for Fernhill Foods.\n- Chiara works for Helios Logistics.\n- Hana works for Fernhill Foods.\n- Kenji works for Helios Logistics.\n- Kenji reports to Stefan.\n- Lucia reports to Mei.\n- Emeka works for Helios Logistics.\n- Emeka reports to Kenji.\n- Fernhill Foods is headquartered in Brno.\n- Lucia works for Fernhill Foods.\n- Chiara reports to Emeka.\n- Mei reports to Chiara.\n- Vantage Air was founded in 1975.\n- Stefan reports to Hana.\n- Hana reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2003", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Nadia works for Cobalt Health.\n- Dmitri works for Northwind Systems.\n- Mara reports to Stefan.\n- Anders reports to Nadia.\n- Mara works for Atlas Freight.\n- Stefan reports to Dmitri.\n- Cobalt Health was founded in 2005.\n- Northwind Systems was founded in 1992.\n- Atlas Freight was founded in 1990.\n- Atlas Freight is headquartered in Brno.\n- Sanne reports to Viktor.\n- Crescent Telecom is headquartered in Ghent.\n- Northwind Systems is headquartered in Brno.\n- Cobalt Health is headquartered in Dunedin.\n- Viktor works for Crescent Telecom.\n- Nadia reports to Mara.\n- Stefan works for Northwind Systems.\n- Crescent Telecom was founded in 1980.\n- Sanne works for Atlas Freight.\n- Dmitri reports to Callum.\n- Anders works for Northwind Systems.\n- Callum reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Helios Logistics is headquartered in Adelaide.\n- Lucia reports to Anders.\n- Anders works for Fernhill Foods.\n- Felix reports to Hana.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Anders reports to Aisha.\n- Vantage Air was founded in 2013.\n- Stefan reports to Omar.\n- Hana reports to Callum.\n- Aisha reports to Emeka.\n- Callum works for Northwind Systems.\n- Ingrid reports to Felix.\n- Callum reports to Lucia.\n- Emeka reports to Stefan.\n- Hana works for Fernhill Foods.\n- Felix works for Vantage Air.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Fernhill Foods was founded in 2013.\n- Emeka works for Fernhill Foods.\n- Vantage Air is headquartered in Malmo.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33103", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1112: employee Emeka B., hired 27 January 2023, separated 16 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1112?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33104", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "File Claim — files a loss/damage claim", "2": "Quote Request — asks for a shipping quote", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33105", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8951: employee Lucia S., hired 10 April 2020, separated 15 July 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-8951 under the controlling rules.", "criteria": {"0": "$8,062", "1": "$8,000", "2": "$34,667", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33106", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 37918 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Request Refund — asks for money back on a purchase", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Chiara reports to Stefan.\n- Hana works for Crescent Telecom.\n- Chiara works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.\n- Felix works for Crescent Telecom.\n- Stefan reports to Mateo.\n- Meridian Bank was founded in 1981.\n- Felix reports to Pablo.\n- Crescent Telecom is headquartered in Halifax.\n- Mara reports to Yuki.\n- Cedar Retail Group was founded in 1981.\n- Lattice Analytics is headquartered in Brno.\n- Lattice Analytics was founded in 1998.\n- Crescent Telecom was founded in 2002.\n- Hana reports to Chiara.\n- Mateo reports to Mara.\n- Pablo reports to Hana.\n- Stefan works for Cedar Retail Group.\n- Meridian Bank is headquartered in Halifax.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1976", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Bluepine Aviation is headquartered in Porto.\n- Tobias works for Bluepine Aviation.\n- Lucia reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Mei works for Summit Energy.\n- Sanne reports to Wren.\n- Jonas reports to Mei.\n- Summit Energy is headquartered in Bergen.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Bluepine Aviation was founded in 1978.\n- Mei reports to Ravi.\n- Summit Energy was founded in 1995.\n- Leila reports to Tobias.\n- Beacon Insurance is headquartered in Bergen.\n- Ravi reports to Leila.\n- Meridian Bank was founded in 1998.\n- Wren reports to Lucia.\n- Jonas works for Beacon Insurance.\n- Leila works for Summit Energy.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1998", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33109", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7740: employee Tobias K., hired 04 January 2024, separated 30 March 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-8-2025-7740 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,000", "2": "$3,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33110", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9005: employee Mara K., hired 12 October 2023, separated 07 April 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-9005 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$2,625", "2": "$15,167", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Deshawn.\n- Anders works for Helios Logistics.\n- Tessa reports to Viktor.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Deshawn reports to Pablo.\n- Mei works for Northwind Systems.\n- Pablo works for Lattice Analytics.\n- Anders reports to Omar.\n- Tobias reports to Stefan.\n- Northwind Systems was founded in 1984.\n- Tessa works for Fernhill Foods.\n- Omar works for Lattice Analytics.\n- Deshawn works for Fernhill Foods.\n- Helios Logistics was founded in 1994.\n- Fernhill Foods was founded in 1983.\n- Viktor reports to Anders.\n- Stefan works for Northwind Systems.\n- Stefan reports to Zoya.\n- Fernhill Foods is headquartered in Valencia.\n- Lattice Analytics is headquartered in Ghent.\n- Zoya works for Northwind Systems.\n- Helios Logistics is headquartered in Cork.\n- Mei reports to Tessa.\n- Lattice Analytics was founded in 2001.\n- Pablo reports to Mei.\n- Tobias works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33112", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 21 October 2025): For employees hired on or after 21 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7990: employee Callum S., hired 31 May 2025, separated 05 July 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2025-7990 under the controlling rules.", "criteria": {"0": "$3,200", "1": "$4,200", "2": "$18,200", "3": "$4,125"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33113", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33114", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33115", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 November 2025): For employees hired on or after 16 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3718: employee Mei R., hired 30 May 2025, separated 26 February 2027 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3718?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33116", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mei.\n- Leila reports to Chiara.\n- Elena works for Lattice Analytics.\n- Zoya reports to Yuki.\n- Mei works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Atlas Freight was founded in 1978.\n- Chiara works for Atlas Freight.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Yuki reports to Leila.\n- Amara works for Beacon Insurance.\n- Atlas Freight is headquartered in Malmo.\n- Mei reports to Sanne.\n- Zoya works for Atlas Freight.\n- Sanne works for Summit Energy.\n- Mateo reports to Elena.\n- Lattice Analytics was founded in 2012.\n- Priya reports to Mateo.\n- Chiara reports to Priya.\n- Sanne reports to Omar.\n- Leila works for Lattice Analytics.\n- Summit Energy is headquartered in Malmo.\n- Beacon Insurance was founded in 1997.\n- Omar reports to Amara.\n- Summit Energy was founded in 1977.\n- Yuki works for Lattice Analytics.\n- Omar works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Beacon Insurance is headquartered in Valencia.\n- Amara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Chiara works for Northwind Systems.\n- Summit Energy is headquartered in Nagoya.\n- Lucia reports to Pablo.\n- Chiara reports to Wren.\n- Pablo reports to Tobias.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Adelaide.\n- Lucia works for Crescent Telecom.\n- Mateo reports to Kenji.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Kenji reports to Lucia.\n- Cobalt Health is headquartered in Bergen.\n- Kenji works for Northwind Systems.\n- Wren reports to Emeka.\n- Wren works for Summit Energy.\n- Northwind Systems is headquartered in Adelaide.\n- Cobalt Health was founded in 1998.\n- Tobias reports to Chiara.\n- Summit Energy was founded in 1999.\n- Tobias works for Northwind Systems.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33119", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33120", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Jonas reports to Sofia.\n- Crescent Telecom was founded in 2003.\n- Elena reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1977.\n- Wren works for Ironwood Manufacturing.\n- Sofia works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1981.\n- Kenji reports to Elena.\n- Chiara reports to Aisha.\n- Jonas works for Meridian Bank.\n- Tessa works for Ironwood Manufacturing.\n- Sofia reports to Tessa.\n- Tessa reports to Viktor.\n- Viktor reports to Kenji.\n- Elena works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Basel.\n- Crescent Telecom is headquartered in Brno.\n- Aisha reports to Wren.\n- Kenji works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Aisha works for Meridian Bank.\n- Wren reports to Jonas.\n- Fernhill Foods was founded in 1998.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Meridian Bank is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33121", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 December 2022): For employees hired on or after 06 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1090: employee Mara S., hired 29 October 2022, separated 07 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1090?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2004.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bruno reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Mei.\n- Tessa works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation was founded in 2015.\n- Ironwood Manufacturing was founded in 2009.\n- Bluepine Aviation is headquartered in Tampere.\n- Nadia works for Ironwood Manufacturing.\n- Sofia reports to Nadia.\n- Lattice Analytics is headquartered in Malmo.\n- Tessa reports to Amara.\n- Mei reports to Tessa.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Bruno.\n- Pinnacle Software is headquartered in Valencia.\n- Amara works for Pinnacle Software.\n- Mei works for Ironwood Manufacturing.\n- Amara reports to Sofia.\n- Pinnacle Software was founded in 1996.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tallinn.\n- Stefan works for Lattice Analytics.\n- Dmitri reports to Pablo.\n- Lattice Analytics was founded in 2013.\n- Cobalt Health was founded in 2000.\n- Meridian Bank was founded in 1995.\n- Lucia works for Fernhill Foods.\n- Mei works for Meridian Bank.\n- Lattice Analytics is headquartered in Tallinn.\n- Pablo reports to Omar.\n- Pablo works for Lattice Analytics.\n- Cobalt Health is headquartered in Lyon.\n- Stefan reports to Mei.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Ingrid works for Lattice Analytics.\n- Fernhill Foods was founded in 1996.\n- Lucia reports to Elena.\n- Dmitri works for Fernhill Foods.\n- Omar reports to Lucia.\n- Elena works for Lattice Analytics.\n- Ingrid reports to Dmitri.\n- Elena reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33124", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4756: employee Callum M., hired 04 January 2021, separated 25 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4756?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33125", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5742: employee Aisha A., hired 27 August 2020, separated 14 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5742?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1985.\n- Ingrid reports to Sofia.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1995.\n- Ingrid works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Zoya reports to Callum.\n- Yuki works for Pinnacle Software.\n- Elena works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Felix works for Pinnacle Software.\n- Vantage Air is headquartered in Halifax.\n- Pinnacle Software is headquartered in Cork.\n- Viktor works for Pinnacle Software.\n- Sofia reports to Anders.\n- Pinnacle Software was founded in 1989.\n- Sanne reports to Stefan.\n- Stefan works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Halifax.\n- Yuki reports to Elena.\n- Anders reports to Yuki.\n- Felix reports to Sanne.\n- Stefan reports to Viktor.\n- Viktor reports to Jonas.\n- Anders works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Crescent Telecom is headquartered in Austin.\n- Callum reports to Ingrid.\n- Crescent Telecom was founded in 1990.\n- Elena reports to Felix.\n- Sanne works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33127", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Deshawn.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor reports to Tessa.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki reports to Mara.\n- Stefan reports to Yuki.\n- Sofia reports to Viktor.\n- Hana reports to Stefan.\n- Tessa works for Bluepine Aviation.\n- Summit Energy was founded in 1997.\n- Helios Logistics is headquartered in Leeds.\n- Stefan works for Bluepine Aviation.\n- Mara works for Summit Energy.\n- Mara reports to Sofia.\n- Deshawn works for Summit Energy.\n- Bluepine Aviation was founded in 1984.\n- Beacon Insurance was founded in 2014.\n- Yuki works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 1984.\n- Viktor works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Amara works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Lucia reports to Nadia.\n- Cedar Retail Group was founded in 2000.\n- Jonas works for Cedar Retail Group.\n- Zoya reports to Ingrid.\n- Nadia works for Beacon Insurance.\n- Crescent Telecom is headquartered in Basel.\n- Viktor works for Beacon Insurance.\n- Anders works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2015.\n- Felix reports to Jonas.\n- Lucia works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Leeds.\n- Felix works for Cedar Retail Group.\n- Ingrid works for Ironwood Manufacturing.\n- Nadia reports to Yuki.\n- Kenji reports to Lucia.\n- Ironwood Manufacturing was founded in 1980.\n- Cedar Retail Group is headquartered in Oslo.\n- Ingrid reports to Kenji.\n- Bruno works for Ironwood Manufacturing.\n- Anders reports to Bruno.\n- Bruno reports to Felix.\n- Yuki reports to Viktor.\n- Jonas reports to Zoya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33130", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4930: employee Emeka A., hired 19 February 2022, separated 14 October 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4930?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Fernhill Foods is headquartered in Tampere.\n- Sofia reports to Stefan.\n- Ravi works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2007.\n- Deshawn reports to Chiara.\n- Tessa works for Bluepine Aviation.\n- Omar reports to Tessa.\n- Anders reports to Deshawn.\n- Sofia works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Deshawn works for Bluepine Aviation.\n- Helios Logistics was founded in 1985.\n- Tessa reports to Sofia.\n- Bluepine Aviation was founded in 2007.\n- Chiara reports to Omar.\n- Ironwood Manufacturing is headquartered in Cork.\n- Stefan works for Bluepine Aviation.\n- Stefan reports to Ravi.\n- Helios Logistics is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Tampere.\n- Chiara works for Helios Logistics.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1998.\n- Zoya works for Pinnacle Software.\n- Lucia works for Cobalt Health.\n- Emeka reports to Leila.\n- Wren reports to Emeka.\n- Cedar Retail Group was founded in 1995.\n- Lucia reports to Wren.\n- Cobalt Health was founded in 1982.\n- Pinnacle Software is headquartered in Porto.\n- Leila works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Deshawn works for Fernhill Foods.\n- Cobalt Health is headquartered in Halifax.\n- Emeka works for Fernhill Foods.\n- Wren works for Pinnacle Software.\n- Hana reports to Deshawn.\n- Cedar Retail Group is headquartered in Halifax.\n- Pinnacle Software was founded in 1980.\n- Deshawn reports to Lucia.\n- Leila reports to Zoya.\n- Fernhill Foods is headquartered in Valencia.\n- Callum reports to Hana.\n- Callum works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33133", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33134", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 27818 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "asks where an existing order is", "4": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33135", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 4, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2142: employee Kenji S., hired 11 February 2023, separated 30 March 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2142?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33136", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33137", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 15 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 26 September 2025): For employees hired on or after 26 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 15 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-3497: employee Mei K., hired 22 June 2022, separated 16 February 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-3497?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-3497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33138", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-2 (VERSION 3, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4181: employee Bruno S., hired 10 August 2024, separated 19 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4181?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33139", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33140", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 17 November 2024): For employees hired on or after 17 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5595: employee Elena B., hired 01 July 2023, separated 09 August 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-5595 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,269", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33141", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33142", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33143", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7148: employee Ravi B., hired 30 March 2020, separated 18 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-7148?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33144", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Mateo reports to Emeka.\n- Aisha reports to Leila.\n- Leila works for Cobalt Health.\n- Mateo works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Felix reports to Aisha.\n- Leila reports to Deshawn.\n- Callum reports to Nadia.\n- Crescent Telecom was founded in 1989.\n- Tobias works for Summit Energy.\n- Deshawn works for Cobalt Health.\n- Lucia reports to Callum.\n- Emeka works for Cobalt Health.\n- Sofia works for Summit Energy.\n- Wren works for Bluepine Aviation.\n- Nadia reports to Mateo.\n- Aisha works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2006.\n- Lucia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Austin.\n- Bluepine Aviation is headquartered in Brno.\n- Nadia works for Bluepine Aviation.\n- Cobalt Health was founded in 1976.\n- Tobias reports to Lucia.\n- Summit Energy is headquartered in Oslo.\n- Emeka reports to Felix.\n- Summit Energy was founded in 1978.\n- Sofia reports to Tobias.\n- Wren reports to Sofia.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33145", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33146", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33147", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 7, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8363: employee Anders T., hired 01 November 2023, separated 22 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8363?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33148", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9155: employee Sanne S., hired 15 July 2023, separated 31 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9155?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Anders reports to Hana.\n- Chiara reports to Aisha.\n- Callum reports to Nadia.\n- Lucia reports to Deshawn.\n- Hana works for Pinnacle Software.\n- Nadia works for Summit Energy.\n- Aisha works for Helios Logistics.\n- Beacon Insurance is headquartered in Bergen.\n- Beacon Insurance was founded in 1993.\n- Lucia works for Summit Energy.\n- Pinnacle Software is headquartered in Halifax.\n- Helios Logistics is headquartered in Halifax.\n- Deshawn works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Helios Logistics was founded in 2002.\n- Chiara works for Helios Logistics.\n- Callum works for Summit Energy.\n- Nadia reports to Anders.\n- Pinnacle Software was founded in 1994.\n- Aisha reports to Callum.\n- Summit Energy was founded in 2012.\n- Summit Energy is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33150", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33151", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33152", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9024: employee Mara S., hired 22 May 2020, separated 05 March 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9024?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33153", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-2835: employee Ingrid K., hired 05 December 2020, separated 17 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-2835?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-2835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33154", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Omar reports to Stefan.\n- Stefan reports to Wren.\n- Cedar Retail Group is headquartered in Cork.\n- Sofia reports to Mateo.\n- Cobalt Health is headquartered in Porto.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Cork.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 2000.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Omar.\n- Mara reports to Sofia.\n- Cedar Retail Group was founded in 1985.\n- Mateo works for Meridian Bank.\n- Cobalt Health was founded in 1975.\n- Jonas works for Cedar Retail Group.\n- Wren reports to Mara.\n- Jonas reports to Ravi.\n- Meridian Bank was founded in 1993.\n- Omar works for Pinnacle Software.\n- Meridian Bank is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1983", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33156", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 11 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1482: employee Anders A., hired 03 January 2022, separated 03 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1482?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1482 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33157", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33158", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1041: employee Jonas K., hired 01 November 2021, separated 10 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1041?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33159", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7777: employee Deshawn K., hired 15 December 2021, separated 13 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7777?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Yuki.\n- Sofia reports to Dmitri.\n- Meridian Bank was founded in 2007.\n- Cobalt Health is headquartered in Valencia.\n- Sofia works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1984.\n- Dmitri reports to Kenji.\n- Tessa reports to Nadia.\n- Tobias works for Cobalt Health.\n- Omar works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Nadia works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Leeds.\n- Leila reports to Tessa.\n- Yuki works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Cork.\n- Omar reports to Tobias.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Omar.\n- Cobalt Health was founded in 1982.\n- Meridian Bank is headquartered in Valencia.\n- Emeka reports to Mei.\n- Leila works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2001.\n- Tobias reports to Viktor.\n- Viktor works for Crescent Telecom.\n- Yuki reports to Leila.\n- Emeka works for Cobalt Health.\n- Kenji reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Cork", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33161", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33162", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33163", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Aisha reports to Lucia.\n- Ravi reports to Aisha.\n- Ravi works for Meridian Bank.\n- Omar reports to Felix.\n- Bluepine Aviation was founded in 1983.\n- Felix reports to Mateo.\n- Felix works for Atlas Freight.\n- Vantage Air was founded in 2015.\n- Aisha works for Atlas Freight.\n- Vantage Air is headquartered in Tampere.\n- Stefan works for Vantage Air.\n- Stefan reports to Mei.\n- Meridian Bank is headquartered in Porto.\n- Zoya works for Atlas Freight.\n- Mateo works for Bluepine Aviation.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 2012.\n- Bluepine Aviation is headquartered in Tampere.\n- Mei reports to Ravi.\n- Lucia reports to Zoya.\n- Zoya reports to Omar.\n- Mateo reports to Mara.\n- Meridian Bank was founded in 1987.\n- Mara works for Bluepine Aviation.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33165", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Deshawn.\n- Tobias works for Pinnacle Software.\n- Hana reports to Tobias.\n- Pinnacle Software is headquartered in Dunedin.\n- Callum works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Deshawn works for Summit Energy.\n- Ravi works for Beacon Insurance.\n- Amara reports to Emeka.\n- Sofia reports to Callum.\n- Anders reports to Amara.\n- Pinnacle Software was founded in 2004.\n- Emeka works for Beacon Insurance.\n- Sofia works for Pinnacle Software.\n- Amara works for Ironwood Manufacturing.\n- Tessa works for Summit Energy.\n- Beacon Insurance is headquartered in Porto.\n- Tobias reports to Sofia.\n- Emeka reports to Hana.\n- Ironwood Manufacturing was founded in 2012.\n- Hana works for Pinnacle Software.\n- Beacon Insurance was founded in 2012.\n- Summit Energy is headquartered in Porto.\n- Summit Energy was founded in 1976.\n- Deshawn reports to Tessa.\n- Anders works for Summit Energy.\n- Tessa reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33167", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33168", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Ravi.\n- Elena works for Northwind Systems.\n- Priya reports to Mei.\n- Mara reports to Omar.\n- Yuki works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Yuki reports to Tobias.\n- Fernhill Foods is headquartered in Porto.\n- Omar works for Fernhill Foods.\n- Nadia reports to Anders.\n- Summit Energy was founded in 1979.\n- Elena reports to Lucia.\n- Anders reports to Yuki.\n- Mara works for Summit Energy.\n- Fernhill Foods was founded in 1976.\n- Summit Energy is headquartered in Brno.\n- Ravi reports to Priya.\n- Tobias works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Northwind Systems was founded in 2008.\n- Lucia works for Fernhill Foods.\n- Dmitri reports to Mara.\n- Ravi works for Fernhill Foods.\n- Anders works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Mei works for Beacon Insurance.\n- Nadia works for Northwind Systems.\n- Mei reports to Nadia.\n- Beacon Insurance was founded in 1983.\n- Tobias reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1971", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33169", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Bruno reports to Callum.\n- Nadia reports to Aisha.\n- Stefan works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Porto.\n- Vantage Air is headquartered in Brno.\n- Lattice Analytics was founded in 1977.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Nadia.\n- Bruno works for Vantage Air.\n- Northwind Systems is headquartered in Brno.\n- Lattice Analytics is headquartered in Porto.\n- Callum reports to Stefan.\n- Tobias works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2006.\n- Northwind Systems was founded in 2010.\n- Aisha reports to Mara.\n- Aisha works for Northwind Systems.\n- Mara reports to Tobias.\n- Nadia works for Lattice Analytics.\n- Tobias reports to Bruno.\n- Mara works for Northwind Systems.\n- Vantage Air was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1980", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33170", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 September 2025): For employees hired on or after 10 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8036: employee Jonas M., hired 02 July 2022, separated 22 January 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-8036 under the controlling rules.", "criteria": {"0": "$8,308", "1": "$9,231", "2": "$8,731", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33171", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8680: employee Sanne A., hired 26 December 2019, separated 05 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8680?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33172", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33173", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3174: employee Yuki K., hired 11 October 2022, separated 24 November 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-3174 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$4,000", "2": "$4,125", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33174", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8966: employee Chiara T., hired 19 June 2021, separated 12 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8966?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33175", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cedar Retail Group.\n- Hana works for Fernhill Foods.\n- Hana reports to Emeka.\n- Priya works for Cedar Retail Group.\n- Pablo reports to Dmitri.\n- Fernhill Foods was founded in 1979.\n- Cedar Retail Group is headquartered in Lyon.\n- Pablo works for Pinnacle Software.\n- Emeka reports to Priya.\n- Fernhill Foods is headquartered in Porto.\n- Stefan works for Fernhill Foods.\n- Helios Logistics was founded in 1977.\n- Aisha reports to Jonas.\n- Chiara works for Helios Logistics.\n- Dmitri reports to Felix.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics is headquartered in Basel.\n- Pinnacle Software is headquartered in Lyon.\n- Pinnacle Software was founded in 2004.\n- Jonas reports to Chiara.\n- Chiara reports to Hana.\n- Felix reports to Stefan.\n- Emeka works for Pinnacle Software.\n- Stefan reports to Aisha.\n- Aisha works for Fernhill Foods.\n- Jonas works for Helios Logistics.\n- Cedar Retail Group was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Anders works for Vantage Air.\n- Lattice Analytics is headquartered in Cork.\n- Ingrid reports to Chiara.\n- Chiara reports to Leila.\n- Lattice Analytics was founded in 2007.\n- Vantage Air is headquartered in Cork.\n- Vantage Air was founded in 2005.\n- Leila works for Vantage Air.\n- Jonas reports to Anders.\n- Leila reports to Sofia.\n- Felix works for Lattice Analytics.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Tallinn.\n- Meridian Bank is headquartered in Leeds.\n- Mara works for Cobalt Health.\n- Sofia reports to Felix.\n- Ingrid works for Vantage Air.\n- Mara reports to Jonas.\n- Chiara works for Vantage Air.\n- Jonas works for Cobalt Health.\n- Meridian Bank was founded in 1989.\n- Anders reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Tallinn", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33178", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2378: employee Dmitri M., hired 08 July 2021, separated 14 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2378?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33179", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4933: employee Nadia B., hired 09 March 2021, separated 28 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4933?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33180", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 February 2023): For employees hired on or after 02 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-3544: employee Callum B., hired 28 December 2020, separated 22 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-3544?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-3544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Priya.\n- Fernhill Foods is headquartered in Ghent.\n- Fernhill Foods was founded in 1976.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 1989.\n- Omar works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Anders reports to Dmitri.\n- Crescent Telecom is headquartered in Brno.\n- Stefan works for Beacon Insurance.\n- Crescent Telecom was founded in 1989.\n- Omar reports to Tessa.\n- Sanne works for Crescent Telecom.\n- Dmitri reports to Omar.\n- Beacon Insurance was founded in 1982.\n- Tessa reports to Sanne.\n- Priya works for Crescent Telecom.\n- Tessa works for Beacon Insurance.\n- Stefan reports to Anders.\n- Anders works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Ghent", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Cobalt Health was founded in 2004.\n- Ravi works for Lattice Analytics.\n- Cobalt Health is headquartered in Turku.\n- Lattice Analytics is headquartered in Cork.\n- Vantage Air is headquartered in Turku.\n- Sofia works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Ravi reports to Sofia.\n- Tobias works for Cedar Retail Group.\n- Tessa reports to Anders.\n- Vantage Air was founded in 1991.\n- Sofia reports to Tessa.\n- Mei reports to Tobias.\n- Mei works for Cobalt Health.\n- Callum works for Cedar Retail Group.\n- Hana works for Cobalt Health.\n- Cedar Retail Group was founded in 2004.\n- Lattice Analytics was founded in 1975.\n- Hana reports to Ravi.\n- Anders works for Cedar Retail Group.\n- Callum reports to Mei.\n- Tobias reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33183", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 04 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7352: employee Emeka A., hired 11 July 2022, separated 26 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-7352?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33184", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "weather", "2": "control_lights", "3": "set_timer", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33185", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sofia.\n- Crescent Telecom was founded in 1978.\n- Emeka reports to Mara.\n- Mara reports to Ingrid.\n- Northwind Systems is headquartered in Adelaide.\n- Sofia works for Northwind Systems.\n- Felix reports to Anders.\n- Crescent Telecom is headquartered in Valencia.\n- Hana reports to Dmitri.\n- Chiara works for Crescent Telecom.\n- Helios Logistics is headquartered in Halifax.\n- Northwind Systems was founded in 2002.\n- Jonas works for Northwind Systems.\n- Dmitri reports to Jonas.\n- Felix works for Crescent Telecom.\n- Sofia reports to Emeka.\n- Ingrid works for Helios Logistics.\n- Beacon Insurance is headquartered in Adelaide.\n- Dmitri works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 1994.\n- Anders works for Beacon Insurance.\n- Anders reports to Chiara.\n- Chiara reports to Hana.\n- Emeka works for Helios Logistics.\n- Beacon Insurance was founded in 2011.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Bergen", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33187", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7045: employee Priya K., hired 27 February 2023, separated 24 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7045?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Wren works for Cobalt Health.\n- Jonas reports to Hana.\n- Fernhill Foods was founded in 1986.\n- Callum works for Beacon Insurance.\n- Wren reports to Chiara.\n- Priya reports to Felix.\n- Atlas Freight was founded in 1985.\n- Priya works for Atlas Freight.\n- Viktor works for Cobalt Health.\n- Bruno reports to Viktor.\n- Cobalt Health was founded in 2008.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Beacon Insurance was founded in 2015.\n- Felix reports to Jonas.\n- Hana reports to Wren.\n- Jonas works for Beacon Insurance.\n- Viktor reports to Deshawn.\n- Hana works for Cobalt Health.\n- Deshawn reports to Priya.\n- Fernhill Foods is headquartered in Ghent.\n- Callum reports to Bruno.\n- Cobalt Health is headquartered in Valencia.\n- Atlas Freight is headquartered in Valencia.\n- Bruno works for Fernhill Foods.\n- Deshawn works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33189", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33190", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 59982\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33191", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33192", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33194", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33195", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 17 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 17 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6860: employee Zoya B., hired 02 December 2022, separated 27 July 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6860?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Dmitri reports to Stefan.\n- Mateo reports to Sofia.\n- Jonas reports to Dmitri.\n- Cobalt Health is headquartered in Austin.\n- Ingrid reports to Chiara.\n- Nadia reports to Jonas.\n- Cobalt Health was founded in 1983.\n- Fernhill Foods is headquartered in Turku.\n- Bluepine Aviation was founded in 1989.\n- Ingrid works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Sofia works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Turku.\n- Atlas Freight was founded in 2011.\n- Mateo works for Atlas Freight.\n- Stefan works for Fernhill Foods.\n- Nadia works for Cobalt Health.\n- Fernhill Foods was founded in 2000.\n- Atlas Freight is headquartered in Leeds.\n- Chiara works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Pablo works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Chiara reports to Deshawn.\n- Dmitri works for Fernhill Foods.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33197", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33198", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 33708, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33199", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 August 2025): For employees hired on or after 19 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6338: employee Viktor S., hired 24 December 2023, separated 25 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6338?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33200", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33201", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Lucia.\n- Jonas reports to Emeka.\n- Nadia reports to Jonas.\n- Vantage Air was founded in 2009.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Nadia works for Summit Energy.\n- Anders works for Ironwood Manufacturing.\n- Emeka reports to Priya.\n- Cedar Retail Group was founded in 2011.\n- Priya works for Ironwood Manufacturing.\n- Sanne works for Cedar Retail Group.\n- Summit Energy was founded in 2011.\n- Ironwood Manufacturing is headquartered in Cork.\n- Vantage Air is headquartered in Tallinn.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Stefan.\n- Stefan works for Summit Energy.\n- Priya reports to Anders.\n- Sanne reports to Nadia.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Cork.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1972", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33202", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1299: employee Emeka M., hired 21 August 2022, separated 09 October 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-1299 under the controlling rules.", "criteria": {"0": "$78,000", "1": "$16,000", "2": "$18,000", "3": "$17,885"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33203", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33204", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 January 2024): For employees hired on or after 08 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3667: employee Pablo S., hired 04 January 2022, separated 23 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-3667 under the controlling rules.", "criteria": {"0": "$11,400", "1": "$53,733", "2": "$12,500", "3": "$12,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tallinn.\n- Tobias reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Tobias.\n- Northwind Systems was founded in 1995.\n- Ingrid reports to Priya.\n- Zoya works for Meridian Bank.\n- Felix reports to Mei.\n- Summit Energy was founded in 2002.\n- Mei works for Meridian Bank.\n- Jonas reports to Amara.\n- Meridian Bank is headquartered in Porto.\n- Priya reports to Zoya.\n- Felix works for Northwind Systems.\n- Bruno works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Ironwood Manufacturing was founded in 2000.\n- Priya works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Summit Energy is headquartered in Malmo.\n- Amara reports to Elena.\n- Bruno reports to Felix.\n- Jonas works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1987.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Malmo", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33206", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33207", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33208", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Brno.\n- Zoya works for Atlas Freight.\n- Stefan works for Bluepine Aviation.\n- Bruno reports to Pablo.\n- Atlas Freight is headquartered in Valencia.\n- Ingrid reports to Jonas.\n- Omar reports to Sanne.\n- Pablo works for Lattice Analytics.\n- Jonas reports to Zoya.\n- Omar works for Cobalt Health.\n- Atlas Freight was founded in 2000.\n- Bluepine Aviation is headquartered in Brno.\n- Cobalt Health was founded in 1978.\n- Bluepine Aviation was founded in 2008.\n- Lattice Analytics is headquartered in Tallinn.\n- Lucia works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Pablo reports to Mara.\n- Bruno works for Bluepine Aviation.\n- Mara reports to Stefan.\n- Lattice Analytics was founded in 1987.\n- Mara works for Atlas Freight.\n- Zoya reports to Bruno.\n- Lucia reports to Omar.\n- Ingrid works for Lattice Analytics.\n- Sanne reports to Ingrid.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33209", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33210", "family": "intent_v3", "state": "Incoming support message:\n\"82705 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "report_damage", "2": "cancel_order", "3": "change_address", "4": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33211", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33212", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Felix reports to Kenji.\n- Beacon Insurance was founded in 2014.\n- Crescent Telecom was founded in 1977.\n- Beacon Insurance is headquartered in Tallinn.\n- Yuki works for Crescent Telecom.\n- Priya works for Beacon Insurance.\n- Anders works for Meridian Bank.\n- Meridian Bank was founded in 2010.\n- Chiara reports to Felix.\n- Pablo reports to Mateo.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.\n- Crescent Telecom is headquartered in Austin.\n- Nadia works for Meridian Bank.\n- Mateo works for Beacon Insurance.\n- Meridian Bank is headquartered in Austin.\n- Viktor works for Beacon Insurance.\n- Priya reports to Chiara.\n- Yuki reports to Priya.\n- Viktor reports to Pablo.\n- Lattice Analytics is headquartered in Austin.\n- Felix works for Meridian Bank.\n- Mateo reports to Nadia.\n- Kenji reports to Anders.\n- Chiara works for Meridian Bank.\n- Anders reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33214", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Lucia.\n- Pablo works for Atlas Freight.\n- Lucia reports to Hana.\n- Nadia reports to Tessa.\n- Hana reports to Nadia.\n- Lucia works for Atlas Freight.\n- Leila reports to Sofia.\n- Atlas Freight was founded in 2002.\n- Northwind Systems was founded in 2002.\n- Aisha reports to Emeka.\n- Vantage Air was founded in 2002.\n- Callum works for Atlas Freight.\n- Pinnacle Software is headquartered in Tampere.\n- Yuki works for Vantage Air.\n- Emeka works for Vantage Air.\n- Bruno works for Atlas Freight.\n- Hana works for Vantage Air.\n- Leila works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Callum reports to Leila.\n- Sofia works for Northwind Systems.\n- Tessa works for Pinnacle Software.\n- Pablo reports to Aisha.\n- Pinnacle Software was founded in 1991.\n- Sofia reports to Yuki.\n- Tessa reports to Callum.\n- Yuki reports to Pablo.\n- Northwind Systems is headquartered in Porto.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Emeka.\n- Amara works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Ravi reports to Chiara.\n- Lattice Analytics was founded in 2002.\n- Ravi works for Lattice Analytics.\n- Stefan works for Northwind Systems.\n- Amara reports to Tessa.\n- Emeka reports to Hana.\n- Deshawn reports to Stefan.\n- Lattice Analytics is headquartered in Austin.\n- Northwind Systems was founded in 1979.\n- Bluepine Aviation was founded in 1986.\n- Northwind Systems is headquartered in Bergen.\n- Crescent Telecom is headquartered in Bergen.\n- Deshawn works for Northwind Systems.\n- Bruno works for Lattice Analytics.\n- Crescent Telecom was founded in 1990.\n- Hana works for Northwind Systems.\n- Chiara reports to Anders.\n- Hana reports to Deshawn.\n- Chiara works for Northwind Systems.\n- Bruno reports to Ravi.\n- Emeka works for Crescent Telecom.\n- Tessa reports to Bruno.\n- Bluepine Aviation is headquartered in Bergen.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33217", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33218", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-5293: employee Mateo M., hired 26 May 2021, separated 13 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-5293?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-5293 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33219", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "control_lights", "4": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33220", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 September 2025): For employees hired on or after 05 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7691: employee Lucia K., hired 10 March 2023, separated 18 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7691?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33221", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "play_music", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Nadia reports to Felix.\n- Sanne reports to Lucia.\n- Northwind Systems was founded in 1983.\n- Emeka works for Northwind Systems.\n- Felix works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Dmitri works for Ironwood Manufacturing.\n- Viktor reports to Dmitri.\n- Pablo reports to Emeka.\n- Anders reports to Sanne.\n- Amara works for Pinnacle Software.\n- Emeka reports to Anders.\n- Anders works for Northwind Systems.\n- Deshawn reports to Ravi.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Ghent.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Helios Logistics was founded in 2002.\n- Ironwood Manufacturing was founded in 1979.\n- Amara reports to Viktor.\n- Dmitri reports to Pablo.\n- Pinnacle Software was founded in 1988.\n- Sanne works for Pinnacle Software.\n- Northwind Systems is headquartered in Cork.\n- Ravi reports to Nadia.\n- Felix reports to Amara.\n- Lucia works for Northwind Systems.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33223", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33224", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7856: employee Pablo R., hired 07 February 2022, separated 09 July 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7856?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33225", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5486: employee Mara K., hired 21 May 2022, separated 04 February 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-5486 under the controlling rules.", "criteria": {"0": "$6,750", "1": "$6,800", "2": "$5,800", "3": "$29,467"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33226", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Ghent.\n- Bruno works for Bluepine Aviation.\n- Helios Logistics was founded in 1989.\n- Lattice Analytics is headquartered in Basel.\n- Anders works for Cedar Retail Group.\n- Wren works for Lattice Analytics.\n- Bluepine Aviation was founded in 1998.\n- Dmitri works for Cedar Retail Group.\n- Lattice Analytics was founded in 2001.\n- Chiara reports to Amara.\n- Tessa reports to Anders.\n- Mateo works for Lattice Analytics.\n- Amara works for Cedar Retail Group.\n- Anders reports to Priya.\n- Priya reports to Dmitri.\n- Mateo reports to Tessa.\n- Tessa works for Lattice Analytics.\n- Wren reports to Chiara.\n- Bruno reports to Mateo.\n- Dmitri reports to Wren.\n- Helios Logistics is headquartered in Ghent.\n- Ravi works for Helios Logistics.\n- Cedar Retail Group was founded in 2003.\n- Priya works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Ghent.\n- Ravi reports to Bruno.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33228", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 91329 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33229", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5081: employee Emeka T., hired 31 March 2023, separated 26 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5081?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5081 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33230", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan", "4": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33231", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1274: employee Emeka M., hired 15 October 2020, separated 09 September 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-1274 under the controlling rules.", "criteria": {"0": "$11,600", "1": "$50,267", "2": "$11,700", "3": "$9,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1274 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33232", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 07 July 2025): For employees hired on or after 07 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4894: employee Yuki T., hired 28 September 2022, separated 18 December 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4894?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33233", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33234", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-5 (VERSION 3, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1545: employee Deshawn A., hired 08 March 2024, separated 18 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-1545?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1545 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33235", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 53826, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Cancel Order — wants to cancel a placed order", "2": "Change Address — wants the delivery address updated", "3": "Track Order — asks where an existing order is", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33236", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3905: employee Jonas S., hired 12 July 2021, separated 08 December 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3905?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33237", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33238", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7628: employee Kenji S., hired 11 June 2020, separated 24 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7628?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33239", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 23 December 2022): For employees hired on or after 23 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6112: employee Chiara M., hired 07 February 2021, separated 02 March 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6112?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33240", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33241", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33242", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7519: employee Anders A., hired 30 April 2022, separated 23 February 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7519?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7519 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33243", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33244", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 June 2024): For employees hired on or after 18 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4858: employee Sofia B., hired 20 December 2021, separated 20 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4858?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4858 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33245", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33246", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33247", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-8 (VERSION 2, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3862: employee Emeka K., hired 08 October 2024, separated 24 December 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3862?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3862 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Leila.\n- Deshawn reports to Aisha.\n- Chiara reports to Callum.\n- Mara works for Cobalt Health.\n- Beacon Insurance is headquartered in Brno.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Porto.\n- Lucia reports to Deshawn.\n- Wren reports to Lucia.\n- Tobias works for Northwind Systems.\n- Chiara works for Bluepine Aviation.\n- Beacon Insurance was founded in 1976.\n- Bluepine Aviation was founded in 1987.\n- Callum reports to Wren.\n- Leila works for Cobalt Health.\n- Nadia works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Wren works for Cobalt Health.\n- Deshawn works for Bluepine Aviation.\n- Mara reports to Tobias.\n- Priya reports to Nadia.\n- Bruno works for Beacon Insurance.\n- Aisha reports to Mara.\n- Aisha works for Beacon Insurance.\n- Bruno reports to Priya.\n- Northwind Systems was founded in 1985.\n- Leila reports to Chiara.\n- Cobalt Health was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1990", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33249", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33250", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 August 2023): For employees hired on or after 01 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2867: employee Wren A., hired 28 June 2022, separated 12 January 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2867?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33251", "family": "intent_v3", "state": "Incoming support message:\n\"Re: 27175 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33252", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5140: employee Stefan A., hired 03 September 2019, separated 10 August 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5140?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33253", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 December 2022): For employees hired on or after 12 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6857: employee Felix B., hired 04 November 2022, separated 28 November 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6857?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33254", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 December 2024): For employees hired on or after 08 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3318: employee Tessa A., hired 27 October 2023, separated 29 September 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2026-3318 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$45,000", "2": "$9,865", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Sofia works for Bluepine Aviation.\n- Pinnacle Software was founded in 1995.\n- Bluepine Aviation was founded in 1989.\n- Ingrid reports to Pablo.\n- Viktor reports to Mara.\n- Meridian Bank is headquartered in Austin.\n- Deshawn reports to Ingrid.\n- Leila reports to Deshawn.\n- Ingrid works for Pinnacle Software.\n- Viktor works for Summit Energy.\n- Deshawn works for Pinnacle Software.\n- Leila works for Meridian Bank.\n- Pablo works for Pinnacle Software.\n- Elena works for Bluepine Aviation.\n- Summit Energy is headquartered in Austin.\n- Bluepine Aviation is headquartered in Porto.\n- Pablo reports to Sofia.\n- Summit Energy was founded in 1992.\n- Elena reports to Viktor.\n- Meridian Bank was founded in 2009.\n- Mara works for Pinnacle Software.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2012", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33256", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 08 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9056: employee Wren B., hired 08 April 2024, separated 01 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9056?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33257", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33258", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "schedule_pickup", "2": "reroute", "3": "quote_request", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33259", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33260", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33261", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33262", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33263", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33264", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33265", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33266", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Install Software — requests software installation", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33267", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 13 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7715: employee Nadia K., hired 04 July 2021, separated 23 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7715?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33268", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Cedar Retail Group is headquartered in Austin.\n- Jonas works for Cedar Retail Group.\n- Meridian Bank is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Felix reports to Jonas.\n- Summit Energy was founded in 2000.\n- Sanne reports to Felix.\n- Anders works for Meridian Bank.\n- Cedar Retail Group was founded in 1984.\n- Felix works for Meridian Bank.\n- Viktor reports to Dmitri.\n- Anders reports to Zoya.\n- Hana reports to Viktor.\n- Sanne works for Meridian Bank.\n- Viktor works for Summit Energy.\n- Meridian Bank was founded in 1981.\n- Atlas Freight was founded in 2005.\n- Summit Energy is headquartered in Bergen.\n- Hana works for Summit Energy.\n- Jonas reports to Hana.\n- Dmitri reports to Anders.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Kenji works for Summit Energy.\n- Ingrid reports to Hana.\n- Ingrid works for Cobalt Health.\n- Hana works for Bluepine Aviation.\n- Hana reports to Lucia.\n- Dmitri reports to Sofia.\n- Bluepine Aviation was founded in 1998.\n- Pablo works for Crescent Telecom.\n- Nadia reports to Ingrid.\n- Tobias reports to Pablo.\n- Nadia works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Cobalt Health was founded in 1999.\n- Lucia reports to Elena.\n- Lucia works for Crescent Telecom.\n- Ravi reports to Nadia.\n- Crescent Telecom was founded in 1999.\n- Cobalt Health is headquartered in Valencia.\n- Crescent Telecom is headquartered in Dunedin.\n- Elena reports to Kenji.\n- Elena works for Bluepine Aviation.\n- Summit Energy is headquartered in Dunedin.\n- Sofia reports to Tobias.\n- Ravi works for Crescent Telecom.\n- Kenji reports to Dmitri.\n- Summit Energy was founded in 1996.\n- Dmitri works for Cobalt Health.\n- Sanne reports to Ravi.\n- Sofia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Cobalt Health", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33271", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33272", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Basel.\n- Sanne works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Beacon Insurance was founded in 1975.\n- Meridian Bank was founded in 1998.\n- Leila reports to Emeka.\n- Emeka reports to Lucia.\n- Priya reports to Elena.\n- Elena works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Sanne reports to Mara.\n- Lucia works for Meridian Bank.\n- Elena reports to Jonas.\n- Pablo reports to Priya.\n- Northwind Systems is headquartered in Cork.\n- Viktor works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Omar works for Meridian Bank.\n- Deshawn reports to Viktor.\n- Lucia reports to Deshawn.\n- Summit Energy was founded in 2010.\n- Summit Energy is headquartered in Cork.\n- Jonas reports to Omar.\n- Emeka works for Summit Energy.\n- Viktor reports to Pablo.\n- Deshawn works for Beacon Insurance.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33274", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3811: employee Zoya S., hired 23 July 2023, separated 03 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2025-3811 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$1,500", "2": "$4,000", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33275", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 2, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 08 May 2025): For employees hired on or after 08 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8976: employee Chiara K., hired 20 June 2024, separated 18 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8976?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8976 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33276", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4922: employee Amara A., hired 29 March 2021, separated 22 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4922?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33277", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33278", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5541: employee Stefan R., hired 18 May 2023, separated 17 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5541?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Vantage Air.\n- Viktor works for Vantage Air.\n- Zoya reports to Bruno.\n- Mara reports to Mateo.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance is headquartered in Dunedin.\n- Viktor reports to Zoya.\n- Vantage Air was founded in 1990.\n- Fernhill Foods was founded in 2014.\n- Beacon Insurance was founded in 1987.\n- Mara works for Vantage Air.\n- Elena reports to Pablo.\n- Callum reports to Tessa.\n- Deshawn reports to Viktor.\n- Stefan works for Meridian Bank.\n- Vantage Air is headquartered in Leeds.\n- Callum works for Vantage Air.\n- Tessa reports to Sanne.\n- Zoya works for Meridian Bank.\n- Sanne reports to Mara.\n- Meridian Bank was founded in 2002.\n- Fernhill Foods is headquartered in Leeds.\n- Tessa works for Meridian Bank.\n- Bruno works for Fernhill Foods.\n- Sanne works for Vantage Air.\n- Mateo reports to Elena.\n- Mateo works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Bruno reports to Callum.\n- Meridian Bank is headquartered in Dunedin.\n- Pablo reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33280", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33281", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33282", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33283", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7304: employee Anders R., hired 09 April 2022, separated 16 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7304?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33284", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-7 (VERSION 5, EFFECTIVE 17 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 17 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5595: employee Lucia R., hired 09 July 2023, separated 18 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-7-2026-5595 under the controlling rules.", "criteria": {"0": "$5,615", "1": "$2,538", "2": "$4,615", "3": "$20,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1975.\n- Bluepine Aviation is headquartered in Leeds.\n- Yuki reports to Ingrid.\n- Vantage Air was founded in 1981.\n- Kenji works for Summit Energy.\n- Cedar Retail Group was founded in 2013.\n- Priya works for Vantage Air.\n- Summit Energy was founded in 2008.\n- Cedar Retail Group is headquartered in Tampere.\n- Hana works for Bluepine Aviation.\n- Amara reports to Kenji.\n- Kenji reports to Priya.\n- Hana reports to Amara.\n- Ingrid reports to Wren.\n- Priya reports to Bruno.\n- Summit Energy is headquartered in Dunedin.\n- Ingrid works for Bluepine Aviation.\n- Wren works for Vantage Air.\n- Wren reports to Hana.\n- Vantage Air is headquartered in Leeds.\n- Yuki works for Vantage Air.\n- Bruno works for Cedar Retail Group.\n- Amara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1970", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33286", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33287", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 24 January 2024): For employees hired on or after 24 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-4780: employee Pablo A., hired 03 December 2022, separated 21 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-4780?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-4780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33288", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33289", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33290", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5083: employee Yuki A., hired 07 October 2021, separated 19 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5083?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33291", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33292", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 3257, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "change_address", "2": "cancel_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33293", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8493: employee Lucia S., hired 11 December 2023, separated 22 December 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-8493?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33294", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to send money", "3": "asks to freeze a card", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Sofia works for Atlas Freight.\n- Zoya reports to Stefan.\n- Sofia reports to Tobias.\n- Atlas Freight was founded in 1990.\n- Zoya works for Fernhill Foods.\n- Stefan reports to Sofia.\n- Cobalt Health was founded in 1979.\n- Tobias works for Fernhill Foods.\n- Ingrid reports to Mara.\n- Priya reports to Viktor.\n- Helios Logistics is headquartered in Tallinn.\n- Callum works for Cobalt Health.\n- Stefan works for Atlas Freight.\n- Ingrid works for Helios Logistics.\n- Fernhill Foods was founded in 1997.\n- Helios Logistics was founded in 1982.\n- Cobalt Health is headquartered in Austin.\n- Tobias reports to Ingrid.\n- Amara works for Atlas Freight.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Callum reports to Zoya.\n- Atlas Freight is headquartered in Austin.\n- Mara works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Amara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Beacon Insurance is headquartered in Basel.\n- Ravi works for Meridian Bank.\n- Deshawn reports to Ravi.\n- Stefan works for Northwind Systems.\n- Meridian Bank was founded in 1997.\n- Tessa reports to Leila.\n- Leila works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Atlas Freight was founded in 1999.\n- Meridian Bank is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Northwind Systems was founded in 1989.\n- Atlas Freight is headquartered in Halifax.\n- Stefan reports to Kenji.\n- Beacon Insurance was founded in 1987.\n- Priya reports to Stefan.\n- Hana reports to Priya.\n- Priya works for Atlas Freight.\n- Hana works for Northwind Systems.\n- Leila reports to Hana.\n- Deshawn works for Meridian Bank.\n- Ravi reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tallinn.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 1982.\n- Felix works for Beacon Insurance.\n- Sofia reports to Ravi.\n- Felix reports to Chiara.\n- Sofia works for Pinnacle Software.\n- Stefan reports to Wren.\n- Cedar Retail Group was founded in 1978.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lucia works for Cedar Retail Group.\n- Ravi reports to Lucia.\n- Wren works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Dunedin.\n- Chiara works for Cedar Retail Group.\n- Pinnacle Software was founded in 1981.\n- Beacon Insurance is headquartered in Tallinn.\n- Lucia reports to Felix.\n- Ironwood Manufacturing was founded in 1989.\n- Ravi works for Beacon Insurance.\n- Wren reports to Sofia.\n- Mei reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Elena reports to Bruno.\n- Callum works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Mara reports to Mei.\n- Crescent Telecom was founded in 1992.\n- Mei reports to Dmitri.\n- Helios Logistics is headquartered in Cork.\n- Viktor works for Crescent Telecom.\n- Callum reports to Viktor.\n- Sofia works for Helios Logistics.\n- Dmitri works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Northwind Systems was founded in 1999.\n- Ravi reports to Sofia.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo reports to Mara.\n- Sofia reports to Pablo.\n- Jonas reports to Elena.\n- Lattice Analytics was founded in 1985.\n- Mei works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Bruno reports to Nadia.\n- Pablo works for Helios Logistics.\n- Elena works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Dmitri reports to Jonas.\n- Helios Logistics was founded in 2000.\n- Nadia reports to Callum.\n- Ravi works for Crescent Telecom.\n- Lattice Analytics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "1995", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33299", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33300", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Valencia.\n- Emeka works for Lattice Analytics.\n- Omar works for Northwind Systems.\n- Tessa reports to Omar.\n- Yuki reports to Priya.\n- Sofia reports to Mara.\n- Priya works for Beacon Insurance.\n- Mara reports to Leila.\n- Hana works for Beacon Insurance.\n- Emeka reports to Tessa.\n- Hana reports to Yuki.\n- Omar reports to Pablo.\n- Cobalt Health was founded in 2009.\n- Tessa works for Cobalt Health.\n- Pablo works for Lattice Analytics.\n- Cobalt Health is headquartered in Austin.\n- Mara works for Cobalt Health.\n- Northwind Systems was founded in 2007.\n- Northwind Systems is headquartered in Austin.\n- Lattice Analytics was founded in 2015.\n- Beacon Insurance was founded in 1987.\n- Pablo reports to Hana.\n- Priya reports to Sofia.\n- Leila works for Cobalt Health.\n- Yuki works for Lattice Analytics.\n- Beacon Insurance is headquartered in Halifax.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33302", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 2, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 October 2023): For employees hired on or after 24 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3281: employee Viktor R., hired 08 May 2020, separated 06 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3281?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33303", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33304", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33305", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33306", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cobalt Health.\n- Pablo reports to Tobias.\n- Sanne works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Turku.\n- Anders works for Fernhill Foods.\n- Chiara reports to Ravi.\n- Tobias reports to Kenji.\n- Tobias works for Atlas Freight.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods was founded in 1980.\n- Fernhill Foods is headquartered in Turku.\n- Ravi reports to Nadia.\n- Anders reports to Pablo.\n- Ironwood Manufacturing was founded in 2015.\n- Cobalt Health is headquartered in Valencia.\n- Nadia works for Ironwood Manufacturing.\n- Ravi works for Atlas Freight.\n- Kenji reports to Sanne.\n- Atlas Freight was founded in 1999.\n- Atlas Freight is headquartered in Valencia.\n- Cobalt Health was founded in 1978.\n- Sanne reports to Chiara.\n- Pablo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Ravi works for Lattice Analytics.\n- Emeka works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Oslo.\n- Wren reports to Amara.\n- Wren works for Meridian Bank.\n- Elena reports to Emeka.\n- Aisha reports to Mateo.\n- Jonas works for Ironwood Manufacturing.\n- Deshawn reports to Ravi.\n- Meridian Bank was founded in 1997.\n- Amara reports to Jonas.\n- Lattice Analytics is headquartered in Basel.\n- Tessa reports to Aisha.\n- Cedar Retail Group was founded in 2000.\n- Deshawn works for Cedar Retail Group.\n- Lattice Analytics was founded in 1992.\n- Mateo works for Meridian Bank.\n- Jonas reports to Elena.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tessa works for Cedar Retail Group.\n- Aisha works for Lattice Analytics.\n- Emeka reports to Deshawn.\n- Ravi reports to Tessa.\n- Ironwood Manufacturing was founded in 1981.\n- Cedar Retail Group is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1984", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33309", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Cobalt Health is headquartered in Brno.\n- Stefan reports to Callum.\n- Pinnacle Software is headquartered in Brno.\n- Aisha works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Leila works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Zoya reports to Nadia.\n- Callum works for Lattice Analytics.\n- Mateo works for Pinnacle Software.\n- Sofia works for Atlas Freight.\n- Nadia reports to Mateo.\n- Amara reports to Sofia.\n- Atlas Freight is headquartered in Leeds.\n- Deshawn reports to Aisha.\n- Leila reports to Jonas.\n- Stefan works for Cobalt Health.\n- Jonas works for Atlas Freight.\n- Lattice Analytics was founded in 1992.\n- Pinnacle Software was founded in 1990.\n- Deshawn works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Callum reports to Zoya.\n- Cobalt Health was founded in 2004.\n- Jonas reports to Deshawn.\n- Mei reports to Stefan.\n- Atlas Freight was founded in 2015.\n- Mateo reports to Amara.\n- Aisha reports to Mei.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1990", "2": "1985", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33310", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33311", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-9807: employee Wren K., hired 21 July 2023, separated 15 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-9807 under the controlling rules.", "criteria": {"0": "$6,375", "1": "$6,300", "2": "$27,300", "3": "$4,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-9807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33312", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33313", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33314", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8650: employee Tobias K., hired 19 March 2021, separated 17 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8650?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Amara.\n- Tessa reports to Omar.\n- Meridian Bank was founded in 2015.\n- Felix works for Helios Logistics.\n- Beacon Insurance was founded in 1997.\n- Omar works for Cobalt Health.\n- Amara works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Leila reports to Felix.\n- Meridian Bank is headquartered in Porto.\n- Aisha works for Beacon Insurance.\n- Lucia works for Cobalt Health.\n- Helios Logistics is headquartered in Dunedin.\n- Nadia reports to Leila.\n- Felix reports to Sanne.\n- Aisha reports to Callum.\n- Tessa works for Cobalt Health.\n- Beacon Insurance is headquartered in Dunedin.\n- Helios Logistics was founded in 1990.\n- Leila works for Meridian Bank.\n- Callum works for Cobalt Health.\n- Emeka reports to Aisha.\n- Anders reports to Emeka.\n- Cobalt Health was founded in 1985.\n- Emeka works for Cobalt Health.\n- Amara reports to Nadia.\n- Cobalt Health is headquartered in Oslo.\n- Sanne works for Cobalt Health.\n- Callum reports to Lucia.\n- Anders works for Beacon Insurance.\n- Lucia reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33316", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2090: employee Amara S., hired 24 May 2022, separated 10 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2090?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33317", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6694: employee Callum M., hired 07 June 2021, separated 04 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6694?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33318", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33319", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 1993.\n- Tessa reports to Mei.\n- Lucia reports to Tessa.\n- Leila works for Fernhill Foods.\n- Mei works for Pinnacle Software.\n- Mei reports to Bruno.\n- Leila reports to Lucia.\n- Pinnacle Software is headquartered in Malmo.\n- Ingrid works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Malmo.\n- Bruno reports to Hana.\n- Elena reports to Leila.\n- Hana reports to Zoya.\n- Tessa works for Pinnacle Software.\n- Cedar Retail Group was founded in 2007.\n- Ingrid reports to Elena.\n- Zoya works for Crescent Telecom.\n- Fernhill Foods is headquartered in Ghent.\n- Hana works for Fernhill Foods.\n- Bruno works for Cedar Retail Group.\n- Pinnacle Software was founded in 1983.\n- Fernhill Foods was founded in 1989.\n- Elena works for Cedar Retail Group.\n- Wren reports to Ingrid.\n- Lucia works for Pinnacle Software.\n- Wren works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33320", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33321", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 September 2024): For employees hired on or after 16 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1005: employee Chiara A., hired 05 February 2021, separated 07 October 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-1005 under the controlling rules.", "criteria": {"0": "$61,533", "1": "$13,700", "2": "$14,200", "3": "$14,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Amara.\n- Dmitri works for Pinnacle Software.\n- Mateo works for Cobalt Health.\n- Viktor works for Summit Energy.\n- Pinnacle Software was founded in 1981.\n- Cobalt Health was founded in 1999.\n- Leila works for Cobalt Health.\n- Nadia works for Helios Logistics.\n- Jonas reports to Mateo.\n- Mei reports to Dmitri.\n- Stefan works for Summit Energy.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Amara works for Pinnacle Software.\n- Dmitri reports to Stefan.\n- Summit Energy was founded in 1997.\n- Stefan reports to Jonas.\n- Tobias works for Cobalt Health.\n- Jonas works for Helios Logistics.\n- Pinnacle Software is headquartered in Brno.\n- Helios Logistics was founded in 1979.\n- Amara reports to Mei.\n- Viktor reports to Tobias.\n- Helios Logistics is headquartered in Austin.\n- Mateo reports to Leila.\n- Leila reports to Nadia.\n- Cobalt Health is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33323", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3443: employee Lucia S., hired 10 August 2020, separated 16 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3443?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33324", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Cobalt Health is headquartered in Ghent.\n- Lucia works for Summit Energy.\n- Deshawn reports to Jonas.\n- Lucia reports to Nadia.\n- Cedar Retail Group was founded in 2001.\n- Tobias works for Meridian Bank.\n- Elena reports to Yuki.\n- Nadia reports to Deshawn.\n- Meridian Bank was founded in 1990.\n- Tobias reports to Elena.\n- Jonas reports to Dmitri.\n- Summit Energy was founded in 2013.\n- Cedar Retail Group is headquartered in Tampere.\n- Cobalt Health was founded in 1994.\n- Yuki reports to Lucia.\n- Dmitri works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Deshawn works for Cobalt Health.\n- Yuki works for Summit Energy.\n- Nadia works for Meridian Bank.\n- Summit Energy is headquartered in Ghent.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33325", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33326", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Yuki.\n- Pablo reports to Ingrid.\n- Summit Energy is headquartered in Halifax.\n- Cedar Retail Group was founded in 2013.\n- Stefan works for Ironwood Manufacturing.\n- Emeka works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ingrid works for Summit Energy.\n- Cedar Retail Group is headquartered in Valencia.\n- Yuki works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1990.\n- Chiara works for Summit Energy.\n- Crescent Telecom is headquartered in Valencia.\n- Pablo works for Ironwood Manufacturing.\n- Emeka reports to Pablo.\n- Kenji works for Ironwood Manufacturing.\n- Ingrid reports to Wren.\n- Kenji reports to Chiara.\n- Wren works for Summit Energy.\n- Yuki reports to Emeka.\n- Summit Energy was founded in 1999.\n- Crescent Telecom was founded in 1993.\n- Wren reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Felix works for Atlas Freight.\n- Omar reports to Emeka.\n- Felix reports to Omar.\n- Atlas Freight was founded in 2010.\n- Priya works for Fernhill Foods.\n- Anders reports to Viktor.\n- Emeka reports to Priya.\n- Fernhill Foods is headquartered in Adelaide.\n- Ravi reports to Felix.\n- Elena reports to Sofia.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Helios Logistics was founded in 1993.\n- Elena works for Fernhill Foods.\n- Bluepine Aviation was founded in 1975.\n- Mateo works for Fernhill Foods.\n- Priya reports to Anders.\n- Bluepine Aviation is headquartered in Turku.\n- Fernhill Foods was founded in 2011.\n- Anders works for Atlas Freight.\n- Emeka works for Fernhill Foods.\n- Viktor works for Atlas Freight.\n- Helios Logistics is headquartered in Tampere.\n- Mateo reports to Elena.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2014", "2": "2006", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33329", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Pinnacle Software.\n- Sanne reports to Chiara.\n- Pablo reports to Wren.\n- Pinnacle Software is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Ghent.\n- Felix reports to Tobias.\n- Chiara works for Northwind Systems.\n- Tessa reports to Emeka.\n- Pinnacle Software was founded in 2009.\n- Cedar Retail Group was founded in 2010.\n- Atlas Freight was founded in 2009.\n- Tessa works for Atlas Freight.\n- Felix works for Cedar Retail Group.\n- Atlas Freight is headquartered in Bergen.\n- Tobias works for Northwind Systems.\n- Pablo works for Atlas Freight.\n- Wren reports to Sanne.\n- Emeka works for Cedar Retail Group.\n- Chiara reports to Felix.\n- Northwind Systems was founded in 2013.\n- Northwind Systems is headquartered in Tallinn.\n- Sanne works for Northwind Systems.\n- Tobias reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33331", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 September 2023): For employees hired on or after 02 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5933: employee Hana B., hired 06 June 2021, separated 19 February 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2026-5933 under the controlling rules.", "criteria": {"0": "$79,733", "1": "$18,500", "2": "$18,400", "3": "$17,900"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33332", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 19 March 2025): For employees hired on or after 19 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1212: employee Mateo R., hired 12 October 2023, separated 10 October 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1212?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33333", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8103: employee Kenji K., hired 30 May 2024, separated 09 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8103?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33334", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Want my money back for 7979\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33335", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Bluepine Aviation.\n- Anders reports to Omar.\n- Omar reports to Jonas.\n- Crescent Telecom is headquartered in Austin.\n- Callum works for Crescent Telecom.\n- Hana reports to Mei.\n- Pinnacle Software is headquartered in Adelaide.\n- Bluepine Aviation is headquartered in Brno.\n- Amara reports to Callum.\n- Anders works for Pinnacle Software.\n- Mei works for Crescent Telecom.\n- Pinnacle Software was founded in 2013.\n- Pablo reports to Wren.\n- Jonas reports to Hana.\n- Chiara reports to Amara.\n- Pablo works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Callum reports to Anders.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Mei reports to Pablo.\n- Crescent Telecom was founded in 1979.\n- Amara works for Crescent Telecom.\n- Summit Energy was founded in 2000.\n- Omar works for Crescent Telecom.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33336", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Nadia reports to Callum.\n- Tobias reports to Chiara.\n- Nadia works for Northwind Systems.\n- Callum reports to Elena.\n- Wren works for Vantage Air.\n- Atlas Freight was founded in 2003.\n- Crescent Telecom was founded in 1982.\n- Vantage Air is headquartered in Ghent.\n- Yuki works for Atlas Freight.\n- Tobias works for Vantage Air.\n- Crescent Telecom is headquartered in Ghent.\n- Callum works for Vantage Air.\n- Northwind Systems was founded in 1989.\n- Elena reports to Yuki.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Chiara works for Atlas Freight.\n- Vantage Air was founded in 1993.\n- Atlas Freight is headquartered in Tampere.\n- Yuki reports to Tobias.\n- Chiara reports to Wren.\n- Wren reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Deshawn.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Summit Energy is headquartered in Halifax.\n- Stefan works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mara reports to Stefan.\n- Omar reports to Sanne.\n- Deshawn works for Northwind Systems.\n- Deshawn reports to Mateo.\n- Mateo reports to Leila.\n- Sanne works for Beacon Insurance.\n- Leila reports to Mara.\n- Summit Energy was founded in 1975.\n- Beacon Insurance is headquartered in Basel.\n- Northwind Systems is headquartered in Dunedin.\n- Beacon Insurance was founded in 1987.\n- Ironwood Manufacturing was founded in 2000.\n- Stefan reports to Omar.\n- Mara works for Ironwood Manufacturing.\n- Mateo works for Summit Energy.\n- Omar works for Ironwood Manufacturing.\n- Leila works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2004", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33339", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33340", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33341", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "play_music", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Lucia reports to Kenji.\n- Jonas reports to Viktor.\n- Mei reports to Jonas.\n- Meridian Bank was founded in 1998.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Mara works for Crescent Telecom.\n- Lattice Analytics was founded in 2002.\n- Crescent Telecom is headquartered in Brno.\n- Sanne reports to Lucia.\n- Sofia works for Meridian Bank.\n- Viktor reports to Aisha.\n- Sofia reports to Zoya.\n- Callum reports to Sanne.\n- Kenji reports to Sofia.\n- Callum works for Crescent Telecom.\n- Aisha reports to Mara.\n- Lucia works for Meridian Bank.\n- Lattice Analytics is headquartered in Turku.\n- Ingrid works for Lattice Analytics.\n- Kenji works for Meridian Bank.\n- Mei works for Crescent Telecom.\n- Sanne works for Beacon Insurance.\n- Crescent Telecom was founded in 1987.\n- Beacon Insurance is headquartered in Turku.\n- Jonas works for Lattice Analytics.\n- Viktor works for Crescent Telecom.\n- Zoya reports to Mei.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mei.\n- Mateo works for Vantage Air.\n- Sofia reports to Viktor.\n- Helios Logistics is headquartered in Lyon.\n- Sanne reports to Anders.\n- Sanne works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Tampere.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Anders reports to Dmitri.\n- Mei works for Helios Logistics.\n- Viktor reports to Omar.\n- Dmitri reports to Stefan.\n- Mei reports to Wren.\n- Stefan works for Crescent Telecom.\n- Anders works for Helios Logistics.\n- Viktor works for Vantage Air.\n- Vantage Air was founded in 2000.\n- Crescent Telecom is headquartered in Tallinn.\n- Helios Logistics was founded in 2003.\n- Dmitri works for Helios Logistics.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Omar works for Vantage Air.\n- Omar reports to Mateo.\n- Crescent Telecom was founded in 1987.\n- Mateo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33344", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2639: employee Sofia T., hired 27 July 2022, separated 02 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2639?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33346", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33347", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33348", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33349", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Ravi.\n- Meridian Bank was founded in 2012.\n- Pablo reports to Priya.\n- Bluepine Aviation was founded in 1997.\n- Lucia works for Meridian Bank.\n- Elena reports to Ingrid.\n- Elena works for Bluepine Aviation.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Fernhill Foods is headquartered in Dunedin.\n- Ravi reports to Pablo.\n- Chiara works for Meridian Bank.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 2010.\n- Priya reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cobalt Health is headquartered in Malmo.\n- Meridian Bank is headquartered in Malmo.\n- Ingrid reports to Chiara.\n- Lucia reports to Deshawn.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33351", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6691: employee Nadia K., hired 28 March 2024, separated 21 September 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-6691 under the controlling rules.", "criteria": {"0": "$7,750", "1": "$6,750", "2": "$33,583", "3": "$7,812"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Stefan works for Summit Energy.\n- Sofia reports to Bruno.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Crescent Telecom was founded in 1976.\n- Bruno reports to Sanne.\n- Cobalt Health was founded in 2013.\n- Yuki reports to Sofia.\n- Cobalt Health is headquartered in Valencia.\n- Anders works for Crescent Telecom.\n- Sanne reports to Tessa.\n- Tessa reports to Kenji.\n- Kenji reports to Lucia.\n- Kenji works for Crescent Telecom.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Summit Energy is headquartered in Lyon.\n- Anders reports to Stefan.\n- Tessa works for Crescent Telecom.\n- Fernhill Foods was founded in 1983.\n- Ravi works for Fernhill Foods.\n- Ravi reports to Yuki.\n- Crescent Telecom is headquartered in Austin.\n- Lucia works for Summit Energy.\n- Bruno works for Crescent Telecom.\n- Lucia reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Fernhill Foods.\n- Chiara works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1995.\n- Chiara reports to Stefan.\n- Ingrid reports to Lucia.\n- Priya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Bergen.\n- Amara works for Fernhill Foods.\n- Priya reports to Emeka.\n- Northwind Systems was founded in 2004.\n- Northwind Systems is headquartered in Bergen.\n- Helios Logistics was founded in 2010.\n- Stefan reports to Elena.\n- Fernhill Foods is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Tobias reports to Wren.\n- Lucia works for Beacon Insurance.\n- Lucia reports to Priya.\n- Tobias works for Northwind Systems.\n- Stefan works for Fernhill Foods.\n- Beacon Insurance was founded in 2008.\n- Elena reports to Ingrid.\n- Emeka reports to Amara.\n- Amara reports to Tobias.\n- Elena works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1990", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33354", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33355", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 22790\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2011.\n- Viktor works for Summit Energy.\n- Aisha reports to Dmitri.\n- Dmitri reports to Jonas.\n- Atlas Freight is headquartered in Leeds.\n- Nadia works for Summit Energy.\n- Zoya works for Summit Energy.\n- Wren works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Aisha works for Cedar Retail Group.\n- Summit Energy is headquartered in Leeds.\n- Leila works for Atlas Freight.\n- Priya reports to Aisha.\n- Viktor reports to Leila.\n- Jonas works for Summit Energy.\n- Kenji works for Cobalt Health.\n- Cedar Retail Group is headquartered in Leeds.\n- Kenji reports to Wren.\n- Leila reports to Nadia.\n- Zoya reports to Priya.\n- Atlas Freight was founded in 2009.\n- Dmitri works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Jonas reports to Viktor.\n- Cobalt Health was founded in 2003.\n- Wren reports to Zoya.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Nagoya", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33357", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Hana reports to Kenji.\n- Tobias reports to Anders.\n- Bluepine Aviation is headquartered in Valencia.\n- Tobias works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom was founded in 1984.\n- Helios Logistics was founded in 2015.\n- Sanne works for Helios Logistics.\n- Wren works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Crescent Telecom is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2014.\n- Elena reports to Hana.\n- Kenji reports to Mara.\n- Jonas works for Bluepine Aviation.\n- Sanne reports to Elena.\n- Mara reports to Wren.\n- Beacon Insurance was founded in 2002.\n- Nadia reports to Tobias.\n- Kenji works for Bluepine Aviation.\n- Wren reports to Jonas.\n- Elena works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Anders reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33359", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33360", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6106: employee Tobias M., hired 15 October 2023, separated 19 April 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-6106 under the controlling rules.", "criteria": {"0": "$16,096", "1": "$69,750", "2": "$15,096", "3": "$16,226"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33361", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-8 (VERSION 2, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-7655: employee Aisha A., hired 05 June 2023, separated 25 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-7655?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-7655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33362", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33363", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 2, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-5921: employee Callum R., hired 13 September 2021, separated 24 September 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-5921 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$2,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-5921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33364", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 30473 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Cedar Retail Group is headquartered in Brno.\n- Ingrid works for Vantage Air.\n- Mateo works for Pinnacle Software.\n- Ingrid reports to Mateo.\n- Cedar Retail Group was founded in 1978.\n- Chiara reports to Amara.\n- Omar reports to Ravi.\n- Vantage Air was founded in 2014.\n- Vantage Air is headquartered in Nagoya.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1975.\n- Mateo reports to Sofia.\n- Ravi works for Cedar Retail Group.\n- Pinnacle Software was founded in 1999.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Amara works for Cedar Retail Group.\n- Amara reports to Omar.\n- Chiara works for Pinnacle Software.\n- Ravi reports to Viktor.\n- Omar works for Cedar Retail Group.\n- Sofia reports to Chiara.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1981", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1976.\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Leeds.\n- Kenji reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Tobias reports to Kenji.\n- Sanne works for Pinnacle Software.\n- Beacon Insurance was founded in 1979.\n- Pinnacle Software was founded in 1975.\n- Lucia works for Beacon Insurance.\n- Jonas reports to Stefan.\n- Bluepine Aviation is headquartered in Tallinn.\n- Stefan reports to Ingrid.\n- Jonas works for Beacon Insurance.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Mateo reports to Jonas.\n- Stefan works for Pinnacle Software.\n- Bruno reports to Tobias.\n- Zoya works for Pinnacle Software.\n- Sanne reports to Lucia.\n- Ingrid works for Beacon Insurance.\n- Zoya reports to Sanne.\n- Ingrid reports to Zoya.\n- Vantage Air is headquartered in Austin.\n- Tobias works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33367", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Felix.\n- Omar reports to Leila.\n- Kenji reports to Omar.\n- Mateo reports to Ingrid.\n- Leila reports to Viktor.\n- Meridian Bank is headquartered in Leeds.\n- Tessa reports to Zoya.\n- Zoya reports to Lucia.\n- Omar works for Northwind Systems.\n- Cobalt Health is headquartered in Lyon.\n- Tessa works for Meridian Bank.\n- Northwind Systems was founded in 2014.\n- Felix works for Cobalt Health.\n- Viktor works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Northwind Systems is headquartered in Leeds.\n- Meridian Bank was founded in 1982.\n- Leila works for Northwind Systems.\n- Crescent Telecom was founded in 2002.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Ingrid reports to Kenji.\n- Viktor reports to Tessa.\n- Cobalt Health was founded in 1997.\n- Ingrid works for Cobalt Health.\n- Kenji works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33370", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33371", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Vantage Air.\n- Mei works for Lattice Analytics.\n- Ingrid reports to Zoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Zoya reports to Felix.\n- Felix reports to Dmitri.\n- Pablo reports to Priya.\n- Callum works for Vantage Air.\n- Pablo works for Vantage Air.\n- Lattice Analytics was founded in 1979.\n- Dmitri reports to Mei.\n- Callum reports to Ingrid.\n- Elena reports to Yuki.\n- Dmitri works for Atlas Freight.\n- Mei reports to Tobias.\n- Mateo works for Pinnacle Software.\n- Vantage Air was founded in 1987.\n- Priya works for Vantage Air.\n- Atlas Freight is headquartered in Nagoya.\n- Elena works for Pinnacle Software.\n- Atlas Freight was founded in 2012.\n- Zoya works for Atlas Freight.\n- Yuki reports to Callum.\n- Priya reports to Mateo.\n- Vantage Air is headquartered in Ghent.\n- Tobias reports to Pablo.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Yuki works for Vantage Air.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Ghent", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33372", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3174: employee Chiara A., hired 15 January 2023, separated 18 May 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3174?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33373", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33374", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-3 (VERSION 3, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6973: employee Kenji T., hired 24 December 2021, separated 12 January 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6973?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6973 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2014.\n- Aisha reports to Felix.\n- Sanne works for Lattice Analytics.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 1990.\n- Chiara reports to Elena.\n- Yuki works for Vantage Air.\n- Aisha works for Lattice Analytics.\n- Pinnacle Software was founded in 1977.\n- Nadia reports to Sanne.\n- Tobias reports to Yuki.\n- Felix reports to Nadia.\n- Tobias works for Atlas Freight.\n- Pinnacle Software is headquartered in Bergen.\n- Yuki reports to Aisha.\n- Sanne reports to Chiara.\n- Felix works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Atlas Freight is headquartered in Bergen.\n- Nadia works for Vantage Air.\n- Lattice Analytics is headquartered in Brno.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33376", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33377", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33378", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5401: employee Mateo B., hired 28 August 2021, separated 23 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5401?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Nagoya.\n- Chiara works for Northwind Systems.\n- Bluepine Aviation was founded in 1984.\n- Northwind Systems is headquartered in Malmo.\n- Zoya reports to Leila.\n- Chiara reports to Zoya.\n- Hana works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Leila reports to Priya.\n- Omar reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Lattice Analytics was founded in 2012.\n- Hana reports to Mei.\n- Omar works for Cedar Retail Group.\n- Northwind Systems was founded in 1985.\n- Leila works for Lattice Analytics.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Lattice Analytics is headquartered in Malmo.\n- Cedar Retail Group was founded in 1979.\n- Mei works for Bluepine Aviation.\n- Dmitri reports to Chiara.\n- Mei reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1974", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Jonas works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Priya reports to Tobias.\n- Northwind Systems was founded in 1981.\n- Helios Logistics is headquartered in Dunedin.\n- Mei reports to Bruno.\n- Lucia reports to Yuki.\n- Bruno reports to Zoya.\n- Helios Logistics was founded in 1984.\n- Tobias works for Northwind Systems.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Tobias reports to Mei.\n- Priya works for Cedar Retail Group.\n- Ingrid works for Crescent Telecom.\n- Jonas reports to Chiara.\n- Crescent Telecom was founded in 1994.\n- Yuki reports to Ingrid.\n- Yuki works for Crescent Telecom.\n- Cedar Retail Group was founded in 1984.\n- Zoya reports to Lucia.\n- Ingrid reports to Jonas.\n- Mei works for Crescent Telecom.\n- Zoya works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Chiara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33381", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33382", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33383", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Cobalt Health is headquartered in Porto.\n- Vantage Air was founded in 1989.\n- Bluepine Aviation was founded in 2007.\n- Vantage Air is headquartered in Porto.\n- Mei reports to Leila.\n- Cobalt Health was founded in 1981.\n- Tessa works for Cobalt Health.\n- Crescent Telecom is headquartered in Porto.\n- Jonas reports to Zoya.\n- Chiara works for Crescent Telecom.\n- Stefan works for Bluepine Aviation.\n- Leila works for Crescent Telecom.\n- Stefan reports to Mei.\n- Mei works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Bluepine Aviation is headquartered in Lyon.\n- Leila reports to Jonas.\n- Crescent Telecom was founded in 2009.\n- Bruno works for Cobalt Health.\n- Bruno reports to Stefan.\n- Zoya works for Vantage Air.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33385", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-3 (VERSION 4, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-7273: employee Jonas S., hired 08 September 2021, separated 17 April 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-7273?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-7273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33386", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33387", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cobalt Health.\n- Felix works for Fernhill Foods.\n- Felix reports to Mateo.\n- Sofia reports to Omar.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo works for Ironwood Manufacturing.\n- Anders reports to Pablo.\n- Emeka reports to Anders.\n- Omar reports to Chiara.\n- Anders works for Northwind Systems.\n- Northwind Systems was founded in 1998.\n- Pablo reports to Sofia.\n- Sofia works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1977.\n- Emeka works for Northwind Systems.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Emeka.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cobalt Health was founded in 1985.\n- Stefan reports to Elena.\n- Pablo works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2014.\n- Fernhill Foods is headquartered in Oslo.\n- Cobalt Health is headquartered in Austin.\n- Mateo reports to Stefan.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Austin", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33390", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 6, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 December 2022): For employees hired on or after 23 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2530: employee Wren S., hired 30 November 2020, separated 30 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2530?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33391", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Fernhill Foods is headquartered in Tallinn.\n- Helios Logistics is headquartered in Austin.\n- Leila reports to Jonas.\n- Sofia reports to Leila.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1998.\n- Lattice Analytics was founded in 1985.\n- Anders reports to Hana.\n- Helios Logistics was founded in 1993.\n- Callum works for Northwind Systems.\n- Hana reports to Mateo.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Sofia.\n- Lattice Analytics is headquartered in Austin.\n- Jonas reports to Callum.\n- Hana works for Helios Logistics.\n- Northwind Systems is headquartered in Oslo.\n- Mateo works for Lattice Analytics.\n- Sofia works for Helios Logistics.\n- Mateo reports to Emeka.\n- Anders works for Northwind Systems.\n- Fernhill Foods was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1996", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33393", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33394", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 05 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 November 2024): For employees hired on or after 24 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2554: employee Nadia T., hired 29 April 2023, separated 13 March 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2554?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33395", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 December 2024): For employees hired on or after 27 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-8358: employee Mateo R., hired 06 May 2024, separated 18 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-8358 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$9,000", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-8358 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Stefan works for Lattice Analytics.\n- Northwind Systems is headquartered in Oslo.\n- Northwind Systems was founded in 2014.\n- Stefan reports to Elena.\n- Ingrid works for Northwind Systems.\n- Omar reports to Stefan.\n- Ravi reports to Ingrid.\n- Yuki works for Lattice Analytics.\n- Summit Energy is headquartered in Malmo.\n- Amara works for Helios Logistics.\n- Elena reports to Ravi.\n- Dmitri reports to Amara.\n- Yuki reports to Omar.\n- Helios Logistics was founded in 1998.\n- Lattice Analytics is headquartered in Halifax.\n- Helios Logistics is headquartered in Halifax.\n- Amara reports to Yuki.\n- Summit Energy was founded in 1999.\n- Ravi works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33397", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33398", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 52295\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33399", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 53701 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33400", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Felix.\n- Crescent Telecom is headquartered in Austin.\n- Kenji reports to Yuki.\n- Wren reports to Pablo.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Callum.\n- Summit Energy was founded in 1977.\n- Pablo works for Bluepine Aviation.\n- Kenji works for Summit Energy.\n- Pablo reports to Elena.\n- Mateo works for Summit Energy.\n- Felix reports to Amara.\n- Bluepine Aviation was founded in 1977.\n- Crescent Telecom was founded in 1976.\n- Tobias works for Lattice Analytics.\n- Summit Energy is headquartered in Turku.\n- Callum works for Crescent Telecom.\n- Callum reports to Lucia.\n- Lucia reports to Wren.\n- Felix works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Lucia works for Summit Energy.\n- Amara works for Bluepine Aviation.\n- Mateo reports to Kenji.\n- Viktor works for Crescent Telecom.\n- Lattice Analytics is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Turku.\n- Elena reports to Viktor.\n- Amara reports to Tobias.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33402", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mateo.\n- Mei works for Fernhill Foods.\n- Vantage Air is headquartered in Halifax.\n- Beacon Insurance was founded in 2012.\n- Crescent Telecom is headquartered in Turku.\n- Aisha works for Crescent Telecom.\n- Pablo reports to Tessa.\n- Leila works for Fernhill Foods.\n- Fernhill Foods is headquartered in Leeds.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods was founded in 2004.\n- Mei reports to Yuki.\n- Crescent Telecom was founded in 2013.\n- Leila reports to Ingrid.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Pablo works for Crescent Telecom.\n- Yuki reports to Pablo.\n- Mateo reports to Mei.\n- Ingrid reports to Aisha.\n- Ingrid works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Pinnacle Software.\n- Fernhill Foods was founded in 1985.\n- Lucia works for Ironwood Manufacturing.\n- Jonas works for Pinnacle Software.\n- Mara works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Dunedin.\n- Jonas reports to Dmitri.\n- Mateo works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Kenji reports to Wren.\n- Viktor reports to Sofia.\n- Mara reports to Mateo.\n- Pinnacle Software was founded in 1991.\n- Sofia reports to Bruno.\n- Wren works for Fernhill Foods.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Lucia.\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1999.\n- Viktor works for Ironwood Manufacturing.\n- Bruno reports to Mara.\n- Lucia reports to Kenji.\n- Wren reports to Viktor.\n- Lattice Analytics was founded in 2013.\n- Lattice Analytics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "2002", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33405", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33406", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-2 (VERSION 7, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2711: employee Pablo A., hired 10 June 2022, separated 01 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-2711?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33407", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1981.\n- Pablo reports to Ingrid.\n- Fernhill Foods was founded in 1989.\n- Stefan works for Fernhill Foods.\n- Ingrid reports to Omar.\n- Stefan reports to Deshawn.\n- Omar works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom was founded in 2014.\n- Helios Logistics is headquartered in Oslo.\n- Pablo works for Summit Energy.\n- Ingrid works for Helios Logistics.\n- Omar reports to Tobias.\n- Jonas reports to Stefan.\n- Crescent Telecom is headquartered in Ghent.\n- Deshawn reports to Mara.\n- Mara works for Fernhill Foods.\n- Mara reports to Pablo.\n- Deshawn works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Summit Energy is headquartered in Adelaide.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33409", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33410", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33411", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 June 2025): For employees hired on or after 03 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6257: employee Bruno B., hired 16 September 2024, separated 15 July 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-6257 under the controlling rules.", "criteria": {"0": "$2,400", "1": "$6,000", "2": "$8,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33412", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33413", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Dmitri.\n- Cedar Retail Group was founded in 1986.\n- Wren works for Cedar Retail Group.\n- Dmitri reports to Mara.\n- Tobias reports to Omar.\n- Kenji works for Beacon Insurance.\n- Fernhill Foods was founded in 1992.\n- Pinnacle Software was founded in 1987.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia works for Pinnacle Software.\n- Tobias works for Fernhill Foods.\n- Omar works for Cedar Retail Group.\n- Dmitri works for Pinnacle Software.\n- Wren reports to Lucia.\n- Beacon Insurance was founded in 1981.\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Tallinn.\n- Callum reports to Kenji.\n- Mara reports to Wren.\n- Callum works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Omar reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33415", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-4 (VERSION 2, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6584: employee Emeka R., hired 06 October 2021, separated 20 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6584?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33416", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33417", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Fernhill Foods.\n- Chiara reports to Emeka.\n- Atlas Freight was founded in 1998.\n- Emeka reports to Mara.\n- Callum reports to Stefan.\n- Lucia works for Beacon Insurance.\n- Ravi works for Cedar Retail Group.\n- Sofia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Ghent.\n- Emeka works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Nadia reports to Chiara.\n- Atlas Freight is headquartered in Halifax.\n- Sofia reports to Ravi.\n- Callum works for Beacon Insurance.\n- Mara reports to Sofia.\n- Fernhill Foods is headquartered in Ghent.\n- Mei works for Beacon Insurance.\n- Ravi reports to Callum.\n- Beacon Insurance was founded in 1986.\n- Stefan works for Beacon Insurance.\n- Mei reports to Lucia.\n- Cedar Retail Group was founded in 1975.\n- Stefan reports to Mei.\n- Fernhill Foods was founded in 1981.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33419", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-6 (VERSION 3, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-3445: employee Leila S., hired 30 November 2024, separated 17 May 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-3445?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-3445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Jonas.\n- Elena works for Summit Energy.\n- Hana works for Summit Energy.\n- Yuki reports to Kenji.\n- Crescent Telecom is headquartered in Turku.\n- Jonas reports to Elena.\n- Elena reports to Emeka.\n- Emeka reports to Nadia.\n- Jonas works for Summit Energy.\n- Meridian Bank was founded in 1994.\n- Helios Logistics was founded in 2012.\n- Kenji works for Summit Energy.\n- Kenji reports to Hana.\n- Helios Logistics is headquartered in Leeds.\n- Nadia works for Helios Logistics.\n- Meridian Bank is headquartered in Cork.\n- Yuki works for Helios Logistics.\n- Emeka works for Crescent Telecom.\n- Stefan works for Helios Logistics.\n- Nadia reports to Stefan.\n- Summit Energy was founded in 1975.\n- Crescent Telecom was founded in 1982.\n- Summit Energy is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33421", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9923: employee Elena K., hired 15 November 2020, separated 23 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-9923?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33422", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6174: employee Anders M., hired 08 February 2022, separated 27 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6174?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Aisha works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Helios Logistics is headquartered in Adelaide.\n- Elena reports to Leila.\n- Bluepine Aviation was founded in 1991.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tessa reports to Omar.\n- Cedar Retail Group was founded in 1999.\n- Amara works for Ironwood Manufacturing.\n- Tobias reports to Aisha.\n- Helios Logistics was founded in 1993.\n- Omar reports to Chiara.\n- Sanne reports to Yuki.\n- Wren reports to Sanne.\n- Aisha reports to Amara.\n- Tessa works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Adelaide.\n- Yuki works for Cedar Retail Group.\n- Leila works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.\n- Yuki reports to Tessa.\n- Amara reports to Elena.\n- Bluepine Aviation is headquartered in Oslo.\n- Leila reports to Bruno.\n- Sanne works for Cedar Retail Group.\n- Chiara reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Bruno works for Helios Logistics.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Tessa works for Crescent Telecom.\n- Pablo works for Vantage Air.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Amara.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Felix.\n- Northwind Systems is headquartered in Tallinn.\n- Amara reports to Deshawn.\n- Ravi works for Vantage Air.\n- Amara works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Vantage Air is headquartered in Tallinn.\n- Deshawn reports to Tobias.\n- Mei reports to Tessa.\n- Crescent Telecom is headquartered in Nagoya.\n- Tobias reports to Pablo.\n- Bluepine Aviation was founded in 1975.\n- Mei works for Vantage Air.\n- Felix reports to Ravi.\n- Jonas reports to Viktor.\n- Vantage Air was founded in 1988.\n- Tessa reports to Jonas.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Jonas works for Bluepine Aviation.\n- Ravi reports to Kenji.\n- Northwind Systems was founded in 1988.\n- Crescent Telecom was founded in 2000.\n- Deshawn works for Bluepine Aviation.\n- Kenji reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33425", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Amara.\n- Mei reports to Bruno.\n- Mateo reports to Tobias.\n- Bruno reports to Viktor.\n- Aisha works for Vantage Air.\n- Amara reports to Aisha.\n- Amara works for Summit Energy.\n- Mara reports to Kenji.\n- Fernhill Foods was founded in 1978.\n- Vantage Air is headquartered in Malmo.\n- Mei works for Summit Energy.\n- Tobias reports to Priya.\n- Bruno works for Summit Energy.\n- Pinnacle Software is headquartered in Turku.\n- Kenji works for Fernhill Foods.\n- Viktor reports to Mateo.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Summit Energy is headquartered in Turku.\n- Mateo works for Fernhill Foods.\n- Pinnacle Software was founded in 1991.\n- Priya reports to Mara.\n- Mara works for Fernhill Foods.\n- Viktor works for Vantage Air.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Vantage Air was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33427", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33428", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 January 2024): For employees hired on or after 03 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1129: employee Lucia M., hired 03 March 2021, separated 23 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1129?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1983.\n- Viktor reports to Leila.\n- Anders works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Yuki works for Atlas Freight.\n- Felix reports to Yuki.\n- Emeka works for Helios Logistics.\n- Zoya reports to Stefan.\n- Felix works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Callum reports to Felix.\n- Atlas Freight was founded in 2006.\n- Callum works for Beacon Insurance.\n- Yuki reports to Deshawn.\n- Anders reports to Callum.\n- Leila reports to Emeka.\n- Stefan works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Helios Logistics was founded in 1984.\n- Beacon Insurance is headquartered in Bergen.\n- Emeka reports to Zoya.\n- Crescent Telecom was founded in 2008.\n- Atlas Freight is headquartered in Malmo.\n- Zoya works for Crescent Telecom.\n- Stefan reports to Anders.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33430", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6940: employee Wren B., hired 20 March 2023, separated 25 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6940?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6940 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33431", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6707: employee Jonas R., hired 08 August 2023, separated 08 May 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-6707 under the controlling rules.", "criteria": {"0": "$5,312", "1": "$22,750", "2": "$6,250", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Mei reports to Amara.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Sofia.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Aisha works for Fernhill Foods.\n- Tobias reports to Chiara.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji works for Atlas Freight.\n- Leila works for Fernhill Foods.\n- Lucia reports to Aisha.\n- Nadia reports to Deshawn.\n- Mei works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Cobalt Health was founded in 2001.\n- Kenji reports to Mei.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara works for Atlas Freight.\n- Lucia works for Ironwood Manufacturing.\n- Amara reports to Lucia.\n- Atlas Freight was founded in 1984.\n- Chiara reports to Nadia.\n- Sofia works for Cobalt Health.\n- Deshawn reports to Kenji.\n- Aisha reports to Leila.\n- Leila reports to Yuki.\n- Ironwood Manufacturing was founded in 2010.\n- Fernhill Foods is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33433", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 08 November 2023): For employees hired on or after 08 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9066: employee Pablo A., hired 24 July 2021, separated 02 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9066?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9066 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33434", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cobalt Health.\n- Jonas reports to Tobias.\n- Cobalt Health is headquartered in Turku.\n- Stefan reports to Viktor.\n- Mara works for Vantage Air.\n- Chiara reports to Jonas.\n- Vantage Air was founded in 1992.\n- Viktor reports to Sanne.\n- Hana reports to Callum.\n- Pablo reports to Chiara.\n- Lattice Analytics was founded in 1985.\n- Lattice Analytics is headquartered in Valencia.\n- Cobalt Health was founded in 1986.\n- Callum reports to Pablo.\n- Bluepine Aviation was founded in 2009.\n- Vantage Air is headquartered in Cork.\n- Tobias works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Yuki reports to Mara.\n- Hana works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Pablo works for Vantage Air.\n- Yuki works for Vantage Air.\n- Jonas works for Bluepine Aviation.\n- Lucia reports to Hana.\n- Tobias reports to Yuki.\n- Stefan works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Lucia works for Lattice Analytics.\n- Mara reports to Stefan.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33435", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9683: employee Elena S., hired 29 June 2023, separated 05 March 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-9683?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33436", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 March 2024): For employees hired on or after 08 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7001: employee Priya R., hired 13 December 2020, separated 22 January 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7001?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33438", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'open account' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33439", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4869: employee Jonas T., hired 30 January 2022, separated 04 December 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4869?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1987.\n- Wren reports to Callum.\n- Vantage Air is headquartered in Halifax.\n- Priya reports to Tobias.\n- Aisha works for Vantage Air.\n- Amara works for Northwind Systems.\n- Dmitri reports to Sofia.\n- Omar reports to Wren.\n- Pinnacle Software is headquartered in Halifax.\n- Pinnacle Software was founded in 1993.\n- Sofia reports to Ravi.\n- Callum works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Omar works for Northwind Systems.\n- Emeka reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Beacon Insurance is headquartered in Halifax.\n- Aisha reports to Priya.\n- Vantage Air was founded in 2005.\n- Emeka works for Beacon Insurance.\n- Northwind Systems is headquartered in Halifax.\n- Beacon Insurance was founded in 2010.\n- Sofia works for Vantage Air.\n- Callum reports to Amara.\n- Anders reports to Aisha.\n- Amara reports to Anders.\n- Tobias works for Beacon Insurance.\n- Ravi reports to Omar.\n- Ravi works for Northwind Systems.\n- Anders works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Ingrid reports to Hana.\n- Bluepine Aviation was founded in 2000.\n- Ironwood Manufacturing was founded in 2015.\n- Crescent Telecom is headquartered in Porto.\n- Mei works for Meridian Bank.\n- Aisha reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Bruno reports to Mei.\n- Meridian Bank was founded in 1994.\n- Mei reports to Viktor.\n- Bruno works for Bluepine Aviation.\n- Hana reports to Aisha.\n- Ingrid works for Meridian Bank.\n- Bluepine Aviation is headquartered in Cork.\n- Hana works for Meridian Bank.\n- Aisha works for Crescent Telecom.\n- Meridian Bank is headquartered in Dunedin.\n- Viktor works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Viktor reports to Ingrid.\n- Crescent Telecom was founded in 1991.\n- Ironwood Manufacturing is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Jonas works for Bluepine Aviation.\n- Emeka works for Meridian Bank.\n- Priya works for Crescent Telecom.\n- Priya reports to Emeka.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation was founded in 1999.\n- Tessa reports to Sofia.\n- Sofia reports to Sanne.\n- Viktor works for Pinnacle Software.\n- Crescent Telecom is headquartered in Malmo.\n- Mei reports to Jonas.\n- Jonas reports to Priya.\n- Hana works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Chiara.\n- Stefan works for Meridian Bank.\n- Chiara reports to Omar.\n- Pinnacle Software was founded in 1982.\n- Pinnacle Software is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka reports to Tessa.\n- Crescent Telecom was founded in 1991.\n- Omar reports to Viktor.\n- Viktor reports to Stefan.\n- Tessa works for Meridian Bank.\n- Sofia works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Meridian Bank was founded in 1993.\n- Hana reports to Mei.\n- Mei works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33443", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7436: employee Aisha R., hired 03 September 2021, separated 06 November 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7436?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33444", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4939: employee Wren S., hired 25 December 2021, separated 11 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-4939?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33445", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Chiara.\n- Nadia reports to Amara.\n- Amara works for Helios Logistics.\n- Jonas works for Atlas Freight.\n- Helios Logistics was founded in 1990.\n- Atlas Freight was founded in 2009.\n- Chiara reports to Yuki.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sofia reports to Nadia.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics is headquartered in Oslo.\n- Lucia works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Turku.\n- Helios Logistics is headquartered in Tallinn.\n- Sofia works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1999.\n- Lucia reports to Jonas.\n- Ingrid reports to Lucia.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Yuki works for Helios Logistics.\n- Yuki reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33447", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 74166 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33448", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33449", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-8945: employee Zoya R., hired 05 November 2021, separated 01 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-8945?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-8945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33450", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9667: employee Deshawn S., hired 01 November 2020, separated 27 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9667?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Omar.\n- Ravi works for Fernhill Foods.\n- Jonas works for Ironwood Manufacturing.\n- Stefan works for Cedar Retail Group.\n- Crescent Telecom was founded in 2012.\n- Jonas reports to Stefan.\n- Elena works for Crescent Telecom.\n- Omar works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Austin.\n- Omar reports to Jonas.\n- Tessa works for Ironwood Manufacturing.\n- Elena reports to Ravi.\n- Lucia reports to Elena.\n- Anders reports to Mei.\n- Lucia works for Crescent Telecom.\n- Stefan reports to Tessa.\n- Mei works for Crescent Telecom.\n- Fernhill Foods was founded in 2015.\n- Ironwood Manufacturing was founded in 1979.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Austin.\n- Mei reports to Lucia.\n- Anders works for Fernhill Foods.\n- Crescent Telecom is headquartered in Porto.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2007.\n- Tessa reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ravi.\n- Bruno reports to Hana.\n- Lattice Analytics was founded in 2009.\n- Northwind Systems was founded in 2000.\n- Sofia works for Lattice Analytics.\n- Ingrid reports to Chiara.\n- Hana works for Northwind Systems.\n- Leila reports to Nadia.\n- Beacon Insurance was founded in 1994.\n- Leila works for Beacon Insurance.\n- Hana reports to Amara.\n- Amara works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Ravi reports to Leila.\n- Beacon Insurance is headquartered in Austin.\n- Chiara reports to Dmitri.\n- Ingrid works for Lattice Analytics.\n- Nadia works for Northwind Systems.\n- Amara reports to Mateo.\n- Nadia reports to Priya.\n- Pinnacle Software was founded in 2006.\n- Priya reports to Bruno.\n- Sofia reports to Ingrid.\n- Mateo works for Pinnacle Software.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Lattice Analytics is headquartered in Lyon.\n- Dmitri works for Beacon Insurance.\n- Priya works for Northwind Systems.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Stefan works for Cobalt Health.\n- Dmitri reports to Zoya.\n- Felix works for Fernhill Foods.\n- Stefan reports to Felix.\n- Lucia works for Cobalt Health.\n- Sanne works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Emeka reports to Tobias.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Zoya reports to Jonas.\n- Jonas works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Jonas reports to Aisha.\n- Cobalt Health was founded in 1979.\n- Cobalt Health is headquartered in Tallinn.\n- Tobias works for Pinnacle Software.\n- Summit Energy was founded in 1983.\n- Elena works for Fernhill Foods.\n- Zoya works for Pinnacle Software.\n- Tobias reports to Mateo.\n- Fernhill Foods is headquartered in Austin.\n- Emeka works for Fernhill Foods.\n- Mateo reports to Lucia.\n- Lucia reports to Dmitri.\n- Sanne reports to Stefan.\n- Felix reports to Elena.\n- Elena reports to Emeka.\n- Pinnacle Software was founded in 2001.\n- Fernhill Foods was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33454", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Stefan.\n- Beacon Insurance was founded in 1984.\n- Fernhill Foods was founded in 2001.\n- Cobalt Health was founded in 2005.\n- Bluepine Aviation is headquartered in Halifax.\n- Beacon Insurance is headquartered in Malmo.\n- Felix works for Bluepine Aviation.\n- Callum reports to Omar.\n- Stefan works for Bluepine Aviation.\n- Wren works for Fernhill Foods.\n- Viktor works for Beacon Insurance.\n- Cobalt Health is headquartered in Valencia.\n- Yuki works for Bluepine Aviation.\n- Viktor reports to Priya.\n- Stefan reports to Felix.\n- Anders reports to Yuki.\n- Zoya reports to Hana.\n- Omar reports to Wren.\n- Bluepine Aviation was founded in 1990.\n- Jonas works for Cobalt Health.\n- Wren reports to Anders.\n- Priya reports to Callum.\n- Zoya works for Bluepine Aviation.\n- Hana works for Fernhill Foods.\n- Hana reports to Viktor.\n- Omar works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Felix reports to Zoya.\n- Priya works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Fernhill Foods is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33456", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9344: employee Mara R., hired 02 February 2023, separated 02 March 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-9344 under the controlling rules.", "criteria": {"0": "$52,000", "1": "$14,000", "2": "$12,000", "3": "$12,115"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33457", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33459", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33460", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-5 (VERSION 7, EFFECTIVE 06 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 06 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9143: employee Mara S., hired 14 April 2023, separated 20 February 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-9143 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$15,167", "2": "$3,500", "3": "$3,562"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33461", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9060: employee Amara M., hired 20 December 2022, separated 12 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9060?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33462", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33463", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Set Timer — asks for a countdown timer", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33464", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 46842\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33465", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-8 (VERSION 2, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 28 June 2025): For employees hired on or after 28 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2917: employee Hana R., hired 25 September 2022, separated 24 October 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2917?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2917 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33466", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Oslo.\n- Atlas Freight was founded in 2014.\n- Omar works for Summit Energy.\n- Stefan reports to Omar.\n- Summit Energy was founded in 1981.\n- Sofia works for Pinnacle Software.\n- Callum reports to Mei.\n- Mei works for Summit Energy.\n- Callum works for Bluepine Aviation.\n- Deshawn works for Summit Energy.\n- Mateo works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Stefan works for Atlas Freight.\n- Bluepine Aviation is headquartered in Austin.\n- Omar reports to Emeka.\n- Emeka reports to Hana.\n- Bruno works for Pinnacle Software.\n- Emeka works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Halifax.\n- Sofia reports to Stefan.\n- Mei reports to Deshawn.\n- Bluepine Aviation was founded in 2009.\n- Pinnacle Software was founded in 2015.\n- Atlas Freight is headquartered in Oslo.\n- Hana reports to Mateo.\n- Deshawn reports to Sofia.\n- Mateo reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Ingrid works for Vantage Air.\n- Tessa reports to Stefan.\n- Sanne works for Bluepine Aviation.\n- Aisha reports to Zoya.\n- Mei reports to Dmitri.\n- Mateo reports to Chiara.\n- Zoya works for Bluepine Aviation.\n- Stefan works for Pinnacle Software.\n- Vantage Air is headquartered in Turku.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Sanne reports to Mateo.\n- Tessa works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Mateo works for Vantage Air.\n- Tobias reports to Sanne.\n- Pinnacle Software is headquartered in Turku.\n- Vantage Air was founded in 2004.\n- Pinnacle Software was founded in 2005.\n- Lattice Analytics is headquartered in Halifax.\n- Bruno works for Lattice Analytics.\n- Stefan reports to Bruno.\n- Ingrid reports to Aisha.\n- Dmitri works for Lattice Analytics.\n- Zoya reports to Tobias.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Bluepine Aviation was founded in 2012.\n- Chiara reports to Tessa.\n- Dmitri reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33469", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33470", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Nadia.\n- Amara works for Vantage Air.\n- Cobalt Health was founded in 2003.\n- Kenji reports to Mateo.\n- Priya works for Northwind Systems.\n- Deshawn reports to Priya.\n- Vantage Air was founded in 1999.\n- Meridian Bank was founded in 2002.\n- Deshawn works for Cobalt Health.\n- Meridian Bank is headquartered in Bergen.\n- Amara reports to Callum.\n- Northwind Systems was founded in 2014.\n- Hana reports to Deshawn.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Nadia reports to Kenji.\n- Nadia works for Northwind Systems.\n- Mateo reports to Amara.\n- Vantage Air is headquartered in Malmo.\n- Kenji works for Meridian Bank.\n- Northwind Systems is headquartered in Halifax.\n- Hana works for Cobalt Health.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2012", "2": "2009", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33472", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 August 2025): For employees hired on or after 14 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4248: employee Hana A., hired 13 April 2024, separated 23 March 2027 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-4248 under the controlling rules.", "criteria": {"0": "$8,025", "1": "$7,612", "2": "$7,525", "3": "$32,608"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33473", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3575: employee Yuki B., hired 19 May 2023, separated 21 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3575?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Cedar Retail Group is headquartered in Austin.\n- Lattice Analytics is headquartered in Adelaide.\n- Wren works for Ironwood Manufacturing.\n- Elena reports to Wren.\n- Hana reports to Sofia.\n- Viktor works for Lattice Analytics.\n- Atlas Freight was founded in 1981.\n- Leila works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.\n- Sofia works for Atlas Freight.\n- Viktor reports to Hana.\n- Atlas Freight is headquartered in Austin.\n- Sofia reports to Emeka.\n- Cedar Retail Group was founded in 1989.\n- Hana works for Lattice Analytics.\n- Emeka works for Cedar Retail Group.\n- Leila reports to Pablo.\n- Pablo reports to Elena.\n- Emeka reports to Leila.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 2004.\n- Lattice Analytics was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33475", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-3384: employee Tobias M., hired 06 February 2024, separated 21 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-3384?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-3384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33476", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33477", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33478", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33479", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 5, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 21 December 2022): For employees hired on or after 21 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6441: employee Omar R., hired 22 April 2019, separated 30 December 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6441?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Amara works for Bluepine Aviation.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Beacon Insurance is headquartered in Ghent.\n- Lucia works for Meridian Bank.\n- Sofia reports to Elena.\n- Bluepine Aviation was founded in 2002.\n- Sanne works for Bluepine Aviation.\n- Vantage Air was founded in 2014.\n- Bluepine Aviation is headquartered in Austin.\n- Jonas reports to Emeka.\n- Elena works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Sanne reports to Bruno.\n- Lucia reports to Priya.\n- Amara reports to Jonas.\n- Omar works for Meridian Bank.\n- Omar reports to Hana.\n- Meridian Bank was founded in 1997.\n- Beacon Insurance was founded in 2007.\n- Bruno reports to Amara.\n- Meridian Bank is headquartered in Austin.\n- Hana reports to Ingrid.\n- Ingrid reports to Sanne.\n- Emeka reports to Lucia.\n- Priya reports to Sofia.\n- Jonas works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33481", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33482", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5504: employee Lucia A., hired 18 January 2023, separated 26 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5504?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33483", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 June 2025): For employees hired on or after 28 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1512: employee Sofia M., hired 12 January 2024, separated 07 February 2027 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2025-1512 under the controlling rules.", "criteria": {"0": "$13,700", "1": "$11,625", "2": "$11,700", "3": "$50,700"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1512 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33484", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 06 August 2025): For employees hired on or after 06 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9337: employee Dmitri K., hired 02 March 2024, separated 09 November 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9337?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33485", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Cobalt Health was founded in 1987.\n- Felix works for Beacon Insurance.\n- Ingrid reports to Felix.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Crescent Telecom was founded in 1980.\n- Ingrid works for Crescent Telecom.\n- Wren reports to Ravi.\n- Zoya works for Cobalt Health.\n- Sofia works for Helios Logistics.\n- Lucia works for Beacon Insurance.\n- Ravi works for Crescent Telecom.\n- Wren works for Beacon Insurance.\n- Lucia reports to Tessa.\n- Felix reports to Wren.\n- Tessa reports to Ingrid.\n- Helios Logistics is headquartered in Malmo.\n- Cobalt Health is headquartered in Adelaide.\n- Zoya reports to Lucia.\n- Bruno works for Cobalt Health.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 2015.\n- Sofia reports to Zoya.\n- Bruno reports to Nadia.\n- Nadia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33487", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2245: employee Zoya T., hired 01 October 2022, separated 04 May 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-2245 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$45,000", "2": "$8,308", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Hana reports to Anders.\n- Jonas reports to Lucia.\n- Helios Logistics is headquartered in Bergen.\n- Wren works for Helios Logistics.\n- Deshawn reports to Jonas.\n- Lucia reports to Callum.\n- Wren reports to Deshawn.\n- Lattice Analytics was founded in 2001.\n- Anders works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Anders reports to Felix.\n- Northwind Systems is headquartered in Halifax.\n- Viktor works for Northwind Systems.\n- Meridian Bank was founded in 2002.\n- Mateo reports to Viktor.\n- Meridian Bank is headquartered in Halifax.\n- Deshawn works for Lattice Analytics.\n- Northwind Systems was founded in 1995.\n- Felix works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Hana works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Helios Logistics was founded in 1982.\n- Viktor reports to Wren.\n- Callum reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1998", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33489", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33490", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33491", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks for account balance", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33492", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33493", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33494", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Vantage Air was founded in 1992.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1979.\n- Aisha works for Bluepine Aviation.\n- Nadia works for Northwind Systems.\n- Bruno reports to Nadia.\n- Callum reports to Aisha.\n- Amara works for Summit Energy.\n- Lucia works for Northwind Systems.\n- Summit Energy was founded in 2004.\n- Northwind Systems was founded in 2005.\n- Summit Energy is headquartered in Valencia.\n- Tessa works for Northwind Systems.\n- Nadia reports to Lucia.\n- Callum works for Vantage Air.\n- Omar reports to Tessa.\n- Vantage Air is headquartered in Valencia.\n- Amara reports to Bruno.\n- Aisha reports to Amara.\n- Omar works for Summit Energy.\n- Northwind Systems is headquartered in Valencia.\n- Lucia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33496", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33497", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4918: employee Felix M., hired 05 June 2023, separated 06 February 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-4918?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33498", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33499", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 47458\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1998.\n- Anders reports to Hana.\n- Viktor works for Beacon Insurance.\n- Lattice Analytics was founded in 2008.\n- Hana works for Pinnacle Software.\n- Bruno works for Pinnacle Software.\n- Yuki works for Atlas Freight.\n- Bruno reports to Anders.\n- Beacon Insurance is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Zoya works for Beacon Insurance.\n- Callum reports to Deshawn.\n- Hana reports to Nadia.\n- Pinnacle Software was founded in 1988.\n- Lattice Analytics is headquartered in Porto.\n- Tobias works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Deshawn reports to Bruno.\n- Deshawn works for Beacon Insurance.\n- Tobias reports to Pablo.\n- Pablo reports to Yuki.\n- Nadia reports to Viktor.\n- Yuki reports to Zoya.\n- Mei works for Atlas Freight.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1986.\n- Pinnacle Software is headquartered in Porto.\n- Viktor reports to Tobias.\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Mei reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33501", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy is headquartered in Austin.\n- Meridian Bank is headquartered in Cork.\n- Deshawn reports to Leila.\n- Nadia reports to Chiara.\n- Northwind Systems was founded in 2009.\n- Leila works for Summit Energy.\n- Felix reports to Omar.\n- Chiara works for Meridian Bank.\n- Summit Energy was founded in 2000.\n- Anders works for Cedar Retail Group.\n- Deshawn works for Northwind Systems.\n- Felix works for Summit Energy.\n- Omar works for Northwind Systems.\n- Omar reports to Nadia.\n- Viktor reports to Felix.\n- Cedar Retail Group was founded in 1999.\n- Northwind Systems is headquartered in Porto.\n- Viktor works for Cedar Retail Group.\n- Chiara reports to Deshawn.\n- Anders reports to Viktor.\n- Nadia works for Meridian Bank.\n- Meridian Bank was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2003", "2": "2000", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33503", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 5, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8255: employee Pablo M., hired 17 August 2024, separated 04 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-8255?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33504", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1965: employee Anders K., hired 15 January 2023, separated 06 October 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-1965 under the controlling rules.", "criteria": {"0": "$9,250", "1": "$9,700", "2": "$39,867", "3": "$9,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1965 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33505", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 March 2023): For employees hired on or after 09 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8738: employee Deshawn S., hired 25 February 2022, separated 09 October 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8738?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33506", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7663: employee Mateo R., hired 14 August 2021, separated 03 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7663?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Hana reports to Mateo.\n- Meridian Bank is headquartered in Leeds.\n- Hana works for Vantage Air.\n- Bluepine Aviation is headquartered in Basel.\n- Ingrid reports to Hana.\n- Ingrid works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Ravi reports to Sanne.\n- Mateo works for Vantage Air.\n- Cobalt Health is headquartered in Austin.\n- Elena reports to Deshawn.\n- Vantage Air was founded in 2009.\n- Sanne reports to Jonas.\n- Cobalt Health was founded in 1985.\n- Jonas reports to Anders.\n- Vantage Air is headquartered in Leeds.\n- Meridian Bank was founded in 2000.\n- Deshawn reports to Ingrid.\n- Priya reports to Ravi.\n- Mateo reports to Priya.\n- Elena works for Cobalt Health.\n- Priya works for Vantage Air.\n- Deshawn works for Cobalt Health.\n- Bluepine Aviation was founded in 1980.\n- Jonas works for Bluepine Aviation.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33508", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33509", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33510", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 October 2022): For employees hired on or after 09 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5895: employee Bruno T., hired 01 August 2020, separated 25 February 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5895?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2008.\n- Summit Energy is headquartered in Lyon.\n- Mara reports to Mei.\n- Mei reports to Felix.\n- Leila reports to Mateo.\n- Dmitri reports to Amara.\n- Leila works for Cedar Retail Group.\n- Mara works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Dmitri.\n- Emeka works for Beacon Insurance.\n- Cedar Retail Group was founded in 2002.\n- Beacon Insurance was founded in 2000.\n- Amara works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Zoya works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Lyon.\n- Anders reports to Mara.\n- Beacon Insurance is headquartered in Tallinn.\n- Zoya reports to Emeka.\n- Felix works for Cedar Retail Group.\n- Crescent Telecom was founded in 2011.\n- Crescent Telecom is headquartered in Lyon.\n- Dmitri works for Summit Energy.\n- Amara reports to Anders.\n- Anders works for Beacon Insurance.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33512", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33513", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 15312 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Tobias reports to Yuki.\n- Beacon Insurance is headquartered in Dunedin.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Cedar Retail Group was founded in 2007.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri works for Crescent Telecom.\n- Northwind Systems was founded in 1979.\n- Callum works for Northwind Systems.\n- Sofia reports to Jonas.\n- Crescent Telecom was founded in 2010.\n- Callum reports to Tobias.\n- Sanne reports to Mara.\n- Jonas reports to Zoya.\n- Jonas works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Yuki reports to Sanne.\n- Mara reports to Dmitri.\n- Sanne works for Northwind Systems.\n- Zoya reports to Callum.\n- Zoya works for Northwind Systems.\n- Mara works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Ghent.\n- Leila reports to Sofia.\n- Beacon Insurance was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1988", "2": "1986", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33515", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33516", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6306: employee Sanne M., hired 19 January 2023, separated 16 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6306?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6306 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33517", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33518", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-4 (VERSION 5, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9204: employee Omar B., hired 20 March 2021, separated 18 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9204?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Tobias works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Dmitri works for Cedar Retail Group.\n- Hana reports to Kenji.\n- Helios Logistics was founded in 1983.\n- Summit Energy is headquartered in Tallinn.\n- Helios Logistics is headquartered in Cork.\n- Elena reports to Tobias.\n- Ironwood Manufacturing was founded in 2005.\n- Stefan works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Cedar Retail Group was founded in 2008.\n- Sofia works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Tobias reports to Sofia.\n- Summit Energy was founded in 1978.\n- Pablo reports to Elena.\n- Chiara works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Stefan.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tallinn.\n- Dmitri reports to Deshawn.\n- Stefan reports to Hana.\n- Chiara reports to Dmitri.\n- Sofia reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Elena.\n- Omar works for Helios Logistics.\n- Viktor reports to Zoya.\n- Viktor works for Meridian Bank.\n- Bruno reports to Tobias.\n- Deshawn reports to Omar.\n- Helios Logistics is headquartered in Ghent.\n- Elena reports to Viktor.\n- Tobias works for Helios Logistics.\n- Tobias reports to Deshawn.\n- Pinnacle Software was founded in 2011.\n- Helios Logistics was founded in 2006.\n- Felix works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Bruno works for Meridian Bank.\n- Vantage Air is headquartered in Ghent.\n- Elena works for Meridian Bank.\n- Vantage Air was founded in 1976.\n- Meridian Bank is headquartered in Tampere.\n- Deshawn works for Vantage Air.\n- Pinnacle Software is headquartered in Dunedin.\n- Zoya reports to Felix.\n- Meridian Bank was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Dunedin", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33521", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1856: employee Mei S., hired 26 July 2023, separated 23 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-1856 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$15,167", "2": "$2,800", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33522", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33523", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33524", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4878: employee Chiara R., hired 27 February 2021, separated 23 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4878?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33525", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 65707\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33526", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 67914 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33527", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 81203 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33528", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33529", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 24 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4361: employee Jonas A., hired 12 July 2023, separated 01 May 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2025-4361 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,000", "2": "$5,400", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2012.\n- Beacon Insurance was founded in 1975.\n- Anders works for Meridian Bank.\n- Beacon Insurance is headquartered in Ghent.\n- Ravi reports to Lucia.\n- Amara works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Pablo reports to Callum.\n- Dmitri reports to Amara.\n- Felix reports to Anders.\n- Anders reports to Dmitri.\n- Felix works for Beacon Insurance.\n- Amara reports to Ravi.\n- Lucia works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Northwind Systems was founded in 1986.\n- Yuki reports to Felix.\n- Lucia reports to Omar.\n- Vantage Air is headquartered in Austin.\n- Meridian Bank is headquartered in Oslo.\n- Omar works for Meridian Bank.\n- Pablo works for Beacon Insurance.\n- Callum reports to Yuki.\n- Dmitri works for Northwind Systems.\n- Meridian Bank was founded in 2003.\n- Yuki works for Northwind Systems.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Lattice Analytics.\n- Tessa works for Crescent Telecom.\n- Callum reports to Tessa.\n- Crescent Telecom was founded in 2012.\n- Yuki works for Bluepine Aviation.\n- Tessa reports to Kenji.\n- Lattice Analytics is headquartered in Leeds.\n- Crescent Telecom is headquartered in Dunedin.\n- Hana reports to Callum.\n- Fernhill Foods was founded in 2000.\n- Lattice Analytics was founded in 1976.\n- Kenji reports to Felix.\n- Yuki reports to Mateo.\n- Felix works for Lattice Analytics.\n- Bluepine Aviation was founded in 1982.\n- Fernhill Foods is headquartered in Dunedin.\n- Chiara reports to Hana.\n- Mateo reports to Chiara.\n- Bluepine Aviation is headquartered in Bergen.\n- Callum works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Hana works for Crescent Telecom.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33532", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33533", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8603: employee Tobias K., hired 28 October 2020, separated 31 January 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8603?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33534", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33535", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 69166\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33536", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3942: employee Emeka T., hired 10 October 2022, separated 21 April 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3942?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3942 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33537", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7111: employee Pablo S., hired 17 January 2020, separated 18 April 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-7111?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33538", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33539", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Ironwood Manufacturing.\n- Felix works for Beacon Insurance.\n- Jonas reports to Tobias.\n- Tobias reports to Ravi.\n- Yuki reports to Kenji.\n- Beacon Insurance is headquartered in Austin.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1975.\n- Mateo works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Stefan reports to Yuki.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance was founded in 2002.\n- Tessa reports to Stefan.\n- Mateo reports to Omar.\n- Northwind Systems was founded in 1997.\n- Omar works for Helios Logistics.\n- Omar reports to Tessa.\n- Bruno reports to Felix.\n- Yuki works for Helios Logistics.\n- Northwind Systems is headquartered in Dunedin.\n- Felix reports to Jonas.\n- Helios Logistics is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tobias works for Helios Logistics.\n- Callum reports to Mateo.\n- Kenji works for Helios Logistics.\n- Ravi reports to Callum.\n- Bruno works for Ironwood Manufacturing.\n- Stefan works for Northwind Systems.\n- Helios Logistics was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33541", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "rollback", "4": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33542", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Zoya reports to Stefan.\n- Northwind Systems was founded in 1978.\n- Chiara reports to Hana.\n- Pablo reports to Lucia.\n- Callum reports to Bruno.\n- Pablo works for Cobalt Health.\n- Stefan works for Meridian Bank.\n- Cobalt Health was founded in 1975.\n- Bruno works for Beacon Insurance.\n- Deshawn reports to Pablo.\n- Beacon Insurance was founded in 2010.\n- Cobalt Health is headquartered in Bergen.\n- Hana reports to Zoya.\n- Stefan reports to Deshawn.\n- Lucia reports to Mara.\n- Callum works for Northwind Systems.\n- Mara reports to Callum.\n- Meridian Bank is headquartered in Bergen.\n- Beacon Insurance is headquartered in Ghent.\n- Mara works for Cobalt Health.\n- Deshawn works for Meridian Bank.\n- Zoya works for Beacon Insurance.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 2000.\n- Northwind Systems is headquartered in Ghent.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33544", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 55525 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33545", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4907: employee Dmitri T., hired 12 April 2021, separated 07 March 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-4907 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$9,000", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33546", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7537: employee Lucia A., hired 17 March 2025, separated 04 September 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7537?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Tessa.\n- Aisha reports to Jonas.\n- Anders works for Cedar Retail Group.\n- Cobalt Health is headquartered in Malmo.\n- Helios Logistics is headquartered in Turku.\n- Tessa works for Cedar Retail Group.\n- Cobalt Health was founded in 2004.\n- Ingrid works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Leila works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Bergen.\n- Chiara works for Lattice Analytics.\n- Ingrid reports to Anders.\n- Anders reports to Leila.\n- Helios Logistics was founded in 1997.\n- Jonas reports to Dmitri.\n- Tessa reports to Ingrid.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 2009.\n- Aisha works for Lattice Analytics.\n- Cedar Retail Group was founded in 1987.\n- Leila reports to Aisha.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2004", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33548", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33549", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5177: employee Leila M., hired 01 November 2019, separated 14 June 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5177?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5177 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Summit Energy.\n- Sofia reports to Tobias.\n- Chiara reports to Ravi.\n- Ingrid works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Mara reports to Ingrid.\n- Ravi works for Pinnacle Software.\n- Bluepine Aviation was founded in 2004.\n- Priya reports to Lucia.\n- Pinnacle Software is headquartered in Cork.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 1993.\n- Meridian Bank was founded in 2001.\n- Ravi reports to Omar.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank is headquartered in Dunedin.\n- Summit Energy is headquartered in Nagoya.\n- Sofia works for Bluepine Aviation.\n- Mara works for Pinnacle Software.\n- Tobias reports to Mara.\n- Priya works for Pinnacle Software.\n- Sanne reports to Chiara.\n- Chiara works for Meridian Bank.\n- Omar reports to Sofia.\n- Summit Energy was founded in 1975.\n- Lucia reports to Sanne.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33551", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9224: employee Ingrid K., hired 16 November 2022, separated 09 May 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-9224 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$12,385", "2": "$9,736", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33552", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 29789 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33553", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33554", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5986: employee Pablo S., hired 21 September 2023, separated 11 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5986?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33555", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33556", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4219: employee Mei B., hired 09 September 2021, separated 19 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4219?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Meridian Bank is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.\n- Mei reports to Mateo.\n- Mei works for Fernhill Foods.\n- Yuki works for Meridian Bank.\n- Sanne works for Fernhill Foods.\n- Yuki reports to Elena.\n- Fernhill Foods was founded in 2006.\n- Stefan works for Beacon Insurance.\n- Leila reports to Nadia.\n- Sofia works for Lattice Analytics.\n- Stefan reports to Kenji.\n- Meridian Bank was founded in 1981.\n- Mateo works for Fernhill Foods.\n- Leila works for Lattice Analytics.\n- Nadia reports to Mei.\n- Elena works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tampere.\n- Lattice Analytics was founded in 1989.\n- Sanne reports to Stefan.\n- Sofia reports to Sanne.\n- Beacon Insurance was founded in 1976.\n- Elena reports to Leila.\n- Kenji reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33558", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9646: employee Callum S., hired 20 January 2020, separated 24 January 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9646?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33559", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 40036\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33560", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 53675\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Yuki.\n- Kenji works for Summit Energy.\n- Zoya works for Crescent Telecom.\n- Pablo reports to Kenji.\n- Tessa works for Pinnacle Software.\n- Crescent Telecom is headquartered in Valencia.\n- Ingrid works for Pinnacle Software.\n- Tessa reports to Nadia.\n- Summit Energy is headquartered in Valencia.\n- Ravi works for Summit Energy.\n- Pablo works for Meridian Bank.\n- Summit Energy was founded in 1987.\n- Omar works for Summit Energy.\n- Bruno reports to Ravi.\n- Bruno works for Crescent Telecom.\n- Zoya reports to Omar.\n- Meridian Bank is headquartered in Adelaide.\n- Pinnacle Software was founded in 1977.\n- Pinnacle Software is headquartered in Adelaide.\n- Omar reports to Pablo.\n- Yuki works for Summit Energy.\n- Yuki reports to Zoya.\n- Kenji reports to Ingrid.\n- Nadia reports to Bruno.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 2015.\n- Meridian Bank was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33562", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33563", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Nadia.\n- Bruno reports to Emeka.\n- Elena reports to Jonas.\n- Summit Energy was founded in 2007.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Nadia reports to Chiara.\n- Anders works for Northwind Systems.\n- Dmitri reports to Yuki.\n- Summit Energy is headquartered in Porto.\n- Dmitri works for Beacon Insurance.\n- Jonas reports to Leila.\n- Pinnacle Software is headquartered in Dunedin.\n- Bruno works for Summit Energy.\n- Chiara works for Summit Energy.\n- Sofia reports to Bruno.\n- Jonas works for Pinnacle Software.\n- Nadia works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Northwind Systems is headquartered in Adelaide.\n- Tessa works for Beacon Insurance.\n- Chiara reports to Sofia.\n- Yuki works for Beacon Insurance.\n- Anders reports to Tessa.\n- Beacon Insurance was founded in 2013.\n- Emeka works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Emeka reports to Dmitri.\n- Beacon Insurance is headquartered in Adelaide.\n- Tessa reports to Elena.\n- Pinnacle Software was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Tobias works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Atlas Freight is headquartered in Lyon.\n- Atlas Freight was founded in 1985.\n- Anders works for Vantage Air.\n- Viktor reports to Bruno.\n- Helios Logistics was founded in 2007.\n- Anders reports to Viktor.\n- Vantage Air was founded in 1989.\n- Bruno works for Atlas Freight.\n- Bruno reports to Aisha.\n- Aisha works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Chiara reports to Wren.\n- Zoya reports to Chiara.\n- Northwind Systems was founded in 2010.\n- Vantage Air is headquartered in Dunedin.\n- Wren reports to Tobias.\n- Northwind Systems is headquartered in Adelaide.\n- Tobias reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33566", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-2 (VERSION 7, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-7471: employee Tobias S., hired 27 October 2021, separated 20 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-7471 under the controlling rules.", "criteria": {"0": "$8,438", "1": "$36,833", "2": "$9,000", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-7471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33567", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33568", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Please cancel order 47956 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33569", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33570", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4431: employee Dmitri M., hired 19 May 2023, separated 30 April 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-4431?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4431 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33571", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-3 (VERSION 2, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 31 August 2023): For employees hired on or after 31 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6499: employee Omar M., hired 14 December 2022, separated 06 February 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-3-2026-6499 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$4,950", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33572", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "play_music", "2": "control_lights", "3": "set_alarm", "4": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33573", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 19 November 2023): For employees hired on or after 19 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3880: employee Sanne A., hired 07 November 2021, separated 20 June 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3880?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3880 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33574", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33575", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7208: employee Kenji K., hired 07 August 2023, separated 05 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7208?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33576", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 February 2025): For employees hired on or after 20 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6273: employee Anders S., hired 22 June 2023, separated 23 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6273?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Pinnacle Software was founded in 1996.\n- Lucia works for Pinnacle Software.\n- Emeka works for Atlas Freight.\n- Cobalt Health is headquartered in Ghent.\n- Jonas reports to Stefan.\n- Hana works for Pinnacle Software.\n- Tessa works for Fernhill Foods.\n- Lucia reports to Jonas.\n- Atlas Freight was founded in 1987.\n- Yuki reports to Emeka.\n- Jonas works for Fernhill Foods.\n- Yuki works for Atlas Freight.\n- Mara reports to Tessa.\n- Mara works for Atlas Freight.\n- Tessa reports to Hana.\n- Emeka reports to Lucia.\n- Cobalt Health was founded in 1988.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods is headquartered in Ghent.\n- Fernhill Foods was founded in 1992.\n- Pinnacle Software is headquartered in Ghent.\n- Hana reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Lyon", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33579", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 30 January 2023): For employees hired on or after 30 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5409: employee Emeka R., hired 19 January 2022, separated 09 September 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5409?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33580", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "requests time off", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33581", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 19 April 2023): For employees hired on or after 19 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4129: employee Wren M., hired 15 January 2022, separated 01 May 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4129?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33582", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1982.\n- Bluepine Aviation was founded in 1985.\n- Zoya works for Atlas Freight.\n- Mara reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tampere.\n- Felix works for Atlas Freight.\n- Lucia works for Beacon Insurance.\n- Tessa works for Cedar Retail Group.\n- Lucia reports to Chiara.\n- Cedar Retail Group is headquartered in Tampere.\n- Anders works for Cedar Retail Group.\n- Sofia reports to Mei.\n- Sanne reports to Hana.\n- Mei reports to Felix.\n- Atlas Freight was founded in 1983.\n- Cedar Retail Group was founded in 1993.\n- Chiara reports to Sanne.\n- Sanne works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Tampere.\n- Atlas Freight is headquartered in Basel.\n- Hana reports to Zoya.\n- Zoya reports to Tessa.\n- Chiara works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Felix reports to Anders.\n- Hana works for Atlas Freight.\n- Mateo works for Cedar Retail Group.\n- Anders reports to Lucia.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1980", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33584", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Fernhill Foods.\n- Yuki reports to Jonas.\n- Mateo works for Vantage Air.\n- Helios Logistics is headquartered in Halifax.\n- Viktor reports to Anders.\n- Pablo works for Beacon Insurance.\n- Beacon Insurance was founded in 1994.\n- Yuki works for Helios Logistics.\n- Vantage Air was founded in 2008.\n- Anders reports to Felix.\n- Fernhill Foods is headquartered in Halifax.\n- Kenji reports to Viktor.\n- Anders works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Mateo reports to Kenji.\n- Jonas works for Beacon Insurance.\n- Felix works for Fernhill Foods.\n- Beacon Insurance is headquartered in Halifax.\n- Pablo reports to Yuki.\n- Felix reports to Pablo.\n- Vantage Air is headquartered in Adelaide.\n- Fernhill Foods was founded in 1991.\n- Helios Logistics was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Wren.\n- Kenji reports to Omar.\n- Nadia works for Summit Energy.\n- Jonas reports to Pablo.\n- Summit Energy is headquartered in Austin.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Yuki.\n- Ingrid works for Summit Energy.\n- Nadia reports to Ingrid.\n- Aisha works for Summit Energy.\n- Kenji works for Vantage Air.\n- Omar reports to Zoya.\n- Amara works for Beacon Insurance.\n- Summit Energy was founded in 1994.\n- Jonas works for Summit Energy.\n- Pinnacle Software is headquartered in Basel.\n- Vantage Air was founded in 1980.\n- Pablo reports to Amara.\n- Vantage Air is headquartered in Valencia.\n- Yuki reports to Aisha.\n- Pablo works for Summit Energy.\n- Beacon Insurance is headquartered in Basel.\n- Wren reports to Jonas.\n- Yuki works for Vantage Air.\n- Mara works for Beacon Insurance.\n- Ingrid reports to Kenji.\n- Beacon Insurance was founded in 1995.\n- Pinnacle Software was founded in 2008.\n- Wren works for Pinnacle Software.\n- Amara reports to Mara.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33586", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33587", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1696: employee Sanne T., hired 29 May 2023, separated 25 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1696?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1696 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33588", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Ravi reports to Jonas.\n- Omar reports to Chiara.\n- Elena reports to Hana.\n- Jonas works for Bluepine Aviation.\n- Lucia works for Meridian Bank.\n- Dmitri reports to Felix.\n- Felix reports to Zoya.\n- Meridian Bank is headquartered in Brno.\n- Callum works for Meridian Bank.\n- Mateo reports to Lucia.\n- Vantage Air is headquartered in Brno.\n- Cobalt Health is headquartered in Ghent.\n- Lucia reports to Elena.\n- Dmitri works for Bluepine Aviation.\n- Hana works for Cobalt Health.\n- Felix works for Vantage Air.\n- Bluepine Aviation was founded in 1976.\n- Bluepine Aviation is headquartered in Ghent.\n- Vantage Air was founded in 2011.\n- Zoya reports to Omar.\n- Hana reports to Callum.\n- Cobalt Health was founded in 1995.\n- Jonas reports to Mateo.\n- Meridian Bank was founded in 1991.\n- Callum reports to Dmitri.\n- Chiara works for Meridian Bank.\n- Omar works for Vantage Air.\n- Elena works for Vantage Air.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Brno", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33590", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9370: employee Dmitri A., hired 16 October 2021, separated 21 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9370?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33591", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33592", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7076: employee Elena K., hired 27 October 2021, separated 16 July 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7076?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33593", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8469: employee Tobias M., hired 20 May 2021, separated 24 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8469?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33594", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2187: employee Zoya B., hired 05 June 2020, separated 19 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2187?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33595", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to text someone", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33596", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 5, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2670: employee Callum R., hired 30 June 2021, separated 01 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2670?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33597", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 December 2025): For employees hired on or after 26 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5958: employee Ingrid B., hired 01 April 2023, separated 14 September 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5958?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cedar Retail Group.\n- Sofia reports to Nadia.\n- Deshawn reports to Callum.\n- Cedar Retail Group was founded in 1987.\n- Pinnacle Software was founded in 1986.\n- Emeka works for Summit Energy.\n- Nadia reports to Mei.\n- Callum reports to Ingrid.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Mei works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Jonas works for Summit Energy.\n- Mei reports to Amara.\n- Nadia works for Pinnacle Software.\n- Summit Energy was founded in 2008.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Amara reports to Deshawn.\n- Beacon Insurance is headquartered in Ghent.\n- Ravi reports to Jonas.\n- Ingrid reports to Ravi.\n- Jonas reports to Emeka.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1982", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33600", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5548: employee Elena K., hired 06 June 2023, separated 26 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-5548?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33601", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1890: employee Jonas B., hired 17 January 2021, separated 18 December 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-1890 under the controlling rules.", "criteria": {"0": "$13,600", "1": "$12,600", "2": "$54,600", "3": "$12,688"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33602", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 64140, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33603", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8163: employee Jonas S., hired 20 October 2024, separated 15 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8163?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33604", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 05 October 2024): For employees hired on or after 05 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6563: employee Tobias B., hired 04 June 2024, separated 12 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6563?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33606", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Jonas.\n- Stefan works for Northwind Systems.\n- Nadia works for Ironwood Manufacturing.\n- Emeka works for Beacon Insurance.\n- Jonas works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Mei works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Lyon.\n- Sofia reports to Nadia.\n- Ironwood Manufacturing was founded in 1984.\n- Anders works for Beacon Insurance.\n- Chiara reports to Deshawn.\n- Sofia works for Northwind Systems.\n- Nadia reports to Chiara.\n- Deshawn reports to Anders.\n- Anders reports to Emeka.\n- Stefan reports to Dmitri.\n- Dmitri reports to Bruno.\n- Tobias works for Beacon Insurance.\n- Northwind Systems is headquartered in Oslo.\n- Northwind Systems was founded in 2007.\n- Bruno reports to Sofia.\n- Bluepine Aviation was founded in 1996.\n- Beacon Insurance was founded in 2000.\n- Emeka reports to Tobias.\n- Tobias reports to Mei.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Bruno works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Oslo.\n- Deshawn works for Ironwood Manufacturing.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Anders.\n- Atlas Freight was founded in 1985.\n- Mateo reports to Callum.\n- Anders reports to Lucia.\n- Lucia reports to Wren.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji reports to Mateo.\n- Sanne works for Atlas Freight.\n- Wren reports to Priya.\n- Crescent Telecom is headquartered in Nagoya.\n- Lucia works for Northwind Systems.\n- Mateo works for Pinnacle Software.\n- Anders works for Atlas Freight.\n- Northwind Systems is headquartered in Basel.\n- Hana works for Atlas Freight.\n- Crescent Telecom was founded in 1992.\n- Sanne reports to Kenji.\n- Atlas Freight is headquartered in Tampere.\n- Callum works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Wren works for Atlas Freight.\n- Priya reports to Emeka.\n- Priya works for Northwind Systems.\n- Emeka works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Kenji works for Crescent Telecom.\n- Hana reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Elena.\n- Elena reports to Hana.\n- Lattice Analytics was founded in 2011.\n- Callum works for Lattice Analytics.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Anders reports to Felix.\n- Chiara works for Crescent Telecom.\n- Hana reports to Anders.\n- Ravi reports to Deshawn.\n- Vantage Air was founded in 1978.\n- Lattice Analytics is headquartered in Austin.\n- Elena works for Northwind Systems.\n- Callum reports to Chiara.\n- Ravi works for Vantage Air.\n- Felix works for Vantage Air.\n- Northwind Systems is headquartered in Bergen.\n- Hana works for Vantage Air.\n- Jonas works for Crescent Telecom.\n- Deshawn reports to Callum.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 2009.\n- Priya reports to Ravi.\n- Chiara reports to Jonas.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Austin", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33610", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rotate_keys", "3": "check_logs", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33611", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mateo.\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Mateo reports to Mei.\n- Northwind Systems was founded in 1990.\n- Fernhill Foods was founded in 1993.\n- Bluepine Aviation was founded in 2003.\n- Nadia works for Bluepine Aviation.\n- Anders reports to Zoya.\n- Nadia reports to Amara.\n- Ravi works for Northwind Systems.\n- Mara reports to Anders.\n- Yuki reports to Ravi.\n- Zoya reports to Nadia.\n- Sofia works for Fernhill Foods.\n- Mei reports to Yuki.\n- Bluepine Aviation is headquartered in Tampere.\n- Northwind Systems is headquartered in Ghent.\n- Amara works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Yuki works for Fernhill Foods.\n- Anders works for Northwind Systems.\n- Mei works for Fernhill Foods.\n- Mara works for Bluepine Aviation.\n- Atlas Freight is headquartered in Tampere.\n- Amara reports to Sofia.\n- Fernhill Foods is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya reports to Leila.\n- Mei works for Northwind Systems.\n- Leila works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Nagoya.\n- Chiara works for Northwind Systems.\n- Emeka reports to Yuki.\n- Priya works for Cedar Retail Group.\n- Yuki reports to Chiara.\n- Deshawn works for Cedar Retail Group.\n- Yuki works for Northwind Systems.\n- Amara reports to Priya.\n- Sofia works for Northwind Systems.\n- Cedar Retail Group was founded in 2002.\n- Kenji reports to Amara.\n- Viktor reports to Felix.\n- Northwind Systems is headquartered in Nagoya.\n- Mei reports to Deshawn.\n- Deshawn reports to Viktor.\n- Vantage Air was founded in 2008.\n- Beacon Insurance was founded in 1988.\n- Northwind Systems was founded in 1989.\n- Amara works for Vantage Air.\n- Felix reports to Sofia.\n- Leila reports to Emeka.\n- Vantage Air is headquartered in Dunedin.\n- Chiara reports to Mei.\n- Felix works for Northwind Systems.\n- Emeka works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33614", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33615", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "books a visit", "3": "asks about insurance coverage", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Mara reports to Zoya.\n- Sofia works for Vantage Air.\n- Tessa reports to Aisha.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1983.\n- Fernhill Foods was founded in 2014.\n- Stefan reports to Dmitri.\n- Stefan works for Fernhill Foods.\n- Crescent Telecom was founded in 2002.\n- Fernhill Foods is headquartered in Bergen.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Vantage Air is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia reports to Stefan.\n- Aisha reports to Anders.\n- Vantage Air was founded in 2008.\n- Kenji reports to Sofia.\n- Anders works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Dmitri works for Vantage Air.\n- Kenji works for Crescent Telecom.\n- Anders reports to Mara.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2008", "2": "2011", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33617", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Beacon Insurance.\n- Omar reports to Leila.\n- Omar works for Lattice Analytics.\n- Dmitri reports to Elena.\n- Leila works for Beacon Insurance.\n- Vantage Air was founded in 2011.\n- Pablo works for Beacon Insurance.\n- Aisha works for Cedar Retail Group.\n- Ingrid reports to Pablo.\n- Tessa works for Lattice Analytics.\n- Beacon Insurance was founded in 1984.\n- Callum reports to Aisha.\n- Cedar Retail Group was founded in 1975.\n- Mateo works for Vantage Air.\n- Dmitri works for Cedar Retail Group.\n- Sofia reports to Omar.\n- Leila reports to Tessa.\n- Bruno reports to Sofia.\n- Beacon Insurance is headquartered in Brno.\n- Elena reports to Ingrid.\n- Cedar Retail Group is headquartered in Brno.\n- Tessa reports to Callum.\n- Vantage Air is headquartered in Turku.\n- Lattice Analytics is headquartered in Brno.\n- Sofia works for Lattice Analytics.\n- Bruno works for Vantage Air.\n- Aisha reports to Mateo.\n- Mateo reports to Dmitri.\n- Ingrid works for Vantage Air.\n- Callum works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Dmitri.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Vantage Air was founded in 2015.\n- Amara works for Crescent Telecom.\n- Ingrid works for Bluepine Aviation.\n- Sanne reports to Tessa.\n- Omar reports to Ingrid.\n- Amara reports to Sanne.\n- Leila works for Bluepine Aviation.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Ingrid reports to Pablo.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Leila.\n- Yuki works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Cedar Retail Group was founded in 2010.\n- Leila reports to Yuki.\n- Jonas reports to Amara.\n- Tessa works for Crescent Telecom.\n- Yuki reports to Omar.\n- Bluepine Aviation is headquartered in Ghent.\n- Crescent Telecom was founded in 2005.\n- Cedar Retail Group is headquartered in Ghent.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33620", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "file_claim", "2": "schedule_pickup", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33621", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Ironwood Manufacturing.\n- Anders reports to Hana.\n- Northwind Systems was founded in 2006.\n- Northwind Systems is headquartered in Tampere.\n- Ravi reports to Jonas.\n- Mei reports to Omar.\n- Jonas reports to Yuki.\n- Lucia works for Ironwood Manufacturing.\n- Hana reports to Viktor.\n- Meridian Bank is headquartered in Ghent.\n- Yuki reports to Lucia.\n- Amara reports to Mei.\n- Vantage Air is headquartered in Cork.\n- Amara works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ravi works for Meridian Bank.\n- Viktor reports to Ravi.\n- Vantage Air was founded in 1998.\n- Jonas works for Vantage Air.\n- Ironwood Manufacturing was founded in 2002.\n- Omar works for Ironwood Manufacturing.\n- Viktor works for Vantage Air.\n- Anders works for Ironwood Manufacturing.\n- Lucia reports to Amara.\n- Meridian Bank was founded in 1982.\n- Hana works for Meridian Bank.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33622", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33623", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Yuki works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Aisha works for Lattice Analytics.\n- Summit Energy is headquartered in Brno.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Sanne works for Atlas Freight.\n- Deshawn works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Anders works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Sanne reports to Jonas.\n- Atlas Freight was founded in 1989.\n- Atlas Freight is headquartered in Leeds.\n- Lattice Analytics is headquartered in Austin.\n- Wren reports to Ravi.\n- Anders reports to Wren.\n- Aisha reports to Sanne.\n- Amara reports to Yuki.\n- Ravi reports to Aisha.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Yuki reports to Tobias.\n- Jonas reports to Amara.\n- Amara works for Crescent Telecom.\n- Lattice Analytics was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33625", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-7 (VERSION 7, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 November 2025): For employees hired on or after 06 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9192: employee Ravi M., hired 02 July 2023, separated 04 March 2027 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9192?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Fernhill Foods.\n- Zoya works for Atlas Freight.\n- Wren reports to Mateo.\n- Viktor reports to Sofia.\n- Wren works for Atlas Freight.\n- Lattice Analytics is headquartered in Lyon.\n- Fernhill Foods was founded in 2002.\n- Viktor works for Fernhill Foods.\n- Hana reports to Viktor.\n- Atlas Freight was founded in 1999.\n- Atlas Freight is headquartered in Ghent.\n- Mateo reports to Omar.\n- Mara works for Fernhill Foods.\n- Felix reports to Zoya.\n- Mara reports to Hana.\n- Zoya reports to Kenji.\n- Fernhill Foods is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Tampere.\n- Amara reports to Felix.\n- Kenji works for Cedar Retail Group.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.\n- Sanne reports to Mara.\n- Felix works for Lattice Analytics.\n- Kenji reports to Wren.\n- Amara works for Fernhill Foods.\n- Sofia reports to Amara.\n- Mateo works for Fernhill Foods.\n- Cedar Retail Group was founded in 2008.\n- Omar works for Atlas Freight.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33627", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33628", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1977.\n- Leila reports to Deshawn.\n- Jonas works for Fernhill Foods.\n- Helios Logistics is headquartered in Basel.\n- Anders works for Helios Logistics.\n- Leila works for Northwind Systems.\n- Zoya reports to Leila.\n- Jonas reports to Bruno.\n- Meridian Bank is headquartered in Valencia.\n- Mateo reports to Anders.\n- Deshawn works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Helios Logistics was founded in 1981.\n- Mateo works for Helios Logistics.\n- Lucia works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Anders reports to Zoya.\n- Mei reports to Lucia.\n- Fernhill Foods is headquartered in Valencia.\n- Bruno reports to Mateo.\n- Wren reports to Mei.\n- Northwind Systems was founded in 1995.\n- Deshawn reports to Wren.\n- Northwind Systems is headquartered in Bergen.\n- Mei works for Helios Logistics.\n- Wren works for Northwind Systems.\n- Fernhill Foods was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Elena.\n- Elena works for Fernhill Foods.\n- Callum reports to Felix.\n- Yuki works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 2002.\n- Fernhill Foods is headquartered in Cork.\n- Ravi reports to Anders.\n- Elena reports to Callum.\n- Callum works for Lattice Analytics.\n- Dmitri works for Meridian Bank.\n- Jonas reports to Dmitri.\n- Leila works for Fernhill Foods.\n- Jonas works for Lattice Analytics.\n- Ravi works for Meridian Bank.\n- Bruno reports to Leila.\n- Meridian Bank is headquartered in Valencia.\n- Meridian Bank was founded in 1976.\n- Anders reports to Tessa.\n- Cobalt Health is headquartered in Valencia.\n- Tessa works for Lattice Analytics.\n- Dmitri reports to Yuki.\n- Lattice Analytics is headquartered in Valencia.\n- Yuki reports to Omar.\n- Fernhill Foods was founded in 1976.\n- Omar reports to Ravi.\n- Lattice Analytics was founded in 2011.\n- Omar works for Lattice Analytics.\n- Felix works for Meridian Bank.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33631", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5187: employee Omar B., hired 04 April 2024, separated 07 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-5187?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Ghent.\n- Cobalt Health was founded in 1997.\n- Elena works for Cedar Retail Group.\n- Felix reports to Sofia.\n- Cedar Retail Group was founded in 1999.\n- Yuki works for Cedar Retail Group.\n- Cobalt Health is headquartered in Leeds.\n- Zoya works for Helios Logistics.\n- Hana reports to Elena.\n- Felix works for Helios Logistics.\n- Deshawn works for Cobalt Health.\n- Sofia reports to Hana.\n- Helios Logistics was founded in 2005.\n- Yuki reports to Zoya.\n- Cedar Retail Group is headquartered in Turku.\n- Helios Logistics is headquartered in Turku.\n- Hana works for Cobalt Health.\n- Deshawn reports to Yuki.\n- Lucia works for Helios Logistics.\n- Sofia works for Cedar Retail Group.\n- Zoya reports to Lucia.\n- Meridian Bank was founded in 2015.\n- Lucia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33633", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Tobias works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Bruno reports to Emeka.\n- Dmitri reports to Stefan.\n- Cobalt Health is headquartered in Austin.\n- Lattice Analytics was founded in 2003.\n- Emeka works for Vantage Air.\n- Priya reports to Ingrid.\n- Amara reports to Priya.\n- Ingrid works for Lattice Analytics.\n- Dmitri works for Vantage Air.\n- Stefan works for Vantage Air.\n- Omar works for Vantage Air.\n- Lattice Analytics is headquartered in Valencia.\n- Vantage Air was founded in 1977.\n- Emeka reports to Nadia.\n- Omar reports to Bruno.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Tobias reports to Amara.\n- Cobalt Health was founded in 1991.\n- Nadia reports to Tobias.\n- Priya works for Meridian Bank.\n- Stefan reports to Omar.\n- Amara works for Cobalt Health.\n- Vantage Air is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33634", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 12 January 2024): For employees hired on or after 12 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3307: employee Mei S., hired 04 October 2022, separated 14 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-3307?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33635", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33636", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Priya.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Pablo.\n- Tessa works for Summit Energy.\n- Bluepine Aviation is headquartered in Basel.\n- Summit Energy was founded in 1991.\n- Chiara reports to Aisha.\n- Amara works for Summit Energy.\n- Priya works for Meridian Bank.\n- Viktor works for Cedar Retail Group.\n- Amara reports to Zoya.\n- Sanne works for Summit Energy.\n- Pablo reports to Sanne.\n- Viktor reports to Amara.\n- Priya reports to Tessa.\n- Aisha works for Cedar Retail Group.\n- Pablo works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa reports to Nadia.\n- Meridian Bank is headquartered in Leeds.\n- Bluepine Aviation was founded in 1978.\n- Nadia reports to Chiara.\n- Meridian Bank was founded in 1992.\n- Cedar Retail Group was founded in 1997.\n- Nadia works for Meridian Bank.\n- Chiara works for Bluepine Aviation.\n- Summit Energy is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Zoya reports to Sanne.\n- Lucia reports to Mateo.\n- Kenji works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Ravi reports to Dmitri.\n- Stefan reports to Yuki.\n- Helios Logistics is headquartered in Brno.\n- Lucia works for Pinnacle Software.\n- Sanne works for Helios Logistics.\n- Pinnacle Software is headquartered in Turku.\n- Cobalt Health is headquartered in Austin.\n- Yuki works for Pinnacle Software.\n- Cobalt Health was founded in 2001.\n- Helios Logistics was founded in 1977.\n- Kenji reports to Mara.\n- Summit Energy was founded in 1998.\n- Dmitri works for Helios Logistics.\n- Tessa works for Summit Energy.\n- Leila works for Summit Energy.\n- Yuki reports to Zoya.\n- Zoya works for Pinnacle Software.\n- Dmitri reports to Leila.\n- Mara works for Summit Energy.\n- Pinnacle Software was founded in 1995.\n- Mara reports to Stefan.\n- Tessa reports to Ravi.\n- Stefan works for Cobalt Health.\n- Leila reports to Kenji.\n- Mateo works for Summit Energy.\n- Sanne reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Northwind Systems was founded in 2009.\n- Deshawn works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Stefan reports to Sofia.\n- Meridian Bank is headquartered in Valencia.\n- Priya reports to Sanne.\n- Sofia works for Meridian Bank.\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Pinnacle Software.\n- Stefan works for Northwind Systems.\n- Meridian Bank was founded in 1989.\n- Sanne reports to Jonas.\n- Sanne works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Aisha reports to Anders.\n- Jonas reports to Dmitri.\n- Dmitri reports to Mei.\n- Priya works for Ironwood Manufacturing.\n- Omar reports to Deshawn.\n- Mateo reports to Omar.\n- Mateo works for Meridian Bank.\n- Aisha works for Ironwood Manufacturing.\n- Jonas works for Pinnacle Software.\n- Anders reports to Priya.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Sofia reports to Aisha.\n- Deshawn reports to Stefan.\n- Pinnacle Software was founded in 1998.\n- Dmitri works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33640", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "report_delay", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33641", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2158: employee Aisha R., hired 08 June 2023, separated 26 January 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2158?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Oslo.\n- Ingrid reports to Hana.\n- Pinnacle Software is headquartered in Leeds.\n- Lucia reports to Aisha.\n- Zoya works for Summit Energy.\n- Bluepine Aviation is headquartered in Leeds.\n- Aisha reports to Ingrid.\n- Bluepine Aviation was founded in 1976.\n- Sanne reports to Zoya.\n- Sofia works for Fernhill Foods.\n- Ravi works for Summit Energy.\n- Deshawn reports to Sanne.\n- Pinnacle Software was founded in 1985.\n- Lucia works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Hana works for Pinnacle Software.\n- Sanne works for Fernhill Foods.\n- Ingrid works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Summit Energy was founded in 1989.\n- Hana reports to Deshawn.\n- Callum reports to Ravi.\n- Sofia reports to Lucia.\n- Aisha works for Pinnacle Software.\n- Fernhill Foods was founded in 1993.\n- Zoya reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1980", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33643", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33644", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 May 2023): For employees hired on or after 23 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3009: employee Dmitri K., hired 17 April 2020, separated 17 August 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3009?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33645", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Hana.\n- Cedar Retail Group was founded in 1982.\n- Ironwood Manufacturing was founded in 1990.\n- Mei reports to Jonas.\n- Tobias works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Vantage Air was founded in 1983.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Sanne reports to Ingrid.\n- Sanne works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Hana reports to Sanne.\n- Omar reports to Tobias.\n- Lucia works for Ironwood Manufacturing.\n- Jonas reports to Omar.\n- Ingrid reports to Lucia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Summit Energy was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33646", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4667: employee Priya A., hired 20 October 2024, separated 13 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4667?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33647", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33648", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9270: employee Nadia K., hired 18 August 2020, separated 15 April 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-9270 under the controlling rules.", "criteria": {"0": "$11,500", "1": "$12,000", "2": "$49,833", "3": "$11,562"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33649", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1142: employee Leila A., hired 22 January 2022, separated 19 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-1142?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33650", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9220: employee Omar M., hired 07 September 2024, separated 11 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-9220?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Turku.\n- Wren works for Ironwood Manufacturing.\n- Emeka reports to Wren.\n- Deshawn reports to Bruno.\n- Fernhill Foods was founded in 1978.\n- Dmitri reports to Omar.\n- Sanne works for Crescent Telecom.\n- Omar reports to Pablo.\n- Ironwood Manufacturing was founded in 1992.\n- Wren reports to Dmitri.\n- Viktor works for Ironwood Manufacturing.\n- Dmitri works for Fernhill Foods.\n- Omar works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Ghent.\n- Emeka works for Bluepine Aviation.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.\n- Ravi reports to Deshawn.\n- Ravi works for Ironwood Manufacturing.\n- Bruno reports to Emeka.\n- Viktor reports to Sanne.\n- Sanne reports to Ravi.\n- Ironwood Manufacturing is headquartered in Brno.\n- Bluepine Aviation was founded in 2005.\n- Bruno works for Fernhill Foods.\n- Crescent Telecom was founded in 2003.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33652", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 88934 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33653", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 40144\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33654", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33655", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33656", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9111: employee Deshawn M., hired 02 June 2022, separated 12 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9111?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33657", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4638: employee Anders K., hired 10 May 2023, separated 05 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4638?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ingrid.\n- Lattice Analytics was founded in 1995.\n- Tessa reports to Mateo.\n- Ravi reports to Tessa.\n- Lattice Analytics is headquartered in Lyon.\n- Viktor works for Fernhill Foods.\n- Sanne reports to Tobias.\n- Amara works for Fernhill Foods.\n- Yuki reports to Anders.\n- Mateo works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Anders works for Fernhill Foods.\n- Sanne works for Lattice Analytics.\n- Leila reports to Mei.\n- Mateo reports to Viktor.\n- Fernhill Foods is headquartered in Leeds.\n- Leila works for Ironwood Manufacturing.\n- Tessa works for Lattice Analytics.\n- Anders reports to Amara.\n- Tobias reports to Leila.\n- Ingrid reports to Sanne.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Helios Logistics was founded in 1990.\n- Tobias works for Helios Logistics.\n- Mei reports to Ravi.\n- Mei works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1983.\n- Fernhill Foods was founded in 1996.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Lyon", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33659", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 06 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 06 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5626: employee Sanne S., hired 13 February 2021, separated 10 January 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2026-5626 under the controlling rules.", "criteria": {"0": "$12,600", "1": "$54,600", "2": "$12,688", "3": "$12,100"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Fernhill Foods.\n- Leila works for Cedar Retail Group.\n- Northwind Systems was founded in 2015.\n- Omar reports to Viktor.\n- Tessa works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Oslo.\n- Mara reports to Anders.\n- Northwind Systems is headquartered in Lyon.\n- Mara works for Fernhill Foods.\n- Cedar Retail Group was founded in 1981.\n- Chiara works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Tobias works for Fernhill Foods.\n- Felix works for Atlas Freight.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Tobias.\n- Emeka reports to Leila.\n- Felix reports to Emeka.\n- Tessa reports to Amara.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 2015.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 2002.\n- Chiara reports to Mara.\n- Amara reports to Lucia.\n- Anders reports to Felix.\n- Atlas Freight is headquartered in Leeds.\n- Leila reports to Tessa.\n- Viktor reports to Chiara.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Oslo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33661", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33662", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-6609: employee Pablo K., hired 26 March 2023, separated 26 April 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-6609?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-6609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33663", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33664", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "report_fraud", "3": "open_account", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33665", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33666", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33667", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33668", "family": "intent_v3", "state": "Incoming support message:\n\"Re: I moved — update delivery for 41522\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33669", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "open_account", "4": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33670", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1999.\n- Wren reports to Felix.\n- Summit Energy was founded in 1980.\n- Mateo works for Cedar Retail Group.\n- Callum reports to Chiara.\n- Mara reports to Mateo.\n- Mara works for Summit Energy.\n- Emeka works for Beacon Insurance.\n- Deshawn reports to Emeka.\n- Callum works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Sanne works for Vantage Air.\n- Felix reports to Lucia.\n- Cedar Retail Group is headquartered in Oslo.\n- Lucia reports to Hana.\n- Ravi reports to Callum.\n- Mateo reports to Ravi.\n- Wren works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Felix works for Vantage Air.\n- Lucia works for Cedar Retail Group.\n- Ravi works for Beacon Insurance.\n- Emeka reports to Sanne.\n- Deshawn works for Beacon Insurance.\n- Hana reports to Mara.\n- Chiara reports to Deshawn.\n- Summit Energy is headquartered in Oslo.\n- Vantage Air was founded in 1980.\n- Hana works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Summit Energy", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33671", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 4, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5568: employee Mateo S., hired 03 February 2022, separated 24 August 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5568?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2013.\n- Bluepine Aviation was founded in 2004.\n- Mara reports to Wren.\n- Felix works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Beacon Insurance was founded in 2002.\n- Wren reports to Dmitri.\n- Ingrid reports to Leila.\n- Bluepine Aviation is headquartered in Austin.\n- Felix reports to Ingrid.\n- Mateo works for Cobalt Health.\n- Jonas works for Meridian Bank.\n- Leila reports to Mara.\n- Mateo reports to Jonas.\n- Cobalt Health is headquartered in Brno.\n- Jonas reports to Deshawn.\n- Wren works for Meridian Bank.\n- Cobalt Health was founded in 1988.\n- Deshawn works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Ingrid works for Meridian Bank.\n- Deshawn reports to Felix.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Mara works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33673", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8039: employee Hana S., hired 18 June 2022, separated 22 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-8039 under the controlling rules.", "criteria": {"0": "$20,231", "1": "$92,000", "2": "$21,346", "3": "$21,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Chiara works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Omar works for Ironwood Manufacturing.\n- Mara reports to Chiara.\n- Priya reports to Anders.\n- Priya works for Fernhill Foods.\n- Kenji works for Lattice Analytics.\n- Leila works for Beacon Insurance.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Anders works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno reports to Kenji.\n- Ironwood Manufacturing was founded in 1987.\n- Chiara reports to Omar.\n- Beacon Insurance is headquartered in Malmo.\n- Mara works for Lattice Analytics.\n- Leila reports to Bruno.\n- Lattice Analytics is headquartered in Turku.\n- Anders reports to Sanne.\n- Kenji reports to Mara.\n- Sanne reports to Sofia.\n- Beacon Insurance was founded in 2001.\n- Lattice Analytics was founded in 1992.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33675", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33676", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5421: employee Mateo S., hired 28 April 2022, separated 14 February 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5421?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5421 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33677", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33678", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 22 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2436: employee Emeka R., hired 30 August 2021, separated 07 July 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2436?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33679", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Fernhill Foods.\n- Sofia reports to Callum.\n- Callum works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Mateo reports to Kenji.\n- Meridian Bank is headquartered in Adelaide.\n- Stefan reports to Ingrid.\n- Atlas Freight is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Porto.\n- Viktor works for Meridian Bank.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Viktor reports to Sofia.\n- Mateo works for Atlas Freight.\n- Kenji reports to Viktor.\n- Bluepine Aviation was founded in 2008.\n- Felix reports to Mateo.\n- Fernhill Foods is headquartered in Valencia.\n- Meridian Bank was founded in 1994.\n- Atlas Freight was founded in 1995.\n- Ingrid reports to Felix.\n- Kenji works for Atlas Freight.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33681", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1992.\n- Sofia reports to Elena.\n- Zoya reports to Felix.\n- Priya reports to Sofia.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Wren.\n- Helios Logistics was founded in 1996.\n- Tessa works for Vantage Air.\n- Lattice Analytics is headquartered in Porto.\n- Tessa reports to Zoya.\n- Felix reports to Hana.\n- Elena works for Lattice Analytics.\n- Helios Logistics is headquartered in Ghent.\n- Hana works for Bluepine Aviation.\n- Hana reports to Priya.\n- Bluepine Aviation is headquartered in Malmo.\n- Vantage Air was founded in 1988.\n- Vantage Air is headquartered in Malmo.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Sanne.\n- Sofia works for Lattice Analytics.\n- Wren works for Vantage Air.\n- Sanne works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Wren reports to Tessa.\n- Zoya works for Bluepine Aviation.\n- Kenji reports to Chiara.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Priya works for Lattice Analytics.\n- Sanne reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33683", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren reports to Felix.\n- Felix works for Bluepine Aviation.\n- Helios Logistics was founded in 1996.\n- Hana works for Northwind Systems.\n- Zoya reports to Anders.\n- Northwind Systems was founded in 1977.\n- Anders works for Bluepine Aviation.\n- Wren works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Vantage Air is headquartered in Basel.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Wren.\n- Vantage Air was founded in 2014.\n- Bluepine Aviation was founded in 2003.\n- Sanne reports to Mateo.\n- Helios Logistics is headquartered in Valencia.\n- Stefan reports to Sanne.\n- Anders reports to Stefan.\n- Hana reports to Zoya.\n- Northwind Systems is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33685", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 07 February 2024): For employees hired on or after 07 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5789: employee Wren R., hired 12 August 2023, separated 24 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5789?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33686", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 September 2024): For employees hired on or after 02 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3856: employee Sofia T., hired 15 October 2021, separated 21 October 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3856?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33687", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "File Claim — files a loss/damage claim", "2": "Reroute — changes a shipment destination", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Amara works for Pinnacle Software.\n- Kenji reports to Amara.\n- Cedar Retail Group was founded in 1989.\n- Emeka reports to Zoya.\n- Pinnacle Software is headquartered in Lyon.\n- Elena reports to Sanne.\n- Sanne reports to Emeka.\n- Pinnacle Software was founded in 1985.\n- Felix works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1995.\n- Northwind Systems was founded in 1996.\n- Cedar Retail Group is headquartered in Malmo.\n- Zoya reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Amara reports to Elena.\n- Elena works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Zoya works for Pinnacle Software.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Felix reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33689", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Cork.\n- Kenji works for Atlas Freight.\n- Wren reports to Viktor.\n- Viktor reports to Hana.\n- Yuki reports to Tessa.\n- Viktor works for Helios Logistics.\n- Cobalt Health was founded in 1977.\n- Cobalt Health is headquartered in Oslo.\n- Tessa works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Amara reports to Emeka.\n- Hana reports to Dmitri.\n- Wren works for Atlas Freight.\n- Helios Logistics was founded in 1983.\n- Yuki works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri works for Lattice Analytics.\n- Lucia reports to Yuki.\n- Lattice Analytics was founded in 1985.\n- Tessa reports to Wren.\n- Dmitri reports to Amara.\n- Amara works for Helios Logistics.\n- Atlas Freight was founded in 1989.\n- Atlas Freight is headquartered in Cork.\n- Kenji reports to Lucia.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33690", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Viktor.\n- Yuki works for Helios Logistics.\n- Pinnacle Software was founded in 1996.\n- Chiara works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Hana works for Lattice Analytics.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Mei.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Valencia.\n- Helios Logistics is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Wren works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Aisha reports to Hana.\n- Dmitri reports to Yuki.\n- Emeka reports to Bruno.\n- Mei reports to Chiara.\n- Aisha works for Helios Logistics.\n- Lattice Analytics is headquartered in Valencia.\n- Chiara reports to Aisha.\n- Yuki reports to Wren.\n- Hana reports to Emeka.\n- Dmitri works for Lattice Analytics.\n- Bruno reports to Sanne.\n- Lattice Analytics was founded in 1985.\n- Mei works for Lattice Analytics.\n- Sanne reports to Dmitri.\n- Bruno works for Cedar Retail Group.\n- Helios Logistics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33692", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Beacon Insurance.\n- Yuki reports to Anders.\n- Pablo reports to Wren.\n- Mateo reports to Ingrid.\n- Chiara works for Meridian Bank.\n- Chiara reports to Mara.\n- Wren reports to Mateo.\n- Pablo works for Beacon Insurance.\n- Fernhill Foods is headquartered in Valencia.\n- Mara works for Northwind Systems.\n- Beacon Insurance is headquartered in Cork.\n- Northwind Systems is headquartered in Cork.\n- Ingrid works for Northwind Systems.\n- Anders reports to Omar.\n- Mateo works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Meridian Bank was founded in 2002.\n- Beacon Insurance was founded in 2008.\n- Wren works for Beacon Insurance.\n- Hana works for Northwind Systems.\n- Mara reports to Pablo.\n- Meridian Bank is headquartered in Valencia.\n- Anders works for Meridian Bank.\n- Northwind Systems was founded in 2008.\n- Omar reports to Hana.\n- Hana reports to Chiara.\n- Fernhill Foods was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33694", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Amara reports to Pablo.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji reports to Amara.\n- Chiara works for Vantage Air.\n- Lattice Analytics was founded in 1976.\n- Chiara reports to Jonas.\n- Pablo reports to Yuki.\n- Ravi reports to Sofia.\n- Jonas reports to Ravi.\n- Helios Logistics was founded in 1998.\n- Yuki reports to Chiara.\n- Vantage Air is headquartered in Malmo.\n- Pablo works for Helios Logistics.\n- Summit Energy is headquartered in Turku.\n- Jonas works for Summit Energy.\n- Helios Logistics is headquartered in Leeds.\n- Summit Energy was founded in 1982.\n- Vantage Air was founded in 2007.\n- Ravi works for Lattice Analytics.\n- Amara works for Summit Energy.\n- Kenji works for Lattice Analytics.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1985", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1990.\n- Tessa works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Aisha works for Cobalt Health.\n- Atlas Freight was founded in 1995.\n- Sanne works for Atlas Freight.\n- Yuki reports to Emeka.\n- Cobalt Health is headquartered in Basel.\n- Sanne reports to Wren.\n- Atlas Freight is headquartered in Basel.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tessa reports to Yuki.\n- Wren reports to Sofia.\n- Mara works for Cobalt Health.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1987.\n- Sofia works for Ironwood Manufacturing.\n- Aisha reports to Mara.\n- Sofia reports to Tessa.\n- Cobalt Health was founded in 2005.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Basel", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33696", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mara.\n- Elena works for Atlas Freight.\n- Nadia works for Pinnacle Software.\n- Bruno works for Cobalt Health.\n- Mara works for Atlas Freight.\n- Pinnacle Software is headquartered in Valencia.\n- Mei reports to Tessa.\n- Pinnacle Software was founded in 1981.\n- Mei works for Cobalt Health.\n- Atlas Freight is headquartered in Adelaide.\n- Bruno reports to Zoya.\n- Lattice Analytics is headquartered in Lyon.\n- Lattice Analytics was founded in 1994.\n- Yuki works for Lattice Analytics.\n- Tessa reports to Stefan.\n- Zoya works for Cobalt Health.\n- Mara reports to Elena.\n- Cobalt Health is headquartered in Valencia.\n- Stefan reports to Deshawn.\n- Zoya reports to Mei.\n- Atlas Freight was founded in 1987.\n- Stefan works for Lattice Analytics.\n- Deshawn reports to Nadia.\n- Cobalt Health was founded in 2002.\n- Elena reports to Bruno.\n- Deshawn works for Atlas Freight.\n- Tessa works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2000", "2": "1997", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33698", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3919: employee Amara S., hired 18 November 2023, separated 10 August 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-3919?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33699", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33700", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "check_status", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33701", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 January 2024): For employees hired on or after 15 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7040: employee Wren M., hired 17 December 2022, separated 03 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7040?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33702", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-5 (VERSION 6, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7789: employee Wren T., hired 25 December 2021, separated 22 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7789?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Yuki.\n- Crescent Telecom is headquartered in Lyon.\n- Aisha works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Vantage Air was founded in 1984.\n- Viktor reports to Chiara.\n- Priya reports to Nadia.\n- Pinnacle Software is headquartered in Tampere.\n- Helios Logistics was founded in 1978.\n- Kenji reports to Amara.\n- Chiara reports to Priya.\n- Yuki works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Kenji works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1991.\n- Nadia reports to Kenji.\n- Aisha reports to Viktor.\n- Priya works for Vantage Air.\n- Crescent Telecom was founded in 2001.\n- Helios Logistics is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Priya works for Cobalt Health.\n- Beacon Insurance was founded in 1998.\n- Priya reports to Ingrid.\n- Zoya reports to Priya.\n- Omar works for Beacon Insurance.\n- Anders works for Cedar Retail Group.\n- Ingrid reports to Ravi.\n- Tobias works for Beacon Insurance.\n- Anders reports to Omar.\n- Sanne works for Cobalt Health.\n- Pinnacle Software is headquartered in Ghent.\n- Pinnacle Software was founded in 2003.\n- Sanne reports to Tobias.\n- Ingrid works for Cedar Retail Group.\n- Zoya works for Cobalt Health.\n- Ravi works for Cedar Retail Group.\n- Cobalt Health was founded in 2001.\n- Cobalt Health is headquartered in Ghent.\n- Omar reports to Zoya.\n- Beacon Insurance is headquartered in Halifax.\n- Cedar Retail Group was founded in 1994.\n- Tobias reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33705", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8793: employee Kenji M., hired 30 November 2022, separated 28 February 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8793?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33706", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1147: employee Tessa R., hired 10 March 2022, separated 08 March 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1147?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mara.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Beacon Insurance is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Turku.\n- Elena reports to Callum.\n- Felix reports to Leila.\n- Nadia works for Beacon Insurance.\n- Tobias reports to Stefan.\n- Leila works for Atlas Freight.\n- Sanne reports to Felix.\n- Beacon Insurance was founded in 2012.\n- Summit Energy was founded in 1978.\n- Leila reports to Nadia.\n- Tobias works for Summit Energy.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Callum works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Summit Energy is headquartered in Austin.\n- Stefan works for Beacon Insurance.\n- Mara reports to Sanne.\n- Nadia reports to Tobias.\n- Cedar Retail Group was founded in 2005.\n- Elena works for Summit Energy.\n- Ingrid reports to Elena.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33708", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Omar reports to Stefan.\n- Deshawn reports to Omar.\n- Atlas Freight is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Austin.\n- Ingrid reports to Zoya.\n- Ravi reports to Ingrid.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2005.\n- Ravi works for Atlas Freight.\n- Beacon Insurance was founded in 1981.\n- Tessa works for Beacon Insurance.\n- Stefan reports to Tessa.\n- Nadia reports to Chiara.\n- Nadia works for Helios Logistics.\n- Elena reports to Nadia.\n- Crescent Telecom is headquartered in Nagoya.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Tessa reports to Ravi.\n- Zoya works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Crescent Telecom was founded in 2012.\n- Chiara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2008", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33710", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "freeze_card", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33711", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33712", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Leave — requests time off", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33713", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Beacon Insurance is headquartered in Ghent.\n- Dmitri works for Fernhill Foods.\n- Mei reports to Kenji.\n- Callum works for Fernhill Foods.\n- Yuki reports to Dmitri.\n- Yuki works for Atlas Freight.\n- Kenji reports to Deshawn.\n- Tessa works for Cobalt Health.\n- Ingrid reports to Tessa.\n- Callum reports to Sanne.\n- Mei works for Beacon Insurance.\n- Fernhill Foods is headquartered in Dunedin.\n- Fernhill Foods was founded in 1990.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance was founded in 2012.\n- Deshawn works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Dmitri reports to Mei.\n- Deshawn reports to Callum.\n- Nadia works for Beacon Insurance.\n- Cobalt Health was founded in 1997.\n- Cobalt Health is headquartered in Tallinn.\n- Tessa reports to Nadia.\n- Atlas Freight was founded in 1987.\n- Ingrid works for Cobalt Health.\n- Nadia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33715", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-9 (VERSION 3, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1410: employee Viktor S., hired 24 May 2021, separated 20 November 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1410?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33716", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5113: employee Wren R., hired 30 January 2020, separated 02 August 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5113?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33717", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33718", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 November 2024): For employees hired on or after 09 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1257: employee Tobias A., hired 11 January 2022, separated 21 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1257?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1257 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33719", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Bluepine Aviation.\n- Lucia works for Bluepine Aviation.\n- Atlas Freight is headquartered in Turku.\n- Amara works for Vantage Air.\n- Callum reports to Felix.\n- Wren reports to Stefan.\n- Kenji works for Northwind Systems.\n- Vantage Air was founded in 1978.\n- Elena works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Emeka works for Atlas Freight.\n- Amara reports to Elena.\n- Emeka reports to Lucia.\n- Stefan works for Bluepine Aviation.\n- Atlas Freight was founded in 1976.\n- Kenji reports to Callum.\n- Aisha reports to Leila.\n- Deshawn works for Northwind Systems.\n- Bluepine Aviation is headquartered in Malmo.\n- Deshawn reports to Amara.\n- Felix works for Atlas Freight.\n- Elena reports to Aisha.\n- Bluepine Aviation was founded in 1984.\n- Felix reports to Deshawn.\n- Wren works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Vantage Air is headquartered in Valencia.\n- Leila works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Lucia reports to Kenji.\n- Northwind Systems was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2005", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33720", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33721", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 August 2022): For employees hired on or after 26 August 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6909: employee Felix S., hired 18 October 2020, separated 11 October 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6909?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mara.\n- Aisha works for Fernhill Foods.\n- Dmitri reports to Leila.\n- Fernhill Foods is headquartered in Malmo.\n- Dmitri works for Fernhill Foods.\n- Jonas reports to Dmitri.\n- Elena works for Vantage Air.\n- Zoya reports to Jonas.\n- Lucia reports to Callum.\n- Omar works for Vantage Air.\n- Callum works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Austin.\n- Lucia works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Vantage Air was founded in 2015.\n- Callum reports to Omar.\n- Vantage Air is headquartered in Austin.\n- Omar reports to Zoya.\n- Meridian Bank was founded in 1978.\n- Zoya works for Meridian Bank.\n- Elena reports to Emeka.\n- Leila reports to Elena.\n- Fernhill Foods was founded in 2003.\n- Emeka works for Meridian Bank.\n- Jonas works for Fernhill Foods.\n- Leila works for Ironwood Manufacturing.\n- Mara reports to Lucia.\n- Meridian Bank is headquartered in Malmo.\n- Emeka reports to Ingrid.\n- Ironwood Manufacturing was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Malmo.\n- Anders works for Meridian Bank.\n- Zoya reports to Felix.\n- Mateo reports to Priya.\n- Zoya works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Tessa reports to Leila.\n- Leila works for Helios Logistics.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 2005.\n- Priya reports to Dmitri.\n- Meridian Bank was founded in 1980.\n- Leila reports to Lucia.\n- Cedar Retail Group was founded in 1992.\n- Elena works for Meridian Bank.\n- Priya works for Helios Logistics.\n- Wren works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Dmitri works for Meridian Bank.\n- Anders reports to Elena.\n- Felix reports to Mateo.\n- Elena reports to Tessa.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Anders.\n- Helios Logistics was founded in 1978.\n- Helios Logistics is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Mei works for Meridian Bank.\n- Wren reports to Zoya.\n- Mei reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1978", "2": "1973", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33724", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1997.\n- Nadia reports to Elena.\n- Fernhill Foods is headquartered in Malmo.\n- Chiara reports to Priya.\n- Ravi works for Beacon Insurance.\n- Mei works for Fernhill Foods.\n- Elena reports to Sanne.\n- Priya reports to Ravi.\n- Bruno works for Northwind Systems.\n- Nadia works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Sanne reports to Bruno.\n- Chiara works for Beacon Insurance.\n- Mara reports to Chiara.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1982.\n- Mei reports to Lucia.\n- Priya works for Northwind Systems.\n- Bruno reports to Mei.\n- Fernhill Foods was founded in 2015.\n- Mara works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Helios Logistics is headquartered in Basel.\n- Ravi reports to Nadia.\n- Beacon Insurance is headquartered in Malmo.\n- Sanne works for Helios Logistics.\n- Northwind Systems was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33726", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Amara.\n- Amara reports to Stefan.\n- Hana works for Atlas Freight.\n- Amara works for Bluepine Aviation.\n- Callum works for Bluepine Aviation.\n- Fernhill Foods was founded in 1975.\n- Leila works for Atlas Freight.\n- Leila reports to Callum.\n- Fernhill Foods is headquartered in Turku.\n- Crescent Telecom is headquartered in Malmo.\n- Chiara reports to Tobias.\n- Bluepine Aviation is headquartered in Bergen.\n- Emeka works for Bluepine Aviation.\n- Jonas reports to Leila.\n- Stefan works for Atlas Freight.\n- Stefan reports to Viktor.\n- Viktor reports to Chiara.\n- Chiara works for Atlas Freight.\n- Hana reports to Emeka.\n- Crescent Telecom was founded in 1992.\n- Jonas works for Atlas Freight.\n- Tobias reports to Jonas.\n- Bluepine Aviation was founded in 1982.\n- Viktor works for Fernhill Foods.\n- Atlas Freight is headquartered in Halifax.\n- Tobias works for Crescent Telecom.\n- Atlas Freight was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Tobias.\n- Lattice Analytics was founded in 2002.\n- Dmitri reports to Hana.\n- Mara works for Beacon Insurance.\n- Pinnacle Software was founded in 2001.\n- Hana works for Northwind Systems.\n- Ravi works for Pinnacle Software.\n- Lattice Analytics is headquartered in Oslo.\n- Tobias reports to Mara.\n- Aisha reports to Nadia.\n- Northwind Systems is headquartered in Valencia.\n- Ravi reports to Zoya.\n- Aisha works for Lattice Analytics.\n- Pinnacle Software is headquartered in Oslo.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance was founded in 2003.\n- Jonas works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Zoya works for Beacon Insurance.\n- Chiara reports to Jonas.\n- Northwind Systems was founded in 2002.\n- Beacon Insurance is headquartered in Porto.\n- Dmitri works for Beacon Insurance.\n- Tobias works for Pinnacle Software.\n- Nadia reports to Dmitri.\n- Mara reports to Ravi.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33729", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33730", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 25 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 27 July 2025): For employees hired on or after 27 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5613: employee Deshawn M., hired 05 January 2022, separated 06 January 2027 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5613?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33731", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-7 (VERSION 6, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8894: employee Chiara M., hired 20 September 2023, separated 06 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8894?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33732", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-8 (VERSION 6, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6495: employee Priya T., hired 24 February 2020, separated 23 February 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6495?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33733", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 67214\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33734", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-8 (VERSION 6, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1519: employee Sofia T., hired 08 November 2022, separated 08 March 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2026-1519 under the controlling rules.", "criteria": {"0": "$6,900", "1": "$29,467", "2": "$6,800", "3": "$7,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1519 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1999.\n- Aisha reports to Chiara.\n- Aisha works for Ironwood Manufacturing.\n- Chiara works for Vantage Air.\n- Yuki reports to Tobias.\n- Mara works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Amara reports to Deshawn.\n- Ironwood Manufacturing was founded in 1996.\n- Mara reports to Aisha.\n- Nadia works for Lattice Analytics.\n- Amara works for Bluepine Aviation.\n- Lattice Analytics was founded in 2012.\n- Deshawn reports to Yuki.\n- Vantage Air was founded in 2006.\n- Callum reports to Ravi.\n- Ravi reports to Amara.\n- Bluepine Aviation is headquartered in Cork.\n- Yuki works for Vantage Air.\n- Tobias reports to Mara.\n- Chiara reports to Stefan.\n- Deshawn works for Vantage Air.\n- Lattice Analytics is headquartered in Cork.\n- Elena works for Bluepine Aviation.\n- Nadia reports to Elena.\n- Callum works for Bluepine Aviation.\n- Elena reports to Callum.\n- Stefan works for Lattice Analytics.\n- Vantage Air is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33736", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 January 2025): For employees hired on or after 15 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4497: employee Chiara S., hired 13 April 2021, separated 13 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-4497?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33737", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33738", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33739", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 June 2025): For employees hired on or after 26 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2511: employee Mateo A., hired 09 June 2024, separated 08 November 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-2511 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$9,231", "2": "$40,000", "3": "$3,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Elena.\n- Leila reports to Felix.\n- Lattice Analytics is headquartered in Cork.\n- Mateo reports to Leila.\n- Northwind Systems was founded in 2014.\n- Dmitri reports to Stefan.\n- Sofia works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Meridian Bank is headquartered in Valencia.\n- Ravi works for Meridian Bank.\n- Cedar Retail Group was founded in 1994.\n- Stefan reports to Mateo.\n- Leila works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Lattice Analytics was founded in 1976.\n- Stefan works for Cedar Retail Group.\n- Elena reports to Viktor.\n- Tessa works for Cedar Retail Group.\n- Wren reports to Dmitri.\n- Wren works for Lattice Analytics.\n- Meridian Bank was founded in 2013.\n- Sofia reports to Tessa.\n- Cedar Retail Group is headquartered in Valencia.\n- Felix works for Lattice Analytics.\n- Mateo works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Ravi reports to Pablo.\n- Tessa reports to Wren.\n- Felix reports to Ravi.\n- Northwind Systems is headquartered in Cork.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33741", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6223: employee Bruno K., hired 12 February 2022, separated 20 September 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-6223 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$4,154", "2": "$22,500", "3": "$5,692"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33742", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1977.\n- Dmitri reports to Amara.\n- Fernhill Foods was founded in 2001.\n- Northwind Systems is headquartered in Leeds.\n- Jonas reports to Emeka.\n- Wren reports to Stefan.\n- Meridian Bank is headquartered in Bergen.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Yuki works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Amara reports to Jonas.\n- Stefan reports to Yuki.\n- Anders reports to Omar.\n- Priya works for Cedar Retail Group.\n- Northwind Systems was founded in 1979.\n- Fernhill Foods is headquartered in Bergen.\n- Amara works for Meridian Bank.\n- Dmitri works for Cedar Retail Group.\n- Hana reports to Dmitri.\n- Wren works for Northwind Systems.\n- Omar works for Cedar Retail Group.\n- Jonas works for Northwind Systems.\n- Mara reports to Hana.\n- Stefan works for Meridian Bank.\n- Yuki reports to Priya.\n- Priya reports to Anders.\n- Emeka reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33744", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33745", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "weather", "2": "play_music", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Dmitri.\n- Wren works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Helios Logistics is headquartered in Malmo.\n- Dmitri reports to Felix.\n- Felix reports to Wren.\n- Emeka works for Cobalt Health.\n- Dmitri works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Fernhill Foods is headquartered in Turku.\n- Sofia reports to Ravi.\n- Helios Logistics was founded in 1996.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Cedar Retail Group is headquartered in Lyon.\n- Fernhill Foods was founded in 1986.\n- Tobias works for Cedar Retail Group.\n- Cobalt Health is headquartered in Turku.\n- Priya reports to Lucia.\n- Ravi reports to Mateo.\n- Sofia works for Helios Logistics.\n- Ravi works for Fernhill Foods.\n- Mateo reports to Emeka.\n- Priya works for Fernhill Foods.\n- Emeka reports to Priya.\n- Cobalt Health was founded in 1997.\n- Wren reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33747", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 November 2022): For employees hired on or after 18 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6042: employee Hana R., hired 12 August 2022, separated 19 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6042?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1999.\n- Nadia reports to Kenji.\n- Summit Energy is headquartered in Brno.\n- Emeka reports to Lucia.\n- Helios Logistics was founded in 1994.\n- Summit Energy was founded in 2011.\n- Tobias works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Porto.\n- Aisha works for Atlas Freight.\n- Lucia reports to Omar.\n- Lucia works for Summit Energy.\n- Kenji works for Summit Energy.\n- Omar works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Porto.\n- Tobias reports to Emeka.\n- Chiara works for Atlas Freight.\n- Kenji reports to Chiara.\n- Chiara reports to Tobias.\n- Aisha reports to Nadia.\n- Atlas Freight was founded in 2005.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33749", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2010.\n- Fernhill Foods was founded in 1989.\n- Felix works for Fernhill Foods.\n- Stefan reports to Omar.\n- Ravi reports to Tessa.\n- Felix reports to Sanne.\n- Sanne works for Vantage Air.\n- Omar works for Crescent Telecom.\n- Wren reports to Ingrid.\n- Ravi works for Vantage Air.\n- Nadia reports to Stefan.\n- Wren works for Fernhill Foods.\n- Vantage Air is headquartered in Adelaide.\n- Chiara reports to Nadia.\n- Viktor reports to Felix.\n- Vantage Air was founded in 1977.\n- Nadia works for Vantage Air.\n- Crescent Telecom is headquartered in Adelaide.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Austin.\n- Crescent Telecom was founded in 2007.\n- Leila reports to Viktor.\n- Tessa works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Tessa reports to Chiara.\n- Ingrid reports to Ravi.\n- Leila works for Vantage Air.\n- Sanne reports to Wren.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1972", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33751", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33752", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "payment_plan", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33753", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1574: employee Hana T., hired 01 March 2021, separated 25 August 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-1574 under the controlling rules.", "criteria": {"0": "$14,423", "1": "$62,000", "2": "$14,308", "3": "$13,308"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33754", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Callum reports to Aisha.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tessa reports to Ingrid.\n- Summit Energy is headquartered in Cork.\n- Aisha reports to Tessa.\n- Mei reports to Callum.\n- Lucia reports to Jonas.\n- Hana works for Summit Energy.\n- Cobalt Health is headquartered in Tallinn.\n- Lucia works for Cobalt Health.\n- Pablo reports to Mei.\n- Ravi reports to Bruno.\n- Meridian Bank was founded in 2011.\n- Callum works for Summit Energy.\n- Ingrid reports to Hana.\n- Cobalt Health was founded in 2000.\n- Bruno reports to Mara.\n- Hana reports to Ravi.\n- Ironwood Manufacturing was founded in 2006.\n- Mara reports to Lucia.\n- Ravi works for Summit Energy.\n- Ingrid works for Ironwood Manufacturing.\n- Summit Energy was founded in 1985.\n- Bruno works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Jonas works for Cobalt Health.\n- Tessa works for Summit Energy.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33756", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33757", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 March 2023): For employees hired on or after 12 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3095: employee Sofia A., hired 20 September 2022, separated 18 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3095?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Zoya.\n- Lattice Analytics was founded in 1993.\n- Zoya reports to Mara.\n- Omar reports to Kenji.\n- Callum works for Beacon Insurance.\n- Ravi works for Pinnacle Software.\n- Mara reports to Tobias.\n- Tobias reports to Ravi.\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia reports to Omar.\n- Pinnacle Software was founded in 1975.\n- Beacon Insurance was founded in 2002.\n- Tessa reports to Amara.\n- Summit Energy was founded in 1992.\n- Sofia works for Beacon Insurance.\n- Tobias works for Pinnacle Software.\n- Kenji works for Summit Energy.\n- Kenji reports to Callum.\n- Tessa works for Lattice Analytics.\n- Callum reports to Tessa.\n- Beacon Insurance is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Omar works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Amara works for Beacon Insurance.\n- Zoya works for Lattice Analytics.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33759", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33760", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 34801, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33761", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1307: employee Ravi A., hired 17 June 2020, separated 29 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1307?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33762", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33763", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1352: employee Stefan M., hired 22 October 2022, separated 09 September 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1352?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33764", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33765", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33766", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 27 September 2025): For employees hired on or after 27 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2792: employee Bruno B., hired 06 December 2024, separated 15 October 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-2792?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33767", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Crescent Telecom was founded in 1993.\n- Emeka reports to Viktor.\n- Summit Energy was founded in 2012.\n- Viktor reports to Ravi.\n- Leila works for Summit Energy.\n- Tessa reports to Stefan.\n- Omar reports to Yuki.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas works for Meridian Bank.\n- Ravi reports to Priya.\n- Priya works for Crescent Telecom.\n- Meridian Bank was founded in 2005.\n- Yuki reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ingrid works for Summit Energy.\n- Emeka works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Stefan reports to Leila.\n- Leila reports to Jonas.\n- Meridian Bank is headquartered in Austin.\n- Deshawn reports to Emeka.\n- Ingrid reports to Omar.\n- Viktor works for Meridian Bank.\n- Crescent Telecom is headquartered in Lyon.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1976.\n- Jonas reports to Ingrid.\n- Summit Energy is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Austin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33769", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 91915\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Amara works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Aisha reports to Dmitri.\n- Zoya works for Crescent Telecom.\n- Aisha works for Meridian Bank.\n- Viktor reports to Felix.\n- Felix reports to Kenji.\n- Wren reports to Lucia.\n- Mateo works for Cobalt Health.\n- Amara reports to Wren.\n- Mateo reports to Yuki.\n- Lucia reports to Mateo.\n- Viktor works for Cobalt Health.\n- Kenji works for Meridian Bank.\n- Yuki works for Pinnacle Software.\n- Kenji reports to Zoya.\n- Cobalt Health is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Felix works for Cobalt Health.\n- Wren works for Meridian Bank.\n- Crescent Telecom is headquartered in Halifax.\n- Dmitri reports to Bruno.\n- Bruno reports to Viktor.\n- Bruno works for Meridian Bank.\n- Meridian Bank was founded in 1979.\n- Pinnacle Software is headquartered in Cork.\n- Crescent Telecom was founded in 1981.\n- Yuki reports to Aisha.\n- Cobalt Health was founded in 1986.\n- Pinnacle Software was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33771", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33772", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 January 2024): For employees hired on or after 27 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8002: employee Ingrid A., hired 25 September 2023, separated 14 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8002?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-33773", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33774", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33775", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-3 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7401: employee Callum A., hired 07 July 2020, separated 11 October 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7401?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33776", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33777", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 7, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4412: employee Hana B., hired 19 July 2021, separated 24 October 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-4412 under the controlling rules.", "criteria": {"0": "$37,700", "1": "$8,625", "2": "$6,700", "3": "$8,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33778", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Anders.\n- Tobias reports to Dmitri.\n- Bruno works for Cedar Retail Group.\n- Meridian Bank is headquartered in Halifax.\n- Stefan works for Fernhill Foods.\n- Lucia works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Yuki works for Meridian Bank.\n- Mei reports to Priya.\n- Summit Energy was founded in 1991.\n- Summit Energy is headquartered in Adelaide.\n- Anders reports to Aisha.\n- Bruno reports to Wren.\n- Dmitri works for Summit Energy.\n- Meridian Bank was founded in 2006.\n- Yuki reports to Pablo.\n- Pablo works for Summit Energy.\n- Anders works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Pablo reports to Mei.\n- Aisha reports to Yuki.\n- Fernhill Foods is headquartered in Porto.\n- Lucia reports to Stefan.\n- Priya works for Fernhill Foods.\n- Cedar Retail Group was founded in 1998.\n- Aisha works for Meridian Bank.\n- Fernhill Foods was founded in 2006.\n- Cedar Retail Group is headquartered in Oslo.\n- Tobias works for Cedar Retail Group.\n- Wren reports to Tobias.\n- Priya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Oslo", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33780", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "controls lighting", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33781", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2005.\n- Pinnacle Software is headquartered in Malmo.\n- Sanne works for Pinnacle Software.\n- Viktor reports to Bruno.\n- Yuki works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Bruno reports to Jonas.\n- Jonas reports to Mei.\n- Pablo reports to Yuki.\n- Sanne reports to Aisha.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1997.\n- Pinnacle Software was founded in 1986.\n- Aisha reports to Pablo.\n- Jonas works for Ironwood Manufacturing.\n- Elena works for Helios Logistics.\n- Tessa reports to Sanne.\n- Viktor works for Ironwood Manufacturing.\n- Deshawn reports to Elena.\n- Helios Logistics is headquartered in Tallinn.\n- Mara reports to Viktor.\n- Tessa works for Helios Logistics.\n- Mei works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Beacon Insurance is headquartered in Cork.\n- Bruno works for Pinnacle Software.\n- Helios Logistics was founded in 2005.\n- Mara works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Mei reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33783", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Omar works for Meridian Bank.\n- Viktor reports to Sofia.\n- Tobias reports to Anders.\n- Chiara works for Meridian Bank.\n- Leila reports to Jonas.\n- Zoya reports to Viktor.\n- Omar reports to Hana.\n- Chiara reports to Omar.\n- Fernhill Foods was founded in 1981.\n- Sofia reports to Felix.\n- Sanne works for Beacon Insurance.\n- Summit Energy is headquartered in Porto.\n- Sanne reports to Zoya.\n- Felix reports to Leila.\n- Summit Energy was founded in 2010.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance was founded in 2002.\n- Meridian Bank was founded in 1987.\n- Jonas works for Meridian Bank.\n- Felix works for Summit Energy.\n- Fernhill Foods is headquartered in Ghent.\n- Anders works for Meridian Bank.\n- Anders reports to Sanne.\n- Meridian Bank is headquartered in Malmo.\n- Tobias works for Summit Energy.\n- Beacon Insurance is headquartered in Porto.\n- Sofia works for Beacon Insurance.\n- Viktor works for Fernhill Foods.\n- Hana reports to Tobias.\n- Hana works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33784", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33785", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "check_logs", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Anders.\n- Felix works for Cedar Retail Group.\n- Ingrid reports to Jonas.\n- Priya reports to Zoya.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 2009.\n- Ingrid works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2014.\n- Hana works for Northwind Systems.\n- Cedar Retail Group was founded in 1994.\n- Tessa works for Atlas Freight.\n- Northwind Systems is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Dunedin.\n- Tobias reports to Felix.\n- Bruno works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1984.\n- Anders works for Northwind Systems.\n- Jonas works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.\n- Bruno reports to Tobias.\n- Priya works for Atlas Freight.\n- Hana reports to Bruno.\n- Jonas reports to Priya.\n- Atlas Freight is headquartered in Adelaide.\n- Anders reports to Hana.\n- Tessa reports to Ingrid.\n- Zoya works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33787", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33788", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 29 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4552: employee Chiara A., hired 13 August 2022, separated 18 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-4552?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33789", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33790", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33791", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33792", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33793", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Amara.\n- Stefan works for Cedar Retail Group.\n- Felix works for Beacon Insurance.\n- Cedar Retail Group was founded in 2009.\n- Cobalt Health was founded in 2007.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Cobalt Health is headquartered in Halifax.\n- Zoya works for Cedar Retail Group.\n- Wren reports to Zoya.\n- Elena works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Elena reports to Mei.\n- Mei reports to Wren.\n- Felix reports to Mateo.\n- Stefan reports to Omar.\n- Amara works for Cedar Retail Group.\n- Beacon Insurance was founded in 1982.\n- Omar reports to Nadia.\n- Helios Logistics is headquartered in Porto.\n- Nadia works for Beacon Insurance.\n- Omar works for Cobalt Health.\n- Mateo works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Halifax.\n- Amara reports to Stefan.\n- Nadia reports to Elena.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1971", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Yuki.\n- Nadia works for Ironwood Manufacturing.\n- Leila reports to Wren.\n- Anders reports to Nadia.\n- Cedar Retail Group was founded in 1992.\n- Beacon Insurance is headquartered in Nagoya.\n- Mara reports to Anders.\n- Bruno reports to Sanne.\n- Beacon Insurance was founded in 2011.\n- Tobias works for Meridian Bank.\n- Wren reports to Bruno.\n- Ironwood Manufacturing was founded in 2013.\n- Cedar Retail Group is headquartered in Basel.\n- Wren works for Beacon Insurance.\n- Yuki works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Hana reports to Tessa.\n- Sanne works for Cedar Retail Group.\n- Tessa works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Tobias reports to Hana.\n- Meridian Bank is headquartered in Bergen.\n- Leila works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Basel.\n- Yuki reports to Omar.\n- Meridian Bank was founded in 2015.\n- Omar reports to Tobias.\n- Anders works for Meridian Bank.\n- Bruno works for Ironwood Manufacturing.\n- Omar works for Meridian Bank.\n- Nadia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1990", "2": "1995", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2010.\n- Nadia reports to Hana.\n- Kenji works for Lattice Analytics.\n- Deshawn reports to Ingrid.\n- Kenji reports to Mara.\n- Fernhill Foods is headquartered in Porto.\n- Chiara reports to Kenji.\n- Cedar Retail Group is headquartered in Brno.\n- Hana works for Lattice Analytics.\n- Fernhill Foods was founded in 1996.\n- Lattice Analytics is headquartered in Brno.\n- Wren reports to Chiara.\n- Chiara works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Mara works for Fernhill Foods.\n- Mara reports to Tessa.\n- Pinnacle Software was founded in 1977.\n- Ingrid works for Lattice Analytics.\n- Tessa reports to Ravi.\n- Ingrid reports to Wren.\n- Wren works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Cedar Retail Group.\n- Ravi reports to Nadia.\n- Cedar Retail Group was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Mara works for Cedar Retail Group.\n- Beacon Insurance was founded in 1992.\n- Pinnacle Software is headquartered in Oslo.\n- Kenji works for Pinnacle Software.\n- Sanne reports to Amara.\n- Mara reports to Sofia.\n- Ironwood Manufacturing was founded in 2008.\n- Aisha reports to Tobias.\n- Sofia works for Cedar Retail Group.\n- Tobias reports to Kenji.\n- Cedar Retail Group was founded in 1984.\n- Amara works for Cedar Retail Group.\n- Sanne works for Pinnacle Software.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Bergen.\n- Omar works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Sofia reports to Omar.\n- Omar reports to Sanne.\n- Cedar Retail Group is headquartered in Oslo.\n- Pinnacle Software was founded in 1984.\n- Kenji reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1987", "3": "1995"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33798", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33799", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33800", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-5 (VERSION 2, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7526: employee Mei R., hired 30 July 2022, separated 01 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-7526?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33801", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33802", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Tobias reports to Emeka.\n- Anders reports to Viktor.\n- Lattice Analytics was founded in 1995.\n- Cedar Retail Group was founded in 1989.\n- Emeka works for Crescent Telecom.\n- Viktor reports to Pablo.\n- Cedar Retail Group is headquartered in Halifax.\n- Summit Energy was founded in 2003.\n- Chiara works for Crescent Telecom.\n- Felix reports to Tobias.\n- Jonas works for Lattice Analytics.\n- Summit Energy is headquartered in Tallinn.\n- Viktor works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Emeka reports to Anders.\n- Pablo works for Summit Energy.\n- Crescent Telecom is headquartered in Tallinn.\n- Crescent Telecom was founded in 2008.\n- Felix works for Summit Energy.\n- Lattice Analytics is headquartered in Tallinn.\n- Jonas reports to Chiara.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33804", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33805", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Priya works for Crescent Telecom.\n- Crescent Telecom was founded in 1987.\n- Crescent Telecom is headquartered in Malmo.\n- Mei reports to Jonas.\n- Dmitri reports to Aisha.\n- Ironwood Manufacturing was founded in 2012.\n- Vantage Air is headquartered in Bergen.\n- Tessa works for Vantage Air.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Aisha reports to Priya.\n- Felix reports to Dmitri.\n- Aisha works for Vantage Air.\n- Mei works for Crescent Telecom.\n- Atlas Freight was founded in 1981.\n- Atlas Freight is headquartered in Bergen.\n- Tessa reports to Kenji.\n- Stefan reports to Felix.\n- Sanne works for Crescent Telecom.\n- Felix works for Atlas Freight.\n- Jonas works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Kenji works for Atlas Freight.\n- Priya reports to Sanne.\n- Vantage Air was founded in 2011.\n- Sanne reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1984.\n- Deshawn reports to Bruno.\n- Bluepine Aviation is headquartered in Tampere.\n- Bruno reports to Chiara.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1986.\n- Cobalt Health was founded in 2011.\n- Jonas works for Cobalt Health.\n- Vantage Air is headquartered in Turku.\n- Dmitri reports to Yuki.\n- Chiara reports to Priya.\n- Pablo works for Bluepine Aviation.\n- Cobalt Health is headquartered in Turku.\n- Deshawn works for Atlas Freight.\n- Vantage Air was founded in 2002.\n- Kenji reports to Deshawn.\n- Bruno works for Bluepine Aviation.\n- Amara reports to Dmitri.\n- Priya works for Atlas Freight.\n- Pablo reports to Kenji.\n- Yuki works for Vantage Air.\n- Kenji works for Atlas Freight.\n- Amara works for Vantage Air.\n- Priya reports to Amara.\n- Atlas Freight is headquartered in Austin.\n- Jonas reports to Pablo.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33808", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 March 2025): For employees hired on or after 05 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3224: employee Sofia B., hired 26 August 2022, separated 23 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3224?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33809", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33810", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "book_appointment", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33811", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Summit Energy.\n- Yuki works for Summit Energy.\n- Tobias reports to Felix.\n- Mei works for Beacon Insurance.\n- Jonas reports to Pablo.\n- Helios Logistics was founded in 2008.\n- Pablo works for Lattice Analytics.\n- Summit Energy was founded in 1976.\n- Jonas works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Pablo reports to Wren.\n- Sanne works for Beacon Insurance.\n- Elena works for Summit Energy.\n- Stefan reports to Sanne.\n- Sanne reports to Elena.\n- Chiara reports to Tobias.\n- Yuki reports to Jonas.\n- Lattice Analytics was founded in 2000.\n- Felix reports to Mei.\n- Stefan works for Beacon Insurance.\n- Tobias works for Lattice Analytics.\n- Chiara works for Summit Energy.\n- Mei reports to Stefan.\n- Summit Energy is headquartered in Oslo.\n- Wren reports to Kenji.\n- Beacon Insurance was founded in 2012.\n- Beacon Insurance is headquartered in Oslo.\n- Kenji reports to Chiara.\n- Lattice Analytics is headquartered in Nagoya.\n- Helios Logistics is headquartered in Tampere.\n- Wren works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33812", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33813", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7104: employee Tobias K., hired 18 August 2024, separated 05 August 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7104?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Sanne works for Cobalt Health.\n- Mateo works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Valencia.\n- Sofia works for Ironwood Manufacturing.\n- Ingrid reports to Sanne.\n- Sanne reports to Mateo.\n- Deshawn reports to Lucia.\n- Anders reports to Deshawn.\n- Fernhill Foods was founded in 2011.\n- Leila reports to Sofia.\n- Felix reports to Anders.\n- Bluepine Aviation was founded in 2015.\n- Mateo reports to Felix.\n- Ironwood Manufacturing was founded in 2012.\n- Leila works for Bluepine Aviation.\n- Jonas reports to Leila.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Deshawn works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Anders works for Bluepine Aviation.\n- Cobalt Health was founded in 2005.\n- Bluepine Aviation is headquartered in Dunedin.\n- Jonas works for Cobalt Health.\n- Lucia reports to Jonas.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33815", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Leila.\n- Lucia reports to Emeka.\n- Leila works for Northwind Systems.\n- Omar reports to Chiara.\n- Northwind Systems was founded in 1989.\n- Deshawn works for Cedar Retail Group.\n- Ravi reports to Tessa.\n- Tessa reports to Deshawn.\n- Emeka works for Northwind Systems.\n- Beacon Insurance is headquartered in Tampere.\n- Tessa works for Helios Logistics.\n- Helios Logistics was founded in 1975.\n- Cedar Retail Group is headquartered in Turku.\n- Emeka reports to Omar.\n- Beacon Insurance was founded in 1986.\n- Bruno works for Helios Logistics.\n- Leila reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Sofia works for Helios Logistics.\n- Deshawn reports to Lucia.\n- Helios Logistics is headquartered in Tampere.\n- Cedar Retail Group was founded in 1985.\n- Chiara works for Cedar Retail Group.\n- Chiara reports to Sofia.\n- Lucia works for Helios Logistics.\n- Northwind Systems is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Priya works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Pinnacle Software was founded in 1999.\n- Felix reports to Leila.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 1986.\n- Beacon Insurance is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Sanne reports to Callum.\n- Tessa reports to Jonas.\n- Ingrid reports to Sanne.\n- Sanne works for Vantage Air.\n- Jonas reports to Omar.\n- Priya reports to Felix.\n- Omar reports to Zoya.\n- Beacon Insurance was founded in 2015.\n- Leila works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Leila reports to Tessa.\n- Pinnacle Software is headquartered in Leeds.\n- Omar works for Pinnacle Software.\n- Vantage Air was founded in 1993.\n- Callum works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Zoya reports to Ingrid.\n- Jonas works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33817", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "report_fraud", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33818", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33819", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33820", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Jonas.\n- Pinnacle Software was founded in 1984.\n- Bruno reports to Ravi.\n- Ironwood Manufacturing was founded in 1988.\n- Kenji reports to Mei.\n- Meridian Bank was founded in 1992.\n- Pablo works for Ironwood Manufacturing.\n- Mei works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pinnacle Software is headquartered in Turku.\n- Amara works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Dmitri works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Deshawn reports to Amara.\n- Priya reports to Dmitri.\n- Amara reports to Elena.\n- Bruno works for Ironwood Manufacturing.\n- Elena works for Pinnacle Software.\n- Cobalt Health is headquartered in Ghent.\n- Deshawn works for Cobalt Health.\n- Dmitri reports to Bruno.\n- Meridian Bank is headquartered in Turku.\n- Mara reports to Kenji.\n- Cobalt Health was founded in 1990.\n- Elena reports to Priya.\n- Priya works for Meridian Bank.\n- Jonas reports to Pablo.\n- Pablo reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1979.\n- Chiara reports to Amara.\n- Fernhill Foods is headquartered in Tampere.\n- Kenji works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1975.\n- Meridian Bank is headquartered in Basel.\n- Amara works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1977.\n- Priya reports to Chiara.\n- Yuki works for Meridian Bank.\n- Amara reports to Kenji.\n- Lattice Analytics is headquartered in Adelaide.\n- Lattice Analytics was founded in 1995.\n- Mara reports to Yuki.\n- Kenji reports to Stefan.\n- Ironwood Manufacturing is headquartered in Brno.\n- Chiara works for Ironwood Manufacturing.\n- Stefan reports to Mara.\n- Stefan works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Yuki reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33823", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-8 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2526: employee Dmitri A., hired 11 December 2022, separated 16 January 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-8-2025-2526 under the controlling rules.", "criteria": {"0": "$6,300", "1": "$7,400", "2": "$27,733", "3": "$6,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2526 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-33824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 2009.\n- Viktor reports to Anders.\n- Omar works for Northwind Systems.\n- Aisha works for Helios Logistics.\n- Emeka reports to Omar.\n- Crescent Telecom was founded in 1981.\n- Northwind Systems is headquartered in Malmo.\n- Meridian Bank was founded in 1980.\n- Tessa works for Northwind Systems.\n- Viktor works for Crescent Telecom.\n- Mara works for Northwind Systems.\n- Helios Logistics is headquartered in Tampere.\n- Aisha reports to Hana.\n- Northwind Systems was founded in 1994.\n- Crescent Telecom is headquartered in Malmo.\n- Omar reports to Viktor.\n- Hana reports to Emeka.\n- Mara reports to Tessa.\n- Tessa reports to Aisha.\n- Anders works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Meridian Bank is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33826", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33827", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 July 2023): For employees hired on or after 05 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6103: employee Hana A., hired 19 October 2022, separated 05 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6103?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33828", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33829", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "requests software installation", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Dmitri works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1978.\n- Elena works for Bluepine Aviation.\n- Lucia reports to Leila.\n- Jonas reports to Elena.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Leila works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Cedar Retail Group was founded in 1980.\n- Bluepine Aviation was founded in 1998.\n- Leila reports to Dmitri.\n- Zoya reports to Tobias.\n- Zoya works for Ironwood Manufacturing.\n- Dmitri reports to Zoya.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mei works for Cobalt Health.\n- Cedar Retail Group is headquartered in Porto.\n- Jonas works for Cedar Retail Group.\n- Elena reports to Lucia.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33831", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33832", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Deshawn works for Beacon Insurance.\n- Priya reports to Omar.\n- Hana reports to Pablo.\n- Aisha reports to Priya.\n- Pablo works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Bluepine Aviation was founded in 1981.\n- Atlas Freight is headquartered in Austin.\n- Beacon Insurance was founded in 2015.\n- Aisha works for Beacon Insurance.\n- Bruno works for Pinnacle Software.\n- Beacon Insurance is headquartered in Halifax.\n- Priya works for Atlas Freight.\n- Ingrid reports to Yuki.\n- Hana works for Bluepine Aviation.\n- Tobias works for Beacon Insurance.\n- Atlas Freight was founded in 1997.\n- Yuki reports to Tobias.\n- Felix works for Bluepine Aviation.\n- Yuki works for Atlas Freight.\n- Bruno reports to Aisha.\n- Pinnacle Software is headquartered in Halifax.\n- Deshawn reports to Hana.\n- Tobias reports to Deshawn.\n- Pablo reports to Bruno.\n- Ingrid works for Pinnacle Software.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 1976.\n- Felix reports to Ravi.\n- Omar reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33834", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4582: employee Omar K., hired 17 June 2022, separated 05 December 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2026-4582 under the controlling rules.", "criteria": {"0": "$17,600", "1": "$16,600", "2": "$17,500", "3": "$76,267"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4582 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33836", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33837", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33838", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 May 2025): For employees hired on or after 06 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5123: employee Callum M., hired 10 December 2022, separated 16 December 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5123?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33839", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33840", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 6538 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33841", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33842", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 90057\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sanne.\n- Sanne works for Helios Logistics.\n- Deshawn works for Pinnacle Software.\n- Atlas Freight was founded in 1995.\n- Pinnacle Software was founded in 2001.\n- Tobias works for Helios Logistics.\n- Deshawn reports to Amara.\n- Helios Logistics is headquartered in Leeds.\n- Tobias reports to Jonas.\n- Pinnacle Software is headquartered in Ghent.\n- Zoya reports to Tessa.\n- Fernhill Foods was founded in 2006.\n- Sanne reports to Elena.\n- Ingrid works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Amara works for Pinnacle Software.\n- Ingrid reports to Deshawn.\n- Helios Logistics was founded in 1984.\n- Elena works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Tessa reports to Ingrid.\n- Atlas Freight is headquartered in Leeds.\n- Jonas works for Helios Logistics.\n- Jonas reports to Zoya.\n- Elena reports to Tobias.\n- Fernhill Foods is headquartered in Cork.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1979", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33844", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics was founded in 1982.\n- Ravi works for Pinnacle Software.\n- Sanne reports to Priya.\n- Tobias works for Lattice Analytics.\n- Priya reports to Tobias.\n- Tessa reports to Pablo.\n- Felix works for Pinnacle Software.\n- Fernhill Foods was founded in 2010.\n- Ravi reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Halifax.\n- Cobalt Health is headquartered in Adelaide.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1979.\n- Kenji works for Cobalt Health.\n- Pablo works for Fernhill Foods.\n- Felix reports to Sanne.\n- Tobias reports to Kenji.\n- Cobalt Health was founded in 2007.\n- Kenji reports to Tessa.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33845", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 02 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5382: employee Nadia K., hired 05 July 2022, separated 17 December 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2025-5382 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$8,769", "2": "$38,000", "3": "$6,769"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5382 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33846", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Dmitri.\n- Elena works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Valencia.\n- Hana reports to Mara.\n- Dmitri reports to Emeka.\n- Beacon Insurance was founded in 1985.\n- Emeka reports to Hana.\n- Cobalt Health was founded in 1982.\n- Bruno reports to Sanne.\n- Mara works for Helios Logistics.\n- Sanne reports to Tessa.\n- Helios Logistics is headquartered in Lyon.\n- Sanne works for Cobalt Health.\n- Mara reports to Bruno.\n- Dmitri works for Beacon Insurance.\n- Cobalt Health is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Cork.\n- Hana works for Cedar Retail Group.\n- Tessa works for Helios Logistics.\n- Cedar Retail Group was founded in 2011.\n- Emeka works for Cedar Retail Group.\n- Helios Logistics was founded in 2002.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Jonas works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Leila reports to Kenji.\n- Lattice Analytics is headquartered in Nagoya.\n- Fernhill Foods was founded in 2011.\n- Crescent Telecom was founded in 1982.\n- Jonas reports to Hana.\n- Omar works for Crescent Telecom.\n- Mateo works for Lattice Analytics.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Hana reports to Zoya.\n- Fernhill Foods is headquartered in Oslo.\n- Sofia works for Fernhill Foods.\n- Zoya reports to Leila.\n- Kenji works for Lattice Analytics.\n- Nadia reports to Omar.\n- Cobalt Health was founded in 1983.\n- Omar reports to Jonas.\n- Lattice Analytics was founded in 1993.\n- Cobalt Health is headquartered in Bergen.\n- Kenji reports to Anders.\n- Sofia reports to Nadia.\n- Mateo reports to Sofia.\n- Anders works for Fernhill Foods.\n- Nadia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33849", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-4 (VERSION 6, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7186: employee Callum S., hired 02 October 2022, separated 24 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7186?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33851", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33852", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33853", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "payroll_issue", "2": "request_leave", "3": "org_question", "4": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33854", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-2 (VERSION 2, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2685: employee Omar R., hired 12 August 2022, separated 17 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2685?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33855", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 16 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 16 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8964: employee Nadia T., hired 17 August 2022, separated 02 June 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-8964 under the controlling rules.", "criteria": {"0": "$6,650", "1": "$30,333", "2": "$7,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8964 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Lyon.\n- Hana reports to Priya.\n- Aisha works for Cobalt Health.\n- Tessa reports to Aisha.\n- Mei reports to Bruno.\n- Mei works for Northwind Systems.\n- Felix reports to Amara.\n- Aisha reports to Felix.\n- Priya reports to Mateo.\n- Bruno works for Cobalt Health.\n- Atlas Freight was founded in 1989.\n- Cobalt Health is headquartered in Ghent.\n- Cobalt Health was founded in 1977.\n- Kenji reports to Hana.\n- Beacon Insurance is headquartered in Ghent.\n- Felix works for Cobalt Health.\n- Mateo reports to Tessa.\n- Priya works for Beacon Insurance.\n- Amara reports to Mei.\n- Mateo works for Atlas Freight.\n- Beacon Insurance was founded in 2010.\n- Kenji works for Cobalt Health.\n- Hana works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Atlas Freight is headquartered in Ghent.\n- Amara works for Beacon Insurance.\n- Northwind Systems was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33857", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Fernhill Foods is headquartered in Oslo.\n- Tessa reports to Mara.\n- Mara reports to Tobias.\n- Felix reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Jonas reports to Kenji.\n- Tobias reports to Aisha.\n- Dmitri reports to Jonas.\n- Kenji reports to Elena.\n- Callum works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Bluepine Aviation is headquartered in Valencia.\n- Aisha works for Meridian Bank.\n- Priya reports to Felix.\n- Jonas works for Fernhill Foods.\n- Felix works for Meridian Bank.\n- Priya works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Dmitri works for Bluepine Aviation.\n- Tessa works for Vantage Air.\n- Bluepine Aviation was founded in 1993.\n- Vantage Air was founded in 1992.\n- Meridian Bank is headquartered in Valencia.\n- Elena reports to Priya.\n- Aisha reports to Dmitri.\n- Meridian Bank was founded in 1999.\n- Callum reports to Tessa.\n- Elena works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Fernhill Foods was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33859", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 January 2023): For employees hired on or after 02 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3246: employee Tessa S., hired 13 November 2022, separated 22 June 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-3246?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Bruno reports to Lucia.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Dmitri works for Crescent Telecom.\n- Tobias works for Lattice Analytics.\n- Jonas reports to Mateo.\n- Helios Logistics was founded in 1981.\n- Sanne reports to Yuki.\n- Mateo works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Pinnacle Software was founded in 1995.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia reports to Tobias.\n- Bruno works for Lattice Analytics.\n- Yuki works for Crescent Telecom.\n- Lucia works for Lattice Analytics.\n- Leila reports to Jonas.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Ravi reports to Bruno.\n- Tobias reports to Sanne.\n- Yuki reports to Leila.\n- Mateo reports to Dmitri.\n- Lattice Analytics was founded in 1996.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Anders reports to Emeka.\n- Anders works for Vantage Air.\n- Lattice Analytics is headquartered in Valencia.\n- Crescent Telecom is headquartered in Valencia.\n- Omar works for Crescent Telecom.\n- Viktor works for Lattice Analytics.\n- Emeka reports to Stefan.\n- Tobias works for Crescent Telecom.\n- Viktor reports to Anders.\n- Vantage Air is headquartered in Valencia.\n- Omar reports to Bruno.\n- Helios Logistics was founded in 2004.\n- Bruno works for Helios Logistics.\n- Vantage Air was founded in 1984.\n- Emeka works for Vantage Air.\n- Mara reports to Tobias.\n- Stefan reports to Omar.\n- Crescent Telecom was founded in 1976.\n- Lattice Analytics was founded in 1985.\n- Stefan works for Vantage Air.\n- Mara works for Lattice Analytics.\n- Bruno reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33862", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33864", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33865", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 April 2023): For employees hired on or after 14 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4009: employee Aisha K., hired 11 April 2020, separated 28 October 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4009?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33866", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33867", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33868", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 14059 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "track_order", "4": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33869", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1318: employee Mara K., hired 20 July 2023, separated 22 August 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1318?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33870", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33871", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 08 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6047: employee Felix K., hired 10 June 2023, separated 21 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6047?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33872", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "cancel_trip", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Crescent Telecom.\n- Mei reports to Viktor.\n- Chiara works for Summit Energy.\n- Omar works for Fernhill Foods.\n- Viktor works for Summit Energy.\n- Omar reports to Hana.\n- Mei works for Summit Energy.\n- Callum works for Summit Energy.\n- Leila works for Fernhill Foods.\n- Crescent Telecom was founded in 1989.\n- Pablo works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Ravi reports to Omar.\n- Leila reports to Chiara.\n- Hana works for Summit Energy.\n- Viktor reports to Ravi.\n- Pablo reports to Jonas.\n- Ravi works for Bluepine Aviation.\n- Callum reports to Leila.\n- Summit Energy was founded in 1984.\n- Chiara reports to Pablo.\n- Bluepine Aviation is headquartered in Austin.\n- Hana reports to Tobias.\n- Fernhill Foods was founded in 2007.\n- Deshawn works for Summit Energy.\n- Jonas reports to Deshawn.\n- Summit Energy is headquartered in Ghent.\n- Crescent Telecom is headquartered in Brno.\n- Tobias reports to Callum.\n- Fernhill Foods is headquartered in Brno.\n- Bluepine Aviation was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Austin", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33875", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1987.\n- Anders reports to Yuki.\n- Emeka reports to Lucia.\n- Mateo works for Meridian Bank.\n- Yuki reports to Mateo.\n- Tobias reports to Sanne.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Emeka works for Crescent Telecom.\n- Mateo reports to Zoya.\n- Stefan works for Crescent Telecom.\n- Priya reports to Bruno.\n- Dmitri reports to Emeka.\n- Lucia reports to Stefan.\n- Anders works for Crescent Telecom.\n- Lattice Analytics is headquartered in Malmo.\n- Crescent Telecom was founded in 1996.\n- Priya works for Lattice Analytics.\n- Stefan reports to Priya.\n- Dmitri works for Crescent Telecom.\n- Meridian Bank is headquartered in Oslo.\n- Zoya reports to Tobias.\n- Sanne works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Bruno reports to Anders.\n- Yuki works for Crescent Telecom.\n- Pinnacle Software is headquartered in Halifax.\n- Meridian Bank was founded in 1975.\n- Lattice Analytics was founded in 2002.\n- Zoya works for Crescent Telecom.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Halifax", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33877", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6025: employee Sofia R., hired 24 March 2024, separated 20 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6025?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Yuki reports to Ravi.\n- Ravi works for Helios Logistics.\n- Beacon Insurance was founded in 1990.\n- Emeka works for Helios Logistics.\n- Kenji works for Meridian Bank.\n- Stefan works for Cedar Retail Group.\n- Emeka reports to Hana.\n- Hana reports to Stefan.\n- Pablo reports to Yuki.\n- Helios Logistics is headquartered in Adelaide.\n- Ingrid works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Kenji reports to Emeka.\n- Cedar Retail Group is headquartered in Nagoya.\n- Meridian Bank was founded in 1989.\n- Helios Logistics was founded in 2012.\n- Hana works for Helios Logistics.\n- Meridian Bank is headquartered in Ghent.\n- Yuki works for Beacon Insurance.\n- Ravi reports to Ingrid.\n- Cedar Retail Group was founded in 2012.\n- Stefan reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33879", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-33880", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Bluepine Aviation.\n- Anders works for Meridian Bank.\n- Bluepine Aviation is headquartered in Bergen.\n- Zoya reports to Nadia.\n- Nadia works for Vantage Air.\n- Zoya works for Bluepine Aviation.\n- Dmitri works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Chiara works for Cobalt Health.\n- Callum reports to Ravi.\n- Wren works for Cobalt Health.\n- Meridian Bank was founded in 1984.\n- Callum works for Bluepine Aviation.\n- Vantage Air is headquartered in Basel.\n- Bluepine Aviation was founded in 1993.\n- Meridian Bank is headquartered in Porto.\n- Nadia reports to Hana.\n- Cobalt Health was founded in 1980.\n- Cobalt Health is headquartered in Porto.\n- Vantage Air was founded in 1983.\n- Dmitri reports to Wren.\n- Hana works for Meridian Bank.\n- Wren reports to Stefan.\n- Anders reports to Chiara.\n- Chiara reports to Callum.\n- Stefan reports to Anders.\n- Ravi reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33882", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33883", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 08 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 08 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6256: employee Mara R., hired 25 November 2021, separated 25 April 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6256?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33884", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1169: employee Chiara S., hired 20 June 2023, separated 23 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1169?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33885", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4256: employee Ingrid S., hired 01 October 2023, separated 16 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4256?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33886", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 October 2024): For employees hired on or after 07 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1950: employee Kenji R., hired 16 November 2021, separated 30 November 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1950?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33887", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 January 2023): For employees hired on or after 28 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8403: employee Wren S., hired 04 March 2020, separated 19 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8403?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33888", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Report Delay — reports a delayed shipment", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33889", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33890", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33891", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Deshawn reports to Nadia.\n- Tessa works for Ironwood Manufacturing.\n- Aisha works for Crescent Telecom.\n- Lucia works for Helios Logistics.\n- Tessa reports to Aisha.\n- Ironwood Manufacturing was founded in 1983.\n- Ironwood Manufacturing is headquartered in Austin.\n- Deshawn works for Helios Logistics.\n- Crescent Telecom was founded in 1990.\n- Nadia reports to Ravi.\n- Summit Energy was founded in 2001.\n- Crescent Telecom is headquartered in Basel.\n- Aisha reports to Dmitri.\n- Lucia reports to Tessa.\n- Dmitri works for Ironwood Manufacturing.\n- Ravi reports to Lucia.\n- Viktor reports to Deshawn.\n- Viktor works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Basel.\n- Helios Logistics was founded in 2013.\n- Nadia works for Helios Logistics.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33894", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5640: employee Leila R., hired 03 January 2023, separated 14 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5640?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33895", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5518: employee Viktor A., hired 18 July 2021, separated 13 March 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5518?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5518 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33896", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5795: employee Callum T., hired 08 May 2024, separated 26 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5795?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Aisha.\n- Tobias works for Vantage Air.\n- Zoya reports to Tobias.\n- Atlas Freight was founded in 2005.\n- Aisha reports to Lucia.\n- Ingrid reports to Callum.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Vantage Air was founded in 2011.\n- Ingrid works for Atlas Freight.\n- Callum reports to Zoya.\n- Cedar Retail Group was founded in 2006.\n- Vantage Air is headquartered in Adelaide.\n- Lucia reports to Amara.\n- Lucia works for Vantage Air.\n- Atlas Freight is headquartered in Porto.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33898", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1883: employee Sanne M., hired 07 October 2023, separated 02 June 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1883?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33899", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 05 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4042: employee Stefan B., hired 29 October 2023, separated 24 February 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4042?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33900", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 October 2024): For employees hired on or after 11 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4634: employee Wren M., hired 11 January 2024, separated 10 August 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4634?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Atlas Freight.\n- Vantage Air is headquartered in Valencia.\n- Northwind Systems is headquartered in Valencia.\n- Priya reports to Elena.\n- Felix reports to Lucia.\n- Pablo reports to Callum.\n- Atlas Freight was founded in 1999.\n- Callum works for Beacon Insurance.\n- Ravi reports to Felix.\n- Viktor works for Atlas Freight.\n- Callum reports to Mei.\n- Mei reports to Aisha.\n- Felix works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Aisha works for Northwind Systems.\n- Aisha reports to Priya.\n- Beacon Insurance was founded in 2003.\n- Vantage Air was founded in 2015.\n- Atlas Freight is headquartered in Turku.\n- Viktor reports to Pablo.\n- Lucia works for Atlas Freight.\n- Priya works for Vantage Air.\n- Ravi works for Beacon Insurance.\n- Pablo works for Vantage Air.\n- Elena reports to Ravi.\n- Beacon Insurance is headquartered in Turku.\n- Northwind Systems was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Yuki works for Vantage Air.\n- Meridian Bank was founded in 1989.\n- Vantage Air is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 1988.\n- Tobias works for Vantage Air.\n- Felix reports to Viktor.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Zoya.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Pablo works for Vantage Air.\n- Mara works for Meridian Bank.\n- Viktor reports to Dmitri.\n- Felix works for Fernhill Foods.\n- Pablo reports to Tobias.\n- Fernhill Foods was founded in 1975.\n- Zoya works for Fernhill Foods.\n- Zoya reports to Mara.\n- Yuki reports to Felix.\n- Fernhill Foods is headquartered in Bergen.\n- Viktor works for Ironwood Manufacturing.\n- Vantage Air was founded in 1988.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33903", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5052: employee Yuki S., hired 11 March 2021, separated 25 October 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5052?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Yuki.\n- Deshawn works for Cobalt Health.\n- Nadia reports to Viktor.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Pablo reports to Felix.\n- Cobalt Health is headquartered in Tampere.\n- Deshawn reports to Nadia.\n- Lucia works for Cobalt Health.\n- Leila reports to Deshawn.\n- Felix works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Tampere.\n- Cobalt Health was founded in 1990.\n- Felix reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tampere.\n- Cedar Retail Group was founded in 2013.\n- Nadia works for Ironwood Manufacturing.\n- Hana reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1992.\n- Pablo works for Cedar Retail Group.\n- Viktor works for Ironwood Manufacturing.\n- Yuki reports to Pablo.\n- Viktor reports to Lucia.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Dmitri.\n- Mei works for Cedar Retail Group.\n- Dmitri reports to Lucia.\n- Zoya reports to Felix.\n- Viktor works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Cork.\n- Viktor reports to Emeka.\n- Chiara works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Bluepine Aviation was founded in 1988.\n- Dmitri works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1995.\n- Felix reports to Viktor.\n- Chiara reports to Zoya.\n- Lucia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Cork.\n- Cedar Retail Group is headquartered in Tampere.\n- Lattice Analytics was founded in 2012.\n- Emeka reports to Mei.\n- Felix works for Lattice Analytics.\n- Northwind Systems is headquartered in Tampere.\n- Zoya works for Lattice Analytics.\n- Emeka works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1975.\n- Atlas Freight is headquartered in Bergen.\n- Ravi works for Crescent Telecom.\n- Summit Energy was founded in 2014.\n- Crescent Telecom is headquartered in Oslo.\n- Atlas Freight was founded in 2010.\n- Meridian Bank is headquartered in Nagoya.\n- Wren works for Crescent Telecom.\n- Tessa reports to Wren.\n- Summit Energy is headquartered in Bergen.\n- Crescent Telecom was founded in 2011.\n- Tessa works for Crescent Telecom.\n- Ravi reports to Mara.\n- Mateo works for Meridian Bank.\n- Lucia works for Crescent Telecom.\n- Hana works for Summit Energy.\n- Mateo reports to Ravi.\n- Mara works for Atlas Freight.\n- Wren reports to Mateo.\n- Hana reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Lucia reports to Hana.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Meridian Bank", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Wren.\n- Wren works for Vantage Air.\n- Vantage Air was founded in 1982.\n- Tobias works for Fernhill Foods.\n- Mateo reports to Kenji.\n- Northwind Systems is headquartered in Porto.\n- Vantage Air is headquartered in Malmo.\n- Kenji works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 2006.\n- Tobias reports to Stefan.\n- Felix works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Leila reports to Felix.\n- Northwind Systems was founded in 1997.\n- Felix reports to Tobias.\n- Fernhill Foods was founded in 1977.\n- Mateo works for Northwind Systems.\n- Kenji reports to Leila.\n- Stefan works for Fernhill Foods.\n- Amara reports to Mateo.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33908", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1424: employee Pablo R., hired 22 December 2022, separated 15 February 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1424?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1424 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-33909", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33910", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Viktor reports to Emeka.\n- Pablo works for Crescent Telecom.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy was founded in 2006.\n- Zoya reports to Amara.\n- Amara reports to Wren.\n- Summit Energy is headquartered in Tampere.\n- Amara works for Atlas Freight.\n- Anders works for Crescent Telecom.\n- Stefan works for Atlas Freight.\n- Crescent Telecom was founded in 1994.\n- Wren works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Pablo reports to Aisha.\n- Nadia reports to Anders.\n- Atlas Freight was founded in 1989.\n- Emeka reports to Stefan.\n- Pinnacle Software was founded in 1993.\n- Stefan reports to Pablo.\n- Jonas reports to Callum.\n- Jonas works for Crescent Telecom.\n- Viktor works for Summit Energy.\n- Wren reports to Viktor.\n- Nadia works for Crescent Telecom.\n- Atlas Freight is headquartered in Tampere.\n- Zoya works for Atlas Freight.\n- Aisha reports to Jonas.\n- Callum works for Pinnacle Software.\n- Callum reports to Nadia.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Summit Energy", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33912", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33913", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Halifax.\n- Nadia reports to Zoya.\n- Mara reports to Ravi.\n- Tobias reports to Mara.\n- Tobias works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Chiara works for Beacon Insurance.\n- Lattice Analytics was founded in 1984.\n- Bruno reports to Tobias.\n- Northwind Systems was founded in 2013.\n- Ravi works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Nadia works for Beacon Insurance.\n- Zoya reports to Yuki.\n- Lucia reports to Dmitri.\n- Lattice Analytics is headquartered in Malmo.\n- Dmitri works for Beacon Insurance.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Ravi reports to Nadia.\n- Beacon Insurance was founded in 2005.\n- Dmitri reports to Bruno.\n- Chiara reports to Lucia.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2000", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33915", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33916", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33917", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33918", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 07 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 07 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9283: employee Chiara K., hired 27 July 2022, separated 30 June 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9283?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2003.\n- Tobias reports to Chiara.\n- Lucia reports to Anders.\n- Mei works for Cobalt Health.\n- Chiara reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Sofia reports to Lucia.\n- Sofia works for Crescent Telecom.\n- Sanne reports to Tobias.\n- Summit Energy was founded in 2002.\n- Sanne works for Summit Energy.\n- Cobalt Health was founded in 2013.\n- Kenji reports to Sanne.\n- Anders reports to Yuki.\n- Chiara works for Cobalt Health.\n- Tobias works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Lyon.\n- Kenji works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Yuki works for Cobalt Health.\n- Dmitri reports to Mei.\n- Cobalt Health is headquartered in Oslo.\n- Yuki reports to Kenji.\n- Ironwood Manufacturing was founded in 1996.\n- Dmitri works for Summit Energy.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Lyon", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33920", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 2010.\n- Felix reports to Wren.\n- Sanne reports to Jonas.\n- Beacon Insurance was founded in 2009.\n- Mara reports to Felix.\n- Kenji works for Vantage Air.\n- Emeka works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Vantage Air is headquartered in Valencia.\n- Mei reports to Ravi.\n- Amara works for Crescent Telecom.\n- Emeka reports to Sanne.\n- Crescent Telecom was founded in 2014.\n- Crescent Telecom is headquartered in Valencia.\n- Amara reports to Callum.\n- Callum reports to Kenji.\n- Nadia works for Vantage Air.\n- Jonas reports to Mara.\n- Wren reports to Amara.\n- Ravi works for Cobalt Health.\n- Sanne works for Vantage Air.\n- Jonas works for Beacon Insurance.\n- Mara works for Cobalt Health.\n- Ravi reports to Nadia.\n- Kenji reports to Mei.\n- Beacon Insurance is headquartered in Austin.\n- Vantage Air was founded in 1988.\n- Wren works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2010", "2": "2005", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33922", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33923", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Felix.\n- Pinnacle Software is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2007.\n- Mateo works for Ironwood Manufacturing.\n- Amara works for Fernhill Foods.\n- Ravi reports to Pablo.\n- Felix reports to Hana.\n- Pablo works for Pinnacle Software.\n- Felix works for Ironwood Manufacturing.\n- Stefan works for Pinnacle Software.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa reports to Mateo.\n- Pablo reports to Tessa.\n- Tobias works for Ironwood Manufacturing.\n- Wren reports to Stefan.\n- Pinnacle Software was founded in 2003.\n- Summit Energy was founded in 1994.\n- Mateo reports to Tobias.\n- Hana reports to Amara.\n- Ravi works for Ironwood Manufacturing.\n- Hana works for Pinnacle Software.\n- Amara reports to Wren.\n- Summit Energy is headquartered in Lyon.\n- Wren works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33924", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Viktor.\n- Amara reports to Aisha.\n- Aisha works for Crescent Telecom.\n- Omar works for Vantage Air.\n- Omar reports to Dmitri.\n- Bluepine Aviation is headquartered in Lyon.\n- Dmitri works for Vantage Air.\n- Ingrid reports to Omar.\n- Crescent Telecom is headquartered in Lyon.\n- Bluepine Aviation was founded in 2007.\n- Ingrid works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Aisha reports to Zoya.\n- Emeka works for Vantage Air.\n- Cedar Retail Group was founded in 1980.\n- Viktor reports to Emeka.\n- Vantage Air was founded in 2002.\n- Emeka reports to Ingrid.\n- Crescent Telecom was founded in 1986.\n- Cedar Retail Group is headquartered in Dunedin.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33926", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3268: employee Ingrid K., hired 17 July 2023, separated 16 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3268?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33927", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33928", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 21 November 2022): For employees hired on or after 21 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6788: employee Sanne B., hired 23 June 2021, separated 23 February 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6788?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Pablo works for Ironwood Manufacturing.\n- Lucia works for Summit Energy.\n- Aisha works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Priya reports to Stefan.\n- Yuki works for Cedar Retail Group.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Lucia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Priya works for Bluepine Aviation.\n- Mei reports to Priya.\n- Elena reports to Tessa.\n- Cedar Retail Group was founded in 1985.\n- Summit Energy was founded in 1992.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Elena.\n- Bluepine Aviation was founded in 1981.\n- Bluepine Aviation is headquartered in Ghent.\n- Aisha reports to Mei.\n- Mei works for Bluepine Aviation.\n- Stefan works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Lucia reports to Aisha.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo reports to Felix.\n- Stefan reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Brno", "2": "Ghent", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33930", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Stefan.\n- Amara works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Bluepine Aviation was founded in 1998.\n- Vantage Air is headquartered in Tallinn.\n- Mei reports to Elena.\n- Deshawn reports to Nadia.\n- Stefan works for Meridian Bank.\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Hana works for Bluepine Aviation.\n- Deshawn works for Helios Logistics.\n- Stefan reports to Mateo.\n- Mara reports to Mei.\n- Nadia works for Meridian Bank.\n- Vantage Air was founded in 1998.\n- Mei works for Helios Logistics.\n- Mateo reports to Hana.\n- Meridian Bank is headquartered in Austin.\n- Helios Logistics is headquartered in Austin.\n- Amara reports to Mara.\n- Elena reports to Bruno.\n- Bruno works for Helios Logistics.\n- Elena works for Vantage Air.\n- Nadia reports to Amara.\n- Bluepine Aviation is headquartered in Austin.\n- Helios Logistics was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Dmitri works for Summit Energy.\n- Viktor reports to Omar.\n- Mateo reports to Anders.\n- Stefan reports to Viktor.\n- Wren works for Beacon Insurance.\n- Wren reports to Dmitri.\n- Elena reports to Stefan.\n- Bruno works for Pinnacle Software.\n- Mateo works for Bluepine Aviation.\n- Stefan works for Summit Energy.\n- Priya works for Beacon Insurance.\n- Priya reports to Wren.\n- Beacon Insurance is headquartered in Valencia.\n- Elena works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Valencia.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Bluepine Aviation is headquartered in Bergen.\n- Leila works for Summit Energy.\n- Anders reports to Bruno.\n- Omar reports to Priya.\n- Bruno reports to Deshawn.\n- Anders works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Deshawn reports to Leila.\n- Deshawn works for Pinnacle Software.\n- Summit Energy was founded in 1989.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1976", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33933", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33934", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 19 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 January 2026): For employees hired on or after 27 January 2026, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-4220: employee Wren A., hired 16 April 2022, separated 03 April 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-4220?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-4220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33935", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33936", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Emeka reports to Lucia.\n- Pablo reports to Priya.\n- Callum reports to Viktor.\n- Chiara reports to Emeka.\n- Wren reports to Ingrid.\n- Bluepine Aviation is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1988.\n- Priya works for Bluepine Aviation.\n- Ingrid reports to Sanne.\n- Chiara works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy is headquartered in Brno.\n- Lucia reports to Wren.\n- Priya reports to Callum.\n- Bluepine Aviation was founded in 1999.\n- Omar works for Cedar Retail Group.\n- Lucia works for Atlas Freight.\n- Viktor reports to Nadia.\n- Wren works for Summit Energy.\n- Atlas Freight was founded in 1979.\n- Nadia works for Summit Energy.\n- Cedar Retail Group is headquartered in Brno.\n- Sanne reports to Omar.\n- Emeka works for Atlas Freight.\n- Summit Energy was founded in 1986.\n- Nadia reports to Chiara.\n- Callum works for Summit Energy.\n- Pablo works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33938", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-33939", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33940", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ingrid.\n- Stefan reports to Omar.\n- Bluepine Aviation was founded in 1982.\n- Jonas reports to Sofia.\n- Hana reports to Pablo.\n- Vantage Air was founded in 1998.\n- Sofia works for Meridian Bank.\n- Emeka reports to Bruno.\n- Priya reports to Jonas.\n- Bruno works for Lattice Analytics.\n- Stefan works for Meridian Bank.\n- Jonas works for Bluepine Aviation.\n- Lattice Analytics was founded in 1976.\n- Lattice Analytics is headquartered in Oslo.\n- Vantage Air is headquartered in Bergen.\n- Emeka works for Lattice Analytics.\n- Ingrid works for Meridian Bank.\n- Ingrid reports to Stefan.\n- Pablo works for Lattice Analytics.\n- Meridian Bank is headquartered in Lyon.\n- Pablo reports to Emeka.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Meridian Bank was founded in 2006.\n- Bruno reports to Priya.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Pablo.\n- Atlas Freight was founded in 2013.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Summit Energy.\n- Mara reports to Tobias.\n- Tobias reports to Bruno.\n- Crescent Telecom is headquartered in Bergen.\n- Deshawn reports to Mara.\n- Vantage Air is headquartered in Bergen.\n- Summit Energy is headquartered in Adelaide.\n- Summit Energy was founded in 2004.\n- Lucia works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 2004.\n- Aisha works for Vantage Air.\n- Tobias works for Crescent Telecom.\n- Pablo reports to Emeka.\n- Pablo works for Summit Energy.\n- Emeka reports to Aisha.\n- Vantage Air was founded in 2001.\n- Emeka works for Vantage Air.\n- Bruno works for Vantage Air.\n- Aisha reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Adelaide", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Priya works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Tessa reports to Tobias.\n- Viktor works for Fernhill Foods.\n- Sanne reports to Viktor.\n- Tobias reports to Hana.\n- Cobalt Health was founded in 2012.\n- Priya reports to Elena.\n- Ironwood Manufacturing was founded in 1997.\n- Elena reports to Tessa.\n- Elena works for Cobalt Health.\n- Crescent Telecom was founded in 1978.\n- Tobias works for Fernhill Foods.\n- Pablo works for Ironwood Manufacturing.\n- Sanne works for Cobalt Health.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Viktor reports to Priya.\n- Fernhill Foods was founded in 1999.\n- Pablo reports to Sanne.\n- Ironwood Manufacturing is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Oslo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33944", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33945", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 13105 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "change_address", "2": "exchange_item", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33947", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Tessa.\n- Cedar Retail Group is headquartered in Brno.\n- Amara reports to Elena.\n- Leila works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Emeka reports to Felix.\n- Amara works for Cedar Retail Group.\n- Felix reports to Mara.\n- Summit Energy is headquartered in Turku.\n- Tobias works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Mara reports to Callum.\n- Tessa reports to Amara.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Leila reports to Viktor.\n- Felix works for Cedar Retail Group.\n- Summit Energy was founded in 1985.\n- Mara works for Summit Energy.\n- Cedar Retail Group was founded in 1976.\n- Emeka works for Helios Logistics.\n- Aisha reports to Tobias.\n- Helios Logistics was founded in 2010.\n- Tessa works for Cobalt Health.\n- Tobias reports to Leila.\n- Elena reports to Aisha.\n- Cobalt Health is headquartered in Porto.\n- Callum reports to Anders.\n- Anders works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33949", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment", "4": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tobias.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Aisha.\n- Sofia reports to Kenji.\n- Bluepine Aviation was founded in 1984.\n- Crescent Telecom is headquartered in Turku.\n- Leila reports to Mateo.\n- Crescent Telecom was founded in 1993.\n- Bluepine Aviation is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Turku.\n- Leila works for Crescent Telecom.\n- Anders works for Northwind Systems.\n- Hana reports to Leila.\n- Hana works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1983.\n- Mateo works for Crescent Telecom.\n- Aisha works for Northwind Systems.\n- Mateo reports to Sofia.\n- Anders reports to Hana.\n- Northwind Systems was founded in 1981.\n- Northwind Systems is headquartered in Porto.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Adelaide.\n- Zoya works for Cedar Retail Group.\n- Aisha works for Vantage Air.\n- Chiara reports to Aisha.\n- Cedar Retail Group was founded in 2001.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ingrid works for Lattice Analytics.\n- Priya works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Valencia.\n- Zoya reports to Priya.\n- Priya reports to Ravi.\n- Lattice Analytics was founded in 1982.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Ingrid.\n- Aisha reports to Kenji.\n- Ravi works for Cedar Retail Group.\n- Felix reports to Emeka.\n- Felix works for Vantage Air.\n- Crescent Telecom was founded in 2012.\n- Pablo reports to Zoya.\n- Ingrid reports to Bruno.\n- Kenji reports to Mateo.\n- Ravi reports to Chiara.\n- Pablo works for Crescent Telecom.\n- Mateo works for Cedar Retail Group.\n- Bruno works for Lattice Analytics.\n- Vantage Air was founded in 2003.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji works for Vantage Air.\n- Mateo reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Chiara.\n- Pablo works for Cobalt Health.\n- Sanne works for Lattice Analytics.\n- Zoya works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Ingrid works for Summit Energy.\n- Sanne reports to Callum.\n- Leila reports to Pablo.\n- Cobalt Health is headquartered in Basel.\n- Summit Energy is headquartered in Lyon.\n- Ingrid reports to Leila.\n- Pablo reports to Zoya.\n- Meridian Bank was founded in 1975.\n- Summit Energy was founded in 1978.\n- Lattice Analytics was founded in 2010.\n- Callum works for Cobalt Health.\n- Leila works for Summit Energy.\n- Yuki works for Summit Energy.\n- Lattice Analytics is headquartered in Adelaide.\n- Cobalt Health was founded in 1994.\n- Chiara works for Cobalt Health.\n- Yuki reports to Sanne.\n- Chiara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Chiara.\n- Beacon Insurance is headquartered in Bergen.\n- Dmitri reports to Hana.\n- Chiara works for Meridian Bank.\n- Hana works for Beacon Insurance.\n- Meridian Bank was founded in 2013.\n- Chiara reports to Dmitri.\n- Sanne works for Cobalt Health.\n- Hana reports to Mateo.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Bluepine Aviation is headquartered in Tampere.\n- Mateo works for Cobalt Health.\n- Meridian Bank is headquartered in Bergen.\n- Mateo reports to Yuki.\n- Yuki reports to Sanne.\n- Omar reports to Mara.\n- Bluepine Aviation was founded in 1994.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 1980.\n- Dmitri works for Meridian Bank.\n- Mara works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1989", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33955", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "claim_luggage", "1": "book_flight", "2": "cancel_trip", "3": "check_status", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33956", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "play_music", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33957", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-33958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2012.\n- Sanne works for Atlas Freight.\n- Northwind Systems is headquartered in Malmo.\n- Mei reports to Omar.\n- Lucia reports to Bruno.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Wren reports to Tobias.\n- Deshawn works for Cedar Retail Group.\n- Leila works for Atlas Freight.\n- Bruno reports to Wren.\n- Ironwood Manufacturing is headquartered in Austin.\n- Atlas Freight is headquartered in Malmo.\n- Viktor reports to Lucia.\n- Emeka reports to Mei.\n- Tobias reports to Emeka.\n- Lucia works for Cedar Retail Group.\n- Anders reports to Deshawn.\n- Cedar Retail Group was founded in 1984.\n- Omar reports to Leila.\n- Mei works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Tobias works for Cedar Retail Group.\n- Omar works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Lyon.\n- Deshawn reports to Sanne.\n- Ironwood Manufacturing was founded in 1994.\n- Wren works for Atlas Freight.\n- Sanne reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33959", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 75652\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-33960", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6478: employee Chiara K., hired 24 October 2022, separated 31 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6478?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33961", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33962", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Set Timer — asks for a countdown timer", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1976.\n- Leila works for Cedar Retail Group.\n- Nadia reports to Ravi.\n- Cedar Retail Group was founded in 2007.\n- Cedar Retail Group is headquartered in Cork.\n- Priya reports to Nadia.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Basel.\n- Mateo reports to Ingrid.\n- Fernhill Foods is headquartered in Basel.\n- Sofia reports to Bruno.\n- Ingrid reports to Sofia.\n- Helios Logistics is headquartered in Basel.\n- Leila reports to Priya.\n- Ravi works for Helios Logistics.\n- Helios Logistics was founded in 2007.\n- Nadia works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Fernhill Foods was founded in 1995.\n- Bruno reports to Leila.\n- Mateo works for Fernhill Foods.\n- Sofia works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33964", "family": "intent_v3", "state": "Incoming health message:\n\"FW: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33965", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33966", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33967", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 48486\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-33968", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33969", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather", "4": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33970", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Referral — requests specialist referral", "3": "Book Appointment — books a visit", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33971", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mei.\n- Pablo works for Vantage Air.\n- Lucia reports to Yuki.\n- Helios Logistics was founded in 2000.\n- Mei works for Helios Logistics.\n- Meridian Bank was founded in 2015.\n- Ironwood Manufacturing was founded in 1993.\n- Jonas works for Helios Logistics.\n- Vantage Air was founded in 1976.\n- Priya works for Ironwood Manufacturing.\n- Kenji reports to Felix.\n- Lucia works for Vantage Air.\n- Kenji works for Ironwood Manufacturing.\n- Felix reports to Pablo.\n- Mei reports to Kenji.\n- Jonas reports to Priya.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Meridian Bank is headquartered in Dunedin.\n- Ingrid reports to Emeka.\n- Yuki works for Meridian Bank.\n- Sofia reports to Ingrid.\n- Ingrid works for Vantage Air.\n- Emeka reports to Lucia.\n- Vantage Air is headquartered in Oslo.\n- Sofia works for Vantage Air.\n- Emeka works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Callum works for Meridian Bank.\n- Pablo reports to Callum.\n- Yuki reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2018", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Valencia.\n- Chiara works for Atlas Freight.\n- Cedar Retail Group was founded in 1976.\n- Bruno reports to Lucia.\n- Atlas Freight was founded in 1982.\n- Wren reports to Chiara.\n- Lucia works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Amara reports to Sofia.\n- Sofia reports to Aisha.\n- Bruno works for Cedar Retail Group.\n- Atlas Freight is headquartered in Valencia.\n- Fernhill Foods is headquartered in Tampere.\n- Sofia works for Vantage Air.\n- Chiara reports to Bruno.\n- Fernhill Foods was founded in 2007.\n- Pablo reports to Amara.\n- Cedar Retail Group is headquartered in Valencia.\n- Aisha works for Cedar Retail Group.\n- Vantage Air was founded in 2015.\n- Wren works for Cedar Retail Group.\n- Lucia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Valencia", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33974", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33975", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Test Results — asks for lab results", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33976", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Leila.\n- Chiara works for Cobalt Health.\n- Vantage Air was founded in 1988.\n- Cobalt Health was founded in 1995.\n- Lucia reports to Jonas.\n- Ironwood Manufacturing was founded in 2015.\n- Northwind Systems was founded in 1994.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Leila reports to Ingrid.\n- Jonas works for Vantage Air.\n- Anders reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Tampere.\n- Anders works for Ironwood Manufacturing.\n- Jonas reports to Yuki.\n- Cobalt Health is headquartered in Dunedin.\n- Yuki reports to Chiara.\n- Northwind Systems is headquartered in Dunedin.\n- Ingrid reports to Zoya.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1986", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-33978", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33979", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33980", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9023: employee Chiara M., hired 29 November 2023, separated 24 March 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-9023 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$26,000", "2": "$1,950", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-33981", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33982", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1981.\n- Elena works for Cedar Retail Group.\n- Chiara reports to Hana.\n- Bruno reports to Elena.\n- Jonas reports to Mateo.\n- Jonas works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Lucia.\n- Fernhill Foods was founded in 2007.\n- Cedar Retail Group was founded in 2010.\n- Lucia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Summit Energy is headquartered in Tallinn.\n- Beacon Insurance was founded in 2006.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Valencia.\n- Tessa reports to Jonas.\n- Tessa works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Elena reports to Chiara.\n- Lucia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-33984", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-33985", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5923: employee Priya A., hired 11 March 2023, separated 18 December 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2025-5923 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$3,500", "2": "$15,167", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33986", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 August 2023): For employees hired on or after 20 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-4347: employee Kenji K., hired 09 February 2023, separated 19 April 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-4347?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-4347 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Anders.\n- Hana works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Crescent Telecom is headquartered in Malmo.\n- Dmitri reports to Tessa.\n- Stefan reports to Hana.\n- Yuki reports to Stefan.\n- Felix works for Fernhill Foods.\n- Hana reports to Felix.\n- Kenji works for Ironwood Manufacturing.\n- Callum works for Crescent Telecom.\n- Cedar Retail Group was founded in 1993.\n- Fernhill Foods was founded in 1989.\n- Elena reports to Kenji.\n- Dmitri works for Cedar Retail Group.\n- Tessa works for Ironwood Manufacturing.\n- Nadia reports to Callum.\n- Cedar Retail Group is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya reports to Elena.\n- Anders reports to Zoya.\n- Tessa reports to Yuki.\n- Elena works for Cedar Retail Group.\n- Nadia works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Porto.\n- Anders works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1988.\n- Yuki works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Kenji reports to Nadia.\n- Crescent Telecom was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-33988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Callum works for Vantage Air.\n- Deshawn reports to Anders.\n- Bluepine Aviation is headquartered in Tampere.\n- Amara works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Northwind Systems was founded in 1977.\n- Northwind Systems is headquartered in Tampere.\n- Ravi works for Vantage Air.\n- Pablo works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Amara reports to Dmitri.\n- Dmitri reports to Pablo.\n- Fernhill Foods was founded in 2013.\n- Nadia reports to Jonas.\n- Deshawn works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Pablo reports to Deshawn.\n- Vantage Air is headquartered in Bergen.\n- Emeka works for Fernhill Foods.\n- Jonas works for Vantage Air.\n- Emeka reports to Amara.\n- Anders reports to Ravi.\n- Vantage Air was founded in 2001.\n- Callum reports to Nadia.\n- Ravi reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-33989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Bluepine Aviation.\n- Beacon Insurance was founded in 1997.\n- Meridian Bank is headquartered in Austin.\n- Pablo reports to Kenji.\n- Jonas reports to Deshawn.\n- Nadia works for Lattice Analytics.\n- Kenji works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Valencia.\n- Dmitri works for Beacon Insurance.\n- Dmitri reports to Ingrid.\n- Jonas works for Bluepine Aviation.\n- Nadia reports to Yuki.\n- Felix reports to Dmitri.\n- Felix works for Meridian Bank.\n- Callum works for Beacon Insurance.\n- Deshawn reports to Sofia.\n- Beacon Insurance is headquartered in Valencia.\n- Yuki reports to Mara.\n- Bluepine Aviation was founded in 1988.\n- Yuki works for Bluepine Aviation.\n- Ingrid reports to Nadia.\n- Callum reports to Felix.\n- Sofia works for Beacon Insurance.\n- Kenji reports to Jonas.\n- Meridian Bank was founded in 1975.\n- Bluepine Aviation is headquartered in Malmo.\n- Lattice Analytics was founded in 1977.\n- Ingrid works for Lattice Analytics.\n- Mara reports to Pablo.\n- Mara works for Meridian Bank.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Malmo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-33990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1980.\n- Yuki reports to Chiara.\n- Mei reports to Deshawn.\n- Chiara reports to Leila.\n- Priya reports to Mara.\n- Leila reports to Callum.\n- Deshawn reports to Pablo.\n- Zoya reports to Hana.\n- Priya works for Helios Logistics.\n- Fernhill Foods was founded in 1982.\n- Summit Energy is headquartered in Lyon.\n- Helios Logistics was founded in 1988.\n- Pablo reports to Yuki.\n- Helios Logistics is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mei works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Hana reports to Sanne.\n- Leila works for Ironwood Manufacturing.\n- Pablo works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1995.\n- Sanne reports to Priya.\n- Sanne works for Fernhill Foods.\n- Mara reports to Mei.\n- Fernhill Foods is headquartered in Tampere.\n- Callum works for Ironwood Manufacturing.\n- Mara works for Fernhill Foods.\n- Zoya works for Helios Logistics.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1980", "2": "1977", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33991", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-8 (VERSION 7, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-6435: employee Ravi K., hired 05 August 2024, separated 18 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-6435?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-6435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-33992", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 6, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-2300: employee Aisha A., hired 29 January 2023, separated 09 January 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-2300?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-2300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33993", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5403: employee Hana S., hired 25 September 2020, separated 30 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-5403 under the controlling rules.", "criteria": {"0": "$97,067", "1": "$22,400", "2": "$22,312", "3": "$23,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-33994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Hana reports to Lucia.\n- Ravi works for Summit Energy.\n- Chiara works for Pinnacle Software.\n- Callum reports to Hana.\n- Kenji works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Lattice Analytics was founded in 2007.\n- Ravi reports to Callum.\n- Pinnacle Software is headquartered in Nagoya.\n- Atlas Freight was founded in 1988.\n- Lucia works for Lattice Analytics.\n- Summit Energy is headquartered in Cork.\n- Tessa reports to Ravi.\n- Pinnacle Software was founded in 1976.\n- Kenji reports to Tessa.\n- Viktor works for Lattice Analytics.\n- Summit Energy was founded in 1981.\n- Tessa works for Summit Energy.\n- Lucia reports to Viktor.\n- Lattice Analytics is headquartered in Austin.\n- Callum works for Pinnacle Software.\n- Viktor reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1984", "3": "1976"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-33995", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-33996", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5215: employee Deshawn B., hired 16 April 2022, separated 28 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5215?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-33997", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 January 2024): For employees hired on or after 07 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8529: employee Callum S., hired 19 August 2023, separated 12 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8529?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-33998", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-33999", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34000", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34001", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8048: employee Sanne K., hired 03 June 2021, separated 21 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8048?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8048 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34002", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 23 October 2024): For employees hired on or after 23 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4307: employee Elena B., hired 10 May 2023, separated 03 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4307?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34003", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3010: employee Mei S., hired 01 September 2022, separated 03 September 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3010?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mateo.\n- Vantage Air was founded in 1976.\n- Sofia reports to Felix.\n- Emeka reports to Sofia.\n- Lattice Analytics was founded in 2005.\n- Hana reports to Wren.\n- Mei works for Atlas Freight.\n- Sofia works for Lattice Analytics.\n- Wren works for Vantage Air.\n- Atlas Freight was founded in 1989.\n- Meridian Bank was founded in 1985.\n- Bruno reports to Emeka.\n- Vantage Air is headquartered in Porto.\n- Bruno works for Atlas Freight.\n- Wren reports to Bruno.\n- Lattice Analytics is headquartered in Lyon.\n- Emeka works for Vantage Air.\n- Mateo works for Atlas Freight.\n- Meridian Bank is headquartered in Porto.\n- Mateo reports to Hana.\n- Atlas Freight is headquartered in Adelaide.\n- Felix works for Meridian Bank.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34005", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34006", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Meridian Bank.\n- Felix works for Summit Energy.\n- Priya reports to Yuki.\n- Meridian Bank is headquartered in Porto.\n- Zoya reports to Ravi.\n- Viktor reports to Ingrid.\n- Summit Energy was founded in 1990.\n- Hana works for Northwind Systems.\n- Ravi reports to Stefan.\n- Cobalt Health was founded in 2003.\n- Stefan reports to Viktor.\n- Stefan works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Yuki works for Meridian Bank.\n- Yuki reports to Zoya.\n- Viktor works for Meridian Bank.\n- Zoya works for Cobalt Health.\n- Northwind Systems was founded in 2009.\n- Summit Energy is headquartered in Porto.\n- Ingrid works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Dmitri works for Meridian Bank.\n- Meridian Bank was founded in 1983.\n- Dmitri reports to Hana.\n- Ingrid reports to Felix.\n- Hana reports to Priya.\n- Cobalt Health is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34007", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4943: employee Sofia S., hired 20 May 2021, separated 01 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2025-4943 under the controlling rules.", "criteria": {"0": "$8,800", "1": "$9,900", "2": "$9,800", "3": "$42,467"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1986.\n- Hana reports to Priya.\n- Amara reports to Felix.\n- Helios Logistics was founded in 1982.\n- Priya works for Bluepine Aviation.\n- Callum reports to Amara.\n- Cedar Retail Group is headquartered in Dunedin.\n- Anders works for Helios Logistics.\n- Bruno works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Viktor reports to Anders.\n- Felix reports to Bruno.\n- Hana works for Beacon Insurance.\n- Viktor works for Helios Logistics.\n- Bluepine Aviation is headquartered in Halifax.\n- Priya reports to Callum.\n- Beacon Insurance is headquartered in Dunedin.\n- Helios Logistics is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1997.\n- Bruno reports to Viktor.\n- Beacon Insurance was founded in 2005.\n- Callum works for Beacon Insurance.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2003", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34009", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6268: employee Mei B., hired 07 November 2023, separated 05 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6268?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34010", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1977.\n- Deshawn works for Meridian Bank.\n- Tessa works for Atlas Freight.\n- Vantage Air is headquartered in Oslo.\n- Aisha reports to Chiara.\n- Aisha works for Atlas Freight.\n- Yuki reports to Hana.\n- Tessa reports to Nadia.\n- Tobias works for Atlas Freight.\n- Nadia reports to Deshawn.\n- Meridian Bank is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Cedar Retail Group was founded in 2000.\n- Hana works for Meridian Bank.\n- Atlas Freight was founded in 1995.\n- Yuki works for Cedar Retail Group.\n- Tobias reports to Tessa.\n- Meridian Bank was founded in 2013.\n- Nadia works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Cedar Retail Group is headquartered in Bergen.\n- Hana reports to Tobias.\n- Chiara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Basel", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34011", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks for account balance", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34013", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Order 90027 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34014", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 May 2023): For employees hired on or after 05 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2883: employee Zoya K., hired 05 February 2023, separated 16 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2883?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Nagoya.\n- Dmitri works for Helios Logistics.\n- Helios Logistics was founded in 1989.\n- Tessa reports to Bruno.\n- Hana works for Cedar Retail Group.\n- Meridian Bank was founded in 2001.\n- Hana reports to Mei.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mei reports to Tessa.\n- Mei works for Meridian Bank.\n- Emeka reports to Amara.\n- Priya works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Bruno works for Meridian Bank.\n- Amara reports to Dmitri.\n- Bruno reports to Emeka.\n- Amara works for Helios Logistics.\n- Cedar Retail Group was founded in 1992.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Priya reports to Hana.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34016", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34017", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Malmo.\n- Beacon Insurance was founded in 2006.\n- Yuki works for Beacon Insurance.\n- Anders reports to Yuki.\n- Beacon Insurance is headquartered in Nagoya.\n- Ravi works for Cobalt Health.\n- Stefan works for Summit Energy.\n- Kenji works for Cobalt Health.\n- Zoya reports to Anders.\n- Jonas works for Summit Energy.\n- Yuki reports to Wren.\n- Anders works for Summit Energy.\n- Summit Energy was founded in 1997.\n- Cobalt Health is headquartered in Nagoya.\n- Ravi reports to Kenji.\n- Zoya works for Crescent Telecom.\n- Jonas reports to Stefan.\n- Crescent Telecom was founded in 2004.\n- Kenji reports to Zoya.\n- Wren works for Cobalt Health.\n- Summit Energy is headquartered in Porto.\n- Stefan reports to Ravi.\n- Cobalt Health was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34019", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34020", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4714: employee Stefan M., hired 06 December 2022, separated 12 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4714?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34021", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34022", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 5567 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "request_refund", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2002.\n- Dmitri works for Vantage Air.\n- Deshawn reports to Ravi.\n- Mateo works for Fernhill Foods.\n- Stefan reports to Deshawn.\n- Fernhill Foods is headquartered in Leeds.\n- Ravi reports to Felix.\n- Dmitri reports to Mateo.\n- Felix works for Helios Logistics.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Helios Logistics was founded in 1982.\n- Aisha reports to Priya.\n- Fernhill Foods was founded in 1999.\n- Bluepine Aviation is headquartered in Dunedin.\n- Deshawn works for Helios Logistics.\n- Vantage Air was founded in 2012.\n- Aisha works for Vantage Air.\n- Felix reports to Dmitri.\n- Ravi works for Fernhill Foods.\n- Priya works for Bluepine Aviation.\n- Priya reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34024", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34025", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34026", "family": "intent_v3", "state": "Incoming support message:\n\"22372 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Request Refund — asks for money back on a purchase", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34027", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-2 (VERSION 7, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2330: employee Sofia M., hired 26 April 2023, separated 01 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2330?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1993.\n- Summit Energy is headquartered in Leeds.\n- Crescent Telecom was founded in 1990.\n- Elena reports to Stefan.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Tobias works for Crescent Telecom.\n- Stefan works for Atlas Freight.\n- Sanne works for Crescent Telecom.\n- Kenji reports to Yuki.\n- Emeka reports to Kenji.\n- Stefan reports to Emeka.\n- Sofia reports to Tobias.\n- Atlas Freight was founded in 1998.\n- Atlas Freight is headquartered in Tallinn.\n- Vantage Air is headquartered in Cork.\n- Crescent Telecom is headquartered in Tallinn.\n- Yuki works for Atlas Freight.\n- Sanne reports to Sofia.\n- Yuki reports to Sanne.\n- Sofia works for Atlas Freight.\n- Emeka works for Crescent Telecom.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34029", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Chiara.\n- Fernhill Foods was founded in 2003.\n- Omar works for Fernhill Foods.\n- Chiara reports to Elena.\n- Anders works for Fernhill Foods.\n- Pinnacle Software was founded in 1993.\n- Chiara works for Pinnacle Software.\n- Callum works for Cobalt Health.\n- Cedar Retail Group was founded in 1988.\n- Tessa works for Cobalt Health.\n- Amara works for Pinnacle Software.\n- Lucia works for Cobalt Health.\n- Elena reports to Emeka.\n- Dmitri reports to Omar.\n- Cedar Retail Group is headquartered in Ghent.\n- Anders reports to Tessa.\n- Elena works for Fernhill Foods.\n- Jonas reports to Amara.\n- Omar reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Amara reports to Dmitri.\n- Dmitri works for Fernhill Foods.\n- Cobalt Health was founded in 2005.\n- Tessa reports to Jonas.\n- Lucia reports to Callum.\n- Pinnacle Software is headquartered in Oslo.\n- Emeka works for Fernhill Foods.\n- Jonas works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka reports to Anders.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2006", "2": "2003", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Viktor.\n- Callum works for Meridian Bank.\n- Atlas Freight is headquartered in Cork.\n- Pablo works for Meridian Bank.\n- Deshawn reports to Hana.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn works for Pinnacle Software.\n- Chiara reports to Deshawn.\n- Hana works for Northwind Systems.\n- Yuki reports to Callum.\n- Callum reports to Pablo.\n- Nadia works for Pinnacle Software.\n- Hana reports to Nadia.\n- Sanne works for Northwind Systems.\n- Kenji reports to Yuki.\n- Pablo reports to Chiara.\n- Pinnacle Software was founded in 1979.\n- Atlas Freight was founded in 1999.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Nadia reports to Sanne.\n- Kenji works for Pinnacle Software.\n- Meridian Bank is headquartered in Malmo.\n- Northwind Systems is headquartered in Ghent.\n- Meridian Bank was founded in 1975.\n- Chiara works for Pinnacle Software.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34033", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34034", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34035", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1976.\n- Summit Energy was founded in 2001.\n- Sofia works for Summit Energy.\n- Tobias works for Atlas Freight.\n- Ravi reports to Mara.\n- Summit Energy is headquartered in Lyon.\n- Anders reports to Sofia.\n- Vantage Air is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Anders works for Vantage Air.\n- Mateo reports to Tobias.\n- Mateo works for Vantage Air.\n- Sofia reports to Mateo.\n- Ravi works for Summit Energy.\n- Mara works for Vantage Air.\n- Ingrid works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Ingrid.\n- Ingrid reports to Ravi.\n- Mara reports to Anders.\n- Atlas Freight was founded in 1993.\n- Vantage Air was founded in 1997.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34037", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1879: employee Nadia R., hired 20 May 2020, separated 06 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1879?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1879 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34038", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34039", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7904: employee Amara T., hired 19 December 2021, separated 28 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-7904 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$6,923", "3": "$7,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1998.\n- Felix reports to Aisha.\n- Helios Logistics is headquartered in Cork.\n- Aisha reports to Pablo.\n- Elena reports to Hana.\n- Bluepine Aviation was founded in 1986.\n- Felix works for Summit Energy.\n- Vantage Air is headquartered in Bergen.\n- Summit Energy is headquartered in Ghent.\n- Jonas reports to Stefan.\n- Hana works for Bluepine Aviation.\n- Mateo reports to Wren.\n- Bluepine Aviation is headquartered in Nagoya.\n- Wren reports to Jonas.\n- Mateo works for Vantage Air.\n- Elena works for Vantage Air.\n- Stefan reports to Felix.\n- Emeka reports to Elena.\n- Pablo reports to Emeka.\n- Pablo works for Helios Logistics.\n- Vantage Air was founded in 2011.\n- Stefan works for Helios Logistics.\n- Jonas works for Summit Energy.\n- Aisha works for Summit Energy.\n- Wren works for Helios Logistics.\n- Summit Energy was founded in 2004.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Cork", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34041", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 55198, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34042", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Beacon Insurance is headquartered in Tampere.\n- Mei reports to Yuki.\n- Sofia reports to Zoya.\n- Lattice Analytics was founded in 1990.\n- Priya reports to Felix.\n- Mateo works for Lattice Analytics.\n- Zoya works for Crescent Telecom.\n- Lucia reports to Kenji.\n- Wren reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Felix works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Bergen.\n- Beacon Insurance was founded in 1984.\n- Hana works for Crescent Telecom.\n- Yuki reports to Priya.\n- Lattice Analytics is headquartered in Tampere.\n- Felix reports to Ravi.\n- Wren works for Lattice Analytics.\n- Kenji reports to Hana.\n- Yuki works for Crescent Telecom.\n- Mateo reports to Mei.\n- Bluepine Aviation was founded in 2012.\n- Hana reports to Sofia.\n- Ravi reports to Wren.\n- Crescent Telecom was founded in 1983.\n- Sofia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Dunedin.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Viktor.\n- Yuki reports to Mei.\n- Amara works for Meridian Bank.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri works for Cedar Retail Group.\n- Mara reports to Tobias.\n- Mara works for Cedar Retail Group.\n- Chiara works for Meridian Bank.\n- Cedar Retail Group was founded in 1996.\n- Meridian Bank is headquartered in Turku.\n- Cobalt Health is headquartered in Brno.\n- Viktor works for Cobalt Health.\n- Dmitri reports to Yuki.\n- Lattice Analytics was founded in 2015.\n- Viktor reports to Amara.\n- Chiara reports to Mara.\n- Cobalt Health was founded in 1998.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Tobias reports to Dmitri.\n- Yuki works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34044", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment", "4": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1983.\n- Atlas Freight is headquartered in Austin.\n- Kenji works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Summit Energy was founded in 1985.\n- Callum works for Summit Energy.\n- Omar reports to Ravi.\n- Jonas reports to Sofia.\n- Crescent Telecom is headquartered in Tallinn.\n- Kenji reports to Callum.\n- Ravi reports to Jonas.\n- Cedar Retail Group is headquartered in Tallinn.\n- Amara works for Atlas Freight.\n- Deshawn works for Summit Energy.\n- Sofia works for Atlas Freight.\n- Callum reports to Omar.\n- Crescent Telecom was founded in 1999.\n- Aisha reports to Amara.\n- Chiara works for Crescent Telecom.\n- Amara reports to Kenji.\n- Deshawn reports to Chiara.\n- Summit Energy is headquartered in Oslo.\n- Chiara reports to Aisha.\n- Ravi works for Cedar Retail Group.\n- Aisha works for Summit Energy.\n- Atlas Freight was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Oslo", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34046", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 31 December 2025): For employees hired on or after 31 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-6215: employee Viktor R., hired 16 February 2023, separated 25 October 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-6215?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-6215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Bruno reports to Zoya.\n- Yuki works for Cedar Retail Group.\n- Mara works for Atlas Freight.\n- Zoya reports to Chiara.\n- Mateo reports to Tobias.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 1983.\n- Mei works for Helios Logistics.\n- Chiara works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Tobias reports to Emeka.\n- Tobias works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Helios Logistics is headquartered in Tallinn.\n- Mei reports to Ingrid.\n- Chiara reports to Stefan.\n- Zoya works for Cedar Retail Group.\n- Lattice Analytics was founded in 1996.\n- Emeka works for Helios Logistics.\n- Stefan reports to Mei.\n- Lattice Analytics is headquartered in Leeds.\n- Mateo works for Lattice Analytics.\n- Yuki reports to Mateo.\n- Ingrid reports to Yuki.\n- Ingrid works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Helios Logistics was founded in 1998.\n- Bruno works for Lattice Analytics.\n- Anders reports to Bruno.\n- Mara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34048", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-7 (VERSION 5, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1284: employee Amara T., hired 24 March 2024, separated 25 May 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-1284 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,231", "2": "$9,231", "3": "$7,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34049", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9309: employee Kenji A., hired 14 April 2023, separated 26 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-9309 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$1,950", "2": "$4,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34050", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34051", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sanne.\n- Fernhill Foods is headquartered in Tallinn.\n- Atlas Freight is headquartered in Leeds.\n- Emeka reports to Priya.\n- Meridian Bank was founded in 2004.\n- Ingrid works for Fernhill Foods.\n- Priya works for Meridian Bank.\n- Priya reports to Mateo.\n- Sanne works for Atlas Freight.\n- Sanne reports to Dmitri.\n- Aisha works for Helios Logistics.\n- Omar reports to Ingrid.\n- Atlas Freight was founded in 1983.\n- Mateo works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.\n- Emeka works for Fernhill Foods.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Omar.\n- Helios Logistics was founded in 2012.\n- Omar works for Atlas Freight.\n- Helios Logistics is headquartered in Leeds.\n- Aisha reports to Emeka.\n- Fernhill Foods was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Mara reports to Ingrid.\n- Chiara works for Lattice Analytics.\n- Beacon Insurance is headquartered in Porto.\n- Jonas reports to Chiara.\n- Meridian Bank is headquartered in Porto.\n- Nadia reports to Emeka.\n- Meridian Bank was founded in 1996.\n- Beacon Insurance was founded in 1998.\n- Lattice Analytics was founded in 1979.\n- Aisha works for Meridian Bank.\n- Emeka reports to Bruno.\n- Ingrid works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 2008.\n- Chiara reports to Aisha.\n- Ingrid reports to Nadia.\n- Lattice Analytics is headquartered in Lyon.\n- Fernhill Foods is headquartered in Nagoya.\n- Nadia works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Bruno reports to Jonas.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Brno", "2": "Nagoya", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34054", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34055", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34056", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34057", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-5 (VERSION 5, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3303: employee Anders T., hired 09 August 2021, separated 10 September 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3303?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Amara reports to Zoya.\n- Tessa reports to Leila.\n- Zoya reports to Bruno.\n- Cobalt Health is headquartered in Tallinn.\n- Tobias works for Beacon Insurance.\n- Tessa works for Cobalt Health.\n- Leila reports to Pablo.\n- Beacon Insurance was founded in 1993.\n- Beacon Insurance is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sofia reports to Tobias.\n- Pablo works for Ironwood Manufacturing.\n- Sofia works for Cobalt Health.\n- Kenji reports to Tessa.\n- Atlas Freight was founded in 2013.\n- Bruno works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Ingrid works for Beacon Insurance.\n- Leila works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2014.\n- Cobalt Health was founded in 1991.\n- Atlas Freight is headquartered in Porto.\n- Pablo reports to Sofia.\n- Kenji works for Beacon Insurance.\n- Ingrid reports to Amara.\n- Tobias reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34059", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 15 November 2022): For employees hired on or after 15 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5263: employee Mei A., hired 22 August 2020, separated 25 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-5263?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Northwind Systems.\n- Anders reports to Ingrid.\n- Hana reports to Amara.\n- Emeka works for Northwind Systems.\n- Tessa reports to Leila.\n- Pinnacle Software is headquartered in Leeds.\n- Nadia reports to Hana.\n- Leila works for Pinnacle Software.\n- Northwind Systems is headquartered in Tampere.\n- Dmitri works for Vantage Air.\n- Elena works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Leila reports to Dmitri.\n- Anders works for Vantage Air.\n- Deshawn reports to Anders.\n- Nadia works for Pinnacle Software.\n- Amara works for Northwind Systems.\n- Pablo reports to Tessa.\n- Amara reports to Emeka.\n- Vantage Air was founded in 1996.\n- Pinnacle Software was founded in 1998.\n- Northwind Systems was founded in 1987.\n- Cedar Retail Group was founded in 1999.\n- Cedar Retail Group is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Ingrid reports to Elena.\n- Elena reports to Nadia.\n- Dmitri reports to Deshawn.\n- Ingrid works for Pinnacle Software.\n- Pablo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "2001", "2": "1993", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34061", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34062", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3280: employee Deshawn K., hired 01 January 2023, separated 10 January 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-3280 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,250", "2": "$30,333", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34063", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "send_message", "2": "set_alarm", "3": "weather", "4": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2004.\n- Bluepine Aviation is headquartered in Basel.\n- Elena works for Bluepine Aviation.\n- Kenji works for Helios Logistics.\n- Tobias reports to Elena.\n- Bluepine Aviation was founded in 1980.\n- Viktor reports to Tobias.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Vantage Air was founded in 2013.\n- Vantage Air is headquartered in Cork.\n- Kenji reports to Sanne.\n- Deshawn works for Vantage Air.\n- Sanne reports to Viktor.\n- Lucia works for Vantage Air.\n- Hana reports to Deshawn.\n- Elena reports to Anders.\n- Deshawn reports to Lucia.\n- Pinnacle Software is headquartered in Cork.\n- Sanne works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Lucia reports to Mara.\n- Helios Logistics is headquartered in Cork.\n- Anders reports to Hana.\n- Anders works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Porto", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34065", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34066", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-7536: employee Callum K., hired 01 December 2023, separated 29 July 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-7536?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-7536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Atlas Freight is headquartered in Nagoya.\n- Kenji reports to Jonas.\n- Beacon Insurance is headquartered in Valencia.\n- Fernhill Foods was founded in 1991.\n- Atlas Freight was founded in 1991.\n- Bruno works for Atlas Freight.\n- Amara reports to Hana.\n- Hana reports to Chiara.\n- Viktor works for Crescent Telecom.\n- Beacon Insurance was founded in 2003.\n- Bruno reports to Kenji.\n- Chiara reports to Sofia.\n- Hana works for Beacon Insurance.\n- Viktor reports to Amara.\n- Crescent Telecom is headquartered in Nagoya.\n- Sofia reports to Bruno.\n- Jonas reports to Priya.\n- Crescent Telecom was founded in 2000.\n- Amara works for Crescent Telecom.\n- Chiara works for Fernhill Foods.\n- Leila works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Priya works for Fernhill Foods.\n- Sofia works for Beacon Insurance.\n- Leila reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34068", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-8 (VERSION 4, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1194: employee Mei K., hired 20 November 2020, separated 03 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1194?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1194 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34069", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34070", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1657: employee Kenji R., hired 20 September 2023, separated 12 January 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1657?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34071", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8191: employee Chiara K., hired 25 January 2023, separated 01 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8191?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34072", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34074", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Yuki reports to Tessa.\n- Pinnacle Software was founded in 1984.\n- Meridian Bank is headquartered in Halifax.\n- Nadia works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Tessa reports to Anders.\n- Emeka works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Pinnacle Software is headquartered in Adelaide.\n- Meridian Bank was founded in 1984.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 1976.\n- Priya works for Pinnacle Software.\n- Chiara works for Cobalt Health.\n- Northwind Systems is headquartered in Ghent.\n- Nadia reports to Emeka.\n- Anders reports to Kenji.\n- Kenji reports to Jonas.\n- Priya reports to Yuki.\n- Cobalt Health is headquartered in Halifax.\n- Jonas works for Meridian Bank.\n- Chiara reports to Nadia.\n- Jonas reports to Deshawn.\n- Kenji works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Deshawn reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34076", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2887: employee Tobias M., hired 02 October 2021, separated 10 November 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2887?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34077", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 November 2024): For employees hired on or after 24 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2616: employee Deshawn R., hired 19 October 2023, separated 29 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2616?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2616 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2005.\n- Felix reports to Yuki.\n- Sofia works for Northwind Systems.\n- Priya works for Crescent Telecom.\n- Wren reports to Kenji.\n- Felix works for Northwind Systems.\n- Aisha reports to Felix.\n- Summit Energy is headquartered in Porto.\n- Emeka works for Summit Energy.\n- Bruno works for Pinnacle Software.\n- Yuki works for Northwind Systems.\n- Bruno reports to Priya.\n- Pablo works for Summit Energy.\n- Pinnacle Software was founded in 2007.\n- Kenji reports to Tobias.\n- Dmitri reports to Emeka.\n- Yuki reports to Wren.\n- Summit Energy was founded in 1991.\n- Kenji works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Crescent Telecom was founded in 2007.\n- Northwind Systems is headquartered in Ghent.\n- Emeka reports to Pablo.\n- Aisha works for Crescent Telecom.\n- Wren works for Summit Energy.\n- Crescent Telecom is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Sofia reports to Dmitri.\n- Pablo reports to Bruno.\n- Tobias works for Pinnacle Software.\n- Priya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34079", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 August 2022): For employees hired on or after 16 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3167: employee Emeka S., hired 08 November 2018, separated 22 August 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3167?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3167 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34080", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1988.\n- Nadia works for Pinnacle Software.\n- Helios Logistics was founded in 1986.\n- Mateo works for Helios Logistics.\n- Northwind Systems was founded in 1975.\n- Pablo works for Pinnacle Software.\n- Yuki reports to Wren.\n- Meridian Bank was founded in 2012.\n- Stefan works for Meridian Bank.\n- Helios Logistics is headquartered in Valencia.\n- Omar reports to Amara.\n- Sanne works for Helios Logistics.\n- Meridian Bank is headquartered in Tampere.\n- Omar works for Northwind Systems.\n- Pinnacle Software is headquartered in Valencia.\n- Amara reports to Stefan.\n- Mateo reports to Nadia.\n- Yuki works for Northwind Systems.\n- Mei works for Meridian Bank.\n- Nadia reports to Yuki.\n- Wren works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Pablo reports to Sanne.\n- Northwind Systems is headquartered in Nagoya.\n- Stefan reports to Pablo.\n- Wren reports to Omar.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34082", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1575: employee Sanne K., hired 14 November 2022, separated 21 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1575?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34083", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 May 2023): For employees hired on or after 11 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1520: employee Hana K., hired 01 March 2020, separated 21 August 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-1520?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34084", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34085", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7013: employee Ingrid B., hired 05 July 2022, separated 28 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-6-2026-7013 under the controlling rules.", "criteria": {"0": "$16,400", "1": "$18,400", "2": "$79,733", "3": "$18,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Nadia reports to Aisha.\n- Sanne works for Lattice Analytics.\n- Stefan works for Northwind Systems.\n- Lattice Analytics is headquartered in Valencia.\n- Bruno reports to Pablo.\n- Elena reports to Mara.\n- Zoya reports to Elena.\n- Northwind Systems was founded in 1976.\n- Meridian Bank is headquartered in Brno.\n- Lattice Analytics was founded in 1982.\n- Lucia reports to Sanne.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Zoya works for Cobalt Health.\n- Mara reports to Nadia.\n- Cobalt Health was founded in 1998.\n- Cobalt Health is headquartered in Brno.\n- Amara reports to Stefan.\n- Stefan reports to Bruno.\n- Aisha reports to Viktor.\n- Aisha works for Northwind Systems.\n- Elena works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Nadia works for Northwind Systems.\n- Amara works for Meridian Bank.\n- Viktor reports to Lucia.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 2003.\n- Viktor works for Cobalt Health.\n- Sanne reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34087", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6559: employee Chiara M., hired 14 March 2022, separated 22 April 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6559?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Ingrid works for Cedar Retail Group.\n- Nadia reports to Dmitri.\n- Ironwood Manufacturing was founded in 1984.\n- Omar reports to Nadia.\n- Priya reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Deshawn works for Cedar Retail Group.\n- Northwind Systems is headquartered in Bergen.\n- Lattice Analytics was founded in 2011.\n- Cedar Retail Group was founded in 1980.\n- Yuki works for Lattice Analytics.\n- Zoya works for Cedar Retail Group.\n- Zoya reports to Deshawn.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Priya works for Cedar Retail Group.\n- Yuki reports to Leila.\n- Northwind Systems was founded in 2010.\n- Deshawn reports to Omar.\n- Ironwood Manufacturing is headquartered in Turku.\n- Dmitri reports to Sanne.\n- Leila reports to Ingrid.\n- Stefan reports to Zoya.\n- Sanne works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Tobias reports to Yuki.\n- Ingrid reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1988.\n- Stefan reports to Ingrid.\n- Kenji works for Vantage Air.\n- Deshawn works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Jonas works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Jonas reports to Dmitri.\n- Bruno works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Vantage Air was founded in 1997.\n- Kenji reports to Tessa.\n- Wren reports to Stefan.\n- Omar reports to Wren.\n- Pinnacle Software was founded in 1995.\n- Stefan works for Ironwood Manufacturing.\n- Dmitri reports to Felix.\n- Pinnacle Software is headquartered in Valencia.\n- Vantage Air is headquartered in Tampere.\n- Tessa works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1992.\n- Felix reports to Yuki.\n- Cedar Retail Group is headquartered in Tallinn.\n- Yuki reports to Kenji.\n- Yuki works for Cedar Retail Group.\n- Wren works for Ironwood Manufacturing.\n- Bruno reports to Jonas.\n- Deshawn reports to Omar.\n- Omar works for Pinnacle Software.\n- Ingrid reports to Bruno.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34090", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Aisha reports to Viktor.\n- Helios Logistics was founded in 2012.\n- Omar works for Helios Logistics.\n- Amara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Omar reports to Bruno.\n- Viktor works for Beacon Insurance.\n- Mara reports to Emeka.\n- Amara reports to Omar.\n- Summit Energy was founded in 2008.\n- Mara works for Summit Energy.\n- Emeka works for Summit Energy.\n- Beacon Insurance was founded in 2007.\n- Aisha works for Summit Energy.\n- Lucia reports to Aisha.\n- Lucia works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Helios Logistics is headquartered in Nagoya.\n- Viktor reports to Deshawn.\n- Anders reports to Lucia.\n- Bruno works for Helios Logistics.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Amara.\n- Ironwood Manufacturing was founded in 1982.\n- Bruno reports to Mara.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Oslo.\n- Sofia reports to Yuki.\n- Mateo reports to Chiara.\n- Atlas Freight was founded in 1979.\n- Wren works for Atlas Freight.\n- Aisha reports to Wren.\n- Chiara reports to Sofia.\n- Yuki works for Vantage Air.\n- Mateo works for Cedar Retail Group.\n- Emeka works for Ironwood Manufacturing.\n- Emeka reports to Mara.\n- Cedar Retail Group was founded in 1978.\n- Vantage Air is headquartered in Nagoya.\n- Vantage Air was founded in 1980.\n- Aisha works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Viktor works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Pablo reports to Mateo.\n- Wren reports to Pablo.\n- Sofia works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Viktor reports to Aisha.\n- Pablo works for Vantage Air.\n- Ironwood Manufacturing was founded in 1991.\n- Yuki reports to Emeka.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34092", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 05 December 2022): For employees hired on or after 05 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5835: employee Omar A., hired 15 June 2019, separated 22 April 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-5835 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$58,000", "2": "$13,385", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34093", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Ravi.\n- Elena works for Lattice Analytics.\n- Elena reports to Felix.\n- Anders works for Atlas Freight.\n- Bruno works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Atlas Freight is headquartered in Nagoya.\n- Cedar Retail Group was founded in 1997.\n- Lattice Analytics is headquartered in Turku.\n- Meridian Bank was founded in 1981.\n- Ravi reports to Lucia.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 1980.\n- Lucia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Valencia.\n- Ravi works for Atlas Freight.\n- Anders reports to Bruno.\n- Stefan reports to Ingrid.\n- Bruno reports to Stefan.\n- Felix reports to Omar.\n- Omar works for Lattice Analytics.\n- Callum reports to Elena.\n- Lattice Analytics was founded in 2013.\n- Ingrid reports to Callum.\n- Callum works for Atlas Freight.\n- Stefan works for Lattice Analytics.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Nagoya", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34096", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34097", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4692: employee Jonas B., hired 01 September 2022, separated 22 October 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4692?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4692 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34098", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34099", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Aisha works for Ironwood Manufacturing.\n- Hana reports to Mateo.\n- Jonas reports to Viktor.\n- Pinnacle Software is headquartered in Malmo.\n- Mei reports to Hana.\n- Mateo works for Ironwood Manufacturing.\n- Aisha reports to Yuki.\n- Summit Energy is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1993.\n- Zoya works for Ironwood Manufacturing.\n- Omar reports to Jonas.\n- Mei works for Pinnacle Software.\n- Mateo reports to Elena.\n- Atlas Freight was founded in 2000.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pablo works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.\n- Yuki works for Pinnacle Software.\n- Elena reports to Pablo.\n- Atlas Freight is headquartered in Turku.\n- Emeka reports to Mei.\n- Summit Energy was founded in 2013.\n- Viktor reports to Aisha.\n- Pinnacle Software was founded in 1975.\n- Emeka works for Pinnacle Software.\n- Elena works for Summit Energy.\n- Yuki reports to Emeka.\n- Zoya reports to Omar.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34100", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-8070: employee Jonas T., hired 18 September 2021, separated 18 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-8070?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-8070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34101", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1566: employee Dmitri K., hired 15 May 2021, separated 16 September 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1566?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34102", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9083: employee Mateo M., hired 08 August 2022, separated 05 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-9083 under the controlling rules.", "criteria": {"0": "$7,399", "1": "$10,385", "2": "$45,000", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34103", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 December 2024): For employees hired on or after 25 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1062: employee Priya A., hired 02 December 2022, separated 10 June 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2025-1062 under the controlling rules.", "criteria": {"0": "$10,938", "1": "$47,667", "2": "$11,000", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34104", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-2069: employee Aisha R., hired 12 December 2020, separated 21 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-2069?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-2069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34105", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 2, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8823: employee Pablo M., hired 04 January 2020, separated 26 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2025-8823 under the controlling rules.", "criteria": {"0": "$41,167", "1": "$9,500", "2": "$9,562", "3": "$10,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34106", "family": "intent_v3", "state": "Incoming health message:\n\"Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34107", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34108", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "update_card", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34109", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7517: employee Yuki R., hired 28 July 2019, separated 29 May 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7517?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34110", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34111", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-6 (VERSION 6, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-9918: employee Yuki A., hired 12 May 2022, separated 19 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-9918?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-9918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Leila works for Vantage Air.\n- Bluepine Aviation is headquartered in Malmo.\n- Beacon Insurance was founded in 1996.\n- Callum reports to Mara.\n- Cobalt Health is headquartered in Porto.\n- Viktor reports to Callum.\n- Mara works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Hana reports to Anders.\n- Vantage Air is headquartered in Austin.\n- Cobalt Health was founded in 1975.\n- Mara reports to Hana.\n- Tessa works for Vantage Air.\n- Tessa reports to Kenji.\n- Mei works for Beacon Insurance.\n- Mei reports to Felix.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation was founded in 2008.\n- Anders reports to Leila.\n- Hana works for Cobalt Health.\n- Anders works for Vantage Air.\n- Kenji works for Vantage Air.\n- Felix reports to Tessa.\n- Kenji reports to Viktor.\n- Felix works for Beacon Insurance.\n- Vantage Air was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34113", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Weather — asks about weather", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34114", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3017: employee Omar M., hired 10 October 2023, separated 28 August 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-3017 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$3,500", "3": "$1,900"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2008.\n- Nadia reports to Ravi.\n- Kenji reports to Callum.\n- Cobalt Health was founded in 2003.\n- Ingrid works for Cobalt Health.\n- Elena works for Fernhill Foods.\n- Felix reports to Wren.\n- Ravi works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Fernhill Foods was founded in 1989.\n- Nadia works for Cobalt Health.\n- Atlas Freight is headquartered in Tampere.\n- Leila works for Atlas Freight.\n- Felix works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Northwind Systems was founded in 1998.\n- Ingrid reports to Priya.\n- Priya works for Atlas Freight.\n- Anders works for Fernhill Foods.\n- Callum reports to Nadia.\n- Cobalt Health is headquartered in Tampere.\n- Wren works for Northwind Systems.\n- Wren reports to Anders.\n- Ravi reports to Mara.\n- Northwind Systems is headquartered in Porto.\n- Mara reports to Ingrid.\n- Elena reports to Felix.\n- Leila reports to Elena.\n- Anders reports to Kenji.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tampere", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34116", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 2005.\n- Fernhill Foods was founded in 2011.\n- Northwind Systems was founded in 1991.\n- Ingrid works for Meridian Bank.\n- Omar works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Ingrid reports to Mateo.\n- Meridian Bank was founded in 1980.\n- Lucia works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Ravi works for Helios Logistics.\n- Nadia reports to Priya.\n- Mateo reports to Bruno.\n- Priya reports to Omar.\n- Lucia reports to Nadia.\n- Fernhill Foods is headquartered in Valencia.\n- Meridian Bank is headquartered in Oslo.\n- Northwind Systems is headquartered in Lyon.\n- Mateo works for Helios Logistics.\n- Bruno works for Fernhill Foods.\n- Ravi reports to Lucia.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34118", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8716: employee Hana B., hired 29 June 2021, separated 18 April 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8716?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34119", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34120", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34121", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 06 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 06 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6254: employee Stefan K., hired 13 December 2021, separated 19 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6254?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34122", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "send_message", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34123", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Atlas Freight.\n- Helios Logistics was founded in 1986.\n- Ironwood Manufacturing is headquartered in Austin.\n- Felix works for Helios Logistics.\n- Sanne reports to Tobias.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Tobias works for Lattice Analytics.\n- Priya works for Atlas Freight.\n- Lattice Analytics was founded in 1975.\n- Tobias reports to Chiara.\n- Atlas Freight was founded in 2007.\n- Sanne works for Atlas Freight.\n- Priya reports to Tessa.\n- Ravi reports to Hana.\n- Hana reports to Felix.\n- Ironwood Manufacturing was founded in 2007.\n- Tessa reports to Sanne.\n- Chiara works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Halifax.\n- Chiara reports to Ravi.\n- Atlas Freight is headquartered in Halifax.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2002", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34125", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Sanne works for Northwind Systems.\n- Helios Logistics was founded in 1979.\n- Pinnacle Software is headquartered in Tallinn.\n- Amara reports to Ravi.\n- Sanne reports to Elena.\n- Bruno works for Fernhill Foods.\n- Elena works for Northwind Systems.\n- Pablo reports to Deshawn.\n- Fernhill Foods was founded in 2003.\n- Ravi reports to Anders.\n- Pinnacle Software was founded in 1993.\n- Deshawn reports to Sanne.\n- Elena reports to Bruno.\n- Deshawn works for Fernhill Foods.\n- Northwind Systems is headquartered in Tallinn.\n- Pablo works for Helios Logistics.\n- Fernhill Foods is headquartered in Basel.\n- Northwind Systems was founded in 2013.\n- Bruno reports to Amara.\n- Helios Logistics is headquartered in Dunedin.\n- Amara works for Pinnacle Software.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34127", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rotate_keys", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Atlas Freight.\n- Bluepine Aviation is headquartered in Nagoya.\n- Aisha reports to Leila.\n- Mateo works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Sanne reports to Felix.\n- Atlas Freight was founded in 1981.\n- Mara reports to Viktor.\n- Felix works for Pinnacle Software.\n- Felix reports to Aisha.\n- Atlas Freight is headquartered in Halifax.\n- Viktor reports to Stefan.\n- Bluepine Aviation was founded in 1980.\n- Pinnacle Software is headquartered in Halifax.\n- Mara works for Helios Logistics.\n- Stefan reports to Sanne.\n- Viktor works for Atlas Freight.\n- Helios Logistics is headquartered in Halifax.\n- Leila works for Helios Logistics.\n- Aisha works for Atlas Freight.\n- Helios Logistics was founded in 1984.\n- Mateo reports to Mara.\n- Pinnacle Software was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34129", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2192: employee Callum M., hired 12 February 2022, separated 01 January 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2192?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34130", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34131", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 30 March 2023): For employees hired on or after 30 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7351: employee Tobias T., hired 10 November 2022, separated 31 May 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-7351 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$9,231", "2": "$4,154", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Aisha.\n- Wren works for Cobalt Health.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1983.\n- Tessa reports to Dmitri.\n- Northwind Systems was founded in 2004.\n- Cobalt Health was founded in 2010.\n- Aisha works for Northwind Systems.\n- Chiara works for Cobalt Health.\n- Atlas Freight is headquartered in Oslo.\n- Kenji works for Cobalt Health.\n- Dmitri reports to Kenji.\n- Sofia reports to Zoya.\n- Stefan works for Northwind Systems.\n- Yuki reports to Wren.\n- Cobalt Health is headquartered in Leeds.\n- Kenji reports to Yuki.\n- Lucia works for Lattice Analytics.\n- Aisha reports to Tessa.\n- Deshawn reports to Stefan.\n- Sofia works for Northwind Systems.\n- Atlas Freight was founded in 1993.\n- Dmitri works for Lattice Analytics.\n- Yuki works for Northwind Systems.\n- Deshawn works for Atlas Freight.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Chiara.\n- Tessa works for Cobalt Health.\n- Stefan reports to Lucia.\n- Northwind Systems is headquartered in Oslo.\n- Lucia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Deshawn works for Bluepine Aviation.\n- Crescent Telecom was founded in 1994.\n- Lucia works for Lattice Analytics.\n- Jonas works for Crescent Telecom.\n- Sanne reports to Mateo.\n- Bluepine Aviation was founded in 1986.\n- Cobalt Health is headquartered in Lyon.\n- Aisha works for Bluepine Aviation.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Sanne.\n- Crescent Telecom is headquartered in Tampere.\n- Callum works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Jonas reports to Felix.\n- Callum reports to Lucia.\n- Aisha reports to Viktor.\n- Omar works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Deshawn reports to Jonas.\n- Omar reports to Aisha.\n- Lucia reports to Deshawn.\n- Lattice Analytics was founded in 2012.\n- Felix works for Lattice Analytics.\n- Felix reports to Tessa.\n- Lattice Analytics is headquartered in Tampere.\n- Cobalt Health was founded in 1994.\n- Bluepine Aviation is headquartered in Tampere.\n- Viktor works for Lattice Analytics.\n- Tessa reports to Omar.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34134", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2837: employee Kenji A., hired 20 February 2021, separated 01 February 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2837?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2837 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34135", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5643: employee Hana R., hired 19 April 2025, separated 12 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5643?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Helios Logistics was founded in 1996.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Jonas reports to Amara.\n- Tessa works for Summit Energy.\n- Meridian Bank is headquartered in Ghent.\n- Lattice Analytics is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Amara works for Helios Logistics.\n- Ravi reports to Kenji.\n- Tessa reports to Zoya.\n- Mara reports to Jonas.\n- Summit Energy was founded in 1981.\n- Zoya reports to Ravi.\n- Kenji works for Lattice Analytics.\n- Yuki reports to Mara.\n- Amara reports to Tessa.\n- Mara works for Lattice Analytics.\n- Zoya works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Lattice Analytics was founded in 2007.\n- Helios Logistics is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2005", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34137", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34138", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4476: employee Pablo A., hired 15 July 2022, separated 11 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4476?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34139", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 November 2024): For employees hired on or after 14 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6822: employee Stefan K., hired 25 June 2022, separated 22 April 2026 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-2-2026-6822 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,800", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1995.\n- Yuki reports to Pablo.\n- Beacon Insurance is headquartered in Malmo.\n- Aisha works for Helios Logistics.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2001.\n- Aisha reports to Yuki.\n- Pablo works for Fernhill Foods.\n- Pablo reports to Jonas.\n- Stefan works for Helios Logistics.\n- Fernhill Foods is headquartered in Halifax.\n- Jonas reports to Callum.\n- Hana works for Fernhill Foods.\n- Pinnacle Software is headquartered in Turku.\n- Fernhill Foods was founded in 2009.\n- Callum reports to Zoya.\n- Helios Logistics is headquartered in Malmo.\n- Callum works for Fernhill Foods.\n- Pinnacle Software was founded in 2009.\n- Hana reports to Stefan.\n- Jonas works for Pinnacle Software.\n- Stefan reports to Aisha.\n- Zoya works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Malmo", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34141", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Basel.\n- Felix reports to Elena.\n- Dmitri works for Ironwood Manufacturing.\n- Elena works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2001.\n- Ironwood Manufacturing was founded in 1994.\n- Chiara works for Crescent Telecom.\n- Mei works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Mateo reports to Jonas.\n- Omar reports to Chiara.\n- Pinnacle Software is headquartered in Cork.\n- Crescent Telecom is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Cork.\n- Amara reports to Priya.\n- Elena reports to Omar.\n- Jonas reports to Mei.\n- Dmitri reports to Amara.\n- Mateo works for Ironwood Manufacturing.\n- Chiara reports to Mateo.\n- Mei reports to Dmitri.\n- Crescent Telecom was founded in 1997.\n- Northwind Systems was founded in 1986.\n- Amara works for Crescent Telecom.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34143", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-8415: employee Jonas M., hired 14 January 2022, separated 17 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-8415?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-8415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34144", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3173: employee Aisha A., hired 26 May 2024, separated 02 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-3173 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$9,231", "2": "$40,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3173 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34145", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34146", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 4484, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34147", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 13 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 September 2025): For employees hired on or after 08 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-8612: employee Mei M., hired 08 April 2025, separated 09 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2025-8612 under the controlling rules.", "criteria": {"0": "$2,769", "1": "$40,000", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-8612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34148", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34149", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 32524 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Fernhill Foods.\n- Omar reports to Amara.\n- Elena works for Northwind Systems.\n- Lattice Analytics is headquartered in Adelaide.\n- Fernhill Foods was founded in 2012.\n- Tobias works for Lattice Analytics.\n- Meridian Bank was founded in 2011.\n- Northwind Systems is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Brno.\n- Omar works for Meridian Bank.\n- Amara reports to Kenji.\n- Tobias reports to Mara.\n- Meridian Bank is headquartered in Brno.\n- Ingrid works for Lattice Analytics.\n- Kenji reports to Ingrid.\n- Mara reports to Elena.\n- Elena reports to Omar.\n- Ingrid reports to Sofia.\n- Lattice Analytics was founded in 2001.\n- Sofia works for Northwind Systems.\n- Northwind Systems was founded in 2015.\n- Mara works for Fernhill Foods.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2015", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1976.\n- Northwind Systems is headquartered in Ghent.\n- Amara reports to Leila.\n- Bruno works for Helios Logistics.\n- Kenji works for Northwind Systems.\n- Summit Energy is headquartered in Malmo.\n- Northwind Systems was founded in 1985.\n- Nadia works for Summit Energy.\n- Nadia reports to Lucia.\n- Priya reports to Kenji.\n- Chiara works for Summit Energy.\n- Chiara reports to Bruno.\n- Helios Logistics is headquartered in Ghent.\n- Bruno reports to Amara.\n- Beacon Insurance is headquartered in Basel.\n- Amara works for Helios Logistics.\n- Priya works for Beacon Insurance.\n- Leila works for Helios Logistics.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1980.\n- Kenji reports to Chiara.\n- Lucia reports to Priya.\n- Beacon Insurance was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1982", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34153", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Tessa.\n- Tessa reports to Lucia.\n- Lucia works for Summit Energy.\n- Pablo works for Helios Logistics.\n- Chiara works for Summit Energy.\n- Lucia reports to Deshawn.\n- Tobias works for Summit Energy.\n- Deshawn works for Helios Logistics.\n- Crescent Telecom was founded in 2000.\n- Summit Energy was founded in 1993.\n- Meridian Bank is headquartered in Adelaide.\n- Pablo reports to Kenji.\n- Amara reports to Elena.\n- Felix reports to Tobias.\n- Tessa works for Meridian Bank.\n- Crescent Telecom is headquartered in Brno.\n- Helios Logistics was founded in 1977.\n- Felix works for Helios Logistics.\n- Amara works for Meridian Bank.\n- Helios Logistics is headquartered in Adelaide.\n- Kenji reports to Chiara.\n- Summit Energy is headquartered in Adelaide.\n- Chiara reports to Felix.\n- Deshawn reports to Pablo.\n- Elena works for Crescent Telecom.\n- Meridian Bank was founded in 1990.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34155", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1501: employee Omar M., hired 07 December 2022, separated 07 April 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-1501 under the controlling rules.", "criteria": {"0": "$15,058", "1": "$14,928", "2": "$14,058", "3": "$65,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Felix.\n- Fernhill Foods was founded in 1986.\n- Priya reports to Emeka.\n- Crescent Telecom was founded in 1996.\n- Leila works for Crescent Telecom.\n- Stefan reports to Aisha.\n- Dmitri works for Crescent Telecom.\n- Aisha works for Cedar Retail Group.\n- Dmitri reports to Mei.\n- Emeka reports to Dmitri.\n- Cobalt Health is headquartered in Nagoya.\n- Leila reports to Stefan.\n- Hana works for Cobalt Health.\n- Mei reports to Lucia.\n- Omar works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2012.\n- Felix reports to Omar.\n- Cobalt Health was founded in 2005.\n- Crescent Telecom is headquartered in Brno.\n- Priya works for Crescent Telecom.\n- Emeka works for Fernhill Foods.\n- Lucia reports to Mateo.\n- Mei works for Crescent Telecom.\n- Mateo reports to Hana.\n- Mateo works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Lucia works for Cedar Retail Group.\n- Omar reports to Leila.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34157", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34158", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34159", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-3 (VERSION 6, EFFECTIVE 22 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 22 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6294: employee Tessa M., hired 15 July 2022, separated 02 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6294?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6294 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Helios Logistics is headquartered in Adelaide.\n- Jonas reports to Mara.\n- Omar works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Tessa reports to Felix.\n- Felix reports to Wren.\n- Jonas works for Atlas Freight.\n- Mara reports to Omar.\n- Helios Logistics was founded in 2011.\n- Atlas Freight was founded in 2006.\n- Atlas Freight is headquartered in Adelaide.\n- Mara works for Helios Logistics.\n- Wren works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Omar reports to Leila.\n- Leila works for Helios Logistics.\n- Summit Energy was founded in 1996.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Mateo reports to Ravi.\n- Nadia reports to Sanne.\n- Ravi reports to Sofia.\n- Wren reports to Jonas.\n- Leila reports to Nadia.\n- Sanne works for Atlas Freight.\n- Sanne reports to Mateo.\n- Ravi works for Bluepine Aviation.\n- Summit Energy is headquartered in Valencia.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Fernhill Foods.\n- Dmitri works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Austin.\n- Amara works for Beacon Insurance.\n- Northwind Systems is headquartered in Tallinn.\n- Hana reports to Jonas.\n- Priya works for Fernhill Foods.\n- Dmitri reports to Stefan.\n- Stefan works for Northwind Systems.\n- Priya reports to Hana.\n- Hana works for Northwind Systems.\n- Fernhill Foods is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Tallinn.\n- Beacon Insurance was founded in 2005.\n- Fernhill Foods was founded in 1984.\n- Amara reports to Priya.\n- Stefan reports to Wren.\n- Wren works for Fernhill Foods.\n- Northwind Systems was founded in 1977.\n- Wren reports to Tobias.\n- Tobias reports to Amara.\n- Bluepine Aviation was founded in 2008.\n- Jonas works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1987", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Atlas Freight.\n- Sofia reports to Aisha.\n- Dmitri works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Jonas reports to Leila.\n- Summit Energy is headquartered in Malmo.\n- Aisha reports to Ingrid.\n- Atlas Freight was founded in 1991.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Helios Logistics was founded in 1993.\n- Ingrid works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Leila works for Atlas Freight.\n- Leila reports to Amara.\n- Cobalt Health is headquartered in Malmo.\n- Hana reports to Sofia.\n- Dmitri reports to Hana.\n- Jonas works for Atlas Freight.\n- Ingrid reports to Jonas.\n- Helios Logistics is headquartered in Dunedin.\n- Cobalt Health was founded in 1996.\n- Atlas Freight is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1998", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34163", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "asks to open a new account", "3": "reports fraudulent activity", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34164", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "check_status", "2": "claim_luggage", "3": "cancel_trip", "4": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34165", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Zoya works for Pinnacle Software.\n- Cedar Retail Group was founded in 2001.\n- Kenji reports to Amara.\n- Hana works for Lattice Analytics.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Wren works for Pinnacle Software.\n- Chiara reports to Stefan.\n- Deshawn works for Atlas Freight.\n- Amara reports to Pablo.\n- Tessa works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Atlas Freight is headquartered in Valencia.\n- Stefan reports to Kenji.\n- Atlas Freight was founded in 1985.\n- Lattice Analytics is headquartered in Tampere.\n- Pablo reports to Hana.\n- Zoya reports to Chiara.\n- Deshawn reports to Wren.\n- Aisha reports to Tessa.\n- Tessa reports to Mara.\n- Wren reports to Aisha.\n- Chiara works for Atlas Freight.\n- Pinnacle Software is headquartered in Tampere.\n- Pablo works for Pinnacle Software.\n- Mara reports to Zoya.\n- Pinnacle Software was founded in 1995.\n- Amara works for Atlas Freight.\n- Lattice Analytics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34167", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34168", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 July 2023): For employees hired on or after 03 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8686: employee Callum S., hired 02 April 2021, separated 28 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8686?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8686 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34169", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34170", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 May 2023): For employees hired on or after 14 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5863: employee Bruno R., hired 05 July 2020, separated 09 July 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5863?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5863 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34171", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34172", "family": "intent_v3", "state": "Incoming smart home message:\n\"Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "control_lights", "1": "set_timer", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34173", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 17 November 2022): For employees hired on or after 17 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6572: employee Nadia M., hired 11 June 2020, separated 06 July 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6572?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6572 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34174", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 April 2023): For employees hired on or after 04 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6519: employee Viktor R., hired 30 March 2022, separated 23 July 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-5-2026-6519 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$40,000", "2": "$9,231", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6519 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34175", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34176", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 August 2023): For employees hired on or after 10 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2031: employee Ravi K., hired 11 February 2020, separated 13 October 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2031?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34177", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2212: employee Wren S., hired 23 February 2022, separated 13 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2212?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34178", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 18 February 2023): For employees hired on or after 18 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8335: employee Pablo K., hired 11 January 2023, separated 02 April 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8335?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8335 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34179", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34180", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34181", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5662: employee Ingrid M., hired 16 February 2023, separated 09 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5662?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5662 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34182", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 61569 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34183", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 4, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9353: employee Stefan T., hired 21 November 2022, separated 15 December 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9353?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34184", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 7, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6058: employee Aisha R., hired 02 June 2022, separated 24 January 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-6058?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Omar.\n- Pinnacle Software is headquartered in Cork.\n- Meridian Bank was founded in 1994.\n- Elena reports to Felix.\n- Zoya reports to Deshawn.\n- Sanne works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Deshawn reports to Callum.\n- Omar reports to Tobias.\n- Atlas Freight is headquartered in Basel.\n- Lucia reports to Amara.\n- Pinnacle Software was founded in 1994.\n- Sanne reports to Zoya.\n- Mara works for Atlas Freight.\n- Callum works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Mara reports to Sanne.\n- Tobias works for Pinnacle Software.\n- Felix reports to Mara.\n- Mei works for Atlas Freight.\n- Bluepine Aviation is headquartered in Cork.\n- Meridian Bank is headquartered in Turku.\n- Lucia works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Atlas Freight was founded in 1999.\n- Omar works for Pinnacle Software.\n- Amara works for Meridian Bank.\n- Bluepine Aviation was founded in 1997.\n- Callum reports to Lucia.\n- Tobias reports to Mei.\n- Zoya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Adelaide.\n- Viktor reports to Mara.\n- Fernhill Foods was founded in 1980.\n- Viktor works for Ironwood Manufacturing.\n- Mateo reports to Yuki.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2012.\n- Emeka reports to Viktor.\n- Anders works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.\n- Sanne reports to Aisha.\n- Emeka works for Ironwood Manufacturing.\n- Yuki reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2004.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Emeka.\n- Anders reports to Mateo.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1993.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34187", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34188", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-4 (VERSION 4, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 August 2025): For employees hired on or after 06 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3610: employee Sanne K., hired 26 February 2024, separated 26 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3610?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34189", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34190", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34191", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1770: employee Felix K., hired 25 September 2022, separated 16 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1770?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34192", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 5, EFFECTIVE 18 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-6720: employee Pablo T., hired 09 January 2023, separated 21 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-6720?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-6720 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34193", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Emeka reports to Omar.\n- Stefan works for Beacon Insurance.\n- Atlas Freight was founded in 2003.\n- Mara works for Helios Logistics.\n- Omar reports to Stefan.\n- Stefan reports to Kenji.\n- Kenji works for Atlas Freight.\n- Helios Logistics was founded in 1983.\n- Omar works for Summit Energy.\n- Zoya reports to Hana.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Beacon Insurance was founded in 2003.\n- Kenji reports to Yuki.\n- Beacon Insurance is headquartered in Tallinn.\n- Yuki reports to Zoya.\n- Summit Energy was founded in 1998.\n- Summit Energy is headquartered in Oslo.\n- Hana reports to Mara.\n- Emeka works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Hana works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "2001", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Leila.\n- Zoya works for Summit Energy.\n- Cobalt Health is headquartered in Adelaide.\n- Tobias reports to Elena.\n- Elena reports to Lucia.\n- Leila works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Sanne reports to Ravi.\n- Tobias works for Atlas Freight.\n- Summit Energy is headquartered in Leeds.\n- Lucia works for Summit Energy.\n- Yuki reports to Sanne.\n- Lucia reports to Jonas.\n- Jonas works for Summit Energy.\n- Atlas Freight was founded in 1996.\n- Sanne works for Atlas Freight.\n- Summit Energy was founded in 2007.\n- Ravi works for Cobalt Health.\n- Hana reports to Zoya.\n- Ravi reports to Tobias.\n- Atlas Freight is headquartered in Cork.\n- Bluepine Aviation is headquartered in Leeds.\n- Leila reports to Yuki.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 1978.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34196", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-5 (VERSION 3, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3820: employee Sofia S., hired 04 March 2022, separated 28 March 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3820?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34198", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-3 (VERSION 2, EFFECTIVE 28 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 28 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1334: employee Jonas R., hired 28 February 2023, separated 21 December 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1334?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1334 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2004.\n- Sofia reports to Callum.\n- Emeka works for Cedar Retail Group.\n- Viktor reports to Sofia.\n- Chiara works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Callum reports to Deshawn.\n- Callum works for Ironwood Manufacturing.\n- Pablo works for Bluepine Aviation.\n- Ravi reports to Felix.\n- Bluepine Aviation was founded in 1987.\n- Lucia reports to Chiara.\n- Bluepine Aviation is headquartered in Leeds.\n- Viktor works for Ironwood Manufacturing.\n- Emeka reports to Pablo.\n- Cedar Retail Group is headquartered in Leeds.\n- Omar works for Bluepine Aviation.\n- Deshawn reports to Ravi.\n- Omar reports to Emeka.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara reports to Viktor.\n- Pablo reports to Mei.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Lattice Analytics.\n- Felix works for Lattice Analytics.\n- Cedar Retail Group was founded in 1998.\n- Lucia works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Sofia works for Cedar Retail Group.\n- Felix reports to Omar.\n- Lattice Analytics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34200", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34201", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 37806 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34202", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34203", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Bluepine Aviation.\n- Sofia works for Crescent Telecom.\n- Tessa reports to Emeka.\n- Wren reports to Sofia.\n- Dmitri works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Omar works for Cobalt Health.\n- Elena reports to Ravi.\n- Bluepine Aviation is headquartered in Brno.\n- Ravi works for Crescent Telecom.\n- Wren works for Beacon Insurance.\n- Cobalt Health was founded in 2002.\n- Leila reports to Mei.\n- Elena works for Crescent Telecom.\n- Sofia reports to Omar.\n- Mei reports to Wren.\n- Bluepine Aviation was founded in 1983.\n- Dmitri reports to Leila.\n- Cobalt Health is headquartered in Brno.\n- Tessa works for Crescent Telecom.\n- Ravi reports to Dmitri.\n- Crescent Telecom was founded in 1990.\n- Beacon Insurance was founded in 1978.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom is headquartered in Basel.\n- Mei works for Bluepine Aviation.\n- Emeka reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34205", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34206", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 96873\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34207", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34208", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34209", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Viktor.\n- Mei reports to Pablo.\n- Pinnacle Software is headquartered in Ghent.\n- Hana works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software was founded in 1989.\n- Jonas reports to Leila.\n- Pablo works for Beacon Insurance.\n- Viktor works for Crescent Telecom.\n- Lucia works for Pinnacle Software.\n- Sofia works for Summit Energy.\n- Callum works for Pinnacle Software.\n- Hana reports to Callum.\n- Summit Energy was founded in 2011.\n- Jonas works for Beacon Insurance.\n- Viktor reports to Lucia.\n- Summit Energy is headquartered in Valencia.\n- Beacon Insurance is headquartered in Tampere.\n- Crescent Telecom was founded in 1986.\n- Leila reports to Deshawn.\n- Mei works for Crescent Telecom.\n- Kenji reports to Felix.\n- Crescent Telecom is headquartered in Valencia.\n- Lucia reports to Kenji.\n- Kenji works for Summit Energy.\n- Leila works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Callum reports to Mei.\n- Deshawn reports to Sofia.\n- Sofia reports to Hana.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34210", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 20 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 20 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7481: employee Pablo M., hired 31 August 2024, separated 07 December 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7481?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Hana reports to Sofia.\n- Wren reports to Nadia.\n- Yuki reports to Ingrid.\n- Elena works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Ghent.\n- Lattice Analytics was founded in 1991.\n- Cedar Retail Group was founded in 1988.\n- Sofia reports to Felix.\n- Wren works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Cobalt Health was founded in 1987.\n- Aisha reports to Hana.\n- Nadia works for Cedar Retail Group.\n- Pablo works for Lattice Analytics.\n- Crescent Telecom was founded in 1994.\n- Crescent Telecom is headquartered in Adelaide.\n- Ingrid reports to Aisha.\n- Elena reports to Yuki.\n- Ingrid works for Cedar Retail Group.\n- Yuki works for Crescent Telecom.\n- Nadia reports to Elena.\n- Cobalt Health is headquartered in Lyon.\n- Sofia works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Aisha works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34212", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34213", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34214", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1980.\n- Elena reports to Hana.\n- Atlas Freight is headquartered in Tallinn.\n- Meridian Bank is headquartered in Tallinn.\n- Amara works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Wren works for Meridian Bank.\n- Cedar Retail Group is headquartered in Oslo.\n- Mara reports to Felix.\n- Amara reports to Pablo.\n- Priya works for Atlas Freight.\n- Meridian Bank was founded in 1975.\n- Atlas Freight was founded in 1978.\n- Lattice Analytics is headquartered in Malmo.\n- Cedar Retail Group was founded in 1979.\n- Felix reports to Priya.\n- Hana works for Atlas Freight.\n- Mara works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Wren reports to Mara.\n- Hana reports to Wren.\n- Pablo reports to Elena.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Ghent.\n- Atlas Freight is headquartered in Ghent.\n- Callum reports to Nadia.\n- Mara works for Helios Logistics.\n- Nadia reports to Elena.\n- Mara reports to Callum.\n- Beacon Insurance was founded in 1977.\n- Beacon Insurance is headquartered in Ghent.\n- Atlas Freight was founded in 2015.\n- Cobalt Health was founded in 2001.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Nadia works for Atlas Freight.\n- Tessa reports to Kenji.\n- Elena works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Helios Logistics was founded in 1997.\n- Kenji works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Deshawn reports to Amara.\n- Amara reports to Mara.\n- Callum works for Beacon Insurance.\n- Elena reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34217", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Elena.\n- Pablo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Turku.\n- Pablo reports to Wren.\n- Tessa works for Ironwood Manufacturing.\n- Wren works for Crescent Telecom.\n- Meridian Bank was founded in 1990.\n- Aisha reports to Leila.\n- Deshawn reports to Mara.\n- Elena works for Cobalt Health.\n- Priya reports to Tessa.\n- Deshawn works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1984.\n- Mara works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Lucia works for Meridian Bank.\n- Cobalt Health was founded in 1980.\n- Meridian Bank is headquartered in Adelaide.\n- Priya works for Meridian Bank.\n- Leila reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Crescent Telecom was founded in 1996.\n- Mara reports to Lucia.\n- Aisha works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Wren reports to Aisha.\n- Tessa reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34219", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Bluepine Aviation.\n- Tobias works for Northwind Systems.\n- Omar reports to Tobias.\n- Sanne reports to Callum.\n- Tobias reports to Ingrid.\n- Bluepine Aviation is headquartered in Nagoya.\n- Callum works for Beacon Insurance.\n- Meridian Bank was founded in 1989.\n- Ingrid works for Bluepine Aviation.\n- Ingrid reports to Sanne.\n- Yuki reports to Mei.\n- Beacon Insurance was founded in 1984.\n- Jonas works for Meridian Bank.\n- Bluepine Aviation was founded in 2014.\n- Yuki works for Meridian Bank.\n- Aisha reports to Omar.\n- Meridian Bank is headquartered in Cork.\n- Mei reports to Jonas.\n- Jonas reports to Aisha.\n- Northwind Systems was founded in 1995.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Kenji works for Meridian Bank.\n- Kenji reports to Yuki.\n- Sanne works for Meridian Bank.\n- Northwind Systems is headquartered in Cork.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34220", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34221", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34222", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34223", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34224", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8409: employee Tessa K., hired 01 May 2025, separated 01 October 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8409?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34226", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4668: employee Sanne A., hired 26 February 2022, separated 05 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4668?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34227", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34228", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 6, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8634: employee Tessa T., hired 18 April 2023, separated 17 December 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-8634 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$1,500", "2": "$2,500", "3": "$2,550"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8634 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34229", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34230", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Jonas.\n- Meridian Bank was founded in 1999.\n- Mei works for Meridian Bank.\n- Jonas reports to Dmitri.\n- Northwind Systems is headquartered in Brno.\n- Chiara reports to Sofia.\n- Chiara works for Meridian Bank.\n- Mei reports to Viktor.\n- Northwind Systems was founded in 1979.\n- Priya reports to Chiara.\n- Ironwood Manufacturing was founded in 1989.\n- Atlas Freight was founded in 1982.\n- Meridian Bank is headquartered in Brno.\n- Bruno works for Northwind Systems.\n- Priya works for Ironwood Manufacturing.\n- Dmitri reports to Mei.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia reports to Leila.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Halifax.\n- Elena reports to Priya.\n- Sofia works for Atlas Freight.\n- Viktor reports to Bruno.\n- Dmitri works for Ironwood Manufacturing.\n- Elena works for Atlas Freight.\n- Jonas works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Mara works for Summit Energy.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Summit Energy was founded in 1988.\n- Zoya reports to Omar.\n- Leila reports to Aisha.\n- Aisha works for Meridian Bank.\n- Tobias reports to Ravi.\n- Ravi works for Summit Energy.\n- Meridian Bank is headquartered in Adelaide.\n- Meridian Bank was founded in 1980.\n- Pinnacle Software was founded in 2006.\n- Mara reports to Zoya.\n- Tobias works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Omar reports to Dmitri.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Summit Energy.\n- Ravi reports to Callum.\n- Lattice Analytics is headquartered in Austin.\n- Mei works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Pinnacle Software is headquartered in Leeds.\n- Dmitri reports to Mei.\n- Aisha reports to Tobias.\n- Callum reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34234", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Brno.\n- Kenji reports to Wren.\n- Hana works for Lattice Analytics.\n- Yuki reports to Aisha.\n- Mateo works for Lattice Analytics.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Lattice Analytics is headquartered in Malmo.\n- Callum works for Lattice Analytics.\n- Stefan works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Zoya reports to Anders.\n- Aisha works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Callum reports to Chiara.\n- Hana reports to Stefan.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Northwind Systems was founded in 2014.\n- Stefan reports to Mateo.\n- Chiara reports to Hana.\n- Northwind Systems is headquartered in Brno.\n- Aisha reports to Emeka.\n- Anders works for Northwind Systems.\n- Emeka reports to Kenji.\n- Emeka works for Northwind Systems.\n- Mateo reports to Yuki.\n- Helios Logistics is headquartered in Malmo.\n- Yuki works for Crescent Telecom.\n- Helios Logistics was founded in 1986.\n- Anders reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34236", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34237", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9835: employee Viktor B., hired 27 July 2021, separated 14 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9835?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34238", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Hana reports to Mei.\n- Fernhill Foods was founded in 1994.\n- Atlas Freight was founded in 1994.\n- Kenji works for Fernhill Foods.\n- Mei works for Atlas Freight.\n- Pinnacle Software is headquartered in Austin.\n- Emeka works for Fernhill Foods.\n- Priya reports to Zoya.\n- Emeka reports to Elena.\n- Zoya reports to Kenji.\n- Cedar Retail Group was founded in 1983.\n- Fernhill Foods is headquartered in Porto.\n- Cedar Retail Group is headquartered in Austin.\n- Dmitri works for Pinnacle Software.\n- Hana works for Fernhill Foods.\n- Pablo reports to Priya.\n- Priya works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Pinnacle Software was founded in 2002.\n- Zoya works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Dmitri.\n- Mei reports to Pablo.\n- Kenji reports to Emeka.\n- Dmitri reports to Hana.\n- Elena works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2002", "2": "1997", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34240", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34241", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1984.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Jonas works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1998.\n- Tobias reports to Yuki.\n- Jonas reports to Tobias.\n- Anders reports to Wren.\n- Anders works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Basel.\n- Beacon Insurance is headquartered in Cork.\n- Wren works for Beacon Insurance.\n- Lattice Analytics was founded in 1988.\n- Deshawn works for Ironwood Manufacturing.\n- Deshawn reports to Jonas.\n- Tobias works for Ironwood Manufacturing.\n- Yuki reports to Aisha.\n- Aisha reports to Anders.\n- Meridian Bank is headquartered in Tallinn.\n- Yuki works for Lattice Analytics.\n- Mara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Lattice Analytics", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Felix works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Fernhill Foods is headquartered in Ghent.\n- Lattice Analytics is headquartered in Ghent.\n- Kenji works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Felix reports to Ravi.\n- Lattice Analytics was founded in 1996.\n- Lucia reports to Kenji.\n- Dmitri reports to Amara.\n- Crescent Telecom is headquartered in Bergen.\n- Pinnacle Software is headquartered in Bergen.\n- Kenji reports to Mateo.\n- Pinnacle Software was founded in 2015.\n- Amara reports to Sofia.\n- Ravi reports to Dmitri.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Amara works for Lattice Analytics.\n- Fernhill Foods was founded in 2014.\n- Mateo reports to Felix.\n- Dmitri works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34243", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1580: employee Mei S., hired 29 December 2020, separated 12 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-1580?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34244", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2004.\n- Bruno works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Northwind Systems was founded in 1987.\n- Mateo reports to Lucia.\n- Mara reports to Bruno.\n- Viktor reports to Aisha.\n- Bluepine Aviation was founded in 2003.\n- Mateo works for Crescent Telecom.\n- Lucia reports to Viktor.\n- Lucia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Lyon.\n- Crescent Telecom is headquartered in Dunedin.\n- Aisha reports to Pablo.\n- Pablo reports to Mara.\n- Crescent Telecom was founded in 1982.\n- Bruno reports to Chiara.\n- Pinnacle Software is headquartered in Lyon.\n- Omar works for Pinnacle Software.\n- Omar reports to Elena.\n- Elena works for Northwind Systems.\n- Elena reports to Mateo.\n- Chiara works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Northwind Systems is headquartered in Nagoya.\n- Aisha works for Bluepine Aviation.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Lyon", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34245", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-3 (VERSION 7, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3561: employee Yuki A., hired 27 November 2021, separated 05 January 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3561?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3561 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34246", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "deprovision", "4": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34247", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34248", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2007.\n- Deshawn reports to Sanne.\n- Sofia reports to Nadia.\n- Pablo reports to Bruno.\n- Crescent Telecom was founded in 1993.\n- Pinnacle Software was founded in 1984.\n- Wren works for Pinnacle Software.\n- Nadia works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Zoya reports to Sofia.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Kenji works for Pinnacle Software.\n- Deshawn works for Summit Energy.\n- Sanne works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Felix works for Crescent Telecom.\n- Zoya works for Pinnacle Software.\n- Sofia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Felix.\n- Wren reports to Yuki.\n- Felix reports to Pablo.\n- Summit Energy was founded in 2001.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias reports to Kenji.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Kenji reports to Deshawn.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Tobias.\n- Nadia reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Malmo", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Malmo.\n- Nadia works for Lattice Analytics.\n- Pablo reports to Mei.\n- Hana works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Mei reports to Hana.\n- Beacon Insurance is headquartered in Malmo.\n- Hana reports to Jonas.\n- Leila works for Bluepine Aviation.\n- Beacon Insurance was founded in 2001.\n- Callum works for Vantage Air.\n- Jonas works for Bluepine Aviation.\n- Nadia reports to Pablo.\n- Jonas reports to Bruno.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Callum reports to Leila.\n- Bruno reports to Callum.\n- Vantage Air is headquartered in Porto.\n- Mei works for Vantage Air.\n- Lattice Analytics was founded in 1989.\n- Bluepine Aviation was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34251", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34252", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 19 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1176: employee Kenji M., hired 12 October 2022, separated 12 April 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-8-2026-1176 under the controlling rules.", "criteria": {"0": "$13,500", "1": "$58,500", "2": "$13,630", "3": "$14,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1176 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Bruno works for Atlas Freight.\n- Lucia works for Pinnacle Software.\n- Helios Logistics was founded in 1980.\n- Fernhill Foods was founded in 2002.\n- Fernhill Foods is headquartered in Basel.\n- Omar works for Fernhill Foods.\n- Jonas works for Pinnacle Software.\n- Kenji reports to Sanne.\n- Sanne works for Atlas Freight.\n- Pablo reports to Felix.\n- Pinnacle Software is headquartered in Basel.\n- Bruno reports to Omar.\n- Pinnacle Software was founded in 2014.\n- Atlas Freight is headquartered in Basel.\n- Felix works for Atlas Freight.\n- Lucia reports to Jonas.\n- Pablo works for Pinnacle Software.\n- Omar reports to Lucia.\n- Atlas Freight was founded in 2011.\n- Kenji works for Helios Logistics.\n- Jonas reports to Pablo.\n- Sanne reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34254", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 31 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 July 2025): For employees hired on or after 09 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2201: employee Deshawn B., hired 10 January 2025, separated 06 July 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-2201 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$2,812", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34255", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 May 2025): For employees hired on or after 12 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9110: employee Dmitri R., hired 29 January 2025, separated 24 June 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-9110 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$923", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34256", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 May 2024): For employees hired on or after 15 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4111: employee Sofia M., hired 07 January 2024, separated 14 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-4111 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,000", "2": "$3,150", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34257", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 93012, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34259", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Hana works for Beacon Insurance.\n- Atlas Freight was founded in 1989.\n- Amara works for Atlas Freight.\n- Dmitri works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Bruno reports to Amara.\n- Mara reports to Leila.\n- Omar reports to Felix.\n- Mara works for Fernhill Foods.\n- Hana reports to Chiara.\n- Jonas reports to Yuki.\n- Dmitri reports to Bruno.\n- Yuki reports to Mara.\n- Bruno works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.\n- Mei reports to Jonas.\n- Fernhill Foods was founded in 1983.\n- Beacon Insurance is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara reports to Mei.\n- Ironwood Manufacturing is headquartered in Brno.\n- Atlas Freight is headquartered in Dunedin.\n- Amara reports to Omar.\n- Omar works for Fernhill Foods.\n- Felix reports to Hana.\n- Yuki works for Ironwood Manufacturing.\n- Leila works for Beacon Insurance.\n- Mei works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Beacon Insurance was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Brno", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34261", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2009.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 1993.\n- Emeka works for Ironwood Manufacturing.\n- Hana reports to Mateo.\n- Ingrid reports to Deshawn.\n- Mateo works for Ironwood Manufacturing.\n- Deshawn works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Bergen.\n- Ingrid works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1977.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Cedar Retail Group was founded in 1990.\n- Pablo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Porto.\n- Sofia reports to Wren.\n- Emeka reports to Tessa.\n- Hana works for Cedar Retail Group.\n- Tessa reports to Hana.\n- Pablo reports to Sofia.\n- Deshawn reports to Emeka.\n- Yuki reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Brno.\n- Wren reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34262", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34263", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3703: employee Emeka A., hired 13 September 2023, separated 27 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-3703 under the controlling rules.", "criteria": {"0": "$3,115", "1": "$12,385", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34264", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34265", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3007: employee Jonas T., hired 18 September 2023, separated 19 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3007?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3007 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34266", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 March 2024): For employees hired on or after 27 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5860: employee Mei S., hired 08 December 2020, separated 29 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5860?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5860 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34267", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34268", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 September 2022): For employees hired on or after 21 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7276: employee Kenji S., hired 08 December 2018, separated 07 August 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7276?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34269", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34270", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-5 (VERSION 7, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 December 2024): For employees hired on or after 22 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6950: employee Pablo K., hired 03 August 2022, separated 17 January 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6950?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34271", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-3904: employee Jonas B., hired 01 July 2022, separated 04 July 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-3904?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-3904 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Anders works for Atlas Freight.\n- Anders reports to Pablo.\n- Northwind Systems was founded in 1985.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 2004.\n- Atlas Freight is headquartered in Leeds.\n- Lattice Analytics was founded in 1980.\n- Bruno reports to Anders.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Northwind Systems is headquartered in Dunedin.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 2007.\n- Bruno works for Northwind Systems.\n- Felix reports to Nadia.\n- Tessa reports to Bruno.\n- Crescent Telecom is headquartered in Dunedin.\n- Stefan works for Northwind Systems.\n- Pablo reports to Stefan.\n- Sofia reports to Felix.\n- Nadia reports to Tessa.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34273", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Kenji reports to Yuki.\n- Amara reports to Chiara.\n- Yuki works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Hana works for Beacon Insurance.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Bruno.\n- Meridian Bank is headquartered in Basel.\n- Elena reports to Tobias.\n- Deshawn works for Beacon Insurance.\n- Meridian Bank was founded in 2004.\n- Chiara works for Beacon Insurance.\n- Northwind Systems was founded in 1976.\n- Sofia works for Northwind Systems.\n- Fernhill Foods was founded in 1978.\n- Elena works for Beacon Insurance.\n- Priya reports to Felix.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance was founded in 1983.\n- Yuki reports to Sofia.\n- Tobias reports to Kenji.\n- Deshawn reports to Elena.\n- Kenji works for Meridian Bank.\n- Hana reports to Priya.\n- Tobias works for Fernhill Foods.\n- Amara works for Beacon Insurance.\n- Bruno reports to Amara.\n- Beacon Insurance is headquartered in Nagoya.\n- Felix works for Northwind Systems.\n- Priya works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Malmo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34274", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 25 July 2025): For employees hired on or after 25 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-5708: employee Lucia M., hired 24 August 2022, separated 27 January 2027 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-5708?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-5708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34275", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to send money", "3": "asks to open a new account", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34277", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34278", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-8 (VERSION 6, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 December 2022): For employees hired on or after 09 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5439: employee Ingrid S., hired 03 October 2020, separated 26 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5439?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34279", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34281", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9327: employee Wren S., hired 20 January 2023, separated 12 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9327?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34282", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3574: employee Lucia K., hired 08 July 2024, separated 02 February 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3574?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34283", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34284", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34285", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4099: employee Omar S., hired 29 July 2021, separated 25 November 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-4099 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$5,000", "2": "$21,667", "3": "$4,312"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Meridian Bank.\n- Bruno works for Ironwood Manufacturing.\n- Tobias reports to Viktor.\n- Meridian Bank was founded in 1987.\n- Meridian Bank is headquartered in Brno.\n- Deshawn reports to Emeka.\n- Mateo reports to Mara.\n- Mara works for Meridian Bank.\n- Viktor works for Cobalt Health.\n- Vantage Air was founded in 2009.\n- Mara reports to Elena.\n- Cobalt Health is headquartered in Oslo.\n- Elena works for Meridian Bank.\n- Cobalt Health was founded in 2008.\n- Emeka reports to Zoya.\n- Tobias works for Meridian Bank.\n- Deshawn works for Vantage Air.\n- Zoya works for Meridian Bank.\n- Bruno reports to Omar.\n- Viktor reports to Bruno.\n- Mateo works for Cobalt Health.\n- Omar reports to Mateo.\n- Elena reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Omar works for Meridian Bank.\n- Vantage Air is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34287", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34288", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 82371 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34289", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34290", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5416: employee Dmitri B., hired 11 March 2021, separated 09 February 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-5416 under the controlling rules.", "criteria": {"0": "$17,062", "1": "$16,650", "2": "$74,317", "3": "$17,150"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5416 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34291", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-6 (VERSION 4, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 January 2023): For employees hired on or after 14 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2844: employee Amara R., hired 05 July 2020, separated 23 March 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2844?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34292", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Stefan reports to Nadia.\n- Emeka works for Beacon Insurance.\n- Kenji reports to Callum.\n- Mei works for Beacon Insurance.\n- Aisha works for Meridian Bank.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 2014.\n- Tobias reports to Stefan.\n- Callum reports to Tobias.\n- Meridian Bank was founded in 1988.\n- Pinnacle Software is headquartered in Lyon.\n- Lattice Analytics is headquartered in Malmo.\n- Mei reports to Aisha.\n- Anders works for Pinnacle Software.\n- Kenji works for Pinnacle Software.\n- Tobias works for Lattice Analytics.\n- Yuki reports to Kenji.\n- Callum works for Pinnacle Software.\n- Meridian Bank is headquartered in Malmo.\n- Anders reports to Emeka.\n- Nadia reports to Mei.\n- Aisha reports to Anders.\n- Beacon Insurance is headquartered in Malmo.\n- Lattice Analytics was founded in 2008.\n- Pinnacle Software was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34293", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9840: employee Emeka K., hired 09 October 2019, separated 31 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9840?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34294", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34295", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 3, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 September 2024): For employees hired on or after 29 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8519: employee Anders S., hired 09 May 2021, separated 28 March 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-8519 under the controlling rules.", "criteria": {"0": "$10,600", "1": "$11,025", "2": "$48,100", "3": "$11,100"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8519 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Pablo reports to Chiara.\n- Elena reports to Pablo.\n- Nadia works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Chiara works for Ironwood Manufacturing.\n- Sofia reports to Amara.\n- Cedar Retail Group is headquartered in Nagoya.\n- Anders works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1982.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Meridian Bank was founded in 1978.\n- Callum reports to Elena.\n- Summit Energy was founded in 2011.\n- Nadia reports to Callum.\n- Pablo works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1984.\n- Elena works for Cedar Retail Group.\n- Amara reports to Anders.\n- Summit Energy is headquartered in Nagoya.\n- Chiara reports to Sofia.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34297", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34298", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 71639 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "report_damage", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34299", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "org_question", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Yuki reports to Leila.\n- Mara works for Vantage Air.\n- Zoya works for Vantage Air.\n- Leila reports to Lucia.\n- Nadia works for Ironwood Manufacturing.\n- Ingrid reports to Deshawn.\n- Zoya reports to Callum.\n- Lucia reports to Mei.\n- Dmitri works for Beacon Insurance.\n- Fernhill Foods was founded in 1975.\n- Dmitri reports to Zoya.\n- Ironwood Manufacturing was founded in 2008.\n- Ingrid works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance was founded in 2001.\n- Mei works for Beacon Insurance.\n- Vantage Air was founded in 2002.\n- Callum works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Callum reports to Nadia.\n- Deshawn reports to Dmitri.\n- Jonas reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Jonas works for Beacon Insurance.\n- Nadia reports to Yuki.\n- Mei reports to Mara.\n- Vantage Air is headquartered in Lyon.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34301", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Valencia.\n- Vantage Air is headquartered in Malmo.\n- Priya works for Cobalt Health.\n- Dmitri reports to Emeka.\n- Stefan reports to Viktor.\n- Emeka reports to Tobias.\n- Hana works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Vantage Air was founded in 1984.\n- Amara works for Vantage Air.\n- Bruno works for Vantage Air.\n- Viktor works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Hana reports to Mara.\n- Meridian Bank was founded in 1988.\n- Stefan works for Ironwood Manufacturing.\n- Priya reports to Ingrid.\n- Mara works for Ironwood Manufacturing.\n- Omar reports to Priya.\n- Amara reports to Stefan.\n- Meridian Bank is headquartered in Malmo.\n- Ingrid reports to Dmitri.\n- Cobalt Health was founded in 2014.\n- Dmitri works for Meridian Bank.\n- Omar works for Cobalt Health.\n- Viktor reports to Bruno.\n- Mara reports to Amara.\n- Ironwood Manufacturing was founded in 2010.\n- Bruno reports to Omar.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34303", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Ingrid reports to Tessa.\n- Nadia reports to Bruno.\n- Jonas works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Lucia works for Crescent Telecom.\n- Atlas Freight is headquartered in Valencia.\n- Atlas Freight was founded in 1983.\n- Tessa reports to Callum.\n- Lucia reports to Mara.\n- Mara works for Crescent Telecom.\n- Callum works for Meridian Bank.\n- Ingrid works for Crescent Telecom.\n- Nadia works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Callum reports to Lucia.\n- Tessa works for Atlas Freight.\n- Meridian Bank was founded in 1988.\n- Ironwood Manufacturing is headquartered in Turku.\n- Bruno reports to Jonas.\n- Ironwood Manufacturing was founded in 2008.\n- Jonas reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34305", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34306", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9141: employee Zoya B., hired 06 June 2023, separated 15 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9141?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9141 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34307", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34308", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 December 2022): For employees hired on or after 24 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7823: employee Jonas R., hired 29 November 2021, separated 27 October 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7823?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34309", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34310", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34311", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 29 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 29 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4676: employee Aisha B., hired 26 December 2022, separated 27 December 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4676?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Beacon Insurance is headquartered in Turku.\n- Tessa reports to Kenji.\n- Viktor works for Lattice Analytics.\n- Northwind Systems is headquartered in Turku.\n- Sofia works for Lattice Analytics.\n- Mei reports to Viktor.\n- Emeka reports to Hana.\n- Chiara reports to Lucia.\n- Ingrid reports to Chiara.\n- Emeka works for Northwind Systems.\n- Lattice Analytics is headquartered in Tampere.\n- Fernhill Foods was founded in 1979.\n- Beacon Insurance was founded in 1975.\n- Chiara works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Lattice Analytics was founded in 1983.\n- Mei works for Beacon Insurance.\n- Fernhill Foods is headquartered in Turku.\n- Kenji reports to Ingrid.\n- Hana reports to Tessa.\n- Ingrid works for Beacon Insurance.\n- Lucia works for Lattice Analytics.\n- Viktor reports to Sofia.\n- Sofia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34313", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1987.\n- Helios Logistics was founded in 1983.\n- Zoya reports to Sofia.\n- Lattice Analytics is headquartered in Oslo.\n- Zoya works for Bluepine Aviation.\n- Helios Logistics is headquartered in Oslo.\n- Sofia works for Helios Logistics.\n- Tessa reports to Emeka.\n- Emeka reports to Jonas.\n- Sofia reports to Leila.\n- Felix reports to Zoya.\n- Jonas reports to Ravi.\n- Tessa works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.\n- Leila reports to Tessa.\n- Northwind Systems was founded in 2008.\n- Felix works for Helios Logistics.\n- Bluepine Aviation is headquartered in Austin.\n- Bluepine Aviation was founded in 2013.\n- Jonas works for Bluepine Aviation.\n- Emeka works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Ravi works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34314", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34315", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-2672: employee Pablo T., hired 18 February 2020, separated 14 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-2672?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-2672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34316", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34317", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34318", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34319", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5202: employee Bruno M., hired 26 March 2021, separated 25 December 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5202?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34320", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 12 August 2025): For employees hired on or after 12 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8198: employee Ravi T., hired 14 December 2022, separated 30 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-8198?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34321", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5998: employee Sofia S., hired 21 May 2023, separated 28 June 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-5998 under the controlling rules.", "criteria": {"0": "$10,000", "1": "$34,667", "2": "$5,500", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34322", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34323", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34324", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34325", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 3, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7322: employee Jonas A., hired 21 November 2019, separated 16 September 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7322?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2013.\n- Anders works for Atlas Freight.\n- Helios Logistics was founded in 1985.\n- Jonas works for Helios Logistics.\n- Hana works for Cobalt Health.\n- Elena reports to Tobias.\n- Kenji works for Ironwood Manufacturing.\n- Leila works for Ironwood Manufacturing.\n- Tobias works for Cobalt Health.\n- Hana reports to Tessa.\n- Cobalt Health is headquartered in Leeds.\n- Atlas Freight was founded in 1986.\n- Atlas Freight is headquartered in Porto.\n- Lucia reports to Emeka.\n- Tessa reports to Anders.\n- Tessa works for Cobalt Health.\n- Leila reports to Jonas.\n- Lucia works for Helios Logistics.\n- Kenji reports to Leila.\n- Ironwood Manufacturing was founded in 2007.\n- Emeka works for Atlas Freight.\n- Helios Logistics is headquartered in Ghent.\n- Anders reports to Kenji.\n- Emeka reports to Elena.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tobias reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34328", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "send_message", "1": "weather", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34329", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Amara reports to Sofia.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Sofia reports to Emeka.\n- Summit Energy is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Brno.\n- Pablo reports to Dmitri.\n- Cedar Retail Group was founded in 1983.\n- Amara works for Summit Energy.\n- Stefan reports to Tobias.\n- Kenji works for Northwind Systems.\n- Emeka works for Fernhill Foods.\n- Dmitri works for Northwind Systems.\n- Summit Energy was founded in 1990.\n- Dmitri reports to Amara.\n- Northwind Systems is headquartered in Valencia.\n- Sofia works for Cedar Retail Group.\n- Fernhill Foods was founded in 2008.\n- Tobias works for Summit Energy.\n- Emeka reports to Kenji.\n- Fernhill Foods is headquartered in Valencia.\n- Kenji reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2012", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34331", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 17 January 2024): For employees hired on or after 17 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8036: employee Deshawn S., hired 29 December 2022, separated 26 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8036?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8036 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tobias.\n- Jonas works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Helios Logistics is headquartered in Oslo.\n- Nadia reports to Felix.\n- Fernhill Foods was founded in 1991.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 2007.\n- Bruno reports to Amara.\n- Felix reports to Sofia.\n- Nadia works for Fernhill Foods.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Amara reports to Jonas.\n- Fernhill Foods is headquartered in Porto.\n- Cedar Retail Group was founded in 1989.\n- Tobias works for Helios Logistics.\n- Sofia reports to Bruno.\n- Helios Logistics was founded in 1984.\n- Jonas reports to Pablo.\n- Felix works for Fernhill Foods.\n- Amara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34333", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34334", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "rollback", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34335", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34336", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Meridian Bank.\n- Sofia reports to Mara.\n- Elena reports to Viktor.\n- Bluepine Aviation was founded in 2005.\n- Mei reports to Sanne.\n- Mara reports to Elena.\n- Vantage Air is headquartered in Valencia.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Valencia.\n- Summit Energy was founded in 1991.\n- Tobias reports to Sofia.\n- Elena works for Meridian Bank.\n- Sanne reports to Bruno.\n- Ravi reports to Mei.\n- Vantage Air was founded in 1990.\n- Ravi works for Summit Energy.\n- Bluepine Aviation is headquartered in Basel.\n- Meridian Bank was founded in 1988.\n- Sofia works for Vantage Air.\n- Viktor reports to Zoya.\n- Meridian Bank is headquartered in Lyon.\n- Viktor works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Bruno reports to Tobias.\n- Mei works for Meridian Bank.\n- Zoya works for Summit Energy.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Priya.\n- Dmitri works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Summit Energy was founded in 1980.\n- Summit Energy is headquartered in Bergen.\n- Sofia reports to Pablo.\n- Dmitri reports to Felix.\n- Ironwood Manufacturing was founded in 2013.\n- Beacon Insurance is headquartered in Lyon.\n- Pablo works for Beacon Insurance.\n- Stefan reports to Sofia.\n- Chiara works for Summit Energy.\n- Bluepine Aviation was founded in 2001.\n- Stefan works for Beacon Insurance.\n- Priya works for Summit Energy.\n- Beacon Insurance was founded in 1987.\n- Sofia works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Chiara.\n- Felix works for Summit Energy.\n- Bluepine Aviation is headquartered in Bergen.\n- Priya reports to Dmitri.\n- Chiara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1982", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34338", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6107: employee Ravi R., hired 14 April 2023, separated 11 January 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6107?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6107 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34339", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 15 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 05 March 2023): For employees hired on or after 05 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 15 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-5380: employee Omar R., hired 09 March 2021, separated 13 June 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-5380?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-5380 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34340", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Northwind Systems.\n- Nadia works for Lattice Analytics.\n- Kenji reports to Mei.\n- Ironwood Manufacturing was founded in 1996.\n- Northwind Systems was founded in 2015.\n- Bruno works for Lattice Analytics.\n- Wren reports to Tessa.\n- Helios Logistics is headquartered in Lyon.\n- Ingrid reports to Bruno.\n- Ingrid works for Ironwood Manufacturing.\n- Tessa reports to Nadia.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Northwind Systems is headquartered in Nagoya.\n- Deshawn works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 1993.\n- Lattice Analytics was founded in 1982.\n- Mara reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei reports to Wren.\n- Deshawn reports to Kenji.\n- Mara works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Omar reports to Mara.\n- Nadia reports to Ingrid.\n- Tessa works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34342", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Lattice Analytics.\n- Mateo reports to Yuki.\n- Lattice Analytics was founded in 2013.\n- Stefan works for Meridian Bank.\n- Pablo reports to Priya.\n- Beacon Insurance is headquartered in Tampere.\n- Summit Energy was founded in 1992.\n- Viktor works for Meridian Bank.\n- Summit Energy is headquartered in Nagoya.\n- Sanne reports to Mateo.\n- Mara works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Meridian Bank is headquartered in Lyon.\n- Lattice Analytics is headquartered in Tampere.\n- Mateo works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Priya reports to Viktor.\n- Stefan reports to Pablo.\n- Yuki reports to Stefan.\n- Yuki works for Lattice Analytics.\n- Beacon Insurance was founded in 2010.\n- Mara reports to Sanne.\n- Meridian Bank was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2016", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34344", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-6 (VERSION 3, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8450: employee Stefan A., hired 16 August 2021, separated 11 February 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2026-8450 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,500", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34345", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1981.\n- Chiara works for Northwind Systems.\n- Dmitri reports to Felix.\n- Kenji reports to Hana.\n- Amara reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Zoya reports to Tobias.\n- Dmitri works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Emeka works for Summit Energy.\n- Zoya works for Crescent Telecom.\n- Bluepine Aviation was founded in 1996.\n- Tessa works for Crescent Telecom.\n- Hana reports to Dmitri.\n- Felix reports to Ingrid.\n- Emeka reports to Lucia.\n- Chiara reports to Emeka.\n- Amara works for Bluepine Aviation.\n- Tobias works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Felix works for Northwind Systems.\n- Tobias reports to Tessa.\n- Tessa reports to Chiara.\n- Summit Energy is headquartered in Dunedin.\n- Lucia reports to Amara.\n- Northwind Systems was founded in 1977.\n- Crescent Telecom was founded in 1975.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Northwind Systems is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Sofia works for Fernhill Foods.\n- Aisha reports to Kenji.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1987.\n- Leila reports to Viktor.\n- Fernhill Foods was founded in 2012.\n- Pablo works for Pinnacle Software.\n- Hana reports to Sofia.\n- Hana works for Lattice Analytics.\n- Pablo reports to Ingrid.\n- Sofia reports to Leila.\n- Crescent Telecom was founded in 1997.\n- Fernhill Foods is headquartered in Valencia.\n- Ingrid reports to Zoya.\n- Leila works for Crescent Telecom.\n- Viktor reports to Aisha.\n- Kenji reports to Ravi.\n- Zoya works for Fernhill Foods.\n- Pinnacle Software is headquartered in Porto.\n- Ravi reports to Emeka.\n- Emeka works for Crescent Telecom.\n- Ingrid works for Pinnacle Software.\n- Lattice Analytics is headquartered in Porto.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Pinnacle Software was founded in 2000.\n- Elena works for Lattice Analytics.\n- Emeka reports to Elena.\n- Ravi works for Lattice Analytics.\n- Elena reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34350", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 6, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9726: employee Jonas R., hired 18 September 2022, separated 23 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9726?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9726 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Porto.\n- Bruno reports to Pablo.\n- Hana reports to Zoya.\n- Lucia works for Meridian Bank.\n- Mateo reports to Lucia.\n- Pablo reports to Anders.\n- Bluepine Aviation was founded in 2000.\n- Pablo works for Bluepine Aviation.\n- Felix reports to Aisha.\n- Zoya works for Lattice Analytics.\n- Meridian Bank is headquartered in Porto.\n- Meridian Bank was founded in 1991.\n- Aisha reports to Bruno.\n- Summit Energy is headquartered in Leeds.\n- Lattice Analytics is headquartered in Tampere.\n- Hana works for Summit Energy.\n- Lucia reports to Yuki.\n- Summit Energy was founded in 2007.\n- Felix works for Lattice Analytics.\n- Anders reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Mateo works for Summit Energy.\n- Anders works for Summit Energy.\n- Lattice Analytics was founded in 1984.\n- Yuki works for Summit Energy.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34352", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-2 (VERSION 5, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-9888: employee Amara R., hired 04 September 2021, separated 28 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-9888?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-9888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34353", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34354", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Priya reports to Mei.\n- Priya works for Bluepine Aviation.\n- Cobalt Health was founded in 1993.\n- Helios Logistics was founded in 2014.\n- Vantage Air was founded in 1984.\n- Mei reports to Omar.\n- Omar reports to Stefan.\n- Tobias works for Vantage Air.\n- Bluepine Aviation is headquartered in Valencia.\n- Omar works for Cobalt Health.\n- Felix reports to Pablo.\n- Mei works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Stefan reports to Felix.\n- Pablo works for Bluepine Aviation.\n- Felix works for Cobalt Health.\n- Vantage Air is headquartered in Bergen.\n- Bluepine Aviation was founded in 1977.\n- Pablo reports to Emeka.\n- Stefan works for Bluepine Aviation.\n- Emeka works for Vantage Air.\n- Emeka reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2007.\n- Lucia works for Cobalt Health.\n- Mateo reports to Stefan.\n- Lattice Analytics is headquartered in Dunedin.\n- Mateo works for Ironwood Manufacturing.\n- Mei reports to Lucia.\n- Summit Energy is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 2011.\n- Mei works for Cobalt Health.\n- Mara reports to Sofia.\n- Lattice Analytics was founded in 1979.\n- Sofia works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Cobalt Health is headquartered in Austin.\n- Wren works for Ironwood Manufacturing.\n- Nadia reports to Mateo.\n- Stefan works for Cobalt Health.\n- Summit Energy was founded in 2000.\n- Stefan reports to Wren.\n- Wren reports to Mei.\n- Nadia works for Lattice Analytics.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34356", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34357", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34358", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-9 (VERSION 3, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7587: employee Yuki S., hired 06 January 2022, separated 08 December 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2026-7587 under the controlling rules.", "criteria": {"0": "$14,500", "1": "$14,400", "2": "$13,400", "3": "$62,400"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7587 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34359", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34360", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 August 2022): For employees hired on or after 25 August 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-8227: employee Hana K., hired 07 December 2021, separated 17 January 2023 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2026-8227 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$2,200", "2": "$17,333", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-8227 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Austin.\n- Pablo reports to Bruno.\n- Meridian Bank was founded in 2003.\n- Beacon Insurance is headquartered in Valencia.\n- Mateo works for Crescent Telecom.\n- Tessa reports to Callum.\n- Mei works for Crescent Telecom.\n- Beacon Insurance was founded in 2006.\n- Tessa works for Crescent Telecom.\n- Stefan works for Beacon Insurance.\n- Mateo reports to Tessa.\n- Callum reports to Omar.\n- Pablo works for Beacon Insurance.\n- Mei reports to Kenji.\n- Vantage Air is headquartered in Valencia.\n- Bruno works for Crescent Telecom.\n- Crescent Telecom was founded in 2002.\n- Kenji works for Beacon Insurance.\n- Omar reports to Stefan.\n- Crescent Telecom is headquartered in Nagoya.\n- Vantage Air was founded in 1985.\n- Stefan reports to Pablo.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Mei.\n- Omar works for Vantage Air.\n- Bruno reports to Lucia.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Cork", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34362", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34363", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1566: employee Emeka S., hired 08 September 2020, separated 30 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2025-1566 under the controlling rules.", "criteria": {"0": "$14,100", "1": "$69,767", "2": "$16,100", "3": "$16,188"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1976.\n- Tessa reports to Pablo.\n- Sofia works for Summit Energy.\n- Lattice Analytics was founded in 2015.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Summit Energy is headquartered in Austin.\n- Fernhill Foods was founded in 2005.\n- Chiara reports to Anders.\n- Ingrid reports to Tessa.\n- Yuki reports to Sofia.\n- Pablo works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Ingrid works for Lattice Analytics.\n- Ravi works for Atlas Freight.\n- Fernhill Foods is headquartered in Bergen.\n- Ravi reports to Ingrid.\n- Anders works for Fernhill Foods.\n- Lattice Analytics is headquartered in Lyon.\n- Anders reports to Ravi.\n- Yuki works for Summit Energy.\n- Sofia reports to Chiara.\n- Atlas Freight is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34365", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34366", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34367", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "restart_service", "3": "check_logs", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Meridian Bank was founded in 1997.\n- Callum works for Ironwood Manufacturing.\n- Sanne reports to Ravi.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1994.\n- Amara works for Ironwood Manufacturing.\n- Vantage Air was founded in 1993.\n- Lucia reports to Pablo.\n- Tobias reports to Yuki.\n- Tobias works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Pablo reports to Tobias.\n- Meridian Bank is headquartered in Valencia.\n- Sanne works for Meridian Bank.\n- Yuki reports to Amara.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ravi works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Turku.\n- Callum reports to Sanne.\n- Lucia works for Northwind Systems.\n- Ravi reports to Lucia.\n- Ironwood Manufacturing was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34369", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34370", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 22 May 2025): For employees hired on or after 22 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-3352: employee Nadia R., hired 17 October 2021, separated 20 April 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-3352 under the controlling rules.", "criteria": {"0": "$21,600", "1": "$19,600", "2": "$19,688", "3": "$84,933"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-3352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34371", "family": "intent_hardneg", "state": "Incoming support message:\n\"24670 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Kenji reports to Viktor.\n- Cobalt Health was founded in 1993.\n- Amara works for Ironwood Manufacturing.\n- Viktor works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Mei reports to Lucia.\n- Helios Logistics was founded in 2014.\n- Omar reports to Kenji.\n- Lucia works for Cobalt Health.\n- Kenji works for Ironwood Manufacturing.\n- Aisha reports to Anders.\n- Aisha works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1980.\n- Wren reports to Dmitri.\n- Leila reports to Elena.\n- Cobalt Health is headquartered in Adelaide.\n- Leila works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2009.\n- Ironwood Manufacturing is headquartered in Cork.\n- Amara reports to Wren.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Wren works for Cobalt Health.\n- Lucia reports to Leila.\n- Anders reports to Amara.\n- Viktor reports to Mei.\n- Elena reports to Aisha.\n- Lattice Analytics is headquartered in Cork.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2004", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34373", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34374", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Stefan.\n- Deshawn works for Beacon Insurance.\n- Aisha reports to Deshawn.\n- Cedar Retail Group is headquartered in Tampere.\n- Jonas works for Cobalt Health.\n- Stefan works for Beacon Insurance.\n- Meridian Bank is headquartered in Tampere.\n- Stefan reports to Jonas.\n- Hana reports to Callum.\n- Beacon Insurance is headquartered in Tampere.\n- Pablo reports to Ravi.\n- Pablo works for Cobalt Health.\n- Beacon Insurance was founded in 2002.\n- Cobalt Health was founded in 1997.\n- Jonas reports to Hana.\n- Aisha works for Meridian Bank.\n- Cedar Retail Group was founded in 2004.\n- Callum works for Meridian Bank.\n- Cobalt Health is headquartered in Bergen.\n- Hana works for Cobalt Health.\n- Ravi works for Meridian Bank.\n- Callum reports to Pablo.\n- Meridian Bank was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "2001", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Lucia.\n- Tobias works for Vantage Air.\n- Viktor works for Crescent Telecom.\n- Tobias reports to Anders.\n- Mara reports to Felix.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Northwind Systems was founded in 2013.\n- Anders reports to Tessa.\n- Felix reports to Stefan.\n- Nadia works for Beacon Insurance.\n- Zoya reports to Mara.\n- Lucia reports to Viktor.\n- Nadia reports to Tobias.\n- Vantage Air was founded in 2007.\n- Northwind Systems is headquartered in Ghent.\n- Stefan works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Crescent Telecom is headquartered in Malmo.\n- Zoya works for Vantage Air.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1984.\n- Beacon Insurance was founded in 1996.\n- Anders works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Tessa reports to Zoya.\n- Vantage Air is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34376", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "control_lights", "2": "play_music", "3": "set_alarm", "4": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34377", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Claim Luggage — reports lost baggage", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34378", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2297: employee Elena B., hired 24 December 2022, separated 08 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2297?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2297 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34379", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-4 (VERSION 6, EFFECTIVE 28 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4132: employee Elena B., hired 26 March 2024, separated 03 April 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-4132 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$13,000", "2": "$2,000", "3": "$1,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4132 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34380", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 2, EFFECTIVE 26 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 26 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8610: employee Viktor K., hired 19 October 2021, separated 04 May 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8610?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34381", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34382", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "controls lighting", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Jonas.\n- Tessa reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Ironwood Manufacturing was founded in 1982.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Tampere.\n- Bluepine Aviation was founded in 1986.\n- Chiara reports to Deshawn.\n- Jonas works for Meridian Bank.\n- Yuki works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2008.\n- Aisha reports to Zoya.\n- Nadia works for Meridian Bank.\n- Lattice Analytics is headquartered in Malmo.\n- Nadia reports to Aisha.\n- Jonas reports to Bruno.\n- Meridian Bank is headquartered in Malmo.\n- Tessa works for Meridian Bank.\n- Priya works for Ironwood Manufacturing.\n- Zoya reports to Chiara.\n- Mara works for Meridian Bank.\n- Deshawn reports to Yuki.\n- Deshawn works for Lattice Analytics.\n- Priya reports to Mara.\n- Bruno works for Ironwood Manufacturing.\n- Zoya works for Bluepine Aviation.\n- Mara reports to Nadia.\n- Aisha works for Ironwood Manufacturing.\n- Bruno reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1975.\n- Jonas works for Beacon Insurance.\n- Omar reports to Ravi.\n- Ironwood Manufacturing is headquartered in Basel.\n- Callum reports to Aisha.\n- Kenji works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Nadia reports to Sanne.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 2003.\n- Omar works for Meridian Bank.\n- Kenji reports to Nadia.\n- Ravi reports to Felix.\n- Hana reports to Yuki.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Hana works for Pinnacle Software.\n- Sanne works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Amara reports to Hana.\n- Nadia works for Ironwood Manufacturing.\n- Callum works for Beacon Insurance.\n- Yuki reports to Callum.\n- Amara works for Meridian Bank.\n- Felix works for Beacon Insurance.\n- Sanne reports to Amara.\n- Aisha reports to Omar.\n- Jonas reports to Kenji.\n- Ironwood Manufacturing was founded in 1982.\n- Meridian Bank is headquartered in Leeds.\n- Beacon Insurance is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1993", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34385", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-7 (VERSION 4, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2199: employee Dmitri T., hired 30 June 2022, separated 16 November 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2199?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34386", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34387", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 65363, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Vantage Air.\n- Vantage Air was founded in 2007.\n- Summit Energy was founded in 1984.\n- Dmitri works for Vantage Air.\n- Leila works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Hana reports to Felix.\n- Bluepine Aviation is headquartered in Nagoya.\n- Dmitri reports to Tobias.\n- Amara works for Ironwood Manufacturing.\n- Bruno works for Summit Energy.\n- Tobias reports to Yuki.\n- Mateo works for Vantage Air.\n- Kenji works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Ironwood Manufacturing was founded in 1975.\n- Felix works for Vantage Air.\n- Bluepine Aviation was founded in 1978.\n- Yuki reports to Mateo.\n- Ironwood Manufacturing is headquartered in Basel.\n- Amara reports to Hana.\n- Tessa works for Summit Energy.\n- Mateo reports to Leila.\n- Bruno reports to Amara.\n- Sanne works for Summit Energy.\n- Felix reports to Dmitri.\n- Sanne reports to Tessa.\n- Tessa reports to Kenji.\n- Vantage Air is headquartered in Turku.\n- Summit Energy is headquartered in Turku.\n- Leila reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34389", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34390", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6660: employee Ravi S., hired 10 October 2020, separated 08 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6660?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34391", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 July 2025): For employees hired on or after 17 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3252: employee Wren M., hired 12 August 2024, separated 28 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3252?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34392", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mara.\n- Atlas Freight was founded in 1999.\n- Chiara works for Atlas Freight.\n- Aisha works for Helios Logistics.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Omar.\n- Chiara reports to Ingrid.\n- Yuki works for Atlas Freight.\n- Helios Logistics is headquartered in Dunedin.\n- Atlas Freight is headquartered in Brno.\n- Yuki reports to Kenji.\n- Kenji works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Crescent Telecom is headquartered in Dunedin.\n- Omar works for Atlas Freight.\n- Amara works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Summit Energy was founded in 2015.\n- Amara reports to Yuki.\n- Crescent Telecom was founded in 1987.\n- Aisha reports to Tessa.\n- Sanne reports to Aisha.\n- Mara works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Tessa reports to Amara.\n- Mara reports to Chiara.\n- Tessa works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1999", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34394", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9252: employee Kenji R., hired 20 November 2022, separated 24 May 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9252?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9252 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34395", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Payroll Issue — reports a pay problem", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34396", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "install_software", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34397", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Mei reports to Dmitri.\n- Hana reports to Kenji.\n- Jonas works for Ironwood Manufacturing.\n- Emeka reports to Sanne.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Sanne works for Ironwood Manufacturing.\n- Nadia reports to Chiara.\n- Nadia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Turku.\n- Ingrid reports to Mara.\n- Ironwood Manufacturing was founded in 2014.\n- Fernhill Foods is headquartered in Adelaide.\n- Emeka works for Ironwood Manufacturing.\n- Chiara works for Bluepine Aviation.\n- Mei works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2003.\n- Fernhill Foods was founded in 2005.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji reports to Elena.\n- Chiara reports to Mei.\n- Dmitri reports to Hana.\n- Elena reports to Ingrid.\n- Mara works for Fernhill Foods.\n- Sanne reports to Nadia.\n- Dmitri works for Bluepine Aviation.\n- Hana works for Bluepine Aviation.\n- Jonas reports to Emeka.\n- Elena works for Meridian Bank.\n- Kenji works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34399", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8590: employee Leila M., hired 07 July 2020, separated 22 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8590?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34401", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7855: employee Mara T., hired 01 March 2022, separated 25 November 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7855?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34402", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "provision_access", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34403", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rollback", "2": "scale_up", "3": "restart_service", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34404", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 October 2024): For employees hired on or after 31 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9449: employee Nadia R., hired 01 September 2021, separated 24 September 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-9449 under the controlling rules.", "criteria": {"0": "$7,625", "1": "$33,042", "2": "$7,687", "3": "$5,625"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9449 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34405", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 80230 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1993.\n- Ironwood Manufacturing was founded in 2011.\n- Elena reports to Tobias.\n- Dmitri reports to Ingrid.\n- Amara works for Vantage Air.\n- Dmitri works for Ironwood Manufacturing.\n- Anders reports to Sofia.\n- Tobias reports to Stefan.\n- Elena works for Lattice Analytics.\n- Anders works for Northwind Systems.\n- Lattice Analytics was founded in 2012.\n- Vantage Air was founded in 1995.\n- Sofia reports to Dmitri.\n- Tobias works for Ironwood Manufacturing.\n- Ingrid reports to Elena.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia works for Ironwood Manufacturing.\n- Stefan works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Amara reports to Anders.\n- Lattice Analytics is headquartered in Leeds.\n- Vantage Air is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34407", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Bluepine Aviation.\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Bergen.\n- Viktor reports to Leila.\n- Viktor works for Summit Energy.\n- Pablo reports to Viktor.\n- Anders reports to Zoya.\n- Fernhill Foods was founded in 1982.\n- Tobias works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Stefan reports to Dmitri.\n- Deshawn works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bluepine Aviation was founded in 2000.\n- Chiara reports to Nadia.\n- Summit Energy was founded in 2012.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia reports to Deshawn.\n- Zoya reports to Mara.\n- Mara reports to Pablo.\n- Ironwood Manufacturing was founded in 2002.\n- Dmitri reports to Chiara.\n- Tobias reports to Stefan.\n- Chiara works for Ironwood Manufacturing.\n- Nadia works for Summit Energy.\n- Leila reports to Tobias.\n- Zoya works for Bluepine Aviation.\n- Mara works for Fernhill Foods.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34408", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3524: employee Elena T., hired 29 January 2020, separated 15 May 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3524?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1982.\n- Stefan works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Basel.\n- Elena reports to Tobias.\n- Hana works for Cobalt Health.\n- Wren reports to Hana.\n- Hana reports to Callum.\n- Lucia works for Cobalt Health.\n- Beacon Insurance was founded in 1982.\n- Cobalt Health was founded in 2014.\n- Vantage Air was founded in 2011.\n- Nadia reports to Lucia.\n- Aisha works for Cobalt Health.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Lucia reports to Felix.\n- Felix reports to Stefan.\n- Tobias works for Fernhill Foods.\n- Priya works for Beacon Insurance.\n- Aisha reports to Priya.\n- Wren works for Fernhill Foods.\n- Stefan reports to Wren.\n- Vantage Air is headquartered in Basel.\n- Priya reports to Elena.\n- Mei works for Fernhill Foods.\n- Callum reports to Mei.\n- Felix works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Cobalt Health is headquartered in Ghent.\n- Tobias reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34410", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 August 2024): For employees hired on or after 30 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8128: employee Wren A., hired 13 May 2024, separated 08 October 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8128?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34411", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "report_delay", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34412", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34413", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9128: employee Mei M., hired 07 February 2023, separated 15 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9128?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9128 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34414", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34415", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-8 (VERSION 3, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 15 February 2025): For employees hired on or after 15 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6204: employee Tessa R., hired 03 October 2022, separated 07 January 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-6204 under the controlling rules.", "criteria": {"0": "$62,183", "1": "$14,350", "2": "$14,438", "3": "$13,850"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Nadia.\n- Bluepine Aviation was founded in 1979.\n- Ravi works for Helios Logistics.\n- Bruno reports to Deshawn.\n- Nadia works for Helios Logistics.\n- Cedar Retail Group was founded in 1995.\n- Deshawn works for Beacon Insurance.\n- Kenji reports to Bruno.\n- Beacon Insurance was founded in 2009.\n- Lucia works for Cedar Retail Group.\n- Nadia reports to Kenji.\n- Felix works for Beacon Insurance.\n- Wren works for Helios Logistics.\n- Felix reports to Ravi.\n- Kenji works for Cedar Retail Group.\n- Helios Logistics is headquartered in Turku.\n- Bruno works for Cedar Retail Group.\n- Wren reports to Felix.\n- Cedar Retail Group is headquartered in Turku.\n- Beacon Insurance is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Porto.\n- Helios Logistics was founded in 1991.\n- Ravi reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Lyon", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34417", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1991.\n- Kenji works for Northwind Systems.\n- Ravi works for Helios Logistics.\n- Lattice Analytics was founded in 2006.\n- Helios Logistics was founded in 2000.\n- Elena reports to Chiara.\n- Deshawn reports to Tobias.\n- Mateo reports to Lucia.\n- Elena works for Vantage Air.\n- Northwind Systems is headquartered in Nagoya.\n- Kenji reports to Mateo.\n- Bruno reports to Hana.\n- Lucia works for Helios Logistics.\n- Dmitri works for Lattice Analytics.\n- Helios Logistics is headquartered in Nagoya.\n- Deshawn works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Hana reports to Kenji.\n- Lucia reports to Dmitri.\n- Nadia reports to Bruno.\n- Tobias works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Nadia works for Northwind Systems.\n- Ravi reports to Elena.\n- Vantage Air is headquartered in Tallinn.\n- Bruno works for Vantage Air.\n- Hana works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Chiara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Porto", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34418", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34419", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34420", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34421", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 December 2024): For employees hired on or after 30 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9123: employee Leila K., hired 12 May 2023, separated 04 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9123?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34422", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 01 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6637: employee Tobias M., hired 13 September 2021, separated 23 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6637?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34423", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Viktor reports to Ingrid.\n- Callum works for Lattice Analytics.\n- Anders works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Turku.\n- Ingrid reports to Sofia.\n- Priya reports to Pablo.\n- Helios Logistics is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Turku.\n- Priya works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Callum reports to Viktor.\n- Lattice Analytics was founded in 1978.\n- Aisha reports to Wren.\n- Sofia works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1993.\n- Wren reports to Anders.\n- Pablo reports to Callum.\n- Chiara reports to Aisha.\n- Chiara works for Summit Energy.\n- Viktor works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Helios Logistics was founded in 1999.\n- Summit Energy was founded in 2000.\n- Anders reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34424", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34425", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34427", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34428", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Mateo reports to Sofia.\n- Leila reports to Stefan.\n- Northwind Systems is headquartered in Tallinn.\n- Vantage Air is headquartered in Tallinn.\n- Tessa works for Helios Logistics.\n- Omar reports to Tessa.\n- Helios Logistics is headquartered in Oslo.\n- Lattice Analytics is headquartered in Adelaide.\n- Tessa reports to Mateo.\n- Helios Logistics was founded in 2008.\n- Sofia works for Helios Logistics.\n- Lattice Analytics was founded in 1985.\n- Priya works for Vantage Air.\n- Sofia reports to Aisha.\n- Leila works for Helios Logistics.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Wren works for Lattice Analytics.\n- Omar works for Northwind Systems.\n- Priya reports to Callum.\n- Aisha reports to Wren.\n- Wren reports to Priya.\n- Stefan reports to Omar.\n- Northwind Systems was founded in 1977.\n- Mateo works for Vantage Air.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Adelaide", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34430", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34431", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-3026: employee Callum A., hired 29 August 2023, separated 05 June 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2026-3026 under the controlling rules.", "criteria": {"0": "$3,692", "1": "$40,000", "2": "$9,231", "3": "$8,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-3026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Mateo reports to Kenji.\n- Sofia reports to Felix.\n- Dmitri works for Helios Logistics.\n- Pablo works for Meridian Bank.\n- Kenji works for Pinnacle Software.\n- Helios Logistics was founded in 1977.\n- Pablo reports to Mateo.\n- Crescent Telecom is headquartered in Malmo.\n- Mei reports to Chiara.\n- Sofia works for Helios Logistics.\n- Wren works for Meridian Bank.\n- Meridian Bank is headquartered in Ghent.\n- Pinnacle Software was founded in 1989.\n- Leila works for Pinnacle Software.\n- Chiara works for Meridian Bank.\n- Pinnacle Software is headquartered in Malmo.\n- Wren reports to Sofia.\n- Helios Logistics is headquartered in Cork.\n- Mei works for Helios Logistics.\n- Dmitri reports to Mei.\n- Kenji reports to Leila.\n- Chiara reports to Pablo.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 1985.\n- Crescent Telecom was founded in 1984.\n- Felix reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1980", "2": "1988", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Emeka works for Lattice Analytics.\n- Tobias reports to Anders.\n- Ironwood Manufacturing was founded in 1989.\n- Callum works for Cedar Retail Group.\n- Lucia reports to Nadia.\n- Lattice Analytics was founded in 1998.\n- Anders reports to Lucia.\n- Chiara reports to Emeka.\n- Dmitri works for Lattice Analytics.\n- Felix reports to Tobias.\n- Emeka reports to Felix.\n- Felix works for Ironwood Manufacturing.\n- Dmitri reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Beacon Insurance was founded in 1980.\n- Ironwood Manufacturing is headquartered in Basel.\n- Beacon Insurance is headquartered in Bergen.\n- Callum reports to Chiara.\n- Nadia works for Beacon Insurance.\n- Cedar Retail Group was founded in 2006.\n- Lucia works for Cedar Retail Group.\n- Nadia reports to Dmitri.\n- Lattice Analytics is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Porto", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34434", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1309: employee Zoya B., hired 03 August 2022, separated 11 November 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1309?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34435", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Anders.\n- Ingrid works for Summit Energy.\n- Stefan works for Cedar Retail Group.\n- Stefan reports to Lucia.\n- Jonas reports to Mei.\n- Cedar Retail Group was founded in 2004.\n- Ingrid reports to Zoya.\n- Cobalt Health is headquartered in Tampere.\n- Zoya reports to Jonas.\n- Yuki reports to Stefan.\n- Jonas works for Cobalt Health.\n- Vantage Air is headquartered in Tampere.\n- Summit Energy was founded in 1990.\n- Hana reports to Chiara.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1987.\n- Chiara reports to Yuki.\n- Vantage Air was founded in 1996.\n- Mei works for Cedar Retail Group.\n- Zoya works for Cobalt Health.\n- Yuki works for Vantage Air.\n- Anders reports to Hana.\n- Cedar Retail Group is headquartered in Ghent.\n- Lucia works for Vantage Air.\n- Chiara works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Summit Energy is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Nagoya", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34437", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8556: employee Hana S., hired 13 August 2023, separated 09 August 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8556?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34438", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34439", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_leave", "1": "org_question", "2": "payroll_issue", "3": "resignation", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34440", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 5058\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "cancel_order", "3": "report_damage", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Emeka.\n- Emeka works for Cobalt Health.\n- Amara works for Crescent Telecom.\n- Nadia reports to Wren.\n- Northwind Systems was founded in 2004.\n- Pinnacle Software is headquartered in Lyon.\n- Omar works for Northwind Systems.\n- Felix reports to Hana.\n- Ingrid works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Emeka reports to Amara.\n- Mei works for Cobalt Health.\n- Ingrid reports to Felix.\n- Mei reports to Tessa.\n- Cobalt Health was founded in 1993.\n- Nadia works for Cobalt Health.\n- Wren works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Felix works for Northwind Systems.\n- Aisha reports to Ingrid.\n- Cobalt Health is headquartered in Austin.\n- Hana reports to Omar.\n- Pablo reports to Mei.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Austin.\n- Tessa works for Northwind Systems.\n- Crescent Telecom is headquartered in Tampere.\n- Tessa reports to Nadia.\n- Pinnacle Software was founded in 1984.\n- Amara reports to Pablo.\n- Crescent Telecom was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34442", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1710: employee Anders M., hired 12 August 2021, separated 19 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1710?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Helios Logistics was founded in 2009.\n- Emeka works for Summit Energy.\n- Leila reports to Priya.\n- Summit Energy was founded in 2014.\n- Priya works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Meridian Bank is headquartered in Nagoya.\n- Zoya reports to Lucia.\n- Lucia works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Meridian Bank was founded in 1987.\n- Zoya works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Sofia works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Leila works for Northwind Systems.\n- Summit Energy is headquartered in Bergen.\n- Bruno reports to Stefan.\n- Emeka reports to Leila.\n- Helios Logistics is headquartered in Nagoya.\n- Sofia reports to Viktor.\n- Northwind Systems was founded in 1983.\n- Viktor reports to Zoya.\n- Priya reports to Bruno.\n- Mei reports to Emeka.\n- Lucia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34444", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 January 2024): For employees hired on or after 29 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1267: employee Omar T., hired 28 April 2020, separated 02 April 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2026-1267 under the controlling rules.", "criteria": {"0": "$19,600", "1": "$20,100", "2": "$19,500", "3": "$84,933"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1267 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34445", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Nadia works for Atlas Freight.\n- Atlas Freight was founded in 1984.\n- Dmitri reports to Mateo.\n- Mateo works for Vantage Air.\n- Lattice Analytics is headquartered in Valencia.\n- Aisha works for Atlas Freight.\n- Callum reports to Dmitri.\n- Yuki reports to Aisha.\n- Zoya reports to Ravi.\n- Aisha reports to Zoya.\n- Pinnacle Software is headquartered in Porto.\n- Zoya works for Pinnacle Software.\n- Vantage Air is headquartered in Malmo.\n- Dmitri works for Lattice Analytics.\n- Atlas Freight is headquartered in Porto.\n- Mateo reports to Felix.\n- Felix reports to Nadia.\n- Tobias reports to Jonas.\n- Callum works for Lattice Analytics.\n- Mara reports to Tobias.\n- Jonas reports to Callum.\n- Nadia reports to Yuki.\n- Ravi works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Pinnacle Software was founded in 1988.\n- Mara works for Pinnacle Software.\n- Vantage Air was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ravi.\n- Viktor works for Fernhill Foods.\n- Vantage Air was founded in 2013.\n- Mara reports to Viktor.\n- Chiara reports to Mei.\n- Ingrid works for Fernhill Foods.\n- Ravi works for Atlas Freight.\n- Deshawn reports to Mara.\n- Summit Energy is headquartered in Tallinn.\n- Atlas Freight was founded in 1983.\n- Kenji works for Vantage Air.\n- Mei works for Vantage Air.\n- Ravi reports to Tobias.\n- Chiara works for Atlas Freight.\n- Mei reports to Ingrid.\n- Tobias works for Vantage Air.\n- Fernhill Foods is headquartered in Malmo.\n- Tessa reports to Chiara.\n- Summit Energy was founded in 1984.\n- Tessa works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Ingrid reports to Kenji.\n- Atlas Freight is headquartered in Leeds.\n- Mara works for Atlas Freight.\n- Tobias reports to Deshawn.\n- Fernhill Foods was founded in 1990.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34448", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 5, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 29 October 2024): For employees hired on or after 29 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8937: employee Leila R., hired 13 August 2022, separated 05 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-8937 under the controlling rules.", "criteria": {"0": "$4,750", "1": "$4,312", "2": "$4,250", "3": "$18,417"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34449", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3043: employee Aisha K., hired 03 July 2024, separated 20 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-3043?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3043 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34450", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 28 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8603: employee Priya R., hired 29 November 2022, separated 18 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8603?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34451", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mara.\n- Wren reports to Dmitri.\n- Mara works for Pinnacle Software.\n- Mei works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Valencia.\n- Summit Energy was founded in 2000.\n- Yuki works for Beacon Insurance.\n- Mei reports to Yuki.\n- Ravi works for Pinnacle Software.\n- Tessa reports to Callum.\n- Ravi reports to Tobias.\n- Helios Logistics is headquartered in Malmo.\n- Sofia works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Mara reports to Ravi.\n- Dmitri works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Helios Logistics was founded in 2002.\n- Summit Energy is headquartered in Valencia.\n- Beacon Insurance was founded in 1978.\n- Pinnacle Software was founded in 1975.\n- Kenji reports to Lucia.\n- Wren works for Helios Logistics.\n- Dmitri reports to Tessa.\n- Lucia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Ghent.\n- Tobias reports to Kenji.\n- Lucia reports to Wren.\n- Tessa works for Helios Logistics.\n- Sofia reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34453", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Ravi works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Sofia works for Northwind Systems.\n- Tobias works for Helios Logistics.\n- Emeka reports to Mara.\n- Pablo works for Helios Logistics.\n- Meridian Bank is headquartered in Porto.\n- Felix works for Meridian Bank.\n- Bruno reports to Sofia.\n- Amara reports to Chiara.\n- Sofia reports to Aisha.\n- Ravi reports to Pablo.\n- Mara works for Cobalt Health.\n- Mara reports to Amara.\n- Helios Logistics was founded in 1986.\n- Chiara reports to Ingrid.\n- Northwind Systems is headquartered in Leeds.\n- Emeka works for Northwind Systems.\n- Helios Logistics is headquartered in Porto.\n- Amara works for Cobalt Health.\n- Ingrid reports to Bruno.\n- Aisha works for Cobalt Health.\n- Pablo reports to Felix.\n- Bruno works for Northwind Systems.\n- Aisha reports to Tobias.\n- Felix reports to Emeka.\n- Meridian Bank was founded in 1983.\n- Northwind Systems was founded in 2004.\n- Cobalt Health was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34454", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-3 (VERSION 5, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 09 May 2025): For employees hired on or after 09 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4723: employee Felix A., hired 29 June 2023, separated 16 December 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4723?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4723 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34455", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Northwind Systems was founded in 1981.\n- Nadia reports to Viktor.\n- Pablo reports to Tobias.\n- Viktor works for Northwind Systems.\n- Aisha works for Pinnacle Software.\n- Priya works for Cedar Retail Group.\n- Pablo works for Pinnacle Software.\n- Mei reports to Nadia.\n- Sofia reports to Pablo.\n- Cedar Retail Group was founded in 2005.\n- Aisha reports to Deshawn.\n- Tobias works for Northwind Systems.\n- Sanne reports to Mei.\n- Tobias reports to Jonas.\n- Nadia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Ghent.\n- Deshawn works for Atlas Freight.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 1983.\n- Sofia works for Cedar Retail Group.\n- Atlas Freight was founded in 1997.\n- Jonas works for Cedar Retail Group.\n- Jonas reports to Wren.\n- Deshawn reports to Sanne.\n- Atlas Freight is headquartered in Bergen.\n- Northwind Systems is headquartered in Ghent.\n- Sanne works for Atlas Freight.\n- Wren reports to Priya.\n- Priya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34457", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 97634, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34458", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits", "4": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34459", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8486: employee Yuki K., hired 11 November 2022, separated 22 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2025-8486 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$6,300", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34460", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34461", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1112: employee Stefan M., hired 22 April 2023, separated 13 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1112?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34462", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34463", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34464", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Kenji.\n- Kenji works for Summit Energy.\n- Nadia reports to Sanne.\n- Sofia reports to Deshawn.\n- Mara reports to Sofia.\n- Helios Logistics was founded in 1995.\n- Beacon Insurance is headquartered in Cork.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Nadia.\n- Sanne reports to Hana.\n- Anders works for Helios Logistics.\n- Sanne works for Bluepine Aviation.\n- Kenji reports to Bruno.\n- Hana reports to Mara.\n- Sofia works for Helios Logistics.\n- Summit Energy was founded in 2006.\n- Summit Energy is headquartered in Cork.\n- Bruno reports to Anders.\n- Priya works for Summit Energy.\n- Beacon Insurance was founded in 1981.\n- Deshawn reports to Priya.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Mara works for Beacon Insurance.\n- Priya reports to Zoya.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1992.\n- Hana works for Helios Logistics.\n- Nadia works for Beacon Insurance.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34466", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34467", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34468", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "update_card", "2": "payment_plan", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34469", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34470", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Fernhill Foods is headquartered in Malmo.\n- Deshawn reports to Nadia.\n- Zoya reports to Priya.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Porto.\n- Crescent Telecom is headquartered in Malmo.\n- Ravi reports to Sanne.\n- Crescent Telecom was founded in 2003.\n- Priya works for Crescent Telecom.\n- Priya reports to Leila.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 1982.\n- Lucia works for Crescent Telecom.\n- Wren reports to Ravi.\n- Jonas works for Fernhill Foods.\n- Beacon Insurance was founded in 2002.\n- Nadia works for Beacon Insurance.\n- Bruno reports to Zoya.\n- Jonas reports to Wren.\n- Leila reports to Deshawn.\n- Zoya works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Beacon Insurance is headquartered in Lyon.\n- Nadia reports to Jonas.\n- Leila works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Lucia reports to Bruno.\n- Sanne reports to Emeka.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Beacon Insurance", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34471", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 05 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 05 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-4379: employee Jonas A., hired 26 January 2020, separated 24 April 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-4379?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-4379 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34472", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 09 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7508: employee Deshawn R., hired 08 November 2022, separated 02 August 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7508?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34473", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7907: employee Yuki A., hired 15 February 2023, separated 25 May 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7907?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34474", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7404: employee Chiara T., hired 14 November 2022, separated 12 July 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7404?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34475", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34476", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34477", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7462: employee Mei T., hired 29 August 2023, separated 28 July 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7462?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sofia.\n- Nadia works for Crescent Telecom.\n- Elena reports to Mei.\n- Mei works for Vantage Air.\n- Felix reports to Stefan.\n- Summit Energy was founded in 2004.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Stefan reports to Nadia.\n- Nadia reports to Amara.\n- Crescent Telecom was founded in 2013.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Malmo.\n- Wren works for Summit Energy.\n- Elena works for Meridian Bank.\n- Amara works for Summit Energy.\n- Wren reports to Elena.\n- Stefan works for Vantage Air.\n- Mei reports to Felix.\n- Meridian Bank was founded in 1994.\n- Vantage Air is headquartered in Halifax.\n- Vantage Air was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Sanne reports to Emeka.\n- Cobalt Health is headquartered in Brno.\n- Deshawn works for Summit Energy.\n- Deshawn reports to Viktor.\n- Dmitri reports to Sanne.\n- Meridian Bank was founded in 1995.\n- Kenji works for Meridian Bank.\n- Kenji reports to Deshawn.\n- Summit Energy was founded in 1977.\n- Sanne works for Meridian Bank.\n- Cobalt Health was founded in 1978.\n- Crescent Telecom is headquartered in Cork.\n- Viktor reports to Mei.\n- Dmitri works for Cobalt Health.\n- Anders reports to Dmitri.\n- Emeka reports to Kenji.\n- Crescent Telecom was founded in 2012.\n- Summit Energy is headquartered in Cork.\n- Emeka works for Cobalt Health.\n- Meridian Bank is headquartered in Nagoya.\n- Mei works for Cobalt Health.\n- Viktor works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "1990", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34480", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3716: employee Nadia S., hired 22 November 2020, separated 26 October 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-3716 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$17,333", "2": "$2,900", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Nadia.\n- Pinnacle Software is headquartered in Ghent.\n- Nadia works for Cedar Retail Group.\n- Pinnacle Software was founded in 2001.\n- Aisha works for Pinnacle Software.\n- Northwind Systems was founded in 1995.\n- Aisha reports to Mateo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mateo works for Ironwood Manufacturing.\n- Stefan reports to Leila.\n- Tessa works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2001.\n- Stefan works for Ironwood Manufacturing.\n- Anders reports to Tessa.\n- Tessa reports to Stefan.\n- Mateo reports to Omar.\n- Northwind Systems is headquartered in Ghent.\n- Nadia reports to Pablo.\n- Cedar Retail Group was founded in 2015.\n- Cedar Retail Group is headquartered in Ghent.\n- Anders works for Northwind Systems.\n- Pablo works for Cedar Retail Group.\n- Omar reports to Bruno.\n- Bruno works for Northwind Systems.\n- Pablo reports to Anders.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34482", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Leeds.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Zoya reports to Stefan.\n- Helios Logistics was founded in 1984.\n- Jonas reports to Sanne.\n- Fernhill Foods was founded in 1998.\n- Stefan works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Kenji reports to Jonas.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Sanne reports to Mei.\n- Sofia reports to Yuki.\n- Stefan reports to Sofia.\n- Jonas works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2009.\n- Mei reports to Felix.\n- Sofia works for Fernhill Foods.\n- Helios Logistics is headquartered in Lyon.\n- Felix works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2012.\n- Chiara reports to Kenji.\n- Yuki works for Fernhill Foods.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34483", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 October 2023): For employees hired on or after 01 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2400: employee Pablo T., hired 19 March 2020, separated 28 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2400?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2400 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Priya.\n- Lucia works for Pinnacle Software.\n- Viktor reports to Mateo.\n- Fernhill Foods was founded in 2013.\n- Bruno reports to Pablo.\n- Fernhill Foods is headquartered in Dunedin.\n- Nadia works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Dunedin.\n- Mateo reports to Zoya.\n- Lucia reports to Bruno.\n- Priya reports to Lucia.\n- Stefan works for Pinnacle Software.\n- Anders reports to Nadia.\n- Stefan reports to Viktor.\n- Cobalt Health is headquartered in Halifax.\n- Mateo works for Atlas Freight.\n- Priya works for Fernhill Foods.\n- Pinnacle Software was founded in 1999.\n- Pablo reports to Anders.\n- Anders works for Atlas Freight.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1994.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34485", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Jonas.\n- Aisha works for Beacon Insurance.\n- Crescent Telecom was founded in 1980.\n- Tobias works for Atlas Freight.\n- Jonas works for Beacon Insurance.\n- Aisha reports to Deshawn.\n- Elena works for Beacon Insurance.\n- Beacon Insurance was founded in 2012.\n- Ravi works for Beacon Insurance.\n- Dmitri reports to Sanne.\n- Mateo reports to Bruno.\n- Atlas Freight is headquartered in Tampere.\n- Deshawn reports to Wren.\n- Bruno reports to Aisha.\n- Pinnacle Software was founded in 1975.\n- Yuki reports to Ravi.\n- Beacon Insurance is headquartered in Bergen.\n- Bruno works for Atlas Freight.\n- Jonas reports to Dmitri.\n- Pinnacle Software is headquartered in Brno.\n- Sanne works for Atlas Freight.\n- Mateo works for Pinnacle Software.\n- Yuki works for Atlas Freight.\n- Wren works for Beacon Insurance.\n- Atlas Freight was founded in 1983.\n- Sanne reports to Yuki.\n- Crescent Telecom is headquartered in Bergen.\n- Elena reports to Mateo.\n- Wren reports to Tobias.\n- Deshawn works for Beacon Insurance.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34487", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34488", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34489", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 5, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1637: employee Viktor A., hired 25 October 2023, separated 25 January 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-1637 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$6,037", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Chiara.\n- Kenji reports to Jonas.\n- Kenji works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Meridian Bank is headquartered in Austin.\n- Nadia works for Meridian Bank.\n- Cobalt Health is headquartered in Austin.\n- Bruno reports to Nadia.\n- Fernhill Foods is headquartered in Ghent.\n- Lattice Analytics is headquartered in Ghent.\n- Zoya reports to Wren.\n- Chiara reports to Lucia.\n- Jonas works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Fernhill Foods was founded in 2006.\n- Nadia reports to Zoya.\n- Meridian Bank was founded in 1994.\n- Zoya works for Cobalt Health.\n- Chiara works for Fernhill Foods.\n- Lattice Analytics was founded in 2015.\n- Cobalt Health was founded in 1991.\n- Lucia reports to Bruno.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34492", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34493", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 5, EFFECTIVE 06 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 January 2023): For employees hired on or after 07 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-1778: employee Deshawn S., hired 27 July 2022, separated 30 May 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-1778?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-1778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34494", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 November 2025): For employees hired on or after 23 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2103: employee Chiara T., hired 07 April 2022, separated 26 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2103?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34495", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY EXP-6 (VERSION 7, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4118: employee Pablo T., hired 11 September 2020, separated 04 April 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-4118?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34496", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 December 2024): For employees hired on or after 17 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3963: employee Zoya A., hired 05 June 2024, separated 18 July 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3963?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34497", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 13 February 2023): For employees hired on or after 13 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7977: employee Elena M., hired 06 September 2019, separated 25 April 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7977?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7977 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34498", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 25197 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34499", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34500", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 December 2022): For employees hired on or after 26 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1029: employee Sanne M., hired 26 September 2022, separated 03 February 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1029?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ravi.\n- Summit Energy was founded in 1988.\n- Ravi reports to Sofia.\n- Ravi works for Vantage Air.\n- Kenji works for Vantage Air.\n- Vantage Air is headquartered in Brno.\n- Felix works for Atlas Freight.\n- Elena works for Vantage Air.\n- Atlas Freight was founded in 2002.\n- Tobias works for Vantage Air.\n- Zoya works for Summit Energy.\n- Wren works for Atlas Freight.\n- Tobias reports to Wren.\n- Elena reports to Hana.\n- Hana works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Aisha works for Meridian Bank.\n- Vantage Air was founded in 1982.\n- Summit Energy is headquartered in Basel.\n- Felix reports to Kenji.\n- Meridian Bank was founded in 1982.\n- Zoya reports to Mei.\n- Wren reports to Elena.\n- Aisha reports to Dmitri.\n- Dmitri reports to Tobias.\n- Mei works for Atlas Freight.\n- Sofia works for Meridian Bank.\n- Atlas Freight is headquartered in Nagoya.\n- Meridian Bank is headquartered in Nagoya.\n- Hana reports to Felix.\n- Mei reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1986", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34502", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Refund order 65798, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "track_order", "3": "report_damage", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Stefan.\n- Sofia reports to Sanne.\n- Sanne reports to Nadia.\n- Deshawn reports to Tessa.\n- Anders reports to Sofia.\n- Mara works for Fernhill Foods.\n- Stefan works for Lattice Analytics.\n- Sofia works for Beacon Insurance.\n- Lattice Analytics was founded in 1982.\n- Tessa works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Nadia works for Lattice Analytics.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Crescent Telecom is headquartered in Malmo.\n- Nadia reports to Mara.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Fernhill Foods is headquartered in Porto.\n- Beacon Insurance is headquartered in Tallinn.\n- Mara reports to Deshawn.\n- Lattice Analytics is headquartered in Malmo.\n- Crescent Telecom was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34505", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Northwind Systems is headquartered in Basel.\n- Stefan works for Northwind Systems.\n- Pinnacle Software is headquartered in Lyon.\n- Sanne works for Northwind Systems.\n- Beacon Insurance is headquartered in Malmo.\n- Mateo works for Northwind Systems.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Mateo reports to Wren.\n- Cedar Retail Group is headquartered in Malmo.\n- Wren works for Pinnacle Software.\n- Felix reports to Stefan.\n- Beacon Insurance was founded in 2005.\n- Viktor works for Northwind Systems.\n- Priya works for Beacon Insurance.\n- Cedar Retail Group was founded in 1990.\n- Northwind Systems was founded in 1993.\n- Sanne reports to Mateo.\n- Viktor reports to Sofia.\n- Priya reports to Sanne.\n- Sofia reports to Felix.\n- Stefan reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34507", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4232: employee Elena M., hired 15 December 2021, separated 06 December 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4232?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34508", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-4 (VERSION 7, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4229: employee Wren K., hired 23 March 2022, separated 10 July 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4229?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4229 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Stefan reports to Jonas.\n- Northwind Systems is headquartered in Lyon.\n- Helios Logistics was founded in 2012.\n- Cedar Retail Group is headquartered in Adelaide.\n- Leila reports to Ingrid.\n- Leila works for Helios Logistics.\n- Atlas Freight was founded in 2012.\n- Tobias works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Zoya works for Atlas Freight.\n- Tobias reports to Amara.\n- Callum works for Northwind Systems.\n- Ingrid reports to Tobias.\n- Cedar Retail Group was founded in 2002.\n- Zoya reports to Felix.\n- Felix works for Cedar Retail Group.\n- Jonas reports to Callum.\n- Callum reports to Leila.\n- Amara works for Northwind Systems.\n- Jonas works for Cedar Retail Group.\n- Ingrid works for Atlas Freight.\n- Amara reports to Zoya.\n- Helios Logistics is headquartered in Cork.\n- Felix reports to Kenji.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "1997", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Helios Logistics was founded in 2000.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Emeka works for Bluepine Aviation.\n- Yuki reports to Stefan.\n- Tessa works for Meridian Bank.\n- Fernhill Foods was founded in 2002.\n- Wren reports to Emeka.\n- Bluepine Aviation was founded in 1989.\n- Meridian Bank was founded in 1994.\n- Helios Logistics is headquartered in Dunedin.\n- Aisha works for Bluepine Aviation.\n- Wren works for Meridian Bank.\n- Fernhill Foods is headquartered in Lyon.\n- Stefan reports to Callum.\n- Callum works for Helios Logistics.\n- Tessa reports to Yuki.\n- Stefan works for Fernhill Foods.\n- Priya reports to Wren.\n- Callum reports to Priya.\n- Aisha reports to Tessa.\n- Yuki works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34511", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34512", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34513", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34514", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34515", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 June 2023): For employees hired on or after 02 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9343: employee Lucia K., hired 07 September 2021, separated 17 January 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9343?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Mei reports to Chiara.\n- Lucia works for Vantage Air.\n- Northwind Systems was founded in 2001.\n- Elena works for Northwind Systems.\n- Mara works for Vantage Air.\n- Leila works for Fernhill Foods.\n- Chiara reports to Elena.\n- Deshawn reports to Mara.\n- Mei works for Cedar Retail Group.\n- Mara reports to Felix.\n- Cedar Retail Group was founded in 1976.\n- Chiara works for Northwind Systems.\n- Vantage Air was founded in 1982.\n- Elena reports to Lucia.\n- Felix reports to Leila.\n- Lucia reports to Deshawn.\n- Vantage Air is headquartered in Tallinn.\n- Fernhill Foods was founded in 2002.\n- Deshawn works for Vantage Air.\n- Felix works for Cedar Retail Group.\n- Northwind Systems is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34517", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 September 2024): For employees hired on or after 11 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4213: employee Mei M., hired 09 May 2023, separated 19 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4213?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34518", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1984.\n- Hana works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Dmitri works for Summit Energy.\n- Lucia reports to Mateo.\n- Meridian Bank is headquartered in Halifax.\n- Lucia works for Beacon Insurance.\n- Summit Energy is headquartered in Halifax.\n- Anders works for Meridian Bank.\n- Anders reports to Zoya.\n- Mateo works for Meridian Bank.\n- Yuki works for Meridian Bank.\n- Mara works for Summit Energy.\n- Tessa works for Beacon Insurance.\n- Mateo reports to Anders.\n- Zoya reports to Wren.\n- Mara reports to Lucia.\n- Cedar Retail Group was founded in 2002.\n- Beacon Insurance is headquartered in Valencia.\n- Hana reports to Yuki.\n- Leila reports to Hana.\n- Sanne works for Beacon Insurance.\n- Yuki reports to Mara.\n- Tessa reports to Leila.\n- Beacon Insurance was founded in 1986.\n- Zoya works for Summit Energy.\n- Meridian Bank was founded in 1975.\n- Dmitri reports to Sanne.\n- Wren works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Wren reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34520", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34521", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34522", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5866: employee Mateo T., hired 29 June 2020, separated 20 October 2023 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-5866 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$4,500", "3": "$3,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tallinn.\n- Mateo works for Pinnacle Software.\n- Atlas Freight is headquartered in Cork.\n- Ravi reports to Mateo.\n- Bruno works for Cobalt Health.\n- Viktor reports to Ravi.\n- Bruno reports to Wren.\n- Deshawn reports to Viktor.\n- Meridian Bank is headquartered in Cork.\n- Anders reports to Sofia.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1981.\n- Wren works for Pinnacle Software.\n- Atlas Freight was founded in 1988.\n- Meridian Bank was founded in 1982.\n- Wren reports to Anders.\n- Ravi works for Atlas Freight.\n- Cobalt Health was founded in 1978.\n- Mateo reports to Bruno.\n- Deshawn works for Atlas Freight.\n- Viktor works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34524", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-6254: employee Priya K., hired 04 April 2021, separated 30 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-6254?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-6254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34525", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 6, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 December 2022): For employees hired on or after 16 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6958: employee Ingrid S., hired 29 August 2019, separated 20 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6958?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Anders.\n- Elena reports to Mateo.\n- Priya works for Beacon Insurance.\n- Anders works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2013.\n- Fernhill Foods is headquartered in Turku.\n- Sofia reports to Elena.\n- Mateo works for Summit Energy.\n- Anders reports to Chiara.\n- Mateo reports to Priya.\n- Sofia works for Ironwood Manufacturing.\n- Priya reports to Deshawn.\n- Summit Energy was founded in 2004.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Summit Energy is headquartered in Nagoya.\n- Omar reports to Lucia.\n- Omar works for Summit Energy.\n- Deshawn reports to Tessa.\n- Chiara reports to Sofia.\n- Tessa works for Summit Energy.\n- Lucia works for Summit Energy.\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 1993.\n- Elena works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2008.\n- Chiara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34527", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-2 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8884: employee Stefan A., hired 06 April 2022, separated 13 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8884?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34528", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 3, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 January 2023): For employees hired on or after 10 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9148: employee Amara R., hired 10 July 2022, separated 01 April 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-9148 under the controlling rules.", "criteria": {"0": "$16,250", "1": "$3,825", "2": "$1,750", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34529", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 October 2025): For employees hired on or after 27 October 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-8511: employee Callum A., hired 30 May 2025, separated 13 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2026-8511 under the controlling rules.", "criteria": {"0": "$938", "1": "$2,500", "2": "$10,833", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-8511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34530", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34531", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5325: employee Deshawn S., hired 23 January 2021, separated 09 September 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5325?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Beacon Insurance is headquartered in Bergen.\n- Elena works for Pinnacle Software.\n- Emeka works for Beacon Insurance.\n- Pinnacle Software was founded in 2013.\n- Crescent Telecom was founded in 1996.\n- Chiara works for Pinnacle Software.\n- Amara works for Crescent Telecom.\n- Ingrid works for Meridian Bank.\n- Chiara reports to Ravi.\n- Ravi works for Crescent Telecom.\n- Ingrid reports to Yuki.\n- Elena reports to Chiara.\n- Meridian Bank was founded in 1978.\n- Pinnacle Software is headquartered in Basel.\n- Anders reports to Ingrid.\n- Crescent Telecom is headquartered in Bergen.\n- Deshawn reports to Anders.\n- Beacon Insurance was founded in 1980.\n- Pablo works for Beacon Insurance.\n- Pablo reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Yuki reports to Elena.\n- Meridian Bank is headquartered in Basel.\n- Ravi reports to Amara.\n- Amara reports to Emeka.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34533", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34534", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34535", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34536", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 August 2024): For employees hired on or after 08 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-2483: employee Stefan B., hired 19 February 2024, separated 02 October 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-2483 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,400", "2": "$7,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-2483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34537", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 20 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3324: employee Pablo A., hired 08 December 2022, separated 24 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3324?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34538", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6489: employee Sofia S., hired 26 April 2022, separated 13 March 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-6489 under the controlling rules.", "criteria": {"0": "$31,200", "1": "$6,700", "2": "$7,250", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Chiara reports to Aisha.\n- Aisha reports to Felix.\n- Cobalt Health is headquartered in Dunedin.\n- Omar works for Cobalt Health.\n- Pinnacle Software was founded in 1992.\n- Crescent Telecom was founded in 2014.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cobalt Health was founded in 2000.\n- Chiara works for Ironwood Manufacturing.\n- Anders reports to Chiara.\n- Hana reports to Mara.\n- Mara works for Pinnacle Software.\n- Wren works for Crescent Telecom.\n- Mei reports to Wren.\n- Anders works for Cobalt Health.\n- Crescent Telecom is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Dunedin.\n- Elena reports to Omar.\n- Hana works for Cobalt Health.\n- Elena works for Pinnacle Software.\n- Mara reports to Mei.\n- Ironwood Manufacturing was founded in 2010.\n- Wren reports to Elena.\n- Aisha works for Crescent Telecom.\n- Felix works for Cobalt Health.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Dunedin", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34540", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34541", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34542", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-2 (VERSION 5, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 July 2025): For employees hired on or after 01 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1083: employee Deshawn T., hired 27 April 2025, separated 20 April 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2026-1083 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$8,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mara.\n- Meridian Bank is headquartered in Adelaide.\n- Cobalt Health is headquartered in Oslo.\n- Chiara reports to Hana.\n- Cobalt Health was founded in 2004.\n- Hana works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Austin.\n- Meridian Bank was founded in 2014.\n- Bluepine Aviation was founded in 1995.\n- Nadia reports to Ravi.\n- Kenji works for Meridian Bank.\n- Chiara works for Bluepine Aviation.\n- Mara works for Meridian Bank.\n- Priya reports to Chiara.\n- Ravi works for Meridian Bank.\n- Elena works for Ironwood Manufacturing.\n- Nadia works for Meridian Bank.\n- Priya works for Cobalt Health.\n- Kenji reports to Elena.\n- Mara reports to Nadia.\n- Ravi reports to Priya.\n- Ironwood Manufacturing was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1989.\n- Bruno works for Crescent Telecom.\n- Fernhill Foods is headquartered in Brno.\n- Vantage Air is headquartered in Leeds.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 2001.\n- Zoya reports to Wren.\n- Vantage Air was founded in 2001.\n- Felix works for Fernhill Foods.\n- Nadia works for Crescent Telecom.\n- Callum works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Tessa works for Vantage Air.\n- Crescent Telecom is headquartered in Leeds.\n- Callum reports to Tessa.\n- Lattice Analytics is headquartered in Dunedin.\n- Bruno reports to Nadia.\n- Zoya works for Fernhill Foods.\n- Leila reports to Zoya.\n- Tessa reports to Felix.\n- Wren reports to Callum.\n- Fernhill Foods was founded in 2009.\n- Felix reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34545", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 9865 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34546", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34547", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34548", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 87172 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34549", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34550", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 08 January 2023): For employees hired on or after 08 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3873: employee Zoya R., hired 23 June 2019, separated 29 June 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3873?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34551", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Omar.\n- Cedar Retail Group is headquartered in Malmo.\n- Summit Energy was founded in 2007.\n- Summit Energy is headquartered in Ghent.\n- Ravi works for Cedar Retail Group.\n- Leila works for Lattice Analytics.\n- Amara works for Summit Energy.\n- Callum reports to Elena.\n- Lattice Analytics was founded in 1991.\n- Sanne works for Lattice Analytics.\n- Dmitri reports to Ravi.\n- Elena works for Summit Energy.\n- Lucia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Ghent.\n- Lattice Analytics is headquartered in Ghent.\n- Zoya reports to Callum.\n- Amara reports to Leila.\n- Omar reports to Lucia.\n- Zoya works for Lattice Analytics.\n- Leila reports to Zoya.\n- Crescent Telecom was founded in 2006.\n- Cedar Retail Group was founded in 1986.\n- Omar works for Cedar Retail Group.\n- Dmitri works for Summit Energy.\n- Lucia reports to Amara.\n- Callum works for Crescent Telecom.\n- Elena reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34553", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34554", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34555", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6016: employee Hana A., hired 14 November 2023, separated 06 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6016?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34556", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 25021 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34557", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34558", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 January 2023): For employees hired on or after 31 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7388: employee Omar B., hired 14 January 2022, separated 14 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7388?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7388 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34559", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "resignation", "2": "update_benefits", "3": "payroll_issue", "4": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Fernhill Foods was founded in 2013.\n- Pablo reports to Zoya.\n- Wren reports to Hana.\n- Dmitri works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Viktor reports to Mei.\n- Ironwood Manufacturing was founded in 1976.\n- Lucia works for Bluepine Aviation.\n- Helios Logistics is headquartered in Valencia.\n- Jonas reports to Lucia.\n- Mara works for Helios Logistics.\n- Zoya reports to Anders.\n- Nadia works for Fernhill Foods.\n- Hana works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Brno.\n- Hana reports to Mara.\n- Jonas works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.\n- Wren works for Ironwood Manufacturing.\n- Mara reports to Nadia.\n- Bluepine Aviation was founded in 2006.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Helios Logistics was founded in 2010.\n- Dmitri reports to Pablo.\n- Mei reports to Dmitri.\n- Nadia reports to Jonas.\n- Zoya works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Brno.\n- Anders reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34561", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34562", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4507: employee Felix A., hired 29 June 2020, separated 25 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-4507?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34563", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9919: employee Dmitri M., hired 22 December 2019, separated 21 August 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9919?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34564", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 3, EFFECTIVE 13 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 February 2024): For employees hired on or after 25 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6259: employee Callum M., hired 11 February 2023, separated 25 September 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6259?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6259 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Ingrid works for Atlas Freight.\n- Elena reports to Tessa.\n- Wren reports to Priya.\n- Omar reports to Lucia.\n- Bluepine Aviation is headquartered in Malmo.\n- Atlas Freight is headquartered in Oslo.\n- Ingrid reports to Hana.\n- Hana works for Summit Energy.\n- Priya reports to Felix.\n- Bluepine Aviation was founded in 2013.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Felix reports to Omar.\n- Atlas Freight was founded in 1978.\n- Beacon Insurance is headquartered in Porto.\n- Omar works for Summit Energy.\n- Beacon Insurance was founded in 1981.\n- Mateo reports to Wren.\n- Tessa reports to Mateo.\n- Summit Energy was founded in 2005.\n- Mateo works for Summit Energy.\n- Tessa works for Summit Energy.\n- Lucia reports to Ingrid.\n- Felix works for Summit Energy.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Zoya.\n- Mateo works for Bluepine Aviation.\n- Zoya works for Beacon Insurance.\n- Emeka reports to Kenji.\n- Kenji reports to Priya.\n- Tessa works for Cobalt Health.\n- Tessa reports to Chiara.\n- Cobalt Health is headquartered in Tallinn.\n- Emeka works for Cobalt Health.\n- Zoya reports to Emeka.\n- Vantage Air was founded in 2013.\n- Sofia works for Cobalt Health.\n- Beacon Insurance is headquartered in Oslo.\n- Vantage Air is headquartered in Tampere.\n- Bluepine Aviation was founded in 1991.\n- Mateo reports to Tessa.\n- Priya reports to Mateo.\n- Cobalt Health was founded in 2009.\n- Beacon Insurance was founded in 2013.\n- Kenji works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Tallinn.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2007", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34567", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6591: employee Stefan K., hired 21 November 2021, separated 11 May 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6591?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34568", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4175: employee Mara K., hired 30 March 2024, separated 05 October 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4175?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34569", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Cedar Retail Group is headquartered in Bergen.\n- Atlas Freight was founded in 1987.\n- Sanne reports to Kenji.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1989.\n- Jonas works for Meridian Bank.\n- Dmitri works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Atlas Freight is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1980.\n- Kenji reports to Jonas.\n- Kenji works for Meridian Bank.\n- Ravi works for Bluepine Aviation.\n- Stefan reports to Chiara.\n- Leila reports to Omar.\n- Ravi reports to Leila.\n- Leila works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Meridian Bank is headquartered in Turku.\n- Omar reports to Dmitri.\n- Jonas reports to Ravi.\n- Stefan works for Cedar Retail Group.\n- Chiara reports to Viktor.\n- Meridian Bank was founded in 1991.\n- Dmitri reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1989", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Amara works for Cobalt Health.\n- Helios Logistics is headquartered in Malmo.\n- Elena reports to Viktor.\n- Nadia works for Cobalt Health.\n- Nadia reports to Tessa.\n- Helios Logistics was founded in 1989.\n- Beacon Insurance is headquartered in Nagoya.\n- Kenji reports to Leila.\n- Elena works for Beacon Insurance.\n- Mateo reports to Elena.\n- Hana reports to Kenji.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 1976.\n- Tessa reports to Ravi.\n- Bluepine Aviation was founded in 2002.\n- Bluepine Aviation is headquartered in Malmo.\n- Ravi works for Beacon Insurance.\n- Hana works for Helios Logistics.\n- Cobalt Health is headquartered in Dunedin.\n- Viktor reports to Nadia.\n- Viktor works for Helios Logistics.\n- Amara reports to Hana.\n- Cobalt Health was founded in 1975.\n- Tessa works for Bluepine Aviation.\n- Leila reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34572", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "file_claim", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34573", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Referral — requests specialist referral", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34574", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34575", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 33896 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34576", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2331: employee Callum K., hired 07 January 2023, separated 26 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2331?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34577", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34578", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2280: employee Aisha B., hired 19 May 2024, separated 29 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2280?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2280 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Nadia.\n- Priya works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Priya reports to Hana.\n- Bluepine Aviation is headquartered in Tampere.\n- Pinnacle Software is headquartered in Valencia.\n- Northwind Systems is headquartered in Tampere.\n- Bruno works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Bluepine Aviation was founded in 2015.\n- Yuki works for Crescent Telecom.\n- Hana reports to Viktor.\n- Northwind Systems was founded in 2008.\n- Mateo reports to Bruno.\n- Viktor reports to Yuki.\n- Sofia works for Crescent Telecom.\n- Bruno reports to Priya.\n- Sofia reports to Mateo.\n- Crescent Telecom is headquartered in Tampere.\n- Viktor works for Northwind Systems.\n- Pinnacle Software was founded in 1996.\n- Crescent Telecom was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34580", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Aisha reports to Tobias.\n- Bluepine Aviation is headquartered in Austin.\n- Priya works for Summit Energy.\n- Chiara works for Crescent Telecom.\n- Ravi works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Pablo reports to Ravi.\n- Viktor reports to Aisha.\n- Viktor works for Crescent Telecom.\n- Priya reports to Emeka.\n- Emeka reports to Stefan.\n- Ravi reports to Chiara.\n- Stefan works for Summit Energy.\n- Tobias works for Summit Energy.\n- Bluepine Aviation was founded in 1982.\n- Atlas Freight is headquartered in Brno.\n- Summit Energy was founded in 1989.\n- Emeka works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Stefan reports to Viktor.\n- Crescent Telecom was founded in 1981.\n- Summit Energy is headquartered in Brno.\n- Tobias reports to Pablo.\n- Chiara reports to Felix.\n- Pablo works for Summit Energy.\n- Atlas Freight was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34581", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Lucia.\n- Callum works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Ravi works for Helios Logistics.\n- Tobias reports to Sanne.\n- Mara reports to Mateo.\n- Deshawn works for Bluepine Aviation.\n- Ravi reports to Mara.\n- Omar reports to Kenji.\n- Bluepine Aviation was founded in 1991.\n- Mateo works for Helios Logistics.\n- Felix works for Pinnacle Software.\n- Sanne reports to Ravi.\n- Pinnacle Software was founded in 1995.\n- Felix reports to Omar.\n- Mara works for Northwind Systems.\n- Helios Logistics was founded in 1999.\n- Mateo reports to Amara.\n- Amara works for Northwind Systems.\n- Bluepine Aviation is headquartered in Turku.\n- Lucia works for Pinnacle Software.\n- Northwind Systems is headquartered in Lyon.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2005.\n- Pinnacle Software is headquartered in Lyon.\n- Kenji works for Pinnacle Software.\n- Helios Logistics is headquartered in Turku.\n- Lucia reports to Callum.\n- Sanne works for Pinnacle Software.\n- Kenji reports to Deshawn.\n- Callum reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2003", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34582", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Invoice Copy — requests a receipt or invoice", "3": "Payment Plan — asks to split a balance into installments", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34583", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 17459 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34584", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 16638, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34585", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1981.\n- Mateo reports to Mara.\n- Vantage Air was founded in 1984.\n- Tessa reports to Yuki.\n- Jonas reports to Ravi.\n- Sanne reports to Viktor.\n- Yuki reports to Mateo.\n- Mara reports to Omar.\n- Vantage Air is headquartered in Basel.\n- Jonas works for Vantage Air.\n- Ravi works for Vantage Air.\n- Yuki works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Mateo works for Cobalt Health.\n- Ravi reports to Tessa.\n- Northwind Systems was founded in 2005.\n- Mara works for Atlas Freight.\n- Cobalt Health is headquartered in Basel.\n- Tessa works for Atlas Freight.\n- Cobalt Health was founded in 2002.\n- Callum reports to Jonas.\n- Omar works for Vantage Air.\n- Sanne works for Cobalt Health.\n- Northwind Systems is headquartered in Leeds.\n- Callum works for Atlas Freight.\n- Viktor works for Vantage Air.\n- Omar reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1979", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34587", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Anders.\n- Mara works for Helios Logistics.\n- Anders works for Fernhill Foods.\n- Emeka reports to Ingrid.\n- Dmitri reports to Mara.\n- Summit Energy was founded in 2004.\n- Summit Energy is headquartered in Leeds.\n- Fernhill Foods is headquartered in Leeds.\n- Tobias reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1999.\n- Ingrid works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Ingrid reports to Dmitri.\n- Priya reports to Emeka.\n- Bluepine Aviation is headquartered in Adelaide.\n- Emeka works for Bluepine Aviation.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics was founded in 1986.\n- Lucia reports to Priya.\n- Helios Logistics is headquartered in Leeds.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1990", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34589", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 80402 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34590", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 19 October 2024): For employees hired on or after 19 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3803: employee Bruno T., hired 01 March 2022, separated 29 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3803?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34591", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "send_message", "1": "weather", "2": "play_music", "3": "set_alarm", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Lattice Analytics.\n- Lucia reports to Zoya.\n- Yuki works for Vantage Air.\n- Sanne reports to Viktor.\n- Cobalt Health was founded in 1994.\n- Viktor reports to Bruno.\n- Dmitri works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Vantage Air was founded in 1978.\n- Deshawn reports to Tessa.\n- Tessa reports to Elena.\n- Cobalt Health is headquartered in Cork.\n- Lattice Analytics is headquartered in Dunedin.\n- Bruno reports to Deshawn.\n- Nadia works for Cobalt Health.\n- Elena works for Atlas Freight.\n- Lattice Analytics was founded in 1996.\n- Vantage Air is headquartered in Basel.\n- Kenji works for Vantage Air.\n- Viktor works for Atlas Freight.\n- Kenji reports to Lucia.\n- Lucia works for Vantage Air.\n- Zoya reports to Dmitri.\n- Nadia reports to Sanne.\n- Elena reports to Yuki.\n- Yuki reports to Kenji.\n- Atlas Freight is headquartered in Basel.\n- Bruno works for Atlas Freight.\n- Atlas Freight was founded in 1979.\n- Zoya works for Atlas Freight.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34593", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34594", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34595", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4245: employee Omar S., hired 08 May 2023, separated 28 December 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4245?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34596", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Check Balance — asks for account balance", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34597", "family": "intent_hardneg", "state": "Incoming health message:\n\"out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1983.\n- Amara works for Meridian Bank.\n- Leila reports to Zoya.\n- Hana works for Meridian Bank.\n- Ravi reports to Viktor.\n- Ravi works for Atlas Freight.\n- Amara reports to Ravi.\n- Viktor works for Fernhill Foods.\n- Leila works for Atlas Freight.\n- Lucia reports to Leila.\n- Meridian Bank was founded in 1989.\n- Fernhill Foods is headquartered in Oslo.\n- Atlas Freight was founded in 2003.\n- Atlas Freight is headquartered in Malmo.\n- Tessa reports to Amara.\n- Lucia works for Fernhill Foods.\n- Hana reports to Lucia.\n- Zoya works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Tessa works for Atlas Freight.\n- Lattice Analytics was founded in 1983.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Malmo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34599", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3461: employee Yuki K., hired 04 August 2020, separated 12 November 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-3461 under the controlling rules.", "criteria": {"0": "$13,250", "1": "$12,500", "2": "$13,000", "3": "$56,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34600", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Deshawn reports to Tessa.\n- Ravi works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Omar works for Beacon Insurance.\n- Anders reports to Stefan.\n- Crescent Telecom is headquartered in Turku.\n- Nadia reports to Lucia.\n- Meridian Bank was founded in 1987.\n- Beacon Insurance is headquartered in Bergen.\n- Stefan reports to Viktor.\n- Stefan works for Crescent Telecom.\n- Lucia reports to Omar.\n- Nadia works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Cobalt Health was founded in 2002.\n- Cobalt Health is headquartered in Bergen.\n- Ravi reports to Deshawn.\n- Anders works for Meridian Bank.\n- Viktor works for Beacon Insurance.\n- Jonas reports to Nadia.\n- Meridian Bank is headquartered in Basel.\n- Beacon Insurance was founded in 1995.\n- Viktor reports to Mateo.\n- Jonas works for Crescent Telecom.\n- Tessa works for Beacon Insurance.\n- Tessa reports to Jonas.\n- Crescent Telecom was founded in 1994.\n- Omar reports to Anders.\n- Felix reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Jonas.\n- Mateo works for Summit Energy.\n- Wren reports to Anders.\n- Sofia reports to Mateo.\n- Beacon Insurance was founded in 1986.\n- Yuki works for Cedar Retail Group.\n- Deshawn reports to Wren.\n- Atlas Freight was founded in 1989.\n- Summit Energy is headquartered in Adelaide.\n- Sofia works for Beacon Insurance.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1990.\n- Summit Energy was founded in 1977.\n- Beacon Insurance is headquartered in Basel.\n- Wren works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Yuki reports to Sofia.\n- Atlas Freight is headquartered in Basel.\n- Tessa works for Cedar Retail Group.\n- Anders reports to Yuki.\n- Deshawn works for Beacon Insurance.\n- Jonas reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34603", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6011: employee Viktor T., hired 27 September 2020, separated 27 May 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6011?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Dmitri.\n- Felix works for Meridian Bank.\n- Crescent Telecom was founded in 2003.\n- Wren reports to Jonas.\n- Wren works for Cobalt Health.\n- Bruno works for Northwind Systems.\n- Dmitri works for Meridian Bank.\n- Felix reports to Omar.\n- Kenji works for Crescent Telecom.\n- Cobalt Health was founded in 1990.\n- Zoya works for Northwind Systems.\n- Bruno reports to Viktor.\n- Omar reports to Zoya.\n- Northwind Systems was founded in 2004.\n- Meridian Bank is headquartered in Cork.\n- Amara works for Meridian Bank.\n- Kenji reports to Elena.\n- Zoya reports to Kenji.\n- Northwind Systems is headquartered in Tallinn.\n- Meridian Bank was founded in 1990.\n- Chiara reports to Amara.\n- Elena works for Cobalt Health.\n- Viktor works for Northwind Systems.\n- Viktor reports to Chiara.\n- Elena reports to Bruno.\n- Jonas works for Northwind Systems.\n- Chiara works for Meridian Bank.\n- Crescent Telecom is headquartered in Cork.\n- Omar works for Meridian Bank.\n- Cobalt Health is headquartered in Adelaide.\n- Dmitri reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34605", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34606", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "install_software", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34607", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 7, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3123: employee Mei S., hired 15 August 2021, separated 06 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3123?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Basel.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Ingrid reports to Kenji.\n- Callum works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Aisha reports to Hana.\n- Ironwood Manufacturing was founded in 2005.\n- Mei reports to Deshawn.\n- Jonas works for Crescent Telecom.\n- Beacon Insurance is headquartered in Nagoya.\n- Atlas Freight was founded in 1998.\n- Aisha works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Dmitri reports to Sanne.\n- Deshawn reports to Jonas.\n- Bruno reports to Anders.\n- Mei works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Basel.\n- Sanne reports to Bruno.\n- Jonas reports to Callum.\n- Dmitri works for Atlas Freight.\n- Kenji reports to Aisha.\n- Anders works for Crescent Telecom.\n- Deshawn works for Ironwood Manufacturing.\n- Callum reports to Ingrid.\n- Hana works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Anders reports to Mei.\n- Kenji works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34609", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 21167\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34610", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2701: employee Lucia S., hired 31 August 2021, separated 26 September 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2701?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Bruno.\n- Felix works for Cobalt Health.\n- Crescent Telecom is headquartered in Austin.\n- Chiara reports to Viktor.\n- Yuki works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Northwind Systems was founded in 1988.\n- Ingrid works for Lattice Analytics.\n- Northwind Systems is headquartered in Dunedin.\n- Bruno reports to Jonas.\n- Lattice Analytics is headquartered in Austin.\n- Viktor works for Northwind Systems.\n- Lattice Analytics was founded in 1996.\n- Jonas reports to Ingrid.\n- Crescent Telecom was founded in 2005.\n- Mei works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Ingrid reports to Chiara.\n- Cobalt Health is headquartered in Cork.\n- Viktor reports to Mei.\n- Felix reports to Yuki.\n- Chiara works for Crescent Telecom.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Fernhill Foods is headquartered in Basel.\n- Meridian Bank was founded in 2006.\n- Chiara reports to Kenji.\n- Nadia works for Meridian Bank.\n- Atlas Freight is headquartered in Leeds.\n- Kenji reports to Zoya.\n- Kenji works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Zoya reports to Callum.\n- Helios Logistics was founded in 2013.\n- Jonas reports to Lucia.\n- Amara works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Callum reports to Nadia.\n- Fernhill Foods was founded in 1978.\n- Meridian Bank is headquartered in Turku.\n- Callum works for Atlas Freight.\n- Lucia reports to Amara.\n- Helios Logistics is headquartered in Dunedin.\n- Amara reports to Chiara.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1978", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Sofia reports to Nadia.\n- Emeka reports to Felix.\n- Cobalt Health was founded in 2001.\n- Leila works for Meridian Bank.\n- Tessa reports to Leila.\n- Helios Logistics was founded in 2000.\n- Leila reports to Anders.\n- Callum works for Bluepine Aviation.\n- Meridian Bank is headquartered in Turku.\n- Meridian Bank was founded in 2014.\n- Nadia reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Cobalt Health is headquartered in Ghent.\n- Felix reports to Callum.\n- Sofia works for Helios Logistics.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2001.\n- Anders works for Helios Logistics.\n- Emeka works for Bluepine Aviation.\n- Felix works for Cobalt Health.\n- Helios Logistics is headquartered in Basel.\n- Anders reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Ghent", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34614", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 14 January 2025): For employees hired on or after 14 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-8037: employee Mateo B., hired 25 September 2024, separated 01 January 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-8037?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-8037 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Brno.\n- Crescent Telecom was founded in 2003.\n- Mateo works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Ingrid works for Atlas Freight.\n- Mara reports to Zoya.\n- Crescent Telecom is headquartered in Austin.\n- Jonas works for Atlas Freight.\n- Tobias reports to Felix.\n- Ingrid reports to Bruno.\n- Bruno reports to Mateo.\n- Felix reports to Leila.\n- Leila reports to Mara.\n- Leila works for Meridian Bank.\n- Mateo reports to Tobias.\n- Tobias works for Meridian Bank.\n- Yuki works for Atlas Freight.\n- Jonas reports to Yuki.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 2011.\n- Fernhill Foods was founded in 1984.\n- Atlas Freight is headquartered in Halifax.\n- Felix works for Atlas Freight.\n- Fernhill Foods is headquartered in Austin.\n- Atlas Freight was founded in 1988.\n- Yuki reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34616", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34617", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 11 February 2023): For employees hired on or after 11 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4478: employee Zoya S., hired 23 August 2020, separated 14 July 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4478?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34618", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34619", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34620", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 50954\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34621", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34622", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-6057: employee Chiara K., hired 05 June 2022, separated 25 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-6057?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-6057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Chiara reports to Elena.\n- Lucia works for Fernhill Foods.\n- Sofia reports to Callum.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Lucia reports to Hana.\n- Hana reports to Mateo.\n- Callum reports to Amara.\n- Hana works for Pinnacle Software.\n- Nadia works for Fernhill Foods.\n- Amara works for Ironwood Manufacturing.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 2005.\n- Ironwood Manufacturing was founded in 1986.\n- Meridian Bank is headquartered in Basel.\n- Viktor works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Austin.\n- Elena reports to Nadia.\n- Pinnacle Software is headquartered in Tampere.\n- Chiara works for Fernhill Foods.\n- Mateo reports to Chiara.\n- Fernhill Foods was founded in 2009.\n- Viktor reports to Sofia.\n- Fernhill Foods is headquartered in Tampere.\n- Nadia reports to Viktor.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34624", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34625", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Refill Rx — requests medication refill", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Ingrid reports to Chiara.\n- Zoya works for Meridian Bank.\n- Amara reports to Sanne.\n- Zoya reports to Priya.\n- Felix works for Helios Logistics.\n- Meridian Bank was founded in 1989.\n- Pablo works for Meridian Bank.\n- Callum reports to Amara.\n- Emeka works for Helios Logistics.\n- Northwind Systems is headquartered in Valencia.\n- Helios Logistics is headquartered in Malmo.\n- Chiara works for Northwind Systems.\n- Summit Energy was founded in 1997.\n- Leila reports to Felix.\n- Priya reports to Callum.\n- Priya works for Summit Energy.\n- Helios Logistics was founded in 2001.\n- Amara works for Summit Energy.\n- Pablo reports to Leila.\n- Northwind Systems was founded in 1989.\n- Emeka reports to Pablo.\n- Sanne reports to Emeka.\n- Callum works for Summit Energy.\n- Meridian Bank is headquartered in Valencia.\n- Tobias works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Tobias reports to Ingrid.\n- Sanne works for Northwind Systems.\n- Chiara reports to Zoya.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1992", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34627", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 4, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8205: employee Callum R., hired 02 May 2021, separated 06 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8205?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34628", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Felix works for Vantage Air.\n- Callum works for Helios Logistics.\n- Beacon Insurance was founded in 1987.\n- Nadia reports to Ravi.\n- Helios Logistics was founded in 1996.\n- Beacon Insurance is headquartered in Turku.\n- Fernhill Foods was founded in 1997.\n- Fernhill Foods is headquartered in Malmo.\n- Ravi works for Beacon Insurance.\n- Mara reports to Felix.\n- Felix reports to Tobias.\n- Mara works for Helios Logistics.\n- Ravi reports to Bruno.\n- Callum reports to Mara.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Nadia works for Beacon Insurance.\n- Pablo works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Vantage Air is headquartered in Turku.\n- Tobias reports to Nadia.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Turku", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34629", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Hana.\n- Anders works for Fernhill Foods.\n- Leila works for Northwind Systems.\n- Northwind Systems was founded in 1989.\n- Felix reports to Stefan.\n- Lattice Analytics is headquartered in Tallinn.\n- Priya reports to Felix.\n- Pablo works for Fernhill Foods.\n- Felix works for Lattice Analytics.\n- Aisha works for Cobalt Health.\n- Leila reports to Elena.\n- Cobalt Health was founded in 2015.\n- Hana reports to Pablo.\n- Fernhill Foods was founded in 2006.\n- Northwind Systems is headquartered in Cork.\n- Pablo reports to Aisha.\n- Ravi works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Aisha reports to Jonas.\n- Nadia reports to Ravi.\n- Jonas works for Fernhill Foods.\n- Priya works for Lattice Analytics.\n- Fernhill Foods is headquartered in Bergen.\n- Lattice Analytics was founded in 2012.\n- Elena works for Lattice Analytics.\n- Cobalt Health is headquartered in Tallinn.\n- Stefan works for Northwind Systems.\n- Nadia works for Cobalt Health.\n- Anders reports to Leila.\n- Ravi reports to Priya.\n- Jonas reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2001", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34631", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Mateo.\n- Tessa reports to Amara.\n- Deshawn works for Crescent Telecom.\n- Summit Energy was founded in 1983.\n- Hana reports to Tessa.\n- Crescent Telecom is headquartered in Basel.\n- Anders works for Helios Logistics.\n- Tessa works for Fernhill Foods.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Leeds.\n- Crescent Telecom was founded in 1985.\n- Ravi reports to Tobias.\n- Mateo works for Crescent Telecom.\n- Mei works for Helios Logistics.\n- Fernhill Foods was founded in 1986.\n- Kenji reports to Mei.\n- Mei reports to Deshawn.\n- Helios Logistics is headquartered in Tampere.\n- Amara works for Crescent Telecom.\n- Mateo reports to Ravi.\n- Kenji works for Summit Energy.\n- Deshawn reports to Hana.\n- Tobias reports to Kenji.\n- Summit Energy is headquartered in Malmo.\n- Hana works for Fernhill Foods.\n- Tobias works for Crescent Telecom.\n- Helios Logistics was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34633", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34634", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Yuki.\n- Tobias works for Beacon Insurance.\n- Tessa works for Beacon Insurance.\n- Priya reports to Sofia.\n- Fernhill Foods is headquartered in Turku.\n- Sanne reports to Ingrid.\n- Pinnacle Software is headquartered in Porto.\n- Pablo works for Cobalt Health.\n- Beacon Insurance was founded in 1995.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Tessa.\n- Ravi works for Cobalt Health.\n- Leila reports to Tobias.\n- Tobias reports to Ravi.\n- Pablo reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Fernhill Foods was founded in 2012.\n- Ingrid reports to Deshawn.\n- Priya works for Fernhill Foods.\n- Omar reports to Leila.\n- Omar works for Beacon Insurance.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software was founded in 1980.\n- Leila works for Cobalt Health.\n- Deshawn reports to Priya.\n- Yuki works for Cobalt Health.\n- Tessa reports to Omar.\n- Cobalt Health was founded in 1999.\n- Cobalt Health is headquartered in Austin.\n- Beacon Insurance is headquartered in Cork.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34636", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2993: employee Tobias B., hired 31 March 2023, separated 19 October 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2993?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2993 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34637", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 02 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5507: employee Nadia A., hired 20 March 2023, separated 20 July 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2025-5507 under the controlling rules.", "criteria": {"0": "$1,625", "1": "$5,000", "2": "$4,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34638", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5327: employee Kenji R., hired 19 August 2022, separated 01 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-5327 under the controlling rules.", "criteria": {"0": "$12,400", "1": "$12,900", "2": "$53,733", "3": "$12,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34639", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 March 2025): For employees hired on or after 22 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1682: employee Leila M., hired 16 February 2023, separated 22 May 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1682?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34640", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34641", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34642", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34643", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-5 (VERSION 4, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 November 2023): For employees hired on or after 15 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4762: employee Jonas K., hired 30 December 2022, separated 22 January 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-4762 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$8,000", "2": "$7,000", "3": "$3,850"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4762 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34644", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 5, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5515: employee Aisha T., hired 04 March 2022, separated 09 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-5515?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34645", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3155: employee Leila S., hired 06 July 2023, separated 10 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3155?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3155 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34646", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34647", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 7, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 June 2025): For employees hired on or after 15 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9395: employee Omar S., hired 23 November 2021, separated 19 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9395?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34648", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 September 2023): For employees hired on or after 08 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9891: employee Jonas A., hired 18 January 2020, separated 08 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9891?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34649", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 03 October 2023): For employees hired on or after 03 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6541: employee Wren T., hired 28 August 2022, separated 06 November 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-6541 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$10,000", "2": "$8,000", "3": "$2,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Cork.\n- Chiara reports to Aisha.\n- Callum reports to Zoya.\n- Summit Energy is headquartered in Adelaide.\n- Nadia works for Meridian Bank.\n- Chiara works for Ironwood Manufacturing.\n- Pablo works for Bluepine Aviation.\n- Pablo reports to Leila.\n- Mara works for Summit Energy.\n- Sanne reports to Chiara.\n- Mara reports to Ingrid.\n- Sanne works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1989.\n- Aisha works for Bluepine Aviation.\n- Nadia reports to Sanne.\n- Kenji works for Summit Energy.\n- Aisha reports to Mara.\n- Zoya works for Bluepine Aviation.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Kenji reports to Callum.\n- Callum works for Bluepine Aviation.\n- Dmitri reports to Pablo.\n- Zoya reports to Dmitri.\n- Ingrid reports to Kenji.\n- Bluepine Aviation was founded in 1986.\n- Ingrid works for Bluepine Aviation.\n- Summit Energy was founded in 1989.\n- Dmitri works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34651", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cobalt Health.\n- Dmitri reports to Wren.\n- Dmitri works for Pinnacle Software.\n- Deshawn reports to Priya.\n- Cobalt Health was founded in 1984.\n- Lattice Analytics is headquartered in Bergen.\n- Priya reports to Dmitri.\n- Amara works for Helios Logistics.\n- Wren works for Cobalt Health.\n- Leila works for Lattice Analytics.\n- Priya works for Cobalt Health.\n- Helios Logistics is headquartered in Bergen.\n- Lattice Analytics was founded in 2011.\n- Chiara works for Helios Logistics.\n- Leila reports to Mara.\n- Mara works for Lattice Analytics.\n- Helios Logistics was founded in 1998.\n- Cobalt Health is headquartered in Adelaide.\n- Pinnacle Software was founded in 2014.\n- Pinnacle Software is headquartered in Brno.\n- Amara reports to Chiara.\n- Wren reports to Leila.\n- Chiara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1987", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34653", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 7, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1631: employee Omar A., hired 22 December 2021, separated 18 September 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-1631 under the controlling rules.", "criteria": {"0": "$7,250", "1": "$5,312", "2": "$22,750", "3": "$5,250"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34654", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "weather", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34655", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Ship order 97691 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34656", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34657", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 21 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 January 2024): For employees hired on or after 13 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4161: employee Yuki R., hired 24 January 2023, separated 28 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-4161 under the controlling rules.", "criteria": {"0": "$2,850", "1": "$17,333", "2": "$3,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4161 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34658", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34659", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4202: employee Nadia A., hired 02 February 2021, separated 17 April 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4202?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4202 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34660", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8368: employee Mateo R., hired 30 December 2023, separated 30 May 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8368?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34661", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 18695, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34662", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Leila reports to Zoya.\n- Atlas Freight was founded in 1984.\n- Sanne reports to Leila.\n- Helios Logistics was founded in 1989.\n- Jonas reports to Stefan.\n- Leila works for Atlas Freight.\n- Deshawn works for Helios Logistics.\n- Beacon Insurance is headquartered in Austin.\n- Stefan reports to Ingrid.\n- Jonas works for Atlas Freight.\n- Zoya works for Helios Logistics.\n- Stefan works for Helios Logistics.\n- Nadia reports to Felix.\n- Beacon Insurance was founded in 2008.\n- Helios Logistics is headquartered in Austin.\n- Felix works for Atlas Freight.\n- Hana reports to Sanne.\n- Ingrid works for Atlas Freight.\n- Felix reports to Jonas.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1997.\n- Nadia works for Atlas Freight.\n- Deshawn reports to Nadia.\n- Zoya reports to Deshawn.\n- Hana works for Atlas Freight.\n- Sanne works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34663", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2828: employee Anders A., hired 03 October 2021, separated 21 January 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-2828 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,775", "2": "$30,333", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2828 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34664", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Amara reports to Mara.\n- Vantage Air was founded in 2001.\n- Yuki reports to Mei.\n- Felix works for Vantage Air.\n- Elena works for Cedar Retail Group.\n- Chiara reports to Yuki.\n- Beacon Insurance was founded in 2003.\n- Kenji works for Vantage Air.\n- Amara works for Atlas Freight.\n- Mara reports to Felix.\n- Atlas Freight was founded in 2005.\n- Cedar Retail Group was founded in 1986.\n- Vantage Air is headquartered in Leeds.\n- Wren reports to Jonas.\n- Mei works for Cedar Retail Group.\n- Wren works for Vantage Air.\n- Felix reports to Kenji.\n- Mei reports to Tessa.\n- Dmitri reports to Elena.\n- Jonas reports to Chiara.\n- Kenji reports to Wren.\n- Jonas works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Elena reports to Amara.\n- Atlas Freight is headquartered in Tallinn.\n- Yuki works for Cedar Retail Group.\n- Mara works for Beacon Insurance.\n- Dmitri works for Atlas Freight.\n- Beacon Insurance is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34666", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 02 January 2024): For employees hired on or after 02 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9327: employee Zoya K., hired 22 December 2020, separated 09 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9327?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34667", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1983.\n- Stefan reports to Amara.\n- Lucia works for Bluepine Aviation.\n- Dmitri reports to Elena.\n- Ingrid works for Bluepine Aviation.\n- Stefan works for Cedar Retail Group.\n- Vantage Air was founded in 1977.\n- Viktor works for Vantage Air.\n- Felix reports to Ingrid.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Dmitri works for Meridian Bank.\n- Bluepine Aviation was founded in 2013.\n- Anders reports to Lucia.\n- Elena reports to Mei.\n- Callum reports to Stefan.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Amara works for Bluepine Aviation.\n- Vantage Air is headquartered in Nagoya.\n- Anders works for Vantage Air.\n- Leila works for Meridian Bank.\n- Felix works for Vantage Air.\n- Viktor reports to Callum.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mei reports to Leila.\n- Lucia reports to Felix.\n- Meridian Bank is headquartered in Nagoya.\n- Elena works for Cedar Retail Group.\n- Leila reports to Viktor.\n- Amara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34668", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 22 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 22 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3552: employee Stefan R., hired 31 January 2024, separated 15 August 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-3552 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$40,000", "2": "$9,231", "3": "$1,154"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34669", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8235: employee Ravi R., hired 20 February 2022, separated 16 December 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8235?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8235 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34670", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6442: employee Callum B., hired 31 October 2023, separated 04 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6442?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34671", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34672", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 11 April 2024): For employees hired on or after 11 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5643: employee Wren B., hired 14 August 2020, separated 16 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5643?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Brno.\n- Sofia works for Ironwood Manufacturing.\n- Pablo reports to Stefan.\n- Sanne works for Lattice Analytics.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha reports to Viktor.\n- Bluepine Aviation was founded in 1984.\n- Mara reports to Priya.\n- Bluepine Aviation is headquartered in Leeds.\n- Sofia reports to Pablo.\n- Viktor reports to Sofia.\n- Aisha works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1988.\n- Beacon Insurance was founded in 1980.\n- Stefan works for Beacon Insurance.\n- Lattice Analytics was founded in 2003.\n- Mara works for Bluepine Aviation.\n- Priya works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pablo works for Bluepine Aviation.\n- Stefan reports to Mara.\n- Priya reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1980", "2": "1983", "3": "1975"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34674", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Anders reports to Yuki.\n- Ingrid reports to Amara.\n- Wren reports to Anders.\n- Lattice Analytics is headquartered in Halifax.\n- Ingrid works for Vantage Air.\n- Bluepine Aviation was founded in 1989.\n- Vantage Air was founded in 1981.\n- Bluepine Aviation is headquartered in Leeds.\n- Nadia reports to Ingrid.\n- Kenji reports to Jonas.\n- Chiara reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1985.\n- Kenji works for Vantage Air.\n- Amara reports to Kenji.\n- Amara works for Summit Energy.\n- Vantage Air is headquartered in Malmo.\n- Yuki reports to Nadia.\n- Jonas works for Bluepine Aviation.\n- Jonas reports to Chiara.\n- Summit Energy is headquartered in Halifax.\n- Chiara works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1988", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34676", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-5 (VERSION 2, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 September 2023): For employees hired on or after 30 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6430: employee Jonas B., hired 01 November 2021, separated 12 November 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-6430 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$26,000", "2": "$4,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Meridian Bank is headquartered in Leeds.\n- Callum works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Leeds.\n- Beacon Insurance was founded in 1985.\n- Beacon Insurance is headquartered in Brno.\n- Zoya works for Meridian Bank.\n- Cobalt Health was founded in 1991.\n- Felix reports to Lucia.\n- Amara works for Beacon Insurance.\n- Mei reports to Hana.\n- Zoya reports to Priya.\n- Hana reports to Callum.\n- Mei works for Cobalt Health.\n- Kenji works for Beacon Insurance.\n- Cobalt Health is headquartered in Oslo.\n- Meridian Bank was founded in 1976.\n- Hana works for Meridian Bank.\n- Wren reports to Pablo.\n- Anders works for Meridian Bank.\n- Wren works for Beacon Insurance.\n- Lucia reports to Wren.\n- Priya reports to Amara.\n- Felix works for Cobalt Health.\n- Callum reports to Felix.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Zoya.\n- Anders reports to Kenji.\n- Priya works for Meridian Bank.\n- Lucia works for Meridian Bank.\n- Cedar Retail Group was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34679", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Deshawn.\n- Lucia reports to Priya.\n- Tobias reports to Bruno.\n- Deshawn reports to Lucia.\n- Cedar Retail Group was founded in 1976.\n- Sanne reports to Tobias.\n- Ingrid reports to Wren.\n- Zoya reports to Ingrid.\n- Vantage Air is headquartered in Brno.\n- Bruno works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Lucia works for Vantage Air.\n- Wren works for Cedar Retail Group.\n- Mara works for Meridian Bank.\n- Pinnacle Software was founded in 1978.\n- Sanne works for Vantage Air.\n- Pinnacle Software is headquartered in Valencia.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Valencia.\n- Priya reports to Mara.\n- Tobias works for Meridian Bank.\n- Mara reports to Zoya.\n- Priya works for Cedar Retail Group.\n- Meridian Bank was founded in 1977.\n- Ingrid works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34681", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6459: employee Sanne T., hired 21 July 2020, separated 13 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-6459?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ingrid.\n- Elena reports to Callum.\n- Anders reports to Mei.\n- Viktor reports to Tessa.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1983.\n- Tessa works for Crescent Telecom.\n- Meridian Bank is headquartered in Halifax.\n- Fernhill Foods was founded in 2007.\n- Bruno works for Ironwood Manufacturing.\n- Callum reports to Anders.\n- Mei works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Crescent Telecom was founded in 1983.\n- Dmitri works for Meridian Bank.\n- Ingrid reports to Elena.\n- Ravi works for Crescent Telecom.\n- Priya reports to Dmitri.\n- Viktor works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Ingrid works for Fernhill Foods.\n- Ravi reports to Priya.\n- Dmitri reports to Bruno.\n- Jonas works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Mei reports to Jonas.\n- Jonas reports to Viktor.\n- Elena works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Brno.\n- Meridian Bank was founded in 2006.\n- Crescent Telecom is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Ghent", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34683", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Elena.\n- Leila works for Lattice Analytics.\n- Tobias reports to Jonas.\n- Mei works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Emeka reports to Mei.\n- Wren reports to Emeka.\n- Dmitri reports to Sanne.\n- Fernhill Foods was founded in 2014.\n- Sanne works for Lattice Analytics.\n- Lattice Analytics was founded in 1989.\n- Fernhill Foods is headquartered in Tallinn.\n- Anders works for Crescent Telecom.\n- Lattice Analytics is headquartered in Leeds.\n- Anders reports to Aisha.\n- Elena works for Fernhill Foods.\n- Mei reports to Leila.\n- Vantage Air was founded in 1981.\n- Bruno works for Lattice Analytics.\n- Leila reports to Bruno.\n- Elena reports to Dmitri.\n- Sanne reports to Tobias.\n- Jonas works for Crescent Telecom.\n- Bruno reports to Anders.\n- Aisha works for Vantage Air.\n- Crescent Telecom is headquartered in Valencia.\n- Crescent Telecom was founded in 1993.\n- Dmitri works for Fernhill Foods.\n- Tobias works for Crescent Telecom.\n- Emeka works for Lattice Analytics.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34685", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 3, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7944: employee Zoya K., hired 03 July 2023, separated 24 March 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7944?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1983.\n- Ingrid reports to Emeka.\n- Chiara works for Cobalt Health.\n- Emeka reports to Amara.\n- Summit Energy is headquartered in Adelaide.\n- Leila works for Summit Energy.\n- Atlas Freight is headquartered in Malmo.\n- Leila reports to Kenji.\n- Emeka works for Atlas Freight.\n- Deshawn reports to Chiara.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cobalt Health is headquartered in Malmo.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2004.\n- Amara reports to Leila.\n- Chiara reports to Ingrid.\n- Ravi works for Cobalt Health.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy was founded in 2006.\n- Amara works for Cedar Retail Group.\n- Atlas Freight was founded in 1992.\n- Kenji reports to Ravi.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34687", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "quote_request", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34688", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34689", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Turku.\n- Stefan works for Northwind Systems.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia reports to Stefan.\n- Vantage Air is headquartered in Turku.\n- Lucia works for Cedar Retail Group.\n- Deshawn reports to Jonas.\n- Stefan reports to Deshawn.\n- Northwind Systems was founded in 1990.\n- Bluepine Aviation was founded in 1993.\n- Kenji works for Bluepine Aviation.\n- Jonas reports to Priya.\n- Deshawn works for Bluepine Aviation.\n- Northwind Systems is headquartered in Porto.\n- Ingrid works for Bluepine Aviation.\n- Nadia works for Northwind Systems.\n- Nadia reports to Lucia.\n- Priya works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Ingrid reports to Nadia.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1990.\n- Priya reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34690", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34691", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3323: employee Yuki K., hired 27 September 2022, separated 11 May 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3323?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34692", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34693", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Dispute Charge — reports an unauthorized charge", "2": "Payment Plan — asks to split a balance into installments", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34694", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 6, EFFECTIVE 16 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9542: employee Yuki B., hired 29 April 2024, separated 28 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9542?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Beacon Insurance.\n- Sofia works for Bluepine Aviation.\n- Anders reports to Mei.\n- Bluepine Aviation was founded in 2007.\n- Amara works for Cedar Retail Group.\n- Wren reports to Callum.\n- Cedar Retail Group is headquartered in Oslo.\n- Lucia works for Cedar Retail Group.\n- Priya works for Fernhill Foods.\n- Cedar Retail Group was founded in 1988.\n- Mei reports to Wren.\n- Chiara works for Cedar Retail Group.\n- Fernhill Foods was founded in 1990.\n- Stefan works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Lucia reports to Amara.\n- Fernhill Foods is headquartered in Malmo.\n- Priya reports to Anders.\n- Bluepine Aviation is headquartered in Malmo.\n- Amara reports to Chiara.\n- Anders works for Bluepine Aviation.\n- Mei works for Fernhill Foods.\n- Chiara reports to Priya.\n- Beacon Insurance is headquartered in Malmo.\n- Sofia reports to Lucia.\n- Callum reports to Stefan.\n- Beacon Insurance was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Austin", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34696", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5589: employee Mei R., hired 07 April 2023, separated 25 November 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5589?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34697", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34698", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Dmitri works for Crescent Telecom.\n- Nadia reports to Elena.\n- Meridian Bank is headquartered in Bergen.\n- Dmitri reports to Nadia.\n- Amara reports to Mei.\n- Wren works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Deshawn reports to Wren.\n- Ironwood Manufacturing was founded in 1978.\n- Pablo reports to Tessa.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Crescent Telecom was founded in 1977.\n- Elena reports to Stefan.\n- Elena works for Meridian Bank.\n- Tessa works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Stefan works for Crescent Telecom.\n- Atlas Freight was founded in 2014.\n- Mara reports to Amara.\n- Mara works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Halifax.\n- Ravi reports to Deshawn.\n- Amara works for Ironwood Manufacturing.\n- Tessa reports to Dmitri.\n- Deshawn works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Stefan reports to Mara.\n- Meridian Bank was founded in 2009.\n- Wren reports to Pablo.\n- Pablo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34699", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-2 (VERSION 3, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9913: employee Chiara M., hired 04 June 2023, separated 27 December 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9913?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34700", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 15804 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34701", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34702", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2011.\n- Stefan works for Atlas Freight.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Priya.\n- Lattice Analytics is headquartered in Oslo.\n- Stefan reports to Emeka.\n- Nadia works for Lattice Analytics.\n- Priya works for Helios Logistics.\n- Atlas Freight is headquartered in Valencia.\n- Aisha works for Helios Logistics.\n- Mateo reports to Chiara.\n- Emeka reports to Callum.\n- Atlas Freight was founded in 2000.\n- Chiara reports to Nadia.\n- Cedar Retail Group is headquartered in Oslo.\n- Callum works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Aisha reports to Pablo.\n- Priya reports to Aisha.\n- Helios Logistics was founded in 1987.\n- Pablo reports to Mateo.\n- Pablo works for Atlas Freight.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Valencia.\n- Callum reports to Tobias.\n- Lattice Analytics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34703", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "set_alarm", "2": "send_message", "3": "weather", "4": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34704", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 December 2022): For employees hired on or after 29 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4874: employee Callum B., hired 31 July 2022, separated 31 May 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2026-4874 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$10,885", "3": "$4,154"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34705", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34706", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 15 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 15 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-8669: employee Callum K., hired 05 October 2021, separated 23 August 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-8669?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-8669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34707", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8861: employee Lucia B., hired 19 January 2022, separated 03 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8861?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1984.\n- Sofia reports to Mara.\n- Zoya reports to Mei.\n- Mei reports to Tessa.\n- Mara reports to Amara.\n- Zoya works for Atlas Freight.\n- Tessa reports to Kenji.\n- Pablo reports to Chiara.\n- Kenji reports to Nadia.\n- Helios Logistics is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tessa works for Ironwood Manufacturing.\n- Pablo works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Amara works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Nadia reports to Sofia.\n- Nadia works for Atlas Freight.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Zoya.\n- Mara works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Northwind Systems is headquartered in Valencia.\n- Northwind Systems was founded in 2015.\n- Ironwood Manufacturing was founded in 1994.\n- Sofia works for Northwind Systems.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34710", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34711", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 2, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2559: employee Kenji A., hired 07 August 2023, separated 20 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2559?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2559 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34712", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-5 (VERSION 7, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3420: employee Yuki K., hired 01 September 2024, separated 17 June 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3420?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34713", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34714", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34715", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34716", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-3314: employee Aisha M., hired 02 October 2019, separated 31 December 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-3314?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-3314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34717", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 August 2023): For employees hired on or after 04 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-3039: employee Emeka A., hired 17 April 2020, separated 13 April 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-3039?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-3039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34718", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34719", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34720", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-7 (VERSION 7, EFFECTIVE 17 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 26 May 2023): For employees hired on or after 26 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5009: employee Lucia B., hired 04 June 2022, separated 28 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5009?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34721", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "changes benefits enrollment", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34722", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34723", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34724", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 03 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3838: employee Ravi K., hired 18 September 2021, separated 16 May 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3838?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34725", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7288: employee Lucia T., hired 08 November 2022, separated 09 May 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7288?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34726", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 5, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 August 2023): For employees hired on or after 27 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3888: employee Sanne M., hired 12 January 2021, separated 04 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-3888?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34727", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Amara.\n- Priya works for Cedar Retail Group.\n- Priya reports to Chiara.\n- Cedar Retail Group was founded in 2009.\n- Pablo reports to Anders.\n- Chiara works for Atlas Freight.\n- Fernhill Foods was founded in 1996.\n- Atlas Freight was founded in 1993.\n- Pablo works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Deshawn works for Cedar Retail Group.\n- Emeka works for Bluepine Aviation.\n- Stefan reports to Deshawn.\n- Mara reports to Mei.\n- Tessa reports to Stefan.\n- Emeka reports to Pablo.\n- Atlas Freight is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1993.\n- Mei reports to Priya.\n- Amara reports to Emeka.\n- Mei works for Bluepine Aviation.\n- Stefan works for Atlas Freight.\n- Anders reports to Tessa.\n- Bluepine Aviation is headquartered in Basel.\n- Fernhill Foods is headquartered in Leeds.\n- Amara works for Bluepine Aviation.\n- Anders works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Cedar Retail Group is headquartered in Basel.\n- Chiara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34729", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "rotate_keys", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34730", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-8 (VERSION 7, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9064: employee Ingrid K., hired 25 February 2023, separated 19 February 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9064?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Ravi reports to Callum.\n- Ravi works for Pinnacle Software.\n- Helios Logistics was founded in 1999.\n- Elena works for Pinnacle Software.\n- Meridian Bank is headquartered in Oslo.\n- Callum reports to Amara.\n- Callum works for Pinnacle Software.\n- Chiara reports to Jonas.\n- Stefan works for Pinnacle Software.\n- Amara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Helios Logistics is headquartered in Oslo.\n- Jonas works for Meridian Bank.\n- Pinnacle Software is headquartered in Lyon.\n- Elena reports to Stefan.\n- Stefan reports to Sofia.\n- Meridian Bank was founded in 1981.\n- Sofia works for Helios Logistics.\n- Nadia reports to Elena.\n- Sofia reports to Bruno.\n- Bruno reports to Chiara.\n- Chiara works for Meridian Bank.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 1982.\n- Jonas reports to Ravi.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34732", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9242: employee Mara T., hired 16 June 2022, separated 15 October 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-9242 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,567", "2": "$9,885", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-34733", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 55002 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34734", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-8 (VERSION 5, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7621: employee Dmitri K., hired 18 August 2020, separated 19 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7621?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34735", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34737", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 43936 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34738", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-7469: employee Zoya S., hired 12 June 2020, separated 21 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-7469 under the controlling rules.", "criteria": {"0": "$11,100", "1": "$48,100", "2": "$12,100", "3": "$11,025"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-7469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34739", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 4, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4553: employee Viktor K., hired 14 January 2022, separated 29 July 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-4553?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34740", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6136: employee Mei K., hired 13 March 2023, separated 23 April 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6136?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Priya reports to Jonas.\n- Vantage Air is headquartered in Adelaide.\n- Emeka works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Mara works for Vantage Air.\n- Callum works for Bluepine Aviation.\n- Omar reports to Felix.\n- Callum reports to Amara.\n- Stefan works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Emeka reports to Omar.\n- Stefan reports to Mei.\n- Amara reports to Mara.\n- Vantage Air was founded in 1999.\n- Priya works for Pinnacle Software.\n- Jonas works for Fernhill Foods.\n- Bluepine Aviation was founded in 1986.\n- Mara reports to Stefan.\n- Omar works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Pinnacle Software is headquartered in Dunedin.\n- Hana reports to Callum.\n- Mei reports to Nadia.\n- Pinnacle Software was founded in 1985.\n- Fernhill Foods was founded in 2015.\n- Amara works for Vantage Air.\n- Bluepine Aviation is headquartered in Oslo.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Priya.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Bruno.\n- Sanne works for Beacon Insurance.\n- Tobias reports to Sofia.\n- Callum reports to Hana.\n- Sofia works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Stefan reports to Dmitri.\n- Atlas Freight is headquartered in Adelaide.\n- Zoya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Austin.\n- Callum works for Beacon Insurance.\n- Bluepine Aviation was founded in 2009.\n- Stefan works for Atlas Freight.\n- Beacon Insurance was founded in 2009.\n- Dmitri reports to Kenji.\n- Tobias works for Northwind Systems.\n- Atlas Freight was founded in 1984.\n- Hana works for Northwind Systems.\n- Sofia reports to Sanne.\n- Zoya reports to Stefan.\n- Northwind Systems is headquartered in Austin.\n- Sanne reports to Zoya.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance is headquartered in Adelaide.\n- Bruno works for Bluepine Aviation.\n- Northwind Systems was founded in 1992.\n- Kenji reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34743", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34744", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Mateo works for Cedar Retail Group.\n- Zoya works for Summit Energy.\n- Leila works for Cobalt Health.\n- Pablo reports to Leila.\n- Sofia reports to Aisha.\n- Lattice Analytics is headquartered in Turku.\n- Bruno reports to Tobias.\n- Lattice Analytics was founded in 1983.\n- Zoya reports to Sofia.\n- Cedar Retail Group was founded in 1980.\n- Leila reports to Tessa.\n- Pablo works for Lattice Analytics.\n- Elena works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Bruno works for Lattice Analytics.\n- Cobalt Health is headquartered in Tampere.\n- Tessa reports to Elena.\n- Summit Energy was founded in 1978.\n- Elena reports to Mateo.\n- Sofia works for Summit Energy.\n- Tessa works for Cobalt Health.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Cobalt Health was founded in 2000.\n- Aisha reports to Bruno.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34746", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Ironwood Manufacturing.\n- Mei reports to Callum.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mateo reports to Yuki.\n- Lucia works for Ironwood Manufacturing.\n- Ravi reports to Priya.\n- Summit Energy was founded in 1977.\n- Callum works for Fernhill Foods.\n- Vantage Air was founded in 2009.\n- Summit Energy is headquartered in Nagoya.\n- Callum reports to Lucia.\n- Fernhill Foods was founded in 2014.\n- Omar reports to Ravi.\n- Yuki reports to Mei.\n- Ravi works for Ironwood Manufacturing.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Mei works for Vantage Air.\n- Priya works for Summit Energy.\n- Ironwood Manufacturing was founded in 2003.\n- Vantage Air is headquartered in Adelaide.\n- Lucia reports to Omar.\n- Mateo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34747", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1505: employee Stefan S., hired 01 May 2021, separated 01 February 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1505?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34748", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 32844 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34749", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34750", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1977.\n- Northwind Systems is headquartered in Leeds.\n- Ingrid reports to Viktor.\n- Mei works for Summit Energy.\n- Crescent Telecom is headquartered in Oslo.\n- Mara works for Bluepine Aviation.\n- Crescent Telecom was founded in 2004.\n- Stefan works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Malmo.\n- Anders reports to Ingrid.\n- Sofia works for Summit Energy.\n- Aisha reports to Mateo.\n- Anders works for Northwind Systems.\n- Mara reports to Sofia.\n- Tessa works for Crescent Telecom.\n- Stefan reports to Mara.\n- Aisha works for Northwind Systems.\n- Tessa reports to Stefan.\n- Sofia reports to Mei.\n- Northwind Systems was founded in 1990.\n- Ingrid works for Crescent Telecom.\n- Viktor reports to Aisha.\n- Summit Energy was founded in 2010.\n- Mateo works for Northwind Systems.\n- Viktor works for Crescent Telecom.\n- Summit Energy is headquartered in Malmo.\n- Mateo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34751", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34752", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34753", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-4594: employee Priya K., hired 02 May 2020, separated 28 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-4594?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-4594 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34754", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34755", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4668: employee Ingrid B., hired 15 August 2023, separated 20 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2025-4668 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$17,333", "2": "$4,000", "3": "$3,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34756", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Helios Logistics.\n- Bruno reports to Sofia.\n- Lattice Analytics was founded in 2007.\n- Sofia reports to Priya.\n- Priya works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Emeka works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Elena works for Summit Energy.\n- Amara works for Lattice Analytics.\n- Bruno works for Summit Energy.\n- Helios Logistics was founded in 2004.\n- Tobias reports to Amara.\n- Sofia works for Summit Energy.\n- Amara reports to Elena.\n- Summit Energy was founded in 2003.\n- Helios Logistics is headquartered in Leeds.\n- Priya reports to Ravi.\n- Ingrid reports to Bruno.\n- Lattice Analytics is headquartered in Leeds.\n- Pinnacle Software was founded in 1980.\n- Ravi reports to Emeka.\n- Elena reports to Tessa.\n- Ingrid works for Lattice Analytics.\n- Emeka reports to Tobias.\n- Tessa works for Summit Energy.\n- Tobias works for Summit Energy.\n- Deshawn reports to Pablo.\n- Ravi works for Summit Energy.\n- Tessa reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Leeds", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34757", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Order 32339 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34758", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34759", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-9 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-7581: employee Viktor S., hired 29 September 2021, separated 13 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-7581?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-7581 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34760", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Halifax.\n- Emeka works for Cobalt Health.\n- Fernhill Foods is headquartered in Nagoya.\n- Anders works for Pinnacle Software.\n- Emeka reports to Mei.\n- Chiara works for Cobalt Health.\n- Ravi works for Pinnacle Software.\n- Stefan works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Pinnacle Software was founded in 1988.\n- Mei reports to Ravi.\n- Mateo works for Pinnacle Software.\n- Chiara reports to Mateo.\n- Ravi reports to Chiara.\n- Cobalt Health was founded in 2013.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods was founded in 1988.\n- Tobias reports to Emeka.\n- Stefan reports to Tobias.\n- Anders reports to Stefan.\n- Mei works for Cobalt Health.\n- Atlas Freight was founded in 1999.\n- Pinnacle Software is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2008", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34761", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Lucia reports to Mara.\n- Mara reports to Elena.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 2006.\n- Priya works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Bruno reports to Priya.\n- Felix reports to Bruno.\n- Crescent Telecom was founded in 2010.\n- Ravi works for Crescent Telecom.\n- Mara works for Atlas Freight.\n- Cedar Retail Group is headquartered in Malmo.\n- Cedar Retail Group was founded in 2010.\n- Felix works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Basel.\n- Mateo works for Summit Energy.\n- Atlas Freight was founded in 1987.\n- Mateo reports to Felix.\n- Bruno works for Cedar Retail Group.\n- Elena reports to Ravi.\n- Atlas Freight is headquartered in Turku.\n- Priya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1985", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34762", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 30 November 2022): For employees hired on or after 30 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6354: employee Viktor M., hired 10 August 2021, separated 03 December 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2025-6354 under the controlling rules.", "criteria": {"0": "$7,950", "1": "$6,037", "2": "$5,950", "3": "$25,783"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34763", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34764", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 December 2022): For employees hired on or after 16 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6552: employee Kenji A., hired 24 October 2022, separated 01 February 2023 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-6552 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$8,000", "2": "$34,667", "3": "$600"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6552 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Leila works for Helios Logistics.\n- Tessa works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Hana works for Helios Logistics.\n- Callum reports to Hana.\n- Hana reports to Leila.\n- Mara works for Atlas Freight.\n- Atlas Freight was founded in 1983.\n- Summit Energy is headquartered in Basel.\n- Ironwood Manufacturing was founded in 2004.\n- Leila reports to Mara.\n- Priya works for Ironwood Manufacturing.\n- Callum works for Summit Energy.\n- Anders reports to Priya.\n- Helios Logistics was founded in 1986.\n- Atlas Freight is headquartered in Malmo.\n- Mara reports to Jonas.\n- Helios Logistics is headquartered in Malmo.\n- Tessa reports to Callum.\n- Jonas works for Atlas Freight.\n- Summit Energy was founded in 1998.\n- Jonas reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34766", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 10 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7023: employee Tessa M., hired 29 April 2025, separated 14 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7023?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7023 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34767", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3261: employee Felix B., hired 15 September 2020, separated 05 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3261?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1977.\n- Emeka reports to Tobias.\n- Pablo reports to Stefan.\n- Lattice Analytics was founded in 2008.\n- Lattice Analytics is headquartered in Ghent.\n- Mara works for Cedar Retail Group.\n- Atlas Freight was founded in 2012.\n- Pablo works for Lattice Analytics.\n- Kenji works for Fernhill Foods.\n- Tobias works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Ravi works for Atlas Freight.\n- Stefan works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Atlas Freight is headquartered in Porto.\n- Fernhill Foods is headquartered in Porto.\n- Stefan reports to Ravi.\n- Mara reports to Elena.\n- Elena works for Fernhill Foods.\n- Ravi reports to Kenji.\n- Elena reports to Pablo.\n- Cedar Retail Group was founded in 2015.\n- Tobias reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34769", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34770", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 40622 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34771", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 16 June 2023): For employees hired on or after 16 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-6067: employee Mara M., hired 02 June 2022, separated 26 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-6067?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-6067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34772", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34774", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8430: employee Leila M., hired 02 November 2021, separated 29 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8430?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34775", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-9 (VERSION 3, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5592: employee Leila R., hired 06 June 2023, separated 06 September 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5592?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34776", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Felix works for Cobalt Health.\n- Tessa reports to Mara.\n- Bluepine Aviation is headquartered in Turku.\n- Cobalt Health was founded in 1977.\n- Felix reports to Ingrid.\n- Crescent Telecom is headquartered in Dunedin.\n- Cobalt Health is headquartered in Nagoya.\n- Callum works for Crescent Telecom.\n- Callum reports to Tessa.\n- Sanne works for Atlas Freight.\n- Crescent Telecom was founded in 1989.\n- Ingrid reports to Sanne.\n- Pablo works for Bluepine Aviation.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 1986.\n- Elena works for Cobalt Health.\n- Pablo reports to Felix.\n- Bluepine Aviation was founded in 1981.\n- Sanne reports to Elena.\n- Mara works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Mara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34777", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34779", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Emeka.\n- Fernhill Foods was founded in 1980.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Turku.\n- Pinnacle Software is headquartered in Cork.\n- Aisha reports to Kenji.\n- Leila works for Fernhill Foods.\n- Tobias works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Dmitri reports to Tessa.\n- Cobalt Health was founded in 1993.\n- Pinnacle Software was founded in 1982.\n- Tessa reports to Leila.\n- Dmitri works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1998.\n- Kenji reports to Anders.\n- Anders works for Cedar Retail Group.\n- Emeka reports to Tobias.\n- Cobalt Health is headquartered in Nagoya.\n- Tobias reports to Dmitri.\n- Emeka works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34780", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to play audio", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Sanne.\n- Lucia works for Beacon Insurance.\n- Omar reports to Leila.\n- Bruno reports to Pablo.\n- Cedar Retail Group is headquartered in Austin.\n- Lucia reports to Ingrid.\n- Anders works for Cedar Retail Group.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Summit Energy was founded in 2008.\n- Pablo reports to Felix.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Leila works for Cedar Retail Group.\n- Sanne reports to Omar.\n- Beacon Insurance was founded in 2011.\n- Ingrid works for Beacon Insurance.\n- Sanne works for Ironwood Manufacturing.\n- Mei works for Beacon Insurance.\n- Pablo works for Summit Energy.\n- Mei reports to Bruno.\n- Beacon Insurance is headquartered in Austin.\n- Felix reports to Ravi.\n- Cedar Retail Group was founded in 2005.\n- Ravi reports to Tobias.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Tobias reports to Lucia.\n- Bruno works for Summit Energy.\n- Anders reports to Mei.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34782", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Bruno.\n- Aisha reports to Sanne.\n- Amara works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Bergen.\n- Mara reports to Mateo.\n- Nadia reports to Pablo.\n- Cobalt Health was founded in 2013.\n- Kenji works for Cedar Retail Group.\n- Cobalt Health is headquartered in Turku.\n- Mateo reports to Yuki.\n- Bruno works for Cedar Retail Group.\n- Leila reports to Jonas.\n- Fernhill Foods was founded in 2004.\n- Mara works for Cobalt Health.\n- Fernhill Foods is headquartered in Bergen.\n- Nadia works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Beacon Insurance was founded in 1982.\n- Beacon Insurance is headquartered in Turku.\n- Pablo reports to Mara.\n- Yuki reports to Amara.\n- Cedar Retail Group was founded in 1975.\n- Leila works for Beacon Insurance.\n- Yuki works for Cobalt Health.\n- Kenji reports to Leila.\n- Amara reports to Kenji.\n- Sanne works for Beacon Insurance.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Aisha.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Bergen", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34783", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34784", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "file_claim", "2": "schedule_pickup", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mateo.\n- Anders works for Northwind Systems.\n- Meridian Bank was founded in 2012.\n- Zoya works for Lattice Analytics.\n- Mateo reports to Deshawn.\n- Felix works for Northwind Systems.\n- Lattice Analytics was founded in 1991.\n- Jonas works for Lattice Analytics.\n- Wren reports to Anders.\n- Anders reports to Felix.\n- Leila reports to Yuki.\n- Aisha works for Northwind Systems.\n- Crescent Telecom was founded in 1976.\n- Mateo works for Northwind Systems.\n- Deshawn reports to Mara.\n- Felix reports to Aisha.\n- Meridian Bank is headquartered in Tampere.\n- Aisha reports to Jonas.\n- Dmitri works for Northwind Systems.\n- Yuki works for Lattice Analytics.\n- Northwind Systems was founded in 1998.\n- Crescent Telecom is headquartered in Leeds.\n- Dmitri reports to Wren.\n- Mara works for Lattice Analytics.\n- Zoya reports to Leila.\n- Lattice Analytics is headquartered in Nagoya.\n- Northwind Systems is headquartered in Nagoya.\n- Deshawn works for Northwind Systems.\n- Yuki reports to Dmitri.\n- Leila works for Northwind Systems.\n- Wren works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Dmitri.\n- Viktor works for Pinnacle Software.\n- Tobias reports to Leila.\n- Deshawn reports to Yuki.\n- Pinnacle Software is headquartered in Porto.\n- Viktor reports to Omar.\n- Dmitri works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Yuki works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Atlas Freight is headquartered in Malmo.\n- Crescent Telecom is headquartered in Porto.\n- Kenji reports to Deshawn.\n- Kenji works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Crescent Telecom was founded in 1993.\n- Omar reports to Kenji.\n- Dmitri reports to Viktor.\n- Atlas Freight was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34787", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 14 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 14 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7566: employee Mateo B., hired 08 April 2024, separated 19 January 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7566?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7566 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34788", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 09 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6592: employee Tessa M., hired 28 June 2022, separated 17 August 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2026-6592 under the controlling rules.", "criteria": {"0": "$35,642", "1": "$10,225", "2": "$8,225", "3": "$8,138"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34789", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 94702 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2013.\n- Summit Energy is headquartered in Adelaide.\n- Jonas works for Summit Energy.\n- Meridian Bank is headquartered in Porto.\n- Sanne works for Meridian Bank.\n- Cedar Retail Group was founded in 1988.\n- Elena works for Cedar Retail Group.\n- Omar reports to Elena.\n- Elena reports to Mara.\n- Mara reports to Zoya.\n- Pinnacle Software is headquartered in Porto.\n- Sanne reports to Omar.\n- Mara works for Cedar Retail Group.\n- Zoya reports to Wren.\n- Jonas reports to Stefan.\n- Omar works for Pinnacle Software.\n- Stefan works for Cedar Retail Group.\n- Wren works for Meridian Bank.\n- Cedar Retail Group is headquartered in Porto.\n- Zoya works for Cedar Retail Group.\n- Meridian Bank was founded in 1990.\n- Wren reports to Jonas.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34792", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Cobalt Health is headquartered in Nagoya.\n- Deshawn reports to Bruno.\n- Crescent Telecom was founded in 2000.\n- Cedar Retail Group is headquartered in Cork.\n- Cedar Retail Group was founded in 2014.\n- Ingrid reports to Anders.\n- Lucia reports to Deshawn.\n- Kenji works for Cobalt Health.\n- Wren works for Crescent Telecom.\n- Kenji reports to Yuki.\n- Priya reports to Kenji.\n- Lucia works for Cobalt Health.\n- Bruno reports to Priya.\n- Ingrid works for Cedar Retail Group.\n- Yuki reports to Ingrid.\n- Bruno works for Cedar Retail Group.\n- Cobalt Health was founded in 2013.\n- Lattice Analytics is headquartered in Bergen.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 1994.\n- Mara works for Crescent Telecom.\n- Wren reports to Lucia.\n- Priya works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Turku.\n- Yuki works for Cobalt Health.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34794", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34795", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34796", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34797", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Elena.\n- Stefan works for Ironwood Manufacturing.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji works for Bluepine Aviation.\n- Deshawn reports to Tobias.\n- Dmitri works for Meridian Bank.\n- Bluepine Aviation is headquartered in Halifax.\n- Omar reports to Stefan.\n- Summit Energy was founded in 1976.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1995.\n- Elena works for Meridian Bank.\n- Yuki reports to Omar.\n- Meridian Bank was founded in 1979.\n- Elena reports to Priya.\n- Anders reports to Mei.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mei works for Bluepine Aviation.\n- Tobias works for Meridian Bank.\n- Stefan reports to Kenji.\n- Meridian Bank is headquartered in Adelaide.\n- Dmitri reports to Deshawn.\n- Priya reports to Jonas.\n- Priya works for Meridian Bank.\n- Jonas works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1998.\n- Tobias reports to Anders.\n- Mei reports to Yuki.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34799", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Viktor reports to Tobias.\n- Viktor works for Cobalt Health.\n- Chiara reports to Wren.\n- Cobalt Health was founded in 1999.\n- Tobias works for Beacon Insurance.\n- Cobalt Health is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.\n- Tobias reports to Callum.\n- Crescent Telecom is headquartered in Malmo.\n- Ravi works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Oslo.\n- Chiara works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom was founded in 1984.\n- Jonas reports to Chiara.\n- Beacon Insurance was founded in 1976.\n- Pablo reports to Ravi.\n- Wren works for Crescent Telecom.\n- Callum reports to Jonas.\n- Jonas works for Cobalt Health.\n- Bluepine Aviation was founded in 2001.\n- Ravi reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34801", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-3 (VERSION 6, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5446: employee Hana B., hired 10 July 2024, separated 08 June 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-5446 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$5,000", "3": "$5,938"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34802", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8748: employee Sanne K., hired 31 January 2022, separated 27 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-8748 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,875", "2": "$7,800", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8748 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Leila.\n- Vantage Air was founded in 2001.\n- Omar works for Bluepine Aviation.\n- Priya reports to Dmitri.\n- Anders reports to Lucia.\n- Kenji reports to Omar.\n- Bluepine Aviation was founded in 2006.\n- Stefan works for Northwind Systems.\n- Bruno reports to Anders.\n- Helios Logistics was founded in 1999.\n- Kenji works for Helios Logistics.\n- Northwind Systems is headquartered in Tallinn.\n- Felix works for Vantage Air.\n- Northwind Systems was founded in 1994.\n- Sofia reports to Stefan.\n- Anders works for Vantage Air.\n- Lucia reports to Priya.\n- Sofia works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Leila reports to Felix.\n- Stefan reports to Bruno.\n- Bruno works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Vantage Air is headquartered in Tallinn.\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Tallinn.\n- Dmitri reports to Kenji.\n- Hana reports to Sofia.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34804", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 06 December 2024): For employees hired on or after 06 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8914: employee Hana S., hired 02 September 2023, separated 21 April 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2026-8914 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,385", "2": "$8,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Cedar Retail Group.\n- Bruno works for Meridian Bank.\n- Dmitri reports to Bruno.\n- Summit Energy was founded in 1979.\n- Summit Energy is headquartered in Austin.\n- Anders reports to Stefan.\n- Stefan works for Meridian Bank.\n- Zoya reports to Dmitri.\n- Nadia reports to Ingrid.\n- Vantage Air is headquartered in Malmo.\n- Sofia reports to Zoya.\n- Cedar Retail Group was founded in 1978.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Meridian Bank is headquartered in Malmo.\n- Meridian Bank was founded in 1976.\n- Sofia works for Meridian Bank.\n- Dmitri works for Summit Energy.\n- Zoya works for Meridian Bank.\n- Anders works for Cedar Retail Group.\n- Ingrid reports to Anders.\n- Vantage Air was founded in 2009.\n- Stefan reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Malmo", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34806", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 67093\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Viktor.\n- Zoya reports to Tessa.\n- Ravi works for Ironwood Manufacturing.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Emeka.\n- Deshawn reports to Zoya.\n- Ironwood Manufacturing is headquartered in Austin.\n- Pinnacle Software is headquartered in Bergen.\n- Felix works for Bluepine Aviation.\n- Zoya works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1999.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation was founded in 1998.\n- Tessa reports to Ravi.\n- Ironwood Manufacturing was founded in 1975.\n- Jonas reports to Deshawn.\n- Tessa works for Pinnacle Software.\n- Bruno reports to Mei.\n- Ravi reports to Bruno.\n- Mei works for Cobalt Health.\n- Cobalt Health was founded in 1977.\n- Felix reports to Leila.\n- Deshawn works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Jonas works for Ironwood Manufacturing.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Jonas.\n- Viktor reports to Nadia.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Malmo.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34808", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests medication refill", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34809", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34810", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34811", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 19 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1677: employee Wren S., hired 14 December 2021, separated 20 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1677?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1677 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34812", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tampere.\n- Wren reports to Sanne.\n- Wren works for Meridian Bank.\n- Tobias reports to Wren.\n- Mara works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Sanne works for Cedar Retail Group.\n- Dmitri reports to Tobias.\n- Mara reports to Deshawn.\n- Fernhill Foods was founded in 2002.\n- Leila reports to Omar.\n- Meridian Bank was founded in 1989.\n- Sanne reports to Mara.\n- Deshawn reports to Leila.\n- Cedar Retail Group was founded in 2010.\n- Dmitri works for Cobalt Health.\n- Fernhill Foods is headquartered in Tallinn.\n- Omar works for Meridian Bank.\n- Tobias works for Cobalt Health.\n- Cobalt Health was founded in 2011.\n- Cobalt Health is headquartered in Tallinn.\n- Meridian Bank is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Bluepine Aviation was founded in 1983.\n- Atlas Freight was founded in 1982.\n- Viktor reports to Priya.\n- Bluepine Aviation is headquartered in Bergen.\n- Priya reports to Hana.\n- Northwind Systems is headquartered in Porto.\n- Hana reports to Wren.\n- Bruno reports to Sanne.\n- Northwind Systems was founded in 2013.\n- Leila reports to Deshawn.\n- Bruno works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Beacon Insurance is headquartered in Porto.\n- Wren reports to Leila.\n- Viktor works for Northwind Systems.\n- Beacon Insurance was founded in 1984.\n- Priya works for Bluepine Aviation.\n- Sanne works for Bluepine Aviation.\n- Wren works for Northwind Systems.\n- Sanne reports to Viktor.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34815", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 10306 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34816", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 2, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 August 2023): For employees hired on or after 28 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7039: employee Jonas S., hired 16 September 2022, separated 31 October 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7039?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7039 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Yuki works for Summit Energy.\n- Meridian Bank was founded in 1996.\n- Pinnacle Software is headquartered in Tallinn.\n- Meridian Bank is headquartered in Bergen.\n- Chiara reports to Ingrid.\n- Amara works for Pinnacle Software.\n- Tobias works for Summit Energy.\n- Tessa works for Summit Energy.\n- Fernhill Foods was founded in 1985.\n- Amara reports to Lucia.\n- Fernhill Foods is headquartered in Bergen.\n- Tessa reports to Amara.\n- Yuki reports to Zoya.\n- Ingrid reports to Tobias.\n- Ingrid works for Fernhill Foods.\n- Tobias reports to Yuki.\n- Lucia works for Fernhill Foods.\n- Summit Energy was founded in 1986.\n- Zoya works for Fernhill Foods.\n- Pinnacle Software was founded in 1981.\n- Summit Energy is headquartered in Tallinn.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34818", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34819", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong address on order 71546, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34820", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 19995 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34821", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 40770\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34822", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1978.\n- Leila works for Summit Energy.\n- Bruno works for Ironwood Manufacturing.\n- Mateo works for Vantage Air.\n- Mei works for Lattice Analytics.\n- Summit Energy was founded in 2000.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Leila reports to Aisha.\n- Bruno reports to Mateo.\n- Aisha reports to Bruno.\n- Omar works for Summit Energy.\n- Ironwood Manufacturing was founded in 1982.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Summit Energy is headquartered in Tampere.\n- Dmitri works for Ironwood Manufacturing.\n- Vantage Air was founded in 2011.\n- Vantage Air is headquartered in Turku.\n- Dmitri reports to Leila.\n- Mateo reports to Mei.\n- Mei reports to Omar.\n- Pablo reports to Dmitri.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34824", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-6 (VERSION 2, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1734: employee Callum M., hired 30 March 2024, separated 29 June 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1734?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1734 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Viktor.\n- Cobalt Health is headquartered in Porto.\n- Wren works for Fernhill Foods.\n- Crescent Telecom is headquartered in Nagoya.\n- Deshawn reports to Bruno.\n- Mei works for Fernhill Foods.\n- Bruno reports to Callum.\n- Callum reports to Wren.\n- Fernhill Foods was founded in 2013.\n- Wren reports to Ingrid.\n- Crescent Telecom was founded in 1979.\n- Chiara reports to Mei.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Callum works for Cobalt Health.\n- Atlas Freight was founded in 1987.\n- Bruno works for Atlas Freight.\n- Cobalt Health was founded in 2002.\n- Chiara works for Fernhill Foods.\n- Atlas Freight is headquartered in Porto.\n- Deshawn works for Cobalt Health.\n- Viktor works for Atlas Freight.\n- Viktor reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1982", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34826", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1736: employee Stefan K., hired 09 March 2024, separated 19 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1736?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34827", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "file_claim", "1": "reroute", "2": "quote_request", "3": "schedule_pickup", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34828", "family": "intent_v3", "state": "Incoming support message:\n\"Order 59407 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "request_refund", "3": "change_address", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34829", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Fernhill Foods.\n- Pinnacle Software is headquartered in Bergen.\n- Tobias reports to Mateo.\n- Fernhill Foods was founded in 2007.\n- Chiara reports to Sofia.\n- Hana works for Pinnacle Software.\n- Sofia works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Beacon Insurance was founded in 1982.\n- Fernhill Foods is headquartered in Dunedin.\n- Sofia reports to Amara.\n- Hana reports to Tobias.\n- Chiara works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Bergen.\n- Tobias works for Pinnacle Software.\n- Mateo reports to Zoya.\n- Amara reports to Leila.\n- Cedar Retail Group was founded in 2008.\n- Zoya works for Cedar Retail Group.\n- Pinnacle Software was founded in 2002.\n- Zoya reports to Chiara.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Nagoya.\n- Tessa reports to Yuki.\n- Anders reports to Emeka.\n- Leila reports to Anders.\n- Aisha reports to Wren.\n- Meridian Bank is headquartered in Basel.\n- Tobias reports to Ravi.\n- Meridian Bank was founded in 1990.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Leila.\n- Nadia reports to Chiara.\n- Yuki works for Ironwood Manufacturing.\n- Chiara reports to Tessa.\n- Aisha works for Meridian Bank.\n- Summit Energy is headquartered in Halifax.\n- Tobias works for Meridian Bank.\n- Nadia works for Summit Energy.\n- Anders works for Meridian Bank.\n- Callum reports to Nadia.\n- Callum works for Meridian Bank.\n- Leila works for Ironwood Manufacturing.\n- Yuki reports to Tobias.\n- Summit Energy was founded in 2007.\n- Wren reports to Callum.\n- Wren works for Ironwood Manufacturing.\n- Emeka works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing was founded in 2001.\n- Lattice Analytics was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34832", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34833", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34834", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 10 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 10 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2693: employee Tessa A., hired 08 August 2023, separated 07 July 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2693?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34835", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2882: employee Pablo A., hired 13 April 2023, separated 05 November 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2026-2882 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,500", "2": "$3,200", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34836", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Lyon.\n- Dmitri reports to Felix.\n- Callum works for Summit Energy.\n- Meridian Bank is headquartered in Lyon.\n- Amara reports to Elena.\n- Summit Energy was founded in 1990.\n- Ravi reports to Wren.\n- Meridian Bank was founded in 2011.\n- Nadia works for Summit Energy.\n- Elena works for Vantage Air.\n- Callum reports to Dmitri.\n- Bluepine Aviation is headquartered in Cork.\n- Kenji reports to Callum.\n- Amara works for Vantage Air.\n- Nadia reports to Amara.\n- Vantage Air is headquartered in Oslo.\n- Felix works for Bluepine Aviation.\n- Wren reports to Lucia.\n- Kenji works for Bluepine Aviation.\n- Lucia works for Meridian Bank.\n- Bluepine Aviation was founded in 2000.\n- Lucia reports to Nadia.\n- Felix reports to Ravi.\n- Wren works for Summit Energy.\n- Ravi works for Meridian Bank.\n- Vantage Air was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Basel", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34838", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7076: employee Priya K., hired 17 August 2021, separated 19 September 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2026-7076 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$2,625", "2": "$6,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34839", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 4, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3826: employee Ingrid B., hired 04 February 2023, separated 02 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3826?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34840", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34842", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Helios Logistics is headquartered in Tallinn.\n- Viktor reports to Aisha.\n- Leila reports to Felix.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 1991.\n- Beacon Insurance is headquartered in Tallinn.\n- Helios Logistics was founded in 1993.\n- Aisha reports to Priya.\n- Summit Energy was founded in 2011.\n- Mara reports to Sofia.\n- Sofia reports to Leila.\n- Priya reports to Jonas.\n- Summit Energy is headquartered in Adelaide.\n- Leila works for Summit Energy.\n- Sofia works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Vantage Air was founded in 1975.\n- Priya works for Summit Energy.\n- Vantage Air is headquartered in Adelaide.\n- Mara works for Beacon Insurance.\n- Aisha works for Helios Logistics.\n- Jonas works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34844", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "claim_luggage", "1": "check_status", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34845", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34846", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34847", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Priya.\n- Amara works for Ironwood Manufacturing.\n- Chiara reports to Viktor.\n- Pinnacle Software was founded in 2007.\n- Vantage Air is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Turku.\n- Aisha works for Pinnacle Software.\n- Viktor reports to Deshawn.\n- Tessa reports to Aisha.\n- Chiara works for Vantage Air.\n- Omar works for Ironwood Manufacturing.\n- Amara reports to Tessa.\n- Omar reports to Chiara.\n- Priya works for Pinnacle Software.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1984.\n- Priya reports to Amara.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2014.\n- Deshawn works for Vantage Air.\n- Atlas Freight is headquartered in Halifax.\n- Atlas Freight was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2014", "2": "2017", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34848", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 22 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 17 July 2023): For employees hired on or after 17 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4632: employee Zoya A., hired 26 September 2019, separated 17 November 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4632?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2003.\n- Tessa works for Bluepine Aviation.\n- Viktor works for Northwind Systems.\n- Ravi reports to Tessa.\n- Helios Logistics is headquartered in Austin.\n- Nadia reports to Tobias.\n- Ravi works for Northwind Systems.\n- Northwind Systems was founded in 1992.\n- Northwind Systems is headquartered in Brno.\n- Aisha reports to Ravi.\n- Bluepine Aviation is headquartered in Halifax.\n- Jonas reports to Viktor.\n- Sofia works for Helios Logistics.\n- Priya reports to Leila.\n- Priya works for Lattice Analytics.\n- Tobias reports to Sofia.\n- Leila reports to Jonas.\n- Nadia works for Northwind Systems.\n- Tessa reports to Bruno.\n- Aisha works for Northwind Systems.\n- Lattice Analytics was founded in 2004.\n- Lattice Analytics is headquartered in Oslo.\n- Bruno works for Lattice Analytics.\n- Helios Logistics was founded in 2011.\n- Bruno reports to Felix.\n- Viktor reports to Aisha.\n- Leila works for Northwind Systems.\n- Felix works for Lattice Analytics.\n- Jonas works for Northwind Systems.\n- Sofia reports to Priya.\n- Tobias works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34850", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-6 (VERSION 4, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 21 July 2025): For employees hired on or after 21 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7415: employee Sofia B., hired 15 August 2024, separated 15 May 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-7415 under the controlling rules.", "criteria": {"0": "$4,413", "1": "$10,385", "2": "$45,000", "3": "$11,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Atlas Freight.\n- Omar works for Fernhill Foods.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Tampere.\n- Tobias reports to Tessa.\n- Meridian Bank was founded in 1989.\n- Pinnacle Software was founded in 1991.\n- Atlas Freight is headquartered in Nagoya.\n- Mara works for Pinnacle Software.\n- Felix works for Meridian Bank.\n- Mara reports to Nadia.\n- Fernhill Foods was founded in 2008.\n- Dmitri reports to Felix.\n- Dmitri works for Fernhill Foods.\n- Tessa reports to Dmitri.\n- Meridian Bank is headquartered in Tampere.\n- Felix reports to Omar.\n- Atlas Freight was founded in 1994.\n- Nadia reports to Sofia.\n- Tobias works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Omar reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34852", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 57166, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "report_damage", "3": "track_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34853", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34854", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 53475 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34855", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34856", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34857", "family": "intent_hardneg", "state": "Incoming support message:\n\"9121 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34858", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Elena works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Stefan works for Ironwood Manufacturing.\n- Tobias reports to Elena.\n- Helios Logistics is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Atlas Freight was founded in 1994.\n- Vantage Air was founded in 2015.\n- Yuki reports to Stefan.\n- Zoya reports to Wren.\n- Mara reports to Ingrid.\n- Ironwood Manufacturing was founded in 2011.\n- Jonas reports to Yuki.\n- Sanne reports to Tobias.\n- Yuki works for Helios Logistics.\n- Helios Logistics was founded in 1980.\n- Stefan reports to Zoya.\n- Wren reports to Sanne.\n- Atlas Freight is headquartered in Tallinn.\n- Ingrid works for Helios Logistics.\n- Mara works for Ironwood Manufacturing.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Wren works for Helios Logistics.\n- Elena reports to Mara.\n- Zoya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34860", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Tobias.\n- Leila works for Beacon Insurance.\n- Jonas reports to Hana.\n- Wren reports to Leila.\n- Jonas works for Bluepine Aviation.\n- Priya works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Viktor reports to Stefan.\n- Hana reports to Viktor.\n- Wren works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1979.\n- Ravi reports to Wren.\n- Omar works for Bluepine Aviation.\n- Dmitri reports to Jonas.\n- Viktor works for Helios Logistics.\n- Bluepine Aviation was founded in 1980.\n- Omar reports to Ingrid.\n- Ingrid works for Bluepine Aviation.\n- Tobias works for Helios Logistics.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1982.\n- Helios Logistics was founded in 1997.\n- Stefan reports to Ravi.\n- Stefan works for Beacon Insurance.\n- Leila reports to Priya.\n- Dmitri works for Ironwood Manufacturing.\n- Hana works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Lyon.\n- Tobias reports to Dmitri.\n- Helios Logistics is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34862", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Priya works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Fernhill Foods is headquartered in Halifax.\n- Ingrid reports to Anders.\n- Priya reports to Zoya.\n- Pinnacle Software was founded in 1995.\n- Mara works for Fernhill Foods.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Lyon.\n- Anders works for Fernhill Foods.\n- Zoya reports to Elena.\n- Chiara reports to Mara.\n- Yuki works for Cobalt Health.\n- Leila works for Ironwood Manufacturing.\n- Elena reports to Jonas.\n- Cobalt Health is headquartered in Lyon.\n- Mara reports to Leila.\n- Elena works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Jonas reports to Yuki.\n- Anders reports to Priya.\n- Cobalt Health was founded in 1997.\n- Ingrid works for Cobalt Health.\n- Yuki reports to Chiara.\n- Jonas works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Nagoya", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Lucia.\n- Deshawn reports to Callum.\n- Priya reports to Mei.\n- Meridian Bank was founded in 1991.\n- Summit Energy is headquartered in Leeds.\n- Stefan works for Crescent Telecom.\n- Callum reports to Stefan.\n- Mateo works for Summit Energy.\n- Tobias reports to Amara.\n- Crescent Telecom was founded in 1986.\n- Callum works for Bluepine Aviation.\n- Mei reports to Mateo.\n- Crescent Telecom is headquartered in Leeds.\n- Mei works for Summit Energy.\n- Lucia works for Crescent Telecom.\n- Bluepine Aviation was founded in 1975.\n- Tobias works for Meridian Bank.\n- Priya works for Crescent Telecom.\n- Mateo reports to Tobias.\n- Bluepine Aviation is headquartered in Dunedin.\n- Deshawn works for Meridian Bank.\n- Yuki reports to Priya.\n- Yuki works for Crescent Telecom.\n- Meridian Bank is headquartered in Leeds.\n- Amara works for Meridian Bank.\n- Stefan reports to Yuki.\n- Summit Energy was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Dunedin", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34865", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4242: employee Leila M., hired 25 September 2022, separated 29 December 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4242?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Summit Energy.\n- Aisha reports to Mei.\n- Sofia reports to Chiara.\n- Crescent Telecom is headquartered in Brno.\n- Northwind Systems is headquartered in Brno.\n- Mei reports to Pablo.\n- Lucia reports to Sofia.\n- Summit Energy is headquartered in Halifax.\n- Northwind Systems was founded in 2000.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Callum reports to Lucia.\n- Mei works for Meridian Bank.\n- Pablo reports to Yuki.\n- Aisha works for Summit Energy.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Pablo works for Summit Energy.\n- Crescent Telecom was founded in 1980.\n- Chiara works for Summit Energy.\n- Chiara reports to Aisha.\n- Callum works for Crescent Telecom.\n- Meridian Bank was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34867", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 46648\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Bruno.\n- Tessa works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Summit Energy was founded in 2010.\n- Bruno works for Northwind Systems.\n- Chiara reports to Mara.\n- Chiara works for Crescent Telecom.\n- Northwind Systems is headquartered in Porto.\n- Bruno reports to Elena.\n- Zoya reports to Mei.\n- Mara works for Crescent Telecom.\n- Summit Energy is headquartered in Turku.\n- Amara works for Northwind Systems.\n- Wren works for Northwind Systems.\n- Mei works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Elena reports to Chiara.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Northwind Systems was founded in 1995.\n- Mara reports to Ingrid.\n- Crescent Telecom was founded in 2007.\n- Ingrid reports to Tessa.\n- Amara reports to Wren.\n- Ingrid works for Crescent Telecom.\n- Tessa reports to Amara.\n- Elena works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Viktor reports to Chiara.\n- Meridian Bank was founded in 1998.\n- Nadia works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Bergen.\n- Zoya reports to Anders.\n- Chiara reports to Nadia.\n- Aisha works for Meridian Bank.\n- Cobalt Health was founded in 2014.\n- Meridian Bank is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1980.\n- Mei reports to Sanne.\n- Omar works for Cobalt Health.\n- Lattice Analytics is headquartered in Nagoya.\n- Zoya works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Nadia reports to Mei.\n- Sanne works for Lattice Analytics.\n- Mei works for Meridian Bank.\n- Lattice Analytics was founded in 1983.\n- Sanne reports to Omar.\n- Ravi works for Cobalt Health.\n- Omar reports to Zoya.\n- Anders works for Cobalt Health.\n- Viktor works for Lattice Analytics.\n- Cobalt Health is headquartered in Tallinn.\n- Anders reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Hana works for Helios Logistics.\n- Vantage Air is headquartered in Lyon.\n- Callum works for Helios Logistics.\n- Pablo works for Fernhill Foods.\n- Ingrid works for Vantage Air.\n- Wren reports to Lucia.\n- Deshawn works for Fernhill Foods.\n- Ingrid reports to Priya.\n- Kenji reports to Deshawn.\n- Omar works for Vantage Air.\n- Emeka works for Helios Logistics.\n- Northwind Systems was founded in 2004.\n- Emeka reports to Kenji.\n- Kenji works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Omar reports to Pablo.\n- Callum reports to Omar.\n- Hana reports to Ingrid.\n- Helios Logistics is headquartered in Leeds.\n- Deshawn reports to Amara.\n- Vantage Air was founded in 1989.\n- Fernhill Foods was founded in 1995.\n- Amara reports to Wren.\n- Priya works for Helios Logistics.\n- Northwind Systems is headquartered in Leeds.\n- Lucia reports to Callum.\n- Lucia works for Fernhill Foods.\n- Helios Logistics was founded in 1990.\n- Fernhill Foods is headquartered in Lyon.\n- Pablo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34872", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 08 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8909: employee Tessa B., hired 12 September 2022, separated 02 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8909?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Fernhill Foods was founded in 2008.\n- Mateo works for Fernhill Foods.\n- Amara reports to Wren.\n- Amara works for Meridian Bank.\n- Leila reports to Bruno.\n- Pablo works for Meridian Bank.\n- Ravi works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Bruno reports to Aisha.\n- Aisha reports to Pablo.\n- Bluepine Aviation is headquartered in Oslo.\n- Cedar Retail Group was founded in 1978.\n- Ravi reports to Amara.\n- Leila works for Cedar Retail Group.\n- Mateo reports to Leila.\n- Cedar Retail Group is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Aisha works for Cedar Retail Group.\n- Meridian Bank was founded in 1990.\n- Pablo reports to Ravi.\n- Bluepine Aviation was founded in 2015.\n- Wren reports to Callum.\n- Dmitri works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.\n- Wren works for Cedar Retail Group.\n- Dmitri reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34875", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Sofia.\n- Fernhill Foods was founded in 2007.\n- Sofia works for Cedar Retail Group.\n- Sofia reports to Stefan.\n- Felix works for Cedar Retail Group.\n- Helios Logistics is headquartered in Leeds.\n- Fernhill Foods is headquartered in Malmo.\n- Omar reports to Wren.\n- Felix reports to Lucia.\n- Lucia works for Cedar Retail Group.\n- Amara reports to Emeka.\n- Emeka works for Helios Logistics.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.\n- Helios Logistics was founded in 1998.\n- Lucia reports to Omar.\n- Stefan works for Meridian Bank.\n- Cedar Retail Group is headquartered in Ghent.\n- Meridian Bank is headquartered in Leeds.\n- Wren works for Helios Logistics.\n- Wren reports to Amara.\n- Amara works for Helios Logistics.\n- Meridian Bank was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1987", "2": "1982", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Chiara works for Beacon Insurance.\n- Sofia works for Northwind Systems.\n- Bruno reports to Omar.\n- Atlas Freight was founded in 1997.\n- Beacon Insurance was founded in 1996.\n- Northwind Systems is headquartered in Tallinn.\n- Mei reports to Wren.\n- Wren works for Beacon Insurance.\n- Northwind Systems was founded in 2010.\n- Tobias works for Beacon Insurance.\n- Fernhill Foods was founded in 1982.\n- Omar works for Atlas Freight.\n- Mara reports to Mei.\n- Lucia reports to Sofia.\n- Lucia works for Northwind Systems.\n- Chiara reports to Lucia.\n- Hana works for Fernhill Foods.\n- Atlas Freight is headquartered in Brno.\n- Mara works for Beacon Insurance.\n- Mei works for Fernhill Foods.\n- Sofia reports to Tobias.\n- Bruno works for Northwind Systems.\n- Beacon Insurance is headquartered in Ghent.\n- Omar reports to Mara.\n- Wren reports to Hana.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34877", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34878", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Anders.\n- Crescent Telecom is headquartered in Porto.\n- Zoya works for Crescent Telecom.\n- Mateo reports to Ravi.\n- Kenji works for Beacon Insurance.\n- Sanne reports to Chiara.\n- Beacon Insurance was founded in 2004.\n- Ravi reports to Callum.\n- Callum works for Beacon Insurance.\n- Northwind Systems was founded in 1994.\n- Lattice Analytics was founded in 1981.\n- Lucia works for Beacon Insurance.\n- Lattice Analytics is headquartered in Lyon.\n- Kenji reports to Zoya.\n- Hana reports to Lucia.\n- Chiara works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Sanne works for Northwind Systems.\n- Anders works for Northwind Systems.\n- Jonas works for Crescent Telecom.\n- Lucia reports to Kenji.\n- Beacon Insurance is headquartered in Valencia.\n- Anders reports to Elena.\n- Elena works for Crescent Telecom.\n- Elena reports to Hana.\n- Hana works for Northwind Systems.\n- Chiara reports to Jonas.\n- Crescent Telecom was founded in 1997.\n- Zoya reports to Mateo.\n- Mateo works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34879", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Aisha works for Ironwood Manufacturing.\n- Felix works for Pinnacle Software.\n- Elena reports to Aisha.\n- Elena works for Pinnacle Software.\n- Wren reports to Bruno.\n- Nadia reports to Felix.\n- Yuki works for Beacon Insurance.\n- Bruno works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Northwind Systems is headquartered in Nagoya.\n- Chiara works for Northwind Systems.\n- Leila works for Pinnacle Software.\n- Yuki reports to Nadia.\n- Ironwood Manufacturing was founded in 1999.\n- Beacon Insurance is headquartered in Tallinn.\n- Aisha reports to Leila.\n- Nadia works for Northwind Systems.\n- Beacon Insurance was founded in 2005.\n- Deshawn reports to Yuki.\n- Pinnacle Software was founded in 2014.\n- Deshawn works for Northwind Systems.\n- Bruno reports to Chiara.\n- Chiara reports to Elena.\n- Northwind Systems was founded in 2005.\n- Pinnacle Software is headquartered in Turku.\n- Felix reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2009", "2": "2012", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34880", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 09 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 02 May 2023): For employees hired on or after 02 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6473: employee Chiara A., hired 06 April 2022, separated 02 January 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6473?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6473 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34881", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 27 December 2022): For employees hired on or after 27 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9290: employee Tobias S., hired 04 April 2022, separated 11 April 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9290?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9290 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Zoya reports to Hana.\n- Meridian Bank was founded in 1988.\n- Hana reports to Bruno.\n- Hana works for Atlas Freight.\n- Mateo works for Cedar Retail Group.\n- Kenji works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Bruno reports to Amara.\n- Cedar Retail Group is headquartered in Basel.\n- Cedar Retail Group was founded in 2015.\n- Mateo reports to Emeka.\n- Sanne works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Deshawn reports to Sanne.\n- Bruno works for Meridian Bank.\n- Summit Energy was founded in 2012.\n- Atlas Freight was founded in 1981.\n- Yuki works for Meridian Bank.\n- Summit Energy is headquartered in Basel.\n- Yuki reports to Deshawn.\n- Sanne reports to Kenji.\n- Emeka works for Atlas Freight.\n- Amara reports to Mateo.\n- Meridian Bank is headquartered in Tampere.\n- Kenji reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34883", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 June 2025): For employees hired on or after 15 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7856: employee Jonas S., hired 20 June 2023, separated 15 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7856?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34884", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9190: employee Jonas B., hired 23 August 2023, separated 11 September 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9190?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9190 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34885", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34886", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Lucia.\n- Priya works for Cobalt Health.\n- Priya reports to Felix.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Valencia.\n- Zoya works for Pinnacle Software.\n- Callum works for Cobalt Health.\n- Leila reports to Priya.\n- Mateo reports to Leila.\n- Zoya reports to Nadia.\n- Lucia reports to Ingrid.\n- Callum reports to Zoya.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Leila works for Cobalt Health.\n- Emeka reports to Hana.\n- Felix reports to Emeka.\n- Mateo works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Pinnacle Software was founded in 1975.\n- Summit Energy was founded in 1982.\n- Pinnacle Software is headquartered in Adelaide.\n- Ingrid works for Cedar Retail Group.\n- Nadia reports to Mateo.\n- Cedar Retail Group is headquartered in Turku.\n- Ingrid reports to Callum.\n- Cobalt Health was founded in 1975.\n- Lucia works for Cedar Retail Group.\n- Hana works for Pinnacle Software.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34888", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34889", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6996: employee Yuki A., hired 18 March 2021, separated 12 May 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6996?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Crescent Telecom was founded in 2014.\n- Bluepine Aviation is headquartered in Bergen.\n- Tessa reports to Leila.\n- Cobalt Health was founded in 1996.\n- Nadia reports to Yuki.\n- Bluepine Aviation was founded in 1984.\n- Crescent Telecom is headquartered in Bergen.\n- Mateo works for Cobalt Health.\n- Summit Energy was founded in 1998.\n- Yuki works for Summit Energy.\n- Ravi works for Cobalt Health.\n- Sofia works for Bluepine Aviation.\n- Mateo reports to Sofia.\n- Leila reports to Viktor.\n- Tessa works for Cobalt Health.\n- Kenji works for Summit Energy.\n- Bruno works for Bluepine Aviation.\n- Lucia works for Crescent Telecom.\n- Sofia reports to Omar.\n- Yuki reports to Bruno.\n- Nadia works for Cobalt Health.\n- Leila works for Bluepine Aviation.\n- Omar reports to Nadia.\n- Summit Energy is headquartered in Ghent.\n- Omar works for Summit Energy.\n- Viktor reports to Kenji.\n- Kenji reports to Ravi.\n- Ravi reports to Lucia.\n- Viktor works for Bluepine Aviation.\n- Bruno reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1996", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34891", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 6, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 September 2023): For employees hired on or after 21 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4542: employee Ingrid R., hired 25 January 2022, separated 16 November 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-4542 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,000", "2": "$6,000", "3": "$4,050"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34893", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3489: employee Leila T., hired 01 March 2023, separated 26 December 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-3489 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$5,600", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34894", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7950: employee Pablo B., hired 03 June 2023, separated 02 August 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-5-2026-7950 under the controlling rules.", "criteria": {"0": "$4,673", "1": "$10,885", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34895", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2605: employee Bruno A., hired 14 July 2021, separated 01 November 2023 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2605?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom was founded in 2009.\n- Atlas Freight was founded in 2001.\n- Aisha reports to Felix.\n- Anders works for Helios Logistics.\n- Stefan reports to Anders.\n- Aisha works for Crescent Telecom.\n- Mei works for Atlas Freight.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Sofia.\n- Ravi reports to Stefan.\n- Mei reports to Priya.\n- Sofia works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2014.\n- Mara reports to Aisha.\n- Felix reports to Mei.\n- Ravi works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Felix works for Atlas Freight.\n- Priya works for Ironwood Manufacturing.\n- Anders reports to Mara.\n- Crescent Telecom is headquartered in Adelaide.\n- Priya reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Lyon", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34897", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 5, EFFECTIVE 30 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 30 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3659: employee Mei T., hired 10 July 2023, separated 21 May 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3659?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3659 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34898", "family": "intent_hardneg", "state": "Incoming support message:\n\"50701 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Ingrid works for Crescent Telecom.\n- Mei works for Northwind Systems.\n- Dmitri reports to Sanne.\n- Ironwood Manufacturing was founded in 1994.\n- Callum reports to Ingrid.\n- Summit Energy is headquartered in Cork.\n- Omar reports to Tessa.\n- Anders reports to Pablo.\n- Sanne reports to Omar.\n- Summit Energy was founded in 1982.\n- Tessa works for Crescent Telecom.\n- Northwind Systems is headquartered in Cork.\n- Crescent Telecom was founded in 1984.\n- Pablo reports to Callum.\n- Ingrid reports to Zoya.\n- Omar works for Ironwood Manufacturing.\n- Zoya reports to Dmitri.\n- Anders works for Crescent Telecom.\n- Zoya works for Summit Energy.\n- Mei reports to Anders.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 1980.\n- Ironwood Manufacturing is headquartered in Cork.\n- Sanne works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34900", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4111: employee Tobias R., hired 28 March 2024, separated 23 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4111?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4111 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34901", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34902", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34903", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-6 (VERSION 2, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1924: employee Omar K., hired 12 April 2023, separated 25 September 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1924?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34904", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Emeka.\n- Yuki works for Summit Energy.\n- Dmitri works for Atlas Freight.\n- Emeka works for Ironwood Manufacturing.\n- Summit Energy was founded in 1981.\n- Zoya reports to Chiara.\n- Bruno works for Summit Energy.\n- Yuki reports to Mei.\n- Mara works for Atlas Freight.\n- Mara reports to Jonas.\n- Mei works for Atlas Freight.\n- Callum works for Vantage Air.\n- Atlas Freight was founded in 1979.\n- Vantage Air was founded in 1987.\n- Mei reports to Hana.\n- Atlas Freight is headquartered in Austin.\n- Vantage Air is headquartered in Tallinn.\n- Jonas works for Ironwood Manufacturing.\n- Dmitri reports to Bruno.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Hana reports to Viktor.\n- Bruno reports to Callum.\n- Viktor works for Atlas Freight.\n- Emeka reports to Mara.\n- Jonas reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Zoya works for Vantage Air.\n- Callum reports to Yuki.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34905", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Lucia reports to Priya.\n- Priya reports to Jonas.\n- Viktor reports to Lucia.\n- Anders reports to Zoya.\n- Kenji reports to Mateo.\n- Tessa works for Vantage Air.\n- Priya works for Northwind Systems.\n- Zoya works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Mateo reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Pablo reports to Kenji.\n- Jonas reports to Tessa.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Mateo works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Pinnacle Software is headquartered in Austin.\n- Kenji works for Vantage Air.\n- Tessa reports to Mei.\n- Anders works for Pinnacle Software.\n- Callum reports to Viktor.\n- Viktor works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2002.\n- Northwind Systems is headquartered in Bergen.\n- Vantage Air is headquartered in Tampere.\n- Zoya reports to Pablo.\n- Pablo works for Pinnacle Software.\n- Mei works for Vantage Air.\n- Vantage Air was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34908", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 28 January 2023): For employees hired on or after 28 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3110: employee Ingrid S., hired 02 October 2021, separated 27 November 2023 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3110?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34909", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 August 2025): For employees hired on or after 30 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9460: employee Stefan M., hired 14 December 2021, separated 29 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-9460 under the controlling rules.", "criteria": {"0": "$43,983", "1": "$10,150", "2": "$10,238", "3": "$9,650"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34910", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9888: employee Tobias M., hired 15 March 2023, separated 19 June 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-9888 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,731", "2": "$4,500", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9888 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34911", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1997.\n- Ironwood Manufacturing was founded in 1986.\n- Mei works for Beacon Insurance.\n- Zoya reports to Leila.\n- Zoya works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Beacon Insurance was founded in 2015.\n- Leila works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Kenji reports to Ingrid.\n- Ingrid works for Helios Logistics.\n- Jonas reports to Omar.\n- Omar reports to Kenji.\n- Sofia reports to Anders.\n- Leila reports to Jonas.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Jonas works for Ironwood Manufacturing.\n- Omar works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Anders reports to Mei.\n- Sofia works for Ironwood Manufacturing.\n- Chiara reports to Zoya.\n- Mei reports to Chiara.\n- Beacon Insurance is headquartered in Bergen.\n- Helios Logistics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Bergen", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34912", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 02 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 July 2025): For employees hired on or after 16 July 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 02 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-9989: employee Leila S., hired 14 February 2023, separated 28 July 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-9989?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-9989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2008.\n- Summit Energy is headquartered in Basel.\n- Jonas works for Northwind Systems.\n- Hana works for Beacon Insurance.\n- Lattice Analytics was founded in 2015.\n- Viktor works for Summit Energy.\n- Mara reports to Omar.\n- Beacon Insurance is headquartered in Austin.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1978.\n- Mei works for Beacon Insurance.\n- Sanne reports to Viktor.\n- Sanne works for Lattice Analytics.\n- Northwind Systems was founded in 2005.\n- Pablo reports to Mei.\n- Mateo works for Summit Energy.\n- Mara works for Northwind Systems.\n- Lattice Analytics is headquartered in Porto.\n- Priya reports to Mateo.\n- Jonas reports to Priya.\n- Hana reports to Pablo.\n- Mei reports to Sanne.\n- Viktor reports to Jonas.\n- Northwind Systems is headquartered in Austin.\n- Omar works for Lattice Analytics.\n- Mateo reports to Mara.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1973", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34914", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-7 (VERSION 3, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 June 2025): For employees hired on or after 17 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6615: employee Mei T., hired 22 October 2022, separated 23 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-6615?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34915", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 27 November 2025): For employees hired on or after 27 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5346: employee Pablo R., hired 14 July 2022, separated 04 September 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2025-5346 under the controlling rules.", "criteria": {"0": "$6,100", "1": "$5,100", "2": "$6,150", "3": "$26,433"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5346 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Callum reports to Bruno.\n- Mateo reports to Tessa.\n- Yuki works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Stefan works for Summit Energy.\n- Felix works for Meridian Bank.\n- Emeka works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Meridian Bank was founded in 1989.\n- Crescent Telecom was founded in 2000.\n- Aisha reports to Chiara.\n- Aisha works for Summit Energy.\n- Bluepine Aviation was founded in 2000.\n- Bruno reports to Emeka.\n- Bluepine Aviation is headquartered in Tampere.\n- Callum works for Meridian Bank.\n- Crescent Telecom is headquartered in Dunedin.\n- Felix reports to Stefan.\n- Meridian Bank is headquartered in Dunedin.\n- Summit Energy was founded in 1982.\n- Tessa reports to Callum.\n- Emeka reports to Aisha.\n- Stefan reports to Yuki.\n- Chiara reports to Felix.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34917", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34918", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "set_timer", "2": "set_alarm", "3": "send_message", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Porto.\n- Mateo works for Helios Logistics.\n- Bluepine Aviation was founded in 2012.\n- Pablo works for Cobalt Health.\n- Helios Logistics was founded in 1993.\n- Felix reports to Zoya.\n- Elena works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Mateo reports to Jonas.\n- Emeka reports to Stefan.\n- Vantage Air was founded in 1994.\n- Felix works for Cobalt Health.\n- Pablo reports to Emeka.\n- Aisha works for Bluepine Aviation.\n- Vantage Air is headquartered in Tampere.\n- Stefan works for Bluepine Aviation.\n- Zoya reports to Mateo.\n- Stefan reports to Elena.\n- Zoya works for Helios Logistics.\n- Bluepine Aviation is headquartered in Bergen.\n- Tobias reports to Felix.\n- Cobalt Health was founded in 1995.\n- Tobias works for Cobalt Health.\n- Aisha reports to Pablo.\n- Elena reports to Tobias.\n- Emeka works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2015", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34920", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 04 July 2023): For employees hired on or after 04 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5307: employee Aisha S., hired 17 March 2021, separated 12 February 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5307?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34921", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34922", "family": "intent_v3", "state": "Incoming support message:\n\"8540 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34923", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 October 2023): For employees hired on or after 12 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8313: employee Ravi A., hired 17 July 2021, separated 10 March 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2025-8313 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,500", "2": "$26,000", "3": "$5,850"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8313 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34924", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Yuki.\n- Amara works for Fernhill Foods.\n- Mei works for Northwind Systems.\n- Fernhill Foods is headquartered in Adelaide.\n- Omar works for Pinnacle Software.\n- Pinnacle Software was founded in 1993.\n- Cedar Retail Group was founded in 1982.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Pablo reports to Viktor.\n- Omar reports to Mara.\n- Viktor works for Fernhill Foods.\n- Northwind Systems was founded in 2015.\n- Fernhill Foods was founded in 1980.\n- Ingrid works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.\n- Northwind Systems is headquartered in Adelaide.\n- Leila reports to Pablo.\n- Deshawn works for Northwind Systems.\n- Leila works for Cedar Retail Group.\n- Yuki reports to Amara.\n- Mara works for Cedar Retail Group.\n- Mara reports to Leila.\n- Amara reports to Omar.\n- Yuki works for Northwind Systems.\n- Deshawn reports to Mei.\n- Mei reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-34926", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34927", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 November 2023): For employees hired on or after 18 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6377: employee Anders R., hired 14 December 2020, separated 21 February 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6377?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34928", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 18 May 2023): For employees hired on or after 18 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6351: employee Priya M., hired 09 December 2020, separated 13 August 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6351?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34929", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34930", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 20 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4826: employee Omar S., hired 02 August 2023, separated 01 December 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4826?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Sanne works for Cedar Retail Group.\n- Nadia reports to Anders.\n- Elena reports to Bruno.\n- Aisha reports to Elena.\n- Yuki works for Fernhill Foods.\n- Cedar Retail Group was founded in 2012.\n- Fernhill Foods was founded in 2001.\n- Meridian Bank was founded in 2014.\n- Fernhill Foods is headquartered in Tampere.\n- Lattice Analytics was founded in 1984.\n- Meridian Bank is headquartered in Halifax.\n- Anders reports to Sanne.\n- Bruno reports to Kenji.\n- Lattice Analytics is headquartered in Halifax.\n- Aisha works for Meridian Bank.\n- Sanne reports to Aisha.\n- Bruno works for Fernhill Foods.\n- Nadia works for Lattice Analytics.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Yuki.\n- Cedar Retail Group is headquartered in Halifax.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Porto", "2": "Tampere", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34932", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-8 (VERSION 6, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2087: employee Sanne M., hired 13 April 2022, separated 30 March 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2087?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34933", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 34659, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "cancel_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1983.\n- Leila reports to Ravi.\n- Felix reports to Leila.\n- Cedar Retail Group was founded in 2008.\n- Ravi reports to Viktor.\n- Mateo reports to Felix.\n- Ravi works for Cobalt Health.\n- Felix works for Cedar Retail Group.\n- Mateo works for Cobalt Health.\n- Nadia works for Meridian Bank.\n- Anders works for Cobalt Health.\n- Meridian Bank was founded in 1988.\n- Meridian Bank is headquartered in Brno.\n- Amara reports to Nadia.\n- Cedar Retail Group is headquartered in Ghent.\n- Anders reports to Amara.\n- Viktor reports to Anders.\n- Viktor works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Cobalt Health was founded in 1997.\n- Amara works for Cedar Retail Group.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34935", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8295: employee Anders M., hired 03 September 2019, separated 27 June 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8295?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-34936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Amara.\n- Chiara reports to Stefan.\n- Stefan reports to Lucia.\n- Omar reports to Chiara.\n- Viktor works for Crescent Telecom.\n- Jonas reports to Aisha.\n- Kenji works for Summit Energy.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance was founded in 1984.\n- Cobalt Health was founded in 1986.\n- Summit Energy is headquartered in Ghent.\n- Aisha reports to Mei.\n- Summit Energy was founded in 1975.\n- Jonas works for Beacon Insurance.\n- Nadia reports to Kenji.\n- Crescent Telecom was founded in 1983.\n- Omar works for Beacon Insurance.\n- Chiara works for Crescent Telecom.\n- Amara reports to Jonas.\n- Lucia reports to Nadia.\n- Mei reports to Omar.\n- Lucia works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Ingrid reports to Viktor.\n- Crescent Telecom is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Ghent.\n- Mei works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Stefan works for Cobalt Health.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Adelaide", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34937", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-34938", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Felix.\n- Deshawn works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1990.\n- Felix reports to Wren.\n- Leila reports to Tobias.\n- Wren reports to Stefan.\n- Sanne works for Cobalt Health.\n- Tobias works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1994.\n- Leila works for Cobalt Health.\n- Atlas Freight is headquartered in Bergen.\n- Helios Logistics was founded in 2013.\n- Tobias reports to Deshawn.\n- Wren works for Cobalt Health.\n- Sanne reports to Mei.\n- Helios Logistics is headquartered in Ghent.\n- Stefan works for Atlas Freight.\n- Mei works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Cobalt Health is headquartered in Dunedin.\n- Yuki works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1979.\n- Yuki reports to Sanne.\n- Deshawn reports to Aisha.\n- Felix works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Stefan reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34940", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34941", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 84084 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Lyon.\n- Cedar Retail Group was founded in 1994.\n- Kenji reports to Ravi.\n- Crescent Telecom was founded in 2002.\n- Beacon Insurance was founded in 2010.\n- Deshawn reports to Pablo.\n- Chiara works for Crescent Telecom.\n- Ravi reports to Deshawn.\n- Crescent Telecom is headquartered in Tampere.\n- Pablo works for Summit Energy.\n- Chiara reports to Tessa.\n- Callum works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Tessa reports to Anders.\n- Anders reports to Stefan.\n- Callum reports to Chiara.\n- Pablo reports to Viktor.\n- Kenji works for Crescent Telecom.\n- Ravi works for Summit Energy.\n- Anders works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Beacon Insurance is headquartered in Austin.\n- Tessa works for Crescent Telecom.\n- Viktor reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34943", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3191: employee Callum K., hired 25 February 2020, separated 03 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2025-3191 under the controlling rules.", "criteria": {"0": "$7,250", "1": "$31,417", "2": "$6,750", "3": "$7,312"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34944", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "report_outage", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34946", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tampere.\n- Viktor reports to Zoya.\n- Pablo works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Stefan reports to Priya.\n- Viktor works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Northwind Systems was founded in 1999.\n- Vantage Air was founded in 1986.\n- Northwind Systems is headquartered in Valencia.\n- Jonas reports to Stefan.\n- Mei reports to Pablo.\n- Zoya works for Beacon Insurance.\n- Chiara works for Vantage Air.\n- Priya reports to Viktor.\n- Ironwood Manufacturing was founded in 1977.\n- Chiara reports to Mateo.\n- Jonas works for Vantage Air.\n- Nadia works for Vantage Air.\n- Hana works for Beacon Insurance.\n- Nadia reports to Chiara.\n- Stefan works for Northwind Systems.\n- Priya works for Ironwood Manufacturing.\n- Mateo reports to Hana.\n- Pablo reports to Jonas.\n- Ingrid reports to Nadia.\n- Ironwood Manufacturing is headquartered in Porto.\n- Zoya reports to Ingrid.\n- Vantage Air is headquartered in Tampere.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34947", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34948", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1982.\n- Northwind Systems is headquartered in Turku.\n- Elena works for Summit Energy.\n- Priya works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Ravi reports to Sanne.\n- Cobalt Health is headquartered in Leeds.\n- Beacon Insurance is headquartered in Malmo.\n- Sanne works for Beacon Insurance.\n- Chiara reports to Elena.\n- Summit Energy is headquartered in Malmo.\n- Priya reports to Nadia.\n- Nadia reports to Felix.\n- Emeka works for Beacon Insurance.\n- Sofia works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Amara works for Summit Energy.\n- Sanne reports to Chiara.\n- Emeka reports to Ravi.\n- Beacon Insurance was founded in 1999.\n- Cobalt Health was founded in 1979.\n- Summit Energy was founded in 1988.\n- Amara reports to Emeka.\n- Felix works for Summit Energy.\n- Sofia reports to Amara.\n- Felix reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34950", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "control_lights", "2": "play_music", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Stefan.\n- Elena works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Lucia works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Stefan reports to Tobias.\n- Aisha works for Beacon Insurance.\n- Mateo reports to Hana.\n- Atlas Freight was founded in 2008.\n- Pablo works for Vantage Air.\n- Amara works for Vantage Air.\n- Mateo works for Crescent Telecom.\n- Beacon Insurance was founded in 1995.\n- Amara reports to Lucia.\n- Crescent Telecom was founded in 1998.\n- Pablo reports to Aisha.\n- Vantage Air is headquartered in Valencia.\n- Elena reports to Ravi.\n- Beacon Insurance is headquartered in Cork.\n- Aisha reports to Leila.\n- Hana works for Atlas Freight.\n- Stefan works for Vantage Air.\n- Leila reports to Amara.\n- Yuki reports to Elena.\n- Yuki works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Vantage Air was founded in 1986.\n- Tobias reports to Pablo.\n- Lucia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34952", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34953", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3543: employee Deshawn K., hired 19 February 2021, separated 12 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-3543?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34954", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7736: employee Wren B., hired 26 February 2022, separated 09 March 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7736?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34955", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Wren.\n- Anders reports to Jonas.\n- Zoya works for Vantage Air.\n- Mei reports to Hana.\n- Dmitri works for Crescent Telecom.\n- Hana works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Felix reports to Leila.\n- Deshawn works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Crescent Telecom was founded in 1983.\n- Felix works for Crescent Telecom.\n- Ravi works for Vantage Air.\n- Jonas works for Vantage Air.\n- Wren reports to Mei.\n- Mateo reports to Ravi.\n- Zoya reports to Felix.\n- Vantage Air was founded in 2015.\n- Vantage Air is headquartered in Tallinn.\n- Dmitri reports to Mateo.\n- Mei works for Vantage Air.\n- Ironwood Manufacturing was founded in 1989.\n- Deshawn reports to Zoya.\n- Leila reports to Anders.\n- Crescent Telecom is headquartered in Tallinn.\n- Anders works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Lattice Analytics was founded in 1978.\n- Hana reports to Dmitri.\n- Lattice Analytics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-34956", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34957", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-8 (VERSION 4, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 November 2023): For employees hired on or after 10 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3535: employee Mara R., hired 07 March 2022, separated 10 October 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3535?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34958", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34959", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Don't need the item anymore — cancel order 88753\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-34960", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1213: employee Hana R., hired 27 June 2024, separated 06 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-1213?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mara.\n- Ravi reports to Lucia.\n- Ironwood Manufacturing was founded in 1978.\n- Lucia reports to Callum.\n- Mara reports to Elena.\n- Mei works for Ironwood Manufacturing.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1999.\n- Mei reports to Yuki.\n- Jonas works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Yuki reports to Ingrid.\n- Lucia works for Cobalt Health.\n- Elena reports to Mei.\n- Ingrid works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Bergen.\n- Ravi works for Cedar Retail Group.\n- Elena works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 2008.\n- Ingrid reports to Jonas.\n- Cobalt Health is headquartered in Austin.\n- Mara works for Cobalt Health.\n- Jonas reports to Tessa.\n- Cobalt Health was founded in 2011.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34962", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9240: employee Nadia R., hired 12 June 2020, separated 12 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9240?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34963", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34964", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34965", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3632: employee Nadia A., hired 26 September 2021, separated 29 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3632?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3632 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics was founded in 1992.\n- Viktor works for Northwind Systems.\n- Bruno reports to Yuki.\n- Crescent Telecom is headquartered in Oslo.\n- Northwind Systems was founded in 1980.\n- Tessa works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Viktor reports to Bruno.\n- Tessa reports to Anders.\n- Yuki works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Bruno works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Emeka reports to Tessa.\n- Lattice Analytics is headquartered in Nagoya.\n- Anders works for Cedar Retail Group.\n- Elena works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Ingrid reports to Deshawn.\n- Anders reports to Elena.\n- Kenji works for Crescent Telecom.\n- Kenji reports to Emeka.\n- Yuki reports to Ingrid.\n- Northwind Systems is headquartered in Oslo.\n- Deshawn reports to Kenji.\n- Cedar Retail Group was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34967", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7219: employee Felix T., hired 13 May 2020, separated 19 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-9-2026-7219 under the controlling rules.", "criteria": {"0": "$26,481", "1": "$114,750", "2": "$25,981", "3": "$26,611"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34968", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2937: employee Yuki K., hired 28 June 2022, separated 01 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2937?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2937 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Atlas Freight.\n- Mara reports to Aisha.\n- Mara works for Northwind Systems.\n- Atlas Freight is headquartered in Ghent.\n- Lucia reports to Zoya.\n- Amara reports to Sofia.\n- Stefan reports to Lucia.\n- Crescent Telecom is headquartered in Tampere.\n- Amara works for Northwind Systems.\n- Lucia works for Atlas Freight.\n- Elena reports to Mara.\n- Aisha works for Northwind Systems.\n- Cobalt Health is headquartered in Bergen.\n- Crescent Telecom was founded in 2012.\n- Sofia reports to Stefan.\n- Aisha reports to Amara.\n- Zoya works for Crescent Telecom.\n- Northwind Systems was founded in 1975.\n- Cobalt Health was founded in 1975.\n- Sofia works for Cobalt Health.\n- Elena works for Crescent Telecom.\n- Northwind Systems is headquartered in Turku.\n- Atlas Freight was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-34970", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34971", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-4282: employee Aisha K., hired 14 April 2022, separated 22 March 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-4282?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-4282 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34972", "family": "intent_v3", "state": "Incoming billing message:\n\"End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "update_card", "2": "payment_plan", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-34973", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mateo.\n- Pablo reports to Tobias.\n- Aisha works for Vantage Air.\n- Chiara reports to Wren.\n- Chiara works for Bluepine Aviation.\n- Vantage Air is headquartered in Valencia.\n- Mateo reports to Chiara.\n- Fernhill Foods is headquartered in Ghent.\n- Omar reports to Pablo.\n- Mateo works for Pinnacle Software.\n- Jonas reports to Tessa.\n- Felix reports to Aisha.\n- Pinnacle Software was founded in 2014.\n- Felix works for Fernhill Foods.\n- Aisha reports to Omar.\n- Jonas works for Vantage Air.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2008.\n- Bluepine Aviation is headquartered in Oslo.\n- Tessa reports to Felix.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Fernhill Foods was founded in 2015.\n- Bluepine Aviation was founded in 2012.\n- Omar works for Vantage Air.\n- Tessa works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-34975", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-34976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Anders.\n- Atlas Freight is headquartered in Adelaide.\n- Pablo reports to Sofia.\n- Cobalt Health is headquartered in Brno.\n- Anders works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Atlas Freight was founded in 1980.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health was founded in 1979.\n- Deshawn works for Cedar Retail Group.\n- Meridian Bank is headquartered in Adelaide.\n- Anders reports to Amara.\n- Meridian Bank was founded in 2011.\n- Kenji works for Atlas Freight.\n- Cedar Retail Group was founded in 2013.\n- Amara works for Cobalt Health.\n- Cedar Retail Group is headquartered in Tampere.\n- Sofia reports to Yuki.\n- Sofia works for Cedar Retail Group.\n- Viktor reports to Kenji.\n- Yuki reports to Viktor.\n- Yuki works for Cedar Retail Group.\n- Amara reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Vantage Air.\n- Sanne works for Lattice Analytics.\n- Tobias works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Lattice Analytics was founded in 1982.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia works for Crescent Telecom.\n- Stefan reports to Tobias.\n- Viktor reports to Kenji.\n- Lucia works for Beacon Insurance.\n- Sanne reports to Lucia.\n- Beacon Insurance was founded in 2013.\n- Kenji reports to Stefan.\n- Ingrid reports to Sanne.\n- Lucia reports to Viktor.\n- Ingrid works for Vantage Air.\n- Crescent Telecom was founded in 1989.\n- Tessa reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Crescent Telecom is headquartered in Ghent.\n- Chiara reports to Ingrid.\n- Stefan works for Lattice Analytics.\n- Nadia reports to Tessa.\n- Vantage Air was founded in 1999.\n- Tessa works for Lattice Analytics.\n- Viktor works for Crescent Telecom.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "2002", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34979", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34980", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 08 October 2022): For employees hired on or after 08 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9732: employee Omar A., hired 26 April 2019, separated 14 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9732?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-34981", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "play_music", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34982", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2990: employee Amara A., hired 02 January 2021, separated 04 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2990?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-34983", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-34984", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 23 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 23 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6558: employee Mara T., hired 24 January 2023, separated 31 May 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-6558 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$34,667", "2": "$6,500", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34985", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 January 2023): For employees hired on or after 26 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8932: employee Elena S., hired 11 August 2020, separated 10 February 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-8932?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-34986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Deshawn works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Jonas reports to Ingrid.\n- Helios Logistics is headquartered in Turku.\n- Lattice Analytics is headquartered in Bergen.\n- Zoya reports to Jonas.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Cobalt Health is headquartered in Turku.\n- Northwind Systems is headquartered in Halifax.\n- Helios Logistics was founded in 1995.\n- Mei reports to Lucia.\n- Lattice Analytics was founded in 1999.\n- Zoya works for Cobalt Health.\n- Emeka reports to Leila.\n- Cobalt Health was founded in 1980.\n- Deshawn reports to Emeka.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Deshawn.\n- Lucia reports to Zoya.\n- Lucia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-34987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mateo.\n- Atlas Freight was founded in 1999.\n- Tobias reports to Lucia.\n- Deshawn works for Atlas Freight.\n- Northwind Systems was founded in 2015.\n- Fernhill Foods is headquartered in Porto.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Priya reports to Mara.\n- Fernhill Foods was founded in 1993.\n- Northwind Systems is headquartered in Lyon.\n- Lucia works for Atlas Freight.\n- Jonas reports to Zoya.\n- Mara works for Ironwood Manufacturing.\n- Lucia reports to Jonas.\n- Hana works for Ironwood Manufacturing.\n- Mara reports to Aisha.\n- Zoya works for Fernhill Foods.\n- Mateo reports to Sofia.\n- Atlas Freight is headquartered in Valencia.\n- Hana reports to Stefan.\n- Mateo works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Sofia reports to Hana.\n- Aisha works for Fernhill Foods.\n- Zoya reports to Priya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan reports to Deshawn.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34988", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The product broke — refund 5858 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "change_address", "2": "report_damage", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34989", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Tessa.\n- Tessa reports to Felix.\n- Cedar Retail Group was founded in 1994.\n- Crescent Telecom is headquartered in Halifax.\n- Lattice Analytics was founded in 2006.\n- Deshawn works for Cedar Retail Group.\n- Tobias reports to Nadia.\n- Mei reports to Jonas.\n- Helios Logistics was founded in 1996.\n- Omar reports to Elena.\n- Helios Logistics is headquartered in Lyon.\n- Jonas reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Emeka works for Lattice Analytics.\n- Omar works for Cedar Retail Group.\n- Felix works for Helios Logistics.\n- Emeka reports to Deshawn.\n- Jonas works for Helios Logistics.\n- Cedar Retail Group is headquartered in Porto.\n- Elena works for Helios Logistics.\n- Nadia works for Lattice Analytics.\n- Mei works for Crescent Telecom.\n- Elena reports to Mei.\n- Crescent Telecom was founded in 2004.\n- Tessa works for Helios Logistics.\n- Lattice Analytics is headquartered in Lyon.\n- Nadia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2009", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-34990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Jonas reports to Leila.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Valencia.\n- Cobalt Health was founded in 2006.\n- Tessa works for Beacon Insurance.\n- Fernhill Foods was founded in 1995.\n- Fernhill Foods is headquartered in Valencia.\n- Chiara works for Fernhill Foods.\n- Priya reports to Hana.\n- Jonas works for Atlas Freight.\n- Leila reports to Chiara.\n- Elena reports to Jonas.\n- Bruno works for Atlas Freight.\n- Emeka reports to Tessa.\n- Tessa reports to Elena.\n- Hana reports to Emeka.\n- Emeka works for Atlas Freight.\n- Cobalt Health is headquartered in Malmo.\n- Beacon Insurance was founded in 2013.\n- Hana works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Atlas Freight was founded in 1993.\n- Chiara reports to Kenji.\n- Elena works for Beacon Insurance.\n- Kenji reports to Bruno.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Nagoya", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-34991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Lucia.\n- Amara works for Summit Energy.\n- Cobalt Health was founded in 2005.\n- Zoya reports to Wren.\n- Cobalt Health is headquartered in Tampere.\n- Dmitri reports to Mei.\n- Summit Energy was founded in 1984.\n- Yuki works for Fernhill Foods.\n- Hana reports to Sanne.\n- Ravi reports to Yuki.\n- Beacon Insurance is headquartered in Brno.\n- Lucia works for Fernhill Foods.\n- Hana works for Summit Energy.\n- Beacon Insurance was founded in 1983.\n- Lucia reports to Amara.\n- Summit Energy is headquartered in Lyon.\n- Amara reports to Dmitri.\n- Sanne works for Cobalt Health.\n- Aisha works for Beacon Insurance.\n- Dmitri works for Fernhill Foods.\n- Zoya works for Cobalt Health.\n- Mei works for Beacon Insurance.\n- Chiara reports to Zoya.\n- Chiara works for Summit Energy.\n- Fernhill Foods was founded in 1984.\n- Mei reports to Hana.\n- Yuki reports to Aisha.\n- Wren works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Aisha reports to Chiara.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34992", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 20 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 16 December 2024): For employees hired on or after 16 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7746: employee Bruno M., hired 08 September 2023, separated 15 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7746?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7746 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-34993", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 14 December 2024): For employees hired on or after 14 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-9789: employee Pablo T., hired 05 August 2023, separated 20 June 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-9789?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-9789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34995", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-34996", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 12 April 2025): For employees hired on or after 12 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8932: employee Yuki M., hired 17 December 2021, separated 28 June 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8932?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-34997", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4180: employee Aisha R., hired 13 July 2021, separated 23 February 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4180?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-34998", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-34999", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Felix.\n- Helios Logistics is headquartered in Malmo.\n- Felix reports to Deshawn.\n- Mei works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Beacon Insurance was founded in 1988.\n- Helios Logistics was founded in 1999.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 1992.\n- Omar works for Beacon Insurance.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Lucia.\n- Beacon Insurance is headquartered in Austin.\n- Lucia works for Meridian Bank.\n- Lucia reports to Mei.\n- Meridian Bank was founded in 1993.\n- Priya reports to Bruno.\n- Omar reports to Priya.\n- Bruno reports to Viktor.\n- Felix works for Helios Logistics.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1993", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35001", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Helios Logistics is headquartered in Adelaide.\n- Stefan reports to Mei.\n- Emeka reports to Zoya.\n- Ravi reports to Felix.\n- Felix works for Helios Logistics.\n- Ravi works for Cedar Retail Group.\n- Felix reports to Emeka.\n- Pinnacle Software was founded in 2008.\n- Pablo works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Zoya reports to Leila.\n- Helios Logistics was founded in 2005.\n- Elena reports to Aisha.\n- Leila reports to Stefan.\n- Northwind Systems is headquartered in Adelaide.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Hana reports to Pablo.\n- Zoya works for Helios Logistics.\n- Mei reports to Callum.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 1988.\n- Cedar Retail Group is headquartered in Turku.\n- Mei works for Cedar Retail Group.\n- Pablo reports to Ravi.\n- Aisha reports to Hana.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1994.\n- Callum works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Pinnacle Software", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35002", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cedar Retail Group.\n- Omar reports to Tobias.\n- Tobias reports to Pablo.\n- Jonas reports to Stefan.\n- Mei reports to Callum.\n- Dmitri reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Cedar Retail Group was founded in 1977.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Lyon.\n- Stefan works for Summit Energy.\n- Chiara works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Summit Energy was founded in 1994.\n- Stefan reports to Mei.\n- Bluepine Aviation was founded in 2008.\n- Summit Energy is headquartered in Lyon.\n- Bruno reports to Viktor.\n- Callum reports to Omar.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne reports to Chiara.\n- Beacon Insurance was founded in 1999.\n- Pablo reports to Sanne.\n- Bruno works for Summit Energy.\n- Dmitri works for Cedar Retail Group.\n- Viktor reports to Dmitri.\n- Sanne works for Cedar Retail Group.\n- Pablo works for Summit Energy.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Amara.\n- Tobias reports to Felix.\n- Mara reports to Kenji.\n- Mateo works for Vantage Air.\n- Cedar Retail Group is headquartered in Oslo.\n- Tobias works for Ironwood Manufacturing.\n- Tessa reports to Wren.\n- Nadia reports to Tobias.\n- Mara works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Stefan works for Vantage Air.\n- Nadia works for Vantage Air.\n- Wren works for Bluepine Aviation.\n- Viktor works for Ironwood Manufacturing.\n- Felix reports to Mateo.\n- Kenji reports to Viktor.\n- Pablo works for Ironwood Manufacturing.\n- Mateo reports to Pablo.\n- Vantage Air was founded in 1988.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Basel.\n- Viktor reports to Nadia.\n- Bluepine Aviation was founded in 1978.\n- Amara works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1979.\n- Stefan reports to Mara.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35004", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Zoya.\n- Yuki works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Meridian Bank was founded in 1982.\n- Ironwood Manufacturing was founded in 1991.\n- Tobias reports to Mei.\n- Yuki reports to Anders.\n- Zoya works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Lattice Analytics was founded in 1987.\n- Tobias works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Mei reports to Hana.\n- Aisha works for Ironwood Manufacturing.\n- Anders reports to Aisha.\n- Meridian Bank is headquartered in Austin.\n- Kenji reports to Yuki.\n- Mei works for Meridian Bank.\n- Zoya reports to Tobias.\n- Cobalt Health was founded in 2012.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Kenji works for Cobalt Health.\n- Lattice Analytics is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Austin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35005", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Northwind Systems.\n- Stefan works for Crescent Telecom.\n- Cedar Retail Group was founded in 2005.\n- Northwind Systems was founded in 1980.\n- Anders reports to Sanne.\n- Chiara reports to Jonas.\n- Northwind Systems is headquartered in Cork.\n- Leila works for Crescent Telecom.\n- Elena works for Cedar Retail Group.\n- Elena reports to Chiara.\n- Vantage Air was founded in 2007.\n- Jonas works for Northwind Systems.\n- Vantage Air is headquartered in Basel.\n- Sanne works for Crescent Telecom.\n- Leila reports to Elena.\n- Stefan reports to Hana.\n- Crescent Telecom was founded in 2004.\n- Sanne reports to Stefan.\n- Anders works for Vantage Air.\n- Crescent Telecom is headquartered in Cork.\n- Chiara works for Vantage Air.\n- Jonas reports to Anders.\n- Cedar Retail Group is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2005", "2": "2010", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35006", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1359: employee Kenji K., hired 19 July 2019, separated 21 November 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1359?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35007", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35008", "family": "intent_v3", "state": "Incoming support message:\n\"Order 13725 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Report Damage — reports an item arrived broken", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35009", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35010", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35011", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8363: employee Pablo A., hired 06 April 2022, separated 07 September 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2026-8363 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$5,950", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35012", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Wren.\n- Mateo works for Northwind Systems.\n- Pinnacle Software is headquartered in Oslo.\n- Wren works for Atlas Freight.\n- Sofia reports to Anders.\n- Anders works for Northwind Systems.\n- Stefan works for Bluepine Aviation.\n- Pinnacle Software was founded in 2012.\n- Tessa works for Atlas Freight.\n- Wren reports to Tessa.\n- Sofia works for Bluepine Aviation.\n- Anders reports to Viktor.\n- Northwind Systems is headquartered in Malmo.\n- Viktor reports to Stefan.\n- Northwind Systems was founded in 2000.\n- Atlas Freight was founded in 2002.\n- Zoya reports to Mateo.\n- Mateo reports to Aisha.\n- Tessa reports to Ingrid.\n- Bluepine Aviation is headquartered in Malmo.\n- Aisha works for Bluepine Aviation.\n- Atlas Freight is headquartered in Adelaide.\n- Ingrid works for Pinnacle Software.\n- Aisha reports to Sofia.\n- Viktor works for Northwind Systems.\n- Bluepine Aviation was founded in 1994.\n- Zoya works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35013", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Elena reports to Pablo.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Atlas Freight is headquartered in Tampere.\n- Elena works for Summit Energy.\n- Atlas Freight was founded in 1987.\n- Aisha reports to Mara.\n- Pablo reports to Aisha.\n- Cobalt Health was founded in 2013.\n- Jonas works for Cobalt Health.\n- Anders reports to Ravi.\n- Emeka reports to Chiara.\n- Callum reports to Emeka.\n- Chiara reports to Tobias.\n- Tobias reports to Viktor.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Callum works for Summit Energy.\n- Mara reports to Callum.\n- Crescent Telecom was founded in 1988.\n- Pablo works for Summit Energy.\n- Mara works for Cobalt Health.\n- Summit Energy is headquartered in Tampere.\n- Viktor works for Crescent Telecom.\n- Anders works for Cobalt Health.\n- Summit Energy was founded in 2013.\n- Aisha works for Summit Energy.\n- Ravi works for Crescent Telecom.\n- Ravi reports to Jonas.\n- Viktor reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Nagoya", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35015", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7687: employee Sanne B., hired 02 July 2024, separated 28 September 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7687?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35016", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35017", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 80907, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35018", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 November 2023): For employees hired on or after 24 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-7821: employee Ravi R., hired 05 April 2021, separated 24 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-7821?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-7821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35019", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-8 (VERSION 5, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3928: employee Wren S., hired 21 May 2024, separated 11 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3928?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3928 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Austin.\n- Kenji reports to Anders.\n- Emeka reports to Zoya.\n- Sofia reports to Jonas.\n- Anders works for Cedar Retail Group.\n- Emeka works for Vantage Air.\n- Cedar Retail Group is headquartered in Brno.\n- Zoya reports to Lucia.\n- Anders reports to Sofia.\n- Sofia works for Lattice Analytics.\n- Lucia works for Cedar Retail Group.\n- Lattice Analytics was founded in 1991.\n- Wren works for Northwind Systems.\n- Lattice Analytics is headquartered in Brno.\n- Jonas reports to Sanne.\n- Northwind Systems was founded in 1997.\n- Felix works for Lattice Analytics.\n- Sanne reports to Felix.\n- Jonas works for Northwind Systems.\n- Vantage Air was founded in 1978.\n- Wren reports to Kenji.\n- Zoya works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Sanne works for Cedar Retail Group.\n- Vantage Air is headquartered in Austin.\n- Cedar Retail Group was founded in 2006.\n- Felix reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35021", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35022", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 2, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4918: employee Priya A., hired 16 June 2024, separated 13 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-4918?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35023", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35024", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35025", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35026", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35027", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35028", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 06 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 06 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-9311: employee Mara K., hired 16 May 2024, separated 19 October 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-9311 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$7,000", "2": "$30,333", "3": "$7,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-9311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35029", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Ingrid works for Summit Energy.\n- Pinnacle Software was founded in 2004.\n- Helios Logistics is headquartered in Dunedin.\n- Tobias reports to Stefan.\n- Meridian Bank is headquartered in Austin.\n- Bruno works for Helios Logistics.\n- Lucia works for Summit Energy.\n- Amara works for Meridian Bank.\n- Aisha reports to Amara.\n- Amara reports to Ingrid.\n- Summit Energy is headquartered in Halifax.\n- Stefan reports to Elena.\n- Elena reports to Aisha.\n- Tobias works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Meridian Bank was founded in 1995.\n- Priya reports to Bruno.\n- Bruno reports to Tobias.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Ingrid reports to Lucia.\n- Stefan works for Meridian Bank.\n- Elena works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2002.\n- Pinnacle Software is headquartered in Turku.\n- Felix reports to Elena.\n- Emeka reports to Lucia.\n- Emeka works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Aisha reports to Felix.\n- Lucia reports to Aisha.\n- Wren works for Northwind Systems.\n- Nadia reports to Amara.\n- Northwind Systems was founded in 1992.\n- Ironwood Manufacturing was founded in 2013.\n- Callum works for Northwind Systems.\n- Lucia works for Ironwood Manufacturing.\n- Amara reports to Callum.\n- Nadia works for Atlas Freight.\n- Pinnacle Software was founded in 1991.\n- Elena works for Ironwood Manufacturing.\n- Ravi reports to Wren.\n- Ironwood Manufacturing is headquartered in Turku.\n- Elena reports to Ravi.\n- Callum reports to Emeka.\n- Northwind Systems is headquartered in Ghent.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Brno.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Mei.\n- Sofia reports to Anders.\n- Beacon Insurance is headquartered in Oslo.\n- Summit Energy was founded in 1975.\n- Viktor reports to Stefan.\n- Vantage Air is headquartered in Oslo.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Austin.\n- Stefan reports to Felix.\n- Felix reports to Ingrid.\n- Felix works for Vantage Air.\n- Ingrid reports to Omar.\n- Mara works for Fernhill Foods.\n- Sofia works for Summit Energy.\n- Elena reports to Sofia.\n- Ingrid works for Vantage Air.\n- Stefan works for Fernhill Foods.\n- Anders works for Beacon Insurance.\n- Anders reports to Viktor.\n- Mei works for Vantage Air.\n- Fernhill Foods is headquartered in Dunedin.\n- Vantage Air was founded in 1980.\n- Beacon Insurance was founded in 1977.\n- Omar works for Fernhill Foods.\n- Mei reports to Mara.\n- Fernhill Foods was founded in 2008.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35034", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5563: employee Chiara S., hired 01 January 2024, separated 29 January 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-5563 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$5,712", "2": "$10,385", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35035", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35036", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35037", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "weather", "2": "set_timer", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35038", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 February 2025): For employees hired on or after 22 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-1327: employee Jonas K., hired 23 November 2024, separated 08 September 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2026-1327 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$8,385", "2": "$4,154", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-1327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35039", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35040", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6927: employee Leila M., hired 16 October 2021, separated 30 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6927?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35041", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35042", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 82199 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35043", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mara.\n- Anders works for Beacon Insurance.\n- Tobias works for Cobalt Health.\n- Beacon Insurance is headquartered in Lyon.\n- Mara reports to Anders.\n- Tobias reports to Jonas.\n- Sanne works for Cobalt Health.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 1996.\n- Anders reports to Ingrid.\n- Zoya works for Lattice Analytics.\n- Vantage Air was founded in 2015.\n- Ingrid works for Lattice Analytics.\n- Tessa reports to Tobias.\n- Vantage Air is headquartered in Bergen.\n- Sanne reports to Zoya.\n- Jonas works for Beacon Insurance.\n- Cobalt Health is headquartered in Malmo.\n- Beacon Insurance was founded in 1989.\n- Mara works for Lattice Analytics.\n- Cobalt Health was founded in 2013.\n- Tessa works for Cobalt Health.\n- Zoya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Oslo", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35046", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5017: employee Tessa S., hired 14 October 2021, separated 23 August 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5017?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35047", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 69783, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_order", "1": "track_order", "2": "exchange_item", "3": "change_address", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35048", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Callum.\n- Leila reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Lattice Analytics was founded in 2012.\n- Leila works for Northwind Systems.\n- Amara reports to Tobias.\n- Callum works for Pinnacle Software.\n- Sofia works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Vantage Air was founded in 2004.\n- Amara works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Lucia reports to Leila.\n- Tessa works for Lattice Analytics.\n- Vantage Air is headquartered in Leeds.\n- Northwind Systems is headquartered in Brno.\n- Lattice Analytics is headquartered in Leeds.\n- Stefan reports to Sofia.\n- Emeka reports to Mateo.\n- Tessa reports to Stefan.\n- Lucia works for Vantage Air.\n- Callum reports to Lucia.\n- Mateo reports to Amara.\n- Pinnacle Software was founded in 2013.\n- Pinnacle Software is headquartered in Malmo.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Brno", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35050", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35051", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4801: employee Leila S., hired 25 July 2021, separated 17 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4801?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35052", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35053", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 November 2022): For employees hired on or after 25 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2365: employee Hana T., hired 18 August 2020, separated 31 July 2023 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-2365 under the controlling rules.", "criteria": {"0": "$5,375", "1": "$4,875", "2": "$23,292", "3": "$5,438"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2365 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35054", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35055", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5584: employee Stefan S., hired 24 June 2023, separated 24 December 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2025-5584 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$5,500", "2": "$1,875", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35056", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 73859\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35057", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1988.\n- Wren works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Bruno works for Pinnacle Software.\n- Callum reports to Stefan.\n- Yuki works for Pinnacle Software.\n- Helios Logistics was founded in 2006.\n- Stefan works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Ingrid reports to Wren.\n- Stefan reports to Yuki.\n- Crescent Telecom was founded in 1979.\n- Pinnacle Software is headquartered in Adelaide.\n- Yuki reports to Sanne.\n- Ingrid works for Crescent Telecom.\n- Pinnacle Software was founded in 2004.\n- Bluepine Aviation is headquartered in Porto.\n- Helios Logistics is headquartered in Porto.\n- Sanne reports to Chiara.\n- Wren reports to Bruno.\n- Chiara works for Crescent Telecom.\n- Chiara reports to Ingrid.\n- Crescent Telecom is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35059", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-8 (VERSION 2, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9158: employee Lucia B., hired 14 August 2023, separated 05 February 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-9158 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$38,000", "2": "$8,769", "3": "$7,769"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35060", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 March 2023): For employees hired on or after 24 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3524: employee Bruno S., hired 03 January 2021, separated 03 May 2023 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-3524 under the controlling rules.", "criteria": {"0": "$5,800", "1": "$4,800", "2": "$25,133", "3": "$5,750"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35061", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 34178\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks for money back on a purchase", "3": "wants the delivery address updated", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Viktor works for Atlas Freight.\n- Pinnacle Software was founded in 2008.\n- Yuki reports to Pablo.\n- Atlas Freight was founded in 1982.\n- Meridian Bank was founded in 2005.\n- Anders works for Pinnacle Software.\n- Elena works for Atlas Freight.\n- Northwind Systems is headquartered in Leeds.\n- Leila reports to Anders.\n- Meridian Bank is headquartered in Lyon.\n- Wren reports to Leila.\n- Stefan reports to Elena.\n- Atlas Freight is headquartered in Leeds.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Yuki works for Northwind Systems.\n- Wren works for Atlas Freight.\n- Viktor reports to Yuki.\n- Elena reports to Viktor.\n- Pablo works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Northwind Systems was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1980", "2": "1982", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35063", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Mateo.\n- Ingrid reports to Kenji.\n- Kenji works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Deshawn works for Lattice Analytics.\n- Deshawn reports to Leila.\n- Mei works for Lattice Analytics.\n- Sofia works for Meridian Bank.\n- Mateo reports to Deshawn.\n- Crescent Telecom was founded in 1996.\n- Crescent Telecom is headquartered in Halifax.\n- Lattice Analytics was founded in 2008.\n- Leila works for Meridian Bank.\n- Wren reports to Tessa.\n- Tessa reports to Sofia.\n- Leila reports to Zoya.\n- Zoya reports to Ingrid.\n- Meridian Bank is headquartered in Tampere.\n- Cobalt Health is headquartered in Halifax.\n- Sofia reports to Mei.\n- Zoya works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Cobalt Health was founded in 2013.\n- Tessa works for Cobalt Health.\n- Lattice Analytics is headquartered in Basel.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Jonas.\n- Jonas reports to Sofia.\n- Nadia works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1993.\n- Ironwood Manufacturing was founded in 1979.\n- Sofia works for Northwind Systems.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Chiara reports to Wren.\n- Sanne reports to Nadia.\n- Lucia reports to Omar.\n- Tobias works for Atlas Freight.\n- Northwind Systems is headquartered in Halifax.\n- Priya reports to Tobias.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sanne works for Atlas Freight.\n- Priya works for Meridian Bank.\n- Lucia works for Ironwood Manufacturing.\n- Nadia reports to Stefan.\n- Stefan reports to Ingrid.\n- Sofia reports to Priya.\n- Northwind Systems was founded in 2009.\n- Meridian Bank was founded in 1983.\n- Omar reports to Chiara.\n- Meridian Bank is headquartered in Adelaide.\n- Ingrid works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Tobias reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Oslo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35065", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35066", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3689: employee Amara B., hired 05 March 2024, separated 18 October 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3689?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3689 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35067", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Mei.\n- Summit Energy was founded in 2009.\n- Sofia reports to Callum.\n- Mei works for Atlas Freight.\n- Vantage Air was founded in 1988.\n- Bruno works for Crescent Telecom.\n- Sofia works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Atlas Freight was founded in 2002.\n- Crescent Telecom is headquartered in Ghent.\n- Tobias works for Crescent Telecom.\n- Vantage Air is headquartered in Ghent.\n- Atlas Freight is headquartered in Valencia.\n- Stefan reports to Bruno.\n- Mei reports to Stefan.\n- Crescent Telecom was founded in 2000.\n- Callum works for Vantage Air.\n- Bruno reports to Zoya.\n- Callum reports to Tobias.\n- Zoya works for Atlas Freight.\n- Stefan works for Summit Energy.\n- Zoya reports to Wren.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2004", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35069", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "deprovision", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35070", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35071", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-8 (VERSION 3, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8040: employee Pablo M., hired 12 November 2023, separated 17 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-8040?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35072", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35073", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6963: employee Sofia A., hired 29 October 2020, separated 18 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6963?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35074", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 4, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-7074: employee Felix K., hired 15 August 2022, separated 30 April 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-7074?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-7074 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35075", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 2, EFFECTIVE 25 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 25 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-1962: employee Nadia B., hired 09 February 2022, separated 24 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-1962?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-1962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35076", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Kenji.\n- Northwind Systems was founded in 2001.\n- Helios Logistics was founded in 1977.\n- Deshawn works for Northwind Systems.\n- Chiara reports to Mei.\n- Meridian Bank is headquartered in Leeds.\n- Vantage Air was founded in 1976.\n- Deshawn reports to Mateo.\n- Mateo works for Helios Logistics.\n- Dmitri works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Helios Logistics is headquartered in Brno.\n- Kenji works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Meridian Bank was founded in 2012.\n- Vantage Air is headquartered in Leeds.\n- Mateo reports to Bruno.\n- Mei works for Northwind Systems.\n- Mei reports to Deshawn.\n- Ingrid reports to Chiara.\n- Chiara works for Meridian Bank.\n- Kenji reports to Dmitri.\n- Bruno works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1975", "2": "1977", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35077", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-9688: employee Zoya K., hired 11 March 2022, separated 21 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-9688?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-9688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Priya works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Hana reports to Felix.\n- Ravi reports to Lucia.\n- Lattice Analytics is headquartered in Malmo.\n- Anders works for Summit Energy.\n- Elena reports to Priya.\n- Leila reports to Ravi.\n- Mei works for Summit Energy.\n- Kenji works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1984.\n- Tessa works for Summit Energy.\n- Anders reports to Mei.\n- Summit Energy was founded in 1976.\n- Leila works for Summit Energy.\n- Bluepine Aviation is headquartered in Malmo.\n- Lucia reports to Elena.\n- Ravi works for Bluepine Aviation.\n- Lucia works for Beacon Insurance.\n- Priya reports to Kenji.\n- Beacon Insurance was founded in 2010.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Chiara works for Lattice Analytics.\n- Mei reports to Tessa.\n- Lattice Analytics was founded in 2004.\n- Kenji reports to Hana.\n- Tessa reports to Chiara.\n- Felix reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35079", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35080", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35081", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 January 2023): For employees hired on or after 19 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-7106: employee Mara K., hired 21 January 2021, separated 22 July 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2026-7106 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$6,769", "2": "$8,769", "3": "$38,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-7106 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35082", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8551: employee Viktor A., hired 30 September 2021, separated 27 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8551?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35083", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35084", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35085", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 86236\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35086", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35087", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-8 (VERSION 7, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-6736: employee Amara T., hired 20 February 2023, separated 04 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-6736?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-6736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35088", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-5 (VERSION 6, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 13 April 2024): For employees hired on or after 13 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7078: employee Mara A., hired 16 August 2021, separated 05 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7078?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35089", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-8 (VERSION 7, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2586: employee Tessa M., hired 08 August 2021, separated 06 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2586?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35090", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 12 August 2024): For employees hired on or after 12 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1056: employee Dmitri R., hired 22 October 2023, separated 15 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-1056?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1056 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35091", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 34031 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Pinnacle Software is headquartered in Nagoya.\n- Zoya reports to Leila.\n- Chiara works for Beacon Insurance.\n- Stefan works for Lattice Analytics.\n- Lucia reports to Omar.\n- Lattice Analytics was founded in 1977.\n- Omar works for Lattice Analytics.\n- Chiara reports to Sanne.\n- Sanne reports to Stefan.\n- Omar reports to Wren.\n- Sanne works for Pinnacle Software.\n- Mei works for Beacon Insurance.\n- Stefan reports to Lucia.\n- Felix works for Beacon Insurance.\n- Wren works for Meridian Bank.\n- Felix reports to Mei.\n- Wren reports to Zoya.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 2008.\n- Lucia works for Meridian Bank.\n- Lattice Analytics is headquartered in Tampere.\n- Beacon Insurance is headquartered in Leeds.\n- Zoya works for Lattice Analytics.\n- Mei reports to Chiara.\n- Pinnacle Software was founded in 1985.\n- Beacon Insurance was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Nagoya", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35093", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35094", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6978: employee Bruno K., hired 22 June 2021, separated 18 November 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6978?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35095", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35096", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35097", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Atlas Freight.\n- Anders reports to Bruno.\n- Beacon Insurance was founded in 1984.\n- Beacon Insurance is headquartered in Tampere.\n- Wren works for Atlas Freight.\n- Sofia reports to Zoya.\n- Atlas Freight is headquartered in Lyon.\n- Wren reports to Lucia.\n- Fernhill Foods was founded in 2011.\n- Omar works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Aisha reports to Leila.\n- Elena works for Fernhill Foods.\n- Lucia reports to Anders.\n- Leila works for Atlas Freight.\n- Cobalt Health is headquartered in Tampere.\n- Zoya reports to Elena.\n- Nadia works for Cobalt Health.\n- Sofia works for Atlas Freight.\n- Fernhill Foods is headquartered in Austin.\n- Omar reports to Aisha.\n- Nadia reports to Wren.\n- Lucia works for Fernhill Foods.\n- Aisha works for Cobalt Health.\n- Tessa reports to Omar.\n- Atlas Freight was founded in 1990.\n- Bruno reports to Tessa.\n- Leila reports to Sofia.\n- Tessa works for Atlas Freight.\n- Cobalt Health was founded in 1975.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35098", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35099", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35100", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Deshawn.\n- Leila reports to Priya.\n- Priya works for Cedar Retail Group.\n- Lucia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2004.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Callum works for Cedar Retail Group.\n- Tobias reports to Tessa.\n- Mara reports to Callum.\n- Ironwood Manufacturing was founded in 2001.\n- Deshawn works for Cedar Retail Group.\n- Priya reports to Lucia.\n- Dmitri works for Bluepine Aviation.\n- Mara works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Turku.\n- Leila works for Ironwood Manufacturing.\n- Omar works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Basel.\n- Lucia reports to Tobias.\n- Callum reports to Dmitri.\n- Cedar Retail Group was founded in 1992.\n- Tessa works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Turku.\n- Tessa reports to Omar.\n- Dmitri reports to Leila.\n- Pinnacle Software was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Basel", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35102", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6459: employee Mara T., hired 11 November 2021, separated 10 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6459?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2013.\n- Amara works for Bluepine Aviation.\n- Priya works for Ironwood Manufacturing.\n- Priya reports to Leila.\n- Bluepine Aviation was founded in 1980.\n- Mateo works for Lattice Analytics.\n- Yuki reports to Mei.\n- Lucia works for Ironwood Manufacturing.\n- Emeka reports to Amara.\n- Leila works for Lattice Analytics.\n- Amara reports to Priya.\n- Mei works for Pinnacle Software.\n- Ingrid reports to Mateo.\n- Nadia works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1987.\n- Bluepine Aviation is headquartered in Porto.\n- Lucia reports to Nadia.\n- Ironwood Manufacturing was founded in 1997.\n- Hana works for Pinnacle Software.\n- Leila reports to Dmitri.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics is headquartered in Lyon.\n- Mateo reports to Emeka.\n- Ingrid works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Hana reports to Lucia.\n- Nadia reports to Yuki.\n- Dmitri reports to Hana.\n- Dmitri works for Lattice Analytics.\n- Yuki works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35104", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tampere.\n- Tobias reports to Omar.\n- Summit Energy was founded in 2007.\n- Yuki reports to Mei.\n- Vantage Air is headquartered in Lyon.\n- Mei works for Summit Energy.\n- Mateo works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Lucia works for Summit Energy.\n- Omar works for Summit Energy.\n- Northwind Systems was founded in 1992.\n- Yuki works for Northwind Systems.\n- Leila works for Pinnacle Software.\n- Chiara works for Northwind Systems.\n- Lucia reports to Tobias.\n- Emeka reports to Jonas.\n- Elena reports to Leila.\n- Elena works for Summit Energy.\n- Mei reports to Elena.\n- Pinnacle Software was founded in 1981.\n- Emeka works for Northwind Systems.\n- Leila reports to Sofia.\n- Jonas works for Vantage Air.\n- Chiara reports to Mateo.\n- Jonas reports to Yuki.\n- Tobias works for Northwind Systems.\n- Sofia reports to Chiara.\n- Pinnacle Software is headquartered in Halifax.\n- Omar reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35105", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35106", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-7 (VERSION 5, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 April 2025): For employees hired on or after 07 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1563: employee Pablo K., hired 30 March 2024, separated 31 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1563?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35107", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35108", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35109", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1991.\n- Ironwood Manufacturing is headquartered in Brno.\n- Kenji reports to Emeka.\n- Lattice Analytics was founded in 1976.\n- Mateo reports to Amara.\n- Emeka works for Ironwood Manufacturing.\n- Chiara reports to Zoya.\n- Zoya reports to Sanne.\n- Sanne works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Hana works for Ironwood Manufacturing.\n- Mei reports to Mateo.\n- Zoya works for Lattice Analytics.\n- Atlas Freight is headquartered in Brno.\n- Lucia reports to Chiara.\n- Mateo works for Vantage Air.\n- Lucia works for Lattice Analytics.\n- Hana reports to Lucia.\n- Mei works for Atlas Freight.\n- Chiara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Brno.\n- Emeka reports to Hana.\n- Vantage Air was founded in 2005.\n- Amara works for Atlas Freight.\n- Sanne reports to Mei.\n- Atlas Freight was founded in 2000.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 2006.\n- Zoya works for Vantage Air.\n- Wren reports to Omar.\n- Bruno reports to Pablo.\n- Lattice Analytics was founded in 1981.\n- Hana works for Vantage Air.\n- Helios Logistics was founded in 1976.\n- Wren works for Vantage Air.\n- Cobalt Health is headquartered in Valencia.\n- Bruno works for Helios Logistics.\n- Vantage Air is headquartered in Austin.\n- Lucia reports to Yuki.\n- Yuki reports to Stefan.\n- Yuki works for Lattice Analytics.\n- Stefan works for Cobalt Health.\n- Jonas works for Helios Logistics.\n- Ingrid works for Lattice Analytics.\n- Helios Logistics is headquartered in Tallinn.\n- Jonas reports to Zoya.\n- Hana reports to Lucia.\n- Omar works for Helios Logistics.\n- Lattice Analytics is headquartered in Cork.\n- Zoya reports to Hana.\n- Pablo works for Helios Logistics.\n- Vantage Air was founded in 1988.\n- Ingrid reports to Jonas.\n- Lucia works for Cobalt Health.\n- Stefan reports to Anders.\n- Anders reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1997.\n- Cobalt Health is headquartered in Cork.\n- Bluepine Aviation was founded in 1978.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Cork.\n- Anders works for Cobalt Health.\n- Anders reports to Wren.\n- Ingrid works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Viktor reports to Mateo.\n- Mei works for Beacon Insurance.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Anders.\n- Mei reports to Ingrid.\n- Wren reports to Tessa.\n- Bluepine Aviation is headquartered in Porto.\n- Tessa works for Cobalt Health.\n- Ingrid reports to Viktor.\n- Cobalt Health was founded in 1995.\n- Atlas Freight is headquartered in Cork.\n- Wren works for Atlas Freight.\n- Beacon Insurance was founded in 2003.\n- Tessa reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35112", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-2 (VERSION 6, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 September 2024): For employees hired on or after 09 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2192: employee Sofia S., hired 30 September 2022, separated 29 January 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2192?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35113", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7849: employee Callum T., hired 25 November 2020, separated 12 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-7849?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7849 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35114", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Org Question — asks about reporting structure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35115", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Zoya works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Tessa works for Helios Logistics.\n- Zoya reports to Dmitri.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Jonas reports to Aisha.\n- Emeka reports to Mara.\n- Tessa reports to Emeka.\n- Tobias works for Fernhill Foods.\n- Dmitri reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Mara works for Bluepine Aviation.\n- Mara reports to Tobias.\n- Vantage Air was founded in 2011.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Chiara works for Fernhill Foods.\n- Helios Logistics is headquartered in Tampere.\n- Fernhill Foods was founded in 2000.\n- Callum reports to Zoya.\n- Bluepine Aviation was founded in 1977.\n- Chiara reports to Tessa.\n- Emeka works for Helios Logistics.\n- Tobias reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35117", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 7, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 October 2024): For employees hired on or after 24 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-5563: employee Leila K., hired 08 April 2021, separated 22 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-5563?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-5563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35118", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5170: employee Sofia R., hired 03 November 2023, separated 02 February 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5170?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35119", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Reroute — changes a shipment destination", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35120", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1341: employee Stefan M., hired 30 March 2021, separated 28 February 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1341?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35121", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Bluepine Aviation was founded in 2014.\n- Atlas Freight is headquartered in Basel.\n- Viktor reports to Nadia.\n- Nadia reports to Bruno.\n- Bruno works for Atlas Freight.\n- Crescent Telecom was founded in 1989.\n- Crescent Telecom is headquartered in Basel.\n- Sanne reports to Ravi.\n- Sofia works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Mei reports to Sofia.\n- Wren reports to Mei.\n- Bruno reports to Wren.\n- Lattice Analytics is headquartered in Lyon.\n- Wren works for Crescent Telecom.\n- Mei works for Bluepine Aviation.\n- Nadia works for Atlas Freight.\n- Lattice Analytics was founded in 1987.\n- Sanne works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Atlas Freight was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35123", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35124", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35125", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 May 2023): For employees hired on or after 21 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9830: employee Lucia R., hired 09 April 2023, separated 12 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2026-9830 under the controlling rules.", "criteria": {"0": "$3,462", "1": "$40,000", "2": "$9,731", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9830 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Lattice Analytics.\n- Mei reports to Lucia.\n- Helios Logistics was founded in 2011.\n- Deshawn reports to Mei.\n- Mei works for Helios Logistics.\n- Felix works for Lattice Analytics.\n- Tobias works for Vantage Air.\n- Dmitri reports to Felix.\n- Felix reports to Elena.\n- Stefan reports to Deshawn.\n- Helios Logistics is headquartered in Ghent.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Tobias reports to Dmitri.\n- Elena reports to Priya.\n- Lattice Analytics was founded in 2012.\n- Priya reports to Kenji.\n- Lattice Analytics is headquartered in Ghent.\n- Vantage Air is headquartered in Austin.\n- Kenji reports to Leila.\n- Jonas reports to Stefan.\n- Deshawn works for Vantage Air.\n- Stefan works for Lattice Analytics.\n- Vantage Air was founded in 1991.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Jonas works for Cedar Retail Group.\n- Priya works for Helios Logistics.\n- Elena works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Leila reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sanne.\n- Pablo works for Fernhill Foods.\n- Sofia reports to Pablo.\n- Cedar Retail Group was founded in 2011.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Tobias reports to Anders.\n- Crescent Telecom was founded in 1998.\n- Leila works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Porto.\n- Hana reports to Sofia.\n- Fernhill Foods was founded in 1987.\n- Sanne reports to Stefan.\n- Bluepine Aviation was founded in 1976.\n- Sofia works for Bluepine Aviation.\n- Stefan works for Fernhill Foods.\n- Sanne works for Cedar Retail Group.\n- Stefan reports to Hana.\n- Bluepine Aviation is headquartered in Adelaide.\n- Hana works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Nagoya.\n- Leila reports to Tobias.\n- Anders works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1990", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35128", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Crescent Telecom is headquartered in Nagoya.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Lucia works for Cobalt Health.\n- Atlas Freight is headquartered in Valencia.\n- Leila works for Crescent Telecom.\n- Priya reports to Ravi.\n- Deshawn works for Crescent Telecom.\n- Cobalt Health is headquartered in Ghent.\n- Tobias reports to Jonas.\n- Jonas works for Atlas Freight.\n- Ravi reports to Deshawn.\n- Lucia reports to Emeka.\n- Kenji works for Cobalt Health.\n- Priya works for Crescent Telecom.\n- Leila reports to Tobias.\n- Kenji reports to Priya.\n- Atlas Freight was founded in 2013.\n- Ravi works for Atlas Freight.\n- Bluepine Aviation was founded in 2002.\n- Crescent Telecom was founded in 1995.\n- Chiara works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Emeka reports to Leila.\n- Jonas reports to Kenji.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Leila works for Fernhill Foods.\n- Ravi reports to Priya.\n- Anders works for Cedar Retail Group.\n- Anders reports to Emeka.\n- Cedar Retail Group was founded in 1978.\n- Nadia works for Fernhill Foods.\n- Emeka reports to Stefan.\n- Chiara reports to Leila.\n- Cedar Retail Group is headquartered in Brno.\n- Tessa works for Cedar Retail Group.\n- Omar reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Tessa reports to Chiara.\n- Priya reports to Tessa.\n- Priya works for Bluepine Aviation.\n- Fernhill Foods was founded in 1987.\n- Nadia reports to Anders.\n- Emeka works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Leila reports to Nadia.\n- Fernhill Foods is headquartered in Brno.\n- Bluepine Aviation was founded in 1999.\n- Ironwood Manufacturing was founded in 2004.\n- Omar works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1981", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Hana.\n- Pinnacle Software is headquartered in Halifax.\n- Mara works for Vantage Air.\n- Mara reports to Emeka.\n- Bruno reports to Anders.\n- Summit Energy was founded in 2002.\n- Anders works for Vantage Air.\n- Omar reports to Pablo.\n- Amara reports to Leila.\n- Pablo works for Meridian Bank.\n- Pinnacle Software was founded in 1976.\n- Emeka works for Vantage Air.\n- Emeka reports to Omar.\n- Meridian Bank is headquartered in Leeds.\n- Leila works for Summit Energy.\n- Stefan works for Meridian Bank.\n- Mateo reports to Mara.\n- Hana reports to Mateo.\n- Meridian Bank was founded in 1995.\n- Summit Energy is headquartered in Leeds.\n- Pablo reports to Amara.\n- Felix reports to Bruno.\n- Mateo works for Summit Energy.\n- Vantage Air is headquartered in Adelaide.\n- Bruno works for Summit Energy.\n- Anders reports to Stefan.\n- Felix works for Summit Energy.\n- Vantage Air was founded in 2003.\n- Omar works for Meridian Bank.\n- Amara works for Vantage Air.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35131", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35132", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 10 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 10 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2928: employee Amara S., hired 27 September 2022, separated 22 May 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-2928?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2928 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35133", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Leila.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ingrid reports to Tessa.\n- Tobias works for Northwind Systems.\n- Anders reports to Tobias.\n- Tobias reports to Stefan.\n- Lucia works for Pinnacle Software.\n- Helios Logistics is headquartered in Leeds.\n- Lucia reports to Ravi.\n- Northwind Systems was founded in 1995.\n- Tessa works for Northwind Systems.\n- Pinnacle Software was founded in 1995.\n- Ingrid works for Helios Logistics.\n- Dmitri works for Ironwood Manufacturing.\n- Chiara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1985.\n- Anders works for Northwind Systems.\n- Mei works for Ironwood Manufacturing.\n- Hana works for Northwind Systems.\n- Stefan works for Pinnacle Software.\n- Ravi works for Northwind Systems.\n- Mei reports to Lucia.\n- Leila works for Northwind Systems.\n- Helios Logistics was founded in 1992.\n- Ravi reports to Ingrid.\n- Hana reports to Anders.\n- Dmitri reports to Mei.\n- Northwind Systems is headquartered in Leeds.\n- Leila reports to Dmitri.\n- Pinnacle Software is headquartered in Basel.\n- Chiara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Basel", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35135", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35136", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 July 2023): For employees hired on or after 30 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6666: employee Dmitri T., hired 24 May 2022, separated 13 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6666?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35137", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35138", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35139", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 2, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 September 2024): For employees hired on or after 28 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3637: employee Tobias A., hired 28 August 2021, separated 26 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2025-3637 under the controlling rules.", "criteria": {"0": "$44,200", "1": "$10,250", "2": "$11,200", "3": "$10,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3637 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35140", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 September 2025): For employees hired on or after 20 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4384: employee Callum B., hired 14 December 2024, separated 05 March 2027 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4384?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mateo.\n- Mateo reports to Hana.\n- Amara works for Helios Logistics.\n- Aisha works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Callum works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2002.\n- Wren works for Helios Logistics.\n- Omar reports to Aisha.\n- Omar works for Cedar Retail Group.\n- Pablo reports to Leila.\n- Mateo works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Leila reports to Mei.\n- Cedar Retail Group is headquartered in Adelaide.\n- Viktor works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2004.\n- Sofia reports to Viktor.\n- Aisha reports to Callum.\n- Amara reports to Pablo.\n- Mei works for Cedar Retail Group.\n- Mei reports to Omar.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Callum reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1986.\n- Wren reports to Sofia.\n- Helios Logistics is headquartered in Adelaide.\n- Sofia works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1984.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1989.\n- Elena works for Bluepine Aviation.\n- Aisha reports to Stefan.\n- Dmitri reports to Leila.\n- Stefan works for Atlas Freight.\n- Pinnacle Software was founded in 1991.\n- Bluepine Aviation is headquartered in Malmo.\n- Leila works for Lattice Analytics.\n- Bluepine Aviation was founded in 2015.\n- Sanne reports to Aisha.\n- Viktor reports to Dmitri.\n- Leila reports to Amara.\n- Atlas Freight is headquartered in Malmo.\n- Sanne works for Atlas Freight.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor works for Atlas Freight.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Amara reports to Elena.\n- Amara works for Pinnacle Software.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35143", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Priya.\n- Priya reports to Mei.\n- Mei works for Vantage Air.\n- Tobias reports to Ingrid.\n- Amara works for Meridian Bank.\n- Omar works for Beacon Insurance.\n- Tessa reports to Sanne.\n- Beacon Insurance was founded in 2006.\n- Ingrid works for Fernhill Foods.\n- Meridian Bank is headquartered in Leeds.\n- Callum reports to Omar.\n- Omar reports to Nadia.\n- Fernhill Foods was founded in 1999.\n- Nadia works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Emeka works for Vantage Air.\n- Sanne works for Fernhill Foods.\n- Mei reports to Tobias.\n- Fernhill Foods is headquartered in Austin.\n- Tessa works for Fernhill Foods.\n- Nadia reports to Mara.\n- Priya works for Meridian Bank.\n- Mara reports to Tessa.\n- Ingrid reports to Callum.\n- Tobias works for Beacon Insurance.\n- Vantage Air was founded in 2000.\n- Meridian Bank was founded in 2009.\n- Emeka reports to Amara.\n- Beacon Insurance is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2008.\n- Summit Energy is headquartered in Leeds.\n- Ravi reports to Amara.\n- Beacon Insurance is headquartered in Bergen.\n- Sanne reports to Chiara.\n- Tessa works for Pinnacle Software.\n- Chiara reports to Ravi.\n- Cobalt Health was founded in 2015.\n- Sofia reports to Tessa.\n- Pinnacle Software is headquartered in Porto.\n- Cobalt Health is headquartered in Lyon.\n- Amara works for Summit Energy.\n- Felix reports to Sanne.\n- Chiara works for Summit Energy.\n- Mateo works for Pinnacle Software.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 1983.\n- Felix works for Cobalt Health.\n- Sanne works for Pinnacle Software.\n- Summit Energy was founded in 1987.\n- Amara reports to Sofia.\n- Mateo reports to Felix.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1982", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35147", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1990.\n- Zoya works for Cobalt Health.\n- Ingrid reports to Jonas.\n- Jonas works for Cobalt Health.\n- Pablo reports to Omar.\n- Hana works for Cobalt Health.\n- Stefan reports to Ingrid.\n- Omar works for Beacon Insurance.\n- Northwind Systems was founded in 1976.\n- Northwind Systems is headquartered in Austin.\n- Stefan works for Fernhill Foods.\n- Ingrid works for Northwind Systems.\n- Fernhill Foods was founded in 2002.\n- Cobalt Health is headquartered in Brno.\n- Hana reports to Sanne.\n- Viktor reports to Stefan.\n- Zoya reports to Emeka.\n- Sanne works for Beacon Insurance.\n- Jonas reports to Pablo.\n- Fernhill Foods is headquartered in Basel.\n- Emeka works for Cobalt Health.\n- Emeka reports to Hana.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 2004.\n- Viktor works for Cobalt Health.\n- Omar reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Malmo", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35148", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35150", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 3, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 December 2022): For employees hired on or after 14 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9892: employee Deshawn K., hired 25 July 2019, separated 04 October 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9892?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35151", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "restart_service", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35152", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cobalt Health.\n- Mateo works for Northwind Systems.\n- Cobalt Health was founded in 1984.\n- Sofia works for Northwind Systems.\n- Priya reports to Amara.\n- Mara works for Atlas Freight.\n- Mei works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Bluepine Aviation is headquartered in Lyon.\n- Northwind Systems was founded in 1999.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Lyon.\n- Jonas works for Cobalt Health.\n- Amara reports to Sofia.\n- Atlas Freight was founded in 1980.\n- Cobalt Health is headquartered in Cork.\n- Ravi reports to Ingrid.\n- Ingrid reports to Mateo.\n- Bluepine Aviation was founded in 2003.\n- Sofia reports to Mara.\n- Amara works for Bluepine Aviation.\n- Northwind Systems is headquartered in Cork.\n- Hana reports to Priya.\n- Ravi works for Atlas Freight.\n- Jonas reports to Ravi.\n- Mei reports to Jonas.\n- Mateo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2001", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35153", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35154", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Leila.\n- Crescent Telecom was founded in 1990.\n- Jonas works for Crescent Telecom.\n- Leila reports to Hana.\n- Viktor reports to Amara.\n- Vantage Air was founded in 2006.\n- Omar reports to Yuki.\n- Viktor works for Northwind Systems.\n- Hana reports to Chiara.\n- Amara works for Meridian Bank.\n- Leila works for Northwind Systems.\n- Wren works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.\n- Chiara works for Vantage Air.\n- Felix works for Crescent Telecom.\n- Vantage Air is headquartered in Tampere.\n- Northwind Systems was founded in 1980.\n- Northwind Systems is headquartered in Nagoya.\n- Felix reports to Jonas.\n- Hana works for Meridian Bank.\n- Yuki reports to Felix.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 2007.\n- Meridian Bank is headquartered in Valencia.\n- Omar works for Crescent Telecom.\n- Wren reports to Viktor.\n- Amara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1989.\n- Tobias works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Halifax.\n- Nadia works for Crescent Telecom.\n- Mei works for Northwind Systems.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1994.\n- Callum reports to Zoya.\n- Callum works for Crescent Telecom.\n- Mei reports to Nadia.\n- Bruno reports to Mei.\n- Bruno works for Pinnacle Software.\n- Zoya reports to Hana.\n- Zoya works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Northwind Systems is headquartered in Tampere.\n- Sanne reports to Bruno.\n- Dmitri reports to Sanne.\n- Hana reports to Dmitri.\n- Pinnacle Software was founded in 1990.\n- Crescent Telecom is headquartered in Brno.\n- Bluepine Aviation is headquartered in Tampere.\n- Tessa reports to Emeka.\n- Emeka reports to Aisha.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Dmitri works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Tobias reports to Callum.\n- Aisha reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35156", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1985.\n- Callum works for Bluepine Aviation.\n- Leila reports to Hana.\n- Felix works for Cobalt Health.\n- Hana works for Atlas Freight.\n- Zoya works for Pinnacle Software.\n- Anders reports to Leila.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2012.\n- Pablo reports to Chiara.\n- Callum reports to Anders.\n- Zoya reports to Wren.\n- Atlas Freight is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Oslo.\n- Bluepine Aviation was founded in 1994.\n- Chiara reports to Zoya.\n- Anders works for Pinnacle Software.\n- Felix reports to Callum.\n- Chiara works for Pinnacle Software.\n- Nadia reports to Felix.\n- Leila works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Wren reports to Nadia.\n- Nadia works for Pinnacle Software.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35158", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-4821: employee Felix K., hired 11 June 2022, separated 28 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-4821?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-4821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35159", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35160", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-2 (VERSION 5, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 25 November 2024): For employees hired on or after 25 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-5823: employee Mateo M., hired 15 November 2022, separated 21 February 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-5823?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-5823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35161", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35162", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35163", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-6 (VERSION 6, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7207: employee Tessa R., hired 07 October 2024, separated 09 June 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7207?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7207 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Pablo works for Ironwood Manufacturing.\n- Ravi works for Crescent Telecom.\n- Pablo reports to Mei.\n- Deshawn works for Ironwood Manufacturing.\n- Nadia reports to Kenji.\n- Chiara works for Crescent Telecom.\n- Mei works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1997.\n- Ironwood Manufacturing was founded in 2011.\n- Helios Logistics was founded in 2014.\n- Ravi reports to Deshawn.\n- Deshawn reports to Nadia.\n- Hana works for Helios Logistics.\n- Kenji works for Northwind Systems.\n- Chiara reports to Ravi.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mei reports to Chiara.\n- Kenji reports to Hana.\n- Northwind Systems was founded in 2015.\n- Crescent Telecom is headquartered in Porto.\n- Northwind Systems is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35165", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 6, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 May 2023): For employees hired on or after 12 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8667: employee Callum S., hired 23 June 2020, separated 17 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8667?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35166", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 28 March 2024): For employees hired on or after 28 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8299: employee Mateo S., hired 22 July 2021, separated 29 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8299?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Stefan.\n- Callum works for Beacon Insurance.\n- Dmitri reports to Priya.\n- Nadia works for Northwind Systems.\n- Viktor reports to Wren.\n- Priya works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Dunedin.\n- Tessa reports to Mara.\n- Callum reports to Amara.\n- Mara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Northwind Systems was founded in 2015.\n- Fernhill Foods was founded in 1999.\n- Fernhill Foods is headquartered in Ghent.\n- Ravi works for Fernhill Foods.\n- Cobalt Health is headquartered in Brno.\n- Cobalt Health was founded in 2011.\n- Zoya reports to Tessa.\n- Beacon Insurance was founded in 2001.\n- Amara reports to Dmitri.\n- Viktor works for Cobalt Health.\n- Ravi reports to Viktor.\n- Stefan works for Beacon Insurance.\n- Wren reports to Callum.\n- Wren works for Beacon Insurance.\n- Tessa works for Northwind Systems.\n- Mara reports to Ravi.\n- Zoya works for Cobalt Health.\n- Stefan reports to Zoya.\n- Amara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35168", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35169", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "scale_up", "3": "restart_service", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35170", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35171", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35172", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1933: employee Elena A., hired 12 April 2024, separated 18 December 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2026-1933 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,000", "2": "$1,225", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35173", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35174", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6650: employee Leila M., hired 28 November 2020, separated 09 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6650?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35175", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35176", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sofia.\n- Mei reports to Callum.\n- Amara works for Summit Energy.\n- Vantage Air is headquartered in Malmo.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Jonas works for Summit Energy.\n- Mei works for Atlas Freight.\n- Leila reports to Ingrid.\n- Sofia works for Vantage Air.\n- Meridian Bank is headquartered in Ghent.\n- Atlas Freight is headquartered in Ghent.\n- Mara reports to Leila.\n- Jonas reports to Mei.\n- Ingrid reports to Jonas.\n- Callum reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Vantage Air was founded in 2011.\n- Callum works for Vantage Air.\n- Mara works for Atlas Freight.\n- Meridian Bank was founded in 2002.\n- Atlas Freight was founded in 2011.\n- Leila works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group was founded in 2001.\n- Crescent Telecom is headquartered in Leeds.\n- Crescent Telecom was founded in 1990.\n- Mei reports to Ingrid.\n- Chiara works for Vantage Air.\n- Nadia reports to Pablo.\n- Deshawn works for Vantage Air.\n- Ingrid reports to Yuki.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Mei works for Vantage Air.\n- Nadia works for Cedar Retail Group.\n- Zoya reports to Deshawn.\n- Pablo reports to Mei.\n- Yuki works for Crescent Telecom.\n- Chiara reports to Nadia.\n- Ironwood Manufacturing was founded in 1979.\n- Zoya works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Leeds.\n- Vantage Air was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35179", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35180", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cedar Retail Group.\n- Bruno works for Lattice Analytics.\n- Meridian Bank was founded in 1999.\n- Crescent Telecom was founded in 1996.\n- Meridian Bank is headquartered in Lyon.\n- Tessa reports to Mateo.\n- Ravi works for Meridian Bank.\n- Kenji works for Meridian Bank.\n- Elena works for Crescent Telecom.\n- Bruno reports to Pablo.\n- Priya works for Cedar Retail Group.\n- Aisha works for Lattice Analytics.\n- Tobias reports to Leila.\n- Omar works for Crescent Telecom.\n- Tobias works for Meridian Bank.\n- Mateo reports to Tobias.\n- Leila reports to Bruno.\n- Mateo works for Lattice Analytics.\n- Elena reports to Priya.\n- Aisha reports to Omar.\n- Lattice Analytics was founded in 2000.\n- Kenji reports to Tessa.\n- Ravi reports to Elena.\n- Omar reports to Ravi.\n- Crescent Telecom is headquartered in Malmo.\n- Cedar Retail Group was founded in 1985.\n- Priya reports to Kenji.\n- Lattice Analytics is headquartered in Porto.\n- Cedar Retail Group is headquartered in Porto.\n- Tessa works for Crescent Telecom.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35181", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Amara.\n- Northwind Systems was founded in 2013.\n- Helios Logistics was founded in 2006.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn works for Northwind Systems.\n- Mei works for Lattice Analytics.\n- Deshawn reports to Anders.\n- Amara works for Ironwood Manufacturing.\n- Tessa reports to Mei.\n- Zoya works for Helios Logistics.\n- Priya reports to Tessa.\n- Sofia works for Ironwood Manufacturing.\n- Amara reports to Deshawn.\n- Anders works for Helios Logistics.\n- Zoya reports to Lucia.\n- Lattice Analytics is headquartered in Ghent.\n- Priya works for Lattice Analytics.\n- Mei reports to Zoya.\n- Lattice Analytics was founded in 1993.\n- Lucia works for Ironwood Manufacturing.\n- Chiara works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia reports to Priya.\n- Ironwood Manufacturing was founded in 2014.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Helios Logistics is headquartered in Dunedin.\n- Anders reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2014", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35183", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35184", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9391: employee Mara B., hired 30 March 2024, separated 12 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9391?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9391 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35185", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35186", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "provision_access", "1": "reset_password", "2": "report_outage", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35187", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 September 2023): For employees hired on or after 27 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-2565: employee Sofia R., hired 19 August 2022, separated 29 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-2565?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-2565 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35188", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "update_card", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35189", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 69391\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "asks where an existing order is", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35190", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Wren.\n- Aisha reports to Lucia.\n- Sofia works for Pinnacle Software.\n- Cobalt Health was founded in 1984.\n- Pinnacle Software was founded in 1984.\n- Amara reports to Ingrid.\n- Sofia reports to Sanne.\n- Bruno reports to Sofia.\n- Wren works for Summit Energy.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Lucia works for Cobalt Health.\n- Lucia reports to Leila.\n- Vantage Air was founded in 2007.\n- Aisha works for Summit Energy.\n- Sanne works for Pinnacle Software.\n- Ingrid works for Summit Energy.\n- Felix reports to Aisha.\n- Summit Energy was founded in 1991.\n- Cobalt Health is headquartered in Bergen.\n- Pinnacle Software is headquartered in Cork.\n- Amara works for Vantage Air.\n- Bruno works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Sanne reports to Emeka.\n- Leila works for Pinnacle Software.\n- Ingrid reports to Felix.\n- Wren reports to Mara.\n- Leila reports to Bruno.\n- Felix works for Vantage Air.\n- Summit Energy is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Zoya.\n- Emeka reports to Sofia.\n- Bluepine Aviation is headquartered in Halifax.\n- Sanne works for Pinnacle Software.\n- Bluepine Aviation was founded in 1983.\n- Dmitri reports to Jonas.\n- Sanne reports to Mara.\n- Dmitri works for Fernhill Foods.\n- Pinnacle Software is headquartered in Valencia.\n- Cobalt Health is headquartered in Nagoya.\n- Mara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Halifax.\n- Cobalt Health was founded in 1998.\n- Fernhill Foods was founded in 2015.\n- Zoya works for Fernhill Foods.\n- Zoya reports to Dmitri.\n- Pinnacle Software was founded in 2000.\n- Stefan reports to Emeka.\n- Stefan works for Bluepine Aviation.\n- Sofia reports to Sanne.\n- Emeka works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35193", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "resets credentials", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35194", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-2 (VERSION 5, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 February 2025): For employees hired on or after 01 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7906: employee Aisha S., hired 10 January 2024, separated 14 January 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7906?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7906 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Bluepine Aviation is headquartered in Basel.\n- Wren reports to Callum.\n- Pablo reports to Mei.\n- Deshawn works for Crescent Telecom.\n- Bluepine Aviation was founded in 1995.\n- Felix works for Crescent Telecom.\n- Northwind Systems is headquartered in Basel.\n- Mei works for Ironwood Manufacturing.\n- Tobias works for Bluepine Aviation.\n- Crescent Telecom was founded in 1986.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum reports to Felix.\n- Callum works for Bluepine Aviation.\n- Wren works for Ironwood Manufacturing.\n- Felix reports to Pablo.\n- Tessa reports to Deshawn.\n- Pablo works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Basel.\n- Tessa works for Ironwood Manufacturing.\n- Deshawn reports to Tobias.\n- Northwind Systems was founded in 1985.\n- Mei reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Anders reports to Wren.\n- Emeka reports to Hana.\n- Cedar Retail Group was founded in 2003.\n- Vantage Air was founded in 1976.\n- Cedar Retail Group is headquartered in Bergen.\n- Summit Energy is headquartered in Oslo.\n- Hana reports to Jonas.\n- Summit Energy was founded in 2011.\n- Jonas works for Summit Energy.\n- Dmitri reports to Sofia.\n- Viktor reports to Anders.\n- Felix works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Vantage Air is headquartered in Austin.\n- Zoya reports to Dmitri.\n- Aisha works for Cedar Retail Group.\n- Felix reports to Viktor.\n- Zoya works for Cedar Retail Group.\n- Viktor works for Vantage Air.\n- Emeka works for Cedar Retail Group.\n- Sofia reports to Felix.\n- Mara reports to Zoya.\n- Cobalt Health is headquartered in Bergen.\n- Aisha reports to Mara.\n- Cobalt Health was founded in 1988.\n- Wren reports to Emeka.\n- Wren works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Hana works for Summit Energy.\n- Mara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Cobalt Health", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35197", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-2 (VERSION 7, EFFECTIVE 17 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9724: employee Kenji M., hired 09 March 2022, separated 10 July 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-9724 under the controlling rules.", "criteria": {"0": "$5,900", "1": "$4,950", "2": "$4,900", "3": "$21,233"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35199", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 17 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 17 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7810: employee Mara T., hired 24 January 2022, separated 11 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7810?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35200", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35201", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35202", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35203", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35204", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35205", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3958: employee Yuki K., hired 04 April 2022, separated 23 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3958?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3958 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35206", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 September 2022): For employees hired on or after 18 September 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2970: employee Stefan A., hired 12 August 2019, separated 13 January 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2970?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2970 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35207", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 17 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 24 December 2025): For employees hired on or after 24 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2199: employee Callum T., hired 29 October 2025, separated 04 July 2027 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2199?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35208", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35209", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35210", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35211", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Felix works for Cedar Retail Group.\n- Ravi reports to Felix.\n- Vantage Air was founded in 2008.\n- Leila reports to Nadia.\n- Ingrid works for Atlas Freight.\n- Nadia works for Cobalt Health.\n- Vantage Air is headquartered in Turku.\n- Cedar Retail Group is headquartered in Turku.\n- Nadia reports to Priya.\n- Cedar Retail Group was founded in 2012.\n- Atlas Freight was founded in 2012.\n- Ravi works for Vantage Air.\n- Anders works for Atlas Freight.\n- Priya works for Vantage Air.\n- Viktor reports to Leila.\n- Aisha reports to Elena.\n- Elena works for Atlas Freight.\n- Cobalt Health is headquartered in Tallinn.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Viktor works for Cedar Retail Group.\n- Atlas Freight is headquartered in Tallinn.\n- Priya reports to Anders.\n- Elena reports to Ravi.\n- Felix reports to Viktor.\n- Anders reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Ghent", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Nagoya.\n- Leila reports to Jonas.\n- Leila works for Summit Energy.\n- Bruno reports to Amara.\n- Amara works for Pinnacle Software.\n- Sanne reports to Nadia.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Nadia works for Pinnacle Software.\n- Summit Energy is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Basel.\n- Stefan reports to Bruno.\n- Crescent Telecom was founded in 2011.\n- Wren works for Cedar Retail Group.\n- Pinnacle Software was founded in 1980.\n- Zoya reports to Stefan.\n- Zoya works for Cedar Retail Group.\n- Summit Energy was founded in 1975.\n- Bruno works for Cedar Retail Group.\n- Aisha reports to Wren.\n- Jonas works for Crescent Telecom.\n- Jonas reports to Aisha.\n- Cedar Retail Group was founded in 1990.\n- Stefan works for Pinnacle Software.\n- Nadia reports to Zoya.\n- Aisha works for Pinnacle Software.\n- Amara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Chiara.\n- Lucia reports to Ravi.\n- Summit Energy is headquartered in Oslo.\n- Anders reports to Pablo.\n- Aisha reports to Anders.\n- Crescent Telecom was founded in 1985.\n- Pablo works for Meridian Bank.\n- Deshawn works for Lattice Analytics.\n- Anders works for Summit Energy.\n- Chiara reports to Bruno.\n- Ravi works for Crescent Telecom.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Bruno reports to Aisha.\n- Pablo reports to Felix.\n- Lattice Analytics is headquartered in Malmo.\n- Felix reports to Mei.\n- Meridian Bank is headquartered in Oslo.\n- Aisha works for Summit Energy.\n- Mei works for Crescent Telecom.\n- Chiara works for Lattice Analytics.\n- Deshawn reports to Lucia.\n- Lucia works for Meridian Bank.\n- Summit Energy was founded in 2003.\n- Crescent Telecom is headquartered in Malmo.\n- Meridian Bank was founded in 2000.\n- Felix works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35214", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35215", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mateo.\n- Stefan reports to Kenji.\n- Beacon Insurance was founded in 1989.\n- Elena works for Cedar Retail Group.\n- Cobalt Health was founded in 1981.\n- Hana works for Lattice Analytics.\n- Callum reports to Elena.\n- Viktor reports to Nadia.\n- Viktor works for Beacon Insurance.\n- Jonas reports to Sanne.\n- Nadia reports to Jonas.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne works for Cedar Retail Group.\n- Bruno works for Cobalt Health.\n- Felix reports to Callum.\n- Cedar Retail Group was founded in 1996.\n- Mateo works for Lattice Analytics.\n- Kenji reports to Felix.\n- Felix works for Lattice Analytics.\n- Cobalt Health is headquartered in Nagoya.\n- Callum works for Lattice Analytics.\n- Kenji works for Beacon Insurance.\n- Bruno reports to Viktor.\n- Lattice Analytics is headquartered in Halifax.\n- Nadia works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Halifax.\n- Sanne reports to Stefan.\n- Mateo reports to Bruno.\n- Jonas works for Cobalt Health.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35217", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-3 (VERSION 5, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5199: employee Pablo A., hired 23 September 2021, separated 29 December 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5199?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35218", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Bluepine Aviation was founded in 2000.\n- Wren reports to Bruno.\n- Hana reports to Wren.\n- Helios Logistics was founded in 2007.\n- Crescent Telecom was founded in 2004.\n- Bruno works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Ingrid reports to Leila.\n- Callum reports to Felix.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ingrid works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Leeds.\n- Felix reports to Ingrid.\n- Crescent Telecom is headquartered in Adelaide.\n- Helios Logistics is headquartered in Adelaide.\n- Anders works for Bluepine Aviation.\n- Leila reports to Hana.\n- Hana works for Crescent Telecom.\n- Bruno reports to Anders.\n- Lattice Analytics was founded in 1998.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35219", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8612: employee Tessa K., hired 28 October 2021, separated 26 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8612?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35220", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1998.\n- Hana works for Bluepine Aviation.\n- Crescent Telecom was founded in 1975.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas reports to Priya.\n- Summit Energy is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Priya works for Vantage Air.\n- Summit Energy was founded in 2009.\n- Priya reports to Kenji.\n- Bruno reports to Felix.\n- Leila reports to Jonas.\n- Felix works for Summit Energy.\n- Tessa reports to Bruno.\n- Kenji reports to Hana.\n- Bruno works for Crescent Telecom.\n- Vantage Air was founded in 2014.\n- Kenji works for Crescent Telecom.\n- Tessa works for Vantage Air.\n- Leila works for Summit Energy.\n- Jonas works for Crescent Telecom.\n- Vantage Air is headquartered in Brno.\n- Felix reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1973", "3": "1970"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35221", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-4 (VERSION 7, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 12 October 2022): For employees hired on or after 12 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-3484: employee Viktor B., hired 16 February 2021, separated 17 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2026-3484 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$39,000", "2": "$7,000", "3": "$9,062"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-3484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35222", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-4 (VERSION 6, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 June 2024): For employees hired on or after 23 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4706: employee Sofia S., hired 22 October 2020, separated 24 June 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-4-2025-4706 under the controlling rules.", "criteria": {"0": "$17,700", "1": "$76,700", "2": "$17,625", "3": "$16,700"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4706 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35223", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 8540 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35224", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35225", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35226", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35227", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35228", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35229", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4441: employee Wren M., hired 23 November 2021, separated 15 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-4441 under the controlling rules.", "criteria": {"0": "$4,688", "1": "$5,000", "2": "$21,667", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35230", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "asks about insurance coverage", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35231", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-9 (VERSION 3, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8460: employee Elena S., hired 30 April 2023, separated 17 January 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8460?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35232", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 16602 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35233", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-6 (VERSION 2, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7458: employee Callum B., hired 07 April 2021, separated 08 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7458?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1993.\n- Hana works for Cedar Retail Group.\n- Viktor reports to Hana.\n- Ironwood Manufacturing was founded in 2005.\n- Cedar Retail Group was founded in 2004.\n- Felix reports to Elena.\n- Elena works for Ironwood Manufacturing.\n- Nadia reports to Tessa.\n- Tessa reports to Chiara.\n- Chiara works for Atlas Freight.\n- Lucia reports to Jonas.\n- Mateo reports to Lucia.\n- Jonas works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Austin.\n- Atlas Freight was founded in 1999.\n- Elena reports to Viktor.\n- Lucia works for Ironwood Manufacturing.\n- Viktor works for Cedar Retail Group.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Nadia works for Ironwood Manufacturing.\n- Felix works for Vantage Air.\n- Cedar Retail Group is headquartered in Tallinn.\n- Tessa works for Vantage Air.\n- Hana reports to Nadia.\n- Chiara reports to Mateo.\n- Atlas Freight is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35235", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35236", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 16 January 2023): For employees hired on or after 16 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5076: employee Felix M., hired 30 March 2020, separated 27 January 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5076?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35237", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5493: employee Aisha K., hired 09 June 2020, separated 12 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-5493?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35238", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3465: employee Deshawn T., hired 04 June 2023, separated 25 June 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3465?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35239", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'set alarm' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Viktor reports to Deshawn.\n- Ironwood Manufacturing was founded in 2003.\n- Zoya works for Ironwood Manufacturing.\n- Elena works for Atlas Freight.\n- Elena reports to Viktor.\n- Deshawn works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Sofia works for Fernhill Foods.\n- Meridian Bank is headquartered in Dunedin.\n- Anders reports to Chiara.\n- Atlas Freight was founded in 2000.\n- Atlas Freight is headquartered in Dunedin.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Chiara reports to Sofia.\n- Deshawn reports to Zoya.\n- Jonas reports to Elena.\n- Fernhill Foods was founded in 2001.\n- Sofia reports to Jonas.\n- Meridian Bank was founded in 1998.\n- Viktor works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35241", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 29 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 29 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8210: employee Anders B., hired 15 April 2021, separated 22 October 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-8210 under the controlling rules.", "criteria": {"0": "$10,365", "1": "$9,865", "2": "$42,750", "3": "$9,736"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Atlas Freight was founded in 1989.\n- Kenji works for Atlas Freight.\n- Priya works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Sanne reports to Tessa.\n- Tobias works for Beacon Insurance.\n- Bruno works for Lattice Analytics.\n- Meridian Bank was founded in 1996.\n- Nadia works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Lucia reports to Priya.\n- Atlas Freight is headquartered in Nagoya.\n- Emeka reports to Tobias.\n- Lucia works for Atlas Freight.\n- Nadia reports to Sofia.\n- Meridian Bank is headquartered in Oslo.\n- Beacon Insurance was founded in 1986.\n- Jonas reports to Nadia.\n- Tessa works for Meridian Bank.\n- Emeka works for Atlas Freight.\n- Lattice Analytics was founded in 1984.\n- Sofia reports to Emeka.\n- Priya reports to Sanne.\n- Sofia works for Lattice Analytics.\n- Bruno reports to Leila.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa reports to Kenji.\n- Kenji reports to Jonas.\n- Tobias reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35243", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 April 2024): For employees hired on or after 12 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2450: employee Omar M., hired 02 July 2020, separated 09 October 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2450?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35244", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 7, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7412: employee Mei R., hired 06 January 2023, separated 09 September 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7412?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35245", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 92318, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Yuki reports to Jonas.\n- Summit Energy is headquartered in Halifax.\n- Ravi works for Crescent Telecom.\n- Mei reports to Stefan.\n- Jonas works for Ironwood Manufacturing.\n- Stefan reports to Ravi.\n- Kenji works for Ironwood Manufacturing.\n- Stefan works for Pinnacle Software.\n- Leila works for Ironwood Manufacturing.\n- Summit Energy was founded in 2009.\n- Pablo works for Crescent Telecom.\n- Zoya works for Summit Energy.\n- Zoya reports to Kenji.\n- Wren reports to Leila.\n- Mei works for Pinnacle Software.\n- Nadia reports to Wren.\n- Callum works for Summit Energy.\n- Ravi reports to Nadia.\n- Crescent Telecom is headquartered in Oslo.\n- Nadia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2010.\n- Callum reports to Zoya.\n- Pablo reports to Mei.\n- Leila reports to Callum.\n- Pinnacle Software was founded in 2009.\n- Pinnacle Software is headquartered in Ghent.\n- Jonas reports to Pablo.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35247", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2835: employee Priya M., hired 05 July 2021, separated 09 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2835?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2835 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35248", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 18 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4685: employee Elena K., hired 01 March 2022, separated 10 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-4685?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4685 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35249", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 August 2024): For employees hired on or after 07 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5189: employee Ingrid B., hired 02 July 2022, separated 03 July 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5189?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35250", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9535: employee Priya R., hired 27 May 2022, separated 04 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9535?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Emeka.\n- Vantage Air is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2010.\n- Atlas Freight was founded in 2008.\n- Fernhill Foods was founded in 1991.\n- Callum works for Cedar Retail Group.\n- Omar reports to Dmitri.\n- Aisha works for Vantage Air.\n- Priya works for Fernhill Foods.\n- Omar works for Vantage Air.\n- Cedar Retail Group is headquartered in Dunedin.\n- Priya reports to Omar.\n- Hana reports to Callum.\n- Dmitri reports to Felix.\n- Fernhill Foods is headquartered in Dunedin.\n- Callum reports to Priya.\n- Dmitri works for Fernhill Foods.\n- Emeka reports to Aisha.\n- Atlas Freight is headquartered in Dunedin.\n- Vantage Air was founded in 2003.\n- Felix works for Fernhill Foods.\n- Emeka works for Vantage Air.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35252", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Jonas.\n- Dmitri reports to Tessa.\n- Ravi works for Summit Energy.\n- Crescent Telecom is headquartered in Bergen.\n- Elena reports to Deshawn.\n- Vantage Air is headquartered in Turku.\n- Ravi reports to Amara.\n- Tessa reports to Mara.\n- Jonas works for Vantage Air.\n- Meridian Bank is headquartered in Bergen.\n- Callum works for Crescent Telecom.\n- Callum reports to Ravi.\n- Mara reports to Callum.\n- Mara works for Crescent Telecom.\n- Vantage Air was founded in 2005.\n- Wren works for Summit Energy.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 2011.\n- Summit Energy was founded in 1980.\n- Dmitri works for Meridian Bank.\n- Summit Energy is headquartered in Bergen.\n- Elena works for Summit Energy.\n- Meridian Bank was founded in 1993.\n- Amara reports to Wren.\n- Deshawn reports to Dmitri.\n- Amara works for Meridian Bank.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Stefan.\n- Omar reports to Aisha.\n- Summit Energy was founded in 1988.\n- Anders works for Summit Energy.\n- Cobalt Health was founded in 2015.\n- Beacon Insurance is headquartered in Cork.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Anders reports to Leila.\n- Northwind Systems is headquartered in Lyon.\n- Cobalt Health is headquartered in Lyon.\n- Leila reports to Bruno.\n- Omar works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Beacon Insurance was founded in 2011.\n- Summit Energy is headquartered in Porto.\n- Aisha reports to Emeka.\n- Bruno reports to Sanne.\n- Northwind Systems was founded in 1987.\n- Stefan works for Beacon Insurance.\n- Deshawn works for Summit Energy.\n- Aisha works for Cobalt Health.\n- Sanne reports to Omar.\n- Stefan reports to Deshawn.\n- Ingrid works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2009", "2": "2014", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2015.\n- Leila reports to Hana.\n- Beacon Insurance is headquartered in Nagoya.\n- Northwind Systems was founded in 1983.\n- Cedar Retail Group was founded in 1987.\n- Hana works for Northwind Systems.\n- Priya works for Cedar Retail Group.\n- Chiara reports to Callum.\n- Deshawn reports to Tessa.\n- Amara reports to Yuki.\n- Chiara works for Cedar Retail Group.\n- Felix reports to Deshawn.\n- Yuki reports to Chiara.\n- Yuki works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Basel.\n- Priya reports to Leila.\n- Deshawn works for Summit Energy.\n- Mara reports to Amara.\n- Felix works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Tessa works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Leila works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Amara works for Northwind Systems.\n- Hana reports to Mara.\n- Tessa reports to Pablo.\n- Callum reports to Felix.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Nagoya.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Northwind Systems", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35256", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35257", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35258", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to add capacity", "3": "asks to rotate credentials", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35259", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35260", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 29 May 2025): For employees hired on or after 29 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2129: employee Bruno B., hired 20 May 2022, separated 17 January 2027 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2129?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35261", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35262", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35263", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35264", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Pablo works for Bluepine Aviation.\n- Emeka reports to Priya.\n- Atlas Freight was founded in 1994.\n- Nadia reports to Emeka.\n- Northwind Systems was founded in 1978.\n- Omar reports to Mei.\n- Lucia works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Lucia reports to Nadia.\n- Atlas Freight is headquartered in Porto.\n- Helios Logistics was founded in 1994.\n- Emeka works for Helios Logistics.\n- Mei works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Bluepine Aviation was founded in 1981.\n- Priya works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tallinn.\n- Priya reports to Omar.\n- Mei reports to Pablo.\n- Nadia works for Atlas Freight.\n- Callum reports to Lucia.\n- Bluepine Aviation is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1981", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Atlas Freight.\n- Meridian Bank was founded in 1995.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2009.\n- Callum reports to Pablo.\n- Nadia reports to Ravi.\n- Felix reports to Lucia.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas reports to Zoya.\n- Pablo reports to Amara.\n- Pablo works for Meridian Bank.\n- Zoya reports to Felix.\n- Amara works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Omar reports to Nadia.\n- Ravi works for Meridian Bank.\n- Cobalt Health is headquartered in Bergen.\n- Cobalt Health was founded in 1985.\n- Lucia reports to Omar.\n- Atlas Freight is headquartered in Nagoya.\n- Nadia works for Cobalt Health.\n- Amara reports to Jonas.\n- Atlas Freight was founded in 1983.\n- Callum works for Atlas Freight.\n- Lucia works for Cobalt Health.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1990", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35266", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 19809, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "track_order", "2": "report_damage", "3": "request_refund", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35267", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Pablo reports to Kenji.\n- Nadia reports to Mateo.\n- Wren works for Helios Logistics.\n- Pinnacle Software is headquartered in Tampere.\n- Helios Logistics was founded in 1991.\n- Kenji works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Deshawn reports to Elena.\n- Kenji reports to Wren.\n- Nadia works for Pinnacle Software.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software was founded in 2015.\n- Elena reports to Pablo.\n- Wren reports to Nadia.\n- Pablo works for Crescent Telecom.\n- Beacon Insurance was founded in 2004.\n- Mateo reports to Chiara.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1978.\n- Beacon Insurance is headquartered in Tampere.\n- Mateo works for Pinnacle Software.\n- Helios Logistics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35268", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Weather — asks about weather", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35269", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Tobias works for Beacon Insurance.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Tobias.\n- Jonas reports to Callum.\n- Summit Energy is headquartered in Halifax.\n- Beacon Insurance was founded in 1976.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias reports to Sanne.\n- Beacon Insurance is headquartered in Tampere.\n- Sanne reports to Anders.\n- Stefan works for Summit Energy.\n- Omar works for Summit Energy.\n- Viktor reports to Kenji.\n- Helios Logistics was founded in 2010.\n- Kenji reports to Ravi.\n- Callum reports to Lucia.\n- Anders works for Summit Energy.\n- Kenji works for Beacon Insurance.\n- Summit Energy was founded in 1982.\n- Pablo works for Ironwood Manufacturing.\n- Ravi reports to Omar.\n- Callum works for Summit Energy.\n- Ravi works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tampere.\n- Stefan reports to Jonas.\n- Viktor works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2010.\n- Lucia reports to Viktor.\n- Omar reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35270", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2078: employee Pablo R., hired 25 August 2021, separated 04 June 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-5-2025-2078 under the controlling rules.", "criteria": {"0": "$130,000", "1": "$33,231", "2": "$30,000", "3": "$31,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35271", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 July 2024): For employees hired on or after 13 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5670: employee Hana M., hired 20 July 2023, separated 18 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5670?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35272", "family": "intent_v3", "state": "Incoming it admin message:\n\"Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35273", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 02 March 2023): For employees hired on or after 02 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-9354: employee Mara S., hired 09 October 2020, separated 04 July 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-9354?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-9354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Tessa.\n- Atlas Freight was founded in 1975.\n- Sanne reports to Leila.\n- Bruno works for Summit Energy.\n- Nadia reports to Mei.\n- Sanne works for Atlas Freight.\n- Sofia works for Vantage Air.\n- Bruno reports to Emeka.\n- Tessa reports to Ravi.\n- Deshawn reports to Bruno.\n- Elena reports to Sanne.\n- Vantage Air is headquartered in Tampere.\n- Zoya works for Summit Energy.\n- Tessa works for Vantage Air.\n- Deshawn works for Atlas Freight.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Emeka reports to Elena.\n- Mei works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Vantage Air was founded in 2014.\n- Emeka works for Vantage Air.\n- Leila works for Vantage Air.\n- Sofia reports to Deshawn.\n- Atlas Freight is headquartered in Porto.\n- Crescent Telecom is headquartered in Valencia.\n- Ravi reports to Zoya.\n- Crescent Telecom was founded in 1988.\n- Summit Energy was founded in 1990.\n- Zoya reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35275", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 27748 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Beacon Insurance.\n- Dmitri works for Summit Energy.\n- Jonas works for Northwind Systems.\n- Lucia reports to Wren.\n- Summit Energy is headquartered in Turku.\n- Beacon Insurance is headquartered in Ghent.\n- Elena works for Northwind Systems.\n- Tessa works for Beacon Insurance.\n- Cobalt Health was founded in 1993.\n- Wren works for Summit Energy.\n- Mateo reports to Tobias.\n- Tobias reports to Elena.\n- Tessa reports to Jonas.\n- Yuki works for Beacon Insurance.\n- Elena reports to Lucia.\n- Cobalt Health is headquartered in Nagoya.\n- Lucia works for Cobalt Health.\n- Summit Energy was founded in 1981.\n- Jonas reports to Mateo.\n- Mateo works for Summit Energy.\n- Wren reports to Bruno.\n- Bruno reports to Yuki.\n- Dmitri reports to Tessa.\n- Northwind Systems is headquartered in Porto.\n- Tobias works for Summit Energy.\n- Northwind Systems was founded in 1981.\n- Beacon Insurance was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Summit Energy", "2": "Northwind Systems", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2015.\n- Cedar Retail Group was founded in 1994.\n- Bruno reports to Aisha.\n- Bruno works for Cedar Retail Group.\n- Helios Logistics was founded in 1991.\n- Nadia works for Helios Logistics.\n- Nadia reports to Zoya.\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Nadia.\n- Aisha works for Helios Logistics.\n- Leila reports to Bruno.\n- Aisha reports to Sofia.\n- Mara works for Helios Logistics.\n- Summit Energy was founded in 1998.\n- Cedar Retail Group is headquartered in Valencia.\n- Helios Logistics is headquartered in Malmo.\n- Leila works for Summit Energy.\n- Vantage Air is headquartered in Malmo.\n- Zoya works for Helios Logistics.\n- Summit Energy is headquartered in Malmo.\n- Pablo works for Helios Logistics.\n- Sofia reports to Pablo.\n- Mara reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35278", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Tessa reports to Chiara.\n- Tobias reports to Deshawn.\n- Pinnacle Software was founded in 1998.\n- Mei works for Beacon Insurance.\n- Mara works for Beacon Insurance.\n- Elena reports to Mei.\n- Deshawn reports to Elena.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Tobias.\n- Cobalt Health is headquartered in Turku.\n- Tobias works for Beacon Insurance.\n- Pinnacle Software is headquartered in Leeds.\n- Crescent Telecom is headquartered in Turku.\n- Beacon Insurance is headquartered in Basel.\n- Tessa works for Beacon Insurance.\n- Elena works for Pinnacle Software.\n- Cobalt Health was founded in 2013.\n- Mei reports to Tessa.\n- Crescent Telecom was founded in 1989.\n- Beacon Insurance was founded in 1988.\n- Deshawn works for Beacon Insurance.\n- Mara reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1991", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cobalt Health.\n- Lattice Analytics was founded in 1989.\n- Tessa works for Lattice Analytics.\n- Atlas Freight was founded in 2008.\n- Wren reports to Nadia.\n- Cobalt Health was founded in 1990.\n- Felix reports to Priya.\n- Wren works for Vantage Air.\n- Pablo reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Vantage Air was founded in 2012.\n- Chiara works for Cobalt Health.\n- Chiara reports to Pablo.\n- Priya reports to Bruno.\n- Vantage Air is headquartered in Ghent.\n- Sanne reports to Tessa.\n- Felix works for Vantage Air.\n- Sanne works for Vantage Air.\n- Priya works for Vantage Air.\n- Tessa reports to Chiara.\n- Nadia reports to Mara.\n- Nadia works for Vantage Air.\n- Bruno works for Lattice Analytics.\n- Mara reports to Sanne.\n- Cobalt Health is headquartered in Turku.\n- Atlas Freight is headquartered in Ghent.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Sanne reports to Aisha.\n- Dmitri reports to Felix.\n- Cedar Retail Group is headquartered in Porto.\n- Leila reports to Sanne.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Anders reports to Ingrid.\n- Northwind Systems was founded in 1979.\n- Aisha works for Northwind Systems.\n- Felix reports to Anders.\n- Aisha reports to Mateo.\n- Ingrid reports to Leila.\n- Fernhill Foods was founded in 1978.\n- Fernhill Foods is headquartered in Bergen.\n- Cedar Retail Group was founded in 1994.\n- Northwind Systems is headquartered in Ghent.\n- Sanne works for Cedar Retail Group.\n- Chiara works for Fernhill Foods.\n- Ingrid works for Cedar Retail Group.\n- Dmitri works for Northwind Systems.\n- Bluepine Aviation was founded in 1995.\n- Yuki reports to Chiara.\n- Yuki works for Fernhill Foods.\n- Felix works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Mateo reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35281", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35282", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 July 2023): For employees hired on or after 14 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5367: employee Lucia B., hired 17 November 2020, separated 23 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5367?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35283", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 21 March 2023): For employees hired on or after 21 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8120: employee Emeka T., hired 17 February 2022, separated 18 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8120?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8120 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1999.\n- Summit Energy is headquartered in Brno.\n- Lucia works for Beacon Insurance.\n- Summit Energy was founded in 1980.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Omar reports to Lucia.\n- Callum works for Summit Energy.\n- Ingrid reports to Stefan.\n- Sanne works for Beacon Insurance.\n- Callum reports to Ingrid.\n- Hana reports to Sanne.\n- Beacon Insurance is headquartered in Lyon.\n- Anders reports to Hana.\n- Anders works for Beacon Insurance.\n- Fernhill Foods was founded in 1998.\n- Lucia reports to Anders.\n- Omar works for Beacon Insurance.\n- Pinnacle Software is headquartered in Valencia.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne reports to Callum.\n- Ingrid works for Fernhill Foods.\n- Stefan works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1997", "2": "1994", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35285", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 49583\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'change address' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Pablo.\n- Pablo reports to Zoya.\n- Priya works for Summit Energy.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Turku.\n- Lucia reports to Priya.\n- Viktor works for Pinnacle Software.\n- Pablo works for Summit Energy.\n- Pinnacle Software was founded in 1997.\n- Nadia works for Bluepine Aviation.\n- Jonas reports to Mateo.\n- Priya reports to Viktor.\n- Jonas works for Beacon Insurance.\n- Mei works for Bluepine Aviation.\n- Summit Energy is headquartered in Turku.\n- Deshawn reports to Lucia.\n- Bluepine Aviation was founded in 1990.\n- Pinnacle Software is headquartered in Malmo.\n- Viktor reports to Jonas.\n- Beacon Insurance was founded in 1981.\n- Bluepine Aviation is headquartered in Malmo.\n- Lucia works for Bluepine Aviation.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Deshawn.\n- Zoya reports to Tobias.\n- Mateo reports to Nadia.\n- Deshawn works for Beacon Insurance.\n- Mateo works for Beacon Insurance.\n- Summit Energy was founded in 2009.\n- Nadia reports to Ingrid.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35287", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Yuki.\n- Ingrid reports to Nadia.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Bluepine Aviation is headquartered in Malmo.\n- Yuki reports to Sofia.\n- Nadia works for Lattice Analytics.\n- Sofia works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Ingrid works for Meridian Bank.\n- Nadia reports to Anders.\n- Ravi works for Meridian Bank.\n- Ravi reports to Felix.\n- Crescent Telecom was founded in 1985.\n- Felix reports to Ingrid.\n- Meridian Bank was founded in 1980.\n- Lattice Analytics was founded in 1991.\n- Meridian Bank is headquartered in Turku.\n- Felix works for Meridian Bank.\n- Lattice Analytics is headquartered in Lyon.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Lyon", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35290", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 November 2022): For employees hired on or after 24 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6693: employee Stefan M., hired 21 October 2020, separated 31 December 2022 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-6693?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6693 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35291", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-4 (VERSION 3, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 December 2023): For employees hired on or after 16 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7674: employee Yuki S., hired 06 November 2022, separated 10 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7674?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35292", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35293", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 6, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7531: employee Yuki S., hired 30 March 2024, separated 11 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-7531 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$9,000", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35294", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35295", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35296", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Chiara.\n- Amara reports to Zoya.\n- Callum reports to Nadia.\n- Amara works for Meridian Bank.\n- Lattice Analytics is headquartered in Tampere.\n- Nadia reports to Tobias.\n- Chiara works for Fernhill Foods.\n- Chiara reports to Callum.\n- Tobias reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Fernhill Foods is headquartered in Adelaide.\n- Meridian Bank is headquartered in Adelaide.\n- Zoya works for Pinnacle Software.\n- Nadia works for Fernhill Foods.\n- Tobias works for Meridian Bank.\n- Lattice Analytics was founded in 1984.\n- Sofia works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Fernhill Foods was founded in 1976.\n- Mateo reports to Amara.\n- Meridian Bank was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35298", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35299", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35300", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 April 2025): For employees hired on or after 06 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5969: employee Chiara S., hired 08 March 2023, separated 18 October 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5969?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5969 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35301", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8260: employee Priya S., hired 20 February 2025, separated 17 May 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8260?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35302", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "file_claim", "3": "reroute", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Pinnacle Software.\n- Stefan reports to Yuki.\n- Bruno works for Fernhill Foods.\n- Fernhill Foods was founded in 2013.\n- Yuki reports to Sofia.\n- Lucia reports to Nadia.\n- Viktor works for Northwind Systems.\n- Mei reports to Pablo.\n- Bruno reports to Viktor.\n- Pinnacle Software was founded in 1980.\n- Pinnacle Software is headquartered in Turku.\n- Summit Energy is headquartered in Turku.\n- Fernhill Foods is headquartered in Valencia.\n- Priya works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Northwind Systems is headquartered in Turku.\n- Viktor reports to Stefan.\n- Yuki works for Summit Energy.\n- Stefan works for Summit Energy.\n- Pablo works for Northwind Systems.\n- Nadia reports to Bruno.\n- Mei works for Northwind Systems.\n- Sofia reports to Mei.\n- Pablo reports to Priya.\n- Northwind Systems was founded in 2003.\n- Summit Energy was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "1998", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35304", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 24 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 24 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4264: employee Mei A., hired 03 February 2021, separated 13 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4264?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35305", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Vantage Air.\n- Omar reports to Emeka.\n- Emeka reports to Sofia.\n- Amara works for Northwind Systems.\n- Nadia reports to Omar.\n- Ravi reports to Mara.\n- Mara works for Summit Energy.\n- Summit Energy was founded in 2007.\n- Nadia works for Vantage Air.\n- Crescent Telecom is headquartered in Adelaide.\n- Mateo works for Summit Energy.\n- Vantage Air is headquartered in Valencia.\n- Ravi works for Summit Energy.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 1982.\n- Crescent Telecom was founded in 1977.\n- Northwind Systems is headquartered in Adelaide.\n- Omar works for Vantage Air.\n- Summit Energy is headquartered in Austin.\n- Amara reports to Ravi.\n- Northwind Systems was founded in 2000.\n- Mateo reports to Nadia.\n- Sofia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1988.\n- Hana reports to Wren.\n- Wren reports to Stefan.\n- Cobalt Health is headquartered in Basel.\n- Leila reports to Aisha.\n- Pinnacle Software is headquartered in Nagoya.\n- Northwind Systems is headquartered in Austin.\n- Mei works for Pinnacle Software.\n- Aisha reports to Mei.\n- Bruno works for Pinnacle Software.\n- Vantage Air was founded in 2004.\n- Bruno reports to Mara.\n- Mara reports to Nadia.\n- Mara works for Vantage Air.\n- Stefan works for Pinnacle Software.\n- Nadia reports to Yuki.\n- Stefan reports to Leila.\n- Vantage Air is headquartered in Cork.\n- Hana works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Leila works for Pinnacle Software.\n- Northwind Systems was founded in 1997.\n- Yuki works for Cobalt Health.\n- Nadia works for Northwind Systems.\n- Wren works for Cobalt Health.\n- Cobalt Health was founded in 1993.\n- Yuki reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "2007", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Yuki.\n- Nadia works for Cedar Retail Group.\n- Stefan reports to Priya.\n- Northwind Systems was founded in 2006.\n- Atlas Freight is headquartered in Tallinn.\n- Felix works for Cedar Retail Group.\n- Ingrid reports to Aisha.\n- Atlas Freight was founded in 2001.\n- Yuki works for Cobalt Health.\n- Aisha works for Northwind Systems.\n- Cedar Retail Group is headquartered in Tallinn.\n- Chiara works for Cobalt Health.\n- Cedar Retail Group was founded in 2002.\n- Leila works for Northwind Systems.\n- Priya reports to Sofia.\n- Stefan works for Cedar Retail Group.\n- Northwind Systems is headquartered in Halifax.\n- Sofia reports to Felix.\n- Cobalt Health was founded in 2000.\n- Nadia reports to Leila.\n- Aisha reports to Chiara.\n- Priya works for Atlas Freight.\n- Chiara reports to Nadia.\n- Cobalt Health is headquartered in Halifax.\n- Sofia works for Northwind Systems.\n- Ingrid works for Cedar Retail Group.\n- Leila reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35308", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35309", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 21 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 05 February 2024): For employees hired on or after 05 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9410: employee Bruno A., hired 30 September 2023, separated 05 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9410?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Bluepine Aviation.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Stefan.\n- Mateo reports to Amara.\n- Mateo works for Bluepine Aviation.\n- Felix reports to Sanne.\n- Atlas Freight was founded in 2009.\n- Deshawn reports to Ravi.\n- Pinnacle Software was founded in 2002.\n- Fernhill Foods is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Stefan reports to Priya.\n- Priya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Felix works for Atlas Freight.\n- Bluepine Aviation was founded in 1997.\n- Amara reports to Felix.\n- Stefan works for Bluepine Aviation.\n- Deshawn works for Atlas Freight.\n- Fernhill Foods was founded in 2013.\n- Ravi works for Fernhill Foods.\n- Priya reports to Elena.\n- Elena works for Fernhill Foods.\n- Elena reports to Mateo.\n- Sanne reports to Deshawn.\n- Amara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35311", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Yuki works for Cedar Retail Group.\n- Northwind Systems was founded in 1988.\n- Pinnacle Software is headquartered in Dunedin.\n- Kenji works for Northwind Systems.\n- Kenji reports to Emeka.\n- Ravi works for Cedar Retail Group.\n- Deshawn reports to Chiara.\n- Ravi reports to Yuki.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Ravi.\n- Pablo reports to Deshawn.\n- Wren reports to Hana.\n- Chiara reports to Mateo.\n- Hana reports to Pablo.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pablo works for Cedar Retail Group.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Yuki reports to Wren.\n- Cedar Retail Group was founded in 1998.\n- Cedar Retail Group is headquartered in Oslo.\n- Hana works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2012.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35313", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6269: employee Zoya K., hired 13 July 2022, separated 24 October 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6269?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6269 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35314", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-8815: employee Priya T., hired 31 October 2021, separated 19 February 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-8815 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$4,025", "2": "$6,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-8815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1995.\n- Omar reports to Leila.\n- Beacon Insurance is headquartered in Tampere.\n- Sanne works for Ironwood Manufacturing.\n- Nadia reports to Elena.\n- Pinnacle Software was founded in 1979.\n- Elena works for Pinnacle Software.\n- Elena reports to Sofia.\n- Bruno works for Pinnacle Software.\n- Sofia reports to Omar.\n- Omar works for Beacon Insurance.\n- Lucia works for Lattice Analytics.\n- Sofia works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Leila reports to Lucia.\n- Lattice Analytics is headquartered in Lyon.\n- Bruno reports to Ravi.\n- Nadia works for Pinnacle Software.\n- Beacon Insurance was founded in 2011.\n- Sanne reports to Bruno.\n- Pinnacle Software is headquartered in Lyon.\n- Lucia reports to Felix.\n- Lattice Analytics was founded in 2006.\n- Felix works for Pinnacle Software.\n- Ravi reports to Nadia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35316", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Callum.\n- Yuki reports to Aisha.\n- Nadia reports to Stefan.\n- Lattice Analytics is headquartered in Cork.\n- Omar reports to Chiara.\n- Northwind Systems was founded in 2008.\n- Cobalt Health was founded in 1983.\n- Ingrid works for Lattice Analytics.\n- Tessa works for Summit Energy.\n- Northwind Systems is headquartered in Cork.\n- Yuki works for Summit Energy.\n- Jonas works for Northwind Systems.\n- Lattice Analytics was founded in 2011.\n- Omar works for Cobalt Health.\n- Summit Energy is headquartered in Malmo.\n- Nadia works for Summit Energy.\n- Stefan works for Lattice Analytics.\n- Callum reports to Jonas.\n- Chiara works for Lattice Analytics.\n- Aisha reports to Tessa.\n- Callum works for Northwind Systems.\n- Summit Energy was founded in 1998.\n- Tessa reports to Nadia.\n- Aisha works for Northwind Systems.\n- Stefan reports to Omar.\n- Jonas reports to Yuki.\n- Cobalt Health is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35318", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35319", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35320", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Dmitri.\n- Tobias reports to Emeka.\n- Helios Logistics was founded in 2010.\n- Tessa works for Helios Logistics.\n- Mateo reports to Zoya.\n- Atlas Freight is headquartered in Cork.\n- Zoya reports to Tessa.\n- Ravi works for Helios Logistics.\n- Tessa reports to Ravi.\n- Ravi reports to Tobias.\n- Pinnacle Software is headquartered in Porto.\n- Emeka works for Helios Logistics.\n- Crescent Telecom was founded in 1991.\n- Atlas Freight was founded in 1991.\n- Crescent Telecom is headquartered in Porto.\n- Dmitri reports to Mateo.\n- Mateo works for Crescent Telecom.\n- Helios Logistics is headquartered in Cork.\n- Zoya works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Tobias works for Helios Logistics.\n- Pinnacle Software was founded in 1979.\n- Dmitri works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Lyon", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35322", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35323", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8094: employee Priya T., hired 15 October 2022, separated 06 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-8094 under the controlling rules.", "criteria": {"0": "$7,231", "1": "$5,538", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8094 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35324", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 28 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 11 April 2023): For employees hired on or after 11 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 28 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1736: employee Mara B., hired 26 November 2022, separated 01 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1736?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cedar Retail Group.\n- Emeka works for Pinnacle Software.\n- Aisha reports to Lucia.\n- Cedar Retail Group was founded in 2012.\n- Elena reports to Mara.\n- Aisha works for Pinnacle Software.\n- Deshawn reports to Tobias.\n- Chiara reports to Elena.\n- Mara works for Cedar Retail Group.\n- Bruno works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Priya reports to Deshawn.\n- Elena works for Cedar Retail Group.\n- Bruno reports to Aisha.\n- Priya works for Cedar Retail Group.\n- Mei works for Pinnacle Software.\n- Deshawn works for Summit Energy.\n- Pinnacle Software was founded in 1977.\n- Summit Energy is headquartered in Malmo.\n- Northwind Systems was founded in 1978.\n- Cedar Retail Group is headquartered in Tallinn.\n- Northwind Systems is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Turku.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 1998.\n- Mara reports to Bruno.\n- Pablo works for Summit Energy.\n- Pablo reports to Emeka.\n- Lucia reports to Pablo.\n- Mei reports to Chiara.\n- Emeka reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tallinn", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35326", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-5881: employee Ingrid S., hired 16 March 2023, separated 26 December 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-5881 under the controlling rules.", "criteria": {"0": "$1,000", "1": "$2,000", "2": "$8,667", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-5881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35327", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 31 January 2025): For employees hired on or after 31 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6197: employee Nadia M., hired 20 August 2024, separated 08 June 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6197?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35328", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35329", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Cobalt Health.\n- Stefan reports to Zoya.\n- Cobalt Health was founded in 2009.\n- Ravi reports to Wren.\n- Aisha works for Beacon Insurance.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Mei.\n- Stefan works for Beacon Insurance.\n- Zoya reports to Aisha.\n- Cobalt Health is headquartered in Bergen.\n- Tessa works for Cobalt Health.\n- Pinnacle Software is headquartered in Tallinn.\n- Zoya works for Cobalt Health.\n- Sofia reports to Ravi.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Wren works for Pinnacle Software.\n- Northwind Systems was founded in 1998.\n- Aisha reports to Chiara.\n- Beacon Insurance was founded in 2012.\n- Tessa reports to Sofia.\n- Nadia reports to Tessa.\n- Beacon Insurance is headquartered in Porto.\n- Mei reports to Amara.\n- Amara reports to Nadia.\n- Nadia works for Pinnacle Software.\n- Sofia works for Cobalt Health.\n- Chiara works for Beacon Insurance.\n- Ravi works for Cobalt Health.\n- Pinnacle Software was founded in 2007.\n- Chiara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Nagoya", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Wren works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Beacon Insurance is headquartered in Dunedin.\n- Stefan works for Meridian Bank.\n- Beacon Insurance was founded in 1990.\n- Omar works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Priya reports to Omar.\n- Bruno works for Beacon Insurance.\n- Meridian Bank was founded in 2012.\n- Sofia works for Meridian Bank.\n- Lucia reports to Zoya.\n- Aisha works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Sofia reports to Stefan.\n- Amara works for Lattice Analytics.\n- Meridian Bank is headquartered in Tallinn.\n- Bruno reports to Sofia.\n- Aisha reports to Priya.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1993.\n- Callum reports to Dmitri.\n- Zoya reports to Wren.\n- Lattice Analytics was founded in 1989.\n- Omar reports to Lucia.\n- Priya works for Lattice Analytics.\n- Stefan reports to Callum.\n- Amara reports to Bruno.\n- Dmitri reports to Aisha.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2008.\n- Mara works for Helios Logistics.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Deshawn.\n- Crescent Telecom was founded in 1983.\n- Chiara reports to Stefan.\n- Zoya works for Pinnacle Software.\n- Mateo reports to Chiara.\n- Helios Logistics is headquartered in Tallinn.\n- Deshawn reports to Mara.\n- Pinnacle Software was founded in 1988.\n- Mateo works for Pinnacle Software.\n- Bruno works for Crescent Telecom.\n- Pinnacle Software is headquartered in Halifax.\n- Pablo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Zoya reports to Pablo.\n- Stefan reports to Bruno.\n- Helios Logistics was founded in 1975.\n- Lattice Analytics is headquartered in Tallinn.\n- Stefan works for Pinnacle Software.\n- Mara reports to Zoya.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35333", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35334", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 06 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 12 March 2025): For employees hired on or after 12 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6438: employee Mei R., hired 29 October 2021, separated 04 June 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6438?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35335", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 20 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5833: employee Viktor K., hired 16 July 2021, separated 15 December 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5833?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35336", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Mara works for Summit Energy.\n- Viktor reports to Aisha.\n- Chiara works for Bluepine Aviation.\n- Sofia reports to Ingrid.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tampere.\n- Aisha works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Summit Energy is headquartered in Valencia.\n- Stefan works for Summit Energy.\n- Dmitri works for Cobalt Health.\n- Stefan reports to Mara.\n- Bluepine Aviation was founded in 2015.\n- Lucia works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tampere.\n- Lucia reports to Leila.\n- Lattice Analytics is headquartered in Tampere.\n- Viktor works for Summit Energy.\n- Mara reports to Tessa.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Viktor.\n- Chiara reports to Lucia.\n- Leila works for Bluepine Aviation.\n- Cobalt Health was founded in 2014.\n- Tessa reports to Dmitri.\n- Aisha reports to Stefan.\n- Tessa works for Summit Energy.\n- Leila reports to Sofia.\n- Lattice Analytics was founded in 1999.\n- Dmitri reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2011", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35338", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35339", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35340", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35341", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35342", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 4, EFFECTIVE 19 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 26 February 2025): For employees hired on or after 26 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 19 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3011: employee Deshawn A., hired 27 May 2023, separated 08 September 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3011?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3011 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35343", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 April 2024): For employees hired on or after 22 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-4171: employee Bruno K., hired 18 August 2023, separated 10 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-4171?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-4171 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35344", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Atlas Freight was founded in 1984.\n- Vantage Air is headquartered in Malmo.\n- Vantage Air was founded in 1988.\n- Bruno reports to Viktor.\n- Cobalt Health is headquartered in Tampere.\n- Emeka reports to Zoya.\n- Tessa reports to Priya.\n- Fernhill Foods is headquartered in Ghent.\n- Omar reports to Lucia.\n- Lucia works for Vantage Air.\n- Zoya reports to Bruno.\n- Mateo works for Cobalt Health.\n- Tessa works for Atlas Freight.\n- Hana works for Cobalt Health.\n- Mateo reports to Omar.\n- Priya reports to Emeka.\n- Omar works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Malmo.\n- Fernhill Foods was founded in 2014.\n- Viktor reports to Hana.\n- Emeka works for Cobalt Health.\n- Hana reports to Mateo.\n- Viktor works for Atlas Freight.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35345", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-7361: employee Hana R., hired 13 April 2022, separated 02 June 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-7361?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-7361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35346", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35347", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35348", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tampere.\n- Vantage Air was founded in 1997.\n- Cedar Retail Group was founded in 2004.\n- Leila works for Vantage Air.\n- Anders reports to Tobias.\n- Vantage Air is headquartered in Bergen.\n- Anders works for Northwind Systems.\n- Tobias works for Ironwood Manufacturing.\n- Felix reports to Callum.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Leila reports to Felix.\n- Aisha reports to Anders.\n- Pablo works for Vantage Air.\n- Cedar Retail Group is headquartered in Malmo.\n- Northwind Systems was founded in 1996.\n- Callum reports to Sofia.\n- Pablo reports to Leila.\n- Callum works for Cedar Retail Group.\n- Sofia reports to Aisha.\n- Sofia works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1978.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35349", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 28809\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35350", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Dmitri.\n- Helios Logistics is headquartered in Leeds.\n- Lucia reports to Elena.\n- Sanne works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Helios Logistics was founded in 2012.\n- Tobias reports to Chiara.\n- Ingrid works for Fernhill Foods.\n- Atlas Freight was founded in 1990.\n- Chiara works for Fernhill Foods.\n- Elena reports to Jonas.\n- Dmitri works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Fernhill Foods was founded in 2011.\n- Beacon Insurance was founded in 1975.\n- Wren reports to Bruno.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Ingrid reports to Lucia.\n- Chiara reports to Sanne.\n- Beacon Insurance is headquartered in Halifax.\n- Wren works for Fernhill Foods.\n- Sanne reports to Ingrid.\n- Dmitri reports to Wren.\n- Tobias works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1970", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Deshawn.\n- Stefan reports to Nadia.\n- Hana reports to Mei.\n- Fernhill Foods was founded in 1997.\n- Deshawn reports to Hana.\n- Mara works for Cedar Retail Group.\n- Tessa reports to Wren.\n- Jonas works for Helios Logistics.\n- Wren reports to Pablo.\n- Tessa works for Fernhill Foods.\n- Cedar Retail Group was founded in 2005.\n- Deshawn works for Cedar Retail Group.\n- Hana works for Cedar Retail Group.\n- Mei works for Fernhill Foods.\n- Mei reports to Tessa.\n- Pablo works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Jonas reports to Mara.\n- Nadia reports to Emeka.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Mara reports to Dmitri.\n- Fernhill Foods is headquartered in Turku.\n- Stefan works for Fernhill Foods.\n- Dmitri works for Cedar Retail Group.\n- Emeka works for Meridian Bank.\n- Wren works for Fernhill Foods.\n- Emeka reports to Jonas.\n- Meridian Bank is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Turku.\n- Meridian Bank was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Zoya reports to Pablo.\n- Bluepine Aviation was founded in 2011.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Anders reports to Felix.\n- Felix works for Northwind Systems.\n- Beacon Insurance was founded in 1988.\n- Northwind Systems was founded in 1983.\n- Wren works for Bluepine Aviation.\n- Mateo reports to Zoya.\n- Omar works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Northwind Systems is headquartered in Ghent.\n- Ravi reports to Mateo.\n- Anders works for Northwind Systems.\n- Pablo reports to Omar.\n- Felix reports to Ravi.\n- Wren reports to Anders.\n- Ravi works for Vantage Air.\n- Vantage Air was founded in 2009.\n- Vantage Air is headquartered in Basel.\n- Pablo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35353", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Aisha.\n- Mara works for Beacon Insurance.\n- Aisha works for Atlas Freight.\n- Kenji works for Pinnacle Software.\n- Meridian Bank is headquartered in Tampere.\n- Beacon Insurance was founded in 1995.\n- Emeka reports to Mara.\n- Felix works for Meridian Bank.\n- Sofia works for Atlas Freight.\n- Chiara reports to Elena.\n- Felix reports to Deshawn.\n- Zoya reports to Kenji.\n- Elena works for Meridian Bank.\n- Atlas Freight was founded in 2013.\n- Deshawn works for Atlas Freight.\n- Chiara works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Sofia reports to Emeka.\n- Pinnacle Software is headquartered in Tampere.\n- Pinnacle Software was founded in 2005.\n- Atlas Freight is headquartered in Oslo.\n- Beacon Insurance is headquartered in Lyon.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 2001.\n- Deshawn reports to Chiara.\n- Aisha reports to Zoya.\n- Kenji reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Oslo", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35354", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35355", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1527: employee Emeka T., hired 10 October 2022, separated 20 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1527?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35356", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35357", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Oslo.\n- Bruno reports to Ingrid.\n- Aisha works for Beacon Insurance.\n- Callum works for Helios Logistics.\n- Beacon Insurance is headquartered in Tallinn.\n- Emeka works for Beacon Insurance.\n- Anders works for Cedar Retail Group.\n- Vantage Air is headquartered in Ghent.\n- Helios Logistics was founded in 1996.\n- Vantage Air was founded in 1991.\n- Deshawn reports to Emeka.\n- Viktor works for Beacon Insurance.\n- Aisha reports to Wren.\n- Wren works for Cedar Retail Group.\n- Callum reports to Zoya.\n- Ingrid reports to Deshawn.\n- Viktor reports to Anders.\n- Cedar Retail Group was founded in 1997.\n- Helios Logistics is headquartered in Leeds.\n- Emeka reports to Aisha.\n- Anders reports to Callum.\n- Bruno works for Helios Logistics.\n- Zoya reports to Bruno.\n- Deshawn works for Helios Logistics.\n- Ingrid works for Vantage Air.\n- Beacon Insurance was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35359", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 2, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3866: employee Sanne A., hired 07 October 2024, separated 22 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3866?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3866 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35360", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks to set a wake-up or reminder alarm", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Turku.\n- Kenji works for Summit Energy.\n- Sanne reports to Tobias.\n- Bluepine Aviation is headquartered in Adelaide.\n- Nadia reports to Pablo.\n- Sanne works for Summit Energy.\n- Leila reports to Kenji.\n- Pablo reports to Sanne.\n- Leila works for Bluepine Aviation.\n- Tobias works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1997.\n- Cedar Retail Group was founded in 2013.\n- Omar reports to Callum.\n- Cedar Retail Group is headquartered in Austin.\n- Tobias reports to Leila.\n- Ironwood Manufacturing was founded in 2000.\n- Pablo works for Bluepine Aviation.\n- Callum reports to Nadia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Omar works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Summit Energy was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Pinnacle Software.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri works for Pinnacle Software.\n- Stefan works for Atlas Freight.\n- Anders reports to Deshawn.\n- Tessa works for Northwind Systems.\n- Beacon Insurance was founded in 1993.\n- Sanne reports to Tessa.\n- Omar works for Atlas Freight.\n- Ravi reports to Bruno.\n- Pinnacle Software was founded in 1982.\n- Omar reports to Dmitri.\n- Stefan reports to Sanne.\n- Deshawn reports to Stefan.\n- Northwind Systems was founded in 1981.\n- Sanne works for Northwind Systems.\n- Beacon Insurance is headquartered in Tallinn.\n- Atlas Freight was founded in 2011.\n- Tessa reports to Ravi.\n- Bruno works for Atlas Freight.\n- Bruno reports to Elena.\n- Elena works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Dmitri reports to Anders.\n- Atlas Freight is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Atlas Freight", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Summit Energy.\n- Callum reports to Mei.\n- Pablo reports to Kenji.\n- Callum works for Beacon Insurance.\n- Emeka reports to Sofia.\n- Kenji reports to Nadia.\n- Beacon Insurance is headquartered in Turku.\n- Priya works for Northwind Systems.\n- Atlas Freight was founded in 2006.\n- Sofia works for Northwind Systems.\n- Nadia reports to Sanne.\n- Kenji works for Atlas Freight.\n- Anders reports to Priya.\n- Hana reports to Anders.\n- Northwind Systems is headquartered in Valencia.\n- Summit Energy is headquartered in Valencia.\n- Mei works for Summit Energy.\n- Priya reports to Dmitri.\n- Emeka works for Beacon Insurance.\n- Sanne works for Summit Energy.\n- Pablo works for Atlas Freight.\n- Beacon Insurance was founded in 2004.\n- Sanne reports to Callum.\n- Nadia works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Sofia reports to Hana.\n- Atlas Freight is headquartered in Oslo.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 1977.\n- Mei reports to Emeka.\n- Summit Energy was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35364", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Priya.\n- Helios Logistics is headquartered in Valencia.\n- Atlas Freight was founded in 2008.\n- Fernhill Foods was founded in 1987.\n- Omar works for Atlas Freight.\n- Pinnacle Software was founded in 2003.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software is headquartered in Nagoya.\n- Jonas reports to Emeka.\n- Yuki reports to Jonas.\n- Callum works for Pinnacle Software.\n- Atlas Freight is headquartered in Ghent.\n- Sofia works for Atlas Freight.\n- Kenji works for Atlas Freight.\n- Emeka works for Helios Logistics.\n- Priya works for Atlas Freight.\n- Omar reports to Yuki.\n- Sofia reports to Omar.\n- Helios Logistics was founded in 2008.\n- Callum reports to Sofia.\n- Fernhill Foods is headquartered in Valencia.\n- Kenji reports to Callum.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Valencia", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35365", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 23593 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35366", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35367", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35368", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 June 2023): For employees hired on or after 26 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2268: employee Anders R., hired 19 January 2020, separated 21 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-2268?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Omar.\n- Crescent Telecom was founded in 1995.\n- Nadia reports to Elena.\n- Stefan works for Crescent Telecom.\n- Stefan reports to Yuki.\n- Mei reports to Nadia.\n- Bruno works for Crescent Telecom.\n- Helios Logistics was founded in 1985.\n- Ironwood Manufacturing was founded in 2012.\n- Omar works for Fernhill Foods.\n- Crescent Telecom is headquartered in Turku.\n- Bruno reports to Wren.\n- Callum reports to Tobias.\n- Elena works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Wren reports to Callum.\n- Fernhill Foods was founded in 2010.\n- Elena reports to Stefan.\n- Fernhill Foods is headquartered in Turku.\n- Helios Logistics is headquartered in Austin.\n- Nadia works for Crescent Telecom.\n- Omar reports to Mei.\n- Yuki works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Turku.\n- Wren works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Tobias works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Porto", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35370", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 28 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 28 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9548: employee Kenji R., hired 21 November 2023, separated 29 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9548?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35371", "family": "intent_v3", "state": "Incoming hr message:\n\"Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests time off", "1": "initiates departure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35372", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage", "4": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Vantage Air was founded in 1987.\n- Vantage Air is headquartered in Cork.\n- Meridian Bank was founded in 1979.\n- Kenji works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Cobalt Health was founded in 1983.\n- Felix works for Vantage Air.\n- Wren reports to Felix.\n- Jonas reports to Omar.\n- Wren works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Priya works for Cobalt Health.\n- Meridian Bank is headquartered in Dunedin.\n- Omar reports to Mei.\n- Felix reports to Kenji.\n- Mei reports to Wren.\n- Priya reports to Elena.\n- Mei works for Lattice Analytics.\n- Kenji reports to Priya.\n- Lattice Analytics is headquartered in Oslo.\n- Cobalt Health is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Meridian Bank", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35374", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35375", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-3 (VERSION 5, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8507: employee Sanne R., hired 28 November 2021, separated 10 April 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8507?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35376", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 July 2024): For employees hired on or after 15 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4907: employee Jonas M., hired 19 April 2022, separated 11 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-4907?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35377", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35378", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35379", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5001: employee Wren R., hired 03 May 2022, separated 20 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5001?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35380", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35381", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35382", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35383", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35384", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1989.\n- Mateo reports to Leila.\n- Leila works for Crescent Telecom.\n- Sofia works for Fernhill Foods.\n- Dmitri works for Lattice Analytics.\n- Yuki reports to Dmitri.\n- Summit Energy is headquartered in Turku.\n- Callum reports to Yuki.\n- Kenji works for Lattice Analytics.\n- Sanne reports to Kenji.\n- Crescent Telecom is headquartered in Ghent.\n- Yuki works for Fernhill Foods.\n- Sanne works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tampere.\n- Lucia reports to Callum.\n- Aisha reports to Sanne.\n- Mei works for Fernhill Foods.\n- Nadia works for Lattice Analytics.\n- Fernhill Foods was founded in 2007.\n- Dmitri reports to Mateo.\n- Lucia works for Crescent Telecom.\n- Mei reports to Aisha.\n- Lattice Analytics was founded in 1998.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji reports to Sofia.\n- Summit Energy was founded in 1999.\n- Callum works for Fernhill Foods.\n- Aisha works for Lattice Analytics.\n- Nadia reports to Lucia.\n- Mateo works for Fernhill Foods.\n- Sofia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35385", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Zoya.\n- Ingrid reports to Aisha.\n- Felix works for Northwind Systems.\n- Felix reports to Amara.\n- Zoya reports to Felix.\n- Ingrid works for Cobalt Health.\n- Emeka reports to Mateo.\n- Jonas reports to Viktor.\n- Leila works for Northwind Systems.\n- Amara reports to Ingrid.\n- Tobias reports to Leila.\n- Viktor reports to Priya.\n- Cobalt Health is headquartered in Oslo.\n- Aisha works for Beacon Insurance.\n- Northwind Systems was founded in 1994.\n- Beacon Insurance was founded in 2000.\n- Jonas works for Pinnacle Software.\n- Viktor works for Beacon Insurance.\n- Tobias works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Beacon Insurance is headquartered in Bergen.\n- Mateo reports to Tobias.\n- Cobalt Health was founded in 1978.\n- Mateo works for Cobalt Health.\n- Northwind Systems is headquartered in Oslo.\n- Amara works for Cobalt Health.\n- Pinnacle Software was founded in 1983.\n- Priya works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Priya reports to Emeka.\n- Pinnacle Software is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Oslo", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35387", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'send message' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji reports to Anders.\n- Anders works for Cobalt Health.\n- Cobalt Health was founded in 1986.\n- Stefan works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2011.\n- Ravi works for Atlas Freight.\n- Jonas reports to Stefan.\n- Viktor reports to Jonas.\n- Atlas Freight is headquartered in Turku.\n- Viktor works for Atlas Freight.\n- Felix reports to Viktor.\n- Atlas Freight was founded in 1994.\n- Fernhill Foods is headquartered in Porto.\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Cobalt Health is headquartered in Leeds.\n- Stefan reports to Ravi.\n- Yuki reports to Felix.\n- Yuki works for Cobalt Health.\n- Anders reports to Yuki.\n- Felix works for Atlas Freight.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1989", "2": "1994", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35389", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Meridian Bank.\n- Pablo reports to Amara.\n- Chiara reports to Ingrid.\n- Stefan reports to Deshawn.\n- Ingrid reports to Elena.\n- Ingrid works for Vantage Air.\n- Elena reports to Tobias.\n- Meridian Bank is headquartered in Bergen.\n- Tobias reports to Stefan.\n- Pablo works for Crescent Telecom.\n- Vantage Air is headquartered in Bergen.\n- Amara reports to Chiara.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 1984.\n- Stefan works for Vantage Air.\n- Tobias works for Meridian Bank.\n- Crescent Telecom is headquartered in Basel.\n- Amara works for Helios Logistics.\n- Deshawn works for Vantage Air.\n- Meridian Bank was founded in 2008.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom was founded in 1979.\n- Vantage Air was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35390", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 May 2025): For employees hired on or after 15 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6627: employee Jonas B., hired 21 October 2024, separated 25 May 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6627?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35391", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 79160\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Bluepine Aviation.\n- Meridian Bank is headquartered in Lyon.\n- Vantage Air is headquartered in Lyon.\n- Tessa reports to Amara.\n- Vantage Air was founded in 1985.\n- Hana works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Yuki works for Vantage Air.\n- Ingrid reports to Zoya.\n- Omar reports to Ingrid.\n- Hana reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Amara works for Vantage Air.\n- Mateo reports to Hana.\n- Bluepine Aviation is headquartered in Leeds.\n- Bluepine Aviation was founded in 1985.\n- Fernhill Foods is headquartered in Leeds.\n- Chiara works for Vantage Air.\n- Amara reports to Pablo.\n- Meridian Bank was founded in 2003.\n- Tobias reports to Chiara.\n- Tobias works for Fernhill Foods.\n- Chiara reports to Tessa.\n- Mateo works for Bluepine Aviation.\n- Fernhill Foods was founded in 2008.\n- Pablo works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Zoya reports to Yuki.\n- Yuki reports to Tobias.\n- Zoya works for Bluepine Aviation.\n- Viktor reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35393", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8508: employee Emeka K., hired 01 August 2023, separated 23 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8508?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2008.\n- Anders reports to Omar.\n- Lucia reports to Felix.\n- Deshawn works for Bluepine Aviation.\n- Wren reports to Zoya.\n- Crescent Telecom was founded in 2002.\n- Priya reports to Deshawn.\n- Felix reports to Wren.\n- Omar reports to Lucia.\n- Fernhill Foods was founded in 1992.\n- Felix works for Fernhill Foods.\n- Crescent Telecom is headquartered in Malmo.\n- Wren works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Zoya reports to Priya.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software was founded in 1980.\n- Anders works for Bluepine Aviation.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya works for Crescent Telecom.\n- Priya works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35395", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35396", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Aisha.\n- Beacon Insurance was founded in 2015.\n- Felix reports to Mateo.\n- Aisha reports to Amara.\n- Beacon Insurance is headquartered in Lyon.\n- Amara reports to Yuki.\n- Mateo reports to Mara.\n- Aisha works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Nagoya.\n- Elena works for Beacon Insurance.\n- Felix works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Summit Energy is headquartered in Cork.\n- Mateo works for Beacon Insurance.\n- Elena reports to Felix.\n- Mara works for Pinnacle Software.\n- Yuki reports to Viktor.\n- Summit Energy was founded in 1995.\n- Cedar Retail Group was founded in 2013.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 1999.\n- Viktor works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "2002", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35397", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35398", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35399", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 23 August 2022): For employees hired on or after 23 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-9919: employee Omar K., hired 20 November 2019, separated 16 March 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-9919?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-9919 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35400", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2001.\n- Anders reports to Tessa.\n- Sanne reports to Priya.\n- Elena reports to Sanne.\n- Jonas works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Ravi reports to Zoya.\n- Priya reports to Bruno.\n- Zoya reports to Jonas.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Kenji works for Pinnacle Software.\n- Northwind Systems was founded in 1994.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji reports to Anders.\n- Ironwood Manufacturing was founded in 1991.\n- Bruno works for Northwind Systems.\n- Pinnacle Software was founded in 2013.\n- Sanne works for Ironwood Manufacturing.\n- Elena works for Beacon Insurance.\n- Northwind Systems is headquartered in Tampere.\n- Tessa works for Northwind Systems.\n- Yuki reports to Elena.\n- Jonas reports to Yuki.\n- Ravi works for Pinnacle Software.\n- Beacon Insurance is headquartered in Leeds.\n- Lucia works for Northwind Systems.\n- Zoya works for Ironwood Manufacturing.\n- Lucia reports to Ravi.\n- Bruno reports to Kenji.\n- Priya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Ravi.\n- Hana works for Atlas Freight.\n- Helios Logistics was founded in 1990.\n- Elena works for Helios Logistics.\n- Mei works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Lucia works for Meridian Bank.\n- Atlas Freight was founded in 2006.\n- Beacon Insurance was founded in 2001.\n- Sanne reports to Chiara.\n- Wren works for Beacon Insurance.\n- Wren reports to Sanne.\n- Beacon Insurance is headquartered in Adelaide.\n- Ravi works for Atlas Freight.\n- Meridian Bank is headquartered in Tallinn.\n- Lucia reports to Wren.\n- Felix works for Atlas Freight.\n- Elena reports to Felix.\n- Helios Logistics is headquartered in Turku.\n- Chiara reports to Hana.\n- Nadia works for Meridian Bank.\n- Ravi reports to Nadia.\n- Chiara works for Meridian Bank.\n- Hana reports to Mei.\n- Atlas Freight is headquartered in Tallinn.\n- Meridian Bank was founded in 1990.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1993", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35403", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 November 2024): For employees hired on or after 29 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4051: employee Deshawn M., hired 11 August 2022, separated 05 July 2026 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2025-4051 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$3,900", "2": "$2,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35404", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35405", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2012.\n- Viktor works for Beacon Insurance.\n- Stefan reports to Omar.\n- Viktor reports to Elena.\n- Fernhill Foods is headquartered in Oslo.\n- Nadia reports to Ravi.\n- Omar works for Fernhill Foods.\n- Chiara works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Brno.\n- Fernhill Foods was founded in 1998.\n- Elena reports to Kenji.\n- Tobias works for Meridian Bank.\n- Kenji works for Fernhill Foods.\n- Dmitri works for Beacon Insurance.\n- Tessa works for Cedar Retail Group.\n- Ravi reports to Chiara.\n- Tessa reports to Bruno.\n- Dmitri reports to Tessa.\n- Omar reports to Nadia.\n- Ravi works for Fernhill Foods.\n- Bruno works for Beacon Insurance.\n- Nadia works for Fernhill Foods.\n- Kenji reports to Dmitri.\n- Meridian Bank was founded in 1979.\n- Elena works for Fernhill Foods.\n- Meridian Bank is headquartered in Brno.\n- Stefan works for Beacon Insurance.\n- Tobias reports to Stefan.\n- Chiara reports to Viktor.\n- Cedar Retail Group is headquartered in Brno.\n- Cedar Retail Group was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35406", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35408", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Mateo.\n- Meridian Bank was founded in 2008.\n- Vantage Air is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Emeka reports to Bruno.\n- Mateo reports to Ingrid.\n- Ironwood Manufacturing was founded in 1992.\n- Wren works for Vantage Air.\n- Hana reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid works for Pinnacle Software.\n- Wren reports to Chiara.\n- Vantage Air was founded in 1982.\n- Ingrid reports to Dmitri.\n- Bruno works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo works for Vantage Air.\n- Chiara reports to Hana.\n- Hana works for Vantage Air.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Sofia.\n- Bruno reports to Deshawn.\n- Pinnacle Software was founded in 2006.\n- Meridian Bank is headquartered in Oslo.\n- Deshawn works for Meridian Bank.\n- Sofia works for Pinnacle Software.\n- Chiara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35409", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35410", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-2121: employee Yuki T., hired 29 June 2021, separated 21 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-2121?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-2121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35411", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35412", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35413", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35414", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35415", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35416", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 5, EFFECTIVE 16 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 16 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-9797: employee Lucia S., hired 08 October 2020, separated 10 May 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-9797?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-9797 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35417", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35418", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice", "4": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35419", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35420", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 September 2024): For employees hired on or after 12 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4989: employee Pablo K., hired 24 December 2023, separated 01 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4989?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Deshawn works for Bluepine Aviation.\n- Deshawn reports to Lucia.\n- Callum works for Lattice Analytics.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2014.\n- Callum reports to Leila.\n- Lattice Analytics was founded in 1991.\n- Helios Logistics was founded in 1982.\n- Ravi reports to Mara.\n- Mara reports to Deshawn.\n- Viktor works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Ghent.\n- Viktor reports to Yuki.\n- Lucia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Mara works for Cedar Retail Group.\n- Yuki works for Lattice Analytics.\n- Kenji reports to Omar.\n- Lucia reports to Kenji.\n- Mateo works for Lattice Analytics.\n- Cedar Retail Group was founded in 2006.\n- Nadia reports to Ravi.\n- Helios Logistics is headquartered in Turku.\n- Nadia works for Helios Logistics.\n- Yuki reports to Mateo.\n- Omar reports to Callum.\n- Leila works for Helios Logistics.\n- Lattice Analytics is headquartered in Ghent.\n- Leila reports to Viktor.\n- Omar works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2014", "3": "2017"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35422", "family": "intent_v3", "state": "Incoming support message:\n\"Order 25654 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Exchange Item — wants a different size/color/variant", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35423", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6243: employee Viktor K., hired 23 January 2022, separated 15 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6243?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35424", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-4 (VERSION 2, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5292: employee Mara M., hired 03 December 2021, separated 06 February 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-5292 under the controlling rules.", "criteria": {"0": "$6,400", "1": "$8,000", "2": "$34,667", "3": "$8,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35425", "family": "intent_v3", "state": "Incoming health message:\n\"FW: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Pablo reports to Viktor.\n- Aisha reports to Ingrid.\n- Crescent Telecom is headquartered in Lyon.\n- Ingrid reports to Anders.\n- Pinnacle Software is headquartered in Lyon.\n- Anders works for Bluepine Aviation.\n- Sanne reports to Priya.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Lucia.\n- Aisha works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Lyon.\n- Emeka reports to Aisha.\n- Lucia reports to Deshawn.\n- Pablo works for Fernhill Foods.\n- Viktor reports to Sanne.\n- Sanne works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software was founded in 1996.\n- Fernhill Foods was founded in 1986.\n- Deshawn works for Fernhill Foods.\n- Crescent Telecom was founded in 1988.\n- Priya reports to Emeka.\n- Bluepine Aviation was founded in 1996.\n- Priya works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35427", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Aisha reports to Emeka.\n- Wren reports to Zoya.\n- Yuki reports to Wren.\n- Mara works for Bluepine Aviation.\n- Summit Energy was founded in 1986.\n- Bluepine Aviation is headquartered in Ghent.\n- Northwind Systems was founded in 1988.\n- Stefan reports to Yuki.\n- Emeka works for Northwind Systems.\n- Beacon Insurance was founded in 1997.\n- Zoya reports to Mara.\n- Bluepine Aviation was founded in 2014.\n- Mara reports to Aisha.\n- Stefan works for Beacon Insurance.\n- Pablo works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.\n- Emeka reports to Pablo.\n- Summit Energy is headquartered in Ghent.\n- Aisha works for Summit Energy.\n- Northwind Systems is headquartered in Oslo.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Elena reports to Amara.\n- Sanne reports to Elena.\n- Zoya works for Lattice Analytics.\n- Sanne works for Meridian Bank.\n- Zoya reports to Sanne.\n- Meridian Bank was founded in 2015.\n- Priya reports to Zoya.\n- Beacon Insurance is headquartered in Brno.\n- Mei works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Elena works for Lattice Analytics.\n- Felix reports to Priya.\n- Vantage Air was founded in 2006.\n- Amara reports to Hana.\n- Lattice Analytics was founded in 2013.\n- Beacon Insurance was founded in 2004.\n- Vantage Air is headquartered in Bergen.\n- Mei reports to Felix.\n- Amara works for Vantage Air.\n- Lattice Analytics is headquartered in Lyon.\n- Priya works for Vantage Air.\n- Felix works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Bergen", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Tobias.\n- Beacon Insurance is headquartered in Leeds.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 2003.\n- Mateo works for Atlas Freight.\n- Emeka works for Beacon Insurance.\n- Wren reports to Viktor.\n- Felix works for Beacon Insurance.\n- Viktor reports to Mateo.\n- Viktor works for Northwind Systems.\n- Beacon Insurance was founded in 1988.\n- Leila works for Beacon Insurance.\n- Pablo works for Lattice Analytics.\n- Felix reports to Leila.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics was founded in 1985.\n- Tobias reports to Pablo.\n- Lucia works for Northwind Systems.\n- Atlas Freight is headquartered in Leeds.\n- Atlas Freight was founded in 2009.\n- Lattice Analytics is headquartered in Cork.\n- Leila reports to Sanne.\n- Lucia reports to Emeka.\n- Sanne reports to Wren.\n- Tobias works for Lattice Analytics.\n- Pablo reports to Lucia.\n- Wren works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35430", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ravi.\n- Summit Energy was founded in 1999.\n- Vantage Air was founded in 1996.\n- Pinnacle Software is headquartered in Valencia.\n- Kenji reports to Chiara.\n- Ravi reports to Sanne.\n- Ravi works for Summit Energy.\n- Tobias reports to Bruno.\n- Bruno works for Vantage Air.\n- Anders works for Summit Energy.\n- Kenji works for Beacon Insurance.\n- Aisha reports to Amara.\n- Vantage Air is headquartered in Valencia.\n- Chiara works for Beacon Insurance.\n- Aisha works for Summit Energy.\n- Amara reports to Tobias.\n- Amara works for Vantage Air.\n- Mei works for Beacon Insurance.\n- Omar reports to Anders.\n- Summit Energy is headquartered in Bergen.\n- Beacon Insurance is headquartered in Bergen.\n- Sanne reports to Mei.\n- Beacon Insurance was founded in 2001.\n- Lucia works for Vantage Air.\n- Anders reports to Aisha.\n- Chiara reports to Omar.\n- Tobias works for Vantage Air.\n- Mei reports to Lucia.\n- Pinnacle Software was founded in 1998.\n- Sanne works for Vantage Air.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Valencia", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Chiara.\n- Tessa reports to Ingrid.\n- Dmitri works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Helios Logistics was founded in 1984.\n- Pinnacle Software is headquartered in Basel.\n- Crescent Telecom was founded in 1993.\n- Fernhill Foods was founded in 1989.\n- Amara reports to Wren.\n- Amara works for Helios Logistics.\n- Tessa works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Crescent Telecom is headquartered in Basel.\n- Tobias reports to Amara.\n- Ingrid reports to Felix.\n- Felix works for Crescent Telecom.\n- Felix reports to Dmitri.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods is headquartered in Leeds.\n- Chiara works for Crescent Telecom.\n- Pinnacle Software was founded in 1984.\n- Helios Logistics is headquartered in Basel.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35433", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35434", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1983.\n- Crescent Telecom was founded in 2007.\n- Ravi reports to Callum.\n- Nadia reports to Elena.\n- Beacon Insurance is headquartered in Oslo.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Mei works for Northwind Systems.\n- Callum reports to Lucia.\n- Sofia works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1979.\n- Bruno works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Bergen.\n- Omar works for Crescent Telecom.\n- Hana reports to Priya.\n- Hana works for Beacon Insurance.\n- Callum works for Crescent Telecom.\n- Priya reports to Sofia.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sofia reports to Ravi.\n- Elena reports to Omar.\n- Nadia works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Northwind Systems is headquartered in Bergen.\n- Lucia works for Beacon Insurance.\n- Omar reports to Hana.\n- Ravi works for Ironwood Manufacturing.\n- Lucia reports to Bruno.\n- Priya works for Ironwood Manufacturing.\n- Mei reports to Felix.\n- Felix reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1983", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35436", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 February 2023): For employees hired on or after 04 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5325: employee Ingrid K., hired 31 July 2019, separated 08 July 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2026-5325 under the controlling rules.", "criteria": {"0": "$10,885", "1": "$10,385", "2": "$10,125", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35437", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35438", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "payment_plan", "2": "cancel_subscription", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35439", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35440", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2950: employee Emeka K., hired 05 October 2023, separated 26 October 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-2950 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$4,615", "2": "$6,615", "3": "$3,808"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Amara.\n- Anders works for Pinnacle Software.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1988.\n- Vantage Air was founded in 1995.\n- Yuki works for Beacon Insurance.\n- Pablo reports to Felix.\n- Hana reports to Bruno.\n- Felix works for Vantage Air.\n- Hana works for Vantage Air.\n- Yuki reports to Hana.\n- Elena works for Pinnacle Software.\n- Bruno reports to Anders.\n- Amara reports to Stefan.\n- Pablo works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Anders reports to Pablo.\n- Bruno works for Summit Energy.\n- Priya reports to Yuki.\n- Vantage Air is headquartered in Leeds.\n- Priya works for Beacon Insurance.\n- Summit Energy was founded in 1993.\n- Summit Energy is headquartered in Oslo.\n- Pinnacle Software is headquartered in Oslo.\n- Elena reports to Priya.\n- Stefan works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1999.\n- Cedar Retail Group was founded in 2000.\n- Dmitri reports to Tobias.\n- Elena works for Ironwood Manufacturing.\n- Leila works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Wren reports to Chiara.\n- Wren works for Northwind Systems.\n- Omar reports to Viktor.\n- Ironwood Manufacturing was founded in 2001.\n- Tessa reports to Dmitri.\n- Cedar Retail Group is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Chiara reports to Tessa.\n- Dmitri works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Porto.\n- Bluepine Aviation is headquartered in Porto.\n- Omar works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Viktor reports to Wren.\n- Elena reports to Callum.\n- Tessa works for Ironwood Manufacturing.\n- Leila reports to Elena.\n- Callum reports to Omar.\n- Northwind Systems was founded in 1983.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Tallinn", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35443", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 09 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1666: employee Jonas A., hired 10 March 2024, separated 08 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1666?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35444", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 4, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 January 2025): For employees hired on or after 19 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9016: employee Sofia K., hired 30 March 2022, separated 09 January 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9016?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Tessa reports to Yuki.\n- Kenji works for Pinnacle Software.\n- Vantage Air is headquartered in Porto.\n- Beacon Insurance is headquartered in Brno.\n- Vantage Air was founded in 2006.\n- Aisha works for Crescent Telecom.\n- Amara works for Beacon Insurance.\n- Amara reports to Wren.\n- Crescent Telecom was founded in 1998.\n- Beacon Insurance was founded in 2008.\n- Jonas reports to Kenji.\n- Yuki works for Crescent Telecom.\n- Jonas works for Pinnacle Software.\n- Kenji reports to Dmitri.\n- Dmitri reports to Tessa.\n- Aisha reports to Jonas.\n- Pinnacle Software was founded in 2015.\n- Wren works for Pinnacle Software.\n- Dmitri works for Vantage Air.\n- Tessa works for Pinnacle Software.\n- Crescent Telecom is headquartered in Brno.\n- Yuki reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Elena works for Helios Logistics.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 2014.\n- Mei works for Summit Energy.\n- Elena reports to Ingrid.\n- Helios Logistics is headquartered in Bergen.\n- Ingrid reports to Mara.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Kenji works for Summit Energy.\n- Sanne works for Lattice Analytics.\n- Helios Logistics was founded in 2013.\n- Sanne reports to Mei.\n- Summit Energy is headquartered in Valencia.\n- Ingrid works for Helios Logistics.\n- Mei reports to Kenji.\n- Mara reports to Hana.\n- Hana reports to Leila.\n- Lattice Analytics was founded in 1978.\n- Hana works for Summit Energy.\n- Kenji reports to Elena.\n- Summit Energy was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1974", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35447", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3642: employee Pablo T., hired 15 October 2022, separated 10 October 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3642?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35449", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "report_outage", "2": "install_software", "3": "reset_password", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35450", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35451", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "grants system access", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35452", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2134: employee Felix B., hired 03 July 2021, separated 12 April 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2134?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2134 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35453", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35454", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35455", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks for account balance", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35456", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35457", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35458", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 September 2024): For employees hired on or after 22 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5979: employee Mei B., hired 23 June 2023, separated 18 February 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5979?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5979 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35459", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35460", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-5 (VERSION 4, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-4364: employee Chiara T., hired 01 November 2023, separated 26 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-4364?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-4364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35461", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-2 (VERSION 2, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3646: employee Hana K., hired 19 February 2023, separated 12 February 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3646?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35462", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2003.\n- Beacon Insurance is headquartered in Basel.\n- Dmitri works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Sofia works for Beacon Insurance.\n- Omar reports to Sanne.\n- Helios Logistics is headquartered in Basel.\n- Nadia works for Ironwood Manufacturing.\n- Leila reports to Omar.\n- Northwind Systems was founded in 1994.\n- Aisha works for Helios Logistics.\n- Anders reports to Tessa.\n- Sofia reports to Leila.\n- Dmitri reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Sanne reports to Dmitri.\n- Beacon Insurance was founded in 1978.\n- Tessa reports to Chiara.\n- Anders works for Northwind Systems.\n- Chiara works for Beacon Insurance.\n- Leila works for Ironwood Manufacturing.\n- Chiara reports to Aisha.\n- Ingrid works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Basel.\n- Northwind Systems is headquartered in Malmo.\n- Nadia reports to Anders.\n- Aisha reports to Sofia.\n- Ingrid reports to Nadia.\n- Helios Logistics was founded in 1976.\n- Omar works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1997", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35463", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35464", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a system outage", "1": "resets credentials", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35465", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35466", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35467", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "asks flight status", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Tallinn.\n- Amara works for Cedar Retail Group.\n- Kenji reports to Tessa.\n- Dmitri works for Northwind Systems.\n- Kenji works for Northwind Systems.\n- Mei works for Bluepine Aviation.\n- Beacon Insurance was founded in 2013.\n- Dmitri reports to Wren.\n- Sanne reports to Mei.\n- Amara reports to Omar.\n- Bluepine Aviation is headquartered in Malmo.\n- Tessa reports to Priya.\n- Priya works for Cedar Retail Group.\n- Priya reports to Amara.\n- Omar works for Beacon Insurance.\n- Tessa works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tallinn.\n- Northwind Systems was founded in 2012.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group was founded in 1989.\n- Wren reports to Kenji.\n- Omar reports to Sanne.\n- Bluepine Aviation was founded in 2000.\n- Cedar Retail Group is headquartered in Lyon.\n- Sofia works for Cedar Retail Group.\n- Wren works for Beacon Insurance.\n- Sofia reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35469", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 12 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1691: employee Kenji S., hired 30 November 2020, separated 01 March 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1691?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35470", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 52301 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35471", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Lyon.\n- Omar reports to Mateo.\n- Omar works for Meridian Bank.\n- Northwind Systems was founded in 2015.\n- Meridian Bank is headquartered in Turku.\n- Jonas works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Aisha reports to Emeka.\n- Mara reports to Jonas.\n- Lucia works for Northwind Systems.\n- Jonas reports to Sofia.\n- Emeka works for Cobalt Health.\n- Fernhill Foods was founded in 1996.\n- Chiara reports to Omar.\n- Yuki works for Cobalt Health.\n- Northwind Systems is headquartered in Turku.\n- Fernhill Foods is headquartered in Basel.\n- Cobalt Health was founded in 1997.\n- Aisha works for Meridian Bank.\n- Yuki reports to Mara.\n- Lucia reports to Yuki.\n- Emeka reports to Lucia.\n- Mara works for Cobalt Health.\n- Mateo reports to Aisha.\n- Sofia works for Meridian Bank.\n- Meridian Bank was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35472", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "file_claim", "2": "report_delay", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35473", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "provision_access", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35474", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-5 (VERSION 2, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 November 2024): For employees hired on or after 22 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-2248: employee Ravi A., hired 15 March 2021, separated 24 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-2248?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-2248 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cedar Retail Group.\n- Sanne reports to Elena.\n- Viktor reports to Nadia.\n- Lattice Analytics is headquartered in Porto.\n- Nadia reports to Deshawn.\n- Tobias reports to Jonas.\n- Elena reports to Stefan.\n- Tobias works for Bluepine Aviation.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Sofia.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation was founded in 2005.\n- Lattice Analytics was founded in 1983.\n- Nadia works for Lattice Analytics.\n- Deshawn reports to Sanne.\n- Crescent Telecom was founded in 1980.\n- Priya works for Crescent Telecom.\n- Deshawn works for Lattice Analytics.\n- Jonas works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Turku.\n- Sofia reports to Priya.\n- Tessa reports to Mara.\n- Elena works for Crescent Telecom.\n- Sofia works for Bluepine Aviation.\n- Jonas reports to Viktor.\n- Priya reports to Tessa.\n- Cedar Retail Group was founded in 1978.\n- Viktor works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Turku.\n- Crescent Telecom is headquartered in Turku.\n- Tessa works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1978", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35476", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3183: employee Tessa R., hired 23 December 2022, separated 14 August 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3183?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Felix reports to Nadia.\n- Pablo works for Cedar Retail Group.\n- Felix works for Meridian Bank.\n- Pablo reports to Priya.\n- Priya works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Omar reports to Lucia.\n- Nadia reports to Omar.\n- Cobalt Health is headquartered in Dunedin.\n- Dmitri works for Pinnacle Software.\n- Meridian Bank was founded in 1995.\n- Yuki works for Meridian Bank.\n- Priya reports to Dmitri.\n- Nadia works for Cedar Retail Group.\n- Cobalt Health was founded in 2002.\n- Cedar Retail Group was founded in 1988.\n- Lucia reports to Pablo.\n- Dmitri reports to Yuki.\n- Pinnacle Software is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35478", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 3, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-3712: employee Priya A., hired 07 May 2023, separated 17 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-3712?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-3712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1986.\n- Dmitri works for Meridian Bank.\n- Bruno reports to Pablo.\n- Bruno works for Meridian Bank.\n- Pinnacle Software was founded in 1991.\n- Sanne reports to Dmitri.\n- Atlas Freight was founded in 1976.\n- Atlas Freight is headquartered in Ghent.\n- Emeka works for Meridian Bank.\n- Mei works for Atlas Freight.\n- Cedar Retail Group was founded in 2007.\n- Pablo works for Meridian Bank.\n- Sanne works for Pinnacle Software.\n- Meridian Bank is headquartered in Oslo.\n- Jonas works for Pinnacle Software.\n- Jonas reports to Mei.\n- Dmitri reports to Emeka.\n- Emeka reports to Leila.\n- Mei reports to Sanne.\n- Pablo reports to Jonas.\n- Pinnacle Software is headquartered in Ghent.\n- Leila works for Atlas Freight.\n- Cedar Retail Group is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1981", "2": "1986", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35480", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Kenji.\n- Fernhill Foods is headquartered in Austin.\n- Hana works for Bluepine Aviation.\n- Kenji works for Vantage Air.\n- Fernhill Foods was founded in 1997.\n- Vantage Air is headquartered in Austin.\n- Viktor works for Bluepine Aviation.\n- Callum reports to Elena.\n- Aisha works for Fernhill Foods.\n- Callum works for Vantage Air.\n- Dmitri works for Fernhill Foods.\n- Emeka reports to Hana.\n- Elena reports to Aisha.\n- Bluepine Aviation is headquartered in Brno.\n- Ingrid works for Fernhill Foods.\n- Leila works for Vantage Air.\n- Emeka works for Vantage Air.\n- Aisha reports to Dmitri.\n- Hana reports to Leila.\n- Crescent Telecom was founded in 1988.\n- Ingrid reports to Emeka.\n- Viktor reports to Ingrid.\n- Crescent Telecom is headquartered in Brno.\n- Bluepine Aviation was founded in 2007.\n- Kenji reports to Callum.\n- Elena works for Vantage Air.\n- Vantage Air was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Brno", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35482", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35483", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 November 2024): For employees hired on or after 30 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3273: employee Callum T., hired 19 April 2022, separated 28 March 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-3273 under the controlling rules.", "criteria": {"0": "$62,400", "1": "$14,400", "2": "$14,900", "3": "$14,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Helios Logistics was founded in 1985.\n- Sanne works for Lattice Analytics.\n- Felix works for Summit Energy.\n- Sanne reports to Mara.\n- Bluepine Aviation was founded in 2009.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Aisha reports to Dmitri.\n- Helios Logistics is headquartered in Cork.\n- Dmitri works for Helios Logistics.\n- Ravi works for Lattice Analytics.\n- Summit Energy was founded in 2008.\n- Viktor reports to Amara.\n- Mara works for Bluepine Aviation.\n- Anders reports to Mateo.\n- Mateo works for Helios Logistics.\n- Amara reports to Hana.\n- Bluepine Aviation is headquartered in Austin.\n- Lattice Analytics was founded in 2013.\n- Aisha works for Helios Logistics.\n- Anders works for Lattice Analytics.\n- Ravi reports to Jonas.\n- Lattice Analytics is headquartered in Adelaide.\n- Mara reports to Anders.\n- Jonas reports to Felix.\n- Dmitri reports to Viktor.\n- Hana reports to Sanne.\n- Viktor works for Lattice Analytics.\n- Mateo reports to Ravi.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Helios Logistics", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Elena.\n- Felix reports to Kenji.\n- Chiara works for Cobalt Health.\n- Kenji reports to Jonas.\n- Summit Energy is headquartered in Leeds.\n- Aisha works for Cobalt Health.\n- Ravi reports to Leila.\n- Cobalt Health was founded in 1981.\n- Northwind Systems was founded in 1976.\n- Tessa reports to Pablo.\n- Summit Energy was founded in 2007.\n- Atlas Freight was founded in 2004.\n- Ravi works for Atlas Freight.\n- Jonas works for Cobalt Health.\n- Northwind Systems is headquartered in Leeds.\n- Mei works for Northwind Systems.\n- Leila works for Cobalt Health.\n- Elena reports to Tessa.\n- Tessa works for Cobalt Health.\n- Aisha reports to Ravi.\n- Wren works for Atlas Freight.\n- Mei reports to Wren.\n- Elena works for Cobalt Health.\n- Chiara reports to Felix.\n- Kenji works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Atlas Freight is headquartered in Adelaide.\n- Pablo works for Atlas Freight.\n- Wren reports to Chiara.\n- Leila reports to Mei.\n- Felix works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35487", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Emeka reports to Amara.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Chiara works for Bluepine Aviation.\n- Cobalt Health is headquartered in Tampere.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Austin.\n- Mara reports to Elena.\n- Cobalt Health was founded in 1993.\n- Elena works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Basel.\n- Amara reports to Mara.\n- Meridian Bank was founded in 1984.\n- Bluepine Aviation was founded in 1996.\n- Amara works for Cobalt Health.\n- Leila reports to Emeka.\n- Hana reports to Leila.\n- Mara works for Ironwood Manufacturing.\n- Elena reports to Chiara.\n- Wren works for Cobalt Health.\n- Chiara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35489", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-5 (VERSION 6, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6138: employee Felix T., hired 21 September 2023, separated 30 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6138?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Tessa reports to Anders.\n- Anders works for Ironwood Manufacturing.\n- Elena works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Pinnacle Software was founded in 2007.\n- Mara reports to Omar.\n- Leila works for Ironwood Manufacturing.\n- Omar reports to Zoya.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 1986.\n- Dmitri works for Ironwood Manufacturing.\n- Elena reports to Tessa.\n- Helios Logistics is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1989.\n- Summit Energy is headquartered in Adelaide.\n- Mara works for Summit Energy.\n- Dmitri reports to Elena.\n- Helios Logistics was founded in 1988.\n- Anders reports to Leila.\n- Tessa works for Summit Energy.\n- Zoya reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35491", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35492", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35493", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Crescent Telecom is headquartered in Nagoya.\n- Priya reports to Nadia.\n- Summit Energy is headquartered in Nagoya.\n- Mateo works for Summit Energy.\n- Mei works for Crescent Telecom.\n- Chiara reports to Mei.\n- Mei reports to Ingrid.\n- Mateo reports to Yuki.\n- Helios Logistics is headquartered in Nagoya.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Ravi works for Helios Logistics.\n- Pinnacle Software was founded in 2008.\n- Crescent Telecom was founded in 1992.\n- Ingrid works for Helios Logistics.\n- Felix reports to Stefan.\n- Pinnacle Software is headquartered in Halifax.\n- Summit Energy was founded in 1988.\n- Yuki reports to Chiara.\n- Felix works for Pinnacle Software.\n- Chiara works for Helios Logistics.\n- Yuki works for Pinnacle Software.\n- Ingrid reports to Priya.\n- Nadia reports to Felix.\n- Priya works for Pinnacle Software.\n- Ravi reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Jonas reports to Callum.\n- Lucia reports to Aisha.\n- Ironwood Manufacturing is headquartered in Brno.\n- Zoya works for Summit Energy.\n- Yuki reports to Felix.\n- Lucia works for Lattice Analytics.\n- Summit Energy was founded in 2005.\n- Jonas works for Fernhill Foods.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy is headquartered in Porto.\n- Zoya reports to Mateo.\n- Ironwood Manufacturing was founded in 1991.\n- Ingrid works for Lattice Analytics.\n- Fernhill Foods is headquartered in Adelaide.\n- Mateo reports to Yuki.\n- Felix works for Lattice Analytics.\n- Aisha reports to Ingrid.\n- Fernhill Foods was founded in 1997.\n- Yuki works for Summit Energy.\n- Aisha works for Ironwood Manufacturing.\n- Callum works for Summit Energy.\n- Dmitri reports to Lucia.\n- Felix reports to Jonas.\n- Lattice Analytics was founded in 2003.\n- Ingrid reports to Zoya.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "1998", "2": "2001", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35495", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Emeka works for Crescent Telecom.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Mei reports to Sanne.\n- Sanne reports to Emeka.\n- Wren reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Mei.\n- Crescent Telecom was founded in 1991.\n- Atlas Freight is headquartered in Oslo.\n- Aisha reports to Omar.\n- Bluepine Aviation is headquartered in Halifax.\n- Omar reports to Priya.\n- Atlas Freight was founded in 1986.\n- Crescent Telecom is headquartered in Oslo.\n- Stefan reports to Felix.\n- Elena reports to Callum.\n- Felix works for Crescent Telecom.\n- Priya works for Cedar Retail Group.\n- Callum reports to Aisha.\n- Wren works for Atlas Freight.\n- Bluepine Aviation was founded in 1985.\n- Elena works for Bluepine Aviation.\n- Mei works for Atlas Freight.\n- Omar works for Crescent Telecom.\n- Emeka reports to Elena.\n- Callum works for Atlas Freight.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1989.\n- Felix reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35497", "family": "intent_hardneg", "state": "Incoming support message:\n\"99151 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35498", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Wren.\n- Nadia reports to Viktor.\n- Emeka reports to Nadia.\n- Lattice Analytics was founded in 2006.\n- Lucia reports to Sofia.\n- Helios Logistics was founded in 1998.\n- Lucia works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Mei works for Cobalt Health.\n- Priya reports to Lucia.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Helios Logistics is headquartered in Brno.\n- Callum works for Crescent Telecom.\n- Lattice Analytics is headquartered in Tampere.\n- Emeka works for Crescent Telecom.\n- Priya works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Crescent Telecom is headquartered in Valencia.\n- Viktor works for Helios Logistics.\n- Callum reports to Sanne.\n- Wren works for Helios Logistics.\n- Sofia reports to Emeka.\n- Mei reports to Priya.\n- Nadia works for Helios Logistics.\n- Sanne reports to Mei.\n- Cobalt Health is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Tessa works for Cobalt Health.\n- Pinnacle Software was founded in 1995.\n- Aisha reports to Chiara.\n- Emeka reports to Pablo.\n- Zoya reports to Tessa.\n- Helios Logistics was founded in 2012.\n- Helios Logistics is headquartered in Bergen.\n- Tessa reports to Emeka.\n- Pablo reports to Aisha.\n- Cobalt Health is headquartered in Bergen.\n- Aisha works for Helios Logistics.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Chiara works for Vantage Air.\n- Zoya works for Pinnacle Software.\n- Wren works for Vantage Air.\n- Hana reports to Zoya.\n- Hana works for Pinnacle Software.\n- Cobalt Health was founded in 1977.\n- Emeka works for Vantage Air.\n- Wren reports to Hana.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1990", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Ravi works for Helios Logistics.\n- Mara reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Jonas reports to Ravi.\n- Fernhill Foods was founded in 1994.\n- Wren works for Helios Logistics.\n- Hana works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Chiara reports to Anders.\n- Dmitri reports to Wren.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Wren reports to Hana.\n- Mara works for Helios Logistics.\n- Anders works for Bluepine Aviation.\n- Helios Logistics was founded in 1996.\n- Ravi reports to Chiara.\n- Bluepine Aviation was founded in 2007.\n- Lattice Analytics is headquartered in Basel.\n- Fernhill Foods is headquartered in Basel.\n- Bluepine Aviation is headquartered in Valencia.\n- Hana reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1999", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35501", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35502", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Meridian Bank was founded in 1989.\n- Cobalt Health is headquartered in Valencia.\n- Summit Energy was founded in 1981.\n- Summit Energy is headquartered in Valencia.\n- Cobalt Health was founded in 2007.\n- Pablo reports to Mara.\n- Crescent Telecom was founded in 1980.\n- Wren reports to Priya.\n- Mara reports to Wren.\n- Crescent Telecom is headquartered in Austin.\n- Meridian Bank is headquartered in Nagoya.\n- Mei reports to Kenji.\n- Priya works for Summit Energy.\n- Amara works for Crescent Telecom.\n- Jonas reports to Pablo.\n- Jonas works for Meridian Bank.\n- Mara works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Kenji works for Cobalt Health.\n- Wren works for Meridian Bank.\n- Priya reports to Amara.\n- Kenji reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2005", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35503", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Wren.\n- Meridian Bank is headquartered in Leeds.\n- Hana works for Ironwood Manufacturing.\n- Yuki reports to Anders.\n- Yuki works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Anders reports to Dmitri.\n- Meridian Bank was founded in 1992.\n- Wren works for Ironwood Manufacturing.\n- Felix reports to Ingrid.\n- Wren reports to Felix.\n- Helios Logistics is headquartered in Austin.\n- Jonas reports to Hana.\n- Ingrid reports to Yuki.\n- Dmitri reports to Kenji.\n- Ironwood Manufacturing is headquartered in Austin.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 1986.\n- Jonas works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2008.\n- Dmitri works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Anders works for Helios Logistics.\n- Priya works for Meridian Bank.\n- Northwind Systems is headquartered in Malmo.\n- Kenji reports to Jonas.\n- Hana reports to Chiara.\n- Ironwood Manufacturing was founded in 2002.\n- Felix works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Chiara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Basel", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35504", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "books a visit", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35505", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35506", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Sofia.\n- Nadia works for Atlas Freight.\n- Aisha works for Pinnacle Software.\n- Felix reports to Pablo.\n- Pablo reports to Zoya.\n- Callum reports to Priya.\n- Pinnacle Software is headquartered in Basel.\n- Beacon Insurance was founded in 2010.\n- Atlas Freight is headquartered in Malmo.\n- Pinnacle Software was founded in 1999.\n- Callum works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Felix works for Atlas Freight.\n- Priya works for Pinnacle Software.\n- Ravi works for Atlas Freight.\n- Anders works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Sofia works for Atlas Freight.\n- Anders reports to Ravi.\n- Priya reports to Aisha.\n- Nadia reports to Felix.\n- Ravi reports to Callum.\n- Ironwood Manufacturing was founded in 1982.\n- Pablo works for Beacon Insurance.\n- Aisha reports to Nadia.\n- Atlas Freight was founded in 2010.\n- Beacon Insurance is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35507", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6014: employee Deshawn R., hired 13 July 2021, separated 09 August 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-6014 under the controlling rules.", "criteria": {"0": "$66,300", "1": "$15,375", "2": "$17,300", "3": "$15,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35508", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 27961 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35509", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 13 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8472: employee Deshawn M., hired 08 July 2021, separated 29 April 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8472?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35510", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35511", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4756: employee Mateo R., hired 04 August 2020, separated 28 January 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-4756?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35512", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35513", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35514", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "update_card", "3": "payment_plan", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35515", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Meridian Bank is headquartered in Valencia.\n- Callum works for Crescent Telecom.\n- Tessa works for Lattice Analytics.\n- Wren reports to Nadia.\n- Elena reports to Ravi.\n- Yuki reports to Viktor.\n- Bruno reports to Chiara.\n- Lattice Analytics was founded in 2001.\n- Crescent Telecom was founded in 2007.\n- Tessa reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Tobias works for Meridian Bank.\n- Chiara reports to Callum.\n- Chiara works for Lattice Analytics.\n- Ravi works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.\n- Kenji reports to Yuki.\n- Viktor works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Nadia reports to Tobias.\n- Meridian Bank was founded in 2010.\n- Callum reports to Elena.\n- Yuki works for Lattice Analytics.\n- Tobias reports to Kenji.\n- Crescent Telecom is headquartered in Oslo.\n- Viktor reports to Tessa.\n- Cedar Retail Group was founded in 1982.\n- Elena works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Valencia.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2004", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35516", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Cobalt Health.\n- Kenji works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Leila.\n- Felix reports to Sofia.\n- Amara reports to Kenji.\n- Crescent Telecom is headquartered in Oslo.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Amara works for Cobalt Health.\n- Chiara reports to Aisha.\n- Jonas reports to Amara.\n- Chiara works for Cobalt Health.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Ravi reports to Jonas.\n- Beacon Insurance is headquartered in Leeds.\n- Cobalt Health was founded in 1980.\n- Sofia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Oslo.\n- Crescent Telecom was founded in 1993.\n- Kenji reports to Felix.\n- Sofia reports to Chiara.\n- Ravi works for Crescent Telecom.\n- Leila reports to Sanne.\n- Beacon Insurance was founded in 2015.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1988", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1982.\n- Atlas Freight was founded in 2000.\n- Sanne works for Vantage Air.\n- Pablo works for Atlas Freight.\n- Anders works for Vantage Air.\n- Priya works for Vantage Air.\n- Jonas reports to Felix.\n- Pablo reports to Hana.\n- Jonas works for Vantage Air.\n- Omar reports to Priya.\n- Hana reports to Jonas.\n- Omar works for Atlas Freight.\n- Vantage Air is headquartered in Basel.\n- Helios Logistics was founded in 2005.\n- Vantage Air was founded in 2010.\n- Fernhill Foods is headquartered in Basel.\n- Felix works for Vantage Air.\n- Atlas Freight is headquartered in Valencia.\n- Priya reports to Anders.\n- Sanne reports to Omar.\n- Anders reports to Pablo.\n- Hana works for Fernhill Foods.\n- Helios Logistics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2010", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35519", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5974: employee Bruno K., hired 23 January 2021, separated 08 May 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5974?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35520", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35521", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35522", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8366: employee Deshawn M., hired 10 December 2022, separated 01 December 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8366?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8366 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35523", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35524", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-8558: employee Anders R., hired 09 February 2021, separated 10 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-8558?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-8558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35525", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 63766 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Amara.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo works for Beacon Insurance.\n- Emeka works for Crescent Telecom.\n- Helios Logistics was founded in 2009.\n- Pablo works for Beacon Insurance.\n- Mara works for Helios Logistics.\n- Chiara reports to Stefan.\n- Fernhill Foods was founded in 1998.\n- Ingrid reports to Felix.\n- Chiara works for Helios Logistics.\n- Ingrid works for Fernhill Foods.\n- Felix works for Beacon Insurance.\n- Anders reports to Mateo.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Pablo reports to Anders.\n- Felix reports to Emeka.\n- Amara reports to Ingrid.\n- Amara works for Crescent Telecom.\n- Stefan works for Fernhill Foods.\n- Beacon Insurance was founded in 1990.\n- Crescent Telecom is headquartered in Bergen.\n- Crescent Telecom was founded in 1980.\n- Mateo reports to Mara.\n- Mara reports to Chiara.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35527", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 53906 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35528", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 September 2025): For employees hired on or after 02 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7497: employee Chiara M., hired 01 April 2024, separated 16 November 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7497?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Porto.\n- Jonas works for Summit Energy.\n- Sofia works for Cobalt Health.\n- Nadia works for Summit Energy.\n- Mei reports to Felix.\n- Mei works for Pinnacle Software.\n- Fernhill Foods is headquartered in Porto.\n- Sanne reports to Nadia.\n- Kenji works for Pinnacle Software.\n- Priya reports to Pablo.\n- Pablo reports to Sofia.\n- Dmitri works for Fernhill Foods.\n- Jonas reports to Dmitri.\n- Cobalt Health was founded in 1994.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2013.\n- Dmitri reports to Sanne.\n- Summit Energy was founded in 1980.\n- Priya works for Cobalt Health.\n- Kenji reports to Priya.\n- Felix reports to Kenji.\n- Felix works for Fernhill Foods.\n- Pinnacle Software was founded in 2004.\n- Pablo works for Cobalt Health.\n- Nadia reports to Mei.\n- Summit Energy is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Bruno reports to Lucia.\n- Pablo works for Vantage Air.\n- Atlas Freight was founded in 1983.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Zoya.\n- Beacon Insurance was founded in 2010.\n- Yuki works for Atlas Freight.\n- Beacon Insurance is headquartered in Nagoya.\n- Priya reports to Yuki.\n- Zoya reports to Dmitri.\n- Bruno works for Vantage Air.\n- Leila works for Beacon Insurance.\n- Leila reports to Ravi.\n- Atlas Freight is headquartered in Basel.\n- Lucia reports to Aisha.\n- Lattice Analytics was founded in 1975.\n- Ravi reports to Bruno.\n- Dmitri reports to Leila.\n- Vantage Air is headquartered in Nagoya.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1984.\n- Lucia works for Atlas Freight.\n- Lattice Analytics is headquartered in Tampere.\n- Aisha works for Atlas Freight.\n- Yuki reports to Pablo.\n- Ravi works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Priya.\n- Pablo reports to Emeka.\n- Zoya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35531", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Cobalt Health is headquartered in Adelaide.\n- Northwind Systems is headquartered in Leeds.\n- Beacon Insurance is headquartered in Tampere.\n- Pablo reports to Sanne.\n- Vantage Air is headquartered in Leeds.\n- Omar reports to Ravi.\n- Bruno works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Viktor works for Northwind Systems.\n- Sanne reports to Omar.\n- Hana reports to Pablo.\n- Sanne works for Beacon Insurance.\n- Sofia works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Northwind Systems was founded in 2006.\n- Pablo works for Vantage Air.\n- Beacon Insurance was founded in 1982.\n- Ravi works for Cobalt Health.\n- Vantage Air was founded in 2005.\n- Priya reports to Chiara.\n- Chiara reports to Bruno.\n- Bruno reports to Hana.\n- Ravi reports to Viktor.\n- Sofia reports to Priya.\n- Cobalt Health was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35532", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35533", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Priya.\n- Northwind Systems was founded in 1983.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Wren works for Pinnacle Software.\n- Yuki reports to Emeka.\n- Tessa reports to Leila.\n- Callum works for Helios Logistics.\n- Leila reports to Callum.\n- Northwind Systems is headquartered in Turku.\n- Pinnacle Software is headquartered in Oslo.\n- Felix works for Ironwood Manufacturing.\n- Tobias reports to Wren.\n- Leila works for Northwind Systems.\n- Emeka works for Pinnacle Software.\n- Callum reports to Felix.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tobias works for Ironwood Manufacturing.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Tobias.\n- Felix reports to Mei.\n- Helios Logistics was founded in 1984.\n- Ironwood Manufacturing was founded in 1991.\n- Priya reports to Zoya.\n- Deshawn reports to Yuki.\n- Deshawn works for Ironwood Manufacturing.\n- Priya works for Northwind Systems.\n- Tessa works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Wren reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35534", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Aisha.\n- Fernhill Foods is headquartered in Malmo.\n- Sofia works for Cedar Retail Group.\n- Summit Energy is headquartered in Malmo.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.\n- Aisha reports to Sofia.\n- Summit Energy was founded in 1978.\n- Aisha works for Summit Energy.\n- Anders reports to Kenji.\n- Anders works for Beacon Insurance.\n- Nadia works for Summit Energy.\n- Tobias works for Summit Energy.\n- Nadia reports to Tobias.\n- Tessa works for Cedar Retail Group.\n- Kenji works for Summit Energy.\n- Cedar Retail Group is headquartered in Oslo.\n- Tobias reports to Tessa.\n- Beacon Insurance was founded in 1987.\n- Sofia reports to Anders.\n- Mei reports to Nadia.\n- Beacon Insurance is headquartered in Basel.\n- Fernhill Foods was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Leila.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Leila reports to Kenji.\n- Anders works for Vantage Air.\n- Bluepine Aviation is headquartered in Dunedin.\n- Leila works for Lattice Analytics.\n- Viktor reports to Felix.\n- Priya works for Vantage Air.\n- Mei reports to Lucia.\n- Vantage Air was founded in 1999.\n- Lattice Analytics was founded in 1977.\n- Kenji reports to Hana.\n- Lucia works for Vantage Air.\n- Felix works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Vantage Air is headquartered in Ghent.\n- Viktor works for Lattice Analytics.\n- Atlas Freight was founded in 2000.\n- Hana works for Vantage Air.\n- Nadia reports to Anders.\n- Priya reports to Viktor.\n- Lucia reports to Nadia.\n- Bluepine Aviation was founded in 1979.\n- Anders reports to Priya.\n- Kenji works for Vantage Air.\n- Lattice Analytics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1995", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Bruno works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Mara reports to Chiara.\n- Felix works for Crescent Telecom.\n- Amara reports to Nadia.\n- Nadia reports to Leila.\n- Priya reports to Omar.\n- Mei works for Summit Energy.\n- Omar reports to Felix.\n- Deshawn reports to Mara.\n- Mara works for Bluepine Aviation.\n- Leila works for Fernhill Foods.\n- Crescent Telecom was founded in 1985.\n- Summit Energy was founded in 2008.\n- Chiara reports to Mei.\n- Priya works for Bluepine Aviation.\n- Elena reports to Amara.\n- Chiara works for Crescent Telecom.\n- Bruno reports to Deshawn.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Bluepine Aviation was founded in 1982.\n- Fernhill Foods is headquartered in Oslo.\n- Leila reports to Bruno.\n- Elena works for Crescent Telecom.\n- Omar works for Bluepine Aviation.\n- Nadia works for Summit Energy.\n- Amara works for Summit Energy.\n- Felix reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Lyon", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35537", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3324: employee Tessa S., hired 04 December 2024, separated 07 July 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-3324?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35538", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "reroute", "2": "report_delay", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Sanne reports to Jonas.\n- Dmitri works for Beacon Insurance.\n- Nadia reports to Mei.\n- Jonas reports to Bruno.\n- Sofia works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Leila reports to Sofia.\n- Beacon Insurance is headquartered in Basel.\n- Ingrid works for Lattice Analytics.\n- Bruno works for Pinnacle Software.\n- Dmitri reports to Aisha.\n- Leila works for Lattice Analytics.\n- Hana reports to Ingrid.\n- Sofia reports to Dmitri.\n- Mei works for Beacon Insurance.\n- Pinnacle Software was founded in 2005.\n- Lattice Analytics is headquartered in Turku.\n- Emeka reports to Hana.\n- Pinnacle Software is headquartered in Ghent.\n- Beacon Insurance was founded in 1996.\n- Crescent Telecom was founded in 2005.\n- Crescent Telecom is headquartered in Turku.\n- Jonas works for Lattice Analytics.\n- Emeka works for Pinnacle Software.\n- Aisha reports to Sanne.\n- Mei reports to Leila.\n- Ingrid reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35540", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Deshawn reports to Anders.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Emeka works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1978.\n- Amara works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Lattice Analytics was founded in 1983.\n- Amara reports to Deshawn.\n- Anders works for Helios Logistics.\n- Callum reports to Sofia.\n- Felix works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1997.\n- Helios Logistics is headquartered in Leeds.\n- Sofia reports to Emeka.\n- Wren reports to Felix.\n- Emeka reports to Wren.\n- Sofia works for Helios Logistics.\n- Deshawn works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Bluepine Aviation was founded in 2000.\n- Lattice Analytics is headquartered in Malmo.\n- Felix reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35541", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35542", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Bruno.\n- Stefan reports to Mara.\n- Cobalt Health is headquartered in Basel.\n- Sanne reports to Anders.\n- Anders reports to Jonas.\n- Kenji works for Bluepine Aviation.\n- Pinnacle Software was founded in 1975.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Bergen.\n- Summit Energy was founded in 2009.\n- Bluepine Aviation is headquartered in Bergen.\n- Bruno works for Pinnacle Software.\n- Cobalt Health was founded in 1986.\n- Stefan works for Cobalt Health.\n- Pinnacle Software is headquartered in Bergen.\n- Jonas works for Pinnacle Software.\n- Bluepine Aviation was founded in 1998.\n- Bruno reports to Leila.\n- Leila works for Cobalt Health.\n- Anders works for Pinnacle Software.\n- Kenji reports to Sanne.\n- Leila reports to Stefan.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Ghent", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35544", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35545", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Pinnacle Software.\n- Sanne reports to Amara.\n- Leila works for Vantage Air.\n- Nadia works for Pinnacle Software.\n- Dmitri reports to Nadia.\n- Vantage Air was founded in 1983.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pablo works for Pinnacle Software.\n- Tessa works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Pinnacle Software was founded in 2011.\n- Cedar Retail Group was founded in 1997.\n- Leila reports to Dmitri.\n- Sofia works for Fernhill Foods.\n- Anders reports to Sanne.\n- Amara reports to Tobias.\n- Pablo reports to Tessa.\n- Nadia reports to Anders.\n- Lucia works for Cedar Retail Group.\n- Sofia reports to Leila.\n- Amara works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Vantage Air is headquartered in Cork.\n- Dmitri works for Pinnacle Software.\n- Tobias reports to Lucia.\n- Fernhill Foods is headquartered in Lyon.\n- Tessa reports to Sofia.\n- Tobias works for Pinnacle Software.\n- Fernhill Foods was founded in 2008.\n- Pinnacle Software is headquartered in Cork.\n- Wren reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Halifax", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35547", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 6, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-4556: employee Stefan T., hired 27 December 2023, separated 31 January 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-4556?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-4556 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35548", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9956: employee Deshawn A., hired 25 January 2021, separated 25 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9956?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Zoya works for Helios Logistics.\n- Ravi works for Pinnacle Software.\n- Nadia works for Fernhill Foods.\n- Helios Logistics is headquartered in Austin.\n- Wren works for Lattice Analytics.\n- Ravi reports to Hana.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 1976.\n- Anders reports to Amara.\n- Dmitri works for Fernhill Foods.\n- Amara reports to Dmitri.\n- Zoya reports to Nadia.\n- Fernhill Foods is headquartered in Leeds.\n- Helios Logistics was founded in 2013.\n- Dmitri reports to Ravi.\n- Fernhill Foods was founded in 2005.\n- Hana works for Fernhill Foods.\n- Pinnacle Software was founded in 2012.\n- Wren reports to Anders.\n- Nadia reports to Wren.\n- Lattice Analytics is headquartered in Turku.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Lattice Analytics", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35550", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 02 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3660: employee Viktor A., hired 26 June 2022, separated 23 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-3660?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35551", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 4, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8045: employee Pablo S., hired 27 June 2023, separated 05 March 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-8045 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$2,975", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8045 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1984.\n- Mara reports to Kenji.\n- Pinnacle Software was founded in 1977.\n- Dmitri works for Pinnacle Software.\n- Ingrid reports to Mateo.\n- Ravi works for Pinnacle Software.\n- Mateo reports to Ravi.\n- Ravi reports to Felix.\n- Wren reports to Ingrid.\n- Tessa works for Crescent Telecom.\n- Mateo works for Pinnacle Software.\n- Felix reports to Dmitri.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji works for Atlas Freight.\n- Crescent Telecom is headquartered in Dunedin.\n- Emeka works for Pinnacle Software.\n- Zoya reports to Emeka.\n- Summit Energy was founded in 1987.\n- Summit Energy is headquartered in Porto.\n- Tessa reports to Zoya.\n- Dmitri reports to Mara.\n- Ingrid works for Atlas Freight.\n- Zoya works for Summit Energy.\n- Kenji reports to Tessa.\n- Felix works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 2003.\n- Emeka reports to Leila.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35553", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-6 (VERSION 6, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5631: employee Stefan B., hired 07 November 2023, separated 10 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-5631 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$1,875", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5631 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35554", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35555", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9501: employee Deshawn S., hired 10 August 2022, separated 07 September 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9501?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35556", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9001: employee Mei M., hired 22 June 2023, separated 15 April 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-4-2025-9001 under the controlling rules.", "criteria": {"0": "$1,000", "1": "$8,667", "2": "$1,800", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9001 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35557", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "play_music", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35558", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 04 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 04 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5183: employee Priya K., hired 16 December 2023, separated 08 January 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-9-2026-5183 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$5,250", "2": "$5,200", "3": "$22,533"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35559", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35560", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35561", "family": "intent_hardneg", "state": "Incoming support message:\n\"20402 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35562", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Vantage Air.\n- Pablo works for Vantage Air.\n- Atlas Freight is headquartered in Valencia.\n- Lucia works for Summit Energy.\n- Priya works for Beacon Insurance.\n- Wren reports to Priya.\n- Priya reports to Pablo.\n- Stefan works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Stefan.\n- Atlas Freight was founded in 2012.\n- Nadia reports to Ravi.\n- Summit Energy was founded in 1990.\n- Beacon Insurance was founded in 1994.\n- Stefan reports to Lucia.\n- Hana works for Atlas Freight.\n- Beacon Insurance is headquartered in Valencia.\n- Vantage Air was founded in 2003.\n- Summit Energy is headquartered in Porto.\n- Vantage Air is headquartered in Turku.\n- Wren works for Atlas Freight.\n- Lucia reports to Hana.\n- Pablo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Valencia", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35564", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cobalt Health.\n- Beacon Insurance is headquartered in Tallinn.\n- Viktor reports to Leila.\n- Emeka reports to Anders.\n- Viktor works for Helios Logistics.\n- Sanne works for Meridian Bank.\n- Sofia works for Helios Logistics.\n- Emeka works for Beacon Insurance.\n- Cobalt Health is headquartered in Tallinn.\n- Felix works for Helios Logistics.\n- Felix reports to Priya.\n- Helios Logistics was founded in 1982.\n- Priya reports to Emeka.\n- Kenji reports to Wren.\n- Mateo works for Beacon Insurance.\n- Anders reports to Sofia.\n- Wren reports to Mateo.\n- Helios Logistics is headquartered in Malmo.\n- Sofia reports to Kenji.\n- Kenji works for Meridian Bank.\n- Cobalt Health was founded in 1991.\n- Meridian Bank was founded in 2009.\n- Meridian Bank is headquartered in Malmo.\n- Beacon Insurance was founded in 2002.\n- Amara reports to Sanne.\n- Priya works for Helios Logistics.\n- Anders works for Beacon Insurance.\n- Amara works for Meridian Bank.\n- Leila reports to Amara.\n- Sanne reports to Felix.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Deshawn.\n- Deshawn works for Helios Logistics.\n- Leila reports to Yuki.\n- Leila works for Crescent Telecom.\n- Helios Logistics is headquartered in Turku.\n- Lucia reports to Leila.\n- Anders works for Crescent Telecom.\n- Emeka works for Lattice Analytics.\n- Anders reports to Lucia.\n- Lattice Analytics is headquartered in Oslo.\n- Chiara works for Lattice Analytics.\n- Emeka reports to Chiara.\n- Crescent Telecom is headquartered in Cork.\n- Yuki works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2005.\n- Crescent Telecom was founded in 2003.\n- Sofia reports to Emeka.\n- Priya reports to Mara.\n- Helios Logistics was founded in 1993.\n- Yuki reports to Priya.\n- Sofia works for Crescent Telecom.\n- Stefan works for Ironwood Manufacturing.\n- Priya works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lattice Analytics was founded in 1999.\n- Deshawn reports to Zoya.\n- Mara reports to Stefan.\n- Mara works for Ironwood Manufacturing.\n- Lucia works for Lattice Analytics.\n- Zoya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35566", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35567", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 12 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 February 2023): For employees hired on or after 17 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-2435: employee Wren A., hired 13 September 2021, separated 10 March 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-2435?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-2435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35568", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35569", "family": "intent_v3", "state": "Incoming support message:\n\"FW: I moved — update delivery for 60775\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Change Address — wants the delivery address updated", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tessa.\n- Yuki works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Pinnacle Software was founded in 2001.\n- Northwind Systems is headquartered in Basel.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Anders reports to Deshawn.\n- Aisha works for Pinnacle Software.\n- Lattice Analytics was founded in 2003.\n- Amara works for Lattice Analytics.\n- Yuki reports to Amara.\n- Kenji works for Lattice Analytics.\n- Crescent Telecom was founded in 2015.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Anders.\n- Crescent Telecom is headquartered in Turku.\n- Northwind Systems was founded in 1975.\n- Deshawn works for Northwind Systems.\n- Lattice Analytics is headquartered in Nagoya.\n- Deshawn reports to Kenji.\n- Kenji reports to Yuki.\n- Tessa reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Fernhill Foods.\n- Chiara works for Crescent Telecom.\n- Emeka works for Cedar Retail Group.\n- Mara reports to Pablo.\n- Fernhill Foods was founded in 1988.\n- Crescent Telecom is headquartered in Turku.\n- Fernhill Foods is headquartered in Turku.\n- Chiara reports to Mara.\n- Wren reports to Chiara.\n- Ravi reports to Emeka.\n- Emeka reports to Lucia.\n- Crescent Telecom was founded in 1996.\n- Deshawn works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Brno.\n- Felix reports to Amara.\n- Pablo works for Pinnacle Software.\n- Lucia reports to Wren.\n- Ingrid works for Pinnacle Software.\n- Cedar Retail Group was founded in 1977.\n- Anders reports to Deshawn.\n- Amara reports to Ravi.\n- Mara works for Fernhill Foods.\n- Ingrid reports to Felix.\n- Pinnacle Software was founded in 1979.\n- Lucia works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Deshawn reports to Ingrid.\n- Anders works for Fernhill Foods.\n- Wren works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35572", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 May 2025): For employees hired on or after 10 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2401: employee Sanne A., hired 09 December 2023, separated 27 December 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2401?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35573", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 87427 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35574", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Austin.\n- Kenji works for Ironwood Manufacturing.\n- Priya reports to Mei.\n- Jonas reports to Kenji.\n- Nadia reports to Stefan.\n- Ironwood Manufacturing was founded in 2003.\n- Meridian Bank was founded in 2000.\n- Felix works for Meridian Bank.\n- Stefan works for Ironwood Manufacturing.\n- Yuki works for Meridian Bank.\n- Mateo reports to Felix.\n- Meridian Bank is headquartered in Bergen.\n- Felix reports to Yuki.\n- Northwind Systems was founded in 1998.\n- Mei reports to Amara.\n- Stefan reports to Sanne.\n- Omar reports to Priya.\n- Crescent Telecom is headquartered in Turku.\n- Sanne reports to Mateo.\n- Kenji reports to Nadia.\n- Northwind Systems is headquartered in Bergen.\n- Omar works for Meridian Bank.\n- Mateo works for Ironwood Manufacturing.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Amara works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Amara reports to Jonas.\n- Priya works for Ironwood Manufacturing.\n- Jonas works for Meridian Bank.\n- Nadia works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35575", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 13 September 2023): For employees hired on or after 13 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5713: employee Jonas R., hired 09 March 2020, separated 20 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5713?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Callum.\n- Helios Logistics was founded in 2004.\n- Aisha reports to Yuki.\n- Callum works for Bluepine Aviation.\n- Yuki works for Helios Logistics.\n- Viktor works for Cobalt Health.\n- Jonas reports to Aisha.\n- Jonas works for Cobalt Health.\n- Crescent Telecom was founded in 1977.\n- Helios Logistics is headquartered in Dunedin.\n- Callum reports to Mei.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Ravi.\n- Bluepine Aviation was founded in 1979.\n- Yuki reports to Viktor.\n- Cobalt Health was founded in 2006.\n- Bluepine Aviation is headquartered in Porto.\n- Cobalt Health is headquartered in Cork.\n- Sanne works for Crescent Telecom.\n- Sanne reports to Jonas.\n- Aisha works for Helios Logistics.\n- Crescent Telecom is headquartered in Porto.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Porto", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35577", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35578", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-9195: employee Bruno A., hired 13 November 2021, separated 23 April 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-9195?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-9195 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35579", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to restart a service", "3": "asks to revert a deploy", "4": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35580", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35582", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-9 (VERSION 7, EFFECTIVE 12 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 December 2024): For employees hired on or after 29 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 12 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7095: employee Yuki A., hired 11 December 2021, separated 04 January 2026 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2026-7095 under the controlling rules.", "criteria": {"0": "$13,200", "1": "$52,867", "2": "$12,200", "3": "$12,300"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Wren.\n- Lattice Analytics is headquartered in Ghent.\n- Pinnacle Software is headquartered in Leeds.\n- Pablo works for Summit Energy.\n- Ingrid works for Lattice Analytics.\n- Hana reports to Emeka.\n- Stefan reports to Elena.\n- Tessa reports to Pablo.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 2011.\n- Callum works for Summit Energy.\n- Wren reports to Hana.\n- Wren works for Bluepine Aviation.\n- Hana works for Lattice Analytics.\n- Pinnacle Software was founded in 2011.\n- Ingrid reports to Viktor.\n- Emeka works for Lattice Analytics.\n- Bluepine Aviation was founded in 1982.\n- Lattice Analytics was founded in 2004.\n- Elena works for Bluepine Aviation.\n- Tessa works for Pinnacle Software.\n- Elena reports to Callum.\n- Stefan works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Ghent.\n- Emeka reports to Tessa.\n- Viktor reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Pinnacle Software", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35584", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35585", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 December 2025): For employees hired on or after 15 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-3168: employee Leila A., hired 28 December 2024, separated 27 February 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-3168 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$17,333", "2": "$3,600", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-3168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35586", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35587", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1992.\n- Emeka works for Cobalt Health.\n- Bruno works for Fernhill Foods.\n- Amara reports to Callum.\n- Leila reports to Lucia.\n- Wren works for Helios Logistics.\n- Wren reports to Bruno.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne reports to Emeka.\n- Cobalt Health was founded in 1979.\n- Bruno reports to Chiara.\n- Leila works for Helios Logistics.\n- Chiara reports to Leila.\n- Callum works for Cobalt Health.\n- Fernhill Foods was founded in 2006.\n- Elena works for Fernhill Foods.\n- Beacon Insurance was founded in 2010.\n- Fernhill Foods is headquartered in Tampere.\n- Cobalt Health is headquartered in Tampere.\n- Helios Logistics is headquartered in Tampere.\n- Sanne works for Cobalt Health.\n- Chiara works for Fernhill Foods.\n- Callum reports to Sanne.\n- Amara works for Cobalt Health.\n- Emeka reports to Wren.\n- Elena reports to Amara.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1982", "3": "1977"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35588", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35589", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6032: employee Deshawn S., hired 11 November 2022, separated 17 December 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6032?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6032 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35590", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35591", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Chiara.\n- Pinnacle Software was founded in 2009.\n- Northwind Systems was founded in 1995.\n- Fernhill Foods is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Mara reports to Mei.\n- Ravi reports to Pablo.\n- Viktor reports to Mara.\n- Chiara reports to Nadia.\n- Anders reports to Ravi.\n- Nadia works for Summit Energy.\n- Anders works for Northwind Systems.\n- Pinnacle Software is headquartered in Bergen.\n- Mara works for Northwind Systems.\n- Viktor works for Summit Energy.\n- Mei reports to Anders.\n- Mei works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Chiara works for Fernhill Foods.\n- Summit Energy was founded in 2001.\n- Ravi works for Fernhill Foods.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35593", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35594", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "removes access for a leaver", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35595", "family": "intent_v3", "state": "Incoming support message:\n\"Re: I moved — update delivery for 62714\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35596", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1987.\n- Mateo works for Northwind Systems.\n- Sofia works for Helios Logistics.\n- Summit Energy was founded in 1995.\n- Helios Logistics was founded in 1981.\n- Nadia works for Bluepine Aviation.\n- Ravi reports to Sofia.\n- Mateo reports to Leila.\n- Viktor works for Northwind Systems.\n- Bruno works for Helios Logistics.\n- Summit Energy is headquartered in Nagoya.\n- Wren reports to Viktor.\n- Leila works for Bluepine Aviation.\n- Helios Logistics is headquartered in Tallinn.\n- Nadia reports to Bruno.\n- Lucia works for Helios Logistics.\n- Bluepine Aviation was founded in 2005.\n- Leila reports to Wren.\n- Lucia reports to Felix.\n- Felix works for Helios Logistics.\n- Sofia reports to Lucia.\n- Wren works for Summit Energy.\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Nadia.\n- Bruno reports to Ravi.\n- Bluepine Aviation is headquartered in Basel.\n- Northwind Systems is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1990", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35598", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 August 2023): For employees hired on or after 25 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8446: employee Ravi S., hired 19 November 2021, separated 04 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8446?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8446 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35599", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 26 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 26 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4067: employee Ravi M., hired 11 February 2022, separated 16 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4067?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35600", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35601", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Fernhill Foods.\n- Tessa works for Northwind Systems.\n- Chiara works for Cobalt Health.\n- Stefan reports to Ravi.\n- Northwind Systems was founded in 1983.\n- Dmitri works for Northwind Systems.\n- Leila reports to Tessa.\n- Dmitri reports to Leila.\n- Cobalt Health was founded in 1994.\n- Northwind Systems is headquartered in Halifax.\n- Stefan works for Crescent Telecom.\n- Fernhill Foods is headquartered in Halifax.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji reports to Chiara.\n- Elena reports to Kenji.\n- Ravi works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Ravi reports to Dmitri.\n- Crescent Telecom was founded in 1981.\n- Fernhill Foods was founded in 1981.\n- Tessa reports to Elena.\n- Cobalt Health is headquartered in Halifax.\n- Elena works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Cedar Retail Group.\n- Hana works for Crescent Telecom.\n- Helios Logistics is headquartered in Porto.\n- Emeka reports to Sanne.\n- Mei reports to Callum.\n- Amara reports to Leila.\n- Tobias works for Pinnacle Software.\n- Zoya works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Zoya reports to Bruno.\n- Mateo works for Pinnacle Software.\n- Cedar Retail Group was founded in 1982.\n- Bruno works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Leeds.\n- Ravi works for Cedar Retail Group.\n- Pinnacle Software was founded in 2015.\n- Bruno reports to Mateo.\n- Helios Logistics was founded in 1995.\n- Mei works for Pinnacle Software.\n- Ravi reports to Zoya.\n- Hana reports to Tobias.\n- Callum works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Austin.\n- Callum reports to Ravi.\n- Crescent Telecom was founded in 2013.\n- Leila works for Helios Logistics.\n- Leila reports to Hana.\n- Tobias reports to Mei.\n- Amara works for Pinnacle Software.\n- Sanne reports to Amara.\n- Pinnacle Software is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35604", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Pablo.\n- Bluepine Aviation was founded in 2004.\n- Callum reports to Tobias.\n- Leila reports to Wren.\n- Fernhill Foods is headquartered in Bergen.\n- Yuki works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Callum works for Helios Logistics.\n- Wren reports to Callum.\n- Pablo works for Bluepine Aviation.\n- Yuki reports to Sofia.\n- Bruno works for Bluepine Aviation.\n- Stefan works for Fernhill Foods.\n- Helios Logistics was founded in 1991.\n- Pablo reports to Stefan.\n- Priya reports to Mateo.\n- Sofia reports to Priya.\n- Tobias works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Bergen.\n- Helios Logistics is headquartered in Basel.\n- Leila works for Fernhill Foods.\n- Wren works for Bluepine Aviation.\n- Stefan reports to Yuki.\n- Beacon Insurance is headquartered in Bergen.\n- Fernhill Foods was founded in 1997.\n- Beacon Insurance was founded in 2001.\n- Viktor reports to Bruno.\n- Sofia works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Priya works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35606", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5311: employee Omar S., hired 28 November 2022, separated 04 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-9-2026-5311 under the controlling rules.", "criteria": {"0": "$4,154", "1": "$40,000", "2": "$8,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35607", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 4, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 30 August 2024): For employees hired on or after 30 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2275: employee Callum B., hired 02 September 2023, separated 05 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2275?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35608", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Sanne.\n- Bruno reports to Callum.\n- Amara reports to Anders.\n- Bruno works for Cedar Retail Group.\n- Northwind Systems is headquartered in Dunedin.\n- Anders works for Bluepine Aviation.\n- Pinnacle Software was founded in 2014.\n- Northwind Systems was founded in 2007.\n- Emeka reports to Bruno.\n- Callum works for Bluepine Aviation.\n- Sanne reports to Emeka.\n- Amara works for Cedar Retail Group.\n- Callum reports to Tobias.\n- Cedar Retail Group was founded in 1991.\n- Sanne works for Bluepine Aviation.\n- Lucia works for Northwind Systems.\n- Bluepine Aviation is headquartered in Dunedin.\n- Anders reports to Lucia.\n- Pinnacle Software is headquartered in Austin.\n- Bluepine Aviation was founded in 2007.\n- Emeka works for Northwind Systems.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tobias works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35609", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-6 (VERSION 2, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-6846: employee Tobias R., hired 02 November 2021, separated 09 December 2026 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-6846 under the controlling rules.", "criteria": {"0": "$33,101", "1": "$144,000", "2": "$33,231", "3": "$32,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-6846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35610", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35611", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35612", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Adelaide.\n- Tessa works for Helios Logistics.\n- Jonas works for Lattice Analytics.\n- Northwind Systems is headquartered in Tampere.\n- Aisha reports to Elena.\n- Amara reports to Nadia.\n- Ravi reports to Mara.\n- Jonas reports to Aisha.\n- Beacon Insurance was founded in 1994.\n- Amara works for Beacon Insurance.\n- Northwind Systems was founded in 1976.\n- Lucia reports to Tessa.\n- Sanne works for Northwind Systems.\n- Tessa reports to Ravi.\n- Ravi works for Northwind Systems.\n- Aisha works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Lattice Analytics was founded in 2009.\n- Elena reports to Amara.\n- Sanne reports to Jonas.\n- Elena works for Beacon Insurance.\n- Mara reports to Sanne.\n- Lattice Analytics is headquartered in Bergen.\n- Mara works for Beacon Insurance.\n- Lucia works for Northwind Systems.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35613", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 11 August 2025): For employees hired on or after 11 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7859: employee Deshawn K., hired 29 May 2025, separated 18 December 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-7859?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35614", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Deshawn.\n- Bruno reports to Tobias.\n- Mei works for Lattice Analytics.\n- Priya reports to Tessa.\n- Dmitri works for Cobalt Health.\n- Cedar Retail Group was founded in 2003.\n- Tessa reports to Ravi.\n- Lattice Analytics is headquartered in Cork.\n- Cobalt Health was founded in 1982.\n- Ironwood Manufacturing was founded in 2009.\n- Anders works for Cedar Retail Group.\n- Dmitri reports to Anders.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Priya.\n- Deshawn works for Ironwood Manufacturing.\n- Omar works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tallinn.\n- Ravi reports to Omar.\n- Nadia reports to Dmitri.\n- Nadia works for Cobalt Health.\n- Priya works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2012.\n- Ironwood Manufacturing is headquartered in Brno.\n- Deshawn reports to Bruno.\n- Mei reports to Sanne.\n- Cedar Retail Group is headquartered in Brno.\n- Tobias works for Cobalt Health.\n- Anders reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35616", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Hana works for Summit Energy.\n- Fernhill Foods was founded in 2013.\n- Mateo works for Fernhill Foods.\n- Hana reports to Ingrid.\n- Cedar Retail Group is headquartered in Cork.\n- Amara works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Stefan reports to Callum.\n- Tobias works for Fernhill Foods.\n- Summit Energy was founded in 1980.\n- Ingrid reports to Dmitri.\n- Summit Energy is headquartered in Porto.\n- Callum works for Summit Energy.\n- Callum reports to Hana.\n- Dmitri reports to Amara.\n- Mateo reports to Tobias.\n- Dmitri works for Summit Energy.\n- Fernhill Foods is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Cedar Retail Group was founded in 2012.\n- Beacon Insurance was founded in 1979.\n- Amara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1983", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35617", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Dmitri.\n- Pablo reports to Ravi.\n- Dmitri works for Ironwood Manufacturing.\n- Yuki works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Emeka works for Crescent Telecom.\n- Ravi reports to Sanne.\n- Summit Energy is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1997.\n- Jonas works for Ironwood Manufacturing.\n- Sanne reports to Elena.\n- Chiara works for Summit Energy.\n- Elena works for Fernhill Foods.\n- Summit Energy was founded in 1989.\n- Jonas reports to Chiara.\n- Ravi works for Summit Energy.\n- Pablo works for Ironwood Manufacturing.\n- Anders works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Fernhill Foods is headquartered in Basel.\n- Sanne works for Crescent Telecom.\n- Emeka reports to Pablo.\n- Crescent Telecom is headquartered in Tallinn.\n- Nadia reports to Emeka.\n- Crescent Telecom was founded in 2011.\n- Yuki reports to Nadia.\n- Elena reports to Anders.\n- Dmitri reports to Tobias.\n- Fernhill Foods was founded in 1978.\n- Chiara reports to Yuki.\n- Nadia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1992", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35619", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 September 2024): For employees hired on or after 19 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3135: employee Leila R., hired 24 August 2023, separated 21 December 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-3135 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$3,900", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3135 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cobalt Health.\n- Chiara works for Lattice Analytics.\n- Tobias reports to Ravi.\n- Hana reports to Omar.\n- Deshawn works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Sanne works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1988.\n- Viktor works for Fernhill Foods.\n- Omar works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Chiara reports to Tessa.\n- Sanne reports to Viktor.\n- Tessa reports to Sanne.\n- Fernhill Foods was founded in 1998.\n- Omar reports to Deshawn.\n- Cobalt Health was founded in 2012.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Fernhill Foods is headquartered in Leeds.\n- Ravi reports to Priya.\n- Hana works for Cobalt Health.\n- Priya works for Ironwood Manufacturing.\n- Tessa works for Fernhill Foods.\n- Tobias works for Ironwood Manufacturing.\n- Emeka reports to Callum.\n- Viktor reports to Tobias.\n- Callum reports to Chiara.\n- Lattice Analytics was founded in 2012.\n- Emeka works for Lattice Analytics.\n- Deshawn reports to Emeka.\n- Cobalt Health is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35621", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35622", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35623", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Deprovision — removes access for a leaver", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35624", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Bluepine Aviation.\n- Leila works for Beacon Insurance.\n- Dmitri reports to Ingrid.\n- Leila reports to Mateo.\n- Northwind Systems was founded in 1995.\n- Mateo works for Cedar Retail Group.\n- Zoya works for Bluepine Aviation.\n- Dmitri works for Cedar Retail Group.\n- Beacon Insurance was founded in 1975.\n- Nadia works for Beacon Insurance.\n- Bluepine Aviation was founded in 2014.\n- Jonas reports to Wren.\n- Wren works for Cedar Retail Group.\n- Deshawn works for Bluepine Aviation.\n- Zoya reports to Mara.\n- Cedar Retail Group is headquartered in Brno.\n- Bluepine Aviation is headquartered in Austin.\n- Mara reports to Dmitri.\n- Ingrid reports to Leila.\n- Jonas works for Northwind Systems.\n- Wren reports to Deshawn.\n- Ingrid works for Beacon Insurance.\n- Nadia reports to Jonas.\n- Deshawn reports to Zoya.\n- Northwind Systems is headquartered in Austin.\n- Cedar Retail Group was founded in 1986.\n- Beacon Insurance is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1975", "3": "1970"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35625", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 36732\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Hana reports to Sofia.\n- Tessa works for Beacon Insurance.\n- Helios Logistics was founded in 1987.\n- Atlas Freight was founded in 1975.\n- Mateo reports to Tessa.\n- Amara reports to Ravi.\n- Sofia reports to Jonas.\n- Helios Logistics is headquartered in Bergen.\n- Atlas Freight is headquartered in Bergen.\n- Ravi works for Helios Logistics.\n- Lattice Analytics was founded in 1988.\n- Jonas reports to Amara.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Bergen.\n- Pablo works for Beacon Insurance.\n- Tessa reports to Anders.\n- Elena reports to Pablo.\n- Anders reports to Hana.\n- Mateo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Austin.\n- Sofia works for Lattice Analytics.\n- Ravi reports to Elena.\n- Elena works for Beacon Insurance.\n- Anders works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Jonas works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35627", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35628", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Don't need the item anymore — cancel order 63270\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants a different size/color/variant", "3": "asks where an existing order is", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35629", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Pablo.\n- Elena works for Cobalt Health.\n- Nadia works for Ironwood Manufacturing.\n- Emeka reports to Nadia.\n- Sanne works for Ironwood Manufacturing.\n- Sanne reports to Chiara.\n- Ingrid reports to Aisha.\n- Pinnacle Software was founded in 1990.\n- Zoya works for Pinnacle Software.\n- Ingrid works for Cobalt Health.\n- Nadia reports to Elena.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Aisha reports to Zoya.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2007.\n- Vantage Air is headquartered in Turku.\n- Vantage Air was founded in 2011.\n- Pinnacle Software is headquartered in Turku.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Deshawn reports to Mateo.\n- Elena reports to Ravi.\n- Chiara reports to Ingrid.\n- Pablo reports to Deshawn.\n- Cobalt Health is headquartered in Halifax.\n- Ravi works for Pinnacle Software.\n- Deshawn works for Ironwood Manufacturing.\n- Chiara works for Pinnacle Software.\n- Ravi reports to Sanne.\n- Aisha works for Cobalt Health.\n- Emeka works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Ghent", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35631", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Crescent Telecom was founded in 1991.\n- Meridian Bank is headquartered in Tampere.\n- Emeka works for Crescent Telecom.\n- Deshawn reports to Mara.\n- Ravi reports to Yuki.\n- Sanne reports to Mateo.\n- Ravi works for Meridian Bank.\n- Mateo works for Fernhill Foods.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 2013.\n- Deshawn works for Fernhill Foods.\n- Pinnacle Software was founded in 2007.\n- Fernhill Foods was founded in 1982.\n- Emeka reports to Ravi.\n- Crescent Telecom is headquartered in Valencia.\n- Sanne works for Meridian Bank.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software is headquartered in Cork.\n- Mara works for Pinnacle Software.\n- Yuki reports to Sanne.\n- Mara reports to Emeka.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2016", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35632", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35633", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35634", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 01 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-1908: employee Felix A., hired 22 August 2021, separated 13 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-1908?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-1908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35636", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 89995, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Hana reports to Aisha.\n- Ravi works for Summit Energy.\n- Ravi reports to Hana.\n- Elena reports to Priya.\n- Lucia works for Northwind Systems.\n- Chiara reports to Yuki.\n- Hana works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Viktor reports to Chiara.\n- Summit Energy is headquartered in Lyon.\n- Priya reports to Bruno.\n- Ironwood Manufacturing is headquartered in Austin.\n- Beacon Insurance is headquartered in Malmo.\n- Elena works for Beacon Insurance.\n- Mateo reports to Viktor.\n- Northwind Systems was founded in 2000.\n- Chiara works for Summit Energy.\n- Northwind Systems is headquartered in Brno.\n- Summit Energy was founded in 1981.\n- Lucia reports to Elena.\n- Aisha works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Wren reports to Ravi.\n- Viktor works for Beacon Insurance.\n- Aisha reports to Mateo.\n- Beacon Insurance was founded in 1976.\n- Yuki reports to Lucia.\n- Mateo works for Summit Energy.\n- Ironwood Manufacturing was founded in 1995.\n- Wren works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35638", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Lyon.\n- Fernhill Foods was founded in 1975.\n- Omar works for Helios Logistics.\n- Priya works for Lattice Analytics.\n- Elena works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Hana reports to Priya.\n- Dmitri reports to Wren.\n- Helios Logistics was founded in 1996.\n- Lattice Analytics is headquartered in Brno.\n- Priya reports to Ravi.\n- Omar reports to Mara.\n- Fernhill Foods is headquartered in Halifax.\n- Hana works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Amara works for Helios Logistics.\n- Wren reports to Omar.\n- Ravi works for Helios Logistics.\n- Helios Logistics is headquartered in Brno.\n- Mara reports to Stefan.\n- Pinnacle Software was founded in 2003.\n- Wren works for Fernhill Foods.\n- Mara works for Helios Logistics.\n- Lattice Analytics was founded in 1980.\n- Elena reports to Hana.\n- Amara reports to Elena.\n- Stefan reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2003", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35640", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 51264, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35641", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1046: employee Dmitri A., hired 04 February 2023, separated 29 July 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1046?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35642", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9158: employee Aisha T., hired 30 June 2021, separated 20 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9158?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9158 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35643", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 August 2023): For employees hired on or after 07 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-3945: employee Deshawn T., hired 10 September 2022, separated 05 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-3945?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-3945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35644", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35645", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 7, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 March 2024): For employees hired on or after 31 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7392: employee Mateo M., hired 22 February 2022, separated 17 June 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7392?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35646", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 01 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 23 April 2023): For employees hired on or after 23 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 01 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4908: employee Pablo S., hired 11 May 2020, separated 23 May 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4908?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35647", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 March 2025): For employees hired on or after 14 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-9180: employee Felix R., hired 06 October 2024, separated 25 May 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2026-9180 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$6,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-9180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35648", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35649", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-2 (VERSION 2, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 15 December 2022): For employees hired on or after 15 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1331: employee Leila S., hired 11 August 2019, separated 03 June 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-1331?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35650", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 05 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 13 February 2024): For employees hired on or after 13 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9281: employee Amara A., hired 20 November 2020, separated 12 June 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-9281?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9281 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Ingrid works for Vantage Air.\n- Helios Logistics was founded in 1998.\n- Ingrid reports to Aisha.\n- Helios Logistics is headquartered in Adelaide.\n- Aisha reports to Tobias.\n- Tobias reports to Viktor.\n- Emeka works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Vantage Air is headquartered in Cork.\n- Northwind Systems is headquartered in Oslo.\n- Omar works for Lattice Analytics.\n- Viktor works for Helios Logistics.\n- Viktor reports to Nadia.\n- Omar reports to Emeka.\n- Callum reports to Omar.\n- Leila reports to Tessa.\n- Tessa reports to Callum.\n- Vantage Air was founded in 1988.\n- Lattice Analytics was founded in 1984.\n- Leila works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Nadia reports to Leila.\n- Tobias works for Northwind Systems.\n- Lattice Analytics is headquartered in Cork.\n- Northwind Systems was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35652", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5824: employee Priya T., hired 21 June 2023, separated 11 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-5824 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$7,000", "2": "$30,333", "3": "$6,300"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5824 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35653", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1998.\n- Chiara works for Pinnacle Software.\n- Stefan reports to Amara.\n- Beacon Insurance is headquartered in Tallinn.\n- Mei reports to Kenji.\n- Tobias works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Elena works for Beacon Insurance.\n- Yuki works for Pinnacle Software.\n- Wren works for Beacon Insurance.\n- Elena reports to Zoya.\n- Amara works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Chiara reports to Mei.\n- Pinnacle Software was founded in 2013.\n- Zoya works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1981.\n- Kenji reports to Wren.\n- Zoya reports to Chiara.\n- Tobias reports to Yuki.\n- Pinnacle Software is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Wren reports to Tobias.\n- Amara reports to Elena.\n- Crescent Telecom is headquartered in Cork.\n- Mei works for Crescent Telecom.\n- Beacon Insurance was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35655", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 25 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-3504: employee Dmitri K., hired 31 January 2023, separated 15 June 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-3504?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-3504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35656", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35657", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks to text someone", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35658", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35659", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35660", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35661", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 01 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 April 2024): For employees hired on or after 16 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 01 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2312: employee Elena K., hired 31 July 2021, separated 22 November 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-2312 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$2,900", "2": "$4,950", "3": "$21,233"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35662", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 45663, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "request_refund", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35663", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 25 December 2025): For employees hired on or after 25 December 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7322: employee Aisha K., hired 27 October 2023, separated 30 April 2027 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7322?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Cork.\n- Cedar Retail Group is headquartered in Adelaide.\n- Anders works for Fernhill Foods.\n- Elena works for Cobalt Health.\n- Kenji works for Fernhill Foods.\n- Helios Logistics is headquartered in Cork.\n- Cobalt Health was founded in 1976.\n- Stefan works for Cedar Retail Group.\n- Sofia reports to Ravi.\n- Kenji reports to Sofia.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1993.\n- Fernhill Foods was founded in 1977.\n- Elena reports to Priya.\n- Fernhill Foods is headquartered in Ghent.\n- Anders reports to Yuki.\n- Ravi reports to Felix.\n- Stefan reports to Elena.\n- Sofia works for Helios Logistics.\n- Felix reports to Dmitri.\n- Yuki reports to Stefan.\n- Dmitri works for Helios Logistics.\n- Helios Logistics was founded in 2011.\n- Priya works for Fernhill Foods.\n- Priya reports to Kenji.\n- Ravi works for Fernhill Foods.\n- Felix works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35665", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Omar.\n- Hana reports to Callum.\n- Zoya reports to Kenji.\n- Bruno reports to Ingrid.\n- Bruno works for Vantage Air.\n- Callum works for Beacon Insurance.\n- Hana works for Vantage Air.\n- Beacon Insurance was founded in 2013.\n- Ingrid reports to Hana.\n- Omar reports to Anders.\n- Vantage Air was founded in 1977.\n- Vantage Air is headquartered in Nagoya.\n- Ingrid works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Felix reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Kenji reports to Felix.\n- Chiara works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Summit Energy was founded in 2015.\n- Anders works for Summit Energy.\n- Kenji works for Vantage Air.\n- Callum reports to Zoya.\n- Summit Energy is headquartered in Tampere.\n- Felix works for Summit Energy.\n- Ironwood Manufacturing was founded in 1994.\n- Omar works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2011", "2": "2016", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35666", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to restart a service", "2": "asks to inspect logs or metrics", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35667", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1201: employee Aisha K., hired 23 February 2022, separated 04 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1201?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Felix reports to Elena.\n- Aisha reports to Amara.\n- Bluepine Aviation is headquartered in Dunedin.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics was founded in 1997.\n- Lattice Analytics is headquartered in Malmo.\n- Bluepine Aviation was founded in 1991.\n- Pablo reports to Mei.\n- Elena reports to Aisha.\n- Mei reports to Leila.\n- Mei works for Vantage Air.\n- Elena works for Northwind Systems.\n- Vantage Air is headquartered in Adelaide.\n- Viktor works for Bluepine Aviation.\n- Leila works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Vantage Air was founded in 1975.\n- Amara works for Lattice Analytics.\n- Viktor reports to Felix.\n- Northwind Systems was founded in 1997.\n- Felix works for Vantage Air.\n- Leila reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35669", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-5 (VERSION 4, EFFECTIVE 23 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-3639: employee Ravi M., hired 09 February 2024, separated 20 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-3639?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-3639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35670", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 October 2025): For employees hired on or after 09 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8077: employee Tessa M., hired 05 June 2025, separated 25 March 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8077?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35671", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35672", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35673", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4073: employee Aisha S., hired 15 November 2020, separated 23 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-4073?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4073 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35674", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35675", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35676", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-8350: employee Sanne T., hired 14 March 2022, separated 29 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-8350?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-8350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35677", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 24 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 24 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5003: employee Nadia B., hired 14 March 2022, separated 11 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5003?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35679", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Halifax.\n- Viktor reports to Ingrid.\n- Atlas Freight is headquartered in Tallinn.\n- Felix reports to Viktor.\n- Atlas Freight was founded in 2001.\n- Pinnacle Software is headquartered in Halifax.\n- Leila works for Fernhill Foods.\n- Ingrid works for Pinnacle Software.\n- Nadia works for Crescent Telecom.\n- Ingrid reports to Wren.\n- Jonas reports to Mei.\n- Mei works for Fernhill Foods.\n- Wren reports to Jonas.\n- Nadia reports to Leila.\n- Leila reports to Felix.\n- Wren works for Crescent Telecom.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2011.\n- Viktor works for Atlas Freight.\n- Crescent Telecom was founded in 1979.\n- Pinnacle Software was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35681", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 2, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4887: employee Wren S., hired 30 July 2023, separated 06 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4887?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4887 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35682", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2623: employee Mateo A., hired 20 August 2024, separated 13 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2623?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2623 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35683", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35684", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35685", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35686", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 10 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8420: employee Hana A., hired 21 June 2024, separated 02 January 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-8420 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$938", "2": "$2,000", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35687", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35688", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-6605: employee Pablo A., hired 19 September 2021, separated 18 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-6605?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-6605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35689", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35690", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 15 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 March 2023): For employees hired on or after 20 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9846: employee Hana T., hired 06 November 2022, separated 06 March 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9846?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35691", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "change_seat", "4": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35692", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Priya.\n- Cobalt Health is headquartered in Basel.\n- Sanne works for Fernhill Foods.\n- Lucia reports to Omar.\n- Crescent Telecom is headquartered in Tallinn.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom was founded in 1993.\n- Mateo works for Atlas Freight.\n- Zoya works for Crescent Telecom.\n- Fernhill Foods is headquartered in Turku.\n- Lucia works for Fernhill Foods.\n- Pablo reports to Sanne.\n- Mara reports to Zoya.\n- Atlas Freight was founded in 2015.\n- Amara reports to Mara.\n- Amara works for Cobalt Health.\n- Cobalt Health was founded in 2012.\n- Pablo works for Crescent Telecom.\n- Fernhill Foods was founded in 1975.\n- Sanne reports to Mateo.\n- Emeka works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Mateo reports to Lucia.\n- Deshawn reports to Hana.\n- Priya reports to Pablo.\n- Omar works for Crescent Telecom.\n- Mara works for Atlas Freight.\n- Hana works for Crescent Telecom.\n- Atlas Freight is headquartered in Cork.\n- Hana reports to Amara.\n- Emeka reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35694", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Schedule Pickup — arranges a pickup", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35695", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-9 (VERSION 3, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 24 May 2023): For employees hired on or after 24 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1683: employee Deshawn K., hired 04 April 2023, separated 29 September 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1683?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35696", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6647: employee Yuki S., hired 30 December 2020, separated 06 March 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6647?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6647 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Omar.\n- Tobias works for Vantage Air.\n- Leila works for Pinnacle Software.\n- Omar reports to Pablo.\n- Mateo reports to Yuki.\n- Vantage Air was founded in 1984.\n- Vantage Air is headquartered in Malmo.\n- Pinnacle Software is headquartered in Porto.\n- Pinnacle Software was founded in 2008.\n- Ravi reports to Tobias.\n- Yuki reports to Viktor.\n- Felix reports to Zoya.\n- Zoya works for Vantage Air.\n- Viktor works for Bluepine Aviation.\n- Leila reports to Ravi.\n- Pablo reports to Leila.\n- Summit Energy is headquartered in Halifax.\n- Summit Energy was founded in 2003.\n- Bluepine Aviation was founded in 2008.\n- Mateo works for Pinnacle Software.\n- Pablo works for Bluepine Aviation.\n- Felix works for Summit Energy.\n- Tobias reports to Felix.\n- Ravi works for Vantage Air.\n- Omar works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tallinn", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35698", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rotate_keys", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35699", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35700", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 69322\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "track_order", "2": "exchange_item", "3": "request_refund", "4": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35701", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35702", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35703", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 18 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1386: employee Tobias K., hired 15 September 2021, separated 10 August 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1386?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2003.\n- Atlas Freight is headquartered in Leeds.\n- Leila reports to Ravi.\n- Leila works for Atlas Freight.\n- Tobias works for Meridian Bank.\n- Sanne reports to Bruno.\n- Cobalt Health was founded in 1983.\n- Mei works for Atlas Freight.\n- Tobias reports to Leila.\n- Vantage Air was founded in 1983.\n- Ingrid reports to Tobias.\n- Ravi reports to Mei.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Ingrid works for Meridian Bank.\n- Atlas Freight was founded in 2005.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Mei reports to Amara.\n- Vantage Air is headquartered in Brno.\n- Ravi works for Atlas Freight.\n- Bruno reports to Ingrid.\n- Sanne works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Leeds", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35705", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4216: employee Ravi M., hired 13 September 2022, separated 17 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-4216 under the controlling rules.", "criteria": {"0": "$9,462", "1": "$41,000", "2": "$11,462", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35706", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 10 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 December 2023): For employees hired on or after 17 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3877: employee Leila M., hired 02 March 2021, separated 04 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-3877?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Pablo.\n- Ingrid reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Pablo reports to Mei.\n- Bruno works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Turku.\n- Cedar Retail Group was founded in 2000.\n- Dmitri reports to Stefan.\n- Northwind Systems was founded in 2009.\n- Stefan works for Helios Logistics.\n- Sanne reports to Sofia.\n- Sofia reports to Elena.\n- Helios Logistics is headquartered in Nagoya.\n- Ingrid works for Northwind Systems.\n- Elena reports to Dmitri.\n- Helios Logistics was founded in 1979.\n- Sofia works for Cedar Retail Group.\n- Sanne works for Helios Logistics.\n- Ironwood Manufacturing was founded in 2015.\n- Omar works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Pablo works for Northwind Systems.\n- Cedar Retail Group is headquartered in Turku.\n- Jonas reports to Omar.\n- Wren works for Helios Logistics.\n- Bruno reports to Ingrid.\n- Mei reports to Wren.\n- Stefan reports to Jonas.\n- Elena works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35708", "family": "intent_v3", "state": "Incoming smart home message:\n\"Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "control_lights", "2": "play_music", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35709", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 7, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4684: employee Nadia A., hired 30 October 2022, separated 05 December 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2026-4684 under the controlling rules.", "criteria": {"0": "$5,425", "1": "$7,000", "2": "$6,500", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35710", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35711", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35712", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Cedar Retail Group.\n- Ravi works for Northwind Systems.\n- Wren reports to Sanne.\n- Priya works for Summit Energy.\n- Lucia works for Crescent Telecom.\n- Northwind Systems was founded in 1992.\n- Leila works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Cork.\n- Summit Energy was founded in 1986.\n- Lucia reports to Leila.\n- Summit Energy is headquartered in Malmo.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Sanne reports to Lucia.\n- Northwind Systems is headquartered in Malmo.\n- Mateo works for Summit Energy.\n- Priya reports to Mei.\n- Deshawn works for Cedar Retail Group.\n- Mei reports to Ravi.\n- Cedar Retail Group was founded in 1982.\n- Deshawn reports to Mateo.\n- Viktor works for Northwind Systems.\n- Ravi reports to Deshawn.\n- Mateo reports to Viktor.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 2013.\n- Leila reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Cork", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35714", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35715", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 August 2025): For employees hired on or after 04 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8209: employee Viktor S., hired 22 February 2025, separated 08 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-8209?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35716", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 24 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9522: employee Lucia K., hired 26 August 2022, separated 09 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9522?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35717", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1979.\n- Felix reports to Elena.\n- Summit Energy is headquartered in Nagoya.\n- Cobalt Health is headquartered in Adelaide.\n- Ravi works for Summit Energy.\n- Viktor works for Cobalt Health.\n- Dmitri works for Helios Logistics.\n- Emeka reports to Felix.\n- Yuki reports to Dmitri.\n- Dmitri reports to Viktor.\n- Amara works for Summit Energy.\n- Mei works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Helios Logistics is headquartered in Nagoya.\n- Mateo reports to Emeka.\n- Tessa works for Cobalt Health.\n- Elena reports to Ravi.\n- Amara reports to Ingrid.\n- Northwind Systems is headquartered in Oslo.\n- Elena works for Summit Energy.\n- Mei reports to Mateo.\n- Emeka works for Summit Energy.\n- Tessa reports to Yuki.\n- Viktor reports to Amara.\n- Cobalt Health was founded in 2012.\n- Ravi reports to Tessa.\n- Helios Logistics was founded in 2012.\n- Ingrid works for Helios Logistics.\n- Mateo works for Cobalt Health.\n- Summit Energy was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35720", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 26 November 2024): For employees hired on or after 26 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-2469: employee Amara R., hired 23 December 2023, separated 23 March 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-2469?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-2469 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35721", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "reports a system outage", "2": "requests software installation", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Lucia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1989.\n- Callum works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1986.\n- Emeka works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Adelaide.\n- Mateo reports to Callum.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Hana reports to Tobias.\n- Tessa reports to Priya.\n- Tobias reports to Mateo.\n- Lucia reports to Hana.\n- Priya works for Meridian Bank.\n- Callum reports to Tessa.\n- Fernhill Foods is headquartered in Adelaide.\n- Fernhill Foods was founded in 1987.\n- Tessa works for Fernhill Foods.\n- Meridian Bank is headquartered in Cork.\n- Priya reports to Emeka.\n- Hana works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35723", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-9 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-1540: employee Deshawn S., hired 29 December 2020, separated 07 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-1540?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-1540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Anders.\n- Wren works for Beacon Insurance.\n- Cobalt Health is headquartered in Brno.\n- Lattice Analytics was founded in 2000.\n- Lattice Analytics is headquartered in Brno.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Pablo works for Ironwood Manufacturing.\n- Elena works for Cobalt Health.\n- Cobalt Health was founded in 2009.\n- Lucia reports to Elena.\n- Anders works for Cobalt Health.\n- Tobias works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Anders reports to Tobias.\n- Omar reports to Pablo.\n- Dmitri reports to Wren.\n- Jonas works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Tobias reports to Aisha.\n- Pablo reports to Lucia.\n- Dmitri works for Cobalt Health.\n- Wren reports to Jonas.\n- Jonas reports to Omar.\n- Beacon Insurance is headquartered in Lyon.\n- Beacon Insurance was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35725", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an unauthorized charge", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35726", "family": "intent_hardneg", "state": "Incoming hr message:\n\"the bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Anders works for Ironwood Manufacturing.\n- Lucia works for Summit Energy.\n- Ironwood Manufacturing was founded in 2015.\n- Callum works for Beacon Insurance.\n- Hana reports to Callum.\n- Felix works for Summit Energy.\n- Elena reports to Kenji.\n- Aisha reports to Jonas.\n- Viktor works for Summit Energy.\n- Leila reports to Felix.\n- Tessa works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Kenji works for Summit Energy.\n- Hana works for Beacon Insurance.\n- Viktor reports to Anders.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 1994.\n- Atlas Freight was founded in 2015.\n- Summit Energy is headquartered in Turku.\n- Anders reports to Lucia.\n- Jonas works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Felix reports to Tessa.\n- Summit Energy was founded in 2012.\n- Kenji reports to Hana.\n- Tessa reports to Elena.\n- Jonas reports to Leila.\n- Callum reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1989", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Ingrid reports to Lucia.\n- Lucia works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.\n- Beacon Insurance is headquartered in Tallinn.\n- Yuki works for Beacon Insurance.\n- Ingrid works for Northwind Systems.\n- Tobias reports to Hana.\n- Leila works for Northwind Systems.\n- Cobalt Health was founded in 1990.\n- Cobalt Health is headquartered in Ghent.\n- Sanne reports to Amara.\n- Pinnacle Software is headquartered in Ghent.\n- Sanne works for Northwind Systems.\n- Amara reports to Mei.\n- Pinnacle Software was founded in 2015.\n- Hana works for Pinnacle Software.\n- Hana reports to Leila.\n- Mei reports to Yuki.\n- Amara works for Cobalt Health.\n- Mei works for Pinnacle Software.\n- Northwind Systems was founded in 1995.\n- Lucia reports to Sanne.\n- Tobias works for Northwind Systems.\n- Emeka reports to Tobias.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35729", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Refund order 9900, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'exchange item' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35730", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35731", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 January 2025): For employees hired on or after 06 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7694: employee Tessa T., hired 15 May 2023, separated 15 November 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7694?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7694 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Jonas.\n- Tessa works for Lattice Analytics.\n- Chiara reports to Omar.\n- Ironwood Manufacturing was founded in 1975.\n- Atlas Freight is headquartered in Turku.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Chiara.\n- Jonas reports to Tessa.\n- Chiara works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Turku.\n- Vantage Air is headquartered in Turku.\n- Lattice Analytics is headquartered in Nagoya.\n- Ingrid works for Vantage Air.\n- Priya works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Tobias works for Atlas Freight.\n- Atlas Freight was founded in 1985.\n- Vantage Air was founded in 2015.\n- Jonas works for Lattice Analytics.\n- Omar reports to Priya.\n- Anders reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Tobias reports to Anders.\n- Anders works for Atlas Freight.\n- Ingrid reports to Tobias.\n- Lattice Analytics was founded in 2011.\n- Priya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35733", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35734", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7230: employee Tobias R., hired 27 October 2022, separated 12 March 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-7230?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Viktor works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Cedar Retail Group is headquartered in Porto.\n- Helios Logistics was founded in 2010.\n- Jonas works for Helios Logistics.\n- Vantage Air is headquartered in Halifax.\n- Meridian Bank was founded in 2001.\n- Stefan works for Helios Logistics.\n- Cedar Retail Group was founded in 1993.\n- Vantage Air was founded in 2012.\n- Anders works for Helios Logistics.\n- Mara works for Vantage Air.\n- Jonas reports to Anders.\n- Amara reports to Kenji.\n- Mateo reports to Jonas.\n- Helios Logistics is headquartered in Basel.\n- Stefan reports to Amara.\n- Meridian Bank is headquartered in Nagoya.\n- Viktor reports to Mara.\n- Kenji reports to Mateo.\n- Anders reports to Viktor.\n- Kenji works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35736", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 9867\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35737", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 15 July 2023): For employees hired on or after 15 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8256: employee Kenji R., hired 20 October 2022, separated 10 January 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8256?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35738", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 20 August 2025): For employees hired on or after 20 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1823: employee Nadia K., hired 10 November 2021, separated 01 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1823?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35739", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 6, EFFECTIVE 09 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3310: employee Omar R., hired 21 May 2023, separated 20 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3310?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3310 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35740", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-9410: employee Anders R., hired 13 March 2023, separated 16 April 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-6-2026-9410 under the controlling rules.", "criteria": {"0": "$39,433", "1": "$9,188", "2": "$9,600", "3": "$9,100"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-9410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Vantage Air.\n- Pinnacle Software was founded in 1989.\n- Chiara works for Northwind Systems.\n- Cedar Retail Group is headquartered in Tallinn.\n- Northwind Systems is headquartered in Ghent.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Chiara reports to Deshawn.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 1985.\n- Vantage Air is headquartered in Halifax.\n- Felix works for Vantage Air.\n- Ravi works for Vantage Air.\n- Stefan works for Cedar Retail Group.\n- Yuki reports to Ravi.\n- Leila reports to Ingrid.\n- Felix reports to Yuki.\n- Deshawn reports to Leila.\n- Ingrid works for Cedar Retail Group.\n- Stefan reports to Felix.\n- Northwind Systems was founded in 2002.\n- Cedar Retail Group was founded in 1986.\n- Ravi reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Mara.\n- Zoya works for Lattice Analytics.\n- Deshawn reports to Leila.\n- Aisha works for Meridian Bank.\n- Lucia reports to Zoya.\n- Lattice Analytics was founded in 2005.\n- Mei works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Dunedin.\n- Meridian Bank is headquartered in Nagoya.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Priya works for Cedar Retail Group.\n- Mei reports to Deshawn.\n- Callum reports to Kenji.\n- Mara works for Meridian Bank.\n- Leila reports to Wren.\n- Kenji works for Cedar Retail Group.\n- Aisha reports to Callum.\n- Deshawn works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1987.\n- Wren works for Meridian Bank.\n- Cedar Retail Group is headquartered in Dunedin.\n- Emeka reports to Priya.\n- Zoya reports to Aisha.\n- Wren reports to Emeka.\n- Meridian Bank was founded in 1975.\n- Callum works for Cedar Retail Group.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Emeka works for Cedar Retail Group.\n- Mara reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35743", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 28 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 June 2025): For employees hired on or after 05 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4322: employee Deshawn T., hired 29 April 2023, separated 16 April 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4322?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35744", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35745", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35746", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2071: employee Wren A., hired 12 December 2021, separated 21 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2071?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2071 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35747", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-5 (VERSION 5, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9522: employee Bruno K., hired 07 April 2023, separated 24 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9522?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35748", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35749", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5836: employee Tobias M., hired 10 May 2019, separated 07 December 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-5836 under the controlling rules.", "criteria": {"0": "$33,750", "1": "$146,250", "2": "$35,827", "3": "$32,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35750", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35751", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35752", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35753", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2004.\n- Priya works for Lattice Analytics.\n- Callum works for Summit Energy.\n- Amara works for Vantage Air.\n- Lucia works for Lattice Analytics.\n- Summit Energy was founded in 2010.\n- Elena works for Crescent Telecom.\n- Pablo reports to Mateo.\n- Lucia reports to Viktor.\n- Summit Energy is headquartered in Cork.\n- Elena reports to Priya.\n- Wren reports to Nadia.\n- Priya reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Mateo reports to Amara.\n- Nadia works for Vantage Air.\n- Amara reports to Mara.\n- Kenji reports to Wren.\n- Callum reports to Lucia.\n- Lattice Analytics is headquartered in Lyon.\n- Mateo works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Viktor works for Summit Energy.\n- Crescent Telecom was founded in 1985.\n- Vantage Air is headquartered in Cork.\n- Wren works for Lattice Analytics.\n- Mara works for Summit Energy.\n- Lattice Analytics was founded in 1985.\n- Mara reports to Callum.\n- Viktor reports to Kenji.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1983", "2": "1988", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cedar Retail Group.\n- Beacon Insurance was founded in 2011.\n- Omar works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Amara works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.\n- Cedar Retail Group was founded in 1989.\n- Cedar Retail Group is headquartered in Brno.\n- Lucia reports to Omar.\n- Kenji reports to Viktor.\n- Lucia works for Beacon Insurance.\n- Viktor reports to Amara.\n- Meridian Bank was founded in 2013.\n- Ingrid works for Crescent Telecom.\n- Viktor works for Cedar Retail Group.\n- Omar reports to Kenji.\n- Amara reports to Mateo.\n- Mateo reports to Hana.\n- Meridian Bank is headquartered in Dunedin.\n- Kenji works for Beacon Insurance.\n- Crescent Telecom was founded in 2003.\n- Hana reports to Ingrid.\n- Beacon Insurance is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35756", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "freeze_card", "3": "check_balance", "4": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35757", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7215: employee Emeka M., hired 28 March 2023, separated 11 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-7215?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35758", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ravi.\n- Emeka works for Meridian Bank.\n- Cobalt Health is headquartered in Malmo.\n- Ravi reports to Ingrid.\n- Sofia reports to Omar.\n- Emeka reports to Aisha.\n- Cobalt Health was founded in 2007.\n- Meridian Bank was founded in 2013.\n- Summit Energy was founded in 2014.\n- Aisha works for Summit Energy.\n- Omar reports to Mei.\n- Mei works for Cobalt Health.\n- Meridian Bank is headquartered in Malmo.\n- Mei reports to Pablo.\n- Summit Energy is headquartered in Brno.\n- Beacon Insurance is headquartered in Dunedin.\n- Ingrid works for Beacon Insurance.\n- Aisha reports to Sofia.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Ravi works for Summit Energy.\n- Omar works for Meridian Bank.\n- Pablo works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2016", "2": "2013", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35759", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Helios Logistics was founded in 1987.\n- Emeka works for Bluepine Aviation.\n- Ingrid reports to Zoya.\n- Emeka reports to Elena.\n- Leila works for Helios Logistics.\n- Beacon Insurance was founded in 2013.\n- Elena reports to Hana.\n- Amara works for Summit Energy.\n- Jonas works for Summit Energy.\n- Elena works for Helios Logistics.\n- Leila reports to Omar.\n- Lucia reports to Emeka.\n- Jonas reports to Amara.\n- Stefan reports to Leila.\n- Hana works for Summit Energy.\n- Bluepine Aviation was founded in 1986.\n- Summit Energy was founded in 2002.\n- Hana reports to Mara.\n- Stefan works for Beacon Insurance.\n- Amara reports to Stefan.\n- Lucia works for Bluepine Aviation.\n- Helios Logistics is headquartered in Dunedin.\n- Zoya reports to Jonas.\n- Summit Energy is headquartered in Ghent.\n- Ingrid works for Summit Energy.\n- Zoya works for Summit Energy.\n- Bluepine Aviation is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Turku.\n- Omar reports to Lucia.\n- Mara works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35760", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-1604: employee Wren B., hired 29 October 2023, separated 12 December 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-1604?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-1604 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35761", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Summit Energy is headquartered in Valencia.\n- Hana works for Crescent Telecom.\n- Zoya works for Ironwood Manufacturing.\n- Sanne reports to Mara.\n- Cobalt Health is headquartered in Oslo.\n- Kenji reports to Yuki.\n- Hana reports to Sanne.\n- Ironwood Manufacturing was founded in 1988.\n- Deshawn works for Cobalt Health.\n- Yuki works for Summit Energy.\n- Crescent Telecom is headquartered in Halifax.\n- Yuki reports to Deshawn.\n- Summit Energy was founded in 2015.\n- Mei reports to Zoya.\n- Crescent Telecom was founded in 1975.\n- Cobalt Health was founded in 2000.\n- Mei works for Ironwood Manufacturing.\n- Zoya reports to Kenji.\n- Mara works for Summit Energy.\n- Sanne works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Deshawn reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35763", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35764", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-8 (VERSION 7, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 15 September 2025): For employees hired on or after 15 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5669: employee Callum A., hired 31 January 2022, separated 16 December 2026 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-5669 under the controlling rules.", "criteria": {"0": "$15,250", "1": "$66,083", "2": "$15,750", "3": "$15,312"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Ghent.\n- Yuki reports to Mara.\n- Callum works for Cedar Retail Group.\n- Ingrid works for Meridian Bank.\n- Crescent Telecom was founded in 1998.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Meridian Bank was founded in 2014.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Sanne.\n- Bruno reports to Callum.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka reports to Anders.\n- Yuki works for Cedar Retail Group.\n- Wren reports to Tobias.\n- Tessa works for Pinnacle Software.\n- Anders reports to Ingrid.\n- Deshawn works for Cedar Retail Group.\n- Bruno works for Crescent Telecom.\n- Pinnacle Software was founded in 1981.\n- Pinnacle Software is headquartered in Ghent.\n- Sanne reports to Yuki.\n- Mara reports to Deshawn.\n- Ingrid reports to Tessa.\n- Wren works for Pinnacle Software.\n- Cedar Retail Group was founded in 1999.\n- Tessa reports to Wren.\n- Mara works for Crescent Telecom.\n- Anders works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Callum reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Leila reports to Hana.\n- Ravi reports to Lucia.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Wren works for Cobalt Health.\n- Aisha reports to Kenji.\n- Leila works for Beacon Insurance.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 1986.\n- Sanne reports to Emeka.\n- Sofia reports to Ravi.\n- Lattice Analytics is headquartered in Bergen.\n- Beacon Insurance was founded in 1992.\n- Nadia reports to Yuki.\n- Emeka works for Beacon Insurance.\n- Kenji reports to Sanne.\n- Wren reports to Sofia.\n- Nadia works for Lattice Analytics.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Nadia.\n- Hana reports to Wren.\n- Ravi works for Lattice Analytics.\n- Cobalt Health is headquartered in Lyon.\n- Beacon Insurance is headquartered in Bergen.\n- Aisha works for Cobalt Health.\n- Sofia works for Cobalt Health.\n- Lucia reports to Aisha.\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Adelaide.\n- Hana works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Tampere", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Callum.\n- Summit Energy was founded in 2002.\n- Callum works for Summit Energy.\n- Cedar Retail Group was founded in 1996.\n- Kenji works for Atlas Freight.\n- Chiara reports to Jonas.\n- Cedar Retail Group is headquartered in Nagoya.\n- Jonas reports to Ingrid.\n- Elena reports to Amara.\n- Leila reports to Chiara.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Chiara works for Summit Energy.\n- Priya works for Summit Energy.\n- Elena works for Summit Energy.\n- Nadia reports to Priya.\n- Atlas Freight was founded in 2009.\n- Ingrid works for Cedar Retail Group.\n- Priya reports to Kenji.\n- Amara works for Cedar Retail Group.\n- Ingrid reports to Elena.\n- Leila works for Cobalt Health.\n- Callum reports to Nadia.\n- Cobalt Health was founded in 2002.\n- Atlas Freight is headquartered in Basel.\n- Jonas works for Cobalt Health.\n- Summit Energy is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Basel", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35768", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-8 (VERSION 7, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2583: employee Amara T., hired 02 December 2024, separated 14 May 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2583?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2583 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mateo.\n- Bluepine Aviation is headquartered in Malmo.\n- Yuki reports to Hana.\n- Leila reports to Yuki.\n- Meridian Bank is headquartered in Malmo.\n- Viktor works for Helios Logistics.\n- Yuki works for Cobalt Health.\n- Mateo reports to Omar.\n- Helios Logistics was founded in 2010.\n- Kenji works for Bluepine Aviation.\n- Meridian Bank was founded in 1994.\n- Mateo works for Cobalt Health.\n- Omar reports to Aisha.\n- Hana works for Cobalt Health.\n- Aisha works for Bluepine Aviation.\n- Omar works for Cobalt Health.\n- Cobalt Health was founded in 1988.\n- Priya works for Meridian Bank.\n- Elena reports to Kenji.\n- Helios Logistics is headquartered in Turku.\n- Sanne works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Leila works for Helios Logistics.\n- Hana reports to Sanne.\n- Sanne reports to Priya.\n- Priya reports to Felix.\n- Cobalt Health is headquartered in Nagoya.\n- Elena works for Meridian Bank.\n- Bluepine Aviation was founded in 2006.\n- Kenji reports to Viktor.\n- Viktor reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35770", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Stefan.\n- Lattice Analytics is headquartered in Cork.\n- Viktor reports to Anders.\n- Anders works for Summit Energy.\n- Hana works for Bluepine Aviation.\n- Priya works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Aisha reports to Kenji.\n- Lucia reports to Aisha.\n- Lucia works for Cedar Retail Group.\n- Felix reports to Sanne.\n- Sanne works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Cork.\n- Mei reports to Lucia.\n- Anders reports to Pablo.\n- Stefan reports to Viktor.\n- Kenji reports to Hana.\n- Kenji works for Summit Energy.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo reports to Mei.\n- Felix works for Cedar Retail Group.\n- Lattice Analytics was founded in 1978.\n- Mei works for Bluepine Aviation.\n- Summit Energy was founded in 2002.\n- Hana reports to Priya.\n- Cedar Retail Group was founded in 2009.\n- Stefan works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Summit Energy is headquartered in Oslo.\n- Bluepine Aviation was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35772", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4929: employee Deshawn T., hired 08 July 2024, separated 27 January 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4929?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4929 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35773", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35774", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 July 2023): For employees hired on or after 12 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4266: employee Mei S., hired 25 July 2021, separated 25 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4266?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35775", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35776", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 65406, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "track_order", "1": "cancel_order", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35777", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 23 May 2025): For employees hired on or after 23 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5630: employee Sanne T., hired 16 June 2023, separated 10 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5630?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Bluepine Aviation.\n- Lucia reports to Mara.\n- Helios Logistics was founded in 2008.\n- Omar works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Bluepine Aviation was founded in 1988.\n- Pinnacle Software is headquartered in Leeds.\n- Fernhill Foods is headquartered in Leeds.\n- Mara reports to Yuki.\n- Chiara reports to Jonas.\n- Helios Logistics is headquartered in Leeds.\n- Mara works for Bluepine Aviation.\n- Jonas works for Pinnacle Software.\n- Ingrid works for Helios Logistics.\n- Yuki reports to Omar.\n- Omar reports to Viktor.\n- Pablo works for Fernhill Foods.\n- Elena reports to Chiara.\n- Yuki works for Bluepine Aviation.\n- Elena works for Bluepine Aviation.\n- Viktor reports to Ingrid.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods was founded in 1994.\n- Chiara works for Fernhill Foods.\n- Jonas reports to Pablo.\n- Pinnacle Software was founded in 1991.\n- Bluepine Aviation is headquartered in Porto.\n- Lucia works for Helios Logistics.\n- Pablo reports to Lucia.\n- Mateo reports to Elena.\n- Ingrid reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35779", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3453: employee Elena S., hired 15 January 2023, separated 09 February 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-3453 under the controlling rules.", "criteria": {"0": "$21,233", "1": "$4,900", "2": "$4,400", "3": "$4,812"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2000.\n- Tobias reports to Leila.\n- Atlas Freight is headquartered in Porto.\n- Crescent Telecom is headquartered in Nagoya.\n- Mara works for Pinnacle Software.\n- Emeka reports to Ingrid.\n- Priya works for Atlas Freight.\n- Priya reports to Sofia.\n- Pinnacle Software is headquartered in Porto.\n- Viktor works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Emeka works for Lattice Analytics.\n- Deshawn reports to Viktor.\n- Leila reports to Mara.\n- Lattice Analytics is headquartered in Nagoya.\n- Tessa reports to Nadia.\n- Ingrid reports to Tessa.\n- Tobias works for Lattice Analytics.\n- Crescent Telecom was founded in 1984.\n- Viktor reports to Tobias.\n- Nadia works for Pinnacle Software.\n- Sofia reports to Emeka.\n- Lucia works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Nadia reports to Lucia.\n- Ingrid works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Lattice Analytics was founded in 2001.\n- Pinnacle Software was founded in 1980.\n- Mara reports to Priya.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Nagoya", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35781", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 3, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 December 2022): For employees hired on or after 18 December 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4841: employee Mateo T., hired 27 July 2021, separated 01 June 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4841?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35782", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8125: employee Omar A., hired 18 December 2021, separated 07 May 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-8125?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35783", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Aisha.\n- Vantage Air was founded in 2012.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Summit Energy is headquartered in Tampere.\n- Stefan works for Vantage Air.\n- Emeka works for Vantage Air.\n- Callum works for Meridian Bank.\n- Ravi reports to Wren.\n- Mateo works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1981.\n- Zoya reports to Stefan.\n- Summit Energy was founded in 1980.\n- Emeka reports to Viktor.\n- Wren works for Summit Energy.\n- Ravi works for Summit Energy.\n- Viktor works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Zoya works for Vantage Air.\n- Chiara reports to Callum.\n- Mateo reports to Priya.\n- Wren reports to Yuki.\n- Yuki reports to Zoya.\n- Ironwood Manufacturing was founded in 1975.\n- Aisha reports to Chiara.\n- Priya reports to Ravi.\n- Aisha works for Summit Energy.\n- Vantage Air is headquartered in Tampere.\n- Callum reports to Emeka.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1975", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35785", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35786", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35787", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4363: employee Anders K., hired 18 November 2021, separated 12 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4363?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35788", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to text someone", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35789", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "set_alarm", "3": "play_music"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35790", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35791", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35792", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-9801: employee Deshawn M., hired 12 April 2023, separated 09 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-9801?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-9801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35793", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Mei works for Helios Logistics.\n- Mateo reports to Tessa.\n- Northwind Systems is headquartered in Dunedin.\n- Felix works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Tobias reports to Deshawn.\n- Helios Logistics is headquartered in Valencia.\n- Felix reports to Mei.\n- Helios Logistics was founded in 2015.\n- Leila reports to Priya.\n- Cedar Retail Group is headquartered in Dunedin.\n- Jonas works for Cedar Retail Group.\n- Priya works for Northwind Systems.\n- Viktor reports to Sanne.\n- Yuki reports to Felix.\n- Northwind Systems was founded in 2012.\n- Mei reports to Tobias.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Deshawn works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1983.\n- Leila works for Cedar Retail Group.\n- Jonas reports to Viktor.\n- Yuki works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Tessa reports to Jonas.\n- Deshawn reports to Mateo.\n- Cedar Retail Group was founded in 1986.\n- Tessa works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35795", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 04 June 2025): For employees hired on or after 04 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4563: employee Wren K., hired 03 November 2023, separated 26 September 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4563?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4563 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Emeka.\n- Ravi works for Crescent Telecom.\n- Cedar Retail Group was founded in 1984.\n- Stefan works for Crescent Telecom.\n- Yuki reports to Wren.\n- Wren works for Crescent Telecom.\n- Amara reports to Stefan.\n- Ravi reports to Hana.\n- Stefan reports to Ravi.\n- Chiara reports to Amara.\n- Yuki works for Vantage Air.\n- Tessa reports to Deshawn.\n- Cobalt Health was founded in 2008.\n- Cedar Retail Group is headquartered in Valencia.\n- Chiara works for Cedar Retail Group.\n- Mei works for Vantage Air.\n- Crescent Telecom was founded in 1991.\n- Amara works for Vantage Air.\n- Emeka works for Cobalt Health.\n- Vantage Air was founded in 1999.\n- Cobalt Health is headquartered in Valencia.\n- Deshawn reports to Lucia.\n- Vantage Air is headquartered in Valencia.\n- Hana works for Crescent Telecom.\n- Tessa works for Cobalt Health.\n- Crescent Telecom is headquartered in Ghent.\n- Lucia reports to Mei.\n- Deshawn works for Vantage Air.\n- Hana reports to Tessa.\n- Mei reports to Yuki.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35797", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35798", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-7 (VERSION 6, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4140: employee Viktor A., hired 05 December 2022, separated 15 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4140?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4140 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1987.\n- Bluepine Aviation is headquartered in Tampere.\n- Amara works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Hana works for Vantage Air.\n- Amara reports to Bruno.\n- Ingrid reports to Jonas.\n- Mara works for Vantage Air.\n- Elena works for Cedar Retail Group.\n- Jonas works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Vantage Air is headquartered in Dunedin.\n- Tobias reports to Amara.\n- Mara reports to Hana.\n- Callum reports to Mei.\n- Ravi works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Bruno works for Bluepine Aviation.\n- Vantage Air was founded in 2000.\n- Ravi reports to Tobias.\n- Mei works for Pinnacle Software.\n- Mei reports to Leila.\n- Cedar Retail Group is headquartered in Tampere.\n- Leila works for Pinnacle Software.\n- Cedar Retail Group was founded in 1994.\n- Pinnacle Software was founded in 1989.\n- Jonas reports to Mara.\n- Elena reports to Callum.\n- Tobias works for Pinnacle Software.\n- Bruno reports to Ingrid.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35800", "family": "intent_v3", "state": "Incoming support message:\n\"Where is order 91133\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "cancel_order", "2": "track_order", "3": "exchange_item", "4": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35801", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 77392\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants to cancel a placed order", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35802", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35803", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 01 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 October 2022): For employees hired on or after 26 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5780: employee Omar T., hired 15 August 2020, separated 07 January 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-5780?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Bruno works for Northwind Systems.\n- Helios Logistics is headquartered in Leeds.\n- Hana reports to Sanne.\n- Omar works for Northwind Systems.\n- Viktor reports to Bruno.\n- Priya works for Northwind Systems.\n- Helios Logistics was founded in 1980.\n- Sanne works for Pinnacle Software.\n- Bruno reports to Omar.\n- Sanne reports to Amara.\n- Omar reports to Priya.\n- Amara reports to Viktor.\n- Priya reports to Elena.\n- Northwind Systems was founded in 1989.\n- Meridian Bank was founded in 2008.\n- Pinnacle Software was founded in 1998.\n- Viktor works for Northwind Systems.\n- Pinnacle Software is headquartered in Adelaide.\n- Hana works for Pinnacle Software.\n- Meridian Bank is headquartered in Adelaide.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35805", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "asks about weather", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35806", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Cancel my order 63872, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35807", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35808", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35809", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 15 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-9901: employee Omar T., hired 07 January 2023, separated 07 January 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-9901?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-9901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35810", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY REL-6 (VERSION 2, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4472: employee Yuki K., hired 23 November 2023, separated 04 March 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-6-2025-4472 under the controlling rules.", "criteria": {"0": "$10,833", "1": "$2,500", "2": "$2,438", "3": "$500"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35811", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35812", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35813", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 30 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 30 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5846: employee Elena A., hired 19 August 2021, separated 03 July 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5846?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5846 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35814", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3428: employee Tessa R., hired 16 April 2020, separated 27 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3428?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35815", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35816", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Ghent.\n- Stefan works for Ironwood Manufacturing.\n- Priya works for Vantage Air.\n- Kenji reports to Omar.\n- Omar reports to Stefan.\n- Vantage Air was founded in 2000.\n- Chiara works for Vantage Air.\n- Priya reports to Nadia.\n- Fernhill Foods is headquartered in Porto.\n- Nadia works for Fernhill Foods.\n- Pablo works for Vantage Air.\n- Fernhill Foods was founded in 1986.\n- Bruno reports to Chiara.\n- Vantage Air is headquartered in Leeds.\n- Stefan reports to Pablo.\n- Omar works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Nadia reports to Kenji.\n- Deshawn reports to Bruno.\n- Deshawn works for Vantage Air.\n- Kenji works for Helios Logistics.\n- Pablo reports to Hana.\n- Ironwood Manufacturing was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35817", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6613: employee Zoya T., hired 10 September 2023, separated 10 June 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-6613?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35819", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 4, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 December 2023): For employees hired on or after 21 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5207: employee Anders B., hired 30 July 2020, separated 25 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5207?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5207 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35820", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-5 (VERSION 3, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 September 2023): For employees hired on or after 05 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-1804: employee Jonas K., hired 14 December 2022, separated 10 April 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2026-1804 under the controlling rules.", "criteria": {"0": "$7,846", "1": "$34,000", "2": "$7,346", "3": "$7,962"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-1804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35821", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 63624, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35822", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 08 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 September 2024): For employees hired on or after 14 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8645: employee Amara S., hired 03 July 2024, separated 17 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8645?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8645 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35823", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 26 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-5087: employee Sanne R., hired 28 May 2023, separated 29 November 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-5087?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-5087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35824", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1987.\n- Ravi reports to Nadia.\n- Amara reports to Emeka.\n- Cedar Retail Group was founded in 1975.\n- Summit Energy is headquartered in Austin.\n- Zoya works for Summit Energy.\n- Bluepine Aviation is headquartered in Brno.\n- Vantage Air is headquartered in Tallinn.\n- Callum works for Vantage Air.\n- Anders works for Summit Energy.\n- Sofia works for Bluepine Aviation.\n- Mei works for Vantage Air.\n- Amara works for Bluepine Aviation.\n- Zoya reports to Anders.\n- Anders reports to Ravi.\n- Summit Energy was founded in 2005.\n- Emeka reports to Yuki.\n- Nadia works for Bluepine Aviation.\n- Yuki reports to Callum.\n- Cedar Retail Group is headquartered in Austin.\n- Ravi works for Vantage Air.\n- Yuki works for Bluepine Aviation.\n- Mei reports to Zoya.\n- Vantage Air was founded in 2006.\n- Emeka works for Bluepine Aviation.\n- Nadia reports to Sofia.\n- Sofia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35826", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-3 (VERSION 5, EFFECTIVE 26 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 23 October 2023): For employees hired on or after 23 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2871: employee Bruno A., hired 14 November 2022, separated 25 November 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2025-2871 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$7,000", "2": "$1,750", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35827", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35828", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1978.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 1976.\n- Cobalt Health is headquartered in Cork.\n- Elena reports to Chiara.\n- Dmitri works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara works for Atlas Freight.\n- Elena works for Cobalt Health.\n- Leila reports to Stefan.\n- Mateo reports to Leila.\n- Felix reports to Pablo.\n- Atlas Freight is headquartered in Dunedin.\n- Stefan reports to Zoya.\n- Stefan works for Cobalt Health.\n- Pablo works for Meridian Bank.\n- Lattice Analytics was founded in 1978.\n- Wren reports to Mateo.\n- Chiara reports to Mei.\n- Pablo reports to Elena.\n- Chiara works for Cobalt Health.\n- Meridian Bank is headquartered in Cork.\n- Zoya reports to Felix.\n- Mara reports to Wren.\n- Zoya works for Meridian Bank.\n- Wren works for Lattice Analytics.\n- Dmitri reports to Mara.\n- Meridian Bank was founded in 2014.\n- Felix works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35830", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35831", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1979.\n- Mara reports to Bruno.\n- Emeka works for Ironwood Manufacturing.\n- Zoya works for Atlas Freight.\n- Mara works for Cedar Retail Group.\n- Zoya reports to Stefan.\n- Felix reports to Mei.\n- Cedar Retail Group is headquartered in Ghent.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Mara.\n- Stefan reports to Dmitri.\n- Ironwood Manufacturing was founded in 1984.\n- Atlas Freight is headquartered in Ghent.\n- Emeka reports to Felix.\n- Helios Logistics was founded in 1999.\n- Mei works for Ironwood Manufacturing.\n- Kenji reports to Emeka.\n- Felix works for Atlas Freight.\n- Viktor works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1975.\n- Bruno reports to Viktor.\n- Viktor reports to Kenji.\n- Kenji works for Helios Logistics.\n- Bruno works for Cedar Retail Group.\n- Stefan works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Brno.\n- Helios Logistics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1982", "2": "1979", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35832", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Lattice Analytics.\n- Beacon Insurance was founded in 1995.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Lyon.\n- Beacon Insurance is headquartered in Malmo.\n- Lattice Analytics is headquartered in Cork.\n- Emeka reports to Sofia.\n- Nadia works for Ironwood Manufacturing.\n- Sanne reports to Ravi.\n- Amara reports to Deshawn.\n- Sanne works for Lattice Analytics.\n- Priya works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1978.\n- Sofia reports to Priya.\n- Sofia works for Lattice Analytics.\n- Felix reports to Elena.\n- Lucia reports to Zoya.\n- Zoya reports to Amara.\n- Ravi works for Lattice Analytics.\n- Priya reports to Felix.\n- Lucia works for Beacon Insurance.\n- Nadia reports to Emeka.\n- Felix works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2009.\n- Ironwood Manufacturing is headquartered in Porto.\n- Deshawn reports to Nadia.\n- Amara works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Elena reports to Sanne.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35833", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 May 2024): For employees hired on or after 27 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5260: employee Yuki M., hired 06 August 2020, separated 11 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5260?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5260 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35834", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1999.\n- Elena works for Cedar Retail Group.\n- Jonas works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1983.\n- Mara works for Summit Energy.\n- Jonas reports to Nadia.\n- Mara reports to Chiara.\n- Sofia reports to Mara.\n- Ravi reports to Bruno.\n- Ravi works for Cobalt Health.\n- Bluepine Aviation is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Bruno works for Bluepine Aviation.\n- Nadia reports to Sofia.\n- Hana reports to Leila.\n- Sofia works for Bluepine Aviation.\n- Hana works for Cedar Retail Group.\n- Leila works for Bluepine Aviation.\n- Cobalt Health was founded in 1982.\n- Bluepine Aviation was founded in 2010.\n- Summit Energy is headquartered in Cork.\n- Chiara reports to Elena.\n- Chiara works for Cobalt Health.\n- Bruno reports to Jonas.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia works for Cedar Retail Group.\n- Elena reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2010", "2": "2005", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35835", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Lyon.\n- Yuki works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Chiara works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Crescent Telecom was founded in 1994.\n- Callum reports to Nadia.\n- Sanne works for Northwind Systems.\n- Nadia reports to Ingrid.\n- Lucia works for Northwind Systems.\n- Yuki reports to Sanne.\n- Northwind Systems is headquartered in Lyon.\n- Cedar Retail Group was founded in 1992.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Nadia works for Cedar Retail Group.\n- Northwind Systems was founded in 1987.\n- Dmitri works for Northwind Systems.\n- Lucia reports to Chiara.\n- Ingrid reports to Bruno.\n- Cobalt Health is headquartered in Lyon.\n- Sanne reports to Callum.\n- Bruno reports to Kenji.\n- Chiara reports to Yuki.\n- Cobalt Health was founded in 2005.\n- Kenji reports to Dmitri.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35836", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Wren.\n- Beacon Insurance was founded in 2005.\n- Wren works for Beacon Insurance.\n- Leila reports to Sanne.\n- Omar reports to Leila.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Tessa.\n- Sofia reports to Zoya.\n- Fernhill Foods was founded in 1980.\n- Hana works for Fernhill Foods.\n- Cedar Retail Group was founded in 1977.\n- Ingrid reports to Yuki.\n- Fernhill Foods is headquartered in Halifax.\n- Sofia works for Atlas Freight.\n- Yuki reports to Omar.\n- Beacon Insurance is headquartered in Adelaide.\n- Leila works for Fernhill Foods.\n- Atlas Freight is headquartered in Adelaide.\n- Ingrid works for Cedar Retail Group.\n- Yuki works for Fernhill Foods.\n- Wren reports to Hana.\n- Cedar Retail Group is headquartered in Brno.\n- Tessa reports to Ingrid.\n- Tessa works for Fernhill Foods.\n- Sanne works for Atlas Freight.\n- Omar works for Fernhill Foods.\n- Atlas Freight was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35837", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 June 2024): For employees hired on or after 21 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4486: employee Elena A., hired 13 July 2023, separated 19 March 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4486?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35839", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "dispute_charge", "2": "cancel_subscription", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35840", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Mateo.\n- Leila works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Bergen.\n- Anders works for Fernhill Foods.\n- Anders reports to Mei.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Priya reports to Elena.\n- Bluepine Aviation is headquartered in Tampere.\n- Priya works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Fernhill Foods was founded in 1993.\n- Pablo works for Fernhill Foods.\n- Leila reports to Pablo.\n- Tessa reports to Priya.\n- Mei reports to Leila.\n- Ravi reports to Viktor.\n- Cedar Retail Group was founded in 1991.\n- Viktor reports to Tessa.\n- Pablo reports to Ravi.\n- Fernhill Foods is headquartered in Valencia.\n- Mei works for Bluepine Aviation.\n- Mateo works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1984.\n- Elena works for Bluepine Aviation.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Oslo", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35841", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35842", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35843", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35844", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35845", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 20 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7687: employee Omar K., hired 02 August 2021, separated 03 August 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7687?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35846", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 7, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3438: employee Felix S., hired 17 July 2020, separated 08 April 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2025-3438 under the controlling rules.", "criteria": {"0": "$10,425", "1": "$12,425", "2": "$12,338", "3": "$53,842"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3438 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35847", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5586: employee Elena M., hired 08 March 2022, separated 15 February 2025 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-5586 under the controlling rules.", "criteria": {"0": "$18,633", "1": "$4,350", "2": "$4,800", "3": "$4,300"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35848", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8006: employee Wren T., hired 28 November 2023, separated 24 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8006?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35849", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35850", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35851", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Bruno.\n- Tobias reports to Viktor.\n- Helios Logistics was founded in 1986.\n- Cedar Retail Group is headquartered in Ghent.\n- Pinnacle Software is headquartered in Ghent.\n- Zoya reports to Sofia.\n- Sofia works for Helios Logistics.\n- Crescent Telecom was founded in 1989.\n- Jonas works for Pinnacle Software.\n- Tobias works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Mateo reports to Jonas.\n- Deshawn works for Helios Logistics.\n- Pablo works for Pinnacle Software.\n- Crescent Telecom is headquartered in Lyon.\n- Pablo reports to Deshawn.\n- Anders reports to Mateo.\n- Helios Logistics is headquartered in Ghent.\n- Bruno works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Pinnacle Software was founded in 2012.\n- Anders works for Crescent Telecom.\n- Bruno reports to Tobias.\n- Cedar Retail Group was founded in 1988.\n- Sofia reports to Anders.\n- Viktor works for Pinnacle Software.\n- Deshawn reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35853", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "resignation", "3": "org_question", "4": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35854", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35856", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35857", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Provision Access — grants system access", "1": "Install Software — requests software installation", "2": "Report Outage — reports a system outage", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35858", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-4 (VERSION 5, EFFECTIVE 14 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4118: employee Emeka S., hired 22 February 2021, separated 01 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4118?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4118 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35859", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 3, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 July 2025): For employees hired on or after 24 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8812: employee Felix B., hired 16 June 2022, separated 05 July 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8812?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35860", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2013.\n- Callum reports to Stefan.\n- Tobias works for Northwind Systems.\n- Tessa reports to Kenji.\n- Deshawn works for Pinnacle Software.\n- Cobalt Health is headquartered in Lyon.\n- Tobias reports to Viktor.\n- Deshawn reports to Dmitri.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri works for Northwind Systems.\n- Stefan works for Atlas Freight.\n- Stefan reports to Tobias.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa works for Northwind Systems.\n- Atlas Freight was founded in 2009.\n- Zoya works for Atlas Freight.\n- Nadia reports to Omar.\n- Kenji works for Northwind Systems.\n- Atlas Freight is headquartered in Tallinn.\n- Viktor works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Felix works for Cobalt Health.\n- Omar reports to Felix.\n- Omar works for Atlas Freight.\n- Pinnacle Software was founded in 1976.\n- Viktor reports to Deshawn.\n- Callum works for Atlas Freight.\n- Cobalt Health was founded in 1997.\n- Kenji reports to Callum.\n- Zoya reports to Tessa.\n- Dmitri reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Valencia", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35861", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35862", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8487: employee Anders K., hired 15 December 2020, separated 25 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8487?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8487 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35863", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Deshawn reports to Tessa.\n- Nadia reports to Anders.\n- Cedar Retail Group is headquartered in Tampere.\n- Nadia works for Ironwood Manufacturing.\n- Yuki works for Beacon Insurance.\n- Omar works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Helios Logistics is headquartered in Austin.\n- Lucia works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia works for Beacon Insurance.\n- Helios Logistics was founded in 2006.\n- Mara works for Helios Logistics.\n- Ravi reports to Yuki.\n- Beacon Insurance is headquartered in Tampere.\n- Hana reports to Ravi.\n- Lucia reports to Felix.\n- Tessa reports to Sofia.\n- Tessa works for Beacon Insurance.\n- Sofia reports to Nadia.\n- Felix reports to Omar.\n- Ironwood Manufacturing was founded in 2000.\n- Yuki reports to Deshawn.\n- Felix works for Beacon Insurance.\n- Hana works for Cedar Retail Group.\n- Beacon Insurance was founded in 1989.\n- Cedar Retail Group was founded in 1987.\n- Anders works for Helios Logistics.\n- Mara reports to Lucia.\n- Anders reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35864", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35865", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1977.\n- Mara reports to Tessa.\n- Callum works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Hana reports to Aisha.\n- Ironwood Manufacturing was founded in 1978.\n- Crescent Telecom was founded in 2010.\n- Tessa reports to Hana.\n- Beacon Insurance is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Cork.\n- Crescent Telecom is headquartered in Oslo.\n- Callum reports to Kenji.\n- Mara works for Atlas Freight.\n- Tessa works for Crescent Telecom.\n- Pablo works for Beacon Insurance.\n- Priya reports to Callum.\n- Pablo reports to Mara.\n- Atlas Freight was founded in 2003.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Priya.\n- Priya works for Crescent Telecom.\n- Atlas Freight is headquartered in Cork.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35867", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35868", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-7833: employee Chiara M., hired 01 October 2023, separated 08 August 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-7833?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-7833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35869", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4188: employee Mei A., hired 29 August 2020, separated 27 January 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4188?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Helios Logistics was founded in 2002.\n- Beacon Insurance is headquartered in Tampere.\n- Jonas reports to Hana.\n- Vantage Air is headquartered in Tampere.\n- Tobias reports to Nadia.\n- Tobias works for Vantage Air.\n- Nadia works for Beacon Insurance.\n- Callum reports to Tobias.\n- Helios Logistics is headquartered in Valencia.\n- Hana works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Fernhill Foods is headquartered in Tallinn.\n- Vantage Air was founded in 2013.\n- Fernhill Foods was founded in 1996.\n- Omar works for Beacon Insurance.\n- Hana reports to Aisha.\n- Beacon Insurance was founded in 2002.\n- Omar reports to Kenji.\n- Kenji reports to Jonas.\n- Nadia reports to Omar.\n- Callum works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35871", "family": "intent_hardneg", "state": "Incoming devops message:\n\"check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35872", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Pinnacle Software.\n- Helios Logistics was founded in 1993.\n- Vantage Air was founded in 2015.\n- Yuki works for Meridian Bank.\n- Vantage Air is headquartered in Lyon.\n- Bruno reports to Kenji.\n- Meridian Bank was founded in 1988.\n- Mateo reports to Yuki.\n- Stefan reports to Bruno.\n- Helios Logistics is headquartered in Lyon.\n- Kenji works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Pinnacle Software is headquartered in Lyon.\n- Stefan works for Vantage Air.\n- Viktor works for Helios Logistics.\n- Pinnacle Software was founded in 2012.\n- Kenji reports to Viktor.\n- Hana works for Vantage Air.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Yuki reports to Sanne.\n- Hana reports to Mateo.\n- Viktor reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Deshawn.\n- Dmitri reports to Amara.\n- Beacon Insurance was founded in 2003.\n- Beacon Insurance is headquartered in Tampere.\n- Anders works for Pinnacle Software.\n- Bruno reports to Chiara.\n- Ingrid reports to Bruno.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Cedar Retail Group.\n- Dmitri works for Pinnacle Software.\n- Chiara reports to Mei.\n- Amara works for Bluepine Aviation.\n- Amara reports to Nadia.\n- Pinnacle Software was founded in 1975.\n- Priya reports to Anders.\n- Zoya reports to Yuki.\n- Priya works for Cedar Retail Group.\n- Yuki reports to Priya.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bruno works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Tampere.\n- Anders reports to Ingrid.\n- Mei reports to Dmitri.\n- Bluepine Aviation was founded in 1996.\n- Ingrid works for Cedar Retail Group.\n- Yuki works for Bluepine Aviation.\n- Nadia works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Chiara works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Turku", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35874", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35875", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Aisha works for Northwind Systems.\n- Mateo works for Vantage Air.\n- Sanne reports to Stefan.\n- Stefan works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Northwind Systems is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1991.\n- Summit Energy is headquartered in Valencia.\n- Omar reports to Ravi.\n- Summit Energy was founded in 2004.\n- Mateo reports to Sofia.\n- Ravi works for Northwind Systems.\n- Vantage Air is headquartered in Brno.\n- Sofia reports to Amara.\n- Amara works for Summit Energy.\n- Ravi reports to Mateo.\n- Northwind Systems was founded in 2014.\n- Vantage Air was founded in 1991.\n- Omar works for Summit Energy.\n- Sanne works for Vantage Air.\n- Stefan reports to Aisha.\n- Amara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35877", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "initiates departure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35878", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8250: employee Bruno T., hired 22 February 2025, separated 16 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8250?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8250 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35879", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6778: employee Chiara B., hired 18 December 2023, separated 28 January 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-6778?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35880", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 7, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-8035: employee Chiara K., hired 14 May 2022, separated 31 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-8035?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-8035 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35881", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35882", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7324: employee Yuki A., hired 27 January 2023, separated 15 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7324?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35883", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 21 March 2023): For employees hired on or after 21 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9357: employee Hana A., hired 25 June 2022, separated 19 November 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-9357 under the controlling rules.", "criteria": {"0": "$4,200", "1": "$6,000", "2": "$26,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35884", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 2, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 01 June 2025): For employees hired on or after 01 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6905: employee Yuki S., hired 27 October 2021, separated 01 December 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6905?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6905 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35885", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35886", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "org_question", "2": "resignation", "3": "update_benefits", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1977.\n- Chiara reports to Yuki.\n- Ravi works for Cobalt Health.\n- Atlas Freight is headquartered in Halifax.\n- Summit Energy is headquartered in Oslo.\n- Summit Energy was founded in 1993.\n- Jonas reports to Ravi.\n- Cobalt Health is headquartered in Dunedin.\n- Zoya reports to Jonas.\n- Callum works for Summit Energy.\n- Emeka reports to Chiara.\n- Yuki reports to Wren.\n- Ravi reports to Pablo.\n- Chiara works for Atlas Freight.\n- Callum reports to Mara.\n- Wren works for Summit Energy.\n- Omar reports to Callum.\n- Wren reports to Zoya.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mara works for Cobalt Health.\n- Emeka works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Ironwood Manufacturing was founded in 1978.\n- Jonas works for Cobalt Health.\n- Zoya works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Pablo reports to Omar.\n- Leila works for Summit Energy.\n- Atlas Freight was founded in 1981.\n- Leila reports to Emeka.\n- Omar works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Helios Logistics.\n- Kenji reports to Elena.\n- Summit Energy was founded in 1987.\n- Kenji works for Beacon Insurance.\n- Helios Logistics was founded in 1982.\n- Ingrid reports to Pablo.\n- Jonas reports to Felix.\n- Beacon Insurance is headquartered in Turku.\n- Mateo reports to Amara.\n- Helios Logistics is headquartered in Bergen.\n- Emeka works for Cobalt Health.\n- Felix reports to Yuki.\n- Stefan works for Cobalt Health.\n- Yuki reports to Bruno.\n- Ingrid works for Summit Energy.\n- Elena reports to Stefan.\n- Amara works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Bruno reports to Kenji.\n- Cobalt Health is headquartered in Bergen.\n- Beacon Insurance was founded in 2013.\n- Cobalt Health was founded in 2007.\n- Jonas works for Summit Energy.\n- Mateo works for Summit Energy.\n- Pablo reports to Jonas.\n- Summit Energy is headquartered in Turku.\n- Emeka reports to Mateo.\n- Bruno works for Helios Logistics.\n- Yuki works for Cobalt Health.\n- Pablo works for Beacon Insurance.\n- Elena works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Callum reports to Tobias.\n- Ingrid works for Northwind Systems.\n- Bruno works for Atlas Freight.\n- Dmitri reports to Callum.\n- Tessa works for Northwind Systems.\n- Mei works for Cedar Retail Group.\n- Sanne reports to Tessa.\n- Aisha works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Atlas Freight was founded in 1995.\n- Cedar Retail Group was founded in 2000.\n- Bruno reports to Ingrid.\n- Tessa reports to Aisha.\n- Cedar Retail Group is headquartered in Cork.\n- Aisha reports to Mei.\n- Tobias works for Northwind Systems.\n- Mei reports to Dmitri.\n- Northwind Systems is headquartered in Cork.\n- Tobias reports to Hana.\n- Helios Logistics was founded in 2010.\n- Ingrid reports to Sanne.\n- Helios Logistics is headquartered in Basel.\n- Northwind Systems was founded in 1992.\n- Dmitri works for Northwind Systems.\n- Callum works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35890", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 February 2024): For employees hired on or after 08 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1092: employee Sanne M., hired 18 November 2020, separated 19 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1092?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1092 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35891", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35892", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 5, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 February 2025): For employees hired on or after 25 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2104: employee Amara K., hired 16 September 2022, separated 02 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2104?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35893", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Cancel Subscription — wants to end recurring billing", "3": "Payment Plan — asks to split a balance into installments", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Summit Energy was founded in 1997.\n- Callum works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Felix works for Ironwood Manufacturing.\n- Priya reports to Chiara.\n- Kenji reports to Priya.\n- Ironwood Manufacturing was founded in 2001.\n- Mara works for Summit Energy.\n- Mara reports to Kenji.\n- Crescent Telecom is headquartered in Tallinn.\n- Ingrid works for Ironwood Manufacturing.\n- Ingrid reports to Anders.\n- Leila works for Crescent Telecom.\n- Chiara reports to Emeka.\n- Crescent Telecom was founded in 2011.\n- Emeka reports to Ingrid.\n- Leila reports to Mara.\n- Bluepine Aviation was founded in 1991.\n- Priya works for Bluepine Aviation.\n- Anders works for Crescent Telecom.\n- Kenji works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Austin.\n- Chiara works for Crescent Telecom.\n- Summit Energy is headquartered in Tallinn.\n- Felix reports to Leila.\n- Callum reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Dmitri reports to Aisha.\n- Summit Energy was founded in 1980.\n- Chiara reports to Mara.\n- Emeka works for Pinnacle Software.\n- Atlas Freight was founded in 2009.\n- Bruno works for Pinnacle Software.\n- Mara works for Summit Energy.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1989.\n- Mateo works for Summit Energy.\n- Dmitri works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Tessa reports to Emeka.\n- Emeka reports to Viktor.\n- Bruno reports to Mateo.\n- Mei works for Pinnacle Software.\n- Mei reports to Chiara.\n- Atlas Freight is headquartered in Brno.\n- Mara reports to Dmitri.\n- Viktor works for Summit Energy.\n- Aisha works for Pinnacle Software.\n- Aisha reports to Tessa.\n- Pinnacle Software is headquartered in Bergen.\n- Mateo reports to Mei.\n- Pinnacle Software was founded in 1995.\n- Bluepine Aviation is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35896", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6586: employee Chiara R., hired 13 October 2023, separated 14 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-6586?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6586 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35897", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Wren reports to Stefan.\n- Emeka works for Fernhill Foods.\n- Mara works for Atlas Freight.\n- Ingrid reports to Anders.\n- Pablo works for Summit Energy.\n- Leila reports to Zoya.\n- Mara reports to Wren.\n- Atlas Freight was founded in 1980.\n- Anders reports to Emeka.\n- Crescent Telecom was founded in 1991.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Ingrid works for Fernhill Foods.\n- Deshawn reports to Pablo.\n- Anders works for Fernhill Foods.\n- Mei reports to Deshawn.\n- Deshawn works for Fernhill Foods.\n- Stefan works for Summit Energy.\n- Fernhill Foods was founded in 2002.\n- Elena works for Crescent Telecom.\n- Pablo reports to Mara.\n- Crescent Telecom is headquartered in Cork.\n- Fernhill Foods is headquartered in Bergen.\n- Stefan reports to Ingrid.\n- Emeka reports to Elena.\n- Zoya reports to Mei.\n- Wren works for Fernhill Foods.\n- Summit Energy was founded in 1991.\n- Zoya works for Crescent Telecom.\n- Mei works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Malmo", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35899", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 5, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 07 September 2024): For employees hired on or after 07 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5276: employee Mei A., hired 27 February 2023, separated 09 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5276?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5276 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-35900", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tobias.\n- Viktor reports to Hana.\n- Dmitri works for Bluepine Aviation.\n- Atlas Freight was founded in 2002.\n- Pinnacle Software is headquartered in Bergen.\n- Meridian Bank was founded in 2005.\n- Hana reports to Mei.\n- Ravi reports to Wren.\n- Wren works for Atlas Freight.\n- Bruno reports to Dmitri.\n- Bruno works for Atlas Freight.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Turku.\n- Emeka reports to Ravi.\n- Bluepine Aviation was founded in 2005.\n- Tobias works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Viktor works for Bluepine Aviation.\n- Atlas Freight is headquartered in Bergen.\n- Ravi works for Atlas Freight.\n- Meridian Bank is headquartered in Turku.\n- Chiara reports to Emeka.\n- Pinnacle Software was founded in 2008.\n- Mei reports to Bruno.\n- Emeka works for Bluepine Aviation.\n- Tobias reports to Viktor.\n- Hana works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35901", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3791: employee Mateo A., hired 05 April 2021, separated 25 July 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3791?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1999.\n- Nadia works for Crescent Telecom.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software was founded in 2009.\n- Dmitri works for Pinnacle Software.\n- Sofia reports to Omar.\n- Pablo reports to Deshawn.\n- Cedar Retail Group was founded in 1989.\n- Lucia works for Crescent Telecom.\n- Tobias reports to Sofia.\n- Deshawn reports to Lucia.\n- Ravi works for Helios Logistics.\n- Leila reports to Yuki.\n- Zoya reports to Nadia.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 1984.\n- Dmitri reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Omar works for Helios Logistics.\n- Cedar Retail Group is headquartered in Ghent.\n- Nadia reports to Leila.\n- Yuki reports to Ravi.\n- Lucia reports to Tobias.\n- Leila works for Pinnacle Software.\n- Zoya works for Cedar Retail Group.\n- Tobias works for Crescent Telecom.\n- Pinnacle Software is headquartered in Ghent.\n- Helios Logistics is headquartered in Dunedin.\n- Sofia works for Helios Logistics.\n- Ravi reports to Dmitri.\n- Deshawn works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35903", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-4 (VERSION 6, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7943: employee Yuki S., hired 22 March 2021, separated 25 June 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2026-7943 under the controlling rules.", "criteria": {"0": "$24,808", "1": "$22,923", "2": "$24,923", "3": "$108,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7943 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35904", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35905", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-4878: employee Ravi B., hired 11 February 2023, separated 15 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2025-4878 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$9,087", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-4878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35906", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "claim_luggage", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35907", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35909", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 49716 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Bergen.\n- Wren works for Pinnacle Software.\n- Bruno reports to Felix.\n- Leila works for Pinnacle Software.\n- Fernhill Foods is headquartered in Halifax.\n- Yuki works for Cobalt Health.\n- Jonas reports to Yuki.\n- Bruno works for Fernhill Foods.\n- Pinnacle Software is headquartered in Tampere.\n- Cobalt Health was founded in 1999.\n- Wren reports to Kenji.\n- Viktor reports to Wren.\n- Viktor works for Ironwood Manufacturing.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 2009.\n- Cobalt Health is headquartered in Halifax.\n- Kenji works for Pinnacle Software.\n- Felix reports to Viktor.\n- Felix works for Ironwood Manufacturing.\n- Yuki reports to Leila.\n- Ironwood Manufacturing was founded in 1975.\n- Pinnacle Software was founded in 1993.\n- Kenji reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Bergen", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35911", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "book_appointment", "2": "coverage_question", "3": "test_results", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35912", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 49820 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35913", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Crescent Telecom is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Valencia.\n- Bluepine Aviation was founded in 1985.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo reports to Kenji.\n- Crescent Telecom was founded in 2014.\n- Chiara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Tallinn.\n- Viktor works for Bluepine Aviation.\n- Kenji works for Crescent Telecom.\n- Nadia reports to Mateo.\n- Cedar Retail Group was founded in 2007.\n- Kenji reports to Lucia.\n- Lucia reports to Viktor.\n- Hana works for Crescent Telecom.\n- Hana reports to Deshawn.\n- Deshawn reports to Sofia.\n- Viktor reports to Chiara.\n- Sofia reports to Bruno.\n- Nadia works for Cobalt Health.\n- Deshawn works for Crescent Telecom.\n- Chiara reports to Hana.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2009", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1999.\n- Meridian Bank was founded in 2010.\n- Mara reports to Tobias.\n- Ravi works for Fernhill Foods.\n- Jonas works for Atlas Freight.\n- Dmitri reports to Deshawn.\n- Jonas reports to Ravi.\n- Tobias reports to Pablo.\n- Mei reports to Mara.\n- Viktor works for Atlas Freight.\n- Ingrid reports to Elena.\n- Mei works for Fernhill Foods.\n- Zoya reports to Mei.\n- Ravi reports to Viktor.\n- Fernhill Foods was founded in 2013.\n- Fernhill Foods is headquartered in Basel.\n- Viktor reports to Zoya.\n- Ingrid works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Atlas Freight is headquartered in Malmo.\n- Northwind Systems is headquartered in Bergen.\n- Tobias works for Northwind Systems.\n- Pablo reports to Dmitri.\n- Deshawn works for Atlas Freight.\n- Pablo works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Zoya works for Fernhill Foods.\n- Elena works for Atlas Freight.\n- Deshawn reports to Ingrid.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35915", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Turku.\n- Cedar Retail Group is headquartered in Brno.\n- Pablo works for Atlas Freight.\n- Dmitri works for Cedar Retail Group.\n- Zoya works for Atlas Freight.\n- Mara reports to Dmitri.\n- Elena reports to Mara.\n- Fernhill Foods is headquartered in Malmo.\n- Zoya reports to Elena.\n- Cedar Retail Group was founded in 1982.\n- Dmitri reports to Pablo.\n- Atlas Freight was founded in 1975.\n- Wren works for Beacon Insurance.\n- Beacon Insurance was founded in 2006.\n- Wren reports to Zoya.\n- Beacon Insurance is headquartered in Brno.\n- Fernhill Foods was founded in 1985.\n- Nadia works for Fernhill Foods.\n- Mara works for Cedar Retail Group.\n- Emeka works for Fernhill Foods.\n- Pablo reports to Emeka.\n- Nadia reports to Wren.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1973", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Meridian Bank was founded in 1992.\n- Northwind Systems was founded in 1978.\n- Summit Energy was founded in 2013.\n- Summit Energy is headquartered in Valencia.\n- Anders works for Summit Energy.\n- Dmitri reports to Mara.\n- Mara reports to Tessa.\n- Dmitri works for Cedar Retail Group.\n- Tessa reports to Jonas.\n- Northwind Systems is headquartered in Valencia.\n- Mara works for Cedar Retail Group.\n- Tessa works for Summit Energy.\n- Hana reports to Dmitri.\n- Hana works for Summit Energy.\n- Aisha reports to Hana.\n- Cedar Retail Group is headquartered in Valencia.\n- Lucia reports to Aisha.\n- Aisha works for Meridian Bank.\n- Cedar Retail Group was founded in 1982.\n- Lucia works for Cedar Retail Group.\n- Jonas reports to Anders.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Northwind Systems", "2": "Meridian Bank", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35918", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 72232 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35919", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35920", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 29 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 29 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2669: employee Priya S., hired 10 July 2021, separated 30 August 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2669?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35921", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "report_outage", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35922", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35923", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "check_balance", "1": "open_account", "2": "report_fraud", "3": "wire_transfer", "4": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Omar.\n- Aisha works for Fernhill Foods.\n- Chiara reports to Tobias.\n- Lattice Analytics was founded in 2003.\n- Felix reports to Aisha.\n- Lattice Analytics is headquartered in Brno.\n- Kenji reports to Sofia.\n- Ravi works for Summit Energy.\n- Tobias reports to Leila.\n- Omar reports to Ravi.\n- Ravi reports to Chiara.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Mei.\n- Summit Energy was founded in 2000.\n- Pinnacle Software was founded in 1990.\n- Sofia works for Lattice Analytics.\n- Mei works for Fernhill Foods.\n- Omar works for Lattice Analytics.\n- Summit Energy is headquartered in Valencia.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji works for Lattice Analytics.\n- Leila works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Mei reports to Felix.\n- Fernhill Foods was founded in 1984.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Tampere", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tobias.\n- Sofia reports to Bruno.\n- Cobalt Health was founded in 1997.\n- Cobalt Health is headquartered in Dunedin.\n- Tobias reports to Yuki.\n- Tobias works for Cobalt Health.\n- Aisha works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sofia works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Pablo.\n- Yuki works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Northwind Systems is headquartered in Halifax.\n- Callum reports to Nadia.\n- Ironwood Manufacturing was founded in 1999.\n- Emeka works for Northwind Systems.\n- Aisha reports to Sofia.\n- Northwind Systems was founded in 1980.\n- Pablo reports to Callum.\n- Bluepine Aviation was founded in 2007.\n- Emeka reports to Mara.\n- Yuki reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2002", "2": "2010", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35926", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35927", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 25 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-9673: employee Wren T., hired 17 October 2022, separated 09 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-9673?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-9673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35928", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35929", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 27 April 2024): For employees hired on or after 27 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5125: employee Chiara A., hired 20 November 2020, separated 21 November 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5125?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5125 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35930", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35931", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 12 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 12 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-7201: employee Ravi S., hired 03 October 2023, separated 11 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-7201?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-7201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35933", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8224: employee Ravi B., hired 11 January 2023, separated 08 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8224?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8224 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35934", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 4, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9908: employee Sofia A., hired 28 May 2022, separated 25 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-9908?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35935", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35936", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 35017 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Exchange Item — wants a different size/color/variant", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Pinnacle Software.\n- Meridian Bank is headquartered in Turku.\n- Wren reports to Sofia.\n- Lucia reports to Mei.\n- Meridian Bank was founded in 1986.\n- Mei works for Lattice Analytics.\n- Pinnacle Software is headquartered in Turku.\n- Stefan reports to Lucia.\n- Mateo reports to Wren.\n- Cedar Retail Group was founded in 2005.\n- Lattice Analytics was founded in 2009.\n- Kenji works for Lattice Analytics.\n- Pinnacle Software was founded in 1981.\n- Stefan works for Cedar Retail Group.\n- Deshawn works for Meridian Bank.\n- Lattice Analytics is headquartered in Turku.\n- Tobias reports to Kenji.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Wren works for Lattice Analytics.\n- Mei reports to Deshawn.\n- Deshawn reports to Tobias.\n- Mateo works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Sofia reports to Stefan.\n- Tobias works for Lattice Analytics.\n- Amara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Malmo", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35938", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 14 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 14 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1602: employee Anders B., hired 20 February 2023, separated 21 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-1602?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-35939", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35940", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2001.\n- Callum works for Meridian Bank.\n- Vantage Air was founded in 1985.\n- Aisha works for Fernhill Foods.\n- Anders reports to Amara.\n- Meridian Bank was founded in 1985.\n- Cobalt Health is headquartered in Austin.\n- Tobias reports to Aisha.\n- Mei reports to Tessa.\n- Tobias works for Meridian Bank.\n- Priya works for Vantage Air.\n- Aisha reports to Priya.\n- Amara works for Meridian Bank.\n- Vantage Air is headquartered in Tallinn.\n- Cobalt Health was founded in 2008.\n- Tessa reports to Callum.\n- Anders works for Fernhill Foods.\n- Meridian Bank is headquartered in Lyon.\n- Tessa works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum reports to Anders.\n- Amara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tallinn", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35942", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35943", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "asks to set a wake-up or reminder alarm", "3": "controls lighting", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Ravi.\n- Emeka works for Helios Logistics.\n- Vantage Air was founded in 1978.\n- Helios Logistics was founded in 1983.\n- Callum works for Cedar Retail Group.\n- Ingrid works for Crescent Telecom.\n- Cedar Retail Group was founded in 1985.\n- Emeka reports to Jonas.\n- Jonas works for Helios Logistics.\n- Crescent Telecom was founded in 2006.\n- Hana reports to Pablo.\n- Jonas reports to Hana.\n- Pablo works for Crescent Telecom.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Turku.\n- Mateo works for Vantage Air.\n- Mateo reports to Ingrid.\n- Amara reports to Lucia.\n- Cedar Retail Group is headquartered in Malmo.\n- Ravi works for Crescent Telecom.\n- Amara works for Helios Logistics.\n- Vantage Air is headquartered in Lyon.\n- Ravi reports to Mateo.\n- Ingrid reports to Callum.\n- Helios Logistics is headquartered in Turku.\n- Lucia reports to Emeka.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35945", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Control Lights — controls lighting", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35946", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35947", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "report_outage", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35948", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Tobias.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Viktor.\n- Viktor works for Vantage Air.\n- Lattice Analytics is headquartered in Tampere.\n- Vantage Air was founded in 1989.\n- Cobalt Health is headquartered in Tampere.\n- Northwind Systems is headquartered in Austin.\n- Tobias reports to Felix.\n- Lattice Analytics was founded in 1993.\n- Felix works for Vantage Air.\n- Felix reports to Priya.\n- Kenji works for Cobalt Health.\n- Priya works for Lattice Analytics.\n- Viktor reports to Wren.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Nagoya.\n- Elena works for Vantage Air.\n- Northwind Systems was founded in 2004.\n- Tobias works for Cobalt Health.\n- Kenji reports to Bruno.\n- Cobalt Health was founded in 2008.\n- Elena reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35950", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Vantage Air.\n- Pablo works for Meridian Bank.\n- Omar works for Ironwood Manufacturing.\n- Tessa works for Cobalt Health.\n- Aisha reports to Sofia.\n- Vantage Air was founded in 1999.\n- Sofia reports to Pablo.\n- Meridian Bank is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1980.\n- Sanne reports to Tessa.\n- Leila reports to Amara.\n- Pablo reports to Leila.\n- Cobalt Health was founded in 2005.\n- Sanne works for Ironwood Manufacturing.\n- Wren reports to Omar.\n- Sofia works for Meridian Bank.\n- Omar reports to Aisha.\n- Vantage Air is headquartered in Ghent.\n- Amara reports to Sanne.\n- Wren works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Cork.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 2005.\n- Jonas reports to Wren.\n- Cobalt Health is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Emeka.\n- Mei works for Summit Energy.\n- Fernhill Foods is headquartered in Tampere.\n- Viktor reports to Priya.\n- Mara works for Cedar Retail Group.\n- Mei reports to Sofia.\n- Ingrid works for Fernhill Foods.\n- Emeka works for Summit Energy.\n- Bruno reports to Mara.\n- Summit Energy was founded in 1975.\n- Mara reports to Viktor.\n- Amara reports to Deshawn.\n- Deshawn reports to Mei.\n- Sofia reports to Aisha.\n- Priya reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2010.\n- Sofia works for Cedar Retail Group.\n- Summit Energy is headquartered in Turku.\n- Bruno works for Pinnacle Software.\n- Deshawn works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Turku.\n- Amara works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Emeka reports to Ingrid.\n- Fernhill Foods was founded in 1978.\n- Ingrid reports to Bruno.\n- Cedar Retail Group is headquartered in Ghent.\n- Pinnacle Software was founded in 2009.\n- Viktor works for Pinnacle Software.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2009.\n- Pinnacle Software was founded in 1995.\n- Mateo reports to Felix.\n- Kenji reports to Pablo.\n- Northwind Systems is headquartered in Valencia.\n- Dmitri works for Fernhill Foods.\n- Pablo reports to Sofia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Fernhill Foods is headquartered in Oslo.\n- Lucia reports to Mateo.\n- Felix reports to Dmitri.\n- Fernhill Foods was founded in 2003.\n- Elena works for Northwind Systems.\n- Sofia works for Fernhill Foods.\n- Hana reports to Callum.\n- Hana works for Fernhill Foods.\n- Sofia reports to Hana.\n- Pablo works for Pinnacle Software.\n- Kenji works for Fernhill Foods.\n- Dmitri reports to Elena.\n- Lucia works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Callum works for Northwind Systems.\n- Callum reports to Amara.\n- Ironwood Manufacturing was founded in 2015.\n- Amara reports to Yuki.\n- Pinnacle Software is headquartered in Oslo.\n- Yuki works for Ironwood Manufacturing.\n- Elena reports to Kenji.\n- Mateo works for Fernhill Foods.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35954", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35955", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6770: employee Elena M., hired 08 May 2023, separated 16 August 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2026-6770 under the controlling rules.", "criteria": {"0": "$7,800", "1": "$34,667", "2": "$8,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Halifax.\n- Omar works for Beacon Insurance.\n- Bruno reports to Omar.\n- Zoya reports to Anders.\n- Anders reports to Tobias.\n- Leila reports to Zoya.\n- Leila works for Pinnacle Software.\n- Nadia works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Bluepine Aviation was founded in 1999.\n- Amara reports to Bruno.\n- Tobias works for Bluepine Aviation.\n- Chiara reports to Amara.\n- Amara works for Bluepine Aviation.\n- Anders works for Pinnacle Software.\n- Tobias reports to Nadia.\n- Beacon Insurance is headquartered in Lyon.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Beacon Insurance was founded in 2007.\n- Viktor reports to Leila.\n- Zoya works for Bluepine Aviation.\n- Pinnacle Software was founded in 1993.\n- Atlas Freight is headquartered in Tampere.\n- Viktor works for Atlas Freight.\n- Nadia reports to Chiara.\n- Bruno works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35957", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 6, EFFECTIVE 18 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 14 March 2023): For employees hired on or after 14 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 18 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7796: employee Lucia R., hired 25 August 2020, separated 24 December 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7796?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7796 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Nadia.\n- Ravi reports to Jonas.\n- Mei works for Beacon Insurance.\n- Fernhill Foods is headquartered in Porto.\n- Atlas Freight is headquartered in Porto.\n- Deshawn reports to Mei.\n- Beacon Insurance was founded in 2007.\n- Wren reports to Sanne.\n- Chiara works for Fernhill Foods.\n- Jonas works for Northwind Systems.\n- Viktor works for Atlas Freight.\n- Jonas reports to Wren.\n- Sanne works for Beacon Insurance.\n- Mei reports to Aisha.\n- Beacon Insurance is headquartered in Dunedin.\n- Ravi works for Northwind Systems.\n- Aisha reports to Viktor.\n- Aisha works for Fernhill Foods.\n- Wren works for Fernhill Foods.\n- Chiara reports to Ravi.\n- Atlas Freight was founded in 1994.\n- Northwind Systems was founded in 2000.\n- Northwind Systems is headquartered in Valencia.\n- Nadia works for Atlas Freight.\n- Sanne reports to Deshawn.\n- Fernhill Foods was founded in 1994.\n- Deshawn works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-35959", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35960", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mara.\n- Helios Logistics is headquartered in Leeds.\n- Leila reports to Dmitri.\n- Aisha works for Ironwood Manufacturing.\n- Mara reports to Anders.\n- Lucia works for Helios Logistics.\n- Yuki reports to Leila.\n- Yuki works for Summit Energy.\n- Wren reports to Mei.\n- Ravi works for Bluepine Aviation.\n- Wren works for Helios Logistics.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Bluepine Aviation was founded in 1990.\n- Dmitri reports to Hana.\n- Hana works for Ironwood Manufacturing.\n- Lucia reports to Wren.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mei works for Bluepine Aviation.\n- Hana reports to Ravi.\n- Mei reports to Yuki.\n- Helios Logistics was founded in 1991.\n- Summit Energy was founded in 1993.\n- Ravi reports to Aisha.\n- Bluepine Aviation is headquartered in Ghent.\n- Dmitri works for Bluepine Aviation.\n- Felix reports to Lucia.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1994.\n- Mara works for Helios Logistics.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35962", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 29 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3601: employee Mara K., hired 18 March 2021, separated 07 April 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-2-2026-3601 under the controlling rules.", "criteria": {"0": "$52,867", "1": "$12,300", "2": "$11,200", "3": "$12,200"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35963", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-35964", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 80883\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "track_order", "3": "change_address", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35965", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-5242: employee Dmitri T., hired 01 June 2021, separated 26 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-5242?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-5242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35966", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35967", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Coverage Question — asks about insurance coverage", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35968", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 16 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 May 2025): For employees hired on or after 20 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 16 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6083: employee Amara S., hired 25 March 2025, separated 07 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6083?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Pablo reports to Sanne.\n- Helios Logistics was founded in 2004.\n- Viktor works for Summit Energy.\n- Sanne works for Summit Energy.\n- Mateo works for Meridian Bank.\n- Stefan reports to Pablo.\n- Ironwood Manufacturing was founded in 1995.\n- Chiara works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Priya works for Ironwood Manufacturing.\n- Wren reports to Aisha.\n- Tessa works for Summit Energy.\n- Tobias reports to Priya.\n- Aisha reports to Tessa.\n- Summit Energy is headquartered in Malmo.\n- Pablo works for Ironwood Manufacturing.\n- Meridian Bank was founded in 2004.\n- Aisha works for Summit Energy.\n- Sanne reports to Chiara.\n- Tessa reports to Mateo.\n- Chiara reports to Wren.\n- Priya reports to Dmitri.\n- Mateo reports to Tobias.\n- Meridian Bank is headquartered in Tampere.\n- Stefan works for Ironwood Manufacturing.\n- Viktor reports to Stefan.\n- Summit Energy was founded in 2008.\n- Helios Logistics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35970", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-35971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Mei reports to Sanne.\n- Callum reports to Elena.\n- Summit Energy is headquartered in Brno.\n- Sanne reports to Anders.\n- Tobias reports to Leila.\n- Mei works for Summit Energy.\n- Lattice Analytics is headquartered in Cork.\n- Beacon Insurance is headquartered in Halifax.\n- Kenji reports to Lucia.\n- Elena reports to Priya.\n- Priya reports to Tobias.\n- Sanne works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Anders works for Summit Energy.\n- Lucia reports to Mei.\n- Tobias works for Lattice Analytics.\n- Beacon Insurance was founded in 1987.\n- Lattice Analytics was founded in 2014.\n- Priya works for Lattice Analytics.\n- Crescent Telecom is headquartered in Brno.\n- Summit Energy was founded in 1996.\n- Leila works for Summit Energy.\n- Callum works for Beacon Insurance.\n- Elena works for Lattice Analytics.\n- Crescent Telecom was founded in 1982.\n- Anders reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Tessa reports to Emeka.\n- Hana works for Cedar Retail Group.\n- Anders works for Fernhill Foods.\n- Anders reports to Stefan.\n- Tobias reports to Tessa.\n- Priya works for Fernhill Foods.\n- Kenji reports to Lucia.\n- Kenji works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia reports to Hana.\n- Stefan works for Vantage Air.\n- Fernhill Foods is headquartered in Bergen.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Kenji.\n- Zoya reports to Mateo.\n- Tessa works for Crescent Telecom.\n- Vantage Air was founded in 1987.\n- Mateo works for Vantage Air.\n- Mateo reports to Tobias.\n- Crescent Telecom is headquartered in Oslo.\n- Priya reports to Zoya.\n- Tobias works for Crescent Telecom.\n- Hana reports to Wren.\n- Stefan reports to Priya.\n- Vantage Air is headquartered in Ghent.\n- Cedar Retail Group was founded in 1986.\n- Crescent Telecom was founded in 2006.\n- Zoya works for Cedar Retail Group.\n- Wren works for Crescent Telecom.\n- Fernhill Foods was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1972", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-35973", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-35974", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2142: employee Felix B., hired 17 August 2021, separated 19 April 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2142?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2142 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35975", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6247: employee Emeka K., hired 07 September 2022, separated 21 May 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-6247 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$1,700", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35976", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Vantage Air.\n- Lattice Analytics is headquartered in Halifax.\n- Mateo reports to Felix.\n- Bluepine Aviation is headquartered in Basel.\n- Jonas works for Lattice Analytics.\n- Aisha reports to Leila.\n- Priya reports to Aisha.\n- Aisha works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2011.\n- Chiara reports to Jonas.\n- Jonas reports to Nadia.\n- Lattice Analytics was founded in 2014.\n- Nadia reports to Mateo.\n- Leila works for Lattice Analytics.\n- Vantage Air was founded in 1999.\n- Felix reports to Priya.\n- Fernhill Foods was founded in 1986.\n- Priya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Bergen.\n- Felix works for Bluepine Aviation.\n- Nadia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35977", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-35978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Beacon Insurance.\n- Fernhill Foods was founded in 2008.\n- Mara works for Beacon Insurance.\n- Aisha reports to Sanne.\n- Omar works for Beacon Insurance.\n- Northwind Systems was founded in 1997.\n- Ingrid reports to Aisha.\n- Beacon Insurance is headquartered in Nagoya.\n- Wren works for Beacon Insurance.\n- Yuki works for Fernhill Foods.\n- Beacon Insurance was founded in 2008.\n- Aisha works for Beacon Insurance.\n- Elena reports to Dmitri.\n- Yuki reports to Hana.\n- Helios Logistics was founded in 1996.\n- Northwind Systems is headquartered in Porto.\n- Hana reports to Omar.\n- Helios Logistics is headquartered in Austin.\n- Dmitri works for Beacon Insurance.\n- Mara reports to Ingrid.\n- Elena works for Northwind Systems.\n- Omar reports to Elena.\n- Sanne reports to Wren.\n- Ingrid works for Helios Logistics.\n- Hana works for Helios Logistics.\n- Wren reports to Yuki.\n- Fernhill Foods is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35979", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7855: employee Leila T., hired 30 May 2021, separated 26 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7855?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7855 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35980", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 4, EFFECTIVE 06 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5325: employee Anders M., hired 02 September 2021, separated 01 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-5325?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-35981", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-35982", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-8 (VERSION 3, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 March 2023): For employees hired on or after 25 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3787: employee Chiara K., hired 27 April 2021, separated 15 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3787?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-35983", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-35984", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-35985", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-35986", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35987", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Wren.\n- Deshawn reports to Pablo.\n- Cedar Retail Group was founded in 2010.\n- Kenji reports to Bruno.\n- Anders works for Helios Logistics.\n- Tessa reports to Elena.\n- Elena works for Cedar Retail Group.\n- Kenji works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Bruno reports to Anders.\n- Pablo works for Summit Energy.\n- Zoya reports to Kenji.\n- Bruno works for Atlas Freight.\n- Amara reports to Zoya.\n- Helios Logistics is headquartered in Valencia.\n- Zoya works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Callum reports to Deshawn.\n- Lucia works for Helios Logistics.\n- Wren reports to Lucia.\n- Tessa works for Helios Logistics.\n- Cedar Retail Group is headquartered in Halifax.\n- Elena reports to Callum.\n- Atlas Freight is headquartered in Halifax.\n- Helios Logistics was founded in 2001.\n- Anders reports to Tessa.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Halifax.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Austin", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35988", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35989", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 01 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 May 2024): For employees hired on or after 04 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4730: employee Ingrid K., hired 08 July 2022, separated 26 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4730?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Vantage Air.\n- Jonas reports to Tobias.\n- Lattice Analytics is headquartered in Bergen.\n- Sanne works for Pinnacle Software.\n- Vantage Air is headquartered in Bergen.\n- Amara works for Cedar Retail Group.\n- Callum reports to Sanne.\n- Mei reports to Callum.\n- Ravi reports to Mei.\n- Ravi works for Cedar Retail Group.\n- Stefan reports to Amara.\n- Lattice Analytics was founded in 1998.\n- Callum works for Vantage Air.\n- Viktor works for Lattice Analytics.\n- Pinnacle Software is headquartered in Bergen.\n- Mara reports to Dmitri.\n- Sanne reports to Viktor.\n- Dmitri reports to Ravi.\n- Cedar Retail Group was founded in 1987.\n- Dmitri works for Lattice Analytics.\n- Ingrid works for Cedar Retail Group.\n- Pinnacle Software was founded in 1993.\n- Tobias reports to Stefan.\n- Viktor reports to Ingrid.\n- Cedar Retail Group is headquartered in Oslo.\n- Vantage Air was founded in 1998.\n- Tobias works for Pinnacle Software.\n- Mara works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Ingrid reports to Jonas.\n- Mei works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35991", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 03 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 03 December 2023): For employees hired on or after 03 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 03 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6635: employee Lucia M., hired 13 June 2022, separated 09 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-6635 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$26,867", "2": "$6,250", "3": "$6,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6635 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-35992", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 6, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4594: employee Deshawn B., hired 22 September 2020, separated 26 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4594?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4594 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-35993", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2894: employee Elena K., hired 01 May 2021, separated 14 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-2894 under the controlling rules.", "criteria": {"0": "$4,950", "1": "$4,400", "2": "$4,900", "3": "$21,233"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-35994", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Elena reports to Hana.\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance was founded in 1992.\n- Priya works for Pinnacle Software.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Halifax.\n- Elena works for Beacon Insurance.\n- Leila works for Helios Logistics.\n- Ravi works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Pinnacle Software was founded in 2002.\n- Lattice Analytics was founded in 2008.\n- Amara works for Pinnacle Software.\n- Bruno reports to Pablo.\n- Ravi reports to Priya.\n- Hana reports to Dmitri.\n- Amara reports to Sanne.\n- Pablo reports to Amara.\n- Sanne reports to Ravi.\n- Leila reports to Bruno.\n- Beacon Insurance is headquartered in Dunedin.\n- Sanne works for Pinnacle Software.\n- Priya reports to Elena.\n- Pablo works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-35995", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4543: employee Sanne B., hired 11 May 2021, separated 31 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2026-4543 under the controlling rules.", "criteria": {"0": "$4,400", "1": "$21,233", "2": "$4,950", "3": "$4,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4543 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-35996", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 55278 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-35997", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-35998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Jonas.\n- Summit Energy is headquartered in Ghent.\n- Jonas reports to Aisha.\n- Mara works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.\n- Ironwood Manufacturing was founded in 2007.\n- Bruno works for Ironwood Manufacturing.\n- Lucia reports to Ravi.\n- Bruno reports to Yuki.\n- Bluepine Aviation was founded in 1991.\n- Bluepine Aviation is headquartered in Tallinn.\n- Chiara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ravi works for Summit Energy.\n- Aisha works for Bluepine Aviation.\n- Mara reports to Chiara.\n- Atlas Freight is headquartered in Cork.\n- Lucia works for Summit Energy.\n- Summit Energy was founded in 2012.\n- Yuki works for Bluepine Aviation.\n- Aisha reports to Bruno.\n- Ravi reports to Mara.\n- Atlas Freight was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-35999", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Ingrid.\n- Zoya works for Northwind Systems.\n- Sofia reports to Chiara.\n- Emeka reports to Mateo.\n- Jonas works for Summit Energy.\n- Cedar Retail Group is headquartered in Brno.\n- Summit Energy is headquartered in Valencia.\n- Ingrid works for Cedar Retail Group.\n- Ingrid reports to Jonas.\n- Chiara reports to Dmitri.\n- Priya works for Cedar Retail Group.\n- Jonas reports to Tessa.\n- Tessa works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sofia works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2011.\n- Ironwood Manufacturing was founded in 1975.\n- Dmitri works for Summit Energy.\n- Summit Energy was founded in 2003.\n- Priya reports to Sofia.\n- Emeka works for Ironwood Manufacturing.\n- Zoya reports to Emeka.\n- Cedar Retail Group was founded in 2010.\n- Tessa reports to Zoya.\n- Northwind Systems is headquartered in Dunedin.\n- Mateo works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36000", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36001", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36002", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Stefan works for Pinnacle Software.\n- Meridian Bank is headquartered in Adelaide.\n- Jonas works for Pinnacle Software.\n- Wren reports to Pablo.\n- Elena reports to Mateo.\n- Tobias works for Meridian Bank.\n- Jonas reports to Stefan.\n- Stefan reports to Callum.\n- Meridian Bank was founded in 1992.\n- Mateo works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sanne reports to Jonas.\n- Pinnacle Software was founded in 2010.\n- Viktor works for Meridian Bank.\n- Callum reports to Tobias.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo reports to Elena.\n- Sanne works for Pinnacle Software.\n- Callum works for Cedar Retail Group.\n- Pablo works for Meridian Bank.\n- Pinnacle Software is headquartered in Ghent.\n- Cedar Retail Group was founded in 2004.\n- Ironwood Manufacturing was founded in 1987.\n- Tobias reports to Viktor.\n- Mateo reports to Sanne.\n- Wren works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36004", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Tracking for 73417 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Exchange Item — wants a different size/color/variant", "3": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36005", "family": "intent_v3", "state": "Incoming banking message:\n\"Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36006", "family": "intent_v3", "state": "Incoming devops message:\n\"Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36007", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 October 2024): For employees hired on or after 21 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4243: employee Bruno M., hired 18 May 2023, separated 13 January 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-4243 under the controlling rules.", "criteria": {"0": "$7,438", "1": "$7,350", "2": "$9,350", "3": "$31,850"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Ingrid works for Lattice Analytics.\n- Summit Energy is headquartered in Nagoya.\n- Sanne works for Summit Energy.\n- Stefan works for Summit Energy.\n- Lucia reports to Felix.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 1997.\n- Anders works for Summit Energy.\n- Anders reports to Leila.\n- Leila reports to Ingrid.\n- Felix reports to Stefan.\n- Stefan reports to Sanne.\n- Chiara reports to Lucia.\n- Summit Energy was founded in 2012.\n- Lattice Analytics was founded in 1988.\n- Ingrid reports to Chiara.\n- Helios Logistics is headquartered in Ghent.\n- Felix works for Lattice Analytics.\n- Atlas Freight is headquartered in Nagoya.\n- Helios Logistics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36009", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 01 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 31 August 2025): For employees hired on or after 31 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8781: employee Yuki R., hired 04 November 2024, separated 09 October 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2026-8781 under the controlling rules.", "criteria": {"0": "$2,500", "1": "$1,500", "2": "$10,833", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8781 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36010", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36011", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Callum.\n- Leila reports to Tobias.\n- Atlas Freight was founded in 2011.\n- Felix reports to Bruno.\n- Priya reports to Leila.\n- Yuki reports to Felix.\n- Bruno reports to Omar.\n- Northwind Systems was founded in 2010.\n- Atlas Freight is headquartered in Nagoya.\n- Leila works for Ironwood Manufacturing.\n- Chiara works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Felix works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1987.\n- Northwind Systems is headquartered in Austin.\n- Tobias reports to Yuki.\n- Tobias works for Bluepine Aviation.\n- Amara works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1984.\n- Callum works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Callum reports to Chiara.\n- Priya works for Northwind Systems.\n- Chiara reports to Amara.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Austin.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1987", "2": "1985", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36012", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9240: employee Bruno A., hired 12 February 2021, separated 13 March 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-9240 under the controlling rules.", "criteria": {"0": "$12,200", "1": "$10,200", "2": "$12,300", "3": "$52,867"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9240 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36013", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 32822\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "reports an item arrived broken", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36014", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Stefan.\n- Stefan works for Helios Logistics.\n- Summit Energy was founded in 1979.\n- Fernhill Foods is headquartered in Austin.\n- Sofia works for Cobalt Health.\n- Fernhill Foods was founded in 2001.\n- Cobalt Health is headquartered in Adelaide.\n- Priya works for Cobalt Health.\n- Aisha works for Summit Energy.\n- Helios Logistics is headquartered in Dunedin.\n- Omar reports to Sofia.\n- Stefan reports to Lucia.\n- Helios Logistics was founded in 1977.\n- Lucia reports to Ravi.\n- Summit Energy is headquartered in Porto.\n- Omar works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Tessa reports to Omar.\n- Ravi works for Fernhill Foods.\n- Aisha reports to Priya.\n- Lucia works for Fernhill Foods.\n- Cobalt Health was founded in 2001.\n- Ravi reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36015", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Zoya.\n- Leila reports to Deshawn.\n- Zoya works for Crescent Telecom.\n- Anders works for Northwind Systems.\n- Viktor reports to Chiara.\n- Kenji reports to Leila.\n- Northwind Systems is headquartered in Basel.\n- Felix reports to Anders.\n- Crescent Telecom was founded in 1976.\n- Zoya reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Anders reports to Ravi.\n- Leila works for Northwind Systems.\n- Cedar Retail Group was founded in 2015.\n- Felix works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Deshawn works for Beacon Insurance.\n- Ravi works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 1980.\n- Northwind Systems was founded in 1980.\n- Crescent Telecom is headquartered in Halifax.\n- Omar works for Beacon Insurance.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Austin.\n- Chiara reports to Felix.\n- Deshawn reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36016", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1980.\n- Omar works for Beacon Insurance.\n- Omar reports to Zoya.\n- Tessa reports to Emeka.\n- Emeka reports to Elena.\n- Mara reports to Tessa.\n- Vantage Air is headquartered in Leeds.\n- Felix reports to Lucia.\n- Elena works for Vantage Air.\n- Stefan works for Vantage Air.\n- Tessa works for Vantage Air.\n- Fernhill Foods was founded in 2008.\n- Fernhill Foods is headquartered in Dunedin.\n- Lucia works for Pinnacle Software.\n- Vantage Air was founded in 2003.\n- Sofia reports to Omar.\n- Emeka works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Sofia works for Vantage Air.\n- Beacon Insurance is headquartered in Malmo.\n- Lucia reports to Stefan.\n- Stefan reports to Mara.\n- Pinnacle Software is headquartered in Nagoya.\n- Beacon Insurance was founded in 1993.\n- Felix works for Pinnacle Software.\n- Zoya works for Vantage Air.\n- Zoya reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Meridian Bank.\n- Pablo reports to Nadia.\n- Emeka reports to Elena.\n- Amara reports to Dmitri.\n- Amara works for Crescent Telecom.\n- Sofia reports to Callum.\n- Crescent Telecom is headquartered in Tallinn.\n- Pablo works for Meridian Bank.\n- Callum works for Vantage Air.\n- Dmitri works for Meridian Bank.\n- Wren reports to Aisha.\n- Meridian Bank is headquartered in Oslo.\n- Meridian Bank was founded in 2006.\n- Tobias reports to Sofia.\n- Lattice Analytics is headquartered in Tallinn.\n- Elena works for Vantage Air.\n- Wren works for Lattice Analytics.\n- Dmitri reports to Pablo.\n- Deshawn reports to Tobias.\n- Nadia reports to Emeka.\n- Vantage Air was founded in 1991.\n- Vantage Air is headquartered in Turku.\n- Callum reports to Wren.\n- Lattice Analytics was founded in 1977.\n- Crescent Telecom was founded in 1982.\n- Aisha works for Meridian Bank.\n- Tobias works for Vantage Air.\n- Aisha reports to Amara.\n- Emeka works for Crescent Telecom.\n- Deshawn works for Meridian Bank.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1976.\n- Pablo reports to Felix.\n- Nadia reports to Pablo.\n- Northwind Systems is headquartered in Basel.\n- Pablo works for Cedar Retail Group.\n- Hana reports to Elena.\n- Crescent Telecom is headquartered in Cork.\n- Nadia works for Northwind Systems.\n- Felix reports to Hana.\n- Elena works for Crescent Telecom.\n- Lucia works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Chiara works for Cedar Retail Group.\n- Northwind Systems was founded in 1981.\n- Cedar Retail Group is headquartered in Ghent.\n- Tessa works for Crescent Telecom.\n- Elena reports to Lucia.\n- Tessa reports to Chiara.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1996.\n- Chiara reports to Nadia.\n- Fernhill Foods was founded in 2014.\n- Fernhill Foods is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Bruno.\n- Bluepine Aviation was founded in 1996.\n- Meridian Bank was founded in 2012.\n- Kenji works for Northwind Systems.\n- Priya reports to Leila.\n- Fernhill Foods was founded in 1991.\n- Aisha reports to Lucia.\n- Bruno works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Ingrid reports to Kenji.\n- Northwind Systems is headquartered in Ghent.\n- Ingrid works for Northwind Systems.\n- Bluepine Aviation is headquartered in Valencia.\n- Fernhill Foods is headquartered in Ghent.\n- Lucia works for Meridian Bank.\n- Aisha works for Fernhill Foods.\n- Leila reports to Elena.\n- Kenji reports to Priya.\n- Leila works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Meridian Bank is headquartered in Leeds.\n- Bruno reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1994", "2": "1989", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36021", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 September 2023): For employees hired on or after 26 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-6277: employee Ravi R., hired 01 September 2021, separated 07 November 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-6277?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-6277 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36022", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-7 (VERSION 2, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 26 February 2023): For employees hired on or after 26 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7483: employee Dmitri A., hired 04 July 2019, separated 27 July 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7483?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7483 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Austin.\n- Stefan works for Cedar Retail Group.\n- Tobias reports to Leila.\n- Cedar Retail Group is headquartered in Austin.\n- Chiara reports to Tessa.\n- Anders reports to Mara.\n- Cedar Retail Group was founded in 1996.\n- Northwind Systems was founded in 2002.\n- Leila works for Northwind Systems.\n- Bluepine Aviation was founded in 2010.\n- Wren works for Northwind Systems.\n- Mara works for Northwind Systems.\n- Stefan reports to Tobias.\n- Mara reports to Stefan.\n- Vantage Air was founded in 2000.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Leila reports to Chiara.\n- Chiara works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Tessa works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Tessa reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Lyon", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36024", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36025", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Omar reports to Hana.\n- Vantage Air is headquartered in Halifax.\n- Sofia reports to Chiara.\n- Hana reports to Stefan.\n- Jonas reports to Omar.\n- Stefan works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Omar works for Meridian Bank.\n- Mara works for Ironwood Manufacturing.\n- Vantage Air was founded in 2008.\n- Mei reports to Sofia.\n- Bluepine Aviation is headquartered in Cork.\n- Mara reports to Mei.\n- Hana works for Bluepine Aviation.\n- Meridian Bank was founded in 1986.\n- Mei works for Meridian Bank.\n- Sofia works for Bluepine Aviation.\n- Meridian Bank is headquartered in Cork.\n- Chiara reports to Jonas.\n- Ironwood Manufacturing is headquartered in Cork.\n- Bluepine Aviation was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36026", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2575: employee Kenji A., hired 11 June 2023, separated 17 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2575?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36027", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-8 (VERSION 2, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 26 March 2025): For employees hired on or after 26 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7930: employee Kenji S., hired 29 October 2022, separated 12 February 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2025-7930 under the controlling rules.", "criteria": {"0": "$53,300", "1": "$12,375", "2": "$13,300", "3": "$12,300"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Stefan.\n- Chiara works for Northwind Systems.\n- Yuki reports to Mei.\n- Lattice Analytics is headquartered in Lyon.\n- Pablo reports to Chiara.\n- Wren works for Beacon Insurance.\n- Wren reports to Ravi.\n- Pablo works for Beacon Insurance.\n- Stefan reports to Wren.\n- Beacon Insurance was founded in 1990.\n- Tobias reports to Lucia.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1981.\n- Lattice Analytics was founded in 2015.\n- Stefan works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Lyon.\n- Tobias works for Cedar Retail Group.\n- Omar works for Lattice Analytics.\n- Northwind Systems is headquartered in Lyon.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2010.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia works for Northwind Systems.\n- Ravi reports to Pablo.\n- Lucia reports to Omar.\n- Chiara reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cedar Retail Group", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36029", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Play Music — asks to play audio", "1": "Control Lights — controls lighting", "2": "Set Timer — asks for a countdown timer", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36030", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks for lab results", "3": "asks about insurance coverage", "4": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36031", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-9 (VERSION 4, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 March 2023): For employees hired on or after 11 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9703: employee Zoya R., hired 10 August 2021, separated 10 April 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9703?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9703 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2012.\n- Cedar Retail Group is headquartered in Brno.\n- Viktor works for Vantage Air.\n- Elena reports to Nadia.\n- Hana works for Cedar Retail Group.\n- Stefan reports to Viktor.\n- Ingrid works for Cedar Retail Group.\n- Hana reports to Elena.\n- Nadia works for Pinnacle Software.\n- Ingrid reports to Hana.\n- Cedar Retail Group was founded in 1996.\n- Mara reports to Stefan.\n- Beacon Insurance was founded in 1984.\n- Vantage Air was founded in 2015.\n- Nadia reports to Tobias.\n- Pinnacle Software is headquartered in Austin.\n- Beacon Insurance is headquartered in Lyon.\n- Tobias works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Viktor reports to Ingrid.\n- Stefan works for Vantage Air.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36033", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Report Outage — reports a system outage", "2": "Deprovision — removes access for a leaver", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36034", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-5 (VERSION 6, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 May 2023): For employees hired on or after 07 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2435: employee Bruno B., hired 10 December 2019, separated 20 August 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-2435 under the controlling rules.", "criteria": {"0": "$10,650", "1": "$8,650", "2": "$46,150", "3": "$10,575"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Stefan works for Crescent Telecom.\n- Elena reports to Tobias.\n- Elena works for Meridian Bank.\n- Omar works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Kenji works for Bluepine Aviation.\n- Tobias reports to Omar.\n- Bluepine Aviation is headquartered in Cork.\n- Ravi works for Crescent Telecom.\n- Bluepine Aviation was founded in 2004.\n- Aisha works for Cobalt Health.\n- Stefan reports to Elena.\n- Meridian Bank is headquartered in Halifax.\n- Meridian Bank was founded in 1985.\n- Aisha reports to Mateo.\n- Crescent Telecom was founded in 1978.\n- Cobalt Health was founded in 2000.\n- Tobias works for Meridian Bank.\n- Cobalt Health is headquartered in Halifax.\n- Mateo works for Crescent Telecom.\n- Ravi reports to Stefan.\n- Zoya reports to Nadia.\n- Nadia reports to Aisha.\n- Omar reports to Pablo.\n- Mara works for Crescent Telecom.\n- Pablo reports to Kenji.\n- Zoya works for Crescent Telecom.\n- Nadia works for Cobalt Health.\n- Mara reports to Ravi.\n- Mateo reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36036", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-9 (VERSION 5, EFFECTIVE 25 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 December 2025): For employees hired on or after 18 December 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6540: employee Hana K., hired 24 September 2022, separated 16 June 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-6540?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6540 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sofia.\n- Jonas reports to Leila.\n- Ravi works for Summit Energy.\n- Sofia reports to Hana.\n- Leila works for Northwind Systems.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Jonas.\n- Sofia works for Summit Energy.\n- Crescent Telecom is headquartered in Dunedin.\n- Summit Energy was founded in 1984.\n- Nadia works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Jonas works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Pablo works for Northwind Systems.\n- Summit Energy is headquartered in Valencia.\n- Viktor reports to Tessa.\n- Hana works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Pablo reports to Lucia.\n- Beacon Insurance was founded in 1975.\n- Lucia reports to Nadia.\n- Priya reports to Viktor.\n- Leila reports to Priya.\n- Northwind Systems is headquartered in Dunedin.\n- Tessa works for Summit Energy.\n- Hana reports to Ravi.\n- Northwind Systems was founded in 2004.\n- Ravi reports to Dmitri.\n- Lucia works for Summit Energy.\n- Crescent Telecom was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36038", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-9589: employee Felix B., hired 30 July 2022, separated 05 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-9589?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-9589 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Ravi.\n- Nadia reports to Kenji.\n- Helios Logistics is headquartered in Turku.\n- Bluepine Aviation was founded in 1981.\n- Elena reports to Tessa.\n- Kenji works for Atlas Freight.\n- Bruno reports to Elena.\n- Bruno works for Helios Logistics.\n- Tobias reports to Sofia.\n- Tobias works for Helios Logistics.\n- Sofia reports to Stefan.\n- Emeka reports to Leila.\n- Emeka works for Crescent Telecom.\n- Atlas Freight was founded in 1994.\n- Crescent Telecom is headquartered in Turku.\n- Atlas Freight is headquartered in Turku.\n- Ravi reports to Tobias.\n- Leila reports to Priya.\n- Crescent Telecom was founded in 1977.\n- Bluepine Aviation is headquartered in Turku.\n- Elena works for Bluepine Aviation.\n- Stefan reports to Emeka.\n- Priya works for Helios Logistics.\n- Tessa reports to Nadia.\n- Tessa works for Bluepine Aviation.\n- Nadia works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Stefan works for Bluepine Aviation.\n- Helios Logistics was founded in 1982.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36040", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "asks to send money", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Cobalt Health was founded in 2008.\n- Ingrid reports to Omar.\n- Nadia works for Meridian Bank.\n- Amara reports to Ingrid.\n- Bluepine Aviation is headquartered in Dunedin.\n- Aisha works for Bluepine Aviation.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Aisha.\n- Meridian Bank is headquartered in Malmo.\n- Nadia reports to Emeka.\n- Omar works for Beacon Insurance.\n- Amara works for Meridian Bank.\n- Aisha reports to Amara.\n- Emeka reports to Lucia.\n- Omar reports to Nadia.\n- Beacon Insurance was founded in 2015.\n- Ingrid works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Cobalt Health is headquartered in Adelaide.\n- Meridian Bank was founded in 2000.\n- Lucia works for Beacon Insurance.\n- Bluepine Aviation was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36042", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36043", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6951: employee Zoya S., hired 05 June 2021, separated 17 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-6951?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36044", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim", "4": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36045", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36046", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Mateo works for Helios Logistics.\n- Callum works for Bluepine Aviation.\n- Omar works for Beacon Insurance.\n- Zoya reports to Omar.\n- Bluepine Aviation was founded in 1992.\n- Deshawn works for Helios Logistics.\n- Zoya works for Fernhill Foods.\n- Tobias reports to Callum.\n- Nadia reports to Amara.\n- Mateo reports to Deshawn.\n- Viktor reports to Tobias.\n- Beacon Insurance is headquartered in Porto.\n- Felix works for Beacon Insurance.\n- Callum reports to Nadia.\n- Deshawn reports to Viktor.\n- Viktor works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.\n- Omar reports to Felix.\n- Bluepine Aviation is headquartered in Halifax.\n- Helios Logistics is headquartered in Porto.\n- Felix reports to Mateo.\n- Beacon Insurance was founded in 1989.\n- Amara works for Fernhill Foods.\n- Fernhill Foods was founded in 1991.\n- Helios Logistics was founded in 1993.\n- Nadia works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36047", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36048", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "control_lights", "2": "set_alarm", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36049", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3641: employee Amara T., hired 29 July 2020, separated 27 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-3641?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3641 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36050", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3110: employee Leila B., hired 11 April 2022, separated 09 March 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2025-3110 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$7,529", "2": "$45,000", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36051", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "books airfare", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Lucia.\n- Tobias works for Cedar Retail Group.\n- Viktor reports to Tobias.\n- Cedar Retail Group is headquartered in Leeds.\n- Mara works for Cedar Retail Group.\n- Hana works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Viktor works for Cedar Retail Group.\n- Deshawn reports to Aisha.\n- Fernhill Foods is headquartered in Bergen.\n- Yuki reports to Viktor.\n- Deshawn works for Cedar Retail Group.\n- Meridian Bank was founded in 1979.\n- Jonas reports to Hana.\n- Jonas works for Meridian Bank.\n- Vantage Air is headquartered in Dunedin.\n- Fernhill Foods was founded in 1975.\n- Yuki works for Fernhill Foods.\n- Tobias reports to Jonas.\n- Lucia works for Vantage Air.\n- Meridian Bank is headquartered in Bergen.\n- Aisha works for Meridian Bank.\n- Vantage Air was founded in 2011.\n- Aisha reports to Wren.\n- Cedar Retail Group was founded in 1988.\n- Lucia reports to Deshawn.\n- Wren reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36053", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-8 (VERSION 7, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 03 November 2025): For employees hired on or after 03 November 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-4806: employee Priya A., hired 10 September 2024, separated 04 May 2027 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-4806?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-4806 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36054", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 22 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 22 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5080: employee Bruno K., hired 25 January 2023, separated 28 November 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5080?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36055", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-7 (VERSION 6, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-9220: employee Hana M., hired 09 December 2021, separated 16 July 2026 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-9220?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-9220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Nadia works for Crescent Telecom.\n- Aisha works for Ironwood Manufacturing.\n- Amara works for Cobalt Health.\n- Zoya reports to Mateo.\n- Hana reports to Aisha.\n- Wren reports to Zoya.\n- Bruno works for Crescent Telecom.\n- Hana works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Ghent.\n- Mateo works for Cobalt Health.\n- Emeka works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1979.\n- Emeka reports to Ravi.\n- Mateo reports to Hana.\n- Felix reports to Emeka.\n- Zoya works for Crescent Telecom.\n- Omar works for Cobalt Health.\n- Omar reports to Bruno.\n- Felix works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Ravi reports to Nadia.\n- Amara reports to Omar.\n- Nadia reports to Amara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Crescent Telecom was founded in 1991.\n- Crescent Telecom is headquartered in Ghent.\n- Ravi works for Ironwood Manufacturing.\n- Wren works for Cobalt Health.\n- Aisha reports to Felix.\n- Cobalt Health was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36057", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36058", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Cancel Subscription — wants to end recurring billing", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Nadia.\n- Dmitri works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Austin.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing was founded in 1996.\n- Sofia works for Ironwood Manufacturing.\n- Priya works for Bluepine Aviation.\n- Zoya works for Vantage Air.\n- Wren reports to Sofia.\n- Deshawn reports to Priya.\n- Vantage Air was founded in 2001.\n- Nadia works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2010.\n- Nadia reports to Wren.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 1999.\n- Sofia reports to Pablo.\n- Pablo reports to Zoya.\n- Deshawn works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Pablo works for Ironwood Manufacturing.\n- Zoya reports to Deshawn.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mateo.\n- Ironwood Manufacturing was founded in 1976.\n- Hana reports to Leila.\n- Zoya works for Helios Logistics.\n- Sanne works for Lattice Analytics.\n- Mateo reports to Mara.\n- Helios Logistics was founded in 2014.\n- Aisha reports to Tessa.\n- Chiara works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Bruno reports to Ingrid.\n- Aisha works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Zoya reports to Hana.\n- Amara reports to Aisha.\n- Ingrid reports to Amara.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Leila works for Lattice Analytics.\n- Tessa reports to Zoya.\n- Mara reports to Sanne.\n- Bruno works for Vantage Air.\n- Lattice Analytics was founded in 2008.\n- Chiara reports to Bruno.\n- Ingrid works for Lattice Analytics.\n- Vantage Air is headquartered in Halifax.\n- Mara works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Helios Logistics is headquartered in Cork.\n- Lattice Analytics is headquartered in Halifax.\n- Vantage Air was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2012", "2": "2009", "3": "2017"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36061", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-9 (VERSION 2, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 January 2024): For employees hired on or after 09 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7529: employee Elena R., hired 25 June 2021, separated 30 July 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2026-7529 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,425", "2": "$30,333", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36062", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36063", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Atlas Freight.\n- Mei works for Crescent Telecom.\n- Atlas Freight is headquartered in Austin.\n- Fernhill Foods was founded in 2007.\n- Crescent Telecom is headquartered in Porto.\n- Mei reports to Elena.\n- Kenji works for Crescent Telecom.\n- Wren works for Lattice Analytics.\n- Anders reports to Ingrid.\n- Lucia works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Chiara reports to Felix.\n- Felix works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Ingrid works for Fernhill Foods.\n- Crescent Telecom was founded in 1999.\n- Felix reports to Wren.\n- Wren reports to Anders.\n- Elena reports to Lucia.\n- Kenji reports to Chiara.\n- Ingrid reports to Ravi.\n- Anders works for Crescent Telecom.\n- Fernhill Foods is headquartered in Austin.\n- Chiara works for Atlas Freight.\n- Lattice Analytics is headquartered in Austin.\n- Ravi reports to Mei.\n- Lattice Analytics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36065", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36066", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4580: employee Stefan R., hired 07 September 2021, separated 31 July 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-4580 under the controlling rules.", "criteria": {"0": "$25,442", "1": "$26,442", "2": "$110,250", "3": "$25,312"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36067", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Nagoya.\n- Aisha works for Northwind Systems.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Northwind Systems.\n- Tessa works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1975.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tessa reports to Omar.\n- Anders works for Northwind Systems.\n- Mara reports to Tessa.\n- Beacon Insurance is headquartered in Nagoya.\n- Viktor works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Beacon Insurance was founded in 2001.\n- Aisha reports to Hana.\n- Callum reports to Viktor.\n- Hana works for Beacon Insurance.\n- Omar reports to Anders.\n- Viktor reports to Aisha.\n- Helios Logistics was founded in 1981.\n- Hana reports to Mara.\n- Northwind Systems was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36068", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Mateo works for Vantage Air.\n- Mei works for Ironwood Manufacturing.\n- Dmitri works for Vantage Air.\n- Zoya reports to Mateo.\n- Vantage Air was founded in 1977.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji works for Vantage Air.\n- Kenji reports to Sofia.\n- Jonas reports to Mei.\n- Callum reports to Dmitri.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2002.\n- Callum works for Beacon Insurance.\n- Jonas works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Oslo.\n- Fernhill Foods was founded in 1981.\n- Mateo reports to Jonas.\n- Fernhill Foods is headquartered in Oslo.\n- Mei reports to Callum.\n- Dmitri reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Hana works for Beacon Insurance.\n- Felix reports to Leila.\n- Pablo works for Beacon Insurance.\n- Helios Logistics was founded in 2007.\n- Atlas Freight is headquartered in Austin.\n- Aisha works for Vantage Air.\n- Elena reports to Felix.\n- Hana reports to Pablo.\n- Jonas reports to Aisha.\n- Beacon Insurance was founded in 2000.\n- Jonas works for Atlas Freight.\n- Elena works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Priya reports to Yuki.\n- Callum works for Vantage Air.\n- Beacon Insurance is headquartered in Tallinn.\n- Helios Logistics is headquartered in Valencia.\n- Deshawn reports to Jonas.\n- Priya works for Vantage Air.\n- Pablo reports to Callum.\n- Ravi works for Vantage Air.\n- Callum reports to Priya.\n- Yuki reports to Elena.\n- Leila works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Atlas Freight was founded in 1997.\n- Vantage Air was founded in 1975.\n- Ravi reports to Deshawn.\n- Felix works for Atlas Freight.\n- Leila reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Vantage Air", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36070", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36071", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8574: employee Ravi B., hired 12 July 2022, separated 29 November 2023 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2025-8574 under the controlling rules.", "criteria": {"0": "$10,231", "1": "$4,846", "2": "$40,000", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36072", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3500: employee Pablo S., hired 04 October 2023, separated 23 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3500?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36073", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36075", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36076", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36077", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 24 February 2024): For employees hired on or after 24 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8104: employee Bruno A., hired 26 December 2020, separated 14 May 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-8104?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Basel.\n- Mei reports to Emeka.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 2005.\n- Viktor reports to Anders.\n- Omar works for Meridian Bank.\n- Lucia works for Summit Energy.\n- Lucia reports to Viktor.\n- Anders works for Summit Energy.\n- Atlas Freight was founded in 1976.\n- Bluepine Aviation was founded in 1985.\n- Mei works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Wren reports to Jonas.\n- Anders reports to Wren.\n- Meridian Bank is headquartered in Porto.\n- Jonas reports to Hana.\n- Meridian Bank was founded in 1991.\n- Jonas works for Summit Energy.\n- Pablo reports to Lucia.\n- Hana reports to Omar.\n- Wren works for Bluepine Aviation.\n- Pablo works for Bluepine Aviation.\n- Omar reports to Mei.\n- Summit Energy is headquartered in Porto.\n- Emeka works for Meridian Bank.\n- Viktor works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Basel", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Sanne.\n- Anders reports to Ravi.\n- Pinnacle Software was founded in 2004.\n- Chiara reports to Amara.\n- Lattice Analytics was founded in 1995.\n- Ironwood Manufacturing was founded in 1980.\n- Ravi reports to Chiara.\n- Ingrid works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Anders works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Amara reports to Tobias.\n- Hana works for Pinnacle Software.\n- Tobias works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Cork.\n- Sanne works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Ingrid reports to Priya.\n- Ravi works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Pinnacle Software is headquartered in Leeds.\n- Hana reports to Sofia.\n- Beacon Insurance was founded in 1979.\n- Priya reports to Zoya.\n- Sofia reports to Stefan.\n- Sanne reports to Hana.\n- Zoya works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Stefan reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36080", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9768: employee Tessa A., hired 14 March 2024, separated 29 July 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-9768 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$8,231", "2": "$9,231", "3": "$4,846"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Cobalt Health was founded in 1991.\n- Deshawn reports to Mara.\n- Summit Energy was founded in 1992.\n- Felix works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Deshawn works for Cobalt Health.\n- Cedar Retail Group was founded in 2011.\n- Emeka reports to Felix.\n- Kenji works for Cobalt Health.\n- Vantage Air was founded in 1984.\n- Mateo works for Cobalt Health.\n- Vantage Air is headquartered in Malmo.\n- Mara works for Vantage Air.\n- Cedar Retail Group is headquartered in Cork.\n- Mateo reports to Emeka.\n- Lucia reports to Nadia.\n- Kenji reports to Lucia.\n- Nadia reports to Deshawn.\n- Felix reports to Kenji.\n- Emeka works for Summit Energy.\n- Lucia works for Vantage Air.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1982", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Tessa reports to Wren.\n- Anders works for Atlas Freight.\n- Sanne reports to Dmitri.\n- Deshawn works for Meridian Bank.\n- Mei reports to Jonas.\n- Felix works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Deshawn reports to Mei.\n- Jonas reports to Felix.\n- Jonas works for Atlas Freight.\n- Meridian Bank is headquartered in Valencia.\n- Wren works for Meridian Bank.\n- Atlas Freight was founded in 1977.\n- Pablo reports to Tessa.\n- Ingrid reports to Anders.\n- Beacon Insurance was founded in 1990.\n- Helios Logistics was founded in 1986.\n- Dmitri works for Atlas Freight.\n- Mateo reports to Deshawn.\n- Pablo works for Atlas Freight.\n- Helios Logistics is headquartered in Brno.\n- Atlas Freight is headquartered in Malmo.\n- Felix reports to Pablo.\n- Anders reports to Mateo.\n- Tessa works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Mei works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Mateo works for Beacon Insurance.\n- Wren reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Lyon.\n- Pinnacle Software was founded in 1976.\n- Bluepine Aviation was founded in 2000.\n- Northwind Systems is headquartered in Malmo.\n- Mei works for Bluepine Aviation.\n- Mateo works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Felix works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Mei reports to Jonas.\n- Felix reports to Ingrid.\n- Aisha reports to Dmitri.\n- Zoya reports to Yuki.\n- Northwind Systems was founded in 1987.\n- Ingrid works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Callum reports to Mei.\n- Atlas Freight was founded in 1977.\n- Bluepine Aviation is headquartered in Valencia.\n- Mateo reports to Callum.\n- Tessa works for Bluepine Aviation.\n- Aisha works for Atlas Freight.\n- Kenji reports to Tessa.\n- Pinnacle Software is headquartered in Valencia.\n- Jonas works for Northwind Systems.\n- Kenji works for Bluepine Aviation.\n- Yuki works for Pinnacle Software.\n- Dmitri reports to Felix.\n- Ingrid reports to Zoya.\n- Tessa reports to Mateo.\n- Yuki reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36084", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "request_leave", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36085", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 2, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3223: employee Bruno M., hired 30 May 2023, separated 07 February 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2025-3223 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,731", "2": "$9,231", "3": "$6,231"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Cedar Retail Group is headquartered in Dunedin.\n- Elena works for Lattice Analytics.\n- Tessa works for Cedar Retail Group.\n- Hana reports to Elena.\n- Mei reports to Pablo.\n- Helios Logistics was founded in 1994.\n- Mara works for Cedar Retail Group.\n- Nadia reports to Mei.\n- Mei works for Lattice Analytics.\n- Cedar Retail Group was founded in 1996.\n- Pablo works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Malmo.\n- Elena reports to Wren.\n- Lattice Analytics was founded in 2010.\n- Omar works for Helios Logistics.\n- Northwind Systems was founded in 2012.\n- Amara reports to Nadia.\n- Leila works for Lattice Analytics.\n- Omar reports to Mara.\n- Amara works for Lattice Analytics.\n- Mara reports to Tessa.\n- Pablo reports to Hana.\n- Northwind Systems is headquartered in Malmo.\n- Helios Logistics is headquartered in Halifax.\n- Nadia works for Lattice Analytics.\n- Tessa reports to Leila.\n- Hana works for Cedar Retail Group.\n- Leila reports to Amara.\n- Wren reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Porto.\n- Tessa reports to Bruno.\n- Wren works for Pinnacle Software.\n- Tessa works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Cobalt Health was founded in 2010.\n- Deshawn reports to Anders.\n- Elena reports to Sofia.\n- Anders reports to Nadia.\n- Deshawn works for Lattice Analytics.\n- Lucia reports to Tessa.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Pinnacle Software was founded in 2012.\n- Beacon Insurance was founded in 2004.\n- Wren reports to Elena.\n- Sofia reports to Amara.\n- Bruno reports to Wren.\n- Nadia works for Cobalt Health.\n- Elena works for Lattice Analytics.\n- Cobalt Health is headquartered in Porto.\n- Pinnacle Software is headquartered in Tampere.\n- Nadia reports to Lucia.\n- Anders works for Cobalt Health.\n- Lattice Analytics was founded in 2013.\n- Bruno works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36088", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3925: employee Omar R., hired 15 August 2023, separated 13 May 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-3925 under the controlling rules.", "criteria": {"0": "$6,150", "1": "$5,150", "2": "$6,075", "3": "$26,650"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3925 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Adelaide.\n- Wren reports to Ingrid.\n- Lattice Analytics is headquartered in Basel.\n- Deshawn works for Vantage Air.\n- Chiara reports to Tessa.\n- Tessa works for Lattice Analytics.\n- Wren works for Summit Energy.\n- Hana reports to Nadia.\n- Lattice Analytics was founded in 1979.\n- Fernhill Foods was founded in 2003.\n- Mei works for Summit Energy.\n- Tessa reports to Wren.\n- Summit Energy was founded in 1982.\n- Deshawn reports to Hana.\n- Nadia works for Vantage Air.\n- Ingrid reports to Deshawn.\n- Summit Energy is headquartered in Oslo.\n- Hana works for Summit Energy.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 2014.\n- Ingrid works for Vantage Air.\n- Mei reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1974", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36090", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Pinnacle Software.\n- Mara reports to Pablo.\n- Fernhill Foods is headquartered in Ghent.\n- Callum reports to Bruno.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Leila.\n- Mateo works for Helios Logistics.\n- Fernhill Foods was founded in 1989.\n- Bruno works for Helios Logistics.\n- Leila works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1996.\n- Pablo works for Fernhill Foods.\n- Bruno reports to Mara.\n- Pablo reports to Kenji.\n- Yuki works for Helios Logistics.\n- Kenji reports to Omar.\n- Mara works for Pinnacle Software.\n- Callum works for Fernhill Foods.\n- Pinnacle Software is headquartered in Cork.\n- Stefan reports to Callum.\n- Dmitri works for Pinnacle Software.\n- Mateo reports to Felix.\n- Kenji works for Helios Logistics.\n- Felix reports to Yuki.\n- Helios Logistics is headquartered in Cork.\n- Stefan works for Pinnacle Software.\n- Leila reports to Mateo.\n- Yuki reports to Stefan.\n- Ironwood Manufacturing was founded in 2003.\n- Ironwood Manufacturing is headquartered in Brno.\n- Helios Logistics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1987", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36092", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36093", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 7, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3041: employee Wren K., hired 06 June 2024, separated 11 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3041?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3041 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36094", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36095", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36096", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Meridian Bank.\n- Atlas Freight was founded in 1998.\n- Nadia works for Cobalt Health.\n- Dmitri reports to Callum.\n- Yuki reports to Anders.\n- Summit Energy was founded in 2003.\n- Mara works for Meridian Bank.\n- Cobalt Health is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Emeka works for Cobalt Health.\n- Summit Energy is headquartered in Malmo.\n- Meridian Bank was founded in 1994.\n- Chiara reports to Emeka.\n- Meridian Bank is headquartered in Oslo.\n- Aisha reports to Dmitri.\n- Aisha works for Atlas Freight.\n- Yuki works for Cobalt Health.\n- Callum reports to Tobias.\n- Cobalt Health was founded in 2007.\n- Mei reports to Chiara.\n- Dmitri works for Atlas Freight.\n- Emeka reports to Nadia.\n- Tobias reports to Sofia.\n- Anders reports to Mei.\n- Anders works for Summit Energy.\n- Callum works for Summit Energy.\n- Chiara works for Summit Energy.\n- Sofia works for Summit Energy.\n- Sofia reports to Mara.\n- Mara reports to Yuki.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Valencia", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36097", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36098", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY RET-5 (VERSION 2, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 23 October 2022): For employees hired on or after 23 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1178: employee Elena S., hired 24 February 2020, separated 19 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-5-2026-1178 under the controlling rules.", "criteria": {"0": "$11,562", "1": "$49,833", "2": "$11,500", "3": "$12,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36099", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-9 (VERSION 4, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7461: employee Jonas R., hired 20 May 2021, separated 27 February 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7461?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7461 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Bruno.\n- Callum works for Crescent Telecom.\n- Atlas Freight is headquartered in Brno.\n- Lattice Analytics was founded in 2014.\n- Sofia works for Atlas Freight.\n- Mara reports to Tessa.\n- Northwind Systems was founded in 1975.\n- Stefan reports to Mara.\n- Priya reports to Tobias.\n- Tobias works for Crescent Telecom.\n- Priya works for Northwind Systems.\n- Callum reports to Deshawn.\n- Stefan works for Atlas Freight.\n- Lattice Analytics is headquartered in Dunedin.\n- Deshawn works for Lattice Analytics.\n- Mara works for Northwind Systems.\n- Tessa reports to Sofia.\n- Bruno works for Crescent Telecom.\n- Elena works for Lattice Analytics.\n- Crescent Telecom is headquartered in Cork.\n- Bruno reports to Priya.\n- Atlas Freight was founded in 2000.\n- Tessa works for Crescent Telecom.\n- Deshawn reports to Stefan.\n- Northwind Systems is headquartered in Dunedin.\n- Elena reports to Callum.\n- Crescent Telecom was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Dunedin", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36101", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "report_delay", "2": "schedule_pickup", "3": "quote_request", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36102", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1096: employee Kenji K., hired 23 June 2022, separated 08 April 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1096?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36103", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36104", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36105", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 09 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 29 June 2024): For employees hired on or after 29 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-9754: employee Aisha R., hired 19 October 2022, separated 03 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-9754?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-9754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36107", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4998: employee Sanne A., hired 08 January 2023, separated 22 June 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4998?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36108", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-2 (VERSION 3, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 September 2025): For employees hired on or after 06 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9214: employee Felix A., hired 12 July 2025, separated 21 June 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9214?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36109", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "books airfare", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36110", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 February 2025): For employees hired on or after 10 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7474: employee Jonas B., hired 12 January 2023, separated 13 February 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7474?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7474 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Yuki.\n- Mei works for Cobalt Health.\n- Chiara works for Vantage Air.\n- Mara works for Cobalt Health.\n- Crescent Telecom is headquartered in Turku.\n- Mara reports to Chiara.\n- Pablo reports to Anders.\n- Yuki works for Cobalt Health.\n- Stefan works for Vantage Air.\n- Crescent Telecom was founded in 1984.\n- Ingrid works for Vantage Air.\n- Cobalt Health was founded in 2004.\n- Priya reports to Stefan.\n- Ingrid reports to Jonas.\n- Stefan reports to Ingrid.\n- Anders works for Cobalt Health.\n- Priya works for Vantage Air.\n- Chiara reports to Priya.\n- Ravi works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Mei reports to Ravi.\n- Jonas works for Crescent Telecom.\n- Leila works for Vantage Air.\n- Cobalt Health is headquartered in Malmo.\n- Vantage Air was founded in 1981.\n- Yuki reports to Pablo.\n- Vantage Air is headquartered in Turku.\n- Ravi reports to Mara.\n- Bluepine Aviation is headquartered in Turku.\n- Bluepine Aviation was founded in 1999.\n- Anders reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1976", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36113", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Test Results — asks for lab results", "1": "Coverage Question — asks about insurance coverage", "2": "Book Appointment — books a visit", "3": "Referral — requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36114", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Bluepine Aviation.\n- Ingrid works for Meridian Bank.\n- Priya reports to Tessa.\n- Meridian Bank was founded in 2010.\n- Omar reports to Leila.\n- Bluepine Aviation was founded in 2010.\n- Mara works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Wren reports to Deshawn.\n- Leila works for Bluepine Aviation.\n- Mara reports to Priya.\n- Wren works for Bluepine Aviation.\n- Leila reports to Wren.\n- Kenji reports to Mara.\n- Tessa reports to Stefan.\n- Priya works for Lattice Analytics.\n- Stefan works for Meridian Bank.\n- Bluepine Aviation is headquartered in Porto.\n- Omar works for Lattice Analytics.\n- Tessa works for Pinnacle Software.\n- Stefan reports to Omar.\n- Pinnacle Software was founded in 2001.\n- Lattice Analytics is headquartered in Halifax.\n- Meridian Bank is headquartered in Porto.\n- Ingrid reports to Kenji.\n- Lattice Analytics was founded in 1990.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Lyon", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36115", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36116", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-4 (VERSION 5, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1460: employee Chiara R., hired 10 September 2021, separated 02 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1460?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36117", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36118", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36119", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36120", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 99860\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "change_address", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36121", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36122", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Beacon Insurance.\n- Hana reports to Sofia.\n- Summit Energy is headquartered in Bergen.\n- Hana works for Meridian Bank.\n- Leila works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Hana.\n- Meridian Bank was founded in 1985.\n- Nadia works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Felix reports to Nadia.\n- Ravi works for Bluepine Aviation.\n- Beacon Insurance was founded in 1979.\n- Bluepine Aviation is headquartered in Ghent.\n- Sofia reports to Kenji.\n- Meridian Bank is headquartered in Bergen.\n- Beacon Insurance is headquartered in Lyon.\n- Elena works for Bluepine Aviation.\n- Elena reports to Chiara.\n- Nadia reports to Elena.\n- Leila reports to Ravi.\n- Chiara reports to Dmitri.\n- Kenji works for Beacon Insurance.\n- Kenji reports to Leila.\n- Chiara works for Beacon Insurance.\n- Ravi reports to Tobias.\n- Priya reports to Felix.\n- Priya works for Summit Energy.\n- Bluepine Aviation was founded in 2006.\n- Summit Energy was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36123", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 November 2023): For employees hired on or after 14 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3002: employee Leila S., hired 12 October 2023, separated 12 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3002?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36124", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36125", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1996.\n- Mateo reports to Mei.\n- Bruno reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Kenji works for Atlas Freight.\n- Emeka reports to Chiara.\n- Anders works for Pinnacle Software.\n- Anders reports to Kenji.\n- Mei works for Summit Energy.\n- Atlas Freight is headquartered in Leeds.\n- Kenji reports to Bruno.\n- Summit Energy was founded in 1997.\n- Chiara reports to Amara.\n- Jonas works for Bluepine Aviation.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 1979.\n- Amara reports to Mateo.\n- Mei reports to Jonas.\n- Pinnacle Software is headquartered in Cork.\n- Bruno works for Bluepine Aviation.\n- Pinnacle Software was founded in 1998.\n- Summit Energy is headquartered in Cork.\n- Mateo works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Jonas reports to Felix.\n- Bluepine Aviation is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36126", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 January 2023): For employees hired on or after 03 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5331: employee Viktor B., hired 02 October 2022, separated 03 January 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5331?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36127", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 03 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 October 2022): For employees hired on or after 30 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 03 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6217: employee Mateo M., hired 07 February 2020, separated 11 January 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6217?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36128", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to play audio", "1": "asks to set a wake-up or reminder alarm", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36129", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Freeze Card — asks to freeze a card", "2": "Wire Transfer — asks to send money", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Omar.\n- Omar reports to Jonas.\n- Nadia reports to Felix.\n- Beacon Insurance was founded in 1976.\n- Emeka works for Summit Energy.\n- Yuki works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lucia works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Felix reports to Emeka.\n- Cobalt Health is headquartered in Oslo.\n- Amara works for Ironwood Manufacturing.\n- Summit Energy was founded in 2000.\n- Emeka reports to Callum.\n- Ironwood Manufacturing was founded in 2002.\n- Beacon Insurance is headquartered in Turku.\n- Zoya works for Ironwood Manufacturing.\n- Felix works for Summit Energy.\n- Cobalt Health was founded in 1987.\n- Callum works for Summit Energy.\n- Nadia works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Lucia reports to Zoya.\n- Omar works for Ironwood Manufacturing.\n- Amara reports to Tobias.\n- Dmitri works for Beacon Insurance.\n- Tobias works for Summit Energy.\n- Jonas reports to Dmitri.\n- Tobias reports to Yuki.\n- Callum reports to Lucia.\n- Yuki reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "2003", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36132", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36133", "family": "intent_v3", "state": "Incoming it admin message:\n\"Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36134", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36135", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 11 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 11 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-2549: employee Dmitri M., hired 22 May 2021, separated 18 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-2549 under the controlling rules.", "criteria": {"0": "$7,400", "1": "$9,300", "2": "$40,733", "3": "$9,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-2549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36136", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36137", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36138", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 72088 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36139", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36140", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Crescent Telecom was founded in 2002.\n- Sofia reports to Emeka.\n- Mei works for Meridian Bank.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Cedar Retail Group was founded in 1997.\n- Stefan reports to Sofia.\n- Stefan works for Crescent Telecom.\n- Ravi works for Meridian Bank.\n- Ingrid reports to Ravi.\n- Atlas Freight was founded in 1996.\n- Meridian Bank was founded in 2000.\n- Deshawn reports to Stefan.\n- Pablo reports to Mei.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Pablo.\n- Atlas Freight is headquartered in Oslo.\n- Ravi reports to Dmitri.\n- Emeka works for Atlas Freight.\n- Mei reports to Ingrid.\n- Pablo works for Atlas Freight.\n- Dmitri reports to Deshawn.\n- Sofia works for Atlas Freight.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Ingrid works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36141", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6096: employee Mara K., hired 31 July 2024, separated 02 March 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-6096 under the controlling rules.", "criteria": {"0": "$5,115", "1": "$20,000", "2": "$4,615", "3": "$3,462"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Bruno.\n- Bruno works for Helios Logistics.\n- Anders works for Pinnacle Software.\n- Summit Energy was founded in 1992.\n- Summit Energy is headquartered in Nagoya.\n- Callum works for Summit Energy.\n- Mei reports to Anders.\n- Helios Logistics is headquartered in Porto.\n- Viktor works for Helios Logistics.\n- Sanne reports to Nadia.\n- Northwind Systems was founded in 1995.\n- Elena works for Pinnacle Software.\n- Elena reports to Callum.\n- Sanne works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Viktor reports to Chiara.\n- Callum reports to Dmitri.\n- Pinnacle Software was founded in 2013.\n- Nadia works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Sanne.\n- Pinnacle Software is headquartered in Porto.\n- Helios Logistics was founded in 2013.\n- Bruno reports to Viktor.\n- Anders reports to Elena.\n- Northwind Systems is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Porto", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36143", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36144", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3995: employee Ingrid R., hired 27 June 2024, separated 22 July 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2026-3995 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$3,300", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3995 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sanne.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Emeka works for Helios Logistics.\n- Amara works for Cobalt Health.\n- Ingrid reports to Zoya.\n- Sanne works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tallinn.\n- Mei works for Cobalt Health.\n- Pinnacle Software is headquartered in Tallinn.\n- Zoya reports to Mei.\n- Cobalt Health was founded in 1998.\n- Mei reports to Anders.\n- Leila reports to Ingrid.\n- Pinnacle Software was founded in 1977.\n- Emeka reports to Leila.\n- Leila works for Pinnacle Software.\n- Ingrid works for Ironwood Manufacturing.\n- Amara reports to Emeka.\n- Ironwood Manufacturing was founded in 1991.\n- Anders works for Cobalt Health.\n- Helios Logistics was founded in 1991.\n- Cobalt Health is headquartered in Tallinn.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1998", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36146", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 December 2024): For employees hired on or after 19 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6764: employee Omar K., hired 19 September 2021, separated 17 June 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2025-6764 under the controlling rules.", "criteria": {"0": "$13,800", "1": "$14,300", "2": "$13,875", "3": "$59,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36147", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3963: employee Priya S., hired 23 September 2023, separated 05 November 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-3963 under the controlling rules.", "criteria": {"0": "$5,192", "1": "$7,192", "2": "$22,500", "3": "$4,284"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36148", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "open_account", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36149", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-3 (VERSION 3, EFFECTIVE 24 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3596: employee Dmitri S., hired 19 September 2022, separated 19 May 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3596?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36150", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "asks about reporting structure", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36151", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "arranges a pickup", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36152", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36153", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 22518 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36154", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36155", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Lattice Analytics.\n- Tobias works for Lattice Analytics.\n- Jonas works for Helios Logistics.\n- Lattice Analytics is headquartered in Austin.\n- Mara reports to Wren.\n- Mei reports to Yuki.\n- Mateo reports to Jonas.\n- Beacon Insurance is headquartered in Brno.\n- Helios Logistics was founded in 1990.\n- Nadia reports to Mara.\n- Ravi works for Lattice Analytics.\n- Yuki reports to Mateo.\n- Ravi reports to Nadia.\n- Mateo works for Helios Logistics.\n- Wren works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Elena works for Lattice Analytics.\n- Mei works for Helios Logistics.\n- Lattice Analytics was founded in 2001.\n- Tobias reports to Elena.\n- Mara works for Helios Logistics.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 1989.\n- Wren reports to Mei.\n- Helios Logistics is headquartered in Austin.\n- Beacon Insurance was founded in 1993.\n- Jonas reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Bluepine Aviation is headquartered in Basel.\n- Callum reports to Hana.\n- Elena reports to Pablo.\n- Viktor reports to Mei.\n- Helios Logistics was founded in 1975.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Bluepine Aviation was founded in 2003.\n- Aisha reports to Sanne.\n- Omar works for Crescent Telecom.\n- Hana works for Beacon Insurance.\n- Elena works for Bluepine Aviation.\n- Leila works for Beacon Insurance.\n- Pablo works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Callum works for Beacon Insurance.\n- Crescent Telecom was founded in 1995.\n- Helios Logistics is headquartered in Bergen.\n- Tobias reports to Callum.\n- Hana reports to Aisha.\n- Sanne works for Crescent Telecom.\n- Viktor works for Helios Logistics.\n- Aisha works for Beacon Insurance.\n- Mei reports to Omar.\n- Crescent Telecom is headquartered in Basel.\n- Tessa reports to Leila.\n- Beacon Insurance was founded in 1988.\n- Omar reports to Tobias.\n- Leila reports to Elena.\n- Sanne reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Bruno works for Pinnacle Software.\n- Ingrid reports to Anders.\n- Anders reports to Omar.\n- Meridian Bank was founded in 2008.\n- Cobalt Health was founded in 1990.\n- Jonas reports to Mateo.\n- Omar reports to Tessa.\n- Northwind Systems was founded in 1975.\n- Meridian Bank is headquartered in Adelaide.\n- Omar works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Stefan works for Meridian Bank.\n- Jonas works for Meridian Bank.\n- Tessa reports to Stefan.\n- Pinnacle Software was founded in 1983.\n- Ingrid works for Pinnacle Software.\n- Mateo reports to Pablo.\n- Anders works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Emeka reports to Ingrid.\n- Emeka works for Meridian Bank.\n- Pinnacle Software is headquartered in Adelaide.\n- Cobalt Health is headquartered in Basel.\n- Pablo works for Pinnacle Software.\n- Pablo reports to Bruno.\n- Bruno reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36160", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 4, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6785: employee Stefan K., hired 09 May 2023, separated 22 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6785?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6785 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36161", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2005.\n- Fernhill Foods was founded in 1987.\n- Amara reports to Mei.\n- Lattice Analytics is headquartered in Ghent.\n- Sofia works for Summit Energy.\n- Sofia reports to Bruno.\n- Mei reports to Deshawn.\n- Bruno reports to Tobias.\n- Summit Energy is headquartered in Tampere.\n- Mei works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Elena reports to Tessa.\n- Tessa works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Tessa reports to Amara.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 2000.\n- Lattice Analytics was founded in 2002.\n- Fernhill Foods is headquartered in Ghent.\n- Amara works for Fernhill Foods.\n- Tobias works for Summit Energy.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Fernhill Foods", "2": "Summit Energy", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36162", "family": "intent_v3", "state": "Incoming hr message:\n\"Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36163", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36164", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36165", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Cancel Trip — cancels a booking", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36166", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Fernhill Foods.\n- Northwind Systems was founded in 2002.\n- Dmitri reports to Nadia.\n- Lucia works for Northwind Systems.\n- Zoya works for Meridian Bank.\n- Priya works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Turku.\n- Meridian Bank was founded in 2009.\n- Zoya reports to Priya.\n- Felix works for Meridian Bank.\n- Mei works for Ironwood Manufacturing.\n- Sanne works for Fernhill Foods.\n- Mara works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Priya reports to Anders.\n- Nadia works for Northwind Systems.\n- Felix reports to Mei.\n- Mei reports to Dmitri.\n- Fernhill Foods is headquartered in Halifax.\n- Meridian Bank is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia reports to Sanne.\n- Anders reports to Felix.\n- Sanne reports to Mara.\n- Lucia reports to Zoya.\n- Fernhill Foods was founded in 1998.\n- Ironwood Manufacturing was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36168", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8536: employee Tessa S., hired 19 October 2022, separated 27 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-8536?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8536 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36169", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Stefan reports to Deshawn.\n- Felix reports to Hana.\n- Mei works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Beacon Insurance was founded in 1996.\n- Deshawn reports to Viktor.\n- Amara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 1989.\n- Mara reports to Stefan.\n- Beacon Insurance is headquartered in Brno.\n- Viktor works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Stefan works for Beacon Insurance.\n- Fernhill Foods was founded in 1977.\n- Helios Logistics was founded in 1997.\n- Helios Logistics is headquartered in Dunedin.\n- Viktor reports to Mei.\n- Mei reports to Amara.\n- Hana works for Helios Logistics.\n- Deshawn works for Fernhill Foods.\n- Amara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Dunedin", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36171", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 06 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2535: employee Yuki R., hired 23 April 2022, separated 10 September 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-2535?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Callum works for Cedar Retail Group.\n- Mara works for Meridian Bank.\n- Emeka reports to Sanne.\n- Mateo works for Meridian Bank.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Tampere.\n- Northwind Systems is headquartered in Halifax.\n- Meridian Bank is headquartered in Tampere.\n- Leila reports to Mei.\n- Deshawn works for Cedar Retail Group.\n- Sanne reports to Sofia.\n- Meridian Bank was founded in 1993.\n- Callum reports to Emeka.\n- Mei reports to Stefan.\n- Leila works for Cedar Retail Group.\n- Northwind Systems was founded in 1994.\n- Mara reports to Leila.\n- Stefan reports to Mateo.\n- Stefan works for Fernhill Foods.\n- Emeka works for Cedar Retail Group.\n- Deshawn reports to Mara.\n- Sofia works for Meridian Bank.\n- Sofia reports to Deshawn.\n- Cedar Retail Group was founded in 2005.\n- Fernhill Foods was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Aisha.\n- Mara reports to Dmitri.\n- Summit Energy was founded in 1986.\n- Aisha reports to Bruno.\n- Leila works for Ironwood Manufacturing.\n- Dmitri works for Summit Energy.\n- Emeka works for Atlas Freight.\n- Atlas Freight was founded in 2015.\n- Emeka reports to Sofia.\n- Cedar Retail Group is headquartered in Turku.\n- Jonas works for Summit Energy.\n- Deshawn works for Atlas Freight.\n- Deshawn reports to Leila.\n- Aisha works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Adelaide.\n- Cedar Retail Group was founded in 1991.\n- Sofia reports to Mara.\n- Summit Energy is headquartered in Turku.\n- Bruno works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1976.\n- Mara works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Ravi works for Ironwood Manufacturing.\n- Ravi reports to Emeka.\n- Bruno reports to Deshawn.\n- Dmitri reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36174", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-6 (VERSION 6, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 06 November 2025): For employees hired on or after 06 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7756: employee Tobias M., hired 02 February 2025, separated 16 June 2027 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7756?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7756 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36175", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-5 (VERSION 4, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 21 November 2025): For employees hired on or after 21 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6872: employee Emeka T., hired 23 March 2024, separated 29 August 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2026-6872 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$4,800", "2": "$8,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36176", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 August 2022): For employees hired on or after 24 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-5787: employee Felix R., hired 02 December 2020, separated 10 August 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-5787?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-5787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36177", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Chiara.\n- Nadia reports to Felix.\n- Callum works for Cobalt Health.\n- Elena works for Helios Logistics.\n- Cobalt Health was founded in 2003.\n- Beacon Insurance was founded in 1992.\n- Felix reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1978.\n- Chiara works for Ironwood Manufacturing.\n- Anders works for Cobalt Health.\n- Anders reports to Callum.\n- Chiara reports to Nadia.\n- Cobalt Health is headquartered in Porto.\n- Helios Logistics was founded in 1991.\n- Helios Logistics is headquartered in Porto.\n- Deshawn works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Deshawn reports to Viktor.\n- Elena reports to Anders.\n- Viktor works for Cobalt Health.\n- Beacon Insurance is headquartered in Malmo.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36178", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-7502: employee Stefan S., hired 24 March 2020, separated 29 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-7502?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-7502 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-36179", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36180", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-6 (VERSION 2, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 23 September 2024): For employees hired on or after 23 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3931: employee Bruno A., hired 26 July 2023, separated 20 April 2026 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2026-3931 under the controlling rules.", "criteria": {"0": "$11,812", "1": "$51,567", "2": "$13,900", "3": "$11,900"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3931 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36181", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36182", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2003.\n- Elena reports to Ingrid.\n- Emeka works for Cobalt Health.\n- Vantage Air is headquartered in Halifax.\n- Pablo reports to Priya.\n- Emeka reports to Elena.\n- Priya reports to Stefan.\n- Sanne works for Cobalt Health.\n- Ingrid reports to Jonas.\n- Sofia works for Vantage Air.\n- Sanne reports to Hana.\n- Ingrid works for Fernhill Foods.\n- Pinnacle Software is headquartered in Bergen.\n- Hana reports to Sofia.\n- Fernhill Foods is headquartered in Halifax.\n- Priya works for Cobalt Health.\n- Pinnacle Software was founded in 1981.\n- Stefan works for Pinnacle Software.\n- Sofia reports to Pablo.\n- Pablo works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Vantage Air was founded in 1986.\n- Stefan reports to Emeka.\n- Jonas works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Cobalt Health is headquartered in Tallinn.\n- Fernhill Foods was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36185", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Stefan.\n- Atlas Freight was founded in 2010.\n- Lattice Analytics is headquartered in Lyon.\n- Emeka reports to Zoya.\n- Chiara reports to Lucia.\n- Emeka works for Atlas Freight.\n- Amara reports to Jonas.\n- Atlas Freight is headquartered in Malmo.\n- Omar works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Jonas works for Atlas Freight.\n- Amara works for Helios Logistics.\n- Sanne works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Lucia works for Atlas Freight.\n- Stefan works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Lyon.\n- Lucia reports to Omar.\n- Chiara works for Lattice Analytics.\n- Helios Logistics is headquartered in Dunedin.\n- Helios Logistics was founded in 1996.\n- Jonas reports to Sanne.\n- Lattice Analytics was founded in 2001.\n- Omar reports to Emeka.\n- Bluepine Aviation was founded in 1985.\n- Stefan reports to Mara.\n- Sanne reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36187", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-7 (VERSION 2, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 08 July 2025): For employees hired on or after 08 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-5705: employee Leila T., hired 18 June 2024, separated 03 December 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-5705?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-5705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36188", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36189", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36190", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36191", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mei.\n- Deshawn reports to Yuki.\n- Chiara works for Northwind Systems.\n- Fernhill Foods was founded in 2010.\n- Elena reports to Deshawn.\n- Meridian Bank was founded in 2013.\n- Pinnacle Software is headquartered in Dunedin.\n- Deshawn works for Fernhill Foods.\n- Elena works for Pinnacle Software.\n- Yuki reports to Jonas.\n- Pinnacle Software was founded in 1990.\n- Viktor works for Northwind Systems.\n- Kenji works for Meridian Bank.\n- Northwind Systems is headquartered in Bergen.\n- Kenji reports to Viktor.\n- Meridian Bank is headquartered in Bergen.\n- Jonas works for Meridian Bank.\n- Fernhill Foods is headquartered in Dunedin.\n- Yuki works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 1986.\n- Chiara reports to Kenji.\n- Mei reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1988", "2": "1993", "3": "1985"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36192", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "requests software installation", "3": "reports a system outage", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36193", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 June 2023): For employees hired on or after 24 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1436: employee Hana B., hired 02 March 2021, separated 22 July 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-1436 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$6,000", "3": "$6,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36194", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 52012 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36195", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 24 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 08 October 2022): For employees hired on or after 08 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3186: employee Mateo S., hired 07 June 2019, separated 12 May 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-3186?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Lucia.\n- Meridian Bank is headquartered in Basel.\n- Mara works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Meridian Bank was founded in 1986.\n- Mara reports to Deshawn.\n- Lucia works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Atlas Freight is headquartered in Brno.\n- Nadia reports to Elena.\n- Deshawn reports to Omar.\n- Omar works for Meridian Bank.\n- Tessa reports to Amara.\n- Deshawn works for Atlas Freight.\n- Tessa works for Meridian Bank.\n- Cedar Retail Group was founded in 2007.\n- Elena reports to Tessa.\n- Bluepine Aviation was founded in 2004.\n- Cedar Retail Group is headquartered in Valencia.\n- Amara works for Meridian Bank.\n- Lucia reports to Nadia.\n- Atlas Freight was founded in 2000.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36197", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 2, EFFECTIVE 29 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 29 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-7199: employee Aisha S., hired 23 August 2021, separated 01 February 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-7199?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-7199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36198", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Viktor works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software was founded in 2004.\n- Pablo reports to Ingrid.\n- Helios Logistics was founded in 1995.\n- Viktor reports to Mara.\n- Nadia reports to Pablo.\n- Nadia works for Northwind Systems.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Northwind Systems is headquartered in Cork.\n- Deshawn reports to Omar.\n- Yuki reports to Wren.\n- Omar works for Pinnacle Software.\n- Yuki works for Helios Logistics.\n- Ingrid works for Pinnacle Software.\n- Omar reports to Tessa.\n- Ingrid reports to Yuki.\n- Wren works for Northwind Systems.\n- Helios Logistics is headquartered in Austin.\n- Northwind Systems was founded in 1987.\n- Tessa reports to Nadia.\n- Mara works for Northwind Systems.\n- Wren reports to Viktor.\n- Beacon Insurance was founded in 1999.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Tampere", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36199", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 3, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 12 September 2025): For employees hired on or after 12 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1460: employee Yuki M., hired 12 March 2025, separated 29 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-2-2026-1460 under the controlling rules.", "criteria": {"0": "$8,231", "1": "$40,000", "2": "$3,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1460 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36200", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 18 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3590: employee Yuki R., hired 17 May 2021, separated 18 November 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-3590 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$97,067", "2": "$22,400", "3": "$23,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36201", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "deprovision", "3": "install_software", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36202", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36203", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pablo works for Ironwood Manufacturing.\n- Pablo reports to Felix.\n- Bruno works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2001.\n- Cobalt Health is headquartered in Leeds.\n- Mei works for Pinnacle Software.\n- Zoya reports to Callum.\n- Pinnacle Software is headquartered in Leeds.\n- Chiara works for Ironwood Manufacturing.\n- Tobias reports to Zoya.\n- Pinnacle Software was founded in 2015.\n- Mei reports to Chiara.\n- Viktor works for Pinnacle Software.\n- Callum reports to Bruno.\n- Atlas Freight was founded in 1991.\n- Atlas Freight is headquartered in Ghent.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Viktor.\n- Ironwood Manufacturing was founded in 2008.\n- Viktor reports to Tobias.\n- Sofia reports to Pablo.\n- Sofia works for Atlas Freight.\n- Bruno reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36204", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4918: employee Ravi R., hired 11 November 2020, separated 02 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-4918?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4918 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36205", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8136: employee Sofia S., hired 02 January 2020, separated 18 May 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8136?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36206", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2009.\n- Emeka reports to Ingrid.\n- Pinnacle Software was founded in 1983.\n- Omar works for Pinnacle Software.\n- Stefan reports to Felix.\n- Omar reports to Emeka.\n- Helios Logistics was founded in 2006.\n- Ingrid reports to Pablo.\n- Pinnacle Software is headquartered in Adelaide.\n- Priya works for Lattice Analytics.\n- Sanne works for Pinnacle Software.\n- Ravi reports to Stefan.\n- Pablo reports to Tessa.\n- Lattice Analytics was founded in 1993.\n- Emeka works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics is headquartered in Adelaide.\n- Sanne reports to Priya.\n- Tessa reports to Ravi.\n- Meridian Bank is headquartered in Basel.\n- Stefan works for Lattice Analytics.\n- Felix reports to Sanne.\n- Ingrid works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2012", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36207", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5558: employee Tessa M., hired 15 August 2020, separated 20 July 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5558?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36208", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36209", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36210", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1946: employee Deshawn R., hired 01 July 2023, separated 29 March 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-1946?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1946 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36211", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 20 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 12 November 2024): For employees hired on or after 12 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 20 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7941: employee Mei R., hired 10 October 2022, separated 25 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7941?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7941 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36212", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2010.\n- Anders reports to Zoya.\n- Tobias works for Ironwood Manufacturing.\n- Jonas works for Northwind Systems.\n- Sanne works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Porto.\n- Nadia works for Fernhill Foods.\n- Mei reports to Jonas.\n- Fernhill Foods was founded in 1977.\n- Mara reports to Tobias.\n- Cedar Retail Group was founded in 1985.\n- Mei works for Northwind Systems.\n- Sanne reports to Anders.\n- Priya works for Fernhill Foods.\n- Wren reports to Ingrid.\n- Tobias reports to Nadia.\n- Zoya works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Adelaide.\n- Wren works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Zoya reports to Priya.\n- Northwind Systems was founded in 1993.\n- Ironwood Manufacturing is headquartered in Porto.\n- Jonas reports to Wren.\n- Sofia reports to Mara.\n- Sofia works for Cedar Retail Group.\n- Anders works for Northwind Systems.\n- Priya reports to Mei.\n- Northwind Systems is headquartered in Halifax.\n- Nadia reports to Sanne.\n- Mara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2006.\n- Yuki reports to Aisha.\n- Pinnacle Software is headquartered in Ghent.\n- Yuki works for Fernhill Foods.\n- Aisha works for Fernhill Foods.\n- Wren reports to Priya.\n- Lucia works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Halifax.\n- Amara reports to Wren.\n- Lucia reports to Mara.\n- Leila works for Vantage Air.\n- Leila reports to Felix.\n- Pinnacle Software was founded in 1982.\n- Jonas reports to Lucia.\n- Felix reports to Yuki.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2010.\n- Wren works for Pinnacle Software.\n- Amara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Fernhill Foods was founded in 1979.\n- Mara reports to Amara.\n- Priya reports to Leila.\n- Vantage Air is headquartered in Basel.\n- Mara works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36214", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36215", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3356: employee Anders R., hired 28 March 2022, separated 28 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-3356?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3356 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Chiara reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Bruno reports to Tobias.\n- Wren works for Helios Logistics.\n- Deshawn works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Stefan reports to Deshawn.\n- Atlas Freight is headquartered in Adelaide.\n- Dmitri reports to Aisha.\n- Summit Energy was founded in 2002.\n- Atlas Freight was founded in 2004.\n- Ironwood Manufacturing was founded in 2011.\n- Hana works for Summit Energy.\n- Elena reports to Hana.\n- Aisha reports to Stefan.\n- Tobias reports to Elena.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Summit Energy is headquartered in Adelaide.\n- Hana reports to Chiara.\n- Mara works for Helios Logistics.\n- Bruno works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Deshawn reports to Mara.\n- Tobias works for Atlas Freight.\n- Mara reports to Wren.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36217", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-4 (VERSION 2, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7688: employee Kenji S., hired 04 August 2023, separated 22 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-7688?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36218", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36219", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6210: employee Lucia A., hired 11 July 2021, separated 29 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6210?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36220", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-5 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 January 2023): For employees hired on or after 24 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-6136: employee Lucia S., hired 19 December 2019, separated 17 April 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2026-6136 under the controlling rules.", "criteria": {"0": "$13,438", "1": "$14,500", "2": "$58,500", "3": "$13,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-6136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36221", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Porto.\n- Omar works for Cobalt Health.\n- Stefan reports to Chiara.\n- Stefan works for Atlas Freight.\n- Bluepine Aviation is headquartered in Oslo.\n- Atlas Freight was founded in 1997.\n- Chiara works for Cobalt Health.\n- Northwind Systems was founded in 1999.\n- Kenji works for Cobalt Health.\n- Anders reports to Bruno.\n- Bluepine Aviation was founded in 2006.\n- Pablo reports to Priya.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.\n- Anders works for Cobalt Health.\n- Kenji reports to Pablo.\n- Chiara reports to Omar.\n- Omar reports to Viktor.\n- Viktor reports to Hana.\n- Pablo works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Callum works for Cobalt Health.\n- Priya reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Lyon.\n- Priya works for Bluepine Aviation.\n- Bruno reports to Stefan.\n- Lucia reports to Callum.\n- Viktor works for Bluepine Aviation.\n- Hana reports to Kenji.\n- Cobalt Health was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36222", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-5 (VERSION 2, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 28 July 2023): For employees hired on or after 28 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8544: employee Sofia S., hired 14 September 2021, separated 02 December 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8544?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8544 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36223", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2007.\n- Bruno works for Summit Energy.\n- Lucia works for Crescent Telecom.\n- Lucia reports to Deshawn.\n- Crescent Telecom is headquartered in Turku.\n- Deshawn reports to Dmitri.\n- Priya works for Lattice Analytics.\n- Summit Energy was founded in 2007.\n- Summit Energy is headquartered in Halifax.\n- Viktor works for Lattice Analytics.\n- Deshawn works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Ingrid reports to Wren.\n- Ravi reports to Mei.\n- Atlas Freight was founded in 1977.\n- Bruno reports to Priya.\n- Ravi works for Summit Energy.\n- Mateo reports to Ingrid.\n- Atlas Freight is headquartered in Turku.\n- Wren works for Lattice Analytics.\n- Mei reports to Hana.\n- Hana reports to Bruno.\n- Priya reports to Viktor.\n- Lattice Analytics was founded in 2001.\n- Ingrid works for Crescent Telecom.\n- Dmitri works for Summit Energy.\n- Lattice Analytics is headquartered in Turku.\n- Dmitri reports to Ravi.\n- Viktor reports to Mateo.\n- Hana works for Atlas Freight.\n- Mei works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36224", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Helios Logistics.\n- Wren reports to Deshawn.\n- Deshawn reports to Yuki.\n- Emeka reports to Kenji.\n- Yuki reports to Elena.\n- Kenji works for Fernhill Foods.\n- Felix reports to Wren.\n- Fernhill Foods was founded in 1986.\n- Elena reports to Ravi.\n- Sofia works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Ravi reports to Emeka.\n- Wren works for Helios Logistics.\n- Pinnacle Software was founded in 2005.\n- Felix works for Northwind Systems.\n- Helios Logistics is headquartered in Valencia.\n- Ravi works for Fernhill Foods.\n- Leila reports to Sofia.\n- Fernhill Foods is headquartered in Basel.\n- Pinnacle Software is headquartered in Bergen.\n- Sofia reports to Felix.\n- Helios Logistics was founded in 1979.\n- Deshawn works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Leila works for Fernhill Foods.\n- Northwind Systems was founded in 1985.\n- Northwind Systems is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36226", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36227", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36228", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Felix reports to Chiara.\n- Wren reports to Mei.\n- Tobias works for Crescent Telecom.\n- Pinnacle Software was founded in 1987.\n- Sofia works for Vantage Air.\n- Vantage Air is headquartered in Bergen.\n- Chiara works for Pinnacle Software.\n- Mei works for Vantage Air.\n- Mara reports to Wren.\n- Atlas Freight is headquartered in Bergen.\n- Yuki reports to Tobias.\n- Vantage Air was founded in 1990.\n- Stefan reports to Sofia.\n- Mara works for Atlas Freight.\n- Yuki works for Pinnacle Software.\n- Hana works for Crescent Telecom.\n- Pinnacle Software is headquartered in Lyon.\n- Mei reports to Yuki.\n- Hana reports to Felix.\n- Stefan works for Vantage Air.\n- Crescent Telecom was founded in 1987.\n- Sofia reports to Mara.\n- Atlas Freight was founded in 1977.\n- Felix works for Atlas Freight.\n- Tobias reports to Hana.\n- Crescent Telecom is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Halifax", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36232", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36233", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36234", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 3, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-1258: employee Wren K., hired 10 July 2020, separated 26 November 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-1258?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-1258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36235", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Ironwood Manufacturing.\n- Mei reports to Sofia.\n- Lucia reports to Ingrid.\n- Sofia works for Beacon Insurance.\n- Ingrid works for Vantage Air.\n- Beacon Insurance was founded in 2012.\n- Stefan reports to Jonas.\n- Stefan works for Helios Logistics.\n- Wren works for Ironwood Manufacturing.\n- Ingrid reports to Leila.\n- Mei works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sanne reports to Amara.\n- Amara works for Vantage Air.\n- Mateo works for Beacon Insurance.\n- Helios Logistics is headquartered in Adelaide.\n- Sanne works for Beacon Insurance.\n- Vantage Air is headquartered in Brno.\n- Sofia reports to Aisha.\n- Aisha reports to Mateo.\n- Beacon Insurance is headquartered in Oslo.\n- Wren reports to Lucia.\n- Ironwood Manufacturing was founded in 1994.\n- Helios Logistics was founded in 2009.\n- Amara reports to Stefan.\n- Jonas reports to Wren.\n- Lucia works for Ironwood Manufacturing.\n- Jonas works for Helios Logistics.\n- Mateo reports to Sanne.\n- Vantage Air was founded in 2000.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2009", "2": "2007", "3": "2004"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36236", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 29 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 20 March 2025): For employees hired on or after 20 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4784: employee Bruno M., hired 08 October 2024, separated 10 August 2025 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2025-4784 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$10,385", "2": "$2,077", "3": "$9,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4784 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36237", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36238", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_flight", "1": "change_seat", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cobalt Health.\n- Ravi reports to Priya.\n- Cobalt Health is headquartered in Oslo.\n- Callum works for Vantage Air.\n- Cobalt Health was founded in 2002.\n- Tobias works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Meridian Bank is headquartered in Nagoya.\n- Mateo reports to Lucia.\n- Priya works for Vantage Air.\n- Summit Energy is headquartered in Bergen.\n- Ravi works for Summit Energy.\n- Sofia works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Summit Energy was founded in 1988.\n- Vantage Air is headquartered in Ghent.\n- Meridian Bank was founded in 2015.\n- Bruno reports to Sofia.\n- Lucia works for Summit Energy.\n- Lucia reports to Bruno.\n- Sofia reports to Ravi.\n- Mara works for Cobalt Health.\n- Vantage Air was founded in 1985.\n- Callum reports to Amara.\n- Kenji reports to Mateo.\n- Tobias reports to Mara.\n- Kenji works for Cobalt Health.\n- Zoya reports to Callum.\n- Mara reports to Kenji.\n- Bruno works for Meridian Bank.\n- Amara reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Sofia reports to Yuki.\n- Pinnacle Software was founded in 1990.\n- Sofia works for Cobalt Health.\n- Mei works for Pinnacle Software.\n- Cobalt Health is headquartered in Tallinn.\n- Callum works for Cedar Retail Group.\n- Omar reports to Kenji.\n- Yuki reports to Ravi.\n- Cedar Retail Group was founded in 2000.\n- Kenji reports to Mei.\n- Cedar Retail Group is headquartered in Brno.\n- Pinnacle Software is headquartered in Tallinn.\n- Callum reports to Omar.\n- Yuki works for Cobalt Health.\n- Northwind Systems was founded in 2011.\n- Mei reports to Deshawn.\n- Omar works for Cobalt Health.\n- Northwind Systems is headquartered in Tallinn.\n- Ravi works for Pinnacle Software.\n- Ravi reports to Callum.\n- Deshawn works for Northwind Systems.\n- Cobalt Health was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36241", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 26 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 March 2023): For employees hired on or after 19 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 26 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-9095: employee Zoya B., hired 25 December 2019, separated 09 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-9095?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-9095 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1984.\n- Ironwood Manufacturing was founded in 1996.\n- Mateo works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Bergen.\n- Wren reports to Callum.\n- Anders works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom was founded in 2011.\n- Elena reports to Mara.\n- Ravi reports to Wren.\n- Mara works for Fernhill Foods.\n- Wren works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Northwind Systems was founded in 2014.\n- Callum reports to Elena.\n- Callum works for Ironwood Manufacturing.\n- Mara reports to Mateo.\n- Mateo reports to Emeka.\n- Hana works for Ironwood Manufacturing.\n- Ingrid works for Crescent Telecom.\n- Elena works for Northwind Systems.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Ingrid.\n- Ingrid reports to Hana.\n- Emeka reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Jonas.\n- Emeka reports to Sofia.\n- Vantage Air was founded in 1987.\n- Priya works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Tobias works for Pinnacle Software.\n- Stefan works for Summit Energy.\n- Sofia reports to Ingrid.\n- Ingrid reports to Bruno.\n- Sofia works for Summit Energy.\n- Ingrid works for Vantage Air.\n- Mateo works for Pinnacle Software.\n- Tobias reports to Priya.\n- Emeka works for Vantage Air.\n- Fernhill Foods was founded in 2005.\n- Anders reports to Emeka.\n- Vantage Air is headquartered in Dunedin.\n- Pinnacle Software was founded in 1993.\n- Kenji reports to Stefan.\n- Bruno works for Vantage Air.\n- Stefan reports to Tobias.\n- Jonas works for Vantage Air.\n- Bruno reports to Kenji.\n- Summit Energy is headquartered in Turku.\n- Mei works for Pinnacle Software.\n- Priya reports to Mateo.\n- Summit Energy was founded in 1993.\n- Kenji works for Summit Energy.\n- Jonas reports to Anders.\n- Pinnacle Software is headquartered in Turku.\n- Fernhill Foods is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36244", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1986.\n- Dmitri works for Pinnacle Software.\n- Anders reports to Wren.\n- Tessa reports to Kenji.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Porto.\n- Anders works for Ironwood Manufacturing.\n- Priya reports to Mei.\n- Mei works for Bluepine Aviation.\n- Kenji works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Valencia.\n- Dmitri reports to Lucia.\n- Mei reports to Emeka.\n- Lucia works for Fernhill Foods.\n- Elena works for Fernhill Foods.\n- Kenji reports to Ravi.\n- Priya works for Pinnacle Software.\n- Ravi reports to Elena.\n- Wren reports to Priya.\n- Wren works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2005.\n- Emeka reports to Leila.\n- Elena reports to Anders.\n- Ravi works for Fernhill Foods.\n- Leila works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2002.\n- Tessa works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Emeka works for Pinnacle Software.\n- Lucia reports to Tessa.\n- Ironwood Manufacturing is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1997", "2": "1992", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1989.\n- Callum reports to Ravi.\n- Hana works for Pinnacle Software.\n- Lattice Analytics is headquartered in Oslo.\n- Callum works for Cedar Retail Group.\n- Nadia works for Beacon Insurance.\n- Cedar Retail Group was founded in 2001.\n- Nadia reports to Sanne.\n- Tessa reports to Nadia.\n- Ravi works for Lattice Analytics.\n- Kenji reports to Callum.\n- Sanne works for Cedar Retail Group.\n- Sanne reports to Hana.\n- Pinnacle Software was founded in 1999.\n- Beacon Insurance was founded in 2005.\n- Zoya works for Beacon Insurance.\n- Kenji works for Pinnacle Software.\n- Hana reports to Zoya.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Austin.\n- Beacon Insurance is headquartered in Valencia.\n- Zoya reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Bruno.\n- Atlas Freight was founded in 1998.\n- Tessa reports to Lucia.\n- Ravi reports to Mara.\n- Felix reports to Leila.\n- Lattice Analytics was founded in 1995.\n- Leila works for Lattice Analytics.\n- Summit Energy was founded in 1995.\n- Lattice Analytics is headquartered in Oslo.\n- Vantage Air is headquartered in Brno.\n- Lucia reports to Viktor.\n- Lucia works for Vantage Air.\n- Bruno works for Summit Energy.\n- Bruno reports to Ravi.\n- Tessa works for Lattice Analytics.\n- Summit Energy is headquartered in Adelaide.\n- Anders reports to Felix.\n- Viktor works for Lattice Analytics.\n- Atlas Freight is headquartered in Adelaide.\n- Ravi works for Lattice Analytics.\n- Callum reports to Anders.\n- Vantage Air was founded in 1983.\n- Anders works for Summit Energy.\n- Felix works for Vantage Air.\n- Mara works for Lattice Analytics.\n- Viktor reports to Callum.\n- Callum works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36248", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-7 (VERSION 6, EFFECTIVE 12 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-2752: employee Chiara S., hired 18 November 2023, separated 30 August 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-7-2025-2752 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$13,000", "2": "$1,000", "3": "$1,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-2752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Aisha.\n- Callum works for Crescent Telecom.\n- Mei reports to Callum.\n- Lattice Analytics was founded in 1976.\n- Lattice Analytics is headquartered in Oslo.\n- Fernhill Foods was founded in 2012.\n- Nadia works for Crescent Telecom.\n- Dmitri works for Lattice Analytics.\n- Aisha reports to Dmitri.\n- Pablo works for Fernhill Foods.\n- Helios Logistics was founded in 1977.\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 2005.\n- Callum reports to Nadia.\n- Fernhill Foods is headquartered in Turku.\n- Mei works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Wren reports to Sanne.\n- Pablo reports to Wren.\n- Aisha works for Crescent Telecom.\n- Nadia reports to Pablo.\n- Sanne works for Crescent Telecom.\n- Wren works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36250", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36251", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 24545 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36252", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to play audio", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Tobias reports to Kenji.\n- Dmitri reports to Jonas.\n- Vantage Air was founded in 1999.\n- Ironwood Manufacturing was founded in 1977.\n- Ravi reports to Bruno.\n- Callum works for Vantage Air.\n- Jonas reports to Ravi.\n- Callum reports to Yuki.\n- Atlas Freight is headquartered in Malmo.\n- Viktor reports to Tobias.\n- Yuki works for Atlas Freight.\n- Pablo reports to Dmitri.\n- Bruno works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Vantage Air is headquartered in Malmo.\n- Pablo works for Beacon Insurance.\n- Viktor works for Vantage Air.\n- Beacon Insurance was founded in 2007.\n- Ravi works for Beacon Insurance.\n- Deshawn works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Malmo.\n- Atlas Freight was founded in 2014.\n- Kenji reports to Pablo.\n- Leila works for Vantage Air.\n- Yuki reports to Leila.\n- Leila reports to Viktor.\n- Bruno reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2017", "1": "2012", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Mei.\n- Summit Energy was founded in 1990.\n- Callum works for Meridian Bank.\n- Nadia reports to Tobias.\n- Mei reports to Amara.\n- Zoya reports to Anders.\n- Meridian Bank was founded in 1979.\n- Beacon Insurance was founded in 1975.\n- Jonas reports to Callum.\n- Zoya works for Beacon Insurance.\n- Mei works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Valencia.\n- Callum reports to Nadia.\n- Amara works for Summit Energy.\n- Kenji works for Beacon Insurance.\n- Summit Energy is headquartered in Oslo.\n- Tobias reports to Kenji.\n- Meridian Bank is headquartered in Valencia.\n- Anders reports to Jonas.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2011.\n- Amara reports to Lucia.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Nadia works for Summit Energy.\n- Lucia works for Summit Energy.\n- Jonas works for Meridian Bank.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36255", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Coverage Question — asks about insurance coverage", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36256", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36257", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Meridian Bank was founded in 1977.\n- Deshawn reports to Pablo.\n- Crescent Telecom is headquartered in Brno.\n- Helios Logistics was founded in 1989.\n- Jonas works for Crescent Telecom.\n- Hana reports to Deshawn.\n- Lucia works for Meridian Bank.\n- Zoya reports to Hana.\n- Pablo works for Crescent Telecom.\n- Deshawn works for Northwind Systems.\n- Anders reports to Lucia.\n- Ingrid reports to Zoya.\n- Hana works for Meridian Bank.\n- Northwind Systems was founded in 2008.\n- Crescent Telecom was founded in 1993.\n- Northwind Systems is headquartered in Ghent.\n- Meridian Bank is headquartered in Brno.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Lucia reports to Jonas.\n- Jonas reports to Ingrid.\n- Anders works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2006", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36259", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36260", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 20 January 2025): For employees hired on or after 20 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5349: employee Amara B., hired 26 July 2024, separated 10 April 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-4-2025-5349 under the controlling rules.", "criteria": {"0": "$4,462", "1": "$18,958", "2": "$4,375", "3": "$4,875"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36261", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-7 (VERSION 5, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 March 2024): For employees hired on or after 22 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1724: employee Wren K., hired 31 May 2023, separated 15 July 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-1724?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36262", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4266: employee Mara T., hired 07 September 2021, separated 30 July 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-4266?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4266 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Turku.\n- Omar reports to Ravi.\n- Dmitri reports to Mateo.\n- Fernhill Foods is headquartered in Turku.\n- Dmitri works for Atlas Freight.\n- Anders reports to Emeka.\n- Mateo reports to Leila.\n- Mara reports to Anders.\n- Emeka works for Northwind Systems.\n- Leila reports to Bruno.\n- Leila works for Fernhill Foods.\n- Bruno reports to Hana.\n- Anders works for Fernhill Foods.\n- Atlas Freight is headquartered in Turku.\n- Fernhill Foods was founded in 1996.\n- Mateo works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Bruno works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Atlas Freight was founded in 2003.\n- Mara works for Northwind Systems.\n- Hana reports to Omar.\n- Crescent Telecom is headquartered in Adelaide.\n- Crescent Telecom was founded in 1981.\n- Northwind Systems was founded in 1978.\n- Omar works for Fernhill Foods.\n- Emeka reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36264", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 2, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 05 January 2024): For employees hired on or after 05 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4063: employee Jonas T., hired 26 December 2022, separated 15 April 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-4063 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$8,000", "2": "$2,600", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4063 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36265", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-6 (VERSION 5, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 January 2024): For employees hired on or after 18 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2038: employee Viktor K., hired 04 May 2020, separated 29 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2038?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2038 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36266", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36267", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36268", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1975.\n- Cobalt Health was founded in 1979.\n- Yuki works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods is headquartered in Cork.\n- Mei works for Pinnacle Software.\n- Cobalt Health is headquartered in Nagoya.\n- Viktor reports to Deshawn.\n- Priya works for Pinnacle Software.\n- Dmitri reports to Viktor.\n- Lattice Analytics is headquartered in Bergen.\n- Leila reports to Mei.\n- Viktor works for Cobalt Health.\n- Ingrid reports to Leila.\n- Pinnacle Software was founded in 2006.\n- Stefan reports to Priya.\n- Deshawn reports to Stefan.\n- Stefan works for Lattice Analytics.\n- Yuki reports to Mateo.\n- Ingrid works for Fernhill Foods.\n- Lattice Analytics was founded in 1986.\n- Mateo reports to Dmitri.\n- Pinnacle Software is headquartered in Bergen.\n- Dmitri works for Pinnacle Software.\n- Mei reports to Yuki.\n- Mateo works for Fernhill Foods.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Cork", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36269", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36270", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 7, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3922: employee Emeka S., hired 09 November 2023, separated 17 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3922?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3922 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Amara works for Vantage Air.\n- Tessa reports to Sofia.\n- Cobalt Health is headquartered in Turku.\n- Cobalt Health was founded in 1975.\n- Summit Energy is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2000.\n- Sofia reports to Felix.\n- Pablo reports to Sanne.\n- Summit Energy was founded in 2005.\n- Stefan reports to Amara.\n- Vantage Air is headquartered in Austin.\n- Sofia works for Ironwood Manufacturing.\n- Tessa works for Summit Energy.\n- Sanne reports to Jonas.\n- Sanne works for Ironwood Manufacturing.\n- Jonas works for Summit Energy.\n- Felix works for Cobalt Health.\n- Jonas reports to Tessa.\n- Felix reports to Stefan.\n- Ironwood Manufacturing is headquartered in Austin.\n- Vantage Air was founded in 1982.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Summit Energy", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36272", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Deshawn reports to Priya.\n- Ironwood Manufacturing was founded in 1981.\n- Helios Logistics was founded in 1989.\n- Stefan reports to Aisha.\n- Helios Logistics is headquartered in Adelaide.\n- Deshawn works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Omar works for Ironwood Manufacturing.\n- Aisha reports to Deshawn.\n- Dmitri works for Helios Logistics.\n- Priya reports to Lucia.\n- Crescent Telecom was founded in 2004.\n- Zoya reports to Omar.\n- Aisha works for Helios Logistics.\n- Fernhill Foods was founded in 1982.\n- Omar reports to Stefan.\n- Priya works for Fernhill Foods.\n- Lucia reports to Dmitri.\n- Lucia works for Fernhill Foods.\n- Stefan works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Zoya works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36273", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4812: employee Viktor K., hired 03 August 2022, separated 14 July 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4812?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36274", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36275", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36276", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 18 February 2024): For employees hired on or after 18 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-7239: employee Chiara R., hired 23 December 2022, separated 27 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-7239?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-7239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Lucia works for Lattice Analytics.\n- Emeka works for Cobalt Health.\n- Amara reports to Zoya.\n- Bruno works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Cobalt Health was founded in 1980.\n- Aisha works for Cobalt Health.\n- Wren reports to Emeka.\n- Zoya reports to Wren.\n- Meridian Bank is headquartered in Ghent.\n- Aisha reports to Nadia.\n- Mara works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Atlas Freight was founded in 2008.\n- Mateo reports to Bruno.\n- Pablo works for Meridian Bank.\n- Priya works for Atlas Freight.\n- Bruno reports to Amara.\n- Pablo reports to Mateo.\n- Atlas Freight is headquartered in Lyon.\n- Meridian Bank was founded in 2015.\n- Wren works for Atlas Freight.\n- Lattice Analytics is headquartered in Ghent.\n- Emeka reports to Lucia.\n- Nadia reports to Mara.\n- Lattice Analytics was founded in 1981.\n- Lucia reports to Priya.\n- Cobalt Health is headquartered in Ghent.\n- Priya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36278", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-1926: employee Felix B., hired 15 August 2022, separated 03 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-1926?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-1926 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36279", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "check_status", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36280", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36281", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36282", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-3377: employee Aisha T., hired 31 March 2021, separated 09 January 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2026-3377 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$7,000", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-3377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Cedar Retail Group.\n- Summit Energy was founded in 2008.\n- Dmitri reports to Sanne.\n- Bruno reports to Tessa.\n- Ingrid reports to Amara.\n- Summit Energy is headquartered in Brno.\n- Leila works for Northwind Systems.\n- Callum works for Cedar Retail Group.\n- Sanne works for Summit Energy.\n- Leila reports to Deshawn.\n- Northwind Systems was founded in 1978.\n- Tessa works for Northwind Systems.\n- Sanne reports to Emeka.\n- Amara reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Amara works for Northwind Systems.\n- Dmitri works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1978.\n- Nadia reports to Leila.\n- Deshawn works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2014.\n- Tessa reports to Ingrid.\n- Emeka reports to Sofia.\n- Sofia reports to Callum.\n- Bruno works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Emeka works for Summit Energy.\n- Callum reports to Nadia.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Dunedin", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Yuki works for Vantage Air.\n- Mateo works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Priya works for Fernhill Foods.\n- Bluepine Aviation was founded in 2001.\n- Tobias reports to Hana.\n- Sanne works for Ironwood Manufacturing.\n- Tobias works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2009.\n- Hana works for Bluepine Aviation.\n- Fernhill Foods was founded in 1993.\n- Priya reports to Sanne.\n- Tessa works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Bluepine Aviation is headquartered in Ghent.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 1988.\n- Tessa reports to Tobias.\n- Hana reports to Pablo.\n- Yuki reports to Tessa.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi reports to Yuki.\n- Sanne reports to Mateo.\n- Mateo reports to Ravi.\n- Ravi works for Vantage Air.\n- Pablo reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1996", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36285", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4387: employee Aisha T., hired 21 August 2022, separated 06 September 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-4387?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4387 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36286", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-6 (VERSION 7, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-8675: employee Chiara K., hired 31 August 2020, separated 26 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-8675?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-8675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36288", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mei.\n- Hana reports to Pablo.\n- Pablo works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Mara reports to Leila.\n- Nadia works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tampere.\n- Atlas Freight is headquartered in Tampere.\n- Pablo reports to Nadia.\n- Leila works for Atlas Freight.\n- Atlas Freight was founded in 1980.\n- Mei works for Atlas Freight.\n- Omar reports to Hana.\n- Mei reports to Omar.\n- Tobias reports to Elena.\n- Mara works for Atlas Freight.\n- Bluepine Aviation is headquartered in Halifax.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1992.\n- Omar works for Lattice Analytics.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1982.\n- Tobias works for Ironwood Manufacturing.\n- Leila reports to Tobias.\n- Lattice Analytics was founded in 1994.\n- Hana works for Lattice Analytics.\n- Nadia reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36289", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3010: employee Kenji M., hired 06 September 2023, separated 10 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-3010 under the controlling rules.", "criteria": {"0": "$6,650", "1": "$30,333", "2": "$7,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Helios Logistics.\n- Ravi works for Fernhill Foods.\n- Sofia reports to Dmitri.\n- Hana reports to Elena.\n- Callum works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Sofia works for Bluepine Aviation.\n- Fernhill Foods was founded in 1995.\n- Bluepine Aviation was founded in 1976.\n- Cedar Retail Group is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Brno.\n- Dmitri works for Bluepine Aviation.\n- Ravi reports to Sofia.\n- Amara reports to Hana.\n- Elena works for Helios Logistics.\n- Cedar Retail Group was founded in 2011.\n- Callum reports to Bruno.\n- Hana works for Fernhill Foods.\n- Dmitri reports to Callum.\n- Wren works for Helios Logistics.\n- Bruno reports to Chiara.\n- Wren reports to Ravi.\n- Jonas reports to Amara.\n- Jonas works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Bruno works for Bluepine Aviation.\n- Chiara works for Cedar Retail Group.\n- Sanne reports to Jonas.\n- Sanne works for Cedar Retail Group.\n- Helios Logistics was founded in 1995.\n- Elena reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36291", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 3, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 19 December 2022): For employees hired on or after 19 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3477: employee Omar M., hired 22 April 2020, separated 27 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-3477?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36292", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-7 (VERSION 4, EFFECTIVE 02 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 02 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5841: employee Amara K., hired 14 April 2024, separated 12 July 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5841?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36293", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 03 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 March 2025): For employees hired on or after 25 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 03 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4761: employee Pablo A., hired 22 June 2022, separated 20 May 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4761?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36294", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 22 October 2023): For employees hired on or after 22 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-3478: employee Kenji M., hired 01 June 2023, separated 27 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-3478?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-3478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36295", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "request_leave", "4": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36296", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7575: employee Lucia K., hired 20 July 2022, separated 27 March 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2025-7575 under the controlling rules.", "criteria": {"0": "$12,808", "1": "$14,923", "2": "$56,000", "3": "$12,923"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36297", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 4, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 31 December 2023): For employees hired on or after 31 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-2978: employee Bruno T., hired 03 January 2022, separated 05 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-2978?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-2978 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36298", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 23 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 23 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-2760: employee Emeka K., hired 22 January 2024, separated 07 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-2760?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-2760 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36299", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Bergen.\n- Mei works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Atlas Freight was founded in 1992.\n- Anders works for Cedar Retail Group.\n- Atlas Freight is headquartered in Bergen.\n- Amara reports to Mateo.\n- Vantage Air is headquartered in Lyon.\n- Crescent Telecom was founded in 1994.\n- Anders reports to Dmitri.\n- Pablo reports to Anders.\n- Vantage Air was founded in 2007.\n- Mateo reports to Pablo.\n- Chiara works for Crescent Telecom.\n- Cedar Retail Group was founded in 2008.\n- Pablo works for Crescent Telecom.\n- Mateo works for Atlas Freight.\n- Chiara reports to Amara.\n- Dmitri works for Crescent Telecom.\n- Mei reports to Zoya.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Dmitri reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1987", "2": "1990", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36301", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Hana reports to Yuki.\n- Lucia works for Cedar Retail Group.\n- Pablo reports to Mei.\n- Nadia reports to Pablo.\n- Mei reports to Chiara.\n- Nadia works for Lattice Analytics.\n- Vantage Air is headquartered in Lyon.\n- Anders works for Lattice Analytics.\n- Yuki works for Vantage Air.\n- Chiara works for Vantage Air.\n- Kenji reports to Hana.\n- Cedar Retail Group was founded in 2001.\n- Vantage Air was founded in 1976.\n- Atlas Freight is headquartered in Tampere.\n- Lucia reports to Ingrid.\n- Lattice Analytics is headquartered in Brno.\n- Ingrid works for Atlas Freight.\n- Pablo works for Lattice Analytics.\n- Kenji works for Atlas Freight.\n- Cedar Retail Group is headquartered in Tampere.\n- Wren reports to Nadia.\n- Yuki reports to Viktor.\n- Mei works for Atlas Freight.\n- Chiara reports to Kenji.\n- Hana works for Lattice Analytics.\n- Viktor reports to Lucia.\n- Anders reports to Wren.\n- Wren works for Vantage Air.\n- Lattice Analytics was founded in 1990.\n- Atlas Freight was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1988", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36303", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Leila reports to Tobias.\n- Elena reports to Amara.\n- Pablo works for Summit Energy.\n- Helios Logistics is headquartered in Nagoya.\n- Pablo reports to Elena.\n- Omar works for Helios Logistics.\n- Pinnacle Software is headquartered in Nagoya.\n- Helios Logistics was founded in 2011.\n- Omar reports to Kenji.\n- Summit Energy is headquartered in Leeds.\n- Summit Energy was founded in 2011.\n- Kenji reports to Stefan.\n- Northwind Systems was founded in 1999.\n- Amara works for Helios Logistics.\n- Tobias reports to Pablo.\n- Stefan works for Pinnacle Software.\n- Elena works for Northwind Systems.\n- Stefan reports to Leila.\n- Tobias works for Northwind Systems.\n- Pinnacle Software was founded in 2015.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1994", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36305", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants payment details changed", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Malmo.\n- Priya reports to Wren.\n- Mateo reports to Priya.\n- Zoya works for Bluepine Aviation.\n- Anders works for Helios Logistics.\n- Pinnacle Software is headquartered in Tampere.\n- Ravi works for Bluepine Aviation.\n- Wren works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Bluepine Aviation was founded in 1999.\n- Wren reports to Mei.\n- Anders reports to Mateo.\n- Helios Logistics was founded in 1980.\n- Mara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Fernhill Foods was founded in 2006.\n- Mei works for Pinnacle Software.\n- Pinnacle Software was founded in 1985.\n- Priya works for Fernhill Foods.\n- Helios Logistics is headquartered in Cork.\n- Ravi reports to Zoya.\n- Mara reports to Ravi.\n- Zoya reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1978", "2": "1983", "3": "1975"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36307", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-5 (VERSION 4, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-9481: employee Yuki S., hired 01 November 2023, separated 24 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-9481?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-9481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36308", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36309", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36310", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36311", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36312", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36313", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "reports lost baggage", "3": "changes seat assignment", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36314", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 5, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 21 January 2024): For employees hired on or after 21 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-7384: employee Kenji T., hired 19 December 2021, separated 08 April 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2025-7384 under the controlling rules.", "criteria": {"0": "$26,542", "1": "$4,125", "2": "$6,187", "3": "$6,125"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-7384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36315", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "control_lights", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36316", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 09 April 2025): For employees hired on or after 09 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-5272: employee Stefan K., hired 20 August 2023, separated 02 March 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-5272?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-5272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36317", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4168: employee Wren A., hired 12 September 2021, separated 09 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4168?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4168 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36318", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Chiara.\n- Crescent Telecom is headquartered in Basel.\n- Dmitri works for Crescent Telecom.\n- Chiara reports to Pablo.\n- Emeka reports to Tessa.\n- Cobalt Health was founded in 1979.\n- Dmitri reports to Aisha.\n- Northwind Systems is headquartered in Cork.\n- Chiara works for Crescent Telecom.\n- Anders works for Cobalt Health.\n- Tessa reports to Yuki.\n- Mateo reports to Dmitri.\n- Anders reports to Ravi.\n- Sofia reports to Anders.\n- Felix works for Cobalt Health.\n- Tessa works for Cobalt Health.\n- Mateo works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Pablo works for Northwind Systems.\n- Yuki works for Cobalt Health.\n- Aisha works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Aisha reports to Felix.\n- Helios Logistics is headquartered in Ghent.\n- Crescent Telecom was founded in 2008.\n- Northwind Systems was founded in 2001.\n- Cobalt Health is headquartered in Cork.\n- Helios Logistics was founded in 1984.\n- Ravi reports to Emeka.\n- Pablo reports to Sofia.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Cork", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36319", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-8 (VERSION 6, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 February 2023): For employees hired on or after 14 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5367: employee Deshawn M., hired 30 December 2019, separated 29 June 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-5367?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5367 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36320", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-6 (VERSION 6, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 11 December 2022): For employees hired on or after 11 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1524: employee Ingrid M., hired 05 April 2019, separated 17 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-1524?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1524 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36321", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36323", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-6 (VERSION 6, EFFECTIVE 21 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1488: employee Aisha R., hired 22 March 2023, separated 10 December 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1488?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1488 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36324", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Felix.\n- Jonas works for Ironwood Manufacturing.\n- Aisha reports to Ravi.\n- Beacon Insurance was founded in 1978.\n- Mara works for Cobalt Health.\n- Aisha works for Beacon Insurance.\n- Fernhill Foods was founded in 1977.\n- Ironwood Manufacturing was founded in 2007.\n- Ravi works for Fernhill Foods.\n- Cobalt Health is headquartered in Porto.\n- Jonas reports to Aisha.\n- Ravi reports to Yuki.\n- Fernhill Foods is headquartered in Cork.\n- Yuki works for Fernhill Foods.\n- Callum reports to Mara.\n- Felix reports to Nadia.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Leila works for Cobalt Health.\n- Callum works for Ironwood Manufacturing.\n- Mateo works for Beacon Insurance.\n- Nadia reports to Callum.\n- Felix works for Ironwood Manufacturing.\n- Leila reports to Mateo.\n- Cobalt Health was founded in 1985.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36326", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 3, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3525: employee Jonas K., hired 21 April 2024, separated 20 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-3525 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$2,500", "2": "$10,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36327", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Oslo.\n- Pablo reports to Tessa.\n- Felix works for Vantage Air.\n- Dmitri works for Ironwood Manufacturing.\n- Sanne reports to Yuki.\n- Pinnacle Software was founded in 2007.\n- Ravi works for Ironwood Manufacturing.\n- Pablo works for Pinnacle Software.\n- Nadia reports to Mara.\n- Dmitri reports to Felix.\n- Mara reports to Pablo.\n- Cobalt Health is headquartered in Porto.\n- Mei works for Vantage Air.\n- Mei reports to Nadia.\n- Nadia works for Cobalt Health.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Tessa works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1977.\n- Elena reports to Ravi.\n- Yuki reports to Elena.\n- Yuki works for Vantage Air.\n- Stefan reports to Sanne.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Tessa reports to Dmitri.\n- Elena works for Vantage Air.\n- Stefan works for Pinnacle Software.\n- Vantage Air was founded in 1978.\n- Felix reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36328", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36329", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2010.\n- Beacon Insurance is headquartered in Halifax.\n- Mara reports to Anders.\n- Lucia reports to Mara.\n- Meridian Bank is headquartered in Halifax.\n- Summit Energy is headquartered in Halifax.\n- Anders works for Beacon Insurance.\n- Yuki works for Lattice Analytics.\n- Kenji works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Yuki reports to Pablo.\n- Lattice Analytics is headquartered in Austin.\n- Summit Energy was founded in 2008.\n- Lucia works for Meridian Bank.\n- Meridian Bank was founded in 2004.\n- Deshawn reports to Lucia.\n- Ravi works for Meridian Bank.\n- Ravi reports to Deshawn.\n- Mara works for Beacon Insurance.\n- Lattice Analytics was founded in 2004.\n- Anders reports to Kenji.\n- Pablo works for Summit Energy.\n- Kenji reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "1999", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36330", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "open_account", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1996.\n- Hana reports to Tessa.\n- Amara works for Summit Energy.\n- Stefan reports to Amara.\n- Meridian Bank is headquartered in Malmo.\n- Sofia works for Summit Energy.\n- Deshawn reports to Hana.\n- Tessa reports to Stefan.\n- Hana works for Summit Energy.\n- Emeka reports to Deshawn.\n- Callum reports to Ravi.\n- Deshawn works for Atlas Freight.\n- Ravi reports to Emeka.\n- Tobias works for Atlas Freight.\n- Tessa works for Lattice Analytics.\n- Stefan works for Atlas Freight.\n- Callum works for Summit Energy.\n- Lattice Analytics was founded in 1980.\n- Meridian Bank was founded in 2002.\n- Aisha reports to Sofia.\n- Atlas Freight is headquartered in Nagoya.\n- Tobias reports to Callum.\n- Omar reports to Aisha.\n- Ravi works for Meridian Bank.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Amara reports to Omar.\n- Aisha works for Meridian Bank.\n- Atlas Freight was founded in 2000.\n- Summit Energy is headquartered in Malmo.\n- Omar works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Lattice Analytics was founded in 2014.\n- Felix reports to Dmitri.\n- Amara reports to Callum.\n- Lattice Analytics is headquartered in Dunedin.\n- Beacon Insurance is headquartered in Oslo.\n- Hana reports to Felix.\n- Northwind Systems is headquartered in Oslo.\n- Felix works for Beacon Insurance.\n- Dmitri works for Ironwood Manufacturing.\n- Elena reports to Anders.\n- Northwind Systems was founded in 1980.\n- Anders works for Beacon Insurance.\n- Callum reports to Chiara.\n- Stefan reports to Lucia.\n- Ironwood Manufacturing was founded in 1997.\n- Anders reports to Viktor.\n- Chiara works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lucia reports to Elena.\n- Dmitri reports to Stefan.\n- Viktor reports to Aisha.\n- Viktor works for Northwind Systems.\n- Aisha reports to Amara.\n- Callum works for Northwind Systems.\n- Hana works for Ironwood Manufacturing.\n- Aisha works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Dunedin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36333", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Helios Logistics was founded in 1998.\n- Tessa works for Northwind Systems.\n- Aisha works for Helios Logistics.\n- Anders works for Northwind Systems.\n- Lattice Analytics was founded in 1981.\n- Amara works for Lattice Analytics.\n- Elena reports to Anders.\n- Beacon Insurance was founded in 2013.\n- Northwind Systems is headquartered in Basel.\n- Zoya reports to Tessa.\n- Lattice Analytics is headquartered in Basel.\n- Beacon Insurance is headquartered in Malmo.\n- Chiara works for Northwind Systems.\n- Elena works for Lattice Analytics.\n- Aisha reports to Zoya.\n- Pablo reports to Chiara.\n- Amara reports to Aisha.\n- Northwind Systems was founded in 1986.\n- Anders reports to Amara.\n- Pablo works for Lattice Analytics.\n- Helios Logistics is headquartered in Adelaide.\n- Chiara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36335", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "change_seat", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36336", "family": "intent_hardneg", "state": "Incoming devops message:\n\"restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36337", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Leila.\n- Lattice Analytics was founded in 1981.\n- Deshawn works for Bluepine Aviation.\n- Aisha reports to Deshawn.\n- Felix works for Bluepine Aviation.\n- Anders reports to Wren.\n- Viktor works for Lattice Analytics.\n- Wren works for Lattice Analytics.\n- Deshawn reports to Anders.\n- Wren reports to Kenji.\n- Atlas Freight is headquartered in Tallinn.\n- Leila reports to Felix.\n- Anders works for Atlas Freight.\n- Bluepine Aviation is headquartered in Brno.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1999.\n- Kenji reports to Pablo.\n- Felix reports to Viktor.\n- Aisha works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Leila works for Lattice Analytics.\n- Chiara reports to Aisha.\n- Pablo works for Beacon Insurance.\n- Atlas Freight was founded in 1991.\n- Beacon Insurance is headquartered in Adelaide.\n- Beacon Insurance was founded in 1984.\n- Lattice Analytics is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Adelaide", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36339", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Chiara.\n- Zoya works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1995.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Deshawn works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1988.\n- Omar reports to Tobias.\n- Emeka works for Pinnacle Software.\n- Mei reports to Viktor.\n- Emeka reports to Omar.\n- Chiara works for Pinnacle Software.\n- Chiara reports to Mateo.\n- Amara reports to Emeka.\n- Omar works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Cobalt Health was founded in 2007.\n- Viktor reports to Deshawn.\n- Zoya reports to Amara.\n- Deshawn reports to Nadia.\n- Ironwood Manufacturing was founded in 1985.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Tampere.\n- Viktor works for Beacon Insurance.\n- Tobias reports to Mara.\n- Tobias works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Nadia works for Ironwood Manufacturing.\n- Mara reports to Mei.\n- Amara works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Beacon Insurance", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36341", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36342", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY RET-8 (VERSION 3, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 31 July 2024): For employees hired on or after 31 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-8814: employee Tobias K., hired 06 May 2021, separated 10 November 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-8814 under the controlling rules.", "criteria": {"0": "$11,200", "1": "$10,200", "2": "$11,250", "3": "$48,533"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-8814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36343", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 30 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 14 June 2024): For employees hired on or after 14 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 30 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3809: employee Ravi K., hired 19 February 2021, separated 16 July 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3809?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36344", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4205: employee Ingrid A., hired 01 September 2023, separated 06 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4205?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36345", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "org_question", "3": "resignation", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Helios Logistics.\n- Bruno works for Meridian Bank.\n- Mateo reports to Omar.\n- Leila reports to Nadia.\n- Lattice Analytics was founded in 1989.\n- Nadia reports to Bruno.\n- Viktor works for Meridian Bank.\n- Viktor reports to Mateo.\n- Felix works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Meridian Bank was founded in 1997.\n- Felix reports to Viktor.\n- Pinnacle Software is headquartered in Porto.\n- Omar reports to Tobias.\n- Mara works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Helios Logistics was founded in 1988.\n- Pinnacle Software was founded in 1992.\n- Helios Logistics is headquartered in Porto.\n- Lattice Analytics is headquartered in Tallinn.\n- Wren works for Pinnacle Software.\n- Omar works for Meridian Bank.\n- Mateo works for Pinnacle Software.\n- Wren reports to Mara.\n- Tobias reports to Wren.\n- Mara reports to Leila.\n- Meridian Bank is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36347", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36348", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "check_logs", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Dmitri works for Cobalt Health.\n- Ingrid reports to Elena.\n- Cobalt Health is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1988.\n- Priya reports to Dmitri.\n- Beacon Insurance is headquartered in Austin.\n- Mateo works for Bluepine Aviation.\n- Dmitri reports to Hana.\n- Beacon Insurance was founded in 1997.\n- Mateo reports to Nadia.\n- Cobalt Health was founded in 2008.\n- Bluepine Aviation is headquartered in Austin.\n- Hana reports to Mateo.\n- Nadia reports to Jonas.\n- Jonas reports to Ingrid.\n- Jonas works for Cobalt Health.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Ingrid works for Beacon Insurance.\n- Crescent Telecom was founded in 1978.\n- Elena works for Crescent Telecom.\n- Priya works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36350", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 14219, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants the delivery address updated", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36351", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Sofia works for Lattice Analytics.\n- Meridian Bank is headquartered in Basel.\n- Callum works for Lattice Analytics.\n- Bluepine Aviation was founded in 1988.\n- Fernhill Foods is headquartered in Basel.\n- Tessa works for Lattice Analytics.\n- Dmitri reports to Callum.\n- Zoya reports to Sofia.\n- Callum reports to Kenji.\n- Lattice Analytics is headquartered in Valencia.\n- Kenji reports to Zoya.\n- Viktor works for Bluepine Aviation.\n- Meridian Bank was founded in 1976.\n- Viktor reports to Tessa.\n- Lattice Analytics was founded in 1996.\n- Fernhill Foods was founded in 1976.\n- Pablo works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Sofia reports to Viktor.\n- Pablo reports to Dmitri.\n- Kenji works for Lattice Analytics.\n- Zoya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Valencia", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Jonas reports to Leila.\n- Tessa works for Ironwood Manufacturing.\n- Wren works for Beacon Insurance.\n- Crescent Telecom is headquartered in Adelaide.\n- Callum works for Crescent Telecom.\n- Amara reports to Wren.\n- Lucia works for Crescent Telecom.\n- Omar reports to Lucia.\n- Crescent Telecom was founded in 1979.\n- Wren reports to Mateo.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Amara works for Fernhill Foods.\n- Leila reports to Omar.\n- Sofia reports to Tessa.\n- Jonas works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Fernhill Foods was founded in 2014.\n- Bruno works for Beacon Insurance.\n- Tessa reports to Jonas.\n- Ravi works for Fernhill Foods.\n- Callum reports to Sofia.\n- Beacon Insurance is headquartered in Adelaide.\n- Lucia reports to Amara.\n- Bruno reports to Ravi.\n- Mateo works for Fernhill Foods.\n- Beacon Insurance was founded in 2008.\n- Fernhill Foods is headquartered in Adelaide.\n- Mateo reports to Bruno.\n- Sofia works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36353", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 3, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8183: employee Nadia A., hired 01 November 2022, separated 28 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8183?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36354", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Amara.\n- Amara works for Vantage Air.\n- Amara reports to Anders.\n- Crescent Telecom was founded in 1975.\n- Bruno reports to Leila.\n- Ingrid reports to Dmitri.\n- Anders reports to Zoya.\n- Ingrid works for Helios Logistics.\n- Dmitri reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Zoya works for Crescent Telecom.\n- Helios Logistics is headquartered in Brno.\n- Stefan works for Lattice Analytics.\n- Lattice Analytics was founded in 2012.\n- Vantage Air was founded in 2002.\n- Leila reports to Stefan.\n- Lattice Analytics is headquartered in Lyon.\n- Vantage Air is headquartered in Halifax.\n- Helios Logistics was founded in 1978.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Anders works for Crescent Telecom.\n- Dmitri works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36356", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 2001.\n- Leila works for Vantage Air.\n- Sanne works for Vantage Air.\n- Hana reports to Tessa.\n- Mara reports to Lucia.\n- Tessa reports to Sanne.\n- Felix works for Lattice Analytics.\n- Hana works for Ironwood Manufacturing.\n- Leila reports to Mara.\n- Tessa works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Austin.\n- Vantage Air is headquartered in Austin.\n- Lucia works for Summit Energy.\n- Sanne reports to Leila.\n- Vantage Air was founded in 2013.\n- Lattice Analytics was founded in 1991.\n- Lucia reports to Yuki.\n- Ironwood Manufacturing was founded in 2009.\n- Yuki works for Summit Energy.\n- Mara works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Vantage Air", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36357", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-3 (VERSION 5, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4157: employee Zoya T., hired 06 August 2023, separated 11 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-4157?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4157 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36358", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2002.\n- Summit Energy was founded in 1982.\n- Priya works for Summit Energy.\n- Callum works for Lattice Analytics.\n- Helios Logistics was founded in 1995.\n- Pablo works for Lattice Analytics.\n- Bruno reports to Lucia.\n- Ravi reports to Stefan.\n- Aisha works for Northwind Systems.\n- Priya reports to Sanne.\n- Sanne reports to Bruno.\n- Aisha reports to Felix.\n- Pablo reports to Aisha.\n- Callum reports to Ravi.\n- Lattice Analytics was founded in 2001.\n- Sanne works for Northwind Systems.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Ravi works for Helios Logistics.\n- Lattice Analytics is headquartered in Adelaide.\n- Bruno works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Lucia works for Summit Energy.\n- Lucia reports to Callum.\n- Summit Energy is headquartered in Adelaide.\n- Felix reports to Priya.\n- Stefan works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Dunedin", "2": "Adelaide", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36359", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 74438 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "exchange_item", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36360", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Jonas reports to Tobias.\n- Kenji reports to Amara.\n- Beacon Insurance is headquartered in Tallinn.\n- Crescent Telecom was founded in 1977.\n- Stefan reports to Jonas.\n- Deshawn works for Pinnacle Software.\n- Lattice Analytics was founded in 2008.\n- Leila works for Crescent Telecom.\n- Felix reports to Kenji.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1983.\n- Jonas works for Crescent Telecom.\n- Kenji works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Amara reports to Stefan.\n- Zoya reports to Deshawn.\n- Felix works for Beacon Insurance.\n- Amara works for Crescent Telecom.\n- Sofia reports to Zoya.\n- Zoya works for Lattice Analytics.\n- Beacon Insurance was founded in 1990.\n- Tobias works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Deshawn reports to Felix.\n- Lattice Analytics is headquartered in Porto.\n- Tobias reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36361", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Timer — asks for a countdown timer", "2": "Weather — asks about weather", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36362", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-5 (VERSION 3, EFFECTIVE 28 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 November 2025): For employees hired on or after 24 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 28 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5735: employee Dmitri A., hired 14 January 2024, separated 01 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5735?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36363", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Turku.\n- Fernhill Foods is headquartered in Nagoya.\n- Chiara works for Summit Energy.\n- Callum reports to Mei.\n- Fernhill Foods was founded in 1992.\n- Zoya reports to Aisha.\n- Crescent Telecom was founded in 1983.\n- Bluepine Aviation was founded in 2003.\n- Hana works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Mei works for Summit Energy.\n- Mei reports to Chiara.\n- Amara reports to Anders.\n- Amara works for Summit Energy.\n- Zoya works for Bluepine Aviation.\n- Hana reports to Callum.\n- Anders reports to Zoya.\n- Anders works for Bluepine Aviation.\n- Summit Energy is headquartered in Turku.\n- Callum works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Nagoya.\n- Aisha reports to Hana.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36364", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Summit Energy is headquartered in Tampere.\n- Lattice Analytics was founded in 1998.\n- Viktor works for Summit Energy.\n- Bruno works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Leeds.\n- Elena reports to Bruno.\n- Summit Energy was founded in 2010.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Bruno reports to Jonas.\n- Deshawn reports to Ravi.\n- Pinnacle Software was founded in 2008.\n- Tobias works for Ironwood Manufacturing.\n- Callum reports to Tobias.\n- Jonas works for Ironwood Manufacturing.\n- Aisha reports to Callum.\n- Elena works for Ironwood Manufacturing.\n- Tobias reports to Viktor.\n- Aisha works for Lattice Analytics.\n- Nadia reports to Elena.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Ravi works for Summit Energy.\n- Ravi reports to Aisha.\n- Jonas reports to Deshawn.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36366", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36367", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "update_benefits", "4": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1996.\n- Callum reports to Jonas.\n- Cedar Retail Group is headquartered in Porto.\n- Tobias works for Cedar Retail Group.\n- Jonas works for Cedar Retail Group.\n- Tobias reports to Aisha.\n- Jonas reports to Priya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ingrid reports to Pablo.\n- Deshawn reports to Ingrid.\n- Priya reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Priya works for Summit Energy.\n- Elena works for Ironwood Manufacturing.\n- Deshawn works for Cedar Retail Group.\n- Elena reports to Nadia.\n- Beacon Insurance is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2013.\n- Nadia works for Summit Energy.\n- Beacon Insurance was founded in 1983.\n- Aisha works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Leila.\n- Summit Energy was founded in 1985.\n- Leila works for Summit Energy.\n- Leila reports to Stefan.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha reports to Callum.\n- Nadia reports to Deshawn.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36369", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 3, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 July 2025): For employees hired on or after 27 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3537: employee Nadia K., hired 13 October 2024, separated 26 January 2027 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3537?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36370", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Deshawn.\n- Meridian Bank was founded in 1997.\n- Bruno reports to Mara.\n- Bluepine Aviation was founded in 1993.\n- Nadia reports to Mateo.\n- Sanne reports to Nadia.\n- Callum reports to Bruno.\n- Helios Logistics was founded in 1984.\n- Mateo works for Helios Logistics.\n- Nadia works for Beacon Insurance.\n- Callum works for Bluepine Aviation.\n- Beacon Insurance was founded in 2004.\n- Meridian Bank is headquartered in Tallinn.\n- Sanne works for Beacon Insurance.\n- Deshawn works for Meridian Bank.\n- Mara reports to Omar.\n- Bruno works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.\n- Mara works for Beacon Insurance.\n- Deshawn reports to Callum.\n- Omar works for Beacon Insurance.\n- Helios Logistics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "1999", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36371", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-3495: employee Viktor S., hired 09 June 2022, separated 20 May 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-3495?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-3495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36372", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Sanne.\n- Tessa reports to Priya.\n- Atlas Freight is headquartered in Lyon.\n- Kenji works for Crescent Telecom.\n- Zoya reports to Tobias.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Lucia reports to Kenji.\n- Cobalt Health is headquartered in Lyon.\n- Meridian Bank was founded in 1995.\n- Meridian Bank is headquartered in Basel.\n- Priya works for Crescent Telecom.\n- Cobalt Health was founded in 2009.\n- Dmitri works for Atlas Freight.\n- Tessa works for Cobalt Health.\n- Kenji reports to Zoya.\n- Tobias works for Meridian Bank.\n- Sanne reports to Tessa.\n- Zoya works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Crescent Telecom was founded in 2015.\n- Atlas Freight was founded in 2009.\n- Priya reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2004", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Yuki.\n- Meridian Bank was founded in 2003.\n- Yuki works for Meridian Bank.\n- Bruno works for Cobalt Health.\n- Jonas reports to Bruno.\n- Amara reports to Mateo.\n- Amara works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Elena works for Meridian Bank.\n- Dmitri works for Ironwood Manufacturing.\n- Yuki reports to Jonas.\n- Dmitri reports to Amara.\n- Cobalt Health was founded in 1989.\n- Jonas works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Bruno reports to Chiara.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mateo reports to Elena.\n- Chiara works for Northwind Systems.\n- Cobalt Health is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1988.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Valencia", "2": "Dunedin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36374", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-2 (VERSION 6, EFFECTIVE 23 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 06 February 2025): For employees hired on or after 06 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9209: employee Nadia M., hired 12 February 2023, separated 09 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-2-2025-9209 under the controlling rules.", "criteria": {"0": "$10,750", "1": "$44,417", "2": "$10,312", "3": "$10,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9209 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Tobias works for Bluepine Aviation.\n- Felix reports to Stefan.\n- Bluepine Aviation is headquartered in Austin.\n- Callum works for Meridian Bank.\n- Fernhill Foods was founded in 2000.\n- Tessa works for Meridian Bank.\n- Tobias reports to Pablo.\n- Callum reports to Tessa.\n- Meridian Bank is headquartered in Brno.\n- Leila reports to Tobias.\n- Stefan works for Bluepine Aviation.\n- Zoya works for Fernhill Foods.\n- Summit Energy is headquartered in Ghent.\n- Meridian Bank was founded in 2002.\n- Bluepine Aviation was founded in 2010.\n- Fernhill Foods is headquartered in Brno.\n- Tessa reports to Leila.\n- Felix works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Stefan reports to Zoya.\n- Leila works for Fernhill Foods.\n- Summit Energy was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Brno", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Aisha reports to Tobias.\n- Aisha works for Meridian Bank.\n- Stefan works for Fernhill Foods.\n- Wren works for Meridian Bank.\n- Wren reports to Mara.\n- Fernhill Foods is headquartered in Valencia.\n- Callum works for Meridian Bank.\n- Mateo reports to Stefan.\n- Priya works for Meridian Bank.\n- Northwind Systems was founded in 1991.\n- Tobias reports to Priya.\n- Meridian Bank was founded in 2012.\n- Ingrid works for Vantage Air.\n- Tobias works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Ingrid reports to Callum.\n- Vantage Air was founded in 1994.\n- Mara reports to Ingrid.\n- Mara works for Fernhill Foods.\n- Callum reports to Ravi.\n- Mateo works for Vantage Air.\n- Northwind Systems is headquartered in Bergen.\n- Fernhill Foods was founded in 2010.\n- Stefan reports to Wren.\n- Ravi reports to Aisha.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36378", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Omar reports to Sanne.\n- Yuki reports to Zoya.\n- Wren reports to Amara.\n- Viktor reports to Priya.\n- Aisha works for Pinnacle Software.\n- Amara reports to Aisha.\n- Chiara reports to Callum.\n- Lattice Analytics is headquartered in Halifax.\n- Northwind Systems is headquartered in Turku.\n- Omar works for Pinnacle Software.\n- Callum reports to Viktor.\n- Sanne works for Vantage Air.\n- Northwind Systems was founded in 1999.\n- Pinnacle Software was founded in 2004.\n- Zoya works for Vantage Air.\n- Aisha reports to Yuki.\n- Amara works for Pinnacle Software.\n- Vantage Air was founded in 1998.\n- Lattice Analytics was founded in 1976.\n- Chiara works for Pinnacle Software.\n- Vantage Air is headquartered in Brno.\n- Sanne reports to Elena.\n- Wren works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Priya reports to Wren.\n- Zoya reports to Omar.\n- Priya works for Vantage Air.\n- Viktor works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36379", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36380", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36381", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Bergen.\n- Leila reports to Kenji.\n- Hana reports to Stefan.\n- Mateo works for Summit Energy.\n- Cedar Retail Group was founded in 2012.\n- Tobias works for Fernhill Foods.\n- Kenji works for Summit Energy.\n- Stefan reports to Aisha.\n- Crescent Telecom is headquartered in Bergen.\n- Elena reports to Ravi.\n- Ravi reports to Mei.\n- Fernhill Foods was founded in 2012.\n- Elena works for Crescent Telecom.\n- Kenji reports to Hana.\n- Lucia reports to Felix.\n- Hana works for Fernhill Foods.\n- Aisha reports to Tobias.\n- Mateo reports to Elena.\n- Mei works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Leila works for Crescent Telecom.\n- Summit Energy was founded in 1977.\n- Lucia works for Cedar Retail Group.\n- Stefan works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Crescent Telecom was founded in 2006.\n- Aisha works for Fernhill Foods.\n- Summit Energy is headquartered in Austin.\n- Tobias reports to Mateo.\n- Fernhill Foods is headquartered in Dunedin.\n- Mei reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36382", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36383", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36384", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Invoice Copy — requests a receipt or invoice", "2": "Payment Plan — asks to split a balance into installments", "3": "Dispute Charge — reports an unauthorized charge", "4": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36385", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 05 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 04 May 2023): For employees hired on or after 04 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 05 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6894: employee Deshawn B., hired 04 May 2022, separated 25 November 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6894?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6894 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Brno.\n- Felix works for Atlas Freight.\n- Mara reports to Sofia.\n- Elena reports to Mara.\n- Priya works for Atlas Freight.\n- Priya reports to Felix.\n- Meridian Bank was founded in 1978.\n- Deshawn works for Meridian Bank.\n- Bluepine Aviation is headquartered in Dunedin.\n- Atlas Freight is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1981.\n- Felix reports to Elena.\n- Omar reports to Deshawn.\n- Sofia reports to Wren.\n- Meridian Bank is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1979.\n- Atlas Freight was founded in 2011.\n- Wren works for Bluepine Aviation.\n- Elena works for Ironwood Manufacturing.\n- Sofia works for Bluepine Aviation.\n- Omar works for Ironwood Manufacturing.\n- Deshawn reports to Priya.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36387", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36388", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8352: employee Anders A., hired 23 August 2022, separated 27 June 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-8352 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$5,000", "2": "$3,500", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8352 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36389", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 January 2025): For employees hired on or after 21 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1910: employee Yuki A., hired 24 September 2023, separated 18 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1910?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36390", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-9 (VERSION 2, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-8800: employee Tobias M., hired 04 February 2024, separated 08 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-8800?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-8800 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36391", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9702: employee Dmitri R., hired 19 October 2021, separated 27 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9702?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Helios Logistics is headquartered in Leeds.\n- Fernhill Foods was founded in 1997.\n- Dmitri works for Bluepine Aviation.\n- Helios Logistics was founded in 1997.\n- Hana works for Helios Logistics.\n- Mateo works for Meridian Bank.\n- Mei reports to Kenji.\n- Bluepine Aviation is headquartered in Oslo.\n- Mei works for Helios Logistics.\n- Meridian Bank is headquartered in Tampere.\n- Meridian Bank was founded in 1999.\n- Fernhill Foods is headquartered in Nagoya.\n- Bruno works for Meridian Bank.\n- Yuki reports to Chiara.\n- Hana reports to Yuki.\n- Bruno reports to Mei.\n- Kenji reports to Dmitri.\n- Dmitri reports to Mateo.\n- Yuki works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1981.\n- Kenji works for Fernhill Foods.\n- Chiara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Amara.\n- Aisha reports to Sanne.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 2010.\n- Fernhill Foods was founded in 1975.\n- Amara works for Fernhill Foods.\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Aisha works for Fernhill Foods.\n- Sanne works for Helios Logistics.\n- Atlas Freight is headquartered in Adelaide.\n- Ironwood Manufacturing was founded in 1986.\n- Amara reports to Leila.\n- Wren reports to Omar.\n- Stefan works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Fernhill Foods is headquartered in Dunedin.\n- Stefan reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Omar works for Atlas Freight.\n- Leila reports to Wren.\n- Leila works for Fernhill Foods.\n- Priya reports to Aisha.\n- Priya works for Helios Logistics.\n- Atlas Freight was founded in 2013.\n- Sanne reports to Stefan.\n- Emeka reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36394", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1992.\n- Mateo reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Aisha works for Beacon Insurance.\n- Priya reports to Yuki.\n- Bluepine Aviation is headquartered in Dunedin.\n- Hana works for Bluepine Aviation.\n- Omar works for Crescent Telecom.\n- Felix works for Beacon Insurance.\n- Northwind Systems was founded in 1975.\n- Amara works for Crescent Telecom.\n- Yuki reports to Mateo.\n- Stefan works for Northwind Systems.\n- Mateo works for Bluepine Aviation.\n- Yuki works for Crescent Telecom.\n- Dmitri reports to Omar.\n- Bluepine Aviation was founded in 2005.\n- Priya works for Bluepine Aviation.\n- Aisha reports to Nadia.\n- Beacon Insurance was founded in 1990.\n- Omar reports to Stefan.\n- Crescent Telecom is headquartered in Oslo.\n- Zoya reports to Priya.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Zoya.\n- Northwind Systems is headquartered in Dunedin.\n- Amara reports to Hana.\n- Zoya works for Beacon Insurance.\n- Felix reports to Aisha.\n- Hana reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1970", "2": "1973", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36395", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Ravi reports to Leila.\n- Ironwood Manufacturing was founded in 2014.\n- Leila reports to Ingrid.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Atlas Freight was founded in 2000.\n- Ingrid reports to Mara.\n- Mei reports to Lucia.\n- Leila works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Viktor works for Atlas Freight.\n- Viktor reports to Kenji.\n- Ingrid works for Fernhill Foods.\n- Cedar Retail Group was founded in 2009.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Fernhill Foods is headquartered in Halifax.\n- Kenji reports to Mei.\n- Lucia works for Cedar Retail Group.\n- Mara reports to Viktor.\n- Mei works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Nagoya.\n- Fernhill Foods was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36396", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7672: employee Anders S., hired 31 July 2021, separated 04 March 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7672?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7672 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36397", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36398", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36399", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36400", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "reroute", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36401", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'cancel trip' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36402", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 21 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 June 2024): For employees hired on or after 11 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-2268: employee Pablo S., hired 17 January 2024, separated 19 July 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-2268?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-2268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36403", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Pablo reports to Amara.\n- Felix works for Beacon Insurance.\n- Sanne reports to Felix.\n- Emeka reports to Yuki.\n- Mei reports to Sanne.\n- Aisha reports to Omar.\n- Cobalt Health is headquartered in Tampere.\n- Stefan works for Helios Logistics.\n- Mei works for Fernhill Foods.\n- Helios Logistics is headquartered in Porto.\n- Omar works for Beacon Insurance.\n- Sanne works for Helios Logistics.\n- Stefan reports to Wren.\n- Cobalt Health was founded in 1987.\n- Beacon Insurance was founded in 1984.\n- Ravi reports to Aisha.\n- Omar reports to Mei.\n- Wren reports to Ravi.\n- Felix reports to Emeka.\n- Yuki reports to Pablo.\n- Yuki works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Helios Logistics was founded in 1991.\n- Ravi works for Cobalt Health.\n- Fernhill Foods was founded in 1978.\n- Pablo works for Helios Logistics.\n- Emeka works for Cobalt Health.\n- Beacon Insurance is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Austin.\n- Wren works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Bruno.\n- Cobalt Health was founded in 2008.\n- Kenji reports to Amara.\n- Wren works for Summit Energy.\n- Vantage Air is headquartered in Lyon.\n- Summit Energy is headquartered in Leeds.\n- Bruno works for Bluepine Aviation.\n- Mara works for Vantage Air.\n- Aisha reports to Lucia.\n- Mei reports to Aisha.\n- Nadia reports to Wren.\n- Vantage Air was founded in 1981.\n- Pablo works for Cobalt Health.\n- Kenji works for Cobalt Health.\n- Chiara works for Vantage Air.\n- Tessa reports to Nadia.\n- Bluepine Aviation was founded in 1989.\n- Cobalt Health is headquartered in Oslo.\n- Lucia works for Bluepine Aviation.\n- Tessa works for Summit Energy.\n- Mei works for Cobalt Health.\n- Lucia reports to Chiara.\n- Bruno reports to Pablo.\n- Summit Energy was founded in 1980.\n- Nadia works for Summit Energy.\n- Amara reports to Mei.\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo reports to Kenji.\n- Aisha works for Vantage Air.\n- Amara works for Cobalt Health.\n- Mara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36405", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-9070: employee Omar M., hired 08 November 2023, separated 24 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-9070 under the controlling rules.", "criteria": {"0": "$2,625", "1": "$7,000", "2": "$6,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-9070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36407", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "requests medication refill", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36408", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8538: employee Pablo B., hired 02 September 2024, separated 17 July 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-8538 under the controlling rules.", "criteria": {"0": "$41,600", "1": "$10,100", "2": "$9,600", "3": "$9,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36409", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36410", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3809: employee Tessa K., hired 02 March 2022, separated 13 April 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2026-3809 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$7,000", "2": "$5,000", "3": "$3,938"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36411", "family": "intent_v3", "state": "Incoming travel message:\n\"Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36413", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-7 (VERSION 7, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 August 2024): For employees hired on or after 16 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-7811: employee Chiara S., hired 15 October 2023, separated 10 October 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-7811?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-7811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Chiara.\n- Aisha works for Lattice Analytics.\n- Kenji works for Vantage Air.\n- Atlas Freight was founded in 1979.\n- Deshawn reports to Kenji.\n- Tobias works for Crescent Telecom.\n- Mei reports to Ravi.\n- Crescent Telecom was founded in 2006.\n- Pablo works for Atlas Freight.\n- Vantage Air is headquartered in Halifax.\n- Ravi works for Atlas Freight.\n- Kenji reports to Tobias.\n- Pablo reports to Aisha.\n- Chiara reports to Mei.\n- Vantage Air was founded in 1987.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Crescent Telecom is headquartered in Austin.\n- Lattice Analytics was founded in 2011.\n- Atlas Freight is headquartered in Halifax.\n- Deshawn works for Crescent Telecom.\n- Chiara works for Atlas Freight.\n- Tobias reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2004", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36415", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2007.\n- Callum reports to Mara.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas works for Cobalt Health.\n- Chiara reports to Anders.\n- Sanne reports to Callum.\n- Stefan reports to Lucia.\n- Lucia works for Pinnacle Software.\n- Anders reports to Jonas.\n- Crescent Telecom was founded in 1992.\n- Callum works for Cobalt Health.\n- Vantage Air was founded in 2008.\n- Mara works for Vantage Air.\n- Yuki reports to Mei.\n- Yuki works for Pinnacle Software.\n- Mateo reports to Sanne.\n- Mei reports to Chiara.\n- Mateo works for Vantage Air.\n- Stefan works for Vantage Air.\n- Emeka reports to Yuki.\n- Anders works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Cobalt Health is headquartered in Tampere.\n- Pinnacle Software was founded in 1993.\n- Mara reports to Stefan.\n- Chiara works for Vantage Air.\n- Jonas reports to Mateo.\n- Sanne works for Vantage Air.\n- Mei works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tampere.\n- Vantage Air is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Brno", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36417", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 4, EFFECTIVE 07 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 07 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-5002: employee Tessa M., hired 01 December 2020, separated 15 February 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-5002?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-5002 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36418", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36419", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8684: employee Dmitri S., hired 26 December 2024, separated 24 December 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8684?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Nagoya.\n- Meridian Bank was founded in 1976.\n- Omar reports to Emeka.\n- Lattice Analytics was founded in 2015.\n- Sanne reports to Callum.\n- Sofia works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Bruno reports to Omar.\n- Zoya reports to Priya.\n- Priya reports to Jonas.\n- Emeka works for Lattice Analytics.\n- Cobalt Health was founded in 1999.\n- Priya works for Meridian Bank.\n- Omar works for Lattice Analytics.\n- Mara works for Meridian Bank.\n- Sofia reports to Hana.\n- Sanne works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Jonas works for Lattice Analytics.\n- Callum reports to Zoya.\n- Mara reports to Sofia.\n- Bruno works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Summit Energy is headquartered in Nagoya.\n- Summit Energy was founded in 1986.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Tallinn.\n- Jonas reports to Stefan.\n- Stefan reports to Mara.\n- Emeka reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1979", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36421", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36422", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Felix works for Vantage Air.\n- Ingrid reports to Felix.\n- Ingrid works for Vantage Air.\n- Ravi reports to Tobias.\n- Yuki works for Northwind Systems.\n- Emeka works for Cobalt Health.\n- Vantage Air is headquartered in Tallinn.\n- Cobalt Health is headquartered in Turku.\n- Tessa reports to Ingrid.\n- Tobias works for Northwind Systems.\n- Ravi works for Cobalt Health.\n- Meridian Bank is headquartered in Turku.\n- Stefan works for Vantage Air.\n- Chiara reports to Wren.\n- Tessa works for Meridian Bank.\n- Vantage Air was founded in 1992.\n- Wren reports to Yuki.\n- Wren works for Vantage Air.\n- Yuki reports to Stefan.\n- Stefan reports to Ravi.\n- Felix reports to Emeka.\n- Cobalt Health was founded in 1979.\n- Northwind Systems is headquartered in Malmo.\n- Tobias reports to Tessa.\n- Northwind Systems was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1982", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36423", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 3, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4701: employee Mara A., hired 23 March 2021, separated 19 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-4701 under the controlling rules.", "criteria": {"0": "$14,409", "1": "$63,000", "2": "$14,538", "3": "$14,038"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36424", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 4, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3945: employee Tessa R., hired 01 October 2023, separated 07 December 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-3945 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$10,385", "2": "$9,346", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3945 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36425", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Zoya works for Ironwood Manufacturing.\n- Sofia reports to Ingrid.\n- Atlas Freight was founded in 2003.\n- Dmitri reports to Yuki.\n- Sofia works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Zoya reports to Dmitri.\n- Bluepine Aviation is headquartered in Ghent.\n- Atlas Freight is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1977.\n- Yuki works for Bluepine Aviation.\n- Yuki reports to Sanne.\n- Anders works for Bluepine Aviation.\n- Ingrid reports to Anders.\n- Leila works for Bluepine Aviation.\n- Pablo reports to Zoya.\n- Anders reports to Pablo.\n- Pablo works for Bluepine Aviation.\n- Ingrid works for Atlas Freight.\n- Bluepine Aviation was founded in 2001.\n- Northwind Systems is headquartered in Adelaide.\n- Leila reports to Viktor.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sanne reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36427", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36428", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36429", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36430", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-3 (VERSION 7, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6892: employee Felix T., hired 14 February 2021, separated 30 October 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2026-6892 under the controlling rules.", "criteria": {"0": "$5,063", "1": "$4,625", "2": "$22,208", "3": "$5,125"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36431", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-2 (VERSION 3, EFFECTIVE 26 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-5640: employee Omar B., hired 25 July 2022, separated 27 June 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-5640?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-5640 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36432", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1995.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Callum reports to Zoya.\n- Lucia reports to Hana.\n- Priya reports to Wren.\n- Omar reports to Lucia.\n- Wren reports to Nadia.\n- Pinnacle Software is headquartered in Ghent.\n- Zoya reports to Omar.\n- Wren works for Vantage Air.\n- Hana works for Lattice Analytics.\n- Summit Energy was founded in 1986.\n- Hana reports to Priya.\n- Callum works for Summit Energy.\n- Lattice Analytics was founded in 2007.\n- Lucia works for Summit Energy.\n- Lattice Analytics is headquartered in Valencia.\n- Zoya works for Lattice Analytics.\n- Vantage Air is headquartered in Valencia.\n- Priya works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Omar works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36433", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 3, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 16 March 2025): For employees hired on or after 16 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5648: employee Stefan T., hired 22 November 2022, separated 27 December 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2025-5648 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$17,333", "2": "$3,100", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5648 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36434", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 32539, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Yuki.\n- Ravi reports to Lucia.\n- Lucia reports to Amara.\n- Amara reports to Sofia.\n- Tobias works for Crescent Telecom.\n- Vantage Air was founded in 1979.\n- Tessa reports to Emeka.\n- Zoya works for Atlas Freight.\n- Hana reports to Priya.\n- Mei works for Vantage Air.\n- Atlas Freight was founded in 2001.\n- Tessa works for Atlas Freight.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1979.\n- Yuki works for Vantage Air.\n- Emeka reports to Ravi.\n- Atlas Freight is headquartered in Turku.\n- Priya works for Vantage Air.\n- Crescent Telecom was founded in 2008.\n- Vantage Air is headquartered in Bergen.\n- Amara works for Atlas Freight.\n- Crescent Telecom is headquartered in Turku.\n- Ravi works for Atlas Freight.\n- Mei reports to Tobias.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Tobias reports to Zoya.\n- Yuki reports to Tessa.\n- Hana works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Sofia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1979", "2": "1982", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36436", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 2009.\n- Elena works for Fernhill Foods.\n- Leila reports to Ravi.\n- Hana reports to Pablo.\n- Dmitri works for Atlas Freight.\n- Tobias works for Meridian Bank.\n- Tobias reports to Elena.\n- Dmitri reports to Priya.\n- Pablo reports to Tobias.\n- Leila works for Lattice Analytics.\n- Omar works for Fernhill Foods.\n- Hana works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Pablo works for Meridian Bank.\n- Fernhill Foods is headquartered in Nagoya.\n- Tessa works for Atlas Freight.\n- Atlas Freight is headquartered in Brno.\n- Fernhill Foods was founded in 2008.\n- Priya reports to Tessa.\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 1981.\n- Elena reports to Dmitri.\n- Ravi works for Meridian Bank.\n- Lattice Analytics was founded in 2004.\n- Ravi reports to Hana.\n- Omar reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1976", "2": "1979", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36437", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Priya.\n- Amara works for Ironwood Manufacturing.\n- Tessa works for Vantage Air.\n- Amara reports to Jonas.\n- Ironwood Manufacturing was founded in 2015.\n- Leila works for Pinnacle Software.\n- Viktor works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Leeds.\n- Beacon Insurance was founded in 2001.\n- Aisha reports to Viktor.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Zoya works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Chiara works for Pinnacle Software.\n- Priya works for Ironwood Manufacturing.\n- Jonas reports to Emeka.\n- Priya reports to Zoya.\n- Vantage Air was founded in 1995.\n- Emeka reports to Leila.\n- Pinnacle Software is headquartered in Adelaide.\n- Zoya reports to Amara.\n- Leila reports to Tessa.\n- Pinnacle Software was founded in 2012.\n- Beacon Insurance is headquartered in Malmo.\n- Tessa reports to Chiara.\n- Emeka works for Beacon Insurance.\n- Jonas works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Leeds", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36439", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 24 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 January 2024): For employees hired on or after 23 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1354: employee Anders S., hired 03 June 2022, separated 22 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1354?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1354 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36440", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Report Outage — reports a system outage", "2": "Provision Access — grants system access", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36441", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2003.\n- Bluepine Aviation was founded in 1985.\n- Lattice Analytics was founded in 2005.\n- Felix reports to Mateo.\n- Lattice Analytics is headquartered in Halifax.\n- Summit Energy was founded in 2009.\n- Bruno reports to Ingrid.\n- Felix works for Bluepine Aviation.\n- Ingrid reports to Leila.\n- Bluepine Aviation is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Mateo reports to Bruno.\n- Emeka reports to Stefan.\n- Lucia works for Summit Energy.\n- Leila works for Lattice Analytics.\n- Lucia reports to Felix.\n- Stefan works for Lattice Analytics.\n- Mateo works for Helios Logistics.\n- Stefan reports to Lucia.\n- Ingrid works for Summit Energy.\n- Helios Logistics is headquartered in Halifax.\n- Emeka works for Lattice Analytics.\n- Bruno works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36442", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 August 2023): For employees hired on or after 17 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7675: employee Pablo R., hired 06 August 2022, separated 30 October 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7675?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36443", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36444", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36445", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 November 2024): For employees hired on or after 15 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9704: employee Nadia S., hired 24 September 2021, separated 11 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9704?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36446", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1999.\n- Zoya works for Lattice Analytics.\n- Amara reports to Zoya.\n- Stefan works for Crescent Telecom.\n- Callum reports to Priya.\n- Sanne works for Lattice Analytics.\n- Anders reports to Ingrid.\n- Lattice Analytics was founded in 1989.\n- Ingrid works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Ingrid reports to Callum.\n- Sanne reports to Amara.\n- Priya reports to Stefan.\n- Lucia reports to Anders.\n- Callum works for Pinnacle Software.\n- Priya works for Crescent Telecom.\n- Lattice Analytics is headquartered in Porto.\n- Crescent Telecom was founded in 1993.\n- Anders works for Crescent Telecom.\n- Zoya reports to Chiara.\n- Lucia works for Lattice Analytics.\n- Crescent Telecom is headquartered in Bergen.\n- Cobalt Health is headquartered in Dunedin.\n- Chiara reports to Lucia.\n- Chiara works for Pinnacle Software.\n- Cobalt Health was founded in 1982.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Dunedin", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36448", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 29 December 2023): For employees hired on or after 29 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2098: employee Ingrid B., hired 09 April 2022, separated 03 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2098?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Sofia works for Summit Energy.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Tobias.\n- Dmitri reports to Deshawn.\n- Fernhill Foods was founded in 1987.\n- Aisha works for Beacon Insurance.\n- Fernhill Foods is headquartered in Turku.\n- Stefan reports to Felix.\n- Stefan works for Fernhill Foods.\n- Cedar Retail Group was founded in 1982.\n- Sofia reports to Aisha.\n- Elena works for Fernhill Foods.\n- Felix reports to Zoya.\n- Tobias reports to Elena.\n- Cedar Retail Group is headquartered in Tampere.\n- Felix works for Summit Energy.\n- Beacon Insurance is headquartered in Lyon.\n- Summit Energy was founded in 2002.\n- Deshawn works for Fernhill Foods.\n- Aisha reports to Viktor.\n- Tobias works for Summit Energy.\n- Beacon Insurance was founded in 1995.\n- Viktor works for Summit Energy.\n- Deshawn reports to Sofia.\n- Elena reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36450", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36451", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36452", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY RET-4 (VERSION 5, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 May 2023): For employees hired on or after 26 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8742: employee Callum B., hired 06 October 2022, separated 24 August 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8742?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8742 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36453", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 April 2025): For employees hired on or after 16 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6363: employee Dmitri B., hired 26 November 2022, separated 13 November 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-6363 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$6,500", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36454", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'weather' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mei.\n- Amara works for Summit Energy.\n- Pablo works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Pablo reports to Tessa.\n- Mateo reports to Wren.\n- Summit Energy is headquartered in Tampere.\n- Mateo works for Northwind Systems.\n- Lattice Analytics was founded in 1989.\n- Tessa reports to Jonas.\n- Mei works for Summit Energy.\n- Amara reports to Mateo.\n- Fernhill Foods was founded in 2002.\n- Northwind Systems was founded in 1978.\n- Wren works for Northwind Systems.\n- Jonas works for Fernhill Foods.\n- Wren reports to Stefan.\n- Fernhill Foods is headquartered in Cork.\n- Northwind Systems is headquartered in Leeds.\n- Tessa works for Fernhill Foods.\n- Mei reports to Pablo.\n- Summit Energy was founded in 1980.\n- Lattice Analytics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1987", "2": "1992", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36456", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Nadia.\n- Jonas works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1987.\n- Aisha works for Ironwood Manufacturing.\n- Tessa reports to Hana.\n- Priya reports to Zoya.\n- Hana reports to Aisha.\n- Tessa works for Crescent Telecom.\n- Cedar Retail Group was founded in 2002.\n- Bluepine Aviation is headquartered in Turku.\n- Crescent Telecom is headquartered in Lyon.\n- Zoya reports to Chiara.\n- Ironwood Manufacturing was founded in 1986.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bruno reports to Tessa.\n- Chiara works for Crescent Telecom.\n- Zoya works for Cedar Retail Group.\n- Bruno works for Ironwood Manufacturing.\n- Aisha reports to Priya.\n- Jonas reports to Mara.\n- Nadia works for Cedar Retail Group.\n- Crescent Telecom was founded in 1994.\n- Emeka works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Emeka reports to Bruno.\n- Cedar Retail Group is headquartered in Lyon.\n- Hana works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Mara reports to Emeka.\n- Nadia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36458", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 3, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-8180: employee Lucia T., hired 06 May 2022, separated 02 November 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-8180?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-8180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36459", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3070: employee Leila B., hired 10 March 2023, separated 17 December 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-3070?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3070 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36460", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "reports lost baggage", "2": "cancels a booking", "3": "changes seat assignment", "4": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36462", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "provision_access", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Pinnacle Software.\n- Kenji works for Beacon Insurance.\n- Ingrid reports to Leila.\n- Beacon Insurance was founded in 1990.\n- Ingrid works for Cedar Retail Group.\n- Chiara reports to Tessa.\n- Cedar Retail Group is headquartered in Ghent.\n- Tessa works for Beacon Insurance.\n- Stefan reports to Kenji.\n- Helios Logistics is headquartered in Bergen.\n- Zoya reports to Mateo.\n- Mateo reports to Chiara.\n- Mateo works for Helios Logistics.\n- Pinnacle Software was founded in 1996.\n- Zoya works for Pinnacle Software.\n- Helios Logistics was founded in 2014.\n- Tessa reports to Stefan.\n- Pinnacle Software is headquartered in Ghent.\n- Kenji reports to Ingrid.\n- Beacon Insurance is headquartered in Tampere.\n- Leila works for Pinnacle Software.\n- Cedar Retail Group was founded in 2007.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36464", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ravi.\n- Tessa reports to Jonas.\n- Callum works for Beacon Insurance.\n- Mei reports to Chiara.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Sanne reports to Callum.\n- Zoya works for Beacon Insurance.\n- Helios Logistics was founded in 2011.\n- Lattice Analytics is headquartered in Valencia.\n- Callum reports to Zoya.\n- Mei works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Ravi works for Bluepine Aviation.\n- Jonas reports to Deshawn.\n- Beacon Insurance was founded in 1987.\n- Helios Logistics is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Dunedin.\n- Chiara reports to Sanne.\n- Stefan works for Helios Logistics.\n- Deshawn reports to Stefan.\n- Beacon Insurance is headquartered in Tampere.\n- Chiara works for Beacon Insurance.\n- Lattice Analytics was founded in 1997.\n- Deshawn works for Lattice Analytics.\n- Ravi reports to Tessa.\n- Jonas works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1982", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36465", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36466", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Nadia.\n- Mara reports to Pablo.\n- Sofia works for Cobalt Health.\n- Pablo reports to Mateo.\n- Vantage Air is headquartered in Basel.\n- Cobalt Health is headquartered in Basel.\n- Nadia works for Pinnacle Software.\n- Hana works for Vantage Air.\n- Sanne works for Cobalt Health.\n- Pablo works for Lattice Analytics.\n- Kenji works for Pinnacle Software.\n- Mateo reports to Sanne.\n- Pinnacle Software was founded in 1985.\n- Mara works for Pinnacle Software.\n- Omar works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Vantage Air was founded in 1991.\n- Priya reports to Hana.\n- Omar reports to Sofia.\n- Sanne reports to Omar.\n- Lattice Analytics was founded in 1984.\n- Nadia reports to Priya.\n- Pinnacle Software is headquartered in Cork.\n- Lattice Analytics is headquartered in Porto.\n- Cobalt Health was founded in 1990.\n- Kenji reports to Mara.\n- Priya works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Pablo works for Beacon Insurance.\n- Ravi works for Cobalt Health.\n- Cedar Retail Group is headquartered in Malmo.\n- Cedar Retail Group was founded in 1977.\n- Cobalt Health is headquartered in Austin.\n- Cobalt Health was founded in 2015.\n- Callum reports to Lucia.\n- Sanne works for Beacon Insurance.\n- Callum works for Cedar Retail Group.\n- Vantage Air was founded in 2013.\n- Sanne reports to Viktor.\n- Kenji works for Cedar Retail Group.\n- Ingrid works for Beacon Insurance.\n- Felix works for Cedar Retail Group.\n- Viktor reports to Wren.\n- Wren reports to Kenji.\n- Vantage Air is headquartered in Lyon.\n- Beacon Insurance was founded in 1997.\n- Lucia reports to Pablo.\n- Ingrid reports to Felix.\n- Beacon Insurance is headquartered in Malmo.\n- Felix reports to Callum.\n- Kenji reports to Ingrid.\n- Lucia works for Cedar Retail Group.\n- Ravi reports to Sanne.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36468", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8312: employee Viktor S., hired 26 November 2023, separated 25 August 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-8312 under the controlling rules.", "criteria": {"0": "$4,462", "1": "$2,375", "2": "$4,375", "3": "$18,958"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36469", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mateo.\n- Ingrid reports to Stefan.\n- Yuki works for Pinnacle Software.\n- Vantage Air was founded in 1994.\n- Pablo reports to Sofia.\n- Mateo reports to Dmitri.\n- Deshawn reports to Pablo.\n- Stefan reports to Viktor.\n- Viktor works for Pinnacle Software.\n- Yuki reports to Tessa.\n- Stefan works for Cedar Retail Group.\n- Dmitri reports to Ingrid.\n- Pablo works for Fernhill Foods.\n- Ingrid works for Vantage Air.\n- Pinnacle Software was founded in 1995.\n- Vantage Air is headquartered in Tallinn.\n- Elena reports to Zoya.\n- Pinnacle Software is headquartered in Adelaide.\n- Dmitri works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Adelaide.\n- Viktor reports to Elena.\n- Cedar Retail Group was founded in 2015.\n- Deshawn works for Fernhill Foods.\n- Mateo works for Cedar Retail Group.\n- Fernhill Foods was founded in 1982.\n- Sofia works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Zoya works for Vantage Air.\n- Sofia reports to Yuki.\n- Fernhill Foods is headquartered in Valencia.\n- Elena works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1982", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36470", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "send_message", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36471", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36472", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9064: employee Jonas B., hired 31 October 2024, separated 09 December 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-9064 under the controlling rules.", "criteria": {"0": "$2,475", "1": "$26,000", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Pablo.\n- Leila works for Vantage Air.\n- Atlas Freight was founded in 1995.\n- Tessa works for Vantage Air.\n- Lucia works for Northwind Systems.\n- Mara works for Lattice Analytics.\n- Northwind Systems is headquartered in Halifax.\n- Callum reports to Viktor.\n- Emeka reports to Stefan.\n- Stefan works for Vantage Air.\n- Emeka works for Vantage Air.\n- Lattice Analytics was founded in 1993.\n- Lattice Analytics is headquartered in Halifax.\n- Callum works for Atlas Freight.\n- Pablo reports to Emeka.\n- Viktor works for Atlas Freight.\n- Leila reports to Mara.\n- Vantage Air was founded in 2009.\n- Sanne works for Northwind Systems.\n- Mei works for Lattice Analytics.\n- Vantage Air is headquartered in Dunedin.\n- Northwind Systems was founded in 2004.\n- Lucia reports to Mei.\n- Mei reports to Ingrid.\n- Ingrid reports to Leila.\n- Stefan reports to Tessa.\n- Mara reports to Callum.\n- Sanne reports to Lucia.\n- Ingrid works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Atlas Freight is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Dunedin", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1999.\n- Mei reports to Callum.\n- Tobias reports to Pablo.\n- Pablo works for Fernhill Foods.\n- Amara works for Fernhill Foods.\n- Callum works for Ironwood Manufacturing.\n- Bruno reports to Amara.\n- Amara reports to Tobias.\n- Jonas reports to Omar.\n- Priya reports to Jonas.\n- Pinnacle Software was founded in 1995.\n- Nadia works for Fernhill Foods.\n- Jonas works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Mei works for Vantage Air.\n- Omar works for Pinnacle Software.\n- Vantage Air is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1996.\n- Fernhill Foods is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Yuki reports to Mei.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1976.\n- Pablo reports to Priya.\n- Bruno works for Pinnacle Software.\n- Nadia reports to Bruno.\n- Pinnacle Software is headquartered in Brno.\n- Callum reports to Felix.\n- Omar reports to Yuki.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Basel", "2": "Lyon", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36475", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36476", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 5, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9568: employee Jonas B., hired 09 February 2023, separated 07 January 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9568?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36477", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Ironwood Manufacturing.\n- Anders works for Atlas Freight.\n- Viktor works for Beacon Insurance.\n- Amara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Ghent.\n- Tessa works for Ironwood Manufacturing.\n- Ingrid reports to Yuki.\n- Tessa reports to Aisha.\n- Aisha reports to Dmitri.\n- Nadia reports to Tessa.\n- Yuki reports to Anders.\n- Ingrid works for Ironwood Manufacturing.\n- Anders reports to Mateo.\n- Nadia works for Beacon Insurance.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Emeka reports to Nadia.\n- Yuki works for Fernhill Foods.\n- Fernhill Foods was founded in 1985.\n- Beacon Insurance was founded in 1980.\n- Ironwood Manufacturing was founded in 1995.\n- Callum works for Ironwood Manufacturing.\n- Mateo works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Atlas Freight was founded in 2013.\n- Dmitri works for Atlas Freight.\n- Mateo reports to Viktor.\n- Atlas Freight is headquartered in Ghent.\n- Dmitri reports to Ingrid.\n- Amara reports to Callum.\n- Callum reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Ironwood Manufacturing", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36478", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36479", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Sofia.\n- Tobias works for Pinnacle Software.\n- Fernhill Foods was founded in 2003.\n- Pinnacle Software is headquartered in Dunedin.\n- Crescent Telecom was founded in 1995.\n- Tobias reports to Nadia.\n- Hana reports to Amara.\n- Deshawn reports to Anders.\n- Sofia reports to Tobias.\n- Sofia works for Fernhill Foods.\n- Ravi works for Atlas Freight.\n- Fernhill Foods is headquartered in Cork.\n- Hana works for Crescent Telecom.\n- Amara reports to Deshawn.\n- Ravi reports to Sanne.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 2009.\n- Crescent Telecom is headquartered in Dunedin.\n- Sanne works for Fernhill Foods.\n- Pinnacle Software was founded in 1996.\n- Deshawn works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Sanne reports to Hana.\n- Anders works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36480", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Priya.\n- Zoya reports to Viktor.\n- Wren works for Atlas Freight.\n- Omar reports to Zoya.\n- Viktor reports to Chiara.\n- Viktor works for Cedar Retail Group.\n- Priya reports to Tessa.\n- Anders works for Cedar Retail Group.\n- Meridian Bank is headquartered in Halifax.\n- Helios Logistics is headquartered in Halifax.\n- Cedar Retail Group was founded in 1977.\n- Meridian Bank was founded in 1979.\n- Helios Logistics was founded in 2014.\n- Priya works for Atlas Freight.\n- Tobias reports to Bruno.\n- Zoya works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.\n- Anders reports to Omar.\n- Chiara reports to Wren.\n- Atlas Freight is headquartered in Austin.\n- Omar works for Meridian Bank.\n- Bruno works for Helios Logistics.\n- Tessa reports to Anders.\n- Chiara works for Helios Logistics.\n- Atlas Freight was founded in 2011.\n- Tobias works for Atlas Freight.\n- Tessa works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2009", "3": "2014"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Bergen.\n- Anders works for Pinnacle Software.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Omar.\n- Hana works for Cedar Retail Group.\n- Callum reports to Amara.\n- Amara reports to Hana.\n- Cedar Retail Group was founded in 2001.\n- Elena reports to Anders.\n- Mateo reports to Lucia.\n- Pablo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1988.\n- Omar works for Crescent Telecom.\n- Pablo reports to Callum.\n- Priya works for Atlas Freight.\n- Omar reports to Priya.\n- Leila reports to Bruno.\n- Leila works for Atlas Freight.\n- Bruno works for Pinnacle Software.\n- Atlas Freight is headquartered in Bergen.\n- Cedar Retail Group is headquartered in Bergen.\n- Hana reports to Elena.\n- Anders reports to Leila.\n- Elena works for Crescent Telecom.\n- Mateo works for Atlas Freight.\n- Bruno reports to Mateo.\n- Amara works for Crescent Telecom.\n- Callum works for Cedar Retail Group.\n- Crescent Telecom was founded in 1991.\n- Atlas Freight was founded in 2015.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36482", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6548: employee Nadia S., hired 08 March 2020, separated 30 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6548?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6548 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36483", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1996.\n- Fernhill Foods is headquartered in Lyon.\n- Leila works for Fernhill Foods.\n- Meridian Bank is headquartered in Malmo.\n- Felix reports to Chiara.\n- Leila reports to Ingrid.\n- Omar reports to Pablo.\n- Fernhill Foods was founded in 1994.\n- Ingrid works for Meridian Bank.\n- Felix works for Meridian Bank.\n- Ingrid reports to Jonas.\n- Chiara works for Meridian Bank.\n- Omar works for Fernhill Foods.\n- Pablo reports to Ravi.\n- Beacon Insurance is headquartered in Turku.\n- Bluepine Aviation was founded in 1989.\n- Sofia reports to Emeka.\n- Sofia works for Bluepine Aviation.\n- Ravi reports to Leila.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Felix.\n- Ravi works for Meridian Bank.\n- Chiara reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36484", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1998.\n- Cobalt Health is headquartered in Nagoya.\n- Vantage Air is headquartered in Lyon.\n- Tessa works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Tessa reports to Dmitri.\n- Amara reports to Viktor.\n- Jonas reports to Kenji.\n- Viktor reports to Tessa.\n- Viktor works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Dmitri works for Ironwood Manufacturing.\n- Jonas works for Vantage Air.\n- Kenji reports to Leila.\n- Emeka works for Vantage Air.\n- Northwind Systems was founded in 1996.\n- Aisha reports to Amara.\n- Ironwood Manufacturing was founded in 2012.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Yuki reports to Aisha.\n- Yuki works for Vantage Air.\n- Dmitri reports to Emeka.\n- Kenji works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1990.\n- Northwind Systems is headquartered in Lyon.\n- Emeka reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36486", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 26 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 26 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2067: employee Anders S., hired 18 April 2021, separated 09 September 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2067?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36487", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36488", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 March 2024): For employees hired on or after 18 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-4341: employee Lucia M., hired 11 January 2022, separated 11 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-4341?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-4341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36489", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1976.\n- Fernhill Foods was founded in 1977.\n- Stefan works for Meridian Bank.\n- Stefan reports to Felix.\n- Felix reports to Jonas.\n- Fernhill Foods is headquartered in Bergen.\n- Tobias works for Summit Energy.\n- Crescent Telecom was founded in 1996.\n- Meridian Bank was founded in 2007.\n- Hana reports to Stefan.\n- Lucia works for Fernhill Foods.\n- Elena reports to Mara.\n- Crescent Telecom is headquartered in Brno.\n- Felix works for Meridian Bank.\n- Jonas reports to Elena.\n- Meridian Bank is headquartered in Porto.\n- Hana works for Meridian Bank.\n- Elena works for Crescent Telecom.\n- Tobias reports to Hana.\n- Jonas works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Mara reports to Lucia.\n- Summit Energy is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2007", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36491", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1976.\n- Chiara reports to Stefan.\n- Stefan reports to Mateo.\n- Tobias reports to Lucia.\n- Felix works for Fernhill Foods.\n- Sanne reports to Ravi.\n- Chiara works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Summit Energy is headquartered in Halifax.\n- Aisha reports to Elena.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2014.\n- Elena works for Beacon Insurance.\n- Ravi works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Mateo reports to Tobias.\n- Aisha works for Ironwood Manufacturing.\n- Ravi reports to Chiara.\n- Felix reports to Sanne.\n- Beacon Insurance is headquartered in Dunedin.\n- Sanne works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Lucia reports to Aisha.\n- Tobias works for Beacon Insurance.\n- Summit Energy was founded in 2006.\n- Beacon Insurance was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2009", "2": "2006", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36492", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-7 (VERSION 5, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 07 November 2022): For employees hired on or after 07 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9773: employee Hana M., hired 02 October 2022, separated 25 April 2023 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9773?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9773 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36493", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36494", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 February 2023): For employees hired on or after 19 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-1189: employee Mateo A., hired 01 September 2019, separated 08 September 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-1189?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-1189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36495", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "quote_request", "4": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36496", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36497", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36498", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 March 2025): For employees hired on or after 27 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-4708: employee Zoya S., hired 02 August 2023, separated 29 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-4708?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-4708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36499", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "check_logs", "2": "scale_up", "3": "rollback", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36500", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-8 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-6707: employee Chiara S., hired 27 March 2022, separated 27 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-6707?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-6707 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Oslo.\n- Tobias works for Helios Logistics.\n- Mara works for Summit Energy.\n- Nadia reports to Felix.\n- Ingrid works for Crescent Telecom.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Ingrid reports to Mara.\n- Felix works for Northwind Systems.\n- Tobias reports to Lucia.\n- Helios Logistics is headquartered in Halifax.\n- Jonas works for Northwind Systems.\n- Lucia reports to Aisha.\n- Nadia works for Crescent Telecom.\n- Mara reports to Nadia.\n- Summit Energy was founded in 2007.\n- Felix reports to Tobias.\n- Summit Energy is headquartered in Halifax.\n- Crescent Telecom was founded in 1987.\n- Northwind Systems is headquartered in Oslo.\n- Lucia works for Northwind Systems.\n- Helios Logistics was founded in 1985.\n- Aisha reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36502", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36503", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 25 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 25 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4857: employee Hana A., hired 18 August 2023, separated 01 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-4857 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$7,000", "2": "$8,000", "3": "$3,200"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4857 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36504", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Felix.\n- Bruno works for Fernhill Foods.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Bergen.\n- Yuki reports to Aisha.\n- Emeka works for Pinnacle Software.\n- Beacon Insurance is headquartered in Nagoya.\n- Fernhill Foods is headquartered in Oslo.\n- Aisha reports to Bruno.\n- Crescent Telecom was founded in 1981.\n- Zoya reports to Tessa.\n- Tessa works for Crescent Telecom.\n- Fernhill Foods was founded in 1981.\n- Pinnacle Software was founded in 2003.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Chiara.\n- Beacon Insurance was founded in 1979.\n- Felix works for Crescent Telecom.\n- Bruno reports to Mara.\n- Chiara reports to Emeka.\n- Zoya works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Emeka reports to Yuki.\n- Sanne works for Crescent Telecom.\n- Yuki works for Beacon Insurance.\n- Mara works for Crescent Telecom.\n- Lucia reports to Zoya.\n- Tessa reports to Sanne.\n- Sanne reports to Sofia.\n- Aisha works for Fernhill Foods.\n- Crescent Telecom is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36507", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Cork.\n- Hana works for Beacon Insurance.\n- Mateo works for Cedar Retail Group.\n- Tessa works for Meridian Bank.\n- Wren works for Cedar Retail Group.\n- Meridian Bank was founded in 1996.\n- Hana reports to Viktor.\n- Meridian Bank is headquartered in Cork.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1999.\n- Tessa reports to Felix.\n- Deshawn works for Beacon Insurance.\n- Felix works for Cedar Retail Group.\n- Beacon Insurance was founded in 2015.\n- Beacon Insurance is headquartered in Valencia.\n- Wren reports to Stefan.\n- Viktor works for Cedar Retail Group.\n- Felix reports to Deshawn.\n- Mateo reports to Tessa.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2001.\n- Deshawn reports to Hana.\n- Stefan reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36508", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36509", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_status", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36510", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY REL-6 (VERSION 3, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 03 December 2024): For employees hired on or after 03 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7485: employee Bruno T., hired 09 April 2022, separated 04 April 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7485?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36511", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4944: employee Lucia M., hired 22 June 2022, separated 11 December 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4944?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4944 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36512", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36513", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 14 August 2023): For employees hired on or after 14 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5874: employee Felix K., hired 27 November 2020, separated 14 September 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5874?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36514", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4903: employee Emeka K., hired 07 May 2022, separated 22 November 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4903?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4903 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36515", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 13 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 09 December 2024): For employees hired on or after 09 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7026: employee Amara M., hired 22 April 2021, separated 24 October 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-7026 under the controlling rules.", "criteria": {"0": "$17,500", "1": "$84,500", "2": "$20,250", "3": "$19,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Pinnacle Software is headquartered in Basel.\n- Deshawn reports to Leila.\n- Summit Energy was founded in 2011.\n- Tessa works for Pinnacle Software.\n- Nadia reports to Ravi.\n- Felix works for Pinnacle Software.\n- Cobalt Health was founded in 1981.\n- Dmitri works for Pinnacle Software.\n- Cobalt Health is headquartered in Basel.\n- Yuki works for Cobalt Health.\n- Summit Energy is headquartered in Austin.\n- Beacon Insurance is headquartered in Austin.\n- Tobias reports to Yuki.\n- Viktor reports to Nadia.\n- Aisha works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Yuki reports to Viktor.\n- Nadia works for Summit Energy.\n- Beacon Insurance was founded in 1982.\n- Pinnacle Software was founded in 2013.\n- Aisha reports to Bruno.\n- Tobias works for Pinnacle Software.\n- Tessa reports to Tobias.\n- Ravi reports to Dmitri.\n- Leila reports to Aisha.\n- Deshawn works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Bruno reports to Tessa.\n- Leila works for Pinnacle Software.\n- Ravi works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Summit Energy", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36517", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36518", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 2, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1475: employee Anders K., hired 21 January 2023, separated 19 April 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1475?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36519", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36520", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Atlas Freight.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Amara works for Ironwood Manufacturing.\n- Pablo reports to Omar.\n- Jonas works for Summit Energy.\n- Meridian Bank is headquartered in Austin.\n- Bruno works for Atlas Freight.\n- Bruno reports to Ingrid.\n- Hana reports to Tobias.\n- Deshawn reports to Amara.\n- Callum works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Summit Energy was founded in 1976.\n- Atlas Freight is headquartered in Austin.\n- Amara reports to Jonas.\n- Jonas reports to Pablo.\n- Omar works for Summit Energy.\n- Ingrid works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1980.\n- Yuki reports to Wren.\n- Summit Energy is headquartered in Adelaide.\n- Meridian Bank was founded in 1999.\n- Ingrid reports to Yuki.\n- Yuki works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1991.\n- Wren works for Meridian Bank.\n- Tobias reports to Callum.\n- Wren reports to Hana.\n- Omar reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Dunedin", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Anders.\n- Crescent Telecom was founded in 1977.\n- Anders reports to Aisha.\n- Aisha reports to Ravi.\n- Hana works for Cedar Retail Group.\n- Priya reports to Omar.\n- Helios Logistics was founded in 1987.\n- Yuki works for Vantage Air.\n- Omar works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Ravi works for Crescent Telecom.\n- Vantage Air was founded in 1989.\n- Anders works for Vantage Air.\n- Priya works for Helios Logistics.\n- Cedar Retail Group was founded in 1990.\n- Vantage Air is headquartered in Leeds.\n- Aisha works for Crescent Telecom.\n- Leila works for Helios Logistics.\n- Ravi reports to Hana.\n- Hana reports to Yuki.\n- Cedar Retail Group is headquartered in Halifax.\n- Crescent Telecom is headquartered in Dunedin.\n- Omar reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36522", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-8 (VERSION 4, EFFECTIVE 24 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 02 June 2025): For employees hired on or after 02 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-9644: employee Hana T., hired 18 August 2024, separated 07 November 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-9644?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-9644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36523", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Bergen.\n- Priya reports to Ingrid.\n- Tessa works for Vantage Air.\n- Crescent Telecom was founded in 2002.\n- Nadia reports to Dmitri.\n- Felix works for Lattice Analytics.\n- Pablo reports to Tessa.\n- Ingrid reports to Leila.\n- Priya works for Fernhill Foods.\n- Lattice Analytics was founded in 1993.\n- Leila works for Lattice Analytics.\n- Crescent Telecom is headquartered in Basel.\n- Dmitri works for Fernhill Foods.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Porto.\n- Yuki reports to Priya.\n- Dmitri reports to Yuki.\n- Felix reports to Pablo.\n- Tessa reports to Ravi.\n- Lattice Analytics is headquartered in Oslo.\n- Leila reports to Felix.\n- Vantage Air was founded in 1979.\n- Pablo works for Vantage Air.\n- Nadia works for Vantage Air.\n- Yuki works for Vantage Air.\n- Fernhill Foods was founded in 2005.\n- Ingrid works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36524", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 31 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 12 August 2023): For employees hired on or after 12 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 31 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8923: employee Jonas A., hired 02 November 2022, separated 01 August 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-8923 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$6,000", "2": "$5,100", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36525", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 94326 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2013.\n- Bluepine Aviation is headquartered in Bergen.\n- Emeka reports to Nadia.\n- Crescent Telecom is headquartered in Tallinn.\n- Yuki works for Helios Logistics.\n- Jonas works for Bluepine Aviation.\n- Felix reports to Jonas.\n- Deshawn reports to Zoya.\n- Aisha reports to Deshawn.\n- Deshawn works for Atlas Freight.\n- Helios Logistics is headquartered in Malmo.\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Tallinn.\n- Nadia reports to Yuki.\n- Zoya works for Helios Logistics.\n- Felix works for Bluepine Aviation.\n- Crescent Telecom was founded in 1975.\n- Bruno works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Bruno reports to Sofia.\n- Anders reports to Aisha.\n- Emeka works for Helios Logistics.\n- Yuki reports to Felix.\n- Nadia works for Crescent Telecom.\n- Zoya reports to Viktor.\n- Sofia reports to Anders.\n- Helios Logistics was founded in 1982.\n- Anders works for Crescent Telecom.\n- Aisha works for Bluepine Aviation.\n- Jonas reports to Bruno.\n- Viktor works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2013", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Wren works for Bluepine Aviation.\n- Meridian Bank is headquartered in Malmo.\n- Cobalt Health was founded in 1977.\n- Cobalt Health is headquartered in Malmo.\n- Leila reports to Emeka.\n- Viktor works for Lattice Analytics.\n- Anders reports to Mateo.\n- Lattice Analytics was founded in 2014.\n- Emeka reports to Tessa.\n- Tessa reports to Felix.\n- Zoya works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Malmo.\n- Wren reports to Priya.\n- Anders works for Cobalt Health.\n- Leila works for Lattice Analytics.\n- Meridian Bank was founded in 2005.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Priya reports to Leila.\n- Priya works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Bluepine Aviation was founded in 1991.\n- Zoya reports to Viktor.\n- Felix works for Lattice Analytics.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2012", "3": "2017"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36528", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 07 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3477: employee Elena S., hired 09 August 2022, separated 13 January 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-3477 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$7,000", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36529", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Helios Logistics is headquartered in Lyon.\n- Summit Energy is headquartered in Dunedin.\n- Lucia reports to Elena.\n- Elena works for Vantage Air.\n- Anders works for Summit Energy.\n- Jonas works for Atlas Freight.\n- Wren reports to Viktor.\n- Elena reports to Wren.\n- Anders reports to Jonas.\n- Priya works for Atlas Freight.\n- Helios Logistics was founded in 1988.\n- Summit Energy was founded in 1990.\n- Priya reports to Lucia.\n- Atlas Freight was founded in 1990.\n- Sofia works for Vantage Air.\n- Wren works for Vantage Air.\n- Zoya works for Helios Logistics.\n- Vantage Air is headquartered in Adelaide.\n- Viktor works for Atlas Freight.\n- Sofia reports to Emeka.\n- Stefan works for Summit Energy.\n- Jonas reports to Sofia.\n- Emeka reports to Priya.\n- Atlas Freight is headquartered in Lyon.\n- Emeka works for Helios Logistics.\n- Aisha works for Atlas Freight.\n- Zoya reports to Aisha.\n- Aisha reports to Anders.\n- Viktor reports to Stefan.\n- Vantage Air was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36530", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 01 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 19 May 2024): For employees hired on or after 19 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-8211: employee Felix B., hired 19 July 2023, separated 15 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-4-2025-8211 under the controlling rules.", "criteria": {"0": "$2,200", "1": "$6,000", "2": "$4,000", "3": "$17,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-8211 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36531", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36532", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36533", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36534", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 23 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 23 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-2804: employee Deshawn S., hired 19 June 2022, separated 29 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-2804?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-2804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36535", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "install_software", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36536", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-3 (VERSION 7, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 December 2022): For employees hired on or after 04 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-5057: employee Dmitri R., hired 16 December 2019, separated 19 September 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-5057?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-5057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36537", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36538", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3571: employee Kenji T., hired 27 September 2022, separated 23 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3571?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Ghent.\n- Kenji works for Northwind Systems.\n- Vantage Air was founded in 2010.\n- Tessa reports to Ingrid.\n- Ingrid works for Meridian Bank.\n- Chiara reports to Tessa.\n- Callum works for Vantage Air.\n- Tobias reports to Chiara.\n- Beacon Insurance was founded in 1975.\n- Stefan reports to Hana.\n- Pablo reports to Stefan.\n- Meridian Bank is headquartered in Austin.\n- Ingrid reports to Callum.\n- Anders reports to Pablo.\n- Northwind Systems was founded in 1991.\n- Kenji reports to Tobias.\n- Pablo works for Beacon Insurance.\n- Hana reports to Kenji.\n- Stefan works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Ghent.\n- Hana works for Northwind Systems.\n- Vantage Air is headquartered in Porto.\n- Tessa works for Northwind Systems.\n- Chiara works for Meridian Bank.\n- Anders works for Beacon Insurance.\n- Meridian Bank was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36540", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 56491 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36541", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 October 2023): For employees hired on or after 19 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6215: employee Aisha A., hired 04 July 2022, separated 24 March 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6215?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6215 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36542", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 05 April 2024): For employees hired on or after 05 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7029: employee Dmitri S., hired 17 December 2022, separated 10 July 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-7029?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36543", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Crescent Telecom was founded in 1989.\n- Tessa reports to Emeka.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods was founded in 2005.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 2008.\n- Tessa works for Helios Logistics.\n- Sanne reports to Tessa.\n- Tobias works for Crescent Telecom.\n- Summit Energy was founded in 2005.\n- Mateo reports to Ravi.\n- Nadia reports to Hana.\n- Callum works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Ravi works for Crescent Telecom.\n- Summit Energy is headquartered in Austin.\n- Emeka works for Crescent Telecom.\n- Aisha reports to Tobias.\n- Sanne works for Crescent Telecom.\n- Bruno reports to Nadia.\n- Fernhill Foods is headquartered in Austin.\n- Crescent Telecom is headquartered in Valencia.\n- Callum reports to Sanne.\n- Bruno works for Crescent Telecom.\n- Nadia works for Fernhill Foods.\n- Mateo works for Summit Energy.\n- Emeka reports to Dmitri.\n- Ravi reports to Aisha.\n- Hana reports to Callum.\n- Dmitri works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1984", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2000.\n- Jonas reports to Priya.\n- Wren works for Northwind Systems.\n- Atlas Freight is headquartered in Bergen.\n- Mateo works for Cedar Retail Group.\n- Tessa reports to Sanne.\n- Atlas Freight was founded in 1994.\n- Cedar Retail Group is headquartered in Leeds.\n- Sanne reports to Aisha.\n- Sanne works for Helios Logistics.\n- Priya reports to Mei.\n- Ingrid reports to Dmitri.\n- Mei works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Tessa.\n- Northwind Systems is headquartered in Nagoya.\n- Ingrid works for Northwind Systems.\n- Aisha reports to Jonas.\n- Cedar Retail Group was founded in 1998.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 1995.\n- Wren reports to Mateo.\n- Aisha works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Priya works for Northwind Systems.\n- Mateo reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1998", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36545", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 08 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9333: employee Ravi M., hired 05 August 2023, separated 12 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9333?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36546", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-8327: employee Tessa S., hired 10 November 2022, separated 24 August 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-8327?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-8327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Deshawn reports to Amara.\n- Amara works for Meridian Bank.\n- Atlas Freight was founded in 2010.\n- Felix works for Beacon Insurance.\n- Callum reports to Anders.\n- Kenji reports to Callum.\n- Yuki reports to Zoya.\n- Yuki works for Lattice Analytics.\n- Amara reports to Lucia.\n- Jonas works for Atlas Freight.\n- Lattice Analytics was founded in 2002.\n- Jonas reports to Kenji.\n- Lucia works for Meridian Bank.\n- Lattice Analytics is headquartered in Malmo.\n- Zoya reports to Felix.\n- Kenji works for Beacon Insurance.\n- Atlas Freight is headquartered in Basel.\n- Felix reports to Deshawn.\n- Lucia reports to Jonas.\n- Beacon Insurance was founded in 1980.\n- Meridian Bank was founded in 1996.\n- Meridian Bank is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Callum works for Beacon Insurance.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2005", "2": "2000", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36548", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "change_seat", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36549", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Kenji.\n- Jonas reports to Bruno.\n- Viktor works for Atlas Freight.\n- Ravi works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Atlas Freight was founded in 1990.\n- Kenji works for Atlas Freight.\n- Mara works for Vantage Air.\n- Summit Energy was founded in 1977.\n- Helios Logistics is headquartered in Adelaide.\n- Bruno reports to Stefan.\n- Sofia reports to Pablo.\n- Ravi reports to Deshawn.\n- Pablo reports to Mei.\n- Pablo works for Vantage Air.\n- Summit Energy is headquartered in Adelaide.\n- Anders works for Atlas Freight.\n- Mei reports to Mara.\n- Mara reports to Jonas.\n- Bruno works for Helios Logistics.\n- Jonas works for Vantage Air.\n- Deshawn reports to Anders.\n- Sofia works for Summit Energy.\n- Vantage Air is headquartered in Adelaide.\n- Kenji reports to Viktor.\n- Atlas Freight is headquartered in Nagoya.\n- Vantage Air was founded in 2011.\n- Helios Logistics was founded in 2012.\n- Stefan reports to Ravi.\n- Stefan works for Atlas Freight.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Lattice Analytics.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Callum works for Atlas Freight.\n- Viktor works for Cobalt Health.\n- Pablo reports to Kenji.\n- Felix reports to Callum.\n- Lattice Analytics is headquartered in Austin.\n- Leila works for Lattice Analytics.\n- Viktor reports to Chiara.\n- Leila reports to Mara.\n- Atlas Freight was founded in 1980.\n- Felix works for Lattice Analytics.\n- Chiara works for Pinnacle Software.\n- Kenji reports to Viktor.\n- Pinnacle Software was founded in 1999.\n- Mara works for Lattice Analytics.\n- Pinnacle Software is headquartered in Cork.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Atlas Freight is headquartered in Cork.\n- Mei reports to Pablo.\n- Kenji works for Cobalt Health.\n- Mara reports to Felix.\n- Lattice Analytics was founded in 1992.\n- Sofia reports to Leila.\n- Chiara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2003", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36551", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "update_benefits", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36552", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36553", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 May 2025): For employees hired on or after 11 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6596: employee Aisha T., hired 10 February 2023, separated 03 September 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6596?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6596 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-36554", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36555", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36556", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 27 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 July 2024): For employees hired on or after 17 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-6966: employee Jonas R., hired 29 April 2021, separated 10 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-6966?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-6966 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36557", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tobias.\n- Pinnacle Software is headquartered in Basel.\n- Tobias works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Jonas works for Crescent Telecom.\n- Jonas reports to Bruno.\n- Pinnacle Software was founded in 2008.\n- Bruno reports to Lucia.\n- Priya works for Crescent Telecom.\n- Anders reports to Emeka.\n- Helios Logistics was founded in 1978.\n- Omar works for Crescent Telecom.\n- Kenji reports to Priya.\n- Lucia reports to Leila.\n- Viktor works for Pinnacle Software.\n- Omar reports to Anders.\n- Priya reports to Viktor.\n- Elena reports to Kenji.\n- Helios Logistics is headquartered in Cork.\n- Anders works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Kenji works for Pinnacle Software.\n- Leila reports to Elena.\n- Cobalt Health was founded in 1997.\n- Lucia works for Helios Logistics.\n- Cobalt Health is headquartered in Ghent.\n- Bruno works for Pinnacle Software.\n- Tobias reports to Jonas.\n- Crescent Telecom was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1981", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36558", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36559", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 19309 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Exchange Item — wants a different size/color/variant", "2": "Change Address — wants the delivery address updated", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Meridian Bank.\n- Sanne works for Atlas Freight.\n- Meridian Bank was founded in 1986.\n- Nadia reports to Wren.\n- Priya works for Bluepine Aviation.\n- Beacon Insurance was founded in 1979.\n- Lucia works for Atlas Freight.\n- Mateo works for Meridian Bank.\n- Beacon Insurance is headquartered in Tampere.\n- Mateo reports to Mara.\n- Mara reports to Priya.\n- Wren reports to Callum.\n- Callum works for Beacon Insurance.\n- Mara works for Bluepine Aviation.\n- Chiara reports to Mateo.\n- Wren works for Bluepine Aviation.\n- Priya reports to Nadia.\n- Meridian Bank is headquartered in Tampere.\n- Nadia works for Bluepine Aviation.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Callum reports to Lucia.\n- Atlas Freight was founded in 2007.\n- Tessa reports to Sanne.\n- Sanne reports to Chiara.\n- Bluepine Aviation is headquartered in Oslo.\n- Atlas Freight is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36562", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "resignation", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36563", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Beacon Insurance.\n- Crescent Telecom was founded in 2010.\n- Bruno reports to Nadia.\n- Amara reports to Deshawn.\n- Bruno works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Chiara works for Beacon Insurance.\n- Emeka reports to Chiara.\n- Viktor works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Fernhill Foods was founded in 1986.\n- Deshawn reports to Viktor.\n- Beacon Insurance is headquartered in Tampere.\n- Lucia reports to Anders.\n- Lattice Analytics is headquartered in Tampere.\n- Kenji reports to Emeka.\n- Nadia reports to Lucia.\n- Wren reports to Bruno.\n- Fernhill Foods is headquartered in Turku.\n- Crescent Telecom is headquartered in Valencia.\n- Kenji works for Fernhill Foods.\n- Beacon Insurance was founded in 1998.\n- Anders works for Beacon Insurance.\n- Anders reports to Omar.\n- Wren works for Crescent Telecom.\n- Chiara reports to Wren.\n- Nadia works for Lattice Analytics.\n- Omar reports to Amara.\n- Omar works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Tampere", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36564", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36566", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36567", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Deshawn works for Cedar Retail Group.\n- Summit Energy was founded in 1995.\n- Cedar Retail Group is headquartered in Porto.\n- Deshawn reports to Viktor.\n- Ravi works for Cedar Retail Group.\n- Hana works for Beacon Insurance.\n- Mateo reports to Deshawn.\n- Stefan works for Meridian Bank.\n- Amara reports to Sofia.\n- Pablo reports to Stefan.\n- Meridian Bank is headquartered in Basel.\n- Callum works for Beacon Insurance.\n- Callum reports to Ravi.\n- Summit Energy is headquartered in Porto.\n- Pablo works for Summit Energy.\n- Mateo works for Summit Energy.\n- Cedar Retail Group was founded in 1988.\n- Hana reports to Mateo.\n- Viktor reports to Callum.\n- Ravi reports to Pablo.\n- Sofia works for Cedar Retail Group.\n- Viktor works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Malmo.\n- Meridian Bank was founded in 2009.\n- Sofia reports to Hana.\n- Beacon Insurance was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1995", "2": "1998", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36568", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 12 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 January 2026): For employees hired on or after 16 January 2026, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 12 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4396: employee Jonas B., hired 25 April 2025, separated 10 September 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4396?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4396 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36569", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-6 (VERSION 2, EFFECTIVE 10 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 10 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7462: employee Callum K., hired 04 June 2020, separated 15 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7462?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7462 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36570", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "scale_up", "2": "check_logs", "3": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36571", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36572", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 2, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 23 January 2023): For employees hired on or after 23 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5378: employee Mateo S., hired 18 January 2020, separated 03 February 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5378?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5378 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36573", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Dmitri.\n- Cobalt Health was founded in 2009.\n- Sofia reports to Viktor.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tampere.\n- Leila reports to Anders.\n- Leila works for Cobalt Health.\n- Aisha reports to Emeka.\n- Bluepine Aviation was founded in 2012.\n- Mei reports to Aisha.\n- Tessa works for Beacon Insurance.\n- Dmitri works for Cobalt Health.\n- Emeka works for Bluepine Aviation.\n- Anders reports to Sofia.\n- Dmitri reports to Mei.\n- Bluepine Aviation is headquartered in Valencia.\n- Mei works for Cedar Retail Group.\n- Anders works for Cobalt Health.\n- Cedar Retail Group was founded in 1979.\n- Tobias works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Tessa reports to Tobias.\n- Emeka reports to Tessa.\n- Aisha works for Cobalt Health.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36574", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Wren reports to Lucia.\n- Amara works for Cobalt Health.\n- Jonas reports to Aisha.\n- Cobalt Health was founded in 2003.\n- Northwind Systems was founded in 1977.\n- Beacon Insurance is headquartered in Bergen.\n- Nadia works for Cobalt Health.\n- Nadia reports to Hana.\n- Aisha reports to Callum.\n- Northwind Systems is headquartered in Bergen.\n- Elena works for Northwind Systems.\n- Meridian Bank is headquartered in Valencia.\n- Jonas works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Beacon Insurance was founded in 2005.\n- Mei reports to Elena.\n- Callum works for Beacon Insurance.\n- Elena reports to Mara.\n- Hana reports to Amara.\n- Hana works for Beacon Insurance.\n- Mara reports to Wren.\n- Meridian Bank was founded in 1989.\n- Lucia works for Beacon Insurance.\n- Stefan works for Northwind Systems.\n- Stefan reports to Jonas.\n- Callum reports to Mei.\n- Wren works for Meridian Bank.\n- Amara reports to Stefan.\n- Cobalt Health is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Ghent", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36576", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36577", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36578", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Nagoya.\n- Lucia reports to Priya.\n- Zoya reports to Aisha.\n- Aisha works for Lattice Analytics.\n- Priya works for Atlas Freight.\n- Emeka works for Helios Logistics.\n- Stefan reports to Emeka.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Priya reports to Yuki.\n- Lattice Analytics is headquartered in Brno.\n- Tessa works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2006.\n- Wren reports to Stefan.\n- Sofia reports to Wren.\n- Stefan works for Atlas Freight.\n- Mara reports to Amara.\n- Yuki works for Ironwood Manufacturing.\n- Wren works for Helios Logistics.\n- Amara works for Lattice Analytics.\n- Lucia works for Atlas Freight.\n- Emeka reports to Tessa.\n- Tessa reports to Zoya.\n- Atlas Freight was founded in 1979.\n- Helios Logistics is headquartered in Nagoya.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 1996.\n- Amara reports to Sofia.\n- Helios Logistics was founded in 1986.\n- Sofia works for Atlas Freight.\n- Yuki reports to Mara.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1974", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36579", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 3, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 23 July 2023): For employees hired on or after 23 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6501: employee Emeka S., hired 10 June 2022, separated 17 September 2023 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-7-2026-6501 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$5,063", "2": "$12,385", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36580", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36581", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-7 (VERSION 7, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-6451: employee Bruno M., hired 14 May 2021, separated 27 January 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-6451?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-6451 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36582", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 5, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5010: employee Mei S., hired 16 January 2025, separated 14 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5010?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36583", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36584", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-5549: employee Wren T., hired 02 September 2023, separated 22 February 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-5549?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-5549 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36585", "family": "intent_v3", "state": "Incoming support message:\n\"64113 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "track_order", "1": "exchange_item", "2": "report_damage", "3": "cancel_order", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Aisha.\n- Vantage Air is headquartered in Austin.\n- Hana reports to Felix.\n- Hana works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Viktor reports to Hana.\n- Fernhill Foods was founded in 2004.\n- Emeka reports to Tobias.\n- Omar works for Beacon Insurance.\n- Tobias reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Felix works for Fernhill Foods.\n- Aisha works for Beacon Insurance.\n- Pinnacle Software was founded in 1993.\n- Emeka works for Beacon Insurance.\n- Wren works for Vantage Air.\n- Zoya reports to Ingrid.\n- Pinnacle Software is headquartered in Malmo.\n- Tobias works for Pinnacle Software.\n- Vantage Air was founded in 1977.\n- Omar reports to Wren.\n- Wren reports to Viktor.\n- Fernhill Foods is headquartered in Malmo.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 1987.\n- Viktor works for Fernhill Foods.\n- Aisha reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Malmo", "2": "Valencia", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36587", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 August 2025): For employees hired on or after 18 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6197: employee Yuki K., hired 17 July 2023, separated 19 November 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6197?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2000.\n- Lucia reports to Felix.\n- Jonas works for Beacon Insurance.\n- Felix reports to Ravi.\n- Ingrid reports to Chiara.\n- Fernhill Foods was founded in 2004.\n- Zoya reports to Bruno.\n- Fernhill Foods is headquartered in Halifax.\n- Jonas reports to Deshawn.\n- Zoya works for Beacon Insurance.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tampere.\n- Ravi reports to Pablo.\n- Deshawn reports to Zoya.\n- Chiara reports to Jonas.\n- Lucia works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Meridian Bank is headquartered in Lyon.\n- Beacon Insurance was founded in 1982.\n- Bruno works for Beacon Insurance.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 2002.\n- Pablo reports to Ingrid.\n- Felix works for Beacon Insurance.\n- Pablo works for Atlas Freight.\n- Ravi works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Adelaide", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Amara.\n- Yuki works for Vantage Air.\n- Ravi works for Atlas Freight.\n- Lucia reports to Kenji.\n- Vantage Air is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Leeds.\n- Jonas reports to Mei.\n- Callum works for Atlas Freight.\n- Omar works for Bluepine Aviation.\n- Mei reports to Lucia.\n- Vantage Air was founded in 1999.\n- Ravi reports to Callum.\n- Amara works for Northwind Systems.\n- Kenji works for Vantage Air.\n- Atlas Freight was founded in 1980.\n- Northwind Systems is headquartered in Leeds.\n- Wren works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Wren reports to Jonas.\n- Lucia works for Bluepine Aviation.\n- Northwind Systems was founded in 1997.\n- Kenji reports to Yuki.\n- Atlas Freight is headquartered in Brno.\n- Callum reports to Wren.\n- Amara reports to Omar.\n- Bluepine Aviation was founded in 1998.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36590", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Ghent.\n- Nadia works for Lattice Analytics.\n- Meridian Bank was founded in 1987.\n- Helios Logistics was founded in 1986.\n- Leila works for Cobalt Health.\n- Omar works for Cobalt Health.\n- Tobias reports to Omar.\n- Pablo works for Meridian Bank.\n- Stefan reports to Mara.\n- Emeka reports to Deshawn.\n- Omar reports to Emeka.\n- Helios Logistics is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Deshawn works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1984.\n- Mara works for Helios Logistics.\n- Kenji works for Meridian Bank.\n- Nadia reports to Stefan.\n- Lattice Analytics is headquartered in Dunedin.\n- Hana reports to Pablo.\n- Emeka works for Cobalt Health.\n- Pablo reports to Kenji.\n- Lucia reports to Hana.\n- Lattice Analytics was founded in 1987.\n- Hana works for Cobalt Health.\n- Kenji reports to Nadia.\n- Mara reports to Leila.\n- Tobias works for Meridian Bank.\n- Deshawn reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Ghent", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36591", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 19 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4930: employee Jonas R., hired 19 June 2023, separated 20 August 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4930?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36592", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "report_delay", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36593", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Quote Request — asks for a shipping quote", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36594", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Elena works for Summit Energy.\n- Elena reports to Kenji.\n- Zoya works for Atlas Freight.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Omar works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Anders reports to Omar.\n- Atlas Freight is headquartered in Oslo.\n- Chiara works for Pinnacle Software.\n- Crescent Telecom is headquartered in Tampere.\n- Pinnacle Software was founded in 1983.\n- Omar reports to Deshawn.\n- Kenji reports to Leila.\n- Chiara reports to Anders.\n- Deshawn reports to Zoya.\n- Crescent Telecom was founded in 1987.\n- Atlas Freight was founded in 1998.\n- Summit Energy was founded in 1981.\n- Summit Energy is headquartered in Turku.\n- Leila reports to Chiara.\n- Anders works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36596", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Callum.\n- Callum works for Atlas Freight.\n- Callum reports to Felix.\n- Elena works for Atlas Freight.\n- Atlas Freight was founded in 2002.\n- Pinnacle Software was founded in 1993.\n- Kenji reports to Anders.\n- Chiara works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1997.\n- Felix works for Atlas Freight.\n- Cedar Retail Group was founded in 1986.\n- Sofia reports to Elena.\n- Chiara reports to Sofia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Atlas Freight is headquartered in Turku.\n- Zoya works for Pinnacle Software.\n- Kenji works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Porto.\n- Sofia works for Ironwood Manufacturing.\n- Anders works for Pinnacle Software.\n- Anders reports to Zoya.\n- Felix reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36597", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36598", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36599", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Meridian Bank is headquartered in Adelaide.\n- Omar works for Meridian Bank.\n- Pablo works for Helios Logistics.\n- Felix works for Ironwood Manufacturing.\n- Elena reports to Ingrid.\n- Meridian Bank was founded in 2014.\n- Lucia works for Meridian Bank.\n- Tobias reports to Kenji.\n- Ingrid works for Vantage Air.\n- Helios Logistics is headquartered in Tampere.\n- Vantage Air was founded in 1991.\n- Elena works for Vantage Air.\n- Leila works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Kenji works for Meridian Bank.\n- Felix reports to Pablo.\n- Stefan works for Ironwood Manufacturing.\n- Pablo reports to Jonas.\n- Helios Logistics was founded in 1990.\n- Omar reports to Tessa.\n- Ironwood Manufacturing was founded in 1987.\n- Jonas reports to Tobias.\n- Tessa works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Tobias works for Helios Logistics.\n- Lucia reports to Leila.\n- Vantage Air is headquartered in Tallinn.\n- Tessa reports to Elena.\n- Stefan reports to Lucia.\n- Leila reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1994", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36600", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36601", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36602", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36603", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mara.\n- Stefan works for Fernhill Foods.\n- Zoya reports to Viktor.\n- Elena works for Fernhill Foods.\n- Elena reports to Kenji.\n- Lucia reports to Dmitri.\n- Dmitri reports to Deshawn.\n- Ironwood Manufacturing is headquartered in Austin.\n- Dmitri works for Crescent Telecom.\n- Yuki reports to Sofia.\n- Deshawn works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Mara reports to Zoya.\n- Viktor works for Fernhill Foods.\n- Cobalt Health was founded in 2015.\n- Wren reports to Elena.\n- Mara works for Cobalt Health.\n- Fernhill Foods was founded in 2009.\n- Crescent Telecom is headquartered in Tampere.\n- Kenji reports to Yuki.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1981.\n- Kenji works for Ironwood Manufacturing.\n- Lucia works for Crescent Telecom.\n- Zoya works for Fernhill Foods.\n- Stefan reports to Wren.\n- Fernhill Foods is headquartered in Leeds.\n- Yuki works for Ironwood Manufacturing.\n- Viktor reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36604", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Tessa.\n- Cobalt Health is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Tessa reports to Lucia.\n- Kenji works for Cobalt Health.\n- Lattice Analytics is headquartered in Tallinn.\n- Sofia works for Vantage Air.\n- Cobalt Health was founded in 2009.\n- Bluepine Aviation was founded in 1975.\n- Hana reports to Kenji.\n- Sofia reports to Callum.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tallinn.\n- Tessa works for Cobalt Health.\n- Vantage Air was founded in 1994.\n- Lattice Analytics was founded in 1986.\n- Nadia works for Bluepine Aviation.\n- Priya reports to Hana.\n- Hana works for Bluepine Aviation.\n- Lucia reports to Nadia.\n- Priya works for Vantage Air.\n- Callum reports to Priya.\n- Lucia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2012", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36605", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Zoya works for Beacon Insurance.\n- Helios Logistics is headquartered in Halifax.\n- Elena works for Cobalt Health.\n- Omar reports to Viktor.\n- Mei reports to Mara.\n- Beacon Insurance was founded in 1993.\n- Zoya reports to Elena.\n- Meridian Bank was founded in 1987.\n- Lucia works for Meridian Bank.\n- Mara reports to Kenji.\n- Kenji works for Meridian Bank.\n- Elena reports to Bruno.\n- Priya reports to Chiara.\n- Meridian Bank is headquartered in Halifax.\n- Beacon Insurance is headquartered in Turku.\n- Pablo reports to Priya.\n- Mara works for Meridian Bank.\n- Viktor reports to Mei.\n- Bruno reports to Pablo.\n- Cobalt Health was founded in 2011.\n- Helios Logistics was founded in 1997.\n- Omar works for Beacon Insurance.\n- Kenji reports to Lucia.\n- Viktor works for Beacon Insurance.\n- Chiara works for Meridian Bank.\n- Cobalt Health is headquartered in Nagoya.\n- Chiara reports to Omar.\n- Mei works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36607", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "books airfare", "3": "cancels a booking", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36608", "family": "intent_hardneg", "state": "Incoming health message:\n\"need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36609", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3263: employee Nadia T., hired 16 October 2022, separated 23 July 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3263?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36610", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 3, EFFECTIVE 14 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 October 2024): For employees hired on or after 02 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5875: employee Leila T., hired 09 November 2023, separated 20 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2025-5875 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$3,325", "2": "$7,000", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5875 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Ironwood Manufacturing.\n- Omar works for Summit Energy.\n- Tobias reports to Deshawn.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1977.\n- Felix works for Meridian Bank.\n- Emeka reports to Omar.\n- Mateo reports to Mara.\n- Emeka works for Summit Energy.\n- Felix reports to Emeka.\n- Bruno reports to Chiara.\n- Deshawn works for Bluepine Aviation.\n- Ingrid reports to Bruno.\n- Meridian Bank was founded in 2011.\n- Mara works for Bluepine Aviation.\n- Chiara reports to Anders.\n- Chiara works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Austin.\n- Omar reports to Mateo.\n- Anders works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Bergen.\n- Anders reports to Priya.\n- Priya reports to Tobias.\n- Ironwood Manufacturing was founded in 1980.\n- Ingrid works for Meridian Bank.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Summit Energy is headquartered in Bergen.\n- Meridian Bank is headquartered in Austin.\n- Priya works for Ironwood Manufacturing.\n- Deshawn reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36612", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "request_leave", "2": "update_benefits", "3": "payroll_issue", "4": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Austin.\n- Tessa works for Cedar Retail Group.\n- Ingrid reports to Mateo.\n- Cedar Retail Group is headquartered in Basel.\n- Meridian Bank is headquartered in Basel.\n- Pablo reports to Callum.\n- Sanne works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.\n- Mateo works for Atlas Freight.\n- Kenji reports to Tessa.\n- Meridian Bank was founded in 2002.\n- Bluepine Aviation was founded in 1996.\n- Tessa reports to Pablo.\n- Atlas Freight is headquartered in Turku.\n- Leila reports to Chiara.\n- Atlas Freight was founded in 1999.\n- Pablo works for Bluepine Aviation.\n- Dmitri reports to Leila.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1975.\n- Sanne reports to Ingrid.\n- Mateo reports to Dmitri.\n- Chiara reports to Kenji.\n- Leila works for Cedar Retail Group.\n- Callum works for Bluepine Aviation.\n- Ingrid works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Porto", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Viktor.\n- Crescent Telecom was founded in 2011.\n- Viktor works for Meridian Bank.\n- Yuki reports to Amara.\n- Amara works for Meridian Bank.\n- Nadia reports to Pablo.\n- Emeka works for Fernhill Foods.\n- Meridian Bank is headquartered in Turku.\n- Fernhill Foods was founded in 2002.\n- Dmitri works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Lyon.\n- Yuki works for Bluepine Aviation.\n- Aisha reports to Emeka.\n- Anders reports to Leila.\n- Pablo works for Crescent Telecom.\n- Bluepine Aviation was founded in 1979.\n- Aisha works for Fernhill Foods.\n- Amara reports to Aisha.\n- Viktor reports to Anders.\n- Meridian Bank was founded in 1985.\n- Leila works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Cork.\n- Dmitri reports to Yuki.\n- Nadia works for Fernhill Foods.\n- Crescent Telecom is headquartered in Turku.\n- Leila reports to Nadia.\n- Anders works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Cork", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36615", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 3, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4393: employee Emeka R., hired 25 December 2021, separated 17 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-4-2025-4393 under the controlling rules.", "criteria": {"0": "$45,000", "1": "$8,385", "2": "$10,385", "3": "$9,346"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36616", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reroute", "1": "report_delay", "2": "quote_request", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36617", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY SEP-8 (VERSION 7, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 December 2024): For employees hired on or after 26 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6024: employee Tessa T., hired 16 June 2021, separated 22 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6024?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36618", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Malmo.\n- Yuki reports to Chiara.\n- Mateo works for Helios Logistics.\n- Wren works for Fernhill Foods.\n- Kenji reports to Callum.\n- Callum works for Fernhill Foods.\n- Omar works for Northwind Systems.\n- Stefan works for Northwind Systems.\n- Stefan reports to Omar.\n- Omar reports to Kenji.\n- Chiara reports to Mateo.\n- Chiara works for Helios Logistics.\n- Wren reports to Sofia.\n- Fernhill Foods was founded in 1986.\n- Sofia reports to Yuki.\n- Cobalt Health is headquartered in Basel.\n- Northwind Systems was founded in 1977.\n- Helios Logistics is headquartered in Turku.\n- Cobalt Health was founded in 1985.\n- Fernhill Foods is headquartered in Malmo.\n- Amara works for Helios Logistics.\n- Amara reports to Wren.\n- Helios Logistics was founded in 2007.\n- Sofia works for Cobalt Health.\n- Callum reports to Amara.\n- Yuki works for Cobalt Health.\n- Kenji works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1977", "2": "1980", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36619", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 2, EFFECTIVE 04 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 September 2024): For employees hired on or after 18 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 04 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9724: employee Viktor S., hired 13 February 2024, separated 09 July 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9724?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9724 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36620", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 23 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 November 2022): For employees hired on or after 11 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 23 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4051: employee Bruno R., hired 24 June 2020, separated 14 July 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4051?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36621", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 August 2023): For employees hired on or after 11 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1710: employee Stefan R., hired 15 March 2021, separated 04 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1710?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1710 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36622", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36623", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36624", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1991: employee Omar R., hired 03 September 2024, separated 25 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1991?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Sanne.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mateo works for Fernhill Foods.\n- Dmitri reports to Callum.\n- Sanne reports to Mateo.\n- Mei reports to Mara.\n- Cedar Retail Group is headquartered in Valencia.\n- Deshawn works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Valencia.\n- Hana works for Cedar Retail Group.\n- Deshawn reports to Mei.\n- Cedar Retail Group was founded in 1981.\n- Fernhill Foods was founded in 1984.\n- Pablo works for Ironwood Manufacturing.\n- Dmitri works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 2008.\n- Mei works for Vantage Air.\n- Priya works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Sanne works for Vantage Air.\n- Fernhill Foods is headquartered in Turku.\n- Mara works for Fernhill Foods.\n- Vantage Air was founded in 2006.\n- Mara reports to Priya.\n- Hana reports to Dmitri.\n- Pablo reports to Deshawn.\n- Mateo reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1982", "2": "1984", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Chiara works for Northwind Systems.\n- Vantage Air was founded in 1984.\n- Northwind Systems is headquartered in Ghent.\n- Chiara reports to Aisha.\n- Wren works for Vantage Air.\n- Summit Energy was founded in 2012.\n- Northwind Systems was founded in 1978.\n- Nadia works for Northwind Systems.\n- Vantage Air is headquartered in Ghent.\n- Mara works for Northwind Systems.\n- Yuki reports to Priya.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 2000.\n- Aisha works for Summit Energy.\n- Mara reports to Chiara.\n- Aisha reports to Yuki.\n- Priya works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Ravi works for Northwind Systems.\n- Nadia reports to Wren.\n- Ravi reports to Mara.\n- Wren reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1976", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36627", "family": "intent_hardneg", "state": "Incoming travel message:\n\"book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36628", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36629", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36630", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2859: employee Zoya K., hired 13 December 2022, separated 24 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2859?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36631", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Helios Logistics.\n- Yuki works for Atlas Freight.\n- Viktor works for Cedar Retail Group.\n- Deshawn works for Cedar Retail Group.\n- Kenji works for Helios Logistics.\n- Callum works for Ironwood Manufacturing.\n- Viktor reports to Zoya.\n- Wren works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Helios Logistics is headquartered in Cork.\n- Bruno works for Atlas Freight.\n- Lucia reports to Callum.\n- Pablo reports to Amara.\n- Atlas Freight was founded in 2006.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Lucia works for Cedar Retail Group.\n- Sofia reports to Yuki.\n- Cedar Retail Group is headquartered in Bergen.\n- Helios Logistics was founded in 1996.\n- Amara works for Cedar Retail Group.\n- Callum reports to Viktor.\n- Kenji reports to Sofia.\n- Wren reports to Lucia.\n- Atlas Freight is headquartered in Valencia.\n- Amara reports to Kenji.\n- Ironwood Manufacturing was founded in 1986.\n- Cedar Retail Group was founded in 2002.\n- Zoya reports to Pablo.\n- Yuki reports to Deshawn.\n- Bruno reports to Wren.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cedar Retail Group", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36633", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36634", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "reports fraudulent activity", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36635", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1433: employee Chiara R., hired 20 December 2021, separated 06 November 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1433?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36636", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2520: employee Mara R., hired 29 October 2022, separated 27 November 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2520?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Lattice Analytics.\n- Amara reports to Elena.\n- Lattice Analytics was founded in 1998.\n- Aisha works for Cobalt Health.\n- Elena reports to Bruno.\n- Sofia reports to Aisha.\n- Amara works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Bruno reports to Sofia.\n- Cobalt Health is headquartered in Brno.\n- Kenji works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1984.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Beacon Insurance is headquartered in Brno.\n- Bruno works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1999.\n- Lattice Analytics is headquartered in Halifax.\n- Aisha reports to Kenji.\n- Lucia works for Ironwood Manufacturing.\n- Kenji reports to Nadia.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Omar reports to Mateo.\n- Cobalt Health is headquartered in Nagoya.\n- Elena reports to Mara.\n- Cobalt Health was founded in 1976.\n- Callum works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara works for Cobalt Health.\n- Mateo reports to Aisha.\n- Nadia works for Cobalt Health.\n- Aisha reports to Nadia.\n- Felix works for Ironwood Manufacturing.\n- Jonas reports to Callum.\n- Lattice Analytics was founded in 1981.\n- Ironwood Manufacturing was founded in 1984.\n- Felix reports to Jonas.\n- Summit Energy was founded in 2006.\n- Nadia reports to Elena.\n- Lattice Analytics is headquartered in Nagoya.\n- Aisha works for Cobalt Health.\n- Callum reports to Omar.\n- Chiara reports to Felix.\n- Mateo works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Omar works for Summit Energy.\n- Summit Energy is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36639", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Fernhill Foods is headquartered in Porto.\n- Cedar Retail Group is headquartered in Lyon.\n- Pinnacle Software is headquartered in Tallinn.\n- Dmitri works for Cedar Retail Group.\n- Northwind Systems is headquartered in Porto.\n- Pinnacle Software was founded in 2015.\n- Kenji reports to Stefan.\n- Pablo reports to Ingrid.\n- Kenji works for Northwind Systems.\n- Cedar Retail Group was founded in 2001.\n- Ingrid works for Northwind Systems.\n- Stefan reports to Elena.\n- Mateo works for Fernhill Foods.\n- Elena works for Northwind Systems.\n- Priya works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Mateo reports to Pablo.\n- Dmitri reports to Priya.\n- Ingrid reports to Dmitri.\n- Northwind Systems was founded in 1983.\n- Fernhill Foods was founded in 1979.\n- Priya reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36641", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 03 January 2025): For employees hired on or after 03 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-8422: employee Mara T., hired 19 January 2023, separated 31 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-8422?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-8422 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36642", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Bruno.\n- Fernhill Foods is headquartered in Nagoya.\n- Hana works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Valencia.\n- Callum reports to Priya.\n- Crescent Telecom was founded in 1994.\n- Ingrid works for Fernhill Foods.\n- Lucia reports to Sofia.\n- Callum works for Fernhill Foods.\n- Northwind Systems is headquartered in Valencia.\n- Priya works for Crescent Telecom.\n- Aisha reports to Ravi.\n- Fernhill Foods was founded in 2011.\n- Mara reports to Deshawn.\n- Hana reports to Tessa.\n- Bruno reports to Hana.\n- Aisha works for Northwind Systems.\n- Deshawn works for Cedar Retail Group.\n- Tessa reports to Callum.\n- Ravi reports to Ingrid.\n- Sofia reports to Mara.\n- Mara works for Northwind Systems.\n- Tessa works for Northwind Systems.\n- Ravi works for Cedar Retail Group.\n- Deshawn reports to Aisha.\n- Cedar Retail Group was founded in 1978.\n- Sofia works for Cedar Retail Group.\n- Northwind Systems was founded in 1975.\n- Lucia works for Fernhill Foods.\n- Bruno works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2014", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36643", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 4, EFFECTIVE 04 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5317: employee Sofia B., hired 14 November 2022, separated 30 June 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5317?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36644", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36645", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks for lab results", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36646", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36647", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36648", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-3 (VERSION 7, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6872: employee Lucia T., hired 23 June 2022, separated 24 October 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6872?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36649", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Where is order 90695\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Deshawn.\n- Mara works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Kenji reports to Callum.\n- Lucia works for Cedar Retail Group.\n- Mara reports to Mateo.\n- Crescent Telecom is headquartered in Leeds.\n- Lucia reports to Kenji.\n- Ironwood Manufacturing was founded in 1981.\n- Callum reports to Mara.\n- Omar reports to Tobias.\n- Kenji works for Cedar Retail Group.\n- Deshawn works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1995.\n- Tobias works for Crescent Telecom.\n- Helios Logistics is headquartered in Halifax.\n- Omar works for Ironwood Manufacturing.\n- Deshawn reports to Omar.\n- Helios Logistics was founded in 1983.\n- Cedar Retail Group is headquartered in Leeds.\n- Crescent Telecom was founded in 1994.\n- Mateo works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36651", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 November 2023): For employees hired on or after 17 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-5650: employee Aisha R., hired 25 November 2021, separated 07 July 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2026-5650 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$5,400", "2": "$4,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-5650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Tessa reports to Tobias.\n- Pinnacle Software is headquartered in Porto.\n- Wren works for Pinnacle Software.\n- Stefan reports to Wren.\n- Tessa works for Fernhill Foods.\n- Pablo works for Beacon Insurance.\n- Cedar Retail Group was founded in 2000.\n- Pinnacle Software was founded in 1993.\n- Tobias works for Cedar Retail Group.\n- Wren reports to Pablo.\n- Stefan works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Malmo.\n- Deshawn works for Fernhill Foods.\n- Ravi reports to Deshawn.\n- Fernhill Foods was founded in 2001.\n- Beacon Insurance was founded in 2006.\n- Fernhill Foods is headquartered in Leeds.\n- Beacon Insurance is headquartered in Leeds.\n- Mei reports to Tessa.\n- Tobias reports to Ravi.\n- Mei works for Pinnacle Software.\n- Pablo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36654", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 August 2024): For employees hired on or after 14 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8807: employee Deshawn K., hired 18 July 2023, separated 05 November 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-8807 under the controlling rules.", "criteria": {"0": "$5,175", "1": "$26,000", "2": "$6,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Crescent Telecom.\n- Hana reports to Dmitri.\n- Mateo works for Crescent Telecom.\n- Sanne reports to Lucia.\n- Mateo reports to Sofia.\n- Felix reports to Sanne.\n- Lucia reports to Tessa.\n- Hana works for Crescent Telecom.\n- Tessa works for Atlas Freight.\n- Fernhill Foods is headquartered in Leeds.\n- Tessa reports to Mateo.\n- Sofia works for Crescent Telecom.\n- Mara works for Fernhill Foods.\n- Fernhill Foods was founded in 1977.\n- Atlas Freight is headquartered in Cork.\n- Atlas Freight was founded in 2013.\n- Mara reports to Hana.\n- Dmitri works for Fernhill Foods.\n- Cedar Retail Group was founded in 1980.\n- Crescent Telecom was founded in 1987.\n- Cedar Retail Group is headquartered in Cork.\n- Lucia works for Cedar Retail Group.\n- Sofia reports to Mara.\n- Crescent Telecom is headquartered in Halifax.\n- Dmitri reports to Yuki.\n- Sanne works for Crescent Telecom.\n- Felix works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1990", "3": "1982"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36656", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1988.\n- Viktor reports to Ravi.\n- Anders works for Meridian Bank.\n- Sanne works for Summit Energy.\n- Viktor works for Vantage Air.\n- Anders reports to Dmitri.\n- Bluepine Aviation is headquartered in Ghent.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Bluepine Aviation was founded in 1994.\n- Felix reports to Viktor.\n- Sanne reports to Anders.\n- Dmitri reports to Felix.\n- Elena works for Vantage Air.\n- Lucia reports to Elena.\n- Zoya works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Vantage Air was founded in 1982.\n- Ravi works for Bluepine Aviation.\n- Vantage Air is headquartered in Lyon.\n- Meridian Bank was founded in 2012.\n- Amara works for Bluepine Aviation.\n- Elena reports to Sanne.\n- Meridian Bank is headquartered in Lyon.\n- Lucia works for Summit Energy.\n- Amara reports to Lucia.\n- Ravi reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1991", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36657", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Lucia works for Cedar Retail Group.\n- Mateo works for Fernhill Foods.\n- Tessa works for Cedar Retail Group.\n- Nadia reports to Callum.\n- Emeka reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Pinnacle Software was founded in 1977.\n- Sanne reports to Emeka.\n- Callum reports to Chiara.\n- Chiara reports to Sanne.\n- Nadia works for Fernhill Foods.\n- Pinnacle Software is headquartered in Halifax.\n- Cedar Retail Group was founded in 1976.\n- Cobalt Health was founded in 1994.\n- Fernhill Foods is headquartered in Valencia.\n- Lucia reports to Omar.\n- Chiara works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Fernhill Foods was founded in 1996.\n- Deshawn works for Cobalt Health.\n- Stefan works for Pinnacle Software.\n- Amara reports to Mateo.\n- Cedar Retail Group is headquartered in Cork.\n- Mateo reports to Tessa.\n- Tessa reports to Stefan.\n- Omar works for Fernhill Foods.\n- Cobalt Health is headquartered in Cork.\n- Emeka works for Pinnacle Software.\n- Omar reports to Deshawn.\n- Stefan reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Cork", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36658", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-4 (VERSION 2, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1079: employee Viktor K., hired 03 February 2024, separated 26 December 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1079?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1079 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36659", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "change_seat", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Hana.\n- Hana works for Vantage Air.\n- Deshawn reports to Anders.\n- Tessa works for Cedar Retail Group.\n- Sanne works for Vantage Air.\n- Bruno reports to Tessa.\n- Lucia works for Atlas Freight.\n- Meridian Bank was founded in 2012.\n- Meridian Bank is headquartered in Cork.\n- Bruno works for Vantage Air.\n- Atlas Freight was founded in 1980.\n- Deshawn works for Meridian Bank.\n- Viktor works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Chiara reports to Yuki.\n- Yuki reports to Bruno.\n- Atlas Freight is headquartered in Cork.\n- Cedar Retail Group is headquartered in Brno.\n- Nadia works for Cedar Retail Group.\n- Nadia reports to Viktor.\n- Vantage Air is headquartered in Bergen.\n- Viktor reports to Chiara.\n- Vantage Air was founded in 1998.\n- Anders works for Vantage Air.\n- Cedar Retail Group was founded in 1992.\n- Sanne reports to Lucia.\n- Jonas reports to Deshawn.\n- Lucia reports to Nadia.\n- Yuki works for Meridian Bank.\n- Anders reports to Sanne.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36661", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Mei works for Summit Energy.\n- Deshawn reports to Mei.\n- Summit Energy is headquartered in Lyon.\n- Meridian Bank was founded in 2005.\n- Yuki reports to Kenji.\n- Mateo reports to Deshawn.\n- Kenji reports to Dmitri.\n- Mateo works for Ironwood Manufacturing.\n- Summit Energy was founded in 1993.\n- Anders works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Lucia works for Summit Energy.\n- Mei reports to Lucia.\n- Yuki works for Meridian Bank.\n- Fernhill Foods was founded in 2012.\n- Lucia reports to Anders.\n- Meridian Bank is headquartered in Lyon.\n- Kenji works for Meridian Bank.\n- Dmitri works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2010.\n- Fernhill Foods is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36662", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36663", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Tallinn.\n- Aisha reports to Leila.\n- Helios Logistics was founded in 1975.\n- Meridian Bank was founded in 1984.\n- Sofia works for Atlas Freight.\n- Dmitri reports to Sofia.\n- Callum works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Ingrid reports to Dmitri.\n- Helios Logistics is headquartered in Nagoya.\n- Tobias reports to Callum.\n- Pinnacle Software was founded in 1976.\n- Callum reports to Tessa.\n- Aisha works for Meridian Bank.\n- Tessa reports to Emeka.\n- Tobias works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Atlas Freight is headquartered in Tampere.\n- Felix reports to Aisha.\n- Leila works for Meridian Bank.\n- Sofia reports to Felix.\n- Meridian Bank is headquartered in Tallinn.\n- Leila reports to Tobias.\n- Atlas Freight was founded in 1988.\n- Felix works for Meridian Bank.\n- Emeka works for Atlas Freight.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1976", "2": "1971", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Leeds.\n- Bluepine Aviation was founded in 1984.\n- Summit Energy was founded in 1987.\n- Aisha works for Summit Energy.\n- Beacon Insurance is headquartered in Brno.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha reports to Stefan.\n- Yuki reports to Chiara.\n- Zoya reports to Lucia.\n- Lucia works for Ironwood Manufacturing.\n- Stefan works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Lucia reports to Hana.\n- Summit Energy is headquartered in Leeds.\n- Ravi works for Summit Energy.\n- Bruno reports to Priya.\n- Chiara works for Bluepine Aviation.\n- Stefan reports to Dmitri.\n- Dmitri reports to Bruno.\n- Priya reports to Zoya.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Hana reports to Yuki.\n- Deshawn works for Bluepine Aviation.\n- Chiara reports to Deshawn.\n- Priya works for Summit Energy.\n- Ironwood Manufacturing was founded in 2005.\n- Bruno works for Summit Energy.\n- Zoya works for Beacon Insurance.\n- Ravi reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Turku", "2": "Leeds", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36665", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36666", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36667", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "scale_up", "3": "restart_service", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36668", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 2010.\n- Kenji reports to Viktor.\n- Bruno works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Viktor reports to Stefan.\n- Northwind Systems is headquartered in Ghent.\n- Sofia works for Fernhill Foods.\n- Lattice Analytics was founded in 1983.\n- Stefan reports to Zoya.\n- Bruno reports to Sofia.\n- Zoya reports to Deshawn.\n- Deshawn works for Fernhill Foods.\n- Stefan works for Northwind Systems.\n- Hana works for Meridian Bank.\n- Mara reports to Ingrid.\n- Deshawn reports to Bruno.\n- Fernhill Foods was founded in 1982.\n- Sofia reports to Mara.\n- Fernhill Foods is headquartered in Bergen.\n- Ingrid reports to Hana.\n- Viktor works for Lattice Analytics.\n- Zoya works for Northwind Systems.\n- Meridian Bank is headquartered in Ghent.\n- Northwind Systems was founded in 1990.\n- Ingrid works for Lattice Analytics.\n- Kenji works for Northwind Systems.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1993", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36669", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36670", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36671", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rollback", "3": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36672", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "org_question", "2": "update_benefits", "3": "resignation", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Pablo.\n- Lattice Analytics was founded in 1996.\n- Pablo reports to Aisha.\n- Summit Energy is headquartered in Austin.\n- Sanne reports to Ravi.\n- Viktor reports to Kenji.\n- Ravi reports to Anders.\n- Aisha reports to Sanne.\n- Summit Energy was founded in 1998.\n- Sanne works for Lattice Analytics.\n- Meridian Bank is headquartered in Brno.\n- Kenji works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Vantage Air is headquartered in Tallinn.\n- Ravi works for Vantage Air.\n- Meridian Bank was founded in 2012.\n- Aisha works for Summit Energy.\n- Anders works for Summit Energy.\n- Vantage Air was founded in 1977.\n- Anders reports to Dmitri.\n- Pablo works for Summit Energy.\n- Viktor works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36674", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 13 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 January 2026): For employees hired on or after 11 January 2026, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7521: employee Callum B., hired 01 March 2023, separated 10 February 2027 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7521?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7521 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36675", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36676", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36677", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36678", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants payment details changed", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Callum works for Crescent Telecom.\n- Bruno reports to Aisha.\n- Aisha reports to Viktor.\n- Ravi works for Crescent Telecom.\n- Mateo works for Bluepine Aviation.\n- Stefan works for Fernhill Foods.\n- Deshawn works for Fernhill Foods.\n- Deshawn reports to Mateo.\n- Mateo reports to Priya.\n- Bluepine Aviation was founded in 1997.\n- Callum reports to Yuki.\n- Atlas Freight is headquartered in Ghent.\n- Viktor reports to Stefan.\n- Priya reports to Chiara.\n- Priya works for Atlas Freight.\n- Yuki reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 1986.\n- Stefan reports to Ravi.\n- Yuki works for Crescent Telecom.\n- Fernhill Foods was founded in 2002.\n- Viktor works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tampere.\n- Crescent Telecom was founded in 1978.\n- Ravi reports to Callum.\n- Dmitri reports to Deshawn.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Tampere", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36680", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Yuki.\n- Priya works for Crescent Telecom.\n- Tessa works for Meridian Bank.\n- Bluepine Aviation was founded in 1996.\n- Anders works for Crescent Telecom.\n- Kenji works for Cobalt Health.\n- Hana reports to Anders.\n- Jonas works for Bluepine Aviation.\n- Stefan reports to Kenji.\n- Cobalt Health is headquartered in Nagoya.\n- Bluepine Aviation is headquartered in Austin.\n- Hana works for Meridian Bank.\n- Leila works for Meridian Bank.\n- Meridian Bank was founded in 2013.\n- Yuki reports to Hana.\n- Crescent Telecom is headquartered in Tallinn.\n- Stefan works for Cobalt Health.\n- Leila reports to Stefan.\n- Crescent Telecom was founded in 1993.\n- Meridian Bank is headquartered in Nagoya.\n- Kenji reports to Wren.\n- Yuki works for Crescent Telecom.\n- Cobalt Health was founded in 1988.\n- Wren reports to Jonas.\n- Jonas reports to Tessa.\n- Wren works for Meridian Bank.\n- Priya reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Ghent", "2": "Tallinn", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36681", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36682", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "cancel_subscription", "3": "invoice_copy", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Leila.\n- Kenji reports to Mara.\n- Leila works for Bluepine Aviation.\n- Sofia reports to Felix.\n- Priya reports to Tessa.\n- Leila reports to Sofia.\n- Helios Logistics is headquartered in Ghent.\n- Aisha reports to Pablo.\n- Helios Logistics was founded in 1978.\n- Priya works for Helios Logistics.\n- Mara reports to Priya.\n- Callum works for Helios Logistics.\n- Felix reports to Callum.\n- Aisha works for Meridian Bank.\n- Tessa reports to Aisha.\n- Hana works for Cobalt Health.\n- Meridian Bank was founded in 1993.\n- Mara works for Cobalt Health.\n- Felix works for Helios Logistics.\n- Bluepine Aviation is headquartered in Ghent.\n- Cobalt Health was founded in 1996.\n- Callum reports to Kenji.\n- Cobalt Health is headquartered in Ghent.\n- Sofia works for Meridian Bank.\n- Jonas works for Helios Logistics.\n- Kenji works for Cobalt Health.\n- Bluepine Aviation was founded in 2003.\n- Meridian Bank is headquartered in Leeds.\n- Pablo works for Bluepine Aviation.\n- Hana reports to Jonas.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Leeds", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Emeka reports to Amara.\n- Mateo reports to Mei.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Basel.\n- Lucia reports to Mara.\n- Anders reports to Emeka.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group was founded in 1986.\n- Lucia works for Cedar Retail Group.\n- Tessa reports to Lucia.\n- Zoya works for Cedar Retail Group.\n- Amara reports to Mateo.\n- Pinnacle Software was founded in 1999.\n- Tobias works for Pinnacle Software.\n- Mara reports to Tobias.\n- Beacon Insurance was founded in 1980.\n- Zoya reports to Anders.\n- Mei reports to Tessa.\n- Tessa works for Cedar Retail Group.\n- Mara works for Pinnacle Software.\n- Atlas Freight is headquartered in Basel.\n- Atlas Freight was founded in 2004.\n- Amara works for Atlas Freight.\n- Mateo works for Pinnacle Software.\n- Beacon Insurance is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1984", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36685", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36686", "family": "intent_v3", "state": "Incoming health message:\n\"Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "test_results", "2": "coverage_question", "3": "book_appointment", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36687", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 5, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 22 December 2022): For employees hired on or after 22 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-1389: employee Lucia T., hired 27 November 2020, separated 28 May 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-1389?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-1389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-36688", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36689", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-2 (VERSION 7, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-3558: employee Pablo B., hired 24 January 2023, separated 09 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-3558?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-3558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36690", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 15 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 October 2025): For employees hired on or after 21 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 15 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2873: employee Aisha M., hired 09 July 2025, separated 17 June 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2873?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36691", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36692", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36693", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-1004: employee Bruno S., hired 05 October 2020, separated 15 April 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-1004?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-1004 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36694", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 26 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 16 November 2024): For employees hired on or after 16 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 26 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3303: employee Chiara S., hired 16 April 2021, separated 18 May 2026 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2025-3303 under the controlling rules.", "criteria": {"0": "$19,731", "1": "$19,861", "2": "$85,500", "3": "$20,731"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36695", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rollback", "1": "scale_up", "2": "restart_service", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36696", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-5 (VERSION 4, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 22 October 2022): For employees hired on or after 22 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2542: employee Mei B., hired 13 May 2022, separated 21 December 2022 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-2542 under the controlling rules.", "criteria": {"0": "$1,875", "1": "$21,667", "2": "$5,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Ingrid.\n- Amara works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Mara works for Meridian Bank.\n- Tobias works for Pinnacle Software.\n- Summit Energy is headquartered in Turku.\n- Ravi works for Meridian Bank.\n- Ingrid reports to Tobias.\n- Stefan works for Meridian Bank.\n- Emeka works for Cedar Retail Group.\n- Felix reports to Deshawn.\n- Deshawn reports to Callum.\n- Felix works for Meridian Bank.\n- Ingrid works for Summit Energy.\n- Cedar Retail Group was founded in 2008.\n- Summit Energy was founded in 1976.\n- Cedar Retail Group is headquartered in Bergen.\n- Emeka reports to Chiara.\n- Pablo works for Summit Energy.\n- Pablo reports to Mara.\n- Chiara works for Meridian Bank.\n- Mara reports to Stefan.\n- Meridian Bank was founded in 2003.\n- Chiara reports to Pablo.\n- Callum works for Cedar Retail Group.\n- Ravi reports to Amara.\n- Stefan reports to Felix.\n- Tobias reports to Emeka.\n- Pinnacle Software was founded in 2007.\n- Pinnacle Software is headquartered in Bergen.\n- Deshawn works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36699", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Dmitri.\n- Mara reports to Amara.\n- Sofia works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Deshawn works for Crescent Telecom.\n- Tobias works for Beacon Insurance.\n- Crescent Telecom is headquartered in Nagoya.\n- Tobias reports to Tessa.\n- Beacon Insurance was founded in 2007.\n- Cobalt Health was founded in 1991.\n- Nadia reports to Ingrid.\n- Helios Logistics was founded in 1977.\n- Deshawn reports to Mara.\n- Nadia works for Beacon Insurance.\n- Wren reports to Sofia.\n- Aisha works for Helios Logistics.\n- Mei works for Cobalt Health.\n- Mei reports to Tobias.\n- Ingrid works for Crescent Telecom.\n- Aisha reports to Wren.\n- Dmitri works for Crescent Telecom.\n- Dmitri reports to Aisha.\n- Amara works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Ingrid reports to Mei.\n- Mara works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 2000.\n- Sofia reports to Nadia.\n- Beacon Insurance is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36700", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 27422 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Cancel Order — wants to cancel a placed order", "2": "Track Order — asks where an existing order is", "3": "Change Address — wants the delivery address updated", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Vantage Air was founded in 1982.\n- Northwind Systems is headquartered in Ghent.\n- Deshawn works for Northwind Systems.\n- Aisha reports to Mateo.\n- Lucia works for Summit Energy.\n- Vantage Air is headquartered in Austin.\n- Callum works for Summit Energy.\n- Tessa reports to Omar.\n- Anders works for Northwind Systems.\n- Omar reports to Bruno.\n- Bruno reports to Anders.\n- Northwind Systems was founded in 2001.\n- Anders reports to Lucia.\n- Mateo reports to Stefan.\n- Helios Logistics was founded in 1979.\n- Lucia reports to Aisha.\n- Mateo works for Vantage Air.\n- Aisha works for Northwind Systems.\n- Summit Energy was founded in 2006.\n- Bruno works for Summit Energy.\n- Stefan works for Helios Logistics.\n- Stefan reports to Callum.\n- Deshawn reports to Tessa.\n- Summit Energy is headquartered in Ghent.\n- Tessa works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36702", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "weather", "2": "play_music", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36703", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 7, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4401: employee Jonas B., hired 15 July 2021, separated 17 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4401?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Yuki.\n- Callum works for Crescent Telecom.\n- Bruno works for Summit Energy.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 2004.\n- Yuki reports to Lucia.\n- Summit Energy is headquartered in Tampere.\n- Callum reports to Bruno.\n- Tessa reports to Callum.\n- Emeka works for Summit Energy.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software is headquartered in Adelaide.\n- Lucia reports to Jonas.\n- Summit Energy was founded in 1988.\n- Amara reports to Emeka.\n- Bruno reports to Dmitri.\n- Dmitri works for Crescent Telecom.\n- Emeka reports to Tessa.\n- Pinnacle Software was founded in 1993.\n- Crescent Telecom was founded in 1999.\n- Lucia works for Pinnacle Software.\n- Yuki works for Summit Energy.\n- Amara works for Crescent Telecom.\n- Dmitri reports to Sanne.\n- Ingrid works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Sanne reports to Ingrid.\n- Tessa works for Summit Energy.\n- Beacon Insurance is headquartered in Adelaide.\n- Jonas works for Beacon Insurance.\n- Jonas reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1999", "2": "1994", "3": "2002"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36705", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Atlas Freight is headquartered in Tampere.\n- Sofia reports to Zoya.\n- Sofia works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Bergen.\n- Nadia works for Cedar Retail Group.\n- Kenji works for Atlas Freight.\n- Pablo reports to Elena.\n- Crescent Telecom was founded in 2011.\n- Felix reports to Nadia.\n- Anders reports to Kenji.\n- Kenji reports to Amara.\n- Cedar Retail Group is headquartered in Bergen.\n- Zoya works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Northwind Systems was founded in 2003.\n- Elena reports to Felix.\n- Cedar Retail Group was founded in 2002.\n- Elena works for Atlas Freight.\n- Amara reports to Sofia.\n- Jonas works for Cedar Retail Group.\n- Atlas Freight was founded in 1990.\n- Jonas reports to Anders.\n- Pablo works for Atlas Freight.\n- Nadia reports to Jonas.\n- Northwind Systems is headquartered in Bergen.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1998", "2": "2006", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36706", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-4 (VERSION 7, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 11 July 2023): For employees hired on or after 11 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-4058: employee Mateo K., hired 02 February 2022, separated 03 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-4058?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-4058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Wren.\n- Amara reports to Zoya.\n- Northwind Systems is headquartered in Tampere.\n- Viktor reports to Omar.\n- Sofia reports to Viktor.\n- Cobalt Health is headquartered in Cork.\n- Viktor works for Pinnacle Software.\n- Emeka works for Cobalt Health.\n- Amara works for Pinnacle Software.\n- Emeka reports to Amara.\n- Cobalt Health was founded in 1987.\n- Ravi works for Crescent Telecom.\n- Chiara reports to Emeka.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya works for Cobalt Health.\n- Crescent Telecom was founded in 2015.\n- Chiara works for Cobalt Health.\n- Crescent Telecom is headquartered in Tampere.\n- Omar works for Pinnacle Software.\n- Sofia works for Northwind Systems.\n- Wren works for Pinnacle Software.\n- Northwind Systems was founded in 2011.\n- Yuki reports to Ravi.\n- Ravi reports to Chiara.\n- Pinnacle Software was founded in 1993.\n- Wren reports to Yuki.\n- Yuki works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Oslo", "2": "Tampere", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36708", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Stefan reports to Nadia.\n- Lattice Analytics was founded in 1999.\n- Atlas Freight is headquartered in Bergen.\n- Wren reports to Jonas.\n- Pinnacle Software is headquartered in Nagoya.\n- Anders works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Pinnacle Software was founded in 1999.\n- Dmitri reports to Leila.\n- Amara works for Bluepine Aviation.\n- Stefan works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Atlas Freight was founded in 1996.\n- Wren works for Pinnacle Software.\n- Anders reports to Stefan.\n- Jonas reports to Yuki.\n- Bluepine Aviation was founded in 2006.\n- Nadia works for Pinnacle Software.\n- Dmitri works for Lattice Analytics.\n- Yuki works for Pinnacle Software.\n- Leila works for Bluepine Aviation.\n- Nadia reports to Mei.\n- Amara reports to Dmitri.\n- Yuki reports to Amara.\n- Lattice Analytics is headquartered in Nagoya.\n- Leila reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36709", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 4, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-8721: employee Wren M., hired 04 June 2024, separated 19 January 2027 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-8721?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-8721 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1988.\n- Bruno works for Helios Logistics.\n- Omar works for Crescent Telecom.\n- Lucia works for Lattice Analytics.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics was founded in 1997.\n- Viktor reports to Bruno.\n- Priya reports to Leila.\n- Callum reports to Lucia.\n- Bluepine Aviation is headquartered in Leeds.\n- Lucia reports to Priya.\n- Amara works for Lattice Analytics.\n- Helios Logistics is headquartered in Cork.\n- Bruno reports to Omar.\n- Crescent Telecom was founded in 2012.\n- Leila reports to Viktor.\n- Helios Logistics was founded in 2012.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Callum works for Lattice Analytics.\n- Leila works for Crescent Telecom.\n- Lattice Analytics is headquartered in Porto.\n- Amara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Leeds", "2": "Cork", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36711", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Cedar Retail Group.\n- Omar works for Helios Logistics.\n- Ingrid reports to Ravi.\n- Cedar Retail Group was founded in 2007.\n- Helios Logistics was founded in 2009.\n- Bluepine Aviation was founded in 1985.\n- Helios Logistics is headquartered in Oslo.\n- Northwind Systems is headquartered in Tallinn.\n- Dmitri works for Bluepine Aviation.\n- Nadia reports to Lucia.\n- Omar reports to Elena.\n- Nadia works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Northwind Systems.\n- Lucia works for Helios Logistics.\n- Ravi reports to Mei.\n- Mei works for Bluepine Aviation.\n- Felix works for Northwind Systems.\n- Bluepine Aviation is headquartered in Turku.\n- Elena reports to Ingrid.\n- Amara reports to Dmitri.\n- Cedar Retail Group is headquartered in Tallinn.\n- Felix reports to Amara.\n- Mei reports to Nadia.\n- Dmitri reports to Omar.\n- Northwind Systems was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36713", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36714", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1997.\n- Nadia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Callum works for Crescent Telecom.\n- Chiara works for Cobalt Health.\n- Callum reports to Chiara.\n- Crescent Telecom was founded in 1975.\n- Tessa reports to Sofia.\n- Cobalt Health is headquartered in Ghent.\n- Leila reports to Mara.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Cobalt Health was founded in 1999.\n- Elena reports to Leila.\n- Zoya works for Crescent Telecom.\n- Cedar Retail Group was founded in 1996.\n- Leila works for Cedar Retail Group.\n- Mei works for Cobalt Health.\n- Nadia reports to Tessa.\n- Tessa works for Pinnacle Software.\n- Sofia works for Crescent Telecom.\n- Mara reports to Mei.\n- Amara works for Crescent Telecom.\n- Mei reports to Nadia.\n- Amara reports to Zoya.\n- Zoya reports to Callum.\n- Tobias works for Cobalt Health.\n- Mara works for Cedar Retail Group.\n- Chiara reports to Elena.\n- Tobias reports to Amara.\n- Crescent Telecom is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36715", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1429: employee Sofia T., hired 10 December 2020, separated 23 August 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1429?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Cobalt Health.\n- Ingrid works for Cobalt Health.\n- Northwind Systems is headquartered in Brno.\n- Bruno reports to Ingrid.\n- Ravi works for Summit Energy.\n- Mara reports to Sofia.\n- Sofia reports to Deshawn.\n- Tobias reports to Amara.\n- Viktor reports to Ravi.\n- Summit Energy is headquartered in Adelaide.\n- Sofia works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Cobalt Health was founded in 2009.\n- Ravi reports to Mara.\n- Mara works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Nadia reports to Jonas.\n- Ironwood Manufacturing was founded in 1999.\n- Northwind Systems was founded in 2000.\n- Cobalt Health is headquartered in Turku.\n- Amara reports to Nadia.\n- Deshawn works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Brno.\n- Jonas works for Ironwood Manufacturing.\n- Tobias works for Ironwood Manufacturing.\n- Deshawn reports to Tobias.\n- Ingrid reports to Viktor.\n- Summit Energy was founded in 1975.\n- Leila reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Adelaide", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36717", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 6, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 31 August 2024): For employees hired on or after 31 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4384: employee Lucia B., hired 08 October 2023, separated 28 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4384?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Amara.\n- Ravi reports to Sanne.\n- Amara reports to Tobias.\n- Amara works for Beacon Insurance.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Callum reports to Hana.\n- Meridian Bank was founded in 1992.\n- Chiara works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Hana works for Fernhill Foods.\n- Chiara reports to Felix.\n- Sanne works for Meridian Bank.\n- Tobias works for Beacon Insurance.\n- Callum works for Meridian Bank.\n- Sanne reports to Callum.\n- Meridian Bank is headquartered in Ghent.\n- Fernhill Foods is headquartered in Valencia.\n- Fernhill Foods was founded in 1988.\n- Beacon Insurance was founded in 2001.\n- Tobias reports to Ravi.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36719", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY REL-3 (VERSION 5, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 19 December 2023): For employees hired on or after 19 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-1303: employee Dmitri M., hired 06 November 2020, separated 20 June 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-1303?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-1303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36720", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 3, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5933: employee Dmitri T., hired 05 August 2020, separated 12 April 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-9-2026-5933 under the controlling rules.", "criteria": {"0": "$63,917", "1": "$15,750", "2": "$14,688", "3": "$14,750"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36721", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Kenji.\n- Ingrid works for Crescent Telecom.\n- Ingrid reports to Sanne.\n- Priya works for Pinnacle Software.\n- Crescent Telecom was founded in 1986.\n- Summit Energy is headquartered in Halifax.\n- Meridian Bank was founded in 1975.\n- Hana works for Meridian Bank.\n- Kenji works for Crescent Telecom.\n- Pinnacle Software was founded in 2000.\n- Meridian Bank is headquartered in Turku.\n- Stefan reports to Wren.\n- Stefan works for Summit Energy.\n- Wren reports to Priya.\n- Kenji reports to Lucia.\n- Lucia reports to Hana.\n- Crescent Telecom is headquartered in Porto.\n- Summit Energy was founded in 1997.\n- Lucia works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Wren works for Summit Energy.\n- Hana reports to Ingrid.\n- Pinnacle Software is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2002.\n- Felix reports to Sanne.\n- Mateo reports to Viktor.\n- Mateo works for Pinnacle Software.\n- Amara reports to Tobias.\n- Mei works for Bluepine Aviation.\n- Lucia reports to Sofia.\n- Atlas Freight is headquartered in Tallinn.\n- Sanne works for Beacon Insurance.\n- Tessa reports to Mei.\n- Tessa works for Pinnacle Software.\n- Amara works for Atlas Freight.\n- Viktor reports to Lucia.\n- Beacon Insurance was founded in 1979.\n- Pinnacle Software is headquartered in Turku.\n- Sanne reports to Amara.\n- Bluepine Aviation is headquartered in Malmo.\n- Bluepine Aviation was founded in 1996.\n- Beacon Insurance is headquartered in Malmo.\n- Mei reports to Mateo.\n- Felix works for Bluepine Aviation.\n- Tobias reports to Tessa.\n- Lucia works for Pinnacle Software.\n- Viktor works for Atlas Freight.\n- Sofia works for Pinnacle Software.\n- Atlas Freight was founded in 2008.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2011", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36723", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36725", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-1522: employee Deshawn B., hired 09 June 2023, separated 21 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-1522 under the controlling rules.", "criteria": {"0": "$4,284", "1": "$4,692", "2": "$5,192", "3": "$22,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-1522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Aisha works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Basel.\n- Pablo reports to Aisha.\n- Tessa reports to Emeka.\n- Ironwood Manufacturing was founded in 1977.\n- Beacon Insurance is headquartered in Nagoya.\n- Emeka reports to Mateo.\n- Beacon Insurance was founded in 1986.\n- Cedar Retail Group is headquartered in Nagoya.\n- Cobalt Health is headquartered in Basel.\n- Mateo works for Cobalt Health.\n- Mateo reports to Pablo.\n- Pablo works for Beacon Insurance.\n- Priya reports to Lucia.\n- Cedar Retail Group was founded in 1982.\n- Emeka works for Cobalt Health.\n- Stefan reports to Tessa.\n- Tessa works for Beacon Insurance.\n- Aisha reports to Priya.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36727", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36728", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 66739 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks where an existing order is", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36729", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-2 (VERSION 4, EFFECTIVE 03 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 03 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8668: employee Yuki B., hired 05 December 2020, separated 07 September 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8668?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8668 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Mateo.\n- Priya reports to Ingrid.\n- Jonas reports to Lucia.\n- Crescent Telecom was founded in 1998.\n- Lucia reports to Stefan.\n- Priya works for Lattice Analytics.\n- Beacon Insurance was founded in 1984.\n- Amara works for Summit Energy.\n- Beacon Insurance is headquartered in Dunedin.\n- Amara reports to Zoya.\n- Mateo reports to Jonas.\n- Summit Energy was founded in 1986.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Porto.\n- Stefan works for Beacon Insurance.\n- Jonas works for Summit Energy.\n- Zoya works for Lattice Analytics.\n- Lattice Analytics was founded in 2000.\n- Mateo works for Lattice Analytics.\n- Stefan reports to Amara.\n- Ingrid works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1986", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36731", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2011.\n- Elena reports to Tessa.\n- Anders works for Beacon Insurance.\n- Stefan works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Beacon Insurance was founded in 2001.\n- Cedar Retail Group was founded in 1978.\n- Anders reports to Stefan.\n- Tessa reports to Chiara.\n- Beacon Insurance is headquartered in Leeds.\n- Elena works for Lattice Analytics.\n- Stefan reports to Omar.\n- Omar works for Crescent Telecom.\n- Crescent Telecom is headquartered in Basel.\n- Ingrid works for Lattice Analytics.\n- Ingrid reports to Viktor.\n- Lattice Analytics is headquartered in Basel.\n- Chiara works for Crescent Telecom.\n- Viktor reports to Anders.\n- Lattice Analytics was founded in 1990.\n- Omar reports to Elena.\n- Tessa works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Basel", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36732", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36733", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36734", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "controls lighting", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36735", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-2463: employee Nadia K., hired 06 June 2024, separated 27 November 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-2463?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-2463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36736", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36737", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1987.\n- Sanne works for Summit Energy.\n- Aisha reports to Zoya.\n- Priya reports to Deshawn.\n- Lucia reports to Chiara.\n- Chiara works for Bluepine Aviation.\n- Meridian Bank was founded in 2013.\n- Pablo works for Crescent Telecom.\n- Deshawn works for Bluepine Aviation.\n- Summit Energy was founded in 1985.\n- Summit Energy is headquartered in Tampere.\n- Meridian Bank is headquartered in Tampere.\n- Callum works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Aisha works for Bluepine Aviation.\n- Deshawn reports to Sanne.\n- Lucia works for Meridian Bank.\n- Priya works for Summit Energy.\n- Callum reports to Priya.\n- Ingrid reports to Pablo.\n- Bluepine Aviation is headquartered in Malmo.\n- Zoya works for Meridian Bank.\n- Pablo reports to Lucia.\n- Bluepine Aviation was founded in 1996.\n- Ingrid works for Summit Energy.\n- Chiara reports to Callum.\n- Zoya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2011", "3": "2016"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36738", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36739", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Priya.\n- Chiara reports to Pablo.\n- Atlas Freight was founded in 2010.\n- Priya reports to Chiara.\n- Beacon Insurance is headquartered in Tampere.\n- Mateo reports to Amara.\n- Mei works for Atlas Freight.\n- Mei reports to Hana.\n- Beacon Insurance was founded in 1983.\n- Amara works for Beacon Insurance.\n- Ravi reports to Emeka.\n- Stefan reports to Omar.\n- Viktor works for Atlas Freight.\n- Emeka reports to Stefan.\n- Mateo works for Beacon Insurance.\n- Omar works for Northwind Systems.\n- Bluepine Aviation was founded in 2014.\n- Atlas Freight is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor reports to Mateo.\n- Northwind Systems is headquartered in Tampere.\n- Chiara works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Hana works for Bluepine Aviation.\n- Hana reports to Viktor.\n- Emeka works for Beacon Insurance.\n- Stefan works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Northwind Systems was founded in 2012.\n- Priya works for Bluepine Aviation.\n- Omar reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36740", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "reports a delayed shipment", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36741", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "books airfare", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Mei works for Bluepine Aviation.\n- Fernhill Foods was founded in 2008.\n- Ravi reports to Chiara.\n- Zoya reports to Mei.\n- Hana works for Beacon Insurance.\n- Stefan reports to Ravi.\n- Bluepine Aviation was founded in 2004.\n- Bluepine Aviation is headquartered in Basel.\n- Sanne works for Beacon Insurance.\n- Cobalt Health is headquartered in Malmo.\n- Chiara works for Cobalt Health.\n- Beacon Insurance was founded in 2012.\n- Cobalt Health was founded in 2010.\n- Stefan works for Bluepine Aviation.\n- Hana reports to Zoya.\n- Leila works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Malmo.\n- Beacon Insurance is headquartered in Ghent.\n- Zoya works for Fernhill Foods.\n- Chiara reports to Hana.\n- Ravi works for Cobalt Health.\n- Leila reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36743", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-2 (VERSION 2, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 25 October 2025): For employees hired on or after 25 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3679: employee Callum M., hired 19 March 2025, separated 16 June 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3679?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3679 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36744", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Bluepine Aviation.\n- Emeka works for Bluepine Aviation.\n- Stefan works for Cedar Retail Group.\n- Chiara works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Mateo works for Lattice Analytics.\n- Emeka reports to Tobias.\n- Zoya works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Fernhill Foods was founded in 1985.\n- Amara reports to Wren.\n- Cedar Retail Group is headquartered in Halifax.\n- Hana reports to Chiara.\n- Callum works for Fernhill Foods.\n- Zoya reports to Emeka.\n- Wren works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Valencia.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1978.\n- Callum reports to Mateo.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mateo reports to Amara.\n- Mei reports to Callum.\n- Cedar Retail Group was founded in 2012.\n- Wren reports to Tessa.\n- Stefan reports to Hana.\n- Tessa reports to Zoya.\n- Chiara reports to Mei.\n- Hana works for Cedar Retail Group.\n- Lattice Analytics was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2010", "2": "2007", "3": "2015"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36745", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 19 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 19 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-5935: employee Aisha R., hired 17 January 2021, separated 27 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-5935?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-5935 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36746", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 07 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 September 2024): For employees hired on or after 26 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 07 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-4772: employee Mateo R., hired 23 June 2023, separated 15 August 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2025-4772 under the controlling rules.", "criteria": {"0": "$9,800", "1": "$7,875", "2": "$33,800", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-4772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-36747", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36748", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 5, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 June 2025): For employees hired on or after 05 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8077: employee Elena R., hired 21 December 2024, separated 11 January 2027 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-8077 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$2,100", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8077 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36749", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 27 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 27 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2243: employee Pablo T., hired 06 October 2022, separated 18 June 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-2243 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$3,400", "2": "$9,000", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36750", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36751", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36752", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 55195, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "change_address", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36753", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Basel.\n- Beacon Insurance is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Nagoya.\n- Chiara reports to Kenji.\n- Callum reports to Sofia.\n- Hana works for Cobalt Health.\n- Callum works for Bluepine Aviation.\n- Hana reports to Felix.\n- Kenji works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Basel.\n- Ingrid works for Beacon Insurance.\n- Felix reports to Chiara.\n- Lattice Analytics was founded in 2013.\n- Sofia works for Cobalt Health.\n- Beacon Insurance was founded in 1989.\n- Kenji reports to Callum.\n- Cobalt Health was founded in 1999.\n- Bluepine Aviation was founded in 2005.\n- Sofia reports to Dmitri.\n- Dmitri works for Bluepine Aviation.\n- Felix works for Lattice Analytics.\n- Chiara works for Cobalt Health.\n- Ingrid reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36755", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36756", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36757", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36758", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 6, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8153: employee Wren S., hired 14 July 2022, separated 06 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-8153?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8153 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36759", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36760", "family": "intent_v3", "state": "Incoming health message:\n\"Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36761", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "quote_request", "3": "report_delay", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36762", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36763", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Beacon Insurance.\n- Amara works for Helios Logistics.\n- Omar reports to Tessa.\n- Amara reports to Callum.\n- Beacon Insurance was founded in 2006.\n- Beacon Insurance is headquartered in Lyon.\n- Ingrid works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Ingrid reports to Aisha.\n- Aisha reports to Omar.\n- Callum works for Beacon Insurance.\n- Pinnacle Software is headquartered in Lyon.\n- Helios Logistics was founded in 2000.\n- Callum reports to Kenji.\n- Tessa works for Atlas Freight.\n- Nadia works for Helios Logistics.\n- Tessa reports to Nadia.\n- Kenji reports to Ingrid.\n- Pinnacle Software was founded in 2010.\n- Atlas Freight was founded in 1984.\n- Kenji works for Atlas Freight.\n- Helios Logistics is headquartered in Tampere.\n- Omar works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2009", "2": "2004", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36765", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'reroute' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36766", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Amara works for Fernhill Foods.\n- Anders reports to Wren.\n- Aisha reports to Amara.\n- Hana works for Northwind Systems.\n- Northwind Systems was founded in 1978.\n- Atlas Freight was founded in 1975.\n- Anders works for Atlas Freight.\n- Kenji reports to Callum.\n- Callum reports to Anders.\n- Crescent Telecom was founded in 2013.\n- Kenji works for Atlas Freight.\n- Aisha works for Fernhill Foods.\n- Wren works for Atlas Freight.\n- Crescent Telecom is headquartered in Tampere.\n- Wren reports to Hana.\n- Tobias works for Northwind Systems.\n- Atlas Freight is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Bruno works for Atlas Freight.\n- Fernhill Foods was founded in 2006.\n- Stefan reports to Tobias.\n- Fernhill Foods is headquartered in Basel.\n- Hana reports to Bruno.\n- Tobias reports to Kenji.\n- Callum works for Atlas Freight.\n- Amara reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Dunedin.\n- Wren reports to Emeka.\n- Emeka reports to Chiara.\n- Elena reports to Nadia.\n- Aisha works for Lattice Analytics.\n- Anders reports to Mei.\n- Elena works for Beacon Insurance.\n- Ingrid works for Lattice Analytics.\n- Beacon Insurance was founded in 1985.\n- Nadia reports to Aisha.\n- Pablo reports to Elena.\n- Amara works for Lattice Analytics.\n- Emeka works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Lattice Analytics was founded in 1992.\n- Amara reports to Anders.\n- Ingrid reports to Pablo.\n- Wren works for Beacon Insurance.\n- Anders works for Beacon Insurance.\n- Crescent Telecom was founded in 2014.\n- Beacon Insurance is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Tampere.\n- Aisha reports to Hana.\n- Fernhill Foods was founded in 2015.\n- Hana reports to Wren.\n- Lattice Analytics is headquartered in Dunedin.\n- Mei works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Mei reports to Ingrid.\n- Pablo works for Lattice Analytics.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Dunedin", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Cork.\n- Wren works for Beacon Insurance.\n- Dmitri works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Pinnacle Software was founded in 1997.\n- Pinnacle Software is headquartered in Ghent.\n- Felix works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Wren reports to Felix.\n- Helios Logistics is headquartered in Cork.\n- Mei works for Pinnacle Software.\n- Beacon Insurance was founded in 2004.\n- Chiara works for Helios Logistics.\n- Hana reports to Kenji.\n- Yuki works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Yuki reports to Emeka.\n- Helios Logistics was founded in 1977.\n- Jonas reports to Viktor.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Wren.\n- Kenji reports to Dmitri.\n- Mei reports to Jonas.\n- Zoya reports to Yuki.\n- Felix reports to Chiara.\n- Emeka works for Cedar Retail Group.\n- Dmitri reports to Mei.\n- Zoya works for Cedar Retail Group.\n- Jonas works for Pinnacle Software.\n- Cedar Retail Group was founded in 2006.\n- Chiara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Tallinn", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36769", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_subscription", "1": "dispute_charge", "2": "payment_plan", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36770", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Dunedin.\n- Wren works for Vantage Air.\n- Emeka reports to Lucia.\n- Amara works for Bluepine Aviation.\n- Cobalt Health was founded in 1988.\n- Elena works for Summit Energy.\n- Lucia works for Cobalt Health.\n- Emeka works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Elena reports to Callum.\n- Callum reports to Felix.\n- Lucia reports to Stefan.\n- Bluepine Aviation is headquartered in Dunedin.\n- Omar works for Summit Energy.\n- Deshawn reports to Elena.\n- Sanne reports to Omar.\n- Stefan reports to Amara.\n- Sanne works for Vantage Air.\n- Omar reports to Wren.\n- Mei reports to Sanne.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Stefan works for Bluepine Aviation.\n- Felix reports to Emeka.\n- Bluepine Aviation was founded in 1975.\n- Wren reports to Deshawn.\n- Summit Energy was founded in 1979.\n- Vantage Air was founded in 2009.\n- Deshawn works for Cobalt Health.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1970", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36771", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Cork.\n- Beacon Insurance was founded in 1999.\n- Bruno reports to Ravi.\n- Hana reports to Sanne.\n- Pinnacle Software was founded in 1979.\n- Zoya reports to Tobias.\n- Bruno works for Northwind Systems.\n- Beacon Insurance is headquartered in Ghent.\n- Zoya works for Northwind Systems.\n- Atlas Freight was founded in 1996.\n- Leila reports to Mateo.\n- Sanne works for Atlas Freight.\n- Ravi works for Northwind Systems.\n- Mateo reports to Bruno.\n- Mateo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Oslo.\n- Tobias reports to Hana.\n- Leila works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Northwind Systems was founded in 1991.\n- Atlas Freight is headquartered in Brno.\n- Ravi reports to Zoya.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Zoya reports to Pablo.\n- Stefan works for Pinnacle Software.\n- Elena works for Vantage Air.\n- Stefan reports to Mara.\n- Tobias reports to Sanne.\n- Sofia works for Ironwood Manufacturing.\n- Viktor reports to Sofia.\n- Aisha works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Tampere.\n- Sanne works for Cedar Retail Group.\n- Callum reports to Viktor.\n- Sanne reports to Aisha.\n- Ironwood Manufacturing was founded in 2015.\n- Pinnacle Software was founded in 1999.\n- Aisha reports to Tessa.\n- Cedar Retail Group was founded in 2002.\n- Pablo works for Ironwood Manufacturing.\n- Elena reports to Stefan.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Viktor works for Vantage Air.\n- Zoya works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Vantage Air is headquartered in Leeds.\n- Sofia reports to Elena.\n- Callum works for Vantage Air.\n- Mara works for Cedar Retail Group.\n- Tessa reports to Callum.\n- Vantage Air was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Halifax", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Viktor.\n- Meridian Bank is headquartered in Bergen.\n- Sofia works for Summit Energy.\n- Sanne reports to Sofia.\n- Chiara reports to Emeka.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Summit Energy is headquartered in Bergen.\n- Meridian Bank was founded in 1985.\n- Tessa works for Pinnacle Software.\n- Chiara works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Viktor reports to Sanne.\n- Emeka works for Meridian Bank.\n- Tessa reports to Felix.\n- Felix works for Meridian Bank.\n- Viktor works for Meridian Bank.\n- Summit Energy was founded in 2005.\n- Sofia reports to Mateo.\n- Pinnacle Software is headquartered in Bergen.\n- Pinnacle Software was founded in 2011.\n- Emeka reports to Tessa.\n- Cobalt Health was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36774", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-2052: employee Nadia M., hired 28 July 2022, separated 25 November 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-2052?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-2052 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36775", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Meridian Bank.\n- Pinnacle Software was founded in 1978.\n- Zoya reports to Stefan.\n- Meridian Bank was founded in 1983.\n- Mara works for Pinnacle Software.\n- Chiara works for Cobalt Health.\n- Tobias reports to Chiara.\n- Zoya works for Cobalt Health.\n- Felix reports to Mara.\n- Cobalt Health is headquartered in Halifax.\n- Chiara reports to Felix.\n- Pinnacle Software is headquartered in Valencia.\n- Cobalt Health was founded in 1975.\n- Meridian Bank is headquartered in Valencia.\n- Tobias works for Atlas Freight.\n- Atlas Freight is headquartered in Valencia.\n- Mara reports to Mateo.\n- Yuki reports to Tobias.\n- Stefan reports to Yuki.\n- Atlas Freight was founded in 1990.\n- Felix works for Meridian Bank.\n- Stefan works for Pinnacle Software.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36776", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36777", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-2 (VERSION 3, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 31 December 2022): For employees hired on or after 31 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8520: employee Aisha S., hired 29 September 2021, separated 24 January 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-8520 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$5,000", "3": "$2,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1988.\n- Atlas Freight is headquartered in Austin.\n- Bluepine Aviation is headquartered in Dunedin.\n- Callum reports to Lucia.\n- Lucia reports to Viktor.\n- Kenji reports to Mei.\n- Kenji works for Beacon Insurance.\n- Viktor reports to Kenji.\n- Beacon Insurance was founded in 2007.\n- Bluepine Aviation was founded in 1985.\n- Mei works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Felix reports to Callum.\n- Callum works for Atlas Freight.\n- Beacon Insurance is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1995.\n- Felix works for Atlas Freight.\n- Lucia works for Bluepine Aviation.\n- Mei reports to Stefan.\n- Cedar Retail Group is headquartered in Turku.\n- Stefan reports to Mara.\n- Viktor works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "1990", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36779", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 29 November 2023): For employees hired on or after 29 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4611: employee Tessa A., hired 30 May 2021, separated 08 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4611?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4611 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 2014.\n- Felix reports to Callum.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Dmitri.\n- Lattice Analytics is headquartered in Porto.\n- Helios Logistics is headquartered in Malmo.\n- Callum reports to Sofia.\n- Emeka works for Cobalt Health.\n- Lattice Analytics was founded in 2012.\n- Northwind Systems is headquartered in Austin.\n- Callum works for Cobalt Health.\n- Cobalt Health was founded in 2001.\n- Cobalt Health is headquartered in Malmo.\n- Mateo works for Northwind Systems.\n- Emeka reports to Amara.\n- Sofia works for Lattice Analytics.\n- Helios Logistics was founded in 1984.\n- Felix works for Lattice Analytics.\n- Dmitri works for Helios Logistics.\n- Sofia reports to Bruno.\n- Mateo reports to Felix.\n- Amara works for Northwind Systems.\n- Dmitri reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36781", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36782", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 December 2024): For employees hired on or after 24 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5713: employee Chiara A., hired 30 September 2022, separated 19 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5713?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36783", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 29283, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Cancel Order — wants to cancel a placed order", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36784", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36785", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36786", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "referral", "2": "coverage_question", "3": "test_results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36787", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2576: employee Ingrid M., hired 06 October 2023, separated 20 October 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2576?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2576 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Stefan.\n- Northwind Systems is headquartered in Bergen.\n- Ingrid works for Northwind Systems.\n- Vantage Air was founded in 1984.\n- Ironwood Manufacturing was founded in 1978.\n- Priya reports to Pablo.\n- Stefan works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Turku.\n- Northwind Systems was founded in 2003.\n- Meridian Bank was founded in 1980.\n- Priya works for Northwind Systems.\n- Stefan reports to Ravi.\n- Zoya reports to Ingrid.\n- Pablo works for Meridian Bank.\n- Jonas works for Ironwood Manufacturing.\n- Nadia works for Meridian Bank.\n- Ravi works for Vantage Air.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid reports to Jonas.\n- Ravi reports to Nadia.\n- Nadia reports to Zoya.\n- Vantage Air is headquartered in Turku.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36789", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "cancels a booking", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36790", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-7 (VERSION 4, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 January 2024): For employees hired on or after 10 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5955: employee Ingrid K., hired 19 January 2023, separated 25 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5955?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5955 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36791", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36792", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36793", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Send Message — asks to text someone", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Ravi works for Cedar Retail Group.\n- Yuki works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Viktor works for Cedar Retail Group.\n- Tessa works for Northwind Systems.\n- Lucia reports to Mei.\n- Anders works for Atlas Freight.\n- Lucia works for Vantage Air.\n- Vantage Air was founded in 2005.\n- Mei reports to Ingrid.\n- Yuki reports to Priya.\n- Mei works for Cedar Retail Group.\n- Northwind Systems was founded in 1999.\n- Cedar Retail Group was founded in 1994.\n- Ravi reports to Sofia.\n- Ingrid works for Vantage Air.\n- Northwind Systems is headquartered in Porto.\n- Callum works for Cedar Retail Group.\n- Priya reports to Callum.\n- Anders reports to Lucia.\n- Atlas Freight was founded in 1989.\n- Atlas Freight is headquartered in Porto.\n- Zoya reports to Ravi.\n- Sofia reports to Yuki.\n- Priya works for Atlas Freight.\n- Callum reports to Anders.\n- Viktor reports to Zoya.\n- Tessa reports to Viktor.\n- Sofia works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36795", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36796", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 May 2023): For employees hired on or after 30 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8307: employee Lucia R., hired 02 June 2022, separated 23 September 2023 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2025-8307 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$30,333", "2": "$7,000", "3": "$5,688"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36797", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Summit Energy.\n- Ingrid reports to Emeka.\n- Meridian Bank is headquartered in Leeds.\n- Vantage Air is headquartered in Dunedin.\n- Priya works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Yuki reports to Omar.\n- Leila works for Fernhill Foods.\n- Vantage Air was founded in 2012.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Wren.\n- Omar reports to Mei.\n- Summit Energy was founded in 2012.\n- Dmitri reports to Bruno.\n- Yuki works for Vantage Air.\n- Meridian Bank was founded in 1986.\n- Fernhill Foods is headquartered in Dunedin.\n- Omar works for Fernhill Foods.\n- Summit Energy is headquartered in Cork.\n- Bruno reports to Hana.\n- Wren reports to Ingrid.\n- Leila reports to Priya.\n- Emeka reports to Dmitri.\n- Hana reports to Yuki.\n- Ingrid works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Wren works for Vantage Air.\n- Mei reports to Leila.\n- Fernhill Foods was founded in 2015.\n- Emeka works for Summit Energy.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2015", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36801", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "freeze_card", "3": "open_account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36802", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Wrong address on order 28809, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36803", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36804", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-1745: employee Lucia R., hired 18 April 2022, separated 15 September 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-1745?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-1745 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36805", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-9 (VERSION 6, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-7284: employee Deshawn B., hired 17 November 2022, separated 01 March 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-7284 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$5,500", "2": "$21,667", "3": "$4,062"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-7284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36806", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 20 November 2023): For employees hired on or after 20 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-8137: employee Deshawn A., hired 03 May 2021, separated 08 July 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-8137?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-8137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36807", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6434: employee Wren M., hired 02 July 2022, separated 28 December 2023 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-6434 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,000", "2": "$2,250", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36808", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 05 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 31 December 2024): For employees hired on or after 31 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3208: employee Ravi R., hired 16 February 2024, separated 15 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3208?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36809", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Summit Energy is headquartered in Lyon.\n- Felix reports to Tessa.\n- Ravi works for Helios Logistics.\n- Chiara works for Summit Energy.\n- Tessa reports to Callum.\n- Ingrid works for Lattice Analytics.\n- Helios Logistics is headquartered in Porto.\n- Crescent Telecom is headquartered in Austin.\n- Stefan works for Crescent Telecom.\n- Summit Energy was founded in 1986.\n- Stefan reports to Wren.\n- Viktor works for Summit Energy.\n- Wren reports to Viktor.\n- Mara works for Summit Energy.\n- Hana reports to Ravi.\n- Viktor reports to Mara.\n- Omar works for Lattice Analytics.\n- Omar reports to Ingrid.\n- Helios Logistics was founded in 1997.\n- Callum reports to Stefan.\n- Callum works for Summit Energy.\n- Ingrid reports to Hana.\n- Chiara reports to Felix.\n- Hana works for Crescent Telecom.\n- Mara reports to Omar.\n- Tessa works for Crescent Telecom.\n- Wren works for Helios Logistics.\n- Crescent Telecom was founded in 1979.\n- Lattice Analytics was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Austin", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36810", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36811", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 17087 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Helios Logistics.\n- Northwind Systems is headquartered in Malmo.\n- Northwind Systems was founded in 2010.\n- Viktor works for Atlas Freight.\n- Omar works for Helios Logistics.\n- Aisha reports to Ingrid.\n- Dmitri reports to Viktor.\n- Dmitri works for Lattice Analytics.\n- Helios Logistics is headquartered in Brno.\n- Viktor reports to Pablo.\n- Lattice Analytics was founded in 1995.\n- Nadia works for Helios Logistics.\n- Atlas Freight is headquartered in Malmo.\n- Emeka works for Northwind Systems.\n- Sofia works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Deshawn reports to Sofia.\n- Sofia reports to Yuki.\n- Hana works for Helios Logistics.\n- Emeka reports to Deshawn.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Nadia.\n- Hana reports to Aisha.\n- Nadia reports to Emeka.\n- Deshawn works for Helios Logistics.\n- Atlas Freight was founded in 1976.\n- Yuki reports to Dmitri.\n- Omar reports to Hana.\n- Pablo works for Northwind Systems.\n- Helios Logistics was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Brno", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36813", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Ravi.\n- Bruno works for Summit Energy.\n- Ravi works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Beacon Insurance is headquartered in Lyon.\n- Aisha reports to Amara.\n- Sofia works for Atlas Freight.\n- Summit Energy was founded in 2006.\n- Anders reports to Tobias.\n- Amara works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Cedar Retail Group is headquartered in Adelaide.\n- Atlas Freight was founded in 2011.\n- Amara reports to Anders.\n- Atlas Freight is headquartered in Tampere.\n- Yuki reports to Sofia.\n- Sofia reports to Aisha.\n- Summit Energy is headquartered in Tampere.\n- Anders works for Atlas Freight.\n- Ravi reports to Bruno.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance was founded in 1976.\n- Cedar Retail Group was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2001", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36815", "family": "intent_v3", "state": "Incoming support message:\n\"FW: The product broke — refund 19768 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36816", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Sanne reports to Tessa.\n- Jonas reports to Dmitri.\n- Fernhill Foods is headquartered in Nagoya.\n- Emeka reports to Jonas.\n- Tessa reports to Emeka.\n- Nadia works for Bluepine Aviation.\n- Cobalt Health was founded in 1997.\n- Hana works for Meridian Bank.\n- Fernhill Foods was founded in 2013.\n- Felix reports to Nadia.\n- Bluepine Aviation is headquartered in Lyon.\n- Meridian Bank is headquartered in Lyon.\n- Dmitri reports to Kenji.\n- Cobalt Health is headquartered in Lyon.\n- Kenji works for Cobalt Health.\n- Dmitri works for Fernhill Foods.\n- Nadia reports to Amara.\n- Amara reports to Sanne.\n- Sanne works for Fernhill Foods.\n- Emeka works for Cobalt Health.\n- Amara works for Meridian Bank.\n- Meridian Bank was founded in 1990.\n- Bluepine Aviation was founded in 1975.\n- Kenji reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Fernhill Foods", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Anders reports to Sofia.\n- Chiara reports to Anders.\n- Callum reports to Mara.\n- Jonas reports to Callum.\n- Callum works for Helios Logistics.\n- Ingrid reports to Felix.\n- Anders works for Cobalt Health.\n- Ingrid works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Nagoya.\n- Felix works for Helios Logistics.\n- Lattice Analytics was founded in 2001.\n- Lattice Analytics is headquartered in Nagoya.\n- Mara reports to Chiara.\n- Cobalt Health was founded in 1993.\n- Helios Logistics was founded in 1977.\n- Ironwood Manufacturing was founded in 1984.\n- Helios Logistics is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Sofia reports to Ingrid.\n- Sofia works for Helios Logistics.\n- Jonas works for Ironwood Manufacturing.\n- Mara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Cork", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1981.\n- Anders works for Fernhill Foods.\n- Mateo reports to Anders.\n- Omar reports to Felix.\n- Northwind Systems is headquartered in Tampere.\n- Stefan works for Atlas Freight.\n- Nadia works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Anders reports to Stefan.\n- Sanne reports to Nadia.\n- Nadia reports to Mateo.\n- Amara works for Atlas Freight.\n- Northwind Systems was founded in 1978.\n- Mateo works for Northwind Systems.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 1982.\n- Fernhill Foods is headquartered in Turku.\n- Stefan reports to Omar.\n- Bruno works for Northwind Systems.\n- Hana works for Northwind Systems.\n- Bruno reports to Elena.\n- Fernhill Foods was founded in 1987.\n- Elena reports to Sanne.\n- Amara reports to Bruno.\n- Felix reports to Tobias.\n- Meridian Bank is headquartered in Halifax.\n- Tobias works for Fernhill Foods.\n- Atlas Freight is headquartered in Turku.\n- Elena works for Meridian Bank.\n- Omar works for Fernhill Foods.\n- Hana reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36820", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6397: employee Wren K., hired 17 December 2020, separated 07 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6397?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6397 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36821", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2006.\n- Sofia reports to Mara.\n- Felix works for Helios Logistics.\n- Viktor reports to Nadia.\n- Mara works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Nadia works for Crescent Telecom.\n- Jonas reports to Mateo.\n- Mateo works for Pinnacle Software.\n- Helios Logistics is headquartered in Dunedin.\n- Sofia works for Crescent Telecom.\n- Felix reports to Sofia.\n- Lattice Analytics is headquartered in Turku.\n- Pinnacle Software was founded in 1982.\n- Mara reports to Leila.\n- Jonas works for Helios Logistics.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo reports to Felix.\n- Nadia reports to Jonas.\n- Viktor works for Lattice Analytics.\n- Leila works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Bluepine Aviation.\n- Cobalt Health was founded in 1986.\n- Amara works for Summit Energy.\n- Fernhill Foods is headquartered in Bergen.\n- Ingrid reports to Leila.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 2001.\n- Bluepine Aviation was founded in 2015.\n- Aisha works for Cobalt Health.\n- Tessa works for Summit Energy.\n- Summit Energy was founded in 2002.\n- Amara reports to Tessa.\n- Summit Energy is headquartered in Bergen.\n- Tessa reports to Deshawn.\n- Aisha reports to Zoya.\n- Leila works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Deshawn reports to Ingrid.\n- Cobalt Health is headquartered in Basel.\n- Bluepine Aviation is headquartered in Basel.\n- Emeka reports to Amara.\n- Zoya works for Summit Energy.\n- Zoya reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2002", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36824", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 11 April 2025): For employees hired on or after 11 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-2850: employee Viktor B., hired 28 February 2024, separated 22 June 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-2850?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-2850 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36826", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9318: employee Chiara A., hired 27 August 2022, separated 28 April 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9318?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36827", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36828", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks for a countdown timer", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36829", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-3 (VERSION 7, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-4427: employee Anders T., hired 07 July 2022, separated 16 December 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2026-4427 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$12,385", "2": "$9,346", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-4427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36830", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36831", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36832", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36833", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-2 (VERSION 5, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8067: employee Tessa A., hired 25 June 2021, separated 01 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8067?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36834", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-9 (VERSION 5, EFFECTIVE 02 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 23 May 2024): For employees hired on or after 23 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 02 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6375: employee Lucia T., hired 11 April 2021, separated 18 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6375?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6375 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36835", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36836", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9410: employee Hana T., hired 22 February 2024, separated 09 December 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9410?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9410 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36837", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'control lights' handler", "3": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36838", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Bruno.\n- Bruno works for Bluepine Aviation.\n- Bruno reports to Wren.\n- Bluepine Aviation is headquartered in Tallinn.\n- Callum works for Ironwood Manufacturing.\n- Wren works for Bluepine Aviation.\n- Callum reports to Sanne.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi reports to Mei.\n- Wren reports to Callum.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Sofia reports to Ravi.\n- Mei works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Turku.\n- Sanne works for Bluepine Aviation.\n- Sanne reports to Sofia.\n- Lattice Analytics was founded in 1975.\n- Ironwood Manufacturing was founded in 1989.\n- Sofia works for Lattice Analytics.\n- Meridian Bank was founded in 1975.\n- Ravi works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Elena.\n- Jonas reports to Mei.\n- Ironwood Manufacturing is headquartered in Austin.\n- Bruno reports to Hana.\n- Mei reports to Chiara.\n- Cobalt Health was founded in 2011.\n- Mei works for Cobalt Health.\n- Ingrid works for Helios Logistics.\n- Cobalt Health is headquartered in Austin.\n- Helios Logistics is headquartered in Malmo.\n- Priya works for Ironwood Manufacturing.\n- Sofia reports to Mateo.\n- Elena works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Chiara works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2015.\n- Mateo works for Ironwood Manufacturing.\n- Elena reports to Bruno.\n- Chiara reports to Sofia.\n- Jonas works for Helios Logistics.\n- Mateo reports to Priya.\n- Helios Logistics was founded in 1998.\n- Bluepine Aviation was founded in 2001.\n- Sofia works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Hana works for Helios Logistics.\n- Priya reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2010", "3": "2018"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36840", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a system outage", "1": "requests software installation", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Elena.\n- Atlas Freight is headquartered in Nagoya.\n- Pablo works for Atlas Freight.\n- Meridian Bank is headquartered in Valencia.\n- Hana works for Meridian Bank.\n- Pablo reports to Hana.\n- Summit Energy is headquartered in Malmo.\n- Emeka works for Meridian Bank.\n- Ingrid works for Pinnacle Software.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software was founded in 2000.\n- Dmitri reports to Ingrid.\n- Yuki works for Pinnacle Software.\n- Emeka reports to Pablo.\n- Hana reports to Dmitri.\n- Ingrid reports to Yuki.\n- Elena works for Pinnacle Software.\n- Summit Energy was founded in 2012.\n- Meridian Bank was founded in 1981.\n- Elena reports to Chiara.\n- Pinnacle Software is headquartered in Turku.\n- Chiara works for Pinnacle Software.\n- Atlas Freight was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Summit Energy", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36842", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36843", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 6, EFFECTIVE 30 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 July 2024): For employees hired on or after 10 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-8768: employee Zoya M., hired 08 February 2024, separated 18 May 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-8768 under the controlling rules.", "criteria": {"0": "$22,500", "1": "$5,063", "2": "$5,192", "3": "$5,692"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-8768 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36844", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-8445: employee Elena T., hired 04 April 2020, separated 28 November 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-8445?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-8445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36845", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36846", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "asks for a countdown timer", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36847", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Deshawn reports to Chiara.\n- Lattice Analytics is headquartered in Turku.\n- Crescent Telecom is headquartered in Halifax.\n- Mei works for Ironwood Manufacturing.\n- Chiara reports to Leila.\n- Ironwood Manufacturing was founded in 2006.\n- Lucia reports to Mateo.\n- Chiara works for Crescent Telecom.\n- Omar works for Lattice Analytics.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1979.\n- Pinnacle Software was founded in 2005.\n- Mei reports to Omar.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Omar reports to Felix.\n- Mateo works for Pinnacle Software.\n- Ingrid reports to Emeka.\n- Leila reports to Sofia.\n- Sofia reports to Mei.\n- Emeka works for Crescent Telecom.\n- Leila works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1975.\n- Deshawn works for Ironwood Manufacturing.\n- Stefan reports to Lucia.\n- Felix works for Crescent Telecom.\n- Pinnacle Software is headquartered in Cork.\n- Emeka reports to Deshawn.\n- Felix reports to Stefan.\n- Ingrid works for Pinnacle Software.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Malmo", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36849", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 6, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-2458: employee Aisha R., hired 24 March 2023, separated 22 June 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-2458?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-2458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36850", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-5 (VERSION 6, EFFECTIVE 08 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 08 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-8216: employee Viktor A., hired 06 February 2022, separated 02 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-8216?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-8216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36851", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-3 (VERSION 3, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9454: employee Leila M., hired 02 February 2023, separated 31 December 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-9454?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36852", "family": "intent_v3", "state": "Incoming support message:\n\"42938 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants to cancel a placed order", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36853", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 99546 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36854", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 06 March 2023): For employees hired on or after 06 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3840: employee Wren M., hired 27 January 2022, separated 10 January 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-3840?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3840 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Porto.\n- Elena reports to Mara.\n- Ravi works for Ironwood Manufacturing.\n- Mara reports to Tessa.\n- Leila reports to Jonas.\n- Hana works for Northwind Systems.\n- Viktor works for Meridian Bank.\n- Mei reports to Ravi.\n- Ravi reports to Elena.\n- Ironwood Manufacturing was founded in 1999.\n- Hana reports to Leila.\n- Callum works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Mara works for Atlas Freight.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Mei works for Atlas Freight.\n- Meridian Bank was founded in 1994.\n- Tessa works for Ironwood Manufacturing.\n- Jonas reports to Mei.\n- Atlas Freight is headquartered in Cork.\n- Northwind Systems was founded in 1988.\n- Callum reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Atlas Freight was founded in 2012.\n- Tessa reports to Sofia.\n- Chiara reports to Viktor.\n- Jonas works for Atlas Freight.\n- Viktor reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36856", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36857", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 03 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 03 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1553: employee Mateo M., hired 20 March 2022, separated 27 April 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1553?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Deshawn works for Summit Energy.\n- Emeka works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Summit Energy was founded in 1990.\n- Fernhill Foods is headquartered in Bergen.\n- Priya reports to Omar.\n- Tobias works for Summit Energy.\n- Helios Logistics was founded in 1995.\n- Summit Energy is headquartered in Austin.\n- Aisha works for Fernhill Foods.\n- Tobias reports to Priya.\n- Fernhill Foods was founded in 1995.\n- Aisha reports to Emeka.\n- Bruno works for Vantage Air.\n- Bruno reports to Deshawn.\n- Ingrid reports to Tobias.\n- Priya works for Vantage Air.\n- Helios Logistics is headquartered in Bergen.\n- Emeka reports to Bruno.\n- Vantage Air was founded in 1992.\n- Vantage Air is headquartered in Cork.\n- Deshawn reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Austin", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36859", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 22 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-8786: employee Ingrid A., hired 25 April 2019, separated 17 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-8786?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-8786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36860", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9962: employee Priya K., hired 17 June 2020, separated 07 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9962?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9962 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36861", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 October 2024): For employees hired on or after 26 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9251: employee Viktor S., hired 26 March 2021, separated 30 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9251?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Jonas reports to Dmitri.\n- Zoya reports to Jonas.\n- Bluepine Aviation was founded in 2001.\n- Mei works for Northwind Systems.\n- Bluepine Aviation is headquartered in Austin.\n- Dmitri works for Atlas Freight.\n- Omar reports to Nadia.\n- Northwind Systems is headquartered in Austin.\n- Leila works for Atlas Freight.\n- Mei reports to Omar.\n- Jonas works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Atlas Freight is headquartered in Adelaide.\n- Sofia reports to Leila.\n- Crescent Telecom was founded in 1996.\n- Sofia works for Northwind Systems.\n- Nadia reports to Sofia.\n- Leila reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36863", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "referral", "2": "coverage_question", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36864", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-9 (VERSION 4, EFFECTIVE 30 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 January 2026): For employees hired on or after 14 January 2026, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3579: employee Amara T., hired 09 March 2023, separated 31 March 2027 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-3579?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3579 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36865", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36866", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Hana.\n- Omar works for Crescent Telecom.\n- Bruno works for Meridian Bank.\n- Anders works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 2008.\n- Hana reports to Tobias.\n- Pinnacle Software is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Basel.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Anders.\n- Anders reports to Omar.\n- Emeka works for Meridian Bank.\n- Nadia reports to Bruno.\n- Meridian Bank is headquartered in Adelaide.\n- Chiara reports to Emeka.\n- Zoya works for Crescent Telecom.\n- Omar reports to Chiara.\n- Chiara works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2006.\n- Ironwood Manufacturing was founded in 1977.\n- Kenji works for Crescent Telecom.\n- Meridian Bank was founded in 1979.\n- Zoya reports to Nadia.\n- Kenji reports to Zoya.\n- Crescent Telecom is headquartered in Austin.\n- Nadia works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Nagoya", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Elena.\n- Nadia reports to Bruno.\n- Fernhill Foods is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2010.\n- Leila works for Fernhill Foods.\n- Elena reports to Leila.\n- Yuki works for Ironwood Manufacturing.\n- Aisha reports to Yuki.\n- Lattice Analytics is headquartered in Nagoya.\n- Amara reports to Nadia.\n- Crescent Telecom was founded in 2004.\n- Bruno works for Fernhill Foods.\n- Lattice Analytics was founded in 2007.\n- Bruno reports to Aisha.\n- Leila reports to Zoya.\n- Nadia works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Crescent Telecom is headquartered in Bergen.\n- Amara works for Fernhill Foods.\n- Viktor works for Crescent Telecom.\n- Viktor reports to Sofia.\n- Sofia works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Elena works for Fernhill Foods.\n- Aisha works for Crescent Telecom.\n- Fernhill Foods was founded in 1986.\n- Yuki reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Basel.\n- Cedar Retail Group is headquartered in Leeds.\n- Emeka reports to Ravi.\n- Jonas works for Northwind Systems.\n- Priya works for Cobalt Health.\n- Anders reports to Priya.\n- Omar works for Cedar Retail Group.\n- Omar reports to Anders.\n- Zoya works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Amara works for Cobalt Health.\n- Anders works for Cedar Retail Group.\n- Leila reports to Emeka.\n- Emeka works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Ravi reports to Zoya.\n- Northwind Systems was founded in 1997.\n- Priya reports to Amara.\n- Cobalt Health was founded in 1983.\n- Jonas reports to Omar.\n- Ironwood Manufacturing was founded in 1976.\n- Zoya reports to Wren.\n- Cedar Retail Group was founded in 2006.\n- Wren reports to Jonas.\n- Cobalt Health is headquartered in Lyon.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Leeds", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36869", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 05 July 2025): For employees hired on or after 05 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-7395: employee Stefan K., hired 11 November 2024, separated 06 August 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2026-7395 under the controlling rules.", "criteria": {"0": "$1,000", "1": "$1,400", "2": "$8,667", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-7395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Ironwood Manufacturing.\n- Pablo works for Beacon Insurance.\n- Mara reports to Elena.\n- Beacon Insurance was founded in 2006.\n- Leila works for Ironwood Manufacturing.\n- Zoya reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Kenji reports to Leila.\n- Deshawn reports to Mara.\n- Kenji works for Crescent Telecom.\n- Lucia reports to Zoya.\n- Crescent Telecom is headquartered in Tampere.\n- Zoya works for Crescent Telecom.\n- Cobalt Health was founded in 1984.\n- Elena works for Beacon Insurance.\n- Leila reports to Pablo.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Crescent Telecom was founded in 1990.\n- Beacon Insurance is headquartered in Leeds.\n- Cobalt Health is headquartered in Leeds.\n- Pablo reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36871", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 7, EFFECTIVE 15 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 15 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4300: employee Felix M., hired 30 May 2022, separated 03 April 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-7-2026-4300 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$2,800", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36872", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36873", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9895: employee Tessa T., hired 30 June 2021, separated 27 May 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-9895 under the controlling rules.", "criteria": {"0": "$10,800", "1": "$9,750", "2": "$42,467", "3": "$9,800"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1993.\n- Pinnacle Software is headquartered in Bergen.\n- Nadia reports to Tobias.\n- Ravi reports to Nadia.\n- Cedar Retail Group is headquartered in Brno.\n- Emeka reports to Elena.\n- Bluepine Aviation is headquartered in Halifax.\n- Emeka works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Pinnacle Software was founded in 1993.\n- Fernhill Foods was founded in 1978.\n- Bluepine Aviation was founded in 1981.\n- Omar reports to Yuki.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Emeka.\n- Elena reports to Omar.\n- Ravi works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Tobias works for Pinnacle Software.\n- Omar works for Fernhill Foods.\n- Tobias reports to Mateo.\n- Nadia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36875", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36876", "family": "intent_v3", "state": "Incoming travel message:\n\"File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36877", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36878", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 08 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 April 2023): For employees hired on or after 24 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 08 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2434: employee Emeka T., hired 12 March 2023, separated 29 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2434?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2434 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36879", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 03 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 03 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8733: employee Kenji M., hired 19 May 2021, separated 09 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8733?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8733 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36880", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-2676: employee Sofia K., hired 26 November 2019, separated 30 March 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-2676?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-2676 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Pinnacle Software is headquartered in Leeds.\n- Felix works for Ironwood Manufacturing.\n- Summit Energy was founded in 1982.\n- Mateo works for Ironwood Manufacturing.\n- Emeka reports to Mei.\n- Pinnacle Software was founded in 2010.\n- Mei works for Ironwood Manufacturing.\n- Kenji reports to Mateo.\n- Kenji works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Lyon.\n- Zoya reports to Ingrid.\n- Emeka works for Pinnacle Software.\n- Amara reports to Felix.\n- Mateo reports to Zoya.\n- Ingrid reports to Amara.\n- Zoya works for Ironwood Manufacturing.\n- Ingrid works for Summit Energy.\n- Ironwood Manufacturing was founded in 1987.\n- Amara works for Summit Energy.\n- Lattice Analytics was founded in 2000.\n- Summit Energy is headquartered in Leeds.\n- Mei reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Lattice Analytics", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1988.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Crescent Telecom was founded in 1995.\n- Sanne reports to Aisha.\n- Jonas works for Fernhill Foods.\n- Sanne works for Crescent Telecom.\n- Aisha works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Bluepine Aviation is headquartered in Brno.\n- Elena reports to Emeka.\n- Emeka reports to Leila.\n- Yuki works for Fernhill Foods.\n- Aisha reports to Jonas.\n- Zoya works for Crescent Telecom.\n- Leila reports to Kenji.\n- Bruno reports to Yuki.\n- Kenji reports to Bruno.\n- Emeka works for Bluepine Aviation.\n- Yuki reports to Zoya.\n- Lattice Analytics was founded in 2008.\n- Fernhill Foods is headquartered in Basel.\n- Zoya reports to Sanne.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Brno", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36883", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Play Music — asks to play audio", "4": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36884", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9022: employee Stefan T., hired 24 January 2023, separated 18 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9022?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36885", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36886", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Sanne.\n- Vantage Air is headquartered in Dunedin.\n- Leila works for Pinnacle Software.\n- Jonas reports to Wren.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Omar works for Crescent Telecom.\n- Kenji reports to Yuki.\n- Pablo reports to Sofia.\n- Leila reports to Pablo.\n- Lucia reports to Kenji.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Adelaide.\n- Omar reports to Jonas.\n- Sanne reports to Omar.\n- Kenji works for Vantage Air.\n- Northwind Systems was founded in 1975.\n- Pablo works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Jonas works for Vantage Air.\n- Lucia works for Northwind Systems.\n- Vantage Air was founded in 1976.\n- Crescent Telecom is headquartered in Adelaide.\n- Wren works for Northwind Systems.\n- Crescent Telecom was founded in 1979.\n- Pinnacle Software was founded in 2008.\n- Sofia reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Summit Energy.\n- Cedar Retail Group is headquartered in Adelaide.\n- Northwind Systems is headquartered in Malmo.\n- Tessa reports to Nadia.\n- Sanne works for Northwind Systems.\n- Nadia works for Summit Energy.\n- Viktor reports to Anders.\n- Viktor works for Atlas Freight.\n- Cedar Retail Group was founded in 1989.\n- Sofia works for Cedar Retail Group.\n- Ingrid reports to Sofia.\n- Atlas Freight was founded in 1990.\n- Tessa works for Northwind Systems.\n- Nadia reports to Viktor.\n- Sanne reports to Tessa.\n- Anders reports to Ingrid.\n- Pablo works for Summit Energy.\n- Atlas Freight is headquartered in Adelaide.\n- Summit Energy was founded in 1990.\n- Anders works for Summit Energy.\n- Northwind Systems was founded in 1979.\n- Pablo reports to Sanne.\n- Summit Energy is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tallinn", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36888", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Northwind Systems.\n- Cedar Retail Group is headquartered in Nagoya.\n- Tobias works for Northwind Systems.\n- Yuki reports to Nadia.\n- Leila reports to Stefan.\n- Northwind Systems was founded in 2004.\n- Cedar Retail Group was founded in 2000.\n- Dmitri reports to Ingrid.\n- Stefan reports to Tobias.\n- Nadia reports to Dmitri.\n- Yuki works for Fernhill Foods.\n- Cobalt Health is headquartered in Malmo.\n- Fernhill Foods is headquartered in Nagoya.\n- Stefan works for Fernhill Foods.\n- Cobalt Health was founded in 1987.\n- Fernhill Foods was founded in 1992.\n- Dmitri works for Fernhill Foods.\n- Mateo works for Cobalt Health.\n- Nadia works for Fernhill Foods.\n- Mateo reports to Aisha.\n- Northwind Systems is headquartered in Turku.\n- Ingrid works for Cedar Retail Group.\n- Wren works for Fernhill Foods.\n- Tobias reports to Yuki.\n- Aisha reports to Leila.\n- Aisha works for Cedar Retail Group.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Malmo", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36889", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-3 (VERSION 4, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 01 November 2024): For employees hired on or after 01 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6749: employee Mei A., hired 04 October 2021, separated 21 May 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6749?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36890", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Yuki.\n- Pablo reports to Emeka.\n- Yuki works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Crescent Telecom was founded in 2002.\n- Anders reports to Pablo.\n- Callum works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Brno.\n- Bluepine Aviation is headquartered in Brno.\n- Pinnacle Software is headquartered in Oslo.\n- Ingrid reports to Tessa.\n- Emeka works for Bluepine Aviation.\n- Stefan reports to Anders.\n- Anders works for Pinnacle Software.\n- Northwind Systems was founded in 2002.\n- Pinnacle Software was founded in 2001.\n- Pablo works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Emeka reports to Callum.\n- Yuki reports to Ingrid.\n- Stefan works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2012", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36891", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-3019: employee Callum A., hired 16 October 2021, separated 12 February 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2026-3019 under the controlling rules.", "criteria": {"0": "$4,250", "1": "$4,312", "2": "$2,250", "3": "$18,417"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-3019 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36892", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Sofia works for Cobalt Health.\n- Summit Energy is headquartered in Nagoya.\n- Emeka reports to Sofia.\n- Cedar Retail Group is headquartered in Malmo.\n- Cobalt Health was founded in 1989.\n- Cedar Retail Group was founded in 2014.\n- Sofia reports to Hana.\n- Mei reports to Sanne.\n- Cobalt Health is headquartered in Malmo.\n- Helios Logistics was founded in 1985.\n- Hana works for Helios Logistics.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Bruno.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Aisha.\n- Helios Logistics is headquartered in Bergen.\n- Aisha reports to Emeka.\n- Aisha works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Summit Energy was founded in 2007.\n- Hana reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36893", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to set a wake-up or reminder alarm", "2": "asks to play audio", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Hana reports to Tobias.\n- Fernhill Foods was founded in 2010.\n- Nadia reports to Dmitri.\n- Northwind Systems was founded in 1989.\n- Dmitri reports to Pablo.\n- Summit Energy was founded in 2011.\n- Mara works for Fernhill Foods.\n- Chiara reports to Callum.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya works for Summit Energy.\n- Fernhill Foods is headquartered in Leeds.\n- Dmitri works for Lattice Analytics.\n- Mara reports to Ingrid.\n- Callum works for Northwind Systems.\n- Zoya reports to Hana.\n- Callum reports to Nadia.\n- Lattice Analytics was founded in 1982.\n- Northwind Systems is headquartered in Porto.\n- Pablo reports to Zoya.\n- Summit Energy is headquartered in Porto.\n- Ingrid reports to Chiara.\n- Tobias works for Northwind Systems.\n- Pablo works for Summit Energy.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Malmo", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1990.\n- Pablo reports to Jonas.\n- Northwind Systems is headquartered in Adelaide.\n- Wren works for Meridian Bank.\n- Bruno works for Northwind Systems.\n- Lucia reports to Bruno.\n- Fernhill Foods was founded in 1978.\n- Lucia works for Meridian Bank.\n- Mei reports to Pablo.\n- Pinnacle Software is headquartered in Valencia.\n- Felix reports to Viktor.\n- Pablo works for Fernhill Foods.\n- Mei works for Pinnacle Software.\n- Viktor works for Northwind Systems.\n- Meridian Bank is headquartered in Adelaide.\n- Chiara works for Northwind Systems.\n- Yuki reports to Chiara.\n- Northwind Systems was founded in 2013.\n- Yuki works for Fernhill Foods.\n- Bruno reports to Yuki.\n- Chiara reports to Wren.\n- Jonas reports to Lucia.\n- Felix works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Jonas works for Northwind Systems.\n- Fernhill Foods is headquartered in Brno.\n- Viktor reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36896", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36897", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "org_question", "1": "resignation", "2": "request_leave", "3": "payroll_issue", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36898", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6787: employee Tobias T., hired 03 February 2023, separated 22 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6787?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Stefan works for Lattice Analytics.\n- Deshawn works for Lattice Analytics.\n- Northwind Systems was founded in 1990.\n- Priya reports to Bruno.\n- Anders works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Yuki reports to Anders.\n- Fernhill Foods is headquartered in Malmo.\n- Priya works for Fernhill Foods.\n- Omar reports to Priya.\n- Yuki works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Anders reports to Omar.\n- Lattice Analytics is headquartered in Tampere.\n- Chiara reports to Deshawn.\n- Mateo reports to Chiara.\n- Tobias reports to Mei.\n- Northwind Systems is headquartered in Tampere.\n- Omar works for Cobalt Health.\n- Mei reports to Stefan.\n- Lattice Analytics was founded in 2008.\n- Deshawn reports to Yuki.\n- Fernhill Foods was founded in 1996.\n- Viktor reports to Mateo.\n- Viktor works for Cobalt Health.\n- Cobalt Health was founded in 1983.\n- Mei works for Northwind Systems.\n- Cobalt Health is headquartered in Malmo.\n- Stefan reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Malmo", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36900", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36901", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Amara works for Vantage Air.\n- Leila works for Atlas Freight.\n- Ingrid reports to Leila.\n- Atlas Freight was founded in 1980.\n- Anders reports to Lucia.\n- Atlas Freight is headquartered in Ghent.\n- Anders works for Vantage Air.\n- Yuki works for Vantage Air.\n- Meridian Bank was founded in 2005.\n- Aisha reports to Amara.\n- Yuki reports to Ravi.\n- Cedar Retail Group is headquartered in Leeds.\n- Leila reports to Aisha.\n- Amara reports to Yuki.\n- Cedar Retail Group was founded in 2001.\n- Ravi works for Meridian Bank.\n- Vantage Air is headquartered in Dunedin.\n- Lucia reports to Ingrid.\n- Aisha works for Atlas Freight.\n- Lucia works for Cedar Retail Group.\n- Meridian Bank is headquartered in Adelaide.\n- Vantage Air was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1995", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Tobias works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Omar reports to Tessa.\n- Meridian Bank is headquartered in Leeds.\n- Deshawn reports to Lucia.\n- Tessa works for Summit Energy.\n- Ravi works for Summit Energy.\n- Meridian Bank was founded in 2001.\n- Summit Energy was founded in 1988.\n- Summit Energy is headquartered in Cork.\n- Tobias reports to Deshawn.\n- Deshawn works for Summit Energy.\n- Lucia works for Summit Energy.\n- Cedar Retail Group was founded in 1984.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 1975.\n- Ravi reports to Omar.\n- Bruno reports to Viktor.\n- Lucia reports to Bruno.\n- Tessa reports to Tobias.\n- Cedar Retail Group is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Helios Logistics", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36903", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 October 2022): For employees hired on or after 04 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-7575: employee Nadia S., hired 13 August 2022, separated 16 April 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-7575?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-7575 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-36904", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 58603 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36905", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-3 (VERSION 3, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 July 2024): For employees hired on or after 07 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6295: employee Mara K., hired 13 June 2022, separated 05 February 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6295?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36906", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "report_outage", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Lucia works for Beacon Insurance.\n- Tobias reports to Lucia.\n- Aisha reports to Ingrid.\n- Leila reports to Tessa.\n- Mei reports to Kenji.\n- Tobias works for Beacon Insurance.\n- Anders works for Northwind Systems.\n- Vantage Air was founded in 1990.\n- Amara reports to Anders.\n- Cedar Retail Group is headquartered in Nagoya.\n- Ingrid works for Beacon Insurance.\n- Anders reports to Sanne.\n- Vantage Air is headquartered in Dunedin.\n- Amara works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Northwind Systems is headquartered in Leeds.\n- Sanne reports to Tobias.\n- Cedar Retail Group was founded in 2010.\n- Tessa reports to Aisha.\n- Tessa works for Beacon Insurance.\n- Lucia reports to Mei.\n- Beacon Insurance is headquartered in Nagoya.\n- Beacon Insurance was founded in 2013.\n- Mara reports to Leila.\n- Sanne works for Cedar Retail Group.\n- Leila works for Beacon Insurance.\n- Ingrid reports to Amara.\n- Mei works for Cedar Retail Group.\n- Northwind Systems was founded in 1995.\n- Kenji works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2016", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36908", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36909", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 5, EFFECTIVE 31 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 27 July 2023): For employees hired on or after 27 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 31 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4986: employee Bruno B., hired 07 September 2021, separated 12 March 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-6-2025-4986 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$8,000", "2": "$6,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4986 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36910", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 November 2025): For employees hired on or after 11 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-3628: employee Wren B., hired 28 July 2023, separated 06 May 2026 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-3628?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-3628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36911", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-6 (VERSION 7, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 19 November 2024): For employees hired on or after 19 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-9537: employee Lucia S., hired 26 January 2022, separated 28 November 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-9537?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-9537 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36912", "family": "intent_v3", "state": "Incoming billing message:\n\"Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36913", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "asks for lab results", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36914", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36915", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 19 January 2026): For employees hired on or after 19 January 2026, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5057: employee Callum R., hired 01 April 2022, separated 24 February 2027 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-5057?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36916", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-5 (VERSION 2, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 14 November 2025): For employees hired on or after 14 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2890: employee Emeka T., hired 10 July 2025, separated 18 December 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-2890 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,000", "2": "$4,200", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36917", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 36495 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Exchange Item — wants a different size/color/variant", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36918", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 October 2024): For employees hired on or after 04 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6098: employee Mateo T., hired 15 April 2023, separated 24 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6098?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6098 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Vantage Air is headquartered in Malmo.\n- Cobalt Health was founded in 1995.\n- Wren reports to Mei.\n- Ravi works for Summit Energy.\n- Zoya works for Lattice Analytics.\n- Dmitri reports to Jonas.\n- Jonas reports to Wren.\n- Mei reports to Kenji.\n- Mei works for Cobalt Health.\n- Vantage Air was founded in 2006.\n- Lattice Analytics is headquartered in Turku.\n- Hana reports to Deshawn.\n- Wren works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Cobalt Health is headquartered in Malmo.\n- Summit Energy is headquartered in Malmo.\n- Viktor reports to Hana.\n- Dmitri works for Lattice Analytics.\n- Viktor works for Vantage Air.\n- Deshawn reports to Dmitri.\n- Hana works for Vantage Air.\n- Zoya reports to Ravi.\n- Ravi reports to Viktor.\n- Summit Energy was founded in 1979.\n- Lattice Analytics was founded in 1978.\n- Kenji works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Mateo.\n- Omar reports to Amara.\n- Sofia reports to Dmitri.\n- Elena works for Summit Energy.\n- Ironwood Manufacturing was founded in 1996.\n- Summit Energy was founded in 1997.\n- Omar works for Summit Energy.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1986.\n- Mateo works for Bluepine Aviation.\n- Summit Energy is headquartered in Halifax.\n- Aisha reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Chiara reports to Elena.\n- Chiara works for Ironwood Manufacturing.\n- Amara reports to Aisha.\n- Beacon Insurance is headquartered in Dunedin.\n- Beacon Insurance was founded in 1989.\n- Elena reports to Omar.\n- Amara works for Summit Energy.\n- Dmitri works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Beacon Insurance", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36921", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 19 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 19 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4525: employee Hana B., hired 22 July 2024, separated 06 August 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-4525?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4525 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36922", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36923", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36924", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 19 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 26 May 2024): For employees hired on or after 26 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6910: employee Deshawn R., hired 27 April 2023, separated 17 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6910?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36925", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-6853: employee Callum A., hired 24 January 2021, separated 04 October 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-6853?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-6853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36926", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Wren.\n- Wren works for Cobalt Health.\n- Hana works for Summit Energy.\n- Emeka reports to Lucia.\n- Pinnacle Software is headquartered in Bergen.\n- Lucia works for Pinnacle Software.\n- Omar reports to Nadia.\n- Summit Energy was founded in 1990.\n- Summit Energy is headquartered in Halifax.\n- Cobalt Health is headquartered in Dunedin.\n- Lucia reports to Omar.\n- Aisha works for Helios Logistics.\n- Nadia reports to Hana.\n- Omar works for Cobalt Health.\n- Pinnacle Software was founded in 1988.\n- Deshawn works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Emeka works for Cobalt Health.\n- Helios Logistics was founded in 1983.\n- Deshawn reports to Emeka.\n- Wren reports to Aisha.\n- Cobalt Health was founded in 2005.\n- Helios Logistics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1990", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36928", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-5 (VERSION 5, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 24 January 2025): For employees hired on or after 24 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-7186: employee Dmitri K., hired 26 October 2024, separated 22 November 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-7186 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$4,812", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-7186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36929", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Valencia.\n- Omar reports to Mei.\n- Mei reports to Anders.\n- Lattice Analytics was founded in 2002.\n- Tessa reports to Viktor.\n- Atlas Freight is headquartered in Valencia.\n- Cedar Retail Group is headquartered in Bergen.\n- Anders reports to Mateo.\n- Mateo works for Cedar Retail Group.\n- Tessa works for Lattice Analytics.\n- Tobias reports to Priya.\n- Sofia works for Lattice Analytics.\n- Bluepine Aviation was founded in 1993.\n- Ingrid works for Lattice Analytics.\n- Anders works for Atlas Freight.\n- Sofia reports to Ingrid.\n- Tobias works for Atlas Freight.\n- Priya reports to Bruno.\n- Priya works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Viktor reports to Tobias.\n- Leila works for Lattice Analytics.\n- Atlas Freight was founded in 2002.\n- Mei works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2011.\n- Omar works for Cedar Retail Group.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Omar.\n- Mateo reports to Leila.\n- Lattice Analytics is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "1997", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Crescent Telecom.\n- Viktor works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Mei reports to Priya.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Aisha.\n- Pinnacle Software is headquartered in Valencia.\n- Viktor reports to Stefan.\n- Crescent Telecom was founded in 1975.\n- Chiara reports to Deshawn.\n- Bruno reports to Chiara.\n- Chiara works for Crescent Telecom.\n- Pinnacle Software was founded in 2009.\n- Mara reports to Mei.\n- Tobias reports to Viktor.\n- Priya reports to Zoya.\n- Atlas Freight was founded in 2010.\n- Aisha reports to Amara.\n- Atlas Freight is headquartered in Adelaide.\n- Stefan reports to Mara.\n- Northwind Systems is headquartered in Adelaide.\n- Amara reports to Bruno.\n- Amara works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Stefan works for Pinnacle Software.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1983.\n- Crescent Telecom is headquartered in Valencia.\n- Mara works for Crescent Telecom.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Bergen", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Tobias reports to Pablo.\n- Priya reports to Sanne.\n- Lattice Analytics was founded in 2010.\n- Mara reports to Jonas.\n- Jonas works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Priya works for Lattice Analytics.\n- Mara works for Pinnacle Software.\n- Yuki works for Vantage Air.\n- Pablo reports to Yuki.\n- Pinnacle Software was founded in 2000.\n- Jonas reports to Priya.\n- Sanne reports to Ravi.\n- Sanne works for Lattice Analytics.\n- Ravi reports to Tobias.\n- Northwind Systems is headquartered in Tampere.\n- Vantage Air is headquartered in Halifax.\n- Lattice Analytics is headquartered in Lyon.\n- Vantage Air was founded in 2009.\n- Northwind Systems was founded in 2005.\n- Pinnacle Software is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36932", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3076: employee Chiara R., hired 14 April 2020, separated 03 April 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-3076?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3076 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36933", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-36935", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Sofia works for Vantage Air.\n- Zoya works for Cobalt Health.\n- Sofia reports to Ingrid.\n- Jonas works for Lattice Analytics.\n- Mateo reports to Yuki.\n- Northwind Systems is headquartered in Oslo.\n- Northwind Systems was founded in 1998.\n- Ingrid reports to Emeka.\n- Mara reports to Sofia.\n- Yuki works for Cobalt Health.\n- Lattice Analytics was founded in 1975.\n- Priya reports to Kenji.\n- Cobalt Health is headquartered in Porto.\n- Mateo works for Cobalt Health.\n- Zoya reports to Priya.\n- Yuki reports to Jonas.\n- Vantage Air was founded in 2000.\n- Mara works for Lattice Analytics.\n- Vantage Air is headquartered in Oslo.\n- Lattice Analytics is headquartered in Oslo.\n- Cobalt Health was founded in 1992.\n- Priya works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Kenji reports to Mara.\n- Emeka reports to Mateo.\n- Ingrid works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1987", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36937", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 14 March 2024): For employees hired on or after 14 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5871: employee Deshawn M., hired 01 December 2023, separated 22 February 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-5871 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$26,000", "2": "$3,600", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5871 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-36938", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 2008.\n- Mara reports to Elena.\n- Viktor works for Fernhill Foods.\n- Meridian Bank was founded in 1991.\n- Lattice Analytics is headquartered in Halifax.\n- Mateo reports to Deshawn.\n- Fernhill Foods is headquartered in Leeds.\n- Cobalt Health was founded in 1978.\n- Lucia reports to Dmitri.\n- Mara works for Lattice Analytics.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Mateo.\n- Aisha reports to Sanne.\n- Elena reports to Nadia.\n- Lucia works for Cobalt Health.\n- Viktor reports to Aisha.\n- Cobalt Health is headquartered in Halifax.\n- Fernhill Foods was founded in 1997.\n- Chiara works for Cobalt Health.\n- Nadia reports to Viktor.\n- Chiara reports to Mara.\n- Aisha works for Fernhill Foods.\n- Deshawn works for Meridian Bank.\n- Anders works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Deshawn reports to Lucia.\n- Elena works for Fernhill Foods.\n- Meridian Bank is headquartered in Turku.\n- Nadia works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Anders reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cedar Retail Group.\n- Nadia reports to Mara.\n- Nadia works for Summit Energy.\n- Mara works for Bluepine Aviation.\n- Summit Energy is headquartered in Tampere.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Bergen.\n- Sanne works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Bergen.\n- Felix works for Summit Energy.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2008.\n- Viktor reports to Amara.\n- Ravi works for Lattice Analytics.\n- Hana reports to Sanne.\n- Chiara reports to Nadia.\n- Sanne reports to Deshawn.\n- Priya reports to Felix.\n- Viktor works for Summit Energy.\n- Mara reports to Viktor.\n- Wren reports to Hana.\n- Ravi reports to Priya.\n- Bluepine Aviation is headquartered in Bergen.\n- Amara reports to Wren.\n- Summit Energy was founded in 1975.\n- Felix reports to Chiara.\n- Cedar Retail Group was founded in 2007.\n- Lattice Analytics was founded in 1999.\n- Deshawn works for Cedar Retail Group.\n- Chiara works for Lattice Analytics.\n- Priya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Bergen", "2": "Ghent", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Tessa reports to Ravi.\n- Crescent Telecom was founded in 1984.\n- Leila works for Summit Energy.\n- Summit Energy was founded in 1993.\n- Leila reports to Emeka.\n- Kenji works for Summit Energy.\n- Dmitri reports to Callum.\n- Summit Energy is headquartered in Malmo.\n- Ravi works for Cobalt Health.\n- Callum works for Summit Energy.\n- Crescent Telecom is headquartered in Ghent.\n- Felix reports to Leila.\n- Callum reports to Tessa.\n- Fernhill Foods was founded in 2006.\n- Chiara works for Crescent Telecom.\n- Felix works for Summit Energy.\n- Dmitri works for Fernhill Foods.\n- Omar reports to Dmitri.\n- Omar works for Cobalt Health.\n- Cobalt Health is headquartered in Ghent.\n- Emeka reports to Omar.\n- Cobalt Health was founded in 1996.\n- Ravi reports to Kenji.\n- Kenji reports to Chiara.\n- Tessa works for Crescent Telecom.\n- Emeka works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36941", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Quote Request — asks for a shipping quote", "2": "Report Delay — reports a delayed shipment", "3": "Schedule Pickup — arranges a pickup", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Wren reports to Ravi.\n- Viktor reports to Wren.\n- Meridian Bank was founded in 1987.\n- Felix works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Crescent Telecom is headquartered in Leeds.\n- Chiara reports to Viktor.\n- Ravi reports to Felix.\n- Bruno reports to Deshawn.\n- Wren works for Beacon Insurance.\n- Beacon Insurance is headquartered in Lyon.\n- Felix reports to Mei.\n- Meridian Bank is headquartered in Lyon.\n- Atlas Freight was founded in 1981.\n- Ravi works for Beacon Insurance.\n- Mei reports to Bruno.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance was founded in 1979.\n- Atlas Freight is headquartered in Basel.\n- Crescent Telecom was founded in 2012.\n- Bruno works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Basel", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36944", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "removes access for a leaver", "3": "reports a system outage", "4": "resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36945", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 17 May 2023): For employees hired on or after 17 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8764: employee Hana R., hired 25 March 2020, separated 12 October 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8764?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36946", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Deshawn.\n- Bluepine Aviation was founded in 1990.\n- Mei works for Ironwood Manufacturing.\n- Amara works for Crescent Telecom.\n- Amara reports to Tessa.\n- Ironwood Manufacturing was founded in 2010.\n- Bluepine Aviation is headquartered in Lyon.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Sanne reports to Lucia.\n- Nadia reports to Mei.\n- Nadia works for Ironwood Manufacturing.\n- Mei reports to Dmitri.\n- Tessa reports to Sanne.\n- Cedar Retail Group was founded in 2002.\n- Tessa works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.\n- Priya works for Crescent Telecom.\n- Pablo reports to Priya.\n- Priya reports to Amara.\n- Dmitri reports to Pablo.\n- Cedar Retail Group is headquartered in Austin.\n- Crescent Telecom is headquartered in Austin.\n- Pablo works for Cedar Retail Group.\n- Crescent Telecom was founded in 2009.\n- Deshawn works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2012", "2": "2009", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1997.\n- Chiara reports to Lucia.\n- Dmitri works for Vantage Air.\n- Mei reports to Wren.\n- Jonas reports to Omar.\n- Dmitri reports to Aisha.\n- Lucia reports to Nadia.\n- Jonas works for Beacon Insurance.\n- Mei works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Chiara works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Aisha reports to Jonas.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 1999.\n- Crescent Telecom is headquartered in Cork.\n- Omar reports to Sanne.\n- Nadia works for Vantage Air.\n- Sanne reports to Tobias.\n- Sanne works for Crescent Telecom.\n- Amara reports to Chiara.\n- Vantage Air was founded in 2012.\n- Wren works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Fernhill Foods was founded in 1980.\n- Tobias reports to Amara.\n- Aisha works for Fernhill Foods.\n- Wren reports to Dmitri.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Cork", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-36949", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 93790\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Pinnacle Software.\n- Elena works for Helios Logistics.\n- Pinnacle Software is headquartered in Oslo.\n- Viktor works for Helios Logistics.\n- Meridian Bank is headquartered in Austin.\n- Emeka reports to Callum.\n- Yuki works for Pinnacle Software.\n- Zoya reports to Priya.\n- Felix works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Emeka works for Helios Logistics.\n- Pinnacle Software was founded in 1982.\n- Jonas works for Pinnacle Software.\n- Wren reports to Zoya.\n- Elena reports to Jonas.\n- Jonas reports to Viktor.\n- Felix reports to Ravi.\n- Vantage Air was founded in 1976.\n- Callum reports to Kenji.\n- Helios Logistics was founded in 1998.\n- Viktor reports to Emeka.\n- Zoya works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Callum works for Helios Logistics.\n- Priya reports to Yuki.\n- Meridian Bank was founded in 1998.\n- Priya works for Meridian Bank.\n- Vantage Air is headquartered in Brno.\n- Yuki reports to Felix.\n- Ravi works for Meridian Bank.\n- Ravi reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Brno", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36951", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "file_claim", "2": "schedule_pickup", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Elena.\n- Vantage Air is headquartered in Tampere.\n- Sanne reports to Mara.\n- Mara works for Meridian Bank.\n- Elena reports to Nadia.\n- Ravi works for Vantage Air.\n- Pinnacle Software is headquartered in Halifax.\n- Pinnacle Software was founded in 1992.\n- Sofia reports to Amara.\n- Meridian Bank is headquartered in Turku.\n- Sanne works for Vantage Air.\n- Elena works for Pinnacle Software.\n- Vantage Air was founded in 2006.\n- Ingrid reports to Sofia.\n- Mateo works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Amara reports to Ravi.\n- Meridian Bank was founded in 1989.\n- Sofia works for Pinnacle Software.\n- Mara reports to Ingrid.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Bruno.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Bruno works for Pinnacle Software.\n- Bruno reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36953", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36954", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 June 2025): For employees hired on or after 11 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1983: employee Elena S., hired 20 January 2022, separated 05 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-1983?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36955", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 13 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 13 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3253: employee Ingrid R., hired 24 February 2021, separated 19 May 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3253?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36956", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-5652: employee Priya M., hired 05 September 2020, separated 12 January 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-5652?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-5652 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36957", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-3539: employee Elena M., hired 20 November 2020, separated 27 October 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-9-2026-3539 under the controlling rules.", "criteria": {"0": "$34,667", "1": "$8,000", "2": "$6,000", "3": "$7,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-3539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-36958", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36959", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-8 (VERSION 3, EFFECTIVE 27 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 27 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3508: employee Callum M., hired 07 August 2023, separated 25 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3508?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36960", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1983.\n- Pablo works for Cobalt Health.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Aisha works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Ghent.\n- Hana works for Fernhill Foods.\n- Helios Logistics was founded in 1981.\n- Fernhill Foods is headquartered in Tampere.\n- Ingrid reports to Lucia.\n- Tessa works for Fernhill Foods.\n- Lucia reports to Nadia.\n- Lucia works for Bluepine Aviation.\n- Tessa reports to Hana.\n- Cobalt Health is headquartered in Malmo.\n- Bluepine Aviation was founded in 1979.\n- Hana reports to Amara.\n- Ingrid works for Helios Logistics.\n- Pablo reports to Aisha.\n- Fernhill Foods was founded in 1993.\n- Nadia reports to Tessa.\n- Nadia works for Bluepine Aviation.\n- Amara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tampere", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36961", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9848: employee Mara T., hired 19 July 2023, separated 20 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9848?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-36962", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9595: employee Sofia R., hired 06 September 2020, separated 21 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-9595 under the controlling rules.", "criteria": {"0": "$15,769", "1": "$64,000", "2": "$14,885", "3": "$14,769"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9595 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-36964", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Status on my shipment 30024 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Request Refund — asks for money back on a purchase", "2": "Cancel Order — wants to cancel a placed order", "3": "Exchange Item — wants a different size/color/variant", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tallinn.\n- Mateo works for Pinnacle Software.\n- Crescent Telecom is headquartered in Tallinn.\n- Callum reports to Wren.\n- Omar reports to Callum.\n- Omar works for Beacon Insurance.\n- Mateo reports to Priya.\n- Ravi works for Beacon Insurance.\n- Leila works for Crescent Telecom.\n- Beacon Insurance was founded in 2011.\n- Crescent Telecom was founded in 1992.\n- Wren reports to Tobias.\n- Northwind Systems was founded in 1984.\n- Elena works for Northwind Systems.\n- Elena reports to Viktor.\n- Ravi reports to Elena.\n- Viktor reports to Zoya.\n- Tobias reports to Ravi.\n- Priya works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Tobias works for Pinnacle Software.\n- Callum works for Northwind Systems.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 1994.\n- Zoya reports to Mateo.\n- Priya reports to Leila.\n- Pinnacle Software is headquartered in Cork.\n- Wren works for Northwind Systems.\n- Beacon Insurance is headquartered in Brno.\n- Zoya works for Northwind Systems.\n- Leila reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Leila reports to Sofia.\n- Cedar Retail Group is headquartered in Malmo.\n- Pablo reports to Yuki.\n- Sofia reports to Callum.\n- Viktor works for Meridian Bank.\n- Hana works for Cedar Retail Group.\n- Callum reports to Pablo.\n- Lucia works for Northwind Systems.\n- Callum works for Meridian Bank.\n- Northwind Systems is headquartered in Malmo.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 1988.\n- Northwind Systems was founded in 1981.\n- Yuki reports to Tessa.\n- Sanne reports to Lucia.\n- Bluepine Aviation was founded in 2012.\n- Hana reports to Viktor.\n- Tessa works for Bluepine Aviation.\n- Yuki works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Cedar Retail Group was founded in 2008.\n- Bluepine Aviation is headquartered in Malmo.\n- Viktor reports to Sanne.\n- Sanne works for Bluepine Aviation.\n- Leila works for Northwind Systems.\n- Tessa reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36967", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-36968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Chiara reports to Leila.\n- Bluepine Aviation was founded in 1980.\n- Helios Logistics was founded in 2000.\n- Summit Energy was founded in 1978.\n- Summit Energy is headquartered in Brno.\n- Helios Logistics is headquartered in Brno.\n- Zoya works for Bluepine Aviation.\n- Zoya reports to Tessa.\n- Jonas reports to Zoya.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.\n- Nadia reports to Deshawn.\n- Yuki works for Helios Logistics.\n- Deshawn works for Bluepine Aviation.\n- Leila works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Leila reports to Jonas.\n- Dmitri reports to Mei.\n- Nadia works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Porto.\n- Yuki reports to Chiara.\n- Dmitri works for Helios Logistics.\n- Pinnacle Software was founded in 2002.\n- Tessa reports to Nadia.\n- Deshawn reports to Dmitri.\n- Chiara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Halifax", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36969", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Amara.\n- Tobias works for Cobalt Health.\n- Northwind Systems was founded in 2013.\n- Cobalt Health was founded in 1975.\n- Sanne works for Northwind Systems.\n- Ingrid reports to Tobias.\n- Jonas reports to Kenji.\n- Ingrid works for Northwind Systems.\n- Omar works for Cobalt Health.\n- Helios Logistics was founded in 1982.\n- Cobalt Health is headquartered in Adelaide.\n- Tobias reports to Callum.\n- Ironwood Manufacturing was founded in 1979.\n- Amara works for Helios Logistics.\n- Kenji works for Northwind Systems.\n- Callum reports to Omar.\n- Leila works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Kenji reports to Anders.\n- Callum works for Cobalt Health.\n- Anders reports to Leila.\n- Sanne reports to Ingrid.\n- Leila reports to Sanne.\n- Ironwood Manufacturing is headquartered in Cork.\n- Jonas works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Adelaide.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36970", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY SEP-6 (VERSION 6, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 April 2023): For employees hired on or after 08 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3718: employee Elena T., hired 13 January 2020, separated 09 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-3718?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3718 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36971", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Lyon.\n- Viktor works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1991.\n- Zoya reports to Mateo.\n- Priya reports to Chiara.\n- Sofia reports to Zoya.\n- Elena works for Beacon Insurance.\n- Crescent Telecom was founded in 1999.\n- Priya works for Crescent Telecom.\n- Chiara works for Beacon Insurance.\n- Northwind Systems is headquartered in Basel.\n- Aisha works for Northwind Systems.\n- Beacon Insurance is headquartered in Basel.\n- Aisha reports to Elena.\n- Felix reports to Jonas.\n- Beacon Insurance was founded in 1986.\n- Jonas reports to Viktor.\n- Mateo reports to Aisha.\n- Felix works for Crescent Telecom.\n- Northwind Systems was founded in 1992.\n- Zoya works for Ironwood Manufacturing.\n- Viktor reports to Sofia.\n- Sofia works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Basel.\n- Chiara reports to Felix.\n- Jonas works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Basel", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36972", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-8 (VERSION 4, EFFECTIVE 19 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 November 2025): For employees hired on or after 16 November 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 19 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-1515: employee Emeka K., hired 07 February 2025, separated 09 April 2027 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-1515?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-1515 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-36973", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-8 (VERSION 6, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 11 January 2024): For employees hired on or after 11 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6256: employee Zoya R., hired 28 April 2021, separated 10 March 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6256?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1999.\n- Northwind Systems is headquartered in Nagoya.\n- Priya works for Northwind Systems.\n- Omar reports to Priya.\n- Mara reports to Ingrid.\n- Hana reports to Mara.\n- Meridian Bank was founded in 1979.\n- Northwind Systems was founded in 2013.\n- Felix works for Crescent Telecom.\n- Kenji works for Meridian Bank.\n- Nadia reports to Hana.\n- Felix reports to Omar.\n- Omar works for Helios Logistics.\n- Priya reports to Nadia.\n- Mateo reports to Kenji.\n- Helios Logistics is headquartered in Austin.\n- Mateo works for Northwind Systems.\n- Ingrid works for Helios Logistics.\n- Kenji reports to Felix.\n- Meridian Bank is headquartered in Nagoya.\n- Hana works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Ingrid reports to Lucia.\n- Nadia works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Crescent Telecom was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Nagoya", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Lucia works for Fernhill Foods.\n- Cedar Retail Group was founded in 1990.\n- Amara works for Pinnacle Software.\n- Tessa works for Cedar Retail Group.\n- Kenji reports to Felix.\n- Zoya works for Bluepine Aviation.\n- Omar works for Cedar Retail Group.\n- Amara reports to Kenji.\n- Wren works for Bluepine Aviation.\n- Pinnacle Software was founded in 2003.\n- Tessa reports to Zoya.\n- Nadia reports to Chiara.\n- Omar reports to Stefan.\n- Felix reports to Nadia.\n- Chiara reports to Mara.\n- Stefan reports to Wren.\n- Wren reports to Tessa.\n- Cedar Retail Group is headquartered in Adelaide.\n- Felix works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Zoya reports to Amara.\n- Chiara works for Bluepine Aviation.\n- Mara reports to Lucia.\n- Bluepine Aviation was founded in 1989.\n- Stefan works for Fernhill Foods.\n- Pinnacle Software is headquartered in Malmo.\n- Fernhill Foods was founded in 1990.\n- Bluepine Aviation is headquartered in Malmo.\n- Fernhill Foods is headquartered in Valencia.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36976", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36977", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 11 December 2023): For employees hired on or after 11 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9504: employee Aisha R., hired 05 January 2022, separated 06 July 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2025-9504 under the controlling rules.", "criteria": {"0": "$33,583", "1": "$7,750", "2": "$7,812", "3": "$5,750"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9504 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-36978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Lattice Analytics was founded in 2003.\n- Lucia works for Atlas Freight.\n- Amara reports to Hana.\n- Ravi reports to Elena.\n- Cobalt Health was founded in 1987.\n- Hana works for Cobalt Health.\n- Amara works for Lattice Analytics.\n- Northwind Systems was founded in 1977.\n- Cobalt Health is headquartered in Tampere.\n- Elena works for Lattice Analytics.\n- Ravi works for Atlas Freight.\n- Lattice Analytics is headquartered in Porto.\n- Hana reports to Mateo.\n- Mateo reports to Dmitri.\n- Atlas Freight was founded in 1995.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Ravi.\n- Tobias works for Cobalt Health.\n- Mateo works for Lattice Analytics.\n- Lucia reports to Tobias.\n- Tobias reports to Amara.\n- Northwind Systems is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Tampere", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36979", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Aisha.\n- Anders reports to Sanne.\n- Zoya works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Leila works for Pinnacle Software.\n- Sanne works for Beacon Insurance.\n- Helios Logistics is headquartered in Turku.\n- Aisha works for Beacon Insurance.\n- Pinnacle Software was founded in 1989.\n- Tobias works for Helios Logistics.\n- Mei works for Crescent Telecom.\n- Helios Logistics was founded in 2015.\n- Mateo works for Helios Logistics.\n- Aisha reports to Leila.\n- Yuki reports to Mateo.\n- Crescent Telecom was founded in 1980.\n- Jonas reports to Zoya.\n- Tobias reports to Anders.\n- Leila reports to Mei.\n- Crescent Telecom is headquartered in Ghent.\n- Beacon Insurance was founded in 1999.\n- Mei reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Beacon Insurance is headquartered in Malmo.\n- Zoya reports to Tobias.\n- Anders works for Helios Logistics.\n- Pinnacle Software is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Lyon.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tobias reports to Emeka.\n- Mara reports to Pablo.\n- Ravi reports to Mara.\n- Pablo works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.\n- Sofia works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2015.\n- Sanne works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1998.\n- Mara works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Lyon.\n- Sanne reports to Ravi.\n- Vantage Air was founded in 2010.\n- Pablo reports to Sofia.\n- Sofia reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2005.\n- Emeka reports to Sanne.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-36981", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36982", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ravi.\n- Sanne reports to Tessa.\n- Hana reports to Ingrid.\n- Deshawn works for Helios Logistics.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods was founded in 2013.\n- Northwind Systems was founded in 2007.\n- Helios Logistics was founded in 2002.\n- Ingrid reports to Sanne.\n- Dmitri works for Fernhill Foods.\n- Lattice Analytics is headquartered in Ghent.\n- Sanne works for Lattice Analytics.\n- Helios Logistics is headquartered in Ghent.\n- Anders works for Lattice Analytics.\n- Fernhill Foods is headquartered in Bergen.\n- Hana works for Northwind Systems.\n- Kenji reports to Hana.\n- Northwind Systems is headquartered in Tampere.\n- Deshawn reports to Anders.\n- Emeka reports to Kenji.\n- Ingrid works for Northwind Systems.\n- Tessa works for Fernhill Foods.\n- Kenji works for Helios Logistics.\n- Anders reports to Emeka.\n- Lattice Analytics was founded in 1990.\n- Ravi works for Lattice Analytics.\n- Dmitri reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Bergen", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-36984", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-36985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Zoya reports to Hana.\n- Elena works for Atlas Freight.\n- Crescent Telecom is headquartered in Bergen.\n- Hana works for Crescent Telecom.\n- Mateo works for Summit Energy.\n- Hana reports to Amara.\n- Amara works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Anders works for Summit Energy.\n- Helios Logistics is headquartered in Nagoya.\n- Elena reports to Anders.\n- Mateo reports to Aisha.\n- Aisha works for Helios Logistics.\n- Aisha reports to Ravi.\n- Summit Energy was founded in 1983.\n- Amara reports to Elena.\n- Anders reports to Mateo.\n- Crescent Telecom was founded in 1978.\n- Atlas Freight was founded in 1982.\n- Atlas Freight is headquartered in Tallinn.\n- Zoya works for Helios Logistics.\n- Summit Energy is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-36986", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36987", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-8 (VERSION 7, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-6711: employee Zoya R., hired 21 March 2021, separated 01 March 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-6711?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-6711 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36988", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36989", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-2 (VERSION 6, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5377: employee Sofia A., hired 22 October 2022, separated 29 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5377?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5377 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36990", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-36991", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 12 July 2024): For employees hired on or after 12 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1481: employee Chiara S., hired 18 March 2021, separated 27 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1481?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-36992", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 33431, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants to cancel a placed order", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-36993", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-36994", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-4 (VERSION 6, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 April 2025): For employees hired on or after 29 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4605: employee Pablo T., hired 17 March 2024, separated 15 October 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4605?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-36995", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-36996", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Install Software — requests software installation", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-36997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2014.\n- Mateo works for Summit Energy.\n- Nadia works for Lattice Analytics.\n- Callum works for Summit Energy.\n- Crescent Telecom is headquartered in Leeds.\n- Lattice Analytics is headquartered in Leeds.\n- Kenji reports to Mateo.\n- Summit Energy is headquartered in Bergen.\n- Dmitri works for Summit Energy.\n- Leila reports to Pablo.\n- Leila works for Crescent Telecom.\n- Nadia reports to Callum.\n- Pablo works for Vantage Air.\n- Pablo reports to Yuki.\n- Yuki works for Lattice Analytics.\n- Summit Energy was founded in 1980.\n- Lattice Analytics was founded in 1999.\n- Dmitri reports to Kenji.\n- Vantage Air was founded in 1984.\n- Vantage Air is headquartered in Leeds.\n- Kenji works for Vantage Air.\n- Mateo reports to Leila.\n- Callum reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1979", "2": "1984", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-36998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Pinnacle Software is headquartered in Turku.\n- Lattice Analytics was founded in 1983.\n- Ravi works for Lattice Analytics.\n- Aisha works for Lattice Analytics.\n- Ingrid works for Pinnacle Software.\n- Summit Energy was founded in 1981.\n- Mateo reports to Aisha.\n- Yuki reports to Emeka.\n- Mei works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 1994.\n- Ravi reports to Dmitri.\n- Yuki works for Ironwood Manufacturing.\n- Ingrid reports to Yuki.\n- Callum works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Emeka reports to Mateo.\n- Pablo reports to Ravi.\n- Callum reports to Ingrid.\n- Hana works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Austin.\n- Pinnacle Software was founded in 1998.\n- Hana reports to Callum.\n- Nadia reports to Pablo.\n- Aisha reports to Nadia.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mei reports to Hana.\n- Pablo works for Lattice Analytics.\n- Nadia works for Lattice Analytics.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1986", "2": "1983", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-36999", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 11 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 May 2025): For employees hired on or after 27 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 11 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2605: employee Amara B., hired 22 April 2023, separated 28 February 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2605?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2605 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37000", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "reports lost baggage", "3": "asks flight status", "4": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37001", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 23 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 23 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5025: employee Lucia K., hired 08 December 2022, separated 01 May 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5025?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37002", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 26 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-7083: employee Pablo T., hired 03 November 2020, separated 05 June 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-7083?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-7083 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37003", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mara.\n- Viktor reports to Callum.\n- Ingrid reports to Viktor.\n- Cedar Retail Group was founded in 1995.\n- Elena reports to Ingrid.\n- Vantage Air was founded in 2001.\n- Elena works for Cedar Retail Group.\n- Viktor works for Summit Energy.\n- Fernhill Foods was founded in 2007.\n- Tobias works for Fernhill Foods.\n- Summit Energy is headquartered in Adelaide.\n- Callum works for Vantage Air.\n- Summit Energy was founded in 1995.\n- Fernhill Foods is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Bergen.\n- Bruno reports to Hana.\n- Tobias reports to Dmitri.\n- Dmitri reports to Felix.\n- Callum reports to Tobias.\n- Mara reports to Elena.\n- Mara works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Bruno works for Cedar Retail Group.\n- Hana works for Fernhill Foods.\n- Felix works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Vantage Air is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37004", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37005", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37006", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 18 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6062: employee Emeka B., hired 01 January 2022, separated 19 October 2023 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6062?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6062 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Emeka reports to Elena.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1983.\n- Fernhill Foods was founded in 1976.\n- Hana reports to Ingrid.\n- Leila works for Cedar Retail Group.\n- Leila reports to Kenji.\n- Deshawn reports to Hana.\n- Ingrid works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Ghent.\n- Helios Logistics is headquartered in Malmo.\n- Emeka works for Fernhill Foods.\n- Ingrid reports to Yuki.\n- Helios Logistics was founded in 2012.\n- Deshawn works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1997.\n- Hana works for Helios Logistics.\n- Elena reports to Leila.\n- Yuki reports to Emeka.\n- Yuki works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1979", "3": "1974"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37008", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-8 (VERSION 4, EFFECTIVE 08 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 March 2025): For employees hired on or after 03 March 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-2350: employee Tobias A., hired 30 October 2021, separated 17 August 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-2350?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-2350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37009", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Appointment — books a visit", "1": "Refill Rx — requests medication refill", "2": "Referral — requests specialist referral", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37010", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Update Card — wants payment details changed", "2": "Dispute Charge — reports an unauthorized charge", "3": "Cancel Subscription — wants to end recurring billing", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37011", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 28 December 2022): For employees hired on or after 28 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5924: employee Stefan S., hired 31 January 2021, separated 13 August 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5924?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37012", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37013", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Yuki reports to Elena.\n- Vantage Air was founded in 2005.\n- Mateo works for Ironwood Manufacturing.\n- Zoya reports to Mei.\n- Vantage Air is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Stefan reports to Anders.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1987.\n- Zoya works for Ironwood Manufacturing.\n- Mei works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Malmo.\n- Deshawn reports to Stefan.\n- Anders works for Cobalt Health.\n- Cedar Retail Group was founded in 1979.\n- Elena reports to Deshawn.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1988.\n- Deshawn works for Cedar Retail Group.\n- Anders reports to Zoya.\n- Stefan works for Cobalt Health.\n- Mei reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37014", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37015", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9096: employee Hana K., hired 05 January 2022, separated 28 April 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-9096 under the controlling rules.", "criteria": {"0": "$7,846", "1": "$8,346", "2": "$7,962", "3": "$34,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37016", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37017", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37018", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 86414\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37019", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Tessa reports to Sanne.\n- Ironwood Manufacturing was founded in 1984.\n- Sanne reports to Jonas.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Dmitri works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Nadia reports to Tessa.\n- Tessa works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1981.\n- Jonas works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Meridian Bank was founded in 1995.\n- Lucia works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Dmitri reports to Viktor.\n- Summit Energy is headquartered in Lyon.\n- Sanne works for Northwind Systems.\n- Jonas reports to Lucia.\n- Lucia reports to Dmitri.\n- Summit Energy was founded in 2015.\n- Northwind Systems is headquartered in Leeds.\n- Viktor reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1993", "2": "1990", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37020", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 94478\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "exchange_item", "2": "cancel_order", "3": "report_damage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37021", "family": "intent_v3", "state": "Incoming support message:\n\"The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'report damage' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37022", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37023", "family": "intent_v3", "state": "Incoming support message:\n\"76023 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37024", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37025", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-5 (VERSION 7, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 19 April 2025): For employees hired on or after 19 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1180: employee Mateo T., hired 25 October 2021, separated 25 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1180?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37026", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8232: employee Nadia R., hired 22 April 2021, separated 14 October 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-8232?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37027", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'deprovision' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37028", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 13 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 07 February 2025): For employees hired on or after 07 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 13 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4444: employee Dmitri M., hired 21 August 2023, separated 03 May 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2025-4444 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$4,462", "2": "$5,000", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-37029", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37030", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37031", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Dmitri reports to Deshawn.\n- Mara works for Cobalt Health.\n- Pinnacle Software is headquartered in Austin.\n- Mara reports to Dmitri.\n- Cobalt Health was founded in 2003.\n- Viktor works for Lattice Analytics.\n- Mei works for Cobalt Health.\n- Pinnacle Software was founded in 1987.\n- Felix reports to Viktor.\n- Hana works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Porto.\n- Lattice Analytics was founded in 2012.\n- Deshawn works for Lattice Analytics.\n- Mei reports to Amara.\n- Hana reports to Mei.\n- Cobalt Health is headquartered in Valencia.\n- Ravi works for Pinnacle Software.\n- Felix works for Lattice Analytics.\n- Amara works for Bluepine Aviation.\n- Deshawn reports to Pablo.\n- Ravi reports to Felix.\n- Amara reports to Ravi.\n- Pablo works for Pinnacle Software.\n- Bluepine Aviation was founded in 1982.\n- Viktor reports to Mara.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Vantage Air.\n- Cedar Retail Group was founded in 1988.\n- Priya works for Pinnacle Software.\n- Elena works for Vantage Air.\n- Pinnacle Software is headquartered in Nagoya.\n- Mateo reports to Priya.\n- Emeka reports to Elena.\n- Tobias works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Stefan reports to Sofia.\n- Summit Energy is headquartered in Cork.\n- Summit Energy was founded in 1979.\n- Sofia reports to Emeka.\n- Priya reports to Jonas.\n- Sofia works for Cedar Retail Group.\n- Nadia reports to Stefan.\n- Elena reports to Dmitri.\n- Jonas works for Cedar Retail Group.\n- Stefan works for Pinnacle Software.\n- Vantage Air is headquartered in Lyon.\n- Tobias reports to Mateo.\n- Dmitri reports to Tobias.\n- Nadia works for Vantage Air.\n- Pinnacle Software was founded in 1979.\n- Vantage Air was founded in 2009.\n- Emeka works for Pinnacle Software.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Cedar Retail Group", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37033", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "books airfare", "2": "changes seat assignment", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37034", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 2, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 30 November 2023): For employees hired on or after 30 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1172: employee Sanne T., hired 14 November 2020, separated 17 April 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1172?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1172 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37035", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 87180 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants a different size/color/variant", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37036", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Northwind Systems.\n- Zoya reports to Ingrid.\n- Ingrid reports to Leila.\n- Meridian Bank was founded in 1992.\n- Atlas Freight is headquartered in Valencia.\n- Viktor works for Crescent Telecom.\n- Northwind Systems was founded in 1978.\n- Crescent Telecom was founded in 2007.\n- Leila works for Northwind Systems.\n- Callum works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Meridian Bank is headquartered in Valencia.\n- Elena reports to Callum.\n- Viktor reports to Elena.\n- Zoya works for Atlas Freight.\n- Sofia reports to Zoya.\n- Callum reports to Sofia.\n- Dmitri works for Northwind Systems.\n- Atlas Freight was founded in 2010.\n- Ingrid works for Crescent Telecom.\n- Northwind Systems is headquartered in Leeds.\n- Crescent Telecom is headquartered in Leeds.\n- Leila reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37038", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37039", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-2 (VERSION 5, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-1848: employee Ravi A., hired 28 August 2023, separated 11 August 2024 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-1848 under the controlling rules.", "criteria": {"0": "$8,385", "1": "$3,894", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-1848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37040", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave", "4": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37041", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY REL-8 (VERSION 4, EFFECTIVE 08 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 February 2024): For employees hired on or after 15 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8206: employee Mateo A., hired 11 September 2022, separated 30 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8206?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37042", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 3, EFFECTIVE 09 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 09 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6245: employee Mateo M., hired 11 September 2023, separated 10 August 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-6245 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$4,000", "2": "$17,333", "3": "$1,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6245 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37043", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Bluepine Aviation.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji reports to Dmitri.\n- Lattice Analytics was founded in 1987.\n- Vantage Air is headquartered in Malmo.\n- Kenji works for Crescent Telecom.\n- Tessa reports to Deshawn.\n- Tobias works for Vantage Air.\n- Bluepine Aviation is headquartered in Malmo.\n- Aisha reports to Tobias.\n- Bluepine Aviation was founded in 1984.\n- Crescent Telecom was founded in 2006.\n- Vantage Air was founded in 1993.\n- Deshawn works for Lattice Analytics.\n- Dmitri reports to Lucia.\n- Yuki reports to Tessa.\n- Yuki works for Vantage Air.\n- Deshawn reports to Aisha.\n- Tobias reports to Kenji.\n- Aisha works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Bergen", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37044", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1979.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Cobalt Health is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 1997.\n- Beacon Insurance is headquartered in Adelaide.\n- Mara works for Ironwood Manufacturing.\n- Ingrid reports to Dmitri.\n- Summit Energy is headquartered in Dunedin.\n- Felix reports to Bruno.\n- Dmitri works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Yuki reports to Tobias.\n- Beacon Insurance was founded in 2008.\n- Yuki works for Summit Energy.\n- Bruno reports to Callum.\n- Emeka works for Summit Energy.\n- Emeka reports to Chiara.\n- Aisha reports to Emeka.\n- Tobias reports to Ingrid.\n- Tessa works for Ironwood Manufacturing.\n- Aisha works for Summit Energy.\n- Mara reports to Tessa.\n- Callum reports to Yuki.\n- Tessa reports to Aisha.\n- Chiara works for Cobalt Health.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Dmitri reports to Mara.\n- Felix works for Summit Energy.\n- Bruno works for Summit Energy.\n- Callum works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1971", "2": "1974", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37045", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Lucia.\n- Felix reports to Jonas.\n- Anders reports to Felix.\n- Atlas Freight is headquartered in Austin.\n- Lattice Analytics was founded in 1996.\n- Lucia reports to Ravi.\n- Tobias works for Bluepine Aviation.\n- Pablo works for Atlas Freight.\n- Tobias reports to Aisha.\n- Bruno reports to Pablo.\n- Helios Logistics was founded in 1983.\n- Lucia works for Lattice Analytics.\n- Aisha works for Bluepine Aviation.\n- Helios Logistics is headquartered in Porto.\n- Anders works for Lattice Analytics.\n- Atlas Freight was founded in 2008.\n- Felix works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Ravi works for Lattice Analytics.\n- Ravi reports to Bruno.\n- Bluepine Aviation was founded in 2013.\n- Sofia reports to Tobias.\n- Bluepine Aviation is headquartered in Tallinn.\n- Aisha reports to Anders.\n- Jonas works for Lattice Analytics.\n- Bruno works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1994", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37046", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37047", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 23 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 January 2025): For employees hired on or after 08 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1721: employee Mara S., hired 12 May 2021, separated 23 May 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1721?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1721 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37048", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-4 (VERSION 4, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-6606: employee Priya M., hired 29 March 2020, separated 21 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-6606?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-6606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37049", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "book_flight", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37050", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Resignation — initiates departure", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Pinnacle Software.\n- Leila reports to Chiara.\n- Aisha reports to Hana.\n- Felix reports to Ingrid.\n- Jonas works for Bluepine Aviation.\n- Mei reports to Jonas.\n- Hana works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Bluepine Aviation was founded in 2014.\n- Chiara reports to Aisha.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ingrid reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Leila works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1975.\n- Ingrid works for Pinnacle Software.\n- Hana reports to Felix.\n- Ironwood Manufacturing was founded in 2013.\n- Pinnacle Software was founded in 2006.\n- Aisha works for Helios Logistics.\n- Pinnacle Software is headquartered in Halifax.\n- Bluepine Aviation is headquartered in Bergen.\n- Mei works for Ironwood Manufacturing.\n- Tobias reports to Leila.\n- Tessa reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1973", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37052", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Lattice Analytics.\n- Viktor works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Northwind Systems is headquartered in Nagoya.\n- Mateo works for Lattice Analytics.\n- Omar reports to Priya.\n- Tessa reports to Dmitri.\n- Cedar Retail Group was founded in 2014.\n- Jonas works for Cedar Retail Group.\n- Chiara works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.\n- Crescent Telecom was founded in 1990.\n- Omar works for Lattice Analytics.\n- Mei reports to Leila.\n- Dmitri reports to Omar.\n- Kenji reports to Mateo.\n- Jonas reports to Tessa.\n- Priya works for Northwind Systems.\n- Chiara reports to Viktor.\n- Crescent Telecom is headquartered in Bergen.\n- Northwind Systems was founded in 2003.\n- Mateo reports to Chiara.\n- Leila reports to Jonas.\n- Lattice Analytics was founded in 1989.\n- Cedar Retail Group is headquartered in Halifax.\n- Leila works for Lattice Analytics.\n- Yuki reports to Kenji.\n- Tessa works for Northwind Systems.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics is headquartered in Nagoya.\n- Priya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37053", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37054", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rollback", "2": "scale_up", "3": "restart_service", "4": "rotate_keys"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37055", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-6 (VERSION 6, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 01 January 2024): For employees hired on or after 01 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7026: employee Pablo K., hired 21 September 2023, separated 04 November 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2026-7026 under the controlling rules.", "criteria": {"0": "$2,538", "1": "$5,615", "2": "$20,000", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37056", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37057", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Turku.\n- Omar works for Bluepine Aviation.\n- Vantage Air is headquartered in Turku.\n- Mara works for Bluepine Aviation.\n- Vantage Air was founded in 1983.\n- Cedar Retail Group is headquartered in Turku.\n- Mateo reports to Chiara.\n- Atlas Freight was founded in 1975.\n- Omar reports to Priya.\n- Priya works for Atlas Freight.\n- Amara reports to Mara.\n- Chiara works for Atlas Freight.\n- Mara reports to Kenji.\n- Priya reports to Amara.\n- Atlas Freight is headquartered in Turku.\n- Bluepine Aviation was founded in 2009.\n- Chiara reports to Omar.\n- Cedar Retail Group was founded in 1994.\n- Mateo works for Vantage Air.\n- Aisha works for Bluepine Aviation.\n- Kenji works for Vantage Air.\n- Aisha reports to Mateo.\n- Amara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Turku", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37058", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Yuki reports to Jonas.\n- Fernhill Foods was founded in 2005.\n- Kenji works for Crescent Telecom.\n- Fernhill Foods is headquartered in Halifax.\n- Elena reports to Sanne.\n- Kenji reports to Leila.\n- Sanne works for Atlas Freight.\n- Leila reports to Elena.\n- Callum reports to Anders.\n- Sanne reports to Yuki.\n- Crescent Telecom was founded in 2011.\n- Callum works for Lattice Analytics.\n- Anders works for Lattice Analytics.\n- Elena works for Atlas Freight.\n- Aisha works for Crescent Telecom.\n- Jonas works for Lattice Analytics.\n- Hana reports to Kenji.\n- Atlas Freight was founded in 2004.\n- Lattice Analytics was founded in 2007.\n- Jonas reports to Callum.\n- Crescent Telecom is headquartered in Porto.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Leila works for Fernhill Foods.\n- Lattice Analytics is headquartered in Turku.\n- Anders reports to Mei.\n- Mei reports to Aisha.\n- Hana works for Lattice Analytics.\n- Felix works for Crescent Telecom.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Porto", "2": "Halifax", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37059", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 13 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6990: employee Sofia K., hired 14 April 2019, separated 27 March 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6990?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6990 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37060", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37061", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.\n- Nadia reports to Dmitri.\n- Wren reports to Lucia.\n- Chiara reports to Viktor.\n- Hana works for Helios Logistics.\n- Lucia reports to Nadia.\n- Lucia works for Cobalt Health.\n- Wren works for Helios Logistics.\n- Bluepine Aviation is headquartered in Porto.\n- Cobalt Health is headquartered in Bergen.\n- Leila works for Helios Logistics.\n- Cobalt Health was founded in 1991.\n- Viktor works for Vantage Air.\n- Ingrid reports to Chiara.\n- Vantage Air was founded in 2010.\n- Ingrid works for Cobalt Health.\n- Elena works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Bluepine Aviation was founded in 2014.\n- Hana reports to Elena.\n- Viktor reports to Leila.\n- Helios Logistics was founded in 1989.\n- Dmitri reports to Hana.\n- Vantage Air is headquartered in Turku.\n- Nadia works for Bluepine Aviation.\n- Leila reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1994", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37062", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2680: employee Dmitri M., hired 02 July 2023, separated 03 February 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-2680 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$13,000", "2": "$2,700", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37063", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2010.\n- Emeka works for Meridian Bank.\n- Ingrid reports to Jonas.\n- Aisha reports to Yuki.\n- Aisha works for Lattice Analytics.\n- Helios Logistics is headquartered in Porto.\n- Beacon Insurance is headquartered in Cork.\n- Jonas works for Lattice Analytics.\n- Omar reports to Aisha.\n- Lattice Analytics was founded in 1975.\n- Mara reports to Kenji.\n- Kenji works for Meridian Bank.\n- Leila reports to Anders.\n- Hana reports to Pablo.\n- Yuki reports to Hana.\n- Lattice Analytics is headquartered in Ghent.\n- Jonas reports to Mara.\n- Mara works for Meridian Bank.\n- Leila works for Lattice Analytics.\n- Omar works for Lattice Analytics.\n- Anders works for Meridian Bank.\n- Pablo works for Meridian Bank.\n- Pablo reports to Ingrid.\n- Ingrid works for Meridian Bank.\n- Beacon Insurance was founded in 2014.\n- Meridian Bank is headquartered in Cork.\n- Emeka reports to Leila.\n- Hana works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Meridian Bank was founded in 1996.\n- Anders reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Cork", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37065", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37066", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Jonas reports to Deshawn.\n- Northwind Systems was founded in 1991.\n- Nadia reports to Priya.\n- Nadia works for Northwind Systems.\n- Beacon Insurance is headquartered in Valencia.\n- Wren reports to Ravi.\n- Deshawn works for Beacon Insurance.\n- Priya reports to Jonas.\n- Ravi works for Northwind Systems.\n- Meridian Bank is headquartered in Valencia.\n- Bruno works for Meridian Bank.\n- Chiara reports to Ingrid.\n- Wren works for Beacon Insurance.\n- Meridian Bank was founded in 2001.\n- Lattice Analytics is headquartered in Valencia.\n- Lattice Analytics was founded in 2012.\n- Priya works for Meridian Bank.\n- Dmitri works for Northwind Systems.\n- Dmitri reports to Bruno.\n- Northwind Systems is headquartered in Brno.\n- Hana reports to Chiara.\n- Ingrid reports to Dmitri.\n- Hana works for Meridian Bank.\n- Beacon Insurance was founded in 2000.\n- Bruno reports to Mara.\n- Jonas works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Deshawn reports to Wren.\n- Mara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Nagoya", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37067", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 23 February 2025): For employees hired on or after 23 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5776: employee Nadia S., hired 25 May 2022, separated 26 June 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5776?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37068", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-8408: employee Yuki A., hired 06 November 2021, separated 14 September 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-8408?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-8408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Zoya.\n- Sofia works for Northwind Systems.\n- Callum works for Summit Energy.\n- Anders reports to Felix.\n- Mei reports to Anders.\n- Summit Energy is headquartered in Tampere.\n- Felix reports to Lucia.\n- Sofia reports to Wren.\n- Beacon Insurance is headquartered in Turku.\n- Pablo reports to Amara.\n- Jonas works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 1982.\n- Mateo works for Northwind Systems.\n- Zoya reports to Mei.\n- Lucia reports to Jonas.\n- Beacon Insurance was founded in 2005.\n- Mei works for Summit Energy.\n- Felix works for Summit Energy.\n- Northwind Systems is headquartered in Tampere.\n- Callum reports to Pablo.\n- Lucia works for Beacon Insurance.\n- Summit Energy was founded in 1997.\n- Fernhill Foods is headquartered in Malmo.\n- Wren works for Beacon Insurance.\n- Northwind Systems was founded in 1995.\n- Anders works for Northwind Systems.\n- Wren reports to Mateo.\n- Pablo works for Fernhill Foods.\n- Amara works for Northwind Systems.\n- Amara reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "1990", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37070", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37071", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'reroute' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Felix.\n- Deshawn reports to Zoya.\n- Tobias works for Atlas Freight.\n- Leila works for Summit Energy.\n- Felix reports to Elena.\n- Bluepine Aviation is headquartered in Basel.\n- Summit Energy is headquartered in Ghent.\n- Pinnacle Software was founded in 2015.\n- Pinnacle Software is headquartered in Brno.\n- Zoya works for Pinnacle Software.\n- Felix works for Summit Energy.\n- Elena reports to Jonas.\n- Stefan works for Pinnacle Software.\n- Atlas Freight was founded in 1986.\n- Leila reports to Tobias.\n- Stefan reports to Leila.\n- Jonas works for Atlas Freight.\n- Bluepine Aviation was founded in 1984.\n- Summit Energy was founded in 2012.\n- Deshawn works for Summit Energy.\n- Atlas Freight is headquartered in Brno.\n- Tobias reports to Deshawn.\n- Elena works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2012", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37073", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 07 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 07 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7551: employee Bruno S., hired 13 February 2022, separated 18 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7551?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Callum.\n- Omar reports to Leila.\n- Tessa works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Porto.\n- Emeka works for Fernhill Foods.\n- Fernhill Foods is headquartered in Dunedin.\n- Leila reports to Lucia.\n- Bluepine Aviation was founded in 1998.\n- Callum reports to Dmitri.\n- Pinnacle Software was founded in 1986.\n- Lattice Analytics is headquartered in Dunedin.\n- Dmitri works for Fernhill Foods.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia reports to Elena.\n- Emeka reports to Tessa.\n- Lattice Analytics was founded in 1979.\n- Fernhill Foods was founded in 1991.\n- Elena reports to Emeka.\n- Amara works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Dmitri reports to Wren.\n- Leila works for Bluepine Aviation.\n- Lucia works for Fernhill Foods.\n- Amara reports to Omar.\n- Elena works for Bluepine Aviation.\n- Wren works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1998", "2": "1993", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37076", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 25 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 25 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9520: employee Aisha A., hired 12 November 2022, separated 23 June 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9520?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9520 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37077", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Sofia reports to Leila.\n- Bluepine Aviation is headquartered in Ghent.\n- Leila reports to Wren.\n- Elena reports to Mateo.\n- Bluepine Aviation was founded in 2004.\n- Deshawn reports to Ravi.\n- Sanne works for Ironwood Manufacturing.\n- Anders works for Northwind Systems.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Tallinn.\n- Mateo works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Sanne reports to Sofia.\n- Anders reports to Zoya.\n- Deshawn works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Brno.\n- Stefan works for Ironwood Manufacturing.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Yuki reports to Sanne.\n- Lattice Analytics was founded in 1987.\n- Ravi reports to Stefan.\n- Ironwood Manufacturing was founded in 2001.\n- Northwind Systems was founded in 1977.\n- Stefan reports to Anders.\n- Wren reports to Deshawn.\n- Elena works for Northwind Systems.\n- Mateo reports to Yuki.\n- Yuki works for Bluepine Aviation.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37078", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Bergen.\n- Emeka works for Crescent Telecom.\n- Lattice Analytics was founded in 1981.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom was founded in 1977.\n- Tobias reports to Leila.\n- Crescent Telecom is headquartered in Valencia.\n- Mei reports to Mateo.\n- Dmitri reports to Tobias.\n- Mateo works for Crescent Telecom.\n- Mei works for Cobalt Health.\n- Tobias works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Pablo reports to Mei.\n- Emeka reports to Dmitri.\n- Leila reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 1997.\n- Mateo reports to Viktor.\n- Leila works for Cobalt Health.\n- Helios Logistics was founded in 1980.\n- Dmitri works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Cobalt Health", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37079", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to restart a service", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37080", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Ironwood Manufacturing.\n- Nadia reports to Hana.\n- Northwind Systems is headquartered in Austin.\n- Omar reports to Mei.\n- Hana reports to Omar.\n- Mateo reports to Elena.\n- Wren reports to Mateo.\n- Pablo reports to Felix.\n- Mateo works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Wren works for Fernhill Foods.\n- Elena reports to Nadia.\n- Fernhill Foods is headquartered in Tallinn.\n- Mei works for Pinnacle Software.\n- Jonas reports to Wren.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Pinnacle Software is headquartered in Porto.\n- Mara reports to Pablo.\n- Ironwood Manufacturing was founded in 1980.\n- Felix works for Fernhill Foods.\n- Jonas works for Northwind Systems.\n- Pablo works for Fernhill Foods.\n- Northwind Systems was founded in 1998.\n- Pinnacle Software was founded in 1987.\n- Omar works for Fernhill Foods.\n- Deshawn works for Ironwood Manufacturing.\n- Felix reports to Deshawn.\n- Fernhill Foods was founded in 1984.\n- Mara works for Pinnacle Software.\n- Deshawn reports to Jonas.\n- Elena works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37082", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Malmo.\n- Mara reports to Pablo.\n- Pablo works for Cedar Retail Group.\n- Leila reports to Mara.\n- Felix reports to Mei.\n- Elena reports to Omar.\n- Pinnacle Software was founded in 1977.\n- Pablo reports to Elena.\n- Cobalt Health was founded in 1991.\n- Atlas Freight was founded in 1996.\n- Mateo works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Callum works for Cobalt Health.\n- Omar works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Leila works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Cobalt Health is headquartered in Malmo.\n- Dmitri reports to Felix.\n- Mateo reports to Dmitri.\n- Callum reports to Leila.\n- Cedar Retail Group was founded in 2013.\n- Atlas Freight is headquartered in Dunedin.\n- Mara works for Pinnacle Software.\n- Omar reports to Mateo.\n- Dmitri works for Atlas Freight.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1999", "2": "1994", "3": "1991"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37083", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tobias.\n- Yuki reports to Aisha.\n- Tobias reports to Priya.\n- Tobias works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Cedar Retail Group was founded in 2007.\n- Elena reports to Zoya.\n- Sofia works for Cedar Retail Group.\n- Amara works for Summit Energy.\n- Pinnacle Software was founded in 1981.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Emeka reports to Sofia.\n- Priya reports to Callum.\n- Summit Energy was founded in 1986.\n- Emeka works for Summit Energy.\n- Zoya reports to Nadia.\n- Callum works for Ironwood Manufacturing.\n- Elena works for Pinnacle Software.\n- Summit Energy is headquartered in Lyon.\n- Yuki works for Ironwood Manufacturing.\n- Nadia reports to Tessa.\n- Nadia works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1992.\n- Tessa reports to Yuki.\n- Pinnacle Software is headquartered in Nagoya.\n- Sofia reports to Amara.\n- Tessa works for Cedar Retail Group.\n- Aisha works for Pinnacle Software.\n- Zoya works for Pinnacle Software.\n- Callum reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1981", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37084", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37085", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mei.\n- Ravi reports to Mara.\n- Pablo reports to Amara.\n- Nadia works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance was founded in 2013.\n- Mateo reports to Ravi.\n- Amara reports to Nadia.\n- Beacon Insurance is headquartered in Basel.\n- Priya works for Beacon Insurance.\n- Viktor reports to Wren.\n- Cedar Retail Group was founded in 2010.\n- Cobalt Health was founded in 1991.\n- Elena reports to Viktor.\n- Amara works for Cedar Retail Group.\n- Ironwood Manufacturing was founded in 1980.\n- Mara works for Cobalt Health.\n- Lucia reports to Priya.\n- Mei works for Beacon Insurance.\n- Priya reports to Pablo.\n- Cobalt Health is headquartered in Lyon.\n- Nadia reports to Elena.\n- Mateo works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Elena works for Beacon Insurance.\n- Lucia works for Cedar Retail Group.\n- Viktor works for Cobalt Health.\n- Mara reports to Lucia.\n- Cedar Retail Group is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37086", "family": "intent_v3", "state": "Incoming health message:\n\"Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cobalt Health.\n- Dmitri works for Pinnacle Software.\n- Mara works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.\n- Aisha works for Helios Logistics.\n- Meridian Bank was founded in 1992.\n- Ingrid reports to Zoya.\n- Wren reports to Kenji.\n- Dmitri reports to Aisha.\n- Meridian Bank is headquartered in Valencia.\n- Zoya reports to Wren.\n- Aisha reports to Ingrid.\n- Tessa works for Pinnacle Software.\n- Hana reports to Emeka.\n- Emeka works for Helios Logistics.\n- Wren works for Pinnacle Software.\n- Cobalt Health was founded in 1991.\n- Cobalt Health is headquartered in Turku.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1999.\n- Hana works for Cobalt Health.\n- Tessa reports to Hana.\n- Emeka reports to Mara.\n- Kenji works for Meridian Bank.\n- Kenji reports to Tessa.\n- Helios Logistics was founded in 1986.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37088", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37089", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 06 January 2023): For employees hired on or after 06 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-6364: employee Viktor T., hired 10 October 2021, separated 13 April 2023 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-6364?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-6364 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37090", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 29 March 2024): For employees hired on or after 29 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9370: employee Dmitri T., hired 26 December 2023, separated 18 August 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-9370?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37091", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 2, EFFECTIVE 11 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 December 2025): For employees hired on or after 06 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 11 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4517: employee Mara A., hired 05 March 2024, separated 06 January 2027 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4517?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37092", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Lucia.\n- Tobias reports to Chiara.\n- Amara works for Pinnacle Software.\n- Beacon Insurance was founded in 1987.\n- Bruno works for Fernhill Foods.\n- Priya reports to Amara.\n- Pinnacle Software is headquartered in Lyon.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software was founded in 1991.\n- Chiara reports to Dmitri.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 2003.\n- Ravi works for Crescent Telecom.\n- Yuki works for Pinnacle Software.\n- Tobias works for Crescent Telecom.\n- Dmitri works for Beacon Insurance.\n- Yuki reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Beacon Insurance is headquartered in Oslo.\n- Amara reports to Bruno.\n- Lucia works for Beacon Insurance.\n- Ingrid reports to Tobias.\n- Ravi reports to Yuki.\n- Priya works for Beacon Insurance.\n- Lucia reports to Ravi.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1987", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37093", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 27 January 2023): For employees hired on or after 27 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-4639: employee Anders M., hired 21 December 2021, separated 28 June 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-4639?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-4639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37094", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Provision Access — grants system access", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Bruno.\n- Wren works for Helios Logistics.\n- Tessa reports to Wren.\n- Helios Logistics was founded in 1992.\n- Tessa works for Beacon Insurance.\n- Bruno reports to Elena.\n- Stefan reports to Mei.\n- Beacon Insurance was founded in 1994.\n- Meridian Bank is headquartered in Leeds.\n- Stefan works for Meridian Bank.\n- Wren reports to Lucia.\n- Lattice Analytics was founded in 1979.\n- Mei works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tampere.\n- Bruno works for Helios Logistics.\n- Elena reports to Tessa.\n- Elena works for Beacon Insurance.\n- Lattice Analytics is headquartered in Turku.\n- Meridian Bank was founded in 2007.\n- Lucia reports to Sofia.\n- Helios Logistics is headquartered in Valencia.\n- Lucia works for Meridian Bank.\n- Sofia works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37096", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "claim_luggage", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37097", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "install_software", "2": "reset_password", "3": "provision_access", "4": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37098", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 4058\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37099", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "restart_service", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Lattice Analytics.\n- Lattice Analytics was founded in 1975.\n- Crescent Telecom was founded in 1994.\n- Crescent Telecom is headquartered in Austin.\n- Aisha reports to Mara.\n- Tobias reports to Deshawn.\n- Mei works for Lattice Analytics.\n- Wren reports to Pablo.\n- Mara reports to Sofia.\n- Lucia reports to Stefan.\n- Mara works for Lattice Analytics.\n- Chiara works for Vantage Air.\n- Stefan works for Vantage Air.\n- Felix works for Crescent Telecom.\n- Vantage Air is headquartered in Tampere.\n- Vantage Air was founded in 2013.\n- Mei reports to Tobias.\n- Deshawn reports to Wren.\n- Tobias works for Meridian Bank.\n- Lucia works for Vantage Air.\n- Wren works for Meridian Bank.\n- Sofia reports to Felix.\n- Deshawn works for Meridian Bank.\n- Stefan reports to Chiara.\n- Chiara reports to Mei.\n- Pablo reports to Aisha.\n- Meridian Bank was founded in 1983.\n- Lattice Analytics is headquartered in Valencia.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Valencia.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Beacon Insurance.\n- Dmitri reports to Ravi.\n- Viktor works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Cobalt Health is headquartered in Bergen.\n- Viktor reports to Dmitri.\n- Beacon Insurance was founded in 1998.\n- Ravi works for Beacon Insurance.\n- Cobalt Health was founded in 1980.\n- Deshawn reports to Emeka.\n- Beacon Insurance is headquartered in Tampere.\n- Emeka reports to Leila.\n- Anders reports to Viktor.\n- Dmitri works for Atlas Freight.\n- Mei works for Atlas Freight.\n- Leila reports to Zoya.\n- Leila works for Summit Energy.\n- Atlas Freight was founded in 2008.\n- Ravi reports to Felix.\n- Summit Energy is headquartered in Bergen.\n- Anders works for Beacon Insurance.\n- Zoya works for Cobalt Health.\n- Felix works for Beacon Insurance.\n- Atlas Freight is headquartered in Bergen.\n- Summit Energy was founded in 1977.\n- Felix reports to Mei.\n- Mei reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Halifax", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37102", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2004.\n- Anders works for Atlas Freight.\n- Beacon Insurance is headquartered in Turku.\n- Aisha works for Beacon Insurance.\n- Jonas works for Northwind Systems.\n- Aisha reports to Hana.\n- Viktor reports to Mara.\n- Mara works for Cedar Retail Group.\n- Zoya works for Northwind Systems.\n- Sofia works for Atlas Freight.\n- Jonas reports to Ingrid.\n- Tessa works for Northwind Systems.\n- Anders reports to Sofia.\n- Dmitri reports to Viktor.\n- Hana works for Atlas Freight.\n- Ingrid works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1977.\n- Emeka reports to Anders.\n- Zoya reports to Tessa.\n- Northwind Systems was founded in 2003.\n- Hana reports to Emeka.\n- Emeka works for Atlas Freight.\n- Mara reports to Jonas.\n- Sofia reports to Dmitri.\n- Cedar Retail Group is headquartered in Tampere.\n- Northwind Systems is headquartered in Tampere.\n- Ingrid reports to Zoya.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Dmitri works for Northwind Systems.\n- Beacon Insurance was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Austin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37103", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 67963, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37104", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Status — asks flight status", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37105", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-4 (VERSION 2, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-7189: employee Amara A., hired 16 April 2023, separated 21 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-4-2026-7189 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$6,000", "3": "$3,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-7189 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Vantage Air.\n- Wren reports to Hana.\n- Vantage Air is headquartered in Tampere.\n- Ravi works for Northwind Systems.\n- Sofia reports to Emeka.\n- Pinnacle Software is headquartered in Austin.\n- Mara works for Pinnacle Software.\n- Hana reports to Sofia.\n- Anders works for Northwind Systems.\n- Hana works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Crescent Telecom was founded in 2002.\n- Lucia works for Vantage Air.\n- Emeka works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Emeka reports to Mara.\n- Mara reports to Ravi.\n- Northwind Systems is headquartered in Porto.\n- Wren works for Vantage Air.\n- Nadia reports to Yuki.\n- Anders reports to Lucia.\n- Lucia reports to Wren.\n- Northwind Systems was founded in 1986.\n- Sofia works for Vantage Air.\n- Pinnacle Software was founded in 2002.\n- Yuki works for Vantage Air.\n- Yuki reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37107", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1983.\n- Mei works for Pinnacle Software.\n- Bruno works for Beacon Insurance.\n- Callum works for Cobalt Health.\n- Emeka works for Beacon Insurance.\n- Bruno reports to Dmitri.\n- Amara reports to Callum.\n- Vantage Air is headquartered in Dunedin.\n- Cobalt Health was founded in 1981.\n- Cobalt Health is headquartered in Halifax.\n- Amara works for Pinnacle Software.\n- Dmitri reports to Sofia.\n- Emeka reports to Bruno.\n- Vantage Air was founded in 1988.\n- Dmitri works for Vantage Air.\n- Callum reports to Emeka.\n- Pinnacle Software was founded in 1987.\n- Tobias reports to Amara.\n- Tobias works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Pinnacle Software is headquartered in Dunedin.\n- Sofia reports to Mei.\n- Beacon Insurance is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1983", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37108", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Bruno.\n- Atlas Freight was founded in 1994.\n- Tobias works for Northwind Systems.\n- Zoya reports to Hana.\n- Chiara reports to Stefan.\n- Bluepine Aviation was founded in 1977.\n- Vantage Air is headquartered in Austin.\n- Northwind Systems was founded in 1998.\n- Zoya works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Hana reports to Chiara.\n- Hana works for Vantage Air.\n- Northwind Systems is headquartered in Austin.\n- Stefan reports to Felix.\n- Bluepine Aviation is headquartered in Dunedin.\n- Chiara works for Atlas Freight.\n- Vantage Air was founded in 2007.\n- Kenji reports to Tobias.\n- Atlas Freight is headquartered in Austin.\n- Felix reports to Kenji.\n- Stefan works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37109", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37110", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2015.\n- Mara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Nagoya.\n- Cedar Retail Group was founded in 2010.\n- Stefan works for Bluepine Aviation.\n- Sanne reports to Mara.\n- Leila works for Meridian Bank.\n- Tessa works for Meridian Bank.\n- Bluepine Aviation is headquartered in Nagoya.\n- Fernhill Foods was founded in 1992.\n- Zoya works for Cedar Retail Group.\n- Wren works for Fernhill Foods.\n- Tessa reports to Zoya.\n- Stefan reports to Tessa.\n- Cedar Retail Group is headquartered in Nagoya.\n- Elena works for Bluepine Aviation.\n- Mara reports to Wren.\n- Elena reports to Stefan.\n- Sanne works for Fernhill Foods.\n- Zoya reports to Leila.\n- Meridian Bank is headquartered in Nagoya.\n- Wren reports to Elena.\n- Meridian Bank was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1995", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tobias.\n- Lattice Analytics is headquartered in Malmo.\n- Tobias works for Cobalt Health.\n- Pinnacle Software is headquartered in Brno.\n- Bruno works for Lattice Analytics.\n- Ravi works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Mei reports to Amara.\n- Beacon Insurance was founded in 2010.\n- Mara reports to Sofia.\n- Kenji works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Lucia reports to Ravi.\n- Emeka works for Pinnacle Software.\n- Tobias reports to Deshawn.\n- Cobalt Health was founded in 1992.\n- Kenji reports to Mara.\n- Emeka reports to Lucia.\n- Amara works for Pinnacle Software.\n- Jonas works for Cobalt Health.\n- Deshawn reports to Emeka.\n- Lattice Analytics was founded in 1990.\n- Deshawn works for Lattice Analytics.\n- Bruno reports to Kenji.\n- Sofia works for Cobalt Health.\n- Sofia reports to Mei.\n- Pinnacle Software was founded in 1975.\n- Mei works for Beacon Insurance.\n- Cobalt Health is headquartered in Leeds.\n- Lucia works for Pinnacle Software.\n- Jonas reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Cobalt Health.\n- Amara works for Pinnacle Software.\n- Mei works for Vantage Air.\n- Stefan reports to Emeka.\n- Pablo works for Vantage Air.\n- Hana reports to Mei.\n- Pinnacle Software is headquartered in Valencia.\n- Stefan works for Pinnacle Software.\n- Emeka works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Callum reports to Yuki.\n- Callum works for Pinnacle Software.\n- Aisha reports to Pablo.\n- Wren reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1984.\n- Cobalt Health was founded in 1980.\n- Cobalt Health is headquartered in Valencia.\n- Wren works for Cobalt Health.\n- Amara reports to Aisha.\n- Emeka reports to Callum.\n- Elena reports to Stefan.\n- Mei reports to Jonas.\n- Jonas reports to Amara.\n- Pablo reports to Wren.\n- Aisha works for Ironwood Manufacturing.\n- Vantage Air was founded in 1981.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Pinnacle Software was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1981", "2": "1976", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37113", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37114", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37115", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37116", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8458: employee Emeka B., hired 15 April 2022, separated 22 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-8458?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Wren reports to Sofia.\n- Callum reports to Nadia.\n- Mateo reports to Deshawn.\n- Priya reports to Mara.\n- Mateo works for Meridian Bank.\n- Nadia works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Bruno reports to Priya.\n- Sofia reports to Callum.\n- Priya works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Valencia.\n- Mara works for Meridian Bank.\n- Mara reports to Ingrid.\n- Ingrid reports to Mateo.\n- Cedar Retail Group was founded in 2002.\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2012.\n- Bruno works for Cedar Retail Group.\n- Meridian Bank was founded in 2005.\n- Deshawn reports to Wren.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Adelaide.\n- Meridian Bank is headquartered in Tallinn.\n- Deshawn works for Cedar Retail Group.\n- Crescent Telecom was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Lucia.\n- Lucia reports to Priya.\n- Priya works for Summit Energy.\n- Lattice Analytics is headquartered in Leeds.\n- Wren works for Summit Energy.\n- Lattice Analytics was founded in 1996.\n- Northwind Systems is headquartered in Oslo.\n- Wren reports to Amara.\n- Viktor works for Northwind Systems.\n- Amara works for Lattice Analytics.\n- Lucia works for Summit Energy.\n- Anders reports to Wren.\n- Summit Energy was founded in 1980.\n- Nadia reports to Viktor.\n- Northwind Systems was founded in 2001.\n- Chiara works for Lattice Analytics.\n- Cobalt Health was founded in 2001.\n- Nadia works for Summit Energy.\n- Emeka works for Lattice Analytics.\n- Amara reports to Tessa.\n- Emeka reports to Anders.\n- Priya reports to Nadia.\n- Anders works for Northwind Systems.\n- Summit Energy is headquartered in Leeds.\n- Viktor reports to Emeka.\n- Tessa works for Northwind Systems.\n- Cobalt Health is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1978", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37119", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Want my money back for 2751\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks for money back on a purchase", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37120", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 November 2022): For employees hired on or after 07 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-7343: employee Sanne M., hired 16 November 2019, separated 26 September 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-7343?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-7343 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37121", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Where is order 11074\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37122", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 27713 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37123", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1997.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Aisha reports to Mara.\n- Deshawn works for Crescent Telecom.\n- Mara works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Vantage Air is headquartered in Oslo.\n- Pinnacle Software was founded in 1981.\n- Sofia reports to Felix.\n- Pinnacle Software is headquartered in Brno.\n- Ingrid reports to Nadia.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.\n- Mara reports to Sofia.\n- Summit Energy was founded in 2015.\n- Sofia works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Aisha works for Crescent Telecom.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Aisha.\n- Deshawn reports to Ingrid.\n- Felix reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37124", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 March 2023): For employees hired on or after 23 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-2017: employee Stefan A., hired 03 May 2021, separated 03 July 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-2017?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-2017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-37125", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37126", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Test Results — asks for lab results", "1": "Referral — requests specialist referral", "2": "Coverage Question — asks about insurance coverage", "3": "Book Appointment — books a visit", "4": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37127", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37128", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-3 (VERSION 3, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-1874: employee Stefan R., hired 27 September 2022, separated 20 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-1874?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-1874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37129", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37130", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-4 (VERSION 4, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 October 2022): For employees hired on or after 04 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7810: employee Deshawn M., hired 07 August 2021, separated 21 December 2022 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-4-2025-7810 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$3,500", "2": "$4,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37131", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Basel.\n- Pablo works for Fernhill Foods.\n- Mateo reports to Pablo.\n- Mara reports to Deshawn.\n- Bruno reports to Priya.\n- Deshawn reports to Leila.\n- Priya works for Ironwood Manufacturing.\n- Lucia reports to Callum.\n- Felix reports to Lucia.\n- Fernhill Foods was founded in 1999.\n- Mateo works for Ironwood Manufacturing.\n- Yuki reports to Mara.\n- Bruno works for Ironwood Manufacturing.\n- Callum reports to Yuki.\n- Meridian Bank is headquartered in Ghent.\n- Leila works for Helios Logistics.\n- Mara works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Helios Logistics is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1989.\n- Meridian Bank was founded in 1979.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1982.\n- Lucia works for Ironwood Manufacturing.\n- Yuki works for Meridian Bank.\n- Deshawn works for Ironwood Manufacturing.\n- Pablo reports to Bruno.\n- Callum works for Ironwood Manufacturing.\n- Omar reports to Mateo.\n- Priya reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Basel", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2011.\n- Lucia works for Cedar Retail Group.\n- Leila reports to Kenji.\n- Jonas reports to Lucia.\n- Fernhill Foods is headquartered in Adelaide.\n- Stefan works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Ravi works for Summit Energy.\n- Cedar Retail Group is headquartered in Porto.\n- Lattice Analytics is headquartered in Cork.\n- Aisha reports to Dmitri.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Viktor.\n- Nadia reports to Wren.\n- Sofia works for Cedar Retail Group.\n- Summit Energy was founded in 2008.\n- Jonas works for Summit Energy.\n- Lattice Analytics was founded in 2014.\n- Dmitri works for Cedar Retail Group.\n- Lucia reports to Stefan.\n- Summit Energy is headquartered in Cork.\n- Wren reports to Sofia.\n- Wren works for Summit Energy.\n- Sofia reports to Ravi.\n- Kenji reports to Nadia.\n- Aisha works for Lattice Analytics.\n- Viktor works for Summit Energy.\n- Leila works for Lattice Analytics.\n- Stefan reports to Aisha.\n- Dmitri reports to Leila.\n- Cedar Retail Group was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37133", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 3, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 May 2025): For employees hired on or after 01 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1780: employee Dmitri T., hired 25 November 2024, separated 01 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1780?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "8 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1780 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37134", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Emeka.\n- Emeka reports to Nadia.\n- Atlas Freight is headquartered in Valencia.\n- Amara reports to Pablo.\n- Cobalt Health is headquartered in Valencia.\n- Chiara reports to Viktor.\n- Emeka works for Ironwood Manufacturing.\n- Nadia reports to Aisha.\n- Mara reports to Zoya.\n- Chiara works for Ironwood Manufacturing.\n- Pablo works for Cobalt Health.\n- Sofia reports to Mei.\n- Aisha works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1981.\n- Mei reports to Mara.\n- Aisha reports to Sofia.\n- Sofia works for Ironwood Manufacturing.\n- Viktor reports to Amara.\n- Atlas Freight was founded in 1996.\n- Mara works for Atlas Freight.\n- Zoya works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1991.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Amara works for Atlas Freight.\n- Ingrid works for Cobalt Health.\n- Crescent Telecom was founded in 1983.\n- Viktor works for Atlas Freight.\n- Ingrid reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1986", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37135", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mara.\n- Bluepine Aviation is headquartered in Leeds.\n- Bruno works for Northwind Systems.\n- Mara reports to Bruno.\n- Deshawn reports to Ravi.\n- Dmitri reports to Deshawn.\n- Mara works for Northwind Systems.\n- Atlas Freight was founded in 1994.\n- Amara works for Bluepine Aviation.\n- Ingrid works for Atlas Freight.\n- Viktor works for Bluepine Aviation.\n- Amara reports to Lucia.\n- Northwind Systems is headquartered in Halifax.\n- Dmitri works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Mateo works for Bluepine Aviation.\n- Viktor reports to Mateo.\n- Crescent Telecom was founded in 1982.\n- Ravi works for Bluepine Aviation.\n- Atlas Freight is headquartered in Lyon.\n- Lucia works for Atlas Freight.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid reports to Dmitri.\n- Mateo reports to Ingrid.\n- Bruno reports to Amara.\n- Northwind Systems was founded in 1997.\n- Bluepine Aviation was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37136", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Ironwood Manufacturing.\n- Deshawn reports to Stefan.\n- Tessa works for Vantage Air.\n- Viktor works for Vantage Air.\n- Mei reports to Jonas.\n- Stefan works for Fernhill Foods.\n- Cedar Retail Group was founded in 2009.\n- Viktor reports to Tessa.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Vantage Air was founded in 1987.\n- Tessa reports to Dmitri.\n- Cedar Retail Group is headquartered in Halifax.\n- Jonas reports to Deshawn.\n- Deshawn works for Ironwood Manufacturing.\n- Dmitri reports to Mei.\n- Jonas works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Mei works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1995.\n- Vantage Air is headquartered in Tampere.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2012.\n- Felix reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2007", "2": "2015", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37137", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "report_outage", "2": "provision_access", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37138", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 05 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 13 February 2023): For employees hired on or after 13 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 05 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7196: employee Yuki M., hired 13 May 2022, separated 01 August 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-7196?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37139", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "changes seat assignment", "4": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37140", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 11 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 11 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3305: employee Ravi B., hired 24 March 2023, separated 08 February 2024 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-3305 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$3,375", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3305 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37141", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 4, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1249: employee Mateo T., hired 22 June 2023, separated 09 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1249?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1249 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37142", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Summit Energy.\n- Crescent Telecom was founded in 2008.\n- Beacon Insurance was founded in 1988.\n- Hana works for Summit Energy.\n- Sanne reports to Sofia.\n- Deshawn reports to Nadia.\n- Sofia reports to Emeka.\n- Deshawn works for Beacon Insurance.\n- Jonas reports to Hana.\n- Jonas works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Hana reports to Felix.\n- Cedar Retail Group is headquartered in Leeds.\n- Felix works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Emeka reports to Deshawn.\n- Nadia reports to Jonas.\n- Emeka works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Leeds.\n- Nadia works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Cedar Retail Group was founded in 2011.\n- Summit Energy was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Turku", "2": "Leeds", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37143", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 24 March 2024): For employees hired on or after 24 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-7813: employee Amara R., hired 21 June 2022, separated 16 May 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-7813 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$5,800", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-7813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37144", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "update_benefits", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2013.\n- Lucia works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Beacon Insurance was founded in 1992.\n- Cedar Retail Group is headquartered in Basel.\n- Cedar Retail Group was founded in 2004.\n- Zoya works for Bluepine Aviation.\n- Deshawn works for Beacon Insurance.\n- Mei works for Beacon Insurance.\n- Lucia reports to Elena.\n- Amara reports to Felix.\n- Ravi works for Cedar Retail Group.\n- Pablo reports to Mei.\n- Dmitri reports to Pablo.\n- Crescent Telecom is headquartered in Lyon.\n- Pablo works for Cedar Retail Group.\n- Elena reports to Amara.\n- Felix reports to Deshawn.\n- Mei reports to Ravi.\n- Bluepine Aviation was founded in 1998.\n- Dmitri works for Bluepine Aviation.\n- Amara works for Crescent Telecom.\n- Ravi reports to Lucia.\n- Deshawn reports to Zoya.\n- Beacon Insurance is headquartered in Basel.\n- Bluepine Aviation is headquartered in Lyon.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Oslo", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37146", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Ghent.\n- Mara reports to Felix.\n- Lattice Analytics was founded in 1984.\n- Anders works for Vantage Air.\n- Mateo reports to Amara.\n- Vantage Air was founded in 1991.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods was founded in 2014.\n- Mateo works for Lattice Analytics.\n- Emeka reports to Anders.\n- Mara works for Atlas Freight.\n- Emeka works for Fernhill Foods.\n- Amara reports to Emeka.\n- Chiara works for Lattice Analytics.\n- Atlas Freight was founded in 2000.\n- Priya reports to Chiara.\n- Priya works for Lattice Analytics.\n- Felix works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Ghent.\n- Amara works for Lattice Analytics.\n- Anders reports to Priya.\n- Felix reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37147", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6321: employee Omar A., hired 28 June 2024, separated 11 June 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-6321 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$7,788", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6321 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37148", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 7, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5961: employee Elena M., hired 24 February 2024, separated 03 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5961?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Valencia.\n- Stefan reports to Deshawn.\n- Ravi works for Vantage Air.\n- Stefan works for Northwind Systems.\n- Sofia reports to Tessa.\n- Omar reports to Viktor.\n- Cobalt Health was founded in 1987.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Valencia.\n- Cobalt Health is headquartered in Porto.\n- Lattice Analytics was founded in 1982.\n- Tessa reports to Omar.\n- Viktor works for Vantage Air.\n- Northwind Systems is headquartered in Basel.\n- Ravi reports to Sofia.\n- Sofia works for Northwind Systems.\n- Emeka works for Vantage Air.\n- Omar works for Northwind Systems.\n- Deshawn reports to Emeka.\n- Viktor reports to Stefan.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Vantage Air was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Porto", "2": "Basel", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37150", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Viktor.\n- Yuki reports to Jonas.\n- Mara works for Bluepine Aviation.\n- Wren reports to Stefan.\n- Ingrid works for Bluepine Aviation.\n- Jonas works for Bluepine Aviation.\n- Viktor works for Vantage Air.\n- Bluepine Aviation was founded in 2009.\n- Emeka works for Vantage Air.\n- Mei works for Bluepine Aviation.\n- Jonas reports to Mara.\n- Pinnacle Software is headquartered in Ghent.\n- Sanne reports to Wren.\n- Beacon Insurance was founded in 2009.\n- Mei reports to Ingrid.\n- Pinnacle Software was founded in 2010.\n- Vantage Air was founded in 1996.\n- Mara reports to Emeka.\n- Emeka reports to Mei.\n- Bluepine Aviation is headquartered in Dunedin.\n- Yuki works for Pinnacle Software.\n- Sanne works for Beacon Insurance.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Vantage Air is headquartered in Nagoya.\n- Wren works for Beacon Insurance.\n- Viktor reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Ghent", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37151", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Ghent.\n- Bluepine Aviation was founded in 2013.\n- Viktor reports to Priya.\n- Kenji works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1982.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Priya works for Ironwood Manufacturing.\n- Viktor works for Cedar Retail Group.\n- Tobias works for Ironwood Manufacturing.\n- Mei reports to Aisha.\n- Sanne reports to Zoya.\n- Hana works for Ironwood Manufacturing.\n- Sanne works for Helios Logistics.\n- Priya reports to Tobias.\n- Zoya reports to Hana.\n- Kenji reports to Mara.\n- Aisha reports to Kenji.\n- Mara reports to Sanne.\n- Bluepine Aviation is headquartered in Ghent.\n- Mara works for Cedar Retail Group.\n- Zoya works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1989.\n- Helios Logistics is headquartered in Ghent.\n- Helios Logistics was founded in 1993.\n- Aisha works for Ironwood Manufacturing.\n- Tobias reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Ghent", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37152", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3236: employee Ravi R., hired 11 April 2024, separated 13 May 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3236?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37153", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2012.\n- Ingrid reports to Viktor.\n- Meridian Bank was founded in 1984.\n- Mara reports to Mei.\n- Pablo works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Porto.\n- Ironwood Manufacturing was founded in 1991.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Felix reports to Pablo.\n- Viktor reports to Felix.\n- Meridian Bank is headquartered in Porto.\n- Sanne reports to Ingrid.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1988.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mei reports to Nadia.\n- Nadia reports to Sanne.\n- Ingrid works for Cedar Retail Group.\n- Nadia works for Meridian Bank.\n- Mei works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1984", "2": "1982", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37154", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 January 2024): For employees hired on or after 06 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-4938: employee Pablo T., hired 20 May 2020, separated 10 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-4938 under the controlling rules.", "criteria": {"0": "$17,654", "1": "$76,000", "2": "$17,038", "3": "$17,538"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-4938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-37155", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "asks flight status", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37156", "family": "intent_v3", "state": "Incoming billing message:\n\"Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "invoice_copy", "4": "update_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37157", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-8 (VERSION 2, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-6792: employee Mei K., hired 13 July 2022, separated 31 May 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-6792 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$5,000", "2": "$3,625", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-6792 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37158", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-3 (VERSION 4, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-7216: employee Lucia T., hired 02 May 2023, separated 02 September 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2026-7216 under the controlling rules.", "criteria": {"0": "$14,558", "1": "$14,928", "2": "$65,250", "3": "$15,058"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-7216 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mateo.\n- Mara works for Summit Energy.\n- Lattice Analytics was founded in 2011.\n- Summit Energy is headquartered in Leeds.\n- Nadia works for Lattice Analytics.\n- Mateo works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Elena works for Summit Energy.\n- Meridian Bank was founded in 1982.\n- Hana works for Meridian Bank.\n- Aisha reports to Yuki.\n- Kenji reports to Hana.\n- Mateo reports to Elena.\n- Summit Energy was founded in 2009.\n- Yuki works for Summit Energy.\n- Felix works for Lattice Analytics.\n- Nadia reports to Sofia.\n- Yuki reports to Viktor.\n- Meridian Bank is headquartered in Halifax.\n- Elena reports to Aisha.\n- Leila works for Summit Energy.\n- Viktor works for Lattice Analytics.\n- Kenji works for Vantage Air.\n- Felix reports to Mara.\n- Vantage Air is headquartered in Porto.\n- Aisha works for Vantage Air.\n- Lattice Analytics is headquartered in Porto.\n- Hana reports to Felix.\n- Mara reports to Nadia.\n- Vantage Air was founded in 2003.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37160", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 27 June 2025): For employees hired on or after 27 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5639: employee Sanne B., hired 20 December 2023, separated 25 March 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5639?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37161", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 6, EFFECTIVE 05 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7458: employee Felix B., hired 07 August 2021, separated 05 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7458?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7458 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37162", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Viktor.\n- Stefan works for Pinnacle Software.\n- Jonas works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Stefan reports to Callum.\n- Pinnacle Software is headquartered in Ghent.\n- Viktor works for Pinnacle Software.\n- Vantage Air is headquartered in Tallinn.\n- Hana works for Northwind Systems.\n- Pablo reports to Amara.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Nadia reports to Stefan.\n- Vantage Air was founded in 1998.\n- Ironwood Manufacturing was founded in 2002.\n- Pinnacle Software was founded in 1991.\n- Jonas reports to Hana.\n- Northwind Systems is headquartered in Tallinn.\n- Nadia works for Vantage Air.\n- Callum works for Ironwood Manufacturing.\n- Amara reports to Nadia.\n- Viktor reports to Jonas.\n- Northwind Systems was founded in 1996.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37163", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9542: employee Nadia T., hired 08 April 2021, separated 16 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9542?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37165", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37166", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Wren.\n- Aisha reports to Felix.\n- Crescent Telecom was founded in 1988.\n- Crescent Telecom is headquartered in Lyon.\n- Kenji reports to Leila.\n- Aisha works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Sofia works for Crescent Telecom.\n- Leila works for Crescent Telecom.\n- Lucia works for Summit Energy.\n- Deshawn reports to Priya.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Mei works for Crescent Telecom.\n- Stefan reports to Aisha.\n- Meridian Bank was founded in 2012.\n- Mei reports to Sofia.\n- Summit Energy was founded in 1994.\n- Ingrid works for Crescent Telecom.\n- Priya works for Meridian Bank.\n- Felix works for Summit Energy.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Leeds.\n- Priya reports to Mei.\n- Deshawn works for Beacon Insurance.\n- Lucia reports to Deshawn.\n- Beacon Insurance was founded in 2012.\n- Stefan works for Crescent Telecom.\n- Felix reports to Ingrid.\n- Sofia reports to Stefan.\n- Wren reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1992", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37168", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 4, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1191: employee Callum B., hired 04 February 2024, separated 06 July 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-5-2025-1191 under the controlling rules.", "criteria": {"0": "$2,100", "1": "$3,500", "2": "$3,000", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1191 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37169", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 7, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 March 2024): For employees hired on or after 26 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-3130: employee Elena S., hired 29 November 2023, separated 05 November 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2025-3130 under the controlling rules.", "criteria": {"0": "$1,688", "1": "$2,500", "2": "$3,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-3130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Summit Energy is headquartered in Turku.\n- Dmitri reports to Leila.\n- Mei reports to Viktor.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Turku.\n- Stefan works for Cobalt Health.\n- Tessa works for Vantage Air.\n- Stefan reports to Bruno.\n- Viktor works for Helios Logistics.\n- Anders reports to Tessa.\n- Sofia works for Helios Logistics.\n- Cobalt Health was founded in 1983.\n- Leila reports to Mei.\n- Sofia reports to Tobias.\n- Viktor reports to Sofia.\n- Tobias works for Vantage Air.\n- Bruno works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.\n- Dmitri works for Vantage Air.\n- Summit Energy was founded in 2014.\n- Mei works for Helios Logistics.\n- Helios Logistics was founded in 1985.\n- Cobalt Health is headquartered in Turku.\n- Bruno reports to Anders.\n- Tessa reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Turku", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37171", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "reports a delayed shipment", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37172", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37173", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-3 (VERSION 5, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2020: employee Omar S., hired 18 May 2022, separated 11 August 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2020?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Pablo.\n- Northwind Systems is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1998.\n- Omar reports to Callum.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Bergen.\n- Bluepine Aviation was founded in 2000.\n- Mei reports to Omar.\n- Mei works for Summit Energy.\n- Callum works for Ironwood Manufacturing.\n- Omar works for Bluepine Aviation.\n- Mara works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Callum reports to Anders.\n- Northwind Systems was founded in 1980.\n- Summit Energy is headquartered in Ghent.\n- Summit Energy was founded in 2011.\n- Emeka works for Ironwood Manufacturing.\n- Anders works for Northwind Systems.\n- Viktor reports to Emeka.\n- Pablo works for Bluepine Aviation.\n- Anders reports to Mara.\n- Pablo reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tallinn", "2": "Ghent", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37175", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 91142, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "request_refund", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37176", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3323: employee Lucia S., hired 04 December 2021, separated 19 November 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3323?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37177", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37178", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37179", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Crescent Telecom was founded in 1991.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Lyon.\n- Lucia works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Turku.\n- Crescent Telecom is headquartered in Dunedin.\n- Sofia works for Bluepine Aviation.\n- Felix reports to Yuki.\n- Mei reports to Aisha.\n- Bruno reports to Sofia.\n- Mei works for Vantage Air.\n- Yuki reports to Tessa.\n- Deshawn works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tampere.\n- Lucia reports to Mei.\n- Ingrid works for Bluepine Aviation.\n- Aisha reports to Bruno.\n- Bluepine Aviation was founded in 1983.\n- Aisha works for Vantage Air.\n- Cedar Retail Group was founded in 1999.\n- Vantage Air was founded in 2010.\n- Felix works for Crescent Telecom.\n- Tessa reports to Deshawn.\n- Yuki works for Vantage Air.\n- Sofia reports to Felix.\n- Bruno works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2013", "2": "2008", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37180", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Hana.\n- Tessa reports to Elena.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 1997.\n- Zoya reports to Callum.\n- Pinnacle Software was founded in 2011.\n- Elena works for Bluepine Aviation.\n- Elena reports to Ravi.\n- Beacon Insurance is headquartered in Oslo.\n- Bluepine Aviation was founded in 1982.\n- Ingrid works for Pinnacle Software.\n- Ravi works for Atlas Freight.\n- Pinnacle Software is headquartered in Lyon.\n- Atlas Freight was founded in 1975.\n- Callum works for Pinnacle Software.\n- Leila works for Bluepine Aviation.\n- Jonas works for Atlas Freight.\n- Ingrid reports to Zoya.\n- Leila reports to Jonas.\n- Anders works for Pinnacle Software.\n- Tessa works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Oslo.\n- Mei reports to Leila.\n- Atlas Freight is headquartered in Austin.\n- Viktor works for Beacon Insurance.\n- Viktor reports to Tessa.\n- Callum reports to Mei.\n- Zoya works for Bluepine Aviation.\n- Hana reports to Ingrid.\n- Mei works for Atlas Freight.\n- Jonas reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1975", "2": "1973", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37182", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Mateo works for Cobalt Health.\n- Fernhill Foods is headquartered in Cork.\n- Priya works for Cobalt Health.\n- Tessa works for Ironwood Manufacturing.\n- Felix reports to Priya.\n- Leila reports to Wren.\n- Yuki reports to Felix.\n- Jonas reports to Tessa.\n- Ironwood Manufacturing was founded in 2007.\n- Wren reports to Mateo.\n- Jonas works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1994.\n- Kenji reports to Leila.\n- Pinnacle Software was founded in 2010.\n- Felix works for Pinnacle Software.\n- Pinnacle Software is headquartered in Malmo.\n- Wren works for Pinnacle Software.\n- Cobalt Health is headquartered in Malmo.\n- Mateo reports to Jonas.\n- Yuki works for Ironwood Manufacturing.\n- Leila works for Fernhill Foods.\n- Tessa reports to Lucia.\n- Cobalt Health was founded in 1991.\n- Callum works for Ironwood Manufacturing.\n- Lucia reports to Elena.\n- Lucia works for Pinnacle Software.\n- Elena reports to Yuki.\n- Priya reports to Callum.\n- Elena works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37183", "family": "intent_v3", "state": "Incoming support message:\n\"53745 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37184", "family": "intent_v3", "state": "Incoming smart home message:\n\"Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "controls lighting", "3": "asks for a countdown timer", "4": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Ingrid.\n- Omar works for Ironwood Manufacturing.\n- Ingrid reports to Hana.\n- Hana works for Helios Logistics.\n- Mara works for Helios Logistics.\n- Pablo reports to Omar.\n- Aisha reports to Pablo.\n- Cobalt Health was founded in 1997.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo works for Helios Logistics.\n- Viktor reports to Yuki.\n- Pinnacle Software was founded in 2008.\n- Hana reports to Mateo.\n- Pablo works for Cobalt Health.\n- Omar reports to Chiara.\n- Helios Logistics was founded in 1975.\n- Viktor works for Ironwood Manufacturing.\n- Chiara works for Pinnacle Software.\n- Helios Logistics is headquartered in Turku.\n- Ironwood Manufacturing was founded in 1980.\n- Aisha works for Helios Logistics.\n- Pinnacle Software is headquartered in Turku.\n- Ingrid works for Pinnacle Software.\n- Mara reports to Aisha.\n- Chiara reports to Viktor.\n- Yuki works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1973", "2": "1978", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37186", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-3950: employee Kenji B., hired 04 June 2023, separated 28 September 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-3950 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,000", "2": "$30,333", "3": "$6,825"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-3950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37187", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37188", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Sofia reports to Mara.\n- Pinnacle Software is headquartered in Austin.\n- Atlas Freight was founded in 1992.\n- Atlas Freight is headquartered in Austin.\n- Mei works for Summit Energy.\n- Yuki works for Pinnacle Software.\n- Wren works for Atlas Freight.\n- Sanne reports to Viktor.\n- Mara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tessa works for Ironwood Manufacturing.\n- Lucia works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Tessa reports to Sofia.\n- Pinnacle Software was founded in 1995.\n- Leila works for Summit Energy.\n- Jonas reports to Mei.\n- Mei reports to Leila.\n- Viktor reports to Lucia.\n- Ironwood Manufacturing was founded in 1997.\n- Wren reports to Yuki.\n- Mara reports to Zoya.\n- Yuki reports to Tessa.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Leeds.\n- Zoya reports to Jonas.\n- Summit Energy was founded in 1976.\n- Zoya works for Ironwood Manufacturing.\n- Lucia reports to Wren.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mei.\n- Felix reports to Hana.\n- Jonas works for Ironwood Manufacturing.\n- Vantage Air was founded in 1996.\n- Chiara reports to Jonas.\n- Leila works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Wren works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Atlas Freight was founded in 2010.\n- Vantage Air is headquartered in Oslo.\n- Felix works for Northwind Systems.\n- Mateo works for Atlas Freight.\n- Northwind Systems was founded in 1980.\n- Hana reports to Wren.\n- Jonas reports to Amara.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Mei reports to Chiara.\n- Pablo reports to Leila.\n- Mei works for Northwind Systems.\n- Mateo reports to Felix.\n- Ironwood Manufacturing was founded in 2003.\n- Leila reports to Mateo.\n- Hana works for Atlas Freight.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2008", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37191", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-3 (VERSION 2, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-5406: employee Callum T., hired 22 January 2023, separated 04 December 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-5406?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-5406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37192", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37193", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Stefan works for Helios Logistics.\n- Lattice Analytics is headquartered in Tampere.\n- Helios Logistics was founded in 1978.\n- Sanne works for Beacon Insurance.\n- Sanne reports to Tessa.\n- Tessa works for Helios Logistics.\n- Summit Energy was founded in 1984.\n- Beacon Insurance is headquartered in Tallinn.\n- Lattice Analytics was founded in 2006.\n- Pablo reports to Priya.\n- Tessa reports to Stefan.\n- Nadia works for Lattice Analytics.\n- Felix reports to Sanne.\n- Priya reports to Nadia.\n- Priya works for Helios Logistics.\n- Nadia reports to Felix.\n- Pablo works for Lattice Analytics.\n- Beacon Insurance was founded in 2002.\n- Callum reports to Pablo.\n- Callum works for Summit Energy.\n- Felix works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Tallinn", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37194", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Pinnacle Software.\n- Helios Logistics is headquartered in Austin.\n- Zoya works for Helios Logistics.\n- Ravi reports to Viktor.\n- Zoya reports to Hana.\n- Wren works for Pinnacle Software.\n- Leila works for Lattice Analytics.\n- Fernhill Foods was founded in 1996.\n- Lattice Analytics was founded in 2001.\n- Omar reports to Ravi.\n- Leila reports to Anders.\n- Lattice Analytics is headquartered in Tampere.\n- Ingrid works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Wren reports to Deshawn.\n- Omar works for Pinnacle Software.\n- Kenji works for Helios Logistics.\n- Bruno works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Ingrid reports to Leila.\n- Fernhill Foods is headquartered in Austin.\n- Bruno reports to Omar.\n- Helios Logistics was founded in 2010.\n- Deshawn reports to Kenji.\n- Anders reports to Wren.\n- Pinnacle Software is headquartered in Tampere.\n- Kenji reports to Zoya.\n- Anders works for Pinnacle Software.\n- Deshawn works for Fernhill Foods.\n- Pinnacle Software was founded in 1995.\n- Hana reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2010", "2": "2005", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37195", "family": "intent_hardneg", "state": "Incoming billing message:\n\"cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Omar.\n- Pablo works for Cobalt Health.\n- Amara reports to Priya.\n- Bluepine Aviation was founded in 1985.\n- Bluepine Aviation is headquartered in Leeds.\n- Tessa reports to Pablo.\n- Amara works for Pinnacle Software.\n- Meridian Bank was founded in 2005.\n- Cobalt Health is headquartered in Halifax.\n- Priya works for Cobalt Health.\n- Ravi reports to Tessa.\n- Omar reports to Ravi.\n- Meridian Bank is headquartered in Malmo.\n- Pablo reports to Amara.\n- Omar works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Ravi works for Pinnacle Software.\n- Tessa works for Cobalt Health.\n- Pinnacle Software was founded in 1999.\n- Elena reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Cobalt Health was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2003", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37197", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1993.\n- Cedar Retail Group was founded in 1992.\n- Jonas works for Helios Logistics.\n- Viktor works for Lattice Analytics.\n- Omar works for Helios Logistics.\n- Cedar Retail Group is headquartered in Leeds.\n- Helios Logistics was founded in 1998.\n- Lattice Analytics is headquartered in Bergen.\n- Tessa reports to Viktor.\n- Stefan works for Atlas Freight.\n- Mateo works for Lattice Analytics.\n- Tessa works for Cedar Retail Group.\n- Atlas Freight is headquartered in Valencia.\n- Ravi works for Cedar Retail Group.\n- Ravi reports to Omar.\n- Jonas reports to Tessa.\n- Mateo reports to Jonas.\n- Atlas Freight was founded in 1995.\n- Chiara works for Helios Logistics.\n- Stefan reports to Chiara.\n- Chiara reports to Ravi.\n- Helios Logistics is headquartered in Valencia.\n- Viktor reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1998", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37198", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6353: employee Felix K., hired 01 July 2021, separated 26 February 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-5-2026-6353 under the controlling rules.", "criteria": {"0": "$24,267", "1": "$5,550", "2": "$6,600", "3": "$5,600"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Bruno works for Crescent Telecom.\n- Emeka reports to Mateo.\n- Omar reports to Bruno.\n- Sanne reports to Zoya.\n- Omar works for Meridian Bank.\n- Tobias reports to Leila.\n- Crescent Telecom was founded in 2014.\n- Crescent Telecom is headquartered in Ghent.\n- Helios Logistics was founded in 1991.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Leila works for Northwind Systems.\n- Meridian Bank is headquartered in Cork.\n- Leila reports to Emeka.\n- Helios Logistics is headquartered in Brno.\n- Tobias works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Zoya reports to Tobias.\n- Northwind Systems is headquartered in Brno.\n- Emeka works for Meridian Bank.\n- Mateo reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37200", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 13 November 2023): For employees hired on or after 13 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6910: employee Wren B., hired 23 January 2022, separated 04 January 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6910?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6910 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37202", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 7, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 01 July 2023): For employees hired on or after 01 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-4787: employee Lucia R., hired 21 November 2022, separated 12 December 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-4787?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-4787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37203", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37204", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Meridian Bank.\n- Tessa reports to Lucia.\n- Bruno works for Lattice Analytics.\n- Lucia works for Cedar Retail Group.\n- Elena reports to Nadia.\n- Ravi works for Beacon Insurance.\n- Viktor works for Meridian Bank.\n- Chiara works for Beacon Insurance.\n- Emeka reports to Ravi.\n- Lattice Analytics is headquartered in Nagoya.\n- Bruno reports to Elena.\n- Chiara reports to Stefan.\n- Beacon Insurance was founded in 1988.\n- Meridian Bank was founded in 1980.\n- Elena works for Meridian Bank.\n- Ravi reports to Tessa.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Wren reports to Emeka.\n- Wren works for Lattice Analytics.\n- Nadia reports to Wren.\n- Tessa works for Beacon Insurance.\n- Amara reports to Viktor.\n- Lattice Analytics was founded in 1984.\n- Amara works for Meridian Bank.\n- Lucia reports to Chiara.\n- Meridian Bank is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2015.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Viktor reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2018", "2": "2013", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Porto.\n- Mara reports to Deshawn.\n- Omar reports to Mara.\n- Pablo reports to Wren.\n- Ironwood Manufacturing was founded in 2002.\n- Meridian Bank is headquartered in Porto.\n- Wren works for Meridian Bank.\n- Mara works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1983.\n- Amara reports to Tobias.\n- Sofia reports to Ingrid.\n- Tobias works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Stefan reports to Emeka.\n- Atlas Freight is headquartered in Dunedin.\n- Amara works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Wren reports to Amara.\n- Pablo works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Viktor reports to Omar.\n- Viktor works for Ironwood Manufacturing.\n- Ingrid works for Atlas Freight.\n- Beacon Insurance is headquartered in Porto.\n- Deshawn reports to Pablo.\n- Meridian Bank was founded in 1988.\n- Ingrid reports to Viktor.\n- Beacon Insurance was founded in 2014.\n- Tobias reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37206", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37207", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 4, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 September 2025): For employees hired on or after 08 September 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-4061: employee Ravi R., hired 08 October 2022, separated 24 March 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-3-2026-4061 under the controlling rules.", "criteria": {"0": "$14,000", "1": "$12,000", "2": "$52,000", "3": "$12,115"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-4061 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37208", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37209", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37210", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37211", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37212", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7613: employee Sanne M., hired 29 July 2023, separated 01 April 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7613?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Felix reports to Tobias.\n- Deshawn works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Austin.\n- Tessa reports to Kenji.\n- Omar works for Summit Energy.\n- Summit Energy was founded in 2004.\n- Kenji reports to Priya.\n- Deshawn reports to Felix.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Tobias reports to Omar.\n- Atlas Freight is headquartered in Austin.\n- Mateo reports to Tessa.\n- Felix works for Summit Energy.\n- Tobias works for Atlas Freight.\n- Mateo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1991.\n- Priya works for Helios Logistics.\n- Priya reports to Yuki.\n- Nadia reports to Deshawn.\n- Kenji works for Atlas Freight.\n- Helios Logistics was founded in 1985.\n- Atlas Freight was founded in 1994.\n- Yuki reports to Nadia.\n- Yuki works for Summit Energy.\n- Helios Logistics is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37214", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "set_timer", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Wren reports to Lucia.\n- Jonas works for Crescent Telecom.\n- Ravi reports to Aisha.\n- Fernhill Foods is headquartered in Dunedin.\n- Wren works for Lattice Analytics.\n- Tobias works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 1985.\n- Ironwood Manufacturing was founded in 1986.\n- Ironwood Manufacturing is headquartered in Cork.\n- Chiara reports to Ravi.\n- Jonas reports to Wren.\n- Sofia works for Ironwood Manufacturing.\n- Ravi works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Kenji works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Fernhill Foods was founded in 1981.\n- Kenji reports to Chiara.\n- Aisha works for Lattice Analytics.\n- Mateo reports to Kenji.\n- Aisha reports to Omar.\n- Omar works for Ironwood Manufacturing.\n- Mateo works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Tobias reports to Jonas.\n- Lattice Analytics was founded in 1988.\n- Ingrid reports to Tobias.\n- Chiara works for Fernhill Foods.\n- Sofia reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37216", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2004.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Deshawn works for Fernhill Foods.\n- Wren reports to Leila.\n- Deshawn reports to Felix.\n- Mateo reports to Ravi.\n- Northwind Systems was founded in 2014.\n- Wren works for Fernhill Foods.\n- Northwind Systems is headquartered in Basel.\n- Fernhill Foods was founded in 1976.\n- Mateo works for Fernhill Foods.\n- Leila works for Northwind Systems.\n- Zoya reports to Wren.\n- Ravi works for Northwind Systems.\n- Sofia works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Ravi reports to Dmitri.\n- Beacon Insurance is headquartered in Adelaide.\n- Zoya works for Northwind Systems.\n- Felix reports to Mateo.\n- Leila reports to Deshawn.\n- Felix works for Vantage Air.\n- Beacon Insurance was founded in 2003.\n- Sofia reports to Zoya.\n- Dmitri works for Fernhill Foods.\n- Dmitri reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Mei reports to Wren.\n- Nadia works for Vantage Air.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Malmo.\n- Vantage Air is headquartered in Austin.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Helios Logistics is headquartered in Cork.\n- Stefan works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Beacon Insurance was founded in 1985.\n- Mateo reports to Pablo.\n- Kenji reports to Stefan.\n- Stefan reports to Nadia.\n- Nadia reports to Mateo.\n- Mateo works for Vantage Air.\n- Wren reports to Hana.\n- Vantage Air was founded in 1992.\n- Pablo works for Helios Logistics.\n- Beacon Insurance is headquartered in Austin.\n- Hana reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1987", "3": "1990"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37218", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Dispute Charge — reports an unauthorized charge", "2": "Cancel Subscription — wants to end recurring billing", "3": "Update Card — wants payment details changed", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37219", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 7, EFFECTIVE 02 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 November 2024): For employees hired on or after 06 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 02 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7008: employee Leila K., hired 03 January 2023, separated 22 April 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-7008 under the controlling rules.", "criteria": {"0": "$31,850", "1": "$6,850", "2": "$7,350", "3": "$7,425"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37220", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Where is order 84759\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Change Address — wants the delivery address updated", "2": "Exchange Item — wants a different size/color/variant", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37222", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 5, EFFECTIVE 23 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 24 November 2022): For employees hired on or after 24 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7912: employee Tessa S., hired 22 December 2021, separated 06 March 2023 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2025-7912 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$10,385", "2": "$3,115", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7912 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37223", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-1405: employee Omar R., hired 22 November 2021, separated 07 May 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-9-2025-1405 under the controlling rules.", "criteria": {"0": "$8,200", "1": "$26,867", "2": "$6,200", "3": "$6,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-1405 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37224", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Valencia.\n- Fernhill Foods was founded in 2000.\n- Viktor reports to Ingrid.\n- Mateo works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2011.\n- Nadia works for Meridian Bank.\n- Yuki reports to Viktor.\n- Meridian Bank is headquartered in Tallinn.\n- Ravi works for Meridian Bank.\n- Stefan works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Cedar Retail Group was founded in 1997.\n- Ravi reports to Emeka.\n- Amara works for Meridian Bank.\n- Amara reports to Yuki.\n- Cedar Retail Group is headquartered in Tampere.\n- Stefan reports to Mateo.\n- Emeka reports to Stefan.\n- Nadia reports to Amara.\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor works for Cedar Retail Group.\n- Mateo reports to Bruno.\n- Bruno reports to Nadia.\n- Bruno works for Fernhill Foods.\n- Meridian Bank was founded in 1997.\n- Emeka works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37225", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37226", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37227", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-7 (VERSION 2, EFFECTIVE 05 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 06 October 2024): For employees hired on or after 06 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 05 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4051: employee Yuki R., hired 01 July 2024, separated 12 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4051?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4051 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37228", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37229", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-3 (VERSION 4, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 June 2024): For employees hired on or after 08 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8823: employee Mei K., hired 30 March 2024, separated 01 December 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-3-2026-8823 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,500", "2": "$5,500", "3": "$2,450"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8823 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37230", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Emeka works for Northwind Systems.\n- Bluepine Aviation was founded in 1981.\n- Cobalt Health is headquartered in Basel.\n- Hana works for Bluepine Aviation.\n- Wren reports to Emeka.\n- Kenji works for Northwind Systems.\n- Hana reports to Kenji.\n- Ingrid works for Bluepine Aviation.\n- Mara works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Kenji reports to Ingrid.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Callum reports to Hana.\n- Mara reports to Wren.\n- Emeka reports to Callum.\n- Northwind Systems is headquartered in Ghent.\n- Ingrid reports to Omar.\n- Northwind Systems was founded in 1998.\n- Meridian Bank was founded in 1986.\n- Cobalt Health was founded in 2015.\n- Bluepine Aviation is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37232", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-7 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 22 September 2023): For employees hired on or after 22 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1861: employee Leila K., hired 08 August 2022, separated 25 July 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1861?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1861 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Kenji.\n- Ironwood Manufacturing was founded in 1995.\n- Aisha works for Meridian Bank.\n- Bruno works for Summit Energy.\n- Ravi works for Fernhill Foods.\n- Jonas works for Summit Energy.\n- Elena works for Fernhill Foods.\n- Sofia reports to Tessa.\n- Meridian Bank is headquartered in Nagoya.\n- Summit Energy was founded in 1999.\n- Fernhill Foods was founded in 1976.\n- Kenji reports to Sofia.\n- Summit Energy is headquartered in Porto.\n- Stefan works for Ironwood Manufacturing.\n- Tessa reports to Sanne.\n- Sanne works for Meridian Bank.\n- Sofia works for Fernhill Foods.\n- Felix works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Porto.\n- Kenji works for Fernhill Foods.\n- Emeka works for Ironwood Manufacturing.\n- Emeka reports to Bruno.\n- Aisha reports to Jonas.\n- Meridian Bank was founded in 2008.\n- Felix reports to Emeka.\n- Elena reports to Felix.\n- Tessa works for Ironwood Manufacturing.\n- Ravi reports to Elena.\n- Bruno reports to Aisha.\n- Jonas reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "1997", "3": "1994"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Stefan.\n- Callum works for Northwind Systems.\n- Nadia works for Fernhill Foods.\n- Beacon Insurance was founded in 1988.\n- Fernhill Foods is headquartered in Ghent.\n- Callum reports to Nadia.\n- Dmitri works for Fernhill Foods.\n- Bluepine Aviation was founded in 1995.\n- Felix reports to Dmitri.\n- Hana works for Beacon Insurance.\n- Beacon Insurance is headquartered in Dunedin.\n- Emeka reports to Yuki.\n- Fernhill Foods was founded in 1988.\n- Felix works for Beacon Insurance.\n- Yuki works for Fernhill Foods.\n- Emeka works for Beacon Insurance.\n- Stefan works for Bluepine Aviation.\n- Northwind Systems is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Ghent.\n- Dmitri reports to Callum.\n- Northwind Systems was founded in 1984.\n- Nadia reports to Hana.\n- Hana reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37235", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-7 (VERSION 3, EFFECTIVE 23 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 23 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6496: employee Amara M., hired 17 December 2020, separated 17 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6496?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6496 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37236", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 April 2025): For employees hired on or after 01 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8684: employee Kenji S., hired 23 October 2024, separated 29 January 2026 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-2-2026-8684 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$5,000", "3": "$6,825"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37237", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Omar works for Summit Energy.\n- Lucia works for Cobalt Health.\n- Pinnacle Software is headquartered in Porto.\n- Mei reports to Hana.\n- Hana reports to Lucia.\n- Chiara reports to Priya.\n- Ingrid reports to Mei.\n- Sanne works for Summit Energy.\n- Mateo reports to Chiara.\n- Summit Energy was founded in 1996.\n- Lucia reports to Sanne.\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Nadia reports to Mateo.\n- Priya reports to Ingrid.\n- Cobalt Health was founded in 1978.\n- Mateo works for Cobalt Health.\n- Pinnacle Software was founded in 1975.\n- Chiara works for Cobalt Health.\n- Nadia works for Pinnacle Software.\n- Cobalt Health is headquartered in Tallinn.\n- Northwind Systems was founded in 1976.\n- Mei works for Pinnacle Software.\n- Hana works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Omar reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37238", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Emeka.\n- Summit Energy was founded in 2005.\n- Hana reports to Priya.\n- Leila works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Zoya works for Summit Energy.\n- Pinnacle Software was founded in 1986.\n- Pinnacle Software is headquartered in Turku.\n- Mara reports to Tobias.\n- Hana works for Pinnacle Software.\n- Jonas works for Crescent Telecom.\n- Emeka works for Pinnacle Software.\n- Tessa works for Summit Energy.\n- Mara works for Summit Energy.\n- Elena reports to Jonas.\n- Tessa reports to Zoya.\n- Jonas reports to Tessa.\n- Crescent Telecom is headquartered in Halifax.\n- Ingrid reports to Omar.\n- Priya reports to Mara.\n- Crescent Telecom was founded in 2001.\n- Summit Energy is headquartered in Ghent.\n- Omar reports to Leila.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance was founded in 1975.\n- Emeka reports to Hana.\n- Tobias reports to Ingrid.\n- Beacon Insurance is headquartered in Oslo.\n- Priya works for Pinnacle Software.\n- Elena works for Beacon Insurance.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37240", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37241", "family": "intent_v3", "state": "Incoming logistics message:\n\"File a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_delay", "1": "quote_request", "2": "reroute", "3": "file_claim", "4": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Sanne works for Pinnacle Software.\n- Mara reports to Aisha.\n- Elena works for Meridian Bank.\n- Nadia works for Cobalt Health.\n- Aisha reports to Omar.\n- Emeka reports to Bruno.\n- Bluepine Aviation is headquartered in Basel.\n- Pinnacle Software was founded in 1993.\n- Aisha works for Cobalt Health.\n- Pablo reports to Sanne.\n- Pinnacle Software is headquartered in Leeds.\n- Bluepine Aviation was founded in 1983.\n- Sanne reports to Nadia.\n- Omar works for Meridian Bank.\n- Nadia reports to Mara.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 2000.\n- Amara works for Bluepine Aviation.\n- Bruno works for Cobalt Health.\n- Elena reports to Kenji.\n- Lucia works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Mara works for Meridian Bank.\n- Amara reports to Pablo.\n- Kenji reports to Lucia.\n- Omar reports to Emeka.\n- Meridian Bank was founded in 2012.\n- Kenji works for Pinnacle Software.\n- Cobalt Health is headquartered in Basel.\n- Lucia reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37243", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Amara works for Lattice Analytics.\n- Atlas Freight is headquartered in Oslo.\n- Sanne reports to Anders.\n- Mara reports to Ravi.\n- Emeka works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Emeka reports to Amara.\n- Anders works for Lattice Analytics.\n- Sanne works for Beacon Insurance.\n- Zoya works for Atlas Freight.\n- Ravi reports to Sanne.\n- Northwind Systems was founded in 2011.\n- Beacon Insurance was founded in 2000.\n- Lattice Analytics was founded in 1988.\n- Ravi works for Atlas Freight.\n- Northwind Systems is headquartered in Austin.\n- Amara reports to Deshawn.\n- Zoya reports to Emeka.\n- Deshawn works for Beacon Insurance.\n- Beacon Insurance is headquartered in Oslo.\n- Anders reports to Zoya.\n- Atlas Freight was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37244", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 82448 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37245", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-7684: employee Mei S., hired 23 March 2022, separated 17 May 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-7684?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-7684 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Hana reports to Jonas.\n- Leila works for Fernhill Foods.\n- Vantage Air is headquartered in Turku.\n- Vantage Air was founded in 2013.\n- Mei reports to Leila.\n- Fernhill Foods was founded in 1976.\n- Beacon Insurance was founded in 2001.\n- Mara works for Vantage Air.\n- Jonas reports to Tessa.\n- Deshawn works for Ironwood Manufacturing.\n- Deshawn reports to Mei.\n- Tessa reports to Sanne.\n- Jonas works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Tallinn.\n- Tessa works for Vantage Air.\n- Elena reports to Mara.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Hana works for Fernhill Foods.\n- Beacon Insurance is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1999.\n- Dmitri reports to Hana.\n- Sanne works for Fernhill Foods.\n- Mara reports to Dmitri.\n- Elena works for Ironwood Manufacturing.\n- Mei works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Tampere", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37247", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37248", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Can i exchange 16417 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'exchange item' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37249", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37250", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ingrid works for Bluepine Aviation.\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Mara.\n- Bluepine Aviation is headquartered in Malmo.\n- Bluepine Aviation was founded in 1990.\n- Mara reports to Chiara.\n- Summit Energy was founded in 2014.\n- Meridian Bank is headquartered in Malmo.\n- Tessa works for Bluepine Aviation.\n- Wren works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Ghent.\n- Chiara works for Ironwood Manufacturing.\n- Mara works for Meridian Bank.\n- Callum works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Tessa reports to Sanne.\n- Callum reports to Tessa.\n- Ingrid reports to Wren.\n- Ironwood Manufacturing was founded in 1987.\n- Chiara reports to Callum.\n- Meridian Bank was founded in 1997.\n- Sanne reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1988", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37251", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Kenji.\n- Vantage Air was founded in 1997.\n- Ironwood Manufacturing is headquartered in Basel.\n- Cobalt Health was founded in 2005.\n- Atlas Freight is headquartered in Basel.\n- Vantage Air is headquartered in Turku.\n- Atlas Freight was founded in 1977.\n- Leila reports to Mara.\n- Callum works for Vantage Air.\n- Mara reports to Sanne.\n- Kenji reports to Yuki.\n- Felix reports to Tobias.\n- Leila works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1989.\n- Felix works for Cobalt Health.\n- Tobias works for Atlas Freight.\n- Kenji works for Cobalt Health.\n- Tobias reports to Callum.\n- Cobalt Health is headquartered in Basel.\n- Callum reports to Leila.\n- Yuki works for Vantage Air.\n- Sanne works for Atlas Freight.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Vantage Air", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37252", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37253", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37254", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-7268: employee Yuki M., hired 25 February 2023, separated 27 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-7268?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-7268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37255", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Aisha.\n- Tobias works for Helios Logistics.\n- Lattice Analytics is headquartered in Brno.\n- Helios Logistics is headquartered in Lyon.\n- Meridian Bank was founded in 1987.\n- Deshawn reports to Nadia.\n- Nadia reports to Tobias.\n- Mateo works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1977.\n- Mara works for Helios Logistics.\n- Mateo reports to Emeka.\n- Tobias reports to Leila.\n- Stefan works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Lyon.\n- Mara reports to Deshawn.\n- Emeka works for Bluepine Aviation.\n- Leila reports to Sofia.\n- Sofia works for Bluepine Aviation.\n- Nadia works for Meridian Bank.\n- Helios Logistics was founded in 1980.\n- Aisha reports to Mateo.\n- Meridian Bank is headquartered in Tallinn.\n- Sofia reports to Stefan.\n- Lattice Analytics was founded in 2003.\n- Aisha works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37256", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-2 (VERSION 5, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7867: employee Wren M., hired 24 April 2024, separated 28 September 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-7867 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$21,667", "2": "$4,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7867 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37257", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Quote Request — asks for a shipping quote", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37258", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37259", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-2 (VERSION 4, EFFECTIVE 28 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 20 July 2025): For employees hired on or after 20 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 28 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-3603: employee Ravi M., hired 27 January 2022, separated 02 January 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-3603 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$34,667", "2": "$7,800", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-3603 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Helios Logistics.\n- Mateo works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1993.\n- Wren works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Brno.\n- Emeka reports to Wren.\n- Mara works for Lattice Analytics.\n- Atlas Freight was founded in 1994.\n- Lucia works for Ironwood Manufacturing.\n- Lucia reports to Mara.\n- Jonas reports to Mateo.\n- Amara reports to Jonas.\n- Helios Logistics was founded in 1982.\n- Elena works for Lattice Analytics.\n- Omar works for Helios Logistics.\n- Helios Logistics is headquartered in Tallinn.\n- Mateo reports to Mei.\n- Ironwood Manufacturing was founded in 2005.\n- Wren reports to Omar.\n- Mei reports to Elena.\n- Emeka works for Lattice Analytics.\n- Amara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Omar reports to Lucia.\n- Mara reports to Amara.\n- Atlas Freight is headquartered in Oslo.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37261", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37262", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 09 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 05 December 2023): For employees hired on or after 05 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 09 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-1299: employee Chiara T., hired 13 July 2021, separated 04 March 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-1299 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$21,667", "2": "$5,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-1299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37263", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37264", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37265", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "update_benefits", "2": "request_leave", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37266", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 18 April 2023): For employees hired on or after 18 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-4882: employee Lucia A., hired 18 September 2021, separated 31 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-4882?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-4882 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37267", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-6650: employee Anders S., hired 27 February 2022, separated 27 October 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-6650?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-6650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37268", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37269", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 4, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-8793: employee Stefan T., hired 15 December 2023, separated 08 January 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-3-2025-8793 under the controlling rules.", "criteria": {"0": "$3,850", "1": "$7,000", "2": "$8,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-8793 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37270", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 18 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 18 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4513: employee Mei M., hired 24 September 2022, separated 29 September 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4513?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37271", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mateo.\n- Leila reports to Hana.\n- Pinnacle Software is headquartered in Bergen.\n- Zoya works for Meridian Bank.\n- Amara reports to Ravi.\n- Mateo works for Bluepine Aviation.\n- Mateo reports to Dmitri.\n- Zoya reports to Tessa.\n- Ravi works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Porto.\n- Hana reports to Amara.\n- Sofia works for Pinnacle Software.\n- Yuki works for Bluepine Aviation.\n- Pinnacle Software was founded in 1990.\n- Meridian Bank was founded in 2012.\n- Yuki reports to Sofia.\n- Tessa works for Meridian Bank.\n- Bluepine Aviation is headquartered in Porto.\n- Ingrid reports to Yuki.\n- Amara works for Meridian Bank.\n- Dmitri works for Pinnacle Software.\n- Stefan works for Lattice Analytics.\n- Bluepine Aviation was founded in 1982.\n- Ravi reports to Stefan.\n- Meridian Bank is headquartered in Porto.\n- Ingrid works for Bluepine Aviation.\n- Lattice Analytics was founded in 2009.\n- Tessa reports to Ingrid.\n- Leila works for Meridian Bank.\n- Hana works for Bluepine Aviation.\n- Sofia reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37272", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 14 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 July 2024): For employees hired on or after 02 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-4017: employee Mei A., hired 24 May 2022, separated 08 August 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-4017?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-4017 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37273", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-2 (VERSION 3, EFFECTIVE 01 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 August 2023): For employees hired on or after 18 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-3819: employee Hana T., hired 08 November 2021, separated 22 April 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-3819?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-3819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37274", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-2 (VERSION 3, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 23 March 2025): For employees hired on or after 23 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2152: employee Pablo B., hired 21 November 2024, separated 27 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2152?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2152 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37275", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "change_seat", "4": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Deshawn.\n- Crescent Telecom is headquartered in Basel.\n- Mei reports to Elena.\n- Elena works for Vantage Air.\n- Hana reports to Mei.\n- Bruno works for Helios Logistics.\n- Kenji works for Summit Energy.\n- Leila reports to Bruno.\n- Mei works for Summit Energy.\n- Hana works for Helios Logistics.\n- Summit Energy is headquartered in Adelaide.\n- Bruno reports to Hana.\n- Helios Logistics was founded in 2008.\n- Vantage Air is headquartered in Ghent.\n- Helios Logistics is headquartered in Cork.\n- Crescent Telecom was founded in 1979.\n- Deshawn works for Summit Energy.\n- Vantage Air was founded in 1984.\n- Yuki works for Summit Energy.\n- Leila works for Vantage Air.\n- Deshawn reports to Kenji.\n- Elena reports to Yuki.\n- Summit Energy was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37277", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "control_lights", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37278", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 October 2023): For employees hired on or after 09 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-5206: employee Hana A., hired 10 February 2023, separated 29 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-5206?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-5206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37279", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "changes seat assignment", "2": "reports lost baggage", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Hana reports to Ravi.\n- Deshawn works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Pablo reports to Anders.\n- Chiara reports to Kenji.\n- Helios Logistics is headquartered in Adelaide.\n- Summit Energy is headquartered in Halifax.\n- Northwind Systems was founded in 1979.\n- Kenji reports to Pablo.\n- Zoya works for Northwind Systems.\n- Lattice Analytics was founded in 2011.\n- Sanne works for Northwind Systems.\n- Lattice Analytics is headquartered in Halifax.\n- Anders reports to Deshawn.\n- Hana works for Helios Logistics.\n- Jonas reports to Hana.\n- Helios Logistics was founded in 1990.\n- Chiara works for Helios Logistics.\n- Deshawn reports to Sanne.\n- Ravi reports to Zoya.\n- Zoya reports to Chiara.\n- Anders works for Helios Logistics.\n- Ravi works for Lattice Analytics.\n- Northwind Systems is headquartered in Adelaide.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1988.\n- Mara reports to Kenji.\n- Wren works for Fernhill Foods.\n- Yuki reports to Mara.\n- Helios Logistics was founded in 1977.\n- Amara works for Crescent Telecom.\n- Wren reports to Priya.\n- Bluepine Aviation is headquartered in Adelaide.\n- Priya reports to Yuki.\n- Helios Logistics is headquartered in Cork.\n- Amara reports to Stefan.\n- Fernhill Foods was founded in 1994.\n- Yuki works for Fernhill Foods.\n- Chiara works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Adelaide.\n- Stefan reports to Wren.\n- Kenji reports to Chiara.\n- Kenji works for Helios Logistics.\n- Crescent Telecom is headquartered in Adelaide.\n- Stefan works for Fernhill Foods.\n- Mara works for Crescent Telecom.\n- Priya works for Fernhill Foods.\n- Crescent Telecom was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1997", "3": "1992"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37282", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 31 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 31 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-5853: employee Chiara S., hired 14 May 2022, separated 05 August 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-5853?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-5853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37283", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37284", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 July 2023): For employees hired on or after 27 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-1154: employee Dmitri K., hired 21 July 2022, separated 13 September 2024 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2026-1154 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$21,667", "2": "$3,938", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-1154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Basel.\n- Mara reports to Aisha.\n- Bluepine Aviation is headquartered in Brno.\n- Bluepine Aviation was founded in 1995.\n- Ironwood Manufacturing is headquartered in Brno.\n- Stefan works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1977.\n- Ingrid reports to Anders.\n- Anders works for Bluepine Aviation.\n- Leila works for Atlas Freight.\n- Anders reports to Stefan.\n- Aisha reports to Leila.\n- Crescent Telecom was founded in 2002.\n- Amara works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Ingrid works for Crescent Telecom.\n- Leila reports to Amara.\n- Mara works for Crescent Telecom.\n- Atlas Freight was founded in 2013.\n- Crescent Telecom is headquartered in Basel.\n- Stefan reports to Emeka.\n- Amara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1993", "2": "1995", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37286", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Amara reports to Wren.\n- Elena works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Sanne reports to Mara.\n- Lucia reports to Elena.\n- Crescent Telecom is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Lucia works for Helios Logistics.\n- Mara works for Crescent Telecom.\n- Helios Logistics is headquartered in Adelaide.\n- Dmitri works for Helios Logistics.\n- Fernhill Foods was founded in 2006.\n- Crescent Telecom was founded in 2005.\n- Mara reports to Callum.\n- Ironwood Manufacturing was founded in 1981.\n- Sanne works for Fernhill Foods.\n- Elena reports to Amara.\n- Callum reports to Lucia.\n- Wren reports to Dmitri.\n- Fernhill Foods is headquartered in Ghent.\n- Wren works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37287", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-5 (VERSION 7, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 16 November 2023): For employees hired on or after 16 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1403: employee Emeka M., hired 18 August 2022, separated 07 March 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1403?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37288", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rotate Keys — asks to rotate credentials", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rollback — asks to revert a deploy", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37289", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-7 (VERSION 5, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8065: employee Kenji M., hired 26 June 2023, separated 20 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8065?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8065 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37290", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37291", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Deshawn.\n- Deshawn reports to Sofia.\n- Lattice Analytics is headquartered in Malmo.\n- Northwind Systems was founded in 1988.\n- Cobalt Health is headquartered in Ghent.\n- Kenji reports to Felix.\n- Elena reports to Priya.\n- Sanne works for Lattice Analytics.\n- Sanne reports to Mei.\n- Elena works for Fernhill Foods.\n- Wren works for Lattice Analytics.\n- Leila reports to Elena.\n- Northwind Systems is headquartered in Malmo.\n- Fernhill Foods was founded in 1995.\n- Fernhill Foods is headquartered in Malmo.\n- Felix reports to Bruno.\n- Sofia works for Northwind Systems.\n- Sofia reports to Nadia.\n- Mei reports to Wren.\n- Lattice Analytics was founded in 2009.\n- Cobalt Health was founded in 1998.\n- Deshawn works for Lattice Analytics.\n- Priya works for Cobalt Health.\n- Bruno works for Cobalt Health.\n- Bruno reports to Leila.\n- Mei works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Nadia works for Lattice Analytics.\n- Leila works for Northwind Systems.\n- Felix works for Fernhill Foods.\n- Nadia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2004", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37292", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37293", "family": "intent_v3", "state": "Incoming smart home message:\n\"Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37294", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37295", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Freeze Card — asks to freeze a card", "2": "Report Fraud — reports fraudulent activity", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37296", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 39253\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'request refund' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37297", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 3, EFFECTIVE 25 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 25 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6236: employee Emeka R., hired 22 October 2023, separated 01 February 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6236?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37298", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 04 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 14 April 2025): For employees hired on or after 14 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 04 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1811: employee Callum T., hired 23 December 2024, separated 11 June 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-1811 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$6,000", "2": "$26,000", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1811 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37299", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler", "4": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37300", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8638: employee Yuki M., hired 18 April 2023, separated 21 March 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-8638 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$5,000", "2": "$21,667", "3": "$2,375"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37301", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Pablo reports to Mateo.\n- Mara works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Turku.\n- Cedar Retail Group was founded in 2003.\n- Summit Energy is headquartered in Leeds.\n- Yuki reports to Lucia.\n- Lucia reports to Mara.\n- Mateo works for Bluepine Aviation.\n- Lattice Analytics was founded in 2002.\n- Summit Energy was founded in 2013.\n- Stefan works for Bluepine Aviation.\n- Mateo reports to Jonas.\n- Cedar Retail Group is headquartered in Leeds.\n- Lucia works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Lyon.\n- Bluepine Aviation was founded in 2008.\n- Jonas reports to Stefan.\n- Jonas works for Lattice Analytics.\n- Stefan reports to Yuki.\n- Hana reports to Pablo.\n- Hana works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Leeds", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Cobalt Health is headquartered in Valencia.\n- Leila works for Pinnacle Software.\n- Zoya reports to Mara.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Tessa works for Meridian Bank.\n- Tessa reports to Zoya.\n- Sofia reports to Tobias.\n- Cobalt Health was founded in 1976.\n- Ironwood Manufacturing was founded in 2003.\n- Mara reports to Elena.\n- Pablo reports to Sanne.\n- Viktor reports to Sofia.\n- Mara works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Sofia works for Cobalt Health.\n- Tobias works for Pinnacle Software.\n- Viktor works for Cobalt Health.\n- Pinnacle Software was founded in 2007.\n- Meridian Bank is headquartered in Valencia.\n- Sanne works for Meridian Bank.\n- Meridian Bank was founded in 1984.\n- Zoya works for Ironwood Manufacturing.\n- Tobias reports to Tessa.\n- Leila reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37304", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1991.\n- Mei works for Cedar Retail Group.\n- Elena reports to Bruno.\n- Cedar Retail Group is headquartered in Brno.\n- Atlas Freight is headquartered in Halifax.\n- Viktor works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Bruno reports to Callum.\n- Mei reports to Chiara.\n- Callum works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Cobalt Health is headquartered in Brno.\n- Chiara reports to Elena.\n- Zoya reports to Viktor.\n- Pablo reports to Mei.\n- Atlas Freight was founded in 1975.\n- Meridian Bank was founded in 2005.\n- Zoya works for Cobalt Health.\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health was founded in 1987.\n- Viktor reports to Pablo.\n- Chiara works for Atlas Freight.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37305", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-7 (VERSION 2, EFFECTIVE 29 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 29 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6401: employee Dmitri S., hired 07 October 2021, separated 02 April 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6401?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6401 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Helios Logistics.\n- Fernhill Foods was founded in 2007.\n- Vantage Air is headquartered in Ghent.\n- Fernhill Foods is headquartered in Bergen.\n- Helios Logistics was founded in 1989.\n- Lucia reports to Chiara.\n- Anders reports to Mara.\n- Helios Logistics is headquartered in Turku.\n- Mei works for Vantage Air.\n- Anders works for Helios Logistics.\n- Meridian Bank is headquartered in Oslo.\n- Chiara reports to Tobias.\n- Viktor works for Fernhill Foods.\n- Mei reports to Viktor.\n- Mara reports to Jonas.\n- Lucia works for Fernhill Foods.\n- Vantage Air was founded in 2002.\n- Jonas works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Viktor reports to Anders.\n- Jonas reports to Lucia.\n- Meridian Bank was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37307", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'provision access' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'report outage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37308", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 18 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 25 October 2023): For employees hired on or after 25 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 18 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-4068: employee Zoya M., hired 06 May 2020, separated 01 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-4068 under the controlling rules.", "criteria": {"0": "$22,923", "1": "$24,808", "2": "$108,000", "3": "$24,923"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-4068 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37309", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rotate Keys — asks to rotate credentials", "2": "Rollback — asks to revert a deploy", "3": "Scale Up — asks to add capacity", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37310", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Yuki.\n- Wren works for Beacon Insurance.\n- Stefan works for Helios Logistics.\n- Wren reports to Lucia.\n- Beacon Insurance was founded in 1978.\n- Tobias reports to Jonas.\n- Callum works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom was founded in 1983.\n- Mara reports to Wren.\n- Stefan reports to Tobias.\n- Jonas reports to Mara.\n- Helios Logistics was founded in 1995.\n- Crescent Telecom is headquartered in Basel.\n- Mara works for Atlas Freight.\n- Lucia works for Helios Logistics.\n- Atlas Freight is headquartered in Tampere.\n- Atlas Freight was founded in 1997.\n- Lucia reports to Callum.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance is headquartered in Basel.\n- Yuki works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Omar reports to Sofia.\n- Lattice Analytics was founded in 1981.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tessa works for Pinnacle Software.\n- Callum works for Bluepine Aviation.\n- Sofia reports to Bruno.\n- Bruno reports to Tessa.\n- Ingrid reports to Kenji.\n- Ravi works for Pinnacle Software.\n- Aisha reports to Ingrid.\n- Kenji works for Lattice Analytics.\n- Stefan works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Bruno works for Lattice Analytics.\n- Bluepine Aviation was founded in 1980.\n- Sofia works for Lattice Analytics.\n- Jonas reports to Callum.\n- Callum reports to Stefan.\n- Elena works for Ironwood Manufacturing.\n- Stefan reports to Omar.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ingrid works for Ironwood Manufacturing.\n- Jonas works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Tessa reports to Ravi.\n- Ironwood Manufacturing was founded in 1975.\n- Pinnacle Software is headquartered in Oslo.\n- Kenji reports to Elena.\n- Elena reports to Jonas.\n- Pinnacle Software was founded in 2013.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37312", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37313", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-5 (VERSION 3, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-2299: employee Nadia T., hired 13 December 2020, separated 25 March 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-2299?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-2299 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37314", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37315", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_balance", "1": "report_fraud", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37316", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37317", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 08 April 2024): For employees hired on or after 08 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-2531: employee Tessa B., hired 09 March 2023, separated 01 January 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-2531?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-2531 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37318", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3961: employee Mara R., hired 29 November 2022, separated 05 June 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3961?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3961 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37319", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37320", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-9 (VERSION 3, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4337: employee Yuki B., hired 18 April 2023, separated 10 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2025-4337 under the controlling rules.", "criteria": {"0": "$9,100", "1": "$9,188", "2": "$8,100", "3": "$39,433"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4337 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37321", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 04 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 August 2024): For employees hired on or after 27 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 04 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-3178: employee Omar T., hired 28 October 2023, separated 17 April 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-7-2025-3178 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$11,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-3178 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37322", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Restart Service — asks to restart a service", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37323", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "play_music", "1": "set_timer", "2": "weather", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37324", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 10054\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37325", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 20 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 05 November 2022): For employees hired on or after 05 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-1199: employee Bruno S., hired 08 November 2019, separated 16 October 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-1199?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-1199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Dunedin.\n- Beacon Insurance was founded in 1996.\n- Lucia reports to Wren.\n- Amara works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Zoya reports to Lucia.\n- Anders works for Pinnacle Software.\n- Atlas Freight was founded in 1982.\n- Priya works for Atlas Freight.\n- Pinnacle Software was founded in 1975.\n- Mara works for Beacon Insurance.\n- Wren reports to Mara.\n- Northwind Systems was founded in 1975.\n- Pinnacle Software is headquartered in Adelaide.\n- Anders reports to Amara.\n- Mara reports to Priya.\n- Beacon Insurance is headquartered in Adelaide.\n- Zoya works for Northwind Systems.\n- Wren works for Beacon Insurance.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri reports to Anders.\n- Amara reports to Zoya.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37327", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 04 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 04 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-9014: employee Ingrid K., hired 21 June 2020, separated 19 April 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-9014?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-9014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Meridian Bank.\n- Lattice Analytics is headquartered in Valencia.\n- Helios Logistics was founded in 1992.\n- Yuki works for Bluepine Aviation.\n- Kenji works for Lattice Analytics.\n- Sofia reports to Yuki.\n- Zoya works for Bluepine Aviation.\n- Yuki reports to Mateo.\n- Sanne reports to Zoya.\n- Elena works for Lattice Analytics.\n- Helios Logistics is headquartered in Ghent.\n- Meridian Bank was founded in 1991.\n- Stefan reports to Ravi.\n- Sanne works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Austin.\n- Meridian Bank is headquartered in Ghent.\n- Mateo reports to Sanne.\n- Mateo works for Helios Logistics.\n- Priya works for Meridian Bank.\n- Lattice Analytics was founded in 1981.\n- Bluepine Aviation was founded in 2011.\n- Elena reports to Sofia.\n- Stefan works for Helios Logistics.\n- Wren works for Bluepine Aviation.\n- Zoya reports to Priya.\n- Priya reports to Wren.\n- Ravi reports to Kenji.\n- Tessa works for Helios Logistics.\n- Tessa reports to Elena.\n- Sofia works for Bluepine Aviation.\n- Kenji reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37329", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "send_message", "1": "play_music", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37330", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY RET-2 (VERSION 5, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 June 2024): For employees hired on or after 07 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-6777: employee Amara T., hired 20 January 2021, separated 24 December 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-6777?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-6777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37331", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Nadia works for Lattice Analytics.\n- Dmitri reports to Jonas.\n- Vantage Air was founded in 2004.\n- Mara works for Northwind Systems.\n- Pablo works for Lattice Analytics.\n- Dmitri works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1992.\n- Mateo works for Northwind Systems.\n- Lattice Analytics is headquartered in Nagoya.\n- Ironwood Manufacturing was founded in 1995.\n- Ironwood Manufacturing is headquartered in Brno.\n- Mateo reports to Mara.\n- Pablo reports to Nadia.\n- Nadia reports to Callum.\n- Northwind Systems was founded in 2014.\n- Callum works for Northwind Systems.\n- Callum reports to Anders.\n- Northwind Systems is headquartered in Austin.\n- Vantage Air is headquartered in Austin.\n- Mara reports to Pablo.\n- Jonas reports to Mateo.\n- Jonas works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37332", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Nagoya.\n- Jonas works for Cedar Retail Group.\n- Hana reports to Jonas.\n- Jonas reports to Chiara.\n- Pinnacle Software is headquartered in Malmo.\n- Mei reports to Tessa.\n- Pinnacle Software was founded in 1986.\n- Beacon Insurance was founded in 1985.\n- Hana works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1976.\n- Tessa reports to Mateo.\n- Tessa works for Cedar Retail Group.\n- Chiara reports to Aisha.\n- Mateo reports to Zoya.\n- Mei works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Aisha reports to Mei.\n- Bluepine Aviation was founded in 2006.\n- Cedar Retail Group is headquartered in Turku.\n- Zoya works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Bluepine Aviation", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37333", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 4, EFFECTIVE 16 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 16 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2489: employee Amara M., hired 29 August 2024, separated 30 April 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2489?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37334", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 14 September 2025): For employees hired on or after 14 September 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-5606: employee Tobias R., hired 06 November 2024, separated 15 January 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-5606 under the controlling rules.", "criteria": {"0": "$3,600", "1": "$17,333", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-5606 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37335", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 03 July 2025): For employees hired on or after 03 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-4361: employee Anders R., hired 14 May 2024, separated 12 August 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-4361?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-4361 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37336", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 November 2022): For employees hired on or after 18 November 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1590: employee Ravi A., hired 09 July 2021, separated 09 March 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1590?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1590 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37337", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "cancels a booking", "3": "reports lost baggage", "4": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37338", "family": "intent_hardneg", "state": "Incoming travel message:\n\"my bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37339", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-9752: employee Elena R., hired 25 August 2021, separated 08 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-9752?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-9752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1997.\n- Hana works for Meridian Bank.\n- Mateo reports to Deshawn.\n- Leila works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 1986.\n- Felix reports to Mateo.\n- Omar reports to Leila.\n- Callum reports to Sanne.\n- Deshawn works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Lattice Analytics is headquartered in Basel.\n- Anders works for Northwind Systems.\n- Mei reports to Pablo.\n- Leila reports to Mei.\n- Mara reports to Hana.\n- Northwind Systems is headquartered in Valencia.\n- Meridian Bank was founded in 2002.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Basel.\n- Pablo reports to Callum.\n- Mara works for Meridian Bank.\n- Pablo works for Lattice Analytics.\n- Sanne works for Northwind Systems.\n- Mei works for Northwind Systems.\n- Deshawn reports to Anders.\n- Hana reports to Felix.\n- Fernhill Foods is headquartered in Oslo.\n- Lattice Analytics was founded in 2015.\n- Anders reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Valencia", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37341", "family": "intent_v3", "state": "Incoming smart home message:\n\"Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to play audio", "1": "asks about weather", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Deshawn.\n- Meridian Bank was founded in 2001.\n- Kenji reports to Felix.\n- Meridian Bank is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Bergen.\n- Fernhill Foods is headquartered in Bergen.\n- Kenji works for Fernhill Foods.\n- Dmitri reports to Kenji.\n- Nadia works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Bruno works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Felix works for Meridian Bank.\n- Beacon Insurance was founded in 1995.\n- Fernhill Foods was founded in 1999.\n- Tessa reports to Nadia.\n- Atlas Freight was founded in 2013.\n- Dmitri works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Callum reports to Dmitri.\n- Stefan reports to Sofia.\n- Sofia reports to Tessa.\n- Stefan works for Fernhill Foods.\n- Deshawn works for Atlas Freight.\n- Bruno reports to Stefan.\n- Deshawn reports to Bruno.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Atlas Freight", "3": "Meridian Bank"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37343", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37344", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37345", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-2 (VERSION 3, EFFECTIVE 20 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 28 April 2025): For employees hired on or after 28 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 20 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1445: employee Dmitri T., hired 10 October 2024, separated 21 November 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-1445 under the controlling rules.", "criteria": {"0": "$1,375", "1": "$4,500", "2": "$2,500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1445 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37346", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Stefan.\n- Elena works for Bluepine Aviation.\n- Emeka reports to Felix.\n- Vantage Air is headquartered in Cork.\n- Beacon Insurance was founded in 2009.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 1998.\n- Stefan works for Vantage Air.\n- Pablo reports to Omar.\n- Felix works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Anders reports to Nadia.\n- Nadia works for Bluepine Aviation.\n- Pablo works for Summit Energy.\n- Bluepine Aviation is headquartered in Dunedin.\n- Omar works for Bluepine Aviation.\n- Omar reports to Anders.\n- Bluepine Aviation was founded in 1999.\n- Stefan reports to Emeka.\n- Vantage Air was founded in 1986.\n- Emeka works for Summit Energy.\n- Anders works for Vantage Air.\n- Nadia reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37347", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 5, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 22 August 2023): For employees hired on or after 22 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8560: employee Elena M., hired 20 April 2020, separated 20 September 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-8560?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37349", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5053: employee Amara B., hired 05 March 2021, separated 27 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5053?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5053 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37350", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 April 2024): For employees hired on or after 19 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1289: employee Mei M., hired 06 October 2022, separated 26 August 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-1289?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1289 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37351", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 April 2024): For employees hired on or after 03 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-2243: employee Emeka A., hired 02 January 2021, separated 22 June 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2026-2243 under the controlling rules.", "criteria": {"0": "$36,833", "1": "$8,500", "2": "$8,438", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-2243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Adelaide.\n- Cobalt Health is headquartered in Basel.\n- Ingrid works for Fernhill Foods.\n- Jonas reports to Aisha.\n- Nadia works for Cobalt Health.\n- Mateo reports to Nadia.\n- Atlas Freight was founded in 2005.\n- Mateo works for Fernhill Foods.\n- Cobalt Health was founded in 1978.\n- Aisha works for Fernhill Foods.\n- Priya reports to Mateo.\n- Amara works for Fernhill Foods.\n- Tessa reports to Jonas.\n- Aisha reports to Amara.\n- Amara reports to Ingrid.\n- Jonas works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Atlas Freight.\n- Northwind Systems is headquartered in Leeds.\n- Priya works for Fernhill Foods.\n- Nadia reports to Tessa.\n- Northwind Systems was founded in 1984.\n- Fernhill Foods was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37353", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 23 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 01 March 2023): For employees hired on or after 01 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 23 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-8069: employee Aisha A., hired 29 November 2020, separated 01 May 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-8069?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-8069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37354", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7164: employee Amara K., hired 17 November 2020, separated 26 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-7164?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37355", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong color sent on 40772 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_order", "1": "track_order", "2": "report_damage", "3": "exchange_item", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37356", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 August 2023): For employees hired on or after 26 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-5228: employee Pablo M., hired 12 July 2022, separated 14 March 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-5228?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-5228 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37357", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37358", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37359", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37360", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "file_claim", "3": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37361", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2013.\n- Dmitri works for Beacon Insurance.\n- Anders reports to Yuki.\n- Felix reports to Stefan.\n- Elena works for Vantage Air.\n- Priya reports to Elena.\n- Priya works for Vantage Air.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 1996.\n- Vantage Air is headquartered in Nagoya.\n- Wren reports to Dmitri.\n- Anders works for Meridian Bank.\n- Cobalt Health is headquartered in Tallinn.\n- Meridian Bank was founded in 1976.\n- Kenji works for Vantage Air.\n- Yuki reports to Priya.\n- Stefan reports to Wren.\n- Felix works for Cobalt Health.\n- Elena reports to Felix.\n- Bruno works for Vantage Air.\n- Wren works for Cobalt Health.\n- Beacon Insurance is headquartered in Valencia.\n- Kenji reports to Bruno.\n- Meridian Bank is headquartered in Nagoya.\n- Bruno reports to Anders.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37363", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-2 (VERSION 7, EFFECTIVE 29 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 20 August 2025): For employees hired on or after 20 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 29 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-3042: employee Aisha K., hired 06 August 2024, separated 13 May 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-3042?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-3042 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37364", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-3 (VERSION 7, EFFECTIVE 07 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-3704: employee Elena R., hired 06 July 2021, separated 06 March 2025 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-3704 under the controlling rules.", "criteria": {"0": "$9,250", "1": "$9,200", "2": "$11,200", "3": "$39,867"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-3704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37365", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'refill rx' handler", "4": "Route to the 'test results' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37366", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1979.\n- Chiara reports to Mateo.\n- Cedar Retail Group is headquartered in Valencia.\n- Jonas reports to Zoya.\n- Felix works for Cedar Retail Group.\n- Vantage Air is headquartered in Ghent.\n- Zoya reports to Felix.\n- Cobalt Health is headquartered in Austin.\n- Vantage Air was founded in 1978.\n- Deshawn reports to Lucia.\n- Jonas works for Vantage Air.\n- Beacon Insurance is headquartered in Tampere.\n- Lucia reports to Jonas.\n- Beacon Insurance was founded in 1982.\n- Deshawn works for Cedar Retail Group.\n- Sofia works for Vantage Air.\n- Mateo reports to Deshawn.\n- Lucia works for Cobalt Health.\n- Felix reports to Sofia.\n- Zoya works for Cedar Retail Group.\n- Mateo works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Cobalt Health was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Ghent", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Summit Energy.\n- Elena reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Mateo works for Summit Energy.\n- Mei reports to Stefan.\n- Amara reports to Mateo.\n- Vantage Air is headquartered in Bergen.\n- Tobias reports to Amara.\n- Omar reports to Lucia.\n- Bruno reports to Omar.\n- Elena works for Cobalt Health.\n- Lucia works for Vantage Air.\n- Mateo reports to Callum.\n- Omar works for Vantage Air.\n- Lucia reports to Mei.\n- Summit Energy was founded in 1980.\n- Cobalt Health is headquartered in Bergen.\n- Stefan reports to Elena.\n- Stefan works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Ironwood Manufacturing was founded in 2010.\n- Amara works for Ironwood Manufacturing.\n- Wren reports to Tobias.\n- Cobalt Health was founded in 1986.\n- Tobias works for Vantage Air.\n- Mei works for Cobalt Health.\n- Summit Energy is headquartered in Tallinn.\n- Callum works for Cobalt Health.\n- Nadia reports to Bruno.\n- Nadia works for Ironwood Manufacturing.\n- Vantage Air was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Vantage Air", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37368", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Restart Service — asks to restart a service", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37369", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 04 February 2024): For employees hired on or after 04 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2821: employee Nadia K., hired 28 January 2022, separated 17 July 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2821?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37370", "family": "intent_v3", "state": "Incoming support message:\n\"20868 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "change_address", "2": "request_refund", "3": "track_order", "4": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37371", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-9817: employee Yuki K., hired 28 June 2023, separated 31 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-9817?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-9817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37372", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "books airfare", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37373", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY TRV-6 (VERSION 3, EFFECTIVE 31 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 September 2023): For employees hired on or after 14 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 31 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-6704: employee Stefan B., hired 09 August 2023, separated 26 February 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-6704?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-6704 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37374", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37375", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Amara reports to Omar.\n- Nadia reports to Dmitri.\n- Helios Logistics was founded in 2010.\n- Dmitri reports to Wren.\n- Omar reports to Stefan.\n- Atlas Freight is headquartered in Turku.\n- Wren works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Wren reports to Amara.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 2009.\n- Omar works for Cobalt Health.\n- Atlas Freight was founded in 1988.\n- Stefan works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Crescent Telecom is headquartered in Halifax.\n- Deshawn reports to Nadia.\n- Deshawn works for Helios Logistics.\n- Amara works for Crescent Telecom.\n- Stefan reports to Mara.\n- Cobalt Health is headquartered in Leeds.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1991", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37376", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "check_balance", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37377", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Callum.\n- Sanne reports to Mateo.\n- Dmitri reports to Sofia.\n- Crescent Telecom was founded in 2007.\n- Meridian Bank is headquartered in Cork.\n- Ravi reports to Deshawn.\n- Chiara reports to Ravi.\n- Elena reports to Sanne.\n- Chiara works for Meridian Bank.\n- Dmitri works for Beacon Insurance.\n- Callum works for Crescent Telecom.\n- Beacon Insurance is headquartered in Austin.\n- Ravi works for Cobalt Health.\n- Sofia works for Beacon Insurance.\n- Callum reports to Elena.\n- Deshawn works for Meridian Bank.\n- Sanne works for Crescent Telecom.\n- Hana reports to Dmitri.\n- Meridian Bank was founded in 2013.\n- Elena works for Cobalt Health.\n- Beacon Insurance was founded in 1995.\n- Crescent Telecom is headquartered in Adelaide.\n- Cobalt Health was founded in 1978.\n- Mateo works for Beacon Insurance.\n- Cobalt Health is headquartered in Porto.\n- Hana works for Meridian Bank.\n- Mateo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37378", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 06 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 11 March 2025): For employees hired on or after 11 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 06 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9728: employee Mara A., hired 21 June 2024, separated 30 May 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9728?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9728 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37379", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Priya works for Pinnacle Software.\n- Tessa works for Beacon Insurance.\n- Deshawn reports to Nadia.\n- Nadia reports to Priya.\n- Pinnacle Software was founded in 2011.\n- Atlas Freight is headquartered in Porto.\n- Tessa reports to Elena.\n- Beacon Insurance is headquartered in Basel.\n- Tobias works for Pinnacle Software.\n- Tobias reports to Tessa.\n- Zoya reports to Viktor.\n- Beacon Insurance was founded in 1996.\n- Summit Energy was founded in 2008.\n- Elena reports to Zoya.\n- Atlas Freight was founded in 2010.\n- Summit Energy is headquartered in Nagoya.\n- Nadia works for Atlas Freight.\n- Deshawn works for Beacon Insurance.\n- Elena works for Pinnacle Software.\n- Viktor works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Viktor reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37381", "family": "intent_v3", "state": "Incoming support message:\n\"Re: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "exchange_item", "3": "report_damage", "4": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37382", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-6 (VERSION 2, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 10 July 2023): For employees hired on or after 10 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3166: employee Zoya B., hired 13 November 2019, separated 28 July 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-3166?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37383", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare", "4": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37384", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY EXP-2 (VERSION 3, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 February 2023): For employees hired on or after 25 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-9305: employee Kenji M., hired 19 July 2020, separated 10 August 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-9305 under the controlling rules.", "criteria": {"0": "$10,250", "1": "$10,200", "2": "$9,700", "3": "$44,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-9305 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37385", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1983.\n- Vantage Air was founded in 1998.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Yuki reports to Bruno.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Nadia reports to Mara.\n- Omar reports to Nadia.\n- Mara reports to Tessa.\n- Emeka works for Vantage Air.\n- Lattice Analytics is headquartered in Brno.\n- Yuki works for Beacon Insurance.\n- Summit Energy was founded in 1989.\n- Elena reports to Omar.\n- Mara works for Lattice Analytics.\n- Anders works for Vantage Air.\n- Anders reports to Elena.\n- Dmitri works for Summit Energy.\n- Wren reports to Hana.\n- Wren works for Lattice Analytics.\n- Vantage Air is headquartered in Brno.\n- Nadia works for Lattice Analytics.\n- Omar works for Vantage Air.\n- Tessa works for Beacon Insurance.\n- Dmitri reports to Emeka.\n- Hana reports to Anders.\n- Emeka reports to Wren.\n- Beacon Insurance was founded in 2011.\n- Bruno reports to Dmitri.\n- Hana works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Summit Energy", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Tampere.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Mei.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Cedar Retail Group was founded in 2013.\n- Tobias reports to Mara.\n- Lattice Analytics was founded in 2007.\n- Mara works for Cedar Retail Group.\n- Pablo reports to Chiara.\n- Mei works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Jonas works for Lattice Analytics.\n- Cobalt Health was founded in 1997.\n- Yuki reports to Pablo.\n- Tobias works for Cobalt Health.\n- Yuki works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Lucia works for Cedar Retail Group.\n- Ravi works for Lattice Analytics.\n- Mei reports to Jonas.\n- Beacon Insurance was founded in 1978.\n- Lucia reports to Bruno.\n- Mara reports to Yuki.\n- Bruno reports to Tobias.\n- Ravi reports to Lucia.\n- Beacon Insurance is headquartered in Halifax.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "1995", "2": "1997", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37387", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Set Timer — asks for a countdown timer", "3": "Play Music — asks to play audio", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Porto.\n- Pinnacle Software was founded in 1989.\n- Mateo reports to Wren.\n- Summit Energy is headquartered in Austin.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Zoya.\n- Mei works for Summit Energy.\n- Callum reports to Mateo.\n- Felix reports to Sanne.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 1984.\n- Beacon Insurance is headquartered in Porto.\n- Bruno works for Fernhill Foods.\n- Summit Energy was founded in 1980.\n- Dmitri reports to Bruno.\n- Bruno reports to Mei.\n- Tessa works for Pinnacle Software.\n- Sanne works for Summit Energy.\n- Zoya reports to Dmitri.\n- Wren reports to Felix.\n- Mateo works for Pinnacle Software.\n- Felix works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Pinnacle Software is headquartered in Malmo.\n- Tessa reports to Callum.\n- Wren works for Fernhill Foods.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37389", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 September 2025): For employees hired on or after 04 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6735: employee Priya B., hired 01 June 2025, separated 14 January 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-6735?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6735 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Hana.\n- Sofia works for Fernhill Foods.\n- Sofia reports to Kenji.\n- Crescent Telecom is headquartered in Basel.\n- Yuki works for Crescent Telecom.\n- Summit Energy is headquartered in Austin.\n- Mei works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Wren works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Meridian Bank was founded in 1977.\n- Fernhill Foods was founded in 1978.\n- Wren reports to Dmitri.\n- Hana reports to Sofia.\n- Kenji reports to Yuki.\n- Crescent Telecom was founded in 2008.\n- Kenji works for Fernhill Foods.\n- Mateo reports to Elena.\n- Summit Energy was founded in 2009.\n- Dmitri reports to Mei.\n- Meridian Bank is headquartered in Turku.\n- Anders works for Meridian Bank.\n- Yuki reports to Anders.\n- Mateo works for Crescent Telecom.\n- Anders reports to Wren.\n- Fernhill Foods is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37391", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'update benefits' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37392", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Hana.\n- Sanne reports to Elena.\n- Yuki works for Ironwood Manufacturing.\n- Callum reports to Yuki.\n- Viktor works for Beacon Insurance.\n- Fernhill Foods is headquartered in Oslo.\n- Elena reports to Priya.\n- Hana works for Ironwood Manufacturing.\n- Ravi works for Beacon Insurance.\n- Fernhill Foods was founded in 1997.\n- Priya reports to Omar.\n- Wren works for Cedar Retail Group.\n- Beacon Insurance was founded in 1982.\n- Priya works for Fernhill Foods.\n- Omar reports to Ravi.\n- Cedar Retail Group is headquartered in Cork.\n- Amara works for Fernhill Foods.\n- Amara reports to Zoya.\n- Cedar Retail Group was founded in 1990.\n- Zoya works for Fernhill Foods.\n- Beacon Insurance is headquartered in Oslo.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Callum works for Fernhill Foods.\n- Zoya reports to Sanne.\n- Hana reports to Amara.\n- Sanne works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Viktor reports to Wren.\n- Elena works for Beacon Insurance.\n- Yuki reports to Viktor.\n- Ironwood Manufacturing was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37394", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 4, EFFECTIVE 15 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 15 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5212: employee Sanne R., hired 01 November 2023, separated 16 November 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5212?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37395", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 84934\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants the delivery address updated", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37396", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "play_music", "4": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Adelaide.\n- Meridian Bank was founded in 2002.\n- Lattice Analytics was founded in 1994.\n- Mara works for Meridian Bank.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods was founded in 2011.\n- Felix reports to Pablo.\n- Sanne works for Lattice Analytics.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Meridian Bank is headquartered in Porto.\n- Mateo reports to Hana.\n- Pablo works for Beacon Insurance.\n- Jonas reports to Elena.\n- Ingrid works for Beacon Insurance.\n- Zoya reports to Sanne.\n- Elena works for Fernhill Foods.\n- Sanne reports to Ingrid.\n- Beacon Insurance is headquartered in Porto.\n- Hana reports to Felix.\n- Beacon Insurance was founded in 2013.\n- Felix works for Beacon Insurance.\n- Sofia reports to Jonas.\n- Zoya works for Fernhill Foods.\n- Mara reports to Chiara.\n- Hana works for Lattice Analytics.\n- Elena reports to Zoya.\n- Jonas works for Fernhill Foods.\n- Ingrid reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37398", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Lattice Analytics.\n- Chiara reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Pinnacle Software was founded in 2015.\n- Bluepine Aviation is headquartered in Bergen.\n- Chiara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Dunedin.\n- Lattice Analytics was founded in 2000.\n- Omar works for Lattice Analytics.\n- Priya works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1978.\n- Nadia reports to Omar.\n- Hana reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Ingrid works for Bluepine Aviation.\n- Fernhill Foods was founded in 1999.\n- Priya reports to Hana.\n- Ingrid reports to Tobias.\n- Emeka reports to Ingrid.\n- Tobias works for Bluepine Aviation.\n- Omar reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Priya reports to Lucia.\n- Bruno works for Northwind Systems.\n- Priya works for Summit Energy.\n- Sofia works for Summit Energy.\n- Deshawn works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Nadia works for Vantage Air.\n- Vantage Air is headquartered in Leeds.\n- Beacon Insurance was founded in 1984.\n- Deshawn reports to Nadia.\n- Northwind Systems is headquartered in Ghent.\n- Lucia reports to Sofia.\n- Vantage Air was founded in 1981.\n- Mara works for Vantage Air.\n- Nadia reports to Bruno.\n- Northwind Systems was founded in 2004.\n- Lucia works for Northwind Systems.\n- Sofia reports to Mara.\n- Mara reports to Felix.\n- Felix works for Beacon Insurance.\n- Felix reports to Deshawn.\n- Summit Energy is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2017", "2": "2014", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37400", "family": "intent_hardneg", "state": "Incoming support message:\n\"don't need the item anymore — cancel order 76772\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Helios Logistics was founded in 1998.\n- Lattice Analytics was founded in 1986.\n- Bruno works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1983.\n- Crescent Telecom was founded in 2011.\n- Lucia reports to Tessa.\n- Aisha works for Crescent Telecom.\n- Sanne reports to Lucia.\n- Priya reports to Sanne.\n- Tessa reports to Bruno.\n- Amara works for Crescent Telecom.\n- Amara reports to Felix.\n- Aisha reports to Pablo.\n- Priya works for Ironwood Manufacturing.\n- Viktor reports to Zoya.\n- Crescent Telecom is headquartered in Adelaide.\n- Bruno reports to Hana.\n- Sanne works for Helios Logistics.\n- Viktor works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Pablo reports to Viktor.\n- Lucia works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Helios Logistics is headquartered in Austin.\n- Felix works for Ironwood Manufacturing.\n- Felix reports to Aisha.\n- Hana reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37402", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 5, EFFECTIVE 07 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 07 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9307: employee Tobias M., hired 16 September 2023, separated 08 May 2025 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-9307 under the controlling rules.", "criteria": {"0": "$10,385", "1": "$45,000", "2": "$4,154", "3": "$12,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37403", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37404", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1996.\n- Pablo reports to Tessa.\n- Deshawn works for Northwind Systems.\n- Priya reports to Chiara.\n- Cobalt Health is headquartered in Nagoya.\n- Wren works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tampere.\n- Helios Logistics was founded in 2013.\n- Deshawn reports to Mateo.\n- Chiara works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Chiara reports to Ravi.\n- Priya works for Northwind Systems.\n- Zoya reports to Pablo.\n- Mateo reports to Zoya.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Northwind Systems was founded in 1977.\n- Pablo works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Cobalt Health was founded in 1995.\n- Tessa reports to Amara.\n- Zoya works for Helios Logistics.\n- Wren reports to Priya.\n- Tessa works for Cobalt Health.\n- Amara reports to Wren.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37405", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37406", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 11221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37407", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 3, EFFECTIVE 19 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 10 August 2024): For employees hired on or after 10 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5738: employee Mateo K., hired 26 January 2023, separated 25 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5738?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5738 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37408", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37409", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Report Outage — reports a system outage", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37410", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "deprovision", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37411", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Leeds.\n- Callum reports to Mara.\n- Anders works for Vantage Air.\n- Mara reports to Zoya.\n- Vantage Air is headquartered in Leeds.\n- Meridian Bank was founded in 1988.\n- Tessa works for Vantage Air.\n- Sofia works for Meridian Bank.\n- Atlas Freight is headquartered in Adelaide.\n- Northwind Systems is headquartered in Leeds.\n- Priya works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Priya reports to Callum.\n- Sofia reports to Priya.\n- Callum works for Vantage Air.\n- Atlas Freight was founded in 2002.\n- Zoya reports to Anders.\n- Vantage Air was founded in 1978.\n- Mara works for Vantage Air.\n- Zoya works for Vantage Air.\n- Emeka works for Atlas Freight.\n- Emeka reports to Sofia.\n- Tessa reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37413", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7457: employee Ravi T., hired 24 November 2021, separated 16 February 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7457?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7457 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Zoya.\n- Omar works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods is headquartered in Cork.\n- Crescent Telecom was founded in 2006.\n- Dmitri reports to Mateo.\n- Vantage Air was founded in 2004.\n- Mateo reports to Omar.\n- Ravi works for Vantage Air.\n- Pinnacle Software is headquartered in Malmo.\n- Vantage Air is headquartered in Malmo.\n- Fernhill Foods was founded in 2015.\n- Ravi reports to Lucia.\n- Zoya reports to Bruno.\n- Crescent Telecom is headquartered in Malmo.\n- Pinnacle Software was founded in 2003.\n- Bruno reports to Ravi.\n- Mateo works for Pinnacle Software.\n- Lucia reports to Dmitri.\n- Dmitri works for Vantage Air.\n- Bruno works for Vantage Air.\n- Pablo works for Crescent Telecom.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2001", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37415", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Crescent Telecom.\n- Northwind Systems is headquartered in Leeds.\n- Pablo works for Beacon Insurance.\n- Zoya reports to Pablo.\n- Ravi reports to Deshawn.\n- Meridian Bank is headquartered in Leeds.\n- Crescent Telecom is headquartered in Malmo.\n- Dmitri works for Northwind Systems.\n- Lucia works for Crescent Telecom.\n- Northwind Systems was founded in 2012.\n- Tessa reports to Ravi.\n- Beacon Insurance was founded in 2009.\n- Dmitri reports to Lucia.\n- Meridian Bank was founded in 1983.\n- Stefan reports to Zoya.\n- Beacon Insurance is headquartered in Bergen.\n- Stefan works for Beacon Insurance.\n- Ravi works for Crescent Telecom.\n- Zoya works for Meridian Bank.\n- Deshawn works for Northwind Systems.\n- Pablo reports to Tessa.\n- Crescent Telecom was founded in 2001.\n- Lucia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37417", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 29 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 29 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9464: employee Stefan R., hired 20 November 2022, separated 10 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9464?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9464 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37418", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 25 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 July 2024): For employees hired on or after 26 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8983: employee Wren R., hired 29 November 2020, separated 12 January 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-8983 under the controlling rules.", "criteria": {"0": "$128,000", "1": "$29,038", "2": "$29,538", "3": "$29,423"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37419", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Valencia.\n- Priya reports to Leila.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Felix reports to Mei.\n- Pinnacle Software was founded in 1976.\n- Mei works for Cedar Retail Group.\n- Omar reports to Felix.\n- Bluepine Aviation was founded in 2000.\n- Bluepine Aviation is headquartered in Brno.\n- Pinnacle Software is headquartered in Austin.\n- Yuki reports to Omar.\n- Ironwood Manufacturing was founded in 2005.\n- Leila reports to Yuki.\n- Wren works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 1980.\n- Wren reports to Priya.\n- Felix works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37420", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Valencia.\n- Deshawn works for Pinnacle Software.\n- Pinnacle Software is headquartered in Valencia.\n- Kenji works for Summit Energy.\n- Felix works for Northwind Systems.\n- Summit Energy was founded in 1992.\n- Leila works for Summit Energy.\n- Northwind Systems was founded in 1976.\n- Crescent Telecom was founded in 1989.\n- Kenji reports to Jonas.\n- Deshawn reports to Anders.\n- Lucia works for Summit Energy.\n- Crescent Telecom is headquartered in Ghent.\n- Jonas works for Pinnacle Software.\n- Anders works for Northwind Systems.\n- Lucia reports to Kenji.\n- Pablo works for Summit Energy.\n- Jonas reports to Felix.\n- Felix reports to Deshawn.\n- Pablo reports to Lucia.\n- Leila reports to Pablo.\n- Summit Energy is headquartered in Bergen.\n- Pinnacle Software was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37421", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-7982: employee Aisha A., hired 11 March 2022, separated 16 July 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-7982?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-7982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37422", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-4 (VERSION 5, EFFECTIVE 15 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 04 May 2025): For employees hired on or after 04 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 15 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1788: employee Ingrid S., hired 23 July 2022, separated 18 June 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1788?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1788 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37423", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-2 (VERSION 2, EFFECTIVE 21 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 13 June 2025): For employees hired on or after 13 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 21 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-6255: employee Anders S., hired 08 December 2021, separated 26 February 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-6255?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-6255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37424", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sanne.\n- Mei works for Summit Energy.\n- Stefan works for Northwind Systems.\n- Tessa works for Crescent Telecom.\n- Chiara reports to Stefan.\n- Northwind Systems was founded in 2013.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Aisha reports to Deshawn.\n- Pablo reports to Mara.\n- Sanne works for Summit Energy.\n- Northwind Systems is headquartered in Nagoya.\n- Pablo works for Crescent Telecom.\n- Mara works for Northwind Systems.\n- Deshawn reports to Chiara.\n- Bruno works for Summit Energy.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1979.\n- Crescent Telecom is headquartered in Ghent.\n- Summit Energy is headquartered in Lyon.\n- Tessa reports to Priya.\n- Ironwood Manufacturing was founded in 2015.\n- Priya reports to Anders.\n- Anders reports to Pablo.\n- Deshawn works for Ironwood Manufacturing.\n- Priya works for Crescent Telecom.\n- Summit Energy was founded in 2014.\n- Mara reports to Bruno.\n- Chiara works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Mei reports to Tessa.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2008", "2": "2013", "3": "2016"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37425", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37426", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Tampere.\n- Stefan reports to Mateo.\n- Felix works for Northwind Systems.\n- Omar works for Ironwood Manufacturing.\n- Tobias works for Fernhill Foods.\n- Stefan works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Austin.\n- Mateo works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Pablo reports to Tobias.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Tobias reports to Felix.\n- Lattice Analytics was founded in 1985.\n- Northwind Systems was founded in 1992.\n- Amara reports to Stefan.\n- Pablo works for Lattice Analytics.\n- Omar reports to Pablo.\n- Felix reports to Ingrid.\n- Ingrid reports to Amara.\n- Fernhill Foods was founded in 2009.\n- Ironwood Manufacturing was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37427", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2000.\n- Tobias reports to Kenji.\n- Bruno works for Pinnacle Software.\n- Dmitri reports to Stefan.\n- Bluepine Aviation is headquartered in Halifax.\n- Ingrid reports to Bruno.\n- Dmitri works for Fernhill Foods.\n- Stefan reports to Viktor.\n- Mei reports to Zoya.\n- Ingrid works for Pinnacle Software.\n- Cobalt Health is headquartered in Porto.\n- Kenji reports to Aisha.\n- Mei works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tallinn.\n- Zoya reports to Sanne.\n- Pinnacle Software was founded in 2008.\n- Aisha works for Pinnacle Software.\n- Sanne reports to Ingrid.\n- Ravi works for Fernhill Foods.\n- Cobalt Health was founded in 1980.\n- Aisha reports to Dmitri.\n- Kenji works for Cobalt Health.\n- Pinnacle Software is headquartered in Porto.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Sanne works for Fernhill Foods.\n- Bruno reports to Ravi.\n- Zoya works for Bluepine Aviation.\n- Viktor works for Cobalt Health.\n- Stefan works for Pinnacle Software.\n- Ravi reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37429", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "check_logs", "3": "restart_service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37430", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 03 April 2025): For employees hired on or after 03 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-3505: employee Hana S., hired 06 December 2024, separated 17 October 2026 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-6-2025-3505 under the controlling rules.", "criteria": {"0": "$3,800", "1": "$6,000", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-3505 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Viktor.\n- Jonas reports to Mei.\n- Sofia works for Cedar Retail Group.\n- Tessa works for Northwind Systems.\n- Mei reports to Deshawn.\n- Summit Energy was founded in 2011.\n- Zoya works for Northwind Systems.\n- Viktor reports to Sofia.\n- Deshawn reports to Wren.\n- Leila works for Northwind Systems.\n- Zoya reports to Dmitri.\n- Wren reports to Zoya.\n- Viktor works for Summit Energy.\n- Mei works for Northwind Systems.\n- Ravi works for Summit Energy.\n- Bluepine Aviation was founded in 2002.\n- Dmitri reports to Ravi.\n- Northwind Systems was founded in 1982.\n- Jonas works for Cedar Retail Group.\n- Wren works for Cedar Retail Group.\n- Callum works for Summit Energy.\n- Summit Energy is headquartered in Brno.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Cedar Retail Group is headquartered in Austin.\n- Deshawn works for Cedar Retail Group.\n- Northwind Systems is headquartered in Austin.\n- Leila reports to Jonas.\n- Ravi reports to Tessa.\n- Sofia reports to Leila.\n- Bluepine Aviation is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Brno", "2": "Austin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37432", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-8 (VERSION 5, EFFECTIVE 30 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 30 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-2199: employee Jonas B., hired 01 September 2020, separated 12 November 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-2199?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-2199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37433", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 28 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 23 March 2024): For employees hired on or after 23 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-7600: employee Elena T., hired 21 July 2020, separated 05 September 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-7600?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-7600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37434", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37435", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Atlas Freight.\n- Nadia works for Meridian Bank.\n- Viktor reports to Sanne.\n- Meridian Bank was founded in 1980.\n- Cedar Retail Group is headquartered in Nagoya.\n- Crescent Telecom was founded in 2012.\n- Priya works for Atlas Freight.\n- Stefan reports to Callum.\n- Callum reports to Nadia.\n- Crescent Telecom is headquartered in Tampere.\n- Amara reports to Viktor.\n- Hana works for Atlas Freight.\n- Atlas Freight is headquartered in Nagoya.\n- Amara works for Cedar Retail Group.\n- Meridian Bank is headquartered in Porto.\n- Atlas Freight was founded in 1983.\n- Nadia reports to Priya.\n- Hana reports to Stefan.\n- Sanne works for Atlas Freight.\n- Viktor works for Meridian Bank.\n- Sanne reports to Hana.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Meridian Bank", "2": "Atlas Freight", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37436", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37437", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "requests a receipt or invoice", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Bruno.\n- Callum works for Lattice Analytics.\n- Priya works for Cobalt Health.\n- Bruno works for Lattice Analytics.\n- Leila reports to Viktor.\n- Elena reports to Priya.\n- Kenji reports to Leila.\n- Mei works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Turku.\n- Crescent Telecom is headquartered in Adelaide.\n- Mei reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Chiara works for Ironwood Manufacturing.\n- Bruno reports to Kenji.\n- Elena works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 2013.\n- Lattice Analytics is headquartered in Oslo.\n- Crescent Telecom was founded in 1990.\n- Lattice Analytics was founded in 2013.\n- Kenji works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Zoya reports to Chiara.\n- Chiara reports to Elena.\n- Ironwood Manufacturing was founded in 1992.\n- Priya reports to Callum.\n- Cobalt Health is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Adelaide", "2": "Turku", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37439", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-5 (VERSION 7, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 13 October 2023): For employees hired on or after 13 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-2187: employee Jonas R., hired 29 August 2021, separated 07 August 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-5-2025-2187 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$6,692", "2": "$10,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-2187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37440", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-8 (VERSION 2, EFFECTIVE 01 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 04 July 2024): For employees hired on or after 04 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 01 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-9395: employee Dmitri T., hired 02 June 2024, separated 27 June 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2026-9395 under the controlling rules.", "criteria": {"0": "$15,167", "1": "$3,438", "2": "$3,500", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-9395 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37441", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 02 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 June 2025): For employees hired on or after 30 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 02 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3022: employee Ravi M., hired 11 August 2022, separated 23 September 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-3022 under the controlling rules.", "criteria": {"0": "$68,625", "1": "$14,837", "2": "$15,966", "3": "$15,837"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37442", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8542: employee Elena B., hired 10 January 2025, separated 08 May 2026 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-8542 under the controlling rules.", "criteria": {"0": "$2,925", "1": "$26,000", "2": "$5,500", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37443", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 20 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 November 2024): For employees hired on or after 23 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 20 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6551: employee Aisha M., hired 09 January 2022, separated 20 August 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6551?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6551 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37444", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 7, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9601: employee Hana B., hired 09 June 2023, separated 08 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9601?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-37445", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Lyon.\n- Felix reports to Nadia.\n- Felix works for Pinnacle Software.\n- Meridian Bank was founded in 1975.\n- Ravi works for Bluepine Aviation.\n- Aisha reports to Mara.\n- Anders works for Pinnacle Software.\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Callum.\n- Cedar Retail Group was founded in 1989.\n- Pinnacle Software is headquartered in Ghent.\n- Jonas reports to Emeka.\n- Callum reports to Mateo.\n- Bluepine Aviation was founded in 1976.\n- Mateo reports to Anders.\n- Emeka works for Pinnacle Software.\n- Meridian Bank is headquartered in Adelaide.\n- Aisha works for Pinnacle Software.\n- Nadia reports to Ravi.\n- Mara reports to Felix.\n- Bluepine Aviation is headquartered in Adelaide.\n- Ravi reports to Jonas.\n- Mara works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Pinnacle Software was founded in 1983.\n- Jonas works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1978", "2": "1986", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Aisha.\n- Ingrid works for Meridian Bank.\n- Nadia reports to Zoya.\n- Tessa reports to Ravi.\n- Meridian Bank is headquartered in Basel.\n- Pinnacle Software was founded in 2000.\n- Jonas reports to Tessa.\n- Mei reports to Ingrid.\n- Mateo works for Beacon Insurance.\n- Jonas works for Lattice Analytics.\n- Aisha reports to Jonas.\n- Nadia works for Pinnacle Software.\n- Anders reports to Priya.\n- Aisha works for Meridian Bank.\n- Hana works for Pinnacle Software.\n- Beacon Insurance is headquartered in Cork.\n- Zoya works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Priya works for Beacon Insurance.\n- Priya reports to Hana.\n- Lattice Analytics was founded in 2009.\n- Zoya reports to Mateo.\n- Meridian Bank was founded in 1985.\n- Anders works for Lattice Analytics.\n- Beacon Insurance was founded in 1975.\n- Hana reports to Nadia.\n- Ravi works for Beacon Insurance.\n- Ingrid reports to Anders.\n- Mei works for Meridian Bank.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2007", "2": "2004", "3": "2012"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Amara.\n- Omar reports to Yuki.\n- Meridian Bank is headquartered in Porto.\n- Atlas Freight is headquartered in Brno.\n- Lucia reports to Mateo.\n- Tessa works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Atlas Freight was founded in 2012.\n- Lucia works for Meridian Bank.\n- Summit Energy was founded in 1984.\n- Viktor works for Pinnacle Software.\n- Anders works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Summit Energy is headquartered in Halifax.\n- Leila works for Atlas Freight.\n- Amara works for Summit Energy.\n- Amara reports to Anders.\n- Ravi works for Atlas Freight.\n- Pinnacle Software was founded in 2004.\n- Hana works for Meridian Bank.\n- Omar works for Atlas Freight.\n- Ravi reports to Wren.\n- Meridian Bank was founded in 2010.\n- Hana reports to Tessa.\n- Mateo reports to Ravi.\n- Leila reports to Hana.\n- Anders reports to Viktor.\n- Yuki reports to Lucia.\n- Tessa reports to Omar.\n- Pinnacle Software is headquartered in Porto.\n- Wren works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37449", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37450", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37451", "family": "intent_hardneg", "state": "Incoming billing message:\n\"set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37452", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-9 (VERSION 6, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9642: employee Jonas S., hired 22 January 2024, separated 27 August 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9642?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9642 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37453", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-9 (VERSION 6, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-2000: employee Hana R., hired 17 February 2022, separated 24 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-2000?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-2000 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37454", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 19 August 2024): For employees hired on or after 19 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1513: employee Emeka K., hired 19 February 2024, separated 29 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1513?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1513 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37455", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "books a visit", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37456", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Control Lights — controls lighting", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37457", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37458", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY TRV-9 (VERSION 7, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1398: employee Wren B., hired 09 June 2024, separated 25 March 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1398?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37459", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-4 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-8443: employee Viktor T., hired 11 January 2022, separated 14 November 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-8443?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-8443 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37460", "family": "intent_v3", "state": "Incoming support message:\n\"96886 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Order — wants to cancel a placed order", "1": "Report Damage — reports an item arrived broken", "2": "Change Address — wants the delivery address updated", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37461", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Atlas Freight.\n- Hana works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Atlas Freight was founded in 1991.\n- Summit Energy is headquartered in Nagoya.\n- Mei reports to Lucia.\n- Mei works for Summit Energy.\n- Lucia reports to Leila.\n- Yuki works for Helios Logistics.\n- Deshawn reports to Hana.\n- Helios Logistics was founded in 1987.\n- Leila reports to Jonas.\n- Wren reports to Deshawn.\n- Chiara works for Atlas Freight.\n- Leila works for Summit Energy.\n- Zoya reports to Mei.\n- Hana reports to Zoya.\n- Zoya works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1991.\n- Deshawn works for Summit Energy.\n- Mateo reports to Wren.\n- Mateo works for Helios Logistics.\n- Yuki reports to Amara.\n- Chiara reports to Yuki.\n- Helios Logistics is headquartered in Nagoya.\n- Jonas reports to Chiara.\n- Wren works for Atlas Freight.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 1988.\n- Atlas Freight is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Valencia", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37462", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37463", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Rollback — asks to revert a deploy", "2": "Restart Service — asks to restart a service", "3": "Check Logs — asks to inspect logs or metrics", "4": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37464", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 27 April 2023): For employees hired on or after 27 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-4751: employee Viktor A., hired 07 December 2022, separated 08 February 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-8-2025-4751 under the controlling rules.", "criteria": {"0": "$2,700", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-4751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37465", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37466", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37467", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Meridian Bank.\n- Mateo reports to Lucia.\n- Felix works for Pinnacle Software.\n- Callum works for Meridian Bank.\n- Lucia works for Pinnacle Software.\n- Cobalt Health is headquartered in Adelaide.\n- Pinnacle Software was founded in 1976.\n- Atlas Freight is headquartered in Valencia.\n- Callum reports to Dmitri.\n- Sanne works for Pinnacle Software.\n- Meridian Bank was founded in 1982.\n- Mateo works for Cobalt Health.\n- Wren reports to Amara.\n- Meridian Bank is headquartered in Valencia.\n- Amara reports to Sanne.\n- Sanne reports to Mateo.\n- Atlas Freight was founded in 1997.\n- Pinnacle Software is headquartered in Valencia.\n- Lucia reports to Callum.\n- Felix reports to Wren.\n- Wren works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Cobalt Health was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37469", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 69248 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37470", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "coverage_question", "1": "refill_rx", "2": "book_appointment", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37471", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37472", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37473", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2014.\n- Wren works for Crescent Telecom.\n- Wren reports to Chiara.\n- Pablo reports to Ingrid.\n- Crescent Telecom is headquartered in Austin.\n- Callum works for Ironwood Manufacturing.\n- Kenji reports to Pablo.\n- Atlas Freight is headquartered in Malmo.\n- Crescent Telecom was founded in 1990.\n- Pablo works for Cobalt Health.\n- Atlas Freight was founded in 2008.\n- Kenji works for Cobalt Health.\n- Chiara reports to Sanne.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Stefan works for Cobalt Health.\n- Ingrid reports to Stefan.\n- Cobalt Health is headquartered in Halifax.\n- Stefan reports to Wren.\n- Ingrid works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Callum reports to Kenji.\n- Chiara works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37474", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "deprovision", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37475", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 29 June 2023): For employees hired on or after 29 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-5199: employee Chiara T., hired 29 May 2021, separated 18 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-5199?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-5199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1975.\n- Cobalt Health was founded in 1978.\n- Ravi reports to Omar.\n- Kenji reports to Chiara.\n- Chiara works for Cobalt Health.\n- Emeka reports to Pablo.\n- Jonas reports to Ravi.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1987.\n- Yuki reports to Tessa.\n- Helios Logistics is headquartered in Nagoya.\n- Pablo works for Cobalt Health.\n- Vantage Air is headquartered in Porto.\n- Tessa reports to Mateo.\n- Pablo reports to Ingrid.\n- Yuki works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Cobalt Health is headquartered in Nagoya.\n- Bruno reports to Emeka.\n- Tessa works for Helios Logistics.\n- Vantage Air was founded in 1995.\n- Bruno works for Vantage Air.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Yuki.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Mateo reports to Jonas.\n- Jonas works for Cobalt Health.\n- Omar works for Vantage Air.\n- Omar reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37477", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Omar.\n- Beacon Insurance was founded in 1991.\n- Meridian Bank was founded in 2008.\n- Omar works for Fernhill Foods.\n- Callum reports to Wren.\n- Ironwood Manufacturing was founded in 1998.\n- Beacon Insurance is headquartered in Halifax.\n- Yuki reports to Felix.\n- Chiara works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Omar reports to Yuki.\n- Felix reports to Callum.\n- Deshawn reports to Priya.\n- Fernhill Foods is headquartered in Halifax.\n- Callum works for Meridian Bank.\n- Wren reports to Chiara.\n- Wren works for Fernhill Foods.\n- Meridian Bank is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Felix works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1994.\n- Deshawn works for Beacon Insurance.\n- Yuki works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2011", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37480", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 5, EFFECTIVE 12 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-3435: employee Hana R., hired 29 August 2022, separated 21 October 2024 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-3435 under the controlling rules.", "criteria": {"0": "$6,400", "1": "$6,900", "2": "$6,300", "3": "$27,733"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-3435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37481", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37482", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Play Music — asks to play audio", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Set Timer — asks for a countdown timer", "3": "Control Lights — controls lighting", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37483", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "requests a receipt or invoice", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Beacon Insurance is headquartered in Porto.\n- Crescent Telecom was founded in 2007.\n- Ravi reports to Bruno.\n- Lattice Analytics is headquartered in Malmo.\n- Ravi works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Jonas reports to Yuki.\n- Hana reports to Jonas.\n- Lattice Analytics was founded in 1993.\n- Crescent Telecom is headquartered in Bergen.\n- Leila works for Beacon Insurance.\n- Jonas works for Lattice Analytics.\n- Beacon Insurance was founded in 1989.\n- Dmitri reports to Ravi.\n- Sanne reports to Dmitri.\n- Amara works for Lattice Analytics.\n- Bruno works for Lattice Analytics.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Malmo.\n- Pablo reports to Mateo.\n- Deshawn works for Lattice Analytics.\n- Leila reports to Hana.\n- Bruno reports to Pablo.\n- Hana works for Beacon Insurance.\n- Mateo reports to Leila.\n- Mateo works for Crescent Telecom.\n- Cedar Retail Group was founded in 2012.\n- Deshawn reports to Sanne.\n- Sanne works for Cedar Retail Group.\n- Yuki reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37485", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Adelaide.\n- Mara works for Crescent Telecom.\n- Cobalt Health is headquartered in Tampere.\n- Yuki reports to Bruno.\n- Emeka reports to Mara.\n- Crescent Telecom is headquartered in Tampere.\n- Summit Energy was founded in 1997.\n- Lattice Analytics was founded in 1979.\n- Lattice Analytics is headquartered in Malmo.\n- Ingrid reports to Leila.\n- Leila works for Cobalt Health.\n- Nadia reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Bruno reports to Deshawn.\n- Yuki works for Lattice Analytics.\n- Leila reports to Nadia.\n- Deshawn works for Cobalt Health.\n- Deshawn reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Ingrid works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Cobalt Health was founded in 1991.\n- Crescent Telecom was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37486", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-7 (VERSION 7, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 July 2024): For employees hired on or after 28 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5539: employee Ravi M., hired 13 August 2022, separated 15 April 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5539?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37487", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 05 April 2023): For employees hired on or after 05 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-4244: employee Aisha K., hired 11 January 2022, separated 02 October 2023 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-2-2026-4244 under the controlling rules.", "criteria": {"0": "$31,850", "1": "$7,350", "2": "$7,438", "3": "$8,350"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-4244 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37488", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mateo.\n- Tobias reports to Deshawn.\n- Fernhill Foods was founded in 2000.\n- Mateo works for Northwind Systems.\n- Deshawn works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 2015.\n- Felix reports to Kenji.\n- Anders reports to Yuki.\n- Crescent Telecom was founded in 2014.\n- Fernhill Foods is headquartered in Lyon.\n- Tessa works for Fernhill Foods.\n- Anders works for Crescent Telecom.\n- Viktor reports to Anders.\n- Omar reports to Viktor.\n- Omar works for Crescent Telecom.\n- Kenji reports to Tessa.\n- Deshawn reports to Omar.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Northwind Systems was founded in 1991.\n- Tobias works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Austin.\n- Felix works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Austin.\n- Yuki works for Ironwood Manufacturing.\n- Mateo reports to Felix.\n- Kenji works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Oslo", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37489", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 21 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 21 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7475: employee Omar B., hired 22 February 2023, separated 24 November 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7475?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7475 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Jonas.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 2013.\n- Anders reports to Bruno.\n- Dmitri reports to Omar.\n- Cedar Retail Group is headquartered in Malmo.\n- Elena reports to Pablo.\n- Northwind Systems is headquartered in Malmo.\n- Aisha works for Summit Energy.\n- Omar works for Northwind Systems.\n- Mateo reports to Mei.\n- Dmitri works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Malmo.\n- Summit Energy was founded in 1986.\n- Jonas reports to Mateo.\n- Summit Energy is headquartered in Malmo.\n- Elena works for Crescent Telecom.\n- Anders works for Summit Energy.\n- Northwind Systems was founded in 1996.\n- Aisha reports to Dmitri.\n- Bruno reports to Elena.\n- Omar reports to Anders.\n- Bruno works for Summit Energy.\n- Mateo works for Crescent Telecom.\n- Cedar Retail Group was founded in 1996.\n- Pablo works for Summit Energy.\n- Jonas works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37491", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resignation", "1": "org_question", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37492", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mei.\n- Summit Energy was founded in 2001.\n- Anders reports to Omar.\n- Summit Energy is headquartered in Valencia.\n- Anders works for Ironwood Manufacturing.\n- Omar reports to Dmitri.\n- Yuki works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Chiara works for Lattice Analytics.\n- Aisha reports to Pablo.\n- Dmitri reports to Ingrid.\n- Ingrid works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Mei works for Pinnacle Software.\n- Dmitri works for Ironwood Manufacturing.\n- Ingrid reports to Aisha.\n- Yuki reports to Anders.\n- Lattice Analytics is headquartered in Halifax.\n- Mateo works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1996.\n- Mei reports to Chiara.\n- Lattice Analytics was founded in 1983.\n- Pinnacle Software was founded in 1990.\n- Mateo reports to Yuki.\n- Omar works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1993", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37493", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 3, EFFECTIVE 01 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 July 2023): For employees hired on or after 24 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 01 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6859: employee Hana T., hired 19 March 2023, separated 03 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6859?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6859 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Adelaide.\n- Sofia works for Beacon Insurance.\n- Omar works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Nadia works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Hana reports to Sofia.\n- Lucia reports to Yuki.\n- Nadia reports to Aisha.\n- Bluepine Aviation was founded in 1997.\n- Deshawn reports to Lucia.\n- Pinnacle Software was founded in 2011.\n- Sofia reports to Omar.\n- Pinnacle Software is headquartered in Valencia.\n- Lattice Analytics was founded in 2000.\n- Hana works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Adelaide.\n- Yuki reports to Hana.\n- Aisha reports to Deshawn.\n- Lucia works for Pinnacle Software.\n- Yuki works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Turku.\n- Deshawn works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Leila.\n- Leila reports to Bruno.\n- Fernhill Foods is headquartered in Basel.\n- Wren reports to Hana.\n- Omar works for Cobalt Health.\n- Pablo works for Fernhill Foods.\n- Felix works for Cobalt Health.\n- Bruno works for Pinnacle Software.\n- Cedar Retail Group was founded in 1976.\n- Zoya works for Pinnacle Software.\n- Leila works for Cobalt Health.\n- Mei reports to Omar.\n- Viktor reports to Pablo.\n- Viktor works for Cedar Retail Group.\n- Hana reports to Mei.\n- Pablo reports to Felix.\n- Pinnacle Software was founded in 1980.\n- Zoya reports to Wren.\n- Cedar Retail Group is headquartered in Valencia.\n- Cobalt Health is headquartered in Tallinn.\n- Mei works for Cobalt Health.\n- Chiara reports to Kenji.\n- Omar reports to Chiara.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1987.\n- Kenji works for Fernhill Foods.\n- Bruno reports to Viktor.\n- Cobalt Health was founded in 1984.\n- Pinnacle Software is headquartered in Lyon.\n- Chiara works for Cobalt Health.\n- Wren works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1984", "2": "1987", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37496", "family": "intent_v3", "state": "Incoming travel message:\n\"Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Book Flight — books airfare", "1": "Check Status — asks flight status", "2": "Cancel Trip — cancels a booking", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group was founded in 2003.\n- Sanne reports to Stefan.\n- Crescent Telecom is headquartered in Porto.\n- Aisha works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Stefan reports to Aisha.\n- Cedar Retail Group is headquartered in Brno.\n- Ravi reports to Mateo.\n- Bruno reports to Mei.\n- Atlas Freight is headquartered in Oslo.\n- Elena works for Fernhill Foods.\n- Ravi works for Crescent Telecom.\n- Sanne works for Cedar Retail Group.\n- Mei reports to Sanne.\n- Mei works for Crescent Telecom.\n- Atlas Freight was founded in 1985.\n- Fernhill Foods was founded in 2001.\n- Mateo reports to Elena.\n- Crescent Telecom was founded in 2015.\n- Aisha reports to Ravi.\n- Bruno works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37498", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cobalt Health.\n- Omar reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Ravi works for Cobalt Health.\n- Chiara works for Cedar Retail Group.\n- Cobalt Health was founded in 2002.\n- Deshawn works for Crescent Telecom.\n- Yuki reports to Viktor.\n- Chiara reports to Amara.\n- Cobalt Health is headquartered in Turku.\n- Crescent Telecom was founded in 2002.\n- Amara reports to Omar.\n- Omar works for Crescent Telecom.\n- Deshawn reports to Chiara.\n- Amara works for Bluepine Aviation.\n- Tessa reports to Yuki.\n- Yuki works for Cobalt Health.\n- Ravi reports to Tessa.\n- Tobias reports to Lucia.\n- Cedar Retail Group was founded in 1998.\n- Lucia reports to Ravi.\n- Lucia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Porto.\n- Crescent Telecom is headquartered in Tampere.\n- Tessa works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2013.\n- Bluepine Aviation is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2016", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Pinnacle Software.\n- Bluepine Aviation was founded in 1981.\n- Northwind Systems was founded in 1988.\n- Nadia reports to Sanne.\n- Chiara reports to Viktor.\n- Dmitri reports to Bruno.\n- Dmitri works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Adelaide.\n- Viktor works for Northwind Systems.\n- Bruno works for Pinnacle Software.\n- Callum works for Bluepine Aviation.\n- Emeka reports to Dmitri.\n- Bruno reports to Nadia.\n- Callum reports to Chiara.\n- Nadia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Ghent.\n- Pinnacle Software was founded in 1994.\n- Chiara works for Northwind Systems.\n- Cedar Retail Group was founded in 2015.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Cork.\n- Sanne works for Pinnacle Software.\n- Viktor reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Adelaide", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Leeds.\n- Fernhill Foods is headquartered in Halifax.\n- Kenji reports to Nadia.\n- Meridian Bank was founded in 2012.\n- Lattice Analytics was founded in 1995.\n- Kenji works for Meridian Bank.\n- Nadia works for Lattice Analytics.\n- Leila reports to Kenji.\n- Dmitri works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Crescent Telecom was founded in 1985.\n- Felix works for Meridian Bank.\n- Mei works for Fernhill Foods.\n- Sofia reports to Felix.\n- Mei reports to Hana.\n- Lattice Analytics is headquartered in Nagoya.\n- Hana reports to Leila.\n- Fernhill Foods was founded in 1981.\n- Dmitri reports to Sofia.\n- Felix reports to Mei.\n- Hana works for Crescent Telecom.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37502", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37503", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-8 (VERSION 6, EFFECTIVE 06 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 06 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1238: employee Callum B., hired 24 September 2023, separated 15 December 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1238?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37504", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Atlas Freight.\n- Fernhill Foods was founded in 2006.\n- Zoya reports to Viktor.\n- Helios Logistics was founded in 2010.\n- Viktor reports to Amara.\n- Bruno works for Cobalt Health.\n- Stefan works for Helios Logistics.\n- Leila reports to Mara.\n- Atlas Freight was founded in 1999.\n- Amara reports to Stefan.\n- Fernhill Foods is headquartered in Tallinn.\n- Wren works for Fernhill Foods.\n- Hana reports to Bruno.\n- Hana works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Atlas Freight is headquartered in Tallinn.\n- Amara works for Atlas Freight.\n- Dmitri reports to Wren.\n- Cobalt Health is headquartered in Halifax.\n- Wren reports to Leila.\n- Zoya works for Helios Logistics.\n- Cobalt Health was founded in 1976.\n- Leila works for Fernhill Foods.\n- Mara reports to Hana.\n- Helios Logistics is headquartered in Tallinn.\n- Dmitri works for Atlas Freight.\n- Bruno reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37505", "family": "intent_hardneg", "state": "Incoming health message:\n\"are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "referral", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37506", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37507", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-5 (VERSION 5, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8614: employee Tessa T., hired 08 October 2024, separated 30 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8614?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37508", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Leave — requests time off", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37509", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1996.\n- Amara works for Meridian Bank.\n- Felix works for Helios Logistics.\n- Leila works for Cedar Retail Group.\n- Deshawn reports to Amara.\n- Meridian Bank is headquartered in Adelaide.\n- Northwind Systems is headquartered in Porto.\n- Amara reports to Ravi.\n- Ravi works for Helios Logistics.\n- Leila reports to Mara.\n- Mara works for Northwind Systems.\n- Cedar Retail Group was founded in 1987.\n- Cedar Retail Group is headquartered in Tampere.\n- Mara reports to Bruno.\n- Sanne reports to Leila.\n- Emeka reports to Felix.\n- Bruno reports to Deshawn.\n- Meridian Bank was founded in 1989.\n- Emeka works for Northwind Systems.\n- Deshawn works for Meridian Bank.\n- Helios Logistics is headquartered in Malmo.\n- Ravi reports to Sofia.\n- Sofia works for Northwind Systems.\n- Sanne works for Cedar Retail Group.\n- Felix reports to Sanne.\n- Bruno works for Meridian Bank.\n- Helios Logistics was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Helios Logistics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37510", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-6 (VERSION 5, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5752: employee Lucia T., hired 17 September 2020, separated 01 August 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-6-2025-5752 under the controlling rules.", "criteria": {"0": "$25,133", "1": "$5,800", "2": "$6,800", "3": "$5,850"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37511", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 25948 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "exchange_item", "2": "cancel_order", "3": "report_damage", "4": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37512", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "book_flight", "2": "claim_luggage", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37513", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 02 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-2082: employee Tobias S., hired 02 February 2023, separated 15 November 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-2082?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-2082 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37514", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37516", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 43542 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants a different size/color/variant", "1": "asks for money back on a purchase", "2": "asks where an existing order is", "3": "wants the delivery address updated"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37517", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Open Account — asks to open a new account", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37518", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37519", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Meridian Bank was founded in 1992.\n- Sofia works for Ironwood Manufacturing.\n- Deshawn reports to Stefan.\n- Cobalt Health is headquartered in Leeds.\n- Helios Logistics is headquartered in Austin.\n- Hana works for Ironwood Manufacturing.\n- Felix works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1982.\n- Deshawn works for Helios Logistics.\n- Sanne reports to Jonas.\n- Stefan works for Ironwood Manufacturing.\n- Hana reports to Deshawn.\n- Cobalt Health was founded in 2009.\n- Felix reports to Hana.\n- Meridian Bank is headquartered in Austin.\n- Sofia reports to Felix.\n- Pablo works for Helios Logistics.\n- Pablo reports to Sofia.\n- Helios Logistics was founded in 1994.\n- Jonas reports to Pablo.\n- Sanne works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37520", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "scale_up", "1": "restart_service", "2": "rollback", "3": "rotate_keys", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37521", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "cancel_subscription", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37522", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Lucia.\n- Ravi works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Ingrid reports to Priya.\n- Pinnacle Software is headquartered in Nagoya.\n- Mateo works for Pinnacle Software.\n- Leila works for Summit Energy.\n- Tessa reports to Hana.\n- Stefan works for Summit Energy.\n- Priya works for Fernhill Foods.\n- Summit Energy was founded in 2010.\n- Dmitri reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Cobalt Health was founded in 2013.\n- Hana reports to Leila.\n- Cobalt Health is headquartered in Leeds.\n- Dmitri works for Fernhill Foods.\n- Ingrid works for Summit Energy.\n- Lucia works for Pinnacle Software.\n- Mateo reports to Stefan.\n- Pinnacle Software was founded in 2002.\n- Summit Energy is headquartered in Cork.\n- Felix works for Cobalt Health.\n- Bruno reports to Mateo.\n- Leila reports to Felix.\n- Hana works for Pinnacle Software.\n- Fernhill Foods was founded in 2006.\n- Felix reports to Ravi.\n- Ravi reports to Dmitri.\n- Stefan reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Cork", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37523", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 23 July 2024): For employees hired on or after 23 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-1507: employee Wren A., hired 07 August 2021, separated 30 November 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-1507?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-1507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 2003.\n- Hana works for Pinnacle Software.\n- Beacon Insurance is headquartered in Austin.\n- Omar reports to Callum.\n- Cedar Retail Group is headquartered in Malmo.\n- Pinnacle Software is headquartered in Malmo.\n- Bruno works for Beacon Insurance.\n- Bruno reports to Priya.\n- Priya reports to Omar.\n- Pinnacle Software was founded in 2011.\n- Priya works for Beacon Insurance.\n- Crescent Telecom was founded in 1979.\n- Emeka works for Crescent Telecom.\n- Cedar Retail Group was founded in 1990.\n- Callum works for Crescent Telecom.\n- Callum reports to Hana.\n- Emeka reports to Bruno.\n- Crescent Telecom is headquartered in Malmo.\n- Hana reports to Zoya.\n- Tobias reports to Emeka.\n- Omar works for Crescent Telecom.\n- Tobias works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2006", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Crescent Telecom is headquartered in Porto.\n- Summit Energy is headquartered in Nagoya.\n- Zoya works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Emeka reports to Kenji.\n- Callum works for Helios Logistics.\n- Kenji reports to Zoya.\n- Northwind Systems was founded in 1990.\n- Crescent Telecom was founded in 2009.\n- Emeka works for Summit Energy.\n- Wren reports to Anders.\n- Dmitri reports to Stefan.\n- Zoya reports to Felix.\n- Stefan reports to Sanne.\n- Northwind Systems is headquartered in Porto.\n- Summit Energy was founded in 2004.\n- Anders works for Helios Logistics.\n- Callum reports to Emeka.\n- Anders reports to Dmitri.\n- Helios Logistics is headquartered in Leeds.\n- Felix works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 2013.\n- Stefan works for Helios Logistics.\n- Felix reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37526", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-3 (VERSION 2, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 January 2024): For employees hired on or after 16 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-8154: employee Hana T., hired 05 June 2022, separated 04 April 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-8154?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-8154 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37527", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 6, EFFECTIVE 05 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 05 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-2790: employee Yuki R., hired 03 August 2024, separated 14 May 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-2790?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-2790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37528", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1976.\n- Chiara reports to Sanne.\n- Atlas Freight is headquartered in Austin.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Ghent.\n- Leila reports to Mateo.\n- Leila works for Bluepine Aviation.\n- Lucia reports to Deshawn.\n- Mateo reports to Lucia.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Mateo works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Sanne works for Summit Energy.\n- Bluepine Aviation was founded in 1990.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ingrid reports to Leila.\n- Atlas Freight was founded in 1997.\n- Wren reports to Emeka.\n- Chiara works for Ironwood Manufacturing.\n- Emeka reports to Chiara.\n- Sanne reports to Ingrid.\n- Deshawn reports to Felix.\n- Felix works for Summit Energy.\n- Emeka works for Atlas Freight.\n- Summit Energy was founded in 1987.\n- Felix reports to Yuki.\n- Lucia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37529", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Rollback — asks to revert a deploy", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37531", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "open_account", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37532", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "restart_service", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37533", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-7238: employee Dmitri B., hired 26 October 2021, separated 14 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-7238?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-7238 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37534", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare", "4": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37535", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-4 (VERSION 6, EFFECTIVE 07 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 07 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7820: employee Tessa S., hired 18 November 2022, separated 27 January 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7820?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7820 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37536", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 24 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 24 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4999: employee Jonas S., hired 17 September 2022, separated 12 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4999?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37537", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Mateo.\n- Mateo works for Beacon Insurance.\n- Crescent Telecom was founded in 1980.\n- Beacon Insurance was founded in 1980.\n- Viktor reports to Tobias.\n- Viktor works for Beacon Insurance.\n- Tobias reports to Tessa.\n- Nadia works for Crescent Telecom.\n- Deshawn works for Atlas Freight.\n- Bruno works for Crescent Telecom.\n- Omar works for Crescent Telecom.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Brno.\n- Omar reports to Aisha.\n- Tessa works for Beacon Insurance.\n- Kenji works for Beacon Insurance.\n- Jonas works for Crescent Telecom.\n- Lucia reports to Kenji.\n- Nadia reports to Lucia.\n- Bruno reports to Viktor.\n- Aisha reports to Jonas.\n- Lattice Analytics was founded in 1985.\n- Jonas reports to Bruno.\n- Lattice Analytics is headquartered in Brno.\n- Tobias works for Crescent Telecom.\n- Deshawn reports to Omar.\n- Aisha works for Atlas Freight.\n- Atlas Freight was founded in 2012.\n- Lucia works for Crescent Telecom.\n- Mateo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2012", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Valencia.\n- Elena works for Helios Logistics.\n- Tobias reports to Elena.\n- Mateo works for Crescent Telecom.\n- Tobias works for Crescent Telecom.\n- Helios Logistics was founded in 1975.\n- Kenji works for Helios Logistics.\n- Lattice Analytics is headquartered in Halifax.\n- Crescent Telecom is headquartered in Valencia.\n- Beacon Insurance is headquartered in Porto.\n- Sanne works for Crescent Telecom.\n- Kenji reports to Mateo.\n- Elena reports to Kenji.\n- Omar reports to Hana.\n- Ingrid works for Lattice Analytics.\n- Beacon Insurance was founded in 1992.\n- Crescent Telecom was founded in 1994.\n- Hana reports to Sanne.\n- Sanne reports to Ingrid.\n- Lattice Analytics was founded in 1998.\n- Ingrid reports to Tobias.\n- Hana works for Helios Logistics.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Halifax", "2": "Brno", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37540", "family": "intent_v3", "state": "Incoming smart home message:\n\"Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Control Lights — controls lighting", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37541", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 6, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 January 2025): For employees hired on or after 25 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6444: employee Bruno R., hired 01 February 2023, separated 10 May 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-7-2025-6444 under the controlling rules.", "criteria": {"0": "$4,900", "1": "$4,950", "2": "$21,233", "3": "$5,900"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6444 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37542", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Priya works for Cedar Retail Group.\n- Jonas reports to Yuki.\n- Tobias works for Summit Energy.\n- Yuki reports to Wren.\n- Cedar Retail Group is headquartered in Turku.\n- Wren works for Ironwood Manufacturing.\n- Tobias reports to Callum.\n- Sofia reports to Priya.\n- Wren reports to Hana.\n- Summit Energy was founded in 1997.\n- Kenji reports to Tobias.\n- Summit Energy is headquartered in Turku.\n- Yuki works for Ironwood Manufacturing.\n- Callum reports to Jonas.\n- Omar works for Ironwood Manufacturing.\n- Omar reports to Felix.\n- Felix works for Cedar Retail Group.\n- Felix reports to Kenji.\n- Jonas works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2001.\n- Lattice Analytics is headquartered in Valencia.\n- Priya reports to Elena.\n- Hana reports to Sofia.\n- Sofia works for Summit Energy.\n- Hana works for Cedar Retail Group.\n- Elena works for Summit Energy.\n- Ironwood Manufacturing was founded in 2006.\n- Lattice Analytics was founded in 1998.\n- Callum works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37543", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "removes access for a leaver", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37544", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "test_results", "3": "referral", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37545", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-8 (VERSION 6, EFFECTIVE 08 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 January 2024): For employees hired on or after 22 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 08 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2691: employee Anders A., hired 29 October 2023, separated 11 January 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2691?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2691 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Brno.\n- Mara works for Summit Energy.\n- Yuki reports to Sanne.\n- Sanne reports to Lucia.\n- Beacon Insurance is headquartered in Oslo.\n- Leila reports to Felix.\n- Emeka works for Atlas Freight.\n- Zoya reports to Mara.\n- Leila works for Bluepine Aviation.\n- Mara reports to Stefan.\n- Lucia reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Summit Energy is headquartered in Brno.\n- Stefan works for Summit Energy.\n- Beacon Insurance was founded in 1979.\n- Sanne works for Atlas Freight.\n- Yuki works for Summit Energy.\n- Stefan reports to Emeka.\n- Viktor works for Beacon Insurance.\n- Atlas Freight was founded in 2008.\n- Amara reports to Viktor.\n- Amara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1985.\n- Omar works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Emeka reports to Omar.\n- Summit Energy was founded in 2008.\n- Omar reports to Leila.\n- Viktor reports to Yuki.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Adelaide", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Atlas Freight is headquartered in Valencia.\n- Leila reports to Elena.\n- Crescent Telecom was founded in 1984.\n- Leila works for Cedar Retail Group.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Cedar Retail Group was founded in 1994.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Tobias.\n- Tobias works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Nadia reports to Priya.\n- Aisha reports to Jonas.\n- Northwind Systems was founded in 1996.\n- Northwind Systems is headquartered in Tallinn.\n- Atlas Freight was founded in 2007.\n- Jonas reports to Leila.\n- Jonas works for Atlas Freight.\n- Elena reports to Zoya.\n- Priya reports to Aisha.\n- Priya works for Crescent Telecom.\n- Nadia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Valencia", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37548", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Elena.\n- Aisha works for Vantage Air.\n- Sanne reports to Aisha.\n- Vantage Air is headquartered in Oslo.\n- Dmitri works for Ironwood Manufacturing.\n- Amara reports to Callum.\n- Atlas Freight is headquartered in Oslo.\n- Ravi works for Ironwood Manufacturing.\n- Amara works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Elena works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1981.\n- Sanne works for Ironwood Manufacturing.\n- Callum reports to Sanne.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum works for Vantage Air.\n- Sofia works for Fernhill Foods.\n- Atlas Freight was founded in 2001.\n- Dmitri reports to Sofia.\n- Aisha reports to Ravi.\n- Vantage Air was founded in 1977.\n- Ironwood Manufacturing was founded in 2012.\n- Elena reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37549", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "send_message", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37550", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Tobias reports to Leila.\n- Bruno reports to Felix.\n- Bruno works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2015.\n- Felix reports to Tobias.\n- Beacon Insurance is headquartered in Turku.\n- Omar works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Omar reports to Callum.\n- Ravi works for Beacon Insurance.\n- Kenji reports to Omar.\n- Deshawn reports to Ravi.\n- Callum reports to Deshawn.\n- Callum works for Beacon Insurance.\n- Pinnacle Software is headquartered in Turku.\n- Fernhill Foods is headquartered in Tampere.\n- Felix works for Fernhill Foods.\n- Deshawn works for Pinnacle Software.\n- Fernhill Foods was founded in 1993.\n- Ironwood Manufacturing is headquartered in Turku.\n- Kenji works for Beacon Insurance.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1997.\n- Leila reports to Elena.\n- Beacon Insurance was founded in 1989.\n- Elena works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37551", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37552", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37553", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 44576\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Cork.\n- Bluepine Aviation is headquartered in Tallinn.\n- Jonas works for Northwind Systems.\n- Sanne works for Bluepine Aviation.\n- Callum works for Ironwood Manufacturing.\n- Ingrid works for Northwind Systems.\n- Chiara works for Ironwood Manufacturing.\n- Anders reports to Omar.\n- Tessa works for Atlas Freight.\n- Sanne reports to Tessa.\n- Anders works for Bluepine Aviation.\n- Northwind Systems was founded in 1990.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Wren reports to Anders.\n- Dmitri works for Northwind Systems.\n- Zoya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1988.\n- Viktor reports to Chiara.\n- Atlas Freight was founded in 2002.\n- Tessa reports to Callum.\n- Jonas reports to Viktor.\n- Omar reports to Dmitri.\n- Zoya reports to Sanne.\n- Bluepine Aviation was founded in 1991.\n- Atlas Freight is headquartered in Dunedin.\n- Omar works for Northwind Systems.\n- Dmitri reports to Ingrid.\n- Wren works for Ironwood Manufacturing.\n- Callum reports to Wren.\n- Chiara reports to Zoya.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Austin", "2": "Cork", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37555", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 03 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 02 May 2025): For employees hired on or after 02 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 03 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-6621: employee Aisha A., hired 12 January 2023, separated 14 May 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-6621?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-6621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37556", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 25450\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37557", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37558", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'report outage' handler", "1": "Route to the 'reset password' handler", "2": "Route to the 'install software' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37559", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-9 (VERSION 2, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-5323: employee Ravi M., hired 11 January 2022, separated 17 October 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-5323?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-5323 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2004.\n- Mei works for Northwind Systems.\n- Jonas works for Vantage Air.\n- Mei reports to Mara.\n- Vantage Air is headquartered in Tampere.\n- Viktor works for Ironwood Manufacturing.\n- Tobias reports to Ingrid.\n- Cobalt Health is headquartered in Halifax.\n- Viktor reports to Yuki.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Felix reports to Jonas.\n- Northwind Systems is headquartered in Turku.\n- Yuki works for Ironwood Manufacturing.\n- Mara works for Ironwood Manufacturing.\n- Tobias works for Cobalt Health.\n- Vantage Air was founded in 1982.\n- Yuki reports to Tobias.\n- Northwind Systems was founded in 1984.\n- Ingrid works for Ironwood Manufacturing.\n- Mara reports to Felix.\n- Cobalt Health was founded in 1993.\n- Ingrid reports to Mei.\n- Felix works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Pablo.\n- Cobalt Health is headquartered in Tallinn.\n- Sanne works for Northwind Systems.\n- Dmitri reports to Sanne.\n- Northwind Systems is headquartered in Nagoya.\n- Ravi works for Cobalt Health.\n- Bluepine Aviation is headquartered in Tallinn.\n- Mara works for Bluepine Aviation.\n- Tobias works for Meridian Bank.\n- Mara reports to Ravi.\n- Meridian Bank was founded in 2008.\n- Cobalt Health was founded in 1983.\n- Northwind Systems was founded in 2008.\n- Meridian Bank is headquartered in Tallinn.\n- Tobias reports to Mara.\n- Dmitri works for Meridian Bank.\n- Pablo works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1976.\n- Yuki reports to Tobias.\n- Yuki works for Bluepine Aviation.\n- Zoya works for Cobalt Health.\n- Pablo reports to Yuki.\n- Sanne reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37562", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "books a visit", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37563", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37564", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 17 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 08 May 2023): For employees hired on or after 08 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 17 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-1186: employee Yuki T., hired 12 March 2022, separated 18 November 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-1186 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$7,846", "2": "$8,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-1186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37565", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Priya.\n- Mei reports to Felix.\n- Sofia works for Northwind Systems.\n- Lucia reports to Mara.\n- Omar reports to Emeka.\n- Lucia works for Bluepine Aviation.\n- Elena reports to Lucia.\n- Elena works for Helios Logistics.\n- Meridian Bank was founded in 1996.\n- Deshawn works for Meridian Bank.\n- Chiara reports to Omar.\n- Mara works for Meridian Bank.\n- Priya works for Bluepine Aviation.\n- Northwind Systems is headquartered in Austin.\n- Emeka reports to Deshawn.\n- Helios Logistics is headquartered in Lyon.\n- Northwind Systems was founded in 1995.\n- Felix reports to Sofia.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1996.\n- Emeka works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Priya reports to Elena.\n- Felix works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Dmitri works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Meridian Bank is headquartered in Austin.\n- Helios Logistics was founded in 2005.\n- Dmitri reports to Chiara.\n- Mara reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Pablo.\n- Leila reports to Wren.\n- Mateo reports to Mara.\n- Summit Energy was founded in 2002.\n- Lattice Analytics is headquartered in Porto.\n- Anders works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Malmo.\n- Tessa works for Ironwood Manufacturing.\n- Pablo reports to Tessa.\n- Beacon Insurance was founded in 1992.\n- Mateo works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Pablo works for Beacon Insurance.\n- Mara works for Summit Energy.\n- Wren works for Summit Energy.\n- Lattice Analytics was founded in 1990.\n- Tessa reports to Anders.\n- Leila works for Summit Energy.\n- Summit Energy is headquartered in Porto.\n- Ingrid reports to Leila.\n- Ironwood Manufacturing was founded in 2004.\n- Wren reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Malmo", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37567", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3900: employee Ingrid M., hired 07 April 2021, separated 08 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3900?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Wren works for Fernhill Foods.\n- Amara reports to Anders.\n- Deshawn reports to Bruno.\n- Deshawn works for Fernhill Foods.\n- Tessa reports to Amara.\n- Bruno works for Summit Energy.\n- Mateo reports to Wren.\n- Summit Energy was founded in 1987.\n- Ironwood Manufacturing was founded in 1981.\n- Fernhill Foods is headquartered in Austin.\n- Mateo works for Vantage Air.\n- Amara works for Vantage Air.\n- Anders reports to Omar.\n- Vantage Air was founded in 1985.\n- Fernhill Foods was founded in 2007.\n- Jonas reports to Ingrid.\n- Jonas works for Fernhill Foods.\n- Tessa works for Summit Energy.\n- Omar works for Vantage Air.\n- Ingrid works for Summit Energy.\n- Stefan reports to Deshawn.\n- Ravi reports to Stefan.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Stefan works for Ironwood Manufacturing.\n- Ingrid reports to Tessa.\n- Anders works for Summit Energy.\n- Bruno reports to Jonas.\n- Summit Energy is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.\n- Omar reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37569", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-6 (VERSION 7, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-2782: employee Amara M., hired 23 June 2023, separated 23 January 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-2782?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-2782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37570", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 20 October 2023): For employees hired on or after 20 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5532: employee Mateo A., hired 20 March 2020, separated 28 September 2024 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2026-5532 under the controlling rules.", "criteria": {"0": "$48,533", "1": "$11,250", "2": "$11,200", "3": "$11,700"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37571", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2012.\n- Mei works for Cedar Retail Group.\n- Deshawn reports to Elena.\n- Deshawn works for Crescent Telecom.\n- Sofia reports to Deshawn.\n- Cobalt Health is headquartered in Halifax.\n- Pablo works for Crescent Telecom.\n- Dmitri reports to Sofia.\n- Anders reports to Mei.\n- Ingrid reports to Emeka.\n- Anders works for Cobalt Health.\n- Sofia works for Beacon Insurance.\n- Amara reports to Ingrid.\n- Emeka works for Beacon Insurance.\n- Ingrid works for Crescent Telecom.\n- Pablo reports to Dmitri.\n- Cobalt Health was founded in 2001.\n- Dmitri works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Emeka reports to Anders.\n- Elena reports to Amara.\n- Beacon Insurance is headquartered in Valencia.\n- Cedar Retail Group was founded in 1981.\n- Cedar Retail Group is headquartered in Halifax.\n- Crescent Telecom is headquartered in Halifax.\n- Elena works for Cobalt Health.\n- Crescent Telecom was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2000", "2": "2003", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37572", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 05 March 2024): For employees hired on or after 05 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2130: employee Wren R., hired 02 September 2020, separated 15 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2130?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2130 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37573", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37574", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "changes benefits enrollment", "3": "initiates departure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37575", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37576", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1981.\n- Zoya works for Cedar Retail Group.\n- Atlas Freight was founded in 1982.\n- Atlas Freight is headquartered in Adelaide.\n- Viktor reports to Tobias.\n- Fernhill Foods is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Halifax.\n- Ingrid reports to Zoya.\n- Yuki works for Fernhill Foods.\n- Sofia works for Beacon Insurance.\n- Pablo reports to Viktor.\n- Yuki reports to Sofia.\n- Ravi works for Beacon Insurance.\n- Dmitri reports to Ravi.\n- Pablo works for Fernhill Foods.\n- Tobias works for Atlas Freight.\n- Sofia reports to Dmitri.\n- Viktor works for Fernhill Foods.\n- Dmitri works for Beacon Insurance.\n- Zoya reports to Yuki.\n- Chiara works for Atlas Freight.\n- Cedar Retail Group was founded in 2000.\n- Beacon Insurance was founded in 1991.\n- Beacon Insurance is headquartered in Halifax.\n- Ravi reports to Pablo.\n- Tobias reports to Chiara.\n- Ingrid works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Atlas Freight", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37577", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Atlas Freight was founded in 1985.\n- Amara reports to Pablo.\n- Kenji reports to Lucia.\n- Mateo reports to Nadia.\n- Kenji works for Vantage Air.\n- Sanne works for Crescent Telecom.\n- Amara works for Lattice Analytics.\n- Nadia reports to Deshawn.\n- Vantage Air is headquartered in Valencia.\n- Pablo reports to Omar.\n- Crescent Telecom was founded in 2011.\n- Deshawn reports to Kenji.\n- Pablo works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Omar works for Atlas Freight.\n- Vantage Air was founded in 1981.\n- Nadia works for Crescent Telecom.\n- Sanne reports to Elena.\n- Atlas Freight is headquartered in Bergen.\n- Crescent Telecom is headquartered in Malmo.\n- Elena reports to Amara.\n- Elena works for Atlas Freight.\n- Lattice Analytics is headquartered in Malmo.\n- Deshawn works for Crescent Telecom.\n- Lattice Analytics was founded in 1990.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37578", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37579", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37580", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 6, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 29 January 2025): For employees hired on or after 29 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-2803: employee Mara K., hired 16 July 2022, separated 23 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-2803?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-2803 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37581", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37582", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Chiara reports to Ravi.\n- Stefan works for Northwind Systems.\n- Jonas reports to Hana.\n- Tessa reports to Pablo.\n- Hana reports to Viktor.\n- Stefan reports to Jonas.\n- Fernhill Foods was founded in 1980.\n- Tessa works for Bluepine Aviation.\n- Viktor reports to Chiara.\n- Pablo works for Northwind Systems.\n- Helios Logistics is headquartered in Cork.\n- Viktor works for Fernhill Foods.\n- Northwind Systems was founded in 1975.\n- Hana works for Northwind Systems.\n- Pablo reports to Stefan.\n- Chiara works for Helios Logistics.\n- Bluepine Aviation was founded in 1975.\n- Ravi works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Helios Logistics was founded in 2001.\n- Bluepine Aviation is headquartered in Tampere.\n- Fernhill Foods is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37583", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37584", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-7702: employee Nadia R., hired 16 June 2020, separated 19 September 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-7702?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-7702 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37585", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 30 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 15 September 2024): For employees hired on or after 15 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 30 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3170: employee Bruno K., hired 03 November 2021, separated 03 January 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3170?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37586", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37587", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37588", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "quote_request", "1": "report_delay", "2": "reroute", "3": "schedule_pickup", "4": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37589", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Report Delay — reports a delayed shipment", "2": "Quote Request — asks for a shipping quote", "3": "File Claim — files a loss/damage claim", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37590", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-2 (VERSION 6, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-1453: employee Kenji M., hired 31 October 2023, separated 18 November 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-1453 under the controlling rules.", "criteria": {"0": "$7,192", "1": "$22,500", "2": "$5,192", "3": "$2,856"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-1453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37591", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Ingrid.\n- Pablo reports to Elena.\n- Leila reports to Amara.\n- Sofia reports to Lucia.\n- Stefan reports to Sofia.\n- Meridian Bank is headquartered in Tallinn.\n- Elena reports to Viktor.\n- Leila works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Priya reports to Pablo.\n- Ironwood Manufacturing is headquartered in Austin.\n- Cedar Retail Group is headquartered in Austin.\n- Lucia reports to Deshawn.\n- Stefan works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Ingrid works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1982.\n- Lucia works for Meridian Bank.\n- Crescent Telecom is headquartered in Turku.\n- Ravi works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Ironwood Manufacturing was founded in 2008.\n- Deshawn works for Meridian Bank.\n- Viktor works for Cedar Retail Group.\n- Crescent Telecom was founded in 2013.\n- Sofia works for Crescent Telecom.\n- Cedar Retail Group was founded in 2002.\n- Amara works for Cedar Retail Group.\n- Amara reports to Ravi.\n- Elena works for Meridian Bank.\n- Ravi reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37592", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37593", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Atlas Freight.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Atlas Freight.\n- Viktor reports to Stefan.\n- Beacon Insurance was founded in 2009.\n- Lucia reports to Emeka.\n- Emeka reports to Priya.\n- Atlas Freight is headquartered in Lyon.\n- Stefan works for Cedar Retail Group.\n- Priya works for Beacon Insurance.\n- Anders reports to Lucia.\n- Ravi works for Cedar Retail Group.\n- Atlas Freight was founded in 1977.\n- Bruno reports to Anders.\n- Priya reports to Ravi.\n- Bruno works for Cedar Retail Group.\n- Ravi reports to Viktor.\n- Cedar Retail Group was founded in 2015.\n- Meridian Bank was founded in 1987.\n- Beacon Insurance is headquartered in Leeds.\n- Anders works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Lucia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2009", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Sofia.\n- Felix reports to Amara.\n- Sanne reports to Omar.\n- Cedar Retail Group was founded in 2010.\n- Chiara reports to Sanne.\n- Pablo reports to Felix.\n- Amara works for Helios Logistics.\n- Omar works for Helios Logistics.\n- Cedar Retail Group is headquartered in Basel.\n- Helios Logistics was founded in 1986.\n- Pablo works for Fernhill Foods.\n- Chiara works for Cedar Retail Group.\n- Sanne works for Meridian Bank.\n- Amara reports to Yuki.\n- Felix works for Cedar Retail Group.\n- Meridian Bank was founded in 2002.\n- Fernhill Foods was founded in 2012.\n- Meridian Bank is headquartered in Valencia.\n- Sofia reports to Pablo.\n- Sofia works for Meridian Bank.\n- Yuki works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Fernhill Foods is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37595", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Aisha.\n- Helios Logistics is headquartered in Basel.\n- Zoya works for Summit Energy.\n- Aisha reports to Mara.\n- Ingrid works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2004.\n- Aisha works for Helios Logistics.\n- Tobias reports to Zoya.\n- Bluepine Aviation is headquartered in Brno.\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2009.\n- Mara works for Bluepine Aviation.\n- Mei reports to Felix.\n- Pablo works for Helios Logistics.\n- Mateo reports to Priya.\n- Ingrid reports to Mateo.\n- Mara reports to Tobias.\n- Priya works for Summit Energy.\n- Felix works for Bluepine Aviation.\n- Bruno reports to Mei.\n- Felix reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mateo works for Summit Energy.\n- Helios Logistics was founded in 1996.\n- Pablo reports to Bruno.\n- Summit Energy was founded in 2008.\n- Zoya reports to Ravi.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37596", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37597", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 18 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 October 2022): For employees hired on or after 11 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6683: employee Aisha K., hired 28 August 2021, separated 10 September 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6683?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37598", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37599", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Request Leave — requests time off", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37600", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37601", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Lucia reports to Hana.\n- Aisha works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Fernhill Foods was founded in 1979.\n- Hana reports to Omar.\n- Mateo reports to Kenji.\n- Zoya works for Crescent Telecom.\n- Zoya reports to Jonas.\n- Cedar Retail Group was founded in 2004.\n- Leila works for Crescent Telecom.\n- Aisha reports to Lucia.\n- Hana works for Cedar Retail Group.\n- Leila reports to Chiara.\n- Bluepine Aviation was founded in 1975.\n- Mei works for Cedar Retail Group.\n- Jonas works for Fernhill Foods.\n- Mateo works for Bluepine Aviation.\n- Mei reports to Dmitri.\n- Crescent Telecom was founded in 1985.\n- Kenji reports to Leila.\n- Lucia works for Bluepine Aviation.\n- Kenji works for Bluepine Aviation.\n- Jonas reports to Aisha.\n- Crescent Telecom is headquartered in Oslo.\n- Fernhill Foods is headquartered in Oslo.\n- Omar reports to Mei.\n- Dmitri reports to Mateo.\n- Bluepine Aviation is headquartered in Brno.\n- Chiara works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Dunedin", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37602", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Priya.\n- Crescent Telecom was founded in 1984.\n- Zoya works for Fernhill Foods.\n- Hana works for Northwind Systems.\n- Omar reports to Zoya.\n- Ingrid reports to Omar.\n- Northwind Systems is headquartered in Nagoya.\n- Sofia works for Fernhill Foods.\n- Callum works for Northwind Systems.\n- Sofia reports to Hana.\n- Tessa works for Northwind Systems.\n- Mara works for Atlas Freight.\n- Ingrid works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Northwind Systems was founded in 2015.\n- Atlas Freight was founded in 2006.\n- Zoya reports to Callum.\n- Nadia works for Crescent Telecom.\n- Priya reports to Mara.\n- Priya works for Fernhill Foods.\n- Callum reports to Tessa.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods was founded in 2007.\n- Crescent Telecom is headquartered in Turku.\n- Omar works for Crescent Telecom.\n- Fernhill Foods is headquartered in Nagoya.\n- Hana reports to Nadia.\n- Atlas Freight is headquartered in Nagoya.\n- Tessa reports to Viktor.\n- Mara reports to Sofia.\n- Ravi reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37603", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 81345 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to cancel a placed order", "1": "reports an item arrived broken", "2": "asks where an existing order is", "3": "wants the delivery address updated", "4": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37604", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_card", "1": "payment_plan", "2": "invoice_copy", "3": "dispute_charge", "4": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1988.\n- Helios Logistics is headquartered in Brno.\n- Helios Logistics was founded in 1980.\n- Pablo reports to Kenji.\n- Amara works for Crescent Telecom.\n- Emeka reports to Amara.\n- Ironwood Manufacturing was founded in 1985.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Kenji works for Fernhill Foods.\n- Ingrid reports to Priya.\n- Ingrid works for Helios Logistics.\n- Kenji reports to Sanne.\n- Priya reports to Mateo.\n- Sanne works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Emeka works for Helios Logistics.\n- Mateo reports to Emeka.\n- Mateo works for Helios Logistics.\n- Crescent Telecom is headquartered in Dunedin.\n- Crescent Telecom was founded in 1994.\n- Sanne reports to Ingrid.\n- Fernhill Foods is headquartered in Dunedin.\n- Pablo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Cork", "2": "Nagoya", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37606", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3242: employee Omar S., hired 01 November 2020, separated 10 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3242?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37607", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Summit Energy.\n- Yuki works for Ironwood Manufacturing.\n- Chiara works for Ironwood Manufacturing.\n- Leila reports to Omar.\n- Aisha reports to Ingrid.\n- Summit Energy is headquartered in Ghent.\n- Tessa works for Summit Energy.\n- Tobias reports to Aisha.\n- Chiara reports to Leila.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Tobias works for Summit Energy.\n- Leila works for Cobalt Health.\n- Aisha works for Ironwood Manufacturing.\n- Yuki reports to Tobias.\n- Tessa reports to Yuki.\n- Ingrid works for Summit Energy.\n- Cedar Retail Group was founded in 1987.\n- Cedar Retail Group is headquartered in Adelaide.\n- Omar reports to Tessa.\n- Summit Energy was founded in 1982.\n- Cobalt Health is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1990.\n- Cobalt Health was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Oslo", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37608", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-2 (VERSION 6, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 11 June 2025): For employees hired on or after 11 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5251: employee Felix S., hired 09 October 2023, separated 28 July 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-5251?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5251 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37609", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 3, EFFECTIVE 17 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 10 June 2024): For employees hired on or after 10 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 17 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9555: employee Viktor R., hired 18 August 2022, separated 28 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-9555?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9555 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37610", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Resignation — initiates departure", "3": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37611", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tampere.\n- Callum works for Meridian Bank.\n- Bluepine Aviation was founded in 2009.\n- Ravi reports to Mei.\n- Elena reports to Emeka.\n- Summit Energy was founded in 2012.\n- Tobias reports to Felix.\n- Elena works for Northwind Systems.\n- Sanne reports to Bruno.\n- Emeka reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Northwind Systems was founded in 2006.\n- Ravi works for Meridian Bank.\n- Bruno reports to Elena.\n- Sanne works for Northwind Systems.\n- Mara works for Bluepine Aviation.\n- Felix works for Meridian Bank.\n- Northwind Systems is headquartered in Leeds.\n- Lucia works for Meridian Bank.\n- Felix reports to Lucia.\n- Mateo reports to Ravi.\n- Tobias works for Bluepine Aviation.\n- Meridian Bank is headquartered in Adelaide.\n- Emeka works for Northwind Systems.\n- Mei reports to Mara.\n- Mateo works for Northwind Systems.\n- Mei works for Summit Energy.\n- Summit Energy is headquartered in Adelaide.\n- Meridian Bank was founded in 2010.\n- Callum reports to Tobias.\n- Lucia reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Leeds", "2": "Nagoya", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37612", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "books airfare", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1990.\n- Leila reports to Bruno.\n- Ingrid works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha works for Fernhill Foods.\n- Elena reports to Felix.\n- Leila works for Fernhill Foods.\n- Felix reports to Priya.\n- Aisha reports to Leila.\n- Fernhill Foods is headquartered in Tampere.\n- Elena works for Ironwood Manufacturing.\n- Priya works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1987.\n- Bruno works for Fernhill Foods.\n- Beacon Insurance is headquartered in Lyon.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Elena.\n- Atlas Freight was founded in 1987.\n- Felix works for Fernhill Foods.\n- Ingrid reports to Aisha.\n- Beacon Insurance was founded in 2015.\n- Bruno reports to Jonas.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37614", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37615", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37616", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Anders.\n- Bluepine Aviation was founded in 2006.\n- Omar reports to Pablo.\n- Pablo works for Summit Energy.\n- Bluepine Aviation is headquartered in Tampere.\n- Cedar Retail Group was founded in 1997.\n- Mei works for Cedar Retail Group.\n- Elena works for Bluepine Aviation.\n- Lattice Analytics was founded in 1975.\n- Mei reports to Tessa.\n- Emeka works for Summit Energy.\n- Tessa reports to Elena.\n- Felix works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Felix reports to Omar.\n- Cedar Retail Group is headquartered in Leeds.\n- Anders reports to Mei.\n- Summit Energy was founded in 1991.\n- Emeka reports to Felix.\n- Omar works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Anders works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37618", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-6 (VERSION 4, EFFECTIVE 21 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 09 July 2024): For employees hired on or after 09 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4009: employee Lucia B., hired 24 December 2023, separated 08 July 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-6-2025-4009 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,000", "2": "$3,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4009 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37619", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2005.\n- Dmitri reports to Priya.\n- Kenji reports to Mara.\n- Kenji works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Pablo works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Beacon Insurance was founded in 2011.\n- Bruno reports to Omar.\n- Callum works for Ironwood Manufacturing.\n- Mara works for Vantage Air.\n- Beacon Insurance is headquartered in Ghent.\n- Omar works for Beacon Insurance.\n- Callum reports to Dmitri.\n- Mara reports to Callum.\n- Priya reports to Pablo.\n- Vantage Air was founded in 1978.\n- Cobalt Health is headquartered in Halifax.\n- Dmitri works for Beacon Insurance.\n- Priya works for Cobalt Health.\n- Pablo reports to Bruno.\n- Ironwood Manufacturing was founded in 1997.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Halifax", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37620", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Crescent Telecom was founded in 1993.\n- Cobalt Health is headquartered in Lyon.\n- Cobalt Health was founded in 1998.\n- Chiara reports to Sanne.\n- Amara works for Cobalt Health.\n- Kenji reports to Emeka.\n- Ingrid reports to Callum.\n- Crescent Telecom is headquartered in Lyon.\n- Sanne reports to Pablo.\n- Ingrid works for Crescent Telecom.\n- Chiara works for Bluepine Aviation.\n- Pablo reports to Hana.\n- Tobias works for Atlas Freight.\n- Emeka reports to Zoya.\n- Atlas Freight was founded in 2014.\n- Zoya works for Cobalt Health.\n- Mateo reports to Kenji.\n- Bluepine Aviation is headquartered in Lyon.\n- Emeka works for Crescent Telecom.\n- Sanne works for Bluepine Aviation.\n- Atlas Freight is headquartered in Lyon.\n- Callum reports to Amara.\n- Zoya reports to Ingrid.\n- Bluepine Aviation was founded in 1996.\n- Mateo works for Cobalt Health.\n- Amara reports to Chiara.\n- Kenji works for Crescent Telecom.\n- Hana works for Cobalt Health.\n- Tobias reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37621", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 18 October 2023): For employees hired on or after 18 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-7421: employee Sofia T., hired 21 June 2021, separated 27 December 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-7421?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-7421 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37622", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 26046 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2001.\n- Yuki works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Lyon.\n- Nadia reports to Sofia.\n- Tessa reports to Bruno.\n- Ingrid works for Northwind Systems.\n- Leila works for Meridian Bank.\n- Hana works for Cedar Retail Group.\n- Meridian Bank is headquartered in Dunedin.\n- Dmitri reports to Leila.\n- Bruno reports to Dmitri.\n- Aisha works for Ironwood Manufacturing.\n- Dmitri works for Meridian Bank.\n- Aisha reports to Tessa.\n- Northwind Systems was founded in 1992.\n- Sofia reports to Aisha.\n- Bruno works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2000.\n- Ironwood Manufacturing is headquartered in Brno.\n- Meridian Bank was founded in 1991.\n- Ingrid reports to Hana.\n- Nadia works for Northwind Systems.\n- Yuki reports to Ingrid.\n- Hana reports to Nadia.\n- Northwind Systems is headquartered in Lyon.\n- Tessa works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Adelaide", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37624", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37625", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Turku.\n- Wren works for Beacon Insurance.\n- Mara works for Northwind Systems.\n- Pinnacle Software was founded in 2014.\n- Anders reports to Mei.\n- Mei reports to Lucia.\n- Elena works for Northwind Systems.\n- Beacon Insurance was founded in 2010.\n- Lucia reports to Elena.\n- Lucia works for Northwind Systems.\n- Wren reports to Mara.\n- Sofia reports to Anders.\n- Bruno reports to Sofia.\n- Meridian Bank was founded in 2012.\n- Bruno works for Northwind Systems.\n- Beacon Insurance is headquartered in Dunedin.\n- Elena reports to Wren.\n- Mei works for Northwind Systems.\n- Anders works for Beacon Insurance.\n- Sofia works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Meridian Bank is headquartered in Dunedin.\n- Northwind Systems was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37626", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Bluepine Aviation.\n- Omar works for Fernhill Foods.\n- Viktor works for Vantage Air.\n- Dmitri reports to Anders.\n- Anders reports to Deshawn.\n- Vantage Air was founded in 1996.\n- Bluepine Aviation is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Tampere.\n- Felix reports to Dmitri.\n- Hana works for Fernhill Foods.\n- Fernhill Foods was founded in 1999.\n- Cedar Retail Group is headquartered in Leeds.\n- Yuki works for Vantage Air.\n- Hana reports to Yuki.\n- Viktor reports to Felix.\n- Anders works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1983.\n- Omar reports to Viktor.\n- Bluepine Aviation was founded in 2004.\n- Deshawn works for Fernhill Foods.\n- Dmitri works for Bluepine Aviation.\n- Deshawn reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2004", "2": "2007", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2015.\n- Yuki reports to Viktor.\n- Beacon Insurance was founded in 2002.\n- Bruno reports to Hana.\n- Lattice Analytics was founded in 1985.\n- Viktor works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Anders works for Beacon Insurance.\n- Stefan reports to Anders.\n- Yuki works for Beacon Insurance.\n- Jonas reports to Yuki.\n- Nadia works for Helios Logistics.\n- Lattice Analytics is headquartered in Turku.\n- Hana reports to Jonas.\n- Hana works for Ironwood Manufacturing.\n- Viktor reports to Nadia.\n- Nadia reports to Stefan.\n- Jonas works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Bruno works for Beacon Insurance.\n- Helios Logistics is headquartered in Turku.\n- Stefan works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37628", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 03 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-7493: employee Mateo S., hired 28 March 2024, separated 25 April 2026 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2026-7493 under the controlling rules.", "criteria": {"0": "$3,938", "1": "$3,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-7493 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37629", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 2011.\n- Cedar Retail Group was founded in 1982.\n- Atlas Freight is headquartered in Oslo.\n- Amara works for Vantage Air.\n- Tobias reports to Hana.\n- Atlas Freight was founded in 2015.\n- Tobias works for Meridian Bank.\n- Meridian Bank was founded in 1998.\n- Bruno reports to Pablo.\n- Priya reports to Chiara.\n- Aisha reports to Bruno.\n- Meridian Bank is headquartered in Oslo.\n- Vantage Air is headquartered in Cork.\n- Emeka works for Meridian Bank.\n- Aisha works for Vantage Air.\n- Hana works for Atlas Freight.\n- Omar reports to Priya.\n- Pablo works for Cedar Retail Group.\n- Omar works for Meridian Bank.\n- Kenji works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Kenji reports to Tobias.\n- Stefan works for Meridian Bank.\n- Priya works for Vantage Air.\n- Pablo reports to Emeka.\n- Chiara reports to Aisha.\n- Chiara works for Cedar Retail Group.\n- Stefan reports to Kenji.\n- Hana reports to Amara.\n- Emeka reports to Stefan.\n- Bruno works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Oslo", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37630", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 10 October 2023): For employees hired on or after 10 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-5688: employee Amara K., hired 18 January 2023, separated 19 December 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-5-2025-5688 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$5,938", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-5688 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37631", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY SEP-7 (VERSION 7, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1060: employee Tessa A., hired 20 June 2022, separated 10 September 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1060?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1060 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37632", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1997.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Kenji reports to Amara.\n- Viktor works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Ravi works for Northwind Systems.\n- Viktor reports to Ravi.\n- Northwind Systems was founded in 2001.\n- Sofia works for Northwind Systems.\n- Amara reports to Jonas.\n- Yuki works for Lattice Analytics.\n- Sofia reports to Sanne.\n- Sanne works for Atlas Freight.\n- Jonas reports to Yuki.\n- Yuki reports to Sofia.\n- Sanne reports to Viktor.\n- Northwind Systems is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Lyon.\n- Jonas works for Northwind Systems.\n- Atlas Freight was founded in 1981.\n- Ironwood Manufacturing was founded in 1995.\n- Amara works for Lattice Analytics.\n- Atlas Freight is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37633", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "reports an unauthorized charge", "4": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37634", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Fernhill Foods.\n- Pablo reports to Chiara.\n- Ravi reports to Omar.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Tobias reports to Ravi.\n- Chiara reports to Amara.\n- Ingrid works for Crescent Telecom.\n- Omar reports to Ingrid.\n- Beacon Insurance was founded in 2006.\n- Cedar Retail Group is headquartered in Adelaide.\n- Cedar Retail Group was founded in 2003.\n- Omar works for Beacon Insurance.\n- Fernhill Foods is headquartered in Austin.\n- Tobias works for Fernhill Foods.\n- Amara reports to Viktor.\n- Pablo works for Beacon Insurance.\n- Amara works for Beacon Insurance.\n- Crescent Telecom is headquartered in Brno.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom was founded in 1998.\n- Ingrid reports to Pablo.\n- Viktor works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.\n- Crescent Telecom was founded in 1988.\n- Summit Energy was founded in 2002.\n- Ingrid works for Crescent Telecom.\n- Anders works for Summit Energy.\n- Dmitri works for Crescent Telecom.\n- Ingrid reports to Mei.\n- Deshawn works for Pinnacle Software.\n- Sanne works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Lyon.\n- Pinnacle Software was founded in 2011.\n- Hana works for Pinnacle Software.\n- Anders reports to Deshawn.\n- Mei works for Crescent Telecom.\n- Deshawn reports to Sofia.\n- Sanne reports to Anders.\n- Mei reports to Dmitri.\n- Ironwood Manufacturing was founded in 1976.\n- Dmitri reports to Hana.\n- Hana reports to Sanne.\n- Pinnacle Software is headquartered in Nagoya.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Meridian Bank.\n- Crescent Telecom was founded in 2006.\n- Fernhill Foods is headquartered in Leeds.\n- Priya works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Priya reports to Amara.\n- Fernhill Foods was founded in 1975.\n- Atlas Freight is headquartered in Tampere.\n- Felix works for Atlas Freight.\n- Jonas works for Meridian Bank.\n- Stefan works for Fernhill Foods.\n- Anders reports to Felix.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Sanne works for Atlas Freight.\n- Stefan reports to Sanne.\n- Meridian Bank is headquartered in Turku.\n- Felix reports to Stefan.\n- Meridian Bank was founded in 1998.\n- Amara reports to Jonas.\n- Jonas reports to Tessa.\n- Atlas Freight was founded in 1991.\n- Tessa reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Turku", "2": "Leeds", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Stefan.\n- Bruno works for Fernhill Foods.\n- Elena works for Bluepine Aviation.\n- Stefan reports to Zoya.\n- Kenji reports to Yuki.\n- Summit Energy was founded in 1991.\n- Leila works for Fernhill Foods.\n- Zoya works for Summit Energy.\n- Stefan works for Crescent Telecom.\n- Wren reports to Bruno.\n- Hana reports to Wren.\n- Summit Energy is headquartered in Tampere.\n- Wren works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Leeds.\n- Yuki reports to Hana.\n- Pablo works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Crescent Telecom is headquartered in Leeds.\n- Crescent Telecom was founded in 2015.\n- Hana works for Crescent Telecom.\n- Tobias reports to Elena.\n- Emeka works for Summit Energy.\n- Bluepine Aviation was founded in 1998.\n- Zoya reports to Tobias.\n- Leila reports to Kenji.\n- Tobias works for Summit Energy.\n- Elena reports to Leila.\n- Kenji works for Bluepine Aviation.\n- Emeka reports to Pablo.\n- Fernhill Foods was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1987", "3": "1992"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37639", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 5, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4772: employee Ingrid K., hired 26 February 2023, separated 13 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4772?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4772 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37640", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-7 (VERSION 4, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4309: employee Tobias S., hired 11 November 2022, separated 12 October 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4309?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37641", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'update card' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37642", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 08 February 2025): For employees hired on or after 08 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3771: employee Wren M., hired 28 September 2022, separated 28 October 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3771?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37643", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "removes access for a leaver", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Brno.\n- Ravi works for Vantage Air.\n- Mei works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Callum reports to Mei.\n- Ravi reports to Omar.\n- Felix works for Vantage Air.\n- Vantage Air was founded in 1987.\n- Fernhill Foods was founded in 1980.\n- Hana works for Vantage Air.\n- Omar works for Fernhill Foods.\n- Omar reports to Emeka.\n- Fernhill Foods is headquartered in Brno.\n- Pinnacle Software was founded in 1995.\n- Callum works for Vantage Air.\n- Hana reports to Callum.\n- Cobalt Health was founded in 2001.\n- Cobalt Health is headquartered in Porto.\n- Felix reports to Ravi.\n- Emeka works for Fernhill Foods.\n- Emeka reports to Hana.\n- Vantage Air is headquartered in Dunedin.\n- Sanne reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Brno", "2": "Dunedin", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37645", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "cancel_trip", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37646", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-2 (VERSION 2, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8535: employee Zoya T., hired 01 July 2022, separated 18 February 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-8535 under the controlling rules.", "criteria": {"0": "$2,615", "1": "$20,000", "2": "$3,692", "3": "$4,615"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8535 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37647", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 05 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 05 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-6406: employee Aisha R., hired 03 September 2022, separated 26 December 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-9-2026-6406 under the controlling rules.", "criteria": {"0": "$18,923", "1": "$82,000", "2": "$19,923", "3": "$19,038"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-6406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37648", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-4 (VERSION 7, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-6435: employee Hana R., hired 24 January 2022, separated 31 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-6435?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-6435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37649", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37650", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question", "4": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37651", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Ingrid works for Ironwood Manufacturing.\n- Mara reports to Viktor.\n- Lattice Analytics was founded in 2001.\n- Bruno works for Ironwood Manufacturing.\n- Viktor works for Summit Energy.\n- Bruno reports to Anders.\n- Sofia reports to Bruno.\n- Viktor reports to Aisha.\n- Anders reports to Mara.\n- Ingrid reports to Deshawn.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Aisha works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Leeds.\n- Anders works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1982.\n- Ironwood Manufacturing was founded in 1979.\n- Deshawn reports to Sofia.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Mara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Austin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37652", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tallinn.\n- Pablo works for Pinnacle Software.\n- Meridian Bank was founded in 1995.\n- Leila reports to Priya.\n- Pinnacle Software is headquartered in Dunedin.\n- Dmitri reports to Pablo.\n- Meridian Bank is headquartered in Bergen.\n- Kenji reports to Leila.\n- Mateo works for Meridian Bank.\n- Sofia reports to Kenji.\n- Mateo reports to Callum.\n- Atlas Freight was founded in 1997.\n- Callum works for Pinnacle Software.\n- Priya works for Atlas Freight.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Tallinn.\n- Leila works for Cedar Retail Group.\n- Kenji works for Meridian Bank.\n- Pinnacle Software was founded in 1985.\n- Pablo reports to Mateo.\n- Priya reports to Dmitri.\n- Dmitri works for Atlas Freight.\n- Cedar Retail Group was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Meridian Bank", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37653", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "requests time off", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37654", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY SEP-6 (VERSION 4, EFFECTIVE 04 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 04 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-1678: employee Wren T., hired 25 July 2023, separated 15 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-1678 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$5,000", "2": "$7,000", "3": "$5,688"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-1678 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37655", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 December 2024): For employees hired on or after 04 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9782: employee Elena R., hired 27 August 2022, separated 10 February 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9782?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9782 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37656", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 7, EFFECTIVE 28 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8627: employee Sofia T., hired 26 October 2021, separated 26 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8627?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37657", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 4, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 14 May 2024): For employees hired on or after 14 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-7580: employee Aisha K., hired 06 January 2021, separated 19 July 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-7580?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-7580 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37658", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Ghent.\n- Cedar Retail Group is headquartered in Ghent.\n- Bruno works for Summit Energy.\n- Atlas Freight was founded in 1997.\n- Mateo works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Deshawn works for Vantage Air.\n- Sofia reports to Mateo.\n- Omar works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Bruno reports to Sofia.\n- Vantage Air was founded in 1989.\n- Deshawn reports to Bruno.\n- Priya works for Vantage Air.\n- Omar reports to Deshawn.\n- Cedar Retail Group was founded in 1992.\n- Summit Energy was founded in 1992.\n- Ingrid works for Atlas Freight.\n- Pablo reports to Omar.\n- Vantage Air is headquartered in Cork.\n- Ingrid reports to Pablo.\n- Priya reports to Ingrid.\n- Sofia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Nagoya", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37659", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-2 (VERSION 2, EFFECTIVE 08 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 13 July 2023): For employees hired on or after 13 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 08 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4217: employee Felix T., hired 28 October 2022, separated 06 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4217?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4217 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37660", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37661", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37662", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests a receipt or invoice", "1": "asks to split a balance into installments", "2": "reports an unauthorized charge", "3": "wants to end recurring billing", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37663", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 18 March 2025): For employees hired on or after 18 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6812: employee Callum A., hired 04 May 2024, separated 01 April 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6812?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37664", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6933: employee Sofia A., hired 07 March 2023, separated 22 November 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-7-2026-6933 under the controlling rules.", "criteria": {"0": "$51,567", "1": "$11,812", "2": "$11,900", "3": "$11,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6933 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37665", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Anders.\n- Callum works for Pinnacle Software.\n- Pinnacle Software is headquartered in Halifax.\n- Kenji works for Pinnacle Software.\n- Elena works for Fernhill Foods.\n- Pablo works for Atlas Freight.\n- Mara reports to Sofia.\n- Pablo reports to Elena.\n- Fernhill Foods was founded in 2001.\n- Mara works for Fernhill Foods.\n- Atlas Freight was founded in 1982.\n- Elena reports to Kenji.\n- Sofia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Fernhill Foods is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1996.\n- Pinnacle Software was founded in 2005.\n- Atlas Freight is headquartered in Cork.\n- Callum reports to Pablo.\n- Anders reports to Mara.\n- Anders works for Cedar Retail Group.\n- Omar works for Atlas Freight.\n- Omar reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37667", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37668", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Summit Energy is headquartered in Nagoya.\n- Felix reports to Deshawn.\n- Cedar Retail Group was founded in 1985.\n- Amara reports to Mateo.\n- Crescent Telecom is headquartered in Ghent.\n- Hana reports to Sanne.\n- Sanne reports to Pablo.\n- Chiara works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1987.\n- Felix works for Crescent Telecom.\n- Pablo reports to Yuki.\n- Mateo reports to Hana.\n- Hana works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Adelaide.\n- Chiara reports to Amara.\n- Summit Energy was founded in 1988.\n- Yuki reports to Felix.\n- Zoya works for Ironwood Manufacturing.\n- Deshawn works for Summit Energy.\n- Amara works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Zoya reports to Chiara.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "1993", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37670", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-6 (VERSION 5, EFFECTIVE 30 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 30 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-5481: employee Viktor R., hired 26 April 2023, separated 29 November 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2025-5481 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$9,000", "2": "$7,000", "3": "$3,150"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-5481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37671", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "check_status", "4": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37672", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Status on my shipment 9475 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37673", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tampere.\n- Deshawn works for Vantage Air.\n- Northwind Systems was founded in 1987.\n- Nadia works for Northwind Systems.\n- Atlas Freight is headquartered in Ghent.\n- Elena reports to Dmitri.\n- Mateo works for Atlas Freight.\n- Atlas Freight was founded in 2010.\n- Crescent Telecom was founded in 1979.\n- Anders works for Atlas Freight.\n- Yuki works for Atlas Freight.\n- Nadia reports to Emeka.\n- Northwind Systems is headquartered in Tampere.\n- Vantage Air is headquartered in Lyon.\n- Dmitri works for Northwind Systems.\n- Emeka works for Crescent Telecom.\n- Elena works for Atlas Freight.\n- Yuki reports to Anders.\n- Emeka reports to Deshawn.\n- Anders reports to Nadia.\n- Vantage Air was founded in 1986.\n- Deshawn reports to Elena.\n- Mateo reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37674", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Ravi.\n- Summit Energy was founded in 2006.\n- Felix reports to Hana.\n- Viktor reports to Pablo.\n- Summit Energy is headquartered in Leeds.\n- Zoya works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Tampere.\n- Ingrid reports to Zoya.\n- Tobias reports to Felix.\n- Bluepine Aviation is headquartered in Porto.\n- Mei works for Summit Energy.\n- Atlas Freight is headquartered in Porto.\n- Hana works for Summit Energy.\n- Pablo works for Summit Energy.\n- Zoya reports to Viktor.\n- Ingrid works for Summit Energy.\n- Deshawn reports to Aisha.\n- Omar reports to Tobias.\n- Viktor works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2012.\n- Omar works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Deshawn works for Bluepine Aviation.\n- Aisha works for Bluepine Aviation.\n- Atlas Freight was founded in 1998.\n- Mei reports to Omar.\n- Aisha reports to Ingrid.\n- Pablo reports to Mei.\n- Tobias works for Summit Energy.\n- Ravi works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37676", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-5593: employee Pablo K., hired 26 April 2023, separated 05 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-5593?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-5593 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37677", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "coverage_question", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37678", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Basel.\n- Fernhill Foods was founded in 1996.\n- Aisha reports to Zoya.\n- Chiara works for Atlas Freight.\n- Bruno works for Fernhill Foods.\n- Zoya works for Lattice Analytics.\n- Anders reports to Elena.\n- Helios Logistics is headquartered in Basel.\n- Anders works for Atlas Freight.\n- Atlas Freight was founded in 2012.\n- Stefan reports to Anders.\n- Atlas Freight is headquartered in Ghent.\n- Jonas works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Helios Logistics was founded in 2004.\n- Stefan works for Lattice Analytics.\n- Fernhill Foods is headquartered in Ghent.\n- Elena works for Atlas Freight.\n- Jonas reports to Mara.\n- Chiara reports to Stefan.\n- Elena reports to Bruno.\n- Felix works for Atlas Freight.\n- Felix reports to Jonas.\n- Bruno reports to Felix.\n- Lattice Analytics was founded in 2015.\n- Mara reports to Aisha.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37679", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1977.\n- Omar works for Summit Energy.\n- Sanne works for Crescent Telecom.\n- Mei reports to Kenji.\n- Crescent Telecom was founded in 1996.\n- Northwind Systems is headquartered in Basel.\n- Summit Energy was founded in 1998.\n- Amara reports to Mei.\n- Kenji works for Summit Energy.\n- Viktor reports to Jonas.\n- Jonas reports to Sanne.\n- Omar reports to Tessa.\n- Jonas works for Bluepine Aviation.\n- Amara works for Crescent Telecom.\n- Viktor works for Bluepine Aviation.\n- Felix works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Ghent.\n- Felix reports to Omar.\n- Northwind Systems was founded in 1990.\n- Crescent Telecom is headquartered in Porto.\n- Mei works for Crescent Telecom.\n- Tessa works for Summit Energy.\n- Sofia reports to Amara.\n- Sofia works for Crescent Telecom.\n- Tessa reports to Sofia.\n- Summit Energy is headquartered in Ghent.\n- Kenji reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Porto", "2": "Basel", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37680", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to inspect logs or metrics", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37681", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37682", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4287: employee Elena B., hired 03 December 2022, separated 06 February 2026 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-4287?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37683", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37684", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9472: employee Mateo K., hired 08 November 2022, separated 01 January 2025 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2025-9472 under the controlling rules.", "criteria": {"0": "$28,167", "1": "$6,500", "2": "$6,562", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37685", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37686", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2013.\n- Atlas Freight was founded in 1987.\n- Vantage Air is headquartered in Austin.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air was founded in 1975.\n- Sofia works for Northwind Systems.\n- Mei reports to Ravi.\n- Sofia reports to Kenji.\n- Stefan reports to Mei.\n- Jonas works for Northwind Systems.\n- Northwind Systems was founded in 1976.\n- Dmitri reports to Stefan.\n- Northwind Systems is headquartered in Austin.\n- Atlas Freight is headquartered in Austin.\n- Ravi reports to Mateo.\n- Mateo reports to Jonas.\n- Kenji works for Atlas Freight.\n- Mateo works for Vantage Air.\n- Dmitri works for Atlas Freight.\n- Jonas reports to Sofia.\n- Stefan works for Fernhill Foods.\n- Ravi works for Northwind Systems.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Valencia", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37687", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias reports to Deshawn.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy is headquartered in Adelaide.\n- Priya works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Tobias works for Vantage Air.\n- Summit Energy was founded in 1983.\n- Bruno reports to Yuki.\n- Vantage Air is headquartered in Oslo.\n- Yuki works for Summit Energy.\n- Pablo reports to Callum.\n- Callum reports to Aisha.\n- Bruno works for Summit Energy.\n- Aisha reports to Bruno.\n- Pinnacle Software was founded in 1997.\n- Deshawn reports to Pablo.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Tampere.\n- Callum works for Vantage Air.\n- Aisha works for Summit Energy.\n- Priya reports to Tobias.\n- Northwind Systems was founded in 2012.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37688", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 04 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 21 July 2023): For employees hired on or after 21 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 04 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1558: employee Mateo S., hired 07 October 2021, separated 24 August 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-1558?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1558 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37689", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Open Account — asks to open a new account", "2": "Check Balance — asks for account balance", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Zoya.\n- Bluepine Aviation is headquartered in Porto.\n- Kenji reports to Omar.\n- Tessa works for Meridian Bank.\n- Priya reports to Bruno.\n- Kenji works for Meridian Bank.\n- Omar reports to Wren.\n- Viktor works for Ironwood Manufacturing.\n- Leila works for Meridian Bank.\n- Bruno works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2002.\n- Wren reports to Jonas.\n- Jonas reports to Felix.\n- Ironwood Manufacturing is headquartered in Porto.\n- Wren works for Cedar Retail Group.\n- Jonas works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Porto.\n- Bluepine Aviation was founded in 2000.\n- Zoya reports to Elena.\n- Omar works for Ironwood Manufacturing.\n- Elena works for Cedar Retail Group.\n- Felix works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Tallinn.\n- Felix reports to Priya.\n- Meridian Bank was founded in 2008.\n- Elena reports to Tessa.\n- Ironwood Manufacturing was founded in 1986.\n- Priya works for Ironwood Manufacturing.\n- Leila reports to Kenji.\n- Zoya works for Meridian Bank.\n- Tessa reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2011", "2": "2006", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37691", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2000.\n- Anders reports to Lucia.\n- Lucia works for Summit Energy.\n- Wren works for Ironwood Manufacturing.\n- Vantage Air was founded in 2007.\n- Stefan reports to Anders.\n- Bruno works for Vantage Air.\n- Anders works for Summit Energy.\n- Omar reports to Bruno.\n- Zoya works for Summit Energy.\n- Omar works for Summit Energy.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Lucia reports to Zoya.\n- Zoya reports to Omar.\n- Deshawn reports to Wren.\n- Bruno reports to Deshawn.\n- Stefan works for Vantage Air.\n- Deshawn works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Oslo.\n- Summit Energy was founded in 1976.\n- Helios Logistics is headquartered in Lyon.\n- Vantage Air is headquartered in Malmo.\n- Helios Logistics was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Halifax", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37692", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tobias.\n- Cedar Retail Group was founded in 1983.\n- Cedar Retail Group is headquartered in Cork.\n- Nadia reports to Sanne.\n- Beacon Insurance was founded in 2006.\n- Priya reports to Kenji.\n- Dmitri reports to Priya.\n- Tobias reports to Dmitri.\n- Mateo works for Meridian Bank.\n- Nadia works for Crescent Telecom.\n- Dmitri works for Cedar Retail Group.\n- Ravi works for Meridian Bank.\n- Felix works for Beacon Insurance.\n- Meridian Bank was founded in 1986.\n- Mateo reports to Ravi.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom was founded in 1976.\n- Meridian Bank is headquartered in Tampere.\n- Priya works for Crescent Telecom.\n- Felix reports to Jonas.\n- Kenji works for Meridian Bank.\n- Jonas reports to Nadia.\n- Kenji reports to Mateo.\n- Jonas works for Beacon Insurance.\n- Crescent Telecom is headquartered in Nagoya.\n- Tobias works for Beacon Insurance.\n- Sanne works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37694", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37695", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Lyon.\n- Pinnacle Software was founded in 1992.\n- Lucia reports to Kenji.\n- Zoya works for Lattice Analytics.\n- Meridian Bank is headquartered in Lyon.\n- Lucia works for Pinnacle Software.\n- Tessa works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Leila reports to Bruno.\n- Priya reports to Tessa.\n- Bruno reports to Lucia.\n- Kenji works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Deshawn reports to Dmitri.\n- Aisha reports to Leila.\n- Zoya reports to Deshawn.\n- Leila works for Pinnacle Software.\n- Kenji reports to Zoya.\n- Pinnacle Software is headquartered in Porto.\n- Aisha works for Pinnacle Software.\n- Lattice Analytics was founded in 2014.\n- Dmitri reports to Priya.\n- Priya works for Ironwood Manufacturing.\n- Deshawn works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Bruno works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Lyon", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Yuki reports to Sanne.\n- Pablo works for Northwind Systems.\n- Yuki works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2005.\n- Lucia reports to Callum.\n- Wren reports to Sofia.\n- Lattice Analytics is headquartered in Malmo.\n- Sanne reports to Omar.\n- Callum reports to Yuki.\n- Sanne works for Beacon Insurance.\n- Lattice Analytics was founded in 1976.\n- Sofia reports to Lucia.\n- Northwind Systems is headquartered in Malmo.\n- Sofia works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1976.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1995.\n- Beacon Insurance is headquartered in Valencia.\n- Lucia works for Northwind Systems.\n- Callum works for Beacon Insurance.\n- Omar reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1995", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Nadia.\n- Leila reports to Lucia.\n- Omar reports to Pablo.\n- Atlas Freight is headquartered in Tampere.\n- Pablo works for Helios Logistics.\n- Viktor works for Helios Logistics.\n- Kenji reports to Omar.\n- Omar works for Helios Logistics.\n- Pablo reports to Hana.\n- Bluepine Aviation was founded in 1993.\n- Viktor reports to Ravi.\n- Callum works for Crescent Telecom.\n- Leila works for Bluepine Aviation.\n- Crescent Telecom was founded in 2009.\n- Crescent Telecom is headquartered in Cork.\n- Hana works for Atlas Freight.\n- Sofia works for Crescent Telecom.\n- Sanne works for Helios Logistics.\n- Sofia reports to Viktor.\n- Ravi reports to Sanne.\n- Bluepine Aviation is headquartered in Cork.\n- Kenji works for Helios Logistics.\n- Lucia reports to Sofia.\n- Ravi works for Atlas Freight.\n- Atlas Freight was founded in 1988.\n- Callum reports to Leila.\n- Lucia works for Bluepine Aviation.\n- Nadia reports to Kenji.\n- Helios Logistics was founded in 2006.\n- Nadia works for Atlas Freight.\n- Helios Logistics is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2009", "3": "2001"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37698", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37699", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 4, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1263: employee Nadia R., hired 04 June 2022, separated 10 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1263?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1263 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37700", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Wren.\n- Amara works for Lattice Analytics.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Omar reports to Kenji.\n- Lucia reports to Amara.\n- Kenji works for Cobalt Health.\n- Lattice Analytics was founded in 2004.\n- Pablo reports to Felix.\n- Lucia works for Crescent Telecom.\n- Yuki reports to Dmitri.\n- Omar works for Atlas Freight.\n- Elena works for Lattice Analytics.\n- Aisha reports to Yuki.\n- Crescent Telecom was founded in 1989.\n- Aisha works for Lattice Analytics.\n- Wren reports to Omar.\n- Felix reports to Lucia.\n- Atlas Freight was founded in 1990.\n- Yuki works for Atlas Freight.\n- Felix works for Cobalt Health.\n- Cobalt Health was founded in 1981.\n- Lattice Analytics is headquartered in Ghent.\n- Cobalt Health is headquartered in Turku.\n- Kenji reports to Aisha.\n- Dmitri works for Crescent Telecom.\n- Callum works for Lattice Analytics.\n- Amara reports to Callum.\n- Elena reports to Pablo.\n- Pablo works for Lattice Analytics.\n- Atlas Freight is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Oslo", "2": "Dunedin", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37701", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "rollback", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37702", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-5 (VERSION 6, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-9164: employee Aisha A., hired 26 March 2023, separated 23 July 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-5-2025-9164 under the controlling rules.", "criteria": {"0": "$8,438", "1": "$9,885", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-9164 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37703", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-4 (VERSION 5, EFFECTIVE 18 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 18 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7304: employee Hana K., hired 21 December 2020, separated 05 March 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7304?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37704", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37705", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 7, EFFECTIVE 06 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-7666: employee Sofia A., hired 08 January 2023, separated 06 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-7666?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-7666 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37706", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "coverage_question", "2": "referral", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37707", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Atlas Freight was founded in 2009.\n- Yuki works for Cobalt Health.\n- Tessa reports to Zoya.\n- Chiara works for Atlas Freight.\n- Deshawn reports to Amara.\n- Chiara reports to Jonas.\n- Pinnacle Software is headquartered in Ghent.\n- Elena works for Lattice Analytics.\n- Atlas Freight is headquartered in Halifax.\n- Zoya works for Cobalt Health.\n- Amara works for Pinnacle Software.\n- Cobalt Health is headquartered in Halifax.\n- Lattice Analytics was founded in 1994.\n- Pinnacle Software was founded in 1992.\n- Tessa works for Pinnacle Software.\n- Jonas reports to Elena.\n- Cobalt Health was founded in 1976.\n- Jonas works for Lattice Analytics.\n- Elena reports to Yuki.\n- Amara reports to Tessa.\n- Yuki reports to Deshawn.\n- Deshawn works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1976", "3": "1974"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37708", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 6, EFFECTIVE 21 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 August 2024): For employees hired on or after 24 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 21 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8453: employee Jonas A., hired 08 February 2021, separated 28 September 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8453?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37709", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37710", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-6 (VERSION 5, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 June 2023): For employees hired on or after 18 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1476: employee Lucia M., hired 25 January 2020, separated 04 July 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1476?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1476 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37711", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37712", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1994.\n- Meridian Bank was founded in 1977.\n- Emeka works for Helios Logistics.\n- Emeka reports to Felix.\n- Helios Logistics was founded in 2012.\n- Dmitri reports to Mara.\n- Wren works for Helios Logistics.\n- Fernhill Foods was founded in 1983.\n- Felix works for Helios Logistics.\n- Amara works for Meridian Bank.\n- Jonas works for Northwind Systems.\n- Mara works for Helios Logistics.\n- Mara reports to Amara.\n- Priya reports to Emeka.\n- Jonas reports to Priya.\n- Helios Logistics is headquartered in Dunedin.\n- Priya works for Northwind Systems.\n- Meridian Bank is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Dunedin.\n- Northwind Systems is headquartered in Oslo.\n- Wren reports to Dmitri.\n- Dmitri works for Helios Logistics.\n- Amara reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1994", "2": "1989", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37713", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-7 (VERSION 5, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5268: employee Zoya M., hired 21 April 2021, separated 27 September 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5268?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5268 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37714", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 5, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8338: employee Nadia B., hired 25 December 2021, separated 18 April 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8338?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Lucia.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air was founded in 2010.\n- Aisha reports to Jonas.\n- Callum reports to Leila.\n- Bruno reports to Chiara.\n- Zoya works for Atlas Freight.\n- Lucia reports to Zoya.\n- Mei works for Ironwood Manufacturing.\n- Callum works for Vantage Air.\n- Chiara reports to Aisha.\n- Jonas reports to Mei.\n- Nadia works for Ironwood Manufacturing.\n- Bruno works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Dmitri works for Lattice Analytics.\n- Nadia reports to Dmitri.\n- Mei reports to Callum.\n- Ironwood Manufacturing was founded in 1978.\n- Lattice Analytics was founded in 1996.\n- Atlas Freight was founded in 1975.\n- Aisha works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Zoya reports to Felix.\n- Chiara works for Vantage Air.\n- Felix works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Felix reports to Bruno.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Ghent", "2": "Bergen", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37716", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-2 (VERSION 5, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-9393: employee Emeka T., hired 15 December 2022, separated 20 November 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2025-9393 under the controlling rules.", "criteria": {"0": "$8,312", "1": "$36,400", "2": "$8,400", "3": "$7,400"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-9393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37717", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 05 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 05 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-3777: employee Jonas K., hired 21 February 2023, separated 12 October 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-3777?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "12 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-3777 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Vantage Air.\n- Tessa reports to Stefan.\n- Lattice Analytics was founded in 2014.\n- Nadia reports to Yuki.\n- Yuki reports to Anders.\n- Nadia works for Pinnacle Software.\n- Bluepine Aviation was founded in 2000.\n- Leila works for Lattice Analytics.\n- Anders reports to Leila.\n- Bluepine Aviation is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Dunedin.\n- Amara reports to Nadia.\n- Amara works for Vantage Air.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Tessa works for Pinnacle Software.\n- Stefan reports to Zoya.\n- Pinnacle Software is headquartered in Tallinn.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Tessa.\n- Tobias reports to Emeka.\n- Yuki works for Vantage Air.\n- Tobias works for Pinnacle Software.\n- Leila reports to Tobias.\n- Vantage Air is headquartered in Tallinn.\n- Anders works for Vantage Air.\n- Vantage Air was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1971", "3": "1979"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37719", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Referral — requests specialist referral", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37720", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "resignation", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37721", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "arranges a pickup", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37722", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-8 (VERSION 5, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 February 2025): For employees hired on or after 17 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6351: employee Sanne K., hired 01 October 2022, separated 16 May 2025 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2025-6351 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,000", "2": "$34,667", "3": "$5,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6351 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37723", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "books a visit", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37724", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Turku.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1989.\n- Emeka reports to Jonas.\n- Tobias works for Cedar Retail Group.\n- Nadia reports to Emeka.\n- Cedar Retail Group is headquartered in Ghent.\n- Callum reports to Ingrid.\n- Meridian Bank is headquartered in Lyon.\n- Jonas works for Bluepine Aviation.\n- Omar works for Bluepine Aviation.\n- Sofia reports to Tobias.\n- Helios Logistics was founded in 2002.\n- Pablo works for Meridian Bank.\n- Stefan works for Meridian Bank.\n- Pablo reports to Nadia.\n- Tobias reports to Hana.\n- Meridian Bank was founded in 2005.\n- Ingrid works for Cedar Retail Group.\n- Omar reports to Yuki.\n- Emeka works for Helios Logistics.\n- Hana works for Bluepine Aviation.\n- Hana reports to Pablo.\n- Ingrid reports to Sofia.\n- Bluepine Aviation was founded in 2012.\n- Bluepine Aviation is headquartered in Lyon.\n- Yuki works for Bluepine Aviation.\n- Callum works for Cedar Retail Group.\n- Stefan reports to Callum.\n- Yuki reports to Stefan.\n- Sofia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Ghent", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37725", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-3 (VERSION 3, EFFECTIVE 06 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 06 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-2436: employee Sofia T., hired 05 July 2021, separated 06 May 2023 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-2436?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-2436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Adelaide.\n- Ironwood Manufacturing is headquartered in Basel.\n- Meridian Bank was founded in 2000.\n- Emeka reports to Chiara.\n- Dmitri reports to Sofia.\n- Cedar Retail Group was founded in 1989.\n- Sofia works for Cedar Retail Group.\n- Stefan works for Cedar Retail Group.\n- Dmitri works for Meridian Bank.\n- Chiara reports to Mara.\n- Meridian Bank is headquartered in Oslo.\n- Sofia reports to Elena.\n- Chiara works for Cedar Retail Group.\n- Elena works for Meridian Bank.\n- Mara reports to Dmitri.\n- Tessa reports to Emeka.\n- Omar reports to Leila.\n- Omar works for Cedar Retail Group.\n- Pinnacle Software was founded in 2000.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Leila works for Ironwood Manufacturing.\n- Elena reports to Omar.\n- Tessa works for Meridian Bank.\n- Leila reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2006", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37727", "family": "intent_hardneg", "state": "Incoming devops message:\n\"revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to restart a service", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37728", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Chiara works for Meridian Bank.\n- Bruno reports to Wren.\n- Tobias works for Cedar Retail Group.\n- Zoya reports to Lucia.\n- Meridian Bank was founded in 2010.\n- Beacon Insurance is headquartered in Porto.\n- Emeka works for Bluepine Aviation.\n- Tessa reports to Tobias.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 2013.\n- Meridian Bank is headquartered in Malmo.\n- Lucia works for Beacon Insurance.\n- Beacon Insurance was founded in 1988.\n- Bluepine Aviation is headquartered in Nagoya.\n- Priya reports to Emeka.\n- Emeka reports to Chiara.\n- Bruno works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Tessa works for Bluepine Aviation.\n- Tobias reports to Pablo.\n- Wren reports to Zoya.\n- Wren works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1995.\n- Lucia reports to Tessa.\n- Chiara reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Meridian Bank", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37729", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-8 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3085: employee Ravi K., hired 21 September 2022, separated 26 December 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-8-2025-3085 under the controlling rules.", "criteria": {"0": "$6,900", "1": "$7,500", "2": "$34,667", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Emeka.\n- Bluepine Aviation was founded in 2005.\n- Chiara works for Atlas Freight.\n- Callum reports to Priya.\n- Meridian Bank is headquartered in Lyon.\n- Fernhill Foods is headquartered in Cork.\n- Meridian Bank was founded in 1990.\n- Priya reports to Chiara.\n- Priya works for Bluepine Aviation.\n- Mara works for Meridian Bank.\n- Elena reports to Anders.\n- Bluepine Aviation is headquartered in Valencia.\n- Atlas Freight is headquartered in Lyon.\n- Emeka reports to Elena.\n- Anders works for Bluepine Aviation.\n- Mara reports to Mei.\n- Anders reports to Mateo.\n- Mei reports to Felix.\n- Atlas Freight was founded in 2015.\n- Felix reports to Callum.\n- Mei works for Atlas Freight.\n- Mateo works for Fernhill Foods.\n- Callum works for Bluepine Aviation.\n- Elena works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Felix works for Atlas Freight.\n- Fernhill Foods was founded in 1987.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2015", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37731", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37732", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Fernhill Foods.\n- Summit Energy is headquartered in Brno.\n- Pablo works for Summit Energy.\n- Felix works for Beacon Insurance.\n- Ingrid reports to Lucia.\n- Emeka works for Summit Energy.\n- Cobalt Health is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Brno.\n- Mara reports to Felix.\n- Mateo works for Cobalt Health.\n- Fernhill Foods was founded in 2011.\n- Ingrid works for Cobalt Health.\n- Summit Energy was founded in 2003.\n- Fernhill Foods is headquartered in Adelaide.\n- Elena works for Beacon Insurance.\n- Leila works for Fernhill Foods.\n- Omar reports to Dmitri.\n- Beacon Insurance was founded in 1996.\n- Lucia reports to Elena.\n- Leila reports to Emeka.\n- Mara works for Fernhill Foods.\n- Bruno works for Cobalt Health.\n- Felix reports to Ingrid.\n- Dmitri reports to Mara.\n- Dmitri works for Beacon Insurance.\n- Bruno reports to Mateo.\n- Pablo reports to Bruno.\n- Elena reports to Leila.\n- Emeka reports to Pablo.\n- Cobalt Health was founded in 1994.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37733", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1981.\n- Emeka works for Crescent Telecom.\n- Pablo works for Pinnacle Software.\n- Sanne works for Cobalt Health.\n- Tessa reports to Sanne.\n- Cobalt Health is headquartered in Austin.\n- Priya works for Bluepine Aviation.\n- Cobalt Health was founded in 2005.\n- Priya reports to Mei.\n- Emeka reports to Pablo.\n- Mei works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Porto.\n- Bluepine Aviation was founded in 2012.\n- Pablo reports to Stefan.\n- Nadia works for Cobalt Health.\n- Bluepine Aviation is headquartered in Porto.\n- Tessa works for Pinnacle Software.\n- Mei reports to Tessa.\n- Stefan works for Bluepine Aviation.\n- Crescent Telecom was founded in 2009.\n- Pinnacle Software is headquartered in Austin.\n- Stefan reports to Priya.\n- Sanne reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Austin", "2": "Malmo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37734", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 7, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-6630: employee Elena K., hired 18 September 2023, separated 25 May 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-6630?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-6630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37735", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37736", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37737", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-8 (VERSION 4, EFFECTIVE 04 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 04 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-5180: employee Omar K., hired 30 December 2022, separated 09 April 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-5180?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-5180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37738", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-9 (VERSION 2, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 25 September 2024): For employees hired on or after 25 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6736: employee Zoya B., hired 08 February 2021, separated 07 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6736?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37739", "family": "intent_v3", "state": "Incoming support message:\n\"Want my money back for 66072\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37740", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Ravi.\n- Atlas Freight was founded in 1977.\n- Helios Logistics was founded in 1985.\n- Aisha reports to Emeka.\n- Ironwood Manufacturing was founded in 1980.\n- Dmitri works for Beacon Insurance.\n- Aisha works for Ironwood Manufacturing.\n- Tobias works for Beacon Insurance.\n- Beacon Insurance is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Austin.\n- Beacon Insurance was founded in 1984.\n- Nadia works for Atlas Freight.\n- Kenji reports to Aisha.\n- Helios Logistics is headquartered in Leeds.\n- Nadia reports to Leila.\n- Atlas Freight is headquartered in Turku.\n- Tobias reports to Dmitri.\n- Emeka reports to Nadia.\n- Kenji works for Beacon Insurance.\n- Ravi reports to Tobias.\n- Leila works for Beacon Insurance.\n- Ravi works for Helios Logistics.\n- Emeka works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Turku", "2": "Bergen", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1998.\n- Priya reports to Leila.\n- Priya works for Bluepine Aviation.\n- Leila reports to Felix.\n- Ravi works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2013.\n- Deshawn reports to Chiara.\n- Omar reports to Ingrid.\n- Chiara works for Lattice Analytics.\n- Ravi reports to Deshawn.\n- Sofia reports to Ravi.\n- Leila works for Ironwood Manufacturing.\n- Yuki reports to Omar.\n- Ingrid reports to Sofia.\n- Lattice Analytics is headquartered in Lyon.\n- Mara works for Bluepine Aviation.\n- Sanne works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Crescent Telecom is headquartered in Halifax.\n- Omar works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Ingrid works for Crescent Telecom.\n- Felix reports to Mara.\n- Deshawn works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1997.\n- Bluepine Aviation is headquartered in Halifax.\n- Bluepine Aviation was founded in 1989.\n- Sanne reports to Yuki.\n- Felix works for Bluepine Aviation.\n- Sofia works for Crescent Telecom.\n- Mara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1984", "2": "1992", "3": "1989"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37742", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-7 (VERSION 5, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 17 October 2024): For employees hired on or after 17 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-9591: employee Mei R., hired 19 May 2022, separated 03 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-9591?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-9591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-37743", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37744", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "change_seat", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Ravi.\n- Crescent Telecom was founded in 2003.\n- Ingrid reports to Sofia.\n- Lucia works for Beacon Insurance.\n- Northwind Systems is headquartered in Cork.\n- Ravi reports to Lucia.\n- Zoya reports to Omar.\n- Pablo works for Crescent Telecom.\n- Zoya works for Beacon Insurance.\n- Emeka works for Northwind Systems.\n- Lucia reports to Emeka.\n- Northwind Systems was founded in 1994.\n- Viktor works for Northwind Systems.\n- Amara reports to Mateo.\n- Omar reports to Pablo.\n- Ingrid works for Beacon Insurance.\n- Mateo works for Crescent Telecom.\n- Anders reports to Amara.\n- Bluepine Aviation was founded in 1995.\n- Viktor reports to Zoya.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Crescent Telecom is headquartered in Malmo.\n- Omar works for Northwind Systems.\n- Pablo reports to Anders.\n- Amara works for Northwind Systems.\n- Ravi works for Bluepine Aviation.\n- Mateo reports to Ingrid.\n- Bluepine Aviation is headquartered in Leeds.\n- Beacon Insurance was founded in 1977.\n- Sofia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37746", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 08 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 November 2023): For employees hired on or after 25 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 08 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-3442: employee Mei S., hired 23 October 2023, separated 08 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-3442?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-3442 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2002.\n- Mateo reports to Viktor.\n- Deshawn reports to Amara.\n- Meridian Bank is headquartered in Valencia.\n- Northwind Systems was founded in 1988.\n- Cobalt Health was founded in 1975.\n- Priya reports to Bruno.\n- Amara works for Northwind Systems.\n- Nadia reports to Leila.\n- Deshawn works for Meridian Bank.\n- Tessa works for Fernhill Foods.\n- Northwind Systems is headquartered in Turku.\n- Nadia works for Cobalt Health.\n- Tessa reports to Mateo.\n- Bruno works for Fernhill Foods.\n- Leila works for Meridian Bank.\n- Lucia reports to Tessa.\n- Mateo works for Cobalt Health.\n- Viktor works for Meridian Bank.\n- Fernhill Foods is headquartered in Turku.\n- Lucia works for Meridian Bank.\n- Viktor reports to Nadia.\n- Amara reports to Priya.\n- Bruno reports to Lucia.\n- Cobalt Health is headquartered in Malmo.\n- Priya works for Fernhill Foods.\n- Meridian Bank was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Leila reports to Mara.\n- Ingrid reports to Priya.\n- Wren reports to Ingrid.\n- Wren works for Meridian Bank.\n- Jonas reports to Amara.\n- Aisha reports to Leila.\n- Jonas works for Meridian Bank.\n- Pablo reports to Aisha.\n- Priya reports to Pablo.\n- Cobalt Health is headquartered in Bergen.\n- Amara reports to Wren.\n- Meridian Bank was founded in 2008.\n- Lattice Analytics was founded in 1985.\n- Mara works for Cobalt Health.\n- Cobalt Health was founded in 1981.\n- Northwind Systems is headquartered in Tallinn.\n- Leila works for Lattice Analytics.\n- Northwind Systems was founded in 2014.\n- Ingrid works for Meridian Bank.\n- Lattice Analytics is headquartered in Bergen.\n- Pablo works for Meridian Bank.\n- Chiara works for Cobalt Health.\n- Meridian Bank is headquartered in Turku.\n- Chiara reports to Jonas.\n- Priya works for Meridian Bank.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1979", "3": "1976"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37749", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "scale_up", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37750", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-2 (VERSION 7, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-5878: employee Ingrid K., hired 19 July 2022, separated 14 June 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-5878?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-5878 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37751", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37753", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 78529, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "track_order", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37754", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37755", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37756", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rotate_keys", "2": "restart_service", "3": "rollback"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37757", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 28 December 2024): For employees hired on or after 28 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2393: employee Stefan B., hired 18 April 2022, separated 07 June 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-2393?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2393 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37758", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-7 (VERSION 5, EFFECTIVE 11 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 March 2024): For employees hired on or after 02 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5146: employee Kenji M., hired 04 December 2022, separated 15 July 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-5146?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5146 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37759", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-4 (VERSION 3, EFFECTIVE 27 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 27 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8295: employee Leila S., hired 12 January 2023, separated 31 December 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8295?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-37760", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37761", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 70415 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants a different size/color/variant", "2": "asks where an existing order is", "3": "reports an item arrived broken", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37762", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Tessa works for Pinnacle Software.\n- Deshawn reports to Callum.\n- Dmitri reports to Deshawn.\n- Summit Energy was founded in 1996.\n- Priya works for Ironwood Manufacturing.\n- Felix reports to Anders.\n- Tessa reports to Yuki.\n- Dmitri works for Ironwood Manufacturing.\n- Callum reports to Tessa.\n- Zoya works for Ironwood Manufacturing.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Pinnacle Software is headquartered in Basel.\n- Callum works for Pinnacle Software.\n- Yuki works for Vantage Air.\n- Amara reports to Zoya.\n- Pinnacle Software was founded in 1991.\n- Yuki reports to Felix.\n- Anders reports to Priya.\n- Vantage Air was founded in 1988.\n- Deshawn works for Summit Energy.\n- Ironwood Manufacturing was founded in 2014.\n- Priya reports to Amara.\n- Felix works for Ironwood Manufacturing.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Vantage Air", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37763", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Nadia.\n- Tessa works for Meridian Bank.\n- Zoya reports to Tessa.\n- Pablo reports to Mateo.\n- Tobias reports to Zoya.\n- Nadia works for Helios Logistics.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Mateo reports to Omar.\n- Pablo works for Bluepine Aviation.\n- Meridian Bank was founded in 2011.\n- Helios Logistics was founded in 1980.\n- Fernhill Foods was founded in 1983.\n- Zoya works for Helios Logistics.\n- Bluepine Aviation was founded in 1997.\n- Fernhill Foods is headquartered in Nagoya.\n- Helios Logistics is headquartered in Cork.\n- Omar reports to Tobias.\n- Bluepine Aviation is headquartered in Adelaide.\n- Tobias works for Meridian Bank.\n- Nadia reports to Pablo.\n- Bruno works for Fernhill Foods.\n- Mateo works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37764", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks flight status", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37765", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY REL-9 (VERSION 5, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-1598: employee Omar M., hired 27 August 2020, separated 26 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-1598?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-1598 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37766", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-6 (VERSION 3, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5206: employee Elena R., hired 06 August 2022, separated 09 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5206?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37767", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-2 (VERSION 6, EFFECTIVE 14 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 14 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-8845: employee Sofia T., hired 10 June 2021, separated 25 September 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-2-2025-8845 under the controlling rules.", "criteria": {"0": "$62,183", "1": "$14,350", "2": "$12,350", "3": "$14,438"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-8845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37768", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to rotate credentials", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37769", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7312: employee Dmitri K., hired 21 June 2022, separated 08 August 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7312?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7312 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37770", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-3 (VERSION 7, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 13 August 2024): For employees hired on or after 13 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-1893: employee Callum T., hired 05 January 2021, separated 15 March 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-1893?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-1893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37771", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37772", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-6 (VERSION 6, EFFECTIVE 27 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-1392: employee Jonas R., hired 01 March 2020, separated 28 April 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-1392?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-1392 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37773", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Crescent Telecom was founded in 1982.\n- Viktor reports to Aisha.\n- Cedar Retail Group is headquartered in Leeds.\n- Zoya works for Crescent Telecom.\n- Sofia works for Vantage Air.\n- Chiara works for Crescent Telecom.\n- Emeka works for Vantage Air.\n- Tessa works for Crescent Telecom.\n- Sanne reports to Emeka.\n- Felix works for Vantage Air.\n- Zoya reports to Chiara.\n- Cedar Retail Group was founded in 1983.\n- Elena works for Crescent Telecom.\n- Summit Energy is headquartered in Leeds.\n- Aisha reports to Elena.\n- Crescent Telecom is headquartered in Halifax.\n- Vantage Air is headquartered in Leeds.\n- Emeka reports to Deshawn.\n- Summit Energy was founded in 1985.\n- Deshawn reports to Viktor.\n- Dmitri reports to Tessa.\n- Deshawn works for Crescent Telecom.\n- Aisha works for Vantage Air.\n- Sofia reports to Dmitri.\n- Sanne works for Crescent Telecom.\n- Tessa reports to Zoya.\n- Elena reports to Felix.\n- Felix reports to Sofia.\n- Vantage Air was founded in 2010.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Cork", "2": "Porto", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37774", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 4, EFFECTIVE 14 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-5341: employee Mateo S., hired 17 February 2022, separated 02 February 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-5341?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-5341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37775", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37776", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 2, EFFECTIVE 19 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 28 April 2023): For employees hired on or after 28 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 19 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1090: employee Amara A., hired 03 August 2021, separated 14 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1090?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1090 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Adelaide.\n- Emeka reports to Kenji.\n- Helios Logistics was founded in 2008.\n- Mara works for Northwind Systems.\n- Mei works for Atlas Freight.\n- Stefan works for Helios Logistics.\n- Mei reports to Bruno.\n- Bruno works for Summit Energy.\n- Northwind Systems was founded in 2004.\n- Hana reports to Mara.\n- Zoya works for Helios Logistics.\n- Zoya reports to Emeka.\n- Ingrid works for Northwind Systems.\n- Bruno reports to Dmitri.\n- Kenji works for Northwind Systems.\n- Atlas Freight is headquartered in Dunedin.\n- Mara reports to Stefan.\n- Emeka works for Helios Logistics.\n- Northwind Systems is headquartered in Valencia.\n- Helios Logistics is headquartered in Adelaide.\n- Dmitri works for Northwind Systems.\n- Atlas Freight was founded in 2014.\n- Ingrid reports to Hana.\n- Kenji reports to Mei.\n- Hana works for Summit Energy.\n- Dmitri reports to Ingrid.\n- Summit Energy was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37778", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Fernhill Foods was founded in 1997.\n- Omar reports to Zoya.\n- Vantage Air is headquartered in Turku.\n- Zoya reports to Anders.\n- Helios Logistics is headquartered in Tampere.\n- Anders works for Fernhill Foods.\n- Omar works for Helios Logistics.\n- Sofia reports to Hana.\n- Anders reports to Yuki.\n- Hana works for Helios Logistics.\n- Elena works for Beacon Insurance.\n- Helios Logistics was founded in 1989.\n- Yuki works for Vantage Air.\n- Vantage Air was founded in 2002.\n- Beacon Insurance is headquartered in Valencia.\n- Elena reports to Sofia.\n- Beacon Insurance was founded in 1980.\n- Fernhill Foods is headquartered in Valencia.\n- Hana reports to Omar.\n- Yuki reports to Dmitri.\n- Sofia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37779", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37780", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'invoice copy' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37781", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-3 (VERSION 5, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 06 August 2025): For employees hired on or after 06 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1752: employee Sofia K., hired 24 April 2023, separated 25 June 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-3-2025-1752 under the controlling rules.", "criteria": {"0": "$5,600", "1": "$30,333", "2": "$7,000", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1752 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37782", "family": "intent_v3", "state": "Incoming billing message:\n\"Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Payment Plan — asks to split a balance into installments", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Update Card — wants payment details changed"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37783", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37784", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Crescent Telecom.\n- Lattice Analytics was founded in 2002.\n- Crescent Telecom is headquartered in Turku.\n- Anders reports to Emeka.\n- Yuki reports to Pablo.\n- Hana reports to Tessa.\n- Chiara reports to Yuki.\n- Cedar Retail Group is headquartered in Brno.\n- Jonas reports to Mara.\n- Emeka works for Crescent Telecom.\n- Yuki works for Northwind Systems.\n- Jonas works for Cedar Retail Group.\n- Tessa reports to Jonas.\n- Mara reports to Elena.\n- Hana works for Northwind Systems.\n- Emeka reports to Aisha.\n- Dmitri works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics is headquartered in Turku.\n- Tessa works for Lattice Analytics.\n- Elena reports to Chiara.\n- Aisha works for Cedar Retail Group.\n- Pablo works for Northwind Systems.\n- Pablo reports to Anders.\n- Northwind Systems was founded in 1980.\n- Elena works for Cedar Retail Group.\n- Dmitri reports to Hana.\n- Northwind Systems is headquartered in Dunedin.\n- Cedar Retail Group was founded in 1990.\n- Anders works for Lattice Analytics.\n- Crescent Telecom was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Dunedin", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37785", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 55080 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37786", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card", "4": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37787", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Zoya.\n- Emeka works for Lattice Analytics.\n- Anders works for Crescent Telecom.\n- Cobalt Health is headquartered in Oslo.\n- Lattice Analytics is headquartered in Leeds.\n- Zoya reports to Pablo.\n- Felix reports to Sofia.\n- Pablo reports to Emeka.\n- Wren works for Lattice Analytics.\n- Felix works for Crescent Telecom.\n- Meridian Bank was founded in 1997.\n- Pablo works for Lattice Analytics.\n- Sofia reports to Dmitri.\n- Emeka reports to Anders.\n- Dmitri works for Lattice Analytics.\n- Lattice Analytics was founded in 1988.\n- Crescent Telecom is headquartered in Leeds.\n- Meridian Bank is headquartered in Oslo.\n- Crescent Telecom was founded in 2012.\n- Sofia works for Lattice Analytics.\n- Anders reports to Felix.\n- Cobalt Health was founded in 2001.\n- Zoya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37788", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Leila.\n- Sofia reports to Amara.\n- Dmitri reports to Mateo.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Sofia works for Summit Energy.\n- Leila works for Beacon Insurance.\n- Nadia works for Meridian Bank.\n- Stefan reports to Dmitri.\n- Meridian Bank is headquartered in Valencia.\n- Summit Energy is headquartered in Valencia.\n- Dmitri works for Summit Energy.\n- Anders reports to Stefan.\n- Meridian Bank was founded in 1989.\n- Beacon Insurance was founded in 1993.\n- Stefan works for Beacon Insurance.\n- Leila reports to Sofia.\n- Beacon Insurance is headquartered in Halifax.\n- Cobalt Health was founded in 1990.\n- Mateo works for Summit Energy.\n- Mateo reports to Nadia.\n- Anders works for Summit Energy.\n- Cobalt Health is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37789", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants to end recurring billing", "3": "wants payment details changed", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Chiara.\n- Summit Energy is headquartered in Valencia.\n- Emeka works for Fernhill Foods.\n- Cobalt Health is headquartered in Porto.\n- Kenji works for Cobalt Health.\n- Stefan reports to Mei.\n- Callum works for Fernhill Foods.\n- Hana reports to Mateo.\n- Chiara works for Summit Energy.\n- Fernhill Foods was founded in 1993.\n- Mei works for Fernhill Foods.\n- Mei reports to Emeka.\n- Hana works for Lattice Analytics.\n- Emeka reports to Dmitri.\n- Fernhill Foods is headquartered in Brno.\n- Summit Energy was founded in 2002.\n- Dmitri works for Lattice Analytics.\n- Dmitri reports to Callum.\n- Tessa works for Fernhill Foods.\n- Callum reports to Tessa.\n- Cobalt Health was founded in 1976.\n- Lattice Analytics was founded in 1980.\n- Lattice Analytics is headquartered in Leeds.\n- Mateo works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Mateo reports to Stefan.\n- Tessa reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Leeds", "2": "Valencia", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37791", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-5 (VERSION 3, EFFECTIVE 23 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 01 July 2024): For employees hired on or after 01 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3749: employee Callum M., hired 06 August 2023, separated 19 July 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3749?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3749 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Malmo.\n- Yuki works for Crescent Telecom.\n- Ravi reports to Jonas.\n- Helios Logistics was founded in 2004.\n- Crescent Telecom was founded in 2008.\n- Wren works for Lattice Analytics.\n- Dmitri reports to Ravi.\n- Ingrid reports to Aisha.\n- Lucia works for Crescent Telecom.\n- Anders reports to Mateo.\n- Ingrid works for Helios Logistics.\n- Aisha reports to Yuki.\n- Dmitri works for Helios Logistics.\n- Sofia works for Beacon Insurance.\n- Lucia reports to Ingrid.\n- Jonas works for Beacon Insurance.\n- Lattice Analytics was founded in 2008.\n- Aisha works for Helios Logistics.\n- Ravi works for Beacon Insurance.\n- Hana reports to Wren.\n- Wren reports to Sofia.\n- Mateo reports to Hana.\n- Sofia reports to Lucia.\n- Helios Logistics is headquartered in Halifax.\n- Jonas reports to Anders.\n- Hana works for Helios Logistics.\n- Beacon Insurance is headquartered in Halifax.\n- Beacon Insurance was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Beacon Insurance", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37793", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 28078\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "track_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2009.\n- Northwind Systems was founded in 2014.\n- Viktor reports to Sanne.\n- Yuki reports to Zoya.\n- Zoya works for Northwind Systems.\n- Lattice Analytics was founded in 2012.\n- Pinnacle Software is headquartered in Nagoya.\n- Zoya reports to Mara.\n- Helios Logistics was founded in 1981.\n- Amara works for Helios Logistics.\n- Helios Logistics is headquartered in Leeds.\n- Wren works for Pinnacle Software.\n- Lucia reports to Yuki.\n- Northwind Systems is headquartered in Adelaide.\n- Mateo reports to Amara.\n- Wren reports to Mateo.\n- Tobias works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Tobias reports to Viktor.\n- Yuki works for Helios Logistics.\n- Amara reports to Lucia.\n- Mara works for Northwind Systems.\n- Lattice Analytics is headquartered in Adelaide.\n- Mateo works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Mara reports to Tobias.\n- Viktor works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2017", "2": "2014", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37795", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong address on order 37302, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "track_order", "2": "report_damage", "3": "cancel_order", "4": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37796", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Priya works for Atlas Freight.\n- Mateo works for Pinnacle Software.\n- Meridian Bank was founded in 2001.\n- Amara reports to Priya.\n- Anders works for Meridian Bank.\n- Pinnacle Software was founded in 2012.\n- Cedar Retail Group is headquartered in Cork.\n- Pinnacle Software is headquartered in Cork.\n- Lucia reports to Sanne.\n- Bruno reports to Lucia.\n- Mei works for Cedar Retail Group.\n- Mara reports to Amara.\n- Cedar Retail Group was founded in 1977.\n- Mara works for Cedar Retail Group.\n- Anders reports to Mei.\n- Mateo reports to Mara.\n- Sanne reports to Pablo.\n- Atlas Freight was founded in 1986.\n- Atlas Freight is headquartered in Halifax.\n- Priya reports to Bruno.\n- Sanne works for Atlas Freight.\n- Meridian Bank is headquartered in Dunedin.\n- Pablo works for Meridian Bank.\n- Pablo reports to Anders.\n- Lucia works for Atlas Freight.\n- Amara works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Dunedin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Northwind Systems.\n- Dmitri reports to Mateo.\n- Chiara reports to Aisha.\n- Emeka reports to Nadia.\n- Chiara works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Northwind Systems is headquartered in Porto.\n- Zoya works for Northwind Systems.\n- Mateo reports to Hana.\n- Helios Logistics is headquartered in Lyon.\n- Tessa reports to Zoya.\n- Nadia works for Helios Logistics.\n- Aisha reports to Dmitri.\n- Helios Logistics was founded in 2004.\n- Zoya reports to Mara.\n- Mara reports to Emeka.\n- Dmitri works for Summit Energy.\n- Hana works for Cobalt Health.\n- Mara works for Helios Logistics.\n- Hana reports to Tessa.\n- Yuki works for Helios Logistics.\n- Cobalt Health was founded in 2009.\n- Emeka works for Cobalt Health.\n- Yuki reports to Chiara.\n- Ravi reports to Yuki.\n- Mateo works for Summit Energy.\n- Tessa works for Helios Logistics.\n- Summit Energy was founded in 1992.\n- Northwind Systems was founded in 1998.\n- Summit Energy is headquartered in Lyon.\n- Cobalt Health is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cobalt Health", "2": "Helios Logistics", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37798", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 September 2023): For employees hired on or after 19 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8614: employee Deshawn R., hired 27 February 2020, separated 15 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8614?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37799", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37800", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-8 (VERSION 5, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4908: employee Tobias K., hired 04 May 2022, separated 09 May 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4908?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37801", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Weather — asks about weather", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Vantage Air.\n- Pablo works for Bluepine Aviation.\n- Chiara reports to Tessa.\n- Lattice Analytics is headquartered in Bergen.\n- Felix works for Bluepine Aviation.\n- Sanne works for Vantage Air.\n- Bluepine Aviation was founded in 1989.\n- Bruno works for Bluepine Aviation.\n- Tessa works for Vantage Air.\n- Hana reports to Felix.\n- Pablo reports to Emeka.\n- Hana works for Northwind Systems.\n- Emeka reports to Zoya.\n- Zoya reports to Bruno.\n- Zoya works for Northwind Systems.\n- Lattice Analytics was founded in 2013.\n- Bruno reports to Sanne.\n- Vantage Air was founded in 1978.\n- Bluepine Aviation is headquartered in Basel.\n- Sanne reports to Chiara.\n- Northwind Systems was founded in 2007.\n- Emeka works for Northwind Systems.\n- Tessa reports to Sofia.\n- Sofia reports to Hana.\n- Northwind Systems is headquartered in Cork.\n- Chiara works for Vantage Air.\n- Vantage Air is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tampere", "2": "Bergen", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Lucia.\n- Callum works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Nadia works for Atlas Freight.\n- Zoya works for Cedar Retail Group.\n- Kenji works for Atlas Freight.\n- Jonas reports to Omar.\n- Kenji reports to Anders.\n- Tessa works for Beacon Insurance.\n- Cobalt Health is headquartered in Cork.\n- Anders works for Cedar Retail Group.\n- Callum reports to Jonas.\n- Beacon Insurance is headquartered in Oslo.\n- Atlas Freight was founded in 2003.\n- Nadia reports to Zoya.\n- Atlas Freight is headquartered in Cork.\n- Tobias works for Cedar Retail Group.\n- Omar works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Cobalt Health was founded in 2015.\n- Tobias reports to Emeka.\n- Zoya reports to Tessa.\n- Omar reports to Stefan.\n- Jonas works for Cedar Retail Group.\n- Lucia reports to Kenji.\n- Anders reports to Nadia.\n- Beacon Insurance was founded in 2014.\n- Stefan reports to Tobias.\n- Cedar Retail Group was founded in 1999.\n- Stefan works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2001", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1975.\n- Anders reports to Elena.\n- Mei works for Cedar Retail Group.\n- Mei reports to Tobias.\n- Northwind Systems was founded in 1996.\n- Crescent Telecom was founded in 1977.\n- Aisha works for Crescent Telecom.\n- Aisha reports to Kenji.\n- Northwind Systems is headquartered in Malmo.\n- Bluepine Aviation is headquartered in Lyon.\n- Deshawn works for Crescent Telecom.\n- Tobias reports to Deshawn.\n- Crescent Telecom is headquartered in Lyon.\n- Deshawn reports to Anders.\n- Elena works for Crescent Telecom.\n- Pablo reports to Mei.\n- Pablo works for Northwind Systems.\n- Anders works for Crescent Telecom.\n- Kenji works for Cedar Retail Group.\n- Bluepine Aviation was founded in 2002.\n- Cedar Retail Group is headquartered in Porto.\n- Tobias works for Crescent Telecom.\n- Kenji reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Lyon", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Halifax.\n- Mei reports to Felix.\n- Cedar Retail Group is headquartered in Tampere.\n- Aisha reports to Anders.\n- Mei works for Crescent Telecom.\n- Beacon Insurance was founded in 1991.\n- Callum works for Beacon Insurance.\n- Anders works for Helios Logistics.\n- Sanne works for Crescent Telecom.\n- Elena works for Cedar Retail Group.\n- Helios Logistics is headquartered in Halifax.\n- Elena reports to Callum.\n- Pablo works for Crescent Telecom.\n- Amara reports to Aisha.\n- Beacon Insurance is headquartered in Nagoya.\n- Lucia works for Crescent Telecom.\n- Pablo reports to Mei.\n- Aisha works for Cedar Retail Group.\n- Felix reports to Elena.\n- Anders reports to Lucia.\n- Cedar Retail Group was founded in 2007.\n- Amara works for Helios Logistics.\n- Lucia reports to Sanne.\n- Crescent Telecom was founded in 1975.\n- Sanne reports to Pablo.\n- Felix works for Helios Logistics.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2008", "2": "2000", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37806", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 2, EFFECTIVE 12 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 12 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1100: employee Kenji T., hired 23 August 2022, separated 29 June 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2026-1100 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$6,650", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37807", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-6 (VERSION 5, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 January 2025): For employees hired on or after 22 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8121: employee Ravi S., hired 13 November 2024, separated 07 September 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8121?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8121 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37808", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'rollback' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37809", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "check_status", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37810", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 01 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 25 January 2023): For employees hired on or after 25 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 01 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-8992: employee Deshawn B., hired 26 April 2019, separated 29 July 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-9-2026-8992 under the controlling rules.", "criteria": {"0": "$88,875", "1": "$20,639", "2": "$21,010", "3": "$20,510"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-8992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37811", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 3, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 April 2024): For employees hired on or after 17 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-5669: employee Yuki T., hired 02 June 2023, separated 02 July 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-5669?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-5669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37812", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Viktor.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Leila.\n- Summit Energy is headquartered in Malmo.\n- Fernhill Foods is headquartered in Oslo.\n- Wren works for Beacon Insurance.\n- Summit Energy was founded in 1998.\n- Cobalt Health is headquartered in Oslo.\n- Leila reports to Ravi.\n- Lucia works for Cobalt Health.\n- Ravi works for Beacon Insurance.\n- Cobalt Health was founded in 2015.\n- Anders works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Mei reports to Kenji.\n- Yuki works for Beacon Insurance.\n- Anders reports to Sanne.\n- Beacon Insurance is headquartered in Brno.\n- Priya reports to Yuki.\n- Amara works for Summit Energy.\n- Lucia reports to Mei.\n- Amara reports to Wren.\n- Mei works for Cobalt Health.\n- Ravi reports to Anders.\n- Fernhill Foods was founded in 1984.\n- Sanne works for Fernhill Foods.\n- Priya works for Cobalt Health.\n- Sanne reports to Amara.\n- Wren reports to Priya.\n- Beacon Insurance was founded in 1975.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Oslo", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Beacon Insurance.\n- Amara works for Meridian Bank.\n- Vantage Air was founded in 2005.\n- Vantage Air is headquartered in Oslo.\n- Priya reports to Stefan.\n- Priya works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Hana reports to Omar.\n- Stefan works for Beacon Insurance.\n- Omar works for Beacon Insurance.\n- Stefan reports to Sofia.\n- Cobalt Health is headquartered in Dunedin.\n- Sanne reports to Priya.\n- Meridian Bank was founded in 2008.\n- Omar reports to Pablo.\n- Cobalt Health was founded in 1979.\n- Pablo reports to Sanne.\n- Meridian Bank is headquartered in Ghent.\n- Pablo works for Cobalt Health.\n- Hana works for Vantage Air.\n- Sanne works for Vantage Air.\n- Sofia reports to Amara.\n- Beacon Insurance was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2008", "2": "2005", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37815", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-8 (VERSION 4, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 14 April 2024): For employees hired on or after 14 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-4020: employee Tessa S., hired 05 July 2021, separated 13 September 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-4020?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-4020 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37816", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Leeds.\n- Bluepine Aviation was founded in 1997.\n- Northwind Systems is headquartered in Valencia.\n- Callum works for Summit Energy.\n- Hana works for Summit Energy.\n- Northwind Systems was founded in 1983.\n- Amara works for Fernhill Foods.\n- Sanne works for Summit Energy.\n- Callum reports to Sanne.\n- Summit Energy was founded in 1984.\n- Summit Energy is headquartered in Bergen.\n- Kenji reports to Mei.\n- Omar works for Bluepine Aviation.\n- Mei works for Summit Energy.\n- Lucia reports to Callum.\n- Fernhill Foods was founded in 1985.\n- Kenji works for Fernhill Foods.\n- Omar reports to Hana.\n- Lucia works for Northwind Systems.\n- Hana reports to Yuki.\n- Tessa works for Northwind Systems.\n- Yuki reports to Lucia.\n- Tessa reports to Kenji.\n- Sanne reports to Amara.\n- Bluepine Aviation is headquartered in Valencia.\n- Yuki works for Fernhill Foods.\n- Mei reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Turku", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37818", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 26 May 2025): For employees hired on or after 26 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3923: employee Mateo B., hired 03 June 2023, separated 30 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3923?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37819", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Mara works for Bluepine Aviation.\n- Sanne reports to Tessa.\n- Lattice Analytics was founded in 1990.\n- Leila works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Valencia.\n- Northwind Systems is headquartered in Adelaide.\n- Summit Energy is headquartered in Valencia.\n- Tessa works for Summit Energy.\n- Bluepine Aviation was founded in 1975.\n- Ingrid reports to Tobias.\n- Emeka works for Northwind Systems.\n- Leila reports to Mara.\n- Summit Energy was founded in 1981.\n- Amara reports to Zoya.\n- Amara works for Northwind Systems.\n- Zoya works for Bluepine Aviation.\n- Sanne works for Northwind Systems.\n- Tobias reports to Sanne.\n- Tessa reports to Sofia.\n- Northwind Systems was founded in 1998.\n- Bluepine Aviation is headquartered in Halifax.\n- Sofia works for Bluepine Aviation.\n- Emeka reports to Leila.\n- Zoya reports to Emeka.\n- Ingrid works for Bluepine Aviation.\n- Mara reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Ghent", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37820", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37821", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Need a same-day appointment\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37822", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37823", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "removes access for a leaver", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37824", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 2, EFFECTIVE 15 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6421: employee Viktor B., hired 13 September 2024, separated 04 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6421?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6421 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Tampere.\n- Vantage Air was founded in 1983.\n- Vantage Air is headquartered in Tallinn.\n- Hana works for Summit Energy.\n- Cobalt Health was founded in 1987.\n- Jonas reports to Viktor.\n- Callum reports to Pablo.\n- Callum works for Vantage Air.\n- Bruno reports to Emeka.\n- Summit Energy is headquartered in Halifax.\n- Mateo works for Fernhill Foods.\n- Emeka works for Fernhill Foods.\n- Jonas works for Vantage Air.\n- Hana reports to Mara.\n- Viktor reports to Callum.\n- Fernhill Foods was founded in 1994.\n- Leila reports to Jonas.\n- Bruno works for Vantage Air.\n- Leila works for Summit Energy.\n- Mateo reports to Bruno.\n- Pablo reports to Hana.\n- Pablo works for Summit Energy.\n- Mara reports to Mateo.\n- Viktor works for Fernhill Foods.\n- Cobalt Health is headquartered in Oslo.\n- Summit Energy was founded in 1977.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1992", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37826", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports fraudulent activity", "1": "asks to send money", "2": "asks to freeze a card", "3": "asks for account balance", "4": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Priya reports to Dmitri.\n- Amara reports to Priya.\n- Northwind Systems is headquartered in Halifax.\n- Beacon Insurance is headquartered in Halifax.\n- Priya works for Bluepine Aviation.\n- Dmitri reports to Yuki.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Kenji reports to Amara.\n- Bluepine Aviation is headquartered in Ghent.\n- Yuki works for Bluepine Aviation.\n- Dmitri works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Bluepine Aviation was founded in 2009.\n- Ironwood Manufacturing was founded in 1977.\n- Omar works for Bluepine Aviation.\n- Sanne reports to Deshawn.\n- Jonas reports to Kenji.\n- Deshawn reports to Jonas.\n- Sanne works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2010.\n- Aisha reports to Sanne.\n- Northwind Systems was founded in 2006.\n- Aisha works for Beacon Insurance.\n- Yuki reports to Omar.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37828", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 6, EFFECTIVE 12 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 July 2023): For employees hired on or after 09 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-6357: employee Bruno S., hired 24 July 2022, separated 27 January 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-6357?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-6357 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37829", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37830", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 01 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 16 July 2024): For employees hired on or after 16 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 01 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-2150: employee Dmitri R., hired 02 November 2022, separated 29 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-2150?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-2150 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37831", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 May 2025): For employees hired on or after 03 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2465: employee Ravi B., hired 12 November 2023, separated 26 August 2025 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-4-2026-2465 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$3,150", "2": "$3,500", "3": "$15,167"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37832", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "wire_transfer", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37833", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8877: employee Callum A., hired 20 October 2020, separated 15 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8877?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37834", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 10 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 06 November 2022): For employees hired on or after 06 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-9183: employee Wren T., hired 02 April 2020, separated 05 December 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-9183?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-9183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37835", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-9 (VERSION 7, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-5188: employee Emeka R., hired 08 July 2021, separated 29 April 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-5188?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-5188 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37836", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 09 March 2025): For employees hired on or after 09 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7528: employee Pablo B., hired 16 March 2023, separated 27 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7528?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37837", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 40890\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37838", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Status — asks flight status", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37839", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 5, EFFECTIVE 29 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 29 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5982: employee Stefan T., hired 22 June 2020, separated 11 July 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5982?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37840", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Vantage Air.\n- Elena works for Crescent Telecom.\n- Sofia reports to Tessa.\n- Elena reports to Wren.\n- Vantage Air is headquartered in Turku.\n- Mara reports to Elena.\n- Callum works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tampere.\n- Mara works for Cedar Retail Group.\n- Sofia works for Cedar Retail Group.\n- Felix reports to Callum.\n- Fernhill Foods was founded in 2006.\n- Priya works for Vantage Air.\n- Cedar Retail Group was founded in 1995.\n- Callum reports to Mateo.\n- Priya reports to Dmitri.\n- Tessa reports to Mara.\n- Wren works for Crescent Telecom.\n- Aisha reports to Felix.\n- Crescent Telecom is headquartered in Bergen.\n- Dmitri reports to Sofia.\n- Felix works for Fernhill Foods.\n- Mateo reports to Priya.\n- Tessa works for Cedar Retail Group.\n- Dmitri works for Fernhill Foods.\n- Vantage Air was founded in 2012.\n- Mateo works for Vantage Air.\n- Fernhill Foods is headquartered in Turku.\n- Crescent Telecom was founded in 1998.\n- Wren reports to Sanne.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1993", "2": "1995", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Fernhill Foods.\n- Chiara works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Austin.\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Pablo.\n- Omar works for Ironwood Manufacturing.\n- Chiara reports to Deshawn.\n- Mara reports to Amara.\n- Mei reports to Viktor.\n- Deshawn works for Summit Energy.\n- Kenji works for Summit Energy.\n- Viktor works for Summit Energy.\n- Fernhill Foods was founded in 2011.\n- Pablo reports to Mara.\n- Wren works for Ironwood Manufacturing.\n- Amara works for Fernhill Foods.\n- Callum reports to Wren.\n- Ironwood Manufacturing was founded in 1991.\n- Lattice Analytics was founded in 1978.\n- Tessa reports to Kenji.\n- Summit Energy was founded in 1993.\n- Summit Energy is headquartered in Tampere.\n- Viktor reports to Chiara.\n- Kenji reports to Omar.\n- Callum works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Adelaide.\n- Amara reports to Mei.\n- Omar reports to Callum.\n- Mara works for Summit Energy.\n- Lattice Analytics is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37842", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "grants system access", "2": "removes access for a leaver", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37843", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Pinnacle Software.\n- Lucia reports to Viktor.\n- Pinnacle Software is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Turku.\n- Viktor works for Cedar Retail Group.\n- Callum reports to Pablo.\n- Hana works for Cedar Retail Group.\n- Hana reports to Lucia.\n- Yuki reports to Anders.\n- Anders works for Meridian Bank.\n- Bluepine Aviation was founded in 2007.\n- Lucia works for Pinnacle Software.\n- Cedar Retail Group was founded in 1998.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software was founded in 2002.\n- Viktor reports to Callum.\n- Meridian Bank was founded in 1979.\n- Anders reports to Stefan.\n- Pablo reports to Yuki.\n- Stefan works for Pinnacle Software.\n- Yuki works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Cork.\n- Meridian Bank is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37844", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-3 (VERSION 7, EFFECTIVE 13 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 10 June 2023): For employees hired on or after 10 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 13 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-4972: employee Viktor T., hired 02 October 2020, separated 03 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-4972?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-4972 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37845", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-6 (VERSION 7, EFFECTIVE 06 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 November 2023): For employees hired on or after 06 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-9708: employee Mara M., hired 04 June 2023, separated 01 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-9708?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-9708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37846", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 29 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 29 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-7511: employee Sanne T., hired 31 October 2023, separated 16 November 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-7511?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-7511 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37847", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "invoice_copy", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37848", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "controls lighting", "2": "asks to play audio", "3": "asks for a countdown timer", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1975.\n- Ingrid reports to Emeka.\n- Ingrid works for Crescent Telecom.\n- Nadia works for Lattice Analytics.\n- Jonas reports to Omar.\n- Aisha works for Crescent Telecom.\n- Deshawn works for Vantage Air.\n- Atlas Freight is headquartered in Bergen.\n- Aisha reports to Nadia.\n- Omar works for Crescent Telecom.\n- Emeka reports to Aisha.\n- Emeka works for Crescent Telecom.\n- Lattice Analytics was founded in 1998.\n- Lattice Analytics is headquartered in Brno.\n- Deshawn reports to Jonas.\n- Vantage Air was founded in 1979.\n- Omar reports to Mei.\n- Stefan works for Lattice Analytics.\n- Mei reports to Ingrid.\n- Vantage Air is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Nadia reports to Felix.\n- Crescent Telecom is headquartered in Bergen.\n- Atlas Freight was founded in 2010.\n- Felix works for Crescent Telecom.\n- Felix reports to Stefan.\n- Jonas works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Yuki works for Summit Energy.\n- Nadia reports to Bruno.\n- Omar reports to Yuki.\n- Crescent Telecom is headquartered in Porto.\n- Helios Logistics was founded in 1989.\n- Summit Energy is headquartered in Basel.\n- Bruno works for Helios Logistics.\n- Beacon Insurance was founded in 2010.\n- Crescent Telecom was founded in 1983.\n- Bruno reports to Chiara.\n- Chiara reports to Dmitri.\n- Omar works for Beacon Insurance.\n- Summit Energy was founded in 2007.\n- Helios Logistics is headquartered in Basel.\n- Felix works for Beacon Insurance.\n- Nadia works for Beacon Insurance.\n- Dmitri reports to Felix.\n- Yuki reports to Mei.\n- Mei reports to Nadia.\n- Mei works for Crescent Telecom.\n- Beacon Insurance is headquartered in Bergen.\n- Chiara works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Porto", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37851", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37852", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 5, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 January 2023): For employees hired on or after 08 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-8399: employee Sanne A., hired 30 September 2019, separated 31 January 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-8399?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-8399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37853", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Vantage Air.\n- Mei works for Crescent Telecom.\n- Elena works for Crescent Telecom.\n- Aisha reports to Nadia.\n- Vantage Air was founded in 2012.\n- Mara works for Northwind Systems.\n- Mara reports to Pablo.\n- Summit Energy is headquartered in Austin.\n- Tessa works for Crescent Telecom.\n- Wren works for Crescent Telecom.\n- Nadia reports to Mara.\n- Yuki works for Vantage Air.\n- Aisha works for Summit Energy.\n- Crescent Telecom was founded in 2015.\n- Chiara reports to Elena.\n- Northwind Systems is headquartered in Nagoya.\n- Summit Energy was founded in 1995.\n- Mei reports to Yuki.\n- Yuki reports to Wren.\n- Pablo reports to Mei.\n- Vantage Air is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Cork.\n- Wren reports to Tessa.\n- Northwind Systems was founded in 2004.\n- Chiara works for Northwind Systems.\n- Pablo works for Summit Energy.\n- Tessa reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Vantage Air", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37854", "family": "intent_hardneg", "state": "Incoming travel message:\n\"i can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "claim_luggage", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37855", "family": "intent_hardneg", "state": "Incoming devops message:\n\"increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Tampere.\n- Mateo reports to Amara.\n- Sanne reports to Hana.\n- Wren works for Northwind Systems.\n- Ravi reports to Sanne.\n- Amara reports to Viktor.\n- Viktor reports to Ravi.\n- Northwind Systems was founded in 1978.\n- Jonas works for Ironwood Manufacturing.\n- Leila works for Northwind Systems.\n- Viktor works for Ironwood Manufacturing.\n- Wren reports to Anders.\n- Pinnacle Software is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Summit Energy was founded in 2005.\n- Anders works for Pinnacle Software.\n- Tessa works for Ironwood Manufacturing.\n- Hana reports to Tessa.\n- Mateo works for Ironwood Manufacturing.\n- Tessa reports to Jonas.\n- Sanne works for Northwind Systems.\n- Lucia reports to Mateo.\n- Anders reports to Lucia.\n- Jonas reports to Leila.\n- Hana works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2007.\n- Pinnacle Software was founded in 2013.\n- Northwind Systems is headquartered in Ghent.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Ghent", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37857", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-6 (VERSION 2, EFFECTIVE 20 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 30 March 2024): For employees hired on or after 30 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-8883: employee Yuki S., hired 06 June 2020, separated 21 June 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-8883?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-8883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Callum.\n- Vantage Air was founded in 2006.\n- Lucia reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Callum reports to Dmitri.\n- Dmitri works for Northwind Systems.\n- Vantage Air is headquartered in Dunedin.\n- Deshawn reports to Sanne.\n- Northwind Systems was founded in 1985.\n- Northwind Systems is headquartered in Dunedin.\n- Callum works for Atlas Freight.\n- Mara works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Sanne reports to Zoya.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Atlas Freight was founded in 1991.\n- Dmitri reports to Lucia.\n- Crescent Telecom was founded in 1977.\n- Omar reports to Mara.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Dunedin", "2": "Brno", "3": "Leeds"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37860", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "reports a system outage", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Callum.\n- Pinnacle Software was founded in 1977.\n- Pablo reports to Ingrid.\n- Hana reports to Elena.\n- Lucia works for Lattice Analytics.\n- Pinnacle Software is headquartered in Ghent.\n- Nadia works for Crescent Telecom.\n- Lucia reports to Nadia.\n- Callum reports to Lucia.\n- Lattice Analytics is headquartered in Valencia.\n- Omar works for Atlas Freight.\n- Crescent Telecom was founded in 1987.\n- Mateo works for Atlas Freight.\n- Ingrid reports to Mara.\n- Ingrid works for Atlas Freight.\n- Mateo reports to Pablo.\n- Elena works for Crescent Telecom.\n- Atlas Freight was founded in 1992.\n- Mara works for Lattice Analytics.\n- Crescent Telecom is headquartered in Cork.\n- Pablo works for Pinnacle Software.\n- Hana works for Crescent Telecom.\n- Callum works for Pinnacle Software.\n- Lattice Analytics was founded in 1995.\n- Atlas Freight is headquartered in Dunedin.\n- Elena reports to Mateo.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37864", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Hana.\n- Priya works for Ironwood Manufacturing.\n- Amara reports to Priya.\n- Lucia works for Cedar Retail Group.\n- Wren works for Fernhill Foods.\n- Omar works for Fernhill Foods.\n- Hana reports to Viktor.\n- Ironwood Manufacturing is headquartered in Brno.\n- Lucia reports to Omar.\n- Fernhill Foods is headquartered in Turku.\n- Mei works for Cedar Retail Group.\n- Fernhill Foods was founded in 1983.\n- Helios Logistics is headquartered in Turku.\n- Cedar Retail Group was founded in 1988.\n- Ironwood Manufacturing was founded in 1994.\n- Mei reports to Tobias.\n- Amara works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Tobias reports to Amara.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias works for Ironwood Manufacturing.\n- Hana works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Omar reports to Mei.\n- Wren reports to Felix.\n- Viktor reports to Lucia.\n- Viktor works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Porto", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37865", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37866", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Summit Energy.\n- Nadia works for Northwind Systems.\n- Stefan reports to Mei.\n- Hana reports to Lucia.\n- Vantage Air is headquartered in Ghent.\n- Vantage Air was founded in 2009.\n- Northwind Systems was founded in 2014.\n- Cedar Retail Group is headquartered in Oslo.\n- Ravi reports to Hana.\n- Lucia works for Cedar Retail Group.\n- Tobias works for Vantage Air.\n- Mei reports to Nadia.\n- Lucia reports to Bruno.\n- Nadia reports to Tobias.\n- Hana works for Northwind Systems.\n- Tobias reports to Mateo.\n- Northwind Systems is headquartered in Oslo.\n- Ravi works for Vantage Air.\n- Summit Energy was founded in 1986.\n- Bruno works for Vantage Air.\n- Mateo works for Northwind Systems.\n- Bruno reports to Stefan.\n- Summit Energy is headquartered in Oslo.\n- Zoya reports to Ravi.\n- Stefan works for Vantage Air.\n- Zoya works for Vantage Air.\n- Cedar Retail Group was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1984", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37868", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Northwind Systems.\n- Bluepine Aviation was founded in 2001.\n- Emeka reports to Leila.\n- Priya works for Northwind Systems.\n- Priya reports to Sofia.\n- Tobias reports to Emeka.\n- Fernhill Foods was founded in 1993.\n- Sanne reports to Tobias.\n- Fernhill Foods is headquartered in Bergen.\n- Jonas works for Bluepine Aviation.\n- Deshawn works for Bluepine Aviation.\n- Northwind Systems is headquartered in Bergen.\n- Emeka works for Fernhill Foods.\n- Lucia works for Fernhill Foods.\n- Stefan works for Beacon Insurance.\n- Lucia reports to Jonas.\n- Tobias works for Beacon Insurance.\n- Sanne works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Austin.\n- Stefan reports to Lucia.\n- Sofia works for Northwind Systems.\n- Elena reports to Felix.\n- Northwind Systems was founded in 1995.\n- Beacon Insurance was founded in 2006.\n- Sofia reports to Stefan.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Bergen.\n- Jonas reports to Sanne.\n- Felix works for Northwind Systems.\n- Leila reports to Elena.\n- Deshawn reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Yuki.\n- Tobias reports to Mateo.\n- Ingrid works for Northwind Systems.\n- Mateo works for Cobalt Health.\n- Bruno reports to Pablo.\n- Anders reports to Bruno.\n- Pablo works for Cedar Retail Group.\n- Pablo reports to Leila.\n- Bruno works for Cedar Retail Group.\n- Mateo reports to Mara.\n- Yuki works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cedar Retail Group is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Yuki reports to Ingrid.\n- Leila works for Northwind Systems.\n- Priya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1995.\n- Leila reports to Priya.\n- Cobalt Health was founded in 1979.\n- Tobias works for Cobalt Health.\n- Ingrid reports to Tobias.\n- Anders works for Ironwood Manufacturing.\n- Mara works for Cobalt Health.\n- Cedar Retail Group was founded in 2010.\n- Northwind Systems was founded in 1997.\n- Cobalt Health is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37870", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 8319, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37872", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 02 April 2024): For employees hired on or after 02 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-9975: employee Priya K., hired 06 August 2022, separated 17 August 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-9975?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-9975 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Wren.\n- Lattice Analytics is headquartered in Halifax.\n- Summit Energy is headquartered in Tallinn.\n- Mei works for Lattice Analytics.\n- Vantage Air was founded in 2004.\n- Leila works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1985.\n- Tessa works for Summit Energy.\n- Zoya reports to Anders.\n- Anders reports to Tessa.\n- Kenji reports to Leila.\n- Elena reports to Mei.\n- Mei reports to Ravi.\n- Tessa reports to Kenji.\n- Zoya works for Vantage Air.\n- Kenji works for Cedar Retail Group.\n- Lattice Analytics was founded in 1984.\n- Hana works for Vantage Air.\n- Anders works for Lattice Analytics.\n- Elena works for Vantage Air.\n- Cedar Retail Group is headquartered in Tallinn.\n- Wren works for Lattice Analytics.\n- Summit Energy was founded in 1996.\n- Vantage Air is headquartered in Brno.\n- Wren reports to Hana.\n- Ravi works for Summit Energy.\n- Hana reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37874", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to restart a service", "1": "asks to rotate credentials", "2": "asks to revert a deploy", "3": "asks to add capacity", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37875", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-7 (VERSION 3, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 13 June 2023): For employees hired on or after 13 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-6759: employee Emeka T., hired 19 February 2022, separated 22 September 2023 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-6759?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-6759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37876", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1981.\n- Kenji reports to Mei.\n- Tessa works for Crescent Telecom.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1983.\n- Kenji works for Northwind Systems.\n- Zoya works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Stefan works for Crescent Telecom.\n- Northwind Systems is headquartered in Nagoya.\n- Dmitri reports to Zoya.\n- Stefan reports to Dmitri.\n- Anders reports to Pablo.\n- Callum works for Summit Energy.\n- Ravi reports to Callum.\n- Viktor reports to Anders.\n- Hana works for Cobalt Health.\n- Anders works for Northwind Systems.\n- Crescent Telecom is headquartered in Ghent.\n- Summit Energy is headquartered in Lyon.\n- Northwind Systems was founded in 1995.\n- Viktor works for Summit Energy.\n- Tessa reports to Viktor.\n- Cobalt Health was founded in 2003.\n- Zoya reports to Kenji.\n- Cobalt Health is headquartered in Lyon.\n- Dmitri works for Cobalt Health.\n- Ravi works for Summit Energy.\n- Hana reports to Stefan.\n- Pablo reports to Ravi.\n- Mei reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1998", "2": "1990", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37877", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Crescent Telecom.\n- Bruno works for Meridian Bank.\n- Anders works for Crescent Telecom.\n- Meridian Bank was founded in 2005.\n- Fernhill Foods was founded in 1984.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom was founded in 1989.\n- Tobias reports to Bruno.\n- Meridian Bank is headquartered in Oslo.\n- Anders reports to Tessa.\n- Summit Energy was founded in 2002.\n- Summit Energy is headquartered in Cork.\n- Callum reports to Tobias.\n- Tessa works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Tessa reports to Zoya.\n- Hana reports to Anders.\n- Mei works for Crescent Telecom.\n- Tobias works for Summit Energy.\n- Fernhill Foods is headquartered in Oslo.\n- Hana works for Summit Energy.\n- Mara works for Fernhill Foods.\n- Crescent Telecom is headquartered in Brno.\n- Bruno reports to Mara.\n- Sanne reports to Hana.\n- Zoya reports to Mei.\n- Mara reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37878", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-7 (VERSION 6, EFFECTIVE 06 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 August 2023): For employees hired on or after 29 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2018: employee Zoya R., hired 25 February 2022, separated 16 November 2023 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-7-2026-2018 under the controlling rules.", "criteria": {"0": "$7,846", "1": "$40,000", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2018 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37879", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-4 (VERSION 3, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 29 October 2022): For employees hired on or after 29 October 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-9984: employee Aisha M., hired 24 May 2021, separated 06 July 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-9984?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-9984 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37880", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 11 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 02 March 2023): For employees hired on or after 02 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 11 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8122: employee Mateo R., hired 16 October 2019, separated 23 May 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8122?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37881", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Open Account — asks to open a new account", "1": "Wire Transfer — asks to send money", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Pinnacle Software.\n- Lucia reports to Aisha.\n- Aisha reports to Leila.\n- Dmitri works for Summit Energy.\n- Yuki works for Atlas Freight.\n- Northwind Systems was founded in 1991.\n- Northwind Systems is headquartered in Ghent.\n- Aisha works for Summit Energy.\n- Hana works for Northwind Systems.\n- Mei works for Pinnacle Software.\n- Dmitri reports to Hana.\n- Atlas Freight is headquartered in Leeds.\n- Summit Energy was founded in 2003.\n- Anders reports to Dmitri.\n- Summit Energy is headquartered in Leeds.\n- Yuki reports to Lucia.\n- Pinnacle Software was founded in 1980.\n- Hana reports to Yuki.\n- Leila reports to Mei.\n- Pinnacle Software is headquartered in Ghent.\n- Anders works for Summit Energy.\n- Atlas Freight was founded in 2003.\n- Lucia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Summit Energy"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37883", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'update benefits' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37884", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'provision access' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37885", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Leila.\n- Cobalt Health was founded in 1990.\n- Leila reports to Lucia.\n- Summit Energy was founded in 1990.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Callum works for Summit Energy.\n- Dmitri works for Lattice Analytics.\n- Summit Energy is headquartered in Malmo.\n- Bruno reports to Nadia.\n- Callum reports to Dmitri.\n- Nadia works for Cobalt Health.\n- Lucia reports to Hana.\n- Yuki works for Ironwood Manufacturing.\n- Hana reports to Yuki.\n- Leila works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2002.\n- Kenji works for Ironwood Manufacturing.\n- Nadia reports to Callum.\n- Yuki reports to Bruno.\n- Lattice Analytics is headquartered in Nagoya.\n- Lucia works for Summit Energy.\n- Kenji reports to Sanne.\n- Cobalt Health is headquartered in Adelaide.\n- Hana works for Lattice Analytics.\n- Sanne works for Ironwood Manufacturing.\n- Bruno works for Summit Energy.\n- Lattice Analytics was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37886", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "set_timer", "2": "weather", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37887", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "scale_up", "3": "rollback", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37888", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-2 (VERSION 5, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1084: employee Pablo T., hired 24 May 2021, separated 25 April 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1084?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37889", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "open_account", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37890", "family": "intent_v3", "state": "Incoming hr message:\n\"My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Update Benefits — changes benefits enrollment", "3": "Resignation — initiates departure", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2007.\n- Chiara works for Ironwood Manufacturing.\n- Cedar Retail Group is headquartered in Leeds.\n- Stefan works for Cobalt Health.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Atlas Freight is headquartered in Nagoya.\n- Amara reports to Lucia.\n- Yuki works for Ironwood Manufacturing.\n- Mei reports to Sofia.\n- Tobias works for Cobalt Health.\n- Atlas Freight was founded in 1977.\n- Chiara reports to Yuki.\n- Cedar Retail Group was founded in 1993.\n- Mei works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1993.\n- Pablo reports to Tobias.\n- Lucia works for Cedar Retail Group.\n- Amara works for Ironwood Manufacturing.\n- Sofia works for Cedar Retail Group.\n- Cobalt Health is headquartered in Halifax.\n- Sofia reports to Amara.\n- Yuki reports to Emeka.\n- Tobias reports to Mei.\n- Stefan reports to Pablo.\n- Emeka works for Ironwood Manufacturing.\n- Lucia reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Nagoya", "2": "Leeds", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37892", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-5 (VERSION 3, EFFECTIVE 07 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 August 2025): For employees hired on or after 29 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 07 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7921: employee Bruno A., hired 15 January 2025, separated 28 November 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7921?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37893", "family": "intent_hardneg", "state": "Incoming travel message:\n\"fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "check_status", "2": "cancel_trip", "3": "change_seat"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37894", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37895", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 79107 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37896", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37897", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37898", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Lucia.\n- Lattice Analytics is headquartered in Adelaide.\n- Omar works for Lattice Analytics.\n- Nadia works for Meridian Bank.\n- Viktor works for Fernhill Foods.\n- Pablo works for Meridian Bank.\n- Mara works for Cobalt Health.\n- Mara reports to Bruno.\n- Nadia reports to Leila.\n- Lattice Analytics was founded in 2007.\n- Cobalt Health was founded in 1998.\n- Deshawn works for Meridian Bank.\n- Bruno works for Cobalt Health.\n- Cobalt Health is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Ghent.\n- Lucia reports to Nadia.\n- Dmitri works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Meridian Bank was founded in 2014.\n- Dmitri reports to Pablo.\n- Meridian Bank is headquartered in Dunedin.\n- Omar reports to Deshawn.\n- Leila reports to Viktor.\n- Viktor reports to Mara.\n- Lucia works for Meridian Bank.\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Ghent", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37899", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks for a countdown timer", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37900", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 92167 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37901", "family": "intent_v3", "state": "Incoming travel message:\n\"Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Check Status — asks flight status", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1977.\n- Hana works for Lattice Analytics.\n- Helios Logistics was founded in 1991.\n- Chiara works for Lattice Analytics.\n- Nadia reports to Hana.\n- Sanne reports to Zoya.\n- Helios Logistics is headquartered in Oslo.\n- Zoya reports to Yuki.\n- Viktor works for Lattice Analytics.\n- Stefan reports to Ravi.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Oslo.\n- Lattice Analytics is headquartered in Halifax.\n- Yuki reports to Chiara.\n- Pablo works for Summit Energy.\n- Hana reports to Sanne.\n- Zoya works for Lattice Analytics.\n- Yuki works for Lattice Analytics.\n- Dmitri works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Lyon.\n- Ravi reports to Nadia.\n- Jonas works for Lattice Analytics.\n- Jonas reports to Stefan.\n- Cedar Retail Group was founded in 2003.\n- Ravi works for Summit Energy.\n- Dmitri reports to Pablo.\n- Sanne works for Cedar Retail Group.\n- Pablo reports to Jonas.\n- Viktor reports to Dmitri.\n- Nadia works for Summit Energy.\n- Lattice Analytics was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Cork", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Northwind Systems.\n- Ingrid reports to Anders.\n- Bluepine Aviation was founded in 1984.\n- Anders reports to Nadia.\n- Omar works for Bluepine Aviation.\n- Elena reports to Ingrid.\n- Anders works for Fernhill Foods.\n- Northwind Systems was founded in 2001.\n- Ingrid works for Beacon Insurance.\n- Sanne reports to Omar.\n- Beacon Insurance was founded in 2013.\n- Zoya works for Beacon Insurance.\n- Omar reports to Chiara.\n- Zoya reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Northwind Systems is headquartered in Adelaide.\n- Fernhill Foods was founded in 1992.\n- Fernhill Foods is headquartered in Brno.\n- Wren works for Northwind Systems.\n- Elena works for Fernhill Foods.\n- Wren reports to Elena.\n- Chiara works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Sanne works for Northwind Systems.\n- Bluepine Aviation is headquartered in Ghent.\n- Nadia reports to Zoya.\n- Chiara reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37904", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37905", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 29 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 16 June 2024): For employees hired on or after 16 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 29 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-2761: employee Tobias R., hired 18 February 2022, separated 25 December 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-7-2026-2761 under the controlling rules.", "criteria": {"0": "$10,875", "1": "$46,800", "2": "$10,800", "3": "$11,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-2761 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37906", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 March 2023): For employees hired on or after 02 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-4484: employee Wren S., hired 25 March 2020, separated 10 February 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-6-2025-4484 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$9,000", "2": "$30,333", "3": "$6,825"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-4484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37907", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37908", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1995.\n- Wren reports to Sanne.\n- Nadia reports to Leila.\n- Tessa works for Beacon Insurance.\n- Sanne works for Cedar Retail Group.\n- Leila reports to Emeka.\n- Sanne reports to Ravi.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Mei reports to Tessa.\n- Vantage Air is headquartered in Malmo.\n- Pinnacle Software is headquartered in Turku.\n- Cedar Retail Group was founded in 1992.\n- Vantage Air was founded in 2009.\n- Beacon Insurance was founded in 1977.\n- Mei works for Pinnacle Software.\n- Tessa reports to Wren.\n- Wren works for Beacon Insurance.\n- Ravi reports to Nadia.\n- Emeka works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Beacon Insurance is headquartered in Turku.\n- Ravi works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37909", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37910", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 7, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8938: employee Leila M., hired 20 October 2022, separated 26 September 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-7-2026-8938 under the controlling rules.", "criteria": {"0": "$9,385", "1": "$9,865", "2": "$45,000", "3": "$10,385"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8938 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37912", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-6 (VERSION 4, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 13 March 2023): For employees hired on or after 13 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-8147: employee Tobias M., hired 05 February 2023, separated 11 December 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-8147?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-8147 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37913", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "play_music", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37914", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 53841 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "track_order", "1": "report_damage", "2": "change_address", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37915", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37916", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 07 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 07 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-6099: employee Pablo M., hired 25 September 2021, separated 28 September 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-6099?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-6099 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Felix.\n- Aisha works for Pinnacle Software.\n- Viktor reports to Mateo.\n- Callum works for Beacon Insurance.\n- Pinnacle Software is headquartered in Halifax.\n- Lucia works for Beacon Insurance.\n- Yuki works for Fernhill Foods.\n- Cedar Retail Group was founded in 1994.\n- Kenji works for Cedar Retail Group.\n- Yuki reports to Kenji.\n- Viktor works for Pinnacle Software.\n- Felix works for Beacon Insurance.\n- Zoya reports to Viktor.\n- Beacon Insurance is headquartered in Basel.\n- Mateo reports to Callum.\n- Pinnacle Software was founded in 1996.\n- Zoya works for Beacon Insurance.\n- Felix reports to Yuki.\n- Pablo reports to Zoya.\n- Pablo works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Halifax.\n- Lucia reports to Pablo.\n- Fernhill Foods is headquartered in Basel.\n- Beacon Insurance was founded in 1987.\n- Fernhill Foods was founded in 1980.\n- Kenji reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Halifax", "2": "Turku", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37918", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-9 (VERSION 7, EFFECTIVE 03 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4992: employee Leila T., hired 13 July 2022, separated 30 December 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-4992?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37919", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Send Message — asks to text someone", "1": "Weather — asks about weather", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37920", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-9 (VERSION 7, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 March 2023): For employees hired on or after 07 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-4287: employee Tessa K., hired 26 June 2022, separated 23 May 2023 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2025-4287 under the controlling rules.", "criteria": {"0": "$2,025", "1": "$26,000", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-4287 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37921", "family": "intent_v3", "state": "Incoming billing message:\n\"Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37922", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 6, EFFECTIVE 21 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 11 August 2024): For employees hired on or after 11 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 21 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-7627: employee Viktor M., hired 17 April 2021, separated 24 July 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-7627?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-7627 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37923", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-3 (VERSION 4, EFFECTIVE 21 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-2699: employee Emeka A., hired 16 July 2022, separated 07 March 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-2699?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-2699 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37924", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37925", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 04 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 05 August 2025): For employees hired on or after 05 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 04 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6213: employee Mateo A., hired 12 February 2023, separated 12 September 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-6213?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6213 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Aisha.\n- Beacon Insurance was founded in 1997.\n- Meridian Bank was founded in 2006.\n- Pablo works for Meridian Bank.\n- Beacon Insurance is headquartered in Adelaide.\n- Aisha works for Crescent Telecom.\n- Kenji reports to Jonas.\n- Emeka works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Priya works for Helios Logistics.\n- Amara works for Helios Logistics.\n- Ingrid reports to Viktor.\n- Tobias reports to Priya.\n- Crescent Telecom was founded in 2007.\n- Bruno reports to Kenji.\n- Jonas reports to Pablo.\n- Helios Logistics is headquartered in Porto.\n- Ingrid works for Beacon Insurance.\n- Bruno works for Helios Logistics.\n- Tobias works for Helios Logistics.\n- Crescent Telecom is headquartered in Nagoya.\n- Kenji works for Meridian Bank.\n- Emeka reports to Callum.\n- Priya reports to Amara.\n- Helios Logistics was founded in 1997.\n- Jonas works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Aisha reports to Bruno.\n- Meridian Bank is headquartered in Tampere.\n- Pablo reports to Emeka.\n- Callum reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Beacon Insurance", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1981.\n- Helios Logistics was founded in 2000.\n- Bluepine Aviation is headquartered in Valencia.\n- Pablo reports to Omar.\n- Jonas reports to Aisha.\n- Pablo works for Crescent Telecom.\n- Bluepine Aviation was founded in 1978.\n- Aisha works for Helios Logistics.\n- Tobias works for Beacon Insurance.\n- Crescent Telecom was founded in 1975.\n- Crescent Telecom is headquartered in Dunedin.\n- Felix reports to Ingrid.\n- Ingrid reports to Jonas.\n- Chiara works for Crescent Telecom.\n- Ingrid works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Chiara reports to Mei.\n- Mei reports to Felix.\n- Jonas works for Crescent Telecom.\n- Helios Logistics is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Nagoya.\n- Mei works for Bluepine Aviation.\n- Aisha reports to Kenji.\n- Omar reports to Chiara.\n- Tobias reports to Pablo.\n- Omar works for Crescent Telecom.\n- Felix works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1975", "2": "1970", "3": "1978"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37928", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-2 (VERSION 2, EFFECTIVE 18 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 28 June 2024): For employees hired on or after 28 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 18 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-2683: employee Anders R., hired 20 March 2024, separated 02 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-2683?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-2683 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37929", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37930", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Jonas.\n- Atlas Freight was founded in 1989.\n- Amara reports to Callum.\n- Helios Logistics is headquartered in Nagoya.\n- Atlas Freight is headquartered in Lyon.\n- Jonas works for Cobalt Health.\n- Mara works for Cobalt Health.\n- Tobias works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Ravi reports to Omar.\n- Pablo reports to Mara.\n- Aisha reports to Mateo.\n- Pablo works for Cobalt Health.\n- Northwind Systems is headquartered in Brno.\n- Cobalt Health was founded in 1986.\n- Mateo reports to Amara.\n- Northwind Systems was founded in 1986.\n- Mara reports to Ravi.\n- Aisha works for Northwind Systems.\n- Cobalt Health is headquartered in Leeds.\n- Jonas reports to Tobias.\n- Chiara works for Atlas Freight.\n- Tobias reports to Aisha.\n- Zoya works for Helios Logistics.\n- Omar works for Northwind Systems.\n- Zoya reports to Pablo.\n- Helios Logistics was founded in 2015.\n- Mateo works for Northwind Systems.\n- Callum reports to Zoya.\n- Ravi works for Northwind Systems.\n- Callum works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1989", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37931", "family": "intent_hardneg", "state": "Incoming banking message:\n\"wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks to freeze a card", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37932", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 6, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 10 December 2022): For employees hired on or after 10 December 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-1927: employee Anders B., hired 14 September 2019, separated 16 March 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-1927?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-1927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Halifax.\n- Anders reports to Mei.\n- Kenji reports to Anders.\n- Anders works for Atlas Freight.\n- Ingrid works for Lattice Analytics.\n- Mei works for Atlas Freight.\n- Zoya reports to Lucia.\n- Chiara works for Lattice Analytics.\n- Zoya works for Atlas Freight.\n- Lucia reports to Nadia.\n- Yuki reports to Zoya.\n- Ingrid reports to Chiara.\n- Kenji works for Vantage Air.\n- Mei reports to Ingrid.\n- Nadia works for Lattice Analytics.\n- Atlas Freight is headquartered in Adelaide.\n- Vantage Air was founded in 1983.\n- Cedar Retail Group is headquartered in Adelaide.\n- Lucia works for Lattice Analytics.\n- Ravi works for Lattice Analytics.\n- Leila reports to Kenji.\n- Chiara reports to Yuki.\n- Vantage Air is headquartered in Adelaide.\n- Atlas Freight was founded in 1997.\n- Lattice Analytics was founded in 2011.\n- Leila works for Lattice Analytics.\n- Ravi reports to Leila.\n- Nadia reports to Stefan.\n- Yuki works for Cedar Retail Group.\n- Stefan works for Atlas Freight.\n- Cedar Retail Group was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Halifax", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37934", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Mateo reports to Yuki.\n- Pablo reports to Kenji.\n- Bluepine Aviation was founded in 1988.\n- Vantage Air is headquartered in Turku.\n- Bruno reports to Dmitri.\n- Felix reports to Deshawn.\n- Yuki works for Summit Energy.\n- Deshawn reports to Mateo.\n- Pablo works for Bluepine Aviation.\n- Summit Energy was founded in 2001.\n- Deshawn works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Mateo works for Summit Energy.\n- Yuki reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Kenji reports to Felix.\n- Kenji works for Summit Energy.\n- Lattice Analytics was founded in 2008.\n- Vantage Air was founded in 2006.\n- Lattice Analytics is headquartered in Oslo.\n- Felix works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Lyon.\n- Leila works for Bluepine Aviation.\n- Helios Logistics was founded in 2008.\n- Tobias works for Northwind Systems.\n- Jonas reports to Leila.\n- Ingrid works for Cedar Retail Group.\n- Northwind Systems is headquartered in Lyon.\n- Felix reports to Wren.\n- Wren works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Austin.\n- Stefan works for Cedar Retail Group.\n- Tobias reports to Ingrid.\n- Wren reports to Hana.\n- Helios Logistics is headquartered in Austin.\n- Hana works for Helios Logistics.\n- Northwind Systems was founded in 2010.\n- Bluepine Aviation was founded in 1991.\n- Jonas works for Helios Logistics.\n- Ingrid reports to Felix.\n- Leila reports to Stefan.\n- Stefan reports to Tobias.\n- Felix works for Helios Logistics.\n- Cedar Retail Group was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "2002", "2": "1997", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Bluepine Aviation.\n- Kenji reports to Ingrid.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Hana.\n- Hana reports to Wren.\n- Lucia reports to Omar.\n- Kenji works for Summit Energy.\n- Wren reports to Jonas.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Tampere.\n- Summit Energy was founded in 1996.\n- Omar reports to Dmitri.\n- Helios Logistics is headquartered in Tampere.\n- Helios Logistics was founded in 2011.\n- Pinnacle Software was founded in 1983.\n- Bluepine Aviation was founded in 2009.\n- Lucia works for Bluepine Aviation.\n- Omar works for Summit Energy.\n- Ingrid reports to Lucia.\n- Ingrid works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Hana works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Tampere", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Crescent Telecom is headquartered in Adelaide.\n- Leila works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Vantage Air was founded in 2003.\n- Crescent Telecom was founded in 2002.\n- Yuki works for Vantage Air.\n- Amara reports to Dmitri.\n- Northwind Systems is headquartered in Adelaide.\n- Ingrid reports to Sanne.\n- Leila reports to Deshawn.\n- Yuki reports to Viktor.\n- Northwind Systems was founded in 1982.\n- Helios Logistics was founded in 1985.\n- Deshawn reports to Yuki.\n- Sanne works for Crescent Telecom.\n- Ingrid works for Crescent Telecom.\n- Vantage Air is headquartered in Cork.\n- Dmitri reports to Leila.\n- Dmitri works for Crescent Telecom.\n- Amara works for Northwind Systems.\n- Sanne reports to Amara.\n- Viktor works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Adelaide", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37938", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 4, EFFECTIVE 30 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 30 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3371: employee Viktor R., hired 08 January 2021, separated 21 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3371?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37939", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1990.\n- Ingrid works for Helios Logistics.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1998.\n- Jonas reports to Zoya.\n- Vantage Air was founded in 1980.\n- Ravi works for Helios Logistics.\n- Yuki reports to Elena.\n- Yuki works for Helios Logistics.\n- Jonas works for Northwind Systems.\n- Omar reports to Callum.\n- Northwind Systems was founded in 2015.\n- Elena works for Vantage Air.\n- Elena reports to Tobias.\n- Omar works for Meridian Bank.\n- Zoya reports to Ingrid.\n- Wren reports to Jonas.\n- Helios Logistics is headquartered in Oslo.\n- Lucia reports to Omar.\n- Meridian Bank is headquartered in Oslo.\n- Wren works for Northwind Systems.\n- Mateo reports to Ravi.\n- Lucia works for Helios Logistics.\n- Callum works for Northwind Systems.\n- Tobias reports to Wren.\n- Vantage Air is headquartered in Oslo.\n- Callum reports to Yuki.\n- Ravi reports to Lucia.\n- Tobias works for Helios Logistics.\n- Northwind Systems is headquartered in Oslo.\n- Zoya works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Meridian Bank", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Tessa reports to Omar.\n- Tessa works for Fernhill Foods.\n- Aisha reports to Pablo.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Adelaide.\n- Omar works for Helios Logistics.\n- Beacon Insurance is headquartered in Halifax.\n- Fernhill Foods was founded in 1986.\n- Omar reports to Mei.\n- Aisha works for Beacon Insurance.\n- Pablo reports to Ravi.\n- Ravi reports to Felix.\n- Mei reports to Bruno.\n- Crescent Telecom is headquartered in Halifax.\n- Felix reports to Tessa.\n- Helios Logistics is headquartered in Turku.\n- Felix works for Fernhill Foods.\n- Beacon Insurance was founded in 2011.\n- Helios Logistics was founded in 1982.\n- Bruno works for Fernhill Foods.\n- Crescent Telecom was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37941", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-1236: employee Dmitri B., hired 23 November 2023, separated 16 December 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-1236?", "criteria": {"0": "12 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-1236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37942", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 6, EFFECTIVE 28 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 28 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-2034: employee Aisha S., hired 24 December 2021, separated 29 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-2034?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-2034 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Adelaide.\n- Viktor works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Viktor reports to Sanne.\n- Tobias works for Bluepine Aviation.\n- Nadia reports to Pablo.\n- Pablo reports to Ingrid.\n- Ingrid works for Ironwood Manufacturing.\n- Sanne reports to Felix.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sanne works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1995.\n- Felix reports to Nadia.\n- Ingrid reports to Chiara.\n- Pablo works for Bluepine Aviation.\n- Summit Energy was founded in 1994.\n- Bluepine Aviation is headquartered in Austin.\n- Chiara works for Atlas Freight.\n- Chiara reports to Tobias.\n- Ironwood Manufacturing was founded in 1975.\n- Atlas Freight was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2004", "2": "1996", "3": "2001"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Porto.\n- Beacon Insurance was founded in 2014.\n- Hana works for Pinnacle Software.\n- Summit Energy was founded in 1986.\n- Helios Logistics is headquartered in Oslo.\n- Beacon Insurance is headquartered in Porto.\n- Lucia works for Beacon Insurance.\n- Tobias works for Summit Energy.\n- Amara reports to Lucia.\n- Sanne works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Mateo reports to Callum.\n- Hana reports to Sanne.\n- Kenji works for Beacon Insurance.\n- Helios Logistics was founded in 2002.\n- Tobias reports to Mateo.\n- Callum works for Helios Logistics.\n- Callum reports to Kenji.\n- Sanne reports to Tobias.\n- Lucia reports to Hana.\n- Summit Energy is headquartered in Oslo.\n- Pinnacle Software was founded in 1978.\n- Mateo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Oslo", "2": "Porto", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37945", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Timer — asks for a countdown timer", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37946", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Play Music — asks to play audio", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Send Message — asks to text someone", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Leila.\n- Tobias reports to Ravi.\n- Anders reports to Pablo.\n- Meridian Bank was founded in 1998.\n- Beacon Insurance is headquartered in Lyon.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Lucia reports to Anders.\n- Ravi works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Zoya reports to Tobias.\n- Leila works for Beacon Insurance.\n- Ravi reports to Kenji.\n- Beacon Insurance was founded in 1984.\n- Leila reports to Sanne.\n- Anders works for Ironwood Manufacturing.\n- Summit Energy was founded in 1978.\n- Lucia works for Ironwood Manufacturing.\n- Mateo works for Summit Energy.\n- Pablo reports to Mateo.\n- Sanne reports to Zoya.\n- Tobias works for Summit Energy.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Meridian Bank is headquartered in Brno.\n- Sanne works for Summit Energy.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2003", "2": "2006", "3": "2011"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37948", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "invoice_copy", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37949", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "requests a receipt or invoice", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-37950", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Reset Password — resets credentials", "3": "Report Outage — reports a system outage", "4": "Provision Access — grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37951", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Deshawn works for Northwind Systems.\n- Lattice Analytics was founded in 2002.\n- Lattice Analytics is headquartered in Brno.\n- Nadia reports to Pablo.\n- Priya works for Lattice Analytics.\n- Lucia reports to Leila.\n- Leila works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Brno.\n- Leila reports to Sofia.\n- Sofia reports to Nadia.\n- Northwind Systems was founded in 1987.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1978.\n- Lucia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1990.\n- Cedar Retail Group is headquartered in Tampere.\n- Chiara works for Northwind Systems.\n- Priya reports to Chiara.\n- Pablo reports to Priya.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Deshawn reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Valencia", "2": "Brno", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37952", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Fernhill Foods.\n- Nadia reports to Kenji.\n- Mei reports to Ingrid.\n- Meridian Bank was founded in 1985.\n- Kenji works for Cedar Retail Group.\n- Cobalt Health was founded in 2012.\n- Mateo works for Cedar Retail Group.\n- Elena reports to Nadia.\n- Mateo reports to Elena.\n- Kenji reports to Callum.\n- Nadia works for Cobalt Health.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Oslo.\n- Cobalt Health is headquartered in Ghent.\n- Mei works for Fernhill Foods.\n- Ingrid works for Meridian Bank.\n- Fernhill Foods is headquartered in Turku.\n- Meridian Bank is headquartered in Brno.\n- Fernhill Foods was founded in 1998.\n- Cedar Retail Group was founded in 2005.\n- Callum reports to Mei.\n- Elena works for Cedar Retail Group.\n- Ingrid reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37953", "family": "intent_v3", "state": "Incoming support message:\n\"Refund order 38765, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change address' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Amara.\n- Stefan works for Cobalt Health.\n- Beacon Insurance is headquartered in Leeds.\n- Zoya works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1994.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Priya.\n- Lucia reports to Felix.\n- Felix works for Summit Energy.\n- Priya works for Summit Energy.\n- Yuki works for Cobalt Health.\n- Summit Energy was founded in 1979.\n- Leila reports to Tessa.\n- Summit Energy is headquartered in Malmo.\n- Beacon Insurance was founded in 2005.\n- Priya reports to Leila.\n- Leila works for Beacon Insurance.\n- Yuki reports to Stefan.\n- Amara works for Beacon Insurance.\n- Cobalt Health was founded in 1988.\n- Felix reports to Elena.\n- Cobalt Health is headquartered in Malmo.\n- Lucia works for Summit Energy.\n- Stefan reports to Lucia.\n- Ironwood Manufacturing is headquartered in Cork.\n- Tessa works for Ironwood Manufacturing.\n- Tessa reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1991", "2": "1988", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-37955", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "control_lights", "2": "send_message", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37956", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37957", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-2 (VERSION 3, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-6981: employee Callum B., hired 25 December 2021, separated 22 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-6981 under the controlling rules.", "criteria": {"0": "$6,650", "1": "$8,000", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-6981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-37959", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 19 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-4453: employee Pablo R., hired 29 December 2020, separated 06 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-4453?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-4453 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37960", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Freeze Card — asks to freeze a card", "2": "Check Balance — asks for account balance", "3": "Open Account — asks to open a new account", "4": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37961", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2015.\n- Lucia reports to Elena.\n- Meridian Bank is headquartered in Tampere.\n- Elena reports to Pablo.\n- Atlas Freight is headquartered in Turku.\n- Pablo works for Cobalt Health.\n- Dmitri works for Helios Logistics.\n- Viktor works for Meridian Bank.\n- Mateo works for Atlas Freight.\n- Priya works for Cobalt Health.\n- Priya reports to Mara.\n- Stefan reports to Dmitri.\n- Elena works for Cobalt Health.\n- Mateo reports to Felix.\n- Meridian Bank was founded in 1998.\n- Atlas Freight was founded in 1977.\n- Cobalt Health is headquartered in Tampere.\n- Hana reports to Ravi.\n- Helios Logistics is headquartered in Tampere.\n- Ravi reports to Viktor.\n- Stefan works for Helios Logistics.\n- Mara reports to Stefan.\n- Dmitri reports to Hana.\n- Hana works for Helios Logistics.\n- Felix works for Meridian Bank.\n- Helios Logistics was founded in 2014.\n- Ravi works for Atlas Freight.\n- Mara works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Viktor reports to Mateo.\n- Felix reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37962", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Cork.\n- Beacon Insurance is headquartered in Cork.\n- Leila works for Summit Energy.\n- Callum reports to Deshawn.\n- Wren works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Aisha reports to Wren.\n- Meridian Bank was founded in 1988.\n- Pablo works for Summit Energy.\n- Deshawn works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Atlas Freight was founded in 1988.\n- Jonas works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Leila reports to Pablo.\n- Pablo reports to Jonas.\n- Jonas reports to Aisha.\n- Meridian Bank is headquartered in Ghent.\n- Lucia works for Atlas Freight.\n- Lucia reports to Leila.\n- Summit Energy was founded in 2009.\n- Deshawn reports to Lucia.\n- Beacon Insurance was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1986", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37963", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Please cancel order 54092 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Track Order — asks where an existing order is", "2": "Cancel Order — wants to cancel a placed order", "3": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-37964", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1993.\n- Ravi reports to Mara.\n- Pablo works for Helios Logistics.\n- Hana works for Cedar Retail Group.\n- Crescent Telecom was founded in 2005.\n- Zoya reports to Pablo.\n- Ravi works for Crescent Telecom.\n- Amara reports to Omar.\n- Crescent Telecom is headquartered in Leeds.\n- Mara works for Cedar Retail Group.\n- Amara works for Cedar Retail Group.\n- Aisha works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Leeds.\n- Tessa reports to Aisha.\n- Mara reports to Sofia.\n- Vantage Air is headquartered in Bergen.\n- Tessa works for Vantage Air.\n- Cedar Retail Group was founded in 2007.\n- Sofia works for Crescent Telecom.\n- Vantage Air was founded in 1978.\n- Sofia reports to Zoya.\n- Zoya works for Crescent Telecom.\n- Hana reports to Tessa.\n- Pablo reports to Hana.\n- Omar reports to Callum.\n- Callum reports to Ravi.\n- Helios Logistics is headquartered in Austin.\n- Aisha reports to Felix.\n- Callum works for Helios Logistics.\n- Omar works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37965", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Bluepine Aviation.\n- Callum reports to Ingrid.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 2007.\n- Bluepine Aviation is headquartered in Turku.\n- Kenji reports to Pablo.\n- Summit Energy is headquartered in Turku.\n- Ingrid works for Summit Energy.\n- Dmitri reports to Sofia.\n- Cedar Retail Group was founded in 1998.\n- Sofia reports to Callum.\n- Sofia works for Cobalt Health.\n- Felix works for Cedar Retail Group.\n- Pablo works for Cedar Retail Group.\n- Omar works for Cobalt Health.\n- Pablo reports to Omar.\n- Omar reports to Felix.\n- Summit Energy was founded in 1996.\n- Cobalt Health is headquartered in Valencia.\n- Felix reports to Dmitri.\n- Bluepine Aviation was founded in 1988.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Nagoya", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37966", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Leila.\n- Mei reports to Aisha.\n- Yuki works for Helios Logistics.\n- Kenji reports to Callum.\n- Vantage Air was founded in 1976.\n- Deshawn works for Helios Logistics.\n- Aisha works for Vantage Air.\n- Zoya works for Pinnacle Software.\n- Fernhill Foods was founded in 2006.\n- Fernhill Foods is headquartered in Halifax.\n- Callum reports to Mei.\n- Mateo reports to Kenji.\n- Chiara works for Pinnacle Software.\n- Zoya reports to Mateo.\n- Leila reports to Zoya.\n- Chiara reports to Yuki.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Kenji works for Vantage Air.\n- Deshawn reports to Chiara.\n- Leila works for Fernhill Foods.\n- Vantage Air is headquartered in Austin.\n- Mei works for Fernhill Foods.\n- Pinnacle Software is headquartered in Halifax.\n- Mateo works for Helios Logistics.\n- Pinnacle Software was founded in 1990.\n- Helios Logistics was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Austin", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37967", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Deshawn works for Cobalt Health.\n- Wren reports to Zoya.\n- Meridian Bank is headquartered in Basel.\n- Aisha reports to Mei.\n- Leila works for Cobalt Health.\n- Zoya works for Lattice Analytics.\n- Sofia reports to Wren.\n- Cedar Retail Group is headquartered in Basel.\n- Cobalt Health was founded in 2005.\n- Emeka works for Cobalt Health.\n- Mara reports to Emeka.\n- Sofia works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Cedar Retail Group was founded in 1986.\n- Meridian Bank was founded in 2013.\n- Tobias works for Lattice Analytics.\n- Mei reports to Tobias.\n- Emeka reports to Deshawn.\n- Cobalt Health is headquartered in Basel.\n- Deshawn reports to Aisha.\n- Lattice Analytics was founded in 2003.\n- Tobias reports to Sofia.\n- Mei works for Lattice Analytics.\n- Zoya reports to Leila.\n- Wren works for Cobalt Health.\n- Lattice Analytics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2003", "2": "2008", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37968", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-5 (VERSION 7, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 30 May 2025): For employees hired on or after 30 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-8600: employee Aisha T., hired 21 October 2024, separated 10 October 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-8600?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-8600 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37969", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 24 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 07 September 2023): For employees hired on or after 07 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 24 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-4913: employee Kenji B., hired 13 June 2022, separated 04 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-4913?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-4913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-37970", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37971", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY TRV-7 (VERSION 2, EFFECTIVE 12 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 September 2024): For employees hired on or after 13 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 12 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1757: employee Chiara S., hired 16 August 2021, separated 25 October 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1757?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1757 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37972", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Emeka.\n- Mara reports to Zoya.\n- Amara works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Anders reports to Lucia.\n- Cobalt Health is headquartered in Tallinn.\n- Meridian Bank was founded in 1983.\n- Amara reports to Priya.\n- Beacon Insurance is headquartered in Tallinn.\n- Beacon Insurance was founded in 2014.\n- Priya works for Beacon Insurance.\n- Atlas Freight was founded in 2009.\n- Sanne works for Meridian Bank.\n- Cobalt Health was founded in 1987.\n- Mara works for Cobalt Health.\n- Sanne reports to Mara.\n- Anders works for Meridian Bank.\n- Lucia works for Atlas Freight.\n- Meridian Bank is headquartered in Bergen.\n- Bruno works for Meridian Bank.\n- Zoya reports to Anders.\n- Omar works for Meridian Bank.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka works for Atlas Freight.\n- Omar reports to Sanne.\n- Emeka reports to Amara.\n- Lucia reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Tallinn", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37973", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 07 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 07 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1657: employee Zoya M., hired 08 August 2023, separated 16 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-1657 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$8,000", "2": "$26,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1978.\n- Sanne reports to Mei.\n- Hana works for Lattice Analytics.\n- Bluepine Aviation was founded in 2011.\n- Tobias works for Bluepine Aviation.\n- Felix reports to Omar.\n- Elena works for Lattice Analytics.\n- Tobias reports to Felix.\n- Anders reports to Tobias.\n- Sanne works for Lattice Analytics.\n- Anders works for Bluepine Aviation.\n- Omar works for Lattice Analytics.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Helios Logistics was founded in 2005.\n- Atlas Freight is headquartered in Basel.\n- Mei works for Atlas Freight.\n- Lattice Analytics was founded in 1997.\n- Omar reports to Sanne.\n- Bluepine Aviation is headquartered in Basel.\n- Mei reports to Elena.\n- Lattice Analytics is headquartered in Leeds.\n- Elena reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2014", "2": "2009", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37975", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-9 (VERSION 7, EFFECTIVE 23 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 23 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-2040: employee Aisha A., hired 31 August 2022, separated 16 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-2040?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-2040 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37976", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-3 (VERSION 2, EFFECTIVE 16 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 30 July 2024): For employees hired on or after 30 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 16 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-9279: employee Tobias A., hired 21 August 2022, separated 24 September 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-9279?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-9279 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-37977", "family": "intent_v3", "state": "Incoming smart home message:\n\"Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set alarm' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37978", "family": "intent_v3", "state": "Incoming it admin message:\n\"Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "reports a system outage", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-37979", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_balance", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-37980", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY SEP-4 (VERSION 3, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 07 May 2025): For employees hired on or after 07 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-2151: employee Aisha A., hired 26 December 2022, separated 07 March 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-2151?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-2151 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-37981", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 27 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 27 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5008: employee Stefan K., hired 23 August 2024, separated 09 August 2025 (redundancy), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-8-2026-5008 under the controlling rules.", "criteria": {"0": "$12,385", "1": "$2,596", "2": "$10,385", "3": "$45,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Fernhill Foods.\n- Bluepine Aviation was founded in 2002.\n- Yuki works for Helios Logistics.\n- Lattice Analytics was founded in 1988.\n- Tessa works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Aisha reports to Chiara.\n- Omar works for Bluepine Aviation.\n- Omar reports to Pablo.\n- Helios Logistics is headquartered in Valencia.\n- Chiara works for Bluepine Aviation.\n- Priya reports to Sofia.\n- Fernhill Foods is headquartered in Cork.\n- Jonas works for Fernhill Foods.\n- Stefan works for Lattice Analytics.\n- Hana reports to Priya.\n- Chiara reports to Hana.\n- Jonas reports to Omar.\n- Mei works for Lattice Analytics.\n- Hana works for Fernhill Foods.\n- Sofia reports to Yuki.\n- Fernhill Foods was founded in 1996.\n- Yuki reports to Stefan.\n- Sofia works for Bluepine Aviation.\n- Helios Logistics was founded in 2006.\n- Pablo reports to Aisha.\n- Mei reports to Jonas.\n- Bluepine Aviation is headquartered in Turku.\n- Tessa reports to Mei.\n- Priya works for Helios Logistics.\n- Aisha works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Valencia", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37983", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37984", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37985", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-6 (VERSION 7, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 03 August 2024): For employees hired on or after 03 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-6653: employee Priya S., hired 18 March 2023, separated 24 November 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-6-2026-6653 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$2,975", "2": "$30,333", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-6653 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-37986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Dmitri reports to Leila.\n- Lucia reports to Dmitri.\n- Beacon Insurance was founded in 1994.\n- Lattice Analytics was founded in 2014.\n- Priya works for Beacon Insurance.\n- Lattice Analytics is headquartered in Leeds.\n- Helios Logistics was founded in 1997.\n- Sanne works for Beacon Insurance.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Lucia.\n- Leila works for Helios Logistics.\n- Priya reports to Pablo.\n- Pablo works for Beacon Insurance.\n- Pinnacle Software was founded in 1990.\n- Beacon Insurance is headquartered in Lyon.\n- Pinnacle Software is headquartered in Malmo.\n- Chiara reports to Sofia.\n- Lucia works for Pinnacle Software.\n- Leila reports to Sanne.\n- Dmitri works for Helios Logistics.\n- Chiara works for Pinnacle Software.\n- Sanne reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-37987", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Lucia.\n- Ingrid works for Cobalt Health.\n- Vantage Air is headquartered in Nagoya.\n- Vantage Air was founded in 1977.\n- Dmitri works for Northwind Systems.\n- Tobias works for Summit Energy.\n- Anders reports to Mei.\n- Hana reports to Pablo.\n- Tobias reports to Anders.\n- Pablo reports to Bruno.\n- Summit Energy is headquartered in Turku.\n- Lucia works for Summit Energy.\n- Pablo works for Vantage Air.\n- Summit Energy was founded in 1999.\n- Ingrid reports to Hana.\n- Mei works for Cobalt Health.\n- Northwind Systems was founded in 1978.\n- Dmitri reports to Tobias.\n- Cobalt Health was founded in 2014.\n- Bruno reports to Amara.\n- Mei reports to Nadia.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Northwind Systems is headquartered in Cork.\n- Hana works for Cobalt Health.\n- Lucia reports to Ingrid.\n- Bruno works for Northwind Systems.\n- Priya works for Vantage Air.\n- Nadia reports to Priya.\n- Anders works for Summit Energy.\n- Amara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Nagoya", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-37989", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 3, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3179: employee Dmitri K., hired 04 October 2022, separated 01 December 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3179?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3179 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-37990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Yuki.\n- Atlas Freight is headquartered in Halifax.\n- Deshawn works for Beacon Insurance.\n- Stefan reports to Jonas.\n- Anders works for Atlas Freight.\n- Yuki reports to Mara.\n- Pablo works for Fernhill Foods.\n- Cedar Retail Group was founded in 2002.\n- Fernhill Foods is headquartered in Porto.\n- Dmitri reports to Anders.\n- Aisha works for Atlas Freight.\n- Pablo reports to Dmitri.\n- Tessa works for Fernhill Foods.\n- Kenji works for Atlas Freight.\n- Stefan works for Beacon Insurance.\n- Atlas Freight was founded in 1991.\n- Cedar Retail Group is headquartered in Oslo.\n- Beacon Insurance was founded in 2006.\n- Aisha reports to Kenji.\n- Tessa reports to Deshawn.\n- Fernhill Foods was founded in 2013.\n- Tobias reports to Tessa.\n- Mara works for Atlas Freight.\n- Beacon Insurance is headquartered in Porto.\n- Dmitri works for Beacon Insurance.\n- Anders reports to Tobias.\n- Mara reports to Aisha.\n- Deshawn reports to Stefan.\n- Tobias works for Atlas Freight.\n- Jonas works for Fernhill Foods.\n- Yuki works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2009", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-37991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Helios Logistics.\n- Wren reports to Sanne.\n- Leila reports to Anders.\n- Aisha works for Atlas Freight.\n- Fernhill Foods is headquartered in Valencia.\n- Tessa works for Lattice Analytics.\n- Zoya works for Fernhill Foods.\n- Tessa reports to Elena.\n- Bruno reports to Tessa.\n- Fernhill Foods was founded in 2009.\n- Sanne reports to Kenji.\n- Zoya reports to Aisha.\n- Sanne works for Fernhill Foods.\n- Atlas Freight is headquartered in Oslo.\n- Kenji works for Fernhill Foods.\n- Leila works for Lattice Analytics.\n- Helios Logistics was founded in 2002.\n- Elena works for Fernhill Foods.\n- Lattice Analytics is headquartered in Tampere.\n- Elena reports to Leila.\n- Aisha reports to Wren.\n- Atlas Freight was founded in 1976.\n- Wren works for Fernhill Foods.\n- Kenji reports to Bruno.\n- Anders works for Atlas Freight.\n- Lattice Analytics was founded in 1980.\n- Helios Logistics is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2004", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-37992", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1985.\n- Omar reports to Ravi.\n- Lattice Analytics was founded in 1984.\n- Ingrid works for Lattice Analytics.\n- Helios Logistics is headquartered in Brno.\n- Felix reports to Callum.\n- Elena works for Cedar Retail Group.\n- Sofia reports to Aisha.\n- Mateo reports to Sofia.\n- Jonas reports to Ingrid.\n- Cedar Retail Group was founded in 2014.\n- Omar works for Lattice Analytics.\n- Yuki reports to Jonas.\n- Crescent Telecom is headquartered in Bergen.\n- Callum reports to Omar.\n- Jonas works for Lattice Analytics.\n- Aisha works for Cedar Retail Group.\n- Felix works for Crescent Telecom.\n- Mateo works for Helios Logistics.\n- Anders works for Crescent Telecom.\n- Elena reports to Anders.\n- Sofia works for Helios Logistics.\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Brno.\n- Ravi works for Helios Logistics.\n- Callum works for Lattice Analytics.\n- Aisha reports to Yuki.\n- Lattice Analytics is headquartered in Brno.\n- Ravi reports to Mateo.\n- Helios Logistics was founded in 1979.\n- Anders reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Cedar Retail Group", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-37993", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Schedule Pickup — arranges a pickup", "2": "Report Delay — reports a delayed shipment", "3": "Quote Request — asks for a shipping quote", "4": "Reroute — changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-37994", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 11 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 24 May 2025): For employees hired on or after 24 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 11 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6864: employee Leila K., hired 27 August 2023, separated 25 December 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6864?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6864 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-37995", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37996", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics", "4": "asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-37997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Pinnacle Software was founded in 1981.\n- Chiara reports to Sofia.\n- Amara reports to Yuki.\n- Crescent Telecom is headquartered in Valencia.\n- Vantage Air is headquartered in Basel.\n- Pinnacle Software is headquartered in Basel.\n- Kenji reports to Tobias.\n- Lattice Analytics is headquartered in Valencia.\n- Stefan reports to Ingrid.\n- Tobias reports to Chiara.\n- Lucia reports to Kenji.\n- Vantage Air was founded in 2005.\n- Yuki works for Vantage Air.\n- Viktor works for Vantage Air.\n- Tobias works for Vantage Air.\n- Sofia works for Vantage Air.\n- Crescent Telecom was founded in 1998.\n- Chiara works for Lattice Analytics.\n- Sofia reports to Amara.\n- Ingrid reports to Lucia.\n- Lucia works for Vantage Air.\n- Stefan works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Yuki reports to Viktor.\n- Lattice Analytics was founded in 1988.\n- Amara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-37998", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-37999", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 36825 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38000", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "requests time off", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38001", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 26 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 15 June 2024): For employees hired on or after 15 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-7136: employee Aisha M., hired 09 February 2024, separated 17 December 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2025-7136 under the controlling rules.", "criteria": {"0": "$3,375", "1": "$6,000", "2": "$8,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-7136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38002", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "reports a system outage", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38003", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38004", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 24 September 2025): For employees hired on or after 24 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7708: employee Tessa R., hired 08 August 2024, separated 17 March 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7708?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38005", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38006", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "referral", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38007", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1999.\n- Bluepine Aviation is headquartered in Tampere.\n- Omar works for Pinnacle Software.\n- Elena works for Pinnacle Software.\n- Anders reports to Felix.\n- Deshawn works for Pinnacle Software.\n- Callum reports to Wren.\n- Pinnacle Software was founded in 1982.\n- Pinnacle Software is headquartered in Adelaide.\n- Felix reports to Omar.\n- Mateo reports to Elena.\n- Elena reports to Anders.\n- Felix works for Helios Logistics.\n- Wren reports to Deshawn.\n- Callum works for Bluepine Aviation.\n- Helios Logistics is headquartered in Porto.\n- Anders works for Northwind Systems.\n- Bluepine Aviation was founded in 1989.\n- Omar reports to Callum.\n- Wren works for Pinnacle Software.\n- Northwind Systems was founded in 1997.\n- Mateo works for Bluepine Aviation.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Tampere", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38008", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "play_music", "2": "weather", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38009", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 08 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 December 2022): For employees hired on or after 20 December 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 08 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-2764: employee Mei S., hired 27 June 2020, separated 23 August 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-2764?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-2764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38010", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-7 (VERSION 6, EFFECTIVE 21 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-2895: employee Mateo A., hired 12 April 2020, separated 24 May 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-2895?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-2895 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38011", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 10 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 10 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4219: employee Leila B., hired 15 November 2022, separated 14 February 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4219?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4219 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38012", "family": "intent_v3", "state": "Incoming logistics message:\n\"Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38013", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38014", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 7, EFFECTIVE 14 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 02 July 2025): For employees hired on or after 02 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 14 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-4166: employee Lucia R., hired 04 October 2021, separated 10 June 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-4166?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-4166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38015", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "file_claim", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Bruno reports to Sofia.\n- Elena reports to Nadia.\n- Summit Energy is headquartered in Basel.\n- Mei reports to Lucia.\n- Nadia works for Cobalt Health.\n- Vantage Air was founded in 1978.\n- Sofia works for Vantage Air.\n- Pinnacle Software is headquartered in Bergen.\n- Mei works for Cobalt Health.\n- Summit Energy was founded in 1996.\n- Cobalt Health was founded in 2005.\n- Pinnacle Software was founded in 1996.\n- Vantage Air is headquartered in Tampere.\n- Felix works for Cobalt Health.\n- Felix reports to Leila.\n- Bruno works for Cobalt Health.\n- Elena works for Vantage Air.\n- Lucia reports to Felix.\n- Leila works for Pinnacle Software.\n- Lucia works for Pinnacle Software.\n- Cobalt Health is headquartered in Tampere.\n- Leila reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2000", "2": "2003", "3": "2008"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cobalt Health.\n- Pinnacle Software was founded in 2015.\n- Dmitri reports to Aisha.\n- Aisha works for Pinnacle Software.\n- Zoya reports to Anders.\n- Hana works for Cobalt Health.\n- Meridian Bank was founded in 2005.\n- Pinnacle Software is headquartered in Ghent.\n- Cobalt Health was founded in 2006.\n- Callum reports to Yuki.\n- Aisha reports to Callum.\n- Bluepine Aviation is headquartered in Turku.\n- Meridian Bank is headquartered in Brno.\n- Viktor reports to Hana.\n- Hana reports to Mateo.\n- Yuki reports to Viktor.\n- Cobalt Health is headquartered in Turku.\n- Bluepine Aviation was founded in 2010.\n- Callum works for Cobalt Health.\n- Amara reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Amara works for Meridian Bank.\n- Zoya works for Bluepine Aviation.\n- Anders works for Pinnacle Software.\n- Yuki works for Meridian Bank.\n- Anders reports to Amara.\n- Viktor works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2015", "3": "2018"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38018", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Beacon Insurance was founded in 1992.\n- Mateo works for Vantage Air.\n- Mara reports to Tessa.\n- Bruno works for Beacon Insurance.\n- Vantage Air is headquartered in Lyon.\n- Lattice Analytics was founded in 2005.\n- Bruno reports to Hana.\n- Tessa reports to Bruno.\n- Vantage Air was founded in 1991.\n- Chiara reports to Mara.\n- Beacon Insurance is headquartered in Porto.\n- Felix reports to Mateo.\n- Stefan works for Fernhill Foods.\n- Stefan reports to Chiara.\n- Mara works for Beacon Insurance.\n- Fernhill Foods is headquartered in Leeds.\n- Tessa works for Fernhill Foods.\n- Mateo reports to Stefan.\n- Fernhill Foods was founded in 1989.\n- Felix works for Beacon Insurance.\n- Chiara works for Fernhill Foods.\n- Lattice Analytics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1992", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38019", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-2 (VERSION 2, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 07 December 2024): For employees hired on or after 07 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9687: employee Yuki R., hired 19 November 2022, separated 11 July 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9687?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9687 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38020", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 09 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3963: employee Mateo T., hired 06 February 2024, separated 19 November 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3963?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3963 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38021", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Dmitri.\n- Anders works for Vantage Air.\n- Hana reports to Deshawn.\n- Dmitri works for Bluepine Aviation.\n- Vantage Air was founded in 2001.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Anders.\n- Bluepine Aviation is headquartered in Halifax.\n- Kenji works for Ironwood Manufacturing.\n- Sofia works for Atlas Freight.\n- Dmitri reports to Chiara.\n- Anders reports to Sofia.\n- Ironwood Manufacturing was founded in 2004.\n- Chiara works for Vantage Air.\n- Amara works for Ironwood Manufacturing.\n- Tobias works for Vantage Air.\n- Vantage Air is headquartered in Halifax.\n- Sofia reports to Tobias.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Atlas Freight is headquartered in Halifax.\n- Bluepine Aviation was founded in 1996.\n- Chiara reports to Hana.\n- Nadia works for Ironwood Manufacturing.\n- Amara reports to Nadia.\n- Kenji reports to Amara.\n- Hana works for Atlas Freight.\n- Atlas Freight was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1996", "2": "1991", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38022", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38023", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38024", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38025", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 27 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4901: employee Yuki B., hired 23 January 2021, separated 06 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4901?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4901 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38026", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38027", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Deshawn.\n- Omar works for Atlas Freight.\n- Dmitri works for Summit Energy.\n- Viktor reports to Omar.\n- Yuki works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Ghent.\n- Tobias reports to Chiara.\n- Summit Energy was founded in 1996.\n- Chiara works for Summit Energy.\n- Atlas Freight was founded in 1986.\n- Nadia works for Bluepine Aviation.\n- Mateo works for Summit Energy.\n- Yuki reports to Mateo.\n- Mara reports to Dmitri.\n- Hana works for Atlas Freight.\n- Bluepine Aviation was founded in 2000.\n- Cedar Retail Group is headquartered in Ghent.\n- Tobias works for Summit Energy.\n- Hana reports to Tobias.\n- Dmitri reports to Yuki.\n- Amara works for Bluepine Aviation.\n- Nadia reports to Hana.\n- Summit Energy is headquartered in Halifax.\n- Deshawn works for Atlas Freight.\n- Cedar Retail Group was founded in 1991.\n- Atlas Freight is headquartered in Ghent.\n- Viktor works for Bluepine Aviation.\n- Deshawn reports to Nadia.\n- Mara works for Cedar Retail Group.\n- Mateo reports to Amara.\n- Amara reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "1998", "3": "1995"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38028", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Austin.\n- Tobias works for Cedar Retail Group.\n- Tobias reports to Priya.\n- Sofia reports to Zoya.\n- Mara reports to Tobias.\n- Summit Energy was founded in 1982.\n- Cedar Retail Group is headquartered in Malmo.\n- Hana reports to Sofia.\n- Zoya works for Cedar Retail Group.\n- Nadia works for Summit Energy.\n- Cedar Retail Group was founded in 1977.\n- Zoya reports to Kenji.\n- Kenji works for Cobalt Health.\n- Aisha works for Cedar Retail Group.\n- Priya works for Cobalt Health.\n- Nadia reports to Pablo.\n- Summit Energy is headquartered in Austin.\n- Kenji reports to Aisha.\n- Hana works for Lattice Analytics.\n- Pablo works for Lattice Analytics.\n- Tessa works for Lattice Analytics.\n- Cobalt Health is headquartered in Austin.\n- Stefan reports to Mara.\n- Stefan works for Cedar Retail Group.\n- Cobalt Health was founded in 2009.\n- Priya reports to Nadia.\n- Aisha reports to Stefan.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1995.\n- Sofia works for Summit Energy.\n- Tessa reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Summit Energy", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38029", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Yuki.\n- Viktor reports to Stefan.\n- Ironwood Manufacturing is headquartered in Austin.\n- Crescent Telecom was founded in 1980.\n- Ironwood Manufacturing was founded in 1986.\n- Anders works for Crescent Telecom.\n- Callum reports to Anders.\n- Lucia works for Helios Logistics.\n- Yuki reports to Callum.\n- Helios Logistics was founded in 2007.\n- Priya reports to Lucia.\n- Helios Logistics is headquartered in Tallinn.\n- Anders reports to Priya.\n- Leila works for Helios Logistics.\n- Priya works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Tallinn.\n- Bluepine Aviation was founded in 1976.\n- Stefan works for Crescent Telecom.\n- Viktor works for Bluepine Aviation.\n- Lucia reports to Viktor.\n- Callum works for Crescent Telecom.\n- Yuki works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Malmo", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38030", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "refill_rx", "2": "coverage_question", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38031", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY TRV-5 (VERSION 5, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 20 September 2024): For employees hired on or after 20 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-4701: employee Mei M., hired 17 November 2023, separated 25 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-4701?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-4701 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38032", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Cobalt Health was founded in 1991.\n- Kenji reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 1991.\n- Helios Logistics is headquartered in Malmo.\n- Zoya works for Cobalt Health.\n- Ingrid reports to Aisha.\n- Kenji works for Cobalt Health.\n- Jonas works for Helios Logistics.\n- Atlas Freight was founded in 2008.\n- Zoya reports to Kenji.\n- Aisha reports to Nadia.\n- Cobalt Health is headquartered in Turku.\n- Aisha works for Ironwood Manufacturing.\n- Jonas reports to Hana.\n- Hana works for Helios Logistics.\n- Hana reports to Deshawn.\n- Atlas Freight is headquartered in Ghent.\n- Nadia works for Ironwood Manufacturing.\n- Deshawn works for Cobalt Health.\n- Nadia reports to Jonas.\n- Helios Logistics was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38034", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38035", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Status on my shipment 26081 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is", "4": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38036", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Tobias.\n- Tobias reports to Zoya.\n- Stefan works for Pinnacle Software.\n- Tobias works for Vantage Air.\n- Zoya reports to Nadia.\n- Ironwood Manufacturing was founded in 2005.\n- Stefan reports to Priya.\n- Pinnacle Software was founded in 2002.\n- Mateo reports to Ingrid.\n- Zoya works for Cobalt Health.\n- Priya works for Ironwood Manufacturing.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Valencia.\n- Cobalt Health was founded in 2013.\n- Nadia reports to Pablo.\n- Pablo works for Vantage Air.\n- Bruno reports to Stefan.\n- Bruno works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Vantage Air was founded in 2004.\n- Pablo reports to Mara.\n- Mara reports to Mateo.\n- Ingrid works for Pinnacle Software.\n- Mateo works for Vantage Air.\n- Pinnacle Software is headquartered in Basel.\n- Mara works for Vantage Air.\n- Vantage Air is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Halifax", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Fernhill Foods.\n- Ravi reports to Sofia.\n- Hana works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Leila works for Helios Logistics.\n- Leila reports to Dmitri.\n- Helios Logistics is headquartered in Turku.\n- Ravi works for Beacon Insurance.\n- Sofia works for Vantage Air.\n- Zoya reports to Deshawn.\n- Deshawn reports to Yuki.\n- Bruno works for Vantage Air.\n- Zoya works for Beacon Insurance.\n- Dmitri reports to Pablo.\n- Helios Logistics was founded in 2004.\n- Vantage Air is headquartered in Turku.\n- Dmitri works for Helios Logistics.\n- Pablo reports to Felix.\n- Sofia reports to Hana.\n- Fernhill Foods was founded in 1994.\n- Hana reports to Bruno.\n- Deshawn works for Fernhill Foods.\n- Yuki reports to Ingrid.\n- Fernhill Foods is headquartered in Turku.\n- Felix works for Vantage Air.\n- Ingrid works for Beacon Insurance.\n- Felix reports to Ravi.\n- Bruno reports to Zoya.\n- Beacon Insurance is headquartered in Tampere.\n- Beacon Insurance was founded in 1996.\n- Vantage Air was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Valencia", "2": "Tampere", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38038", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38039", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Crescent Telecom.\n- Pinnacle Software was founded in 1994.\n- Ironwood Manufacturing was founded in 2015.\n- Pablo reports to Sofia.\n- Sofia reports to Stefan.\n- Lucia works for Beacon Insurance.\n- Zoya reports to Pablo.\n- Emeka reports to Yuki.\n- Crescent Telecom was founded in 1975.\n- Nadia reports to Bruno.\n- Mei reports to Zoya.\n- Beacon Insurance was founded in 2002.\n- Nadia works for Ironwood Manufacturing.\n- Mei works for Beacon Insurance.\n- Lucia reports to Emeka.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Yuki reports to Ravi.\n- Wren works for Crescent Telecom.\n- Stefan reports to Lucia.\n- Ravi works for Beacon Insurance.\n- Sofia works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Brno.\n- Crescent Telecom is headquartered in Brno.\n- Yuki works for Crescent Telecom.\n- Bruno reports to Mei.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Pablo works for Ironwood Manufacturing.\n- Emeka works for Crescent Telecom.\n- Bruno works for Ironwood Manufacturing.\n- Ravi reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Halifax", "2": "Basel", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Mara.\n- Chiara reports to Stefan.\n- Jonas works for Meridian Bank.\n- Jonas reports to Emeka.\n- Emeka works for Cobalt Health.\n- Deshawn works for Cobalt Health.\n- Pablo works for Meridian Bank.\n- Cobalt Health was founded in 2007.\n- Emeka reports to Chiara.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Meridian Bank was founded in 2010.\n- Meridian Bank is headquartered in Austin.\n- Lattice Analytics is headquartered in Dunedin.\n- Chiara works for Meridian Bank.\n- Lucia reports to Pablo.\n- Stefan works for Summit Energy.\n- Summit Energy was founded in 2000.\n- Mara reports to Lucia.\n- Lucia works for Summit Energy.\n- Deshawn reports to Jonas.\n- Cobalt Health is headquartered in Lyon.\n- Summit Energy is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Dunedin", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38041", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-9 (VERSION 2, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 January 2025): For employees hired on or after 28 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-8333: employee Sofia B., hired 06 June 2022, separated 15 January 2026 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-8333?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-8333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38042", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 19903 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_damage", "1": "cancel_order", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38043", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "provision_access", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38045", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "asks to send money"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38046", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 2, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 March 2023): For employees hired on or after 02 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1507: employee Elena M., hired 09 October 2019, separated 28 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1507?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1507 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38047", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Report Fraud — reports fraudulent activity", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38048", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Tessa.\n- Felix reports to Aisha.\n- Viktor works for Fernhill Foods.\n- Beacon Insurance was founded in 1985.\n- Bruno reports to Sofia.\n- Felix works for Summit Energy.\n- Beacon Insurance is headquartered in Bergen.\n- Bruno works for Lattice Analytics.\n- Tessa works for Summit Energy.\n- Lattice Analytics is headquartered in Austin.\n- Leila reports to Nadia.\n- Nadia works for Lattice Analytics.\n- Ingrid works for Summit Energy.\n- Viktor reports to Leila.\n- Aisha works for Summit Energy.\n- Summit Energy is headquartered in Tampere.\n- Aisha reports to Yuki.\n- Tobias reports to Bruno.\n- Yuki reports to Viktor.\n- Summit Energy was founded in 2003.\n- Leila works for Beacon Insurance.\n- Sofia works for Summit Energy.\n- Fernhill Foods was founded in 1988.\n- Lattice Analytics was founded in 1991.\n- Sofia reports to Amara.\n- Amara works for Beacon Insurance.\n- Ingrid reports to Felix.\n- Fernhill Foods is headquartered in Bergen.\n- Tobias works for Summit Energy.\n- Tessa reports to Ingrid.\n- Yuki works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2003", "2": "2006", "3": "1998"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38049", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 2013.\n- Atlas Freight is headquartered in Basel.\n- Bruno reports to Ravi.\n- Pinnacle Software is headquartered in Tallinn.\n- Tobias reports to Emeka.\n- Emeka works for Pinnacle Software.\n- Tessa works for Atlas Freight.\n- Zoya reports to Stefan.\n- Tobias works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Tallinn.\n- Stefan reports to Bruno.\n- Cedar Retail Group was founded in 2010.\n- Hana works for Crescent Telecom.\n- Zoya works for Atlas Freight.\n- Ravi reports to Hana.\n- Hana reports to Tessa.\n- Crescent Telecom is headquartered in Basel.\n- Stefan works for Atlas Freight.\n- Atlas Freight was founded in 2005.\n- Crescent Telecom was founded in 2005.\n- Tessa reports to Tobias.\n- Ravi works for Pinnacle Software.\n- Bruno works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2005", "2": "2008", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38050", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38051", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Northwind Systems.\n- Lucia reports to Pablo.\n- Meridian Bank is headquartered in Halifax.\n- Bruno reports to Deshawn.\n- Omar works for Bluepine Aviation.\n- Northwind Systems was founded in 1994.\n- Omar reports to Kenji.\n- Lattice Analytics is headquartered in Halifax.\n- Priya reports to Lucia.\n- Pablo works for Meridian Bank.\n- Bluepine Aviation is headquartered in Valencia.\n- Bluepine Aviation was founded in 1997.\n- Pablo reports to Bruno.\n- Felix reports to Mei.\n- Felix works for Northwind Systems.\n- Nadia works for Northwind Systems.\n- Chiara reports to Omar.\n- Northwind Systems is headquartered in Valencia.\n- Kenji works for Lattice Analytics.\n- Nadia reports to Mara.\n- Priya works for Northwind Systems.\n- Meridian Bank was founded in 1976.\n- Mara works for Northwind Systems.\n- Lattice Analytics was founded in 2013.\n- Mara reports to Felix.\n- Bruno works for Northwind Systems.\n- Deshawn reports to Chiara.\n- Kenji reports to Nadia.\n- Lucia works for Meridian Bank.\n- Mei works for Northwind Systems.\n- Chiara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1992", "3": "1997"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38052", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-9 (VERSION 7, EFFECTIVE 31 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 September 2024): For employees hired on or after 04 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 31 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5273: employee Mara A., hired 24 June 2021, separated 03 December 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5273?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5273 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38053", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 90681 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'track order' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38054", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_delay", "1": "reroute", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38055", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Leeds.\n- Lucia reports to Elena.\n- Mara reports to Lucia.\n- Mateo works for Helios Logistics.\n- Tobias reports to Pablo.\n- Summit Energy is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Ravi reports to Deshawn.\n- Mateo reports to Ravi.\n- Ingrid works for Crescent Telecom.\n- Deshawn reports to Mara.\n- Priya works for Summit Energy.\n- Summit Energy was founded in 2011.\n- Tobias works for Crescent Telecom.\n- Lucia works for Summit Energy.\n- Ravi works for Northwind Systems.\n- Helios Logistics was founded in 1988.\n- Crescent Telecom is headquartered in Halifax.\n- Elena works for Summit Energy.\n- Pablo works for Northwind Systems.\n- Kenji works for Crescent Telecom.\n- Mara works for Helios Logistics.\n- Viktor reports to Tobias.\n- Viktor works for Helios Logistics.\n- Deshawn works for Summit Energy.\n- Northwind Systems was founded in 2004.\n- Pablo reports to Priya.\n- Kenji reports to Viktor.\n- Ingrid reports to Mateo.\n- Crescent Telecom was founded in 1993.\n- Elena reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Halifax", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38056", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Wren works for Lattice Analytics.\n- Summit Energy is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2002.\n- Pinnacle Software was founded in 2004.\n- Pinnacle Software is headquartered in Tampere.\n- Stefan works for Summit Energy.\n- Felix works for Lattice Analytics.\n- Jonas reports to Sofia.\n- Nadia works for Lattice Analytics.\n- Sanne works for Ironwood Manufacturing.\n- Summit Energy was founded in 2001.\n- Priya reports to Stefan.\n- Nadia reports to Wren.\n- Lattice Analytics was founded in 1975.\n- Sofia reports to Nadia.\n- Sanne reports to Priya.\n- Lattice Analytics is headquartered in Leeds.\n- Priya works for Ironwood Manufacturing.\n- Felix reports to Sanne.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Jonas works for Ironwood Manufacturing.\n- Stefan reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38057", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38058", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38059", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "check_logs", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38060", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'change seat' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38061", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 04 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 04 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4477: employee Felix B., hired 09 August 2021, separated 04 March 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4477?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38062", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1979.\n- Cobalt Health is headquartered in Brno.\n- Ingrid works for Lattice Analytics.\n- Jonas reports to Yuki.\n- Jonas works for Cobalt Health.\n- Lucia works for Lattice Analytics.\n- Fernhill Foods is headquartered in Leeds.\n- Sanne reports to Hana.\n- Hana works for Cobalt Health.\n- Fernhill Foods was founded in 1996.\n- Elena reports to Sofia.\n- Meridian Bank was founded in 2002.\n- Sofia reports to Sanne.\n- Yuki works for Fernhill Foods.\n- Aisha reports to Anders.\n- Wren reports to Elena.\n- Anders reports to Lucia.\n- Anders works for Cobalt Health.\n- Elena works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Hana reports to Jonas.\n- Sofia works for Lattice Analytics.\n- Tessa works for Meridian Bank.\n- Yuki reports to Tessa.\n- Tessa reports to Ingrid.\n- Meridian Bank is headquartered in Turku.\n- Cobalt Health was founded in 1998.\n- Wren works for Meridian Bank.\n- Lattice Analytics is headquartered in Brno.\n- Sanne works for Fernhill Foods.\n- Ingrid reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2005", "2": "2000", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38063", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 20 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 23 December 2023): For employees hired on or after 23 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 20 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4318: employee Hana B., hired 03 March 2023, separated 10 July 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4318?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4318 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38064", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-7 (VERSION 6, EFFECTIVE 31 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 October 2023): For employees hired on or after 02 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 31 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1210: employee Kenji B., hired 29 January 2023, separated 14 March 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1210?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1210 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38065", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "change_seat", "2": "check_status", "3": "cancel_trip"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38066", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to restart a service", "1": "asks to add capacity", "2": "asks to revert a deploy", "3": "asks to rotate credentials", "4": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38067", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38068", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "File Claim — files a loss/damage claim", "4": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38069", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Helios Logistics.\n- Mateo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1975.\n- Ironwood Manufacturing was founded in 2006.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Felix reports to Pablo.\n- Cedar Retail Group is headquartered in Nagoya.\n- Northwind Systems is headquartered in Porto.\n- Pablo works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Nagoya.\n- Elena reports to Felix.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2005.\n- Bruno works for Helios Logistics.\n- Yuki works for Cedar Retail Group.\n- Helios Logistics was founded in 1991.\n- Yuki reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Zoya reports to Bruno.\n- Dmitri reports to Yuki.\n- Pablo reports to Dmitri.\n- Mateo reports to Zoya.\n- Zoya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2000", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38070", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-4 (VERSION 7, EFFECTIVE 01 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 25 April 2023): For employees hired on or after 25 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-1655: employee Omar T., hired 03 March 2023, separated 17 August 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-1655?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-1655 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38071", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1998.\n- Yuki works for Northwind Systems.\n- Amara reports to Yuki.\n- Atlas Freight is headquartered in Austin.\n- Tobias reports to Bruno.\n- Bruno works for Northwind Systems.\n- Cobalt Health was founded in 1989.\n- Tobias works for Cobalt Health.\n- Stefan reports to Amara.\n- Deshawn reports to Felix.\n- Cobalt Health is headquartered in Austin.\n- Bruno reports to Tessa.\n- Felix works for Cobalt Health.\n- Amara works for Cobalt Health.\n- Northwind Systems was founded in 1995.\n- Tessa works for Cobalt Health.\n- Felix reports to Omar.\n- Deshawn works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Nadia reports to Deshawn.\n- Yuki reports to Tobias.\n- Omar works for Northwind Systems.\n- Meridian Bank is headquartered in Basel.\n- Northwind Systems is headquartered in Porto.\n- Omar reports to Stefan.\n- Meridian Bank was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38072", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Yuki.\n- Omar reports to Jonas.\n- Summit Energy is headquartered in Turku.\n- Bluepine Aviation is headquartered in Leeds.\n- Omar works for Summit Energy.\n- Viktor works for Cobalt Health.\n- Bluepine Aviation was founded in 1994.\n- Yuki works for Summit Energy.\n- Viktor reports to Stefan.\n- Crescent Telecom was founded in 1979.\n- Mara reports to Ingrid.\n- Stefan reports to Mateo.\n- Ingrid works for Summit Energy.\n- Summit Energy was founded in 1995.\n- Anders works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Anders reports to Mara.\n- Cobalt Health was founded in 1984.\n- Mateo reports to Omar.\n- Crescent Telecom is headquartered in Oslo.\n- Mara works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Sofia works for Summit Energy.\n- Jonas reports to Anders.\n- Yuki reports to Viktor.\n- Mateo works for Summit Energy.\n- Stefan works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1982", "3": "1977"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38073", "family": "intent_v3", "state": "Incoming health message:\n\"Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38074", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 30 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 30 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-6324: employee Ingrid A., hired 29 September 2023, separated 07 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-6324?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "16 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-6324 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38075", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2010.\n- Atlas Freight is headquartered in Malmo.\n- Meridian Bank is headquartered in Lyon.\n- Priya reports to Hana.\n- Northwind Systems is headquartered in Malmo.\n- Mara reports to Dmitri.\n- Dmitri works for Ironwood Manufacturing.\n- Priya works for Meridian Bank.\n- Tobias works for Northwind Systems.\n- Chiara works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1978.\n- Zoya works for Atlas Freight.\n- Northwind Systems was founded in 1998.\n- Elena works for Northwind Systems.\n- Meridian Bank was founded in 2015.\n- Tobias reports to Elena.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara works for Northwind Systems.\n- Zoya reports to Mara.\n- Elena reports to Priya.\n- Hana works for Meridian Bank.\n- Hana reports to Chiara.\n- Chiara reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Malmo", "2": "Brno", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38076", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-6 (VERSION 2, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-3067: employee Mei R., hired 30 August 2021, separated 23 June 2025 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-6-2026-3067 under the controlling rules.", "criteria": {"0": "$5,700", "1": "$5,000", "2": "$6,000", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-3067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38077", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-1359: employee Viktor R., hired 18 April 2023, separated 11 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-1359?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-1359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38078", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Summit Energy.\n- Hana works for Vantage Air.\n- Dmitri works for Summit Energy.\n- Deshawn reports to Mara.\n- Pablo works for Summit Energy.\n- Yuki reports to Amara.\n- Yuki works for Summit Energy.\n- Mei works for Vantage Air.\n- Amara reports to Ravi.\n- Helios Logistics is headquartered in Dunedin.\n- Helios Logistics was founded in 2008.\n- Pablo reports to Yuki.\n- Summit Energy is headquartered in Dunedin.\n- Meridian Bank was founded in 1982.\n- Mara reports to Pablo.\n- Vantage Air is headquartered in Leeds.\n- Summit Energy was founded in 1980.\n- Mara works for Helios Logistics.\n- Amara works for Summit Energy.\n- Hana reports to Sofia.\n- Sofia works for Meridian Bank.\n- Sofia reports to Mei.\n- Deshawn works for Helios Logistics.\n- Mei reports to Dmitri.\n- Meridian Bank is headquartered in Tallinn.\n- Dmitri reports to Deshawn.\n- Vantage Air was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38080", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Send Message — asks to text someone", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather", "4": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38081", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1984.\n- Crescent Telecom is headquartered in Porto.\n- Mara works for Meridian Bank.\n- Tessa reports to Nadia.\n- Meridian Bank is headquartered in Tallinn.\n- Helios Logistics is headquartered in Tallinn.\n- Atlas Freight was founded in 2007.\n- Nadia works for Atlas Freight.\n- Crescent Telecom was founded in 2013.\n- Anders works for Atlas Freight.\n- Tessa works for Helios Logistics.\n- Dmitri works for Helios Logistics.\n- Lucia reports to Sanne.\n- Meridian Bank was founded in 1995.\n- Hana works for Crescent Telecom.\n- Ingrid reports to Hana.\n- Sofia reports to Mara.\n- Lucia works for Meridian Bank.\n- Omar works for Helios Logistics.\n- Hana reports to Anders.\n- Mara reports to Dmitri.\n- Elena reports to Sofia.\n- Elena works for Crescent Telecom.\n- Nadia reports to Omar.\n- Sanne works for Helios Logistics.\n- Ingrid works for Crescent Telecom.\n- Omar reports to Lucia.\n- Atlas Freight is headquartered in Leeds.\n- Sofia works for Crescent Telecom.\n- Anders reports to Elena.\n- Sanne reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38082", "family": "intent_hardneg", "state": "Incoming travel message:\n\"is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38083", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks for a countdown timer", "2": "asks to play audio", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38084", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38085", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 March 2024): For employees hired on or after 12 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-4517: employee Omar B., hired 14 November 2020, separated 07 July 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-4517?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-4517 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38086", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Play Music — asks to play audio", "2": "Send Message — asks to text someone", "3": "Control Lights — controls lighting", "4": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38087", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 33465 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "request_refund", "1": "track_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38088", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 27 June 2024): For employees hired on or after 27 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5844: employee Mei T., hired 10 October 2023, separated 18 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-5844?", "criteria": {"0": "24 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5844 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38089", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Atlas Freight.\n- Meridian Bank was founded in 2009.\n- Deshawn reports to Emeka.\n- Meridian Bank is headquartered in Basel.\n- Helios Logistics was founded in 1976.\n- Mara reports to Jonas.\n- Amara reports to Deshawn.\n- Cobalt Health was founded in 2004.\n- Sanne works for Cobalt Health.\n- Mara works for Helios Logistics.\n- Sanne reports to Ingrid.\n- Ingrid reports to Zoya.\n- Helios Logistics is headquartered in Porto.\n- Atlas Freight is headquartered in Cork.\n- Jonas reports to Sanne.\n- Deshawn works for Cobalt Health.\n- Emeka reports to Lucia.\n- Jonas works for Helios Logistics.\n- Atlas Freight was founded in 2001.\n- Zoya works for Meridian Bank.\n- Amara works for Atlas Freight.\n- Lucia works for Helios Logistics.\n- Lucia reports to Mara.\n- Stefan reports to Amara.\n- Emeka works for Meridian Bank.\n- Cobalt Health is headquartered in Porto.\n- Stefan works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1979", "2": "1974", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38090", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 27 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 18 May 2025): For employees hired on or after 18 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 27 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9810: employee Aisha R., hired 17 June 2024, separated 13 December 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9810?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9810 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38091", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-3 (VERSION 4, EFFECTIVE 22 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 August 2024): For employees hired on or after 21 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-5104: employee Ingrid T., hired 21 July 2024, separated 11 May 2025 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-3-2026-5104 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$4,200", "2": "$30,333", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-5104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38092", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-4 (VERSION 2, EFFECTIVE 28 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 03 November 2024): For employees hired on or after 03 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 28 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-6014: employee Aisha M., hired 04 September 2022, separated 29 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-6014?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-6014 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Amara works for Fernhill Foods.\n- Anders reports to Leila.\n- Leila reports to Elena.\n- Anders works for Fernhill Foods.\n- Lucia reports to Nadia.\n- Lucia works for Atlas Freight.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tallinn.\n- Nadia works for Fernhill Foods.\n- Atlas Freight is headquartered in Dunedin.\n- Ingrid reports to Dmitri.\n- Jonas reports to Wren.\n- Sanne works for Atlas Freight.\n- Leila works for Cobalt Health.\n- Pablo reports to Lucia.\n- Fernhill Foods was founded in 2011.\n- Cobalt Health was founded in 1978.\n- Elena works for Cobalt Health.\n- Atlas Freight was founded in 2012.\n- Vantage Air was founded in 1988.\n- Vantage Air is headquartered in Tallinn.\n- Pablo works for Cobalt Health.\n- Sanne reports to Jonas.\n- Cobalt Health is headquartered in Dunedin.\n- Jonas works for Atlas Freight.\n- Dmitri reports to Pablo.\n- Nadia reports to Sanne.\n- Wren reports to Anders.\n- Elena reports to Amara.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Halifax", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38094", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-5 (VERSION 5, EFFECTIVE 22 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 05 September 2024): For employees hired on or after 05 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 22 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4206: employee Tessa B., hired 26 March 2024, separated 08 April 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4206?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4206 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38095", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to restart a service", "2": "asks to rotate credentials", "3": "asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38096", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage", "4": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38097", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rollback", "2": "restart_service", "3": "rotate_keys"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38098", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Summit Energy.\n- Dmitri works for Pinnacle Software.\n- Bruno works for Beacon Insurance.\n- Mateo reports to Bruno.\n- Pinnacle Software was founded in 1995.\n- Leila reports to Sofia.\n- Felix reports to Deshawn.\n- Ingrid reports to Leila.\n- Stefan reports to Elena.\n- Deshawn works for Northwind Systems.\n- Summit Energy is headquartered in Porto.\n- Elena reports to Dmitri.\n- Elena works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Summit Energy was founded in 2008.\n- Kenji reports to Felix.\n- Northwind Systems is headquartered in Basel.\n- Pinnacle Software is headquartered in Porto.\n- Sofia works for Beacon Insurance.\n- Stefan works for Summit Energy.\n- Viktor reports to Mateo.\n- Dmitri reports to Viktor.\n- Kenji works for Beacon Insurance.\n- Mateo works for Northwind Systems.\n- Sofia reports to Stefan.\n- Viktor works for Beacon Insurance.\n- Northwind Systems was founded in 1975.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Bruno reports to Kenji.\n- Felix works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Pinnacle Software", "2": "Northwind Systems", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38099", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-8 (VERSION 6, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-6078: employee Leila B., hired 27 June 2022, separated 29 January 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-6078?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-6078 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38100", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Wren reports to Pablo.\n- Meridian Bank was founded in 2003.\n- Cedar Retail Group was founded in 1977.\n- Ravi reports to Leila.\n- Sofia reports to Ravi.\n- Bluepine Aviation was founded in 1994.\n- Pablo reports to Sofia.\n- Beacon Insurance is headquartered in Oslo.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1999.\n- Anders works for Beacon Insurance.\n- Wren works for Meridian Bank.\n- Leila works for Beacon Insurance.\n- Pablo works for Cedar Retail Group.\n- Anders reports to Deshawn.\n- Ravi works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Meridian Bank is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Ghent.\n- Leila reports to Anders.\n- Zoya reports to Wren.\n- Cedar Retail Group is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38101", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Felix.\n- Emeka works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Felix reports to Pablo.\n- Amara reports to Anders.\n- Felix works for Pinnacle Software.\n- Atlas Freight was founded in 2005.\n- Stefan reports to Deshawn.\n- Cobalt Health was founded in 2007.\n- Wren reports to Viktor.\n- Vantage Air was founded in 1982.\n- Emeka reports to Stefan.\n- Pablo reports to Wren.\n- Cobalt Health is headquartered in Ghent.\n- Pablo works for Vantage Air.\n- Wren works for Cobalt Health.\n- Pinnacle Software was founded in 1981.\n- Aisha reports to Amara.\n- Anders works for Vantage Air.\n- Anders reports to Emeka.\n- Viktor works for Cobalt Health.\n- Pinnacle Software is headquartered in Ghent.\n- Atlas Freight is headquartered in Oslo.\n- Stefan works for Cobalt Health.\n- Vantage Air is headquartered in Oslo.\n- Amara works for Atlas Freight.\n- Aisha works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Brno", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38102", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "request_leave", "3": "update_benefits"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38103", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Cedar Retail Group.\n- Tobias reports to Amara.\n- Viktor reports to Felix.\n- Amara reports to Deshawn.\n- Amara works for Vantage Air.\n- Cedar Retail Group was founded in 2014.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka works for Ironwood Manufacturing.\n- Vantage Air was founded in 2007.\n- Deshawn reports to Lucia.\n- Vantage Air is headquartered in Tampere.\n- Fernhill Foods was founded in 1993.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Lucia reports to Viktor.\n- Tobias works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Mara works for Fernhill Foods.\n- Zoya works for Fernhill Foods.\n- Felix reports to Zoya.\n- Ironwood Manufacturing was founded in 2005.\n- Zoya reports to Emeka.\n- Lucia works for Vantage Air.\n- Nadia reports to Mara.\n- Emeka reports to Nadia.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2007", "2": "2002", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38104", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38105", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm", "4": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38106", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-3 (VERSION 3, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 21 February 2024): For employees hired on or after 21 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4303: employee Hana S., hired 02 August 2020, separated 24 January 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4303?", "criteria": {"0": "8 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4303 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38107", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 20 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 July 2023): For employees hired on or after 16 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 20 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-5047: employee Mateo B., hired 18 December 2021, separated 06 November 2023 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-5047?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-5047 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38108", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38109", "family": "intent_v3", "state": "Incoming banking message:\n\"Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38110", "family": "intent_hardneg", "state": "Incoming banking message:\n\"open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports fraudulent activity", "1": "asks to open a new account", "2": "asks for account balance", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1984.\n- Mara reports to Sanne.\n- Tessa works for Cobalt Health.\n- Yuki reports to Ingrid.\n- Callum reports to Tessa.\n- Elena reports to Aisha.\n- Beacon Insurance was founded in 2006.\n- Zoya works for Cobalt Health.\n- Meridian Bank was founded in 2004.\n- Mei reports to Mara.\n- Beacon Insurance is headquartered in Adelaide.\n- Nadia works for Beacon Insurance.\n- Ingrid works for Summit Energy.\n- Nadia reports to Callum.\n- Summit Energy is headquartered in Adelaide.\n- Sanne reports to Nadia.\n- Ingrid reports to Elena.\n- Sanne works for Cobalt Health.\n- Callum works for Beacon Insurance.\n- Aisha works for Meridian Bank.\n- Tessa reports to Yuki.\n- Cobalt Health is headquartered in Adelaide.\n- Mei works for Cobalt Health.\n- Meridian Bank is headquartered in Turku.\n- Elena works for Cobalt Health.\n- Yuki works for Summit Energy.\n- Aisha reports to Zoya.\n- Mateo works for Cobalt Health.\n- Mara works for Beacon Insurance.\n- Summit Energy was founded in 2004.\n- Zoya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2002", "2": "2004", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2007.\n- Ravi reports to Leila.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Zoya works for Northwind Systems.\n- Anders works for Vantage Air.\n- Sanne works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2001.\n- Hana reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Vantage Air was founded in 2006.\n- Priya works for Ironwood Manufacturing.\n- Zoya reports to Priya.\n- Pablo reports to Anders.\n- Hana works for Northwind Systems.\n- Dmitri reports to Ravi.\n- Priya reports to Pablo.\n- Anders reports to Callum.\n- Leila reports to Sanne.\n- Pablo works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Sanne reports to Zoya.\n- Dmitri works for Vantage Air.\n- Northwind Systems is headquartered in Tampere.\n- Northwind Systems was founded in 1993.\n- Summit Energy is headquartered in Leeds.\n- Callum works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Austin", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38113", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Nadia.\n- Atlas Freight is headquartered in Malmo.\n- Atlas Freight was founded in 1977.\n- Fernhill Foods is headquartered in Cork.\n- Nadia reports to Kenji.\n- Elena reports to Tobias.\n- Tessa works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Mei reports to Tessa.\n- Callum reports to Elena.\n- Aisha works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Crescent Telecom was founded in 2007.\n- Elena works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Wren works for Atlas Freight.\n- Crescent Telecom is headquartered in Malmo.\n- Tobias works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1988.\n- Mei works for Ironwood Manufacturing.\n- Kenji reports to Wren.\n- Callum works for Ironwood Manufacturing.\n- Wren reports to Callum.\n- Aisha reports to Mei.\n- Ironwood Manufacturing is headquartered in Austin.\n- Tobias reports to Aisha.\n- Ironwood Manufacturing was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38114", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "requests time off", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38115", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY RET-9 (VERSION 2, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4649: employee Amara M., hired 24 February 2022, separated 30 June 2024 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-9-2025-4649 under the controlling rules.", "criteria": {"0": "$15,558", "1": "$15,058", "2": "$14,928", "3": "$65,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38116", "family": "intent_v3", "state": "Incoming smart home message:\n\"Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Weather — asks about weather", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Set Alarm — asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38117", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Northwind Systems.\n- Callum works for Crescent Telecom.\n- Chiara reports to Ingrid.\n- Chiara works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Stefan works for Vantage Air.\n- Callum reports to Chiara.\n- Kenji works for Crescent Telecom.\n- Vantage Air is headquartered in Cork.\n- Northwind Systems was founded in 1992.\n- Jonas works for Crescent Telecom.\n- Jonas reports to Nadia.\n- Nadia reports to Pablo.\n- Crescent Telecom is headquartered in Bergen.\n- Sanne works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Vantage Air was founded in 2010.\n- Pablo reports to Callum.\n- Helios Logistics is headquartered in Cork.\n- Stefan reports to Zoya.\n- Ingrid reports to Sanne.\n- Kenji reports to Stefan.\n- Zoya reports to Jonas.\n- Ingrid works for Northwind Systems.\n- Crescent Telecom was founded in 1987.\n- Pablo works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Helios Logistics", "2": "Vantage Air", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38118", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2014.\n- Fernhill Foods was founded in 1982.\n- Deshawn works for Northwind Systems.\n- Ingrid reports to Deshawn.\n- Summit Energy is headquartered in Austin.\n- Ingrid works for Northwind Systems.\n- Anders works for Summit Energy.\n- Lucia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Elena reports to Bruno.\n- Northwind Systems is headquartered in Dunedin.\n- Sanne reports to Ingrid.\n- Callum reports to Sanne.\n- Elena works for Northwind Systems.\n- Cedar Retail Group was founded in 2000.\n- Fernhill Foods is headquartered in Austin.\n- Sanne works for Northwind Systems.\n- Anders reports to Elena.\n- Bruno works for Cedar Retail Group.\n- Bruno reports to Lucia.\n- Lucia reports to Callum.\n- Callum works for Cedar Retail Group.\n- Northwind Systems was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1995", "2": "2003", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38119", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up", "4": "rollback"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38120", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38122", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-3 (VERSION 2, EFFECTIVE 16 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 16 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-3644: employee Viktor S., hired 23 August 2020, separated 15 August 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-3644?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-3644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38123", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 17 April 2025): For employees hired on or after 17 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-1197: employee Mei T., hired 04 January 2023, separated 21 March 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-1197?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-1197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38124", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38125", "family": "intent_hardneg", "state": "Incoming billing message:\n\"send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38126", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Nadia.\n- Zoya works for Lattice Analytics.\n- Mei works for Fernhill Foods.\n- Sofia works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Deshawn works for Lattice Analytics.\n- Lattice Analytics was founded in 2014.\n- Nadia works for Lattice Analytics.\n- Deshawn reports to Stefan.\n- Fernhill Foods was founded in 1983.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Brno.\n- Cobalt Health is headquartered in Brno.\n- Mei reports to Sanne.\n- Jonas works for Lattice Analytics.\n- Sanne reports to Jonas.\n- Ironwood Manufacturing is headquartered in Brno.\n- Cobalt Health was founded in 2010.\n- Fernhill Foods is headquartered in Brno.\n- Omar reports to Zoya.\n- Sanne works for Cobalt Health.\n- Nadia reports to Omar.\n- Ironwood Manufacturing was founded in 1993.\n- Stefan reports to Mei.\n- Stefan works for Lattice Analytics.\n- Sofia reports to Priya.\n- Jonas reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Austin", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38127", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Porto.\n- Pablo works for Cobalt Health.\n- Anders works for Crescent Telecom.\n- Leila works for Helios Logistics.\n- Bluepine Aviation was founded in 1999.\n- Aisha reports to Anders.\n- Tobias reports to Aisha.\n- Mei works for Helios Logistics.\n- Bruno works for Cobalt Health.\n- Emeka reports to Mei.\n- Sofia reports to Jonas.\n- Sofia works for Crescent Telecom.\n- Helios Logistics was founded in 2005.\n- Hana works for Bluepine Aviation.\n- Dmitri reports to Sofia.\n- Crescent Telecom is headquartered in Leeds.\n- Emeka works for Cobalt Health.\n- Pablo reports to Dmitri.\n- Anders reports to Emeka.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.\n- Jonas reports to Tobias.\n- Mei reports to Leila.\n- Jonas works for Helios Logistics.\n- Leila reports to Hana.\n- Tobias works for Helios Logistics.\n- Crescent Telecom was founded in 2009.\n- Cobalt Health was founded in 1979.\n- Cobalt Health is headquartered in Porto.\n- Hana reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38128", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "weather", "2": "send_message", "3": "play_music", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38129", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1985.\n- Ingrid reports to Hana.\n- Kenji reports to Anders.\n- Hana works for Northwind Systems.\n- Mateo reports to Emeka.\n- Pinnacle Software is headquartered in Cork.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Cork.\n- Pablo works for Northwind Systems.\n- Kenji works for Ironwood Manufacturing.\n- Tobias works for Pinnacle Software.\n- Emeka works for Ironwood Manufacturing.\n- Chiara works for Northwind Systems.\n- Emeka reports to Tobias.\n- Mateo works for Northwind Systems.\n- Anders reports to Pablo.\n- Ironwood Manufacturing was founded in 1981.\n- Anders works for Northwind Systems.\n- Ingrid works for Pinnacle Software.\n- Amara reports to Mateo.\n- Beacon Insurance was founded in 1997.\n- Northwind Systems is headquartered in Lyon.\n- Tobias reports to Ingrid.\n- Pablo reports to Chiara.\n- Hana reports to Kenji.\n- Northwind Systems was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38131", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Check Balance — asks for account balance", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2010.\n- Helios Logistics is headquartered in Cork.\n- Chiara works for Summit Energy.\n- Mei works for Fernhill Foods.\n- Bruno works for Helios Logistics.\n- Mei reports to Viktor.\n- Fernhill Foods is headquartered in Brno.\n- Viktor reports to Wren.\n- Lucia works for Fernhill Foods.\n- Lucia reports to Anders.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Callum works for Helios Logistics.\n- Chiara reports to Elena.\n- Summit Energy is headquartered in Adelaide.\n- Wren reports to Lucia.\n- Hana works for Fernhill Foods.\n- Hana reports to Callum.\n- Wren works for Ironwood Manufacturing.\n- Callum reports to Chiara.\n- Ironwood Manufacturing was founded in 1996.\n- Elena works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Elena reports to Mei.\n- Helios Logistics was founded in 1988.\n- Mateo works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Anders reports to Mateo.\n- Mateo reports to Emeka.\n- Fernhill Foods was founded in 2015.\n- Emeka reports to Bruno.\n- Anders works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1986", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38133", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38134", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38135", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-7 (VERSION 2, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 February 2024): For employees hired on or after 22 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-3624: employee Ingrid M., hired 03 December 2021, separated 19 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-3624?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-3624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38136", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "asks for lab results", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38137", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-9 (VERSION 3, EFFECTIVE 17 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 18 February 2025): For employees hired on or after 18 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 17 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7305: employee Kenji R., hired 02 October 2021, separated 18 May 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-7305?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7305 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38138", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Lattice Analytics was founded in 1990.\n- Amara reports to Aisha.\n- Cedar Retail Group was founded in 1997.\n- Sanne reports to Ingrid.\n- Ravi works for Crescent Telecom.\n- Aisha works for Lattice Analytics.\n- Atlas Freight was founded in 2013.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Aisha reports to Sanne.\n- Tessa reports to Sofia.\n- Crescent Telecom was founded in 2011.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne works for Atlas Freight.\n- Ravi reports to Tobias.\n- Ingrid reports to Tessa.\n- Lattice Analytics is headquartered in Dunedin.\n- Cedar Retail Group is headquartered in Austin.\n- Tobias works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Ingrid works for Cedar Retail Group.\n- Sofia reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Lattice Analytics", "2": "Cedar Retail Group", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38139", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY TRV-6 (VERSION 4, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 April 2023): For employees hired on or after 16 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4316: employee Sanne M., hired 18 February 2023, separated 23 May 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4316?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38140", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 14 February 2024): For employees hired on or after 14 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7256: employee Pablo M., hired 04 July 2022, separated 01 July 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7256?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38141", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 03 September 2024): For employees hired on or after 03 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-2836: employee Chiara S., hired 13 January 2021, separated 23 June 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-2836?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-2836 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38142", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38143", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY TRV-8 (VERSION 3, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 19 June 2023): For employees hired on or after 19 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-8939: employee Dmitri B., hired 22 October 2021, separated 01 October 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-8939?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-8939 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38144", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 04 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7754: employee Bruno B., hired 24 November 2022, separated 06 September 2023 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-9-2026-7754 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$2,400", "2": "$8,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7754 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38145", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "reroute", "2": "schedule_pickup", "3": "report_delay"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38146", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY REL-3 (VERSION 7, EFFECTIVE 05 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3136: employee Felix R., hired 05 June 2024, separated 31 January 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2025-3136 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$10,833", "2": "$875", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38147", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-2 (VERSION 3, EFFECTIVE 10 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 August 2024): For employees hired on or after 26 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-3350: employee Pablo R., hired 15 November 2022, separated 04 January 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-3350 under the controlling rules.", "criteria": {"0": "$33,800", "1": "$7,800", "2": "$7,750", "3": "$7,300"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-3350 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38148", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38150", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY RET-8 (VERSION 6, EFFECTIVE 24 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 30 January 2025): For employees hired on or after 30 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-9501: employee Priya T., hired 16 February 2024, separated 21 September 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-9501?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-9501 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38151", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3399: employee Omar S., hired 06 November 2022, separated 22 January 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3399?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3399 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38152", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-8 (VERSION 3, EFFECTIVE 19 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 26 December 2023): For employees hired on or after 26 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 19 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-5369: employee Ravi B., hired 21 June 2021, separated 02 April 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-8-2026-5369 under the controlling rules.", "criteria": {"0": "$4,750", "1": "$21,667", "2": "$5,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-5369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38153", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Report Outage — reports a system outage", "3": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38154", "family": "intent_hardneg", "state": "Incoming health message:\n\"need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests specialist referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 2005.\n- Omar works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Pablo reports to Hana.\n- Stefan reports to Priya.\n- Helios Logistics was founded in 2002.\n- Bruno works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Brno.\n- Priya reports to Bruno.\n- Fernhill Foods was founded in 1994.\n- Pablo works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Omar reports to Pablo.\n- Helios Logistics is headquartered in Dunedin.\n- Amara reports to Ravi.\n- Stefan works for Ironwood Manufacturing.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2004.\n- Zoya works for Helios Logistics.\n- Zoya reports to Stefan.\n- Ravi works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Yuki reports to Amara.\n- Hana reports to Zoya.\n- Bruno reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38156", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'weather' handler", "3": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38157", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Helios Logistics.\n- Atlas Freight is headquartered in Oslo.\n- Emeka works for Helios Logistics.\n- Lucia works for Atlas Freight.\n- Omar reports to Lucia.\n- Nadia works for Atlas Freight.\n- Callum works for Helios Logistics.\n- Pinnacle Software is headquartered in Adelaide.\n- Northwind Systems was founded in 2005.\n- Helios Logistics is headquartered in Nagoya.\n- Sanne works for Atlas Freight.\n- Jonas works for Northwind Systems.\n- Atlas Freight was founded in 1981.\n- Emeka reports to Ravi.\n- Lucia reports to Nadia.\n- Felix reports to Callum.\n- Elena reports to Emeka.\n- Ravi works for Helios Logistics.\n- Pinnacle Software was founded in 1996.\n- Helios Logistics was founded in 2010.\n- Ravi reports to Tessa.\n- Callum reports to Kenji.\n- Omar works for Northwind Systems.\n- Elena works for Pinnacle Software.\n- Felix works for Pinnacle Software.\n- Sanne reports to Jonas.\n- Kenji works for Helios Logistics.\n- Northwind Systems is headquartered in Adelaide.\n- Tessa reports to Felix.\n- Kenji reports to Omar.\n- Jonas reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38158", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Austin.\n- Beacon Insurance was founded in 1998.\n- Chiara works for Ironwood Manufacturing.\n- Zoya works for Cobalt Health.\n- Kenji reports to Chiara.\n- Cobalt Health was founded in 1975.\n- Kenji works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ingrid works for Ironwood Manufacturing.\n- Bruno reports to Amara.\n- Tessa reports to Zoya.\n- Atlas Freight is headquartered in Austin.\n- Tessa works for Ironwood Manufacturing.\n- Viktor works for Beacon Insurance.\n- Callum reports to Kenji.\n- Amara works for Cobalt Health.\n- Chiara reports to Viktor.\n- Beacon Insurance is headquartered in Tallinn.\n- Callum works for Ironwood Manufacturing.\n- Emeka works for Atlas Freight.\n- Emeka reports to Callum.\n- Jonas reports to Emeka.\n- Atlas Freight was founded in 1979.\n- Viktor reports to Tessa.\n- Jonas works for Atlas Freight.\n- Ingrid reports to Sanne.\n- Zoya reports to Bruno.\n- Bruno works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1981.\n- Amara reports to Ingrid.\n- Sanne works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Beacon Insurance", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38159", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2012.\n- Cobalt Health is headquartered in Malmo.\n- Mateo works for Cobalt Health.\n- Fernhill Foods was founded in 2007.\n- Fernhill Foods is headquartered in Leeds.\n- Mateo reports to Stefan.\n- Stefan reports to Kenji.\n- Kenji works for Cobalt Health.\n- Jonas reports to Chiara.\n- Stefan works for Ironwood Manufacturing.\n- Chiara works for Fernhill Foods.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Leeds.\n- Hana reports to Sanne.\n- Chiara reports to Mateo.\n- Sanne reports to Lucia.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Lucia reports to Jonas.\n- Cobalt Health was founded in 2011.\n- Lucia works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Sanne works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1983", "2": "1981", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38160", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 22 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 17 September 2022): For employees hired on or after 17 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 22 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-3639: employee Lucia R., hired 09 June 2021, separated 30 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-3639?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-3639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38161", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-3 (VERSION 6, EFFECTIVE 12 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 12 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6255: employee Kenji B., hired 03 December 2022, separated 07 June 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6255?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38163", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-6 (VERSION 6, EFFECTIVE 11 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 March 2024): For employees hired on or after 06 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 11 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5291: employee Lucia M., hired 21 September 2022, separated 24 June 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5291?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38164", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Cedar Retail Group.\n- Dmitri reports to Aisha.\n- Pablo reports to Dmitri.\n- Hana works for Ironwood Manufacturing.\n- Callum reports to Zoya.\n- Viktor works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Northwind Systems is headquartered in Austin.\n- Yuki reports to Mateo.\n- Cedar Retail Group was founded in 2014.\n- Aisha reports to Viktor.\n- Yuki works for Northwind Systems.\n- Sanne reports to Pablo.\n- Cedar Retail Group is headquartered in Lyon.\n- Deshawn reports to Yuki.\n- Ironwood Manufacturing was founded in 2012.\n- Ironwood Manufacturing is headquartered in Turku.\n- Zoya works for Ironwood Manufacturing.\n- Pablo works for Cedar Retail Group.\n- Cobalt Health is headquartered in Austin.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Aisha works for Cobalt Health.\n- Mateo reports to Callum.\n- Sanne works for Cobalt Health.\n- Omar reports to Deshawn.\n- Zoya reports to Sanne.\n- Cobalt Health was founded in 1985.\n- Dmitri works for Northwind Systems.\n- Hana reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Cobalt Health", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38165", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Dmitri works for Fernhill Foods.\n- Ingrid reports to Sofia.\n- Kenji works for Atlas Freight.\n- Fernhill Foods was founded in 1999.\n- Lucia reports to Ingrid.\n- Sanne works for Helios Logistics.\n- Lucia works for Pinnacle Software.\n- Fernhill Foods is headquartered in Bergen.\n- Wren works for Fernhill Foods.\n- Sofia works for Helios Logistics.\n- Mei reports to Zoya.\n- Atlas Freight was founded in 1999.\n- Zoya works for Fernhill Foods.\n- Helios Logistics was founded in 1988.\n- Pinnacle Software is headquartered in Adelaide.\n- Wren reports to Felix.\n- Atlas Freight is headquartered in Valencia.\n- Zoya reports to Lucia.\n- Dmitri reports to Ravi.\n- Priya works for Helios Logistics.\n- Sanne reports to Kenji.\n- Mei works for Helios Logistics.\n- Sofia reports to Sanne.\n- Helios Logistics is headquartered in Bergen.\n- Kenji reports to Wren.\n- Ravi works for Atlas Freight.\n- Ingrid works for Fernhill Foods.\n- Pinnacle Software was founded in 2000.\n- Priya reports to Dmitri.\n- Ravi reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38166", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Emeka.\n- Hana works for Atlas Freight.\n- Cobalt Health is headquartered in Leeds.\n- Pinnacle Software was founded in 1985.\n- Kenji works for Cedar Retail Group.\n- Hana reports to Ravi.\n- Atlas Freight is headquartered in Bergen.\n- Ravi works for Cobalt Health.\n- Emeka reports to Kenji.\n- Cedar Retail Group was founded in 2012.\n- Atlas Freight was founded in 1998.\n- Anders reports to Lucia.\n- Ravi reports to Yuki.\n- Yuki reports to Anders.\n- Yuki works for Atlas Freight.\n- Cobalt Health was founded in 1999.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Lucia works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Emeka works for Cobalt Health.\n- Kenji reports to Leila.\n- Leila works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Dunedin", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38167", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Felix.\n- Sofia works for Crescent Telecom.\n- Tessa works for Crescent Telecom.\n- Bluepine Aviation was founded in 1982.\n- Bluepine Aviation is headquartered in Porto.\n- Priya reports to Leila.\n- Lattice Analytics is headquartered in Cork.\n- Lattice Analytics was founded in 1994.\n- Viktor reports to Aisha.\n- Crescent Telecom is headquartered in Cork.\n- Sofia reports to Viktor.\n- Aisha works for Bluepine Aviation.\n- Emeka reports to Tobias.\n- Viktor works for Crescent Telecom.\n- Pablo reports to Tessa.\n- Tobias works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Felix reports to Priya.\n- Crescent Telecom was founded in 1980.\n- Helios Logistics was founded in 1989.\n- Felix works for Helios Logistics.\n- Helios Logistics is headquartered in Oslo.\n- Tobias reports to Sofia.\n- Emeka works for Crescent Telecom.\n- Pablo works for Bluepine Aviation.\n- Leila reports to Pablo.\n- Leila works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Cork", "2": "Oslo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38168", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Org Question — asks about reporting structure", "2": "Payroll Issue — reports a pay problem", "3": "Request Leave — requests time off", "4": "Resignation — initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38169", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38170", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-9 (VERSION 6, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 26 July 2025): For employees hired on or after 26 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-1739: employee Stefan K., hired 13 June 2024, separated 19 December 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-1739?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-1739 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38171", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 26 June 2024): For employees hired on or after 26 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8643: employee Callum K., hired 18 October 2023, separated 25 January 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8643?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Austin.\n- Aisha works for Bluepine Aviation.\n- Vantage Air was founded in 2014.\n- Felix reports to Zoya.\n- Aisha reports to Sanne.\n- Zoya works for Crescent Telecom.\n- Sanne reports to Mei.\n- Ingrid works for Northwind Systems.\n- Callum works for Bluepine Aviation.\n- Deshawn reports to Callum.\n- Ingrid reports to Mateo.\n- Bluepine Aviation was founded in 1978.\n- Bluepine Aviation is headquartered in Austin.\n- Crescent Telecom is headquartered in Porto.\n- Callum reports to Ingrid.\n- Sanne works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Mei works for Bluepine Aviation.\n- Dmitri works for Vantage Air.\n- Mateo works for Northwind Systems.\n- Mateo reports to Dmitri.\n- Vantage Air is headquartered in Porto.\n- Zoya reports to Aisha.\n- Dmitri reports to Felix.\n- Northwind Systems was founded in 1989.\n- Crescent Telecom was founded in 2015.\n- Felix works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1981", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Sofia.\n- Elena works for Summit Energy.\n- Bruno reports to Viktor.\n- Leila reports to Elena.\n- Leila works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Hana reports to Kenji.\n- Ironwood Manufacturing is headquartered in Cork.\n- Kenji works for Summit Energy.\n- Meridian Bank was founded in 1988.\n- Cobalt Health is headquartered in Nagoya.\n- Hana works for Summit Energy.\n- Viktor reports to Leila.\n- Summit Energy was founded in 2013.\n- Sofia works for Cobalt Health.\n- Viktor works for Cobalt Health.\n- Sofia reports to Hana.\n- Summit Energy is headquartered in Brno.\n- Nadia works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2013.\n- Bruno works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1980.\n- Elena reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38174", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38175", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1883: employee Ingrid B., hired 23 May 2022, separated 18 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1883?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Dunedin.\n- Jonas works for Cobalt Health.\n- Zoya works for Cedar Retail Group.\n- Wren reports to Zoya.\n- Priya works for Vantage Air.\n- Yuki works for Cobalt Health.\n- Yuki reports to Jonas.\n- Cobalt Health is headquartered in Dunedin.\n- Lattice Analytics was founded in 1989.\n- Emeka reports to Yuki.\n- Cedar Retail Group is headquartered in Halifax.\n- Vantage Air was founded in 2011.\n- Stefan works for Cobalt Health.\n- Kenji reports to Stefan.\n- Ravi works for Cobalt Health.\n- Priya reports to Ravi.\n- Jonas reports to Priya.\n- Cobalt Health was founded in 1991.\n- Sanne works for Lattice Analytics.\n- Wren works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2004.\n- Ravi reports to Wren.\n- Vantage Air is headquartered in Valencia.\n- Emeka works for Vantage Air.\n- Sanne reports to Emeka.\n- Stefan reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1986", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38177", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38179", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38180", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38181", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'report outage' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38182", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38183", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1995.\n- Ravi reports to Lucia.\n- Dmitri reports to Amara.\n- Crescent Telecom was founded in 1980.\n- Pablo works for Atlas Freight.\n- Ingrid reports to Kenji.\n- Lucia works for Lattice Analytics.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Lattice Analytics is headquartered in Halifax.\n- Northwind Systems is headquartered in Basel.\n- Lucia reports to Ingrid.\n- Kenji works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Lattice Analytics was founded in 1981.\n- Aisha reports to Pablo.\n- Hana works for Lattice Analytics.\n- Hana reports to Ravi.\n- Ingrid works for Lattice Analytics.\n- Aisha works for Northwind Systems.\n- Dmitri works for Atlas Freight.\n- Pablo reports to Dmitri.\n- Atlas Freight is headquartered in Tampere.\n- Amara reports to Hana.\n- Mateo works for Northwind Systems.\n- Mateo reports to Aisha.\n- Northwind Systems was founded in 1975.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Tampere", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38184", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38185", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-3000: employee Ravi B., hired 18 January 2022, separated 27 August 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-3000?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-3000 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38186", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Tallinn.\n- Northwind Systems is headquartered in Nagoya.\n- Zoya reports to Anders.\n- Lucia reports to Elena.\n- Omar reports to Pablo.\n- Elena reports to Zoya.\n- Bluepine Aviation is headquartered in Bergen.\n- Elena works for Pinnacle Software.\n- Amara reports to Omar.\n- Pinnacle Software is headquartered in Nagoya.\n- Anders reports to Amara.\n- Bluepine Aviation was founded in 1979.\n- Crescent Telecom was founded in 2011.\n- Zoya works for Northwind Systems.\n- Amara works for Crescent Telecom.\n- Sofia works for Northwind Systems.\n- Pablo reports to Sofia.\n- Northwind Systems was founded in 2009.\n- Pablo works for Pinnacle Software.\n- Lucia works for Crescent Telecom.\n- Omar works for Bluepine Aviation.\n- Pinnacle Software was founded in 1995.\n- Anders works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Tallinn", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Stefan.\n- Cobalt Health is headquartered in Lyon.\n- Mara works for Ironwood Manufacturing.\n- Sofia works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Stefan works for Ironwood Manufacturing.\n- Amara reports to Jonas.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara works for Ironwood Manufacturing.\n- Mara reports to Leila.\n- Chiara reports to Kenji.\n- Amara works for Ironwood Manufacturing.\n- Kenji works for Fernhill Foods.\n- Stefan reports to Mara.\n- Leila works for Fernhill Foods.\n- Cobalt Health was founded in 2001.\n- Ironwood Manufacturing was founded in 1994.\n- Kenji reports to Amara.\n- Sofia reports to Deshawn.\n- Mateo works for Ironwood Manufacturing.\n- Deshawn reports to Chiara.\n- Jonas works for Pinnacle Software.\n- Leila reports to Sofia.\n- Pinnacle Software was founded in 1984.\n- Fernhill Foods was founded in 2011.\n- Pinnacle Software is headquartered in Tampere.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2014", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38188", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38189", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 2, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 September 2023): For employees hired on or after 04 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-3804: employee Deshawn S., hired 01 October 2020, separated 18 March 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-3804?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-3804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38190", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38191", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-8 (VERSION 6, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 August 2023): For employees hired on or after 16 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3104: employee Sanne R., hired 15 October 2021, separated 21 September 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3104?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3104 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Pinnacle Software.\n- Sofia reports to Sanne.\n- Pinnacle Software was founded in 1995.\n- Pinnacle Software is headquartered in Brno.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Kenji works for Pinnacle Software.\n- Kenji reports to Mara.\n- Viktor reports to Stefan.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom was founded in 1981.\n- Viktor works for Pinnacle Software.\n- Tessa reports to Sofia.\n- Mara reports to Chiara.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Ironwood Manufacturing is headquartered in Brno.\n- Chiara reports to Tessa.\n- Cobalt Health is headquartered in Adelaide.\n- Stefan works for Ironwood Manufacturing.\n- Sofia works for Pinnacle Software.\n- Cobalt Health was founded in 1978.\n- Stefan reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Brno", "2": "Oslo", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38193", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong color sent on 45533 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "cancel_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38194", "family": "intent_v3", "state": "Incoming devops message:\n\"Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38195", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38196", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Bluepine Aviation was founded in 1977.\n- Amara reports to Sofia.\n- Sanne reports to Bruno.\n- Bruno reports to Deshawn.\n- Viktor reports to Sanne.\n- Cedar Retail Group is headquartered in Nagoya.\n- Viktor works for Bluepine Aviation.\n- Deshawn reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Sanne works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Sofia reports to Viktor.\n- Stefan reports to Amara.\n- Cedar Retail Group was founded in 1985.\n- Sofia works for Cedar Retail Group.\n- Fernhill Foods was founded in 1998.\n- Deshawn works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Cork.\n- Helios Logistics is headquartered in Cork.\n- Helios Logistics was founded in 1996.\n- Bluepine Aviation is headquartered in Cork.\n- Amara works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Cork", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38197", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "coverage_question", "1": "test_results", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38198", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY RET-7 (VERSION 5, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-1169: employee Zoya R., hired 03 October 2021, separated 17 April 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-1169?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-1169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Turku.\n- Mara works for Vantage Air.\n- Ravi works for Vantage Air.\n- Stefan works for Vantage Air.\n- Vantage Air was founded in 2014.\n- Crescent Telecom is headquartered in Valencia.\n- Callum works for Crescent Telecom.\n- Northwind Systems is headquartered in Oslo.\n- Mei works for Crescent Telecom.\n- Callum reports to Pablo.\n- Mei reports to Stefan.\n- Felix reports to Mei.\n- Pablo reports to Felix.\n- Atlas Freight was founded in 2007.\n- Crescent Telecom was founded in 1986.\n- Northwind Systems was founded in 1999.\n- Pablo works for Atlas Freight.\n- Vantage Air is headquartered in Oslo.\n- Ravi reports to Callum.\n- Mara reports to Ravi.\n- Ingrid reports to Mara.\n- Felix works for Crescent Telecom.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Oslo", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38200", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Beacon Insurance.\n- Atlas Freight is headquartered in Oslo.\n- Deshawn reports to Hana.\n- Priya works for Atlas Freight.\n- Tobias reports to Mara.\n- Kenji reports to Deshawn.\n- Callum works for Beacon Insurance.\n- Ingrid reports to Tobias.\n- Beacon Insurance is headquartered in Austin.\n- Tessa works for Beacon Insurance.\n- Mara works for Fernhill Foods.\n- Summit Energy was founded in 1985.\n- Mateo reports to Callum.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance was founded in 1979.\n- Elena reports to Lucia.\n- Priya reports to Tessa.\n- Deshawn works for Summit Energy.\n- Tessa reports to Mateo.\n- Summit Energy is headquartered in Austin.\n- Lucia reports to Ingrid.\n- Fernhill Foods was founded in 1995.\n- Fernhill Foods is headquartered in Tallinn.\n- Hana reports to Elena.\n- Atlas Freight was founded in 2005.\n- Tobias works for Fernhill Foods.\n- Lucia works for Atlas Freight.\n- Mara reports to Priya.\n- Elena works for Beacon Insurance.\n- Hana works for Beacon Insurance.\n- Mateo works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38201", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "freeze_card", "3": "wire_transfer", "4": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Lattice Analytics.\n- Nadia reports to Viktor.\n- Stefan works for Atlas Freight.\n- Cobalt Health was founded in 1981.\n- Ingrid reports to Sofia.\n- Helios Logistics is headquartered in Tallinn.\n- Mateo works for Helios Logistics.\n- Lattice Analytics was founded in 1998.\n- Sanne reports to Anders.\n- Atlas Freight was founded in 2012.\n- Nadia works for Atlas Freight.\n- Omar works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Viktor reports to Stefan.\n- Sanne works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Anders works for Lattice Analytics.\n- Mateo reports to Sanne.\n- Deshawn works for Cobalt Health.\n- Deshawn reports to Ingrid.\n- Anders reports to Nadia.\n- Omar reports to Mateo.\n- Sofia works for Atlas Freight.\n- Viktor works for Lattice Analytics.\n- Sofia reports to Omar.\n- Cobalt Health is headquartered in Tallinn.\n- Helios Logistics was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Deshawn's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Atlas Freight", "2": "Helios Logistics", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38203", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-7 (VERSION 2, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 January 2025): For employees hired on or after 16 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4465: employee Omar K., hired 30 September 2022, separated 03 March 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4465?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4465 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38204", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 88788 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38205", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Bruno.\n- Bruno reports to Amara.\n- Wren works for Pinnacle Software.\n- Zoya reports to Felix.\n- Atlas Freight was founded in 1997.\n- Leila works for Atlas Freight.\n- Felix reports to Anders.\n- Helios Logistics is headquartered in Malmo.\n- Amara works for Pinnacle Software.\n- Northwind Systems was founded in 2001.\n- Leila reports to Wren.\n- Northwind Systems is headquartered in Bergen.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1997.\n- Pinnacle Software was founded in 2002.\n- Mei reports to Leila.\n- Mei works for Atlas Freight.\n- Anders works for Northwind Systems.\n- Zoya works for Pinnacle Software.\n- Felix works for Northwind Systems.\n- Atlas Freight is headquartered in Malmo.\n- Anders reports to Mei.\n- Mara reports to Mateo.\n- Mara works for Atlas Freight.\n- Pinnacle Software is headquartered in Porto.\n- Bruno works for Atlas Freight.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Helios Logistics", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38206", "family": "intent_v3", "state": "Incoming support message:\n\"The product broke — refund 45077 please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38207", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "restart_service", "2": "rotate_keys", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38208", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-2 (VERSION 7, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 01 June 2023): For employees hired on or after 01 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-9819: employee Stefan S., hired 29 December 2020, separated 12 December 2023 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-9819?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-9819 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38209", "family": "intent_hardneg", "state": "Incoming hr message:\n\"increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38210", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Northwind Systems.\n- Sofia reports to Amara.\n- Ravi reports to Anders.\n- Amara works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Lyon.\n- Anders reports to Mara.\n- Amara reports to Dmitri.\n- Lucia reports to Felix.\n- Anders works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1976.\n- Helios Logistics is headquartered in Brno.\n- Felix reports to Ravi.\n- Dmitri reports to Lucia.\n- Cobalt Health is headquartered in Oslo.\n- Cobalt Health was founded in 1984.\n- Lucia works for Ironwood Manufacturing.\n- Ravi works for Ironwood Manufacturing.\n- Mara works for Northwind Systems.\n- Dmitri works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1990.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Sofia works for Ironwood Manufacturing.\n- Northwind Systems was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Brno", "2": "Tampere", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38211", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'report delay' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38212", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 31 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 31 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6538: employee Elena A., hired 16 November 2020, separated 14 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6538?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38213", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Crescent Telecom is headquartered in Lyon.\n- Felix reports to Nadia.\n- Yuki works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Yuki reports to Chiara.\n- Crescent Telecom was founded in 1977.\n- Mara works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1980.\n- Ironwood Manufacturing was founded in 1987.\n- Sofia works for Northwind Systems.\n- Dmitri reports to Mara.\n- Nadia reports to Yuki.\n- Northwind Systems was founded in 2006.\n- Stefan works for Atlas Freight.\n- Viktor reports to Dmitri.\n- Priya works for Ironwood Manufacturing.\n- Mara reports to Stefan.\n- Stefan reports to Priya.\n- Leila reports to Sofia.\n- Dmitri works for Northwind Systems.\n- Nadia works for Atlas Freight.\n- Leila works for Ironwood Manufacturing.\n- Mei works for Crescent Telecom.\n- Chiara works for Northwind Systems.\n- Priya reports to Mei.\n- Felix works for Crescent Telecom.\n- Chiara reports to Leila.\n- Atlas Freight is headquartered in Malmo.\n- Viktor works for Ironwood Manufacturing.\n- Sofia reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38214", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Bluepine Aviation.\n- Ravi works for Pinnacle Software.\n- Viktor reports to Chiara.\n- Viktor works for Beacon Insurance.\n- Deshawn works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Jonas works for Beacon Insurance.\n- Yuki reports to Lucia.\n- Lucia works for Bluepine Aviation.\n- Sanne works for Beacon Insurance.\n- Yuki works for Pinnacle Software.\n- Deshawn reports to Kenji.\n- Meridian Bank is headquartered in Leeds.\n- Kenji reports to Elena.\n- Nadia reports to Ravi.\n- Meridian Bank was founded in 2010.\n- Beacon Insurance is headquartered in Valencia.\n- Sanne reports to Jonas.\n- Bluepine Aviation was founded in 1990.\n- Beacon Insurance was founded in 2000.\n- Elena reports to Sanne.\n- Bluepine Aviation is headquartered in Adelaide.\n- Chiara works for Bluepine Aviation.\n- Pinnacle Software was founded in 1998.\n- Ravi reports to Aisha.\n- Kenji works for Pinnacle Software.\n- Pinnacle Software is headquartered in Dunedin.\n- Aisha reports to Yuki.\n- Aisha works for Bluepine Aviation.\n- Lucia reports to Deshawn.\n- Jonas reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Valencia", "2": "Adelaide", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Ironwood Manufacturing.\n- Mei works for Meridian Bank.\n- Pablo works for Ironwood Manufacturing.\n- Vantage Air was founded in 2008.\n- Tobias reports to Sanne.\n- Meridian Bank was founded in 1988.\n- Sanne works for Northwind Systems.\n- Northwind Systems was founded in 1999.\n- Priya reports to Sofia.\n- Chiara works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1976.\n- Sanne reports to Elena.\n- Meridian Bank is headquartered in Cork.\n- Chiara reports to Pablo.\n- Hana reports to Bruno.\n- Elena works for Meridian Bank.\n- Mateo reports to Priya.\n- Bruno works for Vantage Air.\n- Nadia reports to Mateo.\n- Sofia reports to Tobias.\n- Mei reports to Hana.\n- Priya works for Vantage Air.\n- Northwind Systems is headquartered in Lyon.\n- Nadia works for Meridian Bank.\n- Tobias works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mateo works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Elena reports to Mei.\n- Bruno reports to Chiara.\n- Vantage Air is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Meridian Bank", "2": "Ironwood Manufacturing", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38216", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "payroll_issue", "3": "resignation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38217", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Crescent Telecom.\n- Meridian Bank was founded in 1984.\n- Ravi works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Amara reports to Ravi.\n- Mara works for Meridian Bank.\n- Hana works for Cobalt Health.\n- Cobalt Health was founded in 1981.\n- Sofia reports to Yuki.\n- Yuki works for Meridian Bank.\n- Omar works for Cobalt Health.\n- Jonas reports to Amara.\n- Crescent Telecom was founded in 2000.\n- Hana reports to Sanne.\n- Ravi reports to Sofia.\n- Mara reports to Ingrid.\n- Helios Logistics is headquartered in Ghent.\n- Sanne reports to Omar.\n- Priya works for Meridian Bank.\n- Omar reports to Mara.\n- Sanne works for Crescent Telecom.\n- Priya reports to Jonas.\n- Emeka reports to Priya.\n- Crescent Telecom is headquartered in Brno.\n- Jonas works for Meridian Bank.\n- Helios Logistics was founded in 1980.\n- Amara works for Cobalt Health.\n- Yuki reports to Hana.\n- Sofia works for Crescent Telecom.\n- Ingrid works for Helios Logistics.\n- Meridian Bank is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "2003", "2": "2000", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38218", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set timer' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38219", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "cancels a booking", "3": "changes seat assignment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38220", "family": "intent_hardneg", "state": "Incoming travel message:\n\"need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "claim_luggage", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38221", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 6, EFFECTIVE 31 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 31 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-8016: employee Deshawn A., hired 14 November 2019, separated 25 March 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-8016?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-8016 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Sofia works for Vantage Air.\n- Ravi reports to Kenji.\n- Sanne works for Fernhill Foods.\n- Kenji works for Vantage Air.\n- Fernhill Foods is headquartered in Oslo.\n- Emeka reports to Ravi.\n- Chiara reports to Hana.\n- Sofia reports to Sanne.\n- Ravi works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Tallinn.\n- Cedar Retail Group was founded in 2001.\n- Sanne reports to Pablo.\n- Fernhill Foods was founded in 2013.\n- Vantage Air was founded in 1988.\n- Pablo reports to Emeka.\n- Ingrid reports to Sofia.\n- Vantage Air is headquartered in Lyon.\n- Hana reports to Stefan.\n- Hana works for Cobalt Health.\n- Emeka works for Cedar Retail Group.\n- Cobalt Health is headquartered in Oslo.\n- Chiara works for Cobalt Health.\n- Ingrid works for Fernhill Foods.\n- Cobalt Health was founded in 1994.\n- Kenji reports to Chiara.\n- Pablo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Vantage Air", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38223", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 24 September 2023): For employees hired on or after 24 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-5170: employee Hana K., hired 07 March 2023, separated 29 April 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-7-2026-5170 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$3,808", "2": "$9,231", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-5170 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38224", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to text someone", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38225", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38226", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-4 (VERSION 2, EFFECTIVE 05 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 April 2023): For employees hired on or after 03 April 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-7909: employee Omar K., hired 16 December 2020, separated 21 November 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-7909?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-7909 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38227", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Ravi works for Beacon Insurance.\n- Northwind Systems was founded in 1982.\n- Sofia works for Northwind Systems.\n- Meridian Bank was founded in 2010.\n- Emeka works for Cedar Retail Group.\n- Stefan reports to Anders.\n- Emeka reports to Callum.\n- Viktor reports to Ravi.\n- Beacon Insurance is headquartered in Oslo.\n- Anders reports to Emeka.\n- Mei reports to Sofia.\n- Callum works for Meridian Bank.\n- Cedar Retail Group was founded in 1985.\n- Ravi reports to Hana.\n- Meridian Bank is headquartered in Oslo.\n- Omar reports to Mei.\n- Amara works for Northwind Systems.\n- Anders works for Beacon Insurance.\n- Sofia reports to Amara.\n- Beacon Insurance was founded in 1984.\n- Callum reports to Viktor.\n- Hana works for Meridian Bank.\n- Hana reports to Mara.\n- Cedar Retail Group is headquartered in Oslo.\n- Mei works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Omar works for Beacon Insurance.\n- Mara reports to Omar.\n- Stefan works for Meridian Bank.\n- Northwind Systems is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Cork", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38228", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-2 (VERSION 6, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2988: employee Mara T., hired 22 February 2023, separated 31 August 2024 (redundancy), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-2-2025-2988 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$4,500", "2": "$17,333", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38229", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 04 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 18 May 2024): For employees hired on or after 18 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 04 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6853: employee Aisha M., hired 03 November 2023, separated 17 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6853?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6853 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38230", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 02 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 December 2023): For employees hired on or after 01 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 02 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-1195: employee Sanne B., hired 28 June 2023, separated 02 June 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-1195?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-1195 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38231", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cobalt Health.\n- Tessa works for Fernhill Foods.\n- Helios Logistics was founded in 2004.\n- Vantage Air was founded in 2015.\n- Anders reports to Felix.\n- Tessa reports to Bruno.\n- Cobalt Health is headquartered in Valencia.\n- Priya reports to Kenji.\n- Kenji works for Cobalt Health.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 1999.\n- Cobalt Health was founded in 2002.\n- Priya works for Helios Logistics.\n- Bruno reports to Ingrid.\n- Felix reports to Tessa.\n- Aisha reports to Priya.\n- Helios Logistics is headquartered in Austin.\n- Fernhill Foods is headquartered in Halifax.\n- Felix works for Fernhill Foods.\n- Kenji reports to Anders.\n- Vantage Air is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Turku", "2": "Halifax", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38232", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "test_results", "1": "refill_rx", "2": "referral", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38234", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Meridian Bank.\n- Aisha reports to Mei.\n- Mateo works for Ironwood Manufacturing.\n- Bruno reports to Viktor.\n- Mei works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Emeka works for Ironwood Manufacturing.\n- Mateo reports to Emeka.\n- Jonas reports to Aisha.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Omar works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1998.\n- Aisha works for Meridian Bank.\n- Northwind Systems is headquartered in Cork.\n- Meridian Bank was founded in 2005.\n- Ironwood Manufacturing was founded in 1989.\n- Emeka reports to Jonas.\n- Omar reports to Bruno.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor reports to Mateo.\n- Meridian Bank is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1984", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38235", "family": "intent_hardneg", "state": "Incoming billing message:\n\"end the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests a receipt or invoice", "1": "reports an unauthorized charge", "2": "asks to split a balance into installments", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38236", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Priya.\n- Summit Energy was founded in 1981.\n- Elena works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Pablo works for Summit Energy.\n- Kenji reports to Deshawn.\n- Bluepine Aviation is headquartered in Turku.\n- Tobias works for Meridian Bank.\n- Dmitri works for Meridian Bank.\n- Priya works for Summit Energy.\n- Priya reports to Pablo.\n- Chiara works for Bluepine Aviation.\n- Kenji works for Northwind Systems.\n- Bluepine Aviation was founded in 2015.\n- Elena reports to Mateo.\n- Dmitri reports to Kenji.\n- Meridian Bank is headquartered in Ghent.\n- Northwind Systems is headquartered in Turku.\n- Deshawn works for Meridian Bank.\n- Summit Energy is headquartered in Halifax.\n- Mateo reports to Dmitri.\n- Deshawn reports to Tobias.\n- Pablo reports to Amara.\n- Northwind Systems was founded in 1987.\n- Amara works for Summit Energy.\n- Amara reports to Elena.\n- Meridian Bank was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38237", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-6 (VERSION 2, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8712: employee Tessa S., hired 23 March 2022, separated 11 September 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8712?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8712 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38238", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health was founded in 1988.\n- Tessa works for Cobalt Health.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Austin.\n- Sanne reports to Tobias.\n- Chiara works for Helios Logistics.\n- Stefan works for Bluepine Aviation.\n- Omar reports to Chiara.\n- Chiara reports to Stefan.\n- Hana works for Pinnacle Software.\n- Anders works for Cobalt Health.\n- Bluepine Aviation was founded in 1986.\n- Anders reports to Sanne.\n- Tessa reports to Hana.\n- Bluepine Aviation is headquartered in Lyon.\n- Omar works for Helios Logistics.\n- Cobalt Health is headquartered in Tampere.\n- Helios Logistics was founded in 2000.\n- Hana reports to Anders.\n- Stefan reports to Tessa.\n- Sanne works for Helios Logistics.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Turku", "2": "Tampere", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Cedar Retail Group was founded in 2013.\n- Ravi reports to Tessa.\n- Lattice Analytics was founded in 1991.\n- Lattice Analytics is headquartered in Porto.\n- Tessa works for Lattice Analytics.\n- Kenji reports to Dmitri.\n- Helios Logistics is headquartered in Austin.\n- Nadia works for Beacon Insurance.\n- Nadia reports to Leila.\n- Priya works for Beacon Insurance.\n- Leila reports to Ravi.\n- Tobias works for Lattice Analytics.\n- Helios Logistics was founded in 1979.\n- Beacon Insurance was founded in 1980.\n- Ingrid works for Lattice Analytics.\n- Kenji works for Lattice Analytics.\n- Priya reports to Callum.\n- Beacon Insurance is headquartered in Austin.\n- Lucia reports to Ingrid.\n- Callum works for Beacon Insurance.\n- Ingrid reports to Kenji.\n- Lucia works for Lattice Analytics.\n- Leila works for Helios Logistics.\n- Cedar Retail Group is headquartered in Cork.\n- Mara works for Cedar Retail Group.\n- Tobias reports to Lucia.\n- Tessa reports to Tobias.\n- Mara reports to Nadia.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2016", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38240", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cobalt Health.\n- Summit Energy was founded in 1979.\n- Atlas Freight was founded in 1999.\n- Stefan works for Summit Energy.\n- Zoya works for Atlas Freight.\n- Sanne works for Cobalt Health.\n- Pablo reports to Stefan.\n- Atlas Freight is headquartered in Dunedin.\n- Tobias works for Summit Energy.\n- Elena works for Vantage Air.\n- Omar reports to Chiara.\n- Vantage Air is headquartered in Tallinn.\n- Emeka works for Summit Energy.\n- Omar works for Cobalt Health.\n- Emeka reports to Pablo.\n- Mateo reports to Omar.\n- Tobias reports to Emeka.\n- Zoya reports to Aisha.\n- Tessa reports to Tobias.\n- Elena reports to Sanne.\n- Cobalt Health is headquartered in Malmo.\n- Mateo works for Vantage Air.\n- Sanne reports to Tessa.\n- Aisha reports to Mateo.\n- Vantage Air was founded in 2013.\n- Pablo works for Cobalt Health.\n- Aisha works for Vantage Air.\n- Summit Energy is headquartered in Malmo.\n- Cobalt Health was founded in 2001.\n- Chiara works for Vantage Air.\n- Chiara reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2013", "2": "2008", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38242", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Mei.\n- Zoya works for Helios Logistics.\n- Ingrid works for Beacon Insurance.\n- Sanne reports to Dmitri.\n- Meridian Bank was founded in 1995.\n- Mara works for Fernhill Foods.\n- Sanne works for Meridian Bank.\n- Mei reports to Mara.\n- Helios Logistics is headquartered in Basel.\n- Mei works for Beacon Insurance.\n- Hana reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Ingrid reports to Zoya.\n- Dmitri reports to Omar.\n- Fernhill Foods was founded in 2001.\n- Hana works for Beacon Insurance.\n- Beacon Insurance was founded in 1983.\n- Helios Logistics was founded in 1987.\n- Mara reports to Hana.\n- Beacon Insurance is headquartered in Halifax.\n- Zoya reports to Yuki.\n- Meridian Bank is headquartered in Halifax.\n- Dmitri works for Beacon Insurance.\n- Omar reports to Emeka.\n- Yuki works for Helios Logistics.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Meridian Bank", "2": "Fernhill Foods", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38243", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 02 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 02 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-9010: employee Ingrid M., hired 05 April 2023, separated 09 November 2024 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2025-9010 under the controlling rules.", "criteria": {"0": "$2,400", "1": "$6,000", "2": "$26,000", "3": "$5,500"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-9010 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38244", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 15 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 April 2023): For employees hired on or after 01 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-4705: employee Priya A., hired 26 December 2019, separated 09 September 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-4705?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "12 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-4705 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2000.\n- Leila reports to Stefan.\n- Bluepine Aviation is headquartered in Basel.\n- Mateo reports to Omar.\n- Leila works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Ghent.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1985.\n- Omar reports to Pablo.\n- Lattice Analytics was founded in 1987.\n- Callum reports to Mateo.\n- Lattice Analytics is headquartered in Ghent.\n- Cedar Retail Group was founded in 2006.\n- Bruno reports to Callum.\n- Cobalt Health is headquartered in Ghent.\n- Stefan works for Cobalt Health.\n- Omar works for Cedar Retail Group.\n- Sanne works for Cobalt Health.\n- Sanne reports to Bruno.\n- Bruno works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Mateo works for Lattice Analytics.\n- Stefan reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Bluepine Aviation", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38246", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38247", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 11 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 12 March 2023): For employees hired on or after 12 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-6950: employee Tessa K., hired 16 November 2021, separated 29 February 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-6950?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-6950 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38248", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "cancel_subscription", "2": "payment_plan", "3": "dispute_charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38249", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Cancel Trip — cancels a booking", "3": "Check Status — asks flight status", "4": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38250", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Cancel my order 13383, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38251", "family": "intent_hardneg", "state": "Incoming hr message:\n\"my paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38252", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Elena works for Beacon Insurance.\n- Stefan reports to Mara.\n- Cobalt Health was founded in 1978.\n- Lucia works for Lattice Analytics.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Mateo reports to Lucia.\n- Mateo works for Vantage Air.\n- Lucia reports to Amara.\n- Beacon Insurance was founded in 2010.\n- Chiara works for Beacon Insurance.\n- Tobias reports to Stefan.\n- Vantage Air is headquartered in Nagoya.\n- Elena reports to Chiara.\n- Beacon Insurance is headquartered in Nagoya.\n- Vantage Air was founded in 1988.\n- Amara reports to Tobias.\n- Stefan works for Beacon Insurance.\n- Lattice Analytics is headquartered in Nagoya.\n- Mara works for Beacon Insurance.\n- Mara reports to Elena.\n- Lattice Analytics was founded in 2001.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Lattice Analytics", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38253", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 18 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 18 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-5005: employee Ingrid K., hired 07 January 2021, separated 16 April 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-5005?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-5005 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Sanne.\n- Sanne reports to Bruno.\n- Stefan reports to Mateo.\n- Lattice Analytics is headquartered in Halifax.\n- Yuki works for Pinnacle Software.\n- Dmitri works for Atlas Freight.\n- Sanne works for Meridian Bank.\n- Atlas Freight is headquartered in Halifax.\n- Pinnacle Software is headquartered in Lyon.\n- Mateo works for Lattice Analytics.\n- Atlas Freight was founded in 1996.\n- Lattice Analytics was founded in 2011.\n- Meridian Bank was founded in 1996.\n- Stefan works for Meridian Bank.\n- Pinnacle Software was founded in 2010.\n- Zoya reports to Stefan.\n- Callum reports to Dmitri.\n- Callum works for Meridian Bank.\n- Bruno reports to Zoya.\n- Yuki reports to Callum.\n- Zoya works for Lattice Analytics.\n- Meridian Bank is headquartered in Halifax.\n- Bruno works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Bergen", "2": "Adelaide", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38255", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 19 July 2024): For employees hired on or after 19 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-5491: employee Emeka R., hired 05 August 2021, separated 16 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-5491?", "criteria": {"0": "8 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-5491 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38256", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "reset_password", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38257", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38258", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Sofia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Valencia.\n- Lucia reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Anders reports to Mei.\n- Ironwood Manufacturing was founded in 1977.\n- Summit Energy was founded in 1975.\n- Emeka reports to Anders.\n- Felix works for Crescent Telecom.\n- Summit Energy is headquartered in Nagoya.\n- Sofia reports to Lucia.\n- Lucia works for Summit Energy.\n- Mei works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.\n- Crescent Telecom was founded in 1988.\n- Felix reports to Emeka.\n- Mara reports to Stefan.\n- Kenji works for Crescent Telecom.\n- Stefan reports to Kenji.\n- Mei reports to Sofia.\n- Nadia reports to Felix.\n- Beacon Insurance was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1988", "2": "1991", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38259", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1998.\n- Fernhill Foods is headquartered in Cork.\n- Fernhill Foods was founded in 2003.\n- Sofia reports to Mara.\n- Deshawn works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Deshawn reports to Elena.\n- Wren reports to Sanne.\n- Lattice Analytics is headquartered in Bergen.\n- Lattice Analytics was founded in 1990.\n- Sanne reports to Omar.\n- Mara works for Fernhill Foods.\n- Stefan reports to Mei.\n- Beacon Insurance is headquartered in Ghent.\n- Leila works for Meridian Bank.\n- Mei works for Lattice Analytics.\n- Sanne works for Beacon Insurance.\n- Yuki reports to Deshawn.\n- Leila reports to Stefan.\n- Sofia works for Meridian Bank.\n- Elena reports to Leila.\n- Meridian Bank was founded in 1977.\n- Elena works for Beacon Insurance.\n- Omar reports to Yuki.\n- Hana reports to Wren.\n- Stefan works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Mei reports to Sofia.\n- Yuki works for Lattice Analytics.\n- Wren works for Fernhill Foods.\n- Meridian Bank is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38260", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38261", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-6 (VERSION 2, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 October 2025): For employees hired on or after 04 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8022: employee Aisha K., hired 07 April 2022, separated 03 December 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-6-2026-8022 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$30,333", "2": "$7,000", "3": "$6,475"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 2002.\n- Aisha reports to Sofia.\n- Anders works for Summit Energy.\n- Meridian Bank was founded in 1995.\n- Amara works for Meridian Bank.\n- Zoya reports to Anders.\n- Mara works for Pinnacle Software.\n- Cobalt Health was founded in 2013.\n- Mara reports to Tessa.\n- Viktor works for Summit Energy.\n- Sofia works for Cobalt Health.\n- Aisha works for Pinnacle Software.\n- Amara reports to Aisha.\n- Tessa works for Pinnacle Software.\n- Pinnacle Software is headquartered in Lyon.\n- Anders reports to Amara.\n- Sofia reports to Mara.\n- Cobalt Health is headquartered in Lyon.\n- Meridian Bank is headquartered in Basel.\n- Pinnacle Software was founded in 1975.\n- Tessa reports to Viktor.\n- Zoya works for Cobalt Health.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38264", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-6 (VERSION 4, EFFECTIVE 02 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 02 February 2024): For employees hired on or after 02 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 02 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-5795: employee Deshawn A., hired 03 September 2023, separated 22 February 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-5795?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-5795 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38265", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Callum.\n- Northwind Systems is headquartered in Basel.\n- Wren works for Northwind Systems.\n- Atlas Freight was founded in 1977.\n- Ironwood Manufacturing was founded in 1987.\n- Sanne reports to Bruno.\n- Mara reports to Mateo.\n- Viktor works for Northwind Systems.\n- Tessa works for Atlas Freight.\n- Dmitri reports to Ingrid.\n- Bruno reports to Dmitri.\n- Callum reports to Viktor.\n- Ingrid reports to Mara.\n- Wren reports to Tessa.\n- Sanne works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 1991.\n- Atlas Freight is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Northwind Systems was founded in 1991.\n- Mara works for Atlas Freight.\n- Viktor reports to Sanne.\n- Ingrid works for Northwind Systems.\n- Bruno works for Ironwood Manufacturing.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.\n- Mateo works for Ironwood Manufacturing.\n- Dmitri works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38266", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Helios Logistics.\n- Summit Energy is headquartered in Adelaide.\n- Callum reports to Sofia.\n- Pinnacle Software was founded in 2011.\n- Deshawn reports to Sanne.\n- Stefan reports to Hana.\n- Tobias works for Summit Energy.\n- Sanne works for Pinnacle Software.\n- Yuki works for Summit Energy.\n- Sofia works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Pablo reports to Deshawn.\n- Yuki reports to Tobias.\n- Callum works for Helios Logistics.\n- Bruno works for Atlas Freight.\n- Hana reports to Viktor.\n- Pinnacle Software is headquartered in Adelaide.\n- Pablo works for Atlas Freight.\n- Summit Energy was founded in 1997.\n- Hana works for Helios Logistics.\n- Tobias reports to Bruno.\n- Viktor works for Summit Energy.\n- Viktor reports to Pablo.\n- Deshawn works for Summit Energy.\n- Atlas Freight was founded in 2009.\n- Sofia reports to Kenji.\n- Atlas Freight is headquartered in Ghent.\n- Kenji works for Summit Energy.\n- Helios Logistics was founded in 2012.\n- Bruno reports to Callum.\n- Sanne reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Adelaide", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38267", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 47234, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "request_refund", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38268", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-8 (VERSION 3, EFFECTIVE 27 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 02 November 2024): For employees hired on or after 02 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2112: employee Chiara R., hired 18 December 2021, separated 31 May 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2112?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2112 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38269", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 7, EFFECTIVE 10 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 10 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-6370: employee Amara A., hired 23 January 2022, separated 31 January 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2026-6370 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,000", "2": "$5,250", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-6370 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38270", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Leila.\n- Vantage Air is headquartered in Basel.\n- Leila works for Cobalt Health.\n- Summit Energy is headquartered in Basel.\n- Hana works for Vantage Air.\n- Cobalt Health is headquartered in Brno.\n- Sofia reports to Zoya.\n- Stefan works for Summit Energy.\n- Nadia reports to Hana.\n- Summit Energy was founded in 2009.\n- Stefan reports to Felix.\n- Vantage Air was founded in 2001.\n- Priya works for Vantage Air.\n- Mei reports to Sofia.\n- Cobalt Health was founded in 2000.\n- Mei works for Summit Energy.\n- Meridian Bank was founded in 1995.\n- Pablo works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Zoya reports to Priya.\n- Pablo reports to Nadia.\n- Leila reports to Mei.\n- Nadia works for Vantage Air.\n- Sofia works for Cobalt Health.\n- Hana reports to Stefan.\n- Felix works for Summit Energy.\n- Meridian Bank is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38271", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 26 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 26 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-7368: employee Omar A., hired 13 June 2023, separated 12 January 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-7368?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-7368 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38272", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "send_message", "2": "set_alarm", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38273", "family": "intent_hardneg", "state": "Incoming support message:\n\"can i exchange 77454 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "asks for money back on a purchase", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38274", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Tessa.\n- Atlas Freight is headquartered in Nagoya.\n- Callum reports to Mei.\n- Wren works for Pinnacle Software.\n- Wren reports to Sanne.\n- Crescent Telecom was founded in 1992.\n- Stefan works for Atlas Freight.\n- Crescent Telecom is headquartered in Nagoya.\n- Anders reports to Callum.\n- Kenji works for Pinnacle Software.\n- Pablo reports to Nadia.\n- Nadia works for Crescent Telecom.\n- Deshawn works for Atlas Freight.\n- Bluepine Aviation was founded in 2000.\n- Callum works for Atlas Freight.\n- Mei reports to Wren.\n- Anders works for Atlas Freight.\n- Nadia reports to Stefan.\n- Tessa works for Crescent Telecom.\n- Sanne works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Cork.\n- Tessa reports to Kenji.\n- Stefan reports to Deshawn.\n- Pinnacle Software is headquartered in Turku.\n- Pablo works for Crescent Telecom.\n- Kenji reports to Anders.\n- Sanne reports to Pablo.\n- Atlas Freight was founded in 1979.\n- Pinnacle Software was founded in 2009.\n- Sofia works for Pinnacle Software.\n- Mei works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Pinnacle Software", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38275", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY REL-4 (VERSION 5, EFFECTIVE 08 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8187: employee Chiara T., hired 18 August 2020, separated 01 December 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2026-8187 under the controlling rules.", "criteria": {"0": "$13,300", "1": "$12,900", "2": "$12,800", "3": "$55,467"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8187 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Omar.\n- Omar reports to Ravi.\n- Jonas works for Meridian Bank.\n- Pinnacle Software is headquartered in Adelaide.\n- Viktor works for Crescent Telecom.\n- Kenji works for Crescent Telecom.\n- Jonas reports to Mei.\n- Northwind Systems was founded in 2001.\n- Felix works for Northwind Systems.\n- Pinnacle Software was founded in 1984.\n- Crescent Telecom is headquartered in Oslo.\n- Felix reports to Viktor.\n- Tessa works for Meridian Bank.\n- Meridian Bank is headquartered in Adelaide.\n- Omar works for Pinnacle Software.\n- Crescent Telecom was founded in 2009.\n- Ravi reports to Felix.\n- Mei works for Northwind Systems.\n- Meridian Bank was founded in 1998.\n- Ravi works for Pinnacle Software.\n- Viktor reports to Kenji.\n- Northwind Systems is headquartered in Adelaide.\n- Kenji reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Northwind Systems", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38277", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY RET-5 (VERSION 5, EFFECTIVE 03 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 27 February 2023): For employees hired on or after 27 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-1159: employee Pablo S., hired 09 December 2022, separated 26 July 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-5-2025-1159 under the controlling rules.", "criteria": {"0": "$4,615", "1": "$5,615", "2": "$20,000", "3": "$2,077"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-1159 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38278", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'reset password' handler", "3": "Route to the 'deprovision' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38279", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Nadia works for Helios Logistics.\n- Cobalt Health is headquartered in Tallinn.\n- Mei reports to Callum.\n- Aisha reports to Omar.\n- Pinnacle Software is headquartered in Leeds.\n- Kenji reports to Mei.\n- Wren works for Helios Logistics.\n- Callum works for Pinnacle Software.\n- Pablo reports to Wren.\n- Pablo works for Cobalt Health.\n- Pinnacle Software was founded in 1976.\n- Wren reports to Aisha.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 2006.\n- Atlas Freight was founded in 2012.\n- Atlas Freight is headquartered in Valencia.\n- Nadia reports to Pablo.\n- Omar reports to Kenji.\n- Helios Logistics is headquartered in Leeds.\n- Mei works for Pinnacle Software.\n- Helios Logistics was founded in 1976.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1974", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38280", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1979.\n- Elena works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Cobalt Health was founded in 1992.\n- Mara works for Cobalt Health.\n- Dmitri reports to Bruno.\n- Deshawn reports to Felix.\n- Leila reports to Dmitri.\n- Bluepine Aviation was founded in 1975.\n- Anders works for Bluepine Aviation.\n- Dmitri works for Cobalt Health.\n- Jonas reports to Mara.\n- Felix reports to Leila.\n- Deshawn works for Beacon Insurance.\n- Priya works for Beacon Insurance.\n- Summit Energy is headquartered in Bergen.\n- Beacon Insurance was founded in 2015.\n- Priya reports to Elena.\n- Bruno reports to Priya.\n- Jonas works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Bergen.\n- Elena reports to Anders.\n- Mara reports to Deshawn.\n- Cobalt Health is headquartered in Leeds.\n- Beacon Insurance is headquartered in Bergen.\n- Felix works for Summit Energy.\n- Leila works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2018", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38281", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Tessa.\n- Cedar Retail Group is headquartered in Porto.\n- Priya works for Crescent Telecom.\n- Sofia works for Cedar Retail Group.\n- Emeka works for Fernhill Foods.\n- Helios Logistics was founded in 1995.\n- Crescent Telecom is headquartered in Oslo.\n- Priya reports to Sofia.\n- Sofia reports to Deshawn.\n- Aisha works for Helios Logistics.\n- Tessa works for Cedar Retail Group.\n- Sanne works for Crescent Telecom.\n- Deshawn reports to Sanne.\n- Sanne reports to Emeka.\n- Emeka reports to Mateo.\n- Cedar Retail Group was founded in 2006.\n- Tessa reports to Priya.\n- Deshawn works for Helios Logistics.\n- Fernhill Foods is headquartered in Oslo.\n- Helios Logistics is headquartered in Porto.\n- Fernhill Foods was founded in 2008.\n- Mateo works for Fernhill Foods.\n- Crescent Telecom was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Basel", "2": "Porto", "3": "Oslo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38282", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "wire_transfer", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38283", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Summit Energy.\n- Beacon Insurance was founded in 2005.\n- Vantage Air is headquartered in Adelaide.\n- Tobias works for Beacon Insurance.\n- Emeka reports to Leila.\n- Chiara works for Beacon Insurance.\n- Chiara reports to Ravi.\n- Lucia works for Lattice Analytics.\n- Emeka works for Summit Energy.\n- Lattice Analytics was founded in 1979.\n- Vantage Air was founded in 1985.\n- Tobias reports to Sanne.\n- Nadia reports to Chiara.\n- Lucia reports to Nadia.\n- Ravi works for Summit Energy.\n- Beacon Insurance is headquartered in Halifax.\n- Sanne reports to Lucia.\n- Nadia works for Lattice Analytics.\n- Summit Energy is headquartered in Adelaide.\n- Lattice Analytics is headquartered in Ghent.\n- Ravi reports to Emeka.\n- Summit Energy was founded in 1976.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Halifax", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38284", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-8 (VERSION 2, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 03 July 2024): For employees hired on or after 03 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-2913: employee Callum S., hired 01 April 2022, separated 26 April 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-2913?", "criteria": {"0": "39 weeks", "1": "16 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-2913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Chiara.\n- Omar reports to Sanne.\n- Tobias works for Fernhill Foods.\n- Vantage Air was founded in 1985.\n- Fernhill Foods is headquartered in Cork.\n- Dmitri works for Cobalt Health.\n- Nadia reports to Ravi.\n- Vantage Air is headquartered in Ghent.\n- Chiara works for Vantage Air.\n- Omar works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Dmitri reports to Omar.\n- Mara works for Vantage Air.\n- Ravi works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Emeka reports to Hana.\n- Chiara reports to Mara.\n- Viktor reports to Dmitri.\n- Hana works for Vantage Air.\n- Sanne works for Fernhill Foods.\n- Cobalt Health is headquartered in Brno.\n- Yuki reports to Tobias.\n- Fernhill Foods was founded in 1982.\n- Viktor works for Beacon Insurance.\n- Yuki works for Beacon Insurance.\n- Hana reports to Yuki.\n- Mara reports to Nadia.\n- Beacon Insurance was founded in 1988.\n- Cobalt Health was founded in 2000.\n- Emeka works for Fernhill Foods.\n- Tobias reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38286", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 31 January 2024): For employees hired on or after 31 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4003: employee Mateo B., hired 20 October 2022, separated 16 March 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4003?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4003 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cobalt Health.\n- Nadia works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Jonas reports to Zoya.\n- Zoya reports to Leila.\n- Cobalt Health was founded in 2002.\n- Bruno reports to Jonas.\n- Viktor reports to Deshawn.\n- Deshawn reports to Bruno.\n- Viktor works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1979.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Leila works for Cobalt Health.\n- Nadia reports to Elena.\n- Deshawn works for Cobalt Health.\n- Jonas works for Vantage Air.\n- Cobalt Health is headquartered in Brno.\n- Elena reports to Viktor.\n- Vantage Air is headquartered in Brno.\n- Vantage Air was founded in 1994.\n- Northwind Systems is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2000", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38288", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-7 (VERSION 6, EFFECTIVE 11 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7709: employee Anders T., hired 18 July 2022, separated 04 January 2027 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7709?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7709 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38289", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-8 (VERSION 6, EFFECTIVE 31 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 September 2025): For employees hired on or after 30 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 31 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5877: employee Pablo R., hired 20 November 2022, separated 31 July 2026 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5877?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5877 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Kenji.\n- Jonas works for Cobalt Health.\n- Kenji reports to Yuki.\n- Cobalt Health was founded in 1980.\n- Summit Energy is headquartered in Leeds.\n- Sofia reports to Ravi.\n- Beacon Insurance was founded in 2001.\n- Sanne works for Fernhill Foods.\n- Sanne reports to Felix.\n- Sofia works for Summit Energy.\n- Felix works for Summit Energy.\n- Fernhill Foods was founded in 2015.\n- Yuki reports to Zoya.\n- Kenji works for Fernhill Foods.\n- Deshawn reports to Nadia.\n- Ravi works for Summit Energy.\n- Yuki works for Fernhill Foods.\n- Nadia works for Summit Energy.\n- Felix reports to Deshawn.\n- Summit Energy was founded in 1982.\n- Cobalt Health is headquartered in Valencia.\n- Fernhill Foods is headquartered in Tallinn.\n- Zoya works for Cobalt Health.\n- Beacon Insurance is headquartered in Malmo.\n- Jonas reports to Sanne.\n- Deshawn works for Cobalt Health.\n- Nadia reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38291", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks to send money", "4": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38292", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "install_software", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38293", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38294", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 2, EFFECTIVE 05 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 14 December 2023): For employees hired on or after 14 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 05 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1163: employee Ingrid R., hired 06 June 2023, separated 13 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1163?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38295", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 25 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 25 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-3103: employee Emeka B., hired 07 December 2020, separated 21 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-3103?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-3103 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38296", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Crescent Telecom.\n- Chiara works for Atlas Freight.\n- Deshawn works for Ironwood Manufacturing.\n- Nadia works for Northwind Systems.\n- Hana works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Jonas reports to Chiara.\n- Atlas Freight was founded in 2011.\n- Tobias reports to Callum.\n- Callum reports to Jonas.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Callum works for Atlas Freight.\n- Nadia reports to Dmitri.\n- Northwind Systems is headquartered in Valencia.\n- Crescent Telecom is headquartered in Halifax.\n- Northwind Systems was founded in 2010.\n- Ironwood Manufacturing was founded in 1984.\n- Hana reports to Deshawn.\n- Chiara reports to Nadia.\n- Atlas Freight is headquartered in Turku.\n- Crescent Telecom was founded in 1994.\n- Tobias works for Northwind Systems.\n- Deshawn reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Ironwood Manufacturing", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38297", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 22 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 23 May 2023): For employees hired on or after 23 May 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 22 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-4084: employee Chiara B., hired 09 March 2023, separated 12 January 2025 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-4084?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-4084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38298", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "referral", "3": "test_results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38299", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38300", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to text someone", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38301", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "requests specialist referral", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38302", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "test_results", "2": "referral", "3": "coverage_question", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1991.\n- Ravi works for Ironwood Manufacturing.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing was founded in 1989.\n- Ingrid works for Summit Energy.\n- Amara reports to Aisha.\n- Dmitri works for Summit Energy.\n- Aisha works for Summit Energy.\n- Callum reports to Ingrid.\n- Ravi reports to Wren.\n- Callum works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ingrid reports to Ravi.\n- Amara works for Helios Logistics.\n- Wren works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Bergen.\n- Cobalt Health is headquartered in Halifax.\n- Wren reports to Amara.\n- Helios Logistics was founded in 2007.\n- Helios Logistics is headquartered in Adelaide.\n- Elena reports to Dmitri.\n- Summit Energy was founded in 1995.\n- Elena works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Ironwood Manufacturing", "2": "Helios Logistics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38305", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38306", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Helios Logistics was founded in 1977.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1981.\n- Helios Logistics is headquartered in Cork.\n- Northwind Systems is headquartered in Brno.\n- Mateo works for Northwind Systems.\n- Amara works for Cedar Retail Group.\n- Lucia reports to Anders.\n- Anders works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Jonas works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Jonas reports to Zoya.\n- Priya works for Helios Logistics.\n- Zoya reports to Emeka.\n- Cedar Retail Group was founded in 2013.\n- Northwind Systems was founded in 1995.\n- Amara reports to Priya.\n- Tobias reports to Jonas.\n- Emeka reports to Mateo.\n- Anders reports to Amara.\n- Mateo reports to Mei.\n- Cedar Retail Group is headquartered in Bergen.\n- Priya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38307", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 4, EFFECTIVE 02 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4638: employee Ingrid A., hired 14 August 2021, separated 12 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4638?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4638 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38308", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Mateo works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1990.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Tessa works for Cobalt Health.\n- Viktor reports to Felix.\n- Amara reports to Viktor.\n- Sofia reports to Omar.\n- Stefan reports to Amara.\n- Lattice Analytics was founded in 1979.\n- Beacon Insurance is headquartered in Lyon.\n- Felix reports to Sofia.\n- Lattice Analytics is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Amara works for Ironwood Manufacturing.\n- Omar works for Ironwood Manufacturing.\n- Tessa reports to Stefan.\n- Cobalt Health is headquartered in Adelaide.\n- Viktor works for Beacon Insurance.\n- Cobalt Health was founded in 1978.\n- Felix works for Lattice Analytics.\n- Omar reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1999", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38309", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-7 (VERSION 7, EFFECTIVE 09 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 30 August 2023): For employees hired on or after 30 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 09 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8212: employee Callum R., hired 25 June 2022, separated 18 February 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8212?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38310", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38311", "family": "intent_hardneg", "state": "Incoming hr message:\n\"taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "org_question", "2": "payroll_issue", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38312", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Dunedin.\n- Zoya works for Crescent Telecom.\n- Cobalt Health was founded in 1991.\n- Lattice Analytics is headquartered in Lyon.\n- Emeka reports to Bruno.\n- Stefan works for Cobalt Health.\n- Hana works for Northwind Systems.\n- Bruno works for Lattice Analytics.\n- Mateo reports to Sofia.\n- Mateo works for Northwind Systems.\n- Crescent Telecom is headquartered in Turku.\n- Hana reports to Mateo.\n- Zoya reports to Stefan.\n- Northwind Systems is headquartered in Lyon.\n- Sofia works for Northwind Systems.\n- Crescent Telecom was founded in 2013.\n- Lattice Analytics was founded in 2001.\n- Northwind Systems was founded in 1991.\n- Emeka works for Lattice Analytics.\n- Stefan reports to Emeka.\n- Bruno reports to Leila.\n- Leila works for Northwind Systems.\n- Sofia reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1994", "2": "1989", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38313", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-7 (VERSION 4, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 16 February 2024): For employees hired on or after 16 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5418: employee Aisha T., hired 17 September 2023, separated 26 April 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-5418?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5418 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38314", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 15 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 21 June 2025): For employees hired on or after 21 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5529: employee Felix R., hired 15 February 2024, separated 07 August 2026 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-5529 under the controlling rules.", "criteria": {"0": "$8,769", "1": "$38,000", "2": "$8,654", "3": "$9,269"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Pinnacle Software.\n- Pinnacle Software was founded in 2007.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Viktor reports to Anders.\n- Pinnacle Software is headquartered in Valencia.\n- Viktor works for Cobalt Health.\n- Nadia reports to Omar.\n- Yuki reports to Mateo.\n- Anders reports to Leila.\n- Cobalt Health is headquartered in Dunedin.\n- Northwind Systems was founded in 1979.\n- Leila works for Pinnacle Software.\n- Lucia reports to Yuki.\n- Fernhill Foods is headquartered in Valencia.\n- Cobalt Health was founded in 2013.\n- Nadia works for Northwind Systems.\n- Fernhill Foods was founded in 1989.\n- Lucia works for Pinnacle Software.\n- Mateo reports to Nadia.\n- Anders works for Pinnacle Software.\n- Leila reports to Lucia.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2010", "2": "2007", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38317", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 December 2023): For employees hired on or after 06 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1058: employee Jonas T., hired 28 March 2021, separated 12 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-1058?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38318", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 15 March 2023): For employees hired on or after 15 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7363: employee Sofia T., hired 25 June 2022, separated 06 May 2023 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-7363 under the controlling rules.", "criteria": {"0": "$5,115", "1": "$20,000", "2": "$4,615", "3": "$3,115"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38319", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to freeze a card", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38320", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Atlas Freight.\n- Callum works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Zoya works for Northwind Systems.\n- Zoya reports to Leila.\n- Callum reports to Ingrid.\n- Nadia works for Northwind Systems.\n- Emeka works for Bluepine Aviation.\n- Nadia reports to Tessa.\n- Tessa works for Bluepine Aviation.\n- Atlas Freight is headquartered in Valencia.\n- Ingrid works for Atlas Freight.\n- Bluepine Aviation is headquartered in Turku.\n- Yuki reports to Callum.\n- Northwind Systems was founded in 1993.\n- Atlas Freight was founded in 1993.\n- Leila reports to Nadia.\n- Leila works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2007.\n- Emeka reports to Yuki.\n- Northwind Systems is headquartered in Turku.\n- Tessa reports to Emeka.\n- Bluepine Aviation was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38321", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 08 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 21 September 2024): For employees hired on or after 21 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2472: employee Sanne K., hired 20 December 2020, separated 14 February 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2472?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "16 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2472 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Turku.\n- Tessa works for Northwind Systems.\n- Emeka works for Helios Logistics.\n- Jonas reports to Nadia.\n- Nadia reports to Priya.\n- Tobias reports to Jonas.\n- Priya reports to Omar.\n- Omar reports to Yuki.\n- Northwind Systems was founded in 1977.\n- Felix reports to Leila.\n- Nadia works for Northwind Systems.\n- Felix works for Helios Logistics.\n- Emeka reports to Tobias.\n- Helios Logistics is headquartered in Ghent.\n- Tobias works for Northwind Systems.\n- Yuki works for Helios Logistics.\n- Priya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Crescent Telecom was founded in 1979.\n- Helios Logistics was founded in 1978.\n- Omar works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Leila works for Northwind Systems.\n- Viktor works for Lattice Analytics.\n- Northwind Systems is headquartered in Turku.\n- Yuki reports to Pablo.\n- Lattice Analytics was founded in 1994.\n- Pablo reports to Tessa.\n- Pablo works for Northwind Systems.\n- Leila reports to Viktor.\n- Tessa reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Northwind Systems", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38323", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "set_alarm", "3": "control_lights"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38324", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 56133 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'request refund' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'change address' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'track order' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38325", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Elena reports to Lucia.\n- Omar works for Ironwood Manufacturing.\n- Deshawn reports to Zoya.\n- Tessa works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Mateo reports to Deshawn.\n- Lucia works for Meridian Bank.\n- Mateo works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Cobalt Health is headquartered in Porto.\n- Beacon Insurance was founded in 1976.\n- Deshawn works for Beacon Insurance.\n- Cobalt Health was founded in 2001.\n- Meridian Bank is headquartered in Malmo.\n- Omar reports to Elena.\n- Anders works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1985.\n- Zoya works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Turku.\n- Zoya reports to Tessa.\n- Tessa reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Porto", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38326", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Basel.\n- Wren works for Summit Energy.\n- Tobias reports to Ravi.\n- Ravi works for Ironwood Manufacturing.\n- Emeka reports to Leila.\n- Bruno works for Ironwood Manufacturing.\n- Aisha reports to Mateo.\n- Dmitri reports to Omar.\n- Ingrid reports to Bruno.\n- Ironwood Manufacturing is headquartered in Austin.\n- Beacon Insurance was founded in 1980.\n- Tobias works for Crescent Telecom.\n- Ingrid works for Summit Energy.\n- Dmitri works for Beacon Insurance.\n- Crescent Telecom was founded in 1985.\n- Bruno reports to Aisha.\n- Leila works for Beacon Insurance.\n- Ravi reports to Ingrid.\n- Wren reports to Sanne.\n- Mateo works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Emeka works for Crescent Telecom.\n- Leila reports to Dmitri.\n- Sanne reports to Emeka.\n- Beacon Insurance is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1984.\n- Crescent Telecom is headquartered in Austin.\n- Mateo reports to Wren.\n- Aisha works for Ironwood Manufacturing.\n- Summit Energy was founded in 1986.\n- Omar works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1985", "2": "1980", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38327", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 13 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 16 May 2023): For employees hired on or after 16 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 13 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-7923: employee Nadia T., hired 01 December 2020, separated 15 August 2023 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-7923?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-7923 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38328", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Porto.\n- Elena works for Pinnacle Software.\n- Lattice Analytics was founded in 2001.\n- Chiara works for Lattice Analytics.\n- Wren reports to Mei.\n- Pinnacle Software is headquartered in Porto.\n- Elena reports to Tobias.\n- Mei works for Atlas Freight.\n- Tobias works for Lattice Analytics.\n- Ravi reports to Emeka.\n- Atlas Freight was founded in 1988.\n- Pinnacle Software was founded in 2007.\n- Tobias reports to Ravi.\n- Atlas Freight is headquartered in Brno.\n- Mei reports to Priya.\n- Chiara reports to Elena.\n- Ironwood Manufacturing was founded in 1981.\n- Priya reports to Chiara.\n- Emeka works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Brno.\n- Priya works for Atlas Freight.\n- Wren works for Pinnacle Software.\n- Ravi works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38329", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 29 June 2025): For employees hired on or after 29 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3578: employee Priya A., hired 22 February 2022, separated 10 May 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3578?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3578 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38330", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Cedar Retail Group.\n- Bruno reports to Mei.\n- Helios Logistics was founded in 1981.\n- Amara reports to Wren.\n- Fernhill Foods is headquartered in Austin.\n- Elena works for Fernhill Foods.\n- Viktor reports to Elena.\n- Amara works for Cedar Retail Group.\n- Crescent Telecom is headquartered in Cork.\n- Cedar Retail Group was founded in 1995.\n- Viktor works for Helios Logistics.\n- Elena reports to Amara.\n- Helios Logistics is headquartered in Ghent.\n- Tessa works for Helios Logistics.\n- Crescent Telecom was founded in 1981.\n- Wren works for Fernhill Foods.\n- Wren reports to Anders.\n- Cedar Retail Group is headquartered in Ghent.\n- Anders reports to Tessa.\n- Bruno works for Helios Logistics.\n- Fernhill Foods was founded in 2009.\n- Mei works for Fernhill Foods.\n- Tessa reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1990", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38331", "family": "intent_v3", "state": "Incoming billing message:\n\"Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Payment Plan — asks to split a balance into installments", "2": "Update Card — wants payment details changed", "3": "Invoice Copy — requests a receipt or invoice", "4": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38332", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "freeze_card", "1": "open_account", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38333", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Kenji.\n- Cobalt Health is headquartered in Nagoya.\n- Emeka reports to Tessa.\n- Tessa works for Northwind Systems.\n- Zoya reports to Chiara.\n- Ingrid works for Helios Logistics.\n- Emeka works for Helios Logistics.\n- Zoya works for Cobalt Health.\n- Tessa reports to Hana.\n- Chiara reports to Yuki.\n- Northwind Systems is headquartered in Malmo.\n- Hana works for Northwind Systems.\n- Yuki works for Northwind Systems.\n- Northwind Systems was founded in 1987.\n- Atlas Freight is headquartered in Malmo.\n- Helios Logistics is headquartered in Nagoya.\n- Kenji works for Atlas Freight.\n- Helios Logistics was founded in 2000.\n- Kenji reports to Ingrid.\n- Yuki reports to Emeka.\n- Chiara works for Cobalt Health.\n- Atlas Freight was founded in 1997.\n- Cobalt Health was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1985", "2": "1988", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38334", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Northwind Systems is headquartered in Halifax.\n- Zoya works for Northwind Systems.\n- Ingrid works for Pinnacle Software.\n- Yuki reports to Elena.\n- Aisha works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pablo reports to Bruno.\n- Deshawn reports to Zoya.\n- Zoya reports to Ingrid.\n- Elena reports to Wren.\n- Nadia reports to Aisha.\n- Pinnacle Software was founded in 1984.\n- Nadia works for Cedar Retail Group.\n- Vantage Air was founded in 1978.\n- Wren works for Vantage Air.\n- Bruno works for Northwind Systems.\n- Northwind Systems was founded in 1995.\n- Elena works for Pinnacle Software.\n- Pablo works for Vantage Air.\n- Aisha reports to Deshawn.\n- Wren reports to Pablo.\n- Deshawn works for Northwind Systems.\n- Bruno reports to Nadia.\n- Pinnacle Software is headquartered in Leeds.\n- Vantage Air is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Leeds", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38335", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-5 (VERSION 4, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9420: employee Priya M., hired 30 August 2022, separated 09 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9420?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "12 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38336", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38337", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Mara works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Austin.\n- Stefan works for Fernhill Foods.\n- Lucia works for Ironwood Manufacturing.\n- Pablo reports to Leila.\n- Tessa reports to Deshawn.\n- Dmitri works for Cobalt Health.\n- Fernhill Foods was founded in 1991.\n- Wren works for Cobalt Health.\n- Leila works for Fernhill Foods.\n- Deshawn reports to Pablo.\n- Atlas Freight was founded in 1992.\n- Emeka reports to Felix.\n- Cobalt Health was founded in 2008.\n- Callum works for Fernhill Foods.\n- Mara reports to Lucia.\n- Deshawn works for Atlas Freight.\n- Wren reports to Callum.\n- Atlas Freight is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1989.\n- Dmitri reports to Mara.\n- Cobalt Health is headquartered in Bergen.\n- Lucia reports to Emeka.\n- Ironwood Manufacturing is headquartered in Austin.\n- Felix reports to Stefan.\n- Emeka works for Fernhill Foods.\n- Stefan reports to Wren.\n- Callum reports to Tessa.\n- Pablo works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Porto", "2": "Bergen", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38338", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Bruno reports to Hana.\n- Meridian Bank was founded in 2001.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Viktor works for Ironwood Manufacturing.\n- Amara works for Pinnacle Software.\n- Aisha reports to Kenji.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Valencia.\n- Amara reports to Viktor.\n- Pinnacle Software is headquartered in Tampere.\n- Hana works for Pinnacle Software.\n- Tessa reports to Amara.\n- Meridian Bank is headquartered in Nagoya.\n- Hana reports to Dmitri.\n- Viktor reports to Bruno.\n- Bluepine Aviation was founded in 1993.\n- Tessa works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1994.\n- Dmitri reports to Aisha.\n- Pinnacle Software was founded in 1975.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1989", "2": "1992", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cobalt Health.\n- Nadia works for Atlas Freight.\n- Mei reports to Amara.\n- Tessa reports to Kenji.\n- Meridian Bank was founded in 2015.\n- Mei works for Pinnacle Software.\n- Atlas Freight is headquartered in Leeds.\n- Wren reports to Mei.\n- Tobias works for Atlas Freight.\n- Tessa works for Meridian Bank.\n- Tobias reports to Wren.\n- Lucia reports to Tessa.\n- Kenji reports to Jonas.\n- Jonas reports to Sanne.\n- Cobalt Health is headquartered in Cork.\n- Sanne reports to Tobias.\n- Pinnacle Software is headquartered in Leeds.\n- Cobalt Health was founded in 2002.\n- Jonas works for Atlas Freight.\n- Kenji works for Meridian Bank.\n- Meridian Bank is headquartered in Turku.\n- Atlas Freight was founded in 2011.\n- Amara works for Cobalt Health.\n- Wren works for Meridian Bank.\n- Pinnacle Software was founded in 2006.\n- Sanne works for Atlas Freight.\n- Amara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38340", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'org question' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Stefan.\n- Ingrid reports to Elena.\n- Hana works for Cedar Retail Group.\n- Fernhill Foods was founded in 1983.\n- Stefan reports to Mei.\n- Hana reports to Pablo.\n- Ingrid works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Leeds.\n- Cobalt Health was founded in 2007.\n- Stefan works for Meridian Bank.\n- Mateo reports to Leila.\n- Meridian Bank was founded in 1996.\n- Fernhill Foods is headquartered in Porto.\n- Leila works for Cedar Retail Group.\n- Pablo works for Fernhill Foods.\n- Mateo works for Cobalt Health.\n- Elena works for Cedar Retail Group.\n- Meridian Bank is headquartered in Leeds.\n- Cobalt Health is headquartered in Porto.\n- Cedar Retail Group was founded in 2004.\n- Leila reports to Ingrid.\n- Elena reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2010", "3": "2007"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38342", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Omar reports to Ravi.\n- Meridian Bank was founded in 2011.\n- Beacon Insurance was founded in 2006.\n- Fernhill Foods is headquartered in Bergen.\n- Viktor reports to Sofia.\n- Ingrid reports to Leila.\n- Ravi works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Cedar Retail Group is headquartered in Halifax.\n- Deshawn works for Meridian Bank.\n- Deshawn reports to Tessa.\n- Sofia reports to Omar.\n- Meridian Bank is headquartered in Adelaide.\n- Ravi reports to Ingrid.\n- Ingrid works for Cedar Retail Group.\n- Viktor works for Meridian Bank.\n- Cedar Retail Group was founded in 2012.\n- Leila works for Meridian Bank.\n- Fernhill Foods was founded in 1987.\n- Tessa reports to Viktor.\n- Beacon Insurance is headquartered in Halifax.\n- Tessa works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Meridian Bank", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38343", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reroute", "1": "report_delay", "2": "file_claim", "3": "schedule_pickup", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38344", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38345", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 31 October 2023): For employees hired on or after 31 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2197: employee Jonas K., hired 17 February 2020, separated 12 May 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2197?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2197 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38346", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY RET-4 (VERSION 7, EFFECTIVE 14 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 02 February 2023): For employees hired on or after 02 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 14 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-4650: employee Elena R., hired 27 December 2019, separated 20 July 2023 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-4650?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-4650 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38347", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Check Status — asks flight status", "2": "Claim Luggage — reports lost baggage", "3": "Book Flight — books airfare", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38348", "family": "intent_hardneg", "state": "Incoming hr message:\n\"switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38349", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38350", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-4247: employee Felix A., hired 20 March 2025, separated 10 November 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-4247?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-4247 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38351", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Cancel Trip — cancels a booking", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38352", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38353", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 06 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 06 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-6571: employee Deshawn A., hired 05 January 2021, separated 18 June 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-6571?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-6571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38354", "family": "intent_hardneg", "state": "Incoming banking message:\n\"transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "check_balance", "2": "freeze_card", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Beacon Insurance.\n- Cedar Retail Group was founded in 1990.\n- Helios Logistics was founded in 2010.\n- Kenji reports to Amara.\n- Deshawn works for Beacon Insurance.\n- Kenji works for Cedar Retail Group.\n- Beacon Insurance is headquartered in Turku.\n- Helios Logistics is headquartered in Bergen.\n- Zoya reports to Kenji.\n- Beacon Insurance was founded in 1980.\n- Anders reports to Zoya.\n- Sanne reports to Deshawn.\n- Meridian Bank was founded in 1998.\n- Wren works for Cedar Retail Group.\n- Zoya works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Brno.\n- Sanne works for Cedar Retail Group.\n- Amara works for Beacon Insurance.\n- Deshawn reports to Anders.\n- Leila works for Meridian Bank.\n- Leila reports to Sanne.\n- Amara reports to Wren.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Brno", "2": "Lyon", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38356", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38357", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to inspect logs or metrics", "2": "asks to revert a deploy", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38358", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Want my money back for 50832\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "request_refund", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38359", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_outage", "1": "install_software", "2": "deprovision", "3": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38360", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Book Appointment — books a visit", "1": "Referral — requests specialist referral", "2": "Refill Rx — requests medication refill", "3": "Test Results — asks for lab results", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38361", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong color sent on 45648 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'track order' handler", "3": "Route to the 'cancel order' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38362", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1993.\n- Lucia works for Cobalt Health.\n- Tessa reports to Zoya.\n- Cobalt Health is headquartered in Oslo.\n- Tessa works for Cobalt Health.\n- Vantage Air was founded in 2005.\n- Cedar Retail Group was founded in 2012.\n- Callum reports to Omar.\n- Stefan works for Cobalt Health.\n- Priya works for Vantage Air.\n- Dmitri reports to Stefan.\n- Hana works for Cobalt Health.\n- Vantage Air is headquartered in Ghent.\n- Zoya reports to Hana.\n- Lucia reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Cobalt Health was founded in 2012.\n- Cedar Retail Group is headquartered in Valencia.\n- Zoya works for Cobalt Health.\n- Meridian Bank is headquartered in Leeds.\n- Callum works for Vantage Air.\n- Omar works for Cobalt Health.\n- Jonas works for Cedar Retail Group.\n- Omar reports to Priya.\n- Priya reports to Jonas.\n- Hana reports to Lucia.\n- Stefan reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Leeds", "2": "Ghent", "3": "Oslo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38363", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to send money", "1": "asks to open a new account", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38364", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-3 (VERSION 4, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 30 March 2023): For employees hired on or after 30 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8046: employee Mara K., hired 31 December 2019, separated 25 February 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8046?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38365", "family": "intent_v3", "state": "Incoming support message:\n\"Tracking for 92564 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Track Order — asks where an existing order is", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Exchange Item — wants a different size/color/variant", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38366", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'file claim' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'quote request' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38367", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants to end recurring billing", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38368", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY RET-5 (VERSION 7, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 May 2025): For employees hired on or after 11 May 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2560: employee Deshawn B., hired 16 December 2022, separated 10 January 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-5-2025-2560 under the controlling rules.", "criteria": {"0": "$7,750", "1": "$9,750", "2": "$9,688", "3": "$42,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2560 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38369", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1989.\n- Zoya works for Meridian Bank.\n- Nadia works for Northwind Systems.\n- Mateo reports to Elena.\n- Elena works for Meridian Bank.\n- Northwind Systems was founded in 2003.\n- Emeka works for Fernhill Foods.\n- Mateo works for Fernhill Foods.\n- Ingrid reports to Zoya.\n- Helios Logistics is headquartered in Tallinn.\n- Sanne reports to Felix.\n- Northwind Systems is headquartered in Tallinn.\n- Helios Logistics was founded in 1981.\n- Hana works for Meridian Bank.\n- Anders reports to Emeka.\n- Emeka reports to Sofia.\n- Sofia works for Helios Logistics.\n- Ingrid works for Fernhill Foods.\n- Felix works for Meridian Bank.\n- Zoya reports to Nadia.\n- Nadia reports to Mateo.\n- Anders works for Northwind Systems.\n- Mei works for Fernhill Foods.\n- Meridian Bank is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Malmo.\n- Sofia reports to Sanne.\n- Sanne works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Hana reports to Ingrid.\n- Felix reports to Mei.\n- Elena reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Malmo", "2": "Dunedin", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38370", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 7, EFFECTIVE 12 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 12 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-9044: employee Jonas M., hired 29 June 2023, separated 30 January 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-9-2026-9044 under the controlling rules.", "criteria": {"0": "$2,769", "1": "$11,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-9044 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38371", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 13 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 09 June 2024): For employees hired on or after 09 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 13 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9951: employee Mateo M., hired 22 September 2022, separated 07 September 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9951?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9951 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38372", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books a visit", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38373", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1978.\n- Pablo reports to Emeka.\n- Northwind Systems was founded in 2014.\n- Pablo works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Porto.\n- Crescent Telecom is headquartered in Porto.\n- Crescent Telecom was founded in 1983.\n- Felix works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Felix reports to Pablo.\n- Dmitri works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1977.\n- Kenji works for Ironwood Manufacturing.\n- Chiara reports to Felix.\n- Dmitri reports to Elena.\n- Emeka reports to Kenji.\n- Kenji reports to Dmitri.\n- Chiara works for Bluepine Aviation.\n- Emeka works for Northwind Systems.\n- Elena works for Northwind Systems.\n- Viktor reports to Chiara.\n- Bruno reports to Viktor.\n- Ironwood Manufacturing is headquartered in Porto.\n- Elena reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1972", "2": "1975", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38374", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 20 June 2025): For employees hired on or after 20 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-7930: employee Hana B., hired 14 April 2024, separated 04 October 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-9-2025-7930 under the controlling rules.", "criteria": {"0": "$8,654", "1": "$9,231", "2": "$9,731", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-7930 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38375", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Refill Rx — requests medication refill", "1": "Referral — requests specialist referral", "2": "Book Appointment — books a visit", "3": "Test Results — asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Kenji works for Bluepine Aviation.\n- Ingrid reports to Emeka.\n- Elena reports to Dmitri.\n- Kenji reports to Jonas.\n- Jonas works for Meridian Bank.\n- Ingrid works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Leila works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1976.\n- Sanne works for Meridian Bank.\n- Vantage Air was founded in 1981.\n- Bruno works for Ironwood Manufacturing.\n- Omar reports to Pablo.\n- Zoya works for Meridian Bank.\n- Ironwood Manufacturing was founded in 2000.\n- Pablo works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Elena works for Bluepine Aviation.\n- Bruno reports to Zoya.\n- Leila reports to Ingrid.\n- Jonas reports to Elena.\n- Vantage Air is headquartered in Turku.\n- Dmitri reports to Leila.\n- Bluepine Aviation was founded in 2009.\n- Ironwood Manufacturing is headquartered in Turku.\n- Sanne reports to Bruno.\n- Emeka works for Vantage Air.\n- Bluepine Aviation is headquartered in Cork.\n- Zoya reports to Kenji.\n- Emeka reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1974", "2": "1971", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38377", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2856: employee Tessa B., hired 24 March 2022, separated 14 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2856?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2856 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38378", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38379", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY RET-2 (VERSION 6, EFFECTIVE 01 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 01 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-3499: employee Emeka B., hired 07 June 2022, separated 28 February 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-3499?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-3499 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1987.\n- Meridian Bank was founded in 1984.\n- Bluepine Aviation was founded in 2010.\n- Tobias works for Cobalt Health.\n- Cobalt Health is headquartered in Brno.\n- Sanne works for Bluepine Aviation.\n- Helios Logistics is headquartered in Basel.\n- Omar reports to Lucia.\n- Amara reports to Jonas.\n- Hana works for Meridian Bank.\n- Mateo works for Cobalt Health.\n- Meridian Bank is headquartered in Brno.\n- Amara works for Helios Logistics.\n- Hana reports to Tobias.\n- Jonas works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Jonas reports to Mateo.\n- Bluepine Aviation is headquartered in Basel.\n- Lucia works for Meridian Bank.\n- Cobalt Health was founded in 1991.\n- Lucia reports to Hana.\n- Tobias reports to Amara.\n- Sanne reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Oslo", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38381", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-4 (VERSION 2, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4437: employee Deshawn M., hired 09 January 2023, separated 11 October 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2025-4437 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$6,300", "2": "$30,333", "3": "$9,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4437 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38382", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "grants system access", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38383", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Cobalt Health.\n- Omar works for Fernhill Foods.\n- Northwind Systems is headquartered in Austin.\n- Fernhill Foods is headquartered in Turku.\n- Viktor reports to Anders.\n- Viktor works for Helios Logistics.\n- Cobalt Health was founded in 1988.\n- Dmitri reports to Yuki.\n- Cobalt Health is headquartered in Turku.\n- Mara reports to Dmitri.\n- Northwind Systems was founded in 2003.\n- Omar reports to Mateo.\n- Yuki reports to Nadia.\n- Yuki works for Helios Logistics.\n- Nadia works for Northwind Systems.\n- Dmitri works for Fernhill Foods.\n- Mateo works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Fernhill Foods was founded in 1985.\n- Anders works for Cobalt Health.\n- Mateo reports to Viktor.\n- Helios Logistics was founded in 1984.\n- Nadia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38384", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-8 (VERSION 7, EFFECTIVE 07 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 15 March 2024): For employees hired on or after 15 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-1730: employee Pablo B., hired 29 July 2022, separated 13 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-1730?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-1730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38385", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-9 (VERSION 5, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-6481: employee Sanne K., hired 15 April 2021, separated 21 May 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-6481?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-6481 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38386", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments", "4": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38387", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 35938\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38388", "family": "intent_hardneg", "state": "Incoming banking message:\n\"balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "freeze_card", "2": "check_balance", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38389", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38390", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Priya.\n- Stefan reports to Mateo.\n- Atlas Freight was founded in 1996.\n- Priya works for Pinnacle Software.\n- Elena reports to Leila.\n- Leila works for Atlas Freight.\n- Meridian Bank is headquartered in Bergen.\n- Pinnacle Software is headquartered in Leeds.\n- Meridian Bank was founded in 1990.\n- Summit Energy is headquartered in Nagoya.\n- Elena works for Atlas Freight.\n- Yuki reports to Elena.\n- Callum reports to Yuki.\n- Callum works for Summit Energy.\n- Hana reports to Deshawn.\n- Summit Energy was founded in 2008.\n- Emeka works for Atlas Freight.\n- Viktor reports to Stefan.\n- Viktor works for Meridian Bank.\n- Omar reports to Emeka.\n- Yuki works for Pinnacle Software.\n- Emeka reports to Hana.\n- Deshawn reports to Callum.\n- Pinnacle Software was founded in 1975.\n- Stefan works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Mateo works for Summit Energy.\n- Omar works for Summit Energy.\n- Mateo reports to Omar.\n- Deshawn works for Pinnacle Software.\n- Atlas Freight is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Leeds", "2": "Bergen", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38391", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 02 November 2023): For employees hired on or after 02 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-4295: employee Omar S., hired 01 June 2020, separated 19 June 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-4295?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-4295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Sanne.\n- Emeka works for Vantage Air.\n- Emeka reports to Ingrid.\n- Sanne works for Vantage Air.\n- Fernhill Foods was founded in 2007.\n- Pinnacle Software is headquartered in Lyon.\n- Jonas reports to Mateo.\n- Pinnacle Software was founded in 1994.\n- Ingrid reports to Zoya.\n- Vantage Air is headquartered in Adelaide.\n- Omar works for Vantage Air.\n- Mateo works for Vantage Air.\n- Hana reports to Omar.\n- Hana works for Lattice Analytics.\n- Vantage Air was founded in 1991.\n- Zoya reports to Jonas.\n- Lattice Analytics is headquartered in Cork.\n- Zoya works for Pinnacle Software.\n- Ingrid works for Fernhill Foods.\n- Omar reports to Emeka.\n- Fernhill Foods is headquartered in Brno.\n- Lattice Analytics was founded in 1988.\n- Jonas works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Pinnacle Software", "2": "Lattice Analytics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Stefan.\n- Mei reports to Yuki.\n- Pinnacle Software was founded in 2010.\n- Bluepine Aviation was founded in 1978.\n- Wren works for Vantage Air.\n- Emeka works for Meridian Bank.\n- Dmitri reports to Emeka.\n- Yuki works for Vantage Air.\n- Pinnacle Software is headquartered in Tallinn.\n- Dmitri works for Bluepine Aviation.\n- Vantage Air is headquartered in Halifax.\n- Vantage Air was founded in 1979.\n- Stefan works for Meridian Bank.\n- Meridian Bank was founded in 1976.\n- Tobias works for Vantage Air.\n- Stefan reports to Mei.\n- Mei works for Vantage Air.\n- Yuki reports to Wren.\n- Bluepine Aviation is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Sanne works for Vantage Air.\n- Sanne reports to Dmitri.\n- Wren reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1971", "1": "1976", "2": "1979", "3": "1974"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38394", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "payment_plan", "3": "update_card", "4": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38395", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38396", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY TRV-3 (VERSION 2, EFFECTIVE 17 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 07 July 2023): For employees hired on or after 07 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 17 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2309: employee Bruno R., hired 05 June 2023, separated 05 February 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2025-2309 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$2,423", "2": "$10,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2309 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Summit Energy.\n- Fernhill Foods was founded in 1979.\n- Fernhill Foods is headquartered in Bergen.\n- Deshawn reports to Elena.\n- Chiara works for Fernhill Foods.\n- Mateo works for Helios Logistics.\n- Helios Logistics was founded in 1991.\n- Summit Energy is headquartered in Bergen.\n- Tobias reports to Pablo.\n- Zoya works for Summit Energy.\n- Mateo reports to Zoya.\n- Callum works for Pinnacle Software.\n- Pablo works for Fernhill Foods.\n- Ravi reports to Deshawn.\n- Ravi works for Fernhill Foods.\n- Pinnacle Software was founded in 1999.\n- Zoya reports to Tobias.\n- Pinnacle Software is headquartered in Bergen.\n- Pablo reports to Yuki.\n- Helios Logistics is headquartered in Bergen.\n- Tobias works for Summit Energy.\n- Yuki reports to Chiara.\n- Elena reports to Mateo.\n- Elena works for Helios Logistics.\n- Yuki works for Summit Energy.\n- Summit Energy was founded in 1975.\n- Chiara reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1977", "3": "1979"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38398", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-5 (VERSION 2, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-6714: employee Jonas S., hired 06 October 2023, separated 02 November 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-6714?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-6714 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38399", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Cobalt Health.\n- Mei reports to Viktor.\n- Sofia reports to Jonas.\n- Mateo reports to Omar.\n- Omar works for Beacon Insurance.\n- Helios Logistics is headquartered in Cork.\n- Bruno works for Cobalt Health.\n- Ravi reports to Callum.\n- Jonas reports to Elena.\n- Beacon Insurance is headquartered in Turku.\n- Cobalt Health was founded in 2010.\n- Deshawn works for Pinnacle Software.\n- Viktor reports to Yuki.\n- Pinnacle Software is headquartered in Cork.\n- Ravi works for Beacon Insurance.\n- Cobalt Health is headquartered in Cork.\n- Yuki reports to Sofia.\n- Beacon Insurance was founded in 1986.\n- Bruno reports to Mei.\n- Elena works for Helios Logistics.\n- Sofia works for Pinnacle Software.\n- Viktor works for Beacon Insurance.\n- Omar reports to Deshawn.\n- Deshawn reports to Ravi.\n- Jonas works for Cobalt Health.\n- Yuki works for Beacon Insurance.\n- Pinnacle Software was founded in 1993.\n- Helios Logistics was founded in 2010.\n- Callum reports to Bruno.\n- Mei works for Beacon Insurance.\n- Mateo works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38400", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "play_music", "1": "weather", "2": "control_lights", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38401", "family": "intent_hardneg", "state": "Incoming billing message:\n\"stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38402", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38403", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to text someone", "1": "asks to set a wake-up or reminder alarm", "2": "asks about weather", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38404", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Schedule Pickup — arranges a pickup", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38405", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-8 (VERSION 6, EFFECTIVE 11 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 09 June 2025): For employees hired on or after 09 June 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 11 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9013: employee Dmitri T., hired 10 February 2025, separated 15 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9013?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9013 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38406", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38407", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 24 July 2025): For employees hired on or after 24 July 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-2541: employee Stefan A., hired 08 April 2022, separated 02 December 2026 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-6-2025-2541 under the controlling rules.", "criteria": {"0": "$8,875", "1": "$38,458", "2": "$8,812", "3": "$9,375"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-2541 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38408", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Deprovision — removes access for a leaver", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Mateo.\n- Nadia works for Summit Energy.\n- Elena works for Cedar Retail Group.\n- Felix reports to Elena.\n- Stefan works for Summit Energy.\n- Cedar Retail Group is headquartered in Tallinn.\n- Ingrid reports to Nadia.\n- Leila works for Cobalt Health.\n- Elena reports to Leila.\n- Felix works for Cedar Retail Group.\n- Cobalt Health is headquartered in Tampere.\n- Nadia reports to Felix.\n- Cobalt Health was founded in 2010.\n- Pablo reports to Hana.\n- Leila reports to Stefan.\n- Pablo works for Lattice Analytics.\n- Cedar Retail Group was founded in 1999.\n- Summit Energy is headquartered in Dunedin.\n- Ingrid works for Cobalt Health.\n- Hana works for Cobalt Health.\n- Summit Energy was founded in 1994.\n- Mateo reports to Ingrid.\n- Mara works for Cobalt Health.\n- Lattice Analytics is headquartered in Tampere.\n- Mateo works for Summit Energy.\n- Lattice Analytics was founded in 2001.\n- Mara reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Tampere", "2": "Malmo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38410", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4927: employee Chiara T., hired 26 December 2020, separated 29 December 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4927?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38411", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem", "4": "Org Question — asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Atlas Freight.\n- Atlas Freight is headquartered in Ghent.\n- Helios Logistics is headquartered in Turku.\n- Tessa works for Beacon Insurance.\n- Beacon Insurance is headquartered in Brno.\n- Leila reports to Felix.\n- Leila works for Beacon Insurance.\n- Northwind Systems was founded in 1992.\n- Amara reports to Leila.\n- Atlas Freight was founded in 1984.\n- Lucia works for Northwind Systems.\n- Felix works for Atlas Freight.\n- Felix reports to Omar.\n- Beacon Insurance was founded in 1996.\n- Helios Logistics was founded in 2006.\n- Zoya works for Northwind Systems.\n- Omar works for Helios Logistics.\n- Northwind Systems is headquartered in Turku.\n- Lucia reports to Tessa.\n- Tessa reports to Amara.\n- Amara works for Atlas Freight.\n- Zoya reports to Anders.\n- Anders reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1991", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Bruno.\n- Felix reports to Kenji.\n- Kenji works for Vantage Air.\n- Helios Logistics was founded in 2013.\n- Ravi works for Northwind Systems.\n- Yuki reports to Felix.\n- Mei reports to Stefan.\n- Stefan works for Helios Logistics.\n- Leila reports to Ravi.\n- Felix works for Northwind Systems.\n- Fernhill Foods is headquartered in Brno.\n- Fernhill Foods was founded in 1984.\n- Vantage Air was founded in 1998.\n- Northwind Systems is headquartered in Brno.\n- Stefan reports to Dmitri.\n- Dmitri reports to Leila.\n- Northwind Systems was founded in 1994.\n- Elena reports to Mei.\n- Vantage Air is headquartered in Oslo.\n- Elena works for Fernhill Foods.\n- Kenji reports to Elena.\n- Helios Logistics is headquartered in Tampere.\n- Dmitri works for Fernhill Foods.\n- Mei works for Helios Logistics.\n- Yuki works for Helios Logistics.\n- Bruno works for Vantage Air.\n- Leila works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38414", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cobalt Health.\n- Meridian Bank is headquartered in Leeds.\n- Cobalt Health was founded in 1990.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Priya works for Meridian Bank.\n- Lattice Analytics is headquartered in Turku.\n- Dmitri reports to Tobias.\n- Anders reports to Callum.\n- Anders works for Lattice Analytics.\n- Tessa works for Cobalt Health.\n- Callum reports to Nadia.\n- Tessa reports to Stefan.\n- Pinnacle Software was founded in 2002.\n- Cobalt Health is headquartered in Dunedin.\n- Tobias reports to Anders.\n- Felix works for Lattice Analytics.\n- Dmitri works for Meridian Bank.\n- Nadia reports to Zoya.\n- Tobias works for Cobalt Health.\n- Callum works for Cobalt Health.\n- Stefan reports to Dmitri.\n- Meridian Bank was founded in 2001.\n- Felix reports to Tessa.\n- Zoya works for Cobalt Health.\n- Priya reports to Felix.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Dunedin", "2": "Turku", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38415", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 17 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 17 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-7644: employee Chiara M., hired 12 March 2021, separated 03 July 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-7644?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-7644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38416", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Cedar Retail Group.\n- Amara reports to Yuki.\n- Anders reports to Pablo.\n- Hana reports to Amara.\n- Pablo works for Fernhill Foods.\n- Fernhill Foods was founded in 1993.\n- Cedar Retail Group was founded in 2009.\n- Lucia reports to Hana.\n- Hana works for Cedar Retail Group.\n- Summit Energy was founded in 1975.\n- Summit Energy is headquartered in Valencia.\n- Mateo reports to Lucia.\n- Jonas works for Fernhill Foods.\n- Yuki reports to Anders.\n- Cobalt Health was founded in 1984.\n- Fernhill Foods is headquartered in Valencia.\n- Cobalt Health is headquartered in Valencia.\n- Yuki works for Fernhill Foods.\n- Jonas reports to Mateo.\n- Cedar Retail Group is headquartered in Malmo.\n- Amara works for Summit Energy.\n- Mateo works for Cedar Retail Group.\n- Anders works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2012", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38417", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Change Seat — changes seat assignment", "1": "Claim Luggage — reports lost baggage", "2": "Book Flight — books airfare", "3": "Cancel Trip — cancels a booking", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38418", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'cancel subscription' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38419", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Lucia.\n- Wren reports to Pablo.\n- Lattice Analytics was founded in 2003.\n- Ravi reports to Bruno.\n- Pablo works for Pinnacle Software.\n- Fernhill Foods was founded in 2006.\n- Elena works for Fernhill Foods.\n- Chiara reports to Wren.\n- Lucia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2006.\n- Deshawn works for Ironwood Manufacturing.\n- Bruno works for Lattice Analytics.\n- Jonas works for Ironwood Manufacturing.\n- Kenji works for Lattice Analytics.\n- Deshawn reports to Ravi.\n- Wren works for Pinnacle Software.\n- Fernhill Foods is headquartered in Valencia.\n- Lucia reports to Kenji.\n- Lattice Analytics is headquartered in Ghent.\n- Elena reports to Deshawn.\n- Pinnacle Software was founded in 2002.\n- Chiara works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Kenji reports to Elena.\n- Ravi works for Pinnacle Software.\n- Jonas reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2000", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38420", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Bruno.\n- Atlas Freight was founded in 2003.\n- Cobalt Health is headquartered in Tampere.\n- Hana works for Atlas Freight.\n- Tessa reports to Lucia.\n- Mara works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Bruno reports to Mara.\n- Callum reports to Hana.\n- Lucia works for Cobalt Health.\n- Summit Energy is headquartered in Turku.\n- Callum works for Bluepine Aviation.\n- Cobalt Health was founded in 2009.\n- Summit Energy was founded in 1993.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Halifax.\n- Tessa works for Cobalt Health.\n- Chiara reports to Omar.\n- Bluepine Aviation was founded in 2005.\n- Omar works for Atlas Freight.\n- Atlas Freight is headquartered in Turku.\n- Mara reports to Zoya.\n- Kenji reports to Tessa.\n- Hana reports to Chiara.\n- Zoya reports to Callum.\n- Chiara works for Atlas Freight.\n- Bruno works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Cobalt Health", "2": "Summit Energy", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38422", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38423", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY TRV-5 (VERSION 2, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 28 April 2024): For employees hired on or after 28 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-4371: employee Felix B., hired 07 January 2022, separated 30 August 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-4371?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-4371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38424", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 2, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 January 2023): For employees hired on or after 01 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8615: employee Mei R., hired 07 February 2020, separated 16 May 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8615?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38425", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "asks to freeze a card", "4": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38426", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks to open a new account", "3": "asks for account balance", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38427", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Reset Password — resets credentials", "1": "Deprovision — removes access for a leaver", "2": "Provision Access — grants system access", "3": "Report Outage — reports a system outage", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38428", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Jonas reports to Yuki.\n- Pablo works for Helios Logistics.\n- Emeka reports to Omar.\n- Yuki works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1976.\n- Amara works for Cobalt Health.\n- Emeka works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1996.\n- Omar works for Cobalt Health.\n- Felix reports to Jonas.\n- Elena reports to Ravi.\n- Aisha reports to Emeka.\n- Felix works for Cobalt Health.\n- Elena works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Fernhill Foods was founded in 1976.\n- Stefan works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Pablo reports to Amara.\n- Cobalt Health is headquartered in Basel.\n- Helios Logistics was founded in 1992.\n- Helios Logistics is headquartered in Basel.\n- Omar reports to Pablo.\n- Stefan reports to Elena.\n- Amara reports to Stefan.\n- Kenji works for Fernhill Foods.\n- Ravi reports to Kenji.\n- Yuki reports to Aisha.\n- Ravi works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Basel", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38429", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Mara works for Vantage Air.\n- Ravi works for Summit Energy.\n- Bruno reports to Hana.\n- Bluepine Aviation is headquartered in Austin.\n- Wren works for Helios Logistics.\n- Tessa works for Bluepine Aviation.\n- Vantage Air was founded in 2008.\n- Vantage Air is headquartered in Basel.\n- Tessa reports to Wren.\n- Mara reports to Bruno.\n- Sanne works for Bluepine Aviation.\n- Summit Energy is headquartered in Nagoya.\n- Hana reports to Sofia.\n- Helios Logistics is headquartered in Basel.\n- Sofia reports to Sanne.\n- Helios Logistics was founded in 2007.\n- Bluepine Aviation was founded in 1989.\n- Summit Energy was founded in 1979.\n- Wren reports to Mara.\n- Sanne reports to Ravi.\n- Bruno works for Summit Energy.\n- Hana works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Nagoya", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Lucia.\n- Emeka reports to Wren.\n- Emeka works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Ravi reports to Priya.\n- Pinnacle Software was founded in 1998.\n- Tessa works for Fernhill Foods.\n- Priya reports to Tessa.\n- Pinnacle Software is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Porto.\n- Lucia works for Pinnacle Software.\n- Wren reports to Mara.\n- Mara works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Adelaide.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Emeka.\n- Lucia reports to Elena.\n- Ravi works for Cedar Retail Group.\n- Fernhill Foods was founded in 1975.\n- Ironwood Manufacturing was founded in 1984.\n- Wren works for Fernhill Foods.\n- Cedar Retail Group was founded in 2012.\n- Fernhill Foods is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Halifax", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1985.\n- Omar works for Helios Logistics.\n- Stefan works for Cobalt Health.\n- Pablo works for Atlas Freight.\n- Dmitri works for Atlas Freight.\n- Helios Logistics is headquartered in Brno.\n- Omar reports to Anders.\n- Pablo reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Helios Logistics was founded in 1985.\n- Deshawn works for Cobalt Health.\n- Cobalt Health was founded in 1984.\n- Atlas Freight is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Anders reports to Dmitri.\n- Ingrid reports to Deshawn.\n- Ingrid works for Cobalt Health.\n- Dmitri reports to Stefan.\n- Stefan reports to Pablo.\n- Deshawn reports to Omar.\n- Cobalt Health is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1988", "2": "1980", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38432", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 7, EFFECTIVE 29 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-1308: employee Felix A., hired 04 December 2020, separated 25 January 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-1308?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-1308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Helios Logistics was founded in 1996.\n- Bruno reports to Elena.\n- Helios Logistics is headquartered in Oslo.\n- Hana reports to Sofia.\n- Elena works for Fernhill Foods.\n- Hana works for Helios Logistics.\n- Bruno works for Fernhill Foods.\n- Mara works for Fernhill Foods.\n- Cobalt Health was founded in 1991.\n- Sofia works for Fernhill Foods.\n- Nadia works for Meridian Bank.\n- Cobalt Health is headquartered in Lyon.\n- Meridian Bank is headquartered in Oslo.\n- Fernhill Foods was founded in 1993.\n- Elena reports to Nadia.\n- Yuki reports to Omar.\n- Mara reports to Hana.\n- Meridian Bank was founded in 2012.\n- Fernhill Foods is headquartered in Leeds.\n- Omar reports to Bruno.\n- Omar works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Lyon", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38434", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-3547: employee Emeka K., hired 22 April 2024, separated 08 May 2026 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2026-3547 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$2,500", "2": "$5,000", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-3547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38435", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_appointment", "1": "test_results", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38436", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-5 (VERSION 3, EFFECTIVE 30 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 06 September 2025): For employees hired on or after 06 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 30 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-3008: employee Zoya M., hired 20 March 2025, separated 19 July 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-3008?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-3008 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Viktor.\n- Viktor reports to Mei.\n- Ravi reports to Chiara.\n- Anders reports to Hana.\n- Hana works for Lattice Analytics.\n- Viktor works for Summit Energy.\n- Anders works for Summit Energy.\n- Mei works for Crescent Telecom.\n- Lattice Analytics was founded in 2004.\n- Hana reports to Leila.\n- Leila works for Lattice Analytics.\n- Ravi works for Crescent Telecom.\n- Summit Energy was founded in 1996.\n- Chiara reports to Felix.\n- Nadia reports to Mara.\n- Felix works for Fernhill Foods.\n- Nadia works for Crescent Telecom.\n- Leila reports to Ravi.\n- Chiara works for Crescent Telecom.\n- Fernhill Foods is headquartered in Ghent.\n- Mara reports to Anders.\n- Fernhill Foods was founded in 1985.\n- Lattice Analytics is headquartered in Halifax.\n- Crescent Telecom was founded in 2000.\n- Crescent Telecom is headquartered in Basel.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38438", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38439", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-6 (VERSION 3, EFFECTIVE 20 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 07 March 2024): For employees hired on or after 07 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 20 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-6301: employee Nadia R., hired 24 April 2023, separated 18 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-6301?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-6301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38440", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY EXP-8 (VERSION 3, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 17 April 2023): For employees hired on or after 17 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-7272: employee Priya A., hired 22 February 2023, separated 03 July 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-8-2025-7272 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$4,000", "2": "$1,000", "3": "$2,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-7272 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38441", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY RET-4 (VERSION 7, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 23 November 2023): For employees hired on or after 23 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7913: employee Dmitri R., hired 16 August 2022, separated 21 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7913?", "criteria": {"0": "24 weeks", "1": "13 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7913 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38442", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1998.\n- Leila works for Cobalt Health.\n- Hana reports to Leila.\n- Chiara works for Cobalt Health.\n- Northwind Systems was founded in 1991.\n- Chiara reports to Hana.\n- Ingrid works for Northwind Systems.\n- Bluepine Aviation was founded in 1991.\n- Lucia reports to Anders.\n- Crescent Telecom was founded in 2011.\n- Leila reports to Nadia.\n- Northwind Systems is headquartered in Basel.\n- Cobalt Health is headquartered in Brno.\n- Ingrid reports to Chiara.\n- Nadia reports to Lucia.\n- Bluepine Aviation is headquartered in Cork.\n- Anders reports to Bruno.\n- Lucia works for Bluepine Aviation.\n- Bruno works for Bluepine Aviation.\n- Nadia works for Northwind Systems.\n- Crescent Telecom is headquartered in Cork.\n- Hana works for Northwind Systems.\n- Anders works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Basel", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38443", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1975.\n- Leila works for Ironwood Manufacturing.\n- Leila reports to Ravi.\n- Callum reports to Dmitri.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Yuki works for Summit Energy.\n- Mara works for Pinnacle Software.\n- Ravi reports to Callum.\n- Mara reports to Tessa.\n- Bruno works for Pinnacle Software.\n- Tessa reports to Viktor.\n- Ironwood Manufacturing was founded in 1981.\n- Dmitri reports to Yuki.\n- Summit Energy was founded in 2014.\n- Pinnacle Software was founded in 1985.\n- Viktor works for Vantage Air.\n- Bruno reports to Leila.\n- Vantage Air is headquartered in Valencia.\n- Pinnacle Software is headquartered in Valencia.\n- Summit Energy is headquartered in Tampere.\n- Yuki reports to Emeka.\n- Ravi works for Ironwood Manufacturing.\n- Viktor reports to Bruno.\n- Tessa works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Emeka works for Pinnacle Software.\n- Callum works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Viktor.\n- Pinnacle Software is headquartered in Basel.\n- Lattice Analytics was founded in 1994.\n- Nadia reports to Yuki.\n- Yuki works for Vantage Air.\n- Crescent Telecom is headquartered in Oslo.\n- Sofia works for Crescent Telecom.\n- Sanne reports to Priya.\n- Tobias reports to Pablo.\n- Pinnacle Software was founded in 2009.\n- Vantage Air is headquartered in Basel.\n- Tobias works for Crescent Telecom.\n- Priya reports to Nadia.\n- Crescent Telecom was founded in 1983.\n- Viktor reports to Tobias.\n- Sanne works for Pinnacle Software.\n- Vantage Air was founded in 2014.\n- Pablo works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Priya works for Lattice Analytics.\n- Lattice Analytics is headquartered in Austin.\n- Viktor works for Vantage Air.\n- Pablo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38445", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 31 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 June 2024): For employees hired on or after 01 June 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 31 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3100: employee Mara T., hired 14 June 2021, separated 02 January 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3100?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3100 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38447", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payment_plan", "1": "cancel_subscription", "2": "dispute_charge", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38448", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "rotate_keys", "3": "rollback", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Deshawn.\n- Summit Energy was founded in 1987.\n- Tobias reports to Elena.\n- Summit Energy is headquartered in Tallinn.\n- Vantage Air was founded in 1995.\n- Crescent Telecom was founded in 1975.\n- Elena reports to Lucia.\n- Kenji works for Vantage Air.\n- Sofia reports to Sanne.\n- Lucia works for Crescent Telecom.\n- Sanne reports to Bruno.\n- Northwind Systems is headquartered in Dunedin.\n- Amara works for Crescent Telecom.\n- Elena works for Northwind Systems.\n- Crescent Telecom is headquartered in Nagoya.\n- Bruno works for Summit Energy.\n- Amara reports to Priya.\n- Northwind Systems was founded in 1996.\n- Tobias works for Northwind Systems.\n- Sofia works for Summit Energy.\n- Sanne works for Northwind Systems.\n- Vantage Air is headquartered in Lyon.\n- Lucia reports to Amara.\n- Deshawn reports to Tobias.\n- Priya works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Kenji reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Dunedin", "2": "Tallinn", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38450", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-4 (VERSION 6, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 10 May 2024): For employees hired on or after 10 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-2220: employee Aisha A., hired 20 March 2023, separated 27 August 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-2220?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-2220 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38451", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Meridian Bank.\n- Atlas Freight is headquartered in Tallinn.\n- Anders works for Helios Logistics.\n- Callum reports to Chiara.\n- Zoya works for Cobalt Health.\n- Chiara works for Atlas Freight.\n- Zoya reports to Callum.\n- Kenji reports to Zoya.\n- Meridian Bank was founded in 1996.\n- Kenji works for Atlas Freight.\n- Ravi reports to Anders.\n- Helios Logistics was founded in 1982.\n- Leila reports to Tessa.\n- Cobalt Health is headquartered in Brno.\n- Anders reports to Leila.\n- Meridian Bank is headquartered in Tallinn.\n- Cobalt Health was founded in 1990.\n- Tessa works for Atlas Freight.\n- Helios Logistics is headquartered in Tallinn.\n- Chiara reports to Ravi.\n- Callum works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Atlas Freight was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Helios Logistics", "2": "Meridian Bank", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38452", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Emeka.\n- Priya works for Fernhill Foods.\n- Elena reports to Mara.\n- Chiara reports to Tobias.\n- Emeka works for Summit Energy.\n- Fernhill Foods is headquartered in Cork.\n- Summit Energy was founded in 1984.\n- Fernhill Foods was founded in 1998.\n- Ironwood Manufacturing was founded in 1991.\n- Summit Energy is headquartered in Cork.\n- Chiara works for Lattice Analytics.\n- Lattice Analytics was founded in 2003.\n- Priya reports to Ingrid.\n- Lattice Analytics is headquartered in Nagoya.\n- Elena works for Fernhill Foods.\n- Sofia works for Lattice Analytics.\n- Sofia reports to Chiara.\n- Tobias works for Summit Energy.\n- Mara works for Lattice Analytics.\n- Ingrid works for Ironwood Manufacturing.\n- Mara reports to Sofia.\n- Tobias reports to Priya.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1979", "1": "1987", "2": "1982", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38453", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "wants to end recurring billing", "1": "wants payment details changed", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge", "4": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38454", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Provision Access — grants system access", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38455", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "freeze_card", "1": "wire_transfer", "2": "open_account", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1977.\n- Helios Logistics was founded in 2007.\n- Viktor reports to Mei.\n- Mei reports to Leila.\n- Zoya works for Vantage Air.\n- Felix reports to Mateo.\n- Mei works for Fernhill Foods.\n- Nadia works for Helios Logistics.\n- Leila works for Vantage Air.\n- Nadia reports to Felix.\n- Fernhill Foods is headquartered in Cork.\n- Zoya reports to Viktor.\n- Northwind Systems is headquartered in Malmo.\n- Fernhill Foods was founded in 1990.\n- Felix works for Northwind Systems.\n- Northwind Systems was founded in 1975.\n- Vantage Air is headquartered in Malmo.\n- Mateo reports to Omar.\n- Helios Logistics is headquartered in Cork.\n- Omar works for Helios Logistics.\n- Leila reports to Nadia.\n- Mateo works for Fernhill Foods.\n- Viktor works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Leeds", "2": "Bergen", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38457", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "restart_service", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38458", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Cobalt Health.\n- Omar works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Austin.\n- Bruno works for Meridian Bank.\n- Felix reports to Emeka.\n- Meridian Bank is headquartered in Oslo.\n- Lattice Analytics was founded in 2013.\n- Amara reports to Sanne.\n- Cobalt Health is headquartered in Turku.\n- Tobias reports to Bruno.\n- Viktor reports to Omar.\n- Lattice Analytics is headquartered in Tallinn.\n- Felix works for Bluepine Aviation.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1980.\n- Omar reports to Amara.\n- Mei reports to Dmitri.\n- Viktor works for Lattice Analytics.\n- Tobias works for Cobalt Health.\n- Bluepine Aviation was founded in 1986.\n- Emeka works for Meridian Bank.\n- Meridian Bank was founded in 1995.\n- Mei works for Lattice Analytics.\n- Amara works for Meridian Bank.\n- Sanne reports to Tobias.\n- Bruno reports to Felix.\n- Dmitri reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38459", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-3 (VERSION 4, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-4908: employee Lucia T., hired 21 January 2021, separated 06 September 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-4908?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-4908 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 1987.\n- Northwind Systems is headquartered in Nagoya.\n- Elena works for Crescent Telecom.\n- Pinnacle Software is headquartered in Bergen.\n- Ravi reports to Mateo.\n- Tobias reports to Wren.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Amara reports to Leila.\n- Crescent Telecom is headquartered in Lyon.\n- Mateo works for Pinnacle Software.\n- Crescent Telecom was founded in 1989.\n- Ravi works for Northwind Systems.\n- Mateo reports to Tobias.\n- Leila works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1987.\n- Elena reports to Amara.\n- Leila reports to Ravi.\n- Wren works for Northwind Systems.\n- Pablo reports to Elena.\n- Amara works for Pinnacle Software.\n- Northwind Systems was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Lyon", "2": "Austin", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38461", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "Reroute — changes a shipment destination", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38462", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 15201 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "exchange_item", "1": "change_address", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38463", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Callum.\n- Cobalt Health is headquartered in Turku.\n- Mara works for Summit Energy.\n- Callum reports to Hana.\n- Omar works for Bluepine Aviation.\n- Mei reports to Nadia.\n- Nadia works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2006.\n- Elena reports to Mara.\n- Bluepine Aviation was founded in 2015.\n- Cobalt Health was founded in 1995.\n- Elena works for Bluepine Aviation.\n- Tessa works for Cedar Retail Group.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Turku.\n- Bruno reports to Mei.\n- Hana works for Summit Energy.\n- Jonas reports to Tessa.\n- Nadia reports to Elena.\n- Sanne works for Bluepine Aviation.\n- Bruno works for Summit Energy.\n- Hana reports to Jonas.\n- Summit Energy was founded in 2012.\n- Mateo works for Cobalt Health.\n- Sanne reports to Bruno.\n- Tessa reports to Sanne.\n- Omar reports to Mateo.\n- Bluepine Aviation is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Summit Energy", "2": "Cobalt Health", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38464", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 6, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 September 2023): For employees hired on or after 15 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-9033: employee Amara R., hired 10 July 2023, separated 19 October 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-9033?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-9033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38465", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Mara reports to Wren.\n- Pinnacle Software was founded in 2014.\n- Callum works for Pinnacle Software.\n- Yuki works for Northwind Systems.\n- Yuki reports to Kenji.\n- Felix works for Pinnacle Software.\n- Northwind Systems is headquartered in Ghent.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 2006.\n- Wren reports to Callum.\n- Mara works for Crescent Telecom.\n- Felix reports to Lucia.\n- Wren works for Crescent Telecom.\n- Lattice Analytics was founded in 1998.\n- Kenji works for Crescent Telecom.\n- Northwind Systems was founded in 1984.\n- Callum reports to Tobias.\n- Pinnacle Software is headquartered in Lyon.\n- Lucia reports to Mara.\n- Tobias works for Pinnacle Software.\n- Kenji reports to Felix.\n- Lattice Analytics is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2006", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38466", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "scale_up", "2": "restart_service", "3": "rollback", "4": "rotate_keys"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1991.\n- Yuki works for Crescent Telecom.\n- Yuki reports to Ravi.\n- Omar works for Pinnacle Software.\n- Summit Energy is headquartered in Turku.\n- Ravi works for Meridian Bank.\n- Pinnacle Software is headquartered in Oslo.\n- Nadia reports to Mara.\n- Kenji reports to Zoya.\n- Zoya works for Meridian Bank.\n- Mara works for Summit Energy.\n- Callum reports to Viktor.\n- Mara reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Omar reports to Nadia.\n- Summit Energy was founded in 1975.\n- Anders works for Pinnacle Software.\n- Deshawn reports to Anders.\n- Wren works for Summit Energy.\n- Ravi reports to Wren.\n- Pinnacle Software was founded in 1997.\n- Meridian Bank was founded in 1997.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Cork.\n- Viktor reports to Yuki.\n- Callum works for Meridian Bank.\n- Nadia works for Summit Energy.\n- Wren reports to Omar.\n- Zoya reports to Callum.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Cork", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38468", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2010.\n- Ingrid works for Pinnacle Software.\n- Fernhill Foods is headquartered in Leeds.\n- Ingrid reports to Leila.\n- Beacon Insurance was founded in 1996.\n- Amara works for Beacon Insurance.\n- Pinnacle Software was founded in 1976.\n- Mara works for Fernhill Foods.\n- Sofia works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 2010.\n- Mara reports to Pablo.\n- Ironwood Manufacturing is headquartered in Porto.\n- Pablo works for Ironwood Manufacturing.\n- Leila reports to Tobias.\n- Leila works for Fernhill Foods.\n- Pablo reports to Amara.\n- Amara reports to Priya.\n- Beacon Insurance is headquartered in Tallinn.\n- Priya works for Beacon Insurance.\n- Priya reports to Sofia.\n- Pinnacle Software is headquartered in Porto.\n- Sofia reports to Ingrid.\n- Tobias works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2008", "2": "2005", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38469", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-9776: employee Aisha T., hired 18 January 2021, separated 19 September 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-9776?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-9776 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38470", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancels a booking", "1": "asks flight status", "2": "books airfare", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38471", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38472", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY EXP-7 (VERSION 4, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-1651: employee Priya K., hired 16 June 2020, separated 20 December 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-1651?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-1651 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38473", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: My paycheck is missing overtime\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Sofia.\n- Tobias works for Summit Energy.\n- Pinnacle Software is headquartered in Adelaide.\n- Tessa works for Bluepine Aviation.\n- Wren reports to Priya.\n- Bluepine Aviation is headquartered in Oslo.\n- Anders works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Priya works for Bluepine Aviation.\n- Priya reports to Aisha.\n- Chiara reports to Tessa.\n- Bluepine Aviation was founded in 1978.\n- Sofia works for Pinnacle Software.\n- Omar reports to Mateo.\n- Pinnacle Software was founded in 2000.\n- Crescent Telecom was founded in 1983.\n- Elena works for Pinnacle Software.\n- Mateo works for Pinnacle Software.\n- Tobias reports to Elena.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Aisha works for Crescent Telecom.\n- Summit Energy was founded in 2010.\n- Yuki reports to Omar.\n- Tessa reports to Yuki.\n- Crescent Telecom is headquartered in Cork.\n- Wren works for Crescent Telecom.\n- Mateo reports to Wren.\n- Sofia reports to Anders.\n- Omar works for Summit Energy.\n- Aisha reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38475", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38476", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Beacon Insurance.\n- Yuki works for Meridian Bank.\n- Tessa reports to Lucia.\n- Tobias reports to Emeka.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Jonas reports to Ravi.\n- Beacon Insurance was founded in 2006.\n- Atlas Freight was founded in 1996.\n- Pablo works for Crescent Telecom.\n- Emeka works for Atlas Freight.\n- Beacon Insurance is headquartered in Valencia.\n- Tobias works for Beacon Insurance.\n- Atlas Freight is headquartered in Turku.\n- Bruno works for Beacon Insurance.\n- Priya reports to Mateo.\n- Pablo reports to Jonas.\n- Zoya reports to Pablo.\n- Jonas works for Beacon Insurance.\n- Lucia works for Atlas Freight.\n- Lucia reports to Tobias.\n- Emeka reports to Priya.\n- Meridian Bank was founded in 2002.\n- Mateo reports to Bruno.\n- Meridian Bank is headquartered in Valencia.\n- Tessa works for Beacon Insurance.\n- Crescent Telecom was founded in 2000.\n- Priya works for Meridian Bank.\n- Bruno reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Ravi reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2004", "2": "2001", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38477", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 17 February 2024): For employees hired on or after 17 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2026-7201: employee Omar A., hired 20 June 2021, separated 15 July 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2026-7201?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2026-7201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Helios Logistics is headquartered in Leeds.\n- Elena reports to Chiara.\n- Chiara reports to Stefan.\n- Deshawn reports to Dmitri.\n- Elena works for Bluepine Aviation.\n- Yuki works for Bluepine Aviation.\n- Bruno reports to Nadia.\n- Meridian Bank was founded in 2004.\n- Chiara works for Meridian Bank.\n- Stefan reports to Hana.\n- Bluepine Aviation is headquartered in Lyon.\n- Priya reports to Ingrid.\n- Zoya reports to Yuki.\n- Stefan works for Lattice Analytics.\n- Bluepine Aviation was founded in 1989.\n- Meridian Bank is headquartered in Lyon.\n- Nadia reports to Priya.\n- Helios Logistics was founded in 2012.\n- Ingrid works for Bluepine Aviation.\n- Zoya works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Lattice Analytics is headquartered in Bergen.\n- Hana reports to Bruno.\n- Nadia works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Elena.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Priya works for Helios Logistics.\n- Yuki reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2002", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38479", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 25 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 December 2023): For employees hired on or after 24 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-8852: employee Sofia T., hired 12 January 2023, separated 22 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-8852?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-8852 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38480", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Check Logs — asks to inspect logs or metrics", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38481", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Hana.\n- Bluepine Aviation was founded in 1999.\n- Mara works for Bluepine Aviation.\n- Ravi reports to Anders.\n- Amara reports to Omar.\n- Nadia works for Bluepine Aviation.\n- Emeka reports to Callum.\n- Hana works for Cedar Retail Group.\n- Callum works for Vantage Air.\n- Omar reports to Tobias.\n- Elena works for Vantage Air.\n- Cedar Retail Group was founded in 1994.\n- Zoya reports to Mara.\n- Zoya works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Hana reports to Zoya.\n- Beacon Insurance is headquartered in Austin.\n- Vantage Air is headquartered in Austin.\n- Anders works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Austin.\n- Callum reports to Ravi.\n- Beacon Insurance was founded in 1986.\n- Tobias works for Beacon Insurance.\n- Nadia reports to Amara.\n- Amara works for Beacon Insurance.\n- Elena reports to Nadia.\n- Cedar Retail Group is headquartered in Dunedin.\n- Vantage Air was founded in 2006.\n- Ravi works for Bluepine Aviation.\n- Mara reports to Elena.\n- Omar works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cedar Retail Group", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38482", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "org_question", "1": "payroll_issue", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38483", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests specialist referral", "1": "requests medication refill", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38484", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1997.\n- Omar reports to Sanne.\n- Yuki works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Lyon.\n- Tobias works for Summit Energy.\n- Kenji works for Ironwood Manufacturing.\n- Zoya works for Atlas Freight.\n- Omar works for Ironwood Manufacturing.\n- Yuki reports to Mara.\n- Emeka reports to Leila.\n- Nadia reports to Pablo.\n- Nadia works for Ironwood Manufacturing.\n- Tobias reports to Amara.\n- Pablo reports to Tobias.\n- Ironwood Manufacturing was founded in 1990.\n- Pablo works for Atlas Freight.\n- Crescent Telecom was founded in 1981.\n- Kenji reports to Nadia.\n- Sanne reports to Emeka.\n- Zoya reports to Yuki.\n- Summit Energy was founded in 2005.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Leila reports to Kenji.\n- Amara works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka works for Atlas Freight.\n- Leila works for Crescent Telecom.\n- Amara reports to Zoya.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Summit Energy", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38485", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "file_claim", "2": "reroute", "3": "schedule_pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38486", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38487", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 09 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 12 June 2023): For employees hired on or after 12 June 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 09 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8031: employee Omar A., hired 13 May 2022, separated 14 October 2023 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-2-2025-8031 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$2,500", "3": "$1,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38488", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Open Account — asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38489", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 11 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 25 March 2024): For employees hired on or after 25 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 11 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4968: employee Mara M., hired 06 May 2021, separated 06 November 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4968?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4968 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Adelaide.\n- Ingrid works for Crescent Telecom.\n- Lucia reports to Dmitri.\n- Lucia works for Crescent Telecom.\n- Cedar Retail Group was founded in 1983.\n- Priya works for Cedar Retail Group.\n- Emeka works for Atlas Freight.\n- Emeka reports to Priya.\n- Crescent Telecom is headquartered in Ghent.\n- Ravi reports to Viktor.\n- Atlas Freight is headquartered in Adelaide.\n- Viktor reports to Ingrid.\n- Ingrid reports to Anders.\n- Priya reports to Ravi.\n- Dmitri reports to Emeka.\n- Northwind Systems is headquartered in Ghent.\n- Anders works for Cedar Retail Group.\n- Dmitri works for Cedar Retail Group.\n- Viktor works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2010.\n- Northwind Systems was founded in 2007.\n- Atlas Freight was founded in 2008.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Northwind Systems", "2": "Cedar Retail Group", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38491", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Org Question — asks about reporting structure", "2": "Request Leave — requests time off", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38492", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 28903 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38493", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38494", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Mei.\n- Callum reports to Aisha.\n- Ravi reports to Yuki.\n- Jonas reports to Callum.\n- Sofia works for Vantage Air.\n- Nadia works for Summit Energy.\n- Jonas works for Ironwood Manufacturing.\n- Sofia reports to Deshawn.\n- Summit Energy was founded in 2009.\n- Aisha works for Vantage Air.\n- Ironwood Manufacturing was founded in 1997.\n- Deshawn reports to Nadia.\n- Nadia reports to Tessa.\n- Tessa works for Vantage Air.\n- Summit Energy is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Cork.\n- Mei works for Cedar Retail Group.\n- Deshawn works for Summit Energy.\n- Vantage Air was founded in 2014.\n- Cedar Retail Group was founded in 1998.\n- Yuki works for Summit Energy.\n- Cedar Retail Group is headquartered in Dunedin.\n- Aisha reports to Ravi.\n- Ravi works for Cedar Retail Group.\n- Vantage Air is headquartered in Adelaide.\n- Callum works for Cedar Retail Group.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Bergen", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38495", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Cobalt Health.\n- Elena works for Cedar Retail Group.\n- Ingrid reports to Priya.\n- Cedar Retail Group was founded in 1987.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1982.\n- Elena reports to Mara.\n- Aisha works for Cedar Retail Group.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Austin.\n- Cedar Retail Group is headquartered in Austin.\n- Priya reports to Leila.\n- Leila works for Cedar Retail Group.\n- Nadia works for Cedar Retail Group.\n- Kenji reports to Lucia.\n- Ingrid works for Ironwood Manufacturing.\n- Lucia works for Cobalt Health.\n- Mara works for Ironwood Manufacturing.\n- Mara reports to Aisha.\n- Lucia reports to Elena.\n- Priya works for Cobalt Health.\n- Cobalt Health is headquartered in Austin.\n- Leila reports to Yuki.\n- Kenji works for Cobalt Health.\n- Yuki reports to Bruno.\n- Nadia reports to Ravi.\n- Cobalt Health was founded in 1995.\n- Vantage Air was founded in 2002.\n- Ravi works for Cedar Retail Group.\n- Aisha reports to Nadia.\n- Ravi reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38496", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 6, EFFECTIVE 30 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 30 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8428: employee Anders B., hired 08 January 2021, separated 26 December 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8428?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8428 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38497", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Leila.\n- Mateo reports to Hana.\n- Meridian Bank was founded in 1994.\n- Fernhill Foods is headquartered in Porto.\n- Bruno reports to Sofia.\n- Leila works for Beacon Insurance.\n- Hana works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Meridian Bank is headquartered in Austin.\n- Bruno works for Fernhill Foods.\n- Beacon Insurance is headquartered in Austin.\n- Fernhill Foods was founded in 2002.\n- Beacon Insurance was founded in 2013.\n- Jonas reports to Mateo.\n- Anders reports to Bruno.\n- Sofia works for Fernhill Foods.\n- Ravi reports to Jonas.\n- Pinnacle Software is headquartered in Tampere.\n- Jonas works for Meridian Bank.\n- Pinnacle Software was founded in 2012.\n- Mateo works for Pinnacle Software.\n- Leila reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Porto", "2": "Brno", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38498", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'play music' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Tampere.\n- Lucia works for Ironwood Manufacturing.\n- Emeka reports to Nadia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Chiara works for Vantage Air.\n- Ravi reports to Tobias.\n- Hana works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Lattice Analytics was founded in 1986.\n- Nadia works for Ironwood Manufacturing.\n- Nadia reports to Stefan.\n- Hana reports to Ravi.\n- Chiara reports to Elena.\n- Stefan works for Lattice Analytics.\n- Tobias reports to Emeka.\n- Tobias works for Lattice Analytics.\n- Northwind Systems was founded in 2011.\n- Vantage Air was founded in 1976.\n- Tessa reports to Bruno.\n- Tessa works for Ironwood Manufacturing.\n- Ravi works for Vantage Air.\n- Yuki reports to Hana.\n- Bruno works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Stefan reports to Lucia.\n- Elena works for Vantage Air.\n- Elena reports to Tessa.\n- Lucia reports to Chiara.\n- Vantage Air is headquartered in Valencia.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Valencia", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38500", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2012.\n- Felix reports to Tobias.\n- Fernhill Foods was founded in 2002.\n- Felix works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Mateo reports to Sofia.\n- Pablo reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Chiara.\n- Chiara reports to Mateo.\n- Emeka works for Meridian Bank.\n- Pablo works for Vantage Air.\n- Deshawn works for Cobalt Health.\n- Hana reports to Elena.\n- Chiara works for Fernhill Foods.\n- Mateo works for Meridian Bank.\n- Elena reports to Felix.\n- Sofia reports to Deshawn.\n- Elena works for Cobalt Health.\n- Cobalt Health is headquartered in Turku.\n- Bruno reports to Pablo.\n- Emeka reports to Hana.\n- Vantage Air is headquartered in Tampere.\n- Meridian Bank was founded in 2008.\n- Fernhill Foods is headquartered in Turku.\n- Tobias reports to Bruno.\n- Hana works for Meridian Bank.\n- Tobias works for Meridian Bank.\n- Sofia works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Vantage Air was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2012", "1": "2015", "2": "2010", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38501", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-9 (VERSION 6, EFFECTIVE 07 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 15 October 2023): For employees hired on or after 15 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9764: employee Amara B., hired 16 October 2021, separated 07 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9764?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38502", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Set Timer — asks for a countdown timer", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38503", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "install_software", "2": "provision_access", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38504", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Atlas Freight.\n- Nadia works for Atlas Freight.\n- Atlas Freight is headquartered in Cork.\n- Beacon Insurance is headquartered in Austin.\n- Northwind Systems is headquartered in Basel.\n- Stefan reports to Nadia.\n- Sanne works for Northwind Systems.\n- Felix reports to Tobias.\n- Beacon Insurance was founded in 1996.\n- Wren works for Northwind Systems.\n- Mei reports to Zoya.\n- Cobalt Health was founded in 2006.\n- Northwind Systems was founded in 1986.\n- Sanne reports to Stefan.\n- Zoya works for Northwind Systems.\n- Nadia reports to Wren.\n- Stefan works for Cobalt Health.\n- Cobalt Health is headquartered in Cork.\n- Wren reports to Felix.\n- Tobias reports to Mei.\n- Felix works for Beacon Insurance.\n- Atlas Freight was founded in 1994.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1997", "2": "1989", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38507", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-5 (VERSION 7, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 February 2025): For employees hired on or after 09 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-6656: employee Mei A., hired 18 July 2022, separated 13 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-6656?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-6656 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38508", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "asks about insurance coverage", "3": "requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38509", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_subscription", "1": "payment_plan", "2": "update_card", "3": "dispute_charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38510", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Turku.\n- Wren reports to Bruno.\n- Northwind Systems is headquartered in Nagoya.\n- Cobalt Health is headquartered in Nagoya.\n- Ingrid works for Summit Energy.\n- Viktor works for Northwind Systems.\n- Leila reports to Hana.\n- Cedar Retail Group was founded in 1997.\n- Stefan reports to Viktor.\n- Deshawn works for Cedar Retail Group.\n- Ingrid reports to Deshawn.\n- Bruno reports to Stefan.\n- Wren works for Cedar Retail Group.\n- Summit Energy is headquartered in Turku.\n- Northwind Systems was founded in 1975.\n- Stefan works for Summit Energy.\n- Bruno works for Cedar Retail Group.\n- Hana works for Summit Energy.\n- Cobalt Health was founded in 1995.\n- Deshawn reports to Wren.\n- Leila works for Cobalt Health.\n- Viktor reports to Leila.\n- Summit Energy was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Dunedin", "2": "Adelaide", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Nadia.\n- Bluepine Aviation was founded in 2006.\n- Wren works for Helios Logistics.\n- Mara reports to Ingrid.\n- Mei reports to Anders.\n- Chiara reports to Callum.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Vantage Air is headquartered in Tampere.\n- Priya reports to Lucia.\n- Nadia works for Helios Logistics.\n- Vantage Air was founded in 2005.\n- Callum reports to Mei.\n- Bluepine Aviation is headquartered in Malmo.\n- Jonas works for Ironwood Manufacturing.\n- Priya works for Vantage Air.\n- Ingrid works for Ironwood Manufacturing.\n- Callum works for Vantage Air.\n- Jonas reports to Priya.\n- Ingrid reports to Jonas.\n- Ironwood Manufacturing was founded in 1993.\n- Nadia reports to Mara.\n- Mei works for Helios Logistics.\n- Lucia reports to Chiara.\n- Aisha works for Vantage Air.\n- Chiara works for Ironwood Manufacturing.\n- Anders reports to Wren.\n- Helios Logistics was founded in 1997.\n- Mara works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Porto.\n- Anders works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1988", "2": "1991", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38512", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-4 (VERSION 3, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 27 May 2025): For employees hired on or after 27 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6628: employee Mei S., hired 21 January 2025, separated 22 January 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6628?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6628 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38513", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 23 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 26 January 2024): For employees hired on or after 26 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9089: employee Emeka K., hired 25 August 2020, separated 28 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9089?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "24 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9089 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38514", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Elena.\n- Cobalt Health was founded in 2004.\n- Jonas works for Pinnacle Software.\n- Ravi works for Vantage Air.\n- Lucia reports to Deshawn.\n- Jonas reports to Lucia.\n- Pinnacle Software is headquartered in Nagoya.\n- Vantage Air is headquartered in Nagoya.\n- Pinnacle Software was founded in 1978.\n- Viktor works for Ironwood Manufacturing.\n- Ingrid works for Vantage Air.\n- Lucia works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1978.\n- Cobalt Health is headquartered in Leeds.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Deshawn reports to Sanne.\n- Elena works for Vantage Air.\n- Priya works for Cobalt Health.\n- Deshawn works for Ironwood Manufacturing.\n- Viktor reports to Ingrid.\n- Priya reports to Ravi.\n- Zoya works for Vantage Air.\n- Elena reports to Zoya.\n- Vantage Air was founded in 1981.\n- Zoya reports to Jonas.\n- Sanne works for Vantage Air.\n- Ingrid reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38515", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38516", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY REL-3 (VERSION 2, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 30 October 2023): For employees hired on or after 30 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3813: employee Ravi A., hired 16 December 2022, separated 05 June 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3813?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3813 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38517", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 05 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 18 October 2025): For employees hired on or after 18 October 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 05 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-5815: employee Zoya B., hired 22 September 2024, separated 13 December 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-5815?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-5815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38518", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Adelaide.\n- Northwind Systems is headquartered in Tampere.\n- Amara reports to Zoya.\n- Fernhill Foods is headquartered in Nagoya.\n- Lucia works for Helios Logistics.\n- Bruno reports to Deshawn.\n- Bluepine Aviation is headquartered in Adelaide.\n- Bluepine Aviation was founded in 2011.\n- Leila reports to Sofia.\n- Ingrid reports to Lucia.\n- Zoya works for Fernhill Foods.\n- Deshawn works for Helios Logistics.\n- Emeka works for Northwind Systems.\n- Dmitri works for Helios Logistics.\n- Dmitri reports to Aisha.\n- Northwind Systems was founded in 2004.\n- Emeka reports to Bruno.\n- Deshawn reports to Viktor.\n- Aisha works for Northwind Systems.\n- Lucia reports to Dmitri.\n- Sofia works for Helios Logistics.\n- Bruno works for Bluepine Aviation.\n- Ingrid works for Bluepine Aviation.\n- Sofia reports to Ingrid.\n- Leila works for Northwind Systems.\n- Zoya reports to Leila.\n- Viktor works for Helios Logistics.\n- Amara works for Bluepine Aviation.\n- Helios Logistics was founded in 1996.\n- Viktor reports to Amara.\n- Fernhill Foods was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Fernhill Foods", "2": "Northwind Systems", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38519", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"the freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38520", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-5 (VERSION 6, EFFECTIVE 04 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 03 March 2023): For employees hired on or after 03 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 04 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-7110: employee Sofia A., hired 23 September 2021, separated 27 June 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-7110?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-7110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Wren reports to Stefan.\n- Omar reports to Amara.\n- Bruno reports to Dmitri.\n- Emeka reports to Lucia.\n- Stefan reports to Elena.\n- Elena reports to Mara.\n- Amara reports to Viktor.\n- Emeka works for Lattice Analytics.\n- Viktor reports to Bruno.\n- Dmitri reports to Callum.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Mara works for Cobalt Health.\n- Callum reports to Wren.\n- Mara reports to Emeka.\n- Lattice Analytics is headquartered in Tallinn.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Lattice Analytics was founded in 2010.\n- Omar works for Ironwood Manufacturing.\n- Dmitri works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Cobalt Health was founded in 2011.\n- Ironwood Manufacturing was founded in 1991.\n- Wren works for Vantage Air.\n- Elena works for Ironwood Manufacturing.\n- Viktor works for Ironwood Manufacturing.\n- Vantage Air was founded in 1979.\n- Callum works for Cobalt Health.\n- Stefan works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2011", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38522", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 65564 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Request Refund — asks for money back on a purchase", "2": "Change Address — wants the delivery address updated", "3": "Exchange Item — wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38523", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-2 (VERSION 6, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 30 October 2025): For employees hired on or after 30 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8486: employee Felix T., hired 04 July 2025, separated 30 September 2026 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2026-8486 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$7,500", "2": "$7,200", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38524", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-3 (VERSION 2, EFFECTIVE 22 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 22 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-4932: employee Pablo S., hired 18 November 2022, separated 15 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-3-2025-4932 under the controlling rules.", "criteria": {"0": "$12,100", "1": "$12,600", "2": "$12,688", "3": "$54,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-4932 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38525", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tallinn.\n- Bluepine Aviation is headquartered in Austin.\n- Bluepine Aviation was founded in 2009.\n- Summit Energy was founded in 2012.\n- Lucia works for Summit Energy.\n- Omar works for Beacon Insurance.\n- Felix works for Cobalt Health.\n- Elena works for Summit Energy.\n- Cobalt Health was founded in 1998.\n- Ingrid reports to Yuki.\n- Ingrid works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Elena reports to Bruno.\n- Wren works for Bluepine Aviation.\n- Beacon Insurance was founded in 2009.\n- Bruno works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Zoya works for Cobalt Health.\n- Zoya reports to Wren.\n- Viktor works for Beacon Insurance.\n- Bruno reports to Lucia.\n- Beacon Insurance is headquartered in Lyon.\n- Mara works for Bluepine Aviation.\n- Yuki reports to Mara.\n- Wren reports to Viktor.\n- Yuki works for Beacon Insurance.\n- Felix reports to Elena.\n- Sanne reports to Zoya.\n- Viktor reports to Ingrid.\n- Lucia reports to Sanne.\n- Omar reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Lyon", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Crescent Telecom.\n- Omar reports to Mara.\n- Wren works for Crescent Telecom.\n- Mateo works for Crescent Telecom.\n- Emeka works for Crescent Telecom.\n- Helios Logistics was founded in 1990.\n- Lucia works for Crescent Telecom.\n- Mara works for Beacon Insurance.\n- Beacon Insurance was founded in 2008.\n- Priya works for Beacon Insurance.\n- Wren reports to Priya.\n- Yuki works for Helios Logistics.\n- Tessa reports to Mateo.\n- Deshawn reports to Lucia.\n- Beacon Insurance is headquartered in Austin.\n- Crescent Telecom was founded in 2005.\n- Yuki reports to Stefan.\n- Emeka reports to Tessa.\n- Omar works for Beacon Insurance.\n- Helios Logistics is headquartered in Dunedin.\n- Mateo reports to Yuki.\n- Tessa works for Helios Logistics.\n- Mara reports to Felix.\n- Stefan works for Helios Logistics.\n- Crescent Telecom is headquartered in Dunedin.\n- Stefan reports to Wren.\n- Lucia reports to Omar.\n- Deshawn works for Beacon Insurance.\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 1979.\n- Priya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2011", "1": "2006", "2": "2003", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38527", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Elena.\n- Mateo reports to Lucia.\n- Nadia works for Pinnacle Software.\n- Pablo reports to Mateo.\n- Viktor works for Meridian Bank.\n- Elena works for Cobalt Health.\n- Lucia reports to Tessa.\n- Pinnacle Software was founded in 2014.\n- Lucia works for Helios Logistics.\n- Viktor reports to Emeka.\n- Tessa reports to Nadia.\n- Sofia works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Callum works for Pinnacle Software.\n- Meridian Bank is headquartered in Bergen.\n- Meridian Bank was founded in 2012.\n- Pinnacle Software is headquartered in Halifax.\n- Sofia reports to Callum.\n- Tessa works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.\n- Emeka reports to Sofia.\n- Elena reports to Pablo.\n- Helios Logistics was founded in 2004.\n- Cobalt Health was founded in 1985.\n- Cobalt Health is headquartered in Bergen.\n- Pablo works for Cobalt Health.\n- Emeka works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38528", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-5 (VERSION 5, EFFECTIVE 24 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 January 2025): For employees hired on or after 09 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 24 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8385: employee Mateo K., hired 22 May 2024, separated 11 February 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8385?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38529", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 36087\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "report_damage", "3": "track_order", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38530", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38531", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY SEP-5 (VERSION 7, EFFECTIVE 15 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 27 November 2023): For employees hired on or after 27 November 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 15 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-1363: employee Emeka K., hired 17 July 2023, separated 17 January 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-1363?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-1363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38532", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 22 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 24 April 2024): For employees hired on or after 24 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 22 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3341: employee Deshawn T., hired 21 April 2023, separated 04 November 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-6-2026-3341 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$15,167", "2": "$4,000", "3": "$2,625"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3341 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38533", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 03 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 03 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-1226: employee Sanne M., hired 22 May 2021, separated 23 October 2023 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-1226?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-1226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38534", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 31 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 04 March 2025): For employees hired on or after 04 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 31 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-3838: employee Aisha K., hired 10 April 2023, separated 14 April 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-3838?", "criteria": {"0": "8 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-3838 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38535", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Viktor.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1994.\n- Anders reports to Bruno.\n- Kenji reports to Ravi.\n- Mateo reports to Kenji.\n- Tessa works for Ironwood Manufacturing.\n- Ravi reports to Callum.\n- Fernhill Foods was founded in 2009.\n- Kenji works for Lattice Analytics.\n- Bruno works for Fernhill Foods.\n- Vantage Air was founded in 2010.\n- Viktor reports to Tessa.\n- Anders works for Fernhill Foods.\n- Vantage Air is headquartered in Austin.\n- Tessa reports to Mateo.\n- Lattice Analytics was founded in 1987.\n- Sofia reports to Emeka.\n- Zoya reports to Deshawn.\n- Fernhill Foods is headquartered in Ghent.\n- Sofia works for Vantage Air.\n- Viktor works for Ironwood Manufacturing.\n- Mateo works for Vantage Air.\n- Callum reports to Anders.\n- Lattice Analytics is headquartered in Dunedin.\n- Zoya works for Fernhill Foods.\n- Emeka works for Vantage Air.\n- Callum works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Emeka reports to Zoya.\n- Deshawn works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Austin", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Fernhill Foods.\n- Stefan reports to Wren.\n- Tobias reports to Viktor.\n- Stefan works for Fernhill Foods.\n- Northwind Systems is headquartered in Basel.\n- Zoya works for Northwind Systems.\n- Mei reports to Stefan.\n- Mara reports to Aisha.\n- Elena reports to Amara.\n- Aisha reports to Anders.\n- Wren reports to Mara.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 2013.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software was founded in 1978.\n- Pinnacle Software is headquartered in Basel.\n- Anders works for Northwind Systems.\n- Zoya reports to Tobias.\n- Mei works for Cedar Retail Group.\n- Elena works for Northwind Systems.\n- Aisha works for Fernhill Foods.\n- Callum reports to Mei.\n- Viktor reports to Elena.\n- Wren works for Fernhill Foods.\n- Northwind Systems was founded in 1981.\n- Callum works for Pinnacle Software.\n- Amara reports to Callum.\n- Amara works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1984.\n- Viktor works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38537", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Tessa.\n- Sanne reports to Stefan.\n- Zoya reports to Viktor.\n- Mateo works for Helios Logistics.\n- Emeka reports to Mateo.\n- Ironwood Manufacturing was founded in 1989.\n- Leila reports to Wren.\n- Crescent Telecom is headquartered in Leeds.\n- Aisha reports to Zoya.\n- Wren reports to Emeka.\n- Mateo reports to Sanne.\n- Callum works for Helios Logistics.\n- Stefan works for Meridian Bank.\n- Aisha works for Helios Logistics.\n- Helios Logistics was founded in 1978.\n- Tessa reports to Callum.\n- Wren works for Ironwood Manufacturing.\n- Leila works for Helios Logistics.\n- Meridian Bank is headquartered in Bergen.\n- Mei works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Helios Logistics is headquartered in Leeds.\n- Tessa works for Meridian Bank.\n- Zoya works for Crescent Telecom.\n- Emeka works for Ironwood Manufacturing.\n- Viktor reports to Mei.\n- Viktor works for Meridian Bank.\n- Crescent Telecom was founded in 1990.\n- Sanne works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1983.\n- Callum reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1973", "2": "1976", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38538", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1976.\n- Callum works for Summit Energy.\n- Felix works for Summit Energy.\n- Nadia works for Beacon Insurance.\n- Wren works for Beacon Insurance.\n- Leila works for Beacon Insurance.\n- Felix reports to Callum.\n- Sofia works for Atlas Freight.\n- Summit Energy was founded in 2013.\n- Atlas Freight is headquartered in Basel.\n- Anders works for Summit Energy.\n- Beacon Insurance was founded in 1997.\n- Tobias works for Summit Energy.\n- Callum reports to Anders.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ingrid reports to Tobias.\n- Bruno reports to Leila.\n- Ingrid works for Summit Energy.\n- Atlas Freight was founded in 2004.\n- Beacon Insurance is headquartered in Basel.\n- Summit Energy is headquartered in Basel.\n- Sofia reports to Felix.\n- Nadia reports to Sofia.\n- Anders reports to Wren.\n- Bruno works for Atlas Freight.\n- Tobias reports to Bruno.\n- Leila reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Porto", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Elena.\n- Elena reports to Zoya.\n- Lucia reports to Tobias.\n- Omar works for Bluepine Aviation.\n- Fernhill Foods was founded in 1985.\n- Beacon Insurance is headquartered in Austin.\n- Mara works for Fernhill Foods.\n- Tessa reports to Sanne.\n- Elena works for Bluepine Aviation.\n- Mara reports to Leila.\n- Jonas reports to Omar.\n- Zoya reports to Tessa.\n- Tobias works for Fernhill Foods.\n- Bluepine Aviation was founded in 1996.\n- Omar reports to Lucia.\n- Fernhill Foods is headquartered in Austin.\n- Zoya works for Beacon Insurance.\n- Beacon Insurance was founded in 1985.\n- Leila works for Beacon Insurance.\n- Tessa works for Cedar Retail Group.\n- Sanne reports to Jonas.\n- Cedar Retail Group is headquartered in Cork.\n- Jonas works for Fernhill Foods.\n- Cedar Retail Group was founded in 2006.\n- Sanne works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Oslo.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Fernhill Foods", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38540", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-5 (VERSION 6, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 16 May 2024): For employees hired on or after 16 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8440: employee Amara S., hired 21 February 2024, separated 25 March 2025 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-5-2025-8440 under the controlling rules.", "criteria": {"0": "$3,300", "1": "$17,333", "2": "$5,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38541", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "open_account", "4": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38542", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38543", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-9 (VERSION 5, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 28 February 2024): For employees hired on or after 28 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-8787: employee Viktor B., hired 12 January 2022, separated 17 May 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-9-2025-8787 under the controlling rules.", "criteria": {"0": "$9,250", "1": "$10,250", "2": "$44,417", "3": "$10,312"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-8787 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38544", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Vantage Air.\n- Pablo works for Pinnacle Software.\n- Chiara reports to Bruno.\n- Yuki reports to Nadia.\n- Omar reports to Sofia.\n- Pinnacle Software is headquartered in Bergen.\n- Sanne reports to Chiara.\n- Crescent Telecom is headquartered in Bergen.\n- Pablo reports to Yuki.\n- Sanne works for Crescent Telecom.\n- Nadia reports to Priya.\n- Omar works for Crescent Telecom.\n- Emeka reports to Omar.\n- Sofia reports to Pablo.\n- Chiara works for Crescent Telecom.\n- Sofia works for Pinnacle Software.\n- Nadia works for Vantage Air.\n- Callum works for Vantage Air.\n- Callum reports to Emeka.\n- Summit Energy was founded in 2003.\n- Yuki works for Pinnacle Software.\n- Summit Energy is headquartered in Ghent.\n- Mateo works for Summit Energy.\n- Pinnacle Software was founded in 1991.\n- Emeka works for Vantage Air.\n- Mateo reports to Sanne.\n- Vantage Air was founded in 2014.\n- Bruno reports to Callum.\n- Vantage Air is headquartered in Ghent.\n- Priya works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Tampere", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38545", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "open_account", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38546", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1982.\n- Hana works for Cobalt Health.\n- Wren reports to Bruno.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing was founded in 2007.\n- Anders reports to Aisha.\n- Sanne reports to Priya.\n- Cobalt Health was founded in 2005.\n- Bluepine Aviation was founded in 1978.\n- Bruno reports to Sanne.\n- Aisha works for Ironwood Manufacturing.\n- Priya reports to Hana.\n- Cobalt Health is headquartered in Brno.\n- Aisha reports to Emeka.\n- Sanne works for Cobalt Health.\n- Emeka works for Lattice Analytics.\n- Priya works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Emeka reports to Wren.\n- Bluepine Aviation is headquartered in Brno.\n- Lattice Analytics is headquartered in Porto.\n- Bruno works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Cobalt Health", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38547", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Yuki.\n- Mara works for Atlas Freight.\n- Omar reports to Aisha.\n- Jonas works for Atlas Freight.\n- Stefan reports to Zoya.\n- Ravi reports to Tobias.\n- Zoya works for Atlas Freight.\n- Lattice Analytics was founded in 2015.\n- Zoya reports to Ravi.\n- Jonas reports to Omar.\n- Felix reports to Jonas.\n- Crescent Telecom is headquartered in Basel.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Mara.\n- Tobias reports to Chiara.\n- Omar works for Ironwood Manufacturing.\n- Atlas Freight was founded in 2007.\n- Sanne works for Crescent Telecom.\n- Atlas Freight is headquartered in Basel.\n- Chiara works for Lattice Analytics.\n- Ironwood Manufacturing was founded in 2007.\n- Tobias works for Ironwood Manufacturing.\n- Crescent Telecom was founded in 1975.\n- Ravi works for Ironwood Manufacturing.\n- Sanne reports to Felix.\n- Felix works for Ironwood Manufacturing.\n- Chiara reports to Sanne.\n- Lattice Analytics is headquartered in Austin.\n- Stefan works for Crescent Telecom.\n- Yuki works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Cork", "2": "Adelaide", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38548", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'payment plan' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38549", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 2, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5660: employee Hana T., hired 15 June 2022, separated 07 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-5660?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5660 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38550", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-5 (VERSION 6, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 06 July 2024): For employees hired on or after 06 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-7629: employee Stefan S., hired 31 July 2023, separated 15 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-5-2025-7629 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$3,231", "2": "$4,615", "3": "$3,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-7629 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38551", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Malmo.\n- Priya works for Atlas Freight.\n- Priya reports to Elena.\n- Cobalt Health is headquartered in Leeds.\n- Lattice Analytics is headquartered in Halifax.\n- Cobalt Health was founded in 2005.\n- Felix works for Cobalt Health.\n- Atlas Freight is headquartered in Leeds.\n- Pablo works for Cobalt Health.\n- Felix reports to Pablo.\n- Leila reports to Mateo.\n- Kenji works for Meridian Bank.\n- Pablo reports to Leila.\n- Lattice Analytics was founded in 2001.\n- Kenji reports to Tobias.\n- Elena reports to Kenji.\n- Mateo works for Atlas Freight.\n- Mateo reports to Priya.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Atlas Freight was founded in 2007.\n- Leila works for Meridian Bank.\n- Tobias works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38552", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "report_damage", "1": "exchange_item", "2": "track_order", "3": "change_address", "4": "cancel_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38553", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-9 (VERSION 7, EFFECTIVE 23 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 23 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9404: employee Emeka M., hired 28 April 2022, separated 21 May 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9404?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9404 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo works for Atlas Freight.\n- Stefan works for Atlas Freight.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom was founded in 1975.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1982.\n- Deshawn works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Emeka reports to Omar.\n- Felix works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Emeka works for Beacon Insurance.\n- Crescent Telecom is headquartered in Dunedin.\n- Mara reports to Mateo.\n- Beacon Insurance was founded in 1981.\n- Bruno works for Crescent Telecom.\n- Mateo reports to Emeka.\n- Leila works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Leila reports to Felix.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Deshawn reports to Bruno.\n- Stefan reports to Deshawn.\n- Bruno reports to Leila.\n- Atlas Freight was founded in 2000.\n- Omar reports to Chiara.\n- Felix reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1985", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38555", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-7 (VERSION 7, EFFECTIVE 13 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 20 January 2025): For employees hired on or after 20 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-8300: employee Mateo B., hired 14 September 2024, separated 24 September 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-8300?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-8300 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38556", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Bluepine Aviation.\n- Mateo works for Northwind Systems.\n- Bluepine Aviation was founded in 2000.\n- Kenji works for Pinnacle Software.\n- Pablo reports to Jonas.\n- Mateo reports to Leila.\n- Pinnacle Software was founded in 2008.\n- Jonas reports to Mateo.\n- Chiara reports to Bruno.\n- Northwind Systems was founded in 1992.\n- Atlas Freight was founded in 2003.\n- Mei works for Northwind Systems.\n- Leila reports to Chiara.\n- Bruno works for Northwind Systems.\n- Jonas works for Bluepine Aviation.\n- Chiara works for Atlas Freight.\n- Pablo works for Bluepine Aviation.\n- Mei reports to Tessa.\n- Northwind Systems is headquartered in Lyon.\n- Kenji reports to Pablo.\n- Atlas Freight is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Elena works for Bluepine Aviation.\n- Leila works for Atlas Freight.\n- Elena reports to Mei.\n- Pinnacle Software is headquartered in Halifax.\n- Tessa reports to Kenji.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38557", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38558", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Claim Luggage — reports lost baggage", "3": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38559", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY REL-5 (VERSION 5, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 06 March 2023): For employees hired on or after 06 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8815: employee Mara S., hired 23 October 2019, separated 05 January 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-8815?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8815 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38560", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Northwind Systems.\n- Emeka reports to Anders.\n- Pinnacle Software is headquartered in Ghent.\n- Ravi reports to Omar.\n- Bluepine Aviation was founded in 1985.\n- Ravi works for Pinnacle Software.\n- Viktor works for Northwind Systems.\n- Emeka works for Pinnacle Software.\n- Summit Energy is headquartered in Leeds.\n- Northwind Systems was founded in 2008.\n- Jonas reports to Viktor.\n- Northwind Systems is headquartered in Cork.\n- Sanne reports to Jonas.\n- Viktor reports to Pablo.\n- Tessa reports to Ravi.\n- Omar works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Leeds.\n- Pinnacle Software was founded in 1978.\n- Jonas works for Pinnacle Software.\n- Pablo reports to Tessa.\n- Anders reports to Sanne.\n- Felix works for Northwind Systems.\n- Summit Energy was founded in 1977.\n- Felix reports to Emeka.\n- Anders works for Northwind Systems.\n- Sanne works for Summit Energy.\n- Tessa works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Leeds", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38561", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Ironwood Manufacturing.\n- Callum reports to Deshawn.\n- Ingrid works for Vantage Air.\n- Deshawn works for Ironwood Manufacturing.\n- Aisha reports to Ingrid.\n- Felix works for Vantage Air.\n- Felix reports to Tessa.\n- Emeka works for Fernhill Foods.\n- Meridian Bank was founded in 1991.\n- Fernhill Foods was founded in 1978.\n- Lucia reports to Callum.\n- Meridian Bank is headquartered in Austin.\n- Tessa reports to Elena.\n- Vantage Air is headquartered in Halifax.\n- Mei reports to Lucia.\n- Kenji reports to Emeka.\n- Ironwood Manufacturing is headquartered in Basel.\n- Fernhill Foods is headquartered in Halifax.\n- Vantage Air was founded in 2005.\n- Deshawn reports to Aisha.\n- Ingrid reports to Kenji.\n- Ironwood Manufacturing was founded in 2007.\n- Callum works for Ironwood Manufacturing.\n- Lucia works for Fernhill Foods.\n- Chiara reports to Felix.\n- Tessa works for Ironwood Manufacturing.\n- Emeka reports to Chiara.\n- Elena works for Vantage Air.\n- Kenji works for Ironwood Manufacturing.\n- Aisha works for Fernhill Foods.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38562", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-9 (VERSION 6, EFFECTIVE 08 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7180: employee Kenji M., hired 11 April 2022, separated 01 November 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7180?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7180 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38563", "family": "intent_v3", "state": "Incoming logistics message:\n\"Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38564", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-3 (VERSION 3, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 20 March 2024): For employees hired on or after 20 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-1609: employee Elena A., hired 22 September 2020, separated 13 August 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-3-2026-1609 under the controlling rules.", "criteria": {"0": "$58,000", "1": "$13,500", "2": "$13,885", "3": "$13,385"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-1609 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38565", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "test_results", "3": "referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38566", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 December 2024): For employees hired on or after 10 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1143: employee Jonas S., hired 15 January 2022, separated 10 October 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-1143?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1143 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38567", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to open a new account", "1": "asks to freeze a card", "2": "asks to send money", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38568", "family": "intent_hardneg", "state": "Incoming support message:\n\"status on my shipment 43595 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "exchange_item", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38569", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Transfer rent to my landlord\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Summit Energy.\n- Leila reports to Dmitri.\n- Summit Energy was founded in 2006.\n- Mei reports to Hana.\n- Vantage Air is headquartered in Adelaide.\n- Callum reports to Viktor.\n- Nadia reports to Deshawn.\n- Sanne reports to Yuki.\n- Dmitri reports to Elena.\n- Mei works for Fernhill Foods.\n- Viktor works for Summit Energy.\n- Meridian Bank is headquartered in Lyon.\n- Priya reports to Callum.\n- Hana works for Summit Energy.\n- Priya works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Summit Energy is headquartered in Tampere.\n- Vantage Air was founded in 2013.\n- Elena works for Meridian Bank.\n- Meridian Bank was founded in 1977.\n- Elena reports to Mei.\n- Fernhill Foods is headquartered in Adelaide.\n- Hana reports to Nadia.\n- Viktor reports to Leila.\n- Deshawn reports to Sanne.\n- Fernhill Foods was founded in 1985.\n- Yuki works for Fernhill Foods.\n- Deshawn works for Summit Energy.\n- Callum works for Vantage Air.\n- Leila works for Meridian Bank.\n- Sanne works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tampere", "2": "Lyon", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38571", "family": "intent_hardneg", "state": "Incoming hr message:\n\"putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "changes benefits enrollment", "2": "requests time off", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38572", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Pinnacle Software was founded in 1980.\n- Fernhill Foods was founded in 2013.\n- Helios Logistics was founded in 1990.\n- Zoya reports to Dmitri.\n- Dmitri works for Pinnacle Software.\n- Dmitri reports to Lucia.\n- Meridian Bank was founded in 2015.\n- Felix reports to Zoya.\n- Lucia reports to Anders.\n- Anders reports to Ingrid.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Turku.\n- Lucia works for Meridian Bank.\n- Bruno works for Fernhill Foods.\n- Ravi reports to Felix.\n- Meridian Bank is headquartered in Turku.\n- Bruno reports to Ravi.\n- Ingrid works for Meridian Bank.\n- Pinnacle Software is headquartered in Turku.\n- Zoya works for Meridian Bank.\n- Anders works for Fernhill Foods.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38573", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 September 2023): For employees hired on or after 20 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-2602: employee Amara B., hired 07 November 2022, separated 28 December 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-2602?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-2602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38574", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "weather", "1": "set_alarm", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38575", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-9 (VERSION 6, EFFECTIVE 19 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 02 April 2025): For employees hired on or after 02 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 19 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-3998: employee Lucia M., hired 22 March 2022, separated 07 October 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-3998?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-3998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38576", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'dispute charge' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38577", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 May 2024): For employees hired on or after 30 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6450: employee Omar M., hired 27 February 2021, separated 18 September 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-6450?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6450 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38578", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38579", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Cedar Retail Group.\n- Helios Logistics is headquartered in Turku.\n- Cedar Retail Group is headquartered in Turku.\n- Cedar Retail Group was founded in 1982.\n- Nadia reports to Elena.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Crescent Telecom was founded in 2011.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Porto.\n- Sofia works for Beacon Insurance.\n- Aisha reports to Sofia.\n- Bruno reports to Viktor.\n- Bruno works for Cedar Retail Group.\n- Aisha works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Helios Logistics was founded in 1983.\n- Beacon Insurance was founded in 1991.\n- Elena works for Beacon Insurance.\n- Viktor reports to Aisha.\n- Sofia reports to Felix.\n- Felix reports to Zoya.\n- Zoya reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Ghent", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38580", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "request_leave", "3": "org_question", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38581", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38582", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY SEP-6 (VERSION 3, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-2459: employee Leila A., hired 26 July 2021, separated 30 November 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-6-2026-2459 under the controlling rules.", "criteria": {"0": "$16,400", "1": "$16,500", "2": "$71,067", "3": "$16,900"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-2459 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38583", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Bergen.\n- Chiara works for Cobalt Health.\n- Felix reports to Ravi.\n- Mateo works for Ironwood Manufacturing.\n- Felix works for Ironwood Manufacturing.\n- Aisha works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Brno.\n- Ravi works for Cobalt Health.\n- Ravi reports to Omar.\n- Omar reports to Aisha.\n- Aisha reports to Mateo.\n- Omar works for Beacon Insurance.\n- Chiara reports to Stefan.\n- Tobias works for Ironwood Manufacturing.\n- Stefan reports to Tobias.\n- Mateo reports to Chiara.\n- Crescent Telecom was founded in 1988.\n- Cobalt Health is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 2006.\n- Ironwood Manufacturing is headquartered in Porto.\n- Stefan works for Crescent Telecom.\n- Beacon Insurance was founded in 1991.\n- Cobalt Health was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2006", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38585", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cedar Retail Group.\n- Felix works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Brno.\n- Lattice Analytics was founded in 2008.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Omar.\n- Northwind Systems is headquartered in Brno.\n- Felix reports to Nadia.\n- Nadia reports to Aisha.\n- Northwind Systems was founded in 2015.\n- Elena works for Northwind Systems.\n- Omar works for Vantage Air.\n- Cedar Retail Group was founded in 1994.\n- Omar reports to Elena.\n- Ingrid works for Cedar Retail Group.\n- Elena reports to Felix.\n- Jonas reports to Mara.\n- Ingrid reports to Jonas.\n- Vantage Air is headquartered in Nagoya.\n- Nadia works for Lattice Analytics.\n- Jonas works for Cedar Retail Group.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2018", "3": "2013"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38586", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 2011.\n- Pablo works for Bluepine Aviation.\n- Cobalt Health is headquartered in Ghent.\n- Mara reports to Pablo.\n- Bluepine Aviation was founded in 1987.\n- Bluepine Aviation is headquartered in Leeds.\n- Emeka works for Northwind Systems.\n- Stefan reports to Mateo.\n- Cedar Retail Group is headquartered in Oslo.\n- Pablo reports to Stefan.\n- Mateo works for Cedar Retail Group.\n- Mateo reports to Lucia.\n- Stefan works for Northwind Systems.\n- Mara works for Bluepine Aviation.\n- Aisha works for Cedar Retail Group.\n- Emeka reports to Yuki.\n- Northwind Systems was founded in 1982.\n- Yuki reports to Mara.\n- Yuki works for Northwind Systems.\n- Lucia works for Northwind Systems.\n- Cedar Retail Group was founded in 2009.\n- Northwind Systems is headquartered in Ghent.\n- Aisha reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1977", "2": "1982", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38587", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set timer' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Jonas.\n- Cobalt Health was founded in 1981.\n- Nadia reports to Priya.\n- Elena reports to Sanne.\n- Sofia works for Helios Logistics.\n- Crescent Telecom was founded in 2001.\n- Priya reports to Aisha.\n- Priya works for Lattice Analytics.\n- Helios Logistics is headquartered in Basel.\n- Nadia works for Crescent Telecom.\n- Jonas reports to Sofia.\n- Helios Logistics was founded in 2013.\n- Elena works for Crescent Telecom.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Cobalt Health is headquartered in Basel.\n- Mei works for Cobalt Health.\n- Aisha reports to Mei.\n- Sanne works for Cobalt Health.\n- Lattice Analytics was founded in 1999.\n- Jonas works for Helios Logistics.\n- Crescent Telecom is headquartered in Valencia.\n- Sanne reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Lattice Analytics", "2": "Crescent Telecom", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38589", "family": "intent_v3", "state": "Incoming it admin message:\n\"Email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38591", "family": "intent_v3", "state": "Incoming support message:\n\"Please cancel order 78156 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants to cancel a placed order", "4": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38592", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Tessa reports to Viktor.\n- Callum reports to Lucia.\n- Chiara works for Beacon Insurance.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia reports to Sofia.\n- Bruno works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Bruno reports to Stefan.\n- Viktor works for Beacon Insurance.\n- Chiara reports to Wren.\n- Tessa works for Beacon Insurance.\n- Wren works for Crescent Telecom.\n- Pinnacle Software was founded in 2001.\n- Amara reports to Chiara.\n- Viktor reports to Amara.\n- Callum works for Crescent Telecom.\n- Amara works for Beacon Insurance.\n- Crescent Telecom is headquartered in Leeds.\n- Stefan reports to Callum.\n- Ironwood Manufacturing was founded in 1992.\n- Beacon Insurance was founded in 2003.\n- Stefan works for Ironwood Manufacturing.\n- Lucia works for Pinnacle Software.\n- Sofia reports to Tessa.\n- Crescent Telecom was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1979", "2": "1987", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38593", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-9 (VERSION 5, EFFECTIVE 10 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 10 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-7828: employee Elena A., hired 14 March 2023, separated 07 December 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-7828?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-7828 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Sanne.\n- Helios Logistics was founded in 2014.\n- Tobias works for Helios Logistics.\n- Felix works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Brno.\n- Cobalt Health is headquartered in Lyon.\n- Summit Energy was founded in 2007.\n- Ironwood Manufacturing is headquartered in Brno.\n- Ironwood Manufacturing was founded in 1981.\n- Ingrid works for Ironwood Manufacturing.\n- Sanne reports to Felix.\n- Ingrid reports to Tessa.\n- Pablo works for Ironwood Manufacturing.\n- Nadia reports to Ravi.\n- Stefan reports to Nadia.\n- Tessa works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Stefan works for Ironwood Manufacturing.\n- Felix reports to Tobias.\n- Tobias reports to Ingrid.\n- Pablo reports to Bruno.\n- Ravi works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2015.\n- Summit Energy is headquartered in Lyon.\n- Ravi reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1976", "2": "1979", "3": "1984"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38595", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_fraud", "1": "open_account", "2": "wire_transfer", "3": "freeze_card", "4": "check_balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38596", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "weather", "3": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Vantage Air.\n- Crescent Telecom is headquartered in Ghent.\n- Fernhill Foods is headquartered in Nagoya.\n- Deshawn works for Fernhill Foods.\n- Vantage Air is headquartered in Ghent.\n- Anders reports to Jonas.\n- Viktor works for Bluepine Aviation.\n- Ravi works for Crescent Telecom.\n- Hana reports to Anders.\n- Jonas reports to Mara.\n- Mara works for Vantage Air.\n- Mara reports to Deshawn.\n- Bluepine Aviation is headquartered in Brno.\n- Mateo works for Vantage Air.\n- Anders works for Crescent Telecom.\n- Deshawn reports to Ravi.\n- Crescent Telecom was founded in 1996.\n- Viktor reports to Hana.\n- Vantage Air was founded in 1981.\n- Ravi reports to Mateo.\n- Jonas works for Vantage Air.\n- Fernhill Foods was founded in 2012.\n- Bluepine Aviation was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2010", "2": "2007", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Cobalt Health.\n- Helios Logistics was founded in 2011.\n- Viktor works for Helios Logistics.\n- Lattice Analytics was founded in 1982.\n- Nadia works for Cobalt Health.\n- Pablo reports to Nadia.\n- Anders reports to Callum.\n- Mateo reports to Kenji.\n- Cobalt Health was founded in 1986.\n- Nadia reports to Mateo.\n- Tobias reports to Viktor.\n- Tobias works for Cobalt Health.\n- Helios Logistics is headquartered in Turku.\n- Lattice Analytics is headquartered in Dunedin.\n- Pinnacle Software is headquartered in Leeds.\n- Callum works for Helios Logistics.\n- Pinnacle Software was founded in 1999.\n- Mateo works for Helios Logistics.\n- Cobalt Health is headquartered in Dunedin.\n- Callum reports to Tobias.\n- Pablo works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Kenji reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1986", "2": "1981", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38599", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "control_lights", "1": "send_message", "2": "weather", "3": "play_music"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38600", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38601", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'schedule pickup' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38603", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-6 (VERSION 6, EFFECTIVE 20 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 01 November 2025): For employees hired on or after 01 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 20 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-9664: employee Elena R., hired 25 July 2023, separated 12 November 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-6-2025-9664?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-9664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38604", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "check_balance", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38605", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38606", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38607", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "test_results", "3": "refill_rx", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38608", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-2 (VERSION 6, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 April 2024): For employees hired on or after 01 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-9713: employee Sofia K., hired 18 August 2020, separated 03 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-9713?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-9713 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38609", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Felix works for Summit Energy.\n- Mei works for Summit Energy.\n- Ingrid reports to Chiara.\n- Priya reports to Jonas.\n- Sanne reports to Mei.\n- Beacon Insurance is headquartered in Bergen.\n- Lucia works for Beacon Insurance.\n- Kenji reports to Deshawn.\n- Callum reports to Sanne.\n- Cobalt Health was founded in 1995.\n- Felix reports to Kenji.\n- Beacon Insurance was founded in 1992.\n- Callum works for Cedar Retail Group.\n- Deshawn reports to Lucia.\n- Cedar Retail Group is headquartered in Bergen.\n- Cobalt Health is headquartered in Basel.\n- Chiara reports to Callum.\n- Summit Energy is headquartered in Tallinn.\n- Mei reports to Amara.\n- Summit Energy was founded in 1981.\n- Kenji works for Summit Energy.\n- Amara works for Cedar Retail Group.\n- Priya works for Beacon Insurance.\n- Jonas reports to Ingrid.\n- Deshawn works for Cedar Retail Group.\n- Ingrid works for Summit Energy.\n- Sanne works for Beacon Insurance.\n- Amara reports to Felix.\n- Cedar Retail Group was founded in 1988.\n- Jonas works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cedar Retail Group", "2": "Summit Energy", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38610", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-3 (VERSION 6, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-4129: employee Emeka S., hired 27 April 2020, separated 15 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-4129?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-4129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38611", "family": "intent_hardneg", "state": "Incoming billing message:\n\"email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "wants to end recurring billing", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38612", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38613", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38614", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2007.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ravi reports to Omar.\n- Anders reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Dmitri works for Crescent Telecom.\n- Anders works for Helios Logistics.\n- Fernhill Foods is headquartered in Dunedin.\n- Lucia works for Ironwood Manufacturing.\n- Ingrid works for Ironwood Manufacturing.\n- Mei reports to Mara.\n- Omar reports to Mei.\n- Lucia reports to Ravi.\n- Fernhill Foods was founded in 1993.\n- Mei works for Ironwood Manufacturing.\n- Ravi works for Fernhill Foods.\n- Leila works for Crescent Telecom.\n- Sofia works for Ironwood Manufacturing.\n- Crescent Telecom is headquartered in Leeds.\n- Sofia reports to Dmitri.\n- Leila reports to Sofia.\n- Mara works for Helios Logistics.\n- Ingrid reports to Leila.\n- Crescent Telecom was founded in 1976.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1978.\n- Mara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "2007", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Jonas.\n- Lucia works for Lattice Analytics.\n- Summit Energy is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Dunedin.\n- Felix works for Bluepine Aviation.\n- Kenji reports to Deshawn.\n- Lucia reports to Wren.\n- Deshawn reports to Pablo.\n- Pinnacle Software was founded in 1995.\n- Jonas works for Pinnacle Software.\n- Summit Energy was founded in 2004.\n- Pablo reports to Omar.\n- Lattice Analytics was founded in 2011.\n- Pablo works for Summit Energy.\n- Omar works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1984.\n- Pinnacle Software is headquartered in Dunedin.\n- Kenji works for Summit Energy.\n- Deshawn works for Lattice Analytics.\n- Wren reports to Felix.\n- Wren works for Lattice Analytics.\n- Jonas reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38616", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "deprovision", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38617", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38618", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Control Lights — controls lighting", "3": "Weather — asks about weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38619", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 04 April 2024): For employees hired on or after 04 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-7725: employee Ravi B., hired 26 February 2023, separated 12 April 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-7725?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-7725 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38620", "family": "intent_v3", "state": "Incoming banking message:\n\"Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Report Fraud — reports fraudulent activity", "2": "Check Balance — asks for account balance", "3": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38621", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-4 (VERSION 2, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 03 September 2023): For employees hired on or after 03 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-9663: employee Leila R., hired 14 October 2022, separated 27 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-9663?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-9663 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38622", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 25 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 July 2025): For employees hired on or after 28 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 25 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-2999: employee Anders R., hired 29 September 2024, separated 02 February 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-2999?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-2999 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38623", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'check status' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38624", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "initiates departure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38626", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "initiates departure", "1": "changes benefits enrollment", "2": "requests time off", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38627", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Nagoya.\n- Priya works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Atlas Freight is headquartered in Austin.\n- Sanne works for Atlas Freight.\n- Mara works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1979.\n- Priya reports to Tessa.\n- Bluepine Aviation was founded in 1983.\n- Amara reports to Mei.\n- Amara works for Ironwood Manufacturing.\n- Ravi reports to Mara.\n- Nadia reports to Lucia.\n- Bluepine Aviation is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Austin.\n- Ravi works for Bluepine Aviation.\n- Zoya reports to Priya.\n- Mei works for Ironwood Manufacturing.\n- Aisha works for Atlas Freight.\n- Tessa works for Atlas Freight.\n- Summit Energy was founded in 2014.\n- Atlas Freight was founded in 2009.\n- Nadia works for Atlas Freight.\n- Tessa reports to Sanne.\n- Wren works for Bluepine Aviation.\n- Mei reports to Wren.\n- Lucia reports to Aisha.\n- Lucia works for Summit Energy.\n- Aisha reports to Zoya.\n- Sanne reports to Ravi.\n- Wren reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Austin", "2": "Leeds", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38628", "family": "intent_v3", "state": "Incoming it admin message:\n\"Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Report Outage — reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38629", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 21299\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38630", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1998.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Priya reports to Elena.\n- Tobias reports to Mei.\n- Zoya works for Fernhill Foods.\n- Mateo reports to Zoya.\n- Bluepine Aviation was founded in 1986.\n- Pablo works for Summit Energy.\n- Priya works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Mei works for Summit Energy.\n- Elena reports to Callum.\n- Fernhill Foods is headquartered in Leeds.\n- Ironwood Manufacturing was founded in 2008.\n- Callum reports to Pablo.\n- Bluepine Aviation is headquartered in Leeds.\n- Mei reports to Priya.\n- Mateo works for Fernhill Foods.\n- Callum works for Summit Energy.\n- Pablo reports to Mateo.\n- Summit Energy is headquartered in Austin.\n- Summit Energy was founded in 1977.\n- Tobias works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Bluepine Aviation", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38631", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "controls lighting", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38632", "family": "intent_v3", "state": "Incoming logistics message:\n\"Divert the truck to denver depot\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "report_delay", "3": "file_claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38633", "family": "intent_v3", "state": "Incoming billing message:\n\"Send me the invoice for last month's order\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38634", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "cancels a booking", "2": "reports lost baggage", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38635", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Sanne works for Helios Logistics.\n- Helios Logistics was founded in 2014.\n- Cedar Retail Group was founded in 1992.\n- Cedar Retail Group is headquartered in Oslo.\n- Priya works for Pinnacle Software.\n- Elena works for Helios Logistics.\n- Pinnacle Software is headquartered in Oslo.\n- Callum reports to Anders.\n- Anders reports to Omar.\n- Elena reports to Callum.\n- Zoya works for Cedar Retail Group.\n- Mateo works for Pinnacle Software.\n- Tobias works for Helios Logistics.\n- Hana reports to Sanne.\n- Callum works for Cedar Retail Group.\n- Anders works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Tobias reports to Priya.\n- Pinnacle Software was founded in 2013.\n- Priya reports to Hana.\n- Mateo reports to Elena.\n- Zoya reports to Mateo.\n- Fernhill Foods was founded in 2000.\n- Omar works for Cedar Retail Group.\n- Hana works for Fernhill Foods.\n- Omar reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38636", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "schedule_pickup", "2": "reroute", "3": "report_delay", "4": "quote_request"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Mateo.\n- Zoya works for Fernhill Foods.\n- Fernhill Foods was founded in 1983.\n- Kenji works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Austin.\n- Lucia works for Ironwood Manufacturing.\n- Sofia reports to Pablo.\n- Sofia works for Beacon Insurance.\n- Kenji reports to Sofia.\n- Ironwood Manufacturing was founded in 1985.\n- Cedar Retail Group is headquartered in Nagoya.\n- Pablo works for Fernhill Foods.\n- Mara reports to Omar.\n- Zoya reports to Wren.\n- Cedar Retail Group was founded in 1975.\n- Beacon Insurance was founded in 1984.\n- Beacon Insurance is headquartered in Tallinn.\n- Mateo works for Ironwood Manufacturing.\n- Wren works for Fernhill Foods.\n- Mara works for Cedar Retail Group.\n- Omar reports to Lucia.\n- Omar works for Fernhill Foods.\n- Yuki reports to Mara.\n- Wren reports to Kenji.\n- Yuki works for Beacon Insurance.\n- Lucia reports to Zoya.\n- Ironwood Manufacturing is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Beacon Insurance", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38638", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2010.\n- Leila works for Vantage Air.\n- Bruno reports to Aisha.\n- Beacon Insurance is headquartered in Ghent.\n- Beacon Insurance was founded in 1980.\n- Leila reports to Chiara.\n- Hana reports to Yuki.\n- Pablo works for Beacon Insurance.\n- Vantage Air was founded in 1988.\n- Mara works for Cedar Retail Group.\n- Vantage Air is headquartered in Oslo.\n- Yuki reports to Mara.\n- Meridian Bank is headquartered in Ghent.\n- Chiara works for Vantage Air.\n- Meridian Bank was founded in 1992.\n- Aisha works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Chiara reports to Pablo.\n- Pablo reports to Hana.\n- Bruno works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Hana works for Vantage Air.\n- Aisha reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38639", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1998.\n- Bluepine Aviation is headquartered in Tampere.\n- Ingrid works for Northwind Systems.\n- Northwind Systems was founded in 1993.\n- Wren works for Northwind Systems.\n- Aisha works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Dmitri reports to Tobias.\n- Wren reports to Zoya.\n- Aisha reports to Sofia.\n- Ingrid reports to Wren.\n- Sofia works for Bluepine Aviation.\n- Northwind Systems is headquartered in Tampere.\n- Tobias works for Helios Logistics.\n- Sofia reports to Dmitri.\n- Helios Logistics was founded in 1999.\n- Zoya works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Beacon Insurance is headquartered in Brno.\n- Mei reports to Aisha.\n- Deshawn reports to Sanne.\n- Helios Logistics is headquartered in Valencia.\n- Tobias reports to Deshawn.\n- Beacon Insurance was founded in 1998.\n- Sanne reports to Ingrid.\n- Mei works for Bluepine Aviation.\n- Deshawn works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Valencia", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38640", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'report fraud' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38641", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-5 (VERSION 6, EFFECTIVE 14 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 29 May 2023): For employees hired on or after 29 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 14 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-5123: employee Anders A., hired 21 December 2022, separated 07 September 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-5-2026-5123 under the controlling rules.", "criteria": {"0": "$6,350", "1": "$7,350", "2": "$7,438", "3": "$31,850"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-5123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38642", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-4 (VERSION 7, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 20 May 2024): For employees hired on or after 20 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-4212: employee Sanne T., hired 16 December 2020, separated 30 June 2025 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-4212?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-4212 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Kenji.\n- Mateo works for Helios Logistics.\n- Cobalt Health is headquartered in Valencia.\n- Wren works for Cobalt Health.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 2010.\n- Zoya reports to Hana.\n- Zoya works for Cobalt Health.\n- Helios Logistics was founded in 1975.\n- Kenji reports to Mateo.\n- Helios Logistics is headquartered in Austin.\n- Cobalt Health was founded in 1989.\n- Summit Energy is headquartered in Austin.\n- Aisha works for Helios Logistics.\n- Mara works for Cobalt Health.\n- Wren reports to Mara.\n- Anders reports to Wren.\n- Pinnacle Software was founded in 1986.\n- Mateo reports to Aisha.\n- Pinnacle Software is headquartered in Austin.\n- Hana works for Cobalt Health.\n- Anders works for Helios Logistics.\n- Aisha reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38644", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tallinn.\n- Omar works for Vantage Air.\n- Anders works for Northwind Systems.\n- Anders reports to Priya.\n- Northwind Systems is headquartered in Bergen.\n- Vantage Air is headquartered in Halifax.\n- Bluepine Aviation was founded in 2006.\n- Priya reports to Lucia.\n- Priya works for Fernhill Foods.\n- Omar reports to Anders.\n- Fernhill Foods is headquartered in Bergen.\n- Vantage Air was founded in 1994.\n- Mei reports to Omar.\n- Lucia works for Fernhill Foods.\n- Pablo reports to Viktor.\n- Deshawn works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Lucia reports to Pablo.\n- Fernhill Foods was founded in 2011.\n- Northwind Systems was founded in 1995.\n- Pablo works for Fernhill Foods.\n- Viktor reports to Deshawn.\n- Mei works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Tallinn", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38645", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-6 (VERSION 7, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-7983: employee Leila R., hired 25 February 2022, separated 01 April 2026 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-7983?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-7983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38646", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "payment_plan"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38647", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Oslo.\n- Emeka reports to Sofia.\n- Ingrid works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tallinn.\n- Callum reports to Wren.\n- Northwind Systems was founded in 2000.\n- Bluepine Aviation was founded in 1993.\n- Priya reports to Deshawn.\n- Deshawn works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1984.\n- Callum works for Northwind Systems.\n- Viktor reports to Mateo.\n- Wren reports to Ingrid.\n- Sofia reports to Viktor.\n- Wren works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.\n- Ingrid reports to Emeka.\n- Bluepine Aviation is headquartered in Oslo.\n- Emeka works for Bluepine Aviation.\n- Mateo reports to Tessa.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Tessa works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1999.\n- Mateo works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Deshawn reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38648", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems was founded in 1982.\n- Jonas reports to Stefan.\n- Viktor works for Ironwood Manufacturing.\n- Jonas works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Cork.\n- Ironwood Manufacturing was founded in 1975.\n- Viktor reports to Deshawn.\n- Leila reports to Felix.\n- Aisha works for Cobalt Health.\n- Vantage Air is headquartered in Dunedin.\n- Leila works for Ironwood Manufacturing.\n- Amara works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Amara reports to Aisha.\n- Ironwood Manufacturing is headquartered in Cork.\n- Cobalt Health is headquartered in Brno.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Amara.\n- Felix reports to Jonas.\n- Felix works for Ironwood Manufacturing.\n- Cobalt Health was founded in 1996.\n- Stefan reports to Viktor.\n- Vantage Air was founded in 1994.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1970", "3": "1978"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38649", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Stefan.\n- Elena works for Bluepine Aviation.\n- Vantage Air was founded in 2002.\n- Kenji reports to Priya.\n- Pinnacle Software was founded in 1996.\n- Beacon Insurance is headquartered in Brno.\n- Elena reports to Felix.\n- Bruno works for Pinnacle Software.\n- Anders reports to Elena.\n- Stefan reports to Kenji.\n- Pinnacle Software is headquartered in Leeds.\n- Bruno reports to Hana.\n- Stefan works for Beacon Insurance.\n- Felix works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Beacon Insurance was founded in 1981.\n- Priya reports to Ingrid.\n- Ingrid reports to Mateo.\n- Ingrid works for Beacon Insurance.\n- Priya works for Vantage Air.\n- Anders works for Bluepine Aviation.\n- Felix reports to Bruno.\n- Bluepine Aviation was founded in 1993.\n- Kenji works for Beacon Insurance.\n- Vantage Air is headquartered in Leeds.\n- Bluepine Aviation is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1988", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38650", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Lattice Analytics.\n- Elena reports to Deshawn.\n- Leila works for Atlas Freight.\n- Kenji reports to Zoya.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya works for Lattice Analytics.\n- Kenji works for Atlas Freight.\n- Lattice Analytics was founded in 2005.\n- Atlas Freight was founded in 1976.\n- Elena works for Lattice Analytics.\n- Deshawn reports to Hana.\n- Aisha reports to Bruno.\n- Aisha works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Ironwood Manufacturing was founded in 1991.\n- Omar reports to Yuki.\n- Atlas Freight is headquartered in Cork.\n- Cobalt Health was founded in 2009.\n- Hana works for Cobalt Health.\n- Hana reports to Pablo.\n- Tobias reports to Leila.\n- Pablo reports to Aisha.\n- Cobalt Health is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Yuki reports to Tobias.\n- Yuki works for Ironwood Manufacturing.\n- Zoya reports to Elena.\n- Omar works for Ironwood Manufacturing.\n- Leila reports to Kenji.\n- Bruno works for Lattice Analytics.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Lattice Analytics", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38651", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-8 (VERSION 7, EFFECTIVE 26 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 January 2024): For employees hired on or after 30 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 26 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4682: employee Tobias B., hired 11 July 2023, separated 08 May 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-8-2026-4682 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,500", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4682 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38652", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-2 (VERSION 6, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 23 June 2023): For employees hired on or after 23 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4914: employee Deshawn K., hired 06 July 2021, separated 09 June 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4914?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38653", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-7 (VERSION 4, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 07 November 2024): For employees hired on or after 07 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-1841: employee Anders S., hired 21 March 2022, separated 20 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-1841?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-1841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38654", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1992.\n- Wren reports to Ravi.\n- Sofia reports to Wren.\n- Tessa works for Summit Energy.\n- Sofia works for Helios Logistics.\n- Mateo works for Summit Energy.\n- Mateo reports to Tessa.\n- Mara reports to Mateo.\n- Summit Energy was founded in 2003.\n- Ravi reports to Mara.\n- Helios Logistics is headquartered in Porto.\n- Wren works for Meridian Bank.\n- Deshawn reports to Felix.\n- Helios Logistics was founded in 1997.\n- Vantage Air is headquartered in Brno.\n- Felix works for Meridian Bank.\n- Mara works for Vantage Air.\n- Summit Energy is headquartered in Brno.\n- Vantage Air was founded in 1977.\n- Tessa reports to Deshawn.\n- Meridian Bank is headquartered in Porto.\n- Deshawn works for Meridian Bank.\n- Ravi works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "2006", "3": "1998"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38655", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 15308\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'request refund' handler", "4": "Route to the 'report damage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38656", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-4 (VERSION 4, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 12 May 2024): For employees hired on or after 12 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7234: employee Ravi K., hired 25 September 2020, separated 18 April 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7234?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7234 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38657", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Payment Plan — asks to split a balance into installments", "2": "Invoice Copy — requests a receipt or invoice", "3": "Cancel Subscription — wants to end recurring billing"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38658", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 March 2025): For employees hired on or after 17 March 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6985: employee Zoya T., hired 16 May 2022, separated 31 August 2025 (site closure), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-6985 under the controlling rules.", "criteria": {"0": "$6,125", "1": "$6,187", "2": "$6,625", "3": "$26,542"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6985 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38659", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Send Message — asks to text someone", "2": "Weather — asks about weather", "3": "Control Lights — controls lighting", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38660", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1982.\n- Bluepine Aviation is headquartered in Halifax.\n- Aisha works for Cobalt Health.\n- Dmitri works for Summit Energy.\n- Aisha reports to Sanne.\n- Northwind Systems was founded in 2013.\n- Sanne works for Northwind Systems.\n- Summit Energy was founded in 1988.\n- Cobalt Health is headquartered in Austin.\n- Summit Energy is headquartered in Austin.\n- Lucia works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Jonas works for Bluepine Aviation.\n- Dmitri reports to Aisha.\n- Jonas reports to Emeka.\n- Emeka reports to Dmitri.\n- Zoya works for Bluepine Aviation.\n- Callum works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Lucia reports to Callum.\n- Emeka works for Northwind Systems.\n- Sanne reports to Lucia.\n- Callum reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38661", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY EXP-9 (VERSION 4, EFFECTIVE 07 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 20 June 2024): For employees hired on or after 20 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-6333: employee Omar R., hired 18 November 2020, separated 08 March 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-6333?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-6333 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38662", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "schedule_pickup", "2": "quote_request", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38663", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38664", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Sofia.\n- Cedar Retail Group is headquartered in Tampere.\n- Mateo reports to Wren.\n- Chiara reports to Mateo.\n- Bruno works for Meridian Bank.\n- Lucia reports to Bruno.\n- Wren works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Lucia works for Cedar Retail Group.\n- Chiara works for Summit Energy.\n- Priya reports to Lucia.\n- Priya works for Meridian Bank.\n- Bluepine Aviation is headquartered in Porto.\n- Meridian Bank is headquartered in Leeds.\n- Summit Energy was founded in 2014.\n- Amara works for Cedar Retail Group.\n- Meridian Bank was founded in 1998.\n- Mateo works for Summit Energy.\n- Cedar Retail Group was founded in 2010.\n- Summit Energy is headquartered in Tampere.\n- Ingrid works for Meridian Bank.\n- Amara reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Sofia reports to Ingrid.\n- Bluepine Aviation was founded in 1978.\n- Tobias reports to Priya.\n- Bruno reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Porto", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38665", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38666", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38667", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 89682, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Change Address — wants the delivery address updated", "1": "Report Damage — reports an item arrived broken", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38668", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Open Account — asks to open a new account", "3": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38669", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Scale Up — asks to add capacity", "2": "Check Logs — asks to inspect logs or metrics", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38670", "family": "intent_v3", "state": "Incoming support message:\n\"48996 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'cancel order' handler", "1": "Route to the 'report damage' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38671", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38672", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-3 (VERSION 4, EFFECTIVE 05 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 18 October 2022): For employees hired on or after 18 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 05 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5284: employee Wren K., hired 16 April 2019, separated 19 March 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-5284?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38673", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38674", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1995.\n- Atlas Freight is headquartered in Basel.\n- Viktor reports to Sanne.\n- Sanne works for Meridian Bank.\n- Bruno reports to Callum.\n- Sanne reports to Bruno.\n- Northwind Systems was founded in 2000.\n- Dmitri reports to Yuki.\n- Yuki reports to Viktor.\n- Lucia reports to Chiara.\n- Atlas Freight was founded in 2008.\n- Chiara works for Meridian Bank.\n- Chiara reports to Amara.\n- Anders works for Ironwood Manufacturing.\n- Callum works for Ironwood Manufacturing.\n- Lucia works for Northwind Systems.\n- Northwind Systems is headquartered in Halifax.\n- Meridian Bank was founded in 1999.\n- Viktor works for Ironwood Manufacturing.\n- Dmitri works for Ironwood Manufacturing.\n- Bruno works for Meridian Bank.\n- Meridian Bank is headquartered in Halifax.\n- Amara works for Northwind Systems.\n- Yuki works for Meridian Bank.\n- Anders reports to Dmitri.\n- Callum reports to Leila.\n- Ironwood Manufacturing is headquartered in Austin.\n- Leila reports to Stefan.\n- Leila works for Meridian Bank.\n- Amara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Austin", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Kenji reports to Yuki.\n- Yuki works for Fernhill Foods.\n- Atlas Freight is headquartered in Bergen.\n- Fernhill Foods was founded in 1998.\n- Viktor works for Cedar Retail Group.\n- Sofia reports to Hana.\n- Viktor reports to Jonas.\n- Pablo works for Atlas Freight.\n- Yuki reports to Elena.\n- Cedar Retail Group is headquartered in Malmo.\n- Cedar Retail Group was founded in 2003.\n- Sofia works for Fernhill Foods.\n- Amara works for Cedar Retail Group.\n- Pablo reports to Sofia.\n- Jonas works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Bergen.\n- Nadia works for Cedar Retail Group.\n- Hana reports to Viktor.\n- Atlas Freight was founded in 1987.\n- Bluepine Aviation was founded in 2007.\n- Amara reports to Kenji.\n- Kenji works for Fernhill Foods.\n- Hana works for Cedar Retail Group.\n- Nadia reports to Amara.\n- Fernhill Foods is headquartered in Bergen.\n- Elena reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38676", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY EXP-7 (VERSION 5, EFFECTIVE 05 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 05 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-6673: employee Hana K., hired 18 October 2022, separated 30 December 2023 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-7-2025-6673 under the controlling rules.", "criteria": {"0": "$7,000", "1": "$2,250", "2": "$21,667", "3": "$5,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-6673 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38677", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 7, EFFECTIVE 03 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 15 May 2023): For employees hired on or after 15 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 03 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-3791: employee Ingrid R., hired 07 October 2019, separated 02 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-3791?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-3791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38678", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-8 (VERSION 5, EFFECTIVE 02 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 02 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-8522: employee Ingrid T., hired 31 October 2021, separated 18 July 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-8522?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-8522 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38679", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-9 (VERSION 4, EFFECTIVE 27 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 March 2024): For employees hired on or after 11 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-7624: employee Emeka R., hired 23 October 2022, separated 11 August 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-7624?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-7624 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38680", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 92909 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "wants to cancel a placed order", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38681", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Freeze Card — asks to freeze a card", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38682", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "install_software", "2": "deprovision", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38683", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Ghent.\n- Zoya works for Crescent Telecom.\n- Ingrid works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Zoya reports to Bruno.\n- Atlas Freight was founded in 1985.\n- Mei works for Atlas Freight.\n- Yuki reports to Priya.\n- Mara reports to Jonas.\n- Bluepine Aviation was founded in 2003.\n- Atlas Freight is headquartered in Bergen.\n- Bluepine Aviation is headquartered in Porto.\n- Bruno reports to Mei.\n- Mara works for Atlas Freight.\n- Stefan reports to Mara.\n- Bruno works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Felix works for Lattice Analytics.\n- Felix reports to Stefan.\n- Lattice Analytics is headquartered in Adelaide.\n- Ingrid reports to Yuki.\n- Stefan works for Lattice Analytics.\n- Mei reports to Felix.\n- Priya reports to Zoya.\n- Crescent Telecom was founded in 2006.\n- Lattice Analytics was founded in 2011.\n- Priya works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2009", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38684", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-9 (VERSION 7, EFFECTIVE 26 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 26 July 2023): For employees hired on or after 26 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5148: employee Omar B., hired 12 August 2022, separated 10 February 2024 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5148?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5148 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38685", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38686", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY SEP-3 (VERSION 4, EFFECTIVE 24 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 24 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-6169: employee Zoya R., hired 26 March 2024, separated 08 February 2026 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-3-2026-6169 under the controlling rules.", "criteria": {"0": "$8,000", "1": "$34,667", "2": "$7,600", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-6169 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38687", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY RET-8 (VERSION 4, EFFECTIVE 24 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 24 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-7736: employee Wren S., hired 16 December 2023, separated 21 February 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-8-2026-7736 under the controlling rules.", "criteria": {"0": "$2,250", "1": "$2,500", "2": "$500", "3": "$10,833"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-7736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38688", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 5, EFFECTIVE 04 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 29 September 2023): For employees hired on or after 29 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 04 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-9232: employee Ingrid T., hired 18 August 2021, separated 30 June 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-9232?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-9232 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38689", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-6 (VERSION 5, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 25 April 2023): For employees hired on or after 25 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-7311: employee Priya T., hired 27 May 2022, separated 24 December 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-7311?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-7311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38690", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1983.\n- Omar works for Bluepine Aviation.\n- Ravi reports to Aisha.\n- Hana works for Pinnacle Software.\n- Viktor works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Mateo works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Yuki reports to Hana.\n- Aisha reports to Mateo.\n- Jonas reports to Stefan.\n- Stefan reports to Viktor.\n- Helios Logistics is headquartered in Tallinn.\n- Mateo reports to Yuki.\n- Bluepine Aviation is headquartered in Leeds.\n- Bluepine Aviation was founded in 2001.\n- Hana reports to Jonas.\n- Wren reports to Ravi.\n- Fernhill Foods is headquartered in Tallinn.\n- Ravi works for Fernhill Foods.\n- Stefan works for Bluepine Aviation.\n- Aisha works for Pinnacle Software.\n- Jonas works for Bluepine Aviation.\n- Pinnacle Software was founded in 2002.\n- Pinnacle Software is headquartered in Halifax.\n- Helios Logistics was founded in 1993.\n- Viktor reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Stefan's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Fernhill Foods", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38691", "family": "intent_v3", "state": "Incoming devops message:\n\"Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'check logs' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38692", "family": "intent_v3", "state": "Incoming hr message:\n\"Salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38693", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Fernhill Foods.\n- Pinnacle Software was founded in 1995.\n- Anders works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Pablo reports to Priya.\n- Emeka works for Summit Energy.\n- Viktor works for Summit Energy.\n- Omar works for Pinnacle Software.\n- Anders reports to Omar.\n- Dmitri works for Summit Energy.\n- Viktor reports to Mara.\n- Summit Energy was founded in 1987.\n- Dmitri reports to Mei.\n- Cobalt Health was founded in 1989.\n- Wren works for Pinnacle Software.\n- Mei works for Fernhill Foods.\n- Mara reports to Ravi.\n- Kenji works for Pinnacle Software.\n- Fernhill Foods is headquartered in Ghent.\n- Emeka reports to Wren.\n- Ravi reports to Kenji.\n- Omar reports to Viktor.\n- Pablo works for Cobalt Health.\n- Cobalt Health is headquartered in Halifax.\n- Wren reports to Pablo.\n- Priya reports to Dmitri.\n- Fernhill Foods was founded in 2013.\n- Mara works for Summit Energy.\n- Summit Energy is headquartered in Tallinn.\n- Kenji reports to Emeka.\n- Ravi works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Tallinn", "2": "Turku", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38694", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38695", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Book Flight — books airfare", "1": "Cancel Trip — cancels a booking", "2": "Claim Luggage — reports lost baggage", "3": "Change Seat — changes seat assignment", "4": "Check Status — asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38696", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2014.\n- Summit Energy was founded in 1996.\n- Pablo works for Atlas Freight.\n- Ingrid works for Ironwood Manufacturing.\n- Pablo reports to Ingrid.\n- Meridian Bank was founded in 2013.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mei reports to Tessa.\n- Mei works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1978.\n- Omar reports to Felix.\n- Omar works for Meridian Bank.\n- Summit Energy is headquartered in Malmo.\n- Tessa works for Meridian Bank.\n- Felix works for Summit Energy.\n- Atlas Freight is headquartered in Austin.\n- Amara reports to Pablo.\n- Sanne works for Atlas Freight.\n- Amara works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Austin.\n- Sanne reports to Mei.\n- Felix reports to Amara.\n- Tessa reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Austin", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38697", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Stefan.\n- Pinnacle Software is headquartered in Oslo.\n- Ingrid reports to Mateo.\n- Zoya works for Bluepine Aviation.\n- Kenji works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Pinnacle Software was founded in 2008.\n- Leila reports to Aisha.\n- Amara works for Crescent Telecom.\n- Dmitri reports to Kenji.\n- Leila works for Bluepine Aviation.\n- Ingrid works for Pinnacle Software.\n- Dmitri works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Amara reports to Sofia.\n- Stefan works for Pinnacle Software.\n- Yuki works for Northwind Systems.\n- Bluepine Aviation was founded in 2015.\n- Aisha works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Zoya.\n- Sofia reports to Jonas.\n- Aisha reports to Amara.\n- Crescent Telecom was founded in 2007.\n- Zoya reports to Dmitri.\n- Jonas works for Bluepine Aviation.\n- Yuki reports to Ingrid.\n- Crescent Telecom is headquartered in Bergen.\n- Northwind Systems was founded in 2008.\n- Stefan reports to Leila.\n- Northwind Systems is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2013", "2": "2010", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38698", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'cancel trip' handler", "1": "Route to the 'book flight' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38699", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 10554 please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "exchange_item", "1": "report_damage", "2": "change_address", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38701", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests specialist referral", "1": "books a visit", "2": "asks about insurance coverage", "3": "asks for lab results"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38702", "family": "intent_v3", "state": "Incoming support message:\n\"Cancel my order 79429, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'report damage' handler", "1": "Route to the 'cancel order' handler", "2": "Route to the 'exchange item' handler", "3": "Route to the 'track order' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38703", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1977.\n- Viktor works for Lattice Analytics.\n- Deshawn works for Ironwood Manufacturing.\n- Jonas reports to Lucia.\n- Leila reports to Mara.\n- Bluepine Aviation is headquartered in Turku.\n- Lattice Analytics was founded in 1992.\n- Kenji reports to Omar.\n- Lucia works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Jonas works for Cobalt Health.\n- Cobalt Health is headquartered in Oslo.\n- Ironwood Manufacturing was founded in 2004.\n- Omar works for Bluepine Aviation.\n- Deshawn reports to Nadia.\n- Lucia reports to Kenji.\n- Mara works for Cobalt Health.\n- Nadia works for Cobalt Health.\n- Zoya reports to Deshawn.\n- Mara reports to Viktor.\n- Omar reports to Leila.\n- Lattice Analytics is headquartered in Turku.\n- Nadia reports to Jonas.\n- Cobalt Health was founded in 1976.\n- Leila works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1992", "2": "1995", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38704", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Atlas Freight.\n- Mateo works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Nadia works for Meridian Bank.\n- Amara works for Helios Logistics.\n- Deshawn works for Crescent Telecom.\n- Amara reports to Deshawn.\n- Meridian Bank is headquartered in Lyon.\n- Atlas Freight was founded in 2015.\n- Kenji reports to Anders.\n- Dmitri works for Crescent Telecom.\n- Ravi reports to Nadia.\n- Ravi works for Meridian Bank.\n- Mateo reports to Tessa.\n- Elena works for Atlas Freight.\n- Meridian Bank was founded in 1985.\n- Nadia reports to Amara.\n- Deshawn reports to Elena.\n- Crescent Telecom was founded in 2001.\n- Kenji works for Atlas Freight.\n- Elena reports to Kenji.\n- Helios Logistics is headquartered in Basel.\n- Crescent Telecom is headquartered in Lyon.\n- Helios Logistics was founded in 2010.\n- Tessa works for Helios Logistics.\n- Tessa reports to Dmitri.\n- Anders reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2013", "2": "2018", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38705", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38706", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Elena.\n- Crescent Telecom is headquartered in Tallinn.\n- Elena reports to Jonas.\n- Priya works for Bluepine Aviation.\n- Bruno reports to Mateo.\n- Bruno works for Fernhill Foods.\n- Elena works for Crescent Telecom.\n- Mara reports to Emeka.\n- Summit Energy was founded in 2005.\n- Kenji reports to Priya.\n- Hana reports to Mara.\n- Mateo works for Bluepine Aviation.\n- Mara works for Crescent Telecom.\n- Priya reports to Hana.\n- Hana works for Bluepine Aviation.\n- Summit Energy is headquartered in Valencia.\n- Fernhill Foods was founded in 1979.\n- Bluepine Aviation is headquartered in Valencia.\n- Aisha works for Summit Energy.\n- Kenji works for Fernhill Foods.\n- Tessa reports to Kenji.\n- Tessa works for Bluepine Aviation.\n- Jonas reports to Tessa.\n- Crescent Telecom was founded in 1995.\n- Fernhill Foods is headquartered in Brno.\n- Zoya works for Summit Energy.\n- Mateo reports to Aisha.\n- Emeka reports to Zoya.\n- Emeka works for Fernhill Foods.\n- Jonas works for Summit Energy.\n- Bluepine Aviation was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1977", "2": "1979", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38707", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 21 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 30 September 2024): For employees hired on or after 30 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 21 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5497: employee Aisha A., hired 19 May 2022, separated 29 March 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5497?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38708", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5256: employee Bruno M., hired 11 November 2022, separated 04 March 2024 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5256?", "criteria": {"0": "39 weeks", "1": "12 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5256 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38709", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Leila.\n- Meridian Bank is headquartered in Malmo.\n- Hana reports to Pablo.\n- Meridian Bank was founded in 2001.\n- Pablo reports to Mateo.\n- Leila works for Summit Energy.\n- Ingrid reports to Sofia.\n- Cobalt Health is headquartered in Porto.\n- Mateo reports to Deshawn.\n- Deshawn reports to Kenji.\n- Summit Energy is headquartered in Nagoya.\n- Mara reports to Ingrid.\n- Kenji reports to Mara.\n- Helios Logistics is headquartered in Leeds.\n- Mara works for Cobalt Health.\n- Pablo works for Cobalt Health.\n- Stefan reports to Hana.\n- Summit Energy was founded in 2008.\n- Stefan works for Helios Logistics.\n- Hana works for Cobalt Health.\n- Sofia works for Summit Energy.\n- Mateo works for Cobalt Health.\n- Kenji works for Summit Energy.\n- Ingrid works for Meridian Bank.\n- Cobalt Health was founded in 1977.\n- Deshawn works for Helios Logistics.\n- Helios Logistics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1980", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38710", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Summit Energy.\n- Dmitri works for Beacon Insurance.\n- Wren works for Crescent Telecom.\n- Sofia works for Beacon Insurance.\n- Sofia reports to Mateo.\n- Summit Energy was founded in 1991.\n- Beacon Insurance was founded in 2008.\n- Emeka works for Beacon Insurance.\n- Wren reports to Priya.\n- Priya reports to Sofia.\n- Dmitri reports to Emeka.\n- Tessa works for Crescent Telecom.\n- Lucia reports to Tessa.\n- Summit Energy is headquartered in Basel.\n- Crescent Telecom is headquartered in Tallinn.\n- Beacon Insurance is headquartered in Tallinn.\n- Fernhill Foods was founded in 2004.\n- Crescent Telecom was founded in 2007.\n- Lucia works for Summit Energy.\n- Fernhill Foods is headquartered in Valencia.\n- Mateo works for Crescent Telecom.\n- Emeka reports to Wren.\n- Tessa reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38711", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Ship order 75168 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'track order' handler", "1": "Route to the 'change address' handler", "2": "Route to the 'cancel order' handler", "3": "Route to the 'exchange item' handler", "4": "Route to the 'request refund' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38712", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "grants system access", "3": "removes access for a leaver", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38713", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 29 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 12 November 2025): For employees hired on or after 12 November 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 29 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-1532: employee Mateo A., hired 12 June 2022, separated 01 July 2027 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-1532?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-1532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38714", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 11 October 2023): For employees hired on or after 11 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-4331: employee Anders K., hired 23 November 2021, separated 18 January 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-4331?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-4331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38715", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-9 (VERSION 7, EFFECTIVE 09 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 07 June 2023): For employees hired on or after 07 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 09 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2026-5902: employee Pablo A., hired 22 December 2020, separated 31 July 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2026-5902?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2026-5902 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38716", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 08 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 08 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6384: employee Elena K., hired 16 February 2021, separated 27 February 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-6384?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "16 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6384 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38717", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 6, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 09 May 2023): For employees hired on or after 09 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-2621: employee Stefan K., hired 11 January 2021, separated 12 December 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-2621?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-2621 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Ravi.\n- Kenji works for Vantage Air.\n- Anders works for Vantage Air.\n- Fernhill Foods is headquartered in Oslo.\n- Viktor works for Vantage Air.\n- Mara works for Fernhill Foods.\n- Sanne works for Meridian Bank.\n- Crescent Telecom was founded in 1978.\n- Yuki works for Crescent Telecom.\n- Kenji reports to Anders.\n- Sanne reports to Yuki.\n- Vantage Air was founded in 1980.\n- Zoya works for Meridian Bank.\n- Meridian Bank was founded in 1989.\n- Ravi reports to Mara.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 2006.\n- Yuki reports to Kenji.\n- Anders reports to Viktor.\n- Crescent Telecom is headquartered in Porto.\n- Mara reports to Sanne.\n- Meridian Bank is headquartered in Oslo.\n- Vantage Air is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38719", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-8236: employee Kenji R., hired 21 May 2022, separated 05 April 2026 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-8236?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-8236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38720", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-9 (VERSION 4, EFFECTIVE 06 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 06 February 2023): For employees hired on or after 06 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 06 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-6554: employee Kenji K., hired 11 October 2021, separated 23 September 2023 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-9-2025-6554 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,000", "2": "$3,800", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-6554 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38721", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38722", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 6, EFFECTIVE 22 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 13 June 2024): For employees hired on or after 13 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 22 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-8670: employee Elena S., hired 15 October 2020, separated 19 October 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2026-8670?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-8670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38723", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Bluepine Aviation.\n- Mateo reports to Ravi.\n- Ingrid reports to Callum.\n- Meridian Bank was founded in 2003.\n- Ravi works for Meridian Bank.\n- Nadia works for Northwind Systems.\n- Tobias works for Helios Logistics.\n- Northwind Systems was founded in 1976.\n- Elena reports to Sofia.\n- Anders works for Bluepine Aviation.\n- Felix reports to Mateo.\n- Ravi reports to Nadia.\n- Ingrid works for Helios Logistics.\n- Meridian Bank is headquartered in Leeds.\n- Hana works for Meridian Bank.\n- Hana reports to Elena.\n- Nadia reports to Zoya.\n- Tobias reports to Hana.\n- Felix works for Meridian Bank.\n- Callum works for Helios Logistics.\n- Anders reports to Tobias.\n- Mateo works for Helios Logistics.\n- Zoya works for Meridian Bank.\n- Bluepine Aviation was founded in 1985.\n- Zoya reports to Ingrid.\n- Helios Logistics is headquartered in Brno.\n- Northwind Systems is headquartered in Brno.\n- Bluepine Aviation is headquartered in Ghent.\n- Elena works for Northwind Systems.\n- Helios Logistics was founded in 2008.\n- Sofia reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1998", "2": "2001", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38724", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "asks for lab results", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38725", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Priya.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Leeds.\n- Mateo reports to Zoya.\n- Stefan reports to Anders.\n- Tessa works for Crescent Telecom.\n- Jonas works for Cobalt Health.\n- Anders reports to Emeka.\n- Beacon Insurance is headquartered in Bergen.\n- Emeka reports to Nadia.\n- Cobalt Health was founded in 2012.\n- Tessa reports to Jonas.\n- Stefan works for Lattice Analytics.\n- Priya reports to Tessa.\n- Emeka works for Crescent Telecom.\n- Beacon Insurance was founded in 1978.\n- Ingrid reports to Mateo.\n- Mateo works for Lattice Analytics.\n- Crescent Telecom was founded in 1992.\n- Lattice Analytics is headquartered in Leeds.\n- Ingrid works for Beacon Insurance.\n- Anders works for Lattice Analytics.\n- Lattice Analytics was founded in 1981.\n- Nadia works for Lattice Analytics.\n- Zoya reports to Stefan.\n- Cobalt Health is headquartered in Leeds.\n- Priya works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1984", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38726", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Helios Logistics.\n- Anders works for Cedar Retail Group.\n- Wren reports to Omar.\n- Priya works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Elena works for Helios Logistics.\n- Bruno works for Beacon Insurance.\n- Atlas Freight is headquartered in Tampere.\n- Cedar Retail Group was founded in 1998.\n- Elena reports to Hana.\n- Leila works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Pablo reports to Felix.\n- Beacon Insurance was founded in 2006.\n- Leila reports to Priya.\n- Priya reports to Wren.\n- Anders reports to Yuki.\n- Yuki reports to Elena.\n- Yuki works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Omar works for Cedar Retail Group.\n- Helios Logistics was founded in 2014.\n- Bruno reports to Leila.\n- Hana works for Helios Logistics.\n- Atlas Freight was founded in 2015.\n- Pablo works for Helios Logistics.\n- Felix reports to Zoya.\n- Hana reports to Pablo.\n- Zoya works for Beacon Insurance.\n- Helios Logistics is headquartered in Tampere.\n- Omar reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Valencia", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38727", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38728", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY SEP-3 (VERSION 3, EFFECTIVE 12 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 03 March 2024): For employees hired on or after 03 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9763: employee Kenji B., hired 22 November 2021, separated 18 October 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9763?", "criteria": {"0": "13 weeks", "1": "16 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9763 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38729", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38730", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-5 (VERSION 4, EFFECTIVE 12 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 12 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-8893: employee Mara T., hired 19 April 2021, separated 23 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-8893?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-8893 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38731", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Report Delay — reports a delayed shipment", "2": "Reroute — changes a shipment destination", "3": "Schedule Pickup — arranges a pickup", "4": "Quote Request — asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38732", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "check_status", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38733", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-9 (VERSION 4, EFFECTIVE 12 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 12 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4440: employee Felix T., hired 27 April 2021, separated 14 March 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-4440 under the controlling rules.", "criteria": {"0": "$7,250", "1": "$31,200", "2": "$9,200", "3": "$7,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4440 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38734", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Priya.\n- Priya reports to Lucia.\n- Mara works for Pinnacle Software.\n- Mara reports to Felix.\n- Pinnacle Software was founded in 1991.\n- Atlas Freight was founded in 1990.\n- Jonas reports to Deshawn.\n- Deshawn works for Bluepine Aviation.\n- Helios Logistics was founded in 1983.\n- Helios Logistics is headquartered in Halifax.\n- Priya works for Helios Logistics.\n- Jonas works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Dunedin.\n- Lucia works for Helios Logistics.\n- Elena works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Deshawn reports to Mara.\n- Felix works for Helios Logistics.\n- Chiara works for Helios Logistics.\n- Atlas Freight is headquartered in Halifax.\n- Felix reports to Chiara.\n- Lucia reports to Elena.\n- Pinnacle Software is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1990", "2": "1988", "3": "1993"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38735", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "books airfare", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38736", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY SEP-9 (VERSION 6, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 12 December 2025): For employees hired on or after 12 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-1470: employee Mateo K., hired 20 September 2024, separated 24 July 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-1470?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-1470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38737", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY SEP-2 (VERSION 4, EFFECTIVE 23 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 23 August 2025): For employees hired on or after 23 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 23 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-1255: employee Bruno S., hired 17 November 2024, separated 26 November 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-1255 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$4,500", "3": "$1,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-1255 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Northwind Systems.\n- Ingrid works for Northwind Systems.\n- Northwind Systems is headquartered in Valencia.\n- Wren reports to Pablo.\n- Mateo works for Fernhill Foods.\n- Pablo reports to Anders.\n- Atlas Freight is headquartered in Brno.\n- Fernhill Foods is headquartered in Halifax.\n- Ingrid reports to Priya.\n- Priya reports to Mara.\n- Stefan reports to Chiara.\n- Callum reports to Wren.\n- Priya works for Northwind Systems.\n- Callum works for Helios Logistics.\n- Helios Logistics is headquartered in Lyon.\n- Pablo works for Fernhill Foods.\n- Northwind Systems was founded in 1988.\n- Mara works for Northwind Systems.\n- Stefan works for Atlas Freight.\n- Mateo reports to Stefan.\n- Helios Logistics was founded in 1975.\n- Fernhill Foods was founded in 1999.\n- Chiara reports to Callum.\n- Atlas Freight was founded in 2001.\n- Wren works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Anders reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Lyon", "2": "Brno", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38739", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-8 (VERSION 3, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 21 June 2023): For employees hired on or after 21 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-8183: employee Tessa R., hired 24 February 2021, separated 02 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-8183?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-8183 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38740", "family": "intent_hardneg", "state": "Incoming support message:\n\"where is order 53904\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_damage", "1": "track_order", "2": "exchange_item", "3": "request_refund"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38741", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Emeka.\n- Stefan works for Meridian Bank.\n- Atlas Freight is headquartered in Brno.\n- Atlas Freight was founded in 1998.\n- Deshawn works for Meridian Bank.\n- Mei reports to Felix.\n- Deshawn reports to Sanne.\n- Stefan reports to Tobias.\n- Emeka works for Pinnacle Software.\n- Leila reports to Mei.\n- Tessa reports to Deshawn.\n- Meridian Bank was founded in 1996.\n- Meridian Bank is headquartered in Tallinn.\n- Cobalt Health is headquartered in Brno.\n- Tobias works for Atlas Freight.\n- Sanne works for Atlas Freight.\n- Emeka reports to Leila.\n- Tessa works for Atlas Freight.\n- Pinnacle Software is headquartered in Tallinn.\n- Pinnacle Software was founded in 2004.\n- Mei works for Meridian Bank.\n- Felix works for Atlas Freight.\n- Leila works for Atlas Freight.\n- Cobalt Health was founded in 1979.\n- Felix reports to Aisha.\n- Tobias reports to Tessa.\n- Aisha works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Leeds", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Wren.\n- Ingrid reports to Viktor.\n- Deshawn reports to Priya.\n- Dmitri reports to Kenji.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1982.\n- Cobalt Health is headquartered in Ghent.\n- Helios Logistics is headquartered in Basel.\n- Elena works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Wren reports to Deshawn.\n- Helios Logistics was founded in 1982.\n- Pinnacle Software was founded in 1982.\n- Ironwood Manufacturing was founded in 1986.\n- Viktor works for Cobalt Health.\n- Elena reports to Ingrid.\n- Priya works for Ironwood Manufacturing.\n- Wren works for Helios Logistics.\n- Kenji reports to Elena.\n- Dmitri works for Ironwood Manufacturing.\n- Ingrid works for Helios Logistics.\n- Deshawn works for Cobalt Health.\n- Pinnacle Software is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38743", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Omar.\n- Amara reports to Emeka.\n- Beacon Insurance is headquartered in Austin.\n- Atlas Freight was founded in 1987.\n- Atlas Freight is headquartered in Austin.\n- Sofia works for Atlas Freight.\n- Sofia reports to Hana.\n- Omar works for Beacon Insurance.\n- Stefan works for Helios Logistics.\n- Beacon Insurance was founded in 1997.\n- Emeka reports to Viktor.\n- Summit Energy is headquartered in Lyon.\n- Viktor reports to Chiara.\n- Summit Energy was founded in 2004.\n- Amara works for Summit Energy.\n- Omar reports to Jonas.\n- Hana works for Summit Energy.\n- Chiara reports to Stefan.\n- Helios Logistics was founded in 2003.\n- Mara reports to Amara.\n- Chiara works for Helios Logistics.\n- Jonas works for Beacon Insurance.\n- Emeka works for Helios Logistics.\n- Viktor works for Beacon Insurance.\n- Jonas reports to Sofia.\n- Helios Logistics is headquartered in Lyon.\n- Mara works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Lyon", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38744", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "provision_access", "1": "report_outage", "2": "reset_password", "3": "install_software"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38745", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Referral — requests specialist referral", "1": "Coverage Question — asks about insurance coverage", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill", "4": "Book Appointment — books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38746", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Leila.\n- Northwind Systems was founded in 1994.\n- Wren works for Ironwood Manufacturing.\n- Mei works for Cobalt Health.\n- Hana works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Cork.\n- Helios Logistics was founded in 2007.\n- Leila reports to Anders.\n- Elena works for Ironwood Manufacturing.\n- Amara works for Northwind Systems.\n- Helios Logistics is headquartered in Malmo.\n- Wren reports to Elena.\n- Leila works for Ironwood Manufacturing.\n- Tessa reports to Hana.\n- Mei reports to Wren.\n- Stefan works for Cobalt Health.\n- Mateo reports to Stefan.\n- Lucia reports to Amara.\n- Lucia works for Ironwood Manufacturing.\n- Hana reports to Kenji.\n- Kenji reports to Mei.\n- Tessa works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2012.\n- Northwind Systems is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Cobalt Health was founded in 1999.\n- Mateo works for Northwind Systems.\n- Anders works for Ironwood Manufacturing.\n- Kenji works for Northwind Systems.\n- Anders reports to Mateo.\n- Amara reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2010", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38748", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Rotate Keys — asks to rotate credentials", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38749", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 9421 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants a different size/color/variant", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38750", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 28 October 2023): For employees hired on or after 28 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-4948: employee Amara B., hired 06 March 2020, separated 27 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-4948?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-4948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38751", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-6 (VERSION 7, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 28 January 2023): For employees hired on or after 28 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-3614: employee Amara B., hired 08 May 2019, separated 31 January 2024 (mutual separation), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-6-2026-3614 under the controlling rules.", "criteria": {"0": "$61,533", "1": "$14,200", "2": "$14,100", "3": "$16,200"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-3614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38752", "family": "intent_hardneg", "state": "Incoming support message:\n\"cancel my order 20857, changed my mind\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "track_order", "2": "cancel_order", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38753", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to revert a deploy", "1": "asks to add capacity", "2": "asks to restart a service", "3": "asks to inspect logs or metrics", "4": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38754", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-7 (VERSION 4, EFFECTIVE 27 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 30 December 2023): For employees hired on or after 30 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 27 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-4500: employee Elena T., hired 30 March 2021, separated 15 July 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-4500?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-4500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Mei.\n- Sanne works for Meridian Bank.\n- Lucia works for Vantage Air.\n- Atlas Freight was founded in 1997.\n- Wren works for Beacon Insurance.\n- Vantage Air was founded in 1975.\n- Wren reports to Lucia.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Dunedin.\n- Yuki reports to Sanne.\n- Meridian Bank is headquartered in Leeds.\n- Stefan works for Meridian Bank.\n- Lucia reports to Felix.\n- Meridian Bank was founded in 1980.\n- Felix works for Vantage Air.\n- Hana works for Atlas Freight.\n- Mei works for Meridian Bank.\n- Hana reports to Yuki.\n- Beacon Insurance is headquartered in Brno.\n- Atlas Freight is headquartered in Dunedin.\n- Sanne reports to Wren.\n- Beacon Insurance was founded in 1977.\n- Mei reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38756", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to send money", "1": "asks to freeze a card", "2": "asks for account balance", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38757", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY TRV-4 (VERSION 7, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 December 2024): For employees hired on or after 18 December 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6716: employee Lucia A., hired 09 July 2023, separated 04 July 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-4-2026-6716 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$3,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6716 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38758", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY RET-2 (VERSION 4, EFFECTIVE 29 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 29 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8122: employee Viktor S., hired 27 October 2023, separated 08 December 2024 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case RET-2-2026-8122 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$26,000", "3": "$1,650"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8122 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38759", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "report_outage", "2": "install_software", "3": "provision_access"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38760", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY EXP-7 (VERSION 3, EFFECTIVE 03 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 06 February 2024): For employees hired on or after 06 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 03 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8296: employee Elena R., hired 01 June 2021, separated 07 February 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-8296?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8296 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38761", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancels a booking", "1": "reports lost baggage", "2": "changes seat assignment", "3": "asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38762", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-7 (VERSION 6, EFFECTIVE 22 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 22 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1389: employee Elena T., hired 12 November 2023, separated 17 September 2026 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1389?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1389 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38763", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 4, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 March 2024): For employees hired on or after 10 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-4371: employee Amara B., hired 21 May 2023, separated 14 January 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-4371?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-4371 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38764", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Adelaide.\n- Aisha reports to Priya.\n- Vantage Air was founded in 2000.\n- Viktor works for Bluepine Aviation.\n- Sofia reports to Viktor.\n- Meridian Bank is headquartered in Bergen.\n- Sanne works for Vantage Air.\n- Mara reports to Aisha.\n- Sanne reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Tobias.\n- Viktor reports to Sanne.\n- Callum reports to Sofia.\n- Yuki works for Fernhill Foods.\n- Aisha works for Meridian Bank.\n- Fernhill Foods was founded in 1982.\n- Fernhill Foods is headquartered in Brno.\n- Priya works for Bluepine Aviation.\n- Meridian Bank was founded in 1988.\n- Priya reports to Callum.\n- Sofia works for Meridian Bank.\n- Bluepine Aviation was founded in 1999.\n- Mara works for Fernhill Foods.\n- Bluepine Aviation is headquartered in Adelaide.\n- Yuki reports to Mara.\n- Callum works for Bluepine Aviation.\n- Tobias works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mara's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Vantage Air", "2": "Bluepine Aviation", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38765", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'coverage question' handler", "4": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38766", "family": "intent_v3", "state": "Incoming devops message:\n\"Scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to restart a service", "3": "asks to rotate credentials", "4": "asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Summit Energy was founded in 1977.\n- Tessa works for Summit Energy.\n- Atlas Freight is headquartered in Leeds.\n- Yuki reports to Sanne.\n- Atlas Freight was founded in 1999.\n- Pablo reports to Felix.\n- Sofia reports to Anders.\n- Summit Energy is headquartered in Leeds.\n- Crescent Telecom was founded in 2012.\n- Anders works for Atlas Freight.\n- Anders reports to Tessa.\n- Pablo works for Atlas Freight.\n- Sanne works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Turku.\n- Omar reports to Sofia.\n- Omar works for Summit Energy.\n- Ironwood Manufacturing was founded in 1989.\n- Crescent Telecom is headquartered in Turku.\n- Tessa reports to Yuki.\n- Callum works for Ironwood Manufacturing.\n- Callum reports to Pablo.\n- Felix reports to Lucia.\n- Lucia reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Leeds", "2": "Turku", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38768", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants payment details changed", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments", "4": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.\n- Jonas reports to Anders.\n- Cedar Retail Group is headquartered in Tallinn.\n- Aisha works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Valencia.\n- Aisha reports to Omar.\n- Stefan works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Pinnacle Software was founded in 1985.\n- Tobias reports to Stefan.\n- Stefan reports to Sanne.\n- Cedar Retail Group was founded in 1998.\n- Ironwood Manufacturing was founded in 1975.\n- Emeka reports to Aisha.\n- Bluepine Aviation was founded in 1986.\n- Jonas works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Brno.\n- Omar reports to Tobias.\n- Bluepine Aviation is headquartered in Bergen.\n- Omar works for Cedar Retail Group.\n- Anders works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Bluepine Aviation", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38770", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY REL-4 (VERSION 4, EFFECTIVE 22 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 22 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-9363: employee Elena A., hired 05 November 2022, separated 03 April 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-9363?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-9363 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38771", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Anders.\n- Atlas Freight is headquartered in Cork.\n- Emeka works for Atlas Freight.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Cork.\n- Elena works for Atlas Freight.\n- Emeka reports to Wren.\n- Elena reports to Omar.\n- Omar reports to Emeka.\n- Chiara works for Fernhill Foods.\n- Yuki works for Atlas Freight.\n- Vantage Air is headquartered in Basel.\n- Vantage Air was founded in 2003.\n- Helios Logistics was founded in 1987.\n- Atlas Freight was founded in 2010.\n- Deshawn reports to Ravi.\n- Omar works for Helios Logistics.\n- Fernhill Foods was founded in 1992.\n- Anders reports to Tessa.\n- Ravi works for Fernhill Foods.\n- Anders works for Atlas Freight.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Wren reports to Yuki.\n- Ravi reports to Elena.\n- Tessa works for Helios Logistics.\n- Yuki reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1990", "2": "1995", "3": "1992"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38773", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 14 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-8874: employee Sofia M., hired 19 May 2021, separated 05 February 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-8874?", "criteria": {"0": "12 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-8874 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38774", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Austin.\n- Mei reports to Ravi.\n- Mateo reports to Jonas.\n- Aisha reports to Yuki.\n- Jonas works for Vantage Air.\n- Nadia reports to Mateo.\n- Mei works for Vantage Air.\n- Yuki reports to Mei.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Cork.\n- Leila reports to Callum.\n- Aisha works for Vantage Air.\n- Callum reports to Nadia.\n- Callum works for Helios Logistics.\n- Pinnacle Software was founded in 1985.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 2013.\n- Helios Logistics was founded in 2012.\n- Helios Logistics is headquartered in Cork.\n- Jonas reports to Omar.\n- Yuki works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Leila works for Pinnacle Software.\n- Vantage Air was founded in 2009.\n- Ravi reports to Leila.\n- Vantage Air is headquartered in Cork.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cedar Retail Group", "2": "Helios Logistics", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38775", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38776", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"the vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "requests software installation", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Porto.\n- Pablo works for Helios Logistics.\n- Nadia reports to Lucia.\n- Emeka works for Helios Logistics.\n- Tobias works for Beacon Insurance.\n- Felix works for Vantage Air.\n- Jonas reports to Pablo.\n- Lucia reports to Tobias.\n- Tobias reports to Felix.\n- Jonas works for Vantage Air.\n- Helios Logistics is headquartered in Basel.\n- Dmitri reports to Nadia.\n- Felix reports to Leila.\n- Dmitri works for Beacon Insurance.\n- Leila works for Vantage Air.\n- Beacon Insurance was founded in 1990.\n- Vantage Air is headquartered in Dunedin.\n- Vantage Air was founded in 1998.\n- Pablo reports to Emeka.\n- Beacon Insurance is headquartered in Dunedin.\n- Nadia works for Helios Logistics.\n- Cedar Retail Group was founded in 2008.\n- Helios Logistics was founded in 1989.\n- Zoya reports to Jonas.\n- Zoya works for Helios Logistics.\n- Lucia works for Cedar Retail Group.\n- Leila reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Helios Logistics", "2": "Cedar Retail Group", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38779", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "play_music", "3": "control_lights"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Jonas.\n- Pablo works for Cedar Retail Group.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1990.\n- Summit Energy is headquartered in Adelaide.\n- Dmitri reports to Priya.\n- Dmitri works for Northwind Systems.\n- Anders reports to Pablo.\n- Northwind Systems was founded in 1978.\n- Anders works for Cedar Retail Group.\n- Emeka reports to Kenji.\n- Lucia reports to Emeka.\n- Kenji works for Cedar Retail Group.\n- Tessa works for Summit Energy.\n- Kenji reports to Deshawn.\n- Pablo reports to Ravi.\n- Jonas works for Cedar Retail Group.\n- Lucia works for Beacon Insurance.\n- Cedar Retail Group was founded in 1999.\n- Summit Energy was founded in 2002.\n- Ravi works for Summit Energy.\n- Cedar Retail Group is headquartered in Tampere.\n- Deshawn works for Beacon Insurance.\n- Mateo reports to Anders.\n- Mateo works for Cedar Retail Group.\n- Deshawn reports to Dmitri.\n- Priya works for Cedar Retail Group.\n- Jonas reports to Tessa.\n- Beacon Insurance is headquartered in Adelaide.\n- Tessa reports to Mateo.\n- Northwind Systems is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1999", "2": "1997", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Northwind Systems.\n- Tobias works for Crescent Telecom.\n- Wren reports to Tobias.\n- Tobias reports to Bruno.\n- Bruno works for Vantage Air.\n- Zoya works for Crescent Telecom.\n- Crescent Telecom is headquartered in Dunedin.\n- Bruno reports to Mateo.\n- Yuki reports to Stefan.\n- Vantage Air was founded in 2004.\n- Mateo reports to Zoya.\n- Meridian Bank was founded in 2013.\n- Mateo works for Vantage Air.\n- Meridian Bank is headquartered in Lyon.\n- Chiara works for Meridian Bank.\n- Vantage Air is headquartered in Brno.\n- Kenji reports to Jonas.\n- Northwind Systems was founded in 2002.\n- Stefan reports to Wren.\n- Kenji works for Northwind Systems.\n- Zoya reports to Kenji.\n- Yuki works for Meridian Bank.\n- Jonas works for Vantage Air.\n- Wren works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Chiara reports to Yuki.\n- Crescent Telecom was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Vantage Air", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38782", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38783", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 46033 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38784", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Northwind Systems.\n- Chiara reports to Mei.\n- Yuki works for Meridian Bank.\n- Crescent Telecom was founded in 2011.\n- Vantage Air is headquartered in Bergen.\n- Aisha works for Northwind Systems.\n- Meridian Bank is headquartered in Bergen.\n- Callum reports to Ingrid.\n- Mei reports to Yuki.\n- Northwind Systems is headquartered in Tallinn.\n- Meridian Bank was founded in 1986.\n- Pablo works for Crescent Telecom.\n- Chiara works for Vantage Air.\n- Ingrid works for Vantage Air.\n- Mei works for Northwind Systems.\n- Pablo reports to Bruno.\n- Emeka reports to Pablo.\n- Callum works for Northwind Systems.\n- Vantage Air was founded in 1994.\n- Aisha reports to Chiara.\n- Bruno works for Meridian Bank.\n- Emeka works for Northwind Systems.\n- Yuki reports to Sanne.\n- Bruno reports to Callum.\n- Northwind Systems was founded in 2001.\n- Sanne reports to Emeka.\n- Crescent Telecom is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2006", "2": "2011", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38786", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Halifax.\n- Mateo works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Valencia.\n- Ironwood Manufacturing was founded in 1994.\n- Ingrid reports to Kenji.\n- Tobias works for Ironwood Manufacturing.\n- Ingrid works for Beacon Insurance.\n- Hana reports to Bruno.\n- Beacon Insurance was founded in 1979.\n- Kenji reports to Aisha.\n- Mateo reports to Wren.\n- Aisha works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Wren reports to Ingrid.\n- Bruno reports to Mateo.\n- Cedar Retail Group was founded in 1987.\n- Atlas Freight was founded in 1991.\n- Beacon Insurance is headquartered in Porto.\n- Tobias reports to Hana.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Wren works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1974", "2": "1979", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38787", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 21 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 21 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-8770: employee Dmitri A., hired 30 April 2023, separated 13 November 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-7-2026-8770 under the controlling rules.", "criteria": {"0": "$9,375", "1": "$9,300", "2": "$40,300", "3": "$9,800"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-8770 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38788", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 11 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 01 August 2024): For employees hired on or after 01 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 11 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9529: employee Mateo T., hired 16 December 2020, separated 29 December 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-9529?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9529 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38789", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY SEP-4 (VERSION 5, EFFECTIVE 21 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 18 April 2025): For employees hired on or after 18 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-3332: employee Sanne B., hired 08 August 2023, separated 02 March 2026 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-3332?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-3332 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Summit Energy.\n- Yuki works for Helios Logistics.\n- Mateo reports to Callum.\n- Summit Energy was founded in 1997.\n- Helios Logistics was founded in 1998.\n- Beacon Insurance was founded in 2009.\n- Callum reports to Sanne.\n- Ingrid works for Fernhill Foods.\n- Felix works for Helios Logistics.\n- Aisha reports to Ingrid.\n- Fernhill Foods was founded in 1998.\n- Mateo works for Summit Energy.\n- Helios Logistics is headquartered in Adelaide.\n- Ingrid reports to Mateo.\n- Yuki reports to Aisha.\n- Aisha works for Summit Energy.\n- Sanne works for Summit Energy.\n- Felix reports to Tobias.\n- Summit Energy is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Adelaide.\n- Callum works for Fernhill Foods.\n- Beacon Insurance is headquartered in Nagoya.\n- Tobias reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "1993", "3": "2001"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38791", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "install_software", "1": "reset_password", "2": "deprovision", "3": "provision_access", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38792", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 6, EFFECTIVE 29 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 May 2025): For employees hired on or after 25 May 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 29 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1839: employee Aisha T., hired 09 February 2024, separated 28 August 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1839?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1839 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38793", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Restart Service — asks to restart a service", "3": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38794", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'cancel subscription' handler", "4": "Route to the 'update card' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38795", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Turku.\n- Summit Energy was founded in 1998.\n- Sofia works for Fernhill Foods.\n- Emeka reports to Elena.\n- Priya works for Cedar Retail Group.\n- Jonas reports to Emeka.\n- Elena reports to Mei.\n- Bruno reports to Hana.\n- Fernhill Foods was founded in 1984.\n- Nadia works for Cedar Retail Group.\n- Mei works for Cedar Retail Group.\n- Elena works for Cedar Retail Group.\n- Hana works for Crescent Telecom.\n- Cedar Retail Group was founded in 1985.\n- Crescent Telecom is headquartered in Halifax.\n- Mei reports to Nadia.\n- Bruno works for Summit Energy.\n- Emeka works for Fernhill Foods.\n- Jonas works for Crescent Telecom.\n- Hana reports to Viktor.\n- Nadia reports to Bruno.\n- Crescent Telecom was founded in 2013.\n- Cedar Retail Group is headquartered in Turku.\n- Summit Energy is headquartered in Halifax.\n- Priya reports to Jonas.\n- Viktor works for Cedar Retail Group.\n- Viktor reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Halifax", "2": "Turku", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38796", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "removes access for a leaver", "3": "grants system access", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38798", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Porto.\n- Emeka reports to Bruno.\n- Lattice Analytics was founded in 2002.\n- Leila reports to Jonas.\n- Anders reports to Ingrid.\n- Anders works for Beacon Insurance.\n- Beacon Insurance was founded in 2005.\n- Pablo reports to Anders.\n- Pinnacle Software was founded in 1977.\n- Atlas Freight was founded in 2000.\n- Leila works for Atlas Freight.\n- Ingrid reports to Emeka.\n- Atlas Freight is headquartered in Brno.\n- Pinnacle Software is headquartered in Porto.\n- Beacon Insurance is headquartered in Brno.\n- Pablo works for Pinnacle Software.\n- Ingrid works for Lattice Analytics.\n- Bruno works for Beacon Insurance.\n- Jonas reports to Mateo.\n- Emeka works for Beacon Insurance.\n- Jonas works for Pinnacle Software.\n- Mateo works for Atlas Freight.\n- Bruno reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Nagoya", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38799", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 6, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 08 June 2023): For employees hired on or after 08 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-9998: employee Deshawn B., hired 10 August 2020, separated 06 December 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-3-2026-9998 under the controlling rules.", "criteria": {"0": "$6,450", "1": "$6,400", "2": "$6,900", "3": "$27,733"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-9998 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38800", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-5 (VERSION 5, EFFECTIVE 10 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 15 October 2024): For employees hired on or after 15 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 10 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-6407: employee Zoya M., hired 13 December 2023, separated 10 August 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-6407?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-6407 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38801", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-8 (VERSION 4, EFFECTIVE 22 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 06 August 2024): For employees hired on or after 06 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 22 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-9127: employee Tobias K., hired 13 June 2023, separated 13 February 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-9127?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-9127 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38802", "family": "intent_hardneg", "state": "Incoming health message:\n\"schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests medication refill", "2": "books a visit", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38803", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 24 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 23 January 2025): For employees hired on or after 23 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 24 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-6108: employee Kenji S., hired 09 February 2023, separated 17 August 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-6108?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-6108 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38804", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Stefan.\n- Elena works for Vantage Air.\n- Beacon Insurance was founded in 2000.\n- Vantage Air is headquartered in Valencia.\n- Anders works for Beacon Insurance.\n- Beacon Insurance is headquartered in Valencia.\n- Elena reports to Hana.\n- Mei reports to Lucia.\n- Lucia reports to Elena.\n- Leila works for Helios Logistics.\n- Lucia works for Helios Logistics.\n- Mei works for Fernhill Foods.\n- Priya reports to Nadia.\n- Vantage Air was founded in 1975.\n- Nadia works for Vantage Air.\n- Fernhill Foods was founded in 1989.\n- Helios Logistics is headquartered in Lyon.\n- Fernhill Foods is headquartered in Cork.\n- Priya works for Vantage Air.\n- Hana works for Helios Logistics.\n- Stefan reports to Chiara.\n- Viktor reports to Priya.\n- Viktor works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Stefan works for Fernhill Foods.\n- Helios Logistics was founded in 1996.\n- Callum reports to Anders.\n- Nadia reports to Callum.\n- Callum works for Helios Logistics.\n- Chiara reports to Viktor.\n- Hana reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1994", "2": "1991", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38805", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Deshawn.\n- Atlas Freight was founded in 1976.\n- Dmitri reports to Omar.\n- Mara reports to Lucia.\n- Wren works for Fernhill Foods.\n- Northwind Systems is headquartered in Ghent.\n- Beacon Insurance is headquartered in Brno.\n- Beacon Insurance was founded in 1998.\n- Leila works for Atlas Freight.\n- Mara works for Northwind Systems.\n- Lucia reports to Mei.\n- Tobias works for Northwind Systems.\n- Wren reports to Mara.\n- Mei works for Northwind Systems.\n- Dmitri works for Northwind Systems.\n- Northwind Systems was founded in 1982.\n- Deshawn reports to Dmitri.\n- Jonas reports to Tobias.\n- Fernhill Foods is headquartered in Lyon.\n- Fernhill Foods was founded in 2008.\n- Leila reports to Zoya.\n- Mei reports to Leila.\n- Atlas Freight is headquartered in Ghent.\n- Omar reports to Wren.\n- Zoya reports to Jonas.\n- Lucia works for Beacon Insurance.\n- Jonas works for Atlas Freight.\n- Zoya works for Atlas Freight.\n- Deshawn works for Northwind Systems.\n- Omar works for Northwind Systems.\n- Tessa works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Tessa reports to Jonas.\n- Vantage Air is headquartered in Leeds.\n- Vantage Air was founded in 1975.\n- Omar reports to Leila.\n- Ingrid works for Lattice Analytics.\n- Dmitri reports to Elena.\n- Elena works for Vantage Air.\n- Chiara works for Cobalt Health.\n- Dmitri works for Cobalt Health.\n- Leila reports to Aisha.\n- Cedar Retail Group was founded in 1999.\n- Mara reports to Ingrid.\n- Mei reports to Chiara.\n- Omar works for Vantage Air.\n- Elena reports to Tessa.\n- Jonas reports to Mei.\n- Cobalt Health was founded in 1984.\n- Mara works for Lattice Analytics.\n- Chiara reports to Omar.\n- Aisha works for Lattice Analytics.\n- Lattice Analytics is headquartered in Lyon.\n- Lattice Analytics was founded in 1982.\n- Anders works for Cedar Retail Group.\n- Anders reports to Mara.\n- Jonas works for Cobalt Health.\n- Leila works for Cobalt Health.\n- Cedar Retail Group is headquartered in Lyon.\n- Tessa works for Lattice Analytics.\n- Cobalt Health is headquartered in Valencia.\n- Ingrid reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38807", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Pablo reports to Hana.\n- Hana reports to Anders.\n- Beacon Insurance was founded in 1999.\n- Northwind Systems is headquartered in Ghent.\n- Beacon Insurance is headquartered in Cork.\n- Ravi reports to Callum.\n- Anders works for Beacon Insurance.\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia works for Atlas Freight.\n- Ravi works for Beacon Insurance.\n- Callum works for Beacon Insurance.\n- Pablo works for Pinnacle Software.\n- Atlas Freight is headquartered in Cork.\n- Hana works for Northwind Systems.\n- Elena reports to Viktor.\n- Elena works for Atlas Freight.\n- Viktor reports to Wren.\n- Sanne reports to Ravi.\n- Anders reports to Elena.\n- Northwind Systems was founded in 1994.\n- Wren works for Northwind Systems.\n- Pinnacle Software was founded in 1988.\n- Viktor works for Atlas Freight.\n- Callum reports to Nadia.\n- Nadia reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1997", "2": "1992", "3": "1989"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Fernhill Foods.\n- Atlas Freight was founded in 1988.\n- Zoya works for Fernhill Foods.\n- Emeka works for Cedar Retail Group.\n- Cobalt Health is headquartered in Cork.\n- Atlas Freight is headquartered in Brno.\n- Viktor reports to Jonas.\n- Callum works for Cedar Retail Group.\n- Fernhill Foods was founded in 1983.\n- Leila works for Atlas Freight.\n- Nadia works for Fernhill Foods.\n- Lucia works for Cobalt Health.\n- Tobias works for Fernhill Foods.\n- Viktor works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Callum reports to Emeka.\n- Cedar Retail Group is headquartered in Cork.\n- Emeka reports to Zoya.\n- Fernhill Foods is headquartered in Halifax.\n- Sanne works for Atlas Freight.\n- Tobias reports to Viktor.\n- Jonas reports to Sanne.\n- Tessa reports to Tobias.\n- Nadia reports to Tessa.\n- Zoya reports to Leila.\n- Cedar Retail Group was founded in 2007.\n- Cobalt Health was founded in 2000.\n- Lucia reports to Callum.\n- Chiara reports to Lucia.\n- Leila reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38809", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY EXP-5 (VERSION 7, EFFECTIVE 22 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 07 June 2025): For employees hired on or after 07 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 22 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1804: employee Wren T., hired 26 June 2024, separated 02 December 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1804?", "criteria": {"0": "19 weeks", "1": "24 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38810", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to play audio", "1": "asks to text someone", "2": "controls lighting", "3": "asks about weather", "4": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38811", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 16 September 2025): For employees hired on or after 16 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8463: employee Leila K., hired 08 June 2025, separated 15 April 2027 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8463?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8463 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38812", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "invoice_copy", "2": "update_card", "3": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Jonas.\n- Stefan reports to Viktor.\n- Fernhill Foods was founded in 1985.\n- Cobalt Health was founded in 2002.\n- Jonas reports to Zoya.\n- Meridian Bank was founded in 2006.\n- Northwind Systems was founded in 1995.\n- Nadia reports to Wren.\n- Meridian Bank is headquartered in Brno.\n- Viktor works for Northwind Systems.\n- Zoya works for Fernhill Foods.\n- Wren reports to Hana.\n- Aisha works for Fernhill Foods.\n- Tobias reports to Nadia.\n- Deshawn reports to Aisha.\n- Tobias works for Meridian Bank.\n- Wren works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Northwind Systems is headquartered in Oslo.\n- Hana works for Northwind Systems.\n- Hana reports to Deshawn.\n- Jonas works for Fernhill Foods.\n- Cobalt Health is headquartered in Brno.\n- Fernhill Foods is headquartered in Brno.\n- Deshawn works for Fernhill Foods.\n- Aisha reports to Stefan.\n- Nadia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1985", "2": "1988", "3": "1983"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38814", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-9 (VERSION 7, EFFECTIVE 27 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 30 March 2025): For employees hired on or after 30 March 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 27 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6316: employee Emeka A., hired 18 November 2024, separated 08 April 2026 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6316?", "criteria": {"0": "16 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38815", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38816", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 76983 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "exchange_item", "2": "report_damage", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38817", "family": "intent_v3", "state": "Incoming smart home message:\n\"Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Send Message — asks to text someone", "1": "Control Lights — controls lighting", "2": "Weather — asks about weather", "3": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38818", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-7 (VERSION 7, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 03 October 2024): For employees hired on or after 03 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-9547: employee Priya T., hired 25 July 2022, separated 27 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-9547?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-9547 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38819", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY RET-9 (VERSION 2, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 27 December 2023): For employees hired on or after 27 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-5314: employee Emeka A., hired 03 March 2023, separated 29 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-5314?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-5314 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38820", "family": "intent_v3", "state": "Incoming travel message:\n\"Is my flight on time\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38821", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: I moved — update delivery for 56543\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Cancel Order — wants to cancel a placed order", "3": "Change Address — wants the delivery address updated", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38822", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1996.\n- Zoya works for Vantage Air.\n- Mateo reports to Zoya.\n- Ravi works for Beacon Insurance.\n- Tessa works for Atlas Freight.\n- Vantage Air was founded in 1997.\n- Lucia reports to Hana.\n- Mei works for Vantage Air.\n- Nadia reports to Ravi.\n- Mei reports to Lucia.\n- Vantage Air is headquartered in Turku.\n- Nadia works for Vantage Air.\n- Kenji reports to Tessa.\n- Chiara works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Atlas Freight is headquartered in Turku.\n- Atlas Freight was founded in 2015.\n- Dmitri reports to Mateo.\n- Chiara reports to Anders.\n- Hana reports to Nadia.\n- Mateo works for Atlas Freight.\n- Beacon Insurance was founded in 2014.\n- Tessa reports to Dmitri.\n- Summit Energy is headquartered in Tampere.\n- Hana works for Beacon Insurance.\n- Zoya reports to Mei.\n- Dmitri works for Summit Energy.\n- Ravi reports to Chiara.\n- Lucia works for Beacon Insurance.\n- Anders works for Vantage Air.\n- Kenji works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2012", "2": "2017", "3": "2014"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38823", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "book_flight", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 2015.\n- Northwind Systems is headquartered in Porto.\n- Mei reports to Jonas.\n- Nadia works for Summit Energy.\n- Hana reports to Emeka.\n- Jonas reports to Hana.\n- Lattice Analytics is headquartered in Malmo.\n- Elena works for Northwind Systems.\n- Leila reports to Deshawn.\n- Summit Energy is headquartered in Valencia.\n- Hana works for Atlas Freight.\n- Jonas works for Northwind Systems.\n- Leila works for Lattice Analytics.\n- Lattice Analytics was founded in 2013.\n- Atlas Freight is headquartered in Valencia.\n- Sofia works for Lattice Analytics.\n- Summit Energy was founded in 1976.\n- Northwind Systems was founded in 1994.\n- Sofia reports to Leila.\n- Deshawn reports to Yuki.\n- Yuki reports to Mei.\n- Emeka works for Northwind Systems.\n- Mei works for Summit Energy.\n- Emeka reports to Nadia.\n- Elena reports to Sofia.\n- Deshawn works for Lattice Analytics.\n- Yuki works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Lattice Analytics", "2": "Atlas Freight", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38825", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_alarm", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38826", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Play Music — asks to play audio", "3": "Set Timer — asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38827", "family": "intent_v3", "state": "Incoming billing message:\n\"Set up installments for my outstanding bill\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Dispute Charge — reports an unauthorized charge", "1": "Cancel Subscription — wants to end recurring billing", "2": "Payment Plan — asks to split a balance into installments", "3": "Invoice Copy — requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Leila reports to Ravi.\n- Leila works for Fernhill Foods.\n- Omar works for Meridian Bank.\n- Omar reports to Mei.\n- Viktor works for Meridian Bank.\n- Mateo reports to Viktor.\n- Summit Energy was founded in 1989.\n- Fernhill Foods is headquartered in Turku.\n- Priya reports to Omar.\n- Aisha reports to Mateo.\n- Meridian Bank is headquartered in Lyon.\n- Mei reports to Aisha.\n- Viktor reports to Leila.\n- Crescent Telecom is headquartered in Austin.\n- Aisha works for Crescent Telecom.\n- Crescent Telecom was founded in 1982.\n- Ravi works for Summit Energy.\n- Meridian Bank was founded in 1986.\n- Fernhill Foods was founded in 2015.\n- Mateo works for Crescent Telecom.\n- Priya works for Fernhill Foods.\n- Mei works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2018", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1975.\n- Dmitri reports to Wren.\n- Wren works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mara reports to Dmitri.\n- Mara works for Fernhill Foods.\n- Pinnacle Software was founded in 1976.\n- Crescent Telecom was founded in 1991.\n- Priya reports to Aisha.\n- Mateo works for Fernhill Foods.\n- Crescent Telecom is headquartered in Oslo.\n- Wren reports to Priya.\n- Fernhill Foods is headquartered in Austin.\n- Aisha reports to Omar.\n- Aisha works for Crescent Telecom.\n- Dmitri works for Crescent Telecom.\n- Mateo reports to Mara.\n- Viktor works for Pinnacle Software.\n- Omar works for Crescent Telecom.\n- Priya works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1994.\n- Pinnacle Software is headquartered in Austin.\n- Viktor reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1975", "2": "1970", "3": "1973"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38830", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 27 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 27 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-9414: employee Elena M., hired 16 March 2023, separated 04 October 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-9414?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-9414 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38831", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38832", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 7, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 10 April 2023): For employees hired on or after 10 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-1304: employee Mateo B., hired 20 May 2021, separated 21 March 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-1304?", "criteria": {"0": "16 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-1304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38833", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Ironwood Manufacturing.\n- Kenji works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1987.\n- Bruno reports to Emeka.\n- Ingrid works for Vantage Air.\n- Ingrid reports to Felix.\n- Ravi reports to Kenji.\n- Fernhill Foods was founded in 1984.\n- Bluepine Aviation is headquartered in Adelaide.\n- Felix reports to Bruno.\n- Bruno works for Fernhill Foods.\n- Vantage Air was founded in 1997.\n- Deshawn works for Bluepine Aviation.\n- Kenji reports to Ingrid.\n- Dmitri works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Bluepine Aviation was founded in 1978.\n- Ravi works for Vantage Air.\n- Emeka works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Brno.\n- Vantage Air is headquartered in Brno.\n- Mara reports to Deshawn.\n- Jonas works for Fernhill Foods.\n- Dmitri reports to Jonas.\n- Emeka reports to Dmitri.\n- Felix works for Fernhill Foods.\n- Deshawn reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Bergen", "2": "Basel", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38834", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "restart_service", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38835", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-7 (VERSION 7, EFFECTIVE 16 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 23 September 2023): For employees hired on or after 23 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1530: employee Bruno R., hired 19 April 2021, separated 31 March 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1530?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "24 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38836", "family": "intent_v3", "state": "Incoming support message:\n\"FW: 45956 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38837", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"what's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38838", "family": "intent_v3", "state": "Incoming devops message:\n\"Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'rotate keys' handler", "3": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38839", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 15 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 24 February 2023): For employees hired on or after 24 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 15 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-8771: employee Aisha S., hired 31 July 2022, separated 05 May 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-8771 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$21,667", "2": "$2,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-8771 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38840", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "asks about insurance coverage", "3": "requests medication refill", "4": "books a visit"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38841", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Leeds.\n- Mateo works for Beacon Insurance.\n- Chiara works for Fernhill Foods.\n- Beacon Insurance was founded in 1998.\n- Mei works for Beacon Insurance.\n- Fernhill Foods is headquartered in Basel.\n- Tobias reports to Callum.\n- Callum reports to Wren.\n- Tessa works for Fernhill Foods.\n- Zoya reports to Viktor.\n- Wren works for Northwind Systems.\n- Meridian Bank was founded in 1980.\n- Viktor reports to Jonas.\n- Callum works for Beacon Insurance.\n- Zoya works for Fernhill Foods.\n- Wren reports to Mateo.\n- Chiara reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Mara reports to Zoya.\n- Mara works for Northwind Systems.\n- Viktor works for Beacon Insurance.\n- Beacon Insurance is headquartered in Leeds.\n- Meridian Bank is headquartered in Leeds.\n- Tessa reports to Mei.\n- Sanne reports to Tessa.\n- Mateo reports to Mara.\n- Tobias works for Meridian Bank.\n- Northwind Systems was founded in 1994.\n- Fernhill Foods was founded in 1985.\n- Mei reports to Tobias.\n- Jonas works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1996", "2": "2001", "3": "1993"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka works for Cobalt Health.\n- Chiara works for Ironwood Manufacturing.\n- Felix reports to Leila.\n- Aisha works for Ironwood Manufacturing.\n- Leila reports to Ingrid.\n- Ingrid works for Bluepine Aviation.\n- Emeka reports to Bruno.\n- Bruno reports to Jonas.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1993.\n- Ravi works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Tampere.\n- Leila works for Bluepine Aviation.\n- Jonas reports to Felix.\n- Bruno works for Fernhill Foods.\n- Aisha reports to Emeka.\n- Cobalt Health is headquartered in Bergen.\n- Ingrid reports to Chiara.\n- Dmitri works for Cobalt Health.\n- Dmitri reports to Ravi.\n- Jonas works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1996.\n- Cobalt Health was founded in 2012.\n- Bluepine Aviation is headquartered in Bergen.\n- Fernhill Foods was founded in 2008.\n- Chiara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1991", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38843", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-4 (VERSION 7, EFFECTIVE 16 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 25 March 2023): For employees hired on or after 25 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-5478: employee Lucia B., hired 23 January 2023, separated 03 November 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-5478?", "criteria": {"0": "16 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-5478 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38844", "family": "intent_v3", "state": "Incoming health message:\n\"Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38845", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Install Software — requests software installation", "1": "Provision Access — grants system access", "2": "Deprovision — removes access for a leaver", "3": "Reset Password — resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38846", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 2, EFFECTIVE 17 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 15 December 2023): For employees hired on or after 15 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 17 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-8322: employee Tobias M., hired 07 August 2023, separated 22 August 2024 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-8322 under the controlling rules.", "criteria": {"0": "$5,000", "1": "$3,750", "2": "$6,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-8322 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38847", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "play_music", "1": "control_lights", "2": "weather", "3": "set_alarm", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38848", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "check_status", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38849", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Anders.\n- Omar works for Northwind Systems.\n- Yuki works for Fernhill Foods.\n- Pablo works for Northwind Systems.\n- Kenji works for Lattice Analytics.\n- Viktor reports to Pablo.\n- Tobias works for Lattice Analytics.\n- Omar reports to Amara.\n- Tessa reports to Omar.\n- Viktor works for Northwind Systems.\n- Zoya reports to Sofia.\n- Zoya works for Northwind Systems.\n- Amara reports to Bruno.\n- Fernhill Foods is headquartered in Austin.\n- Anders works for Lattice Analytics.\n- Amara works for Pinnacle Software.\n- Bruno reports to Yuki.\n- Tessa works for Lattice Analytics.\n- Yuki reports to Tobias.\n- Fernhill Foods was founded in 1995.\n- Northwind Systems is headquartered in Cork.\n- Anders reports to Kenji.\n- Lattice Analytics was founded in 1977.\n- Pinnacle Software is headquartered in Austin.\n- Tobias reports to Viktor.\n- Lattice Analytics is headquartered in Lyon.\n- Sofia works for Pinnacle Software.\n- Sofia reports to Tessa.\n- Northwind Systems was founded in 2011.\n- Bruno works for Northwind Systems.\n- Pinnacle Software was founded in 2010.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2010", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38850", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-9 (VERSION 5, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9657: employee Tobias B., hired 09 February 2021, separated 24 December 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9657?", "criteria": {"0": "20 weeks", "1": "12 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9657 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38851", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-7 (VERSION 2, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-8430: employee Leila R., hired 26 June 2021, separated 13 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-8430?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-8430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38852", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38853", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-4 (VERSION 4, EFFECTIVE 10 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 May 2024): For employees hired on or after 13 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 10 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1304: employee Ravi R., hired 25 February 2023, separated 20 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1304?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1304 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38854", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Malmo.\n- Ravi reports to Zoya.\n- Zoya works for Beacon Insurance.\n- Ingrid works for Ironwood Manufacturing.\n- Aisha reports to Ingrid.\n- Aisha works for Beacon Insurance.\n- Sofia reports to Sanne.\n- Cobalt Health was founded in 2014.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Cobalt Health is headquartered in Malmo.\n- Mara works for Cobalt Health.\n- Beacon Insurance was founded in 1990.\n- Ironwood Manufacturing was founded in 1987.\n- Atlas Freight was founded in 1998.\n- Ravi works for Atlas Freight.\n- Sanne reports to Pablo.\n- Sofia works for Atlas Freight.\n- Atlas Freight is headquartered in Leeds.\n- Sanne works for Ironwood Manufacturing.\n- Pablo reports to Mara.\n- Ingrid reports to Ravi.\n- Zoya reports to Sofia.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1985", "2": "1990", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38855", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Brno.\n- Chiara works for Beacon Insurance.\n- Pablo works for Bluepine Aviation.\n- Viktor reports to Mateo.\n- Viktor works for Cobalt Health.\n- Beacon Insurance was founded in 2008.\n- Omar reports to Chiara.\n- Chiara reports to Viktor.\n- Lattice Analytics was founded in 2015.\n- Omar works for Beacon Insurance.\n- Sofia reports to Mei.\n- Cobalt Health is headquartered in Bergen.\n- Sofia works for Cobalt Health.\n- Pablo reports to Deshawn.\n- Mateo reports to Pablo.\n- Deshawn reports to Sofia.\n- Beacon Insurance is headquartered in Nagoya.\n- Cobalt Health was founded in 2004.\n- Bluepine Aviation was founded in 1987.\n- Lattice Analytics is headquartered in Brno.\n- Deshawn works for Cobalt Health.\n- Mateo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Lattice Analytics", "2": "Beacon Insurance", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38856", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Elena works for Summit Energy.\n- Elena reports to Chiara.\n- Felix reports to Anders.\n- Crescent Telecom is headquartered in Cork.\n- Crescent Telecom was founded in 1998.\n- Priya works for Northwind Systems.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1991.\n- Wren reports to Zoya.\n- Northwind Systems is headquartered in Leeds.\n- Felix works for Bluepine Aviation.\n- Aisha reports to Wren.\n- Zoya reports to Elena.\n- Priya reports to Felix.\n- Wren works for Bluepine Aviation.\n- Northwind Systems was founded in 1993.\n- Zoya works for Crescent Telecom.\n- Summit Energy is headquartered in Leeds.\n- Chiara reports to Priya.\n- Anders works for Crescent Telecom.\n- Bluepine Aviation is headquartered in Cork.\n- Summit Energy was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1993", "2": "1988", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38857", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an unauthorized charge", "1": "requests a receipt or invoice", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38858", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Deprovision — removes access for a leaver", "1": "Reset Password — resets credentials", "2": "Report Outage — reports a system outage", "3": "Provision Access — grants system access", "4": "Install Software — requests software installation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38859", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Bruno works for Vantage Air.\n- Jonas works for Vantage Air.\n- Vantage Air was founded in 1992.\n- Vantage Air is headquartered in Tampere.\n- Tobias reports to Amara.\n- Bruno reports to Deshawn.\n- Ironwood Manufacturing was founded in 1996.\n- Pinnacle Software was founded in 1993.\n- Yuki reports to Bruno.\n- Yuki works for Ironwood Manufacturing.\n- Lucia reports to Yuki.\n- Lucia works for Vantage Air.\n- Jonas reports to Tobias.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Pinnacle Software is headquartered in Malmo.\n- Cobalt Health is headquartered in Dunedin.\n- Cobalt Health was founded in 2009.\n- Amara works for Vantage Air.\n- Tessa works for Pinnacle Software.\n- Tobias works for Ironwood Manufacturing.\n- Amara reports to Tessa.\n- Deshawn reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1995", "2": "1992", "3": "1990"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38860", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 24 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 02 December 2024): For employees hired on or after 02 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-8899: employee Ravi T., hired 27 September 2021, separated 30 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-8899?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-8899 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38861", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Anders.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Malmo.\n- Hana reports to Lucia.\n- Jonas reports to Mateo.\n- Hana works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Nagoya.\n- Tessa works for Beacon Insurance.\n- Amara reports to Tessa.\n- Bluepine Aviation is headquartered in Leeds.\n- Cedar Retail Group was founded in 2014.\n- Deshawn works for Lattice Analytics.\n- Lucia works for Bluepine Aviation.\n- Ravi reports to Hana.\n- Elena works for Bluepine Aviation.\n- Omar reports to Jonas.\n- Elena reports to Nadia.\n- Nadia reports to Deshawn.\n- Deshawn reports to Ravi.\n- Amara works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Anders reports to Elena.\n- Tessa reports to Omar.\n- Omar works for Bluepine Aviation.\n- Anders works for Lattice Analytics.\n- Beacon Insurance was founded in 1983.\n- Jonas works for Lattice Analytics.\n- Lattice Analytics was founded in 1986.\n- Bluepine Aviation was founded in 1982.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1977", "2": "1985", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Mara works for Lattice Analytics.\n- Yuki reports to Viktor.\n- Sofia works for Helios Logistics.\n- Viktor works for Bluepine Aviation.\n- Vantage Air was founded in 1975.\n- Chiara reports to Callum.\n- Tessa works for Helios Logistics.\n- Yuki works for Bluepine Aviation.\n- Nadia reports to Mara.\n- Viktor reports to Tessa.\n- Tessa reports to Ingrid.\n- Callum reports to Sofia.\n- Mateo reports to Yuki.\n- Bluepine Aviation is headquartered in Bergen.\n- Sofia reports to Nadia.\n- Lattice Analytics is headquartered in Dunedin.\n- Helios Logistics is headquartered in Leeds.\n- Chiara works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Ingrid reports to Chiara.\n- Mateo works for Lattice Analytics.\n- Bluepine Aviation was founded in 1981.\n- Vantage Air is headquartered in Leeds.\n- Ingrid works for Bluepine Aviation.\n- Lattice Analytics was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1979", "2": "1981", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38863", "family": "intent_hardneg", "state": "Incoming health message:\n\"did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "books a visit", "3": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38865", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Nadia works for Lattice Analytics.\n- Nadia reports to Ingrid.\n- Kenji reports to Callum.\n- Lucia reports to Zoya.\n- Ingrid reports to Ravi.\n- Felix reports to Wren.\n- Ravi works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Summit Energy is headquartered in Cork.\n- Cobalt Health is headquartered in Cork.\n- Callum reports to Sanne.\n- Ravi reports to Felix.\n- Callum works for Cobalt Health.\n- Amara reports to Nadia.\n- Zoya works for Summit Energy.\n- Beacon Insurance was founded in 2011.\n- Mateo reports to Kenji.\n- Beacon Insurance is headquartered in Malmo.\n- Sanne works for Beacon Insurance.\n- Wren works for Summit Energy.\n- Amara works for Beacon Insurance.\n- Summit Energy was founded in 1980.\n- Cobalt Health was founded in 2012.\n- Sanne reports to Amara.\n- Zoya reports to Mateo.\n- Felix works for Beacon Insurance.\n- Lattice Analytics is headquartered in Malmo.\n- Kenji works for Summit Energy.\n- Lattice Analytics was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2014", "1": "2009", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38866", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-3 (VERSION 3, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-1821: employee Sanne A., hired 10 October 2022, separated 14 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-1821?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-1821 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Sofia.\n- Yuki works for Bluepine Aviation.\n- Priya works for Northwind Systems.\n- Bruno works for Meridian Bank.\n- Sofia works for Bluepine Aviation.\n- Chiara works for Bluepine Aviation.\n- Sofia reports to Ravi.\n- Lucia works for Bluepine Aviation.\n- Pablo reports to Yuki.\n- Bluepine Aviation was founded in 1987.\n- Felix works for Northwind Systems.\n- Yuki reports to Emeka.\n- Felix reports to Kenji.\n- Lucia reports to Bruno.\n- Chiara reports to Priya.\n- Priya reports to Amara.\n- Atlas Freight is headquartered in Turku.\n- Ravi reports to Lucia.\n- Emeka works for Atlas Freight.\n- Pablo works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Amara works for Atlas Freight.\n- Atlas Freight was founded in 2005.\n- Meridian Bank is headquartered in Tallinn.\n- Kenji works for Northwind Systems.\n- Kenji reports to Chiara.\n- Meridian Bank was founded in 2001.\n- Northwind Systems is headquartered in Nagoya.\n- Bruno reports to Pablo.\n- Bluepine Aviation is headquartered in Nagoya.\n- Northwind Systems was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2010", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38868", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Ship order 66389 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "change_address", "1": "exchange_item", "2": "request_refund", "3": "cancel_order", "4": "track_order"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38869", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY TRV-8 (VERSION 3, EFFECTIVE 17 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 12 October 2024): For employees hired on or after 12 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 17 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-7470: employee Felix T., hired 18 May 2023, separated 31 March 2025 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-8-2025-7470 under the controlling rules.", "criteria": {"0": "$20,000", "1": "$4,615", "2": "$4,385", "3": "$3,615"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-7470 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38870", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Summit Energy.\n- Hana reports to Lucia.\n- Callum reports to Anders.\n- Tobias reports to Ravi.\n- Bruno reports to Callum.\n- Lucia works for Crescent Telecom.\n- Amara reports to Aisha.\n- Nadia works for Crescent Telecom.\n- Beacon Insurance is headquartered in Halifax.\n- Hana works for Pinnacle Software.\n- Tobias works for Beacon Insurance.\n- Summit Energy was founded in 1983.\n- Mara reports to Amara.\n- Crescent Telecom is headquartered in Dunedin.\n- Beacon Insurance was founded in 1993.\n- Anders reports to Kenji.\n- Pinnacle Software was founded in 2015.\n- Bruno works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Aisha works for Crescent Telecom.\n- Summit Energy is headquartered in Cork.\n- Mara works for Beacon Insurance.\n- Lucia reports to Nadia.\n- Aisha reports to Hana.\n- Crescent Telecom was founded in 1985.\n- Pinnacle Software is headquartered in Cork.\n- Nadia reports to Tobias.\n- Ravi works for Crescent Telecom.\n- Kenji reports to Mara.\n- Kenji works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Dunedin", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38871", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Dunedin.\n- Sanne reports to Ravi.\n- Emeka works for Summit Energy.\n- Pinnacle Software is headquartered in Dunedin.\n- Elena reports to Emeka.\n- Leila reports to Dmitri.\n- Mara works for Summit Energy.\n- Dmitri works for Summit Energy.\n- Sanne works for Summit Energy.\n- Elena works for Summit Energy.\n- Lattice Analytics is headquartered in Malmo.\n- Tessa works for Pinnacle Software.\n- Ravi reports to Chiara.\n- Chiara reports to Tessa.\n- Dmitri reports to Sanne.\n- Felix works for Fernhill Foods.\n- Chiara works for Fernhill Foods.\n- Ravi works for Pinnacle Software.\n- Lattice Analytics was founded in 2007.\n- Summit Energy was founded in 2006.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods was founded in 1985.\n- Tessa reports to Felix.\n- Mara reports to Elena.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Dunedin", "2": "Bergen", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38873", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Stefan.\n- Nadia works for Helios Logistics.\n- Cobalt Health is headquartered in Basel.\n- Pinnacle Software was founded in 1997.\n- Ingrid reports to Amara.\n- Emeka reports to Callum.\n- Ingrid works for Helios Logistics.\n- Helios Logistics is headquartered in Tampere.\n- Amara reports to Ravi.\n- Emeka works for Helios Logistics.\n- Stefan works for Cobalt Health.\n- Amara works for Summit Energy.\n- Anders works for Helios Logistics.\n- Tobias works for Cobalt Health.\n- Helios Logistics was founded in 2002.\n- Tobias reports to Ingrid.\n- Sanne reports to Anders.\n- Cobalt Health was founded in 1997.\n- Summit Energy was founded in 1986.\n- Pinnacle Software is headquartered in Basel.\n- Ravi works for Cobalt Health.\n- Sanne works for Pinnacle Software.\n- Summit Energy is headquartered in Basel.\n- Callum works for Helios Logistics.\n- Stefan reports to Nadia.\n- Nadia reports to Sanne.\n- Ravi reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Halifax", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38874", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "refill_rx", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38875", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks flight status", "1": "cancels a booking", "2": "reports lost baggage", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38876", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-5 (VERSION 2, EFFECTIVE 21 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 27 February 2024): For employees hired on or after 27 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 21 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9486: employee Omar R., hired 18 July 2020, separated 08 May 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9486?", "criteria": {"0": "26 weeks", "1": "8 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38877", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare", "4": "Cancel Trip — cancels a booking"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38878", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "scale_up", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38879", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY REL-2 (VERSION 7, EFFECTIVE 01 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 14 January 2024): For employees hired on or after 14 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 01 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-5843: employee Sofia S., hired 15 August 2023, separated 13 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-2-2025-5843 under the controlling rules.", "criteria": {"0": "$2,000", "1": "$17,333", "2": "$900", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-5843 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38880", "family": "intent_hardneg", "state": "Incoming banking message:\n\"set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "check_balance", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38881", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "org_question", "3": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38882", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 24 January 2023): For employees hired on or after 24 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7826: employee Felix R., hired 15 September 2022, separated 16 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7826?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38884", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "cancels a booking", "2": "changes seat assignment", "3": "reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38885", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 11 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 29 May 2024): For employees hired on or after 29 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 11 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-3921: employee Aisha T., hired 31 May 2021, separated 13 July 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-3921?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-3921 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38886", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'reset password' handler", "4": "Route to the 'report outage' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38887", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Oslo.\n- Cedar Retail Group was founded in 1979.\n- Lucia reports to Sanne.\n- Pablo works for Helios Logistics.\n- Pablo reports to Wren.\n- Helios Logistics was founded in 2011.\n- Sanne works for Cedar Retail Group.\n- Helios Logistics is headquartered in Tampere.\n- Fernhill Foods is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji reports to Pablo.\n- Kenji works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1985.\n- Viktor reports to Emeka.\n- Emeka works for Ironwood Manufacturing.\n- Viktor works for Helios Logistics.\n- Fernhill Foods was founded in 1996.\n- Wren works for Helios Logistics.\n- Emeka reports to Aisha.\n- Aisha reports to Kenji.\n- Sanne reports to Viktor.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Fernhill Foods", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38888", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38889", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-8 (VERSION 5, EFFECTIVE 02 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 02 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1113: employee Callum A., hired 21 June 2022, separated 17 April 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1113?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1113 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-38890", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-4 (VERSION 2, EFFECTIVE 19 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 13 January 2023): For employees hired on or after 13 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 19 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-8601: employee Lucia R., hired 13 September 2022, separated 04 June 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-8601?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-8601 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Tobias.\n- Bluepine Aviation is headquartered in Turku.\n- Mara works for Cobalt Health.\n- Yuki reports to Sanne.\n- Vantage Air is headquartered in Bergen.\n- Yuki works for Cedar Retail Group.\n- Aisha works for Cobalt Health.\n- Omar reports to Dmitri.\n- Vantage Air was founded in 1977.\n- Bluepine Aviation was founded in 1998.\n- Tobias works for Bluepine Aviation.\n- Dmitri works for Cobalt Health.\n- Chiara reports to Wren.\n- Chiara works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Nadia works for Bluepine Aviation.\n- Wren reports to Yuki.\n- Cedar Retail Group is headquartered in Porto.\n- Cedar Retail Group was founded in 2013.\n- Dmitri reports to Nadia.\n- Cobalt Health is headquartered in Turku.\n- Nadia reports to Mara.\n- Cobalt Health was founded in 1986.\n- Mara reports to Chiara.\n- Omar works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Aisha reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38892", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payroll_issue", "1": "org_question", "2": "update_benefits", "3": "request_leave", "4": "resignation"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38893", "family": "intent_hardneg", "state": "Incoming support message:\n\"the product broke — refund 19342 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38894", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 09 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 February 2024): For employees hired on or after 20 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-2084: employee Felix A., hired 13 March 2021, separated 01 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-2-2025-2084 under the controlling rules.", "criteria": {"0": "$8,500", "1": "$8,000", "2": "$7,000", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-2084 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38895", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Elena.\n- Ironwood Manufacturing was founded in 2004.\n- Hana works for Crescent Telecom.\n- Priya works for Vantage Air.\n- Stefan reports to Anders.\n- Sanne works for Crescent Telecom.\n- Elena reports to Stefan.\n- Vantage Air was founded in 1998.\n- Hana reports to Priya.\n- Fernhill Foods was founded in 2006.\n- Stefan works for Vantage Air.\n- Anders works for Crescent Telecom.\n- Vantage Air is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Ingrid reports to Mara.\n- Anders reports to Sanne.\n- Crescent Telecom was founded in 2009.\n- Fernhill Foods is headquartered in Leeds.\n- Mara works for Ironwood Manufacturing.\n- Ingrid works for Crescent Telecom.\n- Mara reports to Hana.\n- Elena works for Vantage Air.\n- Crescent Telecom is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1996", "2": "2001", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38896", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Ravi.\n- Lucia works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2001.\n- Summit Energy was founded in 2006.\n- Pinnacle Software is headquartered in Austin.\n- Pablo works for Ironwood Manufacturing.\n- Ingrid reports to Lucia.\n- Mateo reports to Hana.\n- Ironwood Manufacturing is headquartered in Austin.\n- Callum reports to Tessa.\n- Beacon Insurance is headquartered in Basel.\n- Lucia reports to Pablo.\n- Ingrid works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Tessa works for Summit Energy.\n- Beacon Insurance was founded in 1979.\n- Tobias works for Pinnacle Software.\n- Mara works for Ironwood Manufacturing.\n- Callum works for Pinnacle Software.\n- Deshawn reports to Ingrid.\n- Pinnacle Software was founded in 2010.\n- Mateo works for Ironwood Manufacturing.\n- Ravi reports to Yuki.\n- Ravi works for Summit Energy.\n- Tobias reports to Mateo.\n- Deshawn works for Pinnacle Software.\n- Hana works for Beacon Insurance.\n- Yuki works for Ironwood Manufacturing.\n- Yuki reports to Tobias.\n- Pablo reports to Callum.\n- Tessa reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1996", "2": "2001", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38897", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Dmitri.\n- Dmitri reports to Yuki.\n- Wren reports to Pablo.\n- Wren works for Beacon Insurance.\n- Dmitri works for Cobalt Health.\n- Beacon Insurance was founded in 2008.\n- Pablo reports to Mateo.\n- Zoya works for Ironwood Manufacturing.\n- Sofia works for Cobalt Health.\n- Beacon Insurance is headquartered in Halifax.\n- Mateo works for Atlas Freight.\n- Sofia reports to Anders.\n- Aisha reports to Zoya.\n- Yuki reports to Chiara.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Aisha works for Cobalt Health.\n- Anders works for Beacon Insurance.\n- Atlas Freight was founded in 2001.\n- Mateo reports to Sofia.\n- Cobalt Health was founded in 1991.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2010.\n- Chiara reports to Wren.\n- Cobalt Health is headquartered in Tallinn.\n- Pablo works for Ironwood Manufacturing.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1994", "2": "1991", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38898", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38900", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-9 (VERSION 2, EFFECTIVE 28 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 28 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-2675: employee Ravi A., hired 05 March 2023, separated 23 January 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-2675?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-2675 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38901", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 22 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 18 July 2024): For employees hired on or after 18 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-4974: employee Aisha K., hired 03 February 2022, separated 23 June 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-4974?", "criteria": {"0": "39 weeks", "1": "8 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-4974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38902", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'refill rx' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2015.\n- Vantage Air was founded in 1981.\n- Priya works for Helios Logistics.\n- Dmitri works for Pinnacle Software.\n- Vantage Air is headquartered in Tampere.\n- Lucia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 2009.\n- Callum reports to Kenji.\n- Mei works for Vantage Air.\n- Pablo reports to Dmitri.\n- Sofia reports to Nadia.\n- Nadia works for Vantage Air.\n- Dmitri reports to Sofia.\n- Pinnacle Software was founded in 2002.\n- Mei reports to Priya.\n- Callum works for Helios Logistics.\n- Priya reports to Callum.\n- Helios Logistics is headquartered in Oslo.\n- Zoya works for Pinnacle Software.\n- Zoya reports to Lucia.\n- Pablo works for Ironwood Manufacturing.\n- Kenji works for Helios Logistics.\n- Sofia works for Ironwood Manufacturing.\n- Kenji reports to Zoya.\n- Nadia reports to Mei.\n- Pinnacle Software is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Ghent", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38904", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-7 (VERSION 4, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-3674: employee Ravi R., hired 03 May 2023, separated 30 January 2025 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-3674?", "criteria": {"0": "24 weeks", "1": "20 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-3674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38905", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38906", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1994.\n- Bluepine Aviation is headquartered in Austin.\n- Lattice Analytics is headquartered in Basel.\n- Leila works for Cobalt Health.\n- Jonas reports to Yuki.\n- Leila reports to Felix.\n- Yuki works for Meridian Bank.\n- Amara works for Lattice Analytics.\n- Lucia works for Lattice Analytics.\n- Dmitri works for Lattice Analytics.\n- Cobalt Health was founded in 1992.\n- Felix reports to Lucia.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Amara.\n- Felix works for Meridian Bank.\n- Yuki reports to Aisha.\n- Deshawn works for Bluepine Aviation.\n- Jonas works for Lattice Analytics.\n- Amara reports to Chiara.\n- Cobalt Health is headquartered in Basel.\n- Meridian Bank was founded in 1981.\n- Deshawn reports to Jonas.\n- Chiara works for Lattice Analytics.\n- Lucia reports to Deshawn.\n- Chiara reports to Dmitri.\n- Bluepine Aviation was founded in 1992.\n- Meridian Bank is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Basel", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38907", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-2 (VERSION 4, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 11 February 2025): For employees hired on or after 11 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-4538: employee Chiara M., hired 28 June 2023, separated 12 September 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-4538?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-4538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38908", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-9 (VERSION 5, EFFECTIVE 31 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 June 2024): For employees hired on or after 19 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 31 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-9223: employee Stefan B., hired 31 August 2022, separated 27 April 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-9223 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,500", "2": "$2,700", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-9223 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38909", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'weather' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38910", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Tessa.\n- Mara works for Lattice Analytics.\n- Mateo reports to Mara.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena reports to Ravi.\n- Lattice Analytics is headquartered in Cork.\n- Cobalt Health is headquartered in Porto.\n- Mei reports to Dmitri.\n- Mateo works for Lattice Analytics.\n- Beacon Insurance was founded in 2001.\n- Tessa works for Beacon Insurance.\n- Ravi works for Beacon Insurance.\n- Pinnacle Software was founded in 2004.\n- Viktor works for Beacon Insurance.\n- Elena works for Pinnacle Software.\n- Chiara works for Lattice Analytics.\n- Pinnacle Software is headquartered in Porto.\n- Lattice Analytics was founded in 1975.\n- Nadia works for Lattice Analytics.\n- Dmitri reports to Viktor.\n- Cobalt Health was founded in 1978.\n- Dmitri works for Cobalt Health.\n- Ravi reports to Mateo.\n- Tessa reports to Nadia.\n- Nadia reports to Chiara.\n- Chiara reports to Mei.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Cobalt Health", "2": "Pinnacle Software", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38911", "family": "intent_v3", "state": "Incoming banking message:\n\"How much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38912", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Amara.\n- Summit Energy was founded in 1985.\n- Yuki works for Crescent Telecom.\n- Omar reports to Lucia.\n- Bruno reports to Yuki.\n- Cedar Retail Group is headquartered in Austin.\n- Yuki reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Crescent Telecom was founded in 1976.\n- Omar works for Summit Energy.\n- Crescent Telecom is headquartered in Austin.\n- Jonas reports to Chiara.\n- Amara works for Fernhill Foods.\n- Callum works for Crescent Telecom.\n- Stefan works for Cedar Retail Group.\n- Amara reports to Dmitri.\n- Stefan reports to Callum.\n- Sofia works for Summit Energy.\n- Chiara reports to Omar.\n- Fernhill Foods is headquartered in Austin.\n- Callum reports to Bruno.\n- Chiara works for Crescent Telecom.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.\n- Cedar Retail Group was founded in 2011.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Sofia.\n- Dmitri works for Summit Energy.\n- Bruno works for Crescent Telecom.\n- Dmitri reports to Elena.\n- Fernhill Foods was founded in 2002.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Dunedin", "2": "Cork", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38913", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Timer — asks for a countdown timer", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Play Music — asks to play audio", "3": "Weather — asks about weather", "4": "Control Lights — controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38914", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Atlas Freight is headquartered in Basel.\n- Amara works for Atlas Freight.\n- Mateo works for Helios Logistics.\n- Elena reports to Priya.\n- Ingrid works for Atlas Freight.\n- Sofia works for Beacon Insurance.\n- Tobias works for Atlas Freight.\n- Tobias reports to Mei.\n- Tessa works for Atlas Freight.\n- Priya works for Beacon Insurance.\n- Ingrid reports to Sofia.\n- Callum reports to Mateo.\n- Amara reports to Stefan.\n- Atlas Freight was founded in 2014.\n- Stefan reports to Ingrid.\n- Beacon Insurance is headquartered in Tallinn.\n- Sofia reports to Zoya.\n- Priya reports to Callum.\n- Mateo reports to Tessa.\n- Elena works for Lattice Analytics.\n- Callum works for Atlas Freight.\n- Beacon Insurance was founded in 1999.\n- Tessa reports to Tobias.\n- Lattice Analytics was founded in 2007.\n- Helios Logistics was founded in 2015.\n- Zoya reports to Elena.\n- Stefan works for Atlas Freight.\n- Zoya works for Lattice Analytics.\n- Mei works for Lattice Analytics.\n- Lattice Analytics is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Malmo", "2": "Basel", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Austin.\n- Dmitri works for Fernhill Foods.\n- Nadia works for Atlas Freight.\n- Ravi works for Fernhill Foods.\n- Fernhill Foods was founded in 2000.\n- Wren reports to Anders.\n- Anders works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Austin.\n- Wren works for Fernhill Foods.\n- Atlas Freight was founded in 1985.\n- Sanne reports to Ravi.\n- Dmitri reports to Hana.\n- Beacon Insurance was founded in 1988.\n- Sanne works for Ironwood Manufacturing.\n- Ravi reports to Dmitri.\n- Nadia reports to Wren.\n- Hana works for Atlas Freight.\n- Fernhill Foods is headquartered in Tallinn.\n- Jonas works for Fernhill Foods.\n- Jonas reports to Sanne.\n- Anders reports to Jonas.\n- Atlas Freight is headquartered in Austin.\n- Ironwood Manufacturing was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Lattice Analytics.\n- Aisha works for Meridian Bank.\n- Sanne reports to Chiara.\n- Viktor works for Lattice Analytics.\n- Chiara reports to Viktor.\n- Yuki reports to Dmitri.\n- Ravi works for Summit Energy.\n- Leila reports to Kenji.\n- Kenji works for Lattice Analytics.\n- Summit Energy was founded in 1990.\n- Ravi reports to Sanne.\n- Meridian Bank is headquartered in Cork.\n- Chiara works for Summit Energy.\n- Yuki works for Summit Energy.\n- Dmitri reports to Lucia.\n- Lucia works for Meridian Bank.\n- Dmitri works for Lattice Analytics.\n- Summit Energy is headquartered in Ghent.\n- Fernhill Foods was founded in 2004.\n- Meridian Bank was founded in 1989.\n- Sanne works for Lattice Analytics.\n- Fernhill Foods is headquartered in Cork.\n- Lattice Analytics is headquartered in Ghent.\n- Lattice Analytics was founded in 1984.\n- Aisha reports to Ravi.\n- Kenji reports to Yuki.\n- Lucia reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Ghent", "2": "Bergen", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38917", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Mara reports to Mei.\n- Stefan reports to Aisha.\n- Beacon Insurance is headquartered in Malmo.\n- Mei reports to Omar.\n- Omar reports to Wren.\n- Atlas Freight is headquartered in Bergen.\n- Felix reports to Yuki.\n- Northwind Systems is headquartered in Malmo.\n- Yuki reports to Stefan.\n- Felix works for Northwind Systems.\n- Mara works for Atlas Freight.\n- Wren works for Beacon Insurance.\n- Stefan works for Atlas Freight.\n- Wren reports to Felix.\n- Mei works for Northwind Systems.\n- Beacon Insurance was founded in 1986.\n- Northwind Systems was founded in 2003.\n- Helios Logistics is headquartered in Leeds.\n- Yuki works for Northwind Systems.\n- Helios Logistics was founded in 2015.\n- Atlas Freight was founded in 2000.\n- Aisha works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38918", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38919", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1982.\n- Anders works for Helios Logistics.\n- Aisha reports to Lucia.\n- Lucia works for Helios Logistics.\n- Meridian Bank was founded in 1989.\n- Tessa works for Lattice Analytics.\n- Emeka works for Beacon Insurance.\n- Emeka reports to Kenji.\n- Aisha works for Beacon Insurance.\n- Dmitri reports to Hana.\n- Dmitri works for Beacon Insurance.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Tallinn.\n- Kenji works for Helios Logistics.\n- Tessa reports to Dmitri.\n- Stefan works for Helios Logistics.\n- Stefan reports to Emeka.\n- Lucia reports to Anders.\n- Beacon Insurance was founded in 1980.\n- Helios Logistics was founded in 2005.\n- Meridian Bank is headquartered in Tallinn.\n- Amara reports to Chiara.\n- Helios Logistics is headquartered in Tallinn.\n- Wren works for Helios Logistics.\n- Wren reports to Stefan.\n- Lattice Analytics is headquartered in Cork.\n- Amara works for Helios Logistics.\n- Hana works for Meridian Bank.\n- Kenji reports to Amara.\n- Hana reports to Aisha.\n- Anders reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2008", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38920", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "reports a pay problem", "3": "initiates departure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38921", "family": "intent_hardneg", "state": "Incoming health message:\n\"send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38922", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38923", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 77837 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "track_order", "1": "change_address", "2": "report_damage", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Dunedin.\n- Lattice Analytics was founded in 1991.\n- Priya works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Dunedin.\n- Mara works for Lattice Analytics.\n- Vantage Air was founded in 1977.\n- Sanne works for Crescent Telecom.\n- Wren works for Lattice Analytics.\n- Ravi reports to Priya.\n- Felix works for Crescent Telecom.\n- Wren reports to Emeka.\n- Ravi works for Vantage Air.\n- Priya reports to Felix.\n- Mara reports to Ravi.\n- Vantage Air is headquartered in Dunedin.\n- Crescent Telecom is headquartered in Bergen.\n- Cedar Retail Group was founded in 2012.\n- Felix reports to Sanne.\n- Leila works for Cedar Retail Group.\n- Crescent Telecom was founded in 1999.\n- Sanne reports to Wren.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Austin", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Amara.\n- Cobalt Health is headquartered in Nagoya.\n- Aisha works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Atlas Freight was founded in 1988.\n- Cobalt Health was founded in 1979.\n- Ravi works for Atlas Freight.\n- Mei works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1986.\n- Callum works for Cobalt Health.\n- Bruno reports to Felix.\n- Hana works for Northwind Systems.\n- Hana reports to Bruno.\n- Lucia works for Atlas Freight.\n- Priya reports to Hana.\n- Atlas Freight is headquartered in Dunedin.\n- Northwind Systems was founded in 1978.\n- Amara reports to Priya.\n- Priya works for Atlas Freight.\n- Felix reports to Ravi.\n- Amara works for Ironwood Manufacturing.\n- Callum reports to Aisha.\n- Northwind Systems is headquartered in Porto.\n- Mei reports to Lucia.\n- Ravi reports to Mei.\n- Felix works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38926", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-5 (VERSION 5, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 September 2022): For employees hired on or after 29 September 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-9201: employee Jonas A., hired 09 May 2019, separated 07 March 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-9201?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-9201 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38927", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'reroute' handler", "1": "Route to the 'report delay' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'schedule pickup' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38928", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "referral", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38929", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38930", "family": "intent_v3", "state": "Incoming travel message:\n\"Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38931", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Mateo works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Ghent.\n- Pablo works for Vantage Air.\n- Deshawn reports to Leila.\n- Omar works for Fernhill Foods.\n- Bruno reports to Pablo.\n- Lattice Analytics was founded in 1996.\n- Lucia works for Vantage Air.\n- Mateo reports to Omar.\n- Fernhill Foods is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 1976.\n- Leila reports to Mateo.\n- Fernhill Foods was founded in 2011.\n- Yuki works for Vantage Air.\n- Omar reports to Bruno.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1984.\n- Leila works for Vantage Air.\n- Lattice Analytics is headquartered in Basel.\n- Lucia reports to Deshawn.\n- Pablo reports to Yuki.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38932", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Basel.\n- Sanne reports to Stefan.\n- Elena works for Crescent Telecom.\n- Crescent Telecom was founded in 1983.\n- Dmitri works for Pinnacle Software.\n- Elena reports to Tessa.\n- Priya works for Crescent Telecom.\n- Anders reports to Priya.\n- Northwind Systems was founded in 1993.\n- Bruno reports to Wren.\n- Callum reports to Chiara.\n- Northwind Systems is headquartered in Lyon.\n- Crescent Telecom is headquartered in Tampere.\n- Tessa works for Pinnacle Software.\n- Wren works for Northwind Systems.\n- Pablo reports to Anders.\n- Priya reports to Elena.\n- Chiara works for Helios Logistics.\n- Bruno works for Helios Logistics.\n- Pinnacle Software was founded in 1983.\n- Tessa reports to Dmitri.\n- Stefan reports to Callum.\n- Dmitri reports to Sanne.\n- Stefan works for Northwind Systems.\n- Chiara reports to Bruno.\n- Helios Logistics was founded in 1985.\n- Sanne works for Northwind Systems.\n- Callum works for Northwind Systems.\n- Pinnacle Software is headquartered in Tampere.\n- Anders works for Pinnacle Software.\n- Pablo works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tampere", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38933", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1989.\n- Mara works for Cobalt Health.\n- Amara works for Summit Energy.\n- Mara reports to Amara.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Stefan reports to Ravi.\n- Leila works for Summit Energy.\n- Lattice Analytics is headquartered in Austin.\n- Ravi works for Lattice Analytics.\n- Yuki reports to Sanne.\n- Sofia works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Summit Energy is headquartered in Leeds.\n- Amara reports to Leila.\n- Yuki works for Cobalt Health.\n- Mateo works for Ironwood Manufacturing.\n- Sofia reports to Aisha.\n- Lattice Analytics was founded in 1990.\n- Lucia reports to Yuki.\n- Cobalt Health is headquartered in Austin.\n- Summit Energy was founded in 1980.\n- Ironwood Manufacturing was founded in 2005.\n- Sanne reports to Omar.\n- Mateo reports to Mara.\n- Omar reports to Mateo.\n- Leila reports to Sofia.\n- Omar works for Cobalt Health.\n- Lucia works for Summit Energy.\n- Aisha works for Summit Energy.\n- Stefan works for Summit Energy.\n- Ravi reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cobalt Health", "2": "Summit Energy", "3": "Lattice Analytics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38934", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Reset my vpn password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "grants system access", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38935", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Cobalt Health.\n- Fernhill Foods is headquartered in Basel.\n- Bruno reports to Yuki.\n- Callum reports to Stefan.\n- Summit Energy was founded in 1995.\n- Cobalt Health was founded in 1977.\n- Elena works for Fernhill Foods.\n- Mei reports to Bruno.\n- Dmitri reports to Mei.\n- Stefan reports to Pablo.\n- Stefan works for Cedar Retail Group.\n- Bruno works for Fernhill Foods.\n- Elena reports to Dmitri.\n- Fernhill Foods was founded in 2010.\n- Mei works for Fernhill Foods.\n- Yuki works for Fernhill Foods.\n- Callum works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Pablo reports to Amara.\n- Dmitri works for Cedar Retail Group.\n- Amara works for Summit Energy.\n- Summit Energy is headquartered in Cork.\n- Cedar Retail Group is headquartered in Cork.\n- Cobalt Health is headquartered in Valencia.\n- Cedar Retail Group was founded in 1999.\n- Yuki reports to Callum.\n- Amara reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Bruno's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2010", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38936", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-3 (VERSION 2, EFFECTIVE 21 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 21 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-1847: employee Dmitri K., hired 18 December 2022, separated 30 March 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-1847?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-1847 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-38937", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38939", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "file_claim", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38940", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reset_password", "1": "provision_access", "2": "report_outage", "3": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38941", "family": "intent_v3", "state": "Incoming support message:\n\"Ship order 42606 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_damage", "1": "track_order", "2": "cancel_order", "3": "request_refund", "4": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38942", "family": "intent_v3", "state": "Incoming billing message:\n\"Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'invoice copy' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38943", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Dunedin.\n- Nadia works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Bergen.\n- Nadia reports to Mateo.\n- Beacon Insurance was founded in 1994.\n- Bruno works for Bluepine Aviation.\n- Tobias works for Beacon Insurance.\n- Jonas reports to Leila.\n- Ravi reports to Lucia.\n- Jonas works for Lattice Analytics.\n- Helios Logistics was founded in 1984.\n- Ravi works for Bluepine Aviation.\n- Leila works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Lattice Analytics was founded in 2005.\n- Callum reports to Ravi.\n- Sanne reports to Tobias.\n- Sanne works for Helios Logistics.\n- Lattice Analytics is headquartered in Dunedin.\n- Leila reports to Callum.\n- Chiara reports to Jonas.\n- Mateo reports to Amara.\n- Mateo works for Helios Logistics.\n- Lucia reports to Nadia.\n- Tobias reports to Chiara.\n- Lucia works for Beacon Insurance.\n- Chiara works for Lattice Analytics.\n- Bruno reports to Sanne.\n- Bluepine Aviation was founded in 1990.\n- Bluepine Aviation is headquartered in Adelaide.\n- Callum works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Helios Logistics", "2": "Bluepine Aviation", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38944", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Amara.\n- Deshawn works for Bluepine Aviation.\n- Wren works for Fernhill Foods.\n- Bluepine Aviation was founded in 1991.\n- Dmitri reports to Deshawn.\n- Chiara works for Summit Energy.\n- Bluepine Aviation is headquartered in Adelaide.\n- Emeka works for Beacon Insurance.\n- Beacon Insurance was founded in 1995.\n- Priya reports to Emeka.\n- Hana works for Fernhill Foods.\n- Chiara reports to Hana.\n- Mara reports to Chiara.\n- Nadia reports to Priya.\n- Fernhill Foods was founded in 2004.\n- Deshawn reports to Mara.\n- Priya works for Summit Energy.\n- Sanne works for Summit Energy.\n- Fernhill Foods is headquartered in Malmo.\n- Mara works for Summit Energy.\n- Amara reports to Nadia.\n- Beacon Insurance is headquartered in Oslo.\n- Amara works for Beacon Insurance.\n- Sanne reports to Dmitri.\n- Summit Energy was founded in 2006.\n- Nadia works for Summit Energy.\n- Dmitri works for Beacon Insurance.\n- Hana reports to Wren.\n- Summit Energy is headquartered in Adelaide.\n- Aisha works for Beacon Insurance.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38945", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Beacon Insurance.\n- Mei reports to Callum.\n- Callum reports to Sofia.\n- Anders works for Beacon Insurance.\n- Stefan works for Pinnacle Software.\n- Emeka reports to Zoya.\n- Emeka works for Pinnacle Software.\n- Hana works for Meridian Bank.\n- Meridian Bank was founded in 2003.\n- Mei works for Fernhill Foods.\n- Stefan reports to Anders.\n- Hana reports to Stefan.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software was founded in 2014.\n- Callum works for Pinnacle Software.\n- Sofia works for Meridian Bank.\n- Omar works for Pinnacle Software.\n- Omar reports to Deshawn.\n- Pinnacle Software is headquartered in Halifax.\n- Meridian Bank is headquartered in Halifax.\n- Beacon Insurance was founded in 1999.\n- Viktor works for Meridian Bank.\n- Wren reports to Viktor.\n- Wren works for Beacon Insurance.\n- Deshawn reports to Wren.\n- Viktor reports to Emeka.\n- Sofia reports to Omar.\n- Beacon Insurance is headquartered in Basel.\n- Zoya reports to Hana.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Beacon Insurance", "2": "Fernhill Foods", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38946", "family": "intent_v3", "state": "Incoming smart home message:\n\"Lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38947", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "file_claim", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38948", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "report_outage", "1": "reset_password", "2": "deprovision", "3": "provision_access", "4": "install_software"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38949", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Restart Service — asks to restart a service", "2": "Scale Up — asks to add capacity", "3": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38950", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Sanne.\n- Crescent Telecom is headquartered in Lyon.\n- Crescent Telecom was founded in 1983.\n- Fernhill Foods is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Pablo reports to Mei.\n- Sanne reports to Hana.\n- Helios Logistics was founded in 1994.\n- Yuki reports to Tessa.\n- Yuki works for Meridian Bank.\n- Fernhill Foods was founded in 1987.\n- Hana reports to Yuki.\n- Sanne works for Meridian Bank.\n- Tessa works for Crescent Telecom.\n- Deshawn works for Crescent Telecom.\n- Callum works for Crescent Telecom.\n- Hana works for Fernhill Foods.\n- Aisha works for Crescent Telecom.\n- Nadia reports to Callum.\n- Mei works for Fernhill Foods.\n- Deshawn reports to Pablo.\n- Callum reports to Aisha.\n- Pablo works for Helios Logistics.\n- Nadia works for Crescent Telecom.\n- Meridian Bank was founded in 1989.\n- Meridian Bank is headquartered in Brno.\n- Aisha reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1985", "2": "1982", "3": "1990"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38951", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Resignation — initiates departure", "1": "Request Leave — requests time off", "2": "Payroll Issue — reports a pay problem", "3": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-38952", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY TRV-2 (VERSION 4, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 28 February 2023): For employees hired on or after 28 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-4192: employee Kenji M., hired 25 December 2022, separated 03 March 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case TRV-2-2025-4192 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,000", "2": "$6,000", "3": "$2,700"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-4192 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Chiara.\n- Bruno reports to Lucia.\n- Bluepine Aviation is headquartered in Tallinn.\n- Anders works for Cobalt Health.\n- Chiara works for Cobalt Health.\n- Deshawn works for Bluepine Aviation.\n- Anders reports to Bruno.\n- Dmitri works for Cobalt Health.\n- Lucia reports to Nadia.\n- Priya works for Cobalt Health.\n- Northwind Systems was founded in 1976.\n- Fernhill Foods is headquartered in Dunedin.\n- Northwind Systems is headquartered in Tallinn.\n- Bruno works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Bluepine Aviation was founded in 2000.\n- Stefan reports to Anders.\n- Nadia reports to Dmitri.\n- Mateo works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Chiara reports to Stefan.\n- Cobalt Health was founded in 1991.\n- Dmitri reports to Mateo.\n- Nadia works for Cobalt Health.\n- Fernhill Foods was founded in 1987.\n- Cobalt Health is headquartered in Turku.\n- Priya reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Turku", "2": "Tampere", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38955", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY EXP-2 (VERSION 4, EFFECTIVE 20 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 25 April 2024): For employees hired on or after 25 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 20 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-4381: employee Omar R., hired 29 March 2021, separated 13 September 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-4381?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-4381 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38956", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 10 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 28 August 2024): For employees hired on or after 28 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 10 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-4786: employee Tobias B., hired 20 May 2024, separated 12 March 2026 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-4786?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-4786 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-38957", "family": "intent_v3", "state": "Incoming banking message:\n\"I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'check balance' handler", "4": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1984.\n- Deshawn works for Summit Energy.\n- Zoya works for Meridian Bank.\n- Deshawn reports to Felix.\n- Priya works for Cobalt Health.\n- Sofia reports to Wren.\n- Felix works for Cobalt Health.\n- Wren works for Cobalt Health.\n- Meridian Bank is headquartered in Turku.\n- Helios Logistics is headquartered in Lyon.\n- Cobalt Health is headquartered in Dunedin.\n- Zoya reports to Amara.\n- Elena works for Summit Energy.\n- Summit Energy is headquartered in Turku.\n- Amara works for Cobalt Health.\n- Priya reports to Zoya.\n- Sofia works for Helios Logistics.\n- Cobalt Health was founded in 2014.\n- Felix reports to Priya.\n- Summit Energy was founded in 1982.\n- Helios Logistics was founded in 1980.\n- Wren reports to Elena.\n- Elena reports to Deshawn.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Atlas Freight.\n- Summit Energy was founded in 1977.\n- Sofia reports to Mei.\n- Pablo works for Lattice Analytics.\n- Felix reports to Pablo.\n- Bruno works for Cedar Retail Group.\n- Tobias works for Summit Energy.\n- Sofia works for Atlas Freight.\n- Cedar Retail Group was founded in 2007.\n- Mei works for Lattice Analytics.\n- Stefan reports to Sofia.\n- Pablo reports to Viktor.\n- Stefan works for Cedar Retail Group.\n- Bruno reports to Callum.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tampere.\n- Viktor reports to Bruno.\n- Callum reports to Mateo.\n- Dmitri works for Summit Energy.\n- Mei reports to Kenji.\n- Summit Energy is headquartered in Lyon.\n- Felix works for Lattice Analytics.\n- Atlas Freight was founded in 1977.\n- Tobias reports to Felix.\n- Atlas Freight is headquartered in Adelaide.\n- Cedar Retail Group is headquartered in Basel.\n- Lattice Analytics was founded in 1977.\n- Mateo works for Cedar Retail Group.\n- Callum works for Lattice Analytics.\n- Dmitri reports to Tobias.\n- Kenji reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Lyon", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38960", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-3 (VERSION 7, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 17 September 2025): For employees hired on or after 17 September 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-7510: employee Leila B., hired 14 August 2022, separated 23 November 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-7510?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-7510 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-38961", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 2, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 October 2024): For employees hired on or after 08 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8058: employee Hana M., hired 12 November 2023, separated 26 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-7-2025-8058 under the controlling rules.", "criteria": {"0": "$3,500", "1": "$15,167", "2": "$2,888", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38962", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38963", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Pablo.\n- Callum works for Northwind Systems.\n- Mei reports to Wren.\n- Mei works for Northwind Systems.\n- Yuki reports to Sanne.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Wren works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.\n- Northwind Systems is headquartered in Dunedin.\n- Pinnacle Software was founded in 2008.\n- Yuki works for Pinnacle Software.\n- Sanne works for Northwind Systems.\n- Nadia works for Pinnacle Software.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 2014.\n- Ingrid works for Ironwood Manufacturing.\n- Ingrid reports to Callum.\n- Amara reports to Mei.\n- Dmitri works for Northwind Systems.\n- Crescent Telecom was founded in 1987.\n- Ironwood Manufacturing was founded in 1994.\n- Dmitri reports to Yuki.\n- Wren reports to Ingrid.\n- Pinnacle Software is headquartered in Halifax.\n- Callum reports to Dmitri.\n- Amara works for Northwind Systems.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38964", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-4 (VERSION 6, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 April 2024): For employees hired on or after 23 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-7441: employee Aisha R., hired 04 July 2023, separated 24 May 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-7441?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-7441 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-38965", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-38966", "family": "intent_v3", "state": "Incoming it admin message:\n\"Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "install_software", "1": "provision_access", "2": "report_outage", "3": "reset_password"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38967", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'check status' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'change seat' handler", "4": "Route to the 'book flight' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Ingrid.\n- Omar works for Fernhill Foods.\n- Deshawn works for Atlas Freight.\n- Cedar Retail Group is headquartered in Leeds.\n- Cedar Retail Group was founded in 2003.\n- Northwind Systems was founded in 1990.\n- Amara works for Northwind Systems.\n- Fernhill Foods is headquartered in Oslo.\n- Ingrid works for Atlas Freight.\n- Mei reports to Omar.\n- Mei works for Fernhill Foods.\n- Atlas Freight was founded in 2009.\n- Ingrid reports to Mei.\n- Tobias works for Atlas Freight.\n- Felix reports to Tessa.\n- Amara reports to Felix.\n- Deshawn reports to Amara.\n- Dmitri reports to Deshawn.\n- Northwind Systems is headquartered in Adelaide.\n- Tessa works for Northwind Systems.\n- Atlas Freight is headquartered in Adelaide.\n- Felix works for Northwind Systems.\n- Tessa reports to Sanne.\n- Fernhill Foods was founded in 1999.\n- Sanne works for Northwind Systems.\n- Tobias reports to Dmitri.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Adelaide", "3": "Leeds"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38969", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY RET-6 (VERSION 7, EFFECTIVE 16 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 29 April 2023): For employees hired on or after 29 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 16 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-8479: employee Emeka B., hired 19 August 2022, separated 18 February 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-6-2025-8479 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$7,100", "2": "$32,933", "3": "$7,600"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-8479 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-38970", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Tallinn.\n- Wren reports to Stefan.\n- Ravi reports to Wren.\n- Wren works for Atlas Freight.\n- Deshawn works for Atlas Freight.\n- Bluepine Aviation was founded in 2012.\n- Tessa works for Atlas Freight.\n- Deshawn reports to Ravi.\n- Mei works for Cobalt Health.\n- Ravi works for Lattice Analytics.\n- Chiara reports to Tessa.\n- Atlas Freight is headquartered in Nagoya.\n- Cobalt Health was founded in 1986.\n- Felix works for Atlas Freight.\n- Mei reports to Chiara.\n- Tessa reports to Deshawn.\n- Lattice Analytics is headquartered in Tallinn.\n- Felix reports to Mei.\n- Stefan works for Bluepine Aviation.\n- Atlas Freight was founded in 2008.\n- Chiara works for Cobalt Health.\n- Cobalt Health is headquartered in Leeds.\n- Lattice Analytics was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Nagoya", "2": "Leeds", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38971", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Swap order 73407 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_order", "1": "change_address", "2": "track_order", "3": "exchange_item", "4": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38972", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "test_results", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-38973", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Stefan.\n- Meridian Bank was founded in 2012.\n- Stefan reports to Amara.\n- Sofia works for Cedar Retail Group.\n- Pablo reports to Sofia.\n- Anders works for Cedar Retail Group.\n- Chiara works for Vantage Air.\n- Aisha reports to Lucia.\n- Lucia works for Vantage Air.\n- Anders reports to Chiara.\n- Stefan works for Vantage Air.\n- Amara reports to Anders.\n- Vantage Air is headquartered in Dunedin.\n- Atlas Freight is headquartered in Dunedin.\n- Amara works for Atlas Freight.\n- Meridian Bank is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Adelaide.\n- Pablo works for Atlas Freight.\n- Aisha works for Atlas Freight.\n- Sofia reports to Aisha.\n- Vantage Air was founded in 2001.\n- Cedar Retail Group was founded in 2007.\n- Atlas Freight was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Valencia", "2": "Adelaide", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38974", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'provision access' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'install software' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-38975", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38976", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY RET-7 (VERSION 3, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 11 October 2022): For employees hired on or after 11 October 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5884: employee Emeka A., hired 12 February 2019, separated 28 February 2024 (site closure), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-7-2026-5884 under the controlling rules.", "criteria": {"0": "$112,667", "1": "$24,000", "2": "$26,000", "3": "$30,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5884 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38978", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Lucia.\n- Priya works for Ironwood Manufacturing.\n- Dmitri reports to Priya.\n- Yuki works for Helios Logistics.\n- Kenji reports to Wren.\n- Elena works for Bluepine Aviation.\n- Yuki reports to Elena.\n- Lucia reports to Yuki.\n- Bluepine Aviation was founded in 1985.\n- Ironwood Manufacturing is headquartered in Austin.\n- Kenji works for Pinnacle Software.\n- Dmitri works for Helios Logistics.\n- Helios Logistics is headquartered in Malmo.\n- Ironwood Manufacturing was founded in 2012.\n- Deshawn works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1988.\n- Lucia works for Pinnacle Software.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Pinnacle Software is headquartered in Austin.\n- Wren reports to Dmitri.\n- Elena reports to Deshawn.\n- Bluepine Aviation is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38979", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "reports lost baggage", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2009.\n- Jonas works for Helios Logistics.\n- Emeka works for Atlas Freight.\n- Amara works for Fernhill Foods.\n- Aisha reports to Anders.\n- Viktor reports to Lucia.\n- Helios Logistics is headquartered in Valencia.\n- Fernhill Foods was founded in 1977.\n- Emeka reports to Aisha.\n- Anders works for Helios Logistics.\n- Anders reports to Hana.\n- Lucia works for Fernhill Foods.\n- Hana works for Fernhill Foods.\n- Jonas reports to Emeka.\n- Aisha works for Helios Logistics.\n- Priya works for Helios Logistics.\n- Priya reports to Viktor.\n- Ingrid works for Atlas Freight.\n- Viktor works for Helios Logistics.\n- Fernhill Foods is headquartered in Dunedin.\n- Ingrid reports to Jonas.\n- Atlas Freight is headquartered in Dunedin.\n- Atlas Freight was founded in 2010.\n- Amara reports to Priya.\n- Summit Energy was founded in 2007.\n- Hana reports to Amara.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2004", "3": "2009"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38981", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-38982", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Wren works for Northwind Systems.\n- Callum reports to Sanne.\n- Hana reports to Dmitri.\n- Northwind Systems was founded in 2000.\n- Emeka reports to Stefan.\n- Sanne works for Northwind Systems.\n- Atlas Freight was founded in 1981.\n- Crescent Telecom was founded in 2014.\n- Hana works for Crescent Telecom.\n- Sanne reports to Sofia.\n- Callum works for Atlas Freight.\n- Emeka works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Zoya works for Crescent Telecom.\n- Beacon Insurance was founded in 1990.\n- Zoya reports to Callum.\n- Amara reports to Wren.\n- Dmitri reports to Amara.\n- Crescent Telecom is headquartered in Brno.\n- Stefan reports to Zoya.\n- Northwind Systems is headquartered in Tallinn.\n- Amara works for Crescent Telecom.\n- Stefan works for Northwind Systems.\n- Beacon Insurance is headquartered in Tallinn.\n- Dmitri works for Crescent Telecom.\n- Sofia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Beacon Insurance", "2": "Crescent Telecom", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2010.\n- Amara works for Cedar Retail Group.\n- Sanne reports to Omar.\n- Deshawn reports to Sanne.\n- Pablo works for Meridian Bank.\n- Jonas reports to Leila.\n- Chiara reports to Deshawn.\n- Bruno reports to Pablo.\n- Meridian Bank was founded in 1986.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Cedar Retail Group was founded in 1995.\n- Kenji reports to Amara.\n- Omar works for Meridian Bank.\n- Bruno works for Meridian Bank.\n- Deshawn works for Meridian Bank.\n- Chiara works for Ironwood Manufacturing.\n- Amara reports to Chiara.\n- Cedar Retail Group is headquartered in Brno.\n- Pablo reports to Kenji.\n- Leila works for Beacon Insurance.\n- Omar reports to Jonas.\n- Meridian Bank is headquartered in Adelaide.\n- Jonas works for Ironwood Manufacturing.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1977.\n- Sanne works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Turku", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38984", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY SEP-3 (VERSION 2, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 05 July 2024): For employees hired on or after 05 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2226: employee Hana A., hired 20 July 2022, separated 23 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2226?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2226 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-38985", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "file_claim", "1": "quote_request", "2": "schedule_pickup", "3": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-38986", "family": "intent_v3", "state": "Incoming health message:\n\"Re: I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Book Appointment — books a visit", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-38987", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "reports a delayed shipment", "2": "arranges a pickup", "3": "files a loss/damage claim", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-38988", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix reports to Lucia.\n- Pinnacle Software is headquartered in Tampere.\n- Zoya reports to Amara.\n- Felix works for Bluepine Aviation.\n- Lattice Analytics was founded in 2000.\n- Mei reports to Bruno.\n- Beacon Insurance was founded in 2007.\n- Stefan works for Bluepine Aviation.\n- Mei works for Beacon Insurance.\n- Sofia works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Malmo.\n- Bluepine Aviation was founded in 1986.\n- Bruno reports to Felix.\n- Amara reports to Ingrid.\n- Ingrid reports to Mei.\n- Bruno works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Amara works for Pinnacle Software.\n- Stefan reports to Emeka.\n- Emeka works for Lattice Analytics.\n- Lucia reports to Stefan.\n- Lucia works for Lattice Analytics.\n- Pinnacle Software was founded in 2011.\n- Ingrid works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Tampere.\n- Emeka reports to Sofia.\n- Lattice Analytics is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Pinnacle Software", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-38989", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-3 (VERSION 4, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 28 November 2024): For employees hired on or after 28 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-6236: employee Zoya S., hired 06 July 2022, separated 24 August 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-6236?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-6236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38990", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Yuki.\n- Amara reports to Sanne.\n- Sanne reports to Jonas.\n- Summit Energy was founded in 1976.\n- Yuki reports to Dmitri.\n- Sanne works for Summit Energy.\n- Dmitri reports to Leila.\n- Yuki works for Summit Energy.\n- Lattice Analytics was founded in 1999.\n- Hana works for Beacon Insurance.\n- Lattice Analytics is headquartered in Lyon.\n- Sofia works for Beacon Insurance.\n- Beacon Insurance was founded in 1993.\n- Hana reports to Sofia.\n- Ironwood Manufacturing was founded in 1977.\n- Jonas works for Lattice Analytics.\n- Beacon Insurance is headquartered in Malmo.\n- Leila reports to Hana.\n- Amara works for Beacon Insurance.\n- Summit Energy is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Dmitri works for Beacon Insurance.\n- Leila works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Malmo", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38991", "family": "intent_hardneg", "state": "Incoming devops message:\n\"scale the frontend to 8 replicas\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "rollback", "1": "rotate_keys", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-38992", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'deprovision' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'reset password' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-38993", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38994", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 24 January 2023): For employees hired on or after 24 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-4715: employee Nadia A., hired 26 May 2019, separated 17 April 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-4715?", "criteria": {"0": "20 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-4715 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38995", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Elena.\n- Northwind Systems was founded in 2001.\n- Mara reports to Jonas.\n- Jonas reports to Sofia.\n- Pablo reports to Nadia.\n- Jonas works for Ironwood Manufacturing.\n- Amara works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Bergen.\n- Amara reports to Mara.\n- Nadia reports to Kenji.\n- Kenji reports to Sanne.\n- Elena works for Beacon Insurance.\n- Sofia reports to Tessa.\n- Pablo works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2008.\n- Felix works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2013.\n- Nadia works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Tessa works for Meridian Bank.\n- Sofia works for Beacon Insurance.\n- Meridian Bank was founded in 1977.\n- Northwind Systems is headquartered in Bergen.\n- Mara works for Ironwood Manufacturing.\n- Kenji works for Northwind Systems.\n- Felix reports to Amara.\n- Stefan works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Bergen.\n- Elena reports to Stefan.\n- Stefan reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-38996", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Lucia.\n- Helios Logistics is headquartered in Malmo.\n- Priya works for Ironwood Manufacturing.\n- Sofia reports to Deshawn.\n- Ingrid works for Beacon Insurance.\n- Beacon Insurance is headquartered in Malmo.\n- Hana works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Austin.\n- Anders works for Meridian Bank.\n- Lucia works for Beacon Insurance.\n- Priya reports to Nadia.\n- Sofia works for Beacon Insurance.\n- Meridian Bank is headquartered in Malmo.\n- Felix works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 1985.\n- Lucia reports to Priya.\n- Tobias works for Beacon Insurance.\n- Deshawn reports to Ingrid.\n- Nadia reports to Sanne.\n- Sanne works for Beacon Insurance.\n- Helios Logistics was founded in 2007.\n- Tobias reports to Sofia.\n- Sanne reports to Tobias.\n- Chiara works for Helios Logistics.\n- Meridian Bank was founded in 2014.\n- Deshawn works for Helios Logistics.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1994.\n- Ingrid reports to Felix.\n- Felix reports to Chiara.\n- Chiara reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1989", "2": "1992", "3": "1997"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-38997", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY RET-7 (VERSION 5, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-5530: employee Anders S., hired 02 October 2023, separated 24 July 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-5530?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-5530 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-38998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Ghent.\n- Cobalt Health was founded in 1977.\n- Northwind Systems is headquartered in Ghent.\n- Priya works for Northwind Systems.\n- Priya reports to Elena.\n- Aisha works for Northwind Systems.\n- Northwind Systems was founded in 1985.\n- Yuki reports to Mateo.\n- Ravi works for Northwind Systems.\n- Cobalt Health is headquartered in Dunedin.\n- Stefan reports to Yuki.\n- Yuki works for Cobalt Health.\n- Anders works for Cobalt Health.\n- Stefan works for Cobalt Health.\n- Anders reports to Ravi.\n- Aisha reports to Anders.\n- Elena works for Pinnacle Software.\n- Beacon Insurance was founded in 2002.\n- Mateo works for Beacon Insurance.\n- Ravi reports to Stefan.\n- Pinnacle Software was founded in 2004.\n- Pinnacle Software is headquartered in Oslo.\n- Elena reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Ghent", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-38999", "family": "intent_hardneg", "state": "Incoming devops message:\n\"bounce the api workers\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "restart_service", "1": "rotate_keys", "2": "scale_up", "3": "rollback"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39000", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Cork.\n- Yuki reports to Priya.\n- Leila reports to Ingrid.\n- Yuki works for Cobalt Health.\n- Crescent Telecom was founded in 1982.\n- Callum reports to Mateo.\n- Fernhill Foods is headquartered in Ghent.\n- Ingrid works for Helios Logistics.\n- Cobalt Health was founded in 2010.\n- Dmitri reports to Leila.\n- Mateo works for Helios Logistics.\n- Ravi reports to Callum.\n- Cobalt Health is headquartered in Ghent.\n- Amara reports to Dmitri.\n- Ravi works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Helios Logistics is headquartered in Lyon.\n- Sofia reports to Yuki.\n- Priya reports to Ravi.\n- Priya works for Cobalt Health.\n- Mateo reports to Amara.\n- Helios Logistics was founded in 1985.\n- Dmitri works for Fernhill Foods.\n- Sofia works for Fernhill Foods.\n- Leila works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Fernhill Foods was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2015", "2": "2010", "3": "2018"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39001", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-4 (VERSION 7, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 November 2024): For employees hired on or after 10 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5163: employee Elena K., hired 25 June 2022, separated 01 January 2026 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-4-2025-5163 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$5,250", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5163 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39002", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Invoice Copy — requests a receipt or invoice", "2": "Update Card — wants payment details changed", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39003", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39004", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "payroll_issue", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39005", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 3, EFFECTIVE 24 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 08 November 2024): For employees hired on or after 08 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7325: employee Wren T., hired 12 September 2023, separated 16 January 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7325?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7325 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39006", "family": "intent_hardneg", "state": "Incoming devops message:\n\"rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39007", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39008", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1975.\n- Emeka works for Pinnacle Software.\n- Elena reports to Pablo.\n- Kenji reports to Sofia.\n- Pinnacle Software is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Leila reports to Tessa.\n- Stefan reports to Wren.\n- Tessa works for Pinnacle Software.\n- Wren reports to Emeka.\n- Lattice Analytics is headquartered in Dunedin.\n- Fernhill Foods was founded in 1992.\n- Wren works for Lattice Analytics.\n- Deshawn reports to Kenji.\n- Fernhill Foods is headquartered in Basel.\n- Sofia works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Leila works for Summit Energy.\n- Pablo works for Pinnacle Software.\n- Summit Energy was founded in 1983.\n- Deshawn works for Pinnacle Software.\n- Pablo reports to Deshawn.\n- Elena works for Fernhill Foods.\n- Kenji works for Fernhill Foods.\n- Pinnacle Software was founded in 2014.\n- Sofia reports to Stefan.\n- Tessa reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39009", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY SEP-5 (VERSION 5, EFFECTIVE 04 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 29 March 2023): For employees hired on or after 29 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 04 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-1539: employee Emeka A., hired 18 June 2020, separated 08 July 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-1539?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-1539 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39010", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 14 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 15 June 2023): For employees hired on or after 15 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 14 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-9497: employee Deshawn M., hired 19 November 2021, separated 10 January 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-9497?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-9497 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39011", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-7 (VERSION 2, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-1649: employee Hana M., hired 02 September 2021, separated 13 August 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-1649?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-1649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39012", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'freeze card' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39013", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to add capacity", "1": "asks to inspect logs or metrics", "2": "asks to rotate credentials", "3": "asks to restart a service", "4": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39014", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY EXP-4 (VERSION 6, EFFECTIVE 07 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 29 October 2024): For employees hired on or after 29 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 07 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-5214: employee Sanne T., hired 31 December 2021, separated 05 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-5214?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-5214 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39015", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY EXP-4 (VERSION 2, EFFECTIVE 26 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 03 June 2023): For employees hired on or after 03 June 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 26 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7620: employee Jonas T., hired 21 November 2021, separated 20 July 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7620?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "8 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7620 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39016", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Adelaide.\n- Elena reports to Zoya.\n- Jonas works for Atlas Freight.\n- Mara reports to Sofia.\n- Sanne works for Cobalt Health.\n- Zoya reports to Jonas.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Malmo.\n- Fernhill Foods was founded in 1979.\n- Zoya works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Deshawn reports to Elena.\n- Sofia works for Atlas Freight.\n- Cobalt Health is headquartered in Oslo.\n- Deshawn works for Cobalt Health.\n- Atlas Freight was founded in 1991.\n- Summit Energy was founded in 2003.\n- Mara works for Fernhill Foods.\n- Summit Energy is headquartered in Ghent.\n- Cobalt Health was founded in 1981.\n- Sofia reports to Deshawn.\n- Tobias reports to Sanne.\n- Jonas reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Oslo", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39017", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Lyon.\n- Mara reports to Nadia.\n- Emeka works for Beacon Insurance.\n- Tobias works for Beacon Insurance.\n- Tessa works for Crescent Telecom.\n- Emeka reports to Mara.\n- Tessa reports to Ingrid.\n- Ingrid works for Meridian Bank.\n- Jonas reports to Emeka.\n- Crescent Telecom was founded in 1992.\n- Hana works for Beacon Insurance.\n- Felix works for Meridian Bank.\n- Crescent Telecom is headquartered in Malmo.\n- Jonas works for Crescent Telecom.\n- Deshawn reports to Felix.\n- Nadia works for Crescent Telecom.\n- Nadia reports to Deshawn.\n- Ingrid reports to Hana.\n- Bluepine Aviation was founded in 1985.\n- Tobias reports to Tessa.\n- Meridian Bank was founded in 2001.\n- Beacon Insurance was founded in 2014.\n- Deshawn works for Meridian Bank.\n- Beacon Insurance is headquartered in Porto.\n- Bluepine Aviation is headquartered in Lyon.\n- Hana reports to Jonas.\n- Mara works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Lyon", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39018", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 2, EFFECTIVE 21 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 13 March 2024): For employees hired on or after 13 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 21 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2439: employee Yuki R., hired 07 February 2021, separated 01 March 2025 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-2439?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2439 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39019", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY RET-7 (VERSION 3, EFFECTIVE 12 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 05 November 2022): For employees hired on or after 05 November 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 12 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7199: employee Sofia T., hired 25 October 2019, separated 02 February 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7199?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7199 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39020", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Crescent Telecom.\n- Vantage Air is headquartered in Nagoya.\n- Nadia works for Ironwood Manufacturing.\n- Zoya reports to Wren.\n- Amara reports to Zoya.\n- Anders works for Ironwood Manufacturing.\n- Viktor works for Vantage Air.\n- Tobias works for Vantage Air.\n- Priya reports to Nadia.\n- Vantage Air was founded in 1992.\n- Felix reports to Amara.\n- Hana works for Vantage Air.\n- Crescent Telecom is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Zoya works for Ironwood Manufacturing.\n- Felix works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 1997.\n- Nadia reports to Tobias.\n- Tobias reports to Viktor.\n- Jonas works for Crescent Telecom.\n- Wren reports to Tessa.\n- Beacon Insurance was founded in 2015.\n- Priya works for Ironwood Manufacturing.\n- Tessa works for Vantage Air.\n- Tessa reports to Anders.\n- Hana reports to Priya.\n- Viktor reports to Felix.\n- Crescent Telecom was founded in 1995.\n- Amara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Turku.\n- Jonas reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Vantage Air", "2": "Crescent Telecom", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39021", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-7495: employee Lucia S., hired 02 May 2024, separated 04 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-5-2026-7495 under the controlling rules.", "criteria": {"0": "$30,333", "1": "$7,000", "2": "$6,300", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-7495 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39022", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Fernhill Foods.\n- Kenji reports to Bruno.\n- Kenji works for Pinnacle Software.\n- Fernhill Foods is headquartered in Adelaide.\n- Emeka reports to Ingrid.\n- Leila reports to Aisha.\n- Pinnacle Software is headquartered in Malmo.\n- Bruno works for Vantage Air.\n- Aisha works for Pinnacle Software.\n- Deshawn works for Pinnacle Software.\n- Lucia reports to Hana.\n- Bruno reports to Mara.\n- Emeka works for Pinnacle Software.\n- Atlas Freight is headquartered in Adelaide.\n- Leila works for Vantage Air.\n- Vantage Air is headquartered in Adelaide.\n- Deshawn reports to Kenji.\n- Atlas Freight was founded in 1995.\n- Ingrid works for Pinnacle Software.\n- Aisha reports to Lucia.\n- Pinnacle Software was founded in 1979.\n- Mara works for Fernhill Foods.\n- Vantage Air was founded in 2010.\n- Ingrid reports to Deshawn.\n- Hana reports to Emeka.\n- Hana works for Vantage Air.\n- Fernhill Foods was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Adelaide", "2": "Malmo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39023", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Fernhill Foods is headquartered in Cork.\n- Wren works for Meridian Bank.\n- Northwind Systems was founded in 1979.\n- Jonas reports to Stefan.\n- Wren reports to Emeka.\n- Jonas works for Northwind Systems.\n- Priya reports to Wren.\n- Fernhill Foods was founded in 1986.\n- Northwind Systems is headquartered in Basel.\n- Emeka reports to Mei.\n- Meridian Bank is headquartered in Basel.\n- Emeka works for Fernhill Foods.\n- Mei reports to Jonas.\n- Bruno reports to Priya.\n- Bruno works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Priya works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 1989.\n- Stefan reports to Viktor.\n- Stefan works for Northwind Systems.\n- Meridian Bank was founded in 1982.\n- Mei works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Cork", "2": "Adelaide", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39024", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-4 (VERSION 5, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 22 August 2024): For employees hired on or after 22 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5239: employee Kenji R., hired 31 August 2022, separated 05 October 2024 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5239?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5239 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39025", "family": "intent_v3", "state": "Incoming travel message:\n\"Luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Check Status — asks flight status", "3": "Claim Luggage — reports lost baggage", "4": "Change Seat — changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39026", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Wire 2400 to the supplier\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'report fraud' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'freeze card' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'check balance' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39027", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes seat assignment", "1": "reports lost baggage", "2": "asks flight status", "3": "books airfare"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39028", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-8 (VERSION 5, EFFECTIVE 23 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 23 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3664: employee Mateo K., hired 16 December 2023, separated 23 January 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-8-2025-3664 under the controlling rules.", "criteria": {"0": "$6,600", "1": "$8,000", "2": "$34,667", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3664 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39029", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY REL-7 (VERSION 4, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 04 June 2023): For employees hired on or after 04 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-3584: employee Omar M., hired 04 March 2021, separated 11 August 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-3584?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-3584 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39030", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Meridian Bank.\n- Callum works for Meridian Bank.\n- Sofia works for Northwind Systems.\n- Anders reports to Callum.\n- Lattice Analytics is headquartered in Dunedin.\n- Anders works for Northwind Systems.\n- Stefan reports to Anders.\n- Elena works for Lattice Analytics.\n- Northwind Systems was founded in 1983.\n- Callum reports to Elena.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lattice Analytics was founded in 1993.\n- Meridian Bank was founded in 1977.\n- Pablo works for Meridian Bank.\n- Pablo reports to Sofia.\n- Elena reports to Lucia.\n- Stefan works for Lattice Analytics.\n- Meridian Bank is headquartered in Dunedin.\n- Omar works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1988.\n- Omar reports to Pablo.\n- Northwind Systems is headquartered in Porto.\n- Sofia reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1977", "2": "1975", "3": "1980"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39031", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "refill_rx", "1": "book_appointment", "2": "coverage_question", "3": "test_results", "4": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39032", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY RET-4 (VERSION 4, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 October 2022): For employees hired on or after 25 October 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1198: employee Pablo S., hired 26 January 2021, separated 01 December 2022 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1198?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39033", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2013.\n- Cedar Retail Group is headquartered in Ghent.\n- Viktor works for Ironwood Manufacturing.\n- Hana works for Atlas Freight.\n- Callum reports to Bruno.\n- Nadia reports to Stefan.\n- Tobias reports to Hana.\n- Fernhill Foods was founded in 1979.\n- Stefan reports to Chiara.\n- Viktor reports to Mei.\n- Bruno reports to Tobias.\n- Ironwood Manufacturing was founded in 2001.\n- Hana reports to Deshawn.\n- Mei reports to Aisha.\n- Zoya reports to Viktor.\n- Aisha works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Deshawn works for Cedar Retail Group.\n- Callum works for Cedar Retail Group.\n- Tobias works for Cedar Retail Group.\n- Aisha reports to Callum.\n- Stefan works for Ironwood Manufacturing.\n- Zoya works for Ironwood Manufacturing.\n- Deshawn reports to Nadia.\n- Mei works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Bruno works for Cedar Retail Group.\n- Chiara works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Ghent.\n- Fernhill Foods is headquartered in Lyon.\n- Atlas Freight was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39034", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "asks about reporting structure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39035", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Mateo.\n- Callum reports to Lucia.\n- Cobalt Health is headquartered in Valencia.\n- Helios Logistics is headquartered in Ghent.\n- Kenji works for Cobalt Health.\n- Cobalt Health was founded in 1992.\n- Cedar Retail Group was founded in 2014.\n- Felix reports to Kenji.\n- Priya reports to Dmitri.\n- Lucia works for Helios Logistics.\n- Fernhill Foods was founded in 1975.\n- Nadia reports to Priya.\n- Ingrid reports to Callum.\n- Anders reports to Nadia.\n- Ingrid works for Cedar Retail Group.\n- Kenji reports to Sofia.\n- Callum works for Cedar Retail Group.\n- Felix works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Sanne works for Fernhill Foods.\n- Sofia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Porto.\n- Mateo works for Cobalt Health.\n- Sofia reports to Sanne.\n- Nadia works for Fernhill Foods.\n- Anders works for Cobalt Health.\n- Helios Logistics was founded in 1982.\n- Priya works for Cedar Retail Group.\n- Dmitri reports to Ingrid.\n- Sanne reports to Anders.\n- Dmitri works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sofia's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Ghent", "2": "Adelaide", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39036", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 3, EFFECTIVE 27 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 24 February 2025): For employees hired on or after 24 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-8006: employee Ingrid M., hired 06 October 2022, separated 14 April 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-8006?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-8006 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39037", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Pinnacle Software.\n- Northwind Systems was founded in 2003.\n- Pinnacle Software was founded in 1989.\n- Aisha reports to Leila.\n- Viktor reports to Felix.\n- Leila reports to Priya.\n- Dmitri reports to Viktor.\n- Northwind Systems is headquartered in Tampere.\n- Pablo works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Elena reports to Aisha.\n- Meridian Bank was founded in 1989.\n- Elena works for Ironwood Manufacturing.\n- Sanne works for Northwind Systems.\n- Felix works for Pinnacle Software.\n- Meridian Bank is headquartered in Austin.\n- Priya reports to Mara.\n- Mara works for Ironwood Manufacturing.\n- Felix reports to Sanne.\n- Leila works for Northwind Systems.\n- Priya works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Ghent.\n- Mara reports to Pablo.\n- Aisha works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Sanne reports to Elena.\n- Dmitri works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2001", "2": "1998", "3": "2006"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39038", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-7900: employee Pablo K., hired 12 July 2023, separated 21 August 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-7900?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-7900 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39039", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-4403: employee Tessa R., hired 15 November 2021, separated 28 June 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-4403?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-4403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39040", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Ingrid.\n- Viktor works for Lattice Analytics.\n- Lucia works for Northwind Systems.\n- Felix works for Northwind Systems.\n- Ingrid reports to Mei.\n- Cobalt Health was founded in 2009.\n- Mei works for Lattice Analytics.\n- Ingrid works for Cobalt Health.\n- Lattice Analytics was founded in 1991.\n- Kenji reports to Viktor.\n- Northwind Systems was founded in 1990.\n- Viktor reports to Elena.\n- Kenji works for Lattice Analytics.\n- Elena works for Northwind Systems.\n- Elena reports to Mara.\n- Cobalt Health is headquartered in Brno.\n- Northwind Systems is headquartered in Oslo.\n- Mara reports to Felix.\n- Pinnacle Software is headquartered in Brno.\n- Lattice Analytics is headquartered in Oslo.\n- Mei reports to Kenji.\n- Mara works for Cobalt Health.\n- Pinnacle Software was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1989", "2": "1994", "3": "1986"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39041", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Cork.\n- Mara works for Crescent Telecom.\n- Bluepine Aviation was founded in 1980.\n- Viktor works for Ironwood Manufacturing.\n- Aisha reports to Mara.\n- Chiara works for Beacon Insurance.\n- Beacon Insurance is headquartered in Nagoya.\n- Chiara reports to Viktor.\n- Tessa reports to Lucia.\n- Wren works for Bluepine Aviation.\n- Lucia works for Ironwood Manufacturing.\n- Tessa works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Mei works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Zoya works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Viktor reports to Yuki.\n- Deshawn works for Bluepine Aviation.\n- Yuki reports to Tobias.\n- Lucia reports to Deshawn.\n- Tobias reports to Aisha.\n- Deshawn reports to Wren.\n- Mara reports to Mei.\n- Tobias works for Ironwood Manufacturing.\n- Zoya reports to Chiara.\n- Ironwood Manufacturing was founded in 2010.\n- Beacon Insurance was founded in 1978.\n- Mei reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39042", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 01 February 2024): For employees hired on or after 01 February 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-5573: employee Leila M., hired 09 April 2023, separated 08 December 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-8-2025-5573 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$40,000", "2": "$3,923", "3": "$9,731"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-5573 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39043", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Payroll Issue — reports a pay problem", "2": "Resignation — initiates departure", "3": "Request Leave — requests time off", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39044", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY SEP-3 (VERSION 3, EFFECTIVE 30 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 30 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-2759: employee Tessa M., hired 02 November 2023, separated 17 March 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-2759?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "8 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-2759 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39045", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'coverage question' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'referral' handler", "3": "Route to the 'book appointment' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39046", "family": "intent_v3", "state": "Incoming health message:\n\"Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39047", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Helios Logistics.\n- Priya reports to Lucia.\n- Tessa works for Helios Logistics.\n- Ravi reports to Priya.\n- Mateo works for Helios Logistics.\n- Hana works for Lattice Analytics.\n- Pablo works for Helios Logistics.\n- Summit Energy was founded in 2006.\n- Beacon Insurance is headquartered in Lyon.\n- Lattice Analytics is headquartered in Lyon.\n- Helios Logistics was founded in 1978.\n- Amara reports to Ravi.\n- Lucia reports to Pablo.\n- Lucia works for Beacon Insurance.\n- Priya works for Summit Energy.\n- Amara works for Lattice Analytics.\n- Helios Logistics is headquartered in Cork.\n- Lattice Analytics was founded in 2015.\n- Summit Energy is headquartered in Austin.\n- Beacon Insurance was founded in 2010.\n- Hana reports to Tessa.\n- Tessa reports to Mateo.\n- Pablo reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2015", "2": "2013", "3": "2018"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39048", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY RET-7 (VERSION 5, EFFECTIVE 11 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 11 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-7809: employee Priya M., hired 14 April 2022, separated 04 December 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-7809?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-7809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39049", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 13 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 13 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-5612: employee Kenji A., hired 24 December 2021, separated 09 October 2024 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-3-2026-5612 under the controlling rules.", "criteria": {"0": "$26,000", "1": "$4,200", "2": "$6,000", "3": "$6,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-5612 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39050", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Deshawn.\n- Kenji works for Atlas Freight.\n- Deshawn works for Bluepine Aviation.\n- Leila reports to Elena.\n- Bruno reports to Tobias.\n- Tobias reports to Leila.\n- Kenji reports to Mateo.\n- Leila works for Atlas Freight.\n- Bluepine Aviation is headquartered in Basel.\n- Bruno works for Atlas Freight.\n- Mateo reports to Priya.\n- Fernhill Foods was founded in 1993.\n- Vantage Air was founded in 1989.\n- Fernhill Foods is headquartered in Valencia.\n- Atlas Freight is headquartered in Valencia.\n- Mateo works for Atlas Freight.\n- Deshawn reports to Bruno.\n- Atlas Freight was founded in 2011.\n- Tobias works for Fernhill Foods.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Tallinn.\n- Elena works for Vantage Air.\n- Bluepine Aviation was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39051", "family": "intent_v3", "state": "Incoming banking message:\n\"My wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Open Account — asks to open a new account", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Wire Transfer — asks to send money", "4": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39052", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY EXP-2 (VERSION 4, EFFECTIVE 04 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 06 June 2025): For employees hired on or after 06 June 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 04 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-2031: employee Anders M., hired 25 January 2024, separated 26 July 2026 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-2031?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-2031 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39053", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1977.\n- Stefan works for Lattice Analytics.\n- Ingrid works for Lattice Analytics.\n- Mateo reports to Viktor.\n- Lattice Analytics was founded in 1988.\n- Stefan reports to Hana.\n- Dmitri works for Pinnacle Software.\n- Nadia reports to Zoya.\n- Beacon Insurance is headquartered in Valencia.\n- Nadia works for Beacon Insurance.\n- Pinnacle Software is headquartered in Dunedin.\n- Ingrid reports to Stefan.\n- Viktor works for Northwind Systems.\n- Beacon Insurance was founded in 2002.\n- Zoya reports to Dmitri.\n- Lattice Analytics is headquartered in Valencia.\n- Viktor reports to Leila.\n- Northwind Systems is headquartered in Leeds.\n- Leila reports to Nadia.\n- Omar works for Beacon Insurance.\n- Leila works for Lattice Analytics.\n- Northwind Systems was founded in 1979.\n- Dmitri reports to Omar.\n- Mateo works for Northwind Systems.\n- Zoya works for Lattice Analytics.\n- Hana works for Beacon Insurance.\n- Omar reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Dunedin", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39054", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "book_appointment", "1": "referral", "2": "refill_rx", "3": "test_results", "4": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39055", "family": "intent_v3", "state": "Incoming logistics message:\n\"Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "files a loss/damage claim", "4": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39056", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 02 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 07 January 2025): For employees hired on or after 07 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 02 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2144: employee Elena S., hired 18 December 2021, separated 04 April 2026 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-2144?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2144 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39057", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-5 (VERSION 4, EFFECTIVE 18 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 16 September 2023): For employees hired on or after 16 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 18 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-3307: employee Emeka S., hired 14 July 2022, separated 27 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-3307?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "8 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-3307 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39058", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 3, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 30 October 2024): For employees hired on or after 30 October 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-9568: employee Mateo M., hired 15 February 2022, separated 19 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-9568?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-9568 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39059", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Atlas Freight was founded in 2004.\n- Mara reports to Tessa.\n- Kenji works for Lattice Analytics.\n- Deshawn works for Atlas Freight.\n- Bluepine Aviation is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Oslo.\n- Elena works for Atlas Freight.\n- Beacon Insurance was founded in 1975.\n- Atlas Freight is headquartered in Tampere.\n- Lattice Analytics was founded in 2012.\n- Priya reports to Omar.\n- Mara works for Lattice Analytics.\n- Zoya works for Lattice Analytics.\n- Omar reports to Lucia.\n- Tessa reports to Amara.\n- Bluepine Aviation was founded in 1983.\n- Zoya reports to Priya.\n- Amara reports to Anders.\n- Amara works for Lattice Analytics.\n- Tobias reports to Mara.\n- Deshawn reports to Kenji.\n- Anders reports to Zoya.\n- Elena reports to Deshawn.\n- Omar works for Atlas Freight.\n- Tobias works for Atlas Freight.\n- Anders works for Bluepine Aviation.\n- Tessa works for Atlas Freight.\n- Kenji reports to Tobias.\n- Lattice Analytics is headquartered in Brno.\n- Lucia works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Lattice Analytics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39060", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health was founded in 1994.\n- Aisha reports to Viktor.\n- Meridian Bank is headquartered in Nagoya.\n- Viktor reports to Leila.\n- Mara reports to Chiara.\n- Felix works for Meridian Bank.\n- Leila works for Cobalt Health.\n- Emeka reports to Felix.\n- Nadia works for Meridian Bank.\n- Beacon Insurance is headquartered in Halifax.\n- Anders reports to Aisha.\n- Aisha works for Cobalt Health.\n- Chiara works for Lattice Analytics.\n- Cobalt Health is headquartered in Valencia.\n- Lucia reports to Anders.\n- Chiara reports to Nadia.\n- Anders works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Lattice Analytics is headquartered in Nagoya.\n- Leila reports to Emeka.\n- Viktor works for Beacon Insurance.\n- Felix reports to Mara.\n- Beacon Insurance was founded in 1999.\n- Lucia works for Cobalt Health.\n- Meridian Bank was founded in 1991.\n- Emeka works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39061", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "play_music", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39062", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-4 (VERSION 6, EFFECTIVE 15 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 August 2023): For employees hired on or after 24 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 15 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5302: employee Viktor R., hired 11 May 2021, separated 28 January 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-4-2026-5302 under the controlling rules.", "criteria": {"0": "$9,200", "1": "$9,700", "2": "$39,867", "3": "$9,250"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5302 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39063", "family": "intent_hardneg", "state": "Incoming hr message:\n\"i'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "payroll_issue", "1": "request_leave", "2": "update_benefits", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39064", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Halifax.\n- Nadia reports to Omar.\n- Sanne works for Northwind Systems.\n- Omar works for Vantage Air.\n- Emeka works for Northwind Systems.\n- Zoya reports to Elena.\n- Vantage Air is headquartered in Lyon.\n- Elena reports to Sanne.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 1975.\n- Dmitri reports to Anders.\n- Stefan works for Vantage Air.\n- Omar reports to Pablo.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Lyon.\n- Meridian Bank was founded in 1998.\n- Pablo works for Meridian Bank.\n- Elena works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Sanne reports to Nadia.\n- Stefan reports to Emeka.\n- Vantage Air was founded in 1991.\n- Nadia works for Vantage Air.\n- Anders works for Cedar Retail Group.\n- Northwind Systems was founded in 1984.\n- Emeka reports to Dmitri.\n- Pablo reports to Stefan.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39065", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 21 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 24 September 2024): For employees hired on or after 24 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5338: employee Deshawn B., hired 10 April 2022, separated 12 March 2026 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-5338?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5338 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39066", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39067", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "provision_access", "4": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39068", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "update_benefits", "1": "request_leave", "2": "resignation", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39069", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "scale_up", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39070", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-3 (VERSION 5, EFFECTIVE 27 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 24 August 2025): For employees hired on or after 24 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 27 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-8538: employee Sanne M., hired 13 March 2024, separated 28 October 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-8538?", "criteria": {"0": "45 weeks", "1": "8 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-8538 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39072", "family": "intent_v3", "state": "Incoming smart home message:\n\"Turn off the bedroom lights\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Weather — asks about weather", "1": "Control Lights — controls lighting", "2": "Send Message — asks to text someone", "3": "Set Timer — asks for a countdown timer", "4": "Play Music — asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39073", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei works for Pinnacle Software.\n- Beacon Insurance was founded in 1989.\n- Pinnacle Software was founded in 2009.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne works for Pinnacle Software.\n- Wren works for Pinnacle Software.\n- Nadia works for Pinnacle Software.\n- Nadia reports to Sanne.\n- Amara works for Summit Energy.\n- Wren reports to Mei.\n- Mateo works for Beacon Insurance.\n- Mei reports to Chiara.\n- Chiara reports to Mateo.\n- Zoya works for Summit Energy.\n- Beacon Insurance is headquartered in Halifax.\n- Summit Energy was founded in 1996.\n- Sanne reports to Zoya.\n- Priya works for Summit Energy.\n- Mateo reports to Nadia.\n- Fernhill Foods is headquartered in Adelaide.\n- Priya reports to Wren.\n- Pablo works for Fernhill Foods.\n- Chiara works for Summit Energy.\n- Fernhill Foods was founded in 2009.\n- Amara reports to Priya.\n- Summit Energy is headquartered in Halifax.\n- Pablo reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Oslo", "2": "Dunedin", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39075", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "freeze_card", "2": "report_fraud", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39076", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_balance", "1": "freeze_card", "2": "report_fraud", "3": "open_account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39077", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "asks flight status", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39078", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests specialist referral", "1": "asks for lab results", "2": "requests medication refill", "3": "books a visit", "4": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39079", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Brno.\n- Hana reports to Zoya.\n- Aisha reports to Ingrid.\n- Cedar Retail Group was founded in 1996.\n- Sofia works for Pinnacle Software.\n- Zoya works for Meridian Bank.\n- Jonas works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Tampere.\n- Meridian Bank was founded in 1998.\n- Zoya reports to Kenji.\n- Aisha works for Meridian Bank.\n- Kenji reports to Jonas.\n- Pinnacle Software was founded in 1982.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Kenji works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2008.\n- Sofia reports to Elena.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Ingrid works for Cedar Retail Group.\n- Hana works for Meridian Bank.\n- Jonas reports to Aisha.\n- Ingrid reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39080", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39081", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: The box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks where an existing order is", "1": "wants a different size/color/variant", "2": "reports an item arrived broken", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39082", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY RET-4 (VERSION 6, EFFECTIVE 26 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 01 February 2023): For employees hired on or after 01 February 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 26 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-7989: employee Viktor B., hired 24 January 2021, separated 25 January 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-7989?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-7989 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39083", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEPARATION BENEFIT POLICY SEP-7 (VERSION 4, EFFECTIVE 07 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 20 June 2023): For employees hired on or after 20 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 07 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4455: employee Ingrid B., hired 03 September 2020, separated 05 April 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4455?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4455 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39084", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Grant ana read access to the warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'reset password' handler", "1": "Route to the 'install software' handler", "2": "Route to the 'report outage' handler", "3": "Route to the 'deprovision' handler", "4": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39085", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-7 (VERSION 4, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 19 January 2024): For employees hired on or after 19 January 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-3952: employee Omar A., hired 03 January 2023, separated 16 May 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-3952?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-3952 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39086", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Summit Energy.\n- Dmitri works for Meridian Bank.\n- Ravi reports to Yuki.\n- Mateo works for Meridian Bank.\n- Tobias works for Summit Energy.\n- Dmitri reports to Felix.\n- Yuki reports to Tobias.\n- Bruno works for Vantage Air.\n- Tobias reports to Deshawn.\n- Cedar Retail Group was founded in 1979.\n- Bruno reports to Mara.\n- Ravi works for Summit Energy.\n- Tessa reports to Ravi.\n- Cedar Retail Group is headquartered in Halifax.\n- Tessa works for Vantage Air.\n- Vantage Air was founded in 1979.\n- Vantage Air is headquartered in Adelaide.\n- Lucia reports to Bruno.\n- Lucia works for Cedar Retail Group.\n- Mara reports to Mateo.\n- Felix reports to Mei.\n- Felix works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Deshawn reports to Lucia.\n- Summit Energy is headquartered in Halifax.\n- Mateo reports to Dmitri.\n- Summit Energy was founded in 1998.\n- Yuki works for Summit Energy.\n- Meridian Bank was founded in 1986.\n- Mei works for Vantage Air.\n- Meridian Bank is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Adelaide", "2": "Basel", "3": "Tampere"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39087", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Beacon Insurance.\n- Nadia reports to Stefan.\n- Ingrid works for Fernhill Foods.\n- Tobias works for Crescent Telecom.\n- Beacon Insurance was founded in 1998.\n- Viktor reports to Ingrid.\n- Emeka reports to Jonas.\n- Fernhill Foods was founded in 1989.\n- Beacon Insurance is headquartered in Dunedin.\n- Tobias reports to Deshawn.\n- Vantage Air is headquartered in Ghent.\n- Mara reports to Hana.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Ingrid reports to Nadia.\n- Vantage Air was founded in 1975.\n- Fernhill Foods is headquartered in Ghent.\n- Deshawn works for Fernhill Foods.\n- Emeka works for Crescent Telecom.\n- Viktor works for Fernhill Foods.\n- Stefan works for Fernhill Foods.\n- Deshawn reports to Mara.\n- Mara works for Crescent Telecom.\n- Stefan reports to Tobias.\n- Hana reports to Emeka.\n- Hana works for Vantage Air.\n- Crescent Telecom is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1987", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39088", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1981.\n- Tessa reports to Mateo.\n- Vantage Air is headquartered in Malmo.\n- Northwind Systems was founded in 1988.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Bruno works for Vantage Air.\n- Vantage Air was founded in 1991.\n- Mei works for Summit Energy.\n- Tobias reports to Emeka.\n- Yuki works for Northwind Systems.\n- Tobias works for Summit Energy.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Malmo.\n- Amara reports to Mei.\n- Felix works for Summit Energy.\n- Mateo reports to Amara.\n- Summit Energy is headquartered in Leeds.\n- Mei reports to Bruno.\n- Mateo works for Summit Energy.\n- Summit Energy was founded in 2002.\n- Ingrid works for Summit Energy.\n- Yuki reports to Felix.\n- Emeka reports to Yuki.\n- Tessa works for Northwind Systems.\n- Ingrid reports to Tessa.\n- Amara works for Ironwood Manufacturing.\n- Bruno reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39089", "family": "intent_v3", "state": "Incoming support message:\n\"Wrong address on order 97374, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_refund", "1": "change_address", "2": "track_order", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39090", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Payment Plan — asks to split a balance into installments", "2": "Cancel Subscription — wants to end recurring billing", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39091", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Sofia reports to Sanne.\n- Cobalt Health is headquartered in Leeds.\n- Zoya works for Helios Logistics.\n- Sanne works for Lattice Analytics.\n- Amara reports to Mara.\n- Cobalt Health was founded in 2001.\n- Anders works for Lattice Analytics.\n- Crescent Telecom is headquartered in Adelaide.\n- Sanne reports to Callum.\n- Zoya reports to Aisha.\n- Sofia works for Crescent Telecom.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1993.\n- Callum reports to Jonas.\n- Callum works for Lattice Analytics.\n- Crescent Telecom was founded in 1984.\n- Aisha reports to Anders.\n- Lattice Analytics was founded in 1985.\n- Jonas reports to Zoya.\n- Jonas works for Crescent Telecom.\n- Lattice Analytics is headquartered in Nagoya.\n- Mara works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Anders reports to Amara.\n- Kenji works for Cobalt Health.\n- Kenji reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Adelaide", "2": "Nagoya", "3": "Austin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39092", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service", "4": "Check Logs — asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39093", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2004.\n- Mateo reports to Sanne.\n- Zoya works for Crescent Telecom.\n- Tessa works for Fernhill Foods.\n- Sanne reports to Stefan.\n- Lucia works for Meridian Bank.\n- Stefan reports to Lucia.\n- Crescent Telecom is headquartered in Oslo.\n- Ravi works for Meridian Bank.\n- Sanne works for Fernhill Foods.\n- Kenji reports to Mateo.\n- Atlas Freight is headquartered in Oslo.\n- Viktor works for Atlas Freight.\n- Atlas Freight was founded in 1975.\n- Viktor reports to Kenji.\n- Mateo works for Atlas Freight.\n- Stefan works for Fernhill Foods.\n- Ingrid reports to Zoya.\n- Tessa reports to Ravi.\n- Aisha works for Atlas Freight.\n- Aisha reports to Emeka.\n- Meridian Bank is headquartered in Basel.\n- Zoya reports to Viktor.\n- Ingrid works for Meridian Bank.\n- Lucia reports to Tessa.\n- Meridian Bank was founded in 2007.\n- Crescent Telecom was founded in 2003.\n- Emeka works for Atlas Freight.\n- Emeka reports to Ingrid.\n- Kenji works for Fernhill Foods.\n- Fernhill Foods is headquartered in Brno.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39094", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "provision_access", "1": "deprovision", "2": "install_software", "3": "reset_password", "4": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39095", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Lyon.\n- Vantage Air is headquartered in Oslo.\n- Mara reports to Chiara.\n- Meridian Bank is headquartered in Turku.\n- Summit Energy was founded in 1978.\n- Dmitri reports to Pablo.\n- Callum works for Meridian Bank.\n- Tobias reports to Anders.\n- Anders works for Summit Energy.\n- Wren works for Meridian Bank.\n- Tobias works for Cobalt Health.\n- Pablo works for Summit Energy.\n- Chiara works for Vantage Air.\n- Vantage Air was founded in 1977.\n- Anders reports to Callum.\n- Meridian Bank was founded in 1989.\n- Callum reports to Wren.\n- Pablo reports to Mara.\n- Chiara reports to Tobias.\n- Cobalt Health is headquartered in Oslo.\n- Dmitri works for Cobalt Health.\n- Mara works for Meridian Bank.\n- Cobalt Health was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Lyon", "2": "Oslo", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39096", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-7 (VERSION 4, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2026-1022: employee Stefan S., hired 05 December 2022, separated 05 November 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2026-1022?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2026-1022 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39097", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY SEP-3 (VERSION 6, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 25 July 2024): For employees hired on or after 25 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-5429: employee Omar R., hired 17 December 2023, separated 26 April 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case SEP-3-2025-5429 under the controlling rules.", "criteria": {"0": "$3,000", "1": "$2,100", "2": "$3,500", "3": "$13,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-5429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39098", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY TRV-3 (VERSION 5, EFFECTIVE 18 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 16 July 2025): For employees hired on or after 16 July 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 18 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-9328: employee Mei S., hired 27 February 2022, separated 10 November 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-9328?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-9328 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-39099", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 87383\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39100", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "resets credentials", "1": "removes access for a leaver", "2": "grants system access", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39101", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY REL-6 (VERSION 3, EFFECTIVE 25 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 25 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-2436: employee Hana A., hired 24 March 2020, separated 22 February 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-2436?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-2436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39102", "family": "intent_v3", "state": "Incoming logistics message:\n\"Start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "files a loss/damage claim", "3": "asks for a shipping quote", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39103", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'install software' handler", "1": "Route to the 'report outage' handler", "2": "Route to the 'deprovision' handler", "3": "Route to the 'provision access' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39104", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'schedule pickup' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39105", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Lucia.\n- Leila works for Summit Energy.\n- Amara reports to Chiara.\n- Viktor reports to Stefan.\n- Chiara works for Northwind Systems.\n- Summit Energy is headquartered in Austin.\n- Helios Logistics was founded in 2010.\n- Lucia works for Summit Energy.\n- Deshawn reports to Viktor.\n- Omar reports to Ingrid.\n- Chiara reports to Deshawn.\n- Viktor works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Tessa reports to Amara.\n- Deshawn works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Stefan works for Summit Energy.\n- Tessa works for Summit Energy.\n- Omar works for Helios Logistics.\n- Cobalt Health was founded in 1985.\n- Northwind Systems was founded in 1982.\n- Helios Logistics is headquartered in Lyon.\n- Cobalt Health is headquartered in Turku.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Leila.\n- Northwind Systems is headquartered in Tampere.\n- Leila reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Austin", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39106", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Tessa.\n- Leila works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Meridian Bank is headquartered in Dunedin.\n- Ravi reports to Callum.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Tobias reports to Emeka.\n- Pablo works for Meridian Bank.\n- Pablo reports to Jonas.\n- Jonas works for Summit Energy.\n- Tessa reports to Tobias.\n- Callum works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Dunedin.\n- Summit Energy is headquartered in Dunedin.\n- Emeka works for Helios Logistics.\n- Summit Energy was founded in 2002.\n- Tessa works for Summit Energy.\n- Hana works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Leila reports to Pablo.\n- Helios Logistics was founded in 1988.\n- Callum reports to Kenji.\n- Ironwood Manufacturing was founded in 2013.\n- Wren works for Summit Energy.\n- Kenji reports to Sofia.\n- Tobias works for Summit Energy.\n- Sofia reports to Leila.\n- Meridian Bank was founded in 1976.\n- Jonas reports to Hana.\n- Wren reports to Ravi.\n- Ravi works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2011", "2": "2008", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39107", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Wire Transfer — asks to send money", "4": "Freeze Card — asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39108", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-9 (VERSION 4, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 21 July 2024): For employees hired on or after 21 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-5489: employee Mateo M., hired 15 April 2022, separated 14 December 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-5489?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-5489 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39109", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Can i exchange 55006 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Cancel Order — wants to cancel a placed order", "2": "Request Refund — asks for money back on a purchase", "3": "Track Order — asks where an existing order is", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39110", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "wants to end recurring billing", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39111", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Jonas.\n- Dmitri works for Atlas Freight.\n- Zoya reports to Dmitri.\n- Kenji reports to Sofia.\n- Atlas Freight is headquartered in Lyon.\n- Emeka works for Cobalt Health.\n- Sofia works for Fernhill Foods.\n- Pinnacle Software was founded in 1989.\n- Wren reports to Ravi.\n- Fernhill Foods is headquartered in Tallinn.\n- Kenji works for Fernhill Foods.\n- Jonas reports to Deshawn.\n- Wren works for Atlas Freight.\n- Cobalt Health is headquartered in Lyon.\n- Jonas works for Cobalt Health.\n- Atlas Freight was founded in 1990.\n- Pinnacle Software is headquartered in Tallinn.\n- Zoya works for Pinnacle Software.\n- Deshawn works for Atlas Freight.\n- Callum reports to Omar.\n- Cobalt Health was founded in 1995.\n- Fernhill Foods was founded in 2010.\n- Sofia reports to Callum.\n- Omar works for Fernhill Foods.\n- Elena reports to Zoya.\n- Ravi works for Atlas Freight.\n- Callum works for Pinnacle Software.\n- Deshawn reports to Kenji.\n- Omar reports to Emeka.\n- Elena works for Atlas Freight.\n- Emeka reports to Elena.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1998", "2": "1993", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39112", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics is headquartered in Lyon.\n- Tobias reports to Stefan.\n- Zoya works for Atlas Freight.\n- Ingrid reports to Hana.\n- Sanne works for Beacon Insurance.\n- Cobalt Health is headquartered in Cork.\n- Stefan reports to Omar.\n- Mateo reports to Sofia.\n- Hana reports to Aisha.\n- Cobalt Health was founded in 2014.\n- Omar works for Beacon Insurance.\n- Atlas Freight was founded in 1994.\n- Omar reports to Chiara.\n- Atlas Freight is headquartered in Lyon.\n- Sanne reports to Mateo.\n- Ingrid works for Cobalt Health.\n- Sofia reports to Zoya.\n- Stefan works for Atlas Freight.\n- Aisha works for Lattice Analytics.\n- Chiara works for Lattice Analytics.\n- Zoya reports to Ingrid.\n- Aisha reports to Tobias.\n- Felix reports to Sanne.\n- Mateo works for Beacon Insurance.\n- Hana works for Lattice Analytics.\n- Lattice Analytics was founded in 2002.\n- Sofia works for Atlas Freight.\n- Felix works for Lattice Analytics.\n- Beacon Insurance was founded in 2000.\n- Beacon Insurance is headquartered in Turku.\n- Tobias works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "1995", "2": "1998", "3": "2000"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39113", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY EXP-8 (VERSION 6, EFFECTIVE 30 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 09 September 2023): For employees hired on or after 09 September 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2136: employee Sanne S., hired 15 January 2023, separated 11 January 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2136?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2136 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39114", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 91097 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "asks for money back on a purchase", "3": "wants a different size/color/variant", "4": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39115", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Tobias.\n- Ironwood Manufacturing was founded in 1988.\n- Elena works for Bluepine Aviation.\n- Dmitri reports to Omar.\n- Amara works for Bluepine Aviation.\n- Amara reports to Tessa.\n- Bluepine Aviation is headquartered in Porto.\n- Summit Energy was founded in 1983.\n- Omar reports to Callum.\n- Callum reports to Amara.\n- Bluepine Aviation was founded in 1995.\n- Dmitri works for Pinnacle Software.\n- Elena reports to Chiara.\n- Callum works for Ironwood Manufacturing.\n- Tobias reports to Elena.\n- Omar works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Leeds.\n- Pinnacle Software is headquartered in Basel.\n- Chiara works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2006.\n- Tobias works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Tallinn", "2": "Leeds", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39116", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1989.\n- Mateo works for Fernhill Foods.\n- Fernhill Foods is headquartered in Ghent.\n- Aisha reports to Felix.\n- Leila works for Pinnacle Software.\n- Pinnacle Software was founded in 2012.\n- Pinnacle Software is headquartered in Ghent.\n- Tessa reports to Mateo.\n- Dmitri works for Cedar Retail Group.\n- Dmitri reports to Aisha.\n- Nadia reports to Tobias.\n- Bluepine Aviation is headquartered in Brno.\n- Mateo reports to Amara.\n- Felix reports to Tessa.\n- Fernhill Foods was founded in 2008.\n- Mara reports to Nadia.\n- Cedar Retail Group is headquartered in Malmo.\n- Nadia works for Cedar Retail Group.\n- Mara works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1976.\n- Aisha works for Fernhill Foods.\n- Tobias works for Bluepine Aviation.\n- Leila reports to Dmitri.\n- Felix works for Cedar Retail Group.\n- Tobias reports to Leila.\n- Amara works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Malmo", "2": "Adelaide", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39117", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Tracking for 91340 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wants the delivery address updated", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "wants a different size/color/variant", "4": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39118", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39119", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "deprovision", "2": "reset_password", "3": "report_outage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39120", "family": "intent_v3", "state": "Incoming smart home message:\n\"Set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39121", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Sofia.\n- Mateo works for Bluepine Aviation.\n- Emeka reports to Mei.\n- Meridian Bank is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1997.\n- Mara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1986.\n- Yuki works for Pinnacle Software.\n- Stefan works for Meridian Bank.\n- Mateo reports to Ingrid.\n- Sanne reports to Stefan.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Mei reports to Sanne.\n- Sofia works for Ironwood Manufacturing.\n- Tobias works for Meridian Bank.\n- Yuki reports to Mateo.\n- Pinnacle Software was founded in 2004.\n- Jonas reports to Yuki.\n- Zoya reports to Emeka.\n- Meridian Bank was founded in 2002.\n- Zoya works for Pinnacle Software.\n- Jonas works for Pinnacle Software.\n- Bluepine Aviation is headquartered in Nagoya.\n- Mara reports to Jonas.\n- Tobias reports to Zoya.\n- Ingrid works for Bluepine Aviation.\n- Pinnacle Software is headquartered in Nagoya.\n- Ingrid reports to Tobias.\n- Mei works for Bluepine Aviation.\n- Emeka works for Ironwood Manufacturing.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "2002", "3": "1999"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39122", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"file a freight claim for shipment 771\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39123", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY RET-7 (VERSION 4, EFFECTIVE 13 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 01 May 2023): For employees hired on or after 01 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 13 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-5591: employee Jonas T., hired 20 December 2021, separated 17 December 2023 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2026-5591?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-5591 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39124", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Mara reports to Tessa.\n- Jonas works for Bluepine Aviation.\n- Felix works for Bluepine Aviation.\n- Felix reports to Wren.\n- Emeka reports to Jonas.\n- Tobias reports to Zoya.\n- Emeka works for Ironwood Manufacturing.\n- Cobalt Health is headquartered in Malmo.\n- Tessa reports to Viktor.\n- Bluepine Aviation is headquartered in Malmo.\n- Callum works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Ironwood Manufacturing was founded in 1990.\n- Jonas reports to Tobias.\n- Aisha reports to Callum.\n- Aisha works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2006.\n- Fernhill Foods is headquartered in Cork.\n- Cobalt Health was founded in 1979.\n- Zoya reports to Hana.\n- Viktor reports to Emeka.\n- Fernhill Foods was founded in 2014.\n- Hana works for Cobalt Health.\n- Callum reports to Mara.\n- Tobias works for Fernhill Foods.\n- Tessa works for Fernhill Foods.\n- Viktor works for Ironwood Manufacturing.\n- Wren reports to Aisha.\n- Mara works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2004", "3": "2009"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39125", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "reports a pay problem", "3": "asks about reporting structure", "4": "initiates departure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39126", "family": "intent_v3", "state": "Incoming hr message:\n\"Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "request_leave", "1": "payroll_issue", "2": "org_question", "3": "resignation"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39127", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks for account balance", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39128", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-8 (VERSION 2, EFFECTIVE 05 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 07 April 2024): For employees hired on or after 07 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-3292: employee Callum S., hired 29 March 2022, separated 17 April 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-3292?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-3292 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39129", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 1995.\n- Fernhill Foods was founded in 2008.\n- Nadia works for Beacon Insurance.\n- Priya reports to Pablo.\n- Omar reports to Priya.\n- Pablo reports to Mara.\n- Fernhill Foods is headquartered in Tallinn.\n- Omar works for Fernhill Foods.\n- Helios Logistics is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Pablo works for Helios Logistics.\n- Nadia reports to Wren.\n- Wren works for Beacon Insurance.\n- Tobias works for Fernhill Foods.\n- Wren reports to Tobias.\n- Priya works for Fernhill Foods.\n- Pinnacle Software was founded in 1982.\n- Tobias reports to Mei.\n- Beacon Insurance was founded in 1994.\n- Beacon Insurance is headquartered in Turku.\n- Mei reports to Omar.\n- Mara works for Helios Logistics.\n- Mei works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1997", "2": "1992", "3": "1994"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39130", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Beacon Insurance.\n- Hana reports to Elena.\n- Beacon Insurance is headquartered in Valencia.\n- Jonas works for Beacon Insurance.\n- Dmitri works for Beacon Insurance.\n- Beacon Insurance was founded in 1996.\n- Sanne reports to Sofia.\n- Cedar Retail Group is headquartered in Valencia.\n- Elena reports to Ravi.\n- Hana works for Helios Logistics.\n- Dmitri reports to Jonas.\n- Helios Logistics was founded in 1976.\n- Yuki reports to Mara.\n- Mara works for Beacon Insurance.\n- Helios Logistics is headquartered in Valencia.\n- Elena works for Helios Logistics.\n- Mara reports to Hana.\n- Jonas reports to Sanne.\n- Sofia reports to Mateo.\n- Sofia works for Meridian Bank.\n- Leila reports to Ingrid.\n- Ravi reports to Leila.\n- Ravi works for Meridian Bank.\n- Sanne works for Helios Logistics.\n- Mateo reports to Yuki.\n- Cedar Retail Group was founded in 1978.\n- Meridian Bank was founded in 1979.\n- Yuki works for Cedar Retail Group.\n- Meridian Bank is headquartered in Valencia.\n- Leila works for Helios Logistics.\n- Mateo works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Beacon Insurance", "2": "Meridian Bank", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39131", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 3, EFFECTIVE 16 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 March 2023): For employees hired on or after 02 March 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 16 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-1315: employee Emeka S., hired 28 November 2022, separated 26 May 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-1315?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-1315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39132", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Ironwood Manufacturing.\n- Viktor reports to Tessa.\n- Viktor works for Pinnacle Software.\n- Zoya reports to Ingrid.\n- Cedar Retail Group is headquartered in Brno.\n- Nadia reports to Mei.\n- Priya reports to Viktor.\n- Pinnacle Software is headquartered in Bergen.\n- Meridian Bank was founded in 1984.\n- Ingrid reports to Aisha.\n- Cedar Retail Group was founded in 1982.\n- Aisha works for Ironwood Manufacturing.\n- Tessa works for Ironwood Manufacturing.\n- Zoya works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1988.\n- Mei reports to Elena.\n- Priya works for Cedar Retail Group.\n- Meridian Bank is headquartered in Bergen.\n- Mei works for Cedar Retail Group.\n- Aisha reports to Priya.\n- Pablo works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Brno.\n- Nadia works for Cedar Retail Group.\n- Pablo reports to Nadia.\n- Pinnacle Software was founded in 1975.\n- Elena works for Ironwood Manufacturing.\n- Elena reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1985", "2": "1977", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39133", "family": "intent_hardneg", "state": "Incoming billing message:\n\"swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants payment details changed", "1": "requests a receipt or invoice", "2": "asks to split a balance into installments", "3": "reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39134", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 2, EFFECTIVE 27 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 05 August 2024): For employees hired on or after 05 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 27 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-8308: employee Elena T., hired 21 February 2023, separated 12 September 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2025-8308?", "criteria": {"0": "13 weeks", "1": "8 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-8308 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39135", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 10 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4833: employee Kenji M., hired 07 March 2024, separated 09 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-4833?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4833 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39136", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-2 (VERSION 5, EFFECTIVE 22 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 22 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2751: employee Leila B., hired 09 November 2020, separated 20 July 2024 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-2751?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2751 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39137", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Set Alarm — asks to set a wake-up or reminder alarm", "1": "Play Music — asks to play audio", "2": "Weather — asks about weather", "3": "Send Message — asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39138", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39139", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks about insurance coverage", "1": "requests medication refill", "2": "books a visit", "3": "requests specialist referral", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39140", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39141", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Lyon.\n- Aisha works for Beacon Insurance.\n- Emeka works for Bluepine Aviation.\n- Stefan reports to Aisha.\n- Bluepine Aviation is headquartered in Dunedin.\n- Wren reports to Elena.\n- Tobias works for Helios Logistics.\n- Beacon Insurance is headquartered in Dunedin.\n- Helios Logistics was founded in 1997.\n- Summit Energy was founded in 1999.\n- Summit Energy is headquartered in Lyon.\n- Lucia reports to Felix.\n- Stefan works for Summit Energy.\n- Emeka reports to Tessa.\n- Felix works for Beacon Insurance.\n- Felix reports to Zoya.\n- Tobias reports to Lucia.\n- Zoya reports to Emeka.\n- Elena works for Helios Logistics.\n- Bluepine Aviation was founded in 1980.\n- Elena reports to Tobias.\n- Beacon Insurance was founded in 2012.\n- Wren works for Beacon Insurance.\n- Lucia works for Helios Logistics.\n- Zoya works for Helios Logistics.\n- Aisha reports to Wren.\n- Tessa works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2012", "2": "2007", "3": "2015"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39142", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 09 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 03 June 2024): For employees hired on or after 03 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-5619: employee Bruno S., hired 16 December 2023, separated 07 November 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-5619?", "criteria": {"0": "32 weeks", "1": "8 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-5619 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39143", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a pay problem", "1": "requests time off", "2": "initiates departure", "3": "asks about reporting structure", "4": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39144", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-4 (VERSION 3, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 10 September 2025): For employees hired on or after 10 September 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-1030: employee Callum R., hired 04 March 2024, separated 22 March 2026 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-1030?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-1030 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39145", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Chiara.\n- Lattice Analytics is headquartered in Ghent.\n- Pinnacle Software is headquartered in Bergen.\n- Chiara reports to Mateo.\n- Sofia works for Crescent Telecom.\n- Stefan works for Pinnacle Software.\n- Lattice Analytics was founded in 1990.\n- Crescent Telecom was founded in 1976.\n- Omar works for Pinnacle Software.\n- Meridian Bank was founded in 1992.\n- Omar reports to Sofia.\n- Mateo works for Lattice Analytics.\n- Viktor reports to Dmitri.\n- Crescent Telecom is headquartered in Bergen.\n- Mateo reports to Emeka.\n- Meridian Bank is headquartered in Oslo.\n- Dmitri reports to Mei.\n- Stefan reports to Viktor.\n- Pinnacle Software was founded in 1989.\n- Sofia reports to Pablo.\n- Chiara works for Lattice Analytics.\n- Pablo works for Crescent Telecom.\n- Dmitri works for Meridian Bank.\n- Mei works for Crescent Telecom.\n- Viktor works for Meridian Bank.\n- Mei reports to Omar.\n- Emeka works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Nagoya", "2": "Oslo", "3": "Ghent"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39146", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY TRV-7 (VERSION 2, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 13 May 2023): For employees hired on or after 13 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-6288: employee Anders A., hired 16 September 2022, separated 01 November 2023 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-6288?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-6288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39147", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Stop the monthly subscription\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39148", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 81297 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants the delivery address updated", "1": "asks where an existing order is", "2": "wants to cancel a placed order", "3": "reports an item arrived broken"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39149", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Cork.\n- Bluepine Aviation is headquartered in Turku.\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Felix.\n- Hana works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1978.\n- Mara reports to Wren.\n- Felix reports to Pablo.\n- Hana reports to Stefan.\n- Mateo works for Bluepine Aviation.\n- Helios Logistics was founded in 2009.\n- Yuki works for Beacon Insurance.\n- Bluepine Aviation was founded in 1977.\n- Beacon Insurance is headquartered in Tallinn.\n- Mateo reports to Hana.\n- Beacon Insurance was founded in 1989.\n- Stefan works for Ironwood Manufacturing.\n- Helios Logistics is headquartered in Tallinn.\n- Stefan reports to Yuki.\n- Mara works for Ironwood Manufacturing.\n- Felix works for Helios Logistics.\n- Yuki reports to Mara.\n- Wren works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39150", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "payroll_issue", "3": "resignation", "4": "request_leave"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39151", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY TRV-2 (VERSION 4, EFFECTIVE 30 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 September 2024): For employees hired on or after 06 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 30 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-9914: employee Stefan K., hired 29 December 2021, separated 30 March 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-9914?", "criteria": {"0": "no cap applies", "1": "12 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-9914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39152", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-4 (VERSION 7, EFFECTIVE 18 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-5087: employee Bruno A., hired 18 June 2023, separated 01 August 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-5087?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-5087 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39153", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "payroll_issue", "3": "org_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39154", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY TRV-9 (VERSION 4, EFFECTIVE 24 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 April 2025): For employees hired on or after 10 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 24 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-6983: employee Viktor A., hired 19 September 2023, separated 20 March 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-6983?", "criteria": {"0": "19 weeks", "1": "16 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-6983 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39155", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Basel.\n- Dmitri works for Atlas Freight.\n- Omar works for Northwind Systems.\n- Nadia works for Helios Logistics.\n- Jonas works for Northwind Systems.\n- Sofia works for Ironwood Manufacturing.\n- Nadia reports to Dmitri.\n- Deshawn reports to Felix.\n- Felix reports to Sofia.\n- Atlas Freight was founded in 1986.\n- Aisha reports to Jonas.\n- Leila works for Atlas Freight.\n- Elena works for Helios Logistics.\n- Omar reports to Deshawn.\n- Jonas reports to Pablo.\n- Helios Logistics is headquartered in Dunedin.\n- Felix works for Northwind Systems.\n- Elena reports to Leila.\n- Dmitri reports to Elena.\n- Ironwood Manufacturing was founded in 1997.\n- Aisha works for Northwind Systems.\n- Pablo works for Atlas Freight.\n- Pablo reports to Nadia.\n- Deshawn works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1976.\n- Ravi reports to Aisha.\n- Northwind Systems is headquartered in Austin.\n- Ravi works for Atlas Freight.\n- Sofia reports to Ravi.\n- Northwind Systems was founded in 1988.\n- Ironwood Manufacturing is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39156", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Bruno.\n- Leila reports to Yuki.\n- Vantage Air was founded in 1986.\n- Atlas Freight was founded in 2006.\n- Emeka reports to Leila.\n- Bruno reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Priya reports to Pablo.\n- Sanne reports to Priya.\n- Pablo works for Vantage Air.\n- Vantage Air is headquartered in Oslo.\n- Priya works for Atlas Freight.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Leila works for Ironwood Manufacturing.\n- Chiara works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2015.\n- Yuki works for Ironwood Manufacturing.\n- Emeka works for Ironwood Manufacturing.\n- Bruno works for Ironwood Manufacturing.\n- Atlas Freight is headquartered in Oslo.\n- Fernhill Foods was founded in 1993.\n- Fernhill Foods is headquartered in Valencia.\n- Yuki reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Fernhill Foods", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39157", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "freeze_card", "1": "check_balance", "2": "report_fraud", "3": "wire_transfer"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39158", "family": "intent_hardneg", "state": "Incoming support message:\n\"ship order 15071 to my new address instead\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "asks where an existing order is", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39159", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY RET-7 (VERSION 2, EFFECTIVE 21 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 23 April 2025): For employees hired on or after 23 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 21 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2026-6315: employee Wren K., hired 05 October 2022, separated 27 November 2026 (mutual separation), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-7-2026-6315 under the controlling rules.", "criteria": {"0": "$44,200", "1": "$8,200", "2": "$10,200", "3": "$10,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2026-6315 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39160", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Ironwood Manufacturing.\n- Jonas works for Atlas Freight.\n- Sanne reports to Anders.\n- Zoya reports to Ravi.\n- Tobias reports to Viktor.\n- Zoya works for Ironwood Manufacturing.\n- Hana reports to Priya.\n- Vantage Air is headquartered in Adelaide.\n- Sanne works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 1996.\n- Mateo works for Ironwood Manufacturing.\n- Priya reports to Tobias.\n- Viktor reports to Zoya.\n- Atlas Freight was founded in 1981.\n- Dmitri reports to Jonas.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Felix works for Atlas Freight.\n- Atlas Freight is headquartered in Tallinn.\n- Viktor works for Fernhill Foods.\n- Ravi works for Fernhill Foods.\n- Mateo reports to Sanne.\n- Vantage Air was founded in 2000.\n- Fernhill Foods is headquartered in Tallinn.\n- Tobias works for Fernhill Foods.\n- Ravi reports to Felix.\n- Anders reports to Hana.\n- Priya works for Vantage Air.\n- Ironwood Manufacturing was founded in 2014.\n- Hana works for Vantage Air.\n- Jonas reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Dmitri's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Fernhill Foods", "2": "Atlas Freight", "3": "Vantage Air"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39161", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEPARATION BENEFIT POLICY EXP-6 (VERSION 5, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 02 December 2023): For employees hired on or after 02 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-7242: employee Priya T., hired 17 February 2021, separated 18 June 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-7242?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-7242 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39162", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-8 (VERSION 2, EFFECTIVE 23 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 17 September 2024): For employees hired on or after 17 September 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 23 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1316: employee Viktor B., hired 28 January 2021, separated 17 February 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1316?", "criteria": {"0": "19 weeks", "1": "12 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1316 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39164", "family": "intent_v3", "state": "Incoming health message:\n\"Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx", "4": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39165", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reports an unauthorized charge", "1": "asks to split a balance into installments", "2": "wants payment details changed", "3": "wants to end recurring billing"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39166", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39167", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "install_software", "1": "report_outage", "2": "reset_password", "3": "deprovision", "4": "provision_access"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39168", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "send_message", "1": "control_lights", "2": "weather", "3": "set_alarm", "4": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39169", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 10 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 27 November 2024): For employees hired on or after 27 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6222: employee Kenji T., hired 08 September 2024, separated 22 October 2025 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-3-2025-6222 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$2,750", "2": "$4,500", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6222 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39170", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Cedar Retail Group.\n- Pinnacle Software was founded in 1997.\n- Chiara reports to Viktor.\n- Summit Energy was founded in 1996.\n- Deshawn works for Cedar Retail Group.\n- Viktor reports to Deshawn.\n- Deshawn reports to Felix.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Summit Energy is headquartered in Dunedin.\n- Kenji reports to Bruno.\n- Amara reports to Yuki.\n- Leila reports to Chiara.\n- Kenji works for Ironwood Manufacturing.\n- Felix reports to Kenji.\n- Bruno reports to Amara.\n- Ironwood Manufacturing was founded in 1996.\n- Cedar Retail Group is headquartered in Malmo.\n- Cedar Retail Group was founded in 2009.\n- Chiara works for Pinnacle Software.\n- Yuki reports to Mei.\n- Pablo reports to Zoya.\n- Viktor works for Pinnacle Software.\n- Zoya reports to Leila.\n- Pinnacle Software is headquartered in Bergen.\n- Bruno works for Cedar Retail Group.\n- Amara works for Ironwood Manufacturing.\n- Pablo works for Pinnacle Software.\n- Mei works for Summit Energy.\n- Leila works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Ironwood Manufacturing", "3": "Cedar Retail Group"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39172", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1999.\n- Pinnacle Software was founded in 1997.\n- Meridian Bank was founded in 1983.\n- Bruno reports to Omar.\n- Omar reports to Hana.\n- Sanne reports to Tessa.\n- Tessa works for Meridian Bank.\n- Fernhill Foods was founded in 2004.\n- Meridian Bank is headquartered in Bergen.\n- Ingrid reports to Sanne.\n- Tessa reports to Yuki.\n- Yuki works for Pinnacle Software.\n- Bruno works for Fernhill Foods.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Valencia.\n- Sanne works for Fernhill Foods.\n- Pinnacle Software is headquartered in Leeds.\n- Hana works for Meridian Bank.\n- Omar works for Fernhill Foods.\n- Felix reports to Ingrid.\n- Yuki reports to Bruno.\n- Fernhill Foods is headquartered in Leeds.\n- Ingrid works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1995", "2": "2000", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39173", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Cobalt Health.\n- Priya reports to Leila.\n- Ingrid reports to Anders.\n- Callum reports to Pablo.\n- Anders works for Cobalt Health.\n- Anders reports to Aisha.\n- Ingrid works for Lattice Analytics.\n- Mei reports to Mara.\n- Chiara reports to Mei.\n- Cobalt Health is headquartered in Nagoya.\n- Jonas reports to Callum.\n- Leila reports to Chiara.\n- Cobalt Health was founded in 2010.\n- Mara reports to Jonas.\n- Priya works for Lattice Analytics.\n- Lattice Analytics was founded in 2011.\n- Mei works for Crescent Telecom.\n- Aisha works for Crescent Telecom.\n- Mara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Nagoya.\n- Callum works for Crescent Telecom.\n- Mateo works for Helios Logistics.\n- Jonas works for Cobalt Health.\n- Leila works for Crescent Telecom.\n- Pablo works for Cobalt Health.\n- Lattice Analytics is headquartered in Nagoya.\n- Pablo reports to Mateo.\n- Crescent Telecom was founded in 1987.\n- Mateo reports to Ingrid.\n- Helios Logistics is headquartered in Adelaide.\n- Helios Logistics was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Tallinn", "2": "Nagoya", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39174", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan reports to Kenji.\n- Sofia reports to Viktor.\n- Summit Energy was founded in 2009.\n- Wren reports to Omar.\n- Bruno reports to Wren.\n- Wren works for Fernhill Foods.\n- Meridian Bank was founded in 1998.\n- Emeka reports to Stefan.\n- Summit Energy is headquartered in Malmo.\n- Pinnacle Software is headquartered in Basel.\n- Omar works for Pinnacle Software.\n- Viktor works for Fernhill Foods.\n- Meridian Bank is headquartered in Basel.\n- Fernhill Foods is headquartered in Malmo.\n- Pinnacle Software was founded in 1991.\n- Fernhill Foods was founded in 2014.\n- Bruno works for Pinnacle Software.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Bruno.\n- Viktor reports to Emeka.\n- Stefan works for Pinnacle Software.\n- Emeka works for Pinnacle Software.\n- Sofia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1994", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39175", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'test results' handler", "3": "Route to the 'referral' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39176", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Beacon Insurance.\n- Mateo works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Ghent.\n- Wren reports to Deshawn.\n- Mara works for Beacon Insurance.\n- Kenji works for Ironwood Manufacturing.\n- Nadia reports to Wren.\n- Chiara reports to Kenji.\n- Yuki reports to Priya.\n- Summit Energy is headquartered in Valencia.\n- Jonas reports to Anders.\n- Lucia works for Ironwood Manufacturing.\n- Deshawn works for Lattice Analytics.\n- Beacon Insurance was founded in 2006.\n- Priya reports to Mara.\n- Jonas works for Ironwood Manufacturing.\n- Chiara works for Summit Energy.\n- Beacon Insurance is headquartered in Tampere.\n- Yuki works for Ironwood Manufacturing.\n- Kenji reports to Nadia.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy was founded in 1998.\n- Mateo reports to Lucia.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Mara reports to Jonas.\n- Lucia reports to Chiara.\n- Ironwood Manufacturing was founded in 2002.\n- Wren works for Beacon Insurance.\n- Anders works for Summit Energy.\n- Lattice Analytics was founded in 1979.\n- Deshawn reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "1997", "3": "2000"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39177", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Text anna i'll be late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "send_message", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39178", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Wren.\n- Sofia reports to Viktor.\n- Tobias reports to Chiara.\n- Chiara works for Vantage Air.\n- Nadia works for Vantage Air.\n- Summit Energy was founded in 1994.\n- Chiara reports to Nadia.\n- Bluepine Aviation is headquartered in Bergen.\n- Leila reports to Tobias.\n- Wren works for Northwind Systems.\n- Tobias works for Bluepine Aviation.\n- Sofia works for Vantage Air.\n- Leila works for Vantage Air.\n- Vantage Air was founded in 1993.\n- Bluepine Aviation was founded in 2005.\n- Vantage Air is headquartered in Bergen.\n- Viktor works for Northwind Systems.\n- Northwind Systems is headquartered in Oslo.\n- Summit Energy is headquartered in Bergen.\n- Mei works for Summit Energy.\n- Viktor reports to Leila.\n- Nadia reports to Mei.\n- Northwind Systems was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1988", "2": "1991", "3": "1996"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39179", "family": "intent_hardneg", "state": "Incoming hr message:\n\"which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "requests time off", "2": "reports a pay problem", "3": "changes benefits enrollment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39180", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-9 (VERSION 6, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 30 June 2023): For employees hired on or after 30 June 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-6331: employee Mara R., hired 19 March 2021, separated 09 January 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-6331?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-6331 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39181", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Vantage Air.\n- Jonas reports to Lucia.\n- Vantage Air is headquartered in Valencia.\n- Stefan reports to Amara.\n- Northwind Systems was founded in 2008.\n- Felix reports to Wren.\n- Vantage Air was founded in 2003.\n- Sanne reports to Tessa.\n- Priya reports to Sanne.\n- Crescent Telecom was founded in 2002.\n- Mei works for Pinnacle Software.\n- Hana works for Crescent Telecom.\n- Wren works for Vantage Air.\n- Stefan works for Northwind Systems.\n- Dmitri works for Vantage Air.\n- Lucia works for Vantage Air.\n- Sanne works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Wren reports to Mei.\n- Amara reports to Felix.\n- Jonas works for Vantage Air.\n- Hana reports to Priya.\n- Dmitri reports to Hana.\n- Priya works for Crescent Telecom.\n- Felix works for Vantage Air.\n- Lucia reports to Stefan.\n- Pinnacle Software was founded in 2003.\n- Amara works for Vantage Air.\n- Northwind Systems is headquartered in Porto.\n- Pinnacle Software is headquartered in Malmo.\n- Tessa reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Vantage Air", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39182", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 30 January 2023): For employees hired on or after 30 January 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-1344: employee Elena T., hired 30 December 2022, separated 18 September 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-1344?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-1344 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39183", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 24 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 04 April 2025): For employees hired on or after 04 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 24 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9349: employee Mateo S., hired 21 February 2024, separated 01 July 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9349?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9349 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39184", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "resets credentials", "3": "grants system access"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39185", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Pablo reports to Callum.\n- Nadia reports to Mateo.\n- Lucia works for Meridian Bank.\n- Summit Energy is headquartered in Lyon.\n- Leila works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Jonas reports to Nadia.\n- Deshawn works for Cedar Retail Group.\n- Mateo works for Cedar Retail Group.\n- Meridian Bank was founded in 2001.\n- Lucia reports to Leila.\n- Nadia works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Halifax.\n- Deshawn reports to Lucia.\n- Mateo reports to Deshawn.\n- Summit Energy was founded in 1999.\n- Callum reports to Jonas.\n- Jonas works for Summit Energy.\n- Cedar Retail Group was founded in 2012.\n- Ironwood Manufacturing was founded in 1976.\n- Meridian Bank is headquartered in Halifax.\n- Callum works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2015", "2": "2010", "3": "2012"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39186", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about weather", "1": "asks to play audio", "2": "controls lighting", "3": "asks to text someone"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39187", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Jonas.\n- Chiara works for Northwind Systems.\n- Amara works for Helios Logistics.\n- Lucia reports to Tobias.\n- Tessa reports to Kenji.\n- Kenji reports to Lucia.\n- Summit Energy is headquartered in Nagoya.\n- Jonas reports to Aisha.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Aisha reports to Tessa.\n- Amara reports to Chiara.\n- Lucia works for Helios Logistics.\n- Helios Logistics is headquartered in Adelaide.\n- Tobias works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1985.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1985.\n- Aisha works for Ironwood Manufacturing.\n- Kenji works for Northwind Systems.\n- Helios Logistics was founded in 2004.\n- Northwind Systems is headquartered in Adelaide.\n- Jonas works for Helios Logistics.\n- Summit Energy was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1983", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39188", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'check logs' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39189", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Nadia.\n- Tobias reports to Ingrid.\n- Tobias works for Bluepine Aviation.\n- Kenji reports to Viktor.\n- Pinnacle Software was founded in 1989.\n- Ingrid works for Lattice Analytics.\n- Viktor reports to Anders.\n- Ingrid reports to Sanne.\n- Elena reports to Kenji.\n- Beacon Insurance is headquartered in Turku.\n- Elena works for Pinnacle Software.\n- Viktor works for Pinnacle Software.\n- Lattice Analytics is headquartered in Turku.\n- Ravi works for Pinnacle Software.\n- Beacon Insurance was founded in 1985.\n- Pinnacle Software is headquartered in Brno.\n- Bluepine Aviation was founded in 2000.\n- Felix reports to Tobias.\n- Sanne works for Pinnacle Software.\n- Felix works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Halifax.\n- Kenji works for Bluepine Aviation.\n- Nadia reports to Felix.\n- Lattice Analytics was founded in 2006.\n- Anders reports to Ravi.\n- Anders works for Bluepine Aviation.\n- Nadia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Brno", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39190", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Atlas Freight.\n- Pablo works for Cedar Retail Group.\n- Ingrid works for Beacon Insurance.\n- Cedar Retail Group was founded in 1984.\n- Callum works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 2002.\n- Yuki reports to Ingrid.\n- Ingrid reports to Elena.\n- Sanne reports to Callum.\n- Callum reports to Yuki.\n- Elena reports to Priya.\n- Atlas Freight was founded in 1995.\n- Lattice Analytics was founded in 1996.\n- Atlas Freight is headquartered in Porto.\n- Sanne works for Cedar Retail Group.\n- Bruno works for Lattice Analytics.\n- Bruno reports to Pablo.\n- Priya reports to Bruno.\n- Yuki works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "1991", "2": "1994", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39191", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY REL-8 (VERSION 3, EFFECTIVE 10 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 21 April 2024): For employees hired on or after 21 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 10 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-3608: employee Anders R., hired 29 October 2022, separated 09 April 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-3608?", "criteria": {"0": "32 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-3608 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39192", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Tobias.\n- Northwind Systems was founded in 2015.\n- Emeka works for Northwind Systems.\n- Zoya works for Northwind Systems.\n- Meridian Bank was founded in 1976.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 1981.\n- Fernhill Foods was founded in 1979.\n- Zoya reports to Sanne.\n- Tobias reports to Mara.\n- Omar reports to Emeka.\n- Lucia reports to Aisha.\n- Lucia works for Meridian Bank.\n- Mei reports to Deshawn.\n- Northwind Systems is headquartered in Basel.\n- Fernhill Foods is headquartered in Valencia.\n- Sanne reports to Lucia.\n- Sanne works for Fernhill Foods.\n- Mei works for Northwind Systems.\n- Mara works for Meridian Bank.\n- Omar works for Meridian Bank.\n- Mara reports to Zoya.\n- Deshawn works for Northwind Systems.\n- Aisha reports to Mei.\n- Vantage Air is headquartered in Brno.\n- Meridian Bank is headquartered in Oslo.\n- Tobias works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1974", "2": "1979", "3": "1971"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39193", "family": "intent_hardneg", "state": "Incoming billing message:\n\"update the card on file, it expires soon\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "update_card", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39194", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests medication refill", "1": "asks for lab results", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39195", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom is headquartered in Austin.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Omar works for Ironwood Manufacturing.\n- Ravi reports to Priya.\n- Crescent Telecom was founded in 2015.\n- Ingrid works for Atlas Freight.\n- Jonas works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Valencia.\n- Jonas reports to Viktor.\n- Priya reports to Kenji.\n- Viktor works for Crescent Telecom.\n- Kenji reports to Jonas.\n- Viktor reports to Hana.\n- Omar reports to Ingrid.\n- Chiara works for Crescent Telecom.\n- Ravi works for Atlas Freight.\n- Chiara reports to Ravi.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2002.\n- Ingrid reports to Deshawn.\n- Priya works for Ironwood Manufacturing.\n- Kenji works for Crescent Telecom.\n- Hana reports to Omar.\n- Atlas Freight is headquartered in Austin.\n- Hana works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 1992.\n- Atlas Freight was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "2002", "2": "2000", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39197", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "test_results", "1": "book_appointment", "2": "coverage_question", "3": "referral", "4": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39198", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-4 (VERSION 4, EFFECTIVE 18 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 18 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3729: employee Tobias M., hired 31 March 2021, separated 02 April 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3729?", "criteria": {"0": "13 weeks", "1": "12 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3729 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39199", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Leeds.\n- Helios Logistics is headquartered in Leeds.\n- Kenji reports to Zoya.\n- Callum works for Northwind Systems.\n- Zoya reports to Callum.\n- Kenji works for Pinnacle Software.\n- Leila works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Mara reports to Kenji.\n- Deshawn works for Cobalt Health.\n- Helios Logistics was founded in 1986.\n- Mara works for Cobalt Health.\n- Bruno reports to Leila.\n- Zoya works for Cobalt Health.\n- Bruno works for Pinnacle Software.\n- Pinnacle Software was founded in 1988.\n- Sanne reports to Mara.\n- Northwind Systems is headquartered in Adelaide.\n- Cobalt Health was founded in 1984.\n- Callum reports to Bruno.\n- Deshawn reports to Sanne.\n- Cobalt Health is headquartered in Porto.\n- Northwind Systems was founded in 1983.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Adelaide", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39200", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "send_message", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39201", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'set alarm' handler", "1": "Route to the 'play music' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39202", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Lattice Analytics.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Oslo.\n- Lattice Analytics was founded in 1997.\n- Wren works for Lattice Analytics.\n- Sanne reports to Wren.\n- Amara reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Oslo.\n- Cedar Retail Group was founded in 1988.\n- Wren reports to Nadia.\n- Anders works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Cork.\n- Sanne works for Cedar Retail Group.\n- Bluepine Aviation is headquartered in Basel.\n- Leila reports to Mara.\n- Anders reports to Amara.\n- Fernhill Foods was founded in 1983.\n- Sofia works for Cedar Retail Group.\n- Viktor works for Lattice Analytics.\n- Nadia works for Bluepine Aviation.\n- Aisha reports to Leila.\n- Mara reports to Sanne.\n- Sofia reports to Anders.\n- Nadia reports to Viktor.\n- Bluepine Aviation was founded in 2003.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39203", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "controls lighting", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39204", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39205", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-8 (VERSION 7, EFFECTIVE 20 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 20 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-1924: employee Mara S., hired 03 July 2020, separated 19 October 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-1924?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-1924 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39206", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 18 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 November 2023): For employees hired on or after 12 November 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 18 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2433: employee Viktor B., hired 20 May 2022, separated 24 June 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2433?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2433 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39207", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "change_seat", "4": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39208", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-6 (VERSION 7, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 27 January 2025): For employees hired on or after 27 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-3845: employee Mara R., hired 04 October 2023, separated 10 October 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-3845?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-3845 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39209", "family": "intent_hardneg", "state": "Incoming hr message:\n\"salary was short this month\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "asks about reporting structure", "2": "initiates departure", "3": "reports a pay problem"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39210", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY SEP-6 (VERSION 3, EFFECTIVE 08 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 25 September 2023): For employees hired on or after 25 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 08 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6406: employee Priya K., hired 18 February 2020, separated 07 June 2024 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6406?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6406 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39211", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: End the auto-renewal on my plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Subscription — wants to end recurring billing", "1": "Update Card — wants payment details changed", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39212", "family": "intent_v3", "state": "Incoming billing message:\n\"There's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Update Card — wants payment details changed", "1": "Cancel Subscription — wants to end recurring billing", "2": "Invoice Copy — requests a receipt or invoice", "3": "Dispute Charge — reports an unauthorized charge", "4": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39213", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-4 (VERSION 5, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 30 December 2022): For employees hired on or after 30 December 2022, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-2484: employee Omar S., hired 16 January 2021, separated 03 March 2024 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-2484?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-2484 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39214", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "set_timer", "2": "control_lights", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39215", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Beacon Insurance.\n- Mateo reports to Jonas.\n- Kenji reports to Mara.\n- Yuki works for Ironwood Manufacturing.\n- Mei reports to Felix.\n- Ironwood Manufacturing was founded in 1987.\n- Viktor reports to Aisha.\n- Mei works for Pinnacle Software.\n- Beacon Insurance is headquartered in Bergen.\n- Cobalt Health is headquartered in Malmo.\n- Cobalt Health was founded in 1984.\n- Yuki reports to Mateo.\n- Felix works for Pinnacle Software.\n- Mara reports to Mei.\n- Pinnacle Software is headquartered in Malmo.\n- Pinnacle Software was founded in 1989.\n- Aisha works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Jonas works for Cobalt Health.\n- Aisha reports to Kenji.\n- Jonas reports to Viktor.\n- Tobias reports to Yuki.\n- Kenji works for Cobalt Health.\n- Viktor works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Mateo works for Beacon Insurance.\n- Beacon Insurance was founded in 1982.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Viktor's employer founded? Use only the registry.", "criteria": {"0": "1987", "1": "1992", "2": "1989", "3": "1984"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39216", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-4 (VERSION 5, EFFECTIVE 18 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 06 October 2023): For employees hired on or after 06 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 18 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-8264: employee Zoya R., hired 23 February 2021, separated 20 November 2023 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-4-2026-8264 under the controlling rules.", "criteria": {"0": "$7,175", "1": "$31,092", "2": "$6,175", "3": "$7,088"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-8264 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39217", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-6 (VERSION 7, EFFECTIVE 01 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 01 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2025-8486: employee Dmitri M., hired 03 February 2022, separated 25 May 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2025-8486?", "criteria": {"0": "16 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2025-8486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39218", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 78808 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks where an existing order is", "1": "reports an item arrived broken", "2": "wants to cancel a placed order", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39219", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "requests software installation", "1": "removes access for a leaver", "2": "grants system access", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39220", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "control_lights", "2": "send_message", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39221", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_alarm", "1": "weather", "2": "control_lights", "3": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39222", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Viktor.\n- Zoya works for Summit Energy.\n- Mei reports to Priya.\n- Wren works for Ironwood Manufacturing.\n- Wren reports to Nadia.\n- Mei works for Atlas Freight.\n- Viktor works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Zoya reports to Wren.\n- Priya works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1987.\n- Amara reports to Zoya.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 1987.\n- Priya reports to Ravi.\n- Ravi works for Summit Energy.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 1990.\n- Pinnacle Software is headquartered in Porto.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Viktor reports to Amara.\n- Pinnacle Software was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1987", "2": "1990", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39223", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY EXP-4 (VERSION 3, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 05 October 2023): For employees hired on or after 05 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2026-9991: employee Yuki B., hired 20 June 2020, separated 27 November 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2026-9991?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2026-9991 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39224", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY SEP-2 (VERSION 5, EFFECTIVE 16 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 01 November 2025): For employees hired on or after 01 November 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 16 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-5750: employee Callum M., hired 07 July 2023, separated 13 June 2026 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-2-2026-5750 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$6,692", "2": "$10,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-5750 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39225", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Atlas Freight.\n- Ingrid reports to Leila.\n- Dmitri reports to Ingrid.\n- Leila reports to Elena.\n- Leila works for Vantage Air.\n- Wren works for Northwind Systems.\n- Atlas Freight was founded in 2002.\n- Northwind Systems is headquartered in Oslo.\n- Dmitri works for Northwind Systems.\n- Wren reports to Sanne.\n- Bruno works for Vantage Air.\n- Amara reports to Tessa.\n- Felix reports to Dmitri.\n- Sanne works for Atlas Freight.\n- Vantage Air is headquartered in Austin.\n- Tessa works for Summit Energy.\n- Vantage Air was founded in 2000.\n- Elena reports to Emeka.\n- Summit Energy was founded in 1976.\n- Emeka works for Vantage Air.\n- Elena works for Summit Energy.\n- Felix works for Atlas Freight.\n- Ingrid works for Northwind Systems.\n- Sanne reports to Amara.\n- Northwind Systems was founded in 1997.\n- Deshawn reports to Bruno.\n- Tessa reports to Deshawn.\n- Atlas Freight is headquartered in Valencia.\n- Emeka reports to Wren.\n- Amara works for Atlas Freight.\n- Summit Energy is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Valencia", "1": "Oslo", "2": "Austin", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39226", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "arranges a pickup", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "changes a shipment destination", "4": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39227", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY EXP-8 (VERSION 3, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 24 July 2024): For employees hired on or after 24 July 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-5892: employee Anders S., hired 15 March 2024, separated 23 May 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-5892?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-5892 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39228", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 2, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 04 March 2024): For employees hired on or after 04 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-7204: employee Lucia R., hired 13 November 2022, separated 16 May 2024 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2025-7204 under the controlling rules.", "criteria": {"0": "$3,938", "1": "$16,683", "2": "$4,850", "3": "$3,850"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-7204 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39229", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'check logs' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39230", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Jonas.\n- Aisha works for Lattice Analytics.\n- Bruno reports to Amara.\n- Mei reports to Nadia.\n- Nadia reports to Bruno.\n- Mei works for Northwind Systems.\n- Jonas reports to Zoya.\n- Felix works for Northwind Systems.\n- Helios Logistics was founded in 1979.\n- Northwind Systems is headquartered in Malmo.\n- Sanne works for Summit Energy.\n- Northwind Systems was founded in 1978.\n- Summit Energy was founded in 1998.\n- Lattice Analytics is headquartered in Basel.\n- Elena reports to Leila.\n- Felix reports to Mei.\n- Zoya works for Lattice Analytics.\n- Amara reports to Sanne.\n- Zoya reports to Aisha.\n- Priya works for Summit Energy.\n- Lattice Analytics was founded in 1992.\n- Summit Energy is headquartered in Basel.\n- Priya reports to Felix.\n- Bruno works for Helios Logistics.\n- Leila works for Summit Energy.\n- Leila reports to Priya.\n- Jonas works for Northwind Systems.\n- Nadia works for Helios Logistics.\n- Amara works for Summit Energy.\n- Helios Logistics is headquartered in Valencia.\n- Elena works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1998", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39232", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39233", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Elena.\n- Northwind Systems was founded in 2014.\n- Tobias reports to Viktor.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Aisha reports to Lucia.\n- Cobalt Health was founded in 1979.\n- Tobias works for Cobalt Health.\n- Chiara reports to Wren.\n- Chiara works for Ironwood Manufacturing.\n- Viktor works for Northwind Systems.\n- Anders reports to Tobias.\n- Elena reports to Aisha.\n- Viktor reports to Pablo.\n- Sofia reports to Chiara.\n- Lattice Analytics is headquartered in Oslo.\n- Lucia reports to Anders.\n- Cobalt Health is headquartered in Oslo.\n- Wren works for Cobalt Health.\n- Ironwood Manufacturing was founded in 1993.\n- Northwind Systems is headquartered in Tampere.\n- Sofia works for Ironwood Manufacturing.\n- Aisha works for Cobalt Health.\n- Lucia works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2003.\n- Anders works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Northwind Systems", "2": "Ironwood Manufacturing", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39234", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'weather' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set alarm' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39235", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY SEP-5 (VERSION 4, EFFECTIVE 14 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 14 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2025-4613: employee Sanne K., hired 20 November 2022, separated 29 September 2024 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2025-4613?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2025-4613 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39236", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "files a loss/damage claim", "2": "changes a shipment destination", "3": "asks for a shipping quote"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39237", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Email me the billing statement\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'cancel subscription' handler", "1": "Route to the 'update card' handler", "2": "Route to the 'payment plan' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39238", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "request_leave", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39239", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Meridian Bank.\n- Summit Energy was founded in 1982.\n- Yuki works for Cedar Retail Group.\n- Northwind Systems was founded in 1989.\n- Northwind Systems is headquartered in Lyon.\n- Cedar Retail Group was founded in 1987.\n- Wren works for Northwind Systems.\n- Sanne reports to Hana.\n- Callum reports to Zoya.\n- Felix reports to Yuki.\n- Summit Energy is headquartered in Cork.\n- Zoya works for Northwind Systems.\n- Amara works for Northwind Systems.\n- Meridian Bank was founded in 2009.\n- Cedar Retail Group is headquartered in Cork.\n- Sanne works for Meridian Bank.\n- Meridian Bank is headquartered in Leeds.\n- Callum works for Northwind Systems.\n- Yuki reports to Amara.\n- Wren reports to Felix.\n- Amara reports to Callum.\n- Zoya reports to Sanne.\n- Felix works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Cork", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39240", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY RET-9 (VERSION 7, EFFECTIVE 17 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 11 February 2024): For employees hired on or after 11 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 17 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-6869: employee Mateo S., hired 18 March 2023, separated 31 July 2025 (role elimination), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-6869?", "criteria": {"0": "26 weeks", "1": "16 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-6869 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39241", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-2 (VERSION 7, EFFECTIVE 14 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 09 October 2024): For employees hired on or after 09 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 14 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-9727: employee Sanne S., hired 05 August 2024, separated 17 November 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-9727?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-9727 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39242", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "asks to play audio"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39243", "family": "intent_hardneg", "state": "Incoming travel message:\n\"can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39244", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "controls lighting", "1": "asks for a countdown timer", "2": "asks to text someone", "3": "asks to play audio"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39245", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Amara.\n- Wren reports to Viktor.\n- Yuki reports to Aisha.\n- Viktor works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 2004.\n- Wren works for Beacon Insurance.\n- Pablo reports to Felix.\n- Elena reports to Dmitri.\n- Deshawn reports to Yuki.\n- Aisha reports to Pablo.\n- Beacon Insurance was founded in 1977.\n- Pablo works for Ironwood Manufacturing.\n- Viktor reports to Elena.\n- Amara reports to Deshawn.\n- Dmitri works for Beacon Insurance.\n- Northwind Systems was founded in 2011.\n- Yuki works for Atlas Freight.\n- Amara works for Atlas Freight.\n- Elena works for Beacon Insurance.\n- Felix works for Atlas Freight.\n- Deshawn works for Beacon Insurance.\n- Atlas Freight was founded in 1975.\n- Beacon Insurance is headquartered in Cork.\n- Aisha works for Northwind Systems.\n- Northwind Systems is headquartered in Cork.\n- Atlas Freight is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1977", "3": "1972"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39246", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Bergen.\n- Chiara reports to Stefan.\n- Aisha works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Mara works for Cedar Retail Group.\n- Tessa works for Atlas Freight.\n- Chiara works for Atlas Freight.\n- Tessa reports to Callum.\n- Stefan reports to Tessa.\n- Nadia reports to Chiara.\n- Stefan works for Cedar Retail Group.\n- Wren reports to Mara.\n- Lattice Analytics was founded in 1991.\n- Cedar Retail Group was founded in 2001.\n- Atlas Freight was founded in 1986.\n- Lattice Analytics is headquartered in Bergen.\n- Wren works for Lattice Analytics.\n- Nadia works for Cedar Retail Group.\n- Callum reports to Wren.\n- Bluepine Aviation is headquartered in Turku.\n- Mara reports to Aisha.\n- Cedar Retail Group is headquartered in Bergen.\n- Bluepine Aviation was founded in 1981.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Basel", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39247", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Cedar Retail Group.\n- Leila reports to Ravi.\n- Kenji works for Vantage Air.\n- Bluepine Aviation is headquartered in Tampere.\n- Tobias works for Cedar Retail Group.\n- Cobalt Health was founded in 1990.\n- Tobias reports to Kenji.\n- Kenji reports to Leila.\n- Leila works for Cedar Retail Group.\n- Omar reports to Viktor.\n- Vantage Air is headquartered in Halifax.\n- Amara works for Cobalt Health.\n- Cobalt Health is headquartered in Tampere.\n- Deshawn reports to Amara.\n- Deshawn works for Vantage Air.\n- Amara reports to Tobias.\n- Ravi reports to Omar.\n- Vantage Air was founded in 2006.\n- Cedar Retail Group was founded in 1977.\n- Bluepine Aviation was founded in 2014.\n- Cedar Retail Group is headquartered in Dunedin.\n- Omar works for Bluepine Aviation.\n- Viktor works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Tampere", "2": "Basel", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39248", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Control Lights — controls lighting", "1": "Send Message — asks to text someone", "2": "Set Alarm — asks to set a wake-up or reminder alarm", "3": "Set Timer — asks for a countdown timer", "4": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39249", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Pinnacle Software.\n- Ingrid works for Cobalt Health.\n- Aisha reports to Leila.\n- Aisha works for Cobalt Health.\n- Ravi works for Cobalt Health.\n- Tobias reports to Aisha.\n- Pinnacle Software was founded in 1992.\n- Elena works for Helios Logistics.\n- Pinnacle Software is headquartered in Tampere.\n- Omar reports to Mara.\n- Stefan works for Helios Logistics.\n- Zoya works for Crescent Telecom.\n- Anders works for Cobalt Health.\n- Crescent Telecom was founded in 1985.\n- Helios Logistics is headquartered in Nagoya.\n- Cobalt Health is headquartered in Leeds.\n- Callum works for Pinnacle Software.\n- Tobias works for Helios Logistics.\n- Omar works for Cobalt Health.\n- Crescent Telecom is headquartered in Leeds.\n- Ingrid reports to Anders.\n- Leila works for Cobalt Health.\n- Cobalt Health was founded in 2008.\n- Zoya reports to Ingrid.\n- Callum reports to Stefan.\n- Helios Logistics was founded in 1984.\n- Mara reports to Tobias.\n- Stefan reports to Zoya.\n- Elena reports to Ravi.\n- Anders reports to Elena.\n- Ravi reports to Omar.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Cobalt Health", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39250", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-5 (VERSION 5, EFFECTIVE 06 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 19 August 2023): For employees hired on or after 19 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 06 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-2826: employee Lucia T., hired 12 December 2020, separated 16 February 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-2826?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-2826 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39251", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-9 (VERSION 3, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-3528: employee Callum M., hired 15 July 2020, separated 20 August 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-3528?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-3528 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39252", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY SEP-3 (VERSION 3, EFFECTIVE 14 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 24 March 2023): For employees hired on or after 24 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 14 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-1602: employee Amara A., hired 30 March 2021, separated 12 July 2023 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-1602?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "12 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-1602 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39253", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren reports to Mateo.\n- Ironwood Manufacturing was founded in 1989.\n- Atlas Freight was founded in 1989.\n- Sanne works for Helios Logistics.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Amara reports to Anders.\n- Mateo works for Atlas Freight.\n- Stefan works for Cobalt Health.\n- Amara works for Atlas Freight.\n- Cobalt Health is headquartered in Tampere.\n- Atlas Freight is headquartered in Adelaide.\n- Wren works for Cobalt Health.\n- Mara reports to Wren.\n- Nadia works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Cobalt Health was founded in 1997.\n- Helios Logistics was founded in 1988.\n- Deshawn works for Cobalt Health.\n- Mateo reports to Stefan.\n- Sanne reports to Deshawn.\n- Helios Logistics is headquartered in Porto.\n- Mara works for Cobalt Health.\n- Nadia reports to Amara.\n- Mei reports to Sanne.\n- Stefan reports to Nadia.\n- Mei works for Helios Logistics.\n- Anders reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1988", "2": "1983", "3": "1991"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39254", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Adelaide.\n- Hana reports to Omar.\n- Hana works for Bluepine Aviation.\n- Sofia works for Beacon Insurance.\n- Deshawn works for Northwind Systems.\n- Northwind Systems was founded in 2004.\n- Omar works for Bluepine Aviation.\n- Sanne reports to Deshawn.\n- Beacon Insurance is headquartered in Oslo.\n- Sanne works for Beacon Insurance.\n- Nadia works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2003.\n- Elena reports to Tobias.\n- Stefan reports to Sofia.\n- Stefan works for Bluepine Aviation.\n- Emeka works for Northwind Systems.\n- Northwind Systems is headquartered in Tallinn.\n- Meridian Bank was founded in 2004.\n- Tobias reports to Nadia.\n- Emeka reports to Elena.\n- Tobias works for Northwind Systems.\n- Deshawn reports to Hana.\n- Sofia reports to Emeka.\n- Nadia reports to Sanne.\n- Beacon Insurance was founded in 2003.\n- Elena works for Meridian Bank.\n- Bluepine Aviation is headquartered in Oslo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Adelaide", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39255", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39256", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Dunedin.\n- Nadia reports to Hana.\n- Vantage Air is headquartered in Dunedin.\n- Hana works for Vantage Air.\n- Mateo works for Cobalt Health.\n- Chiara works for Pinnacle Software.\n- Sofia works for Vantage Air.\n- Atlas Freight is headquartered in Dunedin.\n- Mara reports to Tobias.\n- Nadia works for Vantage Air.\n- Omar works for Cobalt Health.\n- Mara works for Vantage Air.\n- Sofia reports to Omar.\n- Yuki reports to Amara.\n- Cobalt Health was founded in 2008.\n- Pinnacle Software was founded in 1983.\n- Ingrid works for Atlas Freight.\n- Deshawn works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Deshawn reports to Chiara.\n- Atlas Freight was founded in 2001.\n- Amara works for Atlas Freight.\n- Cobalt Health is headquartered in Dunedin.\n- Amara reports to Mara.\n- Vantage Air was founded in 2004.\n- Tobias works for Cobalt Health.\n- Ingrid reports to Mateo.\n- Omar reports to Yuki.\n- Hana reports to Ingrid.\n- Chiara reports to Sofia.\n- Tobias reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2003", "2": "2008", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39258", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "changes seat assignment", "3": "cancels a booking"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39259", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Restart Service — asks to restart a service", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39260", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Wren.\n- Callum works for Helios Logistics.\n- Helios Logistics was founded in 1998.\n- Felix works for Cedar Retail Group.\n- Amara works for Pinnacle Software.\n- Yuki reports to Stefan.\n- Stefan reports to Nadia.\n- Sanne works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Wren reports to Callum.\n- Pinnacle Software is headquartered in Dunedin.\n- Sanne reports to Yuki.\n- Cedar Retail Group is headquartered in Dunedin.\n- Pinnacle Software was founded in 1981.\n- Amara reports to Sanne.\n- Stefan works for Pinnacle Software.\n- Wren works for Helios Logistics.\n- Helios Logistics is headquartered in Dunedin.\n- Beacon Insurance was founded in 1983.\n- Beacon Insurance is headquartered in Austin.\n- Felix reports to Amara.\n- Cedar Retail Group was founded in 2003.\n- Yuki works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Pinnacle Software", "2": "Helios Logistics", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39262", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39263", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Tobias.\n- Northwind Systems was founded in 1995.\n- Mara reports to Leila.\n- Cobalt Health is headquartered in Tallinn.\n- Stefan works for Vantage Air.\n- Felix reports to Mei.\n- Beacon Insurance is headquartered in Malmo.\n- Nadia works for Cobalt Health.\n- Mei reports to Tessa.\n- Tobias works for Vantage Air.\n- Tobias reports to Callum.\n- Hana reports to Nadia.\n- Felix works for Cobalt Health.\n- Stefan reports to Hana.\n- Cobalt Health was founded in 1985.\n- Tessa works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Kenji reports to Stefan.\n- Vantage Air was founded in 2008.\n- Callum reports to Mara.\n- Northwind Systems is headquartered in Tallinn.\n- Leila reports to Kenji.\n- Tessa reports to Bruno.\n- Vantage Air is headquartered in Tampere.\n- Callum works for Cobalt Health.\n- Leila works for Northwind Systems.\n- Hana works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Beacon Insurance was founded in 1995.\n- Mara works for Vantage Air.\n- Mei works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Malmo", "2": "Brno", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39264", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "rotate_keys", "1": "check_logs", "2": "rollback", "3": "restart_service", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39265", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'request leave' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39266", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 15 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 June 2025): For employees hired on or after 25 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 15 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-1948: employee Stefan M., hired 13 October 2023, separated 23 June 2026 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-1948 under the controlling rules.", "criteria": {"0": "$26,650", "1": "$6,150", "2": "$6,650", "3": "$6,075"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-1948 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39267", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_outage", "1": "provision_access", "2": "reset_password", "3": "install_software", "4": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39268", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 06 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 06 September 2023): For employees hired on or after 06 September 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 06 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-1275: employee Ravi B., hired 20 December 2021, separated 26 March 2025 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-1275?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-1275 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39269", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 4, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-2542: employee Stefan R., hired 26 October 2021, separated 22 November 2024 (site closure), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-2542 under the controlling rules.", "criteria": {"0": "$87,750", "1": "$20,250", "2": "$18,250", "3": "$20,120"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-2542 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39270", "family": "intent_v3", "state": "Incoming hr message:\n\"I'm resigning, last day the 30th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Update Benefits — changes benefits enrollment", "1": "Resignation — initiates departure", "2": "Org Question — asks about reporting structure", "3": "Payroll Issue — reports a pay problem", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39271", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "requests specialist referral", "2": "requests medication refill", "3": "asks about insurance coverage"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39272", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEPARATION BENEFIT POLICY TRV-4 (VERSION 6, EFFECTIVE 01 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 04 August 2024): For employees hired on or after 04 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 01 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-9907: employee Dmitri K., hired 23 June 2023, separated 28 February 2025 (role elimination), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2026-9907 under the controlling rules.", "criteria": {"0": "$17,333", "1": "$4,500", "2": "$4,000", "3": "$3,400"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-9907 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39273", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY TRV-8 (VERSION 2, EFFECTIVE 16 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 26 February 2024): For employees hired on or after 26 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 16 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-4527: employee Viktor K., hired 27 April 2021, separated 04 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-4527?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-4527 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39274", "family": "intent_hardneg", "state": "Incoming travel message:\n\"upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "reports lost baggage", "2": "asks flight status", "3": "changes seat assignment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39275", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2002.\n- Mara reports to Elena.\n- Leila works for Atlas Freight.\n- Stefan works for Meridian Bank.\n- Dmitri reports to Leila.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Mara.\n- Lattice Analytics is headquartered in Adelaide.\n- Atlas Freight is headquartered in Adelaide.\n- Meridian Bank was founded in 1988.\n- Hana reports to Ravi.\n- Stefan reports to Dmitri.\n- Dmitri works for Meridian Bank.\n- Lattice Analytics was founded in 2003.\n- Aisha works for Fernhill Foods.\n- Callum reports to Hana.\n- Meridian Bank is headquartered in Brno.\n- Aisha reports to Tobias.\n- Hana works for Meridian Bank.\n- Elena works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Fernhill Foods is headquartered in Valencia.\n- Ravi reports to Aisha.\n- Leila reports to Callum.\n- Atlas Freight was founded in 1982.\n- Callum works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2005", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39276", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Beacon Insurance.\n- Stefan works for Atlas Freight.\n- Emeka works for Bluepine Aviation.\n- Aisha reports to Stefan.\n- Elena reports to Priya.\n- Sanne works for Meridian Bank.\n- Priya reports to Hana.\n- Beacon Insurance is headquartered in Lyon.\n- Felix reports to Omar.\n- Hana works for Atlas Freight.\n- Stefan reports to Emeka.\n- Sanne reports to Viktor.\n- Mateo works for Atlas Freight.\n- Omar reports to Aisha.\n- Bluepine Aviation was founded in 1999.\n- Beacon Insurance was founded in 2007.\n- Mateo reports to Elena.\n- Hana reports to Sanne.\n- Meridian Bank is headquartered in Austin.\n- Bluepine Aviation is headquartered in Lyon.\n- Priya works for Bluepine Aviation.\n- Felix works for Atlas Freight.\n- Viktor reports to Zoya.\n- Elena works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Aisha works for Atlas Freight.\n- Meridian Bank was founded in 1996.\n- Atlas Freight was founded in 1985.\n- Atlas Freight is headquartered in Leeds.\n- Viktor works for Meridian Bank.\n- Emeka reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1985", "1": "1980", "2": "1988", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39277", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn works for Ironwood Manufacturing.\n- Yuki works for Crescent Telecom.\n- Sanne reports to Dmitri.\n- Amara reports to Yuki.\n- Helios Logistics was founded in 2006.\n- Dmitri works for Pinnacle Software.\n- Mei works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Crescent Telecom was founded in 2015.\n- Deshawn reports to Amara.\n- Pinnacle Software was founded in 1998.\n- Helios Logistics is headquartered in Cork.\n- Sofia reports to Mei.\n- Crescent Telecom is headquartered in Basel.\n- Elena works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 2005.\n- Dmitri reports to Sofia.\n- Anders reports to Sanne.\n- Mei reports to Deshawn.\n- Anders works for Ironwood Manufacturing.\n- Sofia works for Helios Logistics.\n- Pinnacle Software is headquartered in Basel.\n- Stefan reports to Anders.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Stefan works for Crescent Telecom.\n- Elena reports to Stefan.\n- Sanne works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Helios Logistics", "2": "Crescent Telecom", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39278", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-6 (VERSION 3, EFFECTIVE 17 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 26 May 2025): For employees hired on or after 26 May 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 17 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-6129: employee Tessa A., hired 04 October 2022, separated 25 November 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-6129?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-6129 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39279", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 23047 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39280", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "weather", "1": "send_message", "2": "control_lights", "3": "set_alarm", "4": "set_timer"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39281", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to rotate credentials", "1": "asks to add capacity", "2": "asks to inspect logs or metrics", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39282", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Valencia.\n- Beacon Insurance is headquartered in Malmo.\n- Bruno works for Meridian Bank.\n- Wren works for Beacon Insurance.\n- Ravi works for Meridian Bank.\n- Ravi reports to Jonas.\n- Chiara works for Bluepine Aviation.\n- Priya works for Bluepine Aviation.\n- Priya reports to Viktor.\n- Nadia reports to Bruno.\n- Aisha works for Summit Energy.\n- Meridian Bank was founded in 1982.\n- Aisha reports to Chiara.\n- Lucia reports to Ravi.\n- Sanne works for Beacon Insurance.\n- Bluepine Aviation was founded in 2002.\n- Leila reports to Aisha.\n- Meridian Bank is headquartered in Brno.\n- Lucia works for Meridian Bank.\n- Beacon Insurance was founded in 1977.\n- Nadia works for Summit Energy.\n- Sanne reports to Lucia.\n- Summit Energy was founded in 1992.\n- Chiara reports to Wren.\n- Bruno reports to Sanne.\n- Viktor works for Meridian Bank.\n- Wren reports to Nadia.\n- Leila works for Summit Energy.\n- Jonas works for Beacon Insurance.\n- Bluepine Aviation is headquartered in Malmo.\n- Jonas reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1977", "2": "1975", "3": "1972"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39283", "family": "intent_v3", "state": "Incoming it admin message:\n\"URGENT: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "provision_access", "4": "deprovision"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39284", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1994.\n- Bruno reports to Felix.\n- Felix reports to Chiara.\n- Mei reports to Sanne.\n- Tessa reports to Leila.\n- Tessa works for Cobalt Health.\n- Helios Logistics was founded in 1997.\n- Helios Logistics is headquartered in Brno.\n- Bruno works for Beacon Insurance.\n- Sanne works for Helios Logistics.\n- Deshawn reports to Bruno.\n- Felix works for Beacon Insurance.\n- Fernhill Foods was founded in 1993.\n- Deshawn works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Aisha works for Fernhill Foods.\n- Aisha reports to Amara.\n- Chiara reports to Tessa.\n- Cobalt Health was founded in 1983.\n- Sanne reports to Deshawn.\n- Cobalt Health is headquartered in Lyon.\n- Leila reports to Aisha.\n- Chiara works for Fernhill Foods.\n- Fernhill Foods is headquartered in Porto.\n- Beacon Insurance is headquartered in Porto.\n- Leila works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1993", "2": "1988", "3": "1996"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39285", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Lattice Analytics.\n- Jonas reports to Lucia.\n- Yuki works for Fernhill Foods.\n- Priya works for Lattice Analytics.\n- Cedar Retail Group was founded in 1977.\n- Lattice Analytics is headquartered in Dunedin.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1977.\n- Cedar Retail Group is headquartered in Brno.\n- Fernhill Foods was founded in 2008.\n- Yuki reports to Jonas.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Basel.\n- Callum works for Cedar Retail Group.\n- Beacon Insurance was founded in 2012.\n- Priya reports to Tessa.\n- Tessa reports to Callum.\n- Callum reports to Yuki.\n- Beacon Insurance is headquartered in Basel.\n- Zoya works for Lattice Analytics.\n- Zoya reports to Dmitri.\n- Lucia reports to Zoya.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tessa's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Beacon Insurance", "2": "Cedar Retail Group", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39286", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 05 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 18 August 2024): For employees hired on or after 18 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 05 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-3033: employee Bruno S., hired 26 February 2022, separated 19 October 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-3033?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-3033 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39287", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Pablo.\n- Yuki works for Cedar Retail Group.\n- Bluepine Aviation was founded in 1983.\n- Sofia works for Cedar Retail Group.\n- Mateo works for Bluepine Aviation.\n- Tessa reports to Leila.\n- Crescent Telecom was founded in 2013.\n- Yuki reports to Sanne.\n- Sofia reports to Mara.\n- Crescent Telecom is headquartered in Bergen.\n- Tessa works for Bluepine Aviation.\n- Leila works for Vantage Air.\n- Priya reports to Mateo.\n- Pablo reports to Sofia.\n- Priya works for Vantage Air.\n- Bluepine Aviation is headquartered in Porto.\n- Cedar Retail Group is headquartered in Nagoya.\n- Leila reports to Mei.\n- Sanne reports to Tessa.\n- Vantage Air is headquartered in Bergen.\n- Cedar Retail Group was founded in 2003.\n- Pablo works for Cedar Retail Group.\n- Mara works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Vantage Air was founded in 2010.\n- Sanne works for Bluepine Aviation.\n- Mei reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Nagoya", "2": "Bergen", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39288", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Reroute — changes a shipment destination", "4": "File Claim — files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39289", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"dim the living room to 40%\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "asks to play audio", "2": "asks about weather", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39290", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Priya.\n- Helios Logistics was founded in 2012.\n- Zoya works for Helios Logistics.\n- Felix reports to Ingrid.\n- Ingrid reports to Callum.\n- Priya reports to Lucia.\n- Ingrid works for Meridian Bank.\n- Helios Logistics is headquartered in Tampere.\n- Callum reports to Bruno.\n- Meridian Bank is headquartered in Austin.\n- Lattice Analytics was founded in 1991.\n- Callum works for Helios Logistics.\n- Felix works for Helios Logistics.\n- Meridian Bank was founded in 1990.\n- Kenji reports to Pablo.\n- Priya works for Meridian Bank.\n- Bruno works for Helios Logistics.\n- Beacon Insurance was founded in 1978.\n- Dmitri works for Beacon Insurance.\n- Lucia reports to Jonas.\n- Lattice Analytics is headquartered in Oslo.\n- Bruno reports to Dmitri.\n- Mei reports to Felix.\n- Kenji works for Helios Logistics.\n- Beacon Insurance is headquartered in Tampere.\n- Jonas reports to Mei.\n- Jonas works for Meridian Bank.\n- Mei works for Lattice Analytics.\n- Lucia works for Beacon Insurance.\n- Dmitri reports to Kenji.\n- Pablo works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Meridian Bank", "2": "Lattice Analytics", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39291", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 77236\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "track_order", "2": "change_address", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39292", "family": "intent_hardneg", "state": "Incoming billing message:\n\"i don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "invoice_copy", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39293", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "initiates departure", "1": "reports a pay problem", "2": "asks about reporting structure", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39294", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "asks for a shipping quote", "3": "arranges a pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39295", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Leeds.\n- Zoya works for Cobalt Health.\n- Mara works for Lattice Analytics.\n- Kenji reports to Ingrid.\n- Lattice Analytics is headquartered in Tampere.\n- Hana reports to Wren.\n- Mateo reports to Hana.\n- Mateo works for Atlas Freight.\n- Lattice Analytics was founded in 1996.\n- Emeka reports to Tessa.\n- Wren reports to Emeka.\n- Vantage Air was founded in 1991.\n- Ingrid works for Lattice Analytics.\n- Cobalt Health was founded in 1979.\n- Callum works for Lattice Analytics.\n- Atlas Freight was founded in 1990.\n- Ingrid reports to Mara.\n- Atlas Freight is headquartered in Cork.\n- Tessa works for Lattice Analytics.\n- Tessa reports to Callum.\n- Kenji works for Lattice Analytics.\n- Hana works for Cobalt Health.\n- Zoya reports to Mateo.\n- Callum reports to Kenji.\n- Vantage Air is headquartered in Tampere.\n- Emeka works for Atlas Freight.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1996", "3": "1999"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39296", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "scale_up", "3": "check_logs"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39297", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Brno.\n- Beacon Insurance is headquartered in Valencia.\n- Fernhill Foods is headquartered in Brno.\n- Anders works for Fernhill Foods.\n- Mara reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Hana works for Atlas Freight.\n- Beacon Insurance was founded in 1976.\n- Yuki works for Atlas Freight.\n- Atlas Freight is headquartered in Oslo.\n- Elena reports to Tobias.\n- Ironwood Manufacturing was founded in 1989.\n- Hana reports to Elena.\n- Tobias works for Fernhill Foods.\n- Mara works for Atlas Freight.\n- Zoya works for Ironwood Manufacturing.\n- Anders reports to Hana.\n- Zoya reports to Omar.\n- Omar reports to Mara.\n- Mateo works for Beacon Insurance.\n- Chiara reports to Callum.\n- Atlas Freight was founded in 1980.\n- Elena works for Beacon Insurance.\n- Sofia reports to Anders.\n- Fernhill Foods was founded in 2015.\n- Chiara works for Fernhill Foods.\n- Mateo reports to Zoya.\n- Omar works for Ironwood Manufacturing.\n- Callum works for Fernhill Foods.\n- Callum reports to Yuki.\n- Tobias reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1992", "2": "1989", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39298", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya reports to Nadia.\n- Nadia reports to Ravi.\n- Stefan reports to Wren.\n- Mara reports to Mateo.\n- Helios Logistics was founded in 1988.\n- Northwind Systems is headquartered in Tallinn.\n- Callum works for Helios Logistics.\n- Vantage Air is headquartered in Cork.\n- Mei works for Northwind Systems.\n- Ravi works for Vantage Air.\n- Zoya works for Helios Logistics.\n- Mei reports to Mara.\n- Meridian Bank was founded in 2002.\n- Hana works for Vantage Air.\n- Nadia works for Meridian Bank.\n- Helios Logistics is headquartered in Cork.\n- Mateo works for Meridian Bank.\n- Hana reports to Mei.\n- Callum reports to Hana.\n- Vantage Air was founded in 1978.\n- Wren works for Helios Logistics.\n- Wren reports to Callum.\n- Northwind Systems was founded in 2008.\n- Meridian Bank is headquartered in Basel.\n- Mara works for Vantage Air.\n- Stefan works for Helios Logistics.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Tallinn", "2": "Basel", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39299", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY EXP-5 (VERSION 5, EFFECTIVE 26 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 December 2024): For employees hired on or after 12 December 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 26 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-5667: employee Hana K., hired 26 November 2023, separated 20 September 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case EXP-5-2026-5667 under the controlling rules.", "criteria": {"0": "$4,154", "1": "$40,000", "2": "$7,231", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-5667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39300", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 2003.\n- Vantage Air was founded in 1986.\n- Cedar Retail Group was founded in 1978.\n- Bruno works for Bluepine Aviation.\n- Emeka reports to Zoya.\n- Vantage Air is headquartered in Cork.\n- Zoya reports to Bruno.\n- Tobias works for Summit Energy.\n- Lucia works for Cedar Retail Group.\n- Tessa works for Summit Energy.\n- Tessa reports to Tobias.\n- Kenji works for Cedar Retail Group.\n- Lucia reports to Kenji.\n- Bluepine Aviation is headquartered in Lyon.\n- Mateo reports to Tessa.\n- Emeka works for Bluepine Aviation.\n- Zoya works for Bluepine Aviation.\n- Summit Energy is headquartered in Cork.\n- Mateo works for Bluepine Aviation.\n- Summit Energy was founded in 2000.\n- Bruno reports to Lucia.\n- Cedar Retail Group is headquartered in Cork.\n- Tobias reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cedar Retail Group", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39301", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-2 (VERSION 5, EFFECTIVE 07 November 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 01 May 2024): For employees hired on or after 01 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 07 November 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6186: employee Dmitri S., hired 24 July 2022, separated 25 August 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-2-2026-6186 under the controlling rules.", "criteria": {"0": "$9,731", "1": "$40,000", "2": "$7,269", "3": "$9,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6186 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39302", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy is headquartered in Dunedin.\n- Sofia reports to Elena.\n- Northwind Systems was founded in 2008.\n- Zoya reports to Viktor.\n- Viktor works for Helios Logistics.\n- Kenji works for Cedar Retail Group.\n- Viktor reports to Dmitri.\n- Mateo works for Helios Logistics.\n- Sofia works for Northwind Systems.\n- Elena reports to Mateo.\n- Dmitri reports to Bruno.\n- Helios Logistics is headquartered in Dunedin.\n- Mei works for Cedar Retail Group.\n- Elena works for Northwind Systems.\n- Dmitri works for Summit Energy.\n- Helios Logistics was founded in 2001.\n- Kenji reports to Zoya.\n- Northwind Systems is headquartered in Valencia.\n- Mei reports to Sofia.\n- Nadia reports to Chiara.\n- Bruno reports to Mei.\n- Cedar Retail Group is headquartered in Dunedin.\n- Leila works for Helios Logistics.\n- Bruno works for Summit Energy.\n- Chiara works for Northwind Systems.\n- Zoya works for Helios Logistics.\n- Summit Energy was founded in 2005.\n- Nadia works for Helios Logistics.\n- Cedar Retail Group was founded in 2014.\n- Chiara reports to Leila.\n- Mateo reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Tampere", "2": "Leeds", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39303", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Cork.\n- Mei works for Atlas Freight.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2006.\n- Atlas Freight was founded in 1984.\n- Omar reports to Mateo.\n- Hana reports to Omar.\n- Felix works for Bluepine Aviation.\n- Hana works for Summit Energy.\n- Atlas Freight is headquartered in Tallinn.\n- Summit Energy was founded in 1987.\n- Mateo reports to Mei.\n- Bluepine Aviation was founded in 2004.\n- Omar works for Crescent Telecom.\n- Aisha works for Bluepine Aviation.\n- Ravi reports to Hana.\n- Sanne works for Atlas Freight.\n- Mei reports to Sanne.\n- Summit Energy is headquartered in Tallinn.\n- Crescent Telecom is headquartered in Tampere.\n- Sanne reports to Felix.\n- Mateo works for Bluepine Aviation.\n- Aisha reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Tallinn", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39304", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-6 (VERSION 3, EFFECTIVE 20 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 20 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-7872: employee Jonas K., hired 09 February 2023, separated 22 May 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2025-7872?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-7872 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39305", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 06 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 11 November 2024): For employees hired on or after 11 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 06 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-3615: employee Sofia T., hired 11 June 2022, separated 01 March 2026 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-3615?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-3615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39306", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Reset Password — resets credentials", "3": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39307", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Beacon Insurance.\n- Mei works for Cedar Retail Group.\n- Deshawn reports to Yuki.\n- Bruno works for Cedar Retail Group.\n- Omar works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Halifax.\n- Lucia works for Cedar Retail Group.\n- Lucia reports to Chiara.\n- Cobalt Health was founded in 1992.\n- Cedar Retail Group is headquartered in Halifax.\n- Chiara reports to Deshawn.\n- Deshawn works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Pinnacle Software was founded in 2013.\n- Beacon Insurance is headquartered in Halifax.\n- Omar reports to Mei.\n- Dmitri reports to Omar.\n- Dmitri works for Cobalt Health.\n- Bruno reports to Dmitri.\n- Cedar Retail Group was founded in 2009.\n- Mei reports to Lucia.\n- Cobalt Health is headquartered in Halifax.\n- Beacon Insurance was founded in 1979.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Valencia", "2": "Tampere", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39308", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY TRV-9 (VERSION 7, EFFECTIVE 13 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 30 April 2025): For employees hired on or after 30 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 13 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-3982: employee Omar R., hired 14 December 2022, separated 14 October 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-3982?", "criteria": {"0": "20 weeks", "1": "8 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-3982 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39309", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-7 (VERSION 3, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 04 January 2025): For employees hired on or after 04 January 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2841: employee Elena K., hired 28 June 2022, separated 30 March 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-2841?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2841 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39310", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 3, EFFECTIVE 03 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 15 April 2025): For employees hired on or after 15 April 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-4812: employee Omar S., hired 02 July 2023, separated 17 January 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-4812?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-4812 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39311", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Oslo.\n- Pablo works for Cobalt Health.\n- Ingrid reports to Tessa.\n- Felix works for Meridian Bank.\n- Omar reports to Felix.\n- Mei works for Bluepine Aviation.\n- Cobalt Health is headquartered in Turku.\n- Atlas Freight was founded in 2004.\n- Sofia works for Cobalt Health.\n- Bluepine Aviation was founded in 1985.\n- Mei reports to Omar.\n- Meridian Bank was founded in 1993.\n- Omar works for Atlas Freight.\n- Tessa works for Meridian Bank.\n- Hana works for Meridian Bank.\n- Sofia reports to Mei.\n- Hana reports to Zoya.\n- Priya reports to Sofia.\n- Zoya reports to Ingrid.\n- Priya works for Cobalt Health.\n- Atlas Freight is headquartered in Oslo.\n- Pablo reports to Hana.\n- Ingrid works for Cobalt Health.\n- Zoya works for Meridian Bank.\n- Cobalt Health was founded in 1978.\n- Tessa reports to Priya.\n- Meridian Bank is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "1991", "2": "1996", "3": "1988"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39312", "family": "intent_v3", "state": "Incoming logistics message:\n\"The freight is 3 days late\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "reroute", "4": "schedule_pickup"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39313", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'control lights' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39314", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Bergen.\n- Viktor reports to Emeka.\n- Summit Energy was founded in 1976.\n- Cobalt Health was founded in 1976.\n- Elena reports to Mateo.\n- Leila reports to Amara.\n- Summit Energy is headquartered in Malmo.\n- Sofia works for Bluepine Aviation.\n- Amara works for Summit Energy.\n- Fernhill Foods was founded in 2015.\n- Viktor works for Summit Energy.\n- Ingrid works for Cobalt Health.\n- Leila works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Emeka works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Mateo works for Summit Energy.\n- Emeka reports to Ingrid.\n- Sofia reports to Elena.\n- Ingrid reports to Sofia.\n- Elena works for Summit Energy.\n- Fernhill Foods is headquartered in Valencia.\n- Mateo reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Bluepine Aviation", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39315", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Northwind Systems.\n- Kenji reports to Zoya.\n- Summit Energy is headquartered in Lyon.\n- Northwind Systems is headquartered in Austin.\n- Priya reports to Jonas.\n- Bruno works for Beacon Insurance.\n- Felix works for Crescent Telecom.\n- Summit Energy was founded in 1993.\n- Bruno reports to Tessa.\n- Jonas works for Crescent Telecom.\n- Ravi works for Crescent Telecom.\n- Felix reports to Lucia.\n- Beacon Insurance is headquartered in Cork.\n- Ravi reports to Felix.\n- Deshawn works for Beacon Insurance.\n- Zoya works for Crescent Telecom.\n- Deshawn reports to Ravi.\n- Crescent Telecom was founded in 1989.\n- Northwind Systems was founded in 2001.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Priya works for Crescent Telecom.\n- Tessa reports to Kenji.\n- Lucia reports to Priya.\n- Ingrid reports to Viktor.\n- Jonas reports to Bruno.\n- Tessa works for Summit Energy.\n- Viktor reports to Deshawn.\n- Ingrid works for Summit Energy.\n- Beacon Insurance was founded in 1994.\n- Kenji works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39316", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY TRV-4 (VERSION 5, EFFECTIVE 12 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 16 May 2025): For employees hired on or after 16 May 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 12 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-2994: employee Hana T., hired 15 November 2021, separated 24 August 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-2994?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-2994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39317", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-4 (VERSION 2, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 07 October 2022): For employees hired on or after 07 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-7283: employee Amara A., hired 08 January 2020, separated 17 July 2023 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-7283?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-7283 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39318", "family": "intent_hardneg", "state": "Incoming health message:\n\"book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39319", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set a 25 minute timer\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "send_message", "1": "weather", "2": "set_timer", "3": "play_music"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39320", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "files a loss/damage claim", "1": "arranges a pickup", "2": "reports a delayed shipment", "3": "changes a shipment destination"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39321", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2015.\n- Summit Energy is headquartered in Bergen.\n- Zoya works for Summit Energy.\n- Lucia works for Beacon Insurance.\n- Pablo reports to Lucia.\n- Yuki reports to Mateo.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 1980.\n- Anders reports to Dmitri.\n- Beacon Insurance is headquartered in Nagoya.\n- Wren works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Pablo works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Mateo reports to Emeka.\n- Mateo works for Atlas Freight.\n- Emeka reports to Pablo.\n- Aisha reports to Zoya.\n- Viktor works for Summit Energy.\n- Viktor reports to Wren.\n- Cedar Retail Group is headquartered in Nagoya.\n- Yuki works for Summit Energy.\n- Atlas Freight is headquartered in Bergen.\n- Beacon Insurance was founded in 1993.\n- Summit Energy was founded in 1981.\n- Dmitri works for Atlas Freight.\n- Dmitri reports to Yuki.\n- Lucia reports to Aisha.\n- Omar reports to Viktor.\n- Aisha works for Cedar Retail Group.\n- Wren reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1996", "2": "1993", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39322", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Vantage Air.\n- Summit Energy is headquartered in Leeds.\n- Mara reports to Wren.\n- Hana works for Summit Energy.\n- Priya works for Summit Energy.\n- Mara works for Atlas Freight.\n- Vantage Air is headquartered in Cork.\n- Kenji reports to Hana.\n- Hana reports to Ingrid.\n- Emeka reports to Viktor.\n- Stefan works for Atlas Freight.\n- Vantage Air was founded in 1986.\n- Leila works for Vantage Air.\n- Atlas Freight was founded in 1976.\n- Bruno works for Summit Energy.\n- Stefan reports to Kenji.\n- Priya reports to Leila.\n- Jonas reports to Emeka.\n- Ingrid reports to Mara.\n- Ingrid works for Vantage Air.\n- Cedar Retail Group is headquartered in Cork.\n- Viktor works for Atlas Freight.\n- Kenji works for Summit Energy.\n- Jonas works for Cedar Retail Group.\n- Summit Energy was founded in 1989.\n- Bruno reports to Stefan.\n- Leila reports to Jonas.\n- Emeka works for Summit Energy.\n- Cedar Retail Group was founded in 1997.\n- Wren reports to Priya.\n- Atlas Freight is headquartered in Turku.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1986", "2": "1984", "3": "1989"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39323", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "reports a delayed shipment", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39324", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 6, EFFECTIVE 22 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 22 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-7026: employee Mara K., hired 11 September 2024, separated 02 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-7026?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-7026 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39325", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes benefits enrollment", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off", "4": "reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39326", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'send message' handler", "1": "Route to the 'control lights' handler", "2": "Route to the 'play music' handler", "3": "Route to the 'set timer' handler", "4": "Route to the 'weather' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39328", "family": "intent_v3", "state": "Incoming travel message:\n\"Book a flight to lisbon next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'claim luggage' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'cancel trip' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39329", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 2, EFFECTIVE 17 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 08 August 2023): For employees hired on or after 08 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 17 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6730: employee Viktor S., hired 21 January 2020, separated 10 November 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-6730?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6730 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39330", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 4, EFFECTIVE 15 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 10 December 2023): For employees hired on or after 10 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 15 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5069: employee Bruno R., hired 08 June 2021, separated 01 November 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5069?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39331", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY TRV-7 (VERSION 5, EFFECTIVE 02 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 05 December 2024): For employees hired on or after 05 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 02 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-7818: employee Aisha M., hired 16 November 2023, separated 13 October 2025 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-7818?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-7818 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39332", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY REL-3 (VERSION 2, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 25 May 2024): For employees hired on or after 25 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-3614: employee Chiara T., hired 12 February 2023, separated 08 August 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-3614?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-3614 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39333", "family": "intent_hardneg", "state": "Incoming support message:\n\"i moved — update delivery for 34157\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "wants a different size/color/variant", "2": "wants the delivery address updated", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39334", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"start a claim on the damaged crates\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39335", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY SEP-3 (VERSION 6, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 30 August 2024): For employees hired on or after 30 August 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2025-9369: employee Deshawn R., hired 07 February 2023, separated 19 March 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2025-9369?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2025-9369 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39336", "family": "intent_hardneg", "state": "Incoming health message:\n\"why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "asks about insurance coverage", "2": "books a visit", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39337", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "changes a shipment destination", "2": "asks for a shipping quote", "3": "reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39338", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'open account' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'check balance' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39339", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Deshawn.\n- Northwind Systems was founded in 2012.\n- Yuki works for Meridian Bank.\n- Mateo works for Meridian Bank.\n- Meridian Bank was founded in 2015.\n- Sofia works for Meridian Bank.\n- Mateo reports to Aisha.\n- Ironwood Manufacturing was founded in 2003.\n- Amara works for Ironwood Manufacturing.\n- Priya works for Ironwood Manufacturing.\n- Summit Energy is headquartered in Austin.\n- Sofia reports to Priya.\n- Meridian Bank is headquartered in Halifax.\n- Deshawn reports to Amara.\n- Elena reports to Yuki.\n- Northwind Systems is headquartered in Austin.\n- Aisha works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Elena works for Summit Energy.\n- Amara reports to Sofia.\n- Ironwood Manufacturing is headquartered in Austin.\n- Summit Energy was founded in 1987.\n- Priya reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Austin", "2": "Nagoya", "3": "Tallinn"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39340", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Helios Logistics was founded in 2010.\n- Jonas reports to Sanne.\n- Cedar Retail Group is headquartered in Austin.\n- Pinnacle Software was founded in 2000.\n- Kenji works for Pinnacle Software.\n- Nadia works for Cedar Retail Group.\n- Helios Logistics is headquartered in Oslo.\n- Kenji reports to Ravi.\n- Lucia works for Pinnacle Software.\n- Deshawn reports to Tessa.\n- Callum works for Northwind Systems.\n- Deshawn works for Cedar Retail Group.\n- Ravi works for Northwind Systems.\n- Callum reports to Nadia.\n- Cedar Retail Group was founded in 2001.\n- Nadia reports to Deshawn.\n- Tessa works for Northwind Systems.\n- Lucia reports to Jonas.\n- Northwind Systems was founded in 2003.\n- Tessa reports to Kenji.\n- Northwind Systems is headquartered in Austin.\n- Sanne reports to Callum.\n- Jonas works for Cedar Retail Group.\n- Dmitri reports to Lucia.\n- Sanne works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "2001", "2": "2004", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39341", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2004.\n- Pinnacle Software is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Hana reports to Omar.\n- Kenji works for Ironwood Manufacturing.\n- Kenji reports to Bruno.\n- Priya works for Pinnacle Software.\n- Tobias works for Pinnacle Software.\n- Priya reports to Kenji.\n- Tobias reports to Emeka.\n- Amara reports to Priya.\n- Bruno works for Cobalt Health.\n- Emeka works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1988.\n- Emeka reports to Dmitri.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Dmitri reports to Amara.\n- Pinnacle Software was founded in 1983.\n- Omar reports to Deshawn.\n- Deshawn works for Cobalt Health.\n- Deshawn reports to Tobias.\n- Cobalt Health was founded in 1999.\n- Amara works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Hana works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Cobalt Health", "2": "Atlas Freight", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39342", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY EXP-7 (VERSION 4, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 14 July 2024): For employees hired on or after 14 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2026-4123: employee Wren T., hired 21 June 2021, separated 13 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2026-4123?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2026-4123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39343", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software is headquartered in Adelaide.\n- Mateo works for Pinnacle Software.\n- Aisha reports to Emeka.\n- Aisha works for Cedar Retail Group.\n- Vantage Air was founded in 1994.\n- Cedar Retail Group was founded in 1982.\n- Zoya reports to Mateo.\n- Bruno reports to Lucia.\n- Pinnacle Software was founded in 1989.\n- Lucia reports to Yuki.\n- Summit Energy was founded in 1976.\n- Mara works for Summit Energy.\n- Nadia reports to Bruno.\n- Bruno works for Summit Energy.\n- Tessa works for Summit Energy.\n- Tessa reports to Zoya.\n- Lucia works for Cedar Retail Group.\n- Mara reports to Tessa.\n- Nadia works for Cedar Retail Group.\n- Deshawn reports to Nadia.\n- Yuki reports to Aisha.\n- Emeka works for Vantage Air.\n- Cedar Retail Group is headquartered in Adelaide.\n- Mei works for Summit Energy.\n- Zoya works for Pinnacle Software.\n- Summit Energy is headquartered in Basel.\n- Emeka reports to Mara.\n- Mei reports to Deshawn.\n- Deshawn works for Vantage Air.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Malmo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Emeka's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "1989", "2": "1994", "3": "1997"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39344", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Rollback — asks to revert a deploy", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Check Logs — asks to inspect logs or metrics", "4": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39345", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Yuki.\n- Fernhill Foods was founded in 2013.\n- Bluepine Aviation is headquartered in Valencia.\n- Kenji works for Atlas Freight.\n- Bluepine Aviation was founded in 2008.\n- Zoya works for Pinnacle Software.\n- Viktor reports to Ravi.\n- Pinnacle Software is headquartered in Brno.\n- Priya works for Atlas Freight.\n- Atlas Freight is headquartered in Lyon.\n- Elena works for Atlas Freight.\n- Kenji reports to Omar.\n- Omar works for Pinnacle Software.\n- Atlas Freight was founded in 2005.\n- Yuki reports to Dmitri.\n- Pinnacle Software was founded in 1985.\n- Emeka works for Pinnacle Software.\n- Yuki works for Atlas Freight.\n- Elena reports to Zoya.\n- Viktor works for Pinnacle Software.\n- Emeka reports to Viktor.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri reports to Elena.\n- Ravi works for Atlas Freight.\n- Priya reports to Kenji.\n- Omar reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1980", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39346", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "resets credentials", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39347", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Need another month of metformin\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'test results' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39348", "family": "intent_v3", "state": "Incoming banking message:\n\"Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'report fraud' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39349", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Lyon.\n- Priya works for Pinnacle Software.\n- Deshawn reports to Sanne.\n- Mara reports to Ravi.\n- Hana works for Summit Energy.\n- Sanne reports to Ingrid.\n- Summit Energy is headquartered in Cork.\n- Sofia reports to Mara.\n- Deshawn works for Pinnacle Software.\n- Beacon Insurance was founded in 2011.\n- Pinnacle Software is headquartered in Bergen.\n- Hana reports to Callum.\n- Priya reports to Deshawn.\n- Ingrid works for Helios Logistics.\n- Callum reports to Sofia.\n- Nadia reports to Hana.\n- Mara works for Summit Energy.\n- Ravi works for Pinnacle Software.\n- Callum works for Pinnacle Software.\n- Sofia works for Pinnacle Software.\n- Nadia works for Beacon Insurance.\n- Helios Logistics is headquartered in Bergen.\n- Ingrid reports to Nadia.\n- Summit Energy was founded in 2006.\n- Pinnacle Software was founded in 2015.\n- Sanne works for Summit Energy.\n- Helios Logistics was founded in 2005.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2010", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39350", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "check_logs", "1": "restart_service", "2": "rotate_keys", "3": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39351", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39352", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Summit Energy.\n- Aisha reports to Wren.\n- Nadia reports to Kenji.\n- Anders reports to Mara.\n- Kenji works for Summit Energy.\n- Sofia reports to Deshawn.\n- Meridian Bank is headquartered in Leeds.\n- Anders works for Cedar Retail Group.\n- Summit Energy was founded in 1990.\n- Nadia works for Bluepine Aviation.\n- Cedar Retail Group is headquartered in Leeds.\n- Bluepine Aviation was founded in 2001.\n- Meridian Bank was founded in 1976.\n- Aisha works for Summit Energy.\n- Cedar Retail Group was founded in 1997.\n- Summit Energy is headquartered in Lyon.\n- Deshawn reports to Nadia.\n- Wren works for Meridian Bank.\n- Wren reports to Mei.\n- Bluepine Aviation is headquartered in Leeds.\n- Mei works for Meridian Bank.\n- Deshawn works for Cedar Retail Group.\n- Lucia reports to Aisha.\n- Sofia works for Summit Energy.\n- Mara reports to Sofia.\n- Mara works for Bluepine Aviation.\n- Mei reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Leeds", "2": "Valencia", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39353", "family": "policy_pack_v2", "state": "COBALT HEALTH — WORKFORCE TRANSITION POLICY EXP-2 (VERSION 2, EFFECTIVE 16 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 10 May 2023): For employees hired on or after 10 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 16 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4436: employee Priya T., hired 03 May 2022, separated 15 September 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2025-4436?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "12 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4436 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39354", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for account balance", "1": "asks to open a new account", "2": "asks to send money", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39355", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Oslo.\n- Mateo reports to Priya.\n- Viktor works for Cedar Retail Group.\n- Mateo works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Bruno reports to Dmitri.\n- Viktor reports to Tessa.\n- Tessa reports to Bruno.\n- Tessa works for Ironwood Manufacturing.\n- Fernhill Foods is headquartered in Oslo.\n- Dmitri works for Cedar Retail Group.\n- Priya reports to Viktor.\n- Priya works for Bluepine Aviation.\n- Dmitri reports to Kenji.\n- Bluepine Aviation was founded in 2014.\n- Emeka works for Ironwood Manufacturing.\n- Kenji works for Bluepine Aviation.\n- Fernhill Foods was founded in 1996.\n- Bluepine Aviation is headquartered in Oslo.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 1975.\n- Ironwood Manufacturing was founded in 1998.\n- Kenji reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39356", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Book Flight — books airfare", "1": "Change Seat — changes seat assignment", "2": "Claim Luggage — reports lost baggage", "3": "Check Status — asks flight status"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39357", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY REL-7 (VERSION 2, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-1639: employee Dmitri A., hired 15 February 2021, separated 13 February 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-1639?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-1639 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39358", "family": "intent_hardneg", "state": "Incoming devops message:\n\"cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "scale_up", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39359", "family": "intent_hardneg", "state": "Incoming banking message:\n\"my wallet was stolen — freeze everything\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39360", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'book appointment' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39361", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Bruno.\n- Atlas Freight was founded in 2002.\n- Pablo works for Meridian Bank.\n- Atlas Freight is headquartered in Brno.\n- Meridian Bank is headquartered in Porto.\n- Cobalt Health is headquartered in Porto.\n- Cobalt Health was founded in 1999.\n- Viktor reports to Aisha.\n- Summit Energy was founded in 1992.\n- Lucia works for Summit Energy.\n- Nadia works for Summit Energy.\n- Bruno reports to Lucia.\n- Nadia reports to Leila.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 2014.\n- Aisha works for Atlas Freight.\n- Bruno works for Summit Energy.\n- Lucia reports to Emeka.\n- Emeka reports to Viktor.\n- Pablo reports to Nadia.\n- Emeka works for Summit Energy.\n- Leila works for Cobalt Health.\n- Summit Energy is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1990", "2": "1992", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39362", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about insurance coverage", "1": "requests specialist referral", "2": "books a visit", "3": "requests medication refill", "4": "asks for lab results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39363", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "resignation", "4": "payroll_issue"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39364", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEPARATION BENEFIT POLICY SEP-9 (VERSION 6, EFFECTIVE 28 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 09 March 2023): For employees hired on or after 09 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 28 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-8503: employee Hana S., hired 05 December 2021, separated 18 February 2024 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-8503?", "criteria": {"0": "24 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-8503 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39365", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 2004.\n- Yuki reports to Callum.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Callum works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Adelaide.\n- Stefan reports to Yuki.\n- Stefan works for Crescent Telecom.\n- Meridian Bank is headquartered in Ghent.\n- Aisha works for Ironwood Manufacturing.\n- Pablo reports to Viktor.\n- Bluepine Aviation is headquartered in Adelaide.\n- Mei reports to Hana.\n- Hana reports to Aisha.\n- Viktor works for Bluepine Aviation.\n- Hana works for Crescent Telecom.\n- Meridian Bank was founded in 2006.\n- Viktor reports to Mei.\n- Callum reports to Pablo.\n- Yuki works for Bluepine Aviation.\n- Mei works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2003.\n- Crescent Telecom was founded in 1980.\n- Pablo works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Ironwood Manufacturing", "2": "Crescent Telecom", "3": "Bluepine Aviation"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39366", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Order 75239 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "report_damage", "1": "track_order", "2": "change_address", "3": "exchange_item"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39367", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Hana.\n- Hana reports to Amara.\n- Summit Energy is headquartered in Leeds.\n- Aisha works for Lattice Analytics.\n- Tobias reports to Aisha.\n- Meridian Bank is headquartered in Tallinn.\n- Lattice Analytics is headquartered in Halifax.\n- Priya works for Lattice Analytics.\n- Wren works for Summit Energy.\n- Elena works for Lattice Analytics.\n- Hana works for Lattice Analytics.\n- Wren reports to Lucia.\n- Priya reports to Ravi.\n- Lucia works for Summit Energy.\n- Anders reports to Emeka.\n- Anders works for Summit Energy.\n- Lucia reports to Yuki.\n- Northwind Systems was founded in 2015.\n- Emeka reports to Wren.\n- Meridian Bank was founded in 2009.\n- Amara works for Northwind Systems.\n- Yuki works for Lattice Analytics.\n- Lattice Analytics was founded in 1983.\n- Elena reports to Priya.\n- Summit Energy was founded in 2008.\n- Aisha reports to Elena.\n- Tobias works for Meridian Bank.\n- Ravi works for Summit Energy.\n- Northwind Systems is headquartered in Leeds.\n- Emeka works for Northwind Systems.\n- Amara reports to Anders.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Halifax", "2": "Leeds", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39368", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia reports to Chiara.\n- Bluepine Aviation was founded in 2003.\n- Fernhill Foods was founded in 1988.\n- Anders works for Atlas Freight.\n- Jonas reports to Mei.\n- Fernhill Foods is headquartered in Dunedin.\n- Bluepine Aviation is headquartered in Bergen.\n- Mei works for Northwind Systems.\n- Northwind Systems was founded in 2000.\n- Chiara works for Atlas Freight.\n- Northwind Systems is headquartered in Bergen.\n- Nadia works for Bluepine Aviation.\n- Aisha works for Atlas Freight.\n- Chiara reports to Elena.\n- Anders reports to Nadia.\n- Elena works for Northwind Systems.\n- Mei reports to Anders.\n- Viktor works for Atlas Freight.\n- Elena reports to Sofia.\n- Atlas Freight was founded in 1994.\n- Sofia reports to Tobias.\n- Jonas works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Atlas Freight is headquartered in Bergen.\n- Aisha reports to Jonas.\n- Viktor reports to Aisha.\n- Tobias works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Bergen", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39369", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY REL-2 (VERSION 6, EFFECTIVE 16 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 October 2024): For employees hired on or after 27 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 16 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-9420: employee Mara B., hired 15 August 2023, separated 21 January 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2026-9420?", "criteria": {"0": "12 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-9420 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39370", "family": "intent_hardneg", "state": "Incoming travel message:\n\"any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "books airfare", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39371", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 26 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 12 January 2023): For employees hired on or after 12 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 26 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-8630: employee Chiara A., hired 19 July 2022, separated 27 December 2023 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-8630?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-8630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39372", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY EXP-5 (VERSION 6, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 27 February 2025): For employees hired on or after 27 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-3848: employee Amara M., hired 02 November 2023, separated 16 July 2025 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-3848?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "16 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-3848 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-39373", "family": "intent_hardneg", "state": "Incoming travel message:\n\"status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "change_seat", "2": "cancel_trip", "3": "book_flight"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39374", "family": "intent_v3", "state": "Incoming banking message:\n\"Balance on the joint account please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to freeze a card", "1": "reports fraudulent activity", "2": "asks for account balance", "3": "asks to send money", "4": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39375", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 09 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 11 November 2023): For employees hired on or after 11 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 09 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-9288: employee Aisha R., hired 08 June 2022, separated 05 November 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-9288?", "criteria": {"0": "8 weeks", "1": "39 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-9288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39376", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1997.\n- Amara reports to Stefan.\n- Amara works for Lattice Analytics.\n- Ravi reports to Jonas.\n- Omar works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1981.\n- Elena works for Meridian Bank.\n- Kenji reports to Ravi.\n- Stefan works for Lattice Analytics.\n- Cedar Retail Group is headquartered in Turku.\n- Stefan reports to Omar.\n- Sanne works for Cedar Retail Group.\n- Meridian Bank is headquartered in Cork.\n- Bluepine Aviation was founded in 2008.\n- Mara works for Meridian Bank.\n- Elena reports to Amara.\n- Bluepine Aviation is headquartered in Adelaide.\n- Leila works for Cedar Retail Group.\n- Mara reports to Elena.\n- Ravi works for Bluepine Aviation.\n- Omar reports to Kenji.\n- Lattice Analytics was founded in 1998.\n- Jonas works for Meridian Bank.\n- Leila reports to Mara.\n- Kenji works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Turku.\n- Jonas reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Cork", "2": "Bergen", "3": "Turku"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39377", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY SEP-6 (VERSION 2, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2026-6029: employee Kenji B., hired 09 April 2023, separated 08 October 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-6-2026-6029?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2026-6029 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39378", "family": "policy_pack_v2", "state": "MERIDIAN BANK — REDUNDANCY POLICY TRV-3 (VERSION 7, EFFECTIVE 05 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 01 September 2024): For employees hired on or after 01 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 05 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-2359: employee Mara M., hired 11 January 2022, separated 23 July 2025 (redundancy), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2025-2359 under the controlling rules.", "criteria": {"0": "$66,733", "1": "$15,400", "2": "$16,400", "3": "$15,312"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-2359 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39379", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya reports to Dmitri.\n- Helios Logistics is headquartered in Austin.\n- Dmitri works for Vantage Air.\n- Helios Logistics was founded in 1978.\n- Vantage Air is headquartered in Leeds.\n- Elena works for Cedar Retail Group.\n- Nadia works for Vantage Air.\n- Atlas Freight is headquartered in Malmo.\n- Aisha works for Vantage Air.\n- Cedar Retail Group is headquartered in Austin.\n- Viktor reports to Nadia.\n- Omar reports to Viktor.\n- Vantage Air was founded in 1997.\n- Atlas Freight was founded in 2004.\n- Tessa works for Helios Logistics.\n- Yuki reports to Priya.\n- Mei works for Atlas Freight.\n- Omar works for Cedar Retail Group.\n- Yuki works for Cedar Retail Group.\n- Priya works for Cedar Retail Group.\n- Elena reports to Omar.\n- Nadia reports to Mei.\n- Viktor works for Vantage Air.\n- Tessa reports to Aisha.\n- Cedar Retail Group was founded in 1976.\n- Aisha reports to Yuki.\n- Mei reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Austin", "2": "Valencia", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39380", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Omar works for Lattice Analytics.\n- Lattice Analytics was founded in 2010.\n- Ironwood Manufacturing was founded in 1985.\n- Emeka reports to Hana.\n- Beacon Insurance was founded in 1992.\n- Kenji reports to Tessa.\n- Crescent Telecom was founded in 1991.\n- Omar reports to Emeka.\n- Hana works for Ironwood Manufacturing.\n- Stefan works for Beacon Insurance.\n- Felix reports to Kenji.\n- Emeka works for Lattice Analytics.\n- Tessa works for Crescent Telecom.\n- Zoya works for Crescent Telecom.\n- Tessa reports to Stefan.\n- Zoya reports to Omar.\n- Crescent Telecom is headquartered in Malmo.\n- Beacon Insurance is headquartered in Malmo.\n- Hana reports to Felix.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Kenji works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "2013", "1": "2010", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39381", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 07 November 2023): For employees hired on or after 07 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-6311: employee Bruno R., hired 07 June 2021, separated 27 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-6311?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-6311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39382", "family": "intent_v3", "state": "Incoming banking message:\n\"Lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Wire Transfer — asks to send money", "2": "Freeze Card — asks to freeze a card", "3": "Report Fraud — reports fraudulent activity", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39383", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Weather this weekend?\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks to play audio", "2": "asks about weather", "3": "asks to set a wake-up or reminder alarm", "4": "controls lighting"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39384", "family": "intent_v3", "state": "Incoming banking message:\n\"Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "reports fraudulent activity", "2": "asks to freeze a card", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39385", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-4 (VERSION 4, EFFECTIVE 05 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 June 2024): For employees hired on or after 25 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 05 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-5967: employee Anders M., hired 03 December 2022, separated 23 October 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-4-2025-5967 under the controlling rules.", "criteria": {"0": "$5,525", "1": "$32,608", "2": "$7,612", "3": "$7,525"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-5967 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39386", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Lattice Analytics.\n- Bluepine Aviation is headquartered in Adelaide.\n- Amara works for Bluepine Aviation.\n- Stefan reports to Deshawn.\n- Viktor works for Lattice Analytics.\n- Zoya reports to Ravi.\n- Stefan works for Bluepine Aviation.\n- Viktor reports to Mei.\n- Bluepine Aviation was founded in 2001.\n- Lattice Analytics was founded in 2010.\n- Callum works for Ironwood Manufacturing.\n- Ravi reports to Wren.\n- Deshawn reports to Zoya.\n- Mei reports to Kenji.\n- Kenji reports to Amara.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Mei works for Cobalt Health.\n- Amara reports to Callum.\n- Kenji works for Lattice Analytics.\n- Cobalt Health was founded in 1991.\n- Deshawn works for Cobalt Health.\n- Wren reports to Viktor.\n- Lattice Analytics is headquartered in Tampere.\n- Zoya works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1980.\n- Cobalt Health is headquartered in Nagoya.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39387", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Dunedin.\n- Priya works for Meridian Bank.\n- Mara reports to Deshawn.\n- Mei reports to Priya.\n- Sofia reports to Elena.\n- Fernhill Foods is headquartered in Brno.\n- Deshawn works for Lattice Analytics.\n- Kenji reports to Nadia.\n- Nadia works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Pinnacle Software was founded in 2011.\n- Elena works for Meridian Bank.\n- Priya reports to Sofia.\n- Emeka works for Lattice Analytics.\n- Emeka reports to Mei.\n- Elena reports to Kenji.\n- Nadia reports to Sanne.\n- Sanne reports to Mara.\n- Lattice Analytics is headquartered in Valencia.\n- Mei works for Fernhill Foods.\n- Meridian Bank was founded in 2006.\n- Fernhill Foods was founded in 1985.\n- Kenji works for Pinnacle Software.\n- Mara works for Lattice Analytics.\n- Sofia works for Fernhill Foods.\n- Lattice Analytics was founded in 2001.\n- Pinnacle Software is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "2004", "2": "2009", "3": "2006"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39388", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Sofia.\n- Sofia reports to Kenji.\n- Vantage Air is headquartered in Dunedin.\n- Summit Energy is headquartered in Adelaide.\n- Sanne reports to Tobias.\n- Pinnacle Software is headquartered in Adelaide.\n- Jonas works for Fernhill Foods.\n- Priya works for Pinnacle Software.\n- Pablo reports to Omar.\n- Summit Energy was founded in 1987.\n- Pinnacle Software was founded in 1983.\n- Fernhill Foods was founded in 2008.\n- Omar reports to Sanne.\n- Pablo works for Pinnacle Software.\n- Sanne works for Vantage Air.\n- Kenji reports to Priya.\n- Sofia works for Pinnacle Software.\n- Kenji works for Fernhill Foods.\n- Vantage Air was founded in 1994.\n- Tobias reports to Jonas.\n- Tobias works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Fernhill Foods is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tobias's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1983", "2": "1978", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39389", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "freeze_card", "3": "check_balance", "4": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39391", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-7 (VERSION 2, EFFECTIVE 09 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 09 August 2024): For employees hired on or after 09 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 09 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-2205: employee Chiara M., hired 20 March 2022, separated 03 February 2026 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-7-2025-2205?", "criteria": {"0": "16 weeks", "1": "39 weeks", "2": "no cap applies", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-2205 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39392", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara works for Summit Energy.\n- Sanne reports to Priya.\n- Stefan reports to Sanne.\n- Chiara reports to Amara.\n- Callum works for Summit Energy.\n- Amara reports to Pablo.\n- Yuki reports to Stefan.\n- Lattice Analytics is headquartered in Basel.\n- Atlas Freight is headquartered in Porto.\n- Priya reports to Mei.\n- Amara works for Summit Energy.\n- Crescent Telecom is headquartered in Porto.\n- Stefan works for Crescent Telecom.\n- Pablo works for Crescent Telecom.\n- Summit Energy is headquartered in Tampere.\n- Callum reports to Leila.\n- Priya works for Crescent Telecom.\n- Leila reports to Yuki.\n- Crescent Telecom was founded in 1987.\n- Elena reports to Tessa.\n- Mei works for Summit Energy.\n- Leila works for Summit Energy.\n- Sanne works for Summit Energy.\n- Tessa works for Atlas Freight.\n- Elena works for Summit Energy.\n- Yuki works for Crescent Telecom.\n- Lattice Analytics was founded in 1996.\n- Tessa reports to Callum.\n- Summit Energy was founded in 2005.\n- Mei reports to Chiara.\n- Atlas Freight was founded in 2007.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2005", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39393", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 1996.\n- Priya works for Crescent Telecom.\n- Jonas works for Northwind Systems.\n- Crescent Telecom is headquartered in Malmo.\n- Priya reports to Leila.\n- Beacon Insurance was founded in 2008.\n- Ravi works for Beacon Insurance.\n- Ravi reports to Jonas.\n- Northwind Systems is headquartered in Malmo.\n- Vantage Air was founded in 2001.\n- Bruno reports to Lucia.\n- Lucia works for Northwind Systems.\n- Beacon Insurance is headquartered in Adelaide.\n- Viktor reports to Yuki.\n- Leila works for Crescent Telecom.\n- Viktor works for Northwind Systems.\n- Northwind Systems was founded in 2008.\n- Elena reports to Viktor.\n- Yuki works for Northwind Systems.\n- Emeka reports to Priya.\n- Yuki reports to Ravi.\n- Elena works for Beacon Insurance.\n- Lucia reports to Elena.\n- Emeka works for Vantage Air.\n- Bruno works for Crescent Telecom.\n- Vantage Air is headquartered in Leeds.\n- Leila reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Malmo", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39394", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a shipping quote", "1": "changes a shipment destination", "2": "arranges a pickup", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39395", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY RET-9 (VERSION 6, EFFECTIVE 30 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 22 October 2022): For employees hired on or after 22 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 30 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-1353: employee Mateo A., hired 23 December 2018, separated 25 April 2023 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2026-1353?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-1353 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39396", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY REL-2 (VERSION 5, EFFECTIVE 14 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 08 April 2025): For employees hired on or after 08 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 14 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-3311: employee Chiara K., hired 09 June 2024, separated 24 December 2025 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-2-2025-3311 under the controlling rules.", "criteria": {"0": "$2,625", "1": "$15,167", "2": "$4,000", "3": "$3,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-3311 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39397", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Aisha works for Northwind Systems.\n- Ravi works for Northwind Systems.\n- Kenji reports to Leila.\n- Anders reports to Aisha.\n- Wren works for Summit Energy.\n- Omar works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Kenji works for Beacon Insurance.\n- Mei works for Summit Energy.\n- Bruno reports to Wren.\n- Wren reports to Kenji.\n- Ravi reports to Anders.\n- Aisha reports to Omar.\n- Beacon Insurance is headquartered in Oslo.\n- Summit Energy was founded in 1978.\n- Omar reports to Bruno.\n- Anders works for Northwind Systems.\n- Bruno works for Northwind Systems.\n- Leila works for Summit Energy.\n- Beacon Insurance was founded in 2002.\n- Helios Logistics was founded in 2003.\n- Mei reports to Ravi.\n- Jonas works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Northwind Systems is headquartered in Cork.\n- Jonas reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1976", "2": "1981", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39398", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39399", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-3 (VERSION 3, EFFECTIVE 16 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 13 December 2023): For employees hired on or after 13 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 16 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2025-6145: employee Bruno T., hired 11 January 2021, separated 03 June 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2025-6145?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2025-6145 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39400", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Mateo.\n- Dmitri works for Northwind Systems.\n- Mara reports to Dmitri.\n- Tobias reports to Bruno.\n- Northwind Systems is headquartered in Adelaide.\n- Callum reports to Sofia.\n- Bruno works for Northwind Systems.\n- Wren reports to Mara.\n- Sofia reports to Jonas.\n- Wren works for Bluepine Aviation.\n- Kenji reports to Wren.\n- Callum works for Northwind Systems.\n- Tobias works for Northwind Systems.\n- Mara works for Bluepine Aviation.\n- Vantage Air was founded in 1977.\n- Cobalt Health is headquartered in Tallinn.\n- Vantage Air is headquartered in Oslo.\n- Cobalt Health was founded in 2011.\n- Northwind Systems was founded in 1978.\n- Mateo reports to Kenji.\n- Dmitri reports to Tobias.\n- Jonas works for Vantage Air.\n- Mateo works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Oslo.\n- Kenji works for Bluepine Aviation.\n- Bluepine Aviation was founded in 1990.\n- Sofia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mateo's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Tallinn", "2": "Adelaide", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39401", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Nagoya.\n- Cobalt Health was founded in 2001.\n- Hana reports to Nadia.\n- Mei reports to Hana.\n- Fernhill Foods was founded in 1981.\n- Ravi works for Northwind Systems.\n- Bluepine Aviation is headquartered in Cork.\n- Wren reports to Ravi.\n- Nadia works for Bluepine Aviation.\n- Ravi reports to Tobias.\n- Northwind Systems is headquartered in Turku.\n- Elena works for Cobalt Health.\n- Ingrid works for Fernhill Foods.\n- Cobalt Health is headquartered in Cork.\n- Nadia reports to Wren.\n- Elena reports to Ingrid.\n- Mei works for Northwind Systems.\n- Ingrid reports to Mei.\n- Bluepine Aviation was founded in 2007.\n- Wren works for Cobalt Health.\n- Hana works for Fernhill Foods.\n- Northwind Systems was founded in 1980.\n- Tobias works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Bluepine Aviation", "2": "Fernhill Foods", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39402", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji reports to Bruno.\n- Bruno reports to Chiara.\n- Amara works for Summit Energy.\n- Stefan reports to Viktor.\n- Beacon Insurance was founded in 2005.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Tessa.\n- Tobias works for Atlas Freight.\n- Viktor works for Beacon Insurance.\n- Bluepine Aviation was founded in 1983.\n- Summit Energy was founded in 2015.\n- Mateo works for Beacon Insurance.\n- Tessa works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Leeds.\n- Atlas Freight is headquartered in Porto.\n- Atlas Freight was founded in 2011.\n- Mateo reports to Amara.\n- Summit Energy is headquartered in Adelaide.\n- Viktor reports to Tobias.\n- Beacon Insurance is headquartered in Adelaide.\n- Elena reports to Stefan.\n- Stefan works for Beacon Insurance.\n- Elena works for Summit Energy.\n- Amara reports to Kenji.\n- Tessa reports to Elena.\n- Kenji works for Beacon Insurance.\n- Bruno works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2013", "3": "2010"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39403", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-5 (VERSION 6, EFFECTIVE 11 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 02 May 2024): For employees hired on or after 02 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-4630: employee Elena T., hired 21 May 2022, separated 11 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-4630?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-4630 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39404", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39405", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-3 (VERSION 6, EFFECTIVE 19 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 04 February 2025): For employees hired on or after 04 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 19 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2996: employee Kenji A., hired 25 March 2024, separated 06 March 2026 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-3-2026-2996 under the controlling rules.", "criteria": {"0": "$2,800", "1": "$12,133", "2": "$2,850", "3": "$3,800"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2996 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39406", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Helios Logistics.\n- Crescent Telecom was founded in 1994.\n- Leila reports to Ravi.\n- Nadia works for Ironwood Manufacturing.\n- Wren reports to Leila.\n- Helios Logistics was founded in 1997.\n- Crescent Telecom is headquartered in Turku.\n- Ironwood Manufacturing is headquartered in Basel.\n- Wren works for Crescent Telecom.\n- Helios Logistics is headquartered in Turku.\n- Pinnacle Software was founded in 2012.\n- Ingrid reports to Mei.\n- Ironwood Manufacturing was founded in 1978.\n- Mei reports to Wren.\n- Anders works for Helios Logistics.\n- Pinnacle Software is headquartered in Tallinn.\n- Anders reports to Nadia.\n- Mei works for Ironwood Manufacturing.\n- Kenji reports to Ingrid.\n- Ravi works for Pinnacle Software.\n- Leila works for Pinnacle Software.\n- Nadia reports to Kenji.\n- Kenji works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Basel", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39407", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "initiates departure", "2": "asks about reporting structure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39408", "family": "intent_v3", "state": "Incoming devops message:\n\"Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'restart service' handler", "2": "Route to the 'rollback' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39409", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Wren.\n- Omar works for Bluepine Aviation.\n- Vantage Air was founded in 2007.\n- Tessa works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Sofia works for Lattice Analytics.\n- Ingrid reports to Tessa.\n- Lattice Analytics is headquartered in Malmo.\n- Lattice Analytics was founded in 2002.\n- Ravi reports to Sofia.\n- Bluepine Aviation was founded in 2009.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 2012.\n- Omar reports to Ingrid.\n- Callum reports to Omar.\n- Ingrid works for Helios Logistics.\n- Nadia works for Vantage Air.\n- Callum works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Malmo.\n- Ravi works for Bluepine Aviation.\n- Tessa reports to Ravi.\n- Helios Logistics is headquartered in Basel.\n- Wren reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2012", "2": "2009", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39410", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Fernhill Foods.\n- Dmitri reports to Amara.\n- Meridian Bank was founded in 1986.\n- Deshawn works for Beacon Insurance.\n- Pinnacle Software was founded in 2003.\n- Meridian Bank is headquartered in Turku.\n- Pinnacle Software is headquartered in Turku.\n- Bruno reports to Ingrid.\n- Felix works for Pinnacle Software.\n- Amara reports to Bruno.\n- Fernhill Foods was founded in 2000.\n- Amara works for Pinnacle Software.\n- Beacon Insurance is headquartered in Turku.\n- Beacon Insurance was founded in 2008.\n- Ingrid works for Pinnacle Software.\n- Mara works for Meridian Bank.\n- Zoya works for Pinnacle Software.\n- Deshawn reports to Mara.\n- Dmitri works for Pinnacle Software.\n- Ingrid reports to Deshawn.\n- Fernhill Foods is headquartered in Halifax.\n- Zoya reports to Felix.\n- Felix reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "1998", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39411", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1995.\n- Sofia reports to Tessa.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Callum reports to Sofia.\n- Elena reports to Callum.\n- Jonas works for Fernhill Foods.\n- Felix works for Lattice Analytics.\n- Felix reports to Ravi.\n- Sofia works for Summit Energy.\n- Callum works for Ironwood Manufacturing.\n- Tessa reports to Jonas.\n- Viktor reports to Mei.\n- Summit Energy is headquartered in Adelaide.\n- Elena works for Summit Energy.\n- Ravi works for Summit Energy.\n- Mei works for Ironwood Manufacturing.\n- Ravi reports to Viktor.\n- Lucia works for Fernhill Foods.\n- Summit Energy was founded in 2007.\n- Viktor works for Summit Energy.\n- Tessa works for Fernhill Foods.\n- Fernhill Foods is headquartered in Adelaide.\n- Mei reports to Lucia.\n- Fernhill Foods was founded in 1997.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia reports to Elena.\n- Ironwood Manufacturing was founded in 1998.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39412", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Summit Energy.\n- Kenji reports to Callum.\n- Felix works for Atlas Freight.\n- Tessa works for Summit Energy.\n- Cedar Retail Group was founded in 2015.\n- Callum reports to Mara.\n- Dmitri works for Cedar Retail Group.\n- Zoya works for Cedar Retail Group.\n- Summit Energy was founded in 1988.\n- Dmitri reports to Anders.\n- Deshawn works for Summit Energy.\n- Mara reports to Deshawn.\n- Fernhill Foods is headquartered in Lyon.\n- Mateo reports to Tessa.\n- Aisha reports to Kenji.\n- Kenji works for Summit Energy.\n- Deshawn reports to Ravi.\n- Ravi works for Fernhill Foods.\n- Atlas Freight is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Halifax.\n- Fernhill Foods was founded in 1979.\n- Summit Energy is headquartered in Malmo.\n- Mara works for Fernhill Foods.\n- Anders reports to Felix.\n- Atlas Freight was founded in 2000.\n- Aisha works for Atlas Freight.\n- Ravi reports to Dmitri.\n- Anders works for Fernhill Foods.\n- Zoya reports to Mateo.\n- Mateo works for Summit Energy.\n- Felix reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1977", "3": "1982"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39413", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Lucia reports to Nadia.\n- Deshawn reports to Viktor.\n- Bluepine Aviation was founded in 1987.\n- Cobalt Health is headquartered in Dunedin.\n- Tessa reports to Ravi.\n- Ravi reports to Lucia.\n- Fernhill Foods was founded in 2015.\n- Callum reports to Tessa.\n- Nadia reports to Zoya.\n- Beacon Insurance is headquartered in Turku.\n- Bluepine Aviation is headquartered in Halifax.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Elena.\n- Zoya reports to Deshawn.\n- Ravi works for Beacon Insurance.\n- Elena works for Beacon Insurance.\n- Zoya works for Beacon Insurance.\n- Cobalt Health was founded in 2002.\n- Callum works for Bluepine Aviation.\n- Sofia reports to Callum.\n- Fernhill Foods is headquartered in Dunedin.\n- Beacon Insurance was founded in 1991.\n- Nadia works for Cobalt Health.\n- Lucia works for Cobalt Health.\n- Sofia works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Deshawn's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1991", "2": "1994", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39414", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-8 (VERSION 5, EFFECTIVE 29 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 14 October 2024): For employees hired on or after 14 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-5553: employee Emeka B., hired 08 August 2022, separated 27 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-5553?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-5553 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39415", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Rollback — asks to revert a deploy", "3": "Rotate Keys — asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39416", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Cancel Subscription — wants to end recurring billing", "2": "Dispute Charge — reports an unauthorized charge", "3": "Payment Plan — asks to split a balance into installments", "4": "Update Card — wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39417", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Send me my lab report from friday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39418", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group is headquartered in Oslo.\n- Dmitri works for Ironwood Manufacturing.\n- Wren works for Vantage Air.\n- Felix reports to Elena.\n- Lucia reports to Wren.\n- Elena reports to Deshawn.\n- Lattice Analytics is headquartered in Nagoya.\n- Vantage Air is headquartered in Nagoya.\n- Yuki reports to Felix.\n- Omar works for Lattice Analytics.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Sanne reports to Ingrid.\n- Ironwood Manufacturing was founded in 2012.\n- Yuki works for Cedar Retail Group.\n- Ingrid reports to Emeka.\n- Omar reports to Lucia.\n- Ingrid works for Ironwood Manufacturing.\n- Viktor reports to Omar.\n- Vantage Air was founded in 1989.\n- Emeka works for Vantage Air.\n- Felix works for Lattice Analytics.\n- Viktor works for Lattice Analytics.\n- Lattice Analytics was founded in 2006.\n- Elena works for Lattice Analytics.\n- Lucia works for Vantage Air.\n- Wren reports to Dmitri.\n- Dmitri reports to Yuki.\n- Deshawn reports to Sanne.\n- Deshawn works for Lattice Analytics.\n- Sanne works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2000.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Ironwood Manufacturing", "2": "Lattice Analytics", "3": "Cedar Retail Group"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39419", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Nadia.\n- Crescent Telecom is headquartered in Oslo.\n- Tobias works for Atlas Freight.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom was founded in 1991.\n- Mateo reports to Tobias.\n- Helios Logistics was founded in 1999.\n- Mara works for Bluepine Aviation.\n- Nadia reports to Lucia.\n- Viktor reports to Mara.\n- Lucia works for Bluepine Aviation.\n- Jonas works for Crescent Telecom.\n- Chiara works for Crescent Telecom.\n- Jonas reports to Chiara.\n- Helios Logistics is headquartered in Oslo.\n- Nadia works for Bluepine Aviation.\n- Atlas Freight was founded in 2011.\n- Bluepine Aviation is headquartered in Tampere.\n- Wren works for Helios Logistics.\n- Wren reports to Amara.\n- Tobias reports to Wren.\n- Atlas Freight is headquartered in Oslo.\n- Amara works for Bluepine Aviation.\n- Viktor works for Bluepine Aviation.\n- Lucia reports to Jonas.\n- Bluepine Aviation was founded in 2014.\n- Mara reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Helios Logistics", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39420", "family": "intent_v3", "state": "Incoming logistics message:\n\"Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Delay — reports a delayed shipment", "1": "Quote Request — asks for a shipping quote", "2": "File Claim — files a loss/damage claim", "3": "Schedule Pickup — arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39421", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Summit Energy.\n- Pablo works for Summit Energy.\n- Crescent Telecom was founded in 1998.\n- Viktor works for Summit Energy.\n- Tessa works for Crescent Telecom.\n- Wren works for Meridian Bank.\n- Yuki works for Summit Energy.\n- Tessa reports to Ravi.\n- Ingrid reports to Zoya.\n- Ingrid works for Fernhill Foods.\n- Meridian Bank was founded in 2008.\n- Summit Energy is headquartered in Bergen.\n- Ravi reports to Viktor.\n- Zoya reports to Wren.\n- Ravi works for Crescent Telecom.\n- Jonas reports to Tessa.\n- Jonas works for Crescent Telecom.\n- Fernhill Foods was founded in 1996.\n- Summit Energy was founded in 1996.\n- Meridian Bank is headquartered in Ghent.\n- Priya reports to Jonas.\n- Viktor reports to Yuki.\n- Wren reports to Pablo.\n- Yuki reports to Ingrid.\n- Priya works for Summit Energy.\n- Crescent Telecom is headquartered in Tallinn.\n- Fernhill Foods is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1996", "2": "1998", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39422", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY RET-4 (VERSION 3, EFFECTIVE 23 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 25 January 2024): For employees hired on or after 25 January 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 23 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1373: employee Elena M., hired 07 September 2022, separated 09 August 2024 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1373?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1373 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39423", "family": "intent_v3", "state": "Incoming logistics message:\n\"Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "reroute", "3": "quote_request"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39424", "family": "intent_hardneg", "state": "Incoming support message:\n\"the box was crushed and the item inside is broken\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39425", "family": "intent_hardneg", "state": "Incoming devops message:\n\"add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to add capacity", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to restart a service"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39426", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "book_appointment", "2": "test_results", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39427", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_appointment", "1": "coverage_question", "2": "referral", "3": "refill_rx", "4": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39429", "family": "intent_hardneg", "state": "Incoming billing message:\n\"need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "dispute_charge", "2": "payment_plan", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39430", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Cedar Retail Group.\n- Tessa reports to Ravi.\n- Cedar Retail Group was founded in 1994.\n- Lucia reports to Pablo.\n- Dmitri works for Bluepine Aviation.\n- Ravi works for Helios Logistics.\n- Fernhill Foods is headquartered in Porto.\n- Omar reports to Dmitri.\n- Tessa works for Helios Logistics.\n- Amara reports to Lucia.\n- Bluepine Aviation is headquartered in Porto.\n- Callum works for Cedar Retail Group.\n- Fernhill Foods was founded in 2006.\n- Felix works for Fernhill Foods.\n- Bluepine Aviation was founded in 2001.\n- Stefan works for Helios Logistics.\n- Pablo reports to Callum.\n- Anders reports to Felix.\n- Callum reports to Stefan.\n- Mara works for Bluepine Aviation.\n- Ravi reports to Anders.\n- Amara works for Bluepine Aviation.\n- Felix reports to Amara.\n- Cedar Retail Group is headquartered in Nagoya.\n- Stefan reports to Mara.\n- Helios Logistics is headquartered in Nagoya.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 1985.\n- Anders works for Fernhill Foods.\n- Pablo works for Cedar Retail Group.\n- Dmitri reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Nagoya", "2": "Ghent", "3": "Porto"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39431", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Tobias reports to Pablo.\n- Deshawn works for Bluepine Aviation.\n- Tobias works for Crescent Telecom.\n- Mei works for Meridian Bank.\n- Pablo reports to Elena.\n- Crescent Telecom is headquartered in Cork.\n- Elena reports to Zoya.\n- Crescent Telecom was founded in 2000.\n- Zoya reports to Mei.\n- Amara reports to Sofia.\n- Fernhill Foods is headquartered in Cork.\n- Bluepine Aviation is headquartered in Cork.\n- Pablo works for Fernhill Foods.\n- Elena works for Crescent Telecom.\n- Sofia reports to Bruno.\n- Meridian Bank was founded in 2002.\n- Mei reports to Dmitri.\n- Bruno reports to Tobias.\n- Meridian Bank is headquartered in Adelaide.\n- Fernhill Foods was founded in 1978.\n- Zoya works for Fernhill Foods.\n- Amara works for Crescent Telecom.\n- Bruno works for Bluepine Aviation.\n- Sofia works for Crescent Telecom.\n- Deshawn reports to Amara.\n- Bluepine Aviation was founded in 1989.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Bluepine Aviation", "1": "Meridian Bank", "2": "Crescent Telecom", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39432", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY TRV-3 (VERSION 4, EFFECTIVE 09 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-3/A1 (EFFECTIVE 06 May 2024): For employees hired on or after 06 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-3 v1, withdrawn 09 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-3-2026-2757: employee Kenji S., hired 22 October 2022, separated 08 May 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-3-2026-2757?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-3-2026-2757 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39433", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 2002.\n- Felix reports to Zoya.\n- Bruno works for Lattice Analytics.\n- Omar reports to Nadia.\n- Zoya works for Pinnacle Software.\n- Lattice Analytics is headquartered in Cork.\n- Nadia reports to Anders.\n- Anders reports to Pablo.\n- Helios Logistics was founded in 1978.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 2015.\n- Pablo works for Pinnacle Software.\n- Beacon Insurance is headquartered in Cork.\n- Leila works for Lattice Analytics.\n- Zoya reports to Mateo.\n- Anders works for Pinnacle Software.\n- Helios Logistics is headquartered in Porto.\n- Leila reports to Amara.\n- Mateo reports to Leila.\n- Felix works for Helios Logistics.\n- Mateo works for Lattice Analytics.\n- Amara works for Helios Logistics.\n- Nadia works for Lattice Analytics.\n- Amara reports to Omar.\n- Lattice Analytics was founded in 2013.\n- Omar works for Helios Logistics.\n- Bruno reports to Felix.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39434", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 21 May 2024): For employees hired on or after 21 May 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-1802: employee Anders R., hired 17 October 2023, separated 13 November 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-1802?", "criteria": {"0": "24 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-1802 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_hardneg-39435", "family": "intent_hardneg", "state": "Incoming hr message:\n\"requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "reports a pay problem", "3": "asks about reporting structure"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39436", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — REDUNDANCY POLICY RET-5 (VERSION 2, EFFECTIVE 19 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 11 January 2023): For employees hired on or after 11 January 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 19 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-5680: employee Tessa S., hired 15 February 2021, separated 14 August 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-5680?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-5680 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39437", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Halifax.\n- Kenji reports to Hana.\n- Sofia reports to Wren.\n- Priya works for Cobalt Health.\n- Zoya works for Cobalt Health.\n- Sanne reports to Kenji.\n- Priya reports to Sanne.\n- Hana works for Bluepine Aviation.\n- Callum reports to Priya.\n- Vantage Air was founded in 1978.\n- Meridian Bank was founded in 1987.\n- Bluepine Aviation was founded in 2008.\n- Callum works for Vantage Air.\n- Wren works for Vantage Air.\n- Bluepine Aviation is headquartered in Oslo.\n- Sofia works for Vantage Air.\n- Wren reports to Zoya.\n- Cobalt Health was founded in 1999.\n- Vantage Air is headquartered in Oslo.\n- Sanne works for Vantage Air.\n- Zoya reports to Callum.\n- Meridian Bank is headquartered in Basel.\n- Kenji works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39438", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Mei.\n- Beacon Insurance was founded in 1980.\n- Zoya reports to Jonas.\n- Jonas works for Beacon Insurance.\n- Atlas Freight is headquartered in Dunedin.\n- Kenji works for Cedar Retail Group.\n- Mara works for Beacon Insurance.\n- Sanne reports to Sofia.\n- Sanne works for Beacon Insurance.\n- Cedar Retail Group was founded in 1990.\n- Kenji reports to Elena.\n- Mei reports to Kenji.\n- Beacon Insurance is headquartered in Nagoya.\n- Atlas Freight was founded in 1990.\n- Jonas reports to Mara.\n- Vantage Air was founded in 1987.\n- Vantage Air is headquartered in Dunedin.\n- Mei works for Beacon Insurance.\n- Cedar Retail Group is headquartered in Dunedin.\n- Elena reports to Zoya.\n- Zoya works for Vantage Air.\n- Sofia works for Cedar Retail Group.\n- Elena works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1978", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39439", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1990.\n- Yuki reports to Wren.\n- Hana works for Lattice Analytics.\n- Viktor works for Fernhill Foods.\n- Omar works for Crescent Telecom.\n- Elena works for Fernhill Foods.\n- Meridian Bank was founded in 2003.\n- Wren reports to Aisha.\n- Zoya works for Lattice Analytics.\n- Yuki works for Meridian Bank.\n- Elena reports to Mei.\n- Fernhill Foods is headquartered in Porto.\n- Zoya reports to Omar.\n- Kenji reports to Elena.\n- Fernhill Foods was founded in 1990.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha works for Fernhill Foods.\n- Hana reports to Kenji.\n- Meridian Bank is headquartered in Turku.\n- Aisha reports to Hana.\n- Lattice Analytics was founded in 1986.\n- Lattice Analytics is headquartered in Oslo.\n- Viktor reports to Zoya.\n- Mei reports to Viktor.\n- Wren works for Meridian Bank.\n- Mei works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Porto", "2": "Tallinn", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39440", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Helios Logistics.\n- Lucia reports to Ravi.\n- Vantage Air was founded in 2014.\n- Mara reports to Bruno.\n- Mei works for Vantage Air.\n- Crescent Telecom is headquartered in Porto.\n- Mara works for Pinnacle Software.\n- Tobias reports to Pablo.\n- Zoya works for Helios Logistics.\n- Anders works for Vantage Air.\n- Ravi works for Vantage Air.\n- Kenji reports to Sanne.\n- Helios Logistics is headquartered in Ghent.\n- Zoya reports to Anders.\n- Crescent Telecom was founded in 1985.\n- Hana works for Vantage Air.\n- Anders reports to Lucia.\n- Pablo reports to Mei.\n- Pinnacle Software was founded in 2008.\n- Pinnacle Software is headquartered in Lyon.\n- Bruno works for Helios Logistics.\n- Vantage Air is headquartered in Ghent.\n- Bruno reports to Tobias.\n- Lucia works for Helios Logistics.\n- Sanne works for Helios Logistics.\n- Kenji works for Helios Logistics.\n- Hana reports to Kenji.\n- Sanne reports to Zoya.\n- Helios Logistics was founded in 1981.\n- Tobias works for Crescent Telecom.\n- Mei reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "1984", "1": "1981", "2": "1976", "3": "1979"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39441", "family": "intent_v3", "state": "Incoming it admin message:\n\"Need the latest vpn client\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39442", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "install_software", "1": "report_outage", "2": "deprovision", "3": "reset_password"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39443", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-3 (VERSION 5, EFFECTIVE 21 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 21 November 2023): For employees hired on or after 21 November 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 21 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2025-9080: employee Sanne R., hired 13 January 2022, separated 15 September 2024 (redundancy), annual base salary $104,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-3-2025-9080 under the controlling rules.", "criteria": {"0": "$5,400", "1": "$8,000", "2": "$8,500", "3": "$34,667"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2025-9080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39444", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Nadia.\n- Mei works for Meridian Bank.\n- Bluepine Aviation was founded in 1992.\n- Viktor works for Summit Energy.\n- Ingrid works for Bluepine Aviation.\n- Nadia reports to Deshawn.\n- Deshawn reports to Sanne.\n- Sanne works for Ironwood Manufacturing.\n- Hana works for Meridian Bank.\n- Hana reports to Viktor.\n- Sanne reports to Ingrid.\n- Meridian Bank is headquartered in Malmo.\n- Sofia works for Bluepine Aviation.\n- Nadia works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2015.\n- Summit Energy was founded in 1994.\n- Summit Energy is headquartered in Malmo.\n- Meridian Bank was founded in 1994.\n- Viktor reports to Mei.\n- Mei reports to Sofia.\n- Bluepine Aviation is headquartered in Malmo.\n- Ironwood Manufacturing is headquartered in Turku.\n- Deshawn works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Meridian Bank", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39445", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 1975.\n- Jonas reports to Sofia.\n- Hana reports to Lucia.\n- Lucia reports to Ingrid.\n- Sanne works for Lattice Analytics.\n- Vantage Air was founded in 1977.\n- Pinnacle Software is headquartered in Dunedin.\n- Lattice Analytics was founded in 1995.\n- Deshawn reports to Mara.\n- Ingrid reports to Anders.\n- Dmitri reports to Nadia.\n- Bruno works for Vantage Air.\n- Hana works for Vantage Air.\n- Lattice Analytics is headquartered in Tampere.\n- Mara works for Vantage Air.\n- Pinnacle Software was founded in 1997.\n- Anders works for Vantage Air.\n- Bruno reports to Jonas.\n- Deshawn works for Pinnacle Software.\n- Anders reports to Deshawn.\n- Ingrid works for Vantage Air.\n- Sofia reports to Hana.\n- Lucia works for Pinnacle Software.\n- Jonas works for Vantage Air.\n- Sanne reports to Bruno.\n- Nadia works for Vantage Air.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sofia works for Lattice Analytics.\n- Dmitri works for Pinnacle Software.\n- Vantage Air is headquartered in Cork.\n- Mara reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1975", "2": "1972", "3": "1980"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39446", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Kenji.\n- Bruno reports to Tessa.\n- Atlas Freight was founded in 1992.\n- Pablo reports to Bruno.\n- Pablo works for Cedar Retail Group.\n- Kenji works for Bluepine Aviation.\n- Kenji reports to Ingrid.\n- Lattice Analytics is headquartered in Tampere.\n- Yuki reports to Ravi.\n- Lattice Analytics was founded in 2011.\n- Atlas Freight is headquartered in Tampere.\n- Callum reports to Pablo.\n- Tessa works for Lattice Analytics.\n- Emeka reports to Yuki.\n- Bluepine Aviation was founded in 1981.\n- Cedar Retail Group was founded in 1975.\n- Stefan reports to Emeka.\n- Bluepine Aviation is headquartered in Cork.\n- Ingrid works for Cedar Retail Group.\n- Tessa reports to Stefan.\n- Cedar Retail Group is headquartered in Valencia.\n- Emeka works for Lattice Analytics.\n- Callum works for Atlas Freight.\n- Bruno works for Atlas Freight.\n- Stefan works for Lattice Analytics.\n- Yuki works for Bluepine Aviation.\n- Ravi works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Tampere", "2": "Valencia", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39447", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Mei.\n- Anders reports to Yuki.\n- Callum works for Pinnacle Software.\n- Kenji reports to Dmitri.\n- Pinnacle Software was founded in 2000.\n- Anders works for Pinnacle Software.\n- Elena reports to Amara.\n- Amara works for Cobalt Health.\n- Amara reports to Callum.\n- Northwind Systems was founded in 1995.\n- Elena works for Cobalt Health.\n- Vantage Air was founded in 1988.\n- Northwind Systems is headquartered in Ghent.\n- Sofia works for Northwind Systems.\n- Vantage Air is headquartered in Ghent.\n- Cobalt Health was founded in 1988.\n- Pinnacle Software is headquartered in Turku.\n- Mei reports to Kenji.\n- Dmitri reports to Lucia.\n- Lucia works for Vantage Air.\n- Cobalt Health is headquartered in Ghent.\n- Lucia reports to Sofia.\n- Mei works for Vantage Air.\n- Kenji works for Northwind Systems.\n- Yuki works for Cobalt Health.\n- Sofia reports to Anders.\n- Dmitri works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1986", "2": "1991", "3": "1983"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39448", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Oslo.\n- Felix reports to Priya.\n- Helios Logistics is headquartered in Oslo.\n- Priya reports to Sofia.\n- Sofia reports to Anders.\n- Ironwood Manufacturing was founded in 2015.\n- Felix works for Lattice Analytics.\n- Leila reports to Tobias.\n- Leila works for Lattice Analytics.\n- Summit Energy was founded in 1985.\n- Helios Logistics was founded in 1982.\n- Priya works for Summit Energy.\n- Lattice Analytics was founded in 1994.\n- Viktor works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Tobias reports to Felix.\n- Lattice Analytics is headquartered in Leeds.\n- Deshawn works for Ironwood Manufacturing.\n- Sofia works for Lattice Analytics.\n- Tobias works for Helios Logistics.\n- Viktor reports to Leila.\n- Summit Energy is headquartered in Oslo.\n- Deshawn reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1988", "2": "1983", "3": "1985"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39449", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2010.\n- Fernhill Foods is headquartered in Porto.\n- Tessa reports to Elena.\n- Nadia works for Crescent Telecom.\n- Aisha reports to Omar.\n- Anders works for Atlas Freight.\n- Crescent Telecom was founded in 2009.\n- Tobias works for Beacon Insurance.\n- Tessa works for Fernhill Foods.\n- Stefan works for Crescent Telecom.\n- Beacon Insurance was founded in 1999.\n- Beacon Insurance is headquartered in Halifax.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom is headquartered in Halifax.\n- Atlas Freight was founded in 2007.\n- Omar works for Fernhill Foods.\n- Nadia reports to Tobias.\n- Stefan reports to Anders.\n- Anders reports to Tessa.\n- Aisha works for Beacon Insurance.\n- Elena reports to Aisha.\n- Viktor reports to Dmitri.\n- Elena works for Atlas Freight.\n- Viktor works for Crescent Telecom.\n- Dmitri reports to Nadia.\n- Omar reports to Viktor.\n- Atlas Freight is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Halifax", "2": "Porto", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39450", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-5 (VERSION 3, EFFECTIVE 27 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 August 2025): For employees hired on or after 08 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8196: employee Bruno B., hired 06 June 2023, separated 21 February 2027 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8196?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8196 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39451", "family": "intent_hardneg", "state": "Incoming devops message:\n\"roll back the 2.1 release, errors spiked\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to add capacity", "2": "asks to rotate credentials", "3": "asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39452", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 5, EFFECTIVE 27 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 24 April 2025): For employees hired on or after 24 April 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 27 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-7402: employee Mateo K., hired 08 May 2024, separated 24 October 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-7402?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "45 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-7402 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39453", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY REL-4 (VERSION 4, EFFECTIVE 27 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 14 October 2023): For employees hired on or after 14 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 27 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-6427: employee Kenji K., hired 29 January 2023, separated 06 May 2024 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-4-2025-6427 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$26,000", "2": "$3,900", "3": "$8,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-6427 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39454", "family": "intent_v3", "state": "Incoming support message:\n\"Don't need the item anymore — cancel order 10774\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Report Damage — reports an item arrived broken", "2": "Cancel Order — wants to cancel a placed order", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39455", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara reports to Leila.\n- Ironwood Manufacturing was founded in 1999.\n- Mei works for Ironwood Manufacturing.\n- Mei reports to Hana.\n- Hana reports to Stefan.\n- Leila works for Cedar Retail Group.\n- Zoya reports to Mara.\n- Viktor works for Cedar Retail Group.\n- Sofia works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia reports to Sanne.\n- Cedar Retail Group is headquartered in Bergen.\n- Cedar Retail Group was founded in 1978.\n- Stefan works for Cedar Retail Group.\n- Viktor reports to Mei.\n- Northwind Systems was founded in 2000.\n- Aisha works for Meridian Bank.\n- Sanne works for Meridian Bank.\n- Mara reports to Aisha.\n- Mara works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Northwind Systems is headquartered in Basel.\n- Zoya works for Ironwood Manufacturing.\n- Aisha reports to Bruno.\n- Hana works for Cedar Retail Group.\n- Bruno works for Meridian Bank.\n- Bruno reports to Viktor.\n- Meridian Bank was founded in 1988.\n- Stefan reports to Amara.\n- Amara works for Cedar Retail Group.\n- Leila reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Basel", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39456", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Kenji.\n- Sanne reports to Pablo.\n- Dmitri works for Beacon Insurance.\n- Ironwood Manufacturing is headquartered in Basel.\n- Ironwood Manufacturing was founded in 1975.\n- Atlas Freight is headquartered in Basel.\n- Felix reports to Yuki.\n- Fernhill Foods is headquartered in Adelaide.\n- Lucia reports to Callum.\n- Mei reports to Tessa.\n- Tessa works for Atlas Freight.\n- Tessa reports to Dmitri.\n- Fernhill Foods was founded in 1986.\n- Pablo reports to Mei.\n- Pablo works for Atlas Freight.\n- Beacon Insurance was founded in 2005.\n- Mei works for Beacon Insurance.\n- Callum works for Fernhill Foods.\n- Callum reports to Felix.\n- Felix works for Fernhill Foods.\n- Beacon Insurance is headquartered in Adelaide.\n- Kenji works for Ironwood Manufacturing.\n- Yuki works for Ironwood Manufacturing.\n- Atlas Freight was founded in 1984.\n- Dmitri reports to Lucia.\n- Sanne works for Atlas Freight.\n- Lucia works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Adelaide", "2": "Tampere", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39457", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1999.\n- Anders reports to Chiara.\n- Summit Energy was founded in 1994.\n- Emeka reports to Elena.\n- Tessa reports to Wren.\n- Sanne reports to Priya.\n- Chiara works for Bluepine Aviation.\n- Chiara reports to Pablo.\n- Ironwood Manufacturing was founded in 2003.\n- Elena works for Vantage Air.\n- Pablo works for Summit Energy.\n- Bluepine Aviation is headquartered in Porto.\n- Sanne works for Vantage Air.\n- Deshawn works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Pablo reports to Stefan.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Anders works for Bluepine Aviation.\n- Elena reports to Yuki.\n- Wren reports to Deshawn.\n- Stefan reports to Sanne.\n- Priya reports to Emeka.\n- Bluepine Aviation was founded in 2015.\n- Wren works for Summit Energy.\n- Tessa works for Bluepine Aviation.\n- Yuki works for Summit Energy.\n- Summit Energy is headquartered in Halifax.\n- Stefan works for Ironwood Manufacturing.\n- Emeka works for Summit Energy.\n- Priya works for Summit Energy.\n- Yuki reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Turku", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39458", "family": "intent_hardneg", "state": "Incoming devops message:\n\"the new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to restart a service", "1": "asks to revert a deploy", "2": "asks to inspect logs or metrics", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39459", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY REL-8 (VERSION 3, EFFECTIVE 29 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 05 November 2024): For employees hired on or after 05 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 29 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2025-2883: employee Emeka M., hired 07 September 2021, separated 09 December 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2025-2883?", "criteria": {"0": "45 weeks", "1": "24 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2025-2883 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39460", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Mara.\n- Helios Logistics is headquartered in Nagoya.\n- Helios Logistics was founded in 1987.\n- Meridian Bank is headquartered in Nagoya.\n- Wren reports to Mei.\n- Zoya works for Atlas Freight.\n- Mara reports to Pablo.\n- Pablo works for Meridian Bank.\n- Sanne reports to Wren.\n- Northwind Systems was founded in 2009.\n- Mei reports to Tessa.\n- Mei works for Atlas Freight.\n- Pablo reports to Sanne.\n- Anders works for Atlas Freight.\n- Tessa works for Northwind Systems.\n- Sanne works for Northwind Systems.\n- Jonas works for Meridian Bank.\n- Atlas Freight is headquartered in Nagoya.\n- Anders reports to Viktor.\n- Wren works for Meridian Bank.\n- Tessa reports to Zoya.\n- Northwind Systems is headquartered in Cork.\n- Zoya reports to Jonas.\n- Atlas Freight was founded in 2010.\n- Mara works for Helios Logistics.\n- Viktor works for Meridian Bank.\n- Meridian Bank was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39461", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 2, EFFECTIVE 14 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 25 October 2024): For employees hired on or after 25 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 14 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6814: employee Emeka M., hired 21 August 2022, separated 25 May 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-6814?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39462", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — WORKFORCE TRANSITION POLICY RET-3 (VERSION 6, EFFECTIVE 25 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 17 May 2024): For employees hired on or after 17 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 25 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-3057: employee Mateo R., hired 26 January 2024, separated 26 November 2025 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case RET-3-2026-3057 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$8,731", "2": "$8,308", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-3057 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39463", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39465", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Are my blood results in yet\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Coverage Question — asks about insurance coverage", "1": "Book Appointment — books a visit", "2": "Test Results — asks for lab results", "3": "Refill Rx — requests medication refill"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39466", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 03 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 03 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4409: employee Leila K., hired 23 February 2020, separated 26 December 2024 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4409?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4409 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39467", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Cedar Retail Group.\n- Beacon Insurance was founded in 1981.\n- Summit Energy was founded in 1979.\n- Elena reports to Nadia.\n- Nadia works for Summit Energy.\n- Sanne works for Cedar Retail Group.\n- Anders works for Beacon Insurance.\n- Sofia reports to Anders.\n- Mei works for Ironwood Manufacturing.\n- Sanne reports to Emeka.\n- Anders reports to Sanne.\n- Stefan reports to Chiara.\n- Sofia works for Cedar Retail Group.\n- Elena works for Ironwood Manufacturing.\n- Emeka works for Cedar Retail Group.\n- Chiara reports to Tobias.\n- Tobias works for Cedar Retail Group.\n- Mei reports to Aisha.\n- Cedar Retail Group was founded in 2012.\n- Cedar Retail Group is headquartered in Bergen.\n- Ironwood Manufacturing was founded in 2008.\n- Aisha reports to Stefan.\n- Bruno reports to Elena.\n- Emeka reports to Mei.\n- Bruno works for Beacon Insurance.\n- Beacon Insurance is headquartered in Halifax.\n- Tobias reports to Bruno.\n- Chiara works for Summit Energy.\n- Summit Energy is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Porto.\n- Aisha works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2006", "2": "2011", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39468", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 26 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 07 October 2023): For employees hired on or after 07 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 26 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-4295: employee Elena T., hired 22 June 2021, separated 22 December 2023 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-9-2026-4295 under the controlling rules.", "criteria": {"0": "$28,817", "1": "$6,562", "2": "$6,650", "3": "$5,650"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-4295 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39469", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY SEP-8 (VERSION 3, EFFECTIVE 02 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 19 July 2023): For employees hired on or after 19 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 02 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-3137: employee Chiara B., hired 09 June 2022, separated 08 April 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-3137?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-3137 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39470", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 25 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 06 August 2023): For employees hired on or after 06 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 25 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3988: employee Sofia A., hired 06 October 2022, separated 12 January 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3988?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3988 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39471", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"what's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39472", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-7 (VERSION 3, EFFECTIVE 19 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 22 July 2024): For employees hired on or after 22 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 19 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-2403: employee Mateo S., hired 13 June 2022, separated 04 July 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-2403?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-2403 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39473", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Wire Transfer — asks to send money", "1": "Report Fraud — reports fraudulent activity", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39474", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Ingrid.\n- Viktor works for Summit Energy.\n- Amara works for Atlas Freight.\n- Nadia reports to Hana.\n- Helios Logistics was founded in 2001.\n- Sanne works for Helios Logistics.\n- Aisha reports to Sanne.\n- Beacon Insurance is headquartered in Nagoya.\n- Nadia works for Summit Energy.\n- Aisha works for Summit Energy.\n- Mara works for Atlas Freight.\n- Summit Energy is headquartered in Basel.\n- Sanne reports to Bruno.\n- Beacon Insurance was founded in 1976.\n- Helios Logistics is headquartered in Basel.\n- Mara reports to Viktor.\n- Atlas Freight is headquartered in Oslo.\n- Hana works for Atlas Freight.\n- Bruno reports to Nadia.\n- Kenji reports to Aisha.\n- Bruno works for Summit Energy.\n- Ingrid reports to Amara.\n- Hana reports to Mara.\n- Atlas Freight was founded in 1986.\n- Kenji works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Ingrid works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39475", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Amara.\n- Mei works for Bluepine Aviation.\n- Leila works for Atlas Freight.\n- Lucia works for Summit Energy.\n- Nadia works for Summit Energy.\n- Amara works for Pinnacle Software.\n- Deshawn reports to Omar.\n- Bluepine Aviation is headquartered in Austin.\n- Nadia reports to Deshawn.\n- Yuki works for Pinnacle Software.\n- Hana works for Bluepine Aviation.\n- Emeka reports to Hana.\n- Atlas Freight is headquartered in Malmo.\n- Pablo reports to Mei.\n- Hana reports to Yuki.\n- Summit Energy was founded in 1994.\n- Pablo works for Pinnacle Software.\n- Amara reports to Jonas.\n- Deshawn works for Summit Energy.\n- Leila reports to Nadia.\n- Jonas works for Atlas Freight.\n- Omar works for Summit Energy.\n- Pinnacle Software was founded in 1977.\n- Lucia reports to Emeka.\n- Pinnacle Software is headquartered in Malmo.\n- Bluepine Aviation was founded in 2000.\n- Atlas Freight was founded in 2005.\n- Yuki reports to Pablo.\n- Emeka works for Bluepine Aviation.\n- Summit Energy is headquartered in Nagoya.\n- Omar reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Lucia's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Bluepine Aviation", "2": "Pinnacle Software", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39476", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY REL-5 (VERSION 4, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 09 March 2024): For employees hired on or after 09 March 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-2208: employee Mara A., hired 03 September 2023, separated 26 June 2025 (site closure), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2025-2208?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-2208 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39477", "family": "intent_v3", "state": "Incoming support message:\n\"URGENT: Status on my shipment 52612 please\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Track Order — asks where an existing order is", "2": "Request Refund — asks for money back on a purchase", "3": "Report Damage — reports an item arrived broken", "4": "Cancel Order — wants to cancel a placed order"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39478", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1986.\n- Amara reports to Aisha.\n- Pablo works for Vantage Air.\n- Pablo reports to Elena.\n- Elena reports to Tobias.\n- Hana works for Vantage Air.\n- Fernhill Foods is headquartered in Brno.\n- Amara works for Vantage Air.\n- Fernhill Foods was founded in 1984.\n- Pinnacle Software was founded in 2012.\n- Northwind Systems was founded in 2014.\n- Pinnacle Software is headquartered in Halifax.\n- Vantage Air is headquartered in Bergen.\n- Tobias works for Vantage Air.\n- Ingrid reports to Wren.\n- Elena works for Vantage Air.\n- Tobias reports to Ingrid.\n- Wren works for Pinnacle Software.\n- Northwind Systems is headquartered in Brno.\n- Aisha works for Northwind Systems.\n- Aisha reports to Hana.\n- Wren reports to Amara.\n- Ingrid works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Fernhill Foods", "2": "Pinnacle Software", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39479", "family": "intent_v3", "state": "Incoming hr message:\n\"Putting in my two weeks notice\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39480", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-5 (VERSION 2, EFFECTIVE 13 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-5/A1 (EFFECTIVE 12 October 2022): For employees hired on or after 12 October 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-5 v1, withdrawn 13 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-5-2026-6708: employee Kenji S., hired 23 August 2021, separated 28 February 2023 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-5-2026-6708?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "32 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-5-2026-6708 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39481", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY EXP-4 (VERSION 5, EFFECTIVE 17 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 17 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-8284: employee Viktor B., hired 02 March 2022, separated 18 September 2025 (redundancy), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-4-2025-8284 under the controlling rules.", "criteria": {"0": "$21,667", "1": "$5,000", "2": "$5,500", "3": "$4,375"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-8284 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39482", "family": "intent_v3", "state": "Incoming logistics message:\n\"Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "changes a shipment destination", "1": "asks for a shipping quote", "2": "files a loss/damage claim", "3": "reports a delayed shipment", "4": "arranges a pickup"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39483", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-6 (VERSION 4, EFFECTIVE 28 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 17 March 2023): For employees hired on or after 17 March 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 28 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-8809: employee Pablo R., hired 01 November 2019, separated 02 September 2023 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-8809?", "criteria": {"0": "8 weeks", "1": "32 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-8809 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39484", "family": "intent_hardneg", "state": "Incoming banking message:\n\"what's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39485", "family": "intent_v3", "state": "Incoming health message:\n\"Re: Can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'referral' handler", "1": "Route to the 'coverage question' handler", "2": "Route to the 'book appointment' handler", "3": "Route to the 'test results' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39486", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Beacon Insurance is headquartered in Austin.\n- Mara works for Bluepine Aviation.\n- Elena reports to Stefan.\n- Northwind Systems is headquartered in Oslo.\n- Jonas reports to Chiara.\n- Lucia works for Crescent Telecom.\n- Felix works for Crescent Telecom.\n- Felix reports to Pablo.\n- Lucia reports to Elena.\n- Crescent Telecom was founded in 2012.\n- Bluepine Aviation was founded in 2015.\n- Stefan reports to Jonas.\n- Zoya works for Bluepine Aviation.\n- Mara reports to Felix.\n- Elena works for Crescent Telecom.\n- Leila reports to Lucia.\n- Stefan works for Beacon Insurance.\n- Beacon Insurance was founded in 2013.\n- Crescent Telecom is headquartered in Halifax.\n- Pablo reports to Leila.\n- Bluepine Aviation is headquartered in Malmo.\n- Pablo works for Northwind Systems.\n- Chiara works for Northwind Systems.\n- Leila works for Beacon Insurance.\n- Northwind Systems was founded in 2009.\n- Jonas works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2007", "2": "2012", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39487", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 25 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 24 May 2024): For employees hired on or after 24 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2026-4085: employee Sofia R., hired 10 September 2023, separated 28 March 2025 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-9-2026-4085 under the controlling rules.", "criteria": {"0": "$4,500", "1": "$6,000", "2": "$26,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2026-4085 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39488", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Request Leave — requests time off", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Update Benefits — changes benefits enrollment"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39489", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "removes access for a leaver", "1": "requests software installation", "2": "reports a system outage", "3": "resets credentials", "4": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39490", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Chiara.\n- Pinnacle Software is headquartered in Austin.\n- Atlas Freight is headquartered in Leeds.\n- Dmitri works for Ironwood Manufacturing.\n- Mateo works for Pinnacle Software.\n- Atlas Freight was founded in 2006.\n- Wren works for Ironwood Manufacturing.\n- Mara reports to Wren.\n- Felix works for Cedar Retail Group.\n- Dmitri reports to Mara.\n- Callum works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2001.\n- Priya works for Cedar Retail Group.\n- Wren reports to Felix.\n- Cedar Retail Group was founded in 2009.\n- Chiara reports to Dmitri.\n- Mara works for Pinnacle Software.\n- Callum reports to Mateo.\n- Felix reports to Priya.\n- Chiara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Cedar Retail Group is headquartered in Leeds.\n- Pinnacle Software was founded in 2012.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Callum's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Leeds", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39491", "family": "intent_v3", "state": "Incoming devops message:\n\"Pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'scale up' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'rotate keys' handler", "4": "Route to the 'restart service' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39492", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-9 (VERSION 4, EFFECTIVE 25 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 03 February 2025): For employees hired on or after 03 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 25 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-4058: employee Anders B., hired 24 May 2023, separated 09 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-4058?", "criteria": {"0": "24 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-4058 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39493", "family": "intent_v3", "state": "Incoming support message:\n\"I moved — update delivery for 61997\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "wants the delivery address updated", "1": "asks for money back on a purchase", "2": "wants to cancel a placed order", "3": "asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39494", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEPARATION BENEFIT POLICY EXP-8 (VERSION 5, EFFECTIVE 28 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 20 January 2023): For employees hired on or after 20 January 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 28 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-6669: employee Amara A., hired 19 September 2022, separated 20 October 2023 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-8-2025-6669 under the controlling rules.", "criteria": {"0": "$5,115", "1": "$4,615", "2": "$20,000", "3": "$3,808"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-6669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39495", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "initiates departure", "1": "asks about reporting structure", "2": "requests time off", "3": "changes benefits enrollment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39496", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Northwind Systems.\n- Ironwood Manufacturing was founded in 2009.\n- Elena reports to Omar.\n- Northwind Systems is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Callum reports to Dmitri.\n- Chiara reports to Sofia.\n- Chiara works for Crescent Telecom.\n- Leila works for Ironwood Manufacturing.\n- Pinnacle Software is headquartered in Malmo.\n- Ravi reports to Callum.\n- Zoya works for Northwind Systems.\n- Northwind Systems was founded in 2011.\n- Ingrid works for Crescent Telecom.\n- Dmitri reports to Elena.\n- Crescent Telecom was founded in 2001.\n- Elena works for Crescent Telecom.\n- Sofia reports to Ingrid.\n- Ravi works for Ironwood Manufacturing.\n- Omar reports to Chiara.\n- Pinnacle Software was founded in 1993.\n- Sofia works for Northwind Systems.\n- Omar works for Pinnacle Software.\n- Zoya reports to Ravi.\n- Leila reports to Zoya.\n- Crescent Telecom is headquartered in Porto.\n- Callum works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Tampere", "3": "Malmo"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39497", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'report delay' handler", "4": "Route to the 'quote request' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39498", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Upgrade my seat to exit row\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'change seat' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39499", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pinnacle Software was founded in 1997.\n- Summit Energy is headquartered in Lyon.\n- Tessa works for Northwind Systems.\n- Tobias reports to Lucia.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Tobias.\n- Lucia reports to Priya.\n- Aisha works for Helios Logistics.\n- Priya reports to Aisha.\n- Summit Energy was founded in 1995.\n- Priya works for Summit Energy.\n- Pinnacle Software is headquartered in Lyon.\n- Tessa reports to Mateo.\n- Nadia works for Summit Energy.\n- Helios Logistics was founded in 1987.\n- Tobias works for Northwind Systems.\n- Hana reports to Tessa.\n- Dmitri works for Pinnacle Software.\n- Helios Logistics is headquartered in Nagoya.\n- Aisha reports to Hana.\n- Lucia works for Pinnacle Software.\n- Northwind Systems is headquartered in Lyon.\n- Stefan works for Pinnacle Software.\n- Mateo reports to Nadia.\n- Nadia reports to Stefan.\n- Hana works for Summit Energy.\n- Northwind Systems was founded in 1996.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Oslo", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39500", "family": "intent_v3", "state": "Incoming travel message:\n\"URGENT: Cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "book_flight", "1": "claim_luggage", "2": "cancel_trip", "3": "check_status", "4": "change_seat"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39501", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Emeka.\n- Stefan works for Pinnacle Software.\n- Stefan reports to Ravi.\n- Wren works for Fernhill Foods.\n- Emeka works for Cedar Retail Group.\n- Lattice Analytics was founded in 2002.\n- Deshawn works for Fernhill Foods.\n- Nadia reports to Stefan.\n- Ravi works for Pinnacle Software.\n- Cedar Retail Group was founded in 2004.\n- Pinnacle Software is headquartered in Brno.\n- Wren reports to Nadia.\n- Ravi reports to Dmitri.\n- Emeka reports to Deshawn.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods was founded in 1993.\n- Yuki works for Fernhill Foods.\n- Pinnacle Software was founded in 2011.\n- Nadia works for Lattice Analytics.\n- Lattice Analytics is headquartered in Ghent.\n- Dmitri reports to Yuki.\n- Cedar Retail Group is headquartered in Austin.\n- Fernhill Foods is headquartered in Leeds.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2014", "2": "2006", "3": "2011"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39502", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 18 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 August 2024): For employees hired on or after 15 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 18 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-6508: employee Lucia B., hired 15 November 2022, separated 15 August 2025 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-6508?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "12 weeks", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-6508 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39503", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks about weather", "1": "asks to text someone", "2": "asks for a countdown timer", "3": "controls lighting"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39504", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Any delays on the 6pm departure\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports lost baggage", "1": "asks flight status", "2": "cancels a booking", "3": "books airfare", "4": "changes seat assignment"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39505", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Bruno.\n- Bruno reports to Ravi.\n- Ravi reports to Tessa.\n- Mateo reports to Mei.\n- Cobalt Health was founded in 1977.\n- Tessa reports to Stefan.\n- Beacon Insurance was founded in 1985.\n- Lattice Analytics was founded in 2009.\n- Mei works for Bluepine Aviation.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Nagoya.\n- Bluepine Aviation was founded in 2012.\n- Tessa works for Bluepine Aviation.\n- Beacon Insurance is headquartered in Brno.\n- Lattice Analytics is headquartered in Cork.\n- Mei reports to Yuki.\n- Bruno works for Lattice Analytics.\n- Jonas works for Cobalt Health.\n- Yuki works for Bluepine Aviation.\n- Cobalt Health is headquartered in Nagoya.\n- Mateo works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Stefan reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mateo's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Bluepine Aviation", "2": "Beacon Insurance", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39506", "family": "intent_v3", "state": "Incoming travel message:\n\"My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "cancel_trip", "1": "claim_luggage", "2": "book_flight", "3": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39507", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "payroll_issue", "1": "resignation", "2": "update_benefits", "3": "org_question"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39508", "family": "intent_v3", "state": "Incoming devops message:\n\"Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "check_logs", "3": "scale_up", "4": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39509", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "controls lighting", "1": "asks to text someone", "2": "asks to set a wake-up or reminder alarm", "3": "asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39511", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Beacon Insurance.\n- Lattice Analytics is headquartered in Cork.\n- Pablo reports to Aisha.\n- Ingrid reports to Lucia.\n- Mara works for Cedar Retail Group.\n- Lattice Analytics was founded in 1986.\n- Nadia works for Lattice Analytics.\n- Cedar Retail Group was founded in 1975.\n- Ingrid works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Emeka works for Cedar Retail Group.\n- Emeka reports to Ingrid.\n- Beacon Insurance was founded in 2013.\n- Mara reports to Leila.\n- Nadia reports to Emeka.\n- Cobalt Health is headquartered in Tallinn.\n- Cobalt Health was founded in 1976.\n- Cedar Retail Group is headquartered in Valencia.\n- Beacon Insurance is headquartered in Tallinn.\n- Lucia works for Beacon Insurance.\n- Leila reports to Nadia.\n- Aisha works for Lattice Analytics.\n- Aisha reports to Mara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2013", "2": "2011", "3": "2016"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39512", "family": "intent_hardneg", "state": "Incoming banking message:\n\"send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "open_account", "1": "wire_transfer", "2": "freeze_card", "3": "report_fraud"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39513", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "requests software installation", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39514", "family": "intent_hardneg", "state": "Incoming support message:\n\"wrong address on order 14561, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "track_order", "2": "request_refund", "3": "change_address"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39515", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY REL-3 (VERSION 3, EFFECTIVE 14 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 05 November 2023): For employees hired on or after 05 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-9419: employee Leila A., hired 16 October 2020, separated 24 November 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-9419?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-9419 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39516", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 2014.\n- Yuki works for Summit Energy.\n- Hana reports to Yuki.\n- Hana works for Ironwood Manufacturing.\n- Cedar Retail Group was founded in 2009.\n- Atlas Freight is headquartered in Halifax.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sanne works for Ironwood Manufacturing.\n- Yuki reports to Jonas.\n- Anders reports to Sanne.\n- Dmitri reports to Leila.\n- Sanne reports to Dmitri.\n- Ironwood Manufacturing was founded in 2013.\n- Jonas reports to Nadia.\n- Leila works for Cedar Retail Group.\n- Anders works for Summit Energy.\n- Nadia reports to Anders.\n- Cedar Retail Group is headquartered in Adelaide.\n- Nadia works for Summit Energy.\n- Atlas Freight was founded in 1999.\n- Dmitri works for Atlas Freight.\n- Summit Energy is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Nadia's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Ironwood Manufacturing", "2": "Cedar Retail Group", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39517", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Helios Logistics.\n- Amara works for Cedar Retail Group.\n- Ingrid reports to Mara.\n- Omar reports to Amara.\n- Wren works for Cedar Retail Group.\n- Omar works for Atlas Freight.\n- Crescent Telecom was founded in 1992.\n- Bruno works for Crescent Telecom.\n- Atlas Freight was founded in 1984.\n- Ingrid works for Cedar Retail Group.\n- Sanne reports to Mateo.\n- Tessa reports to Omar.\n- Mateo works for Cedar Retail Group.\n- Atlas Freight is headquartered in Porto.\n- Mara reports to Bruno.\n- Helios Logistics is headquartered in Tallinn.\n- Helios Logistics was founded in 2005.\n- Wren reports to Sanne.\n- Amara reports to Felix.\n- Ravi works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1983.\n- Ravi reports to Tessa.\n- Bruno reports to Wren.\n- Crescent Telecom is headquartered in Oslo.\n- Felix works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Felix reports to Ingrid.\n- Cedar Retail Group is headquartered in Tallinn.\n- Mara works for Helios Logistics.\n- Leila reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Leila's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2008", "3": "2005"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39518", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY TRV-6 (VERSION 4, EFFECTIVE 09 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 14 August 2025): For employees hired on or after 14 August 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 09 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-3532: employee Callum T., hired 12 August 2023, separated 08 January 2027 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-3532?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-3532 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39519", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Arrange collection of the returns\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination", "4": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39520", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-6 (VERSION 5, EFFECTIVE 26 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 04 June 2024): For employees hired on or after 04 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 26 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-2243: employee Jonas S., hired 25 April 2023, separated 05 January 2026 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-6-2025-2243 under the controlling rules.", "criteria": {"0": "$11,144", "1": "$10,514", "2": "$46,125", "3": "$10,644"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-2243 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39521", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Mei.\n- Yuki reports to Amara.\n- Ravi reports to Aisha.\n- Aisha works for Helios Logistics.\n- Helios Logistics is headquartered in Ghent.\n- Amara works for Helios Logistics.\n- Leila reports to Hana.\n- Helios Logistics was founded in 1981.\n- Lattice Analytics was founded in 2009.\n- Mei works for Fernhill Foods.\n- Deshawn works for Lattice Analytics.\n- Leila works for Fernhill Foods.\n- Summit Energy is headquartered in Tampere.\n- Summit Energy was founded in 2010.\n- Ravi works for Helios Logistics.\n- Mei reports to Chiara.\n- Hana works for Lattice Analytics.\n- Amara reports to Emeka.\n- Emeka reports to Leila.\n- Lattice Analytics is headquartered in Ghent.\n- Deshawn reports to Yuki.\n- Sanne works for Summit Energy.\n- Chiara works for Fernhill Foods.\n- Hana reports to Dmitri.\n- Fernhill Foods is headquartered in Basel.\n- Fernhill Foods was founded in 1995.\n- Dmitri reports to Sanne.\n- Emeka works for Helios Logistics.\n- Dmitri works for Summit Energy.\n- Sanne reports to Ravi.\n- Yuki works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Amara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Basel", "2": "Ghent", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39522", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 2, EFFECTIVE 17 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 08 December 2023): For employees hired on or after 08 December 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 17 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8408: employee Ingrid M., hired 06 September 2021, separated 15 January 2024 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2025-8408 under the controlling rules.", "criteria": {"0": "$9,231", "1": "$5,538", "2": "$11,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8408 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39523", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 18613\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39524", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Brno.\n- Leila reports to Yuki.\n- Nadia works for Fernhill Foods.\n- Tessa reports to Nadia.\n- Omar works for Vantage Air.\n- Callum works for Atlas Freight.\n- Fernhill Foods is headquartered in Brno.\n- Tessa works for Atlas Freight.\n- Cobalt Health was founded in 2007.\n- Atlas Freight was founded in 1977.\n- Aisha reports to Omar.\n- Callum reports to Tobias.\n- Atlas Freight is headquartered in Cork.\n- Fernhill Foods was founded in 2001.\n- Vantage Air was founded in 2012.\n- Tobias reports to Aisha.\n- Yuki works for Fernhill Foods.\n- Nadia reports to Callum.\n- Leila works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Vantage Air is headquartered in Brno.\n- Aisha works for Fernhill Foods.\n- Omar reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Callum's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39525", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "controls lighting", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39526", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Fernhill Foods was founded in 2001.\n- Sanne reports to Mei.\n- Fernhill Foods is headquartered in Valencia.\n- Vantage Air is headquartered in Valencia.\n- Crescent Telecom is headquartered in Tallinn.\n- Cobalt Health is headquartered in Porto.\n- Wren works for Fernhill Foods.\n- Mei works for Crescent Telecom.\n- Vantage Air was founded in 1994.\n- Ravi reports to Wren.\n- Chiara works for Fernhill Foods.\n- Mei reports to Ravi.\n- Callum works for Crescent Telecom.\n- Kenji reports to Chiara.\n- Wren reports to Kenji.\n- Ravi works for Crescent Telecom.\n- Crescent Telecom was founded in 2009.\n- Priya reports to Callum.\n- Sanne works for Cobalt Health.\n- Cobalt Health was founded in 1999.\n- Chiara reports to Priya.\n- Priya works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Sanne's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Porto", "3": "Halifax"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39527", "family": "intent_v3", "state": "Incoming health message:\n\"I need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Test Results — asks for lab results", "1": "Book Appointment — books a visit", "2": "Refill Rx — requests medication refill", "3": "Referral — requests specialist referral", "4": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39528", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY SEP-9 (VERSION 5, EFFECTIVE 08 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 February 2023): For employees hired on or after 16 February 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 08 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-6124: employee Chiara T., hired 27 November 2020, separated 31 August 2024 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-6124?", "criteria": {"0": "12 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-6124 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39529", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY RET-7 (VERSION 7, EFFECTIVE 06 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-7/A1 (EFFECTIVE 20 April 2024): For employees hired on or after 20 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-7 v1, withdrawn 06 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-7-2025-9646: employee Priya A., hired 30 October 2020, separated 04 February 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-7-2025-9646?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "45 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-7-2025-9646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39530", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Omar reports to Leila.\n- Kenji reports to Anders.\n- Leila reports to Sanne.\n- Mateo works for Pinnacle Software.\n- Omar works for Meridian Bank.\n- Lattice Analytics was founded in 2014.\n- Cedar Retail Group was founded in 1995.\n- Anders works for Pinnacle Software.\n- Tobias works for Lattice Analytics.\n- Lattice Analytics is headquartered in Basel.\n- Kenji works for Pinnacle Software.\n- Sanne works for Cedar Retail Group.\n- Pinnacle Software was founded in 2008.\n- Sanne reports to Tobias.\n- Cedar Retail Group is headquartered in Austin.\n- Yuki reports to Kenji.\n- Meridian Bank was founded in 1980.\n- Priya works for Pinnacle Software.\n- Anders reports to Priya.\n- Pinnacle Software is headquartered in Austin.\n- Leila works for Lattice Analytics.\n- Dmitri reports to Omar.\n- Meridian Bank is headquartered in Basel.\n- Priya reports to Dmitri.\n- Dmitri works for Cedar Retail Group.\n- Mateo reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Bergen", "2": "Dunedin", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39531", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY REL-7 (VERSION 6, EFFECTIVE 11 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 10 January 2025): For employees hired on or after 10 January 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 11 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-5674: employee Chiara R., hired 14 September 2022, separated 24 February 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-5674 under the controlling rules.", "criteria": {"0": "$6,000", "1": "$7,000", "2": "$26,000", "3": "$3,600"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-5674 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39532", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Helios Logistics.\n- Crescent Telecom is headquartered in Turku.\n- Jonas reports to Deshawn.\n- Deshawn works for Helios Logistics.\n- Meridian Bank is headquartered in Dunedin.\n- Hana reports to Callum.\n- Aisha works for Helios Logistics.\n- Sofia works for Helios Logistics.\n- Callum works for Crescent Telecom.\n- Helios Logistics was founded in 2011.\n- Hana works for Helios Logistics.\n- Crescent Telecom was founded in 2015.\n- Deshawn reports to Ingrid.\n- Tobias works for Crescent Telecom.\n- Aisha reports to Sofia.\n- Helios Logistics is headquartered in Tallinn.\n- Ingrid works for Helios Logistics.\n- Ingrid reports to Tobias.\n- Tobias reports to Hana.\n- Sofia reports to Jonas.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Ironwood Manufacturing was founded in 1993.\n- Meridian Bank was founded in 1993.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Turku", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39533", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 5, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 20 April 2023): For employees hired on or after 20 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9744: employee Felix R., hired 15 January 2020, separated 24 November 2023 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9744?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9744 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39534", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'dispute charge' handler", "4": "Route to the 'payment plan' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39535", "family": "intent_v3", "state": "Incoming hr message:\n\"Add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'org question' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'payroll issue' handler", "4": "Route to the 'resignation' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39536", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air was founded in 1992.\n- Mateo works for Northwind Systems.\n- Viktor works for Northwind Systems.\n- Mei reports to Nadia.\n- Bluepine Aviation was founded in 2012.\n- Stefan reports to Callum.\n- Mei works for Helios Logistics.\n- Ingrid reports to Chiara.\n- Pablo reports to Ingrid.\n- Helios Logistics was founded in 1983.\n- Vantage Air is headquartered in Tallinn.\n- Elena reports to Viktor.\n- Northwind Systems was founded in 1982.\n- Nadia works for Northwind Systems.\n- Sanne reports to Anders.\n- Chiara reports to Mei.\n- Sanne works for Helios Logistics.\n- Anders works for Bluepine Aviation.\n- Viktor reports to Pablo.\n- Northwind Systems is headquartered in Valencia.\n- Callum works for Northwind Systems.\n- Anders reports to Elena.\n- Stefan works for Helios Logistics.\n- Ingrid works for Northwind Systems.\n- Callum reports to Mateo.\n- Helios Logistics is headquartered in Tallinn.\n- Elena works for Helios Logistics.\n- Pablo works for Helios Logistics.\n- Mateo reports to Sanne.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Bluepine Aviation", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39537", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 56089\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "change_address", "1": "cancel_order", "2": "request_refund", "3": "exchange_item"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39538", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY REL-6 (VERSION 4, EFFECTIVE 09 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 07 May 2024): For employees hired on or after 07 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 09 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-4046: employee Chiara M., hired 22 January 2023, separated 07 July 2024 (site closure), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-6-2025-4046 under the controlling rules.", "criteria": {"0": "$7,500", "1": "$30,333", "2": "$3,938", "3": "$7,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-4046 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39539", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation is headquartered in Cork.\n- Nadia reports to Tessa.\n- Mara reports to Emeka.\n- Emeka reports to Yuki.\n- Elena works for Fernhill Foods.\n- Tessa reports to Callum.\n- Fernhill Foods is headquartered in Ghent.\n- Jonas reports to Nadia.\n- Lattice Analytics was founded in 2010.\n- Sofia works for Lattice Analytics.\n- Kenji reports to Mara.\n- Mateo reports to Sofia.\n- Elena reports to Mateo.\n- Kenji works for Bluepine Aviation.\n- Mateo works for Fernhill Foods.\n- Callum works for Lattice Analytics.\n- Summit Energy was founded in 1990.\n- Lattice Analytics is headquartered in Lyon.\n- Ravi works for Lattice Analytics.\n- Callum reports to Ravi.\n- Mara works for Fernhill Foods.\n- Emeka works for Bluepine Aviation.\n- Yuki works for Lattice Analytics.\n- Nadia works for Summit Energy.\n- Jonas works for Lattice Analytics.\n- Sofia reports to Kenji.\n- Tessa works for Fernhill Foods.\n- Yuki reports to Jonas.\n- Fernhill Foods was founded in 1999.\n- Bluepine Aviation was founded in 2012.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Bergen", "2": "Lyon", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39540", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"provision vpn for the contractor\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resets credentials", "1": "reports a system outage", "2": "requests software installation", "3": "grants system access"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39541", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 25663 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'exchange item' handler", "1": "Route to the 'request refund' handler", "2": "Route to the 'report damage' handler", "3": "Route to the 'cancel order' handler", "4": "Route to the 'change address' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39542", "family": "intent_v3", "state": "Incoming it admin message:\n\"The vpn is down for the whole office\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "grants system access", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage", "4": "requests software installation"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39543", "family": "intent_v3", "state": "Incoming hr message:\n\"Re: The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'payroll issue' handler", "2": "Route to the 'resignation' handler", "3": "Route to the 'org question' handler", "4": "Route to the 'request leave' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39544", "family": "intent_v3", "state": "Incoming health message:\n\"Book me with dr reyes on tuesday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'book appointment' handler", "2": "Route to the 'refill rx' handler", "3": "Route to the 'coverage question' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39545", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Sanne reports to Mara.\n- Ironwood Manufacturing was founded in 1999.\n- Crescent Telecom is headquartered in Basel.\n- Hana works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Cork.\n- Leila works for Crescent Telecom.\n- Viktor works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Basel.\n- Chiara works for Summit Energy.\n- Beacon Insurance was founded in 1985.\n- Lucia reports to Sanne.\n- Summit Energy is headquartered in Bergen.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom was founded in 1996.\n- Amara reports to Lucia.\n- Amara works for Crescent Telecom.\n- Summit Energy was founded in 1978.\n- Chiara reports to Viktor.\n- Mara reports to Hana.\n- Mara works for Crescent Telecom.\n- Hana reports to Leila.\n- Viktor reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1999", "2": "1996", "3": "1991"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39546", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY TRV-7 (VERSION 3, EFFECTIVE 18 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 22 November 2024): For employees hired on or after 22 November 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 18 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-1288: employee Ravi S., hired 27 March 2024, separated 06 February 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-1288?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-1288 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39547", "family": "policy_pack_v2", "state": "FERNHILL FOODS — WORKFORCE TRANSITION POLICY RET-5 (VERSION 6, EFFECTIVE 14 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 12 November 2022): For employees hired on or after 12 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 14 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-3927: employee Chiara A., hired 31 May 2020, separated 07 June 2023 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-3927?", "criteria": {"0": "20 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-3927 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39548", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Provision Access — grants system access", "1": "Report Outage — reports a system outage", "2": "Install Software — requests software installation", "3": "Reset Password — resets credentials", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39549", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39550", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Alarm for 5pm please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_timer", "1": "play_music", "2": "send_message", "3": "weather", "4": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39551", "family": "intent_hardneg", "state": "Incoming billing message:\n\"can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to end recurring billing", "1": "reports an unauthorized charge", "2": "requests a receipt or invoice", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39552", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas reports to Kenji.\n- Zoya works for Fernhill Foods.\n- Lucia reports to Jonas.\n- Wren works for Fernhill Foods.\n- Lattice Analytics is headquartered in Nagoya.\n- Fernhill Foods was founded in 1995.\n- Ingrid reports to Lucia.\n- Lucia works for Beacon Insurance.\n- Zoya reports to Wren.\n- Cobalt Health is headquartered in Porto.\n- Pablo works for Cobalt Health.\n- Lattice Analytics was founded in 1996.\n- Kenji works for Fernhill Foods.\n- Amara works for Cobalt Health.\n- Jonas works for Cobalt Health.\n- Pablo reports to Amara.\n- Wren reports to Pablo.\n- Amara reports to Ingrid.\n- Cobalt Health was founded in 1996.\n- Fernhill Foods is headquartered in Cork.\n- Beacon Insurance is headquartered in Porto.\n- Ingrid works for Fernhill Foods.\n- Beacon Insurance was founded in 2014.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Cobalt Health", "2": "Lattice Analytics", "3": "Fernhill Foods"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39553", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi reports to Mateo.\n- Aisha works for Northwind Systems.\n- Ravi works for Ironwood Manufacturing.\n- Mei reports to Jonas.\n- Anders reports to Mei.\n- Jonas works for Beacon Insurance.\n- Summit Energy is headquartered in Tallinn.\n- Mateo reports to Kenji.\n- Jonas reports to Aisha.\n- Lucia works for Ironwood Manufacturing.\n- Omar reports to Deshawn.\n- Felix works for Ironwood Manufacturing.\n- Beacon Insurance is headquartered in Dunedin.\n- Amara reports to Lucia.\n- Mei works for Northwind Systems.\n- Deshawn reports to Felix.\n- Ironwood Manufacturing was founded in 1975.\n- Amara works for Beacon Insurance.\n- Omar works for Northwind Systems.\n- Lucia reports to Ravi.\n- Northwind Systems was founded in 1989.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Deshawn works for Ironwood Manufacturing.\n- Kenji reports to Anders.\n- Beacon Insurance was founded in 2008.\n- Mateo works for Ironwood Manufacturing.\n- Anders works for Beacon Insurance.\n- Summit Energy was founded in 2004.\n- Aisha reports to Omar.\n- Kenji works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Tallinn.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2011", "2": "2008", "3": "2003"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39554", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Leila.\n- Nadia reports to Yuki.\n- Priya reports to Nadia.\n- Cedar Retail Group is headquartered in Ghent.\n- Dmitri reports to Emeka.\n- Priya works for Cedar Retail Group.\n- Northwind Systems was founded in 1995.\n- Leila reports to Mei.\n- Mara works for Beacon Insurance.\n- Emeka works for Cedar Retail Group.\n- Leila works for Beacon Insurance.\n- Dmitri works for Cedar Retail Group.\n- Mei works for Beacon Insurance.\n- Mei reports to Priya.\n- Deshawn works for Northwind Systems.\n- Beacon Insurance is headquartered in Leeds.\n- Cedar Retail Group was founded in 1991.\n- Cobalt Health is headquartered in Nagoya.\n- Pablo works for Northwind Systems.\n- Northwind Systems is headquartered in Brno.\n- Lucia reports to Dmitri.\n- Nadia works for Beacon Insurance.\n- Deshawn reports to Pablo.\n- Felix works for Beacon Insurance.\n- Emeka reports to Felix.\n- Yuki reports to Lucia.\n- Mara reports to Deshawn.\n- Cobalt Health was founded in 1977.\n- Beacon Insurance was founded in 1998.\n- Yuki works for Cobalt Health.\n- Lucia works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2001", "1": "1993", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39555", "family": "intent_v3", "state": "Incoming support message:\n\"FW: I moved — update delivery for 15887\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Request Refund — asks for money back on a purchase", "1": "Track Order — asks where an existing order is", "2": "Change Address — wants the delivery address updated", "3": "Cancel Order — wants to cancel a placed order", "4": "Report Damage — reports an item arrived broken"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39556", "family": "intent_v3", "state": "Incoming hr message:\n\"Need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "initiates departure", "1": "requests time off", "2": "changes benefits enrollment", "3": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39557", "family": "intent_hardneg", "state": "Incoming hr message:\n\"add my spouse to health insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "changes benefits enrollment", "3": "initiates departure"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39558", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Meridian Bank is headquartered in Basel.\n- Zoya works for Ironwood Manufacturing.\n- Jonas reports to Bruno.\n- Anders reports to Jonas.\n- Fernhill Foods is headquartered in Basel.\n- Ravi works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Dmitri reports to Leila.\n- Jonas works for Meridian Bank.\n- Ironwood Manufacturing was founded in 1982.\n- Sofia works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1986.\n- Mara works for Meridian Bank.\n- Chiara reports to Mara.\n- Summit Energy is headquartered in Porto.\n- Bruno reports to Tobias.\n- Felix works for Ironwood Manufacturing.\n- Zoya reports to Sofia.\n- Chiara works for Meridian Bank.\n- Summit Energy was founded in 2015.\n- Bruno works for Fernhill Foods.\n- Tobias works for Fernhill Foods.\n- Tobias reports to Ravi.\n- Sofia reports to Dmitri.\n- Ravi reports to Chiara.\n- Leila reports to Felix.\n- Felix reports to Anders.\n- Anders works for Summit Energy.\n- Dmitri works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Zoya's employer founded? Use only the registry.", "criteria": {"0": "1977", "1": "1985", "2": "1980", "3": "1982"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39559", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Vantage Air.\n- Nadia works for Crescent Telecom.\n- Vantage Air was founded in 2009.\n- Elena works for Vantage Air.\n- Deshawn reports to Lucia.\n- Dmitri reports to Nadia.\n- Hana reports to Zoya.\n- Lucia reports to Priya.\n- Dmitri works for Vantage Air.\n- Priya reports to Dmitri.\n- Northwind Systems is headquartered in Turku.\n- Fernhill Foods is headquartered in Brno.\n- Chiara works for Crescent Telecom.\n- Zoya works for Fernhill Foods.\n- Callum reports to Elena.\n- Nadia reports to Chiara.\n- Lucia works for Fernhill Foods.\n- Priya works for Vantage Air.\n- Deshawn works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Northwind Systems was founded in 2015.\n- Chiara reports to Hana.\n- Hana works for Fernhill Foods.\n- Crescent Telecom was founded in 1980.\n- Vantage Air is headquartered in Brno.\n- Elena reports to Deshawn.\n- Crescent Telecom is headquartered in Valencia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1973", "2": "1978", "3": "1970"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39560", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Shipment stuck in memphis\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "schedule_pickup", "1": "report_delay", "2": "quote_request", "3": "file_claim", "4": "reroute"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39561", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY RET-9 (VERSION 7, EFFECTIVE 12 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-9/A1 (EFFECTIVE 16 October 2024): For employees hired on or after 16 October 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-9 v1, withdrawn 12 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-9-2025-9577: employee Felix T., hired 17 February 2022, separated 18 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-9-2025-9577?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-9-2025-9577 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39562", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY RET-5 (VERSION 7, EFFECTIVE 11 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 01 March 2024): For employees hired on or after 01 March 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 11 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-8413: employee Elena A., hired 19 December 2022, separated 09 February 2025 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-8413?", "criteria": {"0": "20 weeks", "1": "16 weeks", "2": "26 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-8413 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39563", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: Someone's been using my account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks for account balance", "1": "asks to freeze a card", "2": "asks to open a new account", "3": "reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39564", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: File a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "change_seat", "1": "claim_luggage", "2": "book_flight", "3": "cancel_trip", "4": "check_status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39565", "family": "intent_hardneg", "state": "Incoming support message:\n\"tracking for 17382 hasn't moved\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "asks where an existing order is", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39566", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2012.\n- Ironwood Manufacturing was founded in 1994.\n- Aisha works for Atlas Freight.\n- Crescent Telecom is headquartered in Cork.\n- Pablo reports to Stefan.\n- Deshawn reports to Dmitri.\n- Jonas reports to Viktor.\n- Sofia reports to Pablo.\n- Atlas Freight is headquartered in Oslo.\n- Viktor reports to Aisha.\n- Sofia works for Atlas Freight.\n- Aisha reports to Hana.\n- Viktor works for Crescent Telecom.\n- Hana reports to Tobias.\n- Dmitri works for Crescent Telecom.\n- Deshawn works for Atlas Freight.\n- Jonas works for Ironwood Manufacturing.\n- Stefan works for Fernhill Foods.\n- Tobias reports to Deshawn.\n- Pablo works for Crescent Telecom.\n- Atlas Freight was founded in 2011.\n- Dmitri reports to Sofia.\n- Hana works for Ironwood Manufacturing.\n- Fernhill Foods was founded in 1994.\n- Tobias works for Fernhill Foods.\n- Fernhill Foods is headquartered in Tampere.\n- Ironwood Manufacturing is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2009", "1": "2011", "2": "2014", "3": "2006"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39567", "family": "intent_v3", "state": "Incoming health message:\n\"Out of my inhaler — renew it\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'referral' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'book appointment' handler", "4": "Route to the 'refill rx' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39568", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Helios Logistics.\n- Chiara works for Ironwood Manufacturing.\n- Nadia works for Bluepine Aviation.\n- Aisha reports to Chiara.\n- Anders works for Ironwood Manufacturing.\n- Lucia works for Bluepine Aviation.\n- Dmitri reports to Nadia.\n- Hana reports to Ravi.\n- Felix works for Bluepine Aviation.\n- Ravi works for Helios Logistics.\n- Elena reports to Omar.\n- Bluepine Aviation is headquartered in Dunedin.\n- Aisha works for Bluepine Aviation.\n- Dmitri works for Bluepine Aviation.\n- Chiara reports to Anders.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Ravi reports to Lucia.\n- Helios Logistics is headquartered in Bergen.\n- Vantage Air is headquartered in Basel.\n- Lucia reports to Dmitri.\n- Helios Logistics was founded in 1978.\n- Ironwood Manufacturing was founded in 1983.\n- Elena works for Helios Logistics.\n- Mara reports to Aisha.\n- Anders reports to Felix.\n- Nadia reports to Mara.\n- Vantage Air was founded in 1992.\n- Felix reports to Elena.\n- Mara works for Vantage Air.\n- Bluepine Aviation was founded in 1979.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Bergen", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39569", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Ironwood Manufacturing.\n- Jonas reports to Omar.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Summit Energy was founded in 1993.\n- Zoya works for Beacon Insurance.\n- Priya reports to Felix.\n- Yuki works for Beacon Insurance.\n- Fernhill Foods is headquartered in Tallinn.\n- Summit Energy is headquartered in Bergen.\n- Beacon Insurance was founded in 1977.\n- Felix works for Fernhill Foods.\n- Beacon Insurance is headquartered in Malmo.\n- Mara reports to Jonas.\n- Felix reports to Viktor.\n- Priya works for Fernhill Foods.\n- Yuki reports to Priya.\n- Omar works for Beacon Insurance.\n- Zoya reports to Yuki.\n- Fernhill Foods was founded in 2004.\n- Viktor reports to Mara.\n- Mara works for Fernhill Foods.\n- Ironwood Manufacturing was founded in 2014.\n- Jonas works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Bergen", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39570", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Basel.\n- Chiara works for Meridian Bank.\n- Nadia reports to Leila.\n- Nadia works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2001.\n- Priya works for Meridian Bank.\n- Crescent Telecom is headquartered in Basel.\n- Amara reports to Sanne.\n- Cobalt Health is headquartered in Oslo.\n- Leila reports to Amara.\n- Hana reports to Priya.\n- Priya reports to Mei.\n- Mei reports to Chiara.\n- Meridian Bank was founded in 1991.\n- Mei works for Crescent Telecom.\n- Hana works for Cobalt Health.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 2009.\n- Chiara reports to Nadia.\n- Amara works for Ironwood Manufacturing.\n- Sanne works for Ironwood Manufacturing.\n- Leila works for Crescent Telecom.\n- Crescent Telecom was founded in 1986.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Hana's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "1999", "2": "2001", "3": "1996"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39571", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "play_music", "1": "send_message", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39572", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 6, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 13 January 2025): For employees hired on or after 13 January 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2025-6430: employee Anders K., hired 27 January 2024, separated 28 December 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2025-6430?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "24 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2025-6430 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39573", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-7 (VERSION 6, EFFECTIVE 24 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 25 July 2023): For employees hired on or after 25 July 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6960: employee Ravi K., hired 30 March 2022, separated 01 August 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-6960 under the controlling rules.", "criteria": {"0": "$4,025", "1": "$6,000", "2": "$7,000", "3": "$30,333"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6960 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39574", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-9 (VERSION 2, EFFECTIVE 11 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 01 December 2024): For employees hired on or after 01 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 11 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-3258: employee Jonas B., hired 04 August 2021, separated 27 April 2026 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-3258?", "criteria": {"0": "39 weeks", "1": "24 weeks", "2": "45 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-3258 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39575", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Mateo.\n- Stefan reports to Anders.\n- Priya works for Pinnacle Software.\n- Bruno works for Cedar Retail Group.\n- Cobalt Health is headquartered in Ghent.\n- Yuki reports to Wren.\n- Mateo reports to Ingrid.\n- Wren reports to Viktor.\n- Zoya works for Beacon Insurance.\n- Wren works for Cedar Retail Group.\n- Ravi works for Pinnacle Software.\n- Ingrid reports to Priya.\n- Zoya reports to Ravi.\n- Anders reports to Sanne.\n- Pinnacle Software is headquartered in Valencia.\n- Anders works for Pinnacle Software.\n- Viktor works for Cedar Retail Group.\n- Beacon Insurance was founded in 1991.\n- Cedar Retail Group was founded in 2010.\n- Sanne reports to Zoya.\n- Ravi reports to Yuki.\n- Stefan works for Beacon Insurance.\n- Cobalt Health was founded in 1988.\n- Cedar Retail Group is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Valencia.\n- Ingrid works for Pinnacle Software.\n- Sanne works for Pinnacle Software.\n- Pinnacle Software was founded in 1986.\n- Yuki works for Pinnacle Software.\n- Priya reports to Stefan.\n- Mateo works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1984", "2": "1986", "3": "1981"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39576", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "changes a shipment destination", "3": "arranges a pickup", "4": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39577", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "arranges a pickup", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39578", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY SEP-2 (VERSION 7, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 31 May 2024): For employees hired on or after 31 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-4636: employee Sanne K., hired 20 August 2021, separated 26 November 2024 (mutual separation), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-4636?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-4636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39579", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-4 (VERSION 4, EFFECTIVE 15 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 02 August 2024): For employees hired on or after 02 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 15 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-5646: employee Deshawn T., hired 27 November 2022, separated 13 March 2026 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-5646?", "criteria": {"0": "13 weeks", "1": "24 weeks", "2": "19 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-5646 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39580", "family": "intent_v3", "state": "Incoming billing message:\n\"URGENT: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "invoice_copy", "3": "update_card", "4": "cancel_subscription"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39581", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-8 (VERSION 7, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 28 August 2025): For employees hired on or after 28 August 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-7336: employee Omar T., hired 18 August 2024, separated 05 July 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-7336?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-7336 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39582", "family": "intent_hardneg", "state": "Incoming health message:\n\"what's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39583", "family": "intent_hardneg", "state": "Incoming health message:\n\"refill my prescription\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "coverage_question", "1": "referral", "2": "test_results", "3": "refill_rx"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39585", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "asks to text someone", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting", "4": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39586", "family": "intent_v3", "state": "Incoming health message:\n\"What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Referral — requests specialist referral", "1": "Test Results — asks for lab results", "2": "Refill Rx — requests medication refill", "3": "Coverage Question — asks about insurance coverage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39587", "family": "intent_v3", "state": "Incoming health message:\n\"Re: What's my copay for a specialist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "referral", "1": "book_appointment", "2": "refill_rx", "3": "coverage_question"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39588", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid works for Meridian Bank.\n- Stefan reports to Tessa.\n- Summit Energy is headquartered in Ghent.\n- Northwind Systems was founded in 1987.\n- Yuki works for Summit Energy.\n- Nadia reports to Yuki.\n- Meridian Bank was founded in 1998.\n- Mara reports to Stefan.\n- Summit Energy was founded in 1996.\n- Felix works for Meridian Bank.\n- Stefan works for Northwind Systems.\n- Mateo works for Northwind Systems.\n- Ingrid reports to Nadia.\n- Meridian Bank is headquartered in Dunedin.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Northwind Systems is headquartered in Leeds.\n- Mara works for Meridian Bank.\n- Tessa works for Summit Energy.\n- Mateo reports to Felix.\n- Felix reports to Ingrid.\n- Ironwood Manufacturing was founded in 1987.\n- Yuki reports to Mara.\n- Nadia works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Leeds", "2": "Cork", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39589", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1992.\n- Ravi works for Helios Logistics.\n- Jonas reports to Ravi.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ingrid works for Pinnacle Software.\n- Anders reports to Wren.\n- Pinnacle Software was founded in 2010.\n- Anders works for Helios Logistics.\n- Tessa reports to Ingrid.\n- Tessa works for Helios Logistics.\n- Ravi reports to Nadia.\n- Nadia works for Meridian Bank.\n- Hana works for Ironwood Manufacturing.\n- Nadia reports to Sofia.\n- Meridian Bank is headquartered in Bergen.\n- Sofia reports to Tessa.\n- Wren reports to Yuki.\n- Pinnacle Software is headquartered in Lyon.\n- Helios Logistics was founded in 2009.\n- Sofia works for Helios Logistics.\n- Ironwood Manufacturing was founded in 1988.\n- Yuki reports to Jonas.\n- Wren works for Helios Logistics.\n- Ingrid reports to Hana.\n- Yuki works for Pinnacle Software.\n- Helios Logistics is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2009", "2": "2004", "3": "2012"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39590", "family": "intent_v3", "state": "Incoming health message:\n\"Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "referral", "1": "refill_rx", "2": "test_results", "3": "book_appointment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39591", "family": "intent_hardneg", "state": "Incoming support message:\n\"want my money back for 88411\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "cancel_order", "3": "change_address"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39592", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY EXP-3 (VERSION 4, EFFECTIVE 01 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 01 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-7024: employee Amara B., hired 06 May 2024, separated 24 April 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-3-2025-7024?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-7024 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39594", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Helios Logistics.\n- Amara works for Beacon Insurance.\n- Amara reports to Stefan.\n- Mara reports to Dmitri.\n- Deshawn reports to Ingrid.\n- Ingrid works for Pinnacle Software.\n- Pinnacle Software is headquartered in Tallinn.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1998.\n- Beacon Insurance was founded in 1978.\n- Beacon Insurance is headquartered in Tallinn.\n- Mara works for Pinnacle Software.\n- Yuki reports to Mara.\n- Anders works for Pinnacle Software.\n- Dmitri works for Northwind Systems.\n- Northwind Systems is headquartered in Turku.\n- Stefan reports to Yuki.\n- Ingrid reports to Anders.\n- Dmitri reports to Deshawn.\n- Northwind Systems was founded in 2006.\n- Helios Logistics was founded in 1999.\n- Helios Logistics is headquartered in Turku.\n- Deshawn works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Yuki's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Helios Logistics", "2": "Beacon Insurance", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39595", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Open Account — asks to open a new account", "2": "Freeze Card — asks to freeze a card", "3": "Check Balance — asks for account balance", "4": "Wire Transfer — asks to send money"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39596", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY RET-3 (VERSION 7, EFFECTIVE 12 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 13 November 2024): For employees hired on or after 13 November 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 12 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6119: employee Nadia M., hired 01 September 2022, separated 06 June 2025 (role elimination), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6119?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6119 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39597", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Amara.\n- Zoya reports to Chiara.\n- Bruno reports to Pablo.\n- Chiara works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1997.\n- Northwind Systems is headquartered in Nagoya.\n- Amara works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Pinnacle Software was founded in 1998.\n- Sanne works for Pinnacle Software.\n- Anders reports to Jonas.\n- Mei reports to Omar.\n- Omar works for Pinnacle Software.\n- Pablo reports to Mei.\n- Cobalt Health was founded in 1983.\n- Amara reports to Zoya.\n- Cobalt Health is headquartered in Turku.\n- Leila works for Pinnacle Software.\n- Jonas works for Cobalt Health.\n- Stefan reports to Sanne.\n- Anders works for Cobalt Health.\n- Northwind Systems was founded in 2012.\n- Pablo works for Cobalt Health.\n- Zoya works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Stefan works for Ironwood Manufacturing.\n- Chiara reports to Stefan.\n- Bruno works for Northwind Systems.\n- Jonas reports to Bruno.\n- Omar reports to Leila.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Jonas's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Dunedin", "3": "Lyon"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39598", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Leila works for Northwind Systems.\n- Priya reports to Stefan.\n- Sofia reports to Yuki.\n- Leila reports to Nadia.\n- Nadia reports to Felix.\n- Beacon Insurance is headquartered in Basel.\n- Beacon Insurance was founded in 1995.\n- Felix reports to Sofia.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Deshawn works for Beacon Insurance.\n- Yuki works for Vantage Air.\n- Vantage Air is headquartered in Ghent.\n- Ravi works for Beacon Insurance.\n- Felix works for Ironwood Manufacturing.\n- Vantage Air was founded in 1992.\n- Sofia works for Beacon Insurance.\n- Northwind Systems is headquartered in Valencia.\n- Northwind Systems was founded in 2005.\n- Priya works for Vantage Air.\n- Aisha reports to Deshawn.\n- Ravi reports to Leila.\n- Deshawn reports to Ravi.\n- Ironwood Manufacturing was founded in 2007.\n- Stefan reports to Aisha.\n- Stefan works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "2005", "1": "2002", "2": "2007", "3": "2010"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39599", "family": "intent_v3", "state": "Incoming hr message:\n\"Requesting leave for a family matter\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "request_leave", "1": "update_benefits", "2": "org_question", "3": "payroll_issue"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39600", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Cobalt Health.\n- Meridian Bank was founded in 2010.\n- Kenji works for Cedar Retail Group.\n- Mei works for Meridian Bank.\n- Ravi works for Cobalt Health.\n- Meridian Bank is headquartered in Ghent.\n- Mara works for Cobalt Health.\n- Leila works for Cedar Retail Group.\n- Anders works for Meridian Bank.\n- Helios Logistics is headquartered in Ghent.\n- Leila reports to Mara.\n- Cobalt Health is headquartered in Adelaide.\n- Cobalt Health was founded in 1992.\n- Anders reports to Mei.\n- Mara reports to Ravi.\n- Mei reports to Yuki.\n- Amara reports to Anders.\n- Helios Logistics was founded in 1981.\n- Cedar Retail Group was founded in 1988.\n- Ravi reports to Amara.\n- Amara works for Cobalt Health.\n- Kenji reports to Leila.\n- Cedar Retail Group is headquartered in Adelaide.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1995", "1": "1992", "2": "1990", "3": "1987"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39601", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY TRV-7 (VERSION 7, EFFECTIVE 13 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 11 December 2024): For employees hired on or after 11 December 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-6670: employee Tessa S., hired 17 April 2021, separated 05 July 2025 (site closure), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-6670?", "criteria": {"0": "24 weeks", "1": "26 weeks", "2": "32 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-6670 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39603", "family": "intent_v3", "state": "Incoming billing message:\n\"Re: I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'payment plan' handler", "1": "Route to the 'invoice copy' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'dispute charge' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39604", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY TRV-9 (VERSION 3, EFFECTIVE 26 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 03 May 2024): For employees hired on or after 03 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 26 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-9174: employee Anders A., hired 14 March 2024, separated 27 September 2024 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case TRV-9-2026-9174 under the controlling rules.", "criteria": {"0": "$1,312", "1": "$15,167", "2": "$3,500", "3": "$4,500"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-9174 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39605", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Cobalt Health.\n- Ravi reports to Sanne.\n- Cobalt Health was founded in 1980.\n- Sanne reports to Chiara.\n- Crescent Telecom is headquartered in Turku.\n- Callum reports to Stefan.\n- Bluepine Aviation was founded in 1983.\n- Sanne works for Cobalt Health.\n- Cobalt Health is headquartered in Tallinn.\n- Anders reports to Callum.\n- Crescent Telecom was founded in 1978.\n- Anders works for Cobalt Health.\n- Callum works for Meridian Bank.\n- Priya works for Meridian Bank.\n- Meridian Bank was founded in 2012.\n- Meridian Bank is headquartered in Dunedin.\n- Chiara works for Meridian Bank.\n- Chiara reports to Anders.\n- Ravi works for Bluepine Aviation.\n- Stefan works for Cobalt Health.\n- Bluepine Aviation is headquartered in Turku.\n- Stefan reports to Aisha.\n- Priya reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Chiara's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Meridian Bank", "2": "Bluepine Aviation", "3": "Cobalt Health"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39606", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Elena.\n- Crescent Telecom was founded in 1985.\n- Vantage Air is headquartered in Halifax.\n- Hana works for Crescent Telecom.\n- Yuki reports to Nadia.\n- Omar works for Meridian Bank.\n- Dmitri reports to Kenji.\n- Crescent Telecom is headquartered in Adelaide.\n- Hana reports to Yuki.\n- Omar reports to Hana.\n- Kenji works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Helios Logistics is headquartered in Halifax.\n- Elena works for Vantage Air.\n- Elena reports to Omar.\n- Nadia works for Meridian Bank.\n- Aisha works for Meridian Bank.\n- Aisha reports to Sanne.\n- Meridian Bank was founded in 1993.\n- Mei reports to Dmitri.\n- Sofia reports to Aisha.\n- Dmitri works for Vantage Air.\n- Vantage Air was founded in 1995.\n- Callum works for Meridian Bank.\n- Meridian Bank is headquartered in Lyon.\n- Sanne works for Crescent Telecom.\n- Yuki works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Sofia works for Crescent Telecom.\n- Callum reports to Mei.\n- Kenji reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Adelaide", "2": "Basel", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39607", "family": "intent_v3", "state": "Incoming logistics message:\n\"Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "report_delay", "1": "file_claim", "2": "quote_request", "3": "schedule_pickup", "4": "reroute"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39608", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-6 (VERSION 6, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 17 October 2025): For employees hired on or after 17 October 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-2721: employee Chiara A., hired 11 January 2024, separated 17 June 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-2721?", "criteria": {"0": "no cap applies", "1": "32 weeks", "2": "26 weeks", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-2721 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39609", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 40890 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Report Damage — reports an item arrived broken", "3": "Track Order — asks where an existing order is"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39610", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum reports to Emeka.\n- Northwind Systems is headquartered in Turku.\n- Lattice Analytics is headquartered in Tampere.\n- Amara works for Lattice Analytics.\n- Callum works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Nadia reports to Mei.\n- Pablo reports to Elena.\n- Priya works for Northwind Systems.\n- Cedar Retail Group was founded in 2004.\n- Ironwood Manufacturing was founded in 1994.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Leila reports to Amara.\n- Pablo works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1985.\n- Nadia works for Cedar Retail Group.\n- Elena works for Lattice Analytics.\n- Wren reports to Sofia.\n- Aisha works for Northwind Systems.\n- Emeka reports to Priya.\n- Elena reports to Wren.\n- Lattice Analytics was founded in 2008.\n- Wren works for Ironwood Manufacturing.\n- Priya reports to Aisha.\n- Sofia reports to Nadia.\n- Sofia works for Northwind Systems.\n- Cedar Retail Group is headquartered in Tampere.\n- Emeka works for Lattice Analytics.\n- Mei reports to Leila.\n- Mei works for Lattice Analytics.\n- Aisha reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2002", "2": "1999", "3": "2007"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39611", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-6 (VERSION 5, EFFECTIVE 03 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-6/A1 (EFFECTIVE 06 June 2024): For employees hired on or after 06 June 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-6 v1, withdrawn 03 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-6-2025-1386: employee Lucia B., hired 08 January 2021, separated 16 November 2025 (role elimination), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-6-2025-1386 under the controlling rules.", "criteria": {"0": "$17,500", "1": "$22,050", "2": "$19,500", "3": "$84,500"}}, "amended": {"type": "noul", "instructions": "Is case SEP-6-2025-1386 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39612", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY EXP-3 (VERSION 3, EFFECTIVE 12 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 14 February 2025): For employees hired on or after 14 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 12 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2025-6732: employee Priya T., hired 26 January 2022, separated 13 November 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2025-6732 under the controlling rules.", "criteria": {"0": "$5,500", "1": "$5,700", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2025-6732 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39613", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Tampere.\n- Dmitri reports to Emeka.\n- Wren reports to Tobias.\n- Fernhill Foods is headquartered in Lyon.\n- Dmitri works for Cobalt Health.\n- Cobalt Health was founded in 1979.\n- Mateo reports to Dmitri.\n- Viktor reports to Bruno.\n- Cobalt Health is headquartered in Tampere.\n- Tobias works for Atlas Freight.\n- Wren works for Meridian Bank.\n- Bruno works for Cobalt Health.\n- Bruno reports to Sanne.\n- Atlas Freight was founded in 2001.\n- Atlas Freight is headquartered in Turku.\n- Mateo works for Atlas Freight.\n- Tobias reports to Mateo.\n- Fernhill Foods was founded in 1991.\n- Viktor works for Cobalt Health.\n- Sanne works for Cobalt Health.\n- Meridian Bank was founded in 1988.\n- Emeka works for Cobalt Health.\n- Emeka reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Fernhill Foods", "2": "Cobalt Health", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39614", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY RET-8 (VERSION 3, EFFECTIVE 01 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 13 April 2023): For employees hired on or after 13 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 01 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2026-5863: employee Pablo T., hired 14 October 2022, separated 19 February 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2026-5863?", "criteria": {"0": "12 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2026-5863 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39615", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mei.\n- Mei works for Northwind Systems.\n- Summit Energy is headquartered in Malmo.\n- Hana reports to Chiara.\n- Vantage Air is headquartered in Malmo.\n- Deshawn reports to Lucia.\n- Lucia works for Vantage Air.\n- Mei reports to Omar.\n- Tobias reports to Deshawn.\n- Omar works for Summit Energy.\n- Northwind Systems was founded in 1992.\n- Hana works for Summit Energy.\n- Tobias works for Vantage Air.\n- Omar reports to Zoya.\n- Northwind Systems is headquartered in Austin.\n- Fernhill Foods was founded in 1998.\n- Zoya works for Northwind Systems.\n- Fernhill Foods is headquartered in Leeds.\n- Summit Energy was founded in 1978.\n- Vantage Air was founded in 2008.\n- Lucia reports to Hana.\n- Deshawn works for Summit Energy.\n- Chiara works for Northwind Systems.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Tallinn", "2": "Malmo", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39616", "family": "intent_v3", "state": "Incoming it admin message:\n\"I'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "reports a system outage", "1": "grants system access", "2": "requests software installation", "3": "resets credentials", "4": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39617", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Cedar Retail Group.\n- Elena reports to Anders.\n- Dmitri reports to Kenji.\n- Vantage Air was founded in 1988.\n- Jonas works for Fernhill Foods.\n- Lucia reports to Dmitri.\n- Kenji reports to Nadia.\n- Jonas reports to Amara.\n- Kenji works for Cedar Retail Group.\n- Anders works for Cedar Retail Group.\n- Nadia reports to Jonas.\n- Cedar Retail Group is headquartered in Turku.\n- Nadia works for Vantage Air.\n- Dmitri works for Bluepine Aviation.\n- Cedar Retail Group was founded in 1986.\n- Bluepine Aviation is headquartered in Valencia.\n- Fernhill Foods was founded in 1976.\n- Fernhill Foods is headquartered in Turku.\n- Mara works for Cedar Retail Group.\n- Mara reports to Elena.\n- Bluepine Aviation was founded in 2006.\n- Amara works for Fernhill Foods.\n- Lucia works for Vantage Air.\n- Ravi works for Fernhill Foods.\n- Vantage Air is headquartered in Valencia.\n- Amara reports to Ravi.\n- Anders reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1981", "1": "1989", "2": "1984", "3": "1986"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39618", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY TRV-7 (VERSION 6, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 27 May 2023): For employees hired on or after 27 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-8981: employee Felix T., hired 24 August 2019, separated 15 February 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-8981?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-8981 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39619", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-8 (VERSION 4, EFFECTIVE 09 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 12 February 2024): For employees hired on or after 12 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 09 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-9940: employee Deshawn R., hired 09 December 2021, separated 09 June 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-9940?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-9940 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39620", "family": "intent_hardneg", "state": "Incoming hr message:\n\"need two weeks off in july\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about reporting structure", "1": "reports a pay problem", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39621", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — SEVERANCE POLICY RET-5 (VERSION 7, EFFECTIVE 27 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 26 November 2022): For employees hired on or after 26 November 2022, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 27 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-2574: employee Chiara R., hired 10 September 2021, separated 01 December 2023 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2025-2574?", "criteria": {"0": "no cap applies", "1": "8 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-2574 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39622", "family": "intent_v3", "state": "Incoming support message:\n\"FW: Wrong color sent on 71546 — exchange please\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "wants to cancel a placed order", "1": "asks for money back on a purchase", "2": "wants a different size/color/variant", "3": "wants the delivery address updated"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39623", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1993.\n- Hana works for Meridian Bank.\n- Atlas Freight was founded in 1989.\n- Helios Logistics was founded in 1999.\n- Aisha reports to Zoya.\n- Beacon Insurance is headquartered in Oslo.\n- Atlas Freight is headquartered in Oslo.\n- Meridian Bank is headquartered in Brno.\n- Kenji reports to Mei.\n- Mei works for Meridian Bank.\n- Sanne reports to Priya.\n- Kenji works for Atlas Freight.\n- Omar works for Beacon Insurance.\n- Sanne works for Atlas Freight.\n- Aisha works for Beacon Insurance.\n- Zoya reports to Omar.\n- Zoya works for Meridian Bank.\n- Helios Logistics is headquartered in Brno.\n- Priya works for Beacon Insurance.\n- Meridian Bank was founded in 2004.\n- Hana reports to Sanne.\n- Omar reports to Hana.\n- Mei reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1991", "2": "1996", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39624", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY EXP-6 (VERSION 3, EFFECTIVE 25 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 10 September 2023): For employees hired on or after 10 September 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 25 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1429: employee Stefan S., hired 06 May 2021, separated 05 November 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1429?", "criteria": {"0": "13 weeks", "1": "19 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1429 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39625", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'change seat' handler", "3": "Route to the 'claim luggage' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39626", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Cancel Trip — cancels a booking", "1": "Book Flight — books airfare", "2": "Change Seat — changes seat assignment", "3": "Check Status — asks flight status", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39627", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Revert this morning's deploy\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rollback — asks to revert a deploy", "3": "Restart Service — asks to restart a service", "4": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39628", "family": "intent_v3", "state": "Incoming logistics message:\n\"Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'report delay' handler", "1": "Route to the 'reroute' handler", "2": "Route to the 'quote request' handler", "3": "Route to the 'file claim' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39629", "family": "intent_hardneg", "state": "Incoming banking message:\n\"lock card ending 8821\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "check_balance", "2": "open_account", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39630", "family": "intent_v3", "state": "Incoming it admin message:\n\"Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "removes access for a leaver", "1": "resets credentials", "2": "reports a system outage", "3": "requests software installation"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39631", "family": "intent_hardneg", "state": "Incoming devops message:\n\"pull the error logs from the last hour\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "scale_up", "1": "check_logs", "2": "rollback", "3": "restart_service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39632", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "scale_up", "1": "rollback", "2": "rotate_keys", "3": "restart_service"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39633", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rotate keys' handler", "1": "Route to the 'rollback' handler", "2": "Route to the 'check logs' handler", "3": "Route to the 'scale up' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39634", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY SEP-2 (VERSION 7, EFFECTIVE 01 December 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 18 November 2024): For employees hired on or after 18 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 01 December 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2025-9471: employee Tobias M., hired 02 July 2024, separated 09 May 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2025-9471?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2025-9471 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39635", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Switch my dental plan\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "requests time off", "1": "changes benefits enrollment", "2": "initiates departure", "3": "asks about reporting structure", "4": "reports a pay problem"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39636", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Pablo.\n- Pinnacle Software was founded in 2006.\n- Pablo works for Vantage Air.\n- Vantage Air was founded in 2001.\n- Priya reports to Tobias.\n- Ingrid works for Pinnacle Software.\n- Tobias works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Priya works for Meridian Bank.\n- Meridian Bank is headquartered in Austin.\n- Ironwood Manufacturing was founded in 1980.\n- Sofia reports to Priya.\n- Vantage Air is headquartered in Valencia.\n- Jonas works for Vantage Air.\n- Tobias reports to Ingrid.\n- Ironwood Manufacturing is headquartered in Austin.\n- Sofia works for Pinnacle Software.\n- Hana reports to Chiara.\n- Jonas reports to Sofia.\n- Ingrid reports to Hana.\n- Meridian Bank was founded in 1984.\n- Pinnacle Software is headquartered in Valencia.\n- Chiara works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Pinnacle Software", "2": "Ironwood Manufacturing", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39637", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1988.\n- Viktor reports to Amara.\n- Ingrid works for Ironwood Manufacturing.\n- Vantage Air is headquartered in Malmo.\n- Kenji reports to Viktor.\n- Crescent Telecom was founded in 1996.\n- Amara reports to Priya.\n- Nadia reports to Ingrid.\n- Viktor works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Hana works for Vantage Air.\n- Priya works for Northwind Systems.\n- Ingrid reports to Hana.\n- Mara reports to Kenji.\n- Hana reports to Mara.\n- Ironwood Manufacturing was founded in 1998.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 1997.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Northwind Systems is headquartered in Austin.\n- Crescent Telecom is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "1992", "1": "2000", "2": "1997", "3": "1995"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39638", "family": "intent_hardneg", "state": "Incoming travel message:\n\"file a lost baggage claim\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "cancels a booking", "2": "changes seat assignment", "3": "books airfare"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39639", "family": "intent_hardneg", "state": "Incoming support message:\n\"refund order 31653, item is defective\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "exchange_item", "1": "change_address", "2": "request_refund", "3": "cancel_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39640", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Northwind Systems.\n- Ravi works for Pinnacle Software.\n- Elena reports to Deshawn.\n- Amara reports to Anders.\n- Northwind Systems is headquartered in Austin.\n- Emeka reports to Zoya.\n- Chiara works for Fernhill Foods.\n- Pinnacle Software was founded in 1995.\n- Dmitri works for Northwind Systems.\n- Anders reports to Emeka.\n- Emeka works for Cedar Retail Group.\n- Tobias reports to Ravi.\n- Jonas reports to Tobias.\n- Elena works for Fernhill Foods.\n- Ravi reports to Amara.\n- Tobias works for Pinnacle Software.\n- Pinnacle Software is headquartered in Basel.\n- Zoya works for Northwind Systems.\n- Jonas works for Northwind Systems.\n- Anders works for Fernhill Foods.\n- Fernhill Foods was founded in 2009.\n- Zoya reports to Elena.\n- Mei works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Basel.\n- Cedar Retail Group was founded in 1989.\n- Chiara reports to Dmitri.\n- Northwind Systems was founded in 2006.\n- Deshawn works for Northwind Systems.\n- Dmitri reports to Mei.\n- Fernhill Foods is headquartered in Halifax.\n- Mei reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Zoya's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Basel", "2": "Halifax", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39641", "family": "intent_v3", "state": "Incoming travel message:\n\"Can i switch to aisle on flight 447\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Claim Luggage — reports lost baggage", "1": "Check Status — asks flight status", "2": "Change Seat — changes seat assignment", "3": "Book Flight — books airfare"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39642", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — WORKFORCE TRANSITION POLICY REL-9 (VERSION 7, EFFECTIVE 03 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 21 March 2024): For employees hired on or after 21 March 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 03 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4992: employee Jonas S., hired 01 December 2023, separated 08 August 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-4992 under the controlling rules.", "criteria": {"0": "$5,200", "1": "$18,200", "2": "$4,250", "3": "$4,200"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4992 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39643", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods is headquartered in Nagoya.\n- Leila reports to Amara.\n- Stefan works for Fernhill Foods.\n- Emeka works for Vantage Air.\n- Viktor works for Fernhill Foods.\n- Vantage Air was founded in 2011.\n- Cedar Retail Group was founded in 1975.\n- Elena reports to Leila.\n- Bruno works for Fernhill Foods.\n- Vantage Air is headquartered in Dunedin.\n- Lattice Analytics was founded in 1991.\n- Amara works for Fernhill Foods.\n- Anders works for Fernhill Foods.\n- Bruno reports to Viktor.\n- Emeka reports to Elena.\n- Viktor reports to Stefan.\n- Amara reports to Anders.\n- Fernhill Foods was founded in 1999.\n- Leila works for Fernhill Foods.\n- Elena works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Dunedin.\n- Lattice Analytics is headquartered in Dunedin.\n- Anders reports to Bruno.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Fernhill Foods", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39644", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Fly me to denver on the 12th\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'change seat' handler", "1": "Route to the 'claim luggage' handler", "2": "Route to the 'cancel trip' handler", "3": "Route to the 'book flight' handler", "4": "Route to the 'check status' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39645", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — REDUNDANCY POLICY SEP-8 (VERSION 3, EFFECTIVE 14 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 14 July 2023): For employees hired on or after 14 July 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 14 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2025-3873: employee Aisha A., hired 04 January 2020, separated 07 May 2024 (site closure), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2025-3873?", "criteria": {"0": "no cap applies", "1": "19 weeks", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2025-3873 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39646", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — WORKFORCE TRANSITION POLICY REL-9 (VERSION 3, EFFECTIVE 08 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 28 December 2023): For employees hired on or after 28 December 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 08 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5246: employee Priya A., hired 19 April 2022, separated 27 July 2024 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case REL-9-2025-5246 under the controlling rules.", "criteria": {"0": "$14,733", "1": "$3,450", "2": "$2,900", "3": "$3,400"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5246 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39647", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEPARATION BENEFIT POLICY TRV-2 (VERSION 6, EFFECTIVE 12 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 20 July 2024): For employees hired on or after 20 July 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 12 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-5740: employee Priya M., hired 18 November 2020, separated 15 September 2024 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2025-5740?", "criteria": {"0": "12 weeks", "1": "19 weeks", "2": "13 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-5740 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39648", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY EXP-8 (VERSION 7, EFFECTIVE 02 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 08 July 2024): For employees hired on or after 08 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 02 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-5156: employee Viktor T., hired 20 September 2022, separated 14 April 2025 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-5156?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-5156 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39649", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY RET-2 (VERSION 4, EFFECTIVE 29 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 21 February 2025): For employees hired on or after 21 February 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 29 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-7643: employee Viktor B., hired 28 March 2024, separated 10 September 2026 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2025-7643?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-7643 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39650", "family": "intent_v3", "state": "Incoming travel message:\n\"Need a ticket to tokyo in march\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "books airfare", "1": "asks flight status", "2": "changes seat assignment", "3": "reports lost baggage", "4": "cancels a booking"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39651", "family": "intent_v3", "state": "Incoming it admin message:\n\"FW: Deprovision sam's accounts\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "deprovision", "1": "reset_password", "2": "install_software", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39652", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "changes seat assignment", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39653", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Tampere.\n- Pinnacle Software was founded in 1994.\n- Meridian Bank is headquartered in Halifax.\n- Meridian Bank was founded in 2015.\n- Lucia reports to Tessa.\n- Lucia works for Lattice Analytics.\n- Tessa reports to Elena.\n- Ingrid works for Meridian Bank.\n- Ravi works for Lattice Analytics.\n- Wren reports to Amara.\n- Ravi reports to Lucia.\n- Wren works for Lattice Analytics.\n- Pinnacle Software is headquartered in Tampere.\n- Elena reports to Wren.\n- Lattice Analytics is headquartered in Valencia.\n- Tessa works for Pinnacle Software.\n- Stefan works for Meridian Bank.\n- Ingrid reports to Ravi.\n- Atlas Freight was founded in 2003.\n- Amara reports to Stefan.\n- Elena works for Meridian Bank.\n- Lattice Analytics was founded in 1998.\n- Amara works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Tampere", "2": "Valencia", "3": "Halifax"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39654", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY SEP-4 (VERSION 4, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 05 May 2024): For employees hired on or after 05 May 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-3994: employee Anders A., hired 21 March 2023, separated 18 June 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2025-3994?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-3994 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39655", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Mei.\n- Vantage Air was founded in 1999.\n- Dmitri works for Vantage Air.\n- Kenji works for Cobalt Health.\n- Kenji reports to Priya.\n- Vantage Air is headquartered in Ghent.\n- Cobalt Health was founded in 1990.\n- Tessa works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Tessa reports to Nadia.\n- Cobalt Health is headquartered in Cork.\n- Amara reports to Dmitri.\n- Priya works for Vantage Air.\n- Nadia reports to Amara.\n- Bluepine Aviation was founded in 1995.\n- Helios Logistics was founded in 1993.\n- Nadia works for Vantage Air.\n- Leila works for Vantage Air.\n- Mei reports to Kenji.\n- Helios Logistics is headquartered in Brno.\n- Bluepine Aviation is headquartered in Cork.\n- Amara works for Vantage Air.\n- Priya reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39656", "family": "intent_v3", "state": "Incoming billing message:\n\"Swap my saved card to the new one ending 4451\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'update card' handler", "1": "Route to the 'dispute charge' handler", "2": "Route to the 'cancel subscription' handler", "3": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39657", "family": "intent_v3", "state": "Incoming billing message:\n\"Need a receipt for expense report\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to split a balance into installments", "1": "wants to end recurring billing", "2": "wants payment details changed", "3": "requests a receipt or invoice", "4": "reports an unauthorized charge"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39658", "family": "intent_v3", "state": "Incoming devops message:\n\"The api key leaked — rotate\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Scale Up — asks to add capacity", "1": "Check Logs — asks to inspect logs or metrics", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39659", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Vantage Air.\n- Priya reports to Tessa.\n- Vantage Air was founded in 2015.\n- Hana works for Cedar Retail Group.\n- Hana reports to Zoya.\n- Wren works for Vantage Air.\n- Kenji reports to Sofia.\n- Crescent Telecom was founded in 2006.\n- Cedar Retail Group is headquartered in Brno.\n- Priya works for Crescent Telecom.\n- Wren reports to Priya.\n- Tessa works for Crescent Telecom.\n- Vantage Air is headquartered in Nagoya.\n- Jonas reports to Wren.\n- Crescent Telecom is headquartered in Brno.\n- Zoya reports to Tobias.\n- Tobias reports to Kenji.\n- Tobias works for Helios Logistics.\n- Sofia reports to Jonas.\n- Zoya works for Vantage Air.\n- Tessa reports to Felix.\n- Helios Logistics was founded in 2007.\n- Jonas works for Helios Logistics.\n- Sofia works for Crescent Telecom.\n- Helios Logistics is headquartered in Brno.\n- Cedar Retail Group was founded in 1983.\n- Felix works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Hana's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Tampere", "2": "Porto", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39660", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Restart Service — asks to restart a service", "1": "Rollback — asks to revert a deploy", "2": "Rotate Keys — asks to rotate credentials", "3": "Scale Up — asks to add capacity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39661", "family": "intent_v3", "state": "Incoming smart home message:\n\"Put on taylor swift\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'send message' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'set timer' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39662", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-6 (VERSION 4, EFFECTIVE 29 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-6/A1 (EFFECTIVE 04 October 2023): For employees hired on or after 04 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-6 v1, withdrawn 29 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-6-2025-3110: employee Elena M., hired 16 January 2022, separated 22 November 2023 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case RET-6-2025-3110 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$2,500", "2": "$10,833", "3": "$2,250"}}, "amended": {"type": "noul", "instructions": "Is case RET-6-2025-3110 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39663", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY REL-9 (VERSION 2, EFFECTIVE 22 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 19 February 2024): For employees hired on or after 19 February 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 22 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2026-6790: employee Sofia B., hired 30 August 2020, separated 03 June 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2026-6790?", "criteria": {"0": "39 weeks", "1": "no cap applies", "2": "16 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2026-6790 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39664", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"disable access for friday's leaver\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "deprovision", "1": "reset_password", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39666", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ingrid reports to Lucia.\n- Summit Energy is headquartered in Dunedin.\n- Yuki works for Ironwood Manufacturing.\n- Cobalt Health was founded in 2007.\n- Felix reports to Ravi.\n- Ironwood Manufacturing was founded in 1980.\n- Callum reports to Omar.\n- Ravi works for Ironwood Manufacturing.\n- Lucia works for Summit Energy.\n- Tobias reports to Felix.\n- Felix works for Pinnacle Software.\n- Omar works for Pinnacle Software.\n- Omar reports to Yuki.\n- Callum works for Summit Energy.\n- Ravi reports to Ingrid.\n- Cobalt Health is headquartered in Porto.\n- Ingrid works for Pinnacle Software.\n- Yuki reports to Tobias.\n- Pinnacle Software was founded in 2001.\n- Pinnacle Software is headquartered in Porto.\n- Summit Energy was founded in 2002.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Tobias works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Omar's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Summit Energy", "2": "Cobalt Health", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39667", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"email isn't syncing since this morning\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests software installation", "1": "resets credentials", "2": "removes access for a leaver", "3": "reports a system outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39668", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY SEP-7 (VERSION 7, EFFECTIVE 14 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 24 June 2024): For employees hired on or after 24 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 14 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-2636: employee Zoya M., hired 25 August 2023, separated 19 October 2024 (role elimination), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-7-2025-2636 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$21,667", "2": "$5,000", "3": "$3,750"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-2636 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39669", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ravi works for Bluepine Aviation.\n- Viktor reports to Hana.\n- Tessa reports to Sanne.\n- Dmitri reports to Kenji.\n- Bluepine Aviation was founded in 2009.\n- Felix works for Northwind Systems.\n- Cedar Retail Group was founded in 1991.\n- Kenji works for Fernhill Foods.\n- Northwind Systems is headquartered in Cork.\n- Sanne reports to Lucia.\n- Wren works for Cedar Retail Group.\n- Sanne works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Lucia works for Fernhill Foods.\n- Dmitri works for Fernhill Foods.\n- Kenji reports to Wren.\n- Cedar Retail Group is headquartered in Cork.\n- Hana works for Cedar Retail Group.\n- Fernhill Foods was founded in 1983.\n- Bluepine Aviation is headquartered in Nagoya.\n- Ravi reports to Dmitri.\n- Hana reports to Ravi.\n- Felix reports to Tessa.\n- Fernhill Foods is headquartered in Porto.\n- Northwind Systems was founded in 1982.\n- Lucia reports to Viktor.\n- Viktor works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1991", "2": "1989", "3": "1986"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39670", "family": "intent_v3", "state": "Incoming devops message:\n\"The new build broke login — undo it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "restart_service", "1": "rollback", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39671", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — REDUNDANCY POLICY RET-3 (VERSION 6, EFFECTIVE 11 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 28 May 2024): For employees hired on or after 28 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 11 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6123: employee Sofia M., hired 04 February 2022, separated 12 October 2025 (role elimination), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6123?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "20 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6123 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39672", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Austin.\n- Atlas Freight was founded in 2012.\n- Lucia reports to Wren.\n- Nadia works for Cedar Retail Group.\n- Elena reports to Mei.\n- Vantage Air is headquartered in Lyon.\n- Bruno works for Vantage Air.\n- Kenji works for Vantage Air.\n- Lucia works for Cobalt Health.\n- Bruno reports to Tobias.\n- Mei works for Cedar Retail Group.\n- Kenji reports to Lucia.\n- Nadia reports to Jonas.\n- Tobias reports to Felix.\n- Tobias works for Cedar Retail Group.\n- Elena works for Atlas Freight.\n- Deshawn reports to Bruno.\n- Wren reports to Elena.\n- Jonas reports to Kenji.\n- Mara reports to Nadia.\n- Felix works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Austin.\n- Deshawn works for Vantage Air.\n- Cobalt Health was founded in 1975.\n- Jonas works for Vantage Air.\n- Wren works for Cedar Retail Group.\n- Felix reports to Mara.\n- Mara works for Vantage Air.\n- Vantage Air was founded in 1999.\n- Cobalt Health is headquartered in Lyon.\n- Cedar Retail Group was founded in 2006.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Halifax", "1": "Leeds", "2": "Lyon", "3": "Austin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39673", "family": "intent_v3", "state": "Incoming hr message:\n\"FW: Taking pto next friday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'resignation' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'request leave' handler", "3": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39674", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "requests software installation", "3": "removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39675", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Cedar Retail Group.\n- Amara works for Ironwood Manufacturing.\n- Dmitri works for Meridian Bank.\n- Pablo works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Ghent.\n- Wren works for Meridian Bank.\n- Meridian Bank was founded in 2006.\n- Dmitri reports to Emeka.\n- Ironwood Manufacturing was founded in 2007.\n- Lucia works for Meridian Bank.\n- Wren reports to Amara.\n- Ingrid reports to Lucia.\n- Priya works for Ironwood Manufacturing.\n- Sofia reports to Pablo.\n- Bluepine Aviation was founded in 2009.\n- Cedar Retail Group was founded in 2015.\n- Pablo reports to Wren.\n- Lucia reports to Dmitri.\n- Amara reports to Deshawn.\n- Bluepine Aviation is headquartered in Porto.\n- Meridian Bank is headquartered in Basel.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Emeka works for Bluepine Aviation.\n- Priya reports to Sofia.\n- Deshawn works for Ironwood Manufacturing.\n- Emeka reports to Priya.\n- Ingrid works for Bluepine Aviation.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Tallinn", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39676", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Northwind Systems is headquartered in Brno.\n- Viktor reports to Dmitri.\n- Amara reports to Felix.\n- Anders reports to Viktor.\n- Cobalt Health is headquartered in Basel.\n- Northwind Systems was founded in 2000.\n- Dmitri reports to Hana.\n- Mei works for Cobalt Health.\n- Pablo works for Lattice Analytics.\n- Mateo works for Lattice Analytics.\n- Lattice Analytics is headquartered in Tallinn.\n- Priya works for Vantage Air.\n- Cobalt Health was founded in 1995.\n- Viktor works for Cobalt Health.\n- Lattice Analytics was founded in 1994.\n- Priya reports to Mei.\n- Vantage Air is headquartered in Basel.\n- Mei reports to Jonas.\n- Dmitri works for Lattice Analytics.\n- Felix works for Cobalt Health.\n- Wren reports to Priya.\n- Pablo reports to Wren.\n- Hana reports to Mateo.\n- Jonas works for Cobalt Health.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 2010.\n- Hana works for Cobalt Health.\n- Wren works for Lattice Analytics.\n- Jonas reports to Anders.\n- Felix reports to Pablo.\n- Anders works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Pablo's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Porto", "2": "Tallinn", "3": "Brno"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39677", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "reroute", "3": "file_claim"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39678", "family": "intent_v3", "state": "Incoming banking message:\n\"FW: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "open_account", "1": "report_fraud", "2": "wire_transfer", "3": "check_balance", "4": "freeze_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39679", "family": "intent_hardneg", "state": "Incoming support message:\n\"order 13374 arrived smashed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "cancel_order", "1": "report_damage", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39680", "family": "intent_v3", "state": "Incoming banking message:\n\"What's my checking balance\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Wire Transfer — asks to send money", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39682", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1976.\n- Vantage Air was founded in 2008.\n- Nadia reports to Anders.\n- Yuki reports to Sofia.\n- Pinnacle Software was founded in 1979.\n- Anders reports to Zoya.\n- Yuki works for Northwind Systems.\n- Vantage Air is headquartered in Austin.\n- Zoya works for Northwind Systems.\n- Hana reports to Callum.\n- Anders works for Pinnacle Software.\n- Northwind Systems is headquartered in Adelaide.\n- Nadia works for Ironwood Manufacturing.\n- Zoya reports to Yuki.\n- Callum reports to Tobias.\n- Pinnacle Software is headquartered in Adelaide.\n- Callum works for Vantage Air.\n- Hana works for Vantage Air.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Sofia works for Vantage Air.\n- Ironwood Manufacturing was founded in 1983.\n- Sofia reports to Hana.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sofia's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Vantage Air", "2": "Northwind Systems", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39683", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 6, EFFECTIVE 16 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 11 January 2025): For employees hired on or after 11 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 16 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4592: employee Stefan R., hired 02 March 2022, separated 25 June 2026 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-4592?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "20 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4592 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39684", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Amara works for Bluepine Aviation.\n- Mei reports to Jonas.\n- Vantage Air was founded in 1997.\n- Helios Logistics is headquartered in Cork.\n- Yuki reports to Omar.\n- Zoya works for Helios Logistics.\n- Mei works for Helios Logistics.\n- Bluepine Aviation was founded in 2009.\n- Yuki works for Helios Logistics.\n- Aisha works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2004.\n- Deshawn works for Vantage Air.\n- Aisha reports to Mei.\n- Jonas reports to Amara.\n- Bluepine Aviation is headquartered in Brno.\n- Ironwood Manufacturing is headquartered in Brno.\n- Omar reports to Aisha.\n- Jonas works for Helios Logistics.\n- Omar works for Bluepine Aviation.\n- Helios Logistics was founded in 1979.\n- Deshawn reports to Zoya.\n- Vantage Air is headquartered in Brno.\n- Zoya reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Ironwood Manufacturing", "2": "Vantage Air", "3": "Bluepine Aviation"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39685", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Cork.\n- Anders reports to Ingrid.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods was founded in 2003.\n- Yuki reports to Stefan.\n- Chiara reports to Tessa.\n- Jonas works for Crescent Telecom.\n- Tessa reports to Felix.\n- Priya works for Lattice Analytics.\n- Jonas reports to Tobias.\n- Yuki works for Fernhill Foods.\n- Crescent Telecom was founded in 1978.\n- Lattice Analytics was founded in 2005.\n- Ravi reports to Chiara.\n- Felix reports to Anders.\n- Tessa works for Lattice Analytics.\n- Stefan reports to Priya.\n- Anders works for Crescent Telecom.\n- Stefan works for Bluepine Aviation.\n- Ravi works for Lattice Analytics.\n- Bluepine Aviation was founded in 1988.\n- Chiara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Cork.\n- Ingrid reports to Jonas.\n- Fernhill Foods is headquartered in Valencia.\n- Priya reports to Emeka.\n- Lattice Analytics is headquartered in Valencia.\n- Felix works for Crescent Telecom.\n- Emeka reports to Ravi.\n- Emeka works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1973", "1": "1981", "2": "1978", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39686", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Timer for 10 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "play_music", "1": "set_timer", "2": "weather", "3": "set_alarm", "4": "send_message"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39687", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'open account' handler", "2": "Route to the 'wire transfer' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39688", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1977.\n- Deshawn reports to Hana.\n- Dmitri reports to Aisha.\n- Pinnacle Software was founded in 1975.\n- Mei reports to Deshawn.\n- Vantage Air is headquartered in Oslo.\n- Wren works for Lattice Analytics.\n- Mateo works for Vantage Air.\n- Priya reports to Mateo.\n- Pinnacle Software is headquartered in Oslo.\n- Ingrid reports to Mei.\n- Mara works for Vantage Air.\n- Wren reports to Mara.\n- Dmitri works for Atlas Freight.\n- Hana works for Pinnacle Software.\n- Pablo works for Pinnacle Software.\n- Lattice Analytics is headquartered in Valencia.\n- Ingrid works for Lattice Analytics.\n- Priya works for Vantage Air.\n- Atlas Freight was founded in 2006.\n- Atlas Freight is headquartered in Basel.\n- Mei works for Vantage Air.\n- Hana reports to Dmitri.\n- Deshawn works for Lattice Analytics.\n- Aisha reports to Wren.\n- Mara reports to Zoya.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 1986.\n- Zoya works for Vantage Air.\n- Zoya reports to Pablo.\n- Pablo reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1980", "1": "1975", "2": "1972", "3": "1977"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39689", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — SEVERANCE POLICY REL-6 (VERSION 6, EFFECTIVE 10 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 08 October 2023): For employees hired on or after 08 October 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 10 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-8925: employee Stefan R., hired 30 January 2022, separated 23 August 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-8925?", "criteria": {"0": "no cap applies", "1": "13 weeks", "2": "24 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-8925 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39690", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY REL-5 (VERSION 6, EFFECTIVE 10 February 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 27 September 2024): For employees hired on or after 27 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 10 February 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2025-5669: employee Mei A., hired 28 May 2023, separated 11 December 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-5-2025-5669 under the controlling rules.", "criteria": {"0": "$6,562", "1": "$28,817", "2": "$6,650", "3": "$7,650"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2025-5669 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39691", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — WORKFORCE TRANSITION POLICY REL-6 (VERSION 6, EFFECTIVE 15 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 25 August 2024): For employees hired on or after 25 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 15 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2025-3626: employee Dmitri B., hired 29 November 2020, separated 21 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2025-3626?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2025-3626 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39692", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "quote_request", "1": "schedule_pickup", "2": "file_claim", "3": "reroute", "4": "report_delay"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39693", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY REL-4 (VERSION 5, EFFECTIVE 20 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 09 August 2023): For employees hired on or after 09 August 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 20 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-3064: employee Anders R., hired 30 October 2022, separated 05 December 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2026-3064?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "8 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-3064 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39694", "family": "intent_v3", "state": "Incoming logistics message:\n\"Delivery missed the window again\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39695", "family": "policy_pack_v2", "state": "SUMMIT ENERGY — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 3, EFFECTIVE 07 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 10 March 2025): For employees hired on or after 10 March 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 07 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-1080: employee Callum B., hired 02 January 2024, separated 05 April 2026 (role elimination), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-8-2026-1080 under the controlling rules.", "criteria": {"0": "$10,150", "1": "$43,983", "2": "$9,650", "3": "$10,062"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-1080 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39696", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Can i pay the balance over 3 months\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "dispute_charge", "1": "payment_plan", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39697", "family": "intent_v3", "state": "Incoming logistics message:\n\"What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "files a loss/damage claim", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39698", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Ingrid.\n- Emeka works for Helios Logistics.\n- Helios Logistics is headquartered in Nagoya.\n- Lattice Analytics is headquartered in Turku.\n- Emeka reports to Sanne.\n- Fernhill Foods is headquartered in Nagoya.\n- Ironwood Manufacturing is headquartered in Halifax.\n- Ironwood Manufacturing was founded in 1992.\n- Viktor works for Ironwood Manufacturing.\n- Ingrid reports to Stefan.\n- Mara works for Helios Logistics.\n- Ravi works for Fernhill Foods.\n- Sanne reports to Ravi.\n- Tessa reports to Deshawn.\n- Fernhill Foods was founded in 1980.\n- Sanne works for Lattice Analytics.\n- Anders works for Ironwood Manufacturing.\n- Tessa works for Lattice Analytics.\n- Ingrid works for Helios Logistics.\n- Lattice Analytics was founded in 1980.\n- Ravi reports to Tessa.\n- Viktor reports to Emeka.\n- Helios Logistics was founded in 1998.\n- Mara reports to Viktor.\n- Stefan reports to Anders.\n- Deshawn works for Helios Logistics.\n- Stefan works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Deshawn's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Turku", "2": "Halifax", "3": "Porto"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39699", "family": "intent_hardneg", "state": "Incoming banking message:\n\"three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for account balance", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39700", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — WORKFORCE TRANSITION POLICY TRV-2 (VERSION 5, EFFECTIVE 13 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 01 August 2025): For employees hired on or after 01 August 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 13 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2025-6254: employee Amara M., hired 03 October 2022, separated 18 January 2027 (redundancy), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case TRV-2-2025-6254 under the controlling rules.", "criteria": {"0": "$10,100", "1": "$9,600", "2": "$9,675", "3": "$41,600"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2025-6254 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39701", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno works for Lattice Analytics.\n- Callum reports to Wren.\n- Stefan reports to Viktor.\n- Pablo reports to Hana.\n- Callum works for Meridian Bank.\n- Viktor works for Crescent Telecom.\n- Hana reports to Ravi.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 2005.\n- Dmitri reports to Ingrid.\n- Atlas Freight was founded in 1980.\n- Ingrid reports to Stefan.\n- Lattice Analytics is headquartered in Oslo.\n- Ravi works for Atlas Freight.\n- Bruno reports to Callum.\n- Viktor reports to Kenji.\n- Stefan works for Meridian Bank.\n- Dmitri works for Atlas Freight.\n- Kenji reports to Jonas.\n- Crescent Telecom is headquartered in Halifax.\n- Jonas reports to Pablo.\n- Lattice Analytics was founded in 2006.\n- Meridian Bank is headquartered in Nagoya.\n- Kenji works for Lattice Analytics.\n- Atlas Freight is headquartered in Nagoya.\n- Hana works for Atlas Freight.\n- Ravi reports to Bruno.\n- Meridian Bank was founded in 1989.\n- Jonas works for Lattice Analytics.\n- Ingrid works for Atlas Freight.\n- Pablo works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Kenji's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2006", "2": "2001", "3": "2009"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39702", "family": "intent_hardneg", "state": "Incoming hr message:\n\"start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "resignation", "1": "request_leave", "2": "org_question", "3": "update_benefits"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39703", "family": "intent_v3", "state": "Incoming billing message:\n\"Cancel my membership before it renews\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39704", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY EXP-7 (VERSION 4, EFFECTIVE 02 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 November 2022): For employees hired on or after 28 November 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 02 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-8301: employee Priya B., hired 25 December 2020, separated 30 December 2022 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-8301?", "criteria": {"0": "16 weeks", "1": "19 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-8301 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39705", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-8 (VERSION 5, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-8/A1 (EFFECTIVE 18 June 2025): For employees hired on or after 18 June 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-8-2025-2454: employee Yuki T., hired 07 December 2021, separated 22 November 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-8-2025-2454?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "20 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-8-2025-2454 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39706", "family": "intent_v3", "state": "Incoming banking message:\n\"I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "reports fraudulent activity", "1": "asks for account balance", "2": "asks to open a new account", "3": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39707", "family": "intent_v3", "state": "Incoming travel message:\n\"I can't make the flight — cancel it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "changes seat assignment", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39708", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY SEP-7 (VERSION 6, EFFECTIVE 28 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 16 March 2023): For employees hired on or after 16 March 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 28 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-6881: employee Omar K., hired 29 December 2021, separated 12 October 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2026-6881?", "criteria": {"0": "45 weeks", "1": "no cap applies", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-6881 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39709", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-8 (VERSION 3, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 30 April 2024): For employees hired on or after 30 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-5330: employee Sanne T., hired 12 October 2023, separated 29 November 2025 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-5330 under the controlling rules.", "criteria": {"0": "$4,846", "1": "$9,731", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-5330 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39710", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 5, EFFECTIVE 23 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 17 August 2024): For employees hired on or after 17 August 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 23 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4230: employee Zoya K., hired 04 November 2022, separated 29 June 2025 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the workforce transition benefit for case SEP-7-2026-4230 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$8,500", "2": "$8,438", "3": "$36,833"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4230 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39711", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "org_question", "1": "update_benefits", "2": "resignation", "3": "request_leave"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39712", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 21 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 21 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-1198: employee Sofia S., hired 22 March 2022, separated 09 September 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-1198?", "criteria": {"0": "39 weeks", "1": "45 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-1198 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39713", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia works for Crescent Telecom.\n- Callum reports to Mara.\n- Viktor reports to Elena.\n- Lattice Analytics is headquartered in Ghent.\n- Crescent Telecom is headquartered in Porto.\n- Callum works for Vantage Air.\n- Ironwood Manufacturing was founded in 1976.\n- Mara reports to Nadia.\n- Sofia reports to Dmitri.\n- Dmitri reports to Mateo.\n- Dmitri works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Priya works for Ironwood Manufacturing.\n- Hana works for Vantage Air.\n- Vantage Air is headquartered in Porto.\n- Lattice Analytics was founded in 1977.\n- Mara works for Lattice Analytics.\n- Elena reports to Priya.\n- Crescent Telecom was founded in 1982.\n- Viktor works for Vantage Air.\n- Nadia works for Lattice Analytics.\n- Priya reports to Callum.\n- Mateo works for Ironwood Manufacturing.\n- Elena works for Ironwood Manufacturing.\n- Mateo reports to Hana.\n- Vantage Air was founded in 1997.\n- Hana reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Ghent", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39714", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY TRV-5 (VERSION 5, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 29 October 2023): For employees hired on or after 29 October 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2026-1618: employee Sofia A., hired 17 January 2021, separated 14 October 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2026-1618?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2026-1618 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39715", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Malmo.\n- Ingrid works for Bluepine Aviation.\n- Viktor works for Helios Logistics.\n- Chiara reports to Viktor.\n- Lucia works for Helios Logistics.\n- Helios Logistics was founded in 2010.\n- Mara works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Cork.\n- Sanne reports to Bruno.\n- Amara works for Helios Logistics.\n- Bluepine Aviation was founded in 1995.\n- Bluepine Aviation is headquartered in Malmo.\n- Bruno works for Helios Logistics.\n- Priya works for Lattice Analytics.\n- Callum works for Bluepine Aviation.\n- Sanne works for Atlas Freight.\n- Viktor reports to Mara.\n- Chiara works for Atlas Freight.\n- Felix reports to Amara.\n- Helios Logistics is headquartered in Malmo.\n- Atlas Freight was founded in 2005.\n- Lucia reports to Felix.\n- Callum reports to Ingrid.\n- Aisha works for Helios Logistics.\n- Ingrid reports to Chiara.\n- Felix works for Atlas Freight.\n- Amara reports to Sanne.\n- Aisha reports to Callum.\n- Bruno reports to Priya.\n- Mara reports to Lucia.\n- Lattice Analytics was founded in 1984.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "2000", "1": "2003", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39716", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1991.\n- Northwind Systems is headquartered in Bergen.\n- Mara reports to Stefan.\n- Cobalt Health was founded in 2008.\n- Stefan reports to Yuki.\n- Stefan works for Crescent Telecom.\n- Dmitri works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Ingrid reports to Dmitri.\n- Tessa works for Crescent Telecom.\n- Yuki reports to Aisha.\n- Crescent Telecom was founded in 1990.\n- Dmitri reports to Omar.\n- Yuki works for Crescent Telecom.\n- Northwind Systems was founded in 2005.\n- Ingrid works for Crescent Telecom.\n- Atlas Freight is headquartered in Oslo.\n- Omar works for Atlas Freight.\n- Crescent Telecom is headquartered in Oslo.\n- Aisha reports to Ingrid.\n- Tessa reports to Mara.\n- Aisha works for Atlas Freight.\n- Mara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Oslo", "2": "Bergen", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39717", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki works for Meridian Bank.\n- Chiara reports to Sofia.\n- Mateo reports to Yuki.\n- Bluepine Aviation was founded in 2004.\n- Omar works for Bluepine Aviation.\n- Hana reports to Omar.\n- Mateo works for Bluepine Aviation.\n- Northwind Systems was founded in 1997.\n- Meridian Bank was founded in 1995.\n- Hana works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Sofia reports to Ingrid.\n- Summit Energy is headquartered in Tampere.\n- Chiara works for Bluepine Aviation.\n- Bluepine Aviation is headquartered in Tampere.\n- Sofia works for Summit Energy.\n- Summit Energy was founded in 1977.\n- Omar reports to Chiara.\n- Ingrid works for Summit Energy.\n- Zoya reports to Mateo.\n- Zoya works for Meridian Bank.\n- Ingrid reports to Zoya.\n- Northwind Systems is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Omar's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2002", "3": "2004"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39718", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cobalt Health.\n- Omar works for Summit Energy.\n- Mara reports to Yuki.\n- Leila reports to Ingrid.\n- Jonas works for Cobalt Health.\n- Cobalt Health was founded in 1984.\n- Ravi reports to Omar.\n- Pablo works for Summit Energy.\n- Ingrid reports to Jonas.\n- Leila works for Summit Energy.\n- Ingrid works for Summit Energy.\n- Mateo works for Summit Energy.\n- Mara works for Summit Energy.\n- Yuki reports to Leila.\n- Zoya works for Vantage Air.\n- Ravi works for Summit Energy.\n- Summit Energy was founded in 2001.\n- Yuki works for Vantage Air.\n- Summit Energy is headquartered in Bergen.\n- Tobias reports to Amara.\n- Bluepine Aviation was founded in 2014.\n- Jonas reports to Mateo.\n- Pablo reports to Ravi.\n- Vantage Air was founded in 1988.\n- Amara reports to Pablo.\n- Bluepine Aviation is headquartered in Bergen.\n- Vantage Air is headquartered in Bergen.\n- Omar reports to Zoya.\n- Amara works for Cobalt Health.\n- Mateo reports to Tobias.\n- Cobalt Health is headquartered in Bergen.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Jonas's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Bluepine Aviation", "2": "Cobalt Health", "3": "Summit Energy"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39719", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "File Claim — files a loss/damage claim", "1": "Quote Request — asks for a shipping quote", "2": "Reroute — changes a shipment destination", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39720", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Vantage Air.\n- Mara works for Fernhill Foods.\n- Mara reports to Leila.\n- Fernhill Foods was founded in 2015.\n- Cedar Retail Group was founded in 2007.\n- Nadia reports to Tobias.\n- Ingrid works for Fernhill Foods.\n- Nadia works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Oslo.\n- Ravi works for Helios Logistics.\n- Lucia reports to Ingrid.\n- Vantage Air is headquartered in Ghent.\n- Helios Logistics was founded in 1990.\n- Ingrid reports to Deshawn.\n- Helios Logistics is headquartered in Bergen.\n- Tobias reports to Ravi.\n- Lucia works for Helios Logistics.\n- Deshawn works for Cedar Retail Group.\n- Tobias works for Helios Logistics.\n- Deshawn reports to Mara.\n- Ravi reports to Lucia.\n- Vantage Air was founded in 1997.\n- Fernhill Foods is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "2018", "1": "2015", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39721", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY EXP-9 (VERSION 5, EFFECTIVE 06 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 17 June 2024): For employees hired on or after 17 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 06 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-7829: employee Stefan S., hired 10 December 2021, separated 19 January 2026 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-7829?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-7829 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39722", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Turku.\n- Sofia reports to Ingrid.\n- Tobias works for Helios Logistics.\n- Chiara works for Northwind Systems.\n- Ingrid reports to Jonas.\n- Amara works for Northwind Systems.\n- Elena reports to Tessa.\n- Jonas works for Helios Logistics.\n- Helios Logistics was founded in 1981.\n- Helios Logistics is headquartered in Nagoya.\n- Chiara reports to Ravi.\n- Sofia works for Bluepine Aviation.\n- Tessa works for Beacon Insurance.\n- Pablo works for Bluepine Aviation.\n- Jonas reports to Tobias.\n- Pablo reports to Amara.\n- Ravi reports to Sofia.\n- Tobias reports to Pablo.\n- Beacon Insurance was founded in 1986.\n- Ravi works for Helios Logistics.\n- Bluepine Aviation was founded in 1981.\n- Elena works for Helios Logistics.\n- Amara reports to Mara.\n- Northwind Systems was founded in 2001.\n- Tessa reports to Deshawn.\n- Ingrid works for Helios Logistics.\n- Northwind Systems is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Lyon.\n- Mara works for Northwind Systems.\n- Deshawn works for Helios Logistics.\n- Deshawn reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Tallinn", "2": "Turku", "3": "Nagoya"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39723", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "resignation", "1": "org_question", "2": "payroll_issue", "3": "update_benefits", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39724", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — WORKFORCE TRANSITION POLICY REL-3 (VERSION 3, EFFECTIVE 14 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 09 April 2024): For employees hired on or after 09 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 14 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2025-6138: employee Hana R., hired 29 May 2021, separated 24 October 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2025-6138?", "criteria": {"0": "13 weeks", "1": "no cap applies", "2": "19 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2025-6138 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39725", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY REL-3 (VERSION 5, EFFECTIVE 10 March 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-3/A1 (EFFECTIVE 10 March 2023): For employees hired on or after 10 March 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-3 v1, withdrawn 10 March 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-3-2026-6500: employee Hana R., hired 06 March 2020, separated 01 May 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-3-2026-6500?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "no cap applies", "3": "12 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-3-2026-6500 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39726", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY REL-2 (VERSION 4, EFFECTIVE 17 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 10 February 2024): For employees hired on or after 10 February 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 17 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-2317: employee Priya A., hired 24 June 2023, separated 28 June 2024 (role elimination), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2025-2317 under the controlling rules.", "criteria": {"0": "$11,385", "1": "$45,000", "2": "$10,385", "3": "$2,596"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-2317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39727", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor works for Helios Logistics.\n- Beacon Insurance is headquartered in Malmo.\n- Dmitri reports to Anders.\n- Beacon Insurance was founded in 2005.\n- Stefan reports to Nadia.\n- Omar reports to Stefan.\n- Yuki works for Beacon Insurance.\n- Lucia reports to Priya.\n- Atlas Freight was founded in 1997.\n- Helios Logistics was founded in 2003.\n- Priya works for Beacon Insurance.\n- Pablo works for Helios Logistics.\n- Atlas Freight is headquartered in Porto.\n- Omar works for Beacon Insurance.\n- Felix works for Cedar Retail Group.\n- Elena reports to Yuki.\n- Lucia works for Atlas Freight.\n- Anders works for Atlas Freight.\n- Cedar Retail Group is headquartered in Porto.\n- Elena works for Cedar Retail Group.\n- Nadia works for Atlas Freight.\n- Priya reports to Felix.\n- Anders reports to Lucia.\n- Nadia reports to Dmitri.\n- Viktor reports to Elena.\n- Stefan works for Cedar Retail Group.\n- Cedar Retail Group was founded in 1987.\n- Helios Logistics is headquartered in Porto.\n- Pablo reports to Viktor.\n- Dmitri works for Helios Logistics.\n- Felix reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "1990", "1": "1982", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39728", "family": "intent_hardneg", "state": "Incoming banking message:\n\"freeze my card, i lost it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wire_transfer", "1": "open_account", "2": "report_fraud", "3": "freeze_card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39730", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1986.\n- Stefan reports to Zoya.\n- Fernhill Foods was founded in 1989.\n- Aisha works for Fernhill Foods.\n- Summit Energy is headquartered in Tampere.\n- Stefan works for Helios Logistics.\n- Helios Logistics is headquartered in Turku.\n- Omar works for Helios Logistics.\n- Zoya reports to Omar.\n- Viktor works for Helios Logistics.\n- Amara works for Fernhill Foods.\n- Elena works for Helios Logistics.\n- Viktor reports to Wren.\n- Summit Energy was founded in 1989.\n- Deshawn reports to Viktor.\n- Wren works for Atlas Freight.\n- Nadia reports to Deshawn.\n- Aisha reports to Yuki.\n- Fernhill Foods is headquartered in Basel.\n- Pablo reports to Nadia.\n- Atlas Freight is headquartered in Dunedin.\n- Yuki reports to Pablo.\n- Yuki works for Fernhill Foods.\n- Pablo works for Summit Energy.\n- Deshawn works for Helios Logistics.\n- Helios Logistics was founded in 1976.\n- Elena reports to Stefan.\n- Nadia works for Fernhill Foods.\n- Wren reports to Elena.\n- Omar reports to Amara.\n- Zoya works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Turku", "2": "Dunedin", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39732", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-5 (VERSION 4, EFFECTIVE 26 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-5/A1 (EFFECTIVE 22 July 2023): For employees hired on or after 22 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-5 v1, withdrawn 26 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-5-2026-3891: employee Mara S., hired 13 March 2021, separated 07 February 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-5-2026-3891?", "criteria": {"0": "26 weeks", "1": "24 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-5-2026-3891 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39733", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'request leave' handler", "1": "Route to the 'update benefits' handler", "2": "Route to the 'payroll issue' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39734", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'claim luggage' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'book flight' handler", "3": "Route to the 'check status' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39735", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Crescent Telecom.\n- Jonas works for Crescent Telecom.\n- Chiara works for Meridian Bank.\n- Dmitri works for Lattice Analytics.\n- Ravi reports to Dmitri.\n- Ravi works for Pinnacle Software.\n- Mei works for Lattice Analytics.\n- Elena works for Crescent Telecom.\n- Anders works for Lattice Analytics.\n- Elena reports to Mei.\n- Anders reports to Stefan.\n- Omar works for Lattice Analytics.\n- Sanne reports to Mara.\n- Meridian Bank is headquartered in Dunedin.\n- Pinnacle Software was founded in 1996.\n- Pinnacle Software is headquartered in Lyon.\n- Mei reports to Nadia.\n- Stefan reports to Ravi.\n- Crescent Telecom is headquartered in Oslo.\n- Lattice Analytics was founded in 1978.\n- Mara reports to Jonas.\n- Mara works for Lattice Analytics.\n- Chiara reports to Elena.\n- Jonas reports to Chiara.\n- Dmitri reports to Sanne.\n- Sanne works for Lattice Analytics.\n- Crescent Telecom was founded in 2009.\n- Meridian Bank was founded in 2015.\n- Lattice Analytics is headquartered in Oslo.\n- Nadia reports to Omar.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Dunedin", "2": "Lyon", "3": "Tampere"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39736", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Play some jazz\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "controls lighting", "1": "asks about weather", "2": "asks to play audio", "3": "asks for a countdown timer"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39737", "family": "intent_v3", "state": "Incoming it admin message:\n\"Give the new hire repo access\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Report Outage — reports a system outage", "1": "Reset Password — resets credentials", "2": "Install Software — requests software installation", "3": "Provision Access — grants system access", "4": "Deprovision — removes access for a leaver"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39738", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Lattice Analytics.\n- Emeka reports to Wren.\n- Summit Energy is headquartered in Malmo.\n- Emeka works for Summit Energy.\n- Wren reports to Anders.\n- Aisha reports to Hana.\n- Tessa reports to Yuki.\n- Wren works for Beacon Insurance.\n- Lattice Analytics was founded in 1996.\n- Tessa works for Lattice Analytics.\n- Anders works for Summit Energy.\n- Yuki works for Vantage Air.\n- Pablo reports to Emeka.\n- Yuki reports to Pablo.\n- Anders reports to Aisha.\n- Hana works for Lattice Analytics.\n- Beacon Insurance is headquartered in Malmo.\n- Beacon Insurance was founded in 1982.\n- Vantage Air was founded in 2012.\n- Vantage Air is headquartered in Lyon.\n- Pablo works for Vantage Air.\n- Lattice Analytics is headquartered in Basel.\n- Summit Energy was founded in 1991.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Lyon", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39739", "family": "intent_v3", "state": "Incoming banking message:\n\"URGENT: I want to open a savings account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Check Balance — asks for account balance", "1": "Report Fraud — reports fraudulent activity", "2": "Wire Transfer — asks to send money", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39740", "family": "intent_hardneg", "state": "Incoming support message:\n\"swap order 50544 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "request_refund", "1": "report_damage", "2": "exchange_item", "3": "track_order"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39741", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-2 (VERSION 3, EFFECTIVE 06 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 27 August 2022): For employees hired on or after 27 August 2022, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 06 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-8412: employee Anders T., hired 23 September 2021, separated 04 November 2022 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-8412?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "no cap applies", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-8412 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39742", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance is headquartered in Halifax.\n- Atlas Freight is headquartered in Adelaide.\n- Crescent Telecom is headquartered in Halifax.\n- Vantage Air is headquartered in Halifax.\n- Anders works for Atlas Freight.\n- Nadia reports to Kenji.\n- Vantage Air was founded in 1989.\n- Yuki works for Crescent Telecom.\n- Emeka reports to Ravi.\n- Emeka works for Atlas Freight.\n- Pablo works for Crescent Telecom.\n- Sanne works for Crescent Telecom.\n- Beacon Insurance was founded in 1995.\n- Pablo reports to Anders.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1980.\n- Zoya works for Beacon Insurance.\n- Zoya reports to Mateo.\n- Yuki reports to Mara.\n- Atlas Freight was founded in 2000.\n- Mateo works for Vantage Air.\n- Ravi reports to Yuki.\n- Kenji reports to Zoya.\n- Ravi works for Crescent Telecom.\n- Dmitri works for Atlas Freight.\n- Mara works for Beacon Insurance.\n- Mara reports to Dmitri.\n- Anders reports to Emeka.\n- Nadia works for Beacon Insurance.\n- Sanne reports to Pablo.\n- Mateo reports to Sanne.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Anders's manager's manager? Use only the registry.", "criteria": {"0": "Crescent Telecom", "1": "Atlas Freight", "2": "Vantage Air", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39743", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "update_card", "1": "invoice_copy", "2": "dispute_charge", "3": "cancel_subscription"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39744", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks for account balance", "3": "reports fraudulent activity", "4": "asks to freeze a card"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39745", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2005.\n- Omar reports to Anders.\n- Crescent Telecom is headquartered in Bergen.\n- Anders reports to Lucia.\n- Pablo works for Helios Logistics.\n- Northwind Systems is headquartered in Leeds.\n- Meridian Bank was founded in 1981.\n- Callum works for Crescent Telecom.\n- Callum reports to Aisha.\n- Mei reports to Elena.\n- Elena works for Crescent Telecom.\n- Lucia works for Meridian Bank.\n- Hana works for Crescent Telecom.\n- Omar works for Helios Logistics.\n- Helios Logistics was founded in 1999.\n- Tessa works for Crescent Telecom.\n- Viktor works for Northwind Systems.\n- Aisha reports to Wren.\n- Aisha works for Crescent Telecom.\n- Lucia reports to Callum.\n- Elena reports to Pablo.\n- Hana reports to Omar.\n- Anders works for Northwind Systems.\n- Pablo reports to Viktor.\n- Northwind Systems was founded in 2003.\n- Meridian Bank is headquartered in Cork.\n- Helios Logistics is headquartered in Cork.\n- Mei works for Northwind Systems.\n- Viktor reports to Hana.\n- Wren works for Northwind Systems.\n- Wren reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Anders's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Leeds", "2": "Bergen", "3": "Oslo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39747", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Pinnacle Software is headquartered in Porto.\n- Ingrid reports to Viktor.\n- Elena works for Summit Energy.\n- Felix reports to Hana.\n- Dmitri reports to Mara.\n- Dmitri works for Pinnacle Software.\n- Hana works for Beacon Insurance.\n- Ravi works for Summit Energy.\n- Beacon Insurance is headquartered in Porto.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software was founded in 1980.\n- Meridian Bank is headquartered in Porto.\n- Hana reports to Elena.\n- Ravi reports to Dmitri.\n- Mara reports to Felix.\n- Ingrid works for Meridian Bank.\n- Summit Energy was founded in 2014.\n- Viktor reports to Ravi.\n- Mara works for Summit Energy.\n- Meridian Bank was founded in 1994.\n- Summit Energy is headquartered in Porto.\n- Beacon Insurance was founded in 2015.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Porto", "2": "Adelaide", "3": "Cork"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39748", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Lattice Analytics.\n- Sofia reports to Amara.\n- Elena reports to Aisha.\n- Yuki works for Lattice Analytics.\n- Yuki reports to Deshawn.\n- Amara reports to Elena.\n- Lattice Analytics is headquartered in Lyon.\n- Lattice Analytics was founded in 2000.\n- Deshawn reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Emeka reports to Sofia.\n- Atlas Freight is headquartered in Lyon.\n- Beacon Insurance was founded in 2005.\n- Ravi reports to Omar.\n- Bluepine Aviation is headquartered in Porto.\n- Ravi works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Amara works for Atlas Freight.\n- Beacon Insurance is headquartered in Lyon.\n- Bluepine Aviation was founded in 1995.\n- Pablo works for Atlas Freight.\n- Deshawn works for Bluepine Aviation.\n- Aisha reports to Pablo.\n- Aisha works for Bluepine Aviation.\n- Sofia works for Bluepine Aviation.\n- Atlas Freight was founded in 2003.\n- Pablo reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Yuki's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Leeds", "2": "Porto", "3": "Lyon"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39749", "family": "intent_hardneg", "state": "Incoming it admin message:\n\"i'm locked out of email\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "grants system access", "1": "reports a system outage", "2": "removes access for a leaver", "3": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39750", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests a receipt or invoice", "1": "wants to end recurring billing", "2": "reports an unauthorized charge", "3": "asks to split a balance into installments", "4": "wants payment details changed"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39751", "family": "intent_v3", "state": "Incoming it admin message:\n\"Put photoshop on the design laptops\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "install_software", "2": "report_outage", "3": "deprovision"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39752", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 03 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 04 July 2025): For employees hired on or after 04 July 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 03 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2026-2253: employee Sofia S., hired 28 February 2023, separated 08 December 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2026-2253?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2026-2253 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39753", "family": "policy_pack_v2", "state": "BEACON INSURANCE — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 09 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 26 January 2025): For employees hired on or after 26 January 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 09 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-5175: employee Ravi R., hired 13 October 2022, separated 05 April 2025 (redundancy), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-5175?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "8 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-5175 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39754", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders works for Fernhill Foods.\n- Vantage Air is headquartered in Ghent.\n- Anders reports to Pablo.\n- Priya works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Ravi works for Vantage Air.\n- Bruno works for Pinnacle Software.\n- Helios Logistics was founded in 2011.\n- Omar reports to Stefan.\n- Priya reports to Ravi.\n- Fernhill Foods was founded in 1982.\n- Pinnacle Software was founded in 2006.\n- Dmitri works for Fernhill Foods.\n- Helios Logistics is headquartered in Austin.\n- Kenji reports to Bruno.\n- Pablo works for Pinnacle Software.\n- Pinnacle Software is headquartered in Ghent.\n- Lucia works for Vantage Air.\n- Ravi reports to Kenji.\n- Omar works for Helios Logistics.\n- Kenji works for Vantage Air.\n- Stefan works for Pinnacle Software.\n- Vantage Air was founded in 1983.\n- Stefan reports to Anders.\n- Bruno reports to Omar.\n- Lucia reports to Priya.\n- Dmitri reports to Lucia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Bruno's manager's manager? Use only the registry.", "criteria": {"0": "Helios Logistics", "1": "Pinnacle Software", "2": "Vantage Air", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39755", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1980.\n- Tobias works for Vantage Air.\n- Sanne reports to Mara.\n- Anders reports to Tessa.\n- Cobalt Health is headquartered in Austin.\n- Tessa reports to Bruno.\n- Bruno reports to Tobias.\n- Jonas works for Beacon Insurance.\n- Sanne works for Vantage Air.\n- Mateo works for Helios Logistics.\n- Ingrid reports to Yuki.\n- Helios Logistics is headquartered in Adelaide.\n- Yuki works for Cobalt Health.\n- Jonas reports to Wren.\n- Anders works for Beacon Insurance.\n- Bruno works for Cobalt Health.\n- Wren works for Beacon Insurance.\n- Mara works for Vantage Air.\n- Wren reports to Ingrid.\n- Beacon Insurance is headquartered in Austin.\n- Vantage Air is headquartered in Nagoya.\n- Mara reports to Felix.\n- Helios Logistics was founded in 1997.\n- Vantage Air was founded in 2007.\n- Yuki reports to Sanne.\n- Tobias reports to Mateo.\n- Cobalt Health was founded in 2006.\n- Tessa works for Helios Logistics.\n- Felix works for Vantage Air.\n- Mateo reports to Jonas.\n- Ingrid works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1980", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39756", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'payroll issue' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'update benefits' handler", "3": "Route to the 'resignation' handler", "4": "Route to the 'org question' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39757", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEVERANCE POLICY SEP-9 (VERSION 6, EFFECTIVE 25 January 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-9/A1 (EFFECTIVE 16 August 2022): For employees hired on or after 16 August 2022, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-9 v1, withdrawn 25 January 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-9-2025-5914: employee Mara M., hired 11 November 2020, separated 27 January 2024 (mutual separation), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-9-2025-5914?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-9-2025-5914 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39758", "family": "intent_v3", "state": "Incoming billing message:\n\"Someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Invoice Copy — requests a receipt or invoice", "1": "Dispute Charge — reports an unauthorized charge", "2": "Update Card — wants payment details changed", "3": "Payment Plan — asks to split a balance into installments"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39759", "family": "policy_pack_v2", "state": "BEACON INSURANCE — WORKFORCE TRANSITION POLICY EXP-7 (VERSION 3, EFFECTIVE 07 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 December 2025): For employees hired on or after 28 December 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 07 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-4485: employee Stefan K., hired 01 September 2024, separated 27 March 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-4485?", "criteria": {"0": "8 weeks", "1": "26 weeks", "2": "no cap applies", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-4485 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39760", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "restart_service", "1": "rollback", "2": "check_logs", "3": "rotate_keys", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39761", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — REDUNDANCY POLICY REL-2 (VERSION 7, EFFECTIVE 15 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 11 July 2024): For employees hired on or after 11 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 15 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2026-6355: employee Sanne A., hired 20 October 2023, separated 12 November 2025 (mutual separation), annual base salary $135,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case REL-2-2026-6355 under the controlling rules.", "criteria": {"0": "$8,178", "1": "$7,308", "2": "$8,308", "3": "$36,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2026-6355 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39762", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 88201 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "request_refund", "1": "exchange_item", "2": "track_order", "3": "change_address"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39763", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — REDUNDANCY POLICY EXP-8 (VERSION 4, EFFECTIVE 19 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 27 July 2024): For employees hired on or after 27 July 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 19 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2025-9291: employee Felix T., hired 27 May 2023, separated 13 July 2025 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2025-9291?", "criteria": {"0": "16 weeks", "1": "13 weeks", "2": "no cap applies", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2025-9291 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39764", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEPARATION BENEFIT POLICY RET-5 (VERSION 7, EFFECTIVE 17 April 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 08 September 2024): For employees hired on or after 08 September 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 17 April 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2026-7822: employee Sofia K., hired 16 September 2023, separated 14 June 2025 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-5-2026-7822?", "criteria": {"0": "8 weeks", "1": "no cap applies", "2": "26 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2026-7822 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39765", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo works for Summit Energy.\n- Zoya works for Cobalt Health.\n- Leila works for Summit Energy.\n- Cobalt Health was founded in 1998.\n- Cobalt Health is headquartered in Oslo.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom was founded in 2015.\n- Wren reports to Ingrid.\n- Bruno reports to Pablo.\n- Fernhill Foods is headquartered in Oslo.\n- Zoya reports to Lucia.\n- Callum works for Crescent Telecom.\n- Wren works for Fernhill Foods.\n- Ingrid reports to Nadia.\n- Lucia reports to Leila.\n- Bruno works for Fernhill Foods.\n- Summit Energy is headquartered in Dunedin.\n- Summit Energy was founded in 2015.\n- Lucia works for Fernhill Foods.\n- Mei works for Fernhill Foods.\n- Nadia reports to Callum.\n- Mei reports to Bruno.\n- Leila reports to Wren.\n- Crescent Telecom is headquartered in Dunedin.\n- Ingrid works for Cobalt Health.\n- Fernhill Foods was founded in 1996.\n- Pablo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Pablo's employer founded? Use only the registry.", "criteria": {"0": "2015", "1": "2013", "2": "2018", "3": "2010"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39766", "family": "intent_hardneg", "state": "Incoming billing message:\n\"someone used my card — dispute this transaction\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "reports an unauthorized charge", "2": "wants payment details changed", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39767", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Northwind Systems.\n- Pablo works for Lattice Analytics.\n- Northwind Systems was founded in 2014.\n- Hana works for Northwind Systems.\n- Lucia reports to Felix.\n- Hana reports to Ravi.\n- Aisha reports to Hana.\n- Sanne works for Atlas Freight.\n- Northwind Systems is headquartered in Cork.\n- Atlas Freight was founded in 2015.\n- Pablo reports to Leila.\n- Atlas Freight is headquartered in Lyon.\n- Tessa works for Lattice Analytics.\n- Leila works for Atlas Freight.\n- Sofia reports to Tessa.\n- Tessa reports to Pablo.\n- Ravi works for Lattice Analytics.\n- Lattice Analytics was founded in 2015.\n- Leila reports to Aisha.\n- Sofia works for Northwind Systems.\n- Lucia works for Cedar Retail Group.\n- Ravi reports to Lucia.\n- Sanne reports to Sofia.\n- Lattice Analytics is headquartered in Valencia.\n- Felix works for Northwind Systems.\n- Cedar Retail Group is headquartered in Valencia.\n- Cedar Retail Group was founded in 2011.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Pablo's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Atlas Freight", "2": "Northwind Systems", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39768", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing is headquartered in Turku.\n- Beacon Insurance was founded in 1997.\n- Mei works for Beacon Insurance.\n- Ingrid reports to Chiara.\n- Ironwood Manufacturing was founded in 2000.\n- Beacon Insurance is headquartered in Turku.\n- Zoya works for Meridian Bank.\n- Viktor reports to Zoya.\n- Leila reports to Ingrid.\n- Northwind Systems was founded in 1975.\n- Pablo reports to Hana.\n- Wren works for Ironwood Manufacturing.\n- Mei reports to Viktor.\n- Meridian Bank was founded in 2003.\n- Meridian Bank is headquartered in Brno.\n- Wren reports to Pablo.\n- Chiara works for Beacon Insurance.\n- Lucia reports to Mei.\n- Hana works for Beacon Insurance.\n- Tobias works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Brno.\n- Ingrid works for Beacon Insurance.\n- Viktor works for Beacon Insurance.\n- Yuki works for Ironwood Manufacturing.\n- Lucia works for Northwind Systems.\n- Pablo works for Beacon Insurance.\n- Hana reports to Leila.\n- Leila works for Northwind Systems.\n- Tobias reports to Wren.\n- Chiara reports to Yuki.\n- Zoya reports to Tobias.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "1997", "1": "1995", "2": "1992", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39769", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Summit Energy.\n- Ironwood Manufacturing was founded in 1997.\n- Pablo reports to Omar.\n- Wren works for Ironwood Manufacturing.\n- Meridian Bank was founded in 1980.\n- Mara works for Ironwood Manufacturing.\n- Lucia works for Meridian Bank.\n- Meridian Bank is headquartered in Bergen.\n- Ironwood Manufacturing is headquartered in Turku.\n- Mara reports to Lucia.\n- Lucia reports to Nadia.\n- Nadia reports to Pablo.\n- Nadia works for Ironwood Manufacturing.\n- Summit Energy was founded in 1977.\n- Pablo works for Ironwood Manufacturing.\n- Wren reports to Mara.\n- Ingrid works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 2010.\n- Summit Energy is headquartered in Turku.\n- Omar reports to Ingrid.\n- Pinnacle Software is headquartered in Turku.\n- Omar works for Meridian Bank.\n- Stefan reports to Wren.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Malmo", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39770", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEVERANCE POLICY REL-8 (VERSION 2, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 22 December 2023): For employees hired on or after 22 December 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-4286: employee Leila S., hired 24 January 2023, separated 20 December 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-8-2026-4286 under the controlling rules.", "criteria": {"0": "$8,667", "1": "$2,000", "2": "$1,900", "3": "$2,500"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-4286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39771", "family": "intent_v3", "state": "Incoming travel message:\n\"Cancel my hotel reservation for this weekend\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Check Status — asks flight status", "1": "Book Flight — books airfare", "2": "Cancel Trip — cancels a booking", "3": "Change Seat — changes seat assignment", "4": "Claim Luggage — reports lost baggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39772", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Zoya works for Atlas Freight.\n- Ravi works for Vantage Air.\n- Felix works for Meridian Bank.\n- Vantage Air is headquartered in Valencia.\n- Atlas Freight was founded in 2007.\n- Jonas reports to Yuki.\n- Omar reports to Sofia.\n- Felix reports to Chiara.\n- Sofia works for Meridian Bank.\n- Ravi reports to Mei.\n- Jonas works for Meridian Bank.\n- Meridian Bank was founded in 1993.\n- Meridian Bank is headquartered in Basel.\n- Yuki works for Cedar Retail Group.\n- Vantage Air was founded in 2015.\n- Cedar Retail Group was founded in 2004.\n- Chiara reports to Ravi.\n- Atlas Freight is headquartered in Basel.\n- Omar works for Meridian Bank.\n- Dmitri reports to Zoya.\n- Mei works for Meridian Bank.\n- Dmitri works for Cedar Retail Group.\n- Zoya reports to Omar.\n- Chiara works for Cedar Retail Group.\n- Mei reports to Dmitri.\n- Cedar Retail Group is headquartered in Lyon.\n- Sofia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Felix's employer founded? Use only the registry.", "criteria": {"0": "1996", "1": "1991", "2": "1993", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39773", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY TRV-4 (VERSION 2, EFFECTIVE 19 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 15 August 2023): For employees hired on or after 15 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 19 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-5956: employee Leila B., hired 11 December 2021, separated 11 August 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case TRV-4-2025-5956 under the controlling rules.", "criteria": {"0": "$31,092", "1": "$7,088", "2": "$7,175", "3": "$7,675"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-5956 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39774", "family": "intent_v3", "state": "Incoming support message:\n\"Swap order 44066 for a size large\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Damage — reports an item arrived broken", "1": "Exchange Item — wants a different size/color/variant", "2": "Request Refund — asks for money back on a purchase", "3": "Cancel Order — wants to cancel a placed order", "4": "Change Address — wants the delivery address updated"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39775", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "files a loss/damage claim", "2": "reports a delayed shipment", "3": "arranges a pickup"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39776", "family": "intent_v3", "state": "Incoming hr message:\n\"Increase my 401k contribution\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Resignation — initiates departure", "1": "Payroll Issue — reports a pay problem", "2": "Update Benefits — changes benefits enrollment", "3": "Org Question — asks about reporting structure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39777", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Emeka reports to Kenji.\n- Sofia reports to Mara.\n- Summit Energy was founded in 2014.\n- Mara reports to Callum.\n- Hana works for Beacon Insurance.\n- Aisha reports to Sofia.\n- Wren works for Atlas Freight.\n- Wren reports to Aisha.\n- Hana reports to Emeka.\n- Amara reports to Hana.\n- Aisha works for Pinnacle Software.\n- Anders works for Pinnacle Software.\n- Atlas Freight was founded in 1995.\n- Beacon Insurance is headquartered in Bergen.\n- Summit Energy is headquartered in Bergen.\n- Beacon Insurance was founded in 1995.\n- Emeka works for Beacon Insurance.\n- Pinnacle Software was founded in 2012.\n- Atlas Freight is headquartered in Oslo.\n- Callum reports to Elena.\n- Kenji works for Pinnacle Software.\n- Lucia reports to Anders.\n- Kenji reports to Lucia.\n- Elena works for Beacon Insurance.\n- Amara works for Atlas Freight.\n- Lucia works for Atlas Freight.\n- Sofia works for Summit Energy.\n- Mara works for Summit Energy.\n- Pinnacle Software is headquartered in Oslo.\n- Callum works for Beacon Insurance.\n- Elena reports to Amara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Pinnacle Software", "1": "Summit Energy", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39778", "family": "intent_hardneg", "state": "Incoming hr message:\n\"who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a pay problem", "1": "asks about reporting structure", "2": "initiates departure", "3": "requests time off"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39779", "family": "intent_v3", "state": "Incoming devops message:\n\"URGENT: Check why latency jumped at 3pm\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "rotate_keys", "1": "rollback", "2": "restart_service", "3": "scale_up", "4": "check_logs"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39780", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2011.\n- Helios Logistics is headquartered in Tampere.\n- Felix reports to Deshawn.\n- Wren reports to Leila.\n- Mateo reports to Stefan.\n- Chiara works for Vantage Air.\n- Chiara reports to Mateo.\n- Tessa works for Vantage Air.\n- Leila works for Fernhill Foods.\n- Pablo reports to Chiara.\n- Stefan reports to Lucia.\n- Elena works for Vantage Air.\n- Wren works for Fernhill Foods.\n- Fernhill Foods was founded in 1975.\n- Pablo works for Ironwood Manufacturing.\n- Stefan works for Vantage Air.\n- Felix works for Helios Logistics.\n- Leila reports to Tessa.\n- Mateo works for Fernhill Foods.\n- Elena reports to Wren.\n- Jonas works for Ironwood Manufacturing.\n- Lucia works for Fernhill Foods.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Deshawn works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 2010.\n- Fernhill Foods is headquartered in Oslo.\n- Vantage Air is headquartered in Nagoya.\n- Tessa reports to Pablo.\n- Deshawn reports to Elena.\n- Vantage Air was founded in 1983.\n- Lucia reports to Jonas.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1981", "2": "1983", "3": "1978"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39781", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank is headquartered in Bergen.\n- Meridian Bank was founded in 2006.\n- Priya works for Northwind Systems.\n- Ravi works for Vantage Air.\n- Chiara works for Northwind Systems.\n- Ingrid works for Vantage Air.\n- Northwind Systems was founded in 1978.\n- Vantage Air was founded in 1987.\n- Chiara reports to Viktor.\n- Cedar Retail Group is headquartered in Lyon.\n- Viktor reports to Ingrid.\n- Leila reports to Priya.\n- Cedar Retail Group was founded in 1977.\n- Elena reports to Leila.\n- Jonas works for Northwind Systems.\n- Ingrid reports to Jonas.\n- Jonas reports to Ravi.\n- Elena works for Vantage Air.\n- Viktor works for Cedar Retail Group.\n- Ravi reports to Elena.\n- Northwind Systems is headquartered in Porto.\n- Vantage Air is headquartered in Bergen.\n- Leila works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Jonas's employer founded? Use only the registry.", "criteria": {"0": "1978", "1": "1981", "2": "1976", "3": "1973"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39782", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY SEP-8 (VERSION 5, EFFECTIVE 01 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-8/A1 (EFFECTIVE 11 May 2024): For employees hired on or after 11 May 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-8 v1, withdrawn 01 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-8-2026-2778: employee Stefan T., hired 08 May 2022, separated 29 June 2024 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-8-2026-2778?", "criteria": {"0": "32 weeks", "1": "12 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-8-2026-2778 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39783", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Payroll Issue — reports a pay problem", "1": "Update Benefits — changes benefits enrollment", "2": "Org Question — asks about reporting structure", "3": "Resignation — initiates departure", "4": "Request Leave — requests time off"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39784", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Will it rain tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Control Lights — controls lighting", "1": "Set Alarm — asks to set a wake-up or reminder alarm", "2": "Send Message — asks to text someone", "3": "Weather — asks about weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39785", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara reports to Kenji.\n- Mara works for Bluepine Aviation.\n- Dmitri works for Meridian Bank.\n- Dmitri reports to Priya.\n- Kenji works for Fernhill Foods.\n- Crescent Telecom was founded in 2003.\n- Bluepine Aviation is headquartered in Ghent.\n- Tobias works for Crescent Telecom.\n- Felix reports to Mara.\n- Viktor works for Fernhill Foods.\n- Viktor reports to Tobias.\n- Priya reports to Mateo.\n- Deshawn works for Meridian Bank.\n- Kenji reports to Viktor.\n- Fernhill Foods was founded in 2013.\n- Deshawn reports to Felix.\n- Amara reports to Dmitri.\n- Felix works for Bluepine Aviation.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Deshawn.\n- Priya works for Bluepine Aviation.\n- Meridian Bank was founded in 1996.\n- Meridian Bank is headquartered in Dunedin.\n- Fernhill Foods is headquartered in Turku.\n- Bluepine Aviation was founded in 2002.\n- Amara works for Bluepine Aviation.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mara's employer founded? Use only the registry.", "criteria": {"0": "2002", "1": "1997", "2": "2005", "3": "2000"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39786", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY EXP-6 (VERSION 3, EFFECTIVE 08 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 06 April 2024): For employees hired on or after 06 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 08 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2025-1890: employee Kenji S., hired 24 January 2023, separated 06 September 2024 (redundancy), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2025-1890?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2025-1890 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39787", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY SEP-7 (VERSION 3, EFFECTIVE 24 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 15 April 2024): For employees hired on or after 15 April 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 24 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2026-4261: employee Mara T., hired 13 November 2021, separated 23 September 2025 (redundancy), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case SEP-7-2026-4261 under the controlling rules.", "criteria": {"0": "$13,385", "1": "$13,500", "2": "$15,385", "3": "$58,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2026-4261 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39788", "family": "intent_v3", "state": "Incoming it admin message:\n\"Forgot my sso password\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "requests software installation", "1": "reports a system outage", "2": "removes access for a leaver", "3": "grants system access", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39789", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Summit Energy was founded in 1994.\n- Beacon Insurance was founded in 2003.\n- Omar works for Ironwood Manufacturing.\n- Sofia works for Beacon Insurance.\n- Emeka reports to Sofia.\n- Nadia reports to Callum.\n- Callum reports to Emeka.\n- Lucia reports to Tobias.\n- Northwind Systems is headquartered in Brno.\n- Summit Energy is headquartered in Leeds.\n- Northwind Systems was founded in 2003.\n- Omar reports to Aisha.\n- Ingrid reports to Nadia.\n- Ironwood Manufacturing was founded in 1988.\n- Nadia works for Beacon Insurance.\n- Tobias works for Summit Energy.\n- Aisha reports to Priya.\n- Beacon Insurance is headquartered in Leeds.\n- Aisha works for Beacon Insurance.\n- Lucia works for Beacon Insurance.\n- Tobias reports to Omar.\n- Emeka works for Summit Energy.\n- Priya works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Brno.\n- Sofia reports to Lucia.\n- Callum works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Tobias's manager's manager? Use only the registry.", "criteria": {"0": "Beacon Insurance", "1": "Ironwood Manufacturing", "2": "Summit Energy", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39790", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Helios Logistics.\n- Emeka works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Deshawn works for Pinnacle Software.\n- Emeka reports to Deshawn.\n- Tobias reports to Emeka.\n- Mara reports to Kenji.\n- Mateo reports to Dmitri.\n- Felix works for Pinnacle Software.\n- Priya works for Pinnacle Software.\n- Mara works for Helios Logistics.\n- Dmitri works for Pinnacle Software.\n- Elena works for Helios Logistics.\n- Bruno works for Beacon Insurance.\n- Kenji reports to Tobias.\n- Deshawn reports to Felix.\n- Mateo works for Helios Logistics.\n- Dmitri reports to Mara.\n- Elena reports to Bruno.\n- Pinnacle Software is headquartered in Basel.\n- Helios Logistics is headquartered in Leeds.\n- Helios Logistics was founded in 1999.\n- Beacon Insurance was founded in 2015.\n- Ironwood Manufacturing was founded in 1981.\n- Tobias works for Beacon Insurance.\n- Aisha works for Beacon Insurance.\n- Pinnacle Software was founded in 1975.\n- Beacon Insurance is headquartered in Leeds.\n- Bruno reports to Priya.\n- Felix reports to Elena.\n- Priya reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Austin", "2": "Leeds", "3": "Basel"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39791", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Atlas Freight.\n- Pinnacle Software is headquartered in Adelaide.\n- Deshawn works for Beacon Insurance.\n- Emeka reports to Aisha.\n- Felix works for Beacon Insurance.\n- Stefan reports to Ravi.\n- Aisha works for Beacon Insurance.\n- Ravi works for Helios Logistics.\n- Atlas Freight was founded in 1979.\n- Mei reports to Chiara.\n- Deshawn reports to Felix.\n- Chiara reports to Stefan.\n- Beacon Insurance is headquartered in Adelaide.\n- Ingrid works for Beacon Insurance.\n- Aisha reports to Jonas.\n- Beacon Insurance was founded in 1991.\n- Jonas reports to Ingrid.\n- Helios Logistics was founded in 2004.\n- Felix reports to Mei.\n- Ingrid reports to Pablo.\n- Helios Logistics is headquartered in Ghent.\n- Pinnacle Software was founded in 1985.\n- Jonas works for Helios Logistics.\n- Ravi reports to Emeka.\n- Stefan works for Helios Logistics.\n- Pablo works for Pinnacle Software.\n- Mei works for Atlas Freight.\n- Pablo reports to Wren.\n- Atlas Freight is headquartered in Adelaide.\n- Emeka works for Beacon Insurance.\n- Chiara works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ingrid's manager headquartered? Use only the registry.", "criteria": {"0": "Adelaide", "1": "Ghent", "2": "Malmo", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39792", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Atlas Freight.\n- Mei reports to Nadia.\n- Sanne works for Atlas Freight.\n- Jonas works for Atlas Freight.\n- Bruno reports to Jonas.\n- Nadia reports to Sanne.\n- Mei works for Ironwood Manufacturing.\n- Ingrid reports to Tobias.\n- Ingrid works for Crescent Telecom.\n- Atlas Freight was founded in 1990.\n- Helios Logistics was founded in 1989.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Crescent Telecom is headquartered in Tallinn.\n- Yuki reports to Mei.\n- Kenji works for Crescent Telecom.\n- Atlas Freight is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1975.\n- Yuki works for Ironwood Manufacturing.\n- Nadia works for Crescent Telecom.\n- Bruno works for Ironwood Manufacturing.\n- Sanne reports to Ingrid.\n- Crescent Telecom was founded in 1982.\n- Kenji reports to Wren.\n- Jonas reports to Kenji.\n- Wren reports to Yuki.\n- Helios Logistics is headquartered in Lyon.\n- Tobias works for Helios Logistics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Kenji's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Atlas Freight", "2": "Crescent Telecom", "3": "Helios Logistics"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39793", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "wire_transfer", "1": "report_fraud", "2": "freeze_card", "3": "check_balance"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39794", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Lattice Analytics.\n- Yuki works for Cobalt Health.\n- Atlas Freight is headquartered in Ghent.\n- Cobalt Health is headquartered in Tallinn.\n- Tessa reports to Omar.\n- Lattice Analytics is headquartered in Tallinn.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Zoya works for Ironwood Manufacturing.\n- Omar works for Lattice Analytics.\n- Priya works for Lattice Analytics.\n- Sofia reports to Yuki.\n- Ironwood Manufacturing was founded in 1998.\n- Tessa works for Lattice Analytics.\n- Priya reports to Sofia.\n- Ingrid works for Cobalt Health.\n- Sofia works for Lattice Analytics.\n- Ingrid reports to Wren.\n- Wren reports to Tessa.\n- Omar reports to Zoya.\n- Zoya reports to Priya.\n- Cobalt Health was founded in 1977.\n- Atlas Freight was founded in 1997.\n- Lattice Analytics was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Zoya's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Atlas Freight", "2": "Ironwood Manufacturing", "3": "Cobalt Health"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39795", "family": "intent_v3", "state": "Incoming hr message:\n\"The bonus didn't hit my account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "update_benefits", "1": "resignation", "2": "org_question", "3": "payroll_issue", "4": "request_leave"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39796", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — WORKFORCE TRANSITION POLICY EXP-4 (VERSION 5, EFFECTIVE 16 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-4/A1 (EFFECTIVE 02 June 2024): For employees hired on or after 02 June 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-4 v1, withdrawn 16 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-4-2025-1298: employee Felix K., hired 25 September 2020, separated 26 March 2025 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-4-2025-1298?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-4-2025-1298 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39797", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics was founded in 2008.\n- Wren works for Ironwood Manufacturing.\n- Ravi works for Beacon Insurance.\n- Mei reports to Hana.\n- Mei works for Helios Logistics.\n- Hana works for Ironwood Manufacturing.\n- Wren reports to Mei.\n- Helios Logistics is headquartered in Adelaide.\n- Beacon Insurance is headquartered in Ghent.\n- Ironwood Manufacturing was founded in 2012.\n- Sofia works for Helios Logistics.\n- Jonas works for Ironwood Manufacturing.\n- Pablo works for Helios Logistics.\n- Sofia reports to Pablo.\n- Zoya reports to Omar.\n- Hana reports to Jonas.\n- Cedar Retail Group was founded in 1976.\n- Omar reports to Ravi.\n- Zoya works for Helios Logistics.\n- Cedar Retail Group is headquartered in Halifax.\n- Chiara reports to Zoya.\n- Ironwood Manufacturing is headquartered in Adelaide.\n- Chiara works for Cedar Retail Group.\n- Omar works for Beacon Insurance.\n- Pablo reports to Chiara.\n- Ravi reports to Wren.\n- Beacon Insurance was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1971", "2": "1979", "3": "1976"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39798", "family": "policy_pack_v2", "state": "NORTHWIND SYSTEMS — REDUNDANCY POLICY TRV-4 (VERSION 2, EFFECTIVE 09 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 18 July 2023): For employees hired on or after 18 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 09 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2025-3667: employee Wren S., hired 16 September 2020, separated 12 September 2023 (redundancy), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2025-3667?", "criteria": {"0": "no cap applies", "1": "24 weeks", "2": "32 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2025-3667 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39799", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sofia reports to Sanne.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Sanne reports to Priya.\n- Callum reports to Elena.\n- Vantage Air was founded in 2012.\n- Priya works for Pinnacle Software.\n- Pinnacle Software was founded in 1981.\n- Felix reports to Yuki.\n- Chiara reports to Callum.\n- Sanne works for Pinnacle Software.\n- Yuki works for Cedar Retail Group.\n- Felix works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Pinnacle Software is headquartered in Leeds.\n- Callum works for Vantage Air.\n- Ironwood Manufacturing was founded in 1981.\n- Pablo works for Cedar Retail Group.\n- Chiara works for Pinnacle Software.\n- Priya reports to Pablo.\n- Cedar Retail Group was founded in 2003.\n- Cedar Retail Group is headquartered in Tallinn.\n- Elena reports to Leila.\n- Leila reports to Felix.\n- Pablo reports to Chiara.\n- Vantage Air is headquartered in Tallinn.\n- Elena works for Vantage Air.\n- Sofia works for Vantage Air.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Priya's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Cedar Retail Group", "2": "Pinnacle Software", "3": "Vantage Air"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39800", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bruno reports to Ingrid.\n- Mara reports to Callum.\n- Dmitri works for Pinnacle Software.\n- Hana reports to Jonas.\n- Jonas works for Atlas Freight.\n- Cobalt Health was founded in 1981.\n- Lattice Analytics is headquartered in Dunedin.\n- Ingrid works for Cobalt Health.\n- Pinnacle Software was founded in 1983.\n- Bruno works for Cobalt Health.\n- Yuki works for Lattice Analytics.\n- Mara works for Lattice Analytics.\n- Hana works for Atlas Freight.\n- Callum works for Atlas Freight.\n- Lucia reports to Bruno.\n- Atlas Freight is headquartered in Valencia.\n- Zoya works for Pinnacle Software.\n- Cobalt Health is headquartered in Basel.\n- Callum reports to Hana.\n- Pinnacle Software is headquartered in Valencia.\n- Dmitri reports to Zoya.\n- Ingrid reports to Yuki.\n- Yuki reports to Mara.\n- Zoya reports to Lucia.\n- Lucia works for Cobalt Health.\n- Atlas Freight was founded in 2000.\n- Lattice Analytics was founded in 2009.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Halifax", "2": "Dunedin", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39801", "family": "intent_v3", "state": "Incoming devops message:\n\"Rotate the db passwords\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to inspect logs or metrics", "1": "asks to revert a deploy", "2": "asks to add capacity", "3": "asks to rotate credentials"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39802", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Bluepine Aviation.\n- Leila works for Cobalt Health.\n- Viktor works for Bluepine Aviation.\n- Wren works for Cobalt Health.\n- Mateo works for Meridian Bank.\n- Mei works for Meridian Bank.\n- Bluepine Aviation was founded in 2002.\n- Kenji works for Meridian Bank.\n- Mateo reports to Aisha.\n- Ravi works for Bluepine Aviation.\n- Omar reports to Ravi.\n- Omar works for Meridian Bank.\n- Cobalt Health is headquartered in Lyon.\n- Ironwood Manufacturing is headquartered in Lyon.\n- Kenji reports to Wren.\n- Aisha reports to Nadia.\n- Cobalt Health was founded in 2008.\n- Viktor reports to Leila.\n- Meridian Bank is headquartered in Turku.\n- Wren reports to Omar.\n- Mei reports to Mateo.\n- Nadia works for Bluepine Aviation.\n- Meridian Bank was founded in 1991.\n- Nadia reports to Kenji.\n- Bluepine Aviation is headquartered in Lyon.\n- Ironwood Manufacturing was founded in 1986.\n- Ravi reports to Viktor.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Nadia's manager headquartered? Use only the registry.", "criteria": {"0": "Austin", "1": "Lyon", "2": "Turku", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39803", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia reports to Amara.\n- Kenji works for Pinnacle Software.\n- Chiara works for Pinnacle Software.\n- Kenji reports to Leila.\n- Fernhill Foods is headquartered in Basel.\n- Atlas Freight was founded in 1987.\n- Mateo works for Fernhill Foods.\n- Nadia reports to Chiara.\n- Priya reports to Mateo.\n- Atlas Freight is headquartered in Turku.\n- Beacon Insurance is headquartered in Turku.\n- Anders reports to Yuki.\n- Fernhill Foods was founded in 1991.\n- Yuki reports to Nadia.\n- Lucia works for Atlas Freight.\n- Felix reports to Kenji.\n- Nadia works for Pinnacle Software.\n- Yuki works for Fernhill Foods.\n- Anders works for Beacon Insurance.\n- Priya works for Atlas Freight.\n- Beacon Insurance was founded in 1995.\n- Felix works for Pinnacle Software.\n- Dmitri reports to Anders.\n- Pinnacle Software is headquartered in Basel.\n- Leila reports to Lucia.\n- Dmitri works for Atlas Freight.\n- Pinnacle Software was founded in 1975.\n- Mateo reports to Felix.\n- Amara works for Atlas Freight.\n- Amara reports to Dmitri.\n- Leila works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Halifax", "2": "Basel", "3": "Nagoya"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39804", "family": "intent_v3", "state": "Incoming devops message:\n\"Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to revert a deploy", "1": "asks to rotate credentials", "2": "asks to add capacity", "3": "asks to inspect logs or metrics"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39805", "family": "policy_pack_v2", "state": "VANTAGE AIR — WORKFORCE TRANSITION POLICY TRV-9 (VERSION 7, EFFECTIVE 30 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 18 October 2025): For employees hired on or after 18 October 2025, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 30 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2025-1801: employee Mateo S., hired 13 July 2023, separated 26 December 2026 (role elimination), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2025-1801?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2025-1801 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39806", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 2015.\n- Stefan reports to Sofia.\n- Northwind Systems is headquartered in Dunedin.\n- Dmitri works for Meridian Bank.\n- Callum works for Fernhill Foods.\n- Northwind Systems was founded in 2009.\n- Meridian Bank was founded in 1976.\n- Nadia works for Meridian Bank.\n- Chiara reports to Elena.\n- Mateo works for Fernhill Foods.\n- Dmitri reports to Mateo.\n- Beacon Insurance was founded in 1992.\n- Tessa works for Fernhill Foods.\n- Sofia works for Beacon Insurance.\n- Elena works for Fernhill Foods.\n- Nadia reports to Tessa.\n- Aisha works for Meridian Bank.\n- Ravi works for Beacon Insurance.\n- Stefan works for Meridian Bank.\n- Meridian Bank is headquartered in Tampere.\n- Fernhill Foods is headquartered in Tampere.\n- Beacon Insurance is headquartered in Tampere.\n- Chiara works for Northwind Systems.\n- Viktor reports to Nadia.\n- Ravi reports to Aisha.\n- Callum reports to Ravi.\n- Aisha reports to Chiara.\n- Sofia reports to Dmitri.\n- Tessa reports to Callum.\n- Mateo reports to Viktor.\n- Viktor works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Fernhill Foods", "1": "Beacon Insurance", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39807", "family": "policy_pack_v2", "state": "HELIOS LOGISTICS — SEVERANCE POLICY EXP-2 (VERSION 4, EFFECTIVE 16 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 05 August 2023): For employees hired on or after 05 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 16 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2026-6571: employee Viktor K., hired 09 January 2022, separated 21 July 2024 (mutual separation), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-2-2026-6571?", "criteria": {"0": "no cap applies", "1": "26 weeks", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2026-6571 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39808", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Zoya.\n- Cobalt Health is headquartered in Turku.\n- Tessa works for Cobalt Health.\n- Felix works for Cobalt Health.\n- Lucia reports to Pablo.\n- Tessa reports to Chiara.\n- Mateo reports to Emeka.\n- Priya reports to Lucia.\n- Atlas Freight was founded in 2013.\n- Lucia works for Cedar Retail Group.\n- Felix reports to Mateo.\n- Emeka reports to Tessa.\n- Pablo works for Cedar Retail Group.\n- Zoya reports to Priya.\n- Atlas Freight is headquartered in Brno.\n- Crescent Telecom was founded in 2005.\n- Emeka works for Cedar Retail Group.\n- Chiara works for Crescent Telecom.\n- Zoya works for Cobalt Health.\n- Priya works for Cobalt Health.\n- Cedar Retail Group was founded in 1985.\n- Mateo works for Cedar Retail Group.\n- Cobalt Health was founded in 2012.\n- Cedar Retail Group is headquartered in Brno.\n- Ravi reports to Felix.\n- Crescent Telecom is headquartered in Porto.\n- Ravi works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mateo's employer founded? Use only the registry.", "criteria": {"0": "1988", "1": "1983", "2": "1985", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39809", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Three transactions i didn't make appeared\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'check balance' handler", "1": "Route to the 'wire transfer' handler", "2": "Route to the 'report fraud' handler", "3": "Route to the 'freeze card' handler", "4": "Route to the 'open account' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39810", "family": "intent_hardneg", "state": "Incoming travel message:\n\"luggage from flight ua882 is missing\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "book_flight", "1": "cancel_trip", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39811", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY SEP-7 (VERSION 3, EFFECTIVE 26 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-7/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-7 v1, withdrawn 26 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-7-2025-8477: employee Emeka S., hired 04 March 2021, separated 03 April 2026 (site closure), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-7-2025-8477?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-7-2025-8477 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39812", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana works for Cobalt Health.\n- Dmitri reports to Tobias.\n- Stefan works for Crescent Telecom.\n- Hana reports to Stefan.\n- Nadia reports to Hana.\n- Chiara reports to Mei.\n- Cobalt Health is headquartered in Turku.\n- Chiara works for Cobalt Health.\n- Dmitri works for Helios Logistics.\n- Helios Logistics was founded in 2001.\n- Mei works for Cobalt Health.\n- Yuki works for Cobalt Health.\n- Lattice Analytics is headquartered in Valencia.\n- Helios Logistics is headquartered in Valencia.\n- Yuki reports to Pablo.\n- Crescent Telecom was founded in 1986.\n- Nadia works for Cobalt Health.\n- Pablo reports to Nadia.\n- Mei reports to Elena.\n- Crescent Telecom is headquartered in Turku.\n- Tessa works for Cobalt Health.\n- Pablo works for Crescent Telecom.\n- Cobalt Health was founded in 2013.\n- Aisha works for Crescent Telecom.\n- Tessa reports to Chiara.\n- Tobias works for Cobalt Health.\n- Lattice Analytics was founded in 2007.\n- Elena reports to Yuki.\n- Elena works for Lattice Analytics.\n- Tobias reports to Tessa.\n- Stefan reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Mei's employer founded? Use only the registry.", "criteria": {"0": "2016", "1": "2008", "2": "2011", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39813", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa reports to Ingrid.\n- Mei works for Northwind Systems.\n- Anders reports to Stefan.\n- Ravi works for Ironwood Manufacturing.\n- Northwind Systems was founded in 1989.\n- Leila works for Ironwood Manufacturing.\n- Stefan works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Mei reports to Bruno.\n- Ingrid reports to Ravi.\n- Pinnacle Software is headquartered in Adelaide.\n- Hana works for Pinnacle Software.\n- Ironwood Manufacturing was founded in 1995.\n- Crescent Telecom was founded in 1987.\n- Ingrid works for Crescent Telecom.\n- Hana reports to Callum.\n- Crescent Telecom is headquartered in Halifax.\n- Ravi reports to Hana.\n- Callum works for Crescent Telecom.\n- Bruno works for Crescent Telecom.\n- Pinnacle Software was founded in 2013.\n- Callum reports to Anders.\n- Stefan reports to Leila.\n- Northwind Systems is headquartered in Adelaide.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Bruno reports to Tessa.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ravi's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Ironwood Manufacturing", "2": "Pinnacle Software", "3": "Crescent Telecom"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39814", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Pinnacle Software.\n- Pinnacle Software was founded in 1989.\n- Atlas Freight is headquartered in Basel.\n- Nadia reports to Elena.\n- Pablo works for Helios Logistics.\n- Dmitri reports to Viktor.\n- Tobias reports to Pablo.\n- Viktor works for Atlas Freight.\n- Mei works for Helios Logistics.\n- Elena reports to Tobias.\n- Tobias works for Pinnacle Software.\n- Viktor reports to Mei.\n- Helios Logistics was founded in 1990.\n- Mei reports to Nadia.\n- Pinnacle Software is headquartered in Adelaide.\n- Zoya works for Helios Logistics.\n- Bluepine Aviation was founded in 1992.\n- Bluepine Aviation is headquartered in Brno.\n- Helios Logistics is headquartered in Basel.\n- Atlas Freight was founded in 1992.\n- Pablo reports to Zoya.\n- Elena works for Pinnacle Software.\n- Nadia works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "1989", "1": "1992", "2": "1984", "3": "1987"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39815", "family": "policy_pack_v2", "state": "COBALT HEALTH — REDUNDANCY POLICY SEP-4 (VERSION 4, EFFECTIVE 07 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 09 May 2024): For employees hired on or after 09 May 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 07 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2025-6610: employee Pablo S., hired 22 February 2022, separated 17 August 2024 (site closure), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case SEP-4-2025-6610 under the controlling rules.", "criteria": {"0": "$4,000", "1": "$17,333", "2": "$3,750", "3": "$3,000"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2025-6610 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39816", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: Wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks to set a wake-up or reminder alarm", "1": "asks to text someone", "2": "asks about weather", "3": "asks to play audio", "4": "controls lighting"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39817", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Wren.\n- Meridian Bank is headquartered in Valencia.\n- Deshawn reports to Hana.\n- Chiara reports to Priya.\n- Wren works for Pinnacle Software.\n- Anders works for Cedar Retail Group.\n- Vantage Air is headquartered in Basel.\n- Pablo reports to Zoya.\n- Chiara works for Pinnacle Software.\n- Pinnacle Software was founded in 2001.\n- Mei works for Vantage Air.\n- Priya works for Cedar Retail Group.\n- Lucia reports to Tessa.\n- Deshawn works for Cedar Retail Group.\n- Tessa works for Cedar Retail Group.\n- Priya reports to Lucia.\n- Zoya works for Meridian Bank.\n- Cedar Retail Group was founded in 1985.\n- Hana works for Meridian Bank.\n- Pablo works for Pinnacle Software.\n- Wren reports to Chiara.\n- Mateo works for Vantage Air.\n- Tessa reports to Anders.\n- Vantage Air was founded in 1996.\n- Lucia works for Pinnacle Software.\n- Mei reports to Deshawn.\n- Meridian Bank was founded in 1991.\n- Pinnacle Software is headquartered in Lyon.\n- Cedar Retail Group is headquartered in Basel.\n- Mateo reports to Pablo.\n- Anders reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Austin", "3": "Valencia"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39818", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Helios Logistics is headquartered in Bergen.\n- Pablo works for Summit Energy.\n- Summit Energy was founded in 1976.\n- Northwind Systems is headquartered in Bergen.\n- Stefan works for Summit Energy.\n- Jonas works for Helios Logistics.\n- Summit Energy is headquartered in Cork.\n- Emeka reports to Sofia.\n- Dmitri reports to Kenji.\n- Northwind Systems was founded in 1981.\n- Elena reports to Dmitri.\n- Ironwood Manufacturing was founded in 1998.\n- Elena works for Northwind Systems.\n- Yuki reports to Stefan.\n- Chiara reports to Emeka.\n- Ironwood Manufacturing is headquartered in Oslo.\n- Stefan reports to Pablo.\n- Kenji works for Summit Energy.\n- Dmitri works for Northwind Systems.\n- Emeka works for Summit Energy.\n- Sofia works for Summit Energy.\n- Helios Logistics was founded in 2012.\n- Kenji reports to Jonas.\n- Yuki works for Helios Logistics.\n- Pablo reports to Elena.\n- Chiara works for Northwind Systems.\n- Sofia reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Elena's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1981", "2": "1979", "3": "1984"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39819", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 13 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 09 April 2023): For employees hired on or after 09 April 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 13 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2026-4789: employee Tessa M., hired 30 June 2019, separated 30 July 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2026-4789?", "criteria": {"0": "no cap applies", "1": "45 weeks", "2": "39 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2026-4789 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39820", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Oslo.\n- Stefan works for Meridian Bank.\n- Sanne works for Lattice Analytics.\n- Meridian Bank was founded in 2004.\n- Sanne reports to Pablo.\n- Amara reports to Hana.\n- Hana works for Cobalt Health.\n- Pablo reports to Stefan.\n- Bruno works for Lattice Analytics.\n- Meridian Bank is headquartered in Oslo.\n- Chiara works for Cobalt Health.\n- Yuki works for Lattice Analytics.\n- Yuki reports to Sanne.\n- Bruno reports to Chiara.\n- Lattice Analytics was founded in 2013.\n- Anders reports to Yuki.\n- Hana reports to Mateo.\n- Chiara reports to Anders.\n- Mateo reports to Bruno.\n- Mateo works for Helios Logistics.\n- Amara works for Cobalt Health.\n- Lattice Analytics is headquartered in Tallinn.\n- Pablo works for Cobalt Health.\n- Cobalt Health was founded in 1991.\n- Helios Logistics is headquartered in Oslo.\n- Helios Logistics was founded in 2010.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Anders's employer founded? Use only the registry.", "criteria": {"0": "2004", "1": "2007", "2": "1999", "3": "2002"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39821", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Hana.\n- Nadia works for Pinnacle Software.\n- Kenji works for Crescent Telecom.\n- Meridian Bank is headquartered in Nagoya.\n- Pinnacle Software is headquartered in Nagoya.\n- Viktor works for Pinnacle Software.\n- Stefan works for Pinnacle Software.\n- Pinnacle Software was founded in 1984.\n- Hana works for Pinnacle Software.\n- Lucia reports to Nadia.\n- Amara reports to Deshawn.\n- Deshawn works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tampere.\n- Dmitri reports to Tessa.\n- Nadia reports to Viktor.\n- Tessa reports to Lucia.\n- Hana reports to Stefan.\n- Lattice Analytics was founded in 1989.\n- Dmitri works for Meridian Bank.\n- Stefan reports to Dmitri.\n- Crescent Telecom was founded in 1988.\n- Tessa works for Crescent Telecom.\n- Meridian Bank was founded in 1990.\n- Bruno works for Crescent Telecom.\n- Felix reports to Bruno.\n- Kenji reports to Amara.\n- Felix works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Bruno reports to Kenji.\n- Lattice Analytics is headquartered in Halifax.\n- Lucia works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Tessa's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1986", "2": "1983", "3": "1988"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39822", "family": "intent_hardneg", "state": "Incoming support message:\n\"please cancel order 3734 before it ships\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "wants to cancel a placed order", "1": "wants the delivery address updated", "2": "wants a different size/color/variant", "3": "asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39823", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Tampere.\n- Crescent Telecom was founded in 1997.\n- Crescent Telecom is headquartered in Tampere.\n- Anders works for Fernhill Foods.\n- Felix works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Elena reports to Leila.\n- Ingrid works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Emeka reports to Zoya.\n- Leila reports to Ingrid.\n- Anders reports to Priya.\n- Sofia works for Crescent Telecom.\n- Priya reports to Yuki.\n- Zoya works for Vantage Air.\n- Beacon Insurance was founded in 1996.\n- Amara reports to Elena.\n- Priya works for Crescent Telecom.\n- Yuki reports to Amara.\n- Leila works for Crescent Telecom.\n- Vantage Air was founded in 2010.\n- Zoya reports to Lucia.\n- Emeka works for Crescent Telecom.\n- Lucia reports to Anders.\n- Elena works for Vantage Air.\n- Yuki works for Fernhill Foods.\n- Beacon Insurance is headquartered in Oslo.\n- Lucia works for Beacon Insurance.\n- Amara works for Vantage Air.\n- Sofia reports to Emeka.\n- Felix reports to Sofia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Oslo", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39824", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Pinnacle Software.\n- Omar reports to Dmitri.\n- Chiara works for Cobalt Health.\n- Hana reports to Mateo.\n- Dmitri works for Fernhill Foods.\n- Fernhill Foods is headquartered in Oslo.\n- Ravi reports to Yuki.\n- Chiara reports to Omar.\n- Dmitri reports to Aisha.\n- Cobalt Health is headquartered in Brno.\n- Atlas Freight is headquartered in Oslo.\n- Ravi works for Fernhill Foods.\n- Mateo works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Yuki works for Fernhill Foods.\n- Cobalt Health was founded in 1992.\n- Pinnacle Software was founded in 2000.\n- Mateo reports to Chiara.\n- Fernhill Foods was founded in 2015.\n- Pinnacle Software is headquartered in Oslo.\n- Omar works for Atlas Freight.\n- Atlas Freight was founded in 2008.\n- Aisha reports to Ravi.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Omar's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Turku", "2": "Brno", "3": "Bergen"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39825", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Hana reports to Tobias.\n- Tobias works for Bluepine Aviation.\n- Zoya reports to Sofia.\n- Anders reports to Zoya.\n- Bluepine Aviation is headquartered in Basel.\n- Bluepine Aviation was founded in 1986.\n- Anders works for Fernhill Foods.\n- Atlas Freight was founded in 2006.\n- Wren works for Summit Energy.\n- Wren reports to Viktor.\n- Aisha works for Summit Energy.\n- Hana works for Summit Energy.\n- Fernhill Foods was founded in 2015.\n- Summit Energy was founded in 1994.\n- Summit Energy is headquartered in Basel.\n- Viktor works for Fernhill Foods.\n- Aisha reports to Omar.\n- Sofia works for Fernhill Foods.\n- Chiara works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Omar works for Atlas Freight.\n- Chiara reports to Wren.\n- Ingrid works for Summit Energy.\n- Sanne reports to Anders.\n- Ingrid reports to Sanne.\n- Sanne works for Bluepine Aviation.\n- Omar reports to Chiara.\n- Sofia reports to Hana.\n- Zoya works for Bluepine Aviation.\n- Fernhill Foods is headquartered in Malmo.\n- Viktor reports to Ingrid.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Basel", "2": "Brno", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39826", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Jonas.\n- Stefan reports to Callum.\n- Aisha works for Pinnacle Software.\n- Hana works for Pinnacle Software.\n- Kenji reports to Felix.\n- Dmitri works for Ironwood Manufacturing.\n- Hana reports to Dmitri.\n- Cedar Retail Group was founded in 1982.\n- Pinnacle Software was founded in 2008.\n- Pinnacle Software is headquartered in Oslo.\n- Stefan works for Ironwood Manufacturing.\n- Kenji works for Beacon Insurance.\n- Priya works for Cedar Retail Group.\n- Callum works for Pinnacle Software.\n- Sanne works for Ironwood Manufacturing.\n- Mateo reports to Aisha.\n- Jonas reports to Chiara.\n- Sanne reports to Kenji.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Beacon Insurance is headquartered in Porto.\n- Cedar Retail Group is headquartered in Malmo.\n- Chiara works for Ironwood Manufacturing.\n- Beacon Insurance was founded in 2004.\n- Callum reports to Priya.\n- Ironwood Manufacturing was founded in 2005.\n- Chiara reports to Hana.\n- Mateo works for Beacon Insurance.\n- Priya reports to Sanne.\n- Jonas works for Beacon Insurance.\n- Felix reports to Mateo.\n- Felix works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2003", "1": "2000", "2": "2005", "3": "2008"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39827", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Ironwood Manufacturing.\n- Lattice Analytics was founded in 2013.\n- Beacon Insurance was founded in 1982.\n- Stefan works for Lattice Analytics.\n- Lucia works for Ironwood Manufacturing.\n- Mara works for Beacon Insurance.\n- Anders reports to Nadia.\n- Leila works for Ironwood Manufacturing.\n- Jonas works for Beacon Insurance.\n- Nadia works for Ironwood Manufacturing.\n- Priya works for Lattice Analytics.\n- Lucia reports to Wren.\n- Wren works for Beacon Insurance.\n- Ironwood Manufacturing was founded in 2006.\n- Pinnacle Software is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Turku.\n- Mara reports to Stefan.\n- Leila reports to Anders.\n- Pinnacle Software was founded in 1997.\n- Nadia reports to Jonas.\n- Dmitri works for Ironwood Manufacturing.\n- Dmitri reports to Mara.\n- Anders works for Ironwood Manufacturing.\n- Mei reports to Priya.\n- Ironwood Manufacturing is headquartered in Basel.\n- Mei works for Beacon Insurance.\n- Tobias reports to Lucia.\n- Lattice Analytics is headquartered in Nagoya.\n- Priya reports to Leila.\n- Jonas reports to Tobias.\n- Stefan reports to Mei.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Turku", "2": "Nagoya", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39828", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Bluepine Aviation.\n- Mei works for Crescent Telecom.\n- Crescent Telecom was founded in 1998.\n- Stefan reports to Anders.\n- Stefan works for Meridian Bank.\n- Callum reports to Aisha.\n- Tobias reports to Jonas.\n- Anders works for Crescent Telecom.\n- Sanne works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1992.\n- Tobias works for Ironwood Manufacturing.\n- Sanne reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Bluepine Aviation is headquartered in Bergen.\n- Wren reports to Mei.\n- Meridian Bank is headquartered in Bergen.\n- Meridian Bank was founded in 1997.\n- Crescent Telecom is headquartered in Turku.\n- Jonas works for Bluepine Aviation.\n- Mateo works for Bluepine Aviation.\n- Mei reports to Callum.\n- Callum works for Ironwood Manufacturing.\n- Anders reports to Leila.\n- Mateo reports to Ingrid.\n- Jonas reports to Sanne.\n- Aisha reports to Stefan.\n- Wren works for Ironwood Manufacturing.\n- Bluepine Aviation was founded in 2005.\n- Ironwood Manufacturing is headquartered in Bergen.\n- Ingrid reports to Tobias.\n- Ingrid works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tobias's manager headquartered? Use only the registry.", "criteria": {"0": "Brno", "1": "Porto", "2": "Turku", "3": "Bergen"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39829", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1980.\n- Kenji reports to Viktor.\n- Sofia reports to Ingrid.\n- Lattice Analytics was founded in 1995.\n- Nadia works for Lattice Analytics.\n- Viktor reports to Nadia.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 1984.\n- Kenji works for Atlas Freight.\n- Elena works for Atlas Freight.\n- Callum reports to Sofia.\n- Aisha reports to Callum.\n- Atlas Freight is headquartered in Cork.\n- Ingrid reports to Kenji.\n- Summit Energy is headquartered in Turku.\n- Sofia works for Summit Energy.\n- Ingrid works for Atlas Freight.\n- Atlas Freight was founded in 2014.\n- Viktor works for Lattice Analytics.\n- Elena reports to Aisha.\n- Aisha works for Bluepine Aviation.\n- Lattice Analytics is headquartered in Lyon.\n- Bluepine Aviation is headquartered in Cork.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Aisha's employer founded? Use only the registry.", "criteria": {"0": "1975", "1": "1978", "2": "1983", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39830", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila works for Beacon Insurance.\n- Felix works for Beacon Insurance.\n- Atlas Freight was founded in 2013.\n- Mara reports to Stefan.\n- Crescent Telecom was founded in 1978.\n- Cedar Retail Group was founded in 1981.\n- Tobias reports to Felix.\n- Beacon Insurance was founded in 1978.\n- Emeka reports to Leila.\n- Chiara works for Cedar Retail Group.\n- Leila reports to Chiara.\n- Mara works for Crescent Telecom.\n- Beacon Insurance is headquartered in Oslo.\n- Emeka works for Cedar Retail Group.\n- Chiara reports to Mara.\n- Viktor reports to Tobias.\n- Felix reports to Emeka.\n- Atlas Freight is headquartered in Ghent.\n- Stefan works for Atlas Freight.\n- Tobias works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Turku.\n- Viktor works for Crescent Telecom.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Emeka's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Beacon Insurance"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39831", "family": "intent_v3", "state": "Incoming logistics message:\n\"FW: What's the rate on a 40ft container\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reroute", "1": "quote_request", "2": "schedule_pickup", "3": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39832", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY RET-4 (VERSION 7, EFFECTIVE 17 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 26 October 2023): For employees hired on or after 26 October 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 17 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2025-9415: employee Chiara A., hired 14 December 2021, separated 22 February 2024 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2025-9415?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "26 weeks", "3": "20 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2025-9415 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39833", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — SEVERANCE POLICY EXP-3 (VERSION 6, EFFECTIVE 19 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-3/A1 (EFFECTIVE 31 July 2023): For employees hired on or after 31 July 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-3 v1, withdrawn 19 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-3-2026-5166: employee Jonas A., hired 12 September 2022, separated 24 November 2023 (mutual separation), annual base salary $65,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-3-2026-5166 under the controlling rules.", "criteria": {"0": "$1,500", "1": "$3,000", "2": "$5,000", "3": "$21,667"}}, "amended": {"type": "noul", "instructions": "Is case EXP-3-2026-5166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39834", "family": "intent_v3", "state": "Incoming hr message:\n\"URGENT: Who's my skip-level after the reorg\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "changes benefits enrollment", "1": "requests time off", "2": "initiates departure", "3": "reports a pay problem", "4": "asks about reporting structure"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39835", "family": "intent_v3", "state": "Incoming smart home message:\n\"Play my workout playlist\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'weather' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'send message' handler", "3": "Route to the 'play music' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39836", "family": "intent_hardneg", "state": "Incoming banking message:\n\"how much is in savings\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to freeze a card", "1": "asks to send money", "2": "reports fraudulent activity", "3": "asks for account balance"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39837", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Felix.\n- Hana reports to Sanne.\n- Nadia reports to Leila.\n- Lucia reports to Viktor.\n- Ravi reports to Nadia.\n- Viktor works for Bluepine Aviation.\n- Hana works for Pinnacle Software.\n- Crescent Telecom was founded in 1998.\n- Leila reports to Hana.\n- Bluepine Aviation is headquartered in Brno.\n- Atlas Freight was founded in 1991.\n- Crescent Telecom is headquartered in Brno.\n- Felix works for Crescent Telecom.\n- Nadia works for Crescent Telecom.\n- Bluepine Aviation was founded in 1990.\n- Atlas Freight is headquartered in Cork.\n- Pinnacle Software is headquartered in Brno.\n- Leila works for Atlas Freight.\n- Ravi works for Bluepine Aviation.\n- Pinnacle Software was founded in 2011.\n- Lucia works for Crescent Telecom.\n- Viktor reports to Ravi.\n- Sanne works for Pinnacle Software.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Hana's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Crescent Telecom", "2": "Bluepine Aviation", "3": "Pinnacle Software"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39838", "family": "intent_v3", "state": "Incoming hr message:\n\"Which org does design sit under\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'request leave' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39839", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight was founded in 1996.\n- Atlas Freight is headquartered in Adelaide.\n- Meridian Bank was founded in 2008.\n- Tessa reports to Ravi.\n- Helios Logistics is headquartered in Ghent.\n- Tessa works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Porto.\n- Pablo reports to Callum.\n- Amara works for Ironwood Manufacturing.\n- Hana works for Ironwood Manufacturing.\n- Viktor reports to Tessa.\n- Ironwood Manufacturing was founded in 1999.\n- Amara reports to Hana.\n- Dmitri reports to Viktor.\n- Viktor works for Meridian Bank.\n- Meridian Bank is headquartered in Porto.\n- Helios Logistics was founded in 2009.\n- Callum works for Atlas Freight.\n- Pablo works for Meridian Bank.\n- Ravi works for Atlas Freight.\n- Hana reports to Dmitri.\n- Ravi reports to Pablo.\n- Dmitri works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Tessa's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Porto", "2": "Brno", "3": "Adelaide"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39840", "family": "intent_v3", "state": "Incoming logistics message:\n\"Price out overnight freight to boston\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a shipping quote", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39841", "family": "intent_v3", "state": "Incoming support message:\n\"Can i exchange 89977 for the blue one\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Exchange Item — wants a different size/color/variant", "1": "Change Address — wants the delivery address updated", "2": "Track Order — asks where an existing order is", "3": "Cancel Order — wants to cancel a placed order", "4": "Request Refund — asks for money back on a purchase"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39842", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Helios Logistics.\n- Priya reports to Stefan.\n- Crescent Telecom was founded in 2000.\n- Elena reports to Wren.\n- Beacon Insurance was founded in 1978.\n- Elena works for Crescent Telecom.\n- Helios Logistics was founded in 2007.\n- Summit Energy was founded in 1994.\n- Helios Logistics is headquartered in Cork.\n- Beacon Insurance is headquartered in Basel.\n- Stefan reports to Jonas.\n- Mara reports to Tessa.\n- Tessa works for Helios Logistics.\n- Wren reports to Priya.\n- Stefan works for Helios Logistics.\n- Mara works for Summit Energy.\n- Jonas reports to Mara.\n- Felix works for Crescent Telecom.\n- Crescent Telecom is headquartered in Lyon.\n- Wren works for Summit Energy.\n- Felix reports to Elena.\n- Jonas works for Crescent Telecom.\n- Summit Energy is headquartered in Lyon.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Cork", "1": "Adelaide", "2": "Lyon", "3": "Basel"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39843", "family": "intent_v3", "state": "Incoming support message:\n\"Status on my shipment 46519 please\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "exchange_item", "1": "cancel_order", "2": "track_order", "3": "request_refund"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39844", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "play_music", "2": "set_timer", "3": "set_alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39845", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Porto.\n- Lucia works for Fernhill Foods.\n- Lattice Analytics was founded in 2002.\n- Dmitri reports to Mateo.\n- Mateo reports to Emeka.\n- Lucia reports to Aisha.\n- Dmitri works for Pinnacle Software.\n- Bruno works for Lattice Analytics.\n- Stefan works for Lattice Analytics.\n- Mara works for Pinnacle Software.\n- Fernhill Foods is headquartered in Tallinn.\n- Pinnacle Software was founded in 1982.\n- Aisha works for Vantage Air.\n- Vantage Air was founded in 1975.\n- Lattice Analytics is headquartered in Dunedin.\n- Mara reports to Lucia.\n- Emeka works for Fernhill Foods.\n- Pinnacle Software is headquartered in Valencia.\n- Bruno reports to Mara.\n- Fernhill Foods was founded in 1979.\n- Stefan reports to Dmitri.\n- Aisha reports to Stefan.\n- Mateo works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Dmitri's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Porto", "2": "Valencia", "3": "Dunedin"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39846", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mateo reports to Viktor.\n- Felix works for Fernhill Foods.\n- Deshawn works for Beacon Insurance.\n- Hana reports to Felix.\n- Crescent Telecom is headquartered in Halifax.\n- Cedar Retail Group is headquartered in Nagoya.\n- Beacon Insurance is headquartered in Bergen.\n- Hana works for Cedar Retail Group.\n- Fernhill Foods was founded in 1988.\n- Pablo works for Crescent Telecom.\n- Lucia works for Beacon Insurance.\n- Chiara works for Cedar Retail Group.\n- Crescent Telecom was founded in 1994.\n- Lucia reports to Chiara.\n- Jonas reports to Deshawn.\n- Beacon Insurance was founded in 1987.\n- Viktor reports to Jonas.\n- Viktor works for Crescent Telecom.\n- Felix reports to Mateo.\n- Leila works for Cedar Retail Group.\n- Jonas works for Crescent Telecom.\n- Anders works for Beacon Insurance.\n- Mateo works for Crescent Telecom.\n- Pablo reports to Leila.\n- Anders reports to Lucia.\n- Deshawn reports to Elena.\n- Elena reports to Anders.\n- Chiara reports to Pablo.\n- Cedar Retail Group was founded in 1984.\n- Elena works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Oslo", "1": "Nagoya", "2": "Bergen", "3": "Halifax"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39847", "family": "intent_v3", "state": "Incoming devops message:\n\"Restart the payments service\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "rollback", "1": "check_logs", "2": "restart_service", "3": "rotate_keys", "4": "scale_up"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39848", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Fernhill Foods.\n- Tessa reports to Pablo.\n- Elena reports to Mara.\n- Nadia reports to Elena.\n- Lattice Analytics was founded in 2008.\n- Pablo reports to Felix.\n- Mara reports to Amara.\n- Fernhill Foods was founded in 1976.\n- Atlas Freight is headquartered in Leeds.\n- Felix works for Fernhill Foods.\n- Mara works for Meridian Bank.\n- Amara works for Lattice Analytics.\n- Fernhill Foods is headquartered in Leeds.\n- Nadia works for Lattice Analytics.\n- Pablo works for Atlas Freight.\n- Lattice Analytics is headquartered in Adelaide.\n- Lucia reports to Nadia.\n- Atlas Freight was founded in 1980.\n- Felix reports to Lucia.\n- Lucia works for Fernhill Foods.\n- Meridian Bank is headquartered in Leeds.\n- Meridian Bank was founded in 2009.\n- Tessa works for Lattice Analytics.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Felix's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Lattice Analytics", "3": "Atlas Freight"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39849", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY EXP-8 (VERSION 4, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 01 November 2023): For employees hired on or after 01 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-7286: employee Anders M., hired 02 February 2023, separated 23 December 2023 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-8-2026-7286 under the controlling rules.", "criteria": {"0": "$13,000", "1": "$2,700", "2": "$3,000", "3": "$4,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-7286 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39850", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Beacon Insurance was founded in 1982.\n- Nadia reports to Zoya.\n- Deshawn works for Summit Energy.\n- Chiara works for Meridian Bank.\n- Emeka works for Meridian Bank.\n- Viktor reports to Mateo.\n- Anders works for Summit Energy.\n- Amara works for Meridian Bank.\n- Pinnacle Software was founded in 2000.\n- Mateo works for Meridian Bank.\n- Emeka reports to Anders.\n- Summit Energy was founded in 1984.\n- Meridian Bank was founded in 1985.\n- Lucia works for Meridian Bank.\n- Ravi reports to Deshawn.\n- Summit Energy is headquartered in Tampere.\n- Tobias works for Beacon Insurance.\n- Nadia works for Meridian Bank.\n- Zoya works for Meridian Bank.\n- Mateo reports to Tobias.\n- Amara reports to Ravi.\n- Meridian Bank is headquartered in Porto.\n- Ravi works for Pinnacle Software.\n- Tobias reports to Amara.\n- Viktor works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Zoya reports to Chiara.\n- Chiara reports to Viktor.\n- Anders reports to Lucia.\n- Beacon Insurance is headquartered in Bergen.\n- Lucia reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Porto", "2": "Bergen", "3": "Tampere"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39851", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "book_flight", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39852", "family": "intent_v3", "state": "Incoming health message:\n\"Why wasn't my visit covered by insurance\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "coverage_question", "1": "book_appointment", "2": "refill_rx", "3": "referral"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39853", "family": "intent_v3", "state": "Incoming travel message:\n\"FW: Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'book flight' handler", "1": "Route to the 'cancel trip' handler", "2": "Route to the 'check status' handler", "3": "Route to the 'claim luggage' handler", "4": "Route to the 'change seat' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39854", "family": "intent_hardneg", "state": "Incoming travel message:\n\"move me to a window seat\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_status", "1": "cancel_trip", "2": "change_seat", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39855", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY EXP-5 (VERSION 5, EFFECTIVE 09 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 13 April 2025): For employees hired on or after 13 April 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 09 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8166: employee Pablo K., hired 12 February 2023, separated 08 August 2026 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case EXP-5-2026-8166 under the controlling rules.", "criteria": {"0": "$52,000", "1": "$12,115", "2": "$11,000", "3": "$12,000"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8166 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39856", "family": "intent_v3", "state": "Incoming devops message:\n\"The web tier is stuck — cycle it\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Rotate Keys — asks to rotate credentials", "1": "Check Logs — asks to inspect logs or metrics", "2": "Scale Up — asks to add capacity", "3": "Restart Service — asks to restart a service", "4": "Rollback — asks to revert a deploy"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39857", "family": "intent_v3", "state": "Incoming banking message:\n\"Send 500 to my sister's account\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Report Fraud — reports fraudulent activity", "1": "Wire Transfer — asks to send money", "2": "Check Balance — asks for account balance", "3": "Freeze Card — asks to freeze a card", "4": "Open Account — asks to open a new account"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39858", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Ironwood Manufacturing is headquartered in Leeds.\n- Stefan reports to Priya.\n- Mara works for Ironwood Manufacturing.\n- Zoya reports to Stefan.\n- Zoya works for Cedar Retail Group.\n- Cedar Retail Group is headquartered in Bergen.\n- Mei reports to Omar.\n- Felix works for Northwind Systems.\n- Ingrid works for Ironwood Manufacturing.\n- Felix reports to Dmitri.\n- Stefan works for Ironwood Manufacturing.\n- Pinnacle Software was founded in 1989.\n- Mei works for Ironwood Manufacturing.\n- Omar reports to Lucia.\n- Omar works for Cedar Retail Group.\n- Ingrid reports to Aisha.\n- Northwind Systems is headquartered in Leeds.\n- Mara reports to Mei.\n- Ironwood Manufacturing was founded in 2010.\n- Aisha reports to Zoya.\n- Dmitri reports to Ingrid.\n- Lucia works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Dmitri works for Ironwood Manufacturing.\n- Leila reports to Felix.\n- Lucia reports to Leila.\n- Northwind Systems was founded in 1977.\n- Aisha works for Pinnacle Software.\n- Pinnacle Software is headquartered in Bergen.\n- Cedar Retail Group was founded in 1985.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Dmitri's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2005", "2": "2010", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39859", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Add more workers for tonight's batch\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Route to the 'restart service' handler", "1": "Route to the 'rotate keys' handler", "2": "Route to the 'scale up' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rollback' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39860", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEVERANCE POLICY SEP-4 (VERSION 3, EFFECTIVE 27 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 16 March 2024): For employees hired on or after 16 March 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 27 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-2069: employee Sanne T., hired 17 December 2023, separated 03 October 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-2069?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "8 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-2069 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39861", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "schedule_pickup", "1": "reroute", "2": "quote_request", "3": "report_delay", "4": "file_claim"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39862", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Vantage Air is headquartered in Austin.\n- Pinnacle Software was founded in 2001.\n- Cedar Retail Group is headquartered in Austin.\n- Bruno works for Vantage Air.\n- Zoya reports to Aisha.\n- Elena works for Cedar Retail Group.\n- Bruno reports to Chiara.\n- Ravi reports to Zoya.\n- Pinnacle Software is headquartered in Cork.\n- Elena reports to Tessa.\n- Amara works for Vantage Air.\n- Vantage Air was founded in 1996.\n- Viktor reports to Elena.\n- Tessa reports to Lucia.\n- Leila reports to Amara.\n- Atlas Freight was founded in 2006.\n- Zoya works for Vantage Air.\n- Yuki works for Cedar Retail Group.\n- Chiara reports to Ravi.\n- Chiara works for Cedar Retail Group.\n- Lucia reports to Leila.\n- Atlas Freight is headquartered in Austin.\n- Viktor works for Pinnacle Software.\n- Aisha works for Pinnacle Software.\n- Yuki reports to Viktor.\n- Lucia works for Pinnacle Software.\n- Ravi works for Atlas Freight.\n- Cedar Retail Group was founded in 1978.\n- Leila works for Vantage Air.\n- Tessa works for Cedar Retail Group.\n- Aisha reports to Yuki.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Cedar Retail Group", "1": "Vantage Air", "2": "Atlas Freight", "3": "Pinnacle Software"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39863", "family": "policy_pack_v2", "state": "COBALT HEALTH — SEVERANCE POLICY TRV-4 (VERSION 6, EFFECTIVE 13 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-4/A1 (EFFECTIVE 22 June 2024): For employees hired on or after 22 June 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-4 v1, withdrawn 13 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-4-2026-8236: employee Felix K., hired 28 May 2023, separated 08 October 2024 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-4-2026-8236?", "criteria": {"0": "no cap applies", "1": "20 weeks", "2": "8 weeks", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-4-2026-8236 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39864", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — SEVERANCE POLICY TRV-9 (VERSION 6, EFFECTIVE 02 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-9/A1 (EFFECTIVE 21 August 2023): For employees hired on or after 21 August 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-9 v1, withdrawn 02 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-9-2026-5506: employee Mateo R., hired 14 August 2022, separated 17 August 2024 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-9-2026-5506?", "criteria": {"0": "no cap applies", "1": "16 weeks", "2": "39 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-9-2026-5506 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39865", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY REL-4 (VERSION 3, EFFECTIVE 12 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 23 August 2023): For employees hired on or after 23 August 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 12 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2026-1270: employee Ingrid R., hired 16 June 2023, separated 15 October 2024 (mutual separation), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-4-2026-1270 under the controlling rules.", "criteria": {"0": "$9,000", "1": "$11,231", "2": "$9,231", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2026-1270 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39866", "family": "intent_v3", "state": "Incoming it admin message:\n\"Re: Is the wifi down on floor 3\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "reset_password", "1": "deprovision", "2": "provision_access", "3": "report_outage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39867", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Atlas Freight is headquartered in Leeds.\n- Leila works for Atlas Freight.\n- Sofia reports to Callum.\n- Leila reports to Deshawn.\n- Deshawn works for Beacon Insurance.\n- Vantage Air was founded in 1976.\n- Deshawn reports to Jonas.\n- Beacon Insurance was founded in 1990.\n- Beacon Insurance is headquartered in Tallinn.\n- Summit Energy is headquartered in Tallinn.\n- Kenji reports to Ravi.\n- Sofia works for Vantage Air.\n- Jonas works for Summit Energy.\n- Mateo works for Beacon Insurance.\n- Atlas Freight was founded in 1984.\n- Callum works for Summit Energy.\n- Summit Energy was founded in 1996.\n- Ravi works for Summit Energy.\n- Jonas reports to Mateo.\n- Vantage Air is headquartered in Leeds.\n- Mateo reports to Kenji.\n- Callum reports to Leila.\n- Kenji works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "1991", "1": "1996", "2": "1999", "3": "1994"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39868", "family": "policy_pack_v2", "state": "FERNHILL FOODS — SEPARATION BENEFIT POLICY EXP-7 (VERSION 7, EFFECTIVE 22 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-7/A1 (EFFECTIVE 28 February 2025): For employees hired on or after 28 February 2025, the maximum benefit is 24 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-7 v1, withdrawn 22 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-7-2025-7067: employee Wren S., hired 10 September 2022, separated 14 May 2026 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-7-2025-7067?", "criteria": {"0": "no cap applies", "1": "39 weeks", "2": "24 weeks", "3": "45 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-7-2025-7067 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39869", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Leila reports to Sofia.\n- Pablo reports to Kenji.\n- Cedar Retail Group was founded in 2009.\n- Kenji reports to Nadia.\n- Mei works for Meridian Bank.\n- Pinnacle Software is headquartered in Tallinn.\n- Viktor works for Lattice Analytics.\n- Chiara works for Pinnacle Software.\n- Kenji works for Cedar Retail Group.\n- Leila works for Cedar Retail Group.\n- Lattice Analytics is headquartered in Lyon.\n- Hana reports to Viktor.\n- Lattice Analytics was founded in 2005.\n- Meridian Bank is headquartered in Valencia.\n- Dmitri works for Cedar Retail Group.\n- Nadia reports to Leila.\n- Nadia works for Meridian Bank.\n- Sofia works for Pinnacle Software.\n- Cedar Retail Group is headquartered in Lyon.\n- Dmitri reports to Chiara.\n- Viktor reports to Pablo.\n- Sofia reports to Dmitri.\n- Pinnacle Software was founded in 1991.\n- Hana works for Lattice Analytics.\n- Pablo works for Meridian Bank.\n- Mei reports to Hana.\n- Meridian Bank was founded in 1980.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Kenji's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Valencia", "2": "Turku", "3": "Lyon"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39870", "family": "policy_pack_v2", "state": "VANTAGE AIR — REDUNDANCY POLICY RET-2 (VERSION 3, EFFECTIVE 02 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 09 February 2023): For employees hired on or after 09 February 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 02 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8764: employee Nadia M., hired 24 August 2021, separated 16 July 2024 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8764?", "criteria": {"0": "19 weeks", "1": "no cap applies", "2": "13 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8764 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39871", "family": "intent_v3", "state": "Incoming travel message:\n\"Status of flight ba221\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "claim_luggage", "3": "check_status"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39872", "family": "intent_v3", "state": "Incoming health message:\n\"URGENT: Schedule a checkup next week\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "books a visit", "1": "asks about insurance coverage", "2": "requests specialist referral", "3": "asks for lab results", "4": "requests medication refill"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39873", "family": "intent_v3", "state": "Incoming health message:\n\"FW: Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "refill_rx", "1": "coverage_question", "2": "book_appointment", "3": "test_results"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39874", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Meridian Bank.\n- Pablo reports to Aisha.\n- Meridian Bank is headquartered in Halifax.\n- Deshawn reports to Omar.\n- Mei works for Crescent Telecom.\n- Amara works for Meridian Bank.\n- Crescent Telecom was founded in 2001.\n- Sofia works for Meridian Bank.\n- Dmitri reports to Deshawn.\n- Sofia reports to Amara.\n- Pinnacle Software is headquartered in Valencia.\n- Beacon Insurance was founded in 1997.\n- Pinnacle Software was founded in 1980.\n- Amara reports to Dmitri.\n- Pablo works for Crescent Telecom.\n- Meridian Bank was founded in 1996.\n- Deshawn works for Pinnacle Software.\n- Chiara reports to Callum.\n- Callum reports to Mei.\n- Aisha works for Crescent Telecom.\n- Omar works for Beacon Insurance.\n- Dmitri works for Crescent Telecom.\n- Chiara works for Meridian Bank.\n- Omar reports to Pablo.\n- Beacon Insurance is headquartered in Valencia.\n- Aisha reports to Chiara.\n- Crescent Telecom is headquartered in Austin.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1994", "1": "1996", "2": "1991", "3": "1999"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39875", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-8 (VERSION 6, EFFECTIVE 08 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 02 August 2023): For employees hired on or after 02 August 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 08 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1775: employee Bruno R., hired 12 March 2020, separated 20 March 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1775?", "criteria": {"0": "32 weeks", "1": "no cap applies", "2": "26 weeks", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1775 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39876", "family": "intent_v3", "state": "Incoming devops message:\n\"Increase the cluster size\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Check Logs — asks to inspect logs or metrics", "1": "Scale Up — asks to add capacity", "2": "Rotate Keys — asks to rotate credentials", "3": "Restart Service — asks to restart a service"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39877", "family": "intent_v3", "state": "Incoming it admin message:\n\"Install docker on my machine\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "grants system access", "1": "requests software installation", "2": "reports a system outage", "3": "removes access for a leaver", "4": "resets credentials"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39878", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY SEP-3 (VERSION 7, EFFECTIVE 12 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-3/A1 (EFFECTIVE 26 April 2024): For employees hired on or after 26 April 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-3 v1, withdrawn 12 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-3-2026-4025: employee Tobias S., hired 21 March 2021, separated 03 January 2025 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-3-2026-4025?", "criteria": {"0": "32 weeks", "1": "24 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case SEP-3-2026-4025 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39879", "family": "intent_v3", "state": "Incoming billing message:\n\"FW: Split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'dispute charge' handler", "1": "Route to the 'cancel subscription' handler", "2": "Route to the 'update card' handler", "3": "Route to the 'payment plan' handler", "4": "Route to the 'invoice copy' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39880", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne reports to Felix.\n- Cobalt Health is headquartered in Dunedin.\n- Tobias reports to Omar.\n- Chiara reports to Ingrid.\n- Elena reports to Priya.\n- Hana works for Vantage Air.\n- Cedar Retail Group is headquartered in Tallinn.\n- Vantage Air was founded in 1990.\n- Tobias works for Vantage Air.\n- Ingrid works for Cobalt Health.\n- Ingrid reports to Tobias.\n- Callum works for Cobalt Health.\n- Aisha reports to Sanne.\n- Hana reports to Elena.\n- Elena works for Vantage Air.\n- Cobalt Health was founded in 2012.\n- Omar reports to Leila.\n- Summit Energy is headquartered in Malmo.\n- Summit Energy was founded in 2008.\n- Chiara works for Summit Energy.\n- Felix works for Vantage Air.\n- Sanne works for Vantage Air.\n- Priya works for Cedar Retail Group.\n- Priya reports to Callum.\n- Cedar Retail Group was founded in 1989.\n- Omar works for Cobalt Health.\n- Aisha works for Cedar Retail Group.\n- Felix reports to Chiara.\n- Vantage Air is headquartered in Tallinn.\n- Callum reports to Aisha.\n- Leila works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Priya's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Brno", "2": "Tallinn", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39881", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Lattice Analytics.\n- Mei works for Crescent Telecom.\n- Summit Energy was founded in 1998.\n- Mei reports to Mateo.\n- Crescent Telecom was founded in 1997.\n- Callum reports to Emeka.\n- Leila works for Lattice Analytics.\n- Mateo works for Crescent Telecom.\n- Mateo reports to Leila.\n- Hana works for Summit Energy.\n- Crescent Telecom is headquartered in Basel.\n- Lattice Analytics is headquartered in Nagoya.\n- Tobias reports to Mei.\n- Felix works for Crescent Telecom.\n- Tobias works for Northwind Systems.\n- Leila reports to Hana.\n- Felix reports to Tobias.\n- Northwind Systems is headquartered in Basel.\n- Lattice Analytics was founded in 1979.\n- Summit Energy is headquartered in Dunedin.\n- Emeka works for Summit Energy.\n- Northwind Systems was founded in 1996.\n- Hana reports to Callum.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Leila's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Lattice Analytics", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39882", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mei reports to Aisha.\n- Priya reports to Sofia.\n- Sofia works for Summit Energy.\n- Deshawn works for Helios Logistics.\n- Ravi works for Helios Logistics.\n- Summit Energy is headquartered in Ghent.\n- Mei works for Fernhill Foods.\n- Helios Logistics was founded in 2006.\n- Emeka works for Atlas Freight.\n- Ingrid reports to Priya.\n- Deshawn reports to Emeka.\n- Nadia reports to Mateo.\n- Hana works for Summit Energy.\n- Ravi reports to Nadia.\n- Mateo reports to Ingrid.\n- Jonas reports to Deshawn.\n- Hana reports to Mei.\n- Atlas Freight is headquartered in Austin.\n- Fernhill Foods was founded in 1987.\n- Nadia works for Summit Energy.\n- Atlas Freight was founded in 2010.\n- Priya works for Summit Energy.\n- Helios Logistics is headquartered in Austin.\n- Ingrid works for Summit Energy.\n- Emeka reports to Ravi.\n- Aisha works for Helios Logistics.\n- Fernhill Foods is headquartered in Ghent.\n- Sofia reports to Hana.\n- Mateo works for Atlas Freight.\n- Jonas works for Summit Energy.\n- Summit Energy was founded in 2004.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1999", "1": "2007", "2": "2004", "3": "2002"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "policy_pack_v2-39883", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — REDUNDANCY POLICY EXP-2 (VERSION 5, EFFECTIVE 03 May 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-2/A1 (EFFECTIVE 09 April 2025): For employees hired on or after 09 April 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-2 v1, withdrawn 03 May 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-2-2025-4342: employee Pablo T., hired 29 October 2022, separated 05 December 2025 (role elimination), annual base salary $52,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the redundancy benefit for case EXP-2-2025-4342 under the controlling rules.", "criteria": {"0": "$3,700", "1": "$20,367", "2": "$4,650", "3": "$4,700"}}, "amended": {"type": "noul", "instructions": "Is case EXP-2-2025-4342 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39884", "family": "intent_v3", "state": "Incoming travel message:\n\"Re: My bag never came off the carousel\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "cancel_trip", "1": "book_flight", "2": "check_status", "3": "claim_luggage"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39885", "family": "policy_pack_v2", "state": "MERIDIAN BANK — WORKFORCE TRANSITION POLICY TRV-8 (VERSION 5, EFFECTIVE 30 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-8/A1 (EFFECTIVE 22 November 2023): For employees hired on or after 22 November 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-8 v1, withdrawn 30 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-8-2026-8181: employee Hana S., hired 24 March 2022, separated 05 February 2025 (role elimination), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-8-2026-8181?", "criteria": {"0": "16 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-8-2026-8181 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39886", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY RET-2 (VERSION 7, EFFECTIVE 10 June 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 20 January 2024): For employees hired on or after 20 January 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 10 June 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2026-8486: employee Viktor K., hired 01 January 2022, separated 15 January 2025 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-2-2026-8486?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "19 weeks", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2026-8486 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "policy_pack_v2-39887", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEPARATION BENEFIT POLICY REL-7 (VERSION 3, EFFECTIVE 21 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1.5 weeks of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-7/A1 (EFFECTIVE 27 October 2023): For employees hired on or after 27 October 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-7 v1, withdrawn 21 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-7-2025-7644: employee Tessa A., hired 30 March 2023, separated 20 April 2025 (site closure), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case REL-7-2025-7644 under the controlling rules.", "criteria": {"0": "$4,725", "1": "$4,000", "2": "$26,000", "3": "$6,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-7-2025-7644 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39888", "family": "intent_v3", "state": "Incoming smart home message:\n\"What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "set_alarm", "1": "set_timer", "2": "send_message", "3": "control_lights", "4": "weather"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39889", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Sanne works for Crescent Telecom.\n- Anders works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1997.\n- Hana reports to Yuki.\n- Ironwood Manufacturing is headquartered in Porto.\n- Ravi reports to Anders.\n- Nadia works for Crescent Telecom.\n- Wren works for Fernhill Foods.\n- Bruno works for Fernhill Foods.\n- Sanne reports to Bruno.\n- Fernhill Foods was founded in 2015.\n- Ravi works for Northwind Systems.\n- Bruno reports to Ravi.\n- Wren reports to Sanne.\n- Crescent Telecom was founded in 1984.\n- Yuki reports to Nadia.\n- Anders reports to Hana.\n- Yuki works for Crescent Telecom.\n- Fernhill Foods is headquartered in Tampere.\n- Crescent Telecom is headquartered in Halifax.\n- Northwind Systems was founded in 2004.\n- Northwind Systems is headquartered in Lyon.\n- Hana works for Ironwood Manufacturing.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Sanne's manager's manager? Use only the registry.", "criteria": {"0": "Northwind Systems", "1": "Crescent Telecom", "2": "Fernhill Foods", "3": "Ironwood Manufacturing"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39890", "family": "intent_v3", "state": "Incoming smart home message:\n\"URGENT: Tell sam i'm on my way\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "set_alarm", "1": "send_message", "2": "set_timer", "3": "weather"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39891", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lucia works for Pinnacle Software.\n- Wren reports to Bruno.\n- Bruno works for Pinnacle Software.\n- Summit Energy is headquartered in Cork.\n- Sanne works for Lattice Analytics.\n- Wren works for Summit Energy.\n- Lucia reports to Felix.\n- Bruno reports to Viktor.\n- Lattice Analytics is headquartered in Turku.\n- Summit Energy was founded in 1976.\n- Leila works for Summit Energy.\n- Aisha works for Pinnacle Software.\n- Sofia reports to Elena.\n- Viktor works for Atlas Freight.\n- Sanne reports to Leila.\n- Leila reports to Lucia.\n- Atlas Freight was founded in 1984.\n- Elena works for Lattice Analytics.\n- Viktor reports to Sanne.\n- Elena reports to Wren.\n- Aisha reports to Sofia.\n- Sofia works for Summit Energy.\n- Pinnacle Software was founded in 2012.\n- Felix works for Atlas Freight.\n- Pinnacle Software is headquartered in Turku.\n- Lattice Analytics was founded in 1990.\n- Atlas Freight is headquartered in Nagoya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Leila's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Nagoya", "2": "Cork", "3": "Malmo"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39892", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY TRV-7 (VERSION 4, EFFECTIVE 15 November 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-7/A1 (EFFECTIVE 10 September 2024): For employees hired on or after 10 September 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-7 v1, withdrawn 15 November 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-7-2025-9398: employee Ravi M., hired 10 August 2024, separated 09 September 2025 (redundancy), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-7-2025-9398?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-7-2025-9398 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39893", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Jonas works for Pinnacle Software.\n- Pablo works for Cedar Retail Group.\n- Sanne reports to Emeka.\n- Felix works for Helios Logistics.\n- Felix reports to Amara.\n- Amara works for Helios Logistics.\n- Cedar Retail Group was founded in 2012.\n- Hana reports to Felix.\n- Helios Logistics was founded in 2015.\n- Crescent Telecom is headquartered in Malmo.\n- Crescent Telecom was founded in 1976.\n- Pinnacle Software is headquartered in Dunedin.\n- Mei reports to Sofia.\n- Ingrid reports to Pablo.\n- Pablo reports to Mei.\n- Sofia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Malmo.\n- Emeka works for Helios Logistics.\n- Ingrid works for Helios Logistics.\n- Emeka reports to Ingrid.\n- Helios Logistics is headquartered in Malmo.\n- Mei works for Crescent Telecom.\n- Amara reports to Jonas.\n- Pinnacle Software was founded in 1989.\n- Sanne works for Pinnacle Software.\n- Jonas reports to Sanne.\n- Hana works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ingrid's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2018", "2": "2013", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39894", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Crescent Telecom.\n- Mei reports to Tobias.\n- Mateo reports to Pablo.\n- Wren reports to Mateo.\n- Helios Logistics is headquartered in Bergen.\n- Mateo works for Crescent Telecom.\n- Crescent Telecom is headquartered in Tallinn.\n- Pablo reports to Callum.\n- Mei works for Helios Logistics.\n- Nadia reports to Omar.\n- Helios Logistics was founded in 1999.\n- Tobias reports to Wren.\n- Meridian Bank was founded in 1989.\n- Omar works for Ironwood Manufacturing.\n- Pablo works for Ironwood Manufacturing.\n- Meridian Bank is headquartered in Turku.\n- Nadia works for Crescent Telecom.\n- Jonas reports to Mei.\n- Kenji works for Crescent Telecom.\n- Ironwood Manufacturing was founded in 1995.\n- Omar reports to Jonas.\n- Callum works for Meridian Bank.\n- Crescent Telecom was founded in 1978.\n- Wren works for Crescent Telecom.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Jonas works for Ironwood Manufacturing.\n- Kenji reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Wren's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Crescent Telecom", "2": "Ironwood Manufacturing", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39895", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "asks to open a new account", "1": "asks for account balance", "2": "asks to send money", "3": "reports fraudulent activity"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39896", "family": "policy_pack_v2", "state": "VANTAGE AIR — SEVERANCE POLICY REL-9 (VERSION 2, EFFECTIVE 28 October 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 04 November 2024): For employees hired on or after 04 November 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 28 October 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-4327: employee Ravi K., hired 14 August 2022, separated 12 May 2026 (mutual separation), annual base salary $78,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case REL-9-2025-4327 under the controlling rules.", "criteria": {"0": "$6,500", "1": "$6,000", "2": "$5,550", "3": "$26,000"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-4327 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39897", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEPARATION BENEFIT POLICY EXP-5 (VERSION 5, EFFECTIVE 27 February 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 12 May 2023): For employees hired on or after 12 May 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 27 February 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2025-7317: employee Callum K., hired 25 March 2021, separated 18 December 2024 (redundancy), annual base salary $78,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2025-7317?", "criteria": {"0": "20 weeks", "1": "26 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2025-7317 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39898", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"set an alarm for 7am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for a countdown timer", "1": "controls lighting", "2": "asks to text someone", "3": "asks to set a wake-up or reminder alarm"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39899", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha reports to Pablo.\n- Anders works for Atlas Freight.\n- Nadia works for Cobalt Health.\n- Helios Logistics was founded in 1992.\n- Nadia reports to Mateo.\n- Amara works for Ironwood Manufacturing.\n- Ironwood Manufacturing is headquartered in Basel.\n- Felix works for Ironwood Manufacturing.\n- Pablo works for Helios Logistics.\n- Cobalt Health was founded in 1978.\n- Cobalt Health is headquartered in Tallinn.\n- Tobias reports to Anders.\n- Mateo reports to Tobias.\n- Mateo works for Helios Logistics.\n- Felix reports to Nadia.\n- Helios Logistics is headquartered in Tallinn.\n- Aisha works for Cobalt Health.\n- Tobias works for Helios Logistics.\n- Anders reports to Amara.\n- Atlas Freight was founded in 1980.\n- Amara reports to Aisha.\n- Atlas Freight is headquartered in Tallinn.\n- Ironwood Manufacturing was founded in 1990.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1976", "1": "1978", "2": "1973", "3": "1981"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39900", "family": "intent_hardneg", "state": "Incoming banking message:\n\"i think my card was skimmed\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "report_fraud", "1": "wire_transfer", "2": "check_balance", "3": "open_account"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39901", "family": "intent_hardneg", "state": "Incoming health message:\n\"is this procedure covered\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks for lab results", "1": "asks about insurance coverage", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39902", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cobalt Health.\n- Mara reports to Leila.\n- Tessa works for Bluepine Aviation.\n- Leila works for Bluepine Aviation.\n- Callum reports to Tessa.\n- Bluepine Aviation was founded in 2008.\n- Fernhill Foods is headquartered in Basel.\n- Callum works for Cobalt Health.\n- Nadia reports to Callum.\n- Cobalt Health was founded in 1988.\n- Mara works for Bluepine Aviation.\n- Cobalt Health is headquartered in Dunedin.\n- Tessa reports to Omar.\n- Omar works for Bluepine Aviation.\n- Sofia reports to Mara.\n- Anders works for Bluepine Aviation.\n- Beacon Insurance was founded in 1992.\n- Sofia works for Beacon Insurance.\n- Nadia works for Fernhill Foods.\n- Priya reports to Nadia.\n- Beacon Insurance is headquartered in Tampere.\n- Bluepine Aviation is headquartered in Dunedin.\n- Fernhill Foods was founded in 1976.\n- Tobias works for Bluepine Aviation.\n- Tobias reports to Sofia.\n- Anders reports to Tobias.\n- Leila reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1974", "1": "1979", "2": "1976", "3": "1971"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39903", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Crescent Telecom was founded in 2008.\n- Nadia reports to Wren.\n- Emeka reports to Amara.\n- Nadia works for Crescent Telecom.\n- Cedar Retail Group is headquartered in Bergen.\n- Stefan reports to Jonas.\n- Stefan works for Cedar Retail Group.\n- Fernhill Foods is headquartered in Lyon.\n- Jonas works for Fernhill Foods.\n- Northwind Systems is headquartered in Austin.\n- Amara works for Cedar Retail Group.\n- Emeka works for Fernhill Foods.\n- Northwind Systems was founded in 2007.\n- Kenji works for Fernhill Foods.\n- Kenji reports to Aisha.\n- Wren works for Northwind Systems.\n- Pablo reports to Kenji.\n- Ingrid works for Crescent Telecom.\n- Aisha works for Fernhill Foods.\n- Aisha reports to Nadia.\n- Fernhill Foods was founded in 1975.\n- Jonas reports to Ingrid.\n- Crescent Telecom is headquartered in Cork.\n- Pablo works for Fernhill Foods.\n- Wren reports to Stefan.\n- Ingrid reports to Emeka.\n- Cedar Retail Group was founded in 1976.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Wren's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2002", "3": "2005"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39904", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY REL-9 (VERSION 4, EFFECTIVE 30 December 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-9/A1 (EFFECTIVE 09 December 2023): For employees hired on or after 09 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-9 v1, withdrawn 30 December 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-9-2025-5105: employee Mei A., hired 20 September 2023, separated 25 September 2024 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-9-2025-5105?", "criteria": {"0": "26 weeks", "1": "20 weeks", "2": "16 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-9-2025-5105 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39905", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Lucia.\n- Cedar Retail Group is headquartered in Lyon.\n- Sanne reports to Nadia.\n- Dmitri works for Crescent Telecom.\n- Crescent Telecom was founded in 2003.\n- Hana reports to Priya.\n- Nadia works for Summit Energy.\n- Aisha reports to Hana.\n- Pinnacle Software was founded in 1990.\n- Crescent Telecom is headquartered in Bergen.\n- Summit Energy is headquartered in Brno.\n- Summit Energy was founded in 1986.\n- Priya works for Summit Energy.\n- Cedar Retail Group was founded in 2002.\n- Hana works for Cedar Retail Group.\n- Priya reports to Sanne.\n- Nadia reports to Dmitri.\n- Lucia works for Cedar Retail Group.\n- Dmitri reports to Deshawn.\n- Deshawn works for Pinnacle Software.\n- Sanne works for Crescent Telecom.\n- Pinnacle Software is headquartered in Lyon.\n- Aisha works for Crescent Telecom.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Nadia's employer founded? Use only the registry.", "criteria": {"0": "1986", "1": "1989", "2": "1984", "3": "1981"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39906", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"lights on in the hallway\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "set_timer", "1": "set_alarm", "2": "control_lights", "3": "weather"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39907", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Nadia works for Helios Logistics.\n- Amara works for Vantage Air.\n- Vantage Air is headquartered in Turku.\n- Dmitri works for Summit Energy.\n- Dmitri reports to Amara.\n- Summit Energy was founded in 2007.\n- Stefan works for Summit Energy.\n- Mateo works for Vantage Air.\n- Ravi works for Bluepine Aviation.\n- Bluepine Aviation was founded in 2004.\n- Stefan reports to Mateo.\n- Bruno works for Bluepine Aviation.\n- Helios Logistics is headquartered in Bergen.\n- Summit Energy is headquartered in Porto.\n- Vantage Air was founded in 2009.\n- Mateo reports to Bruno.\n- Bruno reports to Nadia.\n- Amara reports to Stefan.\n- Helios Logistics was founded in 2011.\n- Bluepine Aviation is headquartered in Turku.\n- Nadia reports to Emeka.\n- Emeka works for Bluepine Aviation.\n- Ravi reports to Dmitri.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Stefan's employer founded? Use only the registry.", "criteria": {"0": "2010", "1": "2007", "2": "2002", "3": "2005"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39908", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-6 (VERSION 4, EFFECTIVE 27 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 4 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-6/A1 (EFFECTIVE 16 February 2025): For employees hired on or after 16 February 2025, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-6 v1, withdrawn 27 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-6-2026-9649: employee Aisha A., hired 18 June 2022, separated 18 July 2026 (mutual separation), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-6-2026-9649?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-6-2026-9649 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39909", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Chiara reports to Mara.\n- Tobias works for Bluepine Aviation.\n- Ironwood Manufacturing is headquartered in Brno.\n- Wren works for Summit Energy.\n- Amara reports to Ingrid.\n- Bruno reports to Amara.\n- Tobias reports to Chiara.\n- Bruno works for Bluepine Aviation.\n- Ingrid works for Summit Energy.\n- Ingrid reports to Hana.\n- Summit Energy is headquartered in Leeds.\n- Chiara works for Summit Energy.\n- Cobalt Health was founded in 1998.\n- Amara works for Summit Energy.\n- Summit Energy was founded in 1999.\n- Mara works for Cobalt Health.\n- Bluepine Aviation is headquartered in Brno.\n- Cobalt Health is headquartered in Dunedin.\n- Wren reports to Bruno.\n- Ironwood Manufacturing was founded in 2001.\n- Mara reports to Wren.\n- Hana works for Summit Energy.\n- Bluepine Aviation was founded in 1999.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Ghent", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39910", "family": "intent_v3", "state": "Incoming smart home message:\n\"Re: What's the temperature outside\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "weather", "1": "play_music", "2": "control_lights", "3": "send_message", "4": "set_alarm"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39912", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — WORKFORCE TRANSITION POLICY REL-6 (VERSION 5, EFFECTIVE 26 September 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-6/A1 (EFFECTIVE 21 December 2024): For employees hired on or after 21 December 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-6 v1, withdrawn 26 September 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-6-2026-5974: employee Deshawn R., hired 21 December 2021, separated 12 April 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-6-2026-5974?", "criteria": {"0": "12 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-6-2026-5974 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39913", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-8 (VERSION 7, EFFECTIVE 25 August 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-8/A1 (EFFECTIVE 22 October 2024): For employees hired on or after 22 October 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-8 v1, withdrawn 25 August 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-8-2026-2027: employee Dmitri B., hired 06 December 2023, separated 29 June 2025 (mutual separation), annual base salary $120,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-8-2026-2027?", "criteria": {"0": "19 weeks", "1": "8 weeks", "2": "no cap applies", "3": "13 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-8-2026-2027 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "intent_v3-39914", "family": "intent_v3", "state": "Incoming devops message:\n\"Re: Look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'rollback' handler", "1": "Route to the 'scale up' handler", "2": "Route to the 'restart service' handler", "3": "Route to the 'check logs' handler", "4": "Route to the 'rotate keys' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39915", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Bluepine Aviation was founded in 1985.\n- Chiara works for Meridian Bank.\n- Chiara reports to Hana.\n- Pinnacle Software is headquartered in Bergen.\n- Meridian Bank was founded in 1995.\n- Hana works for Pinnacle Software.\n- Pinnacle Software was founded in 1975.\n- Aisha reports to Kenji.\n- Tobias reports to Sofia.\n- Meridian Bank is headquartered in Tallinn.\n- Dmitri works for Bluepine Aviation.\n- Aisha works for Lattice Analytics.\n- Hana reports to Dmitri.\n- Kenji works for Lattice Analytics.\n- Anders reports to Mara.\n- Ravi reports to Tobias.\n- Sofia reports to Chiara.\n- Omar works for Pinnacle Software.\n- Ravi works for Pinnacle Software.\n- Bruno works for Meridian Bank.\n- Omar reports to Aisha.\n- Mara works for Pinnacle Software.\n- Lattice Analytics was founded in 1994.\n- Tobias works for Lattice Analytics.\n- Mara reports to Ravi.\n- Lattice Analytics is headquartered in Bergen.\n- Bruno reports to Omar.\n- Bluepine Aviation is headquartered in Tallinn.\n- Sofia works for Meridian Bank.\n- Kenji reports to Anders.\n- Anders works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Ravi's employer founded? Use only the registry.", "criteria": {"0": "1970", "1": "1978", "2": "1975", "3": "1973"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39916", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tessa works for Meridian Bank.\n- Felix works for Pinnacle Software.\n- Meridian Bank is headquartered in Valencia.\n- Atlas Freight was founded in 1995.\n- Mara reports to Felix.\n- Callum reports to Tobias.\n- Tobias reports to Viktor.\n- Pinnacle Software is headquartered in Valencia.\n- Felix reports to Callum.\n- Tessa reports to Sofia.\n- Hana reports to Priya.\n- Sofia reports to Zoya.\n- Hana works for Atlas Freight.\n- Sofia works for Atlas Freight.\n- Tobias works for Pinnacle Software.\n- Cobalt Health was founded in 2013.\n- Callum works for Pinnacle Software.\n- Atlas Freight is headquartered in Valencia.\n- Viktor works for Atlas Freight.\n- Priya reports to Tessa.\n- Cobalt Health is headquartered in Halifax.\n- Zoya works for Atlas Freight.\n- Meridian Bank was founded in 1997.\n- Mara works for Meridian Bank.\n- Zoya reports to Mara.\n- Priya works for Cobalt Health.\n- Pinnacle Software was founded in 1977.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Priya's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2016", "3": "2013"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39917", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY RET-5 (VERSION 5, EFFECTIVE 20 July 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-5/A1 (EFFECTIVE 29 July 2023): For employees hired on or after 29 July 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-5 v1, withdrawn 20 July 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-5-2025-6791: employee Yuki M., hired 20 August 2021, separated 28 June 2024 (site closure), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-5-2025-6791 under the controlling rules.", "criteria": {"0": "$6,692", "1": "$9,231", "2": "$8,731", "3": "$40,000"}}, "amended": {"type": "noul", "instructions": "Is case RET-5-2025-6791 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39918", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'quote request' handler", "1": "Route to the 'schedule pickup' handler", "2": "Route to the 'file claim' handler", "3": "Route to the 'reroute' handler", "4": "Route to the 'report delay' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39919", "family": "intent_hardneg", "state": "Incoming travel message:\n\"cancel the whole trip to oslo\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports lost baggage", "1": "books airfare", "2": "cancels a booking", "3": "asks flight status"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39920", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri works for Meridian Bank.\n- Cobalt Health is headquartered in Halifax.\n- Jonas works for Cobalt Health.\n- Aisha works for Cobalt Health.\n- Summit Energy is headquartered in Halifax.\n- Cobalt Health was founded in 2015.\n- Mateo works for Cobalt Health.\n- Tessa reports to Aisha.\n- Leila works for Fernhill Foods.\n- Meridian Bank was founded in 2005.\n- Jonas reports to Tessa.\n- Fernhill Foods was founded in 1997.\n- Summit Energy was founded in 2002.\n- Aisha reports to Mateo.\n- Meridian Bank is headquartered in Oslo.\n- Mei reports to Dmitri.\n- Zoya reports to Mei.\n- Tessa works for Cobalt Health.\n- Mei works for Summit Energy.\n- Zoya works for Summit Energy.\n- Fernhill Foods is headquartered in Halifax.\n- Dmitri reports to Leila.\n- Mateo reports to Zoya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Cobalt Health", "2": "Meridian Bank", "3": "Fernhill Foods"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39921", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Viktor reports to Anders.\n- Viktor works for Fernhill Foods.\n- Fernhill Foods is headquartered in Nagoya.\n- Atlas Freight is headquartered in Ghent.\n- Tessa works for Summit Energy.\n- Mei reports to Aisha.\n- Summit Energy is headquartered in Nagoya.\n- Fernhill Foods was founded in 1980.\n- Ravi works for Atlas Freight.\n- Mara works for Vantage Air.\n- Mei works for Vantage Air.\n- Nadia works for Vantage Air.\n- Vantage Air was founded in 1980.\n- Ravi reports to Mei.\n- Atlas Freight was founded in 1999.\n- Anders reports to Tessa.\n- Vantage Air is headquartered in Bergen.\n- Aisha works for Fernhill Foods.\n- Nadia reports to Ravi.\n- Summit Energy was founded in 1979.\n- Anders works for Vantage Air.\n- Tessa reports to Mara.\n- Mara reports to Nadia.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Viktor's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Bergen", "2": "Ghent", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39922", "family": "intent_v3", "state": "Incoming support message:\n\"69991 came damaged — photos attached\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for money back on a purchase", "1": "wants the delivery address updated", "2": "reports an item arrived broken", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39923", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"quote for 2 pallets to portland\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "changes a shipment destination", "1": "arranges a pickup", "2": "files a loss/damage claim", "3": "asks for a shipping quote"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39924", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Yuki.\n- Callum reports to Elena.\n- Sofia reports to Jonas.\n- Lattice Analytics is headquartered in Adelaide.\n- Jonas works for Lattice Analytics.\n- Yuki works for Helios Logistics.\n- Callum works for Helios Logistics.\n- Anders works for Helios Logistics.\n- Pablo reports to Anders.\n- Jonas reports to Omar.\n- Pablo works for Bluepine Aviation.\n- Sofia works for Northwind Systems.\n- Anders reports to Sofia.\n- Sanne reports to Deshawn.\n- Northwind Systems was founded in 2006.\n- Omar works for Northwind Systems.\n- Northwind Systems is headquartered in Austin.\n- Bluepine Aviation was founded in 1991.\n- Yuki reports to Tessa.\n- Helios Logistics was founded in 2013.\n- Tessa works for Helios Logistics.\n- Omar reports to Callum.\n- Elena works for Helios Logistics.\n- Sanne works for Northwind Systems.\n- Elena reports to Sanne.\n- Ravi works for Northwind Systems.\n- Lattice Analytics was founded in 1996.\n- Helios Logistics is headquartered in Tallinn.\n- Deshawn works for Northwind Systems.\n- Bluepine Aviation is headquartered in Austin.\n- Ravi reports to Pablo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sanne's employer founded? Use only the registry.", "criteria": {"0": "2006", "1": "2001", "2": "2009", "3": "2004"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39925", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena works for Pinnacle Software.\n- Helios Logistics is headquartered in Basel.\n- Ravi reports to Omar.\n- Zoya works for Beacon Insurance.\n- Callum reports to Anders.\n- Ravi works for Beacon Insurance.\n- Nadia reports to Ravi.\n- Elena reports to Nadia.\n- Zoya reports to Elena.\n- Meridian Bank is headquartered in Basel.\n- Omar reports to Chiara.\n- Pinnacle Software was founded in 2000.\n- Anders works for Meridian Bank.\n- Pinnacle Software is headquartered in Nagoya.\n- Beacon Insurance was founded in 2014.\n- Helios Logistics was founded in 1975.\n- Chiara reports to Callum.\n- Omar works for Meridian Bank.\n- Callum works for Beacon Insurance.\n- Chiara works for Pinnacle Software.\n- Nadia works for Helios Logistics.\n- Beacon Insurance is headquartered in Nagoya.\n- Meridian Bank was founded in 1978.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Ravi's manager headquartered? Use only the registry.", "criteria": {"0": "Basel", "1": "Lyon", "2": "Nagoya", "3": "Cork"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39926", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Aisha works for Atlas Freight.\n- Pablo works for Atlas Freight.\n- Deshawn reports to Pablo.\n- Atlas Freight was founded in 1982.\n- Aisha reports to Kenji.\n- Fernhill Foods is headquartered in Austin.\n- Jonas reports to Aisha.\n- Kenji reports to Emeka.\n- Ingrid reports to Felix.\n- Chiara reports to Ingrid.\n- Felix works for Atlas Freight.\n- Emeka reports to Mei.\n- Atlas Freight is headquartered in Malmo.\n- Meridian Bank was founded in 2009.\n- Felix reports to Jonas.\n- Jonas works for Fernhill Foods.\n- Fernhill Foods was founded in 1979.\n- Ingrid works for Atlas Freight.\n- Deshawn works for Meridian Bank.\n- Meridian Bank is headquartered in Brno.\n- Mei reports to Deshawn.\n- Chiara works for Crescent Telecom.\n- Mei works for Crescent Telecom.\n- Crescent Telecom is headquartered in Austin.\n- Crescent Telecom was founded in 1985.\n- Emeka works for Meridian Bank.\n- Kenji works for Meridian Bank.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Aisha's manager's manager? Use only the registry.", "criteria": {"0": "Meridian Bank", "1": "Fernhill Foods", "2": "Crescent Telecom", "3": "Atlas Freight"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39927", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Felix.\n- Mei reports to Emeka.\n- Yuki works for Meridian Bank.\n- Bruno works for Crescent Telecom.\n- Atlas Freight was founded in 1992.\n- Nadia reports to Hana.\n- Wren works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Mei works for Meridian Bank.\n- Ravi reports to Nadia.\n- Pinnacle Software was founded in 1997.\n- Atlas Freight is headquartered in Malmo.\n- Nadia works for Crescent Telecom.\n- Felix reports to Mei.\n- Hana works for Crescent Telecom.\n- Wren reports to Bruno.\n- Meridian Bank is headquartered in Turku.\n- Hana reports to Elena.\n- Meridian Bank was founded in 1999.\n- Pinnacle Software is headquartered in Valencia.\n- Elena works for Meridian Bank.\n- Yuki reports to Wren.\n- Ravi works for Meridian Bank.\n- Crescent Telecom is headquartered in Leeds.\n- Emeka works for Crescent Telecom.\n- Emeka reports to Yuki.\n- Felix works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mei's manager headquartered? Use only the registry.", "criteria": {"0": "Leeds", "1": "Malmo", "2": "Turku", "3": "Valencia"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39928", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks about insurance coverage", "1": "asks for lab results", "2": "requests medication refill", "3": "requests specialist referral"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39929", "family": "policy_pack_v2", "state": "CRESCENT TELECOM — REDUNDANCY POLICY TRV-2 (VERSION 4, EFFECTIVE 28 October 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-2/A1 (EFFECTIVE 09 August 2025): For employees hired on or after 09 August 2025, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-2 v1, withdrawn 28 October 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-2-2026-3736: employee Elena T., hired 07 October 2023, separated 24 October 2026 (redundancy), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-2-2026-3736?", "criteria": {"0": "12 weeks", "1": "45 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case TRV-2-2026-3736 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39930", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Need a truck at dock 4 at 8am\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "schedule_pickup", "1": "quote_request", "2": "report_delay", "3": "reroute"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39931", "family": "intent_hardneg", "state": "Incoming health message:\n\"can you get me into cardiology\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "coverage_question", "2": "refill_rx", "3": "book_appointment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39932", "family": "policy_pack_v2", "state": "PINNACLE SOFTWARE — SEPARATION BENEFIT POLICY TRV-5 (VERSION 7, EFFECTIVE 16 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 4 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT TRV-5/A1 (EFFECTIVE 23 August 2024): For employees hired on or after 23 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — TRV-5 v1, withdrawn 16 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE TRV-5-2025-6799: employee Tobias B., hired 26 May 2022, separated 05 May 2025 (mutual separation), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case TRV-5-2025-6799?", "criteria": {"0": "45 weeks", "1": "39 weeks", "2": "no cap applies", "3": "16 weeks"}}, "amended": {"type": "noul", "instructions": "Is case TRV-5-2025-6799 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39933", "family": "intent_hardneg", "state": "Incoming smart home message:\n\"wake me at 6:30 tomorrow\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "control_lights", "1": "set_timer", "2": "set_alarm", "3": "send_message"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39934", "family": "intent_v3", "state": "Incoming hr message:\n\"Who does the platform team report to now\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Org Question — asks about reporting structure", "1": "Update Benefits — changes benefits enrollment", "2": "Request Leave — requests time off", "3": "Payroll Issue — reports a pay problem"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39935", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEPARATION BENEFIT POLICY SEP-2 (VERSION 2, EFFECTIVE 24 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-2/A1 (EFFECTIVE 10 October 2024): For employees hired on or after 10 October 2024, the maximum benefit is 12 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-2 v1, withdrawn 24 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-2-2026-8385: employee Dmitri M., hired 09 February 2024, separated 03 February 2025 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-2-2026-8385?", "criteria": {"0": "26 weeks", "1": "12 weeks", "2": "20 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-2-2026-8385 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39936", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Felix works for Beacon Insurance.\n- Nadia reports to Dmitri.\n- Hana works for Vantage Air.\n- Yuki works for Beacon Insurance.\n- Felix reports to Lucia.\n- Viktor works for Vantage Air.\n- Pablo works for Vantage Air.\n- Pinnacle Software is headquartered in Brno.\n- Lucia reports to Aisha.\n- Aisha reports to Yuki.\n- Sanne reports to Nadia.\n- Sanne works for Pinnacle Software.\n- Vantage Air was founded in 2004.\n- Summit Energy was founded in 1999.\n- Pinnacle Software was founded in 2012.\n- Dmitri reports to Mara.\n- Aisha works for Vantage Air.\n- Mara works for Pinnacle Software.\n- Sofia reports to Viktor.\n- Sofia works for Vantage Air.\n- Yuki reports to Sanne.\n- Viktor reports to Hana.\n- Pablo reports to Sofia.\n- Beacon Insurance was founded in 2009.\n- Vantage Air is headquartered in Brno.\n- Summit Energy is headquartered in Brno.\n- Dmitri works for Vantage Air.\n- Lucia works for Summit Energy.\n- Beacon Insurance is headquartered in Ghent.\n- Hana reports to Felix.\n- Nadia works for Summit Energy.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Aisha's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Turku", "2": "Brno", "3": "Ghent"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39937", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Callum works for Northwind Systems.\n- Pablo works for Fernhill Foods.\n- Emeka works for Lattice Analytics.\n- Pinnacle Software is headquartered in Malmo.\n- Lattice Analytics was founded in 1990.\n- Northwind Systems was founded in 2008.\n- Pablo reports to Callum.\n- Fernhill Foods is headquartered in Malmo.\n- Priya reports to Emeka.\n- Lattice Analytics is headquartered in Adelaide.\n- Deshawn works for Northwind Systems.\n- Amara reports to Priya.\n- Northwind Systems is headquartered in Adelaide.\n- Bruno reports to Deshawn.\n- Fernhill Foods was founded in 1991.\n- Sofia works for Lattice Analytics.\n- Amara works for Pinnacle Software.\n- Elena reports to Pablo.\n- Bruno works for Lattice Analytics.\n- Aisha works for Fernhill Foods.\n- Elena works for Lattice Analytics.\n- Pinnacle Software was founded in 1995.\n- Sofia reports to Amara.\n- Callum reports to Sofia.\n- Priya works for Northwind Systems.\n- Deshawn reports to Elena.\n- Emeka reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Callum's employer founded? Use only the registry.", "criteria": {"0": "2008", "1": "2011", "2": "2006", "3": "2003"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39938", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY RET-3 (VERSION 5, EFFECTIVE 10 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-3/A1 (EFFECTIVE 25 May 2023): For employees hired on or after 25 May 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-3 v1, withdrawn 10 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-3-2026-6743: employee Aisha R., hired 02 December 2020, separated 10 July 2023 (redundancy), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-3-2026-6743?", "criteria": {"0": "24 weeks", "1": "no cap applies", "2": "13 weeks", "3": "19 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-3-2026-6743 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39939", "family": "policy_pack_v2", "state": "MERIDIAN BANK — SEPARATION BENEFIT POLICY REL-4 (VERSION 3, EFFECTIVE 16 April 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-4/A1 (EFFECTIVE 11 June 2023): For employees hired on or after 11 June 2023, the maximum benefit is 24 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-4 v1, withdrawn 16 April 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-4-2025-1804: employee Ravi K., hired 11 January 2020, separated 17 March 2024 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-4-2025-1804?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case REL-4-2025-1804 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39940", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Wren works for Fernhill Foods.\n- Pablo reports to Chiara.\n- Chiara works for Meridian Bank.\n- Wren reports to Lucia.\n- Pablo works for Summit Energy.\n- Leila reports to Wren.\n- Leila works for Ironwood Manufacturing.\n- Viktor reports to Zoya.\n- Aisha reports to Leila.\n- Summit Energy is headquartered in Tallinn.\n- Deshawn works for Meridian Bank.\n- Summit Energy was founded in 1984.\n- Lucia reports to Ingrid.\n- Ironwood Manufacturing was founded in 2006.\n- Sanne reports to Viktor.\n- Viktor works for Meridian Bank.\n- Fernhill Foods was founded in 2005.\n- Zoya reports to Pablo.\n- Meridian Bank is headquartered in Tallinn.\n- Meridian Bank was founded in 1982.\n- Ingrid works for Ironwood Manufacturing.\n- Callum works for Meridian Bank.\n- Fernhill Foods is headquartered in Tallinn.\n- Sanne works for Fernhill Foods.\n- Ingrid reports to Callum.\n- Deshawn reports to Sanne.\n- Zoya works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Basel.\n- Lucia works for Summit Energy.\n- Aisha works for Summit Energy.\n- Chiara reports to Aisha.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Porto", "1": "Tallinn", "2": "Nagoya", "3": "Basel"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39941", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Dmitri reports to Elena.\n- Summit Energy is headquartered in Halifax.\n- Mateo works for Summit Energy.\n- Callum works for Meridian Bank.\n- Yuki reports to Dmitri.\n- Emeka reports to Lucia.\n- Lucia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Brno.\n- Yuki works for Meridian Bank.\n- Meridian Bank is headquartered in Dunedin.\n- Callum reports to Ravi.\n- Ravi works for Meridian Bank.\n- Meridian Bank was founded in 1997.\n- Northwind Systems is headquartered in Brno.\n- Lucia reports to Yuki.\n- Summit Energy was founded in 2015.\n- Elena works for Summit Energy.\n- Emeka works for Crescent Telecom.\n- Dmitri works for Meridian Bank.\n- Northwind Systems was founded in 2006.\n- Crescent Telecom was founded in 2015.\n- Elena reports to Callum.\n- Mateo reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Summit Energy", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Meridian Bank"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39942", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cedar Retail Group was founded in 2005.\n- Dmitri reports to Aisha.\n- Dmitri works for Atlas Freight.\n- Hana works for Atlas Freight.\n- Felix reports to Jonas.\n- Mara reports to Viktor.\n- Aisha reports to Mara.\n- Atlas Freight was founded in 2001.\n- Ironwood Manufacturing is headquartered in Malmo.\n- Tobias reports to Dmitri.\n- Atlas Freight is headquartered in Austin.\n- Vantage Air was founded in 1977.\n- Jonas works for Atlas Freight.\n- Jonas reports to Yuki.\n- Vantage Air is headquartered in Valencia.\n- Mara works for Vantage Air.\n- Aisha works for Cedar Retail Group.\n- Mateo works for Vantage Air.\n- Viktor reports to Wren.\n- Priya reports to Mateo.\n- Yuki works for Vantage Air.\n- Viktor works for Ironwood Manufacturing.\n- Wren works for Ironwood Manufacturing.\n- Tobias works for Atlas Freight.\n- Ironwood Manufacturing was founded in 2008.\n- Felix works for Atlas Freight.\n- Priya works for Atlas Freight.\n- Cedar Retail Group is headquartered in Turku.\n- Wren reports to Felix.\n- Mateo reports to Tobias.\n- Hana reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Wren's manager headquartered? Use only the registry.", "criteria": {"0": "Malmo", "1": "Austin", "2": "Valencia", "3": "Turku"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_v3-39943", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Schedule a pickup for thursday\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'file claim' handler", "1": "Route to the 'quote request' handler", "2": "Route to the 'reroute' handler", "3": "Route to the 'schedule pickup' handler"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39944", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Freeze Card — asks to freeze a card", "1": "Check Balance — asks for account balance", "2": "Open Account — asks to open a new account", "3": "Report Fraud — reports fraudulent activity"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39945", "family": "intent_v3", "state": "Incoming smart home message:\n\"FW: Countdown 5 minutes\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'control lights' handler", "1": "Route to the 'set timer' handler", "2": "Route to the 'set alarm' handler", "3": "Route to the 'play music' handler", "4": "Route to the 'send message' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39946", "family": "intent_v3", "state": "Incoming banking message:\n\"Re: Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Route to the 'wire transfer' handler", "1": "Route to the 'freeze card' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39947", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar reports to Elena.\n- Ironwood Manufacturing was founded in 2003.\n- Hana works for Cobalt Health.\n- Hana reports to Amara.\n- Anders works for Cobalt Health.\n- Amara works for Crescent Telecom.\n- Crescent Telecom is headquartered in Bergen.\n- Nadia works for Cobalt Health.\n- Cobalt Health is headquartered in Bergen.\n- Felix works for Cobalt Health.\n- Elena works for Ironwood Manufacturing.\n- Omar works for Cobalt Health.\n- Dmitri reports to Lucia.\n- Mateo works for Ironwood Manufacturing.\n- Lucia works for Ironwood Manufacturing.\n- Vantage Air was founded in 1986.\n- Vantage Air is headquartered in Bergen.\n- Mara reports to Dmitri.\n- Emeka reports to Hana.\n- Lucia reports to Nadia.\n- Elena reports to Anders.\n- Amara reports to Felix.\n- Mateo reports to Omar.\n- Mara works for Crescent Telecom.\n- Dmitri works for Vantage Air.\n- Anders reports to Emeka.\n- Ironwood Manufacturing is headquartered in Valencia.\n- Cobalt Health was founded in 1992.\n- Nadia reports to Mateo.\n- Emeka works for Vantage Air.\n- Crescent Telecom was founded in 1992.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Elena's manager headquartered? Use only the registry.", "criteria": {"0": "Bergen", "1": "Turku", "2": "Valencia", "3": "Adelaide"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39948", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Elena reports to Kenji.\n- Cobalt Health is headquartered in Adelaide.\n- Yuki reports to Deshawn.\n- Ravi reports to Ingrid.\n- Anders works for Cobalt Health.\n- Lucia works for Northwind Systems.\n- Deshawn works for Northwind Systems.\n- Kenji works for Cobalt Health.\n- Anders reports to Yuki.\n- Ingrid reports to Lucia.\n- Lattice Analytics is headquartered in Bergen.\n- Vantage Air was founded in 2000.\n- Ingrid works for Lattice Analytics.\n- Elena works for Lattice Analytics.\n- Northwind Systems was founded in 1999.\n- Yuki works for Lattice Analytics.\n- Northwind Systems is headquartered in Halifax.\n- Deshawn reports to Elena.\n- Kenji reports to Ravi.\n- Vantage Air is headquartered in Halifax.\n- Ravi works for Northwind Systems.\n- Lattice Analytics was founded in 2011.\n- Cobalt Health was founded in 1988.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Elena's manager's manager? Use only the registry.", "criteria": {"0": "Vantage Air", "1": "Northwind Systems", "2": "Cobalt Health", "3": "Lattice Analytics"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39949", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Tobias works for Cedar Retail Group.\n- Zoya reports to Sanne.\n- Pinnacle Software is headquartered in Oslo.\n- Amara reports to Anders.\n- Fernhill Foods was founded in 1987.\n- Fernhill Foods is headquartered in Malmo.\n- Zoya works for Fernhill Foods.\n- Sanne reports to Leila.\n- Helios Logistics was founded in 1987.\n- Leila works for Helios Logistics.\n- Callum reports to Tobias.\n- Helios Logistics is headquartered in Malmo.\n- Cedar Retail Group was founded in 2013.\n- Anders reports to Omar.\n- Anders works for Cedar Retail Group.\n- Tobias reports to Zoya.\n- Callum works for Fernhill Foods.\n- Cedar Retail Group is headquartered in Malmo.\n- Omar works for Cedar Retail Group.\n- Pinnacle Software was founded in 1985.\n- Amara works for Helios Logistics.\n- Leila reports to Amara.\n- Sanne works for Fernhill Foods.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Amara's employer founded? Use only the registry.", "criteria": {"0": "1982", "1": "1990", "2": "1985", "3": "1987"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39950", "family": "policy_pack_v2", "state": "FERNHILL FOODS — REDUNDANCY POLICY EXP-5 (VERSION 7, EFFECTIVE 30 January 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 13 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 18 September 2023): For employees hired on or after 18 September 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 13-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 30 January 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-7817: employee Bruno A., hired 19 August 2021, separated 12 November 2024 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-5-2026-7817?", "criteria": {"0": "19 weeks", "1": "13 weeks", "2": "12 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-7817 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39952", "family": "policy_pack_v2", "state": "BLUEPINE AVIATION — SEVERANCE POLICY SEP-4 (VERSION 2, EFFECTIVE 04 August 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT SEP-4/A1 (EFFECTIVE 30 April 2023): For employees hired on or after 30 April 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — SEP-4 v1, withdrawn 04 August 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE SEP-4-2026-6698: employee Wren M., hired 27 December 2019, separated 22 July 2023 (role elimination), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case SEP-4-2026-6698?", "criteria": {"0": "45 weeks", "1": "16 weeks", "2": "39 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case SEP-4-2026-6698 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 1.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39953", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Lattice Analytics was founded in 1992.\n- Priya reports to Bruno.\n- Nadia reports to Tessa.\n- Atlas Freight was founded in 2008.\n- Tessa reports to Aisha.\n- Pablo reports to Nadia.\n- Bruno reports to Jonas.\n- Ravi works for Atlas Freight.\n- Aisha reports to Stefan.\n- Aisha works for Atlas Freight.\n- Stefan reports to Amara.\n- Tessa works for Lattice Analytics.\n- Ravi reports to Pablo.\n- Crescent Telecom is headquartered in Basel.\n- Lucia works for Lattice Analytics.\n- Pablo works for Northwind Systems.\n- Atlas Freight is headquartered in Basel.\n- Amara reports to Lucia.\n- Lattice Analytics is headquartered in Basel.\n- Northwind Systems was founded in 1995.\n- Bruno works for Atlas Freight.\n- Lucia reports to Priya.\n- Priya works for Lattice Analytics.\n- Jonas reports to Anders.\n- Stefan works for Atlas Freight.\n- Jonas works for Lattice Analytics.\n- Crescent Telecom was founded in 1999.\n- Anders works for Northwind Systems.\n- Nadia works for Crescent Telecom.\n- Amara works for Crescent Telecom.\n- Northwind Systems is headquartered in Basel.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Amara's manager's manager? Use only the registry.", "criteria": {"0": "Lattice Analytics", "1": "Crescent Telecom", "2": "Atlas Freight", "3": "Northwind Systems"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39954", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Kenji works for Lattice Analytics.\n- Summit Energy was founded in 1992.\n- Ironwood Manufacturing is headquartered in Basel.\n- Leila reports to Ingrid.\n- Kenji reports to Emeka.\n- Lattice Analytics is headquartered in Valencia.\n- Beacon Insurance was founded in 2010.\n- Nadia reports to Leila.\n- Viktor reports to Omar.\n- Pablo reports to Viktor.\n- Mateo works for Beacon Insurance.\n- Pablo works for Beacon Insurance.\n- Omar reports to Nadia.\n- Beacon Insurance is headquartered in Basel.\n- Nadia works for Beacon Insurance.\n- Ingrid works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Ironwood Manufacturing was founded in 2002.\n- Hana works for Summit Energy.\n- Summit Energy is headquartered in Basel.\n- Omar works for Lattice Analytics.\n- Emeka works for Lattice Analytics.\n- Ingrid reports to Kenji.\n- Leila works for Lattice Analytics.\n- Emeka reports to Hana.\n- Viktor works for Beacon Insurance.\n- Hana reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Lyon", "1": "Basel", "2": "Valencia", "3": "Brno"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39955", "family": "intent_hardneg", "state": "Incoming devops message:\n\"look at the auth service logs\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "check_logs", "1": "rotate_keys", "2": "rollback", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39956", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Priya works for Cedar Retail Group.\n- Amara works for Bluepine Aviation.\n- Yuki works for Cedar Retail Group.\n- Mara reports to Amara.\n- Yuki reports to Mara.\n- Atlas Freight was founded in 1981.\n- Priya reports to Viktor.\n- Northwind Systems is headquartered in Adelaide.\n- Amara reports to Priya.\n- Viktor works for Atlas Freight.\n- Atlas Freight is headquartered in Tampere.\n- Northwind Systems was founded in 1988.\n- Cedar Retail Group was founded in 2011.\n- Viktor reports to Tobias.\n- Cedar Retail Group is headquartered in Dunedin.\n- Bluepine Aviation was founded in 1978.\n- Aisha works for Cedar Retail Group.\n- Tobias reports to Aisha.\n- Mara works for Northwind Systems.\n- Tobias works for Bluepine Aviation.\n- Aisha reports to Ingrid.\n- Ingrid works for Atlas Freight.\n- Bluepine Aviation is headquartered in Tampere.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Viktor's manager's manager? Use only the registry.", "criteria": {"0": "Atlas Freight", "1": "Bluepine Aviation", "2": "Cedar Retail Group", "3": "Northwind Systems"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39957", "family": "intent_hardneg", "state": "Incoming billing message:\n\"there's a charge i never made on my statement\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "dispute_charge", "1": "cancel_subscription", "2": "invoice_copy", "3": "update_card"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39958", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Cobalt Health is headquartered in Tampere.\n- Priya reports to Zoya.\n- Chiara reports to Deshawn.\n- Zoya works for Vantage Air.\n- Lattice Analytics was founded in 1989.\n- Deshawn reports to Priya.\n- Vantage Air was founded in 1988.\n- Jonas works for Cobalt Health.\n- Zoya reports to Callum.\n- Mei works for Lattice Analytics.\n- Callum works for Lattice Analytics.\n- Lattice Analytics is headquartered in Halifax.\n- Chiara works for Cobalt Health.\n- Crescent Telecom is headquartered in Tampere.\n- Cobalt Health was founded in 2006.\n- Priya works for Vantage Air.\n- Vantage Air is headquartered in Tampere.\n- Mei reports to Jonas.\n- Callum reports to Kenji.\n- Kenji works for Crescent Telecom.\n- Crescent Telecom was founded in 1994.\n- Deshawn works for Lattice Analytics.\n- Jonas reports to Chiara.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Mei's manager's manager? Use only the registry.", "criteria": {"0": "Cobalt Health", "1": "Vantage Air", "2": "Lattice Analytics", "3": "Crescent Telecom"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39959", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Yuki reports to Elena.\n- Sanne reports to Nadia.\n- Wren reports to Yuki.\n- Pinnacle Software is headquartered in Porto.\n- Beacon Insurance is headquartered in Dunedin.\n- Elena reports to Viktor.\n- Elena works for Cobalt Health.\n- Yuki works for Cedar Retail Group.\n- Hana reports to Bruno.\n- Hana works for Pinnacle Software.\n- Bruno works for Cobalt Health.\n- Mei works for Cobalt Health.\n- Jonas reports to Sanne.\n- Viktor works for Cedar Retail Group.\n- Mei reports to Jonas.\n- Cobalt Health was founded in 2004.\n- Cedar Retail Group is headquartered in Dunedin.\n- Sanne works for Cedar Retail Group.\n- Jonas works for Beacon Insurance.\n- Cedar Retail Group was founded in 2012.\n- Beacon Insurance was founded in 1990.\n- Nadia reports to Wren.\n- Cobalt Health is headquartered in Porto.\n- Viktor reports to Hana.\n- Pinnacle Software was founded in 2009.\n- Nadia works for Pinnacle Software.\n- Wren works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "2007", "1": "2010", "2": "2012", "3": "2015"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39960", "family": "intent_v3", "state": "Incoming devops message:\n\"FW: Cycle the signing keys\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "rotate_keys", "1": "restart_service", "2": "check_logs", "3": "scale_up"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39961", "family": "intent_v3", "state": "Incoming health message:\n\"Did the biopsy results come back\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'test results' handler", "1": "Route to the 'refill rx' handler", "2": "Route to the 'coverage question' handler", "3": "Route to the 'referral' handler"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39962", "family": "intent_v3", "state": "Incoming support message:\n\"Re: Wrong address on order 82164, fix it\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "reports an item arrived broken", "1": "asks for money back on a purchase", "2": "wants the delivery address updated", "3": "wants a different size/color/variant"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39963", "family": "intent_v3", "state": "Incoming billing message:\n\"I don't recognize this $48 charge\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "payment_plan", "1": "dispute_charge", "2": "cancel_subscription", "3": "update_card", "4": "invoice_copy"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39964", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEVERANCE POLICY EXP-9 (VERSION 3, EFFECTIVE 07 July 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-9/A1 (EFFECTIVE 09 February 2024): For employees hired on or after 09 February 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-9 v1, withdrawn 07 July 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-9-2025-8615: employee Aisha S., hired 24 July 2022, separated 06 September 2024 (site closure), annual base salary $135,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-9-2025-8615?", "criteria": {"0": "26 weeks", "1": "32 weeks", "2": "24 weeks", "3": "no cap applies"}}, "amended": {"type": "noul", "instructions": "Is case EXP-9-2025-8615 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "policy_pack_v2-39965", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — SEPARATION BENEFIT POLICY EXP-5 (VERSION 4, EFFECTIVE 24 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 1 week of base salary per completed year of service, minimum 4 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-5/A1 (EFFECTIVE 25 December 2023): For employees hired on or after 25 December 2023, the maximum benefit is 16 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-5 v1, withdrawn 24 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-5-2026-8814: employee Hana K., hired 05 January 2021, separated 01 April 2024 (role elimination), annual base salary $120,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the separation benefit benefit for case EXP-5-2026-8814 under the controlling rules.", "criteria": {"0": "$40,000", "1": "$9,231", "2": "$7,385", "3": "$10,231"}}, "amended": {"type": "noul", "instructions": "Is case EXP-5-2026-8814 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39966", "family": "intent_v3", "state": "Incoming banking message:\n\"Set up a checking account for my kid\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "asks to open a new account", "1": "asks to send money", "2": "asks to freeze a card", "3": "reports fraudulent activity", "4": "asks for account balance"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39967", "family": "policy_pack_v2", "state": "BEACON INSURANCE — SEVERANCE POLICY RET-2 (VERSION 2, EFFECTIVE 18 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-2/A1 (EFFECTIVE 05 February 2023): For employees hired on or after 05 February 2023, the maximum benefit is 8 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-2 v1, withdrawn 18 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-2-2025-4807: employee Yuki S., hired 15 February 2022, separated 08 June 2024 (mutual separation), annual base salary $91,000.", "questions": {"payout": {"type": "choice", "instructions": "Compute the severance benefit for case RET-2-2025-4807 under the controlling rules.", "criteria": {"0": "$43,983", "1": "$11,150", "2": "$10,062", "3": "$10,150"}}, "amended": {"type": "noul", "instructions": "Is case RET-2-2025-4807 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"payout": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39968", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Meridian Bank.\n- Meridian Bank was founded in 1988.\n- Emeka works for Meridian Bank.\n- Stefan works for Helios Logistics.\n- Omar works for Meridian Bank.\n- Meridian Bank is headquartered in Malmo.\n- Sanne reports to Wren.\n- Helios Logistics was founded in 2002.\n- Crescent Telecom is headquartered in Porto.\n- Wren works for Atlas Freight.\n- Atlas Freight is headquartered in Malmo.\n- Emeka reports to Omar.\n- Mara reports to Emeka.\n- Priya works for Helios Logistics.\n- Stefan reports to Priya.\n- Atlas Freight was founded in 1978.\n- Hana reports to Mara.\n- Crescent Telecom was founded in 1996.\n- Sanne works for Helios Logistics.\n- Priya reports to Sanne.\n- Omar reports to Stefan.\n- Hana works for Helios Logistics.\n- Helios Logistics is headquartered in Porto.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Emeka's manager headquartered? Use only the registry.", "criteria": {"0": "Tampere", "1": "Cork", "2": "Malmo", "3": "Porto"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39969", "family": "intent_v3", "state": "Incoming hr message:\n\"Start my offboarding process\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "Route to the 'update benefits' handler", "1": "Route to the 'resignation' handler", "2": "Route to the 'org question' handler", "3": "Route to the 'payroll issue' handler"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39970", "family": "intent_hardneg", "state": "Incoming health message:\n\"i need an orthopedics referral\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "requests medication refill", "1": "requests specialist referral", "2": "asks for lab results", "3": "books a visit"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "intent_hardneg-39971", "family": "intent_hardneg", "state": "Incoming billing message:\n\"split the charge into monthly payments\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "asks to split a balance into installments", "1": "wants payment details changed", "2": "reports an unauthorized charge", "3": "requests a receipt or invoice"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "intent_v3-39972", "family": "intent_v3", "state": "Incoming logistics message:\n\"Re: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Classify the sender's intent.", "criteria": {"0": "Quote Request — asks for a shipping quote", "1": "File Claim — files a loss/damage claim", "2": "Schedule Pickup — arranges a pickup", "3": "Reroute — changes a shipment destination", "4": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_hardneg-39973", "family": "intent_hardneg", "state": "Incoming health message:\n\"refer me to a dermatologist\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "referral", "1": "test_results", "2": "book_appointment", "3": "refill_rx"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39974", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Meridian Bank was founded in 1984.\n- Nadia works for Meridian Bank.\n- Summit Energy is headquartered in Tampere.\n- Viktor works for Meridian Bank.\n- Lucia works for Vantage Air.\n- Mara works for Summit Energy.\n- Bluepine Aviation was founded in 1991.\n- Vantage Air was founded in 1982.\n- Amara works for Vantage Air.\n- Mara reports to Deshawn.\n- Nadia reports to Mara.\n- Deshawn reports to Viktor.\n- Mateo works for Vantage Air.\n- Emeka works for Bluepine Aviation.\n- Mateo reports to Lucia.\n- Deshawn works for Vantage Air.\n- Bluepine Aviation is headquartered in Adelaide.\n- Emeka reports to Nadia.\n- Amara reports to Mateo.\n- Summit Energy was founded in 2014.\n- Meridian Bank is headquartered in Leeds.\n- Vantage Air is headquartered in Tampere.\n- Lucia reports to Emeka.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Lucia's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Adelaide", "2": "Tampere", "3": "Leeds"}}}, "targets": {"answer": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39975", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Helios Logistics.\n- Kenji reports to Elena.\n- Sofia works for Summit Energy.\n- Lucia works for Helios Logistics.\n- Aisha works for Helios Logistics.\n- Atlas Freight is headquartered in Ghent.\n- Wren reports to Stefan.\n- Sofia reports to Leila.\n- Sanne reports to Mara.\n- Sanne works for Atlas Freight.\n- Atlas Freight was founded in 1996.\n- Aisha reports to Mei.\n- Mei works for Summit Energy.\n- Chiara reports to Sanne.\n- Mara reports to Sofia.\n- Lucia reports to Chiara.\n- Mei reports to Kenji.\n- Elena works for Helios Logistics.\n- Wren works for Helios Logistics.\n- Helios Logistics was founded in 2003.\n- Leila reports to Aisha.\n- Kenji works for Helios Logistics.\n- Leila works for Summit Energy.\n- Helios Logistics is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Dunedin.\n- Bluepine Aviation was founded in 2002.\n- Summit Energy was founded in 1979.\n- Chiara works for Helios Logistics.\n- Stefan reports to Lucia.\n- Stefan works for Summit Energy.\n- Summit Energy is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Mara's manager headquartered? Use only the registry.", "criteria": {"0": "Ghent", "1": "Halifax", "2": "Oslo", "3": "Dunedin"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39976", "family": "policy_pack_v2", "state": "ATLAS FREIGHT — SEPARATION BENEFIT POLICY EXP-6 (VERSION 4, EFFECTIVE 17 September 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 3 weeks of base salary per completed year of service, minimum 2 weeks, maximum 39 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT EXP-6/A1 (EFFECTIVE 12 April 2023): For employees hired on or after 12 April 2023, the maximum benefit is 12 weeks. Employees hired before that date keep the 39-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — EXP-6 v1, withdrawn 17 September 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE EXP-6-2026-4096: employee Felix T., hired 20 September 2022, separated 13 November 2023 (mutual separation), annual base salary $104,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case EXP-6-2026-4096?", "criteria": {"0": "45 weeks", "1": "12 weeks", "2": "no cap applies", "3": "39 weeks"}}, "amended": {"type": "noul", "instructions": "Is case EXP-6-2026-4096 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 0.0, 0.0, 1.0], "amended": 0.0}}
{"id": "multihop_v2-39977", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Stefan works for Vantage Air.\n- Felix works for Cedar Retail Group.\n- Ingrid works for Lattice Analytics.\n- Sofia reports to Bruno.\n- Mei reports to Zoya.\n- Sofia works for Vantage Air.\n- Mei works for Cedar Retail Group.\n- Ingrid reports to Sofia.\n- Atlas Freight is headquartered in Porto.\n- Cedar Retail Group is headquartered in Turku.\n- Lattice Analytics was founded in 1996.\n- Zoya reports to Ingrid.\n- Vantage Air was founded in 1984.\n- Lattice Analytics is headquartered in Malmo.\n- Vantage Air is headquartered in Porto.\n- Zoya works for Atlas Freight.\n- Leila works for Lattice Analytics.\n- Nadia reports to Stefan.\n- Cedar Retail Group was founded in 1980.\n- Bruno works for Vantage Air.\n- Tobias reports to Mei.\n- Tobias works for Cedar Retail Group.\n- Bruno reports to Leila.\n- Atlas Freight was founded in 2008.\n- Leila reports to Felix.\n- Felix reports to Nadia.\n- Nadia works for Atlas Freight.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Bruno's manager headquartered? Use only the registry.", "criteria": {"0": "Turku", "1": "Austin", "2": "Porto", "3": "Malmo"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39978", "family": "intent_hardneg", "state": "Incoming billing message:\n\"change billing card before renewal\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "invoice_copy", "1": "update_card", "2": "cancel_subscription", "3": "payment_plan"}}}, "targets": {"intent": [0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39980", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Fernhill Foods was founded in 1986.\n- Anders works for Atlas Freight.\n- Stefan reports to Mateo.\n- Cedar Retail Group was founded in 1980.\n- Cedar Retail Group is headquartered in Tallinn.\n- Sanne works for Fernhill Foods.\n- Stefan works for Atlas Freight.\n- Emeka reports to Anders.\n- Priya reports to Emeka.\n- Yuki works for Fernhill Foods.\n- Atlas Freight is headquartered in Tallinn.\n- Emeka works for Fernhill Foods.\n- Anders reports to Stefan.\n- Helios Logistics is headquartered in Tallinn.\n- Atlas Freight was founded in 1999.\n- Yuki reports to Zoya.\n- Zoya works for Atlas Freight.\n- Zoya reports to Sanne.\n- Helios Logistics was founded in 1985.\n- Mateo reports to Yuki.\n- Fernhill Foods is headquartered in Nagoya.\n- Mateo works for Fernhill Foods.\n- Priya works for Cedar Retail Group.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Stefan's manager headquartered? Use only the registry.", "criteria": {"0": "Nagoya", "1": "Adelaide", "2": "Turku", "3": "Tallinn"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39982", "family": "policy_pack_v2", "state": "CEDAR RETAIL GROUP — SEVERANCE POLICY RET-4 (VERSION 6, EFFECTIVE 07 May 2022)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT RET-4/A1 (EFFECTIVE 04 January 2024): For employees hired on or after 04 January 2024, the maximum benefit is 24 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — RET-4 v1, withdrawn 07 May 2022): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE RET-4-2026-8885: employee Omar B., hired 23 November 2022, separated 15 October 2024 (site closure), annual base salary $65,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case RET-4-2026-8885?", "criteria": {"0": "32 weeks", "1": "26 weeks", "2": "no cap applies", "3": "24 weeks"}}, "amended": {"type": "noul", "instructions": "Is case RET-4-2026-8885 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "multihop_v2-39983", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Ironwood Manufacturing was founded in 1994.\n- Elena reports to Stefan.\n- Priya reports to Wren.\n- Ingrid reports to Chiara.\n- Chiara works for Helios Logistics.\n- Crescent Telecom was founded in 2013.\n- Stefan works for Ironwood Manufacturing.\n- Mei works for Pinnacle Software.\n- Chiara reports to Priya.\n- Yuki works for Helios Logistics.\n- Elena works for Helios Logistics.\n- Dmitri reports to Hana.\n- Ingrid works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Ghent.\n- Helios Logistics was founded in 1977.\n- Wren works for Crescent Telecom.\n- Pinnacle Software was founded in 1983.\n- Mei reports to Elena.\n- Yuki reports to Mei.\n- Priya works for Crescent Telecom.\n- Pinnacle Software is headquartered in Bergen.\n- Dmitri works for Pinnacle Software.\n- Stefan reports to Ingrid.\n- Hana works for Ironwood Manufacturing.\n- Hana reports to Yuki.\n- Helios Logistics is headquartered in Bergen.\n- Crescent Telecom is headquartered in Ghent.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Yuki's employer founded? Use only the registry.", "criteria": {"0": "1972", "1": "1980", "2": "1977", "3": "1975"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39984", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Omar works for Meridian Bank.\n- Lucia reports to Hana.\n- Anders reports to Nadia.\n- Ironwood Manufacturing was founded in 1981.\n- Hana works for Meridian Bank.\n- Bluepine Aviation was founded in 1993.\n- Meridian Bank was founded in 1986.\n- Bluepine Aviation is headquartered in Brno.\n- Aisha works for Meridian Bank.\n- Ironwood Manufacturing is headquartered in Dunedin.\n- Lattice Analytics was founded in 2011.\n- Amara works for Ironwood Manufacturing.\n- Bruno works for Meridian Bank.\n- Aisha reports to Felix.\n- Meridian Bank is headquartered in Lyon.\n- Nadia reports to Bruno.\n- Felix works for Ironwood Manufacturing.\n- Chiara works for Lattice Analytics.\n- Felix reports to Anders.\n- Hana reports to Tobias.\n- Zoya works for Meridian Bank.\n- Tobias works for Lattice Analytics.\n- Zoya reports to Chiara.\n- Omar reports to Zoya.\n- Tobias reports to Amara.\n- Lucia works for Ironwood Manufacturing.\n- Anders works for Ironwood Manufacturing.\n- Nadia works for Ironwood Manufacturing.\n- Chiara reports to Lucia.\n- Bruno reports to Omar.\n- Lattice Analytics is headquartered in Dunedin.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Felix's manager headquartered? Use only the registry.", "criteria": {"0": "Dunedin", "1": "Brno", "2": "Lyon", "3": "Turku"}}}, "targets": {"answer": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39985", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Deshawn reports to Anders.\n- Ironwood Manufacturing is headquartered in Tampere.\n- Ironwood Manufacturing was founded in 1981.\n- Mateo works for Ironwood Manufacturing.\n- Anders works for Summit Energy.\n- Anders reports to Pablo.\n- Priya reports to Sofia.\n- Zoya reports to Deshawn.\n- Zoya works for Ironwood Manufacturing.\n- Pablo works for Beacon Insurance.\n- Dmitri reports to Mateo.\n- Priya works for Summit Energy.\n- Pablo reports to Dmitri.\n- Sofia works for Bluepine Aviation.\n- Summit Energy was founded in 1979.\n- Elena works for Bluepine Aviation.\n- Deshawn works for Summit Energy.\n- Sofia reports to Zoya.\n- Summit Energy is headquartered in Tampere.\n- Beacon Insurance was founded in 1998.\n- Aisha works for Ironwood Manufacturing.\n- Aisha reports to Elena.\n- Mateo reports to Aisha.\n- Bluepine Aviation was founded in 1980.\n- Beacon Insurance is headquartered in Oslo.\n- Bluepine Aviation is headquartered in Nagoya.\n- Dmitri works for Beacon Insurance.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Sofia's employer founded? Use only the registry.", "criteria": {"0": "1983", "1": "1975", "2": "1978", "3": "1980"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "multihop_v2-39986", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Pablo reports to Callum.\n- Anders works for Ironwood Manufacturing.\n- Chiara reports to Sanne.\n- Sanne reports to Lucia.\n- Anders reports to Tobias.\n- Ingrid works for Northwind Systems.\n- Sanne works for Pinnacle Software.\n- Mei reports to Amara.\n- Ingrid reports to Mei.\n- Callum works for Pinnacle Software.\n- Pablo works for Northwind Systems.\n- Northwind Systems was founded in 1991.\n- Hana works for Pinnacle Software.\n- Ironwood Manufacturing is headquartered in Tallinn.\n- Callum reports to Anders.\n- Chiara works for Ironwood Manufacturing.\n- Lattice Analytics is headquartered in Tallinn.\n- Mei works for Ironwood Manufacturing.\n- Lucia works for Lattice Analytics.\n- Lattice Analytics was founded in 1979.\n- Pinnacle Software is headquartered in Cork.\n- Pinnacle Software was founded in 1994.\n- Lucia reports to Ingrid.\n- Bruno reports to Pablo.\n- Northwind Systems is headquartered in Leeds.\n- Tobias reports to Chiara.\n- Bruno works for Pinnacle Software.\n- Amara works for Pinnacle Software.\n- Hana reports to Bruno.\n- Tobias works for Northwind Systems.\n- Ironwood Manufacturing was founded in 1995.", "questions": {"answer": {"type": "choice", "instructions": "In which city is the employer of Chiara's manager headquartered? Use only the registry.", "criteria": {"0": "Tallinn", "1": "Lyon", "2": "Leeds", "3": "Cork"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39987", "family": "intent_v3", "state": "Incoming it admin message:\n\"Revoke the contractor's credentials\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "removes access for a leaver", "1": "grants system access", "2": "resets credentials", "3": "requests software installation", "4": "reports a system outage"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0, 0.0]}}
{"id": "policy_pack_v2-39988", "family": "policy_pack_v2", "state": "LATTICE ANALYTICS — REDUNDANCY POLICY REL-8 (VERSION 5, EFFECTIVE 21 June 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2 weeks of base salary per completed year of service, minimum 2 weeks, maximum 26 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-8/A1 (EFFECTIVE 29 August 2024): For employees hired on or after 29 August 2024, the maximum benefit is 16 weeks. Employees hired before that date keep the 26-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-8 v1, withdrawn 21 June 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-8-2026-1435: employee Aisha R., hired 03 April 2022, separated 16 April 2026 (site closure), annual base salary $52,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-8-2026-1435?", "criteria": {"0": "26 weeks", "1": "no cap applies", "2": "16 weeks", "3": "32 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-8-2026-1435 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [1.0, 0.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_hardneg-39989", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"claim the lost pallet with the carrier\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "reports a delayed shipment", "1": "asks for a shipping quote", "2": "changes a shipment destination", "3": "files a loss/damage claim"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_v3-39990", "family": "intent_v3", "state": "Incoming logistics message:\n\"URGENT: Reroute container 881 to oakland\"", "questions": {"intent": {"type": "choice", "instructions": "Pick the handler description that fits this request.", "criteria": {"0": "Reroute — changes a shipment destination", "1": "Schedule Pickup — arranges a pickup", "2": "Quote Request — asks for a shipping quote", "3": "Report Delay — reports a delayed shipment"}}}, "targets": {"intent": [1.0, 0.0, 0.0, 0.0]}}
{"id": "multihop_v2-39991", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Anders reports to Chiara.\n- Atlas Freight was founded in 1995.\n- Omar works for Northwind Systems.\n- Summit Energy was founded in 1987.\n- Summit Energy is headquartered in Porto.\n- Dmitri reports to Stefan.\n- Atlas Freight is headquartered in Nagoya.\n- Anders works for Fernhill Foods.\n- Sofia reports to Anders.\n- Fernhill Foods is headquartered in Nagoya.\n- Northwind Systems was founded in 1989.\n- Stefan reports to Omar.\n- Dmitri works for Summit Energy.\n- Chiara works for Atlas Freight.\n- Felix reports to Sofia.\n- Sofia works for Fernhill Foods.\n- Chiara reports to Dmitri.\n- Stefan works for Atlas Freight.\n- Felix works for Atlas Freight.\n- Northwind Systems is headquartered in Tallinn.\n- Mateo works for Northwind Systems.\n- Fernhill Foods was founded in 2006.\n- Omar reports to Mateo.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Chiara's employer founded? Use only the registry.", "criteria": {"0": "1998", "1": "1990", "2": "1995", "3": "1993"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "intent_v3-39992", "family": "intent_v3", "state": "Incoming smart home message:\n\"Send a message to mom\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes what the sender wants?", "criteria": {"0": "asks for a countdown timer", "1": "asks about weather", "2": "asks to play audio", "3": "controls lighting", "4": "asks to text someone"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 0.0, 1.0]}}
{"id": "policy_pack_v2-39994", "family": "policy_pack_v2", "state": "IRONWOOD MANUFACTURING — WORKFORCE TRANSITION POLICY REL-2 (VERSION 7, EFFECTIVE 02 March 2023)\n\nSection 1 — Scope. Applies to separations classified as role elimination, site closure, mutual separation, or redundancy. Resignations and terminations for cause are excluded.\nSection 2 — Benefit formula. Eligible employees receive 2.5 weeks of base salary per completed year of service, minimum 2 weeks, maximum 20 weeks.\nSection 3 — Years of service are computed from the hire date to the separation date, rounded to one decimal.\nSection 4 — Weekly base salary equals annual base salary divided by 52.\nSection 5 — Precedence. Amendments to this policy control where they conflict; otherwise this document governs.\nSection 6 — Cases arising before an amendment's effective date are decided under the prior rule where the amendment says so.\n\nAMENDMENT REL-2/A1 (EFFECTIVE 18 April 2024): For employees hired on or after 18 April 2024, the maximum benefit is 8 weeks. Employees hired before that date keep the 20-week cap. No other provision changes.\n\nSUPERSEDED EXCERPT (for reference only — REL-2 v1, withdrawn 02 March 2023): the legacy benefit was 4 weeks per year of service with no cap.\n\nCASE FILE REL-2-2025-4899: employee Anders A., hired 18 August 2022, separated 02 April 2025 (role elimination), annual base salary $91,000.", "questions": {"cap": {"type": "choice", "instructions": "Which benefit cap governs case REL-2-2025-4899?", "criteria": {"0": "8 weeks", "1": "20 weeks", "2": "no cap applies", "3": "26 weeks"}}, "amended": {"type": "noul", "instructions": "Is case REL-2-2025-4899 governed by the amendment's cap rather than the base policy's?"}}, "targets": {"cap": [0.0, 1.0, 0.0, 0.0], "amended": 0.0}}
{"id": "intent_v3-39996", "family": "intent_v3", "state": "Incoming banking message:\n\"Open a joint account with my spouse\"", "questions": {"intent": {"type": "choice", "instructions": "Choose the option that best matches the message.", "criteria": {"0": "Route to the 'freeze card' handler", "1": "Route to the 'check balance' handler", "2": "Route to the 'open account' handler", "3": "Route to the 'wire transfer' handler", "4": "Route to the 'report fraud' handler"}}}, "targets": {"intent": [0.0, 0.0, 1.0, 0.0, 0.0]}}
{"id": "multihop_v2-39997", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Northwind Systems.\n- Priya works for Northwind Systems.\n- Ravi reports to Tobias.\n- Ironwood Manufacturing is headquartered in Nagoya.\n- Callum works for Ironwood Manufacturing.\n- Northwind Systems is headquartered in Malmo.\n- Sofia works for Ironwood Manufacturing.\n- Helios Logistics was founded in 1976.\n- Helios Logistics is headquartered in Basel.\n- Crescent Telecom was founded in 2009.\n- Sofia reports to Tessa.\n- Tessa reports to Callum.\n- Northwind Systems was founded in 1980.\n- Tobias reports to Ingrid.\n- Mara reports to Hana.\n- Zoya reports to Mara.\n- Nadia works for Crescent Telecom.\n- Crescent Telecom is headquartered in Malmo.\n- Zoya works for Helios Logistics.\n- Hana reports to Elena.\n- Ingrid works for Ironwood Manufacturing.\n- Elena reports to Sofia.\n- Priya reports to Ravi.\n- Elena works for Ironwood Manufacturing.\n- Ingrid reports to Zoya.\n- Ravi works for Northwind Systems.\n- Tobias works for Ironwood Manufacturing.\n- Ironwood Manufacturing was founded in 1997.\n- Hana works for Helios Logistics.\n- Tessa works for Helios Logistics.\n- Nadia reports to Priya.", "questions": {"answer": {"type": "choice", "instructions": "Which organization employs Ingrid's manager's manager? Use only the registry.", "criteria": {"0": "Ironwood Manufacturing", "1": "Crescent Telecom", "2": "Northwind Systems", "3": "Helios Logistics"}}}, "targets": {"answer": [0.0, 0.0, 1.0, 0.0]}}
{"id": "multihop_v2-39998", "family": "multihop_v2", "state": "Personnel and organization registry:\n- Mara works for Lattice Analytics.\n- Tobias works for Fernhill Foods.\n- Lattice Analytics was founded in 1998.\n- Nadia works for Lattice Analytics.\n- Yuki reports to Lucia.\n- Sofia works for Cobalt Health.\n- Yuki works for Fernhill Foods.\n- Priya works for Beacon Insurance.\n- Beacon Insurance was founded in 2000.\n- Lucia works for Lattice Analytics.\n- Lucia reports to Chiara.\n- Deshawn works for Lattice Analytics.\n- Cobalt Health was founded in 2008.\n- Fernhill Foods is headquartered in Nagoya.\n- Mara reports to Yuki.\n- Chiara reports to Priya.\n- Sofia reports to Mara.\n- Fernhill Foods was founded in 1988.\n- Lattice Analytics is headquartered in Tampere.\n- Elena works for Beacon Insurance.\n- Elena reports to Deshawn.\n- Tobias reports to Elena.\n- Cobalt Health is headquartered in Ghent.\n- Beacon Insurance is headquartered in Ghent.\n- Nadia reports to Tobias.\n- Deshawn reports to Sofia.\n- Chiara works for Cobalt Health.", "questions": {"answer": {"type": "choice", "instructions": "In what year was Lucia's employer founded? Use only the registry.", "criteria": {"0": "1993", "1": "2001", "2": "1996", "3": "1998"}}}, "targets": {"answer": [0.0, 0.0, 0.0, 1.0]}}
{"id": "intent_hardneg-39999", "family": "intent_hardneg", "state": "Incoming logistics message:\n\"send the pallet to the other warehouse\"", "questions": {"intent": {"type": "choice", "instructions": "Which option best describes the sender's intent?", "criteria": {"0": "arranges a pickup", "1": "reports a delayed shipment", "2": "asks for a shipping quote", "3": "changes a shipment destination"}}}, "targets": {"intent": [0.0, 0.0, 0.0, 1.0]}}